HomeMy WebLinkAbout05-18-17 City Commission Meeting Materials - A1. Interview Top Three Vendors for City Manager Recruitment Commission Memorandum
REPORT TO: Honorable Mayor and City Commission
FROM:Dennis M. Taylor, Interim City Manager
Bethany Jorgenson, Human Resources Director
SUBJECT: Interview Top Three Vendors for City Manager Recruitment and
Make Selection
MEETING DATE: May 18, 2017
AGENDA ITEM TYPE: Action Item
RECOMMENDATION: Interview top three vendors for the City Manager recruitment, and
select vendor to conduct the recruitment.
RECOMMENDED MOTION: I move to select [VENDOR] as the executive search firm to
conduct the City Manager recruitment.
BACKGROUND: On April 20, 2017, The City Commission directed Interim City Manager,
Dennis Taylor, and Human Resources Director, Bethany Jorgenson to solicit bids for an
executive search firm to conduct the recruitment for City Manager. On May 3, 2017, the City
Commission requested a group of the top two (2) to three (3) vendors be presented and
interviewed at a future special meeting.
Human Resources Director Jorgenson contacted 10 firms, and spoke with 8. Of the 8 firms she
spoke with, six submitted proposals. Proposals included the following scope of work:
1.Develop profile and recruitment strategy;
2. Assist in determining key duties, position description and class specification;
3.Develop outreach strategy;
4.Plan and place advertisements;
1
5. Review and screen candidates;
6. Select semi-finalist candidate recommendations to present to City Commission;
7. Work with City Commission to identify finalists for final selection process;
8. Design final selection process;
9. Assist with negotiations of city manager employment agreement;
10. The individual or team that will do the work;
11. Vendor references;
12. Professional fees and expenses quote; and
13. Two year guarantee.
Firms were also asked to provide their strategy for engaging the City Commission, City staff,
and the public. Proposals were further vetted according to the following criteria:
1. Vendor name
2. Timeline
3. Commission involvement
4. Public involvement
5. Staff involvement
6. Selection process design
7. Guarantee
8. Professional package
9. City Manager recruitment experience
10. Previous City of Bozeman experience
11. Cost
The top three firms are:
• CPS HR Consulting
o Based in Sacramento, California
o City of Bozeman experience (conducted partial recruitment for Finance Director)
o Cost: $24,500
• Novak Consulting Group
o Based in Ohio
o Cost: $24,300
• Strategic Government Resources
o Based in Texas
o Cost: $23,000
Each of the finalists indicated a solid approach to information-gathering and needs assessment at
the Commission, staff, and public levels, as well as a strong outreach philosophy which includes
active and passive job seekers.
Interviews:
2
All three executive search firms will make a short presentation, and then will be ready to answer
questions from the City Commission. All interviews will occur via WebEx.
6:15 CPS HR Consulting
Teresa Webster, recruiter on this assignment
6:45 Strategic Government Resources
Ron Holifield, President and recruiter on this assignment
7:15 Novak Consulting Group
Catherine Parrish Tuck, recruiter on this assignment
UNRESOLVED ISSUES: None.
ALTERNATIVES: As suggested by the City Commission.
FISCAL EFFECTS: Anticipated costs for the City Manager recruitment are between
$23,000 and $24,500.
Report compiled on: May 14, 2017
Attached Documents: Executive Search Firm Vetting
3
Vendor Name TimelineCommission Involvement Public Involvement Staff InvolvementSelection Process DesignGuarantee Professional package CM experience Previous COB Experience? Cost CommentsCPS HR Consulting14‐16 weeksWorkshop session to develop and identify priorities, challenges, develop competencies and attributes, get strategies together Stakeholder meetings Stakeholder meetingsAll prep and candidate communication, reference checks, contract negotiation2 year for any reason, professional services waivedVery professional, beautiful brochure, very nice lookYesYes$24,500price is not‐to‐exceed, and includes up to 3 visitsNovak Consulting Group 17 weeksindividual meetings with each commissioner, and group meetings. Goal is to understand expectations and goals, then synthesize for brochure.Online surveyOnline survey and feedback from directors on traits and prioritiesAll prep and candidate communication, reference checks, contract negotiation2 year for any reason, professional services waivedVery professional, beautiful brochure, very nice lookYesNo$24,300Diversity focus. Additional expenses for advertising and backgrounds ~$2,000.Strategic Government Resources15 weeks Individual interviewsComprehensive stakeholder processinterviews with key staff and direct reportsAll prep and candidate communication, assessments, reference checks, contract negotiation18 months for any reasonMost professional proposal. Nice brochure.YesNo$23,000Great conversation with this firm. Recruiter asked great questions4
City of Bozeman
Executive Recruitment Services for
City Manager
PROPOSAL
Due Date: March 31, 2017
SUBMITTED BY:
MELISSA ASHER
Sr. Practice Leader, Products and Services
CPS HR Consulting
241 Lathrop Way
Sacramento, CA 95815
P: 916-471-3358
F: 916-561-8441
masher@cpshr.us
Tax ID: 68-0067209
www.cpshr.us
Your Path to Performance
5
Page | i
March 31, 2017
Bethany Jorgenson, Human Resources Manager
City of Bozeman
121 North Rouse
Bozeman, MT 59771
Submitted via email to: bjorgenson@bozeman.net
Subject: Executive Recruitment Services for City Manager
Dear Ms. Jorgenson:
CPS HR Consulting (CPS HR) is pleased to have the opportunity to submit a proposal to assist the
City of Bozeman (City) with the recruitment of a new City Manager. We are uniquely qualified to
undertake this effort as we have vast experience in assisting public agencies with executive
search, screening, and placement.
We possess a number of important strengths to assist the City in accomplishing the goals for this
recruitment, including:
Broad recruitment experience for public sector executive and managerial positions. CPS
HR has recruited executives and managers for a variety of positions with counties, cities,
special districts, and nonprofit entities. We have extensive experience in the recruitment
of all types of local government, executive, and professional staff, including council/board
appointed executives, department directors, and key professional and management
positions. We will apply this expertise to your recruitment.
A proven track record with more than 1,700 recruitments for 600+ clients. We
understand and appreciate the intricacies of managing the executive recruitment for an
organization, and we bring that expertise and knowledge to the recruitment process. For
this recruiting engagement, we will custom-tailor a program to fit your needs to provide
a strong, competitive pool of candidates.
An in-depth understanding of all state and local government operations, programs, and
services. This understanding has been gained through consulting engagements with local
government agencies throughout the United States.
Partial Recruiting List. Below is a partial listing of similar executive recruitments within
the past five years.
Agency Title Year Completed
Alpine, County of Assistant County Administrative Officer,
Budget and Finance 2016
Avalon, City of City Manager 2016
6
Page | ii
Agency Title Year Completed
Boulder, City of Deputy City Manager 2016
Municipal Pooling Authority Chief Administrative Officer 2016
Santa Clara, County of Deputy County Executive 2016
Anaheim, City of City Manager 2015
Garden Grove, City of City Manager 2015
Maricopa, City of City Manager 2014
Paradise Valley, Town of Town Manager 2014
Chandler, City of (Partial) Assistant City Manager 2013
It is our commitment to work in partnership with your organization to a successful result.
Thank you for the opportunity to be considered for this assignment. Should you have questions
or comments about the information presented in this proposal, please contact our proposed
project manager, Teresa Webster, at twebster@cpshr.us or (916) 471-3462.
Sincerely,
Melissa Asher
Senior Practice Leader, Products and Services
7
Proposal to the City of Bozeman
Executive Recruitment Services for City Manager
Page | 1
Methodology
The City Council and Human Resources must be intimately involved in the search for a new City
Manager. For this reason, our approach assumes their direct participation in key phases of the
search process. Additionally, at the discretion of the City Council, other key stakeholders may
also be invited to participate in focus group sessions or round-table meetings to provide input
for the development of the candidate profile.
A critical first step in a successful executive search is for the City Council to define the professional
and personal qualities required of the City Manager. To be certain this occurs, we have
developed a very effective process that will permit the City Council to clarify the preferred future
direction for the City of Bozeman (City); the specific challenges the City is likely to face in
achieving this future direction; the working style and organizational climate the City Council
wishes to establish with the City Manager; and ultimately, the professional and personal qualities
that will be required of the City Manager.
We take an aggressive approach in identifying and recruiting the best available candidates. There
are those candidates who would gladly rise to the professional challenge and apply for this
position; however, some of the best candidates are often not actively seeking a new position and
may only consider a change once we present them with your opportunity. Evoking the sense of
vision and opportunity in qualified persons is among the responsibilities of CPS HR, and we pride
ourselves in our efforts to reach the best available potential candidates.
The selection of the best available candidate requires the use of tools specifically designed to
evaluate each candidate against the personal and professional qualities identified by the City
Council. For this reason, we tailor our selection techniques to the City’s specific requirements.
