City of Sacramento
City Council - 5PM Report
915 I Street Sacramento, CA 95814
www.cityofsacramento.org
File ID: 2025-00504 2/25/2025 Discussion Item 24.
Executive Recruitment Firm to Conduct the City Manager Recruitment File ID: 2025-00504
Location: Citywide
Recommendation: 1) Receive Personnel and Public Employees (P&PE) Committee recommendation for the selection of an Executive Recruitment firm to conduct the recruitment for City Manager; and 2) pass a Motion directing staff to begin the recruitment process with CPS HR Consulting.
Contact: Jennifer Wilkinson, Administrative Officer, (916) 808-5295, [email protected], Department of Human Resource Presenter: Jennifer Wilkinson, Administrative Officer, (916) 808-5295, [email protected], Department of Human Resource Attachments:
1-Description/Analysis
2-CPS HR Consulting Proposal
Description/Analysis
Issue Detail: The position of City Manager was vacated effective December 31, 2024. The City Council has begun a recruitment process for the position of City Manager.
On October 22, 2024, the City Council approved entering into professional service agreements with five firms for executive recruitment services. With that action, the Council pre-approved executive recruitment vendors who had successfully met the requirements of the City's Request for Proposals for Executive Recruitment Services on an as-needed basis. The rationale provided for this Council action was that since each of the five firms on the list met the qualities the City sought such as unique experience, recruitment approach, geographic reach, fee schedule, and diversity profile, their pre-approval would give the City much needed flexibility and agility in meeting its executive recruitment needs. As the City has contracts in place with these five firms, the city requested that each of the firms submit cost proposals and respond to basic process questions. CPS HR Consulting and MGT Impact Solutions submitted cost proposals.
File ID: 2025-00504 2/25/2025 Discussion Item 24.
On January 28, 2025, the City Council referred to the Personnel and Public Employees (P&PE) Committee the evaluation of executive recruitment search firms from the list of firms approved by the City Council on October 22, 2024, and directed the P&PE Committee to return to the City Council with a recommendation on the executive recruitment search firm to use in the City Manager recruitment no later than March 1, 2025.
On February 4, 2025, the P&PE Committee reviewed cost and process proposals of firms proposing to conduct the executive recruitment for City Manager, discussed comments and suggestions from City Councilmembers at the January 28, 2025, Council meeting, discussed the executive recruitment firms’ qualifications and proposals, and passed a motion directing the City Clerk to invite CPS HR Consulting and MGT Impact Solutions to present to the P&PE Committee on February 18, 2025.
On February 18, 2025, the P&PE Committee conducted interviews of the two firms who submitted cost proposals: CPS HR Consulting and MGT Impact Solutions and passed a motion recommending to the City Council engagement of CPS HR Consulting to conduct the executive recruitment for City Manager.
Policy Considerations: Not applicable.
Economic Impacts: Not applicable.
Environmental Considerations:
California Environmental Quality Act (CEQA): This action is not a project that is subject to CEQA because it is an organizational or administrative activity that will not result in direct or indirect physical changes in the environment. (CEQA Guidelines §15378(b)(5)).
Sustainability: Not applicable.
Commission/Committee Action: On February 18, 2025, the P&PE Committee conducted interviews of the two firms who submitted cost proposals: CPS HR Consulting and MGT Impact Solutions and passed a motion recommending to the City Council engagement of CPS HR Consulting to conduct the executive recruitment for City Manager.
Rationale for Recommendation: Using an outside firm to conduct the recruitment for an executive level position is consistent with past practices.
Financial Considerations: The estimated total cost for the recruitment is $40,000.
Local Business Enterprise (LBE): Not applicable.
