S_US HR Reboot 2.0 _ TALENT PILLAR

SERVICES FOR THE UNDERSERVED HUMAN RESOURCES 2.0 REBOOT: TALENT PILLAR 1

THE JOURNEY CONTINUES

HR RESOURCES REBOOT 2.0 [4/18/22] S:US Strategic Goal #3 - Human Resources: Create a work environment which embodies the organization’s commitment to innovation, improvement, continual learning, professional growth and personal wellbeing.

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HUMAN RESOURCES PILLARS In April 2022 HR 2.0 Reboot was launched with broad stakeholder input and feedback: 4 Pillars.

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WHY FOCUS ON TALENT ACQUISITION? Using a talent acquisition strategy is important because it boosts retention and reduces the risks involved with recruiting bad hires, which, in the end, will lower costs, save time, and increase productivity. Improving talent acquisition outcomes is EVERYONE’s financial responsibility to the organization.

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WHY FOCUS ON TALENT ACQUISITION?

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TALENT ACQUISITION LIFE CYCLE & FUNCTIONS

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INITIATIVES & WORKGROUPS BY PRIORITY What do we want to work on?

1st priority: Compensation – Wednesdays, 11.30am to 12.30pm (1 Hour) Team Lead: Kimberly Colon-Moller/ Gurveen Vohra Participants: Gurveen, Neetu, Doug, Olga, Karla, Asheley, Jajaida, Audrey, Jessica

2nd priority: Onboarding – Tuesdays, 11.30am to 12.30pm (1 Hour) Team Lead: Melissa DaCosta-England Participants: Gurveen, Carmen, Neetu, Cheryl, Isabel, AJ, Jessica

3rd priority: Institutional Partnerships – Mondays, 10.30am to 11.30pm (1 Hour) Team Lead: Courtney Morgan Participants: Gurveen, Laurie, Anthony, Kyoto, Michelle

4th priority: Branding – Thursdays, 11.00am to 12.00pm (1 Hour) Team Lead: Alexis Geslani/ Berlin Rosen Participants: Gurveen, Michelle, Neetu, Anthony, Mirta, Amanda 7

KEY DRIVER I - DEVELOP A COMPENSATION PHILOSOPHY & TOTAL REWARDS MODEL •

Compensation Philosophy statement - We strive to provide a base salary that meets the market (50th percentile) when employees are fully proficient and meets expectations. We believe that employees consistently performing above expectations and are proficient in the role should be rewarded with a higher base pay.

(Payscale, 2023)

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Salary Administrative Guidelines drafted and reviewed by the Executive Team.

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Discussed issuing “Total Rewards Statements” to enhance the understanding of benefits and total compensation with our Benefits Broker in January 2022. Sourcing for Vendor is underway.

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Benefits and Compensation Team to administer the implementation.

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TUITION ASSISTANCE PROGRAM (TAP) – IMPORTANCE (WHY?) • Like any benefit, TAP helps attract and retain the best employees.

• Relevant coursework can sharpen workers’ skills and knowledge, and strengthen the company.

• Tuition reimbursement is tax deductible up to $5,250 per employee per year, making this program cost-effective for both companies and employees.

(Operation Graduate, 2022) 9

TUITION ASSISTANCE PROGRAM (TAP) SURVEY RESULTS 60%-70% of all staff surveyed and interviewed, expressed an interest in the TAP benefit What Tuition Assistance Benefits would you like to have?

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ONBOARDING EXPERIENCE SURVEY PRIOR TO NEW HIRE ORIENTATION (NHO) *JAN’22 V/S JAN’23*

PPD ☺

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30-60-90-DAY FEEDBACK - CHANGES TO CONSIDER •

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30-60-90 Day Check-ins Technology (lack of proper access to S:US and external systems) – This has improved since September 2022 – Logistics Orientation More training on UKG (Kronos), Litmos, and other S:US systems Benefit Orientation – too quick; all information was not covered – This was changed to move benefits out to a separate orientation session effective 2023 Long onboarding and orientation process – This has been moving in the right direction since September 2022 Some program checklists are missing and/ or not being followed Not enough training in some programs due to staff shortages Supervision challenges: Rushed training, Staff do not understand priorities, Communication and feedback is lacking Role is different than expected More Peer to Peer relationship building across other programs More communication needed on policies such as pay, vacation, etc.

– Employee Policy Guide

INSTITUTIONAL PARTNERSHIPS Additional Institutional Partners:

Scholarship Recipients: Braulio Aguirre – Residential Habilitation Specialist (Fall 2023) Shaquoya Bennett – Residential Habilitation Specialist (Spring 2023) 13

FEEDBACK • Assessment of capacity, capabilities, usage, training, desired outcomes and ROI of all systems • Budget constraints • Limitations of SMEs (Time, Knowledge, Skillset, etc.)

• Continue to evaluate and improve upon the process changes implemented, for ongoing efficiency and improvement • Systems and technology enhancements and automation of some of the processes are needed to help build additional efficiencies into the workflows • Too many redundancies and manual processes

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60%-70% of all staff surveyed and interviewed expressed an interest in the TAP benefit

SEPTEMBER 2022 TO DATE RESULTS • 2,500+ Candidates • 650,000+ Video Impressions • 245,000+ Video Views • 12,000+ Video Clicks • 12,500+ Career Page Visitors

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