In addition, we also assume responsibility for administering the selection process for the City.
Three-Phase Project Approach for Success
Our proposed executive search process is designed to provide the City with the full range of
services required to ensure the ultimate selection of a new City Manager who is uniquely suited
to the City's needs.
Develop Candidate Profile and Recruitment Strategy
Phase I Aggressive, Proactive, and RobustRecruitment
Phase II
Selection
Phase III
8
Proposal to the City of Bozeman
Executive Recruitment Services for City Manager
Page | 2
Phase I: As desired by the City, our consultant will meet with the City Council and other City
representatives to ascertain the City’s needs and ideal candidate attributes, to target our search
efforts, and maximize candidate fit with the City.
Phase II: The recruitment process is tailored to fit the City’s specific wants and needs, with
targeted advertising, combined with personal contacts with qualified individuals from our
extensive database.
Phase III: The selection process is customized for the City. CPS HR will work with the City Council
to determine the process best suited to the City of Bozeman.
9
Proposal to the City of Bozeman
Executive Recruitment Services for City Manager
Page | 3
Project Tasks
Phase I - Develop Candidate Profile and Recruitment Strategy
Task 1 - Review and Finalize Executive Search Process and Schedule
The first step in this engagement is a thorough review of the following with the City Council:
City’s needs, culture, and goals
Executive search process
Schedule
This will ensure that the City’s needs are met in the most complete manner possible.
Task 2 - Key Stakeholder Meetings
As desired by the City, CPS HR is prepared to meet with any
additional key stakeholders to obtain input in developing the
ideal candidate profile and to assist CPS HR in understanding key
issues and challenges that will face a new City Manager. The
specific nature of the involvement process would be developed
in consultation with the City. The results of the above activities
will be summarized by CPS HR and provided to the City as an
additional source of information for developing the candidate
profile and selection criteria.
Task 3 - Candidate Profile and Recruitment Strategy Development
This task will be accomplished during a workshop session involving the City Council and CPS HR.
It will result in the identification of the personal and professional attributes required for the
position and will include the following activities:
The City Council will identify key priorities for the new City Manager.
CPS HR will assist the City Council in identifying the conditions and challenges likely to be
encountered in achieving the priorities identified above.
The City Council will describe the type of working relationship they wish to establish with
the City Manager.
CPS HR will assist the City in generating lists of specific competencies, experiences, and
personal attributes needed by the new City Manager in light of the analyses conducted
above.
CPS HR will present recruitment and selection strategies for the City’s consideration. The
City will choose the recruitment and selection process most likely to produce the intended
results.
10
Proposal to the City of Bozeman
Executive Recruitment Services for City Manager
Page | 4
Task 4 – Develop Recruitment Brochure
Following the completion of the workshop session, CPS HR will work with a professional graphic
artist to design a recruitment brochure and present it to the City for review prior to printing.
Please refer to the Sample Work Product section below for a sample brochure. Additional
brochure examples are available on our website at www.cpshr.us/search.
Task 5 – Place Advertisements
Advertisements (which will include a direct link to your brochure) will be prepared and placed for
publication in appropriate magazines, journals, newsletters, job bulletins, social media, and
websites to attract candidates on a nationwide, regional, local, or targeted basis, depending on
the preference of the City. CPS HR will present examples to the City for review and approval.
Examples may include:
Advertising Sources
• City Website
• Montana Cities & Towns
• ELGL
• National Hispanic Network
• CPS Website
• ICMA
• NFBPA
• Women in Government
CPS HR will prepare an email distribution list containing prospective candidates and referral
sources. These individuals will receive a link to the City Manager brochure along with a personal
invitation to contact CPS HR should they have any questions about the position.
Within the past five years, we have successfully placed more than 170
minority and female candidates in executive level positions.
11
Proposal to the City of Bozeman
Executive Recruitment Services for City Manager
Page | 5
Phase II – Aggressive, Proactive, and Robust Recruitment
Task 1 - Identify and Contact Potential Candidates
This very crucial task will include a variety of activities. CPS HR will:
Contact respected and experienced industry leaders to identify outstanding potential
candidates on a referral basis. CPS HR maintains a comprehensive, up-to-date database
of such professionals; however, we do not rely solely upon our current database. We also
conduct specific research to target individuals relevant to your specific needs and
expectations to ensure that we are thorough in our efforts to market this position to the
appropriate audience and to garner a diverse and quality pool of candidates. These
individuals, as well as other potential candidates, are typically contacted very soon after
they have received a recruitment brochure in order to maximize the impact of the
multiple contacts.
Select top quality candidates for consideration from past recruitments.
Provide each potential candidate with a copy of the recruitment brochure.
Contact potential candidates to explain the career opportunity, answer questions, and
encourage them to submit a resume. Oftentimes this component necessitates multiple
conversations with the same person to pique his/her interest and to answer his/her
questions sufficiently.
As a consulting firm that interacts with hundreds of public
sector executives during engagements, we have a cadre of
individuals who we inform of recruitments, both to increase
the visibility of the opening and to attract appropriate
individuals who fit the special needs of our client.
Communication with these professionals ensures that an
accurate picture of the requirements of the job is apparent
and proliferated throughout their professional networks.
The approach utilized by CPS HR employs the following
techniques:
Communicating to candidates, through advertising materials and verbal conversations, a
strong sense of the purpose and strategy of the City. For many talented individuals,
understanding these aspects is one of the key motivators to compete in such an
environment.
Providing guidance and resources to candidates regarding the area’s cost of living, mean
and median housing prices, higher education opportunities, K-12 education information,
and other aspects of interest to those who are considering relocating to the area. We
have found that potential candidates sometimes make the decision not to apply based on
rumored information, rather than facts and research. It is our job to ensure the
candidates we are in communication with have accurate and helpful information.
12
Proposal to the City of Bozeman
Executive Recruitment Services for City Manager
Page | 6
Actively seeking individuals who are highly visible in the field – widely published, frequent
presenters and/or thought leaders – who are seemingly ready for the challenge. These
highly qualified candidates may be attracted by the prospect of collaboration with other
City departments, providing exceptional leadership to the City of Bozeman, or continuing
to ensure the public confidence in the integrity of the City.
Task 2 – Resume Review and Screening Interviews
All resumes will be submitted directly to CPS HR for initial screening.
This screening process is specifically designed to assess the personal
and professional attributes the City is seeking and will include:
A thorough review of each candidate's resume, and if
applicable, supplemental questionnaire responses and
other supporting materials.
Interviews with the candidates who appear to best meet the
City’s needs. CPS HR will spend extensive time ascertaining
each candidate’s long term career goals and reasons why
the candidate is seeking this opportunity, as well as gaining
a solid understanding of the candidate’s technical
competence and management philosophy. We will also
gather data on any other unique aspects specific to this
recruitment based upon the candidate profile.
Internet research on each candidate interviewed.
Task 3 – City Council Selects Finalists
At the conclusion of the previous tasks, CPS HR will prepare a written report that summarizes the
results of the recruitment processes and recommends candidates for further consideration by
the City. Typically the report will recommend five to eight highly qualified candidates, and will
include resumes and a profile on each interviewee's background. CPS HR will meet with the City
Council to review this report and to assist the City in selecting a group of finalists for
further evaluation.
13
Proposal to the City of Bozeman
Executive Recruitment Services for City Manager
Page | 7
Phase III – Selection
Task 1 - Design Selection Process
Based on the results of the meeting conducted in Phase I, CPS HR will design a draft selection
process. CPS HR will meet with the City to review this process and discuss the City’s preferred
approach in assessing the final candidates. The selection process will typically include an in-depth
interview with each candidate, but may also include other selection assessments such as an oral
presentation, preparation of written materials, and/or problem-solving exercises.
Task 2 - Administer Selection Process
CPS HR will coordinate all aspects of the selection process
for the City. This includes preparing appropriate
materials such as interview questions, evaluation
manuals, and other assessment exercises; facilitating the
interviews; assisting the City with deliberation of the
results; and contacting both the successful and
unsuccessful candidates.
Task 3 – Final Preparation for Appointment
Following the completion of the selection process, CPS HR will be available to complete the
following components:
Arrange Follow-up Interviews/Final Assessment Process: Should the City wish to arrange
follow-up interviews or conduct a final assessment in order to make a selection, CPS HR
will coordinate this effort.
Conduct In-Depth Reference Checks: The in-depth reference checks are a comprehensive
360 evaluation process whereby we speak with current and previous supervisors, peers,
and direct reports. (It is our policy to not contact current supervisors until a job offer is
made contingent upon that reference being successfully completed so as not to
jeopardize the candidates’ current employment situation.) The candidates are requested
to provide a minimum of six reference sources. CPS HR is able to ascertain significant,
detailed information from reference sources due to our assurance and commitment to
each individual that their comments will remain confidential, which leads to a willingness
to have an open and candid discussion, resulting in the best appointment for the City. A
written (anonymous) summary of the reference checks is provided to the City.
