HomeMy WebLinkAboutReso 2012-1885
RESOLUTION NO. 2012- I ~g5
A RESOLUTION OF THE CITY COMMISSION OF THE
CITY OF SUNNY ISLES BEACH, FLORIDA, APPROVING
AN AGREEMENT WITH STRATEGIC GOVERNMENT
RESOURCES (SRG) TO CONDUCT A SEARCH FOR A
DIRECTOR OF ORGANIZATIONAL DEVELOPMENT
AND HUMAN RESOURCES, IN AN AMOUNT NOT TO
EXCEED EIGHTEEN THOUSAND DOLLARS ($18,000.00),
ATTACHED HERETO AS EXHIBIT "A"; AUTHORIZING
THE MAYOR TO EXECUTE SAID AGREEMENT;
AUTHORIZING THE CITY MANAGER TO DO ALL
THINGS NECESSARY TO EFFECTUATE THIS
RESOLUTION; PROVIDING FOR AN EFFECTIVE DATE.
WHEREAS, on February 16,2012 via Resolution No. 2012-1842, the City Commission
approved the City Manager's Reorganization Plan, wherein it created the position of Director of
Organizational Development and Human Resources; and
WHEREAS, the City is now in need of assistance in conducting a search for a Director
of Organizational Development and Human Resources; and
WHEREAS, the firm of Strategic Government Resources (SGR) is widely recognized as
one of the leading local government executive search firms; and
WHEREAS, SGR submitted a proposal in an amount not to exceed Eighteen Thousand
Dollars ($18,000.00), and are willing and able to perform these services for the City of Sunny
Isles Beach; and
WHEREAS, the professional services to be performed by SGR are exempt from the
provisions of the City's competitive bidding requirements.
NOW THEREFORE, BE IT RESOLVED BY THE CITY COMMISSION OF THE
CITY OF SUNNY ISLES BEACH, FLORIDA, AS FOLLOWS:
Section I. Approval of Agreement. The Agreement with Strategic Government Resources
(SGR) for recruiting a Director of Organizational Development and Human Resources and
providing a background check, in an amount not to exceed Eighteen Thousand Dollars
($18,000.00), attached hereto as Exhibit "A", is hereby approved.
Section 2. Authorization of Mayor. The Mayor is hereby authorized to execute said
Agreement.
Section 3. Authorization of City Manager. The City Manager is hereby authorized to do all
things necessary to effectuate this Resolution.
R2012- Strategic Govt Resources Authorize To Recruit Dir. OD&HR
Page 1 of2
Section 4.
Effective Date. This Resolution will become effective upon adoption.
PASSED and ADOPTED this 28th day of March 2012.
ATTEST:
cl~,-l~
Jane A. Hines: CN1C, City Clerk
TO FORM
S FFICIENCY
Moved by: V lU ~jW' ~~ ~R
Second by: Ctn~l~tUm cfrI.1'7D
VOTE AS FOLLOWS: S-b
Mayor Ede1cup
Vice Mayor Thaler
Commissioner Aelion
Commissioner Gatto
Commissioner Scholl
UL> yes
10 yes
Wyes
~yes
Wyes
L)no
L)no
L)no
L)no
L)no
R2012- Strategic GOYI Resources Authorize To Recruit Oir. OD&HR
Page 2 01'2
AGREEMENT BETWEEN THE CITY OF SUNNY
ISLES BEACH AND STRATEGIC GOVERNMENT
RESOURCES CONTRACT NO, Cl112-025
+1- 4' .
THIS AGREEMENT, entered into this 1'7 day of IOr, I 2012, by and
between the CITY OF SUNNY ISLES BEACH (hereinafter refen'ed as to the "City") and
STRATEGIC GOVERNMENT RESOURCES ("SGR") a Texas corporation, authorized to do
business in the State of Florida hereinafter referred to as the ("Consultant"), whose federal tax
identification number is <It, - 050 /585'
RECITALS
WHEREAS, the City is in need of an agency to conduct a nation-wide search for the
. position of Director of Organizational Development and Human Resources ("Services"), as more
particularly described in Attachment "A", attached hereto and made a part hereof; and
WHEREAS, the Consultant is qualified, willing and able to provide the Services on the
tenns and conditions set forth herein; and
WHEREAS, the City desires to enter into this Agreement with Consultant to provide the
Services in a total amount not to exceed $18,000.00 (Eighteen Thousand Dollars).
