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Healthcare organizations of all types and levels of success face a number of common challenges, one of those being changes in leadership. Some organizations lose executives to competitors; for other organizations, transformations in such areas as economic circumstances or community needs may simply require new leadership skills. Almost all healthcare organizations at some point in time experience executive turnover due to retirement.

Even for organizations that may not face such issues in the foreseeable future, transition planning is important to the long-term success of the organization. Transition planning encompasses such areas as organization design, leadership development, board communication, executive compensation and benefits. Transition assistance can fulfill current needs, as well as provide plans that will that help your organization prepare for the future. Transition planning can also help your organization attract new leadership.

Our Approach
Our Transition Planning Services include several types of assistance that can be integrated or employed
separately, depending on the needs of the organization. Organization Design is critical for the alignment of an organization’s resources to its objectives. We examine all resource levels – executive, professional and staff – reviewing skills and backgrounds in order to produce an organizational design that will help your organization meet its needs. We then help you to better prepare the organization for changes in leadership.

Leadership Development represents the commitment of an organization to training its personnel at all levels not only to succeed but also to assist their colleagues to become successful. The best organizations, whether for-profit or not-for-profit, are characterized by cultures that encourage the growth of their staff. Moreover their performance programs emphasize staff development as a critical component of the CEO’s annual evaluation.

Transition Planning identifies, through a confidential process, the expected transitions in the leadership
of an organization over time, and addresses what an organization will do in the event of a sudden need.
A transition plan will, at a minimum, look at each position in senior management, estimate the likely year
of retirement or promotion, and specify the individuals currently on the staff who are potential candidates for the position. For each potential candidate, the plan will discuss the additional training and/or experience needed by the individual to qualify for the position. Change management identifies and implements the changes required for sustaining organizational capacity through the transition process.
Change management includes designing processes to facilitate improved communication between the board and management, and between management and staff before, during and after the transition.

Benefit plans allow transitions to occur in an orderly fashion by protecting the economic interests of the
current leadership. Also, providing strong benefit plans demonstrates respect for the accomplishments of a leadership team. RSM McGladrey is thoroughly familiar with a wide range of employee benefits programs and provides assistance in such areas as

• Executive Compensation Programs – including non-qualified deferred compensation plans, employment agreements, excess benefit plans and programs utilizing employer performance goals for the remuneration of executives.
  
• Qualified Retirement Plans – including cash balance plans, ESOPs and more traditional defined benefit and defined contribution plans. We also provide advice on the tax issues associated with such plans, including the application of ERISA, federal and state tax law.
  
• Welfare Plans – including group term insurance programs, medical and dependent care flexible
  spending accounts, medical plans for active and retired employees, severance pay plans, disability and salary continuation plans.

Contact:
Warren J. Brodine
Senior Manager
Tel 312.634.7117
warren.brodine@rsmi.com