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We continue to identify ways to reach more prospective apprentices, and our newest program in Maryland – the state’s first for pharmacy technicians and pharmacy managers – provides structured training through our Regional Learning Centers (RLC) in Washington, D.C., and District Heights, MD.
Once apprentices complete the training, they are eligible to apply for a position at one of our more than locations in the state.
Our RLCs serve as a hub for job training and a pipeline for new talent.
Through our four, fully operational store and pharmacy training locations in Boston, Cleveland, New York City and Washington, D.C., we support the development of colleagues and partner with community agencies through a range of workforce development programs.
Each RLC houses classrooms, office space and a full mock pharmacy.
In community members participated in an RLC workforce development program, with many transitioning to positions within CVS Health.
Retention rates among CVS Health colleagues who participate in an RLC program are colleagues who have not.
Current colleagues also receive training at the RLCs, with more than having participated in 2018.
of All Abilities We believe in breaking down employment barriers for individuals of all abilities.
Since hired nearly 7,000 colleagues with disabilities, who bring valuable and diverse life experiences to their roles with CVS Health.
In commitment and opened seven mock pharmacies at rehabilitation centers around the country through a partnership with the National Consortium of State-Operated Comprehensive Rehabilitation Centers (NCSOCRC).
Mock pharmacies provide opportunities for students that are training for roles as certified pharmacy technicians and retail sales associates to practice what they are learning in the classroom before entering the workforce.
At the end of than 43 of these training centers around the country, with 29 geared toward individuals with disabilities.
Kaylee Merrick is a cashier and stock clerk who works at a CVS Pharmacy location in Virginia.
When asked about her job, she said, “CVS Pharmacy has open arms to everyone and they have a lot of patience, too.
I love seeing and interacting with my regular customers.
As thousands of veterans and their families return to civilian life each day, transitioning to meaningful post-military careers can be challenging.
CVS Health is dedicated to recruiting, hiring, training and retaining veterans to ensure their invaluable skills and expertise are part of our talent pipeline.
People with military experience are employed at all levels – including as store associates and managers, pharmacists and MinuteClinic nurses, and leaders in our corporate offices.
Since we have hired 15,000 colleagues with military experience and more than 4,000 military spouses.
In in the Department of Defense SkillBridge Initiative to two military bases: Hampton Roads in Virginia and Schofield Barracks in Hawaii.
Transitioning service members are connected with a CVS Health colleague to learn about available job opportunities and how their skills can translate to a career at CVS Health.
Training includes classroom curricula and a CVS Pharmacy, followed by a virtual job tryout.
Once military service is complete, veterans participating in this program are eligible to apply for any position with CVS Health.
We celebrated the one-year anniversary of our company’s training and employment facility in Fort Bragg, NC in 2018.
The Talent Connect Center (TCC) guides veterans and their spouses through CVS Health career opportunities nationwide.
Since its opening, from the TCC program, and 75 percent of participants who completed the required courses and training have been hired by CVS Health, with the remaining majority using skills gained to find other employment.
Our commitment to America’s veterans includes providing access to high-quality, affordable care and providing colleagues throughout our company with opportunities to support veteran causes.
Read more about our partnership with the VA on page this report and learn how our colleagues are supporting veterans through our Valor Colleague Resource Group on our website.
CVS Health also supports the military community through external partnerships.
Last year we provided spouses and family members as part of our ThanksUSA sponsorship.
Our colleagues extend our commitment to supporting veterans through volunteer efforts, and in ship thousands of care packages for deployed service members as well as make stuffed bears for the children of deployed service members in partnership with Operation Gratitude.
Ensuring a Best-in-Class Workplace Our efforts to provide a best-in-class workplace are focused on attracting and retaining the talented colleagues at the heart of our company’s success.
This includes offering a benefits package that is comprehensive, competitive and customizable; programs and tools that improve financial, emotional and physical well-being; a culture that celebrates diverse experiences and backgrounds; and opportunities for all colleagues to grow their careers with CVS Health.
