--000000000000b7d02a061fd0649a Content-Type: text/plain; charset="UTF-8" Content-Transfer-Encoding: quoted-printable sharing my feedback Beth Ann Rosario *Senior Regional Director Southeast * *919.899.5543* [image: TheKey] ---------- Forwarded message --------- From: Mansi Mehta Date: Tue, Aug 13, 2024 at 3:56=E2=80=AFPM Subject: Re: Recruiting process follow up questions To: Beth Ann Rosario Cc: Emily Russell , Analissa Sanchez , Kathryn Patel Hi Beth Ann, These are all great questions. I have responded to them in blue however I do think it would be valuable for us (Kathryn, you, and myself) to connect to talk through some areas we have not considered. -How are you tracking orientations by day to know when to upload documents? On avg, across the SE on our orientation days we have upwards of 25 caregivers that will need their documents tracked. In the new process, the operations would own schedules and completes new hire orientation. Operations would inform the recruiter of those needed to be moved to Hired. The recruiters will inform HR Compliance team. -What are timeline expectations for documentations to ensure we do not bottle neck or slow the process. Currently recruiters are able to process all documents once the onboarding packet is complete in 4 days or less, will we continue with this expectation or faster? Just want to ensure it's not slower. Our goal is to ensure we follow the same turnaround time if not sooner. We will work with the caregiver applicant to ensure they are submitting the information needed to complete our job in a timely manner so it does not affect the pipeline. -Once the recruiter sends a caregiver to the compliance team, what is the timing on initiating the compliance process? If someone is sent to compliance on Friday and we need them in orientation by the following Wednesday, how does their office follow up with how the process is going so they can communicate to the client who is awaiting a caregiver? My response would be similar as above. The HR Compliance team will support caregivers in completing all tasks promptly. Delays are typically caused by inaccurate or incomplete applicant information. We plan to closely monitor this area and develop performance metrics to streamline the process. To be transparent, we anticipate some challenges during the transition of roles and responsibilities. My goal is to capture as much information on this sheet (sheet 2) to better support your office. -Emergency orientations--if we need more than the standard one a week, how do we expedite this process with compliance? I will defer to Analissa. -when will we expect the caregivers profile to be pushed to the clearcare M= y understanding is the field will take the ownership of creating the caregiver profile in WellSky once the HR Compliance team notifies all paperwork and background check is clear. -When do we expect the files to be uploaded to their profile, often caregivers leave orientation with a shift that same day so all comp