Agmt13 William Avery & Associates

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current and former incumbents or related personnel who have extensive contacts and networks in each of the areas. • Job postings on Internet-based job boards, association-based web sites that are unique to specific disciplines and/or to the public sector in general. • Original research,which consists of identification and contact of current incumbents or other candidates who meet the various profile, but are not actively seeking other employment. This is the crux of our direct and aggressive phone and email outreach approach. It's our experience that despite extensive mailing,postings and announcements,many will not know of a position being available. • Print advertising in various periodicals related to the public sector or to these disciplines. Regular distribution magazines such as JOBS AVAILABLE magazine get a high degree of visibility. • Development and distribution of the comprehensive position announcement to various city, county,and state departments,as well as agencies throughout the state and country. III. Candidate Assessment Initially, all candidates responding to the position will be evaluated based on their resume and, if appropriate, an extensive phone "screening"by a firm Principal. Candidates who pass the initial "qualifying"criteria are then scheduled for a formal interview with one of our firm's Principals. These extended personal interviews typically take one hour and consist of a thorough discussion of the candidate's experience, accomplishments,management philosophy and interpersonal style. Those individuals who best fit the position requirements will have an extensive Candidate Assessment Report developed by the Principal who conducted the interview. Additionally, two initial reference interviews are performed on these candidates. IV. Candidate Presentation Upon completion of formal interviews and initial reference interviews, a selection of candidates for presentation is made. Typically,the number of final candidates requested by our clients range from five to seven. We feel our extensive screening, interview, and reference process; combined with 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 candidate two reference interviews. Candidate summary sheets for everyone who submitted a resume will also be included. This provides the client with insight to the nature of response for their position. ATTY/AGR/2013.250/WILLIAM AVERY ASSOCIATES REV:12-19-13 MLG Page 10 of 12