Thursday, October 19, 2023 at 6:00 PM ● Hybrid Meeting, 50 Park Place, Brisbane, CA 94005 The public may observe/participate in City Council meetings using remote public comment options or attending in person. Members of the City Council shall attend in person unless remote participation is permitted by law. The City Council may take action on any item listed in the agenda.
TO ADDRESS THE COUNCIL
IN PERSON
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Members of the public may participate in the Special Meeting by logging into the Zoom Meeting listed below.
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Email: [email protected] or Text: (628) 219-2922
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- 1 -
CITYof BRISBANE
City Council Special Meeting Agenda
1 6:00 P.M. CALL THE SPECIAL MEETING TO ORDER
A. Consider any request of a City Councilmember to attend the meeting remotely under the “Emergency Circumstances” of AB 2449 B. Public Comment
C. Interview Executive Search Firm Teri Black and Company D. Consider Adoption of a Resolution Selecting an Executive Search Firm to Recruit for the Position of the City Manager
ADJOURNMENT
October 19, 2023 - 2 - 6:00 PM
2 File Attachments for Item:
D. Consider Adoption of a Resolution Selecting an Executive Search Firm to Recruit for the Position of the City Manag
3 Adopt Resolution to Review the Proposal Submitted by Teri Black & Company for the City Manager Recruitment Page 1 of 2
CITY COUNCIL AGENDA REPORT
Meeting Date: October 19, 2023
From: Abby Partin, Human Resources Director
Subject: Adopt Resolution to Review the Proposal Submitted by Teri Black & Company for the City Manager Recruitment
Community Goal/Result
Safe Community, Community Building, Fiscally Prudent
Purpose
To ensure the community continues to receive excellent service by retaining and attracting exceptional employees in a financially prudent manner.
Recommendation
Staff recommends the City Council review the proposal submitted by Teri Black & Company to recruit for the City Manager position and authorize staff to take any action, as City Council deems appropriate, relative to the process for the recruitment of a City Manager.
Background/Discussion
On September 21, 2023, the City Council decided to consider another executive recruitment firm to continue the search for a City Manager. Staff recommended Teri Black and Company to continue the City Manager search based on their qualifications, recruitment approach and experience within the San Mateo County. On October 4, 2023, staff met with the executive recruitment firm to discuss Council expectations and elements of the recruitment for consideration.
A summary of key information from the proposal is set forth below. • Principal Recruiter – Teri Black
• Fees – $26,000 + $12,650 (not to exceed amount for additional expenses) • Estimated Recruitment Timeline - 3.5 - 4 months
If the City Council is in agreement with staff recommendation, it should adopt the attached resolution and provide staff direction to negotiate contract terms with the executive recruitment firm.
Fiscal Impact
Should the City Council retain the firm, the total fiscal impact will be included in the fiscal year 23-24 budget.
4 D.
Adopt Resolution to Review the Proposal Submitted by Teri Black & Company for the City Manager Recruitment Page 2 of 2 Measure of Success
The City is able to maintain a stable and high quality workforce.
Attachments
1. Resolution 2023-__
_________________________ ________________________
Abby Partin, Human Resources Clay Holstine, City Manager Director
5 D.
RESOLUTION NO 2023-XX
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF BRISBANE
SELECTING TERI BLACK AND COMPANY TO ASSIST THE CITY COUNCIL
IN THE RECRUITMENT OF A CITY MANAGER
WHEREAS, the City Council of the City of Brisbane recognizes the need to fill the position of the City Manager; and
WHEREAS, the City Council has reviewed the proposal from Teri Black and Company to assist with the recruitment of a City Manager and has considered retaining the firm.
NOW, THEREFORE, the City Council of the City of Brisbane resolves as follows:
The professional executive recruitment firm on the attached Exhibit A, Teri Black and Company is retained to assist the City Council in the recruitment of a City Manager and City staff is directed to negotiate terms of a professional services agreement between the City and the firm.
Section 1. Resolution Number 2000-0
_________________
Madison Davis, Mayor
I hereby certify that the foregoing Resolution No. 2023-XX was duly and regularly adopted at a special meeting of the Brisbane City Council on October 19, 2023, by the following vote:
Ayes:
Noes:
Absent: None
Abstain: None
_____________________
Ingrid Padilla, City Clerk
6 D.
co.
TERI BLACK & COMPANY, LLC
STELLAR TALENT,
PREMIER SERVICE
POWERFUL RESULTS.
Exhibit A
7 D.
Stellar Talent
Premier Service
Powerful Results
TERI BLACK & co., LLC
LETTER OF TRANSMITTAL
October 11, 2023
Ms. Madison Davis
Mayor
City of Brisbane
50 Park Place
Brisbane, CA 94005
Dear Mayor Davis:
Thank you for contacting Teri Black & Company (TBC) regarding the opportunity to assist the City of Brisbane with its efforts to successfully recruit a new City Manager. We are the recruiter of choice for many Bay Area municipalities and would be honored to represent the City Council with this important endeavor.
A woman-owned firm founded in 2006, TBC is known for delivering the most personalized executive search services to clients and candidates in our industry. The firm's business goals are to produce quality results and establish long-term relationships with our customers. Personalized service and inclusivity have never been more important in our industry as outstanding candidates often have many options when considering a job change.
The attention we devote to ensuring an exceptional candidate experience is also reflected in our consistent success with diverse placements. For the last four years, more than 40 percent of our placements were from underrepresented populations. In 2022 alone, 59 percent of our successful candidates were of minority representation and nearly 60 percent of our total placements were females. Our results in 2023 promise to be similar. With our extensive network and incomparable approach to client and candidate care, our consultants consistently produce outstanding results. As a result, nearly all of our business is a result of repeat customers.
TBC is not driven by volume, which is another feature that sets us apart from our competitors. We are committed to providing customized and flexible service to our clients and will only take on a select number of recruitments at any given time. Headquartered in Los Angeles, TBC is the most established female founded and owned executive search firms serving local government in the United States. Detailed information about the firm and our clients is available on our website - www.tbcrecruiting.com.
If retained, you have my commitment that Brisbane will receive the highest level of attention and will not be delegated to junior level staff. Please do not hesitate to call if you have any questions or need additional information regarding our services or qualifications.
