HomeMy WebLinkAboutReso 2010-1638
I
RESOLUTION NO. 2010-~l, 3R
A RESOLUTION OF THE CITY COMMISSION OF THE
CITY OF SUNNY ISLES BEACH, FLORIDA, RATIFYING
APPROVAL OF THE SERVICES PERFORMED BY COLIN
BAENZIGER AND ASSOCIATES, IN THE AMOUNT OF
NINETEEN THOUSAND FOUR HUNDRED NINETY-FIVE
DOLLARS AND FIFTY CENTS ($19,495.50);
AUTHORIZING THE CITY MANAGER/DESIGNEE TO
UTILIZE THE SERVICES OF COLIN BAENZIGER AND
ASSOCIATES FOR RECRUITING EMPLOYEES AND
PROVIDING BACKGROUND CHECK SERVICES, IN THE
AMOUNT NOT TO EXCEED TWENTY THOUSAND
DOLLARS ($20,000.00); AUTHORIZING THE CITY
MANAGER TO DO ALL THINGS NECESSARY TO
EFFECTUATE THIS RESOLUTION; PROVIDING FOR AN
EFFECTIVE DATE.
WHEREAS, staff is seeking ratification of all services requested of and provided to date
by Colin Baenziger and Associates to the City for the recruitment of the City Engineer/Public
Works Director, and Finance Director, in the amount of Nineteen Thousand Four Hundred
Ninety-Five Dollars and Fifty Cents ($19,495.50), attached hereto as Exhibit "A"; and
WHEREAS, staff is in the process of filling several crucial positions, and have begun
reorganizing finance and accounting processes to better meet properly accepted accounting
guidelines; and
WHEREAS, staff now needs assistance in recrUiting employees and providing
background checks for new employees handling the City's finances; and
WHEREAS, the firm of Colin Baenziger and Associates has performed admirably in the
past for the City of Sunny Isles Beach; and
WHEREAS, the City would again like to utilize the services of Colin Baenziger and
Associates on an on-going basis for both of these functions, with ratification of the individual
contracts by the Commission after the fact where appropriate, and use their recruiting service for
critical Department Head level positions including that of the Police Chief, in an amount not to
exceed Twenty Thousand Dollars ($20,000.00), and background checks will be negotiated
individually in an amount not to exceed Three Thousand Dollars ($3,000.00); and
WHEREAS, Colin Baenziger and Associates are willing and able to perform these
services for the City of Sunny Isles Beach; and
WHEREAS, the professional services to be performed by Colin Baenziger and
Associates are exempt from the provisions of the City's competitive bidding requirements.
R201 0- Colin Baenziger Assoc Authorization To Rccruit Employees
Pagc I of2
NOW THEREFORE, BE IT RESOLVED BY THE CITY COMMISSION OF THE
CITY OF SUNNY ISLES BEACH, FLORIDA, AS FOLLOWS:
Section 1. Authorization of City Manager. The City Manager/Designee is hereby authorized
to utilize the services of Colin Baenziger and Associates for recruiting employees and providing
background checks, and ratifying all services provided to date by Colin Baenziger and
Associates in the amount of $19,495.00, attached hereto as Exhibit "A".
Section 2. Further Authorization of City Manager. Further, the City Manager is hereby
authorized to do all things necessary to effectuate this Resolution.
Section 3.
Effective Date. This Resolution will become effective upon adoption.
PASSED and ADOPTED this 18th day of November 2010.
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ATTEST:
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Jane A. Hine,s',CMC, City Clerk
VOTE AS FOLLOWS: ~-D
Mayor Edelcup
Vice Mayor Thaler
Commissioner Brezin
Commissioner Goodman
Commissioner Scholl
UL5 yes
~yes
GL) yes
Ul0 yes
CJLJ yes
R2010- Colin Baenziger Assoc Authorization To Recruit Employees
Moved by:
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Second by:
~no
~no
~no
~no
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Colin Baenziger and Associates
12970 Dartford Trail Suite #8
Wellington, FL 33414
(561) 793-2624 (Office)
(561) 707-3537 (Cell)
Chent
Mr. Rick Conner
City Manager
Sunny Isles Beach
18070 Colhns Avenue
Sunny Isles Beach, FL 33160
Project:
Executive Recruiting - City Engineer / Public Works Director I Project Manager
Period Ending:
June 11,2010
Date
Hourly
Rate
Hours
Amount
4,500.00 Partial Bill
Subtotal
4.50000
Other Charges
$ 4,500.00 Balance Due
Activity
Purchase Order No..
Invoice Date"
6111/2010
Contract Amount
Partial Bill #1
~
.4,
Balance remaining to be billed 5,450
Thank you and it has been a pleasure working with everyone at the city!
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Colin Baenziger and Associates
12970 Dartford Trail Suite #8
Wellington, FI.. 33414
(561) 793-2624 (Office)
(561) 707-3537 (Cell)
RECEIVED
MAR 1 6 2010
luman Resources Dept.
Client:
City of Sunny Isles Beach
c/o Rick Conner
2 Bridge Road
Hobe Sound. FL 33475
Purchase Order No.:
Invoice Date:
3/1512010
Project:
Executive Recruiting.. Finance Director Recruitment
Period Ending:
March 15, 2010
Hourly
Rate
Amount
Activity
Date
Houn
$ 9,000.00 Finance Director Recruitment
Subtotal
$
9,000.00
Expenses
$ 9,000.00 Balance Due Now
Contract Amount
This Bill
$9,000
$9,000
Balance after payment of this bill
$0
Thank you and it has been a pleasure working with you!
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CITY OF SUNNY ISLES BEACH
CONSULTANT AGREEMENT
CONTRACT NO. CIOII-017
THIS AGREEMENT, entered into this l ~ day of CH.tobe~ 2010, by and
between the CITY OF SUNNY ISLES BEACH (hereinafter referred as to the "City") and
COLIN BAENZIGER AND ASSOCIATES (hereinafter referred to as the "Consultant").
RECITALS
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. CONSULTING 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 9 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. COMPENSATION. The City agrees to pay the Consultant an amount not to exceed
$20,000.00 (Twenty Thousand Dollars) for the completion of the consulting services described
in Attachment "A". Additionally, the City may, at its sole discretion request that the Consultant
conduct background investigations/checks for the candidates, in which case the City agrees to
pay the Consultant an additional amount not to exceed $3,000.00 (Three Thousand Dollars).
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
CIOII-017 Colin Baenziger & Associates Consulting Agreement
City of Sunny Isles Beach
18070 Collins Avenue, Sunny Isles Beach, Florida 33160
(305) 947-0606 phone (305) 949-3113 Fax
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 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.
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. INDEMNIFICA nON. 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
2
C 1 0 11-0 17 Colin Baenziger & Associates Consulting Agreement
City of Sunny Isles Beach
18070 Collins Avenue, Sunny Isles Beach, Florida 33160
(305) 947-0606 phone (305) 949-3113 Fax
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. TERMINA nON.
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. 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
3
C 1 0 11-0 17 Colin Baenziger & Associates Consulting Agreement
r
City of Sunny Isles Beach
18070 Collins Avenue, Sunny Isles Beach, Florida 33160
(305) 947-0606 phone (305) 949-3113 Fax
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
Attachment "A", attached hereto and made a part hereof. 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. ARBITRATION. 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 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 Rick Conner, City Manager and one to Hans Ottinot, City
Attorney, at City of Sunny Isles Beach, 18070 Collins Avenue, Sunny Isles Beach, Florida
4
CIOII-017 Colin Baenziger & Associates Consulting Agreement
"
City of Sunny Isles Beach
18070 Collins Avenue, Sunny Isles Beach, Florida 33160
(305) 947-0606 phone (305) 949-3113 Fax
33160, and if intended for the Consultant, shall be addressed to Colin Baenziger, Principal, at
Colin Baenziger & Associates, 12970 Dartford Trail, Suite 8, Wellington, Florida 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.
19. CONFLICT OF INTEREST. The Consultant agrees to adhere to and be governed 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.
5
C 1 0 11-0 17 Colin Baenziger & Associates Consulting Agreement
City of Sunny Isles Beach
18070 Collins Avenue, Sunny Isles Beach, Florida 33160
(305) 947-0606 phone (305) 949-3113 Fax
20. CONFLICTING PROVISIONS. The terms and conditions in this Agreement supersede
any other conflicting provisions that are contained in any other document, including any
attachments hereto.
