Submittal date: January 20, 2022
Submitted by:
Koff & Associates
2835 Seventh Street
Berkeley, CA 94710
Frank Rojas
Recruitment Manager
[email protected]
510.495.0448
EXECUTIVE RECRUITMENT SERVICES
CHIEF OF POLICE
CITY OF EAST PALO ALTO
RECRUITMENT SERVICES FOR CITY OF EAST PALO ALTO
January 20, 2022
Patrick Heisinger
City of East Palo Alto
Attn: City Clerk
2415 University Avenue
East Palo Alto, CA 94303
Dear Mr. Heisinger,
Thank you for the opportunity to submit our proposal to assist the City of East Palo Alto with Executive Recruitment services. We are excited about the possibility of developing this partnership and supporting the City with the search for its next Chief of Police. Koff & Associates (K&A) Recruiting, a Gallagher company, is uniquely qualified based on over 37 years of assisting public agencies with finding and placing candidates dedicated to public service.
Our unique selling proposition lies in K&A Recruiting’s experience supporting public sector clients in California and throughout the USA. Through our investment in modern recruitment technology, we offer forward-thinking services that not only provide advanced extensive sourcing and outreach but allow us to tell the story of each project through easy-to-understand data.
Conducting countless executive search efforts has made K&A Recruiting an expert in identifying, targeting, recruiting, and successfully placing women and minority candidates in many of our recruitments. Diversity recruiting is an area of focus, and our firm has a vast pool of resources at our fingertips to provide outreach on an industry-wide basis to the public and private sector for qualified candidates nationwide. We pride ourselves on transparency, flexibility, and quality work.
As K&A’s Recruitment Manager, I will be the Project Manager for all recruitment efforts with K&A Recruiting’s support team. You can reach me at (510) 495-0448 or [email protected].
Sincerely,
Frank Rojas
Recruitment Manager
2835 Seventh Street, Berkeley, California 94710 | 510.658.5633 | KoffAssociates.com Table of Contents
Technical Proposal
Business Information 1
Experience and Qualifications 1
References 2
Project Approach / Proposed Methodology 3
Additional Information
Recent Successful Recruitments 7
Project Team 9
Other: Professional Services Agreement Acknowledgement 11 Signature Page 13
Attachment: Sample Brochure
RECRUITMENT SERVICES FOR CITY OF EAST PALO ALTO
1 TECHNICAL PROPOSAL
BUSINESS INFORMATION
Koff & Associates (“K&A”) is a full spectrum, public-sector human resources and recruiting services firm founded by Gail Koff in 1984 and has been assisting cities, counties, special districts, other public agencies, and non-profit organizations.
As of April 30, 2021, we merged with Arthur J. Gallagher and are now officially a Gallagher Division. Our headquarters are in Berkeley, CA, and we have satellite offices in Southern California, the Central Valley, the Sacramento Region, and the Western US Region. GALLAGHER BENEFIT SERVICES, INC. is our legal name. It is a Delaware company, and the FEIN is 36-4291971.
EXPERIENCE AND QUALIFICATIONS
With 37 years of HR experience, K&A Recruiting knows public sector employment inside and out. We are familiar with public sector organizational structures, agency missions, operational and budgetary requirements, and staffing expectations. Our team is ready to support you at any level you wish – providing sourcing expertise, fullcycle recruitment at the start of your search through the start date of your newest employee, and everything in between.
Our long list of clients indicates our firm’s reputation as a quality organization that produces comprehensive, sound, and cost-effective results. K&A Recruiting is “hands on” and responsive with the ability and expertise to identify the ideal candidate(s) for the City of East Palo Alto.
K&A Recruiting uses its vast network to leverage recommendations and referrals of past clients in combination with modern sourcing techniques and technology to build the best candidate pools in the market. We are a team of true recruiters with over 60 years of combined experience. Our work speaks for itself, and our primary goal is to provide professional and technical consulting assistance with integrity, honesty, and a commitment to excellence.
K&A Recruiting provides personal attention to and creates long-term relationships with our clients. Because we care about and understand your organization’s people, culture, leadership, and unique needs, we identify highly qualified candidates to support your goals.
We build enduring
relationships
We source top talent reflective of the communities you serve. With our focus on inclusion, networking and partnering with minority-based associations, utilizing bias-reducing tools, and drawing from our own employees’ certification training, we are leaders in public sector Diversity and Inclusion.
