Peckham & McKenney, 300 Harding Boulevard, Suite 203D, Roseville, CA 95678 November 11, 2021
Rene Mendez, City Manager
City of Gonzales
P.O. Box 647
Gonzales, CA 93926
Sent Via Email to: [email protected]
Dear Rene,
Thank you for the opportunity to submit a proposal for conducting the City’s search for its new Community Development Director. With our experience working previously with the City and conducting numerous Community Development/Planning Director searches over the past year, we/I understand the significance of conducting an effective search, the importance of finding a good fit for the position, what is involved for completing a successful process, and have a vested interest in seeing a positive outcome. In turn, we are exceptionally prepared and well-positioned to conduct this recruitment and are looking forward to working with you.
I will serve as your recruiter and serve as your primary contact. The attached proposal includes detailed information regarding Peckham & McKenney, the search process and timeline, cost of services, our guarantee, client references, and Peckham & McKenney staff backgrounds.
Peckham & McKenney’s expertise is based on over 35-years of experience in executive recruitments, and every Peckham & McKenney recruitment has the full backing and support of an entire team of recruiters with our excellent breadth and an exemplary reputation in placements. I/we are honored to have the opportunity to work with you on this important search process.
Peckham & McKenney, 300 Harding Boulevard, Suite 203D, Roseville, CA 95678 Please feel free to call or email me at if you have any questions. We look forward to hearing back from you.
Sincerely,
Maria A. Hurtado, Executive Recruiter
Peckham & McKenney
www.peckhamandmckenney.com
[email protected]
(831) 247-7885 (Cell)
(866) 912-1919 (toll-free)
Peckham & McKenney, 300 Harding Boulevard, Suite 203D, Roseville, CA 95678
City of Gonzales
Recruitment Proposal
for
Community Development Director
November 11, 2021
Peckham & McKenney, 300 Harding Boulevard, Suite 203D, Roseville, CA 95678
TABLE OF CONTENTS
THE FIRM 1
Peckham & McKenney
Our Reputation
“All about fit”
EXPERIENCE 2
Community Development Director (and related) Recruitments YOUR RECRUITMENT TEAM 3
Our Approach
Your Team
THE SEARCH PROCESS 5
THE SEARCH SCHEDULE 9
COST OF SERVICES 10
Cost of Services
Additional Service Costs
Process of Payment
Insurance
GUARANTEE AND ETHICS 12
Placement Guarantee
Reopening the Recruitment
Ethics
CLIENT REFERENCES 13
DIVERSITY STATEMENT 14
1 THE FIRM
Peckham & McKenney - Peckham & McKenney provides executive search services to local government agencies throughout the western United States and is headquartered in Roseville, California. Under the leadership of Anton “Tony” Dahlerbruch, continuing the values and principles of the firm’s founders Bobbi Peckham and Phil McKenney, Peckham and McKenney has a strong and well-recognized reputation as a leader of successful local government recruitments. The team of Peckham & McKenney executive recruiters bring numerous decades of experience in local government and executive search to achieving effective placements that align each client’s unique needs and interests. We are supported by administrative and research specialists, marketing and design professionals, a web technician, and distribution staff.
Since 2004, Peckham & McKenney has conducted more than 650 executive level recruitments in the states of Arizona, California, Colorado, Idaho, Nevada, New Mexico, Oregon, Utah, Washington, and Wyoming. On behalf of elected Councils, City Managers and Department Heads throughout the West, we have successfully placed hundreds of local government professionals including City and County Managers and their Assistants, Police and Fire Chiefs, Department Heads, and mid-level Managers. In addition, Peckham & McKenney has placed hundreds of executives and organizational leaders in the areas of public safety (police and fire), community development and planning, economic development, public works and engineering, finance, human resources, city clerk, information technology, library services, parks and recreation, and community services.