21. ENTIRE AGREEMENT. This Agreement contains 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.
WITNESSES:
sign~r(l-W 6
L " '^ ~ fA ~ 1-:J v/
Print Name
COLIN BAENZIGER & ASSOCIATES
WITNESSES:
BY: Si~T~ (Jf
O~
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Signature
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JC f1 A/
Print Name
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.b R i::' // ..z! C'-r c t?
::~AL
Jane A. Hines, CMC, City Clerk
CITY OF SUNNY ISLES BEACH
6
C 1 0 11-0 17 Colin Baenziger & Associates Consulting Agreement
STATEMENT OF QUALIFICATIONS AND PROPOSAL
from
COLIN BAENZIGER & ASSOCIATES
~ CITY OF SUNNY ISLES
PROPOSALS TO PROVIDE RECRUITING ASSISTANCE TO THE CITY
Colin Baenziger & Associates
Contact Persons: Colin Baenziger, (561) 707-3537
12970 Dartford Trail. Suite 8
Wellington, FL 33414
e-mail: colin(ii).cb-asso.com
... Visit Our Website at: www.cb-asso.com
ATTACHMENT "A"
EXECUTIVE RECRUITMENT SERVICES
TABLE OF CONTENTS
LETTER OF TRANSMITTAL
I. PROFILE OF THE FIRM
The Firm
Our Services
Litigation
Drug Free Work Place
Insurance
Completion within Budget Limitation
Completion within Project Schedule Time Frame
Organizational Structure
11. WHAT SETS COLIN BAENZIGER & ASSOCIATES
Experience and Approach
Results
111. SEARCH METHODOLOGY - THE DETAILS
Detailed Search Methodology
Samples of Promotional Materials
The City's Obligations
IV. PROPOSED PROJECT SCHEDULE
V. FEE & WARRANTY
VI. PROJECT STAFFING
VII. REFERENCES
APPENDIX A: SEARCHES BY THE STAFF AT CB&A
APPENDIX B: ST. JOHNS COUNTY RESOLUTION
PAGE
1
3
8
11
18
20
22
27
A-I
B-1
COLIN BAENZIGER~ASSOCIATES
EXECUTIVE RECRUITING
November 9, 2010
Mr. Rick Conner
City Manager
Sunny Isles Beach Government Center
18070 Collins Avenue
Sunny Isles Beach, FL 33160
Dear Mr. Conner:
Colin Baenziger & Associates (CB&A) appreciates the opportunity to submit a proposal to assist
in filling positions in the City government.
We at CB&A pride ourselves on providing not just high quality results, but equally important,
we provide a great deal of personal attention to each of our local government clients. To conduct
a proper recruitment, we feel the project manager must do more than just drop by occasionally.
He/she must get to know the appropriate government officials personally and the community
firsthand. That takes time and effort, but it is the only way to ensure the candidates we
recommend are well qualified and a good fit for your community. As a result, we only take a
few clients at a time and focus on getting the job done properly. It should also be noted that
recruiting for the public sector is very different from the private sector. The process and results
are much more public and mistakes cannot be hidden. Consequently, we have developed a
virtually foolproof approach that assures our client of the highest caliber individual.
While selecting key personnel is never easy, CB&A has developed a process that has been tested
nationwide and found to be extremely effective. Not only do we offer unparalleled service at a
reasonable price, we focus on finding just the right people for your organization. We say people,
and not person, because our goal is to bring you five finalists who are so good that you will have
a difficult time choosing among them. The proof is in the fact that five of our local government
clients have passed resolutions thanking us for our outstanding efforts in finding their managers.
We do not know how often you have passed a resolution thanking a consulting firm for its
efforts, but we have rarely seen it happen. Our goal, in fact, would be for the City to be our next
client to pass such a resolution. We might also add that two of our placements were selected as
City Manager of the Year (in 2006 and in 2008) in Florida.
DULUTH, GA
LAMAR, CO
RHINELANDER, WI
WELLINGTON, FL
Letter to Sunny Isles Beach, November 9, 2010
Page 2
Since May of 2005, we have been selected to perform 58 of the 78 searches for city and county
managers where a recruiting firm was retained. Some of our many successful Florida searches
include the City Managers for Cape Canaveral, Destin, Key Biscayne, Lantana, Orange City,
Mount Dora, Palm Bay, Palm Coast, Stuart, Taveres and West Melbourne. We have also
conducted County Manager searches for Baker, Brevard, Bay, Clay, Flagler, and St. Johns
Counties in Florida. We are currently recruiting a City Manager for Orange Park, FL, a County
Manager for Clay County, FL, a City Manager for Homestead, FL, and a City Manager for Fife,
WA.
We look forward to formally presenting our credentials and working with you in the near future.
If you have any questions, please feel free to contact me at (561) 707-3537.
Sincerely,
Ok IS .
9T=-
Colin Baenziger
Principal
... Serving Our Clients with a Personal Touch
Section I: Profile of the Firm
The Firm, Its Philosophy & Its Experience
Established in 1997, Colin Baenziger & Associates (CB&A) is a national recruiting firm owned
and operated by Colin Baenziger. We are headquartered in Palm Beach County, FL, with offices
in Lamar, CO, Duluth, GA and Rhinelander, WI. Although our primary focus is executive
search, we are also often involved in operational reviews of governmental operations. Many of
our consultants live and work in other areas of the state and the country, converging on the
location where the client's needs exist. We develop an operational plan prior to arrival, and our
team of experts quickly studies the issues, identifies problems and opportunities, performs the
necessary analysis, prepares reports and action plans, and completes the assignment swiftly. The
client receives prompt, professional service, and its needs are effectively addressed. We are
available for follow-up work, but our goal is to perform the assignment in such a way that
existing staff can implement the action plans without additional outside assistance. We have
never operated under any other name.
Colin Baenziger & Associates has an outstanding reputation which is derived from our
commitment to quality. Our work is not done until you are satisfied. That means we go the
extra mile and, at times, expend more effort and energy than originally anticipated in our fee or
in our action plan. We accept these situations as part of our business because we firmly believe
that when a contract is signed, we have an obligation to fulfill its requirements with excellence
and within the budgeted amount.
Since 2002, we have focused on executive search for local governments. During that period we
have conducted searches and/or other work for clients in twelve states. Since beginning its
search practice in 1998, the staff at CB&A has performed over 100 City / County / Special
District Manager searches and approximately 200 local government searches overall. The basic
approach we have presented in Section I is the approach we have used in everyone of our
searches. It has, of course, been refined over the years.
Our Services:
Human Resources
Executive Search
Background Checks
Position Descriptions/Classification Studies
Compensation Studies
Personnel Policies/Procedures Reviews
Employee Handbooks
Operational Reviews
Performance Improvement
Contract Compliance Reviews
Project Management
Performance Measurement Systems
Standard Operating Procedures Manuals
Staffing Assessments
Additional Services
Preparing Grant Applications
Grant Monitoring Systems and Controls
Start-up Assistance to New Cities
Planning
Strategic Planning
Operational Planning
Project Planning
-3-
Section I: Profile of the Firm (continued)
Retention Rate
Colin Baenziger & Associates has conducted over 100 searches for City and County Managers
around the county. Two thirds of the managers we have placed since 2000 are still working for the
City where we placed them.
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. Our performance has never been questioned and
our clients have never been involved in any legal action as a result of our work.
Drug-Free Workplace Certification
Colin Baenziger & Associates complies with the provisions of Drug-Free Workplace laws and
informs all its employees and subcontractors that it is a drug-free workplace. These individuals
are made aware of the dangers of drug abuse, the firm's policies concerning drug abuse,
available counseling, and the sanctions CB&A may impose if the employees use drugs in the
workplace. As a condition of employment, either as an employee or as a subcontractor, our
personnel must abide by our policy and must notify us of any conviction or pleas of nolo
contendere to drug charges.
Completion of Projects within Budget
Colin Baenziger & Associates is proud of its record of 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 unforeseen circumstances may develop. We have never asked a search client for
additional fees, even when we were entitled to do so.
Completion of Project on Schedule
Since Colin Baenziger & Associates has been performing recruitments, it has a remarkable record
of achievement in meeting our project schedules. In fact CB&A has never missed a project
milestone. However, the executive search business involves people, and people are not always
predictable. For example, when Monroe County and its first choice for county manager could not
reach agreement on contract terms, we repeated the search. We did not miss a project milestone, but
the search took five months instead of three.
-4-
Section I: Profile of the Firm (continued)
Insurance
To protect our clients, Colin Baenziger & Associates maintains the following insurance
coverages: (1) general liability insurance of $1 million combined single limit per occurrence for
bodily injury, personal injury and property damages, (2) automobile liability insurance of$1 million
per accident, and (3) professional liability insurance of$1 million per occurrence. As a small firm,
with less than five employees, we are not normally subject to the requirements for workers
compensation and employer liability insurance. If required by the client, and if it is available to us,
we will obtain these two coverages prior to contract execution.
