2.2 ERMUSR 4-28-2020UTILITIES COMMISSION MEETING
TO: FROM:
ERMU Commission Troy Adams, P.E General Manager
MEETING DATE: AGENDA ITEM NUMBER:
April 28, 2020 2.2
SUBJECT:
Leadership Transition
ACTION REQUESTED:
Approve or consider the following:
Hiring of search consultant
Create search committee
Determine candidate pool
Establish search and selection process schedule
Appoint interim general manager
Establish terms for extended contract services from outgoing general manager
DISCUSSION:
With the resignation from the General Manager, there are several leadership transition action
items for consideration by the commission.
Consultant It is recommended that the commission consider hiring a consultant to help
coordinate the general manager search and placement process. The consultant would help to
discuss, vet, and establish selection criteria to help the commission select the candidate which
best fits their needs. The consultant would also help generate a list of typical GM/CEO type
questions which the commission could select from to ensure that questions used are legal.
The leadership team has been using a consultant, Debra Englund CEO HRExpertiseBP, for
team development for the past six years. Ms. Englund would be in a unique position to evaluate
fit and skill sets needed to compliment the organizations culture. She could also help with
current leadership team assessments, gap analysis, and strengths/weaknesses analysis. It would
be my recommendation that the commission hire HRExpertiseBP to assist with the process. Ms.
Englund will be attending the meeting to answer questions.
Committee - The commission should consider creating a search committee that is authorized to
work with the consultant to make certain candidate screening decisions and to prepare a
refined list of candidates for the board. Ideally, this committee would have only two
commissioners. The committee could solicit input from the leadership team and employees on
skills, leadership style, and selection considerations. However, it would not be typical for
employees to participate on the committee itself.
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Candidate poolThe commission should decide whether to search internallyonly verses
conducting an internal/external search. The commission should discuss pros and cons related to
this decision including impact to workplace culture stability, search costs, and schedule.
Schedule Once the commission has discussed the above action items, it would be appropriate
to establish a timetable for the process, even if things need to be revised later. This is important
for all existing employees to know because there will be anxiety with the unknown. Knowing a
timeline will help them through the transition.
Interim The commission should also appoint an interim general manager.
Temporary contract services for transition The commission should discuss having the
outgoing general manager on retainer for a month or possibly two as a contract employee to
provide transition support. This more typical for retirements but is not uncommon for
transition where a general manager is leaving on good terms.
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Page 2 of 2
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HANDOUT AT MEETING PROVIDED BY DEBRA ENGLUND
HRExpertiseBP
Successful Execution... .On Demand
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Debra Englund, MA►R/CCP
Debra@HRExpertiseBP.com
612.414.6833
In 1999, after more than ten years in corporate leadership roles, Debra founded HRExpertiseBP, a
highly respected consulting firm specializing in Organizational Effectiveness, Human Resources and
Business Process Improvement. "In today's economy, expertise is no longer enough. We focus on
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Debra has a Master's degree in Industrial Relations and Industrial Organizational Psychology from the
University of Minnesota. She has over 35 years of experience in the field of Organizational
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Paul.
Debra works extensively with executive teams and Boards of Directors. She is often engaged to work
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