HomeMy WebLinkAboutR-2011-045 Executive Recruitement Services Agreement with Colin Baenziger and Associates [City Manager Position]RESOLUTION NO. R-2011-45
A RESOLUTION authorizing the Mayor of the City of Yakima to execute a Professional
Services Agreement between the City of Yakima and Colin Baenziger and
Associates for executive recruitment services for the position of City
Manager of the City of Yakima.
WHEREAS, the City Council anticipates the hiring of a new City Manager for the City of
Yakima during 2011 due to the announced retirement of the current City Manager during 2011;
and
WHEREAS, in February 2011, the City sent a request for qualifications requesting a
written proposal to seven executive recruitment consultants; all seven who received the request
responded with a written proposal, and the City Council reviewed the written proposals; and
WHEREAS, at a Special Meeting of the City Council on Tuesday, April 5, 2011, the City
Council interviewed representatives of the three finalists for City Manager recruitment services;
and
WHEREAS, the City Council desires to engage the professional services of Colin
Baenziger and Associates to assist with the recruitment and selection process for the position of
City Manager; and
WHEREAS, Colin Baenziger and Associates is willing to provide recruitment services for
the City Manager position in accordance with the terms and conditions of the proposed
Agreement; and
WHEREAS, the City Council deems it to be in the best interest of the City of Yakima to
authorize execution of an Agreement with Colin Baenziger and Associates; now, therefore,
BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF YAKIMA:
The City Council authorizes the Mayor of the City of Yakima to execute a Professional
Services Agreement with Colin Baenziger and Associates to provide executive recruitment
services for the position of City Manager of the City of Yakima as provided in the Agreement
with Colin Baenziger and Associates. The Mayor is further authorized to negotiate any specific
terms in the proposed Agreement that would be beneficial to the best interests of the City of
Yakima.
ADOPTED BY THE CITY COUNCIL this 5th day of April, 2011.
Micah Cawley, $ ayor
ATTEST:
CONSULTING SERVICES
AGREEMENT
THIS AGREEMENT, effective upon the date last executed below (the "Agreement"), by
and between the CITY OF YAKIMA, a Washington municipal corporation; hereinafter referred
to as the `CITY" and COLIN BAENZIGER & ASSOCIATES, INC., a Florida based sole
proprietorship, hereinafter referred to as the "CONSULTANT."
WITNESSETH:
FOR AND IN CONSIDERATION of the mutual covenants and promises contained
herein, the CITY and the CONSULTANT covenant and agree as tallows:
. General Purpose
The CITY retains CONSULTANT to recruit and recommend qualified candidates for the
position of City Manager (the "Position''), and to fulfill the duties relating to those services as
described herein.
Representations of CONSULTANT
CONSULTANT makes the following representations to the CITY, which the CITY relies
upon in entering into this Agreement:
A. CONSULTANT is a Florida based sole liroprietorship, duly organized,
existing and in good standing and licensed with the power and authority to enter into this
Agreement;
B. The execution, delivery, consummation, and performance under this
Agreement shall not violate or cause CONSULTANT to be in default of any provisions of its
governing documents or rules and regulations or any other agreement to which CONSULTANT .
is a party or constitute a default thereof or cause acceleration of any obligation of
CONSULTANT therein;.
Baenziger-Consulting Services Agreement
Page 1
C. The individuals executina this Agreement and related documents on behalf of
CONSULTANT are duly authorized to take such action, which action shall be, and is. binding on
CONSULTANT;
D. CONSULTANT is ,unaware of any actions, suits or proceedings pending or
threatened against or affecting_ CONSULTANT or its principals in any Court or before or by any
Federal, State, County or Municipal department, council, board, bureau, agency or other
governmental body which would have any material or adverse effect on CONSULTANT's
ability to fully perform its obligations pursuant to this Agreement;
E. CONSULTANT has the ability, skill and resources to complete its
responsibilities as required by this Agreement;
F. The standard of care for all professional services furnished by CONSULTANT
and its agents under this Agreement shall be the skill and care used by professions providing
executive recruitment services on behalf of clients in the state of Washington;
G. The CITY shall be entitled to rely upon the accuracy and completeness of any
information, background checks and investigation supplied by the CONSULTANT or by others
authorized by the CITY and the CONSULTANT under this Agreement.
3. Services Provided by CONSULTANT
During the term of this Agreement, the CONSULTANT shall provide those executive
search services specifically described in this Agreement together with those included in
CONSULTANT'S Statement of Qualifications and Proposal (the "Proposal") attached hereto
and incorporated herein by this reference as Exhibit "A". The Services shall generally include,
but shall not be limited to, the identification of the desired skills, traits and experience for the
Position through interviews with the CITY Council; preparation of a recruitment brochure
acceptable to the CITY Council that contains a profile of both the Position and the CITY;
advertisement of the Position; recruitment for the Position; review and screening of applications;
conduct interviews; provide thorough reference and background checks of candidates selected
for more in-depth review; recommend finalist candidates; coordinate CITY Council interviews
with the finalists; assist designated CITY officials in negotiating an employment agreement with
the selected candidate; and facilitate a session between the new City Manager and the CITY
Council to establish performance goals for the City Manager. These duties shall be performed to
the satisfaction of the City Council.
Baenziger-Consulting Services Agreement
Page 2
4. CONSULTANT's Guarantee
The CONSULTANT warrants and guarantees that any consulting and professional services
perfonned by it shall be performed in accordance with that degree of care and skill 'ordinarily
exercised by members of CONSULTANT's profession. If the CITY is not satisfied with the
candidates identified in the recommended list of finalists, the CONSULTANT will continue
recruitment efforts until the CITY makes a selection. If the selected City Manager leaves the
CITY within the first year of employment for any reason other than an act of God,
CONSULTANT shall repeat the search at no charge or expense to the CITY. If the selected City
Manager leaves the CITY during the second year of employment for any reason other than an act
of God, CONSULTANT shall repeat the search at no cost to the CITY. However, with respect
to a repeated search resulting from a vacancy in the second year, the CITY shall reimburse
CONSULTANT for all reasonable expenses incurred during said repeated search.
CONSULTANT agrees that it shall not approach the selected candidate with any other
employment opportunity for the duration of that individual's employment with the CITY. This
guarantee shall survive the term of this Agreement.
5. Term of Agreement
The tern of this Agreement shall begin upon the date both parties have executed the
Agreement and shall continue for ninety (90) days thereafter or until a City Manager is selected
by the CITY Council, whichever occurs last, unless otherwise extended by the specific Warranty
provisions of Paragraph 4.
6. The CITY's Responsibilities
The Mayor and the CITY Council agree to reasonably cooperate with the
CONSULTANT's request to schedule meetings to provide guidance or direction, review and
comment on a proposed short list of candidates, select a list of finalists, and interview the
finalists on a timely basis and in a professional and legal manner.
The CITY shall be responsible for reimbursing candidates for any reasonable expenses
associated with their travel, meals and necessary incidentals during the interview period upon
appropriate authorization of the CITY Council. Furthermore, the CITY shall provide selected
finalists the current year CITY budget, an organizational chart, the latest completed audit and
management letter, any current strategic and long range plans, a copy of the Yakima City Charter
Baenziger-Consulting Services Agreement
Page 3
and any other materials defining the role and duties of the City Manager together with any
evaluations of the organization completed in the last year.
CITY further agrees to provide CONSULTANT with access to video or audio tapes of all
meetings of the City Council during the term of this Agreement. CONSULTANT shall provide
candidates' permission for, and CITY shall order, NC IC criminal background investigations on
finalist candidates as a supplement to background investigations conducted by CONSULTANT.
7. Compensation to CONSULTANT
The CITY agrees to compensate the CONSULTANT in the amount not to exceed Twenty
Three Thousand Five Hundred Dollars ($23.500.00) for all professional services and expenses
associated with CONSULTANT's services, as specifically described in Paragraph 3 and Exhibit
"A" of this Agreement, that have been accepted by the CITY. Payments to the CONSULTANT
shall be made at the successful completion of each phase of the search in accordance with the
following schedule:
A. Phase I: Need Analysis / Information Gathering $3,000.00
B. Phase II: Recruiting $6,500.00
C. Phase IL: Screening S10,000.00
D. Phase IV: Interview Coordination and Manager Selection .$2,000.00
E. Phase V: Negotiation, Warranty & Continuing Assistance $2,000.00
8. Termination of Agreement
A. Without Cause. Either party may terminate this Agreement without cause by
giving ten (10) business days' written notice thereof to the other party. Notice shall be
considered issued within seventy-two (72) hours of mailing by certified mail to the address of the
other party as set forth in this Agreement. Should either party terminate this Agreement without
cause, the CITY shall only be obligated to pay the CONSULTANT for those services
satisfactorily completed as of the date of termination.
B. Termination for Breach. Either party may terminate this Agreement upon THE
breach by the other party of any material provision of this Agreement, provided such breach
continues for fifteen (15) days after receipt by the breaching party of written notice of such
breach from the non -breaching party, thereby affording the breaching party a reasonable
opportunity for consultation and for cure with the terminating party before termination. Notice
Baenziger-Consulting Services Agreement
Page 4
shall he considered issued within seventy-two (72) hours of mailing by certified mail to the
address of the other party as set forth in this Agreement. Should either party terminate this
Agreement for breach, the CITY shall only be obligated to pay the CONSULTANT for those
services satisfactorily completed as of the date of termination.
9. Additional Services
In the event that the CITY elects to have the CONSULTANT provide additional services
not enumerated in this Agreement or the CONSULTANT's Statement of Qualifications and
Proposal, attached hereto and incorporated herein, such as conducting skill assessment exercises
to be used in the final selection process and for the CONSULTANT's evaluation of the City
Manager candidates' performance on those exercises, additional fees for those services shall be
agreed upon between the Cityand the CONSULTANT in advance and in writing.
10. Independent Contractor
It is expressly agreed that CONSULTANT's performance of all work, services,
and activities under this Agreement, is and shall be as an independent contractor and not an
employee, agent, principal or servant of the CITY. Nothing in this Agreement shall be construed
to create a partnership or joint venture relationship between the CITY and CONSULTANT. All
persons engaged in any work, service or activity performed pursuant to this Agreement shall at
all times and in all places be subject to CONSULTANT's sole direction, supervision and control.
CONSULTANT acknowledges that it shall have no authority to bind the CITY to any
contractual or other obligation whatsoever.
11. Indemnification
The CONSULTANT agrees to defend, indemnify, and hold harmless the CITY, its
elected officials, officers, agents and employees against any loss, damage or expense (including
all costs and reasonable attorneys' fees and appellate attorneys' fees) suffered by CITY from (a)
any claim, demand, judgment, decree, or cause of action of any kind or nature arising out of any
error, omission, or negligent act of CONSULTANT, its agents, servants, or employees, in the
performance of services under this Agreement, (b) any breach or misconduct by the
CONSULTANT under this Agreement, (c) any inaccuracy in or breach of any of the
representations, warranties or covenants made by the CONSULTANT during the performance of
this Agreement, (d) any claims, suits, actions, damages or causes of action arising during the
term of this Agreement for any personal injury, loss of life or damage to property sustained by
Baenziger-Consulting Services Agreement
Page 5
reason or as a result of CONSULTANT's or CONSULTANT's agents, servants or employees
performance of this Agreement. Such obligation to defend, indemnify and hold harmless shall
continue notwithstanding any negligence or comparative negligence on the part of the CITY
relating to such loss or damage and shall include all costs, expenses and liabilities incurred by
the CITY in connection with any such claim, suit, -action or cause of action, including the
investigation thereof and the defense of any action or proceeding brought thereon and any order,
judgment or decree which may be entered in any such action or proceeding as a result thereof.
CONSULTANT acknowledges and agrees that CITY would not enter into this Agreement
without this indemnification .of CITY by CONSULTANT, and that CITY's entering into this
Agreement shall constitute good and sufficient consideration for this indemnification. These
provisions shall survive the expiration or earlier termination of this Agreement. Nothing in this
Agreement shall be construed to affect in any way the CITY`s rights, privileges, and immunities
as set forth in Washington Statutes.
1 ?. Nondiscrimination:
During the performance of this Agreement, CONSULTANT shall not
discriminate in violation of any applicable federal, state and/or local law or regulation on the
basis of age, sex, race, creed, religion, color, national origin, marital status, disability, honorably
discharged veteran or military status, pregnancy, sexual orientation and any other classification
protected under federal, state, or local law. This provision shall include but not be limited to the
following: employment, upgrading, demotion, transfer, recruitment, advertising, layoff or
termination, rates of pay or other forms of compensation, selection for training and the provision
of services under this Agreement.
