Any writing or documents provided to a majority of the City Council regarding any item on this agenda will be made available for public inspection at City Hall located at 147 Fourth Street, Gonzales, California, during normal business hours.
A G E N D A
ADJOURNED SPECIAL JOINT MEETING OF THE
GONZALES CITY COUNCIL
GONZALES SUCESSOR AGENCY,
GONZALES SUCCESSOR HOUSING AGENCY,
GONZALES ELECTRIC AUTHORITY BOARD,
GONZALES MUNICIPAL ELECTRIC UTILTY BOARD
CITY COUNCIL CHAMBERS – 117 FOURTH STREET
GONZALES, CA 93926
TUESDAY, JULY 12, 2022
6:00 P.M.
CALL TO ORDER
PLEDGE OF ALLEGIANCE
1. ROLL CALL- City Council/Successor Agency/Successor Housing Agency/Electric Authority Board/Municipal Electric Utility Board
Mayor Pro Tem/Vice Chair/Vice President Scott Funk (will be participating remotely via zoom from 546 Santa Gertrudis Way, Gonzales, CA 93926), Council/ Agency/Board Member Liz Silva, Council/Agency/Board Member Lorraine Worthy, Council/Agency/Board Member Paul Miller, Mayor/Chair/President Jose L. Rios
CLOSED SESSION
Any member of the public may address the Council on a closed session item appearing on the agenda.
Speakers shall have a limited time of three (3) minutes. Please be brief and to the point.
2. The City Council will recess to closed session to consider personnel matters pursuant to Government Code Section 54957(b)(1)- City Manager -Employment/Recruitment.
3. The City Council will recess to closed session pursuant to Government Code Section 54957.6 to provide direction to its designated representative, the City Attorney, regarding salary and compensation in the form of benefits for an unrepresented employee- Interim City Manager.
RECONVENE TO OPEN SESSION
PUBLIC NOTICE
This meeting is being conducted consistent with State of California Executive Order N-29-20 dated March 17, 2020, regarding the COVID-19 pandemic. The public may participate in person or online via zoom at https://us06web.zoom.us/j/89486362601 or call 1 (669) 900-6833 and use Meeting ID: 894 8636 2601.
If you wish to make either a general public comment or to comment on a specific agenda item, please use the Raise Hand function. You will be allowed three minutes for your comments.
If you choose not to attend the City Council meeting but wish to make a comment on a specific agenda item, please submit your comment limited to 250 words or less by 12:00p.m. on Tuesday, July 12th to the City Clerk at [email protected]
Any writing or documents provided to a majority of the City Council regarding any item on this agenda will be made available for public inspection at City Hall located at 147 Fourth Street, Gonzales, California, during normal business hours.
BUSINESS FROM THE PUBLIC
4. Business from the Public not on the Agenda; any member of the Public may address the Council/Agency/Board for a period not to exceed three minutes on any subject not on the Agenda. The Council/Agency/Board will listen to all communications but may take no action.
CONSENT AGENDA
All matters listed under the Consent Agenda are considered routine by the City Council and will be adopted by one action of the Council unless any Council Member has a question or wishes to make a statement or discuss an item. In that event, the Mayor will remove the item from the Consent Calendar for separate consideration.
5. Consider Approval of Resolution No. 2022-49, A Joint Resolution of the Gonzales City Council/Successor Agency to the Gonzales Redevelopment Agency Board/Gonzales Successor Housing Agency Board/Gonzales Electric Authority Board/Gonzales Municipal Electric Utility Board Appointing Carmen Gil as Interim City Manager/Successor Agency Executive Director/ Successor Housing Agency Executive Director/Gonzales Electric Authority Executive Director/ Gonzales Municipal Electric Utility Executive Director
REGULAR AGENDA
6. Consider Approval of Resolution No. 2022-50, A Resolution of the City Council of the City of Gonzales Authorizing Execution of an Agreement for Employment Recruitment Services with Bob Murray & Associates
a) Staff Report
b) Public Comment
c) Council Discussion
d) Council Action
Staff Recommended Action-Adopt Resolution No. 2022-50
ADJOURNMENT
In compliance with the American with Disabilities Act, if you need special assistance to participate in this meeting, please contact the City Clerk at (831) 675-5000. Notification 48 hours prior to the meeting will enable the City to make reasonable arrangements to ensure accessibility to this meeting. (CFR 35.102-
35.104 ADA Title II). This is a public meeting and as such, can be seen live by people present or online and is being recorded; therefore; anything you say or do here is public information. The recordings are available online.
RESOLUTION NO. 2022-49
A JOINT RESOLUTION OF THE GONZALES CITY COUNCIL/SUCCESSOR AGENCY
TO THE GONZALES REDEVELOPMENT AGENCY BOARD/GONZALES SUCCESSOR
HOUSING AGENCY BOARD/GONZALES ELECTRIC AUTHORITY BOARD/GONZALES
MUNICIPAL ELECTRIC UTILITY BOARD APPOINTING CARMEN GIL AS INTERIM
CITY MANAGER/SUCCESSOR AGENCY EXECUTIVE DIRECTOR/SUCCESSOR
HOUSING AGENCY EXECUTIVE DIRECTOR/GONZALES ELECTRIC AUTHORITY
EXECUTIVE DIRECTOR/GONZALES MUNICIPAL ELECTRIC UTILITY EXECUTIVE
DIRECTOR
WHEREAS, the positions of City Manager/Successor Agency Executive Director/Successor Housing Agency Executive Director/Electric Authority Executive Director/Municipal Electric Utility Executive Director, all of which are held by the designated City Manager in Gonzales, are currently vacant; and
WHEREAS, pursuant to City Council authority and direction Community Engagement and Strategic Partnerships Director Carmen Gil (“Gil”) was appointed “Acting City Manager” on June 20, 2022, and has been serving in said capacity since that date; and WHEREAS, the City Council now desires to retroactively formally approve Gil’s appointment as Acting City Manager and provide appropriate compensation therefor, and appoint Gil as the Interim City Manager/Successor Agency Executive Director/Successor Housing Agency Executive Director/Electric Authority Executive Director/Municipal Electric Utility Executive Director until such time that a new City Manager is appointed.
NOW THEREFORE, BE IT HEREBY RESOLVED by the City Council of the City of Gonzales, the Board of the Successor Agency to the Gonzales Redevelopment Agency, the Board of the Gonzales Successor Housing Agency, the Board of the Gonzales Electric Authority, and the Board of the Gonzales Municipal Electric Utility as follows:
1. The appointment of Carmen Gil (“Gil”) as Acting City Manager on June 20, 2022, is hereby ratified and approved.
2. Gil is hereby appointed as Gonzales Interim City Manager/Successor Agency Executive Director/Successor Housing Agency Executive Director/Electric Authority Executive Director/Municipal Electric Utility Executive Director. All of said appointments will continue until a new City Manager is appointed by the City Council, or until the appointment is otherwise discontinued, whichever occurs first. At the end of the appointment, Gil will retain her position as Director of Community Engagement and Strategic Partnerships. By this appointment, the previous appointment of Gil as “Acting City Manager” will be superseded and of no further force and effect.
