02-23-2017
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Proposal to the Fargo-Moorhead Diversion Authority <br />Executive Recruitment Services for Executive Director <br />Page | 7 <br /> <br /> <br />Phase III – Selection <br />Task 1 - Design Selection Process <br />Based on the results of the meeting conducted in Phase I, CPS HR will design a draft selection <br />process. CPS HR will meet with the FMDA to review this process and discuss the FMDA’s <br />preferred approach in assessing the final candidates. The selection process will typically include <br />an in-depth interview with each candidate, but may also include other selection assessments <br />such as an oral presentation, preparation of written materials, and/or problem-solving exercises. <br />Task 2 - Administer Selection Process <br />CPS HR will coordinate all aspects of the selection process <br />for the FMDA. This includes preparing appropriate <br />materials such as interview questions, evaluation <br />manuals, and other assessment exercises; facilitating the <br />interviews; assisting the FMDA with deliberation of the <br />results; and contacting both the successful and <br />unsuccessful candidates. <br />Task 3 – Final Preparation for Appointment <br />Following the completion of the selection process, CPS HR will be available to complete the <br />following components: <br /> Arrange Follow-up Interviews/Final Assessment Process: Should the FMDA wish to <br />arrange follow-up interviews and/or conduct a final assessment in order to make a <br />selection, CPS HR will coordinate this effort. <br /> Conduct In-Depth Reference Checks: The in-depth reference checks are a comprehensive <br />360 evaluation process whereby we speak with current and previous supervisors, peers, <br />and direct reports. (It is our policy to not contact current supervisors until a job offer is <br />made contingent upon that reference being successfully completed so as not to <br />jeopardize the candidates’ current employment situation.) The candidates are requested <br />to provide a minimum of six references sources. CPS HR is able to ascertain significant, <br />detailed information from reference sources due to our assurance and commitment to <br />each individual that their comments will remain confidential, which leads to a willingness <br />to have an open and candid discussion, resulting in the best appointment for the FMDA. <br />A written (anonymous) summary of the reference checks is provided to the FMDA. <br /> Conduct Background Checks: We will arrange for a background records check of a <br />candidate’s driving record, criminal and civil court, credit history, education, newspaper <br />article publishings, and other sensitive items. Should any negative or questionable <br />content appear during these checks, CPS HR will have a thorough discussion with the <br />finalist(s) and will present a full picture of the situation to the FMDA for further review. <br />
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