Frequently Asked Questions

A DTM package is $299 for each position. Less than the cost of just one ad through most professional associations.

DTM positions are posted once on each of SGR’s social media platforms (Facebook, Twitter, LinkedIn & Instagram). Postings are staggered throughout the first 2-3 weeks of the 30-day posting to maximize market reach.

Each DTM position will be posted for a minimum of 2 weeks, based on space availability. Most positions are able to be posted for 30 days or longer.

Like was said about President Lincoln, Servant Leaders are made of both velvet and steel. They know how to treat people with respect, but they are like steel when it comes to their resolve to be committed to long term goals of the organization. They do the right things in the right way at the right time with the right attitude. They maintain the necessary tension between nurturing healthy relationships and leading innovative change for the future.

Please do NOT cancel your Zoom link but contact us directly at [email protected] if you need to cancel the class.

Send your request to [email protected]
To receive a full refund, your request must be received 7 days prior to the start of the class. (This allows others an opportunity to register for the class.)
If your cancellation is within 24 hours – 6 days in advance, you may request to receive a full credit, or a refund which will be at 50% + $3 service fee of the class total.
Cancellations less than 24 hours in advance, will receive credit transfer only.
Cancellation requests made after the event has occurred may not receive a credit transfer or refund.
SGR canceled classes, registrants will have the option to receive a full refund or credit transfer.
When you register for a class, you agree to these terms and conditions.

We realize there are times of extenuating circumstances. Please contact us directly to discuss. We will always do our best to accommodate your needs.

Not at all! Organizations that are committed to servant leadership want to accomplish things and they do accomplish things! In fact, they can just as much or more accomplished as organizations that are solely focused on execution. However, when the culture is built upon the principles of putting others first, it keeps them from leaving a trail of wounded people along the side of the road. That makes it sustainable over time.

The key is to align the organizations operational systems with the principles of servant leadership. From Branding and Marketing, to Recruiting, Onboarding, and Developing People, Customer Interactions, etc. SGR offers workshops and classes, not only on servant leadership, but also on how to use it to transform the culture.

Absolutely! There are many examples of organizations in the public sector and private sector who have transformed their culture and improved their operations because their leadership team became committed to servant leadership, and that commitment permeated the entire workforce.

Servant Leadership goes way beyond being a nice person. It’s a commitment to do what’s best for the organization as well as for the future, but without trampling upon people in the process.

Yes, some of SGR’s live training events are available in a virtual live setting via Zoom. SGR recognizes the need and the value that virtual live training provides, by allowing participants to attend events remotely right from their computers. Events in this format have been modified to be 90 minutes in length (unless otherwise noted) that focus on the event’s key learning objectives. Additionally, your organization can choose your own virtual platform and administrator. Contact SGR at: [email protected]

For these sessions, SGR provides: event registration, event correspondence, class deliverables electronically (i.e. participant guide), the virtual platform, a class facilitator, and a class administrator (to moderate the session). Events that are available in this format are denoted throughout the brochure with the following
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SGR’s live training events are available to be booked as “closed” events or registration can be opened up to other local government professional areas. In many cases, this can help organization’s reduce training costs. SGR is in many cases also able to accommodate special requests such as: the blending of two or more topics into a hybrid class, changing the duration of an event, or simply developing custom training to meet your needs.

Live Training is an excellent foundation for building out a year-round training and development program for your organization. It also happens to be the most effective option in driving employee engagement with great opportunities for team building and interaction as they explore how topics might relate to their daily work. This catalog is comprised of compliance and general professional development related topics that are best suited for supervisors and/or all staff.

Each event has been specifically developed with your organizational needs in mind such as all scenarios being applicable to local government and the option to designate an internal representative to attend live training so that employee questions can be thoroughly addressed or referred to the appropriate department regarding their organization’s specific policies (especially valuable for compliance topics).

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.

SGR is all about customer/client satisfaction. In the event the relationship isn’t working, SGR typically requires 14-days advance notice. However, if a situation requires immediate change, SGR stays highly engaged with our client and will provide a placement. The process would be the same, with SGR providing candidates and allowing the organization to interview those candidates. In this type of situation, no adjustments would be made to the existing contract.

SGR stays connected throughout the entire process, checking to make sure things are going as planned. SGR is always looking for feedback as well.

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.

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.

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.

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, 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.

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.

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.

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.

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.