HomeMy WebLinkAboutS20 - Recruitment for City Manager VacancyCITY OF NEWPORT BEACH
CITY COUNCIL STAFF REPORT
Agenda Item No. S20
May 12, 2009
TO: HONORABLE MAYOR AND MEMBERS OF THE CITY COUNCIL
FROM: City Manager's Office
Homer Bludau, City Manager
949/644 -3000 or hbludauOcitv.newport- beach.ca.us
Human Resources Department
Terri L. Cassidy, Human Resources Director
949/644 -3300 or tcassidy(Mcity.newport- beach.ca.us
SUBJECT: Council Consideration of Retaining an Executive Search Firm to
Conduct the Recruitment for the Upcoming City Manager Vacancy
ISSUE:
Does the City Council want to hire an executive search firm to conduct the recruitment for
the City Manager's position?
RECOMMENDATION:
Hire a firm to conduct the recruitment. The Ad Hoc Council Committee intends to make a
recommendation as to the specific firm at Tuesday's Council meeting. If a firm is selected,
direct the City Manager and Human Resources Director to enter into a professional services
agreement for these professional recruitment services, with a scope and cost that has been
reviewed and approved by the Ad Hoc Committee.
DISCUSSION:
Background:
City Manager Homer Bludau has announced that he intends to retire at or around
September 15t, after serving the City for 10 years in the position. When the current City
Manager was hired in 1999, the hiring was the result of a recruitment handled by an
executive search firm. Since 2000, most City department director vacancies have been filled
through the results of executive searches, as this is an industry standard and is the best
way to seek out highly qualified candidates, while keeping their current employment from
being jeopardized. In addition, expert recruiters have the capability to match their client city
with the best "fit" qualities, as defined by the whole City Council. The recent City Attorney
recruitment and subsequent salary package negotiation utilized an executive search firm.
Consideration of Retaining an Executive Search Finn to Conduct the Upcoming City Manager Recruitment
May 12, 2009
Page 2
There are numerous reasons for using an executive search firm for the City Manager
recruitment. These firms have conducted numerous recruitments for City Managers and
Assistant City Managers, not only in California, but throughout the nation, and they have
experience with and knowledge of the talent pool available. They also are aware of
compensation /benefit issues which are likely to arise and possess the experience of how to
successfully conclude employment negotiations. They have vast experience with how to
conduct successful recruitments, how to effectively market positions, and they often have a
base of potential candidates whom they can contact personally and converse with about the
opportunities in Newport Beach. Using an executive search firm also allows the Human
Resources Department personnel to objectively assist, but not be the lead on the
recruitment. In addition, should inside candidates be interested, this is the most objective,
fair and nondiscriminatory method of conducting the testing for all participants. The Human
Resources Director is experienced in the executive search process, having been a
candidate and having worked with many such firms in the past. She will be the liaison
between the recruiter and the City Council, helping to facilitate meeting deadlines and the
coordination of stages of the process.
The City Council is expected to approve the formation of a City Manager Ad Hoc
Recruitment Committee, which will be making recommendations to the City Council
regarding the hiring of a new City Manager. One of the issues the members of this
committee have already discussed is the use of an executive search firm for the City
Manager recruitment. Mayor Selich, Mayor Pro Tern Curry and Councilman Henn have met
with the City Manager and the Human Resources Director to review the executive search
firm proposals received for the City Attorney recruitment. They also reviewed new proposals
for the City Manager position recruitment provided by Alliance Resource Consulting (Long
Beach) and Teri Black & Associates (Palos Verdes). Both of these firms have prior
experience with the City of Newport Beach in 2008 and have been interviewed by some
Council members previously. An interview with at least one of these firms will take place
prior to Tuesday's Council meeting, and there is a good chance the Ad Hoc Committee will
be making a recommendation on Tuesday of a firm to hire.
The current City Manager seeks to retire on or near September 151, and in order to have a
recruitment process which can meet that date requires initial recruitment decisions to be
made quickly. The hiring of an executive search firm is one of the first major decisions
which will initiate the recruitment process.
Fiscal Impact: The proposals from Alliance and Teri Black & Associates are provided. The
cost, including expenses, is anticipated to be in the range of approximately $22,000, but
both firms have indicated if they are considered for the Administrative Service Director
recruitment as well, they will provide a "package" rate that will drop the fees for each
recruitment. Should Council approve the hiring of an executive recruitment firm, staff will
return at the May 26th meeting with a budget amendment, if needed, to cover the
recruitment services.
Environmental Review: The City Council's approval of this Agenda Item does not require
environmental review.
Consideration of Retaining an Executive Search Finn to Conduct the Upcoming City Manager Recruitment
May 12, 2009
Page 3
Public Notice: This agenda item has been noticed according to the Brown Act (72 hours in
advance of the meeting at which the Council considers the item).
Prepared and submitted by:
OMER L. B DAU TERRI L. CASSIDY
City Manager Human Resources Director
Attachment
Your Executive Search Solution'
April 22, 2009
Mayor Edward D. Selich
City of Newport Beach
3300 Newport Blvd.
Newport Beach, CA 92663 -3884
Dear Mayor Selich
Teri Black & Company (TBC) is pleased to present this proposal to assist the City of
Newport Beach with its efforts to successfully recruit a new City Manager and
Administrative Services Director. We are the recruiter of choice for many premier
Southern California communities including Santa Barbara, Santa Monica, Beverly
Hills and Manhattan Beach, and would be honored to continue to provide executive
search services to the City of Newport Beach.
Founded in 2006, TBC is dedicated to providing the most personalized executive
search services to clients and candidates in the industry. The business goals of the
firm are centered around producing quality results and establishing long -term
relationships with our customers. Personalized service and attentiveness have
never been more important in our industry as the competition for outstanding talent
continues to intensify and economic challenges grow more complex. With hard work
and dedication, our consultants have developed tremendous credibility based on
outstanding results and service. Nearly 80 percent of our business is a result of
repeat customers.
TBC is not driven by volume which helps set us apart from our competitors. We are
committed to providing customized and flexible service to our clients and will only
take on a select number of recruitments at any given time. In addition, TBC is one of
only two woman -owned recruiting firms serving local government in the country.
Detailed information about the firm and our clients is available on our website —
www.tbcrecruiting.com.
If retained, you will have my commitment that the City's recruitments will receive the
highest level of attention and will not be delegated to a junior level consultant.
Please do not hesitate to call if you have any questions or need additional
information regarding our services or qualifications.
Sincerest regards,
eri Black- rann
President
Teri Black & Company • 4232 Pascal Place, Palos Verdes Peninsula, CA 90274
tel 310.377.2612 • fax 310.377.1362 • www.tbcrecruiting.com
PROPOSAL
Executive Search Services
for the
CITY OF NEWPORT BEACH
to recruit a
CITY MANAGER
ADMINISTRATIVE SERVICES DIRECTOR
April 2009
Your Executive Search Souuttam
TABLE OF CONTENTS
SECTfON
I. CREDENTIALS & QUALIFICATIONS 1
II. RECRUITMENT STRATEGY 3
III. PROJECT TIMELINE 9
IV. REFERENCES 10
V. CONSULTANT & STAFF PROFILES 12
VI. PRICING, GUARANTEE & CONTACT INFORMATION 14
VII. COMPREHENSIVE LIST OF CLIENTS 16
SAMPLE RECRUITMENT BROCHURES
1. CREDENTIALS & QUALIFICATIONS
Ted Black & Company (TBC) has a solid reputation for providing exemplary service
to ' its clients and has enjoyed great success in recruiting impressive
professionals for our Orange County customers which include the Cities of
Tustin, Anaheim, Los Alamitos, Costa Mesa and Buena Park, as well as the Mesa
Consolidated Water District and the Municipal Water District of Orange County.
With the recent completion of the City's Human Resources Director recruitment, we
were privileged to be able to add Newport Beach to our client roster. As evidence of
our clients' high satisfaction levels, nearly 80% of our projects are generated
through repeat business.
Teri Black -Brann has personally led Council appointed recruitments for the Cities of
Long Beach, Moreno Valley, Vista, Yucca Valley, San Jose and Arlington, TX.