-5-
Section I: Profile of the Firm (continued)
Technical Capabilities and Organizational Structure
Colin Baenziger & Associates has developed its business model over the past 13 years. The model
has proven to be extremely effective in every state we have worked in and for every type of
position. In fact we are often called when a government has a particularly difficult position to fill or
where one of our competitors has failed. Overall, we utilize 18 people. Most staff members are
independent contractors and are given assignments on a task order basis. Consequently we can pay
well while having a great deal of flexibility without the overhead of many firms. In addition to Mr.
Baenziger and the other senior staff members are former City and/or County Managers who
understand the business and its intricacies or, in one case, a former elected official. As a result, we
understand both perspectives and have been very successful in identifying the right candidates for
our clients. CB&A's other staff are all competent researchers and writers and, as noted, have been
with us for a long time.
Colin Baenziger Paul Wilson
f--
Owner & Principal Senior Editor
Tom Andrews Ron Stock Tom Freijo
Senior Vice President Senior Vice President Senior Vice President
Kathyrn Knutson David Collier Merv Timberlake
V P - OJ erations Vice President VP - Financial Recruiting
Internet Specialists (2) Senior Research Associates Administrative Assistants
(8) (2)
-6-
Some of CB&A 's Clients...
City of Coral Gables, FL
City Manager
Fulton County, GA
Personnel Director
Director of Registrations &
Elections
City of Roanoke, VA
City Manager
City of Lauderdale Lakes, FL
City Manager,
Fire Chief,
Finance Director
City Clerk
-7-
IL What Sets Colin Baenziger & Associates Apart
Since 1996, Colin Baenziger & Associates (CB&A) has developed an extensive municipal
practice. The key element is executive search and our first client was the City of Lauderdale
Lakes, FL, in 1998. Briefly, we believe that the City would be wise to select us because:
Experience and Approach
· We recruit nationally, but our recruiters focus on specific regions. As a result, we are
extremely knowledgeable of these areas and it shows in our success.
· Our lead recruiter is Colin Baenziger. He has served as a City Manager and an elected
official for a community of 22,000. He can thus relate to both appointed and elected
officials and speaks their language. Tom Andrews is the former county manager for
Fulton County, GA, and Ann Arundel County, MD. Dave Collier has served as a city
and county manager in Florida, Kansas and Michigan. Ron Stock has served as a City
Manager and City Attorney. Merv Timberlake is the former Finance Director of
Blacksburg, VA, and Boca Raton, FL.
· CB&A knows many of the country's professional managers personally. We have an
extraordinary talent for determining who fits well in which situation and who does not.
· We tailor our approach to the community. Once we fully understand the elected body,
the community and the issues, we aggressively seek the candidates who are right for you.
· 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.
· The caliber of our work is better. Because we have not conducted hundreds of searches
and we depend on word of mouth advertising, our reputation is critical to us.
· We continue to work with you after the position is filled. If issues arise six or twelve
months later between the employee and employer, we will assist the parties in working
through them at no additional charge.
· We are less costly, and not because we do less. In fact, we do much more than our
competitors. We have focused our efforts on minimizing our overhead. We simply do
not have the expenses other firms do, and we can pass the savings on to you.
· We are very adept at working with the electronic and print media. Should the City wish,
we are very comfortable serving as its media spokesperson for the search.
· Finally, although we move quickly, we do not rush the process. We carefully evaluate
every potential candidate, scrutinize background information, and make sound
recommendations to the client.
-8-
II. What Sets Colin Baenziger & Associates Apart (continued)
Results:
On the preceding page, we outlined what sets us apart. The proof, however, is in the results we
have achieved. Specifically:
· Our clients are extremely satisfied with our work. In fact five of them have passed
resolutions thanking us for our extraordinary efforts recruiting their managers.
· No matter how complicated the search became or what unforeseen circumstances arose,
we have never asked a client for additional monies beyond the fee we initially quoted.
· Everyone of our searches has ended in a successful placement.
· Two thirds of the managers CB&A has placed since 2000 are still working for the City
where we placed them.
· We have become recognized as a leader in municipal recruiting, and we are frequently
called upon to speak at the conferences of the League of Cities, the local city and county
management associations and the other professional bodies.
Warranty:
Colin Baenziger & Associates offers 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 for any other position as long as the
individual is employed by the City.
2) If the Manager leaves for any reason other than an act of God within the first year,
CB&A will. repeat the search at no charge. If the selected candidate leaves 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) If the City is not satisfied with any of the candidates presented, CB&A will repeat the
search until you are satisfied.
4) Our price is guaranteed and will not be exceeded for any reason, even if the conditions
under which this contract is issued changes.
Summary:
Colin Baenziger & Associates is the firm you should select to conduct your search because we
are 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.
-9-
Additional CB&A Clients...
Tampa Bay Water Authority (serving
2,400,000 people)
General Manager
City of Durham, NC
Deputy City Manager - Community,
Building,
Director of Economic and Workforce
Development
-10-
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City of Cottonwood Heights, UT
City Manager
City of Sunny Isles Beach, FL
City Manager,
City Engineer,
Assistant Director, Public Works
I
I
III. Search MethodologylWork Plan
The following search methodology has been refined over the past 10 years until is it is virtually
foolproof and has been used in all of our searches. We can also modify it to integrate your ideas
into the process. Our goal is to provide you with the opportunity to obtain the information you
need to make the right decision.
Phase I: Information Gathering
Task One: Needs Assessment
An important part of the recruiter's work is selling the community to the very best candidates
(including those that are not actively looking for the next job) while also providing an accurate
portrayal of the environment. In order to do this CB&A must first determine the needs of the
client and the characteristics of the ideal candidate. To do so, we:
· Compile background information from the jurisdiction's website and other sources,
· Interview the appropriate governmental officials. Our goal is to develop a strong sense of
your community, its expectations, its challenges and its leadership,
· Determine the characteristics of the ideal candidate These will likely include experience,
longevity, education, personality, demeanor, and achievements as well as other items the
elected officials and stakeholders consider important), and
· Determine a reasonable compensation package.
We also want to finalize the timeline for the recruitment so that candidates can mark their
calendars well in advance and will be available when the City conducts its interviews.
If the City wishes, we will incorporate meetings with members of the community to gather their
insights. These can be very valuable as they provide additional points of view and a better
understanding of the elements of the community. In a sense, they help us develop an
understanding of the community's tapestry.
Phase II: Recruitment
Task Two: Develop Recruitment Materials
CB&A will next develop a comprehensive recruitment profile. It will be a well-written,
substantive synopsis of what we have learned and presented in an attractive but not glitzy
manner. We will provide a draft for your review and comment. Your suggestions will be
incorporated, and the final recruitment profile will be used in our recruiting efforts. Samples of
our work can be found on our firm's website under the "Active Recruitments" tab. More
elaborate promotional materials can also be found at: httf)://www.cb-asso.comls r.html.
-11-
I
IlL Search Methodology/Work Plan (continued)
Task Three: Recruit Candidates
CB&A uses a number of approaches to identify the right people for your jurisdiction. We say
people, and not person, because our goal is to bring you three to five excellent finalists, all of
whom will do the job extraordinarily well and who are so good that you will have a difficult time
choosing among them. Then you can select the one who is the best fit with you and your
community. These approaches are:
· Networking. The best approach IS diligent outreach. We will network with our
colleagues and consult our data base. As we identify outstanding candidates (many of
whom are not in the market), we will approach them and request that they apply. Many
excellent candidates are reluctant to respond to advertisements because doing so may
alienate their current employers. When we approach them, their credentials are enhanced
rather than diminished.
· Advertising. While we will seek out the best, we will not ignore the trade press which
sometimes yields strong candidates. Depending on the position, we would contact the
members of organizations through organizations such as the International City/County
Management Association (lCMA), Florida League of Cities, the Florida City and County
Management Association, American Public Works Association, American Planning
Association and so on. We will also post it on our Website, www.cb-asso.com and at
Govtjobs.com. We generally do not use newspapers or generic websites because while
they produce large numbers of applications, they generally do not produce the type of
candidates we are seeking.
· Email. We will also e-mail the recruitment profile to our list of over 7,000 professionals
who are interested in local government management. One of the advantages of email is
that if the recipient is not interested, he/she can easily forward the recruitment profile to
someone else who may be.
The Private Sector. Some of our clients ask that private sector candidates be included among
our recommended finalists. While we do not routinely recommend candidates with no
experience in government, we have been very successful in finding highly qualified and capable
private sector people to bring forward.
