Pacifica City Council
November 17, 2025

CITY OF PACIFICA

CITY COUNCIL AGENDA
Council Chambers
2212 Beach Blvd
Pacifica, CA 94044
Mayor Sue Beckmeyer
Vice Mayor Christine Boles
Councilmember Mary Bier
Councilmember Mayra Espinosa
Councilmember Greg Wright
City Council Special Meeting 1 November 17, 2025

SPECIAL MEETING
November 17, 2025 (MONDAY) – 5:30 PM
www.cityofpacifica.org

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City Council Special Meeting 2 November 17, 2025
5:30 PM - OPEN SESSION
Call to Order
Roll Call
Reading of Land Acknowledgment
The City of Pacifica acknowledges that we occupy the unceded ancestral homeland of the Ramaytush Ohlone peoples, who are the original inhabitants of the San Francisco Peninsula. We honor the Ramaytush Ohlone peoples for their enduring commitment to Mother Earth. As the Indigenous protectors of this land and in accordance with their traditions, the Ramaytush Ohlone have never ceded, lost, nor forgotten their responsibilities as the caretakers of this place, as well as for all peoples who reside in their traditional territory. We affirm their sovereign rights as First Peoples and wish to pay our respects to the ancestors, elders, and relatives of the Ramaytush Ohlone peoples.

Salute to the Flag led by Mayor Beckmeyer

CONSIDERATION

1. Selection of Executive Recruitment Firm to Conduct City Manager Recruitment PROPOSED ACTION: Consider Recommendation from City Manager Recruitment Ad Hoc Committee Regarding Retention of Executive Search Firm for the Recruitment of the New City Manager; By Motion, Authorize City Manager to Enter into Agreement with Council-Selected Firm; Provide Direction on Process and Timeline for Recruitment and Development of Candidate Profile; and Authorize the Ad Hoc Committee to Take further Actions as Directed Related to the Recruitment Process.

ADJOURN SPECIAL MEETING
Note that the Planning Commission Regular Meeting will immediately follow this Special City Council Meeting.

The City of Pacifica will provide assistance for disabled citizens upon at least 24 hours advance notice to the City Manager’s Office (650) 738-7301, or send request via email to:
[email protected] if you need sign language assistance or written material printed in a larger font or taped, advance notice is necessary. All meeting rooms are accessible to the disabled.

The Pacifica Municipal Code is available online at the City’s website (www.cityofpacifica.org/municode);

HOW TO OBTAIN CITY COUNCIL AGENDAS
Posted agendas:

Agendas are posted no later than Friday prior to the City Council meeting date, at the entrance to the City Hall location at 170 Santa Maria Avenue, Pacifica.

View on the Internet:

Follow the link to Council agenda, at www.cityofpacifica.org E-mail subscription:

Send a request to Sarah Coffey, at [email protected] City Council Special Meeting 3 November 17, 2025
City Clerk’s Office/City Manager’s Office
City Hall, 170 Santa Maria Ave.

Council meetings:

Agendas are available at the City Council meeting

HOW TO REACH YOUR GOVERNMENT OFFICIALS
• San Mateo County Supervisor Ray Mueller, District 3, 500 County Center, Redwood City CA 94063 (650) 363-4569
• Governor Gavin Newsom, State Capitol Building, Sacramento CA 95814 (916) 445-2841 • State Senator Josh Becker, 1528 So. El Camino Real, Suite 303, San Mateo CA 94402 (650) 212-3313 • Assembly Member Marc Berman, 721 Colorado Ave, Suite 101, Palo Alto CA 94303 (650) 324-0224 • Congressman Sam Liccardo, 1117 Longworth House Office Building, Washington DC 20515 (202) 225-8104
• Senator Alex Padilla, 331 Hart Senate Office Building, Washington DC 20510 (202) 224-3553 • Senator Adam Schiff, SD-B40B Dirksen Senate Office Building, Washington DC 20510 (202) 224-3841 • President Donald J. Trump, 1600 Pennsylvania Ave. NW, Washington DC 20500

CITY COUNCIL
• Mayor Sue Beckmeyer, [email protected]
• Vice Mayor Christine Boles, [email protected]
• Councilmember Mary Bier, [email protected]
• Councilmember Mayra Espinosa, [email protected]
• Councilmember Greg Wright, [email protected]

CITY OF PACIFICA

COUNCIL AGENDA SUMMARY REPORT
11/17/2025
1 SUBJECT:

Selection of Executive Recruitment Firm to Conduct City Manager Recruitment RECOMMENDED ACTION:

Consider Recommendation from City Manager Recruitment Ad Hoc Committee Regarding Retention of Executive Search Firm for the Recruitment of the New City Manager; By Motion, Authorize City Manager to Enter into Agreement with Council-Selected Firm; Provide Direction on Process and Timeline for Recruitment and Development of Candidate Profile; and Authorize the Ad Hoc Committee to Take further Actions as Directed Related to the Recruitment Process.

CITY MANAGER RECRUITMENT AD HOC COMMITTEE:

Mayor Sue Beckmeyer
Vice Mayor Christine Boles
BACKGROUND:

On September 26, 2025, City Manager Kevin Woodhouse provided written notice to the Council of his plans to resign effective March 11, 2026. A recruitment process for selection of a new City Manager generally takes between four to six months. The process for selection of a new City Manager generally involves selection of an executive recruitment firm which brings expertise in developing the following: an appropriate candidate profile; an advertising and outreach plan; assessment of the candidate pool; and support for the Council during the interview and selection process. The first step in the City Manager recruitment process is to select the executive recruitment firm and determine the process for recruitment.

At the City Council meeting on October 13, 2025, the Council agreed to retain the services of an executive recruitment firm to assist the Council in its process. The Council also took two actions at that meeting: 1) established a City Manager Recruitment Ad Hoc Committee (“Ad Hoc Committee”) to solicit proposals and interview executive recruitment firms and bring a recommendation to the full Council; and, 2) the Council appointed Mayor Sue Beckmeyer, and Vice Mayor Christine Boles, to the Ad Hoc Committee.

DISCUSSION:

The Ad Hoc Committee ’s activities to date and recommendations to the Council are described below.

Executive Recruitment Search Firms
Hiring an executive recruitment search firm to assist the Council with the process of identifying, recruiting, vetting, and interviewing prospective City Managers is desirable and prudent for a number of reasons. First, established and reputable search firms have access to a deep and wide pool of talent by virtue of their experience and many contacts in the public sector. Second, search firms are equipped to advertise the City Manager position locally, state-wide and, where appropriate, nationally. Third, recruiters perform background and reference checks early in the process and can quickly and efficiently filter out candidates who are not qualified or otherwise unsuited for the position.
1 Packet Pg. 4
Pacifica City Council 2
November 17, 2025
Fourth, and perhaps most importantly, a recruiting firm facilitates the critical process of identifying and describing the desired and necessary characteristics and attributes of the next City Manager. This is accomplished through, among other things, interviews with Council members and City staff members, and input from the community. The recruiting firm consolidates all of this information into a comprehensive recruiting brochure that describes the unique needs and characteristics of the City of Pacifica, including sections about the community, city organization, position description, ideal candidate, compensation and benefits, and how to apply.

The Ad Hoc Committee contacted four firms and studied written proposals from three highly qualified executive recruitment search firms that have significant experience and strong reputations for recruiting in the public sector for city managers and other executive level positions: 1) Gary Phillips from Bob Murray & Associates; 2) Anton (Tony) Dahlerbruch from Peckham & McKenney; and 3) Heather Renschler from Ralph Anderson & Associates. The Ad Hoc Committee interviewed the recruiters from each of the three firms and asked questions that were intended to elicit information that was additive to the proposal materials.

The Ad Hoc chose to recommend 2 firms to put forward for Council’s consideration in selecting an executive search firm.

The proposals from each of the 2 recommended firms are attached as Attachments 1 and 2.

The recruitment schedule and costs are outlined by each of the recommended firms is detailed below.
1) Gary Phillips, Bob Murray & Associates
Recruitment Schedule: This proposal offers to complete a full search within 13-16 weeks from the date of initial retention. The final recruitment schedule will be determined in collaboration with City of Pacifica. More detailed information can be found on p. 10 of their proposal.

Activities by Month
Month 1
(i.e., December:

Month 2
(i.e., January)
Month 3
(i.e., February)
Month 4
(i.e., March)
• Weeks 1-2
Stakeholder
Meetings
• Week 5
Brochure
Distribution
• Week 9 Recruiter
Resume Review
• Week 13 Client
Initial Interviews
• Weeks 2-4
Development
of Marketing
Materials
(Recruitment brochure
is anticipated to be
sent out in midDecember before the
holidays)
• Weeks 5-6
Social Media
Campaign
Launch
• Week 10 Recruiter
Interviews Top
Candidates
• Weeks 13-14
Background and
References
1 Packet Pg. 5
Pacifica City Council 3
November 17, 2025
• Week 4
Placing Ads
• Weeks 5-8
Targeted
Outreach (via
email, phone)
(Recruitment is
anticipated to
close January
11, 2026)
• Week 11 Public
Records Search
• Week 15 Client
Final Interviews
• Week 12
Candidate
Presentation and
Recommendations
• Week 16
Negotiations and
Appointment
Costs: The all-inclusive fee for conducting the City Manager recruitment on behalf of the City of Pacifica is $37,000. Services provided for in this all-inclusive fee consist of all steps outlined in their proposal, including design and distribution of the recruitment brochure, advertising, marketing and promotion, administrative support, public records research, comprehensive background reporting on the final candidates, postage, technology, and three (3) days of on-site meetings. The fee also includes one community or staff survey, which due to timing constraints, will be used to inform the Council’s decision and not the brochure. The following optional services and are in addition to the all-inclusive professional services fee:
• Additional virtual stakeholder meetings: $250/meeting • Additional on-site meeting days: $1,500/day/Consultant, plus travel expenses • Additional online Surveys: $500/each (includes preparing recommended questions, preparing and sharing the survey link, closing the survey, and sending the survey response data for your review and analysis)
• Additional background checks: $300/candidate
• Additional reference checks: $500/candidate
• Additional hires: $9,000/candidate
2) Anton “Tony” Dahlerbruch, Peckham & McKenney
Recruitment Schedule: This proposal offers to complete a full search within 12-14 weeks from the date of initial retention. More detailed information can be found on p. 7 of their proposal.

Timeline Activity
Pre-Recruitment Project Organization, Meet to discuss the search timeline, process and logistics for search.
2 Weeks (i.e., mid-December)-
Development of the Candidate
Profile (Recruitment brochure
is anticipated to be sent out in
mid-December before the
holidays)
Meet with agency members to listen to specific expectations of the position; conduct group meetings with department heads; learn the background and experiences desired in the ideal candidate; and understand the organizational culture and interests to create an attractive Candidate Profile marketing brochure.
1 Packet Pg. 6
Pacifica City Council 4
November 17, 2025
4-6 Weeks (i.e., mid-January)-
Recruitment (Recruitment is
anticipated to close January
11, 2026)
Focus in outreach will be direct, personal contact with quality potential candidates. Additionally, ads will be placed in industry publications and social media to broadly market the opportunity.

Client agency is continuously updated on progress.
2 Weeks (i.e., late January,
mid-February)-Supplementary
Review
Review of resumes received, supplemental questionnaires sent to candidates who appear in most alignment with the Candidate Profile. Following review of supplemental questionnaires, conduct preliminary telephone interviews. Internet research will also be conducted.
1 Week (i.e., late February)-
Recommendation of
Candidates/Selection of
Finalists
A report will be provided to the agency that includes, among a variety of documents, a full listing of all candidates for review and the materials submitted by candidates recommended for interview. 2 Weeks (i.e., March)-
Interview Process
Recruiter will facilitate the interview process, inclusive of an orientation session at the beginning, and a discussion of candidates at the end.
1 Week (i.e., March)-
Qualification
Once finalist is selected, a reference check and thorough background check will be conducted. Assistance with negotiating compensation will also be provided.

Costs: The all-inclusive fee for conducting the City Manager recruitment is $34,500. The allinclusive fee includes 3 in-person meetings, professional fees and expenses (out-of-pocket costs associated with advertising), recruiter travel, administrative support/ printing/ copying / postage / materials, telephone / technology, internet, research checks on recommended candidates, and full background check on selected finalist only. Due to timing constraints, the surveys will be used to inform the Council’s decision and not the brochure. The following costs are in addition to the all-inclusive fee:
• Additional on-site meetings - $1,000 per day plus travel expenses. • Additional Surveys - $1,500 per survey.

It is important to note that while both recruiters’ timelines are ambitious to try to minimize the vacancy time, even after a candidate is selected, there will likely need to be an additional 4-6 weeks before the selected candidate can start work for the City, to allow the selected candidate to transition to their new role.

