CEO, Geisinger Health Plan Position Specification by Steven Eveningred

Executive Vice President, System Insurance Operations, Geisinger Health System & Chief Executive Officer, Geisinger Health Plan / Geisinger Indemnity Insurance Company Position Specification

VP, Plan Chief Operations Officer (Chief Operating Officer) Molina Healthcare of California Position Specification

Table of Contents Section I

– Company Overview

About Geisinger Health System ........................................................................................................ 3 A History of Excellence....................................................................................................................... 5 xG Health Solutions ............................................................................................................................. 6 Case Study .......................................................................................................................................... 7

Section SectionI II

– Position Description

The Search ......................................................................................................................................... 12 Basic Function ................................................................................................................................... 13 Reports To .......................................................................................................................................... 18 Location ............................................................................................................................................. 18 Educations Requirements................................................................................................................ 18 Candidate Should Have ................................................................................................................. 18 Candidate Should Be ...................................................................................................................... 20 The Philadelphia Inquirer Article ..................................................................................................... 23

Section SectionIIIIII

– Location

Danville, Pennsylvania ..................................................................................................................... 27

Section SectionIVIV

– Reeder & Assoc. Ltd.

The Search Firm ................................................................................................................................. 28

SECTION I

THE COMPANY

Geisinger Health System (GHS) has its origin in the small rural community of Danville, located in Central Pennsylvania on the north branch of the Susquehanna River. There, in 1915, Abigail A. Geisinger founded the George F. Geisinger Memorial Hospital in memory of her husband. A physician-led organization, the hospital was designed as a comprehensive healthcare institution offering state-ofthe–art medical care to people who live in northeastern and central Pennsylvania. Geisinger’s healthcare providers and facilities offer patients access to nationally-recognized physicians, staff and the latest resources and equipment. Geisinger currently has 50 clinical practice sites (primary and specialty care outreach) providing convenient care in the most appropriate setting. More than 1.6 million outpatient visits occurred at Geisinger locations annually. Over 40,000 inpatients are discharged from inpatient units each year. Complementary components of the organization include the Geisinger Clinic, a physician-led multispecialty physician group practice; Geisinger Health Plan (GHP), one of the largest not-for-profit rural managed care companies in the country serving approximately 450,000 members; Geisinger Medical Center (GMC), a large acute/quaternary/tertiary care teaching hospital with a children’s hospital, and a neonatal intensive care unit, a Level I adult trauma center and a Level II pediatric trauma center, and GMC Ambulatory Surgery Center – Woodbine Lane (located near the campus); Geisinger Northeast, that includes Geisinger Wyoming Valley Medical Center (GWV) – a general and tertiary care hospital (including cardiac surgery and renal transplantations), Valley Surgery Center, an ambulatory surgery center located near GWV, Geisinger South Wilkes-Barre (GSWB) , a community hospital acquired in late 2005, and Marworth Alcohol & Chemical Dependency Treatment Center, a nationally recognized treatment center that is located in Waverly, PA; Geisinger Community Medical Center (G-CMC); Shamokin Area Community Hospital (G-SACH); and Lewiston. The Geisinger Health System Foundation serves as the corporate parent. The Foundation establishes Geisinger’s policies, directs strategic initiatives, oversees operations and financial matters, and raises funds for the system’s numerous charitable activities. The Foundation is governed by a 16-member Board of Directors. Most of its affiliated entities are not-for-profit corporations.

Our Name Stands For Quality The superior quality and value of Geisinger Health Plan is no accident. Over the years, Geisinger has developed an array of systems and strategies to ensure continuous improvement in the quality of programs and services. This high standard is, in turn, reflected in Geisinger’s national ranking by the National Committee for Quality Assurance (NCQA). For the fifth year in a row, GHP and Geisinger Gold are the top-ranked private and Medicare health plans in Pennsylvania.* Nationally, GHP is ranked twelfth and Geisinger Gold is ranked sixth for quality and service.*

Top in nation, top in state GHP and Geisinger Gold are the top-ranked private and Medicare health plans in Pennsylvania. Nationally, GHP is ranked #12 and Geisinger Gold is #6 according to the National Committee for Quality Assurance.*