Phase III: Screening and Finalist Selection
Task Four: Gather Information and Evaluate the Candidates
Based on our most recent recruiting efforts, we often receive resumes from 80 to 120 applicants.
Narrowing the field to six to ten candidates we will present for the City requires a mix of in-
depth research and subjective evaluation. Our process follows.
Step One. Initial Screening. CB&A will evaluate all resumes and identify the top 10 to
20 candidates. Some of these may be in-house candidates or individuals who have held
high level positions in other governments but who have never been the manager.
-12-
III. Search Methodology/Work Plan (continued)
Often these people simply need the opportunity. Using a football analogy, Vince
Lombardi was an assistant coach with the New York Giants prior to being hired by the
Green Bay Packers. Hence, we do not believe we should only consider those who have
already held the position we are recruiting for.
Step Two. Screening Interview. Our lead recruiter, and possibly other senior
representatives of the firm, will interview each of these candidates. Using our experience
as managers and recruiters as well as our unique ability to assess candidates, we will
make a determination of the candidates' abilities and whether or not to recommend they
go forward in the process. Once the candidates have passed the initial screening
interview, a member of our staff will conduct a further interview and prepare a written
summary.
Step Three. Background Investigations. For those that remain in consideration, CB&A
will conduct extensive background checks. Specifically, we will:
· Interview References: We tell the candidate with whom we wish to speak.
These might include, depending on the position, current and former elected
officials, the municipal attorney, the external auditor, staff members, peers, news
media representatives, the director of the local chamber of commerce, community
activists, and others who know the candidate. We also attempt to contact some
individuals who are not on the candidate's list. Typically we reach eight to ten
people and prepare a written summary of each conversation.
· Conduct Background Checks. Through our third party vendor, American
DataBank, we will conduct the following checks: criminal records at the county,
state and national level; civil records at the county and federal level; bankruptcy
and credit; and motor vehicle. We also verify education and employment for the
past 15 years.
· Search the Internet and Newspaper Archives. Virtually every local
newspaper has an archive that provides stories about perspective candidates, the
issues they have dealt with, how they resolved them and the results. These
articles also provide insight into the candidate's relationship with the public and
the elected officials. Of course, not all news sources are unbiased and we
consider that 'in our evaluation.
Our goal in these checks is to develop a clear picture of each candidate and each of the avenues
we pursue is a piece of the puzzle. We crosscheck sources, search for discrepancies and resolve
them when we find them. When sensitive or potentially embarrassing items are discovered, they
are thoroughly researched. If we conclude the situation is damaging or even questionable, the
candidate will be dropped from further consideration.
Note: We firmly believe that all background work we have outlined above should
be completed early in the process. That way the client knows the individuals to
be interviewed are all top performers and do not have anything embarrassing in
their pasts that might come to light after selection. It also means that once our
client has made a selection, it can move forward promptly, negotiate a c~ntract
and make an announcement.
-13-
IlL Search Methodology/Work Plan (continued)
Task Five: Semi-Finalist Selection and Presentation.
We evaluate the information we have gathered and select, ideally, six to eight candidates for
presentation to the City. It should be noted that selecting strong candidates is more an art than a
science. While we consider standard ranking factors and the elements of the job, ultimately the
most important factor is who we believe will be a good fit with the elected officials, stakeholders
and the jurisdiction.
For the selected candidates, CB&A will compile the information we have developed into a
notebook. Specifically, it will include the following information for each candidate: his/her
resume, a summary of our interviews with the candidate, the results of our background checks,
his/her reference checks, and our compilation of materials from Internet/newspaper archives.
The notebook will also include some advice on interviewing, a series of questions the elected
officials may wish to ask (as well as some areas that it is not wise to get into) and some logistical
information.
If the client wishes, we can also ask the semi-finalists or finalists to provide written responses to
a list of questions. We do not recommend this approach. While these responses can offer
insight, the best candidates are often employed and very busy. They either do not have time to
develop detailed responses to questions or do not wish to and withdraw from the process.
Consequently, we have found asking candidates for written responses to questions to be
counterproductive. Instead, as noted above, we conduct interviews with the candidate, ask the
questions, prepare summaries and include them in the background notebooks.
Task Six: Finalist Selection
Approximately a week after the Council has received the candidate materials, CB&A will meet
with city officials to discuss our findings and to further narrow the field. The goal is for the City
to select four to six candidates to interview.
Task Seven: Notify All Candidates of Their Status
We will notify the selected candidates by telephone and give them the opportunity to ask
additional questions. CB&A will also contact those not selected to advise them of their status.
Phase IV: Coordinate the Interview Process and Manager Selection
Task Eight: Coordinate the Candidate Assessment Process
We will work with the City to determine what process works best in terms of assessing the
candidates whether it is one-on-one interviews, panel interviews, role playing, management
ability assessment testing and so on.
- 14-
III. Search Methodology/Work Plan (continued)
Task Nine: Debriefing and Selection
Once the interviews have concluded, CB&A suggests the City wait a few days to select the
person who is the best fit. Although the selection can be made the same day as the interviews,
this decision is quite important and we recommend you take a few days to consider what you
have seen and heard.
In terms of the final selection, we have a simple methodology we have developed that moves the
elected body quickly and rationally to the desired outcome.
Once the selection has been made, CB&A will notify the finalists of their status. The candidates
are eager to know their status and we feel it is important that they be kept informed. As your
search consultant, they look to us for information and consequently we feel it is incumbent on us
to keep them informed.
Phase V: Negotiation and Continuing Assistance
Task Ten: Notification, Contract Negotiations and Warranty
Should the City wish, we will assist in developing, presenting and negotiating the compensation
package and the employment letter.
Task Eleven: Continuing Assistance
Our work is not done when the contract is executed. We stay in touch with you and your new
manager. Our goal is to be there to assist in resolving any issues that arise before they become
intractable.
Communications: We will provide biweekly reports about the status of the search, in writing or
by phone, depending upon your preference. If by phone, we will make them either to the elected
officials as a whole or to its members individually.
-15-
III. Search Methodology/Work Plan (continued)
The City's Obligations
City will be responsible for providing the facilities for the interview process, coordinating
lodging for candidates from outside the area, and making arrangements for the evening
reception. The City will also be responsible for reimbursing the candidates for all expenses
associated with their travel, meals and incidentals for the interview weekend.
CB&A also expects the City staff to provide the following information to each of the finalists:
the current year budget, an organizational chart, the latest completed audit and management
letter, any current strategic and long range plans, a copy of the City Charter, any job descriptions
and other materials defining the role and duties of the position we are recruiting for, and any
evaluations of the organization completed in the last year. Once the finalists have been selected,
your staff will mail this material to them. We may jointly determine that other relevant materials
should also be provided.
CB&A would like to attend every meeting of the elected officials during our assignment, but
regular attendance is probably not possible. Consequently, we would appreciate staff forwarding
copies of any videos or audiotapes of meetings we cannot attend.
- I 6-
1-
More CB&A Clients...
Baker County, FL
County Manager
-
City of Fernandina Beach, FL
City Manager
-17-
City of Stuart, FL
City Manager
City of Oviedo, FL
City Manager
IV. Suggested Project Schedule
Although all recruitments are different, the project schedule for a typical recruitment is outlined
below.
Phase I: Needs Analysis / Information Gathering
Day I:
Colin Baenziger begins meeting with City officials and other suggested
stake holders to understand the job and its challenges. Specifically, the
purposes of these interviews will be to: 1) get to know the elected
officials, 2) understand the issues the next selected candidate will face, 3)
understand the elements of the job, 4) develop a description of the ideal
candidate, 5) determine the desired compensation, 6) develop the process
for interviewing and selecting the person who will fill the position, and 7)
finalize the project schedule. Part of his time will be spent in your
community getting to know what makes it a special place to live and
work. He will also meet with community stakeholders and anyone else
the City feels would be helpful.
Colin Baenziger begins drafting the recruitment profile for publications
and prospective candidates.
Day 5:
Colin Baenziger submits the draft of the full recruitment profile to the City
for its review. Comments will be due back by Day 10.
Phase II: Recruiting
Day 11:
CB&A posts the full recruitment profile on its website and submits it to
the appropriate publications. It is also e-mailed to over 7,000 local
government professionals.
Day 32:
Closing date for submission of applications.
Day 37:
CB&A reports the results of the recruiting effort to the City.
Phase III: Screening
Day 62:
CB&A forwards the semi-finalist materials to the City. These will include
the candidates' resumes, a summary of our interviews with the candidates,
the results of our background and reference checks, and
Internet/newspaper archives results. Materials arrive on Day 63.
