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HomeMy WebLinkAboutContract 35575lTY SECRETARY ON I ACT NO. PROFESSIONAL SERVICES AGREES _ `A EXECUTIVE SEARCH SERVI� This Agreement is made by and between the City of Fort Worth, TX ("the City") and The Waters Consulting Group, Inc ("Consultant"). 1. Search Engagement. The City agrees to engage the Consultant to perform those services described below, for completion of the project described as follows: City Manager recruitment ("the Search"), all in accordance with the Proposal to Recruit a City Manager, attached hereto as Exhibit "A." Any conflict between the Proposal and this Agreement shall be resolved in favor of this Agreement. 2. Services. The Consultant agrees to perform certain services necessary for completion of the Search, which services shall include the following: a) Profile/brochure development and implementation of advertising strategy b) Execution of recruitment strategy and identification of quality talent c) Conduct preliminary screening and initial interviews d) Conduct background interviews and references e) Recommendation of finalists and final written report A complete description of the services to be provided is contained in a proposal from the Consultant to the City dated June 19, 2007, which is referenced above as Exhibit "A" and is incorporated herein for all purposes. 3. Relationship. Consultant shall perform all work and services hereunder as an independent contractor and not as an officer, agent, or employee of the City. Consultant shall have exclusive control of, and the exclusive right to control, the details of the work performed hereunder and all persons performing same shall be solely responsible for the acts and omissions of its officers, agents, employees and subcontractors. Nothing contained herein shall be construed as creating a partnership or joint venture between the City and Consultant; and the doctrine of respondeat superior shall not apply as between the City and the Consultant. 4. Compensation. As full compensation for the Consultant's professional services performed hereunder, the City shall pay the Consultant the fined professional fee of Twenty-two thousand five hundred dollars ($22,500. 00) a 5. Expense Reimbursement. The Consultant shall be entitled to reimbursement for expenses from the City for such expenses as consultant travel, advertising, sourcing, background checks, printing/photocopying, postage and delivery, telephone and clerical charges and any optional services requested by the City. Expenses shall not exceed Eight thousand five hundred dollars ($8,500.00) for a nationwide search. The Consultant shall provide the City with a listing of expenses by category of expense as a part of monthly billings. 6. Compensation for Additional Services. Iri the event the City requires services in addition to those described in Paragraph 2 or Exhibit "A," the City shall make a request in writing for such additional services. The Consultant shall be compensated at a negotiated rate and expenses as set forth in writing. City of Fort Worth /The Waters Consulting Group, Inc. Executive Search Proposal— City Manager Page 1 of 4 ` � r 7. Method of Payment. Payments will be made in four (4) installments; 3070 of the fee will be billed at the beginning of the search; 30% at the implementation of Phase II; 30% at the implementation of Phase III; and the final 10% upon acceptance of offer by the candidate. Each invoice will be payable upon receipt for professional services. Expenses are not included in the professional fees and are billed separately as incurred. 8. Term. The term of this Agreement shall commence on the issuance of a notice to proceed at which time the Consultant shall begin work on the Search and shall continue, subject to the termination provisions of Paragraph 9, until the date that the Consultant completes the Search. The time of completion of the Search is estimated to be 90 days from the date of the meeting to develop the Recruitment Profile. 9. Termination. This Agreement may be terminated by the City at any time for cause or for the convenience of the City by notice in writing to the Consultant. In the event of termination, the Consultant shall stop work upon receipt of notice of termination and shall be entitled to compensation for professional service fees and for expense reimbursement through the date of receipt of notice of termination; and the Consultant shall provide to the City all work product completed or in progress at such date and communicate such recommendations and conclusions to the City as may have been formed by such date. Consultant shall not be entitled to any lost or anticipated profits should the City elect to terminate this agreement. 10. Insurance. The Consultant shall obtain and maintain the following insurance in the minimum amounts stated prior to entering into performance of this Agreement: A. Worker's Compensation Insurance -Statutory Limits B. Comprehensive General Liability - $250,000 per person/$500,000 per occurrence C. Property Damage Insurance - $500,000 D. Excess Liability - $1,000,000 City shall be added as an additional insured under the Public Liability and Property Damage insurance. 11. Miscellaneous. a) The entire agreement between the parties with respect to the subject matter hereunder is contained in this Agreement plus any attachments hereto. b) Neither this Agreement nor any rights or obligations hereunder shall be assigned or delegated by the Consultant without the prior written consent of the City. c) This Agreement shall be modified only by a written Agreement duly executed by the City and the Consultant. d) Should any of the provisions hereunder be found to be invalid, void or voidable by a court, the remaining provisions shall remain in full force and effect. e) This Agreement shall be governed by and construed in accordance with the laws of the State of Texas. Venue shall lie exclusively in Tarrant County, Texas. f) All notices required or permitted under this Agreement shall be deemed to have been given if and when deposited in the United States mail, properly stamped and addressed to the party for whom intended at such pea Ly's address listed below, or when delivered City of Fort Worth /The Waters Consulting Group, Inc. Executive Search Proposal- City Manager Page 2 of 4 personally to such party, or by facsimile with a call to confirm receipt. A party may change its address for notice hereunder by giving written notice to the other party. g) If the selected candidate (other than an internal candidate) should be terminated within two years from the date of hire or if the City reasonably determines not to hire a candidate presented by Consultant, Consultant shall conduct another search within the first year, as contemplated herein for no additional professional fee, other than reimbursement of expenses, which shall not exceed $10,000. During the second year, the replacement recruitment is reduced to 50% of the professional fee plus expenses. h) Consultant warrants to the City that it has made full disclosure in writing of any existing or potential conflicts of interest related to the services to be performed hereunder. Consultant further warrants that it will make prompt disclosure in writing of any conflicts of interest that develop subsequent to the signing of this Agreement. i) Consultant shall not disclose any reports, documentation, or evaluations generated hereunder without the prior written consent of the City. j) Consultant agrees to indemnify, defend and hold the City, and its officers, agents and employees harmless from any loss, damage liability or expense for damage to property or person, including death, to any person, including but not limited to officers, agents, or employees of consultant or its subconsultants, which may arise out of any negligent act, error or omission by