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City of Roseville, Minnesota. Proposal to Provide Executive Search Consulting Services to Select a City Manager 2 <br />2.Project Initiation — Springsted meets with the City’s representative to define working <br />relationships, determine preferred methods of communications and refine the project schedule. <br />The revised schedule is distributed to ensure that everyone involved with the search process <br />understands the process and schedule. <br />3.Position Analysis and Profile Development — We meet individually (or collectively, if <br />preferred) with the Mayor and City Council members to broaden our understanding of the <br />position’s leadership and management requirements, current issues, strategic priorities and to <br />identify expectations for the next City Manager. We also schedule a series of individual and/or <br />team meetings with members of the City’s management team to increase our understanding of <br />the internal organizational dimensions of the City Manager position. If desired, public input is <br />obtained by inviting community leaders to attend a meeting(s) to learn about the search process <br />and offer their perspective on desired City Manager qualities. These meetings can be done in <br />one-on-one interviews or in small group settings. <br /> Information obtained from these meetings, our review of the position description and other City <br />documents, is used to prepare a position and community profile. We review salary and benefit <br />information for City Manager and Administrators in similarly sized communities and in recent <br />City Manager placements to assist the City in determining any adjustments that may be <br />required to the salary range and employment package to ensure the position is competitive with <br />the marketplace. The completed profile and job announcement will be approved by the City <br />before recruitment begins. The position and community profile will be central to our <br />recruitment; as well as candidate outreach and conversations with prospective candidates about <br />the professional opportunities of the City Manager position in the City. <br />Cost to include steps one through three in the process: $2,500 <br />4.Identification and Recruitment of Qualified Candidates — In consultation with the City, we will <br />develop a customized recruitment strategy for the City Manager position that includes placing <br />job ads with professional local government associations, such as the International City/County <br />Management Association (ICMA), the League of Minnesota Cities, and the Minnesota <br />City/County Management Association (MCMA). We can also use LinkedIn and other sites and <br />organizations we identify with the City. To increase the national exposure of this position, we <br />can strategically place the job ad with other state municipal leagues and city/county <br />management associations and public administration schools that are in regular contact with <br />alumni regarding job opportunities. <br /> Our recruitment outreach strategy emphasizes personal contacts with prospective candidates. <br />We also contact MCMA members, ICMA-credentialed managers and managers who <br />demonstrate an ongoing commitment to professional leadership development. Finally, we <br />draw upon our knowledge of qualified local government managers from our database and <br />from the professional network of our consultant team. Each member of Springsted’s project <br />team is involved in contacting qualified local, regional and national managers, many who are <br />not actively seeking a new position, and encouraging them to apply for this position.