03/09/1998 Council Packet - Laserfiche WebLink

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SENT BY :(6121 337 -3695 : 2 -19 -98 : 18 :59 : PDI 20th FLOOR 612 464 4568:# 4/17 PDI is also a nationwide leader in the design and implementation of fair employment practices. We are frequently called upon to design selection procedures under federal consent decrees and U.S. Department of Justice auspices. We also have provided expert testimony in both state and federal courts regarding race and gender fairness of selection procedures. Our assessment procedures allow for the accurate comparison of both internal and external candidates. The key staff for this project will be drawn from PDl's Public Sector Division, which specializes in services to agencies of government. The following individuals will serve as key staff members; all have had extensive experience in recruitment and selection of top executive public sector positions. • Project Manager —Harry Brull • Project Principals —Susan Brock, Adam Ortiz Approach and Methodology Activity One —job Analysis /Determination of Position Requirements PDI would conduct interviews with the Council and other key individuals to determine the mix of skills and abilities required in. the position. Input would be gathered from staff through the use of a questionnaire. In addition, we would review relevant documentation such as position descriptions, organizational charts, etc. This information would be compiled into an updated position description and position profile, and become the basis for advertisements and other recruiting literature. These documents would also include details such as minimal qualifications, desired experience, and other factors relevant to recruitment and selection. As experts in the process of job analysis, PDI would ensure that the resulting necessary qualifications meet all legal guidelines and provide a blueprint against which to compare subsequent candidate qualifications. We estimate that this step could be completed within two weeks. Activity Two — Recruitment We would work with the City Council to determine the scope of the recruitment (regional, national, etc.). During our conversations, PDI would determine the location and current job responsibilities of individuals most likely to meet the position requirements. We would then designate a recruiting strategy including relevant publications, broadcast letters, and a mechanism for nominations which would yield the largest number of most qualified applicants for the position. We could coordinate a survey effort to determine the competitiveness of the salary package if necessary. Based upon past experience, we would anticipate that the combination of advertisement and specific letter writing would yield, at a minimum, 50 qualified applicants for the position. Depending upon publication schedules of any designated periodicals, this step would begin the timeline.