Consultant in the performance of this agreement. Consultant shall defend at its own expense any suits brought against the City, its officers, agents, and employees, or any of them, resulting from such negligent act, error, or omission; and shall pay all expenses and satisfy all judgments that may be incurred by rendered against them or any of them in connection therewith resulting from such negligent act, error or omission. [Signature Page Follows] City of Fort Worth /The Waters Consulting Group, Inc. Executive Search Proposal- City Manager Page 3 of 4 Executed this 1.1 day of , 2007. Dated: Vllt C>L , 2007 Approved as to Form And Legality: Assistant ity Attorney ATTEST: A - Marty Hendrix City Secretary The Wags Consulting Group, Inc. Title 1[Q &meY1�y� City of Fort Worth, TX Karen L. Montgomery Title Assistant City Manager/CFO Address: 1000 'lhrockmorton [Exhibit Follows] City of Fort Worth /The Waters Consulting Group, Inc. Executive Search Proposal— City Manager Page 4 of 4 ® WATERS-OLDANI EXECUTIVE RECRUITMENT A Division of The Waters Consulting Group, Inc. 3une 19, 2007 Ms. Arlene Starks -Herd Department of Human Resources Class, Compensation and Civil Service City Hall City of Fort Worth, TX Transmitted via email to: Re: Request for Proposal —Executive Recruitment for the position of City Manager Dear Ms. Starks -Herd: For over 30 years, our firm has provided executive recruitment services to local governments and other public, private and non-profit organizations across the nation. Our services include total executive recruitment programs or partial recruitment services such as reference checks and background investigations. With our solid reputation and sound approach to executive recruitment nationwide, coupled with our seasoned team of consultants, our goal is to help our clients avoid the problems associated with costly hiring mistakes. In addition, our executive recruitment professionals are backed by our full-time staff of compensation experts. This added benefits helps to ensure that we are able to assist our clients understand the trends in the salary market as they relate to effective executive recruitment. There is no other firm of our type that knows better what is being asked and what is being offered in terms of total compensation. In addition, we have a full-time team of HR consultants which help our recruitment consultants better understand the latest labor and fair employment laws, rulings and court decisions. One of the benefits offered to our clients that truly set our firm apart from the competition is our Triple GuaranteeTM. Others may try to imitate, but we are pioneers in this approach to guaranteeing our work product. Our Triple GuaranteeTM A We remain with you until a final selection is made for a fixed fee — no matter how long it takes. If we do not find the candidates you desire on the first presentation of candidates, we will go back out and start this phase of the project again until you have a viable list of candidates for consideration. © Your executive recruitment is guaranteed for two (2) years against voluntary resignation or termination for cause of the candidate. Within the first year, the replacement recruitment will be repeated for you at no professional fee and for expenses only. During the second year, the replacement recruitment is reduced to 50% of the professional fee plus expenses. Candidates appointed from within the organization do not qualify for this guarantee. This guarantee is subject to further limitations and restrictions of your state law. Additional services include a performance appraisal and review after twelve (12) months of service of the appointed candidate, at expenses only with no professional fee to you. ® We will never directly solicit the candidate for any other position in which we may be recruiting as long as the person is employed with you. THE WATERS CONSULTING GROUP, INC. PRODUCTIVE MANAGEMENT CONCEPTS 5050 Quorum Drive Suite 625 Dallas, Texas 75254 972/481/1950 972l481/1951(Fax) www.watersconsultinQ.com -Dallas •Seattle •Cleveland • Aus6n- Finally, as a point that clearly separates us from others, we would like to share with your our competency - based success model, CareerNavigatorTM. We developed this psychological assessment model with the public sector in mind. In fact, CareerNavigatorTM is currently used by one of the largest professional associations in the U.S. for the public sector as their key tool in their Coaching & Mentoring program. Career Navigatofm may be used for selection, development, 360 degree feedback, succession planning, and coaching and mentoring programs. For over 10 years, we have been using this content -validated tool to assist our clients with executive selection as well as the many other specialized programs which focus on individual and team success. With each of our searches, we provide the report developed from CareerNavigatofm for up to 10 finalists at no charge, with additional reports being only $350 each. The rest of this document serves to explain our methodology and professional expertise in greater detail. However, I am glad to answer any specific questions you may have. We look forward to working with your organization in the near future. Please contact me at 1.800.899.1669 or via email (candersonna watersconsulting.com) if you require additional information. Sincerely, Charles (Chuck) S. Anderson CEO of Waters-Oldani Executive Recruitment CSA/slw © 2007-The Waters Consulting Group, Inc. Page ® 2 THIS PROPOSAL CONTAINS PROPRIETARY INFORMATION AND IS'F[-TE SOLE PROPERTY OF WCG, iNC. THIS PROPOSAL 1S NOT TO BE REPRODUCED FOR ANY REASON WI'['lIOUT THE WRITTEN CONSENT OF WCG, INC. T'L_ fITT ii:_ .if' !il` _rIi.ffttEl(t 7 tr stTfT""i:fTF{fTitip; ?F' it EF if 'F _FF 1 tGd.:y q EffFcf _ .( r mL let f,`r==tTi.y r' `ifs?7`lF y� ".'fetT t! }t4't r!, .t?T if < <'a' _. cC"r:5 TC ,i `�'• `". �s �'T -.i` ic! F. rsf ma r,sr�L'i`tIF .'� "t�.}:t. PROJECT OVERVIEW The City of Ft. Worth, TX is considering the use of an outside consulting firm to assist in the executive rec uitment program for its new City Manager and has requested a proposal describing a work plan and project approach from Waters-Oldani Executive Recruitment (Waters-Oldani), a division of The Waters Consulting Group, Inc. With this in mind, we provide the following for the Organization's consideration. PROFESSIONAL EXPERTS MAKE THE DIFFERENCE Throughout the assignment, the Waters-Oldani team will serve as technical advisors to the Organization, serving to ensure that the recruitment process is conducted in a professional and effective manner. The objective of Waters-Oldani will be to generate a highly qualified group of candidates from whom the Organization may select for a new City Manager, as well as assist the Organization in the evaluation process of such candidates. Due to our broad reaching professional relationships with hundreds of public sector entities across the nation, Waters-Oldani is positioned to confidently promote this position to prospective candidates as a positive career and personal growth opportunity quickly. Since our firm's beginning, we have emerged as a leader in executive recruitment. It is our 30+ years of consulting experience, coupled with our unique approach and personal touch that drives our internal standard for delivering only outstanding services and leading edge products. In addition, Waters-Oldani is positioned as the largest privately held executive recruitment firm in the nation, with a focus on the public sector. This kind of strength will prove to be invaluable for a recruitment of this nature. With any consulting assignment, but particularly with an executive recruitment project, reliable, consistent communication is fundamental to project success. At key points during the assignment, Waters-Oldaw consultants will meet, either by phone or in