Sincerest regards,
Teri Black
President
ri tbcr cru•ting.co
tel 424.296.3111 www.tbcrecruiting.com
8 D.
PROPOSAL
Executive Search Services
for the
CITY OF BRISBANE
to recruit a
CITY MANAGER
October 2023
9 D.
Ill.
lv.
v.
VI.
VII.
TABLE OF CONTENTS
SECTION
CREDENTIALS, QUALIFICATIONS & COMMITMENT
RECRUITMENT STRATEGY& PROJECT TIMELINE
PROFESSIONAL FEES & GUARANTEE
PROFESSIONAL REFERENCES
RECRUITERS & STAFF PROFILES
COMPANYCONTACT INFORMATION
COMPREHENSIVE LIST OF CLIENTS
PAGE
1 2
6 7
8 11
12 10
D.
l. CREDENTIALS, QUALIFICATIONS & COMMITMENT
Teri Black & Company, LLC (TBC) has a solid reputation for providing exemplary service to its clients and has enjoyed great success in recruiting impressive local government professionals for our clients throughout the Western United States. In addition to serving the City of Brisbane in the past, our Northern California/Bay Area municipal client base is extensive and includes the Cities of San Mateo, Redwood City Menlo Park, San Bruno, Burlingame, South San Francisco, Daly City, Pacifica, Palo Alto, Santa Clara, San Jose, Cupertino, Mountain View, Milpitas, Walnut Creek, Pleasanton, Fremont, San Leandro, Alameda, Emeryville, as well as the Towns ofWoodside, Hillsborough, and Los Gatos, among numerous others. As evidence of our clients' high satisfaction levels, more than 90% of our projects are generated through repeat business and client referrals.
As the longest established female-founded firm in the industry, TBC has an excellent track record for recruiting well qualified candidates and has been very successful in attracting diverse candidate pools. Our successful City Manager searches include placements for the Cities of San Mateo, Redwood City, Mountain View, Santa Cruz, Escondido, Poway, Indian Wells, and the Town of Hillsborough (2015 &
2018). In addition, we have also served as advisors to
the Palo Alto and Santa Clara City Councils on their City Manager selection processes in the past.
Because of our dedication to personalized service and our concern for quality over volume, the firm limits the number of active City Manager recruitments to two at any given time. In addition, we are careful to only partner with clients that appreciate the value of highly personalized services and the importance of finding qualified candidates who would be a good fit rather than simply attracting individuals who meet minimum qualification criteria.
The attention we devote to ensuring an exceptional candidate experience is also reflected in our consistent success with diverse placements. For the last four years, more than 40 percent of our placements were from underrepresented populations. In 2022 alone, 59 percent of our successful candidates were of minority representation and nearly 60 percent of our total placements were females. Our results in 2023 promise to be similar.
Brisbane will also find that our commitment to candidate care is incomparable. From initial conversations during the active recruiting period, personalized coaching as they prepare for final interviews, all the way
to professional development debriefings at the end of a process — no other firm invests the amount of time and level of attention in candidates than we do. Our treatment of applicants is a direct reflection of our customers' values, and we consistently receive feedback that our service is simply unmatched.
Partnered with Suzanne Mason, our Bay Area based Senior Recruiter, Teri Black will co-lead this recruitment and will be actively supported by the entire TBC support team. Our recruiters maintain a strong network throughout various local government disciplines through their involvement and membership with numerous professional associations. 11 D.
II. RECRUITMENT STRATEGY
The executive search strategy that follows describes four complete phases of a comprehensive recruitment for a Council appointed position.
PHASE I
Client Feedback & Involvement
The recruiters will work closely with the City Council to design a customized candidate profile, recruitment strategy, and timeline in accordance with the Client's desires and expectations.
It is our goal to gain a complete understanding of the experience, knowledge, expertise, and strengths the City Council is seeking in a new City Manager, as well as learn more about the City's priorities, current and upcoming challenges, fiscal health, organizational culture, and composition of the management team.
In cases where our clients desire community input, most rely on an online survey that can be posted on the City's website. This has proven to be the most popular, convenient, and costeffective strategy for our clients to obtain input throughout the duration of recruitment and is the most accessible and user-friendly for constituents.
At the City Council's discretion, one of the lead consultants can also meet with various stakeholders including department heads, and other internal stakeholders as deemed appropriate. These optional meetings sometimes allow us to obtain additional feedback and gain a broader understanding of the organization's culture and inner workings of the city. This additional knowledge can often be helpful to the recruiters as they assess the critical factors relating to candidate "fit" later in the process. Because our clients know their organizations best, we rely on their guidance to determine the best sources of information upon launching each assignment.
Strategy Refinement
Following the gathering of feedback, TBC will develop a detailed timeline for the project along with a proposed methodology for attracting the best possible candidates. The timelines and overall strategy will be reviewed and approved by the Council prior to execution.
Material Development& Production
Immediately following the client feedback activities, the recruiters will draft advertising and recruitment brochure text for the Client's review. This information (description of community, culture, organization, ideal candidate profile, compensation, and benefits, etc.) should accurately summarize what was learned from the feedback sources. Sample TBC recruitment brochures are included as a separate attachment.
pHASE II
Advertising & Marketing
After our recruiters develop a
clear understanding of what the Client is seeking, we will create aggressive advertising, marketing, and social media campaigns for the recruitment. Both the traditional and electronic campaigns will be interrelated to ensure the position has a powerful presence in the marketplace.
2 12
D.
Once the advertising is executed, TBC will distribute the recruitment brochure with a personalized cover letter to our national network of professional contacts in our database.
Both e-mail and traditional mail are utilized in our marketing efforts. The job will also be promoted through the firm's social media presence via LinkedIn, Facebook, and Twitter.
Linked
Personalized Outreach
As an intensive follow-up to the direct mail campaign, the recruiters will personally contact the individuals targeted and generate new contacts through referrals made by respected sources. The most impressive candidates are usually found this way and it frequently requires several persuasive conversations to attract them into a recruitment if they are content and successful in their current position. Most highly qualified candidates will not necessarily respond to an advertisement; therefore, extensive proactive outreach is required.
