Item 6A - City Manager Recruitment Process E
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ROSEMEAD CITY COUNCIL
NIA'' STAFF REPORT
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TO: THE HONORABLE MAYOR AND CITY COUNCIL MEMBERS
FROM: JEFF ALLRED, CITY MANAGER Ho A
DATE: OCTOBER 27, 2015
SUBJECT: CITY MANAGER RECRUITMENT PROCESS
SUMMARY
The City Manager has announced plans to retire at the end of January 2016. The City
Council will consider options for the recruitment process to fill this leadership position,
which include: 1) conduct an in-house recruitment effort coordinated by the City's
Human Resources Division; or 2) retain an executive search firm to conduct the
recruitment and selection process.
Staff Recommendation
That the City Council authorize the City Manager to execute and agreement with an
executive search firm based on proposals.
BACKGROUND/DISCUSSION
On October 15, 2015, the City Manager issued a memorandum to the City Council
regarding his plan to retire at the end of January 2016 (a copy of the memorandum is
attached). During the upcoming three-month period, the City Council will have the
opportunity to initiate actions to fill this leadership position. Basically, there are two
options available to the City Council: 1) conduct an in-house recruitment effort
coordinated by the City's Human Resources Division; or 2) retain an executive search
firm to conduct the recruitment and selection process.
The City's Human Resources Division of two staff members is currently busy conducting
multiple recruitment efforts as well as other on-going responsibilities of the office. To
expedite efforts, staff recommends that the City Council retain a reputable executive
search firm to conduct a thorough recruitment and selection process that includes the
following components:
• Work with the City Council to develop the desired candidate profile
• Develop and publish a professional recruitment brochure
• Advertise and market the position
ITEM NO. 6.A
City Council Meeting
October 27,2015
Paget oft
• Contact and invite potential candidates to apply
• Screen resumes to narrow the field of candidates
• Conduct initial interviews of potential candidates
• Do background research on applicants
• Provide the City Council will a limited number of recommended candidates for
further consideration, including a report on each candidate
• Coordinate and facilitate the City Council's interview process for selection
• Negotiate salary and benefits with the successful candidate
The objective would be to initiate the recruitment process immediately in an effort to
have the new City Manager on board at the beginning of February 2016.
Proposals have been solicited from the following firms that specialize in public sector
executive recruitments.
Alliance Resource Consulting
Avery &Associates
Bob Murray & Associates
Peckham & McKenney Executive Search
Ralph Anderson &Associates
Roberts Consulting Group
TB & Company
The proposals received to-date are attached.
FINANCIAL IMPACTS
Staff believes that these services can be provided by an executive search firm at a
reasonable cost of approximately $25,000. Funding for this purpose will be available in
the City's 2015-16 Fiscal Year Budget due to salary savings that will result from position
vacancies.
Public Notice Process
This item has been noticed through the regular agenda notification process.
Attachments:
Memorandum to City Council dated 10/15/15
Proposals received from executive search firms
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,ll CITY OF ROSEMEAD
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\ ;, ,I MEMORANDUM
"torepown,o,TO: MAYOR AND CITY COUNCIL
FROM: JEFF ALLRED, CITY MANAGER dig
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DATE: OCTOBER 15, 2015
SUBJECT: RETIREMENT PLANS
To provide the City Council with ample notice and opportunity to initiate actions to fill this
leadership position, I am communicating my intent to retire at the end of January 2016. By that
time I will have served in city government for more than 35 years. I look forward to spending
more time with family and pursuing other interests.
I am grateful to the City Council for the opportunity of serving as Rosemead's City Manager. My
experience here has been the most exciting and gratifying of my professional career. Together,
as a result of strategic planning and teamwork, we have accomplished much including:
• Improvements to facilities, infrastructure and aesthetics throughout the City;
• Balanced budgets with healthy financial reserves enabling the continuation of quality
municipal services and capital improvements;
• Economic development and vitality marked by many new and expanding businesses and
restaurants throughout the City;
• Effective public safety programs and organizational enhancements with increased . -
community involvement in preventing and fighting crime; and -
• Implementation of sound policies and systems throughout the organization to improve
public service levels, efficiencies, and customer service.
Serving the Rosemead community truly has been a labor of love and I feel that the City is a
better place as a result of our collective vision, planning and teamwork since 2009. The
Rosemead community has been most fortunate to be served by a dedicated, competent and
hardworking team of professionals.
Over the next few months, I look forward to assisting the City Council in its leadership transition
with the objective of continuing Rosemead's positive momentum. Again, I want to convey a
heartfelt "Thank You to each of you for your confidence and support.
L
BOB MURRAY
it ASSOCIATES
EXCCCCC IN E%EGYTIVL SEARCH /
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A PROPOSAL TO CONDUCT AN EXECUTIVE I
RECRUITMENT FOR A
City Manager
ON BEHALF OF THE
City of Rosemead
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16-Futk.n lima Soicc 202
Ro•cnilc,CA 93661
1916'F4 980
)916)%1+1983 fax
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October 19, 2015
Mr.Jeff Allred, City Manager
City of Rosemead
8838 E. Valley Blvd.
Rosemead, CA 91770
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BY EMAIL ONLY TO: jallred@cityofrosemead.org 1
Dear Mr. Allred: /
Thank you for inviting Bob Murray & Associates to submit a proposal to conduct /
the City Manager recruitment for the City of Rosemead. The following proposal
details our qualifications and describes our process of identifying, recruiting and j
screening outstanding candidates on your behalf. It also includes a proposed t
budget, timeline,guarantee, and sample recruitment brochure. 1
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At Bob Murray & Associates, we pride ourselves on providing quality service to
local governments. We have created a recruitment process that combines our
ability to help y-ou to determine the direction of the search and the types of 1
candidates {TM seek with our experience recruiting outstanding candidates who 1
arc not necessarily looking for a job. Our proven expertise ensures that the '
candidates we present for your consideration will match the criteria you have
established and will be outstanding in their field.
With respect to the City Manager recruitment, Bob Murray &Associates offers
the following expertise:
4 We have placed over 200 City Managers since our firm's inception in 2000.
We are currently conducting City Manager recruitments on behalf of the cities
of Banning, Bell, Hesperia, Lemon Grove, Merced, Santee, Seaside, and
Vernon (City Administrator), CA. In the past three years, we have placed City
Managers in the California cities of Albany, Arvin, Atherton, Cathedral City, ,
Chino, Chino Hills, Colton, Concord,El Monte, Fortuna, Goleta, Hemet, Lake
Elsinore, Marina, Martinez, Modesto, Oceanside, Oxnard, Pico Rivera, Rancho
Cordova, Rancho Palos Verdes, Redondo Beach, San Fernando, Santa Ana,
South Gate, Temple City, and Ventura, CA; Chandler, Glendale, Phoenix, and
Tucson, AZ; Sterling, CO; Miami Beach, 17; Topeka, KS; and Dallas, TX. For a
complete list of our previous City Manager recruitments, please reference the
enclosed client list. Our extensive contacts and knowledge of outstanding candidates
will ensure you have a quality group of finalists from which to select the City of
Rosemead's next City Manager. i.
iii Bob Murray & Associates is familiar with Los Angeles County and the surrounding \
region. We are currently conducting the City Manager recruitment on behalf of the City \
of Bell and the City Administrator recruitment on behalf of the City of Vernon; the
Water Conservation Administrator, Water Resources Manager and two Project Manager-
Water recruitments on behalf of Beverly Hills; the Deputy Director of Planning
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recruitment on behalf of Los Angeles; the Superintendent of Engineering, the
Construction Services Officer, and the Environmental Services Bureau Manager
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recruitments on behalf of Long Beach; and the Police Chief recruitment on behalf of
California State Polytechnic University. We recently completed recruitments on
behalf of the cities of Arcadia, Azusa, Commerce, El Monte, Inglewood, Manhattan
Beach, Monrovia, Monterey Park, Pico Rivera, Rancho Palos Verdes, Redondo
Beach, San Fernando, Southgate, Temple City, and West Hollywood. We also
recently completed the Chief Financial Officer search on behalf of People
Assisting the Homeless (PATH). We have previously conducted recruitments on
behalf of the cities of Baldwin Park, Beverly Hills, Claremont, Culver City, El
Segundo, Glendora, Irwindale, Lancaster, Long Beach, Los Angeles, Lynwood,
Maywood, Montebello, Pasadena, Pico Rivera, Pomona, San Fernando, Santa
Clarita, Santa Monica, Signal Hill, South Gate, South Pasadena, and Whittier.
Other organizations in the County for which we have recruited include the
Bob Hope Airport, the Housing Authority of the City of Los Angeles, the
Huh Cities Consortium, the Los Angeles Convention Center, the Las
Virgenes Municipal Water District, the Port of Los Angeles, the Port of
Long Beach, Palmdale Water District, Walnut Valley Water District, and the
West Basin Municipal Water District. Our knowledge of the region, its
issues, and its outstanding quality of life will be an asset in presenting this
opportunity to prospective candidates.
A significant portion of our process focuses on conducting thorough and II
confidential background investigations of the top 2-3 candidates to ensure that
nothing about then) is left undiscovered. We have candid discussions with
references who have insight into the candidate's experience, style and ethics;
conduct a search of newspaper articles; and run credit, criminal and civil records
reports. This ensures that the chosen candidate will not only be an excellent fir
with the City of Rosemead, but also that the selected candidate will reflect
positively upon your organization.
To learn first hand of the quality of our service and our recruitment successes, we
invite you to contact the references listed on page 10 of the attached proposal.
We look forward to your favorable consideration of our qualifications. Please do
not hesitate to contact us at(916) 784-9080 should you have any questions. 1
Sincerely, ;gyp y�
Y T /yz
Valerie Gaeta Phillips t\
President
Bob Murray&Associates
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TABLE OF CONTENTS /
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THE RECRUITMENT PROCESS 2
STEP I DEVELOPING THE CANDIDATE PROFILE 2
STEP 2_ADVERTISING CAMPAIGN AND RI±CRSITN IRNT BROCHURE 2
STI1 3 Ri CANDIDATES 2
STD/4 SCREENING C.ASDID.ATI'S 2
5TH'5 PERSON.vI.INTBRVIT vy s 3
STEP 6 PL BLIC RECORD SEARCH 3
STI'.P 7 RL(()MMhND ATION 3
STEP 8 FINAL INTERVIEW 3
$TPP 9 B.ACIC( t(tt w)C111 Clis /Dr:'rABED RI EItRItNrr.Curl hs 4
Slid" 10 NNuYILV ITUNS 4 f
STI':P II COMPLETE ADMINISTRATIVE ASSISTANCE 4
BUDGET AND TIMING 5
PROFESSIONAL PEI?AND EXPENSES 5
TIMING 5
C GUAR.\NTH: 5
PROFESSIONAL QUALIFICATIONS 6
REFERENCES 10
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THE RECRUITMENT PROCESS
Bob Murray & Associates' unique and client oriented approach to executive search will
ensure that the Qty of Rosemead has quality candidates from which to select the new City
Manager. Outlined below are the key steps in our recruitment process.
STEP I DEVELOPING THE CANDIDATE PROFILE
Our understanding of the City of Rosemead's needs will be key to a successful search.
We will work with the Mayor and City Council, as well as other key stakeholders, to
learn as much as possible about the organization's expectations for a new City 1
Manager. We want to learn the values and culture of the organization, as well as to
understand the current issues, challenges and opportunities that face the City of
Rosemead. We also want to know the Mayor and City Council's expectations I
regarding the knowledge, skills and abilities sought in the ideal candidate and will I
work with the City to identify expectations regarding education and experience.
Additionally, we want to discuss expectations regarding compensation and other
items necessary to complete the successful appointment of the ideal candidate.
The profile we develop together at this stage will drive recruitment efforts.
STEP 2 ADVERTISING CAMPAIGN AND RECRUITMENT BROCHURE i
After gaining an understanding of the City of Rosemead's needs, we will design
an effective advertising campaign appropriate for the City Manager recruitment.
We will focus on professional journals that are specifically suited to the City
Manager search. We will also develop a professional recruitment brochure on
the Mayor and City Council's behalf that will discuss the community,
organization, position and compensation in detail. Once completed, we will
mail the profile to an extensive audience, making them aware of the exciting
opportunity with the City of Rosemead.
STEP 3 RECRUITING CANDIDATES
After cross-referencing the profile of the ideal candidate with our database and
contacts in the field, we will conduct an a ,ressive outreach effort, including
making personal calls to prospective applicants, designed to identify and recruit
outstanding candidates. We recognize that the best candidate is often not looking
for a new job and this is the person we actively seek to convince to become a t
candidate. Aggressively marketing the City Manager position to prospective 1
candidates will be essential to the success of the search. tt
STEP 4 SCREENING CANDIDATES
Following the closing date for the recruitment, we will screen the resumes we have A
received. We will use the criteria established in our initial meetings as a basis upon which to
narrow the field of candidates.
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STEP 5 PERSONAL INTERVIEWS / '
We will conduct personal interviews with the top 10 to 12 candidates with the goal of
determining which candidates have the greatest potential to succeed in your organization.
During the interviews we will explore each candidate's background and experience as it
relates to the City Manager position. In addition, we will discuss the candidate's
motivation for applying for the position and make an assessment of his/her knowledge,
skills and abilities. We will devote specific attention to establishing the likelihood of the
candidate's acceptance of the position if an offer of employment is made.
STEP 6 PUBLIC RECORD SEARCH /
Following the interviews, we will conduct a review of published articles for each
recommended candidate. Various sources will be consulted including Lexis-
NexisT", a newspaper/magazine search engine, Google, and local papers for the
communities in which the candidates have worked. This alerts us to any further
detailed inquiries we may need to make at this time. j
STEP 7 RECOMMENDATION I
Based on the information gathered through meetings with your organization
and personal interviews with candidates, we will recommend a limited number
of candidates for your further consideration. We will prepare a detailed written
report on each candidate that focuses on the results of our interviews and
public record searches. We will make specific recommendations, but the final
determination of those to be considered will be up to you.
STEP 8 FINAL INTERVIEWS
Our years of experience will be invaluable as we help you develop an interview
process that objectively assesses the qualifications of each candidate. We will
adopt an approach that fits your needs, whether it. is a traditional interview, 1
multiple interview panel or assessment center process. We will provide you with 1
suggested interview questions and rating forms and will be present at the
interview/assessment center to facilitate the process. Our expertise lies in
facilitating the discussion that can bring about a consensus regarding the final
candidates.
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We will work closely with your staff to coordinate and schedule interviews and
candidate travel. Our goal is to ensure that each candidate has a very positive
experience, as the manner in which the entire process is conducted will have an effect
on the candidates' perception of your organization.
