Okay. Maybe we can have that appended to your comments—the detailed structure and structural changes to that piece—because it's important.
You spoke about the managerial accountability piece for each deputy head under the MAF. You indicated very clearly that the performance pay of each deputy head is linked to their performance, whether it's with regard to sexual harassment or any kind of harassment in the workplace—heaven forbid—and lack of respect, so you have self-interest working for you. That's always a big motivator.
How does that trickle down? How do you see the best practices...? On the authenticity piece, as with everything, there will be some excelling. How do you see that working?