1. 1 PROPRIETARY & CONFIDENTIAL – © 2014 PREMIER, INC. NYHQ DSRIP Workforce Committee Kick-Off Meeting March 2015

2. 2 PROPRIETARY & CONFIDENTIAL – © 2014 PREMIER, INC. Welcome & Introductions PPS Overview & Organizational Structure DSRIP Updates Progress To Date Implementation Plan Committee Purpose Implementation Plan Draft – Review Revision process Resources Next Steps » Implementation Plan – Final Submission (April 1, 2015) » Next Committee Meetings Agenda

3. 3 PROPRIETARY & CONFIDENTIAL – © 2014 PREMIER, INC. Executive Committee Executive Committee PAC AuditCompliance PPS Organizational Structure *Sub-Committees & Workgroups will be formed as needed. NYHQ NYHQ Lead Hospital Practitioner Engagement NYHQ Board of Directors Cultural Comp & Health Literacy Long Term Care High Risk Population Behavioral Health & Primary Care Integration Communications Workforce IT & Performance Reporting Clinical Integration & Population Health Mgmt Finance PMO PMO

4. 4 PROPRIETARY & CONFIDENTIAL – © 2014 PREMIER, INC. PPS Org Structure: Committees

5. 5 PROPRIETARY & CONFIDENTIAL – © 2014 PREMIER, INC. CNA Completed & Projects Selected – DSRIP Updates

6. 6 PROPRIETARY & CONFIDENTIAL – © 2014 PREMIER, INC. DSRIP Plan – December 2014 Scale & Speed – January 2015 Implementation Plan – April 2015 Actualization of Plans – Begin April 1, 2015 DSRIP Updates Documents Available: -DSRIP Applications -Scale & Speed by Project -Implementation Plan Draft Current State

7. 7 PROPRIETARY & CONFIDENTIAL – © 2014 PREMIER, INC. DSRIP Updates Distribution Year QuarterReporting PeriodQuarterly Report Due Payment Date Project Plan & Implementation PlanN/AApril 20, 2015 DY1 - Q2April 1, 2015 - June 30, 2015July 31, 2015October 29, 2015 DY1 - Q3July 1, 2015 - September 30, 2015October 31, 2015 April 1, 2016 DY1 Q4October 1, 2015 - December 31, 2015January 31, 2016 DY2 - Q1January 1, 2016 - March 31, 2016April 30, 2016 October 1, 2016 DY2 - Q2April 1, 2016 - June 30, 2016July 31, 2016 DY2 - Q3July 1, 2016 - September 30, 2016October 31, 2016 April 1, 2017 DY2 - Q4October 1, 2016 - December 31, 2016January 31, 2017 DY3 - Q1January 1, 2017 - March 31, 2017April 30, 2017 October 1, 2017 DY3 - Q2April 1, 2017 - June 30, 2017July 31, 2017 DY3 - Q3July 1, 2017 - September 30, 2017October 31, 2017 April 1, 2018 DY3 - Q4October 1, 2017 - December 31, 2017January 31, 2018 DY4 - Q1January 1, 2018 - March 31, 2018April 30, 2018 October 1, 2018 DY4 - Q2April 1, 2018 - June 30, 2018July 31, 2018 DY4 - Q3July 1, 2018 - September 30, 2018October 31, 2018 April 1, 2019 DY4 - Q4October 1, 2018 - December 31, 2018January 31, 2019 DY5 - Q1January 1, 2019 - March 31, 2019April 30, 2019 October 1, 2019 DY5 - Q2April 1, 2019 - June 30, 2019July 31, 2019 DY5 - Q3July 1, 2019 - September 30, 2019October 31, 2019 April 1, 2020 DY5 - Q4October 1, 2019 - December 31, 2019January 31, 2020 First Due Date

