1. Physician Recruitment Process Elements of Successful Recruitment Board of Directors Presentation September 22, 2006

2. Elements of Successful Recruitment Determination of Needs within the Organization Development/Organization of an Effective Recruitment Program Sourcing of Candidates/Determining Match Recruitment Visit(s) Re-evaluation of Candidate/Determining Match Extension of Offer/Closing the Deal Pre-employment Plan Implementation Orientation (At start of practice & on an on-going basis) Ongoing Opportunity & Communication RETENTION – The Bottom Line is to Recruit to Retain

3. Determination of Staffing Needs Development of a Physician Manpower Plan (PMP) that forecasts recruitment needs on a short-term and long-term basis in line with CPMG’s organizational strategy. –A draft of the PMP has been developed by reviewing patient demand forecasting in conjunction with local, regional, and national market trends analysis of each specialty. –Will be updating the PMP after the CPMG Fall Strategic Planning Meeting

4. Determination of Staffing Needs Council of Chiefs/BOD Approval –Presently, recruitment needs are to be presented to the COC by sponsoring member (Department/Facility) for review and approval and recommendations to be sent to BOD. –Board of Directors approves/disapproves recommendations from Council of Chiefs. –In reality, we are not consistent with the established process and the BOD is still providing the direction for recruitment needs/searches.

5. Sourcing & Development of Candidates Recruitment works with the Department Chair in development of a Specialty Profile & determination of a Sourcing Strategy. Recruitment markets to prospective candidates through journal advertisements, internet recruitment sites and databases, direct mailings, recruitment fairs/events, informational packets, residency program visits, precepting opportunities, urgent care moonlighting opportunities for residents, special events, ect. (See handout for specific sourcing activities)

6. Screening of Candidates/ Determining Match Recruitment provides initial telephone screening of candidates. Recruitment forwards on CV to Department Chair, CMO, and Chairman of the Board for review with a CC to the Council of Chiefs. Recruitment sends packet of information with release of information and disclosure questionnaire along with request for references to candidate.

7. Verifying Credentials/ Reference Checks Recruitment acquires signed release of information & completed disclosure questionnaire. Recruitment verifies licensure, educational and practice history. Recruitment sends standard reference form to Department Chair and CMO to conduct reference check. Recruitment collects information and reviews with the CMO to determine whether or not to proceed with the recruitment process.

8. Arrangement of Site Visit Recruitment arranges site visit of physician candidate and spouse/significant other –Tour of appropriate facilities and hospital –1:1 meeting with CMO –1:1 meeting with Chairman of the Board –1:1 meeting with Department Chair –1:1 meeting with Executive Director –Compensation/Benefits Overview/CPP Overview –Community tour –Meet with members of the department/facility/Facility Medical Director –Recruitment Dinner

9. Outcome from Site Visit Discovery of candidate’s medical knowledge base, strengths, weaknesses Is the candidate a good fit? Seem to be a team player? Discovery of candidate’s expectations – practice and employment Recruitment sends out and collects Candidate Evaluation Forms from key contributers to gather feedback.

10. Site Visit Follow-Up Recruitment gathers Candidate Evaluation forms and reviews feedback with CMO to determine whether or not to proceed Recruitment contacts candidate and determines if there is a continued interest Recruitment arranges 2 nd visit, recruitment dinner, or other interactions as needed

11. Extension of Offer Based upon collected feedback, CMO, Department Chair, and Physician Recruitment determine whether or not to present candidate to BOD for approval. BOD determines whether or not to offer candidate a position and the terms of the offer. Physician Recruitment sends offer to candidate using established template and reviews the offer with candidate via telephone or in person. Executive Director and Recruitment facilitate contract negotiations when necessary and will present to the BOD any areas that need approval.

12. Acceptance of Offer Recruitment prepares final employment agreement/letter of offer and sends to physician candidate for signature Once employment agreement has been signed, check for signing bonus is immediately delivered to candidate.

13. Pre-Employment Process Recruitment facilitates the pre-employment process including credentialing and relocation. Recruitment communicates to Administrative and Mgmt Team new hire and maintains the pre-employment checklist and verifies that all aspects of the pre- employment process are completed.

14. Orientation Mentor is assigned Orientation for new physicians usually incorporates the entire first week and encompasses the following: –Meetings with Admin Team members including HR, Business Office, Managed Care, CMO, Executive Director, COO, Coding Supervisor, Lab and Radiology Supervisors, Clinic Managers. –Shadowing of an experienced CPMG physician –Hospital Orientation (Now to include EMR training)

15. Retention The ultimate goal is to recruit to retain. New Physician Evaluation program. Reviewing current retention efforts (physician socials & events, staff and shareholder meetings, shareholder status, property partnership, compensation & benefit program revisions) in an effort to develop a more formalized retention program focused on BOTH new and established physicians.

16. Opportunities for Growth/Change