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Executive committee approves HR-led external search for Dunn County manager
Summary
The executive committee voted to follow human resources' recommendation to run a public external recruitment in-house for the county manager position, setting a timeline for posting, interviews and a June full-board appointment.
The Dunn County executive committee voted March 12 to direct human resources to conduct a public external search, run by county staff, for the county manager position and to follow the timeline presented by HR for posting, screening and interviews.
HR said an in-house external search would be the most cost-effective approach while still reaching national candidate pools; using a third-party executive search firm was estimated to cost at least $25,000. The committee voted to proceed with HR's recommendation after discussion about timeline and internal promotion options.
The HR plan presented to the committee called for posting the position immediately and keeping the job open for at least a month. First-round interviews were proposed for mid-May (tentatively May 14). The executive committee agreed that full executive-committee participation would be required on interview panels, with a subcommittee of the chair, vice chair and the administration committee chair working with HR to finalize screening criteria and interview questions. If a finalist is identified, references and background checks would be completed and the executive committee would forward a contingent appointment resolution to the full county board for a June vote.
HR recommended posting the salary range at $130,000 to $171,000, noting that Dunn County's pay scale places the position on the highest pay grade. HR stated the range could be negotiated depending on experience and education.
Supervisor Quinn moved to accept HR's recommendation for an HR-led external search; Supervisor Steen seconded. The committee approved the motion by voice vote. The HR team said it will begin posting the vacancy and meet with a three-person subcommittee (chair McCullough, vice chair Steen and Supervisor Headland) to finalize interview materials.
Committee members noted an internal promotion was possible and acknowledged it would save time and money, but the committee favored a public external search for transparency and to widen the candidate pool. The committee scheduled the subcommittee to meet the following Monday to advance the process.
