I’ve indicated before that when it
comes to the reduction exercises, I’m less concerned about vacant positions. There are still a number of positions that have incumbents in them.
In my first question, I asked you if you could go into the type of analysis you used in order to figure out which positions were going to be eliminated, what that analysis entailed with respect to the department’s mandate, and all those things. You didn’t really answer the question on what kind of analysis you used, what you used as criteria, and how you dug in and figured out which positions weren’t contributing to the mandate of the department in your selection of those positions you were going to eliminate. If you could go into some more detail as to how you actually chose, that’d be useful.