FAIRFAX TOWN COUNCIL MEETING
STAFF REPORT
MEETING DATE October 7, 2026
PREPARED FOR Mayor and Town Council
PREPARED BY Heather Abrams, Town Manager
Christine Foster, Assistant to the Town Manager/Deputy Town Clerk SUBJECT Adopt a Resolution Authorizing the Town Manager to Execute a Professional Services Agreement with Ralph Andersen & Associates for Town Manager Recruitment Services, Including Optional Community Survey in an Amount Not to Exceed $48,500
RECOMMENDATION
Staff recommends that the Town Council adopt a Resolution authorizing the Town Manager to execute a Professional Services Agreement with Ralph Andersen & Associates for Town Manager recruitment services, including pre-search technical assistance, an optional community survey, in an amount not to exceed $48,500.
BACKGROUND
Town Manager Heather Abrams has announced her resignation, effective October 15, 2026. The Town Manager is the Town’s chief administrative officer and is appointed by, and reports directly to, the Town Council. Selecting a permanent Town Manager is one of the most consequential decisions a Council makes.
Following the November 3, 2026 municipal election, a newly constituted Town Council will be seated in December 2026. That Council will lead the process of defining the role, setting recruitment criteria, and selecting the finalist. Putting a recruitment contract in place can take several weeks and the recruiter is needed immediately to help the Council identify Interim Town Manager candidates. If the Town waited until December to begin procurement, the search firm could not start work until early 2027, and the Town would operate under temporary leadership for longer than desired by all parties.
To avoid that delay, staff contacted multiple executive search firms that specialize in local government recruitment for Town Manager recruitment services. Ralph Andersen & Associates was the only firm that provided a proposal. Ralph Anderson & Associates is uniquely qualified to work with the Council to potentially update the job description and resolve questions regarding of Town Administrator vs. Town Manager form of government, as well as perform the typical recruitment services. Typical recruiter services include help recruiting an Interim Town Manager, conduct community outreach, and recruit an on-going Town Manager. Ralph Andersen & Associates’ proposal is included as Attachment B.
Ralph Andersen & Associates is a California executive search firm that has specialized in local government recruitment since 1972. The firm conducted the Town’s last Town Manager recruitment in
2021 and has completed numerous city and town manager searches for comparable Bay Area and Northern California agencies, including Mill Valley, Emeryville, Foster City, Los Altos, Los Altos Hills, and Yountville.
California Government Code Section 53060 authorizes a town to contract with specially trained and experienced firms for special services and advice in financial, economic, accounting, engineering, legal, or administrative matters. Contracts for these professional services are not subject to formal competitive bidding.
DISCUSSION
The recommended action puts a qualified search firm under contract now in order to recruit an Interim Town Manager immediately, and the firm will be ready to work with the new Town Council as soon as it is seated in December. The agreement does not commit the Town to any particular candidate profile, schedule, or finalist. Those decisions remain with the Town Council throughout the process. Approving the contract now simply ensures that the process can begin without an administrative gap during the leadership transition.
Scope of Services
Staff recommends contracting for all components of the firm’s proposal:
• Interim Town Manager Placement ($5,000 fixed fee):
The firm will conduct personal outreach to qualified interim candidates throughout California, screen candidates against the Town’s needs, and help the Town negotiate a salary with the selected interim candidate. The appointment of an interim Town Manager and the terms of that employment would remain the Town Council’s decision.
• Pre-Search Technical Assistance ($6,500)
Before the search begins, the firm’s Project Director will hold listening sessions with Councilmembers, Town staff, and other stakeholders; review best practices; prepare a draft job description; and facilitate the Council’s discussion and approval of that description. This phase gives the new Council a structured way to define what it is looking for before recruitment begins. • Full Recruitment ($33,500 fixed fee)
The recruitment follows eight tasks: (1) project kickoff and schedule; (2) development of a position profile and recruitment brochure based on meetings with the Council and staff; (3) advertising and direct outreach to potential candidates statewide and nationally; (4) screening, online research, and preliminary interviews; (5) a search report recommending a group of finalists; (6) coordination and facilitation of Council interviews, background verifications, and reference checks; (7) assistance with negotiating an employment agreement; and (8) closing out the search and notifying candidates. The fixed fee includes advertising, brochure design, research, and background checks.
• Optional Community Survey ($2,500 to $3,500, depending on scope) If the Town Council decides to seek community input on the qualities residents would like to see in the next Town Manager, the firm will conduct an online community survey and/or community listening sessions and summarize the results. The firm can also accept email comments from the public on the desired qualities of the next Town Manager. This input would inform the position
profile developed during the recruitment. Like the interim placement service, the survey would be authorized only by a separate written notice to proceed and would be billed only if used. Staff anticipates that the incoming Council would decide whether to use this service, and its scope, during the pre-search phase or project kickoff.
Project Team
Sabrina Landreth, President/CEO of Ralph Andersen & Associates, will serve as Project Director. Ms.
Landreth has 25 years of public sector leadership experience, including service as City Administrator of Oakland and City Manager of Emeryville. She will be supported by the firm’s senior members as needed.
Schedule
Although the Council is expected to appoint an internal temporary Interim Town Manager on Oct 7, 2026, this candidate only wishes to fulfill the role until a new external Interim Town Manager can be appointed.
The firm will begin work to recruit an Interim Town Manager immediately, staff anticipates the current Council will select the Interim Town Manager in less than two months. Once the new Council is seated in December 2026, work will begin on the job description, public outreach, and recruitment of the ongoing Town Manager.
Interim placement would run separately from the permanent recruitment and could begin as soon as a notice to proceed is issued for that service. The firm will begin work on the on-going placement within 10 days of a notice to proceed and estimates approximately 90 days from the start of the search to the presentation of finalists, with negotiation and close-out completed by about week twelve. Under this schedule, the Council could expect to interview finalists in approximately spring 2027. The actual schedule will be confirmed with the Council during project kickoff and does not include the time a selected candidate may need to transition from their current position.
Payment Terms
The recruitment fee for the on-going Town Manager will be billed in four installments tied to milestones:
$10,050 after the recruitment brochure is finalized, $10,050 after the application closing date, $10,050 after finalist interviews, and $3,350 upon placement. Because payments are tied to completed work, the Town would not incur recruitment fees before the work begins. The interim placement service is billed at a $5,000 fixed fee that covers all related expenses and is due upon receipt of invoice, and the optional community survey is billed at $2,500 to $3,500, depending on the scope the Town authorizes.
Guarantee
The firm offers a standard guarantee. If the Town Manager resigns or is dismissed for cause within one year of appointment, the firm will conduct a new search at no charge for professional services. If no placement results from the first recruitment, the firm will conduct a second outreach effort at no charge for professional services. The guarantee does not apply to interim placements.
