[1. Call Meeting To Order/Roll Call]
[00:00:03]
GOOD EVENING, EVERYONE.AND THIS IS A SAFE HUBER HEIGHTS CITY COUNCIL WORK SESSION.
TODAY'S DATE IS OCTOBER 4TH, 2021.
UH, WE ARE HERE IN CHAMBERS AT 61 31 TEARS ROLL ROAD.
UH, THIS MEANS OFFICIALLY CALLED TO ORDER.
SO MR. ROGERS, IF YOU WOULD CALL THE ROLL PLEASE.
MR. CAMPBELL HERE, MRS. BURSCH.
MR. OTTO CARE, MR. LYONS, MR. HILL, MR. WEBB HERE, MIRADOR HERE.
[2. Approval of Minutes]
IS APPROVAL OF MINUTES.IT'S LIKE WE HAVE ONE SET OF MINUTES DATED FROM SEPTEMBER 21ST, 2021.
THOSE MINUTES HAVE BEEN DISTRIBUTED.
I'LL STAND AS APPROVED QUESTIONS, COMMENTS, CORRECTIONS HEARING.
NONE OF THOSE MINUTES ARE APPROVED.
[ City Manager Search Firm Proposal Presentations]
WHICH IS WHY WE'RE HERE THIS EVENING.OUR WORK SESSION TOPICS OF DISCUSSION.
I AM THREE IS OUR CITY MANAGER SEARCH FIRM PROPOSAL PRESENTATIONS.
AND, UH, UM, WE'LL JUST ASK MR. ROGERS TO DO SOME INTRODUCTIONS AS HE IS, UH, ARRANGE FOR, UH, OUR TOP TWO FIRMS THAT COUNCIL DECIDED ON IF YOU COME THIS EVENING AND, UH, PRESENT THEIR COMPANY TO US SO WE CAN, UH, START THE DECISION-MAKING PROCESS FOR THE NEXT CITY MANAGER.
SO, UH, AT THIS POINT IN TIME, MR. ROGERS, IF YOU WOULD.
SO, UH, FIRST UP THIS EVENING, WE HAVE SLAVE AND MANAGEMENT CONSULTANTS, UH, REPRESENTED BY THE PRESIDENT, UH, ROBERT, WHO SLAVEN AND HIS ASSOCIATE, UH, DAVE KRANZ.
AND, UH, I'LL TURN IT OVER TO THEM.
UH, THEY HAVE A POWERPOINT PRESENTATION THEY'RE GOING TO BE MAKING AND, UM, I THINK THEY'RE MORE THAN WILLING TO ENTERTAIN QUESTIONS AS, AS THEY GO THROUGH THEIR PRESENTATION.
SO WOULD IT BE, UH, LET'S SEE, I THINK AS WE MOVE THROUGH THE PRESENTATION, I WOULD JUST LIKE TO SAY ME, IF QUESTIONS COME UP AT THAT POINT, CAN WE JUST INTERJECT AND THEN KIND OF TURN THIS INTO MORE OF A CONVERSATION STYLE, UH, QUESTION RATHER THAN WAITING UNTIL THE END AND THEN JUST HAVING ALL THESE QUESTIONS.
WOULD THAT BE OKAY? THAT'S OUR STRONG PREFERENCE.
WE THOUGHT ABOUT WHETHER OR NOT TO HAVE THE POWERPOINT FOR, BECAUSE SOMETIMES IT LOOKS LIKE IT'S OUR SHOW.
IT SHOULD BE YOUR OPPORTUNITY TO MEET WITH US.
THE PURPOSE OF THAT IS TO KEEP US FOCUSED A LITTLE BIT.
UM, AND IT DOES HAVE SOME INFORMATION THAT WE AT LEAST TALK ABOUT, BUT ABSOLUTELY WE WANT IT TO BE A DIALOGUE, UH, THAT WAY WE KNOW WE'RE RESPONDING TO THINGS THAT YOU WANT AND THAT YOU'RE INTERESTED IN RATHER THAN THINGS THAT WE THINK YOU MIGHT BE PLEASE.
SO COUNSEL, UH, AS WE MOVE THROUGH THE PRESENTATION, ANY QUESTIONS THAT YOU HAVE JUST CERTAINLY GET MY ATTENTION THEN WE'LL, UH, WE'LL, WE'LL MOVE THROUGH THE PROCESS WITH QUESTIONS AND ANSWERS AS WE MOVE THROUGH THE PRESENTATION.
SO LOOK FORWARD TO HIM HEARING FRANK.
UM, DAVE CRANKS, UH, WHO IS, UH, UM, WELL KNOWN IN THIS AREA, HE'S BEEN A COUNTY ADMINISTRATOR IN HAMILTON COUNTY FOR A NUMBER OF YEARS.
AND, UH, AFTER THAT, UH, WORKED WITH THE CITY OF LA MCLACHLIN AS AN INTERIM, AS A, UH, IT WAS IN A ROMANTIC, THERE WAS AN INTERIM, IT WAS, IT WAS PART TIME CITY ADMINISTRATOR FOR A LONG TIME.
UH, AND, UH, FOR PROBABLY 15 YEARS, HE'S WORKED WITH ME AT MY, UH, COMPANY SLAVE AND MANAGEMENT CONSULTANTS.
I WAS ALSO PRESIDENT OF THE INTERNATIONAL CITY COUNTY MANAGEMENT ASSOCIATION.
THAT'S, UH, AT MY, WHEN I WAS PRESIDENT OF ROUGHLY 8,000 CITY AND COUNTY MANAGERS FROM AROUND THE WORLD.
SO I'VE DONE A WHOLE LOT WITH A WHOLE LOT OF FESTS CITY MANAGERS HAVE A LOT OF CONTEXTS, NOT THAT I'M GOING TO RECRUIT ANYBODY FROM AUSTRALIA TO COMPETE HERE, BUT I DO HAVE THAT TYPE OF A RANGE.
THAT'S A GOOD FIT AND MAKES SENSE, COOL TO WRITE THAT DOWN.
WELL, IF YOU GO TO AN ICU, MAYBE MEETING WITH HIM, YOU WON'T SEE HIM FOR THE WHOLE ENTIRE HE'S SURROUNDED BY, UH, BY FOLKS WHO KNOW HIM, WHICH IS A PLEASURE FOR US.
UH, I POINTED OUT IT WAS MAKING, WANTING TO MAKE, AS I WAS INTERVIEWING OR INTRODUCING HIM.
AND WE'VE GOT, UH, I THINK, UM, A GREAT STAFF OF, UH, FOLKS WHO HELP US, BUT I'M REALLY PROUD TO HAVE DAVE WITH US.
HE'S A REAL ASSET TO THE COMPANY AND WHO'D BE A GREAT ASSET TO THIS PRODUCT, TO THE SEARCH PROCESS.
UH, TELL YOU THAT ANY TIME YOU NEED FOR ME TO BE HERE, I WILL BE HERE AND I WILL BE ABSOLUTELY COMPLETELY INVOLVED IN THIS PROCESS.
BUT IF YOU NEED SOMEBODY, SOMETHING HAS TO HAPPEN SOONER THAN, UH, UH, LATER THAN, UM, DAVE WILL BE HERE AND COULD BE HERE IN AN HOUR.
THE, UM, COMPANY DOES A NUMBER.
WE WERE FORMED IN 1991, AND I HAVE BEEN DOING LOCAL GOVERNMENT RECRUITING SINCE 1979.
AND PRIOR TO THAT, FOR A NUMBER OF YEARS, I WORKED FOR LOCAL GOVERNMENT CITIES AND COUNTIES.
UH, BUT OUR COMPANY DOES A NUMBER OF THINGS.
PRIMARILY IT DOES EXECUTIVE RECRUITING FOR LOCAL GOVERNMENTS, BUT WE'D ALSO DO A PAINTING CLASS
[00:05:01]
FOR CO UH, CLASSIFICATION STUDIES, SOME, UH, PERFORMANCE APPRAISAL SYSTEMS, UH, STUDIES, UH, AND WE'RE A NATIONAL FIRM.WE'RE HEADQUARTERED IN ATLANTA.
AND THAT'S NOT BECAUSE OF ANY GREAT LOVE AFFAIR THAT I HAD FOR ATLANTA WHEN I MOVED THERE.
BUT RATHER BECAUSE OUR PRACTICE IS NATIONAL AND I WAS FINDING MYSELF AND I LIVED IN CALIFORNIA, I WAS FINDING MYSELF TRAVELING, UH, ON SUNDAY AFTERNOONS TO GET TO MY CLIENTS AND ON SATURDAY MORNINGS TO GET HOME AND HAVING NO TIME WHATSOEVER TO NUMBER ONE, UH, HAVE ANY FAMILY LIFE AND NUMBER TWO WORK.
SO, UH, ATLANTA PROVIDES US THE OPPORTUNITY TO, TO, UM, BE CLOSE TO THE LARGEST AIRPORT, BUSIEST AIRPORT IN THE COUNTRY.
ONE THING THAT SHOULD BE CLEAR IS THAT WE'RE SOLELY LOCAL GOVERNMENT MANAGEMENT CONSULTANTS.
WE DON'T DO FEDERAL, WE DON'T DO STATE.
WE DEAL WITH THE CITY AND COUNTY MANAGERS AND, AND THEIR DEPARTMENT HITS THROUGHOUT THIS COUNTRY AND AUSTRALIA TOO.
IF YOU WANT US TO GO THERE IN DOING SO, WE'VE PLACED, UM, I PLACED OR BEEN INVOLVED IN THE PLACEMENT OF OVER 900 LOCAL GOVERNMENT EXECUTIVES, DEPARTMENT HEADS, CITY MANAGERS, COUNTY MANAGERS OF 95% OF OUR PLACEMENTS HAVE STAYED IN THEIR POSITION MORE THAN FIVE YEARS.
AND I'M REALLY REFERRING TO THE CHIEF EXECUTIVES.
UH, OH, WHEN I GIVE YOU THAT STATISTIC, UH, THE, UM, AVERAGE TENURE OF A CITY OR COUNTY MANAGER IS STILL AROUND FIVE YEARS ARE THE LAST TIME I, UM, UM, UH, CALCULATED OUR AVERAGE TENURE.
IT WAS MORE LIKE EIGHT YEARS AND THAT COULD VARY, UH, YOU KNOW, AND TAKE ADVANTAGE OF FOLKS WHO'VE BEEN IN THAT WE PLACED 30 YEARS AGO AND ARE STILL THERE.
AND THERE'S SOME, UH, THAT WE'VE PLACED TWO YEARS AND ARE STILL THERE, BUT THAT IF YOU AVERAGE THEM ALL OUT AT THE TIME I DID THAT, WHICH WAS ABOUT A YEAR AGO.
IT WAS ABOUT EIGHT YEARS, ABOUT 25% OF OUR PLACEMENTS ARE FROM PROTECTED GROUPS OF WOMEN AND MINORITIES.
I IT'S INTERESTING BECAUSE I, UH, UM, CALCULATED THAT, UM, RECENTLY FOR A PRESENTATION I WAS MAKING TO A CLIENT WHO WAS VERY INTERESTED IN THAT STATISTIC AND FOR THE LAST YEAR OR SO, THAT STATISTIC IS MORE LIKE 65% AND IT INCLUDES WOMEN, BUT IT ALSO INCLUDES PLACING, UH, UH, AFRICAN-AMERICANS AND HISPANICS.
UH, AND IT WILL MOST LIKELY CHANGE IF WE LOOKED AT IT IN A DIFFERENT, UH, THREE OR FOUR MONTH PERIOD, BUT WE, UM, WE'RE PROUD OF THAT STATISTIC AND THERE'S BEEN ABSOLUTELY NO SACRIFICING QUALITY TO, TO ACHIEVE THAT.
UM, UH, I, UM, MYSELF AND DAVE WILL, MY CO MANAGES SEARCH, UH, COMBINED, AND WE HAVE MORE THAN 75 YEARS OF EXPERIENCE.
UM, INCLUDING 50 YEARS OF PLACING CITY AND COUNTY MANAGERS IN DIFFERENT AND DEPARTMENT, I MENTIONED, DAVE, I'M NOT GOING TO REPEAT MYSELF, BUT I DON'T THINK HE MENTIONED THE FACT THAT HE'S A CREDENTIALED OR HAD A RETIRED CREDENTIALED MANAGER.
THAT IS NOT SOMETHING THAT YOU, UH, ASKED FOR AND TO GET JUST BECAUSE YOU'VE BEEN AROUND A LONG TIME, BUT IT'S SOMETHING THAT YOU EARNED BY STUDY AND BY TESTING AND BY PERIODIC OF A 360 DEGREE PEER EVALUATION.
UM, RANDY FRANK HAS ALSO IN THE PROPOSAL AND RANDY, UH, WORKS FOR US FOR OUT OF HER HOME AND, UH, UH, LOUISVILLE.
I DON'T EXPECT HER TO BE INVOLVED, UM, IN THE SENSE THAT SHE'LL BE HERE, BUT RANDY IS A REAL EXPERT AT FINDING PEOPLE ONCE SHE'S GIVEN THE, UH, UM, CREDENTIALS OR THE CRITERIA THAT YOU FOLKS SET, THEN, UH, SHE WAS TENACIOUS ABOUT FINDING PEOPLE WHO MEET THAT CRITERIA.
AND THAT'S THE ROLE I ENVISION HER, UH, ASSISTING WITH US, ASKED WITH, UM, DID I DO THAT OUR OHIO CLIENTS? I THINK YOU SAW THAT IN OUR, UM, OUR, UH, PROPOSAL, ANY QUESTION ABOUT ANY OF THOSE, UH, OKAY.
I DO YOU DO RIGHT SECOND TO LAST WRITE ABOUT THE TYPICITY.
OH, WELL THAT'S BECAUSE I WAS, I APOLOGIZE FOR THAT.
THAT'S NOT, WE HAVE NOT WORKED FOR THE CITY OF HUBER HEIGHTS.
I WAS, UH, PREPARING THE, UM, THE, UM, UH, POWERPOINT AND I GUESS I HAD HEALER HEIGHTS ON MY MIND.
UM, SO THE ONSITE DEVELOPMENT OF, UH, THE IMPROVEMENT PROFILE, THIS IS THE PROCESS THAT WE USE IS, IS TIED TO CRITERIA YOU FOLKS THAT NOT ANYTHING THAT, UH, WE PULL OFF A SHELF AND BRING TO YOU.
IT'S, UH, AND THAT'S AN IMPORTANT, UH, UM, PART OF, UM, WE NEED TO TALK TO YOU ABOUT IT MA MAKES IT REALLY IMPORTANT THAT WE SPEND TIME WITH EACH OF YOU.
AND THEN WITH ALL OF YOU AT THE BEGINNING OF THE PROCESS, IT MAKES IT VERY IMPORTANT THAT WE S UH, WITH YOUR PERMISSION TO SPEND TIME WITH YOUR STAFF, GET IT, AND GET, REALLY GET TO KNOW
[00:10:01]
THE, THE, UH, CULTURE OF THIS ORGANIZATION.WE'VE BEEN THROUGH THIS CITY AT A NUMBER OF TIMES, BECAUSE WE DRIVE ALONG 75, YOU GO THROUGH THE CITY OF HUBER HEIGHTS, WE NEED TO SPEND SOME TIME SEEING WHAT'S HERE.
UM, UH, AND THE REASON FOR THAT IS BECAUSE WE TRY TO FIND, NOT JUST PEOPLE WHO'VE, UM, HAVE THE EXTRA EDUCATION AND EXPERIENCE REQUIREMENTS THAT YOU'RE LOOKING FOR, BUT PEOPLE WHO FIT THE CULTURE OF THIS ORGANIZATION.
AND WE NEED TO KNOW WHAT THAT IS.
UH, AND WELL, IT'S A LITTLE BIT LATER, ABABIL TELL YOU ABOUT THE GUARANTEE THAT WE OFFER.
UM, THIS IS THE MOST IMPORTANT PART OF OUR RECRUITMENT.
PEOPLE THINK IT'S LIKE GETTING ON THE PHONE SINCE OUR CALLING OR SAYING ON A BUNCH OF ADS.
THE MOST IMPORTANT PART IS THAT WE THOROUGHLY UNDERSTAND WHAT THIS COMMUNITY WANTS.
WHAT, WHAT SPECIFIC, WHAT THE COUNCIL, THE MAYOR AND COUNCIL WANTS TO SEE IN THE NEXT, UH, CITY MANAGER? WHAT ARE THOSE QUALITIES, BOTH THE, THE, UH, THE HARD QUALITIES THAT, YOU KNOW, WHAT IS THE EDUCATION, THAT KIND OF STUFF THAT, THAT ANY RECRUITER FRANKLY, COULD DEAL WITH, UM, WHERE WE ALSO WANT TO KNOW WHAT SOFT SKILLS DO YOU, ARE YOU LOOKING FOR? IS THIS PERSON, UH, YOU KNOW, A COMMAND AND CONTROL PERSON, OR IS IT A MORE COLLABORATIVE TYPE PERSON? UM, DOES THIS PERSON HAVE, UH, A HISTORY OF BEING ACTIVE IN COMMUNITY ENGAGEMENT OR, OR IS THIS PERSON RATHER, UH, UH, LOOP? WE DON'T KNOW THAT WE DON'T GO INTO THIS PROCESS THINKING THAT WE'RE TRYING TO GET THE BEST PERSON FROM OUR POINT OF VIEW.
WE WANT TO FIND OUT WHAT YOUR POINT OF VIEW IS, AND I'M GOING TO SKIP OVER TO, TO THE GUARANTEED, BECAUSE FRANKLY, WE, WE GUARANTEE THAT THE PERSON WILL BE, UH, ON THE JOB HERE AT A MINIMUM TWO YEARS.
IF THAT DOESN'T HAPPEN, WE DO THE SEARCH OVER AGAIN.
UH, WE CHARGED FOR EXPENSES, BUT WE DON'T CHARGE FOR OUR TIME.
UM, WE WANT TO GET IT RIGHT THE FIRST TIME AND, UH, VOLVO CONCEPT GO ON, YOU KNOW, AND WE MEAN, IF THAT PERSON WE USE, FOR ANY REASON THAT INCLUDES, WE HAD ONE, ONE PERSON THAT WE PLACED DIED.
WELL, THAT WAS WITHIN TWO YEARS.
WE DID IT OVER AGAIN WITHOUT ANY CHARGE.
AND, UM, WE DIDN'T CAUSE THE DEATH OF, BUT NEED TO MAKE SURE THAT, BUT THE INTERESTING PART ABOUT THAT IS THAT IT WAS PEORIA COUNTY WHERE DAVE HAD WORKED WITH PREVIOUSLY, BUT, UH, A GUY, UM, UH, WAS PERFECTLY WELL.
WE THOUGHT HE WAS PERFECTLY HEALTHY.
SO DID HE, AND UNFORTUNATELY HE WAS NOT HEALTHY WHEN HE WAS HIRED.
HE HAD THE EARLY STAGES OF CANCER.
WELL, THE, UM, BOARD OF COUNTY COMMISSIONERS, UH, INTERVIEWED A NUMBER OF FOLKS WHEN, BEFORE THEY HIRED THIS GENTLEMAN, ONE OF THE NUMBER TWO PERSON, UH, THEY REALLY LIKED, BUT DIDN'T THINK HE HAD ENOUGH EXPERIENCE.
AND BY, UM, THE FIRST PERSON I HIRED WAS SARAH, ABOUT A YEAR AND A HALF, MAYBE, AND BEFORE HE DIED AND WE TOLD THEM THAT WE'D REDO THE SEARCH.
AND THEY SAID, WELL, WHY DON'T YOU GO CALL THAT GUY THAT, UH, UM, WAS NUMBER TWO, MAYBE HE HAS ENOUGH EXPERIENCE.
