St. Helena City Council
April 14, 2026

INSULATIONSPECIFICATIONS
THIS CLAYTONMANUFACTUREDHOME, SERIALNUMBERSAC039826CAABACCONTAINSTHE FOLLOWINGINSULATIONSPECIFICATIONS:

LOCATION TYPEOF INSULATION *THICKNESS R VALUE
FLOOR FIBERGLASS WOOL 7-112"

DIVISIONOF CLAYTONMANUFACTUREDHOUSIN
9998 Old Placerville Rd Sacramento, CAG95827

DATE CUSTOMERSIGNATURE
“ EXTERIORWALLS FIBERGLASS WOOL 6-1I2" R-19
lNSTALLED 11.32 " “*CEILING BLOWN:LOOSE-FILLKNAUF R-38
SETTLED 10.53"
*Insulation thickness and R—valueslisted are as certi?ed by original manufacturer of the insulation prior to installation in the home. Once installed in the home, the insulation thickness and R values are reduced in areas of the ?oor, wall, and ceiling cavities due to compression and structural limitations.Electrical equipment and ?xtures, plumbing, ductwork, and the home’s structurallimitationscontribute to the compression of insUiation. “R19 wall insulation is 6.5” thick as provided by the insulation manufacturer, and is compressed to 5.5” to ?t in homes that have a 2x6 wall cavity. The net R-value is reduced to R-17.8. “*The shape of truss rafters structurally limitsthe amount of insulation that can be applied in certain parts of the ceiling area. At the narrowest part of the truss rafter (near the exterior walls) insulationwillbe restricted. The depth and R-Value of the insulation willincrease as the truss increases in volume up the slope of the roof. The total number of bags of insulation added to the ceiling area is not reduced. The bags of insulation that can not be added where there is a structural limitationare added into the ceiling cavity where the bags can be accommodated. in the upper part of the roof, where the depth of insulation is not restricted by the truss, the RValue measurements are at or above the value listed in the above table.

Calculations conducted on the home to ensure conformance to energy ef?ciency standards takeinto consideration the limitationsand compression of the insulation as mentioned above, and the overall insulative capacity of the home complies withthe applicable building codes in effect when the home was built.

DATE RETAILERSIGNATURE

I HEREBYUNDERSTANDTHATA COPYOF THIS FORM WILLBE INCLUDEDWITHMYSALES CONTRACT R-22

Display
Buyeracknowledges
Modelthat are
that
not
Dealer
included
may
in
have
the
furnishings,
purchase
wall decorations andsimilardisplayitemsinthe
and/orPurchaseAgreement betweenBuyer
of the homeunlesslistedseparatelyon the Sales and Dealer. without
To the fullest
warranty,
extent
express
permitted
or implied,
by applicable
with
law,Buyeris acceptingthehomein“ASIS” conditionand regard to each of the followingitemsonly:
0 ExteriorPaintAS IS
0 Wear and Tear on LinoleumAS IS
0 Scratcheson CabinetsAS IS 0 Wear and Tear on CarpetAS IS 0 ScratchesandDentson AppliancesAS IS
0 OrdinaryWear and Tear on RoofASIS
0 0
Rev. 10/15/19
CM! 1200

N OM NTA
homes
2/11/26, 9:40 AM
FAIRPOINT2452
5A0039826CAABA
C 2 beds - 2 baths
103057. 973 sq. ft.

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lI BEDROOM2 { LIVINGROOM
(707) 588-2725 CLAYTO H ES-SA ROSA
3515 SANTAROSA AVE
SANTAROSA, CA 95407
OPHONAL2-BEDROOMLAYO
Monday - Friday:9am to 5pm
Saturday: 9am to 5pm Sunday: Closed

TA
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PA
Modular, Manufactured, Mobile Homes For Sale Near Me

FAIRPOIN
Home

STA DARDSPECIFICATIO

EXTERIOR
9' Sidewallwith FlatCeiling . CAWildlandUrban Interface Compliant (WUI) LPVerticalSmart Side
Z-Metalat bottom of vertical siding
ExteriorHouseWrap
2" x 6" ExteriorWalls 16" CC.
2-Panel HorizontalGrooveShuttersFEW
8: FDS(most locations)
' 2"x " Rough Sawn Trim— REW&A1/2
Sidewall
2"): "RoughSawn Fascia
4/12RoofPitch- 20 Wide&SingleWides
3/12Roof Pitch - 24, 27, 30 Wides
20# - 24" O.C.Trusses
1-1/2"LVLEngineered CeilingRidgeBeam
DimensionalShingles
- Synthetic Roo?ng Underlayment - 7/16"053 RoofSheathing ' 6" NominalSidewallEaves- 12, 14, 8f.15
Wides
' 6" Front 8:Rear Overhangs- Single Wides
12" NominalSidewallEaves- 20, 24, 27
Wides
10" NominalSidewallEaves - 30 Wides
12" Front and Rear Overhang
Ice Dam on Edge of Roof
Floors2"x6"16" O. C. - Floors2"x8" 16" O.C.-14'-10"Floor Widths
' 5/8“058 Floor Decking
- AllBrakeAxelsifOver 14' Wide leaves
° Insulation:R-22Floor,R-19Wall, R-38
Ceiling
- eBuilt(EnergyStar Certi?ed)

EXTERIORDOORS
- 36"x80"6-Panel lnswing FiberglassFront
Door
- 32" lnswing Fiberglass with 1/2—Light
Window(per plan) Rear Door
- RoundDoorknobWith Deadbolt
' SlidingGlassDoors 6'x6'-8" (per plan)

WINDOWS
- Single Hung Windows
' WhiteVinyl Frame - Dual Pane w/Low-E
- PictureFramedWindow Returnswith 2-
1/4"ColonialTrim
' BathroomWindowsPer Plan
- 2” FauxwoodMini Blinds

CABINETRY
- HardwoodMissionStyleCabinetDoors
(Grayor Mocha)
- TallOverhead Cabinets in Kitchen
CABINETRY BATHROOM(S) - 2 Door CabinetAboveRefrigerator - - 36" High SinkCabinet Back
Rock
Paneling
Maple InteriorCabinetFinishwith - LGSolidSurfaceHi-MacsCountertop& ' 3” Crown Molding Backsplash with 2-1/4"SelfEdge
- Drawers
on OverheadCabinets - Rectangle SolidSurfaceSinksls) Over Doors -
° BrushedNickelPackage
- Ball
Hidden
Bearing
Hinges
Drawer
- SoftClose 0 DrawerBankin PrimaryBathroom
' Choice
Guides - DrawerBankor Drawerin Guest
' of Pullson CabinetDoors&Drawers Bathroom Bank of Drawersin the Kitchen - FiberglassTub/Shower60" (Per Plan) . - CeilingExhaustFan KITCHEN - 42"TallMirrorw/J-Rail& Clips - LGSolidSurface Hi-MacsCountertop8'. ' MedicineCabinet(s) Backsplashwith 2-1/4"SelfEdge . ' ElongatedToilet
Solidsurface Sink- 50/50 - Water Shut-offValvesat Sink(s)&Toilet (s)
- BrushedNickelPackage
- 30” Gas Range StainlessSteel - Manual FLOORCOVERINGS clean - PlushStainResistantCarpet ' 30” Range Hood- StainlessSteel ' 3/8"5lb-Carpet Pad ° Energy Star Dishwasher- StainlessSteel °
' VinylFlooring- LocationPer Plan EnergyStar Refrigerator- StainlessSteel ° BBSEbOBFdS - 3-1/4"ColonialThTOUE hOUt
- Plumbfor Ice Makerw/recessedsupply line ' Toe KiCkHeat Registers in Kitchenand box Bathroom(s) ' Garbage Disposal 1/2HP ‘ EM“!Lino
- Water Shut-offValvesat Sink

