HomeMy WebLinkAbout10-06-20 City Commission Packet Materials - C17. PSA w Ralph Anderson and Assocs for Police Chief Recruitment
Commission Memorandum
REPORT TO: Honorable Mayor and City Commission FROM: Kristin Donald, Finance Director
SUBJECT: Professional Services Agreement with Ralph Andersen & Associates for
the Police Chief Recruitment.
MEETING DATE: October 6, 2020
AGENDA ITEM TYPE: Consent
RECOMMENDATION: Authorize the City Manager to sign the Professional Services Agreement with Ralph Andersen & Associates for the Police Chief Recruitment.
BACKGROUND: In August, the City requested proposals for the recruitment of the Police chief. Of the proposals submitted Ralph Andersen & Associates was selected.
UNRESOLVED ISSUES: None
ALTERNATIVES: As suggested by the Commission FISCAL EFFECTS: Will paid for out of the General Fund from the Police Department’s
vacancy savings.
Attachments: PSA Report compiled on: 09/24/20
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PROFESSIONAL SERVICES AGREEMENT
THIS AGREEMENT is made and entered into this 6th day of October, 2020 (“Effective
Date”), 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, Ralph Andersen & Associates, hereinafter referred to as
“Contractor.” The City and Contractor may be referred to individually as “Party” and collectively as
“Parties.”
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 attached hereto as Exhibit A and by this reference made
a part hereof.
2. Term/Effective Date: This Agreement is effective upon the Effective Date, unless
earlier terminated in accordance with this Agreement.
3. Scope of Services: Contractor will perform the work and provide the services in
accordance with the requirements of the Scope of Services. For conflicts between this Agreement and
the Scope of Services, unless specifically provided otherwise, the Agreement governs.
4. Payment: City agrees to pay Contractor the amount specified in the Scope of
Services. Any alteration or deviation from the described 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 the Scope of Services. The City
must agree in writing upon any additional charges.
5. 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
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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 the 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.
6. 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, Montana Code Annotated (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.
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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.
7. 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
intentional 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 City as
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 the City 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 City 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 City for a claim(s) or any portion(s) thereof.
In the event of an action filed against the City resulting from the City’s performance under
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this Agreement, the City may elect to represent itself and incur all costs and expenses of suit.
Contractor also waives any and all claims and recourse against the City, 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 [City’s]
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 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. 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 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.
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.
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The City must approve all insurance coverage and endorsements prior to the Contractor
commencing work.
8. 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.
9. 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, the 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
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in progress.
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.
10. 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.
11. Representatives and Notices:
a. City’s Representative: The City’s Representative for the purpose of this
Agreement shall be Jamie Norby 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 designated by the City in writing and may receive approvals or authorization from
such persons.
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b. Contractor’s Representative: The Contractor’s Representative for the
purpose of this Agreement shall be Greg Nelson 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.
c. Notices: All notices required by this Agreement shall be in writing and
shall be provided to the Representatives named in this Section. Notices shall be deemed given
when delivered, if delivered by courier to Party’s address shown above during normal business
hours of the recipient; or when sent, if sent by email or fax (with a successful transmission
report) to the email address or fax number provided by the Party’s Representative; or on the
fifth business day following mailing, if mailed by ordinary mail to the address shown above,
postage prepaid.
12. 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.
13 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.
14. Nondiscrimination and Equal Pay: 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
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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.
Contractor represents it is, and for the term of this Agreement will be, in compliance with the
requirements of the Equal Pay Act of 1963 and Section 39-3-104, MCA (the Montana Equal Pay Act).
Contractor must report to the City any violations of the Montana Equal Pay Act that Contractor has
been found guilty of within 60 days of such finding for violations occurring during the term of this
Agreement.
Contractor shall require these nondiscrimination terms of its subcontractors providing services
under this Agreement.
15. 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
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 its employees and agents in safe work practices.
16. 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 the City. Any subcontractor or assignee will be bound
by all of the terms and conditions of this Agreement.
17. 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
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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.
18. Non-Waiver: A waiver by either party of 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.
19. 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 including the City
Attorney’s Office staff.
20. Taxes: Contractor is obligated to pay all taxes of any kind or nature and make all
appropriate employee withholdings.
21. Dispute Resolution:
a. Any claim, controversy, or dispute between the parties, their agents,
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.
22. Survival: Contractor’s indemnification shall survive the termination or expiration of
this Agreement for the maximum period allowed under applicable law.
23. 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.
24. Severability: If any portion of this Agreement is held to be void or unenforceable, the
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balance thereof shall continue in effect.
25. Applicable Law: The parties agree that this Agreement is governed in all respects by
the laws of the State of Montana.
26. Binding Effect: This Agreement is binding upon and inures to the benefit of the heirs,
legal representatives, successors, and assigns of the parties.
27. 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.
28. Counterparts: This Agreement may be executed in counterparts, which together
constitute one instrument.
29. Integration: This Agreement and all Exhibits attached hereto constitute the entire
agreement of the parties. Covenants or representations not contained herein 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.
30. Consent to Electronic Signatures: The Parties have consented to execute this
Agreement electronically in conformance with the Montana Uniform Electronic Transactions Act,
Title 30, Chapter 18, Part 1, MCA.
**** END OF AGREEMENT EXCEPT FOR SIGNATURES ****
IN WITNESS WHEREOF, the parties hereto have executed this Agreement the day and
year first above written or as recorded in an electronic signature.
CITY OF BOZEMAN, MONTANA ____________________________________
CONTRACTOR (Type Name Above)
By________________________________ By__________________________________
Jeff Mihelich, City Manager
Print Name: ___________________________
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Print Title: ____________________________
APPROVED AS TO FORM:
By_______________________________
Greg Sullivan, Bozeman City Attorney
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5800 Stanford Ranch Road Suite 410 Rocklin, California 95765 916.630.4900
www.ralphandersen.com
September 9, 2020
Mr. Jeff Mihelich City Manager City of Bozeman 121 N Rouse Avenue Bozeman, Montana 59715
Via Email: kdonald@bozeman.net
Dear Mr. Mihelich:
Ralph Andersen & Associates is pleased to submit our proposal to provide executive search services for the City of Bozeman, and we would look forward to working with the City to recruit for its new Chief of Police. We believe the importance of this type of recruitment should include input from the elected officials, which we have incorporated as part of our search process.