1 3. .Confidentiality
A. All information communicated to CONSULTANT by the CITY during the
term of this Agreement and the material created by CONSULTANT for the CITY under this
Agreement shall be received and maintained in confidence by CONSULTANT and will be used
only to provide services to the CITY under this Agreement. No such information or material
may be disclosed by CONSULTANT without the prior written consent of the CITY. The
provisions of this Section will not apply to information or material which is (a) considered a part
of the public record and is not exempt from disclosure under established law; (b) is authorized in
writing to be disclosed by the CITY; (c) generally is available as part of the public domain prior
Baenziger-Consulting Services Agreement
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to disclosure by the CITY, or becomes so available through no fault of CONSULTANT: or (d) is
independently developed by CONSULTANT or is received by CONSULTANT from a third
party with no breach of any duty owed by the third party to the CITY.
B. Certain intormation and/or data gathered by CONSULTANT may be
provided by identifiable individual employees of the CITY or by other identifiable individuals.
In the interest of information accuracy and data quality, such individual information and the
identities of those persons providing the same shall be held confidential and will not be provided
to any parties outside of the CONSULTANT, including to CITY.
14. General Conditions
A. This Agreement, together with the attached and incorporated Exhibit "A".
contains the entire understanding between the parties hereto with respect to the mattes covered in
the Agreement. No other agreements, representation, warranties or other matters, oral or written,
shall be deemed to bind the parties hereto with respect to the subject matter of this Agreement. .
B. This Agreement shall be construed in accordance with the laws of the State of
Washington and any litigation arising from this Agreement shall be filed and litigated in Yakima
County, Washington. The parties hereby waive any right to a trial by jury in any litigation
arising from this Agreement.
C. The parties shall strive to resolve all conflicts through negotiation in good
faith as the preferred approach to dispute resolution and may consider mediation, or another form
of dispute resolution, as a supplement or alternative to litigation where mutually agreed to by the
parties in writing.
D. All notices required in this Agreement shall be sent by certified mail, return
receipt requested, and shall be mailed to:
CITY
Richard Zais, City Manager
City of Yakima
200 South Third Street
Yakima, WA 98901-2830
Baenziger-Consulting Services Agreement
Page 7
With a copy to:
CONSULTANT
City Attorney
Mr. Jeffrey R. Cutter. Esq.
City Attorney
City of Yakima Legal Department
200 South Third Street — Second Floor
Yakima. WA 98901-2830
Colin Baenziger
12970 Dartford Trail, Suite 8
Wellington, FL 33414
Notice shall be considered issued and effective upon receipt thereof by the
addressee -party, or seventy-two hours after mailing by certified mail to the place of business set
forth above, whichever is earlier.
E. This Agreement may not be assigned by either party without the prior written
Consent of the other party.
F. CONSULTANT shall be required to record and keep complete and accurate
records and accounts related to the services rendered pursuant to this Agreement and for any
expenses identified herein for which CONSULTANT requests reimbursement. All such books
and records shall be available at reasonable times for examination by the CITY and/or its
designee and shall be kept and maintained after completion of all the services to be performed
under this Agreement for a minimum of three (3) years and as required by applicable laws
thereafter.
G. In the event of a conflict between the provisions of this Agreement and the
provisions of the Proposal, the provisions of this Agreement shall prevail.
H. A waiver by either party hereto of a breach by the other party hereto of any
covenant or condition of this Agreement shall not impair the right of the party not in default to
avail itself of any subsequent breach thereof. Leniency, delay or failure of either party to insist
upon strict performance of any agreement, covenant or condition of this Agreement, or to
exercise any right herein given in any one or more instances, shall not be construed as a waiver
or relinquishment of any such agreement, covenant, condition or right.
Baenziger-Consulting Services Agreement
Page 8
1 5. Insurance
It is understood the CITY does not maintain Iiability insurance for -
CONSULTANT or its officers, directors, agents and employees.
A. Professional Liability Insurance. On or before the date this Agreement is
• fully executed by the parties, the CONSULTANT shall provide the CITY with a certificate of
insurance as evidence of professional liability coverage with a limit of at least One Million
Dollars (51,000,000.00) for each claim and an annual aggregate limit of at least One Million
Dollars (S1,000,000.00). The certificate shall clearly state who the provider is, the amount of
coverage, the policy number, and when the policy and provisions provided are in effect. The
insurance shall be with an insurance company rated A-V1I or higher in Bests Guide. If the
policy is on a claim made basis, the retroactive date of the insurance policy shall be on or before
the date this contract is executed by both parties hereto, or shall provide full prior acts coverage.
The insurance coverage or substantially identical coverage sufficient to fully satisfy these
requirements shall remain in effect during the tens of this Agreement and for a minimum of
three (3) years following the termination of this Agreement.
B. Commercial Liability Insurance. On or before the date this Agreement is
fully executed by the parties, the CONSULTANT shall provide the CITY with a certificate of
insurance as proof of commercial liability insurance with a minimum liability limit of One
Million Dollars (51,000,000.00) per occurrence/aggregate limit bodily injury and property
damage. The certificate shall clearly state who the provider is, the amount of coverage, the
policy number, and when the policy and provisions provided are in effect. Said policy shall be in
effect for the duration of this Agreement. The policy shall name the CITY, its officials, officers,
agents, and employees as additional insured as to this project only and shall contain a clause that
the insurer will not cancel or reduce in limits the insurance without first giving the CITY thirty
(30) calendar days' prior written notice. The insurance shall be with an insurance company or a
company rated A -VII or higher in Best's Guide and admitted in the State of Washington.
C. Commercial Automobile Liability Insurance. On or before the date this
Agreement is fully executed by the parties, the CONSULTANT shall provide the CITY with a
certificate of insurance as proof of commercial automobile liability insurance with a minimum
Baenziger-Consulting Services Agreement
Page 9
liability limit of One Million Dollars (S ,000,000.00) per occurrence/aggregate limit bodily
injury and property damage. The certificate shall clearly state who the provider is. the amount of
coverage, the policy number, and when the policy and provisions provided are in effect. Said
policy shall be in effect for the duration of this Agreement. The policy shall name the CITY, its
officials, officers, agents, and employees as additional insured as to this project only and shall
contain a clause that the insurer will not cancel or reduce in Iimits the insurance without first
giving the CITY thirty (30) calendar days' prior written notice. The insurance shall be with an
insurance company or a company rated A -VII or higher in Best's Guide and admitted in the State
of Washington.
D. Insurance Provided by Subcontractors. The CONSULTANT shall ensure
that all subcontractors it utilizes for work/services required under this Agreement shall comply
with all of the above insurance requirements.
(The rest of this page was intentionally left blank)
Baenziger-Consulting Services Agreement
Page 10
IN WITNESS WHEREOF, the CITY OF YAKIMA and CONSULTANT have caused this
Agreement to be signed and executed, in duplicate, to take effect on the date last executed below.
"CITY":
Witnesses:
Attest:
Deborah Kloster, City Clerk
CITY OF YAKINIA
Micah Cawley, Mayor
Date: 4'l5`/1
Approved for form and legal sufficiency by:
CITY CONTRAC f NO �&OJJ 3 7'
RESOLUTION NO: /� `22JJ ' I.
Baenziger-Consulting Services Agreement
Page 11
"CONSULTANT":
Witnesses:
6157", OtTe-t-tit
Colin Baenziger and Associates
B
Colin Baenziger
Owner and P -inJi
a
Date: `7 q
Baenziger-Consulting Services Agreement
Page 12
STATEMENT OF QUALIFICATIONS AND PROPOSAL
from
COLIN BAENZIGER & ASSOCIATES
CITY OF YAKIMA, WA
PROPOSAL TO PROVIDE
EXECUTIVE RECRUITMENT SERVICES - CITY MANAGER
Colin Baenziger & Associates
Contact Persons: Colin Baenziger, (561) 707-3537
12970 Dartford Trail • Suite 8
Wellington, FL 33414
e-mail: colin(cb-asso.com
...Visit Our Website at: www.cb-asso.com
EXECUTIVE RECRUITMENT SERVICES
TABLE OF CONTENTS
PAGE
LETTER OF TRANSMITTAL 1
I. PROFILE OF THE FIRM 3
The Firm
Our Services
Litigation
Drug Free Work Place
Insurance
Completion within Budget Limitation
Completion within Project Schedule Time Frame
Organizational Structure
II. WHAT SETS COLIN BAENZIGER & ASSOCIATES
Experience and Approach
Results
III. SEARCH METHODOLOGY — THE DETAILS
Detailed Search Methodology
Samples of Promotional Materials
The City's Obligations
8
11
IV. PROPOSED PROJECT SCHEDULE 19
V. FEE & WARRANTY 21
VI. PROJECT STAFFING 23
VII. REFERENCES 29
APPENDIX A: SEARCHES BY THE STAFF AT COLIN BAENZIGER & ASSOCIATES A-1
APPENDIX B: ST. JOHNS COUNTY RESOLUTION THANKING CB&A B-1
COLIN BAENZIGERO ASSOCIATES
EXECUTIVE RECRUITING
February 23, 2011
The Honorable Mayor Micah Cawley, Assistant Mayor Kathy Coffey, Council Members
Maureen Adkison, Dave Edler, Rick Ensey, Dave Ettl and Bill Lover
c/o Mr. Jeffrey R. Cutter, Esq.
City Attorney
City of Yakima Legal Department
200 South Third Street — Second Floor
Yakima, WA 98901-2830
Dear Mayor Cawley, Assistant Mayor Coffey and Council Members Adkison, Edler, Ensey,
Ettl and Lover:
Colin Baenziger & Associates (CB&A) thanks you for the opportunity to submit a proposal to
assist you in finding your next City Manager.
CB&A is a national recruiting firm with clients from Florida to Alaska and Maine to California.
We pride ourselves on providing not just high quality results, but equally important, we provide
a great deal of personal attention to each of our local government clients. To conduct a proper
recruitment, we feel the project manager must do more than just drop by occasionally. He/she
must get to know the appropriate government officials personally and the community firsthand.
That takes time and effort, but it is the only way to ensure the candidates we recommend are well
qualified and a good fit for your community. As a result, we only take a few clients at a time and
focus on getting the job done properly.
0 While selecting key personnel is never easy, CB&A has developed a process that has been tested
nationwide and found to be extremely effective. Not only do we offer unparalleled service at a
reasonable price, we focus on finding just the right people for your organization. We say people,
and not person, because our goal is to bring you five finalists who are so good that you will have
a difficult time choosing among them. The proof is in the fact that five of our local government
clients have passed resolutions thanking us for our outstanding efforts in finding their key staff.
We do not know how often you have passed a resolution thanking a consulting firm for its
efforts, but we have rarely seen it happen. Our goal, in fact, would be for you to be our next
client to pass such a resolution.
DULUTH, GA LAMAR, CO RHINELANDER, WI WELLINGTON, FL
Letter to Yakima, WA, February 23, 2011 Page 2
Some of our recent searches include City Managers for Fife, WA, Coral Gables, FL, Greensboro,
NC, and Roanoke, VA. Our current searches include the Borough Manager for Matanuska-
Susitna Borough, Alaska (essentially a county the size of the State of West Virginia), City
Managers for Albany, GA, Chamblee, GA North Port, FL, Portland, ME, and Sunny Isles Beach,
FL, the Executive Director for Lakewood Ranch Inter -District Authority in Lakewood Ranch,
FL, and the Economic Development Director for St. Johns County, FL.
For this project, we are proposing to use Colin Baenziger as the project manager along with
David Collier and Tom Andrews. Mr. Baenziger is the firm's principal and owner, but has also
served as a City Manager and performed over 100 local government recruitments. Mr. Andrews
has assisted with over 30 searches and has served as the County Manager for Fulton County, GA,
and the Chief Administrative Officer for Anne Arundel County, MD. Mr. Collier has assisted
with over 30 searches and served as a County Manager in Florida, Michigan and Kansas as well
as a City Manager in Florida.
We look forward to formally presenting our credentials and working with you in the near future.
If you have any questions, please feel free to contact me at (561) 707-3537.
