Item A: Police Auditor Recruitment Process

Home Browse Search

prior to expenditure. A 30/0 charge will be added to all pass through expenses which reflect City and State 8&0 tax ,obligations. Expense items include but are not limited to: . Newspaper, trade journal websites and other advertising related to the announcement of the position . Direct mail announcements and regret letters . Facsimile and delivery expenses . Printing of documents and materials . Consultant travel and related expenses . Any client-required licenses, fees or taxes . Travel and related expenses for candidates during the inte~iew process Professional fees are billed in three equal 'installments during the course of the search. The first installment is billed when Prothman begins the project. The second installment is billed at the mid-point of the recruitment. The final installment is billed at the conclusion of the search. Expenses are billed monthly. Our record of success in placing highly qualified candidates provides that Prothman will guarantee the placement of a qualified candidate. Provided the Client follows our finalist candidate recommendations and the key ~Iements of the search process as outlined in th~ proposal, if the selected finalist candidate is terminated for cause within one year from the employment date, we will conduct a replacement search with no additional professional fee. The only cost to you would be the expenses related to the additional search. 6) Please describe what key sources you would target for this type of sea.rch and what your general recruitment strategy would' be for a Police Auditor recruitment. Documenting what we have learned by describing the "ideal" candi'date is the best way to make certain that we are identifying the best candidates for the position. We wHI do this by developing a comprehensive "Position Profile." Once the Position Profile is written and approved, it will serve as the "benchmark" tt measure a candidate's qualifications and organization ufit." It will also help potential candidates decide if this is the right career move for them. The Position Profile includes: . A description of the ideal candidate qualifications · Years of related experience required · Previous positions and sizes of communities · Specific relevant experience . Education requirements · Ideal personality traits and work habits . City of Eugene information, including · Location and quality of life opportunities · A summary of City services · Number of Department employees and budget size · A basic description of the position . A description of key issues and priorities facing the Department and the Police Audtor position . A description of the compensation package . Information on how and when to' apply We will work with the City to develop a recruitment strategy designed to identify outstanding candidates ideally suited to the position. We recognize that often the best candidates are hot actively looking for a new position. This is the person we want to reach and recruit. We will accomplish this by: . Creating Recruitment Brochures . Highlighting the position and the department . Direct Mail Campaign Researching and compiling a comprehensive list of potential candidates to be reached through a direct mail campaign ,. . Direct Contact Calls