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TO: The Honorable Members of DATE: March 26, 1982 the Board of County Commissioners _ FI LE: Thru: David L. Greene SUBJECT: Executive Search Firms Asst. County Administrator FROM:, REFERENCES: Co B. Hardin, Jr. PH. D. Asst. to County Administrator/Personnel Director It is recommended that the data herein presented be given formal consideration by the Board of County Commissioners. 1. DESCRIPTION AND CONDITIONS Staff reported to the Board of County Commissioners on March 17, 1982, a.list of eleven (11) executive search firms that had been.contacted in reference to possibly selecting candidates for County Administrator. On_ori- ginal contact staff requested copies of contracts, fee schedules, annual statements, and brochures. To date, information proposals have been received from seven (7) of these firms. All firms claim to be in the top ten search firms in this country. While differing slightly in their approach to some degree, basically, they all operate in the same manner. In most cases, the search assignment involves two or more consultants who are assigned the responsibility of conducting the search. These consultants would work with all Commissioner's or their designees, to develop specific qualifications for this administrative position. Once developed, the spe- cifications would be resubmitted to the Board for final approval before the search begins. The search is made in the field in which the candidateis being sought, i.e. ,local government, etc. However, corporate personnel would also be contacted if qualified. 'The consultant will personally interview each candidate in depth. Pre- liminary reference checks are made and then a detailed personal and business history and a minimum of two writ- ten reference reports are submitted. The final three to five candidates are introduced to the County Commission for initial interview. Again, a follow-up reference check is made, if required, following initial interview. Once a candidate is selected, the firm will assist in negotiating the compensation package and will help the candidate withdraw from the current employer, expedi- tiously and gracefully. Most search companies will not reveal the client's name to the potential candidate un- til selected for interview. Costs for these services range from twenty percent (20%) of estimated annual starting salary to thirty-three and one-third percent (33-1/3%) of annual starting salary. In addition, dur ing the course of the search, the County would be billed periodically for expenses related to the search, i.e. telephone, out-of-pocket expenses, etc. Travel expenses incurred by an associate or candidate would be itemized and added to the expense bill. Expenses generally do not exceed twenty percent (20%) of the professional fee. The fee is generally billed over a three (3) month period with first payment due on the starting date of the search. The entire process usually takes from sixty (60) to one hundred and twenty (120) days to place a candidate. 83 APR 71982