Conference Room, 336 venue. Shafter, C493263

AGENDASPECIAL MEETING

SHAFTER CITY COUNCILTUESDAY, SEPTEMBER 17, 2019

CALL TO ORDER: 5:00 p.m.

ROLL CALL Mayor AlvaradoMayor Pro Tem LopezCouncil Member GarciaCouncil Member GivensCouncil Member Prout

PLEDGE OF ALLEGIANCE: Mayor Pro Tem Lopez

INVOCATION: Council Member Givens

APPROVAL OF AGENDA:

PUBLIC COMMENT:This portion of the meeting is reservedfor persons wanting to address the Council only on matters

listed on this agenda. Speakers sre limited to five minutes unless additional time is needed fortranslation. Please state your name and øddress for the record before making your presentation.

MANAGEMENT REPORT:

PROPOSALS FOR EXECUTIVE (CITY MANAGER) RECRUITMENT/SEARCHFIRMS REVIETil: a request to find the action is not subject to the CaliforniaEnvironmental Quality Act; and review the proposals from executive (city manager) search

and recruitment firms to assist the City in advertising and recruiting its next city manager.

No action taken. (Acting City Manager Zervis)

ADJOURNMENT:

Should anyone challenge any proposed action which is the subject of a public hearing listed on this agenda,

that person may be limited to raising those issues addressed at the public hearing described in this notice,

or in written correspondence delivered to the City Council at or prior to this public hearing. Pursuant to the

Americans with Disabilities Acq if you need special assistance to participate in a City Council Meeting, please

contact the City Clerk at (66I) 7 46-5000 prior to the meeting or time when special services are needed to allowCity staff in making reasonable arrangements to provide you with access to the meeting. Any public record,

relating to an open session agenda item, that is distributed within 24 hours prior to the meeting is available

for public inspection in the City Clerk's Office at Shafter City Hall, 336 Pacific Ave., Shafter, C1^93263.This is to certifli that this Agenda notice was posted at City Hall and the Police Dept. by 5:00 p.m.,

September 12,2019. Yazmina Pallares, S/5, Cit't Clerk

1

September 17,2019

To Honorable Mayor and Membersof the Shafter City Council

PROPOSALS FOR EXECUTIVE (CITY MANAGER) RECRUITMENT/SEARCH FIRMSREVIEW

On August 20,2019, the City Council directed Staff to solicit proposals from executive (CityManager) search and recruitment firms to assist the City in advertising and recruiting its next CityManager.

A Request for Proposals (RFP) for recruitment services was released August 26,2019 with adeadline for responses of September 9, 2019. The RFP was sent directly to the following sixteenrecruitment firms as well as posted to the City's website.

The V/aters Consulting GroupKoff & Associates, Inc.The Mercer Group, Inc.Nash and Company, Inc.CPS HR ConsultingArthur J. Gallagher & Co.Ralph Anderson & AssociatesSegal ConsultingAvery AssociatesBob Murray & AssociatesPeckham & McKenneyTerry Black & CompanyAlliance Resource ConsultingRoberts Consulting GroupManagement PartnersHR Dynamics & Performance Management

Four proposals have been received. Attached is a summary of these responses as well the fourproposals received. Additionally, Avery Associates responded with a decline to propose due totheir current workload. The remaining hrms were noffesponsive.

CEQA ANALYSIS

The action is not subject to the Califomia Environmental Quality Act (CEQA) because it is notdefined as a "Project" pursuant to Section 15378(bX5) of the CEQA Guidelines.

F'ISCAL IMPACT

This recruitment was not anticipated in the 2019-2020 Annual Operating Budget. A budgetamendment will be needed in the amount of the proposal selected by the City Council to account010-10-1 r0-5250.

MANAGEMENT REPORT

RECOMMENDATION

Council find the action is not subject to the California Environmental Quality Act; and review theproposals from executive (city manager) search and recruitment firms to assist the City inadvertising and recruiting its next city manager. No action taken.

James ZewisActing City Manager

ATTACHMENTS

Summary of ProposalsBob Murray & Associates ProposalCPS HR ConsultingRalph Anderson & AssociatesKoff & Associates Recruiting

1.

2.aJ.

4.5.

Proposal to Provide Recruitment Services for City Manager

Notes

Our Professional, lump-sum of $18,000, not-to-exceed fee for executive search services consistof our professional fee and all anticipatedexpenses, including cost of advertising andtrevel.

Reimburcable Expenses: include (but are notlimited to) such items as the cost of recruitertravel; clerical support; brochure development,placement of ads, credit and civil backgroundchecks forthree (3) candidates, educationverification, public records searches, postageprinting, photocopying and telephone charges.Expense reimbursement for candidate travelrelated to on-site interviews will be theresponsibility of the City of Shafter.

Reimbursable Expenses: Actual out of pocketexpenses for such items as brochure design,printing/sh¡pping, advertising, background for one(1) candidate, and consultanttravel/miscellaneous fees, There is no mark-upon expenses, and we will work proactively withthe Citv to ensure that dollars beino soent forexoenses are in keepinq with the City'sexpectations. The City will be responsible forall candidate expenses related to on-siteinterviews.

Expenses include: advertising, consultant trips,clerical, graphic design, research, printing andbinding, postage and delivery, long distancetelephone charges, verification and backgroundstop two (2) candidates including referencechecks, and a full color brochure. The City willbe responsible for all candidate expensesrelated to on-s¡te interviews.

ProjectTimeline

16 weeks

13 -16 weeks

14 -16 weeks

16 weeks

Not-to-ExceedTotal

$ 18,000.00

$ 24,900.00

$ 25,000.00

$ 26,500.00

ReimbursableExpenses

$

$ 7,400.00

$ 7,000.00

$

ProfessionalServices

$ 18,000.00

$ 17,500.00

$ 18,000.00

$ 26,500.00

Firm

Koff & Associates Recruiting

Bob Murray & Associates

CPS HR Consulting

Ralph Anderson & Associates

#

1

2

3

4

RRAYI ATI E¡IVË €IEARBH

A Proposal to Conduct an

Executive Recruitment for the Position of

Crrv MeNecrn

on behalf of the

Crry oF SHAFTER

15.14 l.iurclçl llorl, Suite 3ll{}Ilosetillc, (i,.\ 9566i

(9 I lù 7lì4-908r)(916) 7lt4-19t15 frrx

Septembcr 4,2019

MR. JAMES L. ZE,RVISACTING CITY NTANAGERAND SHAFTER CITY COUNCILCITY OF SFTAI]TER33(r PACIFIC,\VtrNUESI{AFTER, CA 93263

Re: City Managet Recruitrnent Proposal

Dear Membets of the Council.:

Bob Murray & Âssociates is pleased to submit a proposal to conduct the City

Manager recruitment for the City of Shaftcr. Thc following details out quaLificalions

and dãscribes or-rr systemat-ic-yet fleúble-method of identifying, recttriting, and

screening outstanding candidates of1 ys1¡¡ behalf. It also includes a proposed

budget, tìmeline, arid guarantcc.

At Bob Murray & Âssociates, we pride ourselves on providing quality service to

local gorrernments, non-profit agencies, and ptivate hrms. Our recruitment

pro..* helps you to detetmine the dìrection of the scatch and the types ofcand-idates you seek while capitahztng on our decades of experìence and vast

network of contacts to reach those candidates. Bob Murray & '\ssociatesrecognizes that we u/otk at the pleasure of the City Council. Out job is to facilitate

the Council's City Manager search. From the outset of the seatch, we \¡/ofk to

establish â stlong partnershtp with the Council i¡ ordet to ensure the placement

c>l a Ciry Manager r.vho is ideally suited to its nccds. The insight garneted as a result

of meeting with Council lvili be i¡vaiuable as we recruit and screen candidates for

the position. Our expertise ensures that the candidates we present to tb,e City ofShafter will match the critetia you have estabJished, be a good fi.t for your

orgatizaion, and be outstandLrg in their field.

\7ith respect to the City Managet recruitment and the City of Shafter, Bob Murray

& Âssoclates has placed over 200 City Managets since our firm's inccption in 2000.rü/e are currently

-onducting City Managet recruitmerts on behalf of the Califotnia

cities of Del Mar, Fair'ficld, and Jurupa Valley. In addition, we afe tecruiting the

Assistant Ciry lv{anager on behalf of Santa Cruz, CA.

Recent Ctty Manager recnritmerrts we have completed similar in size and scope to your

upcoming search include the following:

2019El Segundo, C;\Huntington Beach, CANational Ciqv, CAPico Riveta, CÂSol'r'ang, CA

Tracy, CAYuba City, CA

2018Arvin, CAEl Segundo, CA

EIk Grove, CALincoln, C-4.

Lompoc, CAMadera, CrA.

Roseville, CA

2017

Adelanto, CAAlharnbra, CAAtwater, CÂBoulder City, NVCompton, CACovina, CAEl Cenffo, CAGrass Valley, CAMarysville, CAMenifee, CASan Fetnanclo, CASan Gab¡iel CASanta Fe Springs, CASt. Helena, CA

Ttac¡ CA\X/ilhts, C,{llindsor, CA flown Manager)

2016Bradbury, CÂChandle4 dZCommetce, C,\ (City Administtator)Dana Point, CAGndley, CÀ (City,{,dministrator)Greenfield, CAImperia| CÂLos Altos, CAManteca, C.A

Newbetg, ORNovato, CAPasadena, CARio Vista, CARosemeacl, CASanta Paula, C,A

Lead would be Mr. Gary Plrllips, who conducts the majority of out City Managet

and Assistant City Managet recruitments. Mr. Pbillips is highly experienced ing"idirg elected bodies through tbe decision-making plocess and would not onlyrlitsç¡ ä1¿ supewise the project team from beginning to cnd but also serve âs yourRecnriter.

To learn fust-hand of the quality of our scrviccs and why the majority of outengâgements come from repeat and tefered clieuts, rve invite you to contact the

teferences listed on page 16 of the attached proposal.

We look forward to yoìrr favorable consideration of our qualifìcations. Please donot hesitate to contact us at (91ó) 784-9080 with any questions.

Sincerely,

1ñlu*áftfuâi*M7,Valerie Gaeta PhillipsPresident, Bob Murray & Ässociates

TABLE OF CONTENTS

THE RECRUITMENT PROCESS .............

Srsp 1 DEypL<)l' Tt-tn C.lNoto¡l'l¿ Pltt)ptLl1

Op/iona/ S uvita: Connzunil1t øru| Sta.ff'Irt,ohrrucnÍ ..'-.'.---.

Srnp 2 Dristc¡¡ / l)ISTRIIluTu Btttlcl tllltll -\ND r\D\rERrISIlÀ luN'ls.'

)\cachi ng I) ipot'.çc Canrlirlu tc.¡....

S'l'rip 3 RpcnutT C'rN oiortss .................

S'it1p 4 ScluriN C¡Npto¡Tns ..................

S'r'Ep 5 CoNnuc'r Pru:ulrltN.-tt{\' INTF.R\

Stxi, 6 Sn.lucl-t PuBt,IC Recrllros

ST:Ep 7 NLrru lìnc<>irfirtsND-\TI( )NS

S'fEp B Ir,\cILIT,\'tE I]IN.\L INf tlltt'Ien¡s ................,,

Srup 9 CoNoucr R-.rcrcn<tuND AND Rl,itrERENCl:. Ct-il¡crs

S'ni.p 10.Asstsr tN NlrGoTt¡TIoNS

2

2

¿

2

3

4

4

4

4

5

5

6

COMPLETE ADMINISTRATIVE ASSISTANCE...,.......... 6

COSTS AND GUARANTEE....... ...........7

PRr )Fnssrt ¡N,* þ-¡.n'\ND ExPENSES 7

GLltlì..\NTEË, t3

RECRUITMENT SCHEDULE I

FIRM PROFILE ......9

RE,FERENCES ........16

THE RECRUITMENT PROCESS

Bob Murray & Associates' recruitets ate specialists in Frnding the perfect fit, providing sccutityand fairness to candidates and clients while ensuring the integtity of the search process. Weundetstand that superlativc rccruiting fot the City Manager wj-ll lead to supedative results forthe City of Shafter. Outlined below are the steps in our proven recruitment process, refinedthrough out 30+ years of experience ir executive search.

Srup I DBvBI-Op TI{E CANDIDATE PNOTIIU

Our unclerstanding of the City of Shaftet's needs will be key to a successfui search.

Gary Phillips will meet with the Ciry Council and ke;' stakehoidcrs to leatn as muchas possible about the i<leal candidate for the City Manager position. !Øe want tobecome famihar with the values and cultute of the organizatlon, as well as tounderstand the cutent ¿nd futwe issues, challenges, and oppotrunities in the Cityof Shafter.

Mr. Phìllips wjll teview and help definc the City's wishlist regarding the ideal

candidate's personaLity, management style, knowledge, skills, and abiTties and willv¡otk with the City to identify expectations regarding educatìon and experience.

The City Council and Mr. PhìIlips will discuss compensation, benefits, and otherkey information necessaly to ensure that outstanding candidâtes ate attracted tothis opportunity. The profile we <levelop together at this stage will drivesubsequent rectuitment effotts.

O¡ttioual .\'ut'icc: (,0trruaùry und .Ç/alJ Inwtlucracr:

We find that many of our clients value a rectuitrnent proccss that opens theopportunity for community membets, business leadets, otgantzattonrepresentativcs, and employees to provide input regarcling the ideal candidate. Outrecruitets ate skilled in designing ancl facjTtating fomms, town hall meetings, and

onLine sulveys that allow equitable involvement from avaÅety of conslituencies andin consolidating feedback into a cohesive narrative of comr:non themes.

If the City of Shafter so desires, we will work with the City Council to crea;te ^

customized community andf or staff input process.

STEP 2 DTTsIcN / DISTRIBUTE BNOCSURN AND ADVEII'T'ISEMENTS

Mt. Ph-illips and your dedicated Rectuitment Coordinator will use the candidate ptofiledeveloped with the City of Shafter to create a ptofessional rectuitment btochute, with theassistance of our professional graphic desþer. The fout-page, full-color brochure willdescribe thc community, organizatton, position, ideal cancliclate, and compensation and willinclude pictures provided by the City of Shafter that you fcel bcst lepresent your orgzrizatircnand your community.

lìob ÀIurrai & .\ssor:i;tlcs ì)lopostl for thc City t>[ Slrrftcr' l)uuc 2

Upon your appror.al, Mt. Phillips will send thc brochur:e by postal mail and email to a tatgeted

nrrìi"nt., petråtrully inviturg poiential candidates to app\' for the City Manager position. !7c rvill

also placc the tecrrritment brochure on out r.vebsite, which attJacts ovet 11,000 unique hits

-."úy and is a trusted resource for canclidates seeking executive and professional p<"lsiuons.

Two sample brc-¡chutes are hcluded in this proposal package for your refetence.

Nfr. Phillips will also design an cffcctive advettisrng campaign appropriate for the City

Manager i..roirment. Our broadest outreach comes through out activc social media

involvenrent on Facebook, Linkedln, and Twitter, whete upcoming and crÌilent Positionsare posted. Sources such as lYesÍeru Cillt Ma¿arynr, the "Jobs A'"'ailable" newsletlet, aud

th. Car".r, in Government website will be used to teacb. an extensivc local government

audience, while position-specific postìngs will be chosen to ^ttrâcl

candidates who

have built their careers in and are committed to the City Manager field.

Suggested City Managet-specihc adverusilg sources for the City of Shaftet's search

include:

'r California City Management* Leaguc of Wonren in

Gor.etnment

* ICIVI^ Newsletterr California City News

Bob Murray & Ässociates does not typically place ads with job aggregatofs of

general job postìng sites such as CarcerBuilder, Monstel, ol lndeed, as we have

ioond that the btoad reach of these sites does not neccssafily lead to quality

candidates for execuúr'e and professional posiuons.

Re t ¿,, hì n.q I) i rc r.¡ e C ¿ t n di rl a I e'¡

Bob \4¡rray & Associates, â woman- and mìnoriry-owned business, is proud of its

cotnmitr¡rent tc> atttactsne and placing divcrsc candidates' Not only do we place

adverrisements with websites designecl to atttâct minotity and fenrale candidates,

but our Prcsidc.nt, Valerie Phillips, is a member herself of many diversiry-focusecl

orgarizattons including the Local Govcrnment Hispanic Network, the League ofWómen in Government, the Professional \üomen's Network, Mexican

Ptofcssionals, and iù7omen Leading Govetnment. She networks frequently withfellow members to gain insight into wLuch potential candidates are leaders rn therr

field. Mr. Phillips will seek to reach candidates in communities and otgantzanons withdcmographic proflles and populations served lke that of the City of Shafter, to

maxim|ze the potential for individuals from a wide vatiety of backgrounds, cultutes, and

life experiences to be consideted for the City Managet position.

Srep 3 Rncnult CeNoronres

The strongest candidates are often those who are successful and content in therr cutîcnt

positions ánd need to be sold on â flerñ, opporrunity, Our extensive netrvotk of contacts,

àeveloped through over 1,400 successful placements, is a primary soutce for identi$'ing and

obtaining referrals for these candidates. Out in-house database of 40,000 cuÍrcnt and former

.*e.,rti.rã and professi.onal candiclates is a valuable tesource that can only be built over tirne-time

Llol¡ ¡\lLrrr;rç ct Àssociirf crs pr-oposal for tilc (ji¡r' of S[rftcr P',rge: 3

that we have invested into perfecting our process for finding the dght candidates for our clients.Our aggressive outreach efforts are focused on phone calls to pcrsonally invite potentialapplicants, answer questions, and alTay any reservations, and these efforts ate essential to thesuccess of the City Manager tccruitment.

Srnp 4 ScnBB¡¡ C¡Noroetrs

Following the closing date fot the tecruitment, Mr. Phillips will screen all resumcs wc havercceived, using the clj.teria established in the candidate profile as a basis upon which tonarrow the field of. candtdates. Intetnal candidates teceive sensitive consicle¡atic¡n, andMr. Phìllips will discuss with the City Council how the City of Shafteru¡ishcs to proccedwith these candidates.

Srnp 5 CONoUC'r PReIIUINaRY INTERVIEwS

Mt. Phillips will pcrsonally interview the top 10 to 15 canclidates ftom the resutnescreening, with the goal of determining which candidatcs havc the greatest potentialto succeed in your otgantzat)on. To reduce travel-related expenses to our clientsand increasc cfficiency in the search process, tåese interviews are Lypicallyconducted vta Skype, FaceTime, or other convenient videoconferencingappLications,

During these in-depth interviews, Mr. Phillips will explore each candidate'sbackground and experience as it relates to the City Manager position, such as

significant accomplishments, size and scope of responsibility, and organtzaltonalcultute. In addition, Mr. Phillips wjll discuss with the candidates their motivationfor applying for the position and assess his/het knowledgc, skills, and abilities. Hewill devote specific attention to establishing the likelihood of the candidate'sâcceptance of thc position if an ofîer of employment is made.

SreP 6 Sn¡Rcn Punlrc Rnconns

Under tåe direction of Mr. Phillips, your dcdicatcd Recruitment Coordinator willconduct a teview of published ptint and online articles fot each recommendedcandidate. Sources include Lexis-NexrsrM, Google, social media, and our contacts inthe field. This will alert Mt. Phlllips to any further detailed inquiries v/e mây need tomake before our recornfnendations ate ftna)tzed.

S:[NP 7 M¡TrTi RBCoUUBNDATIONS

Based on our findings during the preLiminary interview process, Mr, Phillips willrecommend a limited number of candidates for your further consideraúon. He will makespecific tecomrnendations and will help faci.litate discussions rcgarding the canclidate pooi,but the final determination of those to be considered will be up to you,

llob ÀIurrrrr' & ,\ssôcintes Prr>posnl for thc (litl of Shllier Plgcr 4

We typically recommend 6-B candidates that wc feel will best match your expectations and prepare

a cletailed written report on each candidate. This bound report provided to each member of thc

decision-malang b ody includes :

+ Candidate list with Recomrnended Finalists identified 'n Groap I and Groøp 2

þrirnary and secondaly recornmendations), as well as Lnlernal candidates+ Summary of experience, education, and salary infcrrnration for each

Recornmended Finalis t candidate+ Complete cover letter and resume for each Recommended Finalist candidate+ List of OrherAþplicanr.r (those who did not ffreet mûlimum qualifications or were

otherwise unsuitable, based on our scteening proccss)

Bob Murray & Associates maintains all seatch records for a period of seven (7) years

following each recruitment, and we ar.e huppy to forward cover letters and resumes

for each applicant by postal mail or email as soon as the rectuitment closes to newapplications.

STnp 8 FACILITATE FTNNI- INTERVIE$üS

Our years of expedence will be invaluable as we help you develop an interviewprocess fhat objectively assesses the qualifications of each candidatc. \Wc will workwith the City of Shafter t<s craft and implement ân interview approach that fitsyour needs. This may includc individual and panel interviews by the City Counciland key stakeholders, cornmunity f employee intcrview panels, writing and

presentation sarnples, meet-and-greets, ot another specialized process elerrent Mr,Phìllips helps thc City of Shaftet to desþ,

Mr. Phillips will be present on-site dudng the interwiews to facilitate âs necessaly

during the process and to guide discussion to consensus regarding final candid¿tes.

Bound inten'iew books will be ptovided to each intewiew panel membercontaining:

9 Recruitment brochure with candidate profile* Interviev¡ scheduie* Suggested interview questionsf Expcdcncc sumlnary, covet letter, resume, and rating form for each

candidate* Ranking forms for use during the panel i:rtewiew process

\ù7e will work closely with your staff to coordinate and schedule intewiews and candidate

Úavel. Our goal is to ensute that each candidate has a very positive experience, as the way

the entire process is conducted will influence the final candidates' perception of yourotganization.

S:rnp 9 Cowouct BACKGROUND AND RBFERENCE CHECKS

Mr. PhiJlips and your Recruitment Cootdinator will conduct detaüed refetcnce chccks for up tothree (3) final candidates, To gain an âccurâte and honest appraisal of the candidates' strengths

llob ÀIurrlr' & ,\ssocirtfes Pr>posal for thc Citl of Shafter Pl¡a^c 5

and weaknesses, we u¡jll talk candidly with people who have ditect knowledge of theil wotk and

manâgement style. In addition to gaining a 3ó0-degree view of candidates from the petspecuve

of theit supervisors, subordinates and peers for the past sevetal years, we will make a point ofspeaking confidentially to inclividuals who may have further insight into a candidate's abilities

but who mây not be on their prefened list of contacts.

Your Recruitment Coorclinator will work with candidates and our professional

backgrounding firm, HileRight, to conduct cÍedit, civil litigation, and motor vehicle tecord

checlçs and veri$r cancliclates' degrees.

SreP 10 Assrsr IN NEco'TIATIoNS

\X/e recognizc tl'Le critical importance of successful negotiations and can selve as yourrepresentative during this process. Mr. Phllips knows what othet orgarttzaßons have

done to put deals together with great candidates andwhat the current matkct is like

fot City Manager positions tn otgantzaaons like tJre City of Shaftet's, He will be

avaíable to advise you regarding current approaches to difficult issues, such as

housíng and relocation. We will represent your intetests and advise the chosen

candidatc and you regarding snlary, benefits, and employment agreernents, with the

goal of putting together a deal that results in the appointmenl of your ch<;sen

candidaLe, With our proven experience and vested inte¡cst in a positive outcome,

we cafl Ertft ^ very clifficult aspect of the recruitment into one that is

straightforward and agrceable for all parties involved,

COMPLETE ADMINISTRATIVE ASSISTANCE

lWe receive rnany unsolicited tcstirnonials each yeat ftom clients and candidates

alike noting our prornpt, considerate, acÇ\rta;te, and professional service cluring the

search process. Throughout the recruitment, in time intervals that suit the City ofShafter, we will provic{e you with updates on the status of the search an<l attend to

all admjnisttative details on your behalf.

Candidates reccive immediate acknowledgement of their applications, as well as

personal phone calls and/or emails (as approptiatc) aclvising them of theit status at

each citttcal point in the recruitment. Candidates who teceive prelirninary or frnal

intewiews and are nc¡t chosen to move folwarcl in the interview process will receive

personal calls from Mr. Phillips on behalf of the City of Shafter.

It is out in.ternal compâny standarcl that all inquir:ies ftom clients and candidates teceive

a response within the same business day whenever possible, and certainly within 24 hours

if the inquirT is received during the wotk week. Mr. Phillips wül be availablc to the City ofShafter by office phone, cell phone, and email

^t ^ny time to ensute a smooth and stress-

ftee recruitment process,

Llob .t\ft¡lrav & ¡\ss<¡ciates Pro¡rosrrl fcrr the Citv of Sh¿rlter Pagcr (r

COSTS AND GUARANTEE

PROFESSIONAL FEE AND EXPENSES

The fixed, flat professional services fec for conducting the City Manager tecnritment on

behaif of the City of Shafter is $17,500, Services providecl fot in this fee consist of all steps

outlincd in this proposal, including three (3) days of meetings on site. The professional

fee does not limit the amount of time invcstcd by B,:b Muttay & Associates in promoting

a successful conclusic¡n fot this proiect,

The City of Shafter will also bc tcsponsible for reimbwsing expenses l3ob Munay &Associaies incurs on your behalf. \X/e estimate expeflses fot this ptoject not tÕ exceed

$7,400. Rejmbursable expenses inclucle þut are not limited to) such iterns as the cost

of recruiter Uavel; cledcal suppoft; btochure development; piacement of ads; ctedit

ancl civil background checks; education verification; and public tecorcls seatches,

Postage, printing, photocopying, and telephone charges ate allacated costs and

included in the expcnse estimate. In no in:lanm willexpenns excsed thi¡ e$imate withoat

þrior approualfrom the Ciþ of Sbrter.