Our clients pay for results and that's exactly what we deliver. TBC dedicates an extraordinary amount of time to discovering new talent. With the maturation of enhanced retirement programs, there has been a tremendous loss of executive/management talent throughout the country. In response, we invest more time and resources in finding undiscovered superstars across the country as well as within the state. While most of our competitors charge additional consulting fees beyond a specific threshold, we do not limit the number of consulting hours, travel or meetings dedicated to any given project.
PHASE Ill
Resume Assessment
While the lead recruiter will review resumes as they are received, a final detailed review of each submission will be conducted immediately following the closing date of the recruitment.
Those candidates determined to be the most highly qualified will be selected for screening interviews.
The TBC online application system was introduced to the market more than a decade ago and was the first in the public sector executive search industry. Leveraging the power, reach, and accessibility of the internet, TBC pioneered a modern digital experience for both candidates and clients. Since then, some of our competitors have followed suit, but TBC continues to set the bar with enhanced website and online application security features, twostep authentication, strong passwords, and secure candidate database storage to keep candidate information safe and confidential.
Screening Interviews
TBC does not restrict the number of candidates to be screened. Rather, we interview every candidate who meets our Client's criteria. As a rule, this group frequently amounts to 6-12 candidates per recruitment. The number of candidates screened ranges from just a handful of professionals for highly specialized positions to more than 20 for highly coveted opportunities. The screening interviews are typically conducted by Zoom or phone. 3 13
D.
Recruitment Report
Following the completion of the screening interviews, the lead recruiter will develop a written report that includes: a master list of all the applicants, resumes and cover letters for each candidate interviewed, a one-page profile summarizing each candidate's professional history, plus an overview of the recruiter's initial assessment of each individual based on their experience and the results of their screening interview. This information will be presented to the Client in a closed session meeting where the recruiter will review the results of the overall recruitment, discuss each candidate screened, and plan for the final stage of the selection process.
Candidate Communications & Care
Throughout the entire recruitment, TBC will take responsibility for communicating with the candidates during each stage of the search. In addition, the City should feel free to refer any inquiries from potential or existing candidates directly to the lead recruiter at any time during the engagement. We handle all administrative aspects of the assignment.
TBC is extremely attentive to internal candidates. Our recruiters make sure they understand the process and are kept informed at every juncture as they may have never worked with a recruiter before. We strive to exceed the expectations of candidates throughout our engagements as it is critical that all the participants, regardless of whether they are selected, have a positive experience, and leave the process with a favorable impression of the City of Brisbane.
PHASE IV
Selection Process &
Confidentiality
TB&Co. will design and administer an appropriate final selection process in partnership with the Client. Most traditional selection processes entail at least one or two interviews with the City Council, followed by the appointing authority spending time with the highest ranked candidates. Some of our clients also include the current City Manager's input or involvement in the final stages of the process. Our team will prepare the materials for the interviews, arrange for follow-up interviews with the Council, and coordinate all logistics with the candidates. We tailor the process to best meet the Client's needs and will assist the decision makers with deliberations. Lastly, it is critical that candidates' confidentiality be respected and maintained to the greatest degree possible to maintain the integrity of the process.
Negotiations
Following the guidance of the Council, the lead recruiter will facilitate negotiations on compensation, benefits, start date and other transition details to the satisfaction of both parties.
Background & References
Following the final process and the Client's selection of its top candidate, TBC will conduct thorough background and in-depth reference checks. Our background checks are performed by a licensed private investigator and entail credit, driving record, civil, criminal, and academic credential records checks. Court records checks include county, state, and federal systems. Media, internet, and social networking checks are also included. The reference checks are conducted by a TBC consultant and are typically supplemented by 4 14
D.
comments generated from contacts that do not appear on the candidate's reference list.
Extensive written reports are provided to the Client for review and recordkeeping.
Project Timeline
TBC is prepared to begin work upon formal engagement. The entire recruitment can be completed within approximately 100-120 days. A visual of a projected timeline is portrayed below and assumes that work will commence in November.
JAN FEB SEP OCT NOV DEC
Phase I
Phase II
Phase Ill
Phase IV
City of Brisbane
City Manager
MAR APR MAY JUN JUL AUG
5 15
D.
Ill. PROFESSIONAL FEES & GUARANTEE
The professional fee for this assignment is $26,000 for the Scope of Work articulated in this quote. Services include onsite meetings and/or conference calls/Zoom meetings for the purposes of gathering stakeholder feedback on candidate profile, briefing client on results of the recruitment, facilitating one day of Council/ panel interviews, assisting the Client with selection deliberations, and conducting background and reference checks.
REIMBURSABLE EXPENSES (NOTTO EXCEED)
Advertising
Recruitment Brochure design &
mailing
Administrative support
Shipping & FedEx
Background & records checks
Consultant Travel (mileage, airfare, car rental,
hotel — up to 3 trips)
Project expenses (NTE)
$3,250
$1 ,400
$4,000
$
400
$
600
$3,000
$12,650
Professional fees and expenses are billed in phases as work progresses and expenses are incurred.
Placement Guarantee
If candidate is selected and appointed by the City of Brisbane terminates employment for any reason before the completion of the first year of service as a result of a comprehensive TBC recruitment, the firm will provide the Client with the necessary consulting services required to secure a replacement. Depending on the nature of the departure, professional consulting services will be provided at no charge or a discounted rate of 25-50% of the original fee.2 Expenses will be covered by the Client.
Placement Guarantee
Because of the challenging market for top talent, our clients are increasingly taking advantage of selecting more than one outstanding candidate from a single recruitment that will benefit
the organization in a different capacity. In these instances, a $4,500 placement fee will apply and will include completion of background check records review as well as reference checking.
1 Reimbursable Expenses by Category are an estimation. Invoices may reflect actual expense amounts in any given category that
are above or below the estimated amount, however, total expenses billed during the project shall not exceed the total "Project Expenses (NTE)" amount as stated.
