--000000000000f2e97e0647b9ca0b Content-Type: text/plain; charset="UTF-8" Hi Brandy, Happy New Year! As we move into the first quarter, our primary focus in Milwaukee is reputation management. Unfortunately, the quality of some of our current caregivers is not meeting our mission principles, which has led to service failures with several of our large referral accounts. To address this, I am beginning performance documentation for poor performers with a "coach up or coach out" approach. I anticipate that resetting these expectations may lead to some turnover, so I want to ensure our recruitment pipeline is robust. Could you provide an update on our current recruiting tactics in Milwaukee? Specifically: - Have we utilized job fairs or other specific outreach methods recently? - Are we currently marketing to CNA schools? - Are there other avenues or qualified talent pools we should be exploring? I want to ensure we are positioned to attract high-quality caregivers who align with our standards as we rebuild the team. Thanks again Brandy. Amelia Howard --000000000000f2e97e0647b9ca0b Content-Type: text/html; charset="UTF-8" Content-Transfer-Encoding: quoted-printable Hi Brandy, Happy New Year! As we move into the = first quarter, our primary focus in Milwaukee is reputation management. Unf= ortunately, the quality of some of our current caregivers is not meeting ou= r mission principles, which has led to service failures with several of our= large referral accounts. To address this, I am beginning performanc= e documentation for poor performers with a "coach up or coach out"= ; approach. I anticipate that resetting these expectations may lead to some= turnover, so I want to ensure our recruitment pipeline is robust. C= ould you provide an update on our current recruiting tactics in Milwaukee? = Specifically: Have we utilized j= ob fairs or other specific outreach methods = recently? <p dir= =3D"ltr" s