District Health Officer

Search Kick-Off Discussion

May 21, 2020

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District Health Officer Search
Succession Committee Kick-Off Meeting Agenda

I. Introductions/Attendees

II. Korn Ferry Overview

III. Korn Ferry Search Approach, Process and Proposed Timeline

IV. Korn Ferry’s 4 Dimensions of Leadership Assessment (KF4D)

V. Position Discussion

VI. Moving Forward

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 SNHD Succession Committee
• Scott Black
• Olivia Diaz
• Marilyn Kirkpatrick
• Frank Nemec
• Tick Segerblom
• Dan Stewart

Attendees Korn Ferry

• Michelle Lee, Search Co-Lead
• Pamela Wu, Search Co-Lead
• Jason Barton, Senior Recruiter

SNHD Human Resources

• Amy Hagan
SNHD Legal
• Annette Bradley

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KORN FERRY OVERVIEW

Korn Ferry is a single source of leadership and talent consulting services. Headquartered in Los
Angeles, we design, build, attract and ignite talent. Since our inception in 1969, clients have trusted
us to help recruit world-class leadership. Today, we are a single source for leadership and talent
consulting services to empower organizations and leaders to reach their goals. Our solutions range
from executive recruitment and leadership development programs, to enterprise learning,
succession planning, compensation and benefits consulting, and recruitment process outsourcing
(RPO). With nearly 7,000 employees in 150 offices across 52 countries, we assist organizations in
attracting, engaging, developing, and retaining their people.

At Korn Ferry, we combine the art of a time-tested approach to executive recruitment, a global team
of experts and a deep understanding of the intangibles of leadership with the science of research-
based, statistically-validated tools and resources. The result is a perspective on human capital that
spans the entire employee life cycle and enables our clients to drive success through the careful
and thoughtful management of people. Korn Ferry was selected by Forbes Magazine in 2018 as
“America’s Best Executive Recruiter” among 250 executive recruiting firms.

Our Healthcare Practice consists of a dedicated team of over 50 partners across 20 offices
throughout the world. With an average tenure of more than 15 years, we bring a deep understanding
of the talent needs specific to the healthcare industry.

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KF SEARCH APPROACH

Initial Information Gathering

At the commencement of the assignment, we will spend time with you and other key
stakeholders to:
▪ Gain deeper insights into SNHD’s unique culture to understand the particular nuances
necessary to be successful in the role
▪ Thoroughly understand measures of success and how the role is expected to impact
the organization
▪ Help SNHD define how to maximize the role within the organization, in terms of
responsibilities and deliverables

Continuous Partnership
Consistent and consultative involvement of Korn Ferry partners throughout the process:
▪ Development of search strategy and outreach/active sourcing
▪ Periodic updates on market feedback and search status
▪ Thorough candidate screening process to:
- Identify, vet, and present the most qualified candidates
- Assess leadership characteristics and experience against fit with the role
▪ Assessment of finalist candidates using our proprietary assessment tool, KF4D

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 *Schedule may be modified as needed

SEARCH PROPOSED PROCESS & TIMELINE

Timeline/Work driven by Korn Ferry Timeline/Work driven by SNHD

Candidate Round 2
Objectives Outreach Round 1 Interviews & Transition &
Evaluation
& Specifications Efforts Interviews Finalist Onboarding
(May/June) (July- (September) Selection (November)
(June) August) (October)

• Interviews with the • Develop and • Establish search • Schedule 1st • Schedule finalist • Conduct
Succession modify the search progress calls Round interviews interviews with references and
Committee, full strategy based on with SNHD, as of selected SNHD background
Board, senior stakeholder needed candidates with check
leadership team and discussions SNHD • Conduct a town
other key • Qualify, screen hall wherein • SNHD assists
stakeholders to gain • Identify target and evaluate • Obtain community placement with
insights about the profiles using candidates based stakeholder and members can transition and
organization, ideal proprietary on experience candidate meet the finalist onboarding
profile, and goals database of and fit to the role feedback candidates and activities for a
contacts, AI, provide feedback smooth transition
• Assist with original research, • SNHD Director of • Select finalists to
facilitation of a and referral HR to interview be interviewed • Obtain
public town hall to network top candidates stakeholder and
gather feedback prior to • KF to initiate finalist feedback
from the community • Initiate outreach presentation to KF4D online
at large to identified the Board assessment tool • Select candidate
potential with finalists of choice, obtain
• Assist with the prospects and • Review candidate and schedule Board approval
development of the sources profiles interpretation
position brochure to with SNHD and session with • Present offer
be shared in the • Create SNHD discuss selection SNHD prior to
market unique client of candidates to final interviews
profile as the KF move to 1st round
online interviews
assessment © 2020 Korn Ferry. All rights reserved 5
benchmark
KF4D: Korn Ferry’s 4 Dimensions of Talent

What you do.

Competencies: Skills and Experiences: The resume of
behaviors required for professional experiences.
success that can be
observed. For example: International
assignments, multisite
For example: Assessing the COMPETENCIES EXPERIENCES manufacturing, public vs.
quality of decisions, strategic private, educational
mindset, global perspective credentials, turnarounds, and
and business insight of the acquisitions.
candidate.

Traits: Inclinations, aptitudes Drivers: Values and interests

and natural tendencies a that influence a candidate’s
candidate leans towards. career path, management
This includes personality and style, motivation and
intellectual capacity. TRAITS DRIVERS engagement in the office.

For example: Assessing For example: Power, status,

assertiveness, risk taking, autonomy and challenge.
confidence and aptitude for
logic and reasoning.
Who you are.

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Tailored Candidate Assessment Reporting Results

▪ Individualized KF4D
candidate report sharing
the overall Competencies,
Traits, Drivers and
Motivators.

▪ Candidate report is
optional and does not
have to be provided to all
candidates.

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District Health Officer Position Discussion
▪ Organization Background: culture, history, strengths, challenges/issues,
organizational structure

▪ Role Details: team/reporting structure, peers/colleagues, vacancy

▪ Requirements for the role: education, experience, competencies, skill sets,

leadership/management style

▪ Position Priorities: goals for the first 12-18 months in the role

▪ Compensation range and relocation opportunity

▪ Public nature of the search

▪ Information to be shared? (resume, KF4D reports, notes, feedback)

▪ Candidate experience?

▪ Use of talent portal?

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Moving Forward
Action Items
▪ Committee approval of the Job Description

▪ Committee approval of the Recruitment Brochure

▪ Discuss facilitation and timing of community Town Hall to gather feedback

Next Steps
▪ Complete stakeholder calls with the Board, the senior leadership team and
other key stakeholders identified (by phone)

▪ Begin market outreach

▪ Schedule search update/check-in calls with SNHD Director of HR

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Questions?

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