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RELEVANT LINKS: <br /> If not, the city should have a trained person who is not a decision maker <br /> conducting the reference checks and any additional searches, so in the event <br /> protected class information is found, it will not be passed along to the <br /> decision makers. It is important to make sure the reference check process is <br /> objective, professional, and completed the same way for all candidates being <br /> given final consideration. <br /> Work with your human resources staff and city attorney regarding what are <br /> and what are not allowable topics to be discussed during those reference <br /> checks. It is also a good idea to make sure candidates have signed an <br /> Release for Employment <br /> Reference Checks,LMC authorization and release form allowing you to verify the information they <br /> Model Form. provided—i.e., their backgrounds and employment references. <br /> LMC HR Reference Manual, It is best to check with multiple references, including some who the <br /> Chapter 2,Section VII, <br /> Background checks and candidate has not listed, to make sure you are getting a true, complete, and <br /> bonding. accurate picture of past performance. Then carefully evaluate and balance <br /> what you are being told. Remember, any one reference you talk with may <br /> have really liked, or really not liked, the candidate; you need a broader <br /> picture. Also, be on the lookout for inconsistencies in what the references <br /> shared and the candidate shared in his/her application and interview <br /> responses. Inconsistencies are something to check on but don't necessarily <br /> mean you shouldn't hire a candidate. Often there is a good reason for an <br /> inconsistency. It is good to check with both elected officials, and trusted <br /> staff in the candidate's current city or county. And it is fine to talk with <br /> others, such as the Chamber Executive Director, or even professional peers <br /> from nearby cities. <br /> LMC information memo: As with any position, it is also a good idea to complete a criminal history <br /> Background Checks:The <br /> ABC's ofBCA Data. and financial background review. Many cities have also started to undertake <br /> a simple public Google search on all finalists for city employment. Again, <br /> ideally, the city will have a trained person conducting this search who is not <br /> a decision maker, so in the event protected class information is found under <br /> this public search, it will not be passed along to the decision makers. <br /> C. Making an offer <br /> Once everything looks good for your preferred candidate, a contact should <br /> be made to tentatively offer him or her the position. <br /> If you are using a professional recruiter, they will handle this for you. If not, <br /> it should probably be done by the mayor. The administrator will be working <br /> for the mayor and council, so you owe it to him or her and yourself to <br /> establish that relationship right from the beginning. You may or may not <br /> choose to include a specific salary and benefit package in that initial <br /> discussion; however, both parties should be aware of the range you are <br /> considering. <br /> League of Minnesota Cities Information Memo: 3/7/2022 <br /> Hiring a City Manager or Administrator Toolkit Page 10 <br />