PROPOSAL
City of East Palo Alto
Executive Recruitment Services for
Police Chief
Due Date: January 21, 2022
12:00 PM PST
Your Path to Performance
SUBMITTED BY:
MELISSA ASHER
Sr. Practice Leader, Products and Services
CPS HR Consulting
4 West Dry Creek Cir, Ste 100
Littleton, CO 80120
P: 916-471-3358
[email protected]
Tax ID: 68-0067209
www.cpshr.us
2450 Del Paso Road, Suite 220 Sacramento, CA 95834 www.cpshr.us Tax ID: 68-0067209 January 21, 2022
Patrick Heisinger, Assistant City Manager
City of East Palo Alto
2415 University Avenue
East Palo Alto, CA 94303
Submitted via email to: [email protected]
Subject: Executive Recruitment Services for Police Chief Dear Mr. Heisinger:
CPS HR Consulting (CPS HR) is pleased to have the opportunity to submit a proposal to assist the City of East Palo Alto (City) with the recruitment of a new Police Chief. We understand that each agency is unique, and our extensive experience allows us to tailor our process to specifically meet your needs. Our work with local government agencies throughout the United States gives us an in-depth understanding of government operations, programs, and services.
The recruitment of this key position at this unique time in history presents a pivotal moment to shape and prepare your City for the future. We are uniquely qualified to undertake this effort as we have vast experience in assisting public agencies with executive search, screening, and placement. We have expertise across the spectrum of Human Resources services and will bring a holistic approach to this recruitment, including the importance of equity, inclusion and diversity. In addition, we recently completed the Police Chief searches for the cities of Lathrop, California and Sheridan, Colorado for which we received 38 and 63 applications respectively.
Once this project begins, we will work with the City to tailor our process to highlight this exciting opportunity and attract the best possible candidates. Our goal throughout this recruitment will be to navigate this process with honesty, integrity and sound management regarding time and resources, while embracing the goal to foster an environment that promotes equality, teamwork, positive communication, leadership, and accountability.
It is our commitment to work in partnership with your organization to a successful result.
Thank you for the opportunity to be considered for this engagement. Should you have questions or comments about the information presented in this proposal, please contact me at [email protected] or (916) 471-3358.
Sincerely,
Melissa Asher
Senior Practice Leader, Products and Services
Proposal to the City of East Palo Alto
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Table of Contents
A. Vendor Qualifications and Experience ....................................................................................... 1 About CPS HR Consulting .......................................................................................................................... 1 Recruitment Experts ................................................................................................................................. 2 B. References .................................................................................................................................. 4 C. Proposed Methodology .............................................................................................................. 6 Key Stakeholder Involvement ................................................................................................................... 6 City’s Needs............................................................................................................................................... 6 Commitment to Communication .............................................................................................................. 6 Aggressive, Proactive, and Robust Recruitment....................................................................................... 6 Diversity Outreach Process....................................................................................................................... 7 Scope of Work........................................................................................................................................... 8 Phase I - Develop Candidate Profile and Recruitment Strategy ............................................................... 8 Phase II – Aggressive, Proactive, and Robust Recruitment....................................................................... 9 Phase III – Selection ................................................................................................................................11 Proposed Timeline ..................................................................................................................................13 Executive Recruitment Team ..................................................................................................................14 Proposed Changes to Contract Template..................................................................................... 19 Appendix A: Sample Brochure ...................................................................................................... 20 Proposal to the City of East Palo Alto
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A. Vendor Qualifications and Experience
About CPS HR Consulting
CPS HR Consulting has been assisting organizations with their talent management needs for over 35 years. We have unique expertise in delivering HR management and consulting services, employment testing, and assessment services to government agencies throughout North America. Our core competency is its knowledge of and expertise in the public sector.
CPS HR offers clients a comprehensive range of competitively priced services, all of which can be customized to meet your organization’s specific needs. We are committed to supporting and developing strategic organizational leadership and human resource management in the public sector. We offer expertise in the areas of organizational strategy, recruitment and selection, training and development, and organization and workforce management.
