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HomeMy WebLinkAboutReso 2005-838 RESOLUTION NO. 2005- 838 A RESOLUTION OF THE CITY COMMISSION OF THE CITY OF SUNNY ISLES BEACH, FLORIDA, CREATING A BLUE - RIBBON COMMITTEE TO MAKE RECOMMENDATIONS FOR THE POSITION OF CITY MANAGER; PROVIDING THE APPOINTMENT OF MEMBERS TO THE COMMITTEE; AUTHORIZING THE MAYOR TO NEGOTIATE AND ENTER INTO AN AGREEMENT WITH THE SEARCH FIRM OF COLIN BAENZIGER & ASSOCIATES, IN THE AMOUNT OF NINETEEN THOUSAND DOLLARS ($19,000.00), ATTACHED HERETO AS EXHIBIT "A", PROVIDED THAT AGREEMENT IS RATIFIED BY THE CITY COMMISSION; PROVIDING THE CITY ATTORNEY WITH THE AUTHORITY TO DO ALL THINGS NECESSARY TO EFFECTUATE THE TERMS OF THIS AGREEMENT; PROVIDING FOR AN EFFECTIVE DATE. WHEREAS, the City Manager has tendered his resignation effective October 31, 2005; and WHEREAS, the City Commission has authorized the creation of a Blue-Ribbon Committee for the recommendation of candidates for the position of City Manager; and WHEREAS, the City Commission appointed the following Committee Members: . Mayor Edelcup appointed Senator Gwen Margolis as Chairperson; . Vice Mayor Thaler appointed Hans Ottinot, City Attorney; . Commissioner Brezin appointed Gary Brown, City Manager of North Miami Beach; . Commissioner Goodman appointed Bud Scholl; . Commissioner Iglesias appointed Mary Ann Eicke-Shaw; and WHEREAS, the City wishes to negotiate and enter into an agreement with the search firm of Colin Baenziger & Associates, to search for a City Manager. NOW THEREFORE, BE IT RESOLVED BY THE CITY COMMISSION OF THE CITY OF SUNNY ISLES BEACH, FLORIDA, AS FOLLOWS: Section 1. Creation of Blue-Ribbon Search Committee. The City Commission hereby authorizes the appointment of a blue - ribbon search committee to recommend candidates for the position of City Manager. Section 2. Aooointment of Committee Members. The City Commission hereby appoints the following individuals to the Committee: Chairperson Senator Gwen Margolis, City Attorney Hans Ottinot, Gary Brown, Bud Scholl, and Mary Ann Eicke-Shaw. Section 3. Authorization of Mayor. The Mayor is hereby authorized to negotiate and enter into an agreement with the search firm of Colin Baenziger & Associates to search for a City Manager, in the amount of Nineteen Thousand Dollars ($19,000.00), attached hereto as Exhibit "A", and providing that the agreement will come back before the City Commission for ratification. Section 4. Authorization of City Attorney. The City Attorney is hereby authorized to do all things necessary to effectuate the terms of this Agreement. Section 3. Effective Date. This Resolution shall become effective upon adoption. PASSED and ADOPTED this 8th day of September, 2005. . ,,".,. _' . 1:1 " \;~ $. ~ r ',! -i ~ 1,'" t, l' "" ,. ," , . i '..;!. " I J ,''''-_ I,!" j ..~ ...; ,"~:: .~t!Esi:,':..;: :} ;~.' t 1.1 f '1 ~.-... .' l-.L~ /_: -,\'~ \~4L " '" ,Jane A. .Hines, City Clerk '. ~ " - " Moved by: C1~ GobDwtfr'\) Second by: C~lSlLCrLY..R IGL~(~S VOTE: 5-b Mayor Edelcup Vice Mayor Thaler Commissioner Brezin Commissioner Goodman Commissioner Iglesias --0Yes)_CNo) V(Yes)_CNo) ~es)_CNo) ........(Yes)_CNo) BYes)_CNo) CITY OF SUNNY ISLES BEACH CONSULTANT AGREEMENT THIS AGREEMENT, entered into this t"'" dayof~.k.v. b.t.L 2005, by and between the CITY OF SUNNY ISLES BEACH (hereinafter referred as to the "City") and COLLIN BAENZIGER & ASSOCIATES (hereinafter referred to as the "Consultant"). RECIT ALS WHEREAS, the City is in need of certain consultant services; and WHEREAS, the Consultant represents that it has expertise in recruiting executive officers and related activities; NOW THEREFORE, in consideration of the foregoing and for the mutual covenants, representations and warranties and other good and valuable consideration, the receipt and adequacy of which is hereby acknowledged, the parties agree as follows: 1. RECITALS. The Recitals set forth above are hereby incorporated into this agreement and made a part hereof for reference. 2. CONSUL TING SERVICES. Consultant shall provide to the City, consulting services advice in connection with the services as more particularly described in Attachment "A" attached hereto and made a part hereof. 3. TERM. Subject to the provisions relating to the termination of this Agreement as set forth in Paragraph 8 hereunder, the term of this Agreement shall begin upon the execution of this agreement and shall end upon the completion of services described in Attachment "A", and may be extended as necessary, in writing by the parties hereto. 4. COMPENSA TION. Payment to Consultant for all charges and tasks under this Agreement shall be in accordance with this Agreement and a schedule of charges reflected in Attachment "A". The Consultant shall make no other charges to the City for supplies, labor, taxes, licenses, permits, overhead or any other expenses or costs unless any such expense or cost is incurred by Consultant with the prior written approval of the City. If the City disputes any charges on the invoices, it may make payment of the uncontested amounts and withhold payment on the contested amounts until they are resolved by agreement with Consultant. 5. INDEPENDENT CONTRACTOR RELATIONSHIP The Consultant is an independent contractor and shall be treated as such for all purposes. Nothing contained in this agreement or any action of the parties shall be construed to constitute or to render the consultant an employee, partner, agent, shareholder, officer or in any other capacity other than as an independent contractor other than those obligations which have been or shall have been undertaken by the City, Consultant shall be responsible for any and all of its own expenses in performing its duties as contemplated under this agreement. The City shall not be responsible for any expense incurred by the Consultant. The City shall have no duty to withhold any Federal income taxes or pay Social Security services and that such obligations shall be that of the Consultant, other than those set forth in this agreement. Consultant Page 1 of5 Collin Raen=/ger & Associates S\B shall furnish its own transportation, office and other supplies as it determines necessary in carrying out its duties under this agreement. 6. INSURANCE. (a) Consultant shall, at its sole cost and expense, during the period of any work being performed under this Agreement, procure and maintain the following minimum insurance coverage to protect the City and Consultant against all loss, claims, damage and liabilities caused by Consultant, its agents, contractors or employees, as more particularly set forth below: General liability insurance, including broad form contractual liability coverage for bodily injury and property damage liability with limits of One Million Dollars ($1,000,000) combined single limit occurrence. Such insurance shall not diminish Consultants indemnification obligations hereunder. The insurance policy shall be issued by such company, in such forms and with such limits of liability and deductibles as are acceptable to the City and shall be endorsed to be primary over any insurance, which the City may maintain. Before any work under this Agreement is performed, and at any time upon request, Consultant shall furnish to the City certificates of insurance evidencing the minimum required coverage and appropriately endorsed for contractual liability with the City named as an additional insured. All policies shall contain a waiver of subrogation endorsement. All policies and certificates shall be in forms and issued by insurance companies acceptable to the City's Risk Management Department. All insurance policies and certificates of insurance shall provide that the policies may not be canceled or altered without thirty (30) calendar days prior written notice to the City's Risk Management Department. The City reserves the right from time to time to change the insurance coverage and limits of liability required to be maintained by Consultant hereunder. 7. OWNERSHIP OF DOCUMENTS AND EQUIPMENT. All documents prepared by the Consultant pursuant to this agreement and related services to this agreement are intended and represented for the ownership of the City only. Any other use by Consultant or other parties shall be approved in writing by the City. 8. INDEMNIFICATION. Consultant agrees to indemnify and hold harmless, the City, its officers, agents, employees from, and against any and all claims, actions, liabilities, losses and expenses including, but not limited to, attorney's fees for personal, economic or bodily injury, wrongful death, loss of or damage to property, at law or in equity, which may arise or may be alleged to have risen from the negligent acts, errors, omissions or other wrongful conduct of the Consultant, agents or other personal entity acting under Consultant's control in connection with the Consultant's performance of services pursuant to that agreement and to that extent the Consultant shall pay such claims and losses and shall pay all such costs and judgments which may issue from any lawsuit arising from such claims and losses including wrongful termination or allegations of discrimination or harassment, and shall pay all costs and attorneys' fees expended by the City in defense of such claims and losses including appeals. The parties agree that ten percent (10%) of the total compensation is a specific consideration from the City to the Consultant for this indemnity. 9. TERMINATION. A. If, through any cause within the reasonable control the Consultant shall fail to fulfill in a timely manner or otherwise violate any of the covenants, agreements or stipulations material to this agreement, the City shall have the right to terminate the services then remaining to be performed. Page 2 of5 Collin Baen=iger & Associates SIB Prior to the exercise of its option to terminate for cause, the City shall notify the Consultant of its violation of the particular terms of the agreement and grant Consultant ten (10) days to cure such default. If the default remains uncured after ten (10) days the City may terminate this agreement (i.) In the event of termination, all finished and unfinished documents, data and other work product prepared by Consultant (and sub consultant(s)) shall be delivered to the City and the City shall compensate the Consultant for all services satisfactorily performed prior to the date of termination, as provided in Paragraph 4 herein. (ii.) Notwithstanding the foregoing, the Consultant shall not be relieved of liability to the City for damages sustained by it by virtue of a breach of the agreement by Consultant and the City may reasonably withhold payments to Consultant for the purposes of set- off until such time as the exact amount of damages due the City from the Consultant is determined. B. Termination for Convenience of City. The City may, for its convenience and without cause terminate the services then remaining to be performed at any time by given written notice which shall become effective seven (7) days following receipt by Consultant. The terms of Paragraphs A(i) and (ii) shall be applicable hereunder. C. Termination for Insolvency. The City also reserves the right to terminate the remaining services to be performed in the event the Consultant is placed either in voluntary or involuntary bankruptcy or makes any assignment for the benefit of creditors. 10. ASSIGNMENTS, TRANSFERS, SUBCONTRACTING. The Consultant shall not subcontract, assign or transfer any work under this agreement with the prior written consent of the City. Should the Consultant subcontract any services under this agreement, it shall be done with continued liability for the Consultant. The Consultant shall remain responsible for services, responsibilities and liabilities of any person or entity acting under Consultant. 11. TIME OF COMPLETION. The services to be rendered by the Consultant shall be commenced upon execution of this contract and shall be completed within the time specified in this agreement. A reasonable extension of time shall be granted in the event the work of the Consultant is delayed or prevented by the City or by circumstances beyond the reasonable control of the Consultant including weather conditions of acts of God which render the performance of the Consultant's duty impracticable. 12. WAIVER OF RIGHT TO JURY TRIAL. Each of the parties hereto hereby knowingly, voluntarily and intentionally, waive the right which any may have to a jury trial in respect of any action, proceeding, litigation or counterclaim based hereon or arising out of, under, on or in connection with this agreement or any course of conduct, course of dealing, statements (whether verbal or written) or actions of either of party. 