Sincerely,
Colin Baenziger
Principal
... Serving Our Clients with a Personal Touch
COLIN BAENZIGER & ASSOCIATES
The Firm, Its Philosophy & Its Experience
Established in 1997, Colin Baenziger & Associates (CB&A) is a nationally recognized executive
recruiting firm owned and operated by Colin Baenziger. We are headquartered in Palm Beach
County, FL, with offices in Lamar, CO, Duluth, GA and Rhinelander, WI. Although our primary
focus is executive search, we are also often involved in operational reviews of governmental
operations. Many of our consultants live and work in other areas of the state and the country,
converging on the location where the client's needs exist. We develop an operational plan prior
to arrival, and our team of experts quickly studies the issues, identifies problems and
opportunities, performs the necessary analysis, prepares reports and action plans, and completes
the assignment swiftly. The client receives prompt, professional service, and its needs are
effectively addressed. We are available for follow-up work, but our goal is to perform the
assignment in such a way that existing staff can implement the action plans without additional
outside assistance.
Colin Baenziger & Associates' outstanding reputation is derived from our commitment to
quality. Our work is not done until you are satisfied. That means we go the extra mile and, at
times, expend more effort and energy than originally anticipated in our fee or in our action plan.
We accept these situations as part of our business because we firmly believe that when a contract
is signed, we have an obligation to fulfill its requirements with excellence and within the
budgeted amount.
Since 2002, we have focused on executive search for local governments. During that period we
have conducted searches and/or other work for clients in thirteen states. Since beginning its
search practice in 1998, the staff at CB&A has performed over 100 City / County / Special
District Manager searches and approximately 200 local government searches overall. The basic
approach we have presented in Section III is the approach we have used in every one of our
searches. It has, of course, been refined over the years.
Our Services:
Human Resources
Executive Search
Background Checks
Position Descriptions/Classification Studies
Compensation Studies
Personnel Policies/Procedures Reviews
Employee Handbooks
Additional Services
Preparing Grant Applications
Grant Monitoring Systems and Controls
Start-up Assistance to New Cities
-3-
Operational Reviews
Performance Improvement
Contract Compliance Reviews
Project Management
Performance Measurement Systems
Standard Operating Procedures Manuals
Staffing Assessments
Planning
Strategic Planning
Operational Planning
Project Planning
COLIN BAENZIGER & ASSOCIATES
Technical Capabilities and Organizational Structure
Colin Baenziger & Associates has developed its business model over the past 13 years. The model
has proven to be extremely effective in every state we have worked in and for every type of
position. In fact we are often called when a government has a particularly difficult position to fill or
where one of our competitors has failed. Overall, we utilize approximately 18 people. Most staff
members are independent contractors and are given assignments on a task order basis.
Consequently we can pay well while having a great deal of flexibility without the overhead of many
firms. In addition to Mr. Baenziger, other senior staff members are former City and/or County
Managers or elected officials who understand the business and its intricacies. As a result, we
understand both perspectives and have been very successful in identifying the right candidates for
our clients. CB&A's other staff are all competent researchers and writers and have been with us for
a long time.
Colin Baenziger
Owner & Principal
Paul Wilson
Senior Editor
Tom Andrews
Senior Vice President
Ron Stock
Senior Vice President
Tom Freijo
Senior Vice President
Kathyrn Knutson
V P - Operations
David Collier
Senior Vice President
Mery Timberlake
VP — Financial Recruiting
Internet Specialists (2)
Senior Research Associates
(8)
Administrative Assistants
(2)
-4-
COLIN BAENZIGER & ASSOCIATES
Completion of Projects within Budget
Colin Baenziger & Associates is proud of its record of completing searches within budget. When we
quote a price to the client, that price is what the client will pay, no matter how difficult the search is or
what unforeseen circumstances may develop. We have never asked a search client for additional fees,
even when we were entitled to do so.
Completion of Project on Schedule
Since Colin Baenziger & Associates has been performing recruitments, it has a remarkable record of
achievement in meeting our project schedules. In fact CB&A has never missed a project milestone.
0 However, the executive search business involves people, and people are not always predictable. For
example, when Monroe County and its first choice for county manager could not reach agreement on
contract terms, we repeated the search. We did not miss a project milestone, but the search took five
months instead of three.
Retention Rate
Colin Baenziger & Associates has conducted over 100 searches for City and County Managers around the
country. Two thirds of the city managers we have placed since 2000 are still working for the city where
we placed them.
Diversity
CB&A is widely recognized for its ability to find and attract women and minorities for the positions we
recruit for. Typically, 30 to 40% of the finalists who interview for City and County Manager jobs are
minorities and/or women.
Litigation
Colin Baenziger & Associates has never been involved in any litigation, except to testify as an expert
witness on behalf of one of the parties. Our performance has never been questioned and our clients
have never been involved in any legal action as a result of our work.
Drug -Free Workplace Certification
Colin Baenziger & Associates complies with the provisions of Drug -Free Workplace laws and informs
all its employees and subcontractors that it is a drug-free workplace. These individuals are made
aware of the dangers of drug abuse, the firm's policies concerning drug abuse, available counseling,
and the sanctions CB&A may impose if the employees use drugs in the workplace. As a condition of
employment, either as an employee or as a subcontractor, our personnel must abide by our policy and
must notify us of any conviction or pleas of nolo contendere to drug charges.
-5-
COLIN BAENZIGER & ASSOCIATES
Insurance
To protect our clients, Colin Baenziger & Associates maintains the following insurance coverages: (1)
general liability insurance of $1 million combined single limit per occurrence for bodily injury, personal
injury and property damages, (2) automobile liability insurance of $1 million per accident, and (3)
professional liability insurance of $1 million per occurrence. As a small firm, with less than five
employees, we are not normally subject to the requirements for workers compensation and employer
liability insurance. If required by the client, and if it is available to us, we will obtain these two coverages
prior to contract execution.
-6-
Some of CB&A's Clients...
City of Coral Gables, FL
City Manager
Union County, NC
County Manager
-7-
City of Fife, WA
City Manager
Loudoun County, VA
Director — Economic
Development
II. What Sets Colin Baenziger & Associates Apart
Since 1997, Colin Baenziger & Associates (CB&A) has developed an extensive municipal
practice. The key element is executive search and our first client was the City of Lauderdale
Lakes, FL, in 1998. Briefly, we believe that the Authority would be wise to select us because:
Experience and Approach
• We recruit nationally and know many of the country's local government professionals
personally. We have an extraordinary talent for determining who will fit well (and who
will not) in the particular situation.
• Our lead recruiter is Colin Baenziger. He has served as the Village Manager for
Wellington, FL, as well as an elected board member for a master homeowners association
composed of 22,000 residents. He can thus relate to both appointed and elected officials
and speaks their language. Dave Collier has served as a City and County Manager in
Florida, Kansas and Michigan. Tom Andrews is the former County Manager for Fulton
County, GA, and Ann Arundel County, MD.
• CB&A knows many of the country's professional managers personally. We have an
extraordinary talent for determining who fits well in which situation and who does not.
• We tailor our approach to the community. Once we fully understand the elected body,
the community and the issues, we aggressively seek the candidates who are right for you.
• We can move quickly. Utilizing a true executive search approach, as we did in
Manalapan, we can have a short list of candidates within two to four weeks.
• The caliber of our work is better. Because we have not conducted hundreds of searches
and we depend on word of mouth advertising, our reputation is critical to us.
• We continue to work with you after the position is filled. If issues arise six or twelve
months later between the employee and employer, we will assist the parties in working
through them at no additional charge.
• We are less costly, and not because we do less. In fact, we do much more than our
competitors. We have focused our efforts on minimizing our overhead. We simply do
not have the expenses other firms do, and we can pass the savings on to you.
• We are very adept at working with the electronic and print media. Should the City wish,
we are very comfortable serving as its media spokesperson for the search.
• Finally, although we move quickly, we do not rush the process. We carefully evaluate
every potential candidate, scrutinize their background information and make sound
recommendations to the client.
-8-
IL What Sets Colin Baenziger & Associates Apart (continued)
Results:
On the preceding page, we outlined what sets us apart. The proof, however, is in the results we
have achieved. Specifically:
• Our clients are extremely satisfied with our work. In fact five of them have passed
resolutions thanking us for our extraordinary efforts recruiting their managers.
• No matter how complicated the search became or what unforeseen circumstances arose,
we have never asked a client for additional monies beyond the fee we initially quoted.
• Every one of our searches has ended in a successful placement.
• Two thirds of the City Managers CB&A has placed since 2000 are still working for the City
where we placed them.
• We have become recognized as a leader in municipal recruiting, and we are frequently
called upon to speak at the conferences of the league of cities, the local city and county
management associations and the other professional bodies.
Warranty:
Colin Baenziger & Associates offers the best warranty in the industry. We can offer it because
we have confidence in our work. Specifically, provided the City selects from among the
candidates we recommend, we warrant the following:
1) We will not approach the selected candidate for any other position as long as the
individual is employed by the City.
2) If the City Manager leaves for any reason other than an act of God within the first year,
CB&A will repeat the search at no charge. If the selected candidate leaves during the
second year — again, for any reason other than an act of God - we will repeat the search
for the cost of our expenses only.
3) If the City is not satisfied with any of the candidates presented, CB&A will repeat the
search until you are satisfied.
4) Our price is guaranteed and will not be exceeded for any reason, even if the conditions
under which this contract is issued changes.
Summary:
Colin Baenziger & Associates is the firm you should select to conduct your search because we
are knowledgeable and effective while also being less costly. We are extremely adept at
determining who is a good fit for your organization and will find the best person to serve as your
City Manager for the long term. Further, we complete our work on time and on budget.
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Additional CB&A Clients...
City of Greensboro, NC
City Manager
City of Chandler, AZ
Public Works Director
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Fulton County, GA
Personnel Director
Director of Registrations &
Elections
Polk County, L4
County Administrator
III. Search Meth odology/Work Plan
The following search methodology has been refined over the past 10 years until is it is virtually
foolproof. It is the process we have used in all of our searches. We can also modify it to
integrate your ideas into the process. Our goal is to provide you with the opportunity to obtain
the information you need to make the right decision.
Phase I: Information Gathering
Task One: Needs Assessment
An important part of the recruiter's work is selling the community to the very best candidates
(including those that are not actively looking for the next job) while also providing an accurate
portrayal of the environment. In order to accomplish this, CB&A must first determine the needs
of the client and the characteristics of the ideal candidate. To do so, we:
• Compile background information from the jurisdiction's website and other sources,
• Interview the Council Members. Our goal is to develop a strong sense of your
community, its expectations, its challenges and its leadership. As part of this effort, we
will attend a City Council meeting,
• Meet with key staff to obtain their input on the position and challenges,
• Determine the characteristics of the ideal candidate. These will likely include experience,
longevity, education, personality, demeanor, and achievements as well as other items the
elected officials and stakeholders consider important,
• Develop selection criteria and evaluation formats,
• Determine a reasonable compensation package.
Typically, we meet with the elected officials individually and then as a group. We also want to
finalize the timeline for the recruitment so that candidates can mark their calendars well in
advance and will be available when the City Council conducts its interviews.
If the City Council wishes, we will incorporate meetings with members of the community to
gather their insights. These can be very valuable as they provide additional points of view and a
better understanding of the elements of the community. In a sense, they help us develop an
understanding of the community's tapestry.
As part of this Task, we will evaluate the current job description and salary and benefit package.
We will use data from the Association of Washington Cities' annual survey as a starting point
and augment it as necessary.
-11-
III. Search Methodology/Work Plan (continued)
Phase II: Recruitment
Task Two: Develop Recruitment Materials
Based on the information we gather, CB&A will next develop a comprehensive recruitment
profile. Once we have completed our work, we will provide our draft for your review and
comment. Your suggestions will be incorporated, and the final recruitment profile will be used
in our recruiting efforts. Samples of our work can be found on our firm's website under the
"Active Recruitments" tab. More elaborate promotional materials can also be found at:
hltp://www.cb-asso.com/s r.html.
Task Three: Recruit Candidates
CB&A uses a number of approaches to identify and attract the right people for your jurisdiction.
We say people, and not person, because our goal is to bring you three to five excellent finalists,
all of whom will do the job extraordinarily well and who are so good that you will have a
difficult time choosing among them. Then you can select the one who is the best fit with you
and your community. These approaches are:
• Networking. The best approach is diligent outreach. We will network with our
colleagues and consult our data base. As we identify outstanding candidates (many of
whom are not in the market), we will approach them and request that they apply. Many
excellent candidates are reluctant to respond to advertisements because doing so may
alienate their current employers. When we approach them, their credentials are enhanced
rather than diminished.
• Advertising. While we will seek out the best, we will not ignore the trade press which
sometimes yields strong candidates. We intend to contact the members of organizations
such as the International City/County Management Association, Association of
Washington Cities, Washington City/County Management Association, League of
Oregon Cities and so on. We will also post it on our Website, www.cb-asso.com. We
generally do not use newspapers or generic websites because while they produce large
numbers of applications, they generally do not produce the type of candidates we are
seeking.