Conduct Background Checks: We will arrange for a background records check of a
candidate’s driving record, criminal and civil court, credit history, education verification,
newspaper article publishing’s, and other sensitive items. Should any negative or
questionable content appear during these checks, CPS HR will have a thorough discussion
with the finalist(s) and will present a full picture of the situation to the City for further
review.
14
Proposal to the City of Bozeman
Executive Recruitment Services for City Manager
Page | 8
Task 4 – Contract Negotiation (if needed)
Successful negotiations are critically important, and we are available to serve as your
representative in this process. With our expertise, we can advise you regarding current
approaches to various components of an employment package. We can represent your interests
with regards to salary, benefits, employment agreements, housing, relocation, and other aspects,
with the ultimate goal of securing your chosen candidate.
Project Timeline
The project team CPS HR has selected is prepared to begin work upon receipt of a fully-executed
contractual agreement. All search activities up to and including the selection of a new City
Manager can be completed in 14 to 16 weeks. The precise schedule will depend on the
placement of advertising in the appropriate professional journals, and the ability to schedule, as
quickly as possible, the initial meeting.
Executive Recruitment Team
Ms. Teresa Webster will serve as your dedicated project manager throughout this recruitment
process.
Teresa Webster
Profile
Ms. Webster has over 15 years of professional consulting and marketing experience in public
sector human resources, including experience in the areas of project management, marketing
communications, administration, and employee recruitment. She has worked as a CPS HR
consultant for more than ten years, where she has managed or completed a wide variety of
projects for CPS HR Consulting (CPS HR) subject matter experts and senior executive staff.
Employment History
Executive Recruiter, CPS HR Consulting
Senior Marketing Coordinator, CPS HR Consulting
Northwest Hydraulic Consultants, Inc. , West Sacramento, California
Professional Experience
Conducts recruitments for various positions for public sector clients.
Assisted the CPS HR Executive Search team as an Associate Recruiter. Wrote advertising
copy, recruitment brochure text, did email outreach, built target candidate lists based on
candidate requirements, researched other sources for outreach and candidate pools,
15
Proposal to the City of Bozeman
Executive Recruitment Services for City Manager
Page | 9
conducted screening interviews, helped facilitate candidate interviews, and performed
candidate reference checks.
Served as liaison for internal business units collaborating on long-term marketing plans
and strategies. Worked closely with unit managers, coordinators, vendors and staff
support the organization’s mission and direction.
Managed CPS HR’s Webinar Series. Worked with business units to develop monthly
webinar calendar highlighting expertise of CPS HR consultants and diverse services.
Moderates monthly sessions.
Chaired Qualification Appraisal Panels (QAPs) for the Merit System Services contract.
Lead structured interviews for social services candidates. Worked with panel members
from client counties to ensure an unbiased rating process according to merit principles.
Reviewed rating scales, discussed failing scores, and various types of rating errors with
panel members. Served on rating panel.
Conducted client visits to public agencies in California and Oregon to ensure that client
needs are met. Relayed any service issues or grievances to appropriate service manager.
Informs and educates clients on CPS HR products and services. Researched online data
to pursue potential new areas of growth.
Wrote copy for CPS HR collateral including print ads, html blasts, direct mail, and case
studies. Plans and executes e-mail and direct mail campaigns. Wrote articles for trade
journals.
Contributes on an as-needed basis as a member of CPS HR’s external website team
developing content, collaborating with work units on content page deadlines. Performs
website maintenance and page development, familiar with html code and SEO techniques
Establishes and/or maintains relationships with regional and local agencies and
associations, such as CSDA, ACWA, and MMANC, to promote CPS HR and its consultants.
Served as committee member on MMANC branding and conference initiatives
Certifications and Memberships
Certificate in Public Relations and Marketing from UC Davis Extension
2009 Sacramento Public Relations Association Volunteer of the Year
Former member of the Corporate Volunteer Council of Greater Sacramento
Education
BA, English, California State University, Pomona
16
Proposal to the City of Bozeman
Executive Recruitment Services for City Manager
Page | 10
References
Provided below is a partial list of clients we have recently worked with in providing executive
recruitment services. We are confident that these public sector clients will tout our
responsiveness and ability to successfully place candidates that were a good fit for their
organization’s needs.
CLIENT/POSITIONS CONTACT(S)
Avalon, City of
PO Box 707
Avalon, CA 90704
City Manager (2016)
Anni Marshall, Mayor
(310) 510-0220
amarshall@cityofavalon.com
Boulder, City of
1777 Broadway
Boulder, CO 80302
Deputy City Manager (2016)
Aimee Kane, HR Customer Service Manager
(303) 441-4235
kanea@bouldercolorado.gov
Maricopa, City of
45145 West Madison Avenue
Maricopa, AZ 85139
City Manager (2014)
Richard Clore, Police Commander
(520) 316-6806
Richard.clore@maricopa-az.gov
17
Proposal to the City of Bozeman
Executive Recruitment Services for City Manager
Page | 11
Professional Fees, Expenses, & Guarantee
Our professional fixed fee covers all CPS HR services associated with the recruitment process,
including the necessary field visits (up to three) to develop the candidate profile and recruitment
strategy, assist the City with finalist selection, and facilitate candidate interviews.
Actual out-of-pocket expenses for such items as consultant travel, advertising, marketing,
printing/copying, and postage/delivery charges are reimbursable at cost. There is no mark-up on
expenses. Travel expenses for candidates who are invited forward in the interview process are
not included under our reimbursable range. The listed reimbursable expenses range includes a
background check on the selected finalist candidate.
Professional Fixed Fee & Reimbursable Expenses*
Professional Services Full Recruitment (Fixed Flat Fee) $17,000
Reimbursable Expenses
Approximate recruitment costs include:
Brochure Design and Printing ($1,100)
Advertising ($3,000)
Background check for one candidate ($450)
Other recruitment expenses such as supplies, travel, and shipping
($2,000)
$6,500-$7,500
Not-to-Exceed Total $24,500
*Professional fees and reimbursable expenses would be billed and paid monthly.
18
Proposal to the City of Bozeman
Executive Recruitment Services for City Manager
Page | 12
Two Year Guarantee
If the employment of the candidate selected and appointed by the City, as a result of a full
executive recruitment (Phases I, II, and III), comes to an end before the completion of the first
two years of service, CPS HR will provide the City with professional services to appoint a
replacement. Professional consulting services will be provided at no cost. The City would be
responsible only for reimbursable expenses. This guarantee does not apply to situations in
which the successful candidate is promoted or re-assigned within the organization during the
two-year period. Additionally, should the initial recruitment efforts not result in a successful
appointment, CPS HR will extend the aggressive recruiting efforts and screen qualified candidates
until an offer is made and accepted. CPS HR does not provide a guarantee for candidates placed
as a result of a partial recruitment effort.
We thank you for your consideration of our proposal. We are committed to
providing high quality and expert solutions and look forward to partnering with
the City of Bozeman in this important endeavor.
19
Proposal to the City of Bozeman
Executive Recruitment Services for City Manager
Page | 13
About CPS HR Consulting
CPS HR Consulting has been assisting organizations with their talent management needs for over
30 years. We have unique expertise in delivering HR management and consulting services,
employment testing, and assessment services to government agencies throughout North
America.
Our headquarters are located in Sacramento, California. We have regional offices in Rockville,
Maryland and Austin, Texas.
CPS HR Consulting offers a comprehensive range of products and services. Our systematic
approach to human resource management ensures that the solutions, strategies, and
methodologies we implement improve your organization. For more information on our services,
please visit our website at www.cpshr.us.
CPS HR CONSULTING SERVICES
ORGANIZATIONAL STRATEGY TESTING, RECRUITMENT & SELECTION
• Workforce & Succession Planning • Job Analysis
• Organizational Assessment, Redesign and
Re-Engineering
• Develop/Deliver Assessment Center
Services
• Performance Management • Executive Search
• Employee Engagement • Test Development*
• Change Management • Test Administration*
• Complaint Investigations & HR Outsourcing *(for employment and licensing
certification)
CLASSIFICATION AND COMPENSATION TRAINING AND DEVELOPMENT
• Classification • Training
• Compensation • Coaching
• Accelerated Leader 360° Assessment™
• Leadership Development
20
Proposal to the City of Bozeman
Executive Recruitment Services for City Manager
Page | 14
Appendix A: Sample Brochure
21
Proposal to the City of Bozeman
Executive Recruitment Services for City Manager
Page | 15
22
Proposal to the City of Bozeman
Executive Recruitment Services for City Manager
Page | 16
23
Proposal to the City of Bozeman
Executive Recruitment Services for City Manager
Page | 17
24
City of Bozeman
Executive Search Services –
City Manager
May 5, 2017
Primary Contact:
Catherine Tuck Parrish
Executive Search Practice Leader
(240) 832-1778
ctuckparrish@thenovakconsultinggroup.com
25
May 5, 2017
Dennis Taylor, Interim City Manager
City of Bozeman 121 N Rouse
P.O. Box 1230
Bozeman MT 59771-1230
Dear Mr. Taylor:
The mission of The Novak Consulting Group is to strengthen organizations, for those they serve and those who work in them. We are dedicated to providing management consulting services to
local governments and nonprofit organizations across the country. The firm was originally
established as Public Management Partners in 2001, a firm specializing in local government
consulting and executive search services in the Midwest. Since then, we have been providing our
clients across the country with the best thinking and execution in executive search and
management consulting.
