About Bennett Associates

We are successful as recruiters because we identify candidates whose strong management orientation and experience with civic agencies is coupled with commitment to public service.

A typical list of clients/positions for which we have conducted recruitments include:

Chief Administrative Officer City/Town Manager Executive Director President	Human Resources Director Directors of Development Human Service Director
Chief Information Officer Chief Communications Director	Chief Financial Officer Finance Director
Public Safety Director Chief of Police Fire Chief	Program and Department Directors Public Health Director

Executive Search

The stages of a successful search are almost identical, whatever the recruiting firm; the difference is in emphasis. We are highly regarded for the emphasis we place on:

1. extensive up-front work with our client to clarify the strategic impact sought from this hire, and the specific accomplishments that will be demanded of the appointee;
2. original networking to seek out the best candidates according to those measures, not merely a passive screening of applicants or files;
3. in-depth comment from professional peers of those candidates, which we have learned is the best gauge of their talent and suitability.

Only a search firm experienced in this approach can obtain the candid professional assessments required -- from the hiring organization, networking sources, candidate references, and the candidates themselves -- to achieve a good and lasting result.

Bennett Yarger Associates will:
-Design a custom recruitment strategy tailored to your organization's history and leadership patterns, current issues, and future challenges;
-Pursue a recruitment calendar that starts within 10 days of authorization to proceed, includes regular progress reports, and concludes within 90 days with the selection of a successful candidate;
-Build a targeted, diverse pool of qualified, proven candidates;
-Guide your evaluation of those candidates and facilitate your interviews as needed;
-Inform the deliberations of both the hiring authority(s) and contenders for the position, and aid in the negotiation process with the candidate selected.

We perform studies that provide executives, administrators, and policy board members the tools to improve organizational performance. As management consultants we prescribe solutions and practices that improve the performance of those organizations. Our clients use the results of our management studies to make a multitude of daily operating and financial decisions. Our consulting services include:

Organizational Management
-Organizational audits -Interim management -Collective bargaining -Strategic planning -Supervisory training	-Program & performance management -Administrative policies & procedures	-Form of government studies -Charters -Special acts
Financial Management
-Financial planning and forecasting -Capital improvement planning -Performance-based budgeting systems	-Cost-of-service analyses -Outsourcing analyses	-Performance-based budgeting systems -Procurement design
Human Resource Management
-Classification and compensation systems -Performance appraisal systems	-Human resource management audits	-Human resource management policies & procedures
Public Safety Management
-Organizational audits	-Facilities management	-Manpower utilization
Public Works Management
-Organizational audits -Consolidation of services -Emergency/Disaster Response & Planning -Fleet Management & Maintenance	-Facilities management -Infrastructure Maintenance	-Manpower utilization -Capital Planning -Performance Measurement

Management Consulting

Organizational Audits: An organizational audit will provide either a high-level analysis or a detailed analysis of an organization’s structure. Typically the audit examines reporting relationships, authorities and responsibilities, financial and human supports, organizational mission, goals and objectives, and organizational efficiencies. An organization’s records are reviewed and select officials are interviewed. A written report will describe the existing organization, evaluates its effectiveness and efficiency, and provide recommendations for improving the ability of the organization to accomplish its mission.

Interim Management: Services available include executive management, financial management, and human resource management. These services are intended on a temporary basis, in order to assist the organization to continue its high level of service while it is conducting a search process. These services could also evolve into performance of discrete organizational audits, as desired by our client.

Collective Bargaining: We are available to conduct, on behalf of our client, partial to full collective bargaining services for any bargaining processes

Strategic Planning: We will conduct a strategic assessment of an organization’s short and long term goals and objectives. The process used to perform this assessment is characterized by a series of related tasks, including orientation, mission statement development, issue identification and prioritization, implementation strategies, implementation, and evaluation. Dynamic in nature, the planning process results in a report that identifies organizational mission, goals & objectives, identifies priorities, and develops an implementation and evaluation plan and program.

Administrative policies and procedures: We will develop a customized set of policies and procedures based upon the organization’s enabling legislation, reporting relationships, officials and departments authorities and responsibilities, financial and human supports, organizational mission, goals and objectives. Typically, policies and procedures can be developed for communications & ethics, financial management including capital planning, insurance, investment, procurement, and trust funds, property & vehicle management, and volunteerism.

Supervisory training: We offer basic and advanced training for supervisors. Topics covered include goal setting, work team management, personnel management, communications, motivation, managing change, budget management and planning, and customer service.

Financial planning and forecasting: We will develop a multi-year financial forecast that identifies and incorporates revenue, service and expenditure assumptions. Typically developed for a 5-year period in conjunction with a capital plan, the forecast links together an organization’s mission, goals, and objectives to it’s financial capacity to deliver desired services and programs. We will review existing cash management, investment procedures and practices to minimize costs and maximize investment returns with no additional risk of safety. As the types of financial instruments in which organizations can invest funds has increased, the management of local government funds has become more complex. We will assist organizations in controlling these risks with the formulation of an investment management policy.

Capital improvement planning: We develop a multi-year capital planning process and program that identifies facility and equipment requirements. Typically developed for a 5-year period; the plan develops a process to identify, evaluate, and prioritize capital items, recommends financial methods for acquisition, and links to the financial forecast in order to illustrate an organization’s ability to achieve its capital requirements.

Performance-based budgeting systems: We develop annual budget processes that assist organizations in communicating, implementing, and evaluating the delivery of services and programs. These processes incorporate an organization’s strategic, revenue, and service priorities. We emphasize practical strategies to evaluate the implementation process.

Classification and Compensation Systems: The purpose of a classification and compensation plan is to provide equitable pay and appropriate status recognition for all positions included. We use a point rating system to evaluate selected positions. Weighted factors address the major position characteristics of responsibility, education/experience, job conditions, physical requirements, supervision, training, etc. A rating process helps to determine internal comparable worth rankings. A comparable wage and/or benefits survey helps to determine external compensation comparisons. The ratings and comparable salary data combine to develop the classification and compensation plans.

Human resource management audits: We review an organization’s human resource procedures through a combination of interviews with appropriate staff and officials and a thorough review of human resource management records and practices. Typically the audit examines benefits, training, records, discipline, performance appraisal, classification & compensation, compliance with relevant federal and state statutes and regulations, selection and termination practices. A report will describe the existing procedures, evaluates their effectiveness and efficiency, and provide recommendations for improving policies and procedures.

Human resource management policies and procedures: We will review an organization’s current practices, evaluate their effectiveness, and develop a comprehensive set of human resource management policies and procedures.

Public safety management: We offer an in-depth range of public safety services including an analysis of staffing requirements, assignment of personnel, response time, facility location, organization and command structure, utilization of technology, adequacy of fleet management, and consolidation opportunities.

Public works management: Our assessments are based on examinations of records and procedures, interviews of staff and other key persons, and personal in-the-field observation. Our recommendations, which are concrete and achievable, are based on standard practices and compliance with applicable laws and regulations. Follow through assistance is available to ensure action where desired.