3. During the interim appointment, Gil will continue all of her duties as Director of Community Engagement and Strategic Partnerships and shall be assigned those duties typically assigned to the office of City Manager/Successor Agency Executive Director/Successor Housing Agency Executive Director/ Electric Authority Executive Director/Municipal Electric Utility Executive Director by the general laws of the State of California, by City Ordinance and Resolution, including but not limited to Gonzales City Code Chapter 1.28, and by City Council/Successor Agency Board/Successor Housing Packet Pg. 3
AGENDA
ITEM
5 Agency Board/Electric Authority Board/Municipal Electric Utility Board direction. Gil is hereby expressly granted authority by the City and the afore-referenced entities to enter into and sign documents, including but not limited to contracts and conveyances, on behalf of the City and said entities. She shall also have authority to enter into contracts on behalf of the City and the afore-referenced entities on an administrative basis in an amount up to but not to exceed Fifteen Thousand Dollars ($15,000.00.) Gil shall report all contracts entered into in the amount of Ten Thousand Dollars ($10,000.00) or greater to the City Council and respective Boards of the afore-referenced entities. Gil shall also have the use of a City-owned automobile for her professional use in the same manner, and subject to the same restrictions, as provided to the previous City Manager. Personal use of said vehicle, other than incidental use, is not allowed.
4. For services rendered during the aforesaid appointment, Gil shall receive a temporary ____% increase to her current base salary, with an effective date of June 20, 2022. This amount may be subject to subsequent adjustment by the City Council and other referenced boards without the need for further action by resolution.
5. The City/Successor Agency/Successor Housing Agency/Electric Authority/Municipal Electric Utility shall defend, save harmless and indemnify Gil against any tort, professional liability claim or demand or other legal action arising out of alleged act or omission occurring in the performance of Gil’s duties as Interim City Manager/Successor Agency Executive Director/Successor Housing Agency Executive Director/Electric Authority Executive Director/Municipal Electric Utility Executive Director.
PASSED AND ADOPTED by the City Council of the City of Gonzales, the Board of the Successor Agency to the Gonzales Redevelopment Agency, the Board of the Gonzales Successor Housing Agency, the Board of the Gonzales Electric Authority and the Board of the Gonzales Municipal Electric Utility at an adjourned special meeting duly held on the 12th day of July, 2022, by the following vote:
AYES, and in favor thereof, Councilmembers/Agency Board Directors/Housing Authority Board Directors/Electric Authority Directors/Municipal Electric Utility Directors:
NOES, Councilmembers/Agency Board Directors/Housing Authority Board Directors/Electric Authority Directors/Municipal Electric Utility Directors:
ABSTAIN, Councilmembers/Agency Board Directors/Housing Authority Board Directors/Electric Authority Directors/Municipal Electric Utility Directors:
ABSENT, Councilmembers/Agency Board Directors/Housing Authority Board Directors/Electric Authority Directors/Municipal Electric Utility Directors:
________________________________________
Jose L. Rios, Mayor/Agency/Authority/Utility
Chairperson
ATTEST:
_______________________________
Mary Villegas, Deputy City Clerk
Packet Pg. 4
City of Gonzales
CITY ATTORNEY
STAFF REPORT
TO: Honorable Mayor Rios and City Council
DATE: July 12, 2022
FROM: Michael Rodriquez, City Attorney
SUBJECT: Consider Adoption of Resolution No. 2022-50 Authorizing Execution of an Agreement for Employment Recruitment Services with Bob Murray & Associates
RECOMMENDATION
It is recommended that the City Council receive the report and consider adoption of Resolution No. 2022- 50, A Resolution of the City Council of the City of Gonzales Authorizing Execution of an Agreement for Employment Recruitment Services with Bob Murray & Associates.
DISCUSSION
With the recent departure of former City Manager Rene Mendez, the City has an immediate need to recruit a new City Manager. Although the Council had several available options for filling the vacancy, it has been determined that the use of a recruitment service is desirable.
REVIEW & ANALYSIS
The City solicited proposals from 5 different executive search entities, but only received responses from Bob Murray & Associates (“Murray”) and William Avery & Associates, Inc. (“Avery”). Both proposals were thorough and reasonable.
The proposal from Murray includes a multi-step recruitment process over a course of four (4) months at a not-to-exceed cost of $24,900. Optional services, such as a community staff forum, and additional meeting dates, are offered at a variety of additional costs. The proposal from Avery & Associates presents a similar recruitment process over a course of roughly the same time frame (17 weeks) for a fee of $19,900, with a reimbursable fee in an amount not to exceed $5,500.
AGENDA
ITEM
6 Packet Pg. 5
After reviewing the proposals, staff is recommending acceptance of the proposal from Murray as the best fit for the Council’s needs. If the Murray proposal is approved this evening, the Interim City Manager and City Attorney will ensure that an appropriate agreement for such services is prepared and executed.
Staff is recommending agreement authority in a not-to-exceed amount of $30,000 in order to provide the Council some latitude to request additional services, such as a community input forum, and unanticipated but necessary additional costs.
Explain Recommendation and How it Supports the Vision
Gonzales will continue to be a safe, clean, family-friendly community, diverse in its heritage, and committed to working collaboratively to preserve and retain its small town charm.
Explain: It is important to hire a new City Manager as expeditiously as possible to ensure that the City’s vision and mission will remain on track and under the guidance of a manager with suitable skills.
Explain how the Recommendation Directly Implements the Mission The City Council and Staff of the City of Gonzales will realize our Vision by providing the leadership, commitment and resources necessary to provide excellent services that enhance the quality of life of our diverse community. X Yes No
Explain: The new City Manager will help the Council and Staff achieve their vision by overseeing programs, decision-making and securing necessary financing for goals and operations.
City services will be delivered in a cost-effective, respectful and friendly manner to insure the safety and well being of the residents and the promotion of business, recreational, housing and employment opportunities in an environmentally sustainable manner. X Yes No Explain: The City Manager will be charged with ensuring that City services continue to be delivered in a cost effective and efficient manner.
Strong fiscal policies allow us to provide appropriate infrastructure for:
• Public Safety Yes No X NA
• Housing Yes No X NA
• Recreation Yes No X NA
• Environment Yes No X NA
• Education Yes No X NA
Explain: N/A.
ALTERNATIVES
None desired at this time.
