Item A: Police Auditor Recruitment Process

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contacts and relationships. We have also established networks with minority and female leaders throughout the nation and are proud of our record of placement of minority and female ~andid.ates. Waters-Oldani has adopted a corporate policy of equal employinent -opportunity and will not participate ,in any recruitment effort where these principles are not. followed. In addition, we are charter members of NFBP A and its Business Advisory Committee and the Hispanic Network. We believe that one of the strengths of the Waters-Oldani recruitment process is our attention to the candidates during the- process. Each candidate submitting a resume is sent a timely acknowledgement by Waters-Oldani, giving an approximate schedule for the recruitment. Further communications are maintained with each candidate regarding information about the recruitment progress and their status in the process. We take pride in the many complimentary comments made by candidates regarding the level of communication and the professional manner in which they are treated during our -recruitments, which is also provides, a positive r~flection on your organization 'fi\S.K .Ill SC".Tl'EENlN(; (IF i\.P.Pl~I(~AN'rS, 1,Nll~ll\.l.i INr~.~f::.I~\llE'VS~ !\.N.D I{E(~Ol\'ll\lf.:N.I)j\'r.l()_N ()-F FINl\lilSl'S 'T() (~I~lf:Nrr Our recruiting efforts in Task II identify a significant number of applicants, depending upon the position and the availability of candidates with the requisite experience and skills in the marketplace. Task III is where our Lead Consultant screens the candidates against the criteria within the candidate profile and develops a list of Semi-Finalists who meet or exceed the criteria. The Lead Consultant will then meet with you as the client to develop a group of candidates for personal interviews with the Lead Consultant either by phone, in person or videoconference. Our interviews are conducted with a set of questions developed by Waters-Oldani to evaluate professional experience and management/leadership characteristics considered relevant for the candidate profile for your position. As a part of our thorough screening of candidates, we also utilize our content-validated behavioral assessment and success profile system CareerNavigator™. Our approach to recruitment features a content- validated competency model that measures the core competencies of public sector executive mangers/leaders with a comprehensive psychological assessment. This helps to identify those competencies that are proven to make a candidate much more likely to be successful in a position of executive management and leadership. In addition, CareerNavigator™ generates specific questions for individual candidates based upon their responses to the assessment. These questions are included in the in-depth interview conducted by the W aters-O ldani Lead Consultant. At the conclusion of our interview process, we will meet with you to discuss a group of potential Finalists for you to invite for on-site interviews with an interview panel that you select. Typically, four to six candidates are selected for these interviews. ~ 2008-The Waters Consulting Group, Inc. Page · 5 THIS l)ROPOSAL CONTAINS PROPRIETARY INFORMATION AND IS Tr.IE SOLE PROPERTY OF \VCG. INC THIS PROPOSAL IS NOT TO BE REPRODUCED FOR ANY REA.SON WITH our THE 'h'RITTEN CONSENT OF weG. INC.