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HomeMy WebLinkAboutContract 29121 CITY SECRETARY 10-06-03 n 1 1 : 29 1 r� CONTRACT NO. PROFESSIONAL SERVICES AGREEMENT EXECUTIVE SEARCH SERVICES This contract is made by the City of Fort Worth, Texas, a municipal corporation situated in Tarrant and Denton Counties, Texas, hereinafter called "City", and Arcus, L. L. C., hereinafter called "Consultant", both parties acting herein by and through their duly authorized representatives: 1. Search Enenement. The City agrees to engage the Consultant to perform those services described below, for completion of the project described as follows: Information Systems and Services, now known as Information Technology Solutions, Director recruitment ("the Search"), all in accord with the Proposal to Recruit an Information Systems and Services Director, 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) Organizational and position analysis b) Place advertisements in appropriate journals and publications c) Candidate identification d) Resume review and screening e) Preliminary interviews with leading candidates f) Progress report g) Detailed reference checks on leading candidates h) Final report i) Assist with interviews and negotiations A complete description of the services to be provided are contained in a proposal from the Consultant to the City dated August 15, 2003, which is incorporated herein by reference. Ali i., IL�G4 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 f6J acts and omissions of its officers, agents, employees and subcontractors. Nothing contained herein shall be construed as creating a partnership or join 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-five thousand dollars ($25,000). 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. Expenses shall not exceed Eight thousand dollars ($8,500) 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, 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. In the event that the City hires, within one year of completion of this recruitment project, any candidates identified as a result of Consultant's recruitment project for any position other than Information Technology Solutions Director, the City agrees to pay Consultant a full fee as set forth herein for each candidate hired. For purposes of this paragraph, "Candidate" is defined to include any and all individuals about whom Consultant provided infonnation of any sort in writing to the City in the course of this recruitment project. The parties hereto agree that the obligations set forth in this paragraph shall survive the termination of this Agreement. Page 2 of 3 7. Method of Payment. Payments will be made in accordance with Exhibit "A". 8. Term. The term of this Contract shall commence the date of full execution by City and Consultant and, with the exception of on-going maintenance and monitoring as delineated in Exhibit "A," shall terminate no later than the I st day of February 2004, unless terminated earlier as provided herein. 9. Termination. The City may terminate this Agreement 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 to 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 to 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 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. Consultant shall furnish the City with a certificate of insurance as proof that it has obtained for the duration of this Contract and in the insurance amounts required herein. Consultant's insurance policy shall provide that the insurer shall give the City thirty (30) days' prior written notice before altering, modifying or terminating the insurance coverage. Page 3 of 3 Il. Miscellaneous. a) The entire agreement between the parties with respect to the subject matter hereunder is contained in this Agreement. 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 pennitted 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. If to City: If to Consultant: Human Resources Director Arcus, L. L. C. 1000 Throckmorton 600 North 2"d Street, Suite 100 Fort Worth, Texas 76102 Harrisburg, PA 17101 If the selected candidate (other than an internal candidate) should be terminated within six months from the date of hire or if the City reasonably determines not to hire a candidate presented by Consultant, Consultant shall conduct another search as contemplated herein for no additional professional fee, other than reimbursement of expenses, which shall not exceed 58,500. Page 4 of 3 g) 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. h) Consultant shall not disclose any reports, documentation, or evaluations generated hereunder without the prior written consent of the City. i) 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. (REMAINDER OF PAGE INTENTIONALLY LEFT BLANK) Page 5 of 3 ' a rti Executed this day of September, 2003. City of Fort Worth Arcus, L. L. C. J Gti� By: � By- C2 arles Boswell Doug Firistone, President Attest: 15� Contract Authorization &14 " - � I a 3 I Q:� � � ?� Date loxia Pearson, rty Secretary Approved as to Form and Legality Assistant City Attorney Page 6 of 3 600 NORTH ZNO STREET CU5SUITE 100 NARR156URG PA 171.01 717.703.3100 YA WW.ARCUS.NET August 15, 2003 Mr. Anthony Snipes Interim Human Resources Director City of Fort Worth 1000 Throckmorton Fort Worth, Texas 76102 Dear Mr. Snipes: Thank you for taking the time last month to meet with Caroline Novak of our firm, and for ensuring that we have had the opportunity to offer our proposal to conduct the Executive Search for the City of Fort Worth's Information Technology Solutions Director. You have challenged us more than you can imagine by asking us to present our credentials in only three pages, as we have had far more experience and success than we can confine to such limited space. We believe we have a lot to brag about, particularly in our rigorous qualifying and screening process and our commitment and &))pertise in working with the client to develop a recruitment profile from which.to attract and qualify the best executive for the job. We bring to the local governments we work with, a unique experience and expertise in the public sector IT executive searches. And our unusual passion for public service and the City with whom we are working inevitably rubs off on the best candidates to help us attract them to challenges of your position. We encourage you to speak with some of the other City's for whom we have conducted similar searches to confirm our credentials. Not only do we have a passion for the public sector, but we most enjoy the searches for organizations that have seen trouble and are committed to finding the best agent of change to re- engineer their IT department to a strategically focused department with the vision and the wherewithal to develop and implement an integrated citywide technology plan that will increase efficiency and service to the public. _ We are most anxious to begin working with the City of Fort Worth, another passion of our assigned search team, and assuredly state that we are the best IT Executive Search Firm for the Public Sector in the Country. We are ready and able to conduct your search and hope to be negotiating the details with you soon. We have factored in ways to save the City costs in conducting the search, by utilizing Fort Worth's membership to PTI, assigning our best local resource to manage the project, and proposing a negotiable fee and payment structure. We look forward to answering any questions or concerns you might have regarding our attached proposal and hope to be working with you soon! Sincerely, R. Douglas Firestone President and CEO Cc: Caroline Novak 1 ft, r SM RT WO,KTn- oposal to Conduct '-,Executive Search for ITS Director August 15, 2003 , . 00 0rfh"2"-,,Street S , 17101 4�;r F:• +i•jas`3YidC1G.tl.G+.ri.—Z..-sl Table of Contents ITS DIRECTOR PROPOSAL............................................................................................2 1. Arcus Qualifications ..............................................................................................2 2. Proposed Project Staff..........................................................................................2 3. Comparable City Experience ................................................................................2 4. Other Searches.....................................................................................................2 5. Reference Contacts ..............................................................................................3 6. General Approach..................:............................... .................3 .............................. 