I can comment from our own perspective. We've had a cadet program at our company, through which we coordinate with the community college, which has a marine program. There is a similar program in Newfoundland, and at colleges in British Columbia and in Ontario as well. I think the company has to take the initiative to work with the existing institutions and programs and implement an apprentice or a cadet program. We call it cadets because it's sort of the marine language. That way you coordinate the initial technical introduction with practical experience, and then throughout the course of a person's career in the marine sector, you start off as a deckhand or an oiler, and you work up, and you get tickets. It's based on number of hours worked. There are specialized tickets for dynamic positioning, which is a computerized system for propulsion and navigation, and so on. You have to have the technology, and you have to have the commitment long-term to see people start at the beginning and work their way through to the end.
From our own perspective, we have found that if you do that, the investment pays huge dividends. You get a person who's young, who's moulded, and who's given experience. They work in the fashion that you want and develop the culture of the company. You develop loyalty. We have a 97% retention rate at our company.
So I think it can work. That's a very narrow industry sector. We have the institutions that have the basic introductory courses, and then the companies have to make the contributions over the life of a person's career.