English: Yes. In a way, this is a barometer, a barometer of where we are now, and it can assist us in a way as a benchmark to know which areas we need to work on. One of the issues that are interesting about this snapshot, in a way, is the fact that there is consistency across our museums and out scores. I think indicator 6, 'Structuring work', gets the highest score - all the scores are out of seven - and we have 5.3 out of seven for that. And then, 'Leading and inspiring people' is the lowest at four out of seven. But you are right to say that about 45 per cent is in the framework of 'I trust the leaders of my organisation', and that is an area for us to develop. One of the ways that we will be doing this is - we have established a strategic group to lead on the Investors in People work, and that includes members from every museum and every tier in the museum, all levels, as well as the chairs of our trade unions, and they will take this work forward. Now that we've had the report, we've shared the report with you, with our staff, and our trustees. It is a benchmark for us now to work from and create an action plan together, because everybody is part of Investors in People, and that is one of the reasons why we chose it, in a way - it is about developing people at every level in the organisation and developing the culture of the organisation. So, that work will go on now to prepare us for the assessment, and it will be up to that steering committee to create the action plan and the recommendations. And that will be reported back to the heads of departments. We think it's very important to include everybody as part of the conversation because everybody is part of the culture of an organisation.
Welsh: Iawn. Mewn ffordd, barometer yw hwn, barometer o le'r ydym ni nawr ac mae'n gallu ein helpu ni, mewn ffordd, fel meincnod i wybod pa ardaloedd sydd angen inni weithio arnynt. Un o'r pethau sydd yn ddiddorol am y snapshot yma, mewn ffordd, ydy bod yna gysondeb, really, ar draws yr amgueddfeydd ac ar draws ein scores ni. Rydw i'n meddwl mai dangosydd pwynt 6, 'Strwythuro gwaith', sydd yn cael y sgôr uchaf - mae'r scores i gyd allan o saith ynddo fe - ac rydym ni'n cael 5.3 allan o saith am hwnnw. Ac wedyn, 'Arwain ac ysbrydoli pobl' yw'r isaf - pedwar allan o saith. Ond rydych chi'n gywir i ddweud bod yna ryw 45 y cant, rydw i'n meddwl, yn y fframwaith, 'Rwy'n ymddiried yn arweinwyr fy sefydliad', ac mae hwnnw'n faes inni ei ddatblygu. Un o'r ffyrdd y byddwn ni'n gwneud hyn yw rydym ni wedi sefydlu grŵp strategol i arwain ar y gwaith Buddsoddwyr mewn Pobl ac mae hwnnw'n cynnwys aelodaeth o bob amgueddfa ac o bob haenen o fewn yr amgueddfa - pob lefel - ynghyd â chadeiryddion ein hundebau llafur ni, a nhw fydd yn cymryd y gwaith yma ymlaen. Nawr ein bod ni wedi cael yr adroddiad, rydym ni wedi rhannu'r adroddiad hwnnw gyda chi, gyda'n staff ni, gyda'n hymddiriedolwyr ni. Mae e'n feincnod inni nawr i weithio a chreu cynllun gweithredu gyda'n gilydd, achos mae pawb yn rhan o Buddsoddwyr mewn Pobl, a dyna un o'r rhesymau pam wnaethon ni ei ddewis e, mewn ffordd; mae e am ddatblygu pobl ar bob lefel yn y sefydliad, a datblygu diwylliant y sefydliad. Felly, bydd y gwaith hwnnw yn mynd rhagddo nawr i'n paratoi ni ar gyfer yr asesiad ac fe fydd e i fyny i'r pwyllgor llywio hwnnw i greu'r cynllun gweithredu ac i greu'r argymhellion. A bydd hynny'n cael eu hadrodd wedyn i'r penaethiaid adran. Rydym ni'n credu ei fod e'n bwysig iawn i gynnwys pawb yn rhan o'r sgwrs achos mae pawb yn rhan o ddiwylliant sefydliad.