7. Professional Fees and Expenses......,;,..................................................................4 8. Billing Procedures .................................................................................................4 APPENDIX A - OUR SEARCH APPROACH.................................................................5 ArcusSearch Steps......................................................................................................5 Arcus Recruiting Tools .................................................................................................9 GeneralTimeframe ......................................................................................................9 Proposed Timeframe.......................................................................................:..........10 APPENDIX B - ARCUS COMPANY PROFILE ............................................................11 Arcus Quality Focus And Customer Feedback...........................................................12 APPENDIX C - OUR UNDERSTANDING OF YOUR NEEDS ......................................13 APPENDIX D - ARCUS FEE STRUCTURE AND PAYMENT SCHEDULE .........:.........16 Invoicing And Guarantee............................................................................................16 Reimbursable Expenses ............................................................................................16 APPENDIX E - REFERENCES...................................................................................17 APPENDIX F - EXECUTIVE SEARCH TEAM MEMBERS ...........................................21 r=7�'TCU5 ITS DIRECTOR PROPOSAL 1. Arcus Qualifications Arcus is an executive search firm specializing in local government, with a niche in Information Technology. We typically work with cities, counties and quasi-government organizations to first, define the role and the profile of the ideal candidate, then go to similar organizations from which we attract and qualify/screen the best and the brightest for our client. (See APPENDIX B - ARCUS COMPANY PROFILE 2. Proposed Project Staff R. Douglas Firestone, President and CEO, will serve as the Engagement Partner and provide executive oversight and quality assurance to the search. Doug has placed hundreds of technical professionals and has personally served as the engagement partner for all of the executives placed by Arcus with cities, counties, public commissions and authorities. Caroline Anderson Novak, Director of Public Sector Solutions, will serve 100% time as the Project Manager and will be responsible for the interaction with the City and key stakeholders, as well as qualifying potential candidates. Caroline has served as the project manager for all Arcus executive searches, most recently the CIO for the City of Atlanta and the CIO for the County of Montgomery. Shelley Ryan Gramer, Senior Executive Recruiter, will dedicate 100% of her time to this project. She will be responsible for identifying, profiling and screening the candidates, coordinating interviews, and soliciting feedback. Shelley has been directly responsible for recruiting and screening all of Arcus' executive search candidates, most recently the Director of the Los Angeles Zoo and the Los Angeles City Engineer. Brian Anderson, CIO of Public Technology, Inc. and Arcus Strategic Partner, will serve as Quality Control Partner and Subject Matter Expert, reviewing the Recruitment Profile and resumes and assessing candidates for the semi-finalist elimination. Brian brings his first hand experience as a former CIO for a large urban city to assess candidates' experience, understanding, and constitution for Public Service. (See APPENDIX F. EXECUTIVE SEARCH TEAM MEMBERS 3. Comparable City Experience Comparable Arcus Information Technology Executive Searches for large cities include: Search Local Government Completed Contact Chief Information Officer City of Atlanta, GA March 2003 Lynette Young 404.330.6809 Chief Information Officer City of Los Angeles, CA March 2002 Doane Liu 213.978.0622 Chief Information Officer City of Philadelphia, PA May 2001 Joyce Wilkerson 215.686.7508 4. Other Searches Fort Worth ITS Director Search 2 Search Local Government Completed Contact GM Dept. of Sanitation City of Los Angeles, CA In Progress Brian Williams City Engine r City of Los Angeles, CA August 2003 Brian Williams Int. Director of IS Harrisburg School District July 2003 Julie Botel GM/Exec. Dir of Zoo City of Los Angeles, CA June 2003 Nathalie Ra es Chief Information Officer DE River Port Authority, NJ May 2003 Barbara Jones General Mgr. Dept. of Aging City of Los Angeles, CA December 2002 Doane Liu Production Systems Director DE River Port Authority, NJ November 2002 Barbara Jones IS Development Director DE River Port Authority, NJ November 2002 Barbara Jones Director of e-Government City of Philadelphia, PA October 2001 Dianah Neff Deputy CIO for Finance City of Philadelphia, PA August 2001 Dianah Neff Deputy CIO for Public Safety City of Philadelphia, PA Au ust 2001 Dianah Neff Director of IS County of Dauphin, PA December 1999 Lowman Henry 5. Reference Contacts Dianah Neff, CIO Nathalie Rayes, Deputy Chief of Staff Lynette Young, COO City of Philadelphia City of Los Angeles City of Atlanta (215) 686-8106 (213) 978-0622 1 (404) 330-6809 dianah.neff(a)phila.gov nrayes(o-)mayor.lacity.org Iwyoung 6nci.atlanta.ga.us (See APPENDIX E: REFERENCES) 6. General Approach Each Arcus search is customized for the specific client with whom we are engaged and the position(s) they seek to fill. We learn as much as the client will allow about the position, including the organizational culture, history and perception of the ITS organization, the particular challenges of the position, even the community in which the position is located, so that we can not only screen the absolute best match for the position, but also sell the ideal candidate on the job and the employer. (See APPENDIX C: OUR UNDERSTANDING OF YOUR NEEDS) Our systematic recruiting approach is founded on customizing the ideal candidate profile with the _ client organization so that we are searching, from targeted organizations, for individuals with very specific skills, personal characteristics and credentials required. (See APPENDIX A — OUR SEARCH APPROACH) a) Recruitment Strategy: Arcus has built our recruiting model to ensure that we present a diverse pool of candidates who bring the knowledge and perspective that is necessary to meet today's global demands. These practices are an integral part of every search we conduct. In a field like Information Technology, in which attracting a diverse pool of candidates with strong executive management experience is one of the most challenging, Arcus has placed either women or minorities in most positions. In fact, for similar IT positions for the cities of Philadelphia, Los Angeles and Atlanta, Arcus successfully placed two women and a person of color. (See APPENDIX A — OUR SEARCH APPROACH: Sourcing/Recruiting Candidates) Fort Worth ITS Director Search 3 b) Professional Reference and Background Checks: As part of our qualifying process and before any candidates are presented to the client for final consideration, Arcus speaks at length with no less than three professional references that have worked with the candidate in a similar environment to that for which we are searching, and conducts thorough background investigations to include education, financial and criminal checks as well as any others that may be required by the client. (See APPENDIX A — OUR SEARCH APPROACH: Investigation) c) Number of Contacts: Our demanding qualifying process involves no less than ten contacts with semi-finalist candidates, hours of interviewing by Arcus staff and in depth investigation on each potential candidate's career, references and background. d) Reports: Our process usually involves a minimum of two scheduled reports with the client and of course open and frequent communication throughout the search. The first status report is generally provided prior to the 'semi-finalists cut', the more comprehensive and detailed report is presented to the client in an extensive and final Candidate Presentation Book, which contains the candidates' resumes, summary profiles, writing samples, articles, etc.. (See APPENDIX A — OUR SEARCH APPROACH: Screening/Qualifying Candidates & Selecting Finalists for Promotion to Client) e) Candidate Profile Meetings: We prefer to secure no less than two to three days with the chief decision makers, elected officials, successful peer executives and some