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STEP 9 BACKGROUND CHECKS/DETAILED REFERENCE CHECKS
Based on final interviews we will conduct credit, criminal, civil litigation and motor vehicle
record checks for the top one to three candidates. In addition, those candidates will be the
subjects of detailed, confidential reference checks. In order to gain an accurate and honest •
appraisal of the candidates' strengths and weaknesses, we will talk candidly with people
who have direct knowledge of their work and management style. We will ask candidates
to forward the names of their supervisors, subordinates and peers for the past several
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years. Additionally, we make a point of speaking confidentially to individuals who we j
know have insight into a candidate's abilities, but who may not be on their preferred
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list of contacts. At this stage in the recruitment we will also verify candidates'degrees. /
STEP IQ NEGOTIATIONS
We recognize the critical importance of successful negotiations and can serve as
your representative during this process. We know what other organizations have
done to put deals together with great candidates and will be available to advise i
you regarding current approaches to difficult issues such as housing and
relocation. We will represent your interests and advise you regarding salary,
benefits and employment agreements with the goal of putting together a deal
that results in the appointment of your chosen candidate. Most often we can
turn a very difficult aspect of the recruitment into one that is viewed positively j
by both you and the candidate.
STEP 11 COMPLETE ADMINISTRATIVE ASSISTANCE
Throughout the recruitment we will provide the Mayor and City Council with I
updates on the status of the search. We will also take care of all administrative
details on your behalf. Candidates will receive personal letters advising them of
their status at each critical point in the recruitment In addition, we will respond I
to inquiries about the status of their candidacy within twenty-four hours. Every
administrative detail will receive our attention. Often, candidates judge our clients
based on how well these details are handled.
City of Rosemead
BUDGET AND TIMING
PROFESSIONAL FEE AND EXPENSES
The consulting fee for conducting the City Manager recruitment on behalf of the City of
Rosemead is $17,500 plus expenses. Services provided for in the fee consist of all steps
outlined in this proposal including three (3) days of meetings on site. The City of
Rosemead will be responsible for reimbursing expenses Bob Murray & Associates
incurs on your behalf. We estimate expenses for this project to not exceed S6,900.
Reimbursable expenses include such items as the cost of recruiter travel; clerical
support; brochure development; placement of ads; credit, criminal and civil
background checks; education verification; and public records searches. Postage,
printing, photocopying, and telephone charges are allocated costs and included in
the expense estimate.
TIMING
We are prepared to start work on this assignment immediately and anticipate
that we will be prepared to make our recommendation regarding finalists within
seventy five to ninety days from the start of the search.
GUARANTEE
We guarantee that should a recommended candidate selected for the position
be terminated within the first year of employment we will conduct the search
again at no cost (with the exception of expenses) to the City of Rosemead. We
are confident in our ability to recruit outstanding candidates and do not expect
the City of Rosemead to find it necessary to exercise this provision of our
proposal.
Cie of Ruscmead
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PROFESSIONAL QUALIFICATIONS
BOB MURRAY,FOUNDER /
Mr. Murray brings over 25 years experience as a recruiter. Mr. Murray is recognized as
one of the nation's leading recruiters. He has conducted hundreds of searches for cities,
counties, and special districts. He has been called on to conduct searches for some of
the largest most complex organizations in the country and some of the smallest Mr.
Murray has conducted searches for chief executives, department heads, professional
and technical positions. Mr. Murray has taken the lead on the firm's most difficult
assignments with great success. His clients have retained him again and again given
the quality of his work and success in finding candidates for difficult to fill
positions.
Prior to creating Bob Murray & Associates, Mr. Murray directed the search
practice for the largest search company serving local government in the country.
Mr. Murray has worked in local government and benefits from the knowledge of
having led an organization. Prior to his career in executive search he served as
the City Manager for the City of Olympia, Washington. He has also served as
an Assistant City Manager and held positions in law enforcement.
Mt Murray received his Bachelor of Science Degree in Criminology from the
University of California at Berkeley with graduate studies in Public
Administration at California State University at Hayward.
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VALERIE GAETA PHILLIPS,PRESIDENT
Ms. Gaeta Phillips has over 15 years of recruiting experience, including more than a decade of
recent experience in executive search for public, private, and startup companies nationwide.
Ms. Gaeta Phillips has expertise in the full recruiting cycle, from process design and outreach
through candidate assessment and selection. She has placed senior-level candidates in a
variety of industries and fields, including Finance, Information Technology, and
I?ngineering. Ms. Gaeta Phillips is valued for her passion for finding and retaining the
most outstanding candidates for even the most difficult or untraditional assignments /
and for her commitment to her clients' success. Ms. Gaeta Phillips has a passion for /
helping people, evidenced by her fundraising and efforts to raise awareness for
organizations such as Autism Speaks and the M.I.N.D. Institute.
GARY PHILLIPS,EXECUTIVE VICE PRESIDENT r
.Mr.. Phillips started his career with a New fork based Panne 1011 e npanc and
quickly became a Senior Manager building and running a large customer service
organization in New York and c'entuallc in thirteen a'unirius in Iiun pe. He also
sen-ed as a Director with a large Fortune 500 company and was responsible for
developing and maintaining new and existing clients in Iiurope, Asia, and
Australia. lie then became Senior Vice President with a public enterprise software
company. Some of his successes include building an organization from 2 to 250
people worldwide; acquiring 5 cunnpanies in two years; and growing a companc
from 800 to 1200 employees.
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Air. Phillips was pan of an executivc acquisition and recruiting team where he
helped build a start-up enterprise software company in San Francisco. He
recruited top notch talent, and built a world class organization. The company was 1
eventually sold to a Fortune 5(10 software company.
Mr. Phillips has maintaiucd atsN unit relat innships in the public sector, private k
sector, as well as medical, and financial institutions. He prides himself on finding
bey talent and offering the best customer service to his clients. t,
Mr. Phillips is involved in his community as a soccer coach and as an organizer of
fundraisers for Autism Speaks in Sacramento. Mr. Phillips received his Associate of
Science degree, as well as completed coursework at Rochester Institute of Technology,
NY.
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REGAN WILLIAMS,SENIOR VICE PRESIDENT 7-,'..;
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Mr. Williams brings 30 years of local government experience to Bob Murray & Associates
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Most recently, he worked as a private consultant with Deloitte and Touche on various public
sector assignments. Prior to that, he served as Director of Public Safety with the City of /
Sunnyvale, CA.
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Mr. Williams was involved in the development of some of Sunnyvale's most innovative /
programs and has a national reputation for excellence in law enforcement. He has been
responsible for numerous recruitments throughout his career. Clients find his insight
and expertise in recruitment and selection a valuable asset.
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Mr. Williams received his Bachelor of Science Degree in Administration of Justice
from San Jose State University. He is also a graduate of the FBI National Academy.
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JOEL BRYDEN,VICE PRESIDENT
lfr. Bryden has over 30 yeas of local governmem experience that he brings to
the firm, having recently retired as the Chief of Police in Vi alnut Creek, CA.
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Throughout his careen Mr. Btyden has been im-olyed in public sector 1
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consulting. e has vast experience in hiring and promotional processes, as well
as interviewing candidates for advancement in all aspects of local government.
\tr. Brvden has a solid reputation as a leader in the public sector, and clients
find his abiliiy to find and evaluate outstanding applicants invaluable. 1
Mr. Baden is a graduate of the FBI National .Academy and obtained his
Bachelor of.Airs de,grue in Comnunlcat on from San Diego State University.
FRED FREEMAN,VICE PRESIDENT
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Mr. Freeman brings over 24 years of local government experience to Bob Murray
& Associates,with I1 years in the recruitment field. Mr. Freeman is a retired Chief
of Police and has served as an elected official in local government. He has vetted
hundreds of local governmental officials in the pre-employment process and
conducted recruitments for positions in all sectors of public agency employment. l\
In addition to his career in the law enforcement field, Mr. Freeman served as the
Mayor and the Mayor Pro-Tem for the Los Alamitos City Council. Mr. Freeman has
been a member of the Public Safety Policy Committee- California League of Cities; the
Orange County Fire Authority Board of Directors; and the Orange Line Development
Authority as the Vice-Chair. His unique perspective and experience, as both a member of \
executive city staff and as an elected official,provides exceptional results for our clients.
Mr. Freeman is a graduate of the FBI National Academy and received his Teaching Credential g\
from the University of California Ins Angeles.
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Gn,of Rnsumcad
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AMANDA URRUTIA-SANDERS,PRINCIPAL CONSULTANT
As a consultant with Bob Murray & Associates,Ms. Urrutia Sanders is responsible for research,
candidate recruitment and screening, as well as reference checks and background verifications.
She focuses on client communication and works closely with clients to coordinate candidate
outreach and ensure a successful search.
Ms. Urrutia-Sanders brings several years of industry experience as she worked for one of
the nation's largest recruitment forms. Her insight into the recruitment process is a /
valuable asset to Bob Murray&Associates. �
Ms. Urania-Sanders received her Bachelor's of arts degree in Communications from l�
the University of Wyoming.
AMBER SMITH,SENIOR CONSULTANT
As Senior Consultant with Bob Murray & .Associates, Ms. Smith acts as a liaison I
between clients and candidates from beginning nr end of each recruitment
process. She is responsible for the development and distribution of position I
recruitment and advertising materials, client research, reference and background 1
checks, responding to requests for proposals, and providing a I,raad range of
support services for the recruiting team.
Als. Smith brings over 5 years of ciieno-oriented customer service,
administrative, and management experience to Bob Murray & Associates. She is
eommined to working as a partner with clients and candidates in order to r,
provide a quality sun ice and experience.
1Is. Smith received her Bachelor of Arts degree in Business Administration from
La Sierra University, Riverside, California.
ROSA GOMEZ,ADMINISTRATIVE MANAGER r,
Als. Rosa Gomez is the Administrative Manager at Bob Murray & Associates. Ms. \
Gomez is the first point of contact at Bob .Murray & Associates and has extensive
administrative experience.
\{e. Gumcz is known for her personal approach as she works closely with clients and \
candidates alike to ensure a successful search. As the first point of contact for Bob
,Murray & Associates Ms. Gomez's professional approach is of the highest caliber.
Cut of Rosemead
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REFERENCES
Clients and candidates arc the best testament to our ability to conduct quality searches.
Clients for whom Bob Murray & Associates has recently conducted searches are listed
below.
CLIENT: City of Chino, CA
POSITION: City Manager
YEAR: 2012
REFERENCE: Mayor Dennis R. Yates, (909) 996-5330
CLIENT: City of Oxnard, CA �
POSITION: City Manager I
YEAR: 2013 i
REFERENCE: Mr. Stephen Fischer,Interim City Attorney, (805) 385-
7483 i
CLIENT: City of Pico Rivera, CA
POSITION: City Manager I
YEAR: 2014
REFERENCE: Mr. David Armenta, Mayor Pro Tern, (562) 801-4371
CLIENT: City of Rancho Palos Verdes, C A
POSITION: City Manager
YEAR: 2014
REFERENCE: Mr. Brian Campbell, Councilmcmbcr, (310) 544-7400
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LIle of RE somead
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li HESPERIA, CA
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Adorned by
the beauty of the San
THE COMMUNITY mountainrandsariesperia
mounta'n ranges, Hesperia Other city departments include:
Adorned by the beauty of the San Ber-
was named the "star of the Management Services, (Finance and
west" more than 100 Human Resources/Risk Management),
nardino and San Gabriel mountain ranges,
years ago.8 Development Services(Building and
Hesperia was named the "star of the west"
Safety, Engineering, Planning,Animal
more than 100 years ago. Located along Inter-
Control, Code Enforcement), Public
state 15, just east of the Cajon Pass, Hesperia is
Works (Street and Water Division),
recognized as the Gateway City to the Mojave River Valley. Hesperia
and Economic Development. The
offers the best of the Southern California lifestyle at a price that families
City contracts for Police and Fire
can afford, with clean air, over 350 days of sunshine,and deep blue skies
services with the County of San
which entice businesses and residents to its high desert grandeur.
Bernardino.
Incorporated 25 years ago,the City has built a strong economic foundation
supported by a young and growing population, good access to markets, THE CITY'S
a strategic location along Interstate 15, as well as relatively low living and MISSION
operating costs, STATEMENT
Once a small unincorporated community containing only a few stoplight and Hesperia is dedicated to enhancing
13,540 people in 1980, Hesperia's population swelled within thirty years to our safe, friendly community while
92,177 as of January I , 2015. Hesperia's growing population has prompted blending a rural lifestyle with progress
an increase in business growth throughout the City, including the High Desert and responsible growth. City of Hes-
Gateway Retail Center, the Topaz Marketplace and the Shops at Topaz. peria employees value:
Hesperia has become known for rural living and affordable housing,as well • Employee's individual contributions
as for the pleasant desert climate, clean air, beautiful scenery and sunsets, to the entire organization;
and the hometown essence that Hesperia offers its residents.A variety of • High professional standards of
housing opportunities are available including: custom-built villas overlooking integrity and ethical behavior;
Hesperia Lake Park, modem,amenity-rich subdivisions,and large-lot residential
• All employees as partners, em-
and agricultural zoning,providing rural lifestyles with the benefits of City services.
powering the work environment
DEPARTMENTS that encourages loyalty to the
The City Manager is appointed by the City Council and is responsible entire organization and open
for the day-to-day operations of the City government. Within the communication',
•
City Manager's Department are the following: City Clerk, Emergency Mastering the fine points/details of
Preparedness, Environmental Programs, work and accepting responsibility
Legislative Affairs, Public Informa- for doing the job well;
tion Office, and Information • Providing superior quality service:
Technology. _ _..— • Customers/Residents,
• Individual people as potential inno-
s• vators and support acceptable risk
taking;
• grydt � ji r • Recognizing fellow employees for
rt. r• � '.1 r . - .. their individual contributions.
