There are three main strategies outlined in this plan. The first is to implement a statewide coordinated recruitment effort. The second is to utilize employees as “Recruiters-At-Large.” The third is to establish a community base of qualified applicants. The performance measures used to measure the success of these strategies and the supporting tactics include reduction of current statewide vacancy rate of 19 percent; meet Federal court staffing mandates in all health care classifications; and fill newly established positions for new programs and increases in staffing ratios. The problems facing corrections today are an overall vacancy rate of 19 percent statewide among health care services classifications and several Federal court staffing mandates, which will increase the number of staffing and mandate vacancy rate reductions. There are nine medical classifications that currently have significant statewide vacancies, including Pharmacist 1, Clinical Psychologist, and Staff Psychiatrist. In addition, the Federal court case, Coleman v. Alameida, holds the Department to certain staffing levels of staffing for several other positions, including Psychiatric Social Worker and Registered Nurses. To address these problems the HCRS will be focusing recruitment efforts on trade schools, direct mail to licensed health care professionals, employment workshops, military transition program presentations, community events, print and radio advertising, internet advertising. The hiring needs of the Department need to be aggressively approached through a statewide coordinated recruitment, testing, and hiring process. 3 tables, bibliography