HomeMy WebLinkAboutContracts & Agreements_128-2007_CCv0001.pdf AGREEMENT TO FURNISH EXECUTIVE RECRUITMENT SERVICES
This agreement to furnish executive recruitment services ("Agreement") is made and
entered into this 7th day of August, 2007 ("Effective Date"), by and between the City of
Redlands, a municipal corporation ("City") and Bob Murray & Associates ("Consultant"). City
and Consultant are sometimes individually referred to herein as a "Party" and, together, as the
"Parties."
In consideration of the mutual promises contained herein, City and Consultant agree as
follows:
ARTICLE 1 - ENGAGEMENT OF CONSULTANT
1.1 City hereby engages Consultant to perform executive recruitment services in connection
with City's recruitment of a Public Works Director. Redevelopment Director and Human
Resources Director (the "Services").
1.2 The Services shall be performed by Consultant in a professional manner. and Consultant
represents that it has the skill and the professional expertise necessary to provide the
Services to City at a level of competency presently maintained by other practicing
professional consultants in the industry providing similar types of Services.
ARTICLE 2 - SERVICES OF CONSULTANT
2.1 The Services which Consultant shall perform are more particularly described in Exhibit
"A." entitled -Proposal to Conduct Executive Recruitments," which is attached hereto
and incorporated herein by this reference.
2.2 Consultant shall comply i th all applicable Federal, State and local laws and regulations
in the performance of this Agreement including, but not limited to, the Americans with
Disabilities Act and the Fair Employment and Housing Act.
ARTICLE 3 - RESPONSIBILITIES OF CITY
3.1 City shall make available to Consultant information in its possession that may assist
Consultant in performing the Services.
3.2 City designates Tina Kundig as City's representative with respect to performance of the
Services, and such person shall have the authority to transmit instructions, receive
information, interpret and define City's policies and decisions with respect to
performance of the Services.
DJM Agree Draft Fxecutive Recruitment Agreement 1
731 2007-38 AM
ARTICLE 4 - PERFORMANCE OF SERVICES
4.1 Consultant shall perform the Services in a prompt and diligent manner and in accordance
with the schedule set forth in Exhibit-A."
4.2 At any time during the term of this Agreement, City may request that Consultant perform
Extra Services. As used herein, "Extra Services" means any work which is determined
necessary by City for the proper completion of the Services, but which the Parties did not
reasonably anticipate would be necessary at the time of execution of this Agreement.
Provided the Extra Work does not exceed twenty percent (20%) of the compensation to
be paid by City to Consultant for the Services, such Extra Work may be agreed to by the
Parties, by written amendment to this Agreement, executed by City's City Manager.
Consultant shall not perform, nor be compensated for, Extra Work without such written
authorization from City.
ARTICLE 5 - PAYMENTS TO CONSULTANT
5.1 City shall pay Consultant the sum of Thirty Thousand Dollars ($30.000) as compensation
for the Services. In addition to such compensation. City shall reimburse Consultant for
expenses incurred in performing the Services in an amount not to exceed Fifteen
Thousand Five Hundred Dollars ($15,500). Reimbursable expenses include costs of
travel, clerical support, placement of ads, criminal and civil background checks,
education verification, newspaper search, postage, printing, photocopying and telephone
charges.
5.2 Consultant shall submit monthly invoices to City describing the services performed
during the preceding month. Consultant's invoices shall include a brief description of the
Services performed, the dates the Services were performed, and a description of
reimbursable expenses, if any. City shall pay Consultant no later than thirty (30) days
after receipt and approval by City of Consultant's invoice, provided the Services reflected
in the invoice were performed to the reasonable satisfaction of City in accordance with
the terms of this Agreement, provided that all expenses, rates and other information set
forth in the invoice are consistent with the terms and conditions of the Agreement.
5.3 All notices shall be given in writing by personal delivery or by United States mail.
Notices sent by mail should be addressed as follows:
City Consultant
N. Enrique Martinez Bob Murray
City Manager Bob Murray & Associates
City of Redlands 1677 Eureka Road, Suite 202
P.O. Box 3005 Roseville, CA 95661
Redlands, CA 92373 Tel: (916) 784-9080
DJM Agree Draft I\ecuti‘e Recruitment Agreement
-31,2007 7:38 AM
When so addressed, such notices shall be deemed given upon deposit in the United States Mail.
Changes may be made in the names and addresses of the person to who notices and payments are
to be given by giving notice pursuant to this section 5.3.
ARTICLE 6 - INSURANCE AND INDEMNIFICATION
6.1 All insurance required by this Agreement shall be maintained by Consultant for the
duration of its performance of the Services. Consultant shall not perform any Services
unless and until all required insurance listed below is obtained by Consultant. Consultant
shall provide City with certificates of insurance and endorsements evidencing such
insurance prior to commencement of the Services. All insurance policies shall include a
provision prohibiting cancellation of the policy except upon thirty (30) days prior written
notice to City.
6.2 Workers Compensation and Employer's Liability.
A. Consultant shall secure and maintain Workers Compensation and Employer's
Liability insurance throughout the duration of this Agreement in accordance with the
laws of the State of California, with an insurance carrier acceptable to City.