We are pleased to submit this proposal for executive recruitment services for City Manager for
the City of Bozeman. Our project team for the City comprises skilled professionals, seasoned in
local government management with search experience across the country. Our team has had
significant success in similar organizations to identify and retain ideal candidates who meet each client’s unique set of needs and expectations. We are confident our approach will result in a
successful leader for the City.
Our firm has the necessary staff, expertise, resources, and abilities to conduct this recruitment
and provide exceptional service to the City. We are a national, women-owned firm, with
employees who have served as leaders in some of the best local governments across the country.
Our clients receive personal service from our consultants. Our mission is to strengthen
communities, and we do this by helping them find the best leaders to help move their
organizations forward.
Please contact Catherine Tuck Parrish, our executive search practice leader, at (240) 832-1778
or ctuckparrish@thenovakconsultinggroup.com should you have any questions.
Sincerely,
Julia D. Novak
President
26
City of Bozeman Page 1
Executive Search Services
The Novak Consulting Group
Strengthening organizations from the inside out.
About The Novak Consulting Group
For nearly a decade, a highly-respected management consulting firm named Public Management
Partners helped a variety of organizations function more effectively. Through the years, the firm’s
founding partners built a sizeable client base of predominantly local governments and nonprofit
organizations in the Midwest.
In 2009, Julia D. Novak acquired Public Management Partners and founded The Novak Consulting
Group, staffed by consultants with decades of collective experience. With The Novak Consulting
Group, Julia built upon Public Management Partners’ reputation for innovation and results while
expanding the company’s services nationwide. Her company meets a wider range of needs,
consulting with governments in the areas of public works, public safety, human resources,
finance, planning, IT, and more. We provide our clients with the best thinking and execution in
organizational design, development, and improvement. Our services include:
• Strategic Planning
• Organizational Assessment and Optimization
• Executive Search
The Novak Consulting Group provides unparalleled service to our clients. Leaders in local
governments and nonprofit communities have come to rely on The Novak Consulting Group for
high caliber advice with the personal attention you expect.
• Niche expertise. Our expertise lies in strengthening two kinds of organizations: local governments and nonprofits. We’re consulting specialists rather than generalists, focusing
our strengths to do a highly effective job for a specific group of clients.
• Flexibility to serve you better. We employ a small core staff of senior-level consultants
and draw from our pool of subject matter experts when their expertise can help us serve
you better. The result? A highly nimble, more efficient approach to giving you the services
you need, when you need them.
• Decades of collective experience. Our associates and subject matter experts have
decades of experience in strengthening local municipalities and nonprofit organizations.
They’ve served in a wide range of positions, from city manager to public works director
to director of management information systems.
• Personal service from senior-level consultants. You appreciate it when deadlines
are met, phone calls are returned, and your challenges are given in-depth, out-of-the-box
thinking. While a large firm may assign your business to junior-level people, we’re small
enough to offer exceptional personal service from senior-level consultants.
The Novak Consulting Group is staffed with local government professionals, including eight full-
time associates and six subject matter specialists. The firm is headquartered in Cincinnati, Ohio,
with staff also in Washington, D.C., North Carolina, New Hampshire, Wisconsin, and California. We are a women-owned firm led by President Julia Novak.
27
City of Bozeman Page 2
Executive Search Services
The Novak Consulting Group
Strengthening organizations from the inside out.
Recruiting Approach
When organizations need to fill key positions, they turn to The Novak Consulting Group and
benefit from this guiding principle: meaningful hiring involves finding the right employee and
preparing them for ongoing success. The Novak Consulting Group’s approach to our executive
search services comprises three key phases.
1. Inquiring, Understanding, and Defining
Each of our clients has a unique culture and set of objectives. Because selecting the right
individual is critical to success, we begin our relationship by conducting a needs assessment
to identify the specific benchmarks the search must accomplish. We will identify qualifications
and requirements, as well as map out the new hire’s first-year goals, so both our client and
the employee remain on the same track for success. We will build an accurate position profile,
thus ensuring we attract the right people for the position.
2. Candidate Search and Evaluation
To reach the right candidates, The Novak Consulting Group customizes each search process
to fit the client’s needs. Often, the professionals who best fit an open position are already
employed and not searching for a traditional job posting. So, we leverage our extensive,
diverse professional network to attract the best talent nationwide. We have been successful in identifying a candidate pool that is racially, ethnically, and gender diverse. We advertise in
national publications that target minorities and women, including the National Forum of Black
Public Administrators (NFBPA) and the International Hispanic Network (IHN). We also work
to identify qualified veterans and qualified candidates with disabilities. Once the right
candidates are found, we help manage the hiring process from interviews to background
checks. Our in-depth service empowers clients to achieve their goals at every step.
3. Supporting Success
We support the top candidate’s long-term success by creating a goals-driven work plan
actionable from day one. Many firms focus solely on finding qualified applicants, leaving the
client on their own once the position is filled. Our team, however, uses the objectives gathered
during the inquiry stage to prepare new hires for their first year. We follow up to ensure
continued progress, productivity, and satisfaction for the employee and our client.
We take a tailored, goals-based approach to each recruitment. By looking beyond the hiring
process, our holistic view ensures that each candidate will fit the role, as well as the organization.
In the end, we are not just looking for a successful professional; we are finding the right employee
to be successful in their new position long after they are hired.
Our executive recruitment and management consulting experiences have afforded us the
opportunity to work with public and nonprofit organizations across the country and provided us with a wide national network. Through our connections, we are able to identify a broad diversity
of qualified candidates in terms of race and ethnicity, gender, jurisdiction size, complexity of
organization, and region of the country.
28
City of Bozeman Page 3
Executive Search Services
The Novak Consulting Group
Strengthening organizations from the inside out.
Work Plan
The following provides a detailed description of our work plan for this recruitment.
Activity 1 – Develop Profile and Recruitment Strategy
The Novak Consulting Group will begin this engagement by developing a clear picture of the ideal
candidate for City Manager by speaking with the Mayor, Deputy Mayor, and Commissioners. It is
important to recognize the individual expectations of each elected official, in addition to learning
the shared goals for a new City Manager. We will discuss not just the technical skills needed for
the position, but what makes for the right organizational fit in terms of traits and experiences.
We also recommend getting feedback on the key traits and top priorities for the City Manager
from the department directors/management team and key stakeholders. We recommend using
an online survey which would increase participation. We will use this input to help develop the
profile and first-year goals.
Based on the information learned from our meetings, we will develop a recruitment plan that
includes Montana, the region, and the nation. We will prepare a position profile that is unique to
the City of Bozeman. The profile will identify the organization’s needs, the strategic challenges of
the position, and the personal and professional characteristics of the ideal candidate. This
document drives the recruitment. It focuses our efforts on the most capable candidates, and it
helps us persuade candidates to pursue the position.
We will also develop first-year organizational goals for the successful candidate. These goals will
ensure that: the applicants know what will be expected of them should they be hired; the City
has thought about what they want the person to accomplish in the first year; and the successful
candidate can hit the ground running with a work plan as soon as he/she starts. Once drafted,
we will review the recruitment plan, position profile, first-year goals, and salary data with the
City. Modifications will be made as necessary before recruitment begins.
Activity 2 – Recruitment Strategy and Outreach
As part of the recruitment plan, we will identify individuals and jurisdictions to target directly
through phone and email contacts. We have found that a combination of phone and email
contacts is an effective way to reach top applicants, especially those who are not currently in the
job market, but may be willing to consider a move to an excellent organization like the City of Bozeman. The Novak Consulting Group will prepare and place advertisements. These will be
placed in state and national publications, online sites, and social media to attract candidates from
throughout the United States. While this will be a national search, we will target our efforts to
those key areas identified in the recruitment plan.
As soon as the profile and advertisements are completed, we will begin the process of actively
and aggressively marketing the position and identifying qualified candidates for assessment. The process will identify networks and organizations, such as the International City/County
Management Association, Great Open Spaces City Management Association, and other western
state and regional associations as identified in the recruitment plan. We will also ask the City for
names of individuals who might make outstanding candidates for the position.
29
City of Bozeman Page 4
Executive Search Services
The Novak Consulting Group
Strengthening organizations from the inside out.
