Of course you know this maxim to be true…but when looking at equally qualified candidates for the position of Chief Electoral Officer it seems only logical to choose the one that costs less than the other(s).  I would acquiesce of course to this decision making model if in fact the candidates were equally qualified, however, I would suggest that upon closer analysis it is truly unlikely any two candidates would ever be truly equally qualified.  We are human after all, and each of us has traveled a different path and had varied experiences both in technical training and work experience and life experience…if we looked closely at the route it took each candidate to reach this point of consideration it would reveal much more than what is simply written in a resume, application or proposal submission.

Your potential Chief Electoral Officer hire should at a minimum meet screening requirements for the essential core competencies of the Office.  These are the key performance indicators that define the skill sets for high level proficiency in conducting elections.  Not only are these skills and abilities that can not be imitated by the less qualified, they are the fundamental competencies that add value through a diverse background of productivity and experience, multiple streams of technical expertise, communication prowess and leadership intelligence, and a deep commitment to the integrity and depth of their profession/industry.

When taking a closer look at your potential Chief Electoral Officer hire consider these core competencies as a starter checklist – these are not listed in any particular order or priority – they can be ranked more appropriately both in weight and priority by your management/leadership/selection team as part of the assessment process.

  1. Cultural Consciousness – what is the level of First Nation awareness, understanding and knowledge?
  2. Technical Aptitude – Custom/Treaty/INAC Elections – is there direct experience in executing your election type?  Are there references to corroborate successful election events and processes?
  3. Communications, Collaboration and Relationships – select a candidate with strategy for community building around your election processes – what is the communications strategy and how will they connect with your Members?
  4. Modern Social Media Expertise – there must be the ability to incorporate these preferred communication channels with your Members.
  5. Appeal Risk Assessment – how many appeals have been filed and how many successful with this candidate? A slip here could cost you tens of thousands of dollars later!
  6. Performance and Change Proficiency – what is the candidates proven track record when under intense pressure…do they resign or see the obligation through to completion?
  7. Analytical, Conceptual, Strategic and Forward Thinking – what are the demonstrated abilities to anticipate the implications and consequences of situations/problems/challenges, and then to take appropriate action and to be prepared for possible contingencies…without reacting impulsively?
  8. Initiative, Thoroughness and Decisiveness – your selected candidate should be a self-starter, demonstrate capacity and knowledge, and not be perceived as wish-washy, weak or indecisive.
  9. Pervasiveness and Strength of Leadership – is the candidate self-confident and does it make an impact with their audience…are they confident and persuasive in communications, mannerism and actions?
  10. Integrity and Strength of Character – is the person trust worthy, is there a proven track record of accountability and persistence…will they execute their duties and obligations without compromise and to the highest standards?

Once you get through this process and select the best candidate to be your Chief Electoral Officer then consider how much to pay them at the same time you are reviewing their proposal for service delivery.  Even if the submitted proposal, while meeting the technical and service delivery requirements, sets a price beyond what you are will and able to pay.  It is after all a proposal – and it is perfectly okay to use this as the negotiation starting point. The goal here is to get the finest Chief Electoral Officer for your upcoming elections…don’t let an initial difference in opinion over the cost close the door to the preferred and best qualified candidate.

In the final analysis, make your selection based on criteria other than money…because compensation is always negotiable!  Any contractor providing services understands that the price for their services is negotiable – take advantage of this when hiring your next Chief Electoral Officer.

Select the best candidate and then negotiate the price you want.

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Lawrence Lewis

“Advice is what we ask for when we already know the answer but wish we didn’t.” – Erica Jong


About Lawrence Lewis

I do a number of things professionally...but most of all and the true purpose of what I do through "my work" is to provide for my family, be a good husband and great father, and try to make a difference as a world citizen...I guess it's not much more complicated than that 🙂