Stellar Talent
Premier Service
Powerful Results
TERI BLACK & co., LLC
LETTER OF TRANSMITTAL
August 21, 2025
Mayor Ed Lauing
City of Palo Alto
250 Hamilton Avenue
Palo Alto, CA 94301
Dear Mayor Lauing:
Teri Black & Company (TBC) is pleased to present this proposal to the City of Palo Alto to assist in the successful recruitment of a new City Attorney. We have enjoyed a productive partnership with the City, having conducted numerous recruitments over the years, including the current search for the City's new Fire Chief. We would be honored to represent the City Council in this important endeavor.
Founded in 2006, TBC is known for delivering the most personalized executive search services to clients and candidates in our industry. The firm's business goals are to provide high-quality results and foster long-term relationships with our customers. Personalized service and inclusivity have never been more important in our industry, as outstanding candidates often have many options when considering a job change.
The attention we devote to ensuring an exceptional candidate experience is reflected in our consistent success with diverse placements. In fact, in 2024, 52 percent of our placements were from underrepresented populations, and an equal percentage were female.
With our extensive network and incomparable approach to client and candidate care, our consultants consistently produce outstanding results. The trust and credibility that my team and I have earned over the past two decades are proudly reflected in these results.
TBC is not driven by volume, which sets us apart from our competitors. We are committed to providing customized and flexible service to our clients and will only take on a select number of recruitments at any given time. Headquartered in Los Angeles, TBC is the most established female-founded and owned executive search firm serving local government in the United States.
If retained, you have my personal commitment that Palo Alto will receive the highest level of attention. Detailed information about the firm and our clients is available on our website at www.tbcrecruiting.com. Please do not hesitate to contact us if you have any questions or require further information about our services or qualifications.
Sincerest regards,
Teri Black
President
teri@t crecruitingcom
424.285.1548 (dire
tel 424.296.3111 www.tbcrecruiting.com
Executive Search Services
for the
CITY OF PALO ALTO
to recruit a
CITY ATTORNEY
August 2025
Ill.
lv.
v.
VI.
VII.
TABLE OF CONTENTS
SECTION
CREDENTIALS, QUALIFICATIONS & COMMITMENT
RECRUITMENT STRATEGY & TIMELINE
PROFESSIONAL REFERENCES
PROFESSIONAL FEES & GUARANTEE
RECRUITERS & STAFF PROFILES
COMPANY CONTACT INFORMATION
COMPREHENSIVE LIST OF CLIENTS
PAGE
2 6
7 8
11 12
l. CREDENTIALS, QUALIFICATIONS & COMMITMENT
Teri Black & Company (TBC), a woman-owned California Limited Liability Company (LLC) established in 2006, has a solid reputation for providing exemplary service to its clients and has enjoyed great success in recruiting impressive local government professionals for our clients throughout the Western United States. Our reputation for managing successful and inclusive recruitment is unparalleled.
We have a dominant presence throughout the Bay Area, especially on the San Francisco Peninsula. In addition to serving the City of Palo Alto, our municipal client base includes the Cities of Redwood City, Burlingame, San Mateo, San Carlos, Mountain View, Sunnyvale, Santa Clara, Cupertino, San Bruno, South San Francisco, San Jose, Milpitas, Pacifica, Brisbane, San Leandro, Fremont, Novato, Pleasanton, Walnut Creek, Albany, and Piedmont, as well as the Towns of Los Gatos, Colma, Woodside, and Hillsborough, among numerous others. As evidence of our clients' high satisfaction levels, nearly 90% of our projects are generated through repeat business and client referrals.
Our completed City Attorney/Deputy/Assistant City Attorney searches include the Cities of Mountain View, Fremont, San Mateo, Cupertino, Burlingame, Santa Clara, Milpitas, Oxnard (partial), and the Town of Los Gatos.
Because we are driven by a concern for quality results rather than volume, we limit the number of recruitments the firm handles at any given time. We are careful to only partner with clients who appreciate the value of highly personalized services and the importance of finding qualified candidates who are a good fit, rather than simply attracting individuals who meet minimum qualification criteria. This has been a significant corporate value since the firm's inception.