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:
l. RECITALS, The Recitals set forth above are hereby incorporated into this agreement
and made a part hereof for reference.
2. SERVICES. Consultant shall provide the Serviccs as more particularly described in
Attachment "A" attached hereto and made a part hereof.
3. TERM. Subject to the provisions relating to thc termination of this Agreement as set
forth in Paragraph 9 hereunder, the term of this Agreement shall bcgin upon the execution of this
Agreement and shall end upon the completion ofthe Services described in Attachment "A".
4. COMl'ENSATION. As the entire compensation under this Agreement and during the
term of this Agreement, in whatever capacity rendered, the City shall pay Consultant an amount
not to exceed $18,000.00 (Eighteen Thousand Dollars) for the performance of the Services.
Payment to Consultant for all charges and tasks under this Agreement shall be in accordance
with tlus Agreement and the schedule of charges reflected in Attachment "A" and under the
following conditions:
a. Disbursements. There are no reimbursable expenses associated with this
eontmct, except for those mentioned in Attachment "A" with the prior written
approval of the City.
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Cl J 12-025 Strategic Government Resources (SGR) Agreement
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b. Pavment Sehedule. Invoices received from the Consultant pursuant to this
Agreement will be reviewed by the initiating City Department. If services have
been rendered in confonnity with the Agreement, the invoice will be sent to the
Finance Department for payment. Invoices must reference the contract number
assigned hereto. Invoices will be paid in accordance with the State of Florida
Prompt Payment Act.
e. Availability of Funds. The City's perfonnance aud obligation to pay under this
Agreement is contingent upon an annual appropriation for its purpose by the City
Commission. In the event the City Commission fails to appropriate funds for the
particular purpose of this Agreement during any year of the tenn hereof, then this
Agreement shall be tenninated upon ten (10) days written notice and the
Consultant shall be compensated for the Services satisfactorily perfonned prior to
the effective date of termination.
d. Final Invoice, In order for both parties herein to close their books and records,
the Consultant will clearly state "final invoice" on the Consultant's finaVlust
billing to the City. This certifies that all services have been properly perfonned
and all charges and costs have been invoiced to the City. Since this account will
thereupon be closed, any other additional charges, if not properly included on this
final invoice, are waived by the Consultant.
Consultant shall make no other charges to the City for supplies, labor, taxes, licenses, pennits,
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. Consultant shall not
pledge the City's credit or make it a guarantor of payment or surety for any contract, debt,
obligation, jUdgment, lien, or any fonn of indebtedness. The Consultant further warrants and
represents that it has no obligation or indebtedness that would impair its ability to fulfill the
tenus of this Agreement.
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
perfonning its duties us 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.
Page 2 of7
ell 12.025 Slrategic: Government Resources (SGR) Agreement
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6. INSURANCE. (a) Consultant shall, at its sole cost and expense, during the
period of any work being perfonned 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:
Oeneralliability 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
perfomled, and at any time upon request, Consultant shall furnish to the City certificates of
insumnee evidencing the minimum required coverage and appropriately endorsed for contractual
liability with thc City named as an aliditional 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 EOUlPMENT, 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
needs to be approved in writing by the City in order to be properly authorized.
8. INDEMNIFICATION. Consultant agrees to indenmiIY 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
Page 3 of7
SH3
CI112.02S Strategic Government Resources (SGR) Agreement
material to this agreement, the City shall have the right to temlinate the serviecs 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
tenninate this agreement
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(i.) In the event of termination, all finished and unfinished documents, data and other
work product prepared by Consultant (and sub cOl1sultant(s)) shall be delivered to
the City and the City shall compensate the Consultant for all services satisfactorily
performed prior to the date oftennination, as provided in Pamgmph 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 amOlmt of damages due the City
from the Consultant is determined.
B. Termination for Convenience of Citv. The City may, for its convenience and
without cause tenninate the services then remaining to be perfomled at any time by given written
notice which shall become effective ten (10) days following receipt by Consultant. The terms of
Paragraphs A(i) and (ii) above shall be applicable hereunder.
C. Termination for Insolvencv. The City also reserves the right to temlll1ate the
remaining Services to be performed in the event the Consultant is placed either in voluntary or
involuntary bankruptcy or makes any assigrunent for the benefit of creditors.
10. ASSIGNMENTS, TRANSFERS. SUBCONTRACTING. The Consultant shall not
subcontmct, 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 cntity 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 perfonnance 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, jfa 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.