INTERIORDOORS UTILITYROOM -
- 2-Panel InteriorPassage 8.Wardrobe High Ef?ciencyCarrierNaturalGas/Propane 0““ .Furnace -
' Passage DoorTo UtilityRoomw/Air .
40 GallonGas Water Heater Return Ab°V‘-'(per plan) Plumb/WireWasher (per plan) - Wire
' LouveredDoorson InteriorFurnaceand for ElectricDryer (per plan) Water Heater ACCESS - Metal Shut Off Valvesat Washer . ' MDF000' lambs
- Dryer Vent in Wall - ColonialDoorCasing2-1/4" 2-Door Washer/DryerOverheadCabinet ' RoundDoorknobs' BVUShEdNickel - FurnaceAirReturn Opening inWall(per ‘ W°°d ClosetShelfWith POE plan) - Hose Bibat Rear INTERIOR
- 2”x4"Interiorwalls -- ELECTRICAL Tape and TexturedCeiling&Walls(1/2") SwissCoffeeInteriorWall & CeilingPaint MiniBullnoseCorner(Most Areas) Silent AirReturns
100 Amp Panel Box
EcobeeSmartThermostat
Smoke Detectors Hard Wired w/Battery Backup
Carbon MonoxideDetectorHardWired
w/Battery Backup
Doorbell
ExteriorGFIPlug at Rear Door and Porch
(per plan)
RockerLight Switches
ContemporaryPorchLight(s)or CeilingLED
on Recessed/PorchDoors
LEDLightsThrough Out
Wire and Brace CeilingforCeiling Fan in
LivingRoom&Primary Bedroom
RecessedCan Lights LivingRoom and P/Bed (4ea), G/Bedsor Den (Zea) ~ >r Current smqaw‘ds Bug, 7 price we“; .Liil 10‘5””
,5
Speci?cations subject to change without notice or obligation sacra O

CITY OF ST. HELENA
RESOLUTION NO. 2026-__
RESOLUTION APPROVING (1) THE PURCHASE OF A

MANUFACTURED HOME FROM CLAYTON HOMES FOR
INSTALLATION AT THE WATER TREATMENT PLANT; (2)

AUTHORIZING THE CITY MANAGER TO NEGOTIATE AND
EXECUTE A PURCHASE AGREEMENT WITH CLAYTON HOMES;
(3) DECLARING THE EXISTING MANUFACTURED HOME SURPLUS
AND AUTHORIZING STAFF TO DISPOSE; (4) AUTHORIZING A
BUDGET INCREASE FOR PROJECT W26-03 WATER TREATMENT
PLANT MODULAR HOUSING; (5) AUTHORIZING RELATED
ACTIONS, AND APPROVING BUDGET AMENDMENTS; AND (6)

AUTHORIZES THE DIRECTOR OF PUBLIC WORKS TO APPROVE
CONSTRUCTION CHANGE ORDERS NOT TO EXCEED 10%.

RECITALS
A. The City's water treatment facility, located at 410 Crystal Springs Road, includes one manufactured home residence which has been historically occupied by the plant operations staff; and
B. The residence which was installed in 1980, was continuously utilized by treatment plant staff until 2020, but has since been permanently vacated; and C. In early 2025, Staff initiated an evaluation of the residence in efforts to consider future use by current staff; and
D. June 24, 2025, a new business item was brought before City Council to discuss and provide direction regarding the future of workforce housing at City facilities and City Council directed Staff to pursue the replacement of the structure at the Water Treatment Plant; and
E. Staff explored three options with considerations regarding cost, schedule, and City policies; and
F. Staff recommends the purchase and installation of a manufactured home from Clayton Homes; and
G. A budget reallocation is necessary to properly allocate funding for the projects identified in the Capital Improvement Plan (CIP); and

H. The project is categorically exempt from the California Environmental Quality Act (CEQA) pursuant to Class 1 Existing Facilities.

RESOLUTION
The City Council of the City of St. Helena hereby resolves as follows:

1. Approving the purchase of a Clayton Homes manufactured home for the Water Treatment Plant; and

2. Authorizing the City Manager to negotiate and execute a purchase agreement with Clayton Homes; and

3. Declaring the existing manufactured home surplus and authorizing staff to dispose; and

4. Authorizing a budget increase for Project W26-03 Water Treatment Plant Modular Housing and authorizing associated budget adjustments; and

5. Authorizes the Director of Public Works to approve construction change orders not to exceed 10%; and

6. The project is categorically exempt from the California Environmental Quality Act, pursuant to CEQA Guidelines section 15301, Existing Facilities Class 1.

1. Budget Amendments are as follows:

Description Fund GL Account Amount
Transfer to Other Funds Water Enterprise
Fund Balance 561-50-00-29-99 $240,671
Operating Transfers In Water Capital
Improvement 763-39-98-00-00 $240,671
Increase to Project Budget
W26-03 WTP Modular
Housing
Water Capital
Improvement 763-50-30-31-60 $206,974
Increase to Project Budget
W26-03 WTP Modular
Housing
Water Capital
Improvement 763-50-30-31-70 $33,697

2. Funding is as follows:

Description Fund GL Account Amount
W26-03 WTP Modular
Housing
Construction Contract
561-Water Rate
Revenues 763-50-30-31-60 $336,974
W26-03 WTP Modular
Housing
Contingency
561-Water Rate
Revenues 763-50-30-31-70 $33,697

Approved at a Regular Meeting of the St. Helena City Council on April 14, 2026, by the following vote:

Mayor Dohring:

Vice Mayor Deasy:

Council Member Barak:

Council Member Spadarotto:

Council Member Summers:

APPROVED: ATTEST:
________________________ ________________________
Paul Jamison Dohring, Mayor Andrew Bradley, City Clerk


















 
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Agendas Report to the City Council
Agenda Section: NEW BUSINESS
Department: Administrative Services Department
DATE: April 14, 2026
FROM: Mandy Kellogg, Director of Administrative Services SUBJECT: Approval of a Resolution Authorizing Recruitment for a City Manager and Provide Direction Regarding the Selection of a Firm to Conduct the Recruitment Process.

RECOMMENDED
ACTION:

Staff recommends that City Council approve the attached resolution and provide direction and authorization to retain a firm to assist in the recruitment process.

PREVIOUS COUNCIL
ACTION:

March 11, 2025 - Hiring Freeze on all Vacant Positions.

STATEMENT OF THE
PURPOSE:

The purpose is to receive authorization to recruit for the vacant City Manager position, which provides services that are necessary to the City's operations.

FINANCIAL IMPACT: Funding for the position was previously approved in the FY 2025-26 and FY 2026-27 Biennial Budget. Therefore, there is no additional financial impact.

CEQA DETERMINATION: Not a CEQA Project (CEQA Guidelines §15378) BACKGROUND:

On January 28, 2025, Council Member Barak requested an item be placed on a future agenda to discuss and consider issuing a temporary freeze on all new hires, salary increases not contractually obligated, reclassifications, and discretionary spending until the City's financial situation is clarified, and sustainable funding solutions are in place to address the deficits.

Additionally, proposing that the City Council would retain authority to approve exceptions on a case-by case basis when such actions are deemed critical for public safety, legal compliance or liability, or other urgent needs at the council's discretion where delaying action would result in significant harm to the City or its residents.

On March 11, 2025, staff prepared a staff report and presentation addressing Council Member Barak's January 28, 2025 request and made recommendations based on existing vacancies at the time of the report. City Council adopted recommendations

outlined in the Staff Report 12.3, subject to a meet and confer with represented employee bargaining groups, while incorporating the core provisions of the original motion, instituting a temporary hiring freeze as follows:

1. A temporary freeze on all new hires, except for positions recommended for immediate hiring in the staff report.

2. All other vacant positions will remain frozen unless the Council approves an exception based on clear justification.

DISCUSSION:

The City Council of St. Helena and City Manager Comelo have mutually agreed to part ways effective April 13, 2026, which will create the need to initiate a recruitment process to fill this key executive position.

