HCFM Career Development

1. HCFM Career Development Presented by: Jack Gosselin, FASHE, CHFM Principal, Gosselin Associates Mystic, CT

2. Presentation Outline Background and Perspective State of the Discipline Organizational Perception Management of Expectations Required Proficiencies Emerging Competencies Credentials Compensation Trends Succession Planning

3. Background and Perspective Biography ASHE Board SLAM Assignments Search Consulting FM Departmental Development Biography ASHE Board SLAM Assignments Search Consulting FM Departmental Development

4. State of the Discipline Role Evolution Industry Demands Emerging Trends Traditional vs. Today-CHANGE Integrating FM as a Function of Patient Care New Organizational ExpectationsTraditional vs. Today-CHANGE Integrating FM as a Function of Patient Care New Organizational Expectations

5. Organizational Perception Discrepancies Between Institutional Leadership and the Profession Definition of the Role The Cross Section of Responsibility What the C-Level wants? Define the critical accountabilities from your executive�s perspective your colleague�s your employee�sWhat the C-Level wants? Define the critical accountabilities from your executive�s perspective your colleague�s your employee�s

6. Management of Expectations Understanding Organizational Dynamics Identification of Stakeholders Management of Diverging Agendas Institutional Functionality Political Influences Customer Identification Education of Senior Leadership Dysfunctional OrganizationsPolitical Influences Customer Identification Education of Senior Leadership Dysfunctional Organizations

7. Required Proficiencies Planning, Design and Construction Asset Management Technology Integration Real Estate Development Environmental Sensitivity Compliance/Code Management Capital Justification/Life Cycles Purchase, Leasing, Management Green Initiatives Capital Justification/Life Cycles Purchase, Leasing, Management Green Initiatives

8. Emerging Competencies Fiscal Accountability Strategic Thinking Clinical Care Process Industry Trends ROI, Infrastructure Regeneration Business Mentality Strategic vs. FMP Market Growth Soft Stuff: Visibility Communication Credibility ROI, Infrastructure Regeneration Business Mentality Strategic vs. FMP Market Growth Soft Stuff: Visibility Communication Credibility

9. Credentials Education Certifications Experience Professionalism Relationship/importance of each component Accomplishments vs. Experience Resume development Sell yourself-be soldRelationship/importance of each component Accomplishments vs. Experience Resume development Sell yourself-be sold

10. Compensation Trends Notable Increase in Compensation Throughout the Discipline Compression within Position Titles/Organizational Size Pay for Performance Regional Discrepancies Explanation of title trends Bonuses higher for PDC Measurable performance COL FactorExplanation of title trends Bonuses higher for PDC Measurable performance COL Factor

11. Succession Planning Definition: The Creation of a Continuous Track of Evolving Leadership to Address Management Transition Implementation at all levels Forecasting needs vs. filling a vacancy Most essential in FM responsibility Victimizing through promotionImplementation at all levels Forecasting needs vs. filling a vacancy Most essential in FM responsibility Victimizing through promotion

12. Succession Planning Steps Define the current and future leadership needs-organizational and departmental. The evaluation of potential internal leaders. Assessment of external talent and strategies for recruitment. Transition duration and information transfer. Very essential in the FM discipline Hurdles/Roadblocks: lame ducks possessive of information expense Clear Communications Internal vs. ExternalVery essential in the FM discipline Hurdles/Roadblocks: lame ducks possessive of information expense Clear Communications Internal vs. External

13. QUESTIONS AND DISCUSSION