Expense reimburscmcnt for candidate travel telated to on-site i¡terviews will be

the responsibijity of the City of Shaftet.

Professional Services (Fixed Flat Fee)

Reimbursable ExpensesExanþle casß and approxinale amountu inclade:

Br:ochure Design and ?rinting (fiL,275)

Advertising ($3,000)

Bacþround Checks - 3 candidates ($550)

ConsuJ.tan t Travel ($2,000)

Other lics, s cledcal

$17,500

$7,400

7

}ptiono/ Scniu.r

* Commuruty/Staff Input Forum: $1,500/day, plus travel expenses

* Online surv'ey with analysis of results: $250+ Additional on-site meeting days: $1,500/day, plus travel expenses

* Additional backgrouncl chccks: $250/candidate+ Addiúonal refetence checks: $500/candidate+ Othet services: $250/houl or $1,500/day

Professional Fees and Rcimbursable Expenses

Not-to-Exceed Total $24,900

llob i\Iurrar' & ;\ssociittes ItloJrosrrl for thc (li$' of Sh¿rfter Pru¡c 7

Gu¡nlNtnB

Should a candidate recornmended by out firm resþ or be ternrinated within the fust 12 monthsof employment, we will ptovidc the City of Shafter with professional sewices to secure a

replacement, Services will be provided at no cost, aside ftom expenses incutted on the Cityof Shafter's behalf cluring the new se¿rch. We are confident in out ability to tecruitoutstanding candidates and do not expect the City to find it necessary to exercise this

provision of out proposal,

RECRI]ITMENT SCHEDULE

ïØe are prepared to start work on this assþment upon receipt of a sþed professionalservices âgfeement or other written, authotized notification. ,{ full seatch can be

completecl n 13-16 weeks ftom the date of initial meetings with our client.

The finai recruitment schedule will be determined in collaboration with City ofShafter. A typical timclinc of tasks and events is included here for reference.

DistributeBrochure

Conti¡ute

NIonlh 2

\Xicek 5

Weeks (i-8

CancticlateProfile

Develop & PrintBrochtue

Place Ads

Begin Recrrúting

I\{onth I

Week I

Weeks .) 4

Wee.k 4

\X/et¡k -f

ScreenCancliclates

Preliminaryïrrtervieu¡s

Search PublicRecorcls

Recom¡nenclFinalists

Morrth 3

Week 9

Veeli t0

Week I I

Week 12

FinalistInterviet'vs

Bacþrotrn<ls &References

Negotiations

Cancliclate

Morrth 4

Week l-J

\X/eeks I -)- l4

Week 15

Wcck ló

1]¡:b lf:"rrrur, & ;\ssoci:ttes Proposrl for the Citl of Shnfter Prge I

FIRM PROFILE

OUR STA.T¿F

Bob Murtay & Associates is a small fum focusing exclusively on executive seatch servlces.\ù7e have'à.te tn of nine (9):

+ Bob Murray, Foander? Valerie Gaeta Phillips, Pre¡idenr

* Gary Philtips, Executiue Vice Pre¡ìdent

ù Regan Williams, Wce Pruident* Joel Bryden, Vice Pruìdent+ Carmen Valdez, SeniorExecøliue Recrailer

+ Amber Smith, Principal Rem'ritment Coordinator+ Zoila Coutu rc, S eníor ke cntitmenl Coordinalor* Grni Hernd on, Conlraclt Adninistrator / Book,keeper

BoB MURR^Y, FoUNDER

Mr. Murtay-known simply as "Bob" to his clients and candiclates thtoughout the

\Ã/estern U.S.-bdngs ovet 40 years' expcriencc as a recruiter and is recognized as

one of the top local government recrrriters in the nation, He conducted hund-teds

of searches fot citìes, counties, and special clistricts and was called on to conduct

searches for some of the largest, most complex otgarizattons in the country-anclsome of the smallest. Mr. Mun:ay conducted seatches fot chief executives,

depattment heads, professional and technical positions, taking the lead on mâny

of the frm's most difficult assignments with gteat success. His clients retained

him again and a.gatn,given the quality of his work and success in frncling candidatcs

for dífficult to fi1l positions,

Mr, Murray received his Bachelor of Science Degtee in Criminology from the

University of California at Berkeley with graduate studies in Public Administrationat California State Univetsity at Hayward,

As our Founder, Mr. Munay currently takes on few searches petsonally but continues

to provide valued insight and experience to our team membets regarding all aspects

of the recruitment process.

Vnlnnru Ganr¡. PFIILl,tPs, PRESIDENT aND RBcRUITER

Ms. Gaeta Phìllips has over 1B years of rectuiting expetience, includingmorc than a decade

of recent experience in executþe seatch fcrt public, private, and stattup companies

natjonwide. Since joining Bob Mutray & r{ssociates, Valerie has completecl over 40 searches

in a diverse range of fields, including city and genetal managemcnt, planning, finance, human

resources, transportatiorl, comrnunication and public telations, community and economic

clevelopment, information technology, parlcs ancl tecreatjon, and operatìons. She has tecruited at

llob llur:Lav & ;\ss<tcirttcs Prol>osrrl for thc Cin'of Shtlter Plgcr 9

all levels of municipal and non-ptofLt otg^tizations, from technicians and cngineels to Executir.eÐirectors and Chief Executive Officers.

Valerie is ¡'a1ued for her passion for furcfung and rctaining the most outstanding candidates foreven the most difficult or untradit-ional assþments and for her commilment to her clients'success; she is also active jn a variery of industry organtzat)ons and in divetsity-focusedassociations. Valerie is called upon oftcn to scrve as an expett speaker on topics such as

managing one's onlile reputation, divetsity issues in rlunicipal and non-profit leadership,

and how to idenúfy a good "frt" for organizational culture.

Ms. Gaeta Phïlips, along with Executive Vice Ptesident Gary Phìllips, has a passionfor helping people, evidenced by fundraising, spollsorship, and involvement in raisingawareness f.or orgatttzations such as Autism Speaks, the UC Davis M.LN.D. Inslitute,and the Northern California Special O\'mpi.s.

Gnnv PtttLtlt,s, Execuïvu Vlcn PnBSIDENTAND RECRUITER

Snce joining Bob Nlurray & Associates, Mt. Phillips has compieted over 50

searches for cxecutives and professionals in a wide variery of frelds includingatimal serwices, city and general management, planning, lcgal counsel, cybersecudty, ar:.d human resources. Gary's cLients have ranged from municipalgovcrnment to non-ptofit and private sector orgarÅzattons, and he has sourcedoutstanding candidates for positions ftom the level of division mâtlagers up to CityManagers, Executive Directors, and General Managers.

Gary started his cateer rvith a Ncw York-based Fort¡ne 100 company and quickÌybecame a Senior Managet, building and running a latge customcr: scrviccorgan)zatson that eventr¡ally expandecl to 13 countries in Europe. He proceeded tohold senior leader:ship posiuons in sevetal Fortune 500 companies, with notedsuccesses such as building an otganization from tv/o to 250 cmployees worldwideand gror.ving a company from 800 to 1200 employees.

As part of an executive acquisition arld tecnúting tcam, Gat:y hc,lped build a start-up enterprise software compâny in San Ftancisco, recruiting top-notch talent andbulding a wodd-class orgatizatton. He has mai¡tainecl customer relationships in the

public sector and the plivate scctor, including medicai and financial institutrons. Heprides hi¡nself on firding key talent and offeling the best customer sewice to his

clients.

Mr, Phillips, along with Ms. Gaeta-Ph-illips, is involved in his communitv as a soccer

coach, as an otgatizer of funclraisers fot Autrsm Speaks and the UC Davis M.I.N.D.Instifute, and as a sponsor of the Northern Cahfornia Special Olympics. Mr. Phrilipsreceived his Associate of Science degree and completed additional courscwork at RochesterInstitute of Technology, NY.

llob ;\lLru¿r' c\: .¡\ssoci¿lcs li'ro1-rosrl fi:¡r tlrc {-ìitv o[: Shni]c:: I)ugr: 1()

REcAN WILLIAMS, SsNlonVlcr PneslorNT AND Rrcnultsn

Mr, Williarns brings 30 years of local govcrnment experience to Bob Muray & Associates and

has over 77 year.s of experience in executive rectuitments with out fum, In his tirnc with BobMunay & ,{ssoci.ates, Regan has conducted over 275 executive seatches ranging frommânagers and departmcnf heâds to City Managers, Executive l)ilectors, and GenetalManagers. If Regan weÍe to have a recruiting specialty, it would bc public safety posítíons;

he has personally conductecl over 60 Police Chief and 20 Fbe Chief recruitments,

Prior to joining Bob Muray & *{ssociates, Regan scrvcd as f)jrector of Public Safety

with the City of Sunnyvale, C,{., FIe was involved in the development of some ofSunnywale's most innovative public safety programs and has a national reputation fotexcellence in law enfotcement, as well as in law enfotccmcnt executive recmiting,Regan's clients find his prompt and personal attention, insight, and expenise inrecruitment and selecti.on ân asset. He is often callecl upon to recruit for difficult-to-fill law enforcement posifions, such as the position of Police Chief or Ci.\¡ Managerin challenging political envjronments.

Mr. \X/illiams received his Bachclor of Science l)egree in Administration of Justicefrom San Jose State Urúversity, I{e is also a gtaduate of the FBI NationalAcademy.

JoEL BRYDEN, VICE PRESIDENT AND RECRUITBR

Mr. Bryden has over 30 ycars of local government experience that he brings to the

fum, having retired as Chief of Police in Walnut Creek, CA prior to ioining BobMuray & .Associates in 2013, Throughout his cateet, Joel has been involved inpublic sector consulting, with vast experience in hinng and ptornotional processes,

as .¡¡e11 as interviewjng candidates for advanccrncnt in all aspects of local

tTovernment,

Joel has a solid reputation as a leadcr in the public sector and his ability to find and

ev'¿luate outstanding applicants for our clients is invaluable in thc scarch process,

Since joining Bob Murray & Associates, Joel has conducted ovet 50 tectuiínents ina broad range of sectors including police, fire, building, planning, city management,

and general manâgement. He is often called upon to recruit spccialized ot difficult-to-fìll positions, such as Independent Police Auditor,

Mr. Bryden is a graduate of the FBI National Academy and obtained his Bachelor ofArts Degree in Communication fiorn San Diego State University. I{e is currently based

in \X/alnut Creek, CA.

CnnunN VALDr;z,, SnNton ExEcurTvE Recnu¡ren

Carmen Yaldez provides executivc rectuitment and human resouÍce services to municipalgovernment agencies and non-profits. She has more than 25 yeats' cxperience in team-

building, executive search, general human resoutces, classification and cornpensation, testing,

1ìol: Nlr"rrral' ct ¡\ssocirrtcs l)roposrrl lor the Citv r:f Shaftct Ptgc I I

policy development, petformance m^î gemenq otganizaltanal deveiopment, discþline, andc,ther employee relations activities.

Carmen has most recendy bccn consulting with MunicipaÌ Resource Group, prior to whichshe spent over 30 years with the City of Milpitas, a Silicon Valley city of 70,000 residents, Inthis capacity, she was responsible for collective bargaining, PEPR A. and '{,ffordable Care

;\ct impienrentation, modcrnizing Human Resoutce sewices to improve efficiencies ancl

reduce costs, revamlling the Workers Compensation service delivery and complcting a

City-wide strategic plan. Carmen also spent almost2yeas as the Dilector of RecreadonServices.

In aclclition to her significant experience in the public sector, Carmen earneð a

Bachclor of Arts degree in lJusiness from Univetsity of Phoenix. She is also arnernber af LocaL Government Hispanic Network ancl Lcague of \ù7omen inGovernment. She is an avid sunner and enjoys giving back to het community,

A:unnn SMrrH, PnINctp¡r, RncnultunNT CooRDINAToR

As Principal Recruitment Coordinator with Bob Murray & Associates, Ms. Smithacts as a liaison between clients and candidates from begurning to end of each

recmitment process. Un<ler the direction of each client's assigued Rectuiter,Àmber is responsiblc for thc dcvelopment and disuibution of position recruinnentand advertising materials, cli.ent tesearch, teference and background checks,

responding to requests for proposals, and providing a broad tange of supportservices for thc rccnriting team. She also provides ieadership for our in-house staffand is an invaluable resource,

Ambcr brhgs over a. decade of client-oriented customer service, administrative,and manageffrent experience to Bob Murtay & Associates. Since joining our teâm

tn 2013, she has shown a cornmitrnent to working âs a pâ,:tner with clients andcandidates to provide a quabty sewice and experience.

Ms, Smith teceived her Bachelor of Arts degtee in Business Administration from LaSierra tlniversity, lìrverside, Califotnia.

Zou,t¡ C ouTu nu, SpNloR REcRUITMENT CooßDtNATO R

As Senior Recruitment Coordinator with Bob Murray & Â.ssociates, Ms. Coutureacts as a liaison between clients and candidates throughout each recruitment process.

Under thc direction of our client's assigned Recruiter, Zoila's responsibilities includedevelopment and distribution of position recruitment and advertising materials,candiclate research, reference checks, and providing a broad range ofsupport services forthe recruitment team.

lloìr i\lurr',r¡' & Âssoci'¡les Proposrl lor thc Cin' of Shlftcr Plge i2

MUrlnlAYE IATTE¡

ËxEEUTrvE €¡EARtrH

A Proposal to Conduct an

Executive Recruitment for the Position of

Clrv MIN¡.cnn

on behalf of the

Crrv oF SHAFTER

15;14 l:lurckr lload, Sr.ritc lll()lloscvillc, {iA 95(rl¡1

(9 I lÙ 7lì4-1x)8r¡

(916) 7n4-191t5 ftx

Septembct 4,2019

MR. JAMES L. ZERVISACTTNG CITY IVIAN¡.GER,A.ND SHAFTER CITY COUNCILCITY OF SFIAIìTtr,R33(r PACIFIC,\VENUESHAFTER, C1'93263

Re: City Managet Recruitrnent Proposal

Dear Merrrbers of the Councill

Bob Murray & Associates is pleased to submit a ptoposal to conduct the City

Manager recruitrnent for the Cify of Shâftcr. The following detajls our qualificalions

and describes olrr systemat-ic-yet flexible-method of identifying, recrtúting, and

screening outstanding candidates on youl behalf. It also includes a proposed

budget, timeline, and gttararrtcc.

At Bob Murray & Associates, we pride outselves on providing quality selvice to

local goverftments, non-profit agencies, and private firms. C)ur recruitment

process helps you to determine the direction of the scarch and the types ofcandidates you seek while capitalizing on out decades of experience and vast

network of contacts to reach those candidates. Bob Muray & Associates

recognizes that we v/ork at the pleasure of the City Council. Our job is to faciÏtate

the Council's City Manager search. Fron the outset of the search, we work to

establish a stlorrg partnetshúp with the Council in order to ensure the placement

of. a Círy Manager who is ideally suited to its nccds. The insight gatneted as a result

of meeting .,vitå Council lvill be invaluable as we recruit and scree¡ candidates fotthe position. Our expertise ensurcs that the candidates we present to tLe City ofShafter will match the criteria you have established, be a good fit fot your

<>rganization and be outstandilg in their field'

With respecr to the City Manager recruitment and the City of Shafter, Bob Murray

& ,\ssociates has placed over 200 City Managets since out fifm's inccption in 2000'1ü(/e are currenfìy conducting City Managet recruitments on behalf of the Cahfatnta

citres of Del Mar, Faitficid, and Jutupa Valley. In addition, we afe rectuiting the

Assistant Ciry Nlanager on behalf of Santa Cruz, CA,

Recent City Mamger recnritments we have completed similar in size and scope to your

upconing search include the following:

2019El Segundo, CÂHuntington Beach, CANadonal Ciqv, CAPico Riveta, CASolvang, CA

Tracy, CAYuba City, CA

2018Arvrn, CAEl Segundo, CA

Elk Grove, C,{Lincoln, CÂLompoc, CAMadera, CA.

Itoseville, CA

2017

Adelanto, CAAlhambra, CAAtwater, CABouider City, NVCompton, CACovina, CAEl Centro, CAGrass Valley, CÄMarysville, C,\Menifee, CASan Femando, CASan Gabtiel, CASanta Fe Springs, CASt, Helena, CA

Ttacy, CA\Villits, CAlilindsor, CA (Iown Manager)

2016Bradbury, CA.

Chandleg AZCommetce, C,{ (City Administtato{Dana Poir:t, CAGndley, CA (City,\dminisuator)Greenfield, CÁ"

Imperial, Cr{,

Los Altos, CAManteca, C.A

Newberg, ORNovato, C-A

Pasadena, CARio Vista, CARosemead, Cr{.

Santa Paula, C,A

-ùØe work as a team on evely scatch at Rob Murray & ,\ssociates. Your ProjectLead would be Mr. Gary Phillips, who conducts the majority of our City Managet

and Assistant City Manager recruitments. Mr. Pbìllips is highly experienced ing"idiog elected bodies through the decision-making process and would not onlyclirect and supewise the project team from beginning to end but aiso serve âs youfRec¡uiter.

To learn ftst-hand of the quality of our scrviccs and r.vhy the majority of ourengâgements come from repeat and referred clieuts, rve invite you to contact the

references listcd on page 16 of the attached proposal.

\)Øe look forward to your favorable consideration of out qualifications. Please do

not hesitate to contact us at (91ó) 784-9080 with any questions.

Sincerely,

lÁ/*"áehíìWValerie GaetaPhillipsPresident, Bob Murray & Associates

TABLE OF CONTENTS

THE RECRUITMENT PROCESS

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S'rEp B F,rcl-r'Ll'rs Frrurl lN¡t'l¡ltt'Iels 5

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S'm,rr 10 r\sstst lN Npcolnrl()Ns 6

COMPLETE ADMINI STRATIVE ASSI STANCE.............. 6

COSTS AND GUARANTEE.......

R-ECRUITMENT SCHEDULE 8

FIRM PROFILE 9

REFERENCES ........16

THE RECRUITMENT PROCESS

Bob Murtay & Associates' recruiters are specialists in finding the perfect fit, providing sccutityand fairness to candídates and clients while ensudng the integtiry of the search process. ïüeunderstand that supedativc rccruiting fot the City Manager will lead to superlative results fc¡t

the City of Shafter. Outlined below are the steps in our proven recruitmcnt process, refinedthtough our 30* years ofexperience in executive seatch.

Srnp 1DsvBl-Op TI{E CANDIDATE PNOTTIP

Our unclerstanding of the City of Shaftet's needs will be key to a successful search.

Gary Philüps will meet with the City Council and ke;' stakeholdcrs to leatn as rnuch

as possible about the ideal candidate for the City Manager position. !Øe want to

become famitar. with the values and culture of the organizatton, as weil as tounderstand the curent ¿nd future issues, challenges, and oppotrunities in the Cityof Shafter.

Mr. Phillips will review and help definc thc City's wishlist regarding the ideal

candidate's personality, management style, ftrrowledge, skilis, and abilities and willwork with the City to identify expectations regardíng education and experience.

The City Council and Mr. Phìllips wj.ll discuss compensation, benefits, and otherkey infornation necessary to ensure that outstanding candidates are attrâcted tothis opportunity. The profìle we <levelop together at this stage will drive

subs equent recruitrnent efforts.

O p t io u a / .1 en,irc : (,1 olt n n i l)t u n d .\' / afJ' I n uo luara c n I

\X/e find th^t m îy of our clients value a tectuitment Proccss that opens the

opportunity for community members, business leadets, otgantzattonrepresentativcs, and employees to provide input regarding the ideal candidate, Outrecnriters are skilled in designing anc{ faciltating fomrns, town hall meetings, and

online surveys that allow equitable involvement ftom avanety of constifuencies and

in consolidating feedback into a cohesive nartative of common themes.

If the City of Shafter so desires, we will wotk with the City Coundl to cre te ^

customized community andf or staff input Process.

SrBp 2 DnsIcN/DISTRTBUTE BnocI¡uRn AND ADvBR'I'ISEMENTS

Mt. Phllips and your dedicated Recruitment Coordinator will use the candidate profiledeveloped with the City of Shafter to create a professional tectuitment btochure, with the

assistance of our professional graphic desþer. The fout-page, full-color brochure willdescribe thc community, otganization, position, ideal canclidate, and compensation and willinclude pictures provided by the City of Shafter that you fccl be st leptesent your orgatizaaonand your community,

llol; ÀIulrav & ,\sso(:illcs l)roposrrl for tlrc Citl o[ Sluftcr Page 2

Upon your appïovai, Mr. Philtips will sencl thc brochute by postal mail and email to a tatgeted

u.rìi".rt., peÅånuly invitilg potential candidates to app\r for the City Manager position. !7c wllalso place the lecluitrnent brochure on ouï r.vebsite, r.vhrch atftacts over 11,000 unique hits

*."kly and is a lrusted resource for candidates seeking executive and professional positions,

Two sample brc.¡chures are included in tlrrs proposal package for yout reference.

Mr. Phìllips r.vill also design an cffcctive advetising carnpaign apPropdâte for the City

Manager iecrrrit-ent. Our l¡roadest outre¿ch comes thror-rgh out activc social media

rnvohrenrent on Facebook, Lrnkedln, and Twittet, whete uPcomjng and current positions

are posted. Sources such as l%esteru Ciry Magarynø, lhe 'Jobs.Ar''ailable" newsletlet, and

th" ôareers in Governnent website rvill be used to teach an extensivc local government

audience, while posiuon,specific postings will be chosen to atftâct candidates who

have built thejr careers in and are committed to the City Manager fìeld.

Suggested City N{anager,specific advertising sources for the City of Shaftet's seatch

include:

+ California City Management* Leagnc of Wornen in

Govetnnent

+ ICM¡. Newsletterr Califorrua CiW News

Bob Munay & Associates does not rypically place ads with job aggregatofs of

general job posting sites such as CarcetBuilder, Monstel, oI Indeed, as rve have

ioond that the broad reach of these sites does not neccssatilv lead to quality

candidates for executive and professional posiuons.

Rar t tbì n¿ I) ì ¡:a r.¡t C ¿¡ ndid ø I c.¡

Bob Mrutay & Associatcs, â woman- and minority owned business, is proud of its

commitment to attracting and placing divcrsc candidates. Not only do we place

advertisements with websites designed to attract mlnority and fenrale candidates,

but our ?rcsidcnt, Valerie PhìlLps, is a member herself of rnany cliversity-focused

organizaftons including the Local Govcrnment Hispanic Network, the League of\X/ãmen in Governrnent, tþe Professional \/omen's Nefwork, Mexican

Profcssional.s, and \ü/omen Leacling Government. She netwotks frequently withfellow members to gain insight into which potenual candidates are leaders rn their

6e1d. Mr. Phillips will seek to reach candidates in communities and organizations withdcmographic profiJes and populations serwed like that of the Ci.ty of Shafter, to

ma*ttt tzi the potential for individuals from a wide vzrriety of backgrounds, cultures, and

lile experiences to be consideted for the City Managct position.

Srep 3 Rpcntilt CRNotnnrps

The strongest candidates are often those who are successful and content in theu' cr.rrrent

positions and need to be sold on a new opporturuty. Our extensive netr.volk of contacts,

ãeveloped through over 1,400 successful placements, is a primary source for identiS,ing and

obtaining referrals for these candidates. Out in-house database of 40,000 cutïcrlt ancl formet

.*e.l.tivã and professional candiclates is a valuablelesource that can only be built ovet tirne-time

lJol¡ i\lrr¡r¿_r,c\;\ssociatcs Pt'opositl for thc (-itl of Sltrftcl l)',rger 3

that we have invested into perfecting our process for finding the dght candidates foL out clients,

Our aggressive outreach efforts are focused on phone calls to pcrsonally irwite potentialapplicants, answet questions, and alTay any reservâtions, and these efforts ate essential to the

success of the City Manager rccruitment.

Srep 4 ScnneN CnNomerss

Following the closing date for the recruitment, Mt. Phìllips will screen all tesumes we have

rcceived, using the crfieita establishecl in the candidate profile as a basis upon which tonarrow the fietd of candidates. Internal candidates receive sensitive consideration, and

Mr. Phillips will discuss with the City Council how the City of Shafteru¡ishes to proccedwith these candidates.

Srep 5 Coxnucr PRelIn¡rNeRY INTERVIBwS

Mt. Phillips will personally interview the top 10 to 15 candidates ftom the resume

screening, with the goal of determining which candidatcs havc the greatest potentialto succeed rn your otganization. To reduce ttavel-related expenses to our clients

and incteasc cfficiency in the search process, these intewiews ate qpicallyconducted via Skype, FaceTime, or other convcnient videoconferencingapplications,

During these in-depth intewiews, Mr. Phllips will explote each candidate's

background and experience as it reiates to the City Manager position, such as

sþificant accomplishments, size and scope of responsibility, and orgarrjzaluonal

culfure, In addition, Mr. Phillips wjll discuss with the candidates their m<¡tivation

for applying for the position and assess his/het knowledgc, skills, and abilities. Hewill devote specific attention to estabLishing the likelihood of the candidate's

acceptance of the position if an offer of employment is made.

Step 6 Sn¡Rcn Pusl-tc Rnconos

Under the direction of Mr. Phillips, your dcdicated Recruitment Coordinator willconduct a review of published plint and online articles fot each recommendedcandid¿te. Sources include Lexis-NexrsrM, Google, social media, and out contacts inthe field. This will alert Mr. Phillips to any futther detailed inquiries we ffiay need tomake before our recomrnendations ate ftnalized.