In just the last two years (2018 to 2020), Ralph Andersen & Associates has conducted 18 searches for Chiefs of Police and has developed extensive, national candidate networks of police executives. Recently, in the Western Region Ralph Andersen & Associates has conducted searches in Oregon, Washington, Idaho, and California. Ralph Andersen & Associates has also conducted recruitments for the City of Seattle, Washington for the Directors of all three offices related to police oversight which demonstrates our involvement in the complex issues surrounding policing. This recent and relevant experience, combined with Ralph Andersen & Associates’ 48-year track record, affords the City of Bozeman a trusted partner in its upcoming Chief of Police search.
The City of Bozeman will have Chief Greg Nelson (ret.) as the Project Director for this search effort. Prior to joining Ralph Andersen & Associates in 2015, Chief Nelson served as a Chief of Police for a community somewhat similar in size to the City of Bozeman, providing a unique understanding of the expectations and demands for the role. Since joining Ralph Andersen & Associates, Chief Nelson leads the firm’s Public Safety Practice area and has also conducted numerous executive searches across the full spectrum of local government executive roles. Assisting Chief Nelson for candidate identification and outreach will be Chief Bryan Noblett (ret.), formerly Chief of Police for the City of Elk Grove, California.
During these extraordinary times, it is important to note that it is “business as usual” at Ralph Andersen & Associates with our team working very effectively while sheltered in place. The firm has leveraged technological solutions to the maximum extent possible to keep our search processes moving forward and, at the same time, adhere to State, CDC, NIH, and other public health mandates. If selected to conduct this search engagement, kick-off activities, resume review meetings, as well as all candidate interviews will be enabled using Zoom Video Technology in order to address a quick start on this project. No on-site visits or meetings will be conducted. Additionally, we will move through the interview and selection stage as expeditiously as the situation allows.
The City of Bozeman will have my personal assurance of top-quality recruitment services throughout the process. And, as always, feel free to reach me directly if needed. Also, Chief Nelson can be reached at 916.630.4900 or by email at greg@ralphandersen.com.
Respectfully Submitted,
Heather Renschler President/CEO
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5800 Stanford Ranch Road Suite 410 Rocklin, California 95765 916.630.4900
www.ralphandersen.com
Introduction
Company Overview
Ralph Andersen & Associates, a California corporation, has been providing practical, responsive executive search and management consulting services to the local public sector and related industries since 1972. As such, the executive recruitment techniques used by Ralph Andersen & Associates have been developed and used successfully with hundreds of clients for more than 48 years. With each new assignment, we earn our reputation as the nation’s premier local government consulting organization.
With Ralph Andersen & Associates, there is an entire team behind every recruitment. Our firm takes a multi-disciplined, team approach to executive search. Successful outreach relies heavily on person-to-person contact to identify outstanding potential candidates and, in the evaluation phase, to gain a complete understanding of the background, experience, and management style of the top candidates. By drawing on the combined expertise of our search team, we address outreach from a wide variety of perspectives and find unique ways to identify and contact the best and brightest.
The corporate office of Ralph Andersen & Associates is located in the Sacramento, California area at 5800 Stanford Ranch Road, Suite 410, Rocklin, California 95765. The Chief of Police recruitment would be conducted out of this office.
Ms. Heather Renschler, President/CEO, and Mr. Robert Burg, Executive Vice President, are both stockholders in the firm and, as such, are able to bind the firm.
Range of Services Offered
Ralph Andersen & Associates specializes in the following primary service areas: executive search, human resources consulting, and management consulting.
• Executive Search – At Ralph Andersen & Associates, there’s always an entire team behind every recruitment assignment that we undertake. Our multi-disciplinary approach takes the best ideas in executive recruiting and creates innovative ways to get the right candidates for clients. When you retain Ralph Andersen & Associates, you actually get an entire team’s worth of support and expertise working together to achieve your organization’s objectives. The firm has conducted executive searches for large and small organizations throughout the nation. In addition to conducting searches for city manager and other chief executive officer positions, Ralph Andersen & Associates has successfully completed searches in every area of municipal service including Chiefs of Police. Ralph Andersen & Associates believes the most important element of a successful executive search is to listen carefully to what our clients are looking for in terms of candidate experience and qualifications. Using these client-focused guidelines, candidate identification is undertaken through marketing and personal outreach.
• Human Resources Consulting – The firm provides a full range of contemporary human resources consulting including classification studies, compensation studies, benefits
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analysis, pay plan development, executive pay, and pay for performance. Key staff have proven success in working with labor groups and elected officials in identifying solutions and solving challenging problems. Services also include expert witness services for mediation and arbitration hearings. Our approach to consulting services is characterized by proven methods, extensive data collection, accurate analysis, and effective communication and messaging.
• Management Consulting – Ralph Andersen & Associates helps organizations improve their performance potential with a range of management consulting services. The types of services provided by the firm include management and performance audits, organizational analyses, productivity improvement analyses, agency and service consolidation assessment, specialized financial management including debt restructuring and organizational problem solving. In addition to providing these services to entire organizations, the firm often conducts management consulting engagements that are focused in a specific service area such as public safety, city management, finance, public works, community development and other major service areas. Ralph Andersen & Associates treats every management consulting engagement as unique. This approach means we will assemble a consulting team comprised of consultants with the specific talents and experiences needed to successfully achieve the client’s objectives. Our team of experienced consultants perform complex analyses and recommend solutions that are practical and most importantly, are capable of being implemented by our clients.
Why Choose Ralph Andersen & Associates?
Ralph Andersen & Associates has been providing executive search and management consulting services since 1972. As such, the executive recruitment techniques used by Ralph Andersen & Associates have been developed and used successfully with hundreds of clients for more than 48 years.
Specific to recruitments for Chiefs of Police, Ralph Andersen & Associates has assisted the largest cities in the nation in these recruitments, as well as some of the smallest. This experience has not only developed extensive candidate networks, but also an attunement to the complex issues facing cities regarding the delivery of police services.
At Ralph Andersen & Associates, we believe that gaining a complete understanding of our client’s specific objectives and priorities is essential prior to launching any search assignment. This process includes the identification and incorporation of a variety of important details such as the candidate’s desired skills and experience as well as the critical “soft skills” related to temperament, personality, management philosophy, and other factors that will ultimately determine the candidate’s “fit” with the organization.
We take a team approach to executive search and the entire process. This is where Ralph Andersen & Associates sets itself apart:
• There’s always an entire team behind every assignment. The City of Bozeman gains a reliable, trusted, and resourceful search team of 20 members;
• We take a multi-disciplinary approach to meeting our client’s needs; and
• We keep commitments, performing at a level that exceeds our client’s expectations.