B. Consultant expressly waives all rights to subrogation against City, its elected
officials. officers and employees for losses arising from work performed by Consultant
for City by expressly waiving Consultant's immunity for injuries to Consultant's
employees and agrees that the obligation to indemnify, defend and hold harmless
provided for in this Agreement extends to any claim brought by or on behalf of any
employee of Consultant. This waiver is mutually negotiated by the Parties. This waiver
shall not apply to any damage resulting from the sole negligence of City. its employees or
agents. To the extent any of the damages referenced herein were caused by or resulted
from the concurrent negligence of City, its agents or employees, the obligations provided
herein to indemnify, defend and hold harmless are valid and enforceable only to the
extent of the negligence of Consultant. its officers, agents and employees.
6.3 Hold Harmless and Indemnification. Consultant shall defend, indemnify' and hold
harmless City and its elected officials, employees and agents from and against any and all
claims, losses or liability, including attorneys fees, arising from injury or death to
persons or damage to property occasioned by Consultant's and its officers', employees'
and agents' sole negligent acts or omissions in performing the Services.
6.4 Assignment. Consultant is expressly prohibited from assigning any of the Services
without the express prior written consent of City. In the event of agreement by the
Parties to assign a portion of the Services, Consultant shall add the assignee as an
additional insured and provide City with the insurance endorsements required by this
Agreement prior to the performance of any Services by the assignee. Assignment does
I)JM Agree Draft \cc:nth e Recruitment Agreement 3
7 31 2007 7 38 AM
not include printing or other customary reimbursable expenses that may be provided for
in this Agreement.
6.5 Comprehensive General Liability Insurance. Consultant shall secure and maintain in
force throughout the term of this Agreement comprehensive general liability insurance
with carriers acceptable to City. Minimum coverage of One Million Dollars($1,000,000)
per occurrence and Two Million Dollars ($2,000,000) aggregate for public liability,
property damage and personal injury is required. City shall be named as an additional
insured. Such insurance shall be primary and non-contributing to any insurance or self-
insurance maintained by City.
6.6 Professional Liability Insurance. Consultant shall secure and maintain professional
liability insurance throughout the term of this Agreement in the amount of One Million
Dollars($1,000,000) per claim made.
6.7 Business Auto Liability Insurance. Consultant shall have business auto liability
coverage, with minimum limits of One Million Dollars ($1,000,000) per occurrence,
combined single limit for bodily injury liability and property' damage liability. This
coverage shall include all Consultant owned vehicles used in connection with
Consultant's provision of the Services, hired and non-owned vehicles, and employee non-
ownership vehicles. Such insurance shall be primary and non-contributing to any
insurance or self insurance maintained by City. City shall be named as an additional
insured.
ARTICLE 7 - CONFLICTS OF INTEREST
7.1 Consultant covenants and represents that it does not have any investment or interest in
real property and shall not acquire any interest, direct or indirect, in the geographical area
covered by this Agreement or any' other source of income, interest in real property or
investment which would be affected in any manner or degree by the performance of
Consultant's Services. Consultant further covenants and represents that in the
performance of its duties hereunder. no person having any such interest shall perform any
Services under this Agreement.
7.2 Consultant agrees it is not a designated employee within the meaning of the Political
Reform Act because Consultant:
A. Does not make or participate in:
(i) the making or any governmental decisions regarding approval of a rate,
rule or regulation, or the adoption or enforcement of laws;
(ii) the issuance, denial, suspension or revocation of permits, licenses.
applications, certifications, approvals, orders or similar authorizations or
entitlements:
Dim'Agree.1)rdft F vecutive Recruitment Agreement 4
7/31'2007 7:38 AM
(iii) authorizing City to enter into, modify or renew a contract:
(iv) granting City approval to a contract that requires City approval and to
which City is a party, or to the specifications for such a contract;
(v) granting City approval to a plan, design, report, study or similar item;
(vi) Adopting, or granting City approval of, policies, standards or guidelines
for City or for any subdivision thereof.
B. Does not serve in a staff capacity with City and in that capacity participate in
making a governmental decision or otherwise perform the same or substantially all the
same duties for City that would otherwise be performed by an individual holding a
position specified in City's Conflict of Interest Code under Government Code section
87302.
7.3 In the event City officially determines that Consultant must disclose its financial interests
by completing and filing a Fair Political Practices Commission Form 700, Statement of
Economic Interests. Consultant shall file the subject Form 700 w ith the City' Clerk's
office pursuant to the written instructions provided by the Office of the City Clerk.
ARTICLE 8 - GENERAL CONSIDERATIONS
8.1 AttorneysFees. In the event any action is commenced to enforce or interpret any of the
terms or conditions of this Agreement the prevailing Party shall, in addition to any costs
and other relief, be entitled to the recovery of its reasonable attorneys' fees. including fees
for the use of in-house counsel by a Party.
8.2 Prohibition Against Assignment. Consultant shall not assign any of the Services, except
with the prior written approval of City and in strict compliance with the terms. and
conditions of this Agreement.
8.3 Documents and Records. All documents, records. drawings, designs, cost estimates,
electronic data files, databases and other documents developed by Consultant in
connection with its performance of the Services, and any copyright interest in such
documents, shall become the property of City and shall be delivered to City upon
completion of the Services, or upon the request of City. Any reuse of such documents,
and any use of incomplete documents, shall be at City's sole risk.