• Email. We will also e-mail the recruitment profile to our list of over 7,000 managers and
professionals who are interested in local government management. One of the
advantages of email is that if the recipient is not interested, he/she can easily forward the
recruitment profile to someone else who may be.
The Private Sector. Some of our clients ask that private sector candidates be included among
our recommended finalists. While we do not routinely recommend candidates without any
experience in government, we have been very successful in finding highly qualified and capable
private sector people to bring forward.
-12
III. Search Methodology/Work Plan (continued)
Phase III: Screening and Finalist Selection
Task Four: Evaluate the Candidates
Based on our most recent recruiting efforts, we anticipate receiving resumes from 60 to 100
applicants. Narrowing the field to six to ten candidates we will present for the Council requires a
mixture of in-depth research and subjective evaluation. Our process follows.
Step One. Initial Screening. CB&A will evaluate all resumes and identify the top 10 to
15 candidates. Some of these may be in-house candidates or individuals who have held
high level positions in other governments but who have never been the manager. Often
these people simply need the opportunity. Using a football analogy, Vince Lombardi
was an assistant coach with the New York Giants prior to being hired by the Green Bay
Packers. Hence, we do not believe we should only consider those who have already held
the position we are recruiting for.
Step Two. Screening Interview. Our lead recruiter, and possibly other senior
representatives of the firm, will interview each of these candidates. Using our experience
as managers and recruiters as well as our unique ability to assess candidates, we will
make a determination of the candidates' abilities and whether or not to recommend they
go forward in the process. Once the candidates have passed the initial screening
interview, a member of our staff will conduct a further interview and prepare a written
summary.
Step Three. Background Investigations. For those that remain in consideration, CB&A
will conduct extensive background checks. Specifically, we will:
• Interview References: We tell the candidate with whom we wish to speak.
These include current and former elected officials, the municipal attorney, the
external auditor, staff members, peers, news media representatives, the director of
the local chamber of commerce, community activists, and others who know the
candidate. We also attempt to contact some individuals who are not on the
candidate's list. Typically we reach eight to ten people and prepare a written
summary of each conversation.
• Conduct Background Checks. Through our third party vendor, American
DataBank, we will conduct the following checks: criminal records at the county,
state and national level; civil records at the county and federal level; bankruptcy
and credit; and motor vehicle. We also verify education and employment for the
past 15 years.
-13-
III. Search Methodology/Work Plan (continued)
• Search the Internet and Newspaper Archives. Virtually every local
newspaper has an archive that provides stories about perspective candidates, the
issues they have dealt with, how they resolved them and the results. These
articles also provide insight into the candidate's relationship with the public and
the elected officials. Of course, not all news sources are unbiased and we
consider that in our evaluation.
Our goal in these checks is to develop a clear picture of each candidate and each of the avenues
we pursue is a piece of the puzzle. We crosscheck sources, search for discrepancies and resolve
them when we find them. When sensitive or potentially embarrassing items are discovered, they
are thoroughly researched. If we conclude the situation is damaging or even questionable, the
candidate will be dropped from further consideration.
Note: We firmly believe that all background work we have outlined above should
be completed early in the process. That way the client knows the individuals to
be interviewed are all top performers and do not have anything embarrassing in
their pasts that might come to light after selection. It also means that once our
client has made a selection, it can move forward promptly, negotiate a contract
and make an announcement.
Task Five: Semi -Finalist Selection and Presentation.
We evaluate the information we have gathered and select six to ten candidates for presentation to
the Council. It should be noted that selecting strong candidates is more an art than a science.
While we consider standard ranking factors and the elements of the job, ultimately the most
important factor is who we believe will be a good fit with the elected officials, stakeholders and
the jurisdiction. Typically 40% of our finalists are women and/or minorities.
For the selected candidates, CB&A will compile the information we have developed into a
notebook. Specifically, it will include the following information for each candidate: his/her
resume, a summary of our interviews with the candidate, the results of our background checks,
his/her reference checks, and our compilation of materials from Internet/newspaper archives.
The notebook will also include some advice on interviewing, a series of questions the elected
officials may wish to ask (as well as some areas that it is not wise to get into) and some logistical
information.
If you wish, we can also ask the semi-finalists or finalists to provide written responses to a list of
questions. We do not recommend this approach. While these responses can offer insight, the
best candidates are often employed and very busy. They either do not have time to develop
detailed responses to questions or do not wish to and withdraw from the process. Consequently,
we have found asking candidates for written responses to questions to be counterproductive.
Instead, as noted above, we conduct interviews with the candidate, ask the questions, prepare
summaries and include them in the background notebooks. It is much easier for a candidate to
find 45 minutes to talk to our staff than to find 10 or so hours developing written answers to
questions.
-14-
III. Search Methodology/Work Plan (continued)
Task Six: Finalist Selection
Approximately a week after the Council has received the candidate materials, CB&A will meet
with the elected officials to discuss our findings and to further narrow the field. The goal is for
the Council to select four to six candidates to interview.
Task Seven: Notify All Candidates of Their Status
We will notify the selected candidates by telephone and give them the opportunity to ask
additional questions. CB&A will also contact those not selected to advise them of their status.
Part of the notification will include advice concerning the candidates' resume and/or cover letter
so that, even though they were not selected to go forward, they will have gained something
valuable from participating in the process.
Phase IV: Coordinate the Interview Process and City Manager Selection
Task Eight: Coordinate the Candidate Assessment Process
We believe the Council should observe the finalists in a number of settings. We also recommend
you invite the finalists' spouses so they can spend time in your community and evaluate the new
area.
Day #1. The finalists are given a tour of the community and its facilities by a
knowledgeable staff member. Later, senior staff members meet briefly with the
candidates. This provides an opportunity for the finalists to ask questions and the senior
staff to assess them.
Later, that evening, the elected officials and their spouses host a reception for the
candidates and spouses. The purpose is to observe how the finalists respond to a social
situation. Your next City Manager will, after all, represent your local government in
numerous and a variety of venues. It is thus important to know how the individual will
respond in a social setting. The reception also serves as an ice breaker whereby the
elected officials and the candidates get to know one another informally. It should be
noted that in some cases, confidentiality may preclude a reception.
Day #2: Beginning at approximately 8:30 a.m., each candidate interviews individually
with each elected official for approximately 40 minutes. These meetings provide the
elected officials with an opportunity to assess how the candidates might interact with
them on an individual basis. It is important to know if good chemistry exists. Ultimately
managers succeed and fail based on their interaction with the elected officials and the
one -on -ones are an excellent way to test this interaction.
After lunch, the elected officials as a group, would interview each candidate so that they
can assess the candidates in a formal meeting.
-15-
III. Search Methodology/Work Plan (continued)
Formal Assessment Tools and Tests. Formal assessment tools (such as personality tests and
management in -basket exercises) can be utilized either at this stage or earlier in the process if
you desire. Typically our clients do not utilize them but rather depend on our expertise. Where
such tests have been conducted, they have verified our recommendation in every case.
Nonetheless, we will make them available at an additional cost should you wish to use them.
Task Nine: Debriefing and Selection
Once the interviews have concluded, CB&A suggests the elected officials adjourn and hold a
meeting a day or two later to select the next City Manager. Although the selection can be made
the same day as the interviews, this decision is quite important and we recommend you take a
little time to consider what you have seen and heard.
In terms of the final selection, we have a simple methodology we have developed that moves the
elected body quickly and rationally to the desired outcome.
Once the selection has been made, CB&A will notify the finalists of their status. The candidates
are eager to know their status and we feel it is important that they be kept informed. As your
search consultant, they look to us for information and consequently we feel it is incumbent on us
to keep them informed.
Phase V: Negotiation and Continuing Assistance
Task Ten: Notification, Contract Negotiations and Warranty
Should the Council wish we will assist in the employment agreement negotiations. Generally a
member of the elected body and the attorney conducts the actual negotiations while we provide
advice and assistance concerning the compensation package and contract. If you request, we can
also take the lead role in the negotiations. We also have a standard contract you are welcome to
use. Your attorney, of course, will prepare the final contract. Since the basic parameters will
have been discussed with the candidates and the candidates have been thoroughly vetted, we
expect a relatively prompt agreement.
Task Eleven: Continuing Assistance
Our work is not done when the contract is executed. We stay in touch with you and your new
City Manager. Our goal is to be there to assist in resolving any issues that arise before they
become intractable. In fact, at your request, after the selected individual has been on board for
approximately six months, we will conduct a team -building workshop, at no charge, to resolve
any difficulties. We simply feel it is part of our job to assure a successful relationship.
Communications: We will provide biweekly reports about the status of the search, in writing or
by phone, depending upon your preference. If by phone, we will make them either to the elected
officials as a whole or to its members individually.
-16-
III. Search Methodology/Work Plan (continued)
Samples of Promotional Materials:
Most of our clients rely on a simple, well written recruitment profile such as the one we did for
Greensboro which can be found on our firm's website at: http://www.cb-
asso.com/a r/news/news item. asp?NewsID=273. Samples of our more elaborate promotional
materials can also be found on our firms' website at: http://www.cb-asso.com/s r.html.
The City's Obligations
• City will be responsible for providing the facilities for the interview process, coordinating
lodging for candidates from outside the area, and making arrangements for the evening
reception. The City will also be responsible for reimbursing the candidates for all expenses
associated with their travel, meals and incidentals for the interview weekend.
•
If any or all of the following information is not available on the Internet, CB&A also expects the
City staff to provide the following information to each of the finalists: the current year budget, an
organizational chart, any current strategic and long range plans, a copy of the City Charter, any
job descriptions and other materials defining the role and duties of the City Manager. Once the
finalists have been selected, your staff will mail this material to them. We may jointly determine
that other relevant materials should also be provided.
CB&A would like to attend every meeting of the elected officials during our assignment, but
regular attendance is not possible. Consequently, we would appreciate staff forwarding copies of
audiotapes of meetings we cannot attend.
- 1 7-
More CBA Clients...
Tampa Bay Water Authority (serving
2,400,000 people)
General Manager
City of Durham, NC
Deputy City Manager — Community,
Building,
Director of Economic and Workforce
Development
-18-
City of Cottonwood Heights, UT
City Manager
City of Sunny Isles Beach, FL
City Manager,
City Engineer,
Assistant Director, Public Works
IV. Suggested Project Schedule
The following is the project schedule we suggest for this recruitment. It assumes the City selects
CB&A to perform the search prior to March 16th. We recognize that it may need to be changed
depending on the notice to proceed and the elected officials' schedules. We can, if the City
desires shorten the process by approximately 30 days.
March 22nd:
Colin Baenziger begins meeting with the elected officials and other
suggested stake holders to understand the job and its challenges.
Specifically, the purposes of these interviews will be to: 1) get to know the
elected officials, 2) understand the issues the next City Manager will face,
3) understand the elements of the job, 4) develop a description of the ideal
candidate, 5) determine the desired compensation, 6) develop the process
for selecting the next City Manager, and 7) finalize the project schedule.
Part of his time will be spent in your community getting to know what
makes it a special place to live and work. We will also meet with
community stakeholders and City staff, if the City Council desires.
Colin Baenziger begins drafting the recruitment profile for publications
and prospective candidates.
March 28th: Colin Baenziger submits the draft of the full recruitment profile to the City
for its review. Comments will be due back by April 1st
Phase II: Recruiting
April 2nd:
April 22nd:
April 27th:
Phase III: Screening
May 23`d:
CB&A posts the full recruitment profile on its website and submits it to
the appropriate publications. It is also e-mailed to over 7,000 local
government professionals.
Closing date for submission of applications.
CB&A reports the results of the recruiting effort to the Council.
CB&A forwards the semi-finalist materials to the City. These will include
the candidates' resumes, a summary of our interviews with the candidates,
the results of our background and reference checks, and
Internet/newspaper archives results. Materials arrive on May 24th
May 31st: Colin Baenziger reviews the semi-finalists with the City's elected
officials.
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IV. Suggested Project Schedule (continued)
May 31St: The Council selects three to five candidates to interview.
Phase IV: Interview Process Coordination and City Manager Selection
June 10th: City holds reception for candidates and spouses.
June 11 th: Elected officials interview the candidates one-on-one and as a group.
June 13th: City selects its top choice to be its next City Manager.
Phase VI: Negotiation, Warranty & Continuing Assistance
Post Selection: If requested by the City, CB&A works with City officials on an
employment agreement. Typically this process takes a week before a
contract is ready to be ratified.