CALIFORNIA
TEXAS
COLORADO
PROPOSAL
City of Sacramento
Executive Recruitment Services for City Manager
Due Date: January 29, 2025
5:00 P.M. PT
Submitted by:
Melissa Asher
Chief of Client Services
CPS HR Consulting, 2450 Del Paso Road, Suite 220, Sacramento, CA 95834 P: (916) 471-3358, [email protected]
Tax ID: 68- 0067209
www.cpshr.us
2450 Del Paso Road, Suite 220 Sacramento, CA 95834 www.cpshr.us Tax ID: 68-0067209
Table of Contents
Recruitment Experts ............................................................................... 1 Our Approach ........................................................................................ 5 Key Stakeholder Involvement ................................................................. 5 The City’s Needs ....................................................................................... 5 Commitment to Communication .......................................................... 5 Aggressive, Proactive, and Robust Recruitment .................................. 5 Diversity Outreach Process ..................................................................... 6 Community/Stakeholder Engagement ................................................. 6 Methodology and Scope of Work....................................................... 7 Phase I - Develop Candidate Profile and Recruitment Strategy ....... 7 Phase II - Aggressive, Proactive, and Robust Recruitment ................. 8 Phase III - Selection ................................................................................ 10 Timeline.................................................................................................... 11 Our Executive Recruiting Team .......................................................... 14 Team Biographies .................................................................................. 14 References ............................................................................................ 16 Professional Fees and Guarantee ..................................................... 17 Professional Services .............................................................................. 17 One-Year Service Guarantee .............................................................. 17 Appendix A: Sample Brochure .......................................................... 18
2450 Del Paso Road, Suite 220 Sacramento, CA 95834 www.cpshr.us Tax ID: 68-0067209
January 29, 2025
Jennifer Wilkinson
Program Specialist
City of Sacramento
915 I Street
Sacramento, CA 95814
Submitted via email to: [email protected] Subject: Executive Recruitment Services
Dear Ms. Wilkinson:
CPS HR Consulting (CPS HR) is pleased to have the opportunity to submit a proposal to assist the City of Sacramento (City) with the recruitment of a new City Manager. We are uniquely qualified to undertake this effort as we have vast experience in assisting public agencies with executive search, screening, and placement.
CPS HR offers a broad spectrum of human resource services while delivering personalized, results-oriented services, utilizing best practice methods of recruitment and selection strategies from our team of recruitment experts. Each recruitment is an opportunity to shape and prepare your organization for the future. We understand how important this transition is for you and are perfectly placed to assist you in this endeavor. Once this project begins, we will work with the City to tailor our process to highli ght this exciting opportunity and attract the best possible candidates.
In-Depth Experience with the City of Sacramento
We have developed an extensive and ongoing collaborative partnership with the City of Sacramento, working closely with the City Council, Mayor, appointed staff, and council staff to support their diversity, equity, and inclusion (DEI) goals. Most recently, we partnered with the City to design and facilitate a comprehensive training program that addressed critical topics, including cultural intelligence, emotional intelligence, implicit bias, microaggressions, and crucial conversations. This program was tailored to meet the unique needs of city leaders and staff, equipping participants with the knowledge and skills necessary to foster a more inclusive, equitable, and effective workplace. Through multiple sessions, we engaged stakeholders at all levels of city governance, creating a shared framework for understanding and addressing complex DEI challenges. The training yielded measurable improvements in participants’ learning outcomes and advanced the City’s broader inclusion efforts, highlighting our capacity to deliver impactful and sustainable change within government organizations.
2450 Del Paso Road, Suite 220 Sacramento, CA 95834 www.cpshr.us Tax ID: 68-0067209
Additionally, we have assisted the City with numerous executive searches , classification and compensation s ervices, police and fire exam and testing developments , and various training services over the past twenty (20) years.
It is our commitment to work in partnership with your organization to a successful result.
Thank you for the opportunity to be considered for this assignment. Should you have questions or comments about the information presented in this proposal, please do not hesitate to contact me at (916) 471-3358 or via email at [email protected].
Sincerely,
Melissa Asher
Chief of Client Services
Proposal to City of San Jose
Executive Recruitment Services for Deputy City Manager
Page | 1
Recruitment Experts
CPS HR specializes in the recruitment and selection of key professionals for cities, counties, special districts, and non -profits. Working in partnership with the governing body or selection team, we develop customized search strategies that focus on locating and recruiting qualified candidates who match the agency’s unique needs. Our wealth of recruitment experience has been gained through more than 20 years of placing top and mid -level executives in public agencies throughout the United States.
Unmatched Recruitment Experience for Government Agencies. CPS HR has extensive experience in recruiting executive -level professionals for public agencies across the United States. As a public agency ourselves, we understand how to work with and within government. Our understanding of public sector culture and policy uniquely sets us apart from our competitors.
Focus on Diversity Recruiting. In the past three years, 57% of the candidates placed by CPS HR were female, members of ethnic minorities or both. To continue this trend, CPS HR is constantly assessing the best methods for reaching the broadest network of possible candidates. To that end, we have just signed a contract with Zoom Info, a new sourcing platform, that includes a diversity sourcing filter.