Further, we have assisted the Mesa Consolidated Water and Hi -Desert Water
Districts' Boards of Directors with their searches for new General Managers.
Relevant to the Administrative Services Director search, TBC has recently
completed municipal finance recruitments for the Cities of Tustin (Director) and
Santa Monica (Internal Audit Manager). We are currently conducting a Finance
Director search for the City of Murrieta. The Cities of Pittsburg and Santa Clara
have also secured our services to recruit for the positions of Assistant Finance
Director and Accounting Division Manager respectively.
The firm's Southern California headquarters (Palos Verdes) provides another
advantage for clients retaining TBC. Our Los Angeles based presence enables us
to maintain an impressive depth of knowledge regarding regional issues and
activities. In addition, we have a full -time recruiter based in Orange County. Our
geographic positioning allows us to be particularly accessible and responsive to
our Southern California clients and also helps to keep consultant travel costs to a
1
minimum. Lastly, our Placement Guarantee (Section VI) is typically double the
industry standard.
TBC has an excellent track record for recruiting well qualified candidates and has
been very successful in attracting diverse candidate pools. We are frequently called
upon to manage exceptionally challenging assignments which is attributable to our
commitment to personalized service and not limiting the amount of resources we
dedicate to any given project.
Ten Black -Brann will serve as the lead consultant on both projects. She maintains a
strong nationwide network in the city management and municipal finance
disciplines through her involvement and membership with the California League of
Cities, Cal -ICMA, ICMA, California City Managers Foundation, California Society for
Municipal Finance Officers, Association for Local Government Auditors and the
Municipal Management Assistants of Southern California, among others. She is a
founding member of Cal- ICMA's Preparing the Next Generation initiative. Profiles
on the consultants and staff who will be actively engaged in this assignment can be
found in Section V.
2
II. RECRUITMENT STRATEGY
The executive search strategy that follows describes four complete phases of a
comprehensive recruitment for Council appointed and department head level
positions.
PHASE
Client Feedback & Involvement
The lead consultant will work closely with the elected body to design the candidate
profile, recruitment strategy and timeline in accordance with the Client's desires
and expectations. It is our goal to gain a complete understanding of the
experience, knowledge, expertise and strengths the City Council is seeking in a
new City. Manager, as well as learn about the City's priorities, current and
upcoming challenges, fiscal health, organizational culture, and composition of the
management team.
At the City Council's discretion, the consultants can also meet with various
stakeholders of the organization including the City Manager, department heads,
community leaders, city commissioners, etc. These supplemental meetings allow
us to obtain additional feedback and gain a broader understanding of the
community along with the organization's culture and inner workings. While the
additional meetings are entirely optional, it frequently helps the consultants gather
useful information. A similar strategy would be implemented for the Administrative
Services Director recruitment with more emphasis placed on generating
department and customer feedback.
In order for TBC to represent any opportunity with conviction and credibility, we
prefer to get as much information and feedback as possible before a recruitment is
officially launched. Because our clients know their organizations best, we rely on
their guidance to determine the best sources of information upon launching each
3
assignment. TBC can also assist the City with determining competitive salary
ranges for the positions.
Strategy Refinement
Following the gathering of feedback, TBC will develop a detailed timeline for each
project along with proposed methodologies for attracting the best possible
candidates. Detailed timelines and specific strategies will be reviewed and
approved by the Client prior to execution.
Material Development & Production
Immediately following the client feedback activities, the lead consultant will draft
advertising and recruitment brochure text for the Client's review. This information
(description of community, organization, ideal candidate profile,
compensation /benefits, etc.) should accurately summarize what was learned from
the feedback sources.
PHASE II
Advertising & Marketing
Following the consultants' developing a clear understanding of what the City
Council /Client is seeking, we will create separate advertising campaigns for the
respective recruitments. The campaigns will involve printed
publications /professional journals as well as powerful campaigns on selected
websites.
Once the advertising is executed, TBC will distribute the recruitment brochures and
any supplemental materials the City wishes with a personalized cover letter to
professional contacts in our database, with primary emphasis on California
candidates for the Administrative Services position. Sample TBC recruitment
brochures are included in the back of this proposal.
0
Personalized Outreach
As a follow -up to the direct mail campaign, the consultants will personally contact
the individuals targeted and generate new contacts through referrals made by
respected sources. The most impressive candidates are usually found this way
and it frequently requires several persuasive conversations to attract them into a
recruitment if they are content and successful in their current position. The
majority of highly qualified candidates will not respond to an advertisement, so we
proactively reach out to them.
With respect to the City Manager search and depending upon the timing, the lead
consultant could personally announce the upcoming recruitment at the May 22nd
meeting of Cal- ICMA's Preparing the Next Generation committee meeting to be
held in Yorba Linda. These meetings are typically attended by some of the most
respected leaders in the state and the local venue may be particularly
advantageous.
Our clients pay for results and that's exactly what we deliver. Unlike many of
our competitors, TBC invests whatever time is necessary to generate a number of
outstanding candidates from which the Client can make a selection. While many of
our competitors charge additional consulting fees beyond a specific threshold, we
do not limit the number of consulting hours or meetings dedicated to any given
project.
PHASE III
Resume Assessment
While the lead consultant will review resumes for both searches as they are
received, a final detailed review of each submission will be conducted immediately
following the closing dates of the recruitments. Those candidates determined to be
the most highly qualified will be selected for screening interviews.
5
Screening Interviews
TBC does not restrict the number of candidates to be screened. Rather, we
interview every candidate who meets our Client's criteria. As a rule, this group
frequently amounts to 10 -12 candidates. The number of candidates screened
ranges from just a handful of professionals for highly specialized positions to more
than 20 for highly coveted opportunities.
To the degree possible, TBC will conduct as many of the screening interviews as
possible in- person. While phone interviews are more than adequate for a
preliminary interview, we can give our clients a much deeper assessment of an
individual if we have the opportunity to meet with that person face -to -face. To the
extent we can remain within the project budget and mutually agreed upon
timelines, we will go to great lengths to assess the candidates in this manner.
Reports to Client
Following the completion of the screening interviews, the consultants will develop a
written report for each individual recruitment that includes: a master list of all the
applicants, resumes and cover letters for each candidate interviewed, a one -page
profile summarizing each candidate's professional history, plus an overview of the
consultant's initial assessment of each individual based on their experience and
the results of their screening interview.
TBC will send the written report to the Client's designated recipients in advance of
a scheduled meeting that will be dedicated to reviewing the results of the
recruitments, discussing each candidate screened, and planning for the final
stages of both selection processes.
Candidate Communications & Care
Throughout the entire recruitment, TBC will take responsibility for communicating
with the candidates throughout every stage of the recruitments. In addition, the
City should feel free to refer any inquiries from potential or existing candidates
directly to the lead recruiter at any time during the engagements. We handle all
administrative aspects of the assignments.
TBC is extremely attentive to internal candidates. Our consultants make sure they
understand the process and are kept informed at every juncture as they may have
never worked with a recruiter before. We take great care to meet the needs of the
entire candidate pool throughout our engagements as it is critical that all the
participants have a positive experience and leave either process with a favorable
impression of the City of Newport Beach - regardless of whether or not they are
selected.
PHASE IV
Selection Process
TBC will design and administer an appropriate final selection process for the City
Manager and Administrative Services Director searches. Most City Manager
selection processes entail at least one interview with a Council sub - committee
and /or the entire Council followed by follow -up interviews with a smaller number of
candidates. Additional assessment activities can be developed such as
psychological assessments, writing and presentation exercises, problem solving
scenarios, etc. A separate process would be created for the Administrative
Services position. We tailor all of our processes to best meet our Clients' needs
and will assist the decision makers with deliberation.
Background & Reference Checks
Following each final process and the Client's selection of its top candidates, TBC
will conduct thorough background and in -depth reference checks. Our
background checks are performed by a licensed private investigator and entail
credit, driving record, civil, criminal and academic credential records checks. Court
records checks include county, state and federal systems. Media and intemet
checks are also included. The reference checks are conducted by a recruiting
rA
consultant and are supplemented by comments generated from contacts that do
not appear on the candidate's reference list. Extensive written reports are provided
to the Client for review and recordkeeping.