BUDGET IMPACT
The City/Agency has sufficient funds to pay for the desired recruitment services.
CONCLUSION
Packet Pg. 6
It is recommended that the City Council receive the report and consider adoption of Resolution No. 2022- 50, A Resolution of the City Council of the City of Gonzales Authorizing Execution of an Agreement for Employment Recruitment Services with Bob Murray & Associates.
Attachments:
1. Resolution No. 2022-50
2. Bob Murray & Associates Proposal
Packet Pg. 7
RESOLUTION NO. 2022-50
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF GONZALES
AUTHORIZING EXECUTION OF AN AGREEMENT FOR EMPLOYMENT
RECRUITMENT SERVICES WITH BOB MURRAY & ASSOCIATES
WHEREAS, with the departure of former City Manager Rene Mendez on June 10, 2022, the City of Gonzales has an immediate need to commence efforts to recruit a new City Manager; and
WHEREAS, the City solicited proposals from a number of recruiting firms and received responses from Bob Murray & Associates and Avery & Associates, Inc.; and WHEREAS, after giving due consideration to the services offered by both firms, the City Council has decided that the proposal from Bob Murray & Associates best serves the City’s recruitment needs.
NOW THEREFORE, BE IT HEREBY RESOLVED by the City Council of the City of Gonzales that the proposal for recruitment services offered by Bob Murray & Associates, a copy of which is attached hereto as Exhibit A, and by this reference incorporated herein, is hereby approved and the Interim City Manager is authorized and directed to execute an agreement for said services in an amount not to exceed $30,000.
PASSED AND ADOPTED by the City Council of the City of Gonzales at a special meeting held on the 12th day of July, 2022, by the following vote:
AYES: COUNCIL MEMBERS:
NOES: COUNCIL MEMBERS:
ABSTAIN: COUNCIL MEMBERS:
ABSENT: COUNCIL MEMBERS:
____________________________
Jose L. Rios, The Honorable Mayor
ATTEST:
______________________________
Mary Villegas, Deputy City Clerk
Packet Pg. 8
Attachment: Resolution No. 2022-50 (2471 : Resolution No. 2022-50 Agreement with Bob Murray & Associates) A Proposal to Conduct an Executive Recruitment
for the Position of
CITY MANAGER
on behalf of the
CITY OF GONZALES
1544 Eureka Road, Suite 280
Roseville, CA 95661
(916) 784-9080
(916) 784-1985 fax
Packet Pg. 9
Attachment: Bob Murray & Associates Proposal (2471 : Resolution No. 2022-50 Agreement with Bob Murray & Associates) June 9, 2022
MEMBERS OF THE CITY COUNCIL
CITY OF GONZALES
147 FOURTH STREET
GONZALES, CA 93926
Submitted Via Email To: [email protected]
Dear Members of The City Council:
Bob Murray & Associates is pleased to submit a proposal to conduct the City Manager recruitment for the City of Gonzales. The following details our qualifications and describes our systematic— yet flexible—method of identifying, recruiting, and screening outstanding candidates on your behalf. It also includes a proposed budget, timeline, and guarantee.
At Bob Murray & Associates, we pride ourselves on providing quality service to local governments, non-profit agencies, and private firms. Our recruitment process helps you to determine the direction of the search and the types of candidates you seek while capitalizing on our decades of experience and vast network of contacts to reach those candidates. Our expertise ensures that the candidates we present to the City of Gonzales will match the criteria you have established, be a good fit for your organization, and be outstanding in their field.
Bob Murray & Associates recognizes that we work at the pleasure of the City Council and our job is to facilitate the Council’s City Manager search. From the outset of the search, we work to establish a strong partnership with the Council to help ensure the placement of a City Manager who is ideally suited to its needs. In order to develop an effective search, we hope that City Council members make themselves available, as we seek the opportunity to meet with them individually to discuss their expectations for City of Gonzales’s new City Manager. We hope they will speak candidly with us regarding the traits they are looking for in the new City Manager. The insight garnered as a result of these meetings will be invaluable as we recruit and screen candidates for the position.
With respect to the City Manager recruitment and the City of Gonzales, Bob Murray & Associates has placed over 200 City Managers since our firm’s inception in 2000. We are currently conducting City Manager recruitments on behalf of the California cities of Downey, Santa Clara, and St.
Helena. In addition, we are the Assistant City Manager recruitments on behalf of the California Cities of Costa Mesa, Cupertino, Healdsburg, and Murrieta. Our extensive contacts and knowledge of outstanding candidates will ensure you have a quality group of finalists from which to select the City of Gonzales’s next City Manager.
Recent City Manager recruitments we have completed similar in size and scope to your upcoming search include the following:
2022
Bakersfield, CA (Assistant City Manager)
Calistoga, CA
Campbell, CA (Assistant City Manager)
Livermore, CA
Yolo County, CA (County Administrator)
Packet Pg. 10
Attachment: Bob Murray & Associates Proposal (2471 : Resolution No. 2022-50 Agreement with Bob Murray & Associates) 2021
Carpinteria, CA (Assistant City Manager)
Cathedral City, CA (Assistant City Manager)
Cudahy, CA
Gridley, CA (City Administrator)
Irvine, CA
Laguna Beach, CA
Los Altos Hills, CA
Los Banos, CA
Marion, IA (Deputy City Manager)
Mt. Shasta, CA
Orinda, CA
San Carlos, CA (Assistant City Manager)
San Clemente, CA
Santa Barbara, CA (Assistant City
Administrator)
Scotts Valley, CA
Selma, CA
Sonoma, CA
South Pasadena, CA
Willits, CA
2020
Fairfield, CA (Assistant City Manager)
Healdsburg, CA
Imperial, CA
Jurupa Valley, CA (Assistant City Manager
2019
Del Mar, CA
El Segundo, CA
Fairfield, CA
Huntington Beach, CA
Jurupa Valley, CA
National City, CA
Pico Rivera, CA
Solvang, CA
Tracy, CA
Yuba City, CA
We work as a team on every search at Bob Murray & Associates. Your Project Lead would be Adele Fresé, who conduct the majority of our City Manager and Assistant City Manager recruitments. Ms. Fresé are highly experienced in guiding elected bodies through the decisionmaking process and would not only direct and supervise the project team from beginning to end but also serve as your Recruiter.
To learn first-hand of the quality of our services and why the majority of our engagements come from repeat and referred clients, we invite you to contact the references listed on page 16 of the attached proposal.
We look forward to your favorable consideration of our qualifications. Please do not hesitate to contact us at (916) 784-9080 with any questions.