We value strength in
diversity
K&A Recruiting uses advanced programs and unique sourcing methods to identify candidates which traditional recruiting strategies might have missed.
We continuously gather and analyze important data points and are always looking ahead at how we can use information technology to better serve you.
We leverage innovative
search technology
RECRUITMENT SERVICES FOR CITY OF EAST PALO ALTO
2 REFERENCES
We are proud of our past recruitment work with clients to successfully place candidates to meet their organization’s needs.
Recruitment & Agency Contact
Oxnard, City of
Public Works Director, 2021
Asst. Public Works Director (2), current
Controller, current
Civil/Traffic Engineers, current
Lisa Baker
Assistant Director, Human Resources
805.385.7596
[email protected]
4300 W. Third Street
Oxnard, CA 93030
San Bernardino, City of
Director of Community & Economic Development, current
Chief of Police, current
Director of Human Resources, 2021
Edelia Eveland
Assistant City Manager
909.384.5262
[email protected]
290 North ‘D’ Street
San Bernardino, CA 92401
City of Salinas, CA
Chief of Police, 2021
Finance Director, 2021
Assistant Finance Director, 2021
Marina Horta-Gallegos
Human Resources Director
831-758-7417
[email protected]
200 Lincoln Avenue,
San Diego, CA 92105
Berkeley, City of
Manager of Engineering, 2021
Paul Buddenhagen, Deputy City Manager
Liam Garland, Public Works Director
510.981.7014
[email protected]
510.981.6303
[email protected]
2180 Milvia St
Berkeley, CA 94704
RECRUITMENT SERVICES FOR CITY OF EAST PALO ALTO
3 PROJECT APPROACH/PROPOSED METHODOLOGY
Our philosophy ensures thorough, thoughtful, and strategic sourcing, evaluation, selection, and vetting of candidates. We reach out directly to potential candidates, referral sources, professional associations, and user groups, etc. by using business media, outreach emails, general advertising, and most importantly picking up the phone and actively calling passive applicants. This strategy also includes focused advertising on websites and in publications specific to women and minority candidates.
K&A Recruiting will provide weekly progress reports to the City Council and HR staff and participate in conference calls and onsite meetings as requested.
We are responsible for ensuring compliance, adhering to, and maintaining all legally mandated documentation throughout the process.
Step 1: Ideal
Candidate Profile
Step 2: Five
Week Window of
Application and
Sourcing
Step 3:
Recommendation
of Candidates
Step 4: Interview
Facilitation
Step 5:
Background,
References, and
Offer
RECRUITMENT SERVICES FOR CITY OF EAST PALO ALTO
4 Step 1: Ideal Candidate Profile
Developing the profile for the ideal job candidate for the position is crucial for a successful search process.
We will coordinate with the City Council and HR staff in identifying and developing:
The various organizational needs, vision, mission, goals, strengths, challenges, opportunities, and culture of the organization;
Position competency requirements, i.e., knowledge, skills, and abilities; Personal and professional attributes required of and priorities for the new incumbent; Type of working relationship senior leadership desire with the new incumbent; Advertising strategies in conjunction with a national and/or regional outreach campaign; Compensation levels; and
Schedule of deliverables from K&A Recruiting.
After meeting(s) with the City Council and HR staff, there will be a consensus of the key qualifications and characteristics of the position and the process, action plan, and timetable to be utilized for the recruitment process.
Brochure Design & Posting
Following the development of the candidate profile, an eye-catching recruitment brochure will be professionally produced in coordination with the City Council and HR staff’s feedback. The brochure will highlight the strengths of the City of East Palo Alto and the surrounding community. The brochure will feature the organizational structure and services of the City, its mission and goals, pertinent facts regarding the position, and necessary and desirable candidate qualifications.
Step 2: Five Week Window of Application & Sourcing
K&A Recruiting can, at the request of the City, facilitate community surveys or community outreach forums to encourage feedback from residents. A report of resident comments will be provided to the City Council and HR staff prior to first-round interviews.
Our effort will include a variety of activities designed to build the best available candidate pool. Our techniques and methodologies allow us to source from extensive pools of potential candidates and referral sources.
In coordination with the City Council and HR staff, K&A Recruiting will:
Identify prospects;
Provide each potential candidate with access to the recruitment brochure; Capture interested candidates in our recruitment project database; and Provide representative data to the City Council and HR staff, including candidate documents, interview notes, and an outline of the recruitment process.
