Peckham & McKenney, 300 Harding Boulevard, Suite 203D, Roseville, CA 95678 City of Marysville
Recruitment Proposal
for
Fire Chief
March 28, 2022
Peckham & McKenney, 300 Harding Boulevard, Suite 203D, Roseville, CA 95678
TABLE OF CONTENTS
THE FIRM 1
Peckham & McKenney
Our Reputation
“All about fit”
PUBLIC SAFETY RECRUITMENT EXPERIENCE 2
YOUR RECRUITMENT TEAM 3
Our Approach
Your Team
THE SEARCH PROCESS 6
THE SEARCH SCHEDULE 10
COST OF SERVICES 12
Cost of Services
Additional Service Costs
Process of Payment
Insurance
GUARANTEE AND ETHICS 14
Placement Guarantee
Reopening the Recruitment
Ethics
CLIENT REFERENCES 15
DIVERSITY STATEMENT 16
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 & McKenney has a strong and well-recognized reputation as a leader of successful local government recruitments. The team of Peckham & McKenney’s executive recruiters brings 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 and social media expert, 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 cities, counties, and special districts 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 is a boutique firm that is 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 is 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, customer service, and centered focus on each individual client. 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 multi-year 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” the culture and personality or your organization. We take the time to become familiar with your community, organizational culture, issues and challenges 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 the right “fit.”
PUBLIC SAFETY EXECUTIVE EXPERIENCE
Our 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 search than any other California recruiter, Peckham & McKenney has successfully completed the following Public Safety recruitments in California since 2015:
Alhambra Police Chief
Antioch Police Chief
Atherton Police Chief
Bell Police Chief
Belmont Police Chief
Benecia Fire Chief
Beverley Hills Police Chief
Consumnes CSD Fire Chief
Calistoga Police Chief
El Centro Police Chief
Eureka Police Chief
Galt Police Chief
Healdsburg Police Chief
Menlo Park Police Chief
Milpitas Police Chief
Oceanside Fire Chief
Piedmont Fire Chief
Porterville Police Chief
Rocklin Fire Chief
Sacramento County Deputy County Administrator*
San Pablo Police Chief
San Rafael Police Chief
Sebastopol Police Chief
Sonoma Valley Fire & Rescue Fire Chief
South Gate Police Chief
*Public Safety and Justice
YOUR RECRUITMENT TEAM
Our Approach
Peckham & McKenney limits the number of active searches of each Recruiter to totally focus on your search. When you retain Peckham & McKenney, your Recruiter is fully responsible for the success of the recruitment process. Each recruitment is additionally supported by experienced administrative, research, and marketing specialists.
Recognizing the importance of this search, Kimberly Petersen will serve as your Recruiter. Ms.
Petersen is currently assisting only one other city with a recruitment process and has the immediate capacity to conduct the Fire Chief search for the City of Marysville.
Kimberly Petersen, Executive Recruiter
Kimberly Petersen’s career as a public servant began in 1996 when she was hired as a police officer with the Fremont Police Department. Over the course of the next 25 years, she served in various assignments, moving through the ranks as a supervisor and manager. Ms. Petersen was appointed as the Fremont Police Department’s seventh Chief of Police in 2018. In this capacity she was a senior member of the city’s executive management team and a key partner in guiding the city through the first years of the pandemic before retiring at the end of 2021.
Ms. Petersen’s contributions to the City of Fremont include developing Fremont’s first Mobile Evaluation Team, a partnership with the Human Services Department pairing mental health professionals with police officers to better serve those in mental health crisis, and community members experiencing homelessness. Additionally, she oversaw the implementation of several lifesaving programs including equipping all patrol officers with AEDs to assist the public with cardiac incidents, and naloxone to assist with drug overdoses. She also developed the department’s Tactical Emergency Medical Support team, a collaboration with the Fire Department. Chief Petersen brought the Fremont Police Department into a new era of accessibility by launching the agency’s first Transparency Portal and overseeing the release of critical incident videos.
Ms. Petersen is a former Division I athlete who played soccer professionally in Japan’s “J” League.
She holds a Bachelor of Arts degree from Stanford University in Human Biology, and a master’s degree from the Naval Postgraduate School in Security Studies. She is a graduate of the Peace Officer Standards and Training Supervisory Leadership Institute, and Command College.
School Senior Executives in State and Local Government program. Ms. Bishop is a past President of the Marin County Police Chiefs Association and a member of the California Police Chiefs Association and the International Association of Chiefs of Police.
