CCP 03-10-2003 - Laserfiche WebLink

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I I It City of Arden Hills Page Two I The Search Process I We anticipate the search for the City Administrator for the City of Arden Hills will take three to four months from the time we are retained to the time the City makes an offer. This is somewhat dependent upon the availability of the City Council to participate in Profile development, selection of finalists, and the interview process. We have prepared a preliminary timetable, which corresponds to d,e various steps in the process. After further discussions with the City we will refine the timetable and develop a target date for the reporting of the new City Administrator. I I PHASE I I Position Profile -. I A successful search begins with a thorough definition and agreement by the City on each aspect of the position to be filled. During this initial phase, our consultants will meet individually with the City Council, and selected Department Heads to learn more about your goals and objectives. Critical factors to be determined include position responsibility and authority; reporting relationships; educational and experience requirements; personal and leadership qualities; and management style. I I Also important to dle success of the search is identifying community priorities and the environment in which the City Administrator must function. We would expect to meet with selected representatives from the community to further assess d,e climate widlin which the selected candidate will most effectively perform. This may be accomplished through individual interviews or through a public forum. We will pay considerable attention to establishing organizational goals and priorities for the position. The identification of priorities serves a two-fold purpose: It assists the hiring authority in developing a consensus on what is important for the organization and it alerts potential candidates to the important issues of the organization. I Prior to our meetings we will supply an Ideal Candiciate Profile Survey to assist the interviewees in assembling their ideas on what should be included in the Position Profile. I I As a result of dle meetings we will reach an understanding of the critical specifications of the position and we will draft a Position Profile. A great deal of emphasis is placed on the agreement of this analysis. Without this information, it is difficult to determine how potential candidates will affect the City's plans and organizational team. TI,e final Position Profile, after approval by the City Council, becomes the document against which we evaluate prospective candidates. I I ,. I