the public and City Councilwas extremely pleased with the increased participation and community engagement. For this reason, we are proposing to have this year's Annual Work Plan meeting on Monday, once again. ln addition, we are proposing to begin the meeting at the same time as regular City Council meetings, for consistency, and to increase the opportunity for participation for those who may have conflicting work schedules earlier in the day.
The expected meeting length has been reduced by one hour in recognition of a revised multi-day Annual work Plan process for 2024. At the January 29th meeting (if approved), City Council will have the opportunity to discuss community priorities and current and proposed work plan items, in general. This discussion will be utilized by your Council to craft and set high level goals for the city. These goals will set a clear path for staff to utilize when considering, and ultimately proposing, objectives (i.e., work plan items) to meet those goals These proposed objectives will be presented at a subsequent meeting in light of opportunities (e.g., available funding, approved permits) and constraints (e.9., funding gaps, staff capacity), as well as other factors. Towards the conclusion of this initial meeting, City Councilwill choose a second meeting date to review and provide feedback to Department Heads on their proposed objectives. My recommendation is to hold this second meeting on February 19, 2024; however, City Council may decide othenarise based on the information provided at the initial meeting and their comfort level with the new process. lf City Council approves the Annual Woik Plan at the second meeting as is, or with minor changes, the process will be concluded. lf there are major changes to the proposed objectives, additional staff time will be required and City Council may choose to schedule a third meeting, and thereafter as many meetings as necessary until the Annual Work Plan is approved. Recognizing that this new process will take us well into the current calendar year, the AnnualWork plan will be changed to coincide with the fiscal year, allowing Departments to better align objectives with their approved budgets.
The Annual Work Plan document is the primary document that guides current, and new and/or significantly modified staff work for the coming year. ln contrast to prior years, the year's Annual Work Plan will be more concise, increasing transparency by ease of reference, and focusing on connecting the dots between the City Council vision, mission, and goals with City staff objectives and performance measures. ln order to stimulate strategic thinking in advance of the meeting, each City Council member is asked to consider the attached questionnaire. Responses received prior to Tuesday, January 2, will assist the City Manager with planning and staff preparation. All City Council member responses to the questionnaire will be published as an appendix to the meeting staff report and made available for public review, as usual, prior to the meeting.
G:\CC Staff Reports\2023 1211\Final\Annual Work Plan\S-Annual Work Program 2024.docx Annual Work Program Special Meeting
December 11,2023
LEGAL AND RISK MANAGEMENT CONSIDERATIONS
The Annual Work Plan meeting is a special meeting of the City Council pursuant to Carpinteria Municipal Code section 2.04.020, and staff is seeking the City Council's agreement to schedule the meeting for Monday, January 29,2024, from 5:30 pm to approximately 8:30 pm. The meeting is open to the public and will be noticed by publishing an advertisement in the newspaper, posting the agenda and making the agenda materials available in advance of the meeting through the City Clerk's office and the City website.
POLICY CONSIDERATIONS
Conducting the Annual Work Plan meeting at a time and place where the Councilmembers, staff and the public can dedicate a significant block of time for discussion of this important work is helpful to the strategic and work planning deliberation process. Setting a special meeting date that allows for this time can be found consistent with the City's interest in promoting good governance, including efficient use of public resources and encouraging public participation.
FI NANCIAL CONSIDERATIONS
The Annual Work Plan is an important precursor to the drafting of the budget for the coming fiscal year, i.e., July 1,2024 through June 30,2025. Through the budget process, which typically begins in March with Finance Committee meetings on the budget, and concludes in June with the adoption of the budget by City Council, it will be determined what projects and programs are to be funded, and the basis for determining p rog ram/service effectiveness (performa nce measu rement).
ATTACHMENT
Questionnaire
Staff contact: Michael Ramirez, City Manager
(805 755-4450), [email protected]
G:\CC Staff Reports\2023 1211\Final\AnnualWork Plan\S-Annual Work Program 2024.docx Work and Strateqic Plannins Ouesti onnalre
2024
The purpose ofthis questionnaire is to stimulate strategic thinking, assist Council members in preparing fbr deliberation on annual work priorities and to provide City staffwith information as a part ofthe preparation ofa draft 2024Work Plan.
A. The following three questions are an initial prompt intended to stimulate strategic thinking. They do not require a written response.
What is the community like now?
What will the community be like in 10 years if no action is taken by the City? What will the community be like in l0 years through effective City stewardship, projects, programs and services?
B. The following questions are a part of a traditional Strengths, Weaknesses, Opportunities and Threats (SWOT) analysis for strategic thinking. (Separate sheets may be used to respond if more space is needed).
1. What do you see as the City's greatest strengths (e.g., fiscal condition, government transparency, etc.)?
2. What do you see as the City's best opportunities for improving Carpinteria?
3. What do you see as the City's greatest weaknesses (e.g., limited revenue sources, condition of infrastructure, etc.)?
4. What do you see as the greatest threats to the City promoting its vision and mission (attached)?
C' Are new and/or changed projects, programs and/or services needed to address the things you've identified above? If so, describe them here. (Feel free to attach additional sheets to this form)
I
2 3
4 5
MISSION STATEMENT
A mission statement conveys the purpose of the organization, the essential reasons for its existence; serving as the foundation for policy and resource allocation decisions.
City of Carpinteria Mission Statement
January 25,1993
Government in Carpinteria shall be open, honest and equitable and shall encourage, to the fullest extent possible, public participation in the decision-making process.
Government shall make judicious use of the City's Iimited resources to promote the highest possible quality of life for all of Carpinteria's residents. This includes providing services consistent with community needs as well as protecting the social and physical environment.
Government shall strive to enhance the City's economic base in a manner that is consistent with the needs and preferences of the community. The city budget shall reflect the goals and priorities of the majority of the City residents and shall be managed in a professional and business-like manner.
The diversity of the community shallbe recognized, and City government shall serve the interest of all residents, maintaining an atmosphere in which the residents feelthe City has their best interests at heart at all times.
The long-range vision and course of action for Carpinteria's future shallcontinue to be articulated and implemented through an ongoing process of community-wide consensus building.
VISION STATEMBNT
A vision statement describes the desired future; the cotlective understanding of the ideal sttuafion.
Carpinteria in the Year 2021
Community Vision Statement
September 1997
Carpinteria is a vibrant but easy going, family oriented small town with an economically and ethnically diverse population, working together for the common good of all residents and visitors.
Framed by the mountains and the Pacific Ocean beaches, Carpinteria's unusually mild climate provides a beautiful setting in which to live, to work and to play.
It has safe and attractive commercial, agricultural and residential areas. It benefits from an outstanding local school system. Walkways and bike paths link centers of interest in the town.
The automobile is a choice rather than a necessity. Excellent local and regional transportation connects Carpinteria to nearby cities. Opportunities for the enjoyment of recreation and the arts are widely available.
The community maintains a balance between effective growth and open space through sensitive, area-wide planning which ensures that the small town, rural identity of Carpinteria will flourish.
