Driving Cost Savings, Compliance, and Quality By Managing your non-Employee Workforce The information contained in this presentation is confidential and proprietary to RightSourcing, Inc. It is delivered to you solely for your confidential use and with the express understanding that, without the prior written consent of RightSourcing, you will not release this document or discuss the information contained herein or make reproductions of or use this document for any purpose other than the one for which it was intended.

Introductions Karen Feeney SHRM-SCP, FMP Senior HR Operations Manager Slide 2  Nation's first hospital devoted exclusively to the care of children  Ongoing commitment to exceptional patient care, training new generations of pediatric healthcare providers, and pioneering significant research initiatives  US News & World Report’s Honor Roll of the nation’s best children’s hospitals  Implemented RightSourcing’s MSP for IT and Non-Clinical in 2012 and Clinical in 2015

Introductions Leanne Oatman President & Co-Founder RightSourcingUSA.com Slide 3  Purely vendor neutral MSP  Ranked largest healthcare MSP by Staffing Industry Analysts  Whole house expertise  100% dedicated to healthcare  Intellectual capital, people, technologies  $2B+ in managed spend  Joint Commission certified

Healthcare Contingent Workforce

Polling Questions 5

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Initial Challenges 7 Healthcare skills gap Contingent worker management Visibility Tracking Budgeting SOW Streamlining hiring processes Selection Vetting tool Contracts Administrative work Supplier Management AdoptAdapt Adept

Slide 8 Maturity Effectiveness Visionary Program Strategic Program Unmanaged Program Opportunity Program Unmanaged ProgramOpportunity ProgramEfficient ProgramStrategic ProgramVisionary Stakeholders UnawareNon-engagedActiveEngagedAdvocates Suppliers/Quality Not being managed, engaged, or measured High Level management and measurements Implement standard measures and track Utilize data to develop actionable steps to improve quality Partner with vendors to enable first class talent quality Data Visibility No visibility to contingent workforce or credible data Informal data collection with limited sources Implement VMS or program management & Metrics Develop customized reporting and forecasting models Enterprise-wide predictive analytics (SOW, Staff Aug, FTE) Processes No consistency or lack of efficiency Define SOP for CW management Implement and Harmonize CW governance practices Implement repeatable CW governance practices Global streamlined policy adoption Market Rates / Pricing Not market competitive, no management, over/under- paying talent Cost savings driven management Implement new cost savings methods driven by metrics Aligned cost savings modeling with strategic initiatives Tactically aligned company initiatives with market- competitive pricing structure Technology Efficiency None Off the shelf or proprietary tool Customizable tool Easy to use customizable tool Fully integrated, easy to use, and customized technology solution Risk Mitigation No screenings or reporting Basic elements of control are implemented Defined controls and process Stable controls and process developed for sustained needs Globally scalable and adaptive controls and process for future needs Efficient Program Contingent Workforce Program Maturity

Program Assessment 9 Decentralized or paper-based system Compliance concerns Visibility for contingent workers Too much time on non-core tasks -Sourcing, fielding calls from staffing companies, approving timesheets and invoices -Managing contingent workforce issues rather than employee recruitment and engagement Too many (or not enough) staffing suppliers Unfilled positions Cost concerns

Results 10 Cost Savings - $1M+ annual run rate Compliance Management Risk Mitigation SOW Management Access to new resources Widespread adoption and engagement Improved non-employee workforce output

Achievements Slide 11 SLAResult Time to Fill under 31 days 29 days Worker Compliance 100% PeopleFluent Availability 99% 99%+ Program Utilization 100% Program Savings 5% 5.4% (trending at $1M+ annually)

Lessons Learned 12 Program Goals -Realistic -Limited in scope -Evolving Metrics specific to goals Expectations for managers Ownership -Internal branding -Change management

Contact Information Leanne Oatman RightSourcingUSA.com Slide 13 Karen Feeney .chop.edu