Agenda - Council - 03/27/2007 - Laserfiche WebLink

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Sathe Executive Search Introduction by Mayor Mayor Gamec explained the interview process, which will include a presentation by the executive search firm and prepared questions from the Council. Presentation Mark Sathe and Greg Albrecht of Sathe Executive Search provided a brief presentation on the company and their interest in conducting a city manager /administrator search for the City of Ramsey. Mark Sathe and Greg Albrecht provided the following answers to the questions asked by the Council: 1. Sathe Executive Search has done over their history about 60 city manager /city administrator searches. Each one is unique, looking for a different type of personality and individual, depending on what the Council tells them they are looking for. The process will include an interview with the Council with a survey that asks a number of questions. 2. No. 3. Mr. Albrecht indicated he will be the lead search consultant. He is a senior partner with Sathe Executive Search, and has been in this business for 13 years, 7 of those years with Mark Sathe. Prior to this he worked 18 years as an human resources director for a couple of Fortune 500 companies. Mr. Albrecht provided his education background. He indicated Mr. Sathe, who has 36 years of experience, will be his number two person. Mr. Sathe provided his education background. He stated over the course of time he has worked on 2,800 engagements, and currently does about 40 searches per year. 4. Mr. Albrecht stated there are three things. First, during the interview process they ask behavioral based interview questions. Second, they conduct a 360- degree reference check, including peers and staff. The third tool is through profiles international, which is a testing tool where they have tested thousands of government officials and zeroed in on city managers for administrative positions with a municipal environment. With this profile individuals are matched against the profile for the City. This provides a good tool of whether the individual would be a good fit. Follow -up question: As far as the reference checks, some people are nervous about saying something negative. How do you sift through that? Mr. Sathe replied this is a hard area, and it is not fail -safe. Part of the skill of that is to develop questions that are not yes and no questions, possibly behavioral questions. You start getting at weaknesses that way. By the time they get to the 360 degree reference check there is a sense if they are all on the same wavelength. Follow -up question: With the 360 degree reference check, who selects the reference pool? Do you ask for specific people that might not give the glory reference? City Council Work Session / February 6, 2007 Page 3 of 14