HomeMy WebLinkAbout1/4/2000 - STAFF REPORTS O� PALM S i
City of Pam Springs
t Office of the City Clerk
(' P. 32M T24unz Canyon Way•palm SpnrW.Cakfomia 92262
441 FO IL TEL(760)323.8204•Too:(760)864-9527
March 7,2000
Mr.Norman C.Roberts
1800 Century Park East,Suite 430
Los Angeles,CA 90067-1507
Dear Mr.Roberts:
Attached is one executed copy of the agreement regarding the executive search services between
DMG-Maximus and the City of Palm Springs, approved by the City Council on January 4, 2000,
by Minute Order No. 6550A. Agreement#4189.
Certificates of Insurance should be provided, naming the City of Palm Springs as an additional
insured, for General Liability for $500,000 CSL; Automobile Liability for $500,000 CSL; and
Worker Compensation in California Statutory requirements.' Further, the cancellation clause shall
state as follows: Should any of the above-described policies be canceled before the expiration date
thereof,the issuing company will mail 30 days written notice to the certificate holder named to the
left
Should you have any questions,please let me know.
Sincerely,
PATRICIA A. SANDERS,CMC
City Clerk
cc: City Manager w/agreement
Finance w/agreement
Post Office Box 2743 0 Palm Springs, California 92263-2743
OF PALA4 S,o
v` H
' C9�LFOM1��P
DATE: January 04,2000
TO: Mayor and City Council
FROM: Dallas J.Fbeek,Interim City Manager
SUBJECT: Executive Search Firm Interview Questions
Pursuant to the City Council's request, David Alesbire and I have formulated a number of questions
that the Council may waut to pose to each of the three Executive Search Firm representatives during
interviews on Tuesday, January 4, 2000.
1) We have reviewed your written proposal,but to start the interview, please share with us a
synopsis of your written proposal.
2) Share with us your experience in this type of recruitment activity, both in California, as well
as nationwide. Name other cities you've done a City Manager recruitment for in the past
three years which you consider comparable to Palm Springs.
3) Please share with us what you know about Pahn Springs as a community
4) What qualifications do you think we, as the City Council, should be looking for in our
candidate for City Manager?
5) There are several different methods for conducting an Executive Search for a City Manager
for Palm Springs. Please share what those might be and which of the options you
recommend.
6) How do you propose to locate suitable candidates? In other words, are you aware of
candidates suitable for our vacant position who would not have to respond to job opportunity
advertisements?
7) What would you propose to be the role of the City Council in the recruitment and selection
process?
8) What sort of community process would you recommend for Palm Springs in its search for a
new City Manager?
9) Who would be the principal in charge of Palm Springs recruitment efforts from your firm?
10) Council may or may not wish to raise this issue: Which of the elements of the recruitment
process have you included in your quoted fee? (And other fee issue discussions, as may be
deemed appropriate.)
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' Executive Recruitment Services
CITY MANAGER
' CITY OF PALM SPRINGS,CA
AXInnus
Helping Government Serve The people
1
tNovember 11, 1999
' VIA FEDERAL EXPRESS
COIVFIDS1VTlelL
Mayor and Members of the City Council
City of Palm Springs
3200 Tahquitz Canyon Way
' Palm Springs,CA 92262
Dear Mayor and Members of the City Council:
' In response to the request by Dallas Flicek,I am pleased to submit this proposal to assist the
City of Palm Springs in its efforts to recruit and screen candidates for the position of City
Manager.
' This proposal outlines our general understanding of your requirements and the steps we will
take to help accomplish this task. If you desire some modification of our work program,we
would be pleased to discuss this with you.
I look forward with great interest to again working with the City of Palm Springs.
