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Commissioners direct HR to lead county administrator search, reserve option of limited consultant help
Summary
The board instructed Human Resources to conduct an initial internal and standard external recruitment for county administrator and agreed to consider hiring a limited-scope consultant if the candidate pool is insufficient; commissioners discussed consultant cost and timing.
Saline County commissioners on June 3 directed Human Resources to lead the initial search for a new county administrator and agreed the board will consider a limited, paid consultant if an in-house recruitment does not produce acceptable candidates.
County Administrator Philip Smith Haines briefed the board on the item and said the commission had narrowed finalists previously and that staff sought direction on the next step. Smith Haines told commissioners that HR could run the search and that a limited consultant engagement could expand outreach; he told the board he had obtained three quotes in the $9,500–$12,500 range for limited assistance.
"If the commission decides to go that direction," Smith Haines said, "it needs to be that number-4 option that, not the full consultant, but the limited one." Commissioners discussed timing and agreed September would be a sensible window to engage a consultant if needed. Several commissioners said they preferred first to open the position to Saline County employees and standard outlets (Kansas Association of Counties, League of Municipalities, National Association of Counties) and then expand the search if the internal pool did not include qualified candidates.
The board’s direction was procedural rather than a binding contract: HR will begin recruitment and marketing, including local and association outlets; if the candidate pool is judged insufficient, the commission may authorize limited consultant assistance later in the process. The board discussed sequencing to avoid slowing recruitment and to preserve the option to engage a firm before a final decision.
Why it matters: the county is searching for a permanent administrator; the direction preserves a preference for internal candidates while keeping a consultant option to widen outreach if necessary. Commissioners emphasized a desire to balance cost control with ensuring a competent candidate pool.
Ending: Staff will proceed with an HR-led recruitment cycle and return to the commission if the pool is inadequate or when the county wants to engage a consultant.