Peckham & McKenney was established on the premise that an executive search and consulting firm must be dedicated to providing its clients and candidates with professional service, as well as a personal, hands-on approach. Our business philosophy centers upon the understanding that this is a “people” related industry and that attention to others’ needs are the key to providing effective customer service.
Our Reputation -Peckham & McKenney is one of the most trusted and respected executive recruitment firms in the country. Time and again, we receive unsolicited compliments from clients and candidates relating to our integrity, high ethics, and customer service. Not only are we committed to providing our clients with well-qualified candidates, but we also take pride in treating both our clients and candidates with utmost respect. This commitment has led to multiyear retainer agreements with a number of agencies, as well as numerous client and candidate testimonials to their experiences with us, which you can find on our website at www.peckhamandmckenney.com.
“All about fit” -We recognize that every agency and community we serve is unique, and the candidate you ultimately select must “fit.” We take the time to become familiar with your community, organizational culture, and issues and challenges in order to identify and recruit the best candidates for your consideration. Nearly 89% of our placements stay in those positions for over five years, which is a testament to their “fit.”
2 EXPERIENCE
With every executive search, your personal Recruiter has the full backing, support and resources of the entire Peckham & McKenney team. Bringing more experience to local government executive search than any other California recruiter, Peckham & McKenney has successfully completed the following Community Development / Planning / Building / Economic Development recruitments.
Agoura Hills, CA Community Development Director
Agoura Hills, CA Building Official
Alameda, CA Economic Development Manager
Alhambra, CA Director of Development Services
Ashland, OR Community Development Director
Astoria, OR Community Development Director
Beaverton, OR Building Official
Bell, CA Community Development Director
City of Benicia, CA Community Development Director
Beverly Hills, CA Community Development Director
Bothell, WA Community Development Director
Bothell, WA Chief Economic Dev’t Officer
Burbank, CA Community Development Director
Concord, CA Principal Planner
Dana Point, CA Community Development Director
Delano, CA Economic Development Manager
Elk Grove, CA Economic Development Director
Encinitas Development Services Director
Fremont, CA Dep Dir of Community Development
Fremont, CA Dep Redev’t Agency Dir, Housing
Gilroy, CA Community Development Director
City of Gilroy, CA Dep Administrator for Econ Dev’t
Glendale, AZ Planning Director
Hayward, CA Dep City Manager, Econ Dev’t
Hayward, CA Community Development Director
Hayward, CA Economic Development Manager
Jefferson Co, CO Planning & Development Director
Jurupa Valley, CA Community Development Director
Laguna Niguel, CA Dir of Community Development
Livermore, CA Economic Development Director
Long Beach, CA Dep Director, Development Services
Long Beach, CA Plng Bureau Mgr, Dev’t Services
Manhattan Bch, CA Community Dev’t Director
Martinez, CA Community Development Director
Milpitas, CA Dir of Plng & Neighborhood Serv
Mountain Village, CO Dir of Community Dev’t & Housing
N Tahoe Pub Util Dist, CA Plng & Engr Manager
Novato, CA Community Development Director
Oceanside, CA Development Services Director
Pacifica, CA Planning Director
Pacific Grove, CA Community/Economic Dev’t Dir
Palo Alto, CA Development Services Director
Pittsburg, CA Com Dev’t Dir/City Engr
Placer County, CA Com Dev’t Resources Agency Dir
Rcho Palos Verdes, CA Senior Planner
Rcho Sta Margarita, CA Dev’t Services Director
Reno, NV Redevelopment Admin
San Bernardino, CA Dir of Housing & Econ Dev’t
San Bruno, CA Community Development Director
San Clemente, CA Community Development Director
San Clemente, CA Economic Dev’t & Housing Dir
San Clemente, CA City Planner
San Clemente, CA Dep Community Development Dir
