HomeMy WebLinkAboutContract 1558 ORIGINAL , ics-2
PROFESSIONAL SERVICES AGREEMENT
This agreement is made by and between the City of Cathedral City (the City), and Bob
Murray&Associates (the Consultant).
A. Engagement: The City agrees to engage the Consultant to perform the services
described below, the project described as an executive recruitment for a City
Manager (the Search).
B. Services: The Consultant agrees to perform certain services necessary for the
completion of the search,which services shall include the following:
a. Develop the Candidate Profile
b. Develop Advertising Campaign and Recruitment Brochure
c. Recruit Candidates
d. Screen Candidates
e. Conduct Personal Interviews
f. Conduct Public Record Search
g. Provide Recommendation
h. Assist with Final Interviews
i. Conduct Detailed Reference Checks
j. Assist with Negotiations
k. Provide Complete Administrative Assistance
As described in the proposal dated July 23, 2013. The Search shall continue until the
City Council has approved a candidate and entered into an agreement with said
candidate.
C. Relationship: The Consultant is an independent contractor and is not to be
considered an agent or employee of the City.
D. Compensation: As full compensation for the Consultant's professional services
performed hereunder, the District shall pay the Consultant the fixed amount of
$22,500 (twenty-two thousand, five hundred dollars).
E. Expense Reimbursement: The Consultant shall be entitled to reimbursement for
expenses from the City for consultant travel, advertising, printing and binding,
clerical, long distance charges, postage and delivery, civil, criminal and newspaper
checks, and credit checks. Postage, photocopying, and telephone charges are
allocated costs. Expenses to be reimbursed shall not exceed$7,000 (seven thousand,
five hundred dollars) without prior approval of the City. Copies of receipts will not
be provided unless specifically requested and made part of this contract.
F. Compensation for Additional Services: In the event the City elects to require
additional services of the Consultant in addition to those described in paragraph B
the Consultant shall be compensated at an agreed upon rate. No additional services
will be provided or compensated for except as set forth in a writing executed by the
Consultant and the City Manager of the City.
•
G. Method of Payment: The City shall be billed monthly by the Consultant for the
work completed as of that date. Expenses shall be billed and due at the same time.
H. Term: The term of this agreement shall commence on August_, 2013, at which
time Consultant shall begin work on the Search and shall continue until the search is
completed.
I. Termination: This agreement may be terminated; (a) by either party at any time for
failure of the other party to comply with the terms and conditions of this Agreement;
(b) by either party upon 10 days prior written notice to the other party without cause;
or (c) upon mutual written agreement of both parties. In the event of termination,
the Consultant shall stop work immediately and shall be entitled to compensation for
professional fees and expense reimbursement to the date of termination and for any
work necessitated by that termination.
J. Indemnity: Except for loss, damages, liability, claims, suits, costs and expenses
whatsoever, including reasonable attorney's fees, caused solely by the negligence of
the City, its Council, boards, commissions, officers and employees, Consultant shall
indemnify, defend and hold harmless the City, its Council, boards and commissions,
officers, and employees from and against any and all loss, damages, liability, claims,
suits, costs and expenses whatsoever, including reasonable attorney's fees, regardless
of the merits or outcome of any such claim or suit arising from or in any manner
connected to Consultant's negligent act or omission regarding performance of
services or work conducted or performed pursuant to this Agreement.
K. Miscellaneous:
a. The entire agreement between the parties with respect to the subject matter
hereunder is contained in this agreement.
b. Neither this agreement nor any rights or obligations hereunder shall be
assigned or delegated by the Consultant without the prior written consent of
the City.
c. This agreement shall be modified only by written agreement duly executed by
the City and the Consultant.
d. Should any of the provisions hereunder be found to be invalid, void or
voidable by a court, the remaining provisions shall remain in full force and
effect.
e. This agreement shall be governed by and construed in accordance with the
laws of the State of California.
f. All notices required or permitted under this agreement shall be deemed to
have been given if and when deposited in the United States mail, properly
stamped and addressed to the party for whom intended at such party's
address listed below, or when delivered personally to such party. A party
may change its address for notice hereunder by giving written notice to the
other party.
Wherefore, the parties have entered into this agreement as of the later of the dates stated
below.