13. ARBITRA TION. It is the intention of the parties that whenever possible, if a dispute or controversy arises hereunder then such dispute or controversy shall be settled by arbitration in accordance with the procedures, rules and regulations of the American Arbitration Association. The decision rendered by the Arbitrator shall be final and binding upon the parties and judgment upon the award rendered by the arbitrator may be entered in any court having jurisdiction. Arbitration shall be held in Miami-Dade County, Florida. All costs of arbitration and attorneys' fees incurred by the Page 3 of 5 Collm Baen::/ger & ASSOCIates SIB parties shall be paid by the non-prevailing party or, if neither party prevails on the whole, each party shall be responsible for a portion of the costs of arbitration. And their respective attorneys' fees as may be determined by the court on confirmation. 14. CONFIDENTIAL INFORMATION. The Consultant shall not, either during the term of this Agreement or any time for a period of TEN (10) years subsequent to that date upon which the Consultant shall leave the employment of the City for any reason whatsoever, disclose to any person or entity, other than in the discharge of the duties of the Consultant under this Agreement, any information which the City designates in writing as "confidential." As a violation by the Consultant of the provisions of this Section could cause irreparable injury to the City and there is no adequate remedy at law for such violation, the City shall have the right, in addition to any other remedies available to it at law or in equity, to enjoin the Consultant in a court of equity for violating such provIsIOns. 15. NOTICES. All notices and communications hereunder shall be in writing and shall be deemed given when sent postage prepaid by registered or certified mail, return receipt requested and, if intended for City one to the Office of the City Manager and one to Hans Ottinot, City Attorney, at City of Sunny Isles Beach, 18070 Collins Avenue, Sunny Isles Beach, Florida 33160, and if intended for the Consultant, shall be addressed to Collin Baenziger, 12970 Dartford Trail, Suite 8, Wellington, FL 33414. 16. GOVERNING LAW. This Agreement shall be governed by and construed in accordance with the laws of the State of Florida. 17. AUDIT. The Consultant shall make available to the City or its representative all required financial records associated with the Agreement for a period of THREE (3) years. 18. NON-DISCRIMINATION. The Consultant agrees to comply with all local and state civil rights ordinances and with Title VI of the Civil Rights Act of 1984 as amended, Title VIII of the Civil Rights Act of 1968 as amended, Title 1 of the Housing and Community Development Act of 1974 as amended, Section 504 of the Rehabilitation Act of 1973, the Americans with Disabilities Act of 1990, the Age Discrimination Act of 1975, Executive Order 11063, and with Executive Order 11248 as amended by Executive Orders 11375 and 12086. The Consultant will not discriminate against any employee or applicant for employment because of race, color, creed, religion, ancestry, national origin, sex, disability or other handicap, age, marital/familial status, or status with regard to public assistance. The Consultant will take affirmative action to insure that all employment practices are free from such discrimination. Such employment practices include but are not limited to the following: hiring, upgrading, demotion, transfer, recruitment or recruitment advertising, layoff, termination, rates of payor other forms of compensation, and selection for training, including apprenticeship. The Consultant agrees to post in conspicuous places, available to employees and applicants for employment, notices to be provided'by the City setting forth the provisions of this non-discrimination clause. The Consultant agrees to comply with any Federal regulations issued pursuant to compliance with Section 504 of the Rehabilitation Act of 1973 (29 U.S.c. 708), which prohibits discrimination against the handicapped in any Federally assisted program. Page 4 of5 Collm Baen=iger & Associates SIB 19. CONFLICT OF INTEREST. The Consultant agrees to adhere to and be go:verned by the Miami-Dade County Conflict of Interest Ordinance Section 2-11.1, as amended; and by the City of Sunny Isles Beach Ordinance No. 99-82, which are incorporated by reference herein as if fully set forth herein, in connection with the Agreement conditions hereunder. The Consultant covenants that it presently has no interest and shall not acquire any interest, direct or indirectly which should conflict in any manner or degree with the performance of the services. The Consultant further covenants that in the performance of this agreement, no person having any such interest shall knowingly be employed by the Consultant. No member of, or delegate to the Congress of the United States shall be admitted to any share or part of this agreement or to any benefits arising therefrom. 20. CONFLICTING PROVISIONS. The terms and conditions in this agreement supersede any other conflicting provisions that are contained in any other document. 21. ENTIRE AGREEMENT. This Agreement and Attachment "A", which is expressly incorporated herein by reference, contain the entire agreement of the parties, and may be amended, waived, changed, modified, extended or rescinded only by a writing signed by the party against whom any such amendment, waiver, change, modification, extension and/or rescission is sought. IN WITNESS WHEREOF, the parties hereto have executed this Agreement in duplicate on the day and year first written above. WITNESSES: COLLIN BAENZIGER & ASSOC. BY: Collin Baenziger Print Name ATTEST:, ~. ..~ '>,~" ~","'.A ~ .- ."th:(~-=l.-- .i-'~'u-A /\ . . . \'7-. - \ v'" '~ Janc' A. 'Hines, City Clcrk ?~}T~ OF S~rNY/~~~_~~ B~~AC// i}-1}01V~/ ~i._,.(c~I:.-~' N rman S. Edelcup, Mayor AND LEGAL City of Sunny Isles Beach 18070 Collins Avenue Sunny Isles Beach, Fl. 33160 (305) 947-0606 phone (305) 949-3113 Fax Page 5 of5 Collin Baen=iger & Associales SIB STATEMENT OF QUALIFICATIONS AND PROPOSAL For COLIN BAENZIGER & ASSOCIATES CITY OF SUNNY ISLES BEACH, FL REQUEST FOR PROPOSAL FOR EXECUTIVE SEARCH SERVICES FOR CITY MANAGER Colin Baenziger .& Associates Contact Person: Colin Baenziger Colin Baenziger & Associates 12970 Dartford Trail - Suite 8 Wellington, FL 33414 (561) 793-2624 (561) 792-2137 Facsimile E-Mail: colin(alcb-asso.com Visit Our Website at: V'lW'iV.do-aSSD.com EXHIBIT "A" S\B CITY MANAGER RECRUITMENT SERVICES T ABLE OF CONTENTS PAGE LETTER OF TRANS MITT AL 1 WHAT SETS COLIN BAENZIGER & ASSOCIATES APART Experience and Approach Results 3-4 1. PROFILE OF THE FIRM The Firm Our Services Litigation Drug Free Work Place Insurance Completion with Respect to Budget Completion with Respect to Projected Schedule 6 II. TECHNICAL APPROACH - OUTLINE 10 III. PROPOSED PROJECT SCHEDULE 12 IV. PROJECT ORGANIZA nON AND NEEDS Project Team and Involvement Support Required from City 13 V. S~ARENGAGEMENTS 16 VI. PRICE AND WARRANTY 18 APPENDIX A - Technical Approach - The Details 19 APPENDIX B - Recent Placements 26 APPENDIX C - Resumes of Key Project Team Members 28 APPENDIX D - Complete List of Governmental Searches 33 APPENDIX E - Resolution of the City of Marathon 38 APPENDIX F - Resolution of the Village of Palmetto Bay 41 APPENDIX G - Resolution of City of Cottonwood Heights 44 APPENDIX H - Newspaper Clippings 47 SIB COLIN BAENZIGER & ASSOCIATES 12970 DART FORD TRAIL. SUITE 8 (561) 793-2624 WELLINGTON, FL 33414 September 6, 2005 The Honorable Mayor Norman S. Edelcup, Vice Mayor Lewis J. Thaler and Commissioners Roslyn Brezin, Gerald (Gerry) Goodman and Danny Iglesias City of Sunny Isles Beach 18070 Collins Avenue Sunny Isles Beach, FL 33160 RE: City Manager Executive Recruitment Services Dear Mayor Edelcup, Vice Mayor Thaler and Commissioners Brezin, Goodman and Iglesias: We at Colin Baenziger & Associates would like to thank you for the opportunity to submit our credentials and a proposal to assist the City in finding its next City Manager. While selecting key personnel is never easy, our firm, Colin Baenziger & Associates, utilizes a process that makes it as painless as possible. What we offer the City is unparalleled service at a reasonable price and a focus on finding just the right person for your organization. Sunny Isles Beach is an attractive and unique community. Given its location, we believe that it will be viewed as one of the plwn jobs in the profession. With our outreach efforts, we are confident will we will be able to bring the City an extremely strong field of candidates. Since beginning our executive recruiting practice approximately seven years ago, we have become recognized as one of Florida's foremost recruiters for municipal positions. In fact, over the past three years, we have conducted more city manager/governmental CEO searches in Florida than any other firm. Our success is based on our experience. in the public sector, the quality of our work and the extremely strong emphasis we place on client service. Our focus is on exceeding our clients' expectations, delivering a product of the highest caliber and going the extra mile in terms of making certain our clients are satisfied. Needless to say, we would very much like to work with the City and believe we can produce the same high quality results for it that our current clients have come to expect. In recognition of the level of effort we expend, three of our municipal clients (the Village of Palmetto Bay and the Cities of Marathon and Cottonwood Heights) have passed resolutions thanking us for our outstanding efforts in assisting them in finding their city managers. While we recruit nationally, we focus on working for Florida governments. For example, among our recent search clients are the cities of Palm Bay, Destin, Lake Worth, Marathon, Miami Gardens, Palm Beach Gardens and Doral; the Villages of North Palm Beach, Palmetto Bay and Islamorada; Nassau and Monroe Counties; and the Towns of Jupiter Island, Bay Harbor Islands, Manalapan and Highland Beach to name a few. SIB Letter to Mayor Norman Edelcup, et. al. Page 2 We simply feel that an executive recrUItmg firm needs to be focused in a very limited geographical area if it is to be successful producing results for its clients. As such, we are already familiar with many of the issues our clients face and we can move quickly_ For example, if we were able to start the Sunny Isles Beach search in late September, we can complete the selection process in mid December. We do look forward to presenting our credentials formally and to working with you in the near future. Should you have any questions, please feel free to contact me at (561) 793-2624. Sincerely, (i,;i _,( - I,../-- 1...