Thank you, Mr. Speaker. The area of the merit pay or performance pay is one that has been raised a number of times by the Member and did reference, for example, the work the federal government was doing and if we could incorporate some of that work into the Northwest Territories. I have been working with the Department of Human Resources. The Minister of Human Resources is getting as much of the information together that we could use and try to find out if there are some comparisons here. We do have some numbers and I will share those with the Member in response to the written question. More importantly, the fact that the federal system changed the ratings of deputies, they created another level of deputy ministers, gave a substantial increase in pay and then changed their bonus system or at-risk payment as well. So they have two levels of combination at-risk pay and bonuses for their deputies ranging from 10 to 30 percent in one area and, as well, for bonuses, another 6 to 9 percent that the federal government works.
Here in the Northwest Territories we have one system. It’s part of the contract we sign with our deputies and it goes from 0 to 15 percent with the Northwest Territories. We do have four different policies that affect deputy ministers, senior managers, excluded employees and, of course, the UNW. What we use on the executive manager side are four criteria and it is contributions to the achievement of corporate results, contribution achievement to ministerial results and Minister results, demonstration of some management practices and other contributions of an outstanding nature. So those make up the review that is done specifically, I would say, for the deputies that I did do the work on. Thank you.