b'Capacity Building and Innovation Wellness initiativeCoaching Salary and benefits survey/Job Market Value assessmentsRCAC built toward the Live Well WorkRCAC Senior Leadership, managers and Well initiative launch in 2021. Thestaff received access to team and one- RCAC launched a salary and benefits extensive process included hiringon-one coaching from LEH Consultingsurvey in early 2021 to ensure equitable Wellness Consultant Stephanie Gularte,Group, LLC. to improve individual andsalary compensation for RCAC employees. who held multiple one-on-one staffteam collaboration and professionalOur primary salary compensation goals interviews and focus groups, Wellnessdevelopment.included:Steering Committee conversations,Vector Fund Create internal consistency and Staff Wellness Committee meetings andtransparency in salary compensation. Senior Leadership Team discussions.After receiving the unprecedented She coordinated multiple staff surveysunrestricted $20 million grant fromProvide competitive salary and researched established workplaceMacKenzie Scott in late 2020, RCACcompensation for retaining and wellness best practices and new, post- leadership recognized the uniqueattracting talent. pandemic workplace wellbeing data. Theopportunity the gift presented. RCACFinancial sustainability for RCAC and wellness program will build a culture thatLeadership created the Vector Fund (VF)individual departments, after three supports employee and organizationaland pledged to match the funds one foryears of strategic investment of wellbeing through initiatives that createone so that the actual amount availableVector Funds.immediate staff benefits and positive,to deploy will be at least $40 million. systemic transformation over time.RCAC launched a competitive internalThe data and information from the Salary Initial actions included meeting freeRequest for Proposals process in the falland Benefits Assessment was reviewed blocks of time for every staff person; atof 2021. A cross departmental reviewcarefully, collectively and by department, least one hour block per day for personalteam vetted 10 proposals. Ultimately thethrough the DEI lens, to include gender, time and/or lunch, based on staffs timeRCAC Board of Directors approved allmanager and director status, age, zone; email protocols outside of business10 concepts and $9.4 million in VF werelongevity and ethnicity. hours; and additional paid time off (PTO)reserved for these projects.Future Job Market Value assessments will for wellness purposes. RCAC providedCreating and deploying the Vector Fundinclude the DEI lens data for consistent additional PTO for the entire staff for ais a once in a lifetime opportunity forreview to ensure equity in that space Rest and Reset Week for the last week ofRCAC and our team. The RCAC staff drivenmoving forward.December 2021. initiatives are innovative and will deepen and expand our reach and impact in the rural and Indigenous West by increasing efficiencies and capacity in addition to providing culturally appropriate resources and opportunities in the communities we serve, said CEO Anarde.2021 Rural Community Assistance Corporation Annual Report 13'