Randi Frank HR Consulting

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Town of Weston, CT – Town Administrator Position

The Town of Weston is in Fairfield County, Connecticut. It has a population of about 10,000. It is almost all residential with a small commercial village which includes a grocery, dry cleaner, post office, coffee/café and liquor store. In the 1950’s the Town adopted a 2-acre zoning regulation for the whole Town. The Town is known for its excellent schools, beautiful open spaces and parks.

Form of Government

The Town of Weston operates under a Town Meeting form of government which includes the Board of Selectmen (BOS), Town Administrator and Board of Finance (BOF) which assist in preparing the town budget for the Town Meeting vote. The Board of Selectmen is comprised of 3 citizens with one of the members serving as First Selectperson who chairs the meetings. The Town Administrator reports to the First Selectperson who serves as the Chief Executive and Administrative Officer.

About the Town Manager Position

The Town Administrator shall be hired by, and shall be subject to dismissal by, the First Selectman, in both cases with the prior approval of the Board of Selectmen. The duties of the Town Administrator shall be to:

  • Aid in recruiting and screening of personnel and make recommendations to the First Selectperson.
  • Manage all Town employees.
  • Assist in preparing the Annual Town Budget by gathering the necessary data and by compiling estimated budgets by the dates set forth in the Charter.
  • Aid the First Selectperson in analyzing and reviewing programs, activities, and budgets and their short-term and long-term financial and cash flow implications.
  • Satisfy reasonable request by officers, Boards and Commission to provide information.
  • Carry out such other duties as the First Selectperson shall assign to the Town Administrator.

Qualifications:

  • Bachelor’s Degree required. Five years’ supervisory/management experience in municipal government or related experiences preferred. A Master’s degree and International City/County Management Association (ICMA) Credentialed Manager a plus. Alternative work experience will be reviewed, or any equivalent of experience, knowledge and education
  • Knowledge, skills and abilities should include: good communications skills; supervisory skills; labor relations knowledge; human resources experience; ability to find, secure, and implement grants; excellent project management skills; budgeting experience; purchasing and risk management skills.

Compensation and Application Process

The Town of Weston offers a competitive salary commensurate with qualifications and experience. The Town provides a generous benefits package which includes health, dental, life insurance and paid vacation and sick leave. Additionally, the Town provides a Defined Benefit Pension Plan thorough the State of Connecticut called CMERS. Relocation assistance is negotiable.

Weston is an AA/EOE Employer

To apply please submit your cover letter and resume to Ms. Frank. Position will remain open until filled; first screening date is October 18, 2023. Top candidates will be asked to complete a questionnaire, and possibly a zoom recorded interview for the Semi-finalist list to be provided to the new BOS in November.

Click her for Full Profile

Contact:
Email: [email protected]

Phone: 203-213-3722

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Town of Coventry – Town Manager Position Available

Coventry is known for its natural beauty and historic charm. Coventry boasts a 400-acre lake, multiple parks including sports fields, and nature reserves offering hiking trails and scenic views, including the Nathan Hale State Forest.. The Coventry Public Schools are nationally and locally recognized for quality. Coventry is located near the University of Connecticut and Eastern Connecticut State University. Overall, Coventry offers a quiet, peaceful lifestyle with easy access to both natural and cultural amenities, commuting distance of 20 minutes to Hartford and it is within 1 hour to Long Island Shore or Providence, about 2 hours to Boston and New York City, and easy access to the mountains and to other New England states.

Form of Government

Coventry operates under the “Council-Manager” form of government. The Town Manager is appointed by and reports to a seven-member Town Council—the legislative body; with a Town Council Chair. The current Town Manager is retiring after serving the community for approximately 35 years. The Town Charter includes a referendum process for the approval of the annual budget after approved by the Town Council.

About the Town Manager Position

The Town Manager is responsible to the Town Council for the proper administration of all Town affairs as outlined in the Town Charter. The Town Manager is the Chief Executive Officer who oversees and manages all municipal service functions and day-to-day operations of the Town. The Town Manager performs personnel management, collective bargaining, labor relations; and appoints all department heads and employees. The Manager works closely with the Town Council, department heads, and the Board of Education to develop strategic priorities and annual budgets.

