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09/21/10
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Special Meeting
Council Conference Room
September 21, 2010
6:00 PM
ROLL CALL
ORAL COMMUNICATIONS
Members of the public may speak to any item not on the agenda; three minutes per speaker. Council reserves the
right to limit the duration or Oral Communications period to 30 minutes.
ACTION ITEMS
Include: Public Hearings, Reports of Committees/Commissions, Ordinances and Resolutions, Reports of Officials,
Unfinished Business and Council Matters
1. Interview and Selection of a Recruitment Firm for City Attorney
Recruitment
CMR 362:10 and ATTACHMENT
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TO: HONORABLE CITY COUNCIL
FROM:
DATE:
CITY MANAGER
SEPTEMBER 21, 2010
DEPARTMENT: HUMAN RESOURCES
CMR:362:10
REPORT TYPE: ACTION ITEM
SUBJECT: Interview and Selection of Executive Recruitment Firm for City Attorney
Search
RECOMMENDATION
The Council Appointed Officers Committee (CAO Committee) recommends that the City
Council interview three executive recruitment finns and select one to conduct an executive
search for the new City Attorney.
DISCUSSION
On September 7,2010, the CAO Committee reviewed the eight responses to the Request for
Proposals to recruit for the new City Attorney. After review and discussion, the CAO
Committee selected three executive recruitment finns and directed staff to coordinate
interviews for the City Council with these fmalists on September 21,2010.
The three recruitment firms selected for interviews were Ralph Andersen & Associates,
William Avery & Associates and Bob Murray & Associates.
POLICY IMPLICATIONS
This recommendation is consistent with prior Council policy of using an executive recruiter
for Council Appointed Office recruitments.
ATTACHMEMTS
A: CAO Committee Minutes from 09/07/10, Item I) Review Proposals from Executive Search
Firms Related to the City Attorney Recruitment
B: Scope of Services for Executive Recruitment Services for the Position of City Attorney
C: Proposal for City Attorney Recruitment by Ralph Andersen & Associates
D: Proposal for City Attorney Recruitment by William Avery & Associates
E: Proposal fro City Attorney Recruitme -y_Bob Murray & Associates
DEPARTMENT HEAD: __ 4==~,.;;:..L::::::-'=-"::---=-~==-=) ==-===-=_._~_ .. ___ _
Director of Human Resources
CITY MANAGER APPROV AL:--A --=----bL--'----<'--7"Ir--"-"-------'
CMR:362:10 Page lof I
ATTACHMENT A
CITY COUNCIL
COUNCIL APPOIN"rED OFFICERS
COMMITTEE
Special Meeting
September 07,2010
The Council Appointed Officers Committee of the City of Palo Alto met on
this date in the Council Conference Room at 6:04 p.m.
Present: Espinosa, Klein, Price, Scharff
Absent:
ORAL CQMMUNICATIONS
Mark Petersen-Perez, Palo Alto spoke regarding First Amendment Rights of
speech.
Herb Borock, Palo Alto spoke regarding Brown Act issues with the CAO
Committee.
ACTION ITEMS
1. Review Proposals from Executive Search Firms Related to the City
Attorney Recruitment.
Director of Human Resources, Russ Carlsen spoke regarding the outreach
done and the proposals received from executive search firms related to the
City Attorney recruitment. He stated that there were eight responses
received.
Chair Klein said the Committee had a great deal of weight to choose a path.
When they chose the City Manager the committee narrowed down the
consultant applicants. The full Council then voted on the City Manager.
They had less involvement in the City Auditor recruitment. He said those
were two different procedures.
Mark Petersen-Perez said the City Attorney should do more than protect the
City against litigation. But he should also protect the people.
09/07/10
City Manager, James Keene spoke regarding things that the CAD Committee
should look at when reviewing and selecting the firm to conduct the search.
Mr. Carlsen agreed that the reputation of the recruiter is critical.
Mr. Keene spoke about the public's perception and thoughts about who the
Council would hire as the recruiter. .
Council Member Scharff asked if there was anyone that should be eliminated
from the list of applicants based on reputation. He also asked about their
strengths and weaknesses.
Mr. Carlsen said they have had positive experiences with several of the
recruiters. Of the organizations that have the most experience, it's a
profession, they know how far to reach out to get applicants. He stated he
had concerns, there are a couple of firms that he has not worked with and so
doesn't know about them, and they should all be fairly close in their costs.
He stated the City can negotiate the costs especially in the area of the
brochures and stuff.
Council Member Scharff asked if the principal person representing the firms
are available for the next step.
Mr. Carlsen advised that they have spoken with them and they have
indicated that would be available to continue in the process, especially over
the next several weeks.
CounCil Member Scharff asked for clarification on whether the principal
person of the firm would be conducting the recruitment personally.
Chair Klein stated that he felt the person who is conducting the search,
whether it is the principal person or someone else, they should also be
present at the interview.
Mr. Carlsen stated that would be what they expected.
Chair Klein stated he had two suggestions, one would be to discuss the eight
firms that applied and the other would be to do a ballot similar to the way
Board and Commission applicants are voted on.
Council Member Scharff asked whether they would vote on the firm to do it,
or several to interview.
2 09/07/10
Chair Klein stated his suggestion is to vote for three to interview. They
would then give these to Council to interview.
Council Member Scharff stated he would like to meet the applicants and then
suggest to Council on who to recommend.
Chair Klein stated that interviews would be conducted at the CounCil level.
Council Member Scharff stated he wants to interview a selection of them.
Chair Klein stated that it would then be a two interview process. The CAD
committee needs to whittle it down to a smaller group for Council to
interview.
Council Member Scharff asked staff if they would have three or four firms to
recommend.
Chair Klein stated he feels awkward about doing it that way, as there should
be a separation of powers, and this should independent of staff's desires for
a firm.
Mr. Carlsen said he did have reservations regarding several of the
applicants. He stated at some point he would like let Council know about his
concerns with several of the firms.
Council Member Espinosa stated that if staff has serious reservations about
the firms then the Committee and Council should be made aware of them.
Mr. Carlsen stated that JuriStaff does not have a lot of experience in the
public sector.
Mr. Keene said he was not familiar with one of the firms. He had dealt with
some non public sector recruiters in a public sector position and it had been
problematic. He said the Committee should consider what the Council was
looking for.
Chair Klein said a lawyer that had practiced CA Municipal law should be what
they are looking for.
City Clerk, Donna Grider read the results of the ballot:
Council Member Scharff: Avery Associates, Ralph Anderson &
ASSOCiates, Bob Murray & Associates
3 09/07/10
Council Member Price: Bob Murray & Associates, Ralph Anderson &
Associates
Chair Klein: Avery Associates, Bob Murray & Associates, Ralph
Anderson & Associates
Vice Mayor Espinosa: Avery Associates, Ralph Anderson & Associates,
Bob Murray & Associates
Ms. Grider announced that the three firms for Council to interview would be
Avery Associates, Bob Murray & Associates, Ralph Anderson & Associates.
Mr. Keene confirmed that they were going to schedule interviews before the
full Council at a Council Meeting.
Chair Klein said they should look at the September 13th and September 20th
as possibilities.
Mr. Carlsen stated that his suggestion is for September 20th •
Chair Klein stated the date would be dependent upon the Council agenda for
that night.
Mr. Keene asked how long the interviews might take.
Chair Klein stated he felt it would last 60-90 minutes, giving each candidate
20 minutes for their interview.
Mr. Carlsen suggested a special meeting in the Council conference room.
Chair Klein agreed and suggested 6:00 p.m.
Mr. Carlsen said that would be best to allow a solid conversation
Chair Klein said they would need to vote in a public meeting because it
wasn't a personnel matter.
Council Member Price asked if it was appropriate to ask major questions
toward the candidates at this time.
Mr. Carlsen said he could check with the Attorney's Office.
4 09/07/10
Council Member Price questioned the number of hours proposed by Avery.
She had a concern about the number of hours compared to.the other
applicants.
Mr. Carlsen said often they ask for additional services, so it was up to the
Council to determine the number of hours.
Council Member Price stated if you translate the hours into weeks, it was a
large amount of hours.
Council Member Espinosa asked if there is a lesson learned here about
reaching out to firms to get the best applying for these.
Mr. Carlsen stated that staff did a broader search for firms, including a
national site. He felt that we did a better outreach. He stated that some
firms simply don't apply for one reason or another.
Council Member Price stated she believes the economy plays into why firms
apply or don't apply.
2. Consideration of Request of City Auditor Maternity Leave and
Appointment of Acting City Auditor.
City Auditor, Lynda Brouchoud stated she was here to discuss her request
for leave of absence and her request to bring in an Acting City Auditor while
she is on leave.
Chair Klein confirmed his understanding that the City's policy was for a total
of 6 months, and not 6 months prenatal and 6 months postpartum.
Ms. Brouchoud read the City's Merit System Rules on maternity leave,
stating they read "Non-disability prenatal and/or postpartum leave is
available under this provision, but such leave shall not begin more than 6
months prenatal nor extend more than 6 months postpartum."
Chair Klein asked for clarification on whether it was 3 months prenatal and 3
months postnatal.
Ms. Brouchoud stated she believes that it reads 6 months before and 6
months afterwards.
Chair Klein asked for clarification on the agreement that she would take a
total of 6 months leave, within the 12 month period.
5 09/07/10
City Manager, James Keene asked whether it could be a year.
Chair Klein stated his interpretation was different.
Council Member Price asked for clarification on how it relates to the Family
Medical Leave Act.
Council Member Scharff stated that was a separate issue.
Chair Klein stated that he believes that that states 6 months also.
Assistant Director of Human Resources, Sandra Blanch said there were
various rules that overlap. The City Auditor read the City Merit Rules
provision which shall not begin no more than 6 months prenatal, nor extend
more than 6 months postpartum. She noted that that has not been the
practice.
Chair Klein stated that he and Ms. Brouchoud had spoken and had agreed
that it would be a total of 6 months.
Ms. Brouchoud stated that there is the non-disability and the disability part
that speaks to 4 months. She stated she was not looking to go on disability.
Mr. Keene stated that the way he read it, it cannot begin more than 6
months before, nor extend more than 6 months after. It isn't specific about
the amount of time.
Ms. Brouchoud stated that if the concern was that it was more than 6
months than she could delete 3 weeks off of it on the end.
Chair Klein stated that was consistent with his interpretation based on the
meeting with Ms. Brouchoud.
Council Member Price recommended deferring action on this until there is a
clear interpretation of the language.
Ms. Blanch stated that Ms. Brouchoud's request is for 6 months postpartum.
Chair Klein stated there has to be a decision made due to the need to get an
acting auditor prior to Ms. Brouchoud's leave in October.
Council Member Price stated that if there can be clarification within 2-3 days,
that she felt they could make a better decision.
6 09/07/10
Mr. Keene asked if there is more information available that HR might have.
Ms. Blanch stated that there is also the Family Medical Leave (FMLA) which
states 3 months.
Chair Klein noted that the. City's rules provided more time than FMLA
Ms. Blanch agreed.
Chair Klein asked Ms. Brouchoud to clarify the amount of time she was
requesting.
Ms. Brouchoud stated she would like the 6 months afterward, but that she
would like to take some time before to prepare.
Chair Klein agreed.
Ms. Blanch confirmed that her request was for 3 weeks prior to the expected
birthdate.
Council Member Price asked if staff had a clear interpretation of the rules.
Ms. Blanch stated it was an unusual request to take 6 months postpartum,
however, the understanding of the merit rules states that is possible. Past
practice has been to allow time off prenatal, and then work with the
employee postpartum.
Chair Klein stated he did not agree. He asked if the employee left 1 month
prenatal, would the rules then allow her to take an additional 6 months
postpartum.
Ms. Blanch stated yes per the merit rules, however this is not a typical
request.
Chair Klein stated that rules need to be reviewed.
Vice Mayor Espinosa asked for clarification that our rules currently allow an
employee to take 6 months prenatal and 6 months postnatal.
Ms. Blanch answered yes.
Council Member Espinosa reconfirmed that that is currently allowed.
7 09/07/10
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Mr. Keene asked for clarification that there are rules that state there is a
certain amount of time that an employee can take prenatal and postnatal,
that some has been past practice, or the fact that Council has the discretion
to decide.
Council Member Scharff asked who writes and interprets the Merit Rules.
Ms. Blanch stated they are drafted with HR and legal staff. They are then
reviewed by the bargaining units before going to Council for approval.
Council Member Scharff asked if there was any formal written interpretation
as to whether it was 6 or 12 months total.
Ms. Blanch stated not in writing, only in the Merit Rules.
Council Member Espinosa stated normally it is 6 months.
Council Member Scharff stated he felt 12 months was a long time.
Ms. Blanch stated that the rules also apply to Public Safety personnel.
Chair Klein stated this is non-disability.
Council Member Price asked for confirmation what the rules state and does
Ms. Brouchoud's request fall within the rules. She felt the rules needed to be
clarified so that every case isn't brought before Council.
Ms. Blanch confirmed that what Council Member Price was looking for was
clarification on the Federal, State, as compared to our Merit System Rules.
Mr. Keene stated that staff needs to provide the Council with our policy
parameters and practice so they can make an informed decision.
Ms. Brouchoud stated that to assist with the decision tonight, she would
agree to begin her leave on October 18, 2010, and lasting for 6 months.
Council Member Price stated that she did not want Ms. Brouchoud to change
her plans tonight due to the confusion regarding the policy. However, if she
felt comfortable with her statement that was ok.
Mr. Carlsen stated that the rules allow it and there is a provision to grant
this request. He stated that it is usually not done that way, and staff works
with the employee to have them return sooner, or at least part-time as soori
as possible.
8 09/07/10
Chair Klein stated that he heard Ms. Blanch state it was one year.
Mr. Carlsen stated that the clear answer is that there is a provision to grant
Ms. Brouchoud's request.
Chair Klein stated that Ms. Brouchoud is here because she does not report to
the City Manager, and so there are no rules in that sense, only the Federal
and State rules. Those rules grant less leave time.
Mr. Carlsen asked for clarification if the Merit Rules apply to all employees.
Ms. Blanch stated she believed they did.
Council Member Price asked if there was language within Ms. Brouchoud's
contract that covered this.
Ms. Brouchoud states that she follows the Management and Professional
Compensation Plan and the Merit Rules, similar to other employees. She
recommended that her leave begin on October 18, 2010, and end 6 months
after that date so that the Committee could move forward with a decision.
She stated that her primary concern was to make sure the Council has
adequate time to hire an acting auditor before her leave begins. She wants
to insure that her office is fUlly prepared for her leave.
MOTION: Council Member Scharff moved, seconded by Council Member
Price to accept her leave beginning on October 18, 2010 and ending 6
months later.
MOTION PASSED: 4-0
Chair Klein confirmed that her maternity leave would be without salary,
except for from vacation leave, etc.
Council Member Scharff asked if the CAO Committee can have Staff look into
this and if necessary change the rules. He felt 1 year was a long time.
Mr. Keene stated Staff would look into this, respond with a memo and if
necessary agendize it at a later date. He asked for clarification that if there
was a need to change .her leave date due to unanticipated circumstances
was that possible.
Chair Klein answered yes.
9 09/07/10
Mr. Carlsen stated that she has the option to use her leave balances during
this, however, she is choosing to take her leave without pay.
Ms. Brouchoud stated that the leave is unpaid, no salary, but she can take
her accumulated leave time.
Ms. Brouchoud stated that the Auditor's Office had several reports that were
either in the works or close to completion, and if there was not someone
there to coordinate this, Council may not receive the reports.
Council Member Espinosa asked how she would structure the department if
there was not an Acting City Auditor.
Ms. Brouchoud stated the Auditor's Office does not have a deputy position,
and that at the time she was hired there was no one in charge. This caused
some problems as Staff did not have someone to oversee their work. She
stated that was another option and there are probably more. Her preference
is to get someone in to oversee the office.
Council Member Espinosa asked if there is the potential to have the interim
or acting come from within the department.
Ms. Brouchoud stated that would be taking a Senior Auditor up two steps
and it is her recommendation to bring someone in who was either a Deputy
City Auditor or in a similar position.
Chair Klein asked if Ms. Brouchoud had someone in mind for the position.
Ms. Brouchoud stated that there is someone she could refer to the
Committee.
MOTION: Council Member Council Member Scharff moved, seconded by
Chair Klein to hire a temporary person.
Council Member Scharff stated the referral is good, however thought should
be given to the referral.
Chair Klein stated he agreed with that. He said Staff should check with a
variety of people and should not hire a recruiter for this.
Council Member Espinosa asked if there was a way to have a truncated
announcement or someplace to list this so that it is open to more applicants.
He stated he wanted to insure that if there was someone who is interested
they would get the notification.
10 09/07/10
Ms. Brouchoud stated there is an association for auditors and there are a
couple of places to advertise.
Council Member Scharff stated that due to the time frame this needed to
move quickly.
Mr. Keene suggested that there might be agencies that have interested
people who have public service background that might be interested in a
temporary position. There might be agencies that have Auditors, Deputy
City Auditors or retirees that might be interested.
Council Member Price stated that Staff should look at all options.
Chair Klein wanted to insure that Staff could get this online within the week
and set the deadline of September 24, or October 1, 2010.
Council Member Price stated that it would make it easy if they accepted Ms.
Brouchoud's recommendation.
MOTION PASSED: 4-0
3. 2010 -2011 Compensation for City Manager, City Clerk and City
Auditor.
Chair Klein stated he put this on the agenda and that there should be no
change in their compensation and it should follow the SEIU contract. Due to
the City Attorney retiring that position is not being included in this.
MOTION: Chair Klein moved, seconded by Council Member Council Member
Scharff to make no changes in compensation, to follow the SEIU contract for
the City Auditor, City Clerk, and City Manager.
Mark Petersen-Perez spoke regarding his employee performance reviews and
how he used that in their compensation.
Council Member Espinosa spoke about how pay is usually tied to
performance, and that the evaluations of our Council AppOinted Officers
spoke for themselves. He appreciates the hard work that they put in daily
and he knows how hard they work. He stated his is sorry that due to the
economy they cannot offer raises to them or to the rest of the City Staff.
Council Member Scharff stated he agreed with Vice Mayor Espinosa and that
he also felt they did a great job.
11 09/07/10
MOTION PASSED: 4-0
ADJOURNMENT: The meeting adjourned at 7: 11 p.m.
12 09/07/10
ATTACHMENT B
Scope of Services
Executive Recruitment Services for
the Position of City Attorney ,
The City of Palo Alto is seeking proposals from well-qualified consulting finns to conduct
executive recruitment search services for the position of City Attorney. The City's current City
Attorney will be leaving October 30, 2010. The City Council is interested in conducting and
completing a full search as quickly as possible. The selected· firm would also assist in
developing a thorough assessment process for candidates who are seeking to fill the position.
The selected recruitment fum will work for the City Council. The Human Resources DirectoE
will act as staff liaison.
Listed below are the services to be completed during the term of the contract:
l. In coJtiunction with the City Council, develop a plan schedule and budget fur the City
Attorney recruitment. .
2. Su~ect to the approval of the City Council, develop a candidate profile, position
description and applicant qualifications. The candidate profile, position description
and applicant qualifications will be developed by the selected.
consultant based on interviews with the City Council, staff; as well as input from the community
3. Develop, recommend and place appropriate advertising and marketing materials for
the position that targets qualified candidates.
4. Attract top candidates possessing a working knowledge of local govemment and
municipal law who best satisfy the requirements and qualifications of the position.
5. Conduct personal outreach recruitment to ensure that competitive candidates from
diverse backgrounds apply for the position. ,
6. Review and screen applicants, including verification of credentials, qualifications and
recommendations, Evaluate candidates against the approved candidate profile,
position description and applicant applications; conduct preliminary interviews and
background checks on selected candidates and recommend superior candidates to the
appointing authority for review. Prepare profile of experience, skills assessment and
analysis of strengtbs and weaknesses for each candidate to be reviewed
7. Coordinate, attend and facilitate the City's interview process of selected candidates.
Assist in preparing interview questions and other techniques to evaluate candidates.