subordinate level staff at the beginning of our process in order to gather comprehensive requirements and obtain the client's concurrence on the final Recruitment Profile. (See APPENDIX A — OUR SEARCH APPROACH: Developing the Candidate Profile) f) Number of On-Site Meetings: Arcus generally requires no more than six days of on site-meetings involving the Client organization: Candidate Profile Interviews: approximately three (3) full days; Candidate Book Presentation: one meeting; First round of candidate interviews: approximately two (2) full days. Arcus may request the use of a City meeting room for one or two days at the maximum for preliminary interviews with local or internal candidates. g) General Timeframe: A national IT executive search for a large city usually takes up to fifteen (15) weeks from the beginning information gathering meetings with the client to the point where the final hiring decision lies with the client. (See APPENDIX A — OUR SEARCH APPROACH: General and Proposed Timeframes) h) Guarantee: Arcus guarantees the successful placement for up to twelve (12) months. (See APPENDIX D—ARCUS FEE STRUCTURE AND PAYMENT SCHEDULE) 7. Professional Fees and Expenses Arcus proposes a fee of 25% of the positions' first year's total cash compensation, payable in three installments. Invoices include a $300 charge for administrative expenses while the search is active. Some travel related expenses, such as Airfare, Hotel, Transportation and Meals, incurred by out-of-State Arcus employees would be itemized and added to the expense bill. Adjustments to our payment and billing procedures are negotiable in order to best accommodate our Public Sector Clients. 8. Billing Procedures While Arcus billing procedures can be adjusted to accommodate each client, our typical billing practice is to spread payment and expenses over three equal installments. (See APPENDIX D - ARCUs FEE STRUCTURE AND PAYMENT SCHEDULE) Fort Worth ITS Director Search 4 1 r c-LI5 APPENDIX A - OUR SEARCH APPROACH Each Arcus search is customized for the specific client with whom we are engaged and the position(s) they seek to fill. We recruit and qualify candidates, and represent the position to the candidates, as if we were an internal member of the client organization. Learning as much as we possibly can about the client, the organizational culture of the position, history and perception of the organization, the particular challenges of the position, even the area in which the position is located, so that we can not only screen the absolute best match for the position, but also sell the ideal candidate on the job and the employer. Our systematic approach to an executive search is founded on customizing the ideal candidate profile with the client organization so that we are searching for very specific skills, personality and credentials. With the customized candidate profile, we select target organizations and identify individuals within them who have the background, education, experience, and personal characteristics to meet your customized requirements. , Arcus Search Steps While the general steps outlined herein are the basis of the Arcus search, flexibility is built in to accommodate a particular client's preferences. Our search is customized to best meet the needs of our client and as long as we are not asked to forego steps to ensure quality, modifications or additions can be made. 1. Developing the Candidate Profile Arcus' approach to executive searches is a very personal and systematic one. Our success is very much dependent on the access and information granted us by the client organization, so that we can gather all the information possible to have a true understanding of the client's needs. Only if we know the organization intimately and develop a very thorough and detailed profile of the ideal candidate, can we be assured of the right match for the organization and the individual who is ultimately selected. We pride ourselves in the value add we bring to the table by working with the client to develop the profile of the ideal candidate from which to conduct our search. We do this by spending as time as the client will allow with the chief decision makers, elected officials, etc. at the very beginning, learning the history of the position, the mission and goals of the Administration, the past successes and failures of the position, staff, budget and virtually everything the selected candidate would need to have experience and success addressing. In order for us to locate the ideal leader for an organization, we must know where that organization has been, where it wants to go and what it will take to get it there. Each search is different and we invest as much time in getting to know the style and organizational culture of our client as we do getting to know each candidate under consideration. We develop a strong relationship with the decision makers and people with whom the potential candidates would be working to ensure the right match. We spend time with the decision maker(s) to understand their idea of the "ideal" candidate, their own management style, and what the position means to them and to the organization. We learn and adopt the Fort Worth ITS Director Search 5 `'3I CU5 Administration's vision not just for the Department of Information Technology Solutions, but also more importantly for the Administration as a whole, so that we recruit candidates who will embrace the Administration's goals and lead an IT strategy that will support that vision. We prefer to interview other successful executives at the peer level of the vacant position to get an understanding of the kind of leaders who are successful in the Administration. We also find it valuable to interview some subordinate level staff, if possible, to assess some of the challenges or strengths within the current resources that the incoming executive would find. This beginning of the search, in our mind, is the most important step and our entire search team, including our assigned recruiter(s), is involved in this information gathering/ relationship process from the beginning so we all know exactly what our client is seeking in applicants and we are qualifying candidates on the client's organizational culture. For national searches, our team also investigates the community in which the position resides. We investigate the public and private school options, and even spend time with a realtor to get a feel of the local housing market for relocation. All of this helps us when we screen and sell candidates on the position. , From the interviews and fact gathering, we will prepare, for approval by the Client's designee(s), a comprehensive Recruitment Profile for the position with the desired qualifications and characteristics. It is from this customized Recruitment Profile that we conduct our systematic search 2. Sourcing/Recruiting Candidates Our Senior Executive Recruiter, who will be assigned 100% to the Fort Worth search, will identify candidates who have been successful in like organizations in similar positions. We search from a variety of sources to ensure development of a broad representative pool in terms of affirmative action efforts and experience; including our own network of contacts and files; public or private entities, professional and other associations and organizations related to the position and referrals. We do not typically advertise, but instead go to where we know the most qualified candidates are currently working. Targeted Recruiting Arcus maintains a national database through extensive networks in specific IT and business groups, trade and professional organizations such as the Center for Digital Government, National Association of State Chief Information Officers (NASCIO), Public Technologies, Inc. (PTI), League of Cities, National Association of County Commissioners, Government Management Information Sciences (GMIS), etc. To further ensure a diverse candidate pool, we also source candidates from organizations and networks such as the National Society of Black Engineers (NSBE), Hispanic-Net, National Women of Color Technology Awards Conference, Hispanic Engineers and Information Technology, and US Black Engineers (USBE). Each Arcus recruiter is responsible for reaching out to a variety of sources to collectively find the best and most diverse talent available. As a result of our previous and ongoing recruiting efforts within government and quasi- government organizations, (local, city and state) Arcus has, and continues to build, an expansive network of candidates that includes the best and the brightest