CCP 03-10-2003 - Laserfiche WebLink

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I I I I I I I .. I I I I I I I " I 5 applicants. This set of techniques could include but not be limited to the following: . Oral interview panels-0ne or more formal interview procedures conducted by designated individuals such as Council members, staff members, etc. PDI has had considerable success using staff interviews for input into the selection of the chief executive. . Written testing-Based upon PDl's background in managerial assessment, instruments designed to yield infomlation regarding problem solving ability; faculty with words, nurnbers, and concepts; leadership style; interpersonal style; ete. . Assessment center activities--Simulations designed to assess the candidates' capabilities regarding specific tasks required of the position. These would include such experiences as In-basket Exercises, Press Conferences, Meetings with Subordinates. etc. The cornbination of approaches will yield the most accurate and stable assessment of the individual candidate's skills and abilities. PDI would compile information gathered in the form of confidential reports for each viable applicant and submit them to the Council for discussion and decisions regarding finalist status. Depending upon the nature and extent of procedures used, this step would require approximately 1:\'10 weeks. Activity Five: Finalist Assessment At this point, PDI would coordinate extensive information gathering regarding the finalist candidates. These activities could include: . In-depth appraisal . Primary and secondary reference checking . Computer press search . Design and training of Council Interview At this point, the Council would conduct interviews with finalist applicants. PDI would be able to assist in final negotiations after the Council has made its hiring decision. Based upon the procedures required, we estimate that this step could be accomplished in approximately two weeks. Copyright ~ 2003 Personnel Decisions International All Rights Reserved 31312003