Agenda 03/08/2022 Item #10B (County Manager Recruitment)03/08/2022
EXECUTIVE SUMMARY
Recommendation to review the progress of the County Manager recruitment and provide staff with
additional direction regarding process steps and timeline.
OBJECTIVE: To review the progress made since February 22, 2022, to recruit candidates interested in
the position of County Manager, evaluate the proposed recruitment timeline and process steps, and
decisions required by the Board to hire for the position.
CONSIDERATIONS: During the February 22, 2022, BCC meeting, the Commissioners determined that
the Human Resources Division would conduct the recruitment for the position of County Manager. The
vacancy was advertised beginning February 25, 2022, and the County will accept cover letters and
resumés from interested individuals through March 31, 2022. The position is being advertised through
GovernmentJobs.com, Indeed.com, ZipRecruiter, LinkedIn, Florida Association of Counties (FAC), the
National Association of Counties (NACo), as well as on other job boards that automatically advertise
based on what is posted on the County’s website.
Staff are recommending that the following steps be taken in the selection of the next County Manager:
• Review and determine if the County Manager Profile, completed by all Commissioners in
January 2021, accurately reflects what the Board expects and is seeking from the person selected
to serve as the next County Manager.
o If amendments are needed, recommend the questionnaire be re-circulated and that the
Board set a date by which all Commissioners will return their revised profile document.
• Commissioners to review applicant submissions, provided digitally by Human Resources on
April 1, 2022, no later than April 10, 2022.
o Staff are recommending that Commissioners evaluate solely the documents provided,
without further investigation or research, and rank only the candidates they believe are
suitable to fill the opening.
• Each Commissioner will provide a list of ranked candidates for the position to the Human
Resources Division Director no later than Monday, April 11, 2022, at Noon.
o Based on the final number of cover letters and resumés received, the Board may wish to
set a minimum and maximum number of individuals that each Commissioner will rank
when completing the review.
• Human Resources will compile the ranked candidate list for presentation to the Board at the April
12, 2022, meeting.
o Following review, discussion, and selection of up to five (5) candidate finalists, staff are
requesting direction regarding communication, if any, to individuals who are not part of
the finalist list and in determining next steps in the recruitment and selection process.
• Determine the background screening process to be used, ensuring the process comports to the
provisions of the Fair Credit Reporting Act (FCRA). Under the FCRA, the County is required to
comply with the law’s disclosure and authorization requirements.
o Currently, the County screens only individuals who have been selected to fill a vacancy,
not candidates under consideration; the County’s vendor is authorized to perform the
following services:
▪ Prior employer verification
▪ Education Verification
▪ Professional License Verification
▪ Driving Record check
▪ Social Security
▪ National, Statewide and/or County Criminal
▪ Sexual Offender Registry
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▪ Consumer Credit
▪ Workers’ Compensation Claims
▪ Salary Search & Verification
The items listed below are outside the scope of services that can be completed by the current
vendor, and the County would need to secure quotes from interested companies to pe rform
these screenings. This could extend the amount of time needed to select the next Manager,
based on documentation a vendor would need to collect and review from each candidate finalist
prior to returning the search results.
• Civil Records search for litigation at Federal and/or County level
• Bankruptcy and Credit searches
• Internet/Social Media
• Newspaper/publication
• Discuss the interview/selection process and timeline for April, May, and June 2022.
o As part of the 2021 recruitment, candidate finalists were contacted by Human Resources
with instructions to schedule a one-on-one, in-person interview with each Commissioner
during a specific period.
o Following the in-person Commissioner interviews, finalists were instructed to attend a
BCC meeting to give a formal presentation to the BCC on their candidacy for the
position.
FISCAL IMPACT: The County has incurred costs of approximately $500 to advertise the opening with
Florida Association of Counties and the National Association of Counties. Should the Board elect to use a
vendor to complete the candidate screening process, costs will increase based on the per-candidate or per-
screening-service fee outlined in the quotes.