City of Carpinteria
Gour.rcu- Aceruol Srlrr Reponr
December 11, 2023
ITEM FOR COUNCIL CONSIDERATION
Receive staff report and act on the recommendations to
1. Authorize the City Manager to enter into an agreement for executive search services for the Assistant City Manager and Parks, Recreation and Community Services Director positions with Bob Murray and Associates in an amount not-toexceed $37,500 and;
2. Approve Budget Appropriation for $40,000 for executive recruitment services for an Assistant City Manager and Parks, Recreation and Community Services Director: or
Sample Motion: I move to
1. Authorize the City Manager to enter into an agreement for executive search services for the Assistant City Manager and Parks, Recreation and Community Services Director positions with Bob Murray and Associates in an amount not-toexceed $37,500 and;
2. Approve Budget Appropriation for $40,000 for executive recruitment services for an Assistant City Manager and Parks, Recreation and Community Services Director. (This motion requires a roll call vote.)
BACKGROUND
On November 27,2023, the City Council appointed Michael P. Ramirez as the new City Manager of Carpinteria, effective December 8, 2023, resulting in the Assistant City Manager position becoming vacant. Additionally, in the summer of 2023, Matt Roberts, the Parks and Recreation Director, retired, creating a vacancy in the Director position.
Despite recruitment efforts, the reorganized Parks, Recreation, and Community Services Director position remained unfilled due to extenuating circumstances.
Following the City Manager guidance, an RFP was developed and distributed on November 22,2023, to nine recruitment firms, including the eight firms previously approved by the City Council for the City Manager recruitment earlier in the year.
Executive Search Consultant Agreement Authorization and Budget Appropriation December 11,2023
Proposals were received from Ralph Andersen & Associates, Bob Murray and Associates, and WBPC, totaling four proposals.
The purpose of this agenda item is to authorize the City Manager to enter into an agreement for executive search services for the Assistint Cit/Manager and parks, Recreation and Community Services Director positions with Eiob Muriay and Associates in an amount not-to-exceed $37,500 and to seek Councit approvalfor a OuOget appropriation to the FY23l24 budget, including an additional $40,000 to cover the costs of these recruitments.
DISCU SSION
Following the assessment of proposals, the City Manager has recognized Bob Murray and Associates as a highly qualified firm to manage and support th; necessary recruitment processes, ensuring prompt and efficient recruitments.
The $2,500 variance between the agreement amount and the appropriation request is intended to facilitate Human Resource staff in obtaining recruitment support from Regional Government Services (RGS), following past fractice. RegionaiGouernment Services bills on an hourly basis for the hours wbrked.
Alternatively, the City Council may opt to direct staff to solicit new consultant proposals flom a broader pool, potentially resulting in a lower estimated cost. lt's important to note that this alternative could significantly impact the tentative recruitment and hiring timeline.
POLIcY coNs NCY
The recommendations may be found consistent with the City's 2}23Annual Work plan under the General Government Program: Staff Recruitment & Retention.
FI NANCIAL CONSIDERATIONS
$40,000 increase to FY 2023-24 Budget (General Fund). $40,000 increase to 101 _141_ 5201 Professional Services.
LEGAL AND RISK MANAGEMENT CONSIDERATIONS
The City attorney has been consulted on this course of action and has confirmed no legal or risk management considerations.
OPTIONS
Receive staff report and act on the recommendations to:
A. Authorize the City Manager to enter into an agreement for executive search services for the Assistant City Manager and Parks, Recreation and Community G:\cc staff Reports\2023 1211\Finat\srAFF REpoRT - ACM pRcs RECRU|TER AND BUDGET ALLOCATION.docx
Executive Search Consultant Agreement Authorization and Budget Appropriation December 11,2023
Services Director positions with Bob Murray and Associates in an amount not-toexceed $37,500 and; B. Approve Budget Appropriation for $40,000 for executive recruitment services for an Assistant City Manager and Parks, Recreation and Community Services Director.
C. Direct staff to solicit new consultant proposals and provide further direction as appropriate.
ATTACHMENTS
A. Bob Murray and Associates Proposal
Staff Contact: Olivia Uribe-Mutal, Program Manager
(805) 7 55-4401, [email protected]
Reviewed by: Michael Ramirez, City Manager
(805) 755-4400, michaelm@ca rointeriaca.oov
G:\CC Staff Reports\2023 1211\Final\STAFF REPORT - ACM PRCS RECRUITER AND BUDG ET ALLOCATION.docx
ATTACHMENT A
IT\ ElclEt MuFIR,AY
r, a I &ASEEIcIIATEE
]|h# ExFrrtr rHExsBu?rv3 lrAtox
A Proposal to Conduct an
Executive Recruitment for the Positions of
Plnxs, RncnnnuoN AND CouvruNITY
SgnYICBS DIRECTOR
and
AssrsteNT CrTY MeNecnn
on behalf of the
1544 Iiurcka lioad, Suitc 2ll0
Il<xcvillc, (lA 95(161
(916) 7n+9080
(916) 784-191i5 tas
November 29,2023
MR. MICHAEL P. RAMIREZ
CITY MANAGER
CITY OF CARPINTE,RIA
5775 CARPINTE,RIA AVENUE
CARPINTERIA, CA 9301.3
Submitted via email to: [email protected]
Dear Mr. Ramirez:
Bob Murray & Associates is pleased to submit a proposal to conduct the Parks, Recreation and Community Services Director and Assistant City Manager recruitments for the City of Calpinteda.
The following details our qualifications and descdbes our systematic-yet flexible-method of identi$ring, tecruiting, and scteening outstanding candidates on your Uettlf. It also includes a ptoposed budget, timeline, and guarantee (excluding limited scope recruitments).
At Bob Murray & Associates, we pride ourselves on providing quality service to local governments, non-profit agencies, and private firms. Our recruitment process helps you to determine the ditection of the search and the types of candidates yor, ,..k while capitahzing on our decades of expedence and vast network of contacts to reach those candidates. dur .*p.itir. ensures that the candidates we ptesent to the City of Calpinteda will match the criteria you hurr. established, be a positive placement for your orgatizaron, and be outstanding in their field.
With respect to the Patks, Recreation and Community Services Director and Assistant City Manager recruitments, Bob Mutray & Associates has an unmatched record of success in recruiting local government professionals. With over 25 yearc of experience, we have conducted hun&edi of searches for municipal and special district executives, including those for patks and rccreaionf community professionals and Assistant City Manager/Deputy City Manager searches for cities throughout the United States. 'We
are currently conducting the Assistant/Deputy City
Managet rectuitments on behalf of the California cities of Calabasas, Fresno, Murrleta, and Ventura. W'e ate also currendy conducting the Community Services Director recruitment on behalf of the City of Fremont. Recent Parks, Recreation and Community Services Director and Assistant City Manager recruitments we have completed similar in .ize and scope to your upcoming search include the following:
2023
Belmont, CA (Assistant Ciry Manager)
Petaluma, CA (Deputy Ciry Manager)
Rancho Cordova, CA (Assistant City
Manager)
San Rafael, CA (Assistant City
Managet)
Santa Fe Spdngs, CA (Assistant Ciry
Manager)
City of trolsom, CA (Parks and
Recreation Director)
City of Marina, CA (R.ecreation & Cultural Services
Director)
City of Santa Rosa, CA (Parks and Recreation Director)
City of Sparks, NV (?arks and Recreation Director
City of Victorville, CA (Community Services Director)
County of Yolo, CA (Community Services Director)
2022
Bakersheld, CA (Assistanr Ciry Manager)
Campbell, CA (Assistant City Manager)
Flealdsburg, CA (Assistant City Manager)
Menlo Park, CA (Assistant City
Manager)
Milpitas, CA (Assistant City Manager)
Murrieta, CA (Assistant City Manager)
Pleasanton, CA (Assistant City
Manager)
City of Cuperdno, CA (Directot of
Parks and Recreation)
City of La Puente, CA (Community
Services Directot)
City of Santee, CA (Director of
Community Services)
City of Stockton, CA (Director of
Community Services)
City of Sunnyvale, CA (Director of
I)bnry and Recreation Services)
County of Sactamento, CA @.p.tty Community
Services Ditector)
2021
Carpinteda, CA (Assistant City Manager)
Cathedral City, CA (Assistant City Manager)
Mation,IA (Deputy City Managet)
San Cados, CA (Assistant City Manager)
Santa Barban, CA (Assistant City Administtator)
City of National City, CA (Ubtary and Community
Services Director)
City of Ontario, CA (A4useum Arts and Culture
Director)
We work as a team on every search at Bob Murtay & Associates. Yout Project Lead would be Valerie Gaeta Phillips or Yasmin Beers, who would not only direct and supervise the project team from beginning to end but also serve as the Recruiter fot the projects as well.
