Agenda - 08-03-1987 - Laserfiche WebLink

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2 07‹ IV. Establish Tentative Salary Level. Establish a tentative salary range to use in announcing the vacancy. The salary must be one that the governmental unit can afford, but one which is competitive for the kind of individual sought. If the best manager can be secured for a thousand dollars more, do not be "penny wise and pound foolish." On the other hand, if the government cannot afford to attract the manager it would like to have, the qualifications should be rethought so that expectations are realistic. V. Advertise. The governing body should decide how the vacancy will be publicized. Are all qualified applicants to be considered or are only present employees or local citizens to be considered? A. The widest possible publicity will increase the number of applicants and probably assure that the best qualified applicant has an opportunity to apply. On the other hand, some will not be qualified. The time and bother of screening applications will be increased. Most governing bodies decide to advertise the vacancy in both state and national publications. B. If persons not presently employed by the governmental unit are to be considered, notice of the vacancy should be given to local and state-wide papers, the local government associations (cities and towns should mail notices to the N.C. League of Municipalities, P.Q. Box 3069, Raleigh, N.C. 27602; telephone (919) 834-1311. Counties should mail notices to the Association of N.C. County Commissioners, P.O. Box 3069, Raleigh, N.C. 27602, telephone (919) 832-2893 for inclusion in N.C. Count Lines, a bi-weekly newspaper. Both cities and counties should mail the notice to the International City Management Association, 1120 G Street, N.W. , Washington, D.C. 20005; telephone (202) 626-4600 for inclusion in the bi-weekly ICMA Newsletter. VI. Screen Applications. The governing board should decide who will screen applications. Governing bodies may screen the applications themselves, may appoint a subcommittee to screen the applications, or may appoint a committee composed of several of its members and several respected local citizens experienced in recruiting, interviewing and appointing administrative personnel. A. The screening committee should review all applications and reduce the number of finalists to a manageable number, perhaps three to six. B. The screening committee should acknowledge the receipt of each application and eliminate the applicants who clearly do not meet the minimum requirements. C. A member of the screening committee or someone familiar with investigative techniques should conduct a preliminary investigation by telephone of applicants considered qualified. The investigation should seek to determine if there are reasons why the applicant should not be considered a finalist or not invited for interview.