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C1112-025 Strategic Government Resources (SOR) Agreement
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The decision rendered by the Arbitrator shall he final and binding upon tbe 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 ofTEN (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 infonnation which the City designates in writing as "confidential." As a violation by the
Consultant of the provisions of this Section could cause irreparable hJiury 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.
IS. NOTICES, All notices and other communications required or permitted to be given
under this Agreement by either party to the other shall be in writing and shall be sent (except as
otherwise provided herein) (0 by certified or registered mail, first class postage prepaid, return
receipt requested, (ii) by guaranteed overnight delivery by a nationally recognized courier
service, or (iii) by facsimile with confirmation receipt (with a copy simultaneously sent by
certified or registered mail, first class postage prepaid, return receipt requested or by overnight
delivery by traditionally recognized courier service), addressed to such party as follows:
If to the City: Alan J. Cohen With a copy to:
City Manager Hans Ottinot
City of Sunny Isles Beach City Attorney
18070 Collins Avenue City of Sunny Isles Beach
Fourth Floor 18070 Collins Avenue
Sunny Isles Beach, Florida 33160 Fourth Floor
Tel: (305) 792-1701 Sunny Isles Beach, Florida
33160
Tel: (305) 792-1702
If to the Consultant: Ron Holifield, Principal
Strategic Government Resources
PO Box 1642
Keller, Texas 76244
Tel: (214) 676-1691
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 (3) three years.
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C 1112-025 Strategic Government Resources (SGR) Agreement
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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 V/lI
of the Civil Rights Act of 1968 as amended, Title 1 of tbe 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.
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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
affinnative action to insure that all employment practices are free from such discrimination.
Such employment practices include but arc 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 agrces 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.
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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 Swmy 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, 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.
(Remail/der of page il/tel/tio/lally left' blunk.]
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C 1112-025 Strategic Government Resources (SGR) Agreement
IN WITNESS WHEREOF, the parties hereto have executed this Agreement in
duplicate on the day and year first written above.
WITNESS:
STRATEGIC GOVERNMENT
RESOURCES
1~~~
Sigl ture .
~nf,h;ov Lfat!.L COa
Prin Name '
.--
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BY:
Ron Holifield, Princ' al
ATTEST:
CITY OF SUNNY ISLES BEACH
'BY~tA~
Jane A. Hines, CMC, City Clerk
APPROVED AS TO FORM AND
LEGAL SUFFICIENCY
B
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Cl I 12.025 Slrategic Government Resources (SGR) Agreement
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Proposal for Executive Search Services
Director of Organizational Development and Human Resources
Sunny Isles Beach, Florida
March 2012
Strategic Government Resources
Ron Holifield, Principal
PO Box 1642 SG R
Keller, Texas 76244
214-676-1691
Ron@GovernmentResource.corr
ATTACHMENT "~'" n
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.. STRATBGIC GOVERNMENT Q.aSOURCES
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Proposal for limited Executive Search Services for an HR Director By and Between
SGR Executive Search and the City of Sunny Isles Beach, Florida
March 2S, 2012
Alan Cohen
City Manager
City of Sunny Isles Beach, Florida
Via Emall atACohen(Olsibfl.net
Dear Mr. Cohen:
I am pleased to provide this proposal for "limited Service Search Assistance" to help the City In
your search for a Human Resources Director.
MENU OF PROFESSIONAL SERVICES
The following services will be provided upon request of the City at the following detailed cost.
Position Profile Developmell/:
$275 per Interview - SaR will conduct one hour
individual interviews with designated persons to
identifY issues that may affect the search, as well
as develop a composite understanding of the ideal
profile sought. This process helps organizational
buy-in and helps reveal any significant staff issues
or major disconnects that may not otherwise be
apparent.
Position Profile Brochure:
$300 per page - SaR will produce a high quality
electronic brochure reflecting the experience,
leadership and management characleristics desired
and. marketing the positive aspects of the
organization and community. Premier brochures
are typically 4 pages in length.
Arlvertlslllg:
$50 per ad drafted and placed in various state and
national publications, targeting the most effective
venues for reaching qualified candidates for the
particular position plus the actual cost of the ads.