In addition, NCQA also reviews Geisinger Health Plan and awards an accreditation status. During Geisinger’s review in 2009:  Geisinger Health Plan received a three-year “Excellent” Accreditation for the Commercial HMO/POS, maintaining the highest level of accreditation since GHP’s first review in 1993.  Geisinger Gold received a three-year “Excellent” Accreditation  Geisinger Choice with Referral, Geisinger’s coordinated care PPO, received a three-year “Excellent” Accreditation

Strategic partnerships provide growth outside of Pennsylvania Health-care market changes, including escalating health-care costs, the need for different payment models, changes in Medicare reimbursement and an increased focus on quality are prompting providers, insurers and employers to change the way business is conducted. Geisinger Health Plan (GHP) has received national attention for its ability to foster innovation, while uniquely and effectively managing medical costs and improving outcomes. As a result, many organizations are reaching out to GHP to share this knowledge: GHP offers a new insurance model focused on:  Improving quality  Fundamentally changing the way care is delivered and paid for, and  Improving outcomes By working with like-minded organizations, GHP is able to bring the innovation, quality and better outcomes it is known for to businesses and individuals outside Pennsylvania. *NCQA’s Health Insurance Plan Private Rankings 2010 – 2013 and NCQA’s Health Insurance Plan Medicare Rankings 2010 – 2013. U.S. News/NCQA America’s Best Health Insurance Plans 2007 – 2009 (annual). “America’s Best Health Insurance Plans” is a trademark of U.S. News & World Report.

A history of excellent care Geisinger Health Plan has over 450,000 members and is consistently recognized for quality. The organization offers coverage for:  Businesses of all sizes  Individuals and families  Medicare beneficiaries  Children enrolled in the Children’s Health Insurance Program (CHIP)  Medicaid – GHP Family Geisinger Health Plan, a not-for-profit health maintenance organization (HMO), serves the healthcare needs of members in Pennsylvania, Maine, New Jersey and West Virginia. Begun in 1985, the Health Plan has steadily evolved into one of the nation’s largest rural HMOs by providing high-quality, affordable healthcare benefits. Geisinger’s roots evolved from a rural, prepaid health plan offered as a pilot program in 1972 to Geisinger Medical Center employees and residents of the five counties that surrounded the hospital. The five counties included Montour, Columbia, Northumberland, Snyder and Union. In 1985, the Health Plan received its Certificate of Authority to operate an HMO under the authority of the Pennsylvania Health Maintenance Act of 1973. The Health Plan had a significant premium advantage during the period of escalating healthcare costs in the 1980s and ‘90s. Membership grew rapidly, and in 1990, the Health Plan reached its 100,000-member milestone. The popularity of managed care grew steadily, and new products were introduced to the marketplace. In addition to the traditional HMO coverage for groups and individuals, the Health Plan began offering third-party administrator (TPA) services through Geisinger Indemnity Insurance Company in 1994. In April 1994, the Health Plan introduced its Medicare risk product, Geisinger Gold, which currently covers nearly 70,000 members. In 1995, the Health Plan began offering a small business product for employers with 3-9 employees. The following year, a fully insured point-of-service (POS) product was launched. In October 2009, Geisinger Health Plan began offering the Children’s Health Insurance Program (CHIP). Geisinger Gold began offering a Medicare Supplement plan to all Pennsylvania Medicare-eligible residents to help pay for healthcare costs not covered by Original Medicare in 2011. GHP also began offering coverage outside Pennsylvania in 2012 when West Virginia United Health System selected Geisinger Health Plan to administer employee health benefits in Morgantown. Geisinger Gold became available to Medicare beneficiaries in Ocean and Monmouth Counties in New Jersey in October 2012. As of November 2013, GHP has 1,360 employees and current statistics are as follows: Members – Commercial, Gold and Medicaid Commercial & PPO 184,583 TPA 67,487 Gold 69,303 Medicaid 119,149 CHIP 10,149

Network Providers – Geographic span Pennsylvania Total 19,897 New Jersey Total 1,304 West Virginia Total 2,298 Maine Total 1,690 Total Hospitals 156

