As the commissioner mentioned, there are contract agreements with provinces. A good place to start is to know you've made an agreement between a province and a territory and know how many police officers you need.
The way the RCMP staffs other areas outside the contract and indigenous policing is they take experienced officers there and move them. You have to think not just about the hard vacancy rates you have in your contracting line of business but about all the other vacancy rates, because that's the feeder pool. We would have expected all of that to be considered and then also to have attrition layered in. Police officers will be ill. They will take leave. They will leave and retire. You have to plan for this. We found that they were basing the recruitment targets on their capacity at Depot and the amount of funding they had for training, and that was well below the actual needs.
When you're not meeting the target and you're already starting below the target, you're lining yourself up to never be able to meet your actual needs or to make it a very long pathway to get there.