-/ ~\'''''' ,,- ,i 6 Colin Baenziger Principal ;"'''. I r~ b" c. COLIN BAENZIGER & ASSOCIATES What Sets Colin Baenziger & Associates Apart Colin Baenziger & Associates (CB&A or the Firm) is a sole proprietorship located in Palm Beach County, Florida and has been in business since 1996. Over that period, it has developed an extensive municipal practice, the key element of which is executive search. Briefly stated, we believe that the City would be wise to select us because: Experience and Approach · While we recruit nationally, our focus is on serving Florida cites, counties and special districts. As a result, we are extremely knowledgeable in conducting recruitments for these entities. In fact, over the last two years, we have conducted more city manager/governmental CEO searches in Florida than any other firm. · Not only is our executive search function headquartered in Florida, our lead recruiter, Colin Baenziger, lives and works here. As such, he is familiar with the issues Florida's governments and managers face. · Additionally, Mr. Baenziger is a former Florida city and special district manager. As such, he is not just someone who is speculating on what it takes to be a governmental CEO here - he knows firsthand. He has also been an elected official in a community of 22,000 so he understands that perspective as well. In other words, he speaks the language of both the manager and the elected official. · Mr. Baenziger knows many of Florida's and the country's professional managers personally. He has an extraordinary talent for determining who fits well in which situation and who does not. He also knows which managers might be interested in Sunny Isles Beach if approached. · We tailor our approach to the needs of the community. Once we fully understand the Commission, the community and the issues, we aggressively seek the candidates who are right for the City. · We can move quickly. Utilizing a true executive search approach, as we did in Manalapan, we can have a short list of candidates within two to four weeks. Advertising nationally normally adds four weeks to the process. · The caliber of our work is better. Because we have not conducted hundreds of searches and because our practice is limited to Florida, we have to try harder. We depend on word of mouth advertising and so our reputation is critical to us. · We are less costly -- not because we do less (in fact, we do more) -- but because we have focused our efforts on minimizing our overhead. We simply do not have the expenses other firms do and as a result, we can pass the savings on to you. · We continue to work with the City after the Manager begins work. If issues arise six or twelve months later concerning the Manager and the Commission, we will assist the City in working through them at no additional charge. -3- ("'c ~.', B,,','''' ~) ~ COLIN BAENZIGER & ASSOCIATES . We maintain a data base of compensation packages for many Florida cities and counties so we will know what the managers are paid and what is reasonable for the City to offer its next Manager. . Finally, while we move quickly, we do not rush the process. We suggest that the interviews be held on a weekend and the Commission vote to select its next Manager a few days later (in this case, at a special or regular meeting) after it has had time to "sleep on the decision." We also think it is important not to rush into a contract. We suggest that a Commission Member be designated to negotiate the contract with our assistance and the City Attorney; and that the contract be brought back to the Commission after it has had the appropriate amount of time to deliberate. Results: On the preceding page, we have outlined what sets us apart. The proof, however, is in the results we have achieved. Specifically, . Our city/county/municipal CEO searches have always ended in a successful placement. . While every recruitment firm will tell you that the search can be done within 60 to 90 days, we have an unmatched track record for completing the selection process within that timeframe. In fact, we have never missed a project milestone. . Our clients are extremely satisfied with our work. In fact three of them, Cottonwood Heights, Palmetto Bay and Marathon, have gone so far as to pass resolutions thanking us for our extraordinary efforts recruiting their managers. · In those rare situations where one of our managers has left the city where we have placed them, the cities have been so satisfied with our services that, if they use a recruiter, they used us again. · No matter how complicated the search has become and what unforeseen circumstances have arisen, we have never asked a client for additional monies beyond the fee we initially quoted. · We have become recognized as a leader (if not the leader) in Florida municipal recruiting and we are frequently called upon to speak at the conferences of the Florida League of Cities, the Florida City/County Managers' Association and the Florida Public Personnel Association. Summary: Colin Baenziger & Associates is the firm you should select to conduct your City Manager recruitment because it is knowledgeable and effective while also being less costly. We are extremely adept at determining who is a good fit for your City and will find the best person to serve as your next Manager for the long term. Further, we complete our work on time and on budget. -4- IS'~~ ~ R ie, ",L) Some of Our Newest Clients... Town of Highland Beach Town Manager Monroe County, FL County Administrator -5- Nassau County, FL County Administrator 'J:~.~<~~'~:kif~f;,~~=. Cottonwood Heights, UT City Manager f"\. ~ s. ' ">., ~ j',,:! ~) L Y' P' 'fA"' {; fp ,0ll' ,t"1/ 0 ,'{7-! l' 'l1Ml . :1 iL-'J /lwt:-- 'tjlJ ,t,:Jr..-'i.- J.i :tit lJif!i 1. Profile of Colin Baenziger & Associates The Firm Established seven years ago, Colin Baenziger & Associates (CB&A) is a strategic partnership of independent consultants that brings to bear the expertise necessary to satisfy a client's needs. Although our primary focus is executive search, we are often involved in operational reviews of governmental operations as well. While our head office is in Palm Beach County, Florida, many of its consultants live and work in other areas of the country converging on the location where the client's need exists. With an operational plan developed prior to arrival, our team of experts quickly studies the issues, identifies problems and opportunities, performs the necessary analysis, prepares reports and action plans and completes its assignment swiftly. The client thus receives prompt, professional service and its needs are addressed. While the consultants are available for follow-up work, our goal is to perform the assignment in such a way that existing staff can implement the action plans without additional outside assistance. Colin Baenziger & Associates has an outstanding reputation which is derived from our commitment to quality. Our work is not done until you, our client, is satisfied. That means we go the extra mile and, at times, expend more effort and energy than we originally anticipated or are compensated for. And that is fine with us because we firmly believe that when we sign a contract, we have an obligation to you to fulfill its requirements, with excellence and within the budgeted amount. Our Services: Human Resources Executive Search Background Checks Position Descriptions/Classification Studies Compensation Studies Performance Evaluations Personnel Policies/Procedures Reviews Employee Handbooks Operational Reviews Performance Improvement Contract Compliance Reviews Project Management Special Projects Performance Measurement Systems Standard Operating Procedures Manuals Staffing Assessments Information Systems and Telecommunications Needs Assessments Software Implementation Software Design Equipment Assessment Request for Proposal Development Disaster Recovery Plans Off-the-Shelf Software Evaluation Document Imaging Telephone Systems Telephone Carrier Plan Selection -6- S~B P .f':" ...." 1',.,.-., ! 'r"'.!,,,.Jjpn1' .'fl1P : u'nr,) ..v. wiVo..:....- \'../tl ':-.i(;F'..-- . ,(,i/ u~J, v' Our Other Services Preparing Grant Applications Labor Negotiations Start-up Assistance to New Cities Grant Monitoring Systems and Controls Planning Strategic Planning Operational Planning Project Planning Litigation Colin Baenziger & Associates has never been involved in any litigation except to testify as an expert witness on behalf of one of the parties. Its performance has never been questioned. Drug Free ~Vorkp!ace Certification Colin Baenziger & Associates complies with the provisions of Drug Free Workplace laws and informs all of its employees and subcontractors that it is a drug-free workplace. These individuals are made aware of the dangers of drug abuse, of the firm's policies concerning drug abuse, of available counseling and the sanctions CB&A may utilize should the employee use drugs in the workplace. As a condition of employment as an employee or as a subcontractor, employees must abide by our policy and must notify us of any conviction or pleas of nolo contendere to drug charges. Insurance In order to protect our clients, Colin Baenziger & Associates maintains the following insurance coverage: (l) General Liability Insurance of $1 ,000,000 combined single limit per occurrence for bodily injury, personal injury and property damages; (2) Automobile Liability Insurance of $1,000,000 per accident and (3) Professional Liability Insurance of $1 ,000,000 per occurrence. As a small fmn, with less than five employees, we are not normally subject to requirements for Workers Compensation and Employers' Liability insurance. If required by the City and if available to us, we will obtain Workers Compensation and Employers' Liability insurance prior to contract execution. Conlpletion of Projects with Respect to Budget Colin Baenziger & Associates is proud of its record with respect to completing searches within budget. When we quote a price to the client, that price is what the client will pay no matter how difficult the search is or what unforeseencircwnstances may develop. We have never asked a search client for additional fees, even when we were probably entitled to do so. -7- ~q t~ r.b~' Profile of the Firln Completion with Respect to Projected Schedule Since Colin Baenziger & Associates has been performing City/County/CEO recruitments, we have a remarkable record of achievement in terms of meeting our project schedules. In fact we have never missed a project milestone. The executive search business does, however, involve people and people are not always predictable. For example, when Monroe County and its first choice could not reach agreement concerning terms, we repeated the search. While we did not miss a project milestone, the search took five months overall instead of three. -8- f'" ~':J) rno,.. B rk~f: Some of Our Most Recent Clients"".. City of Destin City of West Palm Beach City Manager Assistant City Administrator Village of North Palm Beach City of Miami Gardens Village Manager City Manager ~:J, -9- lo TECHNICAL APPROACH II. Technical Approach -- Outline Colin Baenziger & Associates proposes to undertake a full-scale search that includes the following tasks. A more detailed description follows this summary in "Appendix A: Technical Approach - the Details". · Meet individually with the City's elected officials to finalize the work plan and to develop a complete understanding of the position, the City and the issues the new Manager will face. We will review the description of the ideal candidate, the selection criteria and the target compensation package. We will also confirm that our proposed project schedule (see Section Ill) works with the elected officials' other commitments. · Develop an advertisement and submit it to appropriate publications. We are assuming that that the City wishes to do a national search. As such, we would place advertisements in the publications of International City/County Management Association (lCMA) Florida League of Cities (Datagram and Ken Small's CM's), and with the Florida City/County Management Association (assuming it is compatible with our recruitment schedule). Should the City opt to do a Florida only search, we would advertise in all of the preceding except the ICMA Newsletter. · Attend several Commission meetings in order to develop a feel for the group dynamics. Doing so, in conjunction with the individual meetings with the elected officials, will provide us with the information we need to determine who will be a good fit with the City as well as help us assist potential candidates in understanding the situation should they accept the position. · Actively search for, identifY and recruit outstanding candidates who are best suited for the position. To do so, we will use our network and consult our data base of quality managers. From these two sources, we will develop a list of managers that we want to recruit for this position. · Receive resumes from applicants resulting from advertisements as well as from our recruitment efforts. We request candidates submit resumes via e-mail and as they arrive, we will forward copies to the City and anyone within or outside the government that the City chooses. For example, the resumes are typically sent to the City Clerk, members of the City Commission who would like to receive them, and anyone else the City designates (for example, a citizen's advisory committee or community activists). In that manner, the process is completely open to the public. · Evaluate the resumes submitted and narrow the list of finalists to the eight to fifteen candidates whom we believe are most qualified. · Work with a Citizens Advisory Committee to select finalists. · Conduct in depth interviews with our top candidates to determine which candidates will be the best fit as Manager for the City. -10- S~B TECHNICAL APPROACH . Conduct thorough reference and background checks of the most qualified applicants. When we conduct our background checks, we tell the candidate to whom we want to speak and do not accept just "their" references. The people we ask for include all the elected