8.4 Independent Contractor Status. Consultant is for all purposes under this Agreement an
independent contractor and should perform the Services as an independent contractor.
Neither City nor any of its agents shall have control over the conduct of Consultant or
any of Consultant's employees, except as herein set forth. Consultant shall supply all
tools and instrumentalities required to perform the Services. All personnel employed by
Consultant are for its account only. and in no event shall Consultant or any personnel
DiM Agree,Dratt I recuthe Recruitment Agreement 5
7 31/2007 7 38 AM
retained by it be deemed to have been employ ed by City or engaged by City for the
account of. or on behalf of City. Consultant shall have no authority, express or implied,
to act on behalf of City in any capacity whatsoever as an agent, nor shall Consultant have
any authority, express or implied,to bind City to any obligation.
8.5 Termination.
A. Unless earlier terminated, as provided for below, this Agreement shall terminate
upon completion and acceptance of the Services by City.
B. This Agreement may be terminated by City, in its sole discretion, by providing
five (5) business days prior written notice to Consultant (delivered by certified mail,
return receipt requested) of City's intent to terminate.
C. if this Agreement is terminated by City. an adjustment to Consultant's
compensation shall be made, but (1) no amount shall be allowed for anticipated profit or
unperformed services, and (2) any payment due Consultant at the time of termination
may be adjusted to the extent of any additional costs to City' occasioned by any default by
Consultant.
D. Upon receipt of a termination notice, Consultant shall immediately discontinue its
provisions of the Services and, within five (5) days of the date of'the termination notice,
deliver or otherwise make available to City, copies (in both hard copy and electronic
form. where applicable) of any data, design calculations, drawings, specifications,
reports. estimates. summaries and such other information and materials as may have been
accumulated by Consultant in performing the Services. Consultant shall be compensated
on a pro-rata basis for Services completed up to the date of termination.
8.6 Books and Records. Consultant shall maintain any and all books, ledgers. invoices,
accounts and all other records and documents evidencing costs and expenses related to
the Services for a period of three (3) years, or for any longer period required by law, from
the date of final payment to Consultant pursuant to this Agreement. Such books shall be
available at all reasonable times for examination by City at the office of Consultant.
8.7 Entire AgreementlAmendment. This Agreement, including the Exhibits incorporated
herein by reference, represents the entire agreement and understanding between the
Parties as to the matters contained herein, and any prior negotiations, written proposals or
verbal agreements relating to such matters are superseded by this Agreement. Any
amendment to this Agreement shall be in writing, approved by City and signed by City
and Consultant.
8.8 Governing Law. This Agreement shall be governed by and construed in accordance with
the laws of the State of California.
MI Agree Draft I xecu6Ne Recinament Agreement 6
7,31 2007 7 38 AM
_4.-4 00.0044'04.
,74
8.9 Severability. If one or more of the sentences. clauses, paragraphs or sections contained in
this Agreement is declared invalid, void or unenforceable by a court of competent
jurisdiction, the same shall be deemed severable from the remainder of this Agreement
and shall not affect, impair or invalidate any of the remaining sentences, clauses,
paragraphs or sections contained herein, unless to do so would deprive a Party of a
material benefit of its bargain under this Agreement.
IN WITNESS WHEREOF, duly authorized representatives of the City and Consultant
have signed in confirmation of this Agreement,
CITY OF REDLANDS
r."
By:
Jon Harrison. ayor
Attest:
City Clerk
BOB MURRAY & ASSOCIATES
By:
Bob Murray
EUM‘AgreeDraft Executhe Recruitment Agreement 7
7i3 I/2007 7:38 AM
40ri .‘‘ El 0 F3 MURRAY
likoat
r ! St As3c3CIATES
A PROPOSAL TO CONDUCT EXECUTIVE
RECRUITMENTS FOR A
Public Works Director, Redevelopment Director
& Human Resources Management Position
ON BEHALF OF THE
City of Redlands
July 5, 2007
Mr. N. Enrique Martinez, City Manager and Ms. Tina T. Kundig, Acting Administrative
Services Director
City of Redlands
35 Cajon Street, Suite 200
Redlands CA 92373
Dear Mr. Martinez and Ms. Kundig:
Thank you for inviting Bob Murray & Associates to submit a proposal to conduct
the Public Works Director, Redevelopment Director & Human Resources
Management Position recruitments for the City of Redlands. The following
proposal details our qualifications and describes our process of identifying,
recruiting and screening outstanding candidates on your behalf. It also includes a
proposed budget, timeline and sample recruitment brochures.
At Bob Murray and Associates, we pride ourselves on providing quality search
to local governments. Through many years of experience, we have created an
ideal recruitment process by combining our ability to help you to determine the
direction of the search and the types of candidates you seek with our experience
recruiting candidates who are not necessarily looking for a job and are doing
well in their current position. Working with professionalism, integrity and
personal attention, our team-oriented search process, in addition to our proven
expertise, ensures that the candidates we present for your consideration will
match the criteria you have established and will be outstanding in their field.