Approved:
Dated:August 2/ , 2013 Bob Murray&Associates
By: /goir-7114/4"
Title: President
1677 Eureka Road, Suite 202
Roseville, CA 95661
Dated: August ui,2013 City of Cathedral City /
By: /(2G�l/00,../
Title:
City Billing Contact:
City of Cathedral City
ATTN: Finance Department
68700 Avenida Lalo Guerrero
Cathedral City, CA 92234
1 BBOB MURRAY
Eg ASSOCIATES
EXPERTS IN EXECUTIVE SEARCH
A PROPOSAL TO CONDUCT AN EXECUTIVE
RECRUITMENT FOR A
City Manager
ON BEHALF OF THE
City of Cathedral City
Ca.tA eirad Ci
Tn.Sold ane Caner
phone 916.784.9080
la* 916•784.1985
1677 Eureka Road, Suite 202, Roe', II , CA 95661
July 23,2013
Mayor Kathy DeRosa and Members of the City Council
City of Cathedral City
68700 Avenida Lalo Guerrero
Cathedral City, CA 92234
Dear Mayor DeRosa and Council Members:
Thank you for inviting Bob Murray &Associates to submit a proposal to conduct the
City Manager recruitment for the City of Cathedral City. The following 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 sample recruitment brochure.
At Bob Murray & Associates, we pride ourselves on providing quality service to
local governments. We have created a recruitment process that combines our
ability to help you to determine 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 expertise ensures that the
candidates we present for your consideration will match the criteria you have
established and will be outstanding in their field.
With respect to the City Manager recruitment, Bob Murray & Associates offers
the following expertise:
• We have over 25 years of experience and an unmatched record of success
in recruiting local government professionals. Bob Murray & Associates
has conducted over 800 recruitments for local government professionals
throughout the United States and has placed over 200 City Managers. We
are currently conducting City Manager recruitments on behalf of the cities
of Chino Hills, Hemet, and Santa Ana, CA. In the past three years, we
have placed City Managers in the California cities of Arcadia, Atherton,
Calistoga, Chino, Chowchilla, Concord, El Monte, Escalon, Fortuna,
Laguna Beach, Lake Elsinore, Loomis, Marina, Menifee, Monrovia,
Montebello, Monterey Park, Mountain View, Patterson, Pittsburg, Rancho
Santa Margarita, San Carlos, San Marcos, San Rafael, Santa Rosa, South Gate,
South Lake Tahoe, St. Helena, Ventura, Walnut Creek, and Woodland, in
addition to the cities of Arvada and Centennial,CO;Fort Lauderdale and Miami
Beach, FL; and Glendale and Tucson, AZ. Our previous experience includes
conducting searches for the California cities of Albany (City Administrator);
Antioch; Arcata; Benicia; Campbell; Capitola; Carmel-by-the-Sea (City
Administrator); Chico; Claremont; Chula Vista; Corcoran; Corona; Coronado; Corte
Madera (Town Manager); Elk Grove; Fairfield; Fortuna; Fremont; Goleta; Grover
Beach; Half Moon Bay; Hollister; Ione; Imperial; Irwindale; La Mesa; La Palma;
Lakeport;Lathrop;Lancaster;Lemon Grove;Los Alamitos;Menlo Park;Mill Valley;
Monrovia; Needles; Novato; Oakdale; Oakley; Oceanside; Ojai; Orinda; Pacifica;
Pico Rivera; Pismo Beach; Pittsburg; Poway; Rancho Cordova; Rancho Santa
Margarita; Red Bluff; Rio Vista; Roseville; San Clemente; San Pablo; San Ramon;
Santa Paula; Sonoma; Stanton; Stockton; Temple City; Thousand Oaks; Tracy;
Turlock,Truckee (Town Manager);Turlock;Ventura;Westminster;Woodland;and
Yuba City;in addition to the cities of Phoenix,AZ; Castle Rock, CO;Topeka,KS;
Albany, Coos Bay, Damascus, Eugene, Milwaukie, Newberg, Salem, and
Springfield, OR; San Antonio, TX; Airway Heights, Kirkland, Newcastle, and
Shoreline, WA; and Oak Creek,WI. Our extensive contacts and knowledge of
outstanding candidates will ensure you have a quality group of finalists from
which to select the City of Cathedral City's next City Manager
.0 Bob Murray & Associates is familiar with Riverside County and the
surrounding region. We are currently conducting the City Manager
recruitment on behalf of the City of Hemet. We recently completed eight
middle-management recruitments on behalf of the City of Redlands; the
Finance and Administration Manager, Finance Director,Police Chief,and
SCADA Supervisor recruitments on behalf of the City of Corona's
Department of Water and Power; the City Manager recruitment on
behalf of the City of Lake Elsinore; the Director of Planning Services
and Police Chief recruitments on behalf of the City of Palm Springs; and
the General Manager recruitment on behalf of the Jurupa Community
Services District. We have also conducted recruitments on behalf of the
cities of La Quinta (City Manager and Finance Director); Menifee (City
Manager); Moreno Valley (Community Development Director and
Human Resources Director); Murrieta (Planning Director); Palm Desert
(Human Resources Director); and Riverside (Assistant City Manager,
Human Resources Director, Planning Director, and Police Chief); in
addition to the Coachella Valley Mosquito and Vector Control District
(General Manager); the Desert Water Agency (Human Resources
Manager); March Joint Powers Authority (Executive Director); and the
Riverside Transit Agency (Risk Manager). 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.