RECRUITMENT SERVICES FOR CITY OF EAST PALO ALTO
5 Step 3: Recommendation of Candidates
K&A Recruiting will provide the City Council and HR staff with a report of the leading candidates to further narrow the pool to the most highly qualified and establish the best organizational fit of each potential finalist.
This screening process is specifically designed to assess the personal and professional attributes the City Council and HR staff has identified and will focus on each candidate’s ability, technical competency, and fit with the City’s values, culture, and needs. Our assessment will consist of:
Experience and qualifications;
Cultural fit based on our understanding of essential intangibles; Clarity of any issues identified in the submitted documents; Reasons for position interest,
The level of commitment to the position and the organization; and Other issues, including salary requirements.
Step 4: Interview Facilitation
We will advise and develop interviewing strategies and a menu of questions that will help analyze candidates’ qualifications and management/work styles. We will facilitate all necessary communications with the Hiring Authority and candidates to ensure everyone is well prepared.
Interview questions will elicit information about each candidate’s technical skill set, experience, leadership skills, adaptability, political astuteness, self-awareness, and other important aspects of the ideal candidate profile.
Questions, evaluation tools, and additional materials will be assembled in intuitive and user-friendly interview packets. We will use evaluation criteria agreed to by the City Council and HR staff.
The Project Manager will coordinate interviews, interview schedules, and finalize the process. We will provide oversight during the panel interview process and facilitate a focused discussion with the HR staff at the beginning and conclusion of the interviews to identify the most qualified candidate(s) for final interviews.
Step 5: Background, References, and Offer
K&A Recruiting provides a thorough and quality reference and background check process for our clients. We start by calling candidates’ employment and professional references and having an in-depth discussion, covering their strongest business characteristics, work style, interpersonal skills, and position-specific knowledge. All references will be documented and presented in a concise, user-friendly manner.
Background checks are conducted in coordination with a third-party firm to verify educational degrees and employment records and confirm clear driving records, criminal records, and financial history/credit. Reports can be tailored to clients’ needs upon request. Safety for clients and their communities is our priority, so rest assured that we, as well as our background contract firm, meet or exceed relevant reporting requirements.
K&A Recruiting can facilitate and lead the negotiations of the final terms and conditions of employment, such as the compensation package, benefits, and other perquisites (perks). We will notify all candidates not selected as finalists for the position.
RECRUITMENT SERVICES FOR CITY OF EAST PALO ALTO
6 Project Schedule
The following is a typical schedule for conducting recruitment efforts. Search efforts for executive recruitments generally take twelve to fourteen (12-14) weeks to complete, allowing enough time for all steps of the process and client schedules.
Weeks 2 4 6 8 10 12 14
Step 1
Step 2
Step 3
Step 4
Step 5
RECRUITMENT SERVICES FOR CITY OF EAST PALO ALTO
7 ADDITONAL INFORMATION
RECENT SUCCESSFUL RECRUITMENTS
The following is a partial list of recent executive recruitments conducted by Frank Rojas (some while at a previous firm):
Agency Title Year Completed
City of Oxnard
Public Works Director, Asst. Public Works Director (2), Chief Financial Officer, Purchasing Manager, Controller, Communications & Marketing Manager, Assistant City Attorney, Civil/Traffic Engineers Current/2021-2017
City of Woodland Park Chief of Police Current
County of San Mateo
Transportation
Authority/District
Deputy Director, Transportation Authority;
Executive Officer for Civil Rights, Employee & Labor
Relations, and Human Resources; District Surveyor
Current/2021
San Mateo County
Transit District
Executive Officer Civil Rights, Employee & Labor Relations and Human Resources; Deputy Director TA; District Surveyor; HR Manager
Current/2021
City of San Bernardino
Director of Community & Economic Development,
Chief of Police, Director of Human Resources,
Director of Animal Services, Finance Director
Current/2021/2020
City of Salinas Chief of Police, City Manager, Finance Director, Assistant Finance Director 2021
City of Berkeley
Manager of Engineering, Operations Manager (2),
Public Works Director, Asst. City Attorney, Health
Housing & Community Services Director 2021/2020
Humboldt Waste
Management Authority Executive Director 2021
City of Chico Public Works Director 2021
Tahoe Regional Planning
Agency Director of Human Resources & Organizational Development 2021 East Bay Regional Park