Negotiations
Once the Client reviews and is comfortable with the findings in the reports, TBC is
available to assist with negotiations on compensation, benefits, start date and
other transition details to bring both assignments to completion.
P
III. PROJECT TIMELINE
TBC is prepared to begin work in the spring upon formal engagement. An executive
level recruitment can typically be completed within approximately 100 - 120 days. A
visual of a projected timeline is portrayed below and assumes that work on at least
one search will commence by June 2009. While both searches can be executed
simultaneously, it is recommended that they be slightly staggered or conducted
separately.
E
JAN FEB MAR APR MAY JUN JUL : AUG SEP OCT NOV DEC
Phase I
Phase 11
Phase III
Phase IV
E
REFERENCES
Client: City of Santa Monica Tel: 310.458.8301
Contact: Lamont Ewell, City Manager
Searches: Assistant City Manager (2008), Director of Finance (2007), Internal Audit
Manager (2009), Director of Public Works, Housing Manager, Assistant Director
of Planning & Community Development, Building Official, Employee Services
Manager
Client: City of Moreno Valley Tel: 951.413.3000
Contact: Council Member Richard A. Stewart (former Mayor)
Searches: City Manager (2005 - 2006), Assistant City Manager (2006),
Economic Development Director, City Engineer
Client:
City of Arlington, TX Tel: 817.459.6122
Contact:
Mayor Robert Cluck
Searches:
City Manager (2006), Deputy City Manager, Internal Auditor
Client:
City of Tustin Tel: 714.573.3000
714.573.3052 (Kristi)
Contact:
Bill Huston, City Manager
Kristi Recchia, Director of Human Resources
Searches: Director of Finance (2008), Police Chief, Director of Parks & Recreation,
Assistant Director of Public Works, Director of Human Resources, Field Services
Manager
Client: Mesa Consolidated Water District Tel: 949.631.1206
Contact: Shawn Dewane, Board President (former Board President)
Searches: General Manager (2006 and current)
Client: City of Vista Tel: 760.639.6131
Contact: Rita Geldert, City Manager
Morris Vance, Mayor
Searches: City Attorney (2006- 2007), Fire Chief, Director of Redevelopment, Director of
Finance, Director of Public Works, Director of Engineering, City Engineer, Traffic
Engineer, Principal Planners, Communications Manager
10
Client: City of Beverly Hills Tel: 310.285.1012
Contact: Rod Wood, City Manager
Searches: Assistant City Manager (2005- 2006), Chief Financial Officer (2005)
Client: City of San Jose Tel: 408. 975.1475
Contact: Mark Danaj, Director of Human Resources
Searches: Assistant City Manager (2001 & 2008), Independent Police Auditor, Director of
Economic Development, Building Official, Planning Official
Client: Municipal Water District of Orange County Tel: 714.963.3058
Contact: Brett Barbre, Director (former Board President)
Search: General Manager
Client: City of Anaheim Tel: 714.765.5165
Contact: Dave Morgan, City Manager
Searches: Police Chief, Director of Planning
11
V. CONSULTANT & STAFF PROFILES
Teri Black - Brann, President
Following a distinguished career in local and federal government, Teri has been
dedicated to public sector executive search since 1999. Serving communities with
populations in the millions to as small as 1,500 over the last nine years, she has built
a substantial base of clients across the Western United States that continually rely
on her personalized service and recruitment expertise. In addition to cities and
counties, Ted's clients also include special districts, utility agencies and non - profit
organizations. She has managed a multitude of high profile and sensitive
recruitments over the years. Prior to starting her own firm in 2006, Teri was
affiliated with Shannon Executive Search /CPS Human Resource Services and The
Oldani Group.
Before entering the executive search profession, Teri served as a Chief of Staff in
the U.S. Department of Justice. Her local government experience includes
management positions in the Cities of Santa Ana, Lakewood and Oakland,
California. As a consultant, clients find her prior government service to be of
tremendous value as they often comment, "She has walked in our shoes and
understands our business."
Teri earned her Master's degree in Public Administration from the University of
Southern California and holds a Bachelor's degree from California State University,
Fullerton. She is a recent graduate of the UCLA Anderson School of Management's
invitational certificate program for entrepreneurs and a founding member of Cal -
ICMA's Preparing the Next Generation committee which has served as a model for
the national organization.
Teri will serve as the lead and primary consultant on both engagements.
12
Carolyn Seeley, Senior Consultant
Carolyn has over 20 years of human resource experience and has personally
assisted Teri Black -Brann with over 200 local government recruitments. She
provides invaluable support to our engagements by conducting extensive research
and generating referrals from non - traditional sources. Carolyn has supported all of
Ted's Council appointed and department head level recruitments over the past five
years. Recently, her Southern California contributions have been instrumental in
bringing our Newport Beach, Tustin, Manhattan Beach, Santa Monica, and Murrieta
searches to successful conclusions.
Although she has focused exclusively on recruiting the past several years, Carolyn
also possesses extensive experience in employee relations, employee benefits,
compensation, training, and human resource information systems. She earned her
MBA degree from Pepperdine University and holds a Bachelor's degree in Health
Administration from California State University, Northridge. Carolyn is based in
Monarch Beach, California.
Cindi Maudlin, Engagement Manager
Cindi is responsible for managing the administrative activities associated with TBC
recruitments. From ensuring contractual requirements are met to coordinating
background checks, she is involved with all aspects of the search process and
serves as Teri's invaluable "fight hand" in ensuring that all client and candidate
needs are met.
Working out of the Palos Verdes office, Cindi brings over a decade of project
management experience to TBC and she holds a Bachelor's degree in English from
Loyola Marymount University.
13
VI. PRICING, GUARANTEE & CONTACT INFORMATION
The combined professional fee for both search assignments is $29,5001, This
includes all work outlined in Phases I — IV in the proposal's scope of work. Having
developed a strong partnership with the City's Human Resources Team during the
most recent Director's recruitment, we are confident that both projects can be
executed with the utmost in efficiency and thoroughness.
Reimbursable expenses for each search will range from $6,000 — $7,750
(depending on the extent of the advertising and marketing campaigns and consultant
travel). Reimbursable expenses include advertising, brochure design and
reproduction, printing /copying, postage and delivery charges, as well as consultant
travel.
Professional fees and expenses are billed on a monthly basis.
Placement Guarantee
Consistent with the ICMA Code of Ethics, if a candidate selected and appointed as
City Manager by the Newport Beach City Council as a result of a TBC recruitment
terminates employment for any reason before the completion of the first two years
of service, TBC will provide the City with the necessary consulting services required
to secure a replacement. Professional consulting services are provided at no cost to
the Client; expenses are covered by the City. Although it is not our standard
practice for department head level positions, we will honor this same guarantee for
the Administrative Services Director position as well.
' The professional fee quoted for the City of Newport Beach reflects a substantial multiple recruitment discount. The
standard TBC professional fee for an executive level recruitment is $16,500- $19,000 per search. The fee presented
may be slightly modified depending on the capacity of the Client to assist with various activities and the ability to
maximize the use of the consultants' time when conducting on -site work.
14
Company Contact Information
Business address:
Telephone:
Fax:
Web site:
Federal Tax ID:
Primary Contact:
4232 Pascal Place
Palos Verdes Peninsula, CA 90274
310.377.2612
310.377.1362
www. tb crecru iti ng. cc m
13- 4346458
Teri Black -Brann
ted@tbcrecruiting.com
Office: 310.377.2612
15
Mobile: 310.781.0878
IV. COMPREHENSIVE LIST OF CLIENTS
Cities
Anaheim
Arlington, TX
Ashland, OR
Belmont
Beverly Hills
Buena Park
Cannon Beach, OR
Carlsbad
Chandler, AZ
Colorado Springs, CO
Concord
Costa Mesa
Davis
Denver, CO
East Palo Alto
El Cajon
Eugene, OR
Fort Worth, TX
Goleta
Hermiston, OR
Hermosa Beach
La Habra
Long Beach
Lynwood
Manhattan Beach
Modesto
Moreno Valley
Murrieta
National City
Newport Beach
Oakland
Pasadena
Pittsburg
Prescott Valley, AZ
Pomona
Redlands
San Diego
San Jose
Santa Barbara
Santa Clara
Santa Clarita
iR
Santa Monica
Sunnyvale
Surprise, AZ
Torrance
Tustin
Vista
West Sacramento
Yucca Valley, Town of
Counties
Denver, CO (City /county)
Lane, OR
Los Angeles
Merced
Monterey
San Diego
Santa Barbara
Special Districts /Authorities
Ashland, OR Parks Commission
Beach Cities Health District
Castaic Lake Water Agency
Goleta Water District
Hi -Desert Water District
Mesa Consolidated Water District
Municipal Water District of Orange County
Southern California Association of Governments
17
EXECUTIVE RECRUITMENT SERVICES
CITY MANAGER &
DIRECTOROF
ADMINISTRATIVE
SERVICES
CITY OF NEWPORT BEACH, CA
COPYRIGHT 2009 ALLIANCE RESOURCE CONSULTING, LLC
All rights reserved.