person, with appropriate leaders from the Organization to discuss the progress of the recruitment and to review subsequent steps in the recruitment process. These regular overview sessions are vital in helping to ensure success with the recruitment assignment. We have helped hundreds of public sector entities over the years with executive recruitment challenges. We pride ourselves in the fact that we bring a high level of personal commitment to everything that we do. We get to know our clients — their concerns for success, their strategic goals, and their operational culture. But our intense professional commitment does not stop with our clients. Time after time, we have candidates who were not selected for positions call to extend compliments and thanks for how they were treated during our recruitments. Many have stated that we provided the best recruitment experience in which they have ever participated. © 2007-The Waters Consulting Group, Inc. THIS PROPOSAL CONTAINS PROPRIETARY INFORMATION AND IS THE SOLE PROPERTY OF WCG, INC. THIS PROPOSAL 15 NOT TO BE REPRODUCED FOR ANY REASON WITHOUT THE WRITTEN CONSENT OF WCG, INC. age ,• 3 ;�r--� o � �i, �, Client satisfaction is important to all organizations, but to our firm, it is our chief focus. In our business, referrals and recommendations are the keys to success — not to mention longevity. Later in this proposal, a list of references as well as a partial client list is provided for the organization's further consideration. ROLE OF THE ORGANIZATIOIN a STAFF We have a full and seasoned staff of professionals to deliver quality services with minimal effort required from the Organization. However, to assist in the project, we suggest the Organization designate a Project Director to serve as Waters-Oldani's primary contact for the recruitment assignment, Depending upon the chosen tasks, the Organization's Project Director will facilitate such functions as coordinating meeting times and places, arranging for meeting updates and any other coordination of recruitment activities including the review of the draft brochure/profile and related advertising. Of course, our team of consultants will work to thoroughly review the goals of the Organization in regard to the recruitment by conducting an initial planning meeting as well as how much can be offered in terms of providing resources for the stated coordination efforts. OUR TRIPLE GUARANTEE During this project, the mission of Waters-Oldani will be to assist the Organization in the selection of a seasoned, well -respected, and innovative leader that has the ability to assist in the accomplishment of the goals and objectives as required of the position. Our Triple Guarantee is defined as: (1) A commitment to remain with the recruitment assignment until the Organization has made an appointment for the fees and tasks quoted in this proposal. If the Organization is unable to make a selection from the initial group of finalists, Waters-Oldani will work with to identify a supplemental group; (2) Your executive recruitment is guaranteed for two (2) years against voluntary resignation or termination for cause of the candidate. Within the first year, the replacement recruitment will be repeated at no professional fee and for expenses only. During the second year, the replacement recruitment is reduced to 50% of the professional fee plus expenses. Candidates appointed from within the Organization do not qualify for this guarantee. This guarantee is subject to further limitations and restrictions of your state's law. Additional services include a performance appraisal and review after 12 months of service of the appointed candidate, at expenses only with no professional fee to you. The only cost the Organization would incur in this case would be the reimbursement for any project -related expenses; and 3) Waters-Oldani will not solicit any candidates selected under this contract for any other position while the candidate is employed with the Organization. © 2007-The Waters Consulting Group, Ina Page • 4 THIS PROPOSAL CONTAINS PROPRIETARY INFORMATION AND IS THE SOLE PROPERTY OF WCG, INC. THIS PROPOSAL TS NOT TO BE REPRODUCED FOR ANY REASON WITHOUT THE WRITTEN CONSENT OF WCG, INC. 1 .FCC ft}�F/:74f. FC (< f.`s' rt t. t)%tfti%[, 4 e4 rf TASK I PROFILE/BROCHURE DEVELOPMENT AND IMPLEMENTATION OF ADVERTISING STRATEGY This important first step in the recruitment process will involve the development of a comprehensive profile/brochure describing the minimum qualifications, desired experience, personal characteristics, and other factors that will make a person likely to be a success in the position of City Manager. Waters-Oldani will meet with the leaders in the Organization, as appropriate, to discuss the required background and experiences for the new City Manager. (Many of our previous recruitments have involved an open -community approach to profile development, and we have found this to be an excellent way to broaden our perspective on the qualifications needed for the position. We would be pleased to provide information relating to fees for this additional step if requested.) in the development of the profile, Waters-Oldani will also gather organizational charts, budgetary information, operational reports, and other documentation describing the operations and workload of the position, as necessary. Additionally, we will use our knowledge of current developments in the operations of the public sector to further assist the Organization in the development of the qualifications for this position. Consideration will be given to requirements such as formal education and specific work experiences. We understand the importance of developing truly meaningful Position requirements that meet the current needs of your organization that also complement the culture, goals and objectives of the Organization. Based upon the results of the discussions with the Organization, Waters-Oldani will develop a customized profile/brochure that represents a comprehensive view of the background, experiences, and other qualifications important for a successful City Manager for the Organization. The draft profile will be ganization for review and final approvalledits prior to initiating the solicitation and presented to the Or advertising strategy. In order to conduct an open recruitment and to encourage applications from a diverse pool of candidates, Waters-Oldani will work with the Organization to develop a comprehensive advertising strategy to notify potential candidates about the vacancy. Advertisements will be placed in appropriate professional publications, local newspapers of record, and on Internet bulletin boards as approved by the Organization. Draft ads will be submitted to the Organization for approval prior to publication. Waters-Oldani has direct access to the Internet through our heavily trafficked Web site at www.watersconsult'mg.com and targeted e- mail (search@watersconsulting.com). Additionally, we will use these resources to communicate with © 2007-The Waters Consulting Group, Inc. Page • 5 THIS PROPOSAL CONTAII3S PROPRIETARY INFORMATION AND IS THE SOLE PROPERTY OF WCG, INC. THIS PROPOSAL IS NOT TO BE REPRODUCED POR ANY REASON WITHOUT THE WRITTEN CONSENT OF WCG, INC. prospects and candidates as appropriate directly as well as direct phone calls. The aggressive advertising campaign for top talent will include national, regional, in -state and local elements as determined during our initial meetings with the Organization. We will work to create an appealing brochure in order to submit to candidates in both a printed and electronic format. Additionally, our presence at appropriate public sector conferences will be used to further promote the position (as occur during this recruitment and in which we are a participant). A solid and effective advertising strategy will help to ensure that the