8. Conduct background and reference checks on final candidates and prepare a
confidential reference report on each. Firm shall assist City with identifying former
co-workers, supervisors, Council members' and community members of the top
candidates as part of completing the reference checks,
Other Services
In addition, please provide information and costs related to ail other reasonable and cw;tomary
duties associated with an executive search, Also provide any guarantees your firm may provide
regarding the appointment made as a result of this recruitment and any guarantees your firm may
provide shoul!i the recruitment be unsuccessful during any stage of this process,
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City of Palo Alto
Table of Contents
1--PlWI-OSAI. SUMMARY ••• '"_" .. ,..._nu"' ........... '" ............ , ..... ~." ...... _ •• "'.."u.~u ........ "" ......... -." ......................... _ ••• 1
Our Understartding of the Assigrunent ~ ... ~ .... U ........ H.H.U ... H ....... H ...... U .. u ••• ~ ......... H ..... UH .... uu •• uH •••••• l
Histoty' of the F.innH"U~""" .• ~ .•. u~u.u, •••• on ........ U~~U.H' .a ..... uu~ ... ~ .. , ....... u ••• " .................... UH., ••• u .. , .......... 3
Range of8ervices Offered .... 4U ...... u ..... u .. ~.HHn~ ••• U,. ................. H •• H .... H.Hu ... nu ................ _n •• H ............ H.4
Finarlcial SOlvency.u •• Hou •••• H •••• H.HH ..... ~ •• h.~ ••• " ••• uHH .. HHH •••• HH.H ••• _ •••• _ •• ~.~u .............. " .................... ,.~5
Litigation .HiS'k)ry •• n ••••• ~ .... ~ .. ~~ ."u ••••••••••••••• d .. U~ ......... Ht •••••••• ~ •• H.,. •• u ........... u. •• u .......... u ~ •••••• , ••••• , •• v.u~~H ••• 5
3 -QUALIFICATIONS OF TIlE Ftnt ~U" .... ' .... +".nn+ ... n .... u •• u" ............... _''' ........... u .. U" ..... \Io .... , ...... , .. "' ........... 6
Our Professional Competency in Local Government ." .............................. "" ........................ ,. ....... 6
Relative .Projects .. U •• hH .. "".HHHU.U .. ~ ......... h.un'.~ .... '.HU ...... U ...... H ••••• HH ••• ~ ... > ................ + •• + •• u .............. H .. 6
ReferencesOH.n~ ...... HH ••• HH •••..• H .• * ............ HU"~ ... ~ ... H ..• u •••• H •. U.H~uu' •• n •• h ..•..•. H .. nu ........ u ••• u~ ••• ~ ... nuU 7
Our Awroach to the R.ecnli1ll1eIlt ProcesS~ ... H •••••••• ~ ....... n .. ~~n ............ U.uu •• Hn •••••••• .,. ......... H ........... ~.u.9
s~ Search Work Plan ............ ~ ....... H .............. 1' ....... ~ •••• u ....... " ............ u ......................... u •••• u •••• ~.9
5 -PROPOSED INNOV ATIONS ..... 411<0 ............... , ... , ............... _ ........... u,.., •••••• , .... .,. .. u ......................................... ,,12
6 -PR.OJECT STAFFING ..... uu .. ~''' ...... '' .... u ..... u .. u ........... u ..... '' .... n __ n ........ "., ...................... _.-.... 1' ...... "" •••• _ ...... 13
.Project Cost~ ............. u •••••••••• 4 ••• nnHuuHh ....... ~H •• "'U4.~4H4 ••• h~ ....... ~.U •• V •• ~ ..... ~ •• HH •• H.* •• h •• ~h ............... " ••• 15
Project Timing u ......................... ~* ....... H .. H •••• n •••••• H~***~~ ...... ~.~ .. uH ........................... u .............. Hu ...... 16
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City of Palo Alto
1 -Proposal Summary
Our Understanding of the Assignment
The City Council has requested a proposal to assist in the identification and recmitment of a
highly qualified group of candidates for the position of City Atromey. In particular, the City
Council is .~eeking a firm with the professional experience 1u clearly assess the City's needs and
formulate a straiegy to deliver qlUllity rl!SlIits.
At Ralph Andersen & Associates, we believe that gaining a complete understanding of our eli·
ent'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 ro tempera-
ment, personality, management philosophy and other factors thst will ultimately determine the
candidate's "fjt" with the organization.
We therefore begin each search by working closely with your leadership, stakeholder,l, staff, and
when appropriate, your commnnity to ensure a complete pictllItJ of the desired candidate pool is
developed. Our team-oriented approach matched \\ith this 360 degree pel'llptlctive means we en-
SIlItJ thst a complete understanding of the organization's mission and culture translates into those
~ecific trails and characteristics necessary to ellSure the selected candidate is successful in the
position.
We understand that the City Council expects aggressive, personalized outreach to identify a di-
verse 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 fully
detailed profiles of the desired candidate's characteristics and build a recruItment strategy that is
tailored ro meet the City'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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City of Palo Alto
As requested in the City's RFP, provided below is the COll1act information for thl: Project Direc-
tor:
Name: Heather Renschler
Address: 5800 Stanfurd Ranch Road, Suire 410, Rocklin, CA 95765
Phone: (916) 630-4900
Fax: (916) 630-4911
Ceil 'Phone: (916) 804-2885
Email: heather@ralphandersen.com
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City of Palo Alto
2 -Profile of the Firm
History of tbe Firm
Ralph Andersen & A:I8OCiates has been providing practical, responsive executive search and
management consulting services to the local public seator and related Industries since 1972, With
<:Qch new assignment, we earn our reputation as the nation's premier local government consult-
ing organization.
Ralph Andersen & AIlsoeiates is 8 California Corporation and is not a subsidiary nor does it have
any subsidiaries. Contact information for the Corporate Office is 5800 Stanford Ranch Road,
Sulte 410, Rocklin, California 95765; telephone: (916) 630-4900; fax: (916) 630-4911; website:
www.m1phandersen.com; email: info@ralphandersen.com. Ralph Andersen & AIlsociates has
more than 38 years of experience conducting executive recruitments for a variety of public sector
agencies. The firm currently has twelve empioy<:es •
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Ralph Andersen & Associates serves a nationwide clientele through its Corporate Office in the
area of Sacramento (Rocklin), California. Through its network of professionals associated with
the i'inn. Ralph Andersen & Associates also provides services to municipal clients throughout ~
United Stases.
Our staff of professionals and support staff include acknowledged leaders in their respective
fields. Supplementing their extensive consulting backgrounds, our senior executives aU have per-
sonal, hands-on executive experience in the operation of public agencies and private businesses.
Range of Services Offered
Ralph Andersen & Alisociates specializes in the following primary service areas: management
consulting, public safety and executive search including investigative backgrounds.
• Management Consultillg -Ralph Andersen & Associates helps OfgalliTBtions improve
their perfoDlllU1ce potential with a range of management consulting services. The types of
services provided by the firm include management and perfonnance audits, organiza-
tional analyses, productivity improvement analyses, agency and service consolidation as-
sessments, specialized fmancisl management including debt restructuring and organiza-
tional problem solving. In addition to providing these services to entire organizatiollll, the
firm often conducts management coruruIting engagements that are focused in a specific
service area such as public safety, city management, finance, public works. community
development and othe,r major service areas. Ralph Andersen & Alisociates treats every
llUUlJIgement consulting engagement as unique. This approach means we will assemble a
consulting 'leam comprised of consultants with the specific talents and experiences
needed 10 successfully achieve the client's objectives. Our team of experienced consult-
ants perfonn complex analyses and re'COtIlIl'lend solutions that are practical and most im-
portantly, are capable of being implemented by our clients.
• Pub1lc Safety -Working closely with our clients to implement innovative emergency
management solntiOllll, Ralph Andersen & Associates helps organizations plan, protect
and serve people better than ever before. We bring together practical solutions, plans, and
processes that are operationslly deployable to help our clients achieve their critical objec-
tives. The firm's consultants have extensive. hands-on experience in planning and disas-
ter preparedness training for private and public institutions including heslthcare, public
heslth, human. services, and local, state and federal government agencies.
• Executive Search -At Ralph Andersen & Alisociates, there's always an entire team be-
hind every recruitment assignment that we undertake. Our multi-disciplinary approach
takes the best ideas in executive recrulting and creates innovative ways to get the right
candidates for cJieIits. When you retain Ralph Andersen & Alisociates, you actually get
an entire team's worth of suppon and expertise working together to achieve your organi-
zation's objectives. The fam has conducted executive searches for large and small or-
ganizatiOllll throughout the nation. In addition to conducting searches for city manager
and other chief executive officer positions, Ralph Andersen & Associates has success-
fully completed searches in every area of municipal service. Ralph Andersen & Associ-
ates believes the most important element of a successful executive search is to listen care-
fully to what our clients are looking for in tenus of candidate experience and qualifica-
tions. Using these client-focused guidelines. candidate identification is undertaken
tbrough marketing and personal outreach. Our confidence in this approach to executive
search is illustrated by the finn's guamntee to perfonn the search again at no service cost
to the client if the selected candidate leaves the position within one year of placement.
Financial Solvency
Ralph Andersen & Associates hiilS been a financially stable organization since its inception in
1972. Our range of consulting and recruitment services is diverse and varied. For this reason, we
have been: able to remain nimble and flexIble in a very competitive environment. We continue to
tailor our search and consulting services offered and remain responsive and prepared to address
complex issues and problem solving on behalf of our clients. This has been a hallmark of our
success.
Should Ralph Andersen & Associates be selected to conduct this search, we would be pleased to
have our finn's CPA finn (Paskins &, Acbziger) available to confinn our financial solvency.
Litigation History
Ralph Andersen & Associates has never been involved in litigation in its more than 38 years in
business. Our work ethic~ and commitment to delivering results in agreement With our scope of
,vork has served us well tbroughout the years.
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City of Palo Allo
3 -Qualifications of the Firm
Our Professional Competency in Local Government
Ralph Andersen & Associates haq 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 38
years. As a national search fum, our client list includes a wide range of municipalities including
some of the largest and fastest growing cities in the country. Our finn has significant recruiting
and consulting experience in California. As a highly qualified and experienced executive search
firm, Ralph Andersen & Associates brings an extensive network of contacts in the area of local
government that will prove invalunble in quickly identifYing a pool of outstanding candidates for
the City of Palo Alto.
Wrtb Ralph AndeJ'lleB " Associates, there is an entire team behind every ftl:l'llitment Our
flJDl takes a multi-diBciplined. team approach to executive search. Successful outreach relies
. heavily on person-ro-person contact to identify outstanding potential candidates and, in the eval-
uation 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 associates and our net-
work of professional contacts, we address outreach from a wide variety of perspectives and find
unique ways to identify and recruit the best and brightest .
Relative Projects
Ralph Andersen & Associates has conducted recruitments for Ii variety of clients aad projects
that support our experience aad network in the field of public sector recruitments. The following
is a liat of recent legal recruitments conducted by Ralph Andersen & Associates:
• Flagstaff, Arizona -City Attorney (Curnnt SeJUch)
• Folsom. California -City Attorney
• Lathrop, California-City Attorney
• Los Angeles County Employees Retirement Association (LACERA.) -Chief Legal
Counsel
• Los Angeles County Office of Education -General Counsel
• Metropolitan Transportation Commission -General Counsel (Recently Completed)
• Plumas County -Oeneral Counsel (Recently Completed)
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• Redwood City, CalifOtnia -City Attorney (Recelltly CtmyJ/eted-Brochure AtJaclIed)
• Roseville, California -Assistant City Attorney
• Simi Valley, Califurnia -City Attorney
• Southern California Association of Government! (SCAG) -Director of Legal Services !
Chief COllllSel
• Turlock, California -City Attorney
Additionally, we have included a sample flf a recent search in the local area (City of Sunnyvale)
to support our involvement with municipal clients in close proximity to the City of Palo Alto .
References
At Ralph Andersen & Associates, we feel strongly that our past client relationships will attest to
the professionalism of our services. We would be pleased to provide additional references upon
the City's request. As requested in the City' 8 RFP, project descriptions and contact infoIInation
are provided in a table format on the following page for II few relative projects (three legal
searohes and one in the local area).
7
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-------
Project Name Client
City AtIomey City of Redwood City,
CA
Popu~:. 75.000
-----, ----------
Did yoorflnn meet the project schedule: 181 Ye6
Give a brief statement of the finn's adherence to
Relph Andersen & Associates completed this pn;
-------
, Director of Human City of ,SunlJirvale, CA Resouroes .
Populaliol'l: 135,721
-----
Did your firm meet the project schedule: 181 Yes
Give a brief stalelmnt of the finn's adherence to
Ralph Andersen & Associates completed this PI1:
. GenemI Counsel . ' Metropolitan T~
portaIiQn AuthOrity
Oaf<land, CA
f------
Did your finn meet the project schedule: 181 Ye
Gille a brief stalement of the finn's adherence te
Description of work ----. "=== r-p:.-Total Project
Cost med
Full recruitrrlE!nt for
the position of
CIty Atlomey
DNo
'$20,500
the schedule and budget for the project
for --.----
100% i.J!¥1
~work
com· Client contact
Ited information
ry2010 Bob Bell, Human Resources
[Q' Manager .
2111.0 (SliO) 780-7287
ect according to the contractual agreements. There were no change orda! 's on trns project
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limited scope re---] -$16,200 'I· 100% •. r January crlJiti'llent fbr the pc!si-, -
lion of Director of _
Human Resources
---~ --------~~--'-~
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the schedule and budget fOr the project
,ject according to the contractual agreements_ There _ no change orders on this p -··-----'··--L--·---T" .---.----Full recruitment fOr $24.500.· .100"10 ... I March 2010 to
the position ofGen-. -. ." I July 2010 ..
era! Counsel .' .',
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DNa
the schedule and budget for the project:
Gary luebberS, CitY~er
(4(8) 730-7480
Robin James _ .
, Human Resour<:e/iManager
(510) 817-5740
Ralph Andersen & Associates completed this pr
eaJtive Director to due his own review of candid
Iject according to the contractual agreements. The time frame for this search 'NIlS extended due to the needs of the EX·
lalas with one--on-one meetings and Introductions to elected officials. There were no change orders on tIlis; project
1
City Attorney CIty of-Turlock, CA '
Population: 10,000. .
;." """";.;;; J ... '., ''''''~--March 2008 Ul Sheila Cumber1an-d~~-. ~--i
the posilion of City, June 2008 Admlnlstrathre SeMces Director .
AItomey . ". . (209) 666-5542 Ex. 1104 ----. ~~~---'----
Old your finn meet the project schedule: t8\ Ye DNo
Give a brief statement of the firm's adherence II: the schedule and budgetfbrthe project
.oject according to the contractual agreements. There were no change orders on this prnject. Ralph Andersen &. Associates completed this PI
-----, ------
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City of Palo Alto
4-Work Plan
Our Approach to the Recruitment Process
The successful search process relies heavily on person-to-person contact to identifY outstanding
potential oandldates and, in the evaluation phase, to gain a complete understanding of the back-
ground, experience., and 1TllIllagement style of the top candidates. Our approach includes:
• Extensive pe1'solfJll. Dutreach, in-person and via telephone. to qualified candidates within
California ami across the country.
• A marketing strategy that uses selected advertising to supplement the extensive candi-
date identification process using the Internet ami llSIDg the flI'Ill's vast network of profes-
sional contacts .
• A screening process that narl'lTWs the field of candidates to those who most closely
match the needs of the City and is based on preliminary refere.nce checks and telephone
interviews with the top candidates.
• Delive.ring a product in the form Df a search report that recommends the top group of
candidates and provides the decision-makers with detailed inforru.¢ion about their back-
grounds and experiences.
• Assistance during the final interview and the selection process that will be held in closed
session.
• Being available as needed to assist with the negotiation and development of an employ-
ment agreement during the fmal stages of process.
Summary Search Work Plan
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 kickDff the proc-
ess immediately -worldng closely with the City Council. and others Ii!! requested to idMtify the
key characteristics and professional experience desired in the candidatepooJ. We believe
strongly in providing timely client communications and while we will deliver regular status reo
ports at each stage of the seard!, our consultants pride themselves in being highly accessible and
responsive to all client requests and inquiries.
TlIlIk 1 -Review Projeet Management Approadl .. The search consultant will meet with the
City Council and others as appropriate 10 discuss the project management for the sean;;h, set mi-
lestones, and refine the project timeline.
Task 1 -Develop Position Profile and Recruitment Brochure -The position profile for the
City Attomey is the guide for the entire search process.
Technical Information -The search consultant will meet with the City Council and oth-
ers as appropriate to gain an understanding of the experience and professional back-
ground requirements desired in the City Attomey.
Recruitment Criteria -The recruitment criteria are those personal and professional cha-
racteristics and experiences desired in the City Attorney. These criteria should reflect the
goals and priorities of the organization and the City. The:final text of the brochure will be
reviewed by the City Council, and others as appropriate in draft format, revised a~
needed, and published for use throughout the search.
l'ask 3 -Outreach and Candidate Identification -This task is critical to the overall success of
the project. It includes the following specific activities:
Outreaeh -An outreach and advertising campaign specific to Palo Alto will be devel-
oped. Central to this effort will be the extensive use of personal outreach to recruit a
diverse and highly qualifltd group of candidu.tes from cities of similar size, makeup,
and that in particular, are developing solutions to Palo Alto's priority issues. Personal,
highly targeted outreach is the cornerstone of every search we conduct and we find that
the exclusive network of city management professionals and other "friends of the firm"
are a prime resource to identify candidates and develop leads that closely match both the
hard and soft skills desired to ensure the right fit with the organization. The outreach
campaign for the City of Palo Alto will be supplemented by our booth at the League of
California Cities Conference in San Diego this year in mid-September. Other general and
professional publications and Internet sites will be used as appropriate to ensure we reach
a wide audience of prospective candidates. Additionally, the advertisement and the full
text of the position profile (the recruitment brochure) will be placed on Ralph Andersen
& Associates' home page.
Candidate Identification -Ralph Andersen & Associates will use their extensive con-
tacts to focus the recruiting effort. In making these contacts, the Search Team will target
those individuals who most closely meet the criteria set by the City.
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 re-
cruitment criteria and minimum qualifications will be identified and subject to a more de-
tailed evaluation.
Preliminary Reference Review -The Search Team will conduct preliminary reference
reviews for those candidates identified as the most qualified as a result of the screening
process. Direct contact will be made with a limited number of references to learn more
about the candidate's performance and management style.
Conduct Interviews -The Sesrch Team will conduct interviews with the top group of
candidates (approximately six to eight) identified through the screening and preliminary
Page
reference review processes. The inierviews are extensive and designed to gain additional
infonnation about the candidates' experience, management style, and "fit" with the re-
cruitment criteria. The screening portion of the candidate evaluation process typically re-
duces a field of applicants to approximately six (6) to eight (8) individuals. Those indi-
viduals will be reviewed with our elient prior to proceeding with the individual inter-
views.
Task 5 -Selection -The final selection process will vary depending upon the desires of the
City. If requested, the Search Team will coordinate the selection process as follows:
• Ralph Andersen & Associates will prepare an interview booklet that includes the resumes
and other relevant information about the candidates.
• Ms. Renschler will attend the interviews to assist the City through the selection process.
Task 6 -Background Check and Summary Report -Verifications on the top candidates will
include education verifications, preliminary article searches, Department of Motor Vehicle
check, wants and warrants, civil and criminal litigation search and credit check. In addition final-
ist candidates will be subject to detailed and confidential reference checks. This is to validate an
accurate and honest appraisal of the candidate's strengths and weaknesses. We will have fmalists
sign a release giving Ralph Andersen & Associates permission to talk with current and previous
employers including supervisors, peers, and subordinates for the past several years. Additionally,
we will establish secondary references, as appropriate, who have known insight into a candi-
date's knowledge, sldJIs and abilities. These confidential discussions with secondary references
may not be on the candidates preferred list of contacts.
Task 7 -Negotiation -Ifrequested, Ms. Renschler will be available to assist the City in negoti-
ating a compensation package with the selected candidate.
Task 8 -Close Out -After the City has reached agreement with the individual selected for the
position, the search consultant will close out the search.
Page 11
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City of Palo Alto
.5 -Proposed Innovations
The search effort for a new City Attorney for the City of Palo Alto will be focused in California
due to the need to be licensed by the State. This is an opportune time to begin this search effort
with the upcoming League of California Cities Conference in San Diego in mid-September and,
additionally, the upcoming lCMA Conference in San Jose in October
While nodnnovative in nature, this outreach by Ralph Andersen & Associates incorporates and
reflects the marketing strategy of person-to-person interaction that we employ by being active
participants at these events with a booth and a full cadre of consulting staff to market this oppor-
tunityon behalf of the City ofPruo Alto .
City of Palo Alto
6 -Project Staffing
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 !l broad range of skills and ex-
perience 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 induSiry is brought to bear on our cli-
ents' behalf. 111e City of Palo Alto will have Ms. Heather Renschler, President/CEO of Ralph .
Andersen & Associates, as the Project Director.
Ms. Heather R_hler -Ms. Renschler has been with Ralph Andersen & Associates for more
. than 25 years and is now President/CEO of the firm. Ms. Renschler is often involved with re-
cruitments on a national scale for high profde clients. Her involvement in recruitments is as the
Project Director and she is experienced in all aspects of the search process, with particular exper-
tise in candidate outreo,ch and identificlltion. She is also very experienced lit working with city
managers, city councils and boards in the recruitment and selection process. Her network of na-
tional candidates is extensive. Prior to joining Ralph Andersen & Associates, Ms. Renschler had
extensive private sector experience including working for a public accounting firm. Ms. Ren-
schler attended the University of Toledo and majored in Accounting and Journalism and received
her Bachelor in Public Administration from the University of San Francisco.