A significant portion of our process focuses on conducting thorough and
confidential background investigations of the top 2-3 candidates to ensure that
nothing about them is left undiscovered. We have candid discussions with
references who have insight into the candidate's experience, style and ethics;
conduct a search of newspaper articles; and run credit, criminal and civil records
reports. This ensures that the chosen candidates will not only be excellent fits
with the City of Redlands, but also that they will reflect positively upon your
organization.
To learn first hand of the quality of our service and our recruitment successes, we
invite you to contact the references listed on page 13 of the attached proposal.
We look forward to your favorable consideration of our qualifications. Please do not
hesitate to contact us at (916) 784-908() should you have any questions.
Sincerely,
Bob Murray and Associates
TABLE OF CONTENTS
FIRM PROFILE 2
FIRM EXPERIENCE 3
KEY PERSONNEL 5
•
THE RECRUITMENT PROCESS9
S l'EP I DEVELOPING THE CANDIDATE PROFILE................. ............... 9
STEP 2 ADVERTISING CAMPAIGN AND RECRUITMENT BROCHURE 9
STEP 3 RECRUITING CANDIDATES................... .. ...... 9
STEP 4 SCREENING CANDIDATES 10
S iip 5 PERS()NAL INTERVIEWS 10
STEP 6 PUBLIC RECORD SEARCH 10
STEP 7 RECOMMENDATION 10
STEP 8 FINAL INTERVIEWS.................................. ......................... 10
STEP 9 BACKGROUND CHECKS /DETAILED REFERENCE CHECKS11
STEP10 NEGOTIATIONS................. .................... ............................ 1
STEP 11 COMPLETE ADMINISTRATIVE ASSISTANCE 11
BUDGET AND TIMING...............................................12
PROFESSIONAL FEE AND EXPENSES 12
TIMING 12
REFERENCES..............................................................13
INFORMATION NEEDED FROM THE CITY.............14
FIRM PROFILE
Formed in May 2000, Bob Murray and Associates to bring a unique and personal approach
to executive recruitment. We are firmly entrenched in the belief that we work for the
client. As a result, when we conduct a recruitment, you determine how the search will
proceed and what types of candidates you are looking for. You define your needs and
goals and we act accordingly. You, the client, are behind the controls of the
recruitment
Through this belief, our firm is committed to providing personal attention to the
smallest details of your recruitment and to making sure that the candidates we
present for your consideration are outstanding. Standing alone, however, that
belief does not produce quality candidates. With Bob Murray and Associates'
proven expertise in the field of executive recruitment, this belief turns your needs
into your reality.
In his 25 years as an executive recruiter, Bob Murray, the firm's principal, has
proven again and again that he knows how to find outstanding candidates. With
a national reputation for excellence, Bob Murray and Associates has successfully
placed administration, engineering, human resources, legal, library, finance, fire,
parks and recreation, planning, police, public affairs, public works, and
technology professionals among others.
Bob Murray and Associates is a small corporation consisting of nine full time
staff members including Bob Murray, President; Regan Williams, Vice
President; Jim Antonen, Senior Manager, Jennifer Nitrio-Saleem, Manager;
Greta Lawson, Principal Consultant; Renee Narloch, Senior Consultant,
Amanda Sanders, Consultant; Roseanna Karr, Executive Assistant; and Rosa
Gomez, Administrative Assistant. All work is performed from our Roseville,
California office. Bob Murray and Associates is known throughout the industry
by both clients and candidates alike, as the leading firm in terms of customer
service. We pride ourselves on our responsiveness to clients and candidates and
assure the City that you will receive the highest caliber of service from every
member of our team.
Mr. Murray, Mr. Antonen and Ms. Nitrio-Saleem will be working jointly on the
Public Works Director, Redevelopment Director and Human Resources
Management Position recruitments. Ms. Lawson and Ms. Sanders will be assisting
each of the recruiters as well.
City of Redlands
Page 2
FIRM EXPERIENCE
With respect to the Public Works Director, Redevelopment Director & Human Resources
Management Position recruitments, Bob Murray and Associates offers the following
expertise:
Bob Murray & Associates has an unmatched record of success in recruiting local
government and special district professionals. Currently, we are conducting
Public Works recruitments on behalf of the California cities of Modesto
(Deputy Director of Public Works), and Needles (Utilities Manager/City
Engineer), as well as the City of Grants Pass, OR (Public Works Director).
Out recent experience includes the Director of Public Works recruitments
for the California cities of Belmont, Galt, Fresno, Half Moon Bay,
Inglewood, Lathrop (Assistant Public Works Director), Los Banos, Pico
Rivera (Public Works Director/City Engineer), Pomona (Public Works
Director and Deputy Public Works Director/Assistant City Engineer),
San Carlos (Assistant Director of Public Works), San Jose (Deputy
Director of Public Works — Airport), Santa Cruz, Stockton (Deputy
Public Works Director), Upland, and the Town of Tiburon (Public
Works Director/Town Engineer), in addition to Tehama County, CA;
Clark County, NV; Chandler, AZ; and Maple Valley, WA. We also
conducted the Public Services Director recruitment for Morro Bay and
the Public Utilities Director recruitment for Aurora, CO. Previous Public
Works Director recruitments we have conducted in the past three years
include the California cities of Fremont, Mountain View, Oceanside,
Pasadena, Pleasanton, Sunnyvale, and Phoenix, AZ. Our knowledge of
outstanding candidates and extensive network of contacts in the public
works field will ensure that the City of Redlands has an outstanding group
of finalists from which to select your new Public Works Director.