in the public sector. Fort Worth ITS Director Search 6 ctig That network of candidates exemplifies our professional commitment to building valued relationships, knowing the individuals' experience and leadership styles, and understanding their needs and career goals. By operating within these guidelines, our deliverable to our client results in being a known and trusted entity. Internal Candidates Arcus always screens and evaluates those applications and resumes received by the Client from in-house or outside applicants to insure, on the client's behalf, that the process is considered fair to all applicants and to determine if any of these individuals are qualified, viable candidates. We encourage/invite the most promising candidates to apply; including qualified minority and female candidates. Often, at the client's preference we keep all in-house applicants in the candidate pool until final phases of the search process, unless it is clearly established that certain individuals are not qualified. We review, evaluate and acknowledge in writing all applications and resumes received. Additionally, we ask that all solicitations for consideration made directly to the client be forwarded to Arcus immediately to avoid duplication of efforts and take work off the client's shoulders. , 3. Screening/Qualifying Candidates Our Senior Executive Recruiter and Project Manager conduct preliminary screening interviews of all in-house candidates and the most promising external candidates to determine their qualifications, pertinent accomplishments, experience, ability to meet special needs of the position and their interest in being considered. Preliminary screening is based on a resume rating instrument developed from criteria contained in the customized Candidate Recruitment Profile, information contained in the resumes submitted to Arcus, and Arcus' knowledge of the people and organizations with whom and in which we work. At this point in the search, our recruiter is also securing preliminary, confidential reference information on the most promising candidates (as available and appropriate) to verify experience and qualifications; i.e., to ensure that it is worthwhile proceeding with their candidacy. Once Arcus' Senior Executive Recruiter completely qualifies the best candidates, those candidates are subjected to a minimum of two more rounds of formal screening interviews and qualifying by our Project Manager, our President and CEO, and our subject matter expert (a current or former IT Executive from a different city and state) using the same criteria, but concentrating even more on the organization cultural fit, political acumen and additional quality assurance. It is at this point, that a list of semi-finalists is selected. In general, Arcus personnel have had a minimum of ten significant points of contact with the semi-finalists selected for consideration. Usually, at either the request of Arcus or the client, we provide an informal status report to the decision makers prior to our 'final cut' of semi-finalists, this frequently occurs to address the sometimes significant volume of internal, or otherwise sensitive, applicants that Arcus has screened at the client's request. 4. Investigation Only if all members of the Arcus qualifying team are confident that the candidate fits the candidate profile and is highly qualified for the position, does Arcus conduct extensive reference checks on job performance, criminal, educational and financial background checks, and other Fort Worth ITS Director Search 7 investigations for the most qualified outside candidate. The investigation process is intended to further eliminate unqualified or marginal candidates and spare the client and candidate any embarrassing situation or wasted time going through the interview process only to uncover questionable background or credentials. 5. Selecting Finalists for Promotion to Client From our rigorous qualifying process and investigation, Arcus typically narrows the field of qualified candidates to the top four (4) to six (6) finalists for the client's consideration. We present each of the Client's designated representatives, in this case Mr. Zavala and Mr. Boswell, with a comprehensive book of material on each of the top candidates. This final Candidate Presentation Book contains summary profiles, resumes, applications, articles by or regarding the candidate, pertinent work product, writing samples and photographs of those candidates whose qualifications, work experience, achievements, and/or other special qualities qualify them above all others for the position. By the time this compilation of the best candidates for consideration is presented to the client for selection for interview, all reference and background checks have been completed and each candidate has been qualified on the position, s,plary and benefits. Our intent is to present the City with a diverse choice of highly qualified candidates to select for interview and that any of the candidates would accept an offer of employment if made. Arcus and the Client's representatives will meet on-site to review the detailed contents of the this comprehensive confidential report on each candidate and cover not only the candidate's working career and those personal aspects that are relevant to the position, but.also our appraisal of how the candidate's competencies compare to your specific needs and environment. From our report and discussion, the Client representatives will be able to make an informed decision and determination of the number and names of candidates they wish to interview. 6. City Selection of Candidates for Interview Upon our face-to-face presentation of the finalists, with our recommendations and comprehensive background information, we require that the City select the number and names of the candidates it wishes to interview in person. Upon the Client's direction, Arcus personnel will coordinate with City personnel to arrange interviews with the top candidates selected by the Client, working with the client to coordinate any travel or accommodation details that may be needed for each outside candidate. Any subsequent second interviews of the Client's final top candidates for the position would be coordinated in the same manner. 7. Hiring Decision Once the City makes its hiring decision, Arcus will provide assistance on final employment matters, such as the negotiation process with successful candidates (if outside) and notification to unsuccessful candidates. Fort Worth ITS Director Search 8 'A �,� 1 CU Arcus Recruiting Tools Arcus is a relationship driven, select targeting firm. We use our own internal database to draw upon potential candidates with whom we have built relationships and/or referrals. We use the telephone to reach out to referrals and candidates initially. We use the Internet as well as select research firms to investigate credit, criminal and other background checks as well as to obtain any written publications authored by, or regarding, the candidates. Beyond this limited use of technology, our efforts are all carried out in person. We post the job on the Internet or advertise in print only if it is required by the client organization. Even our utilization of networks of professional or trade associations, is done in person. This personal approach is how we have been most successful in targeting and attracting the best and most diverse selection of candidates. Each Arcus recruitment effort is customized specifically to the client organization's needs and preferences. One of the additional values achieved from the time we spend in the beginning is getting to know the client organization .and it's culture and obtaining mutual agreement on a process that works for both of us. While we have a very strict and systematic internal qualifying/screening process, it is only visible, to the client in the result it produces. Any processes external to our qualifying/screening process may be modified to accommodate the client's organizational needs. General Timeframe We do not rush Executives searches as our quality process prohibits short cuts or incomplete screening. A typical search on a national scale usually takes up to fifteen (15) weeks from the beginning information gathering meetings with the client to the point where the. final hire decision lies with the client. Naturally, we recommend that appropriate notice and relocation time be built onto the client's side of the hire once the decision is made. For Arcus, the client is involved intensely at the beginning of our process as we analyze the requirements and