Naturally we are very concerned. I think you have put your finger on one of the important issues and challenges facing the RCMP on the human resources front.
I continue to discuss approaches with the commissioner that can be adopted and ways of working and succeeding on the retention front. There are different reasons for why that happens. In some cases pension structures and so on create advantageous situations for people to leave earlier than we might otherwise like them to. Some people see better opportunities elsewhere. We have to make sure we're competitive on that front. I think we've come some distance to close those gaps. A career in the RCMP is very attractive as an option, and we've seen recruitment, for example, increasing as a result of that. But this is an area that still needs more attention and we're continuing to focus on that.
In terms of the issue of the pay increase being kept at 1.5% for each of the next few years, I think in the circumstances that we have in the general economy at large a lot of people are pretty happy with a job that they can be in and have a 1.5% increase every year. I think the people who are serving the public understand why that kind of discipline measure is required right now. If we compare it, for example, with what we saw in Ontario with the “Rae Days” in the early 1990s—that's a solution that was obviously far more deleterious on people's lifestyles—the capping of an increase at 1.5% is a modest across-the-government measure that will assist us in ensuring we have the resources we need to meet the other challenges in the economy today.