What became obvious to us as the system was rolled out was that removing 700 compensation advisers before the vision had actually been realized, in terms of the new pay system being up and running as it should, really had a detrimental impact, because we did not have the experience there. We did not have the individuals who were familiar with all of the 80,000 regulations, the different union agreements, what was required in getting the job done.
When the decision was made by the previous government to remove the 700 compensation advisers, clearly they didn't take into account what was really important here, which was to make sure that, if you're going to transform a pay system, you do it with people who know what they're doing. By removing those individuals, they removed a core component from the 46 departments that were actually being covered with the February and April rollouts.
The departments that didn't have their compensation advisers removed are not experiencing the same degree of difficulty as are the other 45 departments where the compensation advisers were removed. That speaks for itself, in terms of the impact. You learn from experience, but unfortunately it's a hard lesson to learn for those employees who have been impacted by pay issues.
I feel comfortable in saying that if the employees had not been removed, had been allowed to stay until the system was up and working as it should have been, then we would not be here today having this discussion.