Palo Alto will also find that our commitment to candidate care is incomparable. From initial conversations during the active recruiting period to personalized coaching as candidates prepare for final interviews, all the way to professional development debriefings at the end of the process, no other firm invests the amount of time and level of attention in candidates that we do. Our treatment of applicants is a direct reflection of our customers' values, and we consistently receive feedback that our service is simply unmatched.
The attention we devote to ensuring an exceptional candidate experience is another key factor that sets us apart from our competitors. It is also reflected in our consistent success with diverse placements. In fact, in the last two years, 52 percent of our placements were from underrepresented populations, and an equal percentage were female. The trust and credibility Teri and her team have earned over the course of two decades are proudly reflected in these results.
Teri Black will co-lead this search with Senior Recruiter Suzanne Mason and will be closely supported by the entire TBC support team. Our recruiters maintain a strong network throughout various local government disciplines through their involvement and membership with numerous professional associations.
II. RECRUITMENT STRATEGY & TIMELINE
The executive search strategy that follows describes four complete phases of a comprehensive recruitment for a Council-appointed position.
PHASE I
Client Feedback & Involvement
The recruiters will work closely with the City Council and City Manager to design a customized candidate profile, recruitment strategy, and timeline in accordance with the Client's desires and expectations. It is our goal to gain a complete understanding of the experience, knowledge, expertise, and strengths the City Council is seeking in a new City Attorney, as well as learn more about the City's priorities, current and upcoming challenges, fiscal health, organizational culture, and composition of the management team.
In order for TBC to represent the opportunity with conviction and credibility, we prefer to get as much information and feedback as possible before the recruitment is officially launched.
Because our clients know their organizations best, we rely on their guidance to determine the best sources of information upon launching each assignment.
Strategy Refinement
Following the gathering of feedback, TBC will develop a detailed timeline for the project along with a proposed methodology for attracting the best possible candidates. The timeline and overall strategy will be reviewed and approved by the Council prior to execution.
Material Development & Production
Immediately following the client feedback activities, the recruiters will draft advertising and recruitment brochure text for the Client's review. This information (description of community, culture, organization, ideal candidate profile, compensation/benefits, etc.) should accurately summarize what was learned from the feedback sources.
PHASE II
Advertising & Marketing
Once the recruiters develop a clear understanding of what the Client is seeking, we will create aggressive advertising, marketing, and social media campaigns for the recruitment. Both the traditional and electronic campaigns will be interrelated to ensure the position has a powerful presence in the marketplace.
Once the advertising is executed, TBC will distribute the recruitment brochure with a personalized cover letter to our national network of professional contacts in our database. Both e-mail and traditional mail are utilized in our marketing efforts. The job will also be promoted through the firm's social media presence via LinkedIn and Facebook.
Linked
2 Personalized Outreach
As an intensive follow-up to the direct mail campaign, the recruiters will personally contact the individuals targeted and generate new contacts through referrals made by respected sources.
The most impressive candidates are usually found this way, and it frequently requires several persuasive conversations to attract them into a recruitment if they are content and successful in their current position. Most highly qualified candidates will not necessarily respond to an advertisement; therefore, extensive proactive outreach is required.
Our clients pay for results, and that's exactly what we deliver. Unlike many other recruiting firms serving the public sector, TBC invests whatever time is necessary to generate a number of outstanding candidates from which the Client can make a selection. We invest more time and resources in finding undiscovered superstars across the country as well as within the state. While most of our competitors charge additional consulting fees beyond a specific threshold, we do not limit the number of consulting hours, travel, or meetings dedicated to any given project.
PHASE Ill
Resume Assessment
While the recruiters review resumes as they are received, a final detailed review of each submission will be conducted immediately following the closing date of the recruitment. Those candidates deemed the most highly qualified will be selected for screening interviews.
The TBC online application system was introduced to the market over a decade ago and was the first in the public sector executive search industry. Leveraging the power, reach, and accessibility of the internet, TBC pioneered a modern digital experience for both candidates and clients. Since then, some of our competitors have followed suit. However, TBC continues to set the bar with enhanced website and online application security features, strong passwords, and secure candidate database storage to keep candidate information safe and confidential.
Screening Interviews
TBC does not restrict the number of candidates to be screened. Rather, we interview every candidate who meets our Client's criteria. As a rule, this group frequently amounts to 6-12 candidates. The number of candidates screened ranges from just a handful of professionals for highly specialized positions to more than 20 for highly coveted opportunities. The screening interviews are typically conducted by video or phone.