Srnr, 7 Ma¡<¡; Rpco\aMSNDATIoNS

Based on our findings dunng the preliminary interwiew process, Mr. Phillips willrecommend a limited number of candidates for your further consideration. He will make

specific recomrnendations and will help facilitate discussions tcgatcling the candidate pool,but the final determination of those to be considered will be up to you'

llol: À[urral ct ;\ssoci¿tes Prr¡rosrl fr¡r thc Cilr' <¡f Sh:r[ter l)llgcr 4

We typically recommend 6-8 candìdates that we feel will best match yoü expectations and preparea cletailed written report on each candidate. This bound report ptovided to each membet of thcdecision-making b ody includes :

* Candidate list vzith Recommended Finalists identified trt Group I ar'd Croaþ 2

þrirnary and secondaly recoffrmendations), as v¡ell as Interna/ candidates* Summa{ of expetience, education, and salary infornration fot each

Recommended Finalis t candidate+ Complete cover letter and resume for each Recommended lrinalist candidate* List of AtherApplicanrs (rhosewho did not meet mnimum qualifications or were

otherwise unsuitable, based on our scteening process)

Bob Murray & Associates maintains all search records for a period of sev'en (7) yeats

followtng each recruitment, and we are huppy to forward cover letters and tesumes

for each applicant by postal mail or email as soon as the rectuitment closes to ne'w

applications.

S:rBp 8 FecIuuTE FINAL INTERVTE$OS

Our years of expetience will be invaluable as we help you develop an interviewprocess that objectively assesses the qualifrcations of each candidate. llc will workwith the City of Shafter to craft and implement an interwiew approach that ltsyour needs. This may includc individual and panel interwiews by the City Counciland key stakeholders, community/employee intcwiew panels, wtiting and

presentation samples, meet-and-greets, or anothd specialized Process element Mr.Ph-illips helps the City of Shâfter to desþ.

Mr. Phllips will be present on-site during the interwiews to facjlitate as necessaly

during rhe process and to guide discussion to consensus regarding final candidates.

Bound interview books will be ptovided to each interwiew panel membercontaining:

I Recruitment brochure with candidate ptofile* Interyiew schedule+ Suggested lnterview questionstt Experience sufirlnary, covet letter, resume, and rattng fotm for each

candidate+ Ranking forms for use dtrring the panel interview process

!Øe will work closely with your staff to coordinate and schedule intewiews and candidate

travel. Our goal i.s to ensure that each candidate has a very positive experience, as the waythe entire process is conducted will influence the final candidates' perception of yourorganizatiot.

Srnp 9 Coruouct BAcKcRoUND AND REFERENcE CHECKS

Mr. Phillips and your Recr-uitment Cootdinator will conduct detailed refetcnce chccks for up tothree (3) final candidates. To gain at

^ccurate and honest appraisal of the candidates' strengths

lJob Àlurr;n' & Àssocirttes Px>posal lor thc Citt of Shaftel Plgc 5

and weaknesses, we wili t¿lk candidly with people who have direct knowledge of theil wotk and

management sryle. In addition to gaining a 360-degree view of canclidates frotn the pempective

of theit superwisors, subo¡dinates and peers for the past sevetal yeârs, we lvill make a point ofspeaking cãnfidentially to individuals who may have further insight into a candidate's abilities

but v¡ho may not be on their prefered list of cofltacts'

Your Recnritment Coordinatol will worlc rvith candidates and our ptofessional

background-ing firm, HireRight, to conduct credit, civil Jitigation, and motor vehicle record

chechs and verify canclidates' degrees.

STep 10 ASSIST IN NEGOTIÄTIONS

We recognizc thc cdtical importance of successful negotiations and can serve as your

representative during this process. Mr. Phillips knows what othet orgarizations have

done to put deals together with gteat candidates and what the cuttent matkct is like

for City Managet positions in arganzatrons like the City of Shafter's' He will be

ava{able to advise you regardìng current apptoaches to difhcult issues, such as

housing and relocation. We ¡¡¡ill represerit your intetests and advisc the chosen

canclidate andyou regarding salary, benefits, and employment agreements, with the

gt-,al of putting together a ded, that results in the appointment of your ch<¡sen

candidate. With our proven experience and vested intercst in a positive outcome,

we can tufn a very clifficult aspect of the recmitment into one that is

straightfolward and agtccable for all patties involved.

COMPLETE ADMINISTRATIVE ASSISTANCE

\X/e receive fnany snsqficited testimonials each year from clients and canclidates

alike noting ouf prompt, considerate, accvte;te, and professional sewice cluting the

search process. Throughout the recruitment, in time intervals that suit the City ofShafter, we will provicle you with updates on the status of the search and attend to

all administrative details on your behalf'

Candidates receive immediat.e achnowledgement of their applications, as well as

personal phone calls andf or emails (as appropriatc) advising them of their status at

ãach critical point in the recruitment. Candidates who teceive pteliminary or finaljnterviews and ale not chosen to move fo¡ward in the interview process will receive

personal cails from Mr, Phillips on behalf of the City of Shaftet'

It is our internal compâny standard that all rnquities from clients and candidates teceive

a response within the same business daywhenever possible, and certainlywithin 24 hours

if thè rnquirT is received during the wotk week. Mr. Phltips will be avaÃable to the City ofShafter by <.iffrce phone, cell phone, and email at any time to ensute a smooth and stress-

free recruitment process.

Liob t\Iurnr' & ¡\ssociates ProJros'.rl for the Cin' of Slrrtfrer Pagc ó

Gu¡ne¡¡tnB

Shoutd a candidate recommended by our fi,rm resþ or be terminated within the first L2 monthsof employment, we will provide the City of Sh¿ftet with professional sewices to secure a

replacement. Sewices will be provided ât no cost, aside ftom expenses incuted on the Cityof Shafter's behalf during the new search. We are confi.dent in our ability to tecruitoutstanding candidates and do not expect the City to find it necessary to exetcise this

provision of out proposal

RECRUITMENT SCHEDULE

'ù7e are prepared to startwork on this assþmentupon teceipt of a sþed ptofessionalselvices âgreement or other written, authotized notifìcation. ,{ full seatch can be

completed 'n t3-1.6 weeks from the date of initiai meetings with our client.

The final recruitment schedule will be cletetmined in collaboration with City ofShaftet. A typical timeline of tasks and events is included here for reference.

Distril¡uteBrochure

Conti¡rue

NIont.h 2

\Xieek 5

\X/eeks (r-B

Car¡cliclateProfile

Develop & Pri¡rtBrochtrre

Place,tds

Begin Recnútirrg

iVlonth I

Veek I

Weeks 2 4

Veek 4

\Y/eek 4

ScreenCa¡rcLiclates

PreliminaryInterr¡iews

Search PublicRecorcls

RecommenclFinalists

Month 3

Week 9

Week l0

Week 11

Week 12

FinalistInterviervs

Backgrotrncls &References

Negotiations

CancticlateÂppointment

Morrth 4

Week l.l

Weeks 13- l4

Wc.ek i 5

Week I ó

LÌrb Àfurrrr1, & .\ssoctitÌes Proposal for thc Citl'<¡f Sh¡fter l)',rge tì

FIRM PROFILE

Oun Srut¡

Bob Murray & Associates is a small firm focusi¡g exclusively on execudve seatch serwices.\ü/e have a team of nine (9):

+ Bob Muray, Foønder+ Valerie Gaeta Phillips, President

+ Gary Phillips, Execzliue Vice l>reident+ Regan rù7illiams, Vice Preident+ Joel Bryden, Viæ President+ Carmen Yaldez, Senior Execatiue Recraiter

+ Ambet Smith, Principal Remtitment Coordinator+ Zoila Coutur.e, Seniorkecruitment Coordinator* Gini Herndon, ConlrøctAdruinistrator / Bookkeeper

Bos MunRÀv, FouNDrn

Mr. lVluray-known simply as "Bob" to his clients and candidates thtoughout the'westem U.S.-brings ovet 40 years' expedencc as a tectuiter and is tecognized as

one of the top local government recmi.ters in the nation. He conducted hundreds

of searches for cities, counties, and special clisuicts and was called on to conduct

searches for some of the largest, most complex organizations in ¡þs seu¡tfy-¿fìdsome of the smallest. Mr. Murray conducted seatches for chief executivcs,

depattment heads, professional and technical positions, taking tire lead on mâny

of the frm's most difficult assþments with gteat success. His clients retaine<l

hirn again andagain,given the quality of his work and success in frrcling candidatcs

for difficult to fr-ll positions.

Mr. Muttay received his Bachelor of Science Degtee in Climinology ftom the

University of California at Betkeley with graduate studies in Public Adrninistrationat California State University at Hayward.

.A.s our Founder, Mr. Murray curtently takes on few searches personally but continues

to provide valued insight and experience to our team membets regarding all aspects

of the recruitment pfocess.

V,rlnnm G¡nt¡ PHILLIPS, PRESIDENT aND REcRUITER

Ms. Gaeta Phllips has over 1B years of rectuiting experience, including motc than a decade

of recent expedence in executive search for public, private, and startup companies

natjonwide. Since joining Bob Murray & Associates, Valerie has completecl over 40 searches

in a diverse range of fields, including city and genetal managemcnt, planning, fmance, human

resources, transportation, communication and public relations, community and economic

clevelopment, information technology, parks and tecreation, and opetations. She has tecruited at

lJc¡b llutrav ct '\ssoci¿tcs Proposal for the Cln'of Shlfter Ptgc 9

a1l levels of municipal and non-ptofit otgatizatious, from technicians and cngineels to Executive

l)irectors and Chief Executive Ofhcers.

Valerie is valued for her passion for fincling and rctaining the most outstanding candidates foreven the rnost difhcult or untraditional assþments and for her commitmeot to her clients'

success; she is also active j¡r a \¡ariety of ildustry otganizations and in diversì.ty-focused

associations. Vaierie is called upon oftcn to scrve as an expert speaker on topics such as

managing one's online reputation, diversity issues in municipal and non-profit leadetship,

and how to identi$r a good "Frt" for orgarizattonal culture'

Ms. Gaeta Phìllips, along with Execulive Vice President Gary Phïlips, has a passion

for helping people, evidencecl by fundraising, spousorship, and involvernent in raisilrg

awaïeness fot orgatizations such as Autisl¡ Speaks, the UC Davis M.LN.D' Institute,

and the Northern C¿l-ifornia Special O\'mPi.s.

Genv PntlLIns, Executrv¡; Vtce PnnslDENT AND RECRUITER

Since joining Bob Nlurray & Ässociates, Mr. Phillips has completed over 50

searches for cxccutives and professionals in a wide variety of fields including

animal setwices, city and general mânagement, planning, lcgal counsel, cþersecurity, and human ïesources. Gary's cLients have ranged frorn municipal

govcfnment to non*profit and private sectol organizations, and he has sourced

outstanding candidates for positions ftom the level of division mattâgers up to Ciry

Managers, Executive Directors, and General Managers.

Gary started his cateer Lvith a Ncw York-based Forr¡ne 100 company and quickly

becatne a Senior Managet, building and running a Iatge customcf sclvicc

otgan)zattonthat eventually expanded to 13 countries in Eutope. He proceeded to

hold scnior leadership positions in several Fortune 500 companies, rvith noted

successes such as building an organization ftom two to 250 cmployees wotldwideand gror.viag a company from 800 to 12A0 employees.

As part of an executive acquisition and recrrútrng tcam, Gary helped build a statt-

up enterprise softwate company in San Francisco, recruiting top-ttotch talent and

bnilding a wodd-clas s otganizatton. FIe has maintained customet relationships in rhe

public sector and the plivate sector, including medical and financiai institutions. He

prides himself on finding key talent and offeling the best customet serwice to his

clients.

Mr. Phillips, along with Ms. Gaeta-Phillips, is involr.'ed in his community âs a soccer

coach, as an organ)zer of funclraisers for Autlsm Speaks and the UC Davis M'I.N.D.Insrirure, and as â sponsor of the Northern Cahforrua Special Olympics. Mr, Pbrllips

received his Associ.ate of Science degree and completed additjonal coursework at Rochester

Institute of Technology, lrIY.

lJob :\lu;:rur, ct ;\ssc¡cirttcs l:'topos:rl lor thc Clitt of Sh¡lfrcr 1)l¡¡t: I()

REGAN WILr-rAnas, Snxron Vtce PneSIDBNT euo RecRulTuu

Mr. l7illiams bdngs 30 years of local government experience to tsob Muuay & A.ssociates andhas over 17 years of experience in executive rectuitments with out ft'm. In h,rs timc with BobMutr:ay & Associates, Regan has conducted over 275 execwttve searches rangilg flommanagers and department heads to City Managers, Executive Dilectors, and GeneralManagets. If Regan were to h.ave a tecruiting specialty, it would be public safety positions:he has personaily con<luctecl over 60 Police Chief and 20 Ftte Chief rectuitments.

Prior to joining Bob Murray & Associates, Regan sened as Djrector of Public Safety

with the City of Sunnyvale, CA. He was involved in the development of some ofSunnyvale's most innovative public safety programs and has a national teputation forexcellence in law enforcement, as well as in lar.v enfotccmcnt executive recruiting.Regan's clients find his prompt and personal attention, insþht, and expetìse inrecruitment and selection ân asset. He is often called upon to recruit for difficult-to-flll law enforcement positions, such as the position of Police Chief ot City Managerin challenging political envjtonments.

Mr. \X/illiams received his Bachelot of Science l)egtee jn Administration of Justicefrom San Jose State Universiry. I-{e is also a graduate of the FBI NationalAcademy.

Joer BnvoEN, VIcE PRESIDENT AND RECRUITER

Mr. Bryden has over 30 ycars of local government experience that he bdngs to thefum, having retired as Chief of Police in \X/alnut Creek, CA priot to joining BobMurray & Associates in 2013. Throughout his careet, Joel has been involved inpublic sector consulting, with vast experience in hirlng an<l ptomotìonal processes,

as well as interviewing candidates fot advanccment in aìl aspects of localgovefnment,

Joel has a soLid reputation as a leader in the public sector and his abiJity to 6nd andevaluate outstanding applicants for our clients is invaluable in thc scatch process.

Since joining Bob Murray & Associates, Joel has conducted over 50 tecruitrnents ina broad range of sectors including police, fite, building, planning, city managernent,and general manâgefirent. He is often called upon to rectuit spccialized or difficult-to-fill positions, such as Independent Police Auditor.

Mr. Bryden is a graduate of the FBI National Academy and obtained his Bachelot ofArts Degree in Communicatj.on ftom San Diego State University. He is curently based

in \X/alnut Creek, CA.

C¡rnuBN VALDEz, SrNIon Execurrvn Rscnultnn

Cannen Yaldez provides executivc rectuitrlent and human resource services to municipalgovernment agencies and non-ptofits. She has more tlnar. 25 yeats' cxpetience in team-building, executive search, general human resources, classification and compensation, testing,

llob Nhur¿r, & ,\ssoci¿tes I)ropostl lor the Citl of Shaftcr l)agc I I

policy deveiopment, performance managefirent, organizatìonal development, discipJine, and

other employee relations acfivities.

Carmen has most recendy bccn consulting with Municipal Resoutce Group, prior to whichshe spent over 30 years witb. the City of Milpitas, a Silicon Valley city of 70,000 residents. Inthis capacity, she was responsible for collective bargaining, PEPRA and,{'ffotdable Care

Act implementation, modernizing Human Resource services to improve efficiencies and

reduce costs, revari.ping the 1ü/orkers Compensatìon service delivery and complcting a

City-wide strategic plan. Carmen also spent almost2years as the Director of Recreation

Sewices.

ln addition to her significant experience in the public sector, Carmen earned a

Bachclor of Arts degree in Business from Univetsity of Phoenix. She is also a

membet ctf LoczL Government Hispanic Network and League of \X/omen inGovernment. She is an avid runner and enioys glving back to het community.

Au¡nR SMTTH, PnrNcrpar RncnurtvrENT CooRD INATOR

Äs Principal Recruitment Coordinator with Bob Muray & Associates, Ms, Smithacts as a liaison between clients and candidates ftom beginning to end of each

recnritment process. Under the direction of each ciient's assigned Recruitet,Àmber is responsiblc for the development and distlibution of position rectuitmentand advetising matetials, client teseatch, teference and background checks'

responding to requests for proposals, and providing a broad tange of supportserwices for the rccruiting team. She also provides ieadership for our in-house staffand is an invaluable resource,

Ambcr bdngs over a decade of cLient-oriented customer selice, adminisftative,and management experience to Bob Murray & Associates. Since joining out teâm

n 2013, she has shown a commitrrrent to wotking âs â pâftnef with cüents and

candidates to provide a quLaltty sewice and experience,

Ms. Smith received her Bachelor of Atts degree in Business ,A.dministration ftom LaSiera University, Riverside, Califcrtnia.

Zou-p, Couru nn, SnNlon RpcnurtunNT Co oRDINATo R

As Senior Recruitment Coordinator with Bob Murray & Associates, Ms. Couture

acts as a liaison between clients and candidates throughout each recruitment process.

Under the direction of our client's assigned Recruiter, Zoila's responsibilities includedevelopment and distribution of position recruitment and advertising materials,

candidate research, reference checks, and providing a broad range ofsupport services forthe recruitment team.

llob r\lu¡r',¡' & ¡\ssocirrles ì)toposrl |or lhc Cin'olSlvrftcr Page 12

Zoila joined our firm in 2019 with extensive experience in research, communication, and

project maÍagement. She is committed to providing the highest level of quality support and toworking as a partner with clients and candidates throughout the search process.

Ms. Couture received her Bachelor of Arts degree in Political Science from the Universityof California, Davis.

Gwr HenwDoN, CoNTRAcrs Anu¡Ntsturon / B ooTKEEPER

Ms. Gini Herndon is the Contracts ,{.dministrator/Bookkeeper at Bob Murray &Associates, Ms. Herndon is the Êrrst point of contact at Rob Murray & Âssociates and

has an extensive administtative backgtound in business law.

Ms. Herndon is known for her collaboradve approach as she works closely with ourinternal team and clients to ensure a successful search. As a first pont of contact,

Ms. Herndon is highly professional and maintains a high level of confidentiality and

sensitivity.

Bol; À{u¡:r:tr, & -\ssociales Propostl for thc Cih, <¡l Sh:rl¡er Page 13

Ct¡ttpt¡ntnoN

Bob Murray & Associates was founded in May 2000 and operated under the coqporation name

MBN Seryices, Inc. until June 2014; o:ut new cofporation name is G\rP Ventures, Inc,,

incolpotated in Californa in 20L4. Contact information fot the corporation and the firm is

as follows:

GVP Ventwes, Inc. OR Bob Murray & Associatcs1544 Eureka Road, Ste. 280

Roseville, C1'95661,(e16) 784-e080

apply@bobmurrayas s oc. com

Our coqporation and f:nm are financíally sound (and have bcen so since 2000), withdocumentation from our accountant avaùable to your orgatizalon pdot to finalexecution of a professional service agteement. lle have never been involved it tttyJitigation, aside from our personnel serving âs expert witncsscs'

Bob t\{urrav & .{ssociates Plopos:tl lor thc Cit¡, of Shaftet I)rge 14

P RÖ IîE ssl Û N A T., AsSo C IA TIaNS

Our fum, represented by our President Valerie Gaeta Phìllips znðf or our Executive Vrce

President Gary Phillips, is involved in the following otganizattons to temain engaged withcurrent and future issues relevant to the work we conduct on behalf of clients like City ofShafter:

.) California Special Distlicts Association - Member

* Ca[forrua Cíty Management Foundation (CCMF) - Malltþer

* Internati onal City / County Management Association (ICM,{) - Mamber

J Le^gl,. of Califomia Citjes - I-xague ParÍner

J League r¡f \)Øomen in Government- Sponsorf Member

J Municipal l\{anagement Âssociauon of Notthem California (MMANC) -Sponsorf Menber

J tr,tunicipal Management,{.ssociation of Southern California G\4MASC) -Sponsorf Menher

* Natronal Forum for Black Public,A.dministrators ${FBP,{') - Connittæ

ruenberlor Markeîing and ßrønding

Members of out leadetship team not ody attcnd events sponsored by these

associations but are also frequendy ca1led upon to sefve âs panel members and to

provide speciaìrzed lectures regarding industry-specihc issues.

Recent and upcoming speaking engagements and trainings provided by out staff

include:-| "Role of the Chief' class, presented by Joel Bryden on behalf of the

California Police Chiefs Association+ Orgatizanon of Latino ,A.ffairs lnvited speaker - Valede Philhps for

Hispanic Hetitage Month; and* "The Next Step on Your Cateer Ladder: ;\ lìung Up or a Missed Step?

\X/hat City Managers ate Seekrng to Create a Dteam Teâm," Bob Mulray &Associates is a lcading panicipant on the MMANC 201.9 Corference Panel

Lìol¡ Nlurrrl c\ ¡\sst>ciates l)roposal for ¡hc Ci¡' of Shaftcr Pagc 15

REFERENCES

Clients and cartdidøtes âte the best testâment to our abiJity to conduct quality seatches. Clients

for whom Bob Murray &,{.ssoci¿tes has recentJy conducted sitnjlar searches ate listed below:

Client:Position:Refetence:

Client:Position:Refetence:

Client:Position:Reference:

City of Lompoc, CA.

City ManagetMt. Gabriel (Gabe) Gatira, Human Resources Manager

(80s) 87s-8209

City of Roseville, CÂAssistant City ManagerMt. Dominic Casey, City Manager(el6) 774-5362Ms. Mary Egan, Consultant(916) 261.-7s47

National City, C,A.

City ManagerMs. Leslie Dees, City Managet(8s8) 34e-07e0

lVe apprcciate the City of Shafter's considetation of ourproposal and look forwatd to working with you.

Elog MuRe^ev& Aasutrr^eTEEExrti"r tf{ Ex¡Êulav: a:Ai¡x

Bol¡ Àlurrrrv &,{ssociates I)xr¡rosrrl ftrr the Citt' of Shlfier Page 16

CPS HR CONSULTING

PROPOSAL

Cily of ShofterExecutive Recruitment Services forCity Monoger

Due Dote: September ?, 2Q1?

4:00 P.M. PST

SUBMITTED BY:

MELISSA ASHER

Sr. Procfice Leader, Producfs ond Services

CPS HR Consulling2450 Del Poso Rood, Suile 220

Socromenlo, CA 95834

P: 9l ó-471 -3358

mosher@cpshr.us

Tox lD: 68-0067209

www.cpshr.us Your Poth lo Performonce

CPS HR ,- CONSULTINGSeptember 9,2Ot9

James L. Zervis, Acting City ManagerCity of Shafter336 Pacific AvenueShafter, CA 93263

Submltted via email to: lzervis@sþaftÊr.rcry

Subject: Executive Recruitment Services for City Manager

Dear Mr. Zervis:

CPS HR Consulting (CPS HR) is pleased to have the opportunity to submit a proposal to assíst theCity of Shafter {City) with the recruitment of a new City Manager. We are uniquely qualified toundertake this effort as we have vast experience in assisting public agencies with executive

search, screening, and placement.

We understand that each agency is unique, and our extensive experience allows us to tailor ourprocess to specifically meet your needs. Our work with local government agencies throughoutthe United States gives us an in-depth understanding of government operations, programs, and

services. We have a successful track record of placing City Managers throughout California on aregular basis, including in the cities of Santa Ana, Carson, Glendale, Bell Gardens, Garden Grove,

Modesto, Avalon, San Marino and Union City, just to name a few. Our familiarity with candidates

from the Central Valley provides for an act¡ve pipeline of quality talent.

Each recruítment is an opportunity to shape and prepare your organization for the future. We

understand how important th¡s transit¡on is for you and are perfectly placed to assist you in thisendeavor. Once this project begins, we will work with the City to tailor our process to highlight

this exciting opportunity and attract the best possible candidates.

It is our commitment to work in partnership with your organization to achieve a successful result.

Thank you for the opportunity to be considered for this assignment. Should you have questions

or comments about the information presented in this proposal, please contact Melissa Asher atmasher@cpshr.us or (916) 471-3358.

Sincerely,

1Tùhùo,,+l*/-Melissa AsherSenior Practice Leader, Products and Services

2450 Del Poso Rood. Su¡te 220 Socromento, CA 95834 www.cpshr.us Tox ID: óB-00ó7209

Proposalto City of iharterExecutive Recruitment Seruices for City M anager

Toble of ConlenlsAbout CPS HR Consulting

Recruitment Experts

Executive Recruitment Team.,........

References

Current Workload

Approach and Methodology..........

t2

4

.......11

t0

L2

72

..L2

City's Needs...

Commitment to Communication............ ,."'...'.'.I2

Aggressive, Proactive, and Robust Recruitment

Scope of Work..... ............ 13

Phase | - Develop Candidate Profile and Recruitment Strategy .............13

Phase ll - Aggressive, Proactive, and Robust Recruitment. ".........""'....'.....14

Phase lll- Selection ...... 16

Proposed Timeline .....

City Manager Recruitment Work Plan lTentative Project Schedule.'..'.....

Placement Guarantee..

One-Yea r Service Guarantee....

Cost Proposal: Professional Fees and Expenses......'..'.

Reimbursable Expenses

Appendix A: Sample Brochure .......

Appendix B: Sample Panel lnterview Questions..............,.

Appendix C: Sample Reference Summary.......

Reference Chec k Questions ........................

19

2L

2t

22

Professional Services........ .......',',...22

.24

22

28

30

30

cPs HR:coNsuLTlNGPage I i

' Proposal to City of ShafterExecutive Relru itm e nt S e ruice s fo r City M an a g e r

Aboul CPS HR ConsullingCPS HR ConsultÍng (CPS HR) has been ossísting orgonizøtìons with their tdlent manogementneeds for 34 years. We have unique expertise in delivering HR management and consultingservices, employment testing, and assessment services to government agencies throughoutNorth America.