Sincerely,
Valerie Gaeta Phillips
President, Bob Murray & Associates
Packet Pg. 11
Attachment: Bob Murray & Associates Proposal (2471 : Resolution No. 2022-50 Agreement with Bob Murray & Associates)
TABLE OF CONTENTS
THE RECRUITMENT PROCESS................................................................2 STEP 1 DEVELOP THE CANDIDATE PROFILE........................................................2 Optional Service: Community and Staff Involvement.......................................................2 STEP 2 DESIGN/DISTRIBUTE BROCHURE AND ADVERTISEMENTS ...................2 Reaching Diverse Candidates .........................................................................................3 STEP 3 RECRUIT CANDIDATES ................................................................................3 STEP 4 SCREEN CANDIDATES ..................................................................................4 STEP 5 CONDUCT PRELIMINARY INTERVIEWS......................................................4 STEP 6 SEARCH PUBLIC RECORDS...........................................................................4 STEP 7 MAKE RECOMMENDATIONS .......................................................................4 STEP 8 FACILITATE FINAL INTERVIEWS.................................................................5 STEP 9 CONDUCT BACKGROUND AND REFERENCE CHECKS ............................5 STEP 10 ASSIST IN NEGOTIATIONS.........................................................................5 COMPLETE ADMINISTRATIVE ASSISTANCE .......................................6 COSTS AND GUARANTEE ..........................................................................7 PROFESSIONAL FEE AND EXPENSES ......................................................................7 Optional Services ...........................................................................................................7 GUARANTEE...............................................................................................................8 RECRUITMENT SCHEDULE .....................................................................8 FIRM PROFILE..............................................................................................9 REFERENCES..............................................................................................16 Packet Pg. 12
Attachment: Bob Murray & Associates Proposal (2471 : Resolution No. 2022-50 Agreement with Bob Murray & Associates) Bob Murray & Associates Proposal for the City of Gonzales Page 2
THE RECRUITMENT PROCESS
Bob Murray & Associates’ recruiters are specialists in finding the perfect fit, providing security and fairness to candidates and clients while ensuring the integrity of the search process. We understand that superlative recruiting for the City Manager will lead to superlative results for the City of Gonzales. Outlined below are the steps in our proven recruitment process, refined through our 30+ years of experience in executive search.
STEP 1 DEVELOP THE CANDIDATE PROFILE
Our understanding of the City of Gonzales’s needs will be key to a successful search. Adele Fresé will meet with the City Council, City Attorney, and key stakeholders to learn as much as possible about the ideal candidate for the City Manager position. We want to become familiar with the values and culture of the organization, as well as to understand the current and future issues, challenges, and opportunities in the City of Gonzales.
Ms. Fresé will review and help define the City’s wish-list regarding the ideal candidate’s personality, management style, knowledge, skills, and abilities and will work with the City to identify expectations regarding education and experience. The City Council, City Attorney, and Ms. Fresé will discuss compensation, benefits, and other key information necessary to ensure that outstanding candidates are attracted to this opportunity. The profile we develop together at this stage will drive subsequent recruitment efforts.
Optional Service: Community and Staff Involvement
We find that many of our clients value a recruitment process that opens the opportunity for community members, business leaders, organization representatives, and employees to provide input regarding the ideal candidate. Our recruiters are skilled in designing and facilitating forums, town hall meetings, and online surveys that allow equitable involvement from a variety of constituencies and in consolidating feedback into a cohesive narrative of common themes.
If the City of Gonzales so desires, we will work with the City Council and City Attorney to create a customized community and/or staff input process.
STEP 2 DESIGN/DISTRIBUTE BROCHURE AND ADVERTISEMENTS
Ms. Fresé and your dedicated Recruitment Coordinator will use the candidate profile developed with the City of Gonzales to create a professional recruitment brochure, with the assistance of our professional graphic designer. The four-page, full-color brochure will describe the community, organization, position, ideal candidate, and compensation and will include pictures provided by the City of Gonzales that you feel best represent your organization and your community.
Upon your approval, Ms. Fresé will send the brochure by postal mail and email to a targeted audience, personally inviting potential candidates to apply for the City Manager position. We will also place the recruitment brochure on our website, which attracts over 11,000 unique hits weekly and is a trusted resource for candidates seeking executive and professional positions. Two sample brochures are included in this proposal package for your reference.
Packet Pg. 13
Attachment: Bob Murray & Associates Proposal (2471 : Resolution No. 2022-50 Agreement with Bob Murray & Associates) Bob Murray & Associates Proposal for the City of Gonzales Page 3 Ms. Fresé will also design an effective advertising campaign appropriate for the City Manager recruitment. Our broadest outreach comes through our active social media involvement on Facebook, LinkedIn, and Twitter, where upcoming and current positions are posted. Sources such as Western City Magazine, PublicCEO, and the Careers in Government website will be used to reach an extensive local government audience, while position-specific postings will be chosen to attract candidates who have built their careers in and are committed to the City Manager field.
Suggested City Manager-specific advertising sources for the City of Gonzales’s search include:
ICMA Newsletter
League of Women in Government
California City Management Foundation
California City News
Bob Murray & Associates does not typically place ads with job aggregators or general job posting sites such as CareerBuilder, Monster, or Indeed, as we have found that the broad reach of these sites does not necessarily lead to quality candidates for executive and professional positions.
Reaching Diverse Candidates
Bob Murray & Associates, a woman- and minority-owned business, is proud of its commitment to attracting and placing diverse candidates. Not only do we place advertisements with websites designed to attract minority and female candidates, but our President, Valerie Phillips, is a member herself of many diversity-focused organizations including the Local Government Hispanic Network, the League of Women in Government, the Professional Women’s Network, Mexican Professionals, and Women Leading Government. She networks frequently with fellow members to gain insight into which potential candidates are leaders in their field.
Ms. Fresé will seek to reach candidates in communities and organizations with demographic profiles and populations served like that of the City of Gonzales, to maximize the potential for individuals from a wide variety of backgrounds, cultures, physical abilities, life experiences, and gender to be considered for the City Manager position.
STEP 3 RECRUIT CANDIDATES
The strongest candidates are often those who are successful and content in their current positions and need to be sold on a new opportunity. Our extensive network of contacts, developed through over 1,400 successful placements, is a primary source for identifying and obtaining referrals for these candidates. Our in-house database of 40,000 current and former executive and professional candidates is a valuable resource that can only be built over time—time that we have invested into perfecting our process for finding the right candidates for our clients. Our aggressive outreach efforts are focused on phone calls to personally invite potential applicants, answer questions, and allay any reservations, and these efforts are essential to the success of the City Manager recruitment.
Packet Pg. 14
Attachment: Bob Murray & Associates Proposal (2471 : Resolution No. 2022-50 Agreement with Bob Murray & Associates) Bob Murray & Associates Proposal for the City of Gonzales Page 4 STEP 4 SCREEN CANDIDATES
Following the closing date for the recruitment, Ms. Fresé will screen all resumes we have received, using the criteria established in the candidate profile as a basis upon which to narrow the field of candidates. Internal candidates receive sensitive consideration, and Ms. Fresé will discuss with the City Council and the City Attorney on how the City of Gonzales wishes to proceed with these candidates.
