HomeMy WebLinkAbout20- Professional Services Agreement - CPS HR Consulting - City Manager Recruitment V
PROFESSIONAL SERVICES AGREEMENT
THIS AGREEMENT is made and entered into this�day of Aa ocd- , 20au, by
and between the CITY OF BOZEMAN, MONTANA, a self- governing municipal corporation
organized and existing under its Charter and the laws of the State of Montana, 121 North Rouse Street,
Bozeman, Montana, with a mailing address of PO Box 1230, Bozeman, MT 59771, hereinafter
referred to as "City," and, CPS HR Consulting, 2450 Del Paso Road, Suite 220, Sacramento, CA
95834, hereinafter referred to as"Contractor."
In consideration of the mutual covenants and agreements herein contained, the receipt and
sufficiency whereof being hereby acknowledged, the parties hereto agree as follows:
1. Purpose: City agrees to enter this Agreement with Contractor to perform for City
services described in the Scope of Services included in the Contractor's Proposal dated December 13,
2019 attached hereto as Exhibit A and by this reference made a part hereof.
2. Scope of Services: Contractor will perform the work and provide the services in
accordance with the requirements of the Scope of Services ("Services"). For conflicts between this
Agreement and the Scope of Services,unless specifically provided otherwise,the Agreement governs.
3. Payment: City agrees to pay Contractor a $23,000.00 flat fee plus reimbursable
expenses not to exceed $7000.00, for a not to exceed total of$30,000.00. Contractor will invoice the
City for the Services as follows:
V Invoice: $6500.00 plus any reimbursable expenses incurred,
2°1 Invoice: $6500.00 plus any reimbursable expenses incurred,
3rd Invoice: $6500.00 plus any reimbursable expenses incurred, and
Final Payment: $3500.00 plus any reimbursable expenses incurred.
Any alteration or deviation from the Services that involves additional costs above the
Agreement amount will be performed by Contractor after written request by the City,and will become
an additional charge over and above the amount listed in this Section 3. The City must agree in
writing upon any additional charges.
Professional Services Agreement for CPS HR CONSULTING
Page 1 of 11
4. Contractor's Representations: To induce City to enter into this Agreement,
Contractor makes the following representations:
a. Contractor has familiarized itself with the nature and extent of this Agreement, the
Scope of Services, and with all local conditions and federal, state and local laws, ordinances, rules,
and regulations that in any manner may affect cost,progress or performance of the Scope of Services.
b. Contractor represents and warrants to City that it has the experience and ability to
perform the services required by this Agreement; that it will perform said services in a professional,
competent and timely manner and with diligence and skill; that it has the power to enter into and
perform this Agreement and grant the rights granted in it; and that its performance of this Agreement
shall not infringe upon or violate the rights of any third party,whether rights of copyright,trademark,
privacy, publicity, libel, slander or any other rights of any nature whatsoever, or violate any federal,
state and municipal laws. The City will not determine or exercise control as to general procedures or
formats necessary to have these services meet this warranty.
5. Independent Contractor Status/Labor Relations: The parties agree that Contractor
is an independent contractor for purposes of this Agreement and is not to be considered an employee
of the City for any purpose. Contractor is not subject to the terms and provisions of the City's
personnel policies handbook and may not be considered a City employee for workers' compensation
or any other purpose. Contractor is not authorized to represent the City or otherwise bind the City in
any dealings between Contractor and any third parties.
Contractor shall comply with the applicable requirements of the Workers' Compensation Act,
Title 39, Chapter 71, MCA, and the Occupational Disease Act of Montana, Title 39, Chapter 71,
MCA. Contractor shall maintain workers' compensation coverage for all members and employees of
Contractor's business, except for those members who are exempted by law.
Contractor shall furnish the City with copies showing one of the following: (1) a binder for
workers' compensation coverage by an insurer licensed and authorized to provide workers'
compensation insurance in the State of Montana; or (2) proof of exemption from workers'
compensation granted by law for independent contractors.
In the event that, during the term of this Agreement, any labor problems or disputes of any
type arise or materialize which in turn cause any services to cease for any period of time, Contractor
specifically agrees to take immediate steps, at its own expense and without expectation of
reimbursement from City, to alleviate or resolve all such labor problems or disputes. The specific
steps Contractor shall take shall be left to the discretion of Contractor; provided, however, that
Contractor shall bear all costs of any related legal action. Contractor shall provide immediate relief
to the City so as to permit the services to continue at no additional cost to City.
Professional Services Agreement for CPS HR CONSULTING
Page 2 of 11
Contractor shall indemnify, defend, and hold the City harmless from any and all claims,
demands, costs, expenses, damages, and liabilities arising out of, resulting from, or occurring in
connection with any labor problems or disputes or any delays or stoppages of work associated with
such problems or disputes.
6. Indemnity/Waiver of Claims/Insurance: For other than professional services
rendered,to the fullest extent permitted by law, Contractor agrees to release, defend, indemnify, and
hold harmless the City, its agents, representatives, employees, and officers (collectively referred to
for purposes of this Section as the City) from and against any and all claims, demands, actions, fees
and costs (including attorney's fees and the costs and fees of expert witness and consultants), losses,
expenses, liabilities (including liability where activity is inherently or intrinsically dangerous) or
damages of whatever kind or nature connected therewith and without limit and without regard to the
cause or causes thereof or the negligence of any party or parties that may be asserted against,
recovered from or suffered by the City occasioned by, growing or arising out of or resulting from or
in any way related to: (i)the negligent, reckless, or intentional misconduct of the Contractor; or (ii)
any negligent,reckless, or intentional misconduct of any of the Contractor's agents.
For the professional services rendered, to the fullest extent permitted by law, Contractor
agrees to indemnify and hold the City harmless against claims, demands, suits, damages, losses, and
expenses,including reasonable defense attorney fees,to the extent caused by the negligence or willful
misconduct of the Contractor or Contractor's agents or employees.
Such obligations shall not be construed to negate,abridge,or reduce other rights or obligations
of indemnity that would otherwise exist. The indemnification obligations of this Section must not be
construed to negate, abridge, or reduce any common-law or statutory rights of the indemnitee(s)
which would otherwise exist as to such indemnitee(s).
Contractor's indemnity under this Section shall be without regard to and without any right to
contribution from any insurance maintained by City.
Should any indemnitee described herein be required to bring an action against the Contractor
to assert its right to defense or indemnification under this Agreement or under the Contractor's
applicable insurance policies required below the indemnitee shall be entitled to recover reasonable
costs and attorney fees incurred in asserting its right to indemnification or defense but only if a court
of competent jurisdiction determines the Contractor was obligated to defend the claim(s) or was
obligated to indemnify the indemnitee for a claim(s) or any portion(s)thereof.
In the event of an action filed against City resulting from the City's performance under this
Agreement,the City may elect to represent itself and incur all costs and expenses of suit.
Professional Services Agreement for CPS HR CONSULTING
Page 3 of 11
Contractor also waives any and all claims and recourse against the City or its officers, agents
or employees, including the right of contribution for loss or damage to person or property arising
from, growing out of, or in any way connected with or incident to the performance of this Agreement
except"responsibility for his own fraud,for willful injury to the person or property of another, or for
violation of law,whether willful or negligent"as per 28-2-702, MCA.
These obligations shall survive termination of this Agreement and the services performed
hereunder.
In addition to and independent from the above,Contractor shall at Contractor's expense secure
insurance coverage through an insurance company or companies duly licensed and authorized to
conduct insurance business in Montana which insures the liabilities and obligations specifically
assumed by the Contractor in this Section. The insurance coverage shall not contain any exclusion
for liabilities specifically assumed by the Contractor in subsection(a) of this Section.
The insurance shall cover and apply to all claims, demands, suits, damages, losses, and
expenses that may be asserted or claimed against, recovered from, or suffered by the City without
limit and without regard to the cause therefore and which is acceptable to the City and Contractor
shall furnish to the City an accompanying certificate of insurance and accompanying endorsements
in amounts not less than as follows:
• Workers' Compensation—statutory;
• Employers' Liability- $1,000,000 per occurrence; $2,000,000 annual aggregate;
• Commercial General Liability - $1,000,000 per occurrence; $2,000,000 annual
aggregate;
• Automobile Liability- $1,000,000 property damage/bodily injury per accident; and
• Professional Liability- $1,000,000 per claim; $2,000,000 annual aggregate.
The above amounts shall be exclusive of defense costs. The City of Bozeman, its officers,
agents, and employees, shall be endorsed as an additional or named insured on a primary non-
contributory basis on both the Commercial General and Automobile Liability policies. The insurance
and required endorsements must be in a form suitable to City and shall include no less than a thirty
(30) day notice of cancellation or non-renewal. The City must approve all insurance coverage and
endorsements prior to the Contractor commencing work. Contractor shall notify City within two (2)
business days of Contractor's receipt of notice that any required insurance coverage will be terminated
or Contractor's decision to terminate any required insurance coverage for any reason.
Professional Services Agreement for CPS HR CONSULTING
Page 4 of 11
The City must approve all insurance coverage and endorsements prior to the Contractor
commencing work.
7. Termination for Contractor's Fault:
a. If Contractor refuses or fails to timely do the work, or any part thereof, or fails
to perform any of its obligations under this Agreement, or otherwise breaches any terms or
conditions of this Agreement,the City may, by written notice, terminate this Agreement and
the Contractor's right to proceed with all or any part of the work ("Termination Notice Due
to Contractor's Fault"). The City may then take over the work and complete it,either with its
own resources or by re-letting the contract to any other third party.
b. In the event of a termination pursuant to this Section 8, Contractor shall be
entitled to payment only for those services Contractor actually rendered.
