ENCLOSURE 9 PRESENTATION OF QUALIFICATIONS To conduct the executive - PDF document

ENCLOSURE 9 PRESENTATION OF QUALIFICATIONS ●●● To conduct the executive search assignment for: Chief Executive Officer/Executive Director Southwest Wisconsin Workforce Development Board ( Platteville, Wisconsin)

Table of Contents ●●● Qualifications ...................................................................................................................................................... 1 Retained Assignments ....................................................................................................................................... 1 Market Focus ...................................................................................................................................................... 2 Search Process .................................................................................................................................................... 3 References ........................................................................................................................................................... 6 Testimonials ...................................................................................................................................................... 11 Abridged Client List ........................................................................................................................................ 13 19 Mission/Contact Information........................................................................................................................

Qualifications ●●● Tyler Pratt’s qualifications include:  30 year executive search background  20+ years of senior-level executive search assignments  skills to manage C-level positions with successful outcomes  served Fortune 500 clients and prominent non-profit organizations  many references and testimonials  direct and indirect involvement with more than 1,200 search assignments  search assignments conducted in 80 percent of the states in the continental United States.  co-founder of one of the country’s elite search firms Retained Assignments ●●● Tyler Pratt has conducted numerous, highly successful C-level and executive search engagements for a variety of organizations. His personal experience in recruiting high-level executives and building high-powered teams provides executive leadership solutions in a highly competitive arena. He has been retained to conduct searches that include these titles:  Chief Executive Officer  President  General Manager  Executive Director  Division President  Chief Operations Officer  Chief Administrative Officer  Senior Vice President of Administration  Vice President of Operations  Chief Financial Officer  Vice President of Finance  Chief Marketing Officer  Vice President of Sales and Marketing  Vice President Sales  Vice President of Business Development  Chief Medical Officer  Vice President of Medical Affairs  Senior Medical Director  Chief Nursing Officer  Vice President of Health Services  Senior Vice President Medical Management  Senior Vice President Human Resources 1

 Vice President of Cardiovascular Services  Vice President of Orthopedic Institute  Vice President of Clinical Physician Practice Management  Vice President of Managed Care  Vice President of Information Services  Vice President of Information Technology  Vice President of Physician Recruitment  Vice President of Network Management  Vice President of Pharmacy  Vice President of Client Services  Vice President of Claims and Customer Service Diversified Client Services ●●● Tyler has served a multitude of clients to include highly diversified corporations, new business ventures and Fortune 500 companies, as well as a broad range of publicly traded and not-for-profit institutions. Among the hundreds of searches he has conducted, he has provided services to national, regional and local payors, providers and healthcare product/services organizations. He has personally filled executive and C-level searches for everything from small, local hospitals and clinics to large, national managed care organizations. In addition, he has assisted insurance carriers, Blue Cross Blue Shield plans, health systems, hospitals, physician medical group practices, as well as organizations offering specialty care and niche products in care management, medical and disease management, radiology, healthcare services, and chiropractic care. A small representation of his clients* include:  Alegent Health (Omaha, NE)  Regence Blue Shield (Seattle, WA)  Kaiser Permanente (Atlanta, GA)  General Motors (Detroit, MI)  Medcor (McHenry, IL)  Providence Health System (Oregon)  Clarian Health (Indianapolis)  United HealthCare (Minneapolis, MN)  Regional Health (Rapid City, SD)  St. Vincent Medical Center (Beaverton, OR)  Health Risk Management (Minneapolis, MN)  Private Healthcare Systems (Waltham, MA)  Providence Portland Medical Center (Portland, OR)  Rockford Health System (Rockford, IL)  One Call Medical (Parsippany, NJ)  Network Health (Cambridge, MA)  Providence Health Plans (Beaverton, OR) 2

 SwedishAmerican Health System (Rockford, IL)  Health Integrated (Tampa, FL)  Inova Health System (Falls Church, VA)  Washoe Health System (Reno, NV)  Cambridge Health Alliance (Cambridge, MA)  New West Health Services (Helena, MT)  General Motors (Detroit, MI)  Centene (St. Louis, MO)  Community Care (Tulsa, OK)  Methodist Hospital- HCA (San Antonio, TX)  Rockford Orthopedics (Rockford, IL)  Community Hospitals (Indianapolis, IN)  Landmark Healthcare (Sacramento, CA)  HealthNet (Kansas City, MO)  Mercy Health System (Janesville, WI) *See Abridged Client List for a more comprehensive overview. Search Process ●●● Search initiation and site visit Critical in executive search is thoroughly understanding the position and the culture of the organization in which the new executive will work. This understanding goes beyond just reviewing the position description. It is imperative to obtain a thorough comprehension of the position goals, key result objectives and what personal attributes and specific managerial and leadership characteristics the new executive needs to have that will foster success. Every organization is unique and has distinct idiosyncrasies. It is important to understand and to relate to all of this throughout the entire search process. This will insure carefully screened candidates possess the highest degree of compatibility to appropriately align to the culture and the organizational setting. A site visit to meet key executives in the organization and to observe the setting the executive would work in would be scheduled as early as possible as the search is initiated. T. Pratt & Associates, Ltd. takes great interest in doing the homework on the front end of the executive search to insure success throughout all phases of the recruitment. Every attempt is made to develop a relationship that builds credibility, integrity and trust. The goal is a long-term fit with the executive identified as the candidate of choice. These key steps outline the beginning stages of the search: 1. Request for organizational information (i.e. organizational charts, collateral material, statistics and performance achievements, financial data, annual reports, etc.) 2. Site visit to meet key decision makers and tour facilities. 3