Agreement
The agreement will use the Town’s standard Professional Services Agreement, with the firm’s proposal incorporated as the scope of services, and will be subject to approval as to form by the Town Attorney.
Consistent with the Brown Act, the employment agreement for the new Town Manager will be brought to the Town Council for approval at a regular meeting.
FISCAL IMPACT
The total cost of the recommended agreement will not exceed $48,500, consisting of $5,000 for Interim Town Manager placement services, the $33,500 fixed fee for Town Manager recruitment services and all related expenses, $6,500 for pre-search technical assistance, up to $3,500 for the optional community survey. The optional community survey service would be billed only if the Town issues a written notice to proceed for it. The cost will be paid from the General Fund, Account No. 01-231-821.
OPTIONS
The Town Council may consider the following options:
1. Adopt the resolution as recommended (staff recommendation). This will help the Council place an Interim Town Manager quickly and puts the search firm under contract before the Town Manager’s departure. This allows staff to prepare during the transition, and lets the firm begin working with the new Council immediately in December. This option allows the Council to decide if it wants a resident survey after the agreement is approved.
2. Authorize the recruitment only, not to exceed $33,500. While this option saves some costs, it leaves the Town unprepared to begin the recruitment and locks in the existing job description.
3. Defer action to the new Town Council. This would give the new Council full control over selecting a search firm. However, it would delay the start of the recruitment by several weeks or months and extend the period of leadership uncertainty.
4. Direct staff to solicit additional proposals. Staff could issue a formal Request for Proposals.
Based on feedback from multiple recruiters, the Town is unlikely to receive new proposals.
Staff recommends Option 1 because it avoids delay while preserving the new Council’s authority over every substantive decision in the recruitment, and it gathers community input and secures an experienced Interim Town Manager.
ATTACHMENTS
A. Resolution with Exhibit A: Professional Services Agreement with Ralph Andersen & Associates B. Ralph Andersen & Associates Proposal for Town Manager Recruitment Services, dated October 2, 2026.
Town of Fairfax ATTACHMENT A
Resolution No. 2026-
RESOLUTION
A RESOLUTION OF THE TOWN COUNCIL OF THE TOWN OF FAIRFAX
AUTHORIZING THE TOWN MANAGER TO EXECUTE A PROFESSIONAL SERVICES AGREEMENT
WITH RALPH ANDERSEN & ASSOCIATES FOR TOWN MANAGER RECRUITMENT SERVICES IN AN AMOUNT NOT TO EXCEED $48,500
WHEREAS, Town Manager Heather Abrams has resigned from the position of Town Manager, effective October 15, 2026; and
WHEREAS, the Town Council appoints the Town Manager, and a newly constituted Town Council will be seated in December 2026 following the November 3, 2026 municipal election; and WHEREAS, the Town Council desires to have a qualified executive search firm recruit an Interim Town Manager; and
WHEREAS, the Town Council desires to have a qualified executive search firm under contract so that the recruitment for a permanent Town Manager can begin promptly once the new Town Council is seated; and
WHEREAS, Town staff contacted multiple executive search firms specializing in local government recruitment and requested proposals for Town Manager recruitment services, and Ralph Andersen & Associates was the only responsive firm; and
WHEREAS, Ralph Andersen & Associates submitted a proposal dated October 2, 2026, to provide Town Manager recruitment services for a fixed fee of $33,500, inclusive of related expenses, and optional presearch technical assistance to refine the role and responsibilities of the Town Manager for $6,500; and WHEREAS, Ralph Andersen & Associates has extensive experience recruiting city and town managers in California; and
WHEREAS, California Government Code Section 53060 authorizes the Town to contract with specially trained and experienced persons for special services and advice in administrative matters; and WHEREAS, the cost of the agreement will be paid from the Town’s General Fund 01-231-821.
NOW, THEREFORE, BE IT RESOLVED by the Town Council of the Town of Fairfax as follows:
Section 1. The foregoing recitals are true and correct and are incorporated into this Resolution.
Section 2. The Town Council hereby authorizes the Town Manager, or any person serving as Interim or Acting Town Manager, to execute a Professional Services Agreement with Ralph Andersen & Associates for Town Manager recruitment services and pre-search technical assistance, in an amount not to exceed $48,500, substantially in the form attached hereto as Exhibit A, subject to approval as to form by the Town Attorney.
Section 3. The Town Manager, or any person serving as Interim or Acting Town Manager, is further authorized to issue a notice to proceed and to take such other actions as are necessary to administer the agreement, provided that any amendment increasing the total compensation above $48,500 shall require approval of the Town Council.
Town of Fairfax ATTACHMENT A
Resolution No. 2026-
Section 5. This Resolution shall take effect immediately upon its adoption.
The foregoing Resolution was duly passed and adopted at a regular meeting of the Town Council of the Town of Fairfax held in said Town on the 7th day of October 2026, by the following vote, to wit:
AYES:
NOES:
ABSENT:
ABSTAIN:
______________________________
STEPHANIE HELLMAN
MAYOR
ATTEST:
______________________________
CHRISTINE FOSTER
DEPUTY TOWN CLERK
Town of Fairfax ATTACHMENT A
Resolution No. 2026-
EXHIBIT A
PROFESSIONAL SERVICES AGREEMENT WITH RALPH ANDERSEN & ASSOCIATES 1 TOWN OF FAIRFAX
PROFESSIONAL SERVICES AGREEMENT
This Agreement is made and entered into as of October 7, 2026 by and between the Town of Fairfax, a public agency organized and operating under the laws of the State of California with its principal place of business at 142 Bolinas Rd., Fairfax, CA 94930 (“Town”), and Ralph Andersen & Associates, a California corporation with its principal place of business at 5800 Stanford Ranch Road, Suite 410, Rocklin, CA 95765 (hereinafter referred to as “Consultant”). Town and Consultant are sometimes individually referred to as “Party” and collectively as “Parties” in this Agreement.
RECITALS
A. Town is a public agency in the State of California and is in need of professional services for the following project: Interim Town Manager and Town Manager Recruitment Services (hereinafter referred to as “the Project”).
B. Consultant has the necessary qualifications to provide such services.
C. The Parties desire by this Agreement to establish the terms for Town to retain Consultant to provide the services described herein.
AGREEMENT
NOW, THEREFORE, IT IS AGREED AS FOLLOWS:
1. Services.
Consultant shall provide the Town with Interim Town Manager placement services, presearch technical assistance, and Town Manager recruitment services, as described in Consultant’s proposal dated October 2, 2026, attached hereto as Exhibit A and incorporated herein by this reference, and as directed by the Town. In the event of any conflict between this Agreement and Exhibit A, this Agreement shall control.