Paraprofessional and Support Stair
Paraprofessional, grapbics .and support slaffwill provide administrative support to the consultant
team on recruitment assignments. These include:
• Ms. Diana Hanssmann
• Ms. Diana Lee
• Ms. Deborah Jaynes
• Ms. Catherine Smith
• Mil. Melissa Pearson
• Ms. Sandra Stutnls
• Ms. Teresa Hep\e
• Ms. Tiffany Taylor
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City of Palo Alto
7 -Proposal Exceptions
Ralph Andersen & Associates has 00 eX<leptions to tire City' s RFP conditioD..'l, requirements and
sample contnlct
Page
City of Palo Alto
8 -Proposal Costs Sheet and Rates
Project Cost
The professional services fee to perform thill search wllI be II fixed fee of m,50O for combined
professional services and expenses. Expenses include such items as travel, clerical, research,
printing and binding, postage and delivery. verifications and Internet and LexisINexis searches
on the top twa (2) candidates, and long-distance telephone charges. Professiona1 services include
reference cheeks (generally 4 -6 references) IllI would be typical f()l' It search of this level. Other
verifications on the top candidates would include education check, DMV, civil and criminalliti-
gation search, wants and warrants, newspaper articles'and other Internet searches.
Ralph Andersen & Associates will bUl the City monthly. Progress payments for professional ser-
vices and expense reimbursement will be due upon receipt. The CUy will be responsible for all
candidate expenses related to on-sUe interviews and the cost of ad plaeements.
, As requested in the City's RFP. the cost breakdown is presented in table format below:
Scope
I Labor Categ9l'lei
I (e.g., Con,ultant, "Hourly Rate
Sr. CODlluitant, ,
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Task 1 -&/Mew Project Managemom Approach i Projoot Directur SI'O, i $2,050 :
Related Expenses l:IIeluded
Total Not to EIceed Task 1 i$'l,~O
! Task 2 -Develop Position Profile and Reauitment I P' D' $150 $4,500 : Brochure : roJect rrector
!!-elated Expenses Included
: Total Not to Exeud Tllsk I $4.-!
TWik 3 -Outreach and candidate Identification Project Director i SISO $7,750
Related Expenses Included
• Total Not to Exceed Ttik 1 $7,750
Task 4 -Candidate Bvllluation Project Director $150 $4,000
: : Related Expense. Included
Total Not to Exeeed Task 1 54,000
Labor Categori.. .
!ioope : . (e.II., (Consulton\,:
Sr. COlISultant, . HoUrly RlIte . . Rate
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Task 5 -Selection • Project Director $150 . $2,250
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Related Expenses hwludod
--
Total Not to Exeeed Task 1 52,250
Task 6 -Background Check and Summary Report Project Director $150 $1,450
. Related Expenses , , Included
Total Not to Eueed Task 1 $l,4S0
Task 7 -Negotiation Project Director $150 SSOO
I Rillated ExpeDBeIl Included
. Totol Not to EJ.Cee(I Task 1 $500
Task 8 -Close Out Project Director $150 Included f-_ .. _.
Relared Expenses "-Included
Total Not to Eneed Task 1 Included
~--..
Ralpb Andersen & Associates' GUlltllJltee
Ralph Andersen & Associates offers the industry-standard guarantee on our search services. If
within II one-year period after appointment, the City Attomey resigns or is dismissed fur cause,
we will conduct another search free of all charges for professional services. The City would be
expected to pay for the reimbursement of all incurred costs. .
Project Timing
If retained by the City, Ralph Andersen & Associates would c{lmplete the search within 90 to
120 days (or less) from the execution of the agreement between the City of Palo Alto and Ralph
Andersen & Associates. Negotiation with the top candidate will take an additional week or two
after fmalist interviews.
To ensure adequate time for outreach and screening, we would recommend Ii closing date be set
no earlier than 45 days from kickoff. Further refinement of the timing option would be discussed
with the City Council.
16
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Task . Estlmaled Wtiek
. of QlmpldKIn.
Task 1 -Review Proje<:t Management Approacb Week One
Task 2 -Develop Position Profile and Re<lruit-
!
Week One -Week Two
: men! Brochure
• Task 3 -Outreach and candidate ldontiilcalion Week Two -Seven
I Task 4-Candidate Evaluation
Ongoing Tiu"<>ug\J.out PrlK:ess
(typio;ally nwre focused during
, Week Six and Week Seven)
Task 5 -Selection Week Eight .... Week Nine
Task 6 -Background Cheek aDd SummaI)' Week Nine • Week Ten
Report i
Task 7 -Negotiation Week Ten -Week Eleven
Task 8 -Close Oat Week Twelve
Samples of Recruitment Brochures
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recruitment senrlc:eS prow~ :~ •• ~
lRaiphAnder-sen & Assoclat~s .
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The Position
The ClIyAltomey is thilcllleNegaloffloerofthe Cltyof Recwood CIty and
the Redwood City RedevelopmentAQency, and pro\lP:Jes legal Mrslghlfor
\hePar! of RedWood Ctty. The City Allomey is appointed by, and ~rts
dlradly to, the City Council.
TheAl1omey's 0ff1ce provides advloe in a full service city whl';h 1& growlDd
and 'librant. The CIty Attorney supports the City Council as the policy·
makers. and addillonally works o;losely with Department Directors In help.
Ing the oommuntty reach its goals as outlined In the City's Slrateglc Plan.
Further details can befound on the. City's web$l1a at WW\II,redwoodclty.org.
With an efficient stall of 4.5 full-time posftlo05, the City ~lIomey's Office
prepares all oollnances, resolutions. contracts or other :egaI instruments
as difooled by the respectlve legislatiVe bodies; prosecutes violations of
tile ordlnaooes of tl1e City; and provides ~vIce on legal opllOO$ and risks
associated with City ootlons.
The legal services provided by the CIty Allomey's Office also Include the
falowlng:
• Provide general legal oounsel and representation by conducting
· resean;/l and preparing resolulio05, o~I!lions. and advice lellers.
• Minlmlze.rIsks and protect the flSC8llnterests of the City.
• Defendlhe City In general cMllltigatloll and employment mailers as
well as prosecuting lawsuits on behalf of the CIty 10 recover oosts
from thlrd partlas !1il'
sponslble for InjUres ------
caused to City person.
neI and property.
• ReView, ed It, draft.
and negotiate 00»-
tracts and other trans-
actional documents
and agreemante for
City departments In·
cluding Police, Com.
munity Development
Services, Pu hUc
Works Services, Hu-
man ResoUites. and
Pamaand Recreation.
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Redwood City Is a community IIlaIls actively invoilJed in gowrnance Is·
,sues and other key matl\lrS IIlaI consillten6y focus upon dellverytlf ser·
vices, doWn\OWn redavebpment, t)oUSirig and development issues, en-
vironmental topics (wetlands, protectlon of the bay, etc,), all of which are,
vital to residents arA seen as impac6ng quality of 11(8. As a resuft of 1l111l,
the CIty Attorney must be well versed In a vartety of technical areas In
order 10 provlde high level guidance and counsel to the City Council and
support fue operating departments,
Of prtmary ooncem for Redwood CIty are land use and planning issues, A
sampling pi key ansas include lite following: ,
" • Gennl Plan":' The City Is CUIreI1tly updating the General Plan and ,
ff is ~\ed to be finallllld ~, 'This procass, with slgnlfioant
community lnplll. emphaslzas lh& CIty's active and progressive ap-
prOach 10 community Involvement. enhancemenls. Jedavelopmeht
and addrosslog qually 01 life Issues.
, Saltworkll Developm_nl -A proposal to develop 1 ,SOD aeros bor·
, daring on Ban Franofsoo Saywlth homes, offices. commercial space,
and wetland restoration has been submitted io the City. Processing
wllllnvoJve lila CIty and numercus Fedewl and Stats agencies over
_raI years. Many legal Issues, In GOI1!Unc60n with significant pul).
lie interest throughout the region, make the project both interesting
and cllallilnging,
RlIlItatement of Precille Plan for DawIJIown -The City is flnallzing
a Downtown PRlcias Plan for its growing Downtown am, The Plan
calls lot residences and parcel accumulation ,in order to enhance
d/lwlopment opporiunilJas. Thelli has been SUpariPf Court Iltfgation
oVer the Environmental Impact Report. Co~etlon 01 Ihe restated
Precise Plan Is scheduled for mid-year.
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1 I City of Redwood City
. Core Purpose .' .. ' . ,
, . '. '. . . Build a Great Community Together . -;,
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i' . Passion'(() Do' OiIrBe81in'E8chMomerit . ~ ::~
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00. th~ RlghtThing,NOtthe6asY Thing i: .
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.. 1, .... , . "', " '. 1. I : " l ;-I We Care and It Makes a Difference'; ',' . !
.' Creativity:
Freedom to Imagine apd Courage to Act .. '
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Leadership Qualities
, Personalleade!9hip charactel1st1cti desired in the Cily Attorney include:
-Provide effecti'Ie leadership; guidance. and rnentorlng to a small yet
talented departmental stall;
• S\raighHOIward, affable. and articulate communication style;
• Being a good listener with a na\Ura1 CUIfosity for problem-soMng;
• High energy: enjoy lIIolking in a ~I-paced and avoMng environ-
ment;and
-C9nfldent.lnhovatIve, and proacllve approach to addressing'legal
issues.
EXperience and Education
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experience-At least seven (7) yeam experlent:e practicing municipal law
In the stale of Calfomla WIth II I!aclI recoil! of suooess!'ulleadershlp and
management of legal matters and staff VIIlhln a City Attorney Of Counw
Counsel Office Of oomparable government.agency/special district dearing
with slmllElt and complex issues.
Education -equlvalent to a Julis Doctor from an Amerlcan Bar Associa-
tion accredited law school.
Llcenie orCertlflcate -Must be a current member In good standing with
the stale Bar Qf Califoml~ ,
Review of QlIIlIlIYlrig Experience and EdUcation -Ralph Andenssn /I;
AIlsoolates wig pre.scnssn candidates to delennine tile appropriate malch
of professional experience and educa!iln. Each candklate will be required .
to pt'esent tIleir Olm C!lIlIef history and creden8als to highlight 1helraooom-
pIishmeflts and ability III lead !he CIty Attomey'$ Office. Jliletsonalstyle.
iIIt&/pfnOm1/ I1Id.cOIIIlIIIIIl1caI*lll sk/JIS IW Cf/tbI to !hit prot:eII8
/HId will". ptftlllOU/It for __ in thft position.
C@tm11fllJ)l8fmsalti@riru &l51ld
B(f)ftle~~m
The C~y Council will negotiate a mutually agreeable employment contract
wllh!he selectad candidate that will Include a highly compe~tlve compenaa-
Hon package Including PERS Retirement (2.7% @ 55) and may Include
housinQ assistance. temporary housing. and relOcatlonasslstance. Other
benellls looIude paid leave, comprehensive Insurance. professional de-
velopment, and other benefits. Fu!lher details on compensation may be
obtained from Ralph Andersen & AssocIaIes.
Ralph Andefl!en & Asscolatas will WOI'k wilh \he CIty COuncil 10 evaluate
resuma5'81ld determine II select group of highly qUlllIIfed candidates for
consideration. Review of resumes will be ongoing, and Interested candl-
dates are asked to submit maltrlals .GI'!lIctoMarch 26,2010. The Interim
City Attorney (Roy Abrams) will !IIlslst In the transfer of leadenlhlp and will
be appropriately 11l'lOM!d to allow for II smcoth and effective IraIlsI!lon with
the new City Attorney.
Only the moe! highly qualilled candidates wi" be Invited for an OIl-site
interview, Interested candidates are encouraged to email their oompre· "
, hensive resume, compal~ng cover letter, five (5) professional references
and cummt salary 10 apply@relphandersen.com,
ElecltOnlc subml\falS arul,onglv prefen'ed. Alternatively, candidates
may submit via regular mail or fax 10: . .
Ralph Andersen &. AssocIates
5800 stanford Rench Road, 8ult8#410
Roc!din, California 95765
. Fax: (916) 6304911
Relph Andersen & Associates will conduct preliminary screenlnlilnlar.
views as apploailol1$ are received, The recruitment processwll also
Involve on-sIta lnte~ wilh the City ,
COUnCil including follow-up infBMeWs
and meettnlls' as needed. candidates
may <II!lO be ll3(juired to respond to
supplemental questions to assess
management s\j!Ie and approach, !Ill
~n as presentation sklll& Ihrough an
oral presentation to the City Council.
Confidantial inquiries are welcomed at (916) 6304900 to ~ather Ren-
schler. '
The City of Redwood CIty is en fqIJIl/ employl1lllllt opportunity employer and 8Ilcouragas all quatlfietj
lndlvldullis to submit an sppIlcstion ror/his exceptional career opportunity.
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is seeking a new
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The Director of Human
Resources provides
significant support to
the chief executive and I"' -,..--.:.~
contributes as an essential! '.
partner and member of the
City's Executive Leadership
Team. Human resources
is extremely critical to the
overall success of the
organization and the City
Manager places a high value
on the advice provided
by the Director of Human
Resources on personnel
matters, citywide issues and
succession planning.
From past Presidential accolades as a mode/for local government operations and cost
efficient delivery of services, to recent national exposure when named the "Happiest
Placein America: the City of Sunnyvale offers an urban environment that rates very
high on providing physical, mental and social weir-being to its residents,
Tk~
Long reoog~zed as llie 'Heart of SIIJ(IOI1 Vall6y,' and mOre reoen1ly as 1be
'Happiest Place IiIAmerlca,"'$iIOTl)"IaIe, wifh a populallon ofappro)dmately
136,000, Is 1I1e 1iIIh largest oily in tile San F raoolllCC Bay M;a and tile
SEICOnd\aqJe8tln SantaCIareCounly. SunnyValewasinoolparallid In 1912'
and, aver the years, bas 1nlnSfom1ed, from an agrioulbJraI community to a
CIlIliBr for tile defense Induslry, and tile GUlIlIIlt nexus of research, dave\.
opmeQtand mannfac!utlng lIlat created SIIloon Valier. SUnnyvale Is home
. III noiable companies such as Yahool, Advanced MIcio Devfces, NetApp,
,and loddleed Martin Space !lyme. The draw of worldng in tills d)'t1smlc
OOl1l)iIunity swells lIIe City's daytime \'IIlIIdllroe to 230,000: '
SURTl)"Iaieis kleallyfoCaied In tileWtlcli!cular San Franclsoo SayArea. The
area Is home ro many museums, theaters, ilQIlCert halls, and art galleries,
as well as' numerous professional sports teams. The San Jose, Oakland
. and San Franclsoo in\ernational airports are easily accessible, '
In addIlion to iblldaal klcalion, Sunnyvale ie aso recognized for lis pork
system and public retreallon faoHtliea. Indudlng eixtaan parks, two go~
OOUIl!e8, fifty-one Iennis coutts, six public swimming poole and a stats of
tIie art CornmunllyCantet, The BayiandS Park provIdeI! over sevenly acres
Of dlMI!oped parkland offering !'!!Creation actIvlI!et!. 8$1iC pathways, and
plcnIc areas for fanliIIes. A wide variety of euIIuraI and anIIstiIlevenls take
pl/lOe'witllln !he CIIy; including 1be annual Art /I Wine Festival,lht SUmmer
MuslcSerfes, Handson 1heArlBchildren's artfalr, aweelilyfamner's merkel, .
and downtown holiday llvenis.AddItionaily, the hIstroc downlown buSIness
dislricl is s, ~lbranl OOjllmercial and entertainlJ18nl hub,
The Cilyof Sunnyvale Is a charter cI~, with a S6V6lHIlember City Gourd '
!hat Ia elanted aHarge. The CounCil appoIrils the City Manager and CII)
Atfomey, The Mayor and \lice Mayor are selected by Ihe Council, with Ihe
Mayor seMiIg a two-yaar Ieml. The Council and City staff oojoya posiliv~
Efi1d mulllaly I'Ilspuclful working relattonSilIp.
Sunnyvale pl'O)'ldes a full range of servlcas arnj maimalns a wodtforoe Of
approximately 940 regular em~QYiII!lI. The CHy has an annual oP&l1IIIng
and.:spital budget of approximately $270 million. The CIty's perfiJrina-.
based budgeting syslem, and unique financial planning and managl!l!1$n!
s)'StSm. provide a strQIlg structUI'll for tile City's long-term fiscal slabnlty
resulting in a 80Hd overall finandall'oundetloh. The CIly has a balanced 2()'
yaarfinanoial plan and oper_ under a two-year budgelcycle. Communi~
SUMlYS consilltenUy Indlcala tI1al re$Ide~($ and buiill8ll$flS are weH.sat!$flec
, with the quality of the
. se~ provided III
1beCi~
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The City's Plannln,
end Manegemen
SysIIlm (PAM$) pro
videsa~ir
which lfle CIt;: plans
perforine and avail}
ates the ~efvice!
provided to !he com
munity In a sys\lImall(
, and quantifiable man
ner to promote anoountabiHty. Tills (IOI1cep~ recolinlzed natfonally, allOW!
the City to monitor and evaluale the municipal servicaa it provldestolt!-
oilizens at a lower oosllhan oiher comparable cilles, Thlssyslem Is con
tlnuaJly evaluated and refmed in OIderto $b'eamRna and improve efflclenol
and repoI1Jng functions.
The City of sUnnyvale Is a fun-servlceCllywhase dapartmenls inllllde: Ci!)
Managar, City AIlomey, Community Develllpmen~ COmmunity Servioas
Flnaooa, Human Resources, information Technology, librarIaa, Public
Safely (an innovative PoIica/FlfS comblnallan), and PIlbnc WOlke. The CIt)
aJso $1eIfs !he DepamI&nt of Employment o.velopmant ("NOVA'); whIcI
provtdas regional joIrtrainlng programs to eltlzsns of SunllyY!lie and ab
olber IIIUl1IcIpaIittas.
TheCliy's Exanuflve Lend8lShip Team, ooneisfing olthe Qty Manager. Cill
A!tomey, and all Department Direc!ol1l, ishighly ooIlabomtive and collegia
Gary Luebb81S was appointed City Manager In 2000 and provides axe,
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leadership to !he organiZllliOn wilh Iha ruU aupport of the City Cooncil.
:Woiidllllin support of the City MMager and focused on es!l!blished Citywide
and obJec1ives, Iha Executive Leadarshlp TlI8m WO!I<s together to ad-
eubsfa!ltive Isaues of overlllllmpqrtance. Through open dialogue and
BUs strong exew1iveteam has COIllrlbutsd slgnlflcanlly to enhanced
~\Ywlde procedures and perfOlll1aTlCe improvement within the management
with tha ulflmats goal of Improved etli;1enoy and aIIecIhe-enllanee-
-!ll9IlfII til operations.
Director of Human Resoolcas prll\lldes signifloant support to the chlaf
:iexe;u1!ve end conlrlbutas This is II ~ oppoJttm/lyto join sn aW<l!\t.
an _ua~~= . wlm/rlg city With /he guId/Ilg priIldp/8s of ~
,eXE~IlU'(1 leadership seM::a, IFI6peeI snd reeognil/oll, /eadetshlp,
Human rasouroes hoJia8(y IInd'In"~ The HulT/Bn ~s
extremely enUeal to ~rtment Is dedIcIlIed to the implementation
overall success llf . organization and the Of souild penronnal sy.Items ro alliao!, .top
Managar places II and retain a d1it91!le, weJI-qualifi9d and
V!IIue on the ad'llce professfonlll WOI'Idoroe that oon&l6tenlly mee18
prOvkl6d by the O1reotoc thahlgh silinlla~ of /he ooil7munq It _
Human R,sources
psnlOnrlel mattera. .
~=::::end~suooeasioo planning. This !;hallenging position otrers!he human resources professional an outstanding opportunity In a
a highly regarrJed and welknanaged municipalorgan~
n""Ol'AeW luii be expected IoconlJn'ueefforts to s!reamline and
~ enllan(:e o"eialions In this high perfonnance organization, within the struclure
and merit·based environment Combined with a history of .
lallOr associations, this position
workforce developmeilland succession
. The Director i!l expeotsd to pi'!Mde Ci!jlwlde end leadelshlp related to the anl!<lipated turnover of II number 01
and senior lellel managers In ti1a near futlre. T11$ DlmcfDr also
a criIl.cal.role by providiIlg eseential tecl)nicaI supporl, guidance and
00 ,fun range of personnalmatlers, and pro\llllas stat! eupport 10 IIle
Coonoll appointed Personnel Commission, which pdmadly scm as il\e
There are six recognized employea assooltltions:
• Communication Oflice~A~ (COA)
• AJbIIc Safety 0IIIcer.; A8liOCI!iIIon {PSOAi
• SM'Ice Emp/oyeesIIilM1atlonsl Union, locaI.715 (SEIII).