To learn first-hand of the quality of our services and why the majority of our engagements come from repeat and referred clients, we invite you to contact the references listed on page 18 of the attached proposal.
We look forward to your favorable consideration of our qualifications. Please do not hesitate to contact us at (916) 784-9080 with any questions.
Sincerely,
1frlr* r/eh 7,./q*
Valerie Gaeta Phillips
President, Bob Murray & Associates
TABLE OF CONTENTS
THE RECRUITMENT PROCESS
S-t'l ip 1 D I ivt,ll,r >t,'t't lt i C,tNult>,1,'t't i pRc lt'tt.t i ..
Op tio n a / S e raice : Con m u nif an d S taf Inuo luem e n t .........
S'rLlp 2 Dtisrc;N/Dts'llutsu'l'r, Brur<;rrutui ,\Nt) Ar)\'Ln'r'rsrilx,riN'l's......
Reaclt i ng D i t:erse C a ndi d ates
SL'lip 3 Rr ir:nurL C,tNr>u>,t'Lt is.................
S'r't it, 4 Srxt it it,,t C,tNt>lt>,1'r't is ..................
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S'r'lit'6 Sri,ur<-r r PuHr-r<; Rrx:our>s
S'rL it' 7 M,t t<t i Rl i<;<tulfl iNt),\'l'I( )N s.....
S'rrip B F..r<:lt.r'r'.t'r'ri FrN,\L IN'r'lllvliws
S't't it, 9 C< lNt>u<-'r' 8,\CK( ; lt()uN t),\NI) Rlrll;t itu,tNCI i C t rt ic_rs S'r'tip 10 Assrs'r' rN Nr,t(;()'lt,\t'I()NS
COMPLETE ADMINISTRATIVE ASSISTANCE
COSTS AND GUARANTEE
Pttolrtissl< tN,rt. Ft it i,tNt> Expt iNSt,1s...........
Optional Senices
Gu,ttt,\N't't it i.....
RECRUITMENT SCHEDULE
)
2 2
2 3
J
4 4
4 4
5 5
6 6
7 7
7 8
8 FIRM PROFILE .......9
REFERENCES .......18
THE RECRUITMENT PROCESS
Bob Murray & Associates' recruiters are specialists in finding a positive placement, providing security and fairness to candidates and clients while ensuring the integtity of the search process.
We understand that supedative recruiting fot the Patks, Recreation and Community Services Director and Assistant City Manager positions will lead to supedative results for the City of Carpinteda. Outlined below are the steps in our proven recruitment process, refined through our 30* years ofexperience in executive rectuiting.
S:rup 1 DBvBTop THE CANDIDATE PRoFILE
Our understanding of the City of Catpinteda's needs will be key to a successful search. Valerie Gaeta Phillips or Yasmin Beers will meet with the City Manager and key stakeholdets to learn as much as possible about the ideal candidate for each position. We want to become familiar with the values and culture of the otgatizaion, as well as to understand the curreflt-and futureissues, challenges, and opportunities in the City of Carpinteria.
For each position, Ms. Gaeta Phillips or Ms. Beers will review and help define the City's wish-list regarding the ideal candidate's personality, management style, knowledge, skills, and abilities and will work with the City to identify expectations regarding education and experience. The City Manager and Ms. Gaeta Phillips or Ms. Beets will discuss compensation, beneftts, and othet key inforrnation necessary to ensure that outstanding candidates are attracted to this opportunity. The profiles we develop together at this stage will drive subsequent rectuitment effotts for the Patks, Recreation and Community Services Director and the Assistant City Managet.
Opliorul 5' crlict: Lonnrrni4, ail 5' lall' I rt'o/tentarl We hnd that many of our clients value a recruitment process that opens the oppottunity fot community members, business leaders, organization representatives, and employees to ptovide input tegatding the ideal candidate. Our recruiters are skilled in designing and facilitating fotums, town hall meetings, and online surveys that allow equitable involvement ftom a variely of constituencies and in consolidating feedback into a cohesive nauaidve of common themes.
If the City of Carpinteria so desires, we will work with the City Manager to create a customized community andf or staff input process.
Srpp 2 DssrcN/DrsrRrBUTE BRocnuRn AND ADvERTISEMENTS
Ms. Gaeta Phillips or Ms. Beers and your dedicated Recruitment Coordinator will use the candidate profiles developed with the City of Caryintena to create a professional tecruitment brochure for each position, with the assistance of our professional graphic designer. The fourpage, full-colot brochures will describe the community, organizat).on, position, ideal candidate, and compensation and will include pictures provided by the City of Carpinteria that you feel best represent your organization and yout community.
Upon your approval, Ms. Gaeta Phillips or Ms. Beers will send the brochutes by postal mail and email to a targeted audience for each position, petsonally inviting potential candidates to apply.
Rob Nlurral ck .\ssociirtcs Proposal f<rr thc (-itr, of Oarpintcria i)agc 2 We will also place the recruitment btochures on our website, which attracts over 11,000 unique hits weekly and is a ffusted resource for candidates seeking executive and professional positions.
Two sample brochures are included in this proposal package for your reference.
Ms. Gaeta Phillips or Ms. Beers will also design an effective advertising campaign appropriate for each tecruitment. Out broadest outreach comes through our active social media in-volvement on Facebook, Linkedln, and Twitter, whete upcoming and current positions are posted. Sources such as lVesterru Citl Magaryna, the "Jobs Available" newsletter, and the Cateers in Government website will be used to reach an extensive local government audience, while position-specific postings will be chosen to attr^ct candidates who have built their careers in and are committed to the Farks, Recreation and Community Sewices Director and Assistant City Manager fields.
Suggested Parks, Recteation and Community Services Director or Assistant City Manager-specific advertising sources for the City of Carpinteria,s searches include:
California Parks and Recreation Society
Calt fotnia City Management Foundation
Local Government Hispanic Network
Bob Murmy & Associates does not typically place ads with job aggregators or general job posting sites such as CateerBuilder, Monster, ot Indeed, as we have found tlat the broad reach of these sites does not necessar'ily lead to quality candidates for executive and professional positions.
