The Coto de Caza Board of Directors to Help Hire the new OC Sheriff?
May 13, 2008
A cursory review of the criteria used to winnow down the Orange County Sheriff candidate’s list to seven, (the seven are then to be interviewed by the Orange County Board of Supervisors) indicates that Governor Mit Romney, Governor Arnold Schwarzenegger, General Colin Powell or captains of industry like Michael Dell, Bill Gates or Steve Jobs would not make the first cut.
It also indicates that whoever is in charge of the process has no idea as to how to conduct an executive search.
Given that the CZ Master association board of directors took over the job search from the property manager because the company did not know how to hire the right candidates, perhaps the board can assist the Orange County Board of Supervisors, gratis. An the fact that the CZ board likes to dole out subsidies left and right (politically speaking and otherwise), it makes perfect sense.
Below is a letter we sent to the Orange County Board of Supervisors on the subject:
To the Orange County Board of Supervisors:
From my email exchange with Brooke De Baca, it is clear that the hiring process used to select the candidates to be interviewed by the Orange County Board of Supervisors is severely flawed. Clearly the individual(s) responsible for overseeing the process severely lack executive search experience, and should be terminated immediately
I humbly suggest that the interviewing process stops until there is some sort of due diligence conducted, and the board of supervisors convinces itself that the process is, or is not acceptable.
email message sent to Ms De Bacca:
Once again, thank you for your promptness.
Forgive my denseness - your response helps to explain why two OCSD insiders (Lt Hunt and Sheriff Anderson) made the short list - these two candidates assure continuity, continued bickering, politicking and mudslinging - prevalent OCSD characteristics we have seen for decades - otherwise known in the vernacular as the definition of insanity: Doing the same thing over and over again, expecting different results. On the other hand, I am more confused than before:
Reading the original criteria we can extrapolate that the ideal candidate is a person who has extensive knowledge and practical experience in an ultra narrow field - a manager who would follow orders, make nice with the union and maintain the status quo, as compared to a visionary leader tailored to a specific organization. Given the general lack of trust, it would seem that what is very much needed is a leader with broad experiences who would facilitate an extreme corporate culture make over and bring back integrity to the department, so desperately needed.
Your most recent response is paradoxical - in essence it says: now that we have cut most of the applicants, and have a short list, we are sure to find a union-friendly manager with tunnel vision, then we are going to see how we can tailor the organization to best fit his or her qualifications. In other words, captains of industry such as Michael Dell, Bill Gates, or even Lieutenant governor Jerry Brown, of even President George W. Bush, would not have made the short list.
Of course, it is extremely important to identify the retired law enforcement and anyone else involved in the review process to assure transparency and confirm the union is or is not represented, for instance. For all we know, Sheriff Michael Caron is the retired Sheriff, right? Can you please identify the parties involved?
Since the technology complexity and leadership issues were considered after the first cut, can you please tell us what metrics were used? That is, how were these two elements characterized, how were they measured, and what weight did they carry.
Thanks and regards
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