The rationale is to maximize the benefits of the presence in the workplace and to bring fairness and consistency across the public service. It is a minor calibration from two to three days to three days. We're still in a hybrid model; therefore, we respect and understand the benefits of off-site work. We also recognize that some organizations are already at three, and many employees have been working five days on site since the beginning of the pandemic.
While recognizing the off-site benefits—work-life balance, completing individual tasks, time management—it's also important to recalibrate to really reap the benefits of on-site presence as well. Human connection matters. There is peer learning from each other; the onboarding of new employees who are not only new to the public service but new to teams; collision conversations; impromptu idea-sharing; and team building. We feel that human connections are essential to strengthen the public service as an organization, its values and its culture.
The move is also very consistent with many provinces and territories. There are more flexible models out there, but this is bringing us closer to the trend. We have been working with PSPC to ensure that it aligns with its 10-year strategy of reducing the footprint by 50%. The key to that is to ensure that there is unallocated seating and that the model moves from an experimental model to one that is a bit more structured.