04/24/1995 Council Packet - Laserfiche WebLink

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City of Lino Lakes Page One THE SEARCH PROCESS We anticipate the search for the Director of Public Works/City Engineer of the City of Lino Lakes will take from three to four months (90 to 120 days) from the time we are retained to the time the City makes an offer. This is somewhat dependent on the ability to place the announcement in the appropriate professional and trade publications, the time required to screen candidates, and the availability of the City and staff to review consultant reports and conduct final interviews. After further discussions with the City Administrator and staff we will refine the timetable which corresponds to the various steps in the process. In consultation with the City Administrator and staff we will develop a target date for the reporting of the new Director of Public Works/City Engineer. Conducting a search involves a process that can have far-reaching ramifications for the success or failure of an organization. To insure success, we will use the following process: PHASE I A. Position Profile During this initial phase our consultants will meet with the City Council, City Administrator, Department Heads, and department staff to learn more about your goals and objectives. We will spend the necessary time to gain a clear understanding of the organization and the type of person needed. Critical factors to be determined include position responsibility and authority; reporting relationships; educational and experience requirements; personal and leadership qualities; management style; community priorities; and the organizational environment in which the Director of Public Works/City Engineer must function. As a result of these meetings we will reach an understanding of what type of personality, human chemistry, and interaction style is desired and we will draft a Position Profile. The final Position Profile becomes the document against which we evaluate prospective candidates. The Profile consists of a description of the organization and its various functions, a formal description of the position and related duties, the preferred background and experience for the position, desirable management style and personal characteristics, and a listing of department priorities. The listing of priorities serves a two -fold purpose: It assists the hiring authority in developing a consensus on what is important for the organization and it alerts potential candidates of the important issues of the organization.