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Proposal to the City of Santa Ana Executive Recruitment Services for Director of Parks and Recreation ■ Actively seeking! ndlvlduals who are highly visible in the field —widely published, frequent presenters and/or thought leaders — who are seemingly ready for the challenge. These highly qualified candidates may be attracted by the prospect of collaboration with other City departments, providing exceptional leadership to the City of Santa Ana, or continuing to ensure the public confidence in the integrity of the City, Task 2 — Resume Review and Screening Interviews All resumes will be submitted directly to CPS HR for initial screening. This screening process is specifically designed to assess the personal and professional attributes the City Is seeking and will include: ■ A thorough review of each candidate's resume, and If applicable, supplemental questionnaire responses and other supporting materials. ■ Interviews with the candidates who appear to best meet the City's needs. CPS HR will spend extensive time ascertaining each candidate's long-term career goals and reasons why the candidate is seeking this opportunity, as well as gaining a solid understanding of the candidate's technical competence and management philosophy, We will also gather data on any other unique aspects specific to this recruitment based upon the candidate profile. ■ Internet research on each candidate interviewed. Task 3 - City Manager Selects Finalists At the conclusion of the previous tasks, CPS HR will prepare a written report that summarizes the results of the recruitment processes and recommends candidates for further consideration by the City. Typically, the report will recommend five to eight highly qualified candidates and will Include resumes and a profile on each interviewee's background, CPS HR will meet with the City Manager to review this report and to assist the City in selecting a group of finalists for further evaluation, CPS HR = CONSULTING Page 16