Day 70:
Colin Baenziger reviews the semi-finalists with the City and finalists are
selected.
-18-
IV. Suggested Project Schedule (continued)
Phase IV: Interview Process Coordination and Manager Selection
Day 80:
The City begins the interview and evaluation process.
Phase VI: Negotiation, Warranty & Continuing Assistance
Post Selection: If requested by the City, Colin Baenziger works with City officials on an
employment agreement. Typically this process takes a week before a new
contract is ready to be ratified.
Colin Baenziger will also stay in touch to ensure the Commission-
Manager relationship is a strong one.
-19-
J-: Fee & Warranty
Fee
CB&A proposes to conduct the entire search for a firm, fixed fee of not more than $20,000. It
should also be noted that these figures include all our expenses and costs. In other words, the
only thing the City will pay CB&A is the agreed upon fee. The only other costs the City will be
responsible for are the costs associated with the candidates' (and spouses, if invited) travel,
accommodations and meals for the interview process.
We will bill the fee as the phases are completed and according to the following schedule:
Phase I: Needs Analysis / Information Gathering 15%
Phase II: Recruiting 30%
Phase III: Screening 30%
Phase IV: Interview Process Coordination and Manager Selection 10%
Phase V: Negotiation, Warranty & Continuing Assistance 15%
If the City asks us to perform work that is clearly beyond the scope of this proposal, it will be
billed at a rate of $125 per hour. No such work will be performed without your written
authorization. Please note that we have never billed - nor requested - additional funds beyond
our originally quoted fee for a city or county manager search, even when we have been entitled
to it.
Note: Should the City desire we conduct background investigations / checks for candidates, the
fee will also be negotiated but not exceed $3,000 (assuming no more than three candidates are
selectedfor background checks).
Warranty
Colin Baenziger & Associates offers the best warranty in the industry. We can offer it because
we have confidence in our work. Provided the City instructs us with conducting a full search and
assuming it selects from among the candidates we recommend, we warrant the following:
I) We will not approach the selected candidate for any other position as long as the
individual is employed by the City.
2) If the selected individual leaves for any reason other than total incapacitation or death
within the first year, CB&A will repeat the search at no charge. If he/she departs
during the second year for any reason other than incapacitation or death, we will repeat
the search for the reimbursement of our expenses only.
3) If you are not satisfied with any of the candidates we present, CB&A will repeat the
search until you are satisfied.
4) Our price is guaranteed and will not be exceeded for any reason, even if conditions
change after the contract is executed.
-20-
More CB&A Clients...
Osceola County, FL
County Manager
City of Destin, FL
City Manager
I
City of West Palm Beach, FL
Parks & Recreation Director,
Fire Chief,
Employee Relations Manager,
Utility Director
---1
Village of North Palm Beach
Village Manager
-21-
VL Project Team Qualifications and Staffing
A. Project Team and Involvement (Resumes for key staff follow)
CB&A is an experienced recruiting firm and strongly believes that the majority of the search
work should be conducted by one knowledgeable person. Colin Baenziger will be that person,
and he will serve as project manager. He resides in Palm Beach County, FL, and will conduct
the interviews with the elected officials, search for strong candidates, discuss the position with
those candidates, recruit them, conduct the interviews with the candidates, conduct the
background investigations, oversee the interview process, and assist with the contract
negotiations. Mr. Baenziger holds a Bachelor's degree from Carleton College and a Master's
degree with distinction from Cornell University's Graduate School of Management. In addition
to 15 years as a consultant, Mr. Baenziger spent 10 years in government as a senior manager.
David Collier, senior vice president, will serve as the deputy project manager and support for Mr.
Baenziger. He will assist in the search for strong candidates and candidate evaluation. He will
also serve as back-up to Mr. Baenziger. Mr. Collier has over 30 years experience as a local
government manager. He earned his Bachelor of Arts degree in economics and his master's
degree in public administration from the American University in Washington, D.C. He has also
served as president of the Maryland City Managers Association and the Florida Association of
County Administrators.
Kathyrn Knutson, Vice President for Operations, resides in Oneida County, WI, and will be
responsible for coordinating the advertising and production of the materials we will present to
you as described in the Recruitment Approach.
David Collier
Research Associates
-22-
The ProJect Team (continued)
Colin Baenziger, M.P.A.
Principal
Colin Baenziger is a student of local government and responsible
for the executive recruitment functions 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 someone who
actively consults with governments, he understands what it takes to
do the manager's job, and to do it effectively. Furthermore,
because he is active in a number of professional associations, he
knows many of the nation's managers on a first name basis.
Some ofMr. Baenziger's searches for local governments include:
· County Manager, Baker County, FL (population 27,000)
· County Administrator, Bay County, FL (population 158,000)
· County Manager, Brevard County, FL (population 536,000)
· County Administrator, Clay County, FL (population 160,000)
· County Manager, Flagler County, FL (population (83,000) in 2007
· County Administrator, Okeechobee County, (population 39,000) in 2008
· County Administrator, Polk County, IA (population 400,000) in 2007
· County Administrator, St. Johns County, FL (population 162,000) in 2007
· County Manager, Polk County, IA (population 400,000),
· City Manager, Coral Gables, FL (population 42,000),
· City Manager, Greensboro, NC (population 259,000),
· Village Manager, Key Biscayne, FL (population 11,000),
· City Manager, Roanoke, VA (population 101,000),
· City Manager, Cutler Bay, FL (population 352,000),
· City Manager, Roanoke, VA (population 93,000),
Other recent efforts include a strategic planning session for the Florida Association of Special
Districts, an operational review of Tamarac's water utility, a business practices review for a
division of Martin County government, an operational reconciliation for Palm Beach County
Water, development of an automated system to pay royalties to featured recording artists for the
Recording Industry Association of America, 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 and Leadership
Palm Beach County, the Palm Beach and Broward County Leagues of Cities. He has also been
called upon frequently to speak at conferences of the Florida League of Cities, the Utah and
Florida City/County Managers' Associations, and the Florida Public Personnel Association. He
resides in Palm Beach County, FL.
-23-
The Proiect Team (continued)
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 the firm has conducted. Some of
the more notable ones include:
Vice President for Operations
· County Manager, Polk County, IA (population 400,000),
· City Manager, Town of Bay Harbor Islands (population 5,200),
· County Manager, Brevard County, FL (population 536,000),
· City Manager, Coral Gables, FL (population 42,000),
· City Manager, Cottonwood Heights, UT (population 34,000),
· City Manager, Cutler Bay, FL (population 35,000),
· City Manager, Greensboro, NC (population 259,000),
· Village Manager, Key Biscayne, FL (population I 1,000),
· City Manager, City of Marathon, FL (population 11,500)
· City Manager, City of Lauderdale Lakes (population 32,000),
· City Manager, City of Miami Gardens, FL (population 101,000)
· Village Manager, Village of Palmetto Bay, FL (population 24,000)
· City Manager, Palm Coast, FL (population 51,000),
· City Manager, Roanoke, VA (population 10 I ,000),
· City Manager, City of West Melbourne, FL (population 15,000)
· Executive Director, Onslow Water and Sewer Authority, Jacksonville, NC (serving a
population of 160,000)
· Executive Director, Northern Palm Beach County Improvement District,
· Public Works Director, Chandler, AZ (population 250,000),
· General Manager, Tampa Bay Water Authority (serving of2.4 million), and
· Public Works Director, Chandler, AZ (population 250,000).
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. She
has also worked with the State of Florida's Department of Corrections and with the State's
Department of Employment Services. She has also been involved 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. Kathyrn currently resides in Oneida County, WI.
-25-
COLIN BAENZIGER & ASSOCIATES - SOME OF OUR PLACEMENTS
Lee Feldman
Liane Stillman
2009 - Greensboro, NC
Rashad Young
2003 - Lauderdale Lakes, FL
I ---,
Anita Fain Taylor
2006 - Stuart, FL
,-~
Dan Hudson
2009 - Roanoke, VA
Chris Morrill
-26-
Greg Kisela
Chip Igelsias
2009 - North Miami, FL
Russell Benford
COLIN BAENZIGER & ASSOCIATES - SOME OF OUR PLACEMENTS
The staff at Colin Baenziger & Associates has completed almost 100 searches for city and
county managers and more than 200 senior-level local government management searches overall.
The following both project descriptions and references span the past eight years. They were
selected to give you a broad view of our work. We also recommend that you contact any of
clients (not just those listed below) for information concerning our firm and would be happy to
provide contact information. More information is contained in Appendix A.