1----"M11P1
ALLIANCE
RESOURCE CONSULTING LLC
T H E P O W E R OF P A R T N E R S H I P
April 28, 2009
VIA COURIER
CONFIDENTIAL
Mayor and Members of the Selection Committee
City of Newport Beach
3300 Newport Blvd.
Newport Beach, CA 92663
Dear Mayor and Members of the Selection Committee:
Alliance Resource Consulting is pleased to submit this proposal to assist the City of Newport Beach in its efforts
to recruit and screen candidates for the positions of City Manager and Director of Administrative Services.
This proposal outlines our general understanding of your requirements and the steps we will take to help
accomplish this task. If you desire some modification of our work program, we would be pleased to discuss this
with you.
Alliance Resource Consulting is considered the premier public sector executive recruiting firm in the country.
Our corporate motto is "The Power of Partnership." We take this seriously and have built our reputation on
providing services of the highest quality. Alliance Resource Consulting was formed when our executive search
consultants acquired the highly regarded executive search practice of one of the largest public sector
consulting/government services companies in the United States. At Alliance Resource Consulting, we are
building on the excellent reputation and commitment to service that were the cornerstones of the previous
practice. With the innovative use of technology and a commitment to forming enduring partnerships with our
clients, Alliance Resource Consulting is committed to setting a new standard for the industry.
We look forward with great interest to working with you again on this very important assignment.
Sincerely,
c�
Eric J. Middleton
Managing Partner
PALO ALTO OFFICE HEADQUARTERS OFFICE EAST COAST OFFICE
22813Atm.TmRAveRUe, 3aa FLOOR 4000Cenm , Surre 510 1940 Dm SIREaT, Suite 200
PALO ALm, CA nmua& 94301 LomEam:ItCN.ammR 90802 ALFSA Em, Vmo 22314
Tel: (650) 296-1032 • Fax: (650) 521-0024 TeL(562)901 -0769 . Pax! (562) 901-3082 Tel: (703)694 -3120 • Fax; (703) 548-9446
Website: w allix=msoui=oommlting.com • E -mail: info ®allia RC.com
of a..rroe e.e.,
TABLE OF CONTENTS
PROPOSAL SUMMARY ................ ...................................... 1
QUALIFICATIONS OF THE FIRM . ..............................2
YOUR RECRUITMENT ....................... ..............................4
THE RECRUITMENT PROCESS ...... ..............................6
OURCLIENT'S ROLE ......................... .............................10
TIMEFRAME .......................................... .............................11
ALLIANCE INNOVATIONS ............. .............................12
RECRUITMENT COSTS .................... .............................15
APPENDIX A -CHIEF EXECUTIVE SEARCHES FOR
LOCAL GOVERNMENTS CONDUCTED BY ALLIANCE
RESOURCE CONSULTING
APPENDIX B - FINANCE SEARCHES OF ALLIANCE
RESOURCE CONSULTING
APPENDIX C - ORANGE COUNTY (CA) CLIENTS OF
ALLIANCE RESOURCE CONSULTING
APPENDIX D - BIOGRAPHIES
APPENDIX E - REFERENCES
PROPOSAL SUMMARY
Alliance Resource Consulting is committed to providing our clients with
the highest caliber of service in the industry. Our team of dedicated
professionals utilizes state -of- the -art technology in conducting a search.
In 2004, Alliance Resource Consulting acquired the national executive
recruiting practice of MAXIMUS. With a sizeable staff, Alliance Resource
Consulting is able to provide the best possible service to our clients. We
are based out of Long Beach, California and are the only firm in
California to provide local in -state clients unlimited on -site client
meetings. We have also have offices in Palo Alto, CA and Alexandria,
VA.
Our current staffing is:
Eric Middleton, Managing Partner
Sherrill Uyeda, Senior Partner (Palo Alto, CA)
Steve Holloway, Chief Financial Officer
Nicholas Mesic, Manager
Gisela Garcia McLean, Consultant
Syldy Tom, Consultant
Richard Kaplan, Research Consultant
Geoff Gambling, Research Consultant
Eric Middleton will have final responsibility for all work on this
engagement and will be assisted by Nicholas Mesic. To accomplish this
assignment, we will use the full resources of the firm. Biographies of key
consultants can be found in Appendix D, and references can be found in
Appendix E.
This proposal will highlight our background, qualifications,
methodology, innovative techniques, and professional service fee with
regard to the City of Newport Beach's City Manager and Director of
Administrative Services recruitments.
I-
QUALIFICATIONS OF THE FIRM
We believe we are exceptionally well qualified to assist you. We have
extensive nationwide experience recruiting City and County Managers,
as well as experience throughout California. Currently, we are recruiting
the City Managers for the City of Anaheim (CA), the City of Yorba Linda
(CA) and the City of Pacific Grove (CA). We just completed the
recruitments for the City Managers for the City of Gaithersburg (MD) and
the City of San Bernardino (CA), and the City Administrator for the City
of Huntington Beach (CA).
In the last two years, we have completed the following City/County
Manager recruitments:
Butte County, CA
Chief Administrative Officer
City of Carlsbad, CA
City Manager
City of Compton, CA
City Manager
City of Concord, CA
Assistant City Manager
City of Dallas, TX
Assistant City Manager
City of Hesperia, CA
City Manager
City of Hillsboro, OR
City Manager
City of Inglewood, CA
City Manager
City of Irvine, CA
Assistant City Manager
City of La Palma, CA
City Manager
City of Monterey Park, CA
City Manager
Los Angeles County, CA
Chief Administrative Officer
City of Long Beach, CA
City Manager
City of Placentia, CA
City Administrator
City of San Jose, CA
City Manager
Washoe County, NV
Assistant County Manager
-2-
We also have significant experience with finance and administrative
services recruitments. In the last two years, we have recruited the
Director of Human Resources for the City of Oxnard (CA); the Director of
Human Resources for the City of Santa Rosa (CA), the Director of
Administrative Services/Finance Director for the City of Signal Hill (CA),
the Director of Administrative Services for the City of Dana Point (CA),
the Assistant Director of Human Resources/Risk Management for the
City of Dallas (TX), and the Retirement Administrator for Santa Barbara
Employees' Retirement System (CA).
In the last three to four years, we completed recruiting the Deputy
Director of Administrative Services for the City of San Jose (CA).
Our ability to carry out the work required is heavily dependent on our
past experience in providing similar services to others, and we expect to
continue such work in the future. It should be noted that all of these
recruitments were completed on time and within budget. Each search
ranged from four to five months in duration.
We will preserve the confidential nature of any information received
from you or developed during the work in accordance with our
established professional standards.
We assure you that we will devote our best efforts to carrying out the
work required. The results obtained, our recommendations and any
written material we provide will be our best judgment based on the
information available to us and our liability, if any, shall not be greater
than the amount paid to us for the services rendered.