• Sunnyvale EmpllJyees'AssociaOOir (SEA)
• Sunnyvale Managars As$ocllllion (SMA)
• Sunnyvale Public Sl1fety Managers ABsociation (SPSMAJ
hlIIIrlng body 00 dIlIdpU nary matters. The Dlreotor Ie also responsible
(f~,::~: Iha! Deparlmentstaff maintain up-to-date knowledge, *111 and
jill !o the edmInlslrallon 01 all respoosIbUi!ies SI)d tIlnolions, ill
;.oro~to, fllllii sUilPOltthe opemllng and servioe-deUvlll)' depal1men\l;.
pcsltion will be vacant as a maul! ofllle re1irement of1l1&
Director end will ba filled upon completion
of this reaullmenl process. In addition to the refirement of the Director, the
Human Resooreea Managers who manll!le the Employee Benefits Division
and the Employee RelationslEmployea Development DMslon hM elso an·
nounced plane til retira this spring. T11$ departure of th:ese senior rnanagel'l!
will proWIe 1118 new Director willi Ihe oppoII!Jnll)l to assess the organizatton
of IIle department aIld to ootid a new man~ team. Additionally, lila .
Director 01 Human R_ will work elO!llllY with lila CIty Mall4gllf
on tile 1'Iltmldable project of 1II_lori planning by spaam.~lng Ill.
atrattgle IIpproach 10 addre"IIl' upcoming talent 1_ wIIh II majority
or Departm.m Dlrectm and many a:enl9r managel$ saUl) retire wllllin
the next two -three YlIal$.
The Ideal candidate for IIIIs positIOA Is an Il18\lIraIiOnai and Innovallve profee.
sklhal who has a pessIon for ~g dynannic leadership to an organizatton
with high expectations far 1IIe ful ranlle of human nasooreea servlcas. Skilled
in all areas of human resooreea, lh~ IndMdual Villi be a gElneraliat. and will
thriVe o~ creating a positive an~ SUppOr1Ive \VOIj( environment1hat promo~
the utmost In professionall&m and values llisoorll8fulness, best p!il()flce~ and
aOl1levlng desired outoomss In II cost-efficlent end Hmely fashion.
T11$ newlJlreotor will en' The HtIlI1!ill ReSOUIre8 Clep!Mt/nQnt, wI/h a
surelhallheDepartment
serves effeoUvaly as IItaff of 17, Is IlitpO~ible forlhe fIJ//!8f1ge
an in-hooae oonsuIlant ofhumall /&SOIJll)Il$1!!lI'IIicH inclUding: :
to the operating and 1!IMiitm6nlandaelecllon;l8borlllidempklyee.
s8fllice.denvary depart-
ments bV prOViding a IIiIaIions; orgenlZBlJonaJ deVllfapmsnt 8IId
fuR range of sUpport for trsJnIng; ilmplOyea benefits; new employee ~n array of peraonnel orlentstJon;'c/assil/oafion and compensation;
maners, Including as< lind ...... i IncJudln ~' sassing ol'llslllZlltional' f1 ... ~, g
needs, recruibnent and oompanBBflon, safely ilnd CIiY HabIIIIy. The
aelaction, succession orgllfJlzatiOn chlllf for Ilia Humsn ResoUtC:es
planning, traInIIIg and n..ft_.'/· u.... o.w. ...... _ & . development. employee W"I"""_« S (IIill"",,",: on ,,_"" ........ n . .
bansills end l'lIIIramant. A~ websII6.
programs, risk manage-
men~ workers' compen-
sation, employee relations, Including employee perfonnance and discipline,
and grievance procedures. The degree of tile DIl\lCtor's dll\lCllnvolvemenl In
labor I9latlons Will be delennll1ed based upon the selecled CMdldafe's'career
historyand~ II'< this area. Polenllell)', oolside technical suRlOrt may be
utilized tor labor relations depending upon !he unIqUe oomplement of pr0fes-
sional skills lhaI1IIe new Direct« brlngs 10 the at¥ofSUnnyvale. Cunant MOOs
are in eIfed through 2012 ilnd are available forvlewing on IIle City's websllIl.
The D1Rldor Is exp6ded to bring a high iavel at coofldenoe, expertise, cre-
ativity and OIlldlblllly to thill position. Addltlonelly, lhe DlrectorwIU COIlsistenlly
demonstrate Integrity, a strong sense of ethics and ooinmon aense, and an
ability to easOy gain the Irust of olhern, combined with excellentinterpen;onal
and communication skills. T11$ new Diredor wIU be II strategic and forward·
thinking manager who enjOVIL working in a dynannlc and robust organlzallon
that values t;9IIaIlota8cn and oonlJibuting as pari of a team.
www.ci.sunnyvale.ca.us
"identifying OIJI)O(\l!nl(esfcr enlulnclng end S1reamllnlng prooedur9S wntillUe
lobe, Ihe owrall goallDr the City of Sunnyvale as II develoP'l further cos!
effecll~e operations. ~Oolng more wllh less' in local g~emmanl has naver
been more rele~ant, particularly sa It relates to staffing, relalltlon, and suo-
cessloil planning tor future organizational needs. Key areas ilf focus !of the
new Director Include: .
• SupPQrtthe wntillUed ~veIopmenl of Department stell as wnsultanta
" fIl operailng and sefll~Vel)l dapllllments,actilig sa knowledgeable
,am:! collaborative edvisol1 wllh en amphaals (1) outcomes oyerprocess;
Continue theproac1ive and on-going rela1ionsllips and regular meellng&
with emploVOO assoolaliona 1I1roogholltllie year;
• Expand 8IId Implement HRiS apjiIlcatlons aild inlegrellon Inlo\he future
Citywide technology pIaIfOrin, as limdlng pemlil:!;
• Promo!eUlale-oJ.1hHrt recruitmenland sellIG1lon program loenbanoe
eflb:ienoy, fOster oollaboration wi1Il customer deparlmllnls. and 6UPj1OIt
an effIIG1l'l!! Bucoessldn piaimlng program; .
• Dell&lcpgreater oapacityfor i~use training. mentorlng, and leedelshlp
programs: '
.• ActIvely manage the Cily's workers' oompensation program and pmue
ooslsavlng techniques and claims reduclon initiatives; and
• Expand the ooIlabQtelloo and cooperallDn with neighboring ciNes on
the _topmen! of l!!1lntegrated model for shared resourc;ea, InCluding
lnIInlng. .
Expellence: This position requll8S sIgoilicant and relevant slCpelienOl! over-
seeing lila rull range of hIIlll$O resOurces functions, wtlll 8I1l9mphasls on the
key a!t~bu1IIs elId areas of responslbllty noted preVilusly In 1h1$llroohu~.
Callfumla public IIe!ltor exparience will be seen IlS a piUS: howe~, this Is a
naUonal search effort and qualified individuals oU,tside of CaBfomla who pO$-
sess Ihe lull array ofgenerallstexperience\\ill alsCI be given full conslderallon.
Prtvels seotor candldatsa wllhoul public sector experience must demOnstrate
their ability to e!!ecti'Iely transition to a IGlllIersilip peaRion In the public seo-.
tor. Some &:<pelience warklng wltl1labor unlonsiassocleUona Is essential for
Succe&S.
• Relocation Ralmbursement: The City offers e flnenclal aaslslaRce W]
progmm to help 01I5et some Of1lle oosll; associated wIIh relooallng to 'lit]
the CIty of SUnnyvale tor out-of-ares candldatBs. W]
Mortgllge A.a.taoce Program; The City offers a mortgage c;...:.
aetislaRoe program to out-of-area candldalas, to help with Iliilooalfon """ .. J
to a prlndpal realdenceinllle Cltyof Sunnyvale. Further details on this ~
program are available fium Ralph Andersen, & AssocIatBs. ~
"1 The Cltys exoellent,benalltl; package also includes the following:
• Retlrem.nt: CalPERS Z.7% @ 55 -7% Qf the 8% employee "1
:~n:~::~~:~~Y,~~;d7~: ~;=~ 1~ Tsm:~:: ~
employee. The City does /lot participate In Social Security except for ::: I
the mandated Medicare portion. el
• Deferred Compelllllllion: The City wnlribules 2% of base seIeI)I!o e·)
ellhar a 457 or a 401 (e) plan. albjeel·1!l ptes ~nltibution limits. e
• PaId TIme Off:An aII-iJlcl\JM paid lIroeoff program starts at 21 days d
annually; plus, after mx rnontIls of saliiifacloly seI\IIce. emplo)'ees are ::: J
eligible lor 60 hours oIl'IlIII1IIglIIIl admlnl$b8tive leave annually. e.:;
• HoOdays and Fl!IlIIIng Holiday Leav.~ Eleven hOlidays and an
additional 20 hours of fIoaIlng holiday Urne per calendar year are
provided, (New hires receive a prorated benefit based on date of hire.)
~J
e;l
e 1
• AuloABowance: Pro'Ilded In acamlencewltllCIJrrnnt policy, CurrenUy .... ]
$450 p~ month, Id ) e Medk:allnsurance: Madlcal insurance Is prOVIded ihlOugh CaIPERS, 1
most plans fully paid for employee end depandents, e,)
For !he comprehensive Hsllng of benefil1i, please view details on RelphAnc
daMen &Assodaies'~ (WWW.m1phandtlseMOmjundertha:'Career
Opportunilies' section. Also. addltlollllllnfQrmallOl'i regarding the benefits
offered Is available on the City of SUnnyvale's employment webSite at
www.jobs.inSunnyva1e.CIlffl.
This lsa cOIIfldenllllt pr!HlfISII and wl~be handled lICOOIdingly throughout
the various stag sa. Candidates Should be ewere that references will n<tt
be contacted until mutuellntarest has beell astabllshed. The initial review
of cand!d8tes wiUI the City Manager Will begin the IYeSk 01 FebrualY 22,
2010, wIIh Intmiewsscheduled forearly March. E"trollia _bmitta/$_
strongly prefGrrad .tspply@rllp/lllndflfllG/t,com.Acomplefl;applicatlon
packatwllinclude the following:
• Cover lalter, Including rellSO!1 for Interest In this posl\lon:
• Comprehensive res\l1ll$:
• Salary hisblly: and
~l
~J
~J .... ]
~J
t:-J ~J ~!
~' ~J ,-.J .J
N P ,.,,_.J'-I. '1'lve(5)profassionalrefe_.
~~M-etk4~[;W)f\; ..... ~"'W' . MG. Heaf/1er Rensdller of Relph AndiIrsen & ~ YilII/IOI1(
~J J J " "" 900 SUN+I). In coocerl wfllllhe City at SUnnyvale to cooduct 1I1e Inllla! m1ua-
The $S1ary for 1he aHAIi poslROIl 01 Director of Human Resources Is $ " J: ftOl1IlS ouDined in ihls recrullmenl profile. Conflde!ll!al inquirIN to
$161,215· $189,665 annually. The Oily Qoers \WI) key incenllves 10 Heather Rensdller 819 welc.iJmed at (916) 631J.4900 or s!!I8l to
atlmct lIle highest caliber of candl!late8: /!lIIIJt1fll'@r8lphandmen.com. " ~ ~ ~
..
! •
a. S :5 Q (: _ i ,3 't e 5"
. WlIliam ~very & AsS~clates Is aD eKecutive search and Ilu~~n
resourC!!5 cOllSu'ting'lli~ dedftatedto InduStry 'Ieader;hlp through
.' the Q,IIalf\y: responsiveness, and Integrity of our work, Each of os at . . . . .
Avery has made the personal con:omltment 'thllt our services will , . . .'
alwaY' ,o,cproVlded with· file highest standards of dlent'seIVK;c and
ethIcal profe~lonallsm,
, William 'AveI)' &I: Associates,
, Management Consu ltants
~
AVERY
Los Gatos
Santa Cruz • San Luis Obispo. 'Bend, OR
August 30, 2010
Greg Pustelnik, Purchasing Manager
City of Palo Alto
Purchasing and Contracts Administration
250 Hamilton Ave" M-Level
Palo Alto, CA 94301
Dear Mr. Pustelnik:
Thank you for the opportunity to
Attorney for the City of Palo Alto.
with y<;>ur RFP Number 138308 ..
",'
submit our recruitment proposal for the position of City
Attached is our detailed proposal of services in accordance
; .. -, . ~.,: ".~.
We take great p;id~ in our ability to provide exceptiqnai resul~ with a high degree of customer
satisfaction and would welcome the opportunity to work with your City in support of this
recruitment.' If you have any questions, please do not hesitate to call Paul Kimura or myself at
408-399-4424.
WIlHam Ayery & AS!5ociate.!l, Ine.
Labor RelB1ionslExecutive Search
3-1/2 N. Santa Cruz Avc:., Suite A
Los ODIOS, CA 95030
408399.4424
Fait: 40&,399.4423
www.8veryossoe.Det
William H. A very
WHA:jmc
, .. ' :-: ..
Page 1
PROPOSAL FOR THE CITY OF PALO ALTO
RECRUITMENT FOR TIlE NEW CITY MANAGER
Chapter 1
Proposal S UJ:DllliI1')'
•
Avery Associates is a higbly successful Santa Clara County based firm. We have exceptional
knowledge of tbe local and coullty issues tbat affect municipal government and executive searcb.
Both Paul Kimura and I are long time residents in the County. and both graduated from San Jose
State University. Bill Avery was a former Town Manager for tbe Town of Los Gatos and bas an
exceptional background supporting City Councils, executive staff and the municipal sector in
both executive search and labor relations. Paul grew up in Palo Alto and graduated from Palo
Alto High School. Our collective history bere provides us with knowledge and insights that are
valuable in representing Palo Alto to prospective candidates. This ability to provide fIrsthand
knowledge regarding the city, the region and various quality of life issues is especially valuable
in engaging potential applicants and in closing a candidate.
We feci om firm differentiates itself in several ways. Our Principals are active in all aspects of
each recrnitment. Tbis bands-on involvement includes client inteIface, development of search
strategy, candidate identification, interviewing and asSe8Blllent, candidate presentation,
facilitation of consensus deliberation and assistance with candidate closure.
Exceptional service delivery and a very high qnality work product provide excellent results for
our elients. This begins with the initial client meetings. which lead to detailed timelines for
deli verables followed by weekly recruitment. status npc!ates following initiation of the search.
.. qu",.c.anrlidl\te ou.treaCh .~o!:ts are,pIOf~onally.andconfjdelltiall)'~ CQnd!lcted .. The evah,lation . ""~ " ..
-materials'we pr9vide client'! are"ro\¢inely characterized as,accurate, comprehensiye'andohery .
high quality. We believe more so than any other public sector recruitment finn. This is largeiy
based on our interview sYstem utilizing behavioral interview techniques. This leads to a quality
product with excellent end results for our clients.
Tbe service element is based on two f&,1:or8: The first is tlte collective service philosophy from
all of our organizational team members. They are eacb dedicated to providing service and
support to clients. The second factor is based on the high level of engagement and participation
from tbe firm Pr.incipals in every search aSSignment. This hands"on involvement includes client
interface, identifying and developing tbe ideal candidate profile and position specification,
development of the search strategy, candidate outreach, interviewing and assessment, completion
of reference interviews, candidate presentation, final interview facilitation and when desired.
negotiation of employment tenns with the successful candidate. We're pleased that each of our
recruitments has resulted in a successful closure within tbe projected timeframe. Most
importantly, our clients have expressed a high degree of satisfaction in the quality and depth of
our service.
Page 2
Our work product also gets very positive feedback. The comprehensive nature of our candidate
profiles provides an excellent baekground to hiring authorities. Much of this is based on our
"behavioral" interview methodology. This interview approach explores a candidate' g past
accomplishments and experiences and evaluates those as the basis for future performance.
Finally, our support throughout the recruitment process is exceptional. The range of our services
begins with extensive outreach to identify the ideal candidate profile to negotiation (with the
selected candidate) of final terms and conditioI!ll of employment. We feel our involvement and
active participation throughout the search process is unmatched in the public sector executive
-search profession.
Chapter 2
Avery Associates -Profile
William Avery & Associates, Inc (Avery Associates) is II successful Management Consulting
firm based in Los Gatos, California. Incorporated in 1982, the firm specializes in Executive
Search and Human Resources/Management Consulting. The firm currently includes two
Principal8 and several key consultants. Bill A very, the founder of A very ASSOCiates, heads the
f!frn and oversees the Management/Labor Relations practice. He also leads key searches. Paul
Kimura is the Principal who oversees the Search and Recruitment practice. Ann Slate and Cris
Piasecki form the senior recruitment team for the search practice. Anne Matteini is the
finallce/contaets administrator, and Jackie Collins and Jessica Towner handle administration.
The team is augmented by temporary staff as needed.
Avery Associates began its se.arch practice in 1997. Since that time, it haIl become one of the
leading-public sector recrujtment firms in the-State; The company h!l8 estsblisb,ed.a 'solid
operationi!i' ajJdfinanCial fotindat:i6rl:,and66nti)lliestilme~t the-needsofitB clientS: 'Ai anY'given' ,. '
timeframe, the firm is capabk of handling ten executive recinitments sitlniltaneousIy. The firm
haIl never fa.ced litigation. '
Chapter 3
Finn Qualifications
We feel exceptionally suited to perform this recruitment on your behalf. We have a solid and
current record for City Attorney recruitments. At this time, we are in the final interview process
for the Town Attorney recruitment for the Town of Los Gatos and are midway through a City
Attorney search for the City of Santa Clara. Representing City Attorney recruitments for these
two premier Santa Clara County municipalities would position our firm to be an excellent
resource for the City of Palo Alto.
Additionally, during the past 24 months we have successfully completed City Attorney sesrches
for the cities of East Palo Alto, Santa Clara, Richmond and Oxnard. We've previously completed
in the past several years, City Attorney recruitments for the cities of Napa, Livermore, SIlll Luis
Obispo, Inglewood, Vallejo, Bakersfield Illld Union City; and a Deputy City Attorney for the
-" .
Page 3
City of Elk Grove, along with the Chief Prosecutor recruitment for the City of Pasadena.
Collectively, these assignments have provided us with an active and current database of public
sector attorneys and excellent contacts throughout California. We would be able to utilize these
contacts in assisting you with this assignment. Our experience with City Attorney recruitments,
combined with our proven ability to understand the unique needs of OUr clients and a strong
focus on service, leads to exceptional results for our clients.
Firm Contact: Bill Avery, Principal
William Avery & Associates, Inc.
3-112 N. Santa Cruz Ave., Sulte A
Los Gatos, CA 95030
Phone: 408-399-4424
Cell: 408-472-7873
Fax:: 408-399-4423
Email: bill@averyassoc.net
Alteruate Contact: Paul Kimura, Principal
William Avery & Associates, Inc.
3-1/2 N. Santa Cruz Ave .• Suite A
Los Gatos. CA 95030
Phone: 408-399-4424
Cell: 408-472-7936
Fax: 408-399-4423
Email: paulk@averyassoc.net
" " .. ' ~.' '--. Mr. Aveiy • having 'served 'jrilhe past 'asit CIty Manager; prOv;ifeS' the' dir~e~e~PerieIice.~d .
knowfedge of city adniinistration. Mr. Kiinura's expertise in executive, technical and business
recruitment, which he gained during his nineteen years of advanced technology experience,
provides the basis for many of the recrultment strategies and tactics utilized by the firm.
ColJectively, the firms Principals offer exceptional expertise in the area of executive recruitment.
We're pleased that each of our recruitments has resulted in a successful closure within the
projected timeframe. More importantly, our clients llave expressed a high degree of satisfaction
in the quality and depth of our service. Enclosed is a selection of completed city attorney
recruitments related to this prOject.
I
j I
"~ Page 4
1 I
QUALIFICATIONS OF AVERY ASSOClA TES RELATIVE TO CITY'S NEEDS
I Project I aient I I Percentage :
Descri prion Total . cif work Period aient I of work Project finn was work was contact Name
l performed Cost responsible completed information'"
I , for
Town Los Gatos, Executive $23,900 1()O% I n Process I Greg Larson,
Attorney CA recruitment I Town Mgr
, '408-354-6832
Did your firm meet the project schedule (Circle one) @No
Give a brief statement of the fmn's adherence to the schedule and budget for the project:
! Offer currenUy being negotiated. Scheduled to be on time and within budget
~ " Santa ExecUtive $24,400 100% i 6 months Liz Brown, HR •
i Attorney Clara,CA recruitment I Dir , 408-615-2150 -",
Did your firm meet tile project schedule (Circle one) @NO
Give a brief statement of the fll'lll's adherence to the schedule and budget for the project:
Completed April 2007, on schedl.1le and within budget. , , , " ';',. _', ~..,I:' ~ .. ' .. ', '; . .":; " . '; ,":"1 " ." ," " . " . , ' , , '''''. " , , .-.' .;. ,~., ,'":' , .' ".',,":
I CitY EasiPalo Executive $24,900 . 100~ 5 months M, L Gordon,
Attorney Alto, CA recruitment ACM
650-853-3100
Did your finn meet the project schedule (Circle one) @NO
Give a brief statement of the firm' g adherence to the schedule and budget for the project:
, . Completed February 2009, on schedule and Within budget
1 I '
Page 5
Chapter 4
Work Plan and Consultant Services Provided
L Position Profile and Organizational Assessment -Deve!Qpment of the Job
A!!DQllPI'eJllent
The initial assessment phase is a critical component of the search process. Mr. Avery or
Mr. Kimura will meet individually with the City Council, or as desired, with the
rocnlitment subcommittee to discuss the organizational needs, key priorities of the
position and requirements for the position. We wonld also anticipate individual or group
meetings with key staff members, including the City Manager, to solicit their view on the
ideal candidate profile. As desired we would also solicit input from the community. this
can be accomplished through "town hall meetings" or direct input to a dedicated email
"box."