CPS HR's core competency is its knowledge of and expert¡se in the public sector. As a public

agency, we understand the challenges and issues facing our client base. As a self-supportingpublic entity, we also understand the need for innovative yet practical results. CPS HR can

provide expertise that is unique because we share with our clients a common perspective. There

is no competitor in the industry that can make this claim.

CPS HR offers clients a comprehensive range of competitively priced services, all of which can

be customized to meet your organization's specific needs. We are committed to supporting and

developing strategic organizational leadership and human resource management in the public

sector. We offer expertise in the areas of organizational strategy, recru¡tment and selection,

training and development, and organization and workforce management.

CPS HR occupies a unique position among its competitors in the field of government consulting;

as a Joint Powers Authority (JPA), whose charter mandates that we serve only public sectorclients, we actively serve all government sectors including Federal, State, Local, Special D¡str¡cts,

and Non-Profit organizations. This singular position provides CPS HR with a systemic and

extensive understanding of how each government sector is inter-connected to each other and

to their commun¡ties. That understanding, combined with our knowledge of public and private

sector best practices, translates into meaningful and pract¡cal solutions for our clients'operational and business needs,

CPS HR's unique position in the public arena attracts professionals from both public and private

sectors who are driven to help the client reach its organization's vision and mission. We workcollaboratively with the client to generate solutions that are creatíve yet practical, to meet theorganization "where it is" while also moving it to the next level.

With more than 120 full-tíme employees as well as 200+ project consultants and technical

experts nat¡onwide, CPS HR delivers breakthrough solutions that help public sector

organizations impact the communit¡es they serve. CPS HR has worked w¡th more than 1,200

government and public/non-profit clients throughout the United States and Canada.

Our headquarters are located in Sacramento, California. We have regional offices in Atlanta,GA; Austin, TX; Littleton, CO; and Orange County, CA.

CPS HR -

CONSULTINGPage | 1

' Proposal to City of Shafter

Executive Recruitment Seruices for City Manager

Recruitment Experts

CPS HR specializes in the recruitment and selection of key professionals for cities, counties,

special dÍstricts, and non-profits. Working ¡n partnership with the governing body or selection

team, we develop customized search strategies that focus on locating and recruiting qualified

candidates who match the agency's unique needs. Our wealth of recruitment experience has

been gained through more than 77 years of placing top and mid-level executives in public

agencies throughout the United States.

I Unmatched Recu¡tment Experience for Government Agencies. CPS HR has extensive

experience in recru¡ting executive-level professionals for public agencies across the

United States. As a public agency ourselves, we understand how to work with and

within government. Our understanding of public sector culture and policy uniquelysets us apart from our competitors.

I Seasoned Executive Recruiters. Our recruiters possess a high level of expertise inrecruiting and placing executive-lèvel professionals. Our staff of experts includes an

exceptional group of full-time employees as well as a full complement of subject

matter experts, intermittent employees, and part-time employees with a variety ofpublic and private sector experience.

t Deta¡led Needs Assessments. We conduct a detailed needs assessment to identify 1)

future organizational direction; 2) challenges facing the position; 3) the working style

and organizational climate; and 4) required core and job specific competencies as wellas personal and professional characteristics.

I Success Recruiting Non-Job Seeking Talent. We recognize that the very best candidates

for some types of positions may not be looking for a career change, therefore, ourrecruitment team takes a very aggressive approach to identify and recruit such

candidates.

I Vast Pool of Public Agency Contacts. cPS HR maintains a database of candidates and

an extensive network of external resources to leverage for executive-level posit¡ons.

We utilize our vast pool of public and non-profit contacts to deliver a strong list ofcompetitive candidates who will be well prepared to assist you in the accomplishmentof your specific mission and goals.

I Satisfied Clients. While many companies talk about client satisfaction, how many

measure the impact of that through assessing client satisfaction by distributing writtensurveys and tying the results of these surveys to their performance managementsystem? CPS HR Consulting does. A client satisfaction survey is sent at the end of every

engagement requesting feedback on the quality of our staff, deliverables, and theovera ll consulting relationship.

I Retention/Success Rate. CPS HR continues all executive recruitments until a candidate

is placed. Our success rate is tied to the longevity of the candidates we place, currentlymore than 91% of our placements are still in their position after two years.

CPS HR-CONSULTINGPage | 2

Proposalto City of ShafterExecutive Recruitment Seruices for City Manager

I Partial list of recruitments. Below is a brief listing of recent recruítments to show ourexperience w¡th successful placements ¡n city management. Our total placement

number for city managers, assistants, and deputies is approximately 35.

City Manager CurrentCity of Hollister (CA)

City of Clayton (CA) City Manager Current

City Manager 20L9City of Columbia (MO)

City of Union City (CA) City Manager 20L9

City of Carson (CA) City Manager 20L9

City of Bell Gardens (CA) City Manager 20L9

Town of Paradise Valley (AZ) Town Manager 20L9

City Manager 20L9City of East Palo Alto (CA)

City of Woodland Park (CO) City Manager 2018

City of Modesto (cA) City Manager 2018

2018Churchill County (NV) County Manager

City of Sacramento (CA) Assistant City Manager 20L8

County of San Luis Obispo (CA) City Manager 2018

City of Glendale (CA) City Manager 2018

City of Goodyear (AZ) City Manager 2018

County of lmperial (CA) County Executive Officer 2018

Town of Oro Valley (AZ) Town Manager 20t7

Town of Los Gatos (CA) Assistant Town Manager 2077

City of San Marino (CA) City Manager 20]-7

zÙfl/2AßCity of Santa Ana (CA) City Manager

City of Avalon (CA) City Manager 20L6

City of Albany (OR) City Manager 20L6

City of Boulder (CO) Deputy City Manager 20L6

2015City of Anaheim (CA) City Manager

City of Garden Grove (CA) City Manager 2015

Title Year CompletedAgency

cPS HR Í¡aCONSULTTNG Page | 3

Proposal to City of Shafter

Executive Recruitment Services for City Manager

Execulive Recruilmenl TeomCPS HR has assembled a strong project team with each member possessing extens¡ve recruiting

experience and a direct, in-depth understanding of local government. Your project manager will

be Frank Rojas. Frank will have ample time and dedication to ensure your customer service

needs are met in a tlmely and effective manner.

We are committed to providing each of our clients the same level of service excellence, and we

take great care not to take on more work than this commitment allows. We will not utilize

subcontractors for these services. Key staff will not be changed without approval of the City.

Their resumes follow.

Teom Resumes

Frank Rojas, Senior Executive Recruiter (resides in Riverside, CA), Project

Manager

Frank Rojas is a Senior Executive Recruiter with CPS HR Consulting. Frank brings more than 30

years of recruiting experience from the highly competitive direct placement and contract labor

industries as well as the corporate environment. Mr. Rojas has signifícant experience placing

corporate leaders, executive, professional, and technical staff including individual contr¡butors

for government sector, non-profits, aerospace, architectural and engíneering, information

technology, petroleum and chemical, energy, power, civil/structural, transportat¡on and private

industry.

ln addition to recently completing recruitments for City of Bell Gardens, City of Carson, City of

Bell Gardens, City of Oxnard, and LA Metro, recent successful efforts include positions of City

Manager, County Administrative Officer, Chief Executive Officer, Chief Ethics Officer, Chief

Communications Officer and Director-level hires for Finance, Administrative Services,

Engineering, Human Resources, Parks and Recreation, Planning & Development, and

Division/Site General Managers.

Mr. Rojas began his career in Contract Labor and over the next 20+ years launched seven start-

up offices in several states and locations providing direct placement and contract support to

frojas@cpshr.usSenior Executive Recruiter/Project

Manager

Frank Rojas {916) 471-3111

Executive Recruiter Josh Jones (916) 471-3301 jjones@cpshr.us

Executive Recruiter Andrew Nelson (916) 47r-3329 anelson@cpshr.us

Role/Project Assignment Name Phone Email

CPS HR -CONSULTING Page | 4

Proposalto City of Shafter

Executive Recruitment Servites for City Manager

hundreds of clients in virtually all industries and levels of talent. He continued his career in the

non-profit environment managing and building talent acquisition support during significant

growth periods. Having been a speaker at several networking and career coaching venues, Frank

believes in utilizing trad¡tional recruit¡ng methodology with social media. He was named in the

top Lo/o viewed profiles on Linkedln.

Mr. Rojas has established a strong client and customer base through trust, effective recruiting,

relationship building, and teamwork.

Employment History

I Senior Executive Recru¡ter, CPS HR Consulting

I Employment D¡rector and Senior Recruiter, PRIDE lndustr¡es

I Corporate Recruiter, EMF Broadcasting

t Branch Manager and Acting Vice President, Fastek Technical Services

Professional Experience

t Managed and led recruiting efforts including client interface to define and write position

descriptions, profiles, and goals. Responsible for creatíng marketing plans, screening

and selection strategies, conducting interviews and participat¡ng in final hire and post-

hire activities including reference and background checks.

I Assisted in salary evaluation and compet¡t¡ve comparisons. This includes candidate

negotiations, travel and relocation (if appropriate), benefits, and confirmation and

acceptance of any requirements prior to the submittal process and acceptance of offer.

I Managed in-house staff to ensure adherence of company policies and legal compliance.

Developed and maintained positive, team-building methodologies that increased

productivity, created a positive, productive staff, and maintained cooperativeness and

trust.

I Recruited and identified seníor-level management for several federal locations

including General Managers, Assistant General Managers, HR Directors, Site

Controllers, Quality Managers, T-4 Water and Environmental Dírector and

Departmental Leadership at Fort Bliss, El Paso; Fort Polk, Louisiana;Joint Base McGuire-

Dix-Lakehurst; New Jersey; Los Angeles Air Force Base; Cape Canaveral, Florida; and the

Lawrence Livermore National La boratory.

I Set up staff procedures and office functions; negotiated service agreements, ensured

EEO, safety/OSHA quality, and all local, state, and federal compliance policies. Migrated

and implemented several Applicant Tracking Systems including participation as Systems

Administrator.

cPs HR ÉcoNsuLTlNG Page | 5

, Proposalto City of ShafterEXecutive Recruitment Services for City Manager

I lnitiated effort to define the mission and business plans of expanding organízations.

Developed road maps to build client base, relevant labor pools, and resources to susta¡n

growth for the entire enterprise. Started corporate recruiting department and initiatedrecruiting strategies, hiring processes, retention, and integrated cost-effectivemarketing tools.

I Hired and motivated in-house talent and created cross-functional business/sales and

recruiting process allowing for growth, skills development, and achievement to meetcustomer needs and provide for an effective team-oriented environment,

Education

: 8.4., PoliticalScience, University of California at Berkeley, Berkeley, CA

Josh Jones, Executive Recruiter

Josh Jones brings nearly ten years of public sector experience to his role as Executive Recruiter

at CPS HR Consulting. He holds a Master's degree in Public Administration from the University

of Kansas and has worked with both cíties and counties in such high-level roles as City Manager

and Deputy CAO. With this dírect professional experience, Mr. Jones brings a practitioner'stouch to recruitments and understands the unique needs of clients whether they are elected

officials or management staff. Combining thís knowledge with a sincere interest in the client'ssuccess, he ensures an except¡onal level of service and satisfaction.

Utilizing his extensive professional network and data-driven recruiting techniques, Mr. Jones

successfully sources high-quality candidates for both urban and rural clients in a wide variety ofpublic sector fíelds including city and county management, housing, transít, social services,

emergency communícations, public safety, ut¡¡¡ties, finance, municipal law, and more. He fostersgenuine relationships and enjoys enriching the professional lives of clients and candidates alike

through his recruitment services.

Employment H¡story

I Executive Recruiter, CPS HR Consulting

I City Manager, Parowan City, Utah

t Deputy County Administrative Officer, County of Lake, Lakeport, California

t Assistant City Manager, City of Xenia, Ohio

I Assistant to the Village Manager, Village of Oak Lawn, lllinois

cPs HR Í¡acoNsuLÏNG Page i 6

Proposalto City ôÍ Shalter

Executive Recruitment Seruices for City Manager

Professional Experience

t Manages daily operations and strateg¡c planning for full-service municipality with

responsibility for areas in Human Resources including safety and risk management,

training programs, compensation studies, and performance evaluations'

I Recruited for several difficult to fill niche positions and realized employer savings and

em ployee ga i ns th ro ugh effective benefits ad mi n istration.

: Developed the City's first HRIS database that was crucial to the budget development

process and ongoing employee management.

t Assisted in the general administration of and budget analysis for half of the County's24

departments, in addition to management of programs and personnel in the

Administrative Office.

I Acted as the County's Purchasing Agent, assisting departments in application of County

Code and served as Procurement Manager in a presidentially declared wildfire disaster.

I Optimized County operations through compensation and classification

recommendations and assisted in recruitment and selection panels'

I ln conjunction with the City Manager, províded strateg¡c and operational oversight and

supervision for nearly 200 employees. Served as Act¡ng City Manager.

I Managed the citywide budget and five-year capital improvement plan processes,

identifying operational effíciencies and strateg¡c opportunities with department heads.

I Served on the city's management team for labor negotiations, accomplishing conflict

resolution, and assisted in carrying out an employment exam.

¡ Represented the Village to outside agencies and businesses, including hiring consultants

and building partnerships.

I Managed the recruitment process for the Village's new Police Chief.

Education

t Master of Public Administration, University of Kansas, Lawrence, Kansas

I Bachelor of lntegrated Studies with Honors, Weber State University, Ogden, Utah

cPs HR ãcoNsuLTlNG Page | 7

' Proposal to City of Shafter

Executive Recruitment Seruices for City Manager

Andrew Nelson, Executive Recruiter

Andrew Nelson brings an extensive background in government service to his role as Executive

Recruiter at CPS HR Consulting through city administrãtion, transportation planning, and court

management as well as professional recruiter training from the U.S. military.

Mr. Nelson has significant experience with recruítments of professional and management

positions for the public sector. Prior to joining CPS HR Consulting, Mr. Nelson served as City

Administrator for the City of Kemmerer, WY and as director of the Casper Area MetropolitanPlanning Organization. This hands-on experience gives Mr. Nelson perspective to the mindset

and needs of senior public officials recruiting open positions.

Beyond recruitment, his duties included comprehensive administration of their human

resources policies. This consisted of assessing job performance, approving job descriptions and

their associated revisions, revising employee policies, leading collective bargaining negotiations

for the city, assessíng and investigating risk management cla¡ms, and continuing training for all

employees.

Additionally, Mr. Nelson currently serves the United States Coast Guard as an Auxiliary Recruiter.

He received formal training in recruitment, including sales, marketing, and interviewing skills at

the Coast Guard Training Center Cape May (New Jersey) and has received an Auxiliary Sustained

Service award and a Coast Guard Meritorious Team Commendation as a direct result of his

recruiting efforts.

Employment History

t Executive Recruiter, CPS HR Consulting

I Military Recruiter, United States Coast Guard Auxiliary

I Chief Administrative Officer, Kemmerer, Wyoming

I Transportation Program Manager, Casper Area Metropolitan Planning Organization,

Casper, Wyoming

Professional Experience

I Professional recruiter for the US Coast Guard in Wyoming, Denver, and Las Vegas

I Recipient of a Coast Guard Meritorious Team Commendation and Auxiliary Sustained

Service Award (2)

I Developed performance qualificat¡on standards (PQS) for Auxiliary reruiters forimplementation throughout the nation.

I Developed policies and procedures for organization-wide and program-specific

implementatíon that led to a 7o/o decrease in operational expenditures and elimínated

a structural budget defícit.

CPS HR -

CONSULTINGPage I I

Proposal to City of Shafter

Executive Recruitment Seruices for Cit! Manager

I Directed the preparation of the annual budget, working with department directors to

design justifiable expenditures based on strategic goals established by the City Council'

I Determined appropriate staffing levels for all departments, and met frequently wíth

Department Directors to control expenditures and design procurement packages.

I Analyzed data, reports, and expenditures to forecast future revenue and policy

implications to Programs.

t Planned and executed meetings of the governing body, staff, contractors, and union

negotiations.

I Directed the operations of the transportation planning office, which included

budgeting, planning, procurement, contract administration, data analysis, and program

rnanagement for U.S. Department of Transportation programs in the Casper metro' area.

t ln FYL4, streaml¡ned the billing reimbursement process, increasing available cash flow

by lÙo/o.

I Redesigned the MPO's procurement process, resulting in the standardization of pre-

award timelines, formal advertising, and federal acquisition regulations. Changes in

procurement policies saved the MPO S125,000 in direct expenses in the first six months

alone.

t ln FY16, led contract and budget negot¡at¡ons between the transit operator and the City

of casper to reach consensus on cutting services to cover a sg¿,000 operating budget

deficit. At the same time, received approximately SZZS,000 in additional grant funding

to complete a capital investment which replaced 3Ùo/o of the vehicle fleet.

I Led the MPO Policy Committee (governing body of elected officials) through a strategic

planning process to most effectively leverage federal grants to meet local

transportation needs. Provided legislative and technical expertise to the MPO Policy

Committee on transportation planning issues.

Education

I Master of Public Administration, Brigham Young Uníversity, Provo, Utah

I B.A. Pol¡tical Science, Brigham Young University, Provo, Utah

cPs HR ÉcoNsuLÏNG Page I I

Proposalto City of ShafterExecutive Recruitment Services for City Manager

ReferencesProvided below is a partial list of clients we have recently worked with in providing similar

executive recruitment services. We are confident that these public sector clients will tout our

responsiveness and ability to successfully place candidates that were a good fit for theirorganization's needs.

cLTENT/POSTTTONS coNTACT(Sl

City of Bell Gardens7100 Garfield AvenueBell Gardens, CA 90201

City Manager (2019)

Alejandra Cortez, Mayor(s62) 806-7704

acortez@ bellgardens.org

City of Union City

34009 Alvarado-Niles Road

Union Cit¡ CA 94587

City Manager (2019)

Kristopher J. Kokotaylo, C¡ty Attorney

(s10) 808-2000

kkokotaylo@ meyersnave.com

City of Carson

701 E. Carson Street

Carson, CA 90745

City Manager (2019)

Faye Mosele¡ Human Resources Director(310) 9s2-173s

fmoseley@carson.ca.us

City of Glendale613 East BroadwayGlendale, CA9L2O6

City Manager (2018)

MichaelGarcia, Office of the C¡ty Attorney(818) s48-2080

mjgarcia@glendaleca.gov

City of East Palo Alto

2415 University Avenue

East Palo Alto, CA 94303

City Manager (2018)

Lisa Gauthier, Mayor

(6s0) 387-4s84

lga uth ier@cityofe pa.org

City of Modesto1010 10th StreetModesto, cA 95354

City Manager (2018)

Kathy Espinoza, Executive Assistant to Mayor(209) s71-ss97

kespinoza 1@ modestogov.co m

cPs HR {COTTTSULTTNG Page | 10

Proposal to City of Shafter

Executive Recruitment Selices for City Manager

Current WorkloodOur Executive Search Team is comprised of seven full-time recruiters with a wealth of

experience in local government executive recruitments. CPS HR recruiters are collectively

working on forty-two (42) recruitments that are in varying stages of the process. Our recruiters

are responsible for seven to ten recruitments at any given time, depending on close and kick off

times. We are committed to providing each of our clients the same level of service excellence,

andwetakegreatcarenottotakeonmoreworkthanthiscommitmentallows. Ourrecruitment

team has the capac¡ty and expertise to take on the City of Shafter, City Manager recru¡tment.

CPS HR -

CONSULTINGPage | 11

Proposalto City of ShafterExecutive Recruitment Services for City Manager

Approoch qnd MelhodologyKey Siokeholder lnvolvementThe City Council on behalf of the City of Shafter must be intimately involved in the search for a

new City Manager. Our approach assumes their direct participation in key phases of the search

process. At the discretion of the City Council, other key stakeholders may also be invlted toprovide input for the development of the candidate profile.

City's NeedsA critical first step in a successful executive search is for the City Council to define the

professionaland personal qualities required of the City Manager. CPS HR has developed a very

effective process that will permit the City Council to clarify the preferred future direction for theCity; the specific challenges the City is likely to face in achieving this future direction; the working

style and organizational climate the City Councilwishes to establish with the City Manager; and

ultimately, the professional and personal qua lities required of the City Manager.

Commitment to CommunicotionThroughout the recruitment process, we are strongly committed to keeping you fully informed

of our progress. We will collaborate w¡th you to provide updates on the status of the

recruitment via your preferred method of communication {phone conference, email, etc.).

We place the highest level of importance on customer service and responding in a timelymanner to all client and candidate inq uíries. Our previous clients and candidates have expressed

a sincere appreciation for our level of service and responsiveness to the management of therecruitment process. As a result, we have many long-term relationships with clients that have

led to opportunities to assist them with multiple recruitments.

CPS HR's communication continues once you have selected the new City Manager. We willcontact the City Council and the newly appointed City Manager within six months ofappointment to ensure an effective transitíon has occurred.

Aggressive, Prooctive, ond Robust RecruitmentWe take an aggressive approach in identifying and recruiting the best available candidates.

There are those candidates who would gladly rise to the professional challenge and apply forthis position; however, some of the best candidates are often not actively seeking a new position

and may only consider a change once we present them with your opportun¡ty. Evoking thesense of vision and opportunity in qualified persons is among the responsibilities of CPS HR, and

we pride ourselves in our efforts to reach the best available potential candidates,

cPs HR {CO]\|SULïNG Pagel12

Proposølto City of ShafterExecutive Recruitment Seruices for City M anage r

Scope of WorkOur proposed executive search process is designed to provide the C¡ty with the full range ofservices required to ensure the ult¡mate selection of a new City Manager uniquely suited to the

City's needs.

Phase l: Our consultant will meet with the City Council and subcommittee to ascertain the City's

needs and ideal candidate attr¡butes, to target our search efforts, and maximize candidate fitwith the City.

Phase ll: The recruitment process is tailored to fit the City's specific wants and needs, with

targeted advertising, combined with contacts with qualified individuals from our extensive

database.

Phase lll: The selection process is customized for the City. CPS HR will work with the Counci¡

appointed subcommittee to determine the process best suited to the City of Shafter.

Phose I - Develop Condidote Profile ond Recruitment Strotegy

Task 1 - Review and Finalize Executive Search Process and Schedule

Task 2 - Key Stakeholder Meetings

Task 3 - Candidate Profile and Recruitment Strategy Þevelopment

Task 4 - Develop Recruitment Brochure

The first step in th¡s engagement is a thorough review of the City's needs, culture and goals; the

executive search process; and the schedule. CPS HR is prepared to meet with key stakeholders

to obtain input in developing the ideal candidate profile and to assist us in understanding key

issues and challenges that will face a new City Manager. Activities will include:

t ldentifying key priorities for the new City Manager and the conditions and challenges

likely to be encountered in achieving these priorities.

I Describing the type of working relationship the City Council wishes to establish with theCity Manager.

¡ Generating lists of specific competencies, experiences, and personal attributes needed

by the new City Manager in light of the discussions above.

DevelopCondidoteProfile ond

RecruilmenlSlro

Phcse I

Aggressive,Prooctive,

ond RobuslRecruitment

Plrose ¡l

Selection

Phose lll

cPs HR ¡$OruSULflNG Page | 13

Proposalio City of ShafterExecutive Recruitment Seruices for City Manager

I Discussing recruitment and selection strategies for the City Council's consideration tobest produce the intended results.

CPS HR will provide a summary to the City stemming from these activities as an additional source

of information for developing the candidate profile and selection criteria.

Following the completion of the workshop session, CPS HR will work with a professional graphic

artist to design a recruitment brochure and present it to the City for review. Please refer to

Appendix A for a sample brochure. Additional brochure examples are available on our website

at www.cDshr.us/sea rch.

Phose ll - Aggress¡ve, Prooclive, ond Robust Recruitment

Task 1- Place Advertisements

Task 2 - ldentify and Contact Potential Candidates

Task 3 - Resume Review and Screening lnterviews

Task 4 - City Council Selects Finalists

The recruitment process is tailored to fit the City's specific wants and needs, with targeted

advertising, combined with personal contacts with qualified individuals from our extensive

database.

CPS HR will prepare, submit for your approval, and publish advertisements in appropriate

magazines, journals, newsletters, job bulletins, and websites to attract candidates on a

nat¡onw¡de, regional, local or targeted basis based on the recruitment strategy. Examples may

include:

As a consulting firm that ¡nteracts with hundreds of public sector executives during engagements,

we have a cadre of individuals who we inform of recruitments, both to increase the visibility of

the opening and to attract appropriate individuals who fit the special needs of our client.

Communication with these professionals ensures that an accurate picture of the requirements

of the job is apparent and proliferated throughout their professional networks.

. Jobs Available

c Public CEO

e ICMA

r Governmentjobs.comr League of California Cities

¡ California City News

¡ Careers in Government¡ Linkedln

r Municipal Management Association Northern

Ca I iforn ia/Southern Californ ia

¡ California City Municipal Foundation

r National League of Cities

¡ National Forum of Black Public Administrators

r Local Government Hispanic Networkr Women Leading in Government

Advertising Sources

cPs HR Í=CONSULTTNG Page | 14

rnrrt¡rrnecru¡tmenlrsl!Js¡cz:r:;:!,r;l;:::;"

CPS HR is focused on reaching o diverse cøndidate pool and would recommendpublications/websites that are targeted to minoríty and female candidates. ln addition to placing

ads on websites aimed at minority candidates, we will contact leaders within appropriate

associations to gain their insight and referrals of possible candidates.

Wìthìn the past three yedrs, more thon 40% of our executive level placements hdve been

minority and/or female candidates.

CPS HR will prepare an email distribution list containing prospective candidates and referral

sources. These individuals will receive a link to the City Manager brochure along with a personal

invitation to contact CPS HR should they have any questions about the position.

