CHP will expand and improve upon recruitment and retention strategies to attract and retain talented, qualified, and diverse candidates.

How we’ll do it

  • Perform regular and ongoing compensation market studies to ensure competitive pay.
  • Broaden talent search pools by offering remote or hybrid working options, if applicable.
  • Perform targeted outreach for diverse talent.
  • Address/remove barriers in the recruitment process.

CHP will prioritize employee inclusion through activities that promote belonging as well as equal access to internal resources, information, and opportunities.

How we’ll do it

  • Ensure that onboarding processes provide appropriate training, support, and recognition of a new hire’s role within CHP’s mission and strategic goals.
  • Seek and promote opportunities for internal growth and leadership development within CHP, especially for minority staff.
  • Develop and implement strategies to ensure that organizational information and communication is accessible to all staff.
  • Continue to expand upon training and engagement opportunities that promote inclusion, i.e., diversity, equity, and inclusion learning; regular one-on-one coaching sessions; and a prioritization of leadership competencies.
  • Broaden CHP’s understanding of “trauma-informed care” which recognizes and responds to the signs, symptoms, and risks for trauma to better support our employees.