Our goal for this aspect of the recruitment process is to:
• Understand the City and organizational priorities for this position.
• Develop a clear understanding and consensus on the expertise, experience,
education, performance attributes, interpersonal skills and operational style of the
ideal candidate.
• Discuss the goals, objectives, deliverable., and challenges related to this position.
• Gain in$ght of the y!trJ!?'-!s orB~iza*lDal. dy,n!lmicsl!D~d~i:tIj!l;ptill, iss.l!e~ tlmt. "
." "', < '...... ,," exist'within tile organization>· '".. ".." ':", .• . ",
• Identify the compelling aspects lD tbis opportunity.
The formal position description and a subsequent ideal candidate profile would be
developed from the above discussions and incorporated into the formal position
announcement. The candidate profile is also utilized in variOllll lither means as a
marketing tool, for advertising copy, postings, and for other announcements.
City Attorney recruitments tcnd to be more unique than other municipal executive
recruitments. This is a result of the expansive number of contract firms that serve as
legal counsel to cities throughout tile state,
The effect this "outsourcing" is a more limited availability of trained and experienced in-
house City Attorney candidates. From a recrnitment perspective, this requires a greater
effort in proactive outreach to potential candidates. This is an area in which Mr. Kimurs
excels given his extensive high technology recruitment experience.
. ,t
Page 6
-1
II.
In assessing the strengths of City Attorney candidates, our methodology of behavioral
based interviewing is a proven means of "predicting" future perfomtance based on "past"
behavior. Our approach here allows us to gain excellent insight to a candidate and
provi\le that insight to our clients.
Development of the Search Strategy and Candidate Outreach/Development • Sources for
Job Posting and Advertising
The search strategy is developed in conjunction with the organizational assessment. For
this assignment, we feel it is critical to develop a high level of visibility with a
comprehensive outreach program supplemented by a focused targeted recruitment
approach. We are also sensitive to reaching a diverse applicant pool. We would
incorporate the following elements into this search:
• Development of a targeted candidate list based on our current and extensive database
of city attorney personnel, and referrals or recommendations from key sources,!
contacts that have extensive network.q in this area. The sources would include city
and county management personnel, attorneys affiliated with law fimts or entities that
would have major practices in the public sector.
• Original research, which consists of identification and contact of current city
attorneys' or assistant/deputy city attorneys associated with the public sector who
meet the profile, but are not actively seeking other employment.
• Outreach to the numerous regional, ethnic-based and gender-based Bar Associations
. throughout the state.
•
':\."-~""'" .)"'.~" '--""'c';';" ~~,-;;,,_\,
. An e~tensive pri~t mailing andio~ emailing campai~ tQi~dividuals and law firms
identified through the means identified above and for those afflliated with the legal
profession throughout the western states.
• Advertising in WESTERN CITY magazine, JOBS AVAILABLE magazine, and
other publications or periodicals deemed appropriate for this search. On occasion
our clients feel advertising in the Daily Journal is appropriate. If desired we would
do although the cost of that advertisement is not a part of the proposed expense
budget.
• Job postings on Internet-based national public sector employment bnlletin boards,
association-based web sites, and our company website to reach active candidates.
• Development and distribution of the comprehensive position announcement to
various cities, counties, and state level departments.
J Page 7
Ill. Candidate Assessment
Our assessment process involves several "tiers" of evaluation. All candidates responding
to this position will initially, be evaluated based on their resume and if appropriate, an
extensive phone "screening" by a rHIn ConSUltant. Candidates who pass the initial
"qualifying" criteria are then scheduled for a formal interview with the Principal in
charge of the project. These extended personal interviews typically take one hour and a
thorough discussion of their experience, accomplishments, management philosophy and
interpersonal style talres place.
In' i~terviewing candidates. we utilize a methodology based on "behavioral" interview
techniques. Fundamentally, this approach explores II candidate's past accomplishments
and experiences. The philosophy here is that the best indicator of future performance is
assessing past behavior. This methodology allows the firm to "project" how II candidate
would approach and address challenges in the new position.
Those individuals who best fit the position requirements wiU have II Candidate
Assessment Report developed by the Principal who conducted the interview.
Additionally, two initial reference interviews are performed on these candidates. The
reference interviews provide our clients with additional insights on the candidate's
"behavior" and .style.
IV. Candidate Presentation
Upon completion of formal interviews and initial reference interviews, a selection 'Of
candidates for· presentation is made., Typically, th.e number of final candidates requested
< .,' "by 'Our' clients ra4ge from five '1Xl':Sevcn:' ·W~ feel our"extensivi! licreenirlg; interView,'and .
reference process; combined with the now ledge. gained' during 'Our initial assessment
period, enable our client to proceed with fewer rather than more finalists.
The final candidates are presented in our candidate presentation "book." Each finalist
will have a. file consisting of a candidate summary sheet, a resume, the Candidate
Assessment Report (based on the formal interview), and candidate reference reports.
V. Selection Process
Once the final candidate interview group is identified, we will assist in the structuring of
the interview process and coordinate the interview scheduling activity. Our firm will also
provide candidates with guidauce. related to travel planning, hotel accommodations, as
well as other interview planning issues.
Upon request, our firm will also arrange for summary background evaluations on the
City's final one or two candidates. A copy of these confidential reports can be provided
PageS
for you. The costs for these investigations are considered independent of the recruitment
expenses listed below and will be invoiced separately.
VI. Position Closure and Follow-Up
Based on the firm's experience in human resource management and executive search, we
are able to assist our clients in the formulation of appropriate compensation and other
employment arrangements. We will be available throughout our retention to assist in this
process.
As a matter of policy. Avery Associates monitors the transition and progress of any
executive we place with a client Within the first three to six months after the City has
hired the individual. we will speak with that individual to eIlllure that an effective
transition has occurred. During the same period, we will also review the individual's
status with your office.
Chapter 5
Proposed Innovations
• Following initial meetings to develop the candidate profile. we develop a four color, PQster
quality brochure designed to "market" the opportunity. Tltis is available as a pdf file and is
printed and sent directly to individuals within the professional discipline for whom we are
recruiting.
• Our outreach efforts extend beyond "passive" techniques (ads, internet positions). For every
search we establish a contact list that ellpands throughout the course of outreach. Direct
contact of potential sources Of applicants Is an essential part of our work.
~,,' Our w.ork:,I»'~uct)jrQyi~es ,e;'I.celleiit insig/lt:int9.a,r,eqnnncnd.ed.can.djdate. Tbis lnl;lud~s. a ,,' ~ "
oomprehensive' candidate assessment based on the formal' interview, and two docuniented
reference interviews.
• A total focus on public sector consulting. Over 95% of our recruitment activity supports
local or regional government entities. The remainder supports the non-profit sector.
• Our pricing model is structured to ensure a true partnership with our c1ienll>. We do not
invoice the final 50-60% of our professional fee until II final placement is made. This
ensures we will work closely with you until the search is complete.
• Both Mr. Avery and Mr. Kimura, the two company principals, are accessible 24n via cell
phone and email. They are alBo available for night and weekend meetings or interviews with
clients and candidates.
• We offer an unconditional two year guarantee on all of our placements.
-,
Page 9
Chapter 6
Project Staffing
Bill Avery will serve as the Principal in charge of this project and will be assisted by
Paul KimlU'a and the staff of A very Associates. Mr. A very will be personally involved in
development of the ideal candidate profile, development of the search strat!:gy, oversight of
candidate outreach, interview and assessment of candidates. presentation of candidate
recommendations, participation in the final int!:rview process, and will be available throughout
the search process to provide other consulting services.
Avery Prome
William Avery
William A very founded his successful management consulting firm in 1981. He
haa directed William Avery & Associates in service 8S a Labor Relations and
Execntive Search consultan(,'Y. serving personally as a chief negotiator, trainer,
and representative in grievance and disciplinary matters.
A specialist and widely recognized expert in employer-employee relations, he has
served as a City Manager (Los Gatos) and Assistant City Manager. While City
Manager. he was President of the Santa Oara County City Manager's Association
and Chair of the County Employee Relations Service.
Bill has lectured at De Anza College, San Jose State University, and Stanford
UniverSity, and regularly makes presentations for the League of California Cities,
CALPELRA. and other public sector organizations,
, ' Jjui.lding on his persQna1 track record;of succeSs, ~ expand,eq the fiI'll!,'S fgcJ.il! ~o, , " "Include inctease<IeI.J.1pliaStSbn publlC's'ncl'prfvate sector seareh', . He adi:ledproVe4" "
industry professionals with ex'peruse in these areas, The result has been to creat!:
an exceptionally strong management consulting frrm, now Imown as Avery
Associates, with the expertise to provide the fuJI range of services required for
successful public or private sector executive search.
A key measure of the firm's success has been the many long-term relationships
that he and his staff have established with clients.
Bill holds BA in Political Science and an lvlPA from San Jose State University,
where he was gradllated with bighest honors.
Page 10
. ,', ..
Avery Profile
Paul Kimura
Paul Kimura brings a unique combination of recruitment and business experience
to Avery clients.
Paul is involved in leading Avery's public sector professional searches. He has
been both a corporate recruitment director and HR director for a number of high
technology companies, ranging from Fortune 500 firms such as Novell and
National Semiconductor to a Silicon Valley start-up. His proven recruitment and
HR· generalist mill> help bim bring forward the best available candidates and
properly assess their skills and "fit" with client organizations.
Indeed, many of the recruitment strategies and tactics incorporated into the Avery
search process are a direct result of Paul's extensive recruitment experience in tbe
bigh technology industry.
Paul bas been a successful fIR consnltant, guiding clients through all aspects of
Human Resouroes functions -cumpensation & benefits, employee and
management training, performance management, and termination issues.
He is skilled in areas such as strategic plauning, executive coaching, separation
negotiation, and organizational assessment and design. It's another service that
A very Associates is able to offer its clients becanse of the unique background of
its principals -and Paul's extended skill set in Human Resources underscores
.. t/le fact tb!!t Avery professionals "have been there" an~, understand your. needs ,
., frofi\ ap.etso.nal perspective.· . ." ... ' '.-.. , .. ,. ,. , ... , . . . ..
Paul hold.~ a B.S, degree in Business Administration from San Jose State
University. He is active in professional HR organizations and in the community,
where he has worked with a number of education, youth service, civic, business,
and cultural organizations,
Page 11
None.
Chapter 7
Proposal Exceptions
Chapter 8
Proposal Costs
Based on the services described in our proposal, the Professional Services Consulting Fee for
this recruitment will be $18,500.
Normal and direct out-of-pocket expenses associated with the search are charged back to the
client. &penses for this assignment would not exceed $7,500 without the express consent of the
City. These expenses include; advertising, clerical time, supplies, printing, telephone, postage,
and consultant travel for client discussions, meetings and local and out-of-area candidate
interviews. All expense items will be detailed and billed on a monthly basis. As discussed
above, upon request we will do background checks on the final candidate(s). The typical cost for
background is approximately $250 per candidate.
The consulting fee will be inclusive of all services defined within titis proposal unless otherwise
stated,. This would include development and facilitation of an oral board examination process.
The sample table reflects the hours dedicated to each step of the recruitment process as defined
by the Work Plan.
.. . '" .;..:' l,abor .Cati3g0(ies . " ,:., . . :. Est. • " . ,: ": ," .... ScoPe,' .-.' .; .
. ·(e.g.; Consullani, Sf. Cc>nsultaot; etcj , , Hours
I Position Profile and Assessment of City
Needs -meetings with Council, staff and Principal 7
stakeholders
Development of Recruitment Plan Principal 33
Preparation of RecrUitment/Advertising Clerical 10
Material and Job Posting
Candidate Outreach
Candidate Assessment -qualifying and Principal 22 I ....
interviews Gerical 12
Candidate Presentation Materials-Principal 8
formal assessments and references Gerical . 10 .
Principal 8
Finallnterviews/Selection Process Gerical 4
I
I I.
Page 12
Chapter 9
Guarantees and Ethics
Whenever William Avery & Associates. Inc. is retained we guarantee a complete commitment to
a client Due to our experience, knowledge and succeSIJ within the management cOIlllulting field.
we assure all clients that we will only present candidates who meet the majority of the
qnalifications that you have identified. We are also committed to continue our search efforts
until a successful candidate is employed.
, .
It is also our practice to replace a candidate whQ may voLuntarily resign during the first two years
of his/her employment. This same commitment applies if the client finds it necessary to
terminate or to request the resignation of the selected individual in the fust two years for reasons
which would have precluded his/her employment had they been known at the time employment
started. In either case, we invoice a client only for out-of-pocket expenses incurred in
identifying a replacement.
',' :" \ " ,".' : ." '. ..~"
Attachment B
Proposer's Information Form
PROPOSER (please print):
Name: WIlliam Avery and Assogiates. Inc:
Address: 3-112 N. Santa Cruz Ave" Suite A
Los Gatos. CA
Telephone: 408-399-4424 Fax: 408·399-4423
Contact person, title, telephone and fax number: Paul Kimura. Principal:
408-399-4424: 408-399-4423
Proposer, if selected, intends to carry on the bUsiness as (cneck one)
D Indivldiual D Joint Venture
D Partnership
181 Corporation
. ., When ,irlcorPorated1 1962 ',' , .'
In what state? CalifOrnia
When authorized to do business in California?: 1982
D Other (explain): ______________ _
ADDENDA
To assure that all Proposers have received eacn addendum, check the appropriate box(es)
balow. FaHura to acknowledge receipt of an addendum/addenda may be considered an
irregularity in the Proposal;
Addendum number(s) received: 01; 02; 0 3; 04; 0 5; 0 6;
Or, 18l ____ No Addendum/Addenda Were Received (check and initial).
PROPOSER'S SIGNATURE
No proposal shall be accepted which has not been sIgned in ink In the appropriate space below:
By signing below, the submission of a proposal shall be deemed a
representation and certification by the Proposer that they have investigated
all aspects of the RFP, that they are aware of the applicable facts pertaining
to the RFP process, its procedures and requirements, and they have read
and understand the RFP. No request for modification of the proposal shall be
considered after its submission on the grounds that the Proposer was not
fully informed as to any fact or condition.
1. . If Proposer is INDIVIDUAL, sign here
Oate: _____ _
Proposer's Signature
Proposer's typed name and title
2. If Proposer is PARTNERSHIP or JOINT VENTURE, at least (2) Partners or each of
the Joint Venturers shall sign here:
Partnership or Joint Venture Name (type or print)
Oate: _____ _
Member of the Partnership or Joint Venture signature
, . :" ~~ .' ; . .;" .' -'. ", ". .' .
Member of the Partnership or Joint Venture signature
3. If Proposer is a CORPORATION, the duly authorized officer(s) shall sign as follows:
The undersigned certify that they are respectively:
~P~au~I~K~im~u~m~ ________________ and __ ~P~r~in~c~ipa~I ____________ __
~e ~e
Of the corporation named below: that they are deSignated to sign the Proposal Cost Form by
resolution (attach a certified copy, with corporate seal, if applicable, notarized as to its
authenticity or Secretary's certificate of authorization) for and on behalf of the below named
CORPORATION, and that they are authorized to execute same for and on behalf of said
CORPORATION.
William Avery and Associates, Inc.
Corporation Name (typ~ or print)
By: ~oSl \(VWI k0.Q Date: i )'.4/' D
Title: Principal
2
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Attachment I'F"
INSURANCE REQUlREIIIIENTS
CONTRACTORS TO THE CITY OF PALO ALTO (CITY), AT THEIR SOlE EXPENSE, SHALL FOR THE TERM OF THE CONTRACT
OBTAIN AND MAINTAIN INSURANCE IN THE AMOUNTS FOR THE COVERAGE SPECIFIED BELOW, AFFORDED BY
COMPANII!S WITH AM BI!8T'S KEY RATING OF A-MI, OR HIGHER, LICENSED OR AUTHORIZED to TRANSACTINSURANCE
BUSINESS IN THE STATE OF CALIFORNIA. '
AWARD IS CONTINGENT ON COMPUAlica WITH CITY'S INSURANCE REQUIREMENTS AS SPECIFIED BELOW'
RECII!lR~D MINIMUM ~IMtrS
lYPE OF COVERAGE REOUIRELENT . E'ACH
OCCURRENCE AGGflEGATE
YES WORKER'S COMPENSAT,ON STA!.U!~!!!.
YES EMPLOYER'S UABlllTY . STATUTORY
YES BOOll.YINJURY $1.0oolQQ() ~1,ODO,OOO
GENERAL UABILlTY, INCLUDING
PE~INJURY,BROADF~ PROPF.RTY DAMAGE 11,000,000 11.000,000
PROPERTY DAM'\GE BLANKET i CONTRACTUAl, AND FIR!: LEGAL BODILY INJURY'" PROPERTY DAMAGE 11,000,000 I S1.00D,OO(J
LlA81UTY COMBINED. ..... -RY $1,000,000 $1,OOO,OO(J
-EACH PERSON $1,000.000 $1,000,000 -EACH OCOURRENCIi $1.000,000 11,000,000
YeS AUTOMOBILE UABJL.ITY,INCLUDlNG
AU. OWNED, 'HJREO, NON~OWNeo PROPE:RTY DAMAGE $1,OOO,O()o $1,DOO,OOO ,. SODllY INJURY AND PROPERTY 11,000.000 $1.000,000 ,
YES
--
YES
.1..
-DAMAGe COMBINED
PROFeSSI9,!~L LIABlUTY,
INCUlOIIIIG, ERRORS AND
OMISSIONS. MALPRACTICE lW/lEN
APPLICABLE). ANO NEGUGEHT $1 DOD 000 PERFORMANCE ALl OAMI\GE8
. .
THE CITY OF PALO ALTO IS 10 BE NAMED M AN AODmONAL INSURBD: CON"mACTOR. AT ITS SOLE COST AND,
EXPENSE, SHAll OBTAIN ANO MAINTAIN, IN FULL. FORCE ANi> EFFECT THROJ.,lGHOUT THE ENTIRE TERM OF ANY I
RESULTANT AGREEMENT, THE INSUfW.,tCE COVERAGe: HJ;REIN OESCRIBfiD, INSURING NOT ONLY CONTRACTOR AND
ITS SUBCON6tJLTANT$, IF ANY, BUT ALSO. \NJTH THE exCEPnOH: OF WORKERS' COMPENSATION, EMPLO"YER'S
LIABiliTY AND PROFESSIONAL InsURANCE, NAMING AS ADDITIONAL INSUREDS CllY, Il'S COUNCIL MEMBERS,
OFFICERS, AGENTS. AND EMPf..OYEES. .
• INSURAtiC~ coVi:~G~MUST INcLUDE:
.. ;'-," ','-, .... .r.'
A, A PROVISION FOR A WRITTEN THIRTY DAY ADVANCE NOTICE TO CITY· OF CHANGE IN COVERAGE OR OF
COVERAGE CANCELLATION; AND
B. A CONTRACTUAL LlAllILITY ENDORSEMENT PROVIDING INSURANCE COVERAGE FOR CONTRACTOR'S
AGREEMENT TO INDEMNIFY CITY.
C. DEDUCTIBLE AMOUNTS IN EXCESS OF $5,OOD REQUIRE CITYS PRIOR APPROVAL.
II. CONTACTOR MUST SUBMIT CERTlFICATES(S) OF INSURANCE EVIDENCING REQOIRED .cOVERAGE.
III. E~DORSEMENT PROVlSIONS. WITH RESPECT TO THE INSURANCE AFFORDED TO "ADDITIONAL INSUREDif'
A. f'BIMARY COVERAGE
WITI, RESPECT TO ClAIMS ARISING OUT OF THE OPERATIONS OF THE NAMED INSURED, INSURANCE AS
AFFORDED BY THIS POLiCY IS PRIMARY AND IS NOT ADDITIONAL TO OR CONTRIBUTING WITH ANY
OTHER INSURANCE CARRIED BY OR FOR THE BENEFrr OF THE ADDITIONAL INSUREDS .
. e.· CROSS LIABILITY
RtN.11f07
4
Att.achmiMtt liP'"
IN3llRAllCE RI:QUIRI!MENTS
'!HE NAMING OF WRE THAN ONE PERSON, FIRM, OROON'OAATIOH AS INSUREIll1 UNDER '!HE POlIO"(
SHI\Ll. NOT. FOR TIlAT REASON ALONE. EXTINGlJISIl f.N( RIGHTS OF '!HE INSUREO AGAINST ANOTHeR,
BUT '!HIe ENOORSEMENT. AND THE NAMING OF MUl TlFU! INSUREDS. SHAll. NOT INCREASE mE TOW.
UABlliTY OFmE COMPANY UNDER THJS POLICY.
