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19 APR 71982 � :�` 2. ALTERNATIVES AND ANALYSIS A. Appoint a three (3) "person non-partisan committee to work with Director of Personnel to screen applicants for the position of County Administrator. Under the provisions of Paragraph 1.05A, Rules and Regulations for the Personnel Management System, instruct the Director of Personnel to search within the county government for qualified candidate or candidates, to fill the position of County Administrator. No funds would be required for this search. B. Authorize and direct the Director of Personnel to conduct a search for a County Administrator. Instruct the Director of Personnel to proceed immediately to commence the search through placement of ads in asso- ciation magazines. Appoint a three (3) person non- partisan -board to review all applicants and select three (3) to five (5) final candidates to be inter- viewed by the Board of County Commissioners. Adver- tising costs is estimated to be $350. In addition, it is recommended that reasonable travel and lodging, not to exceed $3,500, be authorized for candidates* coming to Indian River County for interview. There are no funds budgeted for this project. 7. C. Employ an exe�;utive search firm to conduct a search for a County Administrator. Employing an outside firm gives the Board of County Commissioners the lati- tude to conduct a comprehensive appraisal of a few very select, qualified candidates. Criteria can be estab- lished to indentify only those candidates the Board de- sires to interview, in a minimum amount of time. The total cost, based on the minimum salary, $40,000 per year, will range from a fee of thirty percent (30a) or approximately $12,000 plus travel and other ex- penses, for approximately twenty percent (200) or $2,400, for a total of $14,400 minimum to conduct a search. There are no funds budgeted for this pro- ject. 3. RECOMMENDATIONS AND FUNDING Staff recommends Alternative A for the following reasons: 1) The position could be filled immediately, thus no interruption or delay of county business. 2) Morale is generally better when positions are fil- led from within any organization. 3) There would be no training or learning period for an already competent employee moving into that position. 4) No relocation allowance is required. 5) The Board of County Commissioners as well as county employees would already have a working knowledge of policy and procedures, thus fewer changes in regular administration would be required. 6) By making the position available to county employees, the risk of losing qualified staff members is minimal. 7) No additional expense is involved, therefore no bud- get problems are created. 84