In terms of an overall payroll package, the a salary for a departmental employee is in the department's existing reference levels.
We have certain examples of cases in which we didn't want to permanently increase departmental salaries for a given occupation group, but we recognized there were recruitment and retention issues. Doctors and nurses are a great example. They have allowances that we manage centrally, because the money for those is not put into departmental reference levels because it's not yet part of the employee's salary.
The goal of those allowances is to be temporary in nature. If we get to a point where the allowance has been temporary for a number of years, we say, “You know what? Maybe we should roll this into their salary”, and at that point we transfer the money to the departments.
This is basically compensating departments for those employees who receive these allowances, which are generally related to recruitment and retention and therefore are not part of their base funding. They're still managed in the central reserve, and we basically allocate out to departments.
I mentioned that the engineering and architects group was a big part of this one, as is the health services group, which is doctors and nurses. They're the two major components here.