You know what? I'm not sure yet.
For sure, as I said, we want to see processes speeded up, but we also want to see merit continue to exist. I am concerned about the trend of putting all our apples in the basket of recruiting new people when the vast majority of your workforce are not new recruits. They are people who have been there for some years.
I think a big part of the problem is that there have been many years of training lacking, not enough identification of where the skills of the future will be. Certainly, my members who are IT members, because our environment is constantly changing, have a really strong ability to teach themselves the skills that are coming out tomorrow but they really need to know what the government's direction is.
There has not been enough training. There has not been enough identification of the future direction for existing public servants to really shore themselves up for the jobs of the future. That leaves you with a deficit and you automatically think we need to recruit new people to fill that gap. In fact, where you really need to expend some effort is with the vast majority of your workforce, training them, doing the career development and the professional development required to ensure that you have the skills when you need them.
Don't get me wrong. I still believe you need to do recruitment of new employees, but I don't think that you should throw out all the criteria that you've been applying to your existing employees in order to do that. I think that's inherently unfair.
Thank you.