Agenda - Council Work Session - 02/15/2022 - Special

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II. WORK PLAN AND SCHEDULE This section presents the work plan and schedule we recommend for this recruitment. A. Work Plan 1. Position Analysis We will have extensive consultation with the City Council and any others it selects to determine the requirements of the job (not simply as stated in the position description), and to obtain information about the environment within which the position functions including ongoing or upcoming issues, priorities or goals. During this process, we will conduct individual interviews with the City Council, department directors, key staff, and others of your choice such as community leaders to identify expectations, perceptions, and concerns regarding the position. This is a critical component of the recruitment process because finding the best candidates involves more than identifying those applicants with the most experience or education; it requires identifying those who best meet the specific needs of the City of Ramsey and who possess the management style best suited to be an effective contributor to the City's leadership team. Based on those meetings, we will prepare a draft position profile and review it with the City Council to arrive at agreement regarding the specifications for the position. The final position profile will include information about the community, major issues to be faced, the position, and the selection criteria established. Again, it is critical that the profile accurately convey the City's needs and expectations and not merely be boilerplate or a promotional document. 2. Recruitment Process Because we have recently completed similar searches, we will first review our database to identify those candidates who may meet the City's specifications. Although this process is valuable we will also rely heavily on our own contacts and experience. In other words, through "networking", we will conduct a pro -active, nation-wide, professional search for the best qualified candidates and invite them to apply for the position. We typically directly contact at least 20 such candidates. Based on our discussions with the City, we will place ads in professional journals, online at appropriate websites and listservs, and in various minority and women's publications to encourage applicants to apply. 3. Resume Review We will review and analyze each applicant's background and experience against the position profile criteria. We will acknowledge all resumes received and keep candidates informed of their status in a timely manner. 3.