Seasoned Executive Recruiters. Our recruiters possess a high level of expertise in recruiting and placing executive -level professionals. Our staff of experts includes an exceptional group of full-time employees as well as a full complement of subject matter experts, intermittent employe es, and part -time employees with a variety of public and private sector experience.
Detailed Needs Assessments. We conduct a detailed needs assessment to identify 1) future organizational direction; 2) challenges facing the position; 3) the working style and organizational climate; and 4) required core and job specific competencies as well as personal and professional characteristics.
Success Recruiting Non-Job Seeking Talent. We recognize that the very best candidates for some types of positions may not be looking for a career change, therefore, our recruitment team takes a very aggressive approach to identify and recruit such candidates.
Vast Pool of Public Agency Contacts. CPS HR maintains a database of candidates and an extensive network of external resources to leverage for executive -level positions. We utilize our vast pool of public and non-profit contacts to deliver a strong list of competitive candidates who will be well prepared to assist you in the accomplishment of your specific mission and goals.
Proposal to City of San Jose
Executive Recruitment Services for Deputy City Manager
Page | 2
Satisfied Clients. Our executive search client satisfaction rating averages 4.6 on a scale of 5. While many companies talk about client satisfaction, how many measure the impact of that through assessing client satisfaction by distributing written surveys and tying the results of these surveys to their performance management system? CPS HR Consulting does. A client satisfaction survey is sent at the end of every engagement requesting feedback on the quality of our staff, deliverables, and the overall consulting relationship. Retention/Success Rate. Our success rate is tied to the longevity of the candidates we place, currently more than 95% of our placements are still in their position after two years.
Partial list of recruitments. Below is a brief listing of recent similar recruitments to show our experience with similar executive recruitments.
Agency Title Year Completed
County of Orange, CA County Executive Officer Current
City of Carbondale, IL City Manager Current
City of Arvada, CO City Manager Current
San Joaquin Area Flood Control
Agency, CA
Executive Director Current
San Diego Ethics Commission, CA Executive Director 2024 California Workforce Association Executive Director 2024 County Welfare Directors
Association of California, CA
Executive Director 2024
City of Simi Valley, CA Deputy & Assistant City Manager, Outreach
2024
City of Farmersville, CA City Manager 2024
County of San Diego, CA Chief Administrative Officer 2024 San Diego Association of
Governments, CA
Chief Executive Officer 2024
City of Arcata, CA City Manager 2024
California Student Aid Commission,
CA
Executive Director 2024
Stanislaus County Housing
Authority, CA
Executive Director 2024
City of Simi Valley, CA City Manager 2024
Contra Costa County Employees’
Retirement Association, CA
Chief Executive Officer 2024
Orange County Power Authority,
CA
Chief Executive Officer 2024
Southern California Public Power
Authority
Executive Director 2024
Proposal to City of San Jose
Executive Recruitment Services for Deputy City Manager
Page | 3
Agency Title Year Completed
County of San Luis Obispo, CA County Administrative Officer 2024 Metropolitan Transportation
Commission, CA
Executive Director 2023
Ventura County Employees’
Retirement Association
Retirement Administrator (CEO) 2023
City of Gillette, WY City Administrator 2023
City of Phoenix, AZ Assistant City Manager 2023
City of Phoenix, AZ Deputy City Manager 2023
City of Baytown, TX City Manager 2023
City of Littleton, CO Deputy City Manager 2023
City of Littleton, CO City Manager 2022
City of Oklahoma City, OK Assistant City Manager 2022
City of Bellaire, TX City Manager 2022
County of Trinity, CA County Administrative Officer 2022 City of Nogales, AZ City Manager 2022
County of Imperial, CA County Executive Officer 2022
City of Turlock, CA City Manager 2022
City of Dallas, TX Assistant City Manager 2022
City of Tucson, AZ Assistant City Manager/Chief Financial Officer
2022
City of Piney Point Village, TX City Administrator 2022 City of Nogales, AZ City Manager 2022
City of Surprise, AZ City Manager 2021
City of Aztec, NM City Manager 2021
County of Yolo, CA County Administrative Officer 2021
City of Aurora, CO Deputy City Manager 2021
City of Dickinson, TX City Manager 2021
City of Dayton, TX City Manager 2021
County of Los Alamos, NM County Manager 2021
City of Hercules, CA City Manager 2021
City of Clayton, CA City Manager 2021
City of Marysville, CA City Manager 2021
County of Flathead, MT County Administrator 2021
County of Yolo, CA Assistant County Administrative Officer 2020 City of Greeley, CO Deputy City Manager 2020
City of Reno, NV City Manager 2020
Proposal to City of San Jose
Executive Recruitment Services for Deputy City Manager
Page | 4
Agency Title Year Completed
City of Bozeman, MT City Manager 2020
City of Richmond, CA City Manager 2019
City of Columbia, MO City Manager 2019
City of Union City, CA City Manager 2019
Town of Paradise Valley, AZ Town Manager 2019
City of Carson, CA City Manager 2019
City of East Palo Alto, CA City Manager 2019
City of Woodland Park, CO City Manager 2018