RECOMMENDATION:

The Council-appointed Ad Hoc Committee was charged with the task to work with the City Attorney in screening executive recruitment firms. At the October 13, 2025 meeting, multiple Councilmembers also expressed specific interest in being involved in the process of selecting the firm, including the opportunity to speak individually with the recruiters.

The Ad Hoc Committee feels that both Gary Phillips from Bob Murray & Associates and Tony Dahlerbruch from Peckham & McKenney are highly qualified and experienced with a significant number of contacts and strategies for identifying qualified candidates for City Manager. Both recruiters are flexible and amenable to incorporating Council’s unique 1 Packet Pg. 7
Pacifica City Council 5
November 17, 2025
desires into the recruitment process. Importantly, both recruiters are willing to work quickly, including over the holidays, to minimize leadership vacancy time. Proposals are similar in cost and scope.

The Ad Hoc committee is therefore recommending both firms to the City Council and providing the full Council the opportunity to evaluate the individual lead recruiters’ proposals. Further, all Councilmembers will be able to ask questions of Mr. Phillips and/or Mr. Dahlerbruch, who will attend the Nov. 17, 2025 Special Council Meeting by Zoom.

As the full Council reviews the proposals and hears presentations from the two finalists at the November 17, 2025 Special Meeting, the Ad Hoc committee recommends that Councilmembers pay close attention to communication and working style in evaluating each recruiter. The goal is to select a recruiter that will be best able to identify City Manager candidates who will be the best fit with the City Council and staff of the City of Pacifica.

RELATION TO CITY COUNCIL STRATEGIC PLAN:
“A Strong Workforce Infrastructure” includes strategies to address employee retention and attraction challenges, engaging staff in decision-making, and recognizing staff.

ENVIRONMENTAL REVIEW:

The approval of a Professional Service Agreement with a Recruitment Firm is not subject to environmental review pursuant to the California Environmental Quality Act (CEQA) these amendments would only make administrative changes and would not be considered a “project” pursuant to Public Resources Code Section 21000, et seq. and the CEQA Guidelines (14 Cal. Code Regs. §§ 15000 et. seq.), including without limitation, Public Resources Code section 21065 and California Code of Regulations 15378.

FISCAL IMPACT:

The costs relating to the recruitment of the new City Manager will likely be dependent upon the firm selected and any additional services required that are not included in the allinclusive fee. Based on the proposals received, it be dependent on the selected firm and the outreach efforts by the City. It is estimated that these costs will likely be between $35,000- $45,000.

ORIGINATED BY:

City Attorney's Office
ATTACHMENT LIST:

Attachment 1: Bob Murray & Associates Proposal (PDF)
Attachment 2: Peckham & McKenney Proposal (PDF)
1 Packet Pg. 8

ATTACHMENT
1 Bob Murray & Associates Proposal

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Attachment: Attachment 1: Bob Murray & Associates Proposal (6084 : Selection Executive Recruitment Firm - City Manager Recruitment) A Proposal to Conduct an Executive Recruitment

for the Position of

CITY MANAGER

on behalf of the

1544 Eureka Road, Suite 180
Roseville, CA 95661
(916) 784-9080
(916) 784-1985 fax

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Attachment: Attachment 1: Bob Murray & Associates Proposal (6084 : Selection Executive Recruitment Firm - City Manager Recruitment) September 25, 2025
Mayor Sue Beckmeyer and
Members of the City Council
City of Pacifica
170 Santa Maria Ave.

Pacifica, CA 94044
Submitted via email to: [email protected]

Dear Mayor Beckmeyer:

Bob Murray & Associates is pleased to submit a proposal to conduct the City Manager recruitment for the City of Pacifica. The following details our unique qualifications and describes our systematic—yet flexible—method of identifying, recruiting, and screening outstanding candidates on your behalf. Bob Murray & Associates is proud to offer straightforward, all-in pricing, eliminating surprises and making the experience simple and stress-free. This proposal includes information on our proven process, a timeline, and a guarantee.

As the premier public sector executive search firm specializing in positions that report directly to elected boards/councils, we understand the unique dynamics, high expectations, and political acumen required of leaders in these critical roles. We don’t just fill positions—we ensure the candidates we present to City of Pacifica are wellaligned with your organization’s goals, values, and culture. Our team is composed of experienced executive recruiters and former public-sector executives—professionals who are passionate about public service and attuned to current trends in government leadership. With over 34 years of experience and a network of more than 40,000 professionals and organizations, we’ve built a strong reputation for delivering exceptional candidates and achieving repeat success with our clients.

Bob Murray & Associates recognizes that we work at the pleasure of the City Council and our job is to facilitate the Council in finding the City’s next City Manager. Our best practice is to establish a strong partnership with the Council, to ensure the placement of a City Manager who is ideally suited to its needs. In developing this collaborative approach, we will seek the opportunity to meet with the council members individually to discuss their expectations for the City’s new City Manager. The feedback received from the council members will be essential in providing guidance when recruiting and screening candidates for the position.

Current and recent recruitments we have completed similar in scope to your upcoming search include the following:

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Attachment: Attachment 1: Bob Murray & Associates Proposal (6084 : Selection Executive Recruitment Firm - City Manager Recruitment) 202
5 Monterey, CA (City Manager) – current
Eugene, OR (City Manager) – current
Apple Valley, CA (Town Manager) – current
Hanford, CA (City Manager) – current
Cathedral City, CA (City Manager) – current
Davis, CA (City Manager)
Live Oak, CA (City Manager)
Oakdale, CA (City Manager)
Fowler, CA (City Manager)
Louisville, CO (City Manager)
2024
Vernon, CA (City Administrator)
Folsom, CA (City Manager)
Murrieta, CA (City Manager)
Aliso Viejo, CA (City Manager)
Manhattan Beach, CA (City Manager)
Emeryville, CA (City Manager)
Reno, NV (City Manager)
Vancouver, WA (City Manager)
Orinda, CA (City Manager)
Pinole, CA (City Manager)
Novato, CA (City Manager)
Saratoga, CA (City Manager)
Sparks, NV (City Manager)
Salinas, CA (City Manager)
Pacific Grove, CA (City Manager)
2023
Auburn, CA (City Manager)
Desert Hot Springs, CA (City Manager)
Downey, CA (City Manager)
Merced, CA (City Manager)
Moraga, CA (Town Manager)
Piedmont, CA (City Administrator)
Rio Vista, CA (City Manager)
San Bruno, CA (City Manager)
San Marino, CA (City Manager)
San Rafael, CA (City Manager)
San Ramon, CA (City Manager)
Santa Clara, CA (City Manager)
South Gate, CA (City Manager)
Ventura, CA (City Manager)

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Attachment: Attachment 1: Bob Murray & Associates Proposal (6084 : Selection Executive Recruitment Firm - City Manager Recruitment) We are also familiar with the San Francisco Peninsula as we have recently completed the following recruitments in the region.
2025
Campbell, CA (Public Works Director)
Santa Clara Fairgrounds Management Corporation, CA (Executive Director) Midpeninsula Regional Open Space District, CA (Several Recruitments) 2024
Saratoga, CA (City Manager)
San Mateo, CA (City Clerk)
Santa Clara Fairgrounds Management Corporation, CA (Executive Director) Bay Area Rapid Transit System, CA (Chief Financial Officer) 2023
San Bruno, CA (City Manager)
Belmont, CA (Assistant City Manager)
Menlo Park, CA (Community Development Director)
2022
Milpitas, CA (Deputy City Manager)
Santa Clara, CA (City Manager)
Santa Clara, CA (City Attorney)
Menlo Park, CA (Assistant City Manager)
We work as a team on every search at Bob Murray & Associates. Your Project Lead would be Gary Phillips who would not only direct and supervise the project team from beginning to end but also serve as the Recruiter for the project as well.

To learn first-hand about the quality of our services and why the majority of our engagements come from repeat and referred clients, we invite you to contact the references listed on page 12 of the attached proposal.

We look forward to your favorable consideration of our qualifications. Please do not hesitate to contact us at (916) 784-9080 with any questions.

Sincerely,
Valerie Gaeta Phillips
President, Bob Murray & Associates

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Attachment: Attachment 1: Bob Murray & Associates Proposal (6084 : Selection Executive Recruitment Firm - City Manager Recruitment)

TABLE OF CONTENTS
THE RECRUITMENT PROCESS ........................................................................4 STEP 1 DEVELOP THE CANDIDATE PROFILE........................................................ 2 STEP 2 DESIGN/DISTRIBUTE BROCHURE AND ADVERTISEMENTS ........................ 3 Reaching Diverse Candidates...................................................................... 3 STEP 3 RECRUIT CANDIDATES ............................................................................ 3 STEP 4 SCREEN CANDIDATES............................................................................. 3 STEP 5 CONDUCT PRELIMINARY INTERVIEWS...................................................... 4 STEP 6 SEARCH PUBLIC RECORDS...................................................................... 4 STEP 7 MAKE RECOMMENDATIONS ................................................................... 4 STEP 8 FACILITATE FINAL INTERVIEWS ................................................................ 5 STEP 9 CONDUCT BACKGROUND AND REFERENCE CHECKS ............................. 5 STEP 10 ASSIST IN NEGOTIATIONS..................................................................... 7 COMPLETE ADMINISTRATIVE ASSISTANCE ................................................7 COSTS AND GUARANTEE ..............................................................................8 PROFESSIONAL FEE AND EXPENSES ................................................................... 8 Optional Services ........................................................................................... 8 GUARANTEE....................................................................................................... 9 RECRUITMENT SCHEDULE .......................................................................... 10 FIRM PROFILE ................................................................................................ 10 REFERENCES ................................................................................................. 12

14112
4 4
4 5
5 5
6 6
2 3

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Attachment: Attachment 1: Bob Murray & Associates Proposal (6084 : Selection Executive Recruitment Firm - City Manager Recruitment) Bob Murray & Associates Proposal for the City of Pacifica Page 4

THE RECRUITMENT PROCESS
Bob Murray & Associates’ recruiters are specialists in finding positive placements and providing security and fairness to candidates and clients while ensuring the integrity of the search process. Outlined below are the steps in our proven recruitment process, refined through our 34+ years of experience in executive recruiting.

STEP 1 DEVELOP THE CANDIDATE PROFILE
Our understanding of the City of Pacifica’s needs will be key to a successful search. Gary Phillips will meet virtually with the City of Pacifica and key stakeholders to learn as much as possible about the ideal candidate for the City Manager position. Key stakeholders often include:
• Council/Board Members – up to five virtual one-on-one meetings with the Recruiter
• Internal Stakeholders (e.g. Department Heads) – up to two virtual group meetings with the Recruiter
• External Stakeholders (e.g. Chamber of Commerce, Community Groups) – one virtual one-on-one or group meeting with the Recruiter
Internal and External Stakeholders

We find that many of our clients value a recruitment process that opens the opportunity for employees, community members, business leaders, and organization representatives to provide input regarding the ideal candidate. Our recruiters are skilled in virtually facilitating group staff meetings, forums for the business community, and/or town hall meetings that provide for equitable involvement from a variety of constituencies.

If the City of Pacifica desires, we will work with the City to create a customized virtual community and/or staff input process. Please note: Virtual facilitation of stakeholder meetings is included in the professional fee. On-site Recruiter facilitation is available for an additional fee – please refer to “Costs and Guarantee” on page 7 for pricing information.

Online Stakeholder Surveys

Sometimes clients are seeking input from a wider range of stakeholders—such as community members, business leaders, and organization representatives—online surveys are ideal to solicit input regarding qualities of the ideal candidate. Our experienced recruiters excel at crafting targeted, thoughtful, open-ended questions and can design a customized survey, providing a link for easy sharing on your website.

After closing, your dedicated Recruitment Coordinator will send you the survey

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Attachment: Attachment 1: Bob Murray & Associates Proposal (6084 : Selection Executive Recruitment Firm - City Manager Recruitment) Bob Murray & Associates Proposal for the City of Pacifica Page 5 response data for your review and analysis. This proposal includes one (1) Online Survey. Additional Online Surveys are available under Optional Services (please refer to page 7).

We want to become familiar with the values and culture of the organization, as well as to understand the current and future issues, challenges, and opportunities in the City of Pacifica.

Mr. Phillips will review and help define the City’s wish-list regarding the ideal candidate’s personality, management style, knowledge, skills, and abilities and will work with the City to identify expectations regarding education and experience. The City of Pacifica and Mr. Phillips will discuss compensation, benefits, and other key information necessary to ensure that outstanding candidates are attracted to this opportunity. The profile we develop together at this stage will drive subsequent recruitment efforts.

STEP 2 DESIGN/DISTRIBUTE BROCHURE AND ADVERTISEMENTS
Mr. Phillips and your dedicated Recruitment Coordinator will use the candidate profile developed with the City of Pacifica to create a professional recruitment brochure, with the assistance of our professional graphic designer. The four-page, full-color brochure will describe the community, organization, position, ideal candidate, and compensation and will include pictures provided by the City of Pacifica that you feel best represent your organization and your community.