officials from the candidates' current governing body, the City Attorney, the City's external auditor, the director of the chamber of commerce, the local press, community activists and subordinate employees. We also conduct criminal, civil, driver's license, media and credit checks as well as verifying employment history and education. We believe these should be done at this time in order to avoid embarrassment after the City announces its finalists. . Finalize our recommendations concerning whom the Commission should interview, discuss the candidates with the Commissioners individually and present our recommendation formally to the Commission at a scheduled City Commission meeting. . Coordinate and attend the interview process. We recommend the elected officials see the candidates in three settings: informal (such as a cocktail reception on a Friday evening which would be typical of a function wherein they might be representing the City), one-on-one interviews with the Commissioners (on Saturday morning) and formal interviews (one candidate at a time) before the full Commission in a public meeting (on Saturday afternoon). We also recommend, as part of the interview weekend, that the candidates' spouses be invited to attend the reception and that local realtors provide the candidates and spouses with a tour ofthe City (Friday afternoon prior to the reception). · Several days after the interviews are conducted, after the Commissioners have had the opportunity to consider their decision ("sleep on it"), we will coordinate the voting where the officials select the City's next Manager. We have found a relatively simple approach that seems to avoid problems that complicating ranking systems can create. · Work with the designated City official and/or the City Attorney on an advisory basis to assure that the City and the Manager negotiate a fair and reasonable contract. We recommend that these negotiations proceed quickly but deliberately so that both parties can become comfortable with the contract and its terms. We do have a standard contract that we have developed over the years that we can offer if the City desires. · Notify those not selected. We typically contact everyone who applied by telephone to inform them of their status in the process. We also use e-mail and frequently offer suggestions to improve their resumes. Hence, even if they are not selected, they do receive some benefit from going through the process. · Stay in touch with the City and the Manager on an on-going basis and provide any assistance necessary to ensure that the relationship between the Manager and the Commission is a strong one. If requested, approximately six months later, we will perform, at no additional charge, a team building workshop between the Manager and the Commission to strengthen that relationship. Communication with the City. We will provide bi-weekly reports to the City concerning the status of the search. These reports may be presented verbally and/or written and will be provided in person, via telephone, in a report form, bye-mail or fax, depending on what is the most effective means to communicate with the Commission. -1 I- f": ~ ~J ~-.] ~,) ~":,,c PROPOSED PROJECT SCHEUDULE Ill. Proposed Project Schedule The following outlines a proposed schedule for the search. As we understand it, the City would like to use a citizen's advisory committee to assist in selecting the next manager. September 220d: September 23rd: September 28th: September 29th: October 17th: November 4th: November 5th Thru 25th: November 28th: December 1 st: December 16th: December 17th: December 19th: Commission approves Executive Search contract for Colin Baenziger & Associates (CB&A). Colin Baenziger & Associates begins interviewing Commission Members to: (1) discuss ideal candidate, (2) proposed compensation package, and (3) finalize recruitment schedule. CB&A begins drafting advertisement for publications with the assistance of the Commission and staff. CB&A submits ad to the International City/County Management Association (ICMA), the Florida League of City's Datagram and Ken Small's CMs. Ad will be posted on and runs in Ken Small's CMs. Ad posted with the ICMA and the Florida League of Cities. Ad runs in ICMA Newsletter. Closing date for applications. CB&A works with Citizen's Advisory Committee to develop list of finalists Committee and CB&A forwards fmalist information to Commission Members Committee Chair and Colin Baenziger meet with Commission Members individually to discuss candidates Commission confirms finalists at a special meeting Commission reception for candidates and spouses. Commission interviews candidates Commission selects the City's next Manager at a regular meeting -12- iA. ~ ~~3. Itc">tr . ,~ 'ti ~ . Proiect Organization and Needs IV, Project Organization arul f{e.eds Project Team and Involvement CB&A is an experienced recruiting firm (see Appendix B for a list of its recent engagements) and strongly believes that the majority of the search work should be conducted by one knowledgeable person. Colin Baenziger will be that person and serve as project manager. Since he is based in Florida, he already has a fair degree of familiarity with the City, the environment and the requirements of the position. Further, having been a Florida municipal manager, he personally knows what it takes to do the job well. Mr. Baenziger will conduct the interviews with the Commissioners, search for strong candidates, discuss the position with those candidates, recruit them, conduct the interviews with the candidates and the background checks, oversee the interview process and assist with the contract negotiations. Mr. Baenziger holds a Bachelor of Arts degree from Carleton College and a Master of Public Administration with Distinction from Cornell University's Graduate School of Management. In addition to 15 years as a consultant, he has spent over ten years in government as a senior manager. Mr. C. Samuel Kissinger will serve as back-up to Mr. Baenziger and may assist in some of the tasks outlined. Mr. Kissinger is an experienced city manager and recruiter. He holds a Bachelor of Arts Degree from Albright College, a Master of Public Administration from the University of Pittsburgh and an Honorary Doctor of Laws from the College of New Rochelle. The work of other staff will be largely clerical and will relate to confirming educational credentials, employment and the like. Resumes for the key staff members are included in Appendix C. Colin Baenziger C. Samuel Kissinger Project Manager Assistant Project Manager Kathyrn Knutson Teresa Brower Timms Research Associate Research Associate Support Required from the City The City will be responsible for providing the facilities to be utilized during the interview process, coordinating and paying for the lodging for any candidates traveling from outside of the area and making the arrangements for the Friday evening reception. -13- " r 1'"0' (, ~. ...{ i.J' f tr) Proiect Organization and Needs CB&A also expects the City to provide the following information to us and to each of the finalists: the FY 2004-2005 Budget, an organization chart, the latest completed audit and management letter, the City's current strategic and long range plans (if any), a copy of the City's Charter, any job descriptions and other materials that define the role and duties of the City Manager and any evaluations of the organization or its parts done in the last year. Once the finalists have been selected, the City will mail this material to them as well as any other relevant material that CB&A and the City feel would be beneficial. Further, while we would like to attend every meeting of the City Commission during our assignment, such regular attendance is probably not possible. Consequently, we would appreciate it if the staff could forward copies of any video or audio tapes of the meeting that we cannot attend. Finally, the City will run an NCIC] check on the candidates as a double check to what our criminal records checks turn up but not in the states that we check. I Since we are not a law enforcement agency, we do not have access to the NCIC data base. Hence, while we believe our checks are complete, it is a useful way to cross check our work. -14- e~.~~ r';, !i.~ More Recent Clients... City of Lake Worth City Manager City of Doral City Manager Town of Bay Harbor Islands Town Manager Palm Beach County Water Utilities Database Audit and Verifications -15- c. ~ ~" Ij) t B Similar Engagements & References V. Sbnilar Engage!1u!nts & References A complete list of similar governmental engagements is provided in Appendix O. Six are presented here. The process followed in each was the same process as is outlined Section II and in more detail in Appendix A. Additionally, the team described in Section IV of this RFP, by and large, was involved in and played very similar roles in roles in each ofthese searches. 1. City of Palm Bay, FL In July 2002, Colin Baenziger was selected by the City of Palm Bay to find its next City Manager. Mr. Baenziger was asked to complete the process in 60 days. Our work involved recruiting and advertising for candidates, conducting background checks, selecting the most qualified, recommending them for interview, coordinating the interview process and assisting in the contract negotiations. The finalists averaged seven years experience as a manager and were all highly qualified. Interviews took place 62 days after the notice to proceed and selection was made on the 64th day. Mr. Lee Feldman, then City Manager of North Miami was selected and he is still employed by the City. Contact Mayor John Mazzioti, City Clerk Alice Passmore or City Manager Lee Feldman at (321) 952-3414. 2. City of Destin, FL Colin Baenziger & Associates' contract to find the City of Oestin's (population 11,200) City Manager was awarded on August 15, 2003 and the closing date for applications was September 26th. On November 3rd, the City Council selected Gregory Kisela, then an assistant city manager with the City of Fort Lauderdale, to be its next manager. Contact either Mayor Craig Barker at (850) 376-1400, City Manager Greg Kisela at (850) 837-4242 or Human Resources Director Chuck Garcia at (850) 837-4242. 3. Nassau County, FL Nassau County is a rural county north of Jacksonville and beginning to experience significant growth as the Jacksonville metropolitan area pushes north. It needed an experienced manager and someone who was especially familiar with growth management. Colin Baenziger and Associates began the search for the County Administrator in mid March, 2004 and Mike Mahaney, then City Manager of Kannapolis, NC, was selected in early June of that year. Contact County Commission Chairperson Ansley Acree at (904) 415-3392, County Attorney Mike Mullens at (904) 548-4590 or County Administrator Mike Mahaney at (904) 321-5782. .~; ';:ti ~ t ' \,.~ ~ ~,:;.j \)d' L -16- Similar Engagements & References 4. Monroe County, FL In March 2004, Colin Baenziger was retained to recommend five candidates for the County Administrator position in Monroe County (essentially the Florida Keys). The County requested a national search and our work involved recruiting and advertising for candidates, conducting background checks, selecting the most qualified, recommending them for interview, coordinating the interview process and assisting in the contract negotiations. High caliber candidates who could afford to live in the Florida Keys were in short supply and finding the right person was difficult but we were successful. The County hired Thomas Willi, then the Town Manager of Davie, FL. Mr. Willi was unique because he was both well qualified and could afford a substantial home in the Keys. Contact Commissioner Murray Nelson who was County Mayor during the recruitment at (305) 394-0098 or County Administrator Tom Willi at (305) 292-4441. 5. City of Lake Worth, FL In January 2003, Colin Baenziger was retained to assist the City of Lake Worth (population 30,500) in finding its next City Manager. Important to this recruitment was to find an established manager with electric utility experience. The process was also complicated by the fact that a municipal election was to be held in mid-March with a run-off at the end of the month. The effort involved advertising, recruiting candidates, conducting background checks, determining a list of finalists, coordinating the interview and selection process and assisting in the contract negotiations. The process took 60 days, was similar to the process outlined in this proposal and Mr. Paul Boyer of Oak Ridge, TN, was selected as manager after interviews at the end of March. He is still employed by the City. Contact Mayor Rodney Romano on his cell phone at (561) 818-0001 or Vice Mayor Mac MacKinnon at his home at (561) 582-6503. 