District Chief Information Officer 2022
County of Santa Clara Planning Services Manager/Deputy Director 2021 First 5 Alameda County Human Resources Director 2021
City of San Diego Director of Transportation 2021
City of Glendale City Manager 2021
County of Riverside County Executive Officer 2021
City of Carson Public Works Director, Community Services Director, City Manager 2021/2020/2019
RECRUITMENT SERVICES FOR CITY OF EAST PALO ALTO
8 City of Colton Public Works & Utility Services Director 2021 City of Redlands Director of Municipal Utilities & Engineering, Fire Chief 2021/2020 City of Ontario Economic Development Director 2021
County of Orange Social
Services Agency Division Director (3), Deputy Director 2021/2020/2019 County of Tulare Director of Human Resources & Development, Director of Information & Communications Technology 2021/2020
City of Millbrae Director of Finance, Community Development Director 2020 City of Avondale Development & Engineering Services Director, Economic Development Director 2020/2019
City of Redlands Fire Chief, Director of Municipal Utilities & Engineering 2020 City of Shafter City Manager 2020
City of Ontario
Municipal Utilities Assistant General Manager 2020
City of Bell Director of Community Development 2020
City of Los Angeles Human Resource & Payroll Project Manager (ERP implementation) 2020 County of San
Bernardino
Public Works Director, Human Resources Director, Assistant HR Director, Director of Land Use Services, Regional Parks Director 2020/2019/2018 Orange County LAFCO Assistant Executive Officer 2020
LA Metro Chief Ethics Officer 2020
Orange County Fire
Authority Purchasing Manager, Fleet Manager, Human Resource Director 2020/2017 City of Banning Director of Administrative Services, Director of Parks and Recreation 2019 City of Santa Ana City Manager, Parks & Recreation Director 2019 City of Bell Gardens City Manager 2019
City of Anaheim Deputy Planning Director, Engineering Manager, Buyer 2020/2018/2016 City of Garden Grove Finance Director, City Manager 2019/2016 Desert Healthcare
District Chief Executive Officer 2019
City of San Marino City Manager 2018
County of San Luis
Obispo County Administrative Officer 2018
County of Imperial County Executive Officer 2018
City of Avalon City Manager 2018
RECRUITMENT SERVICES FOR CITY OF EAST PALO ALTO
9 PROJECT TEAM
Frank Rojas
Recruitment Manager
Frank brings more than thirty (35) years of recruiting experience from the highly competitive direct placement and contracts labor industries and the corporate environment. He has significant experience placing corporate leaders, executive, professional, and technical staff, including individual contributors for the government sector, non-profits, aerospace, architectural and engineering, information technology, petroleum and chemical, energy, power, civil/structural, transportation, and private industry.
Frank began his career in Contract Labor. Over the next 30+ years, he launched seven start-up offices in several states and locations, providing direct placement and contract support to hundreds of clients in virtually all industries and levels of talent. He continued his career in the non-profit environment, managing and building talent acquisition support during significant growth periods. Having been a speaker at several networking and career coaching venues, Frank believes in utilizing traditional recruiting methodology with social media.
In addition to recently completing recruitments for the City of Salinas, City of Berkeley, City of San Diego, City of Oxnard, and First 5 Alameda County, recent successful efforts include positions of Finance Director, County Executive Officer, Director of Human Resources & Development, City Manager, Director of Transportation, Chief Ethics Officer, and Director-level hires for Information Technology, Social Services, Public Works, Economic Development, Community Services, Animal Services, and Division/Site General Managers.
Frank has been named in the top 1% viewed profiles on LinkedIn and has established a strong client and customer base through trust, effective recruiting, relationship building, and teamwork.
Deborah Caruso
Executive Recruiter
Deborah’s professional experience includes over thirty years in the public sector. With over 20 years specifically in Human Resources, most recently serving as the Assistant General Manager and Director of Human Resources at City and County public sector agencies.
She has extensive experience in executive recruiting, organizational development and strategy, and employee and labor relations.
Deborah earned her B.S. degree in Behavioral Sciences with a concentration in Ethnic Studies; her Masters’ degree in Leadership and Management; and Doctorate in Organization Leadership from the University of La Verne. She also holds the Senior Certified Professional certifications from IPMA-HR and SHRM. She serves as an adjunct professor for the University of La Verne and teaches Human Resources courses.