C. NOTICE Of CANCELlATiON
1. IF '!HE POWCY ISOANCEJ.EO BEFORE ITS EXPIRATION DATE FOR ANY REASON O'JHSR '!HAN '!He
NON-PAYMENT OF PREl'ilIUM, '!HE ISSUING COMPANY SHALl. PROVIDE CITY AT LEAST A THIRTY
(80) OAYWRllll:N NOTIOE BEFORE THE EFFECTMli OATE OF OANCELIJ\TIOI'I.
2. IF THE POWCY IS OANCELED BEFORE ITS E>G'IRATION DATE FOR THE NON-PAYMENT OF PREM!UM~ '!HE ISSUING COMPANY SHALL PROVIDE CITY AT U!AST A TEN (10) DAY WRITTEN
NOTICE BEFORE THE EFFECTIVE DATE OF CANCELLATION.
NIlTICl!8 SHALL BE r.lAlJ.ED TO;
PURCHASING AND
CONTRACT ADMINISTRATION
CITY OF PALO ALTO p.a BOX 102110
PALO ALTO, CA 94303.
5
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ATTACHMENT E
A PROPOSAL TO CONDUCT AN EXECUTIVE
RECRUITMENT FOR A
City Attorney
ON BEHALF OF THE
City of Palo Alto
phon(! 916 .. 71$4.9080
to~ 91Q~784.1q85
lQ77 fur9kcl Read, Sulto 202, Rouv'II{t, CA 9$661
", ",'
",' . '.
,',-
'. .-,
TABLE OF CONTENTS
CHAPTER 1-PROPOSAL SUMMARY ............................... 1
PROPOSED RECRUITMENT T&IMCONTACT INFORlVIA TION ...................... .2
CHAPTER 2 -PROFILE ON THE PROPOSING
FIRM ....................................................................................... 3
CHAPTER 3 -QUALIFICATIONS OF THE FIRM .......... 4
FIRlVI EXPERIENCE ................................................................................... .4
PERTINENT PROJECT E:hTERIENCE ....................................... : ................... 7
CHAPTER 4 -WORK PLAN PROPOSED .......................... 7
STEP 1 DEVELOPING T.HE CANDID.\TE PROFILE ....................................... 7
STEP 2 ADVERTISING CAMPAIGN AND RECRUIThIENTBROCI-IURE ............ 7
STEP 3 RECRUITING CANDIDATES ............................................................. 7
STEP 4 SCREENING CANDIDATES .............................................................. 8
. STEP 5 PERSONAL INTERVIEWS ................................................................. 8
STEP 6 PUBLIC RECORD S&illCI-I!STATE BAR VERIFICATION .................... 8
STEP 7 RECOMMENDATION ....................................................................... 8
STEP 8 FINAL INTERVIEWS ........................................................................ 8
STEP 9 BACKGROUND CHECKS !DETAILED REFERENCE CHECKS ............. 9
STEP 10 NEGOTMT!ONS ............................................................................ 9
STEP 11 COMPLETE ADMINISTMTlVE AsSISTANCE ................................... 9
SCHEDULE OFPERFORlVlANCE ................................................................. IO
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CHAPTER 5 -PROPOSED INNOVATIONS .................. 11
CHAPTER 6 -PROJECT STAFFING ............................... 12
CHAPTER 7 -PROPOSAL EXCEPTIONS ...................... 14
CHAPTER 8-PROPOSAL COST & RATES .................... 15
PROFESSIONAL FEE AND EXPENSES ........................................................ 15
GUARANTEE ........................................................................................... 15
.... ,
CHAPTER1-PROPOSAL SUMMARY
August 19, 2010
Mayor Patrick Burl!: and Members of the City Council
City of Palo Alto
250 Hamilton Avenue
Palo Alto, CA 94301
Deiu: Mayor Burl< and City Council Members:
Thank you for inviting Bob Murray & Associates to submit a proposal to conduct
the City Attorney recruitment for the City of Palo Alto. This proposal details our
qualifications and describes our process of identifYing, recruiting and screening
outstanding candidates on your behalf. It also includes a proposed budget,
timeline, guarantee, and description of pertinent project experiences.
At Bob Mumty and Associates, we pride ourselves on providing quality service
to local govetll.tnents. We have created a recruitment process that combines
our ability to help you to detemrine the direction of the search and the. types of
candidates you seek with our experience recruiting outstanding candidates who
are not necessarily looking for a job. Our proven expettise ensures that the
candidates we present for your consideration will match the criteria you have
established and will be outstanding in their field .
A significant portion of out ptocess focuses on conducting thorough and
confidential baekground investigations of the top 2-3 candidates to ensure that
nothing about them is left undlscovered. We have candid discussions with
references who have insight into the candidate's experience, style and ethics;
conduct a search of newspaper articles; and run credit, criminal and civil records
reports. This ensures that the chosen candidate will not only be a.n excellent fit
with the City of Palo Alto, but also that the chosen individual will reflect positively
upon your organization.
To learn fitst-hand of the quality· of our service and our recruitment successes, we
invite you to contact the references listed on page 6 of the attached proposal. We
look forward to your favorable consideration of our qualifications. Please do not
hesitate to cont:actus at (916) 784-9080 should you hAve a.nyquestions.
Sincerely,
&'-/Jt;
Bob Muttay and Associates
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PROPOSED RECRUITMENT TEAM CONTACT INFORMATION
Lead BPcruifer
Bob Mutray, President
bmurray@bobmutrayassoc.com
Primary Support Staff
Amanda Sandets, Principal Consultant
atnan.das@bobmw:rayassoc.com
Sarah Kenney, Senior Consultant
sa.rahk@bobtnutrayassoc.com
Mr. Muttay, Ms. Sandets, and Ms. Kenney can be ttached by phone at (916) 784-
9080 Of by U.S. mail at Bob M=y & Associates, 1677 Eureka Road, Suite 202,
Roseville, CA 95661.
City of Palo Alto
Page 2
CHAPTER 2 -PROFILE ON THE PROPOSING FIRM
Bob MuttlIy and Associates brings a unique aud personal approach to executive recruittnent-
one that emphasizes teamwotk and responsiveness. We ate finnly committed to a process
driven by yout needs .. You de~e how the search will proceed and what types of
candidates you are looking for. Fo!med in May 2000, Bob Murray & Associates is the
largest, most successful search fum. on the west coast. Since our fum.' s formation we .
have conducted over 450 local government, special district, and private sector searches.
We are finandally sound and have the capacity to conduct the search and inC'.1r costs to
later be reimbursed by the client. .
In his 25 years as an executive recruiter, Bob Murtay, the fum.'s principal, repeatedly
proven that he knows how to find outstanding candidates. With a national
reputation fo! excellence, Bob Murtay & Associates has extensive experience
working with counties, mUllicipalities, special districts, and. other organizations .in
thtoughout the United States. Out experience includes conducting recruittnents
fot: administration, building, development, engineering, finance, fire, human
resources, lfg.!l, library, patks aod teeteation, plao.ning, police, public
information/communications, public works, redevelopment, technology,
transportation and udlity professionals, to name a few. .
Out experience ranges from working with large. complex organizations such as
San Ftancisco, CA; San Diego, CA; San Jose, CA; Los Angeles, CA; Phoenix,
AZ; and San Antonio, TX to smaller organizations such as Sonoma, CA; Ojai,
CA; and Beverly Hills, CA.
Bob Murray and Associates is known throughout the industry by both clients and
candidates alike as the leading fum. .in tettns of customer service. We pride
ourselves on out 1espoosiveness to clients aod candidates and assure the City that
you will receive the highest caliber of service from every member of our team. .
Bob Muttay and Associates is a smali cotporation consisting of seven full-time .
staff members including Bob MuttlIy, President; Regan Williams, Vice President; .
Renee Nru:loch, Vice President; Wesley Herman, Vice President; Amanda Sanders,
Senior Consultant; Sarah Kenney, Ptincipal Consultant; and Rosa Gomez, .
ExecutiVe Assistant. Out main. office is located in Roseville, CA, and all work on the
City of Palo Alto's recruitment will be executed by the staff io the Roseville office.
Out knowledge of what lnJlkes a candidate truly outstanding, along with our ability to
assess the candidates' adtninistrative skills, . management style, leadership ability,
communication skills and experience working with diverse and competing interests, will .
ensure that the City of Palo Alto has an outstanding group of finalists from which to .
select the new City Attorney.
City of P.lo Alto
Page 3
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CHAPTER 3 -QUALIFICATIONS OF THE FIRM
FIRM ExPERIENCE
With tespect to the City Attorney recruitment, Bob Muttay and Associates offers the
following expertise:
.. Bob Mun:ay & Associates has an unmatehed record of sueeess in recruiting loci!
government and special district professionals. With ovet 25 years of "
experience, we have conducted hundreds of searches for municipal and special
district executives including City Attorneys. Within the last three years, we "
have conducted the City Attorney recruitments on behalf of the Califo.t:W.a "
cities of Cupettino, Lathrop, Morgan Hill, and Ventura; San Benito County
(County Counsel); and the Sacramento Mea Flood Control Agency
(Agency Counsel). Our previous recruitment experience includes
conducting recruitments on behalf of the cities of Bakersfield, Concord,
Fresno, Monterey, Mountain View, N""'Port Beach, Oceanside, Palo
Alto, Salinas, South Lake Tahoe, San Mateo, and Stockton, as well as the
Assistant City Attorncy searches for the Hayward and Pleasanton; the
Assistant County Counsel recruitment on behalf of Yolo County, CA;
the City of North Las Vegas, NY; and the Presiding Judge recruitment
on behalf of Aurora, CO. Ow: knowledge of outstanding candidates and
extensive network of contacts will ensure that the City of Palo Alto has
an outstanding group of finalists from which to select its new City
Attorney.
.. We are familia!: with the City of Palo Alto and the community it serves,
as we previously conducted your City Managet and Police Chief
recruitments. Ow: knowledge of the comnmnity and the opportunities it
provides \\>ill be an asset when conducting the City Attorney recruitment.
.. Ow: firm is well-acquainted with Santa Clar.a County and the surtounding
region. We have conducted recruitments on behalf of the cities of
Campbell (City Manager and Finance Directot); Los Altos (Finance
Director); Milpitas (Economic Development Managet, Fire Chief, and
Planning & Neighborhood Services Director); Morgan Hill (police Chief), ""
Mountain View (Fire Chief, Police Chief, and oiliets); San Jose (Airport .
Project Executives; Emergency Setvices Director; Deputy Director of'
Environmental Setvices; Independent Police Auditot; Integrated Waste·
Manager; Director of Transportation; Deputy Directo.t: of Finance; Parks,
Recreation and Neighborhood Setvices Director; and Assistant Director of Parks, .
Recreation & Neighborhood Setvices); and SUtl1lyvale (City Clerk and Public
Safety Director); in addition to San Jose State University (police Chief); the Santa
Clara Valley Tl"anspottation Authority (Board Secretaty); and the Santa Clara Valley
Warer District (CEO). Our knowledge of the region, its issues, and the County's
outstanding quality of life will be an asset in presenting this opportunity to prospective
candidates.
City of Palo Alto
Page 4
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,,;. Bob M=y and Assodates' experience designing and conducting successful recruitment
processes on behalf of cities, counties and special districts is unmatched in the field. Our "
process is speci£icslly designed to meet your needs. We have developed and carried out,
numerous recruitment processes involving a wide variety of interests both inside and '
outside the otganizatiolL Should the City so desire, we can develop" process that, in
addition to working with the Mayor and the City Council, can provide fat an
opportonity to involve Department Heads, staff, and representatives of the
cotntnunity as appropriate in both the development of the candidate profile and ,,'
the selectinn process. Our expertise includes designing intetview strategies that "
involve these groups in the process, while; ensuring that the Mayor and the City ;,'
Council are able to make the finil selectiolL In addition, we can facilitate
discussion among these groups that leads to a consensus concerning the ideal' ,
eandidate. Our lmowledgr of how to develop an effective process that is '
suited speci£icslly to the needs of the City is unswpassed
City of Palo Alto
Page 5
l>ertinent Project Experience
Client!! and ca.ndicbtes ate the best testament to out ability to conduct quality seatches. Clients for whom Bob Murray md Associates
hIlS recently conducted seru:ches are listed below. Unless otherwise noted, services perlDIIned for the references listed below were based
on a 16-weekschedule and included all services listed in Chaptet 4 of this proposal. For all projects listed below, we wete able to co.o.duct
the recruitment according to the timdine that was established at the kick-off meetings and wete able to adhet:e to the budget outlined in
the contract 100"/0 of the wott conducted on each the recruitments listed was conducted by Bob Murray & Associates.
Project Name Client Total Project Cost
City Attotney City ofM~n.Hill 122,141.92
City Attomey Ci'Y of Cupertino $27,486.22
-- ------------
Ci'Y Attomey Ci'Y of San Mateo $22,871.09
=-"" Ci'Y Attomey City of Monterey $25,123.46
Ci'Y Attorney Ci'Y of Oce:mside $23,357.66
~ncy COlln.<d Sa=mento Area $23,264.00
Flood Control
Agency
County Coun.<d San Benito COUll'Y $24,156.00
Ci'Y Attorney Ci'Y orVenttm. $23,279.81
-_.,--.... _--
Client Contact Information
M1:. Edward Tewes, City Manager,
1(408) 779-72:11
Mr. Ottin M.honcy,
Councilmember and fotmer
Mayor, (408) 777-3195
Mr. John Lee, Mayor, (650) 522-
7048
Mr. FIed :Muerer, Ci'Y Manage<,
831) 646-3760
Mr. Brian Kammerer, HIlllllUl
Montees Dttcctor, (760) 435-
3500; or M1:. Steven Jepsen,
fottneI Oceanside City Managct
and cuttent City Ma.rutgeI for the
City of Yuba Ci'Y, (530) 822-4601
M1:. Stein Buer, Executive
DiIector, (916) 874-7606
Mr. Reb Monaco, Boru:cl of
Supervisots ChoJr, (831) 80,1:4472
Mr. Bill Fulton, Mayor, (805) 654-
7827; Mt. Brian BrentlJlJl,
Councilmember, (805) 654-7827;
OI Mr. Rick Cole, City Manage<,
(805) 654-7740
Other Recruitments Conducted :
Police Chief
•
•
l:'1re Chief, Building Official
Assistant Ci'Y Ma.rutgeI, Pallce Chief
City Manager, Ci'Y P1anoer, Ci1y
Devdopment Engineer, City Tllific
Engineer, Development Services
Director, Fire Chief, and Police Chief
Executive Director, DepU1y Executive
DttectOI
Public Wo.tb Adtninistrator, Pbnning
Dttector
City Manager, Community Services
Dttectot
City ofP.le .-I.1to
Page 6
CHAPTER 4-WORK PLAN PROPOSED
Bob M=y and Associates' unique and client oriented approach to executive search -will
ensuxe that the City of Palo Alto has quality candidates from which to select the new City
Attorney. Outlined below are the key steps in ou! rec.ru.itment process.
STEP 1 DEVELOPING TIlE CANDIDATE PROFILE
OU! understanding of the City of Palo Alto's needs will be key to a successful search.
We -will work with the Mayor and the City Council to learn as much as possible
about the organization's expectations for a new City Attorney. We want to learn
. the values and cultw:e of the organization, as wen as understand the cuttcut issues,
challenges and opportunities that face the City of Palo Alto. We also want to
know the Mayor's and the City Council's expectations regarding the knowledge,
skills and abilities sought in the ideal candidate and will work with the City to
identifY expectations regarding education and experience. Additionally, we want
to discuss expectations regarding compensation and other items necessary to
complete the successful appointment of the id.eal candidate. The profile we
develop together at this stage will drive subsequent rec.ru.itlnent efforts.
STEP 2ADVERTlSING CAMPAIGN AND RECRm'rMENT BROCHURE
Aftet gaining an understanding of the City of Palo Alto's needs, we will design
an effective advertising campaign appropriate for the City Attorney recruitment.
We will focus on professional jouroals that ate specifically suited to the City
Attomey search. We w:ill also develop a professional rec.ru.itment brochure on
the Mayor's and the City Council's behalf that will discuss the commuuity,
organization, position and compensation in detail Once completed, we will mail
the profile to an extensive audience, making them aware of the exciting
opportuuity with the City of Palo Alto.
STEP 3 RECRUITING CANDIDATES
After cross-referencing the profile of the ideal candidate with out: database and
contacts in the field, we will conduct an aggressive outreach effort, including =king
personal calls to prospective applicants, designed to identifY and recruit outstanding
candidates. We recognize that the best candidate is often not looltiog for a new job,
and this is the person we actively seek to convince to become II candidate. Aggressively
:t:narketing the City Attomey position to prospective candidates will be essential to the
success of the search. .
City ofP,,}o Alto
Page 7
STEP 4 SCREENING CANDIDATES
Following the closing date for the recruitment, we will screen the resumes we have received.
We will use the criteria established in our initial meetings as a basis upon which to narrow
the field of candidates,
STEP 5 PERSONAL INTERVIEWS
We will conduct personal interviews with the top 10 to 12 candidates with the goal of
detettnioillg which candidates have the gteatest potential to succeed in your
organb:ation. During the interviews, we will explore each candidate's background
and experience as it relates to the City Attorney position. In addition, we will
discuss the candidate's motivation for applying for the position and make an
assessment of his/her knowledge, skills and abilities. We will devote specific
attention to establishing the likelibood of the candidate's acceptance of the
position if an offer of employment is made,
STEP 6 PUBlJC RECORD SEARCH/STATE BAR VERIFrCATION
Following the interviews, we wln conduct a review of published articles for each
candidate. Various sources will be consulted including Lexis-Nexis™, a
newspaper/magazine search engine, Google, and local papers fur the
communities in which the candidates have worked. This alerts us to any futther
detailed inquiries we may need to make at this time. We will consult the State
Bar of California to ensure your candidates' good standing.
STEp 7 RECOMMENDATION
Based on the information gathered through meetings with your organization,,'
and personal interviews with candidates, we will reconnnend a limited number of
candidates for your futther consideration. We will prepate a detailed written
report on each candidate that focuses on the results of our interviews and public
record searches. We will make specific recommendations, but the final
determination of those to be considered will be up to you.
STEP 8 FINAL INTERVIEWS
Our years of experience will be invaluable as we help you develop an interview
process that objectively assesses the qualifications of each candidate. We wlI! adopt an
approach that fltlJ your needs, whether it is It ttaditional interview, multiple interview
panel or assessment center process. We will provide you with suggested interview
questions and tating forms and will be present at the interview I assessment center to
&cilitate the process. Out expertise lies in facilitsting the discussion that can bring about a
consensus regarding the final candidates.
City of Palo Alto
l'<!ge8
We will work closely with yOUl: staff to coordinate and schedule interviews and candidate ttavel.
Out goal :is to ensru:e that each candidate has a vety positive experience, as the manner in which
the entite process is conducted will have an effect on the candidates' perception of yOUl:
organization.
STRP 9 BACKGROUND CHECKS /DETAILED REFERENCE CHECKS
Based on final. intetviews we v;.ill conduct credit, crinrirutl, civ1l litigation and motor
vehicle rccotd .checks for the top one to three candidates. In addition, those candidates ..
will be the subjects of detailed, confidential :reference checks. In order to gain an
accurate and honest appraisal of the candidates' strengths and weaknesses, we will talk '
candidly with people who have direct knowledge of their work and management style.
We will ask candidates to fotwafd the names of their supetv:ison, subordinates and .'
peers for the past seve.tal yeafs. Additionally, we make a point of speaking
confidentially to individuals who we know have insight into a candidate's abilities,
but who may not· be on his/her prefened list of contacts. At this stage in the
rectuitment we will also verify candidates' degrees.
STEP 10 NEGOTIATIONS
We recognize the critical impo:ttance of successful negotiations and can serve as
yOUl: representative duting this process. We know what other organizations have
done to put deals together with great candidates and will be available to advise
you regarding current approaches to difficult issues such as housing and
relocation. We will represent yOUl: interests and advise you regarding salary,
benefits and employment agreements with the goal of putting together a deal
that results in the appointnlent of yOUl: chosen candidate. Most often we can
tum a vety difficult aspect of the rectuitnlent into one that is viewed positively
by both you and the candidate.