obtain the client's concurrence on the final Recruitment Profile which, depending on the availability of City decision makers and personnel, generally takes seven to ten business days. Our sourcing and qualifying of candidates, the period in which Arcus is actively recruiting, interviewing, investigating, reference and background checking etc., typically takes approximately 12 weeks, the last of which involves eliminating candidates down to the four to six for presentation to the decision makers. Our review of the final candidates, in book form, is the point at which the client decision makers determine the number of candidates and which applicants they wish to interview, and generally takes no more than one day. The time required for face to face interviews with the final candidates, is determined by the number of candidates selected for interview by the City and the availability of the City personnel involved in the interviews, but should not take more than two full days. Fort Worth ITS Director Search 9 raw, C-15 Proposed Timeframe As with all aspects of our search process, timing and milestones are customized to best meet the needs of our client. Based on a typical City IT search of this kind, Arcus proposes the following general schedule for the City of Fort Worth ITS Director search: Activity Approx. Work Time Approximate Completion Date Developing the Candidate 1.5 weeks September 12 Profile Sourcing/Recruiting 5 weeks October 6 Candidates Screening/Qualifying 6 weeks November 14 Best/Semi Final Candidates Investigation 2 weeks November 28 Selecting Finalists for 1 week December 5 Promotion to Client City Selection of 1-2 days December 11 - 12 Candidates for Interview Hiring Decision with Client 1 day December 15 Appointment of new ITS Dir 3 weeks January 6 Fort Worth ITS Director Search 10 APPENDIX B - ARCUS COMPANY PROFILE Arcus is an executive search and staffing firm specializing in local, state and federal government staffing solutions with a particular niche in Information Technology (IT) Executive Management. Having worked for one of the largest IT staffing companies in the nation, the founders of Arcus recognized industry dynamics and focused on building Arcus by emphasizing quality. They also recognized industry difficulties; companies presenting paper/resumes without qualifying the candidates in person, companies driven by sales volume rather than quality of service and recruiting models, and those inflating profit margins for quick hits of cash, rather than building long term client relationships with open book policies and reasonable and affordable profit margins. The team implemented sales and recruiting models that directly counter those insufficient and, at times, unethical practices they found in their ten plus years in the industry. Today this dynamic company is one of the fastest growing Executive Search, Recruiting, and IT Staffing firms in the United States. Arcus has earned the confidence of a diverse clientele, from coast to coast, and is recognized as a leader in Executive searches in the public sector. Arcus has grown nearly 260% over the past three years and has earned either a preferred vendor status or an exclusive relationship with a majority of its client partners. Our strengths lie in our people and our commitment to the values that we have prioritized as a team: INTEGRITY, PROFESSIONALISM, LOYALTY, TEAMWORK and QUALITY. Our professional staff brings a unique depth and diversity of HR expertise in Government and in the private sector. Our clients report that our small business approach, which enables the agility and entrepreneurial spirit of Arcus, ensures that our services are client driven and customized to fit each of their very specific needs. We become so familiar with and integrated into the client organization, our clients report that by the completion of our searches, they feel that we are part of their administration. Our Public Sector Solutions team provides a full range of executive recruiting and management consulting expertise in the areas of technology strategy, human resources, process and solutions. Our unique knowledge of the public sector is achieved by staffing our team with a mix of professionals from diverse backgrounds including leaders from the public sector. What makes us different is our strong desire and experience providing executive search services to government and quasi-government and our strength in Information Technology. While there are many IT executives available for hire, few have the experience in the public sector and understand the complexities of working with tax funded resources in a council-city management form of government. Our team members represent over fifteen years of public sector experience. Not only do we appreciate and understand the unique complexities of public sector organizations, but we also care about the client. We understand tax based funding, budgeting, government grants, public relations, relationships with legislative bodies and chief executives, and all the things unique to government and quasi-government organizations. We know what to challenge potential candidates on during the recruiting and screening process, and what very specific qualifications they need to succeed in a particular public organization. Fort Worth ITS Director Search 11 We are ranked as "favorite" or "best" Executive Search firm by our local government clients and Arcus is asked back time and again by satisfied clients. Our team is experienced and understanding of the unique demands and challenges of the public sector and we are passionate about placing the best people in public service. Arcus Quality Focus And Customer Feedback Our customer service standards are easy for everyone to remember and to strive for...'Nothing less than the best'. Our goal is to ensure that the clients we represent have the best experience with Arcus than any other search firm. We can think of no better customer service standard, for a firm like Arcus to uphold, than to be asked back to perform again. And we have been in every case. From the City of Philadelphia to the City of Los Angeles, we have been asked back to do numerous searches after our clients have enjoyed and benefited from the Arcus search experience. When we completed a successful search for a CIO, we were requested to conduct a search for a CFO or Commissioner of Aging. As a result of Arcus' customized and client driven services, performance is monitored in various fashions dependent on the clients' preferences and the services with which we provide them. It is also, like all of our processes, very personal. During the search process, we continually check against our performance standards internally and ask for feedback from the Client at major milestones. Once the individual has been in the position for ninety days, we meet with each of the key decision makers with whom we worked (either individually or as groups, dependent on their preference), for face-to-face feedback on our process, our people and their Arcus experience. When the COO and the Commissioner of Personnel for the City of Atlanta tell us that we are the best search firm, head and shoulders above all others, with whom they have worked, we know that our performance standards are working! Fort Worth ITS Director Search 12 APPENDIX C - OUR UNDERSTANDING OF YOUR NEEDS We understand that The City of Fort Worth, Texas is seeking an executive search firm to assist in filling the position of Information Technology Solutions Director. The leadership role of the Information Technology Solutions Director is likely becoming more and more important to the City in fulfilling its mission of focusing on the future and working together to build strong neighborhoods, develop a sound economy, and provide a safe community. As a City that has changed considerably in terms of its demographics, size, and economic base over the last decade; having once been dependent on agriculture, oil, and defense and is now developing into a major center for industry, technology, distribution, and transportation, Fort Worth has and will become even more dependent on creative and cost effective use of technology to continue to be a great city in which to live, work and play. With the responsibility to provide a full range of social, health, public safety, waste and maintenance services as well as library, roads and tax services to a population that is projected to grow at an annual rate of 1.3 percent over the next 20 years, the City Management Team charged with leading these initiatives must be of the highest caliber to