Thanks so much for the question.
The performance management framework as a whole looks to try to establish both credible and ambitious targets for executives to ensure that their performance is well understood within the context of the public service. I think what we need to understand when we look at overall executive performance is that many of those metrics are individualized and are dynamic to a very changing and often agile kind of environment. Insofar as those measures either could not be recorded or were not met, it may be very much an indication of the fact that they evolved over the course of the year or the fact that there were changes to the nature of the work.