Providence St.

Joseph Health
Outplacement Services
Proposal Supplement
Waldron Career Partners International
801 2nd Avenue, Suite 100 Seattle, WA 98104
Phone: 206-441-4144
Fax: 206-441-5213

Michael Humphries, Principal

Email: mike@waldronhr.com
Direct: 206-910-7568

Kate Lang, Managing Director, Career Transition

Email: kate@waldronhr.com
Direct: 206-792-4227
TABLE OF
CONTENTS
SOLUTION OVERVIEW - Q #10 Pages 4-9

SERVICE SUPPORT PHILOSOPHY - Q #13 Pages 10-12

REACHING OUT TO IMPACTED CAREGIVERS - Q #14 Page 13

WEB-BASED REPORTING TOOL - Q #16 Page 14

CUSTOMIZED REPORTS - Q #22 Pages 15-16

IMPLEMENTATION TIMEFRAME - Q #25 Page 17

Page 4 Waldron CPI Proposal

SOLUTION OVERVIEW
10. Provide a general overview of your solution

Waldron CPI offers a variety of services to support PSJH and its caregivers. Details related to service offer-
ings and organizational support are highlighted below.

INDIVIDUAL SERVICES Each caregiver will experience the following program components:

Coaching: Waldron CPI aligns each employee receiving services with a primary
career consultant whose role includes being a job search expert, strategist, and
sounding board for the full duration of services. Our career consultants proactively
work with clients to design and implement a strategic and effective job search.

Assessment: Waldron CPI career consultants Technology/PowerMyCareer™: Waldron CPI’s

work closely with individuals on assessing and
identifying motivators, skills, expertise, and talents;
assessments are used regularly and are available
on-demand in PowerMyCareer™. Additionally,
the use of advanced tools such as the Personal
Directions, Hogan, Birkman, Myers-Briggs,
Strong Interest Inventory, or FIRO-b augment the
professional evaluation process. Our experience
shows that transitioning employees who work
with their consultant to deeply assess personal
motivations and satisfaction, and evaluate past job
successes and challenges, have better outcomes in
their searches and in their subsequent careers.
Job Search Technology Innovation
PowerMyCareer™ 24/7 High-Tech
Virtual Job Search Platform
proprietary digital career transition platform combines
cutting-edge programs, state-of-the-art technology and
interactive content. We prepare job seekers for the
future. Features of this platform include personalized
job-matching and job leads, highly competitive and
differentiated resumes and CVs, individualized social
media marketing plans and interactive interview training
and over 30 Quick-Talk learning videos on all steps of the
job search process. This system is available in over 16
languages reflecting the diverse ethnicities that comprise
PSJH’s workforce.
Administrative Resources and Full Support: A
full suite of resources are available at the Waldron CPI
offices to our clients. This includes access to shared
administrative services, scheduled use of fully-equipped
private offices, assistance with document production, and
videoconferencing amenities for interviews and networking
meetings.

Premier Global
PowerMyInterview™ Exclusive Research Capabilities
Interactive Interview Technology

Live and On-Demand Modules

Industry Leading Entrepreneurial Covering 20+ Key Job Search
and Retirement Planning Online Strategies
Portals

Comprehensive Career Portal PowerMyJobSearch™ Analysis

to Ensure Job Search Success that Generates Interviews

PowerMyResumeCV™ Highly Competitive

Targeted Job Lead Resumes and Online Portfolios
Generation and Job Boards Leveraging Social Networks

Local Market Experts and Connections

24
Page 5 Waldron CPI Proposal

10. Continued

JOB SEARCH
MILESTONES AND DELIVERABLES

Orientation & Assessment

• Create public exit statement
• Establish best fit career goals
• Assess skills, values, and interests

Job Search Tools Development

• Develop your employment brand
• Generate competitive resume, CV, and biography
• Build digital tools: LinkedIn and other social media profiles
• Write cover letters, critical correspondence, and elevator pitch
• Develop results oriented networking techniques

Job Search Execution

• Formulate strategic approach to the search
• Personalized digital plan
• Build action plans for executing the search
• Set goals for day-to-day results

Research & Networking

• Initiate results-oriented networking protocols
• Leverage connections, networks, and search firms
• Mine job leads and use research tools to your advantage

