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HomeMy WebLinkAbout05-23-2023 Worksession Packet City of Oak ParkHeights Worksession Date:Tuesday, May ,2023 Time: 5:00 pm Callto Order Discuss/Update City Administrator Hiring Process Adjournment City of Oak Park Heights, Minnesota Request for Proposal City Administrator Recruitment & Selection May 8, 2023 630 Dundee Road Suite 225 Northbrook, IL 60062 Primary Contact Person: Laurie Pederson Director of Administrative Services 847-380-3198 LPederson@GovHRusa.com Table of Contents Firm Profile.................................................................................................................................................... 3 Our Leadership .......................................................................................................................................... 3 Why Choose GovHR? ................................................................................................................................ 4 Our Team ...................................................................................................................................................... 5 References .................................................................................................................................................... 6 Project Approach and Methodology ............................................................................................................. 7 Phase I: Position Assessment, Position Announcement & Brochure........................................................ 7 Phase II: Advertising, Candidate Recruitment & Outreach ....................................................................... 7 Phase III: Candidate Evaluation & Screening ............................................................................................ 8 Phase IV: Presentation of Recommended Candidates ............................................................................. 8 Phase V: Interviewing Process & Background Screening .......................................................................... 8 Phase VI: Appointment of Candidate ........................................................................................................ 9 Project Timeline .......................................................................................................................................... 10 Commitment to Diversity, Equity & Inclusion in Recruitments .................................................................. 10 Recruiting in Today’s Candidate Market ..................................................................................................... 11 Full Scope Recruitment – Price Proposal .................................................................................................... 12 The GovHR Guarantee – Full Scope Recruitment ....................................................................................... 13 Contract Signature Page ............................................................................................................................. 14 Optional Services ........................................................................................................................................ 15 Attachments Consultant Biography Client List 2 City of Oak Park Heights, Minnesota - City Administrator Firm Profile GovHR is a public management consulting firm serving local government clients and other public-sector entities across the country. The firm was originally formed as Voorhees Associates in 2009 and changed its name to GovHR USA in 2013. Our headquarters arein Northbrook, Illinois. We are a certified Female Business Enterprise in the State of Illinois and work exclusively in the public and non-profit sectors. GovHR offers customized executive recruitment services, management studies and consulting projects for local government and organizations who work with local government. GovHR has 21 full-time and 8 permanent part-time employees including 6 full-time recruiters and 26 additional project consultants. Our employees and project consultants are located across the country, giving us a national presence. Additionally, GovTempsUSA, GovHR’s subsidiary, provides interim staffing solutions to keep operations moving during the recruitment process. Our consultants are experienced executive recruiters who have conducted over 1,000recruitments, working with cities, counties, special districts, and other governmental entities of all sizes throughout the country. In addition, we have held leadership positions within local government, giving us an understanding of the complexities and challenges facing today’s public sector leaders. Our Leadership Heidi VoorheesJoellen Cademartori PresidentChief Executive Officer 847-380-3240847-380-3238 HVoorhees@GovHRusa.comJCademartori@GovHRusa.com Ms. Voorhees has conducted more than 400 Ms. Cademartori is a seasoned manager, with expertise recruitments in her management consulting career, in public sector human resources management. She has with many of her clients being repeat clients, attesting held positions from Human Resources Director and to the high quality of work performed for them.In Administrative Services Director to Assistant Town addition to her 17 years of executive recruitment and Manager and Assistant County Manager. Ms. management consulting experience, Ms. Voorhees has Cademartori has worked in forms of government 19 years of local government leadership and ranging from Open Town Meeting to Council-Manager management service, including ten years as Village and has supervisedall municipal and county Manager for the Village of Wilmette, Illinois.departments ranging from Public Safety and Public Works to Mental Health and Social Services. 