I. PROCEDURE
a.) The Board will appoint a special General Manager Search Committee of the Board, consisting of seven persons: Four from the Board and three from property owners in good standing with the POA. The property owner positions shall be widely advertised to the property owners. Persons requesting consideration for the committee shall present a written resume to the Board showing their qualifications and reasons for participation. 
b.) The Committee shall elect a member to serve as Secretary. The Secretary will be
responsible for documenting all meetings in minutes that are provided to the board president
in a timely manner. All minutes shall be marked as “POA Confidential – for POA Board Members
Only”.
c.) The Board shall furnish the Committee a current GM Job Description and any related  descriptive documents that indicate Board expectations of the GM.
d.) The Board will develop a suggested compensation package including salary guidance based on the then current pay range shown in the POA’s Compensation Plan.
e.) The Board and Committee will jointly agree on a List of characteristics, skill sets, work  experience, etc., desired.
f.) The Committee will a adopt Job Search procedure to include:
• Publish the job opening to the Big Canoe Community through normal channels.
• Solicit candidates through industry communication channels.
g.) If the Committee determines that a professional job search firm is needed, the Committee
will evaluate and select a firm and provide a written recommendation to the Board for approval.
• Establish a written screening process that ultimately leads to on-site interview and
orientation for up to five candidates.
h.) Provide regular interim reports to the Board, and, when appropriate, to the community.
i.) Once the final candidates are finished with the interview process, the Board will meet and
take a vote on the final selection. This vote is confidential and does not have to be unanimous.
The Board will discuss and approve a suggested compensation package for the final
candidate. The Board will approve the final negotiated compensation package before making
the offer binding.
j.) Assure extensive background, credit, and reference checks on final prospects, per POA hiring
practices.
k.) All information provided to the Committee by the Board, all information received from
candidates and other information relating to this committee shall be treated as sensitive
information and not distributed nor communicated outside the Board or Committee.

II. RESPONSIBILITIES
POA Board

III. SCOPE
Applicable only when a new POA General Manager needs to be hired.

IV. DEFINITIONS

V. RELATED POLICIES OR DOCUMENTS