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HomeMy WebLinkAboutContract 36626CITY SECRETARY CONTRACT NO. L /L N �9 L L( PROFESSIONAL SERVICES AGREEMENT EXECUTIVE SEARCH SERVICES 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: Assistant City Manager recruitment ("the Search"), all in accordance with the Proposal to Recruit three Assistant City Managers, 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 January 28, 2008 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 fixed professional fee of Twenty-two thousand five hundred dollars ($22,500.00). 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 nine thousand five hundred dollars ($9,500.00) 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. In 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. wib 7. Method of Payment. Payments will be made in four (4) installments; 30% of the billed at the beginning of the search; 30% at -the implementation of Phase II; 30% City of Fort Worth /The Waters Consulting Group, Inc. Executive Search Proposal- City Manager Page 1 of 4 02-14-08 A09:51 IN 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 60 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 party's address listed below, or when delivered 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. City of Fort Worth /The Waters Consulting Group, Inc. Executive Search Proposal— Assistant City Manager Page 2 of 4 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. [Saga�ature Page Follows] City of Fort Worth /The Waters Consulting Group, Inc. Executive Search Proposal- Assistant City Manager Page 3 of 4 Executed thi Tj day of Q � 20089 Dated: , 2008 Approved as to Form And Legality: Assistant City Attorney (v% C G " K OV 4j"k d-1►a(98 ATTEST: Marty Hendrix City Secretary The Waters Consulting Group, In¢. Title President and Founder Address: 5050 Quorum Drive Suite 625 Dallas Texas 75254 City of Fort, Worth, TX L. Mon Title: Assistant City Manager /CFO Address: City of Fort Worth City Manager's Office 1000 Throckmorton St. Fort Worth TX 76102 [Exhibit Follows] City of Fort Worth /The Waters Consulting Group, Inc. Executive Search Proposal— Assistant City Manager Page 4 of 4 r � i 11 •kYj7Iii a EXHIBIT "A" WATERS-OLDANI -- - EXECUTI VE RECRUITMENT A Division of The Waters Consulting Group, Inc. January 28, 2008 Ms. Karen L. Montgomery Assistant City Manager / CFO City of Fort Worth 1000 Throckmorton Street Fort Worth, TX 76102 Re: Proposal —Executive Recruitment for three (3) Assistant City Managers Dear Ms. Montgomery: I appreciate the opportunity to submit our proposal for executive recruitment services for your three (3) Assistant City Managers. It has been our experience that satisfied clients expect one principal outcome from the recruitment effort: A highly -qualified candidate available to be employed as soon as possible. We are confident that you will be completely satisfied with our comprehensive process and the outcome. We are so confident in our recruitment process and outcome that we offer a triple guarantee of our performance, which is described in detail on page 3 of this proposal. Our team of recruitment consultants (see bios starting on page 8 of the proposal) has provided executive recruitment services nationwide for over 30 years, principally to public organizations. We have established a reputation for a relentless commitment to high quality with our process and our candidates. We know that you have options for using other recruitment firms. However, we believe that our approach sets us apart from our competitors in the following important ways: ➢ Our Triple GuaranteeTM (see page 3); ➢ Meticulous development of the Candidate Profile prior to Advertising/Marketing (see page 4); ➢ Comprehensive, in-depth screening and evaluation of Candidates, including the use of our proprietary, validated assessment - CareerNavigatofrm (see page 5); ➢ Rigorous review of Candidates' References and Background (see page 6); ➢ Our highly -accessed web site (www waterscongg1tinQ.com) by prospective Candidates; and ➢ Our superior nationwide relationships with high -quality Candidates for marketing new positions. The proposal document will provide you the details about our approach, expertise, client references, and pricing for this executive recruitment. Also, if you have any questions, please contact me directly at 817,965,3911 or by email at canderson@watersconsultinp,.com. We would consider it a professional privilege to provide these services to the City of Fort Worth. Sincerely, Charles (Chuck) S. Anderson CEO of Waters-Oldani Executive Recruitment A Division of The Waters Consulting Group, Inc. 7 u. •������1`�I(tl� UL�1a THE WATERS CONSULTING GROUP, INC. PRODUCTIVE MANAGEMENT CONCEPTS 5050 Quorum Drive Suite 625 Dallas, Texas 75254 9721481/1950 972/481/1951(Fax) www watersconsulting.com -Dallas •Seattle •Cleveland • Austin- Our understanding of and experience in the public sector coupled with our connnitinent in deiieloping partnering relationships with our clients are key factors in our long-term success. PROJECT OVERVIEW The City of Fort Worth, Texas is considering the use of a consulting firm to assist with the executive recruitment for its next three (3) Assistant City Managers 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. Accordingly, we provide the following information for your consideration. PROFESSIONAL EXPERTISE MAKES THE DIFFERENCE Throughout the assignment, the Waters-Oldani team will serve as technical advisors to your organization to ensure that the recruitment process is conducted in a professional manner. The objective of Waters-Oldani is to generate high -quality candidates and assist you with the screening and evaluation of these candidates. Due to our extensive professional relationships with hundreds of public sector organizations and prospective candidates nationwide, Waters-Oldani is positioned to confidently promote your position to prospective candidates as a positive career and personal growth opportunity. 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 your executive recruitment. 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-Oldani consultants will communicate by phone, e-mail, or in person, with appropriate leaders from your organization to discuss the progress of the recruitment and to review subsequent steps in the recruitment process. These regular status reports are important to ensure success with the recruitment assignment. 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 organizational culture. But our intense professional commitment does not stop with our clients. 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. 