Ralph Andersen & Associates serves a nationwide clientele through its corporate office in Sacramento (Rocklin), California. Our national staff of professionals and support staff include acknowledged leaders in their respective fields. Supplementing their extensive consulting backgrounds, our senior staff all have personal, hands-on executive experience in the operation of public agencies and private businesses.
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Our Understanding of the Assignment
Attracting top talent has never been more complex and Ralph Andersen & Associates is highly qualified to assist the City of Bozeman with recruiting its new Chief of Police. Since 1972, we have conducted more successful executive recruitments than any other firm. Our involvement in the search process is complete – from helping create a competency-based interviewing framework for the new Chief of Police to assessing candidates and attracting top law enforcement professionals, our search professionals offer an unparalleled depth of experience, national reach, and industry knowledge.
The City has requested our proposal to assist in the identification and recruitment of a highly qualified group of candidates. We believe we have the recruitment expertise and network to deliver quality results.
At Ralph Andersen & Associates, we believe that gaining a complete understanding of our client’s specific objectives and priorities is essential prior to launching any search assignment. This process includes the identification and incorporation of a variety of important details such as the candidate’s desired skills and experience as well as the critical “soft skills” related to temperament, personality, management philosophy, and other factors that will ultimately determine the candidate’s “fit” with the organization.
We begin each search by working closely with the City Manager and key leaders, staff, and, when appropriate, the community to ensure a complete picture of the desired candidate pool is developed. Our team-oriented approach matched with this 360-degree perspective means we ensure that a complete understanding of the organization’s mission and culture translates into those specific traits and characteristics necessary to ensure the selected candidate is successful in the position.
We anticipate that the City expects aggressive, personalized outreach to identify a diverse and highly qualified applicant pool and a selection process that includes comprehensive candidate reports based on thorough reference and background checks. We will begin with a fully detailed profile of the desired candidate’s characteristics and build a recruitment strategy that is tailored to meet the City of Bozeman’s specific needs. The resulting outreach and advertising campaign will incorporate the extensive use of personal outreach to recruit a diverse and highly qualified group of candidates.
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Relevant Experience
Ralph Andersen & Associates recently completed three back-to-back national Chief of Police searches for the cities of Columbus, Ohio; Charlotte, North Carolina; and Boise, Idaho. Additionally, Ralph Andersen & Associates conducted two recent searches for the City of Seattle, Washington for the positions of Director of the Office of Police Accountability and Office of the Inspector General Director demonstrating our involvement in the complex issues surrounding policing in the current era.
As requested, below is a listing of recent Chief of Police recruitments conducted by Ralph Andersen & Associates in the last five years (2015 to Present):
• Bishop, CA
Chief of Police (2016)
• Boise, ID
Police Chief (2020) – Brochure Attached
• Charlotte, NC
Chief of Police (2020)
• Clearlake, CA
Chief of Police (2018)
• Columbus, OH
Police Chief (2019)
• Concord, CA
Chief of Police (2020)
• Dallas, TX
Chief of Police (2017)
• Denton, TX
Police Chief (2018)
• Elk Grove, CA
Assistant Chief of Police (2020)
Chief of Police (2019)
Police Captain (2020)
• Emeryville, CA
Police Chief (Current Search)
• Fairfield, CA
Chief of Police (2017)
• Gilbert, AZ
Chief of Police (2017)
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• Hayward, CA
Chief of Police (2017 & 2019)
• Henderson, NV
Chief of Police (2017)
• Indio, CA
Chief of Police (2016)
• Kansas City, MO Board of Police Commissioners
Chief of Police (2017)
• Las Vegas, NV
Director, Department of Public Safety (Current Search)
• Martinez, CA
Chief of Police (2015)
• Metropolitan Washington Airports Authority
Chief of Police (2018)
• Morro Bay, CA
Chief of Police (2017)
• Oakland, CA
Chief of Police (2017)
• Pacific Grove, CA
Chief of Police (2016 & 2019)
• Port Authority of New York and New Jersey, NY
First Deputy Chief Security Officer (2019)
• Richland, WA
Chief of Police (2019)
• Richmond, TX
Chief of Police (2020)
• Sacramento, CA
Assistant City Manager – Public Safety (2018)
Chief of Police (2017)
• Salem, OR
Chief of Police (Current Search) – Brochure Attached
• San Francisco, CA
Chief of Police (2017)
• San Marcos, TX
Police Chief (Current Search)
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• Sanger, CA
Chief of Police (2020)
• Santa Monica, CA
Chief of Police (2018)
• Santa Rosa, CA
Chief of Police (2015 & 2019)
• Seattle, WA
Community Police Commission – Executive Director (Current Search)
Director of the Office of Police Accountability (2017)
Office of the Inspector General Director (2018)
• Shafter, CA
Chief of Police (2016)
• Tualatin, OR
Chief of Police (2016)
• Vallejo, CA
Chief of Police (2019)
• West Linn, OR
Chief of Police (2018)
Ralph Andersen & Associates has a long-term, proven, and verifiable track record of working effectively with City staff, community groups, and other community stakeholders.
In addition to public safety recruitments, the firm is often called upon to do municipal consulting specific to police and fire.
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The Search Team
The reputation of the search firm and personal commitment of the recruiters define the difference between the success and failure of any given recruitment. Ralph Andersen & Associates’ search professionals are acknowledged leaders in the field and possess a broad range of skills and experience in the areas of local government management, executive search, and related disciplines. Only senior members of Ralph Andersen & Associates are assigned to lead search assignments, ensuring that their broad experience and knowledge of the industry is brought to bear on our clients’ behalf.
The City of Bozeman will have Chief Greg Nelson (ret.) as the Project Director on this engagement. Chief Nelson will have all the resources and full support of our firm fully dedicated to ensuring the highest quality outcome during this important recruitment process. Assisting Chief Nelson for candidate identification and outreach will be Chief Bryan Noblett (ret.).
Chief Greg Nelson, Project Director
Chief Nelson, Vice President, joined Ralph Andersen & Associates following a career of over 20 years in the public sector. Prior to joining Ralph Andersen & Associates, Chief Nelson served as Chief of Police for a Midwestern police department for a city of 34,000 residents where he was known for his progressive and principled leadership. Under his tenure, the city enjoyed double-digit reductions in crime, while increasing employee engagement, citizen satisfaction (amongst the highest in a national survey), and made drastic improvements in the labor-management climate. He created public-private partnerships that allowed for superior levels of service during budget shortfalls, while enhancing relationships with stakeholders in the community. Chief Nelson was a co-founder of a municipal Human Rights Committee, engaging businesses and citizens in workshops and community dialogue on diversity and social equity issues, in and out of the workplace.