Anton (Tony) Dahlerbruch, Executive Recruiter
Prior to joining Peckham & McKenney in 2019, Tony Dahlerbruch worked in local government for over 30 years. As a problem solver, Mr. Dahlerbruch worked in most every city department in Beverly Hills, California (ultimately as Deputy City Manager); Scottsdale and Phoenix, Arizona; and Rockville, Maryland, before subsequently serving a combined 12 years as City Manager in Rolling Hills and Palos Verdes Estates, California. With direct and personal experience in the diverse aspects of city services, Tony has knowledge in the many disciplines of city management including finance/budget, human resources, planning, public works, and public safety. During his city
management career, he was recognized for his integrity, hard work, responsiveness, focus on service, and ethics.
Mr. Dahlerbruch has additionally served in numerous leadership positions in state and national/international professional organizations. Noting his commitment to professional local government management, Tony represented the City Managers Department of the League of California Cities as a two term Director on the League’s Executive Board, President of City Managers Department of the League of California Cities and served on numerous League Policy Committees.
He has also served as a Regional Vice President on the Executive Board of the International City/County Management Association (ICMA) and other various ICMA committees.
Mr. Dahlerbruch holds a Bachelor of Arts in Political Science from the University of California at Santa Barbara and a Master of Public Administration from The American University in Washington, D.C.
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 eyecatching 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.
THE SEARCH PROCESS
While it is our intent to customize the search and project schedule to fit the specific needs of the City of Marysville the search process typically includes the following key 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 conversation with the City Manager (or other lead decision-maker) to discuss the process, listen to specific desires and expectations, and respond to any questions or concerns. We will discuss the parameters of the search, receiving input about the ideal candidate, outreach efforts, the search timeline, compensation, and confirm future meeting dates. This conversation is scheduled with the City Manager/lead decision-maker concurrent with Development of the Candidate Profile (see below). During this phase of the process, we will also discuss and determine the extent of involvement of individuals in the search process.
In this phase of the process, we will also discuss with the City Manager the finalist interview process and the various components to be considered. Ms. Petersen will provide recommendations of 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 Fire Chief. The Candidate Profile includes information relating to the City of Marysville, the Fire Department, current and future issues and opportunities for the Department, expectations, goals, and objectives leading to the success of the new Fire Chief, and the background and experience, leadership style, skills and abilities, and personality traits of the ideal candidate.
Ms. Petersen will develop this profile following conversations with the City Manager, as well as individual or group discussions with the City’s leadership team and other individuals identified in the initial conference call (see Project Organization above). We will recommend a group meeting with the executive staff team for preparation of the Candidate Profile. This can also include outreach to select labor representatives, appointed commission or committee members, business leaders, and community stakeholders designated by the City Manager. With COVID-19, we have found conducting outreach via Zoom is effective and efficient.
Our proposal includes up to two days of virtual meetings to develop the Candidate Profile. 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 opportunity. 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 to maintain the agreed upon search timeline. Our marketing and design professional will then prepare an attractive marketing brochure incorporating the Candidate Profile. This brochure will be distributed to up to 500 identified industry professionals. Copies of the brochure will also be made available to the City.
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. Full information on the position will be posted on the Peckham & McKenney website and provide to the City for posting on its website as well.
Recruitment The main focus of our outreach will be direct phone contact with quality potential candidates. With over 60 years of combined executive search experience, we are personally familiar with potential applicants, have developed an extensive candidate database that is continuously updated, and well connected to seasoned professionals for finding well qualified referrals. We take pride in the placement of women and applicants of diverse backgrounds, and are known for long, successful tenures of candidates selected by the agency. In addition, Ms. Petersen’s extensive professional network within the public safety field will be critical to our outreach efforts. Our recruiting efforts will focus on direct and aggressive recruiting of individuals aligned with the experience, background and knowledge determined during the Candidate Profile Development.
Outreach will also be consistent with the conversations and plans/goals for finding the ideal candidate as discussed 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 Manager 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. The supplemental questionnaire is intended, in part, to ascertain the applicant’s familiarity with the City and writing ability; applicants will be asked to address a few questions pertaining to the position that are based on information learned during Candidate Profile Development.
Ms. Petersen will conduct preliminary interviews with the individuals that most closely align with the Candidate Profile. Internet research will be conducted so that we may probe the candidate regarding areas of concern.
Candidates will be advised of the search schedule and updated regularly as to their status.
Recommendation of Candidates/Selection of Finalists (virtual meeting #2) A bound report will be provided to the City Manager prior to our meeting to discuss our recommendation of leading candidates for further consideration. This report will include a full listing of all candidates who applied for the position, as well as the cover letters, resumes, and supplemental questionnaires of approximately four to eight recommended candidates. We may include a first and second tier of candidates within our recommendation.
Ms. Petersen will meet with the City Manager in a one- to two-hour meeting and will provide an overview of each recommended candidate for the City Manager to determine who to interview 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 made during Project Organization relating to 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 Manager at our meeting to recommend candidates.
Finalist Interview Process (on-site or virtual – meeting #3) Finalist Interview Process Ms. Petersen will provide facilitation during the finalist interview process.
