Cook County commissioners unanimously vote to repost county administrator opening, ask staff and consultants to explore interim options

Cook County commissioners voted unanimously at a special meeting to repost the county administrator position after reviewing two final-round interviewees and public comment from residents and staff.

The board said the decision follows a recruitment managed by the county's outside consultant in which 41 people applied and two finalists were interviewed. The Management Advisory Team (MAT) and members of the public provided written and oral feedback that the board said informed its direction to reopen the search.

Pat, representing the county's consultant (DDA/DDAA), told the panel, “We conducted a search for county administrator. We had a total of 41 applicants for that position,” and described the consultant process of assessments, video interviews and third‑party background checks. Commissioners also said they received extensive public input, including dozens of online comments and emails summarizing local concerns about fit and leadership style.

Why it matters: The administrator role directs county operations and supervises department heads; the board said a carefully defined candidate profile and a quicker timeline could help attract better‑matched applicants. Commissioners stressed balancing the “human element” of interviews with disciplined selection criteria and avoiding an overly long posting that could cause candidates to withdraw.

Key details and next steps

- Repost decision: Commissioner Gamble moved to repost the county administrator position; the motion passed unanimously. The board indicated it will continue to work with the consultant (DDA/DDAA) on the reposting and recruitment plan. Commissioners discussed compressing the public posting period, using a “post until filled” option, and preserving video interviews and assessments as part of the vetting process.

- Interim arrangements and staff support: The MAT team urged the board to consider alternate interim-administrator arrangements so the current interim, Rowan Watkins, can return to his regular duties if a permanent hire is made. The board directed Rowan, the county HR director (Allison), and the consultant to research interim options, including a list maintained by the League of Minnesota Cities of retired administrators who operate as short‑term interims. The board asked that costs, availability and feasibility be presented at an upcoming meeting (the board identified the next Tuesday meeting/Committee of the Whole for follow up).

- Public and staff input: Commissioners said they received extensive written comment (board members referenced roughly 48 online submissions and other emails and phone calls) and noted that many MAT members and department heads participated in the review. Several commissioners asked the MAT team to clarify the leadership style and candidate attributes in the recruitment profile so applicants understand expectations without the board revealing every interview question in advance.

- Process clarifications: Pat (DDA/DDAA) explained background checks are run by a third party and take time; the board discussed batching candidate materials for review and the tradeoffs of releasing interview questions in advance (which might advantage later candidates watching live streams). Commissioners expressed support for retaining video interviews and for using personality/intelligence assessments if they do not materially delay the process.

Votes at a glance

- Motion to repost the county administrator position (to reopen recruitment and continue consultant engagement): approved unanimously (motion carried). The board said it will work with DDA/DDAA on posting timeline and candidate screening.

- Motion to direct staff, HR and the consultant to research interim-administrator options (including League of Minnesota Cities list of retired administrators), costs and supports for interim administrative coverage; and to bring findings to the board's next scheduled meeting: approved unanimously (motion carried).

What the board asked staff to report back

Commissioners asked the consultant and HR to: describe a tightened timeline (including whether the posting should be “open until filled”), list likely interim candidates and associated costs and availability, clarify the leadership-style language in the candidate profile (as informed by the MAT team), and recommend how assessments and video interviews should be scheduled so they do not unduly disadvantage early interviewees.

Other business and scheduling

The board discussed placing a discussion item on the Committee of the Whole agenda to refine leadership expectations and to review interim-arrangement options. Commissioners also announced a town-hall meeting with Senator Hochschild scheduled for Friday, March 21, from 10 a.m. to 11:30 a.m.; department heads and community stakeholders were invited.

Ending

Commissioners thanked the MAT team, the consultant and members of the public for participating in the process. With unanimous votes, the board moved to repost the administrator position and to pursue short‑term interim options and additional staff supports while the recruitment proceeds.