Okaloosa County BOCC — November 4, 2012 — reading text

Oversaw more than $1 billion in development of Cincinnati riverfront including construction of a new NFL football stadium and a MLB baseball park; Developed small, minority, and female business development program; Governing Magazine and Syracuse University gave Hamilton County fourth highest grade among America’s large urban counties for overall management; Gold Seal for Good E-Governance from National Academy of Public Administration; Attachment: Slavin Management Consultants 1 (1222 : Search Firm for Position of County Administrator) Top rated web site from National Association of Counties; Numerous Government Finance Officers Association of United States and Canada awards for Distinguished Budget Presentation; and ICMA Center for Performance Measurement Certificate of Distinction; Organizations • ICMA—Past President and Board Member • National Association of County Administrators (NACA)—Past President and Board Member • First person to be President of both ICMA and NACA • Recipient of American Society for Public Administration chapter Good Government Award • Adjunct professor for University of Cincinnati and faculty member of University of Illinois, Community Information and Education Service Paul Wenbert, SMC Western Regional Manager Mr. Wenbert has more than thirty years of professional local government experience including twenty-four years of executive level experience with thirteen of those years as a city manager. Mr. Wenbert joined Slavin Management Consultants in 2007 as Western Regional Manager. He is headquartered in Mesa, Arizona. Most recently, Mr. Wenbert completed seven years of service as Deputy City Manager of Mesa. His career highlights include nine years as City Administrator for Newton, Iowa; four years as Village Manager for Villa Park, Illinois and four years as Assistant City Manager for Ames, Iowa. Early in his career Mr. Wenbert served as an administrative intern for Fort Wayne, Indiana and as an administrative assistant for Mesa, Arizona and Marion, Indiana. Mr. Wenbert earned his Masters in Public Administration degree from Arizona State University and his Bachelor of Science degree From Indiana University. He is also an ICMA Credentialed Manager. His career highlights include: Chaired Keep Maytag In Newton Task Force which facilitated retention of more than 2,000 jobs and addition of 440 jobs and $41 million of investment Instituted Productivity Improvement Programs in Newton, Iowa and Villa Park, Illinois resulting in more than $3 million of savings Negotiated revised 28E agreement with twelve local governments for regional landfill operated by City of Newton and involved in many other intergovernmental relations activities in Newton, Villa Park and Mesa, Arizona Supervised city departments with $470 million budget and 1,100 employees in Mesa, Arizona. Directed $80 million five-year Capital Improvements Program budget in Ames Served as chief negotiator on collective bargaining team for police, fire and blue collar union negotiations in Ames Worked for the City of Mesa during the time period when it was the fastest growing community in the United States and was involved with many growth issues such as infrastructure planning and financing, freeway interchange decisions and allocating resources equitably to newly developed and existing areas of the community Prepared for OKALOOSA COUNTY, FLORIDA by Slavin Management Consultants — 2012 10 Packet Pg. 437  6.1.a.f Designed and administered first personnel and wage classification system for City of Marion, Indiana In all positions enhanced citizen connection to city government through various methods including citizen-based strategic planning, citizen focus groups, regular community attitude surveys, citizen academies and providing highlights of items on Council agenda In all positions improved staff team-building through city-wide staff development and training and city-wide committee work assignments Attachment: Slavin Management Consultants 1 (1222 : Search Firm for Position of County Administrator) Served as Vice-President of International City/County Management Association Served as President of Iowa City/County Management Association Received ICMA Program Excellence Award for Collaborative Children and Youth Initiatives Received Greater Newton Area Chamber of Commerce Key Award for Chairing Keep Maytag In Newton Task Force Organizations < ICMA (Past Executive Board Member and Chair of the three ICMA Committees < Iowa City/County Management Association (Past President) Prepared for OKALOOSA COUNTY, FLORIDA by Slavin Management Consultants — 2012 11 Packet Pg. 438  6.1.a.f STATEMENT OF WORK We recommend a five-step process as follows: • Define job qualifications and requirements for the position -- the "recruitment profile." • Identify and recruit qualified candidates. Attachment: Slavin Management Consultants 1 (1222 : Search Firm for Position of County Administrator) • Evaluate prospective candidates. • Make recommendations, help in selection and facilitate employment. • Establish evaluation criteria and follow-up. Each step of this process is described below. A. Define Position Profile We will meet with the Board and others of her choosing, including Board of Supervisor members and executive staff to learn the County's needs, focus and requirements such as experience, education and training as well as preferred management style and personal traits. In developing the recruitment profile, we will spend a considerable amount of time at the beginning of the process in Crestview to gather additional information about the County and to ascertain, the unique challenges of the County Administrator job and the general environment within which it functions. Once we have gained the necessary information, we will prepare a draft recruitment profile and review it with the County to arrive at a general agreement regarding the specifications for the position. The final profile will include information about the region, Okaloosa County, the County government, major issues to be faced, the position and the selection criteria established. B. Identify Qualified Candidates We will first review our database to find those candidates whom we may already know and/or already have on file who may meet your specifications. Although the above process is valuable, we will rely most heavily on our own contacts in related fields and on our own experience. In other words, through "networking," we will conduct a professional search for the best-qualified candidates and invite them to apply for the position. In this effort, we utilize appropriate professional organizations, our established contacts, and our knowledge of quality jurisdictions and their employees. We will prepare and place advertisements in professional publications. We will acknowledge all resumes received and thoroughly screen all potential candidates. C. Evaluate Prospective Candidates Preliminary Screening and Progress Report Criteria for the preliminary screening will be contained in the approved recruitment profile. They may include such items as education, technical knowledge, experience, accomplishments, management style, personal traits, etc. Screening of candidates against those criteria will be based on data contained in the resume and other data provided by the candidates and on our knowledge of the organizations in which they work. At this stage, each must meet the minimum qualifications specified in the recruitment profile. We request that candidates provide us substantial written information about their accomplishments and their management style and philosophy. This information is verified and, at the County's option, may be further tested by having the finalists respond to a supplemental questionnaire and/or complete management and leadership style inventories. We interpret these instruments for the County as well. We will provide a progress report to the Board on a number of semifinalist candidates. These individuals will be top prospects who clearly meet the County's specifications for the position. With guidance from the Prepared for OKALOOSA COUNTY, FLORIDA by Slavin Management Consultants — 2012 12 Packet Pg. 439  6.1.a.f County, we will narrow the semifinalist candidate group on the basis of refined criteria. During this meeting we will determine County’s expectations relative to interview questions that we will write as well as the candidate rating and scoring processes which will be included in our final report. D. Selection and Employment In-depth Screening and Final Report At this point, we will interview those semifinalist candidates whom the Board has the greatest interest in. Proper fit is as important as technical ability. We assess both. In order to better assess the candidates’ Attachment: Slavin Management Consultants 1 (1222 : Search Firm for Position of County Administrator) management style and interpersonal characteristics, we personally interview each in his or her present work environment. We will closely examine each candidate's experience, qualifications, achievements, management style and interpersonal skills in view of the selection criteria and our professional expertise in evaluating the quality of such qualifications, skills and achievements. We conduct in-depth background checks on those individuals who continue to demonstrate their overall suitability for the position. Included are detailed and extensive reference checks which cover a minimum period of ten years. In conducting these, it is our practice to speak directly to individuals who are now or have been in positions to evaluate the candidate's job performance. We ask each candidate to provide us with a large number of references. We then network these references to other persons who know the candidate. In this way, we thoroughly evaluate each candidate. These references and evaluations are combined to provide frank and objective appraisals of the