CPS HR occupies a unique position among its competitors in the field of government consulting; as a Joint Powers Authority, whose charter mandates that we serve only public sector clients, we actively serve all government sectors including Federal, State, Local, Special Districts, Higher Education, and Non-Profit Organizations. This singular position provides CPS HR with a systemic and extensive understanding of how each government sector is inter-connected to each other and to their communities. That understanding, combined with our knowledge of public and private sector best practices, translates into meaningful and practical solutions for our clients’ operational and business needs.
With more than 85 full-time employees as well as 200+ project consultants and technical experts nationwide, CPS HR delivers breakthrough solutions that help public sector organizations impact the communities they serve. CPS HR has worked with more than 1,200 government and public/non-profit clients throughout the United States and Canada.
Our headquarters are located in Sacramento, California. We have regional offices in Austin, TX; Littleton, CO; and Orange County, CA.
ƔƔƔ
OUR VISION:
Enabling people to
realize the promise of
public service
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Recruitment Experts
CPS HR specializes in the recruitment and selection of key professionals for cities, counties, special districts, and non-profits. Working in partnership with the governing body or selection team, we develop customized search strategies that focus on locating and recruiting qualified candidates who match the agency’s unique needs. Our wealth of recruitment experience has been gained through more than 19 years of placing top and mid-level executives in public agencies throughout the United States.
Unmatched Recruitment Experience for Government Agencies. CPS HR has extensive experience in recruiting executive-level professionals for public agencies across the United States. As a public agency ourselves, we understand how to work with and within government. Our understanding of public sector culture and policy uniquely sets us apart from our competitors.
Seasoned Executive Recruiters. Our recruiters possess a high level of expertise in recruiting and placing executive-level professionals. Our staff of experts includes an exceptional group of full-time employees as well as a full complement of subject matter experts, intermittent employees, and part-time employees with a variety of public and private sector experience.
Detailed Needs Assessments. We conduct a detailed needs assessment to identify 1) future organizational direction; 2) challenges facing the position; 3) the working style and organizational climate; and 4) required core and job specific competencies as well as personal and professional characteristics.
Success Recruiting Non-Job Seeking Talent. We recognize that the very best candidates for some types of positions may not be looking for a career change, therefore, our recruitment team takes a very aggressive approach to identify and recruit such candidates.
Vast Pool of Public Agency Contacts. CPS HR maintains a database of candidates and an extensive network of external resources to leverage for executive-level positions. We utilize our vast pool of public and non-profit contacts to deliver a strong list of competitive candidates who will be well prepared to assist you in the accomplishment of your specific mission and goals.
Satisfied Clients. Our executive search client satisfaction rating averages 4.6 on a scale of 5. While many companies talk about client satisfaction, how many measure the impact of that through assessing client satisfaction by distributing written surveys and tying the results of these surveys to their performance management system? CPS HR Consulting does. A client satisfaction survey is sent at the end of every engagement requesting feedback on the quality of our staff, deliverables, and the overall consulting relationship. Retention/Success Rate. Our success rate is tied to the longevity of the candidates we place, currently more than 91% of our placements are still in their position after two years.
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Partial list of recruitments. Below is a brief listing of recent recruitments to show our experience with similar executive recruitments.
Agency Title Year Completed
City of Rocklin, CA Chief of Police (Outreach Only) Current City of Lathrop, CA Police Chief 2021
City of Sheridan, CO Chief of Police 2020
Contra Costa County, CA Chief Probation Officer 2020
City of Aurora, CO Public Safety Communications Center Director 2020 LA Metro Chief of Systems Security and Law Enforcement 2020 City of Redlands, CA Fire Chief 2019
City of Las Vegas, NV Fire Communications Supervisor 2018 South Metro Fire Rescue, CO Chief Human Resources Officer 2018 City of Missouri City (Fire
Department), TX
Emergency Management Coordinator 2018
Town of Los Gatos, CA Chief of Police 2017
City of Fairfield, CA Police Social Services Program Coordinator 2017 City of Aurora, CO Fire Chief 2017
City of San Jose (Fire
Department), CA
Deputy Director of Administration 2017
California State Assembly Chief Sergeant-at-Arms 2016
California Department of Toxic
Substance Control
Director, Office of Emergency Management 2016
California Office of Emergency
Services
Assistant Director of Public Safety
Communications
2016
Cosumnes Community Services
District, CA
EMS Division Performance and Development
Manager
2016
City of Missouri City, TX Fire Chief 2016
Orange County Fire Authority,
CA
Human Resources Director 2016
County of Orange, CA Chief Deputy Probation Officer 2016 County of Santa Barbara, CA Director, Office of Emergency Management 2016 Five Cities Fire Authority, CA Fire Chief 2015
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B. References
Provided below is a partial list of clients we have recently worked with in providing similar executive recruitment services. We are confident that these public-sector clients will tout our responsiveness and ability to successfully place candidates that were a good fit for their organization’s needs.