C. Any termination provided for by this Section 8 shall be in addition to any other
remedies to which the City may be entitled under the law or at equity.
d. In the event of termination under this Section 8, Contractor shall, under no
circumstances, be entitled to claim or recover consequential, special, punitive, lost business
opportunity, lost productivity, field office overhead, general conditions costs, or lost profits
damages of any nature arising, or claimed to have arisen, as a result of the termination.
8. Termination for City's Convenience:
a. Should conditions arise which, in the sole opinion and discretion of the City,
make it advisable to the City to cease performance under this Agreement City may terminate
this Agreement by written notice to Contractor ("Notice of Termination for City's
Convenience"). The termination shall be effective in the manner specified in the Notice of
Termination for City's Convenience and shall be without prejudice to any claims that the City
may otherwise have against Contractor.
b. Upon receipt of the Notice of Termination for City's Convenience, unless
otherwise directed in the Notice, the Contractor shall immediately cease performance under
this Agreement and make every reasonable effort to refrain from continuing work, incurring
additional expenses or costs under this Agreement and shall immediately cancel all existing
orders or contracts upon terms satisfactory to the City. Contractor shall do only such work as
may be necessary to preserve, protect, and maintain work already completed or immediately
in progress.
Professional Services Agreement for CPS HR CONSULTING
Page 5 of 11
C. In the event of a termination pursuant to this Section 9, Contractor is entitled
to payment only for those services Contractor actually rendered on or before the receipt of the
Notice of Termination for City's Convenience.
d. The compensation described in Section 9(c) is the sole compensation due to
Contractor for its performance of this Agreement. Contractor shall, under no circumstances,
be entitled to claim or recover consequential, special,punitive, lost business opportunity, lost
productivity, field office overhead, general conditions costs, or lost profits damages of any
nature arising, or claimed to have arisen, as a result of the termination.
9. Limitation on Contractor's Damages; Time for Asserting Claim:
a. In the event of a claim for damages by Contractor under this Agreement,
Contractor's damages shall be limited to contract damages and Contractor hereby expressly
waives any right to claim or recover consequential, special, punitive, lost business
opportunity, lost productivity, field office overhead, general conditions costs, or lost profits
damages of any nature or kind.
b. In the event Contractor wants to assert a claim for damages of any kind or
nature, Contractor shall provide City with written notice of its claim, the facts and
circumstances surrounding and giving rise to the claim, and the total amount of damages
sought by the claim, within thirty (30) days of the facts and circumstances giving rise to the
claim. In the event Contractor fails to provide such notice, Contractor shall waive all rights
to assert such claim.
10. Representatives:
a. City's Representative: The City's Representative for the purpose of this
Agreement shall be James Henderson, HR Director, or such other individual as City shall
designate in writing. Whenever approval or authorization from or communication or
submission to City is required by this Agreement, such communication or submission shall be
directed to the City's Representative and approvals or authorizations shall be issued only by
such Representative; provided, however, that in exigent circumstances when City's
Representative is not available, Contractor may direct its communication or submission to
other designated City personnel or agents as listed above and may receive approvals or
authorization from such persons.
b. Contractor's Representative: The Contractor's Representative for the
Professional Services Agreement for CPS HR CONSULTING
Page 6 of 11
purpose of this Agreement shall be Melissa Asher,or such other individual as Contractor shall
designate in writing. Whenever direction to or communication with Contractor is required by
this Agreement, such direction or communication shall be directed to Contractor's
Representative; provided, however, that in exigent circumstances when Contractor's
Representative is not available, City may direct its direction or communication to other
designated Contractor personnel or agents.
11. Permits: Contractor shall provide all notices, comply with all applicable laws,
ordinances,rules,and regulations,obtain all necessary permits,licenses,including a City of Bozeman
business license, and inspections from applicable governmental authorities, and pay all fees and
charges in connection therewith.
12. Laws and Regulations: Contractor shall comply fully with all applicable state and
federal laws, regulations, and municipal ordinances including, but not limited to, all workers'
compensation laws, all environmental laws including, but not limited to,the generation and disposal
of hazardous waste, the Occupational Safety and Health Act (OSHA), the safety rules, codes, and
provisions of the Montana Safety Act in Title 50, Chapter 71,MCA,all applicable City, County, and
State building and electrical codes, the Americans with Disabilities Act, and all non-discrimination,
affirmative action, and utilization of minority and small business statutes and regulations.
13. Nondiscrimination: The Contractor agrees that all hiring by Contractor of persons
performing this Agreement shall be on the basis of merit and qualifications.The Contractor will have
a policy to provide equal employment opportunity in accordance with all applicable state and federal
anti-discrimination laws,regulations, and contracts. The Contractor will not refuse employment to a
person,bar a person from employment,or discriminate against a person in compensation or in a term,
condition,or privilege of employment because of race,color,religion,creed,political ideas, sex,age,
marital status, national origin, actual or perceived sexual orientation, gender identity, physical or
mental disability, except when the reasonable demands of the position require an age, physical or
mental disability, marital status or sex distinction. The Contractor shall be subject to and comply
with Title VI of the Civil Rights Act of 1964; Section 140, Title 2, United States Code, and all
regulations promulgated thereunder. The Contractor shall require these nondiscrimination terms of
its subcontractors providing services under this agreement.
14. Intoxicants;DOT Drug and Alcohol Regulations/Safety and Training: Contractor
shall not permit or suffer the introduction or use of any intoxicants, including alcohol or illegal drugs,
by any employee or agent engaged in services to the City under this Agreement while on City property
or in the performance of any activities under this Agreement. Contractor acknowledges it is aware of
and shall comply with its responsibilities and obligations under the U.S.Department of Transportation
(DOT)regulations governing anti-drug and alcohol misuse prevention plans and related testing. City
Professional Services Agreement for CPS HR CONSULTING
Page 7 of 11
shall have the right to request proof of such compliance and Contractor shall be obligated to furnish
such proof.
The Contractor shall be responsible for instructing and training the Contractor's employees
and agents in proper and specified work methods and procedures. The Contractor shall provide
continuous inspection and supervision of the work performed. The Contractor is responsible for
instructing his employees and agents in safe work practices.
15. Modification and Assignability: This Agreement may not be enlarged, modified or
altered except by written agreement signed by both parties hereto. The Contractor may not
subcontract or assign Contractor's rights, including the right to compensation or duties arising
hereunder,without the prior written consent of City. Any subcontractor or assignee will be bound by
all of the terms and conditions of this Agreement.
16. Reports/Accountability/Public Information: Contractor agrees to develop and/or
provide documentation as requested by the City demonstrating Contractor's compliance with the
requirements of this Agreement. Contractor shall allow the City, its auditors, and other persons
authorized by the City to inspect and copy its books and records for the purpose of verifying that the
reimbursement of monies distributed to Contractor pursuant to this Agreement was used in
compliance with this Agreement and all applicable provisions of federal, state, and local law. The
Contractor shall not issue any statements, releases or information for public dissemination without
prior approval of the City.
17. Non-Waiver: A waiver by either party any default or breach by the other party of any
terms or conditions of this Agreement does not limit the other party's right to enforce such term or
conditions or to pursue any available legal or equitable rights in the event of any subsequent default
or breach.
18. Attorney's Fees and Costs: In the event it becomes necessary for either Party to retain
an attorney to enforce any of the terms or conditions of this Agreement or to give any notice required
herein, then the prevailing Party or the Party giving notice shall be entitled to reasonable attorney's
fees and costs, including fees, salary, and costs of in-house counsel to include City Attorney.
19. Taxes: Contractor is obligated to pay all taxes of any kind or nature and make all
appropriate employee withholdings.
20. Dispute Resolution:
a. Any claim, controversy, or dispute between the parties, their agents,
Professional Services Agreement for CPS HR CONSULTING
Page 8 of 11
employees, or representatives shall be resolved first by negotiation between senior-level
personnel from each party duly authorized to execute settlement agreements. Upon mutual
agreement of the parties,the parties may invite an independent,disinterested mediator to assist
in the negotiated settlement discussions.
b. If the parties are unable to resolve the dispute within thirty(30)days from the
date the dispute was first raised, then such dispute may only be resolved in a court of
competent jurisdiction in compliance with the Applicable Law provisions of this Agreement.
21. Survival: Contractor's indemnification shall survive the termination or expiration of
this Agreement for the maximum period allowed under applicable law.
22. Headings: The headings used in this Agreement are for convenience only and are not
be construed as a part of the Agreement or as a limitation on the scope of the particular paragraphs to
which they refer.
23. Severability: If any portion of this Agreement is held to be void or unenforceable,the
balance thereof shall continue in effect.
24. Applicable Law: The parties agree that this Agreement is governed in all respects by
the laws of the State of Montana.
25. Binding Effect: This Agreement is binding upon and inures to the benefit of the heirs,
legal representatives, successors, and assigns of the parties.
26. No Third-Party Beneficiary: This Agreement is for the exclusive benefit of the
parties, does not constitute a third-party beneficiary agreement, and may not be relied upon or
enforced by a third party.
27. Counterparts: This Agreement may be executed in counterparts, which together
constitute one instrument.
28. Integration: This Agreement and all Exhibits attached hereto constitute the entire
agreement of the parties. Covenants or representations not contained therein or made a part thereof
by reference,are not binding upon the parties. There are no understandings between the parties other
than as set forth in this Agreement. All communications, either verbal or written, made prior to the
date of this Agreement are hereby abrogated and withdrawn unless specifically made a part of this
Agreement by reference.