GROWTH MANAGEMENT IMPACT: This action will result in no growth management impact.
LEGAL CONSIDERATIONS: This item has been reviewed by the County Attorney, raises no legal
issues and requires majority vote for action. -JAK
RECOMMENDATION: That the Board review and discuss the progress made since February 22, 2022,
to recruit candidates to fill the position of County Manager, review the recommended process steps and
provide direction on the hiring timeline.
Prepared by: Amy Lyberg, Human Resources Division Director
ATTACHMENT(S)
1. County Manager Profile Summary by Commissioner Jan 2021 (PDF)
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COLLIER COUNTY
Board of County Commissioners
Item Number: 10.B
Doc ID: 21523
Item Summary: Recommendation to review the progress of the County Manager recruitment and
provide staff with additional direction regarding process steps and timeline. (Amy Lyberg, Human
Resources Division Director)
Meeting Date: 03/08/2022
Prepared by:
Title: Sr. Operations Analyst – County Manager's Office
Name: Geoffrey Willig
03/02/2022 3:07 PM
Submitted by:
Title: County Manager – County Manager's Office
Name: Mark Isackson
03/02/2022 3:07 PM
Approved By:
Review:
Office of Management and Budget Geoffrey Willig Level 3 OMB Gatekeeper Review Skipped 03/02/2022 3:06 PM
County Attorney's Office Jeffrey A. Klatzkow Level 3 County Attorney's Office Review Completed 03/02/2022 4:45 PM
County Manager's Office Mark Isackson Level 4 County Manager Review Completed 03/02/2022 4:46 PM
Board of County Commissioners Geoffrey Willig Meeting Pending 03/08/2022 9:00 AM
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Summary of County Manager Profile Questionnaire Responses
Question Commissioner LoCastro Commissioner McDaniel Commissioner Saunders Commissioner Solis Commissioner Taylor
Minimum Education Master's preferred but not required.
Educational background in Public Admin,
City Management/Planning, etc. preferred.
Emphasis in County Management
Administration
Master's Degree or equivalent experience.Master's Degree in Public Administration
at a minimum, unless exceptional work
experience is shown.
Minimum Bachelor of Science and
Public Administration but prefer at
Master’s Degree or comparable work
experience over a significant amount of
years.
Prior Work Experience Don’t have a set number of years… I’m
more concerned with previous levels of
increased responsibility and performance.
Five to ten years experience in the
management field. Prefer Collier
County Management experience.
Ideally 15-20 years with a minimum of 5-10
years in Senior Leadership position.
10-15 years as a local government
administrator/manager with a history of
increased leadership positions; i.e. have
worked through multiple levels of local
government administration, especially
growth management.
Ideally, at least 20-25 years in a
government career including a minimum
of 10 years in a senior leadership
position.
Prior senior leadership with a
Florida agency?
Yes, it’s important but not required.Yes Yes, preferred.Very important.Yes. Absolutely.
Advanced
training/certs/expertise for
candidate to possess?
Yes, any advanced/specific training is a
plus. If they have had prior deep
City/County experience… they should
have plenty of that training documented.
Should have training and knowledge of
planning, transportation and utilities.
Public Administration, Financial
Management, Major Capital Projects
Management; prior fiscal management of a
budget of $1 billion a plus.
Yes. Community/growth management, and
financial certifications.
To be well rounded in all aspects of
County Management.