I iir•
THE IDEAS similar field; a master's degree is
CAN DI DATE desirable. It is highly desirable that
the City Manager reside within the
The City is currently
community.
seeking a City Manager
to oversee a 2015/16 "" .rf COMPENSATION
Budget of$80.5 million - - •- - - -- The salary for the incoming City Man-
and non Police and Fire �1 -- — ager is dependent upon qualifications.
staff of 184.60 FTE. The The City also offers an attractive
ideal candidate will be a benefits package including:
visionary for the development
• Prior Public Service — CaIPERS
of the community and business
Formula 2.7% @ 55 (Employee
services, forward-thinker creative and
contributes 8% (employee cost)
innovative, and a results-oriented manager. An individual who accepts o
and I% (cost sharing) of annual
input from staff, community members and other stakeho ders s being
salary)
sought. A personable yet professional manager with cultural sensitivity
•
and a willingness to address community issues is highly desirable, CaIPERS Pension Reform Formula
The selected candidate will respond to Council issues and concerns by 2%@ 62(Employee contributes
recommending alternatives and potential solutions, using both experience 6.25% (normal cost) of annual
and input from stakeholders in the process. The incoming manager salary)
will earn the confidence of City Council, department directors and • IRS 125 Plan Flexible Spending
staff, and will treat each Councilmember equally and keep Accounts
each one well informed. The deal candidate will be • Health Benefrts—up
politically astute, yet apolitical. A leader who can make to $785 per month
decisions and accept accountability will be an asset for The reat toward medical,
the City. card cam w II have dental and vision
Eight energy arc wil insurance
The City Manager should be visible in the community sec challenges as
and be accessible to residents, taxpayers, businesses, oppo,tin.'es. • City paid Life (n-
and other individuals, groups and outside agencies having surance (One (1)
an interest, or potential interest, in affairs concerning the times annual salary)
City. The ideal candidate will have high energy and will see • Short Term and Long
challenges as opportunities. Term Disability Insurance par-
The ideal candidate will be a team builder with the ability to hire ticipation required
and mentor staff, and to evolve the organization as required to fit
• Car allowance provided
the growing needs of Hesperia's future. Candidates should possess
a well-rounded background and understanding of municipal issues • Telecommunication allowance
provided
including financial management, economic development,
planning and land use, housing, and labor and employee • Vacation(80 hours accrued during
relations. The ideal candidate will possess a bachelor's de- first year)
gree in Public Administration, Business Administration or • I I holidays
• Sick leave (96 hours per year)
• Administrative Leave (84 hours per fiscal year)
• Employee Assistant Program available
• Tuition Reimbursement Program (Up to $2,500 a fiscal
year available for eligible employees)
• 401 (a) Deferred Compensation Plan (6%of Salary—City paid)
• 457 (b) Deferred Compensation Program available
• 9/80 Work Schedule/Adjusted Workweek Schedule participation
required
• The City does not participate in the Social Security program, ex-
cept for the mandatory 1 .45% Medicare Contribution
TO APPLY
If you are interested in this outstanding opportunity, please visit our website
at www,bobmurrayassoc.com to apply online.
Filing Deadline:
October 16, 2015
Following the closing date, resumes will be screened according to the
qualifications outlined above. The most qualified candidates will be invited
to personal interviews with Bob Murray and Associates. Candidates will
be advised of the status of the recruitment following finalists' selection.
Finalist interviews will be held with the City Council, A select group of
candidates will be asked to provide references once it is anticipated that
they may be recommended as finalists. References will be contacted
only following candidate approval.
If you have any questions,please do not hesitate to call Mr. Regan Williams at
(916) 784-9080
BOB MURRAY
,tahl"pf 11/71
8c ASSOCIATES
„ `R \ 1 EXP RIM EnCuTin BUwcx
BOB MURRAY&ASSOCIATES
CLIENT LIST /
CITY MANAGER Grover Beach, CA
Airway Heights,WA Half Moon Bay, CA
Albany,CA Hemet, CA
/
Albany, OR Hesperia, CA
Antioch, CA Hollister, CA
Apple Valley, CA (Town Manager) Imperial, CA
Arcadia, CA lone, CA
Arcata, CA Irwindale, CA /
Arvada, CO Kirkland,WA
An-in, CA I a Mesa, CA /
Barstow, CA La Palma, CA
Bell, CA Laguna Beach, CA
Benicia, CA Lake Elsinore, CA
Campbell, CA Lakeport, CA
Capitola, CA Lancaster, CA
Carmel, CA Lathrop,CA
Casde Rock, CO (Town Manager) Lemon Grove, CA
Cathedral City, CA l O( mis, CA (Town Manager) i
Centennial, CO Los Alamitos, CA I
Chandler, AZ Manteca, CA
Chico, (TA Marina, CA
Chino, CA Martinez, CA
Chino Hills, CA Menifee, CA j
Chowchilla,CA (City Menlo Park, (:A l
Administrator) Merced, CA
Chula Vista, CA Miami Beach, F],
Claremont, CA Millbrae, CA i
Concord, CA Mill Valley, CA
Coos Bay, OR blilwankic, OR
Corcoran, CA Modesto, CA
Corona, CA Monrovia,CA
Coronado, (:A Montebello, CA (City
Corte Madera, (A (Town Manager) Administrator)
Cotati, CA Monterey Park, CA
Dallas,TF Mountain View, CA
Dinuba, (:A Needles, CA
Dixon, CA Newberg, OR
Dublin, CA Newcastle, WA
Fl Monte, CA Novato, CA t
Elk Grove, CA Oak Creek,WI (City
I scalon, CA Administrator)
Eugene, OR Oakdale, CA \
Fairfield, (:A Oakley, CA
Fort Lauderdale, FL Oceanside, CA
Fortuna, CA Ojai, CA
Fremont, CA Orinda, CA \\
Glendale, AZ Oxnard,CA N
Goleta, CA Pacifica, CA i
A
/
Palo Alto, CA Westminster, CA
Pasadena, CA Woodland, CA
Patterson, CA Yuba City, CA
Pittsburg AZ
Pittsburg, CA ASSISTANT/DEPUTY CITY
Pico Rivera,CA MANAGER
Pismo Beach, CA .Alameda,CA /
Pittsburg, CA Arlington,TX
Poway, CA An-ada, CO
Rancho Cordova, CA Barstow, CA
Rancho Palos Verdes, CA Beverly Hills, CA /
Red Bluff, CA Brighton, CO
Redondo Beach, CA Carlsbad, CA
Rio Vista, CA Dublin, CA
Roseville, CA Lancaster, CA
Salem, OR Monterey, CA
Salinas, CA North Las Vegas, NV
San Antonio,TX Orange, CA
I
San Carlos, CA Pasadena, CA
San Clemente,CA Peoria,AZ
San Fernando, CA Petaluma, CA
San Jose, CA Pomona, CA 1
San Marcos, CA Rancho Cordova, CA ,
San Pablo, CA Reno,NA'
San Rafael, CA Rocklin, C.
San Ramon,CA Sanger, CA
Santa Ana,CA Signal Hill, CA
Santa Paula, CA Stockton, CA
Santa Rosa,CA Virginia Beach,VA
Santee, CA Ventura, CA �
Shoreline,WA Woodland, CA 1
Sonoma, CA Yuba City, CA
South Lake Tahoe, CA
South Pasadena, CA COUNTY ADMINISTRATOR
Springfield, OR Alachua County, FL
St. I Ielena, CA Butte County, CA 1
1
Stanton,CA Clackamas County, OR
Sterling, CO Clark County, NV
Stockton,CA Deschutes County, OR
Temple City, CA Lee County, FL
Thousand Oaks, CA Marion County, OR
Topeka, KS Pasco County, FI.
Truckee, CA (Town Manager) San Benito County, CA
Tualatin, OR Tehama County, CA
Tucson, AZ Wake County,NC .i
Turlock, CA Washington County, OR A
Vallejo, CA A.
Ventura, CA ADMINISTRATIVE SERVICES �y
Vernon, CA (City Administrator) DIRECTOR
■
Walnut Creek, CA Garden Grove,CA s
i
Lincoln, CA CITY CLERK
Los Alamitos, CA Central Contra Costa Sanitation
Ontario, CA District, CA (Secretary to the
Placer County Water Agency, CA District)
Pleasanton, CA Chino Hills,CA
San Carlos, CA Commerce, CA
Stockton, CA Dublin, CA
Union City, CA Fremont, CA
Yucca Valley,CA Hollister, CA
Menlo Park, CA
ANIMAL SERVICES DIRECTOR Monterey County, CA (Clerk to the
Contra Costa County, CA Board) /
Franklin County, Ohio Napa, CA
i
Irvine, CA Rio Vista, CA
Oakland, CA Santa Clara Valley Transportation
Rancho Cucamonga,CA Authority, CA (Board Secretary)
Sacramento County, CA Sunnyvale, CA
1
AVIATION/AIRPORT COMMUNITY DEVELOPMENT I
Big Bear Airport, CA DIRECTOR
Bob Hope Airport, CA Benicia, CA
I
Clark County,NV-McCarran Beverly Hills, CA
International Airport Capitola, C:A
Dallas/Fort\Vorth,TX Chino Hills, CA
Fresno, CA Concord, CA 1
Los Angeles World Airports, CA Cotati, CA
San Francisco International Daly City, CA
Airport,CA Dublin,CA I
San Jose, CA Fremont, CA
Fullerton, CA
BUILDING Hollister, CA (Development
OFFICIALS/INSPECTION Services Director) •
Arroyo Grande, CA Inglewood, CA
Bakersfield, CA Irvine, CA
Centre City Development Lincoln, CA i
Corporation, CA 15)5 Banos, CA 1
El Segundo,CA Maple Valley, WA
Grants Pass, OR Marin County, CA 1
Marin County, CA Modesto, CA
Modesto, CA Moreno Valley,CA
Palo Alto, CA Morgan Hill, CA
Sacramento, CA Newark, CA \
San Francisco, CA Newcastle,WA 1
San Luis Obispo County, CA Oakland, CA
Stockton, CA Oceanside, CA
Tchama County, CA Palo Alto,CA
Yuba City, CA Pleasanton, CA t\
Redlands,CA
Salem, OR
Salinas, CA
/�
San Antonio Housing Authority, Vancouver,WA
TX Visalia, CA
San Carlos, CA
Santa Cruz, CA ENGINEERING
Sausalito, CA Bakersfield, CA
Stockton, CA Barstow, CA
Sumter County, FL Bob Elope Airport, CA
Vacaville, CA Central Contra Costa Sanitary
Vallejo, CA District, CA
Walnut Creek,CA Chino Hills,CA r
Yuba City, CA Clark County,NV—McCarran
Yucca Valley,CA Airport
Corona, CA
CONVENTION AND VISITOR'S Damascus, OR
BUREAU DIRECTOR Dublin San Ramon Services 1
Las Vegas Convention and District, C\
Visitors' :\uthorim,NV Elk Grove, CA
Ins Angeles, CA Imperial Irrigation District, CA
North Lake Tahoe Visitors Bureau, Long Beach, CA
CA Los Banos, CA
i
Mammoth Ickes, CA Monterey County Water Resources
San Antonio,TX Agency, CA
Steamboat Springs, CO Needles, CA
Nevada County, NV
II
ECONOMIC DEVELOPMENT Nye County, NV
Broward County, Fl. Oceanside, CA
Chub Vista, CA Omnitrans, CA
Concord, CA Peoria, AZ
Daly City, CA Pico Rivera, CA
Fullerton, CA Pismo Beach, CA
Milpitas, CA Pomona, CA I
Modesto, CA Redlands, CA
Morgan Hill, CA Richmond, CA
New Orleans Redevelopment Reno, NV
Authority, OR San Luis Obispo County,
Oakland, CA Nacitnicnto Project, CA
Peoria, AZ School District of Hillsborough
Phoenix, AZ County, Fl. (General Manager of
Port of Los Angeles, CA Transportation) �s
Port of San Diego, CA Sewer Authority Mid-Coastside,
Redlands, CA CA
Sacramento, CA South Pasadena, CA
Salinas, CA Stockton, CA
San Antonio Housing Authority, Tiburon, CA t
TX Tracy, CA �s
Scottsdale,AZ United Water Conservation
s,
Stockton, CA District, CA s
Taft, CA Vallejo, CA
Tracy, CA Visalia, CA
Upland, CA ,
EXECUTIVE DIRECTOR Mammoth Lakes Visitors Bureau,
Association of Monterey Bay Area CA
Governments, CA March Joint Powers Authority,CA
Arizona Municipal Water Users Metro, Portland, OR
Association, AZ Oakland Housing Authority, CA
Bay Area Air Quality Management (CEO)
District,CA Oregon Cascades West Council of
Broward County, FL (Port Governments, OR 1
Everglades Chief Executive/Port Palos Verdes Library District, CA t
Director) PATH Ventures, CA 1
California Fire and Rescue Training Pima Association of Governments
Authority, CA and Regional Transit Association, .
California Peace Officers AZ (
Association, CA Recreation Centers of Sun City
California State Association of West, AZ
Counties, CA Sacramento Area Flood Control
California School Boards Agency, CA (Executive& Deputy)
Association, CA San Bernardino Associated j
Central Contra Costa Solid Waste Governments, CA
Authority CA San Diego Association of
Chula Vista Redevelopment Governments, CA
Agency, CA Children's Board of Iillsborough �
Cooperative Agricultural Support County (Executive Director)
Services Authority (CASS), CA Louisiana Housing Corporation
Early Learning Coalition of (Executive Director)
Broward County, Inc (CEO) San Francisco Estuary Institute, CA
Elk Grove-Rancho Cordova-El San Joaquin Council of
Dorado Connector f PA, CA Governments,CA
El Paso Water Utilities-Public Santa Clara Valley Water District,
Service Board,TX CA (CEO)
(President/CEO) SOS Children's Villages—Florida )
Florida Public Transportation (CEO) �)
Association (FPLA), El. South Bayside Waste Management 1
Hillsborough County, FL-Head Authority, CA 1
Start Division (Division Director) Southern California Association of
Home Forward, OR Governments (Deputy)
Housing Authority of the City of Vancouver Housing Authority,WA \
Austin,TX (President/CEO) (Executive& Deputy)
Housing Authority of the City of West Contra Costa Integrated
I.os Angeles,CA Waste Management District, CA (
t
Housing Authority of the City of West Contra Costa Transportation \
Madera, CA Advisory Committee, CA )
Housing Authority of the County Yolo Emergency Communications t
of Butte, CA Agency, CA
Housing Authority of the County
of Santa Cruz, CA FINANCIAL
Hub Cities Consortium, CA Alameda,CA y
Kings Community Action Alameda County Congestion
Organization. CA Management Agency, CA \\
Aurora, CO t
/
ill
Baldwin Park, CA Recreation Centers of Sun City
Barstow, CA West, AZ
Boulder, CO Roseville,CA
Boulder City,NV Sacramento County, CA
Calaveras County Water District, San Bernardino International
CA Airport, CA
Campbell, CA San Carlos, CA
Chino Hills, CA San Diego, CA
Clark County.NV San Francisco, CA
Corona, CA San Leandro, CA
Cotati, CA San Jose, CA
Damascus,OR San Mateo, CA
D.C. Government, DC Santa Monica, CA
East Bay Municipal Utility District, Sparks, NV
CA Stockton, CA
El Dorado Hills Community Thornton, CO
Services District, CA Topeka, KS
Elk Grove,CA Union City, CA
Fairfield, CA Washoe County, NV
Grants Pass, OR Wayne County, A11
Half Moon Bay, CA West Covina, CA i
Hallandale Beach, FL West Hollywood, CA
Hcaldshurg,CA West VV%endover, NV I
Hercules, CA White Pine County,NV
Housing Authority of the City' of Yolo County, CA
Los Angeles, CA
Imperial Beach, CA FIRE CHIEF
Imperial Irrigation District, CA Alameda, CA
Inglewood, CA Arroyo Grande (Director of
Ione, CA Building& Fire)
Lancaster, CA Aurora, CO
Las Vegas Valley Water District, Cathedral City, CA
NV Chino Valley Independent Fire
Lincoln, CA District, CA
Los Altos, CA Chula Vista, CA
McCarran International Airport- Contra Costa Count-Fire
Clark County, NV Protection District, CA
Menlo Park Fire Protection Encinitas,Del Mar, and Solana
District,CA Beach, CA
Modesto, CA Eugene, OR •
Monterey Park, CA Fremont, CA
Norfolk,VA (Assistant Director) Folsom, CA
Oakland, CA Fullerton, CA A
Oceanside, CA Garden Grove, CA
Palmdale Water District, CA Glendale, CO
People Assisting the Homeless,CA Hillsboro, OR .�
Pinellas Suncoast Transit Hollister, CA
Authority, FL Lodi, (:A s
Pleasanton, CA Livermore—Pleasanton Vire
Quincy, FL District, CA N
t
Marina, CA Cordova Re creation and Park
Milpitas, CA District, CA (District
Monrovia, CA Administrator)
Montebello, CA Fast Bay Dischargers Authority,
Mountain View, CA CA
Newark, CA (Assistant& Chief) Fallbrook Public Utilities District, t
Oceanside, CA C,A
Palm Springs,CA Hilton, Famkopf, and Hobson
Peoria,AZ I±C, CA
Petaluma, CA Joshua Basin Water District, CA
Piedmont, CA Jurupa Community Services
Poudre Fire Authority, CO District, CA
Rancho Cucamonga, CA (Deputy Kennewick Irrigation District, WA
& Chief) (District Manager)
Rancho Santa Fe Fire Protection I,os Angeles Convention Center,
District, CA CA t!