Professional Services Agreement for CPS HR CONSULTING
Page 9 of 11
**** END OF AGREEMENT EXCEPT FOR SIGNATURES ****
IN WITNESS WHEREOF,the parties hereto have executed this instrument the day and year
first above written.
CITY OF BOZEMAN,MONTANA CPS HR CONSULTING
CONTRACTOR
t
Dennis M. Taylor, Interim Cit} Manager rr
Print Name: m_ �k sS A
Print Title: S ey)1
APPRO ED AS TO FORM:
B
Greg illivan,Bozeman City Attorney
Professional Services Agreement for CPS HR CONSULTING
Page 10 of 11
EXHIBIT A
CONTRACTOR PROPOSAL
SCOPE OIL SERVICES
Professional Services Agreement for CPS HR CONSULTING
Page 11 of 11
CPS HR CONSULTING
PROPOSAL
Coy of Bozeman
Executive Recruitment Services for
City Manager
SUBMITTED BY:
MELISSA ASHER
Sr. Practice Leader, Products and Services
CPS HR Consulting
2450 Del Paso Road,Suite 220
Sacramento,CA 95834
P:916-471-3358
masher@cpshr.us -
Tax ID: 68-0067209
www.cpshr.us Your Path to Performance
CPS HR CONSULTING
December 13, 2019
James Henderson
Human Resources Director
City of Bozeman
121 N Rouse Ave
Bozeman, MT 59771
Submitted via email to: James.henderson@bozeman.net
Subject: Executive Search Services for City Manager
Dear Mr. Henderson:
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 understand that each agency is unique, and our extensive experience allows us to tailor our
process to specifically meet your needs. Our work with local government agencies throughout
the United States gives us an in-depth understanding of government operations, programs, and
services. Our recent work in Montana, including the City of Bozeman and the Montana
Department of Environmental Quality in Helena, have kept us plugged into Montana culture and
politics, making us well-suited to assist you with the recruitment of your next City Manager. Our
recruiters' personal and professional networks in the state and region will add value as well.
Each recruitment is an opportunity to shape and prepare your organization for the future. We
understand how important this transition is for you and are perfectly placed to assist you in this
endeavor. Once this project begins, we will work with the City to tailor our process to highlight
this exciting opportunity and attract the best possible candidates.
Thank you for the opportunity to be considered for this assignment. It is our commitment to
work in partnership with your organization to a successful result. Should you have questions or
comments about the information presented in this proposal, please contact Melissa Asher at
masher@cpshr.us or (916)471-3358.
Sincerely,
a
Melissa Asher
Senior Practice Leader, Products and Services
2450 Del Paso Road,Suite 220 Sacramento,CA 95834 www.cpshr.us Tax ID:68-0067209
Proposal to the City of Bozeman
Executive Recruitment Services for City Manager
Table of Contents
AboutCPS HR Consulting ..............................................................................................................................1
AboutCPS HR ............................................................................................................................................1
RecruitmentExperts..................................................................................................................................2
OurApproach and Methodology ..................................................................................................................5
KeyStakeholder Involvement ...................................................................................................................5
City's Needs...............................................................................................................................................5
Commitmentto Communication ..............................................................................................................5
Aggressive, Proactive, and Robust Recruitment.......................................................................................5
Scopeof Work...............................................................................................................................................6
Phase I - Develop Candidate Profile and Recruitment Strategy................................................................6
Phase II—Aggressive, Proactive, and Robust Recruitment.......................................................................7
PhaseIII—Selection...................................................................................................................................9
PlacementGuarantee..............................................................................................................................10
Timeline.......................................................................................................................................................11
ExecutiveRecruitment Team ......................................................................................................................12
TeamResumes ........................................................................................................................................12
References...................................................................................................................................................18
ProfessionalFees and Expenses..................................................................................................................19
ProfessionalServices...............................................................................................................................19
ReimbursableExpenses...........................................................................................................................19
AppendixA: Sample Brochure.....................................................................................................................20
Appendix B: Five Year Recruitment List......................................................................................................24
CPS HR CONSULTING Page I i
Proposal to the City of Bozeman
Executive Recruitment Services for City Manager
About CPS HR Consulting
About CPS HR
CPS HR Consulting has been assisting organizations with their OUR VISION:
talent management needs for over 34 years. We have unique
expertise in delivering HR management and consulting services, Enabling .-.. - to
employment testing, and assessment services to government realize the promise •
agencies throughout North America. Our core competency is its • •
lic service
knowledge of and expertise in the public sector.
CPS HR offers clients a comprehensive range of competitively priced services, all of which can be
customized to meet your organization's specific needs. We are committed to supporting and
developing strategic organizational leadership and human resource management in the public
sector. We offer expertise in the areas of organizational strategy, recruitment and selection,
training and development, and organization and workforce management.
CPS HR occupies a unique position among its competitors in the field of government consulting;
as a Joint Powers Authority, whose charter mandates that we serve only public sector clients,we
actively serve all government sectors including Federal, State, Local, Special Districts, Higher
Education, and Non-Profit Organizations. This singular position provides CPS HR with a systemic
and extensive understanding of how each government sector is inter-connected to each other
and to their communities. That understanding, combined with our knowledge of public and
private sector best practices, translates into meaningful and practical solutions for our clients'
operational and business needs.
With more than 120 full-time employees as well as 200+ project consultants and technical
experts nationwide, CPS HR delivers breakthrough solutions that help public sector organizations
impact the communities they serve. CPS HR has worked with more than 1,200 government and
public/non-profit clients throughout the United States and Canada.
Our headquarters are located in Sacramento, California. We have regional offices in Austin, TX;
Littleton, CO; and Orange County, CA.
CPS HR CONSULTING Page 11
Proposal to the City of Bozeman
Executive Recruitment Services for City Manager
Recruitment Experts
CPS HR specializes in the recruitment and selection of key professionals for cities, counties,
special districts, and non-profits. Working in partnership with the governing body or selection
team, we develop customized search strategies that focus on locating and recruiting qualified
candidates who match the agency's unique needs. Our wealth of recruitment experience has
been gained through more than 17 years of placing top and mid-level executives in public
agencies throughout the United States.
■ Unmatched Recruitment Experience for Government Agencies. CPS HR has extensive
experience in recruiting executive-level professionals for public agencies across the
United States. As a public agency ourselves, we understand how to work with and within
government. Our understanding of public sector culture and policy uniquely sets us apart
from our competitors.
■ Seasoned Executive Recruiters. Our recruiters possess a high level of expertise in
recruiting and placing executive-level professionals. Our staff of experts includes an
exceptional group of full-time employees as well as a full complement of subject matter
experts, intermittent employees, and part-time employees with a variety of public and
private sector experience.
■ Detailed Needs Assessments. We conduct a detailed needs assessment to identify 1)
future organizational direction; 2) challenges facing the position; 3) the working style
and organizational climate; and 4) required core and job specific competencies as well
as personal and professional characteristics.
■ Vast Pool of Public Agency Contacts. CPS HR maintains a database of candidates and an
extensive network of external resources to leverage for executive-level positions. We
utilize our vast pool of public and non-profit contacts to deliver a strong list of competitive
candidates who will be well prepared to assist you in the accomplishment of your specific
mission and goals.
■ Success Recruiting Non-Job Seeking Talent. We recognize that the very best candidates
for some types of positions may not be looking for a career change, therefore, our
recruitment team takes a very aggressive approach to identify and recruit such
candidates.
■ Diversity Sensitivity. CPS HR encourages applicant diversity and incorporates a variety of
activities to attract the best available candidates. We have successfully recruited and
placed minority and female candidates for a variety of executive-level positions.
■ Cost Effective. The combination of CPS HR's seasoned recruitment management and
highly qualified staff enable us to reliably deliver successful results on time and on budget.
CPS HR �CONSULTING Page 12
Proposal to the City of Bozeman
Executive Recruitment Services for City Manager
■ Satisfied Clients. Our executive search client satisfaction rating averages 4.6 on a scale
of 5. While many companies talk about client satisfaction, how many measure the impact
of that through assessing client satisfaction by distributing written surveys and tying the
results of these surveys to their performance management system? CPS HR Consulting
does. A client satisfaction survey is sent at the end of every engagement requesting
feedback on the quality of our staff, deliverables, and the overall consulting relationship.
■ Strong Base of Repeat Clients. We make sure we understand our client's challenges and
customize our process to fit their needs. As a result, we have a long and growing list of
returning clients who seek our services for multiple engagements.
■ Retention/Success Rate. Our success rate is tied to the longevity of the candidates we
place, currently more than 91% of our placements are still in their position after two
years.
■ Broad Experience with Similar Recruitments. Following is a partial list similar city/county
executive recruitments conducted within the past four years. Please refer to Appendix B
for a broader list of recruitments conducted in the past five years.
CompletedAgency Title Year
City of Shafter (CA) City Manager Current
Montana Department of Chief Legal Counsel 2019
Environmental Quality
City of Clayton (CA) City Manager 2019
City of Columbia (MO) City Manager 2019
City of Union City (CA) City Manager 2019
City of Carson (CA) City Manager 2019
City of Bell Gardens (CA) City Manager EEE2019
Town of Paradise Valley (AZ) Town Manager 2019
City of East Palo Alto (CA) City Manager 2019
City of Woodland Park (CO) City Manager 2018
City of Modesto (CA) City Manager 2018
Churchill County (NV) County Manager 2018
City of Sacramento (CA) Assistant City Manager 2018
County of San Luis Obispo (CA) City Manager 2018
City of Glendale (CA) City Manager 2018
City of Goodyear (AZ) City Manager 2018
CPS HR CONSULTING Page 13
Proposal to the City of Bozeman
Executive Recruitment Services for City Manager
CompletedAgency Title Year
County of Imperial (CA) County Executive Officer 2018
Town of Oro Valley (AZ) Town Manager 2017
Town of Los Gatos (CA) Assistant Town Manager 2017
City of San Marino (CA) City Manager 2017
City of Santa Ana (CA) City Manager 2017/2019
City of Avalon (CA) City Manager 2016
City of Albany (OR) City Manager 2016
City of Boulder (CO) Deputy City Manager 2016
City of Anaheim (CA) City Manager 2015
City of Garden Grove (CA) City Manager 2015
Our Executive Search Team is comprised of six recruiters with a wealth of experience in local
government executive recruitments.