Upon your approval, Mr. Phillips will send the brochure by email (and postal mail if desired) to a targeted audience, personally inviting potential candidates to apply for the City Manager position. We will also place the recruitment brochure on our website, which attracts over 11,000 unique hits weekly and is a trusted resource for candidates seeking executive and professional positions. Two sample brochures are included in this proposal package for your reference.

Mr. Phillips will also design an effective advertising campaign appropriate for the City Manager recruitment. Our broadest outreach comes through our active social media involvement on LinkedIn as well as our monthly newsletter where upcoming and current positions are featured. Sources such as Western City Magazine, PublicCEO, and the Careers in Government website will be used to reach an extensive local government audience, while position-specific postings will be chosen to attract candidates who have built their careers in and are committed to the City Management field.

Suggested City Manager-specific advertising sources for the City of Pacifica’s search include:
o League of California Cities
o National League of Cities
o International City/County Management Association

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Attachment: Attachment 1: Bob Murray & Associates Proposal (6084 : Selection Executive Recruitment Firm - City Manager Recruitment) Bob Murray & Associates Proposal for the City of Pacifica Page 3 Bob Murray & Associates does not typically place ads with job aggregators or general job posting sites such as CareerBuilder, Monster, or Indeed, as we have found that the broad reach of these sites does not necessarily lead to quality candidates for executive and professional positions.

Reaching Diverse Candidates
Bob Murray & Associates, a woman- and minority-owned business, is proud of its commitment to attracting and placing diverse candidates. Nearly 50% of our last 100 placements were women; Hispanic placements 25%; African American placements 13%; Asian placements 21%; and Native American placements at 1%. Not only do we place advertisements with websites designed to attract minority and female candidates, but our President, Valerie Phillips, is a member herself of many diversity-focused organizations including the Local Government Hispanic Network, the League of Women in Government, the Professional Women’s Network, Mexican Professionals, and Women Leading Government. She networks frequently with fellow members to gain insight into which potential candidates are leaders in their field.

Mr. Phillips will seek to reach candidates in communities and organizations with demographic profiles and populations served like that of the City of Pacifica, to maximize the potential for individuals from a wide variety of backgrounds, cultures, and life experiences to be considered for the City Manager position.

STEP 3 RECRUIT CANDIDATES
The strongest candidates are often those who are successful and content in their current positions and need to be sold on a new opportunity. Our extensive network of contacts, developed through over 2,100 successful placements, is a primary source for identifying and obtaining referrals for these candidates. Our in-house database of 40,000 current and former executive and professional candidates is a valuable resource that can only be built over time—time that we have invested into perfecting our process for finding the right candidates for our clients. Our aggressive outreach efforts are focused on phone calls to personally invite potential applicants, answer questions, and allay any reservations, and these efforts are essential to the success of the City Manager recruitment.

STEP 4 SCREEN CANDIDATES

Following the closing date for the recruitment, Mr. Phillips will screen all resumes we have received, using the criteria established in the candidate profile as a basis upon which to narrow the field of candidates. Internal candidates receive sensitive consideration, and Mr. Phillips will discuss with the City how the City of Pacifica wishes to proceed with these candidates.

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Attachment: Attachment 1: Bob Murray & Associates Proposal (6084 : Selection Executive Recruitment Firm - City Manager Recruitment) Bob Murray & Associates Proposal for the City of Pacifica Page 4 STEP 5 CONDUCT PRELIMINARY INTERVIEWS
Mr. Phillips will personally interview the top 10 to 15 candidates from the resume screening, with the goal of determining which candidates have the greatest potential to succeed in your organization. To reduce travel-related expenses to our clients and increase efficiency in the search process, these interviews are typically conducted via Zoom, Teams, or other convenient videoconferencing applications.

STEP 6 SEARCH PUBLIC RECORDS
With the direction of Mr. Phillips, your dedicated Recruitment Coordinator will conduct a review of published print and online articles for each recommended candidate.

Sources include Lexis-Nexis™, Google, social media, and our contacts in the field. This will alert Mr. Phillips to any further detailed inquiries we may need to make before our recommendations are finalized.

STEP 7 MAKE RECOMMENDATIONS
Based on our findings during the preliminary interview process, Mr. Phillips will meet with the City of Pacifica virtually or on site to share the complete applicant list and recommend a limited number of candidates for your further consideration. Mr. Phillips will make specific recommendations and will help facilitate discussions regarding the candidate pool, but the final determination of interviewees will be up to you.

We typically recommend 6-8 candidates that we feel best match your expectations and prepare a detailed report on each candidate. This virtual “Recommended Finalist” eBook is provided to each member of the decision-making body and includes:

Candidate list with Recommended Finalists identified in Group 1 and Group 2 (primary and secondary recommendations), as well as Internal candidates Summary of experience and education for each Recommended Finalist candidate
Complete cover letter and resume for each Recommended Finalist candidate List of Other Applicants (those who did not meet minimum qualifications or were otherwise unsuitable, based on our screening process)
Bob Murray & Associates maintains all search records for a period of seven (7) years following each recruitment, and we are happy to forward cover letters and resumes for each applicant by postal mail or email as soon as the recruitment closes to new applications.

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Attachment: Attachment 1: Bob Murray & Associates Proposal (6084 : Selection Executive Recruitment Firm - City Manager Recruitment) Bob Murray & Associates Proposal for the City of Pacifica Page 5

STEP 8 FACILITATE PANEL INTERVIEWS
Our years of experience will be invaluable as we help you develop an interview process that objectively assesses the qualifications of each candidate. We will work with the City of Pacifica to craft and implement an interview approach that fits your needs. This may include panel and/or individual interviews by the City of Pacifica; key stakeholders, community/employee interview panels; writing and presentation samples; meet-andgreets; or other specialized process elements Mr. Phillips helps the City of Pacifica to design.

Mr. Phillips will be present on-site during the panel interviews to facilitate as necessary during the process and to guide discussion to consensus regarding final candidates.

Bound interview books will be provided for each interview panel member containing:

Recruitment brochure with candidate profile
Interview schedule
Suggested interview questions
Experience summary, cover letter, resume, and rating form for each candidate
Ranking forms for use during the panel interview process We will work closely with your staff to coordinate and schedule interviews. Our goal is to ensure that each candidate has a positive experience, as the way the entire process is conducted will influence the final candidates’ perception of your organization.

STEP 9 CONDUCT BACKGROUND AND REFERENCE CHECKS
Mr. Phillips and your Recruitment Coordinator will conduct detailed reference checks for up to two (2) final candidates. To gain an accurate and honest appraisal of the candidates’ strengths and weaknesses, we will talk candidly with people who have direct knowledge of their work and management style. In addition to gaining a 360-degree view of candidates from the perspective of their supervisors, subordinates and peers for the past several years, we will make a point of speaking confidentially to individuals who may have further insight into a candidate’s abilities but who may not be on their preferred list of contacts.

Your Recruitment Coordinator will work with the two (2) final candidates and our professional backgrounding firm, HireRight, to conduct credit, civil litigation, and motor vehicle record checks and verify candidates’ degrees.

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Attachment: Attachment 1: Bob Murray & Associates Proposal (6084 : Selection Executive Recruitment Firm - City Manager Recruitment) Bob Murray & Associates Proposal for the City of Pacifica Page 6 STEP 10 ASSIST IN NEGOTIATIONS
We recognize the critical importance of successful negotiations and can serve as your representative during this process. Mr. Phillips knows what other organizations have done to put deals together with great candidates and what the current market is like for City Manager positions in organizations like the City of Pacifica’s. He will be available to advise you regarding current approaches to difficult issues, such as housing and relocation. We will represent your interests and advise the chosen candidate and you regarding salary, benefits, and employment agreements, with the goal of putting together a deal that results in the appointment of your chosen candidate. With our proven experience and vested interest in a positive outcome, we can turn a very difficult aspect of the recruitment into one that is straightforward and agreeable for all parties involved.

COMPLETE ADMINISTRATIVE ASSISTANCE
We receive many unsolicited testimonials each year from clients and candidates alike noting our prompt, considerate, accurate, and professional service during the search process. Throughout the recruitment, in time intervals that suit the City of Pacifica, we will provide you with updates on the status of the search and attend to all administrative details on your behalf.

Candidates receive immediate acknowledgement of their applications, as well as personal phone calls and/or emails (as appropriate) advising them of their status at each critical point in the recruitment. Candidates who receive preliminary or final interviews and are not chosen to move forward in the interview process will receive personal calls from Mr. Phillips on behalf of the City of Pacifica.

It is our internal company standard that all inquiries from clients and candidates receive a response within the same business day whenever possible, and certainly within 24 hours if the inquiry is received during the work week. Mr. Phillips will be available to the City of Pacifica by office phone, cell phone, and email at any time to ensure a smooth and stress-free recruitment process.

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Attachment: Attachment 1: Bob Murray & Associates Proposal (6084 : Selection Executive Recruitment Firm - City Manager Recruitment) Bob Murray & Associates Proposal for the City of Pacifica Page 7

COSTS AND GUARANTEE

PROFESSIONAL FEE AND EXPENSES
The all-inclusive professional services fee for conducting the City Manager recruitment on behalf of the City of Pacifica is $37,000. Services provided for in this fee consist of all steps outlined in this proposal, including design and distribution of the recruitment brochure, advertising, marketing and promotion, administrative support, public records research, comprehensive background reporting on the final candidates, postage, technology, and three (3) days of on-site meetings. This proposal is valid for 60 days from the date of the proposal.

Optional Services are listed below and are in addition to the professional services fee.

Expense reimbursement for Consultant travel related to additional on-site meeting days is billed at the actual rate (airfare/mileage, lodging) and is the responsibility of the City of Pacifica.

The professional fee does not limit the amount of time invested by Bob Murray & Associates in promoting a successful outcome for this project. In fact, our mission for this project is to ensure we assist in identifying the right candidate for the City of Pacifica.

Therefore, Mr. Phillips will contact the City at the first anniversary of the placement to confirm an effective transition has occurred.

Optional Services
Additional virtual stakeholder meetings: $250/meeting
Additional on-site meeting days: $1,500/day/Consultant, plus travel expenses Online Surveys: $500/each (includes preparing recommended questions, preparing and sharing the survey link, closing the survey, and sending the survey response data for your review and analysis
Additional background checks: $300/candidate
Additional reference checks: $500/candidate
Additional hires: $9,000/candidate

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GUARANTEE
In the event a candidate recommended by our firm resigns or is terminated within the first 12 months of employment, Bob Murray & Associates will provide the City of Pacifica with professional services to secure a replacement. Services will be provided at no cost, aside from the following reimbursable expenses incurred on the City of Pacifica’s behalf during the new search:

Brochure design and distribution ($695 reprint only, $1,275 edit/reflow/reprint)(if needed)
Advertising actual costs (estimated at $2,975)
Public records search for all new candidates ($500)
Background Checks ($300/candidate)
Reference Checks ($500/candidate)
Consultant travel reimbursement (if travel is needed)
Plus any applicable Optional Services, if desired
In the event that a placement is not made from the initial recruitment, Bob Murray & Associates will provide professional services to conduct one additional recruitment.

Services will be provided at no cost. However, the City of Pacifica will be responsible for the reimbursable expenses as noted above.

We are confident in our ability to recruit outstanding candidates and do not expect the City to find it necessary to exercise this provision of our proposal.

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Attachment: Attachment 1: Bob Murray & Associates Proposal (6084 : Selection Executive Recruitment Firm - City Manager Recruitment) Bob Murray & Associates Proposal for the City of Pacifica Page 9

RECRUITMENT SCHEDULE
We are prepared to start work on this assignment upon receipt of a signed professional services agreement or other written, authorized notification. A full search can be completed in 13-16 weeks from the date of initial meetings with our client.

The final recruitment schedule will be determined in collaboration with City of Pacifica.

A typical timeline of tasks and events is included here for reference.

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Attachment: Attachment 1: Bob Murray & Associates Proposal (6084 : Selection Executive Recruitment Firm - City Manager Recruitment) Bob Murray & Associates Proposal for the City of Pacifica Page 10

FIRM PROFILE

OUR STAFF
Bob Murray & Associates is a small firm focusing exclusively on executive search services. We have a team of seventeen (17):

Bob Murray, Founder
Valerie Gaeta Phillips, President
Gary Phillips, Executive Vice President
Joel Bryden, Vice President
Yasmin Beers, Senior Executive Recruiter
Adele Fresé, Senior Executive Recruiter
Stacy Stevenson, Senior Executive Recruiter
Jon Lewis, Executive Recruiter
Stephanie Dietz, Executive Recruiter
Melanie Richardson, Executive Recruiter
Jeff Mori, Executive Recruiter
Michael Ishii, Executive Recruiter
Ian Schmutzler, Executive Recruiter
Alexandria Kopack, Recruitment and Operations Manager
Kathy Lolas, Senior Recruitment Coordinator
Grace Marshall, Senior Recruitment Coordinator
Steph Souza, Recruitment Coordinator
Please see your lead recruiter’s biography below:

GARY PHILLIPS, EXECUTIVE VICE PRESIDENT AND RECRUITER
Since joining Bob Murray & Associates, Mr. Phillips has completed over 125 searches for executives and professionals in a wide variety of fields including animal services, city and general management, planning, legal counsel, cyber security, and human resources. Gary’s clients have ranged from municipal government to non-profit and private sector organizations, and he has sourced outstanding candidates for positions from the level of division managers up to City Managers, Executive Directors, and General Managers.

