Reso 2005-838 - Laserfiche WebLink

Home Browse Search

TECHNICAL APPROACH - THE DETAILS Task Three: Develop a List of Semi-Finalists Based on our experience, we believe we will identify between 10 and 15 excellent candidates through our search activities. We will then interview these candidates in person or by telephone and conduct background checks to determine the best candidates for the City. Factors we will consider are: experience and longevity, education, personality and demeanor and achievements. We will also consider what our contacts in the profession tell us. We should add that selecting a manager is more of an art than a science. As such, while we consider standard ranking factors, ultimately our sense of the Commission and who we believe would be a good fit with the City is the determining factor in terms of whom we recommend for interview. Our background and reference checks include in-depth research. Not only will we verify credentials and make inquiries of the references that the candidates provide, but we will also seek out others who are knowledgeable of the candidates' abilities (such as current and former Commissioners, staff members, members of the news media, the local chamber of commerce, the city attorney, other knowledgeable individuals and anyone else we can identify who has knowledge of the candidate). Additionally, our staff will conduct an Internet search for background information. Should any sensitive or potentially embarrassing items turn up in these checks, they will be thoroughly researched and a clear picture developed of what transpired. If our recruiter deems the situation to be questionable, the candidate will be dropped from further consideration. Finally, our staff will conduct credit, civil and driving records checks as well as verify education and employment. It should be noted that we do this before selecting the finalists so that the City is not embarrassed once the finalists are announced. One other note is that while interviewing the candidates, our consultant will make it perfectly clear that he expects the selected candidate will accept the position and the compensation package offered by the City. CB&A has found that this approach leads to smooth contract negotiations while avoiding bidding wars between the finalist's current organization and City. Task Four: Select Finalists Once CB&A has completed the above research, we will work with the Citizen's Advisory Committee to narrow the field. We anticipate that we will personally interview each of its top candidates as will the committee. We will compile an interview report. This report will be forwarded to the Commission. The Committee will select the finalists. The Committee Chair and Colin Baenziger will then meet individually with the Commissioners to discuss our findings. We have found historically that we can be more candid in private meetings than in a public setting. Once we have met with the Commissioners, we will present our findings formally and ask the Commission to formally select the finalists. -22- ~ ~,