1. The responding firm will act as a consultant and partner with senior-level leaders Human Resources Office, including the Human Resources Manager and Administrative Services Director and/or their designee(s). Methodology to obtain this information should be creative and exhausting, including Human Resources (“HR”) staff interviews, other Division/Department Heads and regular employee interviews (anonymous if necessary), record and transaction reviews and more as necessary. Specific areas the City may require advice, counsel, recommendations, resources, research, and data may include but are not limited to the following: a. A comprehensive review of the City’s Human Resources Office and their core functions, with specific focus on the following areas: b. Assessment of Recruiting and Hiring Process: Examine existing hiring practices of the City, including outreach and recruitment efforts, the application process, the interview process, verification of education and professional accreditations, maintenance of personnel data, and consider methods to modernize these processes in order to attract more qualified and diverse applicants. c. Study disciplinary and termination procedures, and make necessary improvements or recommendations therein...