2 To be negotiated at the time ofre-engagement and will be dependent on scope of work needed to refill the position. 6 16
D.
lv. PROFESSIONAL REFERENCES
Client:
Contact:
Searches:
Client:
Contact:
Searches:
Client:
Contact:
Email:
Tel:
Searches:
Client:
Contact:
Searches:
City of San Mateo
Mayor Amourence Lee, [email protected]
Vice Mayor Lisa Diaz Nash, [email protected] City Manager, City Attorney, Police Chief, Public Works Director, Deputy Public Works Director, Community Development Director, Deputy Community Development Director, Planning Manager, Parks & Recreation Director, Deputy City Librarian
City of Redwood City
Mayor Jeff Gee, [email protected]
City Manager, Assistant City Manager (previous & upcoming), Deputy City Manager, Police Chief, Fire Chief, Finance Director (current), Human Resources Director, Human Resources Manager, Library Director, Public Works Director, Assistant Public Works Director, Director of Community Development & Transportation (current), Information Technology Manager, Housing Leadership Manager (partial), Planning Manager, Director and Assistant Director of Engineering & Transportation (upcoming) Town of Los Gatos
Salina Flores, Human Resources Director
[email protected]
408.354.6829
Town Manager, Assistant Town Manager, Town Attorney, Town Clerk, Human Resources Director, Finance Director, Parks &
Public Works Director
City of Mountain View
Mayor Alison Hicks, [email protected]
City Manager, Assistant City Manager, City Attorney, Fire Chief, Deputy Fire Chief, Fire Marshal, Fire Protection Engineer, Finance & Administrative Services Director, Economic Vitality Manager, Zoning Administrator, Current Planning Manager, Police Captain-Internal Process, Community Development Director, Assistant Public Works Director - Transportation & Business Services, Assistant Public Works Director—Public Services, Housing & Neighborhood Services Manager, Chief Building Officials, Chief Sustainability & Resiliency Officer, Economic Development Strategists, Deputy Zoning Administrator
7 17
D.
v. RECRUITERS & STAFF PROFILES
Teri Black, President
Following a
distinguished career in local and federal government, Teri has been dedicated to executive search since 1999. Serving communities with populations in the millions to as small as 1,500 for over 20 years, she has built a substantial base of clients across the Western United States that continually rely on her personalized service and recruitment expertise. In addition to cities and counties, Teri's clients also include special districts and utility agencies.
She has managed hundreds of high profile and sensitive recruitments over the years. Prior to starting her own firm in 2006, Teri was affiliated with Shannon Executive Search/CPS Human Resource Services and The Oldani Group.
Before entering the executive search profession, Teri served as the first Chief of Staff in the U.S. Department of Justice/Office of Community Oriented Policing Services (COPS) in the Clinton Administration where she helped to oversee an annual budget of $1.8 billion and more than 300 employees. Her local government experience includes management positions in the Cities of Santa Ana, Lakewood, and Oakland, California. As a consultant, clients find her prior government experience to be of tremendous value as they often comment, "She has walked in our shoes and understands our business.'
Teri earned her Master's degree in Public Administration from the University of Southern California and holds a bachelor's degree in Criminal Justice from California State University, Fullerton. She is a graduate of the UCLA Anderson School of Management's invitational certificate program for entrepreneurs.
8 18
D.
Suzanne Mason, Senior Recruiter
Following a
distinguished career in local government spanning more than 30 years, Suzanne Mason has been a Senior Recruiter with TBC since 2018. Along with her dedication to executive search, she has deep expertise in human resources. Suzanne's experience working with cities and counties in California as a local government administrator and human resources professional largely focused on business process improvement, change management and improved human resource practices.
While in government, Suzanne worked to modernize and improve public sector recruitment and hiring practices throughout her career in serving the Cities of Long Beach and Palo Alto, Napa County, and the City and County of San Francisco. With these jurisdictions she has served as Deputy City Manager, Assistant City Manager, Director of Human Resources and Director of Employee Relations, in addition to various departmental assignments. Suzanne has extensive experience with organizational change management, community and employee engagement, budgeting, as well as all areas of human resources management.
Suzanne earned a Master's degree in Public Administration from the University of Southern California, and her bachelor's degree in History from the University of California at Santa Barbara. She also holds a certificate from the Senior Executives in State and Local Government Program at the Kennedy School of Government at Harvard University.
Tina White, Chief Operating Officer/Senior Recruiter
Tina White retired as City Manager of Poway, California in May 2019 and joined the firm in early 2020. She has a long-term passion for recruiting the best talent possible and has been a powerful addition to the TBC team assisting our clients in both Southern and Northern California. Tina attributes her success in recruitments to ensuring that she understands the needs of the position and the organization, looking beyond the job description. Consistent with our recipe for success, she ensures the selected candidates not only have the necessary skills and abilities, but that they are the right "match" for our clients.
Under Tina's leadership, the City of Poway consistently ranked as one of California's safest cities and among the best California cities in which to raise a family. As City Manager, she
oversaw an operating budget of $90 million, a workforce of more than 200 full-time employees, and capital improvement projects totaling $34 million in fiscal year 2017-18. Prior to being appointed City Manager, she served as Poway's Assistant City Manager for more than six years.
Tina's career in local government spans nearly 30 years, working for the cities of El Cajon and Poway and for Helix Water District. Moving up through the ranks, she was responsible for human resources, finance, information technology, customer services and a water conservation team. She also worked for five years as a municipal law paralegal and legal administrator for a law firm that represented several cities and special districts. Tina holds a Bachelor's degree in Public Administration from San Diego State University. 9 19
D.
Monica Irons, Hiring & Special Projects Manager
With over 36 years of private and public sector experience in human resources, Monica serves as technical and strategic support to the Senior Recruiters and conducts reference checks and additional due diligence on candidates. She served as the Director of Human Resources for the City of San Luis Obispo for nearly two decades and offers incredible experience in recruiting, hiring and retaining talent as well as training and organizational development.
Monica has a Bachelor's degree in Business Administration from Cal Poly San Luis Obispo and is a graduate of the Senior Executive Institute at the University of Virginia.
Tracey Carlson, Director of Client & Candidate Care
Tracey is responsible for managing the numerous administrative activities and logistical coordination associated with TBC recruitments and special projects. Her 15 years of project management experience benefits the company in many ways. From overseeing our massive database, ensuring contractual requirements are met and interacting with candidates to coordinating background checks, she is involved with all aspects of the search process.
Tracey is also charged with the most difficult responsibility in the practice — managing Teri's calendar! In addition, she serves as an outstanding resource for candidates and sets a high
bar for the firm's commitment to five-star quality service. In a nutshell, she serves as Teri's invaluable "right hand" in ensuring that all client and candidate needs are met.
