Qualifications of the Firm
Executive Summary
Attracting top talent has never been more complex and Ralph Andersen & Associates is highly qualified to assist City of Santa Paula with recruiting its new City Manager. We have conducted more successful executive recruitments than any other recruitment firm since 1972. From helping the City Council create a competency-based interview framework for the new City Manager, including assessing candidates and attracting top human capital, our search professionals offer an unparalleled depth of experience, national reach, and knowledge.
The City has requested our proposal to assist in identifying and recruiting a highly qualified group of candidates for the new City Manager position. In particular, the City is seeking a firm with a strong national presence and professional experience to clearly assess the City’s needs and formulate a strategy to deliver results.
At Ralph Andersen & Associates, we believe that gaining a complete understanding of our client’s specific objectives and priorities is essential prior to launching any search assignment. This process includes identifying and incorporating a range of vital details, such as the candidate’s desired skills and experience, as well as critical “soft skills” related to temperament, personality, management philosophy, and other factors that will ultimately determine the candidate’s “fit” with the organization.
We begin each search by working closely with the City’s leadership, stakeholders, staff, and, if desired, the community, to develop a complete picture of the desired candidate pool. Our teamoriented approach, combined with this 360-degree perspective, ensures that a complete understanding of the organization’s mission and culture translates into the specific traits and characteristics that will enable the selected candidate to succeed in the position.
We understand that the City expects aggressive, personalized outreach to identify a diverse and highly qualified applicant pool and a selection process that includes comprehensive candidate reports based on thorough reference and background checks. We will begin by identifying the desired characteristics and building a recruitment strategy tailored to the City’s specific needs. The resulting outreach and advertising campaign will incorporate extensive personal outreach to recruit a highly qualified group of candidates.
Ralph Andersen & Associates serves a nationwide clientele focused on local government. The principal of the firm is Ms. Sabrina Landreth, President/CEO, and she has the full authority to legally bind the firm.
Why Choose Ralph Andersen & Associates?
Ralph Andersen & Associates, a California Corporation, has been providing executive search and management consulting for more than five decades. As such, the executive recruitment techniques used by Ralph Andersen & Associates have been developed and used successfully with hundreds of clients for more than 54 years.
With Ralph Andersen & Associates, there is an entire team behind every recruitment. Our firm takes a multi-disciplined, team approach to executive search. Successful outreach relies heavily on person-to-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. By drawing on the combined expertise of our associates and our network of professional contacts, we address outreach from a wide variety of perspectives and find unique ways to identify and recruit the best and brightest.
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Project Staffing
The search firm's reputation and the recruiters' personal commitment determine the success or 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 local government management, executive search, and related disciplines.
The City of Santa Paula 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 other members of the firm dedicated to ensuring the highest quality outcome during this important recruitment process.
Mr. Fred Wilson, Project Director
Mr. Wilson joined Ralph Andersen & Associates in 2019 and has a professional career in local government serving in different leadership roles. Prior to joining Ralph Andersen & Associates, Mr. Wilson served as City Manager for 10 years in Huntington Beach as well as in other leadership roles in various local government organizations in California. 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. Mr. Wilson has extensive experience in all aspects of governance including organizational development, succession planning, municipal finance, community development, and general city management. Since joining Ralph Andersen & Associates in 2019, Mr. Wilson has personally conducted over 100 recruitments at all levels of local government and special districts. He firmly believes that recruiting and retaining top talent for local government positions positively contributes to the long-term success of the organization.
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 directly on his cell at (714) 421-3258 or via email at [email protected].
The Project Director will be assisted (if needed) by the following key members of our Search Team:
Sabrina Landreth, President / CEO
Ms. Sabrina Landreth is a respected public administrator with 25 years of experience in leadership roles at public agencies. Ms. Landreth is now serving as Chief Executive Officer of Ralph Andersen & Associates, focused on municipal search and consulting at the national level.
Before joining Ralph Andersen & Associates, Ms. Landreth served as the General Manager of the East Bay Regional Park District, one of the largest special districts in the country, spanning 33 cities and two counties. Prior to her appointment at the Park District, Ms. Landreth served as the City Administrator for the City of Oakland, where she oversaw a $2 billion annual budget, more than 5,000 employees. She has held roles at all levels of municipal government, having also served as the Emeryville City Manager, a Deputy City Administrator, Budget Director, Administrative Services Manager, and Legislative Analyst in local agencies. She has worked in the California State Assembly and with several state agencies. 244
As a trusted advisor to elected and appointed boards, and a mentor to scores of public sector executives, Ms. Landreth has a deep understanding of the intricacies of different governance structures and how best to recruit, hire, and retain world-class staff while building cohesive teams tailored to each agency’s unique needs. She has cultivated an unparalleled nationwide network of top talent and has a proven record of placing more than one hundred public sector executives in roles that produce lasting community and organizational success. Ms. Landreth holds candidates to the highest standards of integrity, accountability, transparency and values-based leadership.
Ms. Landreth is widely recognized as a municipal budget and finance expert, with broad technical expertise across the full spectrum of public agency operations, including Human Resources, Police, Fire, IT, Emergency Management, Communications, Public Works, Housing & Community Development, Human Services, Library, Parks & Recreation, Planning & Building, Legal Affairs and Economic & Workforce Development services.
Ms. Landreth contributes as a volunteer Board Member for several civic and community organizations, including the UC Berkeley Goldman School of Public Policy, Oakland Museum of California, and the Head-Royce School. She serves as a graduate course lecturer in Public Budgeting, and she holds a B.S. from the Massachusetts Institute of Technology (MIT) and a Master of Public Policy from UC Berkeley.
Ms. Landreth may be reached at (916) 630-4900 or directly on her cell at (415) 317-1555 or via email at [email protected].
Mr. Ian Appleyard, Senior Consultant
Ian Appleyard is a seasoned human resources executive with 30 years of public sector experience. His areas of expertise include executive recruitment and coaching, strategic planning, organizational assessment, and labor relations. He has also managed board and administration relations, risk management, and workforce training initiatives. Established as a trusted advisor to all public stakeholders throughout his career, Mr.
Appleyard brings a rare combination of technical expertise and practical wisdom to every engagement, helping public agencies build stronger organizations, develop exceptional leaders, and deliver the quality of service their communities deserve.
Mr. Appleyard served as Director of Human Resources for both the City of Oakland and the City of Emeryville, California. In Oakland, he oversaw all aspects of a comprehensive human resources program serving more than 5,000 employees. He maintains an extensive professional network across California and nationally, and served on the board of the California Public Employers Labor Relations Association (CalPELRA), the state's leading professional association for public sector labor relations practitioners, from 2015 to 2023.
Mr. Appleyard earned a Master of Public Administration from the University of Colorado Denver and a Bachelor of Arts in International Relations from San Francisco State University.
Mr. Appleyard may be reached at (916) 630-4900 or via email at [email protected].
Heather Renschler, Senior Advisor
Ms. Renschler has been with Ralph Andersen & Associates for more than 40 years and previously served as the firm’s President/CEO. Ms.
Renschler oversaw the recruitment practice of Ralph Andersen & Associates for the last 27 years and as a result, is often involved with recruitments on a national scale and with those of a highly sensitive and critical nature. She is experienced at working with boards, city councils, staff members, and selection committees in the recruitment and selection process. Over the years, Ms. Renschler has had significant experience recruiting for public safety executives – both police and fire. Her network 245
of contacts and potential candidates in law enforcement is strong in California and on a national scale.
Prior to joining Ralph Andersen & Associates, Ms. Renschler had extensive private sector experience in the areas of construction management, health care and public accounting. Ms. Renschler attended the University of Toledo and majored in Accounting and Journalism and obtained a Bachelor’s degree in Public Administration from the University of San Francisco.
Paraprofessional and Support Staff
Paraprofessionals, graphics, and support staff will provide administrative support to the consultant team on recruitment assignments. These may include Ms. Diana Haussmann, Mr. Dane Jackson, and Ms. Karen AllGood.
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Relevant Experience
Ralph Andersen & Associates conducts a wide array of searches in the public sector. Our experience spans populations of all sizes, from the largest in the country to small and mid-size municipalities.
While we have a strong focus in California, we also conduct recruitments on a national scale.
Expansive network of City Manager Searches – We have one of the strongest track records of conducting City Manager searches. The following listing represents contracts that were awarded to Ralph Andersen & Associates and staffed by a member of our recruitment team from 2020 to Present.
