HomeMy WebLinkAboutBrimeyerva City
2010
3~IDUCTION
• Founded in 1991 by Jim
and Pam Brimeyer
• Over 350 searches
• Richard & Irina Fursman
joined in 2006 and
became owners in 2009.
• Now Brimeyer Fursman
~*`"*~ is our Process
PHASE I
• Development of a Position
Profile
• Location and
Recruitment of
Candidates
• Evaluation and
Comparison
• Preliminary Background
• Progress Report
~*`"*~ is our Process
PHASE II
• References and
Credential Checks
• Assessment
• Interviews and Selection
PHASE III
• Negotiations
• Onboarding
• Performance and
Evaluation
• The Brimeyer Guarantee
i~ned to Iowa Cit
• Richard Fursman:
• 4th year in search business.
• 20 years as a City Manager or
Department Director:
• 25 Searches
i~ned to Iowa Cit
Irina Fursman: Support staff
and group facilitator.
• 4th year in search business
• Certified Facilitator
• (Institute of Cultural Affairs)
• Masters in Mathematics and
Computer Science.
• Background as a College
Math professor, High School
Math Teacher and Interpreter.
lt's a Global Marketplace
• Always look for the best
candidate
•Consider City preferences
•Concentrate efforts regionally
•Advertisements (ICMA) (LMC)
are viewed nationally and
internationally.
•Consider costs of bringing in
candidates.
April 2010 Authorization to
proceed
Apri19 -25th Develop Profile
Apri127t'' Approve Profile
April 28th Place Announcement
April 28th -May 28th Recruit Candidates
May 28th Deadline for
Application
May 28- June 17th Screen and Review
Candidate s
June 22"d Progress Report/
Selection of Finalists
June 23 -July 10th Reference and
Credential Checks
July Interviews
August 2010 Start Date
Development of a Position
Profile
y~ ~: • Basic Responsibilities and
duties of the position
•Reporting relationships
•Education Requirements
•Experience
•Meet with you, members
organization and the community
•Develop profile
_ •Consensus Document
•Recruiting Tool
• We enthusiastically
support community
participation
• Improves the process by
broadening the
understanding of the
community and creating a
sense of ownership and
understanding among
citizens.
• Include the public with the
interview process.
Screening Process
• Meet and Review 15-20
Candidates
•8-10 most qualified candidates
are presented
'Education
• Work History
• Accomplishments
• Growth potential
• Strengths
• Limitations
• Review candidates in detail
Onboardin
Helping the organization and
~ iew Manager adjust and reach
^ i high level of performance
~ quickly.
~ Setting Expectations
• Effective Communication
~~. ~ ~ ~.
°~.,_ `, Roles and Responsibilities
• Review of Culture and
operating norms