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. © 2008-The Waters Consulting Group, Inc. THIS PROPOSAL CONTAINS PROPRIETARY IIdFORMATION AND 15 THE SOLE PROPERTY OF WCG, INC. THIS PROPOSAL IS NOT TO BE REPRODUCED FOR ANY REASON WITHOUT THE WRITTEN CONSENT OF WCG, Q4C. ROLE OF YOUR ORGANIZATION'S STAFF We have a seasoned staff of professionals to deliver quality services with minimal effort required from you. However, to assist in the project, we ask that your organization designate a Project Manager to serve as Waters-Oldani's primary contact for the recruitment assignment. Your Project Manager will facilitate such functions as coordinating meeting dates, times, and locations and the review of the draft recruitment brochure and related advertising copy. OUR TRIPLE GUARANTEE Our Triple Guarantee is defined as: (1) A commitment to remain with the recruitment assignment until you have made an appointment for the fees and tasks quoted in this proposal. If you are unable to make a selection from the initial group of finalists, Waters-Oldani will work to identify a supplemental group until you find a candidate to hire; (2) Your executive recruitment is guaranteed for two years against voluntary resignation by or termination for cause of the candidate. Within the first year, the replacement recruitment will be repeated with no additional professional fee, but only for project -related expenses. During the second year, the replacement recruitment is reduced to 50% of the professional fee plus project -related expenses. Candidates appointed from within your organization do not qualify for this guarantee. This guarantee is subject to further limitations and restrictions of your state laws. Additional services include a performance appraisal and review after 12 months of service of the appointed candidate, with no professional fee charged to you. If you elect to use this service, the only cost you would incur 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 your organization. © 2008-The Waters Consulting Group, Inc. 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 WRITTIN CONSENT OF WCG, INC. % �iii�i l L�� The following is intended to describe the key tasks associated with our approach to executive recruitment. TASK I RECRUITMENT BROCHURE DEVELOPMENT AND ADVERTISING The important first step in the recruitment process involves the development of a comprehensive recruitment brochure with a profile of the ideal candidate, including the required qualifications, professional experience, personal characteristics, and other factors related to success in the position of Assistant City Managers. The recruitment brochure will also have a profile of your community and organization. To prepare the recruitment brochure, the Lead Consultant will come on site to meet with your leadership team to discuss the required background and experiences for the new Assistant City Managers. We will also request organizational charts, budgetary information, operational reports, and other documentation describing the community, organization, current issues, and responsibilities of the position. The draft recruitment brochure will be presented to you for review and final approvaUedits prior to its publication and distribution via online and regular mail to prospective candidates. In order to conduct an open recruitment and to encourage applications from a diverse pool of candidates, Waters-Oldani will work with you to develop an advertising and marketing strategy to notify potential candidates about the vacancy. Advertisements will be placed in appropriate professional publications, local newspapers of record and web sites as approved by you. Draft ads will be submitted to your organization for approval prior to publication. Waters-Oldani has a highly -accessed web site, www.watersconsulting.com, and targeted e-mail . We will use all available resources to communicate directly with prospective candidates. The aggressive advertising and marketing campaign for top talent will include national, regional, in -state and local elements as determined during our initial meetings with your organization. Our presence at appropriate public sector conferences will be used to further promote the position. An effective advertising strategy will help to ensure that we conduct an open recruitment with appeal to a diverse array of candidates. Waters-Oldani will take all necessary steps to protect against discrimination in the screening and selection process. TASK II EXECUTION OF RECRUITMENT STRATEGY AND ]IDENTIFICATION OF QUALITY CANDIDATES Using the information developed in Task I, Waters-Oldani will identify individuals who would be outstanding candidates for the position of Assistant City Managers. Often, well -qualified candidates are © 2008-The Waters Consulting Group, Inc. Page • 4 THIS PROPOSAL CONTAINS PROPRIETARY INFORMATION AND IS THE SOLE PROPERTY OF WCG, INC. THIS PROPOSAL IS NOT TO BE REPRODUCED FOR ANY REASON WCCHOUT THE WRITTEN CONSENT OF WCG, INC. t 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 highly qualified candidates across the nation based on our professional contacts and relationships. We have also established networks with minority and female leaders throughout the nation and are proud of our record of placement of 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. In addition, we are charter members of NFBPA and its Business Advisory Committee and the Hispanic Network. We believe that one of the strengths of the Waters-Oldani recruitment process is our attention to the candidates during the process. Each candidate submitting a resumd 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 their status in the process. We take pride in the many complimentary comments made by candidates regarding the level of communication and the professional manner in which they are treated during our recruitments, which is also provides a positive reflection on your organization TASK III SCREENING OF APPLICANTS, INITIAL INTERVIEWS, AND RECOMMENDATION OF FINALISTS TO CLIENT Our recruiting efforts in Task H identify a significant number of applicants, depending upon the position and the availability of candidates with the requisite experience and skills in the marketplace. Task III is where our Lead Consultant screens the candidates against the criteria within the candidate profile and develops a list of Semi -Finalists who meet or exceed the criteria. The Lead Consultant will then meet with you as the client to develop a group of candidates for personal interviews with the Lead Consultant either by phone, in person or videoconference. Our interviews are conducted with a set of questions developed by Waters-Oldani to evaluate professional experience and management/leadership characteristics considered relevant for the candidate profile for your position. As a part of our thorough screening of candidates, we also utilize our content -validated behavioral assessment and success profile system CareerNavigatorTM. Our approach to recruitment features a content - validated competency model that measures the core competencies of public sector executive mangers/leaders with a comprehensive psychological assessment. This helps to identify those competencies that are proven to make a candidate much more likely to be successful in a position of executive management and leadership. 