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' <br /> of the finai decision reached. We suggest, however, that it is more proper for the Mayor to directly notify ail , <br /> unsuccessful candidates whom City interviewed of the final result. <br /> SMC is an equal opportunity employer and recruiter, and will not discriminate against any employee or � <br /> applicant for employment because of race, religion, creed, color, sex, disability or national origin. <br /> E. Establish Eva/uation Crlteria � <br /> ' Mana er has been on board for 30 da s or so, we will conduct a session with the City <br /> Once the new City g Y <br /> Council and with the new Cit Manager to establish mutual pe�formance criteria and goals for the position. <br /> Y <br /> F. FoAow-ua � <br /> We will follow-up with the City and the new City Manager during the first year and assist in making any ' <br /> adjustments that may be necessary. <br /> G. Reporting , <br /> We will keep the City ir�formed, involved in decisions and involved in the search process at all times. <br /> H. chedule ' <br /> The search process normally takes between sixty(60)and ninety(90) days to complete and typically follows <br /> the following pattern: � <br /> DAYS <br /> ,, _ � <br /> , . . ,: <br /> ' STEPS ` 130:= ; '30-45 4S60 60-360 <br /> 1. DEVELOP SEARCH PROCESS,RECRUITMENT PROFILE <br /> AND ADVERTISING PROGRAM FGR CITY COUNCIL OF ,/ � <br /> COMMISSIONERS APPROVAL <br /> 2. IDENT�FY QUALIFIED CANDIDATES,REVIEW DATA <br /> BASE,NETWORK,RECEIVE AND REVIEW RESUMES ✓ ✓ ' <br /> 3. SCREEN 8 EVALUATE PROSPECTIVE CANDIDATES ✓ <br /> 4. PROGRESS MEETING AND REPORT ✓ <br /> 5. INTERVIEW AND EVALUATE PROSPECTIVE ✓ ✓ ' <br /> CANDIDATES <br /> 6. SUBMIT FINAL REPORT AND RECOMMENDATIONS, � <br /> ASSIST IN SELECTION,FACILITATE EMPLOYMENT , <br /> 7. ESTABLISH EVALUATION CRITERIA AND FOLLOW-UP ✓ <br /> ' <br /> , <br /> ' <br /> 1 <br /> Prepared for the CITYOF DECATUR,lLL/NO/S by Slavin Management Consuttants , <br /> 4 <br />