R89-98 AUTHORIZING CITY MANAGER TO ACCEPT PROPOSAL JENSEN-OLDANI AND ASSOCIATES, INC.

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. -' � Mr. Charles L. Phillips '� - Page� Four ��I B) Selected ad vertising through national publications and selected profes- sional associations. I C) Networking and direct inquiries with professional sources identified � through our research as prominent or knowledgeable in the field. D) Use of our knowledge of candidates from similar searches as a resource. In the event any of these candidates is appropriate for the position i and expresses an interest, he/she would be re-evaluated and measured , against the recruiting specification. II We keep appropriate records to ensure compliance with affirmative action ', requirements. We have established networks with minority and female ' leaders throughout the nation and are proud of our record of placement I�, of qualified minority and female candidates. Jensen-Oldani & Associates ' has adopted a corporate policy of equal employment opportunity and will not participate in any search effort where these principles are not � followed. * SCREENING: Our recruiting efforts generally identify 50 to 100 appli- cants depending upon the position and availability of skills in the marketplace. From this group we review the credentials of each appli- cant based on his/her resume, referral source comments, and when appro- priate, telephone interviews. We compare this information to the re- quirements developed in the recruiting specification and generate a list of 12 to 15 candidates whose backgrounds and experience closely fit the requirements of the position. At this time we present this semi-final - ist list to the client for discussion, review, and authorization to travel to these candidates' locations for comprehensive interviews. The list will include a brief synopsis of each candidate's background, but because at this phase of the process we have not had the opportunity to interview the candidate, we will not include any evaluative comment pertaining to management style and personal traits and characteristics. * CONSULTANT INTERVIEWS AND REFERENCING: After obtaining authorization for travel , Jensen-Oldani & Associates conducts i�-depth interviews with each of the semi-final candidates in the candidate' s home city. While in the candidate' s city, we also take advantage of the opportunity to research the city and gain an understanding of the circumstances, demo- graphics and issues which form the environment in which the candidate has worked. Our interviews are conducted using a set of questions which have been developed by Jensen-Oldani & Associates to measure management skills, interpersonal skills, and personal traits and characteristics. These questions are combined with a set of questions developed specifically for the position using issues identified in the recruiting specifica- tion.