Agmt06 William Avery & Associates

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Page 5 For this assignment, we feel it is critical to develop a high level of visibility with a comprehensive outreach program supplemented by a focused targeted recruitment approach. We would incorporate the following elements into this search: . Development of a targeted candidate list based on contacts, referrals and recommendations from key sources and other current and former Police Management personnel who have extensive contacts and networks in this area. . An extensive mailing campaign to individuals identified through the means identified above and/or those affiliated with Police management throughout the state and country. . Advertising in WESTERN CITY Magazine, JOBS A V AILABLE, POLICE CHIEF Magazine, CPOA newsletter, POST Scripts, PORAC newsletter, IACP online and other publications or periodicals deemed appropriate for this search. . Internet job postings on Public Safety and Public Sector employment bulletin boards and our company website. . Utilization of our extensive and key executive contacts included in our recruitment database, and from many years of public sector recruitment. II1. Candidate Assessment Our assessment process involves several "tiers" of evaluation. All candidates responding to this position will initially, be evaluated based on their resume and if appropriate, an extensive phone "screening" by a firm Consultant. Extended personal interviews typically take one hour and a thorough discussion of their experience, accomplishments, management philosophy and interpersonal style takes place. Those individuals who best fit the position requirements will have a Candidate Assessment Report developed by the Consultant who conducted the interview. We also conduct initial, yet thorough reference interviews on candidates selected for presentation to our clients. IV. Candidate Presentation Upon completion of formal interviews, a selection of candidates for presentation is made. Typically, the number of final candidates requested by our clients range from four to seven. We feel our extensive qualification, interview, and reference interviewing process and the knowledge gained during our initial assessment period enable our client to proceed with fewer rather than more finalists. The final candidates are presented in our candidate presentation "book". Each finalist will have a file consisting of a candidate summary sheet, a resume, the Candidate Assessment Report (based on the formal interview), and two initial candidate reference interviews.