Chief Nelson’s has a wide breadth of diversity in his portfolio of executive recruitments, both in geographical markets and functional areas. Chief Nelson holds a Master’s degree in Public Administration from the University of Illinois-Springfield with graduate certificates in both Public Sector Labor Relations and Criminal Justice Education.
Chief Bryan Noblett, Search Consultant
Chief Noblett recently joined Ralph Andersen & Associates as a consultant, following a nearly 35-year career in the public sector. Chief Noblett has a vast array of experience as a law enforcement leader, manager, and executive. In his most recently held position, Chief Noblett served as the Chief of Police in the City of Elk Grove, California, a city of approximately 175,000 residents. As Chief, Chief Noblett was directly responsible for overseeing a $50 million budget and approximately 250 full-time employees.
Chief Noblett has extensive experience in the area of leadership development, coaching, and mentoring. He has a strong passion for identifying and developing leaders who will provide stellar service to their communities and organizations. He actively practiced Community Oriented Policing concepts throughout his career and very effectively integrated community participation into the delivery of public safety service in the communities he served. Chief
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Noblett is experienced in the integration of Information Technology and in strategically leveraging its use in public sector applications to maximize effectiveness.
Chief Noblett holds a Bachelor’s degree in Criminal Justice from California State University, Sacramento and a Master’s degree in Organizational Leadership from Chapman University. In addition, Chief Noblett is a graduate of the FBI National Academy and the Senior Management Institute for Police. He is a member of the California Police Chiefs Association, the Police Executive Research Forum, the International Association of Chiefs of Police, and the FBI National Academy Association.
Paraprofessional and Support Staff
Paraprofessional and support staff based in the Sacramento Office provide administrative support to the search team on recruitment assignments. These staff may include Ms. Diana Haussmann, Ms. Christen Sanchez, Ms. Hannah Jones, Mr. Craig Elliott, Ms. Karen AllGood, Ms. Teresa Heple, and Ms. Tina Keller.
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Project Approach and Methodology
We approach every search with a sense of excitement and urgency and we always “hit the ground running.” That means that when the City gives us notice to proceed, we kickoff the process immediately – working closely with the City Manager, designated management staff, and others, as requested, to identify the key characteristics and professional experience desired in the candidate pool. We believe strongly in providing timely client communications and while we will deliver regular status reports at each stage of the search, our consultants pride themselves in being highly accessible and responsive to all client requests and inquiries.
Given the uncertainty regarding in-person meetings and travel due to the COVID-19 pandemic, meetings will be conducted via videoconference during the recruitment.
Task 1 – Review Project Management Approach
As Project Director, Chief Nelson will meet with the City Manager, designated management staff, and others, as appropriate, to discuss the project management for the search. The discussion will include a review of the work plan, confirmation of timing, and communication methods. Kick-off meetings may also be held with members of the City Council, as deemed appropriate due to the importance of this position to the community.
Task 2 – Develop Candidate profile
The candidate profile for the Chief of Police is the guide for the entire search process. Please refer to the attached candidate profiles for City of Boise Chief of Police search and the City of Salem Chief of Police search, as well as the Ralph Andersen & Associates’ website (www.ralphandersen.com) for various examples of brochures in the Career Opportunities section. The development of the profile includes the collection of technical information and recruitment criteria.
Technical Information
Chief Nelson will meet with the City Manager, designated management staff, and key stakeholders to gain an understanding of the experience and professional background requirements desired in the Chief of Police. These meetings will also help the Project Director gain an understanding of the work environment and the issues facing the City of Bozeman. Meetings with the City Council may also be considered as part of this process at this stage of the engagement.
Recruitment Criteria
The recruitment criteria are those personal and professional characteristics and experiences desired in the Chief of Police. The criteria should reflect the goals and priorities of the City. Chief Nelson will meet with key staff in the City and others including the City Council, as appropriate, to facilitate the identification and articulation of that criteria.
Optional Services – The City may desire obtaining input from the community on the qualities they would like to see in the new Chief of Police. To facilitate community input, the Project Director will prepare and solicit input through an online survey instrument. Additionally, our process will allow for email comments to Ralph Andersen & Associates relative to the desired qualities in the next Chief of Police.
Subsequent to the development and adoption of the candidate profile, the technical information and recruitment criteria will be documented in a draft brochure prepared by the Project Director. The brochure will be reviewed by the City in draft format, revised as appropriate, and published for use throughout the search.
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Task 3 – Outreach and Recruiting
This task is among the most important of the entire search. It is the focus of the activities of the Project Director and includes specific outreach and recruiting activities briefly described below.
Outreach
An accelerated outreach and advertising campaign will be developed. It will include the placement of ads in publications such as the International Association of Chiefs of Police (IACP), Montana Association of Chiefs of Police (MACOP), as well as a number of sources to ensure diverse candidates are targeted.
Additionally, the advertisement and the full text of the position profile (the recruitment brochure) will be placed on Ralph Andersen & Associates’ website, which is accessed by a large number of qualified candidates. This method of outreach to potential applicants provides a confidential source that is monitored by many key level executives on an on-going basis.
Candidate Identification
With the many attractive qualities that the City of Bozeman has to offer prospective candidates, Ralph Andersen & Associates will aggressively use their extensive contacts to focus the recruiting effort. In making these contacts, the Search Team will target those individuals who meet the criteria set by the City. Each of the candidates identified through the recruiting efforts will be sent the recruitment brochure. Candidates will also be contacted directly to discuss the position and to solicit their interest in being considered.
Both the outreach and recruiting activities will result in applications and resumes from interested candidates. As they are received, resumes will be acknowledged and candidates will be advised of the general timing of the search process. The following tasks involve the actual selection process, once all resumes have been received.
Importance of Diversity
The outreach strategy will be designed to strengthen the diversity of the candidate pool. This is accomplished through a carefully crafted advertising strategy, intentional and personal outreach to diverse candidates, and leveraging our firm’s relationships with leaders of organizations representing candidates with diverse backgrounds (e.g., NOBLE, NAWLEE, HAPCOA, etc.).
Task 4 – Candidate Evaluation
This task will be conducted following the application closing date. It includes the following specific activities:
Screening
All of the applications will be carefully reviewed. Those that meet the recruitment criteria and minimum qualifications will be identified and subject to a more detailed evaluation. This evaluation will include consideration of such factors as professional experience, and size and complexity of the candidate’s current organization as compared to the candidate profile.