The City Manager serves as the central figure in ensuring the effective administration of all municipal operations. This critical executive-level position is responsible for implementing City Council policies, providing organizational leadership, and overseeing the delivery of essential public services. The City Manager directs and coordinates the activities of all departments, ensures fiscal responsibility, and fosters a high-performing and accountable organizational culture.

This role provides strategic, administrative, and operational leadership in the development and execution of Citywide goals, policies, and programs. The City Manager ensures alignment between Council priorities and departmental work plans, while maintaining compliance with applicable local, state, and federal regulations.

Additionally, the City Manager serves as the primary liaison between the City Council, staff, and the community, ensuring transparent communication and responsive governance.

Given the increasing complexity of municipal operations, rising fiscal pressures, staffing challenges, and evolving regulatory requirements, leaving this position vacant poses significant organizational, operational, and strategic risks. The City Manager is essential to:
• Ensuring continuity of operations and organizational stability across all City departments
• Implementing City Council policy direction and advancing strategic priorities • Overseeing the City’s financial health, including budget development, fiscal controls, and long-term planning
• Providing leadership and direction to executive staff and maintaining workforce engagement and accountability

• Coordinating interdepartmental efforts to effectively deliver services and capital projects
• Navigating complex regulatory, legal, and intergovernmental issues • Strengthening relationships with regional partners, stakeholders, and the community
• Supporting organizational resilience, innovation, and long-term sustainability For these reasons, promptly filling the City Manager vacancy is vital to maintaining effective governance, ensuring fiscal and operational stability, advancing Council priorities, and continuing to deliver high-quality services to the community.

Staff has contacted several executive recruitment firms to solicit proposals for recruitment services. The current status of responses is summarized below:

Recruiting Firm Total Estimated Cost
Bob Murray & Associates $34,000
CPS HR Consulting $30,000
Peckham & McKenney $28,000
Ralph Andersen & Associates $38,750
Teri Black No Response as of 04/13/2026
Tripepi Smith $28,500
WBCP $36,800
Staff is seeking direction from the City Council regarding the selection of a firm to conduct the recruitment process.

ENVIRONMENTAL REVIEW:

None.

GOAL:

Goal 7: Enhance Organizational Effectiveness
ATTACHMENTS:

1. Resolution Authorizing Recruitment of a City Manager (1)-c1

2. Bob Murray & Associates - Proposal - St. Helena City Manager '26

3. CPS HR - General Recruitment SOW - St Helena CM - 04-2026

4. Peckham and McKenny CM Search Proposal - St. Helena

5. Ralph Andersen - Proposal - St. Helena - City Manager

6. Tripepi Smith - 2026-04 City of St. Helena City Manager Recruitment Services Proposal FINAL

7. WBCP Client, Recruiter, Recruitments 4.7

8. Public Comment - Mario Trinchero

9. Public Comment - Elaine de Man

10. Public Comment - Kelly Wheaton 3

11. Public Comment - Lana Ivanoff

12. Public Comment - Tamara Sorensen

13. Public Comment - Colleen Gillaspy 3

CITY OF ST. HELENA
RESOLUTION NO. 2026 -
Resolution authorizing recruitment for a permanent City Manager.

RECITALS
A. On January 28, 2025, Council Member Barak requested an item be placed on a future agenda to discuss and consider issuing a temporary freeze on all new hires; and B. Additionally, proposing that the City Council would retain authority to approve exceptions on a case-by-case basis when such actions are deemed critical for public safety, legal compliance or liability or other urgent needs at the council's discretion where delaying action would result in significant harm to the City or its residents; and C. On March 11, 2025 City Council adopted the hiring freeze placing a temporary hiring freeze on all new hires and all other vacant positions will remain frozen unless Council approves an exception based on clear justification; and D. Since March 11, 2025, several positions have become vacant or will be vacant in the near future; and
E. The City Council of St. Helena and City Manager Comelo have mutually agreed to part ways effective April 13, 2026, which will create the need to initiate a recruitment process to fill this key executive position; and
F. In order to meet day-to-day operational needs, staff requested authorization to recruit for this critical position.

RESOLUTION
NOW, THEREFORE, the City Council of the City of St. Helena resolves as follows:

1. The Council hereby authorizes the Interim City Manager to recruit for a permanent City Manager.

Approved at a Regular Meeting of the St. Helena City Council on April 14, 2026, by the following vote:

Mayor Dohring: __________
Vice Mayor Deasy: __________
Councilmember Barak: __________

Councilmember Spadarotto: __________
Councilmember Summers: __________
APPROVED: ATTEST:
________________________ ________________________
Paul Jamison Dohring, Mayor Andrew Bradley, City Clerk

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

April 13, 2026
Mayor Paul Dohring and
Members of City Council
City of St. Helena
1088 College Ave.

St. Helena, CA 94574
Submitted via email to: [email protected]

Dear Mayor Dohring & Members of City Council:

Bob Murray & Associates is pleased to submit a proposal to conduct the City Manager recruitment for the City of St. Helena. 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 St. Helena 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:

2026
Sonoma, CA (City Manager) – current
Lemon Grove, CA (City Manager) –
current
South Lake Tahoe, CA (City Manager) –
current
Pacifica, CA (City Manager) – current
Sausalito, CA (City Manager) – current
Concord, CA (City Manager) – current
Santa Rosa, CA (City Manager) - current
Monterey, CA (City Manager)
Eugene, OR (City Manager)
Cathedral City, CA (City Manager)
Hanford, CA (City Manager)

2025
Hayward, CA (City Manager)
Apple Valley, CA (Town Manager)
Davis, CA (City Manager)
Live Oak, CA (City Manager)
Oakdale, CA (City Manager)
Fowler, CA (City Manager)
Louisville, CO (City Manager)
Manhattan Beach, CA (Deputy 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)
Clayton, CA (City Manager)
Vancouver, WA (City Manager)
Orinda, CA (City Manager)
Pinole, CA (City Manager)
Novato, CA (City Manager)
Saratoga, CA (City Manager)
Sparks, NV (City Manager)
Salinas, CA (City Manager)
Pacific Grove, CA (City Manager)
Marin County, CA (County Administrator)
We are also very familiar with the North Bay area, having recently completed the following recruitments in the region:
2025
Sonoma, CA (City Manager) – current
County of Marin, CA (Assistant County Executive) – current County of Marin, CA (Inspector General) -current
County of Sonoma, CA (County Counsel) - current
County of Marin, CA (County Counsel) – current
Santa Rosa, CA (City Manager) - current
Santa Rosa, CA (Chief Financial Officer)
County of Marin, CA (Public Works Director)
Healdsburg, CA (Assistant City Manager)
Petaluma, CA (Assistant Community Development Director) 2024
City of Novato, CA (City Manager)
County of Sonoma, CA (Chief Deputy Law Enforcement Auditor)

San Rafael, CA (Community Development Director)
Petaluma, CA (Director of Water Resources and Utilities) Petaluma, CA (Public Works Director)
Petaluma, CA (Police Chief)
Calistoga, CA (Fairgrounds Revitalization Director)
Calistoga, CA (Planning and Building Director)
2023
County of Marin, CA (County Executive)
San Rafael, CA (City Manager)
Calistoga, CA (Fire Chief)
We work as a team on every search at Bob Murray & Associates. Your Project Lead would be Valerie Gaeta Phillips, Gary Phillips, or Stephanie Dietz who would not only direct and supervise the project team from beginning to end but also serve as the Recruiter for the project.

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 14 of the attached proposal.

We look forward to your favorable consideration of our qualifications. Please do not hesitate to contact us at (916) 784-9080 with any questions.

Sincerely,
Valerie Gaeta Phillips
President, Bob Murray & Associates

TABLE OF CONTENTS
THE RECRUITMENT PROCESS ........................................................................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 ................................................................................................. 15

Bob Murray & Associates Proposal for the City of St. Helena 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 St. Helena’s needs will be key to a successful search.

Valerie Gaeta Phillips, Gary Phillips, or Stephanie Dietz 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 St. Helena 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 7 for pricing information.