Health Choices is the Pennsylvania Department of Public Welfare’s Medicaid managed care program which now encompasses the entire state. Geisinger Health Plan Family is GHP’s Medicaid managed care product. GHP Family is one of three Managed Care Organizations in the 22-county new East Zone which includes north central and northeastern PA. GHP Family went live on March 1, 2013 and as of November 2013 has over 119,000 members. GHP and GHS chose to enter Medicaid to have the opportunity to apply its IP showcased in the case studies to this population to attempt to create triple aim results. Geisinger Health Plan has been fully engaged in health care reform and the on-line marketplaces created by the reform legislation. Because Pennsylvania did not create its own state exchange, GHP is offering a full portfolio of products to both individuals and small businesses on the federally facilitated marketplace. GHP also offers those products through its own private exchange at www.GeisingerMarketplace.com. Extensive campaigns have focused on educating the public about the law and the options available, as well as introducing Geisinger Marketplace. Efforts include a dedicated health care reform education Website, advertising campaigns with a social media component, and educational sessions for Certified Application Counselors in the region. Office locations include Danville, Bloomsburg, Wilkes-Barre, State College, Harrisburg Lancaster, West Virginia, New Jersey and Maine. Geisinger Health System, the Health Plan and its teams have been providing consulting, population health management, data analytics and third-party administrator (TPA) services. After its formation in 2013, xG Health Solutions, which was created to share Geisinger best-in-class approaches with other healthcare delivery organizations, assumed the delivery of population health and data analytics services, while continuing its collaboration with the Geisinger Health Plan and its experts to offer insurance-based services. It should be noted, however, that GHP will continue its data analytics, medical management and population health activity in Pennsylvania while xG assumes responsibility in other states, thereby acting as an innovation lab for xG while potentially receiving new IP created by xG. This was set up to advantage both companies. xG Health Solutions’ mission is to help health systems and others committed to high quality, valuebased care succeed under risk-based payment arrangements. xG’s volume-to-value action plan, care design and delivery, population health analytics, and financial optimization services are powered by Geisinger Health System’s methods that have been proven to achieve best-in-class outcomes. xG Health is the exclusive provider of Geisinger’s Intellectual Property (IP). xG also provides experienced professionals always available to partner in developing and implementing strategies focused on improving quality and reducing cost of care over the long haul. Care design and delivery: Primary, inpatient, specialty care redesign. Advanced Medical Homes. Case Management. Disease and Rx management. HER optimization. Population health data analytics: Integration and analysis of both insurance claims and HER data. Interpretation. Reporting. Decision Support. Financial optimization: Value-based contracting with both payers and physicians. Development of new revenue streams. Replacement of low margin volume with high margin volume.

SECTION II

THE SEARCH In May 2012, Dr. Duane Davis was promoted from the role of Chief Medical Officer of Geisinger Health Plan to the new President and Chief Executive Officer of GHP. Dr. Davis has been successful in steering GHP to one of the most successful and admired health plans in the country. In 2014, Dr. Davis will retire from the role of President of GHP. Accordingly, Dr. Steele, along with the search committee, has launched a national search to recruit a new Chief Executive Officer for GHP and Geisinger Indemnity Insurance Company. This individual will also serve as the Executive Vice President, System Insurance Operations for Geisinger Health System.

The new CEO of GHP will report directly to Glenn Steele Jr., MD, PhD, the President and Chief Executive Officer of GHS, as well as the Board of Directors for GHP. The Geisinger Health System takes on the following structure: Glenn Steele, Jr., MD, PhD President & Chief Executive Officer

EVP, Office of Integrated Resource Development

EVP, Chief Medical Officer

EVP, Chief Administrative Officer

EVP, Innovation/ Dissemination

EVP, Strategic Program Development

EVP, Chief Scientific Officer

EVP, Chief Nursing Officer

EVP, Chief Operating Officer

EVP, Chief Financial Officer

EVP, Insurance Operations

As part of this organization, this executive will become one of the key members of the executive management team of Geisinger and will be instrumental in helping to continue the execution of the strategic plan for growth, profitability, product diversification and national prominence for Geisinger. The executive management team at Geisinger recognizes that Geisinger’s current team now needs a strong, proven, accomplished health plan business leader to continue the “success track” that the executive team has implemented.

