ASK US
You Asked. We Answer.

Thanks for your Ask Us questions. After a backlog, we are back with a slightly new format. Some of the questions we receive can be grouped together with a single response.

We also encourage you to pose questions first to your supervisors, when possible. They have more understanding of specifics within your department.

Q: When are we going to have wage transparency for administrative staff?

A: Administrative staff includes departments that help provide the structure to support CHS services, such as HR, finance, facilities, IT, Foundation, marketing, housekeeping, food service, etc. Administrative staff wages, like direct service provider wages, are confidential. The only exception is the top five Executive Team member salaries, which are required by law to be made public.

Q: While it's great that we have a solid executive-level presence at CHS, the members of this team are frequently unavailable due to multiple weekly committee meetings, leadership meetings, strategic planning sessions, etc. With the organizational changes implemented at the executive level, will more opportunities be available for those interested in pursuing leadership opportunities (i.e., director-level or VP-level positions) that allow them to serve as an extension of the executive team as day-to-day decision-makers whose scope of work aligns with strategic priorities and values?

A: CHS is truly doubling down on our mission to prevent, treat and heal trauma. We are excited about our new opportunities to help families stay intact and to provide services earlier to vulnerable children. We are creating many opportunities for outpatient therapy. And our new campus in Rapid City is quickly becoming a reality. Our accreditation process, COA, as well as our new model of care—Hope As A Science—is sharpening our quality and building a shared culture.

That said, we know executive leadership is very focused on this work and we can appreciate how more “boots on the ground” could truly be beneficial. While we are in growth mode, we must pull together to support all roles across CHS. We have been including more staff in important committee and council work, such as the COA and Quality leadership lineup. Stay tuned and step up for these opportunities!

CHS will continue to grow and with that growth, we expect that VP and additional director-level positions may evolve. If we add more leaders, likely the new roles will oversee newly developed programs. We are thankful that our staff is interested in pursuing jobs with increased responsibility and joining the leadership ranks.

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