• Artesia, CA – Manager (2022) and (2024)
• Barstow, CA – City Administrator (2021)
• Calabasas, CA – City Manager (2021)
• California City, CA – City Manager (2022)
• Calistoga, CA – Assistant City Manager (2024)
• Carpinteria – City Manager (2023)
• Cerritos, CA – City Manager (2023)
• Colma, CA – City Manager (2023)
• Commerce, CA – City Manager (Partial Search) (2024)
• Compton, CA – City Manager (2022 & 2024)
• Coronado, CA
Assistant City Manager (2022)
City Manager (2021)
Deputy City Manager (2025)
• Costa Mesa, CA – Assistant City Manager (2023)
• Cypress, CA – City Manager (2025)
• Eastvale, CA – City Manager (2022)
• El Segundo, CA – City Manager (2022)
• Emeryville, CA – City Manager (2022)
• Encinitas, CA – City Manager (2020)
• Fairfax, CA – Town Manager (2021)
• Foster City, CA – City Manager (2022)
• Gilroy, CA – City Administrator (2025)
• Goleta, CA
Assistant City Manager (2024)
City Manager (2022)
• Grand Terrace, CA – City Manager (2021)
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• Gustine, CA – City Manager (2022)
• Hemet, CA – City Manager (2026) (Current Search)
• Highland, CA – City Manager (2024)
• La Palma, CA – City Manager (2020 & 2025)
• La Verne, CA – City Manager (2022)
• Laguna Beach, CA – City Manager (2024)
• Loma Linda, CA – Assistant City Manager (2025)
• Los Altos, CA – City Manager (2021)
• Los Altos Hills, CA – City Manager (2026)
• Los Banos, CA – City Manager (2025)
• Mill Valley, CA – City Manager (2020 & 2022)
• Modesto, CA – Deputy City Manager (2022 & 2023)
• Montebello, CA – City Manager (2023)
• National City, CA – City Manager (2026)
• Nevada City, CA – City Manager (2022 & 2025)
• Norco, CA – City Manager (2022)
• Oakland, CA – City Administrator (2020 & 2023)
• Ojai, CA – City Manager (2024)
• Palm Desert, CA – City Manager (2021)
• Palm Springs, CA – Assistant City Manager (2021)
• Palos Verdes Estates, CA – City Manager (2023)
• Pismo Beach, CA – City Manager (2023)
• Riverside, CA – City Manager (2022)
• San Bernardino, CA – City Manager (2025)
• Santa Monica, CA – City Manager (2021)
• Sierra Madre, CA – City Manager (2021)
• Stockton, CA – Deputy City Manager II (Two Placements) (2020) • Solvang, CA – City Manager (2023)
• South Pasadena, CA – City Manager (2025)
• Upland, CA – City Manager (2021)
• Watsonville, CA – City Manager (2024)
• West Hollywood, CA – City Manager (2025)
• Whittier, CA – City Manager (2025)
• Yorba Linda, CA – City Manager (2025)
• Yountville, CA – Town Manager (2026)
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Work Plan
Summary of Our Search Process
The successful search process relies heavily on person-to-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 54 years.
• Developing a comprehensive position profile based upon information obtained in various meetings with the City Council, Human Resources staff, and other designated City staff and stakeholders.
• Reviewing current compensation and recommending changes based upon market and competitive conditions, if desired by the City.
• Extensive personal outreach, via telephone and through internet technology, to qualified candidates throughout California, the Western Region, and nationally, if desired. • A marketing strategy that uses selected advertising to supplement the extensive candidate identification process, uses the Internet and social media, and also uses our already established professional contacts throughout the region. • A screening process that narrows the field of candidates to those that most closely match the needs of the City and is based on screening interviews with the top candidates.
Candidates’ education, experience, and credentials are matched to the criteria established in the position profile.
• Delivering a product in the form of a search report that recommends a top group of candidates and provides the City with detailed information about their backgrounds and experience.
• Conduct final background and verifications, including references, on the top candidate. • Assist in negotiations of employment offer.
• Close out the search and notify all candidates not selected.
Ralph Andersen & Associates has an outstanding reputation for being thorough and professional in its recruitment approach. Each candidate’s match with the position is based on the individual’s professional experience, management style, education, credentials, and overall fit with the organization and executive leadership.
Search Work Plan
This section describes the usual steps in the search for a new City Manager for the City of Santa Paula. This recruitment will be under the direction of Mr. Fred Wilson as Project Director.
Task 1 – Review Project Management Approach
The Project Director 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, Human Resources, or key City staff, as appropriate, to finalize the recruiting and selection process (in-person or via video). 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, Human Resources, and key City staff, this task will result in a more definitive timetable. 249
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. In addition, the Project Director will be accessible and responsive to client requests and inquiries.
Task 2 – Develop Position Profile
The City Manager position profile serves as the guide for the entire search process. The development of the profile includes collecting technical information and defining recruitment criteria.
Technical Information
The Project Director will conduct meetings with the City Council, Human Resources, key staff members, and others, as directed by the City, to gain an understanding of the experience and professional background requirements for the City Manager. These meetings will also help the Project Director understand the work environment and the issues facing the City of Santa Paula. Meetings will be held in person, or video meetings can also be arranged.
Recruitment Criteria
The recruitment criteria are those personal and professional characteristics and experiences desired in the City Manager. The criteria should reflect the City of Santa Paula’s goals and priorities.
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 City will review the draft brochure, revise it as appropriate, and publish it for use throughout the search.
Optional Service (Community Survey) – The City Council may desire to obtain input from the Community on the qualities they would like to see in the new City Manager. To facilitate Community input, the Project Director is available to conduct an online survey, and/or community “listening sessions”. Additionally, our process can allow for email comments to Ralph Andersen & Associates relating to the desired qualities of 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. It is the focus of the activities of the Project Director and includes specific outreach and recruiting activities briefly described below.
Outreach
An accelerated outreach and advertising campaign will be developed. It will include the placement of ads in publications such as Western City Magazine, International City/County Management Association (ICMA), and other professional publications. Additionally, a select number of other government-related websites will be used to extend the targeted 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 ongoing basis.
Candidate Identification
Ralph Andersen & Associates will use their extensive contacts to focus on the recruiting effort. In making these contacts, the Project Director will reach out directly to individuals who meet the City's criteria. Each candidate identified through the recruiting efforts will 250
receive 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. It 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’s profile.
Preliminary Research and Internet 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 conducted on a limited number of candidates to learn more about each candidate’s public profile and related information available online.
Preliminary Interviews (by Recruiters)
The Project Director will conduct preliminary interviews with the top candidates identified through screening, preliminary research, and Internet review. The interviews are extensive and designed to gain additional information about the candidates’ experience, management style, and “fit” with the recruitment criteria. Interviews will be conducted using video technology.
The screening portion 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 prior to proceeding with the individual interviews.
Task 5 – Search Report
After completing Task 4, all documentation will be electronically supplied to the City (preferred method). The Project Director will prepare detailed information for review, including resumes uploaded to a file-sharing system (i.e., OneDrive or ShareFile). The Project Director will meet with the City Council (in-person or via video) 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 by the City Council; 2) a backup group to the first group; 3) a group for which no further consideration is required; and 4) a group that 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.
The traditional approach is to conduct a partial background on the top 2-3 candidates with various verifications, internet search, and limited references (outside of the 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 251
candidate unless the finalist candidate(s) gives 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 will interview.
Task 6 – Selection
The final selection process will vary depending on the City Council's desires. The typical services provided by Ralph Andersen & Associates in the selection process are described briefly below:
• The Project Director will coordinate the selection process for the finalist group of candidates.
This includes handling logistical matters with candidates and with the City. • Ralph Andersen & Associates will prepare an electronic interview booklet (uploaded to OneDrive file-sharing program) that includes the resume, cover letter, and preliminary media research for each candidate. In addition, this electronic information will include suggested questions and discussion topics based on the recruitment criteria. Electronic copies of the interview booklet will be provided in advance of the candidate interviews. • The Project Director will facilitate the Interviews to assist the City through the selection process. This assistance will include an initial orientation, candidate introductions, and facilitation of discussion of candidates after all interviews have been completed. • Additionally, verifications will be made on the top two candidates and will include education verifications, Department of Motor Vehicle check, criminal and civil check, and credit check.
The results of these verifications will be discussed with the City at the appropriate time. • Reference checks will be conducted 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 Project 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 needed to support the final selection 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, Ralph Andersen & Associates can work closely with the City Attorney on the deal points to be included in the employment agreement. As required by the Brown Act, the employment agreement for the new City Manager must be approved and voted on at a regularly scheduled City Council meeting.
Task 8 – Close Out
After the City has reached an agreement with the individual selected for the position, the Project Director will close out the search. These activities will include advising all finalist candidates by telephone on the status of the search.
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Project Timing
We anticipate a timeframe of approximately 90 – 120 days (or less) from the execution of the agreement between the City and Ralph Andersen & Associates to the presentation of the finalists for an interview. Negotiation with the top candidate will take an additional week after finalist interviews.
A brief overview of the recruitment schedule is presented below (the schedule does not include the transition time for the selected candidate to join the City).
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
Ongoing Throughout Process
(typically more focused during Week
Six and Week Seven)
Task 5 – Search Report Week Eight – Week Nine
Task 6 – Selection Week Nine - Week Ten
Task 7 – Negotiation Week Ten – Week Eleven
Task 8 – Close Out Week Twelve
Additionally, the Project Director has the capacity to focus on this recruitment to meet the process's timing and milestones, as outlined above.
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References
• City of Cypress, California
Mayor David Burke
(714) 229-6699 (work)
Email: [email protected]
Recruitment: City Manager
• City of Gilroy, California
Mayor Greg Bozzo
(669) 766-5771
Email: [email protected]
Recruitment: City Administrator
• City of Yorba Linda
Mayor Carlos Rodriguez
(714) 961.7110
Email: [email protected]
Recruitment for City Manager
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Project Cost
The recruitment effort for a new City Manager for the City of Santa Paula will be a comprehensive search process with a focus primarily in California, the Western Region, and nationally, if so desired.
The review of resumes and qualifications will be conducted on all candidates who 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 $29,000 for recruitment services and all related expenses (not including a supplemental fee for the Community Survey). *Note – Expenses included in this fixed fee include such items as advertising, consultant interaction (anticipated to be done in-person or via video), clerical, graphic design, research, and long-distance telephone charges. On top candidates, Internet and Lexis/Nexis searches will be conducted.
Additionally, education verifications, DMV checks, 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.
Invoicing for Services – Ralph Andersen & Associates will bill the fixed fee to the City in four installments as follows:
• Following kick-off and finalization of recruitment brochure - $8,700 • After the closing date - $8,700
• After finalist interviews - $8,700
• Upon placement - $2,900
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 City's responsibility. The City will also be responsible for ensuring that there are no copyright restrictions on the photographs supplied to Ralph Andersen & Associates and for agreeing to pay any and all related charges or fines if a copyright violation is incurred, either during the search itself or subsequently.
