HomeMy WebLinkAboutAgenda Report - August 18, 2004 I-05AGENDA ITEM 1-5
CITY OF LODI
COUNCIL COMMUNICATION
TM
AGENDA TITLE: Update on Process of Recruitment for New City Manager, Authorize Mayor
Hansen to Execute an Agreement with CPS Executive Search, and Appropriate
Funds up to $25,500
MEETING DATE: August 18, 2004
PREPARED BY: City Clerk
RECOMMENDED ACTION: That, following an update on the process of the recruitment for a
new City Manager, Council, by motion action, authorize Mayor
Hansen to execute an agreement with CPS Executive Search and
appropriate funds up to $25,500.
BACKGROUND INFORMATION: On August 4, 2004, the City Council authorized Mayor Hansen to
negotiate with the firms of 1) CPS Executive Search and 2) Bob
Murray & Associates regarding a contract and process for recruiting
a new City Manager and to make a recommendation to Council on
August 18, 2004.
Mayor Hansen has met with representatives from both firms, and following an update on the recruitment
process, it is recommended that City Council take appropriate action.
FUNDING: ;es
"RKUrueTger,
rom 10040 .7323 (City Manager/Professional Services)
r
f=inance Director
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APPROVED:
Susan J. Blackston
City Clerk
Janet S. Keeter, Interim City Manager
counc!Ucouncom/CMRecruhment2.doc
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GST t 0 LC'E
Executive -Search
PROFESSIONAL SERVICES AGREEMENT
CPS Executive Search, a Division of CPS Human Resource Services, agrees to provide
the following services to the City of Lodi in conjunction with the recruitment of a City
Manager.
I . Establish job requirements/candidate profile
2. Prepare recruitment brochure and place advertising
3. Recruit aggressively
A. Identify and contact referral sources
B. Identify and contact potential candidates
4. Conduct Preliminary Screening
A. Conduct the initial resume screening
B. Conduct preliminary interviews
5. Prepare a report summarizing the results of the recruitment process and assist the
City in the selection of finalists
6. Provide advice and assistance to the City in the design and implementation of the
final selection process.
7. Perform reference checks
CITY CLERK'S NOTE: Attached is the
professional services agreement and
proposed recruitment schedule from
CPS Executive Search. These documents
pertain to Item 1-5 on the August 18, 2004
City Council agenda and have been distributed
to Council (at Mayor Hansen's request) for
rPvipw prior to the meetina.
City of Lodi
City Manager
8. Provide other services on the terms set forth in CPS Executive Search's proposal
to the City, dated August 9, 2004, attached hereto as Exhibit A.
For professional services provided under this Agreement the City of Lodi agrees to
compensate CPS Executive Search $18,000 plus reimbursement of directly related
expenses for such items as travel, advertising, long-distance telephone, printing, and
postage 1 delivery charges. Expenses will be reimbursed at actual cost. Total cost,
professional fees plus' expenses, shall not exceed $25,500. Professional fees and
reimbursable expense will be billed and paid monthly.
This Agreement is effective upon approval by the City Council and shall continue until
all services are completed. '
CITY OF LODI
NAME:
TITLE:
DATE:
CPS EXECUTIVE SEARCH, A DIVISION OF CPS
NAME:
TITLE: Executive Recruiter, Senior Manager
DATE: August 16, 2004
Page 2
EXHIBIT A
August 9, 2004
Mayor Larry Hansen
City of Lodi
221 West Pine Street
Lodi, CA 95240
Dear Mayor Hansen:
Thank you for the opportunity to submit a proposal to assist the City of Lodi with the
recruitment of a new City Manager. We have considerable experience in recruiting city
managers in California, and would be very pleased to assist your community as well.
CPS Executive Search (form'erly Shannon Executive Search), a division of CPS Human
Resource Services, has provided executive recruitment and advisory services to local
government clients in the western United States since 1986. The types of services we provide
are as follows:
• Executive Search: Focusing on the recruitment and selection of city managers and other
key management, professional, and technical staff.
• Organization Development and Training: Offering training and group facilitation for
council-manager relations, team -building, organizational trouble -shooting, and staff
development.
• Human Resources Advisory Services: Providing consulting resources in position
classification and compensation analysis, civil service and merit system restructuring, and
management performance assessments.
With respect to this particular assignment we possess a number of important strengths:
• The successful completion of approximately 640 recruitments for more than 250
clients since the mid 1990's. We have extensive experience in the recruitment of all types
of local government executive and professional staff, including council/board appointed
executives, department directors, and key professional and management positions.
