Section
C
Section
B
Section
A
Cover
Letter
Pages 2 - 8
Pages 9 - 16
Pages 17 - 18
ORINDA
CITY OF
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Packet Pg. 176 Attachment: Jacob Green & Associates Proposal (3287 : City Manager Executive Search)
1.888.4.JGA.1ST | [email protected]
PAGE 1
Jacob Green,
President & CEO
January 2, 2024
Ginger Staton, Human Resources Manager
City of Orinda
22 Orinda Way
Orinda, CA 94563
Dear Ms. Staton,
Jacob Green and Associates, Inc. (JGA) is pleased to submit a proposal in response to the City Manager Recruitment Services RFP. Our firm is dedicated to delivering expertise and experience in executivelevel recruiting.
JGA takes a unique approach to executive-level recruiting that goes beyond the conventional methods.
Our commitment to excellence and innovation is deeply ingrained in our DNA, and it's evident in the way we handle each recruitment assignment.
One of the key differentiators of JGA, is our deep understanding of the significance of the City Manager's role in shaping the trajectory of a city's progress. Our track record of successful partnerships across diverse sectors underscores our ability to tailor our recruitment solutions to align seamlessly with the distinct requirements, values, and aspirations of each client. We don't offer generic solutions; rather, we craft strategies that resonate specifically with the essence of the City we are working with.
What truly sets our executive search team apart is the caliber of expertise and experience they bring to the table. Our lead recruiter, Greg Devereaux, has a rich history as the former City Manager of Ontario and Fontana, and as the former Chief Executive Officer of San Bernardino County. Mr. Devereaux possesses a profound understanding of the intricacies of city management. His extensive background of over 40 years in assessing and appointing local government executives brings an unparalleled level of insight to the search process. Mr. Devereaux's experience ensures that every facet of the recruitment aligns harmoniously with the needs of the Council, Executive Team, and the entire municipal organization. This holistic perspective guarantees that the selected candidate not only meets the technical qualifications but also resonates with the values and long-term goals of the city.
In a field where conformity can often overshadow creativity, JGA'S dedication to crafting custom-tailored solutions, coupled with the seasoned expertise, guarantees a recruitment experience that is not only effective but transformative for the City of Orinda.
Sincerely,
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Packet Pg. 177 Attachment: Jacob Green & Associates Proposal (3287 : City Manager Executive Search)
BACKGROUND &
EXPERIENCE
SECTION A
PAGE 2
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Packet Pg. 178 Attachment: Jacob Green & Associates Proposal (3287 : City Manager Executive Search) PAGE 3
BACKGROUND & EXPERIENCE
The JGA team is comprised of veteran local government leaders with over 600 years of combined municipal experience and includes former City Managers, Community Development Directors, Police/ Fire Chiefs, and other municipal experts. We help our clients prepare for and respond to challenges in Executive Recruitment, Organizational & Leadership Development, and Emergency Management. We provide tailored services by developing a deep understanding of client needs, fostering authentic and trusted relationships, and focusing on solutions and outcomes that consistently exceed expectations.
We build an approach to executive search that has not only been successful in placing top executives (Hemet, Fontana, Menifee, Ontario Airport, etc.), but our innovative search process sets us apart. We focus on three elements 1) Building a strong City narrative, 2) Proactive outreach to candidates, and 3) Maintaining confidentiality of all candidates. The third component is a major differentiating factor; by bypassing the traditional application process, we eliminate the anxiety and unpredictability of most search processes that often prevents high caliber candidates from proceeding in a traditional search.
The strategic leaders for this project all have substantial expertise in government leadership roles and have recently successfully recruited for executive positions. We are confident that this team will provide the City of Orinda with a selection of strong candidates that share the City's vision.
JGA will provide the City of Orinda our full focus on this project and the project team members will be fully committed to the City during this time.
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Packet Pg. 179 Attachment: Jacob Green & Associates Proposal (3287 : City Manager Executive Search) JGA’s Team Video Link: Jacob Green and Associates - JGA - Your First Call Jacob has an extensive background in public safety and has overseen emergency management programs for over 18 years in his capacity as both Emergency Manager and the department head responsible for emergency management in various agencies including the cities of Santa Ana, Fountain Valley, Ontario and San Juan Capistrano. He specializes in seminar training and leadership coaching for municipal management staff involved with the planning and provision of emergency services. Jacob’s key emergency management accomplishments include the creation of a new Bureau of Emergency Management for the City of Ontario, design and construction of Ontario’s new $7 million Emergency Operations Center, and citywide disaster training/exercises, emergency operations plan writing, hazard mitigation plan writing, management of the emergency operations center during disaster activations, and community engagement and public education activities for multiple cities. Jacob also has served as the Ontario Fire Department’s lead Public Information Officer and Grant Manager.
JACOB GREEN, MPA
President & CEO
P AGE 4
JUSTIN CLIFTON
Senior Director of Operations
Justin Clifton is a senior executive with a history of building highperforming teams with clear strategic focus and a track record of exceptional performance. Justin has approximately 20 years of experience as a City Manager of multiple communities in the Western US and experience as a Senior Executive for one of the world’s largest Tech companies. Justin specializes in designing and implementing systems and practices that unleash the power of teams and teaching leadership and management across a broad portfolio of service areas including general administration, emergency management, finance, human resources and operations. Justin holds a Master’s Degree in Public Policy from Colorado University, Denver and a Bachelor's Degree in Political Science and Philosophy from Fort Lewis. He holds specialized credentials in LEAN process improvement, conflict resolution and consent building, high-performing organization models, performance management and leadership.
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Packet Pg. 180 Attachment: Jacob Green & Associates Proposal (3287 : City Manager Executive Search) GREGORY C. DEVEREAUX, JD
Senior Advisor // Lead Recruiter
Greg Devereaux served in state and local government for 40 years, holding a variety of leadership positions including City Manager of both Fontana and Ontario, where he worked with the city councils to improve each city’s finances, as well as Chief Executive Officer of San Bernardino County where he helped the Board of Supervisors lead the County in a new direction which emphasized fiscal responsibility and working as a team. He worked with the Board and the San Bernardino Associated Governments in a community-driven effort to develop a Countywide Vision. Greg is a Past President of the California Redevelopment Association and has served on numerous committees at both the League of California Cities and the California State Association of Counties. Greg is a fellow at the congressionally chartered National Academy of Public Administration.