With over 25 years of experience, we have conducted hundreds of searches
for municipal and special district executives, including many Economic
Development/Redevelopment Directors. Currently we are conducting the
Economic Development Director searches on behalf of the California cities
of Salinas and Tracy, as well as the City of Vancouver, WA. Recent
economic development and redevelopment experience includes recruitments
on behalf of the California cities of Chula Vista (Executive Director/CEO of
the Redevelopment Corporation), Fremont (Redevelopment Agency Director),
Fullerton (Economic Development and Redevelopment Director and
Development Services Director), Hesperia (Redevelopment Director),
Huntington Beach (Deputy City Administrator - Economic and Redevelopment),
Milpitas (Economic Development Manager), Morro Bay, (Public Services
Director), Rocklin (Assistant City Manager/Economic Development Director),
Sacramento (Economic Development Director), Tracy, (Development and
Engineering Services Director), Yuba City (Assistant City Manager/Development
Services Director), and the Centre City Development Corporation (Executive Vice
President), and in addition to Glendale, AZ (Economic Development Director) and Salem,
()iv of Redlands
Page 3
OR (Urban Development Administrator). This valuable experience will be an asset when
conducting your Redevelopment Director recruitment.
sii) In addition, our experience conducting recruitments for professionals within the field
of human resources will be an asset when conducting your Human Resources
Management Position recruitment. Currently, we are conducting the Human
Resources Manager search on behalf of the City of Benicia. Our recent experience
in conducting Human Resources Director searches include for the cities of
Anaheim, Chino, Corona, Mountain View, Newark, Ontario, Palm Desert,
Petaluma, Pomona, Riverside, Rocklin, Stockton (Deputy Human Resources
Director),West Covina, North Las Vegas,NV,Tehama County, CA, Chandler,
AZ, Clackamas County, OR and Gresham, OR. In addition, we have
conducted the Human Resources Director recruitments on behalf of the
Administrative Office of the Courts, Judicial Council of California, Inland
Empire Utilities Agency, Oro Loma Sanitary District, Palmdale Water
District Delta Diablo Sanitation District, Contra Costa Water District, and
City-County Insurance Authority, OR.
Bob Murray &Associates is familiar with San Bernardino County and the
surrounding region. Recently we conducted recruitments on behalf of the
cities of Chino Hills (City Clerk, City Engineer, Community
Development Director and Finance Director), Colton (Police Chief),
Needles (City Manager, City Engineer/Utilities Manager and City
Planner), Ontario (Administrative Services Officer and Human
Resources Director), Rancho Cucamonga (Animal Services Director, Fire
Chief and Deputy Fire Chief), San Bernardino (Police Chief), Upland
(Fire Chief, Redevelopment Director and Public Works Director,), and
Yucca Valley (Management Services Director and Community
Development Director), in addition to the Airport Director search for
Big Bear Airport and the Human Resources Manager and Manager of
Information Services searches for the Inland Empire Utilities Agency.
Our knowledge of the region, its issues and the County's outstanding
quality of life will be an asset in presenting this opportunity to prospective
candidates.
Our experience designing and conducting successful recruitment processes on
behalf of cities, counties and special districts is unmatched in the field. Our
process is specifically designed to meet your needs. We have developed and
carried out numerous recruitment processes involving a wide variety of interests
both inside and outside the organization. Should the City so desire, we can
develop a process that provides a forum for the participation of members of the
City Council, Department Heads, staff and representatives of the community, as
appropriate, in both the development of the candidate profile, as well as the
selection process. Our expertise includes designing interview strategies that involve
these groups in the process, while ensuring that the Appointing Authorities are able to
make the final selection. In addition, we can facilitate the discussion among these
groups that leads to a consensus concerning the ideal candidate. Our knowledge of how
to develop an effective process that is suited specifically to the needs of the City is
unsurpassed.
( Iry of Redlands
Page 4
KEY PERSONNEL
BOB MURRAY,PRESIDENT
Mr. Murray brings over 25 years experience as a recruiter. Mr. Murray is recognized as
one of the nation's leading recruiters. He has conducted hundreds of searches for cities,
counties, and special districts. He has been called on to conduct searches for some of
the largest most complex organizations in the country and some of the smallest. Mr.
Murray has conducted searches for chief executives, department heads, professional
and technical positions. Mr. Murray has taken the lead on the firm's most difficult
assignments with great success. His clients have retained him again and again given
the quality of his work and success in finding candidates for difficult to fill
positions.
Prior to creating Bob Murray & Associates, Mr. Murray directed the search
practice for the largest search practice serving local government in the country.
Mr. Murray has worked in local government and benefits from the knowledge of
having led an organization. Prior to his career in executive search he served as
the City Manager for the City of Olympia, Washington. He has also served as
an Assistant City Manager and held positions in law enforcement.
Mr. Murray received his Bachelor's degree in Criminology from the University
of California at Berkeley with graduate studies in Public Administration at
California State University at Hayward.