NOW WE DID, HE WAS, HE WAS HIRED.
SO, AND HE WAS THERE ABOUT 10 YEARS.
AND NOW HE'S THE CITY MANAGER PEORIA.
UM, IT WAS, IT HAD A HAPPY ENDING EXCEPT FOR, UH, UM, THE GENTLEMAN WHO DIED.
BUT THE OTHER WE'VE ONLY HAD TO HONOR THAT COMMITMENT, LIKE THREE, MAYBE FOUR TIMES, AND ONLY ONCE BECAUSE SOMEBODY, UM, WAS, UM, LET GO FOR A LACK OF A GOOD PERFORMANCE.
AND THAT WAS AT MY STRONG RECOMMENDATION TO THE COUNCIL THAT THEY LET THE PERSON GO.
AND IT WAS BECAUSE HE WAS DOING SOME THINGS THAT WOULD JUST NEVER, NEVER INDIAN INDICATION THAT HE WOULD EVER DO.
THAT KIND OF FORM THAT KIND OF WHERE BEHAVE THAT KIND OF WAY IN THE PAST THAT WE WERE ABLE TO FIND OUT ABOUT.
UH, BUT HE WAS DOING IT IN MY ADVICE TO THAT COUNSEL WAS IF HE GET AT ONCE, NO TELLING WHAT HE, THAT HE COULD DO IT AGAIN, THEY DIDN'T WANT TO LET THEM GO, BUT I SAID, YOU GOT TO CUT YOUR LOSSES.
IT WAS ONE OUT OF 800, IT'S ALMOST 900.
SO YOU WONDERED WHAT OUR WORKS ARE.
WE JUST TOLD YOU WE LOST ONE OUT OF 900.
AND YEAH, IT WAS INTERESTING BECAUSE THAT MAYOR, UH, HE DIDN'T, THEY DIDN'T WANT HIM TO LET THEM GO, BUT HE DID HAVE SOME CHARACTER, EXTRA QUALITIES THAT THEY REALLY WANTED.
UH, BUT, BUT HE DID WAS, UM, UH, INCREDIBLE.
UH, AND MAYOR SAID, WELL, I DON'T BELIEVE THAT THAT HE'S THAT BAD.
AND HE WENT BACK AND DID, UM, UH, UM, REFERENCING ON HIS OWN SOME OF THE SAME PEOPLE WE'VE TALKED WITH, BUT THEN HE WENT BEYOND THAT AND HE SAID, BOB, I CAN'T FIND ANY WRONG WITH THIS GUY.
[00:15:02]
LOOK IN THIS TOWN WHERE HE'S BEEN FOR THREE MONTHS AND THERE'S NOTHING RIGHT ABOUT THE WAY HE'S BEHAVED BEFORE HIM.SO AT ANY RATE, I REALLY BRING A POINT HERE.
UM, THE, UH, ONE OF THE THINGS WE DO AND I'M GOING TO LET DAVE TALK ABOUT THIS BECAUSE HE'S QUITE PROUD OF IT IS A TO ENSURE FIT OR TO MEASURE FIT IS I'M NOT SURE ANY OF THE OTHER COMPANIES DO THIS, BUT AT LEAST PRE COVID.
SO I GUARANTEE YOU THAT WE WILL DO IT.
AND NOW A, IT DEPENDS KIND OF ON, UH, THE, UH, WHETHER CITY HALLS ARE OPEN AND THE COMFORT LEVEL OF THE PEOPLE THAT WE GO TO VISIT.
BUT, UH, WE DO A SITE VISITS OF FINALIST CANDIDATES.
WE GO THERE BEFORE YOU SEE THEM.
AND DAVID'S PRETTY GOOD JOB ABOUT TALKING ABOUT THIS IN THE COLLEGE AND DID THAT WELL, IT GETS BACK TO THE THINGS ABOUT THE SOFT SKILLS THAT, UH, WE'RE GONNA BE ASKING YOU ABOUT.
UM, W YOU KNOW, THERE ARE THINGS LIKE, HOW DOES IT SAY TO YOUR MANAGER RELATE TO THE EMPLOYEES, UM, UM, WALKING THROUGH THE COURTHOUSE THAT CAN LEARN A WHOLE LOT ABOUT THAT, OR THE CITY HALL I CAN LEARN ABOUT THAT, THAT I CAN'T PICK UP FROM READING A RESUME, UM, SAME THING WITH, UH, HOW DOES THIS PERSON RELATE TO THE COMMUNITY GOING TO LUNCH WITH THAT PERSON? UM, AND, UH, YOU KNOW, HOW PEOPLE FREE TO COME UP AND SPEAK WITH HIM OR HER, OR, OR DOES HE RELATE WELL WITH JUST FOLKS GENERALLY IN THE DINER? UM, THAT TELLS ME SOMETHING, AGAIN, SOMETHING THAT I'M NOT GOING TO SEE ON OUR, ON A RESUME, WE SEE IT BEST BY ACTUALLY PHYSICALLY GETTING TO THE PLACE WHERE THE CANDIDATE RESIDES AND GETTING A BETTER IDEA OF THIS PERSON FITS IN THIS COMMUNITY AND TRY TO PROJECT THAT INTO EMPTY HUBER HEIGHTS.
AND SURPRISINGLY ENOUGH, WE'RE ABLE TO DO THAT.
UM, UH, NOBODY, WE DON'T TELL ANYBODY WHILE WE'RE THERE, BUT QUITE OFTEN THE CANDIDATE DOES.
AND ALSO QUITE OFTEN, WE'RE ABLE TO TALK TO, UH, TO VERISIGN COUNCILS WHEN WE DO THAT.
UM, PARTICULARLY IF THEY ARE, HAVE BEEN REFERENCES, WE WILL HAVE DONE REFERENCING PRIOR TO THE TIME THAT WE DO THAT.
AND WHAT IT'S GOING ON IN OUR MIND IS NOT ONLY GOING TO INTERVIEW WITH THE CANDIDATE, BUT, UM, WHAT YOU TOLD US, YOU'RE LOOKING FOR IN TERMS OF STYLE AND PERSONALITY, CHARACTERISTICS.
AND WE'RE TRYING TO SEE HOW, HOW WELL THAT PERSON INTERACTS WITH THE PEOPLE WHO WERE HIS OR HER STAKEHOLDERS.
UM, IN ADDITION TO THAT, WE DO A LOT OF OTHER BACKGROUND WORK.
UH, I CAN'T THINK OF ANYTHING WE DON'T DO AT LEAST CHECK EDUCATIONAL CREDENTIALS.
WE CHECK, UH, ANY MEMBERSHIPS THAT THEY SAY THEY HAVE SOME MANAGERS THAT YOU MAY KNOW, MAYBE HE'S, WE'LL CHECK THAT IF THEY'RE CREDENTIALED MANAGERS.
SO I CMA, WE CHECK THAT WE CHECK CRIMINAL, UH, NOT ONLY, UH, UM, AND CIVIL RECORDS, NOT ONLY A LOCAL CIVIL RECORDS, BUT NATIONAL CIVIL RECORDS, NATIONAL CRIMINAL RECORDS, SEX OFFENDER LIST.
WE DO A CHECK WITH A SOCIAL SECURITY TO, UM, SEE HOW MANY TIMES THEIR SOCIAL SECURITY CARD MIGHT'VE COME UP.
THAT USUALLY DOESN'T, UH, INDICATE ANYTHING AGAINST THE CANDIDATE.
BUT IT IS INTERESTING WHEN WE TELL THEM THAT THAT THEY'RE BEEN CHECKED, UH, THAT THEIR SOCIAL SECURITY NUMBER HAS BEEN CHECKED.
IT'S PRETTY COMPREHENSIVE SET OF IN REFERENCE TO WHO CHECKS, OF COURSE, AND REFERENCING NOT ONLY WITH PEOPLE THAT THEY AUTHORIZE US TO, THAT'S NOT THE RIGHT WORD.
WE GET AUTHORIZATION TO DO BACKGROUND WORK ON CANDIDATES.
WE HAVE TO, IN ORDER TO DO IT, IT'S ILLEGAL NOT TO, BUT WE DON'T TELL THEM THAT WE'RE GOING TO JUST STICK WITH THE REFERENCES THAT THEY PUT ON THE, ON THEIR REFERENCE LIST.
UM, BUT WE TELL THEM WE'RE GONNA DO REFERENCE CHECKS.
SO WE WILL PUT OUR THOUGHTS TOGETHER AND TRY TO FIGURE OUT WHO IS, UH, NEXT DOOR WHEN THEY WERE IN THIS PLACE OR NOT WE'LL CALL, UH, THAT INCLUDES TALKING TO THE PEERS, THE NEIGHBORING CITY MANAGERS, WHATEVER.
UM, BUT WE SHOULD SAY UP FRONT THAT THAT'S ALL DONE UNDER A STRICT CONFIDENTIALITY.
I CAN'T TALK TO THE PERSON IN TIP CITY ABOUT HOW'S IT LIKE WORKING HERE OR ARE, OR THE PERSON DOWN IN, IN, IN DAYTON.
UH, HOW'S IT, YOU KNOW, HOW IS THIS PERSON TO DEAL WITH AND TO HAVE THAT BE IN A, IN A PUBLIC MEETING AT SOME POINT? UM, SO WE GET PRETTY, I WOULD SAY PRETTY FRANK EVALUATIONS, AND I WOULD TELL PEOPLE AND HAVE REFERENCES THAT WE WON'T QUOTE THEM, BUT WE WANT CANDOR.
UM, AND YOU'LL GET SUMMARY INFORMATION ABOUT THOSE CALLS, BUT YOU WON'T GET, UM, WE WON'T QUOTE ANYBODY IF WE DIDN'T MAKE THAT ASSURANCE, UH, WE'D GET NOTHING FROM HIM.
SO, UM, ANY QUESTIONS AT THIS POINT I'M INTERESTED IN, AND AS YOU TALK ABOUT THAT, BECAUSE I KNOW I'VE BEEN THROUGH HIRING PEOPLE IN MY CAREER, AND I KNOW A LOT OF TIMES WHEN YOU DO REFERENCE
[00:20:01]
CHECKS, I'LL LIKE I SAID, MOST OF THEM, THEY'RE GOING TO PUT DOWN PEOPLE THAT THEY FEEL ARE GOING TO GIVE THEM THE FREE, GLOWING RECOMMENDATION.BUT I'M JUST CURIOUS, JUST CURIOUS AS HOW GOOD OF INFORMATION YOU DO FEEL THAT YOU GET, I UNDERSTAND YOUR CANDOR AND ALL THOSE THINGS BEING UPFRONT WITH PEOPLE TALKING ABOUT THAT, BUT HOW DO THOSE DISCUSSIONS REALLY GO WHERE YOU, WHERE YOU REALLY FEEL LIKE YOU'RE GETTING A REAL HONEST OPINION OF, OF THAT PERSON'S CHARACTER INTEGRITY, THEIR WORK HABITS, WORK ETHIC, ESPECIALLY WHEN IT'S SOMEBODY THAT, YOU KNOW, AND THEY MIGHT BE WORRIED THAT SOME INFORMATION IS GOING TO COME OUT.
CAUSE I THINK THAT'S REALLY, REALLY CRITICAL TO US.
WHETHER YOU SHARE THAT INFORMATION WITH US REALLY CRITICAL FOR YOU AND BEING ABLE TO RECOMMEND SOMEONE TO US.
THAT'S A GOOD QUESTION, MAYOR AND YOU'RE RIGHT.
WELL, WE DO A NUMBER OF THINGS TO TRY TO MAKE SURE THAT WE, THE INFORMATION WE GET IS ACCURATE AND IT'S VERIFIED OR VALIDATED WITH REFERENCING.
UM, WE TRY TO GO BACK AT LEAST 10 YEARS IN THREE JOBS, AND WE'RE TALKING TO PEOPLE, WHO'VE SEEN THESE CANDIDATES AT DIFFERENT POINTS IN TIME.
WE'RE ASKING, WE'RE LOOKING FOR CAN SOME, SOME CONSISTENCY AND WHAT, AND THE BEHAVIOR THAT THEY'RE DESCRIBING.
IF WE DON'T GET IT, FRANKLY, WE UNDERSTAND WE WORK FOR YOU, NOT THEM.
AND, UH, YOU KNOW, I HAVE ONE CASE THAT AN OUTRAGEOUS CASE WHERE SOMEBODY WAS TWO PLACES AT ONCE FOUR OR FIVE YEARS BEFORE, AND HAD REFERENCES FROM TWO DIFFERENT PLACES ABOUT HIM, THESE ARE REFERENCES HE GAVE, UH, AT THE SAME POINT IN TIME, FOUND OUT THAT THE SECOND PLACE HE WAS FEDERAL PRISON.
UH, SO, UM, AND HE HAD SET THAT UP SO THAT WE TO TRY TO DISGUISE THAT, BUT AT ANY RATE, UH, WE DISCOVERED WE FOUND THAT OUT AND THAT, THAT NOT THAT THAT DIDN'T GET PAST HIS THANK GOD.
UH, THE OTHER THING WE DO IS WHAT DAVID SUGGESTED IS FIND FOLKS.
WE KNOW PEOPLE AROUND THIS COUNTRY, WE KNOW PEOPLE WHO'VE BEEN NEXT DOOR OR MAY HAVE BEEN THEIR BOSS AT A DIFFERENT CITY, AND THEY MAY NOT BE ON THE REFERENCE LIST.
AND WE'LL TELL YOU, YOU KNOW, IT'LL, IT'LL BE A COLLEAGUE OF OURS SAYING, WE WANT TO FIND OUT ABOUT THIS PERSON.
WHAT ARE YOU GONNA ME? WHAT DO YOU KNOW ABOUT THEM? AND IT MAY JUST BE A SIMPLE QUESTION.
HERE'S WHAT WE'RE LOOKING FOR FOR A PARTICULAR CLIENT.
WHAT DO YOU THINK IS THIS GUY GOOD OR BAD? BUT, UM, IN TERMS OF THAT SET OF CRITERIA AND WE'LL GET EITHER A VERIFICATION OR VALIDATION OF WHAT WE'VE ALREADY HEARD OR NOT.
I HAD ONE VERY RECENTLY, IN FACT, LAST WEEK WHERE, UM, THE, UH, IT WAS AN ATTORNEY SEARCH CITY ATTORNEY SEARCH, AND I CALLED THE CITY MANAGER OF THE CITY THAT HE, UM, HAD WORKED FOR.
I KNOW THE CITY MANAGER QUITE WELL, AND I CALLED HIM AND THIS WAS A PREVIOUS EMPLOYER.
HE HAD JUST LEFT THERE A YEAR OR SO AGO.
AND I CALLED THE CITY MANAGER AND I SAID, WHAT DO YOU THINK ABOUT THIS GUY? AND YOU DON'T HAVE TO ANSWER MY QUESTION IF IT'S PUTTING YOU ON THE SPOT.
BUT, UM, THIS IS AN IMPORTANT POSITION THAT HE'S APPLYING FOR.
AND, UH, WHAT DO YOU THINK? AND HE ABSOLUTELY COMPLETELY, TOTALLY, WITHOUT ME ASKING A QUESTION, VALIDATED WHAT THIS GUYS, THERE WAS AN ISSUE, AN INCIDENT THAT, THAT WE WERE TRYING TO GET TO THE BOTTOM OF, AND HE ABSOLUTELY COMPLETELY VALIDATED WHAT WE, WHAT THE CANDIDATE TOLD US AND WHAT THE OTHER REFERENCES, INCLUDING THE, UH, PERSON HE WORKED FOR DIRECTLY TOLD US.
AND I ACTUALLY WAS A SITUATION WHERE WE GOT CANDOR FROM, UM, A COLLEAGUE OF MINE, BUT IT VALIDATED WHAT WE, THE POSITIVE COMMENTS THAT WE HAD HEARD FROM OTHERS ABOUT THE GUY.
SO WE FELT MORE, AND OUR CLIENT WAS VERY INTERESTED IN THAT PARTICULAR ISSUE.
SO WE, WE WENT IN THERE WITH A CERTAIN LEVEL OF ASSURANCE THAT, UM, WHAT HE, THE MAN WAS ACCUSED OF WHAT MIGHT'VE HAPPENED, BUT IT WASN'T HIS INTENTION TO DO ANYTHING WRONG.
UH, JUST HOW IT WAS, IT USED TO BE A WORD THAT SHOULDN'T HAVE BEEN USED.
SO DO YOU FIND THAT, UM, A LOT OF THE PEOPLE THAT YOU RECRUIT OR THAT YOU FIND IN THIS PROCESS, ARE THEY, ARE THEY BOUNCING AROUND OR ARE THEY GOING FROM A CITY MANAGER POSITION TO A CITY MANAGER POSITION TO OTHER CITY MANAGER POSITION OR THEY, UM, THEY HAVE A LOT OF PEOPLE WHO ARE LOOKING UP WHO KINDA HAVE SOME EXPERIENCES AND ASSISTANT ROLE.
THEY'RE LOOKING TO MAKE THAT NEXT MOVE BECAUSE I MEAN, I, I CAN'T HELP, BUT THINK THAT THROUGH THAT THROUGHOUT THIS PROCESS, IF SOMEBODY IS LOOKING TO, IF WE'RE IN REFERENCE CHECKS FROM A CURRENT EMPLOYER, FIND THINGS OUT.
IF THEY WANT THEM TO GO, THEY'RE GOING TO GIVE THEM A GLARING REFERENCE, UH, AS OPPOSED TO A BAD REFERENCE IF THEY WANT THEM OUT.
SO AGAIN, IT'S ALL COME DOWN TO TRYING TO FIGURE OUT HOW WE, HOW WE REALLY GET HONEST ANSWERS AND WHO WE, WHO WE KNOW ARE GOING TO BE TURNING THE KEYS OVER TO.
SO W IS THERE A LOT OF BOUNCING AROUND IN THIS OR, OR ARE WE GETTING A LOT OF NUCLEUS CANDIDATES WHO ARE TRYING TO IMPROVE OR UPGRADE THEIR, THEIR CURRENT POSITION? THAT'S BEEN MY EXPERIENCE AFTER BEING IN THIS BUSINESS FOR AS LONG AS I HAVE THAT PAST BEHAVIOR IS GOING TO BE ONE OF THE MOST, UM, RELIABLE PREDICTORS OF FUTURE BEHAVIOR.
SO THESE PEOPLE WHO SUBMIT RESUMES THAT HAVE BEEN IN PLACE THAT ARE, THAT ARE, HAVE BEEN IN THE BUSINESS FOR A LONG TIME.
AND THEY'VE BEEN HERE FOR TWO YEARS HERE FOR TWO YEARS APPLYING NOW, BUT THEY'VE ONLY BEEN WHERE THEY ARE SINCE, UH, FOR SIX OR EIGHT MONTHS.
[00:25:01]
TO ME IS AN INDICATOR THAT THAT'S GOING TO CONTINUE.HOWEVER, IF SOMEBODY HAS A PROGRESSIVE, UH, CAREER PATH THAT INVOLVES MAKING JOB CHANGES, AND THEY'RE GOING FROM AN ASSISTANT FROM A ADMINISTRATIVE ASSISTANT TO AN ASSISTANT, TO, TO AN ASSISTANT MANAGER, TO A CITY MANAGER AND A LAWYER AND A SMALL PLACE TO A CITY MANAGER IN A LARGER PLACE.
AND THEY'RE STAYING LONG ENOUGH TO WHERE, UH, THERE'S A, UH, UM, A PREDICTABLE CAREER PER POSSESSION.
