Thank you, Mr. Chairman. I don’t have statistics on the number of senior managers we expect are approaching retirement. I’m not actually sure if we have a concrete figure on that, but I will have the department go back and look and provide committee with anything that we might have. We do know, anecdotally, that we have a number of senior managers approaching retirement, which is one of the reasons the Associate Director/Regional Superintendent Program is a positive program that’s helping us develop people who are on the right path but maybe need a little bit more opportunity or experience before they would be able to enter those senior roles. Like I said before, we have six at any one time in that program, three complete and three go in on a rotating basis. We usually have six going at any one time. We think it’s a good program. I think we’ve seen some results. If you look at the deputies that we have today, some of them have, clearly, gone through the program and, I think, are performing quite well. They’re showing they have the skill and ability to perform at a senior level, including that of deputy head.

Persons with disabilities, the survey that went out we had 1,800 respondents; 6.4 percent indicated they are persons living with disabilities and are employees within the public service. That is a significant jump in the numbers that existed before. We think it’s fairly representative. We do still have

work to be done to accommodate individuals where appropriate.

We have the duty to accommodate officer and I’m happy that you mentioned that duty to accommodate officer. This is an incredibly valuable position. It’s one of the reasons that we feel we need more duty to accommodate individuals to help us outside of Yellowknife and in the regional centres of Fort Smith and Inuvik. In 2011 and 2012, the individual helped to accommodate 20 permanent accommodations, 20 permanent placements. Fifteen are currently in process that the individual is working on. We have 50 employees on long-term disability requiring placements. A lot of work needs to be done. There are 106 cases requiring frequent follow ups. Just even when a person is accommodated it doesn’t end. There’s follow-up on-going, review, monitor. This is important and goes to some of the safe advantage stuff that we were talking about before. Sometimes the claim costs tend to be high because we haven’t been able to get them back into the workforce in a timely manner. These positions are making a huge difference for us and we’re very excited about the work they’ve done, we’re very excited about the possibilities, and we’re very excited about moving forward and getting these positions into the regional centres so that they can have a more timely response out there.

Safe disclosure legislation. I didn’t give a date specifically. We will have it done in the life of this Assembly. Right now, if I was to speculate, I imagine late in 2013-2014 we would be coming forward with an LP, but I ask for a little bit of patience because we really want to make sure that what we have done as far as the Safe Disclosure Policy is working and we’re going to work closely with the UNW on the implementation of the policy for UNW employees, and monitor it closely so that we can identify what parts might need tweaking, what parts may not need tweaking, what changes we have to make. We would like to make those changes in the legislation as we move forward. We don’t want to rush ahead and write legislation based on the policy and then find out later there are problems with the policy. We think this is a great opportunity to make sure we have legislation that is really good. So possibly late in 2013-14, definitely within the life of this government, but we would ask for a little bit of patience as we implement it. There is bound to be some growing pains; there often is. This is a new policy.

To date, there are four HR plans done. There are five underway, which means there are a number that aren’t been started at this point. With respect to grievances, I would like to go to the deputy minister for some specifics on grievances.