• We have conducted multiple recruitments for city manager and related positions. For
example, we have completed related recruitments ' for -the Northern California cities of
Ceres, Concord, Davis, Escalon, Livingston, Sacramento, Seaside, Taft, Visalia, and West
Sacramento. Our other notable California city manager/administrator searches include
Long Beach, Newport Beach, Riverside, and Santa Barbara among numerous others. In
addition, we have successfully conducted city manager recruitments for the cities of
Chandler, Peoria, and Scottsdale, Arizona, and have. recently been selected by the City of
Dallas, Texas to conduct the recruitment for its next City Manager.
• We have conducted multiple recruitments for other #management positions in your
area. We have conducted a number of management level recruitments for other public
agencies in your region recently. For example, we have assisted Stanislaus County with the
recruitment of its Community Services Agency Director; San Joaquin County with its
County Administrative Officer and Health Care Services Agency Director; the City of
Stockton with two Deputy Public Works Directors; and the South San Joaquin Irrigation
District with its General Manager. Each of these recruitments were uniquely designed to fit
the needs of the individual client and calculated to provide a strong, competitive pool of
candidates.
In-depth understanding of all local government operations, programs, and services.
This understanding has been gained both as local government managers and as consultants
to local governments throughout the Western United States.
CPS Executive Search understands the selection of the City Manager is a critical decision for
your City and we are prepared to make the process as smooth and efficient as possible. A
detailed proposal outlining our services, staff, reference sources and cost is attached for your
consideration.
Again, thank you for the opportunity to be considered for this assignment. if you need
additional information, please contact me at (916) 263-1401 or visit our website at
www.cps.ca-gov/search.
Sincerely,
Kris Kristensen
TABLE OF CONTENTS
I. OUR APPROACH - EXECUTIVE SUMMARY
II. CONSULTANT TEAM
III. EXECUTIVE SEARCH PROCESS IN DETAIL
i
IV. REFERENCE'S
V. PROJECT TIMING
V!. COST
V11. OPTIONAL. SERVICES
Proposal to the City of Lodi
PAGE
1
3
6
10
12
13
14
2
I. OUR APPROACH - EXECUTIVE SUMMARY
The City of Lodi is about to make a decision of great significance—the selection of a new City
Manager. This decision will have a dramatic and direct impact on the development and
implementation of the City's policies and services for years to come. Because this decision is so
critical, CPS Executive Search has developed the most comprehensive and sophisticated
executive search service available to local government today. Our unique approach to executive
search includes the following features:
CITY COUNCIL INVOLVEMENT
The City Council must be intimately involved in the search for a new City Manager. For this
reason, our approach assumes their direct participation in key phases of the search process,
including the development of the candidate profile and recruitment strategy, the selection of final
candidates, interviews with the finalists, and ultimately, the selection of a new City Manager.
CITY'S NEEDS
A critical first step in a successful executive search is for the City Council to define the
professional and personal qualities required of its City Manager. To be certain this occurs, we
have developed a very effective process that will permit the City to clarify the preferred future
direction for the community; the specific challenges the City is likely to face in achieving this
future direction; the working style and organizational climate the City Council wishes to
establish with its City Manager; and ultimately, the professional and personal qualities that will
be required of the City Manager to implement the City Council's policy direction.
AGGRESSIVE RECRUITMENT
The best City Manager candidates are often not actively seeking a new position. They may be
very satisfied with their current situation, and will only consider a change if a more attractive
career opportunity is presented to them. This is why we take an aggressive approach in
identifying and recruiting the best available candidates.
SELECTION
The selection of the best available candidate requires the use of tools that have been specifically
designed to evaluate each candidate against the personal and professional qualities identified by
the City Council. For this reason, we tailor our selection techniques to the City`s specific
requirements. In addition, we also assume responsibility for administering the selection process
for the City Council.
Proposal to the City of Lodi 3
EMPLOYMENT AGREEMENT
One of the most sensitive parts of the selection, process is frequently the, development of an
employment agreement with the new City Manager. If this is not done with care and precision, it
can result in either losing the preferred candidate, or beginning the employment relationship in
an awkward manner. To preclude this from occurring, we are available to assist the City Council
and the City Manager in developing an agreement that is acceptable to both parties.
ONE-YEAR GUARANTEE
If the candidate selected and appointed by the City Council terminates employment for any
reason before the completion of the first year of service, CPS Executive Search will provide the
City with whatever professional services are required to appoint a replacement. Professional
consulting services will be provided at no cost.
Proposal to the City of Lodi
11. CONSULTANT TEAM
CPS Executive Search has assembled a uniquely qualified team of professionals to assist the
City. This team possesses extensive consulting experience and a direct, in-depth understanding
of local government. Each team member routinely serves as an engagement manager and
personally handles every aspect of the executive search process. Kris Kristensen will lead this
engagement.
