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Bend reports large applicant pools for two equity roles; HREC leaders to serve on interview panels
Summary
City staff told the Human Rights and Equity Commission the city received 53 applications for an equity and inclusion manager and 216 for a community engagement manager; chairs were invited to sit on finalist interview panels and commissioners pressed for representative panel composition and transparent process.
The City of Bend received a robust response to two newly posted equity-focused positions, city staff told the Human Rights and Equity Commission on May 12.
Kate Schneider, executive policy officer in the city manager’s office, said the city had taken in 53 applications for the equity and inclusion manager post and 216 for the community engagement manager. "We received a robust response," Schneider said, adding that the hiring process will include an initial virtual screening followed by in-person panel interviews that will include city staff, community partners and a representative from HREC.
The commission’s leadership has been invited to participate on panels. "Serving in these chair, vice chair roles, we will be on some of these panels," Vice Chair Jen Kovitz said, describing the intended role for HREC leadership in championing equity considerations during finalist interviews.
Commissioners pressed city staff on panel composition and consistent representation. "Do you think there is value in having one person consistently over swapping time?" asked Commissioner Van Hannon, saying continuity can help evaluators note differences across finalists. Staff said they envision manageable panel sizes (two panels per role) and that final composition would include community partners and other stakeholders so finalists meet the full breadth of city contacts they would work with.
Schneider said panels are expected to include city staff, community partners, an HREC representative and a COBAC representative; final decisions rest with the hiring manager in consultation with city leadership. The city hopes to schedule panel interviews later this month or in early June, though scheduling could shift given the number of applicants and panelists involved.
The commission discussed options for how HREC members could provide lenses and questions for interviewers and asked staff to share the planned panel categories rather than individual names; staff said they would follow up with commissioners as the process advances.
Next steps: staff will continue screening applicants and report back on candidate lists and panel composition; HREC leadership will serve on panels for at least one of the two roles and commissioners will be invited to provide input on evaluation lenses.