San Clemente, CA Building Official
San Joaquin Co, CA Community Dev’t Director
San Mateo, CA Economic Development Manager
San Miguel Co, CO Planning Director
San Miguel Co, CO Exec Dir Regional Housing Auth
San Pablo, CA Asst. to the City Mgr, Econ Dev’t
San Rafael, CA Community Development Director
Santa Barbara, CA Economic Development Manager
Santa Barbara, CA Community Development Director
Santa Clara Co, CA Director, Planning & Development
Santa Rosa, CA Plng & Economic Dev’t Director
Seaside, CA Planning Services Manager
Seaside, CA Redevelopment Services Manager
Sebastopol, CA Planning Director
S Lake Tahoe, CA Development Services Director
Southgate, CA Community Development Director
St. Helena, CA Plng & Com Improvement Director
Stockton, CA Community Development Director
Stockton, CA Assistant Dir of Community Dev’t
Stockton, CA Dep CDD-Planning and Engr
Stockton, CA Deputy Building Official
Teton County, CO Planning & Development Director
Vail, CO Dir of Community Development
Walnut Creek, CA Economic Development Manager
Walnut Creek, CA Planning Manager
W Hollywood, CA Property Development Manager
Westlake Village, CA Planning Director
Windsor, CA Community Development Director
Winters, CA Community Development Director
Yuba City, CA Development Services Director
Yuba City, CA Planning Manager
Our breath of recruiting experience can be viewed on our website at here.
3 YOUR RECRUITMENT TEAM
Our Approach
When you retain Peckham & McKenney, you are guaranteed that your Recruiter, Maria Hurtado, is fully responsible for the success of the recruitment process. Supported by experienced administrative, research, and marketing specialists, Maria Hurtado will serve as your Recruiter.
Executive Recruiter and CEO, Anton “Tony” Dahlerbruch as well as the founders of Peckham & McKenney, Bobbi and Phil McKenney, will directly support Ms. Hurtado, who brings to recruitments extensive local government experience as well as a strong and active network with City Managers and Assistant City Managers throughout the state due to her involvement with the International County/City Management Association (ICMA), the Local Government Hispanic Network (LGHN), and Municipal Management Association of Northern California (MMANC).
Maria Hurtado, Executive Recruiter
Ms. Hurtado has worked in local government for over 23 years and began her professional career in the non-profit sector. In November 2016, Ms. Hurtado was appointed as the Assistant City Manager for the City of Hayward, CA, where she oversaw the departments of Public Works, Maintenance Services, Utilities, Finance, and Library and Community Services. Prior to this appointment, Ms. Hurtado was the Chief Operating Officer (COO) for the City of Oxnard where she was responsible for IT, Finance, Human Resources, Cultural and Community Services, and the Public Information Office (PIO), including implementation of 121 recommendations resulting from an organizational assessment.
Ms. Hurtado had a long tenure in northern California before leaving to Oxnard. Ms. Hurtado was hired in 2006 as the Director of Parks and Community Services for Tracy, CA and was subsequently appointed and held the Assistant City Manager position from 2007 through 2015.
In addition, Ms. Hurtado completed two 6-month Interim City Manager appointments in Tracy, where she was responsible for Council and Community Relations and department operations.
Prior to her work with the City of Tracy, Ms. Hurtado served as Deputy Director of Parks & Neighborhood Services for the City of San Jose, CA, Assistant Director for Parks and Community Services and Assistant Director for Redevelopment and Housing for the City of Watsonville, CA. Ms. Hurtado came from the non-profit sector prior to moving into local government and worked as the Executive Director of an alcohol and counseling agency, which included a women’s residential treatment facility, drug and alcohol counseling center, and an anti-gang afterschool youth program.
Ms. Hurtado served as the Vice President on the ICMA Board of Directors for three years, representing the West Coast Region. She is a member of MMANC and LGHN. In 2016, Ms.