AND THEN YOU LOOK AT ONCE THEY GET TO THAT POINT WHERE THERE'S A PLATEAU AT WHICH THEY'VE REACHED THE KIND OF JOB THAT THEY NEED TO STAY AND NOT BE PAYING TOO MUCH ATTENTION TO THEIR OWN CAREER PATH, BUT RATHER TO THE QUALITY OF WORK THAT THEY'RE PERFORMING FOR THEIR EMPLOYER, THEN THAT KIND OF CAREER PROJECTION LOOKS GOOD.
AND YOU MAY SEE PEOPLE LIKE THAT.
WE WILL SEE PEOPLE WHO MAY BE ASSISTANCE IN LARGER PLACES THAT MAY BE INTERESTED IN THIS JOB.
YOU MAY SEE PEOPLE WHO ARE, I MEAN, WHO ARE MANAGERS IN SMALLER PLACES WHO ARE INTERESTED, AND WE CHECK THAT OUT.
AND, BUT IT'S A CAREER PATH AS PART OF BEHAVIOR.
AND SOME OF THESE CHANGES, YOU KNOW, IF THEY'RE, IF THEY'RE LET GO OR, UH, ARE FORCED OUT, THEN WE'LL FIND OUT WHY, BUT IF THEY'RE MAKING THESE CHANGES, JUST BECAUSE, UM, EVERY TWO YEARS SAY, WANT TO MAKE A CHANGE.
YOU WONDER WHY ONE ASPECT OF THIS THAT, UH, YOU SHOULD ALSO BE AWARE OF IS THAT ONE OF OUR OBJECTIVES IS TO GIVE YOU A SLATE OF CANDIDATES THAT WILL MAKE YOUR DECISION MAKING REALLY DIFFICULT TO, TO FIND WHICH ONE IS THE ABSOLUTE BEST FIT.
UM, YOU ONLY GET TO PICK ONE AND CANDIDATES NUMBER TWO AND THREE, MAYBE JUST SUPER WELL WE'LL.
WE HAVE GONE BACK, UH, SOMEBODY WHO IS, YOU KNOW, NOT QUITE PERFECT FOR COMMUNITY AID, BUT MIGHT BE PERFECT FOR COMMUNITY B AND PUT THAT PERSON ON THE LIST.
IT WOULD LOOK LIKE THE PERSON WHILE YEAH, YOU ARE, YOU'RE A CANDIDATE HERE AND YOU'RE A CANDIDATE THERE.
YEAH, THAT'S RIGHT, BECAUSE YOU'RE A DARN GOOD CANDIDATE.
WELL, A GOOD EXAMPLE OF THAT WOULD BE IF, UH, UH, COMMUNITIES THAT HAVE ELECTRIC UTILITIES WANT PEOPLE FREQUENTLY WANT PEOPLE WHO HAVE SOME EXPERIENCE RUNNING AN ELECTRIC UTILITY, UM, COULD BE THAT WE HAVE AN IDEAL CANDIDATE FOR ARE A GREAT CANDIDATE.
UH, FOR CITY, I SEE A CITY MANAGER JOB THAT DOESN'T HAVE THAT EXPERIENCE.
AND WE HAVE TO SAY NO, BECAUSE THE CLIENT THAT THEY APPLIED TO WANTS THAT EXPERIENCE, UH, TWO MONTHS FROM NOW, WE MIGHT BE WORKING FOR A MUNICIPALITY THAT, UH, THAT, UH, DOESN'T HAVE THE, UM, FOR WHOM THAT THAT CANDIDATE HAS OUTSTANDING CREDENTIALS AND WE WILL CALL THEM.
ANYBODY REPLACED, HOWEVER, CONTINUE, PLEASE.
UM, UH, THE PROCESS IS PRETTY MUCH A SOUP TO NUTS.
WE WERE WITH YOU FROM THE TIME, UM, THAT, UH, UH, THAT WE TAKE TO SET UP THE PROFILE THROUGHOUT THE ENTIRE RECRUITMENT PROCESS.
UH, WE'LL GIVE YOU PROGRESS REPORTS TO SAY, YOU KNOW, HOW WE'RE DOING, AND IF WE'RE HAVING ANY KIND OF A DIFFICULTY WE'LL WANT TO COME BACK TO YOU AND TALK ABOUT THAT.
ONE OF THE THINGS WE'LL TALK ABOUT EARLY ON IS COMPENSATION.
UM, AND IF, UH, I, I DOUBT THAT THIS WOULD HAPPEN, BUT IN THE UNLIKELY EVENT THAT YOU GIVE US SOME NUMBERS AND WE'RE HAVING TROUBLE FINDING PEOPLE WILLING TO ACCEPT THOSE NUMBERS, WE'LL COME BACK AND TALK TO YOU ABOUT IT.
UM, UH, SO THAT WE'RE NOT, UH, RUNNING A PROCESS, THAT'S GONNA END UP IN ALL KINDS OF FRUSTRATION, FOR SOME REASON THAT COULD BE CORRECTED.
UM, WE WILL, UH, HELP YOU, UM, UH, THROUGHOUT THE PROCESS, INCLUDING, UH, HELPING YOU DESIGN THE, UH, SELECTION INTERVIEW AND SELECTION PROCESS.
DOES THAT MAKE SENSE FOR YOU? AND THAT DOESN'T NECESSARILY, AND AGAIN, THAT'S NOTHING WE TAKE OFF THE SHELF.
WE'LL WANT TO TALK TO YOU ABOUT WHO YOU MIGHT WANT TO HAVE INVOLVED IN THAT, UH, SELECTION PROCESS, OTHER THAN YOURSELVES, UM, WHETHER, UH, OF YOUR FULL, COMFORTABLE, INVITING SPOUSES TO BE WITH OUR HUSBANDS OR WIVES, UH, THE CANDIDATES, UH, DURING THE PROCESS, WHETHER THERE SHOULD BE, UM, UM, A TOUR OF THE CITY, UH, HOW YOU WANT TO INTERVIEW FROM, UH, THEIR, UH, FREQUENTLY, UH, COUNCIL MEMBERS WANT TO INTERVIEW INDIVIDUALLY, AS WELL AS COLLECTIVELY, UM, STATE LAWS DO, UM, VERY INDIFFERENT, UH, COULD AFFECT THAT.
UM, SO WE'LL WORK WITH AND DEVELOP A PROCESS THAT YOU'RE COMFORTABLE WITH.
AND WE'LL PROVIDE YOU THE INFORMATION ABOUT THE CANDIDATES THAT YOU NEED TO HAVE IN ORDER TO MAKE, UH, QUALITY DECISIONS ABOUT THE FOLKS THAT YOU'RE INTERVIEWING.
WE WILL HELP YOU FACILITATE AN EMPLOYMENT AGREEMENT.
USUALLY THAT'S DONE THROUGH, UM, ONE OF THE ELECTED OFFICIALS, USUALLY IT'S THE MAYOR AND MYSELF
[00:30:01]
OR DAVE AND A CITY ATTORNEY, BUT THAT'S, AGAIN, THE PARTICIPATION PARTICIPATION IN THAT GROUP IS UP TO YOU FOLKS.UM, AND THIS IS SOMETHING THAT A LOT OF OUR CLIENTS DON'T APPRECIATE THE VALUE OF, BUT WE WILL HELP YOU ESTABLISH FIRST-YEAR PERFORMANCE GOALS FOR THE CITY MANAGER, THOSE AREN'T CITY GOALS, THEY'RE PERFORMANCE GOALS FOR THE MANAGER.
AND THE VALUE OF THAT IS PROBABLY PRETTY OBVIOUS.
AND THAT AS IT GETS THAT MANAGER, UM, UH, IN TUNE WITH WHAT YOU ARE LOOKING FOR AND HE, OR SHE KNOWS WHAT IS EXPECTED, AND YOU FOLKS HAVE A, UH, A, UH, A SET OF CRITERIA TO MEASURE THAT PERFORMANCE AGAINST.
AND IT'S, UH, I CONSIDER IT A VERY VALUABLE PART OF WHAT WE DO.
UH, IT TAKES ABOUT A HALF A DAY, UM, ABOUT 30 DAYS AFTER THE PERSON STARTS, BUT I THINK IT'S VALUABLE.
AND WE'LL FOLLOW UP WITH YOU, UH, AS THE COUNCIL AND THE MANAGER WITHIN THE FIRST, UM, SIX MONTHS AND A YEAR TO MAKE SURE THAT THINGS ARE GOING WELL.
UM, UH, DAVE'S ALSO TALK ALREADY TALKED ABOUT SOME OF THESE ITEMS. WE WILL KEEP WORKING FOR YOU UNTIL THE PLACEMENT IS MADE.
UM, IF WE ARE HAVING PROBLEMS, UH, MEETING YOUR EXPECTATIONS IN TERMS OF FINDING PEOPLE WILL WANT TO WE'LL FIND OUT WHY, AND WE'LL WANT TO TALK TO YOU ABOUT IT.
THERE MAY BE SOME ADJUSTMENT THAT NEEDS TO BE MADE, BUT ONE WAY OR THE OTHER, UH, WE WILL NOT LEAVE YOU IN ALERTS.
YOU WILL HAVE A CITY MANAGER THAT, UH, UH, THAT MEETS YOUR CRITERIA BEFORE THIS, BEFORE WE'RE THROUGH, WE'LL REDO THE SEARCH FOR NO ADDITIONAL PROFESSIONAL FEES AS THE PERSON WHO ISN'T ON THE JOB WITHIN THE FIRST TWO YEARS, WE'LL NEVER RECRUIT YOUR MANAGER FROM THE CITY, AND WE'LL NOT ACCURATELY CRUDE.
IT, WE COULD ANY INTO YOUR EMPLOYEES, YOUR CLIENT, AND OUR, UH, UH, SYSTEM FOR AT LEAST TWO YEARS.
AND, UH, YOUR EMPLOYEES ARE, UH, ARE PEOPLE THAT WE WILL NOT RECRUIT FOR DURING THAT PERIOD TYPICALLY TAKES 90 DAYS FOR THE PROCESS TO, UH, FROM THE TIME THAT YOU APPROVE A RECRUITMENT PROFILE, WHICH GIVES US OUR AUTHORIZATION TO BEGIN THE PROCESS AND THE TIME THAT YOU'RE INTERVIEWING CANDIDATES AND THAT CANDIDATE IS HIRED.
I WANT TO TALK ABOUT THAT FOR A LITTLE BIT, BECAUSE IT MAY, UM, THE LAST YEAR OR SO THINGS HAVE CHANGED.
AND THE COMPETITION FOR THESE JOBS IS REAL TIGHT, AND WE HAVE, UH, AND WE HAVE, I HAVE, UM, DEVELOPED A PROCESS THAT DOES NOT INVOLVE, UH, EXTENSIVE LONG, UM, FILING PERIODS, BUT RATHER, UM, WE'LL LEAVE IT OPEN UNTIL FILLED AND WE'LL MONITOR THE, UM, RESULTS OF OUR EFFORTS AS THEY, AS THEY COME IN.
AND ONCE WE FEEL WE HAVE SUFFICIENT QUANTITY OF QUALITY CANDIDATES, WE'LL WANT TO TALK TO YOU ABOUT IT AND NOT LET THE PROCESS RUN FOR SOME ARBITRARY, TO SOME ARBITRARY, A FINAL FILING DATE, AND RUN THE RISK OF LOSING THE GOOD CANDIDATES THAT HAVE APPLIED EARLY ON.
I HAVE A QUESTION, UH, FROM YOUR PREVIOUS SLIDE, A LITTLE BIT OF INFORMATION ABOUT OUR CITY IN THE PAST, WE HAVE NOT DONE AN OPEN INTERVIEW PROCESS LIKE THIS FOR A SEARCH FIRM.
UM, BUT BECAUSE OUR CITIZENS WANT TO BE MORE INVOLVED IN, IN THE PROCESS AND TO BE MORE TRANSPARENT, UH, WE'RE DOING IT IN THIS FORMAT.
UM, AND I'M A LITTLE CONCERNED ABOUT YOUR STATEMENT WHERE YOU SAY WE WILL NEVER RECRUIT YOUR NEW CITY MANAGER FROM THE CITY OR ACTIVE RECRUIT ANY OF YOUR EMPLOYEES FOR AT LEAST TWO YEARS.
UM, BECAUSE OF THE TRANSPARENCY, IF WE FELT WE HAD SOMEONE THAT WE THOUGHT WAS QUALIFIED OR ANY NUMBER OF PEOPLE, IT, IT WOULD, UM, DISRUPT THAT TRANSPARENCY IF WE JUST OFFERED THAT JOB.
SO TO EXCLUDE ANYONE WITHIN THE CITY WHO MIGHT BE ELIGIBLE FOR THAT, OR WITHIN THE CURRENT CITY STAFF, I MISSED IT.
UH, WHAT WERE THE COMMITMENT IS THAT W ONCE YOU'VE HIRED A CITY MANAGER, WE WILL NOT RECRUIT THAT PERSON FROM YOUR CITY, NOR WILL WE RECRUIT ANYBODY THAT WORKS FOR YOUR CITY GOVERNMENT OF, IN OTHER WORDS, WE'RE NOT GOING TO COME HERE AND SAY, HEY, THERE'S A GREAT PUBLIC WORKS DIRECTOR THERE, PUT THAT PERSON'S NAME DOWN.
AND WHEN WE GET A PUBLIC WORKS DIRECTOR SEARCH, WELL, WE WON'T DO THAT.
AND THAT, THAT COMMITMENT IS FOR TWO YEARS, BUT WE WILL NEVER RECRUIT THE PERSON, UH, WHO WE PLACED HERE FOR AS LONG AS THAT PERSON IS STILL HERE.
THANK YOU FOR ASKING THE QUESTION.
OH, I THOUGHT YOU WERE GONNA SAY SOMETHING.
UM, SO, UH, ON THAT POINT OF, UH, OF THE SCHEDULE, WE ARE, UH, OKAY.
THE, UM, OF THE SCHEDULE THAT WE WILL WORK WITH YOU, AND IF IT'S, IF
[00:35:01]
IT'S, IF IT TAKES THE 90 DAYS, IT'LL TAKE 90 DAYS, BUT IF IT'S, UH, WE'VE BEEN, UH, FREQUENTLY, RECENTLY, UH, AT LEAST RECENTLY FREQUENTLY ABLE TO DO IT IN LESS TIME, UH, AND NOT, UH, AND THE REASON FOR THAT IS WE HAVEN'T, WE'VE BEEN CONCERNED ABOUT THE LOSS OF QUALITY CANDIDATES, UM, UH, EARLY IN THE PROCESS.IN FACT, DAVE AND I ARE WORKING ON A SEARCH NOW, I BROUGHT THE MATERIAL WITH ME FROM THE OFFICE TO DISCUSS WITH HIM, UH, WHILE I'M HERE, UH, ABOUT A, UH, SEARCHES ABOUT FOUR WEEKS OLD.
UH, AND I'VE GOT FOUR CANDIDATES I WANT TO TALK TO THE CLIENT ABOUT, AND I WANT TO TALK TO HIM ABOUT THAT.
SO, UM, PROCESS US WE'RE OUTCOME ORIENTED.
UH, WE'VE UH, WE'VE BEEN ABLE TO PRODUCE HIGHLY SUCCESSFUL CANDIDATES IN ALL REGIONS OF THE UNITED STATES ARE, UH, WE'VE WORKED FOR, I THINK 46, MAYBE 47 OF THE STATES, AND THOSE INCLUDE ALASKA AND HAWAII.
UM, UH, UH, AND SO WE'RE PRETTY PLEASED WITH THE FACT THAT OUR PROCESSES, UH, RESULTED IN SOME VERY SUCCESSFUL PLACEMENTS THAT HAVE HELPED COMMUNITIES THAT ARE ALL OVER THE UNITED STATES PROCESS IS INTERACTIVE.
WE, UH, YOU KNOW, UM, TRY TO MEET YOUR NEEDS.
WE WANNA, UH, WE WANTED TO HAVE DISCUSSIONS RATHER THAN MONOLOGUES WITH YOU.
I THINK I'VE TALKED TOO MUCH, NOT ALREADY, UH, 95% OF OUR REPLACEMENT OF OUR PLACEMENTS HAVE REMAINED WITH, THERE ARE NO JOBS FOR MORE THAN FIVE YEARS, THE ONSITE VISITS WE'VE DESCRIBED AND THE VALUE OF THAT.
AND I THINK WE'VE DESCRIBED, UH, AT LEAST, UH, COSTS OF CAPTAIN OR WELL WITHIN INDUSTRY STANDARDS AND OUR GUARANTEES ARE AMONG THE STRONGEST IN THE INDUSTRY.
SO THOSE ARE SOME OF THE THINGS THAT WE'RE PROUD OF AND, UH, YOU KNOW, WHAT THE COST IS.
UM, ANY QUESTIONS ABOUT THAT, WE'D BE HAPPY TO ADDRESS.
AND THE LAST ONE THAT'D BE THAT ANY OTHER QUESTIONS, FOLKS OR ANYTHING WE CAN HELP YOU WITH? UM, YES.
THANK YOU FOR THE PRESENTATION.
UM, A LOT OF THE, UM, ARE MANY OF THE THINGS YOU BROUGHT UP, LIKE YOU SAY ARE PROBABLY INDUSTRY STANDARD.
UH, WHAT DO YOU FEEL THAT YOUR FIRM CAN BRING TO THIS PROCESS THAT OTHER FIRMS CANNOT? ONE OF THEM IS OUR EXPERIENCE IN THE, AND THE CONTEXT THAT WE HAVE, UM, MADE IT AROUND THE UNITED STATES THAT HAVE, UH, THAT SUPPORT THIS WORK.
UH, THAT'S SIMPLY A FACTOR OF HOW LONG WE'VE BEEN IN THE BUSINESS AND HOW MUCH WORK WE'VE DONE, AND IT'S BEEN SUCCESSFUL.
WE HAVE CONTACTS ALL OVER THE UNITED STATES.
THERE ISN'T A PLACE THERE, ISN'T A REGION OF THIS COUNTRY THAT IF, UM, WE DON'T HAVE CONTACTS THAT WE KNOW US AND WORK WITH AND HAVE WORKED WITH US AND WILL WORK WITH US.
THE OTHER, UH, ITEMS THAT I THINK ARE, UH, ARE UNIQUE TO US IS WE TALKED ABOUT THE ONSITE VISITS.
UM, THE, UH, THEY'RE CRITICAL, AND WE'RE ABLE TO DO THAT MORE OFTEN THAN WE, UM, DURING THE PANDEMIC, IT WAS DIFFICULT.
A LOT OF CITY HALLS WERE CLOSED.
COUNTY BUILDINGS WERE CLOSED, BUT WE WERE OUT.
SO WE HAD TO DO A LOT OF THAT VIRTUALLY.
IT WASN'T AS GOOD, BUT, UH, NOW, UH, MOST CITY HALLS ARE OPEN AGAIN AND, UH, AND MOST PEOPLE ARE, UH, HOPEFULLY VACCINATED AND PROTECTED.
SO WE'RE ABLE TO DO THAT AGAIN.
AND THAT REALLY ADDS VALUE TO THE, UM, PROCESS.
THE, UH, UH, OUR GUARANTEES ARE, OTHERS HAVE GUARANTEES THAT ARE SIMILAR, BUT OURS ARE GUARANTEED.
OUR TWO YEAR GUARANTEE IS AS STRONG AS I'VE EVER SEEN.
UM, OUR TRACK RECORD, UH, UM, PLACEMENTS THAT STAY IN THE JOB.
UM, AND, UH, UM, UH, WE HAVE NOT HAD A CLIENTS SAFIRE US VERY FRANKLY, TO BE, UM, UH, I HAVE, UM, WITHDRAWN FROM A COUPLE OF ASSIGNMENTS THAT I THOUGHT WERE GOING TO BECOME IMPOSSIBLE TO HANDLE, BUT IF IT'S DONE, UH, BUT WE HAVE NOT BEEN LET GO.