Colin Baenziger will also stay in touch to ensure the Council -City
Manager relationship is a strong one.
-20
V. Fee & Warranty
Fee
CB&A proposes to conduct the entire search for a firm, fixed fee of $23,500. This figure
includes all our expenses and costs. In other words, the only thing the City will pay CB&A is
the agreed upon fee of $23,500. The only other costs the City will be responsible for are the
costs associated with the candidates' (and spouses, if invited) travel, accommodations and meals
for the interview process.
We will bill the fee as the phases are completed and according to the following schedule:
Phase I: Needs Analysis / Information Gathering
$ 3,000
Phase II: Recruiting
6,500
Phase III: Screening
10,000
Phase IV: Interview Process Coordination and Administrator Selection
2,000
Phase V: Negotiation, Warranty & Continuing Assistance
2,000
If the City asks us to perform work that is clearly beyond the scope of this proposal, it will be
billed at a rate of $125 per hour. No such work will be performed without your written
authorization. Please note: we have never billed - nor requested - additional funds beyond our
originally quoted fee for the search, even when we have been entitled to it.
Warranty
Colin Baenziger & Associates offers the best warranty in the industry. We can offer it because
we have confidence in our work. Provided we conduct the full search and assuming the City
selects from among the candidates we recommend, we warrant the following:
1) We will not approach the selected candidate concerning any other position as long as
the individual is employed by the City.
2) If the selected individual leaves for any reason other than an act of God (for example,
total incapacitation or death) within the first year, CB&A will repeat the search at no
charge. If he/she departs during the second year for any reason other than an act of
God, we will repeat the search for the reimbursement of our expenses only.
3) If you are not satisfied with any of the candidates we present, CB&A will repeat the
search until you are satisfied.
4) Our price is guaranteed and will not be exceeded for any reason, even if conditions
change after the contract is executed.
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More CB&A Clients...
City of Savannah, GA
Assistant City Manager
City of Destin, FL
City Manager
City of West Palm Beach, FL
Deputy City Manager for Utilities,
Parks & Recreation Director,
Fire Chief,
Employee Relations Manager
-22-
Osceola County, FL
Assistant City Manager
Section VI: Qualifications and Experience of Key Personnel
Project Team and Involvement (Resumes for key staff follow)
CB&A is an experienced recruiting firm and strongly believes that each project should have not just a
project manager but also strong deputies. That provides the client with insurance should anything
happen to the project manager. In this case, Colin Baenziger will serve as the project manager and
principal contact while David Collier will be the deputy project manager. Tom Andrews will serve as
recruitment manager.
Colin Baenziger will conduct the interviews with the elected officials, search for strong candidates,
discuss the position with those candidates, recruit them, interview the preferred candidates, oversee the
background investigations, oversee the candidate/City interview and evaluation process, and assist
with the contract negotiations. He holds a Bachelor's degree from Carleton College and a Master's
degree with distinction from Cornell University's Graduate School of Management. In addition to 15
years as a consultant, Mr. Baenziger spent 10 years in government as a senior manager.
Tom Andrews, senior vice president, will be the deputy project manager and support for Mr.
Baenziger. Mr. Andrews will assist in virtually every aspect of the search effort but will focus on the
search for strong candidates and candidate evaluation. Before joining the firm, Mr. Andrews served as
County Administrator for Fulton County, Georgia, and in high level county and state positions in
Maryland.
David Collier, senior vice president, will serve as the recruitment manager and assist with the
identification and screening of candidates. He has over 30 years of experience as a local government
manager. He earned his Bachelor of Arts degree in economics and his Master's degree in public
administration from the American University in Washington, D.C. He is a past president of the
Maryland City Managers Association and the Florida Association of County Administrators.
Kathyrn Knutson, Vice President for Operations, will be responsible for coordinating the advertising
and production of the materials we will present to you as described in the Recruitment Approach.
Colin Baenziger
Project Manager
Tom Andrews
Deputy Project Manager
David Collier
Recruitment Manager
Kathyrn Knutson
Vice President - Operations
Research Associates
-23-
The Project Team (continued)
Colin Baenziger, M.P.A.
Colin Baenziger is a student of local government and responsible
for the executive recruitment functions at Colin Baenziger &
Associates. Over the years, he has worked with a number of cities
on recruitments, and on management, operational, and
organizational issues. As a former manager and someone who
actively consults with governments, he understands what it takes to
do the manager's job, and to do it effectively. Furthermore,
because he is active in a number of professional associations, he
knows many of the nation's managers on a first name basis.
Some of Mr. Baenziger's searches for local governments include:
Principal
• City Attorney, West Melbourne, FL (population 15,000)
• County Manager, Baker County, FL (population 27,000)
• County Administrator, Bay County, FL (population 158,000)
• County Manager, Brevard County, FL (population 536,000)
• County Administrator, Clay County, FL (population 160,000)
• County Manager, Flagler County, FL (population (83,000)
• County Administrator, Okeechobee County, (population 39,000)
• County Administrator, Polk County, IA (population 400,000)
• County Administrator, St. Johns County, FL (population 162,000)
• Director, Registrations and Elections, Fulton County, GA (population 992,000),
• City Manager, Coral Gables, FL (population 42,000),
• City Manager, Greensboro, NC (population 259,000),
• Village Manager, Key Biscayne, FL (population 11,000),
• City Manager, Roanoke, VA (population 101,000),
• City Manager, Roanoke, VA (population 93,000),
Other recent efforts include a strategic planning session for the Florida Association of Special
Districts, an operational review of Tamarac's water utility, a business practices review for a
division of Martin County government, an operational reconciliation for Palm Beach County
Water, development of an automated system to pay royalties to featured recording artists for the
Recording Industry Association of America, and a review of financial procedures for a division
of the Marriott Corporation.
Mr. Baenziger has a Master's Degree with Distinction in Public Administration from Cornell
University's Graduate School of Management, and a Bachelor of Arts degree from Carleton
College. He is also active in the International City/County Management Association. He has
also been called upon frequently to speak at conferences of the Florida League of Cities, the Utah
and Florida City/County Managers' Associations, and the Florida Public Personnel Association.
He resides in Palm Beach County, FL.
The Project Team (continued)
Tom Andrews, M.S.
Tom Andrews is CB&A's management guru. With over 30 years
management experience in federal, state and local governments, he
has been there, done that. With his no-nonsense approach to
problem solving and his keen ability to recognize management
talent and leadership potential, he is an asset to any client. His
talent for mentoring has resulted in former employees occupying
senior local government positions from Maryland to Florida.
In addition to his comprehensive and successful experience as a
generalist, Tom possesses technical expertise in water resources
management, environmental regulation, and public health
programming.
Senior Vice President
Some of the top leadership positions that Tom has held include:
serving as the County Manager of Fulton County, GA, Chief Administrative Officer for Anne
Arundel County, MD, Deputy Secretary, Maryland Department of the Environment, Assistant
Secretary, Maryland Department of Natural Resources, Director, Maryland Water Resources
Administration and Chief of Staff for Maryland Acting Governor Blair Lee III.
Some of the recruitments Tom has been involved in for CB&A are:
• City Manager, Greensboro, NC,
• City Manager, Roanoke, VA,
• County Manager, Brevard County, FL,
• Deputy City Manager, Durham, NC
• Director, Economic and Workforce Development, Durham, NC
• Budget Director, St. Petersburg, FL,
• Finance Director, Tamarac, FL, and
• Director of Economic Development for Loudoun County, VA.
In addition, Tom has conducted numerous leadership seminars for state and local government
mid-level managers. He has also taught undergraduate and graduate level public administration
courses.
Tom earned his Bachelor of Science in Biology from Miami University in Oxford, Ohio, and his
Masters in Natural Resources Administration from the Institute of Public Administration of the
University of Michigan. He has been a member of the Georgia County -City Managers
Association, the Association County Commissioners of Georgia, and the National Association of
Counties. Tom has also served as President of the Maryland Association of County Health
Officers, Member of the Anne Arundel County YMCA Board of Directors and President of the
Providence Center Board of Directors, a non-profit agency serving the developmentally disabled.
The Project Team (continued)
Dave Collier, M.P.A.
Dave Collier brings to the client over 30 years of management
experience in county and city government. Since there is not much
that he has not seen previously, Dave quickly produces efficient
and effective solutions to problems for his clients.
One of Dave's specialties is executive search. With his many years
of experience, he can quickly separate the wheat from the chaff and
find the right person to join your senior staff or be your department
head. He also has successfully conducted organizational reviews,
sessions in team building and strategic planning workshops. Just as
importantly in this day and age of the pressure to lower taxes, he
has developed strategies and action plans for coping with the tough
financial problems that local government often experience.
Dave has overseen the recruitment and selection of:
• County Manager, Brevard County, FL,
• City Manager, Coral Gables, FL,
• City Manager, Cape Canaveral, FL,
• City Manager, Dania Beach, FL,
• City Manager, North Miami, FL,
• City Manager, Orange City, FL,
• City Manager, West Melbourne, FL,
• City Administrator, West Park, FL,
• Finance Director for Tamarac, FL, and
• Environmental Resources Director for St. Lucie County, FL.
Senior Vice President
While serving as City Manager of Stuart, Florida for 14 years, he improved the professionalism
of City Department Heads and staff through an emphasis on professional development and team
building. He also used his hands-on management style to emphasis the need for effective project
management and maintaining tight timelines in order to show citizens that the city government
was effectively managed and had a strong commitment to its customers.
Prior serving in Stuart, Dave was a County Manager in Florida, Kansas and Michigan. He also
has extensive experience in local government consulting.
Mr. Collier earned his Bachelor of Arts degree in Economics and his Masters degree in Public
Administration from the American University in Washington, D.C. He was a member of the
International City/ County Management for over thirty years, served as President of the
Maryland City Managers Association and the Florida Association of County Administrators.
Mr. Collier is involved in his community as a member of the City of Stuart's CRA Advisory
Board and as a Director of Stuart's Main Street Association.
The Project Team (continued)
Kathyrn Knutson
Vice President for Operations
Ms. Knutson is a skilled professional with a wealth of public and
private sector experience. Her particular areas of expertise are
executive search, special projects and compensation surveys. She
feels each client must be properly served, and that can only be done
by devoting her utmost attention to the client's particular concerns,
and by finding creative ways to solve their problems. From her
perspective, the client comes first.
Since beginning her working relationship with Colin Baenziger &
Associates, Ms. Knutson has been involved in virtually every
executive search the firm has conducted. Some of the more
notable ones include:
• County Manager, Polk County, IA (population 400,000),
• City Manager, Town of Bay Harbor Islands (population 5,200),
• County Manager, Brevard County, FL (population 536,000),
• City Manager, Coral Gables, FL (population 42,000),
• City Manager, Cottonwood Heights, UT (population 34,000),
• City Manager, Cutler Bay, FL (population 35,000),
• City Manager, Greensboro, NC (population 259,000),
• Village Manager, Key Biscayne, FL (population 11,000),
• City Manager, City of Marathon, FL (population 11,500)
• City Manager, City of Lauderdale Lakes (population 32,000),
• City Manager, City of Miami Gardens, FL (population 101,000)
• Village Manager, Village of Palmetto Bay, FL (population 24,000)
• City Manager, Palm Coast, FL (population 51,000),
• City Manager, Roanoke, VA (population 101,000),
• City Manager, City of West Melbourne, FL (population 15,000)
• Executive Director, Onslow Water and Sewer Authority, Jacksonville, NC (serving a
population of 160,000)
• Executive Director, Northern Palm Beach County Improvement District,
• Public Works Director, Chandler, AZ (population 250,000),
• General Manager, Tampa Bay Water Authority (serving of 2.4 million), and
• Public Works Director, Chandler, AZ (population 250,000).
Ms. Knutson's prior employment includes stints with Palm Beach County's Department of
Building, Planning, and Zoning, and with the County Health and Rehabilitative Services. She
has also worked with the State of Florida's Department of Corrections and with the State's
Department of Employment Services. Further, she has been involved with a number of private
and non-profit concerns, such as the Visiting Nurses Association and Oakwood Mental Health
Center of the Palm Beaches. Ms. Knutson has an Associates Degree in Business Education from
West Georgia College in Carrollton, Georgia. Kathyrn currently resides in Oneida County, WI.