PO Box 1642 Keller. Texas 1624.4 817-337-8581
www.governmeDtresource.com
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Candidate Recru/tment & Resume Triage:
$9,000 SGR provides sourcing of candidates and
management of applicant submittals. A triage
level prioritization of ali resume's submitted Is
provided to the City. This Is the bulk of a typical
search process and involves all of the recruitment
and analysis of a full service process, but ceases
when a short list Is selected and does not Include
on site interview assistance.
:
Writtell Narrallve Ques//ollltalre Evalua/IOII: $275 per candIdate who compleles SGR's custom
developed narrative questioIUlaire to provide in
depth insights into candidate's management and
leadership style, experience, etc... that is not
typically revealed in a resume.
Psycltometrlc Assessmellls: $300 per candidate for both the DiSC Personality
Assessment and the DiSC Management
Assessment combined plus $150 for a group
report. 12 other assessments are available,
although these are the two most commonly used
ones for candidate assessment purposes.
Onl/lle Recorded lll/enlews (VIdeo): $200 per interview conducted and taped.
CompreltellS/ve Assessmell/ Cell/er: $3500 for a one doy, custom designed, on site
assessment center. Additional days are $2500 per
day.
Compreltellslve Maills/ream Media Searclt: 5150 per candidate.
Social Media Searclt: $200 per candidate.
Comp""ellsive Backgrotmd lllves/Iga//oll: $300 per caodidate conducted by SGR's contract
private investigator including degree confirmation,
social security number trace, address history,
driving history/motor vehicle records, credit report,
federal criminal search, national criminal search,
nationwide wanta and warrants, global homeland
security searcb, sex offendenegistry search, state
criminal search (for current and previous states of
residence), county criminal search (for every
county in which candidate has lived or worked),
county civil search (for every county in which the
candidate has lived or worked) and transcripts of
911 calls made from candidate's home phone.
Referellce C"ecks: $200 per rererence check phone call conducled.
Employmell/ Nego/in//olls:
$250 per hour.
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Otfler Professional Consultatloll:
S250 per hour.
EXPENSES
Travel and reproduction costs on all items are extra and will be billed as reimbursable expenses.
Travel, if required, will be billed at actual cost plus $150 per day per diem for hotel, while meals
will be billed at $20 for supper, $15 for lunch and $10 for breakfast. Mileage will be billed at the
current IRS rate. Reproduction costs will be billed at 19 cents per page, plus the cost of binders,
tabs and postage & handling.
This agreement provides enabling authority only, and no work will be initiated without the advance
authorization of the City. There is no obligation under this agreement for the city to utilize any of
thesc services, or any minimum volume of these services. However, this agreement provides the
terms and conditions under which any such services would be provided.
Please feel free to contact me at your convenience if you need anything additional. My cell is 214-
676-1691 and I can he reached on it at any time.
If this letter of agreement is a fair reflection of the terms and conditions under which the City
desires to have access to SaR Executive Search to provide limited service search assistance for
various searches upon demand please execute one copy, scao and return it to me for execution as
well.
Approved and Agreed to this the
day of March, 2012 by and between
Alan Cohen, City Manager
City of Sunny Isles Beach, Florida
Ron Holifield, CEO
SGR Executive Search
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Qualifications
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The SGR Adv~iHage
SGR's executive recruiting services are unequaled. SGR provides a high degree of personal
attention to each executive search that we conduct, and our role is to find the person who Is
the very best possible match for you. SGR devotes a tremendous amount of energy to
understanding your organization's unique culture, environment, and local issues to ensure a
great "fit" from values, philosophy, and management style perspectives.
Finding "qualified" candidates Is not very difflcult...the hard part Is ffndlng qualified candidates
who are the right "fit" for your organIzation. A "leading edge" candidate and a "safe harbor"
candidate often look the same on paper but will have profoundly different Impacts on your
organization. SGR brings practical experience from years of city management and from almost
two decades of successful recruItment.
The Network
SGR maintains one of the most extensive private networks of local government professionals In
the nation. In addlllon to providing employee recruitment and development services to almost
200 cities, counties and utility districts In four states, SGR previously managed member
relations for over 2S0 government agencies in 23 states for the Innovation Groups (IG).
Ron Hollfleid, Alan Taylor, Bill Peterson, Chester Nolen, Ron Robinson, Howard Giles, and Tom
Muehlenbeck each have a national network of relationships developed through years of public
service. While your project will be managed by Howard Giles, Senior Vice President (resume
attached), with the direct Involvement of CEO Ron Holifield, the entire group works as a team
to leverage each of theIr personal national networks to assist with each search. In addition,
SGR staff members are active on a national basis, In both local government organizations and
professional associations. Many SGR staff members frequently speak and write on Issues of
Interest to local government executives.