3 City of Oak Park Heights, Minnesota - City Administrator Why Choose GovHR? Unparalleled Expertise and Level of Service: We are a leader in the field of local government recruitment and selection with experience in 44 states, in communities ranging in population from 1,000 to 3,000,000. Since our establishment in 2009, more than 40% of our clients are repeat clients showing a high level of satisfaction with our work. We encourage you to call any of our previous clients. Surveys of our clients show that 94% rate their overall experience with our firm as Outstanding and indicate that they plan to use our services or highly recommend us in the future. Delivering the Best: We conduct comprehensive due diligence on candidates. Our state-of-the-art process, includes extensive use of social media for candidate outreach and video interviews with potential finalist candidates, ensure a successful recruitment for your organization. Our high quality, thorough Recruitment Brochure reflects the knowledge we will have about your community and your organization and will provide important information to potential candidates. Additionally, before we recommend a candidate to you, we will have interviewed them via video, conducted reference calls, and news media and social media searches. Our knowledge of local government ensures that we can ask probing questions that will verify their expertise. A Partner from Start to Finish: We are your partners in this important process. You are welcome to review all the resumes we receive, and we will share our honest assessment of the candidates. Our goal is your complete satisfaction. We can strategize with you on a variety of approaches for meeting your recruiting needs, including evaluation of internal candidates, identification of non-traditional candidates who meet your recruitment requirements, succession planning and mentoring options. We are committed to working with you until you find the candidate that is the best fit for your position. Services for Any Budget and Any Search: We strive to meet the specific needs of our clients. We offer several options for recruitment services to meet your needs and your budget. Our services range from Full Executive Recruitments to Virtual Recruitments and even simply Professional Outreach for those who want to reach a broader network. In the following proposal, we have provided the scope we believe that best fits your needs. However, you may find all our services here on our website . 4 City of Oak Park Heights, Minnesota - City Administrator Our Team GovHR employs a team of professionals with backgrounds in local government and the not-for-profit sector. With your staff needs in mind and due to the significance of this recruitment, we have assigned our highly knowledgeable and experienced Senior Vice President Charlene Stevens. She will act as your project managerand primary point of contact for this project. She will be responsible for your recruitment and selection process. Herfull biography can be found as part of the Appendix and herclient list is available on our website. Project Manager& Main Point of Contact Charlene Stevens Senior Vice President 320-262-0303 CStevens@GovHRusa.com Proposal Inquiries Laurie Pederson Client Services & Administrative Director 847-380-3198 LPederson@GovHRusa.com 5 City of Oak Park Heights, Minnesota - City Administrator References We area proven leader in public sector consulting. More than one-third of the organizations served by GovHR are repeat clients. Our team provides a growing pool of highly qualified candidates who are well- suited to handle the challenges and expectations of professional positions in local government and the not-for-profit sector. The following references can speak to the quality of service provided by GovHR. Wyandotte County, KS (County Administrator, 2023) Dr. Mildred Edwards, Chief of Staff 701 N. 7th Street Kansas City, KS 66101 913-573-5011 medwards@wycokck.org Becker, MN (City Administrator, 2022) Julie Blesi, City Clerk/HR Manager/Safety & Risk Manager 12060 Sherburne Avenue Becker, MN 55308 763-200-4247 jblesi@ci.becker.mn.us Waconia, MN (City Administrator, 2021) Jackie Schulze, Assistant City Administrator 201 South Vine Street Waconia, MN 55387 952-442-3103 jschulze@waconia.org 6 City of Oak Park Heights, Minnesota - City Administrator Project Approach and Methodology A typical recruitment and selection process takes approximately 175 hours to conduct. At least 50 hours of this time is administrative, including advertisement placement, reference interviews, and due diligence on candidates. We believe our experience and ability to professionally administer your recruitment will provide you with a diverse pool of highly qualified candidates for your position search. GovHR clients are informed of the progress of their recruitment throughout the entire process. We are always available by mobile phone or email should you have a question or need information about the recruitment. Phase I: Position Assessment, Position Announcement & Brochure GovHR treats each executive recruitment as a transparent partnership with our client. We believe in engaging with stakeholders early in each recruitment process to fully understand the challenges and opportunities inherent in the position. Understanding the organizational culture is critical to a successful recruitment. We gain this insight and information through meetings (one on one and small groups), surveys and a review of relevant information. This information is reflected in a polished marketing piece that showcases the organization and the area it serves. Information Gathering: One-on-one or group interviews with stakeholders identified by the client. GovHR can establish a dedicated email address for feedback from stakeholders or the community. Community forums (In-person or via video) can be used to gather input and feedback. Surveys can be used for department personnel and/or the community to gather feedback. Conversations/interviews with department heads. A combination of the above items can be used to fully understand community and organizational needs and expectations for the position (this proposal includes 12 hours of meetings – additional meetings can be added for a fee of $150/hour plus actual expenses if incurred. Dedicated email address and one organizational survey are included. Community Survey can be conducted for $2,500. Community Forums can be