Online Stakeholder Surveys

Sometimes clients are seeking input from a wider range of stakeholders—such as community members, business leaders, and organization representatives—online surveys are ideal to solicit input regarding qualities of the ideal candidate. Our experienced recruiters excel at crafting targeted, thoughtful, open-ended questions and can design a customized survey, providing a link for easy sharing on your website.

After closing, your dedicated Recruitment Coordinator will send you the survey

Bob Murray & Associates Proposal for the City of St. Helena 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 St. Helena.

Ms. Gaeta Phillips Mr. Phillips, or Ms Dietz 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 St. Helena 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 St. Helena 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 St. Helena’s search include but are not limited to:

Bob Murray & Associates Proposal for the City of St. Helena Page 3 California City Management Foundation
International City County Management Association
League of Women in Government
National League of Cities
League of California Cities
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 St. Helena, 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.

Bob Murray & Associates Proposal for the City of St. Helena Page 4 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 St.

Helena wishes to proceed with these candidates.

STEP 5 CONDUCT PRELIMINARY INTERVIEWS
Ms. Gaeta Phillips Mr. Phillips, or Ms Dietz 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

Bob Murray & Associates Proposal for the City of St. Helena Page 5 List of Other Applicants (those who did not meet minimum qualifications or were otherwise unsuitable, based on our screening process)
Bob Murray & Associates maintains all search records for a period of seven (7) years following each recruitment, and we are happy to forward cover letters and resumes for each applicant by postal mail or email as soon as the recruitment closes to new applications.

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 St. Helena 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 St. Helena to design.

Ms. Gaeta Phillips Mr. Phillips, or Ms Dietz 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
Ms. Gaeta Phillips Mr. Phillips, or Ms Dietz 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.

Bob Murray & Associates Proposal for the City of St. Helena Page 6 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. Ms. Gaeta Phillips and Mr. Phillips 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 St.

Helena’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 St. Helena, 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 St. Helena.

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 St. Helena by office phone, cell phone, and email at any time to ensure a smooth and stress-free recruitment process.

Bob Murray & Associates Proposal for the City of St. Helena Page 7

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 St. Helena is $34,000. Services provided for in this fee consist of all steps outlined in this proposal, including design and distribution of the recruitment brochure, advertising, marketing and promotion, administrative support, public records research, comprehensive background reporting on the final candidates, postage, technology, and three 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 St. Helena.

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 St.

Helena. 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

Bob Murray & Associates Proposal for the City of St. Helena Page 8

GUARANTEE
In the event a candidate recommended by our firm resigns or is terminated within the first 12 months of employment, Bob Murray & Associates will provide the City of St.

Helena 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 St.

Helena’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 St. Helena will be responsible for the reimbursable expenses as noted above.

We are confident in our ability to recruit outstanding candidates and do not expect the City to find it necessary to exercise this provision of our proposal.

Bob Murray & Associates Proposal for the City of St. Helena Page 9

RECRUITMENT SCHEDULE
We are prepared to start work on this assignment upon receipt of a signed professional services agreement or other written, authorized notification. A full search can be completed in 13-16 weeks from the date of initial meetings with our client.

The final recruitment schedule will be determined in collaboration with City of St.

Helena. A typical timeline of tasks and events is included here for reference.

Bob Murray & Associates Proposal for the City of St. Helena Page 10

FIRM PROFILE

OUR STAFF
Bob Murray & Associates is a small firm focusing exclusively on executive search services. We have a team of seventeen (17):

Bob Murray, Founder
Valerie Gaeta Phillips, President
Gary Phillips, Executive Vice President
Joel Bryden, Vice President
Yasmin Beers, Senior Executive Recruiter
Adele Fresé, Senior Executive Recruiter
Stacy Stevenson, Senior Executive Recruiter
Jon Lewis, Executive Recruiter
Stephanie Dietz, Executive Recruiter
Melanie Richardson, Executive Recruiter
Jeff Mori, Executive Recruiter
Michael Ishii, Executive Recruiter
Ian Schmutzler, Executive Recruiter
Alexandria Huesca, Recruitment and Operations Manager
Kathy Lolas, Senior Recruitment Coordinator
Grace Marshall, Senior Recruitment Coordinator
Steph Souza, Recruitment Coordinator
Please see your lead recruiter’s biography below:

VALERIE GAETA PHILLIPS, PRESIDENT AND RECRUITER

Ms. Gaeta Phillips Mr. Phillips, or Ms Dietz 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

Bob Murray & Associates Proposal for the City of St. Helena Page 11 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 issues in municipal and non-profit leadership, and how to identify a positive placement for the organizational culture.

Ms. Gaeta Phillips Mr. Phillips, or Ms Dietz, 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.

Bob Murray & Associates Proposal for the City of St. Helena Page 12

STEPHANIE DIETZ, EXECUTIVE RECRUITER
Stephanie Dietz brings over 20 years of municipal and public agency experience to Bob Murray and Associates. Stephanie retired as the City Manager for the City of Merced, a City with a population of nearly 100,000 and the newest University of California campus. She served as the Chief Executive Officer overseeing more than 500 employees who provided services within the areas of Police, Fire, Development and Inspection Services, Engineering, Public Works, Parks & Recreation, Arts & Culture, Housing, and the Office of Neighborhood Safety.

For 20 years, Stephanie garnered experience across city and county governments, along with the University of California, specializing in public finance and budgeting, human resources, labor relations, strategic planning, public safety, water management, redistricting, and leading city-initiated sales tax and charter ballot initiatives. Her professional career saw great success, with projects that included the construction of a new municipal airport terminal, the award of several state and federal grants to construct 850 affordable housing units, and the annexation of UC Merced. Throughout her professional career, she has been responsible for recruiting and retaining executivelevel leaders who reflect the culture of their communities while fostering a spirit of innovation.

Stephanie serves on the Merced Irrigation District Board, on the Merced College Foundation Board, and as an Advisory Board Member for the Central California Small Business Development Center. In 2023, Stephanie was recognized by the California State Assembly as Woman of the Year for her innovative solutions in affordable housing and transportation and her pioneering spirit as the first female City Manager for the City of Merced. Stephanie also volunteers on the boards of several local non-profits that support youth sports and local FFA chapters, ensuring students have the community support needed to be successful.

Stephanie holds a Bachelor of Arts in Liberal Arts with a Minor in Mathematics from California State University, Fresno, and a Master of Arts in English from National University.

Bob Murray & Associates Proposal for the City of St. Helena Page 13

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 St. Helena:

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).

Bob Murray & Associates Proposal for the City of St. Helena Page 14

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 Folsom, CA
POSITION: City Manager
REFERENCE: MS. Allsion Garcia, Human Resources Director (916) 461-6050

CLIENT: City of Aliso Viejo, CA
POSITION: City Manager
REFERENCE: Councilmember Tiffany Ackley
(949) 425-2510

CLIENT: City of Monterey, CA
POSITION: City Manager
REFERENCE: Mayor Tyller Williamson
(831) 760-5173

We appreciate the City of St. Helena’s consideration of our proposal and look forward to working with you.