CPS HR maintains a comprehensive, up-to-date database of industry leaders and experienced

professionals; however, we do not rely solely upon our current database. We also conduct

research to target individuals relevant to your specific needs and expectations to ensure that we

are thorough in our efforts to market this position to the appropriate audience and to garner a

díverse and quality pool of candidates.

We wíll:

I Convey a strong sense of the purpose and strategy of the City. For many talented

individuals, understanding these aspects is one of the key motivators to compete in such

an environment.

I Provide guidance and resources to cand¡dates regarding the area's cost of living, mean

and median housing prices, higher education opportunities, K-12 education information,and other aspects of interest to those who are considering relocating to the area.

I Actively seek highly qualified candidates who may be attracted by the prospect ofcollaboration with other departments, providing exceptional leadership to the City orcontinuíng to ensure the public confidence in the integrity of the City.

CPS HR will directly receive and initially screen all resumes. This screening process is specifically

designed to assess the personal and professional attributes the City is seeking and will include a

thorough review of each candidate's resume, and if applicable, supplemental questionnaire

responses and other support¡ng materials. CPS HR will spend extensive time ascertaining each

candidate's long-term career goals and reasons why the candidate is seeking this opportunity, as

well as gaining a solid understanding of the candidate's technical competence and managementphilosophy. We will gather data on any other unique aspects specific to this recruitment based

upon the candidate profile, as well as conduct ¡nternet research on each candidate interviewed,

CPS HR will prepare a wr¡tten report that summarizes the results of the recruitment process and

recommends candidates for further consideration by the City Council. Typically, the report willrecommend five to eight highly qualified candidates and will include resumes and a profile on

CPS HR -CONSULTING Page | 15

Proposalto City of ShafterExecutive Recruitment Seruicei for City Manager

each interviewee's background. CPS HR will meet with the City Council to review this report and

to assist them in selecting a group of finalists for further evaluation.

Phose lll - Selection

Task 1 - Design Selection Process

Task 2 - Administer Selection Process

Task 3 - Final Preparation for AppointmentTask 4 - Contract Negotiation (if requested)

CPS HR will design a draft selection process based on information gathered in Phase L We will

meet with the City to rev¡ew this process and discuss the City's preferred approach in assessing

the final candidates. The selection process will typically include an in-depth interview with each

candidate but may also include other selection assessments such as an oral presentation,

preparation of written materials, and/or problem-solving exercises'

We will coordinate all aspects of the selection process for the City. Thís includes preparing

appropriate materials such as interview questions, evaluation manuals, and other assessment

exercises; facilitating the interviews; assisting the City w¡th deliberation of the results; and

contacting both successful and unsuccessful candidates'

Following the completion of the selection process, CPS HR will be available to complete the

following components:

I Arrange Follow-up lntervlews/Final Assessment Process: Should the City wish to

arrange follow-up interviews and/or conduct a final assessment in order to make a

selection, CPS HR will coordinate this effort.

I Conduct In-Depth Reference Checks: The in-depth reference checks are a

comprehensive 360-degree evaluation process whereby we speak with current and

previous supervisors, peers, and direct reports. (lt is our policy to not contact current

supervisors until a job offer is made, contingent upon that reference being successfully

completed, so as not to jeopardize the candidates' current employment s¡tuation.)

Candidates are requested to provide a minimum of five references. CPS HR is able to

ascertain significant, detailed information from reference sources due to our

commitment to each individual of confidentiality, which leads to a willingness to have an

open and candid discussion and results in the best appointment for the City. A written(anonymous) summary of the reference checks is provid.ed to the City.

cPs HR ÍACONSUIÏNG Page I 16

Proposal to City of ShafterExeCutive Recruitment Services for City Manager

I Conduct Background Checks: We will arrange for a background check of a candidate's

driving and criminal record not until there is a conditional job offer as required by

California law. Civil court, credit history, education, published news, and other sensitive

items can be checked on multiple candidates. Should any negative or questionable

content appear during these checks, CPS HR will have a thorough dÍscussion with the

finalist(s) and will present a full picture of the situation to the City for further review.

: Contract Negotiation (if requested): Successful negotiations are critically important, and

we are available to serve as your representative in this process. With our expert¡se, we

can advise you regarding current approaches to var¡ous components of an employmentpackage. We can represent your interests with regards to salary, benefits, employment

agreements, housing, relocation, and other aspects, with the ultimate goal of securing

your chosen candidate.

cPs HR ãCONSULïNG Page | 17

Proposal to City of Shafter

Executive Recruitment Services for City Manager

Proposed TimelineThe project team CPS HR has selected is prepared to begin work upon receipt of a fully-executed

contractual agreement. All search activities up to and including the selection of a new City

Manager can be completed in L4 to 16 weeks, The precise schedule will depend on the

placement of advertising in the appropriate professionaljournals, and the ability to schedule, as

quickly as possible, the initial meeting. A proposed schedule of major milestones is presented

below, with a tentative schedule following.

Task Name

Weeks

lr'ìrtral Meetnrp-/ C.rrrdidate

P rof ile

Draft Brulr:hure

Bror lr r r re Ap¡rrovr:d/

Pr¡¡rted & Place Ads

Aggressrve Rcr r rtil tng

Final Fìling Date

P re lilrr tna r y 5r.rr:ertt ttp,

Present I eading

C¿ rrd i<.lates

lnterv rews

Rete re nce /

tlacl<grorrnd (-heckr

Appo nrl rìlerìl

Weeks L 2 3 4 5 6 7 8 9 10 11 L2 13 L4 15 t6

t2345678 13 t4 15 16

Month 2 Month 4Month L Month 3

910LtL2

cPs HR {COTSULTING Page l'lB

Proposal to City of ShafterExecutive Recruitment Services for City Manager

CÍly Monoger Recruitmenl ìlVork Plon lTenloliveProject Schedule

PerformanceTarget

Activity

PI.ANNING AND PREPARATION

ieptember 16,

¿019

STAKEHOLDER ENGAGEMENT

nsultants can arrange to meet with various stakeholder groups in order to provide

nput regarding the recruitment.

ln-person meet¡ngs

(Cham ber, business associations, development commu nity,September 24, unions, environmental groups, colleges/students, community partners)2019 ln-person meetings

Public meetings at various times of the day/week to accommodate those whohave transportation issues, etc. A survey instrument can be developed if

red by the client.

Senior/Executive Meetings - in person

Other enrployees - possible focus groups

'REPARE RECRUITMENT MATERIAIS

Sctober 2,2OI9 Stakeholder feedback summarized and submittedConsultants submit recruitment brochure text for review

Activities: Consultants work with staff to coordinate kickoff activities and schedule

engagement meetings; determine list of stakeholders, meeting formats, and

logistics

Cl¡ent submits final revisions to recruitment brochure text,Consu ltants prepare recruitment and advertising materials.

Cl ie nt prov ides f i na! a pp¡,oyq I of b-Jo_çh u ¡-e-,

Jctober 4,2019

\CTIVE RECRUITMENT

fctober 11, 20;Ããvèrtising: eònsunànis poli itre iöb io various websites and publications, the

$ l.g"*y "*6'rite, CPS HR website, and various professional associations. Consultants

lwill also send an in¡tial e-mall blast to its database of over 50,000 job seekers.

I

CPS HR -

CONSULTINGPage | 19

TargetPerformance

ber L2

November 22

SETECTION PROCESS

ber 2,

ber L6,19

ary 6, 2019

uary 9,20t9

ary 20,2OL9

NEGOTIATION OF OFFER

anuary 27,24L9

CPS HR ,- CONSULTINGPage | 20

Proposalto City of ShafterExecutive Recruitment Seruices for City Manager

Activity

Aqgressive Recru itine/Aoqlication P rocess : Consu lta nts follow u p wit h

targeted/qualified candidates (those who are a match to the candidate profile) toascertain ¡nterest and encourage applications; conversations with the client and

stakeholderfeedback will assist in determining the best avenues for follow up.

Candidates apply through the CPS HR website, with receipt of applicant materials

acknowledged. The consultants vet candidate applications against minimum

qualifications. Consultants provide weekly updates to the client regarding

recru¡tment activ¡ties.

Screenins lnterviews: Consultants conduct comprehensive screening interviews with

all candidates who meet the minimum qualifications as described in the job

announcement; dependent on geography these discussions will be conducted either

in-person or via Skype. Consultants will also conduct media checks on all screened

candidates.

Client Report Meetins w/ Client: the client will review consultants'

recommendations regarding top candidates; determine the short-list candidates

to be interv¡ewed by the client and possibly other subject matter experts, staff,

etc.

Client Reports will be delivered for Client review pr¡or to the meeting. Consultants

will be present to facilitate discussion.

Agencv lnterviews: lnteruiew shortlisted candidates and determine finalists forfu rther consideration.

Consultants prepare all materials, coordinate candidate logistics, and assist withfacilitation of the shon-listed candidate interviews.

Backeround/Assessment Activities: Consultants conduct reference/background

checks on the finalist candidates. Finalist candidates will participate in any pre-

determined assessment exercises such as a mock press conference, presentation

of staff report, a leadership assessment, or other predetermined exercise.

Consultants prepq re all materials and coordinate any assessment activities.

Final lnterviews: Conduct interviews with finalist candidates and approve selection.

Consultants prepare all materials, coordinate candidate logistics, and assist withfacilitation of the finalist candidate inte¡rrriews.

Consultants negotiate a salary offer and terms & conditions of employment withthe selected candidate and conduct a final criminal background check.

eioposa! to City of Shafter

Executive Recruitment Services for Cíty Manager

Plqcemenl Guorqntee

One-Yeor Service Guoronleelf the employment of the candidate selected and appointed by the City as a result of a full

executive recruitment (Phases l, ll, and /lf comes to an end before the completion of the first

year of service, CPS HR will provide the City with professional services to appoint a replacement.

Professional consulting services will be provided at no cost. The City would be responsible only

for reimbursable expenses. This guarantee does not apply to situations in which the successful

candidate is promoted or re-assigned within the organization during the one-year period.

Additionally, should the ¡nit¡al recruitment efforts not result in a successful appointment, CPS HR

wíll extend the aggressive recru¡ting efforts and sceen qualified candidates unt¡l an offer is made

and accepted. CPS HR does not provide a guarantee for candidates placed as a result of a partial

recruitment effort.

-cPs HR:CONSULTINGPage | 21

Proposal to City of Shafter

Executive Recruitment Sewicesfor City Manager '

Cost Proposol: Professionsl Fees sndExpenses

Professionol ServicesOur professional fixed fee covers all CPS HR services associated with Phases l, ll, and lll of the

recruitment process, including the necessary field visits to develop the candidate profile and

recruitment strategy, assist the City with finalist selection and facilitate candidate interviews.

Reimbursqble Expenses

Actual out-of-pocket expenses for such items as consultant travel, advertising, marketing,

printing/copying, and postage/delivery charges are reimbursable at cost. There is no mark-up on

expenses, and we will work proøaîvely with the CiU to ensure that dollors belng spent Íorexpenses are in keeping with the Cltt's expectatîons, Travel expenses for candidates who are

invited forward in the interview process are not included under our reimbursable range.

However, should the City desire, CPS HR's Travel Team is available to coordinate these

ãrrangements. This may require additional reimbursable expenses. The listed reimbursable

expenses range includes a background check on the selected finalíst candidate.

*Professìonolfees are broken up in four monthly installments oÍ 55,0A0, 55,000, 55,000 and o

finol payment oÍ 53,000 upon completion. Reimbursable expenses (os actuolly incurred eoch

month) would be billed ond poid monthly.

ProfessionalServices Full Recruitment (Fixed Flat Fee) S18,ooo

Reimbursable Expenses

Aporoximate recruítment costs ¡nclude:

I Brochure Design

t Printing/ShippingI AdvertisingI Background check for one candidateI Consultant travel/miscellaneous

S7,ooo

Professionol Fixed Fee & Reimbursoble Expenses*

Nol-to-Exceed Totol $25,000

CPS HR -

CONSULTINGPagel22

Proposal to City oÍ ShaÍterExecutive Recruitment Seruices for City Manager

Optionol: Recruitment Videoln addition to the standard recruitment brochure, CPS HR can develop a recruitment video toattract a wider range of applicants. More than 63% ol organizations are now using visual media

to attract the attent¡on of job seekers, convey the culture of the organization, and effectively

expand the talent pool. For this approximately three-minute video, CPS HR will arrive onsite tofilm footage of the workplace and community, as well as conduct onsite interv¡ews with selected

employees. This video ís optional and costs 53,5A0, raising the Not-to-Exceed Total to 5281500,

cPs HRãCONSULÏNGWe thank you lor your cons¡derot¡on of our proposøl. We are committed to

providing high qualÍty qnd expert solutions and lookforward to partnering withthe City of Shafter in this Ímportont endeavon

cPs HR -LCONSULTING Page | 23

Proposal to City of Shafter

' Executive Recruitment Seruices for City Manager

Appendix A: Sqmple Brochure

u1¡t0uE 0PPoRTulllïYTlc Nbdesto City Counilis æ*ingan e nthwiaslt, oryerienced localgorernrrært prdesslxal

to bronre its next City ll4anaçr Ïlis h a,ironderful opprtunily fø a crælive a nd reswceful

leaderto hþ *npe th futwe of this growirg a nd riha nt f entnl Valley connu nity

CITY OF

MODESTOCALIIORNIA

I

"Water, Wealth, Contentment, Health"

cPs HR {COTSULTING Page | 24

CITY

M DESTCALIFORNIA

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cPs HR Í¡acoNSuLïNG Page | 25

Proposalto City of Shafter

Executive Recruitment Seruices for City Manager

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cPs HR Í=LCONSULflNG Page I 26

Proposa! to City of Shafter

Executive Recruitment Seruices for City Manager

r trFÈrd inoEaiatbmlelHita:s - opbÞdæir¡tlnoçniaüonad mliryth rnessryrhrEesþ impü,edlcþEÞs¡ rd dl*tiÉrÈ$.

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CPS HR -

CONSULTINGPage 127

P ro p o sa I to C ity oÍ S haÍte rExecutive Recruitment Seruices for City Manager

Appendix B: Somple Ponel lnlerviewQueslions

1. What is the most interesting thing about you that is not on your resume?

2. Tell us about a time recently when you've been satisfied, energized, and productive at

work, what were you doing?

3. Tell us about the toughest decision you've had to make in the last year.

4. Please share a time when you helped coach or mentor someone. What improvements

did you see in the person's knowledge or skills?

5. What is the toughest feedback someone has ever given you? How did you learn from it?

6. How do you typically stay in the information loop and monitor performance of direct

reports such as Department Heads?

7. What do you do when an individual councilmember asks you to perform a task that isnot approved by the entire Council?

8. What have you done in the past when there was a breakdown in communication among

your elected officials? How did you re-establish good communication?

9. When you work with a group, disagreement about direction, decisions, and even

mission and vision are common. Tell us about a time when you handled a

disagreement. How did you approach the situation and what was the resolution?

cPs HR {COTSULT|NG Page | 28

Proposalto City of Shafter

Executive Recruitment Seruices for City Marlager

10. Tell us about a t¡me when you had to surmount an obstacle to reach a goal. What was

the problem, and what did you do about it?

11, What experience have you had in taking a strategic plan from paper to operationalizing

it and ensuring that each department is support¡ng execution of the strategic plan? Can

you provide an example?

12. What were the limits of author¡ty in your previous/current position? Did you ever find it

necessary to go beyond them?

13. How do you support a culture for employees of continued growth and improvement?

14. Tell us about a time when you had to gain the cooperation of a group over which you

had little or no authority. What did you do? How effective were you?

L5. What is an example of a successful implementat¡on you have made towards efficíency

and or transparency in government?

16. Share an experience where a project dramatically shífted direction at the last

minute. What did you do?

17. Tell us about a time when you took a new project or initiative from start to f¡n¡sh thatinvolved significant community engagement, whether that was buílding support orresponding to opposition.

cPs HR {COwSULTING Page | 29

Proposal to City of Shafter

Executive Recruitment Services for City Manager

Appendix C: Sqmple Reference Summqry

Gity of (C¡ty name) - City Manager

Five individuals were contacted as references for John Doe. The information received was

obtained in confidence and has been aggregated, providing key themes and comments that

address criticalfactors associated with the pos¡t¡on.

Sam Davis. Counw Manager. Rural Countv, UT: John and Sam are peers in local government.

Sam also served as a USMC Special Forces Green Beret.

Louis Kwan, Retired Councilmember, Plain Citv. CO: Louis met John in 2013 or 2014 when he

served on his hiring committee.

Edwin Rawlins.. Manqlement Analvst, Lockwood, TX: Edwin met John in 20L6 when he was

transitioning out of military service.

LaU!,a Save!Ë, Asslstant to the Manaeer, CiW of Puerto, lL: Laura met John in 2015 while serving

as the City Clerk in Puerto, lL.

SçotW Trgm, Citv Manager, Citv of Lake, MA: Scotty and John met in 2012 when John first came

out of the army. John did several projects for the City.

Reference Check Questions

1. What is his reputation in your community/organization?

t He's more critical of himself than others are of him. He has a tendency to give you more

information than you need. We have a senior population and sometimes that works

against him.I lmpeccable, smart, high integrity, hard worker, dedicated, loyal, everythingyou'd expect

from a former Special Forces. He dedicated his life to country and is now dedicated to

serving the community.I John values transparency and accountability. He's responsive to social media and has

built public trust.I John is very intelligent and approachable. He's not a "my way is the only way" person.

He communicates with directors and helps them understand his ¡ntent.

I He has a good reputation with other city managers and is really good at networking. He

will reach out and help others at the drop of a hat. lt was amazing how quickly he got a

job.

cPs HR {COwSULÏNG Page | 30

Proposalto City of Shafter

' ExecutiveRecruitmentServicesforCityManager

2. How are his leadership and management perceived by h¡s staff?

I Servant leader, mentor, dedicated to the mission and his people. He knows how to

delegate authority. He's an owner, coach, and athlete at the same time. He empowers

his people.

I He has high-level expectatíons, Some staff has had difficult¡es transitioning, but it's not

his fault. He's implemented office hours and has been involved in the new employee

orientation. He distributed a leadership philosophy paper to all employees. He trusts

staff with recommendations and has created cross-departmental teams.

I He has made a big difference with the staff. He developed a strategic plan with wildlyimportant goals (WlGs). Each department had two goals and two of the departments

had difficulty understanding them. He worked with them to connect the goals to themission, values, and action plans to benefit the community.

t John is very effective on regional projects. He's involved with Engaging Local

Government Leaders (ELGL) to support younger and next generation leaders. He's very

tapped in and knows legislative issues. I know two of h¡s staff well and they respect hím

He works hard to develop the staff. He wants to know enough details to hold folks

accountable but lets them run with it.t You better be prepared when you chat with him. Most that know him feel he's fair.

When a problem arises, you go to the employees and then go to the citizens. He knows

th is.

3. What are his best technical skills {for example, financial management or economic

developmentf?

t His best attribute is his leadership. Nothing is beyond his grasp.

t He is budget driven, community driven, and understands the value of social media. We

couldn't do economic development until 2016. He worked with the attorney, elected

officials, lobbyists, and legislature to change the laws. The Board can now market thedistrict and actively recruit businesses to the area.

I He's fiscally conservative. lf the City is looking for someone to help the community grow,

l'd recommend him. He's destined to become something better.t He provided guidance to the community development director. He helped educate the

department and guided them in bringing in commercial developers. He wrote twonewspaper articles to help educate the community about local government. We have a

very tight community and all his recommendations have been well received. He started

a citizen academy to explain how district government works. He is goal or¡ented and

gives clear direction. He knows what his intention is. Employees want to come to work,

cPs HR ,- CONSULTINGPage | 31

Proposal to City of Shafter

rs w,h ",i:::ï::ï';ï::: ::; ::::: :#':example of when he balanced compet¡ng needs or requests?

¡ ln servant leadership style, he tactfully and graciously leads in intangible ways. He gives

the best advice he can to elected officials and they may or may not follow it. He

executes the mission regardless. He may not tell them everything they want to hear. He

does what's right all the time. We've shared stories about cantankerous leaders. We do

our best to make lemonade out of lemons.

I You often hear leaders talking negatively about their councils. He never speaks

negatively about them.I A couple of board members have actively worked against him. lt's not him, they just

don't want to conform, and they want to dictate how something is done, The board

president should deal with those members. He agrees with that and focuses on building

a strong relationship with the president.I John has always been level minded when ít comes to working with elected officials. He

provides thorough data for board members to make decisions. lt's a 2-way street

working with board members. ltn2AI7, he had an employee compensation study

completed. He worked with individual board members to help them understand the

findings. As much as he has to advocate for street building, he demonstrated and

advocated for staff salary raises.

I At the last board meeting, he recommended a water treatment plant. A council member

opposed it for lack of information. He was able to show how it would bring in business

and create jobs for the benefit of the community.

5. What will he need to learn or refine to be successful in this new position?

t John will need to learn the culture of the comm unity. As Specia I Forces, we had to learn

the neighborhood and the culture of the people. Allies, friends, and enemies.

¡ To be successful, he'll need to work his way up. He's doing that.I Refine his pace. He's on a mission with everything he does and everywhere he goes. He

likes to accomplish things. He should allow more t¡me to mingle and be in fellowship

w¡th staff. He is visible in the community when he needs to be. He should stop in at

public works and other offices to chat more,

I He's got all the leadership skills. lt will come with time and experience.I He's so energetic and has so many ideas. He might need to slow down to let people

catch up.

cPs HR Í¡¡i.coNsuLÏNG Page | 32

SFIAFTER{. ITY ÕI

Sitsl,AFl f'¡{

ProposaI to Provide Recruitment Servicesfor the position of

C¡ty Managerfor the

City of Shafter

-f -- --

--.1:1gr+*É<:+*¡¡l¡ l++

Submitted September 4, 20L9Prepared by Ralph Andersen & Associates

www. ra lpha ndersen. com

Andersen & Assoclates

5800 Stanford Ranch Road

Suite 410

Rocklin, California 95765

916,630.4900A Tradilion of Excellence Since 1972

Seplember 4,2019

Mayor Gilbefi Alvarado

and Members of the City Council

City of Shafter336 Pacific Avenue

Shafter, California 93263

RE: City Manager Hecruitment

Dear Mayor Alvarado and Members of the City Council:

Ralph Andersen & Associates would be honored to assist the Mayor and Cily Council in identifying

the next City Manager to lead the City of Shafter on your behalf.

lf our firm is chosen to lead this comprehensive recruitment effott, Mr. Fred Wilson will be leading

lhis search effort for the City of Shafter. Bringing more than 35 years of experience as a local

government executive, the City Council will have the benefit of a city manager leading this search

eflort and the expansive network of the firm to identify top candidates lor consideration.

We feel strongly that our past client relationships will attest to the prolessionalism of our seruices,

Additionally, we are proud of how we market and represent our clienls; all of lhe design, graphics,

and printing of our marketing material is produced in-house so that we can control the quality and

production timing. We have enclosed a sample brochure lrom a recent city manager search for the

City of Buellton.

Thank you very much for your consideration of this Proposal. Mr. Wilson may be reached at

(916) 630-4900 or via email (fred@ ralohandersen,com).

Respectfully Submitted,

I'/¿ n.tfrt¿-, K,t m;{"í.út.,Heather BenschlerPresident/CEO

www ralphandersen com

rHRal.þh

5800 Stanford Ranch Road' Suite 410

Fìocklin, California 95765

916.630,4900Andersen & AssociatesA Tradilion of Excellence $ince 1972

Experience and Qualifications

Executive SummaryRalph Andersen & Associates has been providing practical, responsive executive search and

management consulting seruices to the local public sectot and related industries since 1972. With

each new assignment, we earn our reputation as lhe nation's premier local government consulting

organization.

Ralph Andersen & Associates is a California Corporation and is not a subsidiary nor does it have

any subsidiaries. Contacl information for the Corporate Office is 5800 Stanford Ranch Road, Suite

410, Rocklin, California 95765; telephone: (916) 630-4900; fax: (916) 630-4911; weþsite;

www.ralphandersen.com; email: info@ralphandersen,com. Ralph Andersen & Associates has more

than 47 years of experience conducting executive recruitments for a valiety of public sector agencies.

The firm cunently has 21 employees.

Ms. Heather Renschler, PresidenUCEO, and Mr. Robert Burg, Executive Vice President, are both

slockholders in the firm and, as such, are able to bind the firm.

Ralph Andersen & Associates serues a nationwide clientele through its Corporate Office in the area

of Sacramento (Rocklin), California. Through its network of prolessionals associated with the firm,

Ralph Andersen & Associates also provides seruices to municipal clients throughout the United

States,

Our staff of professionals and support staff include acknowledged leaders in their respective fields.

Supplementing their extensive consulting backgrounds, our senior executives all have personal,

hands.on executive experience in the operation of public agencies and private businesses.

Range of Services OfferedRalph Andersen & Associates specializes in the following primary service areas: executive search,

management consulting, and human resources consulting.

. Executive Search - At Balph Andersen & Associales, there's always an enlire team behind

every recruitmenl assignment that we undertake. Our multi-disciplinary approach takes the

best ideas in executive recruiting and creates innovative ways lo gel the right candidates

for clients. When you retain Falph Andersen & Associates, you get our team's collective

support and expeftise working together to achieve your organization's objectives. The firm

has conducted executive searches for large and small organizations throughout the nation,

ln addition to conducting searches for city manager and other chief executive officer

positions, Ralph Andersen & Associates has successfully completed searches in every area

of municipal seruice. Ralph Andersen & Associates believes the most important element of

a successful executive search is to listen carefully to what our clients are looking for in terms

of candidate experience and qualifications. Using these client-locused guidelines,

candidate identification is undertaken through markeling and personal outreach,

a Management Consulting - Ralph Ândersen & Associates helps organizations improve

their performance potentialwith a range of management consulting services. The types of

services provided by the firm include management and performance audits, organizational

analyses, productivity improvement analyses, agency and service consolidation

assessments, specialized financial management including debt restructuring and

organizational problem solving. ln addition to providing these services to entire

organizations, the lirm often conducts management consulling engagements that are

focused in a specific seruice area such as public safety, city management, finance, public

works, communi$ development, and other major seruice areas. Ralph Andersen &

Associales treats every management consulting engagement as unique. This approach

means we will assemble a consulting team comprised of consullants with the specilic tatents

and experiences needed to successfully achieve the client's objectives, Our team of

experienced consultants perform complex analyses and recommend solutions that are

practical and most imporiantly, are capable of being implemented by our clients.