Preliminary Research and Internet Review
The research staff of Ralph Andersen & Associates, under the direction of Search Team, will conduct preliminary research and internet review for those candidates identified as the most qualified as a result of the screening process. This level of research will be done on a limited number of candidates to learn more about each candidate’s public profile and related information that is available on the internet.
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Preliminary Interviews via Video Technology
Chief Nelson will conduct preliminary interviews with the top group of candidates identified through the screening and preliminary research and internet review processes. The interviews are extensive and designed to gain additional information about the candidates’ experience, management style, and “fit” with the recruitment criteria. Interviews will be conducted using video technology or via telephone. No consultant travel for preliminary in-person interviews has been included in this work plan.
Task 5 – Search Report
After completing Task 4, Chief Nelson will meet with the City Manager, designated management staff, and others, if desired, to review the search report on the top candidates. Prior to the conference call, candidate resumes will be sent to the City for review. The report divides all of the candidates into four groups including 1) Highly Qualified; 2) Alternates; 3) Qualified; and 4) No Further Interest. The search report will include resumes for candidates in the Highly Qualified, Alternates, and Qualified groups. The results of preliminary research and interviews will be provided in writing. From this meeting will come a confirmed group of candidates that are selected by the City Manager’s Office for interviews.
Thorough news article, Internet, and social media research is completed on the top candidates and made available in the Search Report.
Task 6 – Selection
The final selection process will vary depending upon the desires of the City. The typical services provided by Ralph Andersen & Associates in the selection process are described briefly below. Chief Nelson will coordinate the selection process for the finalist group of candidates. This includes handling the logistical matters with candidates and with the City.
The support staff of Ralph Andersen & Associates, under the direction of the Project Director, will prepare an interview booklet that includes the interview schedule, guidelines for panelists on their roles and legal restrictions on questioning, interview questions based on the recruitment criteria, evaluation guidelines, and candidate materials. Copies of the interview booklet will be provided in advance of the candidate interviews.
If on-site interviews (post-pandemic) are feasible, Chief Nelson will attend the on-site interviews to assist the City through the selection process. This assistance will include an initial orientation, candidate introductions, and facilitation of discussion of candidates after all interviews have been completed. This is proposed at one (1) consultant trip of up to two (2) days.
Additionally, verifications will be made on up to the top two (2) candidates and will include education verifications, Department of Motor Vehicle check, wants and warrants, civil and criminal litigation search, and credit check. The results of these verifications will be discussed with the City at the appropriate time.
Reference checks will be conducted on up to the top two (2) candidates. Former co-workers, supervisors, direct reports, and other stakeholders will be identified and contacted. The results of these reference checks will be discussed with the City Manager’s Office at the appropriate time. Should the City require additional reference checks on more than the top two candidates, an additional fee will be added.
The Search Team is available to provide assistance to the City in the final selection as may be desired. This assistance may include providing or obtaining any additional information desired to assist in making the final selection decision.
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Task 7 – Negotiation
The Project Director is available to assist the City in negotiating a compensation package with the selected candidate. This may include recommendations on setting compensation levels.
Task 8 – Close Out
After the City has reached agreement with the individual selected for the position, Ralph Andersen & Associates will close out the search. These activities will include advising all of the final candidates of the status of the search by telephone.
Project Timing
Typically, a search will be conducted within a 75 to 90-day period of time from the execution of the agreement between the City and Ralph Andersen & Associates. Following selection, negotiation with the top candidate will take an additional week or two after interviews are conducted with the top candidates. Ralph Andersen & Associates is prepared to begin this search upon notification of contract award and will schedule kick-off meetings as appropriate.
A brief overview of a typical recruitment schedule is presented below (schedule does not include transition time by Selected Candidate to join the City). However, this schedule will be adapted to meet the needs of the City of Bozeman.
Month 1 Month 2 Month 3
Week Week Week 1 2 3 4 1 2 3 4 1 2 3 4 Search firm selected Consultant evaluates organization; position criteria established Candidates identified and screened Consultant interviews and conducts preliminary research Consultant recommends candidates; client selects finalists for interview
Client-candidate interviews Preferred candidate selected; negotiations Selection Made
*Timeframe for the Chief of Police to transition to the City is dependent upon the selected candidate’s
notification to his or her current employer.
**Any background or any investigative background required by the State of Montana for the Chief of Police will be the responsibility of the City of Bozeman and may extend beyond this timeframe.
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Pricing
Total cost to the City of Bozeman for professional services and expenses for a comprehensive search with a focus in the Western Region for the position of Chief of Police will be a fixed fee of $26,000*.
*Expenses included in this fixed fee include such items as advertisements, consultant interaction (anticipated to be done 100% through videoconferencing), clerical, research, graphic design, printing and binding, postage and delivery, verifications and Internet and Lexis/Nexis searches on the top two candidates, and long-distance telephone charges. References will be conducted on the top two candidates. Should the City desire to conduct additional reference checks on more than the top two candidates, a background fee of $1,500 per candidate will be billed in addition to the above stated fees.
Should the pandemic improve to where travel is feasible and consultant trips be requested from the City, they will be invoiced at a rate of $1,750 per day, plus actual expenses.
If both the Chief of Police and Human Resources Director recruitments are awarded to Ralph Andersen & Associates, the fixed fee to conduct the Chief of Police search will be reduced to $23,400, for a savings of $2,600 or 10%.
Invoicing for Services – Ralph Andersen & Associates will bill the City in four installments as follows:
• Following kick-off and finalization of recruitment brochure - $7,800
• After the closing date - $7,800
• After finalist interviews - $7,800
• Upon placement - $2,600
Progress payments will be due upon receipt.
Brochure –A full color brochure will be developed for the City of Bozeman. All pictures will be the responsibility of the City.
Optional Services – Should the City decide to utilize an online community survey, the cost will be an additional $2,500, which includes a comprehensive report of the results.
The City of Bozeman will be responsible for all candidate expenses related to on-site interviews.
Excluded – Any Peace Officer Certification Background or any investigative background required by the State of Montana for the Chief of Police will be the responsibility of the City.
Standard Hourly Billing Rates
Ralph Andersen & Associates’ standard hourly billing rates are as follows:
• Project Director $175/hr.
• Recruitment Coordinator $80/hr.
• Graphic Designer $75/hr.
• Researcher $60/hr.
• Support Services $50/hr.
