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Executive & Finance Committee approves recruitment plan, sets timeline and pay range for county administrator search
Summary
The committee approved a consultant-led recruitment plan for a new Richland County administrator, agreed to a 30-day application window and a $130,000–$150,000 suggested salary range, and left an emotional‑intelligence assessment as an optional add‑on.
The Richland County Executive & Finance Committee on Jan. 14 approved a consultant’s recruitment plan to begin advertising a search for a new county administrator and asked staff to forward the recruitment documents to the full county board.
The committee authorized the plan the consultant described: a roughly 30‑day application period, an initial screen and recruitment report by the consultant, and an in‑person assessment center for finalists in Richland Center. The committee agreed to target an application deadline in mid‑February and to hold finalist assessment activities in mid‑March.
The recruitment consultant described support that will include advertising on national and regional municipal job boards, targeted outreach to likely candidates, and a recruitment report with reference checks and recorded short interviews. Committee members and consultants agreed to an in‑person assessment window of about a day and a half; the committee settled on March 11–12 for finalist interviews and exercises so candidates can plan travel.
Committee members discussed but did not require an emotional‑intelligence (EQ) assessment (referred to in materials as the EQI product). The consultant said the EQ option is an add‑on and can be added later for finalists if the committee chooses; committee members asked for a short briefing from the EQ vendor before deciding whether to pay for that option.
The committee discussed the position announcement and brochure text, asked the consultant to correct some local numbers in the materials, and asked staff to circulate a short “elevator” summary version of the ad for wider distribution.
On pay, the consultant recommended a competitive range to attract a qualified field. After discussion the committee agreed on a proposed salary range of $130,000–$150,000 to include in recruitment materials; members said the final salary offer would remain subject to county board approval and internal equity considerations.
Committee members also set logistics: a kickoff/briefing session with the consultant for the committee on Feb. 24 (moved to 4 p.m.), and the assessment/meet‑and‑greet events March 11–12. The committee directed staff and the consultant to finalize the recruitment advertisement, brochure and posting list and to forward those documents and the recommended timeline to the full county board for approval.
The motion to approve sending the recruitment documents and schedule to the county board carried by voice vote (aye), and the committee instructed staff to resolve minor edits to the brochure and ad text before posting.
The committee did not make any final hiring decisions; the action approved tonight was limited to launching the recruitment process and forwarding the recruitment materials to the county board for its action.