City of Modesto, CA City Manager 2018
Churchill County, NV County Manager 2018
City of Sacramento, CA Assistant City Manager 2018
County of San Luis Obispo, CA City Manager 2018
City of Goodyear, AZ City Manager 2018
County of Imperial, CA County Executive Officer 2018
Proposal to City of San Jose
Executive Recruitment Services for Deputy City Manager
Page | 5
Our Approach
Key Stakeholder Involvement
The City Council on behalf of the City of Sacramento must be intimately involved in the search for a new City Manager. Our approach assumes their direct participation in key phases of the search process. At the discretion of the City Council, other key stakeholders may also be invited to provide input for the development of the candidate profile.
The City’s Needs
A critical first step in a successful executive search is for the City Council to define the professional and personal qualities required of the City Manager. CPS HR has developed a very effective process that will permit the City Council to clarify the preferred future direction for the City; the specific challenges the City is likely to face in achieving this future direction; the working style and organizational climate the City Council wishes to establish with the City Manager; and ultimately, the professional and personal qualities required of the City Manager.
Commitment to Communication
Throughout the recruitment process, we are strongly committed to keeping you fully informed of our progress. We will collaborate with you to provide updates on the status of the recruitment via your preferred method of communication (phone conference, email, etc.).
We place the highest level of importance on customer service and responding in a timely manner to all client and candidate inquiries. Our previous clients and candidates have expressed a sincere appreciation for our level of service and responsiveness to t he management of the recruitment process. As a result, we have many long -term relationships with clients that have led to opportunities to assist them with multiple recruitments.
CPS HR’s communication continues once you have selected the new City Manager. We will contact the City Council and the newly appointed City Manager within six months of appointment to ensure an effective transition has occurred.
Aggressive, Proactive, and Robust Recruitment
We take an aggressive approach in identifying and recruiting the best available candidates. There are those candidates who would gladly rise to the professional challenge and apply for this position; however, some of the best candidates are often not actively seeking a new position and may only consider a change once we present them with your opportunity. Evoking the sense of vision and opportunity in qualified persons is among the responsibilities of CPS HR, and we pride ourselves in our efforts to reach the best available potential candidates.
Proposal to City of San Jose
Executive Recruitment Services for Deputy City Manager
Page | 6
We use advertisements, directly email the outreach brochure, post messages and connect with potential candidates on business media such as LinkedIn, and of course, pick up the phone and call qualified individuals and referral sources.
Diversity Outreach Process
CPS HR strives to attract the most highly qualified, diverse candidate pool possible. We are pleased that our diligent efforts have resulted in more than 57% of our executive level placements being people of color and/or female candidates within the past three years.
We accomplished this by advertising with organizations like the National Forum for Black Public Administrators and the Local Government Hispanic Network in order to reach these specific population groups. We also seek candidate referrals from local subject matter experts and the national leadership of groups like Women Leading Government. By taking the time to directly contact these influential industry experts, we ensure that we capture the maximum number of distinguished candidates – particularly those wh o are well- known in their industries, but who may not be actively looking for a new job.
Our recruitment process results in an exceptionally diverse candidate pool and a high level of client satisfaction.
Community/Stakeholder Engagement
The City Council desires input from City staff, community members, and stakeholders (business community, CBOs, labor, etc.). CPS HR proposes a rigorous internal and community outreach program to help achieve a 360-degree view of the future City Manager. To accomplish this task, we have deployed several strategies to gather feedback including community meetings, online surveys, roundtable/visioning meetings, and teleconferences. CPS HR will provide a summary to the City stemming from these activities as an additional source of information for developing the candidate profile and selection criteria. While a final schedule and format would be generated in consultation with the City, a suggested framework includes spending a day on- site soon after being awarded the contract to interview the City Council , associated staff, and community stakeholders who work with the City Manager
Proposal to City of San Jose
Executive Recruitment Services for Deputy City Manager
Page | 7
Methodology and Scope of Work
Our proposed executive search process is designed to provide the City with the full range of services required to ensure the ultimate selection of a new City Manager is uniquely suited to the City's needs.
