Resource Management Associates has served more than 70 clients in national, regional and statewide searches for police and fire chiefs as well as 9-1-1 directors. This has included local governments and agencies across the United States from Massachusetts and Connecticut to Minnesota and Missouri. Resource Management Associates is especially proud of the fact that our executive searches lead to the appointment of chiefs and directors who have long and successful tenures—often 10 years or more. In fact, these chiefs and directors are sometimes reappointed even before the expiration of their original appointment. Over these dozens and decades of executive searches, we have never had even one not be successful.

Resource Management Associates follows a careful, comprehensive, client-centered process in serving our clients in executive searches, including the following:

• Project Organization Conference. As soon as possible after the contract for the engagement is executed, we schedule a “kick off” meeting with the client’s leadership.

• Client Project Manager. We ask that the client appoint a knowledgeable, senior-level person to serve as the client’s active liaison with us throughout the engagement.

• Client Steering Committee. The client should appoint a small group of about 6 people from various positions within the organization to guide the client’s interests and coordinate with the consultant.

• Background Information. Resource Management Associates will review a variety of materials such as annual reports, budgets and performance metrics in order to further our understanding of the position, the organization and the community.

• Individual Interviews. Resource Management Associates will conduct confidential, anonymous, individual interviews with a broad range of stakeholders as the client may direct. This usually involves about 12 people. We do not use focus groups since people tend not to be totally frank in the presence of their peers.

• Candidate Profile. Based on the preceding tasks, we will prepare a candidate profile for the client’s review and approval.

• Advertisement.  Resource Management Associates will draft the advertisement of the position and work with the client to identify specific websites of professional organizations where it should be posted. This includes sites which enhance outreach to diverse candidates and populations.

• Screening of Candidates. During the development of the candidate profile, Resource Management Associates and the client will have developed priorities for evaluation of candidates. These will be applied in various ways throughout the evaluation of candidates.

•  Assessment Center. Resource Management Associates will administer an assessment center for not more than 6 “semi-finalist” candidates. Please see the other web page on “Customized Assessment Centers” on this web site.  The goal of the assessment center is to identify not more than 3 finalist-candidates who are best suited to what the client is seeking. 

• Background Investigations. We are available to carry out detailed background investigations of the final candidate(s). The background investigations should be completed before the appointing authority has their final interviews with candidates and presents their preferred candidate for appointment. 

• Employment Contract. Resource Management Associates is available to assist the appointing authority with negotiation of the candidate’s employment agreement. The contract should be executed before the candidate’s appointment is presented.