RFP ELB-6643 Technical Proposal _ Spectrum Accountable Care Company.pdf

Attachment 2

ELB-6643

Mandatory Check List

YES NO

4.1.1 Proposer has a minimum of three years’ experience successfully ____ ____ recruiting prescribing medical personnel.

4.1.2 Proposer agrees to present only unrestricted licensed prescribing medical personnel to BHS as candidates. This RFP’s scope includes MDs or Dos, Board Certified by ABMS or eligible, specializing in _____ _____ internal medicine or family practice.

4.1.3 Proposer will offer both a retainer search option and a contingency search option. _____ _____

4.1.4 Proposer acknowledges DOC has full ownership of all DOC data housed on Proposer’s computer system. _____ _____

4.1.5 Proposer shall be located in the United States. _____ _____

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TABLE OF CONTENTS

i. COVER SHEET 1

ii. MANDATORY CHECKLIST 2

iii. TABLE OF CONTENTS 3

4.1 MANDATORY REQUIREMENTS 4

4.2 ORGANIZATIONAL STRUCTURE 5-7

4.3 STAFF QUALIFICATIONS 8-12

4.4 CURRENT AND PREVIOUS CONTRACTS 13-14

4.5 RECRUITMENT SUCCESS 15

5.1 PROGRAM REQUIREMENTS 16-22

5.2 PROGRESS REPORTS 23-26

5.3 IMPLEMENTATION PLAN 27-32

6.1 REGULATION ASHERENCE PROCESS 33-34

6.2 RECORDS MAINTENANCE 35

6.3 RECORDS AVAILABILITY 35

4.1 MANDATORY REQUIREMENTS

4.1.1 The Proposer must have a minimum of three years’ experience recruiting prescribing medical personnel.

Spectrum Accountable Care Company was incorporated in July 2013.

Our company’s primary focus is in recruitment and staffing of medical personnel for hospital and correctional facilities.

4.1.2 The Proposer must agree to present only unrestricted licensed prescribing medical personnel to BHS as candidates. This RFP’s scope includes the following staff types: MD or DO, Board Certified by ABMS or eligible, in internal medicine/ family practice.

At a minimum, DOC shall require the following documents:

a. CV

b. References

c. Board Certificates

d. License and/or Controlled substance registrations

e. Education Diplomas & Certificates

f. Background Check

g. Background Check Authorization form (DOC-1098D)

h. National Practitioner Data Base license check

i. CME certificates (Past 24 months)

Spectrum agrees to only present qualified medical professionals as described in Section 4.1.2 as well as any other descriptions included within this Request For Proposal and it’s Attachments.

4.1.3 Must provide both Retainer and Contingency recruitment services and pricing.

Spectrum agrees to provide both Retainer and Contingency recruitment services as described in this Request For Proposal. As required Spectrum will provide pricing options for both within our Cost Proposal.

4.1.4 Data Ownership

The Proposer acknowledges DOC has full ownership of all DOC data housed on Proposer’s computer systems.

Spectrum acknowledges and agrees that DOC has full ownership of all

DOC data housed within our computer systems.

4.1.5 The Proposer shall be located in the United States.

Spectrum is located in Las Vegas, NV. A copy of our business license is available upon request.

State of Wisconsin Department of Corrections

RFP # ELB-6643

Physician Recruiting Firm

4.2 ORGANIZATIONAL STRUCTURE

Describe your organization’s structure, capabilities and experience in recruiting Prescribing Medical personnel.

A. Spectrum’s Organizational Structure

Establishment. Spectrum Accountable Care Company (Spectrum) is an independent company, established as the dedicated staffing affiliate of American Correctional Solutions, Inc.

(ACS), the medical services vendor for correctional clients. Together, Spectrum and ACS have supplied specialty medical services and health providers to county jails, state prisons, and federal prisons for over 20 years. We pride ourselves in our ability to ascertain the needs of correctional facilities when supplying on-site primary care and specialty physicians, nursing staff and support technicians, as well as any equipment. In 2013 ACS established Spectrum to focus strictly on health care staffing and medical registry services nationwide. We offer comprehensive staffing support for all of our contracts with all operations overseen by our corporate headquarters in Las

Vegas, Nevada.

Project Organized Around 4 Functions. Each of the four functional workgroups listed below is autonomous and empowered to act in the best interest of its objective in order to hold the other workgroups accountable while allowing them to perform at the highest level. This flat management strategy ensures that the most urgent tasks are immediately addressed with status updates readily available. The four functional workgroups are organized as follows:

1. Project Management. The Project Manager regularly communicates with the DOC and its staff to identify all gaps and performance issues and is ultimately responsible for overseeing priorities and deliverables. Because the Project Manager is managing the information flow between all functional groups, this manager will also produce all the required reports and gap analyses in a timely manner for DOC.

2. Sourcing Team. From preparing ad copy and marketing material, to developing

Facebook and LinkedIn outreach, the Sourcing Team is composed of IT professionals, copy writers and data analysts. Their function is to develop the informational and IT structure for messaging and publication. They establish the common cords for recruiters and candidates to connect and engage. This team

State of Wisconsin Department of Corrections

RFP # ELB-6643

provides all the technical tools, data analysis and content support necessary to facilitate candidate discovery and recruitment.

3. Recruiting Team. Recruiters are tasked with identifying, qualifying and engaging candidates for submission. Our recruiters are skilled professionals whose sole function is to interact with physicians as they shepherd them through the recruitment process.