This individual will be responsible for continuing to execute all strategic and operational goals for GHP as it looks to the future of healthcare (i.e. Healthcare Reform):  Align strategies with the clinical enterprise  Continue movement to new product growth and product diversity  Significant contribution to Geisinger’ regional economic impact  Recognizing Geisinger’s unique culture and structure that enables GHS to implement and disseminate new models of care. Resonate and support the System’s commitment to “the sweet spot” recognizing that the System’s innovative solutions are helping transform how healthcare will be provided and financed in the future This new executive should be an established leader, a person experienced in the management of a health insurance organization, an energetic, charismatic, enthusiastic professional with a dynamic personality and a motivating style of leadership. In addition, this individual should be an insurance executive who appreciates, respects and understands the dynamics of both the payor community and provider community. The individual should continue the “communication bridge” established by Dr. Davis between GHP and the other entities in the Geisinger Health System organization.

BASIC FUNCTION CHIEF EXECUTIVE OFFICER The President & CEO of GHP (herein referred to as “President”) will be accountable to Glenn Steele Jr., MD, PhD, the President & Chief Executive Officer of GHS, as well as the Board of Directors of GHP for the overall responsibility and accountability for all day-to-day operations associated with GHP and Geisinger Indemnity Insurance Company. In addition, the President will provide leadership in the development of the company’s strategic plan, budgets and forecasts, as well as the guidance and assistance of management in the administration and execution of these goals. This executive will be responsible for an organization approaching 1,400 employees and enrollment exceeding 450,000 members (in both Medicare, Medicaid and Commercial arenas). She/he will be responsible for directing, developing, coordinating and controlling all aspects of the organization including marketing and sales, medical management, provider relations, contracting services, finance and operations, government relations, human resources and strategic planning. The President must bring experience with physicians, hospitals and insurance entities needed to understand the operating considerations essential to executing Geisinger’s vision and mission.

OUR MISSION Enhancing quality of life through an integrated health service organization based on a balanced program of patient care, education, research, and community service.

OUR VISSION To be the health system of choice, advancing care through education and research. Our vision is focused on these strategic priorities: Quality and Innovation

driving all our patient care decisions

Market Leadership

exporting Geisinger quality and innovation across the region and into new markets

The Geisinger Family

empowering personal and professional well-being

In addition, this new President should bring a proven track record of leading an innovative and effective integrated/ insurance/managed care entity through substantial and profitable growth. Also, she/he should have the ability and desire to “connect” with the community including establishing strong relationships with key business leaders, key provider leaders (within Geisinger and outside), customers, employers, government officials, etc. This individual should be a visible player with an established “build and leadership” reputation that will help take GHP to even greater levels in an extremely positive and profitable way. The President will be a key member of GHS’s Senior Leadership Team. He/She will also be guided by a strong independent Board of Directors of GHP who has been selected for their ability to contribute to effective governances of the Plan. Copyright © 2014 Reeder & Assoc. Ltd. ~ 14 ~

It is anticipated that the President of GHP will have the following organization structure: Board of Directors GHP/GIIC/GQO

Glenn Steele, Jr., MD, PhD. President & CEO GHS

EVP, Strategic Initiatives

VP, Strategic Partnership

Associate Chief Legal Officer

EVP, System Insurance Operations President & CEO, GHP/GIIC/GQO

Chief Financial Officer

 VP, Actuarial Services  VP, Actuarial Informatics  VP, Controller  Associate Chief Information Officer  VP, Customer Service Operations

Chief Operating Officer

Chief Medical Officer

Chief Admin. Officer Health Services

 VP, Network Innovations  Medical Director, Medical Home  Medical Director, Eastern Region/ Medical Informatics  Medicaid Medical Director  Medical Director, Health Services Operations  Medical Director, Health Services/ Technology  Medical Director, Medical Management  Medical Director, Quality Services  AVP, Population Management  AVP, Health Services Operations

Executive Assistant

Chief Govt Programs Officer

 VP, Govt Programs Operations  VP, Business Development  Health Choices Program Director