Phase I: Our consultant will meet with the City Council to ascertain the City’s needs and ideal candidate attributes, to target our search efforts, and maximize candidate fit with the City.
Phase II: The recruitment process is tailored to fit the City’s specific wants and needs, with targeted advertising, combined with contacts with qualified individuals from our extensive database.
Phase III: The selection process is customized for the City. CPS HR will work with the City Council to determine the process best suited to City of Sacramento.
Phase I - Develop Candidate Profile and Recruitment
Strategy
Task 1 - Review and Finalize Executive Search Process and Schedule Task 2 - Key Stakeholder Meetings
Task 3 - Candidate Profile and Recruitment Strategy Development Task 4 - Develop Recruitment Brochure
The first step in this engagement is a thorough review of the City’s needs, culture and goals; the executive search process; and the schedule. CPS HR is prepared to meet with key stakeholders to obtain input in developing the ideal candidate profile and to assist us in understanding key issues and challenges that will face a new City Manager. Activities will include:
Identifying key priorities for the new City Manager and the conditions and challenges likely to be encountered in achieving these priorities. Describing the type of working relationship the City Council wishes to establish with the City Manager.
Generating lists of specific competencies, experiences, and personal attributes needed by the new City Manager in light of the discussions above.
Proposal to City of San Jose
Executive Recruitment Services for Deputy City Manager
Page | 8
Discussing recruitment and selection strategies for the City Council’s consideration to best produce the intended results.
CPS HR will provide a summary to the City stemming from these activities as an additional source of information for developing the candidate profile and selection criteria.
Following the completion of the workshop session, CPS HR will work with a professional graphic artist to design a recruitment brochure and present it to the City for review. Please refer to Appendix A for a sample brochure. Additional brochure examples are available on our website at https://www.cpshr.us/executive-level-recruitment-2/.
Phase II - Aggressive, Proactive, and Robust Recruitment Task 1 - Place Advertisements
Task 2 - Identify and Contact Potential Candidates
Task 3 - Resume Review and Screening Interviews
Task 4 - City Council Selects Finalists
The recruitment process is tailored to fit the City’s specific wants and needs, with targeted advertising, combined with personal contacts with qualified individuals from our extensive database.
CPS HR will prepare, submit for your approval, and publish advertisements on professional and affiliate websites to attract candidates on a nationwide, regional, local or targeted basis based on the recruitment strategy. Examples may include:
Advertising Sources
• City website
• CPS HR website
• California City News
• Public CEO
• ICMA
• Careers in Government
• GovernmentJobs.com
• Western City
• LinkedIn
• Municipal Management Association
Northern/Southern California
• National League of Cities
• National Hispanic Network
• National Forum of Black Public
Administrators
• Women Leading in Government
• Asian American Government Executives
As a consulting firm that interacts with hundreds of public sector executives during engagements, we have a cadre of individuals who we inform of recruitments, both to increase the visibility of the opening and to attract appropriate individuals who fit th e special needs of our client.
Communication with these professionals ensures that an accurate picture of the requirements of the job is apparent and proliferated throughout their professional networks.
Proposal to City of San Jose
Executive Recruitment Services for Deputy City Manager
Page | 9
CPS HR is focused on reaching a diverse candidate pool and would recommend publications/websites that are targeted to minority and female candidates. In addition to placing ads on websites aimed at minority candidates, we will contact leaders within appropriate associations to gain their insight and referrals of possible candidates.
Within the past three years, more than 57% of our executive level placements have been minority and/or female candidates.
CPS HR will prepare an email distribution list containing prospective candidates and referral sources. These individuals will receive a link to the City Manager brochure along with a personal invitation to contact CPS HR should they have any questions about the position.
CPS HR maintains a comprehensive, up -to-date database of industry leaders and experienced professionals; however, we do not rely solely upon our current database. We also conduct research to target individuals relevant to your specific needs and expectations to ensure that we are thorough in our efforts to market this position to the appropriate audience and to garner a diverse and quality pool of candidates.
We will:
Convey a strong sense of the purpose and strategy of the City. For many talented individuals, understanding these aspects is one of the key motivators to compete in such an environment.