4. Compliance & Quality Assurance Group. This group manages the credentialing, background, licensing and ongoing compliance of candidates throughout the recruitment process as directed by the DOC. The Compliance Quality Assurance

Group’s Compliance Manager works with the Facility Representatives to ensure that all staff and applicants positions are fully licensed and credentialed to ensure continuous service throughout the term of this contract.

B. Capabilities and Experience in Recruiting Prescribing Medical Personnel

Led by a recruiting and staffing team with over 10 years of experience in healthcare staffing and recruiting, Spectrum currently provides medical personnel recruiting services for state agencies throughout the country, mostly recently, psychiatric hospitals in Nevada, correctional facilities in Nebraska, Wisconsin, North Carolina, and California, as well as the

State of North Carolina Public Health Department, and the San Mateo County Medical Center.

Spectrum’s key components to success are:

Recruiting Manager with extensive experience in nurse staffing

Brian Kaiserman has more than ten years’ experience in the health care recruiting and staffing venue. Mr. Kaiserman has been a Project Manager for more than twenty successful staffing projects during this time. He has provided temporary nurse staffing services to: Hospital Corporation of America (HCA), Valley Health System, Clark

County, NV, Dignity Health, Johns Hopkins University, UCLA Medical Center, Cedars

Sinai Hospital, Los Angeles County, Department of Veterans Affairs, and Indian Health

Services. Brian is currently the Project Manager for our Nevada contract which has gone from zero to more than 200 nurses being utilized at multiple State facilities over the past

2 years.

State of Wisconsin Department of Corrections

RFP # ELB-6643

Recruiting System with vertically integrated skills

In developing its recruiting system, Spectrum’s comprehensive approach vertically integrates the following disparate professional skills: copywriting, data analytics, IT administration, trade presenters, and of course, recruiting. Together, this team has extensive experience with marketing, sourcing, recruiting and canvassing for health care staff throughout the country wherever they may be found via a variety of approaches. A description of these can be found in Sections 5.1 and 5.3.

Compliance strategy to ensure qualified candidates

From the start of any new contract, Spectrum’s Compliance team establishes the compliance requirements and works closely with the Recruiting Manager to make sure that all necessary regulatory requirements are upheld through every step of the recruiting process. From record keeping to reporting to credentialing, all checklists are validated thoroughly. Consequently, Spectrum’s rigorous screening and credentialing process assures that all providers meet or exceed the requirements of the DOC.

Spectrum Accountable Care Company understands the need and importance of the services requested. Currently a provider of temporary nurse staffing for the State of Nevada at multiple facilities, Spectrum fully understands just how important it is that inmate patients of the

Wisconsin DOC have access to quality physicians. Spectrum has a proven history of success in providing temporary and permanent staffing services; within one year, the State of Nevada has entrusted its facilities for Spectrum to place over 7,000 hours of nursing shifts per month.

RFP # ELB-6643

4.3 PROPOSER’S STAFF QUALIFICATIONS

Describe your organizational staff structure. Describe the qualifications and experience of your recruiting agents and the staff that provide support to those agents. Describe the education, work experiences (include longevity), and roles for each of the key staff members that would be assigned to the contract and recruiting on behalf of DOC.

KEY PERSONNEL

Project Manager /Recruiting Director: Brian Kaiserman

Brian has spent the majority of his 10+ years in healthcare staffing managing the daily operations of the clinical staffing and recruitment efforts for several health care staffing companies. Brian led our recruiting team for our contract to provide permanent placement of medical staff for the San Mateo County Medical Center. Currently Brian spearheads our efforts for the recruitment of health care providers for the Wisconsin DOC, North Carolina DOC, Nebraska DOC, as well as multiple state and county government entities nationwide. His work as Project Manager with the DOC in multiple states and extensive history of successful recruiting and staffing gives him the necessary experience and know-how to lead our team on this project.

Brian works diligently with our facility client administrators in forecasting the daily staffing requirements in order to adequately carryout the health services objectives within the temporary staffing and permanent placement environment.

Professional Experience:

SPECTRUM ACCOUNTABLE CARE COMPANY / ACS 6 Years

Staffing/Facility Manager

Member of a Regional Facility Relations Team responsible for managing the scheduling and provider network fulfillment for a regional client base.

Duties include fulfillment of facility gaps by managing the entire provider network represented by provider groups and in-house temporary staff.

State of Wisconsin Department of Corrections

RFP # ELB-6643

Handle all communication with all facilities in the region regularly for on-time fulfillment. Report facility utilization and forecast future needs. Problem solving at the facility level, prepare reports related to facility utilization.

SUPPLEMENTAL HEALTHCARE 2 Years

Branch Staffing/Recruiting Manager

RELIABLE HEALTH CARE SERVICES 3 Years

VP Business Development and Client Services

Recruiting Manager: Willette Stringer

Willette has a comprehensive healthcare industry background, including 4 years of experience in registry staffing and personnel recruiting where she managed the staffing needs of large clients for our company. She has a profound sense of urgency and an extraordinary level of dedication to her clients and co-workers which makes her an excellent recruiting manager for this project.

SPECTRUM ACCOUNTABLE CARE COMPANY /ACS 5 Years

Recruiting Manager

Work closely with the Project Management Team to establish deadlines and track candidate progress throughout the recruitment process, from outreach to orientation.

Responsible for acting on forecasts and projections to ensure that all vacancies will be met and that the candidate pool is adequate for successful recruiting.