We look forward to your favorable consideration of our qualifications. Please do not
hesitate to contact us at(916) 784-9080 should you have any questions.
Sincerely,
77/pi407
Bob Murray
President,Bob Murray&Associates
TABLE OF CONTENTS
THE RECRUITMENT PROCESS 2
STEP 1 DEVELOPING THE CANDIDATE PROFILE 2
STEP 2 ADVERTISING CAMPAIGN AND RECRUITMENT BROCHURE 2
STEP 3 RECRUITING CANDIDATES 2
STEP 4 SCREENING CANDIDATES 3
STEP 5 PERSONAL INTERVIEWS 3
STEP 6 PUBLIC RECORD SEARCH 3
STEP 7 RECOMMENDATION 3
STEP 8 FINAL INTERVIEWS 3
STEP 9 BACKGROUND CHECKS/DETAILED REFERENCE CHECKS 4
STEP 10 NEGOTIATIONS 4
STEP 11 COMPLETE ADMINISTRATIVE ASSISTANCE 4
BUDGET AND TIMING 5
PROFESSIONAL FEE AND EXPENSES 5
TIMING 5
GUARANTEE 5
PROFESSIONAL QUALIFICATIONS 2
REFERENCES 9
THE RECRUITMENT PROCESS
Bob Murray & Associates' unique and client oriented approach to executive search will
ensure that the City of Cathedral City has quality candidates from which to select the new
City Manager. Outlined below are the key steps in our recruitment process.
STEP 1 DEVELOPING THE CANDIDATE PROFILE
Our understanding of the City of Cathedral City's needs will be key to a successful
search. We will work with the City Council to learn as much as possible about the
organization's expectations for a new City Manager. We want to learn the values
and culture of the organization, as well as understand the current issues, challenges
and opportunities that face the City of Cathedral City. We also want to know 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 ideal candidate. The profile we develop together at this
stage will drive subsequent recruitment efforts.
STEP 2 ADVERTISING CAMPAIGN AND RECRUITMENT BROCHURE
After gaining an understanding of the City of Cathedral City's needs, we will
design an effective advertising campaign appropriate for the City Manager
recruitment. We will focus on professional journals that are specifically suited
to the City Manager search. We will also develop a professional recruitment
brochure on the City Council's behalf that will discuss the community,
organization, position and compensation in derail. Once completed, we will
mail the profile to an extensive audience, making them aware of the exciting
opportunity with the City of Cathedral City.
STEP 3 RECRUITING CANDIDATES
After cross-referencing the profile of the ideal candidate with our database and
contacts in the field, we will conduct an aggressive outreach effort, including
making personal calls to prospective applicants, designed to identify and recruit
outstanding candidates. We recognize that the best candidate is often not looking
for a new job and this is the person we actively seek to convince to become a
candidate. Aggressively marketing the City Manager position to prospective candidates
will be essential to the success of the search.