Recruitment Report
Following the completion of the screening interviews, the lead recruiter will develop a written report that includes: a master list of all the applicants, resumes and cover letters for each candidate interviewed, a one-page profile summarizing each candidate's professional history, plus an overview of the recruiter's initial assessment of each individual based on their experience and the results of their screening interview. This information will be presented to the Client in a closed-session meeting, where the recruiters will review the results of the overall recruitment, discuss each candidate screened, and plan for the final stage of the selection process.
3 Candidate Communications & Care
Throughout the entire recruitment process, TBC will take responsibility for communicating with the candidates during each stage of the search. In addition, the Client should feel free to refer any inquiries from potential or existing candidates directly to the recruiters at any time during the engagement. We handle all administrative aspects of the assignment.
TBC is extremely attentive to internal candidates. Our recruiters ensure they understand the process and are kept informed at every juncture, as they may have never worked with a recruiter before. We strive to exceed the expectations of candidates throughout our engagements, as it is critical that all participants, regardless of whether they are selected, have a positive experience and leave the process with a favorable impression of the City of Palo Alto.
PHASE
Selection Process & Confidentiality
TBC will design and administer an appropriate final selection process in partnership with the Client. Most traditional selection processes entail at least one or two interviews with the City Council, followed by the appointing authority spending time with the highest-ranked candidates. Our team will prepare the materials for the interviews, arrange follow-up interviews with the Council, and coordinate all logistics with the candidates. We tailor the process to best meet the Client's needs and will assist the decision makers with deliberations. Lastly, it is critical that candidates' confidentiality be respected and maintained to the greatest degree possible to maintain the integrity of the process.
Negotiations
Once the Council reviews and is comfortable with the findings in the reports, the lead recruiter will facilitate negotiations on compensation, benefits, start date, and other transition details to ensure both parties are satisfied.
Background & References
Following the final process and the guidance of the Council's selection of its top candidate, TBC will conduct thorough background and in-depth reference checks. Our background checks are conducted by a licensed private investigator and include credit, driving record, civil, criminal, and academic credential checks. Court records checks include county, state, and federal systems. Media, internet, and social networking checks are also included.
A TBC consultant conducts reference checks, which are supplemented by comments generated from contacts that do not appear on the candidate's reference list. Extensive written reports are provided to the Client for review and recordkeeping. 4 Project Timeline
An executive-level recruitment can typically be completed within 100-120 days of the initial meeting with the Client depending on time of year and necessary launch preparation work. A visual representation of a projected timeline is shown below and assumes the recruitment will be launched in September. The actual recruitment schedule can be adjusted in accordance with the Client's goals.
City of Palo Alto
City Attorney
JAN FEB I MAR : JUN
,
JUL@AUG I: SEP OCT NOV IDEC
Phase I
Phase II
Phase
Phase IV
5 PROFESSIONAL REFERENCES
Client:
Contact:
Email:
Searches:
Client:
Contact:
Email:
Searches:
Client:
Contact:
Email:
Searches:
Client:
Contact:
Email:
Searches:
City of Mountain View Tel: 650.903.6300 ext. 5
Ellen Kamei
— Mayor (Councilmember during engagement)
[email protected]
City Attorney, City Manager, Assistant City Manager, Fire Chief, Deputy Fire Chief, Battalion Chief, Fire Marshal, Fire Protection Engineer, Police Captain (Internal Process), Human Resources Director, Risk Manager, Finance & Administrative Services Director, Chief Sustainability & Resiliency Officer, Economic Development Strategists, Public Works Director, Assistant Public Works Director
-
Transportation & Business Services, Assistant Public Works Director —
Public Services, Community Development Director, Assistant Community Development Director, Housing & Neighborhood Services Manager, Chief Building Official, Deputy Building Officials, Zoning Administrator, Deputy Zoning Administrator, Risk Manager, Economic Vitality Manager, Planning Manager (current)
City of Santa Clara Tel: 408.615.2161
Aracely Azevedo
—
Assistant City Manager
[email protected]
Assistant City Attorney - General, Assistant City Attorney —
HRILabor,
Deputy City Attorney, Fire Chief, Director of Human Resources, City Librarian, Director of Finance, Assistant Finance Director, Risk Manager, Accounting Division Manager, Economic Development Officer, Assistant Director of Community Development, City Planner, Planning Manager, Housing & Community Services Manager, Director of Water & Sewer Utilities, Assistant Director of Water & Sewer utilities
City of San Mateo Tel: 650-522-7522 ext. 6266
Rob Newsom, Jr. — Mayor (was a Council Member during engagement) [email protected]
City Attorney, City Manager (2023 & 2018), Police Chief, Public Works Director, Deputy Public Works Director, Community Development Director, Deputy Community Development Director, Planning Manager, Parks & Recreation Director, Deputy City Librarian
City of Burlingame Tel: 650.558.7206
Maria Saguisag-Sid
—
Human Resources Director
[email protected]
Assistant City Attorney, Chief of Police, Chief Building Official, Finance Director, Human Resources Director, Community Development Director, Public Works Director (current)
6 lv. PROFESSIONAL FEES & GUARANTEE
The professional fee for this assignment is $23,000 for the Scope of Work articulated in this proposal. Services include onsite meetings and/or conference calls/Zoom meetings for the purpose of gathering stakeholder feedback on the candidate profile, briefing the client on the results of the recruitment, facilitating up to two days of Council/panel interviews, assisting the Client with selection deliberations, and conducting background and reference checks.