AND THEN OF COURSE, THERE'S OUR LOCAL GOVERNMENT FOCUS.
UM, THAT'S NOT TO SAY THAT WE DON'T FROM TIME TO TIME FIND SOMEBODY FROM THE PRIVATE SECTOR THAT HAS SOME UNDERSTANDING OF WHAT IT'S LIKE WORKING IN THE PUBLIC.
UM, BUT IF YOU FIND SOMEBODY, UM, WHO JUST CAN'T GET COMFORTABLE WITH THE IDEA THAT THE BOARD OF DIRECTORS IS GOING TO HAVE A PUBLIC MEETING THAT MIGHT BE ON TV OR, UH, BE STREAMING, UM, YOU KNOW, THAT'S KIND OF THE BASIC THINGS THAT WE DEAL WITH THAT ISN'T ALWAYS UNDERSTOOD, UH, IN FACT FREQUENTLY IS NOT UNDERSTOOD WHEN WE DEAL WITH THE PRIVATE SECTOR.
UM, THE, UM, UH, SAME THING WITH THE, YOU KNOW, HAVING OUR COMPENSATION BE A MATTER OF PUBLIC RECORD.
UM, THAT'S NOT ALWAYS UNDERSTOOD AND PEOPLE AREN'T ALWAYS COMFORTABLE WITH IT.
UM, AND, AND HECK, YOU GUYS HAVE ALL BEEN AROUND FOR A WHILE.
YOU UNDERSTAND, IT'S, IT, IT IS DIFFERENT.
IT'S, IT'S NOT A HARD AND FAST RULE, BUT, UH,
[00:40:01]
YOU KNOW, THE BEST PREDICTORS BOB SET UP FOR SUCCESS IN THE FUTURES SUCCESS IN A SIMILAR POSITION IN THE PAST, I TRIED, OH, ONE OF THE THINGS THAT HE PROVIDES AS YOU, UM, AS YOU'LL FIND OUT, IF WE, IF WE DECIDE TO MOVE FORWARD TO THIS PROCESS WITH YOU AS WE ARE, WE ARE AN EXTREMELY DIVERSE CITY AND, UH, BECOMING MORE DIVERSE EVERY DAY.AND, UH, SO CERTAINLY I THINK, UM, IT DOES STICK OUT TO ME THAT YOU HAVE APPROXIMATELY 25% OF YOUR PLACEMENT ARE MINORITIES AND OR WOMEN.
UH, BECAUSE I THINK THAT THERE IS A LARGE PORTION OF OUR CITY IS GOING TO BE VERY INTERESTED IN THAT.
AND WE CERTAINLY WANT TO MAKE SURE THAT, UH, EVERYONE HAS AN EQUAL OPPORTUNITY CERTAINLY TO, TO INTERVIEW AND TO KIND OF GO THROUGH THIS PROCESS.
YOU KNOW, WE EVEN HAVE A DIVERSITY COMMISSION THAT WE'VE ESTABLISHED HERE, UH, WHO MEET WITH US REGULARLY, HAD GIVEN, PUT TO COUNCIL WHEN IT COMES TO, UM, ISSUES LIKE HIRING, EVEN OUR DEPARTMENT MANAGERS, YOU KNOW WHAT, WE WENT THROUGH THIS PROCESS WITH A FIRE CHIEF SELECTION.
SO, UM, I DO LIKE THAT YOUR, UM, YOUR PROTECTED GROUPS, AS YOU HAD SAID, WOMEN AND MINORITIES IS, UH, IS, IS, I MEAN, IT'S LIKE, WELL, I MEAN, ONE OUT OF FOUR IS REALLY GOOD CAUSE THAT'S GOING TO BE SOMETHING THAT'S VERY IMPORTANT TO, TO THIS CITY, TO THIS COUNCIL AND TO, INTO THE COMMISSION THAT WE'VE ESTABLISHED ON DIVERSITY HERE, BECAUSE WE ARE, UM, IT DOESN'T REFLECT IT ON THIS DIOCESE AT THE MOMENT, BUT, YOU KNOW, WE ARE AN EXTREMELY, EXTREMELY DIVERSE CITY.
AND AGAIN, LIKE I SAID, EVERY DAY THAT GOES BY, WE ARE BECOMING MORE DIVERSE, UH, SO THAT THAT'S GOING TO BE REALLY EFFICIENT AND TRUST THE EXTENT TO WHICH YOU AND THE MANNER IN WHICH YOU BRING THE COMMUNITY INTO THIS PROCESS IS ENTIRELY UP TO YOU.
UH, WE'VE WORKED WITH, UH, COMMUNITIES THAT WANTED TO HAVE A COMMUNITY-WIDE MEETING.
THAT WAS A SIMULCAST WITH QUESTION AND ANSWER SESSIONS FROM JUST ANYBODY.
WE DON'T HAVE A PROBLEM WITH THAT, AS LONG AS IT'S UNDERSTOOD THAT THE FINAL DECISION IS YOURS, NOT, NOT THEIRS, BUT IT'S, IF, IF, IF YOU'D LIKE A COMMUNITY, UH, A, A COMMUNICATION METHOD LIKE THAT, THAT THAT'S FINE.
UM, YOU KNOW, I DON'T KNOW WHAT THE HISTORY IS HERE FOR YOUR COMMUNICATION, WITH THE, UH, UM, WITH THE COMMUNITY.
I CAN'T IMAGINE THAT YOU WOULD WANT SOMETHING THAT, UH, YOU KNOW, THAT WE HAVEN'T HAD SOME EXPERIENCE WITH.
AND, UH, W W W WE'RE PERFECTLY WILLING TO WORK WITH THAT, TO THE EXTENT THAT YOU WANT US TO WORK WITH THAT.
AND ONE OF THE THINGS THAT, UM, JUST, UM, IT PLEASES ME A LOT IS THE NUMBER OF HIGH QUALITY MINORITY CANDIDATES FOR VARIOUS LOCAL GOVERNMENT JOBS HAS INCREASED SUBSTANTIALLY OVER THE LAST 10, 15 YEARS.
WHEN I FIRST STARTED DOING THIS, IT WAS A WHITE MALE MIDDLE-AGED WHITE MALE BUSINESS, AND THAT WAS, UH, IT WAS HARDLY ANY, UH, EXCEPTION TO THAT.
UH, BUT IT'S NOT THAT WAY ANYMORE.
UM, AND WE'RE MEMBERS OF A MINORITY, UH, ORGANIZATION, UH, ORGANIZATIONS THAT, UH, ARE THE MEMBERSHIP OF WHICH A MINORITY OF PUBLIC EXECUTIVES, UH, AND WE KNOW HOW TO ACCESS OTHERS, UM, AS PART OF THE REASON WE'VE BEEN SUCCESSFUL.
BUT THE GOOD PART OF IT IS BECAUSE THERE'S JUST GOOD PEOPLE OUT THERE.
AS LONG AS WE'RE WORKING FOR CLIENTS THAT WE FEEL WILL BE WELCOMING OF THESE PEOPLE INTO THEIR ORGANIZATION, WE WILL, UH, WE'RE DELIGHTED TO, TO WORK WITH THEM AND BRING THEM TO YOUR ATTENTION AS FINALIZED CANDIDATES.
IF WE SENSE THAT WE'RE WORKING FOR A CLIENT, THAT'S NOT THAT WELCOMING, WE WILL AT LEAST HAVE A DISCUSSION WITH THE CANDIDATE ABOUT THAT.
UM, BUT, UH, CANDIDATES ARE PRETTY GOOD G DO A PRETTY GOOD JOB OF THEIR OWN INVESTIGATING.
AND SO IF THEY FEEL, UM, AND IF WE POST ANNOUNCEMENTS, WHICH IS AMONG A NUMBER OF WAYS, WE DO RECRUITING AND, UH, PUBLICATIONS THAT ARE, UH, UH, UH, OPERATED BY MINORITY AND WOMEN ORGANIZATION, UH, LOOK, GOVERNMENT OR EXECUTIVE ORGANIZATIONS, PEOPLE, EVEN THOUGH WE ALSO PUBLISH AN ICM, WHICH EVERYBODY SEES, IF WE ALSO PUT THEM IN SOME OF THESE OTHER MINORITY ORIENTED PUBLICATIONS, PEOPLE KNOW THAT WE ARE SERIOUS ABOUT WANTING THEM TO APPLY.
UM, A COUPLE OF QUESTIONS, UH, YOU AND ALLUDED TO, UH, SOME OF THE CHALLENGES AND, UH, UH, SOME OF THE EXPERIENCES THAT YOU'VE HAD, UH, UH, DURING THE PANDEMIC IN THE PAST 12 MONTHS, HOW MANY SEARCHES HAVE YOU BEEN ABLE TO COMPLETE? UH, FROM BEGINNING TO END, UM, THE NUMBERS, I DON'T HAVE AN EXACT NUMBER, BUT AT LEAST FIVE CITY MANAGER SEARCHES FIVE OR SIX, WHICH IS PROBABLY A NORMAL MOUNTAIN OF CITY MANAGER SEARCHES.
WE ALSO DO A LOT OF DEPARTMENT IS, UH, BUT WHAT WE HAD TO LEARN AND ADJUST, UM,
[00:45:01]
SOME OF THOSE SEARCHES WERE, UH, PROBLEMATIC, UM, TO, UH, TO AN EXTENT BEYOND WHERE THEY NEEDED TO BE.AND THAT WAS BECAUSE CITY HALLS WERE CLOSED AND MEETINGS, AND WE COULDN'T GET MEETINGS WITH OUR CLIENTS, UM, OTHERS.
UM, WE HAD TO FIGURE OUT HOW TO REALLY DO WHAT WE NEEDED TO DO IN SPITE OF THE FACT THAT PEOPLE WORK TOGETHER, UH, AS AN OUTCOME, ONE EXAMPLE OF COMMUNITY IN COLORADO, THAT DAVE AND I WORKED ON, UH, LAST YEAR, UH, WE STARTED IT, UM, AND WE'RE IN THAT COMMUNITY THE WEEK BEFORE, UH, THE PANDEMIC REALLY HIT, UH, THAT PUT, EVERYBODY GOT SCARED AND BACKED OFF, BUT THE REALITY WAS THEY NEEDED A CITY MANAGER AND WE REALLY HAD TO WORK AROUND IT.
AND THEY HAD MADE, ARE THEY BEING A COUNCIL THAT HAD MADE A COMMITMENT TO THE COMMUNITY, THAT THERE WOULD BE AN EXTENSIVE AMOUNT OF COMMUNITY INVOLVEMENT IN THE PROCESS AND THAT, UM, UH, UH, IT WOULD BE, UH, THEY WOULD BE INVOLVED WITH IT AT THE BEGINNING AND AT THE END.
WELL, DAVE AND I SPENT HOURS ON THE PHONE WITH COMMUNITY REPRESENTATIVES WHEN WE BEGAN THAT PROCESS RATHER THAN MEETING WITH THEM IN PERSON.
UH, THE CITY HALL WAS CLOSED MOST OF THE TIME, BUT AT THE END OF THE PROCESS, IN ORDER TO, UH, HONOR THE COMMITMENT THAT THE, UH, COMMUNITY WOULD BE INVOLVED WITH ME AND DAVE AND, UH, A COUPLE OF OUR STAFF FOLKS, AND ONE OF THE, UH, UH, ELECTED OFFICIALS DEVELOPED THIS, UM, COMMUNITY FORUM THROUGH WHICH QUESTIONS WERE PROVIDED TO, UH, ENTER THE PROCESS VIA PORTAL THAT THEY PUT ON THEIR WEBSITE COMMUNITY.
UH, WE WERE DOWN TO TWO AND, UH, UM, TWO CANDIDATES AND THEY, UH, EFFORT WAS TO PRESENT THOSE CANDIDATES TO THE COMMUNITY AND TO NOT PUT ANY TWO PEOPLE TOGETHER.
SO WE DID IT VIRTUALLY, AND I DIDN'T REALIZE THIS UNTIL IT WAS OVER, BUT WE HAD THIS EVENING WHERE, UH, I WAS ASKING QUESTIONS, UM, PEOPLE WERE PHONED AND I WAS ASKING HIM QUESTIONS, UH, AND WE WERE GETTING RESPONSES.
AND, UH, THERE WERE SOMETHING LIKE 80 OR 90 QUESTIONS THAT WE WERE TRYING TO WORK WITH.
UNFORTUNATELY, NEVER TOO MANY TO, UH, TO ANSWER OUR DIFFERENT FIELDS IN ONE EVENING.
HOWEVER, IT TURNED OUT THAT THERE WERE 600 PEOPLE IN, UH, INVOLVED IN THAT, UH, THAT THERE WERE 600 COMMUNITY PEOPLE INVOLVED IN THAT AND WATCHING IT, UH, AND FEEDING BACK TO THE COUNCIL, WHAT THEIR THOUGHTS WERE AS A RESULT OF, OF THEM SAYING THAT IT WAS A TREMENDOUS SUCCESS.
IT I'M NOT, I DON'T KNOW WHAT WOULD HAVE HAPPENED IF IT HADN'T BEEN FOR PANDEMIC.
I'M NOT SURE IF 600 PEOPLE WOULD HAVE SHOWED UP AT A MEET AND GREET.
SO I THINK THERE WERE MORE PEOPLE INVOLVED.
I CAN'T TELL YOU IT WAS AS GOOD AS HAVING, UM, UH, PEOPLE, UH, IN THE SAME ROOM AT THE SAME TIME, BUT THAT ANSWERS MY QUESTION AND KIND OF GOES INTO MY SECOND PART OF, OF KIND OF WHAT HAVE YOU, WHAT HAVE YOU LEARNED, YOU KNOW, PRIOR, YOU KNOW, TO 2019 COMPARED UNTIL NOW, HAS IN YOUR OPINION THAT CANDIDATE POOL, UM, YOU KNOW, DECREASED DRAMATICALLY SINCE THEN THE QUALITY OF CANDIDATES.
UM, AND THE REASON I ASKED THAT QUESTION IS BECAUSE EMPLOYERS ACROSS THE COUNTRY ARE, YOU KNOW, HAVING A VERY TOUGH TIME FILLING THEIR ROLES.
SO I'M WONDERING FROM YOUR PROFESSIONAL, UH, YOU KNOW, EXPERTISE, HOW IT'S LOOKING FOR, YOU KNOW, THIS TYPE OF POSITION, UH, QUALITY HAS BEEN AN, OKAY, I'VE BEEN GOOD.
THE QUANTITY HAS DIMINISHED SUBSTANTIALLY.
AND THAT'S ONE OF THE REASONS WE ARE NOW, UM, UM, LOOKING AT RESUMES AS THEY COME IN, RATHER THAN WAITING BECAUSE, UH, IF YOU HAVE A QUALITY PR YOU'RE RIGHT, THE COMPETITION IS STIFF.
AND IF YOU'VE GOT A QUALITY CANDIDATE, ALMOST, YOU CAN ALMOST BET THAT THAT PERSON HAS APPLIED OTHER PLACES OF QUALITY, BECAUSE WE WERE DOING, UM, THE CITY IN COLORADO, UM, MEANT THAT WAS JUST ALLUDING TO IS DURANGO.
AND, UM, DURANGO HAS A REPUTATION IN THE INDUSTRY OF BEING VERY, VERY ATTRACTIVE.
NOT EVERYBODY WANTS TO LIVE IN THE MOUNTAINS, BUT A LOT OF FOLKS, UH, WE WERE VERY SENSITIVE TO THE FACT THAT, UM, WE WERE GONNA LOSE PEOPLE IF WE DIDN'T MOVE FAST.
AND THEN THAT PARTICULAR CASE, WE DID NOT MOVE AS FAST AS WE GOT OUTSTANDING CANDIDATES EVENTUALLY, BUT WE HAD TO REALLY WORK AT IT.
AND, UH, THAT'S I THINK, UH, WHAT, UH, UM, INCENTIVIZE US TO TRY TO FIGURE OUT HOW TO GET AROUND THIS WITHOUT DIMINISHING THE QUALITY OF THE PRODUCT.
AND, UM, WE ENDED UP WITH TWO ABSOLUTELY OUTSTANDING CANDIDATES.
UM, ONE, BOTH OF THEM HISPANIC.
UM, ONE OF THEM WAS, UH, UH, WELL, THE ONE WHO SELECTED IT AS ONE THAT CAME IN SECOND IN THE PREVIOUS SEARCH.
BUT IT TURNED OUT TO BE AN IDEAL CANDIDATE FOR DURANGO.
SO, YOU KNOW, YOU HAVE TO LOOK AT WHAT'S HAPPENING AND WATCH IT AND NOT, UH, AND NOT BE TOO SO COMMITTED TO PROCESS.
YOU'RE AFRAID TO THINK ABOUT OUTCOME.
ONE OF MY LAST QUESTIONS IS REGARDING, UH, SOME INFORMATION IN YOUR PROPOSAL.
UM, YOU, YOU HAD MADE IT VERY CLEAR,
[00:50:01]
UM, THAT THE NOT TO EXCEED WOULD BE 20 3003 55, AS YOU PUT IT ON THE SCREEN HERE TODAY.UM, READING THROUGH THAT, UM, THERE WAS A, UM, A SECTION THAT KIND OF CAUGHT ME OFF GUARD, AND I WANTED TO SEE IF YOU COULD CLARIFY A LITTLE BIT MORE SAID, SHOULD THE CITY'S NEEDS RESULT IN ADDITIONAL PROJECT SCOPE THAT, UM, INCREASES COSTS.
UM, IT GOES ON TO STATE THAT THOSE, YOU KNOW, EXPENSES WOULD BE BUDGETED FOR THE PROJECT.
CAN YOU KIND OF GO ELABORATE INTO THAT A LITTLE BIT? WE WERE REALLY HAD TO DO THAT, AND I ACCEPT WHEN, UH, THERE ARE, UH, BASICALLY THREE TRIPS HERE, UM, BUILT INTO THAT, THAT, UM, PROPOSAL FINANCE, UH, COST PROPOSAL.
IF YOU WANT US HERE FOUR OR FIVE TIMES, WE'RE NOT GOING TO TELL YOU, I KNOW WE'RE GOING TO ASK YOU TO PAY THE COST, EXPENSIVE, THOSE EXTRA TRIPS.
IF THAT, BY DOING THAT, THE BUDGET, THE 55% THAT IS EXPENSES IS EXCEEDED.
IF IT ISN'T THEN THERE'S NO PROBLEM.
NO, I DON'T MIND THE FOURTH TRIP.
IF, IF, IF, IF IT FITS INTO THAT BUDGET AMOUNT RIGHT AWAY, IT DOESN'T COST YOU VERY MUCH TO GET ME FROM CINCINNATI.
UM, THE, UH, SO I CAN'T THINK OF ANY TIME.
WELL, YES, THERE WAS, UM, WE DID SOME WORK FOR OLD RADIO, TEXAS, ONE TIME WHERE THE MAYOR ASKED US, AND THIS IS WHEN PAUL WAS WORKING FOR US.
THE BEAR ASK US TO, UM, EXPAND THE SCOPE OF SERVICES.
AND TO ACTUALLY, HE ASKED US TO START THE SEARCH AGAIN.
UM, AFTER WE HAD RECRUITED DONE THEIR INITIAL RECRUITMENT, IT WASN'T BECAUSE THEY DIDN'T LIKE THE, UH, QUALITY IS BECAUSE OF AN ELECTION CHANGING AND THE CITY COUNCIL, AS I RECALL.