We will acknowledge each application as it is received and keep prospective applicants aware of the status of the process. We will also provide periodic updates to the City Commission as the
recruitment progresses.
The Novak Consulting Group will screen each applicant against the position profile and first-year
goals. We will conduct interviews via phone or Skype with those who most closely meet the profile
to learn more about their interest, qualifications, and experience for this position. A written
summary of these candidates will be prepared and shared with the City Commission. We will then
meet with the City Commission to review the entire list as well as the top candidates who have
the requisite skills and qualities needed for success in the position. Based on our conversation,
we will finalize a list of about three to five candidates to invite for in-person interviews.
Activity 3 – Support Candidate Review and Selection
Each person you wish to interview will then be contacted again by The Novak Consulting Group. We will facilitate a customized two-day interview process specific to the City Manager position.
We will provide a recommended writing assignment for the finalists as well as develop customized
interview questions for the City Commission. We will also facilitate pre- and post-interview
briefings with the Commission. A book that contains information about each of the candidates
invited to interview will be provided to those involved in the interview process. If it is the City’s
practice to have an informal meet-and-greet opportunity, we will work with staff to coordinate
the event and ask participants to provide feedback on their impressions of the candidates. We also recommend a tour as an opportunity for key staff to meet with the candidates informally.
We will solicit feedback from those participants as well.
We will work with the City to arrange travel logistics for each candidate and plan the interview
process. Expenses for the candidates will be borne by the City.
The selection of the top candidate is for the City. The Novak Consulting Group can help make a
well-informed choice by framing what we have learned about the candidates in the context of the
position and its requirements. We will speak with candidates’ references to confirm the strength
of their credentials. We will also review published information found in search engines, online
publications, and social media. Reference and background checks will be performed on the top
candidates including, but not limited to, credentials, employment history, criminal background check, and credit check. The Novak Consulting Group can also assist in negotiating the
employment offer. We will provide information about best practices in compensation and we will
have obtained information on the candidate’s salary history.
At the close of the search, all applicants will be notified of the results. Those who helped you in
the process will be thanked for their contribution to a successful effort. Additionally, The Novak
Consulting Group will contact the successful candidate during his/her first year on the job to
discuss their progress toward implementation of the goals that were established for this position
at the beginning of the process.
Recruitment Schedule
A preliminary schedule is included as Attachment A. We anticipate reviewing this schedule with
the City during the initial project meeting.
30
City of Bozeman Page 5
Executive Search Services
The Novak Consulting Group
Strengthening organizations from the inside out.
Recruitment Team
Executive Search Practice Leader Catherine Tuck Parrish has more than 25 years of experience
serving local governments, in direct service or as a consultant. Catherine’s most recent local government experience was as deputy city manager in Rockville, Maryland where she oversaw
parks and recreation, human resources, information technology, finance, neighborhood resources
(citizen engagement), communications, customer service, and intergovernmental functions. She
is also familiar with large organizations, having worked in the County Executive’s Office in Fairfax
County, Virginia on a variety of projects, including county-wide human resources projects.
Catherine leads our search practice and has conducted searches for city manager/administrator,
police chief, public works, finance, human resources, and many other key positions in local governments across the country.
Catherine will be assisted by Recruitment Specialist Chelsey Gordon. Chelsey has four years of
local government experience that inform her work as a recruitment specialist. Prior to joining The
Novak Consulting Group, Chelsey served as management analyst for the Town of Belleair. She
worked to develop and execute the Town’s first communications strategic plan. She also worked
to improve organizational health by facilitating leadership retreats, organizational change
discussions, and developing a town-wide employee training program.
Their complete resumes follow.
31
City of Bozeman Page 6
Executive Search Services
The Novak Consulting Group
Strengthening organizations from the inside out.
Catherine Tuck Parrish, Executive Search Practice Leader
Catherine has over 25 years of management experience
working for local governments of all sizes, nonprofit
organizations, and associations. She currently leads The
Novak Consulting Group's executive search practice.
Her work as a consultant includes executive recruitment,
project management, and contributions to numerous local
government projects including process improvement studies, departmental assessments, development review,
and policy development. She has conducted successful
executive searches for the positions of city/town/village/township manager, assistant manager,
multiple department director positions, and other key staff.
She has also conducted recruitments for CEO and director
positions in nonprofit organizations. In addition, she has
facilitated numerous governing body workshops, staff
retreats, and strategic planning sessions.
Catherine’s most recent local government experience was
as deputy city manager in Rockville, Maryland where she oversaw parks and recreation, human
resources, information technology, finance, neighborhood resources (citizen engagement),
communications, customer service, and intergovernmental functions. She also served as acting city manager in Rockville for nearly a year. Prior to joining the City of Rockville, Catherine served
as assistant to the county executive in Fairfax County, Virginia working on change management
issues including a new pay system, employee surveys, implementation plans, and internal communication improvements. Catherine also served as ethics advisor at the International
City/County Management Association (ICMA), counseling elected officials and citizen groups
regarding employment agreements, form of government issues, and recruitment. Additionally,
she worked for the cities of Denton and University Park, Texas.
She chaired the ICMA’s Acting Manager Task Force, which produced a handbook for interim
managers. She also led the Maryland City/County Management Association (MCCMA) as president
and vice president. She served as president, vice president, and secretary of the Metropolitan
Association of Local Government Assistants in the Washington, D.C. metro area. Catherine has
spoken at national and state conferences on a variety of topics, including civility, effective
councils, ethics, forms of government, human resource topics, long-term financial planning, budget strategies, developing high performing organizations, and leadership. She has also spoken
at the National League of Cities’ Leadership Training Institute on recruiting and evaluating the
CEO. She is a certified instructor of the Myers-Briggs Type Indicator instrument.
She has a bachelor’s degree in personnel administration and communication studies from the
University of Kansas and a master’s degree in public administration from the University of Kansas.
She is an active member of ICMA and the MCCMA.
Education
Master of Public
Administration, University of
Kansas
Bachelor of Arts, University
of Kansas
Industry Tenure
26 years
Consulting, 7 years
Local Government, 19 years
32
City of Bozeman Page 7
Executive Search Services
The Novak Consulting Group
Strengthening organizations from the inside out.
Chelsey Gordon, Recruitment Specialist
Chelsey has four years of local government experience that
inform her work as a recruitment specialist. Prior to joining
The Novak Consulting Group, Chelsey served as
management analyst for the Town of Belleair. She worked to develop and execute the Town’s first communications
strategic plan. She also worked to improve organizational
health by facilitating leadership retreats, organizational
change discussions, and developing a town-wide employee training program.
Chelsey started her career in local government as a transportation planning intern with the City of Lawrence.
During her tenure, she assisted with various public meetings
and data analysis. Chelsey also served as the management
intern and assistant to the city manager for the City of
Overland Park. She worked closely with the assistant city
manager and communications manager on a variety of special projects which included leading
the development of the City’s social media strategic plan, managing the biennial citizen
satisfaction survey, and providing analysis on the bi-annual performance measure program.
Chelsey also developed and managed the City’s first teen council program.
Chelsey earned a bachelor’s degree in political science and a master’s degree in public administration, both from the University of Kansas. She is a member of the International
City/County Management Association.
Education
Master of Public
Administration, University of
Kansas
Bachelor of Arts, University
of Kansas
Industry Tenure
Local Government, 4 years
33
City of Bozeman Page 8
Executive Search Services
The Novak Consulting Group
Strengthening organizations from the inside out.
References
Included with this proposal is a complete listing of our clients and sample recruitment materials
for a similar search. The following table lists recruitments we have conducted and references for each of them. We encourage the City to contact any of our past clients to learn about our
commitment to timely and responsive service.
Jurisdiction Contact
Information
Shoreline, Washington
• City Manager
• Administrative Services Director
Debra Tarry, City Manager
17500 Midvale Avenue N
Shoreline, WA 98133
(206) 801-2203
dtarry@shorelinewa.gov
Lane County, Oregon
• Public Works Director
Steve Mokrohisky, County Administrator
125 East 8th Avenue
Eugene, OR 97401
(541) 682-4062
steve.mokrohisky@co.lane.or.us
Loudoun County, Virginia
• Director of Economic Development
• County Attorney
• Director of Parks, Recreation and Community Services
• Director of Planning and Zoning
• Assistant County Administrator
• Director of Animal Services
• Mental Health, Substance Abuse,
and Developmental Services Director
• Director of Family Services
• Finance Director
Julie Grandfield, Assistant County Administrator
(703) 777-0502
Julie.grandfield@loudoun.gov
Tim Hemstreet, County Administrator
(703) 777-0200 Tim.hemstreet@loudoun.gov John Sandy, Assistant County Administrator (703) 777-0200
John.sandy@loudoun.gov
Charles Yudd, Deputy County Administrator
(703) 777-0200
Charles.yudd@loudoun.gov
1 Harrison Street, S.E.
P.O. Box 7000
Leesburg, VA 20175
34
City of Bozeman Page 9
Executive Search Services
The Novak Consulting Group
Strengthening organizations from the inside out.