CPS HR CONSULTING Page 14
Proposal to the City of Bozeman
Executive Recruitment Services for City Manager
Our Approach and Methodology
Key Stakeholder Involvement
The Mayor and City Commission 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 Mayor and City Commission, 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.
City's Needs
A critical first step in a successful executive search is for the Mayor and City Commission to define
the professional and personal qualities required of the City Manager. CPS HR has developed a
very effective process that will permit the Mayor and City Commission to clarify the preferred
future direction for the City;the specific challenges the City is likely to face in achieving this future
direction; the working style and organizational climate the Mayor and City Commission wish to
establish with the City Manager; and ultimately, the professional and personal qualities required
of the City Manager.
Commitment to Communication
Throughout the recruitment process, we are strongly committed to keeping you fully informed
of our progress. We will collaborate with you to provide updates on the status of the recruitment
via your preferred method of communication (phone conference, email, etc.).
We place the highest level of importance on customer service and responding in a timely manner
to all client and candidate inquiries. Our previous clients and candidates have expressed a sincere
appreciation for our level of service and responsiveness to the management of the recruitment
process. As a result, we have many long-term relationships with clients that have led to
opportunities to assist them with multiple recruitments.
CPS HR's communication continues once you have selected the new City Manager. We will
contact the Mayor and City Commission and the newly appointed City Manager within six months
of appointment to ensure an effective transition has occurred.
Aggressive, Proactive, and Robust Recruitment
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.
CPS HIR®CONSULTING Page 15
Proposal to the City of Bozeman
Executive Recruitment Services for City Manager
Scope of Work
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 uniquely suited to the
City's needs.
III
FrPhase Develop - • -
®�-f- Aggressive,
Candidate
Profile and -_ - Proactive, Selection
Recruitment and Robust
Strategy Recruitment
Phase I: Our consultant will meet with the Mayor and City Commission, City Staff, 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 contacts with qualified individuals from our extensive
database.
Phase III: The selection process is customized for the City. CPS HR will work with the Mayor and
City Commission to determine the process best suited to the City of Bozeman.
Phase I - Develop Candidate Profile and Recruitment
Strategy
Task 1- Review and Finalize Executive Search Process and Schedule
Task 2 - Key Stakeholder Meetings
Task 3-Candidate Profile and Recruitment Strategy Development
Task 4— Develop Recruitment Brochure
The first step in this engagement is a thorough review of the City's needs, culture and goals; the
executive search process; and the schedule. CPS HR is prepared to meet with key stakeholders
to obtain input in developing the ideal candidate profile and to assist us in understanding key
issues and challenges that will face a new City Manager. Activities will include:
■ Identifying key priorities for the new City Manager and the conditions and challenges
likely to be encountered in achieving these priorities.
■ Describing the type of working relationship the Mayor and City Commission wish to
establish with the City Manager.
CPS HR CONSULTING Page 16
Proposal to the City of Bozeman
Executive Recruitment Services for City Manager
■ Generating lists of specific competencies, experiences, and personal attributes needed
by the new City Manager in light of the discussions above.
■ Discussing recruitment and selection strategies for the Mayor and City Commission's
consideration to best produce the intended results.
CPS HR will provide a summary to the City stemming from these activities as an additional source
of information for developing the candidate profile and selection criteria.
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 Appendix A for a sample brochure. Additional brochure examples are available
on our website at www.cpshr.us/search.
Phase II -Aggressive, Proactive, and Robust Recruitment
Task 1—Place Advertisements
Task 2- Identify and Contact Potential Candidates
Task 3—Resume Review and Screening Interviews
Task 4— Mayor and City Commission Selects Finalists
CPS HR will prepare, submit for your approval, and publish advertisements (which will include a
direct link to your brochure) in appropriate magazines,journals, newsletters,job bulletins, social
media, and websites to attract candidates on a nationwide, regional, local or targeted basis based
on the recruitment strategy. Examples may include:
Advertising Sources
o City's website ® National Forum for Black Public
o CPS HR website Administrators
o ICMA ® Local Government Hispanic Network
o Linkedln ® League of Women in Government
o National League of Cities ® Wyoming Association of Municipalities
a Montana League of Cities and Towns
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.
CPS HR is focused on reaching a diverse candidate pool and would recommend
publications/websites that are targeted to minority and female candidates. In addition to placing
CPS HRsnow CONSULTING Page 17
Proposal to the City of Bozeman
Executive Recruitment Services for City Manager
ads on websites aimed at minority candidates, we will contact leaders within appropriate
associations to gain their insight and referrals of possible candidates.
Within the past three years, more than 40%of our executive level placements have been
minority and/or female candidates.
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.
CPS HR maintains a comprehensive, up-to-date database of industry leaders and experienced
professionals; however, we do not rely solely upon our current database. We also conduct
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.
We will:
■ Convey 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.
■ Provide 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.
■ Actively seek highly qualified candidates who may be attracted by the prospect of
collaboration with other departments, providing exceptional leadership to the City or
continuing to ensure the public confidence in the integrity of the City.
CPS HR will directly receive and initially screen all resumes. 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. 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 gather data on any other unique aspects specific to this recruitment based
upon the candidate profile, as well as conduct internet research on each candidate interviewed.
CPS HR will prepare a written report that summarizes the results of the recruitment process and
recommends candidates for further consideration by the Mayor and City Commission. 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 Mayor and City
Commission to review this report and to assist them in selecting a group of finalists for further
evaluation.
CPS HR`CONSULTING Page 18
Proposal to the City of Bozeman
Executive Recruitment Services for City Manager
Phase III - Selection
Task 1 - Design Selection Process
Task 2-Administer Selection Process
Task 3— Final Preparation for Appointment
Task 4—Employment Agreement Negotiation (if requested)
CPS HR will design a draft selection process based on information gathered in Phase I. We 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.
We 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 successful and unsuccessful candidates.
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 and/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-degree 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.) Candidates are requested to
provide a minimum of five references. CPS HR is able to ascertain significant, detailed
information from reference sources due to our commitment to each individual of
confidentiality, which leads to a willingness to have an open and candid discussion and
results 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 check of a candidate's
records on driving, criminal (upon conditional job offer) and civil court, credit history,
education, published news, 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.
CPS HR MWOK®CONSULTING Page 19
Proposal to the City of Bozeman
Executive Recruitment Services for City Manager
■ Employment Agreement Negotiation (if requested): The consultant will be prepared to
assist in the negotiation of an employment agreement, working with the City Commission
and the City's Legal Counsel to identify terms of employment that are agreeable to both
parties. Legal Counsel would draft the employment contract for final approval by the City
Commission. CPS HR is well aware of the latest market trends and standards that
competitive candidates will expect.
Placement Guarantee
If the employment of the candidate selected and appointed by the City as a result of a full
executive recruitment (Phases 1, ll, and lll) 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.
CPS HR®CONSULTING Page 110
Proposal to the City of Bozeman
Executive Recruitment Services for City Manager
T'Imellne
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. A proposed schedule of major milestones is presented
below.
i
C •
,•
CPS HR ®CONSULTING Page 11
Proposal to the City of Bozeman
Executive Recruitment Services for City Manager
Executive Recruitment Team
CPS HR has assembled a strong project team with each member possessing extensive recruiting
experience and a direct, in-depth understanding of local government. Mr. Josh Jones will act as
your project manager and will be assisted (as needed) by Mr.Andrew Nelson and Ms. Pam Derby.
Mr. Jones will leverage the knowledge and experience of our entire recruitment team in order to
provide you with the best possible recruitment experience.
We are committed to providing each of our clients the same level of service excellence, and we
take great care not to take on more work than this commitment allows. We will not utilize
subcontractors for these services. Key staff will not be changed without approval of the City.
Their resumes follow.
Role/Project .
Executive Recruiter Josh Jones (916)471-3301 jjones@cpshr.us
Executive Recruiter Andrew Nelson (916)471-3329 anelson@cpshr.us
Supervising Executive Recruiter Pamela Derby (916)471-3126 pderby@cpshr.us
Team Resumes
Josh Jones, Executive Recruiter
Profile
Josh Jones brings nearly ten years of public sector experience to his role as Executive Recruiter
at CPS HR Consulting. He holds a Master's degree in Public Administration from the University of
Kansas and has worked with both cities and counties in such high-level roles as City Manager and
Deputy CAO. With this direct professional experience, Mr. Jones brings a practitioner's touch to
recruitments and understands the unique needs of clients whether they are elected officials or
management staff. Combining this knowledge with a sincere interest in the client's success, he
ensures an exceptional level of service and satisfaction.
Utilizing his extensive professional network and data-driven recruiting techniques, Mr. Jones
successfully sources high-quality candidates for both urban and rural clients in a wide variety of
public sector fields including city and county management, housing, transit, social services,
emergency communications, public safety, utilities, finance, municipal law, and more. He fosters
genuine relationships and enjoys enriching the professional lives of clients and candidates alike
through his recruitment services.