Gary started his career with a New York-based Fortune 100 company and quickly became a Senior Manager, building and running a large customer service organization that eventually expanded to 13 countries in Europe. He proceeded to hold senior leadership positions in several Fortune 500 companies, with noted successes such as building an organization from two to 250 employees worldwide and growing a company from 800 to 1200 employees.

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Attachment: Attachment 1: Bob Murray & Associates Proposal (6084 : Selection Executive Recruitment Firm - City Manager Recruitment) Bob Murray & Associates Proposal for the City of Pacifica Page 11 As part of an executive acquisition and recruiting team, Gary helped build a start-up enterprise software company in San Francisco, recruiting top-notch talent and building a world-class organization. He has maintained customer relationships in the public sector and the private sector, including medical and financial institutions. He prides himself on finding key talent and offering the best customer service to his clients.

Mr. Phillips, along with Ms. Gaeta-Phillips, is involved in his community as a soccer coach, as an organizer of fundraisers for Autism Speaks and the UC Davis M.I.N.D.

Institute, and as a sponsor of the Northern California Special Olympics. Mr. Phillips received his Associate of Science degree and completed additional coursework at Rochester Institute of Technology, NY.

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Attachment: Attachment 1: Bob Murray & Associates Proposal (6084 : Selection Executive Recruitment Firm - City Manager Recruitment) Bob Murray & Associates Proposal for the City of Pacifica Page 12

CORPORATION

Bob Murray & Associates was founded in May 2000 and operated under the corporation name MBN Services, Inc. until June 2014; our new corporation name is GVP Ventures, Inc., incorporated in California in 2014. Contact information for the corporation and the firm is as follows:

GVP Ventures, Inc. OR Bob Murray & Associates
1544 Eureka Road, Ste. 180
Roseville, CA 95661
(916) 784-9080
[email protected]
Our corporation and firm are financially sound (and have been so since 2000), with documentation from our accountant available to your organization prior to final execution of a professional service agreement. We have never been involved in any litigation, aside from our personnel serving as expert witnesses when called to do so.

PROFESSIONAL ASSOCIATIONS
Our firm, represented by either our President or our Executive Vice President, are involved in the following organizations to remain engaged with current and future issues relevant to the work we conduct on behalf of clients like City of Pacifica:

California Special Districts Association
California City Management Foundation (CCMF)
Engaging Local Government Leaders (ELGL)
International City/County Management Association (ICMA) International Network of Asian Public Administrators (I-NAPA) League of California Cities
League of Women in Government
Municipal Management Association of Northern California (MMANC) Municipal Management Association of Southern California (MMASC) National Forum for Black Public Administrators (NFBPA)
Members of our leadership team not only attend events sponsored by these associations but are also frequently called upon to serve as panel members and to provide specialized lectures regarding industry-specific issues. Recent and upcoming speaking engagements and trainings provided by our staff include:
“Role of the Chief” class, annually presented by Jon Lewis on behalf of the California Police Chiefs Association;
MMANC and MMASC annual mock interviews;
Annual League of California Cities Booth; and
Annual League of California Cities City Manager’s Conference (City Manager hosted event).

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Attachment: Attachment 1: Bob Murray & Associates Proposal (6084 : Selection Executive Recruitment Firm - City Manager Recruitment) Bob Murray & Associates Proposal for the City of Pacifica Page 13

REFERENCES
Clients and candidates are the best testament to our ability to conduct quality searches.

Clients for whom Bob Murray & Associates has recently conducted similar searches are listed below:

CLIENT: City of Emeryville, CA
POSITION: City Manager
REFERENCE: Ms. Lilybell Nakamura, Human Resources Director (510) 596-4391

CLIENT: City of Novato, CA
POSITION: City Manager
REFERENCE: Mr. Gary Bell, City Attorney
(916) 898-0049

CLIENT: City of Aliso Viejo, CA
POSITION: City Manager
REFERENCE: Mayor Tiffany Ackley
(949) 425-2510

CLIENT: Town of Yountville, CA
POSITION: Town Manager
REFERENCE: Mayor Marjorie Mohler
(707) 287-6911

We appreciate the City of Pacifica’s consideration of our proposal and look forward to working with you.

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Attachment: Attachment 1: Bob Murray & Associates Proposal (6084 : Selection Executive Recruitment Firm - City Manager Recruitment) CITY

MANAGER
CITY

MANAGER

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Attachment: Attachment 1: Bob Murray & Associates Proposal (6084 : Selection Executive Recruitment Firm - City Manager Recruitment)

THE COMMUNITY
From its incorporation in 1896, Emeryville
has evolved from an industrial hub to
a contemporary city of arts and innovation which continues to evolve and grow into a modern 21st Century urban
community with retail, office, hospitality, and
biotechnology sectors. Emeryville offers a thriving
arts community and the Bay Street retail and residential project. The City is home to over 1,000 businesses, including nationally recognized brands Peet’s Coffee, Grocery Outlet headquarters, Grifols, IKEA, Tanium, and computer animation pioneer Pixar. From retail stores to technology firms, businesses in Emeryville benefit from a small and personal city government, an active and engaged residential community, and a thriving local business community.

When it comes to entertainment, Emeryville offers all the advantages of an urban area including a thriving arts community with hundreds of artists and musicians, and the Bay Street retail and residential project which includes movie theaters, unique shops, national clothing chains, and world-class dining. The City is also home to, “Rotten City” cultural district, virtual escape rooms, open air shopping malls, health clubs, and more. In Emeryville, there is something for every taste and preference.

For those looking to get outside, Emeryville provides fifteen City Parks for residents to relax, play sports, and host social and cultural events, with many activities staged along the western shoreline. The City recently completed the development of the Emeryville Greenway, with the construction of the award-winning South Bayfront Bicycle and Pedestrian Bridge and the Horton Landing Park. The Greenway is a series of pedestrian and bike paths intended to provide increased connectivity within the city keeping in line with the goal of promoting non-automobile transportation network. The surrounding area offers residents countless outdoor recreation opportunities including hiking, biking, picnicking, and swimming at the 2,079-acre Tilden Regional Park to the east, fishing, crabbing, boating, sailing, and sightseeing in the San Francisco Bay to the west, and golfing at the nearby Montclair and Tilden Park Golf Courses.

CITY

GOVERNMENT
Emeryville is a charter
city with a Council/
Manager form of government. The fiveperson City Council is elected at-large to
staggered four-year
terms. Elections are
held in even-numbered years, and
the Mayor and Vice Mayor are
selected by the Council Members
on an annual basis. Regular council
meetings are usually held on the
first and third Tuesdays of every
month and in recess in August.

Emeryville City Council meetings
are efficient and well managed,
rarely over two hours in duration.

The staff and City Council enjoy a
mutually respectful relationship and
work to make a positive impact
on the vibrant, active, and livable
community of Emeryville.

Emeryville is a robust, full-service
city with 173 FTE and an operating
budget of approximately $50.7
million. The City generally operates
on a two-year budget cycle with
alternate years focused on the
Capital Improvement Program.

Emeryville is financially strong
with reserves at over 50% of the
operating budget. The City Council
has a policy to hold at least a 50%
general fund reserve in accordance with best practices in local government.

City leaders enjoy the benefits of
having a talented staff and management team. City Departments include City Attorney, City Clerk, City
Manager, Community Services,
Community Development, Finance,
Human Resources, Information
Technology, Police, and Public
Works. The City contracts with the
Alameda County Fire District for
its fire services and offers the
Emeryville Child Development Center.

To learn more about Emeryville, visit:
www. ci.emeryville.ca.us

THE POSITION
Appointed by and serving at the
pleasure of the City Council, the
City Manager serves as the
Administrative Head of the government of the City of Emeryville and plays a pivotal role in shaping
and realizing the City’s vision for

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Attachment: Attachment 1: Bob Murray & Associates Proposal (6084 : Selection Executive Recruitment Firm - City Manager Recruitment) the future. The City Manager
ensures efficient and effective
delivery of public services
while upholding the principles of accountability
and transparency. The
City Manager fosters an
environment that embraces integrity, service,
inclusion, and collaboration
while building and maintaining positive working
relationships with co-workers,
other City employees and the
public. Essential duties include
but are not limited to the following:
• Responsible for the administrative leadership of
the City staff and for the implementation of policies and guidelines established by the City Council.
• Directly manage and support the planning, implementation, and evaluation of all City programs.
• Ensure effective delivery of services.
• Responsible for the implementation of Commission programs and policies that strengthen the local economy, complete capital improvement projects, and provide affordable housing opportunities. • Attend and participate in City Council meetings and discussions. • Keep the Council advised at all times of the affairs and needs of the City.
• Responsible for preparing and submitting the annual
budget.
• Perform such other duties and exercises such
other powers as may be delegated by
ordinance or motion of the City Council.

THE IDEAL CANDIDATE
The City of Emeryville is seeking an innovative and
relational team player who values collaboration
and creativity. The ideal candidate is responsive,
dedicated to the City, and transparent, and will
offer a proven track record of establishing positive
working relationships and consistent communication
throughout all organizational levels. The incoming City Manager should exhibit a consensus-building approach to addressing the goals of the City in consultation with the City Council and other members of the City’s Executive
Team. The successful candidate will have the ability to coordinate and oversee a variety of programs and
projects; make prompt and accurate decisions; and
communicate effectively both orally and in writing.

An approachable, solution-oriented
candidate with excellent political
acumen is desired. The City is
seeking a resourceful, well-rounded
candidate who has experience
managing budgets. A mentor and
team leader who listens and
leads well while being intentional
to develop staff is essential.

Knowledge of principles and
practices of municipal administration, organizations, and functions; current social, political, and economic trends and operating issues related to municipal government;
budgeting and finance; public
financing; local and state legislative processes; and methods of assessing municipal operations
is essential. Candidates should
be excellent facilitators, assertive,
willing to make difficult decisions,
and understand how to work
effectively with all members of
the Council. Those with high
emotional intelligence who can
“find a way to yes” are desired.

MINIMUM

QUALIFICATIONS
Experience: Five years of municipal management experience.

Training and/or experience
in planning, human resources , engineering
(public works), and
finance, as well as
practical experience
in preparation of
reports, budgets, contract administration
and the scheduling of
projects is desired: and,
Education: Bachelor’s degree from an accredited
college or university in Public
Administration, Business Administration, or related field. Advanced degree is highly desirable.

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Attachment: Attachment 1: Bob Murray & Associates Proposal (6084 : Selection Executive Recruitment Firm - City Manager Recruitment)

COMPENSATION

AND BENEFITS
The base salary of the incumbent City Manager is
$282,000. The salary for the incoming City Manager is
negotiable and dependent upon experience and qualifications.

The City of Emeryville also offers an attractive benefits package which includes the following:

Retirement – The City participates in the California Public Employees’ Retirement System (CalPERS) under a 2 % @ 60 formula for Classic Members. A 2% @ 62 formula applies to New/PEPRA Members.

Deferred Compensation – 457b and 401a plans offered.

Medical Insurance – City contracts with CalPERS for Medical. The City pays 90% and the employee pays 10% of the selected plan premium.

Dental Insurance – Provided through Delta Dental. The City pays 100% of premium for the employee and eligible dependents up to the family level.

Vision Insurance – Provided through Vision Service Plan (VSP). The City 100% of premium for the employee and eligible dependents up to the family level.

Flexible Spending Account – Employee may contribute up to the annual IRS limits for eligible healthcare and dependent care expenses.

Long-Term Disability – City-provided coverage through Standard, City pays 60% of premium up to $10,000 per month.

Life and AD&D Insurance – City-provided equal to the employee’s annual salary.

Vacation and Administrative Leave – City provided.

Holidays – 12 holidays observed with an additional three (3) floating holidays annually.

Sick Leave – Employees accrue up to 15 days per year.

Please Note: The City of Emeryville
participates in Social Security.