KRIS KRISTENSEN
Since joining CPS Executive Search in 1998, Mr. Kristensen has assisted numerous local
agencies in recruitments for a variety of executive positions including city manager, deputy city
manager, police chief, community development director, information services manager, public
defender, and internal audit director. He brings to each recruitment an extensive background in
general management, human resources, labor relations, budgeting, finance, and organizational
development along with experience in strategic planning, redevelopment, recreation, and capital
projects.
Mr. Kristensen has concluded a successful 25 -year management and operations career with three
California cities, most recently as City Manager with the City of Woodland. An accomplished
team leader, Mr. Kristensen has enhanced intergovernmental collaboration through the
establishment and/or operation of three countywide joint powers authorities for workers.
compensation/liability insurance services, public transportation, and emergency
communications/dispatch services. His management responsibilities included the recruitment
and selection of over 15 top-level law enforcement, fire protection, finance, planning,
engineering, parks and recreation, and library managers for the City of Woodland alone.
Mr. Kristensen obtained his Bachelor's degree from California State College, Sonoma and his
Master's degree in Public Administration from the University of California, Riverside.
Mr. Kristensen has personally led city manager searches for the cities of Escalon, La Canada-
Flintridge, Livingston, Seaside, and West Sacramento, CA and was active in the recent City of
Chandler, AZ City Manager recruitment. In addition, Mr. Kristensen has led numerous other
recruitments for Board appointed officials with counties and utility districts including San
Joaquin County (County Administrator, Health Care Agency Director), South San Joaquin
Irrigation District (General Manager), and Marin Municipal Water District (General Manager).
�11"
Mr. Shannon has thirty years of human resources management experience including twenty-four
year's experience as a consultant to local, regional, and state government. During this time,
numerous consulting engagements have been successfully completed for cities, counties,
Proposal to the City of Lodi
E
educational institutions, special districts, and regional and state agencies. Mr. Shannon was a
partner in another local government consulting firm for ten years prior to establishing his own
firm in 1986. He began his career in key management positions with the City of Inglewood,
California.
Mr. Shannon personally conducts the most sensitive and complex recruitments. During his 23
years of consulting experience, Mr. Shannon has personally completed over 100 recruitments for
council/board appointed officials, including city managers, county executives,' district general
managers, and regional agency executives.
In addition to his extensive recruitment experience, Mr. Shannon is recognized as a national
leader in human resources management. Specific areas of expertise include management
compensation, performance planning and evaluation, group facilitation, strategic planning, and
organization improvement.
Mr. Shannon received his Bachejor's degree from the University of California, Santa Barbara and
his Master's degree in Management from.the University of California, Los Angeles.
DAVID HARRIS
Throughout his 30 -year career as a local government executive and executive recruiter, Mr.
Harris has been involved in myriad senior management recruitments, assessment centers and
other human resources related projects. Since joining CPS Executive Search in 1997, Mr. Harris
has been involved as project manager in the recruitment of city managers, county executives,
public safety administrators, transportation managers, finance officers, and most other city and
county executive positions. He is experienced in all phases of the recruitment process.
Prior to his work with CPS Executive Search, Mr. Harris served for nearly 20 years as City
Manager of Dixon, California and, prior to that, for nearly six years as Assistant City Manager of
Fairfield, California. Mr. Harris was awarded the ICMA Award of Excellence for Local
Government Innovation in 1997 and is the author of articles that have been published in state and
national journals. His Bachelor's degree and Master's degree were both earned at Brigham
Young University,
TERI BLACK BRANN
Ms. Black Brann manages our Los Angeles area office and has conducted a variety of local
government recruitments in California, Oregon, Arizona, Colorado, and Minnesota. Over the
last two years, she has successfully placed candidates in a wide array of positions including city
manager, assistant and deputy city manager, police chief, police captain and lieutenant,
community and economic development director, humanresource director, public works director,
city clerk, director of maritime, parks, recreation and neighborhood services deputy director,
communications and public affairs director, librarian, director of information technology, and
director of youth services, in addition to specialized support positions.
Proposal to the City of Lodi 6
Before entering the executive search field, Ms. Black Brann enjoyed a successful 14 -year career
in local and federal government, serving in a number ' of management positions where she
oversaw policing/crime prevention, communications, human resources, finance,
public/legislative affairs, information technology, and strategic planning among other areas. In
the Clinton Administration, Ms. Black Brann served as Chief of Staff for the Office of
Community Oriented Policing Services (COPS)/U.S. Department of Justice where she ran the
day-to-day and strategic operations of a $1.9 billion federal agency.
Ms. Black Brann earned her Master of Public Administration degree from the University of
Southern California. She holds a Bachelor's degree from California State University, Fullerton.
STUART SATOW
Until very recently, Mr. Satow was a fixture on television in the Sacramento region for 22 years.