6. City ofltJiami Gardens, FL In May 2003, the City of Miami Gardens incorporated and, with a population of approximately 103,000 became the largest predominantly Afro-American city in Florida. In September, it retained Colin Baenziger & Associates to find its City Manager. Using the process outlined in this proposal and working with a committee of residents, CB&A completed the process on schedule and selected Dr. Danny Crew, previously of Gastonia, NC, as its first manager in early December 2004. Dr. Crew remains with the City and recently received a higWy favorable evaluation from its elected officials. Contact Mayor Shirley Gibson or Vice Mayor Aaron Campbell at (305) 622-8000. Alternatively, contact Dr. Danny Crew at (305) 622-8007. -17- fa Fee and Warranty Vi, Fee and 'YVarranty Fee Colin Baenziger & Associates proposes to conduct the work outlines in this proposal firm, fixed fees of: $19,000 including all expenses and costs except those involved in the interview weekend (candidate travel and the reception). We should note that this dollar figure is lower than what most other experienced municipal government search firms charge (when expenses are factored in) and can be offered because the firm has focused on keeping its overhead low. Our clients benefit as a result. If the City requests our firm to perform work which is very clearly beyond the scope of the RFP, it will be billed at a rate of $125 per hour. No such work will be performed without written authorization from the City. As an aside, we never billed or asked for more money for a city manager search, even in circumstances where we were probably entitled to it. Services will be billed as rendered with payment due upon receipt of invoice. Final payment is due when the Manager the City selects executes his/her contract with the City. Warranty Colin Baenziger & Associates offers what we believe is the best warranty in the industry. We can offer it because we have confidence in our work. Specifically, provided the City selects from among the candidates we recommend, we warrant the following: 1 ) We will not approach the selected candidate to consider any other position as long as the individual is employed by the City as its manager. 2) Should the manager leave the City for any reason other than an act of God within the first year, CB&A will repeat the search at no charge. Should the manager leave during the second year (again for any reason other than an act of God), we will repeat the search for the cost of our expenses only. 3) Should the City not be satisfied with any or the candidates presented, CB&A will repeat the search until the City is satisfied. 4) Our price is guaranteed and will not be exceeded for any reason even should the conditions under which this contract is issued change. -18- ('; ll:~ Appendix A Technical Approach - The Details -19- f. ~3) TECHNICAL APPROACH - THE DETAILS Technical Approach - The Details Task One: Develop a Profile of the Ideal Candidate and Compensation Package Our first task will be to meet with the City Commissioners to finalize our work plan and schedule. We will also work with the Commissioners to determine the characteristics of the ideal candidate. During these interviews with the Commission, our lead consultant will develop a stronger sense of the City of Sunny Isles Beach, its issues and its leadership. An important aspect of the recruiter's work, and one that should not be overlooked, is to sell the City to the very best candidates while also providing an accurate portrayal of the City and its environment. CB&A has, over the past few years, found this approach leads to finding and retaining the best candidates. Finally, our consultant will work with the Commissioners to determine an appropriate compensation package (salary, insurance, leave, car allowance, moving expenses, etc.) for the new Manager and to determine the dates of the final interviews. As an aside, CB&A maintains a database of city manager salaries, benefits and contracts for many of Florida's managers. As such, the Commission will know what it should expect to pay the new Manager. Armed with this information, as we identify candidates, our recruiters will be able to tell them what to expect in terms of compensation and inform them when the interviews will take place. This approach minimizes the possibility of surprises. Should a candidate decide to apply, he or she will know what level of compensation to expect and when they need to be available for the formal interview. Task Two: Recruit Candidates CB&A firmly believes the best approach to identifying the top candidates is to search diligently for them, to approach them and to request that they apply. Many excellent candidates are reluctant to respond to advertisements because they know their applications will be a public record and that making application may alienate their current employers. By being approached, the candidate's credentials are enhanced, rather than diminished, in the eyes of their current employers. We also propose to move quickly as possible since some of the better candidates will find other jobs if the process lingers. -20- TECHNICAL APPROACH - THE DETAILS In this particular situation, CB&A will utilize three approaches. First and most importantly, CB&A would use its contacts in the profession to identify the best and the brightest and ask them to apply. Second, we will consult our data base of quality managers and determine if any are a good fit for the Manager's position. Finally, while we strongly feel that the best way to find the best candidate is to look for quality and someone who is not necessarily in the market, we have also found that utilizing the trade press sometimes yields strong candidates. We intend to advertise in the trade press (such publications of the Florida League of Cities, the Florida City/County Management Association Newsletter, the National Forum of Black Public Administrators' publications and website, the International City/County Management Association Newsletter and Ken Small's CM's2. We do not use newspapers or generic websites because we have not found them to be a productive source of candidates. We also tend not to use brochures unless the client insists. In our experience, unless a candidate is looking for a job (in which case, they will be reading the advertisements in the trade press), brochures tend to be treated a junk mail and discarded rather than read. Hence, brochures tend to be costly and ineffective. Whatever the source, our consultant will discuss the opportunity with the best candidates and request they apply. Quite frankly, the Sunny Isles Beach City Manager's position should be considered an excellent opportunity, one of the true plums in the profession, and one that should be attractive to many candidates if they are properly approached. In addition, one important benefit of actively seeking candidates is that only candidates who are recognized for their ability will be selected for the interview. Unlike what happens when selecting candidates based on their resumes, the candidate who is both inarticulate and incompetent will have been already screened out. The result is that when the Commission interviews the finalists, it will be very difficult to make a mistake - all the finalists will be well qualified and it then becomes a matter of determining the best fit. 2 Ken Small is an employee of the Florida League of Cities and publishes a daily electronic newsletter which contains articles from recent newspapers around the State. It is read by most Florida (and many national) managers and is an excellent way to reach the managerial community. -21- TECHNICAL APPROACH - THE DETAILS Task Three: Develop a List of Semi-Finalists Based on our experience, we believe we will identify between 10 and 15 excellent candidates through our search activities. We will then interview these candidates in person or by telephone and conduct background checks to determine the best candidates for the City. Factors we will consider are: experience and longevity, education, personality and demeanor and achievements. We will also consider what our contacts in the profession tell us. We should add that selecting a manager is more of an art than a science. As such, while we consider standard ranking factors, ultimately our sense of the Commission and who we believe would be a good fit with the City is the determining factor in terms of whom we recommend for interview. Our background and reference checks include in-depth research. Not only will we verify credentials and make inquiries of the references that the candidates provide, but we will also seek out others who are knowledgeable of the candidates' abilities (such as current and former Commissioners, staff members, members of the news media, the local chamber of commerce, the city attorney, other knowledgeable individuals and anyone else we can identify who has knowledge of the candidate). Additionally, our staff will conduct an Internet search for background information. Should any sensitive or potentially embarrassing items turn up in these checks, they will be thoroughly researched and a clear picture developed of what transpired. If our recruiter deems the situation to be questionable, the candidate will be dropped from further consideration. Finally, our staff will conduct credit, civil and driving records checks as well as verify education and employment. It should be noted that we do this before selecting the finalists so that the City is not embarrassed once the finalists are announced. One other note is that while interviewing the candidates, our consultant will make it perfectly clear that he expects the selected candidate will accept the position and the compensation package offered by the City. CB&A has found that this approach leads to smooth contract negotiations while avoiding bidding wars between the finalist's current organization and City. Task Four: Select Finalists Once CB&A has completed the above research, we will work with the Citizen's Advisory Committee to narrow the field. We anticipate that we will personally interview each of its top candidates as will the committee. We will compile an interview report. This report will be forwarded to the Commission. The Committee will select the finalists. The Committee Chair and Colin Baenziger will then meet individually with the Commissioners to discuss our findings. We have found historically that we can be more candid in private meetings than in a public setting. Once we have met with the Commissioners, we will present our findings formally and ask the Commission to formally select the finalists. -22- ~ ~, TECHNICAL APPROACH - THE DETAILS Task Five: Notify the Selected Candidates and Those Not Selected Our consultant will notify the candidates who have been selected for an interview by telephone, which provides an opportunity for the candidates to ask additional questions. To the degree possible, CB&A will also notify those not selected by telephone and, as noted above, ask the City to follow up with a brief letter. Should the response be overwhelming, most of the notifications to the candidates not selected will be by letter or email. Task Six: Present Finalists to the Commission Once the finalists have been selected, we will present them to the Commissioners. We will do so in the form of an oral report and by providing a summary of our interviews, their resumes and other relevant information. We will not include in the written material, the results of our background checks but will discuss them individually with the Commissioners. We have found historically that we can be more candid in private meetings than in a public setting. Task Seven: Coordinate the Interview Process CB&A would coordinate the interview process. As noted, we do expect the City to make the necessary travel arrangements and pay for them. Specifically, we recommend that the City invite and pay for the finalists and their spouses to Sunny Isles Beach for two days. CB&A believes that it is important for the spouse to be a participant in the process. While it is not common, situations have occurred where a Manager has left after only a few months because his/her spouse was not comfortable in a new city or town. During that time, the Commission will have