STEP 5 CONDUCT PRELIMINARY INTERVIEWS
Mr. Phillips will personally interview the top 10 to 15 candidates from the resume screening, with the goal of determining which candidates have the greatest potential to succeed in your organization. To reduce travel-related expenses to our clients and increase efficiency in the search process, these interviews are typically conducted via Skype, FaceTime, or other convenient videoconferencing applications.
During these in-depth interviews, Ms. Fresé will explore each candidate’s background and experience as it relates to the City Manager position, such as significant accomplishments, size and scope of responsibility, and organizational culture. In addition, Ms. Fresé will discuss with the candidates their motivation for applying for the position and assess his/her knowledge, skills, and abilities. We will devote specific attention to establishing the likelihood of the candidate’s acceptance of the position if an offer of employment is made.
STEP 6 SEARCH PUBLIC RECORDS
Under the direction of Ms. Fresé, your dedicated Recruitment Coordinator will conduct a review of published print and online articles for each recommended candidate. Sources include LexisNexis™, Google, social media, and our contacts in the field. This will alert Ms. Fresé to any further detailed inquiries we may need to make before our recommendations are finalized.
STEP 7 MAKE RECOMMENDATIONS
Based on our findings during the preliminary interview process, Ms. Fresé will recommend a limited number of candidates for your further consideration. She will make specific recommendations and will help facilitate discussions regarding the candidate pool, but the final determination of those to be considered will be up to you.
We typically recommend 6-8 candidates that we feel will best match your expectations, and we prepare a detailed written report on each candidate. This bound report provided to each member of the decision-making body includes:
Candidate list with Recommended Finalists identified in Group 1 and Group 2 (primary and secondary recommendations), as well as Internal candidates Summary of experience, education, and salary information for each Recommended Finalist candidate
Complete cover letter and resume for each Recommended Finalist candidate List of Other Applicants (those who did not meet minimum qualifications or were otherwise unsuitable, based on our screening process)
Packet Pg. 15
Attachment: Bob Murray & Associates Proposal (2471 : Resolution No. 2022-50 Agreement with Bob Murray & Associates) Bob Murray & Associates Proposal for the City of Gonzales Page 5 Bob Murray & Associates maintains all search records for a period of seven (7) years following each recruitment, and we are happy to forward cover letters and resumes for each applicant by postal mail or email as soon as the recruitment closes to new applications.
STEP 8 FACILITATE FINAL INTERVIEWS
Our years of experience will be invaluable as we help you develop an interview process that objectively assesses the qualifications of each candidate. We will work with the City of Gonzales to craft and implement an interview approach that fits your needs. This may include individual and panel interviews by the City Council, City Attorney, and key stakeholders, community/employee interview panels, writing and presentation samples, meet-and-greets, or another specialized process element Ms. Fresé helps the City of Gonzales to design.
Ms. Fresé will be present on-site during the interviews to facilitate as necessary during the process and to guide discussion to consensus regarding final candidates. Bound interview books will be provided to each interview panel member containing:
Recruitment brochure with candidate profile
Interview schedule
Suggested interview questions
Experience summary, cover letter, resume, and rating form for each candidate
Ranking forms for use during the panel interview process We will work closely with your staff to coordinate and schedule interviews and candidate travel.
Our goal is to ensure that each candidate has a very positive experience, as the way the entire process is conducted will influence the final candidates’ perception of your organization.
STEP 9 CONDUCT BACKGROUND AND REFERENCE CHECKS
Ms. Fresé and your Recruitment Coordinator will conduct detailed reference checks for up to three (3) final candidates. To gain an accurate and honest appraisal of the candidates’ strengths and weaknesses, we will talk candidly with people who have direct knowledge of their work and management style. In addition to gaining a 360-degree view of candidates from the perspective of their supervisors, subordinates and peers for the past several years, we will make a point of speaking confidentially to individuals who may have further insight into a candidate’s abilities but who may not be on their preferred list of contacts.
Your Recruitment Coordinator will work with candidates and our professional backgrounding firm, HireRight, to conduct credit, civil litigation, and motor vehicle record checks and verify candidates’ degrees.
STEP 10 ASSIST IN NEGOTIATIONS
We recognize the critical importance of successful negotiations and can serve as your representative during this process. Ms. Fresé knows what other organizations have done to put deals together with great candidates and what the current market is like for City Manager positions Packet Pg. 16
Attachment: Bob Murray & Associates Proposal (2471 : Resolution No. 2022-50 Agreement with Bob Murray & Associates) Bob Murray & Associates Proposal for the City of Gonzales Page 6 in organizations like the City of Gonzales’s. She will be available to advise you regarding current approaches to difficult issues, such as housing and relocation. We will represent your interests and advise the chosen candidate and you regarding salary, benefits, and employment agreements, with the goal of putting together a deal that results in the appointment of your chosen candidate.
With our proven experience and vested interest in a positive outcome, we can turn a very difficult aspect of the recruitment into one that is straightforward and agreeable for all parties involved.
COMPLETE ADMINISTRATIVE ASSISTANCE
We receive many unsolicited testimonials each year from clients and candidates alike noting our prompt, considerate, accurate, and professional service during the search process. Throughout the recruitment, in time intervals that suit the City of Gonzales, we will provide you with updates on the status of the search and attend to all administrative details on your behalf.
Candidates receive immediate acknowledgement of their applications, as well as personal phone calls and/or emails (as appropriate) advising them of their status at each critical point in the recruitment. Candidates who receive preliminary or final interviews and are not chosen to move forward in the interview process will receive personal calls from Ms. Fresé on behalf of the City of Gonzales.
It is our internal company standard that all inquiries from clients and candidates receive a response within the same business day whenever possible, and certainly within 24 hours if the inquiry is received during the work week. Ms. Fresé will be available to the City of Gonzales by office phone, cell phone, and email at any time to ensure a smooth and stress-free recruitment process.
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COSTS AND GUARANTEE
PROFESSIONAL FEE AND EXPENSES
The fixed, flat professional services fee for conducting the City Manager recruitment on behalf of the City of Gonzales is $17,500. Services provided for in this fee consist of all steps outlined in this proposal, including four (4) meetings on site. The professional fee does not limit the amount of time invested by Bob Murray & Associates in promoting a successful outcome for this project.
In fact, our mission for this project is to ensure we assist in identifying the right candidate for the City of Gonzales. Therefore, Ms. Fresé will contact the City at the first anniversary of the placement to confirm an effective transition has occurred.