Qualifications:

  • Bachelor’s Degree required with 5+ years experience in municipal government or related experiences. A Master’s degree and International City/County Management Association (ICMA) Credentialed Manager preferred; or an equivalent of experience, knowledge and education.
  • Knowledge, skills and abilities should include: good communications skills, supervisory skills, labor relations knowledge, human resources experience, ability to find, secure, and implement grants, excellent project management skills, budgeting experience and the creativity in maintaining the current budget and mill rate when possible.
  • Live within approximately 20 mile radius to Coventry within a year of appointment.

Compensation and Application Process

The Town of Coventry offers a competitive salary commensurate with qualifications and experience. The Town provides a generous benefits package which includes health, dental, life insurance and paid vacation and sick leave. Additionally, the Town provides a Hybrid Pension plan plus a defined contributions retirement plan (ICMA-RC/MissionSquare), and car allowance. Relocation assistance is negotiable.

Coventry is an AA/EOE Employer

If you are interested in this position or have questions about the position, or salary and benefits please contact Ms. Frank at the address below before applying.

To apply now for this great opportunity please submit your cover letter and resume to Ms. Frank. Position will remain open until filled; first screening date is May 12, 2023. Top candidates will be asked to complete a questionnaire so early resumes will be reviewed first.

Click her for Full Profile

Contact:
Email: [email protected]

Phone: 203-213-3722

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Town Manager Position – Newington, CT

Form of Government

The Town of Newington has a Council-Manager form of Government which was established in 1966. There are 9 council members including the mayor, all elected at large for two years with a minimum of 3 minority party members.

The mayor is elected separately and has only one vote.

About the Town Manager Position

The Town Manager is responsible to the Town Council for the proper administration of all Town affairs as outlined in the Town Charter. The Town Manager is the Chief Executive Officer who oversees and manages all municipal service functions and day-to-day operations of the Town. The Town Manager performs personnel management, collective bargaining, labor relations and appoints or removes all department heads and employees.

Qualifications:

Preferred: Bachelor’s Degree in public or business administration or a closely related field, with 5-+ years of responsible executive and/or management experience which provides a demonstrated ability to perform the duties of the position. Candidates will also be considered that possess any combination of education and/or work experience deemed relevant and equivalent to achieve the successful performance of the job. Master’s degree and ICMA Credentialed Manager status or other executive level certification programs are a plus.

Preference for experience with labor relations and human resources, infrastructure projects, budgets, working with regional agencies and solutions, economic development and redevelopment and managing emergencies. Experience with New England communities helpful

Compensation and Application Process

The Town of Newington offers a competitive salary dependent upon qualifications and experience. The Town provides a generous benefits package which includes health, dental, life insurance and paid vacation and sick leave. Additionally, the Town provides a defined contributions retirement plan (ICMA/-RC/MissionSquare) Relocation assistance may be negotiable

Newington is an AA/EOE employer

If you are interested in this position or have questions, on position, or salary and benefits please contact Ms. Frank at the address below before applying. To apply now for this great opportunity please submit your cover letter and resume to Ms. Frank. Position will remain open until filled; first screening date is March 31, 2023

For more information click on full Profile

Full Profile

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Succession Planning Tip #2: Have a clear view of what skills and experience are needed for the position.

State clear and attainable expectations for what qualities the ideal candidate would need to have. Clearly defined job descriptions with sections for required skills, experience and education should be included. (See my separate blog for extra tips on how to create effective job descriptions).

It is imperative to know the direction the firm/agency is headed because it will help in deciding what new skills and competencies employees will need in the future. For example, will there be a need for different computer skills or social media skills for the next marketing position?

Questions? Contact me today!

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Job Descriptions Tip 1

1. An accurate job description clarifies the expectations of a job, and whether a candidate’s qualifications meet the requirements of the position.

A job description should outline skills, knowledge, abilities and experience needed by a potential employee so applicants can determine whether there is a match between the job’s requirements and their own expertise. For example, if a minimum of three years’ experience is specified, people with less than three years of work experience need not apply. The key components of good job descriptions are job title, statement of purpose and objective, reporting structure, duties and responsibilities. In other words: essential function, qualification, working condition and disclaimer.

Typical disclaimers are:

• The essential functions or duties listed below are intended only as illustrations of the various types of work that may be performed. The omission of specific statements of duties does not exclude them from the position if the work is similar, related or a logical assignment to the position.