CPS HIR`CONSULTING Page 112
Proposal to the City of Bozeman
Executive Recruitment Services for City Manager
Employment History
■ Executive Recruiter, CPS HR Consulting
■ City Manager, Parowan City, Utah
■ Deputy County Administrative Officer, County of Lake, Lakeport, California
■ Assistant City Manager, City of Xenia, Ohio
■ Assistant to the Village Manager, Village of Oak Lawn, Illinois
Professional Experience
■ Manages daily operations and strategic planning for full-service municipality with
responsibility for areas in Human Resources including safety and risk management,
training programs, compensation studies, and performance evaluations.
■ Recruited for several difficult to fill niche positions and realized employer savings and
employee gains through effective benefits administration.
■ Developed the City's first HRIS database that was crucial to the budget development
process and ongoing employee management.
■ Assisted in the general administration of and budget analysis for half of the County's 24
departments, in addition to management of programs and personnel in the
Administrative Office.
■ Optimized County operations through compensation and classification recommendations
and assisted in recruitment and selection panels.
■ In conjunction with the City Manager, provided strategic and operational oversight and
supervision for nearly 200 employees. Served as Acting City Manager.
■ Managed the citywide budget and five-year capital improvement plan processes,
identifying operational efficiencies and strategic opportunities with department heads.
■ Served on the city's management team for labor negotiations, accomplishing conflict
resolution, and assisted in carrying out an employment exam.
■ Managed the recruitment process for the Village's new Police Chief.
Education
■ Master of Public Administration, University of Kansas, Lawrence, Kansas
■ Bachelor of Integrated Studies with Honors, Weber State University, Ogden, Utah
CPS HIR CONSULTING Page 113
Proposal to the City of Bozeman
Executive Recruitment Services for City Manager
Andrew Nelson, Executive Recruiter
Profile
Andrew Nelson brings an extensive background in government service to his role as Executive
Recruiter at CPS HR Consulting through city administration, transportation planning, and court
management as well as professional recruiter training from the U.S. military. Mr. Nelson has
significant experience with recruitments of professional and management positions for the public
sector.
Prior to joining CPS HR Consulting, Mr. Nelson served as City Administrator for the City of
Kemmerer, WY and as director of the Casper Area Metropolitan Planning Organization. This
hands-on experience gives Mr. Nelson perspective to the mindset and needs of senior public
officials recruiting open positions. Mr. Nelson has conducted numerous recruitments for a wide
variety of local governments. Recently, he has completed searches for the City Managers of
Columbia, MO and Union City, CA. He is currently conducting the City Manager recruitment for
the City of Richmond, CA.
Beyond recruitment, his duties included comprehensive administration of their human resources
policies. This consisted of assessing job performance, approving job descriptions and their
associated revisions, revising employee policies, leading collective bargaining negotiations for the
city, assessing and investigating risk management claims, and continuing training for all
employees.
Additionally, Mr. Nelson currently serves the United States Coast Guard as an Auxiliary Recruiter.
His role is to provide a local presence in Las Vegas for the regional office in Phoenix. He received
formal training in recruitment, including sales, marketing, and interviewing skills at the Coast
Guard Training Center Cape May (New Jersey) and has received an Auxiliary Sustained Service
award and a Coast Guard Meritorious Team Commendation as a direct result of his recruiting
efforts.
Employment History
■ Executive Recruiter, CPS HR Consulting
■ Military Recruiter, United States Coast Guard Auxiliary
■ Chief Administrative Officer, Kemmerer, Wyoming
■ Transportation Program Manager, Casper Area Metropolitan Planning Organization,
Casper, Wyoming
Professional Experience
■ Performed remote recruiting activities for Recruiting Office—Denver in Wyoming.
■ Recipient of a Coast Guard Meritorious Team Commendation and Auxiliary Sustained
Service Award (2)
CPS HR w CONSULTING Page 114
Proposal to the City of Bozeman
Executive Recruitment Services for City Manager
■ Developed performance qualification standards (PQS) for Auxiliary recruiters for
implementation throughout the nation.
■ Developed policies and procedures for organization-wide and program-specific
implementation that led to a 7% decrease in operational expenditures and eliminated a
structural budget deficit.
■ Directed the preparation of the annual budget, working with department directors to
design justifiable expenditures based on strategic goals established by the City Council.
■ Determined appropriate staffing levels for all departments, and met frequently with
Department Directors to control expenditures and design procurement packages.
■ Analyzed data, reports, and expenditures to forecast future revenue and policy
implications to programs.
■ Planned and executed meetings of the governing body, staff, contractors, and union
negotiations.
■ Directed the operations of the transportation planning office, which included budgeting,
planning, procurement, contract administration, data analysis, and program
management for U.S. Department of Transportation programs in the Casper metro area.
■ In FY14, streamlined the billing reimbursement process, increasing available cash flow by
10%.
■ Redesigned the MPO's procurement process, resulting in the standardization of pre-
award timelines, formal advertising, and federal acquisition regulations. Changes in
procurement policies saved the MPO $125,000 in direct expenses in the first six months
alone.
■ In FY16, led contract and budget negotiations between the transit operator and the City
of Casper to reach consensus on cutting services to cover a $94,000 operating budget
deficit. At the same time, received approximately$775,000 in additional grant funding to
complete a capital investment which replaced 30% of the vehicle fleet.
■ Led the MPO Policy Committee (governing body of elected officials) through a strategic
planning process to most effectively leverage federal grants to meet local transportation
needs. Provided legislative and technical expertise to the MPO Policy Committee on
transportation planning issues.
Education
CPS HR MINERL®CONSULTING Page 115
Proposal to the City of Bozeman
Executive Recruitment Services for City Manager
■ Master of Public Administration, Brigham Young University, Provo, Utah.
■ Currently on the Advisory Board for the Romney Institute of Public Service and Ethics at
BYU
■ B.A. Political Science, Brigham Young University, Provo, Utah
Pamela H. Derby, Supervising Executive Recruiter
Profile
Since joining CPS HR Consulting in 2003, Pam Derby has conducted a wide range of recruitments
for county, city, special district and association executives including city attorney, executive
director, general manager, city manager, assistant and deputy city manager, police chief,
community and economic development director, human resource director, finance director, city
administrator, registrar of voters, library director, and director of information technology in
addition to specialized support positions. Ms. Derby has just completed City Manager
recruitments for the City of Columbia, MO and Clayton, CA.
Prior to joining CPS HR, Ms. Derby served as the Aide to the Yuba County Board of Supervisors
serving as the Board's liaison to County Department Heads, the community, and the media. This
experience provided her with a unique perspective into the special circumstances that exist in a
Board/Council-Manager relationship and a keen awareness of the inner workings of local
government. She is sensitive to balance the wants of the community with the needs of the client
so as to tailor a recruitment process that reaches out to the most appropriate candidates and
ensures a diverse group of individuals from which to make a selection. She has successfully
employed these techniques in jurisdictions ranging from under 10,000 to 10 million. Moreover,
she employs a firmly-held personal philosophy that candidates must be treated with the same
respect and careful consideration as her client.
Prior to her local government service, Ms. Derby served in the private sector and with several
non-profit lobbying associations. She was responsible for the management of several large
consumer groups.
Employment History
■ Senior Executive Recruiter, CPS HR Consulting
■ Professional Management Consultant, CPS HR Consulting
■ Administrative Technician, CPS HR Consulting
■ Aide to the Board of Supervisors, Yuba County, CA
■ Special Cases Manager, Consumer Relations, The Money Store, CA
■ Supervisor, Trailing Documents, The Money Store, CA
CPS HR CONSULTING Page 116
Proposal to the City of Bozeman
Executive Recruitment Services for City Manager
■ Executive Assistant, Randlett Associates, CA
Professional Experience
■ Project manager for local government, special district, and non-profit executive
recruitments. Responsible for all facets of process including proposal interviews, all client
meetings, creating marketing and advertising materials, conducting candidate screening
interviews and developing finalist candidate interview processes.
■ Assisted executive recruiting team in the recruitment of local government and public
agency executives.
■ Managed staff responsible for addressing escalated customer complaints. Negotiated
and mediated pre-litigation settlements with attorneys, state regulators, and other state
agencies, involving home improvement loans. Served as department fraud coordinator.
■ Provided administrative support to SVP, including drafting correspondence, report
writing, and special projects as assigned. Supervised department receptionist,
responsible for interfacing with vendors and facilities management.
■ Provided administrative and research support for private professional lobbying firm.
Researched legislative bills, corresponded with professional association members
regarding legislative proposals.
Education
■ California State University, Chico, major course emphasis— Physical Education/English
CPS HR®CONSULTING Page 117
Proposal to the City of Bozeman
Executive Recruitment Services for City Manager
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
City of Columbia Margrace Buckler, HR Director
701 E. Broadway, 5th Floor (573) 874-7677
Columbia, MO 65201 Margrace.buckler@como.gov
City Manager(2019)
Town of Paradise Valley Jerry Bien-Willner,Vice Mayor
6401 E Lincoln Drive (480)442-3532
Paradise Valley,AZ 85253 jbienwillner@paradisevalleyaz.gov
Town Manager(2018)
City of Woodland Park Neil Levy, Mayor
220 W. South Avenue (719) 332-6338
Woodland Park, CO 80863 nlevy@city-woodlandpark.org
City Manager(2018)
City of East Palo Alto Lisa Gauthier, Mayor
2415 University Avenue (650) 387-4584
East Palo Alto, CA 94303 Iauthier@cityofepa.org
City Manager(2018)
CPS HR mm CONSULTING Page 18
Proposal to the City of Bozeman
Executive Recruitment Services for City Manager
Professional Fees and Expenses
Professional Services
Our professional fixed fee covers all CPS HR services associated with Phases I, II, and III of 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.