Organization conducts an open recruitment. Waters-Oldani is committed to making sure that Organization meets its commitment to ensure against discrimination in employment practices on the basis of race, color, national origin, ancestry, disability, gender or religion. TASK II EXECUTION OF RECRUITMENT STRATEGY AND IDENTIFICATION OF QUALITY TALENT Once the profile for the new City Manager has been created, Waters-Oldani will implement the campaign to address prospective candidates on a national, regional, in -state and local basis (as determined). Using the information provided by the profile and developed in Task I, Waters-Oldani will seek to identify individuals who would be outstanding candidates for the position of City Manager. Often, potentially well - qualified candidates are not actively seeking new employment and will not necessarily respond to an advertisement. However, if a potential candidate is presented with the opportunity directly and in the proper manner, he or she may apply. We take pride in our ability to locate quality candidates across the nation based on our professional contacts and relationships. In addition, Waters-Oldani will send direct informational mailings to key public sector associations and organizations across the nation. During this assignment, we will use our knowledge of the public sector to identify and contact individuals who may be candidates or who may know of potential candidates. Waters-Oldani has reliable contacts from coast to coast. We will contact individuals identified as potential candidates to discuss the career opportunity presented by the Organization. The objective of this effort will be to further identify highly qualified individuals, and then to interest these potential candidates in submitting a resume for the Organization's consideration. We have established networks with minority and female leaders throughout the nation and are proud of our record of placement of qualified minority and female candidates. Waters-Oldani has adopted a corporate policy of equal employment opportunity and will not participate in any recruitment effort where these principles are not followed. Our record of combined successful placements of candidates from affected classes from our public sector recruitments is in excess of 40%. In addition, we are charter members of NFBPA and their Business Advisory Committee and the Hispanic Network among other minority and women focused -organizations sponsorships. © 2007-The Waters Consulting Group, Inc. Page e 6 THIS PROPOSAL CONTAINS PROPRIETARY INFORMATION AND IS THE SOLE PROPERTY OF WCG, INC. THIS PROPOSAL IS NOT TO BE REPRODUCED FOR ANY REASON WITHOUT'FI-� WRITTEN CONSENT OF WCG, INC. _...._ _: ._. ,. - - TASK III CONDUCT PRELIMINARY SCREENING AND INITIAL INTERVIEWS Our recruiting efforts generally identify a significant number of applicants, depending upon the position and the availability of skills in the marketplace. From this group we review the credentials of each applicant, including internal candidates, based on his/her resume, referral source comments (for external candidates only), and when appropriate, telephone interviews. We compare this information to the requirements developed in the recruiting profile and generate a spreadsheet list of qualified candidates whose backgrounds and experience most closely fit the requirements of the position. We believe that one of the strengths of the Waters-Oldani recruitment process is our hands-on management and care of candidates during the process. Each candidate submitting a resume is sent a timely acknowledgement by Waters-Oldani giving an approximate schedule for the recruitment. Further communications are maintained with each candidate regarding information about the recruitment progress and, at the conclusion of the project, rejection notifications are sent. We take pride in the many complimentary comments made by finalists and non -finalists regarding the level of communication and the professionalism with which they are treated during our recruitments, which is also a positive reflection on your organization. After obtaining authorization from the Organization, Waters-Oldani conducts in-depth interviews (either by phone, in person or via video conference) with each semi-final candidate. Our interviews are conducted with a targeted and customized set of questions developed by Waters-Oldani to measure management skills, interpersonal traits and characteristics deemed most important to the Organization. These inquiries are combined with a list of questions developed specifically for the position using issues identified in the profile development. As part of our thorough screening of candidates, we also utilize our content -validated behavioral assessment and success profile system, CareerNavigatorTM. Our unique and customized approach to recruitment features a content- validated competency model that measures the core competencies of public sector leaders in conjunction with a comprehensive psychological assessment. In short, it helps to identify those competencies that are proven to make a candidate much more likely to be successful in a certain position of leadership. Our CazeerNavigatorTM Competency Model and Assessment System go far beyond the core competencies most organizations use to assess candidates in the public sector. It compares innate, behavioral characteristics with the full range of core competencies our research identified to predict with greater accuracy a candidate's likelihood of success on the job. This approach reaches well beyond the scope of interviews, to provide insightful, statistically reliable information that public sector organizations can utilize in selecting, retaining and developing top -performing future executives. In addition, CareerNavigatorTM generates specific questions for individual candidates based upon their a T' IU r`J © 2007-The Waters Consulting Group, Inc. Pag�',7 THIS PROPOSAL CONTAINS PROPRIETARY INFORMATION AND IS THE SOLE PROPERTY OF WCG, INC. r 10 '" THIS PROPOSAL IS NOT TO BE REPRODUCED FOR ANY REASON WITHOUT THE WRITTEN CONSENT OF WCG, INC. ! .• 3 responses to the assessment, These questions are included in the in-depth interview conducted by the Waters-Oldani consultant. CareerNavigatofm also generates specific questions to be used in the reference calls conducted as part of Task 4. At the conclusion of our interview process, we will meet with the Organization to recommend final candidates. After discussion, if the Organization agrees with our recommendations, Waters-Oldani will provide detailed written evaluations of the candidates. TASK 1V CONDUCTING BACKGROUND INTERVIEWS AND REFERENCES Once the Organization approves the group of finalists, Waters-Oldani will begin the reference checking and background process. Waters-Oldani will obtain a list of up to ten work -related references for each finalist. Telephone contact is then made with selected references and sometimes with others in the specific industry that may know of additional accomplishments and work experiences of the candidates. The purpose of the reference interviews is not to solicit negative comments about the candidates, although the process may generate some. The purpose is to allow Waters-Oldani to complete our understanding of the actual work experience and personal characteristics of the finalists. Specific questions to be asked about the candidates will be developed from the profile approved by the Organization as well as the CareerNavigatofm assessment. In regazd to formal background investigations, Waters-Oldani is pleased to partner with PSI Investigation Services in the gathering of information about the financial history and the review of court records for each final candidate. This background investigation, coupled with our reference checking techniques, helps to ensure a sound selection