Hurtado served as the ICMA 102nd Conference Planning Committee Co-Chair held in Kansas City. Ms. Hurtado received the MMANC West McClure Outstanding Assistant Award in 2012 and the League of California Cities 2018 Assistant City Manager of the Year award. Ms. 4 Hurtado received her Master’s in Social Work from San Jose State University, a Bachelor of Arts degree in Sociology from the University of California in Santa Cruz, and is a graduate of the Harvard Kennedy School Senior Executives in State and Local Government Certificate program in Cambridge, Massachusetts.
Ms. Hurtado recently completed recruitments for the City Manager for the City of Oakley, the City Clerk for the City of Palo Alto, the Human Resources Manager for Contra Costa County, the Public Works and the Planning Directors for the Town of Los Altos Hills, and the Assistant City Manager for the City of Hayward. Ms. Hurtado is currently conducting recruitments for the Deputy PW Director for the City of Elk Grove, the Assistant City Manager for the City of Brentwood, and the City Manager for the City of Seaside.
Joyce Johnson, Operations Manager
Joyce Johnson joined Peckham & McKenney in 2005 and serves as the firm's Operations Manager. She has over 30 years' experience in the field of administrative and executive support for all aspects of the executive recruitment process. She oversees internal administration of the firm as well as directing contract administrative support in the areas of advertising and design, web posting, and duplication and mailing services. Prior to joining Peckham & McKenney, Ms. Johnson oversaw internal administration in the Western Region headquarters of two national management consulting and executive recruitment firms. Ms.
Johnson is complimented regularly on her strong customer orientation working with both clients and candidates alike. Ms. Johnson holds an Associate of Arts degree from American River College.
Kevin Johnson, Research Assistant
Kevin Johnson has been a member of the Peckham & McKenney team since 2009 and currently serves as a Research Assistant. He supports the firm's Recruiters through his research of local government agencies and networks, potential candidates, and current candidates prior to recommendation to our clients. Mr. Johnson mastered his researching abilities while obtaining a Bachelor of Arts in Economics from Willamette University.
Linda Pucilowski, Graphic Designer
With nearly 30 years of experience, Linda Pucilowski provides her expert design and marketing skills to Peckham & McKenney. She is the firm’s “go-to” professional for all advertising and brochure design and creation. Ms. Pucilowski holds a Bachelor’s degree from California State University, Sacramento.
Rachel Moran, Website & Social Media Assistant
Rachel Moran has been in the graphic design field since 2007 and prides herself on creating eye-catching visual art. She supports the Peckham & McKenney team by handling all website visual and technical design as well as social media. Ms. Moran graduated from the Art Institute of Houston obtaining her Bachelor’s Degree in Fine Arts with a concentration in Graphic Design.
5 THE SEARCH PROCESS
A standard search process takes 12- to 14-weeks to conduct. While we will customize the search and project schedule to fit the specific interests and needs of the City of Gonzales, the search process typically includes the following steps:
Project Organization – Prior to beginning the recruitment, necessary documentation (contract, insurance, business license, retainer invoice, etc.) will be processed. We ask that the City identify a single point of contact that will serve as our liaison throughout the recruitment, providing necessary information to us, responding to our questions, and receiving and distributing all correspondence. A single point of contact will ensure timely and clear communication throughout the process.
We will request a conference call with the appropriate City staff person(s) to discuss the process, listen to specific desires and expectations, and respond to any questions or concerns. We will discuss expected parameters of the search, the search timeline, and schedule future meeting dates.
During this phase of the process, we will also want discuss and determine with the City Manager the extent of involvement of other individuals in the search process, and the finalist interview process.
Furthermore, during this phase, we will request information relating to compensation and benefits, organization charts, and budget data. In addition, we will request high-resolution photos to be used in an attractive brochure to market the position and the opportunity to serve in the community.
Ms. Hurtado will provide recommendations on best practices. Please note that decisions on the extent of involvement of others as well as additional components to the finalist interview process will impact the search, search timeline, and ultimately the cost of the recruitment process.