Reacl ti n q I ) i t,e r-ra Ca nd itla le-r
Bob Muray & Associates, a woman- and minority-owned business, is ptoud of its commitment to attracting and placing diverse candidates. Not only do we place advertisements with websites designed to attract minority and female candidates, but our President, Valerie Phillips, is a member herself of many diversity-focused organizations including the Local Government Hispanic Network, the League of Women in Government, the Ptofessional lWomen's Nefwork, Mexican Professionals, and Women Leading Government. She networks frequently with fellow members to gain insight into which potential candidates are leaders in their field.
Ms. Gaeta Phillips or Ms. Beers will seek to reach candidates in communities and organizations with demographic profiles and populations served like that of the City of Carpinteria, tJ maximize the potential for individuals fiom a wide variety of backgrounds, cultures, physical abilities, life experiences, and gender to be considered for the Patks, Recreation ,nd bommunity Services Director and Assistant City Manager positions.
Srnp 3 Rncnurt CaNroroetBs
The strongest candidates are often those who are successful and content in their cuffent positions and need to be sold on a nev/ oppotunity. Our extensive network of contacts, developed through over 1,400 successful placements, is a primary source for identifying and obtaining referrals ftr these candidates. Our in-house database of 40,000 current and former executive anJ professional candidates is a valuable resource that can only be built over dms-tirns that we have invested into perfecting our process fot finding the right candidates for our clients. Our aggressive outreach + League of Women in
Government
+ California City News
+
+
+
ISob i\Iulral- & ,\ssocrirtes Proposal hrr the (lin'<>f (larpintcria l)rtrr.t i efforts ate focused on phone calls to personally invite potential applicants, answer questions, and allay any reservations, and these efforts are essential to the success of each recruitment.
Srpp 4 ScnrBN CaNorneTBs
Following the closing date fot the recruitment, Ms. Gaeta Phillips or Ms. Beers will screen all resumes we have teceived, using the criteria established in the candidate ptofiles as a basis upon which to narrow the field of candidates. Internal candidates receive sensitive consideration, and Ms. Gaeta Phillips or Ms. Beers will discuss with the City Manager how the City of Carpinteria wishes to proceed with these candidates.
SrBp 5 CoNIucr PRuIrurrueRY INTERVIEwS
Ms. Gaeta Phillips or Ms. Beers will personally interview the top 10 to 15 candidates for each position identified through the resume screening, with the goal of determining which candidates have the greatest potential to succeed in your organization To reduce travel-related expenses to our clients and increase efficiency in the seatch process, these interviews are typically conducted via Skype, FaceTime, or other convenient videoconferencing applications.
During these in-depth interviews, Ms. Gaeta Phillips or Ms. Beets will explore each candidate's background and experience as it relates to the Parks, Recreation and Community Services Director and Assistant City Manager positions, such as significant accomplishments, size and scope of responsibility, and organizattonal culture. In addition, Ms. Gaeta Phillips or Ms. Beers will discuss with the candidates their motivation for applying for the position and assess his/het knowledge, skills, and abilities. Yout tecruiter will devote specific attention to establishing the likelihood of the candidate's acceptance of the position if an offer of employment is made.
Srpp 6 SpencH Pr;nlrc REconos
Under the ditection of Ms. Gaeta Phillips or Ms. Beers, your dedicated Recruitment Coordinator will conduct a review of published print and online articles for each tecommended candidate.
Sources include Lexis-NexisrM, Google, social media, and our contacts in the field. This will alert Ms. Gaeta Phillips or Ms. Beets to any futher detailed inquiries we may need to make before out recommendations arc ftnaltzed.
Srnp 7 Mexe RncounrnNDATroNS
Based on our findings dudng the preliminary interview process, Ms. Gaeta Phillips or Ms. Beets will recommend a limited number of candidates for your further consideration. Your recruitet will make specific recommendations and will help facilitate discussions regarding the candidate pool, but the final determination of those to be considered will be up to you.
N7e typically recommend 6-8 candidates fot each search that we feel will best match your expectafions and prepare a detailed written report on each candidate. This bound report provided to each membet of the decision-making body includes:
lirb i\Iurrar. ct .\ssociates Proposal [<rr thc (]in' of (.arpintcria Pacc .+ + Candidate list with Recommended Finalists identjhed in Grorp / and Group 2 (pimary and secondary recommendations), as well as Intena/ candidates + Summary of experience, education, and salary information for each Recommended Finalist candidate
+ Complete covet letter and resume for each Recommended F'inalist cand.idate * List of OtherApplicants (thosewho did not meet minimum qualifications orwere otherwise unsuitable, based on our screening process)
Bob Murray & Associates maintains search tecords for a period of seven (7) years, and we are huppy to forward cover letters and tesumes for each applicant by postal mail or email as soon as the tecruitments close to new applications.
SrBp 8 FecrLrTere Frruel IN'rnRvrsvs
Our years of experience will be invaluable as we help you develop an interview process that objectively assesses the qualifications of each candidate. We will work with the City oi Calpinteda to craft and implement an interview approach that fits your needs for each position. This may include individual and panel interviews by the City Manager and key stakeholders, community/employee interview panels, writing and presentation samples, meet-and-greets, or anothet specialized process element Ms. Gaeta Phillips or Ms. Beers helps the City of Carpinteria to design.
Ms' Gaeta Phillips ot Ms. Beers will be ptesent on-site during the interviews to facilitate as necessary during the process and to guide discussion to consensus regarding final candidates.
Bound interview books will be provided to each interview panel member containing:
+ Recruitment brochure with candidate profile
+ Interview schedule
+ Suggested interview questions
+ Experience summaly, cover letter, resume, and rating form for each candidate
+ Ranking forms for use dudng the panel interview process We will work closely with your staff to coordinate and schedule interviews and candidate travel.
Our goal is to ensure that each candidate has a very positive experience, as the way the entire process is conducted will influence the final candidates' perception of your organiz.atton.
SrBp 9 CoNouct BecrcRouND AND RBpnnBNcE CHECKS
Ms' Gaeta Phillips or Ms. Beets and your Recruitment Coordinator will conduct detailed reference checks for one (1) hnal candidate. To gain an^ccur^te and honest appraisal of the candidates' sftengths and weaknesses, we will talk candidly with people who have direct knowledge of their work and management style. In addition to gaining a 360-degree view of cand"idates from the petspective of their supervisors, subordinates and peers for the past several years, we will make a point of speaking confidentially to individuals who may have furher insight into a candidate's abilities but who may not be on their prefetred list of contacts.
Rob i\Iurra1, & -\ssociatcs Propr>sal [<rr the (]itr- of (iarpintcria Pauc 5 Your Recruitrnent Coordinator will work with candidates and our professional backgtounding firm, HireRight, to conduct credit, civil litigation, and motor vehicle record checks and veri$t candidates' degtees.
Srnp 10 AssIsT IN NEGoTIA,TIoNS
We recognize the cdtical importance of successful negotiations and can serve as your reptesentative during this process. Ms. Gaeta Phillips ot Ms. Beers knows what other otganizattons have done to put deals togethet with great candidates and what the current market is like for Parks, Recreation and Community Seruices Directot and Assistant City Manager positions in otgantzanons like the City of Catpinteria's. Your recruitet will be avallable to advise you regarding current approaches to diffircult issues, such as housing and relocation. \7e will represent your interests and advise the chosen candidate and you regarding salaty, beneFtts, and employment agreements, with the goal of putting together a deal that results in the appointment of your chosen candidate. With our proven expetience and vested intetest in a positive outcome, we can turn a very difhcult aspect of the recruitment into one that is straightforwatd and agteeable fot all parties involved.