REIMBURSABLE EXPENSES EXCEED)
Advertising
Recruitment Brochure design & mailing
Administrative support
Shipping & FedEx
Background & records checks
Consultant Travel (mileage/airfare, lodging & ground
transportation
—
up to 3 trips)
Project expenses (NTE)
$3,200
$1 ,400
$5,000
$ 400
$ 500
$3,500
$14,000
Professional fees and expenses are billed in phases as work progresses and expenses are incurred.
Placement Guarantee
If a candidate selected and appointed by the City of Palo Alto is terminated before the completion of the first year of service due to a comprehensive TBC recruitment, the firm will provide Palo Alto with the necessary consulting services required to secure a replacement.
Professional consulting services will be provided at a discounted rate of 25% -
75% of the
original fee. Expenses will be covered by the Client.
Fee for Additional Placements & Discounts
Because of the challenging market for top talent, our clients are increasingly taking advantage of selecting more than one outstanding candidate from a single recruitment that will benefit the organization in a different capacity. In these instances, a $5,000 placement fee per additional candidate placed will apply and will include completion of background check records review as well as reference checking.
1 Reimbursable Expenses by Category are an estimation. Invoices may reflect actual expense amounts in any given category that are above or below the estimated amount, however, total expenses billed during the project shall not exceed the total "Project Expenses (NTE)" amount as stated.
7 V. RECRUITERS & STAFF PROFILES
Teri Black, President
Following a distinguished career in local and federal government, Teri has been dedicated to executive search since 1999. Serving communities with populations in the millions to as small as 1,500 for over 20 years, she has built a substantial base of clients across the Western United States that continually rely on her personalized service and recruitment expertise. In addition to cities and counties, Teri's clients also include special districts and utility agencies.
She has managed hundreds of high-profile and sensitive recruitments over the years. Prior to starting her own firm in 2006, Teri was affiliated with Shannon Executive Search/CPS Human Resource Services and The Oldani Group.
Before entering the executive search profession, Teri served as the first Chief of Staff in the U.S. Department of Justice/Office of Community-Oriented Policing Services (COPS) during the Clinton Administration, where she helped oversee an annual budget of nearly $2 billion and more than 300 employees. Her local government experience includes management positions in the Cities of Santa Ana, Lakewood, and Oakland, California. As a consultant, clients find her prior government experience to be of tremendous value, often commenting, "She has walked in our shoes and understands our business.' Teri earned her Master's degree in Public Administration from the University of Southern California and holds a bachelor's degree in Criminal Justice from California State University, Fullerton. She is a graduate of the UCLA Anderson School of Management's invitational certificate program for entrepreneurs and a founding member of Cal-ICMA's Preparing the Next Generation (PNG) committee. In addition to holding memberships in relevant professional organizations, Teri is a Fellow of the Future Policing Institute, which is dedicated to advancing future policing that is effective, empathetic, and just.
Suzanne Mason, Senior Recruiter
Following a distinguished career in local government spanning over 30 years, Suzanne Mason has served as a Senior Recruiter with TBC since 2018. Along with her dedication to executive search, she has deep expertise in human resources. Suzanne's experience working with cities and counties in California as a local government administrator and human resources professional was largely focused on business process improvement, change management and improved human resource practices.
