As we said earlier, Budget 2012 has a three-year timeframe. The primary tool for achieving a smaller workforce, which is what we're doing at the Privy Council Office in order to achieve those savings, is to use the workforce adjustment policy and directives. That policy has a 16-month implementation tail. There are other methods of finding reductions—not staffing after folks leave, eliminating vacant and funded positions. Our primary tool these days is to implement WFA. That's being implemented over a staggered timeframe. It will likely take us until March 31, 2014, to have the final picture. The best way to keep track of the actual spending, in terms of impact on appropriations, will be through the quarterly reports, which will show the reductions once employees have left PCO.
When I came before the committee on April 30, I said we had just begun to implement workforce adjustment at the Privy Council Office. At that time I told the committee we had given 139 employees notices that their jobs might be affected. I also said to the committee at that time that we estimated having to declare surplus somewhere between 90 to 100 employees, but I put a strong caveat around those numbers to allow a change as a result of the normal coming and going of folks and retirement, combined with the fact that we have financial targets to achieve as opposed to programs to cut.
We now know that this target number looks more like 84 positions at Privy Council, the department specifically. My understanding is that there are another 16 positions in the other entities that make up the PCO portfolio, for a total of 98 positions to be declared surplus across the PCO portfolio. Now I'm in a position where I can tell you specifically what that means at the Privy Council Office. We obviously took workforce adjustment very seriously. We put in place new measures to ensure that employees who were affected by this were treated fairly, with great respect, and that there was the utmost transparency in the process.
The first thing we did is we established a new union-management workforce adjustment committee, which I chair. We meet every two weeks. We have a very open and frank dialogue with our union colleagues. We also established an ADM-level oversight committee to control all new staffing at the Privy Council Office to ensure that folks who are impacted by workforce adjustment get the priority to which they are entitled. We established an ADM champion for the alternation program, which is a way for folks who aren't affected and want to leave the government to ask to be picked instead, and then the folks who don't want to leave can stay.