CLIENT/POSITIONS CONTACT(S)
City of Lathrop
390 Towne Centre Drive
Lathrop, CA 95330
Police Chief (2021)
Teresa Vargas, City Clerk
(209) 941-7230
[email protected]
Project Information: CPS HR just completed a full recruitment (Phases I-III) for this growing Central Valley city. After many years of contract services, the City is standing up its own police department and CPS HR is assisting with the recruitment of the entire force. The response to this recruitment was excellent netting a highly-qualified, diverse pool of 38 applicants. The selection process was robust and included a three-panel interview process – a Police Chief Panel, Community Panel and Department Head Panel. Candidates then met in small groups with the City Council as well. The City Manager is extremely pleased with the process and final outcome.
City of Sheridan
4101 S Federal Boulevard
Sheridan, CO 80110-5399
Chief of Police (2020)
Devin Granbery, City Manager
(303) 762-2200
[email protected]
Project Information: CPS HR completed a full recruitment (Phases I-III) for this small Colorado town located in the Denver Metroplex. The response to this recruitment was excellent netting a highlyqualified, diverse pool of 63 applicants. This process was conducted completely virtually during the current pandemic and included a three-panel interview process – a Police Chief Panel, Community Panel and Department Panel. The City Manager is extremely pleased with the process and final outcome.
City of Aurora
15151 E. Alameda Parkway
Aurora, CO 80012
Public Safety Communications Center Director
(2020)
Fernando Gray, Fire Chief
(303) 326-8999
[email protected]
Or
Jason Batchelor, Deputy City Manager
(303) 739-7060
[email protected]
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CLIENT/POSITIONS CONTACT(S)
Project Information: CPS HR completed a full recruitment (Phases I-III) for this large Denver suburb. The recruitment required significant outreach as the position paid less than comparable positions in neighboring areas. However, the process netted six very strong candidates of the 23 applicants. A robust selection process included a first round of Skype interviews with representatives of both Fire and Police with the six initial candidates and a final process of three panels – Department Heads, Executive Team and Peer Panel – and a Meet and Greet for all employees. A recent follow-up conversation with the Deputy City Manager indicated the chosen candidate has been an exceptional addition to the City.
LA Metro
One Gateway Plaza
Los Angeles, CA 90012
Chief of Systems Security and Law Enforcement
(2020)
Sandra Blanco-Sanchez, Director of Talent
Acquisition
(213) 418-3102
[email protected]
Project Information: CPS HR assisted the nation’s second largest public transit system with their recruitment of a Chief Law Enforcement Officer. The recruitment netted 42 applications and resulted in the successful placement of the Deputy Chief of the Los Angeles Police Department (LAPD).
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C. Proposed Methodology
Key Stakeholder Involvement
The City Council and the Human Resources Support Staff (HR Staff), on behalf of the City of East Palo Alto, must be intimately involved in the search for a new Police Chief. Our approach assumes their direct participation in key phases of the search process. We assume the City Manager would also be consulted during the early stages of the hiring process to provide input to the recruitment. At the discretion of the City Council, other key stakeholders may also be invited to provide input for the development of the candidate profile.
City’s Needs
A critical first step in a successful executive search is for the City Council and the HR Staff to define the professional and personal qualities required of the Police Chief. CPS HR has developed a very effective process that will permit the City Council and the HR Staff to clarify the preferred future direction for the City; the specific challenges the City is likely to face in achieving this future direction; the working style and organizational climate the Council and City Manager wish to establish with the Police Chief; and ultimately, the professional and personal qualities required of the Police Chief.
Commitment to Communication
Throughout the recruitment process, we are strongly committed to keeping you fully informed of our progress. We will collaborate with you to provide updates on the status of the recruitment via your preferred method of communication (phone conference, email, etc.).