8. 8 PROPRIETARY & CONFIDENTIAL – © 2014 PREMIER, INC. Develop a structure for collaboration to focus on organizational functions and project implementation and outcomes specific to DSRIP deliverables according to the need of PPS partners and the community they serve. Committees will: Committee Purpose Refine & finalize Implementation Plans – Due April 1, 2015 High level milestones / Risks & Mitigations / Financial Milestone Dates Develop plans for actualization of functions or projects Project Plans Budgets Partner Expectations Engage key-stakeholders specific to project or function need Provide guidance for best practice standards & evidence based medicine protocols Recommend strategies or policies to the Executive Committee Establish monthly reporting expectations & communication channels for progress updates Partner with PMO to monitor monthly & quarterly deliverables Create workgroups to continue development or implementation

9. 9 PROPRIETARY & CONFIDENTIAL – © 2014 PREMIER, INC. Implementation Plan: Workforce Impact Analysis

10. 10 PROPRIETARY & CONFIDENTIAL – © 2014 PREMIER, INC. Implementation Plan: Workforce Impact Analysis

11. 11 PROPRIETARY & CONFIDENTIAL – © 2014 PREMIER, INC. Implementation Plan: Workforce Impact Analysis

12. 12 PROPRIETARY & CONFIDENTIAL – © 2014 PREMIER, INC. Implementation Plan: Workforce Impact Analysis

13. 13 PROPRIETARY & CONFIDENTIAL – © 2014 PREMIER, INC. Risk 1: Collaboration of all PPS partners regarding workforce strategy & change implementation Mitigation: Establish a well balanced Workforce Committee that is properly represented by PPS partners and ensure all organizations are committed to the success of DSRIP. Risk 2: Aligning organizations with vast diversity of HR policies, salaries, benefits to create synergy among the employee pool Mitigation: Allow for uniqueness of HR practices within organizations while ensuring project requirements and milestones are met. Maximize relationship with unions in order to allow for large workgroup impacts Risk 3: Potential threat of unlawful sharing of salary or benefit information among partners of the PPS. Mitigation: The Workforce Committee will work with legal council to outline regulations and establish expectations for all parties involved to ensure lawful data sharing Implementation Plan: Risks & Mitigations

14. 14 PROPRIETARY & CONFIDENTIAL – © 2014 PREMIER, INC. Risk 4: Ability to train & re-deploy staff in a timeline manner in accordance with the timing of each project. Mitigation: A detailed roadmap with timelines will be created (Milestone above) and cross-referenced to the overall project requirement timeline (speed, scale, & operational expectations) to identify risks and plan for alternative developments Risk 5: Capability of the workforce pool to make rapid evolutions to positions or training expectations as defined by the Workforce Committee or clinical integration process Mitigation: The Workforce Committee and PPS partners will work closely with 1199 and other unions as well as HR leadership to develop options for employee engagement to ensure understanding and interaction during the process Implementation Plan: Risks & Mitigations

15. 15 PROPRIETARY & CONFIDENTIAL – © 2014 PREMIER, INC. Cultural Competency & Health Literacy - The foundational processes of ensuring a culturally competent healthcare environment will require workforce training and/or retraining based on the service area or service type provided. The training will be an integral part of the Workforce planning & development to ensure proper funding of training, establishment of expectations, and continuation of training to ensure long-term quality improvements. IT Systems & Processes - PPS partners vary in regards to IT systems and processes as each have unique processes and use of electronic medical record system (or lack there of). All projects contain a component of data sharing or information exchange that will require training or particular skill- sets to ensure the successful implementation of the IT requirements. The Workforce Committee will be mindful of this dynamic while completing the current state analysis and training program. Implementation Plan: Dependencies

16. 16 PROPRIETARY & CONFIDENTIAL – © 2014 PREMIER, INC. Funds Flow & Budgeting - As the PPS establishes funds flow expectations that are coupled with top-down and bottom-up budgets, workforce will be a large component of the financial planning in order to adequately staff projects based on current & forecasted states. All committees and workgroups will include expectations of workforce planning in their charter to ensure adequate communication to the finance committee. Clinical Integration - The successful integration of new clinical requirements into existing workflows will hinge on proper training, staffing, and re-deployment of staff to allow for best practice implementation. Robust communication channels will be established between all committees and operational stakeholders to ensure a rapid response system of issues related to workforce issues. Implementation Plan: Dependencies