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2450 Del Paso Road, Suite 220 Sacramento, CA 95834 www.cpshr.us General Scope of Work
Executive Search Services – City Manager Recruitment – City of St. Helena Phase I:
 Meet with the Council and appropriate stakeholder(s) to gather information on the organization and to develop the specifications and ideal candidate profile for the position  Coordinate with the City on development of recruitment brochure for the desired position; prepare brochure design
 Complete recruitment brochure and post brochure on CPS HR website  Place ads on professional association and affiliate websites o CPS HR will prepare, submit for your approval, and publish advertisements on professional and affiliate websites to attract candidates on a nationwide, regional, local or targeted basis based on the recruitment strategy.
 Receive all resumes and acknowledge receipt thereof
 Respond to inquiries from applicants and potential applicants  Keep client posted on recruitment progress
 Conduct aggressive outreach by initiating contact with potential applicants and with referral sources
Phase II:
 Review application materials and identify top tier candidates for further consideration  Conduct preliminary screening interviews with top tier candidates  Submit “Client Report” (includes resumes, summary of resumes, notes, overview)  Meet with the City to discuss the report and the results of the screening interviews in order for the City to identify an appropriate number for semi-finalist interviews  Notify all applicants of status in the recruitment
Phase III:
 Prepare an assessment process for semi-finalist interviews in coordination with the City; schedule candidates for interviews
 Prepare evaluation materials for semi-finalist interviews  Facilitate semi-finalist interviews and debrief with the City to select candidates for participation in finalist assessments; work with the City on the format for finalist assessment  Prepare evaluation materials for finalist interviews; schedule candidates for interviews  Work with the City to coordinate travel/accommodations for finalist assessment  Assist the City with the facilitation of finalist interviews; debrief with the City on final selection  Conduct reference and background checks on top candidate(s) following assessment process

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2450 Del Paso Road, Suite 220 Sacramento, CA 95834 www.cpshr.us Professional Services
Our professional fixed fee covers all CPS HR services and deliverables associated with Phases I, II, and III of the recruitment process.

Full Recruitment – Phase I, II, and III $30,000
Travel expenses for candidates who are invited forward in the interview process are not included.

However, should the City desire CPS HR’s Travel Team to assist with these arrangements, we are happy to do so. This might require an amount be added to our contract.

One Year Guarantee
If the employment of the candidate selected and appointed by the City, as a result of a full executive recruitment (Phases I, II, and III), comes to an end before the completion of the first year of service, CPS HR will provide the City with professional services to appoint a replacement. Professional consulting services will be provided at no cost. The City would be responsible only for expenses to re-advertise and market the position, consultant travel, additional background checks, etc. This guarantee does not apply to situations in which the successful candidate is promoted or reassigned within the organization during the one-year period. Additionally, should the initial recruitment efforts not result in a successful appointment, CPS HR will extend the aggressive recruiting efforts and screen qualified candidates until an offer is made and accepted. CPS HR does not provide a guarantee for candidates placed as a result of a partial recruitment effort.

Placement Timeline
All search activities up to and including the selection of new City Manager can be completed in 14 to 16 weeks. The precise schedule will depend on the placement of advertising, the scheduling of the initial meeting, and the level of community/stakeholder engagement.

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California Student Aid Commission, CA Executive Director 2024 Stanislaus County Housing Authority, CA Executive Director 2024 City of Simi Valley, CA City Manager 2024

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2450 Del Paso Road, Suite 220 Sacramento, CA 95834 www.cpshr.us Agency Title Year Completed
Contra Costa County Employees’
Retirement Association, CA
Chief Executive Officer 2024
Orange County Power Authority, CA Chief Executive Officer 2024 Southern California Public Power Authority Executive Director 2024 County of Luis Obispo, CA County Administrative Officer 2024 City of Gillette, WY City Administrator 2023
Sierra Lakes County Water District, CA General Manager 2023 Selma-Kingsburg-Fowler County Sanitation
District, CA
General Manager 2023
City of Phoenix, AZ Assistant City Manager 2023
City of Phoenix, AZ Deputy City Manager 2023
City of Baytown, TX City Manager 2023
City of Littleton, CO Deputy City Manager 2023
City of Littleton, CO City Manager 2022
City of Oklahoma City, OK Assistant City Manager 2022
City of Bellaire, TX City Manager 2022
County of Trinity, CA County Administrative Officer 2022 City of Nogales, AZ City Manager 2022
County of Imperial, CA County Executive Officer 2022
City of Turlock, CA City Manager 2022
City of Dallas, TX Assistant City Manager 2022
City of Tucson, AZ Assistant City Manager/Chief
Financial Officer
2022
City of Piney Point Village, TX City Administrator 2022 City of San Diego, CA Chief Operating Officer 2022
California High Speed Rail Chief Operating Officer 2022 City of Surprise, AZ City Manager 2021
City of Aztec, NM City Manager 2021
County of Yolo, CA County Administrative Officer 2021
City of Aurora, CO Deputy City Manager 2021
City of Dickinson, TX City Manager 2021

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2450 Del Paso Road, Suite 220 Sacramento, CA 95834 www.cpshr.us Agency Title Year Completed
City of Dayton, TX City Manager 2021
County of Los Alamos, NM County Manager 2021
City of Hercules, CA City Manager 2021
City of Clayton, CA City Manager 2021
City of Marysville, CA City Manager 2021
County of Flathead, MT County Administrator 2021

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2450 Del Paso Road, Suite 220 Sacramento, CA 95834 www.cpshr.us About CPS HR Consulting
CPS HR Consulting (CPS HR) has been assisting organizations with their talent management needs since 1985. Based in Sacramento, we have unique expertise in delivering HR management and consulting services, employment testing, and assessment services to government agencies throughout North America. CPS HR’s core competency is its knowledge of and expertise in the public sector. As a public agency, we understand the challenges and issues facing our client base. As a selfsupporting public entity, we also understand the need for innovative yet practical results. CPS HR can provide expertise that is unique because we share with our clients a common perspective. There is no competitor in the industry that can make this claim.

Joint Powers Authority
Cooperative Personnel Services, doing business as CPS HR Consulting, is a national firm and is a governmental Joint Powers Authority (JPA) of the State of California. A JPA is a public agency created pursuant to the Joint Exercise of Powers Act (Government Code 6500 et seq). This Act allows two or more government agencies to establish a new public entity authorized to exercise those powers jointly held. A JPA is an instrumentality of a state or a political subdivision of a state and is not a registered corporation of any state. Cooperative Personnel Services was established under a “Joint Powers Agreement” by the State Personnel Board of the State of California, the counties of Sacramento and Sonoma, the Hayward Unified School District, the City of Anaheim, and the East Bay Municipal Utility District, and its purpose is to provide the opportunity for the joint powers “to discuss, study and solve common or similar problems with respect to modern human resource and related management processes.”

———————— Peckham & McKenney, 300 Harding Boulevard, Suite 203D, Roseville, CA 95678 ———————— April 15, 2026
Mayor Dohring, Vice Mayor Deasy, and Council Members Barak, Spadarotto, and Summers City of St. Helena
c/o Mandy Kellogg, Administrative Services Director
1088 College Ave.

St. Helena, CA 94574
Via PDF/Email to: [email protected]
Dear Mayor Dohring and Members of the City Council,
Thank you for considering Peckham & McKenney to assist with the City of St. Helena’s City Manager recruitment. We would be honored to represent you in this important search, helping identify the right candidate to work effectively with the Council, serve residents, and advance your community’s goals.

As a mid-sized, long-standing boutique firm, Peckham & McKenney is recognized for successful, lasting placements. Four qualities set us apart and explain why cities choose us:
• We actively and personally recruit candidates. Rather than relying solely on advertisements, we leverage our extensive network, direct outreach by phone, email, and LinkedIn, and promote the opportunity with enthusiasm.
• We limit the number of concurrent searches, ensuring focused attention on each client. • We prioritize clear, consistent communication with both clients and applicants. • Your recruiter is directly responsible for every aspect of the search, serving as your single point of contact.

As an executive recruiter, I am proud of our work because our values emphasize supporting public agencies in furtherance of good government, placing quality above quantity, and building enduring relationships with those who serve the public.

Our team is composed of retired city executives who are deeply committed to the public sector. For example, I have 27 years of experience in California local government, including 15 years as City Manager for the Town of Los Altos Hills. I understand the responsibilities and expectations of a smalltown City Manager, and I know what it takes to identify strong candidates. Over the past three years, I have successfully completed City Manager recruitments for the Northern California Cities of Anderson, Angels Camp, Corning, Hollister, Ione, Pleasant Hill, Redding and currently in progress with the City Manager recruitment for the City of Yreka. I have also previously completed the Senior Planner recruitment for the City of St. Helena.

PECKHAM
i,~ ,__.