As a sportscaster for ABC affiliate KXTV Channel 10, Mr. Satow interviewed hundreds of
management -level executives, university officials and professional and amateur athletes. He is a
popular public speaker and emcee who has long been involved in community events in the
Sacramento region. With a BA degree in Communication Studies from California State
University, Sacramento and 27 years of experience in the communications industry, Mr. Satow is
an experienced writer and interviewer who has excellent people skills and a positive track record
in staff and project management.
CHRISTINE IAMS
Christine Iams has over 15 years of professional and management experience in the private and
public sector, including experience in the areas of employee and management training, employee
relations, classification and compensation, and employee recruitment, selection and retention.
Ms. Iams has worked as a Technical Recruiter and Senior Director for a staffing organization,
which recruited and placed Information Technology professionals on contract assignments.
Recently, Ms. Iams was responsible for recruitment policies and procedures for the California
County Departments of Social Services and Child Support Services. Since joining CPS
Executive Search in 2002, Ms. Jams has been involved in numerous searches on behalf of cities,
counties and other governmental organizations.
Ms. lams has a Bachelor of Arts Degree in Telecommunications & Film from San Diego State
University, with a minor in Business Administration.
Proposal to the City of Lodi 7
III. EXECUTIVE SEARCH PROCESS IN DE'T'AIL
The executive search process presented below is designed to provide the Mayor and City Council
with the full range of services required to assure the ultimate selection of a City Manager who is
uniquely suited to Lodi's needs.
PHASE I - DEVELOP CANDIDATE PROFILE AND RECRUITMENT STRATEGY
Task 1 - Review and Finalize Executive Search Process and Schedule
A critical first step in this engagement is a thorough review of the search process and schedule
with the Mayor and City Council. This will ensure that the City's needs are met in the most
complete manner possible.
Task 2 - Meet Individually with the Mayor and Each Council Member
As a prelude to a workshop session with the City Council, the consultant will meet individually
with the Mayor and each, Council Member: The purpoge of these meetings is to develop
individual insights regarding the community's needs, and the personal and professional
characteristics desired in a City Manager.
Task 3 - Receive Input From Others
As desired by the City Council, the recruitment -process can' provide for the active participation
of community/business leaders, department heads, employee representatives and/or others in the
development of the candidate profile. The specific nature of the involvement process would be
developed in consultation with the City Council. The results of the above activities will be
summarized by the consultant and provided to the City Council as an additional source of
information for developing the candidate profile and selection criteria.
Task 4 - Development of Candidate Profile and Recruitment Strategy
This task will be accomplished during a workshop session of approximately two hours in length
involving the Mayor, Council and the consultant. This task will result in the identification of the
personal and professional attributes required of the new City Manager, and include the following
activities:
• The City Council will identify priorities for the new City Manager.
• The consultant will assist the City Council in identifying the conditions and
challenges likely to be encountered in achieving the priorities identified above.
• The City Council will describe the type of working relationship they wish to establish
with the City Manager.
Proposal to the City of Lodi
• The consultant will assist the City Council in generating a list of specific
competencies, experiences, and personal attributes needed by the new City Manager
in light of the analyses conducted above.
• The consultant will present several recruitment and selection strategies for the City
Council's consideration. The City Council will choose the recruitment and selection
process most likely to produce the intended results.
Task 5 - Prepare Recruitment Brochure and Place Advertisements
Following the completion of the workshop session, text for arl attractive recruitment brochure
will be prepared and presented to the City Council for review prior to printing (sample copy
enclosed). In addition, advertisements will be prepared and placed for publication in appropriate
magazines, journals, newsletters, job bulletins, and web sites.
PHASE II - RECRUITMENT
Task 1 - Identify and Contact Potential Candidates
This very crucial task will include a variety of activities designed -to attract the best available
candidates. In addition to the placement of advertisements in appropriate professional journals,.
CPS Executive Search will:
• Utilize our expansive city manager network to tap the interest of appropriate qualified
candidates. These individuals are typically contacted very soon after they have received
a recruitment brochure in order to maximize the impact of the multiple contacts.
• Contact leading and respected city management professionals to request assistance in
identifying outstanding potential candidates.
• Select quality candidates for consideration from past CPS Executive Search recruitments.
• Execute a direct mail campaign by distributing a copy of the recruitment brochure
transmitted by personal letter to a targeted audience.
• Personally follow-up with potential candidates to explain the career opportunity, answer
questions, and encourage them to submit a resume. Oftentimes this component
necessitates multiple conversations with the most attractive potential candidates to peak
their interest and to answer their questions.
Proposal to the cityof"i
9
Task 2 — Conduct Initial Screening
All resumes will be submitted directly to the consultants for initial screening. This screening
process is specifically designed to assess the personal and professional attributes the City is
seeking and will include:
• A thorough review of each candidate's resume and other supporting materials.