the opportunity to access the candidates in a variety of settings. Specifically, we suggest that: . On a Friday evening, the City will host a reception that might include prominent members of the public who interact with the City, and perhaps City staff. The purpose would be not only to get acquainted with the candidates and their spouses, but also to observe how the candidates interact in a social situation similar to what one might find at a City function or a Chamber of Commerce event. As an aside, although these receptions probably should be treated as a public meeting, very few residents attend them unless they are invited -23- TECHNICAL APPROACH - THE DETAILS . Beginning Saturday at 9:00 a.m., each candidate will interview individually with the each of the Commissioners for approximately 40 minutes. During these sessions, the Commission will have the opportunity to assess how the candidates might interact with them on an individual basis and to determine if good chemistry exists between them. . At noon, a break would be taken for lunch with the Commission and the candidates. Here again is an opportunity to observe how the candidates interact with others and the Commission in a social setting. . Beginning at approximately 1 :00 p.m. on Saturday, the Commission, meeting as a whole, will interview each candidate for 30 to 40 minutes. The Commission and the public will thus have an opportunity to judge how the candidates respond in the formal meeting setting. During the afternoon session, we will also have the candidates perform a brief writing exercise since the City Manager is the last line of defense against poor writing. To assist the Commission, CB&A will prepare a booklet outlining how the interview process should be conducted and what to expect. The booklet will also include a list of sample questions that the Commissioners may wish to ask as well as a list of areas and questions that should be avoided. Task Eight: Debriefing and Selection Once the interviews have been completed, CB&A suggests that the Commissioners adjourn and hold a meeting the following Monday to decide whom the next Manager should be. Although the vote could be taken the same day as the interviews, CB&A feels it is better if the Commissioners take the time between Saturday and Monday to evaluate ("sleep on") this important decision. At the special meeting, our lead recruiter will conduct the balloting. Between the two meetings, CB&A will debrief the Commission and follow up on any concerns they may have. Should the Commission not feel comfortable with selecting someone from the group of finalists we present or if they cannot successfully negotiate a contract, we will identify additional candidates and repeat the process. While this very rarely happens, we realize that we are in the people business and Commissioners and candidates may not be able to agree on terms. The bottom line is that our work is not done until the Commission has the candidate it wants to be its next manager. -24- r. g I TECHNICAL APPROACH - THE DETAILS Task Nine: Assist in Contract Negotiations with the Selected Candidate CB&A will notify the top-rated candidate. As the City Attorney negotiates the contract, CB&A will be available to provide advice and assistance concerning the Manager's compensation package and contract. The Attorney will prepare the final contract docmnent. Since the basic parameters will have been laid out in Task One and discussed with the candidates as part of Tasks Two and Three, CB&A expects relatively prompt agreement. As previously noted, CB&A maintains a database of compensation packages for South Florida managers. Thus, the City will know what compensation is common in this marketplace. Task Ten: Continuing Assistance We believe that our work is not done when the City signs a contract with its next City Manager and as a consequence, we stay in touch with, the Manager and the Commission. Our goal is to be there to assist in resolving any issues that may occur before they become intractable. Consequently, after the appointment of the Manager, we communicate regularly with the City, the Manager and the Commission, to be certain that as issues occur, they are resolved to the satisfaction of the City. In fact, if the City desires, after the Manager has been with the City for approximately six months, we will conduct a team-building workshop with the Commission and Manager to resolve any issues that have arisen. This workshop will be conducted at no charge to the City because we feel it part of our job, not only to help you select a Manager but to make certain the relationship is successful. Progress Reports and Meetings CB&A will provide reports to the Commission on an as needed basis but approximately bi- weekly concerning the status of the search, and also expect to be updating the Commission more frequently once the advertising period has closed. These will be either in written or oral form. We do anticipate attending at least three to four Commission meetings during the process and making oral reports to the Commission and the community concerning the progress of the search. We request candidates submit resumes via e-mail and as they arrive will forward copies to the City. The City may select to whom the resumes are forwarded but typically it involves the some members of the Commission, Clerk and anyone else the City designates. In that manner, the process is completely open to the Commission and the public. -25- Appendix B Some of Our Recent Placements -26- ~ ~ t Some of Our Recent Placements While Colin Baenziger & Associates' clients are almost exclusively in Florida, we search the nation for the people you need. The following is a sampling of our recent placements. Our Placement Prior Government Position Position Filled & Our Client Russell Benford Village Manager Hawthorn Woods, Illinois City Manager West Park, Florida Paul Boyer City Manager Oak Ridge, Tennessee City Manager Lake Worth, Florida Michael Cernech City Manager Shavano Park, Texas Assistant City Manager Tamarac, Florida Dr. Danny Crew City Manager Gastonia, North Carolina City Manager Miami Gardens, Florida Lee Feldman City Manager North Miami, Florida City Manager Palm Bay, Florida Yocelyn Gomez Assistant Village Manager Pinecrest, Florida Village Manager Doral, Florida Gregory Kisela Assistant City Manager Fort Lauderdale, Florida City Manager Destin, Florida Michael Mahaney City Manager Kannapolis, North Carolina County Manager Nassau County, Florida Robert Ridgeway Fire Chief Gastonia, North Carolina Fire Chief West Palm Beach, Florida Liane Stillman Mayor Holladay, Utah City Manager Cottonwood Heights, Utah Anita Fain Taylor Assistant City Manager North Miami, Florida City Manager Lauderdale Lakes, Florida Gregory Tindle Assistant Village Manager Islamorada, Florida Town Manager Bay Harbor Islands, Florida Thomas Willi Town Manager Davie. Florida County Manager Monroe County, Florida -27- Appendix C Resumes of Key Pro}oect Team Members -28- Colin Baenziger, M,P.A, Colin Baenziger is a student of local government and responsible for the executive recruitment function at Colin Baenziger & Associates. Over the years, he has worked with a number of cities on recruitments and on management, operational and organizational issues. As a former manager and as someone who actively consults with governments in South and Central Florida, he understands what it takes to do the manager's job and to do it effectively. Further, since he is active in the Florida City/County Managers' Association and in the Broward and Palm Beach County's Leagues of Cities, he knows many of the state's managers on a first name basis. He has recently completed several significant executive search efforts for Florida local governments including the following: . The search for the City of Destin's Manager. The process took approximately ten weeks and resulted in the Council being extremely satisfied with the process. . The search for Miami Gardens' City Manager. The entire process was completed in ten weeks and resulted in a candidate pool the City Council raved about. . Completed the executive search for the City of Lauderdale Lakes first city manager and, four years later, its second manager. He also assisted with a number of other senior level management positions and assignments ranging from an organizational review that led to the City changing the Council-Manager plan to a complete review of the City's compensation and classification system. Mr. Baenziger also worked with a citizen's advisory committee in drafting the necessary changes to the city charter. . Conducted the search for the City Manager for the City of Palm Bay. The process took approximately 60 days and resulted in the hiring of one of the state's best managers. Other recent efforts include conducting a strategic planning session for the Florida Association of Special Districts, an operational review of the City of Tamarac's water utility, a business practices review for a division of the Martin County Government, an operational reconciliation for Palm Beach County and a review of financial procedures for a division of the Marriott Corporation. Mr. Baenziger has a Master's Degree with Distinction in Public Administration from Cornell University's Graduate School of Management and a Bachelor of Arts degree from Carleton College. He is also active in the International City Management Association, Leadership Palm Beach County, the Palm Beach and Broward County Leagues of Cities and ArtServe. With his expertise in recruiting managers, he has been called upon to speak at the conferences of the Florida League of Cities, the Florida City/County Managers' Association and the Florida PubliciPersonnel Association. -29- C. Samuel Kissinger, M.P.A. With more than 30 years experience in the municipal arena, Sam Kissinger brings a unique perspective to governmental issues and problems. His "been there, done that" (and often would not do that again) expertise can assist local cities and counties in avoiding mistakes that they might otherwise make. Over his career, he has assisted a number of cities in recruiting senior managers and in resolving policy, practice and organizational concerns. In fact, in recognition of his contribution to the profession, last year Sam is receiving the International City/County Management Association's (lCMA) highest award, the Distinguished Service Award and was the only recipient in 2002. What Sam brings to the executive search function is that he knows the profession. When interviewing references and conducting background checks, he can read between the lines and identify potential problems or flaws that someone without his experience would miss. Of course, with his background and contacts, he can frequently make a few calls and get inside information not available to others. Over the years, in addition to selecting the key officials for his staff that made him the successful manager that he is, Sam has been involved in a number of significant recruitments, some of which follow: . The manager for Islamorada, Village of Islands, FL, . The manager of a Massachusetts city, . The public works director for Greenwich, CT, . The public works director for Windsor, CT, and . The police chief for a New England city's police department. In addition to serving as the Village Manager of Key Biscayne, Mr. Kissinger has served as the City Manager for New Rochelle, NY, the Town Manager for Enfield, CT and the Township Manager for Whitehall Township, P A. Mr. Kissinger has a Bachelor of Arts Degree from Albright College, a Master of Public Administration from the University of Pittsburgh and an Honorary Doctor of Laws from the College of New Rochelle. -30- r:'i r;! .'