I was very happy to hear the gentlemen from Ontario, the Independent Electricity System Operator, say they are supporting a similar program here in Ontario.
I think the model we have in B.C., quite frankly, works quite well. The utilities basically pay part of the salary of these energy managers embedded within organizations, and in return, they ask for a certain performance in terms of energy reductions. They're expecting to see those energy managers generate incentives that are equivalent to their salary. For ineffectual energy managers, the funding is cut off after a year or two, and they don't continue in their position; and ones who are very successful in finding energy reductions for their organizations get to keep their jobs and keep doing that. As I've said, we've seen some of those folks then move into more senior positions, whether in operations or different parts of those organizations. And having people with that kind of training in those positions, I think, is a really great way to catalyze organizational change on a broader level, and it gets the whole organization thinking about that rather than just one energy manager soldiering alone.