Only SGR can work all of the relevant networl(s as a peer and Insider, resulting In better
recruitment, better Investigation, better Intelligence, better Information, and better final
decisions.
AcceSSibility
Your search will be handled directly by Ron Holifield, CEO, and Howard Giles, Senior Vice
PresIdent. Ron and Howard are accessible at all times throughout the search process and can
be reached by candidates or clients, even at night and on weekends, on cell phone, home
phone, or via emall.
Trust of Candidates
. 5GR has a track record of remarkable confidentlallty and providing wise counsel to candidates
and next generation leaders; We have earned their trust. As a result, SGR Is typically able to get
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exceptional prospects to become candidates, even If they have declined to become involved in
other search processes, merely because candidates trust SGR to assess the situation well, to
communicate honestly and bluntly, and to maintain their confIdentiality.
Comprehensive Needs Assessment
SGR Invests an extraordinary amount of effort into understanding the organizational and
community culture, environment, and local Issues that shape what you are looking fOr In an
executive leader, how SGR can most effectively look for the right match for you, and how SGR
can most effectively assist prospective candidates In understanding your unique needs and
circumstances.
Responsive to You
When a problem arises or you have questions, you can count on SGR staff to be avaiiable, to be
prepared, and to respond promptly. .
Listening to Your Unique Needs
SGR Is more interested In listening than in talking. Some firms depend on their trIed and true
stable of reliable candidates. These firms do not really need to listen to the client because the
search will result In the same list of finalists, no matter' what type of Information they receive
from the client. SGR devotes tremendous energy to actively listening to you and helping you
define and articulate your needs. SGR does not just go'th'rough the motions and then provIde
you with a list of qualified names from a stable of regulars. SGR works hard to conduct a.
comprehensive search that Is unique to you. SGR's efforts will be driven by your needs, not by
what is convenient for us,
No Surprises
One of the worst things that can happen for you is to get surprised with undisclosed'
information about a finalist, especially If the surprise comes In the form of a newspaper article
tha~ you find out about from your critics. A Google search of the fl.rms you are consIdering will
reveal the ones who have a track record of sloppy work that results In embarrassing surprises
for their clients. SGR does thorough background work on candidates to minimize the chance
for surprises and has never had one single client embarrassed by surprises about one of our
candidates. Additionally, SGR places very high value on continuous and effective
communlcatlo.n wIth OUr clients.
High Quality Briefing Books and Other Documents
SGR Is committed to producing professional documents that are easy for the client to read and
Interpret. SGR will produce profeSSional and thorough briefing books for each of the meetings
with the Search Committee. In addition, SGR will produce a high quality electronk (pdf)
pOSition profile brochure for distribution to prospective candidates. A sample brochure is
Included behind TAB-Bin the Appendices section of this document.
Comprehensive Background Investigation Repofts
. SGR prOVides the most comprehensive backgrOUnd investigations In the industry, and We are
the only search firm to use a licensed private Inve~t1gation flrlll for these services. We have
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partnered with First Check, a licensed private investigations company, to perform Our
employment screening. A sample Background Screening Report Is Included behind TAB-l0 in
the Appendices section of this document.
Recorded Online Interviews with Candidates
SGR offers the option of recording short videos of candIdates answering three to five questions.
These videos are then mailed to the search committee on a flash drive to review prior to the
next briefing. This allows the search committee to see candidates in an Interview situation
prior to the finalist stage of the search process and without having to pay for travel expenses.
Comprehensive Media Reports
At the client's request, SGR will produce a comprehensive Media Report on one or more
candidates. Each Media Report is complied from Information gathered using our proprietary
online search process. This process is far superior to the one dimensional efforts of Our
competitors who rely on automated media checks necessary for them to maintain their mass
production searches. The report length may be as long as 3S0 pages per candidate and may
Intlude news articles, links to video Interviews, blog P.osts by residents, etc. No other firm
provides as comprehensive of media reports as SGR.
Psychometric Assessments
SGR uses state-of-the-art psychometric assessments of candidates to ensure a detailed
understanding of how candidates will lead and manage an organization. The psychometric
analyses also prOVide valuable information regarding candidates' strength,s and weaknesses.