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 © 2008-The Waters Consulting Group, Inc. Page • 5 THIS PROPOSAL CONTAINS PROPRIETARY INFORMATION AND IS THE SOLE PROPERTY OF WCG, INC. THIS PROPOSAL IS NOT TO BE REPRODUCID FOR ANY REASON WITHOUT THE WRITTEN CONSENT OF WCG, WC. responses to the assessment. These questions are included in the in-depth interview conducted by the Waters-Oldani Lead Consultant. At the conclusion of our interview process, we will meet with you to recommend a group of Finalists to invite for on -site interviews with an interview panel that you select. Typically, four to six candidates are selected for these interviews. TASK IV CONDUCTING BACKGROUND CHECKS, REFERENCE CHECKS AND ACADEMIC VERIFICATIONS Once you approve the group of Finalists for on -site interviews, Waters-Oldani will begin the process to conduct reference checks, background checks and academic verifications. 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 to allow Waters-Oldani to complete our understanding of the work experience, professional performance and personal characteristics of the Finalists. For the background checks, Waters-Oldani is pleased to partner with PSI Investigation Services into gather information about the candidates in the following areas: • Consumer Credit • Banla-uptcy • County Criminal • State District Superior Court Criminal • County Civil Litigation • State District Superior Court Civil Litigation • Judgment/Tax Lien • Federal District Criminal • Motor Vehicle • Federal District Civil Litigation TASK V FINAL INTERVIEW PROCESS Upon completion of Task IV, we will work with you to develop the final interview process. We will also send you documentation on each of the finalists, which will provide the highlights of their professional experience and leadership/management profile, and a summary of the results of the reference checks, background checks and academic verifications. In addition, the report will include guidelines for interviewing the candidates, suggested interview questions, and a rating process for your interview panel(s). Our Lead Consultant will participate in final interviews as either an observer or active panel member at your request and will be available to answer questions and assist you in the final evaluation and selection of the successful candidate. In addition, if you request the service, our Lead Consultant will assist you with the development of a compensation package and related employment considerations, and assist with the negotiations. © 2008-The Waters Consulting Group, Inc. THIS PROPOSAL CONTAINS PROPRIETARY INFORMATION AND IS TIC SOLE PROPERTY OF WCG, INC. THIS PROPOSAL t5 NOT TO BE REPRODUCED FOR ANY REASON WPTiiOUT TIC WRITTEN CONSENT OF WCG, INC. 0 \�h� 51�1e , :r I EXECUTIVE RCRU EITMENT PROJECT TIMELINE _ --,- -s Below is an estimated Timeline for the executive recruitment process. Our Timeline consists of approximately 90-120 days, depending upon various factors, including the presence of holidays during the recruitment process. You will be asked by the Lead Consultant during the first on -site meeting to review and approve a Timeline for the recruitment project. It is our intent to conduct the recruitment expeditiously, but not at the expense of finding high -quality candidates for you. To ensure that our quality standards are maintained, we do require a minimum of ten business days between the time that you select the candidates for on -site interviews and when we send you the Final Book for your final interview process. =ProJect 1Veeks 01 02 03 04 05 06 07 08 09 10 11 12 13 Phase I Task 1 Recruitment Brochure Development & Advertising Phase II Task 2 Recruitment Strategy and Identification of Candidates Task 3 Screening Process and Recommendation of Finalists for On - site Interviews. Task 4 Background Checks/ Reference Checks/Academic Verifications Phase III Task 5 Final Interview Process AN OVERVIEW OF OUR CONSULTING TEAM 'Waters-Oldani places a high priority on meeting the needs of our clients. Therefore, at the outset of the recruitment process, we will tailor our approach to address the issues unique to your organization working environment. For each recruitment project, we assign a Lead Consultant and a team of support ents in an effective and efficient manner. What follows are brief professionals to carry out assignm biographical descriptions of the members of our consulting team. © 2008-The Waters Consulting Group, Ina Page • 7 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, BJC. Charles (Chuck) S. Anderson is the Chief Executive Officer for the Waters -Oldani Recruitment Dsion 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 ist in re -building local governments in Bosnia following and supervise a team of technical consultants to ass 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 • Leadersmp/Management Development Organizational Design • Organizational Development 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. Chuck was recognized in 2007 with the Lifetime Achievement Award from his Public Administration Alumni Association at the University of Kansas. WATERS-OLDANI - TIVE RECRUITMENT EXECU A Division of The Waters Consulting Group, Inc. © 2008-The Waters Consulting Group, Inc. Page • 8 THIS PROPOSAL CONTAINS PROPRIETARY INFORMATION AND IS TE1E 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 (UTD) 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 Trailing • Executive Search Professional Accomplishments and Education Ted earned his bachelor's degree in education, political science, and history from Texas A&I University now Texas A&M University -Kingsville) and a master's degree in public administration from Southern 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-OLDANI UTIVE RECRUITMENT EXEC A Division of The Waters Consulting Group, Inc. © 2008-The Waters Consulting Group, Inc. Page • 9 7TiIS PROPOSAL CONTAINS PROPRIETARY INFORMATION AND IS THE SOLE PROPERTY OF WCG, INC. THIS PROPOSAL IS NOT TO BE REPRODUCID FOR ANY REASON WITHOUT THE WRITTEN CONSENT OF WCG, INC. Jerry Oldani's expertise and personal attention to client needs 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 skill at conducting analyses of complex public sector organizations sets the industry standard. His insights into both corporate and public sector management and thorough research and evaluation of candidate's backgrounds have become hallmarks of the firm. For the last several years, Jerry has led the public sector search discipline in the placement of "women