Developmental Associates, Author at Developmental Associates

Ed KerwinSenior Consultant

Developmental Associates — Sat, 28 Aug 2021 06:25:35 +0000

Ed has 40+ years of progressively responsible experience operating and managing public water and wastewater utilities in Maryland, Florida and North Carolina. In July 1996, Ed became the Executive Director of the Orange Water and Sewer Authority which provides water, wastewater and reclaimed water services to the towns of Chapel Hill and Carrboro and to The University of North Carolina at Chapel Hill. Ed has bachelor’s degree from the University of Maryland and a master’s degree from Johns Hopkins University.

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Senior Consultant appeared first on Developmental Associates.

Eleanor GreenSenior Consultant

Developmental Associates — Mon, 29 Jun 2020 14:47:00 +0000

egreen@developmentalassociates.com

Eleanor Green, Ed.D., SHRM-SCP, is a human resources professional and a graduate of NC State University with a Doctorate in Adult Education (with a focus on Training and Development) and a Master’s degree in Public Administration. She received her BA degree in Psychology and Political Science from UNC-Chapel Hill.

Eleanor served as the Human Resources Director for the Town of Apex from 1997 until she retired in 2018. In this role she designed and coordinated employee selection processes and assessment centers, conducted training, provided coaching and counseling to managers and employees, and led organizational change efforts. Prior to working in Apex, Eleanor worked for Orange County as the Training and Employee Relations Manager. During her local government career, Eleanor served on the NC League of Municipalities Board of Directors and was elected by her peers to serve as President for the NC Organization of Municipal Personnel Officers (OMPO), President of NC-International Public Management Association (NC-IPMA).

Eleanor is SHRM-SCP certified and is a certified administrator of the EQi 2.0, EQi 360 and the Myer-Briggs Type Indicator, and has extensive training in group facilitation.

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Senior Consultant appeared first on Developmental Associates.

Greg GraysonSenior Consultant

Developmental Associates — Sun, 28 Jun 2020 14:51:00 +0000

ggrayson@developmentalassociates.com

Chief Greg Grayson (retired) joined Developmental Associates in 2017 as a Senior Consultant working on executive selection projects, coaching, and fire service organizational development.

Greg holds a master of public administration, bachelor, and associate in fire protection. He holds numerous professional credentials including Chief Fire Officer (CFO), MIFireE from the Institution of Fire Protection Engineers, and multiple other fire service certifications, including being North Carolina’s first Advanced Firefighter. Outside of the fire industry he holds the highly respected Senior Professional in Human Resources (SPHR) and SHRM-SCP credentials.

Greg has more than 34 years of progressive experience in the North Carolina fire and rescue service. His experience includes beginning public service as a volunteer firefighter and ascending the career ranks to become the Fire Marshal/Fire Rescue Director for Wake County, North Carolina. In the following seventeen years, he served as the fire chief for three North Carolina urban cities – Burlington, Asheville, and Greensboro.

In 2015, his long-term, dedicated public service to the people of North Carolina was recognized by the Governor through the prestigious “Order of the Long Leaf Pine”, the state’s highest honor that can be awarded to a citizen.

Upon retiring from local government service, Chief Grayson was appointed by the State Fire Marshal in 2015 to proactively serve as the state’s first and only public fire service management consultant, providing high-level technical assistance to county and municipal managers. He also managed statewide fire service advancement initiatives and led the Office of State Fire Marshal Technical Services program.

He is active in the North Carolina Association of Fire Chiefs and the IAFC Metropolitan Fire Chiefs organizations and continues to serve as a volunteer firefighter in his home community. He is the founder of NC Fire Rescue Innovative Solutions, a consulting firm specializing in providing progressive local government leaders professional services regarding fire and rescue technical expertise, education, problem resolution, strategic planning, advice, and guidance.

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Senior Consultant appeared first on Developmental Associates.

Joe DurhamSenior Consultant

Developmental Associates — Fri, 26 Jun 2020 14:39:00 +0000

joe.durham@developmentalassociates.com

Joe has worked in leadership positions for local government (city and county), state government, and the private sector. He retired from Wake County Government where he worked for 13 years serving as Deputy County Manager and Interim County Manager.

