Mr. Chair, in terms of human resources, it doesn't take five weeks. The commission has a lot of latitude with regard to determining how to best bring people in. It has the opportunity to do a process internally. It can go out and seek people who can come and help. It's up to it to determine what the right processes are. It doesn't follow the same processes that we do within the public service to go out and hire. It doesn't have to think about merit and all of the rules that we have to follow in seeking staff. It's up to it to determine how it best goes about finding its employees.
Once it has determined its employees, that's when some of the rules we use kick in. We have to make sure the position that it's hiring them for is in line because we use our rates of remuneration. If someone is admin support in federal government and someone is admin support within the commission, we want to make sure there are comparabilities. What we seek is job descriptions, work descriptions that we can look at to ensure that, if individuals are coming in to do certain jobs, they're going to get paid at a level consistent with the public service. We do have a little bit of process. The ability to do a classification of a position is usually about 24 to 48 hours. It's not very long because the positions in the commission are not very complex, as you can find in the federal public service.
Once the commission has chosen the person, once we have a classified job, we have to do our due diligence on security clearances. We've put in place an expedited process to help support the commission. The commission can decide whether it's a reliability clearance, a secret clearance, what type of clearance is needed, and depending on the type of clearance—