Sincerely yours,
Norman C. Roberts
Vice President, Executive Recruitment Services
NCR/sf
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1800 Century Park East, Suite 430 • Los Angeles, CA 90067-1507 • 310.552.1112 • FAX 310.552.1113
' TABLE OF CONTENTS
Page
' I. FIRM QUALIFICATIONS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .1
' K BACKGROUND . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2
IIL ADVANTAGES IN UTILIZING OUR SERVICES . . . . . . . . . . . . . . . . . . . . . . . . . 2
' IV. OBJECTIVE AND APPROACH. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3
Organization and Position Analysis. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3
Recruitment . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4
' Preliminary Screening• . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4
. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Progress Reporting • . 4
Candidate Evaluation. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5
' Final Reporting• . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5
Special Assistance. . . 5
V. OUR CLIENTS ROLE. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6
' VL I7ME FRAME. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6
' VII. PROFESSIONAL FEES AND EXPENSES. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7
VIIL GENERAL PROVISIONS. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7
A. BIOGRAPHY—Norman C. Roberts
B. REFERENCES
' C LIST OF CHIEF EXECUTIVE RECRUITMENTS
MANAGED BY NORMAN ROBERTS
D. LIST OF CIF EXECUTIVE RECRUITMENTS
' CONDUCTED BY DMG-MAXIMUS
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PROPOSAL TO RECRUIT A
CITY MANAGER
FOR THE CITY OF PALM SPRINGS, CA
L FIRM QUALIFICATIONS
DMG-MAXIMUS is committed to providing our clients with the highest caliber of service in the
industry. We utilize state-of-the-art technology in conducting a search and have a team of
' dedicated professionals, researchers and administrative staff to serve you.
On April 1, 1999, Norman Roberts&Associates,Inc.joined with DMG-MAXIMUS. We believe
' that the combined resources of the two executive recruitment practices,with current staff of
about 25 and offices throughout the country,will enable us to provide the best possible service
to our clients. DMG-MAXIMUS is a subsidiary of MAXIMUS(a New York Stock Exchange listed
company). Founded in 1975,MAXIMUS is one of the nation's leading providers of management
' and consulting services to state and local governments. The company has provided services in
nearly every state in the United States. MAXIMUS employs over 2,900 people in offices located
throughout the country,with most staff having worked for government agencies in the past.
I believe we are exceptionally well qualified to assist you. Our firm is currently
conducting city manager recruitments for the cities of West Hollywood (CA), Whittier
' (CA), Mesa(AZ),Alexandria (VA), Cypress ICA), Modesto ICA), Palo Alto (CA), Port
Hueneme (CA), Selma (CA), and South Lake Tahoe ICA). Previously, our office conducted
city manager recruitments for the California cities of Palm Springs, Bakersfield,
Baldwin Park, Belmont, Berkeley, Brenton, Camarillo, Citrus Heights, Cypress, East
' Palo Alto, El Segundo, Encinitas, Fontana, Glendale, Glendora, Laguna Niguel,
Lawndale, Lomita, Los Altos Hills, Malibu, Moreno Valley, Norco, Ontario, Oxnard,
Redlands, Redondo Beach, Redwood City, Rolling Hills, Salinas, San Buenaventura, San
Diego, San Fernando, San Jacinto, San Jose, Signal 11111, Solvang, Stanton, Visalia and
Vista; as well as for the cities of Longview (T%), Corpus Christi IT%), El Paso ITIP,
Elgin (IL), Cincinnati (OR), Las Vegas (NV), Scarsdale (NY), Fort Lauderdale (FL), Miami
Beach (FL) and St. Petersburg (FL). We also recruited the Executive Director for the
League of California Cities and the Chief Management Officer for the District of
Columbia. In addition, the firm is currently recruiting chief executives for the
California counties of Fresno, San Joaquin and Nevada. We previously conducted
' chief executive recruitments for the counties of Los Angeles, Riverside, Sacramento,
San Mateo, Merin, Ventura, El Dorado, Shasta, Mariposa, Humboldt, Fairfax (VA),
Miami-Dade 1FL), DuPage 11L1. Marieopa (AZ), Coconino (AZ) and Lee (FL). This is in
' addition to numerous recruitments conducted while with my former employers. A
Hut of chief executive recruitments for general purpose local governments which I
have managed and/or conducted is enclosed in attached Exhibit C. These were done
while with prior employers, as well as by our firm. A list of city/county manager
' recruitments conducted by other offices of DMG-MAMMUS can be found in Exhibit D.