He previously worked as County Manager for Edgecombe County and in various leadership roles with the City of Sanford, Richmond County, and the City of Rocky Mount. He has also worked with the Wooten Company ( engineering, planning, and architecture ) and the State of North Carolina ( Department of Natural Resources and Community Development).He earned a BS from East Carolina in Urban and Regional Planning and has also done graduate work in local government management at ECU and UNC-Chapel Hill.

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Senior Consultant appeared first on Developmental Associates.

Mike RuffinSenior Consultant

Developmental Associates — Wed, 24 Jun 2020 15:44:00 +0000

mruffin@developmentalassociates.com

Mike Ruffin is a retired city and county manager, having most recently served as Durham County Manager for thirteen years before retiring in 2014. As the county’s chief executive officer, he managed an organization with 1800 employees and an annual budget of over $500 million. Prior to coming to Durham, he held similar posts in the Atlanta, Charlotte, and the Raleigh‐Durham metropolitan areas. He served as a city or county manager for over 36 years.

Under his leadership, Durham County was recognized across the country for innovative services and was in the top 1% of counties nationally for its outstanding financial and debt management. His administration reduced the property tax rate by 22% during which time hundreds of millions of dollars in improvements for new libraries, schools, a courthouse, a human services building, and other county office buildings were completed.

Durham County Government was also a frequent recipient of national and state awards for its services and entertained visitors from around the world seeking to learn more about how its services are delivered. It enjoyed a national reputation for outstanding economic development. Thousands of new jobs were created during his tenure, and almost two billion dollars in new investments were generated. His administration was also a major player in the resurgence of downtown Durham and partnered with the City of Durham and Downtown Durham, Inc. to make the American Tobacco Campus and the Durham Performing Arts Center become realities.

He is a graduate of East Carolina University with a B.S. Degree in Urban and Regional Planning, holds a Master of Public Administration Degree from the University of North Carolina at Chapel Hill, and is a certified mediator having trained at the University of Georgia’s Carl Vinson Institute of Government. He also holds life memberships in the International City and County Management Association (ICMA) and the North Carolina City and County Management Association.

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Senior Consultant appeared first on Developmental Associates.

Pam PopeSenior Consultant

Developmental Associates — Tue, 23 Jun 2020 15:42:00 +0000

pampope@developmentalassociates.com

Pamela (Pam) Pope retired after a thirty-year career in Criminal Justice in North Carolina. Pam has a Bachelor of Science degree from the University of North Carolina at Chapel Hill and began working with Developmental Associates in August 2015.

At the time of her retirement in August 2013, Pam served as the Deputy Director of the Criminal Justice Standards Division under the NC Department of Justice. She had served in that position since October 2008. Prior to working with the Criminal Justice Standards Division, Pam worked at the North Carolina Justice Academy. While at the Justice Academy, she served as a School Director for the General Instructor program which she still teaches in at various Community Colleges, had oversight of the development of the mandated in-service training and was Manager of the Training Center which was responsible for all commission courses of the Criminal Justice and Sheriff’s Commissions.

Pam has participated in the administration of assessment centers as well as the recruitment of assessors since coming on board with Developmental Associates.

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Senior Consultant appeared first on Developmental Associates.

Pat BazemoreSenior Consultant

Developmental Associates — Mon, 22 Jun 2020 14:31:00 +0000

pbazemore@developmentalassociates.com

Chief Pat Bazemore (retired) joined Developmental Associates in 2015 as a Senior Consultant. She is certified in EQi 2.0 Analysis and Interpretation and works with DA in EQ feedback, coaching, and promotional assessments in public safety and a cross-section of positions in executive selection.

Pat was hired with the Town of Cary in 1986 as a patrol officer and two years later piloted the elementary DARE program for Wake County. In 1990, she was promoted to sergeant. She was the department’s first female lieutenant, first female captain, and first female major. In 2003, she became Cary’s first deputy chief. She served twice as the interim chief before being appointed chief on January 11, 2008.