Professional Fees and Expenses Quote
The total, not-to-exceed fee to complete the City Manager recruitment as outlined in this proposal
is $24,300. A detailed breakdown of the fee is as follows.
Activity Cost
1. Develop Profile and Recruitment Strategy $7,339
2. Recruitment Strategy and Outreach $9,764
3. Support Candidate Review and Selection $7,197
Total $24,300
We estimate the following additional costs to the City which would be direct billed at cost.
• Approximately $1,000-$1,500 for advertising
• Background checks for the top finalists estimated at $175-$300/finalist
• Travel for finalists’ interviews will also be borne by the City.
It is our practice to invoice clients monthly based on services provided.
Guarantee
The duration of the service guarantee is two years. Should the selected candidate leave the
position for any reason within two years of being hired, The Novak Consulting Group will conduct a new search for no professional fee. The City would only be billed direct expenses.
35
City of Bozeman Page 10
Executive Search Services
The Novak Consulting Group
Strengthening organizations from the inside out.
Attachment A – Recruitment Schedule
36
The Novak Consulting Group
Strengthening organizations from the inside out.
City of Bozeman
City Manager Executive Recruitment
Schedule
start 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17
5/22 5/29 6/5 6/12 6/19 6/26 7/3 7/10 7/17 7/24 7/31 8/7 8/14 8/21 8/28 9/4 9/11
Activity 1 - Develop profile and recruitment strategy
1.1
Meet with Mayor, Deputy Mayor, and Commissioners to discuss
timeline and process
1.2 Gather input from staff and key stakeholders
1.3 Develop recruitment materials and recruitment strategy
1.4
Identify first-year goals, update job description, and provide salary
data for the position
1.5 Finalize recruitment plan, position profile, and first-year goals
Activity 2 - Recruitment Strategy and Outreach 5/22 5/29 6/5 6/12 6/19 6/26 7/3 7/10 7/17 7/24 7/31 8/7 8/14 8/21 8/28 9/4 9/11
2.1 Develop and place ads
2.2 Direct outreach to develop and cultivate candidates
2.3 Receive application materials
2.4
Communicate with candidates; provide periodic updates to the City
Commission
2.5
Conduct pre-screening interviews (phone/Skype) to develop semi-
finalist group
2.6
Review applicant pool and most qualified semi-finalists with City
Commission
Activity 3 - Support Candidate Review and Selection 5/22 5/29 6/5 6/12 6/19 6/26 7/3 7/10 7/17 7/24 7/31 8/7 8/14 8/21 8/28 9/4 9/11
3.1 Conduct reference and background checks
3.2 Coordinate all logistics with finalists and City
3.3 Facilitate two-day interview process
3.4 Assist with negotiations, as desired
3.5 Inform all applicants of final outcome37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
82
83
84
85
86
87
88
89
90
91
92
93
94
95
96
97
98
99
100
101
102
103
104
105
106
107
108
109
110
111
112
113
114
115
116
117
118
119
120
strengthening organizations
from the inside out
Our mission is to strengthen organizations, for those
they serve and those who work in them. We are local
government professionals, and we provide services
tailored to local governments:
Facilitation & Strategic Planning
Executive Search
Organizational Assessment & Optimization
See how we can help you solve your organization’s challenges.
Visit TheNovakConsultingGroup.com or call 513-221-0500 today.121
leadership expertise. exceptional service.
We offer our clients
innovative thinking
that strengthens
organizations from
the inside out. Our
management
consulting services
combine the
personal attention
and flexibility of a
small firm with the
sophistication and
senior-level expertise
of a large firm.
Facilitation & Strategic Planning
Leading planning sessions for successful outcomes.
Managing group processes is equal parts art and skill. We’ve facilitated countless group
exercises including staff retreats and goal setting conversations with governing bodies. We
excel at navigating complex interpersonal dynamics within an organization
to ensure its employees are aligned to carry out its vision.
Executive Search
Finding and developing strong leaders.
The quality of an organization’s leaders is critical to its health
and long-term success. Executive search can be an invaluable
service for both elected bodies hiring executive staff and
CEOs filling high-level positions. Executive coaching
develops leaders within an organization, not only
enhancing their performance, but helping it retain
talent throughout its ranks
Organizational
Assessment &
Optimization
Maximizing efficiency and productivity.
Assessing and optimizing organizational performance is one of our core services. We
evaluate operations at every level, from a single department to the organization as a whole.
513-221-0500
1776 Mentor Ave
Cincinnati, Ohio 45212 thenovakconsultinggroup.com
Organizational
Assessment &
Optimization
Executive
Search
Facilitation
& Strategic
Planning
122
executive search solutions
Learn how your organization can benefit from a
focused, forward-thinking Executive Search. Visit
TheNovakConsultingGroup.com or call 513-221-0500 today.
When you peel away the processes, products and services, what makes an institution
last? Meaningful goals built off strong ideals — supported by the right people.
But goals and ideals are easily derailed if new employees aren’t properly prepared for
success. Because in the end, finding great employees is one thing, but making the
most of their abilities is another entirely.
At The Novak Consulting Group, we apply a holistic approach to Executive Search
that focuses on long-term performance rather than short-term placement. Not
only will we support your organization by finding the right people when you
need them most — our diligent work and ongoing guidance will ensure their
contributions are significant from day one.
123
Filling key positions,
such as:
city and county Manager
general Manager
chief executive officer
chief administrative officer
executive Director
assistant/Deputy Manager
Department head
key staff Members
technical staff
in areas that incluDe:
executive leadership
Finance and administration
information technology
human resources
communication and
public relations
human and social services
public Works
police, Fire and public safety
planning and community
Development
program Managers
and others
thenovakconsultinggroup.com
in the end, we aren’t just
looking for a successful
professional, we are
finding the right employee
to be successful in their
new position long after
they’re hired.
When governing bodies and nonprofit organizations need to fill key positions, they turn
to The Novak Consulting Group and benefit from this guiding principle: meaningful
hiring involves finding the right employee and preparing them for ongoing success.
Selection and Retention Process
1 InquIrIng, understandIng & defInIng Each of our clients has a unique culture and
set of objectives. Because selecting the right individual is critical to success, we begin
our relationship by conducting a needs assessment to identify the specific benchmarks
the search must accomplish. We’ll identify qualifications and requirements, as well as map out
the new hire’s six to twelve month goals, so both our client and the employee remain on the
same track for success. We’ll build an accurate position profile, thus ensuring we attract the right
people to the position.
2 CandIdate searCh & evaluatIon To reach the right candidates, The Novak Consulting
Group customizes each search process to fit the client’s needs. Often, the professionals who
best fit an open position are already employed and not searching for a traditional job posting.
So, we leverage our extensive, diverse professional network to attract the best talent nationwide.
Once the right candidates are found, we help manage the hiring process from interviews to
background checks. Our in-depth service empowers clients to achieve their goals at every step.
3 supportIng suCCess We support the top candidate’s long-term success by creating
a goals-driven work plan actionable from day one. Many firms focus solely on finding
qualified applicants, leaving the client on their own once the position is filled. Our team,
however, uses the objectives gathered during the inquiry stage to prepare new hires for their
first year. Six to eight weeks after their placement, we follow up and conduct a job review to
ensure continued progress, productivity and satisfaction for the employee and our client.
The Novak Consulting Group Difference
Our consultants not only have experience in Executive Search, they’ve also had prior careers in
many of the fields where we search for candidates. This combined expertise allows our team to
deliver the best and brightest prospects through a goals-based approach. By looking beyond
the hiring process, we take a holistic view that ensures each candidate will fit the role, as well as
the organization. In the end, we aren’t just looking for a successful professional, we are finding
the right employee to be successful in their new position long after they’re hired.