conducted as an optional service. Development of a Position Announcement to be placed on websites and social media. Development of a thorough Recruitment Brochure for client review and approval. Agreement on a detailed Recruitment Timetable – a typical recruitment takes between 90 to 120 days from the time you sign the contract to appointment of the finalist candidate. Phase II: Advertising, Candidate Recruitment & Outreach We make extensive use of social media as well as traditional outreach methods to ensure a diverse and highly qualified pool of candidates. In addition, our website is well known in the local government industry – we typically have 14,000+ visits monthly to our website and career center. Additionally, our weekly jobs listings are sent to over 7,000 subscribers. Phase II will include the following: GovHR consultants will personally identify and contact potential candidates. Develop a database of potential candidates from across the country unique to the position and to the Client, focusing on: 7 City of Oak Park Heights, Minnesota - City Administrator o Leadership and management skills o Size of organization o Experience in addressing challenges and opportunities also outlined in Phase I o The database will range from several hundred to thousands of names and an email blast will be sent to each potential candidate. Placement of the Position Announcement in appropriate professional online publications: o Public sector publications & websites (approximately 20 online sources) o Social media: LinkedIn (over 20,000 connections), Facebook, Instagram and Twitter o GovHR will provide you with a list of advertising options for approval Phase III: Candidate Evaluation & Screening Phase III will include the following steps: Review and evaluation of candidates’ credentials considering the criteria outlined in the Recruitment Brochure Candidates will be narrowed down to those candidates that meet the qualification criteria Candidate evaluation process: o Completion of a questionnaire explaining prior work experience o Live Video Interview (45 minutes to 1 hour) conducted by consultant with each finalist candidate o References provided by the candidate are contacted o Internet/Social Media search conducted on each finalist candidate All résumés will be acknowledged and inquiries from candidates will be personally handled by GovHR, ensuring that the Client’s process is professional and well regarded by all who participate. Phase IV: Presentation of Recommended Candidates Phase IV will include the following steps: GovHR will prepare a Recruitment Report presenting the credentials of those candidates most qualified for the position. GovHR will provide an electronic recruitment portfolio which contains the candidates’ materials along with a “mini” résumé for each candidate so that each candidate’s credentials are presented in a uniform way. Client will receive a log of all applicants and may review résumés if requested. Report will arrive in advance of the Recruitment Report Presentation. GovHR will spend approximately 2 hours with the Client reviewing the recruitment report and providing additional information on the candidates. Phase V: Interviewing Process & Background Screening Phase V will include the following steps: GovHR will: Develop the first and second round interview questions for your review and comment Coordinate candidate travel and accommodations 8 City of Oak Park Heights, Minnesota - City Administrator Provide you with an electronic file that includes: o Candidates’ credentials Set of questions with room for interviewers to make notes o o Evaluation sheets to assist interviewers in assessing the candidate’s skills and abilities Background screening will be conducted along with additional references contacted: GovHR USA Background Screening SocialSecurityTrace & VerificationCounty/StatewideCriminal U.S.Federal CriminalSearch Civil Search Enhanced Verified NationalCriminal Bankruptcy, Leansand Judgements -NationalSexOffenderRegistry Motor VehicleRecord - Most Wanted Lists FBI, DEA, ATF, EducationVerification–AllDegreesEarned Interpol Optional:CreditReport–Transunionwithscore - OFAC Terrorist Database Search (based on position and state laws) - OIG, GSA, SAM, FDA Optional: - All felonies and misdemeanors Professional License Verification reported to the National Database Drug Screen Employment Verification GovHR will work with you to develop an interview schedule for the candidates, coordinating travel and accommodations. GovHR consultants will be present for all the interviews, serving as a resource and facilitator. GovHR will coordinate a 2-Step Interview process. The first round interviews will include four to five candidates. The second round interviews will include two or three candidates. GovHR will supply interview questions and an evaluation form. In addition to a structured interview, the schedule can incorporate: Tour of Client facilities Interviews with senior staff Phase VI: Appointment of Candidate GovHR will assist you as much as you request with the salary and benefit negotiations and drafting of an employment agreement, if appropriate. GovHR will notify all applicants of the final appointment, providing professional background information on the successful candidate. 