Reimbursable Expenses
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 and we will work proactively with the City to ensure that dollars being spent for
expenses are in keeping with the City's expectations. Travel expenses for candidates who are
invited forward in the interview process are not included under our reimbursable range.
However, should the City desire, CPS HR's Travel Team is available to coordinate these
arrangements. This may require additional reimbursable expenses. 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) $23,000
Reimbursable Expenses
Approximate recruitment costs include:
■ Brochure Design and Printing
NTE $7,000
■ Advertising
■ Background check for finalist candidates
■ Other recruitment expenses such as supplies, travel, and shipping
- - . Total $30,000
*Professional fees and reimbursable expenses would be billed and paid monthly.
CPS HR CONSULTING
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.
CPS HR CONSULTING Page 119
Proposal to the City of Bozeman
Executive Recruitment Services for City Manager
Appendix A: Sample Brochure
VAT
MANITOU SPRINGS
• CO j , MINISIT • • •
AA �RE Yo
_L
- i
M.
PHAHM U SfD-1 §AS ,-5 15) LOOK W,6 GEC-M AI ENGAC' AIG L&ADER
To SERVE THEM EM UNIQ E PWOUNTAIN COMMUl TY.
SCAPE 6 FXJOr
{M COLORADO
CPS HR®CONSULTING Page 120
Proposal to the City of Bozeman
Executive Recruitment Services for City Manager
MANITOU SPRINGS
NOT iUR TYPICAL MOUNTAIN TOWN
to lllevleJ.
MANITOU
ADMINISTRATOR
IS MANITOU SPRINGSOF YOUR
The ideal City Administrator candidate will be a progressive leader ready to invest in the futin e of Manitou Springs,CO.
THIS POSITION REQUIRES THECITYADMINISTRATOR TORESME WITHIN MANITOU SPRINGS CITY LIMITS.
THE POSITION
A LEADER THAT EMBODIES THE COMMUNITY
TheCityAdministrator position includes standard responsibilities of local government leadership,butManitouSprings requires something
more.The needs of the position reflect the unique needs of the community.The City Administrator Is both a strategic thinker and an
engaged community memberwho sets the standard fordevelopinga cultureofengagementand servicewithin allCity functions.
A LEADERSHIP (11 BUDGETING
The Administrator upholds Manitou Springs'mission,values and As the City's Budget Officer,the Administrator works with the City
goats as refined by the City Council. In collaboration with the Counciland Finance Director in preparing the City's annual budget
Administrator, the City Council establishes and refines policies and monitoring financial performance.The City's 2018 budget Is
memorialized in the city code,which the Administrator is then $28 million.
responsible for implementing and enforcing.
� COLLABORATION
w4T MAAFAGEMEAlT The Administrator Is expected to foster relationships with
The Administrator leads, evaluates and coaches eight highly a network of peers in professional organizations and
knowledgeable, skilled and committed department heads neighboring Jurisdictions to ensure Manitou Springs continues
managingastaff of approximately75 employees. to adopt best practices and processes,and to establish mutual
cooperation agreements.
NEG0TiATION
The Administrator is the lead negotiator and performance
evaluator of the key outsourced functions such as parking
management,single hauler trash program,legal and engineering
services and Information technology.
CPS HRAmw CONSULTING Page 121
• �' I I II'
THE OPPORTUNITY •
A RESILIENT UTYREADV TO NOI E FORWARD ,
As is common with most COIOrad0 cities. Mamitou Springs'budget is highly I
dependent on sales tax revenues.The recent recession coupled with,egional _
wildfires and subsequent flooding in 2013 and 2015 had Immediate and • / • • '
significant impacts on staffing levels and reserves.
With the help of outside grant money. new fee-programs, permitting two
retail marijuana stores and a resurgence in tourist spending,the City has
returned to pre-recession staff levels and replenished general fund reserves.
Now.Manitou Springs is looking to the Future.Current dncdicatdons show that the
City will need to aggress Nely pursue aco III bination(if new Sources Ofsustainable
revenues,grants,low interest loans and a bond issue or property tax Increase
soon to fund new initiatives and solutions related to the following:
...............................................
Aldgnstrategic policy and operationalshdits with tile Community Master Plan ,.. ,,,
....................I..........................
Strengthen conmtunity engagementand consensus building through the use .
of meetings,social media and the press '
...............................................
Continue stewardship of the built and natural heritage environment as the
community's vitality.soul and attraction is inextricably tied to these elements
.................................I...........
..
Icdemtdfy,and implement regional alliances to tackle community Issues such as
affordable housing.homelessness,drug abuse.mental illness and
emergency preparedness
Enhance project and operations management by identifying and
implementdmg progressive approachesancd technology
a� 1,+1a1q:111:t„1,_t��r��}nr+
.............................................
F= Retirr-•mF•nt I,iau;t ulorail�f r-n�p�- -
Addresscleferrecimaintenancebyprdoritizingresourcesanclbudgets.and „,uienrrntruuliPll•'.i{rI Ilir h+laluncl
helping the City Council evaluate a Transportation Fee
.............I............................ +r.rc.itii+n.+ud ariniini•,Ira ii=N lunF 61r}? liai lo_
Coorcdinatewith regional partners to tackle Downtown traffic,parking N t jrj I,ur.irl,(I nr di+al.doillal jkit n ar ei III
and congestion to maintain public safety and ensure a vibrant downtown im.uram .ph 1%1011"1 bcnciit,
business economy
...............................................
Implementa City employee performance based meritpay ZE[1 F;(}
systemsupporteclbystaffandrecentlyacloptecdbyCityCouncil I °`n.Wilk
``�
..........................I.........
...,...... '
Deploy an acdvanced budgeting and financial risk management system to
improve civarterly reviews of financda l performance
...............................................
Lead effort to return[lie City toa comprehensive fiveyew capital planning wocess
...............................................
Develop future leaders by mentoring coy's employees and nurturing the
volunteer base —
_Y
• •• I I II'
THE MANITOV SPRINGS COMMUNITY
A BLEND OF HISTORY, NATURE AND ART
The community's vitality,soul and attraction is inextricably linked to its history,the natural environment and
the engaged peopl ,who call k4anitou Springs home.
HISTORICAL HERITAGE
Walk the streets of downtown ManitOU Springs and
You'll see living history. Quaint homes and buildings
from the late 1800-s and large trees lining the streets are
constant reminders of Manitou Springs'rich history and
evidence of the community's commitment to historic
preservation. The City boasts two historical museums
and a Carnegie Library.
Originally a Native American wintering, Manitou Springs
wasestablished in the late 1800's as a European resort-style
village.The City was an international tuberculosis center for
"the Ctne"in the early 1900's.In the 1960's the City became
an artist and hippie haven.Manitou Springs continues to be
a richly eclectic community. TOURIS` 1.�.ND'SPECIAL EVENTS
The City's population increases three-told during high
Points of a four month summer tourist season and special
event kweekends.Amenities and culture are abundant with
BAN ARTIST COMMUNI Pikes peal< and nfanitou springs cog Railw jy, Garden of
The City racenth, b cai re .i rertifi?d Tnliii t' C atIve the Gnds.Cave of the t^ands, hfinaral springs Tours. Pipes
District Isis d - rntron r� ;n�c. tl-e str n-tl s of free Peak Marathon. Emma ciawtord Cotfin Races. Mardi Gras
r4,rni uu_prin��Arts�nr.r xi anJ Center.nun w u ,�:,Iler ie. parade and other attractions and events making Menrtou
shops,restaurants and it -is ninny innovativr and Springs a fun and cool place to live. avork. play and visit.
SUSTAINABILITY
The City is a beacon in the region with respect to protecting
and restoring wildland, water and air resources. In 2005,
Council endorsed the Kyoto Agreement. Last year the City
became a charter member of the Green Cities Coalition.
Manitou Springs has set an initial goal to reduce its carbon
footprint by M.',;the first step taken in 2014 was being the
first Colorado municipality to have its administrative facilities
renewable energy powered.
Proposal to the City of Bozeman
Executive Recruitment Services for City Manager
Appendix B: Five Year Recruitment List
Agency . .