COMPLETE ADMINI STRATIVE ASSISTANCE
We receive many unsolicited testimonials each year from clients and candidates alike noting our prompt, considerate, ^cartate, and professional service during the search process. Throughout the recruitment, in time intervals that suit the City of Carpinteria, we will provide you with updates on the status of the search and attend to all administtative details on your behalf.
Candidates receive immediate acknowledgement of their applications, as well as petsonal phone calls and/or emails (as appropriate) advising them of their status at each cdtical point in the rectuitment. Candidates who receive preliminary or final interviews and ate not chosen to move forward in the interview process will receive petsonal calls from Ms. Gaeta Phillips or Ms. Beets on behalf of the City of Carpinteria.
It is our internal company standard that all inquiries from clients and candidates teceive a tesponse within the same business day whenever possible, and certainly within 24 hours if the inquiry is received during the work week. Ms. Gaeta Phillips or Ms. Beers will be available to the City of Carpinteria by office phone, cell phone, and email at
^tay
time to ensure a smooth and stress-ftee
recruitment process.
Bob Nl:rrar, & .\ssociatcs Pr<4rosal for tl-rc Cin' ot Oarpinterit Pasc 6
COSTS AND GUARANTEE
Pnor,nssroNer FsB eNu ExpsNsss
The fixed, flat ptofessional services fee for conducting the Assistant City Manager recruitment on behalf of the City of Carpinteria is $17,000. Services provided forin this fee consist of all steps outlined in this proposal, including a meeting on site. The fixed, flat professional services fee for conducting the Parks, Recteation and Community Services Director li-it.d scope recruitment is $10,000 concluding at close of outreach and $15,000 concluding at recommended finalist (backgrounds conducted on one final candidate). Services provided for in both limited scope tecruitment fees, include all expenses, however they do not include a guarantee and outreach will conclude as of the agreed upon closing date. All pricing above is based on conducting both the Assistant City Manager and the Parks, Recreation and Community Services Director recruitments.
The professional fee does not limit the amount of time invested by Bob Murray & Associates in ptomoting a successful outcome for this project.
The City of Carpinteria will also be responsible for reimbursing expenses Bob Murray & Associates incurs on your behalf. We estimate expenses for the Asiistant City Manager project not to exceed $5,500. Reimbutsable expenses include (but are not limited to) such items as the cost of rectuiter travel; clerical support; brochure development; placement of ads; credit and civil background checks; education verification; and public recotds seatches. Postage, prinring, photocopying, and telephone charges ate allocated costs and included in the.*pens. ..timate, In no instance will expenses exceed this utimate withoul pior @proualfmrn tbe Ciry of Carpinteia. Tbis estimate as.tames flme shared costs, such as shared traue/for initia/ meetings.
Expense teimbursement fot candidate travel related to on-site interviews will be the responsibility of the City of Carpinteria.
Ptofessional Services Fee
Reimbursable Expenses
Exanple nsts and appmximate amounts inc/ude:
Brochure Design and Printing ($1,275)
Advetising ($2,500)
Background Checks - 1 candidates ($550)
Consultant Travel ($600)
$17,000
$5,500
Other clerical
O p I i o n t /,\' r n.,i cLt.s
? Community/Staff Input Forum: $1,500/day, plus rravel expenses f Online survey: $250 + Additional on-site meeting days: $1,500/day, plus travel expenses + Additional background checks: $250/candidate t Additional reference checks: $500/candidate 7 nal Fees and Reimbursable Expenses -Assistant Citv
Recruitment
Professio
Not-to-Exceed Total $22,500
Rob \fr.ul:ar, & .\ss()ciate s Proposal firt the (lin. of (-arpintctia l)auc 7 + Other services: $250/hour or $1,500/day
GueneNtsB
Should a candidate tecommended by our firm resign or be tetminated within the first 12 months of employment, we will provide the City of Carpinteda with professional services to secure a teplacement. Services will be provided at no cost, aside from expenses incured on the City of Carpinteda's behalf during the new search. $7e are confident in our ability to recruit outstanding candidates and do not expect the City to hnd it necessary to exercise this provision ofour proposal.
Out guatantee does not apply to a [mited scope recruitment.
RECRUITMENT SCHEDULE
We are prepated to start work on these assignments upon teceipt of a signed ptofessional services agreement or other wdtten, authori zed notification. A full seatch can be completed in 13-16 weeks from the date of initial meetings with our client. \7e are expedenced in conducting concurrent recruitments for our clients, and each step in the process will receive the same level of attention as for an individual search.
The final recruitment schedule for each position will be determined in collabotation with City of Carpinteria. A typical timeline of tasks and events is included here for teference.
Distribute
Brochure
Continue
Recruiting
\,Ionth 2
Week 5
\\'eeks (r-8
Candidate
Profile
Develop & Print
Brochure
Place Ads
Begur Recmiting
Nlonth I
\\'eek 1
\\'eeks 2-4
\\'eek 4
Week 4
Screen
Candidates
Preliminary
Interviews
Search Public
Records
Recommend
Finalists
L'Ionth 3
Week 9
\Yeek 10
\\'eek 11
\Veek 12
Finalist
Interwiews
Backgrounds &
References
Negotiations
Canclidate
Appointment
h'Ionth 4
\\Ieek 13
\\ieeks 13 14
Week 15
\\reek 16
Bob Nlr-rtra1' & lssociates Prr>posal hrr the Ciq- of Carpintctia Page B
FIRM PROFILE
Orra Srapp
Bob Murtay & Associates is a small finn focusing exclusively on executive search services. We have a team of sixteen (16):
* Bob Murray, Founder * Valerie Gaeta Phillips, Prcsident + Gary Phillips, Executiue Vice Preident
+ Joel Bryden, Vice Prvsident
+ Yasmin Beers, SeniorExecutiae Remtiter
+ Carmen Yaldez, SeniorExecutiue Remriter * Adele Fres6, SeniorExeciltiae Remtiter + Bryan Hill, S enior E xecutiue Remtiter
+ Stacy Steven son, Senior Executiue Remtber
+ Deanna Cantrell, Exetutiue Rectuiter * Jon Lewis, Executiue Remriter * Alexandria I(opack, Remtitment and Operations Manager + IGthy Lolas, SeniorRecruitnent Coordinator
+ Stephanie Marshall, SeniorRemtitment Coordinator
+ Steph Souza, Assistant Rem.titment Coordinator
+ Gini Herndon, Contracts Administrator/Bookkeeper
Bon Munney, FoLTNDER
Mr. Murray-known simply as "Bob" to his clients and candidates throughout the western U.S.- brings over 40 years' experience as a recruiter and is recognized as one of ihe top local government recruitets in the nation. He conducted hundreds of searches for cities, countjes, and special districts and was called on to conduct searches for some of the largest, most complex organization. in the country-and some of the smallest. Bob conducted searches for chief executives, department heads, ptofessional and technical positions, taking the lead on many of the frrm's most difficult assignments with great success. His clients retained him again ^nd again,given the quality of his work and success in finding candidates for difficult to fill positions.