9 City of Oak Park Heights, Minnesota - City Administrator Project Timeline Week Week Week WeekWeek Week Week Week Week WeekWeek Week Week Week 1 2 3 4 5 6 7 8 9 10 11 12 13 14 Phase I Phase II Phase III Phase Phase V Phase VI IV Weeks 1 & 2 Phase 1: Interviews & Brochure Development Weeks 3 thru 6Phase 2: Advertising, Candidate Recruitment & Outreach Weeks 7 thru 9 Phase 3: Candidate Evaluation & Background Screening Week 10 Phase 4: Presentation of Recommended Candidates Week 11 & 12 Phase 5: Interview Process & Additional Background Screening Weeks 13 & 14 Phase 6: Appointment of Candidate Commitment to Diversity, Equity & Inclusion in Recruitments GovHR has a long-standing commitment to Equity, Diversity and Inclusion in all of our recruitment and selection processes. Since our firm's inception we have supported, with our time and financial resources, organizations that advance women and other underrepresented minorities in local government. These include the National Forum for Black Public Administrators, the Local Government Hispanic Network, The League of Women in Government and CivicPride. GovHR Team Members have moderated and spoken on DEI initiatives at the International City and County Management Association conference and state conferences in Illinois, Michigan, Wisconsin, and North Carolina. Our employees and consultants have undergone Implicit Bias Training and we are frequent speakers on incorporating DEIvalues intorecruitment and selection processes. We have a list of DEI resources on the front page of our website (https://www.govhrusa.com/diversity-equity-and- inclusion-resources/) that can be accessed by anyone who visits our website. GovHR has formally partnered with the National Forum for Black Public Administrators' consulting arm, i4x, in several recruitment and selection processes throughout the country including Toledo, OH, Fort Collins, CO, Ann Arbor, MI, Oakland, MI and Arlington, TX. Our partnership reflects our mutual commitment to advancing DEI values and increasing the diversity of local government leaders at the highest levels of local government organizations. 10 City of Oak Park Heights, Minnesota - City Administrator Recruiting in Today’s Candidate Market The GovHR team is aware ofthelastingimpact that the Great Resignationhas had on nearly all local government positions. Data shows annual quit rates have been at record highs the past two years. Additionally, there is a growing trend of public workers accelerating retirement plans, a drastic change from when workers were postponing retirement. Our team of consultants work diligently to ensure the success of each recruitment and will be transparent upfront and throughout the process regarding any obstacles or delays they anticipate. Despite these challenging times, we have still seen a tremendous amount of success in our recruitments largely due to our consultants’ outreach methods and our team’s marketing strategies. G OV HR’S R ECOMMENDATIONS TO R ECRUIT AND R ETAIN T OP T ALENT R esponsive: Roll out the Welcome Mat! Candidates may struggle with relocating for a new position as well as be concerned about the “fit” with a new team. It is important to include costs for your top candidate(s) to travel to your location for the final interview process. Our team will work with you to create a welcoming, informative experience for both you and the candidate(s). E ncouraging: Employee development is a must-have in today’s market. Candidates appreciate their employer investing in them as much as they are investing themselves in the job. Consider “up and coming” candidates who may lack one or two preferred skills and assign a mentor or invest in a course to encourage their professional development. A mentor/training program will also help establish a peer-to-peer connection and make them feel more comfortable about the transition to a new job. C ompetitive: Our team will guide you in offering a competitive market rate compensation and competitive benefits package attractive to today’s candidates. Competitive employers must include relocation expenses and should consider signing bonuses and temporary housing. R esourceful: Review your job description – do you need public sector experience? Are the years’ experience you list essential, or can that be preferred? Consider a more resourceful approach when reviewing candidates’ experience. Carefully consider requirements such as CPA, Professional Engineer and others that will limit your talent pool – consider using the word “ideally” or “preferably.” U nderstanding: These past few years have, without a doubt, changed the work environment. Competitive employers have recognized this and are offering flexible/hybrid/remote work options. Those positions that offer this type of flexibility consistently receive a better candidate response rate. I nnovative: Think about what is unique and attractive about your community and organization and highlight that in your recruitment efforts.Talk about organizational culture and what your values are with respect to your employees. GovHR will assist you in being as innovative as possible in your outreach. T ransparent: Some states now mandate listing salary ranges in any job advertisements or postings. More and more companies are now showing at least a salary range in their postings to promote pay transparency and equity. Post the salary range you will use for hiring – it is public information if we make it too difficult for candidates to find out the salary, they will move on to the next opportunity. 11 City of Oak Park Heights, Minnesota - City Administrator Full Scope Recruitment – Price Proposal Summary of Costs: Full Scope Price Recruitment Fee: Phase I: $3,500 Phase II: $3,000 Phase III: $8,000 Phase IV: $2,500 Phase V: $3,000 Phase VI: $500 Total Recruitment Fee: $20,500 Recruitment Expenses: (not to exceed) $1,500 Expenses include candidate due diligence efforts Advertising: $2,500* *Advertising costs over $2,500 will be placed only with client approval. If less than $2,500, Client is billed only for actual cost. Total: $24,500** **Consultant travel expenses are not included in the price proposal. If the consultant is requested to travel to the client, travel costs will be estimated at time of request. Only actual expenses will be billed to the client for reimbursement to GovHR. Possible in-person meetings could include: 1. Recruitment brochure interview process 2. Presentation of recommended candidates 3. Interview Process Any additional consultant visits requested by the Client (beyond the three visits listed above) will be billed at $150/hour. The additional visits may also result in an increase in the travel expenses and those expenses will be billed to the client. This fee does not include travel and accommodations for candidates interviewed. Payment for Fees & Services st 1Invoice upon acceptance of proposal: 40% of the Recruitment Fee nd 2Invoice upon recommendation of candidates: 40% of the Recruitment Fee & expenses incurred Final Invoice upon completion: 20% of the Recruitment Fee plus all remaining expenses Payment of invoices is due within thirty (30) days of receipt. 