Practice Interviewing
• Learn the best ways to generate an offer
• Learn typical interview formats and techniques
• Record practice interviews and receive valuable feedback

Job Offers
• Clarify required criteria
• Evaluate and negotiate offers
• Accept best fit offer
Page 6 Waldron CPI Proposal

10. Continued

Retirement Transition Option: New Horizons™ is a retirement readiness

solution exclusively from Waldron CPI that offers a comprehensive and unique
ALTERNATIVES TO methodology to map out the next stage of their lives. Whether ending their
traditional working life in just a few weeks, or establishing a plan, years in
RE-EMPLOYMENT advance, clients work through a defined and complete planning process to
achieve their goals.
The New Horizons™ program begins with an assessment to help participants
contemplating retirement create a comprehensive and holistic self-portrait
of their desired future. The program does not assume any particular type of
retirement lifestyle; instead it helps individuals identify and plan for new ways
of living that speak to each person’s passions and aspirations. Psychological
hurdles of retirement are also addressed, such as the transition in status one
experiences when exiting the workforce.
Entrepreneurial Support Option: Throughout our 35-year history, Waldron
CPI has assisted numerous executives and individuals in successfully starting or
purchasing a new business. Projects range from an individual consulting practice
to a venture funded biotech launch, incubated within our offices. Participants
benefit from a trusted advisor as they move forward into the next phase of their
career. Consultants provide coaching and support on:
• The “fit” for entrepreneurial ventures
• Techniques for starting or buying a business, franchise, or other venture
• Evaluating the business concept
• Market research
• Developing a business plan and marketing materials
• Initiating a go-to-market plan
Page 7 Waldron CPI Proposal

10. Continued

COMPLEMENTARY In addition to individual services, we offer the following group-based options:

OFFERINGS TO Fast Start Career Transition Workshops: Conducted in 1- or 2- day

INDIVIDUAL SERVICES
sessions, Waldron CPI Fast-Start career transition workshops are focused
on educating PSJH caregivers to carry out an effective job search. The highly
interactive sessions allow participants to start moving forward through a process
of assessments and activities that build confidence and momentum in looking for
a new position.
Workshops are designed for PSJH caregivers. By keeping the group to 15 - 20
from the same organization, common experiences and values drive greater
participation and interaction and foster a sense of community and support in
approaching the search.
All workshops can include one-on-one sessions with a qualified consultant to
receive individualized support on refining the resume/CV, cover letter, or search
strategy, preparing for an interview, or finalizing an offer.

Dedicated Career Center: A dedicated Career
Center, staffed by experienced Waldron CPI career
consultants, is a highly efficient and effective means of
supporting transitioning employees. A Career Center
offers the opportunity to provide high-touch, high-
quality services in a convenient location that meets the
flexible nature of employees’ schedules. PSJH caregivers
can schedule individual appointments or drop in to
receive assistance regarding their individual issues.
In addition to individual consultations, the Career
Center offers the opportunity to host networking
meetings facilitated by a consultant. Networking
meetings are scheduled around the demand of the
employees and focus on sharing ideas and experiences
including networking, generating job leads, and
identifying target organizations.
Learning modules can also be offered through the
Career Center. Learning modules are group sessions
60 to 90 minutes in length that offer more in-depth
training on different elements of the job search.
Career Fair: It is common for employers throughout the
region or country to contact companies when a reduction in
force becomes public. We can assist you in coordinating the
interested employers and identifying additional employers
through a dedicated Career Fair.
Career fairs are specifically designed with the needs of your
employees. Identifying which employers are of interest and
what industries would have the most opportunity, we pull
recruiters and hiring managers from top companies and fa-
cilitate an open dialogue between recruiters and candidates.
Waldron CPI has successfully planned and managed career
fairs for between 5 and 30 employers to meet candidates
transitioning out of one company. We provide training to the
participants to ensure they are prepared and maximize their
time while at the fair. The success of our career fairs is evi-
dent by the number of interviews participants receive and
the strong contacts they develop in target organizations.
Page 8 Waldron CPI Proposal

10. Continued

VIRTUAL We understand the challenge employers face in providing services when budgets
are tight. We remain committed to our clients and assisting them in successfully
SELF-DIRECTED transitioning employees, and as such, have developed a comprehensive line of
SERVICES virtual services to address budget concerns associated with larger staff reductions.

