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Experts in Emotional Intelligence to Develop Individuals and Organizations 7 <br />B. SCOPE OF SERVICES <br /> <br />ORANGE COUNTY TAX ADMINISTRATOR <br /> <br />Directions: Below are the steps identified in the proposed Scope of Services, the dates when we could <br />complete each step. This plan includes four meetings with the County Commissioners Committee. <br />STEPS IN THE RECRUITMENT, <br />SCREENING, AND SELECTION <br />PROCESS <br /> <br /> <br />PURPOSE OF THE PROPOSED STEPS <br /> <br /> <br />TIMELINE <br />Step 1: Build a candidate profile and <br />review and make suggestions to the <br />job description by conducting a job <br />and organizational analysis to <br />identify expectations and <br />competencies for the position with <br />the following groups: <br />• The County Commissioners <br />• Others (such as community <br />stakeholders) as identified by <br />the Commissioners <br />1) Provides a foundation for defining the <br />competencies sought in recruitment and in <br />designing the selection process. <br />2) Builds stakeholder buy-in and perspective <br />into the selection process. <br />3) Conducting a job analysis is essential for legal <br />defensibility. <br />4) Conducting the organizational analyses <br />identifies future challenges for a proactive <br />County Tax Administrator <br />5) We can also include surveys of the public and <br />of County staff. <br /> <br />Day 1 <br />(Requires <br />Meeting with <br />the County <br />Commissioners: <br />either <br />interviews with <br />individual <br />members or the <br />Commissioners <br />as a whole.) <br />Step 2: Develop a recruitment <br />strategy relying on multiple <br />methods, as follows: <br /> <br />a. Circulating and posting the job ad <br />in leading professional journals, <br />newspapers, and websites, <br />including: <br />• NC League of Municipalities <br />and others in surrounding <br />states <br />• NC Association of County <br />Commissioners and others in <br />surrounding states <br />• Various other websites <br />b. NC listservs <br />c. Targeted recruitment of leading <br />candidates <br />d. Posting on social media <br /> <br />1) Written ads for print and online publications <br />will typically generate the most significant <br />number of applications. <br />2) DA would only post the ads and charge the <br />County for those out-of-pocket expenses.) <br />3) Developmental Associates would also <br />develop an electronic recruitment brochure <br />that highlights the position and the County's <br />top priorities and flaunts the area as an <br />excellent place to live. <br />4) We have direct access to several thousand <br />local government executives across the <br />country. We will send out a mass email to all <br />these executives and make direct contact <br />with a number of those who would be a <br />particularly good fit with the County. <br />5) By targeting candidates and making individual <br />contacts, Developmental Associates can <br />supplement the candidate pool with Tax <br />Administrators with excellent credentials, <br />both nationally and regionally. <br />6) We would coordinate those efforts with the <br />County. <br />Day 4 <br /> <br />Docusign Envelope ID: DE8441AA-E59C-82BA-8112-C2D52F2C60C1