In addition, I am very familiar with the Inland Empire from numerous recruitments
conducted there (e.g., for the cities of Palm Springs, Moreno Valley, Redlands, San
Jacinto, Ontario, Norco and Perris; the counties of Riverside and San Bernardino; the
Riverside County Transportation Commission; the Eastern Municipal Water District;
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City of Palm Springs, CA
' November 11, 1999
Page 2 of 7
the Jurupa Community Services District; the Inland Empire Economic Partnership; the
Agua Caliente Band of Cahnilla Indians; etc.).
Prior to merging with DMG-MAXIMUS,I was President of Nonnan Roberts&Associates for
11 years. The firm was named by Executive Recruiter News as one of the Fifty Leading
Executive Search Firms in the United States(out of 2,200 firms),based on factors such as size,
' stability,professional impact, quality and reputation. Previously, I was a Senior Vice President
of the workl's largest search firm, and was with them for 12 years. While there,I established
and directly managed their nationwide public/not-for-profit, health care and education
executive search practices. Since 1969, I have managed almost 3,000 senior level recruitments,
including over 350 recruitments for chief executives of public agencies. In addition,
In The Career Makers, which profiles the top 150 executive recruiters in the nation, I
am ranked ash leading recruiter for Government Agencies/Municipalities.
' I will be personally responsible for this assignment. Enclosed is a copy of my biography to
familiarize you with my background(Exhibit A). To accomplish this assignment,I will use the
full resources of the firm. A list of references can be found in Exhibit B.
II. BACHGItOUND
It is our understanding that:
■ You are interested in identi4ring outstanding candidates and filling the position of City
' Manager as soon as is practical.
■ You wish to recruit in a thorough and deliberate manner that will insure that the best
qualified individual is selected.
■ The starting salary for the position is open, and will be dependent on the qualifications
and background of the person selected.
III. ADVANTAGES IIi UTILIZING OUR SERVICES
' Relative to your present search requirements,we believe the principal advantages in using our
firm and what may differentiate us from others are:
■ Our specialization in public sector executive search;
■ Our extensive experienoe In recruiting city managers, particularly in
California;
' ■ The quality of our work—indicative of this is the feet that almost half of our
clients have utilized our services on more than one occasion, and many have
hired us from 5-to-16 times;
■ My familiarity with Palm Springs from prior recruitments for your City and
elsewhere in the Inland Empire, and our proximity to you with an office in Los
Angeles;
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City of Palm Springs, CA
' November 11, 1999
Page 3 of 7
■ Our yroactive recruitment of candidates who may not be seeking new
employment and would not normally respond to routine advertising, or who
may come from non-traditional sources;
' ■ Our proven ability to identify and recommend qualified female and minority
candidates;
' ■ Our ability to conduct your assignment in a timely and complete manner,
■ Our reputation among clients and candidates for communication, e.g.,
' acknowledgment of resumes, regular reports to the client, face-to-face
interviews with candidates; and
' ■ The thoroughness of our documented reference and education checks. We do
not merely ask for "five work related references." Rather, we request very
specific references from candidates and, where feasible, gather newspaper
' articles via the internet.
IV. OBJECTIVE AND APPROACH
' Our objective is always to find the best qualified candidates. We believe that, although notices
in professional journals may be helpful,many of the best candidates must be sought out and
their interest encouraged. key familiarity with Palm Springs,knowledge of the field and our
' relationships with professional organizations make us well qualified to assist you.
Our clients have found that we are able to:
' ■ Build consensus among those involved in the hiring process.
■ Develop the appropriate specifications for a position.
' ■ Encourage the interest of top-level people who would otherwise be reluctant to respond
to an advertisement.
■ Preserve the confidentiality of inquiries, consistent with State public disclosure and
open meeting laws.
■ Save a considerable amount of time for client staff in developing and responding to
candidates.
■ Independently and objectively assess the qualifications and suitability of candidates for
the particular position for which we are recruiting.