JIM ROSS
Lead Recruiter
Jim has supported municipalities and public agencies for more than 40 years, specializing in public works and water departments. His experience includes managing staff of more than 400 people and capital improvement budgets of approximately $200 million. A few of his accomplishments include major projects in the City of Santa Ana, which included a new Corporation Yard, Police Administration and Detention Facility, and an Annex onto City Hall. Most recently Jim has focused his expertise on conducting organizational assessments and providing INTERIM executive public works services for local governments including clients from the cities of Fountain Valley, San Juan Capistrano, Encinitas, Newport Beach, Costa Mesa, Wildomar, Carson, and The Imperial Irrigation District.
PAGE 5
CINDY NELSON
Senior Advisor
During her public service career, Cindy Nelson managed one of the largest redevelopment and economic development programs in California. The negotiation and execution of complex development projects included a regional mall, expansion of the Bowers Museum, a new auto center, multiple large-scale retail, office and residential projects, as well as numerous affordable housing projects. Additionally, she managed the Planning and Building department while serving as the Deputy City Manager. Her position also called for financial management of substantial of City, State and Federallyfunded programs, staff development, labor union interface and regular participation in high-level policy discussions with elected officials and management staff. Following retirement in 2011, she has provided real estate development and planning consultant services to other municipalities, including Dana Point, Newport Beach and Anaheim.
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Packet Pg. 181 Attachment: Jacob Green & Associates Proposal (3287 : City Manager Executive Search) PAGE 6
LINDA MATTHEWS, MBA
Senior Search Advisor
Linda Matthews is a proven human resources expert who is passionate about working with management and employees to find win-win solutions for challenging issues.
Linda has over 25 years of experience in human resources administration and executive leadership over a wide variety of human resources areas, such as employee and labor relations, classification, and compensation, hiring, benefits, and training. She served as human resources director for the City of Pomona and the City of Ontario. She also held a variety of positions for San Bernardino County and Riverside County. She holds a Bachelor’s in Psychology from UCLA and an MBA from the Drucker School of Management at Claremont Graduate University. She currently serves as the Associate Director of Administration for Shoes that Fit, a non-profit organization, on a part-time basis.
LISA BARTLETT, MBA
Senior Search Advisor
Lisa Bartlett is a proven and skilled leader in both the private and public sector. For decades she has led teams, delivered results, and set the highest standards of excellence. She held executive positions in a technology company, project management firm and several law firms. During her tenure in the public sector, she was elected and served on the city council and most recently, as a County Supervisor on the Orange County Board of Supervisors, providing governance to the 6th largest county in the country. She has extensive expertise and experience in the areas of healthcare, transportation, technology, administration, public safety, infrastructure, coastline projects/issues and public-private partnerships (P3) and is driven to streamline delivery of projects and initiatives while improving organizational effectiveness. Lisa has served on several statewide boards including the California State Association of Counties (CSAC), serving as its President in 2020 and continues to serve on the California Transportation Commission (CTC), Technical Advisory Committee for Road Usage Charge. Lisa holds a Bachelor’s degree in Finance and an MBA from Pepperdine University. She is also a licensed real estate Broker. She is passionate about her community and is involved with several local non-profits.
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Packet Pg. 182 Attachment: Jacob Green & Associates Proposal (3287 : City Manager Executive Search)
CAPRICE ROBINSON
Search Specialist
Caprice Robinson is an accomplished Professional who has served over 20 years in the United States Air Force. She has experience in organizational leadership, training and development, program management, and operations management. Caprice is a multifaceted leader who has held various strategic and operational roles within Air Force Healthcare facilities and Air Force Basic Military Training with emphasis on organizational and employee development and regulatory compliance. One of Caprice’s most notable projects was designing an action plan for the Air Force’s Basic Military Training command to allow the accession pipeline to remain open during a world-wide pandemic. Her efforts ensured the Air Force was able to continue to train new recruits safely and was highlighted as a best practice in preventing the spread of the Coronavirus by the Center of Disease Control. Caprice holds a Bachelor of Science degree in Healthcare Management and certifications in Human Resources and Diversity, Equity and Inclusion.
WILLIAM SIMMONS
Recruitment Specialist
William Simmons has over 12 years of combined experience leading teams in both military and civilian sectors, known for his expertise in leadership, training, and emergency management. He has supported numerous training and development initiatives focused on communication, cognitive diversity, and strategic thinking. His military tenure is marked by the successful design and implementation of comprehensive training programs, heightened readiness and emergency response capabilities, and the execution of large-scale evacuation plans. Currently, William serves as a board member for a local non-profit, enhancing his broad professional background. Alongside this, he is pursuing a Master's in Organizational Development, with completion expected in May 2025.
NICOLI HILSCHER
Senior Project Manager
Nicoli Hilscher has over 21 years of experience in Federal and Local Government. She retired from the United States Air Force in the top two percent of the active enlisted force, as a Senior Master Sergeant. Nicoli has an extensive background in Leadership Development, Training, Facilitation, Project Management, and Instructional Development. She has held positions internationally in various levels of leadership providing long-term organizational growth in diverse, fast-paced environments. Nicoli is a cross-functional leader overseeing operations, professional development, and recognition programs for organizations ranging from 20 to 300 personnel. She oversees JGA's Project Management Office, ensuring high quality service delivery to all JGA clients.
