06-D Waters-Oldani Executive Recruitment

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information that city officials can utilize in selecting, retaining and developing top-performing future city managers. Three groups of city managers served as the platform for the CareerNavigato/M Competency Model by means of a thorough, scientifically rigorous process. Each group identified key outcomes and behaviors required of city managers who successfully achieve strategic business goals. These subject-marter-experts also evaluated and debated competencies from a "library" of 38 competencies, based on work-related behaviors and skills identified by a nationally recognized psychological assessment firm, and through a series of structured exercises, they were then asked to identifY those factors most critical to the role of a successful city manager. The CareerNavigatorlM System takes the guesswork out of the hiring process, by revealing the key information that resumes and references fail to provide. CareerNavigator1M generates specific questibns for individual candidates based upon what they tell us through their responses to the assessment. These questions are included in the in-depth interview conducted by the Waters-Oldani consultant. CareerNavigator1M also generates specific questions to be used in the reference calls conducted as part of Task 4 below. At the conclusion of our interviews and after conducting sufficient references to confirm our findings, we will meet with the City to recommend final candidates. After discussion, if the City agrees with o\1r recommendations, Waters-Oldani will provide detailed wrirten evaluations of the candidates. TASK IV - BACKGROUND INTERVIEWS AND REFERENCES Once the City approves the group of finalists, Waters-Oldani will begin the reference checking and background process. Our reference and background check process is the hallmark of our successful executive recruitment program. Waters-Oldani will obtain a list of up to fifteen work- related references for each finalist. Telephone contact is then made with selected references and sometimes with others in the specific industry that may know of additional accomplishments and work experiences of the candidates. The purpose of the reference interviews is not to solicit negative comments about the candidates, although the process may generate some. The purpose is to allow Waters-Oldani to complete our understanding of the actual work experience and personal characteristics of the finalists. Specific questions to be asked about the candidates will be developed from the profile approved by the City and by the candidate's responses to the CareerNavigator1M assessment. <<J 2007-The Waters Consulting Group, Inc. Page. 8 THIS PROPOSAL CONTAINS PROPRIETARY INFORMATION AND IS THE SOLE PROPERTY OF WCG, INC THIS PROPOSAL IS NOT TO BE REPRODUCED FOR ANY REASON WITHOUT THE WRITTEN CONSENT OF WCG, INC