Paying our employees is key, and it's something that is in every deputy's performance appraisal—supporting the steps being taken. For example, one of the key things being done right now is what we call HR-to-pay. It's looking at ways that we actually submit information to the pay centre to ensure that we minimize the chance of disruption of pay, minimize the chance of errors—looking at those steps we can take.
Yes, in parallel they are looking at system fixes, but there are process opportunities as well and there's accountability that's being built into individual departments. The one point I'd like to make is that you can have a situation like Phoenix, and it's something that we've very much identified in government as something we need to learn from. We often talk about the lessons of the Goss Gilroy report as it relates to other projects, as it relates to seeking innovation.
But, I think it would be unfair to characterize that the government as a whole is not being innovative and the government as a whole is still not moving forward. Looking at third parties, not us—it's easy for us to say that we're innovative or that we're trying new things—Canada was ranked in the 97th percentile for the World Bank indicator of government effectiveness. We were ranked first in its women's leaders index. As a government, many departments have been found to be top employers, whether it be for young people at the Department of Finance, Department of Fisheries and Oceans, Health Canada, Stats Canada or TBS—best diversity employers.
I think there are a lot of great stories, and one of the things I would encourage members to do is read the clerk's annual report. There are a lot of wonderful stories of things that have been achieved in the public service, and I think it would be unfair to characterize the entire public service based on one specific, though very important, example.