Liaison between recruiting, sourcing and management to ensure communication is consistent.

Serve as customer service representative to staff for client companies and interview candidates for placement on job assignments.

Exercise independent judgment and discretion when hiring candidates, identifying candidates for placement on specific job assignments and in counseling and terminating temporary associates.

RFP # ELB-6643

Lead Recruiter and Recruiting Trainer: David Fox

David has 16 years of recruiting physicians and other high level professionals, with his focus in Corrections and Mental Health positions. Starting 18 years ago placing Sales and

Marketing candidates in the highly competitive Bay Area landscape, he switched to health care recruiting and has excelled as a full cycle recruiter in this space ever since. Working with ACS and Spectrum, he was able to build and lead a team of a recruiters, placing over 100 health care professionals within the state of California Department of Corrections and Rehabilitation

(CDCR). David continues to be our lead trainer and best recruiter. From radiology technicians to psychiatrists specializing in M.A.T., David has not faced a request he could not place.

SPECTRUM ACCOUNTABLE CARE COMPANY/ACS 7 Years

Lead Recruiter /Trainer

Helped his company become the second fastest growing private company in

Orange County, in 2008 calendar year. Recruited for contracts worth over 300 million dollars for the State of California.

Trained and led a recruiting team which hired over 150 mental health clinicians, and addiction specialists to work in the California Department of Corrections and

Rehabilitation, (CDCR) facilities.

FREELANCE PHYSICIAN SERVICES 2 Years

Senior Recruiter

Helped lead a team of Project Managers, Recruiters, Account Managers, and Sourcing

Managers to enable Freelance Physician to double its profits from the business year

2015 to 2016. In charge of all permanent placement recruiting while helping locums division with the tough to find candidates. Oversee the researching of new job boards, and then training team on the best use of said job boards.

FOX AND TROUTT EXECUTIVE SOLUTIONS 2 Years

CEO/Senior Recruiter

RFP # ELB-6643

Compliance Manager, Stephanie Mendoza

Stephanie’s experience in healthcare staffing spans over 5 years, providing staffing compliance and credentialing service for both our nursing and physician personnel. Her detailed approach and thoroughness makes her the obvious choice to lead the compliance efforts on a project of this magnitude. Her sense of urgency is a welcome attribute when onboarding and managing the compliance process of a larger number of providers simultaneously. She has lead similar projects of the same size (Colorado, Nebraska, North Carolina and Nevada).

SPECTRUM ACCOUNTABLE CARE COMPANY / ACS

Compliance Manager / Administrator

6 Years

The Spectrum Organizational Chart can be viewed on the following page:

RFP # ELB-6643

ORGANIZATIONAL CHART

Barry Goldstein President

Glenn Rouse VP Operations

Joyce Stockwell

Accounting Manager

Kristie Tauanuu Accounting Admin

Matt Kolodge IT Manager

Nadim Madi IT Security

Josh Parrott Contracts Manager

Quyen Keit

Business Strategist

Brian Kaiseman Recruiting Operations Manager

David Fox

Recruiting Manager

Jennie Ngyuen Recruiting

Glenn Nelson

Recruiting

Michael Atwater

Senior Recruiter

Michael De Los Reyes

Sourcing

Jeanette Huynh

Sourcing

Rosie Lopez

Recruiting

Gilza Valdez

Recruiting

Saija Fernandez

Admin Assistant

Willette Stringer Staffing Manager

Steph Mendoza Compliance

Manager

Renay Gentle

Compliance / Staffing

Lisa Fox Marketing

State of Wisconsin Department of Corrections

RFP # ELB-6643

4.4 PROPOSER’S CURRENT AND PREVIOUS CONTRACTS

1. Please provide a list of your current clients, including correctional facility contracts in the Midwest (if applicable).

Include the name and phone number of a person DOC may contact regarding this contract.

Present Contracts

Description Agency Location

Contract

Start

Contract

End Contact Name Phone #

LVN - Temp Staffing CA Dept of State Hospitals Coalinga State Hospital 9/1/2015 8/31/2018 Elizabeth Otong 707 448 6841

Locum Tenens Medical Staffing State of Nevada Multiple 4/9/2013 3/31/2019 Rick Morse 775 684 5932

Psychiatrist Staffing

Colorado Dept of Human

Services

CO Mental Health

Institute Pueblo 9/1/2015 6/30/2019 Keri Law 719 546 4694

Temporary Medical Staffing Wisconsin DOC Multiple 9/1/2015 8/31/2020 Scott Noreuil 608 240 5138

Temporary Medical Staffing Right Sourcing

Northern NV Medical

Ctr 3/11/2015 open Sara Allred 702 704 4418

Temporary Nurse Staffing Wisconsin VA

VA Homes: Union

Grove / King 12/1/2015 8/31/2018 Stacie Hayford 262 878 6700

Temporary Nurse Staffing MHM Solutions, Inc.

