In partnership with you, we would undertake the following:

• An Assessment Visit to Develop a Comprehensive Position Specifications Document.

  The "blueprint" that would be used in the search is a highly specific and thorough job description called a "Position Specification." This "spec," an elaboration and expansion of your job description document, would describe your organization (its history, governance, management, operations, financial position, competitive environment, affiliates, the region, and other necessary information); your organization structure and reporting relationships; the role and responsibilities of the position; the key goals, objectives and expectations of the new executive; and the specific technical, behavioral, educational, and professional characteristics which will be sought in candidates. The spec would be used both as a model against which to compare candidates with the requirements of the position and to educate them about, and "sell" them on, the organization and the role for which we are recruiting.

  Because our firm is well experienced in recruiting senior executives for healthcare organizations, we would be able to utilize our knowledge base and the insights developed serving others in similar searches to compare and contrast qualifications and candidate characteristics. We could then structure our advice to best meet your specific needs and better guide the development of the final job description document.

  To gather information to prepare the specification, we would perform an organizational assessment and needs analysis at the initiation of the search. We would spend whatever amount of time would be required on-site with you and be involved in personal interviews with any others whom you identify. This front-end time is an important investment that pays significant returns later in the search process.

  Further, we would review selected documents, which will enhance our understanding of your organization and its requirements. During the on-site startup visits, we would also discuss the time frame of the search and an appropriate compensation package for the position (base, bonus, fringe benefits, perks, relocation and content of a contract, etc.). If any problems arise, we would work with you to solve them to further set the stage for a successful and timely search process.

• Executive Search Strategy/Identification and Screening of Potential Candidates.

  Using the spec which would have been developed and approved by you, we would identify prospective candidates from among a national universe of individuals, inform and educate them about the position, screen them for the appropriate "fit" using both telephone and in-person interviews, perform initial reference checks and education verifications, and determine whether or not they meet the qualifications and "standards" which we have set.

  We would fully utilize both internal and external data sources to begin to identify potentially interested individuals. More importantly, we would perform comprehensive original candidate research, and use our vast network of contacts in the health care industry and otherwise to generate names of individuals to contact. We will also interview all internal candidates for evaluation based upon the established profile.

• Present the Top Candidates and Advise You as You Select Individuals to Invite for Personal On-Site Interviews.

  After we have identified, assessed, and screened potential candidates according to the requirements set forth in the spec, we would present to you the best qualified individuals (usually as many as six or more) for your review and consideration. This would occur approximately six weeks after the on-site start-up visits. During this in-person meeting with you, we would provide you with written backgrounds on the recommended candidates and also describe them to you in oral presentations. We would then discuss the expertise, experiences and skill sets of the candidates with respect to your needs and the spec, and draw some conclusions as to how each individual might meet your needs.

  Following these presentations, we would help you narrow the list of candidates to only those few who will be invited for personal interviews with your organization. We would then assist you in formulating the interview schedules - both with respect to dates and identifying those who should be involved - and in coordinating candidate travel plans as your desire.

• Complete the In-Person Interviews, Select the Final Candidate(s) and Arrange for Return Visit(s), if Necessary.

  To facilitate the interview process, we would be available to assist you in whatever ways necessary during your on-site interviews of the candidates, including being present when the candidates meet with you, if you so desire. We would help you evaluate them and make some judgments about them.

  During visits to your organization, the candidates should be exposed to several key individuals. We would help you identify those individuals and recommend a process to obtain their feedback for use in your decision-making. Finally, we would assist you not only in evaluating the candidates but also in ranking them. If there is a clear-cut choice as the top candidate, you could proceed to the offer stage of the process. If you would like to arrange for return interviews for any of the candidates, we will assist you with the scheduling.

  As you are aware, interviewing is an interactive process with "buying" and "selling" occurring as early as the screening interviews carried out by your search consultant. Thus, we would advise you if there is a need to pay special attention to the individual personal and/or professional requirements of the candidate(s) during the return interview such as concerns of the spouse, breadth of exposure of the candidate to a cross-section of the organization, and a thorough introduction to the community itself.

• Guide the Delivery of the Offer of Employment and Facilitate the Negotiations.

  Once you select the candidate to whom you wish to extend the offer of employment, we would advise you as required during the development of the offer and its conveyance to the top candidate. Most often, the client tenders the offer. At times, an organization feels more comfortable when the search consultant handles this responsibility. Either way, we would facilitate the extension of the offer, mediate any negotiations (if desired), and ensure a favorable outcome for you. Obviously, we would have had preliminary discussions with the candidate regarding compensation expectations beginning very early in the search process. Therefore, we would have an understanding of the individual's needs and expectations. With that knowledge, along with our insights into the marketplace requirements for such an individual, we could effectively assist you to develop an attractive package to offer the candidate of choice.

• Maintain Communication with the Candidate and Client Until the Reporting Date.

  Even though the terms of employment have been agreed to with your top candidate, it is usually wise to maintain ongoing communication with the placement during the time the placement (and spouse, if applicable) is exiting from his/her current organization and community. We would pay special attention to these personal transition needs as well as maintain sensitivity to the possibility of a "counter offer" from the placement's current organization. We would work with you during this most critical time to ensure that your new executive's move into the organization is made smoothly and without difficulty.