Okaloosa County BOCC — November 4, 2012 — Slavin Management Consultants 1 — reading text

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 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  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. • 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  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’ 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 top candidates. As part of our evaluation process we conduct credit checks and verify undergraduate and graduate college degrees. We also conduct criminal history, civil court records and driving record checks. At the County's option, we can arrange for assessment centers and/or psychological (or similar) testing of the candidates. (These optional items will result in extra cost.) We will then meet with the Board to present a group of well-qualified finalist candidates for interviews in Crestview. These final candidates will not be ranked because, at this point, they will all be qualified and it will then be a matter of chemistry between the candidates and yourself that should produce the final selection decision. Our final report will be presented in person. This written report is a comprehensive document. It contains our candidate recommendations, details about the search, interview tips, interview questions, candidate evaluation forms and information about legal vs. illegal inquiries. The report also includes the candidate interview schedule as well as our recommendations relative to timing, sequencing, location, setting, format, and conduct of interviews. The report contains comprehensive information about each recommended candidate. This includes educational and experience information, an evaluation of the candidate's experience relative to the criteria established by the County, a summary of reference comments and a statement of accomplishments and management style prepared by the candidate. Present compensation is also provided for each recommended candidate. We will provide information about trends in employment, employment contracts and agreements, relocation expenses, perquisites, appropriate roles for spouses, receptions, etc. We arrange schedules for top candidate interviews with the County and we will coordinate the entire process. We will properly handle any and all media relations. Unless otherwise directed, it is our standard practice to tell all media that we are working on behalf of Okaloosa County and that any public statement should come from the County directly. Under no conditions will we release information to the media unless specifically directed by the County to do so. We will notify all unsuccessful candidates of the final decision reached. And, finally, will continue to work for the County until a suitable candidate is recruited and hired by the County. SMC is an equal opportunity employer and recruiter, and will not discriminate against any employee or applicant for employment because of race, religion, creed, color, sex, disability or national origin. Prepared for OKALOOSA COUNTY, FLORIDA by Slavin Management Consultants — 2012 13  E. Establish Evaluation Criteria Once the new County Administrator has been on board for 30 days or so, we will conduct a session with the County’s executive leadership and the new Executive Director to establish mutual performance criteria and goals for the position. F. Follow-up We will follow-up with the Board and the new Executive Director during the first year and assist in making any adjustments that may be necessary. G. Reporting We will keep the County informed, involved in decisions and involved in the search process. We will provide frequent (at least bi-weekly) written progress reports to the County. H. Deliverables Deliverables include the recruitment profile (draft and final), the advertisement (draft and final), the progress report (presented in person), the final report with interview tips, interview schedule, interview questions, candidate resumes, candidate evaluations, candidate writing samples, rating sheets, ranking forms, tabulation forms and appropriate/inappropriate question list and negotiated employment agreement between the County and the selected. Prepared for OKALOOSA COUNTY, FLORIDA by Slavin Management Consultants — 2012 14  TIME TABLE The search process normally takes between sixty (60) and ninety (90) days to complete and typically follows the following pattern: DAYS STEPS 1-30 30-45 45-60 60-360 1. DEVELOP SEARCH PROCESS, RECRUITMENT PROFILE AND ADVERTISING PROGRAM FOR COUNTY APPRO- T VAL 2. IDENTIFY QUALIFIED CANDIDATES, REVIEW DATA BASE, NETWORK, RECEIVE AND REVIEW RESUMES T T 3. SCREEN & EVALUATE PROSPECTIVE CANDIDATES T 4. PROGRESS MEETING AND REPORT T 5. INTERVIEW AND EVALUATE PROSPECTIVE T T CANDIDATES 6. SUBMIT FINAL REPORT AND RECOMMENDATIONS, T ASSIST IN SELECTION, FACILITATE EMPLOYMENT 7. ESTABLISH EVALUATION CRITERIA AND FOLLOW-UP T Approximately twelve semifinalist candidates are presented to the County at the progress meetings. Generally, about five finalist candidates are presented for interviews with the County. Prepared for OKALOOSA COUNTY, FLORIDA by Slavin Management Consultants — 2012 15  GUARANTEES We provide a comprehensive set of assurances and guarantees to