Our digital career platform, PowerMyCareer™, provides ubiquitous “self-serve”

access to tools and resources that facilitate all phases of the career transition pro-
cess. Participants with access to PowerMyCareer™ have access to technical support
to assist them in gaining access and utilizing the resources.

We believe strongly that all employees benefit from some level of personal inter-
action with a professional consultant. To accommodate those needs, all users have
access to highly qualified consultants through regularly scheduled live webinars
on critical transition related topics. The number of participants on each webinar is
limited to ensure everyone can have their questions answered during the session.

In addition to Self-Directed services, we can provide personalized consulting to

individuals through our dedicated support services. You can allocate a set number
of hours of consulting for specific individuals or purchase virtual based consulting
for a specific duration of time.
Page 9 Waldron CPI Proposal

10. Continued

As a part of Waldron CPI’s solution, the following services are available to employers
HOW WE to support the organization as it plans for, and navigates, employee separations:
SUPPORT PSJH Reduction in Force Planning Support: Thoughtful and effective planning is key
to the logistical effectiveness of any reduction in force. It is critical that the notifica-
tion process is conducted in an effective manner that treats each employee with re-
spect and dignity. In addition to the interaction you have with your attorney, we can
assist you in planning the behavioral components of the reduction in force process.
Services available include:
• Development and deployment of the communication strategy and identification
of messages to be communicated to impacted employees, remaining employees
and the public.
• Review of services with leadership to ensure programs are tailored to the needs
of their stakeholders.
• Logistics planning including timing, location and sequence of notification meet-
ings and aligning appropriate staff and consultant resource needs for each
location.
Reduction in Force Manager’s Training: Manager Notification Training is
designed to give both a general understanding of the dynamics of the notification or
separation process, as well as information on how to gracefully conduct the actual
meeting.
Onsite Notification Support: Notification services include career consultant
meetings immediately following the notification. Impacted employees meet one-on-
one with a qualified consultant for immediate support from an independent party
and learn about the generous benefit. This enables employees to speak to an exter-
nal party as they deal with their emotions, think through the message they will deliv-
er to family/friends/contacts and begin the process of regaining a sense of control. 

Page 10 Waldron CPI Proposal

SERVICE SUPPORT PHILOSOPHY

13. Describe your service support philosophy, how it is implemented, and how
you measure its success in maintaining this philosophy.
Waldron CPI views service support through two lenses: 1) through the experience of impacted caregivers using career
transition services, and 2) through the organization’s lens and the experience of Providence St. Joseph Health (PSJH) HR
team members responsible for outplacement/career transition services.

Regardless of which we are working with, Waldron CPI leads with a high-touch, respectful, responsive, and customized
philosophy: each individual and organization is unique, has its own requirements/needs, and our approach is to work
with clients “one engagement at a time.”

When implementing this philosophy with caregivers utilizing services, we know our approach is working based on the
results and feedback.

1 Effective Job Searches

One caregiver at a time. No matter how a service provider approaches the work, touts their

methodology or technology. CPI has the best results. 80% of individuals land positions of

equal or greater compensation.

2 Client to Coach Ratio

Our best in industry ratio allows us to deliver that promise of individual coaching for all

impacted caregivers.

3 Geographical Footprint
350 locations: our focus on the individual, in all of your locations, results in high-touch,
personalized career transition support for PSJH’ caregivers.

4 Deep Local Community Involvement

Deep networks to asist transitioning caregivers.

5 Social Purpose Mission

Our connection and commitment to our served communities aligns with your commitment

to deliver on your brand promise.

Page 11 Waldron CPI Proposal

13. Continued

MEASURING SUCCESS
STRONG FOCUS ON RESULTS
We know our differentiators and advantages make us the leading choice for career transition because of the
results we get: Waldron CPI individuals average time to re-employment is 2.73 months; 80% land positions of
equal or greater responsibility and compensation; 96% of our impacted individuals are highly satisfied (Waldron
CPI has the highest “very satisfied” rating); and we are proud of our exceptionally high industry-leading Net
Promoter Score of +78.

Specific to PSJH, since 2010, 83% of employees referred to us have used services. They are very loyal to Waldron
CPI as their Net Promoter Score is +89.0 with 69% responding to our survey.

