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HomeMy WebLinkAboutCity Attorney - 2013 Recruitment TimelineCITY ATTORNEY 2013 Recruitment Timeline Date'' � � : , ;Action � a March 14 Approve job announcement and advertisement sources March 18 to April 19 Recruitment period April 11 City Commission appoints Selection Committee May 3 Selection Committee reviews all applications/resumes May 23 Agenda Item — Selection Committee recommends top five (5) candidates to City Commission May 24 to June 17 Opportunity for City Commissioners to interview top five (5) candidates June 27 Agenda Item — City Commission selects candidate June 27 to July 11 City Commission negotiates salary/benefits with selected candidate July 25 Agenda Item — Appointment of City Attorney and approval of resolution outlining salary/benefits August 5 Proposed employment start date ADVERTISEMENT SOURCES Organizations Cost of Advertising Florida Bar Association $495.00 Miami -Dade County League of Cities No Fee Florida Municipal Attorneys Association No Fee Florida League of Cities (FLCE News) No Fee International City/County Management Association (ICMA) $225.00 City of Miami City Attorney Recruitment CHARGE STATEMENT The City Commission requests the Selection Committee recommend the top five (5) City Attorney applicants, unranked but with comments about the applicant's strengths and weaknesses. ROLE OF THE SELECTION COMMITTEE • Initial screening of applicants • Select candidates to interview • Develop key questions to be asked of all candidates • Participate fully and consistently (all Selection •Committee{members must attend all interview sessions) • Develop scoring guidelines to measure candidates onIheir responses to questions during the interview phase • Treat all applicants in a thoughtful and respectful manner ta. •• Prepare a memorandum to the City Commission of the rationale upon which the Selection Committee based its decision to recommend the five (5) finalists.�(all Selection Committee'members must sign and `4s ,rp. i �z'y w w Ss affirm that the five (5) candidates were selected through�a consensus) THE CHAIR'S ROLE The Selection Committee Chair acts as the committee's.facilitator, official spokesperson, and liaison to the hiring official. In this role, the Chair conducts the interviewcsessions, fQN acilitates discussion, manages committee communications,,and;ensures.compliance,withstate and_.federal laws. ROLE OF HUMAN RESOURCEES' In an effort to assist the Selection�Committee, a Human Resources representative will: • Maintain.the applicant log • Prepare; copies of all applications a. hd resumes • Confirmunterview sessions • Post notices of all Selection Committee rn'eetings • Send email confirmation to candidates including date, time, building and room location, directions to City interview location, copy of position description, and contact name and phone number • Handle correspondence with applicants i • Ensure public records of.�the Selection Committee's meetings and discussion are preserved per Florida's Sunshine Law • If requested, conduct pre -employment screening, i.e., reference checks and background reporting. PROVIDING EQUAL ACCESS IN THE COMMITTEE PROCESS The Sunshine Law - All proceedings of the Selection Committee are subject to Florida's "Sunshine Law" which requires that all applications are subject to Florida's Public Documents Law. A committee meeting is a "public meeting" which requires advance notice and meeting notices posted in the City. The Public Documents Law - All documents under Florida Law, including letters of application, resumes, letters of reference, minutes, etc., are subject to the State of Florida Public Documents Law during all steps in the process (some information may be exempt from disclosure on law enforcement officials per Florida Statute).