Optional Service (Community Survey) – Should the City choose to conduct a Community Survey and/or community “listening sessions”, with summarized results, this service would cost an additional $2,500-$3,500, depending on the scope of agreed upon services.
Exception – All candidate travel is the full responsibility of the City.
Guarantee
Ralph Andersen & Associates offers the industry-standard guarantee on our full search services. If the City Manager resigns or is dismissed for cause within one year of appointment, we will conduct another search free of all professional services charges.
If a placement is not made in the first outreach effort, the Consultant will conduct a second outreach effort with no charge for Professional Services.
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A Proposal to Conduct an Executive Recruitment
for the Position of
CITY MANAGER
on behalf of the
1544 Eureka Road, Suite 180
Roseville, CA 95661
(916) 784-9080
(916) 784-1985 fax
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September 11, 2026
Mayor Carlos Juarez &
Members of City Council
City of Santa Paula
970 Ventura St.
Santa Paula, CA 93060
Submitted via email to: [email protected]
Dear Mayor Juarez & Members of City Council:
Bob Murray & Associates is pleased to submit a proposal to conduct the City Manager recruitment for the City of Santa Paula. The following details our unique qualifications and describes our systematic—yet flexible—method of identifying, recruiting, and screening outstanding candidates on your behalf. Bob Murray & Associates is proud to offer straightforward, all-in pricing, eliminating surprises and making the experience simple and stress-free. This proposal includes information on our proven process, a timeline, and a guarantee.
As the premier public sector executive search firm specializing in positions that report directly to elected boards/councils, we understand the unique dynamics, high expectations, and political acumen required of leaders in these critical roles. We don’t just fill positions—we ensure the candidates we present to City of Santa Paula are wellaligned with your organization’s goals, values, and culture. Our team is composed of experienced executive recruiters and former public-sector executives—professionals who are passionate about public service and attuned to current trends in government leadership. With over 34 years of experience and a network of more than 40,000 professionals and organizations, we’ve built a strong reputation for delivering exceptional candidates and achieving repeat success with our clients.
Bob Murray & Associates recognizes that we work at the pleasure of the City Council and our job is to facilitate the Council in finding the City’s next City Manager. Our best practice is to establish a strong partnership with the Council, to ensure the placement of a City Manager who is ideally suited to its needs. In developing this collaborative approach, we will seek the opportunity to meet with the council members individually to discuss their expectations for the City’s new City Manager. The feedback received from the council members will be essential in providing guidance when recruiting and screening candidates for the position.
Current and recent recruitments we have completed similar in scope to your upcoming search include the following:
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2026
Richmond, CA (City Manager) –
Current
Compton, CA (City Manager) –
Current
California City, CA (City Manager) –
Current
St. Helena, CA (City Manager) –
Current
Pacific Grove, CA (City Manager) –
Current
Pleasanton, CA (City Manager) –
Current
Auburn, CA (City Manager) –
Current
Lemon Grove, CA (City Manager)
Lawndale, CA (City Manager)
Sonoma, CA (City Manager)
South Lake Tahoe (City Manager)
Concord, CA (City Manager)
Pacifica, CA (City Manager)
Monterey, CA (City Manager)
Eugene, OR (City Manager)
Apple Valley, CA (Town Manager)
Hanford, CA (City Manager)
Cathedral City, CA (City Manager)
Marina, CA (City Manager)
2025
Hayward, CA (City Manager)
Davis, CA (City Manager)
Live Oak, CA (City Manager)
Oakdale, CA (City Manager)
Fowler, CA (City Manager)
Louisville, CO (City Manager)
2024
Vernon, CA (City Administrator)
Folsom, CA (City Manager)
Murrieta, CA (City Manager)
Aliso Viejo, CA (City Manager)
Manhattan Beach, CA (City
Manager)
Emeryville, CA (City Manager)
Reno, NV (City Manager)
Clovis, CA (City Manager)
We work as a team on every search at Bob Murray & Associates. Your Project Lead would be Valerie Phillips, Gary Phillips, Adele Fresé, Yasmin Beers, or Jon Lewis, who would not only direct and supervise the project team from beginning to end but also serve as the Recruiter for the project as well.
To learn first-hand about the quality of our services and why the majority of our engagements come from repeat and referred clients, we invite you to contact the references listed on page 16 of the attached proposal.
We look forward to your favorable consideration of our qualifications. Please do not hesitate to contact us at (916) 784-9080 with any questions.
Sincerely,
Valerie Gaeta Phillips
President, Bob Murray & Associates
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TABLE OF CONTENTS
THE RECRUITMENT PROCESS ........................................................................2 STEP 1 DEVELOP THE CANDIDATE PROFILE........................................................ 2 STEP 2 DESIGN/DISTRIBUTE BROCHURE AND ADVERTISEMENTS ........................ 3 Reaching Diverse Candidates...................................................................... 4 STEP 3 RECRUIT CANDIDATES ............................................................................ 4 STEP 4 SCREEN CANDIDATES............................................................................. 5 STEP 5 CONDUCT PRELIMINARY INTERVIEWS...................................................... 5 STEP 6 SEARCH PUBLIC RECORDS...................................................................... 5 STEP 7 MAKE RECOMMENDATIONS ................................................................... 5 STEP 8 FACILITATE FINAL INTERVIEWS ................................................................ 6 STEP 9 CONDUCT BACKGROUND AND REFERENCE CHECKS ............................. 6 STEP 10 ASSIST IN NEGOTIATIONS..................................................................... 7 COMPLETE ADMINISTRATIVE ASSISTANCE ................................................7 COSTS AND GUARANTEE ..............................................................................8 PROFESSIONAL FEE AND EXPENSES ................................................................... 8 Optional Services ........................................................................................... 8 GUARANTEE....................................................................................................... 9 RECRUITMENT SCHEDULE .......................................................................... 10 FIRM PROFILE ................................................................................................ 11 REFERENCES ................................................................................................. 16
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Bob Murray & Associates Proposal for the City of Santa Paula Page 2
THE RECRUITMENT PROCESS
Bob Murray & Associates’ recruiters are specialists in finding positive placements and providing security and fairness to candidates and clients while ensuring the integrity of the search process. Outlined below are the steps in our proven recruitment process, refined through our 34+ years of experience in executive recruiting.
STEP 1 DEVELOP THE CANDIDATE PROFILE
Our understanding of the City of Santa Paula’s needs will be key to a successful search.
Valerie Phillips, Gary Phillips, Adele Fresé, Yasmin Beers, or Jon Lewis will meet virtually with the City Council and key stakeholders to learn as much as possible about the ideal candidate for the City Manager position. Key stakeholders often include:
• Council/Board Members – up to five virtual one-on-one meetings with the Recruiter
• Internal Stakeholders (e.g. Department Heads) – up to two virtual group meetings with the Recruiter
• External Stakeholders (e.g. Chamber of Commerce, Community Groups) – one virtual one-on-one or group meeting with the Recruiter
Internal and External Stakeholders
We find that many of our clients value a recruitment process that opens the opportunity for employees, community members, business leaders, and organization representatives to provide input regarding the ideal candidate. Our recruiters are skilled in virtually facilitating group staff meetings, forums for the business community, and/or town hall meetings that provide for equitable involvement from a variety of constituencies.
If the City of Santa Paula desires, we will work with the City Council to create a customized virtual community and/or staff input process. Please note: Virtual facilitation of stakeholder meetings is included in the professional fee. On-site Recruiter facilitation is available for an additional fee – please refer to “Costs and Guarantee” on page 8 for pricing information.
Online Stakeholder Surveys
Sometimes clients are seeking input from a wider range of stakeholders—such as community members, business leaders, and organization representatives—online surveys are ideal to solicit input regarding qualities of the ideal candidate. Our experienced recruiters excel at crafting targeted, thoughtful, open-ended questions and can design a customized survey, providing a link for easy sharing on your website.
After closing, your dedicated Recruitment Coordinator will send you the survey 260
Bob Murray & Associates Proposal for the City of Santa Paula Page 3 response data for your review and analysis. This proposal includes one Online Survey.
Additional Online Surveys are available under Optional Services (please refer to page 8).
We want to become familiar with the values and culture of the organization, as well as to understand the current and future issues, challenges, and opportunities in the City of Santa Paula.
Your Recruiter will review and help define the City’s wish-list regarding the ideal candidate’s personality, management style, knowledge, skills, and abilities and will work with the City to identify expectations regarding education and experience. The City Council and your Recruiter will discuss compensation, benefits, and other key information necessary to ensure that outstanding candidates are attracted to this opportunity. The profile we develop together at this stage will drive subsequent recruitment efforts.
STEP 2 DESIGN/DISTRIBUTE BROCHURE AND ADVERTISEMENTS
Your Recruiter and your dedicated Recruitment Coordinator will use the candidate profile developed with the City of Santa Paula to create a professional recruitment brochure, with the assistance of our professional graphic designer. The four-page, fullcolor brochure will describe the community, organization, position, ideal candidate, and compensation and will include pictures provided by the City of Santa Paula that you feel best represent your organization and your community.
Upon your approval, your Recruiter will send the brochure by email (and postal mail if desired) to a targeted audience, personally inviting potential candidates to apply for the City Manager position. We will also place the recruitment brochure on our website, which attracts over 11,000 unique hits weekly and is a trusted resource for candidates seeking executive and professional positions. Two sample brochures are included in this proposal package for your reference.
Your Recruiter will also design an effective advertising campaign appropriate for the City Manager recruitment. Our broadest outreach comes through our active social media involvement on LinkedIn as well as our monthly newsletter where upcoming and current positions are featured. Sources such as Western City Magazine, PublicCEO, and the Careers in Government website will be used to reach an extensive local government audience, while position-specific postings will be chosen to attract candidates who have built their careers in and are committed to the City Management field.
