HomeMy WebLinkAboutItem 06Lakeville
Memorandum
To: Honorable Mayor and City Council
From: Steven C. Mielke, City Administrator
Copy: Cindi Joosten, HR Manager
Date: July 11, 2013
Subject: Police Chief Recruitment and Selection Process
City of Lakeville
Administration
Chief Tom Vonhof has announced that he intends to retire from the City at the end of
September. A specific date has not been submitted to the City. With his announcement comes
the need to consider the process for recruiting and retaining a replacement. I am seeking
direction from the City Council on the process and roles associated with the replacement
process.
Authori
The City of Lakeville is a Plan A Statutory City. As such the City Council has the authority to hire
and fire employees and to establish the policies governing employment. The City Council also
has the authority to delegate such responsibilities as they deem appropriate.
Background
The City Council has delegated to the City Administrator the responsibility of hiring and firing
employees according to the policies contained in the City's personnel policies. The City
Administrator has carried out this duty for all positions below Department Director with no
involvement by the City Council.
For department director positions, at least during my tenure, the City Council has had some
level of participation but has ultimately delegated the responsibility for hiring and firing to the
City Administrator. Council's participation has generally involved assisting in the candidate
review and interview processes. This practice was followed for the Police Chief, Fire Chief,
Public Works Director, and Parks and Recreation Director. The establishment of the processes
involved has been done in consultation with the Personnel Committee and Council when
appropriate.
Tom Vonhof was hired in 2006 following an extensive search and interview process. The
process was delineated to the City Council at a work session and carried out by the City
Administrator and HR Manager. The process included a variety of testing and examinations but
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July 11, 2013 Page -2-
also included City Council interviewing candidates and providing comments individually to the
City Administrator on the pros and cons of each candidate. The City Council did not provide a
recommendation on the person to hire. In addition, a review panel of department employees
and outside police resources also interviewed the candidates and they provided similar input.
This level of review provided a good cross section of perspectives and observations upon
which the City Administrator selected Chief Vonhof.
This same process has been employed in the hiring of the other department head positions. In
some cases Council Members have chosen to participate, in others Council Members have not.
Moving Forward
The City Administrator recommends that the City Council consider a similar model for the
selection of the next Chief of Police. This position is highly visible and accessible to the public.
The process needs to identify the best candidate that fits the needs of the department, has a
good rapport with the public, and is responsive to administration and Council directives. The
candidate must possess both good managerial skills but also good public relations skills.
Given the nature of the job, I recommend the Council conduct a recruitment of both internal
and external candidates to assure the City and the Department that the selected candidate is
the best person available.
I also recommend that the City enlist the services of a professional executive search firm to
assist and conduct the recruitment and initial evaluation of the candidates, as well as assist in
the process of interviews and background investigations on the final candidates.
Generally speaking, it is my recommendation that the Council consider a process that follows
this set of steps:
1. Retain a search firm.
2. Conduct a position analysis intended to understand the department and City needs
for the next Chief. This will help identify issues, and qualities needed in the next chief.
A survey of department employees and the City Council can be helpful in obtaining a
broad input from those with whom the Chief will interact.
3. Develop a position profile that provides information about the community, the
department, and the requirements of the position. This will assist candidates in
understanding the expectations of the City.
4. Identify and recruit qualified candidates for the position. This is accomplished through
a variety of formal and informal methods.
S. Screen all of the initial candidates and identify the best qualified candidates for further
examination.
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6. Seek additional information where necessary to reduce the initial list of qualified
candidates to a list of final candidates for formal interviews.
7. Perform reference checks on those to be considered for interviews.
8. Conduct the initial candidate interviews. I suggest several interview panels;
Department staff, Administrative staff, peers (other directors), and outside public
safety personnel.
9. Reduce the number of candidates to a set of finalists.
10. Conduct psychological assessments on the final candidates to obtain knowledge of
the mannerisms and methods candidates are prone to employ in various situations.
11. Perform a detailed background check.
12. Make a decision on the successful candidate accompanied by an employment offer.
Recommendation
The process identified has been successful in the past selection of candidates. Identifying the
roles of the City Council and City Administrator is important and I believe critical to establishing
the relationship between the employee, the administrator and the City Council. I look forward
to the City Council's direction on the process and roles.