If our proposal is accepted,we will do the following:
1 ■ Qfrranisation and Position Analvsiw
' We will interview the Mayor, Members of the City Council and other appropriate
individuals (e.g.,community leaders and representatives from City employee
associations)to determine views of the position and concerns regarding desirable
' training, experience, and personal characteristics of candidates. We will also
City of Palm Springs, CA
November 11, 1999
Page 4 of 7
gather/review relevant updated information about the City of Palm Springs, such as
budgets,organization charts, etc.
Once our findings have been summarized,we will submit a Recruitment Profile with the
desired qualifications and characteristics for your approval. The Recruitment Profile
which will be sent to potential candidates will include information about the City, the
' job and the criteria established by you.
■ Recruitment
Once you have approved the Recruitment Profile, we will actively seek out individuals
with superior qualifications and invite and encourage their interest. Announcements
can be placed in professional journals. However, we will rely heavily on our own
' experience,contacts and file data.
As a matter of corporate policy,we will not discriminate against any applicant for
' employment on the basis of race, religion,creed, age, color,marital status, sex, sexual
preference, disabilities, medical condition,veteran status or national origin. A
substantial percentage of the placements made by our firm have been minority or female
candidates.
■ Preliminary Bcneenino
We will review, acknowledge and evaluate all resumes received. Preliminary screening
will be based upon criteria contained in the Recruitment Profile, information contained
in the resumes submitted to us,and our knowledge of the people and organizations in
which they work. Telephone screening will be conducted with the most promising
candidates to gain a better understanding of their backgrounds.
■ Progress Renortirig
' Upon completion of our preliminary screening,we will assemble and submit a progress
report of the leading candidates to the Mayor and Council. This report will include
summary resumes, supplemental information, and the original resumes of those
candidates we believe to be best qualified for the position. Supplemental information on
a candidate typically includes: the size of the organization for which the person works,
reporting relationships, budget responsibility,the number of people supervised,related
experience and reasons for interest in the position. Any other specific information will
be dictated by the criteria set forth in the Recruitment profile.
' The purpose of our progress report is two-fold. It allows you an opportunity to review
the candidates prior to the conclusion of the search and allows us to receive feedback on
the caliber of the candidates recruited. By doing so,we avoid an embarrassing situation
of conducting a lengthy search only to find we "missed the target.' Likewise,you are not
surprised by the candidates as you will have seen their qualifications prior to the final
interviews. Of course,we are flexible and may consider other individuals as final
candidates who are subsequently identified and were not included in the progress report.
City of Palm Springs, CA
November 11, 1999
Page 5 of 7
■ Candidate iSoaivatlon
We will interview those candidates whose qualifications most closely match the criteria
established by you. We will examine their qualifications and achievements in view of
the selection criteria. Additionally, we will verify degrees and certifications, conduct
credit/criminal/civil litigation/motor vehicle record checks through an outside service,
and we will gather newspaper articles via the internet.
As part of our process in evaluating candidates,we make telephone reference checks. In
' conducting these references,it is our practice to speak directly with individuals who are,
or have been, in a position to evaluate the candidate's performance on the job. These
references and our evaluations provide you with a frank, objective appraisal of the
candidates. We suggest,however, that such detailed and extensive investigation is
' necessary only for those individuals seriously considered by you.
■ Final RenorNna
' We will prepare a detailed report and evaluation for those candidates most nearly
meeting your specifications, and will provide you with interviewing/selection tips,
suggested interview questions, and rating forms for your use. Candidates will not be
ranked,for we believe it will then be a matter of chemistry between you and the
candidates. We will conduct a"briefing session"immediately preceding your interviews
to make sure that the process flows smoothly, and will assist you in a"debriefing"
' immediately following the interviews.
■ $pscial Assistance
Our efforts do not conclude with presentation of the final report. We are committed to
you until a successful placement is made. Services that are routinely provided include:
• Arranging the schedule of interviews and the associated logistics for final
candidates;
• Advising on starting salary,fringe benefits, relocation trends and employment
pates,
• Counseling the spouse,if applicable, concerning career opportunities in the new
' location;
• Acting as a liaison between client and candidate in discussing offers and counter
' offers;
• Conducting a final round of reference checking with current employers (if not
' previously done for reasons of confidentiality(; and
• Notifying unsuccessful candidates,who were not recommended for interview,of
our decision.