-3-
YOUR RECRUITMENT
It is our understanding that the City wishes to conduct concurrent
executive recruitments for the position of City Manager and Director of
Administrative Services. Relative to your present search requirements,
I I
we believe the principal auvantages in using our first and what may
differentiate us from others are:
➢ Our specialization in public sector executive search on a nationwide
basis;
➢ Our proactive recruitment of candidates who may not be seeking new
employment and would not normally respond to routine advertising,
or who may come from non - traditional sources;
➢ Our ability to capitalize on an established network of the most
respected executives in the nation;
➢ Our extensive experience recruiting city managers, chief executives,
finance and administrative services professionals;
➢ Our track record of success in placing senior level executives in
particularly sensitive and highly responsible /accountable positions;
➢ The quality of our work — indicative of this is the fact that most of our
clients have utilized our services on more than one occasion, and
many have hired our consultants from 5 -to -25 tunes;
➢ Our team is skilled in the latest techniques to identify prospective
candidates and, as a search progresses, to assist in gathering
background information on leading candidates;
➢ Our proven ability to identify and recommend qualified female and
minority candidates;
➢ Our ability to conduct your assignment in a timely and complete
manner;
➢ Our close proximity to you with an office based out of Long Beach;
-4-
➢ Our reputation among clients and candidates for-communication (e.g.,
acknowledgment of resumes, regular reports to the client, face -to -face
interviews with candidates); and
➢ The thoroughness of our documented reference and background
checks. We do not merely ask for "five work related references."
Rather, we request very specific references from candidates<and
supplement our reports with information gathered from available
information sources (e.g., Lexis- Nexis, the internet, newspapers and
blogs).
s-
THE RECRUITMENT PROCESS
Our objective is always to find the best qualified candidates. We believe
that, although notices in professional journals may be helpful, many of
the best candidates must be sought out and their interest encouraged.
Our general familiarity with the City, knowledge of the field and our
relationships with professional organizations make us well qualified to
assist you.
Our clients have found that we are able to:
➢ Build consensus among those involved in the hiring process.
➢ Develop the appropriate specifications for a position.
➢ Encourage the interest of top -level people who would otherwise be
reluctant to respond to an advertisement.
➢ Preserve the confidentiality of inquiries, consistent with State public
disclosure and open meeting laws.
➢ Save a considerable amount of time for client staff in developing and
responding to candidates.
➢ Independently and objectively assess the qualifications and suitability
of candidates for the particular position for which we are recruiting.
If our proposal is accepted, we will do the following for each recruitment:
Organization and Position Analysis
We will interview the appropriate individuals to determine views of the
position and expectations regarding desirable training, experience and
personal characteristics of candidates. In addition, should you request it,
we will conduct /facilitate community outreach meetings and focus group
discussions.
6-
We also have experience creating and managing community surveys,
should the City want input from its constituents. We will also
gather /review relevant information about the City, such as budgets,
organization charts, etc.
Once our findings have been summarized, we will submit a Recruitment
Profile with the desired qualifications and characteristics for your
approval. The Recruitment Profile that will be sent to potential
candidates will include information about the City, the job and the
criteria established by you. Sample Recruitment Profiles are enclosed.
Recruitment
Once you have approved the Recruitment Profile, we will actively seek
out individuals with superior qualifications and invite and encourage
their interest. Announcements can be placed on -line and in professional
journals. However, we will rely heavily on our own experience, contacts
and file data.
As a matter of corporate policy, we will not discriminate against any
applicant for employment on the basis of race, religion, creed, age, color,
marital status, sex, sexual preference, disabilities, medical condition,
veteran status or national origin. A substantial percentage of the
placements made by our firm have been minority or female candidates.
Frequent communication with our clients is a hallmark of our firm. While
consultants will provide regular updates on the progress of your search,
you will also be able to access up -to -date 'real time' information
regarding your search from our secure website.
Preliminary Screenins
We will review, acknowledge and evaluate all resumes received.
Preliminary screening will be based upon criteria contained in the
Recruitment Profile, information contained in the resumes submitted to
us, and our knowledge of the people and organizations in which they
work. Telephone screening will be conducted with the most promising
candidates to gain a better understanding of their backgrounds.
-7-
Progress Reporting
Upon completion of our preliminary screening, we will assemble and
submit a progress report of the leading candidates to you. This report
will include summary resumes, supplemental information, and the
original resumes of those candidates we believe to be best qualified for
the position. Supplemental information on a candidate typically
includes: the size of the organization for which the person works,
reporting relationships, budget responsibility, the number of people
supervised, related experience and reasons for interest in the position.
Any other specific information will be dictated by the criteria set forth in
the Recruitment Profile.
The purpose of our progress report is two -fold. It allows you an
opportunity to review the candidates prior to the conclusion of the search
and allows us to receive feedback on the caliber of the candidates
recruited. In this way, you will not be surprised by the candidates, as
you will have seen their qualifications prior to the final interviews. Of
course, we are flexible and may consider other individuals as final
candidates who are subsequently identified and were not included in the
progress report.
Candidate Evaluation
We will interview (either in person or via video - conference) those
candidates whose qualifications most closely match the criteria
established by you. We will examine their qualifications and
achievements in view of the selection criteria. Additionally, we will
verify degrees and certifications and gather newspaper articles via the
Internet.
As part of our process in evaluating candidates, we make telephone
reference checks. In conducting these references, it is our practice to
speak directly with individuals who are, or have been, in a position to
evaluate the candidate's performance on the job. These references and
our evaluations provide you with a frank, objective appraisal of the
candidates. We will conduct preliminary references on candidates to be
interviewed, and will finalize these for the top one or two candidates.
M
Final Reporting/Client Interviews
We will assist you in scheduling final candidates for interview with your
organization, and will send the candidates packets of information which
we obtain from you (e.g., information about the organization and the
geographic area, budgets, etc.).
We will prepare a brief written report for those candidates most nearly
meeting your specifications, and will provide you with
interviewing /selection tips, suggested interview questions, and rating
forms for your use. Candidates will not be ranked, for we believe it will
then be a matter of chemistry between you and the candidates. We will
conduct a "briefing session' immediately preceding your interviews to
make sure that the process flows smoothly, and will assist you in a
"debriefing" immediately following the interviews. Once we finalize
references on the top one or two candidates, and conduct
credit /criminal /civil litigation/motor vehicle record checks through an
outside service, we will.provide you with a detailed, supplemental
written report.
Special Assistance
Our efforts do not conclude with presentation of the final report. We are
committed to you until a successful placement is made. Services that are
routinely provided include:
➢ Arranging the schedule of interviews and the associated logistics for
final candidates;
➢ Advising on starting salary, fringe benefits, relocation trends and
employment packages;
➢ Acting as a liaison between client and candidate in discussing offers
and counter offers;
➢ Conducting a final round of reference checking with current
employers (if not previously done for reasons of confidentiality); and
➢ Notifying unsuccessful candidates, who were not recommended for
interview, of the decision.
-s-
OUR CLIENT'S ROLE
The client has a very important role in the recruitment process. While we
may identify and recommend qualified candidates, it is the client who
must make the decision about which candidate to hire.
In order to insure that the best candidates are available from which to
choose, our clients should be willing to do the following:
➢ Clearly inform us about matters relevant to the search that you wish
to keep confidential (e.g., salary, personnel issues, and other
privileged information);
➢ Supply us with the names of people you have previously interviewed/
considered for this position;
➢ Forward to us copies of the resumes you receive, to avoid duplication
of effort;
➢ Provide feedback to Alliance Resource Consulting regarding the
information and recommendations provided by us;
➢ Promptly decide upon and follow up in scheduling interviews with
the most promising candidates; and
➢ Assist in providing information to candidates that will enable them to
make their career decisions.
By doing the above, we will maximize the likelihood of mutual success.
Finally, please be reminded that the United States Immigration Reform
and Control Act of 1986 requires that all employers verify an employee's
eligibility to work in the United States. Since Alliance Resource
Consulting cannot serve as your agent in this matter, your hiring process
should include this verification procedure.
-10-
TIME FRAME
The following is a typical schedule to conduct a thorough recruitment.
However, we would be pleased to modify this to meet your needs:
1�1 week Meet with the appropriate individuals to
gather background information.
2nd week Develop and obtain approval for the
Recruitment Profile.
Develop a list of potential candidates to target.
Prepare and place advertisements, if desired.
3'd to 81h week Active recruitment — solicit, receive and
acknowledge resumes.
9th week Evaluate resumes and gather supplemental
information. Submit progress report and meet
with you to review leading candidates.
101h week Verify degrees and certifications, conduct
preliminary references and interview the best
qualified candidates.