-~ Kathyrn Knutson Ms. Knutson is a skilled professional with a wealth of public and private sector experience. Her particular expertise is in special projects, compensation surveys and background checks for our executive search candidates. She feels that each client must be properly served and that can only be done by devoting her utmost attention to their particular concerns and by finding creative ways to solve their problems. In her book, the client comes first. Since beginning her working relationship as a subcontractor with Colin Baenziger & Associates, Ms. Knutson has been involved in virtually every executive search that the firm has conducted. Some of the more notable ones include: . City Manager, City of Marathon, . City Manager, City of Miami Gardens, . City Manager, City of Lauderdale Lakes, . City Manager, City of Doral, . City Manager, Town of Bay Harbor Islands, . Executive Director, Northern Palm Beach County Improvement District, . Village Manager, Village of Palmetto Bay, and . City Manager, City of Lake Worth. As noted, a major part of Ms. Knutson's work has been on special projects. Two of the more significant ones that she has been involved in are: · The Firm's annual city manager compensation survey for South and Central Florida managers. Our goal is to develop and maintain a data base that will be the standard for city manager contract comparisons. We have already been successful in South Florida and will be expanding it as we widen the breadth of our search efforts. · A review of the billing data base for Palm Beach County Water Utilities. The concern the Utility had was that a number of its customers might be being under-billed and it retained our firms to conduct an analysis of the situation. This work involves reviewing the billing records for reasonableness and consistency as well as extensive field work. While the project is still in its early stages and far too early to determine what the ultimate outcome will be, our team has already found enough to pay its fee several times over. Ms. Knutson's prior employment includes stints with Palm Beach County's Department of Building, Planning and Zoning and with the County Health and Rehabilitative Services, with the State of Florida's Department of Corrections and with the State's Department of Employment Services as well as time with a number of private and non-profit concerns such as the Visiting Nurses Association and Oakwood Mental Health Center of the Palm Beaches. Ms. Knutson has an Associates Degree in Business Education from West Georgia College in Carrollton Georgia. -31- Teresa Brower Timms With her keen eye for talent, since joining Colin Baenziger & Associates, Ms. Timms has become one of the Firm's leading interviewers and is frequently responsible for pre-screening candidates. She brings an enormous amount of experience in a wide variety of industries ranging from retail to property management and landscaping. Through it all, her focus has been on fmding the right people to get the job done and get it done right. She studies each client carefully and then matches client needs with what the candidates have to offer. After excelling in the screening process, Ms. Timms now also assists with background checks and interviews of references. Some of the searches that she has played a prominent role in are: . City Manager, City of Cottonwood Heights, UT, . County Manager, Monroe County, . County Manager, Nassau County, . City Manager, City of Doral, . Human Resources Director, City ofVero Beach, . Village Manager, Village of Palmetto Bay, . City Manager and Assistant City Manager, City of Lake Worth, . Town Manager, Town of Bay Harbor Islands, . City Manager, Town of Destin, . Town Manager, Town of Jupiter Island, . Village Manager, Village of North Palm Beach, . Public Works Director, City of Tamarac, . Assistant City Manager and Fire Chief, City of West Palm Beach, . Executive Director, Florida Keys Aqueduct Authority, and . Executive Director, Northern Palm Beach County Improvement District Ms. Timms has studied at the university level in Caracas, Venezuela and Bogota, Columbia and has an associate's degree from Westtech College, Westlake Village, California. She is also a certified pre-school and elementary school teacher and administrator in the State of California. She is bi-lingual in English and Spanish and has traveled extensively in South America where her parents served as missionaries for the Church of Jesus Christ of the Latter Day Saints. Her volunteer activities, beyond church, have included the Boy Scouts of America and the Special Olympics. She is the mother of five children and is now a relatively new and active grandmother. -32- Appendix D Complete List of Governmental Searches As of August 15,2005 -33- Governmen'/lll Search Assignunents Pe,formed by Colin Baenziger In Process: Village Manager, Islamorada, Village of Islands, FL. CB&A was selected on July 28, 2005. We are conducting a national search. Interviews are scheduled for October 14 and 15, 2005. Contact the Mayor Robert Johnson or Village Manager Bernie LaPira at (305) 664-2345. County Administrator, Bay County, FL. CB&A was been selected on June 7, 2005 to perform the search for Bay County's next administrator. Interviews will be held on September 91h and IOlh with the new administrator selected on September 11, 2005. Contact Interim County Manager Joy Bates or Human Resources Director Ms. Alice Martin at (850) 784-4015. County Administrator Manager, Martin County, FL. CB&A was selected in late May to perform the County Administrator Search for Martin County. The County requested an elongated process to include video interviews. The selection is anticipated to be made on August 30, 2005. Contact Human Resources Director Linda Skelton at (772) 221-1320 for additional information. City Manager, City of Mount Dora. CB&A was selected on May 17, 2005 to find the City's next manager. Interviews are scheduled for July 291h and 30lh with the Manager selected on August 1, 2005. Contact Human Resources Director Ken Bloom at (352) 735-7186 for additional information. City Manager, City of Casselberry. CB&A was selected on June 13, 2005 to perform the search for the City's next manager. Interviews are scheduled for September 91h and IOlh with a selection being made on September 12, 2005. For additional information, contact Interim Manager Tony Segreto at 407-262-7700. Completed: County Administrator, Nassau County (population 60,000). Our contract was awarded in mid- March, 2004 and the search was completed in early June. The County selected Michael Mahaney, formerly city manager of Kannapolis, SC. Contact County Attorney Mike Mullens at (904) 548-4590 or Mike Mahaney at (904) 321-5782. County Administrator, Monroe County (population 80,000). We began work in mid-March, 2004 and completed our search in August with the selection of Tom Willi, formerly the Town Manager in Davie, Florida. Contact Commissioner Murray Nelson at (305) 394-0098 or County Administrator Tom Willi at (305) 292-4441. -34- \Governmental Search /-'1ssignrnents Continued County Administrator, Brevard Coun(y (population ,000). We began work in late March 2005. The search, however, was aborted approximately three weeks later when the County selected its Assistant County Manager, Ms. Peggy Busacca. Contact Commissioner Helen Voltz at (Murray Nelson at (305) 394-0098 or County Administrator Tom Willi at (305) 292-4441. City Manager, City of Palm Bay (population 85,000): In July 2002, the City of Palm Bay (population 92,000) hired Colin Baenziger to find its next City Manager and asked that the search be completed in 60 days. We recruited and advertised for candidates, conducted background checks, selected the most qualified, recommended them for interview, coordinated the interview process and assisted in the contract negotiations. The finalists averaged seven years experience as a manager and were higWy qualified. Interviews took place 62 days after the contract award an<:f selection was made on the 64th day. Mr. Lee Feldman of North Miami was selected and he continues with the City. Contact Mayor John Mazzioti, City Clerk Alice Passmore or City Manager Lee Feldman at (321) 952-3414. City jlfanager, Finance Director, City Clerk and Fire Chief for City of Lauderdale Lakes (population 32,000): Contact Mayor Samuel Brown at (954) 535-2730 or City Manager Anita Taylor at: (954) 535-2740. City Manager, City of West Park (population12,000). In early April, 2005, Colin Baenziger & Associates was selected to perform the City Manager Search on an expedited basis. Candidates will be interviewed on May 6th and ih and a manager selected on May 9th. Contact Mayor Eric Jones at (954) 410-8139 for more information. City Manager, City of Destin (population 12,000). Our contract was awarded on August 15, 2003 and the closing date for applications was September 26th. On November 3rd, the City Council selected Gregory Kisela, then an assistant city manager with the City of Fort Lauderdale, to be its next manager. Contact either Mayor Craig Barker at (850) 376-1400 or Human Resources Director Chuck Garcia at (850) 837-4242. City Manager, Cottonwood Heights, UT (population 34,000). CB&A was hired on November 18, 2004 and told the City wanted to hire by December 7, 2004. The City had already begun advertising with a closing date of November 22, 2004. Not impressed with the applications, we promptly recruited several more applicants, two of whom the City Council rated in their top three finalists after the interviews. The process was complicated by the Thanksgiving holiday. Nonetheless, we completed our work including background checks and conducted interviews so that the City did hire its manager on December 7, 2004. Contact Mayor Kelvyn Cullimore at (801) 568-7000. L~;t. fJ -35- Governlnental Se,arch _Assignrnents Continued Village Manager, Village of North Palm Beach (population 12,500). Contract was awarded in mid-July of 2003 and the manager selected in mid-September. We repeated the search at no charge to the Village when the manager abruptly departed after eight months. The new manager was selected in a 60 period. To discuss our work, contact Mayor Donald Noel at (561) 253- 5335, Council Member Rob Rennabaum at (561) 478-7848 or City Manager Mark Bates at (561) 841-3380. Village Manager, Assistant Village Manager and Special Projects Coordinator for Islamorada, Village of Islands (population 7,000): Contact the former Council Members and Mayors George Geisler at (305) 852-3018 or Frank Kulisky at (305) 664-0728. Village Manager, Village of Palmetto Bay (population 24,000). We were asked to conduct the search for the Village's first manager as rapidly as possible and to work with a citizen's advisory committee. Upon completion of his work, the Council passed a resolution thanking us for our "exceptional service" (see Appendix C). To discuss our work, contact Mayor Eugene Flinn at (305) 302-3173 on his cell phone. City Manager, City of Doral (population 23,000). Our contract was awarded on October 22, 2003 and the closing date for applications was November 24th. We interviewed candidates on January 3, 2004 and the manager, Yocelyn Galiano was confirmed on January 14th. Contact Mayor Juan Carlos Bermudez at (305) 639-2400. Town Manager for the TOWIl of Mangonia Park (population 1,400): Contact former Mayor Alan Palmer on his cell phone, (561) 719-8682. TOWIl Manager, Town of Juno Beach. In mid-April, 2005, the Town selected Colin Baenziger & Associates (CB&A) to conduct a Town Manager search. Interviews were conducted on June loth and 11th and a manager selected on June 13th. Contract negotiations are now underway. Contact retiring Town Manager Gail Nelson at (561) 626-1122 for more information. Town Mallager for the Town of Bay Harbor Islands (population 5,200): Contact Mayor Isaac Salver at his office at (305) 864-7888 or home at (305) 867-0277. Alternatively contact, Town Manager Greg Tindle at the Town offices at (305) 866-6241 or on his cell at (305) 481-9649. City Manager, City of Miami Gardens (population 101,000). We began our work in mid- September 2003 and had a manager selected on December 3rd. The process included a citizen's advisory committee. Ultimately, Danny Crew, formerly the manager of Gastonia, North Carolina was selected. Contact Mayor Shirley Gibson at (305) 653-3944 for more information. -36- Governmental Search Assigrunents Continued City Manager, City of Marathon, FL (population 11,500): Working with a citizen's advisory committee, we completed a very successful search in approximately 75 days. In recognition of our efforts, the City Council passed a resolution recognizing and thanking us for our "extraordinary efforts" (see Appendix D). After 18 months, the Village and the Manager parted company. We repeated the search per our warranty in approximately 60 days. In October 2004, contrary to our recommendation, the Council selected a local candidate. Contact Council Member Jeff Pinkus, who chaired the Citizen's Advisory Committee in the first search at (305) 743-2704, Former Council Member Randy Mearns at (305) 743-5805 and/or Mayor John Bartus at (305) 731-1177. Assistant City Manager and Public Works Director, City of Tamarac (population 55,500): Identification of candidates and transmittal to the City took six weeks. Contact Jeff Miller, City Manager at his office at (954) 724-1230. Personnel Director for the City of North Miami (population 56,000): Contact Lee Feldman, currently City Manager of Palm Bay at (321) 952-3499 or Anita Fain Taylor, currently City Manager of Lauderdale Lakes at (954) 535-2740. Vice President for Plant and Operations for the Ocean Reef Community Association in Key Largo: Contact Community Association President David Ritz at (305) 367-7322. Executive Director, Florida Keys Aqueduct Authority (FKAA): The FKAA provides water service to the Florida Keys (Monroe County) and is beginning to provide wastewater service as well. Contact Lynn Mapes, former board member, at (305) 743-2036. -37- Appendix E Resolution of the City of Marathon -38- ,<ESOLUTiON NO" 2003~ A RESOJ_'\ OF TFJ--E CITY COUNCIL OIl? TBli2: CiTY OF wIAP...?1. FLORIDA? ACKNOWLEDGl1'''>JG THE EXTRAOijlj);[;',:,.RY EFFORTS OF IvIR, COLIN BAENZIGKR~.