2. Compensation.
a. Subject to paragraph 2(b) below, the Town shall pay for such services by Consultant the following fixed fees, as set forth in Exhibit A, upon receipt of invoices from Consultant: (i) $5,000 for Interim Town Manager placement services; (ii) $6,500 for pre-search technical assistance; and (iii) $33,500 for Town Manager full search services, to be invoiced in four installments of $10,050 following kick-off and finalization of the recruitment brochure, $10,050 after the application closing date, $10,050 after finalist interviews, and $3,350 upon placement. The optional community survey described in Exhibit A is not included in these fees and shall not be performed unless authorized by a written amendment to this Agreement. b. In no event shall the total amount paid for services rendered by Consultant under this Agreement exceed the sum of $48,500.
3. Compliance with Law.
2 Consultant shall comply with all applicable laws, ordinances, codes and regulations of the federal, state and local government, including Cal/OSHA requirements.
4. Standard of Care
Consultant’s services will be performed in accordance with generally accepted professional practices and principles and in a manner consistent with the level of care and skill ordinarily exercised by members of the profession currently practicing under similar conditions.
5. Assignment and Subconsultant
Consultant shall not assign, sublet, or transfer this Agreement or any rights under or interest in this Agreement without the written consent of the Town, which may be withheld for any reason. Any attempt to so assign or so transfer without such consent shall be void and without legal effect and shall constitute grounds for termination. Subcontracts, if any, shall contain a provision making them subject to all provisions stipulated in this Agreement. Nothing contained herein shall prevent Consultant from employing independent associates, and subconsultants as Consultant may deem appropriate to assist in the performance of services hereunder.
6. Independent Contractor
Consultant is retained as an independent contractor and is not an employee of Town.
No employee or agent of Consultant shall become an employee of Town. The work to be performed shall be in accordance with the work described in this Agreement, subject to such directions and amendments from Town as herein provided.
7. Insurance. Consultant shall not commence work for the Town until it has provided evidence satisfactory to the Town it has secured all insurance required under this section. In addition, Consultant shall not allow any subcontractor to commence work on any subcontract until it has secured all insurance required under this section. a. Commercial General Liability
(i) The Consultant shall take out and maintain, during the performance of all work under this Agreement, in amounts not less than specified herein, Commercial General Liability Insurance, in a form and with insurance companies acceptable to the Town.
(ii) Coverage for Commercial General Liability insurance shall be at least as broad as the following:
(1) Insurance Services Office Commercial General Liability coverage (Occurrence Form CG 00 01) or exact equivalent. (iii) Commercial General Liability Insurance must include coverage for the following:
(1) Bodily Injury and Property Damage
(2) Personal Injury/Advertising Injury
(3) Premises/Operations Liability
3 (4) Products/Completed Operations Liability
(5) Aggregate Limits that Apply per Project
(6) Explosion, Collapse and Underground (UCX) exclusion deleted
(7) Contractual Liability with respect to this Agreement (8) Property Damage
(9) Independent Contractors Coverage
(iv) The policy shall contain no endorsements or provisions limiting coverage for (1) contractual liability; (2) cross liability exclusion for claims or suits by one insured against another; (3) products/completed operations liability; or (4) contain any other exclusion contrary to the Agreement.
(v) The policy shall give Town, its officials, officers, employees, agents and Town designated volunteers additional insured status using ISO endorsement forms CG 20 10 10 01 and 20 37 10 01, or endorsements providing the exact same coverage. (vi) The general liability program may utilize either deductibles or provide coverage excess of a self-insured retention, subject to written approval by the Town, and provided that such deductibles shall not apply to the Town as an additional insured. b. Automobile Liability
(i) At all times during the performance of the work under this Agreement, the Consultant shall maintain Automobile Liability Insurance for bodily injury and property damage including coverage for owned, non-owned and hired vehicles, in a form and with insurance companies acceptable to the Town.
(ii) Coverage for automobile liability insurance shall be at least as broad as Insurance Services Office Form Number CA 00 01 covering automobile liability (Coverage Symbol 1, any auto).
(iii) The policy shall give Town, its officials, officers, employees, agents and Town designated volunteers additional insured status. (iv) Subject to written approval by the Town, the automobile liability program may utilize deductibles, provided that such deductibles shall not apply to the Town as an additional insured, but not a self-insured retention. c. Professional Liability (Errors and Omissions)
At all times during the performance of the work under this Agreement the Consultant shall maintain professional liability or Errors and Omissions insurance appropriate to its profession, in a form and with insurance companies acceptable to the Town and in an amount indicated herein. This insurance shall be endorsed to include contractual liability applicable to this Agreement and shall be written on a policy form coverage specifically designed to protect against acts, errors or omissions of the Consultant. “Covered Professional Services” as designated in the policy must specifically include work performed under this Agreement. The policy must “pay on behalf of” the insured and must include a provision establishing the insurer's duty to defend.
4 d. Minimum Policy Limits Required
(i) The following insurance limits are required for the Agreement:
Combined Single Limit
Commercial General Liability $1,000,000 per occurrence/ $2,000,000 aggregate for bodily injury, personal injury, and property
damage
Automobile Liability $1,000,000 combined single limit
Professional Liability $1,000,000 per claim and aggregate (errors and omissions)
(ii) Defense costs shall be payable in addition to the limits. (iii) Requirements of specific coverage or limits contained in this section are not intended as a limitation on coverage, limits, or other requirement, or a waiver of any coverage normally provided by any insurance. Any available coverage shall be provided to the parties required to be named as Additional Insured pursuant to this Agreement. e. Policy Provisions Required
(i) Consultant shall provide the Town at least thirty (30) days prior written notice of cancellation of any policy required by this Agreement, except that the Consultant shall provide at least ten (10) days prior written notice of cancellation of any such policy due to non-payment of premium. If any of the required coverage is cancelled or expires during the term of this Agreement, the Consultant shall deliver renewal certificate(s) including the General Liability Additional Insured Endorsement to the Town at least ten (10) days prior to the effective date of cancellation or expiration.
(ii) The Commercial General Liability Policy and Automobile Policy shall each contain a provision stating that Consultant’s policy is primary insurance and that any insurance, self-insurance or other coverage maintained by the Town or any named insureds shall not be called upon to contribute to any loss.
(iii) The retroactive date (if any) of each policy is to be no later than the effective date of this Agreement. Consultant shall maintain such coverage continuously for a period of at least three years after the completion of the work under this Agreement.