The City of Gonzales will also be responsible for reimbursing expenses Bob Murray & Associates incurs on your behalf. We estimate expenses for this project not to exceed $7,400. Reimbursable expenses include (but are not limited to) such items as the cost of recruiter travel; clerical support; brochure development; placement of ads; credit and civil background checks; education verification; and public records searches. Postage, printing, photocopying, and telephone charges are allocated costs and included in the expense estimate. In no instance will expenses exceed this estimate without prior approval from the City of Gonzales.
Expense reimbursement for candidate travel related to on-site interviews will be the responsibility of the City of Gonzales.
Optional Services
Community/Staff Input Forum: $1,500/day, plus travel expenses Online survey with analysis of results: $250
Additional on-site meeting days: $1,500/day, plus travel expenses Additional background checks: $250/candidate
Additional reference checks: $500/candidate
Other services: $250/hour or $1,500/day
Professional Fees and Reimbursable Expenses
Professional Services (Fixed Flat Fee) $17,500
Reimbursable Expenses
Example costs and approximate amounts include:
Brochure Design and Printing ($1,275)
Advertising ($3,000)
Background Checks – 3 candidates ($550)
Consultant Travel ($2,000)
Other expenses – supplies, shipping, clerical ($575)
$7,400
Not-to-Exceed Total $24,900
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GUARANTEE
Should a candidate recommended by our firm position resign or be terminated within the first 12 months of employment, we will provide the City of Gonzales with professional services to secure a replacement. Services will be provided at no cost, aside from expenses incurred on the City of Gonzales’s behalf during the new search. We are confident in our ability to recruit outstanding candidates and do not expect the City to find it necessary to exercise this provision of our proposal.
RECRUITMENT SCHEDULE
We are prepared to start work on this assignment upon receipt of a signed professional services agreement or other written, authorized notification. A full search can be completed in 13-16 weeks from the date of initial meetings with our client.
The final recruitment schedule will be determined in collaboration with City of Gonzales. A typical timeline of tasks and events is included here for reference.
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Attachment: Bob Murray & Associates Proposal (2471 : Resolution No. 2022-50 Agreement with Bob Murray & Associates) Bob Murray & Associates Proposal for the City of Gonzales Page 9
FIRM PROFILE
OUR STAFF
Bob Murray & Associates is a small firm focusing exclusively on executive search services. We have a team of thirteen (13):
Bob Murray, Founder
Valerie Gaeta Phillips, President
Gary Phillips, Executive Vice President
Regan Williams, Vice President
Joel Bryden, Vice President
Yasmin Beers, Senior Executive Recruiter
Carmen Valdez, Senior Executive Recruiter
Adele Fresé, Senior Executive Recruiter
Nina Jamsen, Senior Executive Recruiter
Alexandria Kopack, Recruitment and Operations Manager
Kathy Lolas, Senior Recruitment Coordinator
Christopher Harris, Senior Recruitment Coordinator
Gini Herndon, Contracts Administrator/Bookkeeper
BOB MURRAY, FOUNDER
Mr. Murray—known simply as “Bob” to his clients and candidates throughout the western U.S.— brings over 40 years’ experience as a recruiter and is recognized as one of the top local government recruiters in the nation. He conducted hundreds of searches for cities, counties, and special districts and was called on to conduct searches for some of the largest, most complex organizations in the country—and some of the smallest. Bob conducted searches for chief executives, department heads, professional and technical positions, taking the lead on many of the firm’s most difficult assignments with great success. His clients retained him again and again, given the quality of his work and success in finding candidates for difficult to fill positions.
As our Founder, Bob currently takes on few searches personally but continues to be an active presence at Bob Murray & Associates, providing valued insight and experience to our team members regarding all aspects of the recruitment process.
Mr. Murray received his Bachelor of Science Degree in Criminology from the University of California at Berkeley with graduate studies in Public Administration at California State University at Hayward.
VALERIE GAETA PHILLIPS, PRESIDENT AND RECRUITER
Ms. Gaeta Phillips has over 18 years of recruiting experience, including more than a decade of recent experience in executive search for public, private, and startup companies nationwide. Since joining Bob Murray & Associates, Valerie has completed over 160 searches in a diverse range of fields, including city and general management, planning, finance, human resources, transportation, communication and public relations, community and economic development, information Packet Pg. 20
Attachment: Bob Murray & Associates Proposal (2471 : Resolution No. 2022-50 Agreement with Bob Murray & Associates) Bob Murray & Associates Proposal for the City of Gonzales Page 10 technology, parks and recreation, and operations. She has recruited at all levels of municipal and non-profit organizations, from technicians and engineers to Executive Directors and Chief Executive Officers.
Valerie is valued for her passion for finding and retaining the most outstanding candidates for even the most difficult or untraditional assignments and for her commitment to her clients’ success; she is also active in a variety of industry organizations and in diversity-focused associations. Valerie is called upon often to serve as an expert speaker on topics such as managing one’s online reputation, diversity issues in municipal and non-profit leadership, and how to identify a good “fit” for organizational culture.
Ms. Gaeta Phillips, along with Executive Vice President Gary Phillips, has a passion for helping people, evidenced by fundraising, sponsorship, and involvement in raising awareness for organizations such as Autism Speaks, the UC Davis M.I.N.D. Institute, and the Northern California Special Olympics.
GARY PHILLIPS, EXECUTIVE VICE PRESIDENT AND RECRUITER
Since joining Bob Murray & Associates, Mr. Phillips has completed over 125 searches for executives and professionals in a wide variety of fields including animal services, city and general management, planning, legal counsel, cyber security, and human resources. Gary’s clients have ranged from municipal government to non-profit and private sector organizations, and he has sourced outstanding candidates for positions from the level of division managers up to City Managers, Executive Directors, and General Managers.
Gary started his career with a New York-based Fortune 100 company and quickly became a Senior Manager, building and running a large customer service organization that eventually expanded to 13 countries in Europe. He proceeded to hold senior leadership positions in several Fortune 500 companies, with noted successes such as building an organization from two to 250 employees worldwide and growing a company from 800 to 1200 employees.
As part of an executive acquisition and recruiting team, Gary helped build a start-up enterprise software company in San Francisco, recruiting top-notch talent and building a world-class organization. He has maintained customer relationships in the public sector and the private sector, including medical and financial institutions. He prides himself on finding key talent and offering the best customer service to his clients.
Mr. Phillips, along with Ms. Gaeta-Phillips, is involved in his community as a soccer coach, as an organizer of fundraisers for Autism Speaks and the UC Davis M.I.N.D. Institute, and as a sponsor of the Northern California Special Olympics. Mr. Phillips received his Associate of Science degree and completed additional coursework at Rochester Institute of Technology, NY.