We place the highest level of importance on customer service and responding in a timely manner to all client and candidate inquiries. Our previous clients and candidates have expressed a sincere appreciation for our level of service and responsiveness to the management of the recruitment process. As a result, we have many long-term relationships with clients that have led to opportunities to assist them with multiple recruitments.
CPS HR’s communication continues once you have selected the new Police Chief. We will contact the City Manager and the newly appointed Police Chief within six months of appointment to ensure an effective transition has occurred.
Aggressive, Proactive, and Robust Recruitment
We take an aggressive approach in identifying and recruiting the best available candidates. There are those candidates who would gladly rise to the professional challenge and apply for this position; however, some of the best candidates are often not actively seeking a new position and may only consider a change once we present them with your opportunity. Evoking the sense of vision and opportunity in qualified persons is among the responsibilities of CPS HR, and we pride Proposal to the City of East Palo Alto
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ourselves in our efforts to reach the best available potential candidates. We use advertisements, directly email the outreach brochure, post messages and connect with potential candidates on business media such as LinkedIn, and of course, pick up the phone and call qualified individuals and referral sources.
Diversity Outreach Process
CPS HR strives to attract the most highly qualified, diverse candidate pool possible. We are pleased that our diligent efforts have resulted in more than 57% of our executive level placements being minority and/or female candidates within the past three years. During a recent search for a Chief Probation Officer in Marin County, California, the pool of six finalists included five underrepresented minorities. We believe our City Manager search for East Palo Alto is another excellent example of our diverse outreach process as it was a high priority of the Mayor and City Council to pursue and demonstrate a diverse outreach process.
We accomplished this by advertising with organizations like the National Forum for Black Public Administrators and the Local Government Hispanic Network in order to reach these specific population groups. We also sought candidate referrals from local subject matter experts and the national leadership of groups like Women Leading Government. By taking the time to directly contact these influential industry experts, we ensured that we captured the maximum number of distinguished candidates – particularly those who are well-known in their industries, but who may not be actively looking for a new job.
The result was an incredibly diverse finalist group. One Councilmember mentioned that he had checked with neighboring communities behind the scenes regarding their recent recruitments and could confirm that our candidate pool was most impressive in comparison – likely in terms of quantity, quality, and diversity. We believe this intimate knowledge of East Palo Alto makes us uniquely qualified to conduct the Police Chief recruitment.
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Scope of Work
Our proposed executive search process is designed to provide the City with the full range of services required to ensure the ultimate selection of a new Police Chief uniquely suited to the City's needs.
Phase I: Our consultant will meet with the City Council and the HR Staff to ascertain the City’s needs and ideal candidate attributes, to target our search efforts, and maximize candidate fit with the City.
Phase II: The recruitment process is tailored to fit the City’s specific wants and needs, with targeted advertising, combined with contacts with qualified individuals from our extensive database.
Phase III: The selection process is customized for the City. CPS HR will work with the City Council and the HR Staff to determine the process best suited for the City of East Palo Alto.
The first step in this engagement is a thorough review of the City’s needs, culture and goals; the executive search process; and the schedule. CPS HR is prepared to meet with key stakeholders to obtain input in developing the ideal candidate profile and to assist us in understanding key issues and challenges that will face a new Police Chief. Activities will include:
Identifying key priorities for the new Police Chief and the conditions and challenges likely to be encountered in achieving these priorities. Describing the type of working relationship the City Council and the HR Staff wishes to establish with the Police Chief.
Develop
Candidate
Profile and
Recruitment
Strategy
Phase I Aggressive,
Proactive,
and Robust
Recruitment
Phase II
Selection
Phase III
Phase I - Develop Candidate Profile and Recruitment
Strategy
Task 1 - Review and Finalize Executive Search Process and Schedule Task 2 - Key Stakeholder Meetings
Task 3 - Candidate Profile and Recruitment Strategy Development Task 4 – Develop Recruitment Brochure
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Generating lists of specific competencies, experiences, and personal attributes needed by the new Police Chief in light of the discussions above. Discussing recruitment and selection strategies for the City Council and the HR Staff’s consideration to best produce the intended results.
CPS HR will provide a summary to the City stemming from these activities as an additional source of information for developing the candidate profile and selection criteria.
Following the completion of the workshop session, CPS HR will work with a professional graphic artist to design a recruitment brochure and present it to the City for review prior to printing.