STEP 11 COMPLETE ADMINISTRATIVE AsSISTANCE
Throughout the recruitnlent we will pwvide the Mayor and the City Council with
updates on the status of the search. We will also take caxe of all administrative
details on your behal£ Candidates will receive per.sonal letters advising them of
their status at each critical point in the recruitnlent. In addition, we will ~espond to .
inquiries about the status of their candidacy within twenty-foUf hours. Evety
administtative detail will receive OUl: attention. Often, candidates judge oUf clients
hased on how well these details are handled
City of Palo Alto
Page 9
SCHEDULE OF ~RFORMANCE
Bob Murray a:od Associates shall pe:rfo:ttn the Services so as to complete each milestone within .
the number of days/weeks specified below. The time to complete each milestone may be
increased or decreased by mutual written agreement of the project managers for Bob Muttay
and Associates and the City of Palo Alto '0 long as all work is completed within the tenn
on the Agteement. Bob Murray and Associates shall provide a detailed schedule of work :
consistent with the schedule below within 2 weeks of receipt of the notice to proceed. We
are prepared to start work on this assignment immediately and antielpate that we will be
prepared to make our recommendation regarding finalists within seventy five to ninety ..
days from the start of the search. A standard recruitment can typically be completed in
sixteen weeks and follows a schedule smar to the one below:
NUMBER OF WEEKS FROMNTP
1
2
3
4
5
9
10
11-12
12-13
14
15
16
MILESTONE
Conduct meeting with the Mayor,
City Council, and others involved in
the process
Write recruitment brochure and
advertisement
Mayor and City Council
recruitment brochure
advertisement
review
and
Recruitment brochure printed and
advertisements placed
Active recruitment of candidates
begins
Search closes
Resume screening
Recruiter interviews top candidates
Publicr~search
Review recommendations with Mayor,
City Council and others involved in the
process
Mayor and City Council interviews, follow-up
interviews, and consultant reference/
backgtound checks
Candidate selection
City of Palo Alto
Page.10
CHAPTER 5 -PROPOSED INNOVATIONS
Bob Murray & Associates' development of an online candidate application process and
candidate databou;e function has increased out access to candidates, providing a !nOre
appealing format for individu<l1s to access information and 'Pply for positions. It has
also enhanced out ability to recruit quality candidates on yoU! behalf by cross-
referencing candidates to your needs for the search. Internally. it has streamlined Out
recruitlnent processes so greater time can be spent on candidate outreach, screening,
and conducting reference checks, all of which benefit ou! clients.
City ofP,1o Alto
Page 11
I
J
CHAPTER 6 -PROJECT STAFFING
Mr., M=y will sewe as the lead on this recruitment, with Ms. Kenney assisting him and the
City throughout the process. Ms. Kenney will assist Mr. Muttay with all aspects of the
recruitment, but will primarily be involved in steps 2, 3, 6, 8, 9 and 11 listed in Chapter 4
of this proposal.
We work as a ream on out recruitments. Therefore, when Mr. Murray or Ms. Kenney
are not available, there is always an inilivjdual in the office who is f,mili.r with the ,
process and available to answer Mly questions the City or candidates Inay have. '
BOB MURRAY, PRESIDENT
Mr. Mu.ttay brings over 25 years expecienceas a recruiter. Mr. Muttay is
recognized as one of the nation's leading recruiters. He has conducted hundreds
of searches for cities, counties, and special districts. He has been called on to
conduct searches for some of the largest most complex orgaoizatiolll! in the
country and some of the smallest. Mr. Mu.ttay has conducted searches for chief
executives, department heads, professional and technical positions. Mr. Murray
has taken the lead on the li.tni's most ilifficult assignments with gteat success.
His clients have retained him again and again given the quallty of his work and
success in finding candidates for difficult to fill positions.
Prior to eteating Bob Mu.ttay & Associates, Mr. Muttay directed the search
practice fur the largest search practice serving local govemtnent in the country.
Mr. Mu.ttay has worl<ed in local government and benefits from the knowledge of
having led an otganization. Prior to his career in executive search he served as
the City ManageJ' for the City of Olympia, Washington. He has also served as an
Assistant City Manager and held positions in law enforcement.
Mr. Muttay received his Bachelor's degtee in Criminology from the University of'
Califotnia at Berkeley with gtaduate studies in Public Administration at California
State University at Hayward.
AMANDA URRUTIA-SANDERS, PRINCIPAL CONSULTANT
As .. consultant with Bob Muttay & Associates, Ms. Urtntia-Sanders is responsible for
research, canilidate recruitment and screening, as well as .reference checks and
background verifications. She focuses on client communication and works closely with
clients to coordinate caoilidare outreach and ensu.t:e a successful search.
Ms. Uuutia-Sandel'S brings several years of industry experience as she wotked fot one of the
nation's largest recruitment fitms. Her insight into the recruitment process is a valuable asset to
Bob Muttay & Associates.
City of PAlo Alto
Page 12
j
I
]'vIs. U.uutia-Sande.ts received her Bachelot of Arts degree in ColIl1lJ.J.lllications from the University of
Wyoming.
SARAH KENNEY, SENIOR CONSULTANT
As a Senior Consultant with Bob M=y & Associates, Ms. Kenney is responsible for _
candidate recruitment and screening, -research, reference checks, and background --
veri£cations. Her focus is client sernce, and she wow closely with clients to coordinate
candidate outreach and ensure successful searches.
Ms. Kenney brings over a decade of customer Bernee and management experience to
Bob Munay & Associates. She has been on both sides of the hiring process and uses:
her experience to ensure all patties involved are satisfied with every step of, _ .
recruitment at our fum. -
Ms. Kenney received hex Bachelor of Arts degree in Psychology from the
University of Califomia at Davis.
City of Palo Alto
P'ge 13
, '..
I
CHAPTER 7 -PROPOSAL EXCEPTIONS
We have thotougly!ead examined Attachment C "Sample Agreement for Setv:kes" that was
provided in RFP# 138308 and request no changes or exceptions. We also agree to all
msutlUlce requirements specifiOO in Exhibit D "Insurance Requirements" and Attachment .
F "InsuriUlce Requirements."
City of Palo Alto
Page 14
CHAPTER 8 -PROPOSAL COST & RATES
PROFESSIONAL FEE AND EXPENSES
The consulting fee for conducting the City Attorney recruitment on behalf of the City of
Palo Alto is $17,500 plus expenses. Semces provided for the fee consist of all steps
outlined in this proposal including three (3) days of meetings on site.
The City of Palo Alto will be responsible fox reimbw:sing expenses Bob Muttay and
Associates incw:s on yOU!: behal£ We est::it:rmte expenses for this project to be $5,500-
$6,500, with a not-to-exceed amount to be detetmined by conmct. Reimbursable .
expenses include such items as the cost of travel, clerical support, placement of ads,
credit, crltulnaI and c.ivll checks, education verification, and newspaper seaxches. In
addition, postage, photocopying, and telephone charges will be allocated.
We undexstand you axe seeking the est::it:rmted number of houts that we would
require to provide ow: semce, the billing rates of persons that will provide said
services, and any other estimated additional costs. Although we do not bill based
on the nwnber of houts, oux consulting fee would be compru:able to an hourly
.tate of $250 for Mr. Murray and $100 for either Ms. Sanders ox Ms. Kenney. Mr,
Murray and our consultants do not spend a min1mlJiIl or maximum number of
houts on each section of the rectuittnent process. Instead, they spend the
amount of time necessary to exceed the expectations of oux clients.
TyplClllly, the most hours are spent on candidate outreach, as this ensures "-
successful recruitment more than any other aspect of the recruitment process.
Developing the candidate profile, conducting the initial interview process, and
reference checking/newspaper searches ate other areas where significant time is
spent.
GUARANTEE
We guarantee that should the selected candidate be terminated for cause within the
£itst yeax of employment we will conduct the search again at no cost (with the
exception of expenses) to the City of Palo Alto. We are confideodn our ability to .
recruit outstanding candidates and do not expect the City of Palo Alto to find it .
necessary to exercise this provision of our proposal.
City of P.lo Alto
Page 15
BOB MURRAY & ASSOCIATES
CLIENT LIST SINCE 2000
ClTYMANAGER
Airway Heights, WA
Albany, CA (City Administtatot)
Albany, OR
Antioch, CA
Apple Valley, CA (rown Manager)
Arcata,CA
Batstow, CA
Benicia, CA
Campbell, CA
Capitola, CA
CattneJ, CA
Castle Rock, CO (r0Wll Manager)
Chico, CA
Chino Hills, CA
Chula Vista, CA
Claremont, CA
Concord,CA
CODsB'y,OR
Corcoran, CA
Corona;CA
Coronado, CA
Corte Madera, CA (rown Manager)
Damascus, OR
Dixon,CA
Dublin, CA
Elk Grove, CA
Escalon, CA
Eugene, OR
FaltfieJd, CA
Fortuna, CA
Fremont,CA
Goleta, CA
Grovel: Beach, CA
HalfMoon Bay, CA
Hollister, CA
Imperial, CA
lone, CA
Irwindale, CA
Kitkland, W A
LaMesa,CA
La Palma, CA
Laguna Beach, CA
Lakeport, CA
Lancaster, CA
Lat!u:op, CA
Lemon Grove, CA
Los Alamitos, CA
Manteca, CA
Martinez, CA
Menifee, CA
Menlo Park, CA
Merced, CA
Millbrae, CA
Mill Valley, CA
MilwaukU:, OR
Monrovia, CA
Monterey Patk, CA
Needles,CA
Newbel:g,OR
Newcastle, WA
Novato,CA
Oak Creek, WI (City
Administtatot)
Oakdale,CA
Oakley,CA
Oceanside, CA
Oja.i, CA
Orinda, CA
Pacifica, CA
Palo Alto, CA
Pasadena, CA
Phoenix,AZ
Pice Rivera, CA
Pismo Beach, CA
PittBbtttg, CA
Poway,CA
Rancho Cordova, CA
Rancho Santa Margarita, CA
Red Bluff, CA
Reno,NV
Rio Vista, CA
Roseville, CA
Salem,OR
Salinas, CA
San Antonio, TX
San Clemente, CA
San Ramon, CA
San Pablo, CA
Santa Paula, CA
Santa Rosa, CA
Shoreline, WA
Sonoma,CA
South Lake Tahoe, CA
South Pasadena, CA
Springfield, OR
Stanton, CA
Stockton, CA
Temple City, CA
Thousand Oaks, CA
T=y,CA
Truckee, CA (Town Manager)
Turlock, CA
Vallejo, CA
Ventuta,CA
Walnut Creek, CA
Westminster, CA
Woodland, CA
Yuba City, CA
AsSISTANT/DEPUTY CITY
MANAGER
Alameda,CA
Barstow, CA
Beverly Hills, CA
Carlsbad, CA
Dublin,CA
Lancaster, CA
Monterey, CA
North Las Vegas, NV
Orange,CA
Pasadena,· CA
Peoria,AZ
Petaluma, CA
Pomona,CA
Rancho Cordova, CA
Reno,NV
Rocklin,CA
San Diego, CA (ASSL COO)
Stockton, CA
Woodland, CA
Yuba City, CA
COUNTY ADMINISTRATOR
Butte County, CA
Qackamas County, OR
Clark County, NY (Assistant)
Deschutes County, OR
Marlon County, OR
San Benito County, CA
Tehama County, CA
Washington County, OR
ADMINISTRATIVE SERVICES
DlRE<;TOR
Corona, CA
Garden Grove, CA
LosAhunitos,CA
Ontario, CA
Placer County Water Agency, CA
Pleasanton, CA
Stockton, CA
Yucca Valley, CA
ANIMAL SERVICES DIRECTOR
Oakland, CA.
Rancho Cucamonga, CA
AVIATION/AIRPoRT
Big Bear Airport, CA
Bob Hope Aitpott, CA
Clark County, NV
Dallas/Fort Worth, TX
San Jose, CA
BUILDING
OFFICIALS/INSPECTION
Arroyo Grande, CA
Bakersfield, CA
Centre City Development
Corporation, CA
El Segundo, CA
Grants Pass, OR
Marin County, CA
Modesto,CA
Palo Alto, CA
Sacramento, CA
San Francisco, CA
Stockton, CA
Tehama County, CA
Yuba City, CA
ClTYCLBRK
Central Contra Costa Sanitation
District, CA (Secretary to the
District)
Chino Hills, CA
Dublin, CA
Fremont,CA
Menlo Park, CA
Monterey County, CA (Clerk to the
BOll1:d)
Napa,CA
Rio Vista, CA
Santa Clara Valley Transportation
Authority, CA (Board Secretary)
Sunnyvale, CA
COMMUNITY DEVELOPMENT
DIRECTOR
Benicia, CA
Bevedy Hills, CA
Capitola, CA
Chino Hills, CA
Fullerton, CA
Los Banos, CA
Maple Valley, WA
Mru:in County, CA
Modesto,CA
Moreno Valley, CA
Newarlr,CA
Newcasde, WA
Oakland, CA
Oceanside, CA-
Pleasanton, CA
Redlands, CA
Salem, OR
San Carlos, CA
Santa Cruz, CA
Stockton, CA
VacaviUe, CA
Vallejo, CA
Walnut Creek, CA
Yub .. City, CA (ACM for
Development Services)
Yucca Valley, CA
CONVENTION AND VISITOR'S
BUREAU DIRECTOR
Los Angeles, CA
North Lake Tahoe Visitors Buteau,
CA
Mammoth Lakes, CA
San Antonio, TX
Steamboat Springs, CO
ECONOMIC DEVELOPMENT/
REDEVELOPMENT
Broward County, FL
Chula Vista, CA
Fremont,CA
Fullerton, CA
Milpitas, CA
Modesto, CA
New Orleans Redevelopment
Authority, OR
Oakland, CA
Peom,AZ
Port of Los Angeles, CA
Port of San Diego, CA
Redlands, CA
Sacramento, CA
Salinas, CA
Scottsdale, AZ
Stockton, CA
Taft, CA
Tracy, CA
Upland,CA
Vancouver, WA
ENGINEERING
Bakersfield, CA
Barstow,CA
Bob Hope Airport, CA
Central Contra Costa Sanitaty
District, CA
Chino Hills, CA
Clark County, NY McCartan
Airport
Corona,CA
Datnllscus, OR
Dublin San Ramon Services
District, CA
Elk Grove, CA
Imperial Irrigation District, CA
Los Banos, CA
Needles, CA
Nevada County, NY
Nye County, NY
Oceanside, CA
Omnitrans, CA
Pico Rivera, CA
Pismo Beach, CA
Pomona,CA
Richmond, CA
Reno, NY
Stockton, CA
San Luis Obispo County,
Nacimiento Project, CA
South Pasadena, CA
Tibuton, CA
Ttacy, CA
ExECUTIVE DIRECTOR
Association of Monterey Bay Area
Governments, CA
Arizol1ll Municipal Water Users
Associatiott, AZ
~y Area Air Quality Management
Distt:ict,CA
Califomia Peace Officers
Association, CA
Califomia State Association of
Counties, CA
Centtlll Contra Costa Solid Waste
Authority, CA
Chula Vista Redevelopment
Agency,CA
Elk Grove-Rancho Cordova-El
Dorado Conneetor JP A, CA
Housing Authority of the City of
Los Angeles, CA
Housing Authority of the County
of Butte, CA
Housing Authority of the County
of Santa Cruz, CA
Hub Cities COllSortium, CA
K.i.ngs Community Action
Organi2ation, CA
Mammoth Lakes Visitors Bureau,
CA
March Joint Powers Authority, CA
Mettu, Portland, OR
Oregon Cascades West Council of
Governments, OR
Palos Verdes Libraty District, CA
Sacramento Area Flood Control
Agency, CA (Executive & Deputy)
San Diego Association of
Governments, CA
San F:rancisco Estuaty Institute, CA
San Joaquin Council of
GoveJ:ll111ents, CA
Santa Clata Valley Water District,
CA(CEO)
South BaYside Waste Management
Authority, CA
Southern Califomia Association of
Governments (Deputy)
V woouver Houslng Authority, WA
(Executive & Deputy)
West Contra Costa IntegJOated
Waste Management District, CA
West Contra, Costa Tmnsportation
Advisory Committee, CA
Yolo Emergency Communicatiorul
Al5"ncy, CA
FINANCIAL
Allltueda County Congestion
Ma.nagement Agency, CA
Aurota, CO
BakIw.i.n Park, CA
Barstow,CA
Boulder City, NY
CaJave.tas County Water District,
CA
Campbell, CA
Chino Hills, CA
Clark County, NY
Corona, CA
Damascus, OR
D.C. Government, DC
Elk Grove, CA
G=ts Pass, OR
HalfMoon Bay, CA
Hercules, CA
Housing Authority of the City of
Los Angeles, CA
Imperial Beach, CA
Imperial Ittigation District, CA
Inglewood, CA
lone,CA
Lanca.ster, CA
LoS Altos, CA
Mec.lo Pm Fire Protection
District, CA
Norfolk, VA (Assistant Director)
Palmdale Water District, CA
Pleasanton, CA
San Diego, CA
Sao Fmncisco, CA
San Leandro, CA
San Jose, CA
Sarita Moniea, CA
Sparks, NY
Stockton, CA
Thomton,CO
FIRE CHIEF
Alllil1eda, CA
Arroyo Grwde (Director of
Building & Fire) ,
Aurora, CO
Chula Vista, CA
Eugene, OR
Fremont, CA
Folsom,CA
Fullerton, CA
Glendale, CO
Hillsboro, OR
Livermore -PlellSanton Fire
District, CA
Milpims,CA
Monrovia, CA
Montebello, CA
Mountain View, CA
Newru:k, CA (Assistant & Chlet)
Oceanside, CA
Petaluma, CA
Rancho Cucamonga, CA (Deputy
& Chiet)
Rancho Sanm Fe Fire Protection
District, CA
Salinas, CA
San Mateo, CA
San Miguel Fire Protection District,
CA
Sanm Cruz, CA
Sonoma Valley Fire & Rescue
Authority, CA
Sunnyvale, CA (public Safety
Director)
Vniversity of California, Davis
Vnion City, CA (Assistant & Chiet)
Upland,CA
Vacaville, CA
GENERAL MANAGER
Cahveras County Water District,
CA
Centtal Contra Costa Sanitation
District, CA
Ce.ntralllfuin Sanitation Agency,
CA
Coachella Valley Mosquito Vector
Control District, CA '
East Bay Dischargers Authority,
CA
Hilton, Fatnkopf, and Hobson
LLC,CA
Joshua Basin Water District, CA
Kennewick Irrigation District, WA
(District, Manager)
Los Angeles Convention Center,
CA '
Monterey Regional Waste
Management District, CA
Monterey Regional Water Pollution
Control Agency, CA (Assistant
GM)
Nipomo Community Services
District, CA
Oro Loma Sanitary District, CA
Public Agency Risk Shating
Authority of California, CA
Pleasant Valley Recreatioa & Park
District, CA
Redlmation District 1000, CA
(District Engineer)
Ross Valley Sanitary District, CA
Salinas Valley Solid Waste
Authority, CA
Sanitary District No.5 of Marin
County,CA
Santa Cruz COnBolidated
Emergency Communications
Center, CA
Sewer Authority Mid-Coastside,
CA
South Placer Municipal Utility
District, CA
Sweetwater Springs Water District,
CA
Union Sanitary District, CA
Valley of the Moon Water District,
CA
W aInut Valley Water District, CA
HOUSING
Housing Authority for the City of
Los Angeles, CA
Housing Authority for the Counry
of Butte, CA '
Housing Authority for the County
of Santa Cruz, CA
Milpitas, CA
Vancouver Housing Authority, WA
(Executive Director & Deputy)
LEGAL COUNSEL
Autota, CO
Cupertino, CA
Hayward,CA
" ;. -
Lathrop,CA
Monterey, CA
Morgan Hill, CA
Newport Beach, CA
North Las Vegas, NV
Oceanside, CA
Palo Alto, CA
Sacramento Area Flood Conuol
Agency,CA
Salinas, CA
San Benito County, CA
San Mateo, CA
Stockton, CA
Ventura,CA
Yolo County, CA (Assistant
County Counsel)
LIBRARY
Corona,CA
Folsom, CA
Palos Verdes LIbrary District, CA
Stockton-San Joaquin County·
Public LIbrary, CA
PARKS/RECREATION/
COMMUNITY SERVICES
Anaheim, CA
Arlington, TX
Bakersfield, CA
El Segundo, CA
Emetyville, CA
HalfMoon Bay, CA
Lemoore,CA
Long Beach, CA
Lynwood, CA (Director &
Assistant Director)
Maple Valley, WA
Milpitas, CA
Pleasanton, CA
Pleasant Valley Recreation and
Park District, CA
Pomona,CA
Sacramento, CA
San Carlos, CA
San Jose, CA (Dit:ector & Assistant
Director)
Santa Clarita, CA
Stockton, CA
Ventura; CA
Wnitrier, CA
PERSONNEL/HuMAN
RESOURCES
Alameda County, CA
Anaheim,CA
Apple Valley, CA
Bru:stow, CA (Assistant to the City
Manager/Human Resources)
Benicia, CA .
Colusa CoUnty, CA
Corollil, CA
Desert Water Agency, CA
Frelhont, CA
Inland Empire Utilities Agency, CA
Glendale, AZ
Gtants Pass, OR
Judicial Council of Califo1'llia -
Adrninisttstive Office of the
Courts,CA
Las Vttgenes Municipal Water
District, CA
Moreno Valley, CA
Newark, CA
Norfolk, VA (Assistant Director)
North Las Vegas, NV
Ontario, CA
Palmdale Water District, CA
Petaluma, CA
Pomona,CA
Rancho Cordova, CA
Redlands, CA
Rocklin, CA
San Antonio Housing Authority,
TX
Scottsdale, AZ
Stockton, CA
Tehama County, CA
Yucca Valley, CA
PLANNING
Alameda,CA
Beverly Hills, CA
Centre City Development
Corporation, CA .