• Personal interviews with the candidates who appear to best meet the City's needs.
This group typically includes approximately 12.15 candidates.
Task 3 -- Mayor and City Council Select Finalists
At the conclusion of the previous tasks, the consultant will prepare a written report that
summarizes the results of the recruitment process and typically recommends 5-8 candidates for
further consideration by the Mayor and Council. This report will include the candidate resumes
and a profile on each candidatd's background. The candidate profile includes a summary of
current responsibilities and an assessment of each candidate's potential fit. The consultant will
meet with the Mayor and Council to review this report and -to assist the Mayor and Council in
selecting a group of finalists for further evaluation.
PHASE, III - SELECTION
Task 1 - Design Selection Process
At the City's request, the consultant will design a selection process to be utilized by the Mayor
and Council in assessing the final candidates. This process will typically include an in-depth
interview with each candidate, but may also include other selection tools such as an oral
presentation, preparation of written reports, and problem -solving exercises.
Task 2 - Administer Selection Process
The consultants will coordinate all aspects of the selection process for the Mayor and Council.
This includes contacting both the successful and unsuccessful candidates, preparing appropriate
materials, facilitating the interviews, and assisting the Mayor and Council with deliberation of
the results of the interviews and other selection activities.
Task 3 - Arrange Follow-up Interviews and Conduct In-depth ReferenceBackground
Checks
Following the completion of the selection process, the consultants will be available to schedule
and coordinate follow-up interviews, and complete reference checks on the top 2-3 finalists. The
in-depth reference checks are conducted in confidence and include elected officials, community
leaders, peers, and subordinates. A written summary of the reference checks is provided to the
Mayor and Council. We can also arrange for an optional background records check of an
applicant's driving record, court and credit history, newspaper article research and other sensitive
items.
Proposal to the City of Lodi 10
Task 4 - Assist Mayor and City Council in Developing Employment Agreement
Once the City Officials have made a selection, the consultant will assist the Mayor/Council and
new City Manager in developing the terms of an agreement that covers compensation and other
terms and conditions of employment. This process is typically completed in collaboration with
the City Attorney or other appropriate outside legal counsel.
PHASE IV - TRANSITION PLANNING PROCESS (OPTIONAL SERVICE)
Based on the parameters established in Phase I, the consultants can facilitate a workshop session
involving the Mayor/Council, and the new City Manager. This session is designed to ensure that
the Mayor/Council and Manager are clear about mutual expectations and will include:
• The clarification of roles between the Mayor, Council and Manager, and ways of
dealing with role conflicts as they arise.
• The development of performance objectives for the City Manager for the first year.
• The development of the performance evaluation criteria for use by the Mayor/Council
during the Manager's first year of service, and an evaluation framework that can be
used in future years.
This exercise has been very well received by many of our clients as it has helped to get the most
important working relationship in city government off to a positive start and helps to maintain a
productive working relationship thereafter.
Proposal to the City of Lodi
11
IV. REFEAENCES
Listed below are reference sources for a sample,of recruitments we have concluded far City Manager and
related positions:
Client Position Contact
Ceres
City Manager
Tim Kerr
City Manager
209 538-5700
Chandler, AZ
City Manager
Boyd Dunn
Mayor
480 782-2206
Concord
' City Manager
Ed James
City Manager
925 671-3158
Davis"
City Manager
Susie Boyd
Mayor
530 757-5602
Escalon
City Manager
Marty Van Houten
Mayor
209 838-4105
Livingston
City Manager
Gurpal Samra
Mayor
209 394-8041
Long Beach
City Manager
Beverly O'Neil
Mayor
562 570-6801
Marin Municipal Water District
General Manager
Alex Forman
Board President
415 945-1449
Peoria, AZ
City Manager
Tent' Ellis
City Manager
602 412-7307
Sacramento
City Manager
Bob Thomas
City Manager
916 264-5704
Santa Barbara
City Administrator
Joan Kent
Deputy City Administrator
805 564-5303
Proposal to the 0ty ofi`.odi 12
San Joaquin County
County Administrative Officer
Don Turko
Health Care Services Agency
Human Resources Director
Director
209 468-3370
Scottsdale, AZ
City Manager,
Neal Shearer
Human Resource Service
' Administrator
480 312-2777
Seaside
City Manager
Jerry Smith
Mayor
831899-6700
Stanislaus County
Community Services Agency
Ken Patterson
Director
Director
209 558-2000
Stockton
Deputy Director/City Engineer
Jim Giottonini
Deputy Director/Operations &
Public Works Director
Maintenance
209 937-8339
South San Joaquin Irrigation District
General Manager
Steve Stroud
General Manager
,209 823-3101 ext. 109
Taft
City Manager
Becky Napier
City Manager
661763-1222
West Sacramento
City Manager
Bill Kristoff
Council Member, former Mayor
916 617-4500
'Recruitment conducted by consultant Teri Black Brann prior to joining CPS Executive Search
Proposal to the City of Lodi
13
V. PROJECT TIMING
CPS Executive Search is prepared to begin work immediately. We can complete all search
activities up to and including the selection of a new City Manager in 12 to 16 weeks. The precise
schedule will depend on the placement of advertising in the appropriate professional journals,
and the ability to schedule, as quickly as possible, the initial City Council interviews and the
initial workshop session with the City Council. A proposed schedule is presented below.