ensure success. Cities across the Country, including the City of Fort Worth, are moving through a period of extraordinary change — one that will demand technology expertise and creative thinking. As the nation remains in the grip of an economic downturn, cities are also being asked to prepare themselves for one of the greatest security challenges they have ever faced. Increasingly, an effective IT leader will become one of the elected officials' most crucial asset in cutting costs and bolstering economic recovery, helping build digital government and integrating agencies and securing information systems. As elected officials seek more centralized management of technology projects and better coordination between local, state and federal agencies, the role of the IT leader has become central to the mission of local government. In addition, with the rapid expansion of Internet access, government IT leaders are realizing the vision of a participatory democracy that lets government operate at the citizen's convenience. Elected officials now operate in a digital world in which more and more players are participating. Nancy Stark, director of community and economic development of the National Center for Small Communities, notes, "During the past two decades, our nation's schools, homes, and work places have become infused with new technology, especially information technology. While it took 35 years for the telephone to become commonplace and 25 years for the television to attain household popularity, Americans embraced the personal computer in just 15 years. The Internet rapidly followed and was adopted in a little over five years. Now, everything electronic, from e-mail to e-Bay, is commonplace."' Nancy Stark, "Technology and Grit at the Grassroots: Information Technology, Community Engagement, and Jobs in Distressed Rural Communities," National Center for Small Comnnunities,U.S. Department of Commerce,June 2002 Internet: www.smallcommunities.org/ncsc/Pubs/EDA/71482_NATT.pdf Fort Worth ITS Director Search 13 According to the U.S. Census Bureau, 66 percent of the population use computers at home, school, and/or work and about 54 percent are online. Internet traffic is no longer male dominated. Current web browsers are estimated to be 51 percent female and 49 percent male. In addition, approximately 2 million new Internet users come on board each month. At least 84 percent of public school classrooms are wired to the online world and 90 percent of children between the ages of 5 and 17 use computers in their daily lives, particularly at school. Experts now predict that more than two-thirds of the U.S. population will be online by 2005. Unfortunately, there is still a "digital divide" separating some groups from the national trends. Recent studies suggest that 75 percent of households with annual incomes under $15,000 and 87 percent of adults without a high school degree are "unconnected." In addition, approximately two-thirds of the Hispanic and African American community do not currently use the Internet on a regular basis --though these percentages are apparently in a state of constant change. Today, elected officials must recognize that citizens and businesses alike are demanding greater ease and access to government at every level. All government—whether it is at the municipal, county, state, federal or international level—is becoming "e-government" be it government-to-government, government-to-citizgn, or government-to-enmployee. As the City of Fort Worth continues to grow, it will undoubtedly require more than the traditional operations experience from its next Director. The City's IT leader should be expected to understand and manage the electronic delivery of government information, programs, and services often (but not exclusively) over the Internet and the use of information technology to improve the management of government, from streamlining business processes to improving the flow of information within government offices. The City of Fort Worth is a very participatory community and government, encouraging and including citizens in planning for the future growth and demands on City government. The use of electronic communication vehicles, such as e-mail and the Internet, to increase citizen participation in the public decision-making process may eventually be a tool that the City of Fort Worth will be in a position to showcase for local governments throughout the nation. Fort Worth may also become a leader among US cities in the exchange of money for goods and services over the Internet such as citizens paying taxes and utility bills, applying for permits, and paying for recreation programs, or government buying office supplies and auctioning surplus equipment. And while Fort Worth increases access to its services via technology, the challenges of bridging the "digital divide" in order to reach more citizens, particularly with Human Services in a 'one- stop' delivery system, will eventually become a key issue for the Council and Mayor in the coming years. By seeking the services of an executive search firm to find the right candidate for its new Information Technology Solutions Director, the City of Fort Worth demonstrates that it recognizes that it is competing,with other elected officials and with the private sector to hire the most highly qualified candidate and that the only answer is to aggressively recruit the best talent. Not only must the new Information Technology Solutions Director be highly skilled in Information Technology Management, he/she must have been successful working within a council-city Fort Worth ITS Director Search 14 .f management form of government, or similar legislative body, to provide effective and efficient public services to its residents. Finding the candidates who have the skills and experience to successfully fill this important position is crucial to the City Council, Mayor and City Manager, and finding candidates who bring these skills AND MORE to the table is Arcus' forte. Fort Worth ITS Director Search 15 APPENDIX D - ARCUS FEE STRUCTURE AND PAYMENT SCHEDULE As with all phases of the Arcus Executive Search, fees and invoicing may be negotiated to best meet the needs of each individual client and special discounts are negotiated for PTI member governments and multiple searches. Our standard professional fee for conducting search assignments is 30% of the candidate's first year's cash compensation (base salary and targeted performance bonus). However, PTI member cities and counties benefit from a special rate of 25% of the first year's cash compensation thereby making a base salaried position of $100,000 eligible for a contingency fee to Arcus of $25,000. Invoicing And Guarantee Adjustments to our payment and billing procedures are negotiable in order to best accommodate our Public Sector Clients.' Arcus Executive searches are full service searches conducted by senior executives within our firm. The fees and expenses we have outlined herein are all inclusive of all phases of the search,including recruitment, interviewing, reference checking, assessing, question development and candidate notification. Recognizing the cash flow constraints of our public sector partners, we spread our fees over three installments. An initial invoice for 1/3 of the estimated amount is billed upon executing the contract and is payable upon receipt as a non-refundable initial retainer. A second invoice will be sent in seven weeks and is due upon receipt. After a candidate accepts an offer from the City, a final statement will be sent for any excess amount between the fees calculated on the candidate's final negotiated compensation package and the fees previously paid. If in the first 12 months of employment, the hired candidate is asked to leave for reasons of under-performance, or leaves of his/her own volition, provided that there has not been a material change in the nature or location of the position, we will re-launch a search for a new candidate, under the original position specifications. In such case, we will do so for no _ additional professional fee, though charging expenses as provided for in the original agreement. If the nature or location of the position has changed materially since we closed on the original hire, we will need to mutually agree to revised Position Specifications and a new fee structure. Reimbursable Expenses Our invoices will include a $300 charge for administrative expenses and overhead while the search is active. Reimbursement for additional expenses incurred at the request of the client for items such as