process. Background checks are conducted in the areas of: • Consumer Credit • County Criminal • Bankruptcy TASK V RECOMMENDATION OF FINALISTS AND FINAL WRITTEN REPORT Upon completion of Tasks I through 1V, Waters-Oldani will submit a Final Candidate Report recommending a group of finalists for the Organization to interview. Typically four to six final candidates will be identified. Our report will summarize the work experiences and educational backgrounds of the candidates drawn from the resumes and from the initial interviews and background checks. Waters-Oldani will also summarize the results of the reference investigations. In addition, the report will include general guidelines for applicant interviewing and suggested interview questions for the City to use in conducting the interviews. A list of suggested questions can be very helpful to the interviewer by ensuring consistency d guarding against straying into potentially legally dangerous areas of inqui anry. © 200'7-The Waters Consulting Group, Ina Page ° 8 THIS PROPOSAL CONTRA'S PROPRIETARY INFORMATION AND 1S THE SOLE PROPERTY OF WCG, INC. THIS PROPOSAL IS NOT TO BE REPRODUCED FOR ANY REASON WITI-TOUT THE WRITTEN CONSENT OF WCG, INC. Waters-Oldani will also discuss with the City the subsequent and optional steps in the total interview process and will make recommendations concerning the final evaluation of the candidates. During this phase of the recruitment, our consulting team plays a major coordinating role. We will participate in final interviews as either an observer or active panel member at the request of the City and are available to answer questions and assist the City in final section and evaluations. In addition, Waters-Oldam will assist the City with the development of a compensation package with the successful candidate. Alternative and optional approaches during this time may include the use of an interview panel, assessment center, and/or personality/behavioral assessment tools. AN OVERVIEW OF OUR CONSULTING TEAM Waters-Oldani emphasizes the importance of custom designing projects to meet our client's specific needs. In executing the executive recruitment assignment, we will tailor our approach to address the issues unique to the Organization's working environment. On every project, we assign a Senior Project Consultant and a carefully chosen team of support professionals to carry out assignments in an effective and efficient manner. Our Senior Project Consultant will interface with the Organization to confirm the finalized scope of the project, schedule, and the resources needed to successfully meet our commitments in a timely manner. An exact project schedule will be determined after consultation with the Organization and may be adjusted as necessary. Attached you will find the bios of our Senior Project Team Consultants. One of these consultants will be carefully chosen by our CEO of the recruiting division in order to best serve the needs of your organization. © 2007-The Waters Consulting Group, Inc. Page ® 9 THIS PROPOSAL CONTAINS PROPRIETARY INFORMATION AND IS THE SOLE PROPERTY OF WCG, INC. THIS PROPOSAL IS NOT TO BE REPRODUCED FOR ANY REASON 1VITHOUT THE WRITTEN CONSENT OF WCG, INC. Charles (Chuck) Anderson is the Chief Executive Officer for the Waters-Oldani Recruitment Division within the Waters Consulting Group (WCG). In this role he also is a senior consultant within the HR Consulting Division for projects related to organizational design and development, strategic planning, and leadership/management development Prior to joining the WCG, Chuck worked for local governments and public education, including City Manager for Dallas, Texas; Executive Director for the Dallas Area Rapid Transit (DART); and Executive Director for the Michigan Education Association. Chuck also served as Director for Local Government Reform for the International City/County Association (ICMA), managing a U.S. government contract for the planning and delivery of technical assistance to local governments in Central and Eastern Europe. His last assignment in this role with ICMA was to recruit and supervise a team of technical consultants to assist in re -building local governments in Bosnia following agreement on the Dayton Accords. During his service with the Michigan Education Association, Chuck also served as Senior Consultant for Urban Planning and Management for Michigan State University's Institute for Public Policy and Social Research. Areas of Expertise ,,,.....,:._, • Executive Recruitment Leadership/Management Development • Organizational Design • Organizational Development . r. r m........ Professional Accomplishments and Education Chuck received a Bachelor of Arts degree in political science and human resources management and a Masters of Public Administration degree from the University of Kansas. He received the prestigious L.P. Cookingham Award for Development of Young Professionals from the International City/County Management Association (ICMA) and the Minority and Women Advancement Award from the American Public Transit Association (APTA). He was also recognized as Public Administrator of the Year by the American Society of Public Administration (ASPA) and Outstanding Management Innovator (Honorable Mention) by ICMA. WATERS-�LDANI EXECU TIVE RECRUITMENT A Division of The Waters Consulting Group, Inc. © 2007-The Waters Consulting Group, Inc. Page ®10 THIS PROPOSAL CONTAINS PROPRIETARY INFORMATION AND IS THE SOLE PROPERTY OF WCG, INC. THIS PROPOSAL iS NOT TO BE REPRODUCED FOR ANY REASON WITHOUT THE WRITTEN CONSENT OF WCG, INC. Ted Benavides works as a Senior Vice President for The Waters Consulting Group, Inc. for special projects with a focus on organizational analysis, strategic design, and compensation analysis. He is the former City Manager of Dallas and joined The University of Texas at Dallas (iJTD) in January 2005 as a faculty member in the School of Social Sciences' Public Affairs Program. Ted served from 1998 to 2004 as City Manager of Dallas, Texas. There, he was responsible for administering all programs and services for the city's 1.2 million people and overseeing an annual $1.9 billion municipal budget and directing a workforce of 12,500 employees. From 1996 to 1998, Ted was City Manager of the City of Denton, Texas, and from 1990 to 1996, he served as one of five assistant city managers in Dallas. While in Denton, Texas, Ted was also responsible for the management of Denton Municipal Electric. Previously, he held a number of other positions with the City of Dallas, including director of the Budget and Research Department, assistant director of the Health and Human Services Department, assistant director of capital budget programs, capital budget administrator and budget analyst. As city manager of Dallas, Texas, and Denton, Texas, Ted has extensive experience in executive search. He has recruited and selected individuals for positions as diverse as Assistant City Managers, Department Directors, and Assistant Directors from a wide range of professional fields and backgrounds. In addition he has developed and implemented recruitment efforts for public sector employees for such categories as uniform, professional, administrative, technical, trades, and clerical. Areas of Expertise Organizational Analysis • Classification and Compensation Studies • Skill -based Pay Employee Surveys • Leadership Training • Executive Search -... Professional Accomplishments and Education Ted earned his bachelor's degree in education, political science, and history from Texas A&I University Southern now Texas A&M University -Kingsville) and a master's degree in public administration from Methodist University. He is also a graduate of both Leadership Dallas and the Executive Institute of the Texas Municipal League at the LBJ School of Public Affairs in Austin and is a fellow of the National Academy