Management Scorecard — Target Hospital System
Forecast reliability × comp × tenure × prior role
🛡️ Public data only — no PHI permitted on this instance.
Management Scorecard
Target Hospital System
4 executives scored · MEDIUM confidence · 3 red flags (1 critical)
⚠ 1 CRITICAL red flag across the executive team. Partner reference calls and legal-review sign-off are blocking items. Apply 12% haircut to FY1 EBITDA guidance per CEO/CFO historical miss rate.
Team aggregate
68 / 100
role-weighted (CEO 35% · CFO 25% · COO 20% · other 20%)
Team size
4
C-suite profiles assembled
Red flags
3
1 CRITICAL
Guidance haircut
11.5%
applied to FY1 EBITDA
EBITDA Bridge · Management-Reliability Lever
Forecast haircut recommendation
Recommended haircut
11.5%
of FY1 EBITDA guidance
Source executives
Jane Doe, Robert Smith
historical miss rate
Confidence
HIGH
data breadth
How to use: Apply 12% haircut to FY1 guidance — modest management-reliability discount. Use the haircut version as the bridge base case.
How to read these cards: Each executive scores 0–100 on four dimensions. Overall score is a weighted average with a red-flag override — any dimension below 30 caps overall at 40 so partners see structural problems. Card color band reflects overall score. Hover each dimension tile for the specific definition. Red-flag rows at the bottom of each card are the partner-actionable items.
Score bands:◆ 0-40 red flag◆ 40-60 weak◆ 60-80 good◆ 80-100 strong
Executive scorecards · red flags first
Overall
64 / 100
Forecast reliability
42 / 100
WEAK
Forecast reliability is weak — average miss 11.5% across 4 periods. Haircut 12% of FY1 guidance and rebuild the bottom-up model.
Comp structure
95 / 100
STRONG
Comp at p75 (above market but defensible) · equity rollover aligns incentives · clawbacks in place · performance-weighted bonus.
Tenure
70 / 100
GOOD
3.5 years at facility — partially seasoned but short of the 5-year stability benchmark.
Prior-role reputation
66 / 100
GOOD
Prior-role record is mixed: RegionCo Health (CEO) · Strong Exit, Steward Regional (COO) · Chapter 11.
CRITICALPrior role at Steward Regional ended in Chapter 11. Reference-check this period; ask partner whether this executive was accountable for the outcome.
Suggested guidance haircut: 11.5% based on this executive's historical miss rate.
Reference note:Partner call with 2 prior board members — credited for RegionCo turnaround; Steward role was operational, not strategic.
Overall
40 / 100
Forecast reliability
50 / 100
WEAK
No historical guidance-vs-actual supplied. Score defaults to neutral; partner reference calls are load-bearing here.
Comp structure
20 / 100
RED FLAG
Comp above p90 — stark-exposure / retention risk if restructured · no equity rollover — incentive gap post-close · no clawback provisions · flat bonus structure.
Tenure
16 / 100
RED FLAG
0.8 years at facility — interim / recent appointment; partner should ask why the prior executive left.
Prior-role reputation
60 / 100
GOOD
Prior-role record is mixed: Academic Medical Center (Dept Chief) · In Progress.
HIGHComp structure scores 20/100 — either Stark risk (above-FMV) or retention risk (below-FMV) needs to be addressed at close.
MEDIUMExecutive has 0.8 years at facility — partner should understand why the predecessor left.
Reference note:Recent hire — partner should ask why the prior CMO left; comp above p90 is Stark-exposed.
Overall
71 / 100
Forecast reliability
85 / 100
STRONG
Over 3 periods, management missed by an average 3.0% (worst miss 3.3%). Apply 3% haircut to FY1 guidance.
Comp structure
85 / 100
STRONG
Comp at specialty p50 · equity rollover aligns incentives · no clawback provisions · flat bonus structure.
Tenure
40 / 100
WEAK
2.0 years at facility — partially seasoned but short of the 5-year stability benchmark.
Prior-role reputation
60 / 100
GOOD
Prior-role record is mixed: HealthCo (VP Finance) · In Progress.
Suggested guidance haircut: 3.0% based on this executive's historical miss rate.
Overall
80 / 100
Forecast reliability
50 / 100
WEAK
No historical guidance-vs-actual supplied. Score defaults to neutral; partner reference calls are load-bearing here.
Comp structure
95 / 100
STRONG
Comp at specialty p50 · equity rollover aligns incentives · clawbacks in place · flat bonus structure.
Tenure
100 / 100
STRONG
6.0 years at facility — stable.
Prior-role reputation
95 / 100
STRONG
Prior-role track record is strong: NationalHealth (VP Ops) · Strong Public.
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