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Guarantee
Ralph Andersen & Associates offers the industry-standard guarantee on our full search services. If within a one-year period after appointment the Chief of Police resigns or is dismissed for cause, we will conduct another search free of all charges for professional services. The City of Bozeman would be expected to pay for the reimbursement of all incurred expenses.
If a placement is not made in the first outreach effort, the Consultant will conduct a second outreach effort with no charge for Professional Services. The City would be expected to pay for all incurred expenses.
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JOIN US
BOISE POLICE DEPARTMENT CHIEF OF POLICE
347
Boise is no ordinary place!
Boise, the capital of Idaho and largest metropolitan center
between Portland and Salt Lake City, o ers beauty and adventure
both outdoors and within our thriving arts scene. You’ll fi nd public
art around the city, and can tour the Boise Art Museum, Zoo
Boise, historical museums and other cultural hotspots within a
few blocks of one another. Also, nationally-renowned theater and
performing arts companies call Boise home.
Here, outdoor pursuits exist in perfect sync with city life. In
minutes you can escape to float the river, ski, boat, hike, bike and
more. Home to the famous blue turf of the Boise State Broncos,
we also have minor league teams. So come watch a game, a
rodeo, or play on one of the city’s many golf courses.
For endless variety in one stop, try downtown Boise. Nearly every
style of food and attitude is on display—from swank lounge menus
to casual pub fare to ethnic cuisines. At night the downtown
core becomes a full-on playground. With an active local and
regional music scene, several clubs and venues o en feature live
entertainment. 348
MAKING BOISE THE
MOST LIVABLE CITY
IN THE COUNTRY
through passionate and
dedicated people.
OUR VALUES
One City, One Team -
for the Greatest Good
Citizen Experience with WOW
There’s Nothing We
Can’t Do Better
349
OURORGANIZATION
The City of Boise has a strong mayor-council form of
government. The mayor works full-time, managing the city’s
day-to-day operations. The mayor chairs all meetings of the
city council, voting only in the case of a tie. The six members of
city council work part-time, holding budget and policy se ing
authority for the city. The mayor and city council members
are elected at large by popular vote. City council members
are elected to a specifi c council seat, but the seats are not
determined geographically.
The FY General Fund budget of million represents
a million () increase over the Adopted Budget.
City services are provided through the collaborative e orts of
more than sta in fourteen departments.
BOISEPOLICEDEPARTMENT
The mission of the Boise police department is to protect, serve
and lead our community to a safer tomorrow. The department
is made up of approximately sworn police o cers and a
professional support sta of about . The chief and their
command sta manage an annual budget of million FY
. The o cers and sta of the Boise police department
are dedicated to providing the highest quality public safety and
law enforcement services to citizens, businesses and visitors in
Idaho’s capital city.
Our department is proud to partner with community schools,
businesses and neighborhoods. We work tirelessly to uphold the
highest standards of community policing and public service.
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We are humbled and honored to have an
opportunity to positively a ect the lives of
our citizens and to make a di erence in our
community. We consciously use our vision,
mission and values to drive our day-to-day and
long-term decision making.
83%
of city employees
FEEL ENGAGED
AT WORK
(National Average of 32%)
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An Outstanding Opportunity
A national search is underway to a ract highly-qualifi ed candidates
to apply for chief of police in Boise, Idaho. The City of Boise seeks
a proven leader with top-notch communication skills, the utmost
in ethical standards and a commitment to transparency. The ideal
candidate will be a reform-minded leader who conveys an e ective
command presence and has outstanding people and management
skills. The next chief of police will have the opportunity to
continuously improve an already high performing agency.
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THEIDEALCANDIDATE
In addition to the foundational qualities of honesty, integrity and
character, the following are desired traits and qualities for the next Chief
of Police in Boise:
• The chief of police is expected to be accessible and engaged in
the department, the community and the broader city. Strong
communication skills are required, as is a spirit of collaboration and
cooperation.
• The Boise police department is a leading agency in many regards
and achieved much of its success through innovation. As such,
the next chief must continue to be open minded, support and
o entimes lead change.
• The next chief of police must fully embrace the guardian mindset
of policing, be commi ed to de-escalation and lead a department
that has earned immense community trust through openness and
accountability. The City of Boise established an Office of Police
Oversight in 1999, a period when trust was not high. However, the
o ce continues to serve a critical role in promoting the public
confi dence, professionalism, and accountability of the Boise police
department. The next chief must be commi ed to the continuation
of this successful model.
• A positive a itude, good judgment, a problem-solving orientation,
a guardian spirit and a heart for service are the fi ve a ributes
promoted in the agency’s leadership and certainly apply to the
chief of police as well.
• Within the agency, the next chief needs to devote considerable
time establishing genuine relationships across all parts of the
department, being accessible, consistent, inclusive and promoting
fairness and accountability. “Management By Walking Around” will
be well received in the Boise police department.
• The ideal chief of police will have well-rounded experiences gained
in a similar sized city with a high-performing police department.
The next chief should be fully commi ed to integrating into the
fabric of Boise and view the position as a career capstone.
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CHALLENGESANDOPPORTUNITIES
The next chief of the Boise police department will have a number of
foreseeable challenges and opportunities to address. The following are
among the most prominent:
• The next chief of police will be called to e ectively lead the Boise
police department, serve as a prominent and highly engaged
community partner and serve as a key member on the city’s
Executive Management Team. Each role must be performed
exceptionally and not at the expense of the other roles. The chief’s
work ethic, time management skills and ability to prioritize will be
critical elements for success.
• The Boise police department has been tremendously successful
in driving crime to record lows, engendering the trust of the
community in an era of historic mistrust of the police and in forging
enduring partnerships across the city. The immediate opportunities
for improvement lie within the organization – in heightening
consistency and accountability, communication and esprit de corps.
• Boise’s many positive a ributes have made it a very a ractive
community for new residents and businesses. While growth is
welcomed, it creates its own set of challenges and opportunities.
The Boise police department will need to adapt to not only a higher
workload, but increased tra c congestion and the infl ux of di erent
a itudes and cultural perspectives.
• Compared to its counterparts nationally, the Boise police
department is very progressive in its approach toward policing the
community. The department has strong integrations with community
and social services to address problems broadly, and o en views
enforcement as a last resort. The next chief will have to maintain
this orientation toward service while balancing enforcement.
• Like many urban centers, Boise is experiencing an increasing amount
of homelessness. The Boise police department must continue to
address the issue in an e ective way that does not lose sight of the
value of people.