of Public Administration. Ted serves on the board of directors of the National Forum for Black Public Administrators and is the Vice -Chair of the Texas City Management Association University Relations Committee. He was named Public Administrator of the Year in 2004 by the North Texas American Society of Public Administration. WATERS-OI.DANI EXEC UTIVE RECRUITMENT A Division of The Waters Consulting Group, Inc. © 2007-The Waters Consulting Group, Inc. THIS PROPOSAL CONTAINS PROPRIETARY INFORMATION AND IS THE SOLE PROPERTY OF WCG, INC. TH1S PROPOSAL IS NOT TO BE REPRODUCED FOA ANY REASON \VITHOUT THE WRITTEN CONSENT OF WCG, iNC. Jerry Oldani's expertise and personal attention exceeds traditional approaches to executive search. His search leadership reflects his extensive background in corporate management, human resources, consulting and community service. He often serves as an expert panel member at professional symposiums in the area of executive search. His insights into both corporate and public sector management and thorough research and evaluation of candidate's backgrounds have become hallmarks of his career. With more than 31 years in executive search for the public sector, Jerry delivers solid and proven perspectives regarding human resources management, organizational analysis and executive search to the discipline. He has been a leading force in developing effective diversity -based recruiting methods, utilization of citizen groups in the recruiting processes and meeting the needs of public sector clients. His private sector focus has been in senior and executive level search for sales and marketing, human resources, finance and technical management personnel. • Executive Recruitment • Organizational Analysis • Diversity -based Recruiting Methods & Techniques Professional Accomplishments and Education Jerry received the Bachelor's of Arts in Public Administration degree from the California State University and completed graduate studies in Industrial psychology at the University of California at Los Angeles. He began his human resources career as Personnel Director at Univar Corporation. WATERS-OLDANI EDXECU TIVE RECRUITMENT A Division of The Waters Consulting Group, Inc. © 2007-The Waters Consulting Group, Inc. Page • 12 THIS PROPOSAL CONTAINS PROPRIETARY INFORMATION AND IS THE SOLE PROPERTY OF \VCG, INC. THIS PROPOSAL iS NOT TO BE REPRODUCED FOR ANY REASON WITHOUT THE WRITTEN CONSENT OF WCG, INC. Chris Hartung is a Senior Consultant for The Waters Consulting Group, Inc. (Waters-Oldam). In his role, he is responsible for managing and conducting executive recruitment assignments for the firm. Chris has more than 35 years of experience in managing and consulting in both the private and public sector. He has served as Director of Finance, Assistant City Manager, and Si Manager gager ifull Manager municipalities Denton, populations ranging from 15,000 to 160,000. Mr. Hartung Y �' TX. Chris joined Waters-Oldani in October 1997. He has conducted management -consulting assignments in a number of areas iing ncluding compensation planning and implementation, strategic planning, organizational staffing, total quality management, and executive recruitment. He has written and presented training in a number of subject areas including performance evaluation, leadership and management skills, and customer relations. Areas of Expertise • Executive Recruitment • Classification and Compensation Studies o Skill -based Pay • Employee Surveys o Customer Service Training • Leadership Training Professional Accomplishments. and_Education Chris received his bachelor's degree in government from Southern Methodist University and his master's degree in public administration from the University of North Texas. He has conducted lectures and seminars for Texas A&M University, the University of Texas at Austin, the University of Texas at Arlington, and the University of North Texas. Chris is on the faculties of the Bill Blackwood Law Arl Enforcement Management Institute of Texas (LEMI) and the Certified Public Manager Program (CPM), which is managed by the faculty at Texas State University, San Marcos. Chris is also fully certified to administer ASSESS Strategic Success Modeling by the professional organizational psychologists at Bigby, A is & Associates — a nationally known, accredited and respected firm. WATERS-OLDANI wey\- ECUTIVE RECRUITMENT A Division of The Waters Consulting Group, Inc. © 2007-The Waters Consulting Group, Inc. Page • 13 THIS PROPOSAL CONTAINS PROPRIETARY INFORMATION AND IS THE SOLE PROPERTY OF WCG, INC. TWS PROPOSAL IS NOT TO BE REPRODUCED FOR ANY REASON 1VITHOUT THE WRITTEN CONSENT OF WCG, INC. Chuck Rohre is a Senior Consultant for The Waters Consulting Group, Inc. (WCG). In this role, he is responsible for managing and conducting executive recruitment engagements for the firm to insure their integrity, timeliness and adherence to budget parameters. Chuck has more than 30 years of experience in managing and consulting in both the private and public sectors. He has served as Police Chief and Director of Public Safety for North Texas municipalities with populations ranging from 9,000 to 200,000 plus. Prior to beginning his consulting career, Mr. Rohre served for three years as Police Chief of Plano, Texas. Chuck joined the firm m January2006 following a 13-year engagement with another nationally recognized public sector search firm where he managed the Texas and Southwestern operations. He has an extensive and successful track record of completed recruitment across the nation, primarily in the Midwestern and Southwestem states. He has also conducted management -consulting assignments in a number of areas including public safety, career development and strategic planning. He has written and presented training in a number of subject areas including personnel assessment, leadership and management skills, and career development for public sector employees. Areas of Expertise • Executive Recruitment • Background Investigations • Assessment Centers • Career Development • Law Enforcement Management and Training Professional Accomplishments and Education Chuck received his Bachelor's degree in Career Development from the Dallas campus of Abilene Christian University and his Master's degree in Human Relations and Management from the same institution. He has completed advanced management training at the Institute for Law Enforcement Administration and now serves on its adjunct faculty and advisory board. Chuck completed the Federal Bureau of Investigation's prestigious LEEDS course at Quantico, Virginia. He is a veteran of the United States Army, serving in the United States and the Republic of Viet Nam. WATERS-OLDANI EXECUTIVE RECRUITMENT A Division of The Waters Consulting Group, Inc. © 2007-The Waters Consulting Group, Inc. Page • 14 THIS PROPOSAL CONTAINS PROPRIETARY INFORMATION AND IS THE SOLE PROPERTY OF WCG, INC. THIS PROPOSAL IS NOT TO BE REPRODUCED FOR ANY REASON WITHOUT THE WRITTEN CONSENT OF WCG, INC. Andrea Baffle Sims has been working in executive search for over six years, managing all phases of the search process for municipal, county, state and non-profit organizations, focusing on the East, Midwest and Mid -Atlantic regions with numerous searches for a number of governmental and non-profit executives including: City and Assistant City Managers, Library Directors, Chief Information Officers, Police Chiefs, City/County Attorneys, Parks & Recreation Directors, Finance Directors and Workforce Development Executive Directors. Andrea is an experienced professional with over twenty years of prior experience in Information Technology, EDP Audit and Management experience in both the public and private sector. Her local government leadership roles include serving as the IT Director at Cleveland Public Schools with a staff of 50; Deputy Director of IT at Cuyahoga County with a staff of 70. In addition, her county experience includes creating a start-up venture to sell public computer access to the legal community. Ms. Sims has held management positions at AT&T, Progressive Insurance, and National City Bank managing IT projects as well as IT professionals, along with serving as an internal consultantlauditor. She has successfully managed IT professionals through the change process from legacy to client -server technologies including both private and public sector Year 2000 implementations. Areas of Expertise • Executive Search • Recruitment and Retention Training • Information Technology • Organizational Assessment Strategic Planning and Implementation • Project Management • Process Improvement Professional Accomplishments and Education _ _ , .