By Kim McDarison
The City of Whitewater Common Council Tuesday received an update about the process underway to hire a city manager. The update was presented by Human Resources Coordinator Judy Atkinson.
During the presentation, Atkinson said the city’s search committee had plans to meet on Friday with the city’s GovHR USA-appointed liaison Lee Szymborski who would apprise them on the recruitment process. After Friday’s meeting, a next step would take place on Wednesday, Oct. 12, and Thursday, Oct. 13, at which time the search committee would conduct interviews with at least eight candidates using the Zoom platform.
Members of the city’s search committee include council members Lisa Dawsey Smith, Carol McCormick and Jim Allen, along with members of city staff. They are: Atkinson, Finance Director Steve Hatton, Director of Public Works Brad Marquardt and Police Chief Dan Meyer.
A search for a city manager became necessary after former City Manager Cameron Clapper tendered his resignation in June. Clapper accepting a position as county administrator in Dodge County, assuming that role in August.
An earlier story about Clapper’s appointment as administrator in Dodge County is here: https://fortatkinsononline.com/dodge-county-board-hires-whitewaters-city-manager/.
GovHR, a third-party recruitment firm based in Northbrook, Ill., was hired by the city in July to assist with the recruitment process.
Within its proposal, the company offered a six-phase process with a timeline for completion of 14 weeks.
The company was hired at a cost of $23,500, excluding any consultant travel expenses, Atkinson told council within her presentation.
An earlier story, including the six-step recruitment process as outlined by GovHR, is here: https://fortatkinsononline.com/whitewater-council-hires-govhr-to-conduct-city-manager-search/.
The recruitment process
Said Atkinson: “I wanted to share with you our timeline because I know that there have been some questions about the process.”
Thus far, she said, aided by Szymborski, the city has completed the information gathering phase.
Describing activities completed by Szymborski, Atkinson said he had compiled information, created a position announcement and recruitment brochure, and posted the announcement, which remained open until Sept. 23. He next reviewed some 30 applications that were received in response to the posting, interviewed the pool of candidates and conducted background and reference checks.
“He did his due diligence,” Atkinson said, adding that she was “very pleased to hear” that the city had attracted 30 candidates.
From the initial pool, she said, Szymborski “boiled it down to 12.”
He next facilitated Zoom interviews with the reduced pool of applicants.
During the process, Atkinson said, two candidates withdrew their applications after accepting positions elsewhere.
On Tuesday, Atkinson said that Szymborski would, on Wednesday, Oct. 5, present the city with a portfolio of eight applicants.
On Friday, Oct. 7, the search committee was scheduled to meet with Szymborski to discuss the continuing process, Atkinson said, which included making preparations in advance of Zoom interviews conducted with the committee, anticipated to take place Wednesday and Thursday of next week.
“Following those Zoom interviews, Mr. Szymborski will review the feedback on the applicants and discuss with the search committee who to move on for the final interviews,” Atkinson said.
She noted that the city was hoping to complete the recruitment process by the end of October, a goal she described as “very ambitious, but I think we can do it.”
Looking at final, in-person interviews, she said, the process would include the city council, city staff leadership, and also community stakeholders.
“It will also include a community meet-and-greet for the community members to meet the candidates,” Atkinson said.
She added: “Following all of those steps, Mr. Szymborski will debrief with each of the panels — the interview panels — and then provide the common council with that feedback so (it) can then deliberate and make a hiring decision.”
Final steps, Phase 5 and 6
According to information presented to council by GovHR in July within its recruitment services proposal, Phase 5 within the process includes the interviewing process and background screenings, the development of a first and second round of interview questions, coordination of travel and other accommodations for the candidates, and GovHR will provide the client with an electronic file that includes the candidates’ credentials, a set of questions with room for taking notes, and an evaluation sheet to assist the interviewers.
GovHR will also coordinate a two-step interview process.
According to the document, the first round will include four or five candidates, and a second round will include two or three candidates.
Along with the structured interviews, GovHR will facilitate tours of the client’s facilities and interviews with senior staff.
In Phase 6 of the process, GovHR will assist the client as much as the client requests with salary and benefit negotiations, and drafting an employment agreement.
GovHR also will notify all the applicants of the final appointment, the document stated.
Who is Szymborski? GovHR?
Within her presentation, Atkinson offered biographical information about Szymborski, describing him as a senior vice president, a project manager and the main point of contact for the city. She noted his more than 33 years of experience in local government administration in Wisconsin and Illinois, further citing his education, which, she said, includes a masters of science degree in urban affairs and a bachelors of arts degree in political science.
Biographical information about Szymborski, as presented on the GovHR website is here: https://www.govhrusa.com/associates/lee-szymborski/.
Offering information about GovHR, Atkinson said: “GovHR is well-known in the city manager recruitment profession and the firm is well-established with years of experience and a solid reputation for being effective and capable, as well as a good partner to work with, which I can attest to.”
Atkinson noted that using a third-party managerial recruitment firm “is common among municipalities in Wisconsin and also nationally.”
The company’s website is here: https://www.govhrusa.com.
Whitewater Municipal Building, file photo/Kim McDarison.
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