REGAIN WILLIAMS,VICE PRESIDENT
Mr. Williams brings 30 years of local government experience to Bob Murray and
Associates. Most recently, he worked as a private consultant with Deloitte and
Touche on various public sector assignments. Prior to that, he served as Director
of Public Safety with the City of Sunnyvale, CA.
Mr. Williams was involved in the development of some of Sunnyvale's most
innovative programs and has a national reputation for excellence in law
enforcement. He has been responsible for numerous recruitments throughout his
career. Clients find his insight and expertise in recruitment and selection a valuable
asset.
Mr. Williams received his Bachelor's degree in Administration of Justice from San Jose
State University. He is also a graduate of the FBI National Academy.
Lit) of Redlands
Page 5
JIM ANTONEN,SENIOR MANAGER
Mr. Antonen brings 29 years of local government experience to Bob Murray and Associates,
twenty-seven of those as a City Manager. Most recently he served as City Manager in the City
of Davis, CA.
Mr. Antonen has been involved in city management for the past twenty seven years both
in Minnesota and South Dakota. He served on the League of Minnesota Cities Insurance
Trust Board for nine years, three of which he was Chair. Mr. Antonen also served as
President of the Minnesota City County Management Association. He brings a
background of working for both the State and Federal government.
Mr. Antonen has a Masters in Public Administration from the University of South
Dakota and a Bachelor's of Science Degree in History and Political Science from
Dakota State College. He also did graduate work at the American University in
Washington, D.C. Mr. Antonen is an ICMA Credentialed Manager and a past
Board Member of Cal-ICMA.
JENNIFER NITRIO-SALEEM,MANAGER
Ms. Nitrio-Saleem's diverse background includes extensive expertise working
with counties, municipalities, special districts, and other organizations in the
western half of the United States conducting recruitments for development,
engineering, human resources, library, finance, fire, parks and recreation,
planning, public works, redevelopment, technology and transportation
professionals to name a few.
Ms. Nitrio-Saleem is know for her personal approach to executive se2irch as she
works closely with clients and candidates alike to ensure a successful search.
Clients and candidates express again and again that it is always a positive and
refreshing experience to work with Ms. Nitrio-Saleem.
Ms. Nitrio-Saleem is very active in the community and serves on the Board of
Directors with two local non-profit organizations. Her contributions include
forming partnerships with the business community, extensive grant writing, chairing
large fundraising efforts, recruiting volunteers and writing articles and reports for the
organizations.
Ms. Nitrio-Saleem received her Bachelor's of Arts Degree in Ethnic Studies, summa
cum laude, from California State University, Sacramento. She is a life member of the Phi
Kappa Phi Honor Society and the Golden Key Honor Society.
Clhol Redlands
P tge 6
GRETA LAWSON,PRINCIPAL CONSULTANT
Ms. Lawson actively contributes to Bob Murray and Associates' goal of providing exceptional
customer service through close coordination with our clients. She conducts research, recruits
candidates, and performs detailed background verifications, including reference checks, on
candidates. She also serves as a liaison between candidates and clients in order to ensure an
outstanding recruitment process that results in the selection of the clients' chosen
candidate(s).
Ms. Lawson is uniquely qualified to assist clients in all aspects of executive recruitment.
With several years of industry experience, Ms. Lawson is noted for her customer
service skills and follow through with clients and candidates alike.
Ms. Lawson received her Bachelor's of Art Degree in English from California State
University,Sacramento and is a life member of the Golden Key Honor Society.
RENEE NARLOCH,SENIOR CONSULTANT
Renee Narloch has extensive experience in public sector recruitments nationwide.
She was formerly employed by vL\XIMUS as a senior consultant with sole
responsibility for executive search efforts in the Southeastern United States. She
also worked in the Cost Allocation division providing governmental cost
accounting and data management services to the public sector, including Alachua
County, Florida.
Ms. Narloch has ten years of experience in Executive Recruitment and has been
involved in over 100 national searches. Prior to her recruitment career, she worked
for three Fortune 500 companies in their sales, marketing and financial accounting
divisions. Ms. Narloch has been responsible for all facets of recruitment including
project management, recruiting candidates, conducting preliminary interviews and
detailed reference inquires; and assisting clients in final interviews and negotiations.
Residing in Florida, Ms. Narloch currently assists Bob Murray & Associates on an as
needed basis with recruitments in the mid-west and east coast as well as with outreach
efforts on the west coast.
Ms. Narloch received her Bachelors of Arts degree in Information Studies, summa cum
laude, at Florida State University.
cit!,
1):1),c,
AMANDA SANDERS,CONSULTANT
As a consultant with Bob Murray & Associates, Ms. Sanders is responsible for research,
candidate recruitment and screening, as well as reference checks and background verifications.
She focuses on client communication and works closely with clients to coordinate candidate
outreach and ensure a successful search.
Ms. Sanders brings several years of industry experience as she worked for one of the
nation's largest recruitment forms. Her insight into the recruitment process is a valuable
asset to Bob Murray&Associates.
Ms. Sanders received her Bachelor's of Arts degree in Communications from the
University of Wyoming.
Cin-of Redlands
Page 8
THE RECRUITMENT PROCESS
Bob Murray and Associates' unique and client oriented approach to executive search will
ensure that the City of Redlands has quality candidates from which to select the new Public
Works Director, Redevelopment Director & Human Resources Management Position.