Human Resources Consulting - The firm provides a full range of contemporary human

resources consulting including classilication studies, compensation studies, benefits

analysis, pay plan development, executive pay, and pay for performance. Key staff have

proven success in working with labor groups and elected officials in identifying solutions

and solving challenging problems. Services also include expert witness seruices lor

mediation and arbitration hearings. Our approach to consulting seruices is characterized by

proven methods, exlensive dala colleclion, accurate analysis, and effective communication

and messaging.

Why Choose Halph Andersen & Associates?We are one of the few California based search firms that also have an outstanding track record of

success in the field of public sector recruitmenls conducted on a national scale, Our substantial

background and understanding of cities and your specific needs makes us ideally suited to represent

the interests of the ci$.

Each consultant with Halph Andersen & Associates has decades of seruice to the public sector. We

are passionate about helping our clients staff their executive teams with top talent and undersland

the importance of fit. Especially in this era of enhanced public scrutiny, the proper placement of

candidates is essential,

Additionally, we take a multi-disciplinary approach to executive search and the entire process. This

is where Ralph Andersen & Associates sets itself apail:

r There's always an entire team behind every assignment;

¡ We take a multi-disciplinary approach to meeting our client's needs; and

e We keep commitments, performing at a level that exceeds our client's expectations.

Ralph Andersen & Associates serues a nationwide clientele through its Corporate Office in

Sacramento (Rocklin), California. Our national staff of professionals and support staff include

acknowledged leaders in lheir respect¡ve fields. Supplementing their extensive consulting

backgrounds, our senior staff all have personal, hands-on executive experience in the operation of

public agencies and private businesses.

Our Professional Competency ¡n Local GovernmentRalph Andersen & Associates has been providing executive search and management consulting

seruices since 1972. As such, the executive recruitmenl techniques used by Ralph Andersen &

Associates have been developed and used successfully with hundreds of clients for more than 47

years. As a national search firm, our client list includes a wide range of municipalities including some

Page 2

of .the largest an'd fastest growing cities in the country, Our firm has significant recruiting and

coirsulting experience in California and the Western Region. As a highly qualified and experienced

executive search firm, Ralph Andersen & Associates brings an extensive network of contacts in the

area of local govemment lhat will prove invaluable in quickly identifying a pool of outstanding

candidates for the City of Shafter.

Relative ReøuitmentsSince 2014, Ralph Andersen & Associates has placed 55 city manager positions and 19

assistanUdeputy city manager positions. The following recenl city manager related recruitments have

been conducted by Balph Andersen & Associales (201410 Present).

r Allen, TX - City Manager {2019)

r Apple Valley, CA - Town Manager (2018)

. Auburn, CA - City Manager (20'17)

. Austin, TX

¡ Assistant City Manager for Economic Oppoñunity & Affordabilily (2018)

, Assistant City Manager for Health & Environment / Culture & Lifelong Learning

(2018)

¡ Assistant City Manager for Mobility {2019)

' Assistant City Manager for Salety (2019)

, Deputy City Manager (2019)

. Belvedere, CA - City Manager (20171

r Beverly Hills, CA

' City Manager (2015)

' Depuly City Manager (Cunenl Search)

. Bishop, CA - City Administrator (2018)

. Brownsville, TX - City Manager (2018)

r Buellton, CA - City Manager (2019)- Brochure Attached

. Calabasas, CA - Cily Manager (2018)

. Carlsbad, CA - City Manager {2014)

. Carmel-by-the-Sea,CA

, Assistant City Administrator (2017)

' City Administrator (Backgrounds) (2016)

. Carson City, NV - City Manager (2014)

o Chalotte, NC - City Manager (2016)

r Cincinnali, OH - City Manager (2014\

¡ Colma, CA - City Manager (2017)

r Corona, CA - City Manager {Cunent Search)

o Costa Mesa, CA - City Manager (2019)

. Cupertino, CA - City Manager (2019)Page 3

r Davis, CA - City Manager (2014)

r Delray Beach, FL - City Manager (Cunent Search)

o Denton, TX - Assistant City Manager (2019)

. Dublin, OH - City Manager (2014)

o Fountain Valley, CA - City Manager (2017)

r Goleta, CA - Deputy City Manager (2017 & 2019)

. Henderson, NV - City Manager (2015)

. lruine, CA

' Assistant City Manager (2016)

' City Manager (2018)

¡ La Quinta, CA - City Manager (2019)

. Laguna Niguel, CA - City Manager {2017)

. Lake Foresl, CA - City Manager (2017)

. Lawrence, KS - City Manager (2016 & 2019)

r Lincoln, CA - City Manager (2014)

¡ Loomis, CA - Town Manager (2017)

c Los Banos, CA - Cily Manager (2016)

¡ McKinney, TX

' Assistant City Manager (20171

, City Manager (2016)

¡ Modesto, CA - Deputy City Managers (2018)

¡ Monterey, CA - City Manager (2018)

. Moorpark, CA - City Manager (2018)

. Morro Bay, CA - City Manager (2017)

. Norfolk, VA - City Manager (2017)

. Ocean Reef Community Association, FL - President {Cunent Search)

o Pacific Grove, CA - City Manager (2016)

r Palm Desert, CA

' Assistant City Manager (2019)

' City Manager (2016)

o Paso Robles, CA - Assistant City Manager (2019)

r Pomona, CA - City Manager (Current Search)

' Powell, OH - City Manager (Cunent Search)

. Redlands, CA - City Manager (Cunent Search)

r Reno, NV - City Manager (2017)

r Rialto, CA - City Administrator (2019)

Page 4

r Riverside, CA - City Manager (2015)

r Sacramento, CA

' Assistant City Manager (Backgrounds) (2016)

, Assistant City Manager - Public Safety (2018)

' Assistant Cily Manager - Municipal Services (2019)

' C¡ty Manager {2017l'

. San Bruno, CA - City Manager (2018)

. San Juan Capistrano, CA - City Manager (2015)

. Sanger, CA - City Manager (2015)

. Santa Barbara, CA

' City Administrator (2015)

' Assistant City Administrator (2015)

r Santa Rosa, CA

, City Manager (2014)

, Deputy City Manager (2015)

. Solana Beach, CA - City Manager (2015)

r Soulh Jordan, UT - Assistant Cily Manager (2016)

. South Padre lsland, TX - City Manager (2016)

e Sugar Land, TX - City Manager (Current Search)

¡ Suisun City, CA - Cily Manager (2019)

r Sun City West, AZ - General Manager (2019)

. Tiburon, CA - Town Manager (2015)

. Upper Arlington, OH - City Manager (2019)

¡ Watsonville, CA - City Manager (2015)

r Waxhaw, NC - Town Manager (2015 & 2017)

r Westlake Village, CA - City Manager (2019)

Key Personnel QualificationsThe reputation of the search firm and personal commilment of the recruiters define the dilference

between the success and failure of any given recruitment, Ralph Andersen & Associates' search

professionals are acknowledged leaders in the field and possess a broad range of skills and

experience in the areas of local government management, executive search, and related disciplines.

Only senior members of Ralph Andersen & Associates are assigned to lead search assignments,

ensuring that their broad experience and knowledge of the industry is brought to bear on our clients'

behalf. The City of Shafter will have Mr. Fred Wilson, as the Proiect Director and lead

consultant on this engagement, with the assistance of Ms. Ghristen Sanchez, Recruitment

Coordinator. Both Ms. Sanchez will provide and coordinate supporl slaff assistance to the Search

Team on this recruitmenl.

Page 5

Mr. Fred Wílson, Project Ðirector

Mr. Wilson, Senior Consullant with Ralph Andersen & Associates, brings

more than 35 years ol experience as a local government executive,

including 21 years serving as City Manager ol Huntington Beach and San

Bernardino. ln his most recent position as City Manager ol Huntington

Beach, he was responsible for the City's $974 million budget and staff ol1,000 employees.

Previously, Mr. Wilson was the City Manager for a large multicultural full-

service city in Southern California in excess of 200,000 population working

with a directly elected Mayor and a seven member City Council elected by

District.

ln both cities, Mr. Wilson oversaw all aspects of city operations including City Finance, Human

Resources, lT, Communily Development, Police, and File services, Mr, Wilson has recruited and

hired Department Directors in all of these key deparlments, His skills in identifying, recruiting, and

retaining high quality employees, and talent management, coupled wilh succession planning have

contributed significantly lo the successes of those organízations.

Under Mr. Wilson's leadership, in 2018 Wallethub ranked Huntington Beach #1 in "Quality of

Seruices" and 14th of 150 "Best-Run Cities in America,"

As a long-lenured City Manager, Mr. Wilson has extensive experience in all aspects of governance

including organizalional development, succession planning, municipal finance, community

development, and general city management. His experience includes working in cities with different

governance structures ranging from the Council/Manager form, Council/City Administralor form,

Strong Mayor form, and both district and at-large elected City Council Members.

Mr, Wilson is an active member of the lnternational Ci$ Management Association, has served on

various League of California Cities Policy Committees, as well as on the advisory board in the School

of Public Administration at California State University, San Bernardino. He is past president of the

Orange County City Managers' Associalion and has been active on various advisory boards

throughout his career,

Mr. Wilson holds a Bachelor of Science degree in Urban Planning from Cal Poly Pomona, and a

Maste/s Degree in Public Administration from California State University, NoÍhridge.

Mr, Wilson is currently the Project Director for the following recruitments:

. City of San Bernardino, CA - Director of Public Works

¡ Closing Date: September 9, 2019

. City of Pomona, CA - City Manager

' Brochure Developmenl Underway

. City of Laguna Beach, CA - Director of Community Development

, Brochure Development Underway

Mr. Wilson has the ability to focus on this search for the City of Shafter, .

p

Page 6

Ms. Christen Sanchez, Beuuitment CoordinatorMs. Christen Sanchez joined Ralph Andersen & Associates as a

Recruitment Coordinator and provides administrative support seruices to

the Executive Search Team, Prior to joining Ralph Andersen & Associates,

Ms. Sanchez provided administrative seruices as a Scheduling

Coordinator for applíed behavioral analysis seruices provided to children

with developmental disabililies across the Central Valley and the Greater

Sacramento area. Ms. Sanchez holds a Bachelor of Atts degree in English

f rom California State University, Stanislaus.

Paraprofessional and Support Staff

Other paraprofessional, graphics, and support staff will provide administrative suppott to the search

team on recruitment assignments. These may include: Ms, Diana Haussmann, Ms. Hannah Jones,

Ms. Blanche Velazquez, Ms. Teresa Heple, Ms, Karen AllGood, Ms, Tina Keller, and Ms. Katrina

Wilson.

Page 7

Project Approach / MethodologY

Our Understanding of the AssignmentThe City Council desires assistance in the identification and recruitment of a highly qualified group

of candidates for the position of Gity Manager. ln particular, the City Council will want a firm with the

professional experience to clearly assess the City's needs and formulate a strategy to deliver quality

results.

At Ralph Andersen & Associates we betieve that gaining a complete understanding of our client's

speci¡c objeclives and priorilies is essential prior to launching any search assignment. This process

includes the identification and incorporation of a variety of important details such as the candidate's

desired skills and experience as well as the critical sofl skills related to temperament, personality,

management philosophy, and other factors that will ultimalely determine the candidate's fit with the

organization.

We begin each search by working closely with the City Council, staff, and, when appropriate, the

community to ensure a complete picture of the desired candidate pool is developed, Our team'

oriented approach matched with this 360-degree perspective means we ensure that a complete

understanding of the organization's mission and culture translates into lhose specific traits and

characteristics necessary lo ensure the selected candidate is successful in the position.

We anticipate that the City Council will expect aggressive, personalized outreach to identify a diverse

and highly qualified applicant pool and a selection process that includes comprehensive candidate

reportJ bâsed on thorough relerence and background checks, We will begin with fully detailed

profíles of the desired candidate's characteristics and build a recruitment strategy that is tailored to

meet the City's specific needs. The resulting oulreach and advertising campaign will incotporate the

extensive use of personal outreach to recruit a diverse and highly qualified gtoup of candidates'

Our Approach to the Hecruitment ProcessThe successful search process relies heavily on person-to-person contact to identify outstanding

potential candidates and, in the evaluation phase, to gain a complete understanding of the

background, experience, and management style of the top candidates. Our approach includes:

. Extensive personal outreach, in-person and via telephone, to qualilied candidates within

California and the Western Region.

. A marketing strategy that uses selecled advertising to supplement the extensive

candidate idãntification process using the lnternet and using the firm's vast network of

professional contacts.

t A screeníng pracess thal narrows the tield of candidates to those who most closely

match the needs ol the City and is based on preliminary rcsearch and telephone

interviews with the top candidates.

o Delivering a product ln the form of a search reporl thàt recommends the top group ot

candidateé and provides the City Councilwith detailed information about their backgrounds

and experiences.

o Assistance during the final interuiew and the selection process that will be held in closed

session.

r Being available as needed to assist with lhe negotiation and developmenl of an employment

agreement during the finalstages of the process.

Page I

Search Work PlanWe approach every search with a sense of excilement and urgency and we always "hit the ground

running." That means that when the City gives us notice to proceed, we kickoif the process

immediately - working closely with the Mayor and Cily Council, and others as requested, to idenlify

the key characteristics and professional experience desired in the candidate pool. We believe

slrongly in providing timely client communications and, while we will deliver regular slatus reports at

each stage of the search, our consultants pride themselves in being highly accessible and responsive

to allclient requests and inquiries.

Task 1 - Review Project Management Approach

Mr. Wilson, Project Direclor, will meet with the Mayor and City Counciland others, as appropriate,

to discuss the project management for the search, The discussion will include a review ol the work

plan, confirmation of timing, and communication methods.

Task 2 - Ðevelop Position Profile

The position profile lor the City Manager is the guide for the entire search process. Please reter to

the attached sample brochure lor the City of Buellton tor Ci$ Manager search submitted with

this Proposal, The development of the profile includes the collection of technical information and

recruitment cilteria.

Technical lnformatìon

Mr. Wilson will meet with the Mayor and City Council and others, as appropriate, to gain an

understanding of the experience and professional background requirements desired in the

City Manager. Oftentimes, key staff, communig leaders, and other stakeholders are

interviewed to help create a broader understanding of the unique aspecls of the position,

These meetings will also help the Project Director gain an understanding of the work

environment and the issues lacing the City of Shafter.

Recruitment Criteria

The recruitment criteria are those personal and professional characteristics and

experiences desired in the City Manager. The criteria should reflect the goals and priorities

of the Mayor and City Council. Mr. Wilson will meet with key stalf in the City and olhers, as

appropriale, to facilitate the identification and articulation of that criteria,

Optional Services - The City Council may desire obtaining input from the Community on

the qualities lhey would like to see in the new City Manager. To facilitate Community input,

the Project Director can conducl a public meeting as well as offer the ability to submit

commenls through an on-line survey instrument. Additionally, our process can allow for

email comments to Ralph Andersen & Associates relative to the desired qualities in the next

City Managet.

Subsequent to the development and adoption of the candidale profile, the technical

information and recruitment criteria will be documented in an information brochure prepared

by the Project Direclor. The brochure will be reviewed by the City in draft format, revised as

appropriate, and published for use throughout the search.

Task 3 - Outreach and Recruiting

This task is among the most impofiant of the entire search. lt is the focus of the activities of the

Project Director and includes specific outreach and recruiting activities briefly described below.

Outreach

An accelerated outreach and advertising campaign will be developed. lt will include the

placement of ads in publications such as the Western Cities (website only), lnternalional

Page I

City/County Management Association (ICMA), and other prolessional resources. Specific

lntárnet siies relatêd to government will be used as a method of extending the specific

outreach in a shotl period of time.

Additionally, the advertisement and the full text of the position profile (the recruitmenl

brochure)will be placed on Ralph Andersen & Associates'website, which is accessed by a

farge number of qualified candidates. This method of outreach to potential applicants

provides a contidential source that is monitored by many key level executives on an on-

going basis.

Can di date I dentif i cati o n

Ralph Andersen & Associates will use their extensive contacts lo focus lhe recruiting efforl.

ln making these contacts, the Project Director will target those individuals who meet the

criteria set Uy me City. Each of the candidates identified through the recruiting efforts will

be sent an information brochure. Candidates will also be contacted directly to discuss the

position and to solicit their interest in being considered.

Both the outreach and recruiting activities will result in applications and resumes from

interested candidates, As they are received, resumes willbe acknowledged and candidates

will be advised of the general liming of the search process. The following tasks involve lhe

actualselection process, once all resumes have been received.

Task 4 - Candidate Evaluation

This task will be conducted following the application closing date, lt includes the following specific

activities:

Screening

All of the applications will be carefully reviewed, Those that meet the recruitment criteria

and minimum qualifications will be identified and subject to a more delailed evaluation. This

evaluation will include consideration ol such faclors as professional experience and size

and complexity of the candidate's cunent organization as compared to the candidate profile,

Prelininary Research and Internet Review

The research slaff of Ralph Andersen & Associates, under the direction ol the Project

Director, will conduct preliminary research and internet review for those candidates

identified as the most qualified as a result of the screening process, This level of research

will be done on a limited number of candidates to learn more about each candidate's public

profile and related information that is available on the internet'

Preliminary lnterviews

The Project Director will conduct preliminary interuiews with the top group of candidates

identified through the screening and preliminary research and lnternet review processes,

The interviews are extensive and designed to gain additional information about the

candidates' experience, management slyle, and "fit" wiÌh the recruilment criteria. lnterviews

will be conducted using video technology or via telephone. No consultant travel for

preliminary in-person interuiews has been included in this proposal.

The screening portion of the candidate evaluation process typically reduces a field of

applicants to ápproximately five to ten individuals, Those individuals will be reviewed with

the Mayor and City Council prior to proceeding with the individual interuiews.

Page l0

TaskS-SearchReportAfter completing Task 4, Mr. Wilson will meel with the Mayor and City Council, or others as

appropriate, to review the search report on the top candidates. The report divides all ol the

candidates into lour groups including 1) the top group of candidates lhat are recommended to be

interviewed in-person by the City; 2) a backup group to the first group; 3) no further consideralion

group; and 4) lacks minimum qualilications. The search report will include candidate resumes. The

results of preliminary research and lnternet reviews and interviews will be reviewed wilh the Mayor

and City Council.

The results ol the Search Report will be a confirmed group of finalist candidates (typically 410 5) that

the Mayor and City Council will inleruiew in-person.

Task 6 - SelectionThe final selection process will vary depending upon the desires of the Mayor and Cily Council.

Typical seruices provided by Ralph Andersen & Associates in lhe selection process are described

briefly below:

r Mr. Wilson will coordinate the selection process for the finalist group of candidates. This

includes handling the logislical matters with candídates and with the Mayor and City

Council.

. Ralph Andersen & Associates will prepare an interuiew booklet thal includes the resumes

and candidate report (with interview comments, preliminary research, and other relevant

information about the candidates). ln addition, the booklet will contain suggested questions

and areas for discussion based upon the recruitment criteria. Copies of the interview booklet

will be provided in advance of the candidate interuiews.

¡ Mr, Wilson will attend the interviews to assist the Mayor and City Council through the

selection process. This assistance will include an initialorientation, candidate introductions,

and lacilitation of discussion of candidates after all interviews have been completed,

. Additionally, verilications willbe made on the top two candidates and will include educalion

verifications, Department of Motor Vehicle check, and credit check. Due to current

legislation, criminal checks ("Ban the Box") are only permissible when a contingent olfer ol

employment is made, The resulls of these verifications will be discussed with the City at the

appropriate time,

. Reference checks will only be conducted on the top two candidates. For each top candidate,

former co-workers and supervisors will be idenlified and contacted. The results of these

reference checks will be discussed with the City at the appropriate time, Should the City

require additional reference checks on more than the top two candidates, an additional fee

will be added.

o As needed, Mr. Wilson is available to provide assistance to the Mayor and City Council in

the final selection as may be desired. This assistance may include providing or obtaining

any additional information desired to assist in making the final selection decision.

TaskT - NegotiationMr, Wilson is available to assist the Mayor and Cily Council in negotiating a compensation package

with the selected candidate. This may include recommendations on setting compensation levels.

Additionally, Ralph Andersen & Associates will prepare a draft employment agreement and work with

the Mayor and City Council on the finalization ol this document. As required by the Brown Act, the

employment agreement lor the new City Manager will be required to be approved and voted on in a

public meeting at a regularly scheduled City Council meeting.

Page 11

TaskS-CloseOutAfter lhe Mayor and City Council has reached agreement with the individual selected for the position,

the Project Óirector will close out the search. These activities will include advising all ol the finalist

candidates of the status of the search by telephone.

Project TimelineRalph Andersen & Associates will complete the search within 90 days from the execution ol the

agreement to the presentation of candidates. We do understand that the Council desires to have a

new City Manager in place as soon as reasonably possible.

A brief overview of the recruitment schedule is presented on below (schedule does not include

transition time by Selected Candidate to jo¡n the City)'

32

11

identified and

Made

Search firm selected

-

Consultant ¡nterv¡ews and conductspreliminary research

IConsultant recommends candidates; clientselects linalists for ¡nterview

Client-candidate interyiews

IPreferred candidateselected; negotiations

IConsultanl evaluales organ¡zation; posltioncriterla established

WeekWeekWeek

Page 12

Sample Work Products

Sample BrochuresA sample recruitment brochure for the City of Buellton is attached for your reference. To see

additional samples of our recruilment brochures please visit the Career Opportunities page of our

website at www. ralphandgrsen.com.

Ralph Andersen & Associates' digital presence is the best in the industry. Please visit

wwgJgrlplandgrsen.çg¡lr to view the comprehensive manner which our clients are represented. More

than ever, candidates are exploring opportunities digitally versus in print and il is critically impofianl

that candidates are not only presented with complete information, but also in a visually appealing

format that showcases the career opportunity

Sample AdvertisementBelow is a sample advertisement for the City of Buellton, California City Manager recruilmenl,

The City Council of üre City of Buellton, Califomia {population of 5,200) is seeking an energetic

and enthusiastic professional to manage the organization and foster a customer sewice approach

throughout CityHall. This outgoing leaderwillhave the abilitytofacilitale andbuildquality teamsand

beaneffectivehandson managerfora staffof 19anda budgetof$12 million. Theidealcandidatewill

be a generalistwith emphasis on planning and communitydevelopmentcomplemented by a strong

working knowledge of finance, revenue generation, organizational effecliveness, and intergovern-

mental relations. This position requires a Bachelor's degree; an advanced degree is prefened.

Candidates wih expedence working with a contract city structure and an engaged elected body are

strongly desired; municipal service in Califomia is prefened. The City is offering an annual salary

DOQ and in alignmentwith other municipalities in the region. Moving/relocation reimbursement may

be provided and may alsoofferan incentive to live within the city limits, lnterested candidates should

apply by submitting a covêr letter and comprehensive resume to Ralph Andersen & Associates at

apply@ralphandersen.oom no laterthan Monday,April8,2019. Confidentialinquiriesarewelcomed

to Heather Renschler at (916) 6304900. Detailed brochure available at www.ralphandersen.com.

CIrv oF BuelltonCnv M¿NAGER

Ralph Andersen & Assocrates

Page 13

Sample Candidate Presentation PacketThe candidate assessment tools prepared by Ralph Andersen & Associates are customized for each

recruitment. However, the City should expect to receive the following:

r Resume Review Binder that includes a listing of:

' AllApplicants showing name and current position

' Matrix of Experience for those candidates that are in the H¡ghly Qualified group for

an "at a glance" comparison of the top candidale's experience and qualificatioris

, Applicants in the Highly Qualified group along with their cover letter and resume

' Applicants in the Meels Minimum Qualifications group along with their cover letter

and resume

, Applicants in the Lacks Minimum Qualifications group - no cover letters or

rssumes typically provided

r lnteryiew Binder

' lnteruiew Schedule

' Suggested lnterview Questions

, Matrix of Experience

, Application packet for each finalist candidate that typically includes:

,/ Cover Letter

/ Resume

/ ResponsesloSupplementalQueslionsMritingSample

Page 14

Project Cost

The recruitment effort for a new City Manager will be a comprehensive search process giving lhe

C1y the ability to select from a broad field of qualified candidates, The fee to perform this searcñ

witl be a !!æ!L!34of 826,500 for professional services and all related expenses.

Expenses included in the fixed fee include such items as adverlising, consultant trips (as outlined

beiow), clerical, graphic design, research, printing and binding, postage and delivery, and long'

distance telephone charges.

Trips, based out of Southem California for Mr. Wilson, will'include:

. Kickolf activit¡es and meet with the City Council (Trip #1)

¡ Hesume Review (after closing date) (Trip #2)

r City Council lnterviews - Round #1 (Trip #3)

. City Council lnterviews - Round #2 (Trip #41

This pricing slructure assumes the following:

. Verifications and Backgrounds on the top two candidates including relerence checks.

Should the City desire to conduct verifications on more than two candidates, professional

costs and expenses will be billed in addition to the above stated amount'

o Brochure - A full color brochure similar to the submilted samples will be developed for the

City of Shalter. All pictures will be the responsibility of the City.