Suggested City Manager-specific advertising sources for the City of Santa Paula’s search include but are not limited to:
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Bob Murray & Associates Proposal for the City of Santa Paula Page 4 International City County Management Association
National League of Cities
California City Management Foundation
California League of Cities (Western City Magazine)
Bob Murray & Associates does not typically place ads with job aggregators or general job posting sites such as CareerBuilder, Monster, or Indeed, as we have found that the broad reach of these sites does not necessarily lead to quality candidates for executive and professional positions.
Reaching Diverse Candidates
Bob Murray & Associates, a woman- and minority-owned business, is proud of its commitment to attracting and placing diverse candidates. Nearly 50% of our last 100 placements were women; Hispanic placements 25%; African American placements 13%; Asian placements 21%; and Native American placements at 1%. Not only do we place advertisements with websites designed to attract minority and female candidates, but our President, Valerie Phillips, is a member herself of many diversity-focused organizations including the Local Government Hispanic Network, the League of Women in Government, the Professional Women’s Network, Mexican Professionals, and Women Leading Government. She networks frequently with fellow members to gain insight into which potential candidates are leaders in their field.
Your Recruiter will seek to reach candidates in communities and organizations with demographic profiles and populations served like that of the City of Santa Paula, to maximize the potential for individuals from a wide variety of backgrounds, cultures, and life experiences to be considered for the City Manager position.
STEP 3 RECRUIT CANDIDATES
The strongest candidates are often those who are successful and content in their current positions and need to be sold on a new opportunity. Our extensive network of contacts, developed through over 2,100 successful placements, is a primary source for identifying and obtaining referrals for these candidates. Our in-house database of 40,000 current and former executive and professional candidates is a valuable resource that can only be built over time—time that we have invested into perfecting our process for finding the right candidates for our clients. Our aggressive outreach efforts are focused on phone calls to personally invite potential applicants, answer questions, and allay any reservations, and these efforts are essential to the success of the City Manager recruitment.
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Bob Murray & Associates Proposal for the City of Santa Paula Page 5 STEP 4 SCREEN CANDIDATES
Following the closing date for the recruitment, your Recruiter will screen all resumes we have received, using the criteria established in the candidate profile as a basis upon which to narrow the field of candidates. Internal candidates receive sensitive consideration, and your Recruiter will discuss with the City Council how the City of Santa Paula wishes to proceed with these candidates.
STEP 5 CONDUCT PRELIMINARY INTERVIEWS
Your Recruiter will personally interview the top 10 to 15 candidates from the resume screening, with the goal of determining which candidates have the greatest potential to succeed in your organization. To reduce travel-related expenses to our clients and increase efficiency in the search process, these interviews are typically conducted via Zoom, Teams, or other convenient videoconferencing applications.
STEP 6 SEARCH PUBLIC RECORDS
Under the direction of your Recruiter, your dedicated Recruitment Coordinator will conduct a review of published print and online articles for each recommended candidate. Sources include Lexis-Nexis™, Google, social media, and our contacts in the field. This will alert your Recruiter to any further detailed inquiries we may need to make before our recommendations are finalized.
STEP 7 MAKE RECOMMENDATIONS
Based on our findings during the preliminary interview process, your Recruiter will meet with the City Council virtually or on site to share the complete applicant list and recommend a limited number of candidates for your further consideration. Your Recruiter will make specific recommendations and will help facilitate discussions regarding the candidate pool, but the final determination of interviewees will be up to you.
We typically recommend 6-8 candidates that we feel best match your expectations and prepare a detailed report on each candidate. This virtual “Recommended Finalist” eBook is provided to each member of the decision-making body and includes:
Candidate list with Recommended Finalists identified in Group 1 and Group 2 (primary and secondary recommendations), as well as Internal candidates Summary of experience and education for each Recommended Finalist candidate
Complete cover letter and resume for each Recommended Finalist candidate List of Other Applicants (those who did not meet minimum qualifications or were otherwise unsuitable, based on our screening process)
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Bob Murray & Associates Proposal for the City of Santa Paula Page 6 Bob Murray & Associates maintains all search records for a period of seven (7) years following each recruitment, and we are happy to forward cover letters and resumes for each applicant by postal mail or email as soon as the recruitment closes to new applications.
STEP 8 FACILITATE PANEL INTERVIEWS
Our years of experience will be invaluable as we help you develop an interview process that objectively assesses the qualifications of each candidate. We will work with the City of Santa Paula to craft and implement an interview approach that fits your needs. This may include panel and/or individual interviews by the City Council; key stakeholders, community/employee interview panels; writing and presentation samples; meet-andgreets; or other specialized process elements your Recruiter helps the City of Santa Paula to design.
Your Recruiter will be present on-site during the panel interviews to facilitate as necessary during the process and to guide discussion to consensus regarding final candidates. Bound interview books will be provided for each interview panel member containing:
Recruitment brochure with candidate profile
Interview schedule
Suggested interview questions
Experience summary, cover letter, resume, and rating form for each candidate
Ranking forms for use during the panel interview process We will work closely with your staff to coordinate and schedule interviews. Our goal is to ensure that each candidate has a positive experience, as the way the entire process is conducted will influence the final candidates’ perception of your organization.
STEP 9 CONDUCT BACKGROUND AND REFERENCE CHECKS
Your Recruiter and your Recruitment Coordinator will conduct detailed reference checks for up to two (2) final candidates. To gain an accurate and honest appraisal of the candidates’ strengths and weaknesses, we will talk candidly with people who have direct knowledge of their work and management style. In addition to gaining a 360- degree view of candidates from the perspective of their supervisors, subordinates and peers for the past several years, we will make a point of speaking confidentially to individuals who may have further insight into a candidate’s abilities but who may not be on their preferred list of contacts.
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Bob Murray & Associates Proposal for the City of Santa Paula Page 7 Your Recruitment Coordinator will work with the two (2) final candidates and our professional backgrounding firm, HireRight, to conduct credit, civil litigation, and motor vehicle record checks and verify candidates’ degrees.
STEP 10 ASSIST IN NEGOTIATIONS
We recognize the critical importance of successful negotiations and can serve as your representative during this process. Your Recruiter will know what other organizations have done to put deals together with great candidates and what the current market is like for City Manager positions in organizations like the City of Santa Paula’s. Your Recruiter will be available to advise you regarding current approaches to difficult issues, such as housing and relocation. We will represent your interests and advise the chosen candidate and you regarding salary, benefits, and employment agreements, with the goal of putting together a deal that results in the appointment of your chosen candidate.
With our proven experience and vested interest in a positive outcome, we can turn a very difficult aspect of the recruitment into one that is straightforward and agreeable for all parties involved.
COMPLETE ADMINISTRATIVE ASSISTANCE
We receive many unsolicited testimonials each year from clients and candidates alike noting our prompt, considerate, accurate, and professional service during the search process. Throughout the recruitment, in time intervals that suit the City of Santa Paula, we will provide you with updates on the status of the search and attend to all administrative details on your behalf.
Candidates receive immediate acknowledgement of their applications, as well as personal phone calls and/or emails (as appropriate) advising them of their status at each critical point in the recruitment. Candidates who receive preliminary or final interviews and are not chosen to move forward in the interview process will receive personal calls from your Recruiter on behalf of the City of Santa Paula.
It is our internal company standard that all inquiries from clients and candidates receive a response within the same business day whenever possible, and certainly within 24 hours if the inquiry is received during the work week. Your Recruiter will be available to the City of Santa Paula by office phone, cell phone, and email at any time to ensure a smooth and stress-free recruitment process.
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COSTS AND GUARANTEE
PROFESSIONAL FEE AND EXPENSES
The all-inclusive professional services fee for conducting the City Manager recruitment on behalf of the City of Santa Paula is $33,000. Services provided for in this fee consist of all steps outlined in this proposal, including design and distribution of the recruitment brochure, advertising, marketing and promotion, administrative support, public records research, comprehensive background reporting on the final candidates, postage, technology, and two days of on-site meetings. This proposal is valid for 60 days from the date of the proposal.
Optional Services are listed below and are in addition to the professional services fee.
Expense reimbursement for Consultant travel related to additional on-site meeting days is billed at the actual rate (airfare/mileage, lodging) and is the responsibility of the City of Santa Paula.
The professional fee does not limit the amount of time invested by Bob Murray & Associates in promoting a successful outcome for this project. In fact, our mission for this project is to ensure we assist in identifying the right candidate for the City of Santa Paula. Therefore, your Recruiter will contact the City at the first anniversary of the placement to confirm an effective transition has occurred.
Optional Services
Additional virtual stakeholder meetings: $250/meeting
Additional on-site meeting days: $1,500/day/Consultant, plus travel expenses Online Surveys: $500/each (includes preparing recommended questions, preparing and sharing the survey link, closing the survey, and sending the survey response data for your review and analysis
Additional background checks: $300/candidate
Additional reference checks: $500/candidate
Additional hires: $9,000/candidate
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GUARANTEE
In the event a candidate recommended by our firm resigns or is terminated within the first 12 months of employment, Bob Murray & Associates will provide the City of Santa Paula with professional services to secure a replacement. Services will be provided at no cost, aside from the following reimbursable expenses incurred on the City of Santa Paula’s behalf during the new search:
Brochure design and distribution ($695 reprint only, $1,275 edit/reflow/reprint)(if needed)
Advertising actual costs (estimated at $2,975)
Public records search for all new candidates ($500)
Background Checks ($300/candidate)
Reference Checks ($500/candidate)
Consultant travel reimbursement (if travel is needed)
Plus any applicable Optional Services, if desired
In the event that a placement is not made from the initial recruitment, Bob Murray & Associates will provide professional services to conduct one additional recruitment.
