We take a number of approaches. There are formal courses that are available and classroom training that is available to compensation staff. There's also a lot of an on-the-job component as well. What we have found is that if clerical staff are brought on at lower levels, as opposed to fully trained compensation advisers who are familiar with all 269 subtypes of transactions, they're able to take on some of the more straightforward work and free up the compensation advisers for the more complicated transactions.
We're finding that this is working well. CRA uses this model. They have their own compensation staff. We're now moving within the Miramichi network to pilot a pod approach, whereby we will bring together various levels with various skills in order to be able to focus on specific departments or groups of departments, or certain types of transactions, so that they develop specialization and familiarity with collective agreements.