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<br />TECHNICAL APPROACH - THE DETAILS <br /> <br />. Beginning Saturday at 9:00 a.m., each candidate will interview individually with the each <br />of the Commissioners for approximately 40 minutes. During these sessions, the <br />Commission will have the opportunity to assess how the candidates might interact with <br />them on an individual basis and to determine if good chemistry exists between them. <br /> <br />. At noon, a break would be taken for lunch with the Commission and the candidates. <br />Here again is an opportunity to observe how the candidates interact with others and the <br />Commission in a social setting. <br /> <br />. Beginning at approximately 1 :00 p.m. on Saturday, the Commission, meeting as a whole, <br />will interview each candidate for 30 to 40 minutes. The Commission and the public will <br />thus have an opportunity to judge how the candidates respond in the formal meeting <br />setting. <br /> <br />During the afternoon session, we will also have the candidates perform a brief writing exercise <br />since the City Manager is the last line of defense against poor writing. To assist the <br />Commission, CB&A will prepare a booklet outlining how the interview process should be <br />conducted and what to expect. The booklet will also include a list of sample questions that the <br />Commissioners may wish to ask as well as a list of areas and questions that should be avoided. <br /> <br />Task Eight: Debriefing and Selection <br /> <br />Once the interviews have been completed, CB&A suggests that the Commissioners adjourn and <br />hold a meeting the following Monday to decide whom the next Manager should be. Although <br />the vote could be taken the same day as the interviews, CB&A feels it is better if the <br />Commissioners take the time between Saturday and Monday to evaluate ("sleep on") this <br />important decision. <br /> <br />At the special meeting, our lead recruiter will conduct the balloting. Between the two meetings, <br />CB&A will debrief the Commission and follow up on any concerns they may have. <br /> <br />Should the Commission not feel comfortable with selecting someone from the group of finalists <br />we present or if they cannot successfully negotiate a contract, we will identify additional <br />candidates and repeat the process. While this very rarely happens, we realize that we are in the <br />people business and Commissioners and candidates may not be able to agree on terms. The <br />bottom line is that our work is not done until the Commission has the candidate it wants to be its <br />next manager. <br /> <br />-24- <br /> <br />r. <br />g <br />I <br />