1. City Manager, City of Cape Canaveral, FL (population 10,200)
Contact: Mayor Rocky Randel at (321) 784-5894, or
Commissioner Shannon Roberts at (321) 615-1865.
Colin Baenziger & Associates was selected to perform Cape Canaveral's City Manager search
on January 12, 2010. We sought candidates from around the country but focused our attention
on those from Florida. The City Council interviewed the candidates we recommended but also
requested we evaluate the credentials of the City Clerk which caused a delay. On May 18th, the
City Council selected Mr. David Greene, formerly the City Manager of Winter Haven, FL.
2) Director, Economic and Workforce Development, and Deputy City Manager -
Community Building, Durham, NC (population 247,000)
Contact: City Manager Thomas Bonfield at (919) 560-4222
Colin Baenziger & Associates was hired to search for two key positions in Durham's economic
development program in January 2009.
The first was the Director of the Office of Economic and Workforce Development and the
second was the positions' supervisor, the Deputy City Manager - Community Building. We
conducted national searches for both positions. We also conducted limited background checks
and provided limited interviewing assistance. For the Director of Economic and Workforce
Development (OEWD), the City selected Kevin Dick, an internal candidate. It selected Keith
Chadwell, formerly Assistant County Manager for Fulton County, GA, and City Manager of
Pompano Beach, FL, to be the Deputy City Manager. Both searches took approximately four
months.
3) Community Development Director, City of Miami, FL (population 362,000).
Contact: Then Employee Relations Director Rosalie Mark, 954-328-3634
Colin Baenziger & Associates was hired in August 2007 to conduct a search for the City's next
Community Development Director. A particular request was to find someone with very strong
ethics. The prior director left after some perception problems in that area. Our effort involved
searching the country to locate the best people for the job, interviewing them, conducting
thorough background checks, and recommending finalists for the city to interview. It also
included a two year guarantee should the selected candidate leave for any reason. Interviews
were delayed while key City staff was involved in the negotiations for a new stadium for the
Florida Marlins that is now underway. Ultimately, George Mensah, an internal candidate, was
selected.
-27-
COLIN BAENZIGER & ASSOCIATES - SOME OF OUR PLACEMENTS
4. City Manager, City of Mount Dora, FL (population 12,000)
Contact: Council Member James Homich at (352) 735-7186, or
Human Resources Director Ken Bloom at (352) 735-7186.
Mount Dora is a popular tourist destination and known as the City of Festivals. CB&A was
selected on May 17,2005 to find Mount Dora's next City Manager It was critical to the
Council that the finalists all understand the character of the community and understand how to
protect it in the face of growth. Interviews were conducted on July 29th and 30th, with Mike
Quinn, formerly of Port Angeles, WA, selected in August 2005.
5. City Manager, City of Palm Bay, FL (population 101,000)
Contact: Contact Mayor John Mazzioti at (321) 952-3414,
City Clerk Alice Passmore at (321) 952- 3413, or
City Manager Lee Feldman at (321) 403-9818.
Palm Bay is located near Melbourne on Florida's east coast. In July 2002, Colin Baenziger was
selected by the City of Palm Bay to find its City Manager. Mr. Baenziger was asked to
complete the process in 60 days. Our work included recruiting and advertising for candidates,
conducting background checks, selecting the most qualified, recommending them for interviews,
coordinating the interview process, and assisting in the contract negotiations. 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.
Mr. Feldman was selected as Florida's City Manager of the Year in 2006.
6. Town Manager, Cutler Bay, FL (population 35,000)
Contact: Former Mayor Paul Vrooman at (305) 975-6782, or
Town Manager Steven Alexander at (305) 216-6579.
CB&A was selected in mid-March, 2006. At the request of the Town Council, we moved much
more slowly than we normally would have. Our effort involved searching the country to locate
the best people for the job, interviewing them, conducting through background checks, and
recommending finalists for the town to interview. Steven Alexander, formerly City Manager of
El Portal, FL, was selected as manager on July 29, 2006.
7) Village Manager, Village of Palmetto Bay (population 24,000)
Contact: Former Mayor Gene Flinn at (305) 302-3713, or
City Manager Ron Williams at (305) 259-1234
In late November 2002, CB&A was asked to conduct the search for Palmetto Bay's first City
Manager as rapidly as possible and to work with a citizen's advisory committee. Even allowing
for the holidays, our work was completed in early February. Upon completion, the Council
passed a resolution thanking us for our "exceptional service."
-28-
"
COLIN BAENZIGER & ASSOCIATES - SOME OF OUR PLACEMENTS
8) Village Manager, Key Biscayne, FL (population 11,000)
Contact: Mayor Robert Vernon at (305) 361-6700,
Village Clerk Conchita Alvarez at (305) 365-5506, or
Village Manager Chip Iglesias at (305) 270-6902.
CB&A was hired on May 3, 2007 to find the Village's next Manager. We were requested to
conduct a national search but to focus our efforts on finding people with strong contacts with
Miami-Dade County. Interviews were held on July 2ih and 28th. Chip ~~lesias, formerly Chief
of Staff to County Commissioner Carlos Gimenez, was selected on July 30t .
-29-
'"
Appendix A
Searches by
Colin Baenziger & Associate' Staff
Governmental Search Assignments
Performed by the Staff of Colin Baenziger & Associates
Contract A warded, AssiJmments Pendin1!
Office of the Attorney General, State of Arizona
Current Searches
City Manager, Fife, W A (population 8,700)
County Manager, Clay County, FL (population 187,000)
City Manager, Orange Park, FL (population 9,100)
Manager, Office of Management and Budget, Lake Worth, FL (population 37,000)
Police Chief, Sunny Isles Beach, FI (population 17,000)
Comoleted Searches
City Mana2er - Completed Searches
City Manager, Alachua, FL (population 6,200) in 2001
City Manager, Bartow, FL (population 16,000) in 2007
Town Manager, Bay Harbor Islands, FL (population 5,200) in 2003 and 2007
Town Manager, Buckeye, AZ (population 32,000) in 2006
City Manager, Cape Canaveral, FL (population 10,200) in 2010
Town Manager, Cutler Bay, FL (population 35,000) in 2006
Town Manager, Dundee, FL (population 3,000) in 2006 and 2009
City Manager, Casselberry, FL (population 25,000), in 2005
City Manager, Cooper City, FL (population 32,000) in 2008
City Manager, Coral Gables (population 43,000) in 2009
City Manager, Cottonwood Heights, UT (population 34,000), in 2004
City Manager, Dania Beach, FL (population 28,000) in 2009
City Manager, Daytona Beach, FL (population 65,000) in 2002
City Manager, Deltona, FL (population 83,000) in 2006 and 2008
City Manager, Destin, FL (population 12,000) in 2003
City Manager, Doral, FL (population 24,000), in 2004
City Manager, Eustis, FL (population 18,000) in 2007
City Manager, Fernandina Beach, FL (population 11,000) in 2006
Town Manager, Fort Myers Beach, FL (population 6,900) in 2006 and 2008
Village Manager, IsIamorada, Village of Islands, FL (population 7,500) in 1999 and 2005
Town Manager, Juno Beach, FL (population 3,600) in 2005
Town Manager, Town of Jupiter Island, FL (population 654) in 2005
Village Manager, Key Biscayne, FL (population 11,000) in 2007
Town Manager, Lake Park, FL (population 9,100) in 2001 and 2003
Town Manager, Lantana, FL (population 9,600) in 2000
City Manager, Gainesville, FL (population 117,000) in 2005
A-I
Governmental Search Assignments (continued)
Citv Mana2er Completed Searches (continued)
City Manager, Gulfport, FL (population 12,000) in 2003
City Manager, Hallandale Beach, FL (population 39,000) ion 2010
City Manager, Holly Hill, FL (population 13,000) in 2008
City Manager, Lakeland, FL (population 87,000) in 2003
City Manager, Lake Worth, FL (population 30,000) in 2003 and 2007
City Manager, Lauderdale Lakes, FL (population 32,000) in 1998 and 2002
Town Manager, Mangonia Park, FL (population 1,400) in 2001
City Manager, Marathon, FL (population 11,500 in 2002 and 2004
City Manager, Marco Island, FL (population 15,000) in 2008
City Manager, Melbourne, FL (population 72,500) in 2002
City Manager, Miami Gardens, FL (population 101,000) in 2004
City Manager, Mount Dora, FL (population 12,000) in 2005
City Manager, Naples, FL (population 21,000) in 2003 and 2007
City Manager, New Smyrna Beach, FL, FL (population 23,000) in 2009