Championing Diversity To build a better world, we are building a workforce that is representative of the communities we serve.
Our senior leadership team champions a strategic diversity management model that is connected to every aspect of our business and includes workplace representation, colleague engagement, and forward-looking policies and programs.
Helping share and execute this model is our Diversity Management Leadership Council (DMLC), a group of cross-functional senior leaders with oversight from our Board of Directors.
The DMLC provides guidance on the tools and resources we use to equip colleagues to promote diversity across the company.
Diversity Networks for Professional and Personal Growth Our (CRGs) promote diversity across the company, facilitate communication with senior leaders, and help us solve business challenges.
More than and Puerto Rico support their professional and personal growth through participation in a CRG, representing a wide variety of professional, cultural and personal interests.
In our workforce participated in a CRG, up from 3.4 percent in 2017.
Our goal is to increase participation to percent of our workforce by 2025.
Each CRG is tasked with identifying challenges within our company and leveraging their unique perspectives to bring forward solutions.
Celebrating Religious Diversity Embracing an interfaith/multi-faith approach, our FAITH CRG focuses on making all colleagues feel welcome by raising awareness of religious diversity.
The FAITH CRG has reached a membership of more than its inception in 2015, in large part due to the group’s quarterly webinars.
These educate, equip and empower CVS Health colleagues on issues related to faith, religion and deeply held beliefs in the workplace and marketplace.
A FAITH CRG Dilemma: Managing the Challenges of the Holiday Season,” brought together the FAITH CRG and our Merchandising Team to learn more about religious differences and the ways in which those differences often impact employee and customer relationships during the holiday season, both in stores and offices.
Topics covered included holiday greetings, adjusting product offerings to be reflective of community cultural preferences and celebrations, dietary restrictions, holiday scheduling and respectful communication.
Colleagues and Communities Our colleagues perform at their best when they can bring their whole selves to work and we commit to ensuring our workplace makes this possible.
This is brought to life through our corporate policies, our PRIDE CRG, and the actions of our colleagues who believe deeply in equality for the Lesbian, Gay, Bisexual, Transsexual and Queer (LGBTQ) community.
We also believe that LGBTQ consumers and patients deserve to do business with companies that are inclusive and to have all of their healthcare needs met with respect, kindness and dignity.
To ensure we provide the best possible experience for the LGBTQ community, in Human Rights Campaign’s Resource Guide for Pharmacists and Pharmacy Staff to our colleagues.
This guide, along with a variety of internal training resources, such as “Understanding the T in LGBTQ,” helps equip colleagues to offer LGBTQ-inclusive care and positive experiences for all customers and patients.
Through inclusive care, we can more effectively fulfill our purpose to help people on their path to better health.
Walking With Pride Our PRIDE CRG serves as a resource for LGBTQrelated issues for our company and communities.
As a sponsor of the NYC Pride March, many CVS Health colleagues walked and volunteered.
New York, New Jersey and Pennsylvania, shared, “Many of my colleagues who are volunteering are from MinuteClinic and from our Specialty business in Fairfield, CT.
LatinaStyle Included as part of annual Top 50 report which recognizes excellence in leadership programs, employee benefits, and Latina representation for Fortune 1000 companies.
In recognition of our focus on expanding our engagement of minority- and women-owned businesses in our supply chain.
Goodwill Industries of Greater New York and Northern New Jersey, Inc.
For sharing the vision of Goodwill NYNJ that all work environments be accessible, equitable and inclusive for individuals with disabilities.
Military Times Best Employers for Vets Recognized among Top 100 companies for culture, recruitment, and policies that serve veterans, service members, and military families.
A measure of gender equality across internal company statistics, employee policies, external community support, engagement and gender-conscious product offerings.
Human Rights Campaign Foundation’s Equality Index (CEI) Received a perfect score of 100 percent on the national benchmarking survey and report on corporate policies and practices related to LGBTQ workplace equality.