Equal Opportunity Commitment
SGR strongly believes In equal opportunity. SGR does not discriminate and is careful to follow
both the letter and the spirit of laws regarding equal employment opportunities and non-
discrimination. More Importantly, however, SGR believes that equal opportunity Is an ethical
Issue. SGR quite simply will not enter into an engagement with an entity or organization that
directs, or expects, that bias should, or will be, demonstrated on any basis other than those
factors that have a bearing on the ability of the candidate to do the job.
You can anticipate that SGR will make a serious and sincere effort to Include qualified women
and minority candidates In the finalist pool. Although SGR obviously cannot, and would not,
guarantee the makeup of the finalist group, SGR does have relationships and contacts
nationwide to encourage the meaningful participation of women and minority candidates. SGR
has a strong hIstory and track record of bringing outstanding female and minority candidates
into client search processes.
Superior Experience and Track Record
SGR has an unblemished reputation for excellen'ce among both candidates and clients. Many of
our clients have used our services for multiple key positions, reflecting the high quality of our
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work and the long-term nature of our relationships. For example, when we conducted the
Amarillo City Manager search, the local newspaper editorialized that our search process had
"approached perfection" and praised the elected officials for conducting such a rigorous
process. In well over a decade of conducting executive searches, we have only one single city
manager placement who dId not work out. In addition, most of our placements are stili in the
same position many years later due to the extensive work we do ensuring that the placement is
an excellent match from the outset. Our client list can be found behind TAB.S In the
Appendices section of this document.
Practicing the Golden Rule
As a result of our years of experience In local government, SGR understands what you are
experiencing, how as executive search consultants we can make your life easler, and what will
frustrate you. In short, SGR believes in the Golden Rule as a matter of philosophy, but SGR is
able to practice the Golden Rule as a matter of experience.
Cost
For a variety of reasons that are detailed In this proposal, SGR will provide the most cost-
effective executive search for your city. Some firms low ball their price, and make up for it by
redUcing the amount of time they commit, or charging extra for additional time required. SGR
give you a fixed price and then Is with you until the end regardless of how many hours are
required.
Five Way Guarantee
SGR provides the strongest guarantee in the industry. I} Our price is our p~ice. You will never
be charged an additional professional fee because we need to come to another meeting or
spend extra time. 2) You always have 24/7 cell and home contact access to both the recruiter
and the company CEO. 3) If you do not find the right candidate, We will start the process over
from scratch at no additional cost to you. 4) If we place a candidate who stays less than two
years, we will conduct the search again at no cost. And 5) If we place a candidate with you, we
will not solicIt them for another Job for at least five years.
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The great misunderstanding about executive recruitment is that it is about finding a pool of
qualified candidates. As a result, search firms brag about the large number of qualified
candIdates they find. The truth Is that findIng qualified candidates is not Very difficult, and
quite honestly, should not occupy the bulk of a recruiter's time.
The real work of executive recruitment should be In determining which individuals out of a
large pool of easlly-Identifled, qualified candidates are actually an excellent match for the
culture, philosophy, leadership environment, challenges, and opportunities that are unique to
. your city. Even within the same organization, leadership needs differ depending upon the
community life cycle stage.
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There are three dimensions of the executive recruitment experience that will determine
whether you get "adequate" or "exceptional" results.
Understanding Roles and Responsibilities
The first dimension of experience ensures an understanding of the specific roles and
responsibilities of the position that is being filled. There are both formal and Informal
structures within every organization, and all too often strong candidates fail as new leaders
because, "It wasn't what I expected." SGR addresses this dlmensioo of experience In two ways.
First, SGR places heavy emphasis upon knowing and understanding the organization better than
they know themselves. Our searches are front-loaded to ensure we devote adequate time to
an Intimate understanding of both the formal and Informal structures and expectations of the
position to ensure we find the right "fit: '
Second, SGR Is the only major search firm with such depth of e.perlence in actually, managing
organizations of Comparable compleXity and size. As a result, we are uniquely capable and
prepared to ask the right questions to develop an Intimate understanding of the formal and
informal roles and responsibilities of this position.