Development of Candidate Profile (virtual meeting #1) – This step provides for the development of the Candidate Profile that will serve as a guide in the identification of potential candidates, outreach and recruitment efforts, screening and selection of your next Community Development Director. The Candidate Profile includes information relating to the City of Gonzales; current and future issues and opportunities; expectations, goals, and objectives leading to the success of the new Community Development Director; and the background and experience, leadership style, skills and abilities, and personality traits of the ideal candidate.
Your Recruiter, Maria Hurtado, will develop this profile following individual conversations with the City Manager and anyone else identified by the City Manager. Based on our experience, we recommend a group meeting with the executive staff team. While our proposal includes up to 2 days to develop the Candidate Profile, we are currently conducting a majority of meetings via Zoom or telephonically due to COVID-19.
6 A draft of the Candidate Profile will be provided to our point of contact for review. We ask that all revisions and corrections be provided to us in a timely manner in order to maintain the agreedupon search timeline. Our marketing and design professional will then prepare an attractive marketing brochure incorporating the Candidate Profile. Upon completing the Candidate Profile, the brochure will be distributed to identified industry professionals, posted on the Peckham & McKenney website, and provided to the City for posting.
Advertisements will be placed in the appropriate industry publications and websites, and our firm will assume responsibility for presenting your opportunity in an accurate and professional manner.
Social media, including LinkedIn and other platforms, will be used as appropriate.
Recruitment –The main focus of our outreach will be direct phone contact with quality potential candidates. With decades of executive search experience, we have developed an extensive candidate database that is continuously updated and utilized. Our recruiting efforts will focus on direct and aggressive recruiting of individuals within the search parameters established during the Candidate Profile Development. We believe direct recruiting produces the most qualified candidates.
Throughout this active search process, we will regularly update the City of the recruitment status and share questions, concerns, and comments received from potential candidates as they consider the opportunity. By doing so, we will “team” with the City to ensure that all issues and concerns of candidates are discussed and understood thereby eliminating “surprises” once the resume filing deadline has occurred.
As resumes are received, they will be promptly acknowledged within 48 hours, and we will personally respond to all inquiries. Once the resume filing deadline has passed, we will update the City on the status of the recruitment, the number of resumes received, and our intent for preliminary interviews.
Preliminary Interviews – Upon our review of the resumes received, supplemental questionnaires will be sent to candidates who appear to meet the Candidate Profile. In the supplemental questionnaire, applicants will be asked to address a few questions pertaining to the position that are based on information learned during Candidate Profile Development. The supplemental questionnaire is intended, in part, to ascertain the applicant’s familiarity with the City and writing ability. Overall, the supplemental questionnaire is utilized to ascertain the strongest applicants for the position.
Following a thorough review of the supplemental questionnaires, we will conduct preliminary interviews with the individuals that most closely align with the Candidate Profile. Internet research will also be conducted so that we may probe the candidate regarding any areas of concern.
Candidates will be advised of the search schedule and updated regularly as to their status. 7 Recommendation of Candidates/Selection of Finalists (virtual meeting #2) – A Candidate Packet will be provided to the City Manager and/or the appropriate staff prior to our meeting to discuss our recommendation of leading candidates. This packet will include a full listing of all candidates who applied for the position, as well as the cover letters, resumes, and supplemental questionnaires of the recommended group of candidates for further consideration. We may include a first and second tier of candidates within our recommendation.
Ms. Hurtado will meet with City Manager and/or appropriate staff in a one- to two-hour meeting and will provide an overview of each recommended candidate, as well as share any concerns or negative information. Once a group of finalists has been selected by the City Manager, we will revisit early decisions relating to the finalist interview process. A one-day finalist interview process is standard for initial finalist interviews (with the leading four to six candidates), however, the City may want to consider multiple interview panels that may include an Executive Team and/or Professional panels. Ms. Hurtado will again provide recommendations on the finalist interview process.
