That's very interesting. I think we have the sense that the work is well worthwhile.
In terms of appointments, this is a new appointment process before this committee. We've heard of a number of instances where change management hasn't gone particularly well within the civil service.
What type of metric is the department using to make sure the appointment process is functional and that decisions are made increasingly better and increasingly more efficiently? Are there timelines by which you gauge the success of the appointment process? Perhaps you could let us know about measures of success on the appointments file.