RECRUITMENT SERVICES FOR CITY OF EAST PALO ALTO
10 Recruiting Process During Covid-19 Crisis
We will work to counterbalance market forces and build a pipeline of potential candidates through strong marketing and branding efforts, including videos, job postings, and a social media campaign. Our ongoing communication with candidates helps with reputation and keeps them engaged; so, when there is an opportunity that matches their background, we reduce the time-to-hire. As always, communication is key.
Candidates who experience a warm, communicative recruitment experience are more likely to maintain their interest and are more likely to feel welcomed into the organization. The recruitment experience is the first impression your employee receives and is a crucial factor in employee engagement and tenure.
We have embraced the virtual interview. The push into virtual technologies due to the pandemic was generally new for many public agencies. Our crystal ball tells us that virtual interviewing is not going away regardless of how the public sector world evolves going forward beyond the pandemic. Although virtual interviewing may have become necessary during this crisis, it is not a temporary strategy that should fall to the wayside; how we communicate in virtual interviews is essential and will continue to be as we move forward.
To conduct an effective virtual interview, simple steps can be taken to ensure a predictable and high-quality process. We will be clear on exactly how the interview process will go and what candidates should expect. We are savvy at navigating the technology and can help with technical challenges on the fly. Coaching panel members to maintain a professional demeanor during virtual interviews and eliminate smartphone or other competing screen distractions, just as you would in person, can also help the process.
K&A Recruiting Organizational Diversity Statement
This statement reaffirms our commitment to affirmative action efforts and providing equal employment opportunities to all employees and applicants for employment in accordance with equal opportunity and affirmative action laws.
We affirm our personal and official support of these policies, which provide that K&A Recruiting is committed to implementing the affirmative action policies, programs, and procedures included in this plan to ensure that employment practices are free from discrimination. Employment practices include but are not limited to the following: hiring, promotion, demotion, transfer, recruitment or recruitment advertising, layoff, disciplinary action, termination, rates of pay or other forms of compensation, and selection for training, including apprenticeship. We will provide reasonable accommodation to applicants and employees with disabilities.
RECRUITMENT SERVICES FOR CITY OF EAST PALO ALTO
11 OTHER: PROFESSIONAL SERVICES AGREEMENT ACKNOWLEDGEMENT We will be pleased to sign the City’s professional services agreement for recruitment services, however we respectfully request that the City will allow for a period of negotiation of certain terms in the professional services contract related to liability, indemnity, insurance, and other terms. We have found that we have always come to an agreement with all of our clients in the past and appreciate the City’s flexibility in reviewing certain terms in a collaborative fashion between our legal counsels.
The following are terms we would like to review with the City if we are fortunate to be selected for this project:
Section 6 (b) (PDF page 12) and Section 5 (PDF 16) - Indemnification should be limited to grossly negligent acts and omissions, breaches of the contract, intentional misconduct, or violations of law. Section 6 (b) (PDF page 12) and Section 5 (PDF 16) – We require limitation of liability of fees paid to be added to the indemnification provision.
Section 19 (PDF page 20) - These sections should make clear that Gallagher will retain sole and exclusive ownership of all right, title and interest in and to its intellectual property and derivatives thereof which no data or confidential information of City was used to create and which was developed entirely using Gallagher’s own resources. To the extent Gallagher’s intellectual property is necessary for City to use the services provided, Gallagher will grant to City a non-exclusive, royalty-free license to Gallagher’s intellectual property solely for City use of such services.
Section 5 (PDF page 25) - This section needs modified so that no prior written approval of personnel is required from the City. We are happy to provide notice of substitutions after they occur, and we can agree to a reasonable time period to provide such notice and will use good faith efforts to ensure that the City is satisfied with any replacement personnel assigned.
Section 5 (PDF page 27) - We cannot agree to permit City to audit for 3 years after the agreement ends. The City can audit during the agreement.
RECRUITMENT SERVICES FOR CITY OF EAST PALO ALTO
12 INSURANCE ACKNOWLEDGEMENT
Gallagher shall at all times during the term of this Agreement and for a period of two (2) years thereafter, obtain and maintain in force the following minimum insurance coverages and limits at its own expense:
Commercial General Liability (CGL) insurance on an ISO form number CG 00 01 (or equivalent) covering claims for bodily injury, death, personal injury, or property damage occurring or arising out of the performance of this Agreement, including coverage for premises, products, and completed operations, on an occurrence basis, with limits no less than $2,000,000 per occurrence;
Workers Compensation insurance with statutory limits, as required by the state in which the work takes place, and Employer’s Liability insurance with limits no less than $1,000,000 per accident for bodily injury or disease.
