Randi Frank HR Consulting

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Orientation & Onboarding Tip 5: Make sure new employees are ready to work on the first day. 

Prepare the new employee’s work area with the proper tools and equipment ahead of their arrival so the new staff member feels comfortable and has everything needed to smoothly transition into the new position.

Four essential areas to have ready at the new employee’s work station:

  • Have the employee’s desk or other work area, and the materials needed to perform the job, set up when he or she comes into work.
  • Make sure the employee has a working phone, computer, desk, chair and whatever else he or she may need for the job.
  • Set up all computer protocols so the employee can sign on to organization’s Internet, intranet and specific software programs.
  • Gather all the proper paperwork a new employee needs to fill out on the first day. (Outside of the usual Human Resources paperwork like department-specific forms—see the next tip about payroll forms.)

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City Manager Danville, KY

This position provides an excellent professional opportunity to work for a supportive Board of Commissioners and with a high quality professional management team.

Danville is located on the southern edge of Kentucky’s famed Bluegrass Region, 35 miles southwest of Lexington. The City covers approximately 15.09 square miles and is a thriving community of 16,690. Danville is blessed with an abundant water supply, highly efficient roads and infrastructure and a well-educated citizenry. The City is home to Centre College which was founded in 1819 and is now among the most prestigious small liberal arts colleges in America. As the County seat for Boyle County and home to the areas major governmental, healthcare, educational and retail amenities, Danville is the business hub to a five (5) county, 100,000+/- population region. Danville’s cost of living is very reasonable.

1The City of Danville operates under a Commission/Manager form of government. Accordingly, the Mayor is directly elected and serves, participates and votes as a member of the City Commission. Four Commissioners are also elected at-large and with the Mayor constitute the Board of Commissioners. The Mayor serves for four years. The four Commission members serve two-year concurrent terms. All are elected on a nonpartisan basis. The Board of Commissioners appoints a City Manager who is responsible to the Board as the chief administrative officer for the City. This individual is a professional who is employed to advise the Board and to run the operational affairs of the City on a day-to-day basis.

Danville provides a full array of municipal services. Departments include Information Technology, Finance, Engineering (includes Public Works), Codes/ABC/Parking, City Clerk, City Attorney, Human Resources, Police (includes the 911 Center), Fire, Utilities (Water & Wastewater) and Administration. Planning & Zoning, Economic Development and Parks & Recreations services are provided through city/county appointed boards. The 2019/2020 City budget totals approximately $46.4 million. Danville employs approximately 150 FTE’s. For more information about Danville, visit http://www.danvilleky.org/. The current city manager is retiring after 8 years of service in Danville and 35 years in total.

Minimum requirements include an undergraduate degree in Public or Business Administration or closely related field combined with at least 5 years of increasingly responsible public management experience with preference for municipal management experience. A Master’s Degree in Public or Business Administration is preferred. ICMA Credentialed Manager status is a plus and preference will be given to experienced town/city managers, assistant town/city managers and department heads from jurisdiction of comparable size and complexity to Danville and whose experience includes utilities. Valid driver’s license required. Must have expertise in budget and finance, intergovernmental and community relations, redevelopment and economic development. The successful candidate will be politically astute, have exceptional interpersonal skills and enjoy community involvement. He or she will clearly possess and apply superior management and leadership abilities

The beginning salary for the position is negotiable based on qualifications and experience. Residency within the City of Danville is required within a reasonable time. The City will provide relocation assistance. City benefits are excellent.

The position will remain open until filled with the first resume screening scheduled for July 20, 2020. To be considered for this highly attractive professional opportunity, please email your resume and cover letter to Slavin Management Consultants at [email protected].

For more information about the position and/or the recruitment process you are invited to contact either Bob Slavin at [email protected] (770) 449-4656; or Randi Frank at Randi Frank Consulting, LLC [email protected] (203) 213-3722. Click here to see profile on position and more details about the opportunity

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Fire Chief

CITY OF DANVILLE, KENTUCKY

This position provides an excellent professional opportunity to work with a high-quality professional management team and a new City Manager.

Danville is located on the southern edge of Kentucky’s famed Bluegrass Region, 35 miles southwest of Lexington. Danville is blessed with an abundant water supply, highly efficient roads and infrastructure and a well-educated citizenry. The City is home to Centre College which was founded in 1819 and is now among the most prestigious small liberal arts colleges in America. As the County seat for Boyle County and home to the area’s major governmental, healthcare, educational and retail amenities, Danville is the business hub to a five (5) county, 100,000+/- population region. Danville’s cost of living is very reasonable.

The City of Danville operates under a Commission/Manager form of government. Accordingly, the City Manager serves as the chief executive officer for the City. In addition to the Fire Department, Danville provides a full array of municipal services. The 2019/2020 City budget appropriation is $50,897,616 million. Danville employs approximately 150 FTE’s. Learn more about at www.danvilleky.gov.