Prior to joining the firm nearly 12 years ago, Tracey held a variety of finance, IT and project management related positions with Northrop Grumman and Toyota Motor Sales, USA.
Lucia Vo, Recruiting Assistant
Lucia interfaces extensively with our candidates and works alongside Tracey to help ensure our clients and candidates receive the proper care and support. A great deal of her time is spent handling incoming calls, researching candidates and new clients, monitoring our online application system, responding to e-mails, and assisting candidates with their submissions.
Lucia has worked in various administrative capacities in the private sector throughout Europe and the United States. She graduated from Technic University Kosice in Slovakia majoring in Business Administration.
Cindi Maudlin, Special Projects Manager
Serving as Special Projects Manager & Assistant to the President and CEO, Cindi is charged with overseeing special projects for the firm such as implementing new software, designing our approach to social media, keeping our operations as green as possible - all things related to keeping us on our toes when it comes to efficiency and accountability. She also manages the firm's community philanthropic efforts.
Cindi holds a Bachelor's degree in English from Loyola Marymount University and has been with the firm since 2007.
10 20
D.
VI. COMPANYCONTACT INFORMATION
Business address:
Telephone:
Web site:
Federal Tax ID:
Primary Contact:
Company Officers:
25500 Hawthorne Blvd.,
Torrance, CA 90505
424.296.3111
www.tbcrecruiting.com
13-4346458
Teri Black
[email protected]
Office: 424.296.3111
Teri Black, President
Joseph E. Brann, CEO
11 Suite 1158
Mobile: 310.781.0878
21 D.
VII.
Cities
COMPREHENSIVE LIST OF CLIENTS
Agoura Hills
Alameda
Alhambra
Aliso Viejo
Antioch
Anaheim
Arlington, TX
Arroyo Grande
Ashland, OR
Belmont
Berkeley
Beverly Hills
Brisbane
Buena Park
Burbank
Burlingame
Campbell
Cannon Beach, OR
Carlsbad
Carmel-by-the-Sea
Carpinteria
Chandler, AZ
Colorado Springs, CO
Concord
Costa Mesa
Cupertino
Cypress
Daly City
Davis
Del Mar
Denver, CO
Dublin
East Palo Alto
El Cajon
Emeryville
Escondido
Eugene, OR
Fairfield
Fort Worth, TX
Fremont
Fresno
Fullerton
Glendale
Goleta
Half Moon Bay
Hayward
Healdsburg
Hermiston, OR
Hermosa Beach
Hillsborough
12 Huntington Beach
Imperial Beach
Indian Wells
Indio
Irvine
Laguna Niguel
La Habra
La Mesa
La Palma
La Quinta
Lakewood, CO
Livermore
Lomita
Lompoc
Long Beach
Los Alamitos
Los Altos
Los Banos
Los Gatos
Lynwood
Manhattan Beach
Marina
Manteca
Menlo Park
Milpitas
Modesto
Moreno Valley
Morgan Hill
Mountain View
Murrieta
Napa
National City
Newport Beach
Novato
Oakland
Oxnard
Pacifica
Palo Alto
Pasadena
Petaluma
Piedmont
Pismo Beach
Pittsburg
Pleasanton
Prescott Valley, AZ
Pomona
Poway
Provo City, UT
Rancho Cordova
Redlands
22 D.
Redwood City
Rohnert Park
Riverside
Roseville
San Bruno
San Diego
San José
San Leandro
San Luis Obispo
San Mateo
Santa Ana
Santa Barbara
Santa Clara
Santa Clarita
Santa Cruz
Santa Monica
Santa Paula
Santa Rosa
Seaside
Sierra Vista, AZ
Counties
•
Alameda
Contra Costa
Denver, CO (City/County)
Lane, OR
Los Angeles
Merced
Monterey
Napa
San Diego
Santa Barbara
Special Districts/Authorities/Non-profits
Signal Hill
South Pasadena
South San Francisco
Sunnyvale
Surprise, AZ
Torrance
Tracy
Truckee, Town of
Turlock
Tustin
Vallejo
Ventura
Vista
Walnut Creek
West Hollywood
Westminster
West Sacramento
Woodside, Town of
Yucca Valley, Town of
•
Ashland, OR Parks Commission
Beach Cities Health District
Calleguas Municipal Water District
Castaic Lake Water Agency
Central County Fire Department
Goleta Water District
Hi-Desert Water District
Indio Water Authority
Menlo Park Fire Protection District
Mesa Consolidated Water District
Metropolitan Water District of Southern California
Municipal Water District of Orange County
Sacramento Metropolitan Fire District
San Ramon Valley Fire Protection District
South Bay Regional Public Communications Authority
Southern California Association of Governments
Southern California Library Cooperative
The Annenberg Foundation Trust at Sunnylands
West Basin Municipal Water District
13 23
D.
ASSISTANT
TOWN MANAGER
Town of Los Gatos
24 D.
The Assistant Town Manager serves
as a member of the Town Manager’s
leadership team and is responsible
to work collegially with the entire
organization and community to achieve
the Council’s priorities. Performing under
the administrative direction of the Town
Manager, the Assistant Town Manager
assists the Manager in coordinating and
driving the day-to-day operations of the
Town with an emphasis on organizational
development, including capacity building,
mentoring, and training.
The Assistant Town Manager also:
• Supports and develops strategic
initiatives,
• Leads and/or participates in teams
handling special projects,
• Develops methods to evaluate and
measure organizational effectiveness,
and
• Has a broad range of other
responsibilities to support the effective
and efficient delivery of services to the
community.
In addition, the Assistant Town Manager
also has the opportunity to:
• Serve as the Acting Town Manager in
her absence.
• Participate on the Town’s labor
negotiations team.
• Take the lead in managing the Town’s
properties portfolio and the disposition
of properties for lease or sale.
• Guide the Town Manager’s emergency
preparedness activities in coordination
with Public Safety, including serving as
one of the Town’s Public Information
Officers.
• Support one or more Town Boards,
Committees, and Commissions as
staff liaison.
• Work closely with the Finance
Department to prepare and monitor the
annual operating and capital budgets.
The Position
The Town of Los Gatos
The Town of Los Gatos is a general law
city operating under the Council-Manager
form of government. The five members
of the Town Council are elected at large
to four-year overlapping terms. The
Mayor and Vice Mayor are selected by
the Council on an annual basis. The Town
Council enjoys a high level of civility and
a collaborative relationship between
Council members and Town staff.