-27-
COLIN BAENZIGER & ASSOCIATES — SOME OF OUR PLACEMENTS
2002 — Palm Bay, FL
Lee Feldman
2004 — Cottonwood Heights, UT
Liane Stillman
2009 — Greensboro, NC
Rashad Young
2003 — Lauderdale Lakes, FL
Anita Fain Taylor
2004 — Destin, FL
Greg Kisela
2007 — St. Johns County, FL 2007 — Ke Bisca ne, FL
Michael Wanchick
2009 — Roanoke, VA
Chris Morrill
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Chip Igelsias
2009 — North Miami, FI.
111111111111,
Russell Benford
VII. References
The staff at Colin Baenziger & Associates has completed almost 100 searches for city and county
managers and more than 200 senior -level local government management searches overall. The
following both project descriptions and references span the past eight years. They were selected to
give you a broad view of our work over an extended period of time. We also recommend that you
contact any of clients (not just those listed below) for information concerning our firm. More
information is contained in Appendices A and C.
General References from the Past Eight Years
1) City Manager Recruitment, Greensboro, NC (population 259,000)
Contact: Council Member Trudy Wade at (336) 454-3171 or
Trudy.Wade@greensboro-nc.gov, or
Human Resources Consultant Alice Burkholder at (336) 540-0274 or
Alice.Burkholder@greensboro-nc.gov
City of Greensboro
300 West Washington Street
Greensboro, NC 27401
CB&A was hired in late May 2009 to find Greensboro's next City Manager. Home to six colleges
and universities, Greensboro is a former textile center and now a cultural and medical center for the
area. It was also where four black students sat down at a Woolworth's lunch counter in 1960 and
helped spark the civil rights movement. As part of the recruitment process, we conducted individual
meetings with each elected officials, two meetings with residents, a meeting with the business
community and a number of meetings with the staff. We searched the nation and developed a pool of
extremely capable applicants from similarly sized cities. The semi-finalist pool was also diverse, with
half of it being minorities and/or women. Interviews were held the third week in August and Rashad
Young, formerly the City Manager of Dayton, OH, was selected. He remains with the City as its
manager.
2) City Manager Recruitment, Fife, WA (population 8,700)
Contact: Councilmember Don Alvershere at his home at (253) 231-4124 or
wareagletacoma@,aol.com or
City Attorney Loren Combs at (253) 922-5464 or (253) 468-6567 or
1dc@vsilawgroup.com
City of Fife
5411 23rd Street East
Fife, WA 98424
The City of Fife retained CB&A in early August to assist with its City Manager search and we began
meeting with the City Council on August 17th. We conducted a national recruitment but focused our
efforts on the Pacific Northwest and Washington state in particular. Our feeling was the learning curve
would be less steep for someone who was already familiar with the area. Out of our eight semi-
finalists, six were from Washington state, one from California and another from Florida. Interviews
were held on November 12th and 13th and David Zabell, the Assistant City Manager with Yakima, WA
was selected shortly thereafter.
-29-
VII. References (continued)
3) City Manager Recruitment, City of Cape Canaveral, FL (population 10,200)
Contact: Mayor Rocky Randel at (321) 784-5694 or
rocky-cape@cfl.rr.com or
Council Member Shannon Roberts at (321) 615-1855, or
csroberts@cfl.rr.com
City of Cape Canaveral
105 Polk Avenue
Cape Canaveral, FL 32920
CB&A was selected to perform Cape Canaveral's City Manager on January 12, 2010. We sought
candidates from around the country but focused our attention on those from Florida. The City Council
interviewed the candidates we recommended but also requested we evaluate the credentials of the City
Clerk which caused a delay. Ultimately, the City Council selected Mr. David Greene, formerly the
City Manager of Winter Haven, FL, on May 18th
4) City Manager Recruitment, City of Roanoke, VA (population 96,000)
Contact: Council Member Court Rosen at (540) 597-3193 or
courtrosen@gmail.com
Former Council Member Rupert Cutler at (540) 345-7653 or
MRCutler@aol.com
City of Roanoke
215 Church Avenue, SW
Roanoke, VA 24011-1517
CB&A was hired in early September 2009 to find Roanoke's next City Manager. Roanoke is the
cultural and commercial hub of southwestern Virginia. One of its primary employers is the Carilion
Clinic with almost 8,000 employees. We were asked to identify someone with a strong background in
finance and redevelopment. In preparation for the recruitment, we had five meetings to solicit public
input (two with the public at large, one with the business community, one with the neighborhoods, and
one with the education, social services and non-profit community). We also had a separate meeting
with the media. Our efforts involved searching the country for strong candidates, conducting extensive
background checks, recommending a strong field of candidates, overseeing the interviews and
providing a small amount of assistance with the contract negotiations. We also held five meetings with
the public to solicit their input. Christopher Morrill, formerly the Assistant City Manager for
Savannah, GA, was selected in early December 2009. Mr. Morrill began work, at the City's request, in
mid-February 2010.
5) City Manager Recruitment, City of Destin, FL (population 11,200)
Contact: Mayor Sarah "Sam" Seevers at (850) 837-4242, or
SSeevers@cityofdestin.com
City Manager Greg Kisela at (850) 837-4242 or
GKisela@cityofdestin.com, or
Human Resources Director Chuck Garcia at (850) 837-4242 or
CGarcia@cityofdestin.com
City of Destin
4200 Indian Bayou Trail
Destin, FL 32541
-30-
VII. References (continued)
Destin is located in the Florida Panhandle on the Gulf of Mexico near Eglin Air Force Base. Colin
Baenziger & Associates' contract to find the City of Destin's City Manager was awarded on August
15, 2003 and the closing date for applications was September 26th. On November 3rd, the City
Council selected Gregory Kisela, then an Assistant City Manager with the City of Fort Lauderdale, to
be its next City Manager. Mr. Kisela was recently selected as Florida's City Manager of the Year for
2008.
6) County Administrator, Polk County, IA (population 400,000)
Contact: Board Member E.J. Giovannetti at
(515) 286-3120, or EGiovannetti@co.polk.ia.us
Board of Supervisors Project Manager Sue Elliott at
(515) 286-3128.or selliot@co.polk.ia.us
111 Court Avenue, Suite 300
Des Moines, IA 50309
CB&A was hired in mid-April 2007 to find the County's next County Administrator. Our work
included searching the nation to find the right person for the job, interviewing the candidates,
conducting through background checks, and recommending finalists for the county to interview. After
careful deliberation, the County selected Ronald Olson, formerly Assistant City Manager of Arlington,
TX on July 24, 2007 and he remains with the County as its Administrator.
7) County Manager Recruitment, St. Johns County, FL (population 162,000)
Contact: Commission Chairman Ron Sanchez (904) 209-0302, or
bccd2@sjcfl.us
County Administrator Michael Wanchick at (904) 209-0530, or
. mwanchick@sjcfl.us
St. Johns County
500 San Sebastian View
St. Augustine, Florida 32084
Colin Baenziger & Associates was selected on December 28, 2006, to conduct the County
Administrator search. At the request of the county, we lengthened our normal 90 day process and
interviews were held on May 17th and 18th with a final selection scheduled for May 22, 2007. Our
work included scouring the nation to find the right person for the job, interviewing the candidates,
conducting through background checks, and recommending finalists for the city to interview. Mr.
Michael Wanchick, Assistant City Manager for Richardson, TX was selected. We subsequently found
a Director of Health and Human Services as well as a Director of Library Services for the County.
8) County Manager Recruitment, Union County, NC (population 198,600)
Contact: Commissioner Kim Rogers at (704) 843-7949, or
kimrogers@co.union.nc.us
Commissioner Tracy Kuehler at 704-834-7117, or
tracykuehler@co.union.nc.us
Human Resources Director Mark Watson at (704) 283-3869, or
Watson@co.union.nc.us
500 North Main Street
Monroe, NC 28112
-31-
VII. References (continued)
CB&A was formally selected to perform the County Manager on September 7, 2010. We were asked
to conduct the search extremely quickly so that interviews could be conducted prior to the November
election. We sought candidates from around the country, performed the candidate screening and
interviews were held on October 22nd with a selection made on October 25th. The Commission
selected Ms Cynthia Coto, formerly the County Manager of Voulsia County, FL, and Seminole
County, FL. Ms. Coto signed a contract on October 29th and began work on November 15th
9) City Manager Recruitment, Cottonwood Heights, UT (population 35,400)
Contact: Mayor Kelvyn Cullimore at (801) 568-7000, or
Kelvyn@dynatron.com
City of Cottonwood Heights
1265 East Fort Union Boulevard • Suite 250
Cottonwood Heights, UT 84047
Cottonwood Heights incorporated in November 2004 and is a suburb of Salt Lake City. The City
needed a City Manager immediately and requested that Colin Baenziger and Associates have a field
of candidates ready to interview on December 3rd and 4th. The City had already begun advertising with
a closing date of November 22, 2004. Not impressed with the applications, we promptly recruited
several more applicants, two of whom the City Council rated in their top three finalists after the
interviews. The process was complicated by the Thanksgiving holiday. Nonetheless, we completed
our work including background checks and conducted interviews so that the City did hire its manager
on December 7, 2004.
Clients Who Have Worked with Other Recruitinz Firms
The following clients have worked with other search firms and can provide you with an assessment of
our work versus that of others.
10) Economic Development Director, Loudoun County, VA (population 298,000)
Contact: Deputy County Administrator Linda Neri at 703-777-0200 or
Linda.Neri@loudoun.gov
Human Resources Manager Russ Consaul at 703-777-0598 or
Russ.Consaul@loudoun.gov
Loudoun County
One Harrison Street, SE
Leesburg, VA 20175
Both Ms. Neri and Mr. Consaul have worked with other recruiting firms and can compare our work to
theirs. CB&A first met with County Officials on June 28, 2010 and the closing date for applications
was July 23rd. Candidates were interviewed on September 8th — 9th with additional interviews held on
September 21St. Thomas Flynn, formerly the Director for Economic Development for the City of
Charlotte, NC, was selected.
-32-
VII. References (continued)
11) Assistant City Manager Recruitment, Savannah, GA (population 132,000)
Contact: Human Resources Analyst Gale Dick at (912) 651-6481 or
GDick@ S avannahga. Go v
City of Savannah
132 East Broughton Street • 5th Floor
Savannah, GA 31402
This reference is provided to demonstrate that we can meet extremely tight deadlines and adapt our
process to the needs of the client. Colin Baenziger & Associates was asked to conduct an expedited
recruitment for an Assistant City Manager for Savannah, GA. We first met with Savannah officials on
March 15, 2010. We quickly produced a recruitment profile and began recruiting candidates. The
deadline for applications was April 12, 2010. We were asked to provide a list of 10 recommended
candidates by April 13, 2010. The City was to interview those candidates the following week by
telephone and select three finalists. Background checks would then quickly be conducted and final
interviews held 10 days later. We met all of our deadlines but ultimately the City Manager accepted
another position and the search was suspended until a new City Manager could be appointed.
12) Utility Director, West Palm Beach, FL
Contact: Human Resources Director Patrick Cooney at (561) 494-1006, or
PCooney@wpb.org
City of West Palm Beach
401 Clematis Street
West Palm Beach, FL 33401
In May 2008, after one of our competitors spent months attempting to find a Utility Director and
failed, West Palm Beach contacted us. We produced a list of candidates within three weeks and the
City selected David Hanks, formerly the Director of the City of Asheville 's, NC Water Resources
Department. We have also helped the City fill several other positions such as its Parks and Recreation
Director.
-33-
VII. References (continued)
Candidate References
While it is important to deliver what the City or County expects, it is also important to keep candidates
informed and to treat them with dignity and respect. Accordingly, we have provided references from
four of those candidates.