P AGE 7
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Packet Pg. 183 Attachment: Jacob Green & Associates Proposal (3287 : City Manager Executive Search) City of Big Bear Lake
• Erik Sund, City Manager
• 909.866.5832
• [email protected]
• 39707 Big Bear Blvd., PO Box 10000, Big Bear Lake, CA 92315 • January 2023
• Finance Manager Executive Search
Ontario International Airport Authority
• Atif Elkadi, Chief Executive Officer
• 858.361.9319
• [email protected]
• 1923 East Avion Street, Ontario, CA 91761
• June 2022
• Chief Administrative Officer Executive Search
REFERENCES
City of Hemet
• Mark Prestwich, City Manager
• 951.765.2301
• [email protected]
• 445 E. Florida Avenue, Hemet, CA 92543
• September 2023
• City Manager Search, Administrative Services Director Search, Community Development Director Search
City of Fontana
• Matthew C. Ballantyne, City Manager
• 909.350.7654
• [email protected]
• 8353 Sierra Ave, Fontana, CA 92335
• January 2022
• City Manager Executive Search
PAGE 8
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Packet Pg. 184 Attachment: Jacob Green & Associates Proposal (3287 : City Manager Executive Search)
SCOPE OF SERVICES
SECTION B
P AGE 9
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Packet Pg. 185 Attachment: Jacob Green & Associates Proposal (3287 : City Manager Executive Search)
SCOPE OF SERVICES
Step 1: Define the Position Profile
• JGA will meet with the retiring incumbent, City Council members, key staff, and stakeholders to determine needs and issues, requirements of the job, and to obtain information about the environment in which the position functions either in-person or via Zoom to receive input on ideal candidate profile.
• JGA will identify the preferred management style, personal traits, demonstrated performance criteria, and previous experience and accomplishments of the successful candidate.
• JGA will develop a position profile and comprehensive advertisement strategy, including print, web, social media, targeted calls to passive and active candidates, etc., as may be directed by City staff.
• JGA will develop a professional recruitment brochure (customized 1-pager) that will include information on the City, challenges and issues, the position, and selection criteria. In our experience working with candidates, the customized 1-pager solicits attention more effectively than a lengthy brochure. (Please see sample brochures on pages 13 - 16.) Our firm was established to redefine local government consulting, and our executive search approach is one example of successful innovation. We focus on the end result; finding a candidate that may not have considered Orinda initially, but demonstrates the qualifications, commitment, and expertise that the City and community is seeking.
Working with the Mayor, City Council, and the Human Resources Manager, we start the process by gaining a clear understanding of the needs of the City, interviewing the retiring incumbent, City Council members, key staff, and stakeholders that are invested in the position’s success. Once the City confirms that our grasp of the ideal candidate is accurate, we develop an engaging opportunity flyer and begin proactive outreach, contacting potential candidates that aren’t searching for a new opportunity but have been identified as a great fit for the organization. We conduct in-person meetings with candidates who demonstrate enthusiasm and significant interest in the position, as well as conduct preliminary background checks to ensure that all finalists have a career that showcases exceptional public service.
Finalists are presented to the City for consideration and our team assists with the contract negotiation process.
The key to our search process is confidentiality. We take significant measures to ensure that top-tier candidates remain protected in the process. Resumes, applications, and personal information are not collected by the City; JGA maintains all of this information until the final candidate is selected by the City and provided a conditional offer of employment. In previous searches conducted by our team, this significant shift in the search approach has created a much higher candidate pool for JGA clients.
Candidates who are able to maintain anonymity and their great standing at their home agency, if not ultimately selected, are much more likely to engage in the City’s recruitment process.
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Packet Pg. 186 Attachment: Jacob Green & Associates Proposal (3287 : City Manager Executive Search) • JGA will develop a preliminary screening on education, experience, technical knowledge, accomplishments, management style, personal traits, and any other criteria included in the position profile.
• JGA will acknowledge receipt of candidates’ application materials and maintain communication with all candidates throughout the recruitment process. • JGA will answer any questions potential candidates may have. • JGA will advise the City Council on the final recommended candidates for interviews and provide a written report summarizing the overall candidate pool and the qualifications of those to be interviewed.
Step 3: Evaluating Prospective Candidates
Advertising Plan
• JGA will develop and execute a comprehensive plan for the recruitment to include appropriate channels such as print, web, social media, etc.
Step 2: Sourcing Qualified Candidates
Advertisement
• JGA’s local government executive search team has a vast network, including broad social media reach, which will be used to advertise the position.
Pro-Active Outreach
• JGA will conduct one-on-one outreach to prospective candidates that fit the agreed-upon candidate profile. The process may attract top candidates, both locally and nationally, who best satisfy the requirements and qualifications of the position. JGA will seek referrals and solicit interest from candidates known to meet the needs of the City. We consider our team to be pro-active headhunters and City champions.
Step 4: Interview Process/Selection of Finalist
• JGA will support and assist the City during all finalist candidate interviews. This will include:
o Advise the City Council on interview strategies and appropriate questions to ask candidates
o Prepare the City Council for the interviews
o Execute the interview process
o Assist with the assessment process and selection
• JGA will facilitate the final interview process and assist the City Council in making a selection.
• The City will conduct pre-employment and background check on finalist candidate after contingent offer of employment.
PAGE 1 1
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Packet Pg. 187 Attachment: Jacob Green & Associates Proposal (3287 : City Manager Executive Search) Proposed Timeline
Task Timeline
Step 1: Define the Position Profile Three weeks
Step 2: Sourcing Qualified Candidates Four weeks
Step 3: Evaluating Prospective Candidates Two Weeks
Step 4: Interview Process/Selection of Finalist Four weeks PAGE 1 2
*Note - Actual dates will depend on a contract awarded date and the needs of the City.
JGA guarantees that if the selected finalist is terminated or resigns within twelve months from the employment date, JGA will immediately conduct a search for a replacement candidate. Within twelve weeks of the request from the City for the replacement search, a slate of qualified candidates shall be submitted to the City. If JGA is unable to provide the candidates as stated above, the City will be refunded the fee paid.
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Packet Pg. 188 Attachment: Jacob Green & Associates Proposal (3287 : City Manager Executive Search)
RETIREMENT
Airport contributes 12%of
base salary to a 401(a)
through VOYA.
DEFERRED
COMPENSATION
Voluntary 457(b) Deferred
Compensation plan
available through VOYA.
HEALTH BENEFITS
85% Employer paid
medical and 100% paid
dental and vision for
employee & dependents.
