We have worked with that as a department, Human Resources. We’ve reviewed all of the vacancies to be filled. We’ve looked at the qualifications of those vacant positions and we’ve looked at if any barriers at all were placed in any of those positions, barriers that would make it difficult for individuals of a priority group to get into those jobs.
One of the things that we had always talked about was positions that were considered to be difficult to fill. Initially we were looking at I do believe it was between, the number kind of moves around, but I would say a good, safe number would be close to 300 positions were in that category. After we reviewed the qualifications of these jobs, we’re saying that we could probably bring that number down, which were truly difficult to fill positions, to about 80 by reviewing the qualifications and making sure that the qualifications laid out in these jobs that were vacant are qualifications that are needed to fill the functions of that specific position. We’ve been going through that, so we’re thinking that once we remove unnecessary qualifications, unnecessary experience, then you would see that more individuals become eligible for these jobs. We’re working with the departments on the succession planning and workforce, in addition to all of these reviews that we’re doing on the job descriptions. Thank you.