CPI’S NET PROMOTER SCORE WITH PSJH CLIENTS:

+ 89

Local Market Experts 30:1 2.7 Months

More than 350 locations Industry’s best Client to Industry’s fastest average
worldwide Coach ratio time to re-employment

80% +78 96%

Industry’s best percentage for Industry’s highest Highly satisfied Participants
landing at equal/greater level Net Promoter Score
Page 12 Waldron CPI Proposal

Our partnership with PSJH HR team members would be structured in a way that meets the demands of a trans-
forming and growing organization. We are nimble and able to respond and act quickly. We do this by appoint-
ing a global lead Account Director for your account who is then responsible for all first line communication with
you and our partners around the US. This ensures that you know who is accountable, with whom to liaise and
provides clear direction for our national team.

We will continue to have Kate Lang and her team at Waldron CPI in Seattle partner with your headquarters HR
team. Waldron CPI will work with you to map communication channels and responsibilities to ensure that there
are clear relationships and accountability.

The responsibilities of Kate Lang and the Seattle-based Waldron CPI team include the following:

• Effectively manage client implementation including contract confirmation, service metrics development,
deliverables and outcomes identification, client and team training, and technology customization.
• Oversee service delivery including strategy, best practices, day-to-day client activity, and quality.
• Ensure timely impacted caregiver outreach and engagement, initial meetings, engagement management,
and follow up.
• Proactively involve PSJH as needed with individual caregivers’ situations and requests, ensuring open com-
munication and high-level alignment.
• Strive for continuous improvement in service metrics including engagement, time to land, survey returns,
and Net-Promoter Score.
• Work together with PSJH to ensure a strong partnership and effective desired outcomes.
• Ensure invoicing and finance activities are smooth.
• Troubleshoot issues, provide solutions, and problem resolution if needed.
• Work with delivery teams as needed to support individuals at all levels.

Of Waldon CPI’s current customer portfolio, 38% of our customers have been working with us for over 10 years.
We are especially proud of this high percentage in light of Waldron’s continuing growth in customer base. We
rely heavily on constant feedback from our client companies and ensure we’re meeting at least annually to
assess what is working well and what could be better as well as reviewing key performance metrics including
usage/engagement and Net Promoter Score.
Page 13 Waldron CPI Proposal

REACHING OUT TO IMPACTED

CAREGIVERS
14. What is your process in reaching out to caregivers that are impacted?

With over 30 years of experience, we know that a key factor in helping an individual navigate the emotions
of being laid off/let go include early contact with a career consultant expert. Because of this, Waldron CPI
has service level agreements with our clients that set expectations of reaching out to referred individuals
within 8-business hours of receiving the individual’s contact information. Our best practice is to contact the
individual by phone with a follow up email if we do not make contact during the initial call. Our efforts to
reach individuals continue with regular outreach for up to 90 days. Additional methods of outreach include
prescheduled webinars specifically targeted for Providence St. Joseph Health (PSJH) impacted caregivers and
onsite support during time of notification.

We offer onsite notification support to all of our client organizations. This allows us to meet impacted
caregivers immediately following their separation conversation and is intended to help employees deal with
the emotional stress, think through the message they will deliver to family/friends and begin the process of
regaining a sense of control by helping them understand they have a partner with whom to go through their
transition. We emphasize caregiver dignity and respect.

Our engagement rate for PSJH referrals is 83%; we would expect that percentage to increase as we do not
currently receive contact information and cannot offer proactive outreach to current impacted individuals.

83%
Engagement Rate

Within 8
We align
PSJH refers business Individual
individual
an hours we starts
with a
individual contact services
coach
individual
Page 14 Waldron CPI Proposal

WEB-BASED REPORTING TOOL

16. Do you have a web-based maintenance reporting tool?

PowerMyCareer™ for HR allows Providence St. Joseph Health (PSJH) transparent access to secure real-time status reports
and customized reporting. You are given an up-to-the-minute view of all active impacted employees using our services in
any location globally. You can quickly view the list of individuals, assigned program, last milestone achieved, and program
status. In addition to viewing previously referred caregivers and their engagement in services, this tool allows PSJH HR
direct access for uploading individual and batch load of referrals for services.

