Minutes - 20090413 - Manager Search

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