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RELEVANT LINKS: <br /> That said, it is critical everyone respects the established process. <br /> Individual contacts should be solely an encouragement to consider applying, <br /> with no implication whatsoever the person is being promised a job, an <br /> interview or any other special consideration. <br /> Interested candidates should be directed to the consultant, city staff member, <br /> mayor, or whoever has been designated to coordinate the process. <br /> Interested applicants are usually asked to send a professional resume, along <br /> See Employment Application, with cover letter of interest, to the designated recruitment coordinator. Some <br /> LMC Model Form. cities require applicants to complete the city's employment application form <br /> or another standardized form called a "supplemental application"requesting <br /> specific job-related information and allows for the applicant to elect <br /> veteran's preference points, if appropriate. <br /> A. Evaluation of applications <br /> LMC information memo, Cities may need to comply with veterans' preference laws when hiring a <br /> Veterans Preference in <br /> Hiring,Section I-B-3, manager or administrator. The law does not require cities to give preference <br /> exception for department to department head positions, but cities should use caution in applying this <br /> head positions. <br /> exemption and consult an attorney before assuming an employee will be <br /> considered a department head. <br /> You may receive resumes and applications from more candidates than you <br /> wish to interview. The agreed upon process should include deciding who is <br /> going to narrow the list to a reasonable number for further consideration. If <br /> City Manager or <br /> Administrator Training and you have hired a professional recruitment firm, they will do this for you. If <br /> Experience,LMC Model not, it may be done by the designated staff member, or perhaps the mayor or <br /> Rating Sheet Form. <br /> a small council committee working with the staff member. You will likely <br /> end up with at least three candidate groupings—those clearly not qualified; <br /> those that seem to fit the bill; and a third middle pile of strong potential <br /> candidates but lacking in some area. If you and the city attorney determine <br /> the position is subject to the veterans' preference law, you will need to rate <br /> all candidates and veterans on a 100-point scale. <br /> Otherwise, at this point it is usual to come up with a list of about 8 — 12 <br /> semi-finalists for further consideration. Copies of the resumes/applications <br /> of these top candidates are sent to each councilmember for their review and <br /> evaluation. It is very helpful to have some type of rating sheet to help the <br /> councilmembers score each candidate on key criteria. The scoring sheet can <br /> be based on a numerical rating system, but also allow opportunities for more <br /> subjective reactions. It is important everyone keeps in mind the identity of <br /> applicants is still private information at this point in time, and, thus, <br /> complete confidentiality must be maintained. <br /> League of Minnesota Cities Information Memo: 3/7/2022 <br /> Hiring a City Manager or Administrator Toolkit Page 6 <br />