Provide guidance and resources to candidates regarding the area’s cost of living, mean and median housing prices, higher education opportunities, K-12 education information, and other aspects of interest to those who are considering relocating to the area. Actively seek highly qualified candidates who may be attracted by the prospect of collaboration with other departments, providing exceptional leadership to the City or continuing to ensure the public confidence in the integrity of the City.
CPS HR will directly receive and initially screen all resumes. This screening process is specifically designed to assess the personal and professional attributes the City is seeking and will include a thorough review of each candidate's resume, and if appl icable, supplemental questionnaire responses and other supporting materials. CPS HR will personally speak to selected candidates during a preliminary screening interview and will spend extensive time ascertaining each candidate’s long-term career goals and reasons why the candidate is seeking this opportunity, as well as gaining a solid understanding of the candidate’s technical competence and management philosophy. We will gather data on any other unique aspects specific to this recruitment based upon the candidate profile, as well as conduct internet research on each candidate interviewed.
CPS HR will prepare a written report that summarizes the results of the recruitment process and recommends candidates for further consideration by the City Council. Typically, the report will recommend five to eight highly qualified candidates and will inc lude resumes and a profile on each interviewee's background. CPS HR will meet with the City Council to review this report and to assist them in selecting a group of finalists for further evaluation.
Proposal to City of San Jose
Executive Recruitment Services for Deputy City Manager
Page | 10
Phase III - Selection
Task 1 - Design Selection Process
Task 2 - Administer Selection Process
Task 3 - Final Preparation for Appointment
Task 4 - Contract Negotiation (if requested)
CPS HR will design a draft selection process based on information gathered in Phase I. We will meet with the City to review this process and discuss the City’s preferred approach in assessing the final candidates. The selection process will typically inclu de an in-depth interview with each candidate but may also include other selection assessments such as an oral presentation, preparation of written materials, and/or problem-solving exercises.
We will coordinate all aspects of the selection process for the City. This includes preparing appropriate materials such as interview questions, evaluation manuals, and other assessment exercises; facilitating the interviews; assisting the City with delibe ration of the results; and contacting both successful and unsuccessful candidates.
Following the completion of the selection process, CPS HR will be available to complete the following components:
Arrange Follow-up Interviews/Final Assessment Process: Should the City wish to arrange follow-up interviews and/or conduct a final assessment in order to make a selection, CPS HR will coordinate this effort.
Conduct In-Depth Reference Checks: The in-depth reference checks are a comprehensive 360-degree evaluation process whereby we speak with current and previous supervisors, peers, and direct reports. (It is our policy to not contact current supervisors until a job offer is made, contingent upon that reference being successfully completed, so as not to jeopardize the candidates’ current employment situation.) Candidates are requested to provide a minimum of five references. CPS HR is able to ascertain signific ant, detailed information from reference sources due to our commitment to each individual of confidentiality, which leads to a willingness to have an open and candid discussion and results in the best appointment for the City. A written (anonymous) summary of the reference checks is provided to the City.
Conduct Background Checks: Upon a conditional job offer, we will arrange for a background check of a candidate’s records on driving, criminal and civil court, credit history, education, published news, and other sensitive items. Should any negative or questionable content appear during these checks, CPS HR will have a thorough discussion with the finalist(s) and will present a full picture of the situation to the City for further review.
Proposal to City of San Jose
Executive Recruitment Services for Deputy City Manager
Page | 11
Contract Negotiation (if requested): Successful negotiations are critically important, and we are available to serve as your representative in this process. With our expertise, we can advise you regarding current approaches to various components of an employment package. We can represent you r interests with regards to salary, benefits, employment agreements, housing, relocation, and other aspects, with the ultimate goal of securing your chosen candidate.
Timeline
The project team CPS HR has selected is prepared to begin work upon receipt of a fully-executed contractual agreement. All search activities up to and including the selection of a new City Manager can be completed in 14 to 16 weeks. The precise schedule will depend on the placement of advertising on appropriate professional and affiliate websites, and the ability to schedule, as quickly as possible, the initial meeting. A proposed schedule of major milestones is presented below.
Proposal to City of San Jose
Executive Recruitment Services for Deputy City Manager
Page | 12
WORK PLAN SCHEDULE
DRAFT
Timeframe Activity
KICK-OFF MEETING
Week 1 Consultant speaks with Selection Committee.