__ .,,_ Andrea's educational background includes a Bachelor of Arts in Mathematics from Spelman College, Atlanta Georgia and a Master of Science in Operations Research from The Wharton School at the University of Pennsylvania, Philadelphia, Pennsylvania. In addition, her post -graduate education includes numerous IT and management courses and seminars and certification from the Leadership Academy at Cleveland State University. Andrea's current and past civic involvement includes the Board of Trustees at the American Cancer Society, Cuyahoga Unit; Junior League of Cleveland, along with leadership positions with the Links, Inc., the Spelman Alumnae Association, and Delta Sigma Theta, Inc. WATERS-OLDANI EXEUU TIVE RECRUITMENT A Division of The Waters Consulting Group, Inc. © 2007-The Waters Consulting Group, Inc. Page • 15 THIS PROPOSAL CONTAINS PROPRIETARY INFORMATION AND IS THE SOLE PROPERTY OF WCG, iNC. THIS PROPOSAL 1S NOT TO BE REPRODUCED FOR ANY REASON WITHOUT TF�. WRITi'EN CONSENT OF WCG, INC. Richard Paterik serves as a Performance Management Specialist and Organizational Behavior Consultant for Waters-Oldani. Before joining the firm, Richard worked as the Director of the Career Development Center for the University of Dallas and has provided consulting services to both the public and private sector throughout his graduate work. He is a highly focused organizational psychologist with strong assessment, consulting, and project management skills. He has successfully implemented professional -level services and programs with business strategies and corporate cultures. Areas of Expertise • Performance Management and Appraisal System Development • Job Evaluation System Design and Implementation • Alternative Pay and Reward Programs • Organizational Psychology • Leadership Development Systems • Pre -employment Psychological Testing and Assessments • EEO Equity Analysis • Statistical Analysis including Performance Scale Creation and Validation • Conflict Resolution Training • Position Evaluation and Position Description Development • Skill -based Pay System Development • Competency -based Performance Achievement Programs Professional Accomplishments and Education Richard received his Doctorate of Philosophy in Counseling Psychology from Texas Woman's University. He received his Master of Arts in Counseling Psychology from Michigan State University. He is a Licensed Psychologist and is a certified Birkman Consultant and Targeted Selection Interviewer. Richard is also fully certified to administer ASSESS Strategic Success Modeling by the professional organizational psychologists at Bigby, Havis & Associates — a nationally known, accredited and respected firm. �IATERS-OLDANI EXECUTIVE RECRUITMENT A Division of The Waters Consulting Group, Inc. © 2007-The Waters Consulting Group, Inc. Page • 16 THIS PROPOSAL CONTAINS PROPRIETARY INFORMATION AND IS THE SOLE PROPERTY OF WCG, INC. THIS PROPOSAL IS NOT TO SE REPRODUCED FOR ANY REASON WITHOUT THE WRITTEN CONSENT OF WCG, INC. PROFESSIONAL REFERENCES • City of Des Moines, Iowa • City of Friendswood, Texas (515) 2834944 (281) 996-3200 Mayor Franklin Cownie Mayor David Smith Project: Selection of City Manager Project: Selection of City Manager • City of Emporia, Kansas (620)343-4251 Mr. Larry Bucklinger Director of Administrative Services Project: Selection of City Manager • City of Abilene, Texas (325) 676=6206 Mayor Norman Archibald Project: Selection of City Manager • City of New Braunfels, Texas (830)608-2100 Mr. Michael Morrison City Manager Project: Selection of City Manager • Town of Greenwich, Connecticut (203)622-7729 Maureen Kast Director Of Human Resources Project: Selection of Assistant Fire Chief, Public Works Commissioner and Town Administrator • City of Sunnyvale, California (661)723-6006 Mr. Bob LaSala Current City Manager of Lancaster, CA Project: Selection of Assistant City Manager • City of Fountain, Colorado (719}471-7955 M. Allen Ziegler City Attorney Project: Selection of City Manager • City of Plano, Texas (972)941-7121 Mr. Tom Muehlenbeck City Manager Project: Multiple searches / Selection of City Manager • City of Arlington, Texas (817)459-6101 Mr. Jim Holgersson City Manager Project: Selection of Deputy City Manager • City of Farmers Branch, Texas (972)919-2515 Ms. Linda Groomer Former City Manager Project: Selection of City Manager • City of Ann Arbor, Michigan (734)994-2655 Mr. Roger Fraser City Manager Project: Multiple searches including the selection of the City Manager and various department directors • City of Commerce City, Colorado (303) 289-3619 Pat Greer Assistant City Manager Project: Selection of City Manager • City of Ramsey, Minnesota (763)433-9821 Giovanna Reed Kone Human Resources Manager Project: Selection of City Manager © 2007-The Waters Consulting Group, Inc. Page • 17 THIS PROPOSAL CONTAINS PROPRIETARY INFORMATION AND IS THE SOLE PROPERTY OF WCG, TNC. TI-US PROPOSAL TS NOT TO BE REPRODUCED FOR ANY REASON WITHOUT THE �'VRITTEN CONSENT OF WCG, INC. A SAMPLING OF RECENT EXECUTIVE SEARCHES • Abilene, Texas City Manager • Allen, Texas City Manager EEEI • Ann Arbor, Michigan City Manager • o Arlington, Texas Austin, Texas Deputy City Manager Assistant City Manager, Assistant City Manager, Assistant City Manager, Assistant City Manager, Community Services Human Services Public Safety Public Utilities • Beaumont, Texas Assistant City Manager City Manager (2 o Bellevue, Washington City Manager (3) Deputy City Manager • Blaine, Minnesota City Manager • Bothell, Washington Assistant City Manager City Manager o Boulder, Colorado City Manager • Brooklyn Park, Minnesota City Manager • Brownsville, Texas City Manager • Brownwood, Texas City Manager • Cameron, Texas City Manager • Carrollton, Texas City Manager • Casa Grande, Arizona City Manager • Chandler, Arizona Assistant City Manager • Chehalis, Washington City Manager • Coalinga, California Corpus Christi, Texas City Manager Assistant City Manager, City Manager Management &Budget • Corvallis, Oregon City Manager • Covington, Washington City Manager • Davis, California City Manager • Denton, Texas City Manager • Dubuque, Iowa City Manager • Englewood, Colorado City Manager e Evanston, Illinois City Manager • Farmers Branch, Texas City Manager • Ferguson, Missouri City Manager (2) • Fort Collins Colorado City Manager Deputy City Manager • Glendale, Arizona Deputy City Manager • Greenville, South Carolina Assistant City Manager City Manager • Gresham, Oregon City Manager e Huntsville, Texas City Manager • Iowa City, Iowa City Manager © 2007-The Waters Consulting Group, Inc. Page • 18 THIS PROPOSAL CONTABdS PROPRIETARY INFORMATION AND IS THE SOLE PROPERTY OF WCG, INC. THIS PROPOSAL IS NOT TO BE REPRODUCED FOR ANY REASON lVTTHOUT THElVRITTEN CONSENT OF WCG, INC. • Irving, Texas City Manager (2) • Juneau, Alaska City Manager • Kerrville, Texas City Manager • • Ketchikan Gateway Borough, Alaska Kilgore, Texas Borough Manager City Manager • Kirkland, Washington Assistant City Manager City Manager • Lake Oswego, Oregon City Manager • Little