Outlined below are the key steps in our recruitment process.
STEP 1 DEVELOPING THE CANDIDATE PROFILE
Our understanding of the City of Redlands's needs will be key to successful searches.
We will work with the Appointing Authorities to learn as much as possible about the
organization's expectations for a new Public Works Director, Redevelopment
Director & Human Resources Management Position. We want to learn the values
and culture of the organization, as well as understand the current issues, challenges
and opportunities that face the City of Redlands. We also want to know the
Appointing Authorities' expectations regarding the knowledge, skills and abilities
sought in the ideal candidates and will work with the City to identify expectations
regarding education and experience. Additionally, we want to discuss
expectations regarding compensation and other items necessary to complete the
successful appointment of the ideal candidates. The profiles we develop
together at this stage will drive subsequent recruitment efforts.
STEP 2 ADVERTISING CAMPAIGN AND RECRUITMENT BROCHURE
After gaining an understanding of the City of Redlands's needs, we will design
effective advertising campaigns appropriate for the Public Works Director,
Redevelopment Director & Human Resources Management Position
recruitments. We will focus on professional journals that are specifically suited to
the Public Works Director, Redevelopment Director & Human Resources
Management Position searches. We will also develop professional recruitment
brochures on the Appointing Authorities' behalf that will discuss the community,
organization, position and compensation in detail. Once completed, we will mail
the profiles to an extensive audience, making them aware of the exciting
opportunities with the City of Redlands.
STEP 3 RECRUITING CANDIDATES
After cross-referencing the profiles of the ideal candidates with our database and
contacts in the field, we will conduct aggressive outreach efforts, including making
personal calls to prospective applicants, designed to identify and recruit outstanding
candidates. We recognize that the best candidate is often not looking for a new job and
this is the person we actively seek to convince to become a candidate. Aggressively
marketing the Public Works Director, Redevelopment Director & Human Resources
Management Position positions to prospective candidates will be essential to the success of
the searches.
City of Redlands
ige 9
STEP 4 SCREENING CANDIDATES
Following the closing date for the recniitrnents, we will screen the resumes we have received.
We will use the criteria established in our initial meetings as a basis upon which to narrow
the field of candidates.
STEP 5 PERSONAL INTERVIEWS
We will conduct personal interviews with the top 10 to 12 candidates with the goal of
determining which candidates have the greatest potential to succeed in your
organization. During the interviews we will explore each candidate's background
and experience as it relates to the Public Works Director, Redevelopment Director
& Human Resources Management Position positions. In addition, we will discuss
the candidate's motivation for applying for the position and make an assessment
of his/her knowledge, skills and abilities. We will devote specific attention to
establishing the likelihood of the candidate's acceptance of the position if an
offer of employment is made.
STEP 6 PUBLIC RECORD SEARCH
Following the interviews,we will conduct a review of published articles for each
candidate. Various sources will be consulted including LexisNexisTM, a
newspaper/magazine search engine, Google, and local papers for the
community's in which the candidates have worked. This alerts us to any further
detailed inquiries we may need to make at this time.
STEP 7 RECOMMENDATION
Based on the information gathered through meetings with your organization and
personal interviews with candidates, we will recommend a limited number of
candidates for your further consideration. We will prepare a detailed written
report on each candidate that focuses on the results of our interviews and public
record searches. We will make specific recommendations, but the final
determination of those to be considered will be up to you.
STEP 8 FINAL INTERVIEWS
Our years of experience will be invaluable as we help you develop an interview
process that objectively assesses the qualifications of each candidate. We will adopt an
approach that fits your needs, whether it is a traditional interview, multiple interview
panel or assessment center process. We will provide you with suggested interview
questions and rating forms and will be present at the interview/assessment center to
facilitate the process. Our expertise lies in facilitating the discussion that can bring about
a consensus regarding the final candidates.
(..,Iry of Redhilds
Page 10
We will work closely with your staff to coordinate and schedule interviews and candidate
travel. Our goal is to ensure that each candidate has a very positive experience, as the
manner in which the entire process is conducted will have an effect on the candidates'
perception of your organization.
STEP 9 BACKGROUND CHECKS/DETAILED REFERENCE CHECKS
Based on final interviews we will conduct credit, criminal, civil litigation and
motor vehicle record checks for the top one to three candidates. In addition,
those candidates will be the subjects of detailed, confidential reference checks.
In order to gain an accurate and honest appraisal of the candidates' strengths
and weaknesses, we• will talk candidly with people who have direct
knowledge of their work and management style. We will ask candidates to
forward the names of their supervisors, subordinates and peers for the
past several years. Additionally, we make a point of speaking
confidentially to individuals who we know have insight into a candidate's
abilities, but who may not be on his/her preferred list of contacts. At
this stage in the recruitment we will also verify candidates'degrees.
STEP 10 NEGOTIATIONS
We recognize the critical importance of successful negotiations and
can serve as your representative during this process. We know what
other organizations have done to put deals together with great
candidates and will be available to advise you regarding current
approaches to difficult issues such as housing and relocation. We will
represent your interests and advise you regarding salary, benefits and
employment agreements with the goal of putting together a deal that
results in the appointment of your chosen candidate. Most often we
can turn a very difficult aspect of the recruitment into one that is
viewed positively by both you and the candidate.