Consultant shall purchase a one (1) year extended reporting period A) if the retroactive date is advanced past the effective date of this Agreement; B) if the policy is cancelled or not renewed; or C) if the policy is replaced by another claims-made policy with a retroactive date subsequent to the effective date of this Agreement.
(iv) All required insurance coverages, except for the professional liability coverage, shall contain or be endorsed to provide a waiver of subrogation in favor of the Town, its officials, officers, employees, agents, and volunteers or shall specifically allow Consultant or others providing insurance evidence in compliance with these specifications to waive their right of recovery prior to a loss. Consultant hereby waives its own right of recovery 5 against Town, and shall require similar written express waivers and insurance clauses from each of its subconsultants.
(v) The limits set forth herein shall apply separately to each insured against whom claims are made or suits are brought, except with respect to the limits of liability.
Further the limits set forth herein shall not be construed to relieve the Consultant from liability in excess of such coverage, nor shall it limit the Consultant’s indemnification obligations to the Town and shall not preclude the Town from taking such other actions available to the Town under other provisions of the Agreement or law.
f. Qualifying Insurers
(i) All policies required shall be issued by acceptable insurance companies, as determined by the Town, which satisfy the following minimum requirements:
(1) Each such policy shall be from a company or companies with a current A.M. Best's rating of no less than A:VII and admitted to transact in the business of insurance in the State of California, or otherwise allowed to place insurance through surplus line brokers under applicable provisions of the California Insurance Code or any federal law.
g. Additional Insurance Provisions
(i) The foregoing requirements as to the types and limits of insurance coverage to be maintained by Consultant, and any approval of said insurance by the Town, is not intended to and shall not in any manner limit or qualify the liabilities and obligations otherwise assumed by the Consultant pursuant to this Agreement, including but not limited to, the provisions concerning indemnification.
(ii) If at any time during the life of the Agreement, any policy of insurance required under this Agreement does not comply with these specifications or is canceled and not replaced, Town has the right but not the duty to obtain the insurance it deems necessary and any premium paid by Town will be promptly reimbursed by Consultant or Town will withhold amounts sufficient to pay premium from Consultant payments. In the alternative, Town may cancel this Agreement.
(iii) The Town may require the Consultant to provide complete copies of all insurance policies in effect for the duration of the Project. (iv) Neither the Town nor any of its officials, officers, employees, agents or volunteers shall be personally responsible for any liability arising under or by virtue of this Agreement.
8. Indemnification.
a. To the fullest extent permitted by law, Consultant shall defend (with counsel of Town’s choosing), indemnify and hold the Town, its officials, officers, employees, volunteers, and agents free and harmless from any and all claims, demands, causes of action, costs, expenses, liability, loss, damage or injury of any kind, in law or equity, to property or persons, including wrongful death, in any manner arising out of, pertaining to, or incident to any acts, errors or omissions, or willful misconduct of Consultant, its officials, officers, employees, 6 subcontractors, consultants or agents in connection with the performance of the Consultant’s services, the Project or this Agreement, including without limitation the payment of all damages, expert witness fees and attorney’s fees and other related costs and expenses. Consultant's obligation to indemnify shall not be restricted to insurance proceeds, if any, received by Consultant, the Town, its officials, officers, employees, agents, or volunteers. b. If Consultant’s obligation to defend, indemnify, and/or hold harmless arises out of Consultant’s performance of “design professional” services (as that term is defined under Civil Code section 2782.8), then, and only to the extent required by Civil Code section 2782.8, which is fully incorporated herein, Consultant’s indemnification obligation shall be limited to claims that arise out of, pertain to, or relate to the negligence, recklessness, or willful misconduct of the Consultant, and, upon Consultant obtaining a final adjudication by a court of competent jurisdiction, Consultant’s liability for such claim, including the cost to defend, shall not exceed the Consultant’s proportionate percentage of fault.
9. Notice
Any notice or instrument required to be given or delivered by this Agreement may be given or delivered by depositing the same in any United States Post Office, certified mail, return receipt requested, postage prepaid, addressed to:
TOWN:
Town of Fairfax
142 Bolinas Rd.
Fairfax, CA 94930
Attn: Town Manager
CONSULTANT:
Ralph Andersen & Associates
5800 Stanford Ranch Road, Suite 410
Rocklin, CA 95765
Attn: Sabrina Landreth, President/CEO
and shall be effective upon receipt thereof.
10. Entire Agreement
This Agreement, with its exhibits, represents the entire understanding of Town and Consultant as to those matters contained herein, and supersedes and cancels any prior or contemporaneous oral or written understanding, promises or representations with respect to those matters covered hereunder. Each Party acknowledges that no representations, inducements, promises or agreements have been made by any person which are not incorporated herein, and that any other agreements shall be void. This Agreement may not be modified or altered except in writing signed by both Parties hereto. This is an integrated Agreement.
11. Severability
The unenforceability, invalidity or illegality of any provision(s) of this Agreement shall not render the remaining provisions unenforceable, invalid or illegal.
12. Successors and Assigns
7 This Agreement shall be binding upon and shall inure to the benefit of the successors in interest, executors, administrators and assigns of each Party to this Agreement. However, Consultant shall not assign or transfer by operation of law or otherwise any or all of its rights, burdens, duties or obligations without the prior written consent of Town. Any attempted assignment without such consent shall be invalid and void.
13. Time of Essence
Time is of the essence for each and every provision of this Agreement.
IN WITNESS WHEREOF, the Parties have executed this Agreement as of the date first written above.
TOWN OF FAIRFAX CONSULTANT
By: By:
Town Manager
Its: President/CEO
Printed Name: Sabrina Landreth
ATTEST:
By:
Town Clerk
ATTEST:
By:
Town Attorney
5800 Stanford Ranch Road
Suite 410
Rocklin, California 95765
916.630.4900
w w w . r a l p h a n d e r s e n . c o m
October 2, 2026
Mayor Stephanie Hellman and Members
of the Town Council
Town of Fairfax
142 Bolinas Road
Fairfax, California 94930
Via Email to: [email protected]
RE: Proposal – Interim Town Manager and Town Manager Recruitment Services Dear Mayor Hellman and Members of the Town Council:
We are pleased to submit this Proposal to recruit for the positions of Interim Town Manager and Town Manager for the Town of Fairfax.
Ralph Andersen & Associates is an extremely capable, high-performance search firm with a longterm, proven, and verifiable track record of exceeding our clients’ expectations. At the same time, we remain a small, independently owned company that provides personal service and is extremely responsive to our clients. We also serve as the Town Council’s trusted advisor throughout this process, interacting and supporting as needed.