PROPOSED SCHEDULE
Task Name
Month 1
Month 2
Month 3
Month 4
1 2 3 4 5 6 7 18 1 9 1 14 1 13 1 12 13 1 14 1 15 1 16
Initial Meeting to
Define Candidate
Profile
'
➢'
'
; D
Place Ads and Draft
Brochure
Brochure Approved
and Printed
ressive Recruiting
Final Filing Date
Preliminary Screenin
Report of Results to
atV Council
0tv Interviews
A intment
Weeks
1 2 3 4 5 6 7 8 9 10 11 12 13 14 13 1 16
Proposal to the City of Lodi
14
VI. COST
FEES FOR PROFESSIONAL SERVICES
The professional fee for full consulting services is $18,000. This fee covers all the consultant
services associated with Phases I, II and III of the recruitment process, including a total of four
field visits to develop the candidate profile and recruitment strategy, present the names of
recommended candidates and assist the City in finalist selection, and facilitate City interviews.
Additional services beyond the scope of the proposal will be provided, upon request of the client,
at the rate of $200 per hour. These services will be defined in advance and an estimate of the
total cost provided prior to beginning such services.
REIMBURSABLE EXPENSES
Actual out-of-pocket reimbursable expenses for such items as advertising, brochure printing,
copying, long distance telephone, postage/delivery charges, and consultant travel.
Estimated Range.................................................................................................... $6,000 - $7,500
Professional fees and reimbursable expenses would be billed and paid monthly.
ONE-YEAR GUARANTEE
In the event the candidate selected and appointed by the City terminates employment for any
reason before the completion of the first year of service, CPS Executive Search will provide the
City with whatever professional services are required to appoint a replacement. Professional
consulting services will be provided at no cost.
Proposal to the City of Lodi
15
VII. OPTIONAL SERVICES
Frequently our clients require supplemental 'consulting services to meet the community's unique
needs. With this in mind, we are prepared to provide the following optional services.
COMMUNITY INVOLVEMENT
Our clients sometimes desire input from the community in the development of the candidate
profile. At the direction of the City Council, we will tailor a citizen involvement process that
meets the unique needs of the community.
TRANSITION PLANNING PROCESS
Once the City Council has selected a City Manager, the relationship between City Council and
Administrator is just beginning,' and how it commences can affect the relationship for years to
come. To be sure this relationship begins on a constructive basis, we will assist the City Council
and City Manager in a transition planning process -that will ensure that the City Council and City
Manager are clear about mutual expectations. Specific activities include the development of
performance objectives, the clarification of the City Council and City Manager roles, and the
development of performance evaluation criteria for use by the City Council during the City
Manager's first year of service.
COMPENSATION SURVEY
The trained compensation professionals on our staff are available to provide up-to-date and
complete base salary and total compensation survey data.
Proposal to the City of Lodi 16
PROPOSAL
to the
CITY OF LODI
to rectum a
CITY MANAGER
*$*CFS
Executive search
241 Lathrop Way
Sacramento, CA 95815
Tel 9161263-1401
Fax 916/561- 7205
Website: www.c s.ca. ov/search
August 9, 2004
CITY OF LODI
CITY MANAGER
PROPOSED RECRUITMENT SCHEDULE
TASK COMPLETED BY
1, Kickoff meetings;
a. Initial meeting with Mayor 8116
b. Individual City Council member interviews 8118
c. Meet 1 talk with others to develop. profile 8119-23
d. Profile development meeting with City 8124
Council; finalize profile & schedule
2. Prepare and place advertising 8125
a. Advertising appears 8/26-9/30
3. Recruitment brochure
a. Draft brochure text submitted to City 8/27
b. City provides text changes 913
c. Brochure printed & distributed 9110
4, Identify and contact potential candidates 9/13-10/8
5. Final fling date for candidates 10/15
6. Resume review and preliminary interviews
a. Preliminary resume screening by consultant 10/18-19
b. Preliminary interviews by consultant 10/21-29
7. Meet with / present written report to City Council; 11/1-5*
Council selects finalists
8. City interviews finalists; recommends top 1-2 11115-19*
candidates
9. Consultant conducts background & reference checks 7-10 days
on top candidates
10. City Council's (including Council members -elect) 11/29 —12/3*
second interview with top candidates
11. City Council makes offer appointment 12/3
*date to be determined by City
Executive" Search
PROFESSIONAL SERVICES AGREEMENT
i.