As our Foundet, Bob currendy takes on few searches personally but continues to be an active presence at Bob Murray & Associates, ptoviding valued insight and experience to our team members regarding all aspects of the recruitment process.
Mr. Murtay received his Bachelot of Science Degree in Criminology from the University of California at Berkeley with graduate studies in Public Administration at California State University at Haywatd.
VerBRrn GaBte PHIr,Llrs, PRnsronNT AND RECRUTTER
Ms. Gaeta Phillips has over 18 years of rectuiting experience, including more than a decade of recent expetience in executive search fot public, private, and startup companies nationwide. Since l3ob i\Iurlay & .\ssociates Proposal F<x rhe (lirr.. of Oarpinrcria Pagc (.) joining Bob Muray & Associates, Valerie has completed ovet 160 seatches in a diverse range of Frelds, including city and general management, planning, Ftnance, human tesources, transportation, communication and public relations, community and economic development, infotmation technology, parks and recreation, and opemtions. She has recruited at all levels of municipal and non-profit organizattons, from technicians and engineers to Executive Directors and Chief Executive Officers.
Valerie is valued for het passion for finding and retaining the most outstanding candidates fot even the most difficult or untraditional assignments and for her commitment to her clients' success; she is also active in a variety of industry organizations and in diversity-focused associations. Valerie is called upon often to serve as an expett speaket on topics such as managing one's online reputation, diversity issues in municipal and non-profit leadership, and how to identify a positive placement fot the organizational culture.
Ms. Gaeta Phillips, along with Executive Vice President Gary Phillips, has a passion for helping people, evidenced by fundraising, sponsorship, and involvement in raising awareness for organizattons such as Autism Speaks, the UC Davis M.I.N.D. Institute, and the Nothern California Special Olympics.
Ganv PHrlLrns, ExecuTwn VrcB PnSSIDENT AND RECRUITER
Since joining Bob Murray & Associates, Mr. Phillips has completed ovet L25 searches for executives and professionals in a wide variety of helds including arimal services, city and general management, planning, legal counsel, cyber security, and human resoufces. Gary's clients have ranged from municipal government to non-profit and private sector organizatlons, and he has sourced outstanding candidates for positions from the level of division managers up to City Managers, Executive Directors, and General Managers.
Gary started his cateer with a Nevr York-based Fortune 100 company and quickly became a Senior Manager, building and running alarge customer service orgarizatton that eventually expanded to 13 countries in Europe. He ptoceeded to hold senior leadership positions in several Fottune 500 companies, with noted successes such as building an otgatization from two to 250 employees worldwide and growing a company from 800 to 7200 employees.
As part of an executive acquisition and rectuiting team, Gary helped build a start-up enterpnse software company in San Francisco, recruiting top-notch talent and building a wodd-class organizaion He has maintained customer relationships in the public sector and the pdvate sector, including medical and frnancial institutions. He prides himself on finding key talent and offering the best customer service to his clients.
Mr. Phillips, along with Ms. Gaeta-Phillips, is involved in his community as a soccer coach, as an organizet of fundraisers for Autism Speaks and the UC Davis M.LN.D. Institute, and as a sponsor of the Northetn Califotnia Special Olympics. Mr. Phillips received his Associate of Science degree and completed additional coursework at Rochestet Institute of Technology, NY.
Bo[r \Iutrar, & .\ssociates Proposal tirr the Citv of ()atpintcria Pagc l() Jonl BnvouN, Vrcn PnnsronNreNo Recnurren
Mr. Bryden has over 30 years of local government experience that he brings to the firm, having retired as Chief of Police in Walnut Cteek, CA prior to joining Bob Murray & Associate s in 201,i.
Throughout his career,Joel has been involved in public sector consulting, with vast experience in hiting and promotional ptocesses, as well as interviewing candidates for advancement in all aspects of local government.
Joel has a soiid reputation as a leader in the public sector and his ability to find and evaluate outstanding applicants for out clients is invaluable in the search process. Since joining Bob Muray & Associates, Joel has conducted over 100 recruitments in a broad range of ,..torc including police, f,rte, building, planning, city management, and general management. He is often called upoi to rectuit specialized ot difficult-to-Frll positions, such as Independent Police Auditor.
Mr. Bryden is a gtaduate of the FBI National Academy and obtained his Bachelor of Arrs Degree in Communication from San Diego State University. He is currently based in Walnut Creek, CA.
YasurN BEERS, SBNron Exncutryn Recnur.rpn
Yasmin Beers brings over 33 yeats of municipal government experience to Bob Murray and Associates. Yasmin tetired as the City Manager for Glendale with a population of over 200,000.
She served as Chief Executive Officer ovetseeing close to 2,000 employies serving in Police, Fire, Public Works, Parks, Community Development, Library Arts & Culture, Innovation performance & Audit, and Water & Power to name a few.
Yasmin's three decades of experience in public service brings extensive background in public sector ftnance, human resoufces management, contract negotiations, strategic planning & or.ganizattonal leadership, policy development, emergency response & planning, team fuildinglnd petformance improvement. Throughout her career,Yasmin has had a great deal of experience in tecruiting, selecting and hiring employees for executive and manaqement level positions with a focus on the orgatizational needs and culture.
Yasmin cuttently serves on the Glendale Adventist Medical Center's Civic Advisory Board and the Advisory Board for Village Christian School. Yasmin is a past member of Soroptimist International of Glendale where she served as President in 1,999/2000. She is a past board member of Glendale Healthy ICds, Salvation Army and the American Red Cross. tn ZOt t ttre Glendale Chamber of Commerce tecognized Yasmin as $7oman of the Year; in 2013 she was the recipient of The Armenian American Woman of Excellence Award; in 2014 Yasmin was tecognized by the Glendale Educational Foundation for her distinguished service and philanthtopic efforts; in 2015, YWCA awatded Yasmin with the Heart & Excellence Award; in 2017, she was recognizedby Business LrfeMagazine as a Women Achiever; and in 2018 the Califotnia State Senate tecognized Yasmin as one of the Woman of the Year, each a tribute to her core values that represent her civic responsibilities, volunteerism and community service.
Yasmin has a Bachelor of Arts degree in Political Science from California State University, Northridge and a Master's degree in Organizational Leadership from Woodbury University.
Ilob i\hrrtar' & .\ssociatcs Pro;roszrl tirt the (lin,of (-arpintctir Plgc 1 l CenunN Y ArDnzr Snruron ExncuTwn RscnurtEn
Carmen Valdez provides executive recruitment and human resource services to municipal government agencies and non-profits. She has more than25 yeats'experience in team-building, executive search, general human resoufces, classification and compensadon, testing, policy development, perfomance management, organizational development, discipline, and other employee relations activities.
Carmen has most recently been consulting with Municipal Resource Group, prior to which she spent over 30 years with the City of Milpitas, a Silicon Valley city of 70,000 residents. In this c pacity, she was responsible for collective bargaining, PEPRA and Affordable Care Act implementation, moderniztngHuman Resource services to improve efficiencies and reduce costs, revamping the Workers Compensation sen'ice delivery and completing a City-wide sttategic plan. Carmen also spent almost 2yeats as the Directot of Recreation Services.