12 City of Oak Park Heights, Minnesota - City Administrator The GovHR Guarantee – Full Scope Recruitment GovHR is committed to assisting our clients until a candidate is appointed to the position. Therefore, no additional professional fee will be incurred if the client does not make a selection from the initial group of recommended candidates and requests additional candidates be developed for interview consideration. If additional advertising beyond the Phase I advertising is requested, client will be billed for actual advertising charges. Reimbursable expenses may be incurred should the recruitment process require consultant travel to the Client. Upon appointment of a candidate, GovHR provides the following guarantee: should the selected and appointed candidate, at the request of the Client or the employee’s own determination, leave the employ of the Client within the first 12 months of appointment, we will, if desired, conduct one additional recruitment for the cost of expenses and announcements only. This request must be made within 6 months of the employee’s departure. 13 City of Oak Park Heights, Minnesota - City Administrator Contract Signature Page We believe we have provided you with a comprehensive proposal; however, if you would like a service that you do not see in our proposal, please let us know. We can most likely accommodate your request. This proposal will remain in effect for a period of six months from the date of the proposal. We look forward to working with you on this recruitment and selection process! City of Oak Park Heights, Minnesota agrees to retain GovHR USA, LLC (“GovHR”) to conduct a City Administrator Recruitment in accordance with its proposal dated May 8, 2023. The terms of the proposal are incorporated herein and shall become a part of this contract. ACCEPTED: City of Oak Park Heights, Minnesota By: ____________________________________ Title: __________________________________ Date: __________________________________ Billing Contact: __________________________ Billing Contact Email: _____________________ GovHR USA, LLC By: ____________________________________ Title: ___________________________________ Date: ___________________________________ PLEASE SELECT ONE: Full Recruitment Service Limited Recruitment Service Virtual Recruitment Service Professional Outreach Service 14 City of Oak Park Heights, Minnesota - City Administrator Optional Services GovTemps USA Need an Interim? GovTempsUSA, a subsidiary of GovHR USA, specializes in the temporary placement of positions in local government. The firm offers short-term assignments, in addition to long-term and outsourced arrangements. Our placement professionals at GovTempsUSA have typically enjoyed distinguished careers in local government and displayed a commitment to public service throughout their career. Recorded One-Way Video Interview of Candidates Candidates we recommend for your consideration can complete a one-way video interview with 3 to 5 questions that will be recorded and which you can review electronically at your convenience. This can occur prior to making your decision on which candidates to invite for an interview. Cost $100 per candidate. Leadership/Personality Testing GovHR has experience working with a wide variety of leadership and personality assessment tools, depending on the qualities and experiences the client is seeking in their candidates. These include but are not limited to Luminaspark, Caliper, DISC and others. Depending on the evaluation type selected fees can range between $100 to $500 per candidate. 360° Evaluation As a service to the Client, we offer the option to provide you with a proposal for a 360° performance evaluation for the appointed position at six months into his or her employment. This evaluation will include seeking feedback from both elected officials and department directors, along with any other stakeholder the Client feels would be relevant and beneficial. This input will be obtained on a confidential basis with comments known only to the consultant. If you are interested in this option, GovHR will prepare a proposal for this service. 15 City of Oak Park Heights, Minnesota - City Administrator - -- -- - - - - - -- - - - - - - - - - - - - - - - - - - - - - MJOETUS×N-!NJOOFTPUB DJUZ!BENJOJTUSBUPS FYFDVUJWF!SFDSVJUNFOU MJOETUS×N-!NJOOFTPUB! 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IPX!UP!BQQMZ Joufsftufe!dboejebuft!tipvme!bqqmz!pomjof!cz!Bqsjm!28-!3134!! sfmbufe!sfgfsfodft!bu!xxx/hpwISKpct/dpn!up!uif!buufoujpo! pg!Dibsmfof!Tufwfot-!Tfojps!Wjdf!Qsftjefou-!HpwISVTB!!741! Evoeff!Spbe-!$336-!Opsuicsppl-!JM!71173-!Ufm;!335.437.3593! y235/!!Joufswjfxt!xjui!uif!Djuz!pg!Mjoetus÷n!bsf!boujdjqbufe!jo! Nbz!pg!3134/!! Uif!Djuz!pg!Mjoetus÷n-!NO!jt!bo!Frvbm!Pqqpsuvojuz!Fnqmpzfs/ FYFDVUJWF!SFDSVJUNFOU xxx/HpwISVTB/dpn Page 3 of 50 May 4, 2022 Ms. MaryMcComber Mayor City of Oak Park Heights 14168 Oak Park Blvd. Oak Park Heights, MN 55082 Dear Mayor McComber, Thank you for the opportunity to provide a proposal to assist the City of Oak Park Heightswith the recruitment of its nextCity Administrator. GMP consultants have collectively worked on over 500 executive searches including 150 city/county management recruitments and has a reputation for providing superior service and building lasting relationships with both clients and candidates. We believe our proven process provides a best practices approach to attracting high quality candidates and ensuring a good fit for your organization. Additionally, yourlead consultant will beMr.Matt Fulton. Matt brings over 30years of Minnesotacity management experience and is active inthe MinnesotaCity Managers Association and the International City Managers Association resulting in exceptionalcity managementcontacts! If you have any questions or would like to discuss your specific needs, please do not hesitate to contact me at (206)714-9499 or Greg@gmphr.com. I look forward to hearing from you and hope to have the opportunity to work together soon. Sincerely, Greg M. Prothman President, GMP Consultants LLC ____________________________________________________ Page 4 of 50 •• City Administrator Search Proposal TABLE OF CONTENTS ABOUT GMP CONSULTANTS............................................................................................................................................ 