leted
San Mateo County Harbor District General Manager 2019
City of Hollister City Manager 2019
Alameda County Transportation Executive Director 2019
Commission
City of Oxnard Communications and Marketing 2019
Manager
City of Wheat Ridge Director of Public Works PARTIAL 2019
City of Missouri City Emergency Management Coordinator 2019
City of Aurora Director of Parks, Recreation and Open 2019
Space
LA County METRO Chief Planning Officer 2019
LA County METRO Chief Communications Officer 2019
Desert Healthcare District Chief Executive Officer 2019
Santa Barbara County Assistant Director, General Services 2019
Washington Department of Fish and HR Director 2019
Wildlife
LA County METRO Chief Ethics Officer 2019
Imperial County Director of Social Services 2019
Carmichael Recreation and Park District Administrator 2019
District
Sacramento County Employees' General Counsel 2019
Retirement System
City of Glendale, AZ Housing Services Administrator 2019
City of Glendale, AZ Assistant City Manager 2019
County of Nevada, CA Health and Human Services Agency 2019
Director OUTREACH only
City of Virginia Beach Human Services Director OUTREACH 2O19
only
CPS HIR CONSULTING Page 124
Proposal to the City of Bozeman
Executive Recruitment Services for City Manager
Agency Title Year Completed
City of Hayward Deputy Director of Human Resources 2019
City of Las Vegas Parks Director 2019
City of Tulsa, OK Housing Policy Director 2019
County of Alameda Procurement Administrator 2019
County of San Bernardino Assistant Director of Human Resources 2019
City of Novato Community Development Director 2019
City of University City Planning and Development Director 2019
City of East Palo Alto City Manager 2019
City of Carson City Manager 2019
City of Bell Gardens City Manager 2019
City of Manitou Springs, CO City Manager 2019
City of Union City City Manager 2019
City of Columbia City Manager 2019
City of San Jose Deputy Director for the Environmental
Services Department-Capital 2019
Improvement
County of San Joaquin Director of Human Services 2019
City of Tucson, AZ Housing and Community Development 2019
Director
Transportation Authority of Marin Executive Director 2019
Orange County Fire Authority Fleet Manager 2019
County of Skagit, WA County Administrator 2019
Elko County Comptroller 2019
County of Santa Barbara Director of Planning and Development 2019
Santa Cruz County Regional Fiscal Officer 2019
Transportation Commission
LA County METRO Executive Officer/Deputy Chief, System 2019
Security& Law Enforcement
CPS HR CONSULTING Page 125
Proposal to the City of Bozeman
Executive Recruitment Services for City Manager
Agency Title Year Completed
LA County METRO Deputy Exec Officer- Emergency 2019
Security Operations Center
City of Aurora City Clerk 2019
South Coast Air Quality Management Director of Communications PARTIAL 2019
District
Superior Court of CA, San Benito Fiscal Manager OUTREACH ONLY 2019
County
City of Novato Community Development Director 2019
City of San Jose Division Manager, Capital Improvement 2019
Team
City of San Jose Deputy Director-Office of Retirement 2019
Services-OUTREACH ONLY
City of Garden Grove Finance Director 2019
Puget Sound Clean Air HR Manager 2019
Sierra County Chief Information Officer 2019
County of Monterey,Social Services Deputy Director of Social Services, 2019
Administration Community Benefits
Sonoma County Library District Executive Director 2019
City of Missouri City,TX Chief Financial Officer 2019
City of Austin,TX Assistant Director of HR 2019
Metropolitan Transportation Executive Director 2019
Commission MTC
East Contra Costa Irrigation District General Manager 2019
Yolo County Public Agency Risk Chief Executive Officer/Risk Manager
Management Insurance Authority 2019
(YCPARMIA)
Schools Excess Liability Fund (SELF) Chief Executive Officer 2019
California Student Aid Commission Executive Director 2019
LA County METRO Director,Transit Security 2019
City of East Palo Alto City Manager 2019
CPS HR CONSULTING Page 26
Proposal to the City of Bozeman
Executive Recruitment Services for City Manager
Agency Title Year Completed
F
wn of Paradise Town Manager 2019
ke County Assistant County Administrative Officer 2019
y of Oxnard Cultural and Community Affairs Director 2019
Valley of the Moon Water District General Manager 2019
County of Boulder Building Services Division Manager- 2019
PARTIAL
County of Boulder Director of Transportation 2019
City of Bell Community Development Director 2018
California Joint Powers Risk Assistant General Manager 2018
Management Authority
California Joint Powers Risk
Claims Administrator 2018
Management Authority
Cal PIA Chief Financial Officer 2018
County of Churchill County Manager 2018
County of Coconino Engineering Division Manager 2018
City of Brentwood Assistant City Attorney 2018
Desert Water Agency Human Resources Manager 2018
City of Fairfield Director of Finance 2018
City of Fairfield Economic Development Manager 2018
City of Glendale City Manager 2018
City of Goodyear City Manager 2018
County of Imperial County Executive Officer 2018
Assistant Director of Health and Human 2018
County of Inyo Services
County of Lake Human Resources Director 2018
City of Las Vegas Fire Communications Supervisor 2018
City of Long Beach Purchasing Agent 2018
Town of Los Gatos Police Chief 2018
CPS HR CONSULTING Page 127
Proposal to the City of Bozeman
Executive Recruitment Services for City Manager
Agency Title Year Completed
City of Modesto City Manager 2018
County of Monterey Deputy Director 2018
Navajo Housing Authority Chief Executive Officer 2018
City of Oxnard Public Works Director 2018
Port of Long Beach Deputy Executive Director 2018
City of Redlands Director of Municipal Utilities and 2018
Engineering
Director, Human Resources/Risk 2018
City of Redlands Management
City of Richmond City Manager 2018
City of Sacramento Diversity and Equity Manager 2018
City of Sacramento Assistant City Manager 2018
City of Sacramento ACM Director of Economic Development 2018
County of San Bernardino Director of Land Use Services 2018
City of San Buenaventura (Housing Deputy Director of Real Estate 2018
Authority) Development
San Diego Association of
Executive Director 2018
Governments(SANDAG)
San Joaquin Area Flood Control
Executive Director 2018
Agency
City of San Jose Division Manager for ESD Maintenance 2018
Division
City of San Jose Community Energy Division Manager 2018
City of Santa Ana City Manager 2018
County of Santa Barbara Chief Procurement Officer 2018
County of Santa Barbara Energy and Mineral Planning Manager 2018
South Metro Fire Rescue District Chief Human Resources Officer 2018
Southern Nevada Health District Financial Services Manager 2018
City of Tucson Business Services Administrator 2018
CPS HR CONSULTING Page 128
Proposal to the City of Bozeman
Executive Recruitment Services for City Manager
Agency Title Year Completed
City of Tucson Director of Transportation 2018
City of Woodland Park City Manager 2018
City of Albany City Manager 2017
City of Anaheim City Attorney 2017
City of Apache Junction Director of Public Works 2017
City of Aurora Fire Chief 2017
City of Boulder Assistant Finance Director 2017
City of Boulder Chief Sustainability Officer 2017
City of Boulder Diversity Officer 2017
City of Bozeman Finance Director 2017
CA Department of Toxic Substance Deputy Director, Clean Up 2017
Control
CA State Board of Equalization Chief Counsel 2017
California Coastal Commission Executive Officer 2017
City of Carson Assistant City Manager 2017
Cordova Recreation and Park District District Administrator 2017
Cosumnes Community Services General Manager 2017
District
Cosumnes community Services Park Administrator 2017
District
Fair Oaks Recreation and Park District District Administrator 2017
Housing Authority of the City of San Deputy Director of Real Estate 2017
Buenaventura Development
City of Las Vegas Chief Financial Officer 2017
City of Las Vegas Cultural Affairs Director 2017
City of Long Beach Assistant City Controller 2017
City of Long Beach Business Relations Manager 2017
City of Long Beach Controls Operation Officer 2017
CPS HR AN=CONSULTING Page 129
Proposal to the City of Bozeman
Executive Recruitment Services for City Manager
Agency Title Year Completed
Town of Los Gatos Assistant Town Manager 2017
Merced County Association of Executive Director 2017
Governments
Midpeninsula Regional Open Space Human Resources Manager 2017
District
City of Morgan Hill Community Development Director 2017
Orange County Social Services Division Director of Children and Family 2017
Agency Services
County of Orange Performance Audit Director 2017
Town of Oro Valley Town Manager 2017
City of Redlands Director of Development Services 2017
City of Riverside Human Resources Director 2017
City of Sacramento Assistant City Manager 2017
County of San Bernardino Director of Regional Parks 2017
San Francisco Municipal Controller 2017
Transportation Agency
San Francisco Municipal Manager of Financial Reporting and 2017
Transportation Agency Operating Budget
San Francisco Municipal Capital Projects & Grants Accounting 2017
Transportation Authority Manager
San Francisco Municipal Project Controls Coordinator 2017
Transportation Authority
City of San Jose Deputy Director of Administrative 2017
Services
City of San Jose Environmental Sustainability Manager 2017
City of San Jose Innovation Officer 2017
City of San Jose Public Planning Division Manager 2017
City of San Jose Public Planning Division Principal 2017
Engineer
City of San Jose (Fire Department) Deputy Director of Administration 2017
CPS HIR CONSULTING Page 30
Proposal to the City of Bozeman
Executive Recruitment Services for City Manager
Agency Title Year Completed
County of Santa Barbara Director of Organizational 2017
Transformation and Leadership
City of Stockton Deputy Director of Human Resources 2017
County of Sutter Human Resources Manager 2017
City of Tucson Director of Planning and Development 2017
Services
City of Tucson Finance Director 2017
Urban Drainage and Flood Control Executive Director 2017
District
City of Victoria Director of Development Services 2017
Washington Department of Fish and Chief of Law Enforcement Program 2017
Wildlife
City of Alameda Chief Engineer 2016
County of Alpine Assistant County Administrative Officer 2016
of Budget and Finance
City of Aurora Director of Neighborhood Services 2016
City of Aurora Human Resources Manager 2016
City of Austin Assistant Human Resources Director 2016
City of Austin Compensation Manager 2016
City of Avalon City Manager 2016
City of Bend Assistant Director of Finance 2016
City of Boulder Controller 2016
City of Boulder Deputy City Manager 2016
City of Boulder Deputy Director for Housing 2016
City of Boulder Deputy Director of Human Resources 2016
City of Boulder Director of Transportation 2016