Please refer to Appendix A for a sample brochure. Additional brochure examples are available on our website at www.cpshr.us/search.
The recruitment process is tailored to fit the City’s specific wants and needs, with targeted advertising, combined with personal contacts with qualified individuals from our extensive database. CPS HR prides itself on the active outreach and research performed by the recruiter during the search process to ensure a strong candidate pool for your positions CPS HR will prepare, submit for your approval, and publish advertisements in appropriate magazines, journals, newsletters, job bulletins, and websites to attract candidates on a nationwide, regional, local or targeted basis based on the recruitment strategy. Examples may include:
Advertising Sources
x City’s website
x CPS HR website
x Western City
x LinkedIn
x California Police Chiefs’
Association
x Hispanic American Police
Command Officers Association
x International Association of Chiefs of Police
x National Organization of Black Law Enforcement
Executives
x National Association of Women Law
Enforcement Executives
x National League of Cities
x Same Shield (Outreach)
As a consulting firm that interacts with hundreds of public sector executives during engagements, we have a cadre of individuals who we inform of recruitments, both to increase the visibility of the opening and to attract appropriate individuals who fit the special needs of our client.
Phase II – Aggressive, Proactive, and Robust Recruitment Task 1 – Place Advertisements
Task 2 - Identify and Contact Potential Candidates
Task 3 – Resume Review and Screening Interviews
Task 4 – City Manager Selects Finalists
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Communication with these professionals ensures that an accurate picture of the requirements of the job is apparent and proliferated throughout their professional networks.
CPS HR is focused on reaching a diverse candidate pool and would recommend publications/websites that are targeted to minority and female candidates. In addition to placing ads on websites aimed at minority candidates, we will contact leaders within appropriate associations to gain their insight and referrals of possible candidates.
Within the past three years, more than 57% of our executive level placements have been minority and/or female candidates.
CPS HR will prepare an email distribution list containing prospective candidates and referral sources. These individuals will receive a link to the Police Chief brochure along with a personal invitation to contact CPS HR should they have any questions about the position.
CPS HR maintains a comprehensive, up-to-date database of industry leaders and experienced professionals; however, we do not rely solely upon our current database. We also conduct research to identify individuals relevant to your specific needs and expectations to ensure that we are thorough in our efforts to market this position to the appropriate audience and to garner a diverse and quality pool of candidates.
We will:
Convey a strong sense of the purpose and strategy of the City. For many talented individuals, understanding these aspects is one of the key motivators to compete in such an environment.
Provide guidance and resources to candidates regarding the area’s cost of living, mean and median housing prices, higher education opportunities, K-12 education information, and other aspects of interest to those who are considering relocating to the area. Actively seek highly qualified candidates who may be attracted by the prospect of collaboration with other departments, providing exceptional leadership to the City or continuing to ensure the public confidence in the integrity of the City.
CPS HR will directly receive and initially screen all resumes. This screening process is specifically designed to assess the personal and professional attributes the City is seeking and will include a thorough review of each candidate's resume, and if applicable, supplemental questionnaire responses and other supporting materials. HR Staff and CPS HR will conduct a personal screening interview via tele/videoconference with those candidates who fit the City’s ideal candidate profile and spend extensive time ascertaining each candidate’s long-term career goals and reasons why the candidate is seeking this opportunity, as well as gaining a solid understanding of the candidate’s technical competence and management philosophy. We will gather data on any other unique aspects specific to this recruitment based upon the candidate profile, as well as conduct internet and media research on each candidate interviewed. In addition, should the City desire, CPS HR is able to record the candidate’s response to one or two Proposal to the City of East Palo Alto
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questions, which enables the City to view the candidates prior to choosing their semi-finalist pool.
CPS HR will prepare a written report that summarizes the results of the recruitment process and recommend twelve candidates for further consideration by the City Council. The report will recommend twelve highly qualified candidates and will include resumes and a profile on each interviewee's background. CPS HR will meet with the City Council and HR Staff to review this report and to assist them in selecting a group of finalists for further evaluation.
CPS HR will design a draft selection process based on information gathered in Phase I. We will meet with the City to review this process and discuss the City’s preferred approach in assessing the final candidates. The selection process will typically include an in-depth interview with each candidate but may also include other selection assessments such as an oral presentation, preparation of written materials, and/or problem-solving exercises.