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Starting annual salary $160-$180k
plus benefi ts
TOP TALENT DESERVES TOP NOTCH BENEFITS.
The City of Boise is among the best in the Treasure Valley when it
comes to the benefits and perks we offer our employees.
THEDETAILS
Healthcare
• Zero premium Health,
Dental, Vision benefi ts
provided by the Boise
Fire and Police Trust
• Pre-tax fl ex spending
account
Retirement
• PERSI retirement
• Post-employment health
savings plan
Paid Leave
• 14 hours vacation per
month
• 8 hours sick leave per
month
• 10 holidays every year
• 6 weeks paid parental
leave
Life and LTD
• Paid life insurance and
long-term disability plans
Wellbeing Program
• Alternative
transportation incentives
• Free Boise GreenBike
memberships
• Employee assistance
program
Relocation and moving expenses
Other fringes and optional benefi ts
• Student loan forgiveness
• Free local bus pass
• AFLAC
• Corporate discount
program
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MINIMUMQUALIFICATIONS
EDUCATION A bachelor’s degree in criminal justice, public administration
or related fi eld. A master’s degree and/or advanced training such as the
FBI National Academy are preferred.
EXPERIENCE Seven years progressively responsible experience in local
law enforcement and crime prevention, with a minimum of three years in
a command position with management and supervisory responsibility. An
equivalent combination of related training, education and experience may
be considered.
TOBECONSIDERED
This recruitment will be handled with strict confi dentiality. References
will not be contacted until mutual interest has been established. This
recruitment closes on Monday, January 27, 2020. To be considered
candidates must submit a compelling cover le er and comprehensive
resume to apply@ralphandersen.com. Review and evaluation of
candidates will be conducted by Ralph Andersen & Associates upon
receipt of completed materials.
Recruitment Closes:
January 27, 2020
Initial Interviews:
Week of February 24, 2020
Review Applications:
Week of February 10, 2020
Finalist Interviews:
Week of March 09, 2020
RECRUITMENTTIMELINE
Ralph Andersen & Associates will conduct the initial evaluation of
submi ed materials to determine the best overall match with the
established criteria as outlined in this recruitment profi le. The evaluation
and selection process may consist of a supplemental questionnaire and/
or wri en exercise(s) to further evaluate relative experience and overall
suitability for this position.
This recruitment incorporates existing rules and regulations that govern
public sector recruitments in the state of Idaho. In accordance with public
disclosure/open record laws, candidates determined to be fi nalists shall
be publicly available. Interested candidates are encouraged to contact
Chief Greg Nelson (ret.) at (916) 630-4900 for confi dential inquiries.356
4 SEASONS
FOR ALL TYPES OF
RECREATION
JULY HIGH TEMP OF 90°
AND 234 SUNNY DAYS
on average
JANUARY LOW TEMP OF 32°
AND 11.7” OF RAINFALL
on average
CAPITAL CITY, THE HEART OF
THE GEM STATE
232,000+
RESIDENTS
COMFORTABLE, SAFE
ENVIRONMENT FOR ALL
*Source: realestate.usnews.com and bls.gov
18
357
CITY OF BOISE HUMAN RESOURCES
208-972-8090 | CITYOFBOISE.ORG/HR
CITYOFBOISE.ORG
Facebook.com/BoiseCity @CityofBoise@City_of_Boise City of Boise
The City of Boise is an Equal Opportunity Employer
358
The City of
SALEM, OREGON
Recruitment Services Provided by Ralph Andersen & Associates
Chief of Police
359
Welcome to
Salem, Oregon
The City of Salem, Oregon offers an
exciting and unique career opportunity
to police executives who are interested in
leading a police department that is known
for its strong community relationships.
The next Chief of Police will lead a highly
ethical and trusted Agency as it begins
work in a new police headquarters.
360
What People
are Saying
Salem is No. 6 on Best Cities for Jobs 2016 list. - Forbes
Three Salem-Keizer High Schools
Ranked Top 50 in Oregon.
PORTLAND BUSINESS JOURNAL
Salem was in the Top 100 on
the 2019 The Best Places For
Business And Careers.
FORBES MAGAZINE
Salem is rated Top 20 in the
Best Cities for Teleworking for
small metro areas.
BESTPLACES.NET
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”The City of Salem
Salem is Oregon’s capital city, located in the mid-Willamette
Valley. Salem covers over 49 square miles, and has a population
of 162,060, with a current growth rate of approximately
1.8% per year. The Salem/Keizer metropolitan area has a
population of approximately 400,523.
Salem is the employment and retail center for surrounding
communities in Marion and Polk Counties. Large employers
include state and county government, Salem Hospital,
Willamette University, and Salem-Keizer School District. Major
industries include value-added agriculture, food processing,
high-tech manufacturing, and light manufacturing.
Salem provides a great environment for families, with
affordable housing, an excellent transportation system,
health care services, and an award-winning K-12 school
system. Over 13 public or private universities and colleges
are located within a 70-mile radius, providing opportunities
for both undergraduate and graduate degrees. Salem has
easy access to the Oregon coast, Oregon Cascades, and the
Portland metropolitan area.
Salem offers unique historical attractions and cultural
arts, including nonprofit theater, music, dance, literature,
art associations, historical museums, and art galleries.
Outdoor enthusiasts enjoy the City’s more than 2,100 acres
of parkland, including 1,300 acres of recently connected
parkland spanning both sides of the Willamette River via
the historic Union Street Railroad Bridge and Peter Courtney
Minto Island Bridge.
For more information about the City of Salem, you can visit
www.cityofsalem.net.361
City Government
The Salem Charter establishes a council/
manager form of government. The Charter
establishes a ward system for its City Council,
with a mayor that is elected at-large. The Mayor
and Councilors are unpaid volunteers. The City
Manager is the administrative head of the City
and is responsible for managing City operations.
Salem has a dynamic and progressive
city government, dedicated to exceptional
service and teamwork. Salem has eight
department directors, reporting to the City
Manager. Departments are Legal, Community
Development, Human Resources, Information
Technology, Fire, Police, Public Works, and
Urban Development. All department directors
are appointed by, and serve at the pleasure of,
the City Manager.
The City Council is presently engaged in a
strategic planning effort and has identified
growth and development as a key initiative. To
further this priority, the City’s budget committee
added funding to the FY 17-18 budget to begin
the process of updating a Comprehensive Plan
for the City.