REGAN WILLIAMS, SENIOR VICE PRESIDENT AND RECRUITER
Mr. Williams brings 30 years of local government experience to Bob Murray & Associates and has over 17 years of experience in executive recruitments with our firm. In his time with Bob Murray & Associates, Regan has conducted over 275 executive searches ranging from managers and department heads to City Managers, Executive Directors, and General Managers. If Regan were Packet Pg. 21
Attachment: Bob Murray & Associates Proposal (2471 : Resolution No. 2022-50 Agreement with Bob Murray & Associates) Bob Murray & Associates Proposal for the City of Gonzales Page 11 to have a recruiting specialty, it would be public safety positions: he has personally conducted over 60 Police Chief and 20 Fire Chief recruitments.
Prior to joining Bob Murray & Associates, Regan served as Director of Public Safety with the City of Sunnyvale, CA. He was involved in the development of some of Sunnyvale’s most innovative public safety programs and has a national reputation for excellence in law enforcement, as well as in law enforcement executive recruiting. Regan’s clients find his prompt and personal attention, insight, and expertise in recruitment and selection an asset. He is often called upon to recruit for difficult-to-fill law enforcement positions, such as the position of Police Chief or City Manager in challenging political environments.
Mr. Williams received his Bachelor of Science Degree in Administration of Justice from San Jose State University. He is also a graduate of the FBI National Academy.
JOEL BRYDEN, VICE PRESIDENT AND RECRUITER
Mr. Bryden has over 30 years of local government experience that he brings to the firm, having retired as Chief of Police in Walnut Creek, CA prior to joining Bob Murray & Associates in 2013.
Throughout his career, Joel has been involved in public sector consulting, with vast experience in hiring and promotional processes, as well as interviewing candidates for advancement in all aspects of local government.
Joel has a solid reputation as a leader in the public sector and his ability to find and evaluate outstanding applicants for our clients is invaluable in the search process. Since joining Bob Murray & Associates, Joel has conducted over 100 recruitments in a broad range of sectors including police, fire, building, planning, city management, and general management. He is often called upon to recruit specialized or difficult-to-fill positions, such as Independent Police Auditor.
Mr. Bryden is a graduate of the FBI National Academy and obtained his Bachelor of Arts Degree in Communication from San Diego State University. He is currently based in Walnut Creek, CA.
YASMIN BEERS, SENIOR EXECUTIVE RECRUITER
Yasmin Beers brings over 33 years of municipal government experience to Bob Murray and Associates. Yasmin retired as the City Manager for Glendale with a population of over 200,000.
She served as Chief Executive Officer overseeing close to 2,000 employees serving in Police, Fire, Public Works, Parks, Community Development, Library Arts & Culture, Innovation Performance & Audit, and Water & Power to name a few.
Yasmin’s three decades of experience in public service brings extensive background in public sector finance, human resources management, contract negotiations, strategic planning & organizational leadership, policy development, emergency response & planning, team building and performance improvement. Throughout her career, Yasmin has had a great deal of experience in recruiting, selecting and hiring employees for executive and management level positions with a focus on the organizational needs and culture.
Yasmin currently serves on the Glendale Adventist Medical Center’s Civic Advisory Board and the Advisory Board for Village Christian School. Yasmin is a past member of Soroptimist Packet Pg. 22
Attachment: Bob Murray & Associates Proposal (2471 : Resolution No. 2022-50 Agreement with Bob Murray & Associates) Bob Murray & Associates Proposal for the City of Gonzales Page 12 International of Glendale where she served as President in 1999/2000. She is a past board member of Glendale Healthy Kids, Salvation Army and the American Red Cross. In 2011 the Glendale Chamber of Commerce recognized Yasmin as Woman of the Year; in 2013 she was the recipient of The Armenian American Woman of Excellence Award; in 2014 Yasmin was recognized by the Glendale Educational Foundation for her distinguished service and philanthropic efforts; in 2015, YWCA awarded Yasmin with the Heart & Excellence Award; in 2017, she was recognized by Business Life Magazine as a Women Achiever; and in 2018 the California State Senate recognized Yasmin as one of the Woman of the Year, each a tribute to her core values that represent her civic responsibilities, volunteerism and community service.
Yasmin has a Bachelor of Arts degree in Political Science from California State University, Northridge and a Master’s degree in Organizational Leadership from Woodbury University.
CARMEN VALDEZ, SENIOR EXECUTIVE RECRUITER
Carmen Valdez provides executive recruitment and human resource services to municipal government agencies and non-profits. She has more than 25 years’ experience in executive search, general human resources, classification and compensation, testing, policy development, performance management, team building, organizational development, discipline, and other employee relations activities.
Carmen has most recently been consulting with Municipal Resource Group, prior to which she spent over 30 years with the City of Milpitas, a Silicon Valley city of 70,000 residents. In this capacity, she was responsible for collective bargaining, PEPRA and Affordable Care Act implementation, modernizing Human Resource services to improve efficiencies and reduce costs, revamping the Workers Compensation service delivery and completing a City-wide strategic plan.
Carmen also spent almost 2 years as the Director of Recreation Services.
In addition to her significant experience in the public sector, Carmen earned a Bachelor of Arts degree in Business from University of Phoenix. She is also a member of Local Government Hispanic Network and League of Women in Government. She is an avid runner and enjoys giving back to her community.
ADELE FRESÉ, SENIOR EXECUTIVE RECRUITER
Adele Fresé brings 27 years of local government experience to Bob Murray & Associates, having retired as Chief of Police in Salinas, CA prior to joining the firm in 2021. Adele began her public service career in 1985 as an active-duty member of the United States Marine Corps before serving the City of Corpus Christi for 20 years.
Adele has extensive experience in hiring and promotional processes, as well as interviewing candidates for advancement in all aspects of local government.
During her 7 years as a Chief of Police, Adele exercised strong leadership and implemented monumental changes leading to the diversification of her agency’s sworn staff. Adele’s commitment to collaboration with the public and law enforcement agencies earned her the Partner of the Year Award from Homeland Security Investigations, and her Department the Community Policing Award from the Community Policing Institute of California.
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Attachment: Bob Murray & Associates Proposal (2471 : Resolution No. 2022-50 Agreement with Bob Murray & Associates) Bob Murray & Associates Proposal for the City of Gonzales Page 13 Adele received her Bachelor of Science degree in Criminal Justice Administration from California State University at Hayward, and a minor degree in Sociology. She earned a Master of Science in Public Safety, completed the Senior Executives in State and Local Government program at the Harvard Kennedy School, and PERF’s Senior Management Institute for Police. She is a Texas Certified Public Manager.
NINA JAMSEN, SENIOR EXECUTIVE RECRUITER
Ms. Jamsen brings over 33 years of local government experience to the firm. She retired as Chief of Police from California State University, San Bernardino, prior to joining Bob Murray and Associates. Nina also served the San Bernardino County Sheriff’s Department in the capacity as a Police Chief for the cities of Loma Linda and Grand Terrace.
