Please continue to submit your questions, comments, ideas, and concerns. We truly value everyone's input as we are Better Together.

ASK THE CEO:
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A new question to Ask The CEO was submitted on the GOOD WORKS portal:

With our recent wage increases it was mentioned that the relief staff were only eligible for a 2% increase, this is very unfair. These are
the people we rely on the most when we are short-handed, which is quite often.

The people that work these positions are as important as anyone else here on campus, sometimes more so. Consideration needs to be taken when calculating wage increases to include them like the rest of us. Our turnover rates are so high, wouldn’t you like to keep the people that have proven over and over again that they are some of our most dependable staff?

All CHS employees, including relief staff, are important and valued at the highest levels. Compensation is just one, albeit very important measure of being valued. Over the last 3 years, the starting wages for relief staff have been made equal to part-time and full-time employees in similar job titles.

Relief staff are given cost of living increases rather than performance or merit bonuses. Relief staff do not participate in the formalized 1:1 discussion, quarterly check in, annual review, nor do relief staff have established goals which they are measured against and held accountable to from a performance or merit perspective.

While turnover is always a consideration, I should point out that turnover rates are now in line with annual targets. As we continue to evolve as an organization and strengthen our culture, more folks are deciding to stay with CHS. As always, I would encourage everyone to have conversations with their immediate supervisor to ensure full clarity and understanding on any questions that you might have on this topic.

Thanks for submitting the question and have a wonderful week.

–Michelle Lavallee, CEO

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