Chief Sales Officer

Chief Compliance Officer

 VP, TPA Services  VP, Commercial Sales  VP, Healthcare Reform & Commercial BD

The President must demonstrate a commitment to a culture of consensus-building and the ability to foster effective relationships with key stakeholders in the System. This is not a position for someone interested in running an independent, free-standing health plan. Geisinger is intentionally creating even tighter connections within its integrated model, which now ranks as one of the nation’s leading integrated healthcare delivery networks. It is, however, a position of significant responsibility, stature/prestige, and great opportunity. Drawing on proven experiences as a strategic and operational leader, this individual must provide the framework for making short and long-term decisions and investments for the future. Once again, these decisions should be in concert with GHS’s overall mission and vision. The key to this process will be a focus on operational excellence, profitable growth – especially within the government programs segment – product diversification, continued and further integration of the Plan, and again, Copyright © 2014 Reeder & Assoc. Ltd. ~ 15 ~

achievement of Geisinger’s desire to continue to be one of the nation’s best performing and recognized health plans. This rationale must be part of an integrated long-term strategy that ties together all functions of the business, and includes a strong link with the President & CEO of Geisinger Health System, the Senior Leadership Team and the Board of GHP. In carrying out the role of President, the successful candidate will face several key challenges including:  Developing and executing - along with the CEO of Geisinger Health System and other members of the Executive Leadership Team - a comprehensive, strategic plan of growth and profitability that will include joint ventures, alliances, and mergers in the Pennsylvania marketplace and regionally (northeast, Midwest, Mid-Atlantic, etc.)  Inheriting an operational team that is extremely strong. It will be the President’s task to integrate an empowering and motivational leadership style that, in and of itself, will help take this operational team to the “next level.”  Establishing a strong link in the Geisinger communities (Pennsylvania, Maine, New Jersey and West Virginia), including government leaders, business leaders, provider leaders, and customers.  Addressing and defining an increasing responsive relationship with provider partners and their expectations of GHP overall, and then help the operating management team of GHP respond credibly to these expectations.  Earning the trust and respect of the Executive Leadership Team of GHS and GHP.  Preserving the following attributes of the company: o Entrepreneurial atmosphere/can do culture that emphasizes consensus-building philosophies o Focus on customer service – members and providers o Focus on and respect for fellow employees within GHP and GHS o Compliance o Growth, financial success o Overall demand for excellence  Sound decisions long term/short term concerning provider demands/provider contracts. The President will have the responsibility of maintaining relationships with the President & Chief Executive Officer of Geisinger, the System’s Board of Directors, the Geisinger executive management team, outside organizations, other insurance providers, the physician community and government regulatory leaders. She/he will establish a strong “partnership setting” with Geisinger and will: Coordinate efforts with appropriate internal and external bodies toward achieving the overall goals and vision of GHP while enhancing and capitalizing on the balance between the insurance company (GHP) and Geisinger’s other entities. Be responsible for maintaining outside relationships that are in the best interest of GHP and the leadership of Geisinger. Be responsible for future business development plans and strategic plans for GHP, recognizing the commitment of having these plans “fit” in the overall GHS culture, Mission and Vision. Copyright © 2014 Reeder & Assoc. Ltd. ~ 16 ~

The President will be the focal point in helping GHP continue its successful course for growth, profitability and national recognition. Drawing on proven experiences as a strategic and operational leader, this individual must provide the framework for making short- and long-term decisions and investments for the future. Once again, these decisions should be in concert with GHS’s overall Mission and Vision. Several years ago, the executive management team of Geisinger recognized that the company was in a rather unique and unusual arena, as it was regarded as a national model of health care delivery, centered on a sophisticated multi-specialty group practice and enhanced by Geisinger’s development of a highly respected managed care insurance product – GHP. During the last four years, GHP’s senior management team has worked diligently to improve business and improve patient care and quality of care. This unusual combination of healthcare financing and healthcare delivery, both of the highest quality, provides a continuum of commitment to the patients Geisinger serves. Very few health care systems in the country have brought health care insurance and clinical provision partnerships together in a single corporate structure in a very profitable and positive manner. Now, as Geisinger looks to the next three to five years, Healthcare Reform, and Accountable Care Organization commitments, it must continue to capitalize on this “sweet spot” and enhance its operations, strategic plans and staff to satisfy this unusual partnership as a model for delivering health care. The President must be a leader and focal point in the development and implementation of responses to a number of underlying strategic issues including, but not limited to: Demonstrating commitment and support to the staff and build a shared loyalty to GHP, and the Geisinger’s Mission/Vision/Brand. Operating with excellent financial acumen including: o Making sound recommendations to the CEO of Geisinger and the executive management team of GHP. o Promptly and accurately assessing the financial ramifications of issues and proposals that constantly arise in the organization. o Make sound decisions that lead to long term company success. Leading GHP’s employees, including: o Open communication with the GHP employees and employees/providers within Geisinger so that they (a) recognize their role as important to the system, and (b) have an in-depth understanding of the company’s philosophy and direction, particularly recognizing the balance and value of the insurance company working closely with the provider partners. o Maintaining the high morale and loyalty of GHP employees o Preserving an entrepreneurial culture that leads to constant innovation and success which may come from GHP’s employees working closely with the providers. o Preserving and enhancing the company’s unique ability to build and maintain costeffective provider networks. o Maintaining robust communications with Geisinger Health System entities and the executive management team. Ensure that GHP retains its reputation as an accountable organization that sets standards of performance that reflect excellence as determined by its customers, measures its performance against those standards and then communicates its performance to its customers. Establishing sufficient financial strength to protect against risk of a changing market place and natural swings in utilization, and to support growth in leading new products in the market. Copyright © 2014 Reeder & Assoc. Ltd. ~ 17 ~