11th week Submit final report and initiate the interview
process with you.
Following Interviews Finalize references, conduct
credit /criminal/civil litigation /motor vehicle
record checks, and assist with negotiations.
11-
ALLIANCE INNOVATIONS
Technolosv
Alliance Resource Consulting is the only firm to utilize a custom -built
"online" client /candidate management system. This custom system
allows candidates to input their resumes and cover letters on our website.
(For candidates who wish to email or mail us a hard copy of their resume,
we will input the information for them.) One of the benefits of our
system is that our consultants are able to access this information
regardless of where they are staffed. In addition, our client contact is
assigned a username and password and is able to check the latest
applicant list in real -time.
lob Alerts
In addition to developing a targeted recruiting list, we are also able to
send job specific email alerts to over 9,000 public sector professionals in
our database.
Diversi
Striving for diversity in our recruitments is a hallmark of our firm. We
use a variety of sources for outreach to various minority communities to
ensure the desired diversity of our candidate pool. In addition to our
personal contacts in various minority communities, we advertise our
positions in publications that target minorities in government and further
publicize the position through minority organizations such as Blacks in
Government and the IHM. To ensure a diverse pool, we also create a
recruiting list of qualified candidates from communities that have a
comparable level of diversity as our client's community.
Recently, we created lists for comparable diversity during recruitments
for the City Administrator for the City of Inglewood (CA), the Assistant
City Manager for the City of Irvine (CA), the City Manager for the City of
Calexico (CA), and the City Manager for the City of Marina (CA). The
-12-
final pool for the City of Irvine included three women among the six
finalists. We also collect Equal Employment Opportunity (EEO)
information on our candidate pool. This information is accessible to our
clients in real time on our company website. Our firm is illustrative of the
diversity that we strive to bring to our recruitments. Our staff of
consultants includes two Asian American women, a Mexican American
woman, and an African American woman.
Stakeholder Outreach
Our firm has used several methods, including stakeholder meetings,
community forums and surveys, for stakeholder outreach in a number of
previous recruitments. For example, for the City of San Jose City
Manager recruitment, our consultants facilitated 13 community outreach
meetings where citizens were invited to attend and express their opinions
about what they were looking for in city manager candidates. For the
City of Alexandria's City Manager recruitment, we also met with special
interest groups such as business leaders, Chamber of Commerce
members and historic preservation groups.
During the recruitment of the City Administrator for the City of
Huntington Beach (CA), our lead consultant met with each
councilperson, each department head, conducted an open citizen forum
and a forum for a group of stakeholders comprised of two citizens
recommended by each councilperson. For the City Manager recruitment
conducted for the City of Duarte (CA), our consultants conducted a
community panel as well. Our previous experience in stakeholder
outreach makes our firm very qualified to conduct the meetings with the
Mayor's Office and City Council Members as well as facilitate multiple
stakeholder outreach forums throughout the City that your request for
proposal outlined.
Lastly, our firm has significant experience in creating citizen surveys
should you wish to provide this option to your community. We have
utilized surveys for many of our city manager recruitments. Last year,
for the first time, we provided a survey to our client's citizens in three
-13-
different languages. The surveys can be accessed on -line, or at our office
and our client's office.
-14-
RECRUITMENT COSTS
As a local client, our budget provides for unlimited meetings with you.
The three major client meetings will be: one to develop the Recruitment
Profile, one to present our Progress Report, and one to attend interviews
of final candidates. We propose a professional fee of $16,500 for the City
Manager and a professional fee of $14,000 for the Administrative Services
Director for the work outlined above. In addition, we are reimbursed for
expenses such as for advertising, travel, interviewing, sourcing, support
services, background checks and other related items, as well as allocated
costs such as telephone, postage and photocopying. These expenses will
not exceed $7,000 per recruitment. Please note that this amount does riot
include reimbursement of candidates who travel to be interviewed by
you. Unless you notify us to the contrary, we will assume that you will
handle these reimbursements directly. We will submit three equal
monthly invoices for fees, plus an amount for expenses, due and payable
upon receipt.
Our standard billing schedule on a retained professional fee (and based
not on an hourly rate) is as follows:
ls' Billing
Due upon our submittal of a draft
First third of
recruitment profile
work completed
2nd Billing
Due after we meet and submit our
Second third of
Progress Report to you
work completed
V Billing
Due after the City conducts
Last third of
interviews with finalists
work completed
Please note that this is a standard billing schedule and can be modified as
requested.
We are committed to working with you until a placement is made,
however, if the selected candidate (if recommended by us for hire, and
other than an internal candidate) should be terminated within one year
from the date of hire, we will redo the search for no additional
75-
professional fee. Naturally, we would expect to be reimbursed for any
expenses that might be incurred.
You may discontinue this assignment at any time by written notification.
In the unlikely event that this occurs, you will be billed for all expenses
incurred to the date of the cancellation, and for professional fees based
upon the time elapsed from the commencement of the assignment to the
date of cancellation. If a cancellation occurs within the first 30 days of the
assignment, following either verbal or written authorization to proceed,
one -third of the professional fee will be due. If a cancellation occurs
thereafter, the fee beyond the first one -third will be prorated based upon
the number of calendar days which have elapsed. If a cancellation occurs
after 90 days, all professional fees will be due in full.
-76-
APPENDIX -A
CHIEF EXECUTIVE SEARCHES FOR
GENERAL PURPOSE LOCAL
GOVERNMENTS CONDUCTED BY
ALLIANCE RESOURCE CONSULTING*
CALIFORNIA, STATE OF
Alameda, City of
Alameda County
Albany, City of
Anaheim, City of
Arcadia, City of
Atascadero, City of
Atherton, City of
Bakersfield, City of
Baldwin Park, City of
Bell, City of
Belmont, City of
Berkeley, City of
Beverly Hills, City of
Big Bear Lake, City of
Blythe, City of
Brea, City of
Buellton, City of
Buena Park, City of
Burbank, City of
Butte County
Calistoga, City of
City Manager
County Administrator
City Administrator
City Manager
City Manager
City Manager
City Manager
City Manager
City Manager
City Administrative Officer
City Manager
City Manager
City Manager
City Manager
City Manager
City Manager
City Manager
City Manager
City Manager
County Administrative Officer
City Manager
Appendix —1 of 5
Camarillo, City of
City Manager
Campbell, City of
City Manager
Carmel -by- the -Sea, City of
City Manager
Carson, City of
City Administrator
Cathedral City, City of
City Manager
Chino Hills, City of
City Manager
Citrus Heights, City of
City Manager
Coachella, City of
City Manager
Concord, City of
City Manager
Contra Costa County
County Administrator
Corona, City of
City Manager
Coronado, City of
City Manager
Corte Madera, Town of
Town Manager
Culver City, City of
Chief Administrative Officer
Cypress, City of
City Manager
Dana Point, City of
City Manager
Del Mar, City of
City Manager
Desert Hot Springs, City of
City Manager
Diamond Bar, City of
City Manager
East Palo Alto, City of
City Manager
El Cajon, City of
City Manager
El Dorado County
Chief Administrative Officer