ACCESS TO PARTICIPANT STATUS ACCESS TO STANDARD AND

• Milestones achieved CUSTOMIZED DASHBOARDS AND

• Monthly narrative reports REPORTS

• Engagement
ABILITY TO ADD PARTICIPANTS • Program Status
• Individually • Financial Statistics
• Batch import • Landings (Days to Land &
Quality of landing)
Page 15 Waldron CPI Proposal

CUSTOMIZED REPORTS
22. Does the system provide the ability to deliver on demand customized reports
based on predefined templates? If so, please provide a list of reports that are
standard and options for customization along with samples.

PowerMyCareer™ for HR allows transparent access to secure real-time status reports and customized reporting.
You are given an up-to-the-minute view of all active impacted employees using our services in any location globally.
You can quickly view the list of individuals, assigned program, last milestone achieved, and program status.

We use a milestone-based system to track each and every program delivered. Our programs are tracked based on
the most important deliverables of the program. The milestones are unique depending on the program selected
for the individual, and as they are completed you can view real-time completion dates of those milestones. This
area also allows our career consultants to track the deliverables of each individual’s program, your Account Director
track overall project delivery, and you can utilize our business analytics and reporting.

We understand the sensitivity of the information collected, and we have built in security to allow only designated
staff access to specific employee records. For example, we can setup an enterprise manager to view all users, and
then segment different managing departments to see only specific individuals’ information.

Most importantly, we will only present you with information allowable by local laws to ensure the privacy laws are
followed in each jurisdiction.

The satisfaction dashboard displays satisfaction survey results for your projects and employees. The company
dashboard includes onscreen reports for additional satisfaction information like consulting performance, satisfac-
tion of resume development and technology. This information is available immediately as individuals complete our
mid and end of program surveys.

Quality of Landing Sample Engagement Sample Days to Land Sample

Page 16 Waldron CPI Proposal

22. Continued

A differentiator for us is our Business Intelligence for project management including secure on-demand dash-
boards and reporting of all projects system-wide. Additional reports can be created based on your needs. Waldron
CPI can generate reporting directly to Providence St. Joseph Health in multiple ways, in multiple data fields, based
on specific requirements, and at no additional cost. While we have standardized reports available on a weekly,
monthly, quarterly, or annual basis, complete customization of these reports can be directly made available. If you
would prefer online access, Waldron CPI can provide a dedicated portal that will provide online access to autho-
rized personnel. This will give access to real-time information on content of choice, including the status of each
displaced employee and overall year-to-date status of all displaced employees.

Customized: Additionally, we can provide reports on any data that we currently collect along with offering report-
ing capability on data that we may not currently collect, which may be of interest to PSJH.

COMPANY VIEW OF SATISFACTION DASHBOARD

Satisfaction Sample

Spend Sample
Page 17 Waldron CPI Proposal

IMPLEMENTATION TIMEFRAME
25. What is the timeframe for implementation of your solution? (Please base your numbers on a comparable client as
Providence Health & Services and take into account the complexity of our organization and the conversion of our
existing case management data) Include a timeline with implementation activities.

Standard Setup/Implementation Customized Setup/Implementation

Step 1 1 Hour 1 Hour

Step 2 2 Hours 2 Hours

Step 3 1 Hour 3 Hours

Step 4 2 Hours TBD

Step 5 2 to 4 Hours TBD

Step 6 2 to 3 Hours 3 Hours

Step 7 1 Hour

Step 8 2 Hours

Step 9 2 to 3 Hours

Step 10 2 to 3 Hours

Step Description Step Description

1. Identify key Providence St. Joseph Health users
and decision makers for PowerMyCareer for HR
2. Provide high level overview of reports and in-
formation available through PMC for HR about
caregivers using services
3. Work with decision makers to identify who
should get access
4. Develop & approve training schedule
5. Create & test users in system and send access
information
6. Conduct user training (in person, webinars, etc)
1. Identify key Providence St. Joseph Health users
and decision makers for PowerMyCareer™ for HR
2. Provide high level overview of reports and in-
formation available through PMC for HR about
caregivers using services
3. Work with HR to identify customization needs and
requirements
4. Work with developer on scope and development
time including testing
5. Implement customized reports/dashboard
6. Develop customized training materials
7. Work with decision makers to identify who should
get access
8. Develop & approve training schedule
9. Create & test users in system and send access
information
10. Conduct user training (in person, webinars, etc)
Page 18 Waldron CPI Proposal

Talent.
Leadership.
Social Impact.

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