17. 17 PROPRIETARY & CONFIDENTIAL – © 2014 PREMIER, INC. Practitioner Engagement - Practitioner engagement will tie to Workforce in two main veins; (1) impact of the surrounding workforce in order to implement requirements and achieve goals, and (2) recruitment of practitioners in order to clinically staff projects and meet speed and scale expectations. The direct relation will be addressed in both the Workforce planning as well as the Practitioner Engagement/Communications workgroup that will be formalized. Projects - All projects are dependent on Workforce as the core principal of DSRIP is to transform the healthcare of our community. Project requirements cannot be implemented or goals and milestones met without the proper development of a dynamic Workforce strategy that will continuously evolve by distribution year to allow for market developments or partner changes. The clinical workgroups will have a direct line of communication to the Workforce Committee. Implementation Plan: Dependencies

18. 18 PROPRIETARY & CONFIDENTIAL – © 2014 PREMIER, INC. Implementation Plan: Roles & Responsibilities

19. 19 PROPRIETARY & CONFIDENTIAL – © 2014 PREMIER, INC. Implementation Plan: Stakeholders

20. 20 PROPRIETARY & CONFIDENTIAL – © 2014 PREMIER, INC. The concept of a shared IT infrastructure will support the plans for workforce transformation by allowing consistency to training modules and expectations in regards to patient care, cultural competency & health literacy, or IT processes. The concept of shared data will allow for a source of information pertaining to quality and care that will inform training needs. The development of an IT data repository will be a focus of the Workforce Committee to allow for warehousing of pertinent and legally shared information regarding HR at the PPS PMO level to track, trend, and report quickly and easily throughout the governing processes of the PPS. Implementation Plan: IT Expectations

21. 21 PROPRIETARY & CONFIDENTIAL – © 2014 PREMIER, INC. The Workforce Committee along with the PPS Project Management Office (PMO) will establish a Workforce Dashboard Reporting Tool (Milestone above) that will outline deliverables, risks, communication strategies, etc. for all functions related to workforce (training, recruitment, re-deployment, reduction). This tool will be used as a communication and accountability tool for all actionable items pertaining to workforce development. The reporting tool will rely on the input of the Workforce Committee as well as all PPS partners. Implementation Plan: Progress Reporting

22. 22 PROPRIETARY & CONFIDENTIAL – © 2014 PREMIER, INC. DY2 Q1 Define Target Workforce State DY2 Q2DY2 Q3 Compensation & Benefits Analysts DY2 Q4 Transition Roadmap Gap Analysis Develop Training Strategy Implementation Plan Milestones

23. 23 PROPRIETARY & CONFIDENTIAL – © 2014 PREMIER, INC. NYHQ Project Management Office (PMO) – Maria D’Urso – mda9005@nyp.orgmda9005@nyp.org Louisa Low – lil9084@nyp.orglil9084@nyp.org Crystal Cheng – crc9038@nyp.orgcrc9038@nyp.org NYHQ PPS Website - http://www.nyhq.org/dsripppshttp://www.nyhq.org/dsrippps NYS DSRIP Website - https://www.health.ny.gov/health_care/medicaid/redesign/dsrip/ https://www.health.ny.gov/health_care/medicaid/redesign/dsrip/ Applications - https://www.health.ny.gov/health_care/medicaid/redesign/dsrip/pps_applicati ons/ https://www.health.ny.gov/health_care/medicaid/redesign/dsrip/pps_applicati ons/ Resources

24. 24 PROPRIETARY & CONFIDENTIAL – © 2014 PREMIER, INC. Implementation Plan Revision Committee Feedback KPMG Feedback Committee Meetings Additional Members Implementation Plan Finalization Actualization Planning First Quarter Deliverable – Q2 DY1 Next Steps

25. PROPRIETARY & CONFIDENTIAL – © 2014 PREMIER, INC. Questions?