STEP 11 COMPLETE ADMINISTRATIVE ASSISTANCE
Throughout the recruitments we will provide the Appointing Authorities
with updates on the status of the searches. We will also take care of all
administrative details on your behalf. Candidates will receive personal
letters advising them of their status at each critical point in the recruitment.
In addition, we will respond to inquiries about the status of their candidacy
within twenty-four hours. Every administrative detail will receive our
attention. Often, candidates judge our clients based on how well these details
are handled.
City of Redlands
Page 11
BUDGET AND TIMING
PROFESSIONAL FEE AND EXPENSES
The consulting fee for conducting the Public Works Director, Redevelopment Director &
Human Resources Management Position recruitments on behalf of the City of Redlands
is $30,000 plus expenses. Services provided for the fee consist of all steps outlined in
this proposal including six (6) days of meetings on site.
The City of Redlands will be responsible for reimbursing expenses Bob Murray and
Associates incurs on your behalf. Dependent upon how many searches are
conducted simultaneously, we estimate expenses for this project to range from
$9,500-$15,500. Reimbursable expenses include such items as the cost of travel,
clerical support, placement of ads, credit, criminal and civil checks, education
verification, as well as newspaper searches. In addition, postage, printing,
photocopying, and telephone charges will be allocated.
TIMING
We are prepared to start work on this assignment immediately and anticipate
that we will be prepared to make our recommendation regarding finalists within
seventy five to ninety days from the start of the search.
Week Task:
1 Conduct meeting with
Appointing Authority and others
involved in the process
2 Write recruitment brochure and
advertisement
3 Appointing Authority reviews
recruitment brochure and
advertisement
4 Recruitment brochure printed and
advertisements placed
5 Active recruitment of candidates
begins
9 Closing date
10 Screen Resumes
11-12 Recruiter interviews top candidates
12-13 Public Records Search
14 Review recommendations with
Appointing Authority
15 Appointing Authority interviews, follow up
interviews and consultant background and
detailed reference checks
16 Candidate selected
Citv of Redlands
Page 12
REFERENCES
Clients and candidates are the best testament to our ability to conduct quality
searches. Unless otherwise noted, services performed for the following clients
were based on a 16 week schedule and included all services listed in the "Budget
and Timing" section. Clients for whom Bob Murray and Associates has recently
conducted searches are listed below.
CuEvr City of Upland
POSITION: Public Works Director, Redevelopment Director and Fire
Chief
REFERENCE: Mr. Robb Quincey, City Manager, (909) 931-4106
CLIENT: City of Pomona
POSITION.' Public Works Director, Deputy Public Works
Director/Assistant City Engineer, Human Resources
Director, Assistant City Manager and Community Services
Director
REFERENCE: Mr. Douglas Dunlap, City Manager, (909) 620-2051
CLIENT: City of Inglewood
POSITION: Public Works Director and Accounting Manager
REFERENCE: Mr.Jeff Muir, Deputy City Administrator, (310)412-5111
CLIENT: City of Fullerton
POSITION: Director of Redevelopment and Economic Development,
Director of Community Development, and Fire Chief
REFERENCE: Mr. Chris Meyer, City Manager, (714) 738-6310
CUENT: City of Fremont
POSITION: Redevelopment.Agency Director, City Manager, City Clerk,
and Fire Chief
REFERENCE: Mr. Robert Wasserman, Mayor, (510-284-4011) or Mr. Fred
Diaz, City Manager, (510) 494-4895
CLIENT: City of Anaheim
POSITION: Human Resources Director and Community Services Director
REFERENCE: Mr. David Morgan, City Manager, (714) 765-5162 or Mr. Tom
Wood, Assistant City Manager, (714) 765-5162
CLIENT: City of Newark
POSITION: Personnel Director, Fire Chief, Assistant Fire Chief, and
Community Development Director
REFERENCE: Mr.John Becker, City Manager, (510) 790-7272
city of Redlands
Plge 13
-----.----.,.m,*.„Lmrwmwvpnwnt*Avg-TvvmwmtPSSISMPBWPAAWSRPPPWOFEPWIRINUMfn
INFORMATION NEEDED FROM THE CITY
En order to conduct the Public Works Director, Redevelopment Director and
Human Resources Management Position recruitments, we would ask the City to
provide the following:
'E City of Redlands's description (including general background
information/marketing materials);
4 City and Department organization charts, City and Department budgets and
number of staff;
-4 Job descriptions for each position, as well as the salary ranges and benefits;
4 Pictures of the City — Preferred Resolution: 300 dpi at size, Minimum
Acceptable Resolution: 225 dpi at size. We use several different sizes of
pictures in the brochures ranging from 2"x2" to 4"x4." Note: The image
resolution must be the original resolution of the image scan or capture.
"Up-sampling" images to a larger size does not work because you don't
gain any new information. There are a few situations where we can "up-
sample" images using some specialized fractal-based software to actually
increase resolution. This works best with organic content. Color Mode:
RGB or CMYK. File Formats for Images: TIFF, High Quality JPEG,
Photoshop EPS. File Formats for Logos: Adobe Illustrator, vector EPS,
Macromedia Freehand, Corel Draw
Cirynt Redlands-
Page 14