We will coordinate all aspects of the selection process for the City. This includes preparing appropriate materials such as interview questions, evaluation manuals, and other assessment exercises; facilitating the interviews; assisting the City with deliberation of the results; and contacting both successful and unsuccessful candidates.
Following the completion of the selection process, CPS HR will be available to complete the following components:
Arrange Follow-up Interviews/Final Assessment Process: Should the City wish to arrange follow-up interviews and/or conduct a final assessment in order to make a selection, CPS HR will coordinate this effort.
Conduct In-Depth Reference Checks: The in-depth reference checks are a comprehensive 360-degree evaluation process whereby we speak with current and previous supervisors, peers, and direct reports. (It is our policy to not contact current supervisors until a job offer is made, contingent upon that reference being successfully completed, so as not to jeopardize the candidates’ current employment situation.) Candidates are requested to provide a minimum of five references. CPS HR is able to ascertain significant, detailed information from reference sources due to our commitment to each individual of confidentiality, which leads to a willingness to have an open and candid discussion and results in the best appointment for the City. A written (anonymous) summary of the reference checks is provided to the City.
Phase III – Selection
Task 1 - Design Selection Process
Task 2 - Administer Selection Process
Task 3 – Final Preparation for Appointment
Task 4 – Contract Negotiations
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Conduct Background Checks: As required by California POST, Police Chief background checks must be conducted by a POST certified investigator. CPS HR is available to assist in identifying a qualified firm. This cost is not represented in our price quote and is usually a direct arrangement between the Investigator and the City. The cost of a typical background check (civil, driving, credit, employment, education) is included in our fee structure.
Contract Negotiation (if requested): Successful negotiations are critically important, and we are available to serve as your representative in this process. With our expertise, we can advise you regarding current approaches to various components of an employment package. We can represent your interests with regards to salary, benefits, employment agreements, housing, relocation, and other aspects, with the ultimate goal of securing your chosen candidate.
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Proposed Timeline
The project team CPS HR has selected is prepared to begin work upon receipt of a fully-executed contractual agreement. All search activities up to and including the selection of a new Police Chief can be completed in 14 to 16 weeks. The precise schedule will depend on the placement of advertising in the appropriate professional journals, and the ability to schedule, as quickly as possible, the initial meeting. A proposed schedule of major milestones is presented below.
Task Name Month 1 Month 2 Month 3 Month 4
Weeks 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16
Initial Meeting/ Candidate
Profile ¾
Draft Brochure ¾
Brochure Approved/
Printed & Place Ads ¾
Aggressive Recruiting ¾
Final Filing Date ¾
Preliminary Screening ¾
Present Leading
Candidates ¾
Semi-finalist Interviews ¾
Reference/
Background Checks ¾
Finalist Interviews ¾
Appointment ¾
Weeks 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16
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Executive Recruitment Team
CPS HR has assembled a strong project team with each member possessing extensive recruiting experience and a direct, in-depth understanding of local government. Our executive recruitment team will work collectively to fulfill the City’s needs in a timely and effective manner. We are committed to providing each of our clients the same level of service excellence, and we take great care not to take on more work than this commitment allows. We will not utilize subcontractors for these services. No staff members will be removed or replaced without the prior written concurrence of the City.
Role/Project Assignment Name Phone Email
Manager, Executive Recruitment Pamela Derby (916) 471-3126 [email protected] Senior Executive Recruiter Andrew Nelson (916) 471-3329 [email protected] Senior Executive Recruiter Kylie Wilson (916) 471-3325 [email protected] Senior Executive Recruiter Paula Adams (916) 471-3350 [email protected] Executive Recruiter Joanne Peterson (916) 471-3359 [email protected] Executive Recruiter David Niemeyer (916) 263-1401 [email protected] Associate Executive Recruiter Fatima Nukic (916) 471-3308 [email protected] Associate Executive Recruiter Rachael Danke (916) 263-1401 [email protected] Team Biographies
Pamela H. Derby, Supervising Executive Recruiter, Project Manager Since joining CPS HR Consulting in 2003, Pam Derby has conducted a wide range of recruitments for county, city, special district and association executives including city attorney, executive director, general manager, city manager, assistant and deputy city manager, Chief of Police, community and economic development director, human resource director, finance director, city administrator, registrar of voters, library director, and director of information technology in addition to specialized support positions. She specializes in recruitments requiring extensive stakeholder and community engagement and has perfected these processes for CPS HR.