Insurer will be licensed to do business in the state in which the work takes place; Automobile Liability insurance on an ISO form number CA 00 01 covering all hired and non-owned automobiles with limit of $1,000,000 per accident for bodily injury and property damage; Umbrella Liability insurance providing excess coverage over all limits and coverages with a limit no less than $10,000,000 per occurrence or in the aggregate;
Errors & Omissions Liability insurance, including extended reporting conditions of two (2) years with limits of no less than $5,000,000 per claim, or $10,000,000 in the aggregate; Cyber Liability, Technology Errors & Omissions, and Network Security & Privacy Liability insurance, including extended reporting conditions of two (2) years with limits no less than $2,000,000 per claim and in the aggregate, inclusive of defense cost; and
Crime insurance covering third-party crime and employee dishonesty with limits of no less than $1,000,000 per claim and in the aggregate.
All commercial insurance policies shall be written with insurers that have a minimum AM Best rating of no less than A-VI and licensed to do business in the state of operation. Any cancelled or non-renewed policy will be replaced with no coverage gap, and a Certificate of Insurance evidencing the coverages set forth in this section shall be provided to City upon request.
RECRUITMENT SERVICES FOR CITY OF EAST PALO ALTO
13 SIGNATURE PAGE
We thank you for your consideration of our proposal. We are committed to providing high-quality service and investing in a long-term partnership.
This proposal is valid for ninety (90) days.
Respectfully submitted,
By: KOFF & ASSOCIATES
State of California
Frank Rojas Date: January 20, 2022
Recruitment Manager
Chief
of Police
THE COMMUNITY
Located in beautiful Monterey County, California, the City of Salinas is a vibrant and diverse community. It is the largest of the twelve cities in Monterey County with a population of 155,205, making it the 34th largest city in California. It is also the County seat. Just an hour from the heart of the Silicon Valley, the nation’s high tech industry and eight miles from the Pacific Ocean on California’s Central Coast, Salinas is a key asset in today’s global economy.
The region boasts spectacular scenery from the breathtaking Gabilan and Santa Lucia mountains to the valleys and the beauty of the sun, sand, and soil. Salinas is known as the “Salad Bowl of the World” for its large, vibrant agriculture industry and serves as the region’s leading business, governmental and industrial center. With an approximate 79% Hispanic population and a median age of 30.5, the City is rich in diversity, allowing for various cultural family activities such as El Grito Festival and Salinas Asian Festival and world-class annual events such as the California Rodeo Salinas, California International Airshow, and the Forbes Ag Tech Summit. There are also world-renowned amenities right next door, including the Pebble Beach Golf Resort and the Monterey Bay Aquarium and Cannery Row. Salinas is home to Hartnell, a robust community college, and just minutes from both Cal State Monterey Bay and the Defense Language Institute Foreign Language Center. Salinas is the birthplace of author John Steinbeck who set his novels East of Eden and Of Mice and Men in the Salinas Valley. The City is also home to a wealth of cultural and historic assets, including the California Welcome Center/ Regional Heritage Center and National Steinbeck Center – the only museum in the country devoted to a single author, along with Steinbeck’s family home.
Although agriculture forms the economic base, more than 100 manufacturing, financial, and medical-related firms call Salinas home. Salinas has a global reputation as an agriculture and innovation hub; it is a source for agricultural research and resources and continues to develop the latest technology and advancements. Some of the largest employers in the City include the County of Monterey, Taylor Farms, D’Arrigo Bros, and Salinas Valley Memorial Hospital.
Visitors can also explore the nearby Monterey Peninsula: the historic missions of San Juan Bautista, Soledad, Carmel, and San Antonio de Padua, the world-class wineries of South Monterey County, and the beauty of nearby beaches and Pinnacles National Monument, and the Fort Ord National Monument.
CITY GOVERNMENT
The City of Salinas was incorporated in 1874 and became a Charter City in 1903. The City operates under a City
Council- Manager form of government. The sevenmember City Council includes six members elected by district to serve four-year staggered terms on a non-partisan basis, plus the Mayor who is elected at-large and serves a two-year term. The City employs 525 full-time staff with 184 additional temporary employees. The total operating budget is $202 million. The City Manager leads and directs eight departments: Administration, Community Development, Finance, Fire, Human Resources,
Library and Community Services, Public Works, and Police Service of Salinas. The City Attorney oversees the City’s Legal Department.