Placement
Formerly
Currently
Contact at
Chris Morrill
Assistant City Manager
Savannah, GA
City Manager
Roanoke, VA
Appointed in
December 2009
(540) 853-2333
citymgr@roanokeva.gov
Jim Landon
City Manager
Richardson, TX
City Manager
Palm Coast, FL
Appointed in
November, 2007
(386) 986-3702
JLandon@ci.palm-coast.fl.us
Placement
Formerly
Currently
Contact Information
Ron Olson
Assistant City Manager
Arlington, TX
County Administrator
Polk County, IA
Appointed in July
2007
(515) 286-5225
RonOlson@co.polk.ia.us
David Zabell
Assistant City Manager
Yakima, WA
City Manager
Fife, WA
Appointed in
December 2010
(509) 834-9343
dzabell@cityoffife.org
-34-
Appendix A
Searches by
Colin Baenziger & Associate' Staff
Governmental Search Assignments
Performed by the Staff of Colin Baenziger & Associates in the Past Five Years
Contract Awarded, Assignments Pending
Office of the Attorney General, State of Arizona
Current Searches
Borough Manager, Matanuska-Susitna Borough, AK (population 85,000)
City Manager, Albany, GA (population 75,600)
City Manager, Chamblee, GA (population 17,000)
City Manager, North Port, FL (population 55,800)
City Manager, Portland, ME (population 62,900)
City Manager, Sunny Isles Beach (population 17,000)
Economic Development Director, St. Johns County, FL (population 162,000)
Executive Director, Lakewood Ranch Inter -District Authority, Lakewood Ranch, FL (population
15,000)
Completed Searches
City Manager - Completed Searches
City Manager, Alachua, FL (population 6,200) in 2001
City Manager, Bartow, FL (population 16,000) in 2007
Town Manager, Bay Harbor Islands, FL (population 5,200) in 2003 and 2007
Town Manager, Buckeye, AZ (population 32,000) in 2006
City Manager, Cape Canaveral, FL (population 10,200) in 2010
Town Manager, Cutler Bay, FL (population 35,000) in 2006
Town Manager, Dundee, FL (population 3,000) in 2006 and 2009
City Manager, Casselberry, FL (population 25,000), in 2005
City Manager, Cooper City, FL (population 32,000) in 2008
City Manager, Coral Gables (population 43,000) in 2009
City Manager, Cottonwood Heights, UT (population 34,000), in 2004
City Manager, Dania Beach, FL (population 28,000) in 2009
City Manager, Daytona Beach, FL (population 65,000) in 2002
City Manager, Deltona, FL (population 83,000) in 2006 and 2008
City Manager, Destin, FL (population 12,000) in 2003
City Manager, Doral, FL (population 24,000), in 2004
City Manager, Eustis, FL (population 18,000) in 2007
City Manager, Fernandina Beach, FL (population 11,000) in 2006
City Manager, Fife, WA (population 8,700) in 2010
Town Manager, Fort Myers Beach, FL (population 6,900) in 2006 and 2008
Village Manager, Islamorada, Village of Islands, FL (population 7,500) in 1999 and 2005
Town Manager, Juno Beach, FL (population 3,600) in 2005
Town Manager, Town of Jupiter Island, FL (population 654) in 2005
Village Manager, Key Biscayne, FL (population 11,000) in 2007
Governmental Search Assignments (continued)
City Manager - Completed Searches (continued)
Town Manager, Lake Park, FL (population 9,100) in 2001 and 2003
Town Manager, Lantana, FL (population 9,600) in 2000
City Manager, Gainesville, FL (population 117,000) in 2005
City Manager, Gulfport, FL (population 12,000) in 2003
City Manager, Hallandale Beach, FL (population 39,000) in 2010
City Manager, Holly Hill, FL (population 13,000) in 2008
City Manager, Homestead, FL (population 62,000) in 2010
City Manager, Lakeland, FL (population 87,000) in 2003
City Manager, Lake Worth, FL (population 30,000) in 2003 and 2007
City Manager, Lauderdale Lakes, FL (population 32,000) in 1998 and 2002
Town Manager, Mangonia Park, FL (population 1,400) in 2001
City Manager, Marathon, FL (population 11,500 in 2002 and 2004
City Manager, Marco Island, FL (population 15,000) in 2008
City Manager, Melbourne, FL (population 72,500) in 2002
City Manager, Miami Gardens, FL (population 101,000) in 2004
City Manager, Mount Dora, FL (population 12,000) in 2005
City Manager, Naples, FL (population 21,000) in 2003 and 2007
City Manager, New Smyrna Beach, FL, FL (population 23,000) in 2009
City Manager, North Miami, FL (population 62,000) in 2002
Village Manager, North Palm Beach, FL (population 12,500) in 2004, 2005 and 2007
City Manager, Ocala, FL (population 52,000) in 2008
City Manager, Orange City, FL (population 10,000) in 2010
City Manager, Orange Park, FL (population 9,100) in 2010
CAO, Orlando, FL (population 197,000) in 2005
City Manager, Oviedo, FL (population 33,000) in 2008
City Manager, Palm Bay, FL (current population 101,000) in 2002
City Manager, Palm Coast, FL (population 71,000) in 2006
Village Manager, Palmetto Bay, FL (population 24,000) in 2003
City Manager, Pompano Beach, FL (population 101,000) in 2007
Town Manager, Ponce Inlet, FL (population 2,500) in 2001
City Manager, Riviera Beach, FL (population 37,000) in 2009
City Manager, Roanoke, VA (population 96,000) in 2009
City Manager, Sarasota, FL (population 55,000) in 2007
Town Manager, Sewall's Point, FL (population 2,000) in 2006
City Manager, St. Pete Beach, FL (population 10,000) in 2001
City Manager, Stuart, FL (population 17,000) in 2006
City Manager, Sunny Isles Beach, FL (population 17,000) in 2006
City Administrator, Tavares, FL (population 11,000) in 2006
City Manager, Treasure Island, FL (population 7,500) in 2004
City Manager, West Melbourne, FL (population 15,000) in 2009
City Manager, West Park, FL (population 12,000) in 2005 and 2010
City Manager, Woodstock, GA (population 21,000) in 2008
A-2
Governmental Search Assignments (continued)
County Manager Completed Searches
County Manager, Baker County, FL (population 27,000) in 2006
County Administrator, Bay County, FL (population 158,000) in 2005
County Manager, Brevard County, FL (population 536,000) in 2009
County Administrator, Broward County, FL (population 1,800,000) in 2006
County Administrator, Clay County, FL (population 160,000) in 2005 and 2011
County Administrator, DeSoto County, FL (population 34,000) in 2005
County Manager, Flagler County, FL (population (83,000) in 2007
County Administrator, Highlands County, FL (population 98,000) in 2008
County Manager, Lowndes County, GA (population 92,000) in 2001
County Administrator, Martin County, FL (population 140,000) in 2005
County Administrator, Monroe County, FL (population 80,000) in 2004
County Administrator, Nassau County, FL (population 60,000) in 2004
County Administrator, Okeechobee County, (population 39,000) in 2008
County Manager, Osceola County, FL (population 235,000) in 2003 and 2007
County Administrator, Polk County, IA (population 400,000) in 2007
County Manager, Seminole County, FL (population 410,000) in 2006
County Administrator, St. Johns County, FL (population 162,000) in 2007
County Administrator, Sumter County, FL (population 70,000) in 2005
County Manager, Union County, NC (population 198,600) in 2010
Completed Searches — Assistant/Deputy Managers
Assistant County Administrator for Development and Infrastructure, Hillsborough County, FL
(population 1,000,055) in 2006
Assistant County Administrator for Human Services, Hillsborough County, FL (population
1,000,055) in 2004
Assistant Town Manager, Jupiter Island, FL (population 654) in 2010
Assistant Village Manager, Islamorada, Village of Islands, FL (population 7,500) in 1998
Assistant to the City Manager, Lakeland, FL (population 87,000) in 2004
Assistant City Manager, Lake Worth, FL (population 30,000) in 2004
Assistant County Administrator, Martin County, FL (population 140,000) in 2006
Assistant City Manager, Tamarac, FL (population 55,500) in 2001
Assistant City Manager, West Palm Beach, FL (population 89,000) in 2004
Deputy City Manager, Durham, NC (population 220,000) in 2009
Deputy County Administrator, Hillsborough County, FL (population 1,000,055) in 2004
Deputy County Manager, Polk County, FL (population 500,000) in 2006
Governmental Search Assignments (continued)
Completed Searches — Community Development
Assistant Director of Community Development, Largo, FL (population 74,000) in 2004 and 2005
Community Development Director, Miami, FL (population 362,000) in 2008
Community Development Director, Safety Harbor, FL (population 18,000) in 2006
Community Development Director, Tamarac, FL (population 55,500) in 2007
Development Services Director, Daytona Beach, FL (population 65,000) in 2005
Director of Capital Projects, New Orleans, LA (population 323,000) in 2008
General Manager, North Sarasota Redevelopment District, Sarasota (population 53,000) in 2008
Growth Management Director, St. Lucie County, FL (population 261,000) in 2005
Growth Management Director, Tamarac, FL (population 55,500) in 2006
Growth Management Manager, Wellington, FL (population 55,000) in 2009
Housing and Community Development Director, West Palm Beach, FL (pop. 102,000) in 2007
Planning Administrator, Daytona Beach, FL (population 65,000) in 2007
Planning Department Director, Osceola County, FL (population 235,000) in 2005
Completed Searches — Economic Development / Redevelopment
Economic Development Director, Charlotte County, FL (population 170,000) in 2007
Director, Office of Economic & Workforce Development, Durham, NC (pop. 220,000), 2009
Economic Development Director, Loudoun County, VA (population 290,000) in 2010
Redevelopment Director, Daytona Beach, FL (population 65,000) in 2007
Assistant City Manager for Community Building, Durham, NC (population 220,000) in 2009
Executive Director, Valdosta -Lowndes County Industrial Authority, GA (serving a population
92,000+) in 2006
Executive Director, Technological Research and Development Authority, FL (serving a
statewide population) in 2006
Completed Searches — Engineers
Assistant City Engineer, Melbourne, FL (population 75,000) in 2008
County Engineer, Polk County, FL (population 500,000) in 2006
Deputy County Engineer, Martin County, FL (population 140,000) in 2006
City Engineer, Gulfport, MS (population 90,000) in 2008
City Engineer, Sunny Isles Beach, FL (population 17,000) in 2006
Engineering Manager, Sumter County, FL (population 70,000) in 2005
Staff Engineer, Wellington, FL (population 55,000) in 2009
Completed Searches — Facilities Management
Centroplex Director, Orlando, FL (population 197,000) in 2004
Lakeland Center Director, Lakeland, FL (population 87,000) in 2004
Governmental Search Assignments (continued)
Completed Searches — Finance
Budget and Financial Services Director, Polk County, FL (population 500,000) in 2006
Retirement Services Director for Lakeland, FL (population 87,000) in 2006 and 2008
Finance Director, Fort Walton Beach, FL (population 20,000) in 2006
Manager, Office of Management and Budget, Lake Worth, FL (population 37,000) in 2010
Finance Director, Lauderdale Lakes (population 32,000) in 1998
Deputy Director of Management, Budget and Accounting, Orlando, FL (pop. 197,000) in 2004
II Chief Financial Officer, Hillsborough Area Regional Transit, FL (population 1,000,055) in 2005
Chief Financial Officer, City of Orlando, FL (population 87,000) in 2005
Finance Director, West Palm Beach, FL (population 102,000) in 2007
Controller, City of Orlando, FL (population 197,000) in 2007
Budget Director, St. Petersburg, FL (population 248,000) in 2009
Finance Director, St. Petersburg, FL (population 248,000) in 2010
Finance Director, Tamarac, FL (population 55,500) in 2005 and 2009
Completed Searches — Housing/Building
Assistant to the County Administrator — Affordable Housing, Broward County, FL (population
1,700,000) in 2004
Building Official, Jupiter Island, FL (population 580) in 2005 and 2010
Building Official, Miami Beach, FL (population 91,000) in 2005
Building Department Director, Osceola County, FL (population 235,000) in 2005
Assistant to the County Administrator — Affordable Housing, Broward County, FL (population
1,700,000) in 2004
Building Official, Jupiter Island, FL (population 580) in 2005
Building Official, Miami Beach, FL (population 91,000) in 2005
Building Department Director, Osceola County, FL (population 235,000) in 2005
0 Building Official, Sewall's Point, FL (population 2,000) in 2006
Building Official, Tamarac (population 55,000) in 2008
Housing and Community Development Director, West Palm Beach, FL (pop. 102,000), 2007
Completed Searches — Human Resources
Director of Personnel, Fulton County, GA (population 992,000) in 2010
Human Resources Administrator, Martin County, FL (population 140,000) in 2007
Human Resources Director, City of Sarasota, FL (population 55,000) in 2002
Human Resources Director, Osceola County, FL (population 235,000) in 2006
Personnel Director, North Miami, FL (population 56,000) in 2001
Personnel Director, Vero Beach, FL (population 17,900) in 2003
Governmental Search Assignments (continued)
Completed Searches — Human Services
Assistant County Administrator for Human Services, Hillsborough County, FL (population
1,000,055) in 2004
Director, Health and Human Services, St. Johns County, FL (population 162,000) in 2010
Executive Director, Juvenile Welfare Board, Pinellas County, FL (population 950,000) in 2005
• Completed Searches — Information Technology