Roseville,CA Montecito Water District, CA I
Sacramento County, CA Monterey Peninsula Regional Park
Salinas, CA District, CA
I
San Mateo, CA Monterey Regional Waste (
San Miguel Fire Protection District, Management District, CA I
CA Monterey Regional Water Pollution I
Santa Cruz, CA Control Agency, CA (Assistant)
Sonoma Valley Fire& Rescue Oro Loma Sanitary District, CA
Authority, CA Public Agency Risk Sharing
Spokane Valley Fire Department, Authority of California, CA 1
WA(Deputy) Pleasant Valley Recreation & Park i
Sumter County, FL District, CA
Sunnyvale,CA (Public Safety Reclamation District 1000, CA
Director) (District Engineer)
Tracy, CA Ross Valley Sanitary District, CA Ik
University of California, Davis Salinas Valley Solid Waste
Union City, CA (Assistant& Chief) Authority, CA
Upland,CA Sanitary District No. d of Marin
Vacaville, CA County, CA 1
Walla Walla,WA San Lorenzo Valley Water District,
CA r
GENERAL MANAGER Santa Cruz Consolidated t
Big Bear City Community Services Emergency Communications
District, CA Center, CAA
Calaveras County Water District, Sewer Authority Mid-Coastside, ■
CA CA
Central Arizona Project, AZ South Placer Municipal Utility
Central Contra Costa Sanitation District,CA
District, CA Sweetwater Springs Water District, A
Central Malin Sanitation Agency, CA
CA Union Sanitary District, CA ,s
Coachella Valley Mosquito Vector United Water Conservation
Control District, CA District,CA N
/
/
Valley of the Moon Water District, Sacramento Area Flood Control / .
CA Agency, CA
Walnut Valley Water District, CA Sacramento County, CA
Salinas, CA /
HOUSING San n Benito County, CA
City of West Hollywood, CA (Rent San Bernardino Associated
Stabilization and Housing Manager) Governments, CA
I lousing Authority of the City of San Mateo,CA
Austin,TX • Santa Ana, CA
Housing Authority for the City of Stockton, CA
Brownsville,TX Sunnyvale, CA 1
Housing Authority for the City of Thousand Oaks, CA
Los Angeles, CA Ventura, CA
Housing Authority for the County Walnut Creek, CA i
of Butte, CA Yolo County, CA
,
Housing Authority of the County i
of San Joaquin, CA LIBRARY I
Fort Worth,'IX Housing Authority Corona, CA I
Housing Authority for the County Folsom, CA •
of Santa Cruz, CA Monterey Park, CA �'
Louisiana Housing Corporation Palos Verdes Library District, CA
Mtilpiras, CA Salinas, CA
Oakland Housing Authority, CA Stockton-San Joaquin County
San Antonio Housing Authority, Public Library, CA
TX
I
Housing Authority the City of PARKS/RECREATION
Vancouver Housing Authority, WA COMMUNITY SERVICES
Anaheim, CA
LEGAL COUNSEL Arlington,TX
Aurora, CO Bakersfield, CA
Broward County, FL Commerce, CA I
Coconut Creek, FL El Segundo, CA
Cupertino, CA Emeryville, CA I
Fremont, CA Half Moon Bay, CA 1
Gainesville, FL Lemoore, C A t
Hayward,CA Long Beach, CA
Inglewood, CA Lynwood, CA
Lathrop, CA Maple Valley,WA
Lee County,Pl. Midpeninsula Regional Open Space
Merced, CA District, CA
Monterey, CA Milpitas, CA •
Morgan Hill, CA Monterey County, CA
Newport Beach, CA Peoria, AZ
North Ias Vegas,NV Pleasanton, CA
North Port, FL Pleasant Valley Recreation and
Oceanside, CA Park District, CA
Orange, CA Pomona, CA
Palo Alto, CA Sacramento County, CA
Port of San Diego, CA Sacramento, CA `N
San Carlos, C:A
San Jose, CA San Antonio Housing Authority,
/i/i/1
Santa Clarita,CA TX
Spokane,WA San Bernardino County, CA
Stockton, CA San Carlos, CA
Ventura, CA San Francisco International Airport
Whittier, CA (SFO), CA
Scottsdale,AZ
PERSONNEL/HUMAN Scdgwick County, KS
/
RESOURCES Stockton,CA 1
Alameda County, CA Tehama County, CA
Anaheim, CA Wayne County,Ml
Apple Valley,CA White Pine County, NV
Arcadia, CA Yucca Valley, CA
Azusa, CA
Barstow, CA PLANNING
Bellevue, WA Alameda, CA l
Benicia, CA Beverly IUs, CA
Colusa County, CA Centre City Development
Commerce, CA Corporation,CA i
Corona, CA Corona, C_A
Desert Water Agency, CA Chula Vista, CAA
Fremont, CA Damascus, OR
Inglewood, CA El Segundo, CA
Inland Empire Utilities Agency,CA Elk Grove, CA F
Glendale, AZ Hcaldsburg, CAA
Grants Pass, OR Los Angeles, CA II
Hollister,CA Los Banos, CA
Judicial Council of California— Madera, C A I
Administrative Office of the Milpitas, CA
Courts, CA Modesto, CA
Las Virgenes Municipal Water Needles, CA r
District, CA Oceanside, CA
Moreno Valley, CA Pacifica,CA 1
Monterey Park, CA Palo Alto, CA I
Napa, CA Palm Springs, CA
Newark, CA Pleasanton, CA
Norfolk, VA Reno,NV
North Las Vegas,NV Riverside, CA
Oceanside, CA Robson Homes, CAA
Ontario, CA Roseville, CA \
Patterson, CA Sacramento, CA
Palmdale Water District, CA Santa Ana, CA 1
Petaluma, CA Santa Clara County,CA
Pico Rivera, CA San Benito County, CA \
Pomona, CA San Luis Obispo County, CA
Rancho Cordova, (IAA Santa Cruz, CA
Redlands, CA Santa Monica, CA \
Rocklin, CA Spokane,WAA
Roseville,CA Stockton, CA \
Sumter County, FL
Tracy Unified School Dishier, CA Klamath Falls, OR
If
Washington County, OR 1,a Mesa, CA
Lake Oswego,OR
POLICE CHIEF/SAFETY Litdeton, CO /
Arroyo Grande, CA Livingston, CA
Anin, CA Lodi,CA
Ashland, OR Los Angeles, CA
Aurora, CO - Los Angeles World Airports,CA
ii
Bay Area Rapid Transit, CA Los Banos, CA
Bellevue,WA Mammoth lakes, CA (Interim)
Benicia, CA Manhattan Beach, CA
Berkeley, CA Maywood,CA
California State Polytechnic Menlo Park, CA
University, Pomona, CA Merced,CA y
California State University, East Mesa,AZ
Bay, CA Modesto, CA
California State University, Monrovia, CA �
Sacramento, CA Montebello, CA i California State University, San Monterey, CA
i
Bernardino, CA Monterey County Sheriffs
California State University, San Department, CA
Francisco,CA Morgan Hill, CA 1
California State University, San North 1,as Vegas,NV
Marcos, CA Novato, CA
Capitola, CA Oakdale, CA �
Carlsbad, CA Oakland Unified School District,
Cathedral City, CA CA
Chandler,AZ Orange Couny-,CA
Chico, CA Orange County, FL (Chief of (
Concord, CA Corrections) i
Corona, CA Palm Springs, CA t
Coronado, CA Palo Alto, CA I,
Culver City, CA Pasadena, CA i
East Bay Regional Park District, Pasadena City College,CA
CA Peoria, AZ
last Palo Alto, CA Petaluma, CA t A
El Cerrito, CA Piedmont, CA
Eugene, OR Pismo Beach,CA 1
Fairfield, CA Pittsburg, CA Al
I
Folsom, CA Placentia,CA
Fort Bragg, CA Pleasanton, CA
Fullerton, CA Port of Long Beach, CA
Glendale,AZ Port of San Diego, CA
Glendora, CA Port of Seattle,WA t.
Half Moon Bay, CA Redlands, CA
Hayward, CA Redondo Beach, CA \
Humboldt State University, CA Reno, NV `,
Huntington Beach, CA Rio Vista, CA
Irvine, CA Rocklin, CA
Irwindale, CA Roseville, CA
G
t
Sacramento, CA East Bay Reg ional Park District,
Salinas, CA CA
i
San Bernardino, C\ East Palo Alto, CA
San Diego State University, CA Menlo Park, CA
San Fernando, CA Monterey County, CA
San Francisco, CA Pleasanton, CA
San Diego State University, CA Santa Rosa, CA
San Jose State University, CA Port of San Diego, CA J
San Rafael,CA University of California at Merced,
Santa Rosa Junior College, CA CA
Sausalito, CA University of Oregon, OR
Seattle,WA
Seaside, CA POLICE OVERSIGHT
Signal Hill, CA Bay Area Rapid Transit, CA
South Gate, CA San Francisco, CA
Stockton Unified School District, San Jose, CA t
CA Sonoma County, CA
Sunnyvale,CA
Tehachapi, CA PUBLIC AFFAIRS 1
Tracy, CA INTERGOVERNMENTAL -
i
Tulsa, OK REIATIONS DIRECTOR
Turlock, CA Beverly Hills, CA
University of California at Davis, Rancho Cordova, CA
CA Thornton, CO I
University of California at Santa San Diego Regional Airport
Barbara, CA Authority, CA
University of Merced, CA(Officer) West Basin Municipal Water
University of Oregon, OR District, CA I
Vacaville, CA
Vallejo,CA PUBLIC SAFETY I
Vancouver,WA COMMUNICATIONS
Virginia Commonwealth University Aurora, CO 1
Walla Walla, WA Clackamas Count-, OR l
Walnut Creek, CA Heartland Communications Facility
West Sacramento, CA Authority,CA
Whittier, CA San Francisco, CA
San Jose,CA
POLICE COMMAND STAFF Santa Cruz Consolidated
Atascadero, CA Emergency Communications
Bay Area Rapid Transit, CA Center, CA
California State University, East Scott P,mergencv Communications
Bay, CA Center
California State University, Consolidated Intergovernmental
Sacramento, CA Dispatch Agency-Tallahassee, H,
California State University, San Washington County Consolidated ,�
Bernardino, CA Communications Agency,OR
California State University, San Yolo Emergency Communications k
Francisco, CA Agency, CA
Commerce,CA
/
PUBLIC WORKS RISK MANAGEMENT
Belmont, CA Azusa, CA
Chandler, AZ California State University, San
Clark Count-, NV Marcos, CA
Commerce,CA Central Contra Costa Sanitary
Dallas,TX District, CA
Elk Grove, CA Central Marin Sanitation Agency,
Fresno, CA CA
Galt, CA Las Vegas Valley Water District,
Grants Pass, OR NV
Half Moon Bay, CA Riverside Transit Agency,CA
Hcaldsburg, CA
Huntington Beach, CA TECHNOLOGY
Inglewood, CA Clark County,NV i
Lathrop, CA Durham, NC i
I
Los Banos, CA Fresno, CA 1
Mammoth Lakes, CA Hayward, CA j
Maple Valley,WA Hillsboro, OR
Monrovia, CA Inland Empire Utilities Agency, CA i
Morro Bay, CA Modesto, CA I
Needles, CA Peoria,AZ
Pico Rivera, CA Port of Los Angeles, CA
Pismo Beach, CA San Antonio Housing Authority,
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Poway, CA San Francisco, CA
Provo, UT State Bar of California 1
Redlands, CA Tucson,AZ
Roseburg, OR West Hollywood,CA
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Upland, CA San Joaquin Council of \\
Vallejo, CA Governments, CAA
Woodland, CA Santa Clarita, CA �t
Yuba City, CA Washington County, OR
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District,CA San Lorenzo Valley Water District,
Central Contra Costa Solid Waste CA (District Manager)
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Authority, CA San Luis Obispo County, CA
Central Marin Sanitation Agency, Santa Clara Valley Water District,
CA CA
Dublin San Ramon Services South Placer Municipal Utility /
District, CA District, CA
East Bay Dischargers Authority, Stockton, CA
CA Sweetwater Springs Water District,
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Management District, CA Vallejo, CA
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Control Agency, CA CA
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Redlands, CA District, CA
Richmond, CA Walnut Valley Water District, CA
Ross Valley Sanitary District, CA Yuba City, CA i
Salinas Valley Solid Waste
Authority, CA OTHER I
Sanitary District No. S of Marin Bay Area Air Quality Management I
County, CA District, CA (Deputy Air Pollution
San Jose, CA Control Officer)
Sewer Authority Mid-Coastside, Benton County, OR (Health
CA Director)
South Bayside Waste Management Boise, ID (Community
Authority, CA Ombudsman)
South Placer Municipal Utility Broward County, Fl. (Port i
District, CA Everglades Director of Business
Stockton, CA Development)
Union Sanitary District, CA Bureau Veritas, CA (Vice President
Vallejo,CA —Operations)
West Contra Costa Integrated Central Coma Costa Sanitary
Waste Management Authorirv, CA District(Director of Collection )
System Operations and Director of
WATER Plant Operations)
Arizona Municipal Water Users Cooperative Agricultural Support
Association, AZ Services Authority, CA (Executive
Aurora, CO Officer) 1
Bakersfield, CA Cordova Recreation&Park
Calaveras County Water District, District(District Administrator and 1
CA Maintenance Superintendent)
Joshua Basin Water District, CA Government Services Group,Inc.
