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Agenda - 05-05-2009 - 4t
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Agenda - 05-05-2009 - 4t
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Last modified
7/30/2009 3:25:29 PM
Creation date
5/1/2009 1:46:46 PM
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BOCC
Date
5/5/2009
Meeting Type
Regular Meeting
Document Type
Agenda
Agenda Item
4t
Document Relationships
2009-021 BOCC - Amendment to Agreement for County Manager Search
(Linked From)
Path:
\Board of County Commissioners\Contracts and Agreements\General Contracts and Agreements\2000's\2009
2009-022 BOCC - Amendment to Agreement for County Manager Search (2)
(Linked From)
Path:
\Board of County Commissioners\Contracts and Agreements\General Contracts and Agreements\2000's\2009
Minutes - 20090505
(Linked From)
Path:
\Board of County Commissioners\Minutes - Approved\2000's\2009
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l~y <br />1 Mr. Robertson said Mercer will be responsible for screening the applications received. <br />2 This initial screening will be conducted by telephone with both the prospective candidate <br />3 and through documents, on-line information and, very discretely, with individuals who are <br />4 familiar with each candidate's background and expertise, in order to establish their bona <br />5 fide credentials. <br />6 <br />7 Once the initial screening is completed, we will select the most qualified prospective <br />8 candidates who most closely match the criteria established by the Commission. We will <br />9 interview those candidates in order to verify their qualifications and other favorable <br />10 characteristics. We will provide the Commission with the results of our interviews and <br />11 inquiries, along with each candidate's own words describing their experience as it relates <br />12 to each of the issues facing the position. One contingency here is that the Commission <br />13 may not approve of any of the candidates. If that should occur, we would, of course, keep <br />14 searching until the Commission's.needs are clearly met. <br />15 <br />16 We will review the information with the Commissioners and request that they identify the <br />17 three to five candidates that will continue in the selection and hiring process. O <br />18 <br />19 After the decision by the Commission, we will contact the candidates selected and <br />20 personally seek a signed release so that we may begin background investigations. We <br />21 examine candidates' qualifications based upon your selection criteria and evidence of their <br />22 continuing professional education and upon verifying their particular accomplishments. <br />23 <br />24 5. Background Investigations <br />25 Mr. Robertson said as part of their process in evaluating finalists, we make detailed and <br />26 extensive reference checks. In conducting these, it is our practice to speak directly to <br />27 individuals who are now or have previously been in positions to evaluate the candidate's <br />28 job performance. We complete professional reference checks prior to the Commission's <br />29 interviews. That allows the Commission to target the questioning more effectively, based <br />30 upon what we have learned about each finalist's performance and style. <br />31 <br />32 We ask each candidate to provide us with a few references. We then network to other <br />33 persons who know the candidate. In this way, we thoroughly evaluate each candidate with <br />34 a 360 degree perspective. We have talked to as many as 23 references concerning a <br />35 single finalist candidate. These references and evaluations are combined to provide frank <br />36 and objective appraisals of the top candidates. We also verify past employment <br />37 difficulties, if any, including any legal action filed against former employers. <br />38 <br />39 As part of our evaluation process, we verify undergraduate and graduate college degrees <br />40 and check criminal records and credit history. As an additional option, we can arrange for <br />41 psychological (or similar) testing of the candidates that may be desired. (These may be <br />42 extra cost items.) We will recommend background investigation criteria to the <br />43 Commission, who will make the final decision on the specifics of the background check. <br />44 <br />45 The Mercer Group, Inc. is an equal opportunity employer and recruiter, and as a practice <br />46 does not discriminate against any employee or applicant for employment on the basis of <br />47 race, religion, creed, color, gender, sexual orientation, handicap, or national origin. <br />48 <br />49 <br />50 6. Interview Process <br />O =Commission input requested <br />
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