There are other means to get at some of those issues. There is the individual performance appraisal. It might be helpful for the committee to actually see what those forms look like to see what we're evaluating there. It's important there. When I do an evaluation of a member, I'm looking at how they do their job. I'm not telling them the shouldn't have said yes somewhere and they should have said no somewhere else. I'm looking at whether they're respectful, whether they make the process accessible to people, whether they're efficient, I'm looking at how they participate in things like professional development. I'm not saying to them they were wrong when they said yes to one person or they were wrong when they said no to another person. There's that.
There are instances—and we have an instance going on at the moment—where on a systemic level there's a concern. For example, the immigration division was criticized very heavily in a few judgements, both in the federal court and in superior court on our treatment of long-term detention. In that instance, the former chair decided to do an audit of how we're doing long-term detention decisions. It's being done by a third-party, someone external to the organization. It's an extraordinary measure. We've never done that before. It's a tool that's also available to the organization.