• This job description does not constitute an employment agreement between the employer and employee. It is used as a guide for personnel actions and is subject to change by the employer as the needs of the employer and requirements of the job change.

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Tips for New Leaders/New Executives Tip 4: Talk With as Many of the Board of Directors

Starting a new position as an executive at an Agency with a long-time established staff can have it’s challenges. Here are some tips to help you transition into your new leadership position successfully.

Talk with as many of the Board of Directors (or Hiring Authority) of the agency before you start.

  1. Ask them to arrange for a special reception and meeting to create a pleasant environment to meet with the staff.
  2. Ask them to have someone available to assist with your access to computers, phones, other technology, etc. Sometimes these issues are overlooked and can create frustration during the transition process.
  3. Ask them to arrange a separate reception and meeting with the stakeholders or member organizations so everyone feels a part of the new transition.
  4. Make sure your calendar is available during initial receptions and meetings to set up follow up meetings within the first 1-3 months.

Questions? Contact me today!

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Executive Search Tip 3: How do you find the right firm to assist with an Executive Search

Unlike a Google search, an Executive Search begins with a Request for Proposal (RFP) Most communities/agencies develop a RFP and invite firms to submit a proposal to conduct the executive search. The RFP will describe the agency and some information about the positions and the steps required to complete the executive search. Once proposals are submitted the top proposals with the most reasonable costs are interviewed.

The critical aspects of choosing the right firm include…

  • The Interview – make sure the firm has
    • experience with similar agencies
    • experience with similar positions
    • a past success rate
  • The Offer – be sure to compare apples to apples
    • how will they help you to further define the position/person you’re looking for?
    • how will they find the best candidates?

As mentioned in the first post in this series, a successful executive search begins with a meeting of all the stakeholders to understand the position and candidate in addition to how much access the firm has to finding the right person. Many times it comes down to the chemistry of the firm and the agency key players. Be sure to check references of the firms just as reference checks are done on candidates.

Questions? Contact me today!

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Executive Search Tip 4: First Steps to the Executive Search

In the first blog post of this series, we briefly touched on this topic but I would like to go into more detail at this point. The first step of an Executive Search is to gather information from all the appropriate stakeholders about the agency and the position. This is done by obtaining budget/finance information, population served, services provided and current staffing of the agency.

To learn more about the agency’s needs, meetings are set up with the key stakeholders such as management staff, working staff, customers/public/clients, associated organizations that work with the agency. For example if we are conducting a Town Manager Search we will speak with all the department heads, union or employee representatives, boards and commissions, appointing authority (Town Council), business groups in the community, colleges in the community, etc. We will also gather information about the community from sources such as the budget, economic development pieces, chamber of commerce sales information, web sites, charters and organizational charts.

This process can be used for any position. Once the information is gathered a color profile is put together with pictures and information about the agency and position which include:

  • Job Description
  • Organizational Chart
  • Staffing and Budget Information
  • Highlights and History of Agency
  • Characteristics of the Ideal Candidate
  • Qualifications and Challenges and Opportunities Facing the Candidate

See samples of profiles developed by Randi Frank Consulting, LLC

Questions? Contact me today!

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Recruit & Retain Talent (Employees)

This powerpoint presentation was provided during a meeting of the Ohio River Valley WIFS (Women in Financial Services). Most of the discussion was about retaining talent since most organizations are concerned about losing their great employees. But before you can retain good talent you must recruit the best people. 

There are a number of slides on what you need to think about when recruiting employees such as developing a profile to make your organization standout by stressing your vision and mission. Also today’s employees don’t just want a good salary (which you need) but benefits and flexibility. Once you have the right people on the bus as they say you need to retain them.  To do that you need to have an excellent onboarding and orientation process. Then you need to conduct Stay Interviews to make sure the employees are still happy with their position and if they have a desire for more opportunities.

See all the slides of the powerpoint presentation to learn more.  You will also see that the powerpoint presentation lists a number of links to more details on all these issues in Randi Frank Consulting Blog Posting in this website https://randifrank.com/blog/  We also provided some names of two coaches that can help you with training your leaders, developing missions and changing the culture of your organizations which will also help in retaining your great talent.

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Tip 1: Performance evaluation process helps clarify standards and set goals

The performance evaluation process helps employees and managers clarify expectations about job responsibilities and performance standards, and set goals for the coming year. 