Want to help lead one of the fastest growing airports in the United States? If you have a passion for creating
and overseeing public sector systems and business
procedures in areas such as Contracts, Procurement,
Human Resources, Risk Management, and more… this
might be the position for you! The Chief Administrative Officer will lead a multi-disciplinary group of
administrative and business-focused disciplines
responsible for developing, directing, and coordinating the execution of key initiatives across all business
aspects of the organization. Come join the Inland
Empire’s celebrated economic engine!
Salary Top Step of $240,000
CHIEF ADMINISTRATIVE OFFICER BENEFITS
EDUCATION
Reimbursement - up to
$5,000 per fiscal year for
tuition, books, and fees.
AUTO ALLOWANCE
Choice of $750 per
month or use of takehome vehicle.
LIFE INSURANCE
Airport provides a
$200,000 life insurance
policy.
CHIEF
ADMINISTRATIVE
OFFICER
ONTARIO INTERNATIONAL AIRPORT AUTHORITY
ANNUAL LEAVE ACCRUALS
PTO: 272 HOURS | MANAGEMENT: 48 HOURS | HOLIDAY: 13 DAYS Apply today at: https://ontmktg.info/ONT-CAO
FOR MORE INFORMATION, CONTACT JACOB GREEN & ASSOCIATES (909) 238-8536 SAMPLE
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Packet Pg. 189 Attachment: Jacob Green & Associates Proposal (3287 : City Manager Executive Search)
ADMINISTRATIVE
SERVICES DIRECTOR
JOB DESCRIPTION
Are you an innovative municipal Finance Director or finance professional ready to expand your horizons? This newly created Administrative Services Director will oversee finance, budgeting, purchasing, payroll, human resources, risk management, workers compensation, labor relations, information services, business license, revenue management and utility billing.
The City of Hemet has a visionary City Manager and City Council, a cohesive executive group, and a talented team of finance, HR and IT professionals. Be part of a team who thrives on identifying opportunities, addressing challenges, and making great things happen for this fabulous family-friendly community!
Competitive candidates will have a strong background in municipal finance and accounting, leadership experience, and a Bachelor’s degree in a related field.
SALARY RANGE: $149,273 - $200,040 ANNUALLY
BENEFITS
• Medical: Kaiser or Aetna HMO (City Contribution of $1,100/mo) • Dental for employee and dependents
• Vision – reimbursement up to $450 annually
• Classic members - 2.5% @ 55 or PEPRA
• Deferred Compensation – 2% City contribution
• Life Insurance: 1x annual salary
• Long Term Disability – Employer Paid
• Holidays: 14 holidays (including fixed and floating)
• Vacation Leave: 256 hours annually
• Sick Leave: 4 hours per month
• Administrative Leave: 40 hours
This is a confidential recruitment. To start the process, simply contact Linda Matthews, Executive Recruiter, Jacob Green and Associates, email [email protected] or call (909) 559-7266.
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Packet Pg. 190 Attachment: Jacob Green & Associates Proposal (3287 : City Manager Executive Search) SAMPLE
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Packet Pg. 191 Attachment: Jacob Green & Associates Proposal (3287 : City Manager Executive Search) Position: Finance Manager
The City of Big Bear Lake is seeking an
experienced municipal finance professional to
join an innovative and family-focused work
culture. The Finance Manager will oversee an
energized team looking for a leader to help
maintain the City’s award-winning municipal
finance services program.
If you like the idea of working closely with others
to manage the budget, purchasing, accounts
payable/receivable systems, assets, and all other
financial activities while looking out your office
window at some of the world’s best ski slopes,
hiking trails, and year-round recreational
activities, this is the opportunity for you!
As an added bonus, this is a SBCERA retirement
system opportunity! So, you can be a current
CalPERS employee and transfer into the system
with reciprocity OR, retire from CalPERS and
enjoy a second retirement future!
WE’RE
HIRING!
This is a confidential recruitment. You do not need to submit a resume/application to proceed in the process. If you are interested in being considered, simply contact Linda Matthews, Executive Recruiter, Jacob Green & Associates, at [email protected] / (909) 559-7266.
TOP STEP
$120,000 / year
SBCERA Retirement
2% @ 55 with prior qualifying public service
or, effective January 1, 2013, a formula of
2.5% @ 67 for new participants.
insurance
Top Tier! Paid family HMO health and
dental coverage. Life insurance and family
vision coverage are provided.
PTO
- Vacation Leave
- Personal Days
- Sick Leave
Schedule
- 9/80 Work Schedule
Come join our team
SAMPLE
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Packet Pg. 192 Attachment: Jacob Green & Associates Proposal (3287 : City Manager Executive Search) PAGE 1 7
COST PROPOSAL
SECTION C
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Packet Pg. 193 Attachment: Jacob Green & Associates Proposal (3287 : City Manager Executive Search)
COST PROPOSAL
The professional fee covers all JGA staff time, travel, advertising, and materials required to conduct the recruitment as defined in the scope of services above. There are no hidden/ additional JGA service fees.
JacobGreenAndAssociates.com
The costs outlined in this proposal are considered valid and binding for a period of 90 days, commencing from the date of the proposal's issuance. During this timeframe, the provided pricing and estimates for products, services, and associated expenses will remain unchanged, subject to the terms and conditions specified in the proposal document. Any modifications or alterations to the proposal, as well as adjustments to the costs, will require mutual agreement between the involved parties.
PAGE 1 8
PAYMENT SCHEDULE FOR RECRUITMENT:
1. Execution of Agreement - 10% of Professional Fee
2. Completion of City Interviews of Finalists – 30% of Professional Fee
3. Once Executive Position Contract/Agreement is Approved – 60% of Professional Fee Description Cost
City Manager Recruitment Services $30,000
EXCLUSIONS FOR RECRUITMENT:
• All costs associated with publication of position will be invoiced at cost separately. • All costs associated with advertisement will be invoiced at cost separately. • Background services for criminal history and credit checks for candidates invoiced at cost separately (only if desired by City to be handled by Consultant). • All costs associated with candidate travel will be invoiced at cost separately.