El Segundo, City of
City Manager
Encinitas, City of
City Manager
Fairfield, City of
City Manager
Fontana, City of
City Manager
Fresno, City of
City Manager
Fresno County
County Administrative Officer
Fullerton, City of
City Manager
Galt, City of
City Manager
Glendale, City of
City Manager
Glendora, City of
City Manager
Grover Beach, City of
City Administrator
Hanford, City of
City Manager
Hawthorne, City of
City Manager
Hemet, City of
City Manager
Hercules, City of
City Manager
Appendix -2 of 5
Nevada County
County Administrator
Norco, City of
City Manager
Novato, City of
City Manager
Oakland, City of
City Manager
Ontario, City of
City Manager
Orange, City of
City Manager
Orinda, City of
City Manager
Oxnard, City of
City Manager
Palm Springs, City of
City Manager
Palo Alto, City of
City Manager
Park City, City of
City Manager
Paso Robles, City of
City Manager
Piedmont, City of
City Administrator
Pittsburg, City of
City Manager
Pleasanton, City of
City Manager
Pomona; City of
City Manager
Porterville, City of
City Manager
Rancho Palo Verdes, City of
City Manager
Redding, City of
City Manager
Redlands, City of
City Manager
Redondo Beach, City of
City Manager
Redwood City, City of
City Manager
Ridgecrest, City of
City Administrator
Riverside, City of
City Manager
Riverside County
County Administrative Officer
Rolling Hills, City of
City Manager
Sacramento County
County Executive
Salinas, City of
City Manager
San Buenaventura, City of
City Manager
San Clemente, City of
City Manager
San Diego, City of
City Manager
San Diego County
County Manager
San Fernando, City of
City Administrative Officer
San Gabriel, City of
City Manager
San Jacinto, City of
City Manager
San Joaquin County
County Administrator
San Jose, City of
City Manager
Appendix -4 of 5
Nevada County
County Administrator
Norco, City of
City Manager
Novato, City of
City Manager
Oakland, City of
City Manager
Ontario, City of
City Manager
Orange, City of
City Manager
Orinda, City of
City Manager
Oxnard, City of
City Manager
Palm Springs, City of
City Manager
Palo Alto, City of
City Manager
Park City, City of
City Manager
Paso Robles, City of
City Manager
Piedmont, City of
City Administrator
Pittsburg, City of
City Manager
Pleasanton, City of
City Manager
Pomona, City of
City Manager
Porterville, City of
City Manager
Rancho Palo Verdes, City of
City Manager
Redding, City of
City Manager
Redlands, City of
City Manager
Redondo Beach, City of
City Manager
Redwood City, City of
City Manager
Ridgecrest, City of
City Administrator
Riverside, City of
City Manager
Riverside County
County Administrative Officer
Rolling Hills, City of
City Manager
Sacramento County
County Executive
Salinas, City of
City Manager
San Buenaventura, City of
City Manager
San Clemente, City of
City Manager
San Diego, City of
City Manager
San Diego County
County Manager
San Fernando, City of
City Administrative Officer
San Gabriel, City of
City Manager
San Jacinto, City of
City Manager
San Joaquin County
County Administrator
San Jose, City of
City Manager
Appendix -4 of 5
San Luis Obispo County
County Administrative Officer
San Mateo County
County Manager
Santa Clarita, City of
City Manager
Santa Monica, City of
City Manager
Selma, City of
City Manager
Shasta County
County Administrative Officer
Signal Hill, City of
City Manager
Solvang, City of
City Administrative Officer
Sonoma County
County Administrator
South Lake Tahoe, City of
City Manager
South Pasadena, City of
City Manager
South San Francisco, City of
City Manager
Stanton, City of
City Manager
Sunnyvale, City of
City Manager
Tehachapi, City of
City Manager
Temecula, City of
City Manager
Thousand Oaks, City of
City Manager
Tracy, City of
City Manager
Truckee, City of
City Manager
Tulare, City of
City Manager
Tulare County
County Executive
Turlock, City of
City Manager
Vallejo, City of
City Manager
Ventura County
Chief Administrative Officer
Visalia, City of
City Manager
Vista, City of
City Manager
Walnut, City of
City Manager
Walnut Creek, City of
City Manager
West Covina, City of
City Manager
West Hollywood, City of
City Manager
Westminster, City of
City Manager
Whittier, City of
City Manager
Woodland, City of
City Manager
Yorba Linda, City of
City Manager
Yucaipa, City of
City Manager
Appendix -5 of 5
APPENDIX -B
FINANCE SEARCHES CONDUCTED BY
ALLIANCE RESOURCE CONSULTING*
Agoura Hills, CA, City of
Alameda Corridor
Transportation Authority, CA
Alameda County, CA
Alameda County, CA
Albany, GA, City of
Alhambra, CA, City of
American Canyon, CA, City of
Arden Group, CA
Arlington County, VA
Barron County, WI
Barstow, CA, City of
Berkeley, CA, City of
Beverly Hills, CA, City of
Boulder, CO, City of
Branson, MO, City of
Brea, CA, City of
Brisbane, CA, City of
Burbank, CA, City of
Cadiz, CA
California, State of
California Franchise Tax Board
Camarillo, CA, City of
Campbell, CA, City of
Central Coast Water Authority,
CA
Finance Director
Chief Financial Officer
Finance Director
Finance Manager
Finance Director
Finance Director
Finance Director
Internal Auditor
Comptroller
Administrative Coordinator/
Finance Director
Finance Director
Finance Director
Budget Manager
Finance Director
Finance Director
Finance Director
Finance Director"*
Finance Director
Chief Financial Officer, Sun
World International
Auditor - General
Chief Executive Officer
Director of Finance
Finance Director
Controller"
Appendix -1 of 6
Central Ohio Transit Authority
Chief Financial Officer/Vice
President of Finance
Chino, CA, City of
Management Services Director
Chula Vista, CA, City of
Finance Director **
Cincinnati, OH, City of
Finance Director
Cincinnati, OH, City of
Budget and Evaluation Manager
Claremont, CA, City of
Finance Director
Contra Costa County, CA
Director of Revenue Collections
Contra Costa County, CA
Fiscal Officer, Community
Services Department
Contra Costa County, CA
Chief Deputy Treasurer -
Tax Collector
Corpus Christi, TX, City of
Director of Management and
Budget
Corpus Christi, TX, City of
Director of Finance
Covina, CA, City of
Finance Manager
District of Columbia Water and
Chief Financial Officer
Sewer Authority
District of Columbia Water and
Financial Manager (Budget
Sewer Authority
Director)
Don Bosco Technical
Finance Manager
Institute, CA
East Bay Municipal Utility
Manager of Finance
District, CA
East Bay Regional Park
Controller /Chief Financial Officer
District, CA
El Paso, TX, City of
Comptroller
El Segundo, CA, City of
Assistant Finance Director
Emeryville, CA, City of
Finance Manager **
Financial Accounting Foundation
Member, Financial Accounting
Standards Board
Financial Accounting Foundation
Chair, Government Accounting
Standards Board
Financial Accounting Foundation
Board Members (4), Government
Accounting Standards Board
Fontana, CA, City of
Finance Director
Fremont, CA, City of
Chief Financial Officer
Fresno, CA, City of
Controller
Galveston, TX, City of
Finance Director
Gardena, CA, City of
Director of Finance
Appendix -2 of 6
Glendale, CA, City of
Director of Finance and
Administrative Services
Golden Gate Bridge, Highway &
Auditor - Controller
Transportation District, CA
Gonzales, CA, City of
Finance Director"
Goodwill Industries of San
Finance Director /Controller
Joaquin Valley, CA
Government Finance Officers
Director of Research
Association, IL
Government Finance Officers
Director, Professional
Association, 11,
Development Center
Greenwood Village, CO, City of
Director of Finance
Hesperia, CA, City of
Finance Director
Huntington Beach, CA, City of
Finance Director
Irvine Ranch Water District, CA
Controller
Kansas City, MO, City of
Business Manager
Kansas City, MO, City of
Rate Analyst
Kansas City, MO, City of
Deputy Director of Finance and
Administration — Aviation
Department
King City, CA, City of
Finance Director
La Quinta, CA, City of
Finance Director
Lawndale, CA, City of
Finance Director/Treasurer
Long Beach, CA, City of
Accounting Operations Officer
Long Beach, CA, City of
City Controller
Los Alamos County, NM
Finance Director
Los Angeles County, CA
Auditor /Controller
Los Angeles County, CA
County Assessor"
Los Angeles County Transpor-
Deputy Director/Finance
tation Commission, CA
Los Angeles County+University
Chief Financial Officer
of Southern California
Medical Center
Los Angeles Department of
Director of Business Planning
Water and Power, CA
and Analysis
Madera, CA, City of
Finance Manager
Marin Municipal Water Dist., CA