At the beginning of the fiscal year, the manager and the employee should review the job description to determine the key job responsibilities and clarify work expectations. They should also develop S.M.A.R.T. (specific, measurable, achievable, realistic, and time-related) goals for the employee based on the employee’s need for professional improvement, the department’s goal, and the strategic plan of the organization. For example, an effective employee goal could be “increase my sales by 20% by the end of the quarter.” Goal setting keeps employees aware of and committed to what they should achieve.

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Orientation & Onboarding Tip 3: Provide new employees with written policies.

 New jobs are stressful. New people, new responsibilities, new rules, new culture – it’s a lot for a new employee to comprehend and remember. A clearly written agency policy handbook is an essential reference tool for all employees, but especially for new employees.

Your employee handbook should:

  • Make the agency’s culture, values, mission and strategies clear by providing the new employee with a guidebook/handbook and annual reports that give a nice overview of organization.
  • Discuss policies, procedures and other administrative matters, and review safety plans. Include workplace violence policy, sexual harassment prevention policy, workers’ compensation program, affirmative action program, leave policies and the like.

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City of Cambridge, MA, City Manager

EXECUTIVE RECRUITMENT FOR CITY MANAGER OF CAMBRIDGE, MASSACHUSETTS

Community Summary

Cambridge is a unique urban community with a vibrant mix of culture, social, and economic diversity. As a rapidly growing city with a diverse population, Cambridge is a hub of innovation and opportunity and home to residents from many countries.  

With 118,403 residents according to the 2020 census, the population has increased by 12.6% since 2010. It is the fourth largest city in the Commonwealth and with 18,529 persons per square mile, it is one of the most densely populated as well. Cambridge is also an economically stratified City and becoming more so. The Cambridge City Council is looking to partner with a creative City Manager to move this unique community forward. 

Form of Government

The City of Cambridge has a Council-Manager form of government as detailed by its Plan E charter. Under the Plan E Charter, the City Council serves as the City’s legislative body made up of 9 members, including a Mayor and Vice Mayor who are directly elected by their City Council colleagues.

The City Council is responsible for hiring a City Manager with the expertise to oversee and direct the day-to-day activities of the City within broad functional areas including Finance, Public Safety, Human Services, Community Development, Traffic and Parking, Public Works, and more. The City Manager provides leadership on all the City’s strategic initiatives including diversity, equity and inclusion, economic development, redevelopment, and organizational improvement. The City Manager is responsible for hiring, removing, and overseeing all City employees (except for School Department employees).

Qualifications, Education & Experience of City Manager

Candidates must have a bachelor’s degree plus 10 years of increasingly responsible public, private or non-profit executive-level experience. Assistant/Deputy Administrator/Managers in a larger community or organizations will also be considered, as will any combination of education and experience that will demonstrate the ability to perform the work (non-traditional candidates are encouraged to apply). Experience with managing a large number of employees and departments; Experience successfully managing a multi-million-dollar budget; Experience working with a City Council or Board of Directors; Experience making presentations to boards, employees, and groups; Experience managing multiple projects, programs, and capital investment projects. Candidates should demonstrate both leadership and accomplishments in DEI and anti-racism.

Preferred Qualifications: A Masters’ degree, ICMA Credentialed Manager, or other advanced level training such as documented participation in advanced executive leadership programs is highly preferred.

The City of Cambridge is an AA/EOE Employer

Expected starting salary is $275,000 to $300,000. A higher starting salary will be considered depending upon qualifications. Open and competitive beginning salary DOQ’s supplemented by an excellent benefits package. (Residency is not required but preferred and moving expenses can be negotiated along with other benefits)

Click here for the full profile

To Apply:

To apply now for this amazing opportunity, please email your cover letter and resume to Ms. Frank. The position will remain open until filled; the first screening date is March 30, 2022. If you have questions about this position, please contact Ms. Frank before applying. Top Candidates will receive a questionnaire to complete, so please send your resume early enough to have time to complete the questionnaire and have a screening interview by Randi Frank Consulting. For first consideration, apply by April 8, 2022, at [email protected].

The first round of private interviews will be held virtually from May 12-13, 2022. The second round of interviews will be held in person on June 1-2, 2022. (Candidates must be available for all these dates.)