Multiple Nevada Mental

Health Facilities 5/22/2015 9/30/2018 Tony Zehrig 844 646 2484

Temporary Medical Staffing State of North Carolina

Multiple N. Carolina

Public Health 7/1/2016 6/30/2019 Elizabeth O'shea 828 329 7755

Temporary Nurse Staffing

Colorado Dept of Human

Services

Fort Logan Colorado

(Denver) 7/1/2016 6/30/2019 Frankie Martinez 719 546 4362

Locum Tenens: RN,LPT,LVN

Butte County Behavioral

Health Dept Oroville, CA 7/1/2017 6/30/2020 Christine Zaveson 530 531 7686

Medical Registry Services Sacramento County

Correctional Health &

Public Health 7/1/2017 6/30/2019 Rene Hinojosa 916 874 1919

Temporary Dentist Services Wisconsin DOC Multiple 7/1/2017 6/30/2019 Dr. Man Lee 732 947 6352

Temp Nurse Staffing State of North Carolina

NC Correctional

Facilities 11/1/2017 4/27/2018 Anita Myers 984 255 6076

Permanent Placement Medical

Staffing San Mateo County SMC Medical Center 1/15/2016 12/31/2017 Kristin Herman 650 573 2141

State of Wisconsin Department of Corrections

RFP # ELB-6643

2. Provide the names of 2 former customers who have not renewed contracts or who have terminated contracts. Provide the reason you did not retain the contract(s). Include the name and phone number of a person DOC may contact regarding this contract.

1. San Mateo County Medical Center

Project Description: Physician Permanent Placement

Contact Name: Kristin Herman, Esq.

Phone Number: 650 573 2141

Reason contract was not retained: Contract term expired. Was not budgeted for renewal.

2. Clark County DJJS

Project Description: Medical Staff Placement

Contact Name: John “Jack” Martin

Phone Number: 520 664 6457

Reason contract was not retained: Contract pilot expired. Was not budgeted for renewal.

State of Wisconsin Department of Corrections

RFP # ELB-6643

4.5 RECRUITMENT SUCCESS

Provide information showing average recruitment time (from receipt of request to start date) and 1-year retention rates for prescribing professional positions. Provide a ratio of hires to candidates presented for physicians in primary care.

In the last 12 months Spectrum’s recruitment success data are as follows:

Average Recruiting Time (Request to Start Date)

1-Year Retention Rate Ratio of Hires to Candidates

Client Agency

30 days n/a 0/6 San Mateo County

30 days 2/4 4/9 State of Nevada

RFP # ELB-6643

5.1 PROGRAM REQUIREMENTS

5.1.1 Describe how your firm will market vacant positions at the DOC to the candidate community. Also, include experience with similar or relevant projects if applicable.

Spectrum's comprehensive approach to provide physician recruitment services to the Wisconsin

Department of Corrections (“DOC”) is to review and understand, analyze, monitor, and improve.

To ensure the best use of funds to market vacant positions within the DOC to the candidate community, Spectrum’s Work Plan is outlined below:

A. Spectrum Will Use a 3-Pronged Marketing Approach for Maximum Candidate

Outreach to Qualified Physicians.

Vacant positions at the DOC will be marketed to the candidate community through a sophisticated multi-pronged process for the fastest results. Specifically, Spectrum will deploy a collection of modern Internet technologies, social networking platforms and traditional human resources on active and passive marketing channels. This multi-faceted marketing strategy will be monitored and summarized on Spectrum’s “Marketing Accountability Report”.

1. Data Driven Marketing with APEX (Our Proprietary Technology)

Underpinning the effectiveness of any marketing strategy requires a rigorous data driven workflow and analysis. Because effective marketing is the foundation for long term recruiting success, Spectrum is tirelessly testing and verifying its strategy using data driven tools, which we developed in-house (list of patents related to data analytics provided upon request). We utilize our data driven candidate tracking system to manage the daily pipeline of new prospects and rank marketing campaigns by candidate quality. Unlike other recruiting services, Spectrum employs its own in-house technology and research team to measure and back test different campaigns to ensure maximum effectiveness for our client. Consequently, we developed a scalable system that incorporates decision-making algorithms and database heuristics with unparalleled human experts in their respective fields (copywriters, sourcers, recruiters, analysts, etc.). This collaboration led to the development and implementation of Spectrum’s proprietary recruiting platform, also known as APEX (“Applicant Pool EXpert System”). The strategies described below were rigorously validated as a result of APEX.

State of Wisconsin Department of Corrections

RFP # ELB-6643

2. National Advertising Campaign of Job Positions

Spectrum is committed to using ONLY the most effective (the “best” so to speak) national and regional job boards to market DOC positions. These online platforms may include

Google-ads, Doximity, MDSearch, PJB/SPR, and Indeed. Because the reach and productivity of each platform literally changes year to year, we are constantly monitoring and updating our

Internet ad tools so that only the most effective advertising medium is employed for specific

DOC positions; for example, advertising for a psychiatrist may be more effective on a different job board than that used for an orthopedic surgeon. To establish a constant pipeline of qualified applications specifically for this DOC contract, we will post jobs nationally to ensure no stone is left unturned – if there is a qualified candidate anywhere searching for similar jobs, our ads will always be visible. To that end, our advertising team is composed of these key individuals: (1) copywriter, who composes ad content and develops the messaging strategy, (2) advertising strategist, who analyzes the productivity of each advertising medium for renewal, revision or replacement, and (3) recruiter, who vets and recruits qualified applicants for submission. SAC micro-manages its multiple advertising platforms for targeted candidate prospecting. Combining multiple ad platforms with our proprietary candidate research algorithm, SAC can efficiently advertise and build interest among qualified job candidates in any given area, whether zip code specific or state specific or region specific. We maintain and constantly revise our candidate targeting algorithm to ensure maximum candidate outreach.

