Angie M. Sedita - UBS Securities LLC
Management
So there has been a lot of discussion out in the marketplace about people and the challenges with people. And if you could, give us a little bit of color on what steps you've taken to retain your top talent, both internationally but also more importantly in the U.S., and then your thoughts on your ability to bring these new people back in or bring back your old people back in when things do slowly start to turn around in 2017.
Paal Kibsgaard - Chairman & Chief Executive Officer: Okay. Maybe I can just start by one thing first. So if you look at our reported head count numbers, we reported at the end of Q4 95,000 people, and we reported 93,000 people at this stage, which indicates that we let go another 2,000 people during Q1. We actually released another 8,000 people during the first quarter. So we have now reduced our workforce by around 42,000 people from the peak in 2014. So the delta here is that we are now counting around 5,500 contractors which were previously not considered part of our permanent head count, so a drop of 8,000 in Q1. Now to your question around how we are managing this, we are obviously right-sizing field capacity continuously. This capacity, we can build back relatively quickly, probably within 12 months. But even in the field capacity, we have introduced a program called intent of leave of absence. And here for our senior field engineers and for key operational people, we are giving them basically half an annual salary, paid 20% up front when they take this leave of absence, and 30% of the salary is paid when they return back after 12 months. And we have several batches of this incentivized leave of absence where we can call people back in the coming 12 to 18 months. So that's a key part of how we preserve some of our core operational expertise. And then on the overhead and support structure, we continue to look at right-sizing that. But in this, our technical support organization, which takes a long time to develop, we are also ring fencing that to take sure that we have these people available as we get back into growth mode.