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<br />Presentation <br /> <br />Donna DiMenna of Personnel Decisions International (PDI) provided a brief presentation on the <br />company and the company's intercst in conducting a CilY manager/administrator search for the <br />City of Ramsey. <br /> <br />Q&A <br /> <br />I. Ms. DiMenna stated POI has cvery municipality in their databasc. When they recruit they <br />don't do newspaper ads; they literally make phone calls and contacts around the country. <br />They would come to the City to learn whal is necded in this role. The City of Ramsey is <br />different form a city that is not growing. POI asks about the challenges that are unique to a <br />Ramsey city administrator and to Ramsey in gcneral. It is not their intent to bring 25 peoplc <br />on for the Council to assess and make a decision on; they start from a pool of people that are <br />the best candidates and ""..hittle it down with mcthodology. There arc qualities a new leader <br />at Ramsey would need, and there will be challenges and key priorilks. Thcse are the things <br />they would like to know first before moving forward. POI has been doing this for 40 years, <br />and Harry, who would be the contact, has a huge resumc. She cannot count the amount of <br />work POI has done ovcr 40 ycars, and Harry has led that process this entirc time. POI has <br />donc over 200 city administrator selection processes. <br />2. Ms. DiMcnna replied yes, but she would need to defer this question to Harry. As of tonight at <br />8:00 Harry \...ill be available for phone calls, and Council should feel free to call him with any <br />questions. <br />3. Ms. OiMenna indicated Harry is the senior vice president and lcads the public sector. lie is <br />very well positioned in Minnesota and throughout the country. lie is a prolific \\Tiler and <br />teacher. lie would bring together a group of people that would work on this project. The <br />assessment process would include interview, role plays, cognitive tcsting, and personality <br />tesling. There would be a team of people that would lead this. <br />4. Ms. DiMenna stated POI adds more to the intervie\v process, including cognitive testing, role <br />plays. behavioral interviewing, and methodology. This is validated \..,.ith assessments to <br />measure against how the people did. All of the data would be rolled up with a <br />recommendation on the best fit for the City. <br />Sa. Ms. DiMenna stated PDI has evcry municipality in their data basc. They look nationally and <br />send personalized letters to individuals. They have cvery membership list for professional <br />organizations that would yield prospective candidates. Harr}' is so emhedded in city <br />government in the T\vin Cities that he oftcn calls pcople who come to mind for thc position. <br />Once the candidate pool is generated they movc to the next pieces. COllllcil could make a <br />decision that they do not want the search to be global, and it would then entail the five state <br />area, but generally the net is cast wide. <br /> <br />Follow-up question: When going out to ask other people about pcople looking for jobs, are you <br />asking existing city managers and administrators \\'ho they would recommend? <br /> <br />Ms. DiMcnna replied they ask mayors. city administrators, and human resources personnel. The <br />cities of Northfield and Shore view were some ofth" last fcw cily administrator roles they tilled. <br />There were sharp candidates that didn'1' get those jobs that may still be in their system to contact <br />to see if they are interested in this job. <br /> <br />City Council Work Session / February 6, 2007 <br />Page 6 of 14 <br />