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r <br />then be reviewed by a composite of Council, contract <br />cities and staff. <br />Secondary « Based on that, the consultant will assist <br />the above listed panel in reducing the number of <br />applicants in the range of 3 to 5 for final selection. <br />FINAL SELECTION - <br />Background Screening - The firm will conduct the <br />necessary background screening including; meeting <br />qualifications and necessary Bureau of Criminal <br />Apprehension screening for police officers prior to <br />final interviews. Please separately price the cost of a <br />psychological screening. <br />Interv iew Process - Questions based on selection <br />criteria and prior experience; develop a questionaire <br />and scoring for the final interview panel together with <br />providing the background information on the individual. <br />Position Offer - As an optional service the executive <br />search firm can provide negotiated services for the <br />process. <br />CRITERIA FOR SELECTION » In addition to the general familiarity <br />in selection of department heads the following represent <br />criteria considered during the review process for proposals: <br />A. Experience in Police Chief selection. <br />Familarity in selection in the Metropolitan area <br />B. Alternatives to proposal. <br />C. Cost of services <br />D. Type of process proposed together with level of <br />involvement <br />E. Any experience in similar situations where the <br />Department Head is involved with providing <br />contractural services to other entities.