HomeMy WebLinkAboutAgenda - 10-12-2010 - 3ORANGE COUNTY
BOARD OF COMMISSIONERS
WORK SESSION AGENDA ITEM ABSTRACT
Meeting Date: October 12, 2010
Action Agenda
Item No.
SUBJECT: Process for Recruitment and Selection of the Tax Administrator
DEPARTMENT: County Manager PUBLIC HEARING: (Y/N) No
ATTACHMENT(S): INFORMATION CONTACT:
Frank W Clifton, County Manager, 245-2306
Jo Roberson, Tax Administrator, 245-2727
Michael McGinnis, Human Resources
Director, 245-2552
Clarence Grier, Financial Services Director,
245-2453
PURPOSE: To provide information and receive the Board's direction on the process for the
recruitment and selection of the Tax Administrator.
BACKGROUND: On December 31, 2009, former Tax Assessor John Smith retired after serving
Orange County for 24 years. -With this vacancy, the Board of County Commissioners charged
the County Manager with reviewing the functions of tax assessment and collections and
increasing efficiencies in these areas without adding costs. Based on the County Manager's
recommendation, the Board approved reclassification of the Revenue Director/Tax Collector
position to Tax Administrator, reclassification of the Tax Assessor position to Revaluation
Manager and consolidation of the Revenue and Tax Assessors Departments into the Tax
Administration Department. The incumbent Revenue Director/Tax Collector, Jo Roberson, was
appointed as Tax Administrator, effective January 1, 2010.
Sections 105-294 and 105-349 of the North Carolina General Statutes provide that the Board of
County Commissioners shall appoint a county assessor and a tax collector. The statutes do not
specify length of term for tax collector but require the county assessor be appointed to a term of
not less than two nor more than four years. Whenever a vacancy occurs in either office, the
board of county commissioners shall appoint a qualified person to serve as county assessor or
tax collector for the period of the unexpired term. The statues also provide that the offices of
county assessor and tax collector are offices that may be held concurrently with another
appointive or elective office. Continuing the County's practice of making appointments to the
office of Tax Assessor and Tax Collector for two-year terms, Ms. Roberson's current
appointment as Tax Administrator is for atwo-year term, expiring June 30, 2011.
With the Board's approval, the County Manager will work with the Human Resources
Department to develop a recruitment and selection process that will identify qualified candidates
for the position of Tax Administrator. The Board and other stakeholders will have the
opportunity to provide input in the development of this process. With the assistance of a panel
of interviewers, which may include a County Commissioner, the County Manager will select and
interview potential candidates for the position. The County Manager will recommend a qualified
candidate to be appointed as Tax Administrator by the Board of County Commissioners.
The Board may decide on a process in which it takes on more oversight of the recruitment and
selection process. This may include working through the County Manager in conjunction with
County Clerk's Office and Human Resources Department to develop and implement specific
components of the process. The Board may also appoint an individual to this position without
a formal recruitment and selection process.
Regardless of the specific process determined by the Board, the timeline for implementing the
process must be started soon to be completed by May 1, 2011.
The proposed timeline includes the following:
1) Develop Recruitment and Selection Process
2) Advertise Position (internal/external)
3) Review, Interview and Evaluate Candidates
4) Select Candidate
5) Hire Date
6) Official Transfer of Responsibilities
October 2010
November/December 2010
January/February 2011
February 15, 2011
April 1, 2011
May 1, 2011
FINANCIAL IMPACT: Utilizing Staff to administer the recruitment and selection process will
allow the County to avoid any contract cost charged by consultant agencies.
Funds are budgeted in the Tax Administration Department's FY 2010-11 operating budget to
provide salary and benefits for the Tax Administrator position. To foster a seamless transition,
the recruitment and selection plan has a one month overlap period between the current and
new Tax Administrator. Funds to cover this additional cost will be absorbed by the County's FY
2010-11 operating budget.
RECOMMENDATION(S): The Manager recommends the Board discuss and provide direction
to the County Manager on the process for the recruitment and selection of the Tax
Administrator.