City of palm Springs, CA
' November 11, 1999
Page 6 of 7
V. OUR CLIENT'S ROLE
The client has a very important role in the recruitment process. We are not a substitute for
' your organization. While we may identify and recommend qualified candidates, it is the client
who must make the decision about which candidate to hire.
' In order to insure that the best candidates are available from which to choose, our clients
should be willing to do the following:
■ Clearly inform us about matters relevant to the search that you wish to keep
' confidential(e.g., salary, personnel issues,and other privileged information);
■ Forward to us copies of the resumes you receive, to avoid duplication of effort;
■ Provide feedback to DMG-MAXIMUS regarding the information and recommendations
provided by us;
' ■ Promptly decide upon and follow up in scheduling interviews with the most promising
candidates; and
' ■ Assist in providing information to candidates that will enable them to make their career
decisions.
' By doing the above,we will maximize the likelihood of mutual success.
Finally,please be reminded that the United States Immigration Reform and Control Act of 1986
requires that all employers verify an employee's eligibility to work in the United States. Since
' DMG-MAXIMUS cannot serve as your agent in this matter,your hiring process should include
this verification procedure.
VI. TnM FRAME
The following is a typical schedule to conduct a thorough recruitment. However,we would be
pleased to modify this to meet your needs:
1st week Meet with the Mayor, Members of the City Council and other
appropriate individuals to gather background information.
' 2nd to 4th week Develop and obtain approval for the Recruitment Profile.
Develop a list of potential candidates to target.
' Prepare and place advertisements,if desired.
Sth to 8th week Active recruitment—solicit,receive and acknowledge resumes.
' 9th week Evaluate resumes and gather supplemental information.
10th week Submit progress report and meet with the Mayor and Council to
' review leading candidates.
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City of Palm Springs, CA
November 11, 1999
Page 7 of 7
1 lth to 13th week Verity degrees and certifications,conduct references and
credit/criminal/civil litigation/motor vehicle record checks, and
interview the best qualified candidates.
t14th week Submit final report and initiate the interview process with Mayor,
Council and other appropriate individuals.
Following interviews Supplement references(if necessary)and assist with negotiations.
VIM. PROFESSIONAL FEES AND
' We propose a fixed fee of$17,000 for the work outlined above. In addition,we are reimbursed
for expenses such as for advertising, travel,interviewing, sourcing, support services,
background checks and other related items,as well as allocated costs such as telephone,
postage and photocopying. These expenses will not exceed$6,500 for a statewide search or
$8,500 for a nationwide search without written authorization from you. Please note that this
' amount for expenses does not include reimbursement of candidates who travel to be
interviewed by you. Unless you notify us to the contrary,we will assume that you will handle
these reimbursements directly. We will submit monthly invoices for fees, plus an amount for
expenses,due and payable upon receipt.
Though we are committed to working with you until a placement is made, our fees and
expenses are not contingent upon our success in placing a candidate with your organization.
' However, if the selected candidate (other than an internal candidate) should be terminated
within one year from the date of hire,we will redo the search for no additional professional fee.
Naturally,we would expect to be reimbursed for any expenses that might be incurred.
Additionally, in the event that more than one executive is hired in connection with work
' performed by us (i.e., for another position within your organization), a full professional fee will
be due for each executive hired.
' You may discontinue this assignment at any time by written notification. In the unlikely event
that this occurs,you will be billed for all expenses incurred to the date of the cancellation,and
for professional fees based upon the time elapsed from the commencement of the assignment to
the date of cancellation. If a cancellation occurs within the first 30 days of the assignment,
following either verbal or written authorization to proceed, one-third of the professional fee will
be due. If a cancellation occurs thereafter, the fee beyond the first one-third will be prorated
based upon the number of calendar days which have elapsed. If a cancellation occurs after 90
days, all professional fees will be due in full.
VIMI MVERAL PROVISIONS
' Our ability to carry out the work required is heavily dependent on our past experience in
providing similar services to others,and we expect to continue such work in the future. We
will,however, preserve the confidential nature of any information received from you or
developed during the work in accordance with our established professional standards.