Our proposal outlines the firm’s experience in conducting City/Town Manager recruitments, the methodology/work plan and timeline to accomplish the search tasks, and the cost to conduct a comprehensive search process. If selected, the Town will have Ms. Sabrina Landreth, President/CEO of Ralph Andersen & Associates, as the Project Director. As a former City Manager and public administrator leading several municipalities in California, Ms. Landreth has a unique onthe-ground understanding of the intricacies and complexities specific to this search and to the Town.
We will work closely with the Town Council to successfully conduct these recruitments and are prepared to begin upon official notice to proceed. We are prepared to devote considerable effort and use our resources to ensure that the recruited positions will represent the profession's highest standards. Additionally, we believe that an experienced interim placement gives the Town time to find the right person for their permanent hire.
Our proposal also includes a pre-search phase to provide technical assistance to assist the Town in refining the Town Manager position role and responsibilities, in advance of the full search process.
Thank you very much for considering this proposal. We are ready to proceed upon notification of approval. Should you have any questions or need further clarification, you may reach me at (916) 630-4900.
Thank you very much for considering this proposal.
Respectfully Submitted,
Sabrina Landreth
President/CEO
ATTACHMENT B
Qualifications of the Firm
Executive Summary
Attracting top talent has never been more complex and Ralph Andersen & Associates is highly qualified to assist Town of Fairfax with recruiting an Interim Town Manager and its new Town Manager. We have conducted more successful executive recruitments than any other recruitment firm since 1972. From helping the Town Council create a competency-based interview framework for the new Town Manager, including assessing candidates and attracting top human capital, our search professionals offer an unparalleled depth of experience, national reach, and knowledge.
The Town has requested our proposal to assist in identifying and recruiting a highly qualified group of candidates for the new Town Manager position. In particular, the Town is seeking a firm with a strong national presence and professional experience to clearly assess the Town’s needs and formulate a strategy to deliver results.
At Ralph Andersen & Associates, we believe that gaining a complete understanding of our client’s specific objectives and priorities is essential prior to launching any search assignment. This process includes identifying and incorporating a range of vital details, such as the candidate’s desired skills and experience, as well as critical “soft skills” related to temperament, personality, management philosophy, and other factors that will ultimately determine the candidate’s “fit” with the organization.
We begin each search by working closely with the Town’s leadership, stakeholders, staff, and, if desired, the community, to develop a complete picture of the desired candidate pool. Our teamoriented approach, combined with this 360-degree perspective, ensures that a complete understanding of the organization’s mission and culture translates into the specific traits and characteristics that will enable the selected candidate to succeed in the position.
We understand that the Town expects aggressive, personalized outreach to identify a highly qualified applicant pool and a selection process that includes comprehensive candidate reports based on thorough reference and background checks. We will begin by identifying the desired characteristics and building a recruitment strategy tailored to the Town’s specific needs. The resulting outreach and advertising campaign will incorporate extensive personal outreach to recruit a highly qualified group of candidates.
Ralph Andersen & Associates serves a nationwide clientele focused on local government. The principal of the firm is Ms. Sabrina Landreth, President/CEO, and she has the full authority to legally bind the firm.
Why Choose Ralph Andersen & Associates?
Ralph Andersen & Associates, a California Corporation, has been providing executive search and management consulting for more than five decades. As such, the executive recruitment techniques used by Ralph Andersen & Associates have been developed and used successfully with hundreds of clients for more than 54 years.
With Ralph Andersen & Associates, there is an entire team behind every recruitment. Our firm takes a multi-disciplined, team approach to executive search. Successful outreach relies heavily on person-to-person contact to identify outstanding potential candidates and, in the evaluation phase, to gain a complete understanding of the background, experience, and management style of the top candidates. By drawing on the combined expertise of our associates and our network of professional contacts, we address outreach from a wide variety of perspectives and find unique ways to identify and recruit the best and brightest.
Project Staffing
The search firm's reputation and the recruiters' personal commitment determine the success or failure of any given recruitment. Ralph Andersen & Associates’ search professionals are acknowledged leaders in the field and possess a broad range of skills and experience in local government management, executive search, and related disciplines.
The Town of Fairfax will have Ms. Sabrina Landreth, President/CEO of Ralph Andersen & Associates, as the Project Director on this engagement. Ms. Landreth will have all the resources and full support of other members of the firm dedicated to ensuring the highest quality outcome during this important recruitment process.
Sabrina Landreth, President/CEO/Project Director
Ms. Sabrina Landreth is a respected public administrator with 25 years of experience in leadership roles at public agencies. Ms. Landreth is now serving as Chief Executive Officer of Ralph Andersen & Associates, focused on municipal search and consulting at the national level.
Before joining Ralph Andersen & Associates, Ms. Landreth served as the General Manager of one of the largest special districts in the country, spanning 33 cities and two counties. Prior to her appointment at the District, Ms.
Landreth served as the City Administrator for the City of Oakland, where she oversaw a $2 billion annual budget, more than 5,000 employees. She has held roles at all levels of municipal government, having also served as the Emeryville City Manager, a Deputy City Administrator, Budget Director, Administrative Services Manager, and Legislative Analyst in local agencies. She has worked in the California State Assembly and with several state agencies.
As a trusted advisor to elected and appointed boards, and a mentor to scores of public sector executives, Ms. Landreth has a deep understanding of the intricacies of different governance structures and how best to recruit, hire, and retain world-class staff while building cohesive teams tailored to each agency’s unique needs. She has cultivated an unparalleled nationwide network of top talent and has a proven record of placing more than one hundred public sector executives in roles that produce lasting community and organizational success. Ms. Landreth holds candidates to the highest standards of integrity, accountability, transparency and values-based leadership.
Ms. Landreth is widely recognized as a municipal budget and finance expert, with broad technical expertise across the full spectrum of public agency operations, including Human Resources, Police, Fire, IT, Emergency Management, Communications, Public Works, Housing & Community Development, Human Services, Library, Parks & Recreation, Planning & Building, Legal Affairs and Economic & Workforce Development services.
Ms. Landreth contributes as a volunteer Board Member for several civic and community organizations, including the UC Berkeley Goldman School of Public Policy, Oakland Museum of California, and the Head-Royce School. She serves as a graduate course lecturer in Public Budgeting at UC Berkeley, and she holds a B.S. from the Massachusetts Institute of Technology (MIT) and a Master of Public Policy from UC Berkeley.
Ms. Landreth may be reached at (916) 630-4900 or via email at [email protected].
The Project Director will be assisted (if needed) by the following key members of our Search Team:
Mr. Ian Appleyard, Senior Consultant
Ian Appleyard is a seasoned human resources executive with 30 years of public sector experience. His areas of expertise include executive recruitment and coaching, strategic planning, organizational assessment, and labor relations. He has also managed board and administration relations, risk management, and workforce training initiatives. Established as a trusted advisor to all public stakeholders throughout his career, Mr.
