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<br />d.Any City Councilor, who chooses to, may individually review all applications and <br />provide input on applicants to be considered further/selected as a finalist. Note – <br />applications will be considered confidential at this stage of the process. <br /> <br />e.An outside expert(s) (e.g. an auditor) may be brought in by the ad hoc committee to <br />assist in the screening or to review the selection of top candidates. <br /> <br /> <br />6.Telephone Interviews <br /> <br />a.The City Council ad hoc committee will conduct telephone interviews with top <br />applicants to select applicants for the on-site interview process. (Note – this step may be <br />waived if the ad hoc committee decides the step is not needed, based on the number of <br />qualified applicants.) <br /> <br />b.The ad hoc committee will outline the strengths and weaknesses of each candidate and <br />make it available to any City Councilor, allowing him/her to review the reasoning for <br />the selection of the finalist. <br /> <br /> <br />7.Initial Reference Check (Optional) <br /> <br />a.Human Resources and/or City Council ad hoc committee members will complete <br />reference calls on top applicants and prepare feedback for review by the City Council ad <br />hoc committee and the City Council. <br /> <br /> <br />8.Preparation of Selection Process <br /> <br />a.Each councilor and the Mayor will submit one to two questions for the interview <br />process. (Note – An outside expert could be consulted to suggest critical interview <br />questions. Additionally, HR has a bank of questions that can be reviewed to assist in <br />preparing questions). <br /> <br />b.The City Council ad hoc committee review questions and select 12 to 14 questions for <br />the interview process. <br /> <br /> <br />9.Optional Components for the Selection Process <br /> <br />a.The City Council will conduct interviews of all finalists. Feedback from any other <br />groups involved in the selection process would be given to the Council prior for their <br />consideration prior to selecting a finalist(s). <br /> <br />b.An internal interview panel (i.e. representatives from EPD – supervisors/managers and <br />union representatives, Human Rights staff, Human Resources staff, and City Manager <br />staff) will interview all candidates and provide feedback to City Council for its <br />consideration. An outside expert(s) will also join the panel. <br /> <br />c.A group of selected community members (approximately 20 people) will meet with <br />each candidate. The candidate will be asked to give a brief presentation (oral resume) <br />and then there will be a moderated question/answer session. The City Council ad hoc <br />committee will determine who will be included in the community group. Any councilor <br />may suggest to the ad hoc committee individuals or groups to be included in the <br />process. All people who participate will be asked to complete a feedback form which <br />will be forwarded to the City Council for review prior to making a decision on the <br />finalist. Feedback will also be shared from this process, as well as the two interview <br />panels, with the people conducting the background checks. <br /> <br /> <br />10.Options for Background Investigation and Reference Checking <br /> <br />a.A neutral outside background investigator will be hired, mostly likely from a recruiting, <br />human resources, or investigation firm, to complete the investigation. <br />L:\CMO\2006 Council Agendas\M060313\S060313B-attF.doc <br /> <br />