The Town Council appoints the Town
Manager to be the executive head of
Town government and also appoints the
Town Attorney. Among the staff reporting
directly to the Town Manager are the
Assistant Town Manager, Parks and
Public Works Director, Chief of Police,
Community Development Director, Library
Director, Finance Director, and Human
Resources Director.
The Community
The Town of Los Gatos (population
33,000) is located approximately 60
miles south of San Francisco in the
southwestern portion of Santa Clara
County where the Santa Clara Valley
meets the lower slopes of the Santa Cruz
Mountains. Los Gatos is bounded by the
City of San Jose to the north and east;
the City of Campbell to the north; the
cities of Monte Sereno and Saratoga to
the west; and unincorporated County of
Santa Clara to the south.
The natural landscape includes
picturesque hillsides, creeks, and valley
flatlands. Indigenous People lived
sustainably in the area rich with fertile
soils, abundant wildlife, and other natural
resources. In 1839, El Rancho de Los
Gatos was established by a Mexican land
grant and was so named because of the
presence of mountain lions and bob cats.
The railroad reached Los Gatos in
1878, catalyzing residential and
commercial development unique from
other population centers and becoming
a full-service community. The Town was
incorporated a decade later in 1887. The
economy of Los Gatos has changed from
wheat farming, milling, logging, orchard,
and cannery businesses in the 19th and
early 20th centuries, to the high-tech,
retail, services, and visitor destination
businesses of today.
The climate and easy access by rail from
San Francisco made Los Gatos an early
tourist destination which continues to
this day. Today, the Town is situated
within the largest metropolitan area
of northern California and is closely
tied to Silicon Valley and its fast-paced
economy. Los Gatos retains a mix
of residential, commercial, and light
industrial uses; remains an attractive
destination for visitors; and continues
to enjoy its small-town community
connections.
Los Gatos prides itself as a selfcontained community. Over 3,000 businesses serve the residents and act
as a destination point for visitors who
enjoy its restaurants, hotels, and variety
of shops within a pedestrian-oriented
historic downtown setting. The Town is
also an inclusive community with a mix
of ages, family sizes, and incomes. Los
Gatos has many parks and greenbelt
areas, as well as vibrant downtown area.
Downtown Los Gatos is listed on the
National Register of Historic Places and
is the model of what many cities strive to
achieve in a business district.
25 D.
• Lead an inter-Departmental
Communication Team in the
implementation of the Town’s
Communications Plan.
• Work with the Town Attorney and the
Finance Director to develop the Town’s
emergency procurement policy and
process.
The Assistant Town Manager supervises
the Information Technology Manager
and Senior Management Analyst, with
shared supervisory responsibility of the
Town Clerk. Supervisory responsibilities
may change over time, depending on
the organization’s needs and the skills,
interests and expertise of the incumbent
Assistant Town Manager.
trustworthy and credible and not shy
away from making tough decisions or
having difficult conversations.
Along with being politically astute,
Los Gatos leaders must exhibit
uncompromising integrity and be adept
relationship builders with outstanding
interpersonal skills. A history of
working collaboratively with colleagues
and establishing and maintaining
productive working relationships
with regional and state agencies and
neighboring jurisdictions is required.
The ability to work with all levels of
government and across all disciplines
is also necessary for success in this
cooperative environment.
Competitive candidates will
offer progressively responsible
experience with at least eight years of
managment/supervisory experience
in local government administration.
A Bachelor’s degree in Public or
Business Administration or a closely
related field is required. A Master’s
degree is desirable. Any combination
of experience and training that would
likely provide the required knowledge,
skills and abilities will be considered.
Candidates with public sector
backgrounds or a combination of
public and private sector experience
are encouraged to apply.
The Ideal Candidate
The selected candidate will have the rare
opportunity to join a highly cohesive,
mutually supportive and fun executive
team that is committed to one another’s
individual and collective success. Leaders
in Los Gatos take tremendous pride in
their work and hold themselves and their
teams to the exceptional standards for
which the Town is known. Professionals
who thrive in this desirable community
tend to be highly customer centric,
engaged, and accessible team players
who have a passion for delivering high
quality public services and projects.
The ideal Assistant Town Manager
is an experienced local government
professional with proven leadership
and management abilities with strong
administrative skills, an executive
presence, and strong financial acumen.
The successful candidate will be a longand short-term strategic thinker who also has the ability to maintain efficient
day-to-day operations while striving
to continuously improve services and
processes. Highly qualified candidates
will have a deep understanding of the
administrative and operational functions
associated with local government, including
but not limited to human resources,
municipal budgeting, and project
financing and management. The proven
ability to oversee multiple functions,
consultants, and staff is expected.
The selected candidate will be a strong
leader who thrives in a collaborative teamoriented environment and can inspire staff to consistently produce excellence
in service and results. The new Assistant
Town Manager will also generate work
products, partner in multi-Departmental
efforts, and work closely with the public.
They will have the demonstrated ability to
foster ownership and create momentum
around Town priorities and the Los Gatos
brand. The new Assistant Town Manager
will be inclusive and value the input of
others, effectively communicate
expectations, and hold employees
accountable. In addition, they will have a
track record of innovative problem-solving
to seek creative ways to address the needs
of the Town. They will be a person of
humility who shines the light on the
accomplishments of others. The Assistant
Town Manager will be the right hand person
of the Town Manager who reflects her
values of decency, respect, and honesty.
The ideal candidate will be an outstanding
verbal and written communicator who is
comfortable interacting directly with a
wide variety of stakeholders, presenting
at public meetings, and representing the
Town. The selected professional will
be energized by a culture that values
teamwork, diversity, and inclusiveness.
Confident in the depth of their knowledge
and experience, they will come across as
26 D.
Retirement
2% at 60 for CALPERS Classic Tier
2 members, and 2% at 62 for all
other members. Los Gatos does not
participate in Social Security, except
the required Medicare.
Health Care
The Town provides a generous
employer contribution toward the
purchase of medical, dental, and
vision coverage; employees may
waive coverage and receive cash-inlieu up to $400 per month.
Income Protection
$50,000 Town-paid term life
insurance coverage; short-term and
long-term disability insurance.