MCKENNEY

EXECUTIVE SEARCH

———————— Peckham & McKenney, 300 Harding Boulevard, Suite 203D, Roseville, CA 95678 ———————— Enclosed is our detailed proposal outlining our process, timeline, resources, references, experience, and fee. Also enclosed with this proposal is an example of a City Manager recruitment brochure that I prepared with input from the City Council and designated representatives.

I am prepared to launch the recruitment April 30, 2026. Peckham & McKenney is excited to implement a process that will lead to the successful placement of a candidate who truly “fits” the City’s interests. I reside in northern California and will attend the key meetings in person, including the presentation of candidate résumés to the Council and the City Manager candidate interviews.

Please feel free to contact me at (650) 504-3515 with any questions.

Sincerely,
Carl Cahill, Executive Recruiter
[email protected]
Enclosure:

City of St. Helena City Manager Recruitment Proposal
City Manager Recruitment Brochure Example (City of Yreka) J

———————— Peckham & McKenney, 300 Harding Boulevard, Suite 203D, Roseville, CA 95678 ————————

RECRUITMENT PROPOSAL
for
City Manager
April 15, 2026
PECKHAM i.J -

MCKENNEY

EXECUTIVE SEARCH

CITY OF
ST. HELENA

CALIFORNIA
Peckha01 & McKenney

EXECUTIVE SEARCH
Serving local governments (cities, counties, districts) by conducting recruitments and placing management and executive leaders that fit the personnel needs and interests of agencies.

———————— Peckham & McKenney, 300 Harding Boulevard, Suite 203D, Roseville, CA 95678 ————————

TABLE OF CONTENTS
WHY CHOOSE US? 1
EXPERIENCE 1
YOUR RECRUITMENT TEAM 2 - 3
OUR SCOPE OF SERVCES AND SEARCH SCHEDULE 4
COST OF SERVICES 5 - 6
Cost of Services
Process of Payment
Agreement & Insurance
GUARANTEE & COMMITMENT 6 - 7
Guarantee - Placement
Commitment to You, the Client
DIVERSITY 8
Diversity Statement
CLIENT REFERENCES 9

———————— Peckham & McKenney, 300 Harding Boulevard, Suite 203D, Roseville, CA 95678 ————————

1 | Peckham & McKenney
WHY CHOOSE US?
“All about fit”
We recognize that every agency and community we serve is unique, and the candidate you ultimately select must “fit.” We take the time to become familiar with your community, organizational culture, and issues and challenges to identify and recruit the best candidates for your consideration.

Peckham & McKenney - Peckham & McKenney is a boutique firm that is established on the premise that an executive search and consulting firm must provide its clients and candidates with professional service, as well as a personal, hands-on approach. Our business philosophy centers upon the understanding that this is a “people” related industry and that attention to others’ needs are the key to providing effective customer service.

Peckham & McKenney provides executive search services to local government agencies throughout the western United States and is headquartered in Roseville, California. Under the leadership of Anton “Tony” Dahlerbruch, continuing the values and principles of the firm’s founders Bobbi Peckham and Phil McKenney, Peckham & McKenney has a strong and well-recognized reputation as a leader of successful local government recruitments. The team of Peckham & McKenney’s executive recruiters brings numerous decades of experience in local government and executive search to achieving effective placements that align each client’s unique needs and interests. We are supported by administrative and research specialists, marketing and design professionals, a web and social media expert, and distribution staff.

Since 2004, Peckham & McKenney has conducted more than 650 executive level recruitments in the states of Arizona, California, Colorado, Idaho, Nevada, New Mexico, Oregon, Utah, Washington, and Wyoming.

On behalf of cities, counties, and special districts throughout the West, we have successfully placed hundreds of local government professionals including City and County Managers and their Assistants, General Managers, County Chief Administrative Officers, Police and Fire Chiefs, Department Heads, and mid-level Managers. In addition, Peckham & McKenney has placed hundreds of executives and organizational leaders in the areas of public safety (police and fire), community development and planning, economic development, public works and engineering, finance, human resources, city clerk, information technology, library services, parks and recreation, and community services.

Our Reputation & Experience - The firm was established in 2004 by Bobbi Peckham and Phil McKenney, and its Recruiters offer substantial experience in local government executive recruitments. Peckham & McKenney is one of the most trusted and respected executive recruitment firms in the country. Time and again, we receive unsolicited compliments from clients and candidates relating to our integrity, high ethics, customer service and centered focus on each individual client. Not only are we committed to providing our clients with well-qualified candidates, but we also take pride in treating both our clients and candidates with the utmost respect. Please view our website at http://www.PeckhamAndMcKenney.com to see a comprehensive list of all our searches by title and agency.

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2 | Peckham & McKenney

YOUR RECRUITMENT TEAM
With every Peckham & McKenney recruitment, an
Executive Recruiter is assigned to serve as your
single point of contact throughout the entire search
process and is fully responsible for its success.

Every Peckham & McKenney Recruiter is supported
by an experienced team of administrative, research,
and marketing specialists, and the entire Peckham &
McKenney team for backup, support, collaboration,
and sourcing. Each Recruiter maintains a strictly
limited number of active searches to maintain
Peckham & McKenney’s commitment to you for a
personal, focused and thorough search.

Carl Cahill, Executive Recruiter, Peckham & McKenney Executive Search Carl has over 28 years of local government service. Carl worked for the Town of Los Altos Hills, California from 1999 until late 2021. He served as the Town’s Planning Director from 2000 until February 2006 and was then appointed City Manager. Carl has a bachelor’s degree in Urban Studies from Montclair State University in New Jersey and a Master’s degree in Public Administration from Cal State University, East Bay. He is a member of the American Institute of Certified Planners and the International City/County Management Association.

Carl is supported by the following team:

Joyce Johnson, Operations Manager
Joyce Johnson joined Peckham & McKenney in 2005 and serves as the firm's Operations Manager. She has over 30 years' experience in the field of administrative and executive support for all aspects of the executive recruitment process. She oversees internal administration of the firm as well as directing contract administrative support in the areas of advertising and design, web posting, and duplication and mailing services. Prior to joining Peckham & McKenney, Ms. Johnson oversaw internal administration in the Western Region headquarters of two national management consulting and executive recruitment firms. Ms. Johnson is complimented regularly on her strong customer orientation working with both clients and candidates alike. Ms. Johnson holds an Associate of Arts degree from American River College.

Tayler Bergstrom, Research Associate
Tayler Bergstrom joined Peckham & McKenney in 2022 and currently serves as a Research Associate.

Tayler is currently pursuing a PhD at UCLA where she worked previously as a lab manager overseeing various research projects. Prior to that, Tayler graduated from UC San Diego with a Bachelor of Science degree in Psychology.

Peckham & McKenney Team

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3 | Peckham & McKenney
Linda Pucilowski, Graphic Designer
With nearly 30 years of experience, Linda Pucilowski provides her expert design and marketing skills to Peckham & McKenney. She is the firm’s “go-to” professional for all advertising and brochure design and creation. Ms. Pucilowski holds a Bachelor’s degree from California State University, Sacramento.

Rachel Moran, Website & Social Media Assistant
Rachel Moran has been in the graphic design field since 2007 and prides herself on creating eye-catching visual art. She supports the Peckham & McKenney team by handling all website visual and technical design as well as social media. Ms. Moran graduated from the Art Institute of Houston obtaining her Bachelor’s Degree in Fine Arts with a concentration in Graphic Design.

With our recruiter team that solely consists of retired City Managers, Police Chiefs, Assistant City Managers and Department Heads, and our expert support team, Peckham & McKenney brings more experience and knowledge of local government and executive search than any other California recruiter.

Just a few of our more recent city manager recruitments include:
• City Manager, City of Anderson, CA
• City Manager, City of Angels Camp, CA
• City Manager, City of Corning, CA
• City Manager, City of Hollister, CA
• City Manager, City of Ione, CA
• City Manager, City of Pleasant Hill, CA
• City Manager, City of Redding, CA
• City Manager, City of Weed, CA
• City Manager, City of Yreka, CA (underway)
Please don’t hesitate to contact these agencies as well as our large list of current and former clients on our website (here); they will attest to our quality of service, on-going communication throughout the process, personal and direct outreach and sourcing of candidates, quality applicant pool, written materials and interview facilitation.

