Thank you very much for the question.
The four phases were specifically for the retention strategy, and we're looking at reaching final operational capability for that by the summer of 2018. That's looking at those specific elements.
One of the areas that I think you would be very interested in is the approach we're taking specifically for recruiting reserves. One of the initiatives that we have under way is a partnership between the recruiting group, the army, and the Royal Canadian Navy. In fact, right now we have a primary reservist from the Canadian Army in each one of our recruiting groups and most of our detachments. It's very important to have the face of the reservist out there meeting with the potential recruits. That's one of the initiatives we're looking at specifically for attraction. We have the same thing with the Royal Canadian Navy.
To speed up the recruiting of reservists is a real focus of ours. We're looking at reducing the time frame for bringing reservists in, to 60 to 90 days for processing. We need to capture their attention and keep them in the armouries, specifically. We're going to do that by transferring some of our workforce, about 12 individuals within the recruiting group, to specifically work on reserve force files. That is under way right now.
One of the other initiatives we have under way is something called a conditional enrolment. This is where an individual comes into an armoury and is interested in joining that armoury or that regiment, and then, because we have an intake process we have to follow that includes, for example, medical and security clearances, what we do is move those elements to later. We're bringing them in and welcoming them into the armouries with the condition that they meet the medical and security requirements later on. That process will definitely occur, but this will speed up the intake.
From the medical perspective, one of our bottlenecks is getting those medicals done for our new reservists. We're looking at doing a trial whereby we would have family doctors, for example, do these medical assessments.
These are a couple of areas we're looking at that will actually speed up the intake and processing, and therefore start to build on that recruiting bow wave to start reaching our targets.