I think we've been examining the impacts of the many transfers that can happen in a person's career as they move from position to position, first to gain the experiences they need to be able to do their jobs, but also to help them gain new experiences to advance as they move up in rank and responsibility in the Canadian Armed Forces.
Certainly I would agree 100% that in the past we often transferred people on a clock, as opposed to based upon a requirement to do so. We've certainly taken the opportunity to not only question ourselves on that, but we've also seen that it's an element of dissatisfaction for members of the Canadian Armed Forces as well. As we take a look at retention as an important part of our program, not moving people unnecessarily and disrupting their families is something that we have to do.
I've not seen any specific data that looks at the financial savings associated with a reduction in the moves of x number of the percentage.... I mean, we certainly know the number of moves every year, and if we were to decrease by a certain percentage.... It's been much more focused on limiting the moves and the transfers that are needed for the purposes that are required, and not just because a clock has ticked past and said, “You've been somewhere for two years and it's time to move on.”