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4 | Peckham & McKenney

REVISED SEARCH SCHEDULE
In today’s competitive recruiting environment, our goal is to make the process as efficient and effective as possible. The search schedule reflects an approximate 3-month recruitment process. Dates below are suggested and can be revised to achieve the desires of the city.

Activity Proposed
Schedule Time Frame
Project Organization
 Conference call to discuss Search Timeline, Process and Logistics Pre-Recruitment Development of Candidate Profile
 Meeting #1 w/Client to discuss Candidate Profile. This meeting is typically held via teleconference or phone. I separately reach out to all City Council members individually regarding their ideal candidate preferences.
 Listen to Specific Expectations of Position
 Learn Background and Experiences desired in Ideal Candidate  Develop Marketing Brochure and Obtain Client Approval  Review Advertising and Recruiting Plan
April 30 – May 15,
2026 Two Weeks
Recruitment
 Recruiter focuses on Direct & Personal Outreach with Quality Potential Candidates
 Advertise, Network, and Electronically Post/Distribute Candidate Profile Up to 500 Identified Industry Professionals
 Post Opportunity on Firm’s Website
 Respond to all inquiries and acknowledge all Resumes received within 48 hours
 Client will be Updated on Outreach Status and Progress m May 18 – June 21,
2026 34 Days
Preliminary Screening Interviews
 Recruiter Screens Resumes and Conducts Preliminary Internet Research on Candidates for any Areas of Concern
 Conduct Preliminary Phone Interviews with Leading Candidates  Prepare Recommended Candidates Packet
June 22 – July 3, 2026 Two Weeks
Recommendation of Candidates/Selection of Finalist(s)
 Provide Client with Recommended Candidates Packet
 Meeting #2 (in-person) Provide Overview to Mayor & City Council of Recommended Candidates(in-person).
 Client Selects Finalist Candidate(s) for Finalist Interview Process  Recruiter Notifies all Candidates of Status in Recruitment Process Week of July 6, 2026 One Week
Finalist Interview Process with City Council
 Facilitate Meeting #3 (in-person): Council Interview(s)  Council Interview processincludes Orientation prior to interviews and Debrief meeting afterwards.
 Assist Client throughout Selection Process.
 Council may select the Leading 1-3 Finalists to bring back for In-Person Interview (optional step)
Week of July 20, 2026 One Week
Qualification
 Conduct Background and Reference Checks on Selected Candidate  Provide Employment Agreement Negotiation Assistance, if desired by Client
Week ofJuly 27, 2026 One Week

PECKHAM
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5 | Peckham & McKenney

COST OF SERVICES
The all inclusive search fee forthe City of St. Helena’s next City Manager is $28,000.

The fee quoted above isfor a full recruitment process as described in the Scope of Services. *If the City hires an additional candidate from among those recommended for another position within one year of the close of the recruitment, a fee of $5,000 will be charged to the City.

Process of Payment
Payments Due Invoice Services (Scope of Work)
First 1/3 of
Payment
Upon
Execution
of Contract
As a
Retainer to
Cover
Upfront and
Necessary
Expenses
Incurred
• Meeting #1: Telephone meetings to Discuss Candidate Profile, Listen to Specific Expectations of Position, Learn Background and Experiences desired in Ideal Candidate
• Candidate Profile Development
• Develop Marketing Brochure and Obtain Client Approval • Develop Advertising and Recruiting Plan
• Ad Placements, Post on Firm’s Website, Social Media Outlets • Electronically Post/Distribute Candidate Profile Up to 500 Identified Industry Professionals
• Network & Personal Outreach
Second
1/3 of
Payment
60 Days
after
Contract
Execution
Invoiced 30
Days from
Contract
Execution
• Respond to all prospective candidate inquiries and acknowledge all Resumes received within 48 hours.
• Client Updates on Outreach Status and Progress
• Screen Resumes
• Conducts Preliminary Internet Research on Top Candidates • Identify Leading Candidates and Conduct Preliminary Interviews with Leading Candidates.
• Provide Client with Recommended Candidates Packet
• Meeting #2 to Provide Overview of Recommended Candidates • Client Selects Finalist Candidate(s) for Finalist Interview Process • Notify all Candidates of Status in Recruitment Process Final 1/3
of
Payment
90 Days
after
Contract
Execution
Invoiced 60
Days from
Contract
Execution
Meeting #3 to Facilitate Panel Interviews
• Provide Orientation Session prior to Interviews and Debrief Session after the Interviews
• Assist Client throughout Process and Provide Recommendations • Selection of Leading 2-3 Candidates for Further Consideration (Optional step).
• Assist Client with candidate communication for final Interview • Background and Reference Checks, as needed
• Provide Employment Agreement Negotiation Assistance, if desired by Client.
*If the retainer is not received by Peckham & McKenney within 30 days of the agreement, P&M will suspend the recruitment process until payment is received.

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6 | Peckham & McKenney
Agreement
Peckham & McKenney is the operating name of City Management Advisors LLC, Anton Dahlerbruch, Managing Member.

Insurance
City Management Advisors doing business as Peckham & McKenney carries Professional Liability Insurance ($1,000,000 limit), Commercial General Liability Insurance ($2,000,000 General Liability, and $4,000,000 Products) and Automobile Liability Insurance ($1,000,000). Our Insurance Broker is B&B Premier Insurance Solutions, Agoura Hills, CA. Necessary insurance documentation will be provided to the City in a timely manner.

GUARANTEE, COMMITMENT AND DIVERSITY STATEMENT

OUR PLACEMENT GUARANTEE
We are pleased to share that the Peckham & McKenney success and placement record are particularly strong. We are confident that our recruitment process will result in a quality candidate that will stay in your employment.
 We will connect with you and our placement
in 6 months and 1 year after the appointment,
to check-in.
 *We will conduct a second search within 6
months of our search process for a reduced
fee if a qualified candidate is not placed.
 **If the placement vacates the position within
1 year from the date of accepting the offer, we
agree to conduct a second search within 6
months of the vacancy for a reduced fee.
* It is unusual that we are unsuccessful in providing a placement or that the placement vacates the position within a year. In the unlikely event that no qualified candidates are selected, we will conduct a second search for a reduced fee of $13,750.
**If the selected candidate is separated from employment within one year after accepting the city’s employment offer, a second search will be conducted for a reduced fee of $13,750. (external candidates only).

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7 | Peckham & McKenney

OUR COMMITMENT TO YOU
Time and again, we receive unsolicited comments from clients and candidates relating to our integrity and high ethics.
 We believe in honesty. No client should ever appoint an individual without being fully knowledgeable of the candidate’s complete background and history. Additionally, no candidate should ever enter into a new career opportunity without full disclosure of any organizational “issues”.
 We keep everyone involved in the recruitment process informed. Not only do we provide regular updates to our clients, we also have a reputation for keeping our candidates up to date.  We do not recruit staff from our client agencies for another recruitment during an active engagement nor do we “parallel process” a candidate.
 We do not recruit our placements – ever. Should a placement of ours have an interest in a position for which we are recruiting, they may choose to apply. If they become a finalist, we ask that they speak to their supervisor to alert them of their intent.  We are retained only by client agencies an only serve cities, counties and special districts.  We do not commit ourselves to too many searches. Your recruiter maintains a small, limited number of concurrent searches in order to focus specifically and diligently on recruiting qualified candidates for your vacancy.
 We commit to diversity in its broadest possible definition in every aspect of each executive recruitment.

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8 | Peckham & McKenney

OUR DIVERSITY STATEMENT
Peckham & McKenney is committed to diversity in its broadest possible definition in every aspect of each executive recruitment our firm provides. We take pride in the placement of women and applicants of diversity and are known for long successful tenures of candidates selected by the agency.