Understanding Organizational Culture and Environment
The second dimension of experience ensures an understanding of organizational culture and
environment. SGR devotes tremendous energy to understanding your unique culture and
environment and goals to ensure a great "fit" from values, philosophy, and management style
perspectives. The recruiter must invest the time and energy on the front end to intimately
understand the environment, culture, challenges, and opportunIties of the organization. We
ensure we have that understanding before We ever place ads or Identify candidates,
Successful Candidate Recruitment
The first two dimensions of experience are Inwardly focused on the organization and form the
foundation for a successful executive search. This third dimension Is focused outside of the
organization and Is equally Important, but tends to be the only one of the three dimensions of
experience most search firms address. This explains why so many searches yield an Initial list of
Impressive candidates but struggle to come to an enthusiastic conclusion.
SGR takes pride in not being a mass production search firm like our competitors. By conducting
fewer executive searches each year, SGR can deliver a very high quality "match" when a
selection Is made. SGR does not believe our role,ls to simply provide the client with a large
number of qualified candldates..,you can po that on your own. SGR's role is to find the person
who Is the very best possible match for you. This can only be accomplished with SGR's high
degree of personal attentron, which is not possible in a high volume, mass production
environment.
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I(ey Persollnel for lI,i; Project
Ron Holifield, CEO
Ron Hollfleld spent 17 high profile years In city management before entering the private sector.
He served as ASsistant City Manager In Piano, Texas, City Manager in Garland, Texas, and City
Manager in three other mid-size and smaller cities. Ron Is a frequent speaker at city
management conferences nationwide. In addition, he has written numerous articles and was a
periodic contributor to Texas City Manager Magazine on Innovations That Make a Difference.
Ron has served on numerous state and national committees and Is an active member of the
International City/County Management Association (ICMA), the Texas City Management
Association (TCMA), Urban Management Assistants of North Texas (UMANT), and several other
regional organizations. He holds a BA from Abllene Christian University, and an MPA from
Texas Tech.
Ron brings strength to the executive recruitment profession with his extensive experience as a
city manager. Numerous professionals around the nation have worked with Ron over his long
career, giving SGR a network among municipal management professionals that Is unequaled.
Ron also brings a unique ability to evaluate candidates from the perspective of a city manager
and assist city officials in effectively understanding not Just qualifications, but Issues of
management style, reputation, and philosophical compatibility.
Howard Giles, Senior Vice President
Howard's public service career spans over thirty years. He most recently served as Executive
Director for a Council of Governments in Ohio consisting of over twenty Jurisdictional members.
Prior to that, Howard served as fire chief for Topeka, Kansas and also held chief officer positions
with the Gainesville and Gwinnett County, Georgia fire departments.
Howard has also served as a consultant to local governments for over twenty years, specializing
In assessment and personnel selection. Howard is a member of the International City/County
Management Association (ICMA), attained the Chief Fire Officer credential in 2009 from the
Center for Public Safety Excellence, and served on the Board of Directors for the Kansas State
AssociatIon of Fire Chiefs. Howard also led fire science degree and firefighter training programs
at the college level. He holds a Bachelor's degree in Fire Science Administration and a Master's
degree In Public Administration, both from Brenau University In Gainesville, GA. In 2008,
Howard was named FIre Chief of the Year by the Kansas State Association of Fire Chiefs.
9
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,J I t>>
City of Sunny Isles Beach
18070 Collins A venue
Sunny Isles Beach, Florida 33 160
(305) 947-0606 City Hall
(305) 949-3113 Fax
(305) 947-2150 Building Department
(305) 947-5107 Fax
City Commission
Norman S. Edelcup, Mayor
Lewis .1. Thaler, Vice Mayor
Isaac Aclion. Commissioner
.Jeanetle Gallo. Commissioner
George "Bud" Scholl. Commissioner
Alan .J. Cohen. City Manager
lIans Ottinot, City Attorney
Jane A. llint's. C1\1c, City Clerk
MEMORANDUM
TO: The Honorable Mayor and City Commission
FROM: Alan J. Cohen, City Manager
DATE: March 28, 2012
RE: Recruitment Contract Agreement with Strategic Government Resources (SGR)
RECOMMENDATION
It is recommended that the City Commission adopt the resolution approvmg a Recruitment
Contract Agreement with Strategic Government Resources (SGR).
REASONS
The City Manager would like to conduct a nation-wide search for the position of Director of
Organizational Development and Human Resources, and would like to utilize the services of
SGR for this purpose.
The fee for this recruitment is a not to exceed of Eighteen Thousand Dollars ($18,000.00), which
will come from the contracts line of the City Manager's Department.
Agenda Item _~ (l .
Date 3- 2~-l~