advertising, printing and shipping may be requested. Candidates' travel and related expenses incurred to interview with the City will be reimbursed directly by the City of Fort Worth. Pre-authorized travel related expenses incurred by out of State Arcus employees would be itemized and added to the expense bill. Examples of travel related expenses are: Airfare, Hotel, Car Rental, Meals, Taxi or Parking. (VOTE: In an effort to keep travel related expenses to a minimum, Arcus has assigned the Project Manager local to Fort Worth area for this engagement. Fort Worth ITS Director Search 16 APPENDIX E - REFERENCES CITY OF LOS ANGELES Arcus (formerly StaffMasters USA) was retained in 2001 to conduct the exclusive national search for the City of Los Angeles CIO position. Our quality focused search process enabled us to attract and hire Ms. Liza Lowery away from her prestigious position as CIO for the City and County of San Francisco. Ms. Lowery remains one of Los Angeles Mayor James K. Hahn's highest profile senior hires and has been highly praised since taking the position in March of 2002. The Mayor's office has ranked Arcus as the best search firm they have worked with and have since retained us to conduct the searches for the General Manager for the Department of Aging, the CIO for the City Police Department, the Director of the Los Angeles Zoo and most recently, the City Engineer. City of Los Angeles References: Doane Liu, Chief Operating Officer Nathalie Rayes, Deputy Chief of Staff Office of Mayor James K. Hahn Offi6e of Mayor James K. Hahn 200 North Spring Street 200 North Spring Street Los Angeles, CA 90012 Los Angeles, CA 90012 (213) 978-0622 (213) 978-0622 dliu(a)mayor.lacity.orq nrayes(a)mayor.lacity.orq CITY OF PHILADELPHIA Arcus (formerly StaffMasters USA) was retained in January 2001 by the City of Philadelphia to search for and recruit a Chief Information Officer. This position was filled by Dianah Neff, the CIO from San Diego, CA. Arcus has also been retained to exclusively search for four (4) Deputy CIO's and numerous department heads. City of Philadelphia Reference: Joyce Wilkerson, Chief of Staff Dianah Neff Office of Mayor John Street Chief Information Officer City Hall, Room 204 1234 Market Street City of Philadelphia Suite 1850 Philadelphia, PA 19107 Philadelphia, PA 19107 (215) 686-7508 215-686-8106 a oyce.wilkerson(a)phi la.gov dianah.neff dt phila.gov PENNSYLVANIA DEPARTMENT OF ENVIRONMENTAL PROTECTION Arcus (formerly StaffMasters USA) has provided over fifteen professionals at the PADEP. Our highly valued personnel have been responsible for large implementations that bring State agency requirements and services directly to the public. Pennsylvania Department of Environmental Protection reference: Fort Worth ITS Director Search 17 A.- �1CU Kimberly Nelson, Chief Information Officer U.S. EPA 1200 PA Avenue, NW Suite 5000 AR Washington, DC 20460 (202) 564-6665 nelson.kim(cDepa.gov COUNTY OF BUCKS, PENNSYLVANIA Arcus (formerly StaffMasters USA) was obtained in 2000 to provide an interim CIO and to manage all IT operations. In addition, we have provided the county with contract professionals to provide analysis of financial systems, network analysis and planning, write RFPs, and develop business continuity and disaster recovery plans. Our IT managers have conducted an Organizational Effectiveness Review of the County's Information Services and an evaluation of the County's Records Retention and Destruction Practices. County of Bucks reference: .. Kathe Dominick William F. Kluckas Chief Operating Officer WFK Associates, Inc. 55 East Court Street 8 Fox Hollow Trail Doylestown, PA 18905 Bernardsville, NJ 07924 (215) 348-6421 (908) 204-3490 kmdominickCa-)co.bucks.pa.us Kluckas(a)aol.com DAUPHIN COUNTY, PENNSYLVANIA Arcus (formerly StaffMasters USA) successfully conducted the search for Dauphin County's Director of Information Technology in 1999 and exclusively provides Dauphin County with a broad range of contract and full-time IT professionals, including an interim CIO, various Project Managers, IT Trainers, Programmer Analysts, Data Communications experts, Helpdesk and Networking staff. Dauphin County reference: Honorable Lowman Henry Dauphin County Commissioners P.O. Box 1295 Harrisburg, PA 17108 (717) 255-2741 Ihenry(c)dauphinc.org DELAWARE RIVER PORT AUTHORITY (DRPA) Arcus conducted the successful search for the CIO/Director of IS in 2003, and in 2002 placed two Directors and a Senior Manager. Arcus has also provided management consultants to DRPA for IS Organization Effectiveness Studies and Strategic Planning. Fort Worth ITS Director Search 18 rm7 �CUS_ Delaware River Port Authority reference: Barbara Jones, Chief Administrative Officer W. Price Brannon, CIO Delaware River Port Authority Delaware River Port Authority One Port Center One Port Center 2 Riverside Drive 2 Riverside Drive PO Box 1949 PO Box 1949 Camden NJ 08101-1949 Camden NJ 08101-1949 (856) 968-2000 (856) 968-2010 biones(d_)drpa.orq pbrannon(c)drpa.orq CITY OF ATLANTA, GEORGIA In 2003, Arcus successfully conducted the exclusive national search for the CIO for the City of Atlanta. Having worked with many large national search firms to fill Executive positions in Mayor Shirley Franklin's Administration, the Mayor's office overwhelmingly responded that Arcus was by far the best search firm with whom they have worked. City of Atlanta Reference.- Lynette eference:Lynette Young, Chief Operating Officer Office of the Mayor City of Atlanta 55 Trinity Avenue, SW Atlanta, GA 30303 (404) 330-6809 Iwyounq c(bci.atlanta.ga.us COUNTY OF MONTGOMERY, PENNSYLVANIA Upon completion of an Organizational Effectiveness Review of the County's Information Services and an evaluation of the County's Records Retention and Destruction Practices, Arcus was obtained to provide an interim CIO as well as contract professionals to provide analysis of financial systems, network analysis and planning, write RFPs, and develop business continuity and disaster recovery plans. Arcus is currently conducting the executive search for the County's CIO. County of Montgomery reference: Hon. James Matthews Commissioner County of Montgomery 1 Montgomery Plaza Norristown, PA 19404 (610) 278-3020 imatthew(cDmail.montcopa.orq Fort Worth ITS Director Search 19 PTI (PUBLIC TECHNOLOGY, INC.) PTI (Public Technology, Inc.) is a national non-profit technology research and development organization based in Washington, DC, representing local governments. With its mission to bring the benefits of technology to local governments PTI, membership is open to all local governments. PTI reference: Brian Anderson Chief Information Officer 1301 Pennsylvania Ave Suite 800 Washington, DC 20004 (202) 626-2432 banderson(cDpti.org Fort Worth ITS Director Search 20 APPENDIX F - EXECUTIVE SEARCH TEAM MEMBERS R. DOUGLAS FIRESTONE R. Douglas Firestone founded Arcus in 1999 and is responsible for its unprecedented growth and development. Doug serves as the last Arcus 'hurdle' that all Executive candidates must leap in order to make the final cut for promotion to the client for consideration. He is the final point of quality control for every Arcus Executive Search. Firestone's knowledge and experience in staffing, particularly in the field of Information Technology, began at Wolf Advisory International and Arcus Staffing Resources. While there, he held various positions including Sales Representative, Account Manager, National Account Manager and member of the Executive Committee. In the role of National Account Manager, Firestone was responsible for developing preferred national accounts, such as Warner Lambert, PNC Bank, Compaq Computers and LG&Energy. He also managed all on-site recruiting activities for the company and directed a staff of technical recruiters and account managers who consistently exceeded their targets. Firestone was recognized for his achievements when he received the prestigious President's Award from the parent company, Iron Mountain. Previously, Firestone was responsible for developing and implementing marketing and sales initiatives in Central PA, the Commonwealth of Pennsylvania and to the State of New Jersey. Firestone personally developed and managed many new accounts such as Venator Group, AMP, Hershey Foods, Moore Business Systems, New Holland North America, PA Benefits Trust Fund, and the Department of Environmental Protection. He was recognized for his sales achievements by receiving two national awards for Most Revenue Billed by an Individual and the Most Permanent Placements Billed by an Individual. CAROLINE ANDERSON NOVAK