Appleyard brings a rare combination of technical expertise and practical wisdom to every engagement, helping public agencies build stronger organizations, develop exceptional leaders, and deliver the quality of service their communities deserve.
Mr. Appleyard served as Director of Human Resources for both the City of Oakland and the City of Emeryville, California. In Oakland, he oversaw all aspects of a comprehensive human resources program serving more than 5,000 employees. He maintains an extensive professional network across California and nationally, and served on the board of the California Public Employers Labor Relations Association (CalPELRA), the state's leading professional association for public sector labor relations practitioners, from 2015 to 2023.
Mr. Appleyard earned a Master of Public Administration from the University of Colorado Denver and a Bachelor of Arts in International Relations from San Francisco State University.
Mr. Appleyard may be reached at (916) 630-4900 or via email at [email protected].
Mr. Fred Wilson, Senior Consultant
Mr. Wilson joined Ralph Andersen & Associates in 2019 and has a professional career in local government serving in different leadership roles. Prior to joining Ralph Andersen & Associates, Mr. Wilson served as City Manager for 10 years in Huntington Beach as well as in other leadership roles in various local government organizations in California. His skills in identifying, recruiting, and retaining high-quality employees, and talent management, coupled with succession planning have contributed significantly to the successes of those organizations. Mr. Wilson has extensive experience in all aspects of governance including organizational development, succession planning, municipal finance, community development, and general city management. Since joining Ralph Andersen & Associates in 2019, Mr. Wilson has personally conducted over 100 recruitments at all levels of local government and special districts. He firmly believes that recruiting and retaining top talent for local government positions positively contributes to the long-term success of the organization.
Mr. Wilson holds a Bachelor of Science degree in Urban Planning from Cal Poly Pomona, and a Master’s degree in Public Administration from California State University, Northridge.
Mr. Wilson may be reached at (916) 630-4900 or via email at [email protected].
Heather Renschler, Senior Advisor
Ms. Renschler has been with Ralph Andersen & Associates for more than 40 years and previously served as the firm’s President/CEO. Ms.
Renschler oversaw the recruitment practice of Ralph Andersen & Associates for the last 27 years and as a result, is often involved with recruitments on a national scale and with those of a highly sensitive and critical nature. She is experienced at working with boards, city councils, staff members, and selection committees in the recruitment and selection process. Over the years, Ms. Renschler has had significant experience recruiting for public safety executives – both police and fire. Her network
of contacts and potential candidates in law enforcement is strong in California and on a national scale.
Prior to joining Ralph Andersen & Associates, Ms. Renschler had extensive private sector experience in the areas of construction management, health care and public accounting. Ms. Renschler attended the University of Toledo and majored in Accounting and Journalism and obtained a Bachelor’s degree in Public Administration from the University of San Francisco.
Paraprofessional and Support Staff
Paraprofessionals, graphics, and support staff will provide administrative support to the consultant team on recruitment assignments. These may include Ms. Diana Haussmann, Mr. Dane Jackson, and Ms. Karen AllGood.
Relevant Experience
Ralph Andersen & Associates conducts a wide array of searches in the public sector. Our experience spans populations of all sizes, from the largest in the country to small and mid-size municipalities.
While we have a strong focus in California, we also conduct recruitments on a national scale.
Expansive network of City/Town Manager Searches – We have one of the strongest track records of conducting City/Town Manager searches. The following listing represents contracts that were awarded to Ralph Andersen & Associates and staffed by a member of our recruitment team from 2020 to Present.
• Artesia, CA – Manager (2022) and (2024)
• Barstow, CA – City Administrator (2021)
• Calabasas, CA – City Manager (2021)
• California City, CA – City Manager (2022)
• Calistoga, CA – Assistant City Manager (2024)
• Carpinteria – City Manager (2023)
• Cerritos, CA – City Manager (2023)
• Colma, CA – City Manager (2023)
• Commerce, CA – City Manager (Partial Search) (2024)
• Compton, CA – City Manager (2022 & 2024)
• Coronado, CA
Assistant City Manager (2022)
City Manager (2021)
Deputy City Manager (2025)
• Costa Mesa, CA – Assistant City Manager (2023)
• Cypress, CA – City Manager (2025)
• Eastvale, CA – City Manager (2022)
• El Segundo, CA – City Manager (2022)
• Emeryville, CA – City Manager (2022)
• Encinitas, CA – City Manager (2020)
• Fairfax, CA – Town Manager (2021)
• Foster City, CA – City Manager (2022)
• Gilroy, CA – City Administrator (2025)
• Goleta, CA
Assistant City Manager (2024)
City Manager (2022)
• Grand Terrace, CA – City Manager (2021)
• Gustine, CA – City Manager (2022)
• Hemet, CA – City Manager (2026) (Current Search)
• Highland, CA – City Manager (2024)
• La Palma, CA – City Manager (2020 & 2025)
• La Verne, CA – City Manager (2022)
• Laguna Beach, CA – City Manager (2024)
• Loma Linda, CA – Assistant City Manager (2025)
• Los Altos, CA – City Manager (2021)
• Los Altos Hills, CA – City Manager (2026)
• Los Banos, CA – City Manager (2025)
• Mill Valley, CA – City Manager (2020 & 2022)
• Modesto, CA – Deputy City Manager (2022 & 2023)
• Montebello, CA – City Manager (2023)
• National City, CA – City Manager (2026)
• Nevada City, CA – City Manager (2022 & 2025)
• Newman, CA – City Manager (Current Search)
• Norco, CA – City Manager (2022)
• Oakland, CA – City Administrator (2020 & 2023)
• Ojai, CA – City Manager (2024)
• Palm Desert, CA – City Manager (2021)
• Palm Springs, CA – Assistant City Manager (2021)
• Palos Verdes Estates, CA – City Manager (2023)
• Pismo Beach, CA – City Manager (2023)
• Riverside, CA – City Manager (2022)
• San Bernardino, CA – City Manager (2025)
• Santa Monica, CA – City Manager (2021)
• Sierra Madre, CA – City Manager (2021)
• Stockton, CA – Deputy City Manager II (Two Placements) (2020) • Solvang, CA – City Manager (2023)
• South Pasadena, CA – City Manager (2025)
• Upland, CA – City Manager (2021)
• Watsonville, CA – City Manager (2024)
• West Hollywood, CA – City Manager (2025)
• Whittier, CA – City Manager (2025)
• Yorba Linda, CA – City Manager (2025)
• Yountville, CA – Town Manager (2026)
Work Plan
Interim Placement Services
Approach to Identifying an Interim Town Manager
The successful search process relies heavily on person-to-person contact to identify top quality interim candidates.