City of Cathedral City
Page 2
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
determining which candidates have the greatest potential to succeed in your
organization. During the interviews we will explore each candidate's background
and experience as it relates to the City Manager 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 likelihood of the candidate's acceptance of the
position if an offer of employment is made.
STEP 6 PUBLIC RECORD SEARCH
Following the interviews,we will conduct a review of published articles for each
candidate. Various sources will be consulted including Lexis-NexisTM, a
newspaper/magazine search engine, Google, and local papers for the
communities in which the candidates have worked. This alerts us to any further
detailed inquiries we may need to make at this time.
STEP 7 RECOMMENDATION
Based on the information gathered through meetings with your organization,
and personal interviews with candidates,we will recommend a limited number of
candidates for your further consideration. We will prepare a 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 will adopt
an approach that fits your needs, whether it is a traditional interview, multiple
interview panel or assessment center process. We will provide you with suggested
interview questions and rating forms and will be present at the interview/assessment
center to facilitate the process. Our expertise lies in facilitating the discussion that can
bring about a consensus regarding the final candidates.
City of Cathedral City
Page 3
We will work closely with your staff to coordinate and schedule interviews and candidate travel.
Our goal is to ensure that each candidate has a very positive experience, as the manner in which
the entire process is conducted will have an effect on the candidates' perception of your
organization.
STEP 9 BACKGROUND CHECKS/DETAILED REFERENCE CHECKS
Based on final interviews we will conduct credit, criminal, civil litigation and motor
vehicle record 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 forward the names of their supervisors,
subordinates and peers for the past several years. 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 their preferred list of contacts. At this stage in
the recruitment we will also verify candidates'degrees.
STEP 10 NEGOTIATIONS
We recognize the critical importance of successful negotiations and can serve as
your representative during 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 your interests and advise you regarding salary,
benefits and employment agreements with the goal of putting together a deal
that results in the appointment of your chosen candidate. Most often we can
turn a very difficult aspect of the recruitment into one that is viewed positively by
both you and the candidate.
STEP 11 COMPLETE ADMINISTRATIVE ASSISTANCE
Throughout the recruitment we will provide the City Council with updates on the
status of the search. We will also take care of all administrative details on your
behalf. Candidates will receive personal letters advising them of their status at each
critical point in the recruitment. In addition,we will respond to inquiries about the
status of their candidacy within twenty-four hours. Every administrative detail will
receive our attention. Often, candidates judge our clients based on how well these
details are handled.
City of Cathedral City
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BUDGET AND TIMING
PROFESSIONAL FEE AND EXPENSES
The consulting fee for conducting the City Manager recruitment on behalf of the City of
Cathedral City is $22,500 plus expenses. Services provided for in the fee consist of all
steps outlined in this proposal including three (3) days of meetings on site. The City of
Cathedral City will be responsible for reimbursing expenses Bob Murray &Associates
incurs on your behalf. We estimate expenses for this project to be $7,000.
Reimbursable expenses include such items as the cost of recruiter travel; clerical
support; placement of ads; credit, criminal and civil background checks; education
verification; and public records searches. Postage, printing, photocopying, and
telephone charges are allocated costs and included in the expense estimate.
TIMING
We are prepared to start work on this assignment immediately and anticipate
that we will be prepared to make our recommendation regarding finalists within
seventy five to ninety days from the start of the search.
GUARANTEE
We guarantee that should the selected candidate be terminated within the first
year of employment we will conduct the search again at no cost (with the
exception of expenses) to the City of Cathedral City. We are confident in our
ability to recruit outstanding candidates and do not expect the City of Cathedral
City to find it necessary to exercise this provision of our proposal.
City of Cathedral Cith
Page 5
PROFESSIONAL QUALIFICATIONS
BOB MURRAY,PRESIDENT
Mr. Murray brings over 25 years experience as a recruiter. Mr. Murray 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 organizations in the country and some of the smallest. Mr.
Murray has conducted searches for chief executives, department heads, professional
and technical positions. Mr. Murray has taken the lead on the firm's most difficult
assignments with great success. His clients have retained him again and again given
the quality of his work and success in finding candidates for difficult to fill
positions.
Prior to creating Bob Murray & Associates, Mr. Murray directed the search
practice for the largest search company serving local government in the country.