U.S. Veterans Magazine Best of the Best Best of the Best companies offer employment, business, and supplier opportunities for veterans, transitioning service members, disabled veterans, spouses, and veteran business owners.
Speaking Our Patients’ Language We are making health care more accessible to Spanish-speaking communities by growing our bilingual workforce and offering products and services that take cultural differences into account.
Now in its second year, our Spanish immersion internship program requires pharmacy students to work at a CVS Pharmacy in a Spanish-speaking community.
Interns have access to Rosetta Stone, the language learning program, and attend a virtual Spanish medical terminology course.
The CVS Health Foundation provides scholarships to pharmacy, nurse practitioner and physician assistant schools across the country to support future health care workers.
The funds are given directly to the qualified schools, which award a diverse group of students through their internal scholarship processes.
At least provided by the schools to bilingual and diverse candidates.
We support all our colleagues with development opportunities that strengthen their skills, improve their performance and help them grow their careers with CVS Health.
We consistently deliver innovative and technology-focused trainings, and in participated in 14 unique career development and leadership training programs.
This culture of learning starts on the first day of employment through a robust online orientation program that pairs new hires with seasoned colleagues.
Additionally, we provide access to LEARNet, our online education portal that provides a tailored colleague curriculum as well as a skills enhancement library.
In 20,000 colleagues completed skills enhancement courses, accessed e-books or completed video modules.
Developing Leaders from Within Our training and development strategy emphasizes leadership training and readies colleagues to take on increasingly important roles while achieving our business objectives.
In high-potential, first-level leader rotational program and also fulfilled our enrollment goals for our high-potential mid-level and senior leader programs.
Our high-potential programs target colleagues that possess the innate skill sets and motivation necessary to position CVS Health for future growth.
We also grew participation in our foundational first-level leadership programs.
We saw a increase in classroom enrollment for our program, Foundations for Leading and Learning (FLL), and an average of 538 participants for the program’s 10 virtual reinforcement workshops throughout the year.
Leader Essentials (LE), the virtual counterpart to FLL for leaders who cannot attend in-person classrooms, grew by in 2018.
Each of the more than LE completed nine hours of virtual classroom training, totaling more than 4,100 hours of development for the cohort.
Both programs enhance the leadership proficiency of our first-level leaders, covering topics such as effective communication, setting expectations and coaching.
Since July have completed our foundational Transitions to Advanced Leadership (TAL) program, a collaboration with Duke Corporate Education, which provides targeted training to mid-level leaders to prepare for senior roles at the company.
In attended the classroom portion of the program, each dedicating 22 hours to development.
Once TAL participants complete the classroom program, they have the option to take part in eight virtual workshops on additional leadership topics throughout the year.
We will continue to grow this program to support all eligible mid-level leaders.
Growing Pharmacy Careers Our trusted, local community-based health care resources to millions of patients each day, making their continued growth critical to our success.
In we launched a self-directed Pharmacy Emerging Leaders Program that provides skills-development opportunities and prepares emerging pharmacy leaders for promotion.
There were program in 2018, and to-date, 217 pharmacists have been promoted to roles in pharmacy management following their participation in the program.
In pharmacy managers were also given the option to participate in additional self-development opportunities.
We also offer specialized training for our pharmacy technicians, who are often the first point of contact for our patients and central to delivering on pharmacy effectiveness.
Our self-paced LearnRx Pharmacy Technician program takes a blended learning approach with didactic learning, classroom learning and on-the-job training with an internal coach.
We had nearly technicians complete this program in 2018.
Upon program completion, they continue working with their pharmacy managers to review assessment results and identify opportunities for continued skills development.
In addition, we are creating career path opportunities for colleagues already working in our retail stores.
In promoted from front store positions to pharmacy roles, with 20 percent of pharmacy technician roles sourced from front of store.
Retail-to-pharmacy colleagues have experience in two store positions and can enable more flexibility in scheduling.
By the end of we had more than 8,200 cross-trained colleagues, capable of working both front of store and in the pharmacy, who can be considered for permanent pharmacy roles as they become available.