DEPARTMENT MISSION STATEMENT
Working in partnership with the people of Salinas
to enhance the quality of life through the delivery of
professional, superior, and compassionate police services to the community.
THE DEPARTMENT
I
n 2020, the Police Department moved to its new and
much needed headquarters now located in the Alisal. The department also changed its name to Police Service of Salinas to reflect who the department is and what they do.
Through transparency, accountability, openness to community input, and a Community Oriented Policing approach, the
department works to achieve public trust and confidence. In 2016, the City collaborated with the Department of Justice for an in-depth review of the Police Service of Salinas, focusing on improving the department’s responsiveness and accountability to the community. The review resulted in 110 recommendations.
As of December 31, 2020, the department had completed 97% of the recommendations. In 2019, the Department received the James Q. Wilson Award for excellence in community policing from the Community Policing Institute of California. In 2021, the Monterey Civil Grand Jury reported its findings of their investigation into the Collaborative Reform Initiative report and the department’s transition from traditional policing to community policing and concluded, “Today, the SPD is an example of community policing at its best….”
The department has an authorized workforce of 163 sworn personnel and 46 non-sworn staff working in Administration, Field Operations, and Investigations. The Police Service of Salinas is largely funded by the General Fund, Measure G and Measure V with an operating budget of approximately $53M in FY 2021-22.
The members of the Police Service of Salinas are committed to creating a safer community for all residents of Salinas through work processes and programs such as the Strategic Information Exchange and Response (STIER), Integrating Communications, Assessment, and Tactics (ICAT), new software/processes
to monitor field training, Crisis Intervention Training, and Community Oriented Policing, in addition to the department’s voluntary participation in the Commission on Accreditation for Law Enforcement Agencies (CALEA) process currently in progress.
All Police employees are held to the highest standards of professional conduct. Police employees serve as role models to the youth in the community by investing in youth programs and activities. The Police Service of Salinas continues its engagement in prevention and intervention efforts and building relationships in the community, working closely with service providers including government, education, nonprofits, and communitybased organizations and residents. In 2019, the Police Service of Salinas received national and international recognition for the Charro Uniform Program created by the Police Service of Salinas and the Police Foundation, a program developed to unite the community during the annual California Rodeo event recognizing the culture and history of Salinas’ Mexican heritage.
THE POSITION
Under the general direction of the City Manager, the Chief of Police is an at-will position that plans, coordinates, supervises, and administers the department’s activities in law enforcement and crime prevention; and provides highly responsible and technical staff assistance to the City Manager and City Council.
➤ Directs and participates in the development of goals, objectives, policies, and priorities
➤ Plans, directs, supervises, and coordinates the activities of Police Service of Salinas personnel in preserving order, protecting life and property, and enforcing laws and municipal ordinances
➤ Researches modern police management methods, formulates and enforces rules, procedures, and policies for efficient training and operation of the department
➤ Maintains departmental awareness of state-of-the-art
developments and trends in management, technology,
communications in the field of Law Enforcement
➤ Reviews the evaluations of employee performance and takes appropriate action as necessary
➤ Responsible for the preparation and administration of the Department’s budget, maintaining appropriate budgetary
controls
➤ Confers with residents and City officials on law enforcement problems and assists in the development of innovative
municipal law enforcement policies
➤ Forges effective professional relationships with other public safety officials; builds and maintains positive working relationships with other departments, co-workers, community groups, and the public
➤ Cultivates positive community relations by interacting with civic and community groups
THE IDEAL CANDIDATE
The ideal candidate will have a broad and varied
professional background that demonstrates success
in working with a diverse community while leading a
professional law enforcement agency effectively engaged in proactive community policing. The successful candidate will be dynamic, open-minded, have excellent communication
and interpersonal skills necessary to build positive working relationships and partnerships at all levels within the department, with other City departments and the entire community. The Chief will provide consistent communication and outreach to the Salinas community, promote community problem solving, involve residents in fighting crime and establish successful relationships with community organizations. The new Chief of Police will exemplify integrity and professionalism, while promoting serviceoriented policing, engagement and partnerships throughout all levels of the department. The ability to lead by example, be a team player and instill accountability while treating employees and the community equitably and with respect will be essential to success. Successful candidates will be open to input, serve as an advocate for the department while balancing the needs of stakeholders, have a collaborative problem-solving approach and embrace workforce diversity and inclusion.
