SELECTION OF EXECUTIVE DIRECTOR. The purpose of this policy is to establish a procedure for the selection of the SEARCH Executive Director.

Transcription

1 SELECTION OF EXECUTIVE DIRECTOR PURPOSE The purpose of this policy is to establish a procedure for the selection of the SEARCH Executive Director. RESPONSIBILITY The Chair of SEARCH shall have the responsibility for directing the procedures set out in this policy. PROCEDURES Establish Executive Director Search Committee The Chair shall establish an Executive Director Search Committee. The Committee shall consist of 5 members selected from the Board of Directors and the membership. The Executive Director Search Committee makeup shall be representative of the makeup of the membership group. The out-going Executive Director, if available, shall be an ex-officio member of the Executive Director Search Committee for the purpose of offering administrative and operational support to the Committee Develop Position Announcement and Determine Candidate Market The Executive Director Search Committee shall review and update as appropriate the SEARCH Executive Director Job Description. The Executive Director Search Committee shall develop an Executive Director Position Announcement. The position announcement should include the following: Title of position Job description Brief information on SEARCH Candidate requirements (education, experience, etc.) Page 1 of 5

2 Salary is negotiable commensurate on experience Relocation costs to be negotiable Executive Director serves at the pleasure of the Board Anticipated start date Other requirements of the position (relocation to Sacramento, frequent travel, etc.) SEARCH is an Equal Opportunity Employer (abide by other legally required rules as needed regarding position announcement) Application requirements to mention: o Submit e-resumes only o Application deadline o No phone calls The Executive Director Search Committee shall determine the candidate market and the position announcement distribution. The Committee must determine the scope of the search, i.e., national search, limited scope search, publicly advertised search, internal posting only, etc. The Executive Director Search Committee shall determine the timeline for the executive director search process. Advise Board of Directors of Search Process The Chair shall advise the Board of Directors on the membership of the Executive Director Search Committee. The Chair shall advise the Board of Directors on the position announcement content and search parameters. The Chair shall advise the Board of Directors on the timeline for the selection process. Executive Director Search Committee Application Screening Process The Search Committee shall establish standards and guidelines for screening resumes. The Search Committee shall establish filters from screening applications. The Search Committee a ranking methodology for ranking applicants. The responsible SEARCH staff member will distribute all resumes and applications to the Search Committee on the date the resumes and applications are received. The Search Committee will review all resumes and applications received in accordance with the established screening guidelines. Page 2 of 5

3 The Search Committee will select the top 5 candidates to be considered for interviews. The top five candidates should be notified that they are moving to the next stage of the selection process. The top five candidates may be asked to respond to a written questionnaire as a means of collecting additional information to be used during the interview process. Candidates not proceeding to the interview stage should be notified in writing of the Executive Director Search Committee s decisions with respect to their status of no longer being considered. The candidates should be thanked for their interest in SEARCH. Interview Preparation Process The Executive Director Search Committee will compile a list of interview questions. Interview questions may be developed with the assistance of a recognized external human resource consulting firm. The compiled list of interview questions will be reviewed for compliance with applicable California law and for compatibility with recognized human resource practices by the SEARCH legal counsel or their designee in the event of a conflict of interest.. The approved list of interview questions will be reviewed by the Executive Director Search Committee and the interview process scripted to ensure participation of all Search Committee members in the interviews. The interview dates and location will be determined. The candidates to be interviewed will be scheduled to interview. The candidates may be asked to respond to the questionnaire in preparation for the interview. Candidates should be given a minimum of 1 week to respond to the questionnaire. The candidates may be asked to provide additional material for review by the Search Committee. Material may include published articles, work products from past employment, etc. Page 3 of 5

4 Individual interview packets for each candidate will be prepared for each Executive Director Search Committee member. The packets should contain for each candidate: Interview Process The application The resume Questionnaire response Material requested from the candidates Interview questions Interviewer notes sheet The Search Committee will review all material provided in the candidate information packet as preparation for the actual interview. The Search Committee will conduct the interviews with the candidates. Interview times should be scheduled to allow adequate time for the scripted interview, follow-up questions and candidate questions. The SEARCH legal counsel, or their designee in the event of a conflict of interest, will participate in the interview process to ensure adherence with accepted interview practices and California human resource management law. If available and requested by the Search Committee, the out-going Executive Director will serve on the interview team to respond to questions posed by the candidate and/or offer follow-up questions. The Search Committee members should discuss their impressions of the candidate upon conclusion of the individual interview. The Search Committee should discuss all candidates upon conclusion of the interviews to reach consensus on interview results and rank the candidates for the purpose of completing the selection process. The Search Committee will turn over all interview materials to SEARCH legal counsel for retention in SEARCH files. Reference and Background Check Process The Search Committee will conduct reference checks on the top 2 ranked candidates to determine if the any information collected would result in a rank change of the candidates. Page 4 of 5

5 SEARCH staff will conduct background checks on the top ranked candidate to determine if any information collected would result in a rank change of the candidate. The background check should minimally consist of: Criminal background check Wanted person check Sex offender registry check Credit check Driver history check Board of Directors Recommendation Process The Search Committee will discuss the compensation package parameters for the purpose of providing direction to the SEARCH Chair. The SEARCH Chair will negotiate the compensation package with the top ranked candidate and extend a conditional offer of employment pending Board of Director approval the candidate and compensation package. The SEARCH Chair will inform the Board of Directors of the recommendation of the Search Committee and seek Board approval. The SEARCH Chair may schedule a special board meeting for the purpose of presenting the recommended candidate to the Board. The special meeting should provide opportunity for group as well as individual interaction with the recommended candidate. The SEARCH Board of Directors will vote to accept or reject the Search Committee recommendation for Executive Director. If the Board rejects the recommendation, the SEARCH Chair will notify the candidate of the Board s decision. If the Board rejects the recommendation, the Search Committee will make a determination as to whether to present the second ranked candidate for Board consideration or re-initiate the Executive Director Selection Process. If the Board accepts the recommendation, the SEARCH Chair will notify the candidate of the Board s decision. If the recommendation is accepted the Chair will notify SEARCH staff of the Board s decision, inform SEARCH staff of the compensation package and direct SEARCH staff to complete the employment process. Adopted: July 23, 2003 Page 5 of 5