Skill
Relations with
BCC/Commissioners
High High High Medium High
Administrative ability High High High High High
Written communication skill High High High High Medium
Verbal communication skill High High High High High
Workforce Mgmt/Development High High High Medium High
Org Structure/Strategic
Planning
High High High High High
Operational Efficiency High High High High High
Budget/Finance High High High +++High High ++
Information Technology High High Medium Low Medium
HR/Risk Mgmt/Benefits High High High Low Medium
Community relations High High High High Medium
Public trust and confidence High High High +High High
Inter-governmental relations High High High Medium Medium
Economic development High High High +High High
Infrastructure and Facilities High High High Medium High
Innovation High High High high High
Prior significant professional
achievements
High High High +Medium High ++
Importance (High/Medium/Low)
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Packet Pg. 38 Attachment: County Manager Profile Summary by Commissioner Jan 2021 (21523 : County Manager
Summary of County Manager Profile Questionnaire Responses
Question Commissioner LoCastro Commissioner McDaniel Commissioner Saunders Commissioner Solis Commissioner Taylor
Types of
management/leadership
qualities essential for County
Manager.
1. Initiative, Enthusiasm, Team Building
demonstrated in previous positions.
2. Desire for this position and why?
3. Innovation successes in previous
positions.
1. Proven leader.
2. Knowledgeable in all areas of
government.
3. Ability to work with Commission.
1. Professionalism and integrity; respected
in community served.
2. Successful at large-scale project,
infrastructure planning and management;
strong fiscal management.
3. Demonstrated ability to delegate with
accountability; strong labor
development/management.
1. Integrity.
2. Ability to build trust internally and
externally.
3. Flexibility and creativity.
1. Integrity.
2. Communication.
3. Ability to delegate.
Highest priority issues to
address in first year in position.
1. Understanding "managing growth" and
expertise and success actually having
done it.
2. Deep understanding of budget and
finances.
3. Depth in County inner-workings.
1. Budget
2. Growth Management
3. Leadership
1. Maintain sound fiscal policies and
highest credit ratings; grow general fund
reserves.
2. Identify and evaluate long-term planning
and infrastructure needs.
3. Insure County government services are
efficiently and timely provided.
1. Growth Management (RLSA/RFMUD),
Mental Health/Addiction and
Environmental issues.
2. Continued stability in County finances.
3. Economic development for the County's
long-term stability.
1. Financial stability through strategic
financial planning.
2. Evaluation of staffing and structure.
Programs/initiatives/projects/pr
ocesses implemented or
changes by new County
Manager.
Assessing leadership, staff, etc… and
structure of Departments
I'd like his or her recommendations once
they are in the seat.
Accountability of staff 1. Insure professional recruitment,
development and retention of essential
staff.
2. Insure intergovernmental agencies are
cooperatively addressing overlapping
services.
3. Insure residents impacted by roll out of
new or discontinued services, or increases
in fees and charges receive tiemly and
sufficient notification of changes.
1. More emphasis on and implementation
of the 2014-15 Plan for Collier's Economic
Future.
2. Improving communications with the
public that the County Admin serves.
3. Creation of a Chief Sustainability
Officer for Collier County to coordinate
sustainability at all levels of government.
1. An assessment of the cost of growth
to the existing taxpayers in Collier
County.
2. A review of the architectural/
development standards especially in the
urban areas to assess the impact of
growth on existing properties.
3. Impact fee review.
Other information to consider I’m a fan of “open competition” of this
position… in-house as well as outsiders.
Let’s show our citizens the “good old boy
network” is not in play here. This position
is open to the best candidate and we are
being transparent in our selection process.
• Ability to provide clear and consistent
direction to BCC.
• Good management practices.
• Ability to hire talented management
team.
• Maintaining County's ability to balance
growth while maintaining high quality of
life experiences; maintaining Collier
County as a desirable place to live, work
and play.
• Candidate should have a win/win view in
addressing all issues with the residents they
serve.
• Candidate should have exhibited the same
kind of conservative fiscal management
Collier County has implemented for the last
20 years.
• Collier County is in a high growth
period and the challenge the County has
to balance the greater population with
the expectation of the quality of life of
existing residents needs to be met head
on.
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Packet Pg. 39 Attachment: County Manager Profile Summary by Commissioner Jan 2021 (21523 : County Manager