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Packet Pg. 194 Attachment: Jacob Green & Associates Proposal (3287 : City Manager Executive Search) ———————— Peckham & McKenney, 300 Harding Boulevard, Suite 203D, Roseville, CA 95678 ———————— December 21, 2023
Ginger Staton, Human Resources Manager
City of Orinda
22 Orinda Way
Orinda, CA 94563
Via PDF/Email To: [email protected]
Dear Ginger,
Thank you for considering Peckham & McKenney for the City of Orinda’s City Manager recruitment. I would be honored to represent the City for this important search.
It was nice talking with you yesterday about the position and all of the great benefits of working for the City.
This is an outstanding opportunity for a seasoned Municipal Executive who is eligible to retire from CalPERS as well as other individuals who are not committed to being a member of CalPERS. In addition to my extensive professional human resources experience, I conducted the In-House Legal Counsel recruitment for the San Joaquin Regional Rail Commission (non-PERS agency) and was successful in finding them the perfect candidate.
As a boutique firm that specializes in recruitments for small and medium size communities in California, Peckham & McKenney is known for achieving successful and long-term placements. Among many strong attributes, these are four key reasons agencies choose us:
• We actively and personally search for and find candidates. • We limit the number of concurrent searches in order to directly focus on serving our client. • We prioritize communicating with our client and applicants to keep everyone informed. • Your recruiter is personally and directly responsible for all aspects of the search and your one point of contact.
Our Peckham & McKenney team is comprised of retired municipal managers and directors who are passionate about the public sector. I am proud to be on the Peckham & McKenney team because the firm’s values and priorities align with mine – to assist public agencies in furtherance of good government; to place quality above quantity; and to build long lasting relationships with those in the public service.
For this important position and search, I will serve as your Recruiter. As a former HR Director / Risk Manager and Acting City Manager, I am very familiar with the responsibilities of City Managers, the expectations of the position, and the needs/interests of local government. In my role as the HR Director with the City of Seaside, I personally conducted hundreds of recruitments for all levels of City staff including City Manager. I am very experienced in working closely with candidates and hiring managers to ensure selected candidates meet the needs of the agency with respect to technical knowledge and expertise as well as organizational fit.
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Packet Pg. 195 Attachment: Peckham & McKenney Proposal (3287 : City Manager Executive Search) ———————— Peckham & McKenney, 300 Harding Boulevard, Suite 203D, Roseville, CA 95678 ———————— With my experience and knowledge, I know the work necessary to attract applicants, to conduct a successful recruitment process, and to achieve the City’s goal to obtain a City Manager who will be actively engaged in the Community, will be successful in assisting the City Council and Department Head team to execute the City’s strategic objectives, and will provide high quality services to the community.
Attached is a detailed proposal for conducting the search that includes information about our firm, process, timeline, resources, references, experience and fee. We charge a fixed, all-inclusive fee, and for this search we are proposing $28,000, which I’d be pleased to discuss. I would also be happy to participate in an interview to personally present and discuss our proposal. I want to note that we no longer keep track of the longevity of our placements. In addition to being difficult to keep track of, there are a multitude of reasons that individuals leave public agencies that extend beyond whether the position is a good fit for them and the agency.
Upon being selected to conduct this important search, I am prepared to start in mid-January. I have attached a draft schedule that we can adjust depending on the needs of the City. As an example, I can meet with the Council in closed session to obtain their feedback on the ideal candidate characteristics, I can meet them individually over Zoom at their convenience, or I could come up and spend a day meeting with the City Council and other stakeholders as requested.
I am excited for the opportunity to implement the process leading to the successful placement of a candidate that “fits” your interests and the organization. Please feel free to call me at (831) 998-3194, if there are any questions.
Sincerely,
Roberta L. Greathouse
Executive Recruiter
[email protected]
Enclosures:
• City of Orinda Search Proposal
• Proposed Search Schedule
• Town of Mammoth Lakes Recruitment Brochure
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Packet Pg. 196 Attachment: Peckham & McKenney Proposal (3287 : City Manager Executive Search) ———————— Peckham & McKenney, 300 Harding Boulevard, Suite 203D, Roseville, CA 95678 ———————— City of Orinda
RECRUITMENT PROPOSAL
for
City Manager
December 21, 2023
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Packet Pg. 197 Attachment: Peckham & McKenney Proposal (3287 : City Manager Executive Search) ———————— Peckham & McKenney, 300 Harding Boulevard, Suite 203D, Roseville, CA 95678 ————————
TABLE OF CONTENTS
WHY CHOOSE US? 1
EXPERIENCE 2
YOUR RECRUITMENT TEAM 4
THE SEARCH PROCESS AND SCHEDULE 5
COST OF SERVICES 6
Cost of Services
Process of Payment
Insurance
GUARANTEE AND DIVERSITY 7
Guarantee
Diversity Statement
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Packet Pg. 198 Attachment: Peckham & McKenney Proposal (3287 : City Manager Executive Search) 2 | Peckham & McKenney
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Packet Pg. 199 Attachment: Peckham & McKenney Proposal (3287 : City Manager Executive Search) 3 | Peckham & McKenney
EXPERIENCE
With our recruitment team that solely consists of retired City Managers, Police Chiefs, and Department Heads, and our expert support team, Peckham & McKenney brings more experience and knowledge of local government and executive search than any other California recruiter. Just a few of our 2022 and 2023 City Manager recruitments include:
Big Bear Lake, CA City Manager
Corning, CA City Manager
Fort Bragg, CA City Manager
Manteca, CA City Manager
Milpitas, CA City Manager
Mono County, CA Chief Administrative Officer
Napa County, CA County Executive Officer
Pleasant Hill, CA City Manager
Portola Valley, CA Town Manager
Seaside, CA City Manager
Watsonville, CA City Manager
In addition, Roberta is currently assisting the Town of Mammoth Lakes with their Town Manager recruitment and earlier this year she conducted the recruitments for the City of Manteca’s City Manager and the City of Sunnyvale’s Assistant City Manager.
