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Proposal to the City of Santa Ana Executive Recruitment Services far Director of Parks and Recreation Phase III - Selection Task I - Design Selection Process Based on the results of the meeting conducted in Phase 1, CPS HR will design a draft selection process. CPS HR will meet with the City to review this process and discuss the City's preferred approach in assessing the final candidates. The selection process will typically include an in-depth Interview with each candidate, but may also include other selection assessments such as an oral presentation, preparation of written materials, and/or problem -solving exercises. Task 2 - Administer Selection Process CPS HR will coordinate all aspects of the selection process for the City. This includes preparing appropriate materials such as Interview questions, evaluation manuals, and other assessment exercises; facilitating the interviews; assisting the City with deliberation of the results; and contacting both the successful and unsuccessful candidates. Task 3 — Final Preparation for Appointment Following the completion of the selection process, CPS HR will be available to complete the following components: If Arrange Follow-up Interviews/Final Assessment Process: Should the City wish to arrange follow-up Interviews and/or conduct a final assessment in order to make. a selection, CPS HR can coordinate this effort. ■ Conduct in -Depth Reference Checks: The In-depth reference checks are a comprehensive 360 evaluation process whereby we speak with current and previous supervisors, peers, and direct reports. (it is our policy to not contact current supervisors until a job offer is made contingent upon that reference being successfully completed so as not to jeopardize the candidates' current employment situation,) The candidates are requested to provide a minimum of six references sources. CPS HR is able to ascertain significant, detailed information from reference sources due to our assurance and commitment to each individual that their comments will remain confidential, which leads to a willingness to have an open and candid discussion, resulting in the best appointment for the City, A written (anonymous) summary of the reference checks is provided to the City. r Conduct Background Checks: We will arrange for a background records check of a candidate's driving record, criminal and civil court, credit history, education, newspaper article publishings, and other sensitive Items. Should any negative or questionable content appear during these checks, CPS HR will have a thorough discussion with the finallst(s) and will present a full picture of the situation to the City for further review. CPS HR=CONSULTING Page 17 M