Director Talent Acquisition (CG) Incentive Plan Summary.docx

TheKey Care Experience™ and Your 2026 Incentive Plan

What is TheKey Care Experience™?

TheKey Care Experience™ is our standard for delivering care that starts strong, stays steady, adapts when needs change, and earns trust by operating as one unified team. Clients and families don’t experience Operations, Sales, or national support teams separately. They experience us as one team.

Core Competencies (Behaviors that drive success)

These behaviors will help you succeed in achieving your goals and delivering TheKey Care Experience™.

The Five Quality Pillars

Quality is the throughline of how TheKey Care Experience™ is delivered, monitored, and protected every day.

Director Talent Acquisition (CG) Incentive Plan Details

Our Key Focus in 2026

Profitable Growth: Growing revenue while maintaining a sustainable cost model.

Efficiency: Operating at full capacity with minimal waste, rework, and disruption.

Quality: Consistently delivering TheKey Care Experience™.

Rationale for Recruiter Incentive Metrics

The incentive metrics were intentionally selected because they are (1) heavily influenceable by your team, (2) direct drivers of TheKey Care Experience™, and (3) tightly mapped to our three enterprise priorities for 2026.

Director Talent Acquisition (CG) Incentive Plan Metric Payout Tables

Director Talent Acquisition (CG) Incentive Plan Metric Payout Examples

CARE Value | Competency (Behavior) | What This Means | Competency Driven Actions

Compassion | Anticipatory Communication | Surfaces risks early to reduce burden and anxiety. Addresses questions before they become concerns, ensuring families and partners feel supported. | Communicate before being asked
Provide context, not just updates
Make it easy for others to stay informed

Adaptability | Adaptive Problem Solving | Takes personal responsibility for outcomes, not just tasks. Asks "If this continues, will it change how our care feels?" and acts to protect the standard. | Respond quickly when circumstances change
Find solutions within constraints
Prioritize what protects the experience

Resourcefulness | Quality Vigilance | Uses sound judgment and creativity to solve problems when the path forward isn't obvious. Adjusts quickly to keep care effective and human. | Notice early warning signs
Raise concerns even when uncomfortable
Prevent small issues from becoming crises

Empathy | Cross-Functional Partnership | Collaborates across teams by seeking to understand the lived experience of colleagues and clients. Ensures seamless handoffs so no one feels "dropped." | Understand others’ constraints and priorities
Share information proactively
Solve problems together (visibility, not blame)

Pillar | Match Integrity | Care Continuity | Communication Clarity | Proactive Monitoring | Client Delight

What it means | Intentional match aligned on skills, availability, temperament, and preferences. | Steady schedules and thoughtful transitions so care doesn’t feel fragmented or reactive. | Anticipatory, reliable communication that’s easy to access; questions addressed early. | Early visibility into shifts in needs, fit, or care quality through observation and shared tools. | Families experience confidence, ease, and trust—TheKey as a steady guide, not just a provider

When it’s done well | Starts feel grounded; early friction is minimal; families sense the caregiver “gets” them. | Care remains stable and predictable as needs evolve; context flows smoothly across supporters. | Families feel informed; caregivers know where to go; escalations are rarer because expectations are clear. | Small shifts are surfaced before service failures; CEAs support early course correction and learning. | Care feels thoughtful, personal, and responsive; advocacy and referrals follow naturally.

Plan Item | Value

Monthly Bonus Target | $1,500

Eligible Roles | Director Talent Acquisition (CG)

Metric | Weighting | Category | Definition | Why it Matters

Caregiver Starts | 70% | Profitable Growth | Average Payout % of Target for the supervised CGRs' Caregiver Starts Individual Metric will be used as the DCGR's Payout % of Target in the DCGR's Bonus calculation for this Rollup Metric. | Validates that the recruiting process is bringing in 'work-ready' talent.
Moves the needle from 'hired' to 'productive'.
Directly supports the branch's capacity to take on new clients.

Hire Quality | 30% | Efficiency | Average Payout % of Target for the supervised CGRs' Caregiver Starts Hires Quality Metric will be used as the DCGR's Payout % of Target in the DCGR's Bonus calculation for this Rollup Metric. | Reduces the high cost of caregiver turnover.
Ensures that the 'top of the funnel' is attracting high-caliber professionals.
Improves overall care consistency for clients.