In addition to her significant experience in the public sector, Catmen eatned a Bachelor of Arts degree in Business from the University of Phoenix. She is also a member of Local Government Hispanic Network and League of Women in Government. She is an avid runner and enjoys giving back to her community.
Aneln Fnese, SpNron ExBcu.rrvn Recnultpn
Adele Fres6 brings 27 years of local government expetience to Bob Murray & Associates, having retired as Chief of Police in Salinas, CA prior to joining the firm in2021,. Adele began her public service career in 1985 as an active-duty member of the United States Marine Corps before serving the City of Cotpus Christi for 20 years.
Adele has extensive experience in hiring and ptomotional processes, as well as interviewing candidates for advancement in all aspects of local govetnment.
During her 7 years as a Chief of Police, Adele exetcised strong leadetship and implemented monumental changes leading to the diversification of her agency's sworn staff. Adele's commitment to collaboration with the public and law enforcement agencies earned her the Pattnet of the Year Award from Homeland Secudty Investigations, and her Department the Communiry Policing Award ftom the Community Policing Institute of California.
Adele received her Bachelor of Science degree in CriminalJustice Administration ftom California State University at Hayward, and a minor degree in Sociology. She earned a Master of Science in Public Safety, completed the Senior Executives in State and Local Govetnment program at the Haward l(ennedy School, and PERF's Senior Management Institute for Police. She is a Texas Certified Public Managet.
BnveN HrLL, SENlon ExECUTTE RBcnurTsn
Chief Bryan Hill (ret.) spent over 30 years serving as a public safety leader in the San Francisco Bay Area. During his career, he worked for three appreciably different East Bay cities and developed and led several regional programs providing him a broad perspective of local government. Much of Bryan's career was spent working in a wide variery of lea.dership and IJob Nluttar, & -\ssociatcs Proposal frrr tl-rc (-in, of (iatpintcria l)'rpc ll executive level roles. As a police chief and city department head he was known for a progressive and principled leadership approach.
Throughout his cateer, Bryan emphasized community engagement. As a municipal government executive, he was dedicated to establishing lasting community partnerships, building rt.org teams, and continues to participate in leadership development.
BrTan received the California Police Officer's Associarion Award of Distincuon for his efforts in developing regional partnerships that increased efficiencies, professionalism and service to the community. Bryan teceived his Bachelor of Arts degree in Social Science ftom California State University, Sacramento and he earned a Master of Science in Orgarttzational Leadership. He is a graduate of the FBI National Academy and holds a Cabfonia POST Execurive Certificate.
StecEy StBvsrisoN, SnNron ExBcurrvo Rncnurtnn
In Ms. Stevenson's 32 years of service in municipal government, she worked for the Califotnia cities of San Diego, National City, and Murrieta. Ms. Stevenson began her professional career in City of San Diego as a Petsonnel Analyst and went on to work in the Personnel, Meropolitan Wastewatet, Engineering, and Conttacting departrnents; as well as the City Manager's offrce, progressing ftom Analyst to Deputy Director. She also assumed special projects such as the creation and opening of the City's neighborhood sewice centers and iiaisorto the City Council.
Ftom San Diego she joined the City of National City where she served as the Direcror of Human Resoutces, the Director of Administrative Services, and Deputy City Manager. She oversaw Community Services, Finance, Human Resources, and Information Technology; and managed special projects such as the balloting and passage of the City's local sales tax and the implementation of a new payroll module.
In the City of Mutrieta, Ms. Stevenson served as Administrative Services Director and Deputy City Manager,again overseeing Community Services, Finance, Human Resources and Information Technology and managing special projects. Ms. Stevenson has also served as a commissioner on both the Child Care and Civil Service Commissions for the City of Chula Vista.
Ms. Stevenson holds a Bachelor's degtee in Industrial Organizaaonal Psychology as well as a Mastet of Business Administralion degree with an emphasis in Human Resource M".r"g.-"nt.
DsaNr.Ie CeNTnBrr, ExncurrvE RECRUTTER
Deanna Cantrell bdngs 28 yeats of municipal government passion and experience to Bob Murray & Associates as an executive rectuitet. Deanna is recognized as a prominent driver of public safety leadership, innovative and evidence-based problem solving, advancing trust and community building, and developing leaders. She has a proven record for exceptional communication, talented public speaking, forward thinking policing, strategic planning, staff development, mentoring, and coaching.
Deanna was the Chief of Police for the City of Fairfield, California for over two years. Prior to that, Deanna served almost five years as the Chief of Police in San Luis Obispo (SLO) California, and ovet 21 years with the Mesa, Arizona Police Department where she moved through the ranks from Officer to Assistant Chief.
Rob Nlutrar, & .\ssoci:rtcs I)ropr>sal lcrr tl-re (iin' of Oarpintcria Paec 13 Deanna has built a deep-rooted history of building trust with the community, improving employee health and wellness, and advancing meaningful police transformation. Deanna has developed numerous testing processes, has assisted in over 20 executive recruitments, and is gifted in mentodng, coaching, and recognizing and developing talent. She served fot fout years as the Co-Chair for the Califomia'Sfomen Leadets in Law Enforcement CMLLE) and is the N7LLE Foundation Board President, also chairing the mentoring committee. Deanna served for six years on the California Police Chiefs Association Boatd. She is currently an Executive Fellow for the National Policing Institute and is on the Board fot Police2Peace. In 2018 Deanna was selected as the 24'h District, California Congressional Woman of the yeat, and in 2022, rJfomen Leaders in Law Enforcement established the Deanna Cantrell Exceptional Leadership ^ward.
Deanna holds a Bachelor of Science in Education and a Master of Administration ftom Northern Aizona University. She has an Executive Development Cenificate ftom CA POST, teaches Advancing Ethical Leadership for CA POST through Cal State Long Beach, and is a graduate of Northwestern University Police Staff and Command School where she is also an adjunct faculty member, teaching policy, executive image, strategic planning, internal conflict.
Deanna enjoys the arts, playing the guitar, golfing, and grow'ing futute leaders.
JoN Lrwrs, ExECUTTvE REcRUTTER
Jon Lewis brings over 30 years of municipal government experience to Bob Mutray and Associates. Jon began his career in public service in 7991, with the City of Newport Beach, an iconic coastal community of 53 square miles in Southern Californra. After successfully working his way through the ranks of the Police Department, he honorably retired in December of 2022 after serving as the Chief of Police for neady seven years. Jon is known for his commitment to selfless service, ethical leadership and maintaining longstanding community partnerships. Dudng his tenure as Chief of Police, the Newport Beach Police Department achieved reduction in crime to historic lows through effective, data-driven community policing strategies as well as excellence in emergency response and 911, call answer times.
Jon graduated with honors from California State University Long Beach with a Bachelor of Science degree in Criminal Justice and Speech Communication and holds a Master of Arts degtee in Criminal Justice from Chapman University. He is a graduate of several advanced law enforcement training courses including the California Commission on Peace Officer Standards and Ttaining Command College. Jon has authored two universityJevel textbooks in criminal justice and is an instructor with the Center for CdminalJustice Research and Training at California State University Long Beach.
He and his wife, Darcy, have two children and reside in Otange County.