City Manager, North Miami, FL (population 62,000) in 2002
Village Manager, North Palm Beach, FL (population 12,500) in 2004, 2005 and 2007
Town Manager, North Topsail Beach, NC (population 843) in 2008
City Manager, Ocala, FL (population 52,000) in 2008
City Manager, Orange City, FL (population 10,000) in 2010
CAO, Orlando, FL (population 197,000) in 2005
City Manager, Oviedo, FL (population 33,000) in 2008
City Manager, Palm Bay, FL (current population 101,000) in 2002
City Manager, Palm Coast, FL (population 71 ,000) in 2006
Village Manager, Palmetto Bay, FL (population 24,000) in 2003
City Manager, Pompano Beach, FL (population 101,000) in 2007
Town Manager, Ponce Inlet, FL (population 2,500) in 2001
City Manager, Riviera Beach, FL (population 37,000) in 2009
City Manager, Roanoke, VA (population 96,000) in 2009
City Manager, Sarasota, FL (population 55,000) in 2007
Town Manager, Sewall's Point, FL (population 2,000) in 2006
City Manager, St. Pete Beach, FL (population 10,000) in 2001
City Manager, Stuart, FL (population 17,000) in 2006
General Manager, Sun 'n Lake Improvement District, FL (population 7,500) in 2002 and 2005
City Manager, Sunny Isles Beach, FL (population 17,000) in 2006
City Administrator, Tavares, FL (population 11,000) in 2006
City Manager, Treasure Island, FL (population 7,500) in 2004
City Manager, West Melbourne, FL (population 15,000) in 2009
City Manager, West Park, FL (population 12,000) in 2005 and 2010
City Manager, Woodstock, GA (population 21,000) in 2008
A-2
Governmental Search Assignments (continued)
Countv Mana2er Completed Searches
County Manager, Baker County, FL (population 27,000) in 2006
County Administrator, Bay County, FL (population 158,000) in 2005
County Manager, Brevard County, FL (population 536,000) in 2009
County Administrator, Broward County, FL (population 1,800,000) in 2006
County Administrator, Clay County, FL (population 160,000) in 2005
County Administrator, DeSoto County, FL (population 34,000) in 2005
County Manager, Flagler County, FL (population (83,000) in 2007
County Administrator, Highlands County, FL (population 98,000) in 2008
County Manager, Lowndes County, GA (population 92,000) in 2001
County Administrator, Martin County, FL (population 140,000) in 2005
County Administrator, Monroe County, FL (population 80,000) in 2004
County Administrator, Nassau County, FL (population 60,000) in 2004
County Administrator, Okeechobee County, (population 39,000) in 2008
County Manager, Osceola County, FL (population 235,000) in 2003 and 2007
County Administrator, Polk County, 1A (population 400,000) in 2007
County Manager, Seminole County, FL (population 410,000) in 2006
County Administrator, St. Johns County, FL (population 162,000) in 2007
County Administrator, Sumter County, FL (population 70,000) in 2005
County Manager, Union County, NC (population 198,600) in 20 I 0
Completed Searches - Assistant/Deputv Mana2ers
Assistant County Administrator for Development and Infrastructure, Hillsborough County, FL
(population 1,000,055) in 2006
Assistant County Administrator for Human Services, Hillsborough County, FL (population
1,000,055) in 2004
Assistant Town Manager, Jupiter Island, FL (population 654) in 2010
Assistant Village Manager, Islamorada, Village of Islands, FL (population 7,500) in 1998
Assistant to the City Manager, Lakeland, FL (population 87,000) in 2004
Assistant City Manager, Lake Worth, FL (population 30,000) in 2004
Assistant County Administrator, Martin County, FL (population 140,000) in 2006
Assistant City Manager, Tamarac, FL (population 55,500) in 2001
Assistant City Manager, West Palm Beach, FL (population 89,000) in 2004
Deputy City Manager, Durham, NC (population 220,000) in 2009
Deputy County Administrator, Hillsborough County, FL (population 1,000,055) in 2004
Deputy County Manager, Polk County, FL (population 500,000) in 2006
A-3
Governmental Search Assignments (continued)
Completed Searches - Building Officials
Building Official, Jupiter Island, FL (population 580) in 2005 and 2010
Building Official, Miami Beach, FL (population 91,000) in 2005
Building Department Director, Osceola County, FL (population 235,000) in 2005
Building Official, Miami Beach, FL (population 91,000) in 2005
Building Department Director, Osceola County, FL (population 235,000) in 2005
Building Official, Sewall's Point, FL (population 2,000) in 2006
Building Official, Tamarac (population 55,000) in 2008
Completed Searches - Communitv Development
Assistant Director of Community Development, Largo, FL (population 74,000) in 2004 and 2005
Community Development Director, Miami, FL (population 362,000) in 2008
Community Development Director, Safety Harbor, FL (population 18,000) in 2006
Community Development Director, Tamarac, FL (population 55,500) in 2007
Development Services Director, Daytona Beach, FL (population 65,000) in 2005
Director of Capital Projects, New Orleans, LA (population 323,000) in 2008
Executive Director, Northern Palm Beach Improvement District, Palm Beach Gardens, FL
(population 200,000) in 2003
Growth Management Director, St. Lucie County, FL (population 261,000) in 2005
Growth Management Director, Tamarac, FL (population 55,500) in 2006
Growth Management Manager, Wellington, FL (population 55,000) in 2009
Housing and Community Development Director, West Palm Beach, FL (pop. 102,000) in 2007
Planning Administrator, Daytona Beach, FL (population 65,000) in 2007
Planning Department Director, Osceola County, FL (population 235,000) in 2005
Completed Searches - Economic Development
Economic Development Director, Charlotte County, FL (population 170,000) in 2007
Redevelopment Director, Daytona Beach, FL (population 65,000) in 2007
Director, Office of Economic & Workforce Development, Durham, NC (pop. 220,000), 2009
Economic Development Director, Loudoun County, VA (population 290,000) in 2010
General Manager, North Sarasota Redevelopment District, Sarasota (population 53,000) in 2008
Executive Director, Valdosta-Lowndes County Industrial Authority, GA (serving a population
92,000+) in 2006
Executive Director, Technological Research and Development Authority, FL (serving a
statewide population) in 2006
A-4
Governmental Search Assignments (continued)
Completed Searches - Enl?:ineers
Assistant City Engineer, Melbourne, FL (population 75,000) in 2008
County Engineer, Polk County, FL (population 500,000) in 2006
Deputy County Engineer, Martin County, FL (population 140,000) in 2006
City Engineer, Gulfport, MS (population 90,000) in 2008
City Engineer, Sunny Isles Beach, FL (population 17,000) in 2006
Engineering Manager, Sumter County, FL (population 70,000) in 2005
Staff Engineer, Wellington, FL (population 55,000) in 2009
Completed Searches - Facilities Manal?:ement
Centroplex Director, Orlando, FL (population 197,000) in 2004
Lakeland Center Director, Lakeland, FL (population 87,000) in 2004
Completed Searches - Finance
Budget and Financial Services Director, Polk County, FL (population 500,000) in 2006
Retirement Services Director for Lakeland, FL (population 87,000) in 2006 and 2008
Finance Director, Fort Walton Beach, FL (population 20,000) in 2006
Finance Director, Lauderdale Lakes (population 32,000) in 1998
Deputy Director of Management, Budget and Accounting, Orlando, FL (pop. 197,000) in 2004
Chief Financial Officer, Hillsborough Area Regional Transit, FL (population 1,000,055) in 2005
Chief Financial Officer, City of Orlando, FL (population 87,000) in 2005
Controller, City of Orlando, FL (population 197,000) in 2007
Budget Director, St. Petersburg, FL (population 248,000) in 2009
Finance Director, St. Petersburg, FL (population 248,000) in 20 I 0
Finance Director, Sunny Isles Beach, FL (population 17,000) in 2010
Finance Director, Tamarac, FL (population 55,500) in 2005 and 2009
Finance Director, West Palm Beach, FL (population 102,000) in 2007
Completed Searches - Housinl?:/Buildinl?:
Assistant to the County Administrator - Affordable Housing, Broward County, FL (population
1,700,000) in 2004
Assistant to the County Administrator - Affordable Housing, Broward County, FL (population
1,700,000) in 2004
Housing and Community Development Director, West Palm Beach, FL (pop. 102,000), 2007
A-5
Governmental Search Assignments (continued)
Completed Searches - Human Resources
Director of Personnel, Fulton County, GA (population 992,000) in 20 I 0
Human Resources Administrator, Martin County, FL (population 140,000) in 2007
Human Resources Director, City of Sarasota, FL (population 55,000) in 2002
Completed Searches - Human Resources
Human Resources Director, Osceola County, FL (population 235,000) in 2006
Personnel Director, North Miami, FL (population 56,000) in 2001