Vacation Leave
Up to 25 days accrual per calendar
year (maximum balance of 500
hours); eligible for cash out two
times per year and at separation.
Consideration for prior years of
service in local government will be
used in determining accrual rate.
Personal Leave
48 hours per year (prorated based on
hire date).
Compensation & Benefits
The salary range for this position is $173,596 – $234,355. Placement within the range will be DOQE. In addition to salary, Los Gatos also offers an attractive benefits package, including:
Sick Leave
12 days accrual per calendar year
(maximum balance of 1,100 hours);
eligible for cash out two times per
year and at separation.
Holidays
11 paid holidays per calendar year.
Section 125 Flexible Spending
Accounts
Voluntary pre-tax employee
contributions up to $2,850 per year
for health care expenses and up to
$5,000 per year for dependent care
expenses.
Cell Phone Allowance
$120 per month.
Tuition Reimbursement
$3,000 per fiscal year.
Following the closing date, resumes will
be screened in relation to the criteria
articulated in this brochure. Applicants
with the most relevant qualifications
will immediately be granted preliminary
interviews by the recruiters. Candidates
deemed to be the best qualified will be
invited to interview with Los Gatos and
participate in panel interviews followed
by additional meetings with the Town
Manager. The Town anticipates making a
selection shortly thereafter, following the
completion of negotiations and extensive
background and reference checks.
Please note that references will not be
contacted until mutual interest has been
established.
Jennifer Curtis • 661.510.0076
Teri Black • 424.296.3111
TERI BLACK & COMPANY, LLC
www.tbcrecruiting.com
APPLICATION
& SELECTION
PROCESS
The closing date for
this recruitment is just
prior to midnight on
Sunday, February 26. To
be considered for this
opportunity, upload a
cover letter, resume, and
list of six (6) professional
references using the
“Apply Now” feature at
www.tbcrecruiting.com.
This is a confidential
process and will be
handled accordingly
throughout the various
stages of the process.
27 D.
City Manager
City of San Mateo, CA
28 D.
The City of San Mateo (pop. 105,661)
is the largest municipality in San
Mateo County, located on the San
Francisco Bay Peninsula. It covers 14.6
square miles from the San Francisco
Bay to the east to a range of coast
mountains to the west. This culturally
and economically diverse community
offers an extraordinary quality of life
characterized by safe neighborhoods,
quality city services and assets, friendly
people, and ideal location.
San Mateo’s scenic landscape includes
35 neighborhood and community
parks (including the City’s signature
Central Park & Japanese Garden), six
community centers, three libraries,
and an 18-hole public golf course.
Broad recreational programming
appeals to residents of all ages and
interests, and the City’s popular special
events are long-standing traditions
that draw thousands of participants,
build community and provide easily
accessible, family-friendly fun.
The City’s increasingly vibrant and
walkable downtown area continues to
attract a wide array of small-to-mediumsized businesses, some of which, according to community members,
include many of the best dining
options in the Bay Area. The City has
also become an increasingly popular
destination for small-to-midsize tech
start-ups.
A center of commercial and residential
activity in the Silicon Valley, San Mateo’s
desirable location provides direct
access to interstate highways, rail lines,
a trans-bay bridge, public transit routes,
and the San Francisco International
Airport. The Transit Center is a
downtown multi-modal transportation
hub allowing people to board Caltrain
to travel to destinations as far north
as San Francisco and as far south as
Gilroy. Additionally, this hub provides
access to various bus connections
to numerous local destinations. The
community is further served by excellent
schools, a community college, two major
medical centers and two major regional
shopping centers.
The diverse economy of San Mateo
includes numerous jobs in the
technology, health care, financial
services, government and retail trade
A charter city, San Mateo has a CouncilManager form of government with a five-member Council elected by-district
for four-year terms. Council members
are limited to three consecutive terms,
and the Mayor rotates annually among
all Council members. San Mateo has
a total FY2022-23 operating budget of
$216.9 million ($164.2 million General
Fund) and a $67.9 million Capital
Improvement Program for the same
time period. The City provides a range
of municipal services, including police
protection, planning, building, parks and
recreation, sewer, street maintenance,
library and general administrative
services. The City is a member of San
Mateo Consolidated Fire, a joint powers
authority, which provides fire prevention,
fire suppression and emergency medical
response within the City. Water is
provided to City residents by California
Water Service, a private company, while
The Community
City
Government
the City owns, operates and maintains
wastewater treatment facilities.
The City has long been considered a
progressive organization characterized
by professional relationships among the
Council and staff. More than 600 staff
members subscribe to clearly articulated
organizational principles that emphasize
the importance of accountability,
working as one team and striving for
constant improvement. San Mateo has a
stable economic base projected to grow
even stronger, and current development
activities are designed to further
enhance the City’s long-term financial
viability. The City’s 2023-2031 Housing
Element was adopted in January 2023.
Visit www.strivesanmateo.org for
detailed info on city’s General Plan 2040
process and documents.
The municipality has benefitted from
a steady history of leadership, with
just four city managers over the last
30 years and three city attorneys over
the last 36 years. The current City
Manager, Drew Corbett, was appointed
in December 2018. Prior to being
named to the city’s top executive seat,
he served as San Mateo’s Assistant City
Manager and Finance Director. This
recruitment was prompted by Drew’s
decision to retire from public service in
June 2023.
Vision
San Mateo is a vibrant, livable,
diverse, and healthy community
that respects the quality of
its neighborhoods, fosters a
flourishing economy, is committed
to equity, and is a leader in
environmental stability.
San Mateo General Plan
• 2040 Values •
• Diversity • Balance •
• Inclusivity • Prosperity •
• Resiliency •
fields. Companies based in San Mateo
include Sony Interactive Entertainment,
Roblox Corporation, SurveyMonkey,
NetSuite, Franklin Templeton
Investments, Guidewire Software,
Marketo, Coupa Software, and GoPro.
As with other communities in the
Silicon Valley, San Mateo is growing
and experiencing related challenges
such as increased traffic and a lack
of affordable housing. The City works
diligently to plan growth carefully, with
elected officials working together with
community stakeholders to strategically
support quality development that
maintains the City’s exceptional quality
of life. To learn more, visit https://www.
cityofsanmateo.org/.
