5 Year Objectives/Outcome:  

CPCD will cultivate an engaged, informed, and values-aligned workforce, demonstrating
that staff are the heart of CPCD’s organization, resulting in a 20% average increase in
positive feedback on the staff engagement survey. 

2025-2026 Measure:  By May 2026, revise and develop the Employee Code of
Conduct to reflect current organizational values, ethical considerations, reporting
structures, and readable engagement. Met

2025-2026 Measure:  By June 2026, improve internal communication relevance,
resulting in a 10% increase in staff read rates of organizational updates. Met

5 Year Objectives/Outcome: CPCD will achieve a stable, competitive workforce by
implementing market-aligned compensation, benefits, and enhanced recruitment and
retention efforts, resulting in a 5% decrease in vacant positions 15% decrease in time to
fill positions and no more than an average 10% turnover rate.   

2025-2026 Measure:  By April 2026 a 5 year compensation plan will be
proposed aligning CPCD compensation with school district compensation
including years of service and higher education. Not met

2025-2026 Measure: Create Standard Systems for recruitment, interview, and
offer timelines and processes.  Met

5 Year Objectives/Outcome: Achieve a thriving development culture by implementing
talent pipelines, career pathways and professional development growth systems,
resulting in a 6% increase in internal promotions.

2025-2026 Measure: By May 2026, secure five new apprenticeship pathway
opportunities to expand opportunities for students and job seekers as part of
CPCD’s talent pipeline and promotion pathway. Partially Met.

2025-2026 Measure: By July 2026, the HR Supervisor Guide and training will be
integrated into CPCD’s LMS platform, resulting in 100% of new supervisors
completing supervisor development training within 60 days of hire/promotion. Met