Ms. Derby has just completed the Police Chief recruitments for the cities of Lathrop, CA and Sheridan, CO and recently completed the Public Safety Communications Center Director recruitment for the City of Aurora, CO.
Prior to joining CPS HR, Ms. Derby served as the Aide to the Yuba County Board of Supervisors serving as the Board’s liaison to County Department Heads, the community, and the media. This Proposal to the City of East Palo Alto
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experience provided her with a unique perspective into the special circumstances that exist in a Board/Council-Manager relationship and a keen awareness of the inner workings of local government. She is sensitive to balance the wants of the community with the needs of the client so as to tailor a recruitment process that reaches out to the most appropriate candidates and ensures a diverse group of individuals from which to make a selection. She has successfully employed these techniques in jurisdictions ranging from under 10,000 to 10 million. Moreover, she employs a firmly-held personal philosophy that candidates must be treated with the same respect and careful consideration as her client.
Prior to her local government service, Ms. Derby served in the private sector and with several non-profit lobbying associations. She was responsible for the management of several large consumer groups.
Andrew Nelson, Senior Executive Recruiter
Andrew Nelson brings an extensive background in government service to his role as Executive Recruiter at CPS HR Consulting through city administration, transportation planning, and court management as well as professional recruiter training from the U.S. military.
Mr. Nelson has significant experience with recruitments of professional and management positions for the public sector. Prior to joining CPS HR Consulting, Mr. Nelson served as City Administrator for the City of Kemmerer, WY and as director of the Casper Area Metropolitan Planning Organization. This hands-on experience gives Mr. Nelson perspective to the mindset and needs of senior public officials recruiting open positions.
Beyond recruitment, his duties included comprehensive administration of their human resources policies. This consisted of assessing job performance, approving job descriptions and their associated revisions, revising employee policies, leading collective bargaining negotiations for the city, assessing and investigating risk management claims, and continuing training for all employees.
Additionally, Mr. Nelson currently serves the United States Coast Guard as an Auxiliary Recruiter.
He received formal training in recruitment, including sales, marketing, and interviewing skills at the Coast Guard Training Center Cape May (New Jersey) and has received an Auxiliary Commandant Letter of Commendation and three Coast Guard Meritorious Team Commendations as a direct result of his recruiting efforts.
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Kylie Wilson, Senior Executive Recruiter
Kylie Wilson has over twenty-five years of professional and management experience in the public sector. Ms. Wilson has worked directly with local government organizations and associations, predominately human resources personnel, city management, parks and recreation, project management, employee development, executive recruitment, strategic planning, live training and workshops and other client needs.
Ms. Wilson has conducted numerous executive recruitments for all types of organizations for General Manager/Administrators, Chief Information Officers, Chief Financial Officers, City Auditors, City Clerks, Directors for various departments, Housing Policy Directors, along with numerous other manager level positions.
She has a passion for public service and a strong skill set for being mission driven and results oriented, while always maintaining an optimistic and engaging demeanor. Ms. Wilson also provided management and oversight to key programs, projects and processes by evaluating City operations and making recommendations to improve operational implementation of a strategic plan, to include short-term and long-term goals and objectives, for City operations, and identifying opportunities for improving methods and procedures.
Paula Adams, Senior Executive Recruiter
Paula Adams brings over 25 years of public sector Human Resources experience with extensive managerial assignments as Human Resources Director and Director of Airports Administration with the City of Los Angeles.
Ms. Adams is well known for thinking strategically, contributing a constructive point of view, dissecting organizational barriers and applying active listening. Ms. Adams has been a leader on a few strategic planning design teams and held a leadership role with organizational cultural shifting to foster diversity and inclusion in the workplace.
For 21 years, Ms. Adams had a leadership role for Los Angeles World Airports (LAWA), one of the largest airport complexes in the world. As an established and credible leader with Human Resources – Ms. Adams led recruitments for Deputy Executive Director, Assistant Airport Police Chief, Airport Police Chief, and Chief Financial Officer at LAWA.
