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RELEVANT LINKS: <br /> B. Using a consultant or doing it on your own <br /> The first decision the mayor and council will need to make is whether to hire <br /> a consulting firm to assist with the recruitment. There are both national and <br /> Minnesota-based firms specializing in the recruitment of city <br /> administrators/managers. The fees vary, but about $19,000 to $26,000 plus <br /> direct expenses, can be anticipated. While the consulting fee may appear <br /> substantial up front, many cities have found it to be a very worthwhile <br /> investment in keeping the overall recruitment process objective and in hiring <br /> a manager/administrator who is the best fit for their city. Search firms may <br /> also offer some type of"guarantee" if the employee doesn't work out or <br /> doesn't end up staying in the position for a specified amount of time. One <br /> option for examining search firms is to seek formal proposals from vendors. <br /> Please contact the League for sample Request for Proposals for Executive <br /> Search Consulting Services some cities have used in the past. There is no <br /> requirement for a formal RFP process for this type of service. Another <br /> option that can be accomplished more rapidly, is to reach out to specific <br /> firms and request they submit a service quote. The Council should evaluate <br /> the proposals or quotes using the same process used for other service <br /> proposals or quotes. <br /> If the council decides not to retain a consultant, but to handle the recruitment <br /> on its own, it is usually necessary to designate a trusted member of the <br /> existing city staff to manage the details of the process—the individual <br /> responsible for human resources matters would be the best choice, with the <br /> city clerk or finance director being other viable options. If the city is too <br /> small to have a staff member available for this purpose, the council will <br /> probably need to designate the mayor or a council member to handle it. The <br /> city attorney will also be a necessary and helpful resource in keeping the <br /> process legal and in finalizing the details of any employment agreement. If <br /> city decides not to retain a consultant, involvement of the city attorney is <br /> strongly encouraged. <br /> The council should agree up front on how it is going to organize itself for <br /> the task ahead—i.e., development of the posting, who will speak on behalf <br /> of the council in contacting candidates and the media, how the application <br /> process will occur, how the final terms of employment are established <br /> between the city and the successful candidate, etc. It should be very clear <br /> and agreed upon as to what roles individual councilmembers will and will <br /> not play in the process. <br /> II. Hiring tasks <br /> The remaining steps outlined in this memo would be similar regardless of <br /> whether a consultant is used. <br /> League of Minnesota Cities Information Memo: 3/7/2022 <br /> Hiring a City Manager or Administrator Toolkit Page 2 <br />