Controller /Auditor
Marinette, WI, City of
Finance Director"
Metropolitan Water District of
Assistant Controller
Southern California
Appendix -3 of 6
Metropolitan Water District of
Southern California
Milpitas, CA, City of
Modesto, CA, City of
Monte Vista Water District, CA
Monterey, CA, City of
Monterey County, CA
Monterey County, CA
Morgan Hill, CA, City of
Moulton Niguel Water District,
CA
Muskego, WI, City of
North American Development
Bank, TX
Norfolk, VA, City of
Norfolk, VA, City of
Oakland, CA, City of
Oakland, CA, City of
Oakland, Port of
Oro Loma Sanitary District, CA
Oxnard, CA, City of
Palo Alto, CA, City of
Palo Alto, CA, City of
Palo Alto, CA, City of
Paramount, CA, City of
Project Open Hand, CA
Rancho Palos Verdes, CA, City of
Redondo Beach, CA, City of
Reno, NV, City of
Richmond, VA, City of
Richmond, VA, City of
Richmond, VA, City of
Sacramento, CA, City of
Sacramento County, CA
General Auditor
Finance Director
Finance Director"
Manager of Finance and
Administration
Finance Director
Chief Financial Officer
Chief Financial Officer,
Natividad Medical Center
Finance Director
Director of Finance
Finance Director
Deputy Executive Officer
Director of Finance
Director of Budget &
Management
Director of Finance
Budget Director
Manager of Financial Planning
and Analysis
Administrative Services Director
Finance Director
City Auditor
Accounting Manager
Manager of Purchasing and
Contract Administration
Director of Finance
Controller
Director of Finance"
Internal Auditor*
Finance Director
Director of Finance
Deputy Director of Finance
Director of Budget and Strategic
Planning
City Treasurer
Chief Financial Officer
Appendix -4 of 6
San Bernardino, CA, City of
Finance Director
San Bernardino County Board of
Administrator
Retirement, CA
San Diego County, CA
Group Finance Director, Land
Use and Environment Group
San Diego County Water
Chief Financial Officer
Authority, CA
San Diego Housing
Housing Finance Deputy
Commission, CA
Executive Director
San Diego Regional Airport
Director, Financial Planning and
Authority, CA
Budget
San Fernando, CA, City of
Director of Finance
San Francisco, CA, City /County
Audit Director
of
San Juan Capistrano, CA, City of
Administrative Services Director
San Mateo County, CA
Director of Finance, Social
Services Department
Santa Barbara, CA, City of
Finance Director "*
Santa Clara Valley Water District,
Chief Financial Officer
CA
Santa Clarita, CA, City of
Finance Director
Santa Clarita, CA, City of
Senior Accountant "
Santa Cruz, CA, City of
Finance Director
Santa Fe Springs, CA, City of
Director of Finance
Sarasota Manatee Airport
Deputy Director of Finance and
Authority, FL
Administration
Sequoia Institute, CA
Chief Financial Officer
Sonoma County Community
Controller
Development Comm., CA
Union City, CA, City of
Finance Director
Union Development Co., CA
Vice President, Asset
Management
Vallejo, CA, City of
Finance Director
Visalia, CA, City of
Finance Director
Washington County, OR
Finance Manager
Weingart Center, CA
General Manager /Chief Financial
Officer
West Covina, CA, City of
Finance Director
West Hollywood, CA, City of
Director of Finance and
Technology Services
Appendix -5 of 6
Western Municipal Water
District, CA
Westminster, CA, City of
Whittier, CA, City of
Windshields America
Yorba Linda, CA, City of
Yorba Linda Water District, CA
Finance Manager
Finance Director
City Controller
Auditor /Controller
Finance Director
Finance Director
*Some searches were conducted by Alliance Resource Consulting when it
was known as MAXIMUS Executive Search.
* *Searches in which we assisted with the recruitment process.
03/13/03-03/13/03
Appendix -6 of 6
APPENDIX -C
ORANGE COUNTY (CA) CLIENTS OF
ALLIANCE RESOURCE CONSULTING'
Anaheim, City of
Brea, City of
Dana Point, City of
Huntington Beach, City of
Irvine, City of
Irvine Ranch Water District
Laguna Hills, City of
La Palma, City of
Los Alamitos, City of
Moulton Niguel Water District
Newport Beach, City of
Orange, City of
Orange County
Orange County Employees
Retirement System
Orange County Fire Authority
Orange County Head Start
Orange County Sanitation District
Orange County Transportation
Authority
Placentia, City of
South Coast Water District
Transportation Corridor Agencies
Tustin, City of
Yorba Linda, City of
Yorba Linda Water District
*Some searches were conducted by Alliance Resource Consulting when it was
known as MAXIMUS Executive Search.
01/02/02 -01/02102
Appendix-1 of I
APPENDIX -D
BIOGRAPHIES
■ ERIC J. MIDDLETON - MANAGING
PARTNER
Eric Middleton began his career in executive search in 1999 with
MAXIMUS. He is a founding partner and the Managing Partner of
Alliance Resource Consulting LLC. Prior to his career in executive search,
Mr. Middleton spent 13 years with the County of Los Angeles and the
City of Los Angeles. During his tenure with Los Angeles County, Mr.
Middleton held various positions with the Chief Administrative Office,
the County Sheriff, the Office of the District Attorney, the Department of
Public Works and the Probation Department. While with the Probation
Department, Mr. Middleton was instrumental in drafting legislation
creating the 1996 Repeat Offender Prevention Project (AB 2447) an
intervention and prevention program targeting at -risk youth.
Immediately prior to joining MAXIMUS, he was the Senior Legislative
Deputy to a Los Angeles City Council Member and served as the senior
staff member to the City of Los Angeles Public Safety Committee. Mr.
Middleton has also served as a member of the Los Angeles County Bar
Association Juvenile Court Task Force, legislative staff to the Chief
Probation Officers of California, and as a community member of the
Public Safety Advisory Committee to Assembly Member Robert
Hertzberg. In 1993, Mr. Middleton was recognized as a Los Angeles
County Volunteer of the Year for his civic and volunteer involvement.
Mr. Middleton also served as a Vice President of the Los Angeles
Metropolitan Chapter of the American Society for Public Administration
(ASPA).
Mr. Middleton has been engaged in over 300 recruitments in most areas
of general local government (e.g., City Management, Public Safety,
Community and Economic Development, Social Services, Public Works,
Finance, etc.). Mr. Middleton has also conducted numerous City
Appendix-1 oJ2
Manager recruitments, including the California cities of San Jose, Yorba
Linda, Diamond Bar, Redlands, West Hollywood, Martinez, Marina,
Millbrae, Duarte and Huntington Beach.
Mr. Middleton received a Bachelor of Arts degree in History from
California State University at Northridge, and a Master of Public
Administration degree from the University of Southern California.
■ NICHOLAS MESIC - MANAGER
Nicholas Mesic began his career in executive search with MAXIMUS in
2003. At MAXIMUS, Mr. Mesic assisted with public sector executive
recruitments in the areas of city and county management, parks and
recreation, planning, finance, water districts and airports.
Prior to joining Alliance Resource Consulting, Mr. Mesic worked for
Hyrian LLC, a recruitment process outsourcing firm. He recruited for
mid -level management to director -level positions in the engineering,
finance, healthcare, and insurance industries. He also served as Team
Lead for the Sourcing Department, conducting extensive research, name
generation, and candidate recruitment.
At Alliance Resource Consulting, Mr. Mesic has been able to use his
experience in both public and private sector executive recruitments to
better serve client needs. His past nationwide clients have included the
City of Alexandria (VA), Arlington County (VA), the City of Long Beach
(CA), the Irvine Ranch Water District, the Coachella Valley Water
District, Los Angeles World Airports and United Health Group.
Mr. Mesic is a graduate of the University of California at Davis, earning a
double bachelor's degree in History and English.
Appenda -2 of 2
APPENDIX -E
REFERENCES
CLIENT:
CONTACT: Name:
Title:
Phone #:
CLIENT:
CONTACT: Name:
Title:
Phone #:
CLIENT:
CONTACT: Name:
Title:
Phone #:
CLIENT:
CONTACT: Name:
Title:
Phone #:
City of Oxnard, CA
Michelle Tellez
Director of Human Resources
(805) 395 -7596
City of Huntington Beach, CA
Jill Hardy
Former Mayor
(714) 536 -5553
City of Long Beach, CA
Becki Ames
Chief of Staff
(562) 570 -6801
City of Irvine, CA
Jan Walden
Human Resources Manager
(949) 724 -6277
Appendix-1 of I