--000000000000b92cba05ba4cbe68 Content-Type: text/plain; charset="UTF-8" Content-Transfer-Encoding: quoted-printable Tim, all the above sounds fine and agreeable to me. The 1% is over forecast so we shouldn't have too much need to consider capping it given we don't expect the hero pay bump to repeat itself twice over. What's your current goal for the team for 2021? How much of a stretch $200,000 is will affect what the payout could be, but I could see us throwing together a pot equivalent to $1K per person for the nine of them. In regards to BDM --- I think we're still going to be a couple months of vaccination away from really prioritizing that, so in the interim, think about what we discussed on the call, and long-term follow-up and nurture of the most qualified consumer leads and whether we have the capacity on hand to do that. Next three to six months our growth will come from the strength of our existing relationships, and having a better 'type' of caregiver fit for our lower-physical need but still need care consumer clients who fit our income profile. Thanks, Chen On Mon, Feb 1, 2021 at 1:00 PM Timothy Thomas wrote: > Hi Chen, > > Timothy is fine thanks. > > We've already proceeded with one of the increases which was for Joey > Taylor. He was moved from $55,000 to $65,000 which is a sizable bump > however he assumed the role of HR Manager (Recruiting). Prior to covid bo= th > of our offices had an HR coordinator. We felt much of the work was > duplicated and inefficient. When the need came to move to virtual > onboarding Joey was able to streamline operations and ramp up to meet our > new growth needs. We decided to part ways with one of the coordinators an= d > hire a more junior HR Assistant (Karole) to aid Joey with the > administrative side. In an effort to move me out of the day to day, our > staffing coordinator Sabrina (who handles facility staffing) will now > report to him. He's been very involved in this division and we felt that = it > was a natural fit (Joey recruits and Sabrina puts them to work in > facilities). > > Our next salary review which is due on Feb 6th is for our lead care > manager Maria. She was hired on a part time basis to begin with (hence th= e > hourly rate) and has continued this way ever since. She typically doesn't > work Fridays unless we need her however she is essentially always > available. We've discussed moving her to salary but she prefers the > flexibility of hourly. I would recommend a standard increase of 3-4%. Mar= ia > manages approximately 2500 hours of private care and has her own dedicate= d > scheduler (Karole-Anne). Maria has a nursing background and is fantastic > with clients however she's not a great "supervisor" so we felt it best if > Karole-Anne reported directly to Sandra. > > Sandra Daoust is also paid on an hourly basis as she has family > obligations that pull her away from time to time. She puts in hours in th= e > evenings and weekends to make up for it. She's worked for my fat