HomeMy WebLinkAbout1995 06-19 CCP Special Work Session CITY COUNCIL AGENDA
CITY OF BROOKLYN CENTER
JUNE 19 1995
6:00 p.m.
Special Work Session
1. Call to Order
2. Roll Call
3. Discuss Interim City Manager Position
4. Adjournment
MEMORANDUM
TO: Mayor Myrna Kra
Y Yrn ness g
Councilmember Kathleen Carmody
Councilmember Debra Hilstrom
Councilmember Barb Kalligher
Councilmember Kristen Mann ` ofieki
FROM: Nancy Gohman, Assistant City Manager
DATE: June 16, 1995
SUBJECT: Interviews - Interim City Manager
I have received a question regarding the need for a 100 -point score sheet when you go
through the process of interviewing for Interim City Manager. A 100 -point score sheet is
used within our organization when hiring all employees of the City. This process is used to
ensure compliance with Veteran's Preference.
As you go through the interview process for Interim City Manager, you do not have to use
a 100-point
score sheet although
you may want to use one as a tool in r 1
order to he
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with your decision. The reason ou do not have to use a 100-point score sheet is that
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• Veteran's Preference does not apply to the to executive position within h organization
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t e
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which is involved in hiring and firing and other top management decisions for the overall
operation of the jurisdiction.
Attached is the 100 -point score sheet that is used when hiring our regular full- and part-time
employees. Again, you can use this in the process as a tool to help you with the interviews,
although it is not necessary.
If you need any other information regarding hiring procedures, employment practices,
human resources, Veteran's Preference, etc. please don't hesitate to contact me at 569 -3303.
Attachment
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City of Brooklyn Center
s
Oral Interview Rating Form
Applicant: Date:
Position:
Each oral interview board member should rate the candidate independently. Rating should not be a
"collective opinion ", but should represent the personal decision and assessment of the Rater.
Six traits of a general and subjective nature are suggested as a guide in rating the candidate. These are:
1. Self- Expression (10 points maximum)
2. Self - Confidence (10 points maximum)
3. Personal Relationships (10 points maximum)
4. Ability to Learn (15 points maximum)
5. Work Attitude (15 points maximum)
6. Overall Qualifications (30 points maximum)
Scope notes covering the suggested elements to consider in assessing the candidate's qualifications are
given on the reverse side of this form. Degrees of rating are suggested. Definitions for these degrees
. of rating are:
Outstanding Exhibits highest degree of capability; expectancy for superior performance on the
job.
High Would be expected to be very capable; very much above average; perform with
distinction.
Acceptable Would be expected to have average capability; adequate, but about average
performance.
Doubtful Questionable as to ability to perform even at a minimally acceptable standard.
Unlikely Unacceptable; definite problem area.
Point values are also given on the reverse for these five degrees of rating. The rater may use
intermediate point values if desired.
In addition, at the end of the interview after the candidate has been dismissed, the board should assess
the candidate's work experience and collectively agree as to points to be awarded as Credit for
Experience.
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To Rater: Circle, or write in and circle, that number representing your own
personal decision.
Self Expression (Fac�ty of speech, word choice, commumcatWfi TO MS
Outstanding High Acceptable Doubtful Unlikely
10 9 7 4 0
Self Confidence .(BeLef in own abiLtg, self assured, confident)
Outstanding High Acceptable Doubtful Unlikely
10 9 7 4 0
Personal Re att onships fAbMty to get along, tact, friendLness)
Outstanding High Acceptable Doubtful Unlikely
10 9 7 4 0
Abty to learn {;Capable of understanding and Iearun the oti)
g J
Outstanding High Acceptable Doubtful Unlikely
15 12 8 4 0
Work Attitude (York ethic,, why this Job; ambitions,: permanency)
Outstanding High Acceptable Doubtful Unlikely
15 12 8 4 0
averali Qualifications (Your ' rsona1 u r
enf of candidate s overall
Pe...:.....i ._ _.
chances of ` success
Outstanding High Acceptable Doubtful Unlikely
30 28 23 12 0
Sub Total
Credit: for Experience (Tnanunous Agreement)
Highly job
related Job Related Minimal
10 5 3
TQTAL'SCORE
Rater's Signature:
y
i MEMORANDUM
TO: Mayor Myrna Kragness
FROM: Nancy Gohman, Assistant City Manager
DATE: June 15, 1995
SUBJECT: John Brandel
I received a call from John Brandel's office at the Humphrey Institute. Mr. Brandel's office
stated that he appreciated the call from the Brooklyn Center Mayor regarding the position
of interim city manager, but at this time he must decline. Mr. Brandel's office stated that
his schedule is full through September of 1995 and it will not allow for any additional
commitments at this time.
cc: Councilmembers
Sy Knapp
File
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