Ms. Adams holds a Master of Public Administration from CSU Dominguez Hills and a Certificate in Corporate Litigation from UCLA Extension and serves on the Board of Directors of the Western Region International Public Management Association for Human Resources (WRIPMA) and is the 2021-2022 WRIPMA President.
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Joanne Peterson, Executive Recruiter
Joanne Peterson is a proven visionary and leader in supporting and sustaining a healthy workplace culture.
Ms. Peterson has over twenty-five years of direct experience in the public sector. She has worked with local government organizations and associations, predominately in human resource management, County management, and metropolitan transportation authority among others.
Prior to joining CPS HR Consulting she served as the Chief Human Capita & Development Officer for the Los Angeles County Metropolitan Transportation Authority. In this role, she served as department chief leading a staff of HR professionals that is comprised of eight operating units, including Talent Acquisition (recruitment, selection hiring, compensation & classification and employee on-boarding), Strategic Workforce Planning (short/long term workforce projects, succession planning, and veteran outreach), Employee Relations and Talent Development (employee readiness and employee advancement), Labor Relations, Pension and Benefits and General Services. She has built world-class workforce programs with a focus on change management, leadership development and strategic planning. The hallmark of her career has been to develop our future leaders while building strategic workforce plans.
David J. Niemeyer, Executive Recruiter
David Niemeyer brings an extensive experience in government services to the CPS HR Consulting Executive Recruitment team. Through his roles as Village Manager, City Manager, Village Administrator, and City Administrator/Assistant to the Mayor all in the state of Illinois. Human resources and senior executive recruitment are areas that he excels in and thoroughly enjoys.
Mr. Niemeyer led recruitments for over 15 department head vacancies as well as numerous other management positions. This included preparing recruitment profiles and brochures, screening candidates and creating a list of top candidates for the elected officials, developing interview questions, managing assessment centers, conducting background checks, and negotiating employment offers. His most recent large recruitment was for the police chief of Tinley Park which included a day long assessment center.
Additionally, he has worked in a variety of different communities in terms of wealth, demographic, political stability, culture and differing goals. A candidate that is successful in one community may not be successful in other, and so it is important that a recruiter understands the importance of candidate fit in an organization. Mr. Niemeyer’s experience in diverse communities will help in screening candidates that are a good match for an organization.
Proposal to the City of East Palo Alto
Executive Recruitment Services for Police Chief
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Fatima Nukic, Associate Executive Recruiter
Fatima Nukic has over ten years of professional experience in the public sector. She has assistant on a wide range of recruitments for county, city, special district, and association executives including executive director, city attorney, police chief, human resources director, finance director, health and human services director, risk manager, environmental resources director, to name a few. Ms. Nukic is an action-oriented and results-driven leader who thrives on finding new ways to promote recruitments and finding ideal candidates. She brings an extensive background in promoting, sourcing, and social media marketing to her role as an Associate Executive Recruiter at CPS HR Consulting.
Rachael Danke, Associate Executive Recruiter
Rachael Danke has spent her entire career in the non-profit and public sector. With 5 years of experience in Human Resources, Rachael has assisted agencies with recruitment, hiring, benefits, policy analysis and development, and more. She is currently finishing her Master's Degree in Human Resources at Pepperdine University and is excited to continue to attract new talent to the public sector.
Proposal to the City of East Palo Alto
Executive Recruitment Services for Police Chief
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Proposed Changes to Contract Template
CPS HR’s Contracts Manager has reviewed the contract and insurance agreement information included in the RFP. We can accept the terms and conditions set forth in it with two minor notations in which we respectfully request and hope the City is amenable to discussion of this language during contract negotiations.
1. CPS HR does not own any autos.
2. Our self-insured retention is $50,000.
We thank you for your consideration of our proposal. We are committed to providing high quality and expert solutions and look forward to partnering with the City of East Palo Alto in this important endeavor.
Proposal to the City of East Palo Alto
Executive Recruitment Services for Police Chief
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Appendix A: Sample Brochure
Proposal to the City of East Palo Alto
Executive Recruitment Services for Police Chief
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Proposal to the City of East Palo Alto
Executive Recruitment Services for Police Chief
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Proposal to the City of East Palo Alto
Executive Recruitment Services for Police Chief
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Proposal to the City of East Palo Alto
Executive Recruitment Services for Police Chief
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