Developing a mutually supportive and beneficial relationship with providers which meets customer requirements and supports the primary physician in the coordination of patient care.

Planning & Development Oversight of new program, product and service development, implementation, evaluation and documentation for GHP; development of strategic organizational objectives and operating plans. Organize, develop, and direct the policies and programs of the operational activities of GHP including: sales and marketing, actuarial and underwriting, claims processing, member services, financial management, decision support, legal services, risk management, regulatory compliance, government programs, information systems, and other general administrative support activities. Establish and maintain operating standards for quality, service, and efficient use of resources in meeting customer needs. Develop and retain high performing management team, as appropriate.

Execution Execute business plans and achieve profit and growth objectives by building a competitive organization through strong, resultsoriented leadership. Ensure positive and effective working relationships with customers, business partners and providers. Serve as the primary management interface with GHP’s Boards of Directors on all matters related to the governance and operation of GHP. Effectively coordinate efficient approaches to intercompany business relationships in collaboration with support services and clinical leadership.

Evaluation

Provide regular assessments to management regarding the GHP’s performance. Conduct regular evaluations of employees regarding personal performance. Develop reporting mechanisms to effectively measure performance against goals/budget on a regular basis.

Additional Responsibilities Develop, implement and carry out an operating/marketing plan that will result in increasing the current membership in all product areas…new product diversification…paying special attention to profitable growth. Product development: ensure timely, efficient and market responsive product development initiatives, including identification of new products, enhancements of existing products, and elimination of outdated products. Assess the results of the development process, sales and profitability of product introductions. Lead, manage and direct the overall strategic positioning, operations, cost structure, productivity and level of competitiveness. Provide proactive leadership in the direction of the health care industry. Guide the GHP management team, as well as the executive management team of Geisinger, in identifying ways to reengineer and optimize the enterprise for sustained, profitable growth. Market assessment and brand strategy development: including identification of major customer demands and trends through qualitative and quantitative research methods, assessment of GHP’s performance, performance measures, recommendations for changes in business policies, practices and products, to improve GHP’s performance, competitor-specific strategy development, implementation of recommendations through participation in corporate and ad hoc committees. Medical Quality Management and Improvement: oversee all medical management activities across product lines. This includes quality improvement, utilization management, provider performance evaluation and network and product strategy. Set an example and continue to build a supportive, participative, results-oriented corporate culture in which employees are valued as the company’s most important resource in achieving success and high levels of customer service. Provide leadership and mentoring to the senior management team of GHP to ensure proper location, alignment and integration of resources to achieve the mission and business objectives.

REPORTS TO President & Chief Executive Officer, Geisinger Health System; Board of Directors of Geisinger Health Plan

LOCATION Danville, Pennsylvania

EDUCATION Undergraduate degree required; post-graduate education in Health Care Administration and/or M.B.A. preferred; an M.D. is desired but not a requirement.

CHIEF EXECUTIVE OFFICER SHOULD HAVE 

Significant management and operational experience in a complex, sophisticated and successful managed care/insurance organization. This could include for-profit, publicly traded, not-for-profit insurance/managed care organizations, Blue Cross Blue Shield plans, etc. This also includes having served as the number one or number two professional (depending on the size of the company) of the particular company/organization and/or region. Preferably this experience should have culminated in a meaningful and measurable operational accountability for the financial (P&L) success of the organization. This would include knowledge of all aspects of managed care/insurance operations including marketing, sales, underwriting, provider contracting, medical management, claims, information systems, government relations, finance. It would be a plus if this individual is familiar with the “provider-owned” health plan arena.