•
Information Technology Director, Lakeland, FL (population 87,000) in 2004
Information Services Director, Lauderdale Lakes, FL (population 32,000) in 1998
Completed Searches — Parks/Recreation/Libraries
Director Parks, Recreation, & Conservation, Hillsborough County, FL (pop. 1,000,055) in 2004
District Manager, Holiday Park Recreation District (population 1,400) in 2007
Library Services Director, St. Johns County, FL (population 162,000) in 2007
Completed Searches — Public Safety
Fire Chief, Daytona Beach, FL (population 65,000) in 2006
Fire Chief, Lauderdale Lakes, FL (population 32,000) in 1999
Fire Chief, West Palm Beach, FL (population 89,000) in 2005
Police Chief, Daytona Beach, FL (population 65,000) in 2006
Police Chief, Sewall's Point, FL (population 2,000) in 2007
Police Chief, Sunny Isles Beach, FL (population 17000) in 2010
Completed Searches — Public Works
Public Works Director / Capital Projects Manager / City Engineer, Sunny Isles Beach, FL
(population 17,000) in 2010
Assistant Public Works Director, Sunny Isles Beach, FL (population 17,000) in 2008
Public Works Director, Fort Lauderdale, FL (population 183,000) in 2004
Public Works Director, Polk County, FL (population 500,000) in 2005
Public Works Director, Chandler, AZ (population 250,000) in 2007
Public Works Director, Tamarac, FL (population 55,500) in 2003
Solid Waste Director, Hillsborough County, FL (population 1,000,055) in 2005
Vice President, Public Works & Operations, Ocean Reef Community Association (pop. 2,000),
Key Largo, FL, in 2001
Governmental Search Assignments (continued)
Completed Searches — Transportation
Chief Financial Officer, Hillsborough Area Regional Transit, FL (population 1,000,055) in 2005
Director of Traffic Engineering, Polk County, FL (population 500,000) in 2002
Executive Director, Lakeland Area Mass Transit District, FL (population 87,000) in 2005
Executive Director, Tampa -Hillsborough County Expressway Authority, FL (population
1,000,055) in 2007
Completed Searches — Utilities
Environmental Services Director, Largo, FL (population 74,000) in 2006
Executive Director, Florida Keys Aqueduct Authority, Key West, FL (pop. 90,000) in 2003
Executive Director, Escambia County Utilities Authority, FL (90,000 customers) in 2002
Executive Director, Onslow Water & Sewer Authority (Jacksonville, NC) (pop. 160,000) in 2009
General Manager/CEO, Orlando Utilities Commission, FL (190,000 customers) in 2004
General Manager, Tampa Bay Water (population served 2,400,000) in 2008
Utilities Director, Charlotte County, FL (population 170,000) in 2007
Utilities Director, Daytona Beach, FL (population 65,000) in 2004
Utilities Director, Lake Worth, FL (population 30,000) in 2009
Utilities Director, Palm Bay, FL (population 101,000) in 2005
Utilities Director, Polk County, FL (population 500,000) in 2004
Completed Searches — Work Force Management
Executive Director, South Florida Workforce, FL (service area pop. of 3,000,000+) in 2005
Director, Office of Economic & Workforce Development, Durham, NC (pop. on 220,000), 2009
Completed Searches — Other
City Attorney, West Melbourne, FL (population 15,000) in 2008
City Clerk, Lauderdale Lakes (population 32,000) in 1998
Community Development District Manager, Severn Trent, FL in 2005
Director, Registrations and Elections, Fulton County, GA (population 992,000) in 2009
Environmental Resources Director, St. Lucie County, FL (population 261,000) in 2009
Executive Director, Northern Palm Beach Improvement District, Palm Beach Gardens, FL
(population 200,000) in 2003
General Manager, Sun 'n Lake Improvement District, FL (population 7,500) in 2002 and 2005
Special Projects Coordinator, Islamorada, Village of Islands, FL (population 7,500) in 1998
Appendix B
St. Johns County Resolution Thanking
Colin Baenziger & Associates
for Its Outstanding Work
Note: Additional Resolutions thanking CB&A for its outstanding efforts can be found at
www.cb-asso.com under "Testimonials"
RESOLUTION NO. 2007,-2 3/
A RESOLUTION OF THE COUNTY COMMISSION
OF ST. JOHNS COUNTY, FLORIDA, THANKING
COLIN BAENZIGER & ASSOCIATES FOR ITS
OUTSTANDING EFFORTS IN CONDUCTING THE
EXECUTIVE SEARCH FOR THE COUNTY'S NEW
ADMINISTRATOR; AND PROVIDING AN
EFFECTIVE DATE.
WHEREAS, St. Johns County retained Colin Baenziger & Associates (CB&A) to
identify and recommend strong candidates to be the County Administrator;
WHEREAS, CB&A's staff worked diligently to find and produce excellent candidates,
and then provided the County Commission with comprehensive materials concerning the
candidates' aptitude, expenence, background, complete and thorough interviews, references,
extensive checks of criminal, civil and financial history, verification of employment and
education, and exhaustive reviews of Internet and newspaper archives of these candidates; and
WHEREAS, CB&A's process was completely open, fair and unbiased and was
extremely well received by the County Commission, county staff, the press, and the public; and
WHEREAS, the County Commission wishes to express its gratitude to Colin Baenziger
& Associates for its efforts on behalf of the county;
NOW BE IT THEREFORE RESOLVED BY THE COUNTY COMMISSION OF
ST. JOHNS COUNTY, FLORIDA AS FOLLOWS:
Section 1: Recitals. The preceding recitals are true and correct and are incorporated
herein by this reference.
B-1
Section 2: Acknowledgement. The County Commission wishes to express its sincere
appreciation and gratitude to Colin Baenzigcr & Associates for its outstanding work and effort in
assisting the county in finding its County Administrator.
Section 3: Effective Date. This resolution shall take effect immediately upon adoption.
PASSED AND ADOPTED by the Board of County Commissioners of St. Johns
County, Florida, this day of August, 2007.
ATTEST: Cheryl Strickland, Clerk BOARD OF COUNTY COMMISSIONERS
ST. JOHNS COUNTY, FLORIDA
By: I o.,' -
Deputy Clerk
By:
Ben Rich, Chairman
Rendition Date: $ 3 ! 0 -7
B-2
• COLIN BAENZIGER & ASSOCIA rEs
•
March 30, 2011
Attachment A
Visit our website at www.cb-asso.com
The Honorable Mayor Micah Cawley, Assistant Mayor Kathy Coffey, Council Members
Maureen Adkison, Dave Edler, Rick Ensey, Dave Ettl and Bill Lover
c/o Mr. Jeffrey R. Cutter, Esq.
City Attorney
City of Yakima Legal Department
200 South Third Street — Second Floor
Yakima, WA 98901-2830
RE: Engagement Letter for City Manager Recruitment Services
Dear Mayor Cawley, Assistant Mayor Coffey and Council Members Adkison, Edler, Ensey,
Ettl and Lover:
I would like to thank you for selecting my firm, Colin Baenziger & Associates, to assist the City
in finding its next City Manager. This letter is a brief summary of the approach we will use. The
proposal our firm submitted shall be the governing document.
Section A: Work Plan
The following outlines the process Colin Baenziger & Associates will undertake:
Phase I. Candidate Recruitment
> Meet with key officials to:
• Develop a description of the ideal candidate,
> Learn the issues the next City Manager will face,
> Gather materials for our information and to send to potential candidates,
> Understand what compensation package the City is prepared to offer, and
> Finalize a project schedule. Our searches are always completed within 90 days of a
notice to proceed, barring circumstances beyond our control.
➢ Develop materials we can utilize to recruit candidates.
> Actively search for, identify, and recruit outstanding candidates who we feel are best
suited for the position.
> Distribute the recruiting materials to appropriate publications and websites, including our
own.
III> Consult our database of strong candidates, contact thein and encourage them to apply.
DULUTH, GA LAMAR, CO
WELLINGTON, FL RHINELANDER, WI
Attachment A
Executive Recruiting Services for the City Manager Page 2
by Colin Baenziger & Associates
Phase I (continued):
➢ E-mail the advertisement to our database of our data base of local government
professionals.
• Evaluate resumes that result from our recruiting efforts and from our advertisements.
Candidate Review and Selection of Finalists
• Resumes will be screened and we will narrow the list to the eight to twelve semi-finalists
who we believe are most qualified.
• We will conduct thorough reference and background investigations on the selected semi-
finalists. It should be noted that, when we conduct our investigations, we do not simply
accept the references the candidates suggest. We tell the candidates whom we want to
speak with. These might include elected officials, the board attorney, the external
auditor, representatives of the local press, community leaders, peers, and subordinate
employees. Our goal is to get comments from six to ten references. We also conduct
criminal, civil, driver license, media, and credit checks, and we verify employment
history and education. We believe these should be done early in the process to avoid
embarrassment after a selection has been made.
• We will recommend six to ten top candidates to the City and review these candidates
with the Mayor. He will then select approximately three to five candidates to interview as
finalists
Phase 111. Interviews and Selection
We will coordinate the interview process and attend the actual interviews.
➢ Once the interviews are completed, we will provide any additional information the City
may wish and assist in any way the City desires in making the final determination.
Phase IV. Contract Negotiation
• If requested, we will provide assistance in the negotiation of a contract with the selected
candidate.
Warranty and Continuing Assistance:
➢ CB&A will provide continuing assistance and warranty its work for two years are
described in the proposal.
DULUTH, GA LAn1AR, CO
WELLINGTON, FL RHINELANDER, WI
Attachment A
Executive Recruiting Services for the Executive Director Page 3
• by Colin Baenziger & Associates
•
Section B: Principal Staff to Be Assigned to the Recruiting Effort
➢ Colin Baenziger, Principal and Owner will serve as the Project Manager for the
recruitment effort, and
➢ Tom Andrews, Senior Vice President of CB&A, will serve as Deputy Project Manager.
Mr. Andrews will assist in virtually every aspect of the search effort but will focus on the
search for strong candidates and candidate evaluation.
➢ Mr. Collier will serve as recruitment manager and be primarily responsible for the actual
recruitment and review of candidates, primarily through networking. He will also serve
as back-up to Mr. Baenziger.
Section C: Fee
Firm, fixed price of $19,500, which includes all expenses, except those associated with
bringing the candidates for the interviews. Bills will be rendered as the search progresses
and due at the end of each Phase. This fee is $1,500 less than we typically charge South
Florida clients and is offered because of our long standing relationship with the City.
Phase I: Needs Analysis / Information Gathering
$ 3,000
Phase II: Recruiting
6,500
Phase III: Screening
10,000
Phase IV: Interview Process Coordination and Manager Selection
2,000
Phase V: Negotiation, Warranty & Continuing Assistance
2,000
Assuming the City agrees that this letter provides a basic understanding of the work to be
performed in this engagement, please indicate the City's acceptance by signing below so that we
can begin our efforts
Sincerely,
Colin Baenziger
Principal
For the City:
• Signature Title Date
DULUTH, GA LAMAR, CO WELLINGTON, FL RHINELANDER, WI
•
•
BUSINESS OF THE CITY COUNCIL
YAKIMA, WASHINGTON
AGENDA STATEMENT
Item No. �=
For Meeting of April 5, 2011
ITEM TITLE: Consideration of a Resolution authorizing execution of a professional services
agreement between the City of Yakima and a company to be determined for
executive recruitment services for the position of City Manager of the City. of
Yakima
SUBMITTED BY: Dick Zais, City Manager
Helen Harvey, Senior Assistant City Attorney
CONTACT PERSON/TELEPHONE: Dick Zais, 575-6040
SUMMARY EXPLANATION:. _ .
As a result of the announced retirement of the current City Manager during 2011, the City sent a
request for qualifications requesting a written proposal to seven executive recruitment
consultants. After reviewing the proposals from all seven consultants, the City Council
narrowed the proposals to three finalists who were interviewed at a Special Meeting on April 5,
2011. The three firms to be interviewed are: Colin Baenziger and Associates; The Mercer
Group; and Waldron & Company.
Following the interviews, It is the intent of the City Council to engage the professional services
of an executive recruitment firm to assist with the recruitment and selection process. The
attached resolution authorizes the Mayor to execute a professional services agreement with the
consultant to provide executive recruitment services for the position of City Manager as stated in
the agreement.
Resolution X Ordinance Other (Specify)
Contract Mail to (name and address):
Funding Source General FuContingency Fund
Phone:
APPROVED FOR SUBMITTAL:
City Manager
STAFF RECOMMENDATION: This is a City Council policy issue.
BOARD/COMMISSION/COMMITTEE RECOMMENDATION:
COUNCIL ACTION: