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. Avondale , AZ- City Manager (2022)
. Charlotte, NC - Assistant City Manager (2022)
o Cottonwood, AZ - City Manager (2023)
. Goodyear, AZ- Deputy City Manager (2022)
. Green Valley Recreation, lnc. - Chief Executive Officer (2020) . Miami Beach, FL - City Manager (2021)
. Naples, FL - City Manager (2022)
. Oro Valley, AZ - Town Manager (2023)
. Powell, 0H - City Manager (2020)
. Queen Creek, AZ - Assistant Town Manager (2023)
. Vancouver, WA
' Deputy City Manager * Community and Economic Development(2021) , Deputy City Manager for Enterprise Services (2021)
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References
At Ralph Andersen & Associates, we feel strongly that our past client relationships will attest to the professionalism of our services, We would be pleased to provide additional references upon the City's request.
. City of Artesia
18747 Clarkdale Avenue, Artesia, CA 90701
Mayor Monica Manalo
(562) 865-6262
mmanalo@cityofartesia. us
Recruitment: City Manager
. City of Gustine
682 Third Avenue, Gustine, CA95322
Melanie Correa, Ad m inistrative Services Director
(209) 854-9407
mcorrea@citvofq ustine.com
Recruitment: City Manager
. City of La Verne
3660 D Street, La Verne, CA 91750
Tim Hepburn, Mayor
(90e) 5e6-8726
[email protected]
Recruitment: City Manager
. City of Norco
2870 Clark Avenue, Norco, CA 92860
Greg Newton, Mayor
(951) 316-9494
q newton@ci. norco.ca. us
Recruitment: City Manager
. City of Solvang
1644 Oak Street, Solvang, CA 93463
Mark lnfanti, Mayor
(805) 697-6581
mark. [email protected]
Recruitment: City Manager
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Project Staffing
The reputation of the search firm and personal commitment of the recruiters define the difference between the success and failure of any given recruitment. Ralph Andersen & Associates' search professionals are acknowledged leaders in the field and possess a broad range of skills and experience in the areas of local government management, executive search, and related disciplines, Only senior members of Ralph Andersen & Associates are assigned to lead search assignments, ensuring that their broad experience and knowledge of the industry is brought to bear on our clients' behalf.
The City of Sanger will have Mr. Fred Wilson, Senior Consultant of Ralph Andersen & Associates, as the Project Director on this engagement. Mr. Wilson will have all the resources and full support of our firm fully dedicated to ensuring the highest quality outcome during this important recruitment pr0cess.
Mr. Fred Wilson, Project Director
Mr. Wilson, Senior Consultant with Ralph Andersen & Associates, brings more than 35 years of experience as a local government executive, including 21 years serving as City Manager in two California cities. Working in full-service cities, he brings a strong background in identifying and recruiting top quality executive staff. His skills in identifying, recruiting, and retaining high quality employees and talent management, coupled with succession planning, have contributed significantly to the successes of those organizations. This experience gives Mr. Wilson a unique perspective to identifying high quality candidates that "fit" the organization.
Since joining Ralph Andersen & Associates, Mr. Wilson has completed many successful recruitments and brings a vast network of contacts throughout the region. He has successfully completed searches for executives and professionals for local government organizations including City Managers, Community Development Directors, Public Works Directors, Finance Directors, and other General Managers.
Mr. Wilson's clients have found his knowledge of city management, experience working with City Council members, and expertise in recruitment and selection an asset, As a long-tenured local government executive, Mr. Wilson has extensive experience in all aspects of governance including organizational development, succession planning, municipal finance, community development, and general management. His experience includes serving in multiple leadership roles in various organizations including the League of California Cities and has been active on various advisory boards throughout his career.
Mr. Wilson holds a Bachelor of Science degree in Urban Planning from Cal Poly Pomona, and a Master's degree in Public Administration from California State University, Northridge.
Mr. Wilson may be reached at (916) 630-4900 or directly on his cell at(714) 421-3258 or via email at [email protected].
fr
'il
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Paraprofessional and Support Staff
Paraprofessional, graphics, and support staff will
provide administrative support to the consultant
team on recruitment assignments. These may
include Ms. Diana Haussmann, Ms. Christen
Sanchez, Ms. Hannah Jones, Ms. Karen AllGood,
Ms. Tina Keller, and Ms, Teresa Heple.
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l jt"lii'r,:li'it t tiil ii ijtjti.rto ;;,jiirt(jl ii ijiliilnllijritr, ,l;;Iitii'liiiiit:;tlirr tII' l r)lilj|l' I ilii,ilit;;ill il,li'rit';rril;lI The successful search process relies heavily on person{o-person contact to identify outstanding potential candidates and, in the evaluation phase, to gain a complete understanding of the background, experience, and management style of the top candidates. The executive recruitment techniques used by Ralph Andersen & Associates have been developed and used successfully with hundreds of clients for more than 51 years,
We feel that the key elements of the search process, which can be tailored to fit the specific needs of the City of Sanger, should include:
., Developing a comprehensive position profile based upon information obtained in video meetings with the City Council, key staff members, and others as directed (i.e., key stakeholder groups).
,, Extensive personal outreach, via telephone and through internet technology, to qualified candidates throughout California. Oulof-state candidates may apply although the focus will be on in-state experience.
', A marketing strategy that uses selected advertising to supplement the extensive candidate identification process, uses the lnternet and social media, and also uses our already established professional contacts in the field of city management. " A screening and assessment process that narrows the field of candidates to those that most closely match the needs of the City and is based on extensive reference checks and telephone interviews with the top candidates.
,, Delivering a product in the form of a search report that recommends the top group of candidates and provides the decision-makers with detailed information about their backgrounds and experience.
,' Assistance during the interview and selection process and in the negotiation of a compensation package.
,i:rit:a,r rr ;iit i{{{q rii"ik li tllit I
This section describes the usual steps in the search for a new City Manager for the City of Sanger This recruitment will be underthe direction of Mr. Fred Wilson, Project Director/Search Consultant. 'taiirIi 'ri , l'icrrlclni l!l"o!,rlr;i. hlliiln;lr1r:r;rl,f)illi. l\l!f;]r(]r,t{1ff'l The Project Director, Mr. Wilson, will begin work on this project within 10 days (or sooner) after the City provides a contract or, alternatively, an official notice to proceed, The first task will include established individual and/or group meetings with the City Council and others, as appropriate, to finalize the recruiting and selection process (preference to be done using Zoom Video Technologies application). This will include discussion of the project management for this search, review of the work plan, confirmation of timing, and communication methods. Working collaboratively with the City Council and key City staff, this task will result in a more deflnitive timetable. /iii;{ itl
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As part of our overall approach to this project, the Project Director will deliver regular updates (typically done orally) throughout each stage of the search. ln addition, Mr. Wilson will be highly accessible and responsive to client requests and inquiries.
Task 2 - Develop Position Profile
The position profile for the City Manager is the guide for the entire search process. The development of the profile includes the collection of technical information and recruitment criteria.
Technical lnformation
Mr. Wilson will conduct video meetings with the City Council, key staff members, and others as directed by the City to gain an understanding of the experience and professional background requirements desired in the City Manager. These meetings will also help the Pgect Director gain an understanding of the work environment and the issues facing the City of Sanger. ln-person meetings can be arranged with sufficient advance notice.
Recruitment Criteria
The recruitment criteria are those personal and professional characteristics and experiences desired in the City Manager. The criteria should reflect the goals and priorities of the City of Sanger.
Subsequent to the development and adoption of the candidate profile, the technical information and recruitment criteria will be documented in an information brochure prepared by Ralph Andersen & Associates. The brochure will be reviewed by the City in draft format, revised as appropriate, and published for use throughout the search.
Optional Service (Communitv Survev) - The City Council may desire obtaining input from the Community on the qualities they would like to see in the new City Manager. To facilitate Community input, the Prolect Director can conduct an on-line survey, Additionally, our process can allow for email comments to Ralph Andersen & Associates relative to the desired qualities in the next City Manager. See Cost Section for more details on pricing.
Task 3 - Outreach and Recruiting
This task is among the most important of the entire search. lt is the focus of the activities of the Prolect Director and includes specific outreach and recruiting activities briefly described below.
Outreach
An accelerated outreach and advertising campaign will be developed. lt will include the placement of ads in publications such as Western Ctty Magazine, lnternational City/County Management Association (CMA), and other professional publications. Specific lnternet sites related to government will be used as a method of extending the specific outreach in a short period of time,
Additionally, the advertisement and the full text of the position profile (the recruitment brochure) will be placed on Ralph Andersen & Associates' website, which is accessed by a large number of qualified candidates. This method of outreach to potential applicants provides a confidential source that is monitored by many key level executives on an on- going basis.
Candidate ldentification
Ralph Andersen & Associates will use their extensive contacts to focus the recruiting effort. ln making these contacts, the Project Director will target those individuals who meet the criteria set by the City. Each of the candidates identified through the recruiting efforts will
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be sent an information brochure. Candidates will also be contacted directly to discuss the position and to solicit their interest in being considered.
Both the outreach and recruiting activities will result in applications and resumes from interested candidates. As they are received, resumes will be acknowledged and candidates will be advised of the general timing of the search process. The following tasks involve the actual selection process, once all resumes have been received.
Task 4 - Candidate Evaluation
This task will be conducted following the application closing date. lt includes the following specific activities:
Screening
All of the applications will be carefully reviewed. Those that meet the recruitment criteria and minimum qualifications will be identified and subject to a more detailed evaluation. This evaluation will include consideration of such factors as professional experience, and size and complexity of the candidate's current organization as compared to the candidate profile.
Preliminary Research and lnternet Review
The research staff of Ralph Andersen & Associates, under the direction of the Project Director, will conduct preliminary research and internet review for those candidates identified as the most qualified as a result of the screening process. This level of research will be done on a limited number of candidates to learn more about each candidate's public profile and related information that is available on the internet.
Preliminary lnterviews via Video Technology
The Prolect Director will conduct preliminary interviews with the top group of candidates identified through the screening and preliminary research and lnternet review processes.
The interviews are extensive and designed to gain additional information about the candidates' experience, management style, and "fit" with the recruitment criteria. lnterviews will be conducted using video technology.
The screening potlion of the candidate evaluation process typically reduces a field of applicants to approximately four (4) to six (6) individuals. Those individuals will be reviewed with the City Council prior to proceeding with the individual interviews.
Task5-Search Report
After completing Task 4, all documentation will be supplied to the City electronically. No hard copies will be supplied to the City for any phase of this search engagement. Mr. Wilson will prepare detailed information for review including resumes uploaded to a file sharing system (i.e., DropBox or ShareFile). Mr. Wilson will conduct a video conference call or in-person meeting with the City Council Search or other designated representative to review the search report on the top candidates. The report divides all of the candidates into four groups including 1) the top group of candidates that are recommended to be interviewed via video by the City Council; 2) a backup group to the first group; 3) no further consideration group; and 4) lacks minimum qualifications. The search report will include candidate resumes and cover letters. The results of preliminary media research will be included. This meeting will result in a confirmed group of top candidates for the City to further consider. lmportant to note, we typically do not conduct references on all of the finalist candidates. The more standard process is to do a partial background on the top 2-3 candidates with various verifications, internet search, and limited references (outside of current employer). References for current employers are often not released by candidates until the final stage of the search process when they are assured of being the candidate of choice. Verifications such as credit check, DMV Report, and civil/criminal are typically conducted once a contingent offer is made to the selected candidate unless
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the finalist candidate(s) give explicit approval and sign a release to proceed. Education checks are conducted before the slate of candidates interviews with the City Council.
The results of the Search Report will be a confirmed group of finalist candidates that the City Council willinterview.
Task 6 - Selection
The final selection process will vary depending upon the desires of the City Council. The typical services provided by Ralph Andersen & Associates in the selection process are described briefly below:
Mr. Wilson will coordinate the selection process for the finalist group of candidates. This includes handling the logistical matters with candidates and with the City.
Ralph Andersen & Associates will prepare an electronic interview booklet (uploaded to a file sharing program such as DropBox or ShareFile) that includes the resume, cover letter, and preliminary media research for each candidate. ln addition, this electronic information will contain suggested questions and areas for discussion based upon the recruitment criteria. Electronic copies of the interview booklet will be provided in advance of the candidate interviews. No hard copies of material will be provided. Should the City desire hard copies, that will be the responsibility of the City to produce and distribute.
Mr. Wilson will facilitate the lnterviews to assist the City through the selection process. This assistance will include an initial orientation, candidate introductions, and facilitation of discussion of candidates afterall interviews have been completed.
Additionally, verifications will be made on the top 2-3 candidates and will include education verifications, Department of Motor Vehicle check, and credit check. Due to legislation, criminal checks ("Ban the Box") are only permissible when a contingent offer of employment is made. The results of these verifications will be discussed with the City at the appropriate time.
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a
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lnformal (limited) reference checks will be conducted on the top 2-3 candidates. A more detailed reference report will be done on the top candidate. The results of these reference checks will be discussed with the City Council at the appropriate time during a closed session.
As needed, the Prolect Director is available to provide assistance to the City Council in the final selection as may be desired. This assistance may include providing or obtaining any additional information desired to assist in making the finalselection decision, Task 7 - Negotiation
The Project Director is available to assist the City Council in negotiating a compensation package with the selected candidate. This includes recommendations on setting compensation levels.
Additionally, if desired by the City Council, Ralph Andersen & Associates will coordinate with the City Attorney to prepare a draft employment agreement and work with the City Council on the finalization of this document. As required by the Brown Act, the employment agreement for the new City Manager will be required to be approved and voted on in a public meeting at a regularly scheduled City Councilmeeting.
Task8-CloseOut
After the City has reached agreement with the individual selected for the position, the Project Director will close out the search, These activities will include advising all of the finalist candidates of the status of the search by telephone,
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Schedule
We anticipate approximately a 90-120-day time frame for this entire recruitment process. lmportantly, there is the ability to begin this process effectively with the use of video technology and file sharing methods that support a very strategic approach under Mr. Wilson's direction, although most if not all meetings will be done in person, if possible.
A sample timeline is provided below.
Task Estimated Week
of Completion
Task 1 - Review Project Management Approach Week One
Task 2 - Develop Position Profile and Recruitment Brochure Week One - Week Two Task 3 - Outreach and Recruiting Week Two - Seven
Task 4 - Candidate Evaluation
0ngoing Throughout Process
(typically more focused during Week
Six and Week Seven)
Task5-Search Report Week Eight - Week Nine
Task 6 - Selection Week Nine - Week Ten
Task 7 - Negotiation Week Ten - Week Eleven
TaskB-CloseOut Week Twelve
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Work Samples
Sample Brochures
To see samples of our recruitment brochures please visit the Career Opportunities page of our website at www. ralohandersen.com
Sample Candidate Presentation Packet
The candidate assessment tools prepared by Ralph Andersen & Associates are customized for each recruitment. lmportant to note, no hard copies will be provided; all material will be electronically provided through a file-sharing application. The City should expect to receive the following:
. Digital Resume Review Binder that includes a listing of:
, All Applicants showing name and current position
' Matrix of Experience for those candidates that are in the Highly Qualified group for an "at a glance" comparison of the top candidate's experience and qualifications ' Applicants in the Highly Qualified group along with their cover letter and resume , Applicants in the Meets Minimum Qualifications group along with their cover letter and resume
' Applicants in the Lacks Minimum Qualifications group - no cover letters or resumes typically provided
. Digital lnterview Binder
, lnterview Schedule
' Suggested lnterview Questions
, Matrix of Experience
' Cover Letter / Resume
' Optional - Responses to Supplemental QuestionsMriting Sample
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;, l, ,i : ,l l/, ,l' .] l'
il
The recruitment efforl for a new City Manager for the City of Sanger will be a national search process with a focus on California and the Western Region, The review of resumes and qualifications will be conducted on all candidates that submit giving the City the ability to select from a broad field of qualified candidates. The professional services fee to perform this search will be a fixed fee of $30,000* for recruitment services and all related expenses. *Note - Expenses included in this fixed fee include such items as advertising, consultant interaction (anticipated to be done primarily through videoconferencing except for finalist interviews), clerical, graphic design, research, and long-distance telephone charges. On top candidates, lnternet and Lexis/Nexis searches will be conducted. Additionally, education verifications, DMV check, wants and warrants, civil and criminal litigation search, and credit check will be conducted on the top two candidates. Detailed reference checks will be conducted on the top candidate, Should the City desire to conduct detailed reference calls on more than one candidate, a background fee of $1,800 per candidate will be billed in addition to the above stated fees. Limited references (outside of current employer) are included in this quote.
lnvoicinq for Services - Ralph Andersen & Associates will bill the City in four installments as follows:
., Following kick-off and finalization of recruitment brochure - $9,000 .' After the closing date - $9,000
', After finalist interviews - $9,000
,, Upon placement - $3,000
Progress payments will be due upon receipt.
Brochure - A full color electronic brochure will be developed for the City Manager recruitment. All pictures will be the responsibility of the City. The City will also be responsible for ensuring that there are no copyright restrictions on the photographs supplied to Ralph Andersen & Associates and that the City will agree to pay any and all related charges or fines if a copyright violation is incurred either during the search itself or subsequently.
OptionalService munitv Survev)- Should the City choose to conduct a Community Survey with summarized results, this would be conducted for an additional $3,500 Exception - Any candidate travel is the full responsibility of the City. iii,rrit*iij..rii.'(jt Ji il()rillifllr i; iilfi fl riril(;l I,i;,1il,ryI Ralph Andersen & Associates' standard hourly billing rates are as follows:
., Project Director $195/hr
', Senior Consultant $'175lhr
.. Recruitment Manager $80/hr.
', Senior Recruitment Coordinator $80/hr.
., Graphics Designer $75/hr.
,, Researcher $60/hr,
,. Support Services $50/hr.
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Guarantee
Ralph Andersen & Associates offers the industry-standard guarantee on our full search services. lf within a one-year period after appointment, the City Manager resigns or is dismissed for cause, we will conduct another search free of all charges for professional services. The City of Sanger would be expected to pay for the reimbursement of all incuned expenses, lf a placement is not made in the first outreach effort, the Consultant will conduct a second outreach effort with no charge for Professional Services. The City would be expected to pay for all incurred expenses.
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Fot the Meeting of; August 77,2023
Agenda Item No.:
l-{ - 7
CrrYoF SINGER
RE,PORT TO THE, CITY COUNCIL
To:
From:
Subject:
Mayor and City Council
Becky Padron, City Clerk/Deputy Personnel Officer
Acting City Manager Appointment and Acting Pay
Attachments:
RECOMMENDATION:
That the Council consider whether to confirm the appointment of Police Chief Greg Garner as Acting City Manager, and approve 5Yo Acting Pay beginning July 13, 2023, and ending upon appointment of an Interim City Manager.
EXECUTIVE SUMMARY:
This matter concerns the approval of the appointment of Police Chief Garner as Acting City Manager and the approval of 5Yo Acting Pay until an Interim City Manager is appointed.
BACKGROUND:
City Manager Tim Chapa submitted his resignation effective September 8,2023 and took vacation from July 13 through September 8,2023. At that time, he appointed Chief Garner as Acting City Manager during his absence while on vacation. Under this agenda item, the City Council will determine whether to approve the Acting City Manager appointment and if so, whether to approve a 5Yo Acting Pay increase. It is noted that 5o/o is the actingpay amount paid in the past to an Acting City Manager.
REASONS FOR TION:
To conform to City Council direction to place this matter on the agenda.
Preoared bv: Beckv Padron Approved by:
REVIEW: City Manage n g; Finance: CirvAttomev: SGC
TYPE OF ITEM:
X Consent
Info Item
X Action Item
Deoattment Reoort
Redevelooment Asencv
COUNCILACTION: - APPROVED - DENIED - NO ACTION
Public Hearing
Matter Initiated by a Council Member
Other
Continued to:
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F'ISCAL IMPACT:
The fiscal impact is $259.48 per pay period.
ALTERNATIVES:
None.
ACTIONS X'OLLOWING APPROVAL:
Staffwill implement the 5o/o ActingPay with the next payroll following approval. 355