Find the right
candidates
develop plan
For success
assess
needs
gather information
from key players to
identify specific performance
goals for the position
identify, assess and
recruit the best person to
accomplish goals
create work model for
goals to be met in the
first six to twelve months
1 2 3
a better executive search process
124
Executive Search Process
develop candidate profile
conduct aggressive recruitment
support selection
successful candidate
1
2
3
Discuss needed skills
and organizational
culture
Develop recruitment
plan and position
profile
Develop
12-month goals
Prepare and place
advertisements
HIRING
Leverage
networks
Identify qualified
candidates for
assessment
Identify target
individuals and
jurisdictions
Screen each
applicant
Finalize
candidate
list
Prepare
candidate
summaries
Facilitate
interview and
selection
Develop
interview
process
125
who we work for
executive search
17Q2
State Jurisdiction Position
Arizona Peoria Human Resources Director
Colorado Louisville Director of Planning and
Building Safety
Loveland Budget Manager*
Economic Development Director*
Connecticut Greenwich Town Administrator
Meriden City Manager
Windsor Police Chief
Delaware Kent County County Engineer/Public Works
Director
Lewes Municipal Planning and
Development Officer
Milford City Manager
Milton Town Manager
Rehoboth Beach City Manager
Illinois Peoria County Director, Animal Protection
Services
Kansas Baldwin City City Administrative Officer
Edgerton Building Inspector
Community Devexlopment
Director
Tonganoxie City Manager
Maryland Aberdeen Director of APG Privatization
Public Works Director
Police Chief
Berwyn Heights Code Supervisor
Town Administrator
Cambridge City Manager
Charles County Director of Community Services*
Gaithersburg Finance Director
Public Works Director
Garrett Park Town Manager
La Plata Planning Director
Police Chief
State Jurisdiction Position
Maryland Mount Rainier City Manager
New Carrollton City Administrative Officer
Riverdale Park Town Manager
Rockville City Manager
Sykesville Town Manager
Michigan Novi Assistant City Manager
Finance Director
Rochester Hills Chief Financial Officer
Missouri Chesterfield City Administrator
New Hampshire Keene City Manager
New York Oneonta City Manager
Ohio Centerville City Manager
Cleveland Heights City Manager
Finance Director
Dublin City Manager
Director of Public Service
Granville Village Manager
Hudson City Manager
Miami Township Township Administrator
Oberlin Fire Chief
Police Chief
Portsmouth City Manager
Sandusky City Manager
Upper Arlington Assistant City Manager*
Washington Township Township Administrator
Westerville Deputy Director of Planning
and Development
Finance Director
Worthington Assistant Fire Chief
Oregon Lane County Public Works Director
Pennsylvania Carlisle Borough Police Chief
* candidate sourcing/screening
126
who we work for
executive search
17Q2
Organizations & Associations Position
United Methodist Church Position
Ocean Pines Association, MD General Manager
Orleans Parish School Board Chief Operations Officer
Discipleship Ministries General Secretary
Florida United Methodist Children’s Home President and CEO
Florida United Methodist Foundation President
General Board of Higher Education and Ministry Associate General Secretary/Division of Ordained Ministry
General Secretary
Global Ministries Deputy General Secretary Mission and Evangelism
Director of Communications
Impact Church Executive Director
United Methodist Committee on Relief Deputy General Secretary
United Methodist Frontier Foundation President and Executive Director
Western Pennsylvania Annual Conference Treasurer
State Jurisdiction Position
Texas Lancaster Assistant City Manager
Finance Director
University Park City Engineer
Human Resources Director
Virginia Alexandria Controller
Ashland Town Manager
Loudoun County Animal Services Director
Assistant County Administrator
County Attorney
Economic Development Director
Family Services Director
Finance Director
Mental Health, Substance Abuse,
and Developmental Services
Director
Parks, Recreation, and
Community Services Director
Planning and Zoning Director
Washington Shoreline Administrative Services Director
City Manager
Wisconsin Mequon City Administrator
127
who we work for
Project Type:Organizational Assessment and
Optimization (OA)
Executive Search
(ES)
Strategic Planning and
Facilitation (SPF)
Training
(T)
17Q2
State Jurisdiction Project type
Arizona Peoria ES
Sierra Vista SPF
California Gilroy OA
Hayward SPF
Long Beach Transit Authority OA
Manhattan Beach SPF
Palo Alto SPF
San Luis Obispo SPF
Yountville SPF
Colorado Adams County SPF
Aurora OA SPF
Boulder OA SPF T
Fort Collins OA SPF
Greeley OA
La Plata County OA
Louisville ES
Loveland ES
Routt County SPF
Westminster SPF
Windsor OA SPF
Connecticut Greenwich ES
Groton OA
Manchester OA SPF T
Mansfield OA
Meriden ES
Windsor ES
Delaware Kent County ES
Lewes ES
Milford ES
Milton ES
Rehoboth Beach ES
Florida Palmetto Bay SPF
Georgia Decatur SPF
Illinois Carbondale OA
DuPage County OA
Evanston OA
Geneva SPF
Gurnee SPF
Peoria County ES
Schaumburg OA
Warrenville OA
Woodridge SPF
Indiana Munster OA SPF
Kansas Baldwin City ES SPF
Bonner Springs OA
State Jurisdiction Project type
Kansas Edgerton ES
Edwardsville SPF
Eudora SPF
Garden City OA
Gardner SPF
Lawrence SPF
Olathe SPF
Roeland Park SPF
Shawnee OA SPF
Tonganoxie ES SPF
Unified Gov’t of KCK SPF
Kentucky Lexington-Fayette
Urban County Gov’t
OA
Louisiana New Orleans OA
Maryland Aberdeen OA ES SPF T
Berwyn Heights ES
Cambridge ES
Charles County ES
College Park SPF
Gaithersburg ES
Garrett Park ES
La Plata ES
Maryland State Judiciary SPF
Mount Rainier OA ES
New Carrollton ES
Riverdale Park ES
Rockville OA ES SPF
Sykesville ES
University Park SPF
Massachusetts Franklin County OA
Pioneer Valley
Planning Commission
OA
Michigan Ann Arbor SPF
Ferndale SPF
Holland OA
Midland SPF
Novi ES
Rochester Hills OA ES
Minnesota Edina OA
Missouri Chesterfield ES
Clayton SPF
Maryville SPF
North Kansas City SPF
Parkville SPF
Platte City OA
Sikeston SPF128
who we work for
Project Type:Organizational Assessment and
Optimization (OA)
Executive Search
(ES)
Strategic Planning and
Facilitation (SPF)
Training
(T)
17Q2
State Jurisdiction Project type
Missouri St. Louis County SPF
University City SPF
Nebraska Hastings OA
Nevada Reno OA
New Hampshire Keene ES
New York Edgemont OA
Ithaca OA
Oneonta ES
Rochester OA
New Jersey New Jersey Health Initiative OA
North Carolina Albemarle SPF
Asheville OA
Brevard SPF
Cary SPF
Greensboro OA
Raleigh OA SPF
Swansboro SPF
Wake County OA
Wilmington OA
Ohio Beavercreek Township OA
Blendon Township SPF
Blue Ash OA SPF
Centerville ES
Cincinnati OA SPF
Clearcreek Township OA SPF
Cleveland Heights OA ES SPF
Delaware OA
Delaware County SPF
Delaware County EMS SPF
Dublin OA ES SPF
Gahanna SPF
Granville ES
Hudson ES
Miami Township ES
Oberlin OA ES SPF
Portsmouth ES
Powell SPF
Sandusky ES
Sharonville SPF
Toledo SPF
Troy OA
Upper Arlington ES SPF
Washington Township OA ES
Westerville ES
Worthington OA ES SPF
State Jurisdiction Project type
Oklahoma Norman OA
Oregon Gresham SPF
Hillsboro SPF
Lane County ES
Salem SPF
Wilsonville OA SPF
Pennsylvania Carlisle Borough ES
Duquesne OA
East Buffalo OA
Exeter Township OA
Farrell OA
Ford City Borough OA
Harrisburg OA
Hazleton OA
Lancaster County OA
Lewisburg OA
Nanticoke OA
Reading OA
St. Marys OA
South Carolina Charleston OA
Tennessee Farragut SPF
Texas Allen SPF
Cedar Hill SPF
Dallas SPF
Lancaster ES SPF
Pearland OA
University Park ES SPF
The Woodlands OA SPF
Utah Murray SPF
South Jordan SPF
Virginia Alexandria ES
Ashland ES
Charlottesville OA
Fredericksburg OA
Hampton SPF
Loudoun County OA ES
Vienna SPF
Washington Bellevue SPF
Mercer Island SPF
Sequim OA SPF T
Shoreline ES T
Wisconsin Mequon ES
Oak Creek SPF
Washington County SPF
129
who we work for
Project Type:Organizational Assessment and
Optimization (OA)
Executive Search
(ES)
Strategic Planning and
Facilitation (SPF)
Training
(T)
17Q2
Organizations & Associations Project Type
Ann Arbor Transportation Authority, Michigan SPF
Connecticut Town and City Management Assoc.T
GoTriangle Transit, Durham, NC OA
International City/County Management Assoc.SPF T
Maryland Municipal League T
Miami University of Ohio T
Miami Valley Risk Management Authority, Ohio SPF
Midland Community Foundation, Michigan SPF
Minnesota Municipal League T
Missouri Municipal League SPF
National Association of State and Local
Equity Funds
SPF
National League of Cities T
Ocean Pines Association, MD ES
Ohio City/County Management Association SPF T
Orleans Parish School Board ES
Owens-Corning, Ohio SPF
USAID – Moldova T
United Methodist Church Project Type
Baltimore Washington Annual Conference OA
California-Nevada Annual Conference OA
Connectional Table OA
Dakotas Annual Conference OA
Discipleship Ministries OA ES SPF
Florida Annual Conference OA
Florida United Methodist Children’s Home ES
Florida United Methodist Foundation OA ES SPF
General Board Of Higher Education And Ministry OA ES
Global Ministries OA ES SPF T
Impact Church ES
Justice For Our Neighbors SPF
Louisiana Annual Conference – Wesley Center SPF
St. John’s Church, Louisiana SPF
United Methodist Committee On Relief OA ES SPF
United Methodist Frontier Foundation ES
Western Pennsylvania Annual Conference ES
130
recruitment announcement
bringing solutions into focus.
