Thank you very much, Mr. Chair. This is something we are very mindful in the organization. We look at eligibility for retirement within the next five years as an indicator for us in terms of when we might envision that people leave the workforce. However, having said that, we know economic times change and that is often no longer the reality of what’s happening. We are very mindful of that and try to pave the way for smooth succession planning when the time comes.
Incidentally, a part of our long service awards, we have just recently had to implement 40-year long service awards because many people decide they want to stay longer, which is a great thing. At the same time, we do plan to come from behind. We do plan, when we anticipate that those people will be looking at being able to retire and move away from the public service. We do a number of things under the Knowledge Management Strategy that the Minister mentioned, including mentorship arrangements, utilization of external volunteer organizations like CESO, departments will opt to double fill at times, will opt to hire a mentor from outside. There are a lot of different scenarios right now that departments are using based on their individual circumstances to be able to pave the way for a smooth transition when they anticipate that someone will be leaving soon or if they have someone very new coming into a senior position. Thank you very much.