For the 2020-2021 fiscal year, the total City
budget is $667.5 million; the general fund
budget is $145.9 million. The City has 1,207
employees and four collective bargaining
groups. The city also has an active Urban
Renewal Agency, and a Housing Authority.362
The Salem Police
Department
The City of Salem Police Department has a tradition
of excellence and success with a reputation to
match. Maintaining this tradition is a goal of
everyone in the Department, along with the
primary objective of establishing an urban society
free from crime and disorder while upholding the
values of the law in a fair and impartial manner.
The Police Department includes the Chief’s Office
and three major divisions: Patrol, Support, and
Investigations. The Salem Police Department is
staffed with 247 employees, including 190 sworn
officers, and is funded with an annual budget of
$50 million. Assisting the Chief are three Deputy
Chiefs who oversee the Patrol, Investigations,
and Support Divisions.
The Salem Police Department carries out its
work through strong collaborations with various
community and state organizations, including the
Oregon State Police, the Polk County Sheriff’s
Office, the Marion County Sheriff’s Office, the
Oregon Attorney General, and the County
Prosecutors. These collaborations not only address
law enforcement, but also crime prevention and
education services, emergency communication
services, and a coordinated disaster planning
service.
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Challenges and Opportunities
The next Chief of Police for the Salem Police Department will have a number of identified
challenges and opportunities to address:
• Like most all police departments in the United States, the Salem Police Department must critically review its policies, procedures, and practices through the lens of equity, accountability, and transparency to ensure that it continues to earn the trust and legitimacy from the Salem community.
• While recruitment and retention are issues in all police departments, the Salem Police Department does well in retention. Recruitment, however, remains a challenge and particularly in attaining the City’s goal to increase diversity recruitment.
• Property tax revenues are lower in Salem relative to other communities. Along with that aspect, Salem’s status as the state capitol of Oregon and county seat of Marion County provides a strong source of stability in the community, but also a large amount of real estate that is not subject to property taxes. The Police Department’s budget, accordingly, has constraints and the next Chief of Police will need to continually manage resource expectations.
• The citizens of Salem supported a tax measure that funded the construction of a new police headquarters. The facility was designed to serve the agency’s ongoing growth over the next 50 years and the next Chief of Police will have the exciting opportunity to usher in not just a new leadership era, but also a new era in the newly built environment for the Salem Police Department.
• Support for the Salem Police Department is high, including the very well organized and active Salem Police Foundation. As a charitable organization, the Salem Police Foundation has provided immense support for the Agency and has significantly helped overcome many of the structural budget constraints. The new Chief of Police with have an opportunity to continue this strong and effective partnership.
• The next Chief of Police will have opportunities to enhance technologies and methodologies within the Agency to gain both efficiency and effectiveness for the Department.
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The Ideal Candidate
In addition to being ethical, well-qualified, and experienced, the next Chief of Police
must possess certain traits that will be essential for success:
• The ideal candidate will be humble, inclusive, and always willing to listen and consider
the viewpoints of others. Salem residents are accustomed to a kind and compassionate
leader as their Chief of Police, which has helped engender a very strong relationship
between the Police Department and the community.
• Related to humility, the Chief must work to remain an accessible leader that is visible to
the Police Department members and to the larger community as well.
• A successful chief must be able to well-balance service to the agency, the community
and city hall; the new Chief will have the opportunity to help grow the next generation
of leaders in the Agency through delegating some of these responsibilities.
• The next Chief of Police will have the good opportunity to lead a highly ethical department,
but that also means that the next Chief of Police will have the ultimate expectations for
honesty, integrity, and character.
• The Chief of Police in Salem is expected to be a strong and engaged contributor to a number
of community organizations. These effective relationships have served Salem well and
are one ingredient of the strong community support for the Salem Police Department.
The Chief will be expected to lead the Department in maintaining existing relations while
engaging with new organizations and stakeholders.
• The City of Salem desires a Chief of Police that will pay homage to the past but create
and cast a shared vision for the future. This shared vision must be developed inclusively
with Salem communities through open dialogue regarding current issues locally and on
a national scale.
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Qualifications
Any equivalent combination of experience,
education and training which provides the
required knowledge, skills, and abilities
is considered qualifying. The following is
a typical way to qualify:
Education: Bachelor’s degree from an
accredited college or university, preferably
in Criminal Justice, Social Sciences, Public
Administration, Business Administration,
or a related field.
Experience: At least ten years of full-
time commissioned law enforcement
work experience, including at least
four years of executive or command-
level management experience in a law
enforcement agency.
A Master’s degree is preferred, as is
executive leadership training experience
such as the FBI National Academy, the
School of Police Staff and Command, the
Police Executive Leadership Institute,
or the Senior Management Institute for
Police. Experience gained from municipal
policing is highly desired.
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Compensation and Benefits
The salary range for the Chief of Police position is $159,095 –
$205,030, depending upon qualifications.
The City of Salem offers an excellent benefits package including
the following major areas:
Retirement: Oregon Public Employees Retirement System
(PERS), provided the employee is a current member of PERS or
Oregon Public Service Retirement Plan (OPSRP) for new members
to the state retirement system after six months of employment.
The city pays the 6% contribution to the employee’s retirement
plan.
Deferred Compensation: The City of Salem contributes 5% of
base salary toward deferred compensation.
Insurance: The City provides excellent insurance plans for
employees and their immediate families, including health,
dental, life, short- and long-term disability, and vision coverage.
Employees contribute approximately 5% toward the cost of
insurance premiums.
Leave: Generous vacation, administrative, and sick leave as
well as 11 annual holidays.
Relocation Expenses: Reasonable moving expenses will be
negotiated with the selected candidate.
The City of Salem offers a wide array of additional benefits.
Please visit https://www.ralphandersen.com/jobs/chief-of-
police-salem-or/ for a comprehensive summary of executive
benefits.
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Recruitment Process
All interested candidates should apply by September 7, 2020 by submitting a compelling cover
letter and comprehensive resume to apply@ralphandersen.com. Confidential inquiries are
welcomed to Chief Greg Nelson (ret.) at (916) 630-4900. Prior to interviews, candidates will be
required to sign a release form to authorize verifications to be conducted including employment
history, degrees obtained, and other certifications.
The City of Salem is an Equal Opportunity Employer.368
LEARN MORE & CONNECT
Find out the latest information about this recruitment, Salem
initiatives, opportunities and fun things to do in “Tree City
U.S.A.”
Recruiter’s Website City’s Website Apply Today!
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The City of
SALEM, OREGON
Recruitment Services Provided by Ralph Andersen & Associates370