Interim Services

One of the human resource needs of any local government organization is the recruiting of qualified candidates for vacant positions and retaining a qualified workforce. The sudden and abrupt departure of a key staff member is rarely planned. When that departure happens, many organizations ask what is next or what about that special project in progress?

SGR’s interim management services provide qualified interim personnel to help mitigate the anxiety of losing a key staff member, providing additional time to think through the need and recruitment process.

In terms of project management, clients may have stagnant project(s) needing additional manpower to get that project(s) over the finish line.

In terms of succession planning, identifying a successor is only half the battle. Once an individual is identified, the necessary time to prepare for their new role can take as long as two to three years. In these cases, SGR can provide an interim professional to shadow the individual and offer an unbiased assessment of his/her skill sets. The interim professional will then create a coaching plan to mentor the individual in their new role.

The most common reason a professional reaches out to SGR is because they have retired early but would like to continue contributing to their profession.

SGR maintains a candidate pool with over 500 individuals, broken down by profession. When a client reaches out, SGR taps into this candidate pool that spans the nation.

The length of a typical interim assignment is four to six months. SGR has been fortunate in placing the correct individual with the right city with these placements lasting longer than 12 months.

Most of SGR’s candidate pool consists of retirees, who generally do not have an interest in accepting a permanent position. On some occasions, however, once an interim begins an assignment, it rekindles their desire for public service, and they would consider a permanent position.

For organization mangers affected by a transition, interim assignments are more of a “try before you buy” scenario. If there is a mutual interest at the end of an assignment, the city would express, in writing, their intent to terminate the contract, pay a placement fee, and the interim professional would become a part of their organization.

SGR moves quickly based on the client’s desired speed. On average, a placement takes 7-10 business days after the candidate interviews with the city. Of course, this timeline is always subject to the candidate’s availability to start.

In general, if the timeline unavoidably extends past 7-10 days, SGR may ask the candidate to be on site briefly to begin getting acquainted with the assignment.

Typically, if a hiring decision is rushed, it can sometimes lead to hiring the wrong candidate. When an organization hires an interim professional, that organization gains someone with the experience to navigate challenging situations. At the same time, that interim professional will possess a strong municipal background and progressive career path, enabling them to bring their leadership to other departments as well.

In some cases, it is helpful to bring someone in to assess the organization. If your organization has a culture where it is possible to have an open, honest dialogue, it opens the door to receiving candid feedback that will help guide the organization into the future.

All interim professionals are independent contractors. They are NOT employees of the City, however, they are under the City’s purview and subject to all of the City’s policies and procedures.

With regards to pay, SGR processes payroll. The interim professional completes a timesheet every week and forwards it to their supervisor for approval. Once approved, the timesheet is sent to SGR’s finance staff for processing. SGR’s goal is to make it as easy for the organization as possible.

Typically, SGR presents one candidate. SGR has done all the leg work regarding sourcing and vetting the candidates previously. Typically, organizations rely on SGR to make that decision, however, if an organization prefers to view multiple candidates, they are able to do so.

This happens quite often as public service knows no boundaries. SGR looks to place a local professional within commuting distance which is defined as 50 miles from the organization. However, in the event the search must be broadened, we ask that the organization provide some type of temporary housing, whether a hotel or the organization leverages relationships with local Chambers and/or tourism districts. The hotel is direct billed to the organization.

Lately, organizations have been providing monthly housing stipends based on the local rental market rate. The interim professional would be responsible for securing housing within that stipend.

That does happen; however, due to SGR’s vast candidate pool, it can be managed easily. SGR would perform another client intake to determine what additional skillsets are needed. SGR would locate another candidate that meets or exceeds the organization’s expectations. SGR would also make sure the replacement interim has the opportunity to work with the current interim to ensure a smooth transition. There is no additional fee associated with the replacement process.