and people of color," averaging over 47% of their total placements. With more than 35 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. Jerry, with the assistance of a dedicated staff, pioneered the use of a two year guarantee period and advanced recruiting brochures in the industry. • Executive Recruitment • Organizational Analysis • Diversity -based Recruiting Methods & Techniques • Conflict Resolution L Professional Accomplishments and Education Jerry received the Bachelor's of Arts in Public Administration degree from the California State University at Northridge 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. He was a Charter Member of the Business Advisory Council to the National Forum for Black Public Administrators (NFBPA) and Founding Member of the Hispanic Network. A decorated Viet Nam Veteran and Captain in the Marine Corps, Jerry has also held numerous positions of community leadership to include: Library Commission —City of Sunnyvale; Parks Board —City of Mountain View, California; Santa Clara Valley Rental Housing Mediation Authority and the Santa Clara Valley Minority Relations Resolution Group; Bellevue, Washington Form of Governance Committee; King County Metro Consolidation Committee; Bellevue Parks Board; Board of Directors Pacific Northwest Baseball Umpires Association; and Board of Directors Pacific Northwest Football Officials Association. � WATERS-OLDANI 0 ITMENT ---- EXECUTIVE RECRU A Division of The Waters Consulting Group, Inc. © 2008-The Waters Consulting Group, Inc. THIS PROPOSAL CONTAINS PROPRIETARY INFORMATTON AND IS THE SOLE PROPERTY OF W CG, INC. THIS PROPOSAL IS NOT TO BE REPRODUCED FOR ANY REASON WrrHOUT THE WRITTEN CONSENT OF WCG, INC. Chris Hartung is a Senior Consultant for The Waters Consulting Group, Inc. (Waters-Oldani). 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 City Manager in full service municipalities with populations ranging from 15,000 to 160,000. Mr. Hartung served for 8 years as City Manager of Denton, TX. Chris joined Waters-Oldani in October 1997. He has conducted management -consulting assignments in a number of areas including 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. • Executive Recruitment • Classification and Compensation Studies • Skill -based Pay • Employee Surveys • 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 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, Havis & Associates — a nationally known, accredited and respected firm. � WATERS-OLDANI - EXECUTIVE RECRUITMENT A Division of The Waters Consulting Group, Inc. © 2008-The Waters Consulting Group, Inc. Page • 11 THIS PROPOSAL CONTABAS PROPRffiTARY INFORMATION AND 15 THE SOLE PROPERTY OF \VCG, INC. THIS PROPOSAL IS NOT TO BE REPRODUCID FOR ANY REASON WITHOUT TF� WRITTEN CONSENT OF WCG, INC. Chuck Rohre is a Senior Consultant for The Waters Consulting Group, Inc. kWCG). 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 in January 2006 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 Southwestern 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. • Executive Recruitment • Background Investigations • Assessment Centers • Career Development • Law Enforcement Management and Training 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, 0 0 WATERS-OLDANI - EXECUTIVE RECRUITMENT A Division of The Waters Consulting Group, Inc. ©2008-The Waters Consulting Group, Inc. Page • 12 THIS PROPOSAL CONTAWS PROPRIETARY IT'FORMATTON AND IS THE SOLE PROPERTY OF WCG, INC. THIS PROPOSAL 1S NOT TO BE REPRODUCID FOR ANY REASON WITHOUT THE WRITTEN CONSENT OF WCG, INC. Andrea Battle 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 consultant/auditor. 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. 1 1' • Executive Search • Recruitment and Retention Training • Information Technology • Organizational Assessment • Strategic Planning and Implementation • Project Management • Process Improvement Andrews 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 EXECUTIVE RECRUITMENT A Division of The Waters Consulting Group, Inc. © 2008-The Waters Consulting Group, Inc. Page • 13 THIS PROPOSAL CONTAiN'S 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, IlVC- Troy has more than 25 years of impressive professional and executive level human resources expenence0 Before joining Waters Consulting Group, Inc., Dr. Coleman was most recently the Associate Superintendent for Human Resource Services with the Dallas Independent School District, where he designed and managed program efficiencies and automation to support employee on -boarding, and employee relations and mediation services. He designed and managed a nationally recognized program focused on international recruitment and selection of teachers, professionals and administrators to staff the 10,000-member teacher group and more than 20,000 total employees in the district. He served as Human Resources Director for the City of Dallas, Texas. Dr. Coleman was Senior Vice - President for Human Resources for an eCommerce business, and he has held various human resources posts in higher education and in local and federal government. He was a lecturer in Organizational Behavior and Personnel and Human Resources Administration at the University of Texas, Arlington; College of Business Administration; and Southern Methodist University, Cox School of Business, where he also lectured on Alternative Dispute Resolution. Throughout his career, Dr. Coleman has designed and led organizational development engagements on Organizational Change, Workplace Diversity, Conflict Management, and Employee Relations. He successfully facilitated dispute resolution and mediation processes involving disputes between police/public safety agencies and the communities they serve, employee disputes over diversity issues at work, EEO/Affirmative Action matters affecting companies and government agencies, differences between governing bodies and executive leadership teams, employee relations issues regarding pay and work conditions, and general interpersonal relations disputes. He was a faculty member with leadership institutes at George Washington University and the National Forum for Black Public Administrators. Areas of • Recruitment and Selection Pre -employment and Promotional Testing and Assessments Workplace Diversity and Inclusion Programs Training and Organizational Development • EEO and Equity Systems Analysis and Design Mediation and Conflict Resolution Training Competency -based Performance Achievement Programs - Professional Accomplishments and Education litated For more than 12 years with his own firm, Dr. Coleman successfulldesigned efira d publiclsafety agencies, training programs and services for federal and local governments, police, conferences on t corporate businesses, and he has lectured at national he subject of managing diversity relations with the workplace. He