Pat holds an Associate’s Degree in Criminal Justice from Wake Technical Community College, a Bachelor of Applied Science degree from Campbell University, and a Master’s Degree in Business Administration from Pfeiffer University. She has participated in advanced law enforcement training. She graduated from the FBI National Academy in Quantico, VA, completed the Administrative Officers Management Program at NCSU in Raleigh, and completed the City and County Administrators program through the School of Government at UNC-Chapel Hill.

Pat is a member of the International Association of Chiefs of Police and the FBI National Academy Association. She served as a board member with the North Carolina Association of Chiefs of Police and was the past president of the North Carolina Police Execs Association. She served as a Commissioner with the North Carolina Criminal Justice Education and Training and Standards Commission. She retired July 31, 2015, with more than 28 years of service to the citizens of Cary.

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Senior Consultant appeared first on Developmental Associates.

Sherry RogowskiSenior Consultant

Developmental Associates — Fri, 19 Jun 2020 15:43:00 +0000

srogowski@developmentalassociates.com

Sherry Rogowski earned an M.Ed. and Ed.S. from James Madison University in School Psychology. She has worked as a school psychologist for 24 years with testing and evaluation, also specializing in program development and training for adults that help school leaders to plan for and implement practices that result in an effective climate and culture for learning. Sherry is certified to administer and interpret the EQi 2.0 and 360.

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Senior Consultant appeared first on Developmental Associates.

Tom Moss Senior Consultant

Developmental Associates — Thu, 18 Jun 2020 15:40:22 +0000

Phone: (919) 813-6096

Fax: (919) 237-9136

tmmoss@developmentalassociates.com

Thomas M. Moss retired after a thirty-three-year career in law enforcement in North Carolina, the last twenty as Chief of Police in Garner. He earned a Bachelor of Science in Criminal Justice from NC Wesleyan College in Rocky Mount and a Master of Public Administration from East Carolina University. He is a graduate of the 151st FBI National Academy and the Municipal & County Administration Course at the UNC School of Government. He serves as a Senior Consultant with Developmental Associates.

Chief Moss chaired the Education and Training Committee of the NC Criminal Justice Education and Training Standards Commission and the Criminal Justice Improvement Committee of the Governor’s Crime Commission for many years prior to retirement. He is a Past-President and a Life Member of the NC Association of Chiefs of Police. He was also awarded Life Membership in the International Association of Chiefs of Police. He is uniquely qualified to conduct law enforcement agency assessments and audits.

For the past twenty-eight years, Chief Moss has been active in assessment center design and employee selection and training systems development. Under his leadership, the Garner PD implemented community policing and was awarded national accreditation by the Commission on Accreditation for Law Enforcement Agencies (CALEA). Tom was awarded The Order of the Long Leaf Pine by the Governor for his service to the citizens of Garner and the State of North Carolina.

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Senior Consultant appeared first on Developmental Associates.

Deficiencies of Traditional Headhunting Techniques

Developmental Associates — Thu, 11 Jun 2020 09:21:17 +0000

www.developmentalassociates.com

The Benefits of Developmental Associates’ Talent Identification Program

COMPARISON OF RECRUITMENT METHODS

TRADITIONAL APPROACH

DEVELOPMENTAL ASSOCIATES APPROACH

•Recruitment is conducted by placing ads, developing brochures, and targeting individual managers.
•The search firm promises that they have a stockpile of candidates who would not otherwise apply.

•In addition to placing ads, developing brochures, and targeting national and state contacts, Developmental Associates (DA) uses NEOGOV, the number one HR application for governments nationwide. This service posts the jobs on governmentjobs.com, reaching qualified government managers across the country.
•DA also uses list serves to contact managers throughout NC.
•DA has operated in NC for over 25 years and knows NC managers like no other firm.Moreover, we have well-established national contacts.
•DA develops engaging and customized position announcements that go beyond simply a listing of job responsibilities.

