|
|
|
The Paynesville Area Health Care System has been fortunate to have William LaCroix as its CEO for the past 21 years. Due to Mr. LaCroix's retirement effective Dec. 31, 2002, the process for finding a new CEO is under way. The search process for a new CEO began with the board creating a CEO Study Committee in 2001 to look into the needs and wants of the facility and the qualities expected of a new CEO. The board met with physicians, managers, and staff to determine a set of needs for this position. We have now hired the search firm of MSA Executive Search from Kansas City to lead the remainder of the search process. MSA has been in business for 25 years and employs 50 staff members. Their mission is to be the best at what they do, with an emphasis on quality and finding the right candidates for the position. Mark Madden, Vice President, is originally from Litchfield and he offers a personal knowledge of the communities we serve and understands the need for the type of leader PAHCS is looking for. MSA takes a partnership approach, working closely with the search committee, the hospital board, medical staff, and employees to develop a profile for the new CEO. MSA focuses on five core competencies in the search for a new CEO - Intelligence, Interpersonal Skills, Influence, Integrity, and Intent. The search process begins by gathering resumes, approximately 100-150, then narrowing the list to 40 to 50 applicants. The first stage involves telephone interviews with the candidates, and from those telephone interviews, selecting about 20 qualified people. The second stage is a second phone interview and choosing approximately eight to 10 candidates. These eight to 10 candidates are then brought to MSA for full-day interviews with the consultant. At this time, the search firm shares information on PAHCS with each candidate to give them a better understanding of the position and facility. MSA conducts an executive evaluation, testing the candidates problem-solving skills, determining their leadership style, etc., in an effort to provide the best possible fit with the organization. Extensive background checks are conducted on each candidate, along with reference checks from previous and current employers. The list is then narrowed to four or five top candidates to present to the search committee. Confidential interviews are conducted and the list is narrowed to the top two candidates. When the search has been narrowed to two, the candidates and their families are invited to visit the community, meet employees, talk to realtors, etc. They spend a full day interviewing with the board, administration and staff, and an offer is made to the candidate of choice. According to Mark Madden, the list of candidates will be narrowed to four or five by late July 2002, with a tentative start date of mid-October for the new CEO.
|