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Gratiot County moves to recruit finance director and hires Michigan Municipal League for administrator search
Summary
The board authorized recruitment of a financial services director and approved a $28,000 contract with the Michigan Municipal League to conduct an executive search for a county administrator. Commissioners said they want the finance hire in place quickly and expect a broad recruitment.
The Gratiot County Board of Commissioners authorized county administration to begin recruiting a financial services director and approved hiring the Michigan Municipal League to conduct an executive search for a county administrator at a cost of $28,000.
During discussion, interim county staff described the finance director role as the set of duties the county’s current contractor (Woodhill) has been performing and said it is a specialized position that can be difficult to fill. The interim administrator said the county should begin recruiting both positions concurrently but indicated hiring the finance director first would help a new county administrator get up to speed more quickly.
The board voted to authorize the recruitment of a financial services director “as outlined” (motion moved by Steve, supported by Tim; motion carried). The board also moved to authorize the board chair to execute an agreement with the Michigan Municipal League to conduct an executive search for a county administrator at a price of $28,000, with appropriate budget amendments (motion moved by Steve, supported by Jan; motion carried).
Officials discussed recruitment logistics: use of the county website and statewide organizations, posting timelines (commonly 28 to 45 days or longer), and outreach to professional networks and associations such as the Government Finance Officers Association. The interim administrator said Mary Anne from Woodhill would assist with recruitment materials and screening. The Michigan Municipal League’s standard executive search approach was described to the board as including candidate outreach, a candidate profile brochure, pre-screening and background investigations, and a one-year placement guarantee.
The meeting included concerns about salary competitiveness. Staff said they reviewed a third-party survey and proposed a salary range (not specified in the public discussion), and commissioners emphasized that the county must offer a competitive package to attract candidates with required experience, including certified public accountants or experienced municipal finance professionals.
No final hire occurred at the meeting; the board directed staff to proceed with advertising and recruitment steps and to report back with candidates and recommendations.
