Very briefly I want to call attention once again to where we are at in our staffing organizations model. So we are clearly under support activities and as I noted, job analysis is very important to these other support activities even, and in some ways we might say that job analysis supports legal compliance and planning as well as the core staffing activities central to what we do as HR professionals in that we need to know the jobs that we are supporting in the organizations we work for. And to the degree we don't have a clear understanding of what those jobs are, it's going to be very hard to recruit, select, and make employment, decisions. We'll also be in not as of good as a position for planning and not as legally defensible. So job analysis is very important and while this is not a class on compensation, we'll certainly talk about how we gather information about what is most rewarding to employees and try to link up that information for making good reward decisions, making good reward packages for our employees.