Hiring a new Director —
one of the most important decisions a commissioner will make.

The Illinois Association of Park Districts (IAPD) Director Search Service is a program to assist park and recreation boards in their search for qualified directors. IAPD's staff is familiar with the many ways of reaching potential candidates around the state and nation. We also have many years of experience in helping park commissioners define special needs and facilitate board consensus. The board members make the final decisions about who will be the director.

IAPD believes that selection of the chief executive is the local park board's privilege and legal responsibility. IAPD search service assists the local district in selecting the chief executive they feel will best serve their district. Furthermore, IAPD stresses that there is a common need for the park board and potential candidates for confidentiality throughout, as well as after, the selection process.

When assisting a board in the selection of a chief executive, the IAPD search service recommends the following procedure:

I. Board/IAPD representative work study meeting(s). This phase of the process is vital not only in providing the IAPD search service direction, but also in developing a common understanding of what the board expects from the chief executive. This process may require several meetings.   

  A. Define search service for board.

  B. Board defines/gives direction to IAPD representatives regarding qualifications, experience, salary limits, special district       needs, job description, etc.

  C. IAPD obtains specific data for developing vacancy information.

  D. Board establishes local search committee (optional).
      1. Assists in developing demographics of district
      2. Interviews screened candidates.

  E. Board approves IAPD search service screening committee. An IAPD representative serves as chairman.

  F. Develop a time-line for selection process.

  G. Enter into a contract with IAPD for search service.

II. IAPD develops a vacancy brochure. The IAPD search service can provide expertise in counseling the board as they      develop this blueprint" for the prospective chief executive.

  A. Description of community.
      1. Socioeconomic.
      2. Industrial.
      3. Cultural aspects.

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  B. Description of district.
      1. Geographic location.
      2. Board membership.
      3. Current staff.
      4. Facilities.
      5. Program offerings.
      6. Special projects (current or projected).
      7. Financial data, including budgets, bonded indebtedness, bonding power, assessed valuation, tax rates, referenda history,           and projected needs.

  C. Job description with IAPD consultation.
      1. Board-chief executive relationships and responsibilities.
      2. Staff-community relations.
      3. Business administration requirements.
      4. Personnel.
      5. Professional training and experience desired.
      6. Personal qualities desired.
      7. Evaluation procedures.

  D. Some reference to salary.

III. IAPD solicits and pre-screens applicants. If the board wishes to consider applications from current staff, the board should       act upon these applications prior to soliciting applicants from outside the district. The board may, as an alternative, have       IAPD screen and submit nominations and then add applications from staff into competition.

  A. Posts vacancy with established state and national publications, collegiate placement services, and professional recreation        organizations.

  B. IAPD screening committee reviews all information submitted by applicants.
      1. Screening committee meets as soon as possible after close of applications.
      2. Screens applicants to number of candidates requested by board that best meet criteria.
      3. All information on applicants not selected by the screening committee remains the confidential information of IAPD.

  C. Conducts reference check of selected candidates' previous employers. Some boards desire a criminal background check        conducted as well.

IV. IAPD representatives and board search committee review nominations.

  A. A complete resume, all background information, and reference check comments on each nominee.

  B. Board search committee selects three to five final candidates for board to interview.

  C. IAPD will provide board with materials to assist in the interview process.
      1. Sample guidelines and format for initial and final interviews.
      2. Sample questions appropriate and legal for the interview session.
      3. Assistance in developing salary options, fringe benefits, etc.

V. Local search committee conducts initial interviews. The IAPD search service will not participate in this step or the next.      However, the IAPD representative will be "on call" to answer questions regarding information on a nominee or to suggest      procedures, assist in making arrangements for interviews, etc.

  A. Interview three or four candidates, plus local staff if board chooses that option.

  B. Recommend two or three finalists for entire board to review.

VI. Board interviews finalists and selects chief executive.

  A. The board may wish to visit the community where finalist is currently employed before making final choice.

  B. IAPD will assist in making arrangements for visits if requested to do so.

  C. All candidates should have a visit to the areas and facilities. These visits could be conducted by the visitors' bureau or       members of the Chamber.

The selection procedure should not be hurried; two to four months is standard to conduct a thorough search. Any district seeking a new chief executive is encouraged to investigate this service. There is no charge for an IAPD representative to meet with the board to discuss the service in detail. Costs for searches are kept to a minimum.

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