Mission
Serving the San Mateo community
through collaboration, innovation,
and professionalism
City Organizational Values
• Respect • Creativity •
• Integrity • Transparency •
• Inclusivity •
29 D.
The ideal candidate will be a wellregarded local government leader who values community engagement
and possesses exceptional
interpersonal skills. As a highly
effective communicator with a focus
on results for the community, they
will demonstrate proven success
bringing diverse stakeholders
together to form a common vision and
delivering results. Exceptional people
management skills will be required
to inspire a team of committed public
servants to do their best work and
operate as one extraordinary team.
This hard-working professional will
exhibit a strong work-ethic with the
capacity to manage a substantial
portfolio of responsibilities, balancing
the day-to-day needs of the City
with a long-term strategic vision
and demonstrated ability to produce
results.
The individual selected will have
a collaborative and participatory
leadership style with a customer
and solution-oriented mind-set.
Demonstrating empathy, high
emotional intelligence and political
acumen, they will work effectively
with elected and appointed officials
remaining neutral and helping a new
group of policy makers evolve into
a well-functioning leadership body.
A gifted consensus builder, they
will have the ability to strategically
navigate diverse opinions and
perspectives using approaches that
lead to common understanding and
advance the goals of policymakers
and the community. The City
Manager will also be an articulate
communicator and attentive listener
who is visible and accessible to the
community as well as staff. Their
approachable and responsive style
will set the tone for a high performing
organization.
The ideal candidate will have an
inspiring management style that
motivates a dedicated and talented
workforce. With a calm demeanor
and even temperament, the City
Manager will be an empowering
and supportive coach who takes a
genuine interest in helping people
grow and succeed in their careers.
They will have proven success
bringing a diverse executive team
together to work across departmental
lines to deliver on priority projects for
the community, breaking down silos
and rewarding a true team approach.
This engaged manager will engender
high levels of trust and confidence
with the ability to be kind and
supportive while at the same time
able to have direct conversations and
hold people accountable for results.
As a contemporary public manager,
they will be comfortable and value
working closely with an engaged
community to address the most
daunting issues facing Bay Area
cities including housing and
homelessness, climate change and
resiliency, deferred infrastructure
maintenance, long-term capital
investment, economic vitality and
financial stability. Broad knowledge
of California’s land use and housing
regulations, public works and capital
investment strategies, and budget
and finance will be important for
success in this position. A history
of being creative and resourceful
championing new technology
and contemporary tools that can
maximize resources, enhance
efficiency, modernize service delivery
and support community engagement
efforts will be critical to success
in this position. Prior experience
managing ballot initiatives is also
desirable.
Executive level experience as a
City Manager, Assistant/Deputy
City Manager, department head or
equivalent is desirable. Leadership
experience that can provide the
diligence and competency necessary
to address challenges associated
with such complex matters as
growth, density, transportation,
homelessness and affordable
housing, climate change and
resiliency is expected. Service in a
community with similar challenges
and opportunities will be considered
favorably. Experience serving a
full-service urban municipality
with represented employees is
preferred, and experience with
labor negotiations is desirable. A
Bachelor’s degree is required; a
Master’s degree is preferred.
THE IDEAL CANDIDATE
30 D.
Teri Black • 424.296.3111
Suzanne Mason • 562.631.2500
TERI BLACK & COMPANY, LLC
www.tbcrecruiting.com
Following the closing date, resumes will
be screened in relation to the criteria
articulated in this brochure. Applicants
with the most relevant qualifications
will immediately be granted preliminary
interviews by the consultants. Candidates
deemed to be the best qualified will be
invited to interview with the City Council
in late spring. The City Council anticipates
making an appointment shortly thereafter
following the completion of extensive
background and reference checks. Please
note that references will not be contacted
until the end of the process and, at that
time, will be done so in close coordination
with the candidate impacted.
Application
& Selection
Process
The closing date for
this recruitment is
midnight, Sunday,
May 7, 2023. To apply
for this opportunity,
upload cover letter,
resume and list of
six professional
references using the
“Apply Now” feature
at www.tbcrecruiting.
com.
Salary is currently under review. The City Council is committed to being competitive while also being fiscally responsible. San Mateo’s salary is supplemented by an attractive benefits package. Benefits provided to the City Manager include but are not limited to:
Compensation and Benefits
Retirement: Enrollment in the PERS
2% @ 55 with 3-year average final
comp for “Classic” members hired
on after December 9, 2012 and 2%
@ 62 with 3-year average final comp
for “New” members hired on or after
January 1, 2013.
Deferred Compensation: City
contributes 0.5% of base salary to the
457 Deferred Compensation Plan.
Medical Insurance: 10 medical
plans offered under CalPERS. City
pays 100% of Kaiser single party
coverage, 90% of two-party Kaiser
coverage, and 90% of Kaiser family
coverage.
Dental Insurance: City pays for a
100/80/80 plan with a $15 deductible,
$3,000 annual maximum per person,
and a $3,500 lifetime orthodontic
benefit.
Vision Insurance: Vision benefits
include an annual exam, lenses, and
frames (up to $120) with an annual
deductible of $25.
Flexible Spending Account:
City offers a Medical Reimbursement
Plan, a Dependent Care Plan, and a
Commuter Benefits Plan.
Retiree Health Savings Account:
City matches 2% of employee
contribution.
Life Insurance: City pays for a
$50,000 Life Insurance Plan and
$10,000 for an Accidental Death and
Dismemberment Plan. Employee has
the option to buy supplemental life
insurance.
Long-term Disability Insurance:
City paid plan that covers 66-2/3% of
salary.
Social Security & Medicare: Paid
equally by worker and City. Social
Security portion is calculated at 6.2%
on the first $160,200 in earnings. The
Medicare portion is factored at 1.45%.
Flexible/Hybrid Work Schedule:
Varies depending on department
needs, but generally employees
may work a 9/80 or 4/10 schedule.
Depending on the position, an
employee may telecommute up to 2
days per week.
Vacation: 20 - 25 days annual
vacation, based on years of service.
Sick Leave: 12 days per year
of earned sick leave; unlimited
accumulation.
Holidays: 13 paid holidays per year
(includes 3 floating holidays).
Auto Allowance: $375 monthly.
Programs: Credit Union, Employee
Assistance and Free Fitness Classes.
Relocation Assistance: May be
considered.
31 D.