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