AND SO HE SAID, IF WE WILL PAY YOU TO JOHN, DON'T LOSE THE MOMENTUM THAT YOU'VE ALREADY STARTED, BUT WE WANT YOU TO BEGIN THE PROCESS AS IF HAD HAD, UM, UH, AND RE ADVERTISE AND DO SOME OF THOSE THINGS, UM, BECAUSE, AND, UH, I DON'T REMEMBER ALL THE DETAILS, UH, COUNCIL MEMBER, BUT THAT, THAT RESULTED IN HIM, UM, SAYING WE WILL PAY YOU AN EXTRA THOUSAND DOLLARS FOR DOING THAT, BUT THAT WAS HIT.
I'M NOT SURE IF HE HADN'T SAID THAT, UH, WE WOULD HAVE CHARGED HIM FOR IT, EXCEPT WE WOULD HAVE CHARGED THEM THE EXPENSIVE IF IT HAD GONE OVER THE BUDGET.
SO, BUT WHAT I'M TRYING TO TELL YOU IS THAT I HAVE TO RACK MY BRAIN TO FIGURE OUT WHEN THAT'S HAPPENED AND IT HASN'T, THAT'S QUITE ALL RIGHT.
I JUST WANTED TO GET SOME CLARIFICATION ON THAT, ON WHAT COULD, YOU KNOW, EXPAND THOSE, UH, YOU KNOW, PROJECTS AND, UH, AND THAT SCOPE TO, YOU KNOW, MAYBE, YOU KNOW, UH, ANY ADDITIONAL COSTS OF FRANKLY WITH THE PANDEMIC, OUR EXPENSE FEES HAVE CALMED DOWN CONSIDERABLY.
WELL, YOU ASK ABOUT THE RESULTS THAT HE'S RIGHT.
ONE OF THE THINGS WE'VE LEARNED IS THAT WE CAN DO A LOT MORE VIRTUALLY THAN, UH, AND, UH, UH, QUALITY WORK VIRTUALLY, THEN THAT WOULD HAVE REQUIRED.
OTHERWISE WE'D GET IN THE CAR OR ON A PLANE TO TRAVEL.
SO THERE'S STILL NO REPLACEMENT FOR, UM, BEING HERE WHEN, UH, THOSE THREE TIMES AND MEETING THE CANDIDATES ONE ON ONE WHEN WE CAN, BUT WE CAN DO, UH, A LOT OF THE, UM, CANDIDATE INTERVIEW, UH, WORK THAT, UM, UH, TWO BIT THAT PRECIPITATES THE DECISION TO GO DO THE SITE VISIT VIRTUALLY.
THOSE ARE ALL THE QUESTIONS WE NEED TO MEET WITH EACH OF YOU.
AND I, I, MY, I PREFER THAT FACE-TO-FACE NOT ELECTRONICALLY, BUT YOU KNOW, IF WE GOT A PANDEMIC GOING ON, IT MAY HAVE TO BE ELECTRONICALLY.
WELL, WE CAN STILL DO A PRETTY GOOD JOB.
I JUST DON'T THINK IT'S AS GOOD AS IF WE'RE LOOKING AT EACH OTHER IN THE EYE.
MR. KEVIN, COULD YOU EXPAND UPON THE POSITIONS YOU RECRUITED FOR IN BEAVER CREEK IN DAYTON? UH, BEAVER CREEK WAS CITY MANAGER AS A NUMBER OF YEARS AGO.
UM, THE, UH, YEAH, IT'S BEEN HER ON HIM.
TELL HIM ABOUT, I CAN'T REMEMBER WHO, WHO WAS THERE, BUT I REMEMBER HE WAS THERE FOR A NUMBER OF YEARS, UH, AND DAYTON.
UM, THE, I DID A, UM, SEARCH FOR COMMUNITY DEVELOPMENT DIRECTOR A FEW YEARS AGO, AND DAVE AND I DID, UM, UH, PUBLIC WORKS DIRECTOR.
AND, UH, AND WE ALSO DID A CITY MANAGER SEARCH OR THIS PART OF ONE UNTIL THE PERSON WHO LEFT AND DECIDED TO COME BACK.
AND THAT WAS THE END OF THE, THAT WAS AN ASSISTANT DIRECTOR.
AND THE OTHER ONE WAS THAT WE DID AT THE SAME TIME.
WAS IT WASN'T CITY MANAGER? IT WAS THE DEPUTY.
I LISTENED TO AN ASSISTANT PERSON THAT IN A SOCIAL SERVICE FUNCTION, THAT WAS THE MRDD BORDER, UM, DIRECTOR THERE, AND THEN THE PLANNING AGENCY AND FOR MONTGOMERY COUNTY.
AND, UM, I DON'T KNOW THAT HE'S STILL THERE.
[00:55:01]
A COUPLE OF YEARS AGO, THE PERSON THAT RUNS THE TRANSIT AUTHORITY, I THINK HE MAY HAVE LEFT IN THE LAST YEAR OR TWO.AND WERE ANY OF THOSE POSITIONS FILLED LOCALLY FROM A LOCAL POOL OF CANDIDATES? UM, UH, BOTH THE DATE AND ONES WERE, UM, THE, THE CHILDREN'S ONE WAS NOT, UM, THE ONE WE FORGOT TO MENTION THIS, UH, ORGANIZATION THAT PROVIDES SERVICES TO A HANDICAPPED CHILDREN.
AND THAT ONE WASN'T LOCAL, THAT WAS A WOMAN CAME FROM MIDWEST, BUT IT WASN'T LOCAL.
THEY, UM, THE TRANSIT DISTRICT, HE CAME FROM, UH, OHIO, BUT NOT, THEY, UH, AND THAT'S BEEN 20 YEARS.
UH, THE, THE PLANNING GUY, FUNNY GUY, HE CAME FROM OHIO ALSO.
HE WAS AN AFRICAN-AMERICAN GUY THAT CAME FROM MICHIGAN OR OHIO.
I HOPE WE DON'T LOSE POINTS FOR HAVING A BAD MEMORY OR YOU'RE TALKING ABOUT MIAMI VALLEY, REGIONAL PLANNING COMMISSION, BRIAN.
THANK YOU THROUGH I THINK TOUGHER ONES.
WE HAD BEEN AN HOUR ALLOTTED, SO, UH, KINDA SCOOTED INTO SOME OF THAT.
I DON'T SEE ANY OTHER QUESTIONS I WAS TRYING TO SAY, THANK YOU FOR, UH, FOR BEING HERE, APPRECIATE YOUR, YOUR TIME AND TRAVEL HERE TO PRESENT TO US.
UM, YOU KNOW, CERTAINLY WE HOPE THAT, UM, WE'LL HAVE A DECISION SOON SO WE CAN GET THE PROCESS UNDERWAY AND, AND, UM, AND START WORKING WITH, UH, WITH A FIRM TO FIND OUR STATE MANAGER.
AND, UH, IF ANY OTHER QUESTIONS COME UP, I'M SURE WE CAN GET THOSE QUESTIONS TO YOU, UH, AS PART OF OUR DECISION PROCESS DIRECTLY, OR TALK TO TONY AND HE CAN GET US INTO THIS, WHETHER WE GET THIS JOB OR NOT.
IF YOU ASK THE QUESTIONS FOR US, YOU KNOW, GIVE US A CALL.
REALLY APPRECIATE THE OPPORTUNITY AND WOULD LOVE TO DO THE WORK.
SO HOPEFULLY WE'LL SEE YOU AGAIN.
HAVE A SAFE FLIGHT AND SAFE, SAFE DRIVE HOME.
SO, UH, DAVID AND I'VE WORKED TOGETHER FOR SO LONG.
I KNOW HIS FAMILY, SO I'M GOING TO STAY WITH THEM TONIGHT AND, UH, HE'LL DRIVE ME TO THE AIRPORT IN CINCINNATI IN THE MORNING, BUT IF IT'S EASIER, YOUR DRIVE FROM HAMILTON, FROM HERE.
THANK YOU VERY MUCH FOR ALL THE HELP.
YOU GUYS WILL TAKE A BREAK OR GRAB SOMETHING TO DRINK OR USE THE RESTROOM BEFORE GOING TO THE BATHROOM.
WE'LL BREAK FOR A BREAK FOR FIVE MINUTES.
WE'LL GET STARTED A FEW MINUTES AFTER, UH, JORDAN TO WHERE I SHOULD WRITE MY NOTES.
SO IT LOOKS LIKE WE HAVE EVERYBODY BACK.
WE WOULDN'T GET STARTED, UH, AS BEFORE I'LL LET, UM, AS IT'S TELLING YOU HAS MADE THE ARRANGEMENTS, LET TONY DO THE INTRODUCTIONS AND GET A START HERE.
SO MR. ROGERS, OKAY, SO TONIGHT, UM, FROM BAKER, TILLY, UH, WE HAVE REPRESENTATIVE, UM, MS. PATTY, HEMANN OVER, UH, SHE'S ONE OF THE DIRECTORS WITH BAKER, TILLY, AND SHE'S TRAVELED HERE TONIGHT FOR MINNESOTA AND, UH, WE'RE GONNA ALLOW HER TO MAKE HER PRESENTATION, UM, AS WE DID IN THE PREVIOUS PRESENTATION.
UH WE'D LIKE IF IT'S OKAY WITH YOU TO ALLOW THE OPPORTUNITY FOR COUNCIL MEMBERS TO ASK QUESTIONS, UM, AS THEY COME UP, RATHER THAN WAITING UNTIL THE END SO THAT, UH, THOSE QUESTIONS COULD BE ADDRESSED AT THE POINT THAT'S GERMANE TO WHATEVER'S BEING BROUGHT UP.
SO WE JUST KINDA WANNA, UH, YOU KNOW, HAVE A DIALOGUE ON THE DIFFERENT ISSUES, IT WITHIN THE CONTEXT OF YOUR PRESENTATION.
THANK YOU SO MUCH FOR BEING HERE.
THANK YOU FOR, UM, CITY COUNCIL FOR INVITING ME TO BE HERE TONIGHT.
UM, AND I JUST HAVE, LIKE I SAID, I THINK IT WAS JUST THE PROPOSAL SOMETIMES CAN BE OVERWHELMING READING ALL OF THAT.
SO WHAT I DID IS I JUST SHORTENED, IT JUST KIND OF WENT THROUGH, UM, OUR PROCESS AND HOW WE GO ABOUT OUR SEARCHES BAKER, TILLY.
WE ARE A LARGE, UM, FROM AN EXECUTIVE SEARCH FIRM, ALL OF US IN THE EXECUTIVE SEARCH FIRM.
UM, NONE OF US ARE CONTRACTED OUT.
WE WORK DIRECTLY FOR BAKER, TILLY IN THE SEARCH AND, UH,
[01:00:01]
EXECUTIVE RECRUITMENT.UM, WE'VE DONE OVER 1500 SEARCHES THROUGHOUT THE UNITED STATES.
WE'RE A NATIONAL, UH, COMPANY AND ABOUT 43 TO 45 STATES IS WHERE WE'RE PRESENT IN DIFFERENT AREAS.
AND, UM, WHAT THAT MEANS IS EVERYTHING IS INCLUDED.
BESIDES THE CANDIDATES TRAVEL HERE, WHAT WE PROVIDE IS WE PROVIDE OUR PROFESSIONAL SERVICES.
IT IS ALL OF THAT IS INCLUSIVE.
AND WHY WE LIKE THAT IS BECAUSE YOU KNOW WHAT YOU'RE GOING TO GET.
AND ALL OF OUR SEARCHES ARE A LITTLE BIT DIFFERENT.
WE DON'T HAVE A COOKIE CUTTER APPROACH TO OUR SEARCH.
THIS IS YOUR SEARCH, WE'RE THE EXPERT WE'RE GOING TO COME IN.
WE'RE GOING TO GUIDE YOU THROUGH THE PROCESS.
WE REALLY TRY TO FOCUS ON, UM, EXCEEDING YOUR EXPECTATIONS.
WE HAVE HIGH EXPECTATIONS FROM OUR STAFF AND WHAT WE DELIVER TO YOU.
AND WE WANT TO MAKE SURE THAT WE'RE PRESENTING YOU WITH A HIGH QUALITY SEARCH.
AND BY DOING THAT, WE UTILIZE THE LATEST TECHNOLOGY.
AND WE KIND OF GO THROUGH THAT WHEN, UM, THROUGHOUT THE PRESENTATION HERE.
AND WE ALSO OFFER A GUARANTEE.
THE GUARANTEE IS FOR ANY REASON THAT THIS PERSON IS LEAVES WITHIN A YEAR, UM, WE WILL BE BACK AND, UM, DOING THE SEARCH OVER, UM, WITHOUT OUR PROFESSIONAL FEES.
AND THEN, UM, THE OTHER THING TOO, IS WE DO NOT RECRUIT YOUR CITY MANAGER.
ONCE WE LEAVE HERE, WE DO NOT RECRUIT THAT, THAT INDIVIDUAL TO GO SOMEWHERE ELSE.
SO, UM, WE'RE OUT OF DIFFERENT OFFICES.
CHUCK ROAR IS OUT OF THE TEXAS.
SHARON CLUMP IS OUT OF THE ST.
PAUL OFFICE, LIKE, UM, SAME AS MYSELF, EDWARD WILLIAMS IS OUT OF THE TEXAS OFFICE.
OUR DAVIS IS OUT THE KANSAS OFFICE.
MICHELLE LOPEZ IS OUT OF THE SAME.
PAUL AND ANNE LEWIS IS OUT OF THE VIRGINIA OFFICE.
NOW, WHEN WE DO A SEARCH, YOU'RE NOT JUST GETTING ME, YOU'RE GETTING THE TEAM, WE MEET TWICE A DAY, TWICE A WEEK TO TALK ABOUT EACH OF THE, UM, OUR SEARCHES.
WE TALK ABOUT THE STRENGTHS THAT ARE HAPPENING.
UM, IF THERE ARE ANY, UH, QUESTIONS OR THERE'S SOMETHING WITHIN THE SEARCH THAT YOU GUYS WOULD LIKE US TO DO, UM, WE'VE GOT RESOURCES THROUGHOUT BAKER, TILLY, THAT CAN HELP.
WE ACTUALLY HAD A SITUATION, UH, NOT TOO LONG AGO, THAT ALL OF A SUDDEN THE CLERK UP AND LEFT AND THEY CALLED AND SAYS, PATTY, UM, IS THERE ANY WAY THAT YOU COULD HELP US STAFF THE CLERK FOR A SHORT PERIOD OF TIME? AND WE SAID, YES.
UM, SO WE'VE GOT THOSE KIND OF RESOURCES AND TONY, PLEASE, I'M NOT REFERRING TO YOU DON'T GO ANYWHERE, BUT WE DO HAVE THOSE RESOURCES IN CASE THAT SOMETHING DOES COME UP, UM, TO HELP YOU AND TO GUIDE YOU.
SO YOU'RE NOT ONLY JUST GETTING ME, YOU'RE GETTING OUR TEAM.
SO ON THAT REAL QUICK QUESTION.
SO JUST IN TERMS OF, I THINK ABOUT JUST THE BROAD SEARCH.
SO DOES, DO YOU START NARROW BECAUSE IN TERMS OF WHERE ARE AREAS THAT ARE GOING TO SAY YOU GET YOUR TEAM, ARE THERE PEOPLE IN WE'RE GOING TO DO A SEARCH IN VIRGINIA, WE CAN DO A SEARCH IN MINNESOTA.
ARE WE GOING TO DO A SEARCH IN TEXAS? HOW W SO W WHAT DOES GETTING THE TEAM MEAN IN TERMS OF TRYING TO FIND SOMEONE FOR US? VERY, VERY GOOD QUESTION.
WE'RE A NATIONAL NATIONAL, UM, ORGANIZATION AND WHERE WE'RE ALL LOCATED.
SO WE ARE ON ZOOM OR TEAMS TWICE A WEEK, TALKING ABOUT THESE PROJECTS.
AND IF SOMETHING WERE TO EVER HAPPEN TO ME, THEY CAN TAKE IT AND RUN IT.
WE HAVE THE POINT PERSON, WHICH WOULD BE EDWARD WILLIAMS. THAT WOULD BE THE PERSON THAT'S GOING TO BE WORKING CLOSE WITH ME ON THIS PROJECT, ALONG WITH CECILIA AND MICHELLE, UH, FROM THAT, WHEN WE TALK ABOUT, UM, A NATIONAL SEARCH, WE'RE GOING TO BE HOUSED OUT OF THE ST PAUL OFFICE, BUT YOU'RE STILL GOING TO GET THE SERVICES COMING FROM THOSE OTHER OFFICES AND THEIR PROFESSIONAL SUPPORT THAT IS NEEDED THROUGH THE PROCESS.
DID THAT ANSWER YOUR QUESTION? YEAH.
I MEAN, AS LONG AS A NATIONWIDE SEARCH, YES, IT IS A NATION
[01:05:01]
NATION WIDE SEARCH.AND YOU'RE, THEN THIS IS WHERE WE'RE GOING TO GO WITH THAT.
WE HAVE FIVE MAJOR TASKS THAT WE DEAL WITH.
AND THE FIRST TASK IS REALLY UNDERSTANDING WHAT YOU'RE LOOKING FOR.
WE NEED TO PUT A HIGH QUALITY BROCHURE OUT.
YES, IT LOOKS GORGEOUS, BUT THERE IS A PURPOSE BEHIND THIS.
WHAT IS IMPORTANT IS GETTING THE FEEDBACK FROM THE MAYOR, THE COUNCIL, THE EMPLOYEES, AND ALSO THE COMMUNITY ON WHAT THEY'RE LOOKING FOR IN THIS NEXT CITY MANAGER.
AND I THINK THAT'S REALLY IMPORTANT.
AND BY DOING THAT, WE HAVE DIFFERENT WAYS.
WE WILL BE OUT HERE, UM, MEETING WITH YOU INDIVIDUALLY AND COLLECTIVELY TO GATHER THAT INFORMATION, BECAUSE WE NEED TO KNOW WHAT YOU'RE REALLY LOOKING FOR.
WE CAN ONLY BE AS SUCCESSFUL AS WHAT WE HAVE IN FRONT OF US.
AND THAT'S WHY IT'S SO IMPORTANT THAT WE SIT THERE AND LISTEN TO YOU AND THE COMMUNITY AND THE STAFF ON WHAT YOU'RE, WHAT YOU'RE LOOKING FOR.
SO WE DO THAT, WE MEET, AND THEN WE ALSO HAVE THE OPTION OF THE WEB-BASED SURVEY.
IF YOU WANT TO PUT THAT OUT THERE ON YOUR WEBSITE FOR COMMUNITY MEMBERS TO ALSO GET INPUT, UM, ON WHAT THEY'RE LOOKING FOR.
AND THEN WE GENERATE THAT REPORT AND THEN GIVE THAT TO YOU.
WHEN WE DEVELOP THE BROCHURE, WE'RE REALLY LOOKING TO HIGHLIGHT THE COMMUNITY, WHY SOMEONE WANTS TO LIVE HERE, WE'RE GOING TO REALLY SELL THE COMMUNITY, THE CITY, THE POSITION.
AND THEN WE ALSO HIGHLIGHT THE PROFESSIONAL LEADERSHIP OPPORTUNITIES.
AND OF COURSE THE SALARY AND THE BENEFIT PIECE OF IT, WHY THIS IS SO IMPORTANT IN THE PROCESS.
AND WE TAKE A LOT OF TIME UPFRONT GETTING TO KNOW PEOPLE, GETTING TO KNOW THE EMPLOYEES IS BECAUSE WHEN WE GO OUT AND RECRUIT, WE KNOW A LOT OF PEOPLE, WE KNOW A LOT OF PROFESSIONAL, WELL, UM, EXPERIENCED CITY ADMINISTRATORS, BUT THEY MAY NOT ALL BE A GOOD FIT HERE.