\ND IDS ORGANIZATI0I'i FOR PROVI.DfN't; A,SSISTA..NCEINTHESELE,CTION uF TIfIE NE1)i" crr51 MANAGER FOR THE OF IVIARi\ THnr~'/ AND PROVfDING AN EFFECTr:r{1i: j)p\T'E, 'VV!-IEREAS. the ,... :; ., '-, .~ ,:~ '-, .'.-'. ".." '~.-'. . of a Clty such as the Ccy .Vla.ratlloD depends on the. of the people p)cipate in building the foundarior: "1;\/1H affect u~e SUCC(~S.j: City for years to caIT',!;: '\YVHEREAS, ~he J?1cil hired Mr. Colin Baenziger' to assist i rl qualified candida":;,: :he position of City Manager WHEREAS. the .mcil wishes to acknowledg.:' w"J ~"". e.ff(~rts ,=,f . i f~aerrZ:1ger and for the assistance provide: 1 ;,;- t11.C ne~}/ ~che ,~".!J- 'J":' ?I,T01yV THEREFORE BE IT RESOLVED BY THE COUNCIL OF TffE ,OF MARATHON) FI,ORIDA, AS FOLLOWS: 3ecticm "1, .Red~1s. above recitals are true and CC1TcC[ 3.fe incorporated here1TJ >-115 r~ference. S;ed~on 2. Acknotr"}ted,s;cment. The City Council thanks ~iL Cohn Baenziger for extra.ordinary efforts in as;S1.SUi1g the City with the process and ultimate selection of its Cicv .>" L:i.n.ager.. Section 3. Effed]lf:? This resolution shall take ~'.!. ad~~p[J.cC.. i' . ..~~..C)::.~,~-,:..-:--'-~ .v . CLERK ""T:F~()\/ED A..S T!J LE(3~~.~L. l /\ ;'! : _;~.r \ \_-~~ .---- '--~ ,~~ TTOR~l\rE"{ ~,~~;.n'2C!..!.0\ l:his 4th dav of February ")r~j .J' 1 ""-'\.. - '.::::'~ -FICIENCY: V/il"' (""~)~~~) ~~.i'~"'/ ,.<" : ~^.-' / ! :~r ; _ ".' ( .'" ;;, ,~,~ _0' 'C---'"'' i " :;:bL?~. -'" :~~--- ,---JOHN BAyTu::.~. 1\/iJ, \-.R - - - - '-.- ~ CERTIFIC"J\Tl;ON 1 CERTIFY 'TBiS TO BE :'," \"'';(UE &. CORRECT COi?Y OF THE DRFJL\L'-\L DOClj,ViENT D1'! HLE. WiTNESS., MY }-L\ND AND OFFlCLil..L SE,;.\L DF .- '",' : , : ....-.,...".~'.........-.-.-,:."......,.,.,,~.................~-._->--...-'~..,.,.-',..=-..,- h'l THE COUNTY>F _'"._,.,~~;-_..:._..,".,.~-..--,. A...ORIDA, T,~d~.:; ,_,,",.,,~-"_""'_~'~'CC:_'_~" L)~\"'!' -" "., .r 20.:'~_. :;._~b.<:':~",....__=-~ 'C l1'-c~r' C'L~=~, ::~.: Pi:igc 2 of :2 ~';;;, t:J:' Appendix F Resolution of the Village of Palmetto Bay -41- SIB i -j 1 " \ : 1 ~ ; ; \ j": ( \ '. }i_' ',;.1 : i"~ ~ ;.) { 1 11 1 ", Ii ; f ~ i \. I ) ~ 1(; 1 iiil ;r1..~Ul ()~i~_. i -\! }<~_l \. '~'i j j'l,:t.!-\ \ 1 rl ,'... i"i i , j \- ~ ( -i \\ I !_ll:.l<.\ ;,) i -\l I! it \ 1 i '.' " l' 'l! ) The !'vla', and Ass.ociates tt4.'e:, '\ii!l~):,(li~ ...l~ ,.,IJ:""e;;"" f 1 \ i _1 ~ i ill,~ ': I j ,\ ,! .,) )(Ji#::{}-c ( . ;,-4~\f;l~t\j~-i', \ ,(i)' r~I' {" j . r! l,<<: ,7' \-..~ ~ ' "., r . . "1'1_ " ::: .l,\'('J)RPOR,'rr.',f" """'., -'-.",1.- \ ~ 2002 ",OC 1 H 1'\'\1,.. (]\.) (\ 1 "\ "1~, ~,. \ -"...j r '> '.- J 1.1 :-\~- l ) l) ,'\ '\ j':{) j ':,1 !) -\, ..\ C });.-\i ;-"~i/i{.~L"f? :\~~) ",j I /\ S i,,;. .! ~~~ ! ,.\ i l'~ \1.\ ",; \ \, ;! 1< I ( \1{ 11)1!\;()\ I"~ i I t i'11 \,' [ 1'; 11('\ t.i Ii Lil',' Vilh,. i ti~: as~) lst: li.li....,~ tih'Vii I h:~ \~.\.:'~ir<. !"i :.t(~ Ii :'\\~. L..'1.": Ll un \ -,' ! ;l.~'r .' ()!"k i_'d l.i )"r~t~~~::.;sj\ ,.UI11\.::-,. :"inU'..l!}iL' l"ck'L , '. j in j (I rI 1-1 "I t ii, ) li 1.' l"i fill,!! ~1i"ld { '. il!llll! l~d('n/l 'I i I' l~.} )f \. I U f\ Y 11 i i P A! \H j I () H\ Y, 1 ! ""l''',-i \'l'jL'g'e C"'i1"nci'l' ."'.....,!"";'.,,'" ,,-,"i-_.l~ ~..tc....... "..' \.~L ...,..~t--'-~ w"".'). his exceptional serVlce the Bay's tirst ViHagcMana?-er ,j) "Iuli:k,' \.'IkL'1 inI111t".\':;' h i.") 3rd ~ '; 1 !\Llr;...'h~ ~C;{ /' /<' /;;t:::~, '. //,/ (/ ,: t.tf~c'llt"P I \-1 1 \ .:Jr ;~,.V! p '_'--" i I! ;i ".; '11f' (i ii' i ~ i '., j ~ 1] ~ I' -. i; i~~~ !L-l~ ..~':'.-;::"":'~:'l. \ ! 7\ ,- t.:..,,- ! i) I' .::. \' .-;0 ,ij I .i ~ '!' '; . 'i '\" . :..;. y ~.:: < , ~ . . .-i '_~ -'. " ; ) ..I'!. ':.' ". j lJ, Ll '1"\ "I' ,I: p, le.<-' Appendix G Resolution of the City of Cottonwood Heights -44- SfB ':_'OTTONWOOD HEIGHTS RESOLUTION No. 05-14 A RESOLUTION EXPRESSING APPRECIATION TO COLIN BAENZIGER & ASSOCIATES WHEREAS, f011nation ofthe city of Cottonwood Heights (the "City") was approved by 85% tbe voters in a special election held on 4 May 2004; and WHEREAS, at that speCial election, the voters also decided that the City would be operated under the "council-manager" optional form of municipal government authorized by Utah law; and WHEREAS, the City's first officers-elect were elected at the general election held on 2 November 2004; and WHEREAS, realizing the need to promptly locate and retain a qualified manager acceptable to the City's officers-elect, in mid-November 2004 the City retained Colin Baenziger & Associates ("Consultant") to assist in its search for the City's first manager; and WHEREAS, in view ofthe anticipated incorporation ofthe City in early January 2005, time was of the essence in locating the manager; and 'WHEREAS, Consultant quickly solicited and reviewed the resumes of high quality candidates; and WHEREAS, Consultant did a superb job of screening the candidates and completing background checks within a vel'Y short period, notwithstanding the intervening Thanksgiving holiday; and WHEREAS, Consultam coordinated the interview process in a highly competent, Drofessional manner and otherwise provided timely, valuable assistance to the City's officers-elect in evaluating the finalists and in selecting the candidate they concluded was best suited to serve as the City's first manager; NOW, THEREFORE, BE IT RESOLVED by the municipal council (the "Caul/eft') of Cottonwood Heights that the COUIlcilherebyexpresses its gratitu<ie to Colin Baenziger & Associates tOr itsperformancein coordinating the entire manager recruitment process in a highly competent, timely andp:fofessional manner. This Resolution, assigned no. 05-14, shall take effect immediately upon passage, PASSED AND APPROVED this 25lh day of January 2005. ~ ~ ATTEST: (~-~~ Liane Stillman;'Acting Recorder WSTlCH\082 COTTONWOOD HEIGHTS CITY COUNCIL By Kelv n H. Cullimor , Jr., Mayor VOTING: Kelvyn H. Cullimore, Jr. Gordon M. Thomas J. Scott Bracken Don J. Antczak Bruce T. Jones -2- Yea ~ay Yea /Nay = Yea 7Nay Yea qay= Yea~Nay_ B Appendix H Newspaper Clippings -47- Destin Log, Front Section, Page 1, Saturday, September 27,2003 Headhunter good match for Destin, cities say By Fraser Sherman Staff writer Customers of the recruiter who's hunting for Destin's next city manager say hiring Colin Baenziger was a smart move. 'We were really rather pleased with his services," Mayor Randy Mearns of Marathon, Fla., said in an interview. Baenziger found Marathon's present city manager last year. "He did a good job, not only in finding people but managing the selection process, walking us through that. Us being a new city, it was very helpful," Mearns said. This is the first time the Destin City Council has used a recruiter to find an employee - in this case, to replace City Manager Jill Silverboard, who resigned last week. She's moving with her family to the Atlanta area, where her husband, Reid Silverboard, relocated. Mayor Craig Barker has said the city has found two of its four city managers by creating a search committee to review applicants and make recommendations to the City Council. More recently, after the Council fired City Manager Larry Rubenstein last year, it promoted Silverboard, Rubenstein's deputy, to fill the job. Last month, Silverboard presented four alternatives to the city for replacing her: Promote another staffer; create a search commit tee; work with the Florida League of City/County Managers; or hire a recruiter. The Council decided to hire Colin Baenziger and Associates for $17,500. City Human Resources Manager Chuck Garcia told the Council Baenziger made the lowest bid and guaranteed he'll find a replacement, free, if his candidate leaves within a year. Baenziger has been receiving applications for the past several weeks. He has told the Council he expects to bring the five top applicants to Destin at the end of October for the Council to meet and evaluate, followed by selection in November with the new city manager starting work before the end of the year. With selection committees, Barker has said, it can take six to nine months to complete the process. Several of Baenziger's past clients - which include Palm Bay, Palm Beach Gardens, Lantana, Islamorada, Marathon and Lake Park - said the city had made a good choice. Mayor John Mazziotti of Palm Bay said he was very satisfied with the manager Baenziger found last year. "I wouldn't get rid of this (manager) on a bet," Mazziotti said, adding he also liked Baenziger's working methods. "He did a great job with us. He worked well with all the Council people; he doesn't try to ram (a candidate) through for the majority." Islamorada City Council Member George Geisler told a newspaper earlier this year that Baenziger found not only the city's manager but the deputy city manager and several other employees. Fraser Sherman can be reached at (850) 654-8442. -48- f~~ r\; ~) ~;.~ PalmBeachPost.com LAKE WORTH'S CANDID AD LURES 44 CITY MANAGER APPLICANTS BYLINE: ALEXANDRA NAVARRO CLIFTON, Palm Beach Post Staff Writer PUBLICATION: Palm Beach Post, The (FL) SECTION: LOCAL DATE: March 2, 2003 EDITION: FINAL PAGE: 7B If you like challenges, Lake Worth is the place for you. Unlike some cities that lure prospective city managers with promises of efficient employees and easygoing bosses, the city's executive search firm charged with replacing retiring City Manager Wendy Newmyer tried to paint an honest picture of this small seaside city. "Resources are limited, and the streets and water/sewer utility infrastructure will soon need to be upgraded," said the ad placed by Colin Baenziger & Associates. "On a positive note, the condition of the city has improved dramatically over the past six years." Still, 44 applicants responded to the ad: one city employee, four Floridians and government administrators from all over the East Coast. The application period ended Feb. 21. The job is expected to pay between $90,000 and $130,000 a year. Applicants include Coral Springs Planning and Engineering Director Wagner Almeida, Punta Gorda Assistant City Manager William Foster, Hallandale Beach Deputy City Manager Charity Good, Stuart Administrative Services Director William Underwood and Lake Worth municipal water systems supervisor Daniel Derringer. Newmyer's replacement will be selected March 28, two weeks after the election and just a few days after the expected runoff. So a new city Commission and possibly a new mayor will make the final choice, The Commission hired Colin Baenziger & Associates for $9,500 in January to conduct the search, The Commission recently approved a plan to allow Baenziger and Newmyer to whittle down the list to a final five. They and their spouses will be flown to Lake Worth for two days of schmoozing and interviews. But a new Commission could change the plan if it wants to, and at least one Commission candidate questions the process. Former Commissioner Retha Lowe, who is running for the open District 1 seat, said the Commission should have a more active role. "I want to see all the applications, not just the top five," she said. Baenziger said most candidates want to know what the Commissioners are like. He said he tries to be honest yet positive, "Politics in the town can be a little bit ugly," he said he tells job candidates. But the political candidates "seem to vent at each other rather than at the manager." alex_clifton@pbpost.com -- Copyright (c) 2003 Palm Beach Newspapers. Inc CB&A Note: The Lake Worth City Commission, including Ms. Lowe, selected Paul Boyer, formerly City Manager of Oak Ridge, Tennessee, to be its next City Manager on April 1, 2003 and he has been working in that capacity since late May, 2003. Both the City and Mr. Boyer remain excited to be working together as a team. -49-