Kennewick Irrigation District, CA (Municipal Services Manager) i
Phoenix, A% Houston Housing Authority A
Reclamation District 1000, CA (Director Real Estate Investments
Redlands, CA & Development)
Sacramento Area Flood Control Housing Authority of the City of
Agency, CA Los Angeles (Director of General i\
San Diego,CA Services)
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Imperial Irrigation District
(Assistant Manager of Construction
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Hilton, Farnkopf, and Hobson
LLC (Manager/Vice President)
Las Vegas Convention and Visitors
Authority,NV (Director of Facility
Projects)
Metropolitan Washington Airports
Authority (Vice President for
Public Safety)
Monterey Bay Unified Air
Pollution Control District, CA (Air /
Pollution Control Officer)
Monterey Park, CA (Director of
Management Services) 1
Peoria, AZ (Chief Business (
Attraction Officer)
Port of Long Beach, CA (Managing
Director) I
Port of San Diego, CA (Senior
Director of Real Estate)
Redlands, CA (8 Mid-Level
Managers and Natural Resources
Manager)
Robson Homes (Forward Planner I
and Land Acquisition Manager) I
Sacramento,CA (Preservation
Director)
Sacramento, CA (Urban Design 1
Manager) i
San Jose, CA (Assistant Director of
Environmental Services and
Environmental Services Director)
San Manuel Band of Tribal Indians,
CA (Tribal Manager)
Sedgwick County, Kansas (Health
Department Director)
Superior Court of California,
County of San Luis Obispo, CA
(Assistant Court Executive Officer)
Vallejo, CA (Water Engineering
Manager, Water Treatment )
Superintendent,Water Distribution
Superintendent) N
Washoc County,NV (Senior
Services Director)
Washoc County,NV (Social
Services Director)
PROPOSAL TO RECRUIT
A CITY MANAGER
FOR THE CITY OF ROSEMEAD, CA
October 2015
ROBERTS CONSULTING GROUP INC
October 21, 2015
VIA EMAIL
CONFIDENT/AL
Mayor and Members of the City Council
c/o Mr. Jeff Allred
City Manager
City of Rosemead
8838 East Valley Blvd.
Rosemead, CA 91770
Dear Mayor and Members of the City Council:
In response to your request, ROBERTS CONSULTING GROUP. INC. is pleased to submit this
proposal to assist the City of Rosemead in recruiting and evaluating candidates for the position of
City Manager.
In this proposal we outline our general understanding of your requirements and present the
process we recommend to conduct this recruitment. It is a process we have successfully utilized
for more than 20 years. However, if you desire some modification, we would be pleased to
discuss this with you.
We look forward with great interest to working with you on this very important assignment.
Sincerely,
L
Valerie S. Roberts
VSRIsf
PO Box 16692, Beverly Hills, CA 90209
Tel: (818) 783-7752 Fax: (818) 783-6377 Email: robertsrcg a msn.com
TABLE OF CONTENTS
Page
Why ROBERTS CONSULTING GROUP? I
Statement of Work 3
The Client's Role 5
Proposed Time Schedule 6
Fees and Expenses 6
Exhibit A—Chief Executive Recruitments for General Purpose Local Governments
Managed and/or Conducted by Norman Roberts
Exhibit B—Our Team
Exhibit C —Sample Recruitment Brochure
WHY ROBERTS CONSULTING GROUP?
The primary objective of ROBERTS CONSULTING GROUP, INC. is to provide our clients with
unsurpassed excellence in executive recruitment. Accepting only a limited number of
recruitments, we are able to provide senior level, hands on service of the highest quality. From
ascertaining our client's needs, to identifying and recruiting qualified candidates, and extensively
verifying background information, the work is conducted by senior level consultants with
numerous years of experience and judgment. We are also skilled in negotiating final offers,
increasing the likelihood of successfully hiring the desired candidate.
Norm Roberts has recruited thousands of chief executives and senior level executives for public
agencies throughout the United States. We have assisted our clients in finding highly talented
individuals with a commitment to serving the public, and our placements are some of the best
and brightest in their fields. These individuals play a critical role in how services are provided to
the public and how local government, special district and not-for-profit organization resources
are utilized. and we take great pride in working with our clients to find the best possible fit.
Norm Roberts has extensive experience recruiting chief executives for general purpose
local governments. He has managed/conducted chief executive recruitments for the
following California cities (some of which have been conducted multiple times over the
years): Albany. Arcadia. Bakersfield, Baldwin Park, Banning. Belmont, Berkeley. Beverly Hills,
Brea, Buellton, Burbank, Camarillo, Carson, Citrus Heights.Corte Madera, Culver City, Cypress,
Dana Point, Desert Hot Springs, Diamond Bar, East Palo Alto. Eastvale, El Segundo, Encinitas.
Fontana, Fresno. Glendale, Glendora, I lemet. Hercules, Hidden Hills, Huntington Beach, King
City, Laguna Niguel, Lawndale, Livermore. Lomita, Los Altos Hills, Malibu. Marina, Martinez,
Modesto, Monterey Park, Moreno Valley. Morgan Hill. Norco. Novato, Oakland, Ontario,
Oxnard. Palm Springs. Palo Alto. Piedmont. Pomona. Porterville. Rancho Palos Verdes.
Redding, Redlands, Redondo Beach, Redwood City, Riverside. Rolling Hills, Salinas. San
Buenaventura, San Diego. San Fernando, San Jacinto, San Jose. Santa Ana. Santa Clarita, Santa
Monica, Signal Hill, Solvang, Stanton, Sunnyvale, Tulare. Turlock. Vallejo, Visalia, Vista,
Walnut Creek. West Covina. West Hollywood, Whittier and Yorba Linda. We have also
recruited chief executives and senior level executives for many of the counties in California.
For example, over the last few years our firm recruited chief executives for the counties of Butte.
Contra Costa, Riverside. Sacramento, Santa Clara and Sonoma. A list of chief executive
searches managed and/or conducted by Norm Roberts can be found in Exhibit A.
We believe the primary advantages in utilizing our firm. and what may differentiate us from
others, include:
• Experience—Norm Roberts pioneered the field of public sector recruiting and has
managed/conducted more executive recruitments in this area than anyone else in the
business. He was a leader in setting professional standards for the industry and, while our
thoroughness and commitment to excellence have never changed, our approaches have
evolved with the times.
• Focused— Accepting only a limited number of recruitments, we are able to provide senior
level, hands on service of the highest quality. From ascertaining our client's needs, to
identifying and recruiting qualified candidates. and extensively verifying background
information, the work is conducted by senior level consultants with numerous years of
experience and judgment.
• Clients-Our consultants have worked for organizations of all sizes, both urban and rural,
and in virtually every state in the nation, including the District of Columbia. And, we have
conducted recruitments in all functional areas within the public sector. A substantial number
of our clients have hired us multiple times over a span of many years(including one
California county which hired us over 40 separate times). While at the present time our
clients are limited to California. we are capable of conducting local/regional, statewide or
nationwide recruitments.
• Partnership- We work in conjunction with our clients to help find the right candidates. It is
very much a team effort. We work closely with boards/councils, chief executives,
department heads and human resources executives to ensure a successful outcome. And, we
communicate regularly with our clients and candidates throughout the process.
• Industry Relations-Because of both the breadth and depth of our experience. we have
garnered a network of relationships with industry leaders. We are discreet, but thorough, in
sourcing potential candidates and verifying credentials.
• Proactive- We do not want to overlook candidates who are not actively seeking a new
position and may not be looking at advertisements, or who come from non-traditional
sources. We have a database of many individuals who may be a good fit, but we also do new
research for every recruitment we undertake to ensure that we are targeting those people who
will best meet our client's needs. Not only do we send brochures with letters inviting
potential candidates to apply. we follow up by telephone to encourage their interest and to
make sure they have a clear understanding of the opportunity. We believe that there is no
substitute for personal contact.
• Confidentiality- Many of the best qualified candidates are reluctant to apply for a potential
new opportunity due to concerns about confidentiality. We place great emphasis on this with
our clients, and do everything within our ability to keep candidate names confidential, where
allowed by law.
• Diversity- Since the beginning. our consultants have had a commitment to diversity in
recruiting. Norm Roberts placed the first person of color as City Manager of a large city. and
has continued to recruit and place well-qualified candidates in all areas of the public sector.
• Thorough Evaluations- We do not ask for a blanket list of references from candidates. We
are very specific in asking for reference names to ensure that we get a complete picture about
a candidate's background. It is also important to know how and what to ask, and our
consultants have numerous years of experience in this area. Our background checks are very
thorough, including a review of news articles, degree/certification verifications and
credit/criminal/civil litigation/motor vehicle record checks.
• Fit-There is no one "right" candidate for any position. Our job is to identify candidates
who best match what our client is looking for, and who are available or will consider a career
change at this particular point in time. It is our mission to find someone who is a good match
with the culture of the organization.
Page 2 of 7
• Results— Whether it is delivering on time with candidates that meet the specifications
identified in the Recruitment Brochure. conducting background checks that are accurate and
thorough, or assisting with critical negotiations to hire the person desired, our consultants are
relentless in ensuring results. Our placement and retention rates are among the highest in the
industry. if not the highest.
• Timing— A typical recruitment takes approximately 90 days from the first meeting with a
client until the date our client interviews leading candidates. We work with our client in
setting a schedule and meeting deadlines.
• Pricing—We work on a fixed fee basis. including our firm's expenses. Our clients know
exactly how much to budget and there are no conflicts of interest in assisting with
compensation negotiations.
STATEMENT OF WORK
Our objective is to find the best qualified candidates for our clients. While notices in
professional journals may be helpful, many of the best candidates must be sought out and their
interest encouraged. Our familiarity with your area, knowledge of the field, and our relationships
with professional organizations (e.g.,we recruited the current Executive Directors for both
the League of California Cities and the California State Association of Counties) make us
well qualified to assist you.
Our clients have found that we are able to: 1) build consensus among those involved in the
hiring process; 2) develop the appropriate specifications for a position: 3)encourage the interest
of top-level people who would otherwise be reluctant to respond to an advertisement; 4) preserve
the confidentiality of inquiries, consistent with State public disclosure and open meeting laws;
5) save a considerable amount of time for client staff in developing and responding to candidates;
and 6) independently and objectively assess the qualifications and suitability of candidates for the
particular position for which we are recruiting.
Norm Roberts will be the on-site person responsible for this assignment, and will be assisted by
Valerie Roberts and Mary Sipple. Our background information can he found in Exhibit B.
If selected to conduct this recruitment. we will do the following:
Information Gathering and Analysis
We will meet with the Mayor, Members of the City Council and other appropriate individuals to
obtain views of the position and expectations regarding desirable training, experience and
personal characteristics of candidates. We will also gather/review relevant information about the
City and the position.
After summarizing our findings, we will submit a draft Recruitment Brochure with the desired
qualifications and characteristics for your approval. The Recruitment Brochure that will be sent
to potential candidates will include information about the City, the job and the criteria
established by you. A sample Recruitment Brochure can be found in Exhibit C.
Page 3 of 7
Candidate RecruitmentOutreach
Once you have approved the Recruitment Brochure. we will proactively seek out individuals with
superior qualifications and invite and encourage their interest. Announcements will be placed
on-line and in professional journals. However, we will rely heavily on our own experience and
contacts.
We will not discriminate against any applicant for employment on the basis of race, religion.
creed, age. color, marital status, sex, sexual preference. disabilities, medical condition, veteran
status or national origin. A substantial percentage of the placements made by us over the years
have been minority and/or female candidates.
Initial Screening
We will review,acknowledge and evaluate all resumes received. Initial screening will be based
upon criteria contained in the Recruitment Brochure, information contained in the resumes
submitted to us. and our knowledge of the people and organizations in which they work.
Telephone screening will be conducted with the most promising candidates to gain a better
understanding of their backgrounds.
Interim Reporting
Upon completion of our initial screening, we will assemble and submit a report of the leading
candidates. This report will include summary resumes, supplemental information, and the
original resumes of those candidates we believe to be best qualified for the position.
Supplemental information on a candidate typically includes: the size of the organization for
which the person works, reporting relationships, budget responsibility.the number of people
supervised, related experience and reasons for interest in the position. Any other specific
information will be dictated by the criteria set forth in the Recruitment Brochure.
The purpose of our interim report is to allow our client an opportunity to review the candidates
prior to the conclusion of the search, and it allows us to receive feedback on the caliber of the
candidates recruited. In this way,you will not be surprised by the candidates, as you will have
seen their qualifications prior to the final interviews. Of course, we are flexible and may
consider other individuals as final candidates who are subsequently identified and were not
included in the interim report.
Candidate Assessment
We will interview(either in person or via video-conference) those candidates whose
qualifications most closely match the criteria established by you. We will examine their
qualifications and achievements in view of the selection criteria. Additionally, we will verify
degrees and certifications, gather news articles via the internet. and conduct credit/criminal/civil
litigation/motor vehicle record checks through an outside service.
As part of our process in evaluating external candidates, we make telephone reference checks. In
conducting these references. it is our practice to speak directly with individuals who are, or have
been, in a position to evaluate the candidate's performance on the job. These references and our
evaluations provide you with a frank, objective appraisal of the candidates. Following interviews
by the City. we will conduct references for the top one or two candidates.
Page 4 of 7
Client Interviewing
We will assist you in scheduling final candidates for interview with your organization. In
addition, we will prepare a brief written report for those candidates most nearly meeting your
specifications, and will provide you with interviewing/selection tips, suggested interview
questions. and rating forms for your use. Candidates will not be ranked, for we believe it will
then be a matter of chemistry between you and the candidates. We will conduct a"briefing
session" immediately preceding your interviews to make sure that the process flows smoothly,
and will assist you in a"debriefing' immediately following the interviews. Once we finalize
references on the top one or two candidates. we will provide you with a detailed, supplemental
written report.
Additional Consultant Assistance
Our efforts do not conclude with the presentation of the final report. We are committed to you
until a successful placement is made. Services that are routinely provided include:
• Arranging the schedule of interviews and the associated logistics for final candidates.
• Advising on starting salary. fringe benefits, relocation trends and employment packages.
• Acting as a liaison between client and candidate in discussing offers and counter offers.
• Conducting a final round of reference checking with current employers(if not previously
done for reasons of confidentiality).
• Notifying unsuccessful candidates, who were not recommended for interview, of the
decision.