THAT'S WHY WE HAVE TO LISTEN TO WHAT YOU WANT.
AND WHEN WE PUT THIS TOGETHER, IT'S THE INPUT COMING FROM THE COUNCIL ON EXACTLY WHAT YOU'RE LOOKING FOR.
AND WE'RE GOING TO NARROW THOSE SEARCHES NATIONAL FOR THOSE PEOPLE THAT WE FEEL ARE A GOOD MATCH.
THE SECOND TASK IS WHERE WE START TO ADVERTISE.
AND, UH, WE ALSO WILL BE, UM, ADVERTISING IN A NATIONAL FORUM OF BLACK PUBLIC ADMINISTRATION, ADMINISTRATORS.
AND WE ALSO ARE VERY SUCCESSFUL.
THOSE ARE, YOU KNOW, THE TRADITIONAL WAYS WE GET, WE GET QUITE A FEW CANDIDATES THROUGH THERE, BUT HOW WE GET OUT THERE AND REALLY ADVERTISE IS THROUGH LINKEDIN AND ALSO OUR, OUR OUTREACH.
WE'RE ACTUALLY COMMUNICATING TO INDIVIDUALS THAT WE BELIEVE WOULD BE A GREAT CANDIDATE HERE.
WE'RE CALLING, WE'RE ASKING THEM, UM, IF THEY WOULD LIKE TO APPLY, WE SEND THEM THE BROCHURE.
WE'LL TALK TO THEM, UM, OVER ZOOM, WHATEVER WE CAN TO, TO, UM, TALK TO THEM ABOUT THE POSITION.
USUALLY IT TAKES AT LEAST THREE TIMES TO PEAK THEIR INTEREST.
AND THEN THEY'LL START TO, UM, TALK TO US AND THEN THEY'LL SAY, OKAY, TELL ME MORE, TELL ME MORE.
WHEN WE'RE OUT THERE ADVERTISING THE ADVERTISING, YOU COULD THINK, OKAY, WHAT'S GOING ON.
THAT IS OUR BUSY TIME, BECAUSE WE'RE OUT THERE TRYING TO RECRUIT PEOPLE AND SENDING EMAILS, UM, GETTING OUT THERE ON LINKEDIN AND SOMETIMES COUNCIL WILL SAY, ARE THEY ACTUALLY DOING ANYTHING? SO WE MAKE SURE THAT COUNCIL GETS A PROJECT SUMMARY SHEET ON A WEEKLY BASIS.
WHAT IT DOES IS IT REALLY, IT HIGHLIGHTS SOME OF THE TIMELINES THAT WE PUT TOGETHER.
IT TALKS ABOUT HOW MANY APPLICANTS WE HAVE, AND IT BREAKS IT OUT FOR YOU.
IT DOESN'T SAY NAMES OR ANYTHING, OR WHERE THEY'RE FROM.
AND THEN IT ALSO TALKS A LITTLE BIT ABOUT WHERE WE OUT, WHERE WE WENT OUT TO OUTREACH, WHERE DID WE ADVERTISE? HOW MANY PEOPLE DID WE CONTACT? HOW DID WE DO THAT? IT'S ALL GOING TO BE IN YOUR SUMMARY, WHICH WILL BE A NICE PUBLIC DOCUMENT.
ONE OF THE THINGS THAT WE BELIEVE IN IS BEING AS TRANSPARENT AS POSSIBLE, NOT ONLY TO YOU, BUT THE COMMUNITY.
SO THINGS LIKE THIS ARE SO HELPFUL FOR COUNCIL.
WHEN THEY SAY THE COMMUNITY OR THE STAFF SAYS, WHERE ARE WE IN THE PROCESS? WE'RE ALSO GOING TO BE DEVELOPING A TIMELINE, WHICH WILL BE A DRAFT TIMELINE.
IT DOES SOMETIMES CHANGE DEPENDING ON HOW FAST
[01:10:01]
OR HOW SLOW WE NEED TO MOVE WITH THE PROCESS.WE DO OUTREACH TO DIVERSE CANDIDATES THAT IS VERY IMPORTANT TO US AS A COMPANY.
AND IT STARTS WITH OUR COMPANY.
UM, OUR CEO, UH, ALAN WHITMAN BELIEVES IN HIRING PEOPLE OF DIVERSITY AND TRAINING EVERYBODY AT BAKER, TILLY.
AND IF WE BELIEVE IT, WE BELIEVE IT FOR OUR, OUR SEARCHES TOO.
AND IT'S NOT EASY TO GO OUT THERE BECAUSE NOT AS MANY WOMEN ARE GETTING INTO THIS PROFESSION.
IT'S HARD TO SOMETIMES ATTRACT WOMEN ARE PEOPLE OF COLOR, BUT WE ARE COMMITTED TO THAT.
WE BELONG TO THE NATIONAL FORM OF BLACK PUBLIC ADMINISTRATORS.
WE ALSO DONATE $10,000 EACH YEAR TO THEIR FOUNDATION BECAUSE WE BELIEVE SO STRONGLY IN PROMOTING, UM, YOUNG PEOPLE GOING INTO PUBLIC SERVICE.
THE THIRD TASK, WHAT WE'LL BE DOING IS WHEN PEOPLE START TO APPLY ON OUR SYSTEM, WE ARE GOING TO BE ALSO DEVELOPING A QUESTIONNAIRE.
THE QUESTIONNAIRE WILL PROBABLY HAVE BETWEEN 12 TO 15 QUESTIONS.
REALLY WHAT WE'LL BE DOING IS IT'LL BE ASKING SPECIFIC QUESTIONS ABOUT, UM, SPECIFIC THINGS THAT ARE TRUE TO YOU.
SO, EXAMPLE, IF YOU WANT SOMEONE TO REALLY HAVE THE REAL ESTATE BACKGROUND, BECAUSE YOU GUYS HAVE PURCHASED SO MUCH PROPERTY IN THE LAST FEW YEARS, DO YOU WANT SOMEONE WITH THAT TYPE OF EXPERIENCE? DO YOU WANT SOMEONE WITH ECONOMIC DEVELOPMENT? WE'RE GOING TO BE ASKING THEM ABOUT THEIR EXPERIENCE IN THESE AREAS, A RESUME AND COVER LETTER CAN BE PROFESSIONALLY DONE.
WHAT COUNCILS LIKE IS THAT QUESTIONNAIRE BECAUSE WE'RE COMPARING APPLES TO APPLES.
WHEN WE, WHEN WE'RE LOOKING AT APPLICANTS AND THEY LIKED THAT THEY LIKED THAT WE ALSO WILL PROVIDE THEM WITH A DUE DILIGENCE.
WHAT THAT IS IS THE QUESTIONNAIRE THAT FOLLOWS THIS, THAT ASKED THEM, UM, WHAT THEIR SALARY EXPECTATION IS.
UM, IF THEY'VE EVER, UM, LEFT A JOB, Y IF THEY'VE HAD ANY SEPARATION, WE WANT TO KNOW THAT.
AND THEN WE ASK THEM, THE QUESTION IS, IF WE DO A, UM, SOCIAL MEDIA SEARCH, IS THERE ANYTHING THAT'S GOING TO EMBARRASS THE CITY AND US AS A COMPANY, WE ASKED THIS UPFRONT BECAUSE ONCE WE DO THAT SEARCH AND THERE'S THINGS THAT COME UP, THAT STUFF IS DISCLOSED TO YOU, AND THEN THERE'S PROBLEMS ON WHY DIDN'T THEY DISCLOSE THAT INFORMATION TO US.
AND THAT'S A HUGE RED FLAG FOR US.
UM, THROUGHOUT THIS PROCESS TOO, IS WE'RE CONSTANTLY IN CONTACT WITH, UM, THE APPLICANTS, LETTING THE KNOW WHAT THE PROCESS IS.
AND WE ALWAYS MAKE SURE THAT WE GIVE THEM THEIR, OUR CELL PHONE NUMBERS.
SO IF THEY HAVE QUESTIONS THEY CAN CALL US, OR IF THEY HAVEN'T HEARD FROM US FOR A WHILE, I TELL THEM TO REACH OUT, CALL, FIND OUT, AND WE WILL, UM, MAKE SURE THAT THEY HAVE THE INFORMATION.
THEN WE WILL ALSO BE DOING A RECORDED VIDEO OF THE SEMI-FINALIST, WHAT THIS IS, IS THE CANDIDATES DON'T NECESSARILY LIKE THIS PIECE.
UM, BUT IT'S NICE INFORMATION FOR COUNCIL.
WE ASKED THE SEMI-FINALISTS TO, UM, DO A COMPUTER GENERATED INTERVIEW.
THERE'S PROBABLY ABOUT FOUR QUESTIONS THAT ARE ASKED.
THEY DON'T KNOW THE QUESTIONS AHEAD OF TIME.
AND SO THEY'LL HAVE LIKE, THEY'LL HAVE PLENTY OF TIME TO PRACTICE, BUT ONCE THEY PRACTICE, ONCE THEY HIT THE GO, THEY HAVE 30 SECONDS TO READ THE QUESTION AND UP TO THREE MINUTES TO ANSWER THE QUESTION, AND THEN IT'LL ROLL OVER.
SO WHY THE CANDIDATES DON'T NECESSARILY LIKE THIS PIECE OF THE, UM, THE VETTING.
THE OTHER ONE THAT WE LIKE IS IT'S THE TTI, IT'S THE MANAGEMENT AND LEADERSHIP ASSESSMENT WE WILL DO WITH THE SEMI-FINALIST IT'S TO DETERMINE IF THEIR LEADERSHIP AND MANAGEMENT STYLE ACTUALLY IS A FIT FOR HERE.
WE FIRST ASKED THE COUNCIL TO DO, UM, KIND OF AN ASSESSMENT ON THEIR TOP 25 COMPETENCIES THAT THEY'RE LOOKING FOR IN THE CITY MANAGER.
FROM THERE, WE COMPILE YOUR INFORMATION, AND THEN WE ASK THE CANDIDATES A SEMI-FINALIST TO DO THIS.
AND IF YOU LOOK OVER TO THE RIGHT HAND SIDE, UM, THE ONE OVER THERE, YOU SEE THIS LITTLE RED
[01:15:01]
MARK ON THERE.THAT'S WHAT WE'RE LOOKING FOR.
THAT ONE, WE WOULD HAVE TO START TO PROBE AND FIND OUT WHY THIS PERSON WASN'T MAYBE NECESSARILY, UM, I DON'T, I CAN'T, I CAN'T READ THAT FAR OVER IT'S CUSTOMER FOCUS, SO THAT ONE, THEY WEREN'T HIGH IN CUSTOMER FOCUS, BUT THE COUNCIL WAS WHAT THIS HELPS WITH US IS IT'S, IT HELPS US DEVELOP THE INTERVIEW QUESTIONS TO START PROBING ON WHY THEY ANSWERED THAT AS LOW.
SO WHAT'S REALLY IMPORTANT WITH OUR, OUR SEARCH IS WE HAVE A LOT OF VETTING TOOLS THROUGHOUT THE PROCESS BECAUSE SOMEONE CAN HAVE A BAD INTERVIEW.
UM, BUT YOU HAVE TO LOOK AT EVERYTHING.
AND THAT'S, WHAT'S SO IMPORTANT ABOUT THE PROCESS.
IS THERE SO MANY THINGS THROUGHOUT OUR PROCESS THAT YOU'RE, YOU'RE GOING TO BE ABLE TO EVALUATE THE CANDIDATES ON.
WE WILL ALSO DO A COMPREHENSIVE BACKGROUND RECORDS CHECK AND ACADEMIC VERIFICATION, AND THEN WE WILL DO REFERENCES.
WE DON'T HIRE THOSE REFERENCES OUT.
WE DO THE REFERENCES OURSELVES, AND THEN WE WOULD BE GIVEN YOU A REPORT ON THE REFERENCES FOR THE TOP CANDIDATES.
WHAT YOU WOULD THEN RECEIVE IS A, UM, ELECTRONIC, UM, WE'RE, WE'RE A GREEN COMPANY WE'RE GOING IN AS GREEN AS POSSIBLE, BUT IF YOU DO WANT COPIES, WE CAN CERTAINLY DO HARD COPIES TOO, FOR YOU, BUT YOU'LL GET A, UM, A BOOK THAT INCLUDES, UM, THE INTERVIEW, UM, UM, THE CANDIDATES, THE SEMI CAM AND SEMI CANDIDATES.
YOU WILL ALSO GET A MASTER LIST OF ALL THE CANDIDATES THAT APPLIED.
AND THEN YOU WILL ALSO GET THEIR RESUME COVER LETTER, AND THEN THEIR QUESTIONNAIRE THAT WILL GO ALONG WITH THAT.
AND THEN YOU WILL BE, UM, NARROWING IT DOWN TO WHO YOU WOULD LIKE TO INTERVIEW AT THAT TIME.
AND THEN WE START THE PROCESS OF THE INTERVIEW.
NOW, THE INTERVIEW, WHAT WE LIKE TO DO IS, UM, GET STAFF INVOLVED, THE COMMUNITY INVOLVED.
AND WE ALSO, WITH THOSE, UM, INTERVIEWS IS WE WILL DO A SURVEY MONKEY FOR THEM NOT TO RANK THE CANDIDATES FOR YOU, BUT TO GIVE YOU FEEDBACK ON THE CANDIDATES AND WHAT THIS HELPS YOU DO IS IT HELPS YOU ALSO DETERMINE, IS THERE SOME OTHER QUICK QUESTIONS THAT YOU'RE GOING TO NEED TO ASK THESE INDIVIDUALS? SO IT'S GOOD INFORMATION THAT COMES BACK TO YOU AGAIN, THIS IS YOUR PROCESS.
WE'RE HERE TO HELP AND TO GUIDE YOU THROUGH THE WHOLE PROCESS, IF YOU GET TO THE VERY END AND YOU SAY, I DON'T WANT ANY OF THESE QUICK CANDIDATES, WHAT DO WE DO NOW? WE START OVER.
WE JUST CONTINUE TO ADVERTISE UNTIL YOU GUYS FEEL YOU HAVE THE BEST CANDIDATE OR YOUR CITY.
SO WE'RE HERE FROM THE VERY BEGINNING TO THE VERY END OF THE PROCESS.
OUR SEARCHES USUALLY TAKE ABOUT THREE TO FOUR MONTHS.
UM, WHEN WE START, THE, THE BIGGEST PIECE IS, UM, THE INTERVIEWS, GETTING TO KNOW COUNCIL, GETTING TO KNOW THE STAFF.
ONCE THE BROCHURE IS OUT THERE, THEN IT'S WE OUT THERE IN THE MARKET FOR AT LEAST A MONTH.
UM, AND THAT'S WHEN WE'RE OUT THERE AND KEEP IN MIND WHEN THERE'S HOLIDAYS AND STUFF, IT CAN LENGTHEN THE CALENDAR JUST A LITTLE BIT.
WOULD YOU, WOULD YOU SEE US KIND OF INTERACTING WITH IN, UH, US HAVING, YOU KNOW, INTERVIEW TIME WITH THE CANDIDATE AND POSSIBLY A, YOU KNOW, A COMMUNITY MEETING OR SOMETHING LIKE THAT, WHERE WE ARE GETTING, UM, INPUT OR QUESTIONS FROM MEMBERS OF THE COMMUNITY AND THINGS LIKE THAT TO WHERE WE'RE IN THAT PROCESS? WOULD THAT BE SO FORGETTING THE FEEDBACK AT THE BEGINNING OF THE PROCESS? IS THAT WHAT YOU'RE TALKING ABOUT? I MEAN, JUST KIND OF, ONCE YOU HAVE, I'M ASSUMING JUST ONCE ALL OF THE CANDIDATES ARE, ARE, ARE GOTTEN, THEN ARE WE GONNA HAVE THE OPPORTUNITY TO INTERVIEW THEM, TO PICK KIND OF THE, THOSE SELECT FEW ARE, OR I JUST DIDN'T HEAR THAT PART OF YOUR PROCESS AND YOUR DISCUSSION, WHAT WE WILL DO THEN THANK YOU.
I, SOMETIMES I'M NOT AS CLEAR AS I SHOULD BE.
ONCE WE GET ALL OF THE CANDIDATES, WE WILL THEN, UM, RANK THEM, UM, BASED OFF OF THE CRITERIA BASED OFF OF THAT BROCHURE, UM, THE QUALIFICATIONS, WE WILL GO THROUGH ALL OF THEM
[01:20:01]
AND SAY, THESE ARE THE ONES THAT WE THINK ARE THE STRONGEST CANDIDATES FOR YOU.SO YOU MIGHT END WITH A CANDIDATE POOL OF ABOUT 15 TO LOOK AT, OKAY, BUT YOU MAY HAVE 50 APPLICANTS.
SO YOU WILL THEN TAKE THAT INFORMATION, GO OVER THE RESUMES AND STUFF.
AND THEN IF YOU SAY, PATTY, WHY DIDN'T NUMBER 44? WHY DIDN'T YOU BRING 44 FORWARD? AND I WILL GIVE YOU, YOU KNOW, REASONS WHY WE DIDN'T BRING THIS INDIVIDUAL FORWARD, BUT YOU MIGHT SAY, I WOULD LIKE TO BRING THIS ONE FORWARD.
CERTAINLY WE WILL DO THAT ONCE.
THEN YOU HAVE NARROWED THE CANDIDATES DOWN TO, YOU KNOW, FOUR OR FIVE THAT'S WHEN WE WILL INVITE THEM TO COME IN, DEPENDING ON IF YOU'RE GOING TO WANT TO DO A ZOOM, THE FIRST ONE AROUND, OR IF YOU'RE GOING TO WANT TO BRING THEM IN FOR BOTH SETS OF INTERVIEWS.
WE WILL WORK WITH YOU ON THAT THEN TO, UH, AND ONE OF THE SLIDE, ONE OF THE EARLIER SLIDES THAT MENTIONED, I, IT SOUNDED LIKE A MORE OF A RESIDENT SURVEY, UM, AT AN ADDITIONAL COST.
I THINK THOSE TYPES OF THINGS WERE PRETTY IMPORTANT.
CAN YOU KIND OF GIVE US A BALLPARK OF WHAT WE'RE LOOKING AT ON COST FOR THAT? YEAH, IT WAS IN THE PROPOSAL.
I THINK THAT ONE WAS LIKE 1,600 TO DO THE, UM, UM, THE SURVEY.
AND WHAT WE WOULD DO IS WE WOULD DEVELOP SUB QUESTIONS AND WHAT WE DO, WE LIKE TO MAKE IT SIMPLE.
WE LIKE TO HAVE SOME DROP DOWN BOXES, SO IT'S EASY FOR THEM CATEGORIES.
AND THEN OF COURSE, UM, THEY CAN ALWAYS FILL IN THEIR OWN, BUT WE WANT, WE WANT TO ENCOURAGE THE COMMUNITY TO FILL IT OUT.
SO WE WANT TO TRY TO MAKE IT AS EASY AS POSSIBLE AND NOT LONG AND CUMBERSOME.
AND THEN, UM, THEN THE, ONCE WE GET THE, THE INFORMATION THAT'S, WHAT'S ACTUALLY GATHERED FOR YOU FOLKS.
UH, ON THAT AS A FOLLOW-UP ON THAT QUESTION, WHAT KIND OF TOOLS DO YOU USE TO MAKE SURE THAT THE, TO ENSURE THE INTEGRITY OF THE DATA FOR THE SURVEY, THE SURVEY ACTUALLY IS GOING TO BE OUT THERE.
UM, IT'S GOING TO BE OFF OF SURVEY MONKEY.
UM, AND NOW WE ARE, WE DON'T KNOW, WE WILL, EXCUSE ME.