has also managed projects that incorporate diversity and community communities experiencing demographic and social change. He earned his doctorate from the University of North Texas and his master's and bachelor's degrees from Texas A&M University, Commerce. He has been a Licensed Professional Counselor, and he is an active member of the American Psychological Association. WATERS-OLDANI CUTIVE RECRUITMENT EXEC A Division of The Waters Consulting Group, Inc. Page • 14 © 2008-The Waters Consulting Group, Inc. THIS PROPOSAL CONTAINS PROPRIETARY INFORMATION AND IS THE SOLE PROPERTY OF WCG, INC. PROPOSAL IS NOT TO BE REPRODUCED FOR ANY REASOWITHOUTWOUT THE WRITTEN CONSENT OF WCG, INC. THIS A SAMPLING OF EXECUTIVE RECRUITNIEty r� Abilene, Texas Addison, Texas obany, Oregon Alexandria, Virginia Allen, Texas Ann Arbor, Michigan Arapah ty, Colorado Arlington, Texas Arvada, Colorado City Manager Director of Public Works Chief of Police Director of Purchasing City Manager Finance Director Chief Financial Officer (2) City Manager City Attorney Fire Chief Director of Human Services Administrator, Library Public Services Assistant Director, Library Services Assistant Director, Planning & Development Services Assistant Director, Traffic and Transportation (2) JP Director (Public Works) City Attorney Code Information Officer Deputy City Manager Director, Capital Improvements Director of Events and Conventions, Convention and Visitors Bureau Fire Chief (2) Human Resources Director Library Director Parks and Recreation Director (2) Planning Director (2) President, Convention and Visitors Bureau (2) Traffic and Transportation Development DeputyDirector of Planning and Deputy City Manager Assistant Director of Water Utilities Director of Workforce Services/Human Resources Executive Director, Center for Arts and Humanities Human Resources Director IT Director Colorado Chief of Police Aurora, Public Works Services Austin, Texas Assistant Ci Manager, Community Assistant City Manager, Human Services Assistant City Manager, Public Safety Assistant City Manager, Public Utilities Chief Environmental Officer Chief of Police Community Development Director Employees' Retirement System, Pension Officer Hospital Administrator Management Development Program Senior Attorneys (2) ensation Study Senior Management Comp Page • 15 © 2008-The Waters Consulting Group, Inc• CONSENT OF WCG, INc. THIS PROPOSAL lOS N0T OTC ��PRODUCED FD � SON WITHO '[HE WRITTEN � OF WCG, INC. Avondale, Arizona Bato Rouge uo ge (LA) Parks & Recreation Commission Baytown, Texas Beaumont, Texas Bedford, Texas Bellevue, Washington Bellingham, Washington . Binnhlgham, Alabama Blaine, Minnesota Bloomington, Minnesota Blue Springs, Missouri Board of City Development (Ci of Lubbock, Texas) Boise, Idaho Bothell, Washington Boulder, Colorado Brazos County Texas 911 Bridgeport, Texas Brooks Development Brooklyn Park, Minnesota Broward County, Florida Director of Department of Public Works Director of Planning and Development Director of Development Services Executive Director City Manager Director of Planning and Development Services Administrative Services Director Assistant City Manager City Manager (2) Public Health Director Chief of Police Chief of Police (2) City Attorney (2) City Manager (3) Data Processing Systems Administrator Deputy City Manager Director of Human Resources Economic Development Manager Outplacement Project Parks & Community Services Director Planning Director Water Supply Project Director Director of Parks and Recreation Human Resources Director Library Director Planning and Community Development Director Public Works Director Administrative Assistant to the Mayor for Capital Projects Director of Information Management Services City Manager Public Services Manager Support Services Manager Chief Financial Officer Chief of Police Public Works Director City Engineer Executive Director Fire Chief Assistant City Manager Chief of Police City Manager Public Works Director City Manager Deputy Fire Chief Executive Director City Administrator Executive Director City Manager Executive Director of the Port of Everglades Director of Small Business Services Director of Public Works & Transportation © 2008-The Waters Consulting Group, Inc• _ _ TFDS PROPOSAL lOS NOT OTO BBE REPRODUCED FOR ANY REASON WITf101�Tf-IEOWRIRTTEN CONSENT OF WCG, INC. • Brownsville, Texas Brownwood, Texas Bryan, Texas Cameron, Texas Canton, Texas Carrollton, Texas Casa Grande, Arizona Cedar Hill, Texas Central Arkansas Water Chandler, Arizona Charlottesville, Virginia Chehalis, Washington CIGNA Cleveland (OH) Public Coalinga Regional Medical Center (Coalinga, Californi Coalinga, California College Station, Texas • Colleyville, Texas • Commerce City, Colorado • Coppell, Texas • Corpus Christi, Texas • Corvallis, Oregon Director of Aviation City Manager City Manager Police Chief City Manager City Manager Director of Public Works Director of Human Resources City Manager Director of Transit Development Fire Chief City Manager Director of Human Resources Assistant Director of Public Works Economic Development Director Executive Director/CEO Assistant City Manager Chief Information Officer Chief of Police Communications & Public Affairs Director Human Resources Director Director of Parks, Recreation & Leisure Services Finance Director Transit Manager City Manager Local Area Representative Head of Main Library Executive Director City Manager Chief of Police (3) Fire Chief (2) Manager of Informationyst e opment Director of Planning and First Assistant Attorney Public Works Director aiif n City M ager Assistant Director of Public Works Police Chief Fire Chief l.11y nll6uiwi Assistant City Manager, Management &Budget Chief of Police City Attorney City Manager Director of Personnel & Labor Relations Director of public Health Management Director of Safety & Risk Manager, Affirmative Action/EEO Director of Development Services City Manager © 2008-The Waters Consulting Group, Inc• THiS PROPOSAL CONTAINS PROPRIETARY INFORMATION AND IS THE SO�R� CO SENT O WC INC. THIS PROPOSAL IS NOT TO BE REPRODUCED FOR ANY REASON gT'I'HOUT TILE Page • 17 Covington, Washington Dallas, Texas bDan w ,Connecticut • Davis, California • Decatur, Illinois Denton, Texas Desoto, Texas Des Moines, Iowa • District of Colombia Dubuque, Iowa • Duncanville, Texas Durham County, North Carolina • East Orange, New Jersey • Edmond, Oklahoma Elmwood Park, Illinois Emporia, Kansas • Englewood, Colorado Eugene, Oregon • Evanston, Illinois • Farmers Branch, Texas • Federal Way, Washington Ferguson , Missouri • Forney, Texas Fort Collins, Colorado City Manager Fire Chief Chief Information of Chief Building Official Risk Manager Director of Public Works & Transi Director of Finance and Personnel City Manager Director of Public Safety Services City Manager & COmmulllty Development Executive