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The Compass Renaissance // VLog Update #3 w/ CEO & CFO

RENAISSNACE V-LOG UPDATE #3

It’s that time again!  If you are just tuning in, Compass’ SLS program is going through a restructuring that we are calling The Compass Renaissance.  With such growth in the last 10 years for us, we are in need of a new model that can keep up with the growing demands of SLS.  To get yourself caught up, check out Update #1 and Update #2.

This update is focusing on the Life Guide 1,2 & Pro positions (formerly known as CSS and Team Leader).  Let us know your thoughts in the comments below!

8 responses to “The Compass Renaissance // VLog Update #3 w/ CEO & CFO

  1. I like … you know ill be shooting for pro ???? change is good sometimes..
    Wondering if dificulty of client care will be considered when decieding pay? Ive been ask that question a few times..
    Compass rocks !!

  2. This sounds so exciting! I can’t to get more involved with Compass! I love my clients. I am so blessed to be working for a caring company! Thank you for having me on your team! 🙂

  3. These are the greatest idea! So much better than reading a blog or email about updates! A question I get asked a lot in ILS, is will the raises be offered for Life Coaches as well, or is this a SLS only focus and plan?

  4. Thank you for the Renaissance VLogs. They make it much easier to see what is going on behind the scenes and they build hope for the future.
    I especially like the goal to reduce the caseload of the CFs and bring them closer to the staff and clients. I also like the entry level “trainee” position concept.
    The plan to be able to earn a merit increase within a position is a great tool and benefit.
    However, while I suspect you are aware of this, I want to express concern about people associating the completion of trainings with being the sole or primary criteria for earning a raise, or ultimately, a promotion. I think we would agree that successful implementation the skills training on the job is what counts. I.e. it is performance that matters most.
    A solid performance evaluation system is key. Circling back, having the CFs closer to the staff and clients should help strengthen the performance evaluation process. My 3.5 cents.

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