Please don’t hesitate to contact these agencies as well as our large list of current and former clients on our website (here); they will attest to our quality of service, on-going communication throughout the process, personal and direct outreach and sourcing of candidates, quality applicant pool, written materials and interview facilitation.
As an ambassador of our clients, Peckham & McKenney is also known for maintaining ongoing communications with our applicants throughout the search process, treating every applicant with respect, and appropriately informing candidates to support their best effort. The numerous compliments we have received from applicants fairly illustrate this reputation.
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Testimonials from clients and candidates are at https://www.peckhamandmckenney.com/testimonials.
Please feel free to call any of the communities listed herein, or on our website here, or as follows as a reference about the firm, our recruiters, and our service. Additionally, you may contact any of Roberta’s references:
City of Colton
Bill Smith, City Manager, (909) 370-5051, [email protected] Tom Cody, Human Resources & Risk Management Director, (909) 370-5063; [email protected] City of Manteca
David Nefouse, City Attorney, (209) 305-1576; [email protected] City of Seaside
Craig Malin, former City Manager, (563) 529-1542; [email protected] City of Sand City
Vibeke Norgaard, City Manager, (415) 516-6674; [email protected] Town of Fairfax
Heather Abrams, Town Manager, (415) 453-1584; [email protected] H.5.d
Packet Pg. 201 Attachment: Peckham & McKenney Proposal (3287 : City Manager Executive Search) 5 | Peckham & McKenney
YOUR RECRUITMENT TEAM
Our Approach
With every Peckham & McKenney recruitment, your
Recruiter has the entire Peckham & McKenney team
of Recruiters and administrative personnel for
backup, support, collaboration, and sourcing.
However, when you retain Peckham & McKenney,
your Recruiter serves as your single point of contact
throughout the entire search process and is fully
responsible for its success. Moreover, in order to
fully focus on your search and finding applicants that
fit with the ideal candidate you are seeking, your
Recruiter also maintains no more than 6 active
searches.
Roberta Greathouse will be the Executive Recruiter
for this search.
Roberta Greathouse, Executive Recruiter
Roberta is a dynamic professional with strong leadership, critical thinking, and problemsolving skills. She enjoyed a 34-year career in the public sector, retiring from the City of Seaside as the Human Resources Director and Risk Manager. Roberta has experience in every aspect of human resources including labor and employee relations, recruitment, selection, classification and compensation, employee benefits, workers’ compensation, and employee development. Roberta led the City through a myriad of organizational challenges including multiple rounds of layoffs and labor concessions due to economic crises.
Roberta served as the City’s Acting City Manager for almost one year during a time of unprecedented City growth in the areas of economic development and capital improvement. Roberta was recognized for being an accessible and collaborative leader with outstanding organizational, communication, and customer service skills.
Prior to joining Seaside’s team, Roberta served the City of Monterey for 18 years. She worked in a variety of roles in the Public Facilities, Human Resources, and Fire Departments. As the manager of the fire administration division, Roberta had the opportunity to negotiate and manage fire protection contracts with the Army and two local jurisdictions and she established the first activity-based costing system for the department.
Roberta holds a Bachelors degree from Colorado State University, is a Senior Certified Human Resources Professional (IPMA-SCP), and certified Risk Management Practitioner (RMP). She was nominated for the California Joint Powers Insurance Authority’s coveted Capstone Award in 2016 for her leadership in Risk Management.
The Peckham & McKenney Team
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Roberta is supported by the following team.
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.
Tayler Bergstrom, Research Assistant
Tayler Bergstrom joined Peckham & McKenney in 2022 and currently serves as a Research Associate. Tayler is currently pursuing a PhD at UCLA where she worked previously as a lab manager overseeing various research projects. Prior to that, Tayler graduated from UC San Diego with a Bachelor of Science degree in Psychology.
Linda Pucilowski, Graphic Designer
With nearly 30 years of experience, Linda Pucilowski provides her expert design and marketing skills to Peckham & McKenney. She is the firm’s “go-to” professional for all advertising and brochure design and creation. Ms.
Pucilowski holds a Bachelor’s degree from California State University, Sacramento.
Rachel Moran, Website & Social Media Assistant
Rachel Moran has been in the graphic design field since 2007 and prides herself on creating eye-catching visual art. She supports the Peckham & McKenney team by handling all website visual and technical design as well as social media. Ms. Moran graduated from the Art Institute of Houston obtaining her Bachelor’s Degree in Fine Arts with a concentration in Graphic Design.
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The fee to conduct the entire search process for your next City Manager recruitment is $28,000.
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• We will connect with you and our placement in
6 months and 1 year after the appointment to check-in.
• We will conduct a second search within 6 months of
our search process if a candidate is not placed.
• If the placement vacates the position within 1 year from the date of accepting the offer (external candidates only and except in the event of budgetary cutbacks,
promotion, position elimination, or illness/death, etc.), we agree to conduct a second search within 6 months
of the vacancy.
Recognizing the current market for finding competent
and successful executives, and the changes in strategy that would be needed for a second search, the cost of a second search will be limited to expenses (typically around
$8,000).