TO APPLY
If you are interested in this outstanding opportunity, please apply online at:
www.bobmurrayassoc.com
Filing Deadline:

September 15, 2024
Following the closing date, resumes
will be screened according to the
qualifications outlined above. The
most qualified candidates will be
invited to personal interviews with
Bob Murray & Associates. A
select group of candidates will be
asked to provide references once
it is anticipated that they may be
recommended as finalists. References will be contacted only following candidate approval. Finalist interviews will be held with the City of Emeryville. Candidates will be
advised of the status of the
recruitment following selection of
the City Manager.

If you have any questions, please
do not hesitate to call Mr. Gary
Phillips at:
(916) 784-9080

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Attachment: Attachment 1: Bob Murray & Associates Proposal (6084 : Selection Executive Recruitment Firm - City Manager Recruitment) CITY

MANAGER

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Attachment: Attachment 1: Bob Murray & Associates Proposal (6084 : Selection Executive Recruitment Firm - City Manager Recruitment)

THE COMMUNITY
The City of Saratoga is a charming
residential community of approximately 31,000 known for its excellent schools and prestigious neighborhoods. The community’s downtown district, known as “The Village,” has
distinctive dining, unique shops,
and numerous buildings dating
back to the late 1800s and early
1900s. Saratoga residents place an
emphasis on retaining the quality
of the City’s semi-rural ambiance
and unique character. The City is
also home to Villa Montalvo and
the Hakone Gardens, which is one
of the oldest Japanese estates,
retreats and gardens in the Western
Hemisphere.

In addition to its cultural venues,
the City of Saratoga offers a wide
array of recreational opportunities.

The City has 14 parks, and numerous
trails that allow for an assortment
of activities. Furthermore, Saratoga
is close to regional parks with
excellent hiking and horseback
riding trails.

THE CITY
The City of Saratoga was incorporated in 1956 and operates under a Council/Manager form of government. At the time of incorporation, many school and utility districts were
in existence and consequently,
more than one district may serve
within the City’s boundaries. Fire
protection services are provided
through special districts, and the
City has formed collaborative
relationships and established
service contracts with other
government agencies including law enforcement
services through the
Santa Clara County
Sheriff’s Office, animal
control services provided by the City of
San Jose, recreation
programs provided
by Los Gatos-Saratoga Community
Education and Recreation, senior
programs provided by the Successful
Aging Solutions and Community Consulting, and library services provided by Santa Clara County Library District.

In addition, sanitation services are provided
by West Valley Sanitation District and Cupertino
Sanitary District.

The City has five departments including: City Manager, Community Services, Administrative Services, Community Development, and Public Works. Residential areas make up 98% of the City and 13 square miles of incorporated area. The 2023-24 operating and capital budget total is $43.9 M, and the City has 56.50 full time employee positions.

The City’s mission statement: Provide essential municipal services which protect health, safety, and welfare, and to satisfy the community’s desires to maintain its quality of life while practicing fiscal responsibility. The City’s values statement: Strives to maintain a high quality of life for its residents through careful planning and infrastructure maintenance, through activities to build community, and by providing opportunities for extensive citizen participation in community issues.

THE POSITION
As the appointed Chief Executive Officer of the City, the City Manager is responsible for planning, directing, managing, and reviewing the activities and operations of the City. The role operates under the policy direction of the City Council in accordance with municipal law, for the benefit of City residents. It involves coordinating City services and activities across various departments and external agencies, as well as providing highly responsible and complex administrative support to the City Council, offering advice with substantial discretion and judgement in analyzing the best approaches for recommendations and decisions.

This position will administer the execution of City Council priorities; advise the City Council on agenda items, issues, programs, and other matters; approve the selection, status change, transfer, and termination of all City personnel; and confer with and direct the Assistant City Manager and department directors in the formation and implementation of administrative policies and practices. Other duties include but are not limited to:
• Driving efficiency and effectiveness across
all City programs and activities.
• Coordinating the preparation of a wide
variety of reports and presentations for
the City Council and outside organizations.
• Developing proposals for action
on current and future City needs
and recommending long-range
plans for City services and programs.

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Attachment: Attachment 1: Bob Murray & Associates Proposal (6084 : Selection Executive Recruitment Firm - City Manager Recruitment) • Directing the development
of the City Council meeting
agendas, attending all
City Council meetings,
and writing/approving
staff reports.
• Directing the development of the City’s operating and capital budgets for approval
by the City Council.
• Overseeing the implementation of the adopted budget, monitoring changes that may
impact the City’s budget, and
advising the City Council on the City’s
financial conditions.
• Participating in professional and community organizations on behalf of the City.
• Planning and evaluating executive management staff performance, establishing performance requirements and personal development targets, monitoring performance, and providing coaching for performance improvement and development. • Representing the City to the press and other information media as required. • Representing the City Council in relationships with other government organizations and private agencies.
• Working closely with supervising personnel who manage the provision of municipal services via contract or joint powers authority, including but not limited to the Sheriff’s Office, animal control, solid waste, and clean water program.
• Acting as the City Treasurer (Article 2-20.035), which includes supervising the activities of the Finance and
Administrative Services Director, implementing
the City’s investment policy as adopted by the City
Council, and performing other responsibilities
required by law to be performed by the City
Treasurer.

The City Manager also provides day-to-day
leadership, working closely with the City’s executive
management team to ensure a high-performance,
service-oriented work environment. The ideal candidate must have the ability to establish, maintain, and foster positive, effective working relationships with other agencies, community partners, organizations, and
individuals encountered in the course of work. This position works closely with City Council, the City Attorney, boards, commissions, a variety of public and private organizations, and citizen groups to implement programs and projects
that serve the public interest. It is essential that the City Manager ensures that high customer service standards
are upheld throughout the course of work.

THE IDEAL

CANDIDATE
The City seeks an ideal candidate embodying qualities essential for effective leadership: an active listener, forward-facing,
with broad knowledge of the
functional areas of municipal
government, and tech-savvy,
capable of embracing the values
of Saratoga, its community, and
anticipating community needs.

Understanding land-use planning
and community engagement in
the planning process is crucial.

They must be responsive, prioritize
customer service, and demonstrate adaptability and a solutionoriented mindset. Additionally, they need to attend events that connect them with the community.

Transparency, honesty, and ethical
conduct are paramount, along with
a dedication to the community’s
best interests, while fostering the
professional development of staff.

They should be a servant leader,
accessible, and prioritize others
while fostering open communication.

As an effective communicator,
they improve efficiencies and
demonstrate dedication
in service to the community, while immersed in
the community, passionate and unbiased,
embracing out-of-thebox thinking to effectively address challenges.

Qualified candidates
typically possess ten (10)
years of increasingly responsible experience in city
government including at least
three (3) years of experience as a
city manager, or at least six (6)
years of experience as an assistant city manager, or at least eight (8) years of experience as
a department head involving

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Attachment: Attachment 1: Bob Murray & Associates Proposal (6084 : Selection Executive Recruitment Firm - City Manager Recruitment) considerable responsibility. View the City Manager
job description here:
https://www.saratoga.ca.us/DocumentCenter/
View/4835/City-Manager

COMPENSATION
The 2023-24 salary or pay scale for the incumbent in the City Manager position is $300,518.00. The starting salary will be based on the experience and qualifications of the selected candidate.

The City also offers an excellent benefits package including:

CalPERS Retirement Plan – 2% at 60 retirement formula for Classic Members or 2% at 62 retirement formula for New Members.

CalPERS Health Insurance – The City provides a generous employer contribution toward the purchase of medical coverage and offers Comprehensive HMO and PPO plan options available through CalPERS.

Dental Programs – Employer paid comprehensive in and out of network plan options available.

Life Insurance – Employer paid coverage life term policy ($150,000).

Long Term Disability – Employer paid coverage of 66 2/3 % of salary to a maximum of $2,000/month, with an employee option to purchase additional coverage, up to a maximum of $8,200/month.

Deferred Compensation – The City will match at-will employee contributions to a deferred compensation account up to a maximum of $250 per month.

Paid Time Off – Accrued at a rate of 22 days per year.

Holidays – The City observes 13 holidays.

Paid Administrative Leave – 65 hours of paid administrative leave is granted every fiscal year.
9/80 City Work Schedule – Nine-hour days Monday through Thursday, eight hours every other Friday.

View the City’s 2024 Employee Benefits Summary here:
https://www.saratoga.ca.us/DocumentCenter/View/4813/
Benefits-Summary-for-2024

TO APPLY
If you are interested in this outstanding opportunity, please apply online at:
www.bobmurrayassoc.com
Filing Deadline:

March 31, 2024
Following the closing date, resumes
will be screened according to the
qualifications outlined above. The
most qualified candidates will be
invited to personal interviews with
Bob Murray & Associates. A
select group of candidates will be
asked to provide references once
it is anticipated that they may be
recommended as finalists. References will be contacted only following candidate approval. Finalist interviews will be held with the
City of Saratoga. Candidates will
be advised of the status of the
recruitment following selection of
the City Manager.

If you have any questions, please
do not hesitate to call Ms. Valerie
Phillips at:
(916) 784-9080

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Attachment: Attachment 1: Bob Murray & Associates Proposal (6084 : Selection Executive Recruitment Firm - City Manager Recruitment) ATTACHMENT 2
Peckham & McKenney Proposal

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Attachment: Attachment 2: Peckham & McKenney Proposal (6084 : Selection Executive Recruitment Firm - City Manager Recruitment) ———————— Peckham & McKenney, 300 Harding Boulevard, Suite 203D, Roseville, CA 95678 ———————— October 22, 2025
Mayor Beckmeyer, Vice Mayor Boles, and Council Members Bier, Espinosa and Wright c/o of Michelle Marchetta Kenyon, City Attorney
City of Pacifica
170 Santa Maria Avenue
Pacifica, CA 94044
Via PDF/Email To: [email protected]
Dear Mayor Beckmeyer and Members of the City Council,
Thank you for considering Peckham & McKenney for the City of Pacifica search for City Manager. We were honored to conduct the 2017 placement that resulted in Kevin Woodhouse as your City Manager, and we appreciate the opportunity to return and represent the City again in this important search.

As a boutique, well established, and experienced firm that only conducts in recruitments for municipalities and specializes in California searches, Peckham & McKenney is known for achieving successful and longterm placements. Among our many strong attributes, cities choose us for the following 4 significant reasons:
• We limit the number of concurrent searches in order to directly focus on serving our client. • We prioritize a respectful, thorough and complete process, including regular communication with our client and applicants, to represent our client in the best light, keep everyone informed, and make the recruitment process positive for everyone.
• Your Recruiter is personally, solely, and directly doing, and responsible for, all aspects of the search; your Recruiter is also your one point of contact. In other words, the individual who knows the City, the client interests, and the responsibilities of the position being filled is handling all components of the recruitment (for example, preparing the Candidate Profile, conducting outreach, reviewing applicants, presenting applicants, facilitating interviews and conducting reference checks). • We actively and personally search for, find, and pursue candidates. We don’t rely on ads and posts for attracting applicants; we don’t act as a supermarket for prospective applicants to simply find a position of interest on our website. Through an extensive personal and corporate network, and with a thorough understanding of what our client is looking for, we use the telephone and LinkedIn along with text, email and social media to find individuals and promote the opportunity.

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.

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Attachment: Attachment 2: Peckham & McKenney Proposal (6084 : Selection Executive Recruitment Firm - City Manager Recruitment) ———————— Peckham & McKenney, 300 Harding Boulevard, Suite 203D, Roseville, CA 95678 ———————— Furthermore, for this important position and search, I will serve as your Recruiter. Formerly a City Manager and now a Recruiter, I am very familiar with the responsibilities associated with the complexities of managing a City (and a coastal City), the skills necessary for working successfully with the City Council and staff team, and importance of community relations and services. I understand the expectations of this position, and the needs/interests of a dynamic organization like the City of Pacifica.

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 for searches. Knowing what is necessary to be successful, including public engagement through a survey, we are proposing $34,500.

If our firm and I are the Ad Hoc Committee’s recommended consultant for the search process, I am also pleased to personally discuss our proposal and search process at the City Council meeting on November 17.

Thereafter, I am prepared to start immediately.

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 310.567.1554 if there are any questions.

