5.2.A. SR HANDOUT 06-06-2011 - Laserfiche WebLink

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City of Elk River, Minnesota June 6, 2011 Page 5 II. Process Springsted's search process is described below. We would be happy to refine this process as needed to meet the City's goals and objectives. 1. Trust and working relationship-Springsted commits to meeting and exceeding the expectations of the City from the beginning to the end of the search. We will create strong lines of communication, be open to ideas and develop a strong partnership with the City Council and staff. We do not bring any preconceived notions or expectations about the City and prospective candidates. Our work with the City is open and transparent. 2. Selection of an interim administrator-Springsted will assist the City in selecting an interim administrator and negotiating an employment agreement with the individual selected by the City Council. We recommend that the individual selected to serve as the interim administrator not be an applicant for the permanent position. Springsted will conduct the position review detailed in Step 3 concurrent with the selection of an interim administrator to assist the City Council in establishing short-range goals and objectives for the interim administrator. 3. Position review-Springsted works with the City to facilitate an evaluation of the City Administrator position based on the City's existing and future organization, operations, programs, activities and financial position. Within this framework we meet individually with each City Council member to define the experience, skills, knowledge and abilities the ideal candidate will need to be successful as Elk River City Administrator and identify the priorities and challenges the new Administrator will be facing, both internally and in the external environment. We also conduct a focus group meeting with department heads as part of our inclusive process to understand all of the dimensions of the City Administrator position. Using this information, we prepare a position announcement that explains the qualifications the City desires in its next administrator and profiles the Elk River community. The position review also includes a salary survey of comparable positions to assist the City Council in advertising compensation. 4. Recruitment and targeted outreach-Springsted develops a customized recruitment strategy for the City that includes placing job ads with professional local government associations, such as the League of Minnesota Cities, the Minnesota City/County Management Association, the International City/County Management Association (ICMA), and schools of public administration that regularly provide information about job openings to alumni. We also work with neighboring state municipal leagues and state ICMA chapters to increase the exposure of each search. Our outreach includes personal contacts with prospective local, regional and national candidates to inform them of this position, answer their questions, and encourage them to apply. Springsted sets up a special a-mail for each search and encourages an electronic submission of applications. Applications received by mail or by fax are scanned to ensure that we have an electronic record of all materials received. The City receives regular updates on the status of the search. 5. Applicant screening and evaluation-applicant screening is based on criteria established by the City Council. Using these criteria, Springsted conducts an objective and systematic review of each application to determine those applicants who most closely meet the City's desired qualifications. We conduct in-depth telephone screening interviews, typically with 10 applicants, to expand upon each candidate's background and experience, particularly in those areas important to the City, and affirm the candidate's interest in the position. Springsted