These initial interviews may be conducted on-site or alternatively, they may be conducted virtually. (For an initial screening interview, virtual interviews may be easier and more attractive for candidates and panelists). An orientation session will be held at the beginning of the process, and we 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 eight candidates is typically conducted within one day. Should the process desired by the City Manager require more than one day, an additional fee will be charged.
Qualification Once the finalist candidate has been selected and a conditional offer has been made by the City, 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 background check is optional as most agencies hiring public safety management level employees will contract with a private investigator to conduct a more thorough background investigation which would duplicate the information provided in our more limited background check conducted by Sterling Talent Solutions.
Ms. Petersen will also personally contact professional references, and a full report will be provided to the City. 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.
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.
SEARCH SCHEDULE
This sample schedule anticipates a 14-week process. It can be tailored to achieve the interests of the City of Marysville relative to receiving input in preparation of the Candidate Profile and the interview process.
ACTIVITY TIME FRAME
I. Project Organization Pre-Recruitment
• Conference call/meeting to discuss the recruitment process • Formalize project schedule
II. Development of Candidate Profile/Orientation Two Weeks • Virtual Meeting #1 with the City to discuss Candidate Profile • Develop Candidate Profile/Brochure and obtain approval • Develop advertising and recruiting plan
III. Recruitment Six Weeks
• Advertise, network, and electronically post in appropriate venues • Distribute candidate profile to industry professionals • Post opportunity on Peckham & McKenney website
• Focused outreach to individuals aligned with 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 recommended 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 • Assist City throughout process and provide recommendations • City Manager selects candidate or leading two to three candidates for further consideration
• City Manager conducts subsequent 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.” 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 well ensure that the momentum of the search is consistent and that all parties are available leading to a successful result. At the conclusion of the process, we will kindly request that the written public announcement of the appointment attribute the recruitment to Peckham & McKenney Executive Search.
COST OF SERVICES
Cost of Services
Peckham & McKenney is unique among recruiting firms for several reasons including having a fixed all-inclusive fee. Over years of experience, we have found that an all-inclusive fee for a search process is simpler, cost-effective, and efficient. The fee to conduct the search process for your next Fire Chief is $27,000. Our all-inclusive fee includes professional fees and expenses (out-of-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 only). Our aim is to be competitive and we are willing to discuss this further.
The fee quoted above is to complete the recruitment process as described in The Search Process, including three days of virtual and/or on-site meetings. The first meeting (one to two days) is to develop the Candidate Profile; the second meeting (one day) is to provide a recommendation of candidates; and the third meeting (one day) is to facilitate finalist interviews.
Additional Service Costs
The following “menu” details fees for additional requested services. Some fees may be negotiated.
Facilitation of Community Forum $1,500
Community Survey & Results Analysis $1,500
Additional Meeting Day $1,000/mtg. (three days included in proposal) Each additional full background check $300/each
Additional placement within organization* $5,000 (if selected within one year) *If the City of Marysville 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 the preparatory work 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 one-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 one-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 Marysville 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.
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 Marysville in a timely manner.
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 process (external candidates only) leaves your employment for any reason within the first year from the date of appointment (except in the event of budgetary cutbacks, promotion, position elimination, or illness/death), we agree to provide a second search process upon negotiating a mutual agreement on the professional services fee plus expenses.
Reopening the Recruitment Throughout the recruitment process, all our efforts are made to present recommended applicants for the 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 result in a placement, we agree to provide a second search process upon negotiating a mutual agreement on the professional services fee plus expenses.
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, we will thoroughly review with the City any adjustments in approach, compensation, and/or other variables necessary to achieve a placement as a result of the process.
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 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.
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 Piedmont—Fire Chief/City Administrator/Recreation Director Sara Lillevand, City Administrator
510-420-3042 [email protected]
City of El Cerrito- Fire Battalion Chief
Alexandra Orologas, Assistant City Manager
510-215-4302 [email protected]
City of El Cerrito- Fire Chief- (in progress)
Sonoma Valley Fire & Rescue District—Fire Chief
Bill Norton, Board President
707-304-2170 [email protected]
City of San Mateo, CA – Police Captain
Ed Barberini, Chief of Police
650-522-7600 [email protected]
City of Healdsburg, CA – Police Chief
Jeff Kay, City Manager
707-431-3452 [email protected]
City of Belmont, CA- Police Chief
Cora Dino, Human Resources Director
650-637-2988 [email protected]
County of Sacramento- Deputy County Executive Public Safety & Justice Candice Mabra, Principal Human Resources Analyst
916-874-1682 [email protected]
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 five 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 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 process.
In addition to all other outreach methods, our firm utilizes the Local Government Hispanic Network (LGHN), National Forum of Black Public Administrators (NFBPA), Women Leading Government (WLG), and the Municipal Managers of Association of Northern and Southern California (MMANC/MMASC) 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