Sincerely,
Executive Recruiter
Anton “Tony” Dahlerbruch
Enclosure:

City of Pacifica Search Proposal
Example Candidate Profiles (Los Gatos, San Luis Obispo, and South San Francisco)

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Attachment: Attachment 2: Peckham & McKenney Proposal (6084 : Selection Executive Recruitment Firm - City Manager Recruitment) ———————— Peckham & McKenney, 300 Harding Boulevard, Suite 203D, Roseville, CA 95678 ———————— City of Pacifica

RECRUITMENT PROPOSAL
for
City Manager
October 22, 2025

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Attachment: Attachment 2: Peckham & McKenney Proposal (6084 : Selection Executive Recruitment Firm - City Manager Recruitment) ———————— Peckham & McKenney, 300 Harding Boulevard, Suite 203D, Roseville, CA 95678 ————————

TABLE OF CONTENTS
WHY CHOOSE US? 2
EXPERIENCE 3
YOUR RECRUITMENT TEAM 5
THE SEARCH PROCESS AND SCHEDULE 7
COST OF SERVICES 8
Cost of Services
Process of Payment
Insurance
GUARANTEE AND DIVERSITY 9
Guarantee
Diversity Statement

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Attachment: Attachment 2: Peckham & McKenney Proposal (6084 : Selection Executive Recruitment Firm - City Manager Recruitment) 2 | Peckham & McKenney

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Attachment: Attachment 2: Peckham & McKenney Proposal (6084 : Selection Executive Recruitment Firm - City Manager Recruitment) 3 | Peckham & McKenney

EXPERIENCE
With our recruitment team that solely consists of retired City Managers, Assistant 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 recent recruitments for a City Manager have been for:

Ø City of Big Bear Lake, CA
Ø City of Brentwood, CA
Ø City of Hermosa Beach, CA
Ø Town of Los Gatos, CA
Ø City of Malibu, CA
Ø City of Morro Bay, CA
Ø City of Pittsburg, CA
Ø City of San Luis Obispo
Ø City of Santa Barbara, CA
Ø City of Santa Maria, CA
Ø City of Santee, CA
Ø City of South San Francisco, CA
Ø City of Stockton, CA
Ø City of Sunnyvale, CA
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.

Comfortable and Professional
Experience
“I’d like to thank you again for your support
and guidance throughout the recruitment and
selection process. It was a comfortable and
professional experience, and I attribute a great
deal of that to you. It’s my hope that our
professional paths may cross again in the
future.” Candidate
Straightforward, Friendly, and Humane
Recruitment Process
“I wanted to let you know what a terrific job I
thought you and Peckham & McKenney did on the
recruitment. It was absolutely the most
straightforward, friendly, and humane recruitment
process I’ve ever participated in. And I would feel
the same way even if the outcome was not
successful for me.” Candidate

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Attachment: Attachment 2: Peckham & McKenney Proposal (6084 : Selection Executive Recruitment Firm - City Manager Recruitment) 4 | Peckham & McKenney
Testimonials from clients and candidates are at https://www.peckhamandmckenney.com/testimonials.

Please feel free to contact any of the following 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 other past clients referenced in this proposal on are our website.

City of Big Bear Lake Councilmembers Rick Herrick and Randall Putz, and / or Erik Sund, City Manager (909) 866- 5831; [email protected], [email protected] and / or [email protected] City of Santa Maria, CA – City Manager
Mayor Alice Patino and / or David Rowlands, City Manager (805) 925-0951 x 2188; [email protected] or (805) 925.0951 x2200; [email protected] City of San Luis Obispo, CA – City Manager
Mayor Erica Stewart, Members of the City Council and / or Whitney McDonald, City Manager (805) 540-1154; [email protected] or (805) 781-7114; [email protected] City of Santa Barbara, CA – City Administrator
Mayor Randy Rowse, Members of the City Council and / or Kelly McAdoo, City Administrator (805) 564-5322; [email protected] or (805) 564-5305; [email protected] City of Santee, CA – City Manager
Rida Freeman, Human Resources Director and / or Shawn Hagerty, City Attorney (619) 258-4100 x 131; [email protected] or (619) 347-4837; [email protected] You Made Me Feel So Comfortable
“This is my first time working with a recruiting
company, and I’m so happy for having the
opportunity to work with your company, wow! I
truly enjoyed the process! Your interview skills
are amazing! You made me feel so comfortable
and I felt like I was just talking shop with a
longtime friend. Thanks for the personal touch
that you include in your job, I believe that this is
what makes your firm so desirable and
successful.” Candidate
Proactive and Responsive
Diana worked with the City to fill the Chief of Police
position early in 2023. Diana is clearly well respected in the LEO community and has a vast network
which led to a competitive pool of candidates for the
City to select from. Diana was proactive from our
very first meeting and always very responsive. The
City team valued Diana’s integrity, opinion and sense
of humor. She was a pleasure to work with and I
wouldn’t hesitate to hire her for any executive
recruitment critical to your organization. Client

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Attachment: Attachment 2: Peckham & McKenney Proposal (6084 : Selection Executive Recruitment Firm - City Manager Recruitment) 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.

The Executive Recruiter for you in this search is Tony Dahlerbruch.

Tony Dahlerbruch, Executive Recruiter
Managing Member (owner) of Peckham & McKenney Executive Search Tony worked in local government over 30 years before joining the Peckham & McKenney team. His experience spans most every city department in the Cities of Beverly Hills, California; Scottsdale and Phoenix, Arizona; and Rockville, Maryland, with ultimately serving a combined 12 years as City Manager in Rolling Hills and Palos Verdes Estates, California. Tony has represented the City Managers Department in CalCities as a two term Director on the Executive Board, President of City Managers Department, and member of numerous Policy Committees. He has also served as a Regional Vice President on the Executive Board of the International City/County Management Association. Tony 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.

Tony is supported by the following team.

Anton “Tony” Dahlerbruch, Executive Recruiter
Tony Dahlerbruch worked in local government over 30 years before joining the Peckham & McKenney team.

His experience spans most every city department in the Cities of Beverly Hills, California; Scottsdale and Phoenix, Arizona; and Rockville, Maryland, with ultimately serving a combined 12 years as City Manager in Rolling Hills and Palos Verdes Estates, California. Tony has represented the City Managers Department in CalCities as a two term Director on the Executive Board, President of City Managers Department, and member of numerous Policy Committees. He has also served as a Regional Vice President on the Executive Board of the International City/County Management Association. Tony 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 Peckham & McKenney Team

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Attachment: Attachment 2: Peckham & McKenney Proposal (6084 : Selection Executive Recruitment Firm - City Manager Recruitment) 6 | Peckham & McKenney
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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Attachment: Attachment 2: Peckham & McKenney Proposal (6084 : Selection Executive Recruitment Firm - City Manager Recruitment) 7 | Peckham & McKenney

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Attachment: Attachment 2: Peckham & McKenney Proposal (6084 : Selection Executive Recruitment Firm - City Manager Recruitment) 8 | Peckham & McKenney
Cost of Services
The fee to conduct the entire search process is proposed as $34,500. This includes the process described herein plus attending the November 17 Council meeting, meeting in-person the morning of November 18, and preparing, analyzing and summarizing a short public survey (using Survey Monkey) for the City to distribute. If the City of Pacifica desires services additional to those described herein, there will be an additional fee.

Peckham & McKenney is unique
among recruiting firms for several
reasons including having a fixed allinclusive fee. We have found that an all-inclusive fee for the search process
issimpler, cost-effective, and efficient.

The all-inclusive fee above includes
professional fees and expenses
(out-of-pocket costs associated
with advertising, Recruiter travel,
administrative support / printing
/ copying / postage / materials,
telephone / technology, internet
research checks on recommended
candidates, and full background check
on selected finalist only). For services
not specified herein, we will discuss
your interests and an appropriate fee.

Process of Payment
One-third of the all-inclusive fee is due
as a retainer upon execution of the
agreement. Thisretainer 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
willsuspend the recruitment process until
payment is received. The second onethird of the full payment will be invoiced 1 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 2 months
from contract execution, and it is due
within 30 daysfollowing the invoice date.

Agreement
Peckham & McKenney is the
operating name of City Management
Advisors LLC, Anton Dahlerbruch,
Managing Member.

Insurance
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.

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Attachment: Attachment 2: Peckham & McKenney Proposal (6084 : Selection Executive Recruitment Firm - City Manager Recruitment) 9 | Peckham & McKenney
• 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, we agree to conduct a second search within 6 months of the vacancy.

Because of how we conduct recruitments, it is unusual that we are unsuccessful in providing a placement, an individual is not placed, or the placement vacatesthe position within a year. In the unlikely event that no qualified candidates are identified as a result of the search efforts, and it is mutually agreed that the result is due to the search effort and/or process, we will extend the search for a second time for expenses ($7,200) only. If qualified applicants are not selected or the selected candidate is separated from employment within 1 year after accepting the offer, a second search will be conducted for the discounted fixed fee of $17,000 (external candidates only, and except in the event of budgetary cutbacks, promotion, position elimination, or illness/death, etc.).

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Attachment: Attachment 2: Peckham & McKenney Proposal (6084 : Selection Executive Recruitment Firm - City Manager Recruitment) Town Manager Town of Los Gatos, California

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Attachment: Attachment 2: Peckham & McKenney Proposal (6084 : Selection Executive Recruitment Firm - City Manager Recruitment) The Community
Incorporated in 1887 as one of Santa
Clara County’s oldest communities,
the Town of Los Gatos (approximate
population 33,000) is nestled at the base
of the Sierra Azules. Approximately
60 miles south of San Francisco where
the Santa Clara Valley meets the lower
slopes of the Santa Cruz Mountains and
straddling State Highway 17, the Town is
neighbored by the City of San Jose to the
north and east; the City of Campbell to
the north; the cities of Monte Sereno and
Saratoga to the west; and unincorporated
County of Santa Clara and the County of
Santa Cruz to the south.

Visitors and residents appreciate Los
Gatos for its charm, unique architecture,
pedestrian-friendly neighborhoods,
vibrant and historic downtown,
recreational opportunities, and open
space. The Town encompasses a wide
variety of terrain, ranging from flat
topography at the edge of the valley floor
to densely wooded hillsides. Both the
valley and hillsides are interspersed with
creeks, streams, and riparian habitat. The
sharp contrast between the valley floor
and the hillsides provides the Town’s
picturesque background.

The Town of Los Gatos was originally
developed at a distance from other
population centers with its own
residential, commercial, and industrial
areas. While still distinct from other
communities and retaining its small town
image, the Town is now situated within
the largest metropolitan area of northern
California and is recognized as a hightech, retail, and services destination and community to live, visit, and work.

With its schools, library, parks, over
3,000 business, and the public services
provided by the municipality, the
Town of Los Gatos prides itself as a
self-contained community. Residents,
visitors, and businesses are served by high
quality restaurants, hotels, and variety
of shops in the Town’s pedestrianoriented downtown. Los Gatos has a robust array of education, including four
elementary schools, one middle school,
one high school, and many other private
educational institutions. Los Gatos also
has many parks and greenbelt areas
complemented by numerous communitywide events, arts and culture, and recreational opportunities. Downtown
Los Gatos is listed on the National
Register of Historic Places and is the
model of what communities try to achieve
in a downtown.

The Organization
The Town of Los Gatos is a general
law city operating under the CouncilManager form of government. The five members of the Town Council are elected
at large to four-year overlapping terms;
two of the five positions will be on the
November 2024 ballot. The Mayor and
Vice-Mayor are selected by the Council
on an annual basis.

The Town Council appoints the Town
Manager, as the executive leader of
Town government, to implement
Council’s priorities and policies as well
as manage and oversee the Town’s dayto-day services provided to the public.

The excellent team collaborating in
this effort and directly reporting to the
Town Manager are: Executive Assistant
to the Manager and Town Council,
Assistant Town Manager, Chief of
Police, Community Development
Director, Parks and Public Works
Director, Library Director, Finance
Director, Economic Vitality Manager,
and Information Technology Manager/
Chief Technology Officer. The Town
Attorney is appointed by and reports to
the Town Council.

The Town is supported by a complement
of 153 extraordinary, dedicated and
professional personnel, a total 2023-
2024 fiscal year operating budget of
$52.9 million, and a 5 year capital
improvement project budget of $57.7
million. The “Ongoing Strategic
Priorities 2024-2026” that represent
the Town’s work plan objectives specify
Safety, Prudent Financial Management,
Traffic/Transportation, and Quality of
Life.

The Town Council enjoys a high level of
civility and a collaborative relationship
among itself and with the Town staff
to achieve the Los Gatos vision.

Together, through constructive discourse
and with love of the community and
serving residents, municipal leaders
at all levels of the organization work
together to achieve and maintain a
balance of well-designed mix residential,
commercial, service and open space uses,
a pedestrian-oriented and multi-modal
village-like character; a diverse business
sector to serve all community needs;
and an efficient government that is
fiscally healthy, responsive, and provides
high levels of public safety, library, and
cultural amenities.

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Attachment: Attachment 2: Peckham & McKenney Proposal (6084 : Selection Executive Recruitment Firm - City Manager Recruitment) • Work effectively with
Boards, Commissions,
volunteers and
community
organizations.
• Value, prioritize and
model customer service,
a high touch and level
of responsiveness,
government transparency, and
accessibility. Provide clear, complete,
and timely answers.
• Engender high levels of trust and
confidence, demonstrate strong
integrity, and present themself
with authority, competence, and
assertiveness, while being caring,
kind, empathetic, vulnerable, and
nurturing.
• Are strategic to navigate differing
opinions and perspectives, and bring
diverse stakeholders together.
• Represent a “can do” attitude, strives
for finding creative solutions to get
to “yes,” and welcome challenges as
opportunities balanced with managing
and addressing staff workload.
• Effectively engage and represent the
Town in intergovernmental relations
with the State.
• Have financial acumen and knowledge
to address revenues and expenditures.
• Have worked in a community with an
in-house Police Department.
• Maintain the culture, camaraderie,
and team work of the staff team.
• Recognizes what they do not know
and learn what is needed.
• Receive acknowledgment, satisfaction,
and sense of accomplishment through
seeing others succeed.
• Facilitate and bring employees
across Departmental lines together,
conduct organizational development,
cross-train, and develop metrics for
measuring success and progress.
and changing State regulations, shortand long-tenured residents, and other external pressures.