3. Inside Sourcing of Qualified Candidates

Using LinkedIn, Facebook and “traditional” medical board databases, we have a dedicated sourcing team whose sole focus is “active” outreach and direct engagement.

Specifically, our “sourcers” connect with prospective candidates via phone or online to introduce the DOC job openings available. As part of this multi-pronged marketing strategy, Spectrum’s sourcing team is committed to reaching out nationwide to all qualified candidates. Whether from our internal database (built after 20 years of physician placement experience) or third-party databases, Spectrum’s inside sourcing team will touch more qualified candidates on a weekly basis than its competitors (as our Marketing Accountability Report will show). The sourcing team is composed of (1) sourcing coordinator, who acquires candidate databases and oversees sourcing productivity, and (2) recruiter, who initiates and maintains ongoing candidate relationships for prospective placement.

State of Wisconsin Department of Corrections

RFP # ELB-6643

B. Similar or Relevant Projects:

Spectrum provides sourcing and recruiting support services for government agencies in healthcare environments we take great pride in our expertise relating to healthcare sourcing and recruiting support. From specialty physicians to technical nurses and ancillary staff, Spectrum’s success is founded on its reputation for successfully identifying the right personnel for the most difficult jobs, such as correctional environments located in remote areas. Our Project Managers have implemented numerous successful candidate recruiting programs to fill the most challenging job positions including but not limited to personnel for state correctional departments in California, North Carolina, Colorado, Nevada and Wisconsin (as well as county jails and forensic facilities). The full list of Spectrum’s current clients can be found in section

4.4(1.) as required. A list of similar and relevant contracts are as follows:

Project or Contract Agency Client Start Date

Locum Tenens Medical Staffing State of Nevada 2013 - Present

Psychiatrist Staffing State of Colorado Human Services 2015 - Present

Temporary Medical Staffing Wisconsin DOC 2015 - Present

Temporary Medical Staffing State of North Carolina 2016 - Present

Medical Registry Services Sacramento County (Correctional) 2017 - Present

Temporary Dentist Staffing Wisconsin DOC 2017 - Present

Medical Staffing Permanent Placement San Mateo County 2016 - Present

RFP # ELB-6643

5.1.2 Describe what materials will be used in the recruiting campaign and what involvement the DOC will have in determining the materials.

A. Description of Materials in Recruiting Campaigns.

The following list describes the types of materials that Spectrum would use in its recruiting campaigns for the DOC.

1. Source Copy from the DOC: written material to be used verbatim with advertising copy (described below).

2. Source Information from the DOC: information relating to factual representations such as job description, facility location, salary, benefits, etc., for inclusion in advertising copy.

3. Advertising Copy: written material prepared exclusively by Spectrum for publication to advertise and recruit for the requested job vacancies. Different advertising copy is developed specifically for each unique platform or medium to be used. The following are the unique ad copies optimized for its medium of transmission:

a. Job Postings clearly describe the job opening for which candidates are being recruited.

b. Email Outreach is the first communication (Initial Contact) to a candidate that promotes the job description and relevant salary details.

4. Job Web Pages: public websites accessible by URL where Job Postings are published for easy discovery by any search engine (Google, Facebook, etc.). Each job opening will have a dedicated web page with advertising copy (prepared exclusively by

Spectrum) and a link for applicants to submit their resume.

B. DOC Involvement in Determining Materials.

Spectrum will meet and confer with the DOC to review and discuss marketing materials to be used in the recruiting campaign. All information will be approved by the DOC for accuracy in terms of job description, compensation and any other notations required by the DOC. If the DOC has additional websites or documentation it wishes to be included, Spectrum will accommodate for these additional materials accordingly.

RFP # ELB-6643

5.1.3 Beyond the initial contact, describe the process that will be used to promote the DOC opportunity to the candidates.

A. Spectrum’s Systematic Recruiting Process Adheres to 3 Essential Requirements.

In order for Spectrum to grow successfully and quickly from its inception five years ago, we had to have an effective and scalable recruiting process defined by the following 3 requirements:

1. Requirement One: “Escalated Contacts”.

Our recruiters strictly follow the principle of “escalated contacts” which requires that after the initial contact, each subsequent contact is “escalated” by including additional information that is attractive and personalized, for no less than three escalated contacts. The

“escalated contact” is applied in the form of email and/or voicemail, with the goal being to create enough interest in the candidate to initiate a formal submission and interview. For example:

a. Initial Contact #1: introduce the job vacancy and salary

b. Escalated Contact #2: introduce the lifestyle benefits of working for the DOC

(life balance, generous vacation, etc.)

c. Escalated Contact #3: introduce the benefits of residing in Wisconsin

(outdoors, local activities, cultural highlights, etc.) and provide a comparative analysis of nearby states offering less for similar positions

d. Escalated Contact #4: introduce the “loss” close where we describe the vacancy as a once in a lifetime chance, but other qualified applicants are considering this opportunity, so “let us help you win this job”.

2. Requirement Two: “Research and Know Your Candidate”

Before promoting the job, all recruiters are expected to “know” their candidate as part of the personalization process. Candidates must not feel like a commodity or asset being passed around like a grocery basket; to that end, all recruiters are expected to personalize their relationship with their candidates. Specifically, engage in candidate research on Facebook, LinkedIn and Twitter (or other social media) to understand their unique lifestyle preferences, job

“likes and dislikes”, and other tastes that they publicly share. This preliminary research

State of Wisconsin Department of Corrections

RFP # ELB-6643

personalizes our inter-personal communication which builds trust and understanding, and opens the door to candid discussions about recruiting and the job opening.

