Orange County NC Website
Browse       Search
2 <br />3 <br />4 <br />6 <br />8 <br />9 <br />10 <br />11 <br />12 <br />13 <br />14 <br />15 <br />16 <br />17 <br />18 <br />19 <br />20 <br />21 <br />22 <br />23 <br />24 <br />25 <br />26 <br />27 <br />28 <br />29 <br />30 <br />31 <br />32 <br />33 <br />34 <br />35 <br />36 <br />37 <br />38 <br />39 <br />40 <br />41 <br />42 <br />43 <br />44 <br />45 <br />46 <br />47 <br />48 <br />49 <br />Based on the preceding steps, a Final Report of your 3-5 finalists for the position of <br />County Manager will be forwarded to the Commission for interviews. We will prepare a <br />written summary on each finalist. The information may cover, but not be limited to, 1) <br />present position, 2) total years experience, 3) salary requirements, 4) education, 5) <br />previous positions held, 6) notable projects, 7) management style, 8) skills and abilities, <br />9) interests, and 10) professional goals. This information will be presented to the <br />Commission in a detailed written format combined with the results of the background <br />investigation. <br />We will also provide the Commission with our recommendations relative to timing, <br />sequencing, location, setting, format, and conduct of interviews with the finalists. We will <br />provide information about trends in employment, employment contracts and agreements, <br />relocation expenses, perquisites, appropriate role for spouses, receptions, etc. We will <br />ask the Commission to decide upon an interview process with attendant venues. 0 <br />We will arrange schedules for top candidate interviews with the Commission and will <br />coordinate the process. The Commission will interview the candidates as chosen and, <br />hopefully, decide on the new Manager. O <br />We are prepared to facilitate the Commission's deliberation following the interviews of <br />finalists. If additional interviews are needed or additional information is requested we will <br />facilitate this, also. <br />7. Negotiation and Follow-up <br />We will also mediate the negotiation process relative to salary, benefits and other <br />conditions of employment. We feel that we can be especially helpful because we work on <br />a fixed fee rather than one based on a percentage of salary. One contingency here is <br />that an agreement may not be able to be arranged. If that is the case, we will work with <br />the Commission to select an alternate candidate. <br />We are prepared to handle any and all media relations. Unless otherwise directed, it is <br />our standard practice to tell all media that we are working on behalf of the Commission <br />and that any public statement should come directly from the Commission. <br />Finally, we will notify by letter all unsuccessful candidates who were not recommended for <br />interview of the final decision reached. We suggest, however, that it is more proper for <br />the Commission to directly notify all unsuccessful candidates whom they interviewed of <br />the final result. <br />Once the new Manager has been on board for 30 days or so, we will conduct a session <br />with the Commission and the new Manager in order to establish mutual performance <br />criteria and goals for the position. In this regard, we will work with the Commission to <br />define the role and expectations of the new Manager. O <br />We will follow-up periodically with the Commission and the new Manager during the first <br />year in order to make any adjustments that may be necessary. <br />O =Commission input requested <br />