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HomeMy WebLinkAboutIR 10113 INFORMAL REPORT TO CITY COUNCIL MEMBERS No. 10113 To the Mayor and Members of the City Council March 6, 2018 h�T�i7 Page 1 of 3 �i �i7 Y *a SUBJECT: FIRE CHIEF RECRUITMENT UPDATE #qrF rn Yg7'3 The purpose of this report is to provide an update and timeline concerning the recruitment of the City of Fort Worth's next Fire Chief. Human Resources Department Process The Human Resources Department posted the Fire Chief position from January 17th to January 31St, 2018, in order to ensure that internal candidates knew about the position, and had the opportunity to apply for it. Utilizing our own posting process also allowed the job sites that the City relies upon to post the position onto their sites. Those sites included the following for this position: • Indeed.com - 91 Job Site in the US • Glassdoor.com -92 Job Site in the US • ZipRecruiter—This provides advertising on over 100 additional job sites • CareerslnGovernment.com -A top Government focused job site • CareerBuilder—Popular career site for many years In addition, Human Resources advertising relationships allowed for the position to be posted with over 20 diversity focused job sites. All candidates' applications/resumes that were received via the City's posting were forwarded to Mackenzie Eason and Associates for review. Mackenzie Eason and Associates (MEA)Process In December, 2017, Mackenzie Eason and Associates (MEA) was engaged to handle the recruitment of the City of Fort's next Fire Chief. They met with City Manager's Office as well as the Fire Department management and representatives of the sworn personnel staff to understand what the City is looking for in the next Fire Chief. Comments from the public and City staff have also been solicited and considered. Specifically, a survey was sent out to all Fire Department employees, and a Community-wide survey was distributed thru the Communications Office channels. The Fire Department survey yielded 171 responses and the Community survey yielded 44 responses. The responses were reviewed by Human Resources, summarized, and provided to MEA to assist them in understanding the requirements for the Fire Chief position. MEA's process is outlined below: I.Due Diligence To begin each engagement,MEA develops a comprehensive executive assessment for the client that leads to a highly customized strategy for search execution. In addition to examining specific client needs, the Partners also thoroughly analyze market and compensation trends and create an industry- specific candidate profile. They are also committed to providing their clients with a diverse range of qualified candidates, incorporating each client's diversity and inclusion initiatives directly into the strategic plan. ISSUED BY THE CITY MANAGER FORT WORTH, TEXAS INFORMAL REPORT TO CITY COUNCIL MEMBERS No. 10113 To the Mayor and Members of the City Council March 6, 2018 h�T�i7 Page 2 of 3 �i �i7 Y *a SUBJECT: FIRE CHIEF RECRUITMENT UPDATE #qrF rn Yg7'3 They utilize the strategy in the due diligence step to develop, with the client, the character traits and skillsets needed to help them develop a profile of the perfect candidate. They use this profile to target industries and candidates in the research phase. II. Targeted Approach Once the executive assessment stage has been completed, they move into the research phase, where they conduct an exhaustive research, with each Partner typically spending 25 to 30 hours per engagement. Their firm has access to leading proprietary databases and services that allow them to extend their search well beyond even the largest personal network and provide clients with a more global reach, as well as a highly diverse talent pool. 111. Search Execution Their partners conduct an in-depth assessment of each candidate and pre-reference screening. Based on client feedback on this first round of candidates, the selection process can then be further refined. Each client will have access to their proprietary database to follow along with the search 24/7. Clients will be delivered an average of four to six qualified and referenced candidates based on the profile and strategy developed by MEA. IV. Candidate Selection Final Candidate Selection is based on their rigorous interviewing, assessment testing, and background reference checking. MEA helps to design a comprehensive interview process built around the needs of the client and using best practices to find the candidate with best fit for the organization. A partner, from their firm, will be available during final interviews to provide feedback on each finalist. Once an ideal candidate is selected, MEA works closely with the client throughout the referencing and negotiation process to help ensure a smooth transition from prospective candidate to employee. V. Follow Up The partners at MEA know that their responsibility to their clients does not stop with placement of a candidate — it extends to the impact of the selected candidate on the overall organization. Not only does their due diligence upfront help to ensure placement of a candidate that will succeed within the organizational culture and structure, but they also continue their consultative services post- placement to ensure successful integration of the candidate and a positive impact on the organization. ISSUED BY THE CITY MANAGER FORT WORTH, TEXAS INFORMAL REPORT TO CITY COUNCIL MEMBERS No. 10113 To the Mayor and Members of the City Council March 6, 2018 r Page 3 of 3 SUBJECT: FIRE CHIEF RECRUITMENT UPDATE x rsFa The Latest Information and Timeline Currently MEA has reached out to over 115 candidates, in addition to those that applied via the City posting. They were able to send out the `digital prospectus' they had created for this recruitment in mid- January with the approved information from the City. They are currently completing their process with candidates and expect to have a final slate of candidates to present to City leadership by the end of March. If the City leadership, under the direction of Assistant City Manager Valerie Washington, see that the candidate pool is deep with the talent that the City is looking for and diverse, the finalist candidates will be brought forward and the interview process will begin. Those interviews, depending on scheduling, will likely take place in mid-April. We will continue to provide council with updates on the process. If you have any questions concerning this information, please contact Valerie Washington, Assistant City Manager at 817-392-6192. David Cooke City Manager ISSUED BY THE CITY MANAGER FORT WORTH, TEXAS