Services will be provided at no cost. However, the City of Santa Paula will be responsible for the reimbursable expenses as noted above.
We are confident in our ability to recruit outstanding candidates and do not expect the City to find it necessary to exercise this provision of our proposal.
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RECRUITMENT SCHEDULE
We are prepared to start work on this assignment upon receipt of a signed professional services agreement or other written, authorized notification. A full search can be completed in 13-16 weeks from the date of initial meetings with our client.
The final recruitment schedule will be determined in collaboration with City of Santa Paula. A typical timeline of tasks and events is included here for reference. 268
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FIRM PROFILE
OUR STAFF
Bob Murray & Associates is a small firm focusing exclusively on executive search services. We have a team of sixteen (16):
Valerie Gaeta Phillips, President and Owner
Gary Phillips, Executive Vice President
Yasmin Beers, Vice President & Senior Executive Recruiter Adele Fresé, Senior Executive Recruiter
Stacy Stevenson, Senior Executive Recruiter
Jon Lewis, Senior Executive Recruiter
Jeff Mori, Executive Recruiter
Michael Ishii, Executive Recruiter
Ian Schmutzler, Executive Recruiter
Troy Brown, Executive Recruiter, Career Coach
Stephanie Dietz, Career Coach
Melanie Richardson, Career Coach
Kathy Lolas, Executive Recruitment Coordinator and Operations Manager Grace Owens, Senior Recruitment Coordinator
Steph Souza, Recruitment Coordinator
Alexandria Huesca, Recruitment Support
Please see your lead recruiter’s biography below:
VALERIE GAETA PHILLIPS, PRESIDENT AND RECRUITER
Ms. Gaeta Phillips has over 18 years of recruiting experience, including more than a decade of recent experience in executive search for public, private, and startup companies nationwide.
Since joining Bob Murray & Associates, Valerie has completed over 160 searches in a diverse range of fields, including city and general management, planning, finance, human resources, transportation, communication and public relations, community and economic development, information technology, parks and recreation, and operations. She has recruited at all levels of municipal and non-profit organizations, from technicians and engineers to Executive Directors and Chief Executive Officers.
Valerie is valued for her passion for finding and retaining the most outstanding candidates for even the most difficult or untraditional assignments and for her commitment to her clients’ success; she is also active in a variety of industry organizations and in diversity-focused associations. Valerie is called upon often to serve as an expert speaker on topics such as managing one’s online reputation, diversity 269
Bob Murray & Associates Proposal for the City of Santa Paula Page 12 issues in municipal and non-profit leadership, and how to identify a positive placement for the organizational culture.
Ms. Gaeta Phillips, along with Executive Vice President Gary Phillips, has a passion for helping people, evidenced by fundraising, sponsorship, and involvement in raising awareness for organizations such as Autism Speaks, the UC Davis M.I.N.D. Institute, and the Northern California Special Olympics.
GARY PHILLIPS, EXECUTIVE VICE PRESIDENT AND RECRUITER
Since joining Bob Murray & Associates, Mr. Phillips has completed over 125 searches for executives and professionals in a wide variety of fields including animal services, city and general management, planning, legal counsel, cyber security, and human resources. Gary’s clients have ranged from municipal government to non-profit and private sector organizations, and he has sourced outstanding candidates for positions from the level of division managers up to City Managers, Executive Directors, and General Managers.
Gary started his career with a New York-based Fortune 100 company and quickly became a Senior Manager, building and running a large customer service organization that eventually expanded to 13 countries in Europe. He proceeded to hold senior leadership positions in several Fortune 500 companies, with noted successes such as building an organization from two to 250 employees worldwide and growing a company from 800 to 1200 employees.
As part of an executive acquisition and recruiting team, Gary helped build a start-up enterprise software company in San Francisco, recruiting top-notch talent and building a world-class organization. He has maintained customer relationships in the public sector and the private sector, including medical and financial institutions. He prides himself on finding key talent and offering the best customer service to his clients.
Mr. Phillips, along with Ms. Gaeta-Phillips, is involved in his community as a soccer coach, as an organizer of fundraisers for Autism Speaks and the UC Davis M.I.N.D.
Institute, and as a sponsor of the Northern California Special Olympics. Mr. Phillips received his Associate of Science degree and completed additional coursework at Rochester Institute of Technology, NY.
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YASMIN BEERS, VICE PRESIDENT & SENIOR EXECUTIVE RECRUITER Yasmin Beers brings over 33 years of municipal government experience to Bob Murray and Associates. Yasmin retired as the City Manager for Glendale with a population of over 200,000. She served as Chief Executive Officer overseeing close to 2,000 employees serving in Police, Fire, Public Works, Parks, Community Development, Library Arts & Culture, Innovation Performance & Audit, and Water & Power to name a few.
Yasmin’s three decades of experience in public service brings extensive background in public sector finance, human resources management, contract negotiations, strategic planning & organizational leadership, policy development, emergency response & planning, team building and performance improvement.
Throughout her career, Yasmin has had a great deal of experience in recruiting, selecting and hiring employees for executive and management level positions with a focus on the organizational needs and culture.
Yasmin currently serves on the Glendale Memorial Hospital Community Board of Directors and the Advisory Board for Village Christian School. Yasmin is a past member of Soroptimist International of Glendale where she served as President in 1999/2000.
She is a past board member of Glendale Healthy Kids, Salvation Army and the American Red Cross. In 2011 the Glendale Chamber of Commerce recognized Yasmin as Woman of the Year; in 2013 she was the recipient of The Armenian American Woman of Excellence Award; in 2014 Yasmin was recognized by the Glendale Educational Foundation for her distinguished service and philanthropic efforts; in 2015, YWCA awarded Yasmin with the Heart & Excellence Award; in 2017, she was recognized by Business Life Magazine as a Women Achiever; and in 2018 the California State Senate recognized Yasmin as one of the Woman of the Year, each a tribute to her core values that represent her civic responsibilities, volunteerism and community service.
Yasmin has a Bachelor of Arts degree in Political Science from California State University, Northridge and a Master’s degree in Organizational Leadership from Woodbury University.
ADELE FRESÉ, SENIOR EXECUTIVE RECRUITER
Adele Fresé brings 27 years of local government experience to Bob Murray & Associates, having retired as Chief of Police in Salinas, CA prior to joining the firm in 2021. Adele began her public service career in 1985 as an active-duty member of the United States Marine Corps before serving the City of Corpus Christi for 20 years.
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Bob Murray & Associates Proposal for the City of Santa Paula Page 14 Adele has extensive experience in hiring and promotional processes, as well as interviewing candidates for advancement in all aspects of local government.
During her 7 years as Chief of Police, Adele exercised strong leadership and implemented monumental changes leading to the diversification of her agency’s sworn staff. Adele’s commitment to collaboration with the public and law enforcement agencies earned her the Partner of the Year Award from Homeland Security Investigations, and her Department the Community Policing Award from the Community Policing Institute of California.
Adele received her Bachelor of Science degree in Criminal Justice Administration from California State University at Hayward, and a minor degree in Sociology. She earned a Master of Science in Public Safety, completed the Senior Executives in State and Local Government program at the Harvard Kennedy School, and PERF’s Senior Management Institute for Police. She is a Texas Certified Public Manager.
JON LEWIS, SENIOR EXECUTIVE RECRUITER
Jon Lewis brings over 30 years of municipal government
experience to Bob Murray and Associates. Jon began his career in public service in 1991 with the City of Newport Beach, an iconic coastal community of 53 square miles in Southern California. After successfully working his way through the ranks of the Police Department, he honorably retired in December of 2022 after serving as the Chief of Police for nearly seven years. Jon is known for his commitment to selfless service, ethical leadership and maintaining longstanding community partnerships. During his tenure as Chief of Police, the Newport Beach Police Department achieved reduction in crime to historic lows through effective, data-driven community policing strategies as well as excellence in emergency response and 911 call answer times.
Jon graduated with honors from California State University Long Beach with a Bachelor of Science degree in Criminal Justice and Speech Communication and holds a Master of Arts degree in Criminal Justice from Chapman University. He is a graduate of several advanced law enforcement training courses including the California Commission on Peace Officer Standards and Training Command College. Jon has authored two university-level textbooks in criminal justice and is an instructor with the Center for Criminal Justice Research and Training at California State University Long Beach.
He and his wife, Darcy, have two children and reside in Orange County.
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CORPORATION
Bob Murray & Associates was founded in May 2000 and operated under the corporation name MBN Services, Inc. until June 2014; our new corporation name is GVP Ventures, Inc., incorporated in California in 2014. Contact information for the corporation and the firm is as follows:
GVP Ventures, Inc. OR Bob Murray & Associates
1544 Eureka Road, Ste. 180
Roseville, CA 95661
(916) 784-9080
[email protected]
Our corporation and firm are financially sound (and have been so since 2000), with documentation from our accountant available to your organization prior to final execution of a professional service agreement. We have never been involved in any litigation, aside from our personnel serving as expert witnesses when called to do so.
PROFESSIONAL ASSOCIATIONS
Our firm, represented by either our President or our Executive Vice President, are involved in the following organizations to remain engaged with current and future issues relevant to the work we conduct on behalf of clients like City of Santa Paula:
California Special Districts Association
California City Management Foundation (CCMF)
Engaging Local Government Leaders (ELGL)
International City/County Management Association (ICMA) International Network of Asian Public Administrators (I-NAPA) League of California Cities
League of Women in Government
Municipal Management Association of Northern California (MMANC) Municipal Management Association of Southern California (MMASC) National Forum for Black Public Administrators (NFBPA)
Members of our leadership team not only attend events sponsored by these associations but are also frequently called upon to serve as panel members and to provide specialized lectures regarding industry-specific issues. Recent and upcoming speaking engagements and trainings provided by our staff include:
“Role of the Chief” class, annually presented by Jon Lewis on behalf of the California Police Chiefs Association;
MMANC and MMASC annual mock interviews;
Annual League of California Cities Booth; and
Annual League of California Cities City Manager’s Conference (City Manager hosted event).