• Personal outreach to highly qualified interim candidates throughout California. • A screening process that narrows the field of candidates to those that most closely match the needs of the Town and is based on screening interviews with the top candidates.
Candidates’ education, experience, and credentials are matched to the criteria established in the position profile.
• The Project Director will assist the Town in negotiating the salary with the selected interim candidate.
Summary of Our Search Process (Full Search)
The successful search process relies heavily on person-to-person contact to identify outstanding potential candidates and, in the evaluation phase, to gain a complete understanding of the background, experience, and management style of the top candidates. The executive recruitment techniques used by Ralph Andersen & Associates have been developed and used successfully with hundreds of clients for more than 54 years.
• Developing a comprehensive position profile based upon information obtained in various meetings with the Town Council, Human Resources staff, and other designated Town staff and stakeholders.
• Reviewing current compensation and recommending changes based upon market and competitive conditions, if desired by the Town.
• Extensive personal outreach, via telephone and through internet technology, to qualified candidates throughout California, the Western Region, and nationally, if desired. • A marketing strategy that uses selected advertising to supplement the extensive candidate identification process, uses the Internet and social media, and also uses our already established professional contacts throughout the region. • A screening process that narrows the field of candidates to those that most closely match the needs of the Town and is based on screening interviews with the top candidates.
Candidates’ education, experience, and credentials are matched to the criteria established in the position profile.
• Delivering a product in the form of a search report that recommends a top group of candidates and provides the Town with detailed information about their backgrounds and experience.
• Conduct final background and verifications, including references, on the top candidate. • Assist in negotiations of employment offer.
• Close out the search and notify all candidates not selected.
Ralph Andersen & Associates has an outstanding reputation for being thorough and professional in its recruitment approach. Each candidate’s match with the position is based on the individual’s professional experience, management style, education, credentials, and overall fit with the organization and executive leadership.
Search Work Plan
This section describes the usual steps in the search for a new Town Manager for the Town of Fairfax.
This recruitment will be under the direction of Ms. Sabrina Landreth as Project Director.
Task 1 – Review Project Management Approach
The Project Director will begin work on this project within 10 days (or sooner) after the Town provides a contract or, alternatively, an official notice to proceed. The first task will include established individual and/or group meetings with the Town Council, Human Resources, or key Town staff, as appropriate, to finalize the recruiting and selection process. This will include discussion of the project management for this search, review of the work plan, confirmation of timing, and communication methods. Working collaboratively with the Town Council, Human Resources, and key Town staff, this task will result in a more definitive timetable.
The Project Director will be accessible and responsive to client requests and inquiries.
Task 2 – Develop Position Profile
The Town Manager position profile serves as the guide for the entire search process. The development of the profile includes collecting technical information and defining recruitment criteria.
Technical Information
The Project Director will conduct meetings with the Town Council, Human Resources, key staff members, and others, as directed by the Town, to gain an understanding of the experience and professional background requirements for the Town Manager. These meetings will also help the Project Director understand the work environment and the issues facing the Town of Fairfax. Meetings will be held in person, or video meetings can also be arranged.
Recruitment Criteria
The recruitment criteria are those personal and professional characteristics and experiences desired in the Town Manager. The criteria should reflect the Town of Fairfax’s goals and priorities.
Subsequent to the development and adoption of the candidate profile, the technical information and recruitment criteria will be documented in an information brochure prepared by Ralph Andersen & Associates. The Town will review the draft brochure, revise it as appropriate, and publish it for use throughout the search.
Optional Service (Community Survey) – The Town Council may desire to obtain input from the Community on the qualities they would like to see in the new Town Manager. To facilitate Community input, the Project Director is available to conduct an online survey, and/or community “listening sessions”. Additionally, our process can allow for email comments to Ralph Andersen & Associates relating to the desired qualities of the next Town Manager. See Cost Section for more details on pricing.
Task 3 – Outreach and Recruiting
This task is among the most important of the entire search. It is the focus of the activities of the Project Director and includes specific outreach and recruiting activities briefly described below.
Outreach
An accelerated outreach and advertising campaign will be developed. It will include the placement of ads in publications such as Western City Magazine, International City/County Management Association (ICMA), and other professional publications. Additionally, a select
number of other government-related websites will be used to extend the targeted outreach in a short period of time.
Additionally, the advertisement and the full text of the position profile (the recruitment brochure) will be placed on Ralph Andersen & Associates’ website, which is accessed by a large number of qualified candidates. This method of outreach to potential applicants provides a confidential source that is monitored by many key level executives on an ongoing basis.
Candidate Identification
Ralph Andersen & Associates will use their extensive contacts to focus on the recruiting effort. In making these contacts, the Project Director will reach out directly to individuals who meet the Town's criteria. Each candidate identified through the recruiting efforts will receive an information brochure. Candidates will also be contacted directly to discuss the position and to solicit their interest in being considered.
Both the outreach and recruiting activities will result in applications and resumes from interested candidates. As they are received, resumes will be acknowledged, and candidates will be advised of the general timing of the search process. The following tasks involve the actual selection process once all resumes have been received.
Task 4 – Candidate Evaluation
This task will be conducted following the application closing date. It includes the following specific activities:
Screening
All of the applications will be carefully reviewed. Those that meet the recruitment criteria and minimum qualifications will be identified and subject to a more detailed evaluation. This evaluation will include consideration of such factors as professional experience, and size and complexity of the candidate’s current organization as compared to the candidate’s profile.
Preliminary Research and Internet Review
The research staff of Ralph Andersen & Associates, under the direction of the Project Director, will conduct preliminary research and internet review for those candidates identified as the most qualified as a result of the screening process. This level of research will be conducted on a limited number of candidates to learn more about each candidate’s public profile and related information available online.
Preliminary Interviews (by Recruiters)
The Project Director will conduct preliminary interviews with the top candidates identified through screening, preliminary research, and Internet review. The interviews are extensive and designed to gain additional information about the candidates’ experience, management style, and “fit” with the recruitment criteria. Interviews will be conducted using video technology.
The screening portion of the candidate evaluation process typically reduces a field of applicants to approximately four (4) to six (6) individuals. Those individuals will be reviewed with the Town prior to proceeding with the individual interviews.
Task 5 – Search Report
After completing Task 4, all documentation will be electronically supplied to the Town. The Project Director will prepare detailed information for review, including resumes uploaded to a file-sharing system (i.e., OneDrive or ShareFile). The Project Director will meet with the Town Council (in-person or via video) to review the search report on the top candidates. The report divides all of the candidates
into four groups, including 1) the top group of candidates that are recommended to be interviewed by the Town Council; 2) a backup group to the first group; 3) a group for which no further consideration is required; and 4) a group that lacks minimum qualifications. The Search Report will include candidate resumes and cover letters. The results of preliminary media research will be included. This meeting will result in a confirmed group of top candidates for the Town to further consider.