3. Requirement Three: “Get Two Names”.

When the recruiter is able to speak directly to the candidate, the next objective is to build enough candidate trust to win referrals of qualified colleagues who may be interested in the job vacancy: “I understand that the time may not be right for you, but do you know any colleagues who would be interested in exploring this once in a lifetime career opportunity?” All referrals are deeply appreciated with heartfelt professional tokens of gratitude from our recruiters. Our extensive experience in sales and recruiting has proven over and over that personal referrals lead to more qualified placements than any other channel. To that end our recruiters understand the importance of establishing a relationship of trust and familiarity to generate referrals for outreach.

5.1.4 Describe how you will prescreen candidates for these vacancies.

Communication between Spectrum and the DOC is essential when preparing the prescreening qualification checklist. The Spectrum screening and credentialing process assures that all candidates meet or exceed the requirements of the facility requesting services. Beginning with a review of all professional requirements required by the DOC, Spectrum includes each one of these items on its prescreening checklist when qualifying interested candidates. All potential staff are initially required to submit in writing: a copy of their resume, copy of all licenses held, three verifiable references, copies of diplomas (when applicable), copies of transcripts (when applicable).

When Spectrum initially receives written correspondence from a potential candidate a recruiter is assigned to obtain and verify all credentialing information. Spectrum independently verifies references and credentials, licenses and certifications through State Boards (or other relevant authorities). When all information is verified, the candidate is sent to the Compliance

Manager for final approval prior to submission to the DOC. Spectrum’s APEX candidate tracking system allows us monitor expiring licenses and permits, assuring that all candidates meet requirements prior to placement and thereafter. Because Spectrum strives to provide the highest level of quality assurance and prescreening, this process can always be revised as necessary to accommodate the unique needs of the DOC.

State of Wisconsin Department of Corrections

RFP # ELB-6643

5.1.5 Describe what information you will need from the DOC to assist in your marketing.

As with all permanent placements, a complete understanding of the job description and compensation package is required to attract and retain the most qualified candidates. To that end, Spectrum would need the following information from the DOC:

a. Job Description. Previous DOC job postings would be useful as well as any new and relevant information relating to the tasks and duties of the job.

b. Compensation Including All Benefits. Once all salary and benefits are considered, Spectrum will convert them into a gross dollar figure to make it easy for the candidate to consider and compare with competing opportunities. The formula and calculation of this gross figure would be reviewed and approved by the DOC for accuracy or modification as necessary prior to implementation. Because Spectrum establishes a compensation “range” rather than a fixed dollar amount, it facilitates DOC’s review and approval process.

c. Hiring Timeline. We would like an estimate of how long it takes from application to hire so we can accurately pace our candidates’ expectations and tasks to stay on track and meet the timeline.

d. Employment Process. We would also like a complete list of tasks required of the candidate prior to the “start” date such as fingerprinting, health and drug screens, on-site interviews (if any), etc.

State of Wisconsin Department of Corrections

RFP # ELB-6643

5.2 PROGRESS REPORTS

5.2.1 Describe the types of recruitment reports your company can provide and how often they are presented? Include samples of your most frequently used reports.

To provide the DOC with clear progress and development of the candidate pipeline, Spectrum will provide two progress reports (attached hereto as Attachment 1):

1. Marketing Accountability Report quantifies the number of “touches” and types of communications relating to candidate outreach and recruiting. With this report the DOC has a level of confidence that Spectrum is actively engaged in marketing and outreach to fill vacant positions. This report can be generated monthly or quarterly, per client preference.

2. Candidates in Process Report lists the names of all candidates who have passed preliminary DOC interviews and are being processed for compliance and final hiring.

This report is only generated when a candidate is officially accepted by the DOC for prospective employment, and further “recruitment” of the candidate is no longer necessary.

If the DOC would like additional information in any of these reports, Spectrum will make the necessary revisions to include the requested details.

5.2.2 Describe how you will utilize the progress reports.

Spectrum utilizes the reports in the following three ways:

1. Review Marketing Effectiveness. APEX (our proprietary recruiting tracking technology) monitors and tracks individual marketing campaign strategies for performance (both outside advertising and internal sourcing). Specifically, it helps us identify which marketing strategies are most effective and narrow our resources to maximize the strength of that strategy. This improves marketing productivity while maximizing client research dollars.

State of Wisconsin Department of Corrections

RFP # ELB-6643

2. Keep Candidates on Track. The most common reason for recruiting failure is the inability to timely follow up with candidates; as a result, candidates not only lose interest but move on to other opportunities. Since time is of the essence, the report keeps our recruiters moving with a sense of urgency while maintaining the highest level of responsiveness to candidate engagement.

3. Manage Quality Assurance. Effective recruiting service is built on client confidence and trust in Spectrum’s quality assurance plan. These reports create a transparent and near “real time” snapshot of the efforts taken to recruit nationally on behalf of the DOC.

More importantly, it gives the DOC a shared fact sheet for discussion with Spectrum during progress reviews and status discussions.