CPS Executive Search, a Division of CPS Human Resource Services, agrees to provide
the following services to the City of Lodi in conjunctign with the recruitment of a City
Manager.
I. Establish job requirements/candidate profile
2. Prepare recruitment brochure and place advertising
3. Recruit aggressively
A. Identify and contact referral sources
B. Identify and contact potential candidates
4. Conduct Preliminary Screening
A. Conduct the initial resume screening
B. Conduct preliminary interviews
5. Prepare a report summarizing the results of the recruitment process and assist the
City in the selection of finalists
6. Provide advice and assistance to the City in the design and implementation of the
final selection process.
7. Perform reference checks
8. Provide other services on the terms set forth in CPS Executive Search's proposal
to the City, dated August 9, 2004, attached hereto as Exhibit A.
For professional services provided under this Agreement the City of Lodi agrees• to
compensate CPS Executive Search $18,000 plus reimbursement of directly related
expenses for such items as travel, advertising, long-distance telephone, printing, and
postage 1 delivery charges. Expenses will be reimbursed at actual cost. Total cost,
professional fees plus expenses, shall not exceed $25,500. Professional fees and
reimbursable expense will be billed and paid monthly.
This Agreement is effective upon approval by the City Council and shall continue until
all services are completed.
CITY OF LODI
NAME:
TITLE:
DATE:
CPS EXEC TIVEEA CH, A DIVISION OF CPS
R � �
r
NAME:
J
TITLE: Executive Recruiter, Senior Manager
DATE: August 16, 2004
E
�R ns d
Y
City of Lodt
Pale
City Menages=
8. Provide other services on the terms set forth in CPS Executive Search's proposal
to the City, dated August 9, 2004, attached hereto as Exhibit A.
For professional services provided under this Agreement the City of Lodi agrees• to
compensate CPS Executive Search $18,000 plus reimbursement of directly related
expenses for such items as travel, advertising, long-distance telephone, printing, and
postage 1 delivery charges. Expenses will be reimbursed at actual cost. Total cost,
professional fees plus expenses, shall not exceed $25,500. Professional fees and
reimbursable expense will be billed and paid monthly.
This Agreement is effective upon approval by the City Council and shall continue until
all services are completed.
CITY OF LODI
NAME:
TITLE:
DATE:
CPS EXEC TIVEEA CH, A DIVISION OF CPS
R � �
r
NAME:
J
TITLE: Executive Recruiter, Senior Manager
DATE: August 16, 2004
0
EXHIBIT A
0
PROPOSAL
to the
CITY OF LODI
to recruit a
CITY MANAGER
Executive Search
241 Lathrop Way
Sacramento, CA 95815
Tel 9161263-1401
Fax 916/561-7205
Website: wwwos.cca.govIsecarch
August 9, 2004
Dear Mayor Hansen:
Thank you for the opportunity to submit a proposal to assist the City of Lodi with the
recruitment of a new City Manager. We have considerable experience in recruiting city
managers in California, and would be very pleased to assist your community as well.
CPS Executive Search (formerly Shannon Executive Search), a division of CPS Human
Resource Services, has provided executive recruitment and advisory services to local
government clients in the western United States since 1986, The types of services we provide
are as follows:
• Executive Search: Focusing on the recruitment and selection of city managers and other
key management, professional, and technical staff.
• Organization Development and Training: Offering training and group facilitation for
council-manager relations, team -building, organizational trouble -shooting, and staff
development.
• Human Resources Advisory Services: Providing consulting resources in position
classification and compensation analysis, civil service and merit system restructuring, and
management performance assessments.
With respect to this particular assignment we possess a number of important strengths:
• The successful completion of approximately 600 recruitments for more than 250
clients since the mid 11990's. We have extensive experience in the recruitment of all types
of local government executive and professional staff, including counciliboard appointed
executives, department directors, and key professional and management positions.
�F4 V
i yor Larry I
,
Cfty of Lodi
22l West Pine Sheet
Lodi, CA 95244
Dear Mayor Hansen:
Thank you for the opportunity to submit a proposal to assist the City of Lodi with the
recruitment of a new City Manager. We have considerable experience in recruiting city
managers in California, and would be very pleased to assist your community as well.
CPS Executive Search (formerly Shannon Executive Search), a division of CPS Human
Resource Services, has provided executive recruitment and advisory services to local
government clients in the western United States since 1986, The types of services we provide
are as follows:
• Executive Search: Focusing on the recruitment and selection of city managers and other
key management, professional, and technical staff.