2 PROJECT TEAM MEMBERS............................................................................................................................................... 3 WORKPLAN & APPROACH................................................................................................................................................ 4 PROFESSIONAL REFERENCES............................................................................................................................................ 6 PROFESSIONAL FEE.......................................................................................................................................................... 6 GUARANTEE &WARRANTY.............................................................................................................................................. 6 LOCAL GOVERNMENT CAO SEARCHES BY GMP CONSULTANTS...................................................................................... 6 WORK SAMPLES: POSITION PROFILE AND INVITATION TO APPLY LETTER...................................................................... 9 Copyright © 2022 by GMP Consultants, LLC. All rights reserved. ABOUT GMP CONSULTANTS GMP Consultants is a public sector executive search firm with a collective 180 years of local government leadership experience with both regional and national relationships. GMP Consultants offer our clients experienced subject matter experts with a solid understanding oflocal government coupled with decades of experience. We have served in a wide range of executive positions, from cityandcounty management to public works, management information systems, and finance. Our Qualifications Founded and led by Greg M. Prothman, formerly the CEO of Prothman, GMP consultants have worked on over 500 executives searches including150 city/county managementsearches. All our senior search consultants are active in both ICMA and local state level city management associations or in their respective professional associations. Page 5 of 50 City Administrator Search Proposal Our Philosophy Our business philosophy centers on the understanding that this is a “people” related industry. We have a reputation for providing superior service and building lasting relationships with both clients and candidates. We believe that attention to others’ needs is the key to effective customer service. Why Choose GMP? What you get with GMP Consultants is personal service. You appreciate it when phone calls are returned, projects stay on schedule and your challenges are given thorough and creative thinking. While other companies may assign your business to lesser experienced staff, we offer exceptional service from senior- level consultants. Service & Relationship - Our consultants bring a reputation for providing outstanding service and building lasting relationships with both clients and candidates. Customized Solutions - We take the time to become familiar with your organization to ensure that we offer the best solution and not just a single service. People First - We work closely with you and your candidates through every stage of the recruitment process, creating a welcoming candidate experience and ensuring an effective recruitment outcome. Team Approach - Our entire consulting group works as a team to leverage their networks to assist with each assignment and give your challenges thorough and creative thinking. Washington City Management Experience - Our consultants are seasoned and successful Washington state city manager practitioners with long-term tenures and extensive experience in conducting national searches PROJECT TEAM MEMBERS Greg M. Prothman – Project Manager Greg offers a unique combination of 20+ years of experience in various functions of government and 25 years of experience in public sector recruitment. Prior to forming GMP Consulting, Greg founded and was the driving force at Prothman Company as its CEO. Prior he was a partner at Waldron & Company. Early in his career Greg served as a police officer for the University of Washington and the City of Renton. He left police work after completing his Masters degree in Public Administration and accepted an administrative position for the City of Des Moines, WA. He was quickly promoted to Assistant City Manager and then City Manager. A Seattle native, Greg completed his BA at Western Washington University and his Master of Public Administration (MPA) degree from the University of Washington. Additionally, he completed the Senior Executives in State and Local Government program at Harvard University. Greg is a volunteer member of Seattle Mountain Rescue and a member of Crystal Mountain Ski Patrol. Matt Fulton – Lead Project Consultant Matt brings over 30 years of local government leadership experience serving as a city manager in small (7,000 pop.) and large organizations (65,000 pop.) in Minnesota and Wisconsin. He has worked in suburban and free standing full service environments as well as in fully developed and fast growing communities. During his career, Matt has had the opportunity to provide leadership at the local, state, national, and Page 6 of 50 City Administrator Search Proposal International levels, including serving as a Regional Vice President on the ICMA Executive Board of Directors, a member on the Minnesota League of Cities Board of Directors, and as President of the Minnesota City/County Management Association. He is recognized as an innovative and proactive professional, with a focus on strengthening civic engagement and assessing organizational and community performance. Over the past four years, he has served as Polco’s VP for National Engagement, helping local governments build stronger engagement approaches and assessing