AlnxeNrRrA KopACK, RECRUTTMENT' AND O pERA'rtoNS MANAGER Alex is the Recruitment & Operations Manager with Bob Murray & Associates, and partners closely with each executive recruiter to support both clients and candidates through the entire recruitment process. Alex also offers support to the rectuitment coordinators by ensuring each Bob trlutrzu' c\ -\ssociates Proposal for thc (lin- o[ (,arpintcria Page l-l employee has the tools necessary for success within the firm. She also posts available positions to job boards, schedules interviews, conducts background checks on candidate., and creates matketing materials for each search.
Alex gtaduated with a bachelor's degree in Business Administration from Boise State University.
She has several years of experience in many different office settings and is eager to assist in the hiting process.
In her spare time, Alex enjoys spending time with her husband , famtly,and poodle (Theo), as well as playing tennis whenever weather allows.
Kersy Lores, RBcnurtuENT CooRDINAToR
ISthy recendy joined the Bob Murray & Associates team after eight years of retirement. She is serving as a Recruitment Cootdinator and brings over 30 years of experience ftom the residential teal estate, state govetnment, and life coaching industries. As a Recruitment Coordinator, I{athy partners closely with executive recruiters to provide support to candidates and clients throughout the tecruitment process. She assists with scheduling, -onducting background checks, crJ"ting marketing materials, and posting advertisements for open recruitments.
I{athy teturned to graduate school in 2015, earned her Master's degree and launched a pdvate lifecoaching practice' She is known for het outgoing personality, attention to detail and collaborative approach to successfully completing executive recruitments. In her free time, IGthy enjoys playing jazz piano, uavel, boating, and playing with her poodle, ,,Rocky,,.
StBprreNrn MeRsrtell, RncRurrMENT CooRDINAToR
Stephanie serves as a Recruitment Coordinator with Bob Murray & Associates, partnering closely with executive recruiters to support clients and candidates through the rJcruitment process. She assists with scheduling interviews, creating marketing materials, posting adverdsements, and conducting background checks, as well as many other administr-at-ive tasks that contribute to the success of each recruitment.
Stephanie gtaduated with a Bachelor's degtee in Anthropology and earned aParalegal certif,tcalion from the Universiry of California, Davis. She's worked in vadous offices before her time at Bob Murray & Associates and is excited to assist in the hiung process.
During het fiee time, Stephanie enjoys spending time with family, read.ing high fantasy novels, and being out on the water.
StepH SouzA, Assrstalr RBcnurtlrENT CooRDINAToR
Steph serves as an Assistant Recruitment Coordinator with Bob Murray & Associates and suppofts clients and candidates during the executive recruitment process. She assists with a variety of administrative tasks that contribute to the success of each recruitment such as creating marketing materials, conducting recruitment outreach, coordinating interviews, conducting background checks, and creating interview books.
Bob l\Iurral' & -\ssociatcs I)r<>posal [<rr dre (]in of(iatpinteria Pagc l-5 Steph graduated with a bachelor's degree in Business Administration from Sacramento State University. She has worked in other Human Resources toles before her time at Bob Muttay & Associates and is happy to assist in the hidng process.
Dudng her free time, Steph enjoys weighdifting, being in nature, and spending time with her cat (Mochi).
GrNr HBnNDoN, CoNTRAcrs AonarNlstnetoR/ BooKKEEPER
Ms. Gini Herndon is the Contacts Administatot/Bookkeeper at Bob Muray & Associates. Ms.
Herndon is the first point of contact at Bob Murtay & Associates and has an extensive administtative backgtound in business law.
Ms. Herndon is known for her collaborative approach as she wotks closely with our internal team and clients to ensure a successful search. As a first point of contact, Ms. Herndon is highly professional and maintains a high level of confidentiality and sensitivity.
Bob Nlurral- & Associates Proposal fot the Ciq, of Catpinteria Page 1 6 Conpons,rtoN
Bob Murray & Associates was founded in May 2000 and operated under the corporation name MBN Services, Inc. until June 2074; our new colporatio., ,r"-. is GVP ientures, Inc., incorporated in Californa in 2074. Contact informatjon for the corporation and the firm is as follows:
GVP Ventures, Inc. OR Bob Muray & Associates
1544 Eureka Road, Sre. 280
Roseville, CA 95661
(e16) 784_e080
apply@bobmurrayas soc.com
Our corpotation and firm arc financially sound (and have been so since 2000), with documentation ftom out accountant available to your otgatizaion prior to hnal execution of a professional service agreement. We have never been involved in any lit-igation, aside from o.r, p.rro^n.rel sewing as expeft wttnesses.
P n op p: s s to NA L A s s o c rA l'roNs
Out ffm, reptesented by our President Valerie Gaeta Phillips andf or our Executive Vice Ptesident Gary Phillips, is involved in the following organtianons ro temain engaged with current and futute issues relevant to the work we conduct on behalf of clients tit e City of Carpinteria:
* Catfornia Special Districts Association - Member ) C"lifornia City Management Foundation (CCMF) - Member * Internati onal'city/cJunry Management Associarion (ICMA) - Mentber * L.ag.t. of California Cit-ies - l*nynt partner * Leagrr. of Women in Governm ent - Sponsorf Member * Mnnicipal Management Association of Northern California (MMANC) -Sponsorf Menber * Vt.tni.ipal Management Association of Southern Califomia llrtmSC)'-Sjonsor/Menber * N"tion"l Forum for Black Public Administrators (NFBPA) - Conniriee meruberfor Marketing and Branding
Membets of our leadership team not only attend events sponsored by these associations but are also frequendy called upon to serve as panel members and to provide speciatzed lectures regarding industry-specific issues.
Recent and upcoming speaking engagements and trainings provided by our staff include:
+ "Role of the ChieP' class, presented by Joel Bryden on behalf of the Califonia police Chiefs Associarion
.r Otganizat:,on of Latino Affairs invited speaker - Valerie Phillips fot Hispanic Heritage Month; and
+ "The Next Step on Your Cateet Ladder: A Rung Up or a Missed Stepl What City Managers are Seeking to Create a Dream Team," Bob Murray & Associates is a leading participant on the MMANC 2019 Conference panel
Bob i\Iulra1, & .\ssociirtcs Pr-oposal for the (lin oF(,arpintcla I)aee I 7
REFERENCES
Clients and candidates are the best testament to our ability to conduct quality searches. Clients fot whom Bob Muray & Associates has tecently conducted similat seatches are listed below.
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lYe apprcciate the City of Carpinteria's consideration of our prcposal and look forward to working with you.
Bos;14gs1plrY & AseotrrATEEt
Exrrrrl r.r Exrou?tvf laaioH
City of Campbell, CA
Assistant City Manager
Mr. Brian Loventhal, City Manager
(408) 866-212s
City of Healdsburg, CA
Assistant City Manager
Mr. Jeff IGy, City Manager
(707) 431-331.8
City of La Puente, CA
Community Services Director
Mr. Bob Lindsey, City Managet
(626) 8s5-1s00
Mr. Ttoy Gtunklee, Director of Administrative Services
(626) 8ss-1500
City of Cupertino, CA
Directot of Parks and Recreation
Ms. Vanessa Guerra, Human Resources Manager
(408) 777 -3201
Bob Nluttal. & lssociates Proposal for the Ciq. of Carpinteria Page l fl