We assure you that we will devote our best efforts to carrying out the work required. The
results obtained, our recommendations and any written material we provide will be our best
judgment based on the information available to us and our liability, if any, shall not be greater
than the amount paid to us for the services rendered.
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' EXHIBIT A
' NOR NM C. ROBERTS
' Norman Roberts pioneered the field of public sector recruitment over 25 years ago. During his
career, he has managed almost 3,000 senior level recruitments.
' Mr. Roberts became a Vice President with DMG-MAXIMUS when his firm, Nomtan Roberts&
Associates,Inc-,was acquired in April 1999. He served as President of his own search firm for
11 years. Prior to establishing Norman Roberts&Associates,Inc- in 1988, Mr. Roberts was a
' Senior Vice President of Kom/Ferry International(KFI). He joined KFI in 1976 and was founder
and manager of the firma national public sector, not-for-profit, education and health care
executive search practices. Mr. Roberts was previously employed for five years by Arthur D.
Little, Inc. (ADL),where he conducted general assignments to recruit executives for local
governments and associations. Among the many placements made by Mr. Roberts was the
President of the Los Angeles Olympic Organizing Committee, Mr. Peter Ueberroth.
' Before joining ADL, Mr. Roberts was a senior consultant with Peat, Marwick, Mitchell&Co.,
during which time he managed several major consulting engagements to provide management
assistance to public agencies. For three years before this,he was a senior member of the
Executive Director's staff of a federally funded program with a$60 million annual budget.
' Previously,he was Assistant City Administrator of the City of Lomita. From 1962 to 1965, he
was a staff assistant to the City of Los Angeles'Board of Public Works.
t Mr. Roberts received a Bachelor of Arts degree in Political Science from the University of
California at Los Angeles, and a Master's degree in Public Administration from the University of
Southern California.
' In the book The Career Makers,which profiles the top 150 executive recruiters in the nation,
Mr. Roberts is ranked as the leading recruiter for both Government Agencies/Municipalities and
Engineering. He is among the top ten for Transportation, MIS/Computer Operations, and
' Women/Handicapped/Minorities,as well as being named a leader in several other areas,
including Associations/Societies/Non-Profit Organizations, Health Services/Hospitals,
Universities/Colleges/Schools, Public Relations/Government Affairs, Legal, Law/Acoounting/
' Consulting Firms, Construction and Retail.
Mr. Roberts is a Past President of both the Los Angeles and San Francisco chapters of the
American Society for Public Administration(ASPA) and,in 1988, he received the Will
' Baughman Award for distinguished service to ASPA. He was an Advisory Board Member and
Past President of the California Executive Recruiters Association(CERA), and a member of the
Western Governmental Research Association (WGRA). He is currently a member of the
' International City/County Management Association (ICMA) and the International Personnel
Management Association (IPMA). He also served on the Board of Chrldren's Institute
International and is a Peat President. Mr. Roberts has authored numerous articles and spoken
' before national organizations on the subject of executive recruitment.