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REFERENCES
Clients and candidates are the best testament to our ability to conduct quality searches.
Clients for whom Bob Murray & Associates has recently conducted similar searches are listed below:
CLIENT: City of Lawndale, CA
POSITION: City Manager
REFERENCE: Ms. Raylette Felton, Deputy City Manager/Human Resources Director
[email protected]
CLIENT: City of Reno, NV
POSITION: City Manager
REFERENCE: Ms. Norma Santoyo, Assistant City Manager
(775) 300-0677
CLIENT: City of Sonoma, CA
POSITION: City Manager
REFERENCE: Jenny Yankovich, Assistant to the City Manager (707) 933-2203
CLIENT: City of Monterey, CA
POSITION: City Manager
REFERENCE: Mayor Tyller Williamson,
(831) 760-5173
[email protected]
We appreciate the City of Santa Paula’s consideration of our proposal and look forward to working with you.
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CITY
MANAGER
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THE COMMUNITY
Sharing borders with the Pacific Ocean,
Pebble Beach, and the City of Monterey,
Pacific Grove combines an unparalleled
quality of life with an ambience of charm,
grace, and beauty. Located on the very tip
of the scenic, tree-shrouded Monterey
Peninsula, Pacific Grove boasts a beautiful,
fully accessible coastline. The community
encompasses a total of less than three square
miles, with more than 3.5 miles of beaches, rocky
outcroppings, and shoreline parks. Primarily a residential community, Pacific Grove has a population of 15,698 and over 1,300 registered historic homes and other structures.
Founded in the 1870s as a Methodist summer retreat, Pacific Grove continues to bear the look and feel of yesteryear. The original retreat area remains, with homes dating back to the late 1800s and early 1900s. Many of Pacific Grove’s homes reflect a vintage style, diverse architecture, and individuality.
Among the historic buildings in Pacific Grove are stately Victorian mansions, many of which have been converted into bed and breakfast inns. Annual special events showcase Pacific Grove’s historic homes and inns, including the Victorian Home Tour and Christmas at the Inns. In addition, a variety of annual festivities – such as the Good Old Days and the Butterfly Parade – celebrate the community’s history.
Besides its scenic beauty and idyllic neighborhoods, Pacific Grove has five shopping districts including an eclectic downtown experience with small boutiques, gift shops, art galleries, antique stores, and restaurants. Other vibrant shopping areas are located throughout the community, including a Certified Farmer’s Market offering local fare.
Point Pinos is the oldest continuously operating lighthouse on the west coast as its beacon has flashed nightly since 1855 as a guide and warning to ships off the rocky California coast. The Stanford University Hopkins Marine Station was founded in 1892 as the first marine laboratory on the west coast of North America, and faculty offer undergraduate and graduate courses in a variety of oceanic and marine sciences.
Lovers Point Park and beach is a 4.4-acre landscaped community park used for picnicking, fishing, swimming, water sports, and surfing. Asilomar State Beach offers beach and coast trail walks past the Marine Reserve, a short boardwalk loop through the Natural Dune Preserve, and overnight room lodging and conference facilities.
Golfers have a unique opportunity to play a scenic 18-hole course at the oceanfront Pacific Grove Municipal Golf Links. Others may explore the City’s award-winning Natural History Museum. Not only does Pacific Grove offer breathtaking views combined with a variety of recreational and cultural activities, but the City provides excellent public safety services; the City has one of the lowest crime rates in Monterey
County; and a small-town hospitality and
friendliness in a place that locals call
simply “P.G.”
THE CITY
Incorporated in 1889, Pacific
Grove is a Charter City operating
under the Council-Manager
form of government. The
seven-member City Council
appoints the City Manager,
City Attorney, and members
of the City’s advisory
boards and commissions.
Renowned for its historic character,
stunning coastal setting, and thriving
visitor economy, Pacific Grove benefits
significantly from tourism while balancing
the needs of residents, businesses,
and visitors. As a tourism-dependent
community, the City must thoughtfully
address the fiscal challenges associated
with maintaining and improving aging
infrastructure while preserving its unique
character and exceptional quality of life.
City amenities include a historic Carnegie
public library, natural history museum,
community center, youth center, senior
center, an 18-hole golf course, cemetery,
butterfly habitat preserve, shoreline
recreation trails, and numerous parks.
Departments within the city organization
include the City Manager’s Office (including the City Clerk, Human Resources and Information Technology), Administrative Services (including Finance, and Risk Management), Library, Community Development (including Building & Safety, Housing and Code Enforcement),
Public Works (including Recreation),
and Police. City Attorney, Fire services
and golf course operations are provided
on contract.
THE POSITION
The City Manager is responsible for
planning, organizing, and directing
the overall administrative activities
of the City as well as advising and
implementing the City Council’s policies
and goals. The City Manager performs
all duties as specified by the City
Charter. Pursuant to Article 19 of the City
Charter the following duties include
but are not limited to:
• Ensuring that all ordinances are
enforced;
• Appointing all heads of departments,
subordinate officials, and employees,
and removing the same, and having
general supervision and control
over the same;
• Exercising general supervision over
all privately owned public utilities
operating within the City so far as
the same are subject to municipal
control;
• Ensuring that the provisions of all
franchises, leases, contracts, permits
and privileges granted by the City
are fully observed and reporting to
the Council any violations thereof;
• Acting as purchasing agent for the
City (the City Manager shall know
the exact condition of the treasury
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at all times and shall approve all
demands before the same
have been allowed by the
Council if the City Manager
is satisfied that the money
is lawfully due);
• Attending all meetings of
the Council unless excused therefrom by three
members thereof or by
the Mayor;
• Examining, or causing to be
examined, without notice,
the conduct, or the official
account and records of any
officer or employee of the City;
• Keeping the Council advised as to
the needs of the City;
• Supervising the management of all City property, including public buildings, parks, and playgrounds; • Appointing such advisory boards as the City Manager may deem desirable to advise and assist the City Manager provided the members of such boards shall receive no compensation;
• Generating a quarterly statement of all funds in the treasury for submission to the Council (such statements shall be submitted not later than the first meeting in November, February, May, and August); and,
• Assuming general control of the City government and all of its branches in case of riot, insurrection or extraordinary emergency, and responsibility for the suppression of disorders and the restoration of normal conditions.
THE IDEAL CANDIDATE
The City of Pacific Grove is seeking a calm, level-headed, and visionary leader to serve as its next City Manager. The ideal candidate will be an engaged and highly visible executive who enjoys being out in the community, building authentic relationships with residents, businesses, employees, and community partners. The ideal candidate
will be a responsive, approachable, and humble leader
who is committed to mentoring and developing staff.
With exceptional emotional intelligence, they will listen carefully, value diverse perspectives, communicate
openly, and foster a culture of trust, collaboration, and professional growth through integrity, transparency,
and sound judgment. The successful candidate will
possess the political acumen to navigate complex
issues while balancing the interests of the City Council, residents, businesses, and visitors. They will appreciate Pacific Grove’s unique historic character and understand the importance of preserving its historic resources while thoughtfully balancing quality of life for residents with the economic benefits of tourism.
The incoming City Manager will be a collaborative and supportive organizational leader who fosters a positive workplace culture, connects with staff at all levels, empowers employees, and confidently makes difficult decisions—including the ability to say “no” when appropriate—while clearly communicating the rationale behind those decisions. Strong fiscal management skills, including budget development, long-range financial planning, and the ability to effectively communicate the City’s financial story to diverse audiences, are essential.
The ideal candidate is:
• A seasoned municipal executive
with demonstrated success leading a full-service local government organization and providing strategic,
collaborative leadership.
• A calm, steady, and thoughtful
leader who performs well under
pressure, resolves conflict effectively,
and maintains professionalism during
challenging or politically sensitive
situations.
• A highly engaged and visible leader
who is committed to being present
throughout the community, accessible
to residents, businesses, employees,
and community organizations, and
responsive to constituent needs.
• A politically astute executive who
understands the roles of elected
officials and staff, provides sound and
impartial advice, and successfully
navigates complex public policy issues
while building consensus among
diverse stakeholders.
• A skilled communicator who can
clearly explain complex issues, including the City’s budget and financial priorities, helping residents, employees, and elected officials
understand the “story behind the
numbers.”
• An experienced fiscal steward with
a strong background in budgeting,
long-term financial planning, fiscal
sustainability, and responsible
resource allocation.
• A confident decision-maker
who exercises sound judgment, can establish priorities, set appropriate boundaries, and make difficult
decisions—even when
those decisions may not
be universally popular.
• A collaborative leader
who values employees,
develops and mentors
staff, promotes accountability, and cultivates a positive, inclusive, and high-performing
organizational culture.
• An executive with experience in
labor relations, collective bargaining,
and productive union negotiations
who can build positive working
relationships while protecting the
City’s long-term interests.
• A relationship builder who creates
strong partnerships with Department
Heads, the City Council, community
277
organizations, educational partners, regional agencies, businesses, and residents.
• A leader who appreciates Pacific Grove’s unique identity and understands the importance of preserving its historic character, protecting environmental resources, maintaining a high quality of life for residents, and thoughtfully balancing those priorities with a vibrant tourism economy and thriving downtown.
• An individual committed to providing stable, long-term leadership while advancing the City’s strategic priorities, infrastructure investments, and continued fiscal sustainability.
MINIMUM QUALIFICATIONS
Any combination equivalent to experience and education that provides required knowledge and abilities described below.
Education: Equivalent to a Bachelor’s degree from an accredited college or university with major course work in public or business administration or a closely related field. A Master’s degree is desirable.