RFP # ELB-6643

Period of Reporting:

03/01/18 - 03/31/18

From Advertising Campaigns From Inside Sourcing

Qualified for Recruitment 1 8

Initial Outreach Contact #1 3 7

Escalated Contact #2 2 6

Escalated Contact #3 1 5

Escalated Contact #4 1 8

Total Number of Touches

Prescreening for Submission 1 2

Submitted to Client 1

Hiring In-Process

Deferred 3 10

Recruiting Progress

MARKETING ACCOUNTABILITY REPORT

Notes:

Qualified Candidate Pipeline

State of Wisconsin Department of Corrections

RFP # ELB-6643

Date:

Candidate Name Source Hiring Stage Notes

Dr. John Doe Inside Sourcing Pending on-site interview Completed drug screen, background

Dr. Jane Doe Advertising Campaign Candidate subitted to client all licenses and degrees verified

Candidates In Process

Application History & Status

State of Wisconsin Department of Corrections

RFP # ELB-6643

5.3 IMPLEMENTATION PLAN

5.3.1 Describe how you will work with the DOC to implement a recruitment strategy to fill vacant positions.

Working with the DOC on the Recruitment Strategy. Prior to project implementation key staff from Spectrum will meet with designated DOC staff to confirm key action dates, deliverables, and strategies. Spectrum will schedule regular status meetings and be available for meetings with DOC admin as needed. Spectrum plans to achieve successful fill rates of all vacancies in close collaboration with the DOC via Actionable Communication, Process

Transparency and Outcome Monitoring described as follows:

A. Actionable Communication means that the DOC communicates to Spectrum all information needed to proceed with the most effective marketing campaigns possible;

similarly, Spectrum shares with the DOC its recruitment strategies, expectations and possible obstacles relevant to recruiting the most qualified candidates nationally;

B. Process Transparency starts from sharing the high level marketing strategies and continues drilling down to the nuts and bolts of advertising copy and promotional materials to be approved by the DOC; and

C. Outcome Monitoring includes progress reports like the Marketing Accountability Report to help Spectrum and the DOC understand which recruitment strategies are most effective, and make adjustments accordingly.

5.3.2 Provide an estimated implementation timetable.

The Implementation Timetable will take place in the first five (5) weeks from Start Date pursuant to the following timeline:

Weeks 1 - 2: Plan the “Marketing Success Roadmap”

Exchange important points of contact for this project

Kick Off discussion of “Marketing Success Roadmap” by meeting with DOC to better understand job description, challenges, etc.; request from DOC all necessary information for advertising copy

State of Wisconsin Department of Corrections

RFP # ELB-6643

Establish the Information Exchange Process to confirm preferred models of communication and document management (candidate submissions, compliance, billing, staffing requests, etc.)

Review process for receiving vacant positions from DOC

Review process for candidate submission to DOC

Review credentialing, licensing, prescreening requirements

Review billing and accounting procedure

Weeks 2-3: Review the Roadmap

Validate marketing strategies and campaigns with DOC

Present drafts of marketing material and advertising copy for DOC review

Review type of progress reports to be used in contract

Establish timeline for marketing campaign deployment and recruiting

Organize internal workflow for contract accountability and process reporting

Weeks 3-4: Finalize the Roadmap

Finalize “Recruiting Strategy Roadmap” and receive approval for relevant marketing material and advertising copy

Finalize candidate prescreening and submission processes

Enable and activate online campaign strategies for tracking

Enable and implement 3rd party databases, platforms and tools

Weeks 4-5: Implementation and Deployment

Deploy online marketing and recruiting initiatives

Test and confirm enablement of all online platforms and publishing technologies

Initiate internal sourcing filtering and outreach

5.3.3 Describe the transition process from the implementation team to the ongoing account management team.

The Transition Process. Spectrum will follow a three-phase plan described below to ensure we transition this project from “implementation stage” to “active management” stage as quickly and

State of Wisconsin Department of Corrections

RFP # ELB-6643

organized as possible. The implementation team and account management team will both be present throughout the implementation process so that final transition is seamless.

Phase 1 – Planning Stage: Working closely with the DOC, Spectrum will draft and present its “Marketing Success Roadmap” for consideration and discussion. (as described in

Weeks 1 – 2 above). Spectrum will establish its project management team accountable for this project’s success, and introduce them to the DOC.

Phase 2 – Review and Finalize: Spectrum will make the necessary revisions to accommodate DOC requests, and review the updated Roadmap with DOC. Both the implementation team and project management team will work on the revisions together (weeks 2

– 4 as described above).

Phase 3 – Implementation to Transition: once implementation is complete and campaigns all tested and validated for accuracy and consistency, the implementation team hands off the project management to the active account management team for ongoing supervision

(week 5).

5.3.4 Describe the critical components of the implementation. Describe the responsibilities and activities you will expect DOC to perform during the implementation process.

The critical components of implementation are presented in the following table:

Implementation Activity or Task Responsible Party

Provide job information (compensation, qualifications, etc.) DOC

Prepare marketing materials for review and approval Spectrum

Prepare and finalize Marketing Success Roadmap Spectrum

Provide candidate submission procedures DOC

Exchange contact information of project management team DOC and Spectrum

Establish implementation timetable Spectrum

RFP # ELB-6643

5.3.5 Describe how problems that arise during the implementation process will be identified and resolved.

Problem Resolution. Because the implementation process is fast moving and dynamic, problems will be quickly identified and resolved under the following multi-step process:

Step 1: Identify and Notify. Problems can arise at any time and occur from many sources including daily team meeting, project review or ad hoc. Since timely implementation requires the successful completion of multiple tasks, any delay in task completion requires an investigation into the root cause of the delay. Once the root cause is understood and identified, it is logged as a

“problem” on the Issue Resolution Board for notification to the DOC.