Peckham & McKenney will notify all candidates of their status. Those candidates selected as finalists will be notified and provided with all necessary information to attend finalist interviews with the City. We will prepare an interview schedule and confirm with our point of contact all necessary details.
If necessary, finalists will make their own travel plans and reservations. It is customary that the City reimburse finalists for round-trip airfare, car rental, and lodging necessary to attend the interviews with the City. We will confirm this with the City at our meeting to recommend candidates.
Finalists Panel Interview Process (on-site or virtual meeting #3) – Ms. Hurtado will provide on-site or virtual facilitation during the finalists panel interview process. An orientation session will be held at the beginning of the process, and she will facilitate a review and discussion of the finalists at the end of the day. Interview materials, including suggested interview questions, evaluation and ranking sheets will be provided. Again, a standard finalist interview process of the leading four to six candidates is typically conducted within one day. Should the process desired by the City require more than one day with your recruiter, an additional fee will be charged.
Qualification – Once the finalist candidate has been selected and a conditional offer has been made by the City of Gonzales, a thorough background check will be conducted that is compliant with the Fair Credit Reporting Act and Investigative Consumer Reporting Agencies Act. Peckham & McKenney utilizes the services of Sterling Talent Solutions (www.sterlingtalentsolutions.ca), the world’s largest company focused entirely on conducting background checks. This investigation will verify professional work experience; degree verification; certifications; and criminal, civil, credit, and motor vehicle records. We 8 encourage our clients to consider further vetting the candidate through a Department of Justice LiveScan (California clients) in order to ensure that all known criminal history records (beyond seven years) are investigated.
Ms. Hurtado will also personally contact professional references, and a Reference Check memorandum will be provided. This comprehensive process ensures that only the most thoroughly screened candidate is hired. In addition, negotiation assistance will be provided as requested by the City of Gonzales.
Peckham & McKenney’s qualification process of internet-based research, background checking through Sterling Talent Solutions, and reference checking has proven successful for our clients through the years. In addition to relying on our services, clients are encouraged to utilize the background checking protocols they normally would use in hiring a position of this type. Enhanced reference checking and background investigation, if any, beyond the scope of this proposal is the client’s responsibility.
Our ultimate goal is to exceed your expectations and successfully place a candidate who “fits” your organization and community’s needs now and into the future. 9 SEARCH SCHEDULE
This sample schedule presents a standard 12 to 14 week process. It can/will be tailored to achieve the interests of the City of Gonzales relative to receiving input in preparation of the Candidate Profile and the interview process. In today’s competitive recruiting environment, our goal is to make the process as efficient and effective as possible. As such, we ask that our clients work with us to identify future meeting dates that will be published within the Candidate Profile. This will ensure that the momentum of the search process is consistent and that all parties are available thereby leading to a successful result.
ACTIVITY TIME FRAME
I. Project Organization Pre-Recruitment Conference call discussion of recruitment process Formalize project schedule
II. Development of Candidate Profile Two Weeks Virtual meeting #1 with the City to discuss Candidate Profile Develop Candidate Profile/Marketing Brochure and obtain approval Develop advertising and recruiting plan
III. Recruitment Four to Six Weeks Advertise, network, and electronically post in appropriate platforms Distribute candidate profile to up to 500 identified industry professionals Post opportunity on firm’s website
Focused outreach to individuals within the parameters of the Candidate Profile Respond to all inquiries and acknowledge all resumes received within 48 hours IV. Preliminary Interviews Two Weeks Screen resumes and conduct Internet research Identify leading candidates and request supplemental questionnaires Review supplemental questionnaires
Conduct preliminary interviews with leading candidates V. Recommendation of Candidates/Selection of Finalists One Week Provide written recommendation of candidates to the City Manager Virtual meeting #2 to provide overview of recommended candidates City Manager selects finalist candidates for finalist interview process Peckham & McKenney notifies all candidates of status in recruitment process VI. Finalist Interview Process Two Weeks On-site or virtual meeting #3 to facilitate finalist interviews with the City Manager Assist City throughout process and provide recommendations City Manager selects candidate or leading 2-3 candidates for further consideration City conducts second interview process
VII. Qualification One Week Conduct thorough background and reference checks on leading candidate Provide negotiation assistance
Exceed expectations and successfully place candidate who “fits.”
