Okaloosa County BOCC — November 4, 2012 — Waters Consulting Group — reading text

© 2012-The Waters Consulting Group, Inc. This proposal contains proprietary information and is the sole property of Dallas | Austin | Cleveland | Denver WCG, Inc. It is not to be reproduced without the written consent of WCG, Inc. watersconsulting.com ROLE OF YOUR ORGANIZATION’S STAFF We have a seasoned staff of professionals who will work with your Lead Consultants, Andrea Sims and Jim Holgersson, to deliver quality services with minimal effort required from you. However, to assist with the project, we ask that your organization designate a Project Manager to serve as WCG’s primary contact for the recruitment assignment. Your Project Manager will facilitate such functions as coordinating meeting dates, times, and locations and the review of the draft recruitment brochure and related advertising copy.  SECTION | 2 INFORMATION ABOUT THE PROJECT CITY OF SCOTTSDALE, AZ – CITY MANAGER RECRUITMENT 16 © 2012-The Waters Consulting Group, Inc. This proposal contains proprietary information and is the sole property of Dallas | Austin | Cleveland | Denver WCG, Inc. It is not to be reproduced without the written consent of WCG, Inc. watersconsulting.com SECTION 2 | INFORMATION ABOUT THE PROJECT a. Provide a narrative describing the firm’s project plan, methodology (including recruitment strategy and affirmative action), and recommended solutions in performing the services described in this section and describe the specific policies, plans, procedures or techniques used in providing the services to be performed. TASK I RECRUITMENT BROCHURE DEVELOPMENT AND ADVERTISING The important first step in the recruitment process involves the development of a comprehensive recruitment brochure with a profile of the ideal candidate, including the required qualifications, professional experience, personal characteristics, and other factors related to success in the position of County Manager. The recruitment brochure will also have a profile of the Okaloosa County organization, recognizing any special needs of the county’s cities and towns. To prepare the recruitment brochure, the Lead Consultants will come on site to meet with your Commissioners and leadership team to discuss the required background and experiences and management characteristics for the new County Manager. We will also request organizational charts, budgetary information, operational reports, and other documentation describing the community, organization, current issues, and responsibilities of the position. We are aware of the strong reputation of the retiring Jim Curry as your County Manager and will work with the Commissioners in bringing you superior options for your next leader to work with him through the budget process so the transition can be as smooth as possible. Additionally, recognizing the commitment to a high quality of life for your community members, businesses and visitors, we would offer our services in developing a web based tool to collect from citizens and employees their input on the recruitment profile for the next County Manager. Should you choose to do the County Manager Profile Survey, we would report the results to the Board of Commissioners prior to their final approval of the profile. The draft recruitment brochure will be presented to you for review and final approval/edits prior to its publication and distribution to prospective candidates. We also know that Okaloosa County values its quality of life and commitment to excellent employees. In order to conduct an open recruitment and to encourage applications from a superior and diverse pool of candidates, WCG will work with you to develop an advertising and marketing strategy to notify potential candidates about the vacancy. WCG will provide you with the advertisements and an advertising schedule to place the ads in appropriate professional publications, websites and local print media as approved by you. WCG has a highly-accessed website, www.watersconsulting.com, and targeted e-mail (search@watersconsulting.com). We will use all available resources to communicate directly with prospective candidates. The aggressive advertising and marketing campaign for top talent will include national, state, regional, and local elements as determined during our initial meetings with your organization. Our presence at appropriate public sector conferences will be used to further promote the position. An effective advertising strategy will help to ensure that we conduct an open recruitment with appeal to a diverse array of candidates. WCG will take all necessary steps to protect against  discrimination in the screening and selection process. Experienced Candidates with relevant Florida experience as well as those with a record of success in the Southeast will be sought and included in the candidate pool. TASK II EXECUTION OF RECRUITMENT STRATEGY AND IDENTIFICATION OF QUALITY CANDIDATES Using the information developed in Task I, WCG will identify individuals who would be outstanding candidates for the position of County Manager. Often, well-qualified candidates are not actively seeking new employment and will not necessarily respond to an advertisement. However, if a potential candidate is presented with the opportunity directly and in the proper manner, he or she may apply. We take pride in our ability to locate highly qualified candidates CITY OF SCOTTSDALE, AZ – CITY MANAGER RECRUITMENT across the nation based on our professional contacts and relationships. We have also established networks with minority and female leaders throughout the nation and are proud of our record of placement of minority and female candidates. WCG has adopted a corporate policy of equal employment opportunity and will not participate in any recruitment effort where these principles are not followed. In addition, we are charter members of the National Forum for Black Public Administrators (NFBPA) and its Business Advisory Committee and the Hispanic Network. We believe that one of the strengths of the WCG recruitment process is our attention to the candidates during the process. Each candidate submitting a résumé is sent a timely acknowledgement by WCG, giving an approximate schedule for the recruitment. Further communications are maintained with each candidate regarding information about the recruitment progress and their status in the process. We take pride in the many complimentary comments made by candidates regarding the level of communication and the professional manner in which they are treated during our recruitments, which is also provides a positive reflection on your organization. TASK III SCREENING OF APPLICANTS AND RECOMMENDATION OF SEMI-FINALISTS Our recruiting efforts in Task II identify a significant number of applicants, depending upon the position and the availability of candidates with the requisite experience and skills in the marketplace. Task III is where our Lead Consultant will screen the candidates against the criteria within the candidate profile and develop a list of semi-finalists for recommendation to your County Commissioners. Qualifications and experience are important criteria and so are the management characteristics and style that will help determine the “right fit” for Okaloosa County. We will have each County Manager candidate complete the “Career Navigator: Profile for Your Success” so that we can match their profile with the Okaloosa County’s County Manager profile. As the Lead Consultant screens the applications; the most promising applicants will receive a 18 candidate questionnaire to complete that will provide additional information about the candidates’ background and experience. After reviewing the responses to the questionnaire, the Lead Consultants, Jim Holgersson and Andrea Sims, will send selected resumes and questionnaire responses directly to whomever you select on your staff to assist with the © 2012-The Waters Consulting Group, Inc. This proposal contains proprietary information and is the sole property of Dallas | Austin | Cleveland | Denver WCG, Inc. It is not to be reproduced without the written consent of WCG, Inc. watersconsulting.com screening process. In the consultation with your staff representative, we will narrow the list to a group of 10-15 semifinalists for your Commissioners review and decision. Typically, four to six