Professional Characteristics
➤ Expert Communicator – Communicates clearly and concisely, both orally and in writing
➤ Strategic Administrator – Plans, directs, and coordinates the work of the Police Service of Salinas to meet short-term public safety objectives in concert with the department’s multi-year Strategic Plan priorities
➤ Steadfast Leader – Develops and administers sound
Departmental policies, making decisions in accordance with laws, regulations, and City/Department policies
➤ Inclusive Recruiter – Attracts and retains a diverse staff of sworn and civilian staff enriched by the cultural diversity which sets Salinas apart
➤ Respected Mentor – Identifies and develops talented
subordinates to assume increasing levels of responsibility in service to the community
➤ Skilled Supervisor – Delegates, while monitoring
performance. Holds all subordinates accountable in a timely manner and imposes discipline when appropriate
➤ Collaborator & Bridge Builder – Promotes community unity and forges effective working relationships
➤ Facilitator – Works constructively with all internal and external stakeholders, including command staff and labor organizations ➤ Enterpriser – Takes initiative to continue the Department’s progress in the area of community-oriented policing while finalizing and implementing the Department’s Strategic Plan ➤ Equitable Leader – Leads by clear example, to ensure that officers value the richness of Salinas’ ethnic diversity and interacts with all community members in an unbiased manner ➤ Proactive Chief of Police – Invests in the City’s future by reducing gang/youth problems through meaningful
intervention strategies
➤ Visionary – Leads to achieve the City’s long-term vision for the Police Service of Salinas
MINIMUM QUALIFICATIONS
➤ Bachelor’s degree from an accredited college or university with major course work in Administration of Justice, Criminology, Public Administration, or a closely related field
➤ Eight (8) years of progressively responsible experience in law enforcement, including three years at the command level (such as Police Captain/Lieutenant/Commander) or above
➤ Possession of a Peace Officer Standards and Training (POST) Management Certificate
➤ Bilingual, highly desirable
COMPENSATION AND BENEFITS
The salary range for the Chief of Police is $177,480 -
$215,736.
(2.25% increase to base salary effective in the first full pay period of January 2022)
The City offers an attractive benefits package which includes:
➤ CalPERS Retirement Plan – The City participates in the California Public Employees’ Retirement System (CalPERS) under a 3% @ 55 formula for Classic members. New members, as defined by the Public Employees’ Pension Reform Act
(PEPRA), are under a 2.7% @ 57 formula
➤ 457/401(a) Compensation – City-paid contribution based on months of service with the City
➤ Health Insurance – The City currently pays 95% of the premium for the level of coverage the employee has selected, up to 95% of the PERS Choice Plan premium. The City pays the full amount of premiums for dental and vision plans
➤ Holidays – 12 per year
➤ Annual Leave – May be used for vacation and/or sick leave.
Leave is accrued at a rate of 37 eight-hour days per year for the first five years, 42 days per year for years six through 10, with an additional longevity increase in annual leave after 10 years of employment
➤ Life Insurance – Term life insurance in the amount of $150,000 ➤ Bilingual Pay – $75 per pay period if Spanish is used in the course of their job duties (subject to passing a Cityadministered bilingual exam and administrative approval) ➤ Auto – City assigned vehicle or $750 per month auto
allowance
➤ Uniform Allowance – City pays six hundred fifty ($650) per calendar year for uniform replacement and maintenance
APPLICATION PROCESS AND
RECRUITMENT SCHEDULE
The final filing date is Monday, September 13, 2021.
To be considered, please submit a resume, cover letter, and five work-related references (who will not be contacted in the early stages of the recruitment) to:
https://koffassociates.com/police-chief/
Resumes should reflect the years and months of the positions held and the size of the past organization(s).
For additional information, please contact:
Frank Rojas
Phone (510) 495-0448
[email protected]
or
Rachael Danke
Phone (510) 345-4280
[email protected]
Website: https://koffassociates.com/
Resumes will be screened based on the criteria outlined in this brochure. Candidates with the most relevant qualifications will be given preliminary interviews by the consultant. Koff & Associates will report the results to the City. The City will then select candidates to participate in City interviews. Extensive reference and background checks will be completed on the selected candidate.