10 COST OF SERVICES
Cost of Service:
Our all-inclusive fee to conduct the search process for your next Community Development Director is $25,500. Over years of experience, we have found that an all-inclusive fee is simpler, cost-effective, and efficient. Our all-inclusive fee includes professional fees and expenses (outof-pocket costs associated with advertising, consultant travel, administrative support / printing / copying / postage / materials, telephone / technology, partial background checks on recommended candidates, and full background check on selected finalist).
The fee quoted above is for a full recruitment process as described in The Search Process, including 3 to 4 days of meetings. The first virtual meeting (1 to 2 days) is to develop the Candidate Profile; the second virtual meeting (1 day) is to provide a recommendation of candidates; and the third on-site or virtual meeting (1 day) is to facilitate finalist interviews.
Additional Service Costs
The following “menu” details fees for additional services, if requested by the City.
Facilitation of Community Forum $1,500
Community Survey & Analysis of Results $1,500
Additional meeting day (up to four days as detailed herein are included) $500 - $1,000/mtg + travel exp Any additional full background check (if more than 1 background is requested) $300/each * Additional placement within organization $5,000 (if selected within one year) *If the City of Gonzales hires an additional candidate from among those recommended for another position within one year of the close of the recruitment, a fee of $5,000 will be charged to the City.
Process of Payment
One-third of the all-inclusive fee is due as a retainer upon execution of the agreement. This retainer covers upfront and necessary expenses incurred by Peckham & McKenney on the City’s behalf for consultant travel and advertising. If the retainer is not received by Peckham & McKenney within 30 days of execution of the agreement, we will suspend the recruitment process until payment is received. The second third of the full payment will be invoiced one month from contract execution, and it is due within 30 days following the invoice date. The final third of the full payment will be invoiced two months from contract execution, and it is due within 30 days following the invoice date.
If the City of Gonzales requires a different payment schedule, this must be agreed upon within the contract. Peckham & McKenney expects payment of all invoices in a timely manner.
Agreement
Peckham & McKenney is the operating name of City Management Advisors LLC, Anton Dahlerbruch, Managing Member.
11 Insurance
City Management Advisors doing business as Peckham & McKenney carries Professional Liability Insurance ($1,000,000 limit), Commercial General Liability Insurance ($2,000,000 General Liability, and $4,000,000 Products) and Automobile Liability Insurance ($1,000,000).
Our Insurance Broker is B&B Premier Insurance Solutions, Agoura Hills, CA.
Necessary insurance documentation will be provided to the City of Gonzales in a timely manner.
12 GUARANTEE AND ETHICS
Placement Guarantee Our placement record is particularly strong in that 89% of the candidates we have placed remain in those positions for over five years. In the unlikely event, however, that a candidate recommended by our firm (external candidates only) leaves your employment for any reason within a first year from appointment (except in the event of budgetary cutbacks, promotion, position elimination, or illness/death), we agree to provide a one-time replacement at no additional charge, except expenses.
Reopening the Recruitment Throughout the recruitment process, all of our efforts are made to ensure a successful placement of a candidate who fits the Candidate Profile. It is extremely rare that our recruitment process fails to produce a preferred candidate in the first instance. If the search process, however, does not produce a successful placement, and there is an understanding that the City of Gonzales and Peckham & McKenney each take responsibility for whatever errors may have been made, we will conduct a second recruitment process for the cost of expenses only (approximately $7,500).
As Albert Einstein said, the definition of insanity is “doing the same thing over and over again and expecting different results.” Prior to reopening the recruitment again, we will thoroughly review with the City what adjustments in approach, compensation, or other variables may be necessary to ensure a successful outcome.