Mr. Murray-has worked in local government and benefits from the knowledge of
having led an organization. Prior to his career in executive search he served as
the City Manager for the City of Olympia, Washington. He has also served as
an Assistant City Manager and held positions in law enforcement.
Mr. Murray received his Bachelor's of Science Degree in Criminology from the
University of California at Berkeley with graduate studies in Public
Administration at California State University at Hayward.
REGAN WILLIAMS,VICE PRESIDENT
Mr. Williams brings 30 years of local government experience to Bob Murray &
Associates. Most recently, he worked as a private consultant with Deloitte and
Touche on various public sector assignments. Prior to that,he served as Director
of Public Safety with the City of Sunnyvale, CA.
Mr. Williams was involved in the development of some of Sunnyvale's most
innovative programs and has a national reputation for excellence in law
enforcement. He has been responsible for numerous recruitments throughout his
career. Clients find his insight and expertise in recruitment and selection a valuable
asset.
Mr.Williams received his Bachelor's of Science Degree in Administration of Justice from
San Jose State University. He is also a graduate of the l-BI National Academy.
City of Cathedral City
Page 6
VALERIE PHILLIPS,VICE PRESIDENT
Ms. Phillips has over 15 years of recruiting experience,including more than a decade of recent
experience in executive search for public, private, and startup companies nationwide. Ms.
Phillips has expertise in the full recruiting cycle, from process design and outreach through
candidate assessment and selection. She has placed senior-Ievel candidates in a variety of
industries and fields, including Finance, Information Technology, and Engineering. Ms.
Phillips is valued for her passion for finding and retaining the most outstanding
candidates for even the most difficult or untraditional assignments and for her
commitment to her clients' success. Ms. Phillips has a passion for helping people,
evidenced by her fundraising and efforts to raise awareness for organizations such as
Autism Speaks and the M.I.N.D. Institute.
SARAH KENNEY,SENIOR CONSULTANT
As Senior Consultant with Bob Murray &Associates, Ms. Kenney is responsible
for the development and distribution of recruitment materials, candidate research
and interview coordination, compilation and development of interview materials,
reference checks,and background verifications.
Ms. Kenney brings over a decade of client service and management experience
to Bob Murray & Associates. Her focus is customer service, and she works
closely with our clients and candidates to ensure all parties involved are satisfied
with every step of recruitment at our firm.
Ms. Kenney received her Bachelor of Arts degree in Psychology from the
University of California at Davis.
ROSA GOMEZ,ADMINISTRATIVE MANAGER
Ms. Rosa Gomez is the Administrative Manager at Bob Murray &Associates. Ms.
Gomez is the first point of contact at Bob Murray & Associates and has extensive
administrative experience.
Ms. Gomez is known for her personal approach as she works closely with clients and
candidates alike to ensure a successful search. As the first point of contact for Bob
Murray & Associates Ms. Gomez's professional approach is of the
highest caliber.
City of Cathedral City
Page 7
REFERENCES
Clients and candidates are the best testament to our ability to conduct quality searches.
Clients for whom Bob Murray&Associates has recently conducted searches are listed below.
CLIENT: City of Oceanside,CA
POSITION: City Manager,City Attorney, City Planner, City Development
Engineer,City Traffic Engineer, Development Services Director,
Financial Services Director, Fire Chief,Human Resources
Director,and Police Chief
REFERENCE: Mr.Peter Weiss, City Manager, (760) 435-3066
CLIENT: City of Pasadena,CA
POSITION: City Manager,Assistant City Manager,and Police Chief
REFERENCE: Mr.Michael Beck, City Manager, (626) 744-7927 or Mayor
Bill Bogaard (626) 744-4311
CLIENT: City of Patterson, CA
POSITION: City Manager and Human Resources Manager/Assistant
to the City Manager
REFERENCE: Mr.Rod Butler, City Manager, (209) 895-8015;or Mayor
Luis Molina, (209) 895-8005
CLIENT: City of Roseville, CA
POSITION: Business Development Director, City Manager,Electric
Utility Director, Environmental Services Director,
Human Resources Director,Planning Director,Police
Chief, and Public Works Director
REFERENCE: Mr. Ray Kerridge, City Manager, (916) 774-5362; or Ms.
Carol Garcia, Councilmember, (916) 752-6185
City of Cathedral City
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