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<br />3 <br /> <br />ApPROACH AND <br />METHODOLOGY <br /> <br />Activity One: Job Analysis/ Determination of Position <br />Requirements <br /> <br />PDI would conduct interviews with the Council and other key <br />individuals to determine the mix of skills and abilities required in the <br />position. Input would be gathered from staff through the use of a <br />questionnaire. In addition, we would review relevant documentation <br />such as position descriptions, organizational charts, etc. This <br />information would be compiled into an updated position description <br />and position profile, and become the basis for advertisements and other <br />recruiting literature. These documents would also include details such <br />as minimal qualifications, desired experience, and other factors <br />relevant to recruitment and selection. As experts in the process of job <br />analysis, PDI would ensure that the resulting necessary qualifications <br />meet all legal guidelines and provide a blueprint against which to <br />compare subsequent candidate qualifications. <br /> <br />We estimate that this step could be completed within two weeks. <br /> <br />Activity Two: Recruitment <br /> <br />We would work with the City to determine the scope of the <br />recruitment (regional, national, etc.). During our conversations, PDI <br />would determine the location and current job responsibilities of <br />individuals most likely to meet the position requirements. We would <br />then designate a recruiting strategy including relevant publications, <br />broadcast letters, and a mechanism for nominations that would yield <br />the largest number of most qualified applicants for the position. We <br />could coordinate a survey effort to determine the competitiveness of <br />the salary package if necessary. <br /> <br />Depending upon publication schedules of any designated periodicals, <br />this step would begin the timeline. <br /> <br />Copyright rg 2005 Personnel Decisions International <br />All Rights Reserved <br /> <br />3/2/2005 <br />