Thank you, Madam Chair. I’m just wondering what it would take for the Department of HR to – and again I see HR as the lynchpin for all the departments – to implement this and say this is the type of mentoring program that we want all the departments to look at when they are hiring positions. If you have a large vacancy to use, even engineers in transportation, for example, there are all kinds of different examples and we hear them all the time, we talk about it to students wherever we go, they are talking about deciding whether they are going to go back north or taking a job in the South. If that person already has a job in their third year before they are done their schooling and they already know they are committed to come to the North and they are from the North, they understand the realm and the considerations that are involved, but they already know they are coming back, so they are not job searching in the South. They already have a commitment. They are comfortable. If we can give them some sort of assistance from their job position, it is something that we need to implement, I think. To use that to leverage students to come back, it is going to basically give them the comfort, give us the comfort

that we have Northerners, that we have people from the North.

When they come back here, they tend to stay here. We are not hiring somebody from the South that has to learn what the Northwest Territories is about, be concerned about the weather, or be concerned about the communities they are coming into. Most of these Northerners will know that. They will understand where they are going to if they are going to one of the smaller communities or if they are coming into Yellowknife or Hay River. They know exactly where they are going. They understand the whole thing, so this mentor program is something I strongly feel is a good avenue for us to make our students come back to the Northwest Territories.