Thank you, Madam Chair. You mentioned about the 20/20 action plan. We are looking at the goals towards that and have added additional goals including the accountability framework which will have some more tools to support our clients. Included is the direct recruiting tool, which will give us the ability to look at those vacancies. We’re looking at the vacancies with our client departments, determining what the issues are, why are they vacant, or just really scrutinizing these vacancies to determine what is more suitable for succession planning and things like that, because 25 percent of our workforce is going to be retiring. So, we are looking at that more closely with our clients and looking at strategies in filling these jobs.
With the 20/20, it talks about knowledge-building capacity, so we’re creating tools internally for our clients to build capacity to be able to support our clients as well. We’re really looking at succession planning and workforce planning supports to our clients to fill these vacancies.
The other thing that was mentioned was the Regional Recruitment Program. We’re looking at it – it’s being reviewed right now – for a better explanation right now. It’s at the back end of our recruitment and we’re trying to put it at the forefront so that it can be utilized more quickly than after a position has been closed and cancelled because there wasn’t any qualified candidates, so we’re using it as a more proactive tool.