Ed Kerwin
Senior Consultant

Developmental Associates

ekerwin@developmentalassociates.com Ed has 40+ years of progressively responsible experience operating and managing public water and wastewater utilities in Maryland, Florida and North Carolina. In July 1996, Ed became the Executive…

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Greg Grayson
Senior Consultant

Developmental Associates

ggrayson@developmentalassociates.com Chief Greg Grayson (retired) joined Developmental Associates in 2017 as a Senior Consultant working on executive selection projects, coaching, and fire service organizational development. Greg holds a master of public…

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Joe Durham
Senior Consultant

Developmental Associates

joe.durham@developmentalassociates.com Joe has worked in leadership positions for local government (city and county),  state government, and the private sector. He retired from Wake County Government where he worked for 13…

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Pam Pope
Senior Consultant

Developmental Associates

pampope@developmentalassociates.com Pamela (Pam) Pope retired after a thirty-year career in Criminal Justice in North Carolina.  Pam has a Bachelor of Science degree from the University of North Carolina at Chapel Hill…

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Pat Bazemore
Senior Consultant

Developmental Associates

pbazemore@developmentalassociates.com Chief Pat Bazemore (retired) joined Developmental Associates in 2015 as a Senior Consultant. She is certified in EQi 2.0 Analysis and Interpretation and works with DA in EQ feedback, coaching, and promotional…

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Tom Moss
Senior Consultant

Developmental Associates

Phone: (919) 813-6096 Fax: (919) 237-9136 tmmoss@developmentalassociates.com Thomas M. Moss retired after a thirty-three-year career in law enforcement in North Carolina, the last twenty as Chief of Police in Garner. He earned a…

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Deficiencies of Traditional Headhunting Techniques

Developmental Associates

The DA Talent Identification program uses a multi-step approach to candidate recruiting, screening and skill evaluation grounded in the science of hiring, the now well understood importance of emotional intelligence and the need to reduce bias in hiring decisions. This unique talent identification program goes beyond the traditional approach of passive recruitment, comparisons of resumes without a consistent standard and overreliance on interviews for measuring skills.

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