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Recruiting Your Next CEO/General Manager

Recruiting Your Next CEO/General Manager. 2005 APPA National Conference Disneyland Hotel Anaheim, CA June 21, 2005 Presented by Kevin J. Bulman Chairman, Hingham Municipal Lighting Plant. Town of Hingham, MA. Located 15 miles south of Boston Population of 22,000+ people

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Recruiting Your Next CEO/General Manager

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  1. Recruiting Your Next CEO/General Manager 2005 APPA National Conference Disneyland Hotel Anaheim, CA June 21, 2005 Presented by Kevin J. Bulman Chairman, Hingham Municipal Lighting Plant

  2. Town of Hingham, MA • Located 15 miles south of Boston • Population of 22,000+ people • Covers 22.5 square miles • Ranks 10th in the State for desirable Town to live • Medium average yearly income $109,000

  3. Hingham Municipal Lighting Plant • Established in 1894 • Three-person elected Board of Commissioners • 11,000 meters • Mix of 80% residential/20% light commercial • Company has 30 FTE’s • Peak Load of 40 MW • Experiencing 30% load growth in next 3 years

  4. Filling the General Manager Vacancy • Unplanned vacancy of GM position • No succession planning at HMLP • Executive Search fell to the Commissioners • Reviewed recent searches by other municipal light plants • Decision to hire Executive Search firm with Power industry experience • Reviewed Search firm experiences and references

  5. 6 Questions to Ask Before Search • What is the business environment going to be like for us over the next 5 to 10 years? • Given that environment, what are our goals? • What do we need to do to reach our goals? • What must the CEO/GM be able to do extremely well for us to succeed? • What is the culture here? • What personality traits must the CEO/GM have to succeed in this culture and get the company moving in the right direction?

  6. Selecting an Executive Search Firm • Industry Knowledge and Specialization • Geographic Scope • Overall Track Record • Guarantees and Liabilities • The Search Process • Qualities of the Search Manager • Communication

  7. The Hiring Process • Identify qualities necessary in the next CEO/GM • Select candidates with experience in business and labor relations • Create desired Job Profile for position • Identify a candidate pool • Develop a time-line for process • Develop, with search firm, evaluation criteria • Narrow Interview List (5 candidates) • Consistent Interview of Final Candidates

  8. CEO/GM Selection Criteria • Strong Management/Business Background • Industry Background • Communication Skills • Labor Relations Experience • Proven Leader • Community Oriented

  9. Interview Session • Candidates screened by Search Firm • Short List of Candidates for Board Interviews • Specific list of Questions for each candidate • Short time frame for interviews • Open Public process

  10. Lessons Learned • Time Consuming Process • Set a Realistic Timetable with the Search Firm/Committee and stick to it • Constant communication with Search Manager • Commissioners were the Weakest Link in the process • Use a wide candidate pool • Keep the process transparent

  11. Questions?

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