Ethics Time and again, we receive unsolicited comments from clients and candidates relating to our integrity and high ethics.
First, we believe in honesty. No client should ever appoint an individual without being fully knowledgeable of the candidate’s complete background and history. Conversely, no candidate should ever enter into a new career opportunity without full disclosure of any organizational “issues.”
We strive to keep everyone involved in a recruitment process informed of the status. Not only do we provide regular updates to our clients, but we also have a reputation for keeping our candidates posted.
As recruitment professionals, we do not recruit our placements -- ever. Should a placement of ours have an interest in a position for which we are recruiting, they may choose to apply.
However, if they become a finalist, we ask that they speak to their supervisor to alert them of their intent.
During an active engagement, we do not recruit staff from our client agencies for another recruitment. Nor do we “parallel process” a candidate, thereby pitting one client against another for the same candidate.
We are retained only by client agencies and not by our candidates. While we have a reputation for being actively involved in the profession and providing training, workshops, and general advice to candidates, we represent only our clients. In addition, we always represent and speak of our clients in a positive manner; during the recruitment engagement as well as years after. 13 CLIENT REFERENCES
Please feel free to contact any of the following current and recent clients to inquire about their experience with Peckham & McKenney. In addition, we would be pleased to furnish the client contact and phone numbers for any past clients listed in this proposal.
City of Oakley, City Manager (2021)
Derek Cole, City Attorney
(916) 212-7387; [email protected]
City of Hayward, CA – Assistant City Manager (2021)
Kelly McAdoo, City Manager
(510) 583-4305; [email protected]
City of Brentwood, CA – Assistant City Manager (2021 – Currently Underway), (Recruiter: M. Hurtado)
Sukari Beshears, Human Resources Director
(925) 864-8212 or (925) 516-5131; [email protected] Town of Los Altos Hills – Public Works Director (2021), Planning Director (2021) Sarina Revillar, Administrative Services Director
(408) 515-8825; [email protected]
City of San Pablo, CA – Finance Director (2021), City Attorney (Currently Underway) Alicia Southern, HR Manager
(510) 215-3002; [email protected], or
Charles Ching, Assistant City Manager
(707) 386-8067; [email protected]
Contra Costa County - Human Resources Manager (2021)
Tina Pruett, HR Manager
(925) 655-2179; [email protected] or
Ann Elliott, HR Director
(925) 655-2147; [email protected]
14 DIVERSITY STATEMENT
Peckham & McKenney is committed to diversity in its broadest possible definition in every aspect of each executive recruitment our firm provides. We take pride in the placement of women and applicants of diversity, and are known for long, successful tenures of candidates selected by the agency. In the last 5 years, 53% of Peckham & McKenney placements are women and people of color.
Peckham & McKenney does not discriminate on the basis of race, color, religion, creed, sex/gender, national origin/ancestry, disability, pregnancy, sexual orientation (including transgender status), marriage or family status, military status, or age. We are fully compliant with all applicable federal and state employment laws and regulations in all of our recruitments.
For over 30 years, founder Bobbi Peckham has been a champion of women seeking executive leadership positions within local government. Through leadership positions in organizations, as a speaker at conferences, and in professional roles in city management, other members of our recruitment team additionally have a history of promoting diversity in local government positions. With our diverse team of Recruiters, Peckham & McKenney goes to great lengths to support, promote and advocate for diversity in the recruitment and hiring processes.
In addition to all other outreach methods, our firm utilizes the Local Government Hispanic Network (LGHN), National Forum of Black Public Administrators (NFBPA), and Women Leading Government (WLG) to advertise searches, as well as the National Diversity Network, which ensures placement of your opportunity with the following online venues:
African American Job Network
Asian Job Network
Disability Job Network
Latino Job Network
LGBT Job Network
Retirement Job Network
Veteran Job Network
Women’s Job Network