City of Boulder Risk Manager 2016
CA State Assembly Chief Sergeant-at-Arms 2016
California Department of Insurance Chief Systems Actuary 2016
CPS HIR CONSULTING Page 31
Proposal to the City of Bozeman
Executive Recruitment Services for City Manager
Agency Title Year Completed
California Department of Insurance Deputy Commissioner- Financial 2016
Surveillance Branch
California Department of Toxic Chief Counsel 2016
Substance Control
California Department of Toxic Director, Office of Emergency 2016
Substance Control Management
California Office of Emergency Assistant Director of Public Safety 2016
Services Communications
California Student Aid Commission Executive Director 2016
Casitas Municipal Water District Assistant General Manager 2016
Casitas Municipal Water District Safety Officer 2016
Clark County Public Transportation Director of Information Technology 2016
(C-TRAN)
Conejo Recreation and Park District Recreation and Community Services 2016
Administrator
Cosumnes Community Services EMS Division Performance and 2016
District Development Manager
Cosumnes Community Services General Manager 2016
District
Cosumnes Community Services HR Manager 2016
District
Denver Water Director of Planning 2016
City of Dixon Community Development Director 2016
City of Dixon Human Resources Director 2016
East Bay Regional Park District Chief of Park Operations 2016
East Bay Regional Park District Deputy General Manager 2016
City of Fairfield Assistant Director of Public Works/City 2016
Engineer
City of Fairfield Dispatch Manager 2016
Florin Resources Conservation Program Manager 2016
District/Elk Grove Water District
CPS HR CONSULTING Page 132
Proposal to the City of Bozeman
Executive Recruitment Services for City Manager
Agency Title Year Completed
City of Garland Senior Managing Director of 2016
Development Services
Hayward Area Recreation and Park General Manager 2016
District
City of Hayward Human Resources Manager 2016
City of Henderson Director of Finance 2016
City of Henderson Labor Relations Manager 2016
Hidden Valley Lake Community General Manager 2016
Services District
Kern Community College District Chief Information Officer 2016
City of Klamath Falls Wastewater Division Manager 2016
City of Las Vegas Director of Information Technology 2016
City of Long Beach Director of Parks 2016
Marin Municipal Water District Communications and Outreach Manager 2016
City of Missouri City Fire Chief 2016
Mojave Desert Air Quality Executive Director/Air Pollution Control 2016
Management District Officer
County of Monterey Deputy Director of Adult Services 2016
County of Monterey Deputy Director of Social Services, 2016
Family and Children's Services
City of Moreno Valley Parks and Community Services Director 2016
City of Morgan Hill Building Officer 2016
Municipal Pooling Authority Chief Administrative Officer 2016
Nevada Irrigation District Assistant General Manager 2016
Nevada Irrigation District Human Resources Manager 2016
Orange County Fire Authority Human Resources Director 2016
Orange County Transportation Human Resources Manager 2016
Authority
County of Orange Chief Deputy Probation Officer 2016
CPS HR CONSULTING Page 133
Proposal to the City of Bozeman
Executive Recruitment Services for City Manager
Agency Title Year Completed
Pleasant Hill Recreation and Park General Manager 2016
District
City of Provo Director of Parks and Recreation 2016
Puget Sound Clean Air Agency Engineer II 2016
City of Reno Community Development Director 2016
Sacramento Area Council of Chief Executive Officer 2016
Governments
Sacramento Area Flood Control Administrative Officer 2016
Agency
Sacramento Area Flood Control Principal Engineer 2016
Agency
Sacramento Housing and Program Manager 2016
Redevelopment Agency
Sacramento Transportation Authority Executive Director 2016
City of Sacramento Management Analyst 2016
County of San Bernardino Health Information Manager 2016
City of San Jose Deputy Director of Finance-Treasury 2016
City of San Jose Deputy Director, Parks Division 2016
City of San Jose Division Manager of Human Resources, 2016
Health and Safety Division
City of San Jose Division Manager of Pavement 2016
City of San Jose Division Manager, Medical Marijuana 2016
City of San Jose Division Manager, Parks, Recreation and 2016
Neighborhood Services
City of San Jose Division Manager, Pavement 2016
City of San Jose Vision Zero Project Manager 2016
County of Santa Barbara Assistant Director of General Services 2016
County of Santa Barbara Deputy Director of Planning and 2016
Development
CPS HR CONSULTING Page 134
Proposal to the City of Bozeman
Executive Recruitment Services for City Manager
Agency Title Year Completed
County of Santa Barbara Director, Office of Emergency 2016
Management
Santa Clara Valley Habitat Agency Habitat Conservation Plan 2016
Specialist/Principal Program Manager
County of Santa Clara Deputy County Executive 2016
County of Santa Clara Deputy Director of Parks 2016
South Coast Air Quality Management Executive Director 2016
District
South San Luis Obispo County District Administrator 2016
Sanitation District
Southern Nevada Regional Housing Executive Director 2016
Authority
City of Stockton Assistant Director of Human Resources 2016
County of Sutter County Administrative Officer 2016
City of Tacoma Assistant Director of Human Resources 2016
City of Tacoma Human Resources Manager—Utilities 2016
Tahoe Regional Planning Agency Director of Human Resources & 2016
Organizational Development
County of Travis Executive Manager 2016
Tualatin Valley Water District Chief Engineer 2016
City of Tucson Business Services Administrator 2016
City of Tucson Director of Tucson Water 2016
City of Upland Deputy Operations Manager 2016
City of Upland Utility Operations Manager 2016
Urban Drainage and Flood Control Executive Director 2016
District
City of Ventura Parks, Recreation and Community 2016
Partnership Director
Washington Department of Alaska Way Viaduct and Seawall 2016
Transportation Replacement Program Administrator
CPS HR CONSULTING Page 135
Proposal to the City of Bozeman
Executive Recruitment Services for City Manager
Agency Title Year Completed
City of Abilene Director of Planning and Development 2015
Services
City of Abilene Water Utility Director 2015
City of Anaheim City Manager 2015
City of Anaheim Engineering Manager- Design Services 2015
City of Anaheim Senior Buyer 2015
City of Austin Corporate IT Security Officer 2015
Casitas Municipal Water District Safety Officer 2015
East Bay Municipal Utility District Finance Director 2015
(EBMUD)
City of Fairfield Director of Community Resources 2015
City of Fairfield Transportation Manager 2015
City of Garden Grove City Manager 2015
Housing Authority of Stanislaus Executive Director 2015
County
Kings River Conservation District General Manager 2015
Marinwood Community Services District Manager 2015
District
Monterey Regional Water Pollution Chief Financial Officer 2015
Control Agency
Puget Sound Clean Air Agency Human Resources Manager 2015
City of Sacramento Human Resources Director 2015
32nd Agricultural District Chief Executive Officer 2014
Association/Orange County Fair
Alameda County Bar Association Chief Executive Officer 2014
Alameda County Employees' Chief Counsel 2014
Retirement Association
City of Apache Junction Director of Development Services 2014
Bar Association of San Francisco Executive Director 2014
CPS HR � CONSULTING Page 136
Proposal to the City of Bozeman
Executive Recruitment Services for City Manager
Agency Title Year Completed
City of Brentwood Director of Parks and Recreation 2014
California Department of Consumer Executive Director of the California 2014
Affairs-California Medical Board Medical Board
City of Chandler City Engineer 2014
Citrus Heights Water District Assistant General Manager 2014
City of Compton Director of Community Development 2014
City of Concord Director of Information Technology 2014
City of Davis Finance Administrator 2014
East Bay Regional Park District Assistant District Counsel 2014
East Bay Regional Park District Chief Financial Officer/Controller 2014
East Bay Regional Park District Chief of Interpretive and Recreation 2014
Services
East Bay Regional Park District Chief of Park Operations 2014
East Bay Regional Park District District Counsel 2014
East Bay Regional Park District Human Resources Manager 2014
City of Fairfield Assistant Public Works Director/City 2014
Engineer
Five Cities Fire Authority Fire Chief 2014
Florin Resource Conservation District Finance Manager 2014
(Elk Grove Water)
City of Goodyear Engineering Director 2014
Greater Vallejo Recreation District Maintenance and Development 2014
Manager
City of Las Vegas Director of Parks and Recreation 2014
Town of Marana Deputy Town Manager 2014
City of Maricopa Chief Information Officer 2014
City of Maricopa City Manager 2014
City of Maricopa Director of Human Resources 2014
City of Maricopa (Partial) Assistant to the City Manager 2014
CPS HR CONSULTING Page 137
Proposal to the City of Bozeman
Executive Recruitment Services for City Manager
Agency Title Year Completed
Merced County Employees' Plan Administrator 2014
Retirement Association (Partial)
Monterey Regional Water Pollution Director of Operations and 2014
Control Agency Maintenance/Deputy General Manager
Town of Paradise Valley Town Manager 2014
Sacramento Metropolitan Air Quality Division Manager Administrative 2014
Management District (Partial) Services
City of Sacramento Fire Chief 2014
San Francisco Estuary Institute Executive Director 2014
San Francisco Municipal Deputy Director of Rail Maintenance 2014
Transportation Agency
San Francisco Municipal Deputy Director Program Delivery 2014
Transportation Agency
San Francisco Municipal Director of Sustainable Streets 2014
Transportation Agency
San Francisco Municipal Director of Taxis 2014
Transportation Agency
San Francisco Municipal Senior Operations Manager, Cable Car 2014
Transportation Agency
City of San Jose Assistant Finance Director 2014
City of San Jose Assistant Library Director 2014
City of San Jose Deputy Director of Emergency Services 2014
(Fire)
City of San Jose Deputy Director of Treasury 2014
City of San Jose Division Manager of Pavement Services 2014
City of San Jose Division Manager, Sanitary Sewer 2014
Maintenance/Division Manager of
Sewer and Storm Services
Santa Clara Valley Habitat Agency Executive Officer 2014
Superior Court of California, County Chief Technology Officer 2014
of Orange (Partial)
CPS HIR Am= CONSULTING Page 138
Proposal to the City of Bozeman
Executive Recruitment Services for City Manager
Agency Title Year Completed
City of Surprise Community Development Director 2014
City of Surprise Fire Chief 2014
Tacoma Employees' Retirement Retirement Director 2014
System
Welfare Client Data Systems Executive Director 2014
Consortium
CPS HIR CONSULTING Page 139