Ms. Randi Frank, Randi Frank Consulting, LLC, 7700 Hoover Way, Louisville, KY 40219    203-213-3722  [email protected] www.randifrank.com

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Town of Plainville, CT Town Manager Position

THE TOWN OF PLAINVILLE, CT
INVITES CANDIDATES TO APPLY FOR
THE TOWN MANAGER POSITION

Community Profile

Plainville, originally a part of Farmington, was first settled in 1657 and incorporated as a separate town in July 1869. The town covers 9.6 square miles. It is located 14 miles southwest of Hartford and located between the cities of Bristol and New Britain. It has easy access to major state and federal highways in central CT. Being part of scenic New England, Plainville is not far from Boston, NYC, the ocean, and the mountains.

Plainville enjoys a diverse economic base which includes small, midsized and large manufacturers in Plainville enjoys a diverse economic base which includes small, midsized and large manufacturers including several spring and wire manufactures, electrical component makers, and many others. Plainville is also home to a number of medium and large sized construction firms (and quarries) that serve the State and region. Plainville is a Town with deep traditions in community and family. The Town is known as a welcoming place to live with lots of volunteers who are willing to help their neighbors.

With its growing economic base, Plainville remains a regional employment center, and not just a suburban community within the Greater Hartford area. This has allowed the community to enjoy a relatively stable financial base and to make prudent investment in municipal infrastructure and public education. Attracted by the employment base and good schools, a significant portion of the population has moved to the community and stayed. Plainville is a well-run municipality which provides great services to its 17,619 residents.

Qualifications:

  • Required Master’s Degree in public or business administration or a closely related field. With ICMA Credential Manager status or other executive level certification programs preferred. Minimum of five (5) years of responsible executive and management experience which provides a demonstrated ability to perform the duties of the position; or any equivalent combination of education and experience (such as Bachelor’s Degree and 8 years of experience)
  • Preference for experience with budget, planning for the future, operations, economic development, project management, municipal experience, Council relations, human relations, labor relations, and financial management
  • Preference for manager that works with regional entities, other towns, state agencies and national and state professional associations

The Charter does list residency for Town Manager, but council will provide up to 2 years to meet requirement. The Town council will be pursuing a change on that aspect of the Charter as well.

Compensation and Application Process

Open and competitive beginning salary DOQ- ($160,000- $180,000) supplemented by an excellent benefit package.

  •  Benefits provided in accordance to Pay Plan—includes PPO Health Plan from CT State Partnership Plan for employee & family with 18% for premium share by employees—Defined Contribution Retirement Plan ICMA (401a) Employees contribute 6.5% and the Town contributes 9%
  • 13 Holidays, 18 days of Sick Leave for a maximum of 150 days, 3 Personal Days plus negotiated vacation leave and attendance at professional conferences for Town Manager

Plainville is an AA/EOE employer

If you are interested in this position or have questions, please contact Ms. Frank at the address below before applying. To apply now for this great opportunity please submit your cover letter and resume to Ms. Frank. See Profile on Website or contact Ms. Frank for a copy

Ms. Randi Frank, Randi Frank Consulting, LLC, 7700 Hoover Way, Louisville, KY 40219

203-213-3722 [email protected] www.randifrank.com

Position will remain open until filled; first screening date is May 11, 2022. The Town is anxious to fill the position as soon as possible, so a quick response is strongly recommended. Ms. Frank will screen resumes as they arrive. Well qualified applicants will immediately be asked to complete a comprehensive supplemental questionnaire. Qualified candidates will be reviewed by the Town Council as soon as possible.

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Succession Planning Tip #3: Keep an updated talent inventory of employees.

Having a database of potential internal candidates with their relevant skills and experience can reduce the time needed to identify high potential employees. Sometimes it is beneficial to have the employees be in charge of updating their own records. Their entries could be a list of updated training, certifications and education. It is important to have a set format for this listing in order to keep entries uniform and make it easy to find the right candidates.

Supervisors should be responsible for letting you know what they have observed about their employees’ abilities (see my performance evaluation blog post). The inventory of talent should include:

  • Education
  • All training classes
  • Project Management skills
  • Leadership experiences
  • Technical Skills
  • Etc…

Questions? Contact me today!

Member – Louisville Independent Business Alliance

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