Thank you very much, Mr. Chair. The point the Member raises about the indeterminate nature of work, certainly departments go through exercises, if they must, to be able to look at being as streamlined and as refined and as efficient as possible in meeting the mandate of the department itself. At times that may require a reorganization, but we work very, very hard to minimize the impact on employees. We’re not interested overall in really looking at having adverse effect on employees.

In the event that there is a reorganization that will impact an employee in the position that they’re in, as the Minister mentioned, the Staff Retention Policy kicks in, which is really our commitment to making sure that we will look first of all in that employee’s department and then, secondly, across government overall to find a suitable place for any employee who is impacted, whose position may be impacted and so that we can keep those people within the public service. We value the knowledge that they have, the experience they have, and it’s not something we do as an employer to be looking around to be getting rid of people. When there are organizational design reasons for having to reorganize or re-describe how work is done, it’s very important for us to be able to ensure that we have the Staff Retention Policy to give employees that sense of comfort that there is a transfer and process that will be followed that will really seek to place them elsewhere in the organization. Thank you very much.