Laserfiche WebLink
� <br /> ' meeting we will determine City's e�ectations conceming the completion of the project. <br /> D. Selectfon and E�plovment <br /> � /n-depth Screening and Final RepoR....We request that semifinalist candidates provide us with substantial <br /> written information about their accomplishments and their management style and philosophy. This <br /> infqrmation is verified. <br /> I ' At this point, we will interview those semifinalist candidates whom the City has the greatest interest in. <br /> Proper '�t" is as important as technicat ability. We assess both. In order to better assess candidates' <br /> management style and interpersonal characteristics, we personally interview each in his or her present <br /> � <br /> work envfr+onment. We will Gosely examine each candidate's expenence, qualifications, achievements, <br /> management style and interpersonal skilfs in view of the selection crite�fa and our professiona! expertise in <br /> evaluating the quality of such qualifications, skills and achievements. <br /> , We condu�t in-depth background checks on those individuals who continue to demonstrate their overall <br /> suitability for the position. InGuded are detailed and extensive reference checks which cover a minimum <br /> , period of ten years. In conducting these, it is our practice to speak directly to individuals who are now or <br /> have been in positions to evaluate the candidate's job pertormance. We ask each candidate to provide us <br /> with a large number of references. We then network these references to other persons who know the <br /> ' candidate. In this way, we thoroughly evaluate each candidate. <br /> As part of our evaluation process we conduct credit checks and verify undergraduate and graduate college ,: <br /> degrees. We also arrange for criminal history and driving record checks. At the City's option, we can arrange I <br /> ' for assessment centers and/or psychological(or similar)testing of the candidates. (These optional items may <br /> result in extra cost.) <br /> � Ne�ct, we will meet with City management to present a group of wetl-qualified finalist candidates for interviews <br /> in Decatur. These final candidates will not be ranked because, at this point, they witl all be qualified and it <br /> will then be a matter of chemistry befinreen the candidates and Ci#y management that should produce the�nal <br /> selsction decision. <br /> ' Our final written report is a comprehensive document. It contains our candidate recommendations, details <br /> about the search, interview tips, interview questions, candidate evaluation forms and information about legal <br /> ' vs. illegal inquiries. The report also inctudes the candidate interview schedule as well as our recommen- <br /> dations relative to timing, sequencing, location, setting, format, and conduct of interviews. The report <br /> contains comprehensive information about each recommended candidate. This includes educational and <br /> experience information, an evaluation of the candidate's experience relative to the criteria established by the <br /> , City, a summary of reference comments and a statement of accomplishments and management style <br /> prepared by the candidate. Present compensation is also provided for each recommended candidate. <br /> � We will provide information about trends in employment, employment contracts and agreements, relocation <br /> expenses, perquisites, appropriate roles for spouses, �eceptions, etc. We arrange schedules for top <br /> candidate inferviews with the City and we will coordinate the entire process. <br /> 1 We will properly handle any and all media relations. Unless otherwise directed, it is our standard practice <br /> to tell all media that we are worfcing on behatf of the City of Decatur and that any public statement should <br /> come from the City directly. Under no conditions will we release information to the media unless spe�cally <br /> ' directed by the City to do so. <br /> Finally, we will notify all unsuccessful candidates who were not recommended for an interview with the City <br /> 1 of the final decision reached. We suggest, however, that it is more proper for the City to directly notify all <br /> unsuccessful candidates whom City interviewed of the final result. <br /> SMC is an equal opportunity employer and recruiter, and will not discnminate against any employee or <br /> , applicant for employment because of race, religion, creed, color, sex, disability or national origin. <br /> ' DECATUI�lLUNOIS 3 <br />