performance, from the perspective of residents and community stakeholders. His continual engagement with community leaders across the country has helped him strengthen his already strong national network of talented local government professionals and organizational connections. Matt has a Master’s degree in Public Administration from the University of Wisconsin and an undergraduate degree in urban planning from the University of Minnesota. Sarah Marsh – Content Designer Sarah brings a background across nonprofit, business, government, and education sectors. She holds an M.B.A in Organizational Behavior & Development from the University of Vermont. She also publishes in the field of American History and is the author of two books honored by the National Council for the Social Studies. Kate Hansen – Recruitment Coordinator Kate is a certified Project Management Professional (PMP) with a background in business, nonprofit, and fire administration. She has served as a Public Records Officer as well as a political campaign manager, and brings a distinguishing blend of attention to detail, creativity, and critical thinking. Kate holds a B.A. in Theatre from Chapman University with an emphasis on stage management. WORKPLAN & APPROACH INFORMATION GATHERING & RECRUITMENT PROFILE DEVELOPMENT Review and Finalize Search Process and Schedule Wemeet with the City Councilto review projectneeds, process, schedule, and identify the scope of the recruiting market. Our goal is to thoroughly understand your organization, current challenges, timeline, and preferred qualifications for this recruitment. Develop, Review, and Approve a Detailed Recruitment Profile & Invitation We create a customrecruitment profile highlighting the strengths of your job opportunityas well as your unique needs. Examples of prior recruitment profiles are included in this proposal and typically feature: Why Apply? Challenges & Opportunities Community ProfileCompensation & Benefits The Organization, Department, & PositionResources The Ideal Candidate/ Education & ExperienceYour Social Media (if applicable) STRATEGIC MARKETING Targeted Recruitments - Having 20 plus years of designing and implementing national recruitments, GMP Consultants will create and conduct a nationwide recruitment and candidate generation process, employing recruitment strategies designed to encourage competitive applicants from diverse backgrounds and experiences. We have been successful in identifying a candidate pool that is racially, ethnically, and gender diverse. Page 7 of 50 City Administrator Search Proposal We willdevelop a national advertising strategy placing ads in websites, job boards, periodicals, and social media such as LinkedIn. Intl. City Managers Association (ICMA)Minnesota City Managers Association League of MinnesotaCitiesWisconsin City Managers Association WisconsinLeague of Municipalities Iowa City Managers Association Iowa League of CitiesIllinois City Managers Association Illinois Municipal LeagueMichigan City Managers Association Michigan Municipal LeagueIndiana City Managers Association League of Nebraska MunicipalitiesCareers in Government Indiana Associations of Towns & CitiesGovernment Jobs Development of Candidate Database for Direct Mail Invitations - We will mail approximately 500to 700 letters of invitation to city managers/administrators in the mid western United States. CANDIDATE SCREENING AND SHORTLIST PRESENTATION Candidate Application Materials - Candidates are asked to submit a cover letter, application, resume, answers to supplemental questions (designed to measure writing and thinking skills) and professional references. Selection & Interview of Semifinalists - We review all candidate application materials and identify 8 to 12 of the most promising semifinalists. We conduct a one-hour interview with each semifinalist and provide written observations. Search Work Session – We meet with you to review semifinalists. Prior to the meeting wesend youeach applicant’s cover letter, resume, essay questions, the consultant semifinal interview notes, and candidate summary sheet. The City Councilselects the finalist candidates and design the final interviews. FINAL INTERVIEWS & SELECTION Design and Preparation of Final Interviews - Wehelp you decide on the structure and schedule of the interviews, including the panel participants and facilitators. We tailor the process to fit your needs and prepare all the candidate materials for the interviews. Reference & Background Checks - We conduct professional reference checks on each candidate, requesting the names of supervisors, subordinates, and peers. Background checks include Education Verification, Criminal History, Driving Record, and Sex Offender Check. Candidate Travel - We help you identify which candidate travel expenses your organization wishes to cover and then work with the candidates to coordinate the most cost-effective travel arrangements. Final Interviews & Selection - The City Council(and advisory panels if used) interview finalists. We facilitate a debrief with all panel participants. After the debrief, we facilitate the evaluationprocess, help the decision makers come to consensus, discuss next steps, and organize any additional candidate referencing or research. Candidate Appointment - Wefacilitate potential contract elements with the City Council. Once your top candidate has been selected, we will assist as needed with the job offer, contract negotiations, and employment agreement. Page 8 of 50 City Administrator Search Proposal PROFESSIONAL REFERENCES City of Blane, MN pop. 70,000 City of Belgrade, MT pop.11,075 Michelle Wolfe, City MangerNeil Cardwell, City Manager mwolfe@blainemn.govncardwell@cityofbelgrade.net 763 785 6121406-388-3760 Finance Director - in progressCity Manager Human Resource Director Gunnison County, CO pop. 17,000+Assistant City Manager - in progress Matthew Birnie, County Manager MBirnie@gunnisoncounty.org 970-641-3061 County Manager Chief Financial Officer Asst. County Manager PROFESSIONAL FEE The fee for conducting a City Administratorrecruitment is $16,500. The professional fee covers