Director, Planning Police Chief Chief Financial Officer Director of Planning Director of Parks and Recreation Director of Parks and Leisure Activities City Engineer Water Superintendent Housing Services Director Chief Transportation Engineer Corporation Counsel Deputy Mayor for Operations Parks & Recreation Director City Manager Police Chief Internal Auditor Director of Police Coordinator Information Technology Police Technology Director Chief of Police Village Manager City Manager City Manager Director of Public Safety City Manager Public Works Director Superintendent of Streets and Sanitation ., rintPndent of Waters and Sewer Chief of Police City Manager Director, Economic Development Manager, Council Goal Setting Process Director of Police Services (Chief) City Manager (2) City Manager City Manager Community Development Director Deputy City Manager Finance Director Economic Development Director Page • 18 © 2008-The Waters Consulting Group, mac• THIS PROPOSAL IS NOT TO BE REPRODUCED FOR ANY REASON WITHOUT 7ilE WRITTEN CONSENT OF WCG, Q•1C. THIS PROPOSAL CONTAINS PROPRIETARY INFORMATION AND 1S THE SOLE PROPERTY OF W CG, • r� Fort Wayne, Indiana Fort Worth, Texas Fountain, Colorado Fremont, California Fresno, California Friendswood, Texas Garfield County, Colorado Garland, Texas Glendale, Arizona Grand Prairie, Texas Greenville, South Carolina Greenwich, Connecticut Gresham, Oregon Hampton, Virginia • Hartford, Connecticut Hayward, California • Hermiston, Oregon Hobbs, New Mexico • Houston Police Officers Pension System (Texas) • Huntsville, Texas Iowa City, Iowa planning, Transportation, Development Director Electric Utilities Director Director of Parks and Recreation Assistant Director of Transportation & Public Works Assistant Housing Director Aviation Director City Attorney Director of Development Director of Housing Director of Human RelationsManagement Director of Planning Growth Director of Transportation & Public Works Environmental Management Director Executive Director of public Facilities and Events Health Director Library Director Water Utilities Director City Manager Assistant Financial Services Director Fire Chief (2) Information Technology Manager Assistant City Manager City Manager Director of Human Resources Assistant Director of Electric Utilities Code Enforcement Manager Director of Finance Economic Development Director Human Resources Director Traffic & Transportation Director Deputy City Manager Assistant Utilities Director (Electric) Traffic & Transportation Director Assistant City Manager City Manager Finance Director Public Works Director Public Works Commissioner Commissioner of Social Services Town Administrator Assistant Fire Chief City Manager Police Chief Chief of Police Personnel and Employee Relations Director Chief of Police Police Chief Chief Investment Officer Executive Director City Manager City Manager © 2008-The Waters Consulting Group, Inc• THIS PROPOSAL CONTAINS PROPRIETARY INFORMATION AND IS THIi SOLE PROPERTY OF WCG, INC. THIS PROPOSAL IS NOT TO BE REPRODUCID FOR ANY REASON WITEiOUT TT� WR1T'fEN CONSENT OF WCG, INC. Page • 19 • Irving, Texas Chief of Police City Manager (2) • Jasper, Texas City Manager • Juneau, Alaska City Manager Kansas City, Missouri Deputy Director of Aviation Manager of Capital Improvements Manager of procurement Services Director of General Services Project Controls Manager Assistant to the Director of Administrative Services Assistant Director of Health Kent, Washington Assistant Fire Chief (2) • Kerrville, Texas City Manager Ketchikan Gateway Borough, Borough Attorney Borough Manager Alaska Kilgore, Texas City Manager King County/Seattle, Community Oriented Primary Care Director Washington (Joint Agency) Director of Adult Corrections Director of Public Health (2) Director of Public Safety Director of Stadium Administration (Kingdome) Executive Director, Economic Development Council Human Resources Director Manager, Surface Water Management Division Medical Director Organizational Assessment Project Prevention Services Manager Public Defense Program Administrator Public Works Director (Modified) Roads Manager Kirkland, Washington Administrative Services Director Assistant City Manager Chief of Police City Manager Deputy Fire Chief Development Director, Planning & Community P Public Works Director La Grande, Oregon City Manager La Porte, Texas City Manager Lake Oswego, Oregon City Manager Fire Chief Director of Community planning & Development Las Vegas, Nevada Fire Chief Human Resources Director Redevelopment Manager Las Vegas Housing Authority Executive Director City Administrator Lee's Summit, Missouri City Attorney Lewiston, Idaho Community Development Director Public Works Administrator Little Rock, Arkansas Chief of Police City Manager Long Beach, Washington City Administrator Longmont, Colorado City Manager 2008-The Waters Consulting Group, Inc. THIS PROPOSAL CONTAINS PROPRIETARY INFORMATION AND IS TIC SOLE PROPERTY OF WCG, INC. THIS PROPOSAL IS NOT TO BE REPRODUCED FOR ANY REASON WITHOUT THE WRITTEN CONSENT OF WCG, INC. • Longview, Washington • Los Angeles, California Loveland, Colorado • Lubbock, Texas • Lynnwood, Washington • Mecklenburg County, North Carolina • Mercer Island, Washington • Michigan Education Association Midland, Texas Midlothian, Texas • Mill Creek, Washington Milwaukee, Wisconsin • Minneapolis, Minnesota • Missouri City, Texas • Modesto, California City Manager Chief of Police Deputy Administrator, Economic Development & Community Redevelopment Fire Chief City Manager V) City Manager Internal Auditor Assistant Director of Water Utilities Water Program Manager Fire Chief Finance Director Parks and Recreation Director Finance Director Human Resources Director City Attorney City Manager Compensation Study Parks and Recreation Director Executive Director City Manager City Manager City Manager ger Fire Chief f Police Chief City Manager Assistant City Manager Finance Director Human Resources Director Fire Chief Deputy City Manager Deputy Director of Recreation and ment Neighborhoods Director of Community p Fire Chief • Mont Belvieu, Texas City Administrator Manager Mount Prospect, Illinois Village Mt. Pleasant, Texas City Manager • h Texas City Manager Murp y' City Secreta • New Braunfels, Texas City Attorney Police Chief • Newcastle, Washington City Manager • NTTA-North Texas Tollway Executive Director Deputy Executive Director Authority Manager Norfolk, Virginia Assistant City g Assistant Director of Budget &Finance Assistant Director of Child & Family Services Assistant Director of Human Resources Assistant Library Director Police Chief Director of Finance Fire Chief Page • 21 © 2008-The Waters Consulting Group, Inc• _ TIIIS P OR POPSAL SSN07 OO BBEE REPRODUCID OR � ASON WITHOITT�THEOWRIRTTEN CONSENT OF WCG, INC. Norman, Oklahoma • North Port, Florida North Richland Hills, Texas • Oak Park, Illinois • Oakland, California Odessa, Texas • Oklahoma City, Oklahoma • Olathe, Kansas • Ontario, California Oregon City, Oregon • Paris, Texas • Pearland, Texas • Peninsula Light (OR) Peoria, Arizona • Pittsburg, Kansas • Plainview, Texas Human Services Program Manager Information Technology Director Library Director Tax Assessor Planning Director City Manager Economic Development Director Assistant City Manager Chief of Police Director of Building Property and Maintenance Director of Public Health Fire Chief Public Works Director Administrative Librarian, Development & Employment Director of Communications & Information Services Director, Office of Economic Development & Employment Director of Police Services (Chief) Fire Chief Information Technology Director City Manager Chief of Police Police Department Succession I Development Services Director n Covention Center Director City Manager (2) City Manager City Manager Executive Director/CEO Community Development Director Deputy Police Chief Human Resources Director Director of Human Resources Director of Public Works • Plano, Texas Fire Chief Emergency Management Coordinator Assistant City Manager (3) Chief Building Official Chief of Police (3) City Manager (2) Data Processing Director Director, Environmental Health Economic Development Director (2) IT Director Planning Director • Ponca City, Oklahoma • Port Arthur, Texas • • Port of Los Angeles, CA Fire Chief Executive Director Deputy Executive Director Managing Director of Environmental Executive Director Director of Homeland Security & Services © 2008-The Waters Consulting Group, Inc. 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. Page • 22 Business Development Managing Director Port of Oakland, CA Chief Financial Officer • Portland, Oregon Director, GIS Director, OFA Manager, GIS Personnel Director • Prescott Valley, Arizona Police Chief • hief of Police Puyallup, Washington C City Manager Director of Information Technology & Communications • Ramsey, Minnesota City Manager Redmond, Washington Assistant to the Mayor Director of Parks and Recreation Fire Chief (2) Human Resources Director planning Director • Director, Community Development Renton, Washington Public Works Director • Richardson, Texas Assistant Director of Development Services • Richmond, California Police Chief • Roanoke, Virginia Assistant City Manager Director of Housing • Roanoke Regional Airport Chief of Safety and Security (VA) • Roseville, Minnesota Chief of Police City Manager • Round Rock, Texas Fire Chief • Saint Louis Park, Minnesota City Manager (2) • Sacramento Regional Transit Chief Engineer District Director of Finance Salem Area Mass Transit General Manager District • Salina, Kansas Director of Community Development and Planning Director of Public Works • San Angelo, Texas City Manager io, Texas Assistant Director of Convention & Visitors Bureau • San Anton Economic Development Director Library Director Risk Area Manager California Planning and Building Director San Benito County, public Works Director • San Bernardino, California Animal Control Director Deputy Director of Public Works/City Engineer Chief Information Officer • San Diego, California Deputy City Manager of Intergovernmental Relations and Public Affairs San Jose, California Director • San Marcos, Texas Chief Financial Officer _ A �v? Sanford, Florida Director of Finance • Sanger, Texas City Manager • City Manager Snyder, Texas Page • 23 © 2008-The Waters Consulting Group, Inc• _ _ THIS PROPOSAL IOS NOT OTO BBE REPRODUCED FOR ANY REASON V171T-IOt�'TT�OWRIR7TEN CONSENT OF WCG, INC. • Sugar Land, Texas Assistant City Manager (2) Chief Financial Officer • Sachse, Texas City Manager • San Jose, California Assistant City Manager Assistant Director of Aviation Operations Deputy Director of Animal Services Deputy Director, Community Facilities Development Deputy Director, Community Services Director of Office of Community Development Director of Parks, Recreation & Neighborhood Services Director, Workforce Investment Act Employee Relations Manager (2) Fire Chief (2) Gamin Control Administrator Seatac, Washington City Manager • Seattle, Washington Capital Planning & Development Division Director Chief Engineer, Seattle City Light Chief Operating Officer, Seattle City Light Contracts & Concessions Manager, Seattle Center Deputy Superintendent, Electrical Services Director, Drainage & Wastewater Utility Director of Engineering, Seattle Water Department Director of Operations Director of Water Quality Water Department, Affirmative Action • Shelby County, TN Administrator of Planning Executive Director of Economic Development • Sioux City, Iowa Public Works Director • Snoquahnie, Washington City Administrator • Southlake, Texas Deputy Director of Public Safety/Chief of Police Services Director of Planning • Spokane, Washington Chief Administrative Officer Director of Management Information Services Risk Manager • Springfield, Ohio City Manager Finance Director • Springfield, Oregon Development Services Director Human Resources Director • Sugar Land, Texas City Attorney Finance & Administrative Services Director City Engineer Assistant Utilities Director • Summerville, Massachusetts Police Chief Sunnyvale, California Assistant Director of Public Safety Assistant to the City Manager City Clerk (2) Community Development Director Deputy City Manager — Organizational Effectiveness Human Resources Director Director of Public Safety • Surprise, Arizona Fire Chief Police Chief Temple, Texas Director of Planning • Terrell, Texas City Manager 2008-The Waters Consulting Group, Inc. Page • 24 THIS PROPOSAL CONTAW S 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. • Texas Municipal Retirement Executive Director Services (TMRS) Director of Human Resources • Thornton, Colorado City Attorney Community Development Director (2) Economic Development Director Finance Director Human Resources Manager • Tomball, Texas City Manager • Tucson, Arizona Convention Center Director Director of Water Utilities • University Park, Texas Deputy Fire Chief Police Chief • VIA — San Antonio TX Rapid Vice President of Operations Transit Authority Vice President of Strategic Initiatives Director of Audit and Measurement • Victoria, Texas Police Chief • Virginia Beach, VA Assistant City Manager/CFO Chief Development Officer Director of Planning Director of Public Works Waco, Texas Chief of Police • Walla Walla, Washington City Manager • Wallingford, Connecticut Director of Public Utilities • Washougal, Washington City Administrator Police Chief Public Works Director Weatherford, Texas City Manager • West Des Moines, Iowa City Manager Information Services Manager Public Works Director • West St. Paul, Minnesota City Manager Westminster, Colorado Finance Director • Woodbury, Minnesota City Administrator • Workforce Solutions for