Thanks to Ms. Bassi-Kellett for that. I guess I’m going to leave it at that. Like I said, many of the topics were covered. I was particularly interested in succession planning and where we are at that and whether there are any trends in that trying to build ourselves a bigger buffer there, because it was pretty serious a few years ago. I think I’ll just leave it at that at this point.

In terms of recruitment, one of the concerns I have – and the Minister addressed this the other day – is that the exit interviews aren’t telling us what the external factors are that are causing them to leave. There are obviously positive things, they found a better job or whatever. They’re moving up in the department or to another department. But then there are the negatives, the cost of living is too darn high – I’m out of here sort of thing – and it would be very good to be able to capture that sort of thing. It’s because people are choosing, and I guess this is an option to choose, not to do the exit interview.

So maybe I’ll just ask, is there any other way that the Minister could consider how we could get that information, what these external factors are so that we know which are actually things that we can deal with in the government and others as a personnel manager and others that we can deal with as a government in terms of quality of life and things like this, cost of living and so on? Is there any other way that we can get at that information? Thank you.