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Demonstrated capacity to produce balanced and excellent health plan results (quality, financial and membership). Demonstrated excellence in operational results during the individual’s tenure in challenging markets would be preferred. Also, it is preferred that the individual have a successful track record in leading an organization through substantial and profitable membership growth especially as it relates to Commercial and Government Programs (Medicare and Medicaid).



Good strategic skills and overall business judgment…one who can think “strategically outside the box.” The ability to visualize what is required to make this business even more successful, especially as it relates to “provider ownership” and the attendant, important communication/operational link between GHP and Geisinger relative to the next three to five year “window of opportunity” (i.e. Healthcare Reform) and translate this vision into a meaningful and executable operational plan which will include a strong working relationship between the Health Plan and Geisinger as a whole.

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A fundamental respect and appreciation for employees within Geisinger and their contributions to overall organizational success.

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An in-depth understanding of the managed health care/insurance industry, including markets, benefits and operations and the knowledge of government programs.

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A clear track record of success as a leader, setting the direction for a free-standing, managed care/insurance business in developing and managing a full range of human, financial and physician resources needed to achieve success.

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Excellent judgment in tough decisions, usually involving the competing interest of outsiders (providers, members, government payors) and insiders (employees, shareholders, physician executives, etc.).

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A flexible management style (including: the ability to operate in an environment that is seeking strong, motivational leadership; superb people skills; the ability to function as part of a high level management team that is a nationally known and highly respected government programs organization) where it is necessary to produce results and provide highly responsive services through a collegial and entrepreneurial structure as opposed to a rigid hierarchy.

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The ability to create, mold, integrate and build this organization as it looks to the next three to five years of change and profitable membership growth. This person will not be in a maintenance situation.

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The flexibility and capacity to respond effectively and efficiently to changing priorities.

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Demonstrated effectiveness in building strong relationships with stakeholders – the external community where this individual has an “instinct” for the external work to include providers, politicians, communities, competitors, and customers – that will indicate potential for success and constituency building.

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High integrity, moral and ethical standards: is dependable, fair, honest and committed to doing the right thing; truthful and engenders trust; personal life does not bring discredit to the company.

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Interpersonal skills that exhibit compassion; treats others with respect. Has a sense of humility and humor; has patience – does not overreact; willing to share the glory with others.

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Strong intellectual capacity. Has good judgment and values timely decisions. Intuitive ability to “read the tea leaves.” Creative – not bound by traditional concepts and approaches.

Communication skills - Ensure that important information about decisions, plans, and activities is shared with the team.  Encourage direct and open discussions about important issues;  Listen attentively and clarify information for understanding;  Speak clearly and confidently, present ideas in a clear, concise, organized and persuasive manner; Exhibit formal presentation skills;  Clearly articulate even complex concepts taking into account the audience;  Written communications are logical, organized, and coherent using an appropriate business writing style.

Strategic Focus - Make significant contributions to the development and execution of Geisinger’s mission and vision.  Support activities that position the business for the future;  Offer novel ideas and perspectives;  Inspire, motivate and align employees to achieve Geisinger’s strategic vision & plan;  Apply innovative thinking and creativity in tactical improvements and strategic execution. Leadership ability - Self-motivated and able to lead and excel in a high pressured environment:  Inspire and motivate others to organizational commitment and results;  Project and behave as a professional and role model, establishing an environment of reliability, trustworthiness and responsibility;  Communicate confidence and steadiness during difficult times;  Hold oneself and others accountable for living the corporate values;  Readily adapt to new situations and changing circumstances, goals, processes or environments;  Use effective strategies to facilitate organizational change; Understand own impact on situations and people;  Accurately sense when to give and take when negotiating;  Act decisively to tackle difficult problems;  Persevere in the face of problems;  Take the lead on unpopular though necessary actions;  Bring a sense of urgency to the organization and position.

