Get Full Government Meeting Transcripts, Videos, & Alerts Forever!
Get email alerts on the Personnel Hiring topic
No spam. Unsubscribe anytime.
Caswell County considers combining manager and economic development roles, seeks admin support in recruitment plan
Summary
At the retreat commissioners discussed recruitment for three vacant positions — county manager, clerk and economic development director — and favored advertising for a manager with economic-development experience while adding administrative support to the manager’s office.
Caswell County commissioners discussed a recruitment plan for three vacant senior positions — county manager, clerk and economic development director — at a Jan. 25 retreat and signaled interest in hiring a manager with economic-development experience while adding administrative support.
Facilitators and staff presented three staffing scenarios: keep all three positions separate; combine some duties; or combine the manager and economic development role and hire a deputy or administrative support person. Presenters and several commissioners said a combined manager/economic development role is common in smaller counties but emphasized that the manager will need a full-time deputy or administrative support to manage day-to-day operations.
County Manager Renee and presenters said the county lacked administrative support for the manager’s office; facilitators recommended hiring an administrative support position if the board expects the manager to lead economic development. Presenters warned that simply naming the manager as clerk or economic-development lead without added administrative capacity would overburden a single person.
Commissioners asked that the recruitment follow the NC Association of County Commissioners’ (NCACC) model used previously: a board-approved candidate profile, broad advertising, a screened interview process and final interviews by the board. Facilitators offered to prepare a salary survey and candidate profile for the board, and commissioners asked staff to circulate a proposed profile and timeline for the search.
No final hiring decision was made at the retreat. Commissioners agreed to start the recruitment process and directed staff and facilitators to return with a candidate profile, sample job announcement and recommended salary range ahead of a formal advertising step.