While in government, Suzanne worked to modernize and improve public sector recruitment and hiring practices throughout her career in serving the Cities of Long Beach and Palo Alto, Napa County, and the City and County of San Francisco. With these jurisdictions, she has served as Deputy City Manager, Assistant City Manager, Director of Human Resources, and Director of Employee Relations, in addition to various departmental assignments. Suzanne has extensive experience in organizational change management, community and employee engagement, budgeting, as well as all areas of human resources management.
Suzanne earned a Master's degree in Public Administration from the University of Southern California, and her Bachelor's degree in History from the University of California at Santa Barbara. She also holds a certificate from the Senior Executives in State and Local 8 Government Program at Harvard University's John F. Kennedy School of Government.
Suzanne has served as a member of Cal-ICMA's Preparing the Next Generation Committee since its inception and was part of the team that transitioned the effort to the ICMA Talent Initiative. Suzanne also serves as a Civil Service Commissioner for the City of Napa.
Tina White, Chief Operating Officer/Senior Recruiter
Tina White retired as City Manager of Poway, California in May 2019 and joined the firm in early 2020. She has a long-term passion for recruiting the best talent possible and has been a powerful addition to the TBC team, assisting our clients in both Southern and Northern California. Tina attributes her success in recruitments to ensuring that she understands the needs of the position and the organization, looking beyond the job description. Consistent with our recipe for success, she ensures that the selected candidates not only possess the necessary skills and abilities, but also that they are the right "match" for our clients.
Under Tina's leadership, the City of Poway consistently ranked as one of California's safest cities and among the best California cities in which to raise a family. As City Manager, she oversaw an operating budget of $90 million, a workforce of more than 200 full-time employees, and capital improvement projects totaling $34 million in fiscal year 2017-18. Prior to being appointed City Manager, she served as Poway's Assistant City Manager for more than six years.
Tina's career in local government spans nearly 30 years, with experience working for the cities of El Cajon and Poway, as well as for Helix Water District. Moving up through the ranks, she was responsible for human resources, finance, information technology, customer services, and a water conservation team. She also worked for five years as a municipal law paralegal and legal administrator for a law firm that represented several cities and special districts. Tina holds a Bachelor's degree in Public Administration from San Diego State University.
Tracey Carlson, Director of Client & Candidate Care
Tracey is responsible for managing the numerous administrative activities and logistical coordination associated with TBC recruitments and special projects. Her 15 years of project management experience benefit the company in many ways. From overseeing our massive database to ensuring contractual requirements are met, and from interacting with candidates to coordinating background checks, she is involved in all aspects of the search process.
Tracey is also responsible for the most challenging task in the practice —
managing Teri's
calendar. In addition, she serves as an outstanding resource for candidates and sets a high bar for the firm's commitment to five-star quality service. Concisely, she serves as Teri's invaluable "right hand" in ensuring that all client and candidate needs are met.
Prior to joining the firm over 15 years ago, Tracey held various finance, IT, and project management-related positions with Northrop Grumman and Toyota Motor Sales, USA. 9 Lucia Vo, Recruiting Assistant
Lucia interfaces extensively with our candidates and works alongside Tracey to help ensure our clients and candidates receive the proper care and support. A great deal of her time is spent handling incoming calls, researching candidates and new clients, monitoring our online application system, responding to e-mails, and assisting candidates with their submissions.
Lucia has worked in various administrative capacities in the private sector throughout Europe and the United States. She graduated from Technic University Kosice in Slovakia majoring in Business Administration.
Monica Irons, Special Projects Manager
With over 36 years of experience in both the private and public sectors, Monica provides technical and strategic support to Senior Recruiters, conducting reference checks and additional due diligence on candidates. She served as the Director of Human Resources for the City of San Luis Obispo for nearly two decades and offers incredible experience in recruiting, hiring and retaining talent as well as training and organizational development.
Monica has a Bachelor's degree in Business Administration from Cal Poly San Luis Obispo and is a graduate of the Senior Executive Institute at the University of Virginia.
Cindi Maudlin, Special Projects Manager
Serving as Special Projects Manager & Assistant to the President and CEO, Cindi is charged with overseeing special projects for the firm, such as implementing new software, designing our approach to social media, and keeping our operations as green as possible -
all things
related to keeping us on our toes when it comes to efficiency and accountability. She also manages the firm's community philanthropic efforts.
