2-2 RFP 2027-100 Scope of Work Executive Recruitment.pdf

CEO and General Manager Executive Recruitment Scope of Work

Purpose

To facilitate a smooth, proactive, and opportunity-focused leadership transition to a new CEO and General Manager.

Approach:

• Development of a recruitment strategy and process timeline

• The Contractor will conduct a critical assessment of organizational needs, skill sets, experiences, and management style required for success in the CEO and General Manager position, including a facilitated conversation with the Board.

• The Contractor will develop a recruitment strategy with a specific action plan to target a diverse and qualified candidate pool, and work with Mountain Line to determine an appropriate number of candidates for preliminary and final interviews.

• The contractor will develop a recruitment timeline, detailing the steps in the recruitment process, the length of time associated with each step, and the individuals responsible for each step.

• The contractor will take into account the necessary engagement of the Mountain Line Board of Directors, community partners, and Mountain Line staff in the recruitment and selection process.

• Development of Job Description and Recruitment Material

• The Contractor will take the critical assessment of organizational needs and develop a job description.

• The contractor will develop compelling recruitment materials to socialize and promote the position.

• Recruitment and Screening

• The contractor will conduct a national recruitment, identifying potential candidates and conducting personal outreach to discuss the position with potentially qualified candidates.

• In addition to qualification-related questions, the candidate screening process should include information about the cost of housing in Flagstaff to determine if the candidate understands the reality of the housing market.

Mountain Line will not consider candidates who have not acknowledged that they have researched the Flagstaff housing market.

• The contractor will provide Mountain Line preliminary candidate lists and applications of individuals meeting the requirements of the employment profile. Mountain Line may request to see information on all candidates who applied for the position.

• The contractor will conduct an informal reference check and thorough internet search of all qualified candidates prior to submitting them to Mountain Line.

• Candidates shall be evaluated strictly on merit, without regard to race, color, religion, sex, national origin, age, disability, status as a service-disabled veteran, sexual orientation, gender identity, genetic information, or other non-merit factors.

• Preliminary Interviews

• The Contractor and Mountain Line shall determine the appropriate attendees for virtual preliminary interviews. Preliminary interviews will be used to determine competencies and behaviors and gauge the candidate’s interest in this position. Prior to preliminary interviews, the Contractor will obtain compensation history for each candidate.

• The contractor and Mountain Line will jointly determine which candidates will move on to final interviews, and the Contractor will notify candidates who were not selected for final interviews.

• Final Interviews

• The Contractor will develop and implement a process for evaluating the final candidates as well as coordinating interviews.

• The Contractor will be responsible for overall management of the process and shall facilitate the interview process. Any required travel shall be done in accordance with Mountain Line’s travel policy.

• The Contractor will facilitate any follow-up questions with candidates after the formal interview process.

• The Contractor will share the financial requirements of all finalists.

• The Contractor will facilitate a conversation with the interview panel to determine the preferred candidate.

• Reference and Background Checks

• The Contractor will conduct a minimum of three professional reference checks and an extensive criminal background check on all candidates who participate in final interviews.

• Offer Coordination and Acceptance

• The Contractor shall preliminarily discuss requirements with the preferred candidate when Mountain Line has determined an offer is appropriate.

• Mountain Line will develop an offer of employment and the Contractor shall continue the process until the letter is signed.

• Placement Guarantee

• The Contractor shall provide a placement guarantee of a final candidate to include: If the selected individual leaves for any reason other than an act of God (such as total incapacitation or death) within the first year, the Contractor shall repeat the search at no charge.

• The Contractor shall agree to repeat the search, at no additional charge, if Mountain Line is not satisfied with the candidates presented. In addition, the Contractor shall not approach the selected individual for any other position as long as the individual is employed by the Authority for at least five years.

• Leadership Transition and Communication (Optional Tasks to be priced separately)

• The Contractor may be asked to develop a six-month onboarding plan for the successful candidate that can be used by the Mountain Line executive team and Board of Directors to successfully guide the candidate into the new position.

• The Contractor may be asked to develop a Communication Plan for the onboarding of the candidate, and this should be priced separately in the response.

• The Contractor may be asked to develop, facilitate, and execute a retreat with the successful candidate and the Mountain Line Board of Directors to build the relationship and establish clear expectations.