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Packet Pg. 206 Attachment: Peckham & McKenney Proposal (3287 : City Manager Executive Search) City of Orinda - Recruitment for City Manager
Proposed Search Schedule December 21, 2023
ACTIVITY TIME FRAME
TBD
Jan 15 – Feb 6
I. Project Organization
• Conference call discussion of recruitment process with City Manager • Formalize project schedule
II. Development of Candidate Profile
• On-site meeting #1 with City Council on January 16 (Closed Session) • Virtual meeting #2 with City Council on February 6
• Develop Candidate Profile/Marketing Brochure
• Develop advertising and recruitment plan
III. Recruitment FILING DEADLINE IS 3/10/24 Feb 7 – March 10 • Advertise, network, and electronically post in appropriate venues (5+ weeks) • Distribute Candidate Profile to industry professionals • Post opportunity on the Peckham & McKenney and City websites • Focused outreach to individuals within the parameters of the Candidate Profile
• Respond to all inquiries and acknowledge all resumes received within 48 hours
March 20 & 21
April 2
April 11 & April 12
By April 26*
IV. Preliminary Review and Interviews (P&M)
• 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 for Panel Interview (Closed Session) • On-site meeting #3 to provide recommended candidates
• City Council selects candidates for finalist interview panel process • City identifies interview panel raters
• Peckham & McKenney notifies all candidates of status in recruitment process
VI. Interview Panel Process
• On-site Meeting #4 & #5 to facilitate interviews – City Council • Assist City throughout process and provide recommendations • City selects candidates or leading 2-4 candidates for further consideration
VII. Qualification
• Conduct thorough background checks on selected candidates • Provide offer negotiation assistance if desired
• Exceed expectations and successfully place candidate who “fits.” • *Assumes final selection is made April 12
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Packet Pg. 207 Attachment: Peckham & McKenney Proposal (3287 : City Manager Executive Search) Town Manager Town of Mammoth Lakes, California
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Packet Pg. 208 Attachment: Peckham & McKenney Proposal (3287 : City Manager Executive Search) The Community
The Town of Mammoth Lakes is a
year-round resort community located in
the eastern Sierra Nevada mountains in
Mono County, California. The Town’s
2023 population is 7,380; however,
visitors and second homeowners can
increase the population to 35,000+
during peak visitation times. The Town
was incorporated in 1984 and is Mono
County’s only incorporated town.
Mammoth Lakes contains over half of
the county’s permanent population and is
the county’s primary employment, service
center, and tax producer.
The Town is situated at around 8,000 feet
in elevation. Mammoth Lakes is one of
the snowiest towns in the United States,
averaging over 300 inches of snow each
year and over 500 inches in particularly
good winters. It is a remote community
located 170 miles south of Reno, Nevada
and 300 miles north of Los Angeles.
The Town’s urban growth boundary
encompasses approximately four square
miles. The Town’s municipal boundary is
25 square miles. The majority of the area
is public land administered by the U.S.
Forest Service.
Mammoth Lakes has four distinct
seasons, enhancing the diversity of outdoor
recreational offerings. The local economy
is driven by recreation-based tourism, with
visitors drawn to the area’s spectacular
natural setting. The area is known for its
outdoor opportunities including skiing and
snowboarding at Mammoth Mountain
Ski Area, snowmobiling, cross country
skiing and snowshoeing, Devils Postpile
National Monument, Yosemite National
Park, miles of hiking and biking trails,
and golf. The area’s mountain streams
and lakes offer fishing, expansive vistas,
camping, and other outdoor pursuits.
Mammoth Lakes has a variety of local
dining, shopping, and recreational
services. The small-town atmosphere,
educational offerings, performing arts,
community activities, and events provide
a desirable quality of life enjoyed by area
residents and visitors. The natural beauty,
recreational amenities, and small-town
character offer the next Town Manager
a unique and exciting place to live and
work. For more information about the
Town of Mammoth Lakes, please visit
the Town’s website.
The Organization
The Town of Mammoth Lakes is a
general law Town and has a councilmanager style of government. The Town Council consists of five members elected
at large, with each member serving a
staggered four-year term. The mayor is
the presiding officer at council meetings
and is selected on an annual basis by the
Council. The Town Council hires the
Town Manager and the Town Attorney
(a contracted position).
The Town’s 2023-2024 adopted budget
is $77.7 million ($30.5 million General
Fund) and represents strong fiscal
policies that support ongoing budget
integrity achieving a structurally balanced
budget. The Town’s General Fund is
dependent on Transient Occupancy
Tax (TOT) revenues, which account
for 60% of adopted General Fund
revenue. The Town is supported by 112
FTE (92 full-time) staff who, under
the direction of the Town Manager,
work in the following departments:
Administration (Town Manager, Town
Clerk, and Town Attorney), Airport,
Community and Economic Development,
Finance, Human Resources, Parks and
Recreation, Office of Outdoor Recreation,
Public Works, and Police Department.
Information Technology (IT) services are
provided to the Town through a contract
with Mono County. Fire services are
provided separately by the Mammoth
Lakes Fire Protection District. Water
and sewer services are provided separately
by the Mammoth Community Water
District.
The Department
The Town Manager’s Office consists
of the Town Manager and Assistant to
the Town Manager and is responsible
for the overall administration and
management of Town operations. The
Town Manager is responsible for the
implementation of Council policy
direction and the development of policy
options and recommendations for
Council consideration. Working with
the Town Council, the Town Manager
takes a proactive role in addressing
community needs, developing innovative
solutions to solve problems, and
recommending enhanced programs to
serve the community. The Town Manager
supports Council Members working with
regional organizations, non-governmental
organizations, non-profits, and engaging
with federal agencies.
Significant Council directed projects
and initiatives being led by the Town
Manager’s Office and Department Head
team include:
• Working with partners to support the
implementation of a 20-year program
to treat 58,000 acres of forest to reduce
H.5.d
Packet Pg. 209 Attachment: Peckham & McKenney Proposal (3287 : City Manager Executive Search) • Engage proactively with
residents, businesses,
corporations, NGOs, as
well as local, state, and
federal partners;
• Place the needs of the
residents at the forefront
of decision making and recognize
that the success of the resort and local
businesses are paramount to the success
of the Town;
• Develop and maintain strong and
effective working relationships with
regional partners;
• Develop and maintain the unwavering
trust of the Town Council by
being fair, impartial, candid, and
transparent; responsive and respectful
while implementing Council policy
direction; work to build consensus with
individuals with differing personalities
and perspectives; and mindful to not be
the sixth Town Council Member;
• Proactively monitor and interpret
pending State legislative policy and
its potential impact on the Town and,
in concert with the Town Council,
advocate on behalf of the Town’s
interests;
• Be an astute and apolitical team
builder, partner, facilitator, and
problem solver in working with
elected officials, staff, the community,
stakeholders, and others;
• Demonstrate grace under pressure;
be humble, respectful, persistent,
diplomatic, empathetic, socially and
emotionally aware, and have a good
sense of humor;
• Get the job done – a hands on leader
who is not afraid to get their hands
dirty, and at the same time can
effectively delegate and hold staff
accountable; employs a relationshiporiented leadership style; supports and trusts staff;
the threat of catastrophic wildfire on
the Inyo National Forest, including
the construction of a $26 million
bioenergy plant.
