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<br />TECHNICAL APPROACH <br /> <br />II. Technical Approach -- Outline <br /> <br />Colin Baenziger & Associates proposes to undertake a full-scale search that includes the following <br />tasks. A more detailed description follows this summary in "Appendix A: Technical Approach - the <br />Details". <br /> <br />· Meet individually with the City's elected officials to finalize the work plan and to develop a <br />complete understanding of the position, the City and the issues the new Manager will face. <br />We will review the description of the ideal candidate, the selection criteria and the target <br />compensation package. We will also confirm that our proposed project schedule (see Section <br />Ill) works with the elected officials' other commitments. <br /> <br />· Develop an advertisement and submit it to appropriate publications. We are assuming that <br />that the City wishes to do a national search. As such, we would place advertisements in the <br />publications of International City/County Management Association (lCMA) Florida League <br />of Cities (Datagram and Ken Small's CM's), and with the Florida City/County Management <br />Association (assuming it is compatible with our recruitment schedule). Should the City opt <br />to do a Florida only search, we would advertise in all of the preceding except the ICMA <br />Newsletter. <br /> <br />· Attend several Commission meetings in order to develop a feel for the group dynamics. <br />Doing so, in conjunction with the individual meetings with the elected officials, will provide <br />us with the information we need to determine who will be a good fit with the City as well as <br />help us assist potential candidates in understanding the situation should they accept the <br />position. <br /> <br />· Actively search for, identifY and recruit outstanding candidates who are best suited for the <br />position. To do so, we will use our network and consult our data base of quality managers. <br />From these two sources, we will develop a list of managers that we want to recruit for this <br />position. <br /> <br />· Receive resumes from applicants resulting from advertisements as well as from our <br />recruitment efforts. We request candidates submit resumes via e-mail and as they arrive, we <br />will forward copies to the City and anyone within or outside the government that the City <br />chooses. For example, the resumes are typically sent to the City Clerk, members of the City <br />Commission who would like to receive them, and anyone else the City designates (for <br />example, a citizen's advisory committee or community activists). In that manner, the process <br />is completely open to the public. <br /> <br />· Evaluate the resumes submitted and narrow the list of finalists to the eight to fifteen <br />candidates whom we believe are most qualified. <br /> <br />· Work with a Citizens Advisory Committee to select finalists. <br /> <br />· Conduct in depth interviews with our top candidates to determine which candidates will be <br />the best fit as Manager for the City. <br /> <br />-10- <br /> <br />S~B <br />