THE CLIENT'S ROLE
We work in partnership with our clients in conducting a search. While we may identify and
recommend qualified candidates, it is the client who must make the decision about which
candidate(s) to hire. In order to insure that the best candidates are available from which to
choose. our clients should be willing to do the following:
• Clearly inform us about matters relevant to the search that you wish to keep confidential (e.g.,
salary, personnel issues, and other privileged information).
• Supply us with the names of people you have previously interviewed/considered for this
position.
• Forward to us copies of the resumes you receive, to avoid duplication of effort.
• Provide feedback regarding the information and recommendations provided by us.
• Promptly decide upon and follow up in scheduling interviews with the most promising
candidates.
Page 5 of 7
• Assist in providing information to candidates that will enable them to make their career
decisions.
By doing the above, we will maximize the likelihood of mutual success.
Finally, please be reminded that the United States Immigration Reform and Control Act of 1986
requires that all employers verify an employee's eligibility to work in the United States. Since
we cannot serve as your agent in this matter, your hiring process should include this verification
procedure.
PROPOSED TIME SCHEDULE
The following is a typical schedule to conduct a thorough recruitment. However, we would be
pleased to discuss modifications to this to meet your needs:
Weeks I to 4 Meet with the Mayor, Members of the City Council and other
appropriate individuals to gather background information.
Develop and obtain approval for the Recruitment Brochure.
Develop a list of potential candidates to target.
Prepare and place advertisements.
Weeks 5 to 9 Proactive recruitment—solicit, receive and acknowledge resumes.
Evaluate resumes and gather supplemental information.
Conduct preliminary telephone interviews with leading candidates.
Week 10 Submit interim report and meet with you to review leading
candidates.
Weeks 11 and 12 Verify degrees and certifications, gather news articles via the
intemet, conduct credit/criminal/civil litigation/motor vehicle
record checks and interview the best qualified candidates.
Week 13 Submit report on final candidates and initiate the interview process
with you.
Following Interviews Finalize references and assist with negotiations.
FEES AND EXPENSES
We propose a total fixed fee of$27,000 for this recruitment, which includes our firm's expenses.
Our budget provides for the following meetings with the client: 1) to develop the Recruitment
Brochure; 2) to present the Interim Report; and 3)to attend interviews of final candidates. Please
note that our budget does not include reimbursement of candidates who travel to be interviewed
by you. Unless you notify us to the contrary. we will assume that you will handle these
reimbursements directly. We will submit three equal invoices for fees.due and payable within 30
days. Our first billing will be upon submission of the draft Recruitment Brochure, the second at
Page 6 of 7
the deadline for receipt of resumes, and the third upon presentation of our report on the day of
interviews (or 90 days from the start of the recruitment, whichever comes first).
Though we are committed to working with you until a placement is made, our fees are not
contingent upon our success in placing a candidate with your organization. However, if the
selected candidate (if recommended by us for hire, and other than an internal candidate) should
be terminated within one year from the date of hire, we will redo the search for no additional
professional fee. We would, however. expect to be reimbursed for any expenses that might be
incurred.
You may discontinue this assignment at any time by written notification. In the unlikely event
that this occurs. you will be billed for fees based upon the time elapsed from the commencement
of the assignment to the date of cancellation. If a cancellation occurs within the first 30 days of
the assignment, following either verbal or written authorization to proceed, one-third of the
professional fee will be due. If a cancellation occurs thereafter, the fee beyond the first one-third
will be prorated based upon the number of calendar days which have elapsed. If a cancellation
occurs after 90 days, all professional fees will he due in full.
Our ability to carry out the work required is heavily dependent on our past experience in
providing similar services to others. and we expect to continue such work in the future. We will.
however. preserve the confidential nature of any information received from you or developed
during the work in accordance with our established professional standards.
We assure you that we will devote our best efforts to carrying out the work required. The results
obtained,our recommendations and any written material we provide will be our best judgment
based on the information available to us and our liability, if any. shall not be greater than the
amount paid to us for the services rendered.
Page 7 of 7
EXHIBIT A
CHIEF EXECUTIVE RECRUITMENTS FOR
GENERAL PURPOSE LOCAL GOVERNMENTS
MANAGED AND/OR CONDUCTED BY NORMAN ROBERTS
ALABAMA,STATE OF
Anniston. City of City Manager
ALASKA,STATE OF
Ketchikan, City of City Manager
Ketchikan-Gateway. Borough of Borough Manager
Valdez. City of City Manager
ARIZONA,STATE OF
Coconino County County Manager
Glendale, City of City Manager
Maricopa County County Administrative Officer
Mesa, City of City Manager
Phoenix. City of City Manager
Scottsdale. City of City Manager
Tucson. City of City Manager
CALIFORNIA,STATE OF
Alameda County County Administrator
Albany. City of City Administrator
Arcadia, City of City Manager
Bakersfield, City of City Manager
Baldwin Park. City of City Manager
Banning, City of City Manager
Belmont. City of City Manager
Berkeley, City of City Manager
Beverly Hills. City of City Manager
Brea, City of City Manager
Buellton, City of City Manager
Burbank, City of City Manager
Butte County County Administrative Officer
Camarillo, City of City Manager
Carson, City of City Administrator
Citrus Heights, City of City Manager
Contra Costa County County Administrator
Corte Madera, Town of Town Manager
Culver City. City of Chief Administrative Officer
Cypress.City of City Manager
Dana Point, City of City Manager
Desert Hot Springs, City of City Manager
Diamond Bar, City of City Manager
East Palo Alto, City of City Manager
Eastvale, City of City Manager
El Dorado County Chief Administrative Officer
El Segundo, City of City Manager
Encinitas. City of City Manager
Fontana, City of City Manager
Fresno. City of City Manager
Fresno County County Administrative Officer
Glendale. City of City Manager
Glendora, City of City Manager
Hemet, City of City Manager
Hercules, City of City Manager
Hidden Hills, City of City Manager
Humboldt County Chief Administrative Officer
Huntington Beach, City of City Administrator
King City. City of City Manager
Laguna Niguel. City of City Manager
Lawndale, City of City Manager
Livermore, City of City Manager
Lomita, City of City Administrator
Los Altos Hills, Town of City Manager
Los Angeles County Chief Administrative Officer
Malibu. City of City Manager
Marin County County Administrator
Marina. City of City Manager
Mariposa County County Administrative Officer
Martinez. City of City Manager
Millbrae, City of City Manager
Modesto, City of City Manager
Monterey County County Administrator
Monterey Park. City of City Manager
Moreno Valley. City of City Manager
Morgan Hill, City of City Manager
Norco, City of City Manager
Novato. City of City Manager
Oakland, City of City Manager
Ontario, City of City Manager
Oxnard. City of City Manager
Palm Springs, City of City Manager
Palo Alto. City of City Manager
Piedmont, City of City Administrator
Pomona. City of City Manager
Porterville, City of City Manager
Rancho Palos Verdes, City of City Manager
Redding. City of City Manager
Redlands, City of City Manager
Page 2 of 6
Redondo Beach, City of City Manager
Redwood City, City of City Manager
Riverside, City of City Manager
Riverside County County Executive Officer
Rolling Hills, City of City Manager
Sacramento County County Executive
Salinas, City of City Manager
San Buenaventura, City of City Manager
San Diego, City of City Manager
San Diego County County Manager
San Fernando. City of City Administrative Officer
San Jacinto, City of City Manager
San Joaquin County County Administrator
San Jose, City of City Manager
San Luis Obispo County County Administrative Officer
San Mateo County County Manager
Santa Ana. City of City Manager
Santa Clara County County Executive
Santa Clarita. City of City Manager
Santa Monica.City of City Manager
Shasta County County Administrative Officer
Signal Hill, City of City Manager
Solvang. City of City Administrative Officer
Sonoma County County Administrator
Stanton. City of City Manager
Sunnyvale. City of City Manager
Tulare, City of City Manager
Tulare County County Executive
Turlock. City of City Manager
Vallejo. City of City Manager
Ventura County Chief Administrative Officer
Visalia. City of City Manager
Vista, City of City Manager
Walnut Creek, City of City Manager
West Covina. City of City Manager
West Hollywood. City of City Manager
Whittier, City of City Manager
Yorba Linda. City of City Manager
COLORADO,STATE OF
Arapahoe County County Administrator
Aurora, City of City Manager
Boulder. City of City Manager
Estes Park, Town of Town Administrator
Lakewood, City of City Administrative Officer
Northglenn, City of City Manager
Page 3 of 6
CONNECTICUT,STATE OF
Hartford. City of City Manager
Meriden, City of City Manager
West Hartford, Town of Town Manager
DISTRICT OF COLUMBIA
District of Columbia Financial Chief Management Officer
Responsibility & Management
Assistance Authority
FLORIDA,STATE OF
Clearwater, City of City Manager
Gainesville, City of City Manager
Hillsborough County County Administrator
Lee County County Administrator
Miami. City of City Manager
Miami Beach, City of City Manager
Miami-Dade County County Manager
Naples. City of City Manager
Pensacola, City of City Manager
Sarasota County County Administrator
St. Petersburg. City of City Manager
GEORGIA,STATE OF
Albany, City of City Manager
Fulton County County Manager
ILLINOIS,STATE OF
Des Plaines, City of City Manager
Downers Grove, Village of Village Manager
DuPage County County Administrator
Elgin. City of City Manager
Flossmoor, Village of Village Manager
Hazel Crest, Village of Village Manager
Mount Prospect. Village of Village Manager
Naperville, City of City Manager
Peoria. City of City Manager
Skokie. Village of Village Manager
Wood River, City of City Manager
IOWA,STATE OF
Ames, City of City Manager
Sioux City, City of City Manager
KANSAS,STATE OF
Sedgwick County County Administrator
Wichita, City of City Manager
Page 4 of 6
MARYLAND,STATE OF
Prince George's County Chief Administrative Officer
Rockville. City of City Manager
MICHIGAN,STATE OF
Ann Arbor, City of City Administrator
Grand Rapids, City of City Manager
Kalamazoo, City of City Manager
Saginaw. City of City Manager
Washtenaw County County Administrator
Ypsilanti. City of City Manager
MINNESOTA,STATE OF
Brooklyn Park, City of City Manager
Minneapolis. City of City Coordinator
Ramsey County County Executive
St. Louis Park. City of City Manager
MISSOURI,STATE OF
Columbia. City of City Manager
Kansas City, City of City Manager
St. Charles, City of City Administrator
MONTANA,STATE OF
Great Falls, City of City Manager
NEVADA,STATE OF
Las Vegas. City of City Manager
NEW JERSEY,STATE OF
Plainsboro Township Village Administrator
NEW YORK,STATE OF
Garden City, Village of Village Manager
Scarsdale, Village of Village Manager
NORTH CAROLINA,STATE OF
Charlotte, City of City Manager
Winston-Salem. City of City Manager
OHIO,STATE OF
Cincinnati. City of City Manager
OKLAHOMA,STATE OF
Bartlesville, City of City Manager
Enid. City of City Manager
Mustang, City of City Manager
Page 5 of 6
OREGON,STATE OF
Lake Oswego, City of City Manager
Milwaukie, City of City Manager
SOUTH CAROLINA,STATE OF
Myrtle Beach, City of City Manager
TEXAS,STATE OF
Austin. City of City Manager
Bellaire. City of City Manager
Brownsville, City of City Manager
Bryan. City of City Manager
Carrollton. City of City Manager
Corpus Christi, City of City Manager
Dallas. City of City Manager
El Paso. City of Chief Administrative Officer
Gaston County County Manager
Grapevine, City of City Manager
Longview. City of City Manager
VIRGINIA,COMMONWEALTH OF
Alexandria. City of City Manager
Chesapeake, City of City Manager
Chesterfield County County Administrator
Fairfax County County Executive
Richmond, City of City Manager
Virginia Beach, City of City Manager
WASHINGTON,STATE OF
Bellevue, City of City Manager
WYOMING,STATE OF
Casper, City of City Manager
Laramie, City of City Manager
Page 6of6
EXHIBIT B
OUR TEAM
NORMAN ROBERTS
Norm Roberts pioneered the field of public sector recruitment over 35 years ago. During his
career, he has managed/conducted more than 3.000 chief executive and senior level recruitments.
Mr. Roberts started his career as a staff assistant to the City of Los Angeles' Board of Public
Works, served as an Assistant City Administrator for a newly incorporated city, and then became
a senior member of the Executive Director's staff of a $60 million federally funded program. He
was a senior consultant with Peat. Marwick, Mitchell & Co., during which time he managed
major consulting engagements for public agencies. He was also a consultant with Arthur D.
Little. Inc., where he conducted general consulting assignments and recruited executives for local
governments and associations.
Mr. Roberts was a Senior Vice President with Korn/Ferry International. and was founder and
manager of the firm's national public sector. not-for-profit. education and health care executive
search practices. Among the many placements made by Mr. Roberts was the President of the Los
Angeles Olympic Organizing Committee, Peter Ueherroth.
For eleven years, he was co-founder and President of Norman Roberts& Associates, Inc., then
the largest executive search firm in the U.S. specializing in nationwide public sector recruitment.
The firm was acquired by a Fortune 1000 company, and he continued with them until co-
founding ROBERTS CONSULTING GROUP. INC. in 2003 to provide executive recruitment
services to public agencies.
Mr. Roberts received a Bachelor of Arts degree in Political Science from the University of
California. Los Angeles. and a Master's degree in Public Administration from the University of
Southern California.
In the book The Career Makers, which profiled the top 150 executive recruiters in the nation.
Mr. Roberts was ranked as the leading recruiter for both Government Agencies/Municipalities
and Engineering. He was among the top ten for Transportation, MIS/Computer Operations, and
Women/Handicapped/Minorities, as well as being named a leader in several other areas,
including Associations/Societies/Non-Profit Organizations, I lealth Services/I lospitals,
Universities/Colleges/Schools. Public Relations/Government Affairs. Legal, Law/Accounting/
Consulting Firms. Construction and Retail.
Mr. Roberts is a Past President of both the Los Angeles and San Francisco chapters of the
American Society for Public Administration, and has been involved with numerous other public
sector and recruitment organizations. He also served on the Board of Children's Institute
International and is a Past President. Mr. Roberts has authored numerous articles and spoken
before national organizations on the subject of recruitment issues.
VALERIE ROBERTS
Valerie Roberts has over 25 years of executive recruitment experience. She co-founded
ROBERTS CONSULTING GROUP, INC. in 2003 to provide executive recruitment services to
public agencies. Previously, she was co-founder and Executive Vice President of Norman
Roberts& Associates. Inc.. then the largest executive search firm in the U.S. specializing in
nationwide public sector recruitment. The firm was acquired by a Fortune 1000 company, and
she continued with them for several years.
Ms. Roberts started her career in international banking, and then worked for Theodore Barry &
Associates and Management Systems Consulting Corporation. specializing in management
development, strategic planning and organizational development. She worked for KomiFeny
International. doing executive recruiting in the areas of financial services, the public sector and
within the general practice. She also held the position of Assistant to the President of the Arden
Group. a holding company with interests in supermarkets and telecommunications.