WE WILL ASK THEM, ARE THEY A RESIDENT? ARE THEY A BUSINESS PERSON? ARE THEY EMPLOYEE BECAUSE MAYBE WE WANT TO INCLUDE THE EMPLOYEES IN THIS ONE.
SO THAT'S HOW IT WILL BE LISTED.
YOU WILL NOT BE ABLE TO DETECT, UM, OR WE WON'T EITHER WHO, WHO FILLED IT OUT.
AND, UM, THAT WILL BE ANONYMOUS IF SOMEBODY SAYS I LIVE IN HUBER HEIGHTS, BUT THEY LIVE IN NEW YORK.
UM, MY OTHER, NOW WE WILL BE ABLE TO TELL IF WE, IF THEY HAVE TWO IP NUMBERS, THEN WE CAN KICK ONE OF THOSE OUT.
THE OTHER QUESTION I HAD WAS WHAT PERCENTAGE OF LOCAL GOVERNMENT PLACEMENTS DO YOU DO AND ALL YOUR PLACEMENTS.
HOW MANY, WHAT PERCENTAGE OF YOUR PLACEMENTS ARE IN LOCAL GOVERNMENT? THAT'S ALL WE DO IS LOCAL GOVERNMENT.
THAT'S ALL, WE HAVE TWO SEPARATE DIVISIONS WITH THEM.
BAKER, TILLY, WE HAVE THE PUBLIC SECTOR AND THAT WAS US.
UM, THE NINE OF US THAT ONLY DO PUBLIC SECTOR.
WE HAVE ALL WORKED IN THE PUBLIC SECTOR.
SO WE ARE ALL USED TO BOARDS, WORKING WITH BOARDS, COUNCIL, UM, COMMISSIONERS.
SO IT MAKES IT EASY FOR US BECAUSE WE'VE LIVED IT.
AND, AND, AND I PERSONALLY, UM, WOULD LIKE TO SEE SOMEONE WHO COMES IN HERE WITH GOOD SOUND GOVERNMENT BACKGROUND.
SO TYPICALLY YOU DO A NATIONWIDE SEARCH ABOUT HOW MANY PEOPLE APPLY 10, 150, LIKE JUST KIND OF A, IT ALL DEPENDS.
IT ALL DEPENDS ON, UM, WHAT'S GOING ON BECAUSE THEY'RE GOING TO BE RESEARCHING YOU AS MUCH AS YOU'RE GOING TO BE RESEARCHING AND US, WE'RE GOING TO BE RESEARCHING THEM.
YOU, THERE HAS BEEN SOME, SOME, UM, CHALLENGES HERE AND THEY'RE GOING TO SEE THAT.
UM, BUT WHAT'S NICE IS THE LAST CITY ADMINISTRATOR WAS HERE FOR WHAT, 23 YEARS WITHIN THE CITY.
WHAT THAT SAYS IS YOU'RE COMMITTED TO WORKING
[01:25:01]
WITH WHOEVER'S HERE.THE OTHER THING WHAT'S IMPRESSIVE IS THAT THE LAST CITY ADMINISTRATOR WORKED THEIR WAY UP THROUGH THE SYSTEM.
THAT'S TELLING THAT, YOU KNOW, PEOPLE THAT ARE THE RESEARCHING YOU GUYS IS YOU'RE COMMITTED TO YOUR EMPLOYEES AND WORKING TO, UM, UM, UM, GROW WITH THEM, GROW WITH THEM.
THE OTHER THING IS SALARY AND BENEFITS.
I JUST HAD, UM, THIS ISN'T IN THIS STATE, IT WAS A DIFFERENT STATE.
WE ENDED UP, UM, GOING OUT AND THEY HAD 45 APPLICANTS.
AND ONCE WE GOT DONE, I THOUGHT THEY HAD SOME REALLY GOOD ONES, BUT THERE WAS SOME, UM, THERE WAS SOME ISSUES WITH THE COUNCIL THAT WE HAD TO WORK OUT.
SO WHAT WE DID IS WE PUT THE, UM, SEARCH ON HOLD.
WE HAD TO GO THROUGH SOME TRAINING AND TALK THROUGH SOME THINGS BEFORE THEY MOVED FORWARD WITH THE SEARCH.
AFTER THAT, UM, THEY REALIZED THAT THEIR SALARY WAS LOW AND, UH, WE DID INCREASE THE SALARY AND THEY HAD OVER 70, 78 TO 90 APPLICANTS FOR THAT POSITION.
SO IT'S NOT JUST A COMBINATION.
IT'S A COMBINATION OF A BUNCH OF THINGS THAT, UM, CITY ADMINISTRATORS AND CITY MANAGERS ARE LOOKING FOR.
AND A LOT OF THEM AREN'T WILLING TO MAKE A LATERAL MOVE OR GO BACKWARDS.
THEY WANT TO MAKE SURE THAT IT'S A GOOD PLACE.
AND ANOTHER THING WHY WE LIKE DOING A NATIONAL SEARCH IS I WAS DOING A SEARCH IN, UM, IN NEBRASKA.
AND WE DID THE NATIONAL SEARCH AND I GOT A CALL FROM SOMEONE FROM MINNESOTA.
AND HE GOES, I WANT TO GO BACK HOME.
AND, UH, SO I'M LIKE, OH MY GOSH, I WASN'T AWARE THAT YOU, YOU WERE FROM THERE.
SO HE, UM, ACTUALLY APPLIED FOR THE POSITION AND HE ACTUALLY ENDED UP GETTING THE POSITION.
SO THAT'S THE OTHER REASON WE LIKE TO DO A NATIONAL SEARCH IS, UM, THERE'S, THERE ARE PEOPLE THAT ARE LEAVING THE LEFT, THE STATE, UM, AND THEY WANT TO COME BACK AND WE'RE FINDING MORE AND MORE, UM, PEOPLE WANTING TO GO BACK TO THEIR HOME STATE.
SO SAY YOU HAD A HUNDRED EMPLOYEES WOULD JUST LIKE, OR A HUNDRED APPLICANTS, MAYBE JUST 10% WOULD BE WHITTLED DOWN.
AND WE ZOOM FROM THERE IS THAT, THAT'S KIND OF WHAT, YEAH.
SO WE WOULD HAVE TO DECIDE, AND THAT IS GOING TO BE A DECISION FROM YOU.
DO YOU WANT TO DO ZOOM FIRST? UM, AND THEN IF WE DO, THAT'S THE APPROACH THAT WE'RE GOING TO TAKE AND THEN THE NEXT INTERVIEW THEN TO NARROW IT DOWN EVEN FURTHER, WE'LL BE THE IN-PERSON.
EVERY CITY IS A LITTLE BIT DIFFERENT ON HOW THEY WANT TO DO IT.
UM, OF COURSE, WHEN COVID WAS GOING ON, IT WAS ALL PRETTY MUCH ZOOM, BUT NOW, UM, IT'S HARD AND I ALWAYS ASK THE CANDIDATES, UM, ARE YOU COMFORTABLE TO TRAVEL? AND, UH, I HAVE NOT HAD ONE THAT TURNED ME DOWN AT ALL, BUT WE WANT TO MAKE SURE THAT THEY'RE COMFORTABLE TOO.
AND IF WE DO HAVE SOMEONE THAT IS UNCOMFORTABLE, WE WILL LET YOU KNOW THAT TOO.
AND THEN WE WOULD HAVE TO ACCOMMODATE THEM.
UM, A LOT OF, UH, THERE'S A LOT OF SIMILARITIES BETWEEN YOUR TYPE OF COMPANIES.
UM, WHAT DO YOU DETERMINE, UH, ARE YOUR STRENGTHS, WHICH IT SETS YOU ASIDE FROM YOUR COMPETITORS.
I DON'T KNOW WHO YOU WERE INTERVIEWING, BUT WHAT I CAN TELL YOU IS WE HAVE, UH, A HUGE, WONDERFUL, PROVEN TRACK RECORD.
AND WHAT I MEAN BY A TRACK RECORD IS WE HAVE A LOT OF REPEAT, UM, CLIENTS, UM, COMING BACK TO US AND WANTING FOR US TO DO SEARCHES.
UM, WE, UH, IT'S VERY TYPICAL FOR US TO BE DONE.
AND THEN A COUPLE OF YEARS LATER, THERE'S ANOTHER POSITION THAT THEY WANT US TO FILL.
UH, SO A LOT OF OUR BUSINESS IS REPEAT BUSINESS AND THAT'S WHAT WE WANT TO DO IS WE WANT TO EXCEED YOUR EXPECTATION ON THE SEARCH.
SO WE'RE INVITED BACK, NOT FOR THE SAME POSITION, BUT FOR POSSIBLY ANOTHER ONE OR IN 20 YEARS, THEN HIRING ANOTHER CITY MANAGER FOR YOU.
UM, WE HAVE AN EXTENSIVE NETWORK OUT THERE NOT ONLY BECAUSE WE BELONG
[01:30:01]
TO ALL THESE MAJOR ORGANIZATIONS AND WE'RE VERY INVOLVED IN THE ORGANIZATIONS.SO FOR US, WE KNOW A LOT OF, UM, ADMINISTRATORS, WE HAVE ALL BEEN WORKING FOR BAKER TILLY FOR, UM, EIGHT YEARS, ALL THE WAY UP TO 20.
AND THE OTHER THING TOO IS, UM, WE HAVE A WONDERFUL VETTING PROCESS THAT WE GET COMPLIMENTS FROM OUR CANDIDATES, BUT NOT ONLY FROM OUR CANDIDATES, UM, FROM OUR CLIENTS TOO, I HAVE, UM, UM, ONE CANDIDATE, HE CAME IN SECOND FOR A CITY MANAGER POSITION.
AND THEN HE ENDED UP GOING ON APPLYING AT A COUPLE DIFFERENT PLACES AND IT WASN'T OUR SEARCH, BUT AFTERWARDS HE CALLED ME AND HE GOES, OR AT FIRST HE CALLED AND SAID, I, I, I'VE GOT AN INTERVIEW THERE AND I GO, GREAT, GREAT.
NOW YOU'RE, YOU KNOW, JUST DO WHAT I TOLD YOU TO DO AND THE INTERVIEW.
AND I THINK YOU'LL BE JUST GREAT AGAIN.
AND HE ENDED UP GETTING THE JOB AND HE CALLS AND HE SAYS, PATTY, I GOT THE JOB.
AND, UH, SO WE DID TALK ABOUT THE, UM, BECAUSE HE WORKED WITH TWO DIFFERENT TYPES OF SEARCHES AND HE ACTUALLY SAID, HE GOES, I REALLY LIKED YOUR PROCESS.
HE GOES, YOU DO A LOT BETTER JOB COMMUNICATING WITH US AS, UH, CANDIDATES THAN I HAVE EVER EXPERIENCED.
HE GOES, I JUST GET LETTERS IN THE MAIL.
AND I EXPECTED TO DO ALL THIS WORK.
AND THAT'S ALL I GOT WAS A LETTER WITH YOU.
YOU WALKED US THROUGH THE PROCESS.
AND I THINK THAT'S WHAT WE'RE, WE'RE ALL ABOUT IS THE HUMAN SIDE OF IT.
UM, WE TREAT THEM WITH RESPECT AND WE TREAT, UM, BECAUSE WE WANT THEM TO APPLY FOR OTHER POSITIONS.
AND THERE'S TIMES THAT THEY AREN'T A GOOD FIT AND WE HAVE TO LET THEM KNOW.
I DO LIKE THE ACCOUNTABILITY PIECE THAT YOU HAVE AND ALL THE DIFFERENT TECHNOLOGY AND THE REPORTS AND THE STATUS UPDATES AND THINGS LIKE THAT.
THAT'S, I MEAN, THAT, THAT'S A PRETTY IMPRESSIVE, I THINK WE HAVE, UM, YOU KNOW, ALL OF US HAVE A VERY VESTED INTEREST IN MAKING SURE WE GET THE RIGHT PERSON.
AND I THINK THAT, UH, THOSE UPDATES AND SASH REPORTS, UM, BEING ABLE TO SEE, NOT AGAIN, NOT NAMES WITHIN OUR PEOPLE WHO ARE APPLYING.
I MEAN, THAT, THAT PROCESS KEEPING US INVOLVED IN THE ACCOUNTABILITY PIECE FOR, FOR YOU PRO PROVIDING THAT INFORMATION TO US, I THINK IS REALLY IMPORTANT.
SO I WAS, I WAS HAPPY TO SEE THAT, YOU KNOW, MAYOR, YOU BRING UP A REALLY GOOD POINT BECAUSE IT, IT, IT, IT HELPS US TOO, BECAUSE IF WE'RE SEEING, UM, ALL WHITE MALES APPLYING FOR THE POSITION, WE KNOW WE'RE NOT TARGETING, WE'RE NOT DOING OUR JOB.
WHAT ARE WE DOING WRONG IN OUR VETTING? SO WE HAVE TO LOOK AT THAT TOO AND SAY, ALL RIGHT, WHAT'S GOING ON? AND THAT'S WHAT OUR MEETINGS ARE ALL ABOUT TOO.
I MEAN, WHO ARE I CONTACTED? UM, WHAT AM I DOING WRONG? AND MY TEAM CAN HELP.
AND THAT'S WHAT WE'RE ALL THERE TO DO.
UM, OBVIOUSLY THE PANDEMIC HAS, UH, PUT A BIT OF A CHANGE ON QUITE A BIT, UM, ACROSS THE WORLD AND THEN AT ABOUT EVERY SPECTRUM OF EMPLOYMENT.
SO ROUGHLY IN THE PAST 12 MONTHS, UM, AS YOU SAY, UH, YOU KNOW, ALL YOU PARTICULAR DO IS LOCAL GOVERNMENT IN THE PAST 12 MONTHS, HOW MANY COUNCILS AND BOARDS HAVE YOU WORKED WITH TO DO PLACEMENTS AND, AND BEEN, YOU KNOW, FROM BEGINNING TO END TO ANSWER PART OF YOUR QUESTION HERE FIRST DURING THE PANDEMIC, IT WAS SCARY.
IT WAS SCARY FOR EVERYBODY BECAUSE NOBODY KNEW WHAT WAS GOING TO HAPPEN.
WE HAD ACTUALLY CANDIDATES, WE HAD REALLY GOOD CANDIDATES THAT, UM, WERE, WAS AFRAID.
THEY DIDN'T KNOW WHAT THEY WERE GOING TO BE ABLE TO SELL THEIR HOUSE AT THAT TIME.
UM, AND THEY STARTED BACKING OUT OF THE SEARCHES.
AND SO WE HAD TO WORK WITH COUNCIL TO SAY, OKAY, WE'VE GOT A COUPLE OPTIONS HERE.
WE GOT SOME REALLY GOOD CANDIDATES.
DO WE SLOW THE PROCESS? DO WE KIND OF HOLD BACK AND JUST SLOW IT DOWN? OR DO WE MOVE FORWARD? THERE WAS SO MUCH UNKNOWN, BUT THE NICE THING ABOUT OUR FIRM IS BECAUSE WE WERE S WE WERE SO, UM, UP ON THE TECHNOLOGY, WE WERE, WE WERE GOING STRONG AND ALL THESE SEARCHES.
AND, BUT WHAT WE WERE FINDING AS WE DID HAVE TO SLOW DOWN ON A FEW OF THEM, BECAUSE WE HAD PEOPLE DROPPING OUT UNTIL THEY COULD UNDERSTAND WHAT WAS GOING TO HAPPEN NOW WITH THE SEARCHES.
[01:35:01]
UM, WE ONLY DO SO MANY, UM, EACH OF US, AND WE ONLY DO SO MANY IN EACH STATE.SO SAY FOR INSTANCE, LIKE, I'M NOT GOING TO, I'VE GOT CLEVELAND, OHIO RIGHT NOW, I'M WORKING WITH CLEVELAND, OHIO.
UM, AND THEN I WOULD DO ANOTHER ONE WHY WE DON'T WANT TO DO A WHOLE BUNCH IN THE SAME STATE, BECAUSE I DON'T WANT TO HAVE TO COMPETE AGAINST DIFFERENT, UM, CANDIDATES FOR DIFFERENT JOBS.
IT JUST MAKES IT EASIER FOR US TO ADVERTISE AND REALLY RECRUIT HARD FOR THE, THE SEARCHES THAT WE WORK WITH.
SO I GUESS, LET ME, UH, LET ME KIND OF CLARIFY MY QUESTION A LITTLE BIT MORE THE, UH, EIGHT, UM, EIGHT MEMBER TEAM THAT YOU PUT UP THERE.
UM, AND, UH, NOT LOOKING FOR AN EXACT NUMBER JUST TO BALLPARK IN THE PAST 12 MONTHS, HOW MANY BEGINNING TO FINISH, YOU KNOW, UM, POSITIONS DO YOU THINK? OH MY GOSH.
UM, LET'S SEE, UH, KEEP IN MIND THAT WE WILL DO, UM, LIKE HR DIRECTORS.
UM, WE WILL DO ECONOMIC DEVELOPMENT DIRECTORS, PUBLIC WORKS, WHICH THEY DON'T TAKE AS LONG.
SO YOU'RE LOOKING AT FOR THE, UM, UH, WOULD PROBABLY HAVE ALL OF US HAD PROBABLY ABOUT 10, 10, 15 A PIECE, NOT ALL AT THE SAME TIME.
SO LET ME ASK YOU THIS KIND OF STAYING ON THAT SAME TOPIC, UM, WHERE WE'RE AT NOW, COMPARED TO WHERE WE WERE AT IN 2019 AS AN EMPLOYMENT ACROSS THE COUNTRY, HAVE YOU SEEN THAT THE CANDIDATE POOL HAS DECREASED INCREASED? YOU DID MENTION SOME CANDIDATES WERE BACKING OUT BECAUSE OF UNKNOWN.
UM, KIND OF GIVE US YOUR PROFESSIONAL TAKE ON THAT.
IT'S NOT A PROFESSION THAT, UM, PEOPLE ARE GOING INTO LIKE THEY DID MANY YEARS AGO.
THERE ARE SO MANY MORE FACTORS.
UM, THERE ARE RETIRING EARLIER, UM, ASSISTANT MANAGERS, ASSISTANT ADMINISTRATORS ARE NOT MOVING UP AS FAST AS THEY ONCE HAD, AND THAT'S WHY IT'S BECOMING HARDER TO RECRUIT.
AND THAT'S WHY IT TAKES US LONGER TO RECRUIT IS BECAUSE WE HAVE TO GET OUT THERE AND REALLY, I MAY GET ON THE PHONE AND CALL INDIVIDUALS.
AND, UM, AND THAT'S WHY, WHAT WE TRY TO STRESS TO OUR, OUR ORGANIZATIONS THAT WE WORK WITH IS START WORKING TO PUT OUR TRAIN PEOPLE, TO GET TO GO INTO THESE PROFESSIONS BECAUSE IT'S NOT EASY PROFESSIONS AND THEY'RE GETTING HARDER.
UM, IN THE LAST FIVE YEARS, YOU TALK A LOT ABOUT DIVERSITY AND BELONGING TO THESE DIFFERENT ORGANIZATIONS.
WHAT ADVANCED MAN HAVE YOU SEEN IN OVER THE LAST FIVE YEARS AND YOUR SUCCESS IN PLACING MINORITY CANDIDATES? VERY GOOD QUESTION.
AND THAT'S WHAT WE HAD TO TAKE A LOOK AT QUITE A FEW OF 40, A FEW YEARS AGO TO SAY, WHAT ARE WE DOING? WHAT ARE WE DOING? RIGHT.
AND THAT'S WHEN WE SAID IT HAD TO START WITH US BECAUSE WE NEED TO MAKE SURE THAT, UM, THE PEOPLE THAT ARE EMPLOYED WITH BAKER, TILLY REPRESENT THE PEOPLE THAT ARE WORKING.