• Organization Development and Training: Offering training and group facilitation for
council-manager relations, team -building, organizational trouble -shooting, and staff
development.
• Human Resources Advisory Services: Providing consulting resources in position
classification and compensation analysis, civil service and merit system restructuring, and
management performance assessments.
With respect to this particular assignment we possess a number of important strengths:
• The successful completion of approximately 600 recruitments for more than 250
clients since the mid 11990's. We have extensive experience in the recruitment of all types
of local government executive and professional staff, including counciliboard appointed
executives, department directors, and key professional and management positions.
nM
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tl
k
L \, a
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+ We -have c ftlok for d rid . Four
example, W't hav c,mpleted rel* mmfi mas for the Northern"Califcama cities of
Ceres, Concord, Davis, Escalon, Livingston, Sacramento, Seaside, Taft, Visalia, and Nest
Sacramento. Cour other notable California city manager/administrator searches include
Long Beach, Newport Beach, Riverside, and Santa. Barbara among numerous others. In
addition, we have successfully conducted, city manager recruitments for the cities of
Chandler, Peoria, and Scottsdale, Arizona, and have recently been selected by the City of
Dallas, Texas to conduct the recruitment for.its next City Manager.
'
• We have conducted multiple recruitments for other management positions in your
area. We have conducted a number of management level recruitments for other public.
agencies in your region recently. For example, we have assisted Stanislaus County with the
recruitment of its Community Services Agency Director; San Joaquin County with its
County Administrative Officer 'and Health Care Services Agency Director; the City of
Stockton with two Deputy Public Works Directors; and the South San Joaquin Irrigation
District with its General Manager. Each of these recruitments were uniquely designed to fit
the needs of the individual client and calculated to provide a strong, competitive pool of
candidates.
• In-depth understanding of all local government operations, programs, and services.
This understanding has been gained both as local government managers and as consultants
to local governments throughout the Western United States.
CPS Executive Search understands the selection of the City Manager is a critical decision for
your City and we are prepared to make the process as smooth and efficient as possible. A
detailed proposal outlining our services, staff, reference sources and cost is attached for. your
consideration.
Again, thank you for the opportunity to be considered for this assignment. If you need
additional information, please contact me at (916) 263-1401 or visit our website at
www.cps.ca.gov/search.
Sincerely,
Kris Kristensen
The City of Lodi is about to make a decision of great significances --the selection of a new City
Manager. This decision will have a dramatic and direct impact on the development and
implementation of the City's policies and services for years to come. Because this decision is so
critical, CPS Executive Search has developed the most comprehensive and sophisticated
executive search service available to local government today. Our unique approach to executive
search includes the following features:
CITY COUNCIL INVOLVEMENT
The City Council must be intimately involved in the search for a new City Manager. For this
reason, our approach assumes their direct participation in key phases of the search process,
including the development of the candidate profile and recruitment strategy, the selection of final
candidates, interviews with the finalists, and ultimately, the selection of a new City Manager.
CITY'S NEEDS
A critical first step in a successful executive search is for the City Council to define the
professional and personal qualities required of its City Manager. To be certain this occurs, we
have developed a very effective process that will permit the City to clarify the preferred future
direction for the community; the specific challenges the City is likely to face in achieving this
future direction; the working style and organizational climate the City Council wishes to
establish with its City Manager; and ultimately, the professional and personal qualities than will
be required of the City Manager to implement the City Council's policy direction.
AGGRESSIVE RECRUITMENT
The best City Manager candidates are often not actively seeking a new position. They may be
very satisfied with their current situation, and will only consider a change if a more attractive
career opportunity is presented to them. This is why we take an aggressive approach in
identifying and recruiting the best available candidates.
SELECTION
The selection of the best available candidate requires the use of tools that have been specifically
designed to evaluate each candidate against the personal and professional qualities identified by
the City Council. For this reason, we tailor our selection techniques to the City's specific
requirements. In addition, we also assume responsibility for administering the selection process
for the City Council.
Proposal to the City of Lodi 3
4
`_ E .. -
One of of the most settsitive parts of the selection process is frequently the development of an
employment agreement with the new City Manager. If this is not done with care and precision, it
can result in either losing the preferred candidate, or beginning the employment relationship in
an awkward manner. To preclude this from occurring, we are available to assist the City Council
and the City Manager in developing an agreement that is acceptable to both parties.
UNE -YEAR GUARANTEE
If the candidate selected and appointed by the City Council terminates employment for any
reason before the completion of the first year of service, CPS Executive Search will provide the
City with whatever professional services are required to appoint a replacement. Professional
consulting services will be provided at no cost.
Proposal to the City of Lodi 4