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' EXHIBIT B
' REFERENCES
' CLIENT: Riverside, CA, County of
CONTACT: Name: Larry Parrish
t Title: County Executive Officer
Phone S: (909)955-1100
CUNT: Berkeley, CA, City of
' CONTACT: Name: Shirley Dean
Title: Mayor
Phone S: (510)644-6484
CLIENT: Cypress, CA, City of
CONTACT: Name: Walter Bowman
Title: Council Member and Former Mayor
' Phone 9: (714)229-6699
CLB&NT: Glendale, CA, City of
CONTACT: Name: Larry Zarian
' Title: Council Member(Former Mayor)
Phone is (818) 548-4844
CLIENT: Glendora, CA, City of
' CONTACT: Name: Sue Bauer
Title: Former Mayor
Phone li: (818)914-8201
' CLIENT: San Diego, CA, City of
CONTACT: Name: Susan Golding
Title: Mayor
' Phone : (619)236-6330
CLIENT. San Jose, CA, City of
CONTACT: Name: Ron Gonzalez
Title: Mayor
Phone is (408) 277-4237
t CLIENT: Signal Hill, CA, City of
CONTACT: Name: Gerard Goodhard
Title: Council Member and former Mayor
Phone N: (310)989-7300
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EXHIBIT C
CHIEF EXECUTIVE SEARC
FOR GENERAL PURPOSE LOCAL GOVERNMENTB
MANAGED BY NORMAN ROBERTS
1
ALABADE9, STATE OF
Anniston City Manager
' ALASSA, STATE OF
Juneau Borough Manager
Ketchikan City Manager
Ketchikan-Gateway Borough Manager
' Valdez City Manager
ARi' M4, STATE OF
' Coconino County County Manager
Glendale City Manager
Maricopa County County Administrative Officer
Mesa City Manager
' Phoenix City Manager
Scottsdale City Manager
Tucson City Manager
' ARSAMR&% STATE OF
Tattle Rock City Manager
' CALIFORNMA, STATE OF
Alameda County County Administrator
Albany City Administrator
' Arcadia City Manager
Bakersfield City Manager
Baldwin Park City Manager
' Bell City Administrative Officer
Belmont City Manager
Berkeley City Manager
Beverly Hills City Manager
Brea City Manager
Buellton City Manager
Burbank City Manager
' Camarillo City Manager
Carson City Administrator
Citrus Heights City Manager
' Contra Costa County County Administrator
Corte Madera Town Manager
Cypress City Manager
Del Mar City Manager
East Palo Alto City Manager
El Dorado County Chief Administrative Officer
El Segundo City Manager
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' Chief Executive Searches
Page 2 of 5
' Encinitas City Manager
Fontana City Manager
Fresno County County Administrator
' Glendale City Manager
Glendora City Manager
Hemet City Manager
' Hercules City Manager
Hidden Hills City Manager
Humboldt County Chief Administrative Officer
Huntington Beach City Administrator
t Laguna Niguel City Manager
Lawndale City Manager
Livermore City Manager
' Lomita City Administrator
Los Altos Hills City Manager
Los Angeles County Chief Administrative Officer
Malibu City Manager
Marin County County Administrative Officer
Mariposa County County Administrative Officer
Monterey County County Administrator
Monterey Park City Manager
Moreno Valley City Manager
Norco City Manager
Novato City Manager
Oakland City Manama
Ontario City Manager
Oxnard City Manager
' Palm Springs City Manager
Piedmont City Administrator
Pomona City Manager
Redlands City Manager
Redondo Beach City Manager
Redwood City City Manager
' Riverside City Manager
Riverside County County Administrative Officer
Rolling Hills City Manager
Sacramento County County Executive Officer
' Salinas City Manager
San Buenaventura City Manager
San Diego City Manager
' San Diego County County Manager
San Fernando City Administrative Officer
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Solvang City Administrative Officer
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Stanton City Manager
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Ventura County Chief Administrative Officer
Visalia City Manager
Vista City Manager
Walnut Creek City Manager
West Hollywood City Manager
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Boulder City Manager
Estes Park Town Administrator
Lakewood City Administrative Officer
Northglenn City Manager
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District of Columbia City Administrator/Deputy Mayor
for Operations
Financial Responsibility and Chief Management Officer
Management Assistance Authority
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Meriden City Manager
West Hartford Town Manager
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Clearwater City Manager
Fort Lauderdale City Manager
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Miami City Manager
Miami Beach City Manager
Miami-Dade County County Manager
Naples City Manager
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St. Petersburg City Manager
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DuPage County County Administrator
Elgin City Manager
Flossmoor Village Manager
Glencoe Village Manager
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1
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Emporia City Manager
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Casper City Manager
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MIMJTE ORDER NO. 6 5"0
APPROVING A PROFESSIONAL SERVICES
AGREEMENT WITH DMG-MAIGMMUS, MR.
NORMAN ROBERTS, PRINCIPAL, FOR A
NATIONWIDE RECRUITMENT OF A CITY
MANAGERFORTHE CITY OFPALM SPRINGS,
FOR A FIXED FEE OF $17,000 PLUS
REIMBURSABLE EXPENSES NOT TO EXCEED
$8,500.