Corona,CA
Chula Vista, CA
Damascus, OR
El Segundo, CA
Elk Grove, CA
Los Banos, CA
Madera,CA
Milpitas, CA
Modesto,CA
Needles, CA
Oceanside, CA
Palo Alto, CA
Pleasanton, CA
Reno,NIT
Rivel:side, CA
Robson Homes, CA
Roseville, CA
Sacratne!1to, CA
San Benito County, CA
Santa Cruz, CA
Stockton, CA
THey Unified School District, CA
Washington County, OR
POLICE CHIEF ISAFETY
Arroyo Grande, CA
Ashlnnd,OR
Aurora, CO
Bay Area Rapid Transit, CA .
(BART)
Bellevue, W A
Berkeley, CA
Capitola, CA
Carlsbad, CA
Chico, CA
Colton; CA
Concord,CA
Culver City, CA
El Cerrito, CA
Eugene, OR
Fairfield, CA
Fullerton, CA
Glendale, ;,:z (Chief & Assistant
Chiefs)
Glendora, CA
Half Moon Bay, CA
Hayward, CA
IrvIDe, CA
Irwindale, CA
LaMesa,CA
Littleton, CO
Livingston, CA
Los Angeles, CA
Los Angeles W otld Airports, CA
Los' &.nos, CA
Mammoth Lakes, CA (Interim)
Maywood, CA
Menlo Park, CA
Metced,CA
Mesa,AZ
Monrovia, CA
Montebello, CA
Monterey, CA
Morgan Hill, CA
North Las Vegas, NIT
Novato,CA
Oakdale,CA
Oceanside, CA
Orange County, CA (Sheriff-
Coronet)
Palo Alto, CA
Pasadena, CA
Petaluma, CA
Pismo Beach, CA
Placentia, CA
Pleasanton, CA
Port of Long Beach, CA
Port of San Diego, CA
Port of Seattle, WA
Reno,NIT .'
Rio Vista, CA
Roc.klin,CA
Sactrunento,CA
Salinas, CA
San Bernardino, CA
San Diego State University, CA
San Femando, CA
San Francisco, CA
San Jose State University, CA
San Ra&el, CA
Sausalito, CA
Seaside, CA
South Gate, CA
Sunnyvale, CA (Public Safety
Director)
Tuisa,OK
Turlock, cA
University of California, Davis, CA
University of California, Slll1ta
Barbara, CA
University of Oregon, OR
Vacaville,CA
Virginia Commonwealth
University , VA
W'hittier, CA
J
1
1 POLICE COMMAND STAFF
Atascadero, CA
Menlo Park:, CA
Pleasanton, CA
Santa Rosa, CA
Port of San Diego, CA
University of California, San
Fzancisco, CA
pOIiCE OVERSIGHT
San .Ftancisco, CA (Ditector of
Office of Citizen Complaints)
San J ese, CA (Independent Police
Auditot)
PUSLlCAFFAIRS/
INTERGOVERNMENfAL
RELATIONS DIRECTOR
Beverly Hills, CA
Rancho Cordova, CA
Thomton,CO
San Diego Regional Aitport
Authotity, CA
West Basin Municiplll Water
District, CA
PUBLIC SAFETY
COMMUNICATIONS
Aurott, CO
Clackamas County, OR
Heartland Communications Facility
Authority, CA
San Ftancisco, CA
San Jose, CA
Santa Cruz Consolidated
Emergency Communications
Center,CA
Washington County CoOllolidated
C~~tioos~q,OR
Yolo Emergenq Communications
Agency,CA
PUBLIC WORKS
Belmont, CA
Chandler, AZ
Clatk County, NV
Elk Grove, CA
Fresno,CA
Galt, CA
Chants Pass, OR
Half Moon Bay, CA
Healdsburg, CA
Huntington Beach, CA
Inglewood, CA
Lathrop, CA
Los Banos, CA
Mammoth Lakes, CA
Maple Vl1l1ey, WA ..
Modesto,CA
MO:llfovia, CA
Morro Bay, CA
Needles, CA (Uwties Director)
Pico Rivera, CA
Pismo Beach, Gil.
Pomona, CA (Ditector & Deputy
Director)
Poway,CA
Redlands, CA
Roseburg, OR
Roseville, CA
San Benito County, CA
San Carlos, CA
San Diego, CA (Utilities Director)
San Jose, CA (Deputy Director)
Santa Cruz, CA
South Pasade1111, CA
Stockton, CA (Deputy Ditector)
Sumter County, FL
Tehama County, CA
Tiburon,CA
Uplaod,CA
Woodland, CA
PURCHASING
Central Contra Costa Sanitary
District, CA (purchasing &
M:irterials Manager)
Tacoma, WA (PurcbasingManager)
.RIsKMANAGEMENf
Centtal Contra Costa Sanitary
District, CA (Safety & Risk
Management Administrator)
Ce11tra] Marin Sanitation Agency,
CA (Ditector of Safety and
Training)
Rivemide Transit Agenq, CA (Risk
Manager)
. J
J
TECHNOLOGY
Claik County,h'V
Durham,NC
Fresno, CA
Haywatd,CA
HjJlsboto, OR
Inland Empire Utilities Agency, CA
Modesto, CA
San Francisco, CA
State Bat of California, CA
TRANSPORTATION .
Association of Monterey Bay Area
Governments, CA
Elk wove-Rancho Cordova-El
Dorado County Connector Joint
Powers Authority, CA
Omnitnms, CA
San Diego Association of
Governments, CA
San Joaquin C6uru::il of
Governments, CA
Santa Clarita, CA
Washington County, OR
West Contra Costa Transportation
Advisory Com.tnittee, CA
WASTE WATER/SANITA'I'lON /
SOLID WASTE
Central Contra Costa Sanitation
District, CA
Central Cantta Costa Solid Waste
Authority, CA
Central Marin Sanitation Agency,
CA
Dublin San Ramon Setvices
District, CA
East Bay Dischargers Authority,
CA
Monterey Regional Waste
Management District, CA
Monterey Regional Water Pollution
Control Agency, CA .
Oro Loma Sanitary District, CA
Riclunond, CA
Ross Valley Sanitary District, CA
Salinas Valley Solid Waste
Authority, CA
Sanitary District No.5 of l'vfarin
County,CA
San Jose, CA
Sewer Authority Mid-Coastside,
CA
South Bayside Waste Management
Authority, CA
Stockton, CA
Union Sanitary District, CA
West Contra Costa Integrated
Waste ManagetnentAuthority, CA
WATER
Arizona Municipal WlIter Users
Association, AZ .
Aurora, CO
Bakersfield, CA
Calaveras County Water District,
CA
Joshua Basin Water District, CA
Kennewick ItrlgatiOn District, CA
Phoenix,AZ
Reclamation District 1000, CA
(District Engineer)
sacramento Area Flood Control
Agency,CA
San Luis Obispo County, CA
Santa Clara Valley Water District,
CA
South Placer Municipal Utility
District, CA
Stockton, CA
Sweetwater Springs Water District,
CA
Valley of the Moon Water District, CA .
Walnut Valley Water District, CA
OTHER
Bay Area Air Quality Management
District, CA (Deputy Air Pollution
Control Officer)
Benton County, OR (Health
Director)
Bureau Veritas, CA (Vice President
-Operations)
Central Contra Costa Sanitary
District (Director of Collection
System Ope:tlltions and Director of
PllLut Operations)
Government Services Gtoup. Inc.
(l\1unicipal Services Manager)
BRton. Famkopf, and Hobson
LLC (Manager/Vice President)
Monterey Bay Unified Air
Pollution Control District, CA (Air
Pollution Control Officer)
Port of Long Beach, CA (l\1anaging
Director)
Port of Los Angeles, CA
(Executive Director of Port
Technologies Development
Center)
Port of San Diego, CA (Senior
Director oEReal Estate) .
Robson Homes (Forward Planner
snd Lsnd Acquisition Marulger)
Sacramento, CA (preservation
Director)
Sacramento, CA (Urban Design
Manager)
San] ose, CA (Assistant Director of
Environmental Services)
San Manuel Band of Tribal Indians,
CA (Tribal Maru!ger)
State Bar of California, CA (Chief
Infottnation Officer)
Superior Court of Califomia,
County of Ss.n Luis Obispo, CA
(Assistant Court Executive Officer)
Washoe County, NV (Senior
Services Director)
Washoe County, NV (Social
Services Director)
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Samples of Recruitment Brochures
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CrIY6F
MORGAN HILL,
CALIFORNIA
INVITES YOUR
INTEREST IN
THE POSITION OF
CI1Y ATTORNEY
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. Pa,ks and opeN spaces
abourd, maK"g MOrgan Hi! . . .'
· zations, Th~ Morgan Hill Unified
· .·$chool Dist1ctalSo adilstothe strength
of the com~uriity by working hard to
. maintain and enharice the qu;llityedu-
cation our children deserve,.· ..
Morgan Hill. elfers a professional,safe,
.... relaxed, deru1and famity,or'entedimage,
· .. It provides an. excellent quality of life
· .. v.iith nmyseivK:esthatmeE!l:theper;Onal
needsofvi~rs, busireS$€sand residel1ts.
They are a communitJi thatrllres about
... its d~zensand stri\les to provide the
best for. all.
THE CITY
ATTORN.EY'S
·OFFlCE
The mission of the Cit¥ Attorney'i;()ffice ..
ism provide vigorous, cost ce1fei:tive legal ..
representationji:rtne City ofMQ..-gan Hill. .
'. . '. .
The Oty Attorney is appointed by and .
· reports directly to the full City Council,
The Cit¥ Attomey represents andacMse5 .
· the Cio/C6uncil, ~ommissions: boards.
· and officerS of·i:he C:ity in all matters of
law relaied to City business and opera-
tions, A legal assistant also s\affs the City
Attol'ney's Office: ....
· . TheC~ Attorri~ drafu; aU necessary IegaJ
documents, ordinances, resolutions, .
... and~. The QyAttorrey proseruleS •.
· and def\;lnds aIltriminal actions am civil
claims and lawsuits to which the City is
a party. The Cit¥ Attonney oversees cases
and matters as~/i1ed to outside counsel
... to ensure quality legal representation
· atthe most effeci:Me cost,
ISSUES, .
CHALLENGES
. AND
. OProRIUNIIlES
Issues associated with
growth in Morgan Hill and
the surrounding area are of
significance to the City of.
Morgan Hill. The (€'siderrts of
the Ol}' have approved 3 nreasure
which limits growth I n the City. Atthe
same tim~there 5 growinginterestin ensuringthat .
the City's economic base is broad enough to support a sustainable community.
The City Council is engaged in the redevelopment and revitalization of the
downtown; The City has acquired a number or properties in the downtown and
.. pl.ansto acquire others. Overtimethese Investments and subsequent development
will lead the redevelopment of the area .
. As with many Califomja cities, Morgan Hill's financial resources are limited. As a
re5!cJIt, departments within the City ate expected to be creative in their
approach to problem solyingand staffing. This arects all ofthe01¥'s
departments, including the Ol}' Attomey'sOffice.
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. • City Manager and Department Heads' .'
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in the Crty's executiVe. team. HleCil}' , '
Council is l09kingforan individual~hd .• " ........ .
isromfortableWqrklngiM high~ajl{~
· rative enyjronmentAperso~ wnq
problem sblver and Qm.<!SsisftneCiij i .;
Council and staifiniclel1fifYiilg soluii6n~ .. ,'. :,':
· to issues/challengesis,being sougrn .•..•....• ;.i~/ . : ' , , , ' '., .,' .. ~.~
· The new City Attor~yshqulcf b~i ....j
· persdn \Nho' is ~Jfconfidentanqinstijli':"
.' confidence iri those vyitAwhOrtlliefihe ..•.. ';:::
works. Theideaicandidatewill have' ,".'
'. the albilityto Wqtkasa"sol~ P~~;!"J~'~'
E~?:t·tf~~~ti!
• The City AttomeyshOOl~ possess'S®r)t;;~c:t,;
· ,', -,' . ,"', ;: """", y. :';";'{;" interperSorlillSkiils: The abii.ity X6,,~\[;~~l
. reiaM to.a varlei'lrif~i¥'\''I;!t
"indudingtheCityC~di:: ·•· •... i)
Regional issues and intergovernmental relations are important The nfN'I Oly AIIomey staff~nd .. reSkjen(;is1~-i·.··<,.~;)i
pornnt .. Carididates h •• ; •
shoulifbe open·,.~r~_,.c,?l.),i
nized,ar'!<:1 .possessa,
senreof~ Then&;
.' to the City Council, The City is a member of and partner
with several other governments in organizations that address ..
regional issues. Representing the I nterest> of the residents or
Morgan Hill is important to the Cil}' Council ..
The 01¥ is also concerned. about its water resources. It has challenged
Santa Oara Valley Warer District on its groundwater extraction fee.
. s/n,ld be a person who
. ~ self oor.!ident and instil~
coniider.::e in those with
whom heJi;he wor1<s.
Oty Attorney should be .
an exCellent comml.lnlciltor .
as welL In addiliQn, the Ideal'
. Perchlorate. discovered in the groundwater, remains a legal and financial issue. · candda!e willpo,sessa strorg WOI'k
THE IDEAL CANDIDATE
The ideal candidate will be an experienced municipal attorney who
can effectively lead the office in Morgan Hill. Keys to the success or
the new City Attorney will be the selected .candidate's ability to
work effectively in a collaborative fashion with the City Council
and staff The City Attorney is a key participant along w'th the
etriie. . . . '-" '-'
. . Candidates should possess asoud back-.....
ground.in all as~ctsor tnUnidpall~. ..
Experience in landuse, redevelopment,
.' and enviro)1merrtai i~will distinguish .
successful 2aildidates. It .is anticip.ated
that.candidates will.haveserve.d .asa'·
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TO APPLY
, ,
If you are interestediri this butstanding
opportunfty, please apply, on line at
www.bobmurrayassOc.com.
filing Deadline:
Open Until. Filled
FirstRevk!w of Resumes
, " August 4, 2008
, ,Resumes will be screened according to
, ", theq0a]iflcatio~; outlined above, The
mostqualifi~ c~ndidateswillbe invited
''to pers~nai inrervieWS with Bob Mui'ray
~~d Associates, Rnalist intervie~will
be held with the City of Morgan HilL',
Candidates will be advised ,000the status '
of the recruitment follOwing seredion
, 01' the City Attorney. If youhave any ,
questions, please do not hesltatetoeall
Mr. Murrayat: '
(916)7~4.9080,
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. 'SACRAMENTO AREA '.'
':'S·.C-c'L<-.~~ ..•..••. FLOOD CONTROL .' .. '
.. ' AGENCY (SAFCA) ."
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... ' INVITES YOUR'
..• ' .. INTEREST IN .. ' .....
THE POSITION OF ..
, ',' '." ',' .
. ~GENCY.
··COUNSEL.·····
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. ... ,., ... ' ..... ,'.~.' ....•. ',".,,' .......•... , , ,,'" <F F\. BCB,MURRAY ", '. ...y .,,\. <1'\" '}.$t:~!l.li:Ic t::IATE:S .•.....
:.: '" " . " _' e:Xl"'ERTa,u"qtKEI;IUTIV£iilEARCH : " . ... , .. ~.: ... :<',.<
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· Basin. including those lying within.
Sutt~r County. andalltll~ properties
in.S¢.cramentoCountylying with the
drainage basin of the American River: •.
The Consolidated Capital Assessmerit
• District; .established in 2007.repladng
two separate assesSme nt districts
which were establi.shed earlier;>
.providesfundingforcapitalimproVEi,
ments to theleveesprotectfng·· ....
· Natornas and North Sa:crarn~nto . .' .' " . '
... capital improverrienl5.to fi:>lsom Dam., . · . .,
the levees alo~gthe A\nerican RiVer, .
and the levees and related flood .
tontrolfacilities along Morrison ..
Creek. ahd. its triblltariesin South.·
Sacramento County,
SAFCAis govemed by the Boardof
Dir~ors. Appdintedby member
wt,rKe,d: .• : .. . agencies, the thirteen-member
. . B6ard hok;ls regular monthly meetings
that are open to the public. SAFCA ..
ha,s thi rteen permanent itaff members .
and orie student assistant headedby .
the Executive Director. ,In ,additio~ ,
'to the Executive Director. the staff is
·composedof.twoDirectors of
Engineering, a Director of Admin-'
istration. an Agency Counsel,a
Natural Resources Supervisor, and a .'
Natural ,Resource· SpeCialist.· The .. '
.. Agencyi~ in the process ofcl'eating .
,·and filling a Director orplan~ing
pos~ionas well. The support staff
. , , consists of the Accountant, Accounting
· Technici'!f1., Executive 5ecretaty, and
· Staff Secretary
THE
COMMUNITY
. The City of Sacramento
(population 450,000);
California's capital city, is .
the cultural, educational; ..
business, and governmen-.
tal center of a six county
. metropolitan regio~. S"cra,:
mento serves as center st<>ge for
govemmental pcilicyforthe entre State,
· In addition, the City offers. a dynamic business.
sector, an expanding public transportation system (including Light Rail),
affordable housing, and growing cultural, educational, and medical faCilities
that serve the needs. of 1.5 million people in the greater Sacramento area; .
Peacefully located in a leafy valley of scenic rivers and canopies of trees, .....
Sacramento is a cosmopolitan convergence of tal I , gleaming bUildings, hearty
· Victorians, splendid restaurants and shops, a vibrant arts scene, ahd a virtual
cornucopia of state ofthe artmeeting facilities; ft.s one of the fastest
growing regions in the United States, Sacramento enjoys profes-·
sional ballet, opera, theater, outstanding museums,oneof
"ttractions.The region is served bylaw·· ..
· schoo/s, a California State University,
· a University ofealifornia campus,
and numerous community colleges: .
. .. ..
Sacramento is a progressive c1tywith.
great pride ihits ethnk: and cultural
· diversity,concern for environmental· . -.. .
andiocial issues, and an emphasis . .
on quality in the provision of gov~ .
.. ernmentalserVices, The. Cit/srich· ..
· historical heritage, cornmithnent to
quality of life, and abundance of trees ..
and parkland contributed to Ne~k .. .
magazine. naming Sammerito one
.. ofthe ten best cities intheUnited ,.
States; ..
THE IDEAL.··.
CANDIDATE.··
the best small zoos in the country, the NMs Sacramento
Kings, theWNBl>:s Sacramento Monarchs, and the AAA .
. The ideal candidate will
The Agency Counsel .
positicinsupervisesall ....
; of SAFCNslegal
be an eXcelle.nt. wnlmunicainr,
.: warl<, coordihates.the ..
dedicated in public servke, who . . . . .
baseball team, Rivercats, Each year the Oy hosts the places a premium on buildingtnm .
world's largest Dixieland Jazz jubilee and many other
recreational, entertainment and cultural activities,
. and maintaining cooperative
relationships,
. work of CO(1sulting
attor:neys, ·assures
traininggLIidance for staff .
"ndhelpsadminister ciffi~e :.
Located 90· miles northeast of San· Francisco, Sacramento·
enjoys mild year-round temperatures, The City has been called
· a snapshot of Wild West history ih a modem,world-ciasscity, With a
plethora offirStcclass hotelrooms and attractions, Sacramento offers
an affordable and exciting vacation and meeting destination, It$
amenities, combined w~h.the rich history of Califomia's Wild West, .
help visitors once again diScOver gold inCalifomia's Cap~al City,
The restored State capitol, miles ofrivers and river parkways,
North America's largest railroad museum,and the Old
Sacramento restoration are just a few of the City's many
. :·policies and procedlies, The ideal··
.... candidate should· be familiar with ...
.... MuniCipal,.: State,· Federal and cone
stitutionarlaws affectihg local agency .
govemance,with an emphasis on ~ood ..
.... management .or water resources
.. management. The ideal candidate
wi.1I be an excelient cornmuhicator,
de<;Jicated topublicselVl~e,who~placesa premium on
• building trust and mal~tainir)g.£O()perative r-elationships. ' . ' '-'-,--'-~ ~ --. " ' '
,'Graduation from an acere\litedschool oflaw, membership anci
, ~urrentgood s1arlding w~h the Ouif6mi2\ State Bar Association,
and at least six year~ of Droai;! and varied lawexpenence are
essential forthisp~sition,',
THEC,OMPENSATION,'
TO APPLY
If you are interested in this outstanding
opportunity, please visit our website
atwww,bobmurrayassQC,comtoapply
online.
Filing Deadline:
November 17,2008
Following the closing date, resumes
will be screened according to the
qualifications outlined above, The
most qualified candidates will be
invited to personal interviews with
Bob Murray and Associates, A select
group of candidates will be asked to
provide references once ~ is anticipated
that they may be recommended as
finalis1s, References will be contacted
only following candidate approval.
Finalist interviews will be held with
the Sacramento Area Flood Control
Agency, Candidates will be advised of
the status of the recru~ent following
selection of the Deputy Executive
Director, If you have any questions,
please do not hes~e to call Mr. Bob
Murray at:
(916) 784-9080
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