• Completing the Mammoth Mountain
Main Lodge Redevelopment Plan, a
complex private development project
to completely replace Mammoth
Mountain’s Main Lodge and add
hundreds of lodging units and a new
ski lift.
and partnerships directed and supported
by effective leadership and vision of the
Council and Town Manager. The Town
Manager leads employees to exemplify
excellence in professional standards
and achievements and demonstrates a
commitment to the values of public service.
The Position
The Town of Mammoth Lakes seeks
an experienced municipal leader with
exceptional management and leadership
skills who will thrive in a small remote
resort community located at 8,000 feet.
The Town Council has enjoyed a close and
dynamic working relationship with the
Town Manager resulting in entrepreneurial
approaches, creative ideas, and “out of the
box” thinking resulting in communitycentric investments, services, and capital projects. The Town Manager must be able
to work collaboratively with the Council,
community, and partners to solve today’s
problems while anticipating and planning
for local, regional, and global changes.
The Ideal Candidate
The ideal candidate will be an individual
with outstanding management skills
and technical knowledge; a collaborative
relationship builder who works to build
consensus; a courageous leader who has
experience in crisis management and is
not afraid to make difficult decisions or
to say no; emotionally intelligent and
politically savvy; ethical and honest with a
strong moral compass; and who possesses
the ability to:
• Clearly articulate and implement the
Town Council’s strategic priorities and
key objectives to completion;
• Be a conservative fiscal steward and
strategically manage the Town’s limited
resources to improve the quality of life
for residents and quality of experience
for visitors;
• Finalizing and implementing a
baseline community survey.
• Completion of a new Town Hall
scheduled for fall 2026.
• Planning and construction of a new
250-seat performing arts auditorium
in partnership with Mammoth
Lakes Foundation, MLF (a local
non-profit) and Kern Community
College District.
• Partnering with MLF for construction
of a 75+/- space childcare center.
The Manager’s work program is guided
by the Town Council’s adopted Strategic
Priorities and Key Objectives. Council
priorities include:
• Expand availability and affordability
of community housing (Housing
Now!);
• Enhance a sustainable and resilient
recreation economy through
partnerships and investment;
• Invest in infrastructure improvements
and maintenance; and
• Implement enhanced and required
municipal services.
The past and future success of Mammoth
Lakes is vested in the dedication, talent
and accomplishments of its employees
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Packet Pg. 210 Attachment: Peckham & McKenney Proposal (3287 : City Manager Executive Search) Dental & Vision: Health
Reimbursement Arrangement (HRA)
Plan with up to $1,500 reimbursed
annually for employee and $800 for
dependents. Each year, up to 80% of
unused amounts may be rolled over.
Life Insurance / AD&D: $50,000
provided for the employee & $5,000 for
eligible dependents.
Annual Leave Accrual: 200 hours
annual leave accrued for the first year of
service (increases to 272 hours); 88 hours
of admin leave; and 12 paid holidays.
The Recruitment
Process
To apply for this key position and exciting
career opportunity, please submit a
current resume and compelling cover
letter through our website at:
Peckham & McKenney
www.peckhamandmckenney.com
Resumes are acknowledged within
two business days. Contact Roberta
Greathouse at 831.998.3194, toll-free at
866.912.1919, or via email to Roberta@
PeckhamandMcKenney.com if you have
any questions regarding this position or
the recruitment process.
• Be a fair, inclusive, and visible leader
who will mentor and lead the Town
staff with a personal growth mindset
and an eye towards developing staff;
• Be an active, engaged, and visible
member of the Mammoth Lakes
community; and
• Balance often competing needs of the
residents, second homeowners, and
visitors.
Experience/Education
Requirements
Proven local government executive
management experience equivalent
to a department head, Assistant
City Manager or City Manager,
and a bachelor’s degree in public
administration, business administration,
or a closely related field are required.
Highly desirable qualities include
experience working in a tourism-related
or resort community and with federal
agencies, including the US Forest
Service, Bureau of Land Management,
Federal Aviation Administration, and
Federal Emergency Management Agency
(FEMA); a record of community service,
and a master’s degree.
Recognizing the importance of the
Town Manager’s availability during
emergencies and disasters, the Town’s
role in providing emergency services and
maintaining business continuity, and
the limitations of physical access and
communication as a result of fires, winter
storms, earthquakes, and floods, it is
strongly desired that the Town Manager
reside within the Town of Mammoth
Lakes or one of the nearby communities.
www.peckhamandmckenney.com
The Compensation
Package
The annual salary range is $191,388
- $229,666 (increases to the range
of 3% in FY24-25 and FY25- 26.)
A bonus of up to $4,000 may be
paid depending on the Town’s
TOT receipts.
The Town offers the following
excellent benefits:
Housing Assistance: The Town
may provide temporary housing
(subject to availability).
Town Provided Automobile:
Access to an automobile from Town’s
existing vehicle fleet for use on Town
business and for occasional de minimis
personal purposes.
Retirement:
• CalPERS Defined Benefit Pension
» Classic members 2.7% @ 55 -
Employees pay the 8% employee
contribution.
» PEPRA members 2% @
62 – Employees pay the full
employee contribution, which is
currently 7.75%.
• 457 Plan – the Town will match up
to $2,400 annually.
The Town does not participate in
Social Security.
Medical: The Town will pay 100%
of the cost of the PERS Platinum
plan for the employee and all eligible
dependents.
Search Schedule
Filing Deadline:......................................................November 12, 2023 Preliminary Interviews (telephonic):............... November 28 & 29, 2023 Recommendation to Town: .....................................December 13, 2023 Panel Interviews (In-Person): ......................................January 11, 2024 Finalist Interviews (In-Person):...................................January 12, 2024 These dates have been confirmed, and it is recommended
that you plan your calendar accordingly.
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