This has been at the core of the issues we face in this audit.
To be very clear with you, the basic financial base of that program is about $6.7 million per annum. In my career I've rarely seen a program being doubled by reallocation within a department. I guess someone can point to an exception, I'm sure, but normally a reallocation to a program is a top-up. You add 10% or a 20% because of workload, complexity, or a special project being asked of the manager.
In this case the reallocation, on average, in the last couple of years was $6 million--a $6 million reallocation, a $6.7 million base. What it speaks to is two things. First of all, the program experienced a significant workload increase as a result of 9/11. The second point is more contracting activity as a result of the economy growing.
Nobody should be surprised by that. I don't know what the curve is, but it's normal that as you have a growth in economy you can have more contracts, more activities. So that's another element.
This is compounded by the fact that if you reallocate, you reallocate on a yearly basis. So if I am the manager, I have my base of about $6.7 million, and the department, through the deputy minister, reallocates on a yearly basis about $6 million, but I can't use that base, which is a reallocation, to plan long-term staffing. It creates a vicious circle. The cash is there. The cash can be used, but you're trying to attract talent. You say, “Well, yes, I would like you to come over. We have good important work. It's actually interesting work, to be honest, but I'm giving you 12 months because we're trying to stabilize the workforce and the budget.” So it creates a bit of a conundrum, where we try to staff and people come. Because it is a 12-month assignment with a potential window--it's a 12-month assignment vis-à-vis the budget you have that year--people do come and leave.
Secondly, some people have other options than having to work for 12 months. That's another thing. With people leaving, you lose corporate memory. You train them, you prepare them, they do good work, and then they potentially leave. The numbers that the Auditor General picked up are accurate: 28%, 29%, 30%. It's a significant part of the workforce that is unstable, if you wish, in the sense of contributing in a steady fashion to the outcomes they're trying to achieve.
I'm trying to explain here the dynamic vis-à-vis the resources. Now, the answer for me as the accounting officer is to work hard at getting a stable long-term multiple-year base. I've been working at this with Treasury Board, at Privy Council Office.