COMPARISON OF INITIAL SCREENING METHODS

TRADITIONAL APPROACH	DEVELOPMENTAL ASSOCIATES APPROACH
•Applicants may submit cover letters and resumes in whatever form they choose. •Candidates often still provide this information in hard copy. •Their resumes are difficult to compare (“apples to oranges”) because they are structured differently. Some resumes are chronological; others reflect career achievements. Most do not provide critical information necessary for accurate evaluation.	•Using NEOGOV, electronic application forms with supplemental questionnaires are designed specific to the needs of the client and the position •Candidates may still submit cover letters and resumes. However, a customized electronic application enables an “apples to apples” comparison across all candidates. •Candidates demonstrate their motivation by having to complete an application and questionnaire online rather than simply changing the name on the front of their cover letter. •DA analyzes each application and scores them on the basis of their fit with the needs of the client.
•Traditional search firms typically make decisions for you by conducting the initial screen of candidates to winnow down the number of candidates to a manageable number.	•Ideally, DA is the facilitator of user-friendly information and you decide among the qualified candidates, who will move through each step in the process. This allows you to pay attention only to those who meet minimum qualifications and you exercise maximum control over the process. While DA can also conduct the initial screen for you, we prefer to involve you in those decisions. •DA can provide you with comprehensive information on ALL candidates, including their answers on the application form, resumes, and cover letters.

COMPARISON OF SECONDARY SCREENING METHODS

TRADITIONAL APPROACH

DEVELOPMENTAL ASSOCIATES APPROACH

•The lead consultant assesses each of the candidates through telephone or on-site interviews and reference checks.
•The consultant considers a smaller number of candidates – usually fewer than 10.
•In rare cases, a psychological or personality inventory is administered. Often that inventory, such as the Myers-Briggs, or DiSC is not valid for employment purposes creating potential liability for the employer.

•DA uses three independent methods to assess the candidates. A different member of our team conducts each of these screening methods. We keep a “firewall” among them, giving you three independent evaluations of the candidates.
•We contract with a subject matter expert to conduct and score a structured telephone interview of each candidate.
•Another team member evaluates candidate written responses to questions that require candidates to provide evidence of their accomplishments.
•One of our psychologists administers the Emotional Intelligence Inventory (EQi 2.0), which is validated for employment.
•You receive comprehensive information and ratings of each candidate. You decide whom to move forward in the process.

COMPARISON OF CANDIDATE ASSESSSMENT METHODS

TRADITIONAL APPROACH

DEVELOPMENTAL ASSOCIATES APPROACH

•The employer conducts interviews of the candidates and the search firm facilitates the process.
•The search typically firm provides little guidance on the interview other than to perhaps encourage structured questions.
•You will rely on interviews or presentations to assess candidates.
•Research indicates that interviews – even when properly conducted – predict no more than 40% of executive performance. Unstructured interviews predict less than 20% of job performance.
•Typically, no answer key is provided. If it is provided, it is typically vague. You must infer candidate competencies.

•DA recognizes that only three competencies can be directly assessed through an interview – oral communication, knowledge, and judgment. These are important competencies but they are inadequate for predicting executive performance.
•DA structures assessment simulation exercises, such as budget presentations, staff coaching sessions, written plans, and meeting facilitation. These methods are tailored to your organization’s needs and current issues, providing direct assessment of managerial and technical competencies. They also enable fair and objective comparisons of internal candidates with external ones.
•We integrate the results on the assessment exercises along with the results on the EQi. Having multiple data points that provide similar results, gives you more confidence in the information you have on each candidate.
•You conduct final interviews after the assessment. However, you do so knowing the competencies of those finalists, therefore questions are more targeted, yielding richer responses from applicants.
•DA can help you design interview questions and work with you to best structure, conduct and objectively score a sound interview.

COMPARISON OF SUPPORT FOR THE NEW MANAGER

TRADITIONAL APPROACH	DEVELOPMENTAL ASSOCIATES APPROACH
•Rarely offered at all but if so, limited to following up with the employer or applicant to ask how things are going.	•DA takes the extra step to enable the new executive to be successful. •We provide him/her with intensive feedback on the assessment exercises and the EQi. •We help the new executive to develop a plan for ensuring their success in facing new challenges.

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