Cindi holds a Bachelor's degree in English from Loyola Marymount University and has been with the firm since 2007.
10 COMPANY CONTACT INFORMATION
Business address:
Telephone:
Web site:
Federal Tax ID:
Primary Contact:
Company Officers:
25500 Hawthorne Blvd., Suite 1158
Torrance, CA 90505
424.296.3111
www.tbcrecruiting.com
13-4346458
Teri Black
[email protected]
Office: 424.296.3111
Teri Black, President
Joseph E. Brann, CEO
Mobile: 310.781.0878
11 VII. COMPREHENSIVE LIST OF CLIENTS
Cities
Agoura Hills
Alameda
Alhambra
Aliso Viejo
American Canyon
Antioch
Anaheim
Arlington, TX
Arroyo Grande
Ashland, OR
Beaumont
Belmont
Berkeley
Beverly Hills
Brisbane
Buena Park
Burbank
Burlingame
Campbell
Cannon Beach, OR
Carlsbad
Carmel-by-the-Sea
Carpinteria
Chandler, AZ
Chino
Colma, Town of
Colorado Springs, CO
Concord
Costa Mesa
Cupertino
Cypress
Daly City
Davis
Del Mar
Denver, CO
Dublin
East Palo Alto
El Cajon
El Segundo
Emeryville
Escondido
Eugene, OR
Fairfield
Fort Worth, TX
Fremont
Fresno
Fullerton
Glendale
Glendora
Goleta
Half Moon Bay
Hayward
Healdsburg
Hermiston, OR
Hermosa Beach
Hillsborough
Huntington Beach
Imperial Beach
• Indian Wells
Indio
Irvine
Laguna Niguel
La Habra
La Mesa
La Palma
La Quinta
Lakewood, CO
Livermore
Lomita
Lompoc
Long Beach
Los Alamitos
Los Altos
Los Banos
Los Gatos, Town of
Lynwood
Malibu
Manhattan Beach
Marina
Manteca
Menlo Park
Milpitas
Modesto
Moreno Valley
Morgan Hill
Mountain View
Murrieta
Napa
National City
Newport Beach
Novato
Oakland
Ontario
Oxnard
Pacifica
Palo Alto
Pasadena
Petaluma
Piedmont
Pismo Beach
Pittsburg
Pleasanton
Prescott Valley, AZ
Pomona
Poway
Provo City, UT
Rancho Cordova
Redlands
Redwood City
Rohnert Park
Riverside
Roseville
San Bruno
San Carlos
San Diego
San José
12 San Juan Capistrano
San Leandro
San Luis Obispo
San Mateo
Santa Ana
Santa Barbara
Santa Clara
Santa Clarita
Santa Cruz
Santa Monica
Santa Paula
Santa Rosa
Seaside
Sierra Vista, AZ
Signal Hill
South Pasadena
South San Francisco
Counties
Alameda
Contra Costa
Denver, CO (City/County)
Lane, OR
Los Angeles
Marin
Merced
Monterey
Napa
San Diego
Santa Barbara
Special Districts/Authorities/Non-profits
•
Ashland, OR Parks Commission
Beach Cities Health District
Calleguas Municipal Water District
Castaic Lake Water Agency
Central County Fire Department
Contra Costa Water District
Dublin San Ramon Services District
East Bay Regional Park District
Glendale Water & Power
Goleta Water District
Hi-Desert Water District
Indio Water Authority
Menlo Park Fire Protection District
Mesa Consolidated Water District
Metropolitan Water District of Southern California
Municipal Water District of Orange County
Pasadena Water & Power
Sacramento Metropolitan Fire District
San Ramon Valley Fire Protection District
Santa Clara Silicon Valley Power
South Bay Regional Public Communications Authority
Southern California Association of Governments
Southern California Library Cooperative
The Annenberg Foundation Trust at Sunnylands
West Basin Municipal Water District
Sunnyvale
Surprise, AZ
Torrance
Tracy
Truckee, Town of
Turlock
Tustin
Vallejo
Ventura
Vista
Walnut Creek
West Hollywood
Westminster
West Sacramento
Woodside, Town of
Yucca Valley, Town of
13