Ootional Services (Communitv Meeting / Survevl - Should the City choose to conduct the

Optional Community Meeting, the cost would be an additional $2,500 plus expenses. The0ity would

pay the lull cost for any public announcements or advertisements to promote the Community

Méetings. Should the Cig choose to conduct the Optional Community Meeting, an internet

suruey and summarized results could be conducted for no addítional cost,

Ralph Andersen & Associates will bill the City in four installment payments as follows:

r Following kick-off and finalization of recruitment brochure - $2,950

. Afler the closing date'$7,950

. After finalist interviews - $7,950

. Upon placement - $2,650

Progress payments will be due upon receipt.

The City witt þe responsibte for all candidate expenses related to on.site interviews.

Should the initial oulreach efforts not result in a successful placement, Ralph Andersen & Associates

will continue the outreach effofts until the ideal candidate is found. The City will be responsible for

expenses based on actual receipts.

GuaranteeRalph Andersen & Associales olfers the industry-standard guarantee on our search services. lf within

a one-year period after appointment, the City Manager resigns or is dismissed for cause, we will

conduót another search free of all charges lor professional seruices. The City would be expected to

pay for the reimbursement ol all incuned expenses.

Page 15

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CITYMANAGER

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TIIn OPIDOll'l'l] N I'rYThe City Council of Buellton, located inthe beautiful Santa Ynez Valley in SantaBarbara County, is seeking an energeticand enthusiastic professional to managethe organization and foster a customerservice approach throughout City Hall. Thistalented professional will have the abilityto facilitate and build quality teams and bean effective hands-on manager for a staffof 19 and a budget of $72 million. ldeally,the top candidate will be a generalist withemphasis on planning and communitydevelopment complemented by a strongworking knowledge of finance, revenuegeneration, organizationa I effectiveness, and

intergovernmental relations.

\

'l'llll (r0MillLTN I'l'1" f:Buellton offers an excellent quality of life to its 5,2OA residents who residg-.

within a 1.ó square mile area. A picturesque 40'mile drive north from Sa

Barbara through the lush hills and valleys of California's Central

Buellton is situated conveniently along Highway 101 and HighwayThe neighboring city of Solvang and the community of Santa Ynez

three and six miles east of Buellton respectively. Santa Maria is

just 35 miles north of the community.

Buellton's early roots can be traced to R.T Buell, who establishedsuccessful ranching business that in 1875 operated as a town, com

with a generalstore, post office, bunkhouses, blacksmith shop, and fam

homes. Buellton slowly grew as a peaceful communitywith an identitythe Gateway to the Santa Ynez Valley.

ln t949 Buellton became known as "Service Town, U.S.A.'when a

widened Highway 101 was opened through the heart of the townwith service stations, motels, and diners. ln 1964 a new freewayopened to the east of town leaving a strip through the center ofcity. The strip was named nAvenue of Flags" and dedicated to theby California Governor Ronald Reagan in 19ó8. Governor Reagan's sonf lMichael, re-dedicated theAvenue of Flags in 2018 on its 50th anniversaryn ,

This wide avenue has since become a source of civic pride with locaì '

events and features bronze statues, State flags, American flags, and flag{ .

representing and honoring each branch of the military. Plans toimprove the Avenue of Flags are underway.

With the worldwide fame of Andersen's Pea Soup Restaurant,of travelers have come to know Buellton as "The Home of theSplit Pea SoupJ' Buellton has also gained fame through movies, includ

Sídeways and Death Proof, which feature scenes in and around Buellton:'Howevet there is much more to Buellton, including its ideal Mediterraneanclimate, safe and family-friendly community, educated and investeo'citizenry quality schools, and a desirable location to live and work.

Under the terms of a voter initiative, Measure E in 2008, voter approval is-,|

required for annexation of properties into the City or to develop sewer o' ì

water services outside the existing city limits. This initiative, in effect unfiF'December 3 t,2025, required amending the City's General Plan and limits-'economic development and resulting revenue generation towithin the City's current boundaries. \-Yisit www.cityofbuellton.com to learn more about the City of Buellton. i .

Tll lì OllGrt N I Z;II'IONBuellton is a general law city that incorporate din t992 and has a CouncilManager form of government. The City Council consists of an

Mayor (two-year term) and four Council members (overlapping foterms). The City Council appoints the City Manage¡ who oversees a fulltime staff of 19 in the areas of public works, planning, recreation, fiand administration. The 2Qt8/2OL9 total budget is$t2 million withsales tax, revenue generated from two car dealerships, hotel tax, andretail. The City contracts for public safety, library, solid waste, golfstreet sweeping, visitor's bureeu, animal control, and building seruices.

Buellton has enioyed numerous successes since incorporation, includa full recreation center, two parks with a third on the way, a botanigarden, and a specific plan to revitalize the downtown core with art

arF-1

nance.

a,..architecture (Avenue of Flags). Buellton has healthy financial' ieserves aswell as organizational and political stability.AnumberÕf exciting opportunities exist for the incoming City Manager.

e.,These include planning and implementation of a trail system,

-revitalization of the Avenue of Flags, sustainable economíclCevelopment, and continued maintenance of healthy reserves

lJor the organization.

l','illl P0sl'r'r0Nafhis outstanding opportunity is available with the retirement

bf Marc Bierdzinski, who has served as Buellton's City ManagerQince 2013 and was previouslythe City's Planning Directorsince

n2005. Discussions with the City Council, management team, and

-.community representatives have identified a number of desirable

' bttributes and characteristics for the new City Manager.

'ln" ideat candidate will be a generalist with local governmentalÔexperience. Technical strengths for the new City Managerwill be

¡best served in the areas of planning and community development.

^Awell-rounded candidate would also bring other skills including( ì<nowledge of finance, revenue generation, organizational

f-effectiveness, and intergovernmental relations. lnvolvement

,- with agenda preparation and management, facilitation skills,

- emergency management, and data-driven analysis would be alsor be well received by this City Council.

(Ìf'''" City Manager will also possess outstanding communication,( )listening, and interpersonal skills. lt is expected that the individual

¡ .pelected will be a strategic and proactive thinker and able tovarticulate a vision and foster creativity. The City Manager will(,!tso have proven intergovernmentai relation skills and will( enjoy working with community partners throughout the region.

,- Buellton's City Manager needs to also be approachable and\'inclusive. lt is expected that the City Manager will be excited( )to engage the community to participate in civic affairs and will

( ¡enthusiastically reach out to local businesses.

. ;Ihe top candidate will be an outgoing leader with a hands-on

,management style that will actively involve the small team of'bepartment Directors in support of the City Council's goals.

-,Knowing that the City is poised on the edge of numerousopportunities, and at the same time wanting to preserve and

''respect the unique identity and history of the community, theL,'Citv Manager will serve as a resource to facilitate the Council in

Çexploring a variety of issues in an open and transparent fashion.

, Additionally, the selected candidate will take a collaborativevapproach and work to gain consensus while remaining apolitical.*. .Presenting all options for consideration to the elected body¡ ;willalso be important and supported bywell-documented andY,completed staff work.

, f,bove all, the individual selected will possess impeccableYntegrity as well as a respect and understanding of the naturet bf a small, rurâ|, and family-oriented community.

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WWW,CITY O F B U ELLTO N. CO M

QLTA l,I tìYI N(¡ ttrX pDlll Iü N( lltr

/tNl) ltDtT(ltnoNReview of Qualifying Experience and Education: The fullCity Councilwill be actively involved with Ralph Andersen& Associates in the initial screening and evaluation ofresumes to determine the appropriate match of professional

experience and education.

. Experience: This is an ideal position for an energetic andhigh-energy mid-career professional to assume the topposition in a municipal organization. Candidates withapplicable experience in a comparable size organization areencouraged to apply. Experience working with a contractcity structure and an engaged elected body are stronglydesired. All highly qualified candidates from existÍngcity manager to aspiring professional (e.9., DepartmentDirector, ACM, and DCM) are strongly encouraged toapply.The City Council will consider a broad spectrumof talented individuals with a preference for municipalservice in California.

. Education: A Bachelor's degree in planning, public orbusiness administration, or a closely related field is

required. An advanced degree is preferred.

()OMPßNftrtTlON AïTl)BßiTNI¡ITSThe City of Buellton is offering an annual salary dependenton qualifications and in alignmentwíth other municipalities in

the region. The City Councilwill consider moving/relocationreimbursement for the selected candidate and may also offeran incentive to live within the city limits.

ln addition, the City provides the following benefits:

Retirement PERS 2o/o at 55 plan for Classic members withboth employee and employer portions paid bythe City; PERS

2%at62 plan for non-Classic members with only employerportion paid by the City.

Vacation: 10 days annually through 5 years of service; 15

days annually through 10 years of service; and 20 daysannually thereafter.

Holidays: 13 days annually.

Administrative Leave: I days annually.

Sick Leavq t2 days annually.

Health, Dental, and Vision Insurance: The City providescoverage foremployee and dependents. Life insurance, Aflac,and flexible spending are also available.

Deferred Compensation Plan: Available.

Educational lncentive: SYo of salary for Master's degree inrelated field.

City Vehicle: Currently a stipend for personal vehicle isprovided as well as the use of a City vehicle for business.

Candidates should be aware that the City does not participateñin Socialsecurity. Furtherdetails on benefits can beobtained¡.through discussions with Ralph Andersen & Associates. '

ôTO llB (l()N$Il)llttDl) ôlnterested candidates may apply for this career opportunityÕby submitting a compelling cover letter and resume byf]Monday,AprilS,20tgtoappli@railihondgtgn.com. ÕThe City Council desires a smooth transition and, as a result,'the Council along with the outgoing Ciry Manager, Marc.Bierdzinski, will work together to facilitate the change in :

leadership. lnvited finalist candidateswill be interviewed byfla Professional Panelfollowed bythe full City Council in late.April or early May. The retiring City Manager will continueto serve in the role until the selected candidate joins the "

organization, ideally before the end of June 2Ot9. 1*)

This is a hiehly confidential search process. References willflnot be contacted until mutual interest has been established.,Confidential inquiries are welcomed and should be directedto Heather Renschler or Fred Wilson, Ralph Andersen &Associates, at (916) ó30-49@. O

The City of Buellton is on equolopportuntty employen

Corporate 0ffice

5800 Stanford Ranch Rd, Ste 410

Rocklin, California 95765

Tel: 918.630.4900

Fax: 916.630.4911

www,ral phanderse n.com

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RecrultmentProposalDiversity. lnnovation.

K&A Recruiting is brighterring the California markel, with a focus on innovation and diverse candidate pools,integrating a forward-thinking recruiting philosophy with trad¡tional public-sector values.

Publlc"Sector

Exseutlvosea¡ch

.îI

*._-*.-.,:

ii35Years of publ¡c-sector

experlence

100Percent Fill Rate

Koff & Assoc¡atesRecrultlng2835 Seventh StreetBerkeley, CA 947 1 0

Phone 5l 0-ó58-5633

rêcrult¡ng@koff assoc¡ales.com

Submitt¡l Date:

09.09,19

Prepared For:

The City of Shafter

Recrultmont Proj€ct:

City Manager

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lÊ_"1¡q*e-,*i.'r'';.

ir4- }LA Letter of lnteresl for Comprehens¡ve Executive Recruitment Services

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35 Years ofPubl¡cSectorRecru o

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i

l Thank You

Thank you for the opportunity to respond to your request for proposal for Executive Recruitment ser'

vices for City of Shafter ("City") for the City Manager recruitment. K&A Recruiting adheres to excep-

tional service and provides the highest-quality placements in the industry.

We have made a positive difference for many public agencies during our 3S-year-history through our

interactions with workplaces throughout California. We have forged strong, authentic relationships

with those affected, including stafl executives, council, boardmembers, and the like. Ïo increase

awareness, we will tactfully reach into our internal network, with a focus on prospects relevant to the

City Manager recruitment.

We provide our team of recruiters with modern tools, which supplements search efforts, and places

K&A Recruiting at the forefront of our industry. Technology also helps to facilitiate collaboration and

increases transparency, which gives your team peace of mind when deciding whom to hire.

Please call or email if we can provide any additional information.

We look forward to the opportunity to provide professional services to,the City of Shafter.

Sincerely,

Sß'{sGeorg S. Krammer

Chief Executive Offìcer

By merging a forward-thinking recruiting philosophy with traditional public-sector values, K&A Recruit-

ing attracts top-tier candidates from diverse backgrounds and guides an effective, measured process

to attract a demographic that accurately represents your community.

Our 3S-year-old history serving public agencies means that we stay true to who you are and makes for

a great combination in balance with our innovative approach with an emphasis on diversity.

As Chief Executive Officer of the firm, I would be Co-Project Director for the recruitment together with

our Recruitment Manager, Richard O'Donnell, and ourteam of seasoned recruiters. You can reach me

at (510) 658-5633, and my email address is gkrammer@koffassociates.com. Richard's email is rodon-

nell@koffassociates.com, and he can be reached at the same telephone number here in Berkeley. Our

fax number is (510) 652-5633.

bÉÈ'ttro.nE.g3.83C)oo3e,'-tÍ.EË.ËE¿¡- rt¿roocDaÊ, ËsîyÈ

Our Teamour entire f¡rm consists of 26 people, 6 of which support the recruitment

team at anY-given time.

Georg KrammercE0

Georg brings over 20 years of management-

level executlve recrultment expeflence to Koff &

Assoclates.

Richard O'DonnellRecruitment Manager

As Co-Project Dlrectorwlth Georg, Richard wlll lead

the recruitmenl effort. He bflngs a forward-thlnklng,

lnnovatlve aPProach.

No subcoilractors wlll be

asslgned to thls re€rult'

mert.

Sarah NunesAssoclate

H.rdquanÊE.t lrBüt.lry, cA Sarah's professlonal quallfìcallons lnclude over 1 9 years of

public sector experlence with lhe Human Resourcې Depart-

ment ofthe clty of San Jose. starting at the anãlyst lêvel

and eventually rlslng to the poslt¡on of Ëmploym€nt D¡vlslon

Manager, she galned extenslve experience wlth recru¡tment'c.lltomt, c.nbrl vsllry,

rîd såa¡âmanto,

s\:ti

.*È

w

Lea rrl More AbquLt- OurJeam

?019 https://koflassæ¡ales.com/recrultmenv

An extension oteamK&A Recruiting owns the entire recruiting process while providing guidance and collabora'tion throughout.

f your

Org Chort

* = Members of the K&A team who support recru¡tment projects

No subcontractors will be assígned to this recruiur¡enl.

Fttfit!f,tr.iïñnã!ñ

illfiñÍrilr,?r!Ì!?il

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iìrtnflFFliE

The following recruiters are who we would assign to the City Manager

recruitment, should we be selected:

01 GEORG KRAMMER

CEO & Founder

Georg brings over 20 Years ofmanagement-level executive

recruitment exPerience to Koff& Associates.

04 BRANDON ROMO

Recruiter

Brandon supports our recruitingprojects through Proactiveoutreach and sourcing in

supplement of the candidatepool.

02 RICHARD O'DONNELL

Recruitment Manager

As Co-Project Director with Georg,

Richard will lead the recruitment

effort for the CitY of San Jose'

03 GOLBOU GHASSEMIEH

Recruitment Associate

golbou has '14 years of exPerience

in rêcruitment for the public sector

Her experience includes being an

HR Director with the County ofSonoma and City of Santa Rosa,

Sarnple ad listhttps://kolfsssociates.com/recruilmnV

Publlcatlon/Slte Name Llve Ad Llnk

A plofessíonally designed recru¡t-

ment brochure will be prepared and

presented to your team for reviewprioÌ to advertis¡ng.

The Final Ad ListWill Be Worked On

ln ColloborationWith Your TeamDuring Launch.

Half of K&A Recruiting'sability to grow diverse andeffective candidate poolsis by means of modernsourcing techniques thatenable identification andtargeting of individualsrelevant to the position ¡nsupplement of those thatactively apply.

s0%

Ê

'\,'-'

,,]oÛt ''

California Soclety of Certified Publlc Accountants

California Soclety of Municipal Finance Officers

Risk änd lnsurance Menagement Soc¡ety

Careers in Government

Çovernment F¡nance Off¡cers Association (GFOAI

Government Jobs

Jobs Available Bulletin

Koff & Assoc¡ates website

Linkedln

fndeed

Zip Recruiter

Workable

Municlpal Management Assoc¡at¡on of Northern CA(MMANCI

Munlcipal Management Assoc¡at¡on of Southern CA(MMASCI

lnternat¡onal C¡ty/County Management Assoc¡at¡on,taÀrÂl

Assoc¡at¡on of Latino Leaders for lmpact

National Black MBA Association

Advancing Women

lMDiversity

Diversity Jobs

Nat¡onâl Assoc¡at¡on of BIack Accountants

American Soclety of Women Accountants

Association for Latlno Professionals for America(ATPFA)

Llnkedln

Z¡pRecru¡ter

Brochure Design

VVestern City (CA League of Cities|

Pre-screen Evaluation Form

Technical Fit

Possesses core skills needed for the role5

5Demonstrates clear communication skills

Demonstrates problem-solving skìlls and creativity 5

Enthusiasm

Ðìsplays strong knowledge and enthusiasm for the company å nd role 3

Collaboration

Exhibits high levels of collaboration and excels in a team dynamic 5

Cultural Fit

Work style. preferences, and personality are a good team flt ... ..- 4

Total27

Candidate Name:

Candidate A

Position: 6pg

lnterview Dtt., .t/14/19

overall:y¿nt years of incr€asingly senior roles ¡n Finance

expeiience as Director of finance departments forDept. [blank] Agency, addilional years of

a numúer of ôities in Califomia' Ref '3' for

Knowledge.

Goodexp€flenceatsolvingchallengesandimplementingsolut¡onstoensUresolidfinancialmanag€mênt practices are itpiät""nt"Jìn tùe public seãtor. Also experienced at working with elected

ofüciâls and boards.

Strong candidatê'

K

we.dôvoloF sltong.sl¡llonshlpswlth êltcûts

¡nd csndfdstoð weseruB.

C¡ty of shaftsr.i o¡ty Manager

K&A R€crulllog20r0

Fafðnd meonlnglnlèv8lu6tlo,rs

Concis€, Visually-Friendly Point-Factor

AnalysisWe only reoomrnend candidates,who have

passed through all of our screening pro-cesses and have been identifred as potential

rnatghes,fo¡,the posltion. Thls is' acoorn-pllshed'throngh,a thorough,understandlngof irnportant aontilbut¡ng factors, such as

,cultt¡re.and technlcal ablllty.

PROJECT DETAILS

'1. ldeal Candidate Profile Development2. Brochure Design3. Launch: Advertising and Marketing

¿\ot,ÌM

Professionally

Designed Brochure

We tallor our outfeach accordlng to lhe specifcs of the posl-l¡on using a varigty of sourclng tools and technlque3 aclossdlft€ront social medla shæ, and across the web,

1.

2.

3.

Cand¡date Pool Developmenl

K&A Conducted PrêScreens

Candidate Recommendations

Library ofResources

Strongest Candidatesin the ¡ndusÎry.

Advertls6ments âreprepsred and placed fofpublicallon.

We will develop an ad

list ident¡fying relevantsources where prospec-

t¡ve candidates arê

likely to be found. We

will employ a varietyof outreach strategles,including soclal media.

ln dialogue withkey

stakeholders

K&A Recruiting w¡ll as-

sist in identlfying the

specific needs of and

key competencies and

characteristics.

We will gain ân under-

standing of goals and

prlor¡tÍes w¡th regard

to select¡on cr¡teria,

select¡on process,

timellne and evalu-al¡on.

Top candidates willbe personally inter-

viewed to further

naßow the pool toonly the most highlyquallled cand¡dates

and to further es-

tablish bêst organ¡-

zational fit of each

potential finalist.

We will submit forreview clear writtenrecommendations

and ânalysis, typi-cally recommend-ing between ó-'12

applicants.

1. Background and Referencss

2. Offêr and Final Terms of Employment

3, Storage of Records and Ongolng Commun¡callon

Start Date Determinedfoi fnal cand¡dat6s,

Thorough background

check process compli-ant with cA lâw willalso be âdministêrêd.

Profess¡onal and FairNegotist¡ons

We are committed toensurlng a smoolh

transition post-start.

PlacementEvaluation Forms

lnterview Preparation &lnterviews

Worklng closely w¡th your team, we will develop aget of key questlons.

We will guide commun¡cations with management, candldates,and panelists, so that all part¡es are well-prepared for theinterviews.

We will provide moderet¡on during the lntewiew process and

facllitate â focused discussion among the panelists at theconclusion of the ínterviews 1o identify the most quallfied

eandidates for to move forward.

ffiis i

Appplicanls receive

ongolng communica-tions viâ our offìce.

We believe all candidates,r€gardless of thslr qurlifca-llon8 and 6uccegs. de3cfvethe court$y and tespecl ofbolng lnform.d thrcughout thc

P¡OC€Ss,

oJ to

1 Phase 2 Phase

3 Phase 4 Phase

City df shafter: CitY ManageÍ

Pro

Ico

I ngOur fee for the City Manager recruitment for City of Shaftel is 318,000, Our professional, lump'

sum, NaliIo:Exceed fee for executive search services cons¡st of our professional fee and all

anticipated expenses, including cost of advertising and travel'

Phase 1

ldeal Cand¡dale Profile Development 1-2 Weeks

Brochure Des¡gn 2 Weeks

Launch: Post Advertisement 1 Day

Total $4,000

Phase 2 (Open-Window of Application)

Sourcing, ldenllftcat¡on, Targeting, Organizlng of Candidates 30 Days

K&A Recruiting Conducted Prescreens 3 Weeks

Preparation and Presentat¡on of Candidates 2 Days

Total $7,000

Phase 3

lntgrv¡ew Scheduling and Preparation 2 Weeks

Panêl lnlerview Facilltation and Guidance 1 Day

Hir¡ng lnterview Fec¡litation and Guidance 1 Day

Tol¡l $4,ooo

Phase 4

Reference and Background check 1 Week

Terms of Employment & Offer Acceptãnce 1 Week

Storage of Documents and 0ngoing Communications lndefinite

$3,oooTotel

TOTAL $18,000

We take pride in the accuracy of our recommendations.

PlacementguaranteeK&A PROMISE (Placement Guarantee)

K&A Recruiting is committed to recommending only the most qualified candidates who notonly meet all the necessary requirements and qualifications but are also a culturalfit for theAgency and its staff. We proactively recruit for each search effort until a successful candi-date is placed.

We therefore promise to present a slate of candidates to the Agency that includes onlythose individuals who have passed through all of our screening processes and have beenidentifìed as potential ideal matches for the position requirements. Should the key deci-sion-makers disapprove of all final candidates and/or should none of the final candidatespass the fìnal interview and reference check process, we willwork to f¡nd a new slate ofcandidates.

ln addition, for executive and mid-management positions, we promise to conduct a one-time additional executive search to find a replacement should the incumbent leave theposition or be terminated from employment within 12 months of hire due to performanceissues. In either case, as described above, we will identify a replacement and only chargethrough related expenses as described in the Cost Proposal.

Overall, K&As retention rate during the first 12 months of hire is very strong and has been atover 95% over the last 35 years. Depending on the level of the position, it has typically takenus three to four months to fill our executive recruitments.

DiversitY Recruit¡ngstrategYHaving conducted countless executive search efforts has made

K&A an exPert in identifYing, targeting, recruiting, and successfullY

placing women and minoritY candidate s in manY of our recruit-

ments. Being a State-registered smal I ess, our firm has a vast

pool of resources at our fingertiPs when ning a successful

advertising campaign that targets norities. These

include a network of diverse Professional hom we can re-

quest referrals, job boards geared toward and women,

andapool of candidates from Prior recru includes a

diverse set of candidates. ln addition, we with other

clients who value diversitY and have req strategles

such as assembling interview panels that e popula-

tions.

ates.com/s

City of ShÊfter Recrultment PrdlctClty ü.n¡¡rr

K&A Recrultlng

2019

Confidentialsafeguards

Ì

J

r

J

An advantage of hiring a firm like K&A Recruiting isthat the bulk of all documentation and recordkeepingwill be done by us and only very specific informationand documents will be shared with key stakeholders.

We understand that confidentiality is one cjf theutmost important values when it comes to allthingshiring-related We also understand the potentialsensitivity of job applicants' information, especiallywhen they are currently still employed and don't wanttheir employer to learn about their job search activi-ties, or cases where job candidates potentially knoweach other.

Of course, we will never share job candidate informa-tion or application documents with any third parties.We will only contact job candidates' current employ-ers with their expre3s permission (although we typi-cally require such during the final background andreference checking, at the latest when a conditionaljob offer has been made).

Wê ars able lo begln lh6 rccrult-meil proccsa lrunedlately upon

roc€lpt and oracuÍon of I conlractor ptolesdonal reillcê sgrGrmcntor purch¡ra ordor, atc.

Executlve search effortg gener-

ellytakethree to four months tocompletê

Expert guldance to help yvlth mak¡ng

the r¡ght dec¡sion.