Peckham & McKenney does not discriminate on the basis of race, color, religion, creed, sex/gender, national origin/ancestry, disability, pregnancy, sexual orientation (including transgender status), marriage or family status, military status, or age. We are fully compliant with all applicable federal and state employment laws and regulations in all of our recruitments.

For over 30 years, founder Bobbi Peckham has been a champion of women seeking executive leadership positions within local government. Through leadership positions in organizations, as a speaker at conferences, and in professional roles in city management, other members of our recruitment team additionally have a history of promoting diversity in local government positions.

With our diverse team of Recruiters, Peckham & McKenney goes to great lengths to support, promote and advocate for diversity in the recruitment and hiring processes.

In addition to all other outreach methods, Peckham & McKenney routinely advertises with the National Forum of Black Public Administrators (NFBPA), Local Government Hispanic Network (LGHN) and CivicPRIDE as well as the National Diversity Network, to ensure placement of your opportunity with the following online venues:
 African American Job Network
 Asian Job Network
 Disability Job Network
 Latino Job Network
 LGBT Job Network
 Retirement Job Network
 Veteran Job Network
 Women’s Job Network

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9 | Peckham & McKenney

CLIENT REFERENCES
Please feel free to contact any of the following current and recent clients to inquire about their experience with Peckham & McKenney and Executive Recruiter Carl Cahill. In addition, we would be pleased to furnish the client contact and phone numbers for any past clients listed in this proposal.

Four references familiar with my recruiting work are listed below. In addition, we would be pleased to furnish the client contact and phone numbers for any past clients.

Kari Kibler | Personnel Director
City of Redding
(530) 225-4509
[email protected]
Steve Baker | former interim City Manager,
City of Weed, CA
(209) 505-4801
Collin Bogener | City Attorney,
Cities of Anderson and Corning, CA
(530) 605-0355
[email protected]
Anthony Pinasco | City Attorney
City of Ione, CA
(209) 993-2503
[email protected]

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City Manager

CITY OF YREKA, CALIFORNIA

PECKHAM
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MCKENNEY

EXECUTIVE SEARCH

The Community
Yreka (pronounced Why‑REE‑kuh) is
a historic and welcoming community
located just south of the Oregon border
in far Northern California. Founded in
1851 after gold was discovered along the
Siskiyou Trail, Yreka quickly grew into a
thriving Gold Rush town.

Today, the city of 7,827 residents
preserves its heritage through the
Siskiyou County Museum, the Ley
Station Fire Museum, and the
beautifully maintained Miner Street
Historic District, home to more than
70 pre‑1900 structures and a vibrant
collection of local shops and eateries.

As the largest city and county seat of
Siskiyou County, Yreka anchors the
heart of the Shasta Valley, offering
a blend of small‑town charm, civic
pride, and regional significance. The
community enjoys sweeping views
of Mount Shasta and easy access
to exceptional outdoor recreation,
world‑class fishing, rafting on the
Klamath and Rogue Rivers, winter sports
near Mount Shasta, and thousands of
acres of forest and wilderness.

The City maintains eight public parks
including the 560‑acre Greenhorn Park,
which features a reservoir, extensive
hiking and mountain biking trails.

Yreka also offers amenities that support
lifelong learning, culture, and family life.

The College of the Siskiyous – Yreka
Campus provides higher‑education
opportunities, workforce training,
and community programming. Yreka
celebrates community with lively
events such as Golden City Days and
Summer Concerts in the Park, along
with preservation and arts initiatives
that showcase local galleries, theaters,
and cultural programs—all highlighting
the city’s creative spirit and small‑town
charm.

Public schools in Yreka serve students
from kindergarten through high school,
offering small class sizes, a supportive
environment, and strong community
connection.

With affordable housing, four distinct
seasons, and a relaxed rural lifestyle,
Yreka offers an exceptional quality of
life for those who appreciate history,
nature, and a close‑knit community. For
more information about the region, visit
Discover Siskiyou.

The Organization
Yreka is a General Law City operating
under the Council–Manager form of
government. The five‑member City
Council, including the Mayor and Mayor
Pro Tempore, sets policy direction and
appoints the City Manager and City
Attorney.

The City provides a full range of
municipal services, including police,
fire (transitioning from volunteer
to hybrid staffing), public works,
water and wastewater utilities,
community development, finance,
and administrative services. The
organization is lean, collaborative, and
hands‑on, with department heads who
value teamwork, communication, and
clear direction.

The Position
The City Manager serves as
Yreka’s Chief Executive Officer,
responsible for all day‑to‑day
operations, implementation of Council
policy, financial stewardship, and
organizational leadership. The Manager
oversees all departments, provides
guidance to staff, ensures regulatory
compliance, and represents the City
in regional, intergovernmental, and
community forums in accordance with
City of Yreka Municipal Code Chapter

2.08. Key responsibilities include:
• Leading, planning, and managing all
City operations and staff.
• Developing and administering the
City’s budget and financial systems.
• Advising the Council on policy,
operations, and long‑range planning.
• Ensuring effective communication
with the Council, staff, and
community.
• Maintaining strong relationships

• Build relationships
with key community
voices—supportive
and critical alike.
• Represent the City
with professionalism
and approachability.

The Ideal Candidate
The City Council seeks a dynamic,
energetic, and forward‑thinking
leader who brings integrity, resilience,
and a collaborative spirit.

The ideal candidate will be:
• A team builder who can unify staff,
strengthen morale, and model
professionalism.
• A strong communicator—transparent,
direct, and respectful—with
the ability to navigate differing
viewpoints.
• Financially astute, with general
experience in municipal budgeting
and stewardship of public funds.
• Experienced in community and
economic development, with the
ability to move projects from concept
to completion.
• Visionary and proactive, offering new
ideas while respecting Yreka’s culture
and history.
• Hands‑on and approachable,
comfortable working closely with a
small staff and engaging directly with
the community.
• Politically savvy but not political,
able to maintain trust with all Council
Members equally.
• Grounded and personable, with a
good sense of humor and the ability
to thrive in a rural environment.
• Residency within the City is desirable.
• Oversee water and sewer system
upgrades and master planning.

Parks and Recreation
• Pursue funding and construction of
new public swimming pool complex
with land already acquired and plans
substantially complete.
• Support city park, trail, and Greenway
improvements.

Homelessness & Community
Well‑Being
• Build on recent progress with shelters
and cleanup efforts.
• Coordinate with regional partners and
service providers.
• Balance compassion with community
expectations for safety and
cleanliness.

Organizational Leadership
• Strengthen staff morale,
accountability, and professional
development.
• Address communication gaps
and ensure consistent, respectful
interactions.
• Implement succession planning
and reinforce high performance
standards.

Council Relations & Governance
• Provide equal, transparent
communication to all Council
Members.
• Deliver weekly written reports and
structured agenda preparation.
• Maintain a proactive, “no surprises”
approach to Council communications.

Community Presence
• Be visible, accessible, and engaged
with residents, businesses, schools,
service clubs, and regional partners.

Housing, Economic & Community
Development
• Foster economic development,
business attraction, and downtown
revitalization.
• Advance the goals of Yreka’s General
Plan 6th Cycle Housing Element.
• Support increased housing
production across all income levels.
• Strengthen partnerships with
regional housing organizations and
service providers.

Water & Infrastructure
• Advance water supply planning,
including finalizing the Fall Creek
property acquisition.
with regional partners, including the
Karuk Tribe, CalFire, Caltrans, and
Siskiyou County agencies.
• Promoting transparency,
accountability, and high‑quality
customer service.

Key Ongoing Priorities
Fire Department Modernization
• Oversee construction of the new
fire station, funded by a 2024
voter‑approved sales tax measure.
• Manage the transition from a
volunteer to hybrid staffing model.
• Strengthen operational readiness
and long‑term sustainability.

The Recruitment Process
The City of Yreka has engaged Peckham
& McKenney Executive Search,
represented by Carl Cahill, to manage
this executive search.

Peckham & McKenney
www.peckhamandmckenney.com
For questions regarding the recruitment