STAKEHOLDER ENGAGEMENT OPPORTUNITIES
Week 2 Consultant conducts engagement activities as desired by the City Council. These may include in-person interviews with the Mayor and each Council Member, department heads, and other identified stakeholders; online surveys, or town hall meetings.
RECRUITMENT MATERIALS
Week 3 Recruitment Brochure:
Consultant submits recruitment brochure text to the City for review.
The City submits final revisions to the recruitment brochure text to the consultant.
Consultant submits final text to graphic designer.
Consultant submits draft brochure PDF to the City.
Consultant prepares recruitment and advertising materials. The City provides final approval of brochure.
ACTIVE RECRUITMENT
Weeks 4-8 Marketing: Consultant posts the job opening to various websites and publications.
Consultant sends initial e-mail blast to approximately 5,000 potential candidates and referral sources.
Aggressive Outreach/Application Process: Consultant follow-up with targeted/qualified candidates (those who are a match to the candidate profile) to ascertain interest and encourage application.
Candidates apply through the CPS HR website, receipt of applicant materials acknowledged.
The Consultant vets candidate resumes against minimum qualifications.
Consultant provides weekly updates to the City regarding recruitment activities.
Proposal to City of San Jose
Executive Recruitment Services for Deputy City Manager
Page | 13
Timeframe Activity
SELECTION ACTIVITIES
Weeks 9 and
10 Screening Interviews: Consultant conducts comprehensive screening interviews with all candidates who meet the minimum qualifications as described in the job announcement. Consultant will also conduct media checks on all screened candidates.
Week 11 Client Report Meeting: Consultant will review recommendations regarding top candidates with to determine the short-list candidates to be interviewed by the City and possibly by other subject matter experts, staff, etc.
Client Reports will be delivered electronically prior to determined meeting date.
Week 12 The City Interviews: Interview short-listed candidates and determine finalists for further consideration.
Consultant prepares all materials, coordinates candidate logistics and assists with facilitation of the short-listed candidate interviews.
Week 13 Background/Assessment Activities: Consultant conducts reference checks on the finalist candidates. Finalist candidates will participate in any pre- determined assessment exercises.
Consultant prepares all materials and coordinate any assessment activities.
Week 14Week
of 8/31
The City Interviews: Conduct interviews with finalist candidates and approve selection. Other assessment and candidate activities TBD.
Consultant prepares all materials, coordinates candidate logistics and assists with facilitation of the finalist candidate interviews.
NEGOTIATION OF OFFER
Immediately
following final
interviews
Consultant assists in the negotiation of a salary offer and terms and conditions of employment with the selected candidate and conducts final background check.
Proposal to City of San Jose
Executive Recruitment Services for Deputy City Manager
Page | 14
Our Executive Recruiting Team
CPS HR has assembled a strong project team with each member possessing extensive recruiting experience and a direct, in-depth understanding of local government. Our executive recruitment team will work collectively to fulfill the City’s needs in a timely and effective manner. The dedicated Project Team for this engagement will be Ms. Pam Derby, Ms. Teddy An derson, and Ms. Fatima Nukic. We are committed to providing each of our clients the same level of service excellence, and we take great care not to take on more work than this commitment allows. We will not utilize subcontractors for these services. No staff members will be removed or replaced without the prior written concurrence of the City.
Team Biographies
Pamela H. Derby, Manager, Executive Recruitment
Since joining CPS HR Consulting in 2003, Pam Derby has conducted a wide range of recruitments for county, city, special district and association executives including city attorney, executive director, general manager, city manager, assistant and deputy city manager, police chief, community and economic development director, human resource director, finance director, city administrator, registrar of voters, library director, and director of information technology in addition to specialized support positions.
Prior to joining CPS HR, Ms. Derby served as the Aide to the Yuba County Board of Supervisors serving as the Board’s liaison to County Department Heads, the community, and the media. This experience provided her with a unique perspective into the special c ircumstances that exist in a Board/Council-Manager relationship and a keen awareness of the inner workings of local government. She is sensitive to balance the wants of the community with the needs of the client so as to tailor a recruitment process that reaches out to the most appropriate candidates and ensures a diverse group of individuals from which to make a selection. She has successfully employed these techniques in jurisdictions ranging from under 10,000 to 10 million. Moreover, she employs a firmly -held personal philosophy that candidates must be treated with the same respect and careful consideration as her client.