Llability

Covsrage

We will support the

levels of coverage and

endorse the Authority

wlth our generaf liabil-Ity coverage

100%

References

Arcata, Gity of

201 9: Building Offìcial

Ms. Danette DemelloAssistant City Manager/Personnel Director(707) 825-2114736F StreetArcata, CA 95521ddeme I lo@cityofarcata.o rg

Galifornia Association of Sanitary Agencies

201 9: Executive Director

Bobbl LarsonExecutive Director916.44ó.0388 ext 101

CASA1225 $th St, Suite 595Sacramento, CA 95814blarson@casaweb.org

Housing Authority of the Gity of San Bue'naventula

Ms. CherylTabbiHuman Resources Manager(805) 626-581 6995 Riverside StreetVentura, CA 93001ctabbi @hacityventu ra.org

2018: Chief Financial Offtcer2018: General Counsel

Housing Authority of the City of San Bue'naventura

Ms. CherylTabblHuman Resources Manager(80s) 626-581 6995 Riverside StreetVentura, CA 93001cta b b i @h a cityve ntu ra. o rg

2018: Chief Financial Officer2018: General Counsel

Oakland Housing AuthoritY

2019: Director of lnformatíon Technology

Ms. Petr¡cia Wells(s1 o) 874-1 51 7Deputy Executive D¡rector1619 Harrison StreetOakf and, California 94612PWells@oakha.org

ContaclRecruitment AgencY

ContactRecruitment Agency

Ross Valley Sanitary District

2019: General Manager

Ms. Andrea ClarkGeneral Counsel(e16) 520-s424Downey Brand LLP621 Capitol Mall, 18th FloorSacramento, CA 95814aclark@DowneyBrand.com

Sacramento, Gity of Ms. Sally Lylnterim Human Resource Manager(e16) 808-8e07915 "l' StreetSacramento, CA 95814Sly@cityofsacramento.org

2019: Public Works Director (underway)2019: Director of Youth, Parks & CommunityEnrichment (underway)2018: Director of Finance2018: Diversity and Equity Manager2018: Director of Human Resources

San José, City of Ms. Aracely RodriguezDivision Manager

2019: Deputy Director of Police - Gaming (408) 975-141 1

Division (currently underway) 200 E. Santa Clara St.,2nd Floor Wing2018: Human Resources Director San José, CA 951 13-19052O18: Director of Planning, Building and Code Aracely.Rodriguez@sanjoseca.govEnforcement

San Diego, City of

2019 - Public Utílities District

Mr. Erik HansonHuman Resources Officer(61e) 236-5see1200 3rd Avenue, 13th FloorSan Diego, CA92101EHanson@sandiego.gov

A endixa lndication of the number successful placements we have mde in the past five years, including

titles for executive-level placements.

Brochure Samples

Note: Our standard is concise 2-page brochures for mobile friendly use. 80% of job traffic is through a

mobile devise.

City of Arcata - Building Official

City of Sacramento - Director of Youth, Parks, & Community Enrichment

City of San Diego - Director of Public Works

City of San Jose - Deputy Dlrector of Gaming (Police Department)

City of San Jose - Sr. Landscape Architect (PRNS Department)

a

a

a

a

a

We have completed just undre 100 placements ¡n the last five years. Below is a summary of Exec-

utive-level we have completed:

II

I

l

I

\1

\

t

VALLEJO FLOOD

& WASTEWATERDISTRICT

KEITH SORSDAL YESDEC. 201 5 DIRECTOR OFSAFETY ANDRISK MGT

YESCHIEF DEPUTYOF FINANCE &ADMINISTRA-TION

SUPERIOR COURT- COUNTY OF LOS

ANGELES

JEREMY CORTEZJAN. 201 6

NODIRECTOR OF I.T. EVA JACUBOWS-KA

FEB. 201 6 PORT OF OAK-LAND

CITY OF BERKE-LEY

MARTIN QUERIN NOMAR. 2016 DEP. DIR. OF PUB-LIC WORKS

ROB LLOYD YESMAR.2016 DIRECTOR OF I.Ï CITY OF SANJOSE

YESVALLEJO COUN.TY WATER DIS-

TRICT

JOSE MARTINEZAPR. 201 6 GENERAL MAN-AGER

FRESNO COUNTYTRANSPORTA-TION AUTHORITY

MIKE LEONARDO YESJUIY 2017 EXECUTIVE DI.RECTOR

RON PUCCINELLI YESCHIEF INFORMA-TION OFFICER

CITY OF FAIR-FIELD

SEPT. 201 6

CENTRAL MARINSANITATIONAGENCY

MARK KOEKE-

MOERYESNOV. 201 6 LABORATORY

DIRECTOR

FRED OWUSU NOCHIEF H.R. OF-FICER

SUPER¡OR COURT- COUNTY OFORANGE

NOV. 201 6

YESCHIEF FINAN.CIAL OFFICER

SOUTH COASTWATER DISTRICT

PAMELA AR-ENDS.KING

F88.2017

Date Position Agency lncumbent StillThere?

BuildingOfficial

ABOUT THE CÏTYThe City of Arcata is located on the Northern Californiacoast, approximately 275 miles north of San Franciscoand 110 miles south of the Oregon border, in HumboldtCounty. As of 2010, Arcata's population was 12231.The City is framed by the Pacific Ocean on the west,forested hills on the east, the Mad River on the North,and Humboldt Bay to the south. At the center of Arcatais the Plaza, surrounded by various local businesses,such as bookstores, coffee shops, and restaurants.

Arcata's mild climate, good air quality, beautifulscenery, and wealth of outdoor activities and recreationincluding fishing, hiking, surfing and river rafting,make it a desirable place to live and raise a family. Ashome to Humboldt State University, and College of theRedwoods just 30 minutes away, it allows easy accessto higher education and cultural opportunities.

The City of Arcata is an equal opportunity employeren co u rag i n g wo rkfo rce d ive rs ity.

ABOUT THE OPPORTUNITYThe Building Official's primary duty is to support thedevelopment community through knowledge of theBuilding Code and City ordinances, The position willhave supervision over one Building lnspector andreport to the City Engineer. The Building Official willbe responsible for the day-to-day operations of theBuilding Division. Additionally, the Building Official willprovide highly technical knowledge and professionalassistance in Building matters related to the protectionof the health and safety of its community by ensuringbuilding, construction, and remodeling activities meetappropriate codes, standards and City ordinances. Theincumbent is expected to exercise initiative in ensuringbuilding codes used by the City meet current legal andprofessional guidel ines.

Additionally, some of the bigger projects that the Citycurrently has underway are:

. lmplementation of a new building and developmentpermit and code enforcement process andsoftware.

r Continued review and recommendation ofadjustments to building department fees, programsand services to achieve less dependency on thegeneral fund and be at least an 85Vo self-supportprogram.

r Continued involvement of the position and theDivision in coordinating the existing commercial

. cannabis activity permit (CCAP) (http://www.cityofarcata.orq/691 /Commercial-Gannabis-Activity-Permit) process, including buildingpermit requirements in those instances whereCCAP applicants are proposing remodeling orconstruction changes to the property or space in

which the CCAP is beíng issued.

>."--.

. ABOUT THE RESPONSIBILITIESThe Building Officialwill be responsible for permitprocessing, plan checking, building permit plan review,

building inspection, and building code compliance.

The responsibilities of the Building Official also include:

. Recommends and implements programs,procedures, and practices for providing effectiveand efficient plan examination and buildinginspection services; reviews plans submitted forbuilding permits; determines when plans are to besent out to be reviewed by the City's contract plans

examiner(s); determines and calculates permitvalues and costs; issues and processes buildingpermits.

. Confers and coordinates Land Use and Buildingenforcement activities with legal, police, fire andother necessary authorities regarding building,fire, life safety and other code interpretations andapplications; inspects substandard buildings,gaining right-of-entry into unsafe, dangerous orhazardous structures; and obtains inspectionwarrants if right-of entry is refused; testifies incourt as required.

. Assigns, directs, and reviews the work ofassigned personnel, including providing training,feedback, and direction, motivating employees,and conducting performance evaluations anddisciplinary actions,

. Acts as Staff to assigned Committees andCommissions; serves as liaison between assignedCommittees/Commissions and City, includingattending meetings, and preparing and presentingreports and recommendations.

EDUCATION & EXPERIENCEREQUIREMENTSr Possess a valid California Driver's License.

r Possess, or obtain within twelve (12) months ofdate of hire, a Building Officialcertification issuedby CABO (Council of American Building Officials)or ICC (lnternational Code Council).

. Possess ICC Building lnspector or Combinationlnspector certification (may be required to obtainElectrical lnspector, Plumbing lnspector and/ orMechanical lnspector certification).

. College coursework in structural, mechanical,civilengineering, architecture, or related field; andat least four (4) years progressively responsibleexperience as a Plans Examiner or

r Building lnspector working under the direction of aBuilding Official, or related experience, and somesupervisory experience, preferred.

THE IDEAL CANDIDATEr Demonstrates a responsive, service-minded, and

open communication style with the local buildingcommunity and residents.

r Possesses the experience and confidence to leadthe Building Division with a sense of autonomy,but with the greater goals of the City in mind; andthe skills and resolve to provide clear vision andeffectively manage Division goals.

. Uses tact, initiative, prudence, and independentjudgment within general policy and legal guidelinesin politically sensitive situations,

¡ Manages resources responsibly and creatively,including budget, to maximize the effectiveness ofthe City.

COMPENSATIONThe salary range is $64,338.58 to $78,203.95 annually.

A full summary of benefits can be found on our websiteat https://koffassociates.com/jobs/.

IMPORTANT APPLICATIONINFORMATIONTo apply for this opportunity, please visit Koff &Associates' website at www.koffassociates.com/jobsand complete an online application. As an alternative,you can mailthe completed application materials tothis address:

Koff & Associates2835 7th StreetBerkeley, CA 94710

The information contained herein does notconstitute either an expressed or implied contract,and these provisions are subiect to change.

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with more than 1.4 million people, the city of san 0iego is the eighth largest

,ity in tfrr United States and the second largest in Calilornia, The City of San

0iegos strong economy, diverse population, great educât¡onal institutiÛns.

unsirpasse¿iuality of iife, and world-renowned location makes it the ideal

place io work.'live, ãnd play. With its gråat weather miles of sandy beaohes,

änd major attractions, San 0iego has something to ofier for everyone'

The city's Mission, as found in our strategic Plan. is "To Effectively serve and

Support 0ur Communities." 0ur core values are lntegrity, Service, People' and

txóelbnce. The City's Vision is "A World-Class City for All,"

As one of the re$on's largest employers' the City of San Diego has approxi-

mately 11,000 nignly ¿eOñate¿ employeos. Additional information about the

City oíSan Diego can be 'bta¡ned

0n the City's website: wwUsandiegogqy.

An Exceptional

Career {)pportunitY

for

¡¡fl¡ the CitY

ry0 vervlew

PUBtlS U': Í$-å?i'fiËi$ tllRECTflR

ILï¡ûUI¡¡¡ of Watersan 0iego not only delivers water t0 its citizens; it also supplies treated wa-

ter t0 th; city of óel Mar and the Ca¡fornia American Water Company' which

serves thB cities of Coronado and lmperial Beach, as well as parts of the

southern area of the tity of san Diego. As a result, 1.4 million people receive

water treated by San 1¡iãgo. These customers use approximately 65.7 billion

gallons a year.

After water is treated at the c¡ty's tfeatment plants, it is pumped to all parts

of san Diego over 404 square miles. The Public utilities Department maintains

and operates:

. More than 3,300 miles of water lines

. 50 water pump stations

o 32 standpipes, elevated tanks, and concrste and steel reservoifs w¡th a

potable water storage capacity of more than 200 million gallons

. More than 24,000 fire hYdrants

. Approximately 290,000 water meters

The pipelines range in diamets size from 2.inch service lines to 96'inch

transmission pipelines.

Because of San [)iego's diverse topography, including sea level beach com-

munities, mesas, hiiÍs, valleys and canyons, the City maintains more than 120

pressure zonBs.

Ihe infrastructure is complex, and the Public utilities 0epartment constantly

monitors, maintains and improves its immense water system to insure water

is delivered to its customers.

W$anDiego

The Public utilities Department owns and operates both water and waste'

water systems. Theú systems are am0ng the largest and most complex

systemé in the world duã to the size of the service area, topography' and

varied climate.

The water system serves the ci$ and its sunounding areas including whole-

sale and reóhimed water cust'mers. The water system can treat up to 378

mitiion gallons of drinking water per day and includes 48 pump stat¡ms' 3

water tõatment plants, Ñer 3,400 miles of pipeline, more than 320'000 ser'

vice connections, and 135 separate pressure zones.

The wastewater system consists oftwo sub-systems: the Municipal sub-sys-

tem and the Metrôpofitan Sub-System. The Municipal is a s.Wage c'llect¡'n

and conveyance system for the city's residents, andthe Metropolitan system

treats and disposãs of the wastewater generated by the City and 12 other

cities and distiicts near the city. Both systems combined have a total of 82

pump stati0ns and serve 2.2 million customers.

The city's Pure Water Program is a multi.phase program thatl^,illpr0vide ons

third oí the City's water supply by the end of 2035. The City has been a lead'

er in proving t'he Íeasibility oi the Pure Water supply concept t0 lhe public

and regulators and will soon begin constructi0n of the program's fhst phase.

phaseì includes new treatmeni facilities. pump stati'ns, and appr'ximately

30 miles of pipeline. Construction is expected to begin in 2019 with comple-

tion expectBd ìn 2023. Phase I's estimated total cost is $1'4 billion'

202 C St,

San 0iego, CA 92101

City: (619) 23t-5555

ff ecruitment: (510)058-K0Ft

rodonnell@kofiassociates.com

https://www.sandiego.gov/public-utilitieso o @

Under the general direction of the 0epty Chief 0perating 0ffiær lnfrastruc-

ture û Public Works $e 0irector hads the Public Utilities 0epartment com'

prised of over 1,000 employees to provide water, wastewatel and recycled

water services to the City of San lJiego and surrounding communities

The PU0 Will Be Responsible For:

. Representing the Department at Council meetings and vari-

ous civic, community, and professional engagements;

. leading the City's largest infrastructure project, Pure Water, a

recycling program that will deliver safe, reliable and a sustain'

able source of water;

. 0ptimizingthe0epartment'soçnizationalstructuretoen-sure enhanced service delivery;

. Being the voice of the 0epartment relationship with part'

ners agencies and key stakeholders;

. 0verseeing budget integrity; and

. Providing leadership for general utility operations with a f0-

cus on high-quality customer service.

Ihe ldeal Gandidate Possesses

A progressive management style with the experience

necossary t0 direct a major operat¡ng dopartment.

The poise and charisma to be the external voice ior a large

municipal department.

The abilig to act swiftly and make halanced decisions in a

bureaucratic and political environment,

Past experience with managing large multi-year capital

improvement projects.

Focus on enhanced customer service and customsr

satisfact¡on.

J¡Ê 0pportunity

Dem0nstrated experience in personnel management that

+ displays a balanced approach between equity and firm

decision"making while acknowledging and recognizing

performance accomplishment and success.

+ An understanding 0f the processes involved with cost of' selvics studies or utility rate setting surveys.

J¡fU 0ualificationsBachelor's 0egree in Business Administration, Public Administration, En-

$neering, or a related field, and ten (10) or more years of professional

executive levBl management experience. A Mæter's f)egree is desired.

ElIIIlliI&BenefitsThe salary will be commensurate with expedence. T0 learn about the City's

outsbnding benefits program, please visit Risk Management -' Employee

Benef its at www.sandiego,gov/riskmanagement.

The successful candidate will be eligible for participation in the C¡ty's Flexible

Benefits Plan that offers severâl optional benefit plans ot a taxable cash op-

tion; $50,000 in City-paid life insurance; paid annual leave accruing at 22 days

per year for ûe I st through the 15ft year of service. tor further information,

please contact the Risk Management Department at (619) 236-6600. Retire-

ment benefits differ for ûris unclasified position depending on the candi-

dates eligible status (new hire, rehire, etc.). ForfurÚrer information, visit Risk

Management, Employee Benefits at wwwsandi_ego.sqv/rjçlttncfaecns¡t

Some benefits currently offered t0 employees may be modified in the future.

lf{iffnProcessTo apply for this outstanding opporhrnity. please visit httpJllSía$ogales.com/iobs. You may also mail your cover lettsr and resume to l(off & Àssociates,

2835 Seventh Street, Berkeley, CA 94710.1f you have any questions, please email

tre l{off & Âssociates recruitment representative, Richard 0'Donnell, at rodon-

nell@koffassociates.com

Ihe Cig of San Diego has an active Equal 0pportunity/A0A Program for employ-

ment and vigorously supports diversity in the wo*placa

0eadline to apply is ltlonda¡ Fobtuary ltüt.

+

+

+

++

+ Autive and genuine commitment to managing diversity in the

workplace and encouraging high performing teams,

Xsadmoreaboutdotailsh-ttp".Cl1!.0naS9.-0.cjCtg!,-cgn1i,0!Sl

CITYOF SåSANT OSECAPITAI OF STLICON VALLEY

An Exceptional Career Opportunity

San fosé PoliceDePartmentDeputy D¡rector

Division of Gaming Control

THE DIVISION OF GAMING CONTROLThe Divisionof Gaming Controlworks to maintain theintegrity ofgaming through oversight of the cardroo ms,ensuring compliance with Title 1 6 of SJMC, CaliforniaGambling Control Act, and laws of the State of California.

The Division of Gaming Control has the responsibility toensure comprehensive safeguards for control oflegalizedgambling within the City of San José. The safeguardsare necessary and in place to protect the public interestin San José. This is accomplished through conductingextensive background investigations on cardroomowners and employees, analyzing statistical informationconcerning criminal activities in and around cardrooms,performing audits to ensure proper accountingtreatmentof taxable revenues, investigating instances of violationofTitle 16 of the San José Municipal Code, the StateGambling Control Act, and the Penal Code, and makingrecommendations with respect to administrative actionto be taken against cardroom permittees and licensees incases of regulatoryviolations. The Division ensures thesuitability of cardroom permittees, landowners, key andother gaming employees, funded players, and fundingsources. The Divisionissues appropriatelicenses andworkpermits and conducts financial suitability examinations onkey employee applicants. The Division plans, coordinates,and conducts audits of the cardrooms, including tablegames, gaming equipment, cage operations, drop andcount observations, equipment control, prohibited credittransactions, and currencytransaction reportingl anti-money laundering protocols.

THE CITYKnown as the " Capital of Silicon Valley, " the City of S anJosé plays a vital economic and cultural role anchoringthe world's leading region of innovation. Encompassing178 square miles atthe southerntip of the San Francisco

Bay, San José is Northern California's large$ city and

the l0th largest city in the nation. With more than onemillion residents, San José is one of the most diverse largecities in the United States. San José's transformation into aglobal innovation center has resulted in one ofthe largestconcentrations oftechnologr companies and expertisein the world, including major tech headquarters likeCisco, Adobe, Sam sung, and eBay, as well as start-up s andadvanced manufacturing.

San José's quality of life is unsurpassed. Surrounded by theDiablo and SantaCruz mountainranges and enjoyinganaverage of 3 00 days of sunshine ayear, re sidents have easyaccess to the beaches along the CaliforniacoastincludingSantaCruz, Monterey, andCarmel; Yosemite and LakeTahoe in the Sierra Nevada; local and Napa Valley winecountry; and the rich cultural and recreational life of theentire Bay region.

San José has received accolades for its vibrantneighborhoods, heaithy lifestyle, and diverse attractionsfrom national media including Business Week and Moneymagazines. The downtown area is home to high-riseresidential projects, theaters, museums, and diverseentertainment attractions suchas live music, livetheater,cafes, restaurants, and nightclubs. Inquiring minds areserved by the Tech Museum oflnnovation, the San JoséMuseumofArt, and manylocal galleries andvenues.Nineteen public school districts and over 300 privateand parochial schools provide residents with a range ofeducational choices. Universities in and near the cityinclude San José State University, Santa Clara University,Stanford University, and three University of Californiacampuses.

In 2011, the City adoptedEnvision SanJosê2040,along-term growth plan that sets forth avision and acomprehensive roadmap to guide the City's anticipatedgrowth through theyear 2040.The plan proactivelydirects significant anticipated growth in new homes andworkplaces into transit-accessible, infill growth areas, andsupports evolution toward a more urban landscape andlifestyle. The San José area is powered by one of the mosthighly educated and productive populations in America.More than 400/o of the workforce has a bachelor's degreeor higher, compared with 25o/o nationally. Forty percentofSanJosé residents are foreign-born, and 50% speak alanguage other than English at home.

San José is proud of its rich cultural diversity and globalconnections, and the essential role the City plays inconnectingresidents and businesses to the nation and theworld.

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SÅN JOSE POlteF::&

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THE POS¡TIONThe Deputy Director ofthe Division directs, supenrises,and conducts all administrative and management activities

in accordance with the provisions of Title 16 of the San

José Municipal Code, any ruies and regulations particularto the Division, and any other duties assigned by the chiefof police. The Deputy Director reports directþ to the Chief

of Police.

Key functions of this position include:

. Examinethesuitabilityofcardroomlicenseapplicants,including cardroom permittees, landowners, keygaming employees, funding sources, funding source

key employees, charitable organizations, andworkpermit applicants for awork permit.

. Maintain integrity of gambling through strictregulatory control and ensure the cardrooms'

compliancewith Title l6ofthe San José MunicipalCode, the rules and regulations promulgatedthereunder, the California Gambling ControlAct,the California Penal Code, and other state and federal

laws pertaining to gambling.

. Prevent, detect, enforce, and document all violationsof city, state, and federal laws pertaining to gamblingandto initiate andotherwise take immediate andtimely investigation whenever noted or reported.

, Ensure that cardrooms'gaming revenues are properþ

calculated, and gaming taxes are properly reported

to the City of SanJosé.

THE IDEALCANDIDATEThis individual ideally has the following: Expertisein gaming practices and applicable laws, including an

understanding of Title 1 6, regulations, standards, and

procedures relating to gaming operations and record-

keeping practices;

The ability to establish and maintain productiveworking

relationships with others;

Applicable experience uni$ring teams arounddepartmental goals and adhering to predetermined

policies, procedures, and programs;

A background in gaming checks and balances including

conducting audits, administering subpoenas, vettingindividuals and funding sources, and general compliance

checks and reviews;

The resolve to interface with various stakeholder groups

including casino management, community groups,

and individual civilians, while reinforcing the laws and

regulations within both state and local parameters;and

An outstanding sense offinancial and ethical integrity.

EDUCATION AND EXPERIENCERequires a bachelor's degree from an accredited college

or university with major course work in accounting,financial administration, public or business administrationor related field.

Six (6) years of increasingly responsible senior-level

administrative, analytic, a¡d leadership experience is

required.

DESI RABLE QUAL|FlcATloNs. Certified fublic Accountant or Certified Internal

Auditor, or similar areas of certification and/orcontinuing professional education are desirable.

. Experience managing aworkunit equivaient to a

major divisionwithin a city operating department isdesirable.

EM PLOYMENT ELIG IBILITYFederal law requires all employees to provide verificationof their eligibility to work in this country' Please be

informed that the City of San José will not sponsor,represent, or sign any documents related to visaapplications/transfers for H 1-B or any other type of visathat requires an employee application.

Successful candidates must have the ability to pass a

thorough background investigation.

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COMPENSATIONThe salary range for this position is $116,893.40 to$ I 82, 084. 43 per year. The City provide s an excellent arrayof benefits.

' Retiremenf - Competitive defined benefit retirementplan with full reciprocity with CaIPERS; definedcontribution plan available as an option.

, Healthlnsurance-TheCitycontributes 85%towardsthe premium of the lowest cost non-deductible plan.There a¡e several plan options.

, Dentallnsurønce-TheCitycontributes I 00% ofthepremium of the lowest priced plan for dental coverage.

, PersonnlTime-Yacationis accruedinitiallyattherateof three weeks peryearwith amounts increasingup tofive weeks after I 5 years of service. Executive Leaveof 40 hours is granted annually and depending uponsuccess in the Management Performance Programcould increase to up to 80 hours. Sick L¿ave is accruedat the rate of approximately I hours per month.

, Holidøys-TTreCityobserves 14paidholidaysannually.

, Deferred Compensøtion -The City offers an optional457 Plan.

, Flexible Spending AccounÍs-The Cityparticipatesin Dependent Care Assistance and MedicalReimbursement Programs.

, Insurance-TheCityprovidesatermlifepolicyequaito two times annual salary. Inng-term disability andAD&D plans are optional.

, Employee AssistanceProgram - The City provides acomprehensive range of services through the EAP.

For more information on employee benefits, visit theCity's benefits Website:http; / /www. sanioseca.eov / index.aspx?NID=707

THE CITY GOVERNMENTThe City of San Jo sé is a full- s ervice Charter City andoperates under a Council-Manager form of government.The City Council consists of 10 council memberselected by district and a mayor elected at large. The CityManager, who reports to the Council, and his executiveteam provide strategic leadership that supports the policy-making role of the Mayor and the City Council andmotivates and challenges the organization to deliver highquality services that meet the community's needs. TheCity actively engages with members ofthe communitythrough Council-appointed boa¡ds and commissions.

In addition to providing a full range of municipal servicesincluding police and fire, San José operates an airport,municipal water system, a regional wastewater treatmentfacility, some 200 neighborhood and regional parks, andalibrary system with 24 branches. The Cþ also overseesconvention, cultural, and hospitality facilities that includethe San José McEnery Convention Center, Center for thePerformingArts, CaliforniaTheater, Mexican HeritagePlaza, Dolce Hayes Mansion and Conference Center, andthe SAP Center San José - home of the National HockeyLeague's San José Sharks.

Cityoperations are supported by 6,250 positions and atotal budget of$3. 7 billion forthe 20 1 8-20 1 9 fiscalyear.San José is dedicated to maintaining the highest hscalintegrityand earninghigh creditratings to ensuretheconsistent delivery of quality seryices to the communþ.Extensive information regarding San José can be found onthe Cityt website at www.sanjosecâ.gov.

HOW TO APPLYTo apply for this opportunity, please visit Koff &As sociates' website at www. koffassociates, com / i obs. Please

submit a cover letter and resume. If you have anyquestions regarding this opportunity, please contactRichard O'Donnell at (5 1 0)658-5633.

The Deadline To Apply is Monday, ls,day 20,2079.

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