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<br />I <br /> <br /> <br />I <br /> <br />I <br /> <br />I <br /> <br />I <br /> <br />I <br /> <br />I <br /> <br />II <br />I <br /> <br />I <br /> <br />I <br /> <br />I <br /> <br />I <br /> <br />I <br /> <br />I <br />,. <br /> <br />I <br /> <br />3 <br /> <br />ApPROACH AND <br />METHODOLOGY <br /> <br />Activity One: Job Analysisl 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 relevant <br />to recruitment and selection. As experts in the process of job analysis, <br />PDI would ensure that the resulting necessary qualifications meet all <br />legal guidelines and provide a blueprint against which to compare <br />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 Council 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. Based upon past experience, we would <br />anticipate that the combination of advertisement and specific letter <br />writing would yield. at a minimum, 25 qualified applicants for the <br />position. <br /> <br />Depending upon publication schedules of any designated periodicals, <br />this step would begin (he timeline. <br /> <br />3/312003 <br /> <br />Copyright 'f.: 2003 Personnel Decisions lnternational <br />All Rights Reserved <br />