The process will be one, as I have said a couple of times today, where we are going to want our front-line supervisors and managers to deal with the lion's share of conduct-related matters. That will require some training and it will require a different sort of approach than we have right now. I think that will take between six months to a year to achieve. Of course, coming into force, we'll be living the act when and if it happens, but we need to train our members to do that.
The benefit there, and how I extrapolate it to the cultural change that will occur, is that rather than seeing the organization and seeing senior managers as some sort of distant rulers of a kingdom who make decisions that are detached from the realities of current policing, the supervisors and managers will be making those decisions. There will be much more of a team approach on the ground for regulating conduct, especially in those instances where we are not seeking dismissal. We don't want to be off in some protracted legal hearing about whether or not we should take two days of pay or three days of pay from a member.
In a nutshell, that is how I think we will extract the cultural benefit for the organization, but we will also make sure that members see the organization attending.... We're going to make mistakes. Police work is very difficult. It's dangerous, it's stressful. We expect our members to make mistakes. I expect my supervisors to help them get over those mistakes, set them right, and keep going.