The Danville Fire Department (DFD) was established in 1876 and is one of the oldest paid fire departments in Kentucky. DFD’s service area is the City of Danville, about 15 square miles, with a resident population of about 17,000 and a business day population of more than 25,000. In 2019, DFD responded to 1806 emergency calls. DFD’s Fire Marshal conducts all fire inspections and occupancy inspections for businesses, government buildings, and all assembly occupancies. DFD is the first responder for the City. All firefighters are EMT certified (some are paramedics). Transportation is provided by County Ambulance. DFD currently functions from two fire stations. The present headquarters station is in the process of being replaced with a brand-new building. Also, there is a new third station envisioned for the City’s 2022 CIP.

The Fire Chief is appointed by the City Manager (with City Commission approval). The Chief reports to the City Manager, is under his general direction and serves at his pleasure. The position’s primary function is effectively plan, organize, direct, manage, lead, coordinate and evaluate all departmental employees, programs and activities.

Qualifications: Bachelors’ degree in Fire Science or Public Administration or related field (Master’s degree preferred) supplemented by at least seven (7) years of experience that includes fire suppression, fire services and emergency medical services. Must have more than five (5) years of supervisory, administration, management, and command experience in a fire department. Requires Firefighter I & II certification with various training and certifications in hazardous materials, NIMS 100-800, emergency management services, and fire command. Fire marshal experience a plus. DFD is a small department and the Chief is expected to perform firefighting duties as situations may require.

Compensation: The beginning salary for the position is negotiable based on qualifications and experience. City benefits are excellent.

Application Process: The position will remain open until filled with the first resume screening scheduled for July 13, 2020. To be considered for this highly attractive professional opportunity, please email your resume and cover letter to Slavin Management Consultants at [email protected] .For more information about the position and/or the recruitment process you are invited to contact either Bob Slavin at [email protected] (770) 449-4656; or Randi Frank at Randi Frank Consulting, LLC [email protected] (203) 213-3722. A detailed position recruitment profile is available click here

The City of Danville is an AAA/EOE Employer

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Working Remotely -Business in the Time of the Coronavirus

As an independent consultant, I’ve had a lot of experience working remotely. Even for tasks that require a human connection – such as when I complete my executive searches for businesses across the country – I’ve become comfortable interviewing candidates via phone, Skype, and now, Zoom. But as I near the end of that process, and we’re ready to interview the finalists, it becomes more important to meet with everyone in person. Typically, there are tours, group meetings, public meetings, multiple one-on-one discussions, and/or group interviews conducted at that time. I’m working on two executive searches now, but we haven’t gotten to the finalist stage yet. It will be interesting to see how it works if we’re all still in stay-at-home mode. I suspect we will use several different video conferencing methods.

I recently presented, along with my team, a proposal we prepared for a potential client. It included a PowerPoint presentation, multiple locations that needed to participate, and we conducted it all smoothly via Zoom. In some situations, it’s beneficial to send the materials in advance of an online meeting. No matter what tools you use (PowerPoint, spreadsheets, images, web conferencing software, and even just the good old telephone), it is possible to successfully conduct business remotely. My team and I have been doing it for years–long before we ever heard of Covid-19.

It’s been three years since I relocated to Louisville, Kentucky. I’m pleased to say that I’ve been able to maintain my business relationships and continue to manage projects for the clients I established in Connecticut, where I started my business. I’ve done a good bit of traveling and sent my team members (subcontractors) out to visit my clients over the past few years. But not in recent weeks, of course.

I do miss the in-person meetings, and I miss the deep dive experience that an on-site visit can provide. But, with my remote business practices already in place, I feel fortunate that, for me, “Business in the Time of the Coronavirus” has gone fairly smoothly. I’ve had to adapt – but not rebuild – my business.

My home office is comfy and ready for me to spend more hours in it. I appreciate being my own boss and being able to make my own hours. I’m thankful I’m healthy and grateful for my clients. In other words, I’m hanging in there and I hope you are too. If there’s anything I can do for you during this time, please reach out to me. Together, we can keep your business running, if not exactly as normal, certainly moving forward.

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What does a Classification & Compensation Study Involve?

Compensation of course means the salary paid to an employee. Compensation can also include additional employee benefits such as bonuses, health insurance, retirement, life insurance, etc.

Classification is a system which identifies which jobs are classified together in a separate grade. For example, a grounds laborer and a custodian may be a Grade 1 and Administrative Assistant may be a Grade 2. Each classification is assigned a compensation range for minimum and maximum salaries.

When Randi Frank Consulting, LLC conducts a Classification & Compensation Study we start by reviewing all job descriptions. We provide employees with a questionnaire so they can tell us about the specific and general responsibilities, qualifications, physical requirements, knowledge, skills and abilities that relate to their position. We interview employees in each job description so we can prepare a draft Job Description for approval. “See tips on Job Descriptions”

The second major step is to conduct a salary survey of similar organizations to determine the market rate (average of other salaries) for similar type positions. Sometimes the salary comparisons are already available from other sources.

