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b) Hold a public forum for citizen input at the outset of the search; <br />c) Facilitating a question and answer series in the local newspaper with finalist <br />candidates which would run a week or two prior to the interviews. <br />d) Utilize a citizen committee to conduct the early stage candidate screening and then <br />turn over a semifinalist list to the City Council. <br />e) "First Year Game Plan" process where finalist candidates are provided with elected <br />official, key staff, and community leader contact information, and the candidates are <br />given free rein to make contact with all of them in advance and use those insights to <br />develop a "first year game plan" based on what they know so far. Feedback is <br />received from the key contacts on their impressions of the finalist candidates from the <br />interactions with the candidates prior to the interviews. <br />f) Community leader reception. <br />g) Community wide reception. <br />h) Council and key community leader dinner meeting. <br />i) "Round Robin" forum meetings with various community groups during a multiday <br />interview process. <br />j) Site visits by citizen committee members to the finalist candidates' communities to <br />report back. <br />F. Interview Process <br />1) Assessment Center Process. Provide a proprietary assessment center process customized <br />to the City's search that provides the opportunity to evaluate candidates' written and <br />interpersonal communication skills, as well as critical analysis skills. <br />2) Conduct Interviews. Schedule interviews at a date /time convenient to the City. This <br />process is as simple, or as complex, as the City desires. In addition, the Consultant will <br />assist the City in determine the specifics needed, prepare sample questions and will <br />participate throughout the process to make it smooth and efficient. <br />3) Deliberations. Facilitate a discussion about the finalist interviews and assist the Search <br />Committee in making a decision on whether to bring back one or more candidates for a <br />second interview. <br />4) Reference Checks. Talk to as many as 20 professional contacts for a given candidate <br />including elected officials, direct supervisors, direct reports, internal organizational peers, <br />professional peers in other organizations, civic leaders, and media representatives. The <br />Consultant will seek out the candidate's greatest critics and greatest fans to ensure a <br />complete, yet balanced, perspective and overview of each candidate. <br />G. Negotiations and Hiring Process <br />1) Determine the Terms of an Offer. Provide comparative data for selected organizations, <br />appropriate employment agreement language, and other similar information to assist the <br />City in determining an appropriate offer to extend to the candidate of choice. <br />CITY HALL • 630 EAST HOPKINS • SAN MARCOS, TEXAS 78666.512.393.8150 • FACSIMILE 512.393.3983 <br />CI.SANMARCOSTX.Gov <br />7 <br />