R99-92 AUTHORIZING AGREEMENT - Laserfiche WebLink

Home Browse Search

' ll. THE SEARCH PROCESS AND SCHEDULE � We recommend a five-step process as follows: � • Define job qualifications and requirements for the position —the"Recruitment Profile." , • Identify and recruit qualified candidates. • Evaluate prospective candidates. , • Make recommendations, help in selection and facilitate employment. • Establish evaluation criteria and follow-up. � Each step of this process is described below. ' A. Define Position Profile We will meet with the Mayor and City Council members as well as with staff, and citizen (if the City Council � wishes)to leam the City's needs,focus and requirements such as experience, education and training as well as prefe�red management style and personal traits. In developing the recruitment profile,we will spend a considerable amount af time at the beginning of the process in Decatur to gather additional information about � the City and to ascertain, the unique challenges of the job and the general environment within which the position functions. Once we have gained the necessary iriformation,we will prepare a draft recruitment profile and review it with ' the City Council to arrive at a general agreement regarding the specifications for the position. The final profile will include information about the region,the City of Decatur, the City government, major issues to be faced, the position and the selection criteria established. , B. ldeatify Qual�ed Candidates We will first review our database to find those candidates whom we may already know and/or already have , on file who may meet your specifications. Although the above process is valuable, we will rely most heavily on our own contacts in related fields and on our own experience. In other words, through "networking," we will conduct a professional search for the best-qualified candidates and invite them to apply for the position.� � Based on our discussions with the City Council, we wilf place advertisements in appropriate professionat journals, local newspapers, and specialty publications to encourage applicants to apply. We acknowledge � all resumes received and thoroughly screen all potential candidates. C. Eva/uate Prospective Candidates Preliminary Screening and Progress Report � Criteria for the preliminary screening wilt be contained in the approved "Recruitment Profile." They may include such items as education, technical knowledge, experience, accomplishments, management style, ' personal traits, etc. Screening of candidates against those criteria wilt be based on data contained in the resume and other data provided by the candidates and on our knowledge of the organizations in which they work. At this stage, each must meet the minimum qualifications specified in the Recruitme�t Profile. � We request that all candidates provide us, in writing, substantial information about their accomplishments and their management style and philosophy. This information is verified and, at the City's option, may be further tested by having the finalists respond to a supplemental questionnaire and/o�complete management ' Prepared for the CJTY OF DECATUR,ILUNOlS by Slavin Management Consultants , 2