210 Glenmary Ave. | Cincinnati, Ohio 45220 | 513–221–0500 Apply online at www.thenovakconsultinggroup.com/jobs
City Manager
Shoreline has developed a reputation of
strong neighborhoods, excellent schools
and abundant parks. It values community
engagement and its high quality of life. In
the 2012 edition of the biannual Shoreline
Community Survey, 92% of residents rated
Shoreline as an excellent or good place to live
and 89% rated the city as a good or excellent
place to raise children. Local media, such as
Seattle Magazine and Seattle Met, have named
Shoreline one of the “best places to live” in the
Puget Sound area several times. In 2010, Money
Magazine recognized Shoreline as one of
America’s best small cities on their annual list,
“America’s Best Places to Live.”
The City has maintained a strong, healthy fiscal
condition. Shoreline has a perfect record of
17 years of unqualified (clean) audit opinions,
14 consecutive years receiving the GFOA’s
Distinguished Budget Presentation Award, an
AA+ bond rating, a Standard & Poor’s Financial
Management Assessment Rating of “Strong,”
and healthy reserves for operating, cash flow
and equipment replacement. In the fall of 2010,
the citizens of Shoreline passed a City property
tax proposition with 56% in favor, and prior
to that, in 2006, citizens passed a parks bond
measure with 70% affirmative vote.
The City is focused on expanding the tax base
through redevelopment along the Aurora
Avenue corridor, around two future Sound
Transit light rail stations, and through growth
of existing businesses. The City’s land use
processes operate within the state’s growth
management regulations. It is committed to
environmental stewardship and values its
rich diversity.
Questions should be directed to Catherine Tuck Parrish at 240-832-1778 or at
apply@thenovakconsultinggroup.com
The Community (continued)
131
City Manager – Shoreline, Washington
position description:
(over, please)
Applications accepted online only at thenovakconsultinggroup.com/jobs with a
cover letter, resume, 5 year salary history, and a list of 3–5 professional references.
The Position
The City Manager serves as the Chief Executive
Officer of the City and is responsible for
implementing the policies and work plan
goals of the City Council and providing
leadership, coordination, and development
for the City departments. The City Manager
is the only employee that reports to the City
Council. The City Manager oversees all City
operations and staff, which are organized in
the following departments: City Manager’s
Office, Public Works, Planning and Community
Development, Administrative Services, Human
Resources, City Attorney and Parks, and
Recreation and Cultural Services.
The City contracts with King County for police
services, though Shoreline officers wear city
uniforms, drive vehicles marked as Shoreline
Police, and the Police Chief serves on the
City Manager’s Leadership Team with other
department heads. Currently, water is provided
by Seattle Public Utilities and Shoreline Water
District; wastewater is provided by Ronald
Wastewater District. However, the City is
scheduled to assume wastewater as a city
service in 2017. Shoreline will also be acquiring
the water service from Seattle Public Utilities
and providing water service to residents in
2021. There are significant milestones to be
achieved now and in the years leading up to
these dates when the City will begin providing
water and wastewater utility services directly
to residents. Fire services are provided by the
Shoreline Fire District. The City employs 139
FTE and has a 2013 General Fund budget of
$34,193,842, with total expenditures across all
funds of $67,049,762. The City has an experienced,
talented Leadership Team and a dedicated,
motivated, hardworking employee group.
The City of Shoreline
operates as a code
city under the
laws of the State
of Washington
with a council-
manager form of
government. The City has a seven member
City Council elected at large for four-year
staggered terms with a Mayor selected by the
Council for a two-year term. Three of the four
incumbents are running unopposed in the
November elections.
Requirements and Preferred
Qualifications
Requirements for the position of City
Manager include a Bachelor’s degree in public
administration or related field and a minimum
of 10 years of senior management experience
in local government, including operational
management experience. Preferred
qualifications include a Master’s degree in
public or business administration, an ICMA
Credentialed Manager (ICMA-CM) certification,
and demonstrated experience in attracting
and retaining a leadership team, sound
budget and financial management, economic
development and redevelopment in a growth
management regulatory environment, and
oversight of utilities.
The Ideal Candidate
The Ideal City Manager will be an experienced,
hard-working local government professional
who has a collaborative management style
that engages with staff and the community,
brings fresh and innovative ideas, considers
the community-wide implications, and
makes informed recommendations to the
City Council. The next City Manager will be
politically astute, think strategically, work with
partners in the region, negotiate well on the
City’s behalf, and adapt readily to changing
needs and circumstances. He/she will bring
energy and passion for public service yet
remain calm under pressure. The City Manager
will be a good listener, forthright and open in
communication regardless of the audience.
The ideal candidate will have a track record of
developing and bringing out the best work
of staff, attracting and retaining a talented
leadership team, delegating appropriately,
and keeping focused on achieving results on
top priorities for the City. The City Manager
will exhibit the highest ethical standards
and be committed to fostering an
organizational culture of service, integrity,
and professional development.
The Community
The City of Shoreline is located just north of
the City of Seattle, in King County, Washington.
Shoreline’s western border is directly on
the Puget Sound, providing residents with
breathtaking views of the water and Olympic
Mountains. Shoreline offers classic Pacific
Northwest beauty and the convenience of
suburban living with the attractions of nearby
urban opportunities.
The City of Shoreline, a first-tier suburb, was
an unincorporated island of King County
surrounded by the older cities of Seattle,
Edmonds, Woodway, and Lake Forest Park
until the city formally incorporated in 1995.
Covering 11.7 square miles, Shoreline has a
diverse population of over 53,000 residents
and is primarily residential with a limited
commercial tax base. Median household
income was $66,774 in 2011 and 29% of
residents reported income of $100,000
a year or more.
Apply online at www.thenovakconsultinggroup.com/jobs
Deadline:
Open until filled. Apply
by October 24 for first
review of applications.
The hiring salary
range is expected
to be $150,000 to
$170,000 DOQ
with an excellent
benefit package.
2013-2015 CiTy
COunCil GOAls
Every year the City Council
holds a strategic planning
and goal setting retreat
to monitor progress
and determine priorities
and action steps for the
coming year. The result
is the establishment of
the Council’s goals and
workplan. For more
information on the City’s
vision for 2029 and council
goals and workplan go to
www.shorelinewa.gov
GOAl 1: strengthen
shoreline’s economic base
GOAl 2: improve
shoreline’s utility,
transportation and
environmental
infrastructure
GOAl 3: Prepare for two
shoreline light rail stations
GOAl 4: Enhance
openness and
opportunities for
community engagement
GOAl 5: Promote and
enhance the City’s
safe community and
neighborhood initiatives
and programs132
recruitment announcement
bringing solutions into focus.
210 Glenmary Ave. | Cincinnati, Ohio 45220 | 513–221–0500 Apply online at www.thenovakconsultinggroup.com/jobs
City Manager
Shoreline has developed a reputation of
strong neighborhoods, excellent schools
and abundant parks. It values community
engagement and its high quality of life. In
the 2012 edition of the biannual Shoreline
Community Survey, 92% of residents rated
Shoreline as an excellent or good place to live
and 89% rated the city as a good or excellent
place to raise children. Local media, such as
Seattle Magazine and Seattle Met, have named
Shoreline one of the “best places to live” in the
Puget Sound area several times. In 2010, Money
Magazine recognized Shoreline as one of
America’s best small cities on their annual list,
“America’s Best Places to Live.”
The City has maintained a strong, healthy fiscal
condition. Shoreline has a perfect record of
17 years of unqualified (clean) audit opinions,
14 consecutive years receiving the GFOA’s
Distinguished Budget Presentation Award, an
AA+ bond rating, a Standard & Poor’s Financial
Management Assessment Rating of “Strong,”
and healthy reserves for operating, cash flow
and equipment replacement. In the fall of 2010,
the citizens of Shoreline passed a City property
tax proposition with 56% in favor, and prior
to that, in 2006, citizens passed a parks bond
measure with 70% affirmative vote.
The City is focused on expanding the tax base
through redevelopment along the Aurora
Avenue corridor, around two future Sound
Transit light rail stations, and through growth
of existing businesses. The City’s land use
processes operate within the state’s growth
management regulations. It is committed to
environmental stewardship and values its
rich diversity.
Questions should be directed to Catherine Tuck Parrish at 240-832-1778 or at
apply@thenovakconsultinggroup.com
The Community (continued)
133