Caroline Anderson Novak is Arcus' Director of Public Sector Solutions. An adopted Texan, her concentration is in Arcus' public sector clients to whom she brings her extensive human resources and workforce development background as well as her unique government and quasi-government experience. Since joining the Arcus team in 2001, Caroline has managed the placement of approximately 50 technical professionals, most recent being the CIO for the City of Atlanta, three executives for a transportation authority and two senior managers for a large suburban Philadelphia county. Prior to joining Arcus, Caroline served as the Director of Pennsylvania's Bureau of Employer and Career Services, the Commonwealth of Pennsylvania's lead agency on Employment Services and Workforce Development where she managed approximately 1500 employees in the delivery of unemployment compensation, training and employment services for Pennsylvania's employers and job seekers. Responsible for an annual budget of approximately $100 million from multiple Federal and State funding streams, Caroline lead the overall operation (programmatic and operational) of the Employment Services portion of the Workforce Fort Worth ITS Director Search 21 Investment Act (WIA) of 1998 and related services, including: employment programs for veterans, welfare recipients, unemployment compensation claimants, agricultural workers and older workers; services for employers; and Alien Labor Certification Services. These services were administered to the public from seventy-five field sites throughout the Commonwealth. For five years, before assuming her leadership position in State Workforce issues, Caroline served as the Director of Public Relations and Human Resources for the City of Coatesville Authority, Coatesville, PA. Here, she was responsible for all aspects of personnel management including hiring, termination and employment practices, training, compliance with state and federal employment laws, benefits and labor relations. She was also Responsible for the Authority's communications with customers and governmental bodies served. Caroline began her career as Press Aid to the Governor of West Virginia, then served as as a Public/Government Relations Consultant, monitoring and lobbying legislation and state agency regulations on behalf of various businesses and trade associations. SHELLEY RYAN GRAMER Shelley Ryan Gramer has more than nine years of experience working within the Recruiting field, of which two years has been within a government and quasi-government environment. Shelley has been the Senior Recruiter on all of Arcus' Public Sector Executive Searches. She has networked within state and national professional associations, developed personal relationships with countless Senior Executives in the public sector from coast to coast, and has recruited and placed three executives just this year, including a CIO, a City Engineer and even a Zoo Director. Well-versed in recruiting candidates for all types of technical positions. During her career, she has trained, educated, coached, and managed over two thousand people within Sales, Marketing, Training and Recruiting. Shelley is articulate and professional and her enthusiasm about the job opportunity she represents can't help but make the best candidates want to take the job. Shelley has served as a Senior Executive Recruiter, Government Executive Search Specialist for ARCUS since joining the charter team in October of 1999. In her role, she performs recruiting/headhunting for clients' executive staffing needs with a concentration in the government and quasi-government environment. She has extensive experience in working with client key stakeholders to develop candidate profile and search parameters, negotiating annual salaries with candidates and clients and conducting face-to-face interviews of candidates to qualify for presentation to clients. Shelley also conducts professional reference checks and prepares candidate presentation packages to present to the client. In her role as Senior Executive Recruiter, Shelley routinely works directly with Chiefs of Staff for Governors, Mayors and Commissioners of cities and counties of various sizes throughout the Nation. Prior to joining Arcus, Shelley obtained most of her recruiting experience and persuasive style as a Senior Global Recruiter with Kenda (formerly Arcus Staffing Resources & Wolf Advisory Int7.). During that time, from '93 to '99, Shelley performed recruiting for Kenda's clients' staffing needs within the field of Information Technology for positions of an even mix of contract, full- time / permanent, and temp-to-perm during her tenure under all three companies. Her role Fort Worth ITS Director Search 22 1U5 afforded Shelley the opportunity to refine her skills in negotiating contract rates and annual salaries with candidates, account managers and clients, conducting face-to-face interviews of candidates to qualify them for presentation to account managers and clients and building her network of candidates. Shelley is a true headhunter who has built a network of public and private sector management professionals across the Nation. When she places a call to the best in the nation, they answer and they know why she is calling. She has built trusting relationships throughout the country and those professionals recognize that the opportunity she represents is just the right one for them. BRIAN ANDERSON Brian is a Senior Information Technology Executive currently serving as the Chief Information Officer for Public Technology Inc. (PTI) in which Brian is responsible for Research and Program Development. Brian has extensive hands on public sector experience, from designing and developing a world class Government Portal for,the City of New York that won the 2001 Best of the Web award for local government websites to serving as the Chief Information Officer for the City of Philadelphia. Brian brings to the Arcus team, his experience leading people and projects, implementing and overseeing technology programs, re-engineering troubled organizations and administering multi- million dollar budgets. With Brian's 'been there done that' experience, he brings a great value to the development of the Recruitment Profile and during the candidate screening process. Brian has over sixteen years of success in planning and directing activities to provide innovative IT, telecommunications and customer service solutions and he is adept at helping to identify others who have had similar success. Fort Worth ITS Director Search 23 City of Fort Worth, Texas "Cluoir And Council Communication DATE REFERENCE NUMBER LOG NAME PAGE 9/23/03 **C-19755 14ARCUST1 of 1 SUBJECT CONTRACT WITH ARCUS FOR EXECUTIVE SEARCH CONSULTANT SERVICES FOR AN INFORMATION TECHNOLOGY SOLUTIONS DEPARTMENT DIRECTOR RECOMMENDATION: It is recommended that the City Council authorize the City Manager to execute a contract with Arcus for executive search consultant services for the recruitment and selection of an Information Technology Solutions Department Director, in an amount not to exceed $33,500 for fees and expenses. DISCUSSION: The City currently has a vacancy for the Director of the Information Technology Solutions Department (IT Solutions). In order to assure that the most qualified candidate is recruited and selected for this position, proposals were received from six agencies in response to the City's solicitation of proposals for IT Solutions Director Search. A panel consisting of representatives from IT Solutions, the Human Resources Department, and the Finance Department evaluated the proposals according to the following criteria: information technology executive search experience, process, consultant qualifications, process timeframe, and cost. The recommendation of the panel is to award the contract to Arcus. The professional search fee for the Information Technology Solutions Department Director is $25,000 plus expenses associated with the search, not to exceed $8,500, for travel, advertising, long distance telephone charges, postage, and other charges as approved by the City Manager's Office. FISCAL INFORMATION/CERTIFICATION: The Finance Director certifies that funds will be available in the current operating budget, as appropriated, of the Information Systems Fund. RZ:k Submitted for City Manager's FUND I ACCOUNT CENTER AMOUNT CITY SECRETARY Office by: (to) Richard Zavala(Acting) 6183 Originating Department Head: Anthony Snipes(Acting) 7783 (from) APPROVED 09/23/03 P168 539120 0049000 $33,500.00 Additional Information Contact: Anthony Snipes(Acting) 7783