Experience: A minimum of 10 years of increasing responsibility in an administrative or managerial capacity in a municipal organization including as a city manager, assistant city manager or department head in a California community of similar size and complexity to Pacific Grove.
COMPENSATION AND BENEFITS
The salary for the previous City Manager was $266,468; the salary for the incoming City Manager is negotiable and based on qualifications and experience.
Additionally, a 3% Management Incentive will be provided (3% x base salary).
The City also offers an attractive benefits package including:
Retirement – CalPERS retirement - 2% at 55 for “Classic” members (employees hired on or before December 31, 2012) and 2% at 62 for PEPRA members (employees hired on or after January 1, 2013). The employee contribution toward CalPERS is currently 7% for Classic Miscellaneous members plus 5% cost share (for a total of 12%).
Health Plan – Employees shall be entitled to participate in the City-sponsored health plans including medical, dental, and vision, as well as optional benefits.
Employer Health Contributions – The City provides a monthly contribution towards healthcare premiums for up to $2,084 per month based on enrollment level.
Paid Time Off (PTO) – Beginning at 6 weeks off per year for employees with less than five years of service and capping at 8.5 weeks per year for employees with 20 or more years of service. The City also offers a PTO Buy-Back program to eligible employees. Buyback is up to 80 hours per year.
Holidays – Employees receive nine (9) paid holidays annually and six (6) floating holidays each fiscal year.
Holiday Closure for 2026 – Employees will receive up to 32 hours of paid leave between Christmas and New Year’s.
Short & Long-Term Disability –
Paid supplemental short-term
and long-term disability
insurance.
Deferred Compensation Plan –
Voluntary participation in City’s deferred
compensation program is available
to employees through Empower
Retirement with an employer match
of up to $100 per pay period.
Fitness Reimbursement Program –
City will reimburse up to $500 per
calendar year for employee’s personal
fitness costs.
Group Life, Death and Dismemberment
Insurance – The City shall provide, at
its cost, group life insurance with a
benefit of $75,000.
Tuition Reimbursement – The City
may pay up to $3,000 per fiscal year
per employee.
Cell Phone Allowance – A personal
cell phone allowance of $50 per
month or issued City cell phone in lieu.
TO APPLY
If you are interested in this outstanding
opportunity, please apply online at:
www.bobmurrayassoc.com
Filing Deadline:
October 6, 2026
Following the closing date, resumes
will be screened according to the
qualifications outlined above. The
most qualified candidates will be
invited to personal interviews with
Bob Murray & Associates. A select
group of candidates will be asked to
provide references once it is anticipated
that they may be recommended as
finalists. References will be contacted
only following candidate approval.
Finalist interviews will be held with the
City of Pacific Grove. Candidates will
be advised of the status of the
recruitment following selection of the
City Manager.
If you have any questions, please do
not hesitate to call:
Gary Phillips
(916) 784-9080
278
CITY
MANAGER
279
THE COMMUNITY
The City of Lawndale is ideally situated
in the South Bay region of Los Angeles
County, approximately 15 miles southwest
of downtown Los Angeles and just five
miles from the Pacific Ocean. Known as
the “Heart of the South Bay,” Lawndale is a
vibrant, diverse, and close-knit community that
blends the accessibility of a major metropolitan area
with the character and charm of a small city. Encompassing approximately 1.9 square miles, Lawndale is a primarily residential community composed largely of well-established single-family neighborhoods. Its strategic location provides residents and businesses with convenient access to major employment centers, amazing beaches, and regional amenities, including SOFI Stadium, Los Angeles International Airport, The Forum, and the area’s robust aerospace and technology sectors. The City is also well-connected by major freeway corridors and public transit, making it an attractive place to live, work, and invest.
Founded in March 1905 as “Lawndale Acres” and incorporated on December 28, 1959, Lawndale has grown into a thriving city of approximately 31,000 residents. Over the decades, the city has successfully transitioned from a rural residential community into a dynamic and evolving urban environment. Today, Lawndale continues to experience thoughtful revitalization, particularly along Hawthorne Boulevard, its primary commercial corridor, where new development and reinvestment are enhancing economic vitality and community appeal. Lawndale is committed to maintaining a high quality of life for its residents. Community amenities include the Los Angeles County Library and the Harold E. Hofmann Community Center, both located adjacent to City Hall. These facilities serve as important hubs for civic life, offering educational, recreational, and enrichment programs for children, teens, adults, and seniors alike.
Community pride is reflected in Lawndale’s wide range of annual events and programs, which bring residents together and strengthen neighborhood connections. Popular events include the Youth Day Parade, the Health, Safety and Pet Fair, Halloween Haunt, Field of Honor Flag Display, a Blues and Jazz Festival, and the Angel Tree Lighting and Winter Fun celebration. These events draw large participation each year and underscore the City’s commitment to fostering a strong sense of belonging and
engagement.
THE
ORGANIZATION
The City of Lawndale is a
general law city operating under the CouncilManager form of government, a structure that emphasizes professional
management and clear
accountability. The five-member
City Council, including an elected
Mayor, serves as the City’s legislative
body, setting policy, establishing
priorities, and providing strategic
direction for the organization. The
City Manager is appointed by
and serves at the pleasure of the
City Council and is responsible for
implementing Council policies and
overseeing all municipal operations.
This governance model supports
a collaborative partnership between
elected officials and professional
staff, ensuring responsive and effective service delivery to the community.
The City Manager oversees all
departments and divisions except
for the elected City Clerk and the
City Attorney who report directly to
the City Council. The City Council
is further supported by a number of
appointed boards, commissions,
and committees that provide
valuable input on a variety of policy
areas. To maximize efficiency and
service quality, Lawndale contracts
with Los Angeles County for several key services, including law enforcement (through the Los
Angeles County Sheriff’s Department), fire protection, health services, building and safety, and library
services. The City’s internal workforce consists of approximately 60 full-time and part-time equivalent
employees who provide a broad
range of municipal services with
a strong emphasis on customer
service, responsiveness, and
community engagement.
THE POSITION
The City Manager serves as the
chief executive officer of the City
and is responsible for the overall
leadership, administration, and
coordination of municipal operations.
This position plays a critical role in
advancing the City Council’s vision,
implementing strategic priorities,
and ensuring that City services are
delivered efficiently, effectively,
280
and in alignment with community needs.
Reporting directly to the City
Council, the City Manager
oversees the departments
of Public Works, Community Services, Municipal
Services, Finance, Community Development, Administrative Services, and the City Clerk’s Office. The
City’s operating budget is
$21 million and supports a wide
range of services, programs,
and capital improvements.
Key responsibilities of the City Manager
include:
• Providing organizational leadership and fostering a culture of accountability, innovation, and excellence.
• Advising the City Council on policy matters, operational issues, and strategic initiatives.
• Developing and implementing policies, programs, and services that align with community priorities.
• Overseeing preparation and administration of the City’s annual budget and long-term financial planning.
• Monitoring the City’s fiscal health and ensuring responsible stewardship of public resources
• Directing capital improvement planning and infrastructure investment.
• Evaluating organizational performance and implementing continuous improvement strategies.
• Preparing and presenting staff reports, recommendations, and correspondence to the City Council. • Ensuring compliance with all applicable federal,
state, and local laws and regulations.
• Representing the City in intergovernmental,
regional, and community settings.
The City Manager must be an effective communicator and relationship builder, capable of balancing competing priorities while maintaining
transparency, responsiveness, and a strong
commitment to public service.
THE IDEAL CANDIDATE
The City of Lawndale seeks a dynamic, experienced, and
principled leader with a proven record of success in
municipal management or a similarly complex public sector environment. The ideal candidate will combine strategic vision with hands-on leadership and operational
expertise. This individual will be a collaborative,
approachable, and service-oriented professional
who values teamwork, innovation,
and accountability. The successful
candidate will be ethical, trustworthy, transparent, and communityfocused, with a visible and accessible leadership style.
Key attributes and experience
include:
• Strong leadership and management experience overseeing municipal operations or comparable organizations.
• Demonstrated fiscal acumen, including sound financial management and experience securing and managing funding.
• Strategic thinking combined
with a proactive, solutionoriented approach and the
ability to adapt to changing
conditions.
• Excellent communication and
interpersonal skills, with the
ability to build relationships
across diverse communities and
with local, state, and federal
partners.
• Political acumen and experience
working effectively with elected
officials, including managing
Council-Manager dynamics
and implementing Council
priorities.
• A collaborative leadership style that
fosters a cohesive
team environment,
supports succession
planning, and effectively manages staff
and labor relations.
• Ability to advocate for the
City’s interests and represent
the community at local, regional, and governmental levels. • Working knowledge of key
municipal functions, including
economic development, community development, and/or
public works.
281
The ideal candidate will be a thoughtful and responsive leader who demonstrates sound judgment, empathy,
and a balanced approach to decision-making. They
will be an active listener, effective communicator, and visible presence in the community.
Additional experience includes:
• Working in high-density and/or diverse communities
• Managing regional partnerships and intergovernmental
relationships
• Implementing fair and effective code enforcement practices • Navigating and applying State and federal laws and regulations
EDUCATION & EXPERIENCE
• Bachelor’s degree in public administration, business administration, management, or a related field is required.
• Master’s degree in a related discipline is highly desirable. • Extensive experience in municipal management or public sector administration is required.
• Experience working with elected officials is highly preferred.
COMPENSATION
Salary – Up to $290,000 per year
Retirement – CalPERS (2% @ 55 for classic members; 2% @ 62 for new members). Employee pays member contribution. The City does not participate in Social Security; employees contribute 1.45% to Medicare.