CHIEF EXECUTIVE OFFICER SHOULD BE  A risk-taker…balanced and flexible in approach. Mature, self-confident and courageous. Strong work ethic. Sense of urgency, tenacity. Tolerant but patient when the situation dictates. Willing to accept personal responsibility for action and behaviors. “Cool under fire” with a passion for success. Demands high performance from self and the organization.  Credible – a person who does what he/she says; demonstrates consistency between words and actions.  An excellent communicator who is willing to communicate his/her principles to eliminate ambiguity, reduce political rivalries, conflicts, indecision.  Very intelligent, but still desirous of growth and learning. Thoughtful; willing to think deeply on complex subjects.  A builder of external relationships with multiple public and regulatory agencies.  Proactive and highly results oriented.  Motivated, persuasive and hard working – able to organize and set performance standards in a “hands-on” fashion. Results Oriented – able to develop and achieve clear, realistic, and challenging goals that are aligned with targeted business results.  Possess an analytical mind able to quickly assess and assimilate information and data;  Incorporate innovative and logical thinking in problem solutions; Copyright © 2014 Reeder & Assoc. Ltd. ~ 21 ~

 Demonstrate an ability to handle multiple and competing priorities simultaneously;  Do whatever it takes to get the job done right and demonstrate evidence of superior

decision-making skills, to include attention to compelling decision rationale and supporting documentation. Accountable - Demonstrate a results-commitment, accepting responsibility for goal accomplishment within deadlines.  Align resources to accomplish key objectives;  Assign clear accountability for important objectives;  Execute appropriate work-planning to address prioritization, resource needs and corrective actions; Reflect on and learn from experience;  Understand own weaknesses and how to compensate for them;  Act in accordance with stated values;  Follow through on promises; Use ethical considerations to guide decisions and actions. 

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Up to date and currently knowledgeable about the latest management practices and policies affecting the managed care/health insurance and Government programs arenas at the local, regional and national levels. A poised individual who makes a highly positive first impression and who continues to enhance this impression through demonstrated professional capabilities and persuasive skills. Highly interested in the development of subordinates and skilled at attracting and retaining strong performers. Capable of building an organization which will grow as rapidly as the company can.

SECTION III Danville is located in northeastern Pennsylvania. It is located on the north bank of the North Branch of the Susquehanna River. The contiguous community south of the river is Riverside. The surrounding country is low mountain ridges of the Appalachian range. The town is bisected by U.S. Highway 11 and has an exit from Interstate 80 to the north. There are also deposits of limestone in the vicinity. Historic Downtown Today, Danville’s downtown retains much of its 19th – century architecture. Professional firms, specialty shops, and a variety of restaurants inhabit these buildings. This charm, coupled with several festivals from spring through the fall, draws area residents and visitors to the downtown throughout the year. The Danville Business Alliance is a partnership of businesses and other entities focused on revitalization of the downtown. Recreation The Borough Council is a partner of the Montour Area Recreation Commission. They hope to attract state funding to study recreational opportunities along the Susquehanna River. Hess Field is a park located on Meadow Lane. The Montour Area Recreation Commission (MARC) led a local volunteer effort to clear the abandoned towpath of the North Branch Canal along the Susquehanna River. A mile of the towpath was cleared, permitting biking, walking and running near the Danville Soccer Park. The canal is over 200 years old. It was an important part of the region's transportation system. Canal boats and rafts moved farm produce, lumber and people up and down the river. This is part of a greenway effort to develop recreation and commercial opportunities along the river. The long-term vision is to create a regional trail that connects Northumberland to Catawissa and on to Bloomsburg, Pennsylvania. Running through the outskirts of Danviile, the J. Manley Robbins trail is alleged to be the oldest documented rail-trail in the United States. The former railroad line for the "Montour," a 10-ton narrow gauge locomotive used for carrying iron ore between deposits and furnaces, the line was converted to a bicycle path in 1890s. The original one mile railbed trail section now connects with adjacent additional trails and recreation amenities near the Mahoning Creek. Nearby local universities: Bucknell University, Bloomsburg University of Pennsylvania and Susquehanna University offer various cultural activities including sporting events, art exhibitions, student film viewings, concerts and plays. The area also has a professional theater company, the Bloomsburg Theater Ensemble, which has been producing quality entertainment and educational programs for the region since 1978. Copyright © 2014 Reeder & Assoc. Ltd. ~ 27 ~