I would appreciate it. I do think it is important for a complaint to come to a finish.
Another point that you reference in your correspondence is the issue around training. Through our committee discussions, witnesses have come forward to respond to the notion that when a complaint is lodged and is found to be founded, training is required for that particular member. I asked you at that time how you determine and assess whether that individual's training or additional requirements to go through a process have been successful. Your response was that it would be evaluated in the year-end evaluation.
Some of the witnesses said that's not good enough and that, in fact, you need to check back to make sure the additional training that was required of the person who's being sanctioned has been incorporated appropriately.
To that end, I wonder if you could comment on that. The purpose here is to ensure that where a complaint has been founded, if a person has been required, for example, to go through additional training, that this training has the necessary effect that we desire. Doing it at a year-end evaluation is one component, but also following through after the training has been administered to ensure it has been effective is equally important. I wonder whether you could comment on that aspect of it.