Health Insurance – Monthly contribution of $1,680.36 towards medical, dental, and vision coverage. Includes life insurance ($100,000), long-term disability, Employee Assistance Program, flexible spending accounts, and a wellness reimbursement program.
Leave – Paid holidays, vacation, sick leave, and executive/management leave.
Deferred Compensation – 457 plan with City match up to $8,000.
Work Schedule – Flexible options
including 5/40, 9/80, and 4/10
schedules. City Hall is open
Monday through Thursday 7:00 a.m.
to 6:00 p.m., although many facilities
operate during evenings and
weekends.
TO APPLY
To be considered for this position,
please submit your application at:
www.bobmurrayassoc.com
Filing Deadline:
11:59 p.m. PST, May 17, 2026
Following the closing date, resumes
will be screened according to the
qualifications outlined above. The
most qualified candidates will be
invited to personal interviews with
Bob Murray & Associates.
A select group of candidates will
be asked to provide references
once it is anticipated that they
may be recommended as finalists. References will be contacted only following candidate approval.
Finalist interviews will be held with
the City of Lawndale.
Candidates will be advised of the
status of the recruitment following
selection of the City Manager.
If you have any questions, please
do not hesitate to call:
Ms. Stacey Stevenson
(916) 784-9080
282
To: Honorable Mayor and Members of the City Council Regular From: Dan Singer, City Manager
Subject: FUTURE AGENDA ITEMS
Date: October 7, 2026
Agenda Item: 11.A
CITY OF SANTA PAULA
MEMORANDUM
RECOMMENDATION:
Staff recommends City Council review future agenda items.
BACKGROUND:
The attached Future Agenda Items forecast (Attachment A) identifies anticipated agenda items for upcoming Council meetings as well as Study Session topics and long-range discussion items. Placing this forecast on the agenda affords the Council and the public the opportunity to discuss such topics and to make any recommendations. It should be noted this is only a forecast and may change over the course of time or based on feedback by the Mayor and City Manager during review of future agendas.
ANALYSIS:
In accordance with the Council's adopted Manual of Procedural Guidelines, Section 5.1, Councilmember Chavez has introduced a new request (see Attachment B), which proposes a temporary moratorium on enforcement of the City's Recreational Vehicle (RV) Ordinance. Council is provided the opportunity to review the request and discuss placing the item on a future agenda for consideration and action, at which time staff and the City Attorney will provide input and analysis of the proposal.
The City Attorney will also be prepared to answer questions posed by the Council as to whether direction by Council to suspend enforcement of the Ordinance can be given at the October 7, 2026 City Council meeting without need for a formal moratorium, and if that direction is given, what public safety or other exceptions may be available.
STRATEGIC PLAN:
Not applicable.
FISCAL IMPACTS:
None
283
OPTIONS:
ATTACHMENTS:
10.21.2026_Future_Agenda_Items_lm.pdf (Attachment A)
Council Agenda Request Form - Temporary Moratorium on Enforcement of RV Policy.pdf (Attachment B)
284
Santa Paula City Council Tentative Agenda Schedule
Updated 10/1/2026
Activities associated with the Council’s Strategic Plan* Special Meeting
Wednesday, October 21st – 4:30 pm
PD Animal Services – Study Session
Regular Meeting
Wednesday, October 21st – 6:30 pm
PW Public Works Department Report
Fire Ventura County Fire Department Report
P&R Union Oil Building HVAC
Finance Year-End & First Quarter Budget Report
HR Water Department Reorganization Proposal
CDD Redtail Housing Proposal
Admin Blanchard Library Request for DIF Support
Admin PBID Funding Request
Regular Meeting
Wednesday November 4th, 2026 – 6:30 pm
P&R Parks & Recreation Department Report
Fire PD Facility Phase 2 Bid Approval
STUDY SESSION TOPICS
Finance Development Impact Fees (DIF)* 3
rd Qtr.
Admin Municipal Code Update – Joint with Planning Commission CDD Use of Triangle Property on Housing 4
th Qtr.
P&R Park Host Program 4
th Qtr.
FUTURE AGENDA ITEMS
Legal Fire MOU Amendment for Station 26 4
th Qtr.
Admin No Smoking Ordinance – Workshop 3
rd Qtr.
Admin Electric Bike/Scooter Ordinance Options 3
rd Qtr.
P&R HVAC & Union Oil Building 3
rd Qtr.
CDD Remnant Parcel Annexation * 3
rd Qtr.
PW Plans and Specifications for Peck/Calpipe Street Improvement 3 rd Qtr.
PW Approve final design of bike trail extension, Telegraph Rd, & Roundabout
4 th Qtr.
PW/Finance Water/Sewer Rate Study 4
th Qtr.
Legal Nitric Oxide Restrictions Discussion 3
rd Qtr.
CDD Recreation Vehicle (RV) Parking 4
th Qtr.
HR Labor Agreements w/outside Unions 4
th Qtr.
PW Caltrans Cooperative Agreement 4
th Qtr.
CDD Central Business District Live Entertainment 4
th Qtr.
285
5,000 X
20 hours
November 2026 December 2026
N/A No
City Attorney & Community Development Kellan Martz
N/A
286
GOVWELL ORDER FORM
This Order Form, dated as of the Effective Date, is entered into by and between GovWell Technologies Inc. (“GovWell”) and the customer identified below (“Customer”), and is subject to the Terms of Service (as defined below), which are incorporated by reference herein.
Customer: City of Santa Paula, CA Effective Date:
Customer Contact: James Mason Contact Email: [email protected] Contact Phone: 805-933-4214 Ext. 251 Billing Contact:
Billing Email: Billing Phone:
1. SOFTWARE MODULES, LICENSES, AND SUPPORT.
Beginning on the Effective Date, GovWell will make available to Customer the following software modules:
Licenses: GovWell will provide unlimited user licenses to Customer.
Support: GovWell will provide email, phone, and chat-based support to Customer Monday through Friday, 9am to 5pm EST. GovWell will provide responses to all Customer inquiries within 1 business day.
2. IMPLEMENTATION & DATA MIGRATION SERVICES
Beginning on the Effective Date, GovWell will provide implementation services to Customer to ensure the successful launch and adoption of the software. These implementation services may include, but are not limited to: GIS integration, integration with payment processing software, data migration, system configuration, system modifications, and staff training.
Software Module Description Price (Annual)
Building Permits &
Inspections
Manage building permits, inspections, and plan review.
Includes online portal for improving access and transparency to the public. Includes Contractor Registration.
$25,000
Code Enforcement Online citizen complaints + code enforcement case management.
$17,000
Planning & Zoning Online planning & zoning applications, workflow management, and plan review.
$17,000
CEO Discount One time discount ($19,000)
TOTAL: $40,000
Docusign Envelope ID: 9FD7E995-B0E3-4507-B373-A67B5F416A66 8/29/2025
138 287
3. SUMMARY OF FEES AND TERMS
4. INITIAL TERM
Initial Term: Two (2) years, beginning on the Effective Date.
5. TERMS OF SERVICE. The parties expressly acknowledge and agree that this Order Form, any appendices attached, and any amendments hereto signed by the parties, is subject to and conditioned upon Customer’s agreement to the Terms of Service located at http://www.govwelltech.com/terms (as amended from time to time, the “Terms of Service”). By signing below, Customer expressly acknowledges Service Description Price (one-time)
Implementation -
Standard
Full-service configuration of system, including:
● Online forms / applications
● Workflows for each record type
● Document templates (Permit cards, COs, notices of violation) ● Inspection templates
● Reports
● Staff training
$20,000
WAIVED
Data Migration
(Raw Data + Files)
- Standard
Migration of historical data to GovWell including data in CSV, Excel, PDF and JPG format. Customer is responsible for exporting the data in the aforementioned format(s) and providing it to GovWell, and GovWell is responsible for importing it.
To ensure a successful migration of files, Customer is additionally responsible for providing GovWell data in a CSV or Excel format that details an explicit connection between files and other records - e.g. a CSV file specifying that file “ABC.pdf” is connected to Building Permit #24-0001.
Modules included:
● Building Permits & Inspections (Raw Data + Files for open applications)
● Planning & Zoning (Raw Data + Files for open applications) ● Code Enforcement (Raw Data)
$9,000
WAIVED
TOTAL: WAIVED
Item Description
Annual Cost $40,000
Annual Uplift 5% (not applicable during initial term)
Initial Term Invoice Schedule Annual, invoiced on signing Renewal Procedure Automatic 1 year renewal term, unless 60 days notice provided prior to renewal date Docusign Envelope ID: 9FD7E995-B0E3-4507-B373-A67B5F416A66 139 288
and agrees that it has reviewed the Terms of Service and agrees to be bound thereby. In the event of any inconsistency or conflict between the terms of this Order Form and the Terms of Service, the terms of this Order Form shall take precedence and govern solely with respect to the specific services, fees, and terms outlined herein, unless otherwise stated in the Terms of Service. All other provisions of the Terms of Service shall remain in full force and effect. Customer further acknowledges and agrees that by signing below, the person signing this Order Form has the authority to execute this Order Form on behalf of Customer. This Order Form may not be amended or modified, except in a writing signed by both Customer and GovWell.
AGREED AND ACCEPTED on behalf of the parties by their duly authorized representatives as of the Order Form Effective Date.
CUSTOMER: City of Santa Paula, CA GOVWELL TECHNOLOGIES INC.:
By (Signature): By (Signature):
Name (Printed): Name (Printed):
Title: Title:
Date signed: Date signed:
CUSTOMER: City of Santa Paula, CA
By (Signature):
Name (Printed):
Title:
Date signed:
Docusign Envelope ID: 9FD7E995-B0E3-4507-B373-A67B5F416A66 8/29/2025
Dan Singer
City Manager
Troy LeCaire
Chief Executive Officer
8/29/2025
140 289