AND WE DO HAVE A DIVERSE TEAM.
AND FROM THERE, UM, WE HAD TO DO A BETTER JOB ON TRYING TO FIGURE OUT HOW WE CAN RECRUIT BETTER.
AND THAT'S WHY WE ARE VERY DEDICATED INTO CERTAIN POPULATIONS.
UM, CERTAIN ORGANIZATIONS THAT HAVE DIVERSE DIVERSITY THAT IS IMPORTANT TO US.
AND THAT'S WHY WE MAKE SURE THAT THAT WEEKLY UPDATE WE'RE SEEING THESE CANDIDATES.
NOW, IF THEY DON'T, IF THEY DON'T LIST SOME OF THEIR, UM, IF THEY DON'T COMPLETE THAT INFORMATION, WE CAN'T GATHER IT.
BUT THIS REPORT IS REALLY HELPFUL AND IS TELLING US, ARE WE DOING A GOOD ENOUGH JOB? AND WE NEVER HAD SOMETHING AS SIMPLE AS THAT BEFORE DID DETERMINE WHAT WE'RE DOING RIGHT.
[01:40:01]
WELL, WE NEED, UM, SOME IMPROVEMENTS ON OVER THE LAST FIVE TO EIGHT YEARS, WE HAVE DONE A LOT BETTER, A LOT BETTER ON, AND THAT IS ONE OF THE THINGS THAT IS BROUGHT UP ALMOST IN EVERY SEARCH, BUT KEEP IN MIND TOO IS NOT ONLY ARE WE LOOKING FOR DIVERSITY, WE'RE LOOKING FOR HOP QUALITY.MY OTHER QUESTION TO YOU, YOU MENTIONED, WAS IT A TIP, UH, LEADERSHIP MANAGEMENT ASSESSMENT THAT YOU DO? COULD YOU GIVE US A LITTLE BIT MORE INFORMATION ON THAT? SO WHAT THAT IS IS IT LOOKS TO IDENTIFY, UM, AND THIS IS WHERE, UM, EDWARD WOULD COME INTO PLAY TO HELP WITH THIS BECAUSE YOU, UM, HE'S ACTUALLY TRAINED IN THIS AREA TOO.
AND SO AS CHUCK ROAR, IT'S A, IT'S A, IT'S LIKE THE DISC MODEL KIND OF LIKE MYRA, MYRA IS BEAR BRIG.
UM, BUT WHAT WE'RE YOU'RE DOING IS YOU'RE ACTUALLY IDENTIFYING, UM, THE CITY COUNCIL.
WHAT ARE THE, THE, THE TOP 25 COMPETENCIES THAT YOU'RE LOOKING FOR? ARE YOU LOOKING FOR SOMEONE THAT IS, UM, UM, CUSTOMERS FOCUSED, UM, MANAGEMENT, UM, DATA-DRIVEN THESE KINDS OF THINGS.
AND ONCE WE GET THAT FROM YOU, BECAUSE YOU HAD, IT'S LIKE A BOUT 30 MINUTE, UH, COMPUTER EXERCISE FOR YOU, WE TAKE ALL THAT INFORMATION AND IT'S COMPILED INTO ONE, AND THEN THE CANDIDATE ACTUALLY TASTES IT.
AND WE LOOK AT THEIR MANAGEMENT AND LEADERSHIP STYLE AND WE KIND OF BLEND THAT TOGETHER TO SEE IF THEY'RE AN ACTUAL MATCH.
NOW THERE'S NO RIGHT OR WRONG ANSWER TO THAT.
IF ARE THEY A FIT? AND IF THEY'RE NOT, IT'S A PRETTY ACCURATE, UM, DOCUMENT.
AND IT'S, IT'S BASED OFF OF OTHER PUBLIC SECTORS TAKING THE SAME, UM, ASSESSMENT AND THAT'S HOW IT'S EVALUATED.
AND WHAT WE DO IS THERE'S A DIFFERENT COMPONENTS ON IT, TOO.
WE CAN DRAW, WHICH IS, UM, DIFFERENT REPORTS TO GIVE YOU.
SO IF, IF YOU DON'T WANT TO TAKE IT AS A COUNCIL, WE'RE STILL GONNA HAVE THE CANDIDATES TAKE IT BECAUSE WE CAN STILL GET A LOT OF GOOD INFORMATION FROM THAT REPORT TO PROVIDE YOU.
YES, RICHARD, THANK YOU, MAYOR.
UM, PATTY, I'VE GOT TO GO BACK TO A QUESTION THAT WAS RAISED BY COUNCILMAN BERGE AND, UH, I GUESS SOMEONE GONNA ASK YOU TO, UM, TO GIVE ME A PERCENTAGE OF, OF THE INDIVIDUALS, UM, UH, IN YOUR PROPOSAL THAT YOU STATED OUR, OUR TEAM HAS RECRUITED IN PLACE MORE THAN 1400 EXECUTIVE LEVEL POSITIONS, UH, SINCE 2000.
UM, SO LET'S, LET'S USE THOSE NUMBERS OF THAT 1400.
WHAT WOULD YOU SAY THE PERCENTAGE WOULD HAVE BEEN OF, UH, WOMEN MINORITIES? UM, I CAN'T GIVE YOU THAT EXACT NUMBER, UM, BECAUSE IF WE DON'T HAVE A BROKEN OUT TO THAT, UM, THAT PIECE OF IT, UM, IF I, IF I HAD TO ASK YOU TO PUT A STATEMENT OR A FIGURE OUT THAT I WOULDN'T HOLD YOU TO, THAT WOULD BE A ROUGH, WE ONLY STARTED DOING THE ASSESSMENT OF THESE SEARCHES FOR THE LAST FIVE YEARS.
SO I COULD GIVE YOU THE, FOR LIKE THE LAST FIVE YEARS, I WOULD PROBABLY SAY THAT, UM, FOR MINORITIES, WE'RE PROBABLY LOOKING AT, UM, 40%, 30, 30 TO 40%.
NOW KEEP IN MIND, UM, EACH, EACH OF THE SEARCHES, UM, WELL, THAT'S ABOUT RIGHT.
UM, ONE OTHER QUESTION I HAVE IS, UM, AND WE CAN STICK WITH THE LAST FIVE YEARS.
UM, WHAT IS YOUR AVERAGE TENURE? UM, LET'S SAY YOU PLACE AN INDIVIDUAL, UH, CITY MANAGER, UM, UH, WHAT IS THE AVERAGE TENURE THAT THEY'RE STAYING AND I'M SURE THOSE ARE NUMBERS YOU GUYS TRACK VERY WELL.
YEAH, IT ALL DEPENDS, UM, AN AVERAGE BECAUSE SOME, IT, UM, IT ALL DEPENDS ON THE REGION THAT YOU'RE AT, UM, THAT ALL THAT I'LL SELL TAKES INTO ACCOUNT.
[01:45:01]
OUR TENURE IS USUALLY, UM, FIVE, FIVE TO EIGHT YEARS.SOME ARE A LITTLE BIT MORE, UM, WE'VE HAD TO DO A COUPLE REDOS, UH, UM, FOR A PERSONAL REASONS THAT, UH, WE'VE LEARNED FROM BOTH MISTAKES TOO.
UH, WE ACTUALLY HAD, WE HAD TO REDO THIS WAS A WHILE AGO.
AND, UM, WHAT WE DID IS, UM, THEY LAUGHED BECAUSE THEY DIDN'T REALLY COMMUNICATE WITH THEIR FAMILY AND THEY CAME, BUT THE FAMILY DIDN'T WANT TO.
AND WHAT WE LEARNED FROM THAT PROCESS IS ENGAGING NOT ONLY THE, THE CANDIDATE, BUT ENGAGING THEIR FAMILY, UM, THEIR PARTNER IN THE PROCESS, MAKING SURE THAT THEY'RE COMFORTABLE AND IF THEY HAVE QUESTIONS TOO, AND THOSE ARE THINGS THAT WE LEARNED FROM, AND WE TRY TO GROW AND FIGURE OUT WAYS TO ALSO ENGAGE THE FAMILY TOO.
I WOULD AGREE WITH THE MAYOR THAT, UH, YOUR, UM, YOUR PROPOSED REPORTING AND FEEDBACK TO NOT ONLY US, BUT THE RESIDENTS THROUGHOUT THIS PROCESS IS SELECTED.
UM, I THINK THAT'S A, THAT'S A GREAT ASSET.
AS MR. WEBB, THANK YOU, AMERICA.
UM, I WAS IMPRESSED THAT YOU WERE ABLE TO CITE A POSITIVE ATTRIBUTE OF HUBER HEIGHTS WHEN YOU MENTIONED THE LONGEVITY OF THE PREVIOUS CITY MANAGER.
SO I'M GOING TO ASK YOU TO TAKE OFF YOUR GLOVES AND HIT US WITH WHAT YOU THINK ARE THE CHALLENGES AND BRING A QUALIFIED APPLICANT TO HUBER HEINZ.
I WATCHED YOUR COUNCIL MEETINGS THERE.
THEY'RE GOING TO WATCH THEM TOO.
AND THERE'S NO PERFECT COUNSEL.
I'M NOT HERE TO JUDGE BECAUSE EVERY COUNCIL HAS ISSUES.
DEPENDING ON THE SEASON, YOU GUYS WENT THROUGH A SEASON THAT YOU HAD TO DEAL WITH YOUR LAST CITY ADMINISTRATOR AND A GOOD CITY ADMINISTRATOR THAT'S GOING TO APPLY IS GOING TO LOOK THROUGH AND WATCH THEY'RE GOING TO WATCH CAREFULLY, BUT IT GOES, IT'S GOING TO GO BACK TO WHAT I SAID EARLIER IS THERE'S A GREAT, THERE'S SOMETHING GREAT THAT CAME OUT OF THIS.
HOW LONG WAS HE HERE? AND THAT GOES BACK TO YOUR QUESTION.
THE REASON THEY DON'T STAY IS BECAUSE THEY DON'T FEEL VALUED.
AND HOW DO YOU THINK THEY'RE GOING TO FEEL VALUED IF YOU DON'T TRUST THEM AND THEY LEAVE.
I THINK YOU DON'T SEE THAT THAT OFTEN.
SO THEY'RE GOING TO LOOK FOR THAT.
THEY'RE GOING TO SAY, OKAY, WE'VE GOT A COUNCIL THAT BELIEVES IN THIS PERSON, THEY'RE GOING TO MAKE SOME TOUGH DECISIONS AND THEY WANT TO MAKE SURE THAT THEY FEEL THAT THEY'RE BACKED.
THAT'S WHAT THEY'RE GOING TO BE LOOKING FOR WHEN THEY'RE WATCHING YOUR COUNCIL MEETINGS.
AND THAT'S WHAT I WAS LOOKING FORWARD TO WHEN I WAS WATCHING THEM.
YOU MAY NOT ALL AGREE, BUT I HOPE THAT YOU WILL AGREE ON WHOEVER THIS LEADER IS THAT YOU'RE GOING TO SUPPORT THEM.
ANY OTHER QUESTIONS LIKE WE'RE REALLY RIGHT WITHIN ABOUT THE SAME TIMEFRAME AS, AS, BEFORE, ALMOST DOWN TO THE MINUTE.
I APPRECIATE YOU TAKING THE TIME TO BE HERE.
SO, UM, COUNSEL, WE'LL KIND OF GET TOGETHER HERE AND DECIDE HOW WE, UM, WHAT OUR PROCESS MOVING FORWARD WILL BE IN SELECTING THE FIRM.
AND CERTAINLY WE'LL, WE'LL BE IN TOUCH WITH YOU REGARDLESS OF WHAT, WHAT, WHAT THAT DECISION IS, BUT THANK YOU SO MUCH FOR BEING HERE.
UH, APPRECIATE THE TIME AGAIN, TO COME IN FROM MINNESOTA AND CERTAINLY WISH YOU SAFE TRAVELS BACK.
AND, UM, UH, WE'LL BE IN TOUCH THE MAYOR AND COUNCIL.
I JUST WANT TO SAY THAT, UM, THIS WOULD BE AN HONOR TO DO THE SEARCH.
WHAT I LIKED IS YOU GOT ENGAGED COMMUNITY AND YOU COULD S YOU COULD SEE THAT THROUGH THE, UM, THE COUNCIL TOO.
AND I THINK THAT'S SO IMPORTANT, AND I KNOW THAT THEY WANT TO BE PART OF THE SEARCH TOO.
SO WE WOULD LOVE TO DO THE SEARCH WITH YOU AND A SPECIAL, THANKS, TONY, YOU WERE AWESOME TO WORK WITH.
YOU RESPONDED TO ME SO QUICKLY, EVEN LATE AT NIGHT, EARLY IN THE MORNING.
[01:50:01]
HANDS ON, HANDS OFF.WAIT UNTIL BEFORE WE STARTED TALKING ABOUT HIM.
SO I, I, WELL, I GUESS JUST FROM A PROCESS STANDPOINT, UM, I DON'T, I DON'T KNOW IF, IF, IF YOU GUYS WANT SOME TIME TO CHEW ON IT, I DON'T KNOW WHAT IF YOU'VE GOT OPINIONS, ONE OF THE OTHER OVER THE OTHER, UM, OR WHAT THAT TIMEFRAME WOULD BE LIKE, BUT, UH, CERTAINLY PUBLIC DISCUSSION WE'RE ALREADY HERE OR WAIT TILL THE NEXT MEETING, UH, RECOMMENDATION, WHATEVER, HOWEVER YOU GUYS MOVE THIS FORWARD.
WITH RICHARD, YOU HAVE COMMENT.
MARY, UM, UH, VERY PLEASED THAT, UH, THE TWO CAME OUT AND SPOKE TO US, GAVE US A LOT OF INFORMATION, UH, LEARNED A LITTLE BIT MORE FROM WHAT THE PROPOSALS HAD.
WE HAD SOME ADDITIONAL DIALOGUE.
UM, I PERSONALLY WOULD, UH, WOULD LIKE A LITTLE BIT OF TIME, NOT A WHOLE LOT TO KIND OF CHEW ON THAT.
I'D LIKE TO ALSO REREAD THROUGH THE PROPOSALS WITH THE INFORMATION I HAD HERE TONIGHT AS WELL.
UM, JUST TO HIGHLIGHT AND CLARIFY A FEW THINGS.
THERE MAY BE SOME ADDITIONAL QUESTIONS I'D LIKE TO SEND OVER TO TONY, MAYBE FOR SOME CLARIFICATION.
UM, I, UM, I CAN TELL YOU FROM MY PERSPECTIVE, I KNOW WE HAVE A WORK SESSION, REGULAR WORK SESSION TOMORROW.
UM, I COULD, UH, I COULD EASILY BE READY TO, UH, TO MAKE A DECISION, WHETHER IT'S A SPECIAL MEETING, DEFINITELY AT THE WORK SESSION AFTER THAT.
I DON'T KNOW IF THAT'S SOMETHING WE PUT ON THERE.
YOU WANT TO CALL IT A SPECIAL MEETING, UH, IN BETWEEN.
UM, BUT, UH, I WOULD SAY, UH, ABOUT A WEEK OR SO, IT'S ONLY GONNA TAKE ME ABOUT A DAY OR TWO TO REREAD THE PROPOSALS, MAYBE GET WITH TONY, ASK SOME CLARIFYING QUESTIONS, GO FROM THERE.
THAT'S KINDA WHERE I'M AT, IF THAT HELPS YOU AT ALL.
AND WE'LL SEE WHAT I WOULD SAY.
I WOULD ADDITIONALLY, LIKE A LITTLE TIME TO KIND OF CHEW IT OVER A LITTLE BIT.
I'D PROBABLY READ BACK THROUGH THE INITIAL PROPOSALS AGAIN, MYSELF.
ADDITIONALLY, WE'VE GOT TWO COUNCIL MEMBERS THAT WEREN'T HERE TONIGHT, AND I WANT TO MAKE SURE THEY HAVE TIME TO EITHER WATCH THE MEETING OR GET THEIR QUESTIONS.
AND, UM, SO YEAH, I WOULDN'T BE THE SAME WAY.
I MEAN, TOMORROW, OBVIOUSLY WOULDN'T BE A GOOD TIME TO DO IT, BUT MAYBE THE NEXT WORK SESSION THAT'D BE FINE WITH.
SO WHAT'S A W WHAT WOULD THE DATE BE? WHAT IS IT SECOND I'M ACTUALLY MOVING INTO THE, IT WOULD BE THE 19TH OF OCTOBER, AND I'LL MAKE SURE THAT EVERYBODY GETS A COPY OF THE PRESENTATION.
THEN THE FIRST GROUP BROUGHT COPIES PAPER COPIES OF THE PRESENTATION.
UM, SHE JUST BROUGHT THE PRESENTATION.
SO I'LL MAKE SURE YOU HAVE A PAPER COPY OF THAT AS WELL.
AND SORRY, MAYOR, UM, TONY, UM, ONE CLARIFICATION I DO HAVE IMMEDIATELY IS, UM, I DIDN'T KNOW.
UM, CAUSE SOME OF THOSE ANALYTICS THAT SHE HAD ON THE SCREEN HERE WERE REALLY SMALL TO READ.
COULD YOU ASK AND SEE IF SHE COULD GET KIND OF, YOU KNOW, MAYBE A FULL-SIZE EXAMPLE OR SOMETHING LIKE THAT TO, TO READ THROUGH, BECAUSE EVEN SHE HAD TROUBLE READING THAT, UH, I'D JUST LIKE TO KIND OF HAVE A FULL-SIZE OF THAT BREAK THERE ON YOUR COMPETITORS.
SLIDE SLIDES SHOW I'LL BE A LITTLE EASIER.
DOES ANYBODY HAVE ANY ISSUES WITH THE 19TH, UH, BEING PREPARED TO MAKE A RECOMMENDATION WITH ONE OF THE OTHER ONE AT THE 19TH WORK SESSION? PRESENTATIONS WERE VERY GOOD.
I DO THINK ONE STANDS OUT TO ME, BUT I WOULD LIKE TO REFRESH MYSELF.
SO ANY OBJECTION? SO YES, DON TONY, HAVE YOU HAD A CHANCE TO, UH, WE HAD SPOKE ABOUT CALLING REFERENCES, HAVE YOU HAD A CHANCE TO DO ANY OF THAT YET? UM, I'VE NOT COMPLETED THAT PROCESS.
UM, I HAVE A FORM THAT I'VE DEVELOPED TO DO THAT, AND THEN I INTEND TO SEND THAT OUT, BUT THEN ALSO FOLLOW UP WITH A DIRECT CONVERSATION.
CAUSE I THINK SOMETIMES YOU PICK UP ON THINGS A LOT BETTER THAN YOU DO.
UM, I DIDN'T KNOW IF YOU WANT REFERENCES ON BOTH OR YOU WANTED TO WAIT UNTIL ONE WAS SELECTED.
I THINK I WOULD PREFER TO DO REFERENCES ON BOTH.
SO YOU COULD MAKE A FULLY INFORMED DECISION AND I CERTAINLY COULD HAVE THAT IN ADVANCE OF THE 19TH AS WELL.
SO AS YOU GET THAT REFERENCES CASE, WE'RE NOT SEEING ANY OBJECTIONS TO THE 19TH, SO PLEASE EVERYONE HAVE ALL OF YOUR QUESTIONS ANSWERED AND RESEARCH DONE AND THEN BE PREPARED TO DISCUSS A SELECTION OF ONE OF THESE TWO FIRMS ON THE 19TH FOR RECOMMENDATION THAT THE FOLLOWING CAR COUNTS AND LEADING WITH ONE WEEK.
OTHER QUESTIONS FROM ANYONE, ANY OTHER INPUT? OKAY.