The traditional approach is to conduct a partial background on the top 2-3 candidates with various verifications, internet search, and limited references (outside of the current employer). References for current employers are often not released by candidates until the final stage of the search process when they are assured of being the candidate of choice. Verifications such as credit check, DMV Report, and civil/criminal are typically conducted once a contingent offer is made to the selected candidate unless the finalist candidate(s) gives explicit approval and sign a release to proceed.
Education checks are conducted before the slate of candidates interviews with the Town Council.
The results of the Search Report will be a confirmed group of finalist candidates that the Town Council will interview.
Task 6 – Selection
The final selection process will vary depending on the Town Council's desires. The typical services provided by Ralph Andersen & Associates in the selection process are described briefly below:
• The Project Director will coordinate the selection process for the finalist group of candidates.
This includes handling logistical matters with candidates and with the Town. • Ralph Andersen & Associates will prepare an electronic interview booklet (uploaded to OneDrive file-sharing program) that includes the resume, cover letter, and preliminary media research for each candidate. In addition, this electronic information will include suggested questions and discussion topics based on the recruitment criteria. Electronic copies of the interview booklet will be provided in advance of the candidate interviews. • The Project Director will facilitate the Interviews to assist the Town through the selection process. This assistance will include an initial orientation, candidate introductions, and facilitation of discussion of candidates after all interviews have been completed. • Additionally, verifications will be made on the top two candidates and will include education verifications, Department of Motor Vehicle check, criminal and civil check, and credit check.
The results of these verifications will be discussed with the Town at the appropriate time. • Reference checks will be conducted on the top candidate. The results of these reference checks will be discussed with the Town Council at the appropriate time during a closed session.
• As needed, the Project Director is available to provide assistance to the Town Council in the final selection as may be desired. This assistance may include providing or obtaining any additional information needed to support the final selection decision.
Task 7 – Negotiation
The Project Director is available to assist the Town Council in negotiating a compensation package with the selected candidate. This includes recommendations on setting compensation levels.
Additionally, Ralph Andersen & Associates can work closely with the Town Attorney on the deal points to be included in the employment agreement. As required by the Brown Act, the employment agreement for the new Town Manager must be approved and voted on at a regularly scheduled Town Council meeting.
Task 8 – Close Out
After the Town has reached an agreement with the individual selected for the position, the Project Director will close out the search. These activities will include advising all finalist candidates by telephone on the status of the search.
Pre-Search Project Work
In advance of the full search, we are proposing a technical assistance project to work with the Town on refining the role and responsibilities of the Town Manager. Ms. Sabrina Landreth will serve as the Project Manager, with supplemental technical support from our team of Human Resources experts.
This pre-recruitment project will include listening sessions with Councilmembers, Town staff, and other stakeholders, as identified. We will review best practices, prepare a draft job description, and facilitate discussion and approval of the job description with the full Town Council. This project will be completed before launching the full search for the new Town Manager.
Project Timing
We anticipate a timeframe of approximately 90 days (or less) from the start of the full search to the presentation of the finalists for an interview. Negotiation with the top candidate will take an additional week after finalist interviews.
A brief overview of the recruitment schedule is presented below (the schedule does not include the transition time for the selected candidate to join the Town).
Task Estimated Week
of Completion
Task 1 – Review Project Management Approach Week One
Task 2 – Develop Recruitment Brochure Week One – Week Two Task 3 – Outreach and Recruiting Week Two – Seven
Task 4 – Candidate Evaluation
Ongoing Throughout Process
(typically more focused during Week
Six and Week Seven)
Task 5 – Search Report Week Eight – Week Nine
Task 6 – Selection Week Nine - Week Ten
Task 7 – Negotiation Week Ten – Week Eleven
Task 8 – Close Out Week Twelve
Additionally, the Project Director has the capacity to focus on this recruitment to meet the process's timing and milestones, as outlined above.
Project Cost
Cost for Interim Placement Services
The recruitment effort for an Interim Town Manager for the Town of Fairfax will be a search process with a focus in California. The professional services fee to perform this search will be a fixed fee of $5,000 for recruitment services and all associated expenses.
Progress payments will be due upon receipt.
Cost for Full Search Services
The recruitment effort for a new Town Manager for the Town of Fairfax will be a comprehensive search process with a focus primarily in California, the Western Region, and nationally, if so desired.
The review of resumes and qualifications will be conducted on all candidates who submit, giving the Town the ability to select from a broad field of qualified candidates. The professional services fee to perform this search will be a fixed fee* of $33,500 for recruitment services and all related expenses (not including a supplemental fee for the Community Survey). *Note – Expenses included in this fixed fee include such items as advertising, consultant interaction (anticipated to be done in-person or via video), clerical, graphic design, research, and long-distance telephone charges. On top candidates, Internet and Lexis/Nexis searches will be conducted.
Additionally, education verifications, DMV checks, wants and warrants, civil and criminal litigation search, and credit check will be conducted on the top two candidates. Detailed reference checks will be conducted on the top candidate.
Invoicing for Services – Ralph Andersen & Associates will bill the fixed fee to the Town in four installments as follows:
• Following kick-off and finalization of recruitment brochure - $10,050 • After the closing date - $10,050
• After finalist interviews - $10,050
• Upon placement - $3,350
Progress payments will be due upon receipt.
Brochure – A full-color electronic brochure will be developed for the Town Manager recruitment. All pictures will be the Town's responsibility. The Town will also be responsible for ensuring that there are no copyright restrictions on the photographs supplied to Ralph Andersen & Associates and for agreeing to pay any and all related charges or fines if a copyright violation is incurred, either during the search itself or subsequently.
Pre-Search Technical Assistance – In advance of launching the full search, we will conduct a technical assistance project to help refine the role and responsibilities of the Town Manager, at a fixed fee of $6,500.
Optional Service (Community Survey) – Should the Town choose to conduct a Community Survey and/or community “listening sessions,” with summarized results, this service would cost an additional $2,500-$3,500, depending on the scope of agreed upon services.
Exception – All candidate travel is the full responsibility of the Town.
Guarantee
Ralph Andersen & Associates offers the industry-standard guarantee on our full search services. If the Town Manager resigns or is dismissed for cause within one year of appointment, we will conduct another search free of all professional services charges.
If a placement is not made in the first outreach effort, the Consultant will conduct a second outreach effort with no charge for Professional Services.
The Guarantee does not apply to interim placements.