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ExecutiveSearch | 6 <br /> <br />Detailed Plan of Action Steps and Services <br />Provided by Brimeyer Fursman,LLC <br />Each search process begins with a careful assessment of the <br />current state of the organi zation.This evaluation is used when <br />the position profile is established to ensure applicants are screened <br />according to the needs and established norms of the organization. <br />You will be asked how much if any, change in direction is hoped <br />for with the new city Manager.Candidates are screened for fit and <br />capacity according to your requirements discovered during the <br />process. <br />Assessment areas typically incl ude organizational procedures, <br />structure, systems and policies, culture, staff capacity, leadership <br />an d management philosophy, and previous experiences. Four <br />methods may be used to gather information for assessment: <br />1.Interviews <br />2.Focus Groups <br />3.Questionnaires <br />4.Review of artifacts <br />Engaging as many stakeholders as possible in this first step of the <br />process will provide an impetus for change needed and prepare the <br />organization for the transition in leadership. <br />O ur team has extensive training through the Institute of Cultural <br />Affairs on facilitating community discussions. A critical success <br />factor of the search is identifying community priorities and the <br />environment in which the Managermust function. We encourage <br />meetings with citizens to further assess the climate of the <br />community with the use of forums and individual interviews. <br />We will conduct 1x1 and group meetings with Citizens. O ur <br />engagement practices allow us to conduct large group <br />discussion s, so many citizens can participate. <br />Phase I <br />Organization Assessment <br />Employee Engagement <br />& Citizens Engagement <br />I ndividual and Group <br />Meetings