Proposal to City of San Jose
Executive Recruitment Services for Deputy City Manager
Page | 15
Teddi Anderson, Executive Recruiter
Teddi Anderson is an accomplished human resources professional with the ability to manage a large number of staff and complex projects and programs. She has the ability to transition quickly between strategy and tactical efforts where customer service is always the priority. Ms. Anderson has a unique background, starting her career in public sector as a Police Officer in Oregon and now has more than 30 years in local government. She has managed all functional areas of HR, including 20 years in recruitment a nd compensation and labor relations. She has been the lead negotiator on a number of police and fire union contracts across the country. She has experience with executive searches during her role as HR Manager and with a previous Executive Search firm. She most recently served as the City of Littleton Colorado's Budget Manager.
Fatima Nukic, Associate Executive Recruiter
Fatima Nukic brings over ten years of professional experience in the public sector, specializing in a wide range of executive recruitments for counties, cities, special districts, and associations. Her expertise includes recruiting for key leadership positions such as Executive Director, City Attorney, Police Chief, Human Resources Director, Finance Director, Health and Human Services Director, Risk Manager, and Environmental Resources Director, among others.
Ms. Nukic is an action -oriented, results -driven recruiter who excels in developing innovative strategies to promote recruitments and identify ideal candidates. With a strong background in promotion, sourcing, and social media marketing, she plays a key rol e as an Associate Executive Recruiter at CPS HR Consulting.
Proposal to City of San Jose
Executive Recruitment Services for Deputy City Manager
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References
Provided below is a partial list of clients we have recently worked with in providing similar executive recruitment services. We are confident that these public -sector clients will tout our responsiveness and ability to successfully place candidates that were a good fit for their organization’s needs.
Reference 1
Agency: City of Simi Valley
Contact: Jennifer Gutierres, Deputy Human Resources Director Phone/Email: (805) 583-6741 ; [email protected] Address: 2929 Tapo Canyon Road, Simi Valley, CA 93063
Project: Full Recruitment for City Manager (2024)
Reference 2
Agency: County of San Diego
Contact: Joel Anderson, Member, Board of Supervisors
Phone/Email: (619) 204-2200; [email protected]
Address: 1600 Pacific Hwy Ste 335, San Diego, CA 92101
Project: Full Recruitment for County Administrative Officer (2024) In addition, Supervisor Anderson has served on SANDAG during two CEO recruitments and the Independent Performance Auditor recruitment conducted by Ms. Derby
Reference 3
Agency: City of San Diego Ethics Commission
Contact: Sharon Spivak, Outgoing Executive Director
Phone/Email: (619) 533-3477; [email protected]
Address: 451 A Street, Ste. 1410, San Diego, CA 92101
Project: Full Recruitment for Executive Director (2024) Proposal to City of San Jose
Executive Recruitment Services for Deputy City Manager
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Professional Fees and Guarantee
Professional Services
Our professional fixed fee covers all CPS HR services and deliverables associated with Phases I, II, and III of the recruitment process.
Travel expenses for candidates who are invited forward in the interview process are not included.
Professional Fixed Fee*
Professional Services for Full Recruitment (Fixed Flat Fee) $40,000 *Professional fees would be billed and paid monthly.
One-Year Service Guarantee
If the employment of the candidate selected and appointed by the City as a result of a full executive recruitment(Phases I, II, and III) comes to an end before the completion of the first year of service, CPS HR will provide the City with professional services to appoint a replacement.
Professional consulting services will be provided at no cost. T he City would be responsible only for expenses such as re -advertising, consultant travel, additional background checks, etc. This guarantee does not apply to situations in which the successful candidate is promoted or re - assigned within the organization during the one -year period. Additionally, should the initial recruitment efforts not result in a successful appointment, CPS HR will extend the aggressive recruiting efforts and screen qualified candidates until an offer is made and accepted. CPS HR does not provide a guarantee for candidates placed as a result of a partial recruitment effort.
We thank you for your consideration of our proposal. We are committed to providing high quality and expert solutions and look forward to partnering with the City of Sacramento in this important endeavor.
Proposal to City of San Jose
Executive Recruitment Services for Deputy City Manager
Page | 18
Appendix A: Sample Brochure
Proposal to City of San Jose
Executive Recruitment Services for Deputy City Manager
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Proposal to City of San Jose
Executive Recruitment Services for Deputy City Manager
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Proposal to City of San Jose
Executive Recruitment Services for Deputy City Manager
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Proposal to City of Sacramento
Executive Recruitment Services for City Manager
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