These are the most recent questions asked using the online Ask the CEO form on the Good Works portal.

We hope the compiled Q&A information is useful to all staff.

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In the recent video about the Total Rewards Package it was stated that CHS hopes to have 70% of employees have a bachelor's degree or high by 2025. Most of the positions are advertised as "degrees preferred". At Ci there are a number of staff who do not currently hold a degree when they start but are going to school. Then we have a handful of staff who come in with a degree and both individuals are given the same starting wage. If we are pushing for staff to be educated, why are we not recognizing the ones that are educated already?

CHS has made a forward-looking commitment to our clients, employees and organization and a part of this commitment is a renewed emphasis on education. We are committed to supporting our employees and their professional and developmental goals.

In 2021, we will review all job descriptions, their accountabilities and associated education requirements before positions are posted. As with any new initiative, it will take some time to ensure that all comparisons are equal. In the future, we will move toward a performance/merit-based system, in which education levels are one component in determining if or how an employee is recognized or moved within their wage band.

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This isn't necessarily a question for the CEO, just a question in general. In the past, when we used to get emails about the Employee of the Month the nominations were also listed. is there a way to re-incorporate that into the info on the Good Works EOM page. I was always amazed at how many nominations there were and how many of our awesome employees were nominated multiple times in any given month. I think it is awesome that SO many people are willing to recognize a co-worker for a job well done! Thanks!

We are now implementing this suggestion! Just click on the Nominees link to view the list from each location area. Here is a quick link to that page:
January Employees of the Month

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Getting the COVID vaccine is a choice. The reason individuals are choosing to get the vaccine is to keep themself safe and to save the lives of others. Because employees made this choice, they are rewarded with 8 hours of PTO. I made the choice to donate blood during the blood drive at CHS. The reason people donate blood is to save lives. Will the individuals who donated blood be receiving 8 hours of PTO as well?

CHS supports community causes and we applaud employees that support these efforts as well. However, we reserve the right to decide whether to incentivize various causes. While we would not rule out incentivizing blood donations at some time in the future, COVID-19 is a deadly crisis that requires immediate attention, which is why we are offering the 8 PTO hours as incentive.

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If an employee provides a doctor’s note stating it is unsafe for that person to have the vaccine, will that employee be given 8 hours of PTO?

CHS provides incentives, bonuses and pay as we see fit. In this instance, we see vaccination as a tool to protect ourselves and the people we serve from a highly contagious disease that has killed more than 419,000 people nationally. The 8 PTO hours rewards only those employees that have successfully received the COVID vaccination. If an employee does not fulfill the requirements of this incentive, whether there is a doctor’s note or not, the employee will not receive the 8 PTO hours.

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For the ones of us that don't want the vaccine, I think it's ridiculous how we are feeling pressured by our peers to get it! It's like social hour around here all the talk of people getting it and then we are looked down on if we don't want to get it. I'm NOT an anti-vaxxer, but I would like to have the vaccine in circulation for a year or two before and I want to see some results first as well. I've talked with my doctor about this; I am healthy adult. He says it's up to me. And now you're offering PTO, an incentive, to the ones that have gotten it? Excuse my language, but I think that's bullshit. What if a staff member has a preexisting condition that they can't get the vaccine yet? Essentially it feels like you're punishing us for not getting it!

CHS understand and respect each individual’s view on the COVID vaccine. For this reason, receiving the COVID vaccination is optional, meaning the employee can make a personal decision whether or not to receive it.

We reserve the right to determine how we reward and incentivize employees as we see fit and will continue to make decisions that we believe are in the best interest of our clients, employees and community.

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CHS wants to be the #1 Trauma-Informed/Trauma-Sensitive Agency in the Region. Awesome! However, there seems to be little cohesion and training on what that actually looks like day to day for the staff who work directly with the clients. Yes, some of it comes naturally to the employees as they work with our clients and children. However, as an agency, do we have a universal language, curriculum, set of practices, list of techniques or examples, procedures, etc. or initial or ongoing training developed to establish what exactly trauma-informed and trauma-sensitive practice looks like? It's one thing to just KNOW about trauma and its effects, but it's completely different to know how to act and respond when helping children and families affected by trauma. It just kind of seems like everyone is doing their own thing, according to what they think is 'trauma-sensitive' with no real guidance or universal cohesion. Plus, 'providing trauma -sensitive care' could be part of direct care staff's annual evaluation but it's not fair to be evaluated on something that isn't taught or upheld. When will direct care staff be receiving applicable, universal, and ongoing training in trauma-sensitive practices, language, and documentation?

Thank you for the question! At CHS, we are always looking at ways to strengthen our services and we appreciate insightful suggestions. Our current values and vision were created inclusively with program directors and are foundationally trauma informed. However, we do have opportunities to continue to share our internal expertise with each other to ensure that all of our staff grow their awareness of trauma-informed care. In response to your question, several of our internal experts met to identify steps we could take to move towards our aspirational vision of becoming the model trauma-informed agency in the Midwest. We will communicate more about this as our plans are developed. We will also work together to share messages about trauma-informed care in future Good Works editions, the upcoming All Hands meetings, and in staff meetings. In the meantime, we encourage all staff to visit with your supervisors and peers to identify ways we can collectively work together to raise our awareness and expertise in this important area.

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