This is an exciting and pivotal time to
serve as Los Gatos Town Manager. With
a variety of current and future private
development and infrastructure projects
and challenges to address, Town Manager
will need to have strong interpersonal
and communication skills; resiliency and
fortitude for staying focused on Town
goals and staff capacity; a commitment
to maintaining the organizational
culture, retaining staff, and inspiring
and motivating a talented workforce; and
vision for anticipating and navigating
complex issues. Some of the complex
priorities for the Town Manager to lead
and facilitate are its Housing Element,
homelessness, private development
applications and projects; long-term fiscal
condition, budget and finance; disaster/
emergency preparedness and response;
and promotion of diversity, equity, and
inclusion (DEI) initiatives. As such, the
Town seeks applicants that:
• Support and promote the Town
Council’s positions and directions.
• Illustrate political acumen through
being apolitical and politically savvy,
and demonstrate high emotional
intelligence.
• Have experience and are well-versed in
land use matters, specifically SB 330
and Builder’s Remedy matters; know
how to navigate through development
applications and community interests
to achieve desired results; and can
educate and guide the Town Council
through legal/regulatory options and
strategic decisions.
• Prioritize and appreciate the needs and
interests of staff and the community,
and have honest conversations
regarding projects, work levels, and
timelines.

As a professional, the successful candidate
for the position will be a hardworking,
dedicated, communicative, and responsive
individual that is effective working with
and among diverse views and interests;
provides accurate, thoughtful, and
thorough information, policy options,
and reasoned recommendations;
collaborative for achieving consensus;
and engaging with public, private and
faith based community partners and
regional agencies to achieve Town goals.

Personally, the successful candidate for
the position will have a track record
that illustrates high standards of
professionalism, achieving results, and
maintaining accountability; modeling
integrity and ethics; serving as a mentor,
coach and champion of staff; leading with
humility; empowering others and being
hands-on when necessary; and valuing a
work/life balance. Also to be successful,
the Town Manager will have experience
working in a community committed to
maintaining its character and attributes,
strong and positive organizational
culture; and evolving constituent
interests resulting from new, competing,
The Ideal Candidate
The ideal candidate will be wellregarded as a local government leader, an individual who is experienced in
or familiar with the various facets of
managing a community like the Town
of Los Gatos, and grounded in the roles,
responsibilities, and principles of the
Council-Manager form of government.

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Attachment: Attachment 2: Peckham & McKenney Proposal (6084 : Selection Executive Recruitment Firm - City Manager Recruitment) The Recruitment
Process
To apply for this key position and exciting
career opportunity, please visit our
website at:

Peckham & McKenney
www.peckhamandmckenney.com
Resumes are acknowledged within two
business days. Contact Anton “Tony”
Dahlerbruch at 310.567.1554 or tollfree at 866.912.1919, if you have any questions regarding this position or the
recruitment process.

To serve as Town Manager, applicants
must have experience in the duties and
responsibilities of serving as a City/
County Manager/Administrator,
Deputy/Assistant, or Department
Head in a full-service agency of similar
size and complexity for at least five (5)
years. Broad knowledge of California’s
land use and housing regulations,
public works, finance and budget,
and managing capital improvements
is desired. The minimal education
requirement includes a Bachelor’s
degree. A Master’s degree and ICMA
membership is desired.

The Compensation
The Town Council is prepared to offer
an attractive and regionally competitive
salary. Based on the work experience,
qualifications, and track record of
candidate’s career success and in
alignment with other cities, the Town is
prepared to negotiate an annual salary in
the range of $320,000. The Town of Los
Gatos also offers an outstanding benefits
package, including:

Retirement: Public Employees’
Retirement System Classic Tier 2
members - 2% @ 60 plan; Tier 3 (new
members) 2% @ 62 plan.

Healthcare: The Town provides a
generous employer contribution toward
the purchase of medical, dental, and
vision coverage; employees may waive
coverage and receive cash-in-lieu up to
$400 per month.

Leaves:

Management Leave: Up to 5 days per
year at the end of the calendar year.

Personal Leave: 6 days per year.

Sick Leave: 12 days accrual per calendar
year.

Holidays: 11 days per calendar year.

Income Protection: $50,000
Town-paid term life insurance coverage;
short-term and long- term disability
insurance.

Vacation: Up to 25 days accrual per
calendar year (maximum balance of 500
hours); eligible for cash out 2 times per
year and at separation. Consideration for
prior years of service in local government
will be used in determining accrual rate.

Section 125 Flexible Spending
Accounts: Voluntary pre-tax employee
contributions up to $3,200 per year for
health care expenses and up to $5,000
per year for dependent care expenses.

Cell Phone Stipend: $120 per
month.

Tuition Reimbursement: $3,000
per fiscal year.

Search Schedule
Filing Deadline................................................................June 14, 2024 Supplemental Process, as necessary............................June 17 - 28, 2024 Recommendation of Candidates..........................................July 8, 2024 Finalist Interview Process ...............................July 25 and July 26, 2024 These dates have been confirmed, and it is recommended
that you plan your calendar accordingly.
www.peckhamandmckenney.com

1.b
Packet Pg. 52
Attachment: Attachment 2: Peckham & McKenney Proposal (6084 : Selection Executive Recruitment Firm - City Manager Recruitment) City Manager
City of San Luis Obispo, California

1.b
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Attachment: Attachment 2: Peckham & McKenney Proposal (6084 : Selection Executive Recruitment Firm - City Manager Recruitment) The Community
The City of San Luis Obispo (SLO),
population approximately 47,500, is
in the heart of California’s majestic
Central Coast, midway between San
Francisco and Los Angeles. San Luis
Obispo covers 13.6 square miles, is the
largest city in San Luis Obispo County,
and serves as the County seat. San Luis
Obispo offers endless outdoor recreation
opportunities among a vast network
of parks and award-winning hiking
and biking trails. The City protects
and maintains over 7,000 acres of open
space and natural areas, including over
65 miles of trails.

Nestled within a backdrop of rolling
hills, San Luis Obispo is a community
that embraces its future while respecting
its past through core values of civility,
sustainability, diversity, inclusivity,
regionalism, partnership, and resiliency.

As such, the City is committed to being
a place where all people feel valued
and respected. The City prioritizes
being an inclusive community that
welcomes and celebrates its residents,
business communities, and visitors of
all backgrounds, identities, cultures
and abilities, striving to advance
representation and embrace all people in
their diversity and individuality.

As a well-known residential
community, business hub, vacation
and visitor destination, the City of San
Luis Obispo is neighbor to California
Polytechnic State University (Cal Poly)
and Cuesta Community College. Cal
Poly is situated on 9,200 acres just
outside the City; approximately 60% of
the 22,300 student population live offcampus within the City.

San Luis Obispo’s robust technology,
medical, and specialty manufacturing
industries are rapidly expanding,
and its regional airport, operated
by the County, is one of the fastest
growing in the country, providing
connections to several major airport
hubs. The City’s charming downtown
is filled with exceptional restaurants,
shopping, galleries, businesses,
and an award-winning Thursday
evening Downtown Farmers Market,
continuously running for 40 years.

San Luis Obispo also offers a vibrant
cultural scene that includes local
theatre, symphony, museums, and
visual arts. Moreover, the City’s
numerous volunteers and non-profit
organizations collaborate to promote
the City’s spirit and enhanced quality
of life. One can visit countless places
of interest within a short drive (or bike
ride) of San Luis Obispo including
Hearst Castle, miles of beaches and
coastline, great mountain hikes, and
the vast Central Coast wine regions.

The Organization
The City of San Luis Obispo is a
Charter City that operates under the
Council-Mayor-City Manager form
of government with a Mayor and four
Council Members who are elected
at-large. The Mayor is elected every
two years, while Council Members
are elected to staggered four-year
terms. In November 2024, an election
will be held for the Mayor and two
Council Members. The City Council
appoints the City Manager and City
Attorney. The City Manager serves the
Mayor and City Council, community,
and region with a collaborative,
communicative, visionary, innovative,
equitable, inclusive, and stable
presence to achieve goals and priorities.

The City Manager works closely
with community partners, local
organizations, the school district, Cal
Poly and other local colleges, and both
County and State officials and agencies
to advance the City Council’s vision,
policy, and direction. Moreover, with
oversight of all citywide operations,
the City Manager leads a team
of experienced, high performing,
and dedicated local government
professionals to accomplish City
Council objectives, complete an

1.b
Packet Pg. 54
Attachment: Attachment 2: Peckham & McKenney Proposal (6084 : Selection Executive Recruitment Firm - City Manager Recruitment) innovation and best practices; and
maintain the principles of ethical,
responsive and fiscally responsible
government. The successful candidate
will be a “north star” who is:
• Apolitical and politically astute in
facilitating policy development and
implementing programs.
• Emotionally intelligent and leads
with respect and authenticity,
confidence, humility, humor,
composure, kindness, and patience.
• Effective in communicating and
aligning resources with City goals
and programs.
• Knowledgeable and experienced in
policy, programs, and construction
related to public works projects and
community development.
• Experienced in high level municipal
budgeting and financial planning.
• A resource for bringing new ideas
and inspiration into our community.
• Confident and comfortable in front
of the public and media.
• Experienced to guide, empower, and
support the staff team.
• Solution and action-oriented.
• Adept at addressing the complexities
of continuous change specifically
involving projects, finances, and
community growth.
• Equipped to understand, relate,
engage and build partnerships in the
local and regional community.
• A model of high standards,
professionalism, and accountability.

The Ideal Candidate
The successful candidate must value,
be committed to, and understand the
City’s unique culture and character,
as well as be committed to advancing
the City’s local and regional objectives,
priorities, and partnerships. Specifically,
the ideal candidate will demonstrate
an understanding of managing a
community with: a university; high
levels of engagement; an aggressive
work plan; a team-oriented culture; a
commitment to creating safe spaces
and engaging the underserved and
underrepresented.

The City Manager will serve as a
trusted advisor and resource for the
Mayor and City Council; present
recommendations, consequences, and
alternatives for informed decision
making; provide information accurately
and timely; and have excellent
community engagement and public
relations skills. In addition, the ideal
City Manager will be a thoughtful and
honest individual with a demonstrated
record of effectively completing a
variety of projects simultaneously,
and facilitating community wide
communication. Priorities of the City
include infrastructure construction,
facilitation of housing developments,
preservation of open space, grantfunded projects, homelessness, and economic development. A few
of the major projects the City is
currently advancing include: Prado
Road Bridge, Cultural Arts District
Parking Structure, homelessness
projects, including the Calle Joaquin
Homekey project, public safety
facilities, creative improvements to
the public transit system, bicycle and
pedestrian infrastructure, and regional
transportation.

The City Manager, to be successful in
San Luis Obispo, will have the skills
and vision to lead and inspire the
organization to new heights; implement
services. The City employs a fulltime staff of 475 and a part-time staff of approximately 200 who work
collaboratively to enhance the quality
of life for the community. The 2023-
2025 Major City Goals are Economic
Resiliency, Cultural Vitality and Fiscal
Sustainability; Diversity, Equity and
Inclusion; Housing and Homelessness;
and Climate Action, Open Space &
Sustainable Transportation.

The City operates under a two-year
Financial Plan and adopts annual
balanced budgets for its General Fund
and four Enterprise Funds (Water,
Sewer, Parking, Transit). The annual
General Fund budget is $115 million
and the total budget is $240 million.

The City has a five-year CIP with a
planned investment of $465 million to
maintain or replace existing assets and
build new assets to address the needs of
our growing community.
aggressive Capital Improvement
Program (CIP) and work plans, and
ensure the delivery of day-to-day core
responsibilities and public service.

San Luis Obispo is a full-service
City with 10 distinct departments
that provide police, fire, water,
wastewater, parks and recreation,
street maintenance, planning and
building, and other essential public

1.b
Packet Pg. 55
Attachment: Attachment 2: Peckham & McKenney Proposal (6084 : Selection Executive Recruitment Firm - City Manager Recruitment) The Recruitment
Process
To apply for this key position and
exciting career opportunity, please visit
our website at:

Peckham & McKenney
www.peckhamandmckenney.com
Resumes are acknowledged within two
business days. Contact Anton “Tony”
Dahlerbruch at 310.567.1554 or tollfree at 866.912.1919, if you have any questions regarding this position or the
recruitment process.