I HEREBY CERTIFY that this Minute Order, approving a Professional Services
Agreement with DMG-MAXIMUS, Mr. Norman Roberts, principal, for a
nationwide recruitment of a City Manager for the City of Pahn Springs, for a fixed
fee of$17,000 plus reimbursable expenses not to exceed$8,500, was adopted by
the City Council of the City of Palm Springs, California, in a meeting thereof held
on the 4th day of January, 2000.
PATRICIA A. SANDERS
City Clerk
DMG-Maximus
Executive Search Services
AGREEMENT#4189
M06550A, 14-00 related
CITY OF PALM SPRINGS — — --- ""— --
CONTRACT SERVICES AGREEMENT FOR
EXECUTIVE SEARCH SERVICES
THIS CONTRACT SERVICES AGREEMENT FOR EXECUTIVE SEARCH
SERVICES (herein"Agreement') is made and entered into this 4th day of January 2000,by and
between the CITY OF PALM SPRINGS, a municipal corporation (herein "City") and DMG-
MAXIMUS,INC. (herein"Contractor').
RECITALS
WHEREAS, in or about November 1999, the City Manager of the City resigned, and an
interim City Manager has since been performing the duties of City Manager at the City.
WHEREAS, the City wishes to fill the-position of City Manager on a fiill time basis,
puusuant to a separate agreement by and between the City and the selected City Manager meeting
any relevant criteria and qualifications required by the City.
WHEREAS, the City wishes to retain the services of a qualified executive search firm to
assist it in its search for a qualified City Manager pursuant to the terms of this Agreement.
WHEREAS, Contractor has represented to City that it is a qualified executive search
firm, experienced in the search for city managers, and wishes to perform such services for the
City pursuant to the terms of this Agreement.
NOW,THEREFORE,the parties hereto agree as follows:
1.0 SERVICES OF CONTRACTOR
1.1 Scope of Services. In compliance with all of the terms and conditions of
this Agreement, the Contractor shall perform the work or services set forth in the "Scope of
Services" attached hereto as Exhibit "A" and incorporated herein by reference. Contractor
warrants that all work and services set forth in the Scope of Services will be performed in a
competent,professional and satisfactory manner.
1.2 Compfiance With Law. All work and services rendered hereunder shall be
provided in accordance with all ordinances, resolutions, statutes, rules, and regulations of the
City and any Federal, State or local governmental agency of competent jurisdiction.
1.3 Licenses, Permits. Fees and Assessments. Contractor shall obtain at its
sole cost and expense such licenses, permits and approvals as may be required by law for the
performance of the services required by this Agreement.
6271014094.OWI
40323 04 aW/0M
of PALA4 Sp
A �Z
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• c'9ccFoaN�P
DATE: January 04,2000
TO: Mayor and City Council
FROM: Dallas J.Fl eek,LRerim City Manger
KMZCT: Executive Search Firm hiterview Questions
Pursuant to the City Council's request, David Aleshire and I have formulated a number of questions
that the Council may want to pose to each of the three Executive Search Firm representatives during
interviews on Tuesday, January 4, 2000.
1) We have reviewed your written proposal, but to start the interview,please share with us a
synopsis of your written proposal.
2) Share with us your experience in this type of recruitment activity, both in California, as well
as nationwide. Name other cities you've done a City Manager recruitment for in the past
three years which you consider comparable to Palm Springs.
3) Please share with us what you know about Palm Springs as a community
4) What qualifications do you think we, as the City Council, should be looldng for in our
candidate for City Manager?
5) There are several different methods for conducting an Executive Search for a City Manager
for Palm Springs. Please share what those might be and which of the options you
recommend.
6) How do you propose to locate suitable candidates? In other words, are you aware of
candidates suitable for our vacant position who would not have to respond to job opportunity
advertise?
7) What would you propose to be the role of the City Council in the recruitment and selection
process?
8) What sort of community process would you recommend for Palm Springs in its search for a
new City Manager?
9) Who would be the principal in charge of Palm Springs recxuiunent efforts from your firm?
10) Council may or may not wish to raise this issue: Which of the elements of the recruitment
process have you included in your quoted fee? (And other fee issue discussions, as may be
deemed appropriate.)