Ms. Roberts received a Bachelor of Arts degree from Colorado Women's College(now a part of
the University of Denver). where she was valedictorian and graduated summa cum laude. She
earned a Master of Business Administration degree from the University of California. Los
Angeles.
MARY SIPPLE
Mary Sipple supports the firm's executive recruitment efforts by conducting research. gathering
information from candidates, preparing client reports and assisting with background checks. She
also provides technical support maintaining search databases and digital assets, overseeing
website development and maintenance, providing in-house graphic design services and managing
special projects.
Previously. Ms. Sipple spent 17 years in product development marketing and business operations
with Xerox Corporation. She has also been co-owner of a business consulting firm and was
production manager for a print and online publication.
Ms. Sipple has a Bachelor of Science degree in Business Management and is currently pursuing a
certificate program in Human Resources Management from the University of California. Los
Angeles.
Page 2of2
EXHIBIT C
SAMPLE RECRUITMENT BROCHURE
City Manager
[City of Glendale, CA]
111111 , ,
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i
CITY MANAGER
City of Glendale, CA
ROBERTS CONSULTING GROUP INC
City Manager
[City of Glendale. CA]
THE CITY
_a
With a population of approximately 192,000.Glendale is the third largest
city in Los Angeles County-It is located northeast 0'Los Angeles -
the foothills of the San Gabriel Mountains and is traversed by the Golden
State (5), Glendale (2).Vent.,ra 034) and Foothill (210) freeways. -•
Glendale¢noted for its excellent residential areas, schools,shopping -.
•
facilities, lioraries,parks, hasp tats one business environment. The C ty _
enjoys a mild climate with an average hign temperature of 77 degrees •
and average rainfall of almost 18 nches per year 6- —_ - - -
r
Glendale a one of the most livable c ties in Southern Cal}ornia. .vrth ,. - I —■beautiful suburbs,a top-rated school system and numerous parks ado _.�,�
recreational facilities Located all withn the 31.5 souare miles of the City. „V —�-;x --
Recently developed was The Americana at Brand, a one of-a-ki no z-" y �
-
community gathering place and dynamic shopping,dining, residential _=-
and entertainment district. The Glendale Galleria, The Exchange and --
Marketplace shopping and entertainment centers,the Montrose Shopping —- /
District.the South Brand Boulevard auto dealerships and a variety of
other banking,financial and business list tutions push Glendale's anytime _ •
•,,
population to over 256000.
The City is home to the Glendale Symphony Orchestra,tne Brand Library J f •is soFt/>1'r' 1 -•
and Art Center.the Alex Theatre,and the Centre Theatre.Area attractions ,8 .' 'lard.'^
•
include Universal Studios, the Hollywood Bowl,the Los Angeles Zoo, r"
Descanso Gardens,the Autry Museum of Western Heritage.tne Norton ' / f /
Simon Museum,the Huntington Library & Gardens, Forest Lawn Art
Collections,Dodger Stadium. Staples Center and the Rose Bowl. Glendale provides a van ety of Iransportafiar.services.The City operates
Glendale experiences the benefits of a culturally diverse community. "Drab A-Ride service for the elderly and disabled.The City also has a
Approximately 65 different languages are spoken in the City's schools. C•.y-wide and downtown s^wile known as tne Beeline.The Glendale
y
Caucasians make up the largest ethnic portion of the community. with Railroad Decot was purchased by the City of Glendale m'989 and has
other large groups includ g mid-Easterners,Latinos and Asians.Glendale been preserved and listed on the National Histor c Register It was
has the largest Armenian population of any city in the United States, converted to the Glendale Transpertatlon Center, winch serves as a
The City has strong neighborhood identification,with a total of 20 active connecting Paint is
several modes c`transportation. The City is also
neighborhood associations.Glendale has diverse and affordable rousing Part owner(along with the cities of Buroank and Pasadena)of Bob Hope
choices.featuring an eclectic mix of styles and types. Added. located n the City of Burbank
Glendale is one of over 500 communities designated as a'Keee Amer'a Public school education is available through the Glendale Unified School
Beautiful"Affiliate,recognizing a commitment to waste reduction and 0 strict,the fifth largest school district in Los Angeles County. witn an
litter prevention. In addition.Glendale has received tne designation as a average daily atterdance of 29000 students.There are 20 elementary
'California Healthy City'and,since 1984,has been designated a'Tree City schools four middle schools and three comprehensive high schools.The
USA' for its commitment to urban forestry projects. School District also operates ore magnet nigh school,one continuation
high school,a development center for disabled students,and a preschool.
Glendale is a full-service City that includes a water and electric department. Students are also served by 15 parochial and private schools.In addition
The City operates its own power plant capable of serving the electrical to Glendale Community College.area colleges and universities include
needs of the entire City although the majority of power is currently Pasadena City College:Occidental College, California State Univers.ty.
imported from other areas for cost savings.Water comes primarily from Los Angeles'. Cal-forma State University, Northridge: University o`
the Metropolitan Water District,along with a small portion+rom local wells. California, Los Angeles;and the University of Southern California
The City also owns its own landfill, is half owner of the area's sewage
treatment plant, and provides refuse collection for City residents. Health care sery ces available within the immediate area are provided by
three outstanding'nstitu;ions. Glendale Memoral Hospital and Health
The City of Glendale Is committed to providing proactive law enforcement Center. Verdugo H Its Hospital, and Glendale Adventist Medical Center
and high duality police services, and this has contributed to the City s
low crime rate.It has peen designated as one of the nation's safest cities THE CITY GOVERNMENT
for a city its size. In addition,the Glendale Fire Department maintains
a Class I rating. indicating that it has exceptional firefighting abilities. Glendale was incorporated in 1906 and is a cnarter city operating under
personnel,response times fire prevention efforts,water supply avalabil ty a council-manager form of government.The five Council members are
and communications. elected at large to four-year staggered terms.The Mayor is a member
of the Council, is selected from among its own members. and serves a
The City operates a Central Library, five branches and a bookmobile. one-year term. Other elected officials are the City Clerk and the City
Glendale's residents enjoy 32 City parks and nearly 4,800 acres of publicly Treasurer,The CSy Manager and the City Attorney are appointed by
owned open space, In addition to parks, other City maintained the City Council.
facilities and recreational activities are available for the public's use ana
participation. Some of the most popular facilities include the Civic The total City oudget for FY2011/12, including all general government
Auditorium and historical buildings such as the Casa Adobe,Verdugo services, enterprise operations and a water and power utility is
Adobe. Tea House and the Doctor's House. The City nas received its approximately$816 million,and the GIP is approximately$248 million.
Certified Local Government Status in historical preservation. The City nas about 1,900 staff positions,
City Manager
[City of Glendale, CA]
The City has identified eight Strategic Goals and Object yes aro each THE POSITION
year,as part of the budget, departments develop their key work plan
indicators for contributing to these goals They"'dude Under toe direction of the Mayor and City Council.the City.Manager acts as
Me chief admi •strative officer of the City directing,planning and organ zing
*Arts and Culture all admin'stratvs activities of the C ty.This is an at-will position.
#COmmupty Services and =anLOes Management Services is the Department through wnich the City Manager
directs and coordinates the business affairs of the City.Staff work closely
with the Cty Council.recommending policy alternatives and assuring
*Economic Viorancy and Fiscal Respons•bil•ts the proper and efficient implementation of Council approved policies,
programs and directives.Two other key elements of this office are the Public
*Balanced.Quality Housing Information Of ce and the Internal Audit staff.There are 29 employees
'.n t^s office under tie City Manager,inducing an Asstant City Manager
*Safe and Healthy Community
Duties and resoons•blities of the position include.
*Infrastructure and Mobility
*Harming.coordinating anc oirecting the work of all City departments.
*Informed and Engaged Community *Directing the development of goals.objectives.policies and procedures.
#Sustainability *Enforcing and adm nlstering the provisions of the municipal code.
charter and ordinances governing the City.
KEY CHALLENGES AND OPPORTUNITIES
*Meeting with the Mayor and City Council to determine policies and
Similar to other municipalities in California, the City of Glendale has future needs of the City, to advise on financial conditions.and to
been challenged ny declining revenue.increasing costs and trying to report accompl shments.
maintain program service levels.The City has made cost reductions and
negotiated labor agreements with five of the six bargaining units,with *Recommending legislation and policies required in the public interest.
minimal labor cost increases and lower tier retirement agreements. The
City is dealing with these challenges as opportunities for change. The #Negotiat ng aro enforcing provisions of legal documents such as
approach is positive,aggressive and busness-like contracts,!eases and agreements.
The Mayor and City Council are looking for a new City Manager to continue *Preparing, proposing and administering the annual budget.
this positive change approach that emphasizes cost reduction.program *Representing the City at meetings and public functions.
efficiencies,and maintenance of high priority services where possible.
Specific challenges and opportunities include. *Appointing and removing department heads and approving the
appointment and removal of subordinate employees.
*Sizing the organization and its services to current revenues.
*Coord rating active:es of Use C.ty with other governmental agencies.
*Controlling costs and building reserves.
*Furnish ng technical advice on operations to the City Council
economic development/job creation
*Preparing and submitting an annual report re ort on the finances and
*Encouraging diversity in the City workforce. administrative activities cf the City.
*Acting as Executive D rector of the Redevelopment Agency and the
*Evaluating the City's smart meter program. Housing Authority.
*Enhancing the City's low income housing program. *Assuming responsibility for ensuring the duties of the position are
oerformed in a safe. efficient manner.
*Successfully resolving land use and development issues.
*Performing other related duties as assigned.
Subject to the civil service provisions of the City charter,the City Manager
has the authority to appoint and remove all department heads of the City
except as otherwise provided by the charter, with such appointments
and removals being subject to the approval of the Mayor and Council.
The City Manager is mat allowed to take any active part in securing,or
tl
• I r contributing money toward the nomination or election of any candidate
. •` f, for muni •pal office.
5 Appointment of the City Manager requires the affirmative vote of three
members of the Council.An action to remove,suspend,or request the
• N resignation of the City Manager requires the affirmative vote of three
members of the Council provided, however,that during a period of
135 days after a councilmanic election,the Council can take no action
• to remove, suspend or request the resignation of the City Manager.
except by a unanimous vote of the entire Council.
The position is open due to the forthcoming retirement of the current
City Manaoer after 13 years with the City.
City Manager
[City of Glendale. CA]
Management Style and Personal Traits
The selected candidate should be a strong leader who acts In accordance
with nis/her role as set forth in the City charter He/She should be
collaborative and be willing to empower and delegate to staff, yet
j . 1/4 monitor departmental operations This person should provide options
•� � n making recommends;ons to the Mayor and Council and follow up
11 ■tr,)� /�[ e and iimplement Mayor/Council pol.cy decisions in a timely and accurate
1 tat ma er (no snrp ses). In addi,on, the City Manager should treat the
Mme Mayor and Cbcnc l everhandecly.
1 NI
�..,�a.•- ibis person should De self-confident, positive with a can do'attitude,
- straightfoward and decisive. In addition he she should be politically
astute yet apol tical, as well as nnovative, approachable,open and
transparent and horest with integrity.F^ally this person should be a
THE CANDIDATE goon listener and have a sense of humor.
Education,Experience and Licenses
*Desire a bachelor's degree,from an accredited college or ,:uversitg COMPENSATION
in a relevant field of study.A master's Degree it public administration The annualized salary range for this position is competitive,with hiring
business administration of a related 'held is also desired. In addltlon dependent upon the qualifications and experience of the selected candidate.
candidates should have at least five years of high:y responsible In addition. benefits are provided which include, vacation (with carry
adm!rdstrative experience in government or business. Including three over and cash out provisions).holidays, sick, family care, bereavement,
years with a municipality An equivalent combination of experience, executive. and Jury duty leave,retirement through the California Public
education and/or training may subst tutu`or the des red education Employees Retirement System(PERS)with a 2%at 55 retirement formula
ane exper erre, for employees hired after January 1,2011,calculated by the employees
average full-t'ime pay rate and special compensation for the last consecutive
*Should have demonstrated success in overseeing budget anc finance, 36 months of employment(note:employee pays the entire employee
land use, planning, economic cevelooment and intergovernmental contr but on of 7%, plus 3% of the employer's contribution). PERS
relations level four survivor benefit,PERS pre-retirement option 2W death benefit
ret ree health savings plan(RHSP)',voluntary 457 deferred compensation
*Desire city management experience with a `ull service California city, program, voluntary 401(a) defined contribution plan, monthly auto
or senior executive level experience within the C ty of Glendale allowance tree parking',compensation for car pooling and van pooling;
creat union,interest free loans for the purchase of City approved computer
*Prefer a stable employment history equipment,employee assistance program (EAR),tuition reimbursement.
executive physical ftness plan/civic organization membership;workers
*The selected candidate should be active in the community wrtrout compensation:flexible savings account(FSA)for health care and dependent
getting 'out front' of the Mayor and Council. He/She should see care medical insurance(choice of four plans)',executive medical insurance
his%her primary responsibility to tine Mayor and Council, as well as reimbursement plan(EMRP). dental insurance(choice of three plans):
the citizens of the City of Glendale life insurance equal to 1.33 times annual earnings to a maximum of
$500.0001 voluntary life Insurance,including spouse and child coverage:
*Will require a California Class C driver's license at time of appointment long term disability(LTD) insurance', and vision benefit plan.
Knowledge Skills and Abilities HOW TO APPLY
The selected candidate should have outstanding oral and written Send resumes by September 16,2011 (email preferred)to:
communication skills.interpersonal skills, and skill 'n applying common
sense and logic in decision making. In addition, he'she should have
knowledge of RORER TS CONSUI TING GROUP INC
*Federal and California state laws, rules and regulations regarding PG Box 16692
local government operations. Beverly Hills,CA 90209
Telephone. (818)783-7752
*Principles and procedures of municipal management and organization Facsimile(818) 783-6377
function operation and problems of municipal government. E-mail. robertsrcgu'msn.com
The City Manager should also be able to An Equal Opportunity/ADA Employer
*Analyze trends and problems and develop long range plans.
Female, Minority and Disabled Candidates
*Effectively supervise subordinates. are Encouraged to Apply
Irk
*Establish and maintain effective working relationships. Adtlitanal information about the • "2
te •
*Foster a teamwork environment. City can be found on their webvte r(�iS:j,,
at www.ci.glendale.ca.us.
*Lead and gain the cooperation of the City Council, officials,
employees and the public.
•
AVERY
Los Gatos
October 21,2015
Jeff Allred,City Manager
City of Rosemead
8838 East Valley Boulevard
Rosemead,CA 91770
Dear Mr. Allred:
Avery Associates is pleased to submit our proposal for the recruitment of a new City Manager
for the City of Rosemead. We take great pride in providing our clients exceptional service and
excellent results. These successful client partnerships result from an active and comprehensive
level of Principal involvement leading to positive business relationships and highly satisfied
clients.