Ms. Jamsen has a strong leadership reputation in the public sector in the Inland Empire.
Throughout her six-and-a-half-year tenure as a Police Chief, she implemented major forwardthinking changes to her agency. Her philosophy was driven by strong community-oriented policing, guided by 21st Century policing pillars. Ms. Jamsen has extensive experience in recruiting, selecting, and promoting a diverse and inclusive work force. She has participated in numerous search committees involving various department heads in the public sector and has had first-hand experience interviewing, selecting, and promoting candidates. Nina was recognized as a Pioneer Woman in 2017 by the City of San Bernardino and as a Woman of Distinction in 2019 by the 40th District of the California State Assembly.
Ms. Jamsen obtained her Bachelor’s Degree in Administration of Criminal Justice from the University of West Virginia, earned her teaching credential from San Bernardino State University, and graduated the FBI National Academy.
Nina is a proud Finnish native, first generation college graduate, and is fluent in Swedish and Finnish.
ALEXANDRIA KOPACK, RECRUITMENT AND OPERATIONS MANAGER
Alex is the Recruitment & Operations Manager with Bob Murray & Associates, and partners closely with each executive recruiter to support both clients and candidates through the entire recruitment process. Alex offers support to the recruitment coordinators by ensuring each employee has the tools necessary for success within the firm. She also posts available positions to job boards, schedules interviews, conducts background checks on candidates, and creates marketing materials for each search.
Alex graduated with a bachelor’s degree in Business Administration from Boise State University.
She has several years of experience in many different office settings and is eager to assist in the hiring process.
In her spare time, Alex enjoys spending time with her husband, family, and poodle (Theo), as well as playing tennis whenever weather allows.
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KATHY LOLAS, SENIOR RECRUITMENT COORDINATOR
Kathy recently joined the Bob Murray & Associates team after eight years of retirement. She is serving as a Recruitment Coordinator and brings over 30 years of experience from the residential real estate, state government, and life coaching industries. As a Recruitment Coordinator, Kathy partners closely with executive recruiters to provide support to candidates and clients throughout the recruitment process. She assists with scheduling, conducting background checks, creating marketing materials, and posting advertisements for open recruitments.
Kathy returned to graduate school in 2015, earned her Master’s degree and launched a private lifecoaching practice. She is known for her outgoing personality, attention to detail and collaborative approach to successfully completing executive recruitments. In her free time, Kathy enjoys playing jazz piano, travel, boating, and playing with her poodle, “Rocky”.
CHRISTOPHER HARRIS, SENIOR RECRUITMENT COORDINATOR
Mr. Harris is a Recruitment Coordinator with Bob Murray & Associates and is an essential part of our hiring experience. He partners closely with the executive recruiters to support hiring initiatives and is responsible for facilitating the movement of candidates through the recruitment process.
His responsibilities entail everything from creating marketing materials, posting available positions to job boards, candidate research, interview scheduling, conducting background checks, and ensuring the overall hiring process runs smoothly.
Chris recently graduated as the Valedictorian of his class from Saint Mary’s College of California with a bachelor’s degree in Politics. He has worked at Bob Murray & Associates seasonally throughout college, and he brings knowledge from a variety of jobs and internships to his role as a Recruitment Coordinator.
Outside of the workplace, Chris enjoys spending time with his family, working out, and reading about foreign policy and national security.
GINI HERNDON, CONTRACTS ADMINISTRATOR/BOOKKEEPER
Ms. Gini Herndon is the Contracts Administrator/Bookkeeper at Bob Murray & Associates. Ms.
Herndon is the first point of contact at Bob Murray & Associates and has an extensive administrative background in business law.
Ms. Herndon is known for her collaborative approach as she works closely with our internal team and clients to ensure a successful search. As a first point of contact, Ms. Herndon is highly professional and maintains a high level of confidentiality and sensitivity.
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CORPORATION
Bob Murray & Associates was founded in May 2000 and operated under the corporation name MBN Services, Inc. until June 2014; our new corporation name is GVP Ventures, Inc., incorporated in California in 2014. Contact information for the corporation and the firm is as follows:
GVP Ventures, Inc. OR Bob Murray & Associates
1544 Eureka Road, Ste. 280
Roseville, CA 95661
(916) 784-9080
[email protected]
Our corporation and firm are financially sound (and have been so since 2000), with documentation from our accountant available to your organization prior to final execution of a professional service agreement. We have never been involved in any litigation, aside from our personnel serving as expert witnesses when called to do so.
PROFESSIONAL ASSOCIATIONS
Our firm, represented by either our President or our Executive Vice President, are involved in the following organizations to remain engaged with current and future issues relevant to the work we conduct on behalf of clients like City of Gonzales:
California Special Districts Association – Member
California City Management Foundation (CCMF) – Member
International City/County Management Association (ICMA) – Member League of California Cities – League Partner
League of Women in Government – Sponsor/Member
Municipal Management Association of Northern California (MMANC) –Sponsor/Member Municipal Management Association of Southern California (MMASC) –Sponsor/Member National Forum for Black Public Administrators (NFBPA) – Committee member for Marketing and Branding
Members of our leadership team not only attend events sponsored by these associations but are also frequently called upon to serve as panel members and to provide specialized lectures regarding industry-specific issues.
Recent and upcoming speaking engagements and trainings provided by our staff include:
“Role of the Chief” class, presented by Joel Bryden on behalf of the California Police Chiefs Association
Organization of Latino Affairs invited speaker, Valerie Phillips for Hispanic Heritage Month; and
“The Next Step on Your Career Ladder: A Rung Up or a Missed Step? What City Managers are Seeking to Create a Dream Team,” Bob Murray & Associates is a leading participant on the MMANC 2019 Conference Panel
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REFERENCES
Clients and candidates are the best testament to our ability to conduct quality searches. Clients for whom Bob Murray & Associates has recently conducted similar searches are listed below:
CLIENT: City of Calistoga, CA
POSITION: City Manager
REFERENCE: Mr. Chris Canning, Mayor
(707) 815-2105
CLIENT: City of Irvine, CA
POSITION: City Manager
REFERENCE: Mr. Jimmee Medina, Director of Human Resources & Innovation (949) 724-6278
CLIENT: City of Menifee, CA
POSITION: City Manager
REFERENCE: Mr. Armando G. Villa, (ICMA-CM) City Manager (951) 672-6777
We appreciate the City of Gonzales’s consideration of our proposal and look forward to working with you.
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Attachment: Bob Murray & Associates Proposal (2471 : Resolution No. 2022-50 Agreement with Bob Murray & Associates)