Rock, Arkansas City Manager • Long Beach, Washington City Administrator • Longmont, Colorado City Manager • Longview, Washington City Manager • Loveland, Colorado City Manager (2) • Lubbock, Texas City Manager Mercer Island, Washington City Manager • Midland, Texas City Manager • Midlothian, Texas City Manager • Mill Creek, Washington City Manager • Missouri City, Texas City Manager • Modesto, California Deputy City Manager • Mont Belvieu, Texas City Administrator • Mt. Pleasant, Texas City Manager • Murphy, Texas City Manager • Newcastle, Washington City Manager • Norman, Oklahoma City Manager • Odessa, Texas City Manager • Oregon City, Oregon City Manager (2) • Paris, Texas City Manager • Pearland, Texas City Manager • Plano, Texas Assistant City Manager (3) Ci Manager (2 • Port Arthur, Texas City Manager • Puyallup, Washington City Manager • Roseville, Minnesota City Manager • Saint Louis Park, Minnesota City Manager (2) • San Angelo, Texas City Manager • San Diego, California Deputy City Manager • Snyder, Texas City Manager • Sugar Land, Texas Assistant City Manager (2) • Terrell, Texas City Manager • Weatherford, Texas City Manager • San Jose, California Assistant City Manager • Seatac, Washington City Manager • Snohomish, Washington City Manager © 2007-The Waters Consulting Group, Inc. Page • 19 THIS PROPOSAL CONTAINS PROPRIETARY INFORMATION AND IS THE SOLE PROPERTY OF WCG, INC. THIS PROPOSAL 15 NOT TO BE REPRODUCED FOR ANY REASON WITHOUT TtIE WRITTEN CONSENT OF WCG, INC. • Snoqualmie, Washington City Administrator • • Springfield, Ohio Sunnyvale, California City Manager Deputy City Manager — Organizational Effectiveness Waco, Texas City Manager • Walla Walla, Washington City Manager • Washougal, Washington City Administrator • West Des Moines, Iowa City Manager • West St. Paul, Minnesota City Manager Woodbury, Minnesota City Administrator • Wrangell, Alaska City Manager WATERS-OLDANI - - - -EXECUTIVE RECRUITMENT A Division of The Waters Consulting Group, Inc. -Dallas °Seattle •Cleveland • Austin- © 2007-The Waters Consulting Group, Inc. Page • 20 THIS PROPOSAL CONTAINS PROPRIETARY INFORMATION AND IS THE SOLE PROPERTY OF WCG, INC. THIS PROPOSAL IS NOT TO BE REPRODUCED FOR ANY REASON ���I'I'FiOUT TIC WRITTEN CONSENT OF WCG, INC. PROFESSIONAL FEES The professional fee to conduct the search for the recruitment is listed below. Expenses are not included in the professional fees and are billed separately as incurred. Project -related expenses include, but are not limited to: job posting and advertising fees on various Web sites and classified advertising fees in printed publications; consultant travel expenses; criminal history/credit/driver's license checks; printing and the production of necessary materials such as brochures, profiles, and final reports; transportation; telephone es; shipping and postage and video conferencing fees. Travel expenses i fees; ncurred by candidates are not the reOFonsibility of Waters-Oldani. The professional fee will be billed in four installments; 30% of the fee will be billed at the beginning of the search; 30% at the implementation of Phase H. 30% at the implementation of Phase III; and the final 10% upon acceptance of offer by the candidate. If candidates from this search process are selected for another position in the organization within one year of the close of the search, a fee of 50% of the above mentioned proposal amount will be due to Waters- Oldani Executive Recruitment. If selected for this project, Waters-Oldani will negotiate snot -to -exceed figure including expenses. All questions regarding these professional fees should be directed to Chuck Anderson, CEO of Waters-Oldani Executive Recruitment Division at cnderson@watersconsultina.com or via phone at 214.466.2437. 7777777777777777-, +r- oT _ Phase I r� IDESCRIPTION OF PROI�S�SIQl�IAL �SERYICE� r - Task 1—Profile Development & Advertising/Marketing Phase II Task 2 — Identification of Quality Candidates Task 3 — Preliminary Screening & Initial Report Task 4 — Reference Checks/Background Investi ations/Academic Verification Phase III Task 5 — Final Process/ Recommend Finalists/Onsite Interviews Conclusion Acceptance of offer by candidate $229500 TOTAL PROFESSIONAL FEES Additional work related to the search process and as specifically requested by the client which is outside of the scope of this project (i.e. additional onsite meetings) is additional. The fixed fee proposal for professional fees anticipates no more than three one -day on site visits total per recruitment (with one consultant). However, we would be pleased to provide additional onsite visits for our standard daily rate plus expenses. The fixed fee proposal for professional fees includes up to ten CareerNavigatorTM reports. For anv renartS reauested over ten, the fee will be $350 00 per report $1500.00 per day plus expenses $350.00 per Dort over 10 © 2007-The Waters Consulting Group, Inc. THIS PROPOSAL CONTAINS PROPRIETARY INFORMATION AND IS THE SOLE PROPERTY OF WCG, INC. THIS PROPOSAL TS NOT TO BE REPRODUCED FOR ANY REASON WITHOUT THE WRITTEN CONSENT OF WCG, INC. Page • 21 Page 1 of 2 City of Fors Worth, Texas DATE: Tuesday, July 17, 2007 LOG NAME: 140LDAN1 REFERENCE NO.: **G-15784 SUBJECT: Authorize Execution of a Contract with the Waters Consulting Group, Inc., for Executive Search Consultant Services for a City Manager RECOMMENDATION: It is recommended that the City Council authorize the City Manager to execute a contract with The Waters Consulting Group, Inc., for executive search consultant services for the recruitment and selection of a City Manager, for an amount not to exceed $22,500 for professional services and $8,500 for related expenses. DISCUSSION: It is recommended that the professional consultant services of The Waters Consulting Group, Inc., be engaged to perform a national executive search for a City Manager. The consultant will provide the following services: Development of Recruitment Specifications -The consultant will meet with the Mayor, City Council, key staff and other stakeholders to define the position requirements, candidate qualifications and current issues. The information gathered will be used to draft a Recruitment Profile, which will be used to conduct a preliminary screening of job candidates. Recruiting - A directed campaign will be conducted to identify candidates whose backgrounds and experiences closely fit the desired candidate criteria including: 1) Informational mailings to key associations/organizations throughout the country; 2) Selected advertising through national publications and selected professional associations; 3) Network and direct inquiries with professional sources that are knowledgeable in the field; and 4) Use of experience, contacts and file data from previous searches in this field of expertise. Screening -Preliminary screening will be based on the developed criteria and information contained in resumes and the consultant's knowledge of the people and the organizations in which they work. Interviews and background inquiries will be conducted with the most promising candidates to gain a better understanding of their backgrounds. A progress report listing information on the leading candidates will be developed and submitted to the Mayor and City Council for review and discussion. Candidates for the next phase of the process will be identified from this group. Candidate Evaluation and Reference Check - The consultant will conduct an in-depth interview with each of the semi-final candidates. Additionally, the consultant will verify degrees and certifications, conduct credit/criminal/civil litigation/motor vehicle record checks and other relevant information. A list of several finalists will then be presented to the Mayor and City Council Members for review and approval. http://www.cfwnet.org/council�acketJReports/mc�rint.asp 7/25/2007