Step 2: Communicate and Remediate. Problems are logged on a real time “Issue

Resolution Board”, which is a cloud hosted shared document accessible by the DOC. The Board is reviewed daily and shared with the DOC for responsive and corrective action. It clearly identifies the root cause and proposes requisite tasks for remediation. It clearly lists the necessary tasks and party responsible for said tasks. All problems are time lined for resolution and discussed in weekly status calls with the DOC.

Step 3: Status Progress. Problems are monitored daily for timely resolution and any delays will be updated and logged on the Board for DOC review. Scheduled conferences with the

DOC keeps it apprised of the status of all problems pending resolution.

State of Wisconsin Department of Corrections

RFP # ELB-6643

Step 4: Resolution Complete. Once a problem is resolved, its status is updated as such on the Board for DOC approval and acceptance.

5.3.6 Describe your escalation plan for unresolved issues.

Escalation Plan for Unresolved Issues:

1. Issues Flagged. Unresolved issues that exceed the timeline proposed on the shared

Issue Resolution Board are “red-flagged” for immediate discussion and designation.

2. Escalation Approved. During regularly scheduled conference calls with the DOC, each red flagged issue is considered by the DOC to determine if it is to be designated for “escalation” or waived as immaterial to the effective performance of the project.

Once designated for escalation, the flagged issue is subject to the Escalation Plan.

3. The Escalation Plan is summarized in the following steps:

a. Assign personnel from DOC and Spectrum who will be accountable for guiding the resolution of the escalated issue.

b. Define the list of tasks that would solve the issue.

Problem Identification and Notification

Communication and

Remediation

Status Progress

Resolution and Report

Department of Corrections

RFP # ELB-6643

c. Assign responsible parties to complete each task and deadlines for the completion of each task.

d. Weekly updates are posted on the shared Board indicating whether tasks are on track for timely completion, and if not on track then a new date must be designated. Any delays must be shared and noted on the Board.

e. Escalated Issues will be overseen by Spectrum’s Project Manager and the

DOC equivalent designated individual for expedited response. The Project

Manager will take over communication and management of the problem resolution process and will issue a timeline for corrective action and deliverables within 24 hours of escalation.

4. If the Escalation Plan misses more than two deadlines or cannot be resolved to the

DOC’s satisfaction, the matter may be escalated to Spectrum’s President for direct intervention and resolution.

5.3.7 Describe the training or orientation services you will provide for DOC on your recruitment processes.

Training and Orientation Services. Spectrum has existing contracts for staff placement and registry services in multiple states throughout the U.S.; this experience has taught us the importance of proper client training and development unique to each and every contract prior to engagement. The Project Manager and the training staff will host training through live conference calls and tutorial walk-throughs as necessary to assist the DOC in the use and access of shared reporting tools and tracking processes.

Timelines and Deliverables. Within the first 7 Days from the start date, Spectrum will implement the following training process:

1. Confirm all services that may require training

2. Include training materials as part of personnel on-boarding

3. Collect name of all DOC staff who will require training

4. Propose training timeline of DOC staff

RFP # ELB-6643

6.0 REGULATION ADHERENCE

6.1 Describe the process your organization will follow in order to adhere to, all state and federal laws and regulations, which are in effect during the period of the contract and which in any manner affect the provision of services.

The overwhelming majority of Spectrum’s customers are government agencies with strict policies and procedures relating to state and federal laws and regulations (especially for correctional environments); thus, we have deep familiarity with the importance of adhering to

DOC policies and procedures, in addition to all state and federal regulations as required hereunder. Generally, Spectrum utilizes the Institute for Medical Quality (IMQ) Standards, the

National Commission on Correctional Health Care (NCCHC), and the Federal Performance-

Based National Detention Standards (PBNDS) when developing its policies and procedures for providing medical services within correctional facilities. Additionally, Spectrum will look toward DOC for input, guidance, and approval in establishing its policies and procedures for this project. Policies and procedures will be updated based on need, changes in law, recommendations from joint meetings, or from quality assurance reviews. Policies and procedures will be made available to all staff and will be reviewed and signed off annually the by

DOC admin, facility administrators (as necessary), and Spectrum Accountable Care Company.

Because Spectrum currently has ongoing contracts with state correctional and public safety agencies (Colorado, Wisconsin, North Carolina and Nevada), our Policies and Procedures comply with all federal, state and local laws, regulations, executive orders and ordinances applicable to a resulting DOC contract. Without limiting the generality of the foregoing, Spectrum expressly agrees to comply with the following laws, regulations and executive orders to the extent they are applicable to the Contract: (i) Titles VI and VII of the Civil Rights Act of

1964, as amended; (ii) Sections 503 and 504 of the Rehabilitation Act of 1973, as amended; (iii) the Americans with Disabilities Act of 1990, as amended; (iv) Executive Order 11246, as amended; (v) the Health Insurance Portability and Accountability Act of 1996; (vi) the Age

Discrimination in Employment Act of 1967, as amended, and the Age Discrimination Act of

1975, as amended; (vii) the Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as amended; all regulations and administrative rules established pursuant to the foregoing laws; and

State of Wisconsin Department of Corrections

RFP # ELB-6643

all other applicable requirements of federal and state civil rights and rehabilitation statutes, rules and regulations.

A. Explanation and Methodology

The Project Manager and Compliance Manager will work closely with DOC to receive all necessary policies and procedures.