Item A: Police Auditor Recruitment Process

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" Waldron & (om~anq SECTION VI The employment market has seen a dramatic shift in recent years. With fewer candidates available for positions, organizations. have reduced recruitment cycles in order to hire more quickly and efficiently. Waldron & Company has continued to be successful in the changing market with our streamlined model combining best of class practices from over 25 years of cross-sector executive recruitment experience with our unique understanding of the need,for an open and inclusive process. Specifically for the Police Auditor recruitment, Waldron & Company would first learn about the City's preferences for experiences, ideal cultural fit, background, and education. We would also need to determine geographic sc.ope for the recruitment targets. Based on current limited information (gleaned from the job description and the web research we have conducted) our recruitment targets would include utilizing professional associations such as The In ternational Law Enforcemen t Auditors Association, The Association of Local Government Auditors, The Ombudsman Association, The International Ombudsman Association, the US Ombudsman Association, the American Arbitration Association and the Association for Conflict Resolution. We would compile a list of networking contacts to directly recruit the individual or tap into their network. Waldron & Company would also target individual city, county and state Ombudsman Associations, Layv Enforcement Auditors AssociatIons, Mediation Associations, Arbitration professionals, and Citizen Revie",r Boards. We know that there are few individuals \vho ",.Iork in this environment so we' ",'ould think creatively about reaching a broader audience. Perhaps reaching out to our contacts with La",r Firms, Consulting Firms, City Council Members,. and/or County Commissioners \~rould be another source. . PlANNING PROCESS We begin by .meeting with the City Council to define your search process, ans\-ver any questions, and assist with any necessary planning prior to launching the formal recruItment stage. We "'Ii]] work to clearly define each party's roles and schedule subsequent meeting's, ensuring that all City Council members Clre educated and informed about the process. We ,\viII coIlaboratively set guidelines and establish a timeline to deliver your best candidate most effectively. DISCOVERY PROCESS A distinctive part of our process is to interview as many key stakeholders as possible~ ensuring that \ve have a comprehensive understanding of all issues and concerns relating to the position and your organization. Waldron & Company will reach out to as many involved people, groups, or constituencies as you \vould like. For example, City Council1 lVlayor, City Manager, Citizen Review Board, Department Leaders and appropriate staff. We develop uniquely tailored materials co-branded to unite our reputation in the industry \Nith your organization's mission and goal of finding the right candidate. A comprehensive Position Specification and advertisements are. designed using the data gathered in our discussions, incorporating your needs and circumstances. Other archival information (e.g.,. strategic plans, annual reports) related to the position and the organization will be used 'Nhere necessary to most appropriately present your organization. We take the time to customize our process and method to fit your message. For this recruitment specifically, the message we take out to market ""ill be critical in attracting the right match. ." II