all consultant and staff time required to conduct the recruitment. Professional fees are billed in three equal installments: at the beginning, halfway, and upon completion of the final interviews. The City will be responsible for reimbursing expenses incurred on the City’s behalf. Expenses include: Websites, job boards and other advertising (approx. $1,600 - 1,900) Direct mail announcements (approx. $1,200 - 1,400) Consultant travel: Mileage at IRS rate and $65 per hour Background checks (approx. $170 per candidate) The City has the right to cancel the search at any time. The City’s only responsibility would be the fees and expenses incurred prior to cancellation. GUARANTEE & WARRANTY Should the selected candidate leave the employment of the City within the first 12 months of appointment, we will, conduct one additional recruitment for the cost of expenses only, if requested to do so within six months of the employee’s departure. If the major elements of the process are followed and a candidate is not chosen, we will repeat the recruitment once with no additional professional fee, the only cost to you would be the expenses. Page 9 of 50 City Administrator Search Proposal LOCAL GOVERNMENT CAOSEARCHES BY GMP CONSULTANTS Association of Washington Clatsop County, OR Franklin County, WA Cities (AWC) County Manager (2) County Administrator Chief Executive Officer City of Colorado Springs, CO City of Gillette, WY City of Arlington, WA Assistant City Manager City Administrator City Administrator City of Connell, WA City of Gladstone, OR City of Bainbridge Island, WA City Administrator(2) City Administrator City Administrator (2) City of Covington, WA Gunnison County, CO City of Battle Ground, WA City Manager (2)County Manager City Manager (2) Assistant County Manager (2) Deputy City Manager Cowlitz 911, WA Executive Director City of Hailey, ID City of Belgrade, MT City Administrator City Manager (2) City of Damascus, OR Assistant City Manager City Manager City of Hermiston, OR City Manager Blaine County, ID Deschutes County, OR County Administrator(2) County Administrator City of Hood River, OR City Manager City of Bothell, WA City of DuPont, WA Deputy City Manager City Administrator Hood River County, OR Assistant City Manager County Administrator City of Duvall, WA CAM-PLEX Multi-Event City Administrator Intercity Transit, WA Facilities (WY) General Manager General Manager Eagle County, CO County Manager Island County, WA City of Canby, OR County Administrator City Administrator East Multnomah Soil & Water Conservation District (OR) ICOM- 911, WA City of Carnation, WA Executive Director Executive Director City Manager (2) eCityGov Alliance (WA) Island Transit (WA) City of Casper, WY Executive Director Executive Director City Manager City of Edgewood, WA City of Issaquah, WA City of Chehalis, WA City Manager (2) City Administrator City Manager (2) Deputy City Administrator (2) City of Ellensburg, WA City of Chelan, WA City Manager Island County City Administrator (3) County Administrator City of Fife, WA Clackamas County, OR City Manager Jefferson County, WA County Administrator County Administrator City of Fircrest, WA City Manager (2) Page 10 of 50 City Administrator Search Proposal City of Kelso, WA City of McMinnville, OR City of Shoreline, WA City Manager City Manager City Manager Deputy City Manager City of Kenmore, WA City of Newcastle, WA City Manager (2) City Manager (2)SNOCOM 911, WA Executive Director City of Ketchum, ID City of Pasco, WA City Administrator City Manager Snohomish County, WA Deputy City ManagerExecutive Director City of Lacey, WA City Manager City of Post Falls, ID Snohomish County PUD (WA) City Administrator Assistant General Manager City of Lake Forest Park, WA City Administrator (3) City of Port Angeles South Sound 911 City Manager Executive Director City of Lake Oswego, OR City Manager City of Port Townsend City of Spokane Valley, WA City Manager City Manager City of Lake Stevens, WA Deputy City Manager (2) City Administrator City of Prosser, WA City Administrator (2) City of Stanwood, WA City of Lakewood, WA City Administrator City Manager City of Puyallup, WA Asst. City Manager City Manager (2) City of Stevenson, WA City Administrator Lane County, OR City of Ridgefield, WA County Administrator City Manager City of Sultan, WA City Administrator (2) City of Leavenworth, WA City of Riverton, WY City Administrator (2) City Administrator Summit County, UT County Manager City of Lebanon, OR City of Sammamish City Manager City Manager City of Sun Valley, ID City Administrator City of Lewiston, ID San Juan County, WA City Manager (2) County Manager City of Sunnyside, WA City Manager Lincoln City, OR City of Scappoose, OR City Manager City Manager City of Thorne Bay, AK City Administrator City of Longview, WA City of Seattle, WA Labor Standards Division City Manager Twin Transit (WA) Director General Manager Fire Chief County of Los Alamos, NM County Administrator City of Vancouver, WA City of Shelton, WA Assistant City Manager City Administrator (2) City of Louisville, CO Management Assistant City Manager City of Walla Walla, WA City Manager City of Lynden, WA City Administrator Page 11 of 50 City Administrator Search Proposal Washington Association of City of West Linn, OR City of Woodinville, WA County Officials City Manager City Manager (2) Executive Director (2) City of Whitefish, MT Woodinville Water District, WA Washington Counties Risk Pool City Manager General Manager Executive Director City of White Salmon, WA City of Woodland, WA Washington School Information City Administrator City Administrator Processing Cooperative - WSIPC City of Wood Village, OR City of Wrangell, AK Executive Director City Administrator Borough Manager Water & Sewer Risk City of Woodburn, OR City of Yakima, WA Management Pool (WA) City Administrator City Manager Executive Director Assistant City Manager WORK SAMPLES: POSITIONPROFILE AND INVITATION TO APPLY LETTER (Attached). Additional samples available at gmphr.com. Page 12 of 50 Page 13 of 50 Page 14 of 50 Page 15 of 50 Page 16 of 50 Page 17 of 50 Page 18 of 50 Page 19 of 50