Thank you, Madam Chair. With having a large hospital in the capital city, actually, I think most of the Yellowknife MLAs, correct me if I am wrong, but myself, for sure, during the campaign, the amount of nurses, doctors, and healthcare professionals in my riding was phenomenal. Literally, people were crying at the door, and I heard it very clearly. "It is not the money. We don't need the money. We are making good money. We need the break; we need the time. You are killing us." I heard that, and I carry that forward with me because we need to take care of not only the people needing services, but the people providing services.

You will see in here that we talk about working about employees and partners to identify factors contributing to retention challenges. You can ask them, but the best way, sometimes, to get the retention strategies and what the difficulties are is exit interviews. I am not going to commit to every single employee getting an exit interview, because I have done exit interviews in my past. You have the great intention, but sometimes people walk off the job. We will add exit interviews within our programming, and you will also notice that the whole priority is to get more people here, but we have talked about retention. This is about recruitment and retention; keep the ones that we have. Thank you, Madam Chair.