ATTACHMENT 1
Bob Murray & Associates Proposal
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
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:
2025
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)
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
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
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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
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
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.
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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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.
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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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
Bob Murray & Associates Proposal for the City of Pacifica Page 8
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.
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.
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.
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.
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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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.
CITY
MANAGER
CITY
MANAGER
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
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.
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
CITY
MANAGER
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.
• 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
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