Managing Director Tarrant County (TX) • Wichita, Kansas Airport Director • Wrangell, Alaska City Manager Yakima, Washington Wastewater Treatment Superintendent Yuma, Arizona Director of Parks and Recreation Director of Human Resources © 2008-The Waters Consulting Group, Inc. THIS PROPOSAL CONTAINS PROPRIETARY INFORMATION AND IS THE SOLE PROPERTY OF WCG, INC. THIS PROPOSAL IS NOT TO BE REPRODUCED FOR ANY REASON WITHOUT TIIE WR1T'CEN CONSENT OF WCG, INC. Page • 25 PROFESSIONAL FEES The professional fee to conduct each recruitment is provided below. Expenses are not included in the professional fees and are billed separately as incurred. The expenses, per recruitment are estimated to be $9,500.00. Project -related expenses include such items as: 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 production of necessary materials such as brochures, profiles and final reports; transportation; telephone fees; shipping and postage and video conferencing fees. Travel expenses incurred by candidates for on -site interviews with the client are not the responsibility of Waters-Oldani and are handled directly by the organization. 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 II; 30% at the implementation of Phase III; and the final 10% upon acceptance of offer by the candidate. If candidates from this recruitment process are selected for another position within your organization within one year of the close of the recruitment, a fee of 50% of the above mentioned proposal amount will be due to Waters-Oldani Executive Recruitment. If selected for this recruitment, Waters-Oldani is willing to negotiate anot-to-exceed amount, including expenses, if requested by your organization. All questions regarding the professional fees and project - related expenses should be directed to Chuck Anderson, CEO of Waters-Oldani Executive Recruitment Division at cndersongwatersconsulting.com or via phone at 817.965.3911. pgASE DESCRIPTION OF PROFESSIONAL SERVICES Phase I Task 1 — Recruitment Brochure Development & Advertising Phase II Task 2 Execution of Recruitment Strategy and Identification of Quality Candidates Task 3 — Screening of Applicants and Recommendation of Finalists for On -Site Interviews Task 4 — Background Checks/ Reference Checks/Academic Verifications Phase III Task 5 — Final Interview Process Conclusion Acceptance of offer by candidate TOTAL PROFESSIONAL FEES PER RECRUITMENT $229500.00 TOTAL NOT -TO -EXCEED AMOUNT FOR EXPENSES PER RECRUITMENT $99500.00 OPTIONAL SERVICES FOR CONSIDERATION FEES Additional work related to the search process and as specifically requested by the client which $1500.00 per day is outside of the scope of this project (i.e. additional onsite meetings) is additional. The fixed plus expenses professional fee for this recruitment anticipates no more than four onsite consulting days with one consultant. However, we would be pleased to provide additional onsite consulting visits for our standard daily rate of $1500 plus expenses. The fixed fee proposal for professional fees includes up to ten CareerNavigatofFm reports. For $350.00 per any reports requested over ten, the fee will be $350.00 per report. report over 10 0 2008-The Waters Consulting Group, Inc. Page • 26 THIS PROPOSAL CONTAINS PROPRIETARY INFORMATION AND 1S THE SOLE PROPERTY OF W CG, INC. THIS PROPOSAL IS NOT TO BE REPRODUCED FOR ANY REASON WCTHOUT THE WRITTEN CONSENT OF WCG, INC. City of Fort Worth, Texas Mayor and Council Communication ATEw Tuesday, -• 11: .1 14WATERS3ACM REFERENCE ..• SUBJECT: Authorize Execution of a Contract with the Waters Consulting Group, Inc., for Executive Search Consultant Services for Three Assistant City Managers 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 three Assistant City Managers, for an amount not to exceed $22,500 for professional services and $9,500 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 three Assistant City Managers. This consulting group was chosen due to their recent work with the City Manager recruitment. The ability to consider some of those previous candidates could prove to be advantageous as we seek to fill three Assistant City Manager positions. The consultant will provide the following services: Development of Recruitment Specifications -The consultant will meet with key city staff 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 City Manager for review and discussion. Candidates for the next phase of the process will be identified from this group. Logname: 14WATERS3ACM Page 1 of 2 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 City Manager for review and approval. Final Reporting of Finalists - The consultant will provide a detailed written report and evaluation of the final candidates and assist in the candidate assessment process. Guarantee -The Waters Consulting Group, Inc., guarantees its selection process by promising that if the selected candidate should voluntarily resign or be terminated within the first year from the date of hire, it will redo the search for no additional professional fees. If the selected candidate should voluntarily resign or be terminated in the second year from the date of hire, it will redo the search for 50 percent of their professional fees. This does not apply to internal candidates. Estimate of Time -The in-depth recruitment process takes approximately 60 days to develop the recruiting brochure, conduct a national recruiting campaign, interview and evaluate candidates and conduct final selection interviews. However, the actual timeline may be modified to meet the City's needs. Cost -The total professional search fee for the recruitment of three Assistant City Managers is $22,500 plus expenses associated with the search, not to exceed $9,500 for travel, advertising, long distance telephone charges, postage and such charges as may be approved by the City Manager. The previous City Manager recruitment had a similar search fee of $22,500, plus expenses associated with the search not to exceed $8,500. For the City Manager search, the City was charged $22,500. An additional $3,567 was charged for related recruitment expenses for a grand total of $26,067. It is expected that the total cost for the Assistant City Manager recruitment will be close to this total amount. The cost of this recruitment will be paid through current budgeted funds and through salary savings created by the three Assistant City Manager vacancies. FISCAL INFORMATION/CERTIFICATION: The Finance Director certifies that funds are available in the current operating budget, as appropriated, of the General Fund, TO Fund/Account/Centers FROM Fund/AccountlCenters GGU1 539120 0021000 $32,000.00 Submitted for City Manager's Office bv: Karen Montgomery (6222) Originating Department Head: Karen Marshall (7783) Additional Information Contact: Jose Moreno (7772) L o gname : 14 WATER S 3 A CM Page 2 of 2