We feel well suited to support the City in this assignment, as our firm has extensive experience
in City Manager recruitments. In the past few months, we have completed City Manager
recruitments for the cities of Emeryville, Livingston, Farmersville, Encinitas and a City
Administrator search for the City of Oakland. We currently have active City Manager
recruitments for the cities of Alameda, Hemet, Carlsbad and Paso Robles. During the past 18
months we've completed City Manager assignments for the cities of Saratoga, Rio Dell,
Hercules, Sunnyvale, Half Moon Bay, South San Francisco, San Mateo, Pacifica, Hollister, and
Grand Terrace. As a result of these collective assignments. we have a large, very current and
active database of City Manager candidates that would be advantageous to your recruitment.
Our extensive database of executives in municipal government provides an excellent foundation
for the outreach efforts we describe in our proposal. We've also had extensive interaction with
City Councils,City Managers and Assistant City Managers based on our labor relations practice.
All of these contacts would be an excellent resource in support of this recruitment.
Following your review of this proposal, we hope our credentials; our track record of successful
executive recruitments; and our service approach and overall recruitment expertise will provide
the basis for your positive consideration of our firm. If we are awarded this assignment, we
would be available to initiate the recruitment immediately upon formalization of the contract.
Enclosed you will find the following information:
• Company Overview
• Firm Qualifications/Experience
William Axes).k Associates Inc.
Consultants to Management
3-1/2 N.Santa Crue Ave..Suite A
Los Gatos,CA 95030
408 399.4424
Fax 408 399.4423
w ww.a eryas oc.net
• Recruitment Team
• Recruitment Strategy
• Recruitment Schedule
• References
• Consulting Fee
• Profiles on Principals of the Finn
• Guarantees & Ethics
Thank you for the opportunity to be considered for this recruitment. if you have any questions,
please do not hesitate to call me at 408-399-4424.
Sincerely,
William H. Avery
WHA:jmc
PROPOSAL FOR THE CITY OF ROSEMEAD
RECRUITMENT FOR THE CITY MANAGER
William Avery & Associates, Inc. — Overview
William Avery & Associates, Inc. (Avery Associates) is a successful and service focused
Management Consulting firm based in Los Gatos, California. Incorporated in 1982, the firm
specializes in Executive Search, Labor Relations and Human Resources/Management
Consulting.
The firm currently includes two Principals and several key consultants. Bill Avery, the founder
of Avery Associates, heads the firm. He oversees the Labor Relations practice and also leads
key searches. Paul Kimura is the Principal who oversees the Executive Search and Recruitment
practice. Key staff members include Cris Piasecki, who supports the search practice and the
firm's administrative staff includes Tomi Ewing, the Finance/Contracts Administrator, and
Jackie Collins, Jessica Towner and Michelle Ross. Temporary staff as needed augments the
team.
Mr. Avery, having served in the past as a City Manager,provides the firm with direct experience
and knowledge of city administration. Mr. Kimura's expertise in executive, technical and
business recruitment, which he gained during his nineteen years of high technology experience,
provides the basis for many of the recruitment strategies and tactics utilized by the firm.
Collectively and combined, the firms Principals offer exceptional expertise in the area of public
sector recruitment and consulting.
Firm Qualifications/Experience - What Differentiates Avery Associates
Exceptional service delivery and a very high quality work product provide excellent results for
our clients. This begins with the initial client meetings, which lead to detailed timelines for
deliverables followed by weekly recruitment status updates following initiation of the search.
Our candidate outreach efforts are professionally and confidentially conducted. The evaluation
materials we provide clients are routinely characterized as accurate, comprehensive and of very
high quality. We believe more so than any other public sector recruitment firm. This is largely
based on our interview system utilizing behavioral interview techniques, which we describe in
our recruitment plan. This leads to a quality product with excellent end results for our clients.
The service element is based on two factors: The first is the collective service philosophy from
all of our organizational team members. They are each dedicated to providing service and
support to clients. The second factor is based on the high level of engagement and participation
from the firm Principals in every search assignment. This hands-on involvement includes client
interface, identifying and developing the ideal candidate profile and position specification,
development of the search strategy,candidate outreach, interviewing and assessment,completion
of reference interviews, candidate presentation, final interview facilitation and when desired,
negotiation of employment terms with the successful candidate.
1
Recruitment Team for the City of Rosemead
Bill Avery will serve as the Project Lead for this assignment. Mr. Avery will be personally
involved in the initial client meetings, development of the ideal candidate profile and search
strategy, interviewing and assessment of candidates,the presentation of candidates, attendance at
final interviews and will be available throughout the search process to provide other related
consulting services.
Recruitment Strategy and Services Provided
I. Position Profile and Organizational Assessment
The initial assessment phase is a critical component of the search process.Mr. Avery will
meet with the key decision makers to discuss the organizational needs and position
requirements and to formalize the job description.
Our goal for this aspect of the recruitment process is to:
• Understand the City priorities for this position.
• Develop a clear understanding and consensus on the expertise, experience,
education,performance attributes and operational style of the ideal candidate.
• Discuss the goals, objectives, deliverables, and challenges related to this
position.
• Gain insight of the various organizational dynamics and departmental issues
that exist within the organization.
• Identify the compelling aspects to this opportunity.
The formal position description and a subsequent ideal candidate profile would be
developed from the above discussions and incorporated into the formal position
announcement. The candidate profile is also utilized in various other means as a
marketing tool,for advertising copy,postings,and for other announcements.
11. Development of the Search Strategy
Our search strategy will be developed in conjunction with the organizational assessment.
The final approach is based on your input and considerations during the assessment
activity. For this assignment, we feel it is critical to develop a high level of visibility
with a comprehensive outreach program supplemented by a focused targeted recruitment
approach. We would incorporate the following elements into this search:
2
• Development and contact of a targeted candidate list based on our extensive
database of recruitment contacts,referrals and recommendations from key sources
and other current and former incumbents or related personnel who have extensive
contacts and networks in the area being recruited.
• Job postings on Internet-based job boards and association-based websites that are
unique to these disciplines and/or to the public sector in general.
• Research, which begins with identification and contact of current incumbents or
other candidates who meet the profile, but are not actively seeking employment.
This is the crux of our direct and aggressive phone and email outreach approach.
It is our experience that despite extensive mailing, postings and announcements,
many qualified individuals will not know of a position being available.
• An extensive, personalized mailing campaign to individuals identified through the
identification process described above.
• Print advertising in various periodicals related to the various positions being
recruited. These may include discipline-specific periodicals, or general
distribution magazines such as Jobs Available or League of Cities publications.
• Development and distribution of the comprehensive position announcement to
various city, county, and state departments, as well as agencies throughout the
state and country.
• Reaching out to ethnically based or gender based organizations via email
campaigns and/or direct mail and phone outreach.
Ill. Candidate Assessment
Our assessment process involves several "tiers" of evaluation. All candidates responding to
this position will initially be evaluated based on their resume and if appropriate,an extensive
phone "screening" by a member of the project team. Candidates who pass the initial
"qualifying" criteria are then scheduled for a formal interview with Mr. Avery. These
extended personal interviews typically take one hour and a thorough discussion of their
experience,accomplishments,management philosophy and interpersonal style takes place.
In interviewing candidates, we utilize a methodology based on "behavioral" interview
techniques. Fundamentally, this approach explores a candidate's past accomplishments
and experiences that relate to the position being considered. The philosophy here is that
the best indicator of future performance is to evaluate past behavior. This methodology
allows the firm to "project" how a candidate would approach and address the key
challenges in the new position.
3
Those individuals who best fit the position requirements will have a Candidate
Assessment Report developed by the Principal who conducted the interview.
Additionally, two initial reference interviews are performed on these candidates. The
reference interviews provide our clients with additional insights on the candidate's
"behavior" and style.
IV. Candidate Presentation
Upon completion of formal interviews, a selection of candidates for presentation is made. We
feel our extensive qualification, interview, and reference interviewing process and the
knowledge gained during our initial assessment period; enable our client to proceed with fewer
rather than more finalists. However, we will not restrict or limit the number of candidates
recommended as this decision is related to the overall strength and depth of the candidate pool.
The final candidates are presented in our extensive candidate presentation "book". Each
finalist will have a file consisting of a candidate summary sheet, the submitted cover
letter and resume, the Candidate Assessment Report (based on the "behavioral"
interview), and two candidate reference interviews. This extensive profile on each
recommended candidate continually generates positive feedback from our clients as it
provides extensive detail beyond just a resume.
The Candidate book also identifies other candidates who were given secondary
consideration, which provides the client insight on others who were interviewed. Candidate
summary sheets are created for everyone who submitted a resume would also be included.
This provides the client an insight to the level and nature of response for their position.
V. Selection Process
Once the final candidate interview group is identified, we will assist in the structuring of
the interview process and coordinate the interview scheduling activity. Our firm will also
provide candidates with guidance related to travel planning, hotel accommodations, as
well as other interview planning issues. Our firm will also develop potential interview
questions and be in attendance during final interviews to help facilitate the process and to
lead an end of day debrief and evaluation process.
VI. Position Closure and Follow-Up
Based on the firm's experience in human resource management and executive search,we are
able to assist our clients in formulating appropriate compensation and other employment
arrangements. We will be available throughout our retention to assist in this process.
As a matter of policy, Avery Associates monitors the transition and progress of any
executive we place with a client. Within the first three to six months following the hired
individual joining the City, we will speak with that individual to ensure the transition has
effectively occurred. During the same period we will also review the individual's status
with your office.
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Recruitment Schedule
Task Scheduled Dates
Search Initiation,Marketing &Advertising Development: Weeks 1 -4
• Initial meetings with city manager and city staff to define the
ideal candidate profile
• Develop working draft of the recruitment brochure for
approval by client
• Recruitment strategy finalized
• Determination of advertising scope and placement deadlines
• Brochure designed and printed
Marketing, Advertisement and Outreach Period: Weeks 4- 10
Advertise in:
• Mailing to city managers
• Jobs Available
• ICMA newsletter and website
Preliminary candidate screening
Candidate Review -Screening and Finalists Selection Weeks 9-12
Development and finalization of Interview process and interview Weeks 13-14
questions
Interviews with City Week 15
Final interviews and reference checks Week 16
Appointment Offer/Acceptance Week >17
Report to Work Date Week >17
References
I. Town of Los Gatos
Rob Schultz,Town Attorney;408.354.6880
!I. City of Oxnard
Greg Nyhoff,City Manager; 805.385.7430
III. City of Paso Robles
Meg Williamson, Assistant City Manager; 805.2373888
Consulting Fee
Based on the services described in our proposal, the professional services consulting fee for this
recruitment will be$17,900. If awarded the search,we would request an initial retainer of$6,900
at the outset of the search. A second invoice of 55,500 would be submitted upon the Clients
acceptance of a finalist candidate group. The final balance of $5,500 would be invoiced upon
acceptance of a job offer constituting completion of the search. Our invoicing models ensures
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the firm will remain totally committed to the City throughout the duration of the search as the
final invoice is not submitted until the City has an accepted candidate. The consulting fee will be
inclusive of all services defined within this proposal unless otherwise stated.
In addition to the Professional Services Fee, normal and direct out-of-pocket expenses associated
with the search are charged back to the client. Expenses for this assignment would be a not-to-
exceed amount of $6,500 without the express consent of the City. These expenses include:
advertising, clerical time, supplies, printing, telephone, postage, background checks, and
consultant travel for client discussions, meetings and local or out-of-area candidate interviews.
All expense items will be detailed and billed on a monthly basis.
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Avery Profile
William Avery
William Avery founded his successful management consulting firm in 1981. He has directed
William Avery & Associates in service as a Labor Relations and Executive Search consultancy,
serving personally as a chief negotiator, trainer, and representative in grievance and disciplinary
matters.
A specialist and widely recognized expert in employer-employee relations, he has served as a
City Manager (Los Gatos) and Assistant City Manager. While City Manager, he was President
of the Santa Clara County City Manager's Association and Chair of the County Employee
Relations Service.
Bill has lectured at De Anza College, San Jose State University, and Stanford University, and
regularly makes presentations for the League of California Cities, CALPELRA, and other public
sector organizations.
Building on his personal track record of success, he expanded the fine's focus to include
increased emphasis on public and private sector search. He added proven industry professionals
with expertise in these areas. The result has been to create an exceptionally strong management
consulting firm, now known as Avery Associates, with the expertise to provide the full range of
services required for successful public or private sector executive search.
A key measure of the firm's success has been the many long-term relationships that he and his
staff have established with clients.
Bill holds B.A. in Political Science and an MPA from San Jose State University, where he was
graduated with highest honors.
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Avery Profile
Paul Kimura
Paul Kimura brings a unique combination of recruitment and business experience to Avery
clients.
Paul is involved in leading Avery's public sector professional searches. He has been both a
corporate recruitment director and HR director for a number of high technology companies,
ranging from Fortune 500 firms such as Novell and National Semiconductor to a Silicon Valley
start-up. His proven recruitment and HR generalist skills help him bring forward the best
available candidates and properly assess their skills and"fit" with client organizations.
Indeed,many of the recruitment strategies and tactics incorporated into the Avery search process
are a direct result of Paul's extensive recruitment experience in the high technology industry.
Paul has been a successful HR consultant, guiding clients through all aspects of Human
Resources functions — compensation & benefits, employee and management training,
performance management,and termination issues.
He is skilled in areas such as strategic planning, executive coaching, separation negotiation, and
organizational assessment and design. It's another service that Avery Associates is able to offer
its clients because of the unique background of its principals — and Paul's extended skill set in
Human Resources underscores the fact that Avery professionals "have been there" and
understand your needs from a personal perspective.
Paul holds a B.S. degree in Business Administration from San Jose State University. He is active
in professional HR organizations and in the community, where he has worked with a number of
education,youth service,civic,business,and cultural organizations.
"Just as Avery looks to form long-lasting relationships with its clients, I believe in making the
same commitments within my community."
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Guarantees and Ethics
Whenever William Avery & Associates, Inc. is retained; we make several guarantees and
commitments to a client. Due to our experience, knowledge and success within the
management-consulting field, we assure a client that we will only present candidates who meet a
substantial majority of the ideal qualifications that you have outlined. We are also committed to
continue our search efforts until a successful candidate is employed.
During our placement efforts, we openly share any relationships, previous experience and
knowledge for any candidate we present for consideration. Our commitment and responsibility is
to our clients and their best interests.
It is also our practice to replace a candidate who may voluntarily resign during the first year of
his/her employment. This same commitment applies if the client finds it necessary to terminate
or to request the resignation of the selected individual in the first year for any reason. In either
case, we invoice a client only for out-of-pocket expenses incurred in identifying a replacement.
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