Personnel Director, Vero Beach, FL (population 17,900) in 2003
Personnel Director, Lauderdale Lakes (population 32,000) in 1999
Completed Searches - Human Services
Assistant County Administrator for Human Services, Hillsborough County, FL (population
1,000,055) in 2004
Director, Health and Human Services, St. Johns County, FL (population 162,000) in 20 10
Executive Director, Juvenile Welfare Board, Pinellas County, FL (population 950,000) in 2005
Completed Searches - Information Technolo2:V
Information Technology Director, Lakeland, FL (population 87,000) in 2004
Information Services Director, Lauderdale Lakes, FL (population 32,000) in 1998
Completed Searches - ParksIRecreationlLibraries
Director Parks, Recreation, & Conservation, Hillsborough County, FL (pop. 1,000,055) in 2004
District Manager, Holiday Park Recreation District (population 1,400) in 2007
Library Services Director, St. Johns County, FL (population 162,000) in 2007
Completed Searches - Public Safety
Fire Chief, Daytona Beach, FL (population 65,000) in 2006
Fire Chief, Lauderdale Lakes, FL (population 32,000) in 1999
Fire Chief, West Palm Beach, FL (population 89,000) in 2005
Police Chief, Daytona Beach, FL (population 65,000) in 2006
Police Chief, Sewall's Point, FL (population 2,000) in 2007
Police Chief, Lauderdale Lakes, FL (population 32,000) in 1999 (partial)
A-6
Governmental Search Assignments (continued)
Completed Searches - Public Works
Public Works Director / Capital Projects Manager / City Engineer, Sunny Isles Beach, FL
(population 17,000) in 2010
Assistant Public Works Director, Sunny Isles Beach, FL (population 17,000) in 2008
Public Works Director, Fort Lauderdale, FL (population 183,000) in 2004
Public Works Director, Polk County, FL (population 500,000) in 2005
Public Works Director, Chandler, AZ (population 250,000) in 2007
Public Works Director, Tamarac, FL (population 55,500) in 2003
Solid Waste Director, HilIsborough County, FL (population 1,000,055) in 2005
Completed Searches - Public Works (continued)
Vice President, Public Works & Operations, Ocean Reef Community Association (pop. 2,000)
in 2001
Completed Searches - Transportation
Chief Financial Officer, HilIsborough Area Regional Transit, FL (population 1,000,055) in 2005
Director of Traffic Engineering, Polk County, FL (population 500,000) in 2002
Executive Director, Lakeland Area Mass Transit District, FL (population 87,000) in 2005
Executive Director, Tampa-HilIsborough County Expressway Authority, FL (population
1,000,055) in 2007
Completed Searches - Utilities
Environmental Services Director, Largo, FL (population 74,000) in 2006
Executive Director, Florida Keys Aqueduct Authority, Key West, FL (pop. 90,000) in 2003
Executive Director, Escambia County Utilities Authority, FL (90,000 customers) in 2002
Executive Director, Onslow Water & Sewer Authority (JacksonvilIe, NC) (pop. 160,000) in 2009
General Manager/CEO, Orlando Utilities Commission, FL (190,000 customers) in 2004
General Manager, Tampa Bay Water (population served 2,400,000) in 2008
Utilities Director, Charlotte County, FL (population 170,000) in 2007
Utilities Director, Daytona Beach, FL (population 65,000) in 2004
Utilities Director, Lake Worth, FL (population 30,000)
Utilities Director, Palm Bay, FL (population 101,000) in 2005
Utilities Director, Polk County, FL (population 500,000) in 2004
Completed Searches - Work Force Manal!ement
Executive Director, South Florida Workforce, FL (service area pop. of3,000,000+) in 2005
Director, Office of Economic & Workforce Development, Durham, NC (pop. on 220,000), 2009
A-7
Governmental Search Assignments (continued)
Completed Searches - Other
Community Development District Manager, Severn Trent, FL in 2005
Executive Director, Northern Palm Beach County Improvement District (population 200,000),
Palm Beach County in 2003
City Attorney, West Melbourne, FL (population 15,000) in 2008
City Clerk, Lauderdale Lakes (population 32,000) in 1998
Retirement Services Director for Lakeland, FL (population 87,000) in 2006 and 2008
Director, Registrations and Elections, Fulton County, GA (population 992,000) in 2009
Environmental Resources Director, St. Lucie County, FL (population 261,000) in 2009
Special Projects Coordinator, Islamorada, Village of Islands, FL (population 7,500) in 1998
A-8
Appendix B
St. Johns County Resolution Thanking
Colin Baenziger & Associates
for Its Outstanding Work
Note: Additional Resolutions thanking CB&A for its outstanding efforts can be found at
www.cb-asso.com under "Testimonials"
I
RESOLUTION NO. 2007-~J..31
A RESOLUTION OF THE COUNTY COMMISSION
OF ST. JOHNS COUNTY, FLORIDA, THANKING
COLIN BAENZIGER & ASSOCIATES FOR ITS
OUTSTANDING EFFORTS IN CONDUCTING THE
EXECUTIVE SEARCH FOR THE COUNTY'S NEW
ADMINISTRATOR; AND PROVIDING AN
EFFECTIVE DATE.
WHEREAS, St. Johns County retained Colin Baenziger & Associates (CB&A) to
identify and recommend strong candidates to be the County Administrator;
WHEREAS, CB&A's staff worked diligently to find and produce excellent candidates,
and then provided the County Commission with comprehensive materials concerning the
candidates' aptitude, experience, background, complete and thorough interviews, references,
extensive checks of criminal, civil and financial history, verification of employment and
education, and exhaustive reviews ofInternet and newspaper archives of these candidates; and
WHEREAS, CB&A's process was completely open, fair and unbiased and was
extremely well received by the County Commission, county staff, the press, and the public; and
WHEREAS, the County Commission wishes to express its gratitude to Colin Baenziger
& Associates for its efforts on behalf of the county;
NOW BE IT THEREFORE RESOLVED BY THE COUNTY COMMISSION OF
ST. JOHNS COUNTY, FLORIDA AS FOLLOWS:
Section I: Recitals. The preceding recitals are true and correct and are incorporated
herein by this reference.
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Section 2: Acknowledgement. The County Commission wishes to express its sincere
appreciation and gratitude to Colin Baenziger & Associates for its outstanding work and effort in
assisting the county in finding its County Administrator.
Section 3: Effective Date. This resolution shall take effect immediately upon adoption.
PASSED AND ADOPTED by tbe Board of County Commissioners of St. Johns
County, Florida, this ..,;: I day of August, 2007.
ATTEST: Cheryl Strickland, Clerk
BOARD OF COUNTY COMMISSJONERS
ST. JOHNS COUNTY, FLORIDA
By:
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By:
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Ben Rich, Chairman
Deputy Clerk
Rendition Date:
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City of Sunny Isles Beach
18070 Collins Avenue
Sunny Isles Beach, Florida 33160
(305) 947-0606 City Hall
(305) 949-3113 Fax
MEMORANDUM
-- -- - -
TO:
The Honorable Mayor and City Commission
FROM:
Rick Conner, City Manager
DATE:
11/18/2010
RE:
Authorize the Staff to utilize the services of Colin Baenziger and
Associates for recruiting employees and providing background checks,
and ratify all services provided to date.
RECOMMENDATION:
The staff recommends approval of the Resolution authorizing the use of Colin Baenziger
and Associates for two services (recruitment and background review services), and the
ratification of all of the services provided to date.
REASONS:
We are (and have recently been) in the position of filling several crucial positions. In
addition,we have begun reorganizing our finance and accounting processes to better meet
proper accepted accounting guidelines. Background checks on these new
employees handling the City's finances is simply good business. The City has used Mr.
Baenziger in the past for both of these services with excellent results. We are asking
for your authorization to use him on an ongoing basis for both of these functions, with
ratification of the individual contracts by the Commission after the fact. Staff will
present them to the Commission at the earliest possible opportunity. We will only use
his recruiting service for critical Department Head level positions (and then, only when
deemed appropriate) and those shall not exceed the amount of $20,000. Background
checks will be negotiated individually but should not exceed $3,000 (and again, only
when deem appropriate). We also ask for ratification of all previous services requested
of and provided by Mr. Baenziger.
FUNDING SOURCE:
The recruiting fees will be paid from the respective department's budget of the positions
being filled. The background checks will be paid from Human Resources budget.
A TT ACHMENTS:
. Resolution
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