The third step is to assign points to each Job Description based on job factors such as authority, autonomy, impact, scope, working environment, complexity and qualifications. This creates the classification system. For example, all positions at 300 points would be at the same classification grade, and therefore the same pay opportunities. (Everyone is not paid the same in a grade.) Equal pay for equal work

The last process is to combine the external market data with the internal classification system to determine the new Classification & Compensation Plan with updated salary grades, based on a fair and equitable system.

Randi Frank and Georgian Lussier have developed a copyrighted program called “Classification & Compensation Manual – Public Sector Version” which we can use to assist you with a new Classification & Compensation Study and Plan.

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Director of Human Resources

Town of East Hartford, CT

This position provides an excellent professional opportunity to work with a professional management team.

East Hartford is located on the Connecticut River with over 600 acres of park land and next to the State Capitol Hartford and within one to two hours to NYC, Boston, Ocean and Mountains. East Hartford was founded in 1783 and has an approximate population of 52,000 and is 18 square miles. The Town is home to Goodwin University and United Technologies Pratt & Whitney recently expanded facility.

1The Town of East Hartford operates under a strong Mayor form of government. Accordingly, the Mayor serves as the Chief Executive/Elected Officer for the Town. The current Director of Human Resources is retiring after 6 years with East Hartford and over 30 years of HR service. The Director of Human Resources is appointed by the Mayor manages the human resources function for the Town with 461 full-time and 295 part-time employees. The Human Resources Director’s duties includes: developing, implementing, and administering HR policy; recruitment, recommend testing/selection/placement/promotion for all authorized positions, position classification and pay; labor relations programs including collective bargaining of 6 agreement and management of grievances and arbitration; performance management and employee development and training. Administers retirement, employee benefits, affirmative action and all human resources policies, procedures, and informational systems in accordance with the Town’s approved personnel policies and applicable federal and state law. Supervises a staff of two – a Personnel and a Benefits Administrator.

East Hartford provides a full array of municipal services. Departments include Finance, Public Works, Permits & Inspections, Town Clerk, Corporation Counsel, Human Resources, Police Fire, Development & Planning Parks & Recreations, Library, Information Technology, Health & Social Services and Youth Services. For more information about the Town of East Hartford see their website https://www.easthartfordct.gov/

QUALIFICATIONS – Bachelor’s degree in Business Administration, Public Administration, Human Resource/Personnel Management, Industrial Relations, Organizational Management or related field with a minimum of five years of progressively responsible experience in a human resources department including labor relations experience required. Public personnel/HR administration preferred; SHRM, IPMA, NPELRA certification a plus. Must have and maintain a valid driver’s license. A Master’s Degree may be substituted for 2 years of experience.

Thorough knowledge of the principles and practices of Human Resources administration, including labor relations, personnel selection, classification, compensation and Affirmative Action; knowledge of local, state and federal laws regulations governing personnel practices; considerable ability in written and oral communication; ability to deal effectively with employees, department heads, labor representatives and the public; skill in negotiating collective bargaining agreements; ability to plan and direct department programs and staff activities; and ability to supervise.

The beginning salary for the position is negotiable based on qualifications and experience with excellent Town employee benefits. The position will remain open until filled with the first resume screening scheduled for April 6, 2020. To be considered for this highly attractive professional opportunity, please email your resume and cover letter to Ms. Randi Frank at [email protected]

For more information about the position and/or the recruitment process you are invited to contact Randi Frank at Randi Frank Consulting, LLC [email protected] (203) 213-3722, or Bob Slavin at [email protected] (770) 449-4656; Click here to see profile on position and more details about the opportunity.

The Town of East Hartford is an AA/EOE Employer

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Succession Planning Tip #5: Provide the high-potential candidates with both classroom learning and hands-on experience

It is important to combine learning with hands-on experience to fully prepare the candidate for the requirements of a higher position. This could mean offering high potential candidates opportunities for certifications or advanced degrees, and sending them to professional conferences to learn from other experts. A good example in the Public Safety area includes sending officers to the FBI Academy which includes both practical experience and classroom learning. These are great for your company/agency because those employees will bring that knowledge back with them to share.

Questions? Contact me today!

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Job Descriptions Tip 4

4. Job descriptions can be used as the basis for training and career growth.

Job descriptions list the qualifications and certifications required for each position. For example, if a Social Worker I employee is interested in moving up in the organization, he or she can look at the job description for the next level position, Social Worker Supervisor. By reviewing the qualifications of the higher position, employees can determine the education, training and certification that may be required to move up. Career paths can also be illustrated by reviewing the titles of positions such as Analyst I to Analyst II and Analyst III. This information encourages employees to know they are not stuck in a position and they can be promoted if they are interested and qualified.

 

Member – Louisville Independent Business Alliance

member of Louisville Independent Business Alliance

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