To serve as City Manager, applicants
must have experience in the duties and
responsibilities of serving as a City/
County Manager/Administrator,
Deputy/Assistant, or Department
Head with supervisory responsibilities
in a full-service agency of similar
size, complexity and demographics
for at least five (5) years, and ideally
in California. The minimal education
requirement includes a Bachelor’s
degree, a Master’s degree is desired.

Relocation to the San Luis Obispo City
limits is preferred.

The Compensation
The City Council is prepared to offer
an attractive and competitive salary
that will be determined based on the
experience and qualifications you
bring to the City of San Luis Obispo.

In alignment with our comparative
cities, the City is prepared to offer up
to $308,000. The starting salary for
the selected candidate will reflect the
candidate’s work experience and track
record of career success. The City of
San Luis Obispo offers an outstanding
benefits package, including:

Leaves: 11 city observed paid holidays
plus two (2) floating holidays. 80 hours
of annual Administrative leave. Sick
leave is accrued at eight (8) hours per
month. Accelerated vacation accrual
will be provided based on completed
public sector years of experience.

Insurance and Benefits: City
provides a cafeteria plan and monthly
allowance toward medical insurance.

Cash back ($200) is available for
employees that opt out of the cafeteria
plan. Dental and vision is paid by
employees. Up to $3,200.00 per year
provided in a 125 Flexible Spending
Account (FSA) for unreimbursed
medical expenses and $5,000 for
dependent care expenses. Long term
life and AD&D insurance is also
provided.

Retirement: CalPERS Classic
members 2% @ 60; Classic members
pay the full employee 7% contribution
(pre-tax). CalPERS PEPRA members
2% @ 62; PEPRA members pay 50%
of the normal cost of the CalPERS
contribution. Classic and PEPRA
members pay and an additional 3%
towards the employer portion of
retirement costs.

Deferred Compensation: The
City contributes five (5%) percent of
salary towards a 401(a) plan and there
are several 457 plans offered.

Car allowance: Negotiable.

Relocation Assistance:

Negotiable for candidates relocating.

Bilingual Incentive: Negotiable.

Cell Phone: Provided by City.

Search Schedule
Filing Deadline................................................................May 17, 2024 Supplemental Process, as needed: ..............................May 20 – 31, 2024 Recommendation of Candidates: .....................................June 13, 2024 In-person interviews:.............................................June 25 and 26, 2024 These dates have been confirmed, and it is recommended
that you plan your calendar accordingly.
www.peckhamandmckenney.com

1.b
Packet Pg. 56
Attachment: Attachment 2: Peckham & McKenney Proposal (6084 : Selection Executive Recruitment Firm - City Manager Recruitment) years City Manager
City of South San Francisco, California

1.b
Packet Pg. 57
Attachment: Attachment 2: Peckham & McKenney Proposal (6084 : Selection Executive Recruitment Firm - City Manager Recruitment) The Community
The City of South San Francisco is
located in northern San Mateo County
on the western shore of San Francisco
Bay, just ten miles south of San Francisco.

The City is home to 66,105 residents over
its 30 square miles and is centrally located
to many of the Bay Area’s transportation
systems, including Highway 101, I-280,
Caltrain, San Francisco International
Airport, the Bay Area Rapid Transit
District Commuter Rail System (BART),
and the San Francisco Bay Ferry.

The City of South San Francisco carries
the legacy tagline the “Industrial City,”
which today defines the industrious,
entrepreneurial, and innovative spirit
of its residents and businesses. South
San Francisco’s resident population is
composed of very diverse communities
of color, with the largest percentage
multi-ethnic Asian and Hispanic/Latino.

The City is committed to delivering
responsive service to residents and a
high quality of life. To support a vibrant
community, the City maintains 270
acres of parks and open space, two active
libraries, and a wide range of learning and
recreational opportunities for residents
of all ages. The City’s strategic location
attracts many businesses, academia, and
a highly skilled workforce, boasting a
strong, diverse economy, with more than
3,200 firms and businesses, a businessfriendly atmosphere, and championing innovation and growth. South San
Francisco is home to more than 230 life
science companies and is recognized as
the “Birthplace of Biotechnology” and
the “Biotech Capital of the World” with

12.5 million square feet of biotech labs
and another 13.3 million square feet
in the current development pipeline.

The City has exciting new public and
private development projects, such as a
new $56 million Police Headquarters,
a $103 million civic campus, a multibillion-dollar remake of its shoreline along the San Francisco Bay, the opening
of Oyster Point Park, construction of
the new Aquatic Complex at Orange
Memorial park, and are in the early
stages of creating a new downtown park
at Linden Avenue and Pine Avenue and a
new community pre-school to be located
in Westborough Park. To learn more
about this industrious City, please visit
www.ssf.net.

The Organization
The City of South San Francisco was
incorporated in 1908 and operates
under the Council-Manager form
of government. Five City Council
members are elected by district
in staggered, four-year terms and
appoints the City Manager and the
City Attorney. The City Council
directs the City Manager, sourcing
and use of City funds, establishes local
laws and policies, appoints members to
all advisory municipal activities, and
sits as the Successor Agency Board of
Directors. The City Clerk and City
Treasurer are separately elected.

South San Francisco is a full-service
City providing municipal services
through approximately 480 full-time
and 350 part-time employees, with
a FY25/26 budget of $152.7 million
in General Fund. The City has
eleven departments, which include
the departments of Economic and
Community Development, Finance,
Fire, Human Resources, Information
Technology, Library, Parks and
Recreation, Police, Public Works, the
Office of the City Manager and the
Office of the City Clerk.

The Department
The City Manager’s Office
implements policy decisions of the
City Council, provides leadership
and strategic direction to the City’s
leadership team and organization
as well as ensuring that initiatives
and programs align with the City’s
mission and reflect the values of our
community. The City Manager’s
Office is supported by 11.08 FTE and
has an annual budget of $3.9 million.

The City Manager’s Office provides
overall guidance to all City operating
departments and is responsible for
the administration of City programs
to ensure the delivery of high-quality
services in an efficient and costeffective manner.

1.b
Packet Pg. 58
Attachment: Attachment 2: Peckham & McKenney Proposal (6084 : Selection Executive Recruitment Firm - City Manager Recruitment) translating community
values into actionable
strategies and forwardlooking initiatives. This
role requires a leader
who listens carefully,
communicates openly,
and is willing to provide
candid, unbiased counsel to the City
Council—even when that means
delivering difficult truths.

Strong candidates will have excellent
communication skills, a commitment to
transparency, and the confidence to both
give and receive constructive feedback.

They will understand how to balance
operational excellence with interpersonal
savvy and will lead by example with
integrity and humility.

The ideal City Manager will bring a
commanding executive presence and
a proven track record of success in
managing a complex, full-service public
agency. They will demonstrate deep
knowledge of municipal operations,
including budgeting, fiscal management,
and innovative revenue strategies.

Experience serving as a City Manager
or Assistant/Deputy City Manager
in a jurisdiction of similar size and
complexity is strongly preferred. A
history of fostering high-performing
teams and delivering exceptional
internal and external customer service is
essential.

Residency in South San Francisco is not
required, but highly desirable, reflecting
the City Council’s interest in a leader
who is truly invested in the community’s
well-being and future. Relocation
assistance is negotiable for a successful
candidate who chooses to relocate to
South San Francisco.
stewardship, and inclusive community
engagement. The ideal candidate is a
collaborative and politically astute leader
who values equity, transparency, and
inclusion. They bring a proven track
record of executive leadership, strong
financial and operational acumen, and
a commitment to high-touch customer
service. This is a unique opportunity
for a dynamic professional who will be
a visible, trusted partner to the City
Council, staff, and community—and
who will lead with integrity, innovation,
and heart.

The ideal candidate will bring deep
experience in managing complex public
agencies, a sophisticated understanding
of the Council-Manager form of
government, and the executive presence
to represent the City effectively at the
regional, state, and local levels. The next
City Manager will serve as a trusted
advisor to the City Council, a visible
and responsive community leader,
and a collaborative partner dedicated
to advancing South San Francisco’s
dynamic future.

The next City Manager will be a
visible, accessible, and engaged leader—
someone who actively connects with
the community, City Council, staff,
and regional partners. They will bring
a high degree of emotional intelligence
and lead with a values-driven approach
rooted in inclusivity, equity, fairness,
and accountability. A deep sensitivity to
the City’s multicultural population and
diverse needs is essential.

The ideal candidate is a peoplecentered leader with a high-touch, customer service mindset and a sincere
passion for public service. They will
be visionary yet pragmatic, capable of
affairs, managing the City’s Executive
Team, general oversight over all City
departments, recommending measures
and ordinances to Council, creating and
executing contracts on behalf of the City,
preparing and submitting the annual
City budget and salary plan to Council
for adoption, administration of the City
budget, attending all meetings of the
City Council and committees, exercising
general supervision over all public
property within City jurisdiction, and
performing related duties as assigned.

The Ideal Candidate
The South San Francisco City Council
seeks a strategic, service-driven,
community-oriented municipal
executive with a passion for public
service to serve as its next City
Manager. This is a premier leadership
opportunity for a results-oriented
professional with a demonstrated
commitment to good governance, fiscal
The Position
The City Manager reports to the
City Council and serves as the
administrative head of the City and as
the Executive Director of the Successor
Agency to the South San Francisco
Redevelopment Agency.

Key duties and responsibilities include
the efficient administration of all City

1.b
Packet Pg. 59
Attachment: Attachment 2: Peckham & McKenney Proposal (6084 : Selection Executive Recruitment Firm - City Manager Recruitment) The Recruitment
Process
Please submit your cover letter and
resume (including month/year of
employment) via our website:

Peckham & McKenney
www.peckhamandmckenney.com
Please do not hesitate to contact Maria
Hurtado toll-free at (866) 912-1919, by
cell at (831) 247-7885 or via email at
[email protected], if
you have any questions regarding this
position or the recruitment process.

Compensation and
Benefits
The salary is currently under review. The
current incumbent salary is $374,920.

In addition, the City offers an attractive
benefits package, including:

Retirement: The City participates
in CalPERS with a 2% @ 60 for classic
members with a current employee
contribution of 7% and a 2% cost share.

For new employees covered under PEPRA,
the retirement formula is 2% @ 62 with an
employee contribution of 7.25%. The City
participates in Social Security.

Medical Insurance: City offers a
choice of PPO, HMO (two providers),
or HDHP plans. The City contributes
85% of the health premium cost (HMO,
PPO or HDHP) based on the category of
coverage (single, two, family). Employees
who have medical coverage elsewhere
may waive the City’s medical, dental, and
vision coverage and elect to have the City
contribute $550 per month into a medical
after retirement account.

Medical After Retirement
Account (MARA): City annually
contributes 1.5% of employee base salary
and employee contributes $50 biweekly.

Vision Insurance: City paid for
employee and dependents.

Dental Insurance: City paid for
employee and dependents.

Deferred Compensation: Voluntary
457(b) plan.

Vacation: Up to 30 days per year,
depending on years of service.

Vacation Cash-Out: Employees
may cash out 120 hours of vacation per
calendar year.

Holidays: 13 holidays per calendar
year plus 1 floating holiday.

Administrative Leave: 80 hours
per fiscal year.

Sick Leave: 96 hours per year.

Bereavement Leave: Paid leave up
to 24 hours in-state or up to 40 hours
out-of-state.

Short-Term Disability: 2/3 of
pre-disability earnings reduced by any
deductible income up to a maximum
account until LTD benefits begin.

Long-Term Disability: 2/3 of
pre-disability earnings reduced by any
deductible income up to a maximum
account.

Life Insurance: City paid $50,000
policy. Supplemental Life Policy is
available.

AD&D: City paid $50,000 policy.

Vehicle Allowance: $450 per
month.

Personal and Professional
Development: $1,000 per fiscal year.

Education Expense
Reimbursement: 50% of costs, up to
$5,000 per fiscal year.

Employee Assistance Plan:

City offered.

Childcare Subsidy: 50% discount
towards City-run childcare program and
free recreation classes.

The City of South San Francisco is an
Equal Opportunity Employer.

Search Schedule
Filing Deadline............................................................August 15, 2025 Preliminary Phone Interviews w/Recruiter..........August 27 & 28, 2025 Recommendation of Candidates............................. September 10, 2025 Finalists Interviews:
• In-Person Interview with City Council......................October 1, 2025 • Finalist(s) In-Person Interview
w/City Council, if needed...........................................October 2, 2025 These dates have been confirmed, and it is recommended
that you plan your calendar accordingly.
www.peckhamandmckenney.com

1.b
Packet Pg. 60
Attachment: Attachment 2: Peckham & McKenney Proposal (6084 : Selection Executive Recruitment Firm - City Manager Recruitment)