This is obviously a crucial part of the delivery in the real world, if you like, of the commission, isn't it? In any public context where we are moving from one set of institutions and arrangements to another, you know, with the best will in the world, so to speak, there is a period, isn't there, and that's usually, sadly, quite a long period, because it's quite a complex thing to do, and when you have to legislate, clearly it's that much longer. So, the tensions that we are navigating, if I can put it in those terms, are, on the one hand, maintaining momentum and visibility of what the new arrangements may look like on the one hand, so that staff remain engaged and don't start worrying about their own futures and looking at options elsewhere. That's the first priority. But the other priority is to make sure that the new institution owns all of that, as it needs to. You know, we're setting up a new body and we're looking to create an organisation that owns its own destiny, but also, in the point that you're making, where staff feel they've played a part in its formation and have bought into it, if I can put it like that. So, there's a twin set of, frankly, sometimes perhaps conflicting priorities that we need to navigate. That's perhaps obvious, but I just hope it's helpful to give you that context.
The approach that we've taken in developing the legislation and working through implementation is one that I hope will be recognised as being one of partnership and inclusivity, and it's very important that staff have a voice in that process and are not just going to broadly engage but are quite directly included in it. What we've done so far is to provide opportunities for staff, both from HEFCW but also Welsh Government, because functions from both bodies will obviously end up with the commission, to be directly involved in project work through participation in work streams. Also, we've had some secondment arrangements, so that there's a proper bridging, if you like, of staff between the two organisations. All the recognised unions, both in HEFCW and in the Welsh Government, are members of the relevant delivery boards, if you like, and an integrated team approach, I think, is being adopted. I'll ask Zenny Saunders to come in in a second on some of the colour around some of that. But senior staff from both Welsh Government and HEFCW will be very directly involved in developing those staff structures, and then there'll be a consultation on that.
What I want to be clear on, though, is that it is very important that developing a draft structure, consulting on it, is work that we can—and we are—get on with now, but it's really important that the leadership of the commission, the new CEO, is able to come in and look at that at a point when he or she is able to question it, test it, amend it. Again, that's the balance I was talking about. Once that's happened, then there'll be a matching process, and all staff will have an opportunity to look at, to identify, if you like, which posts are the best match in the new structure for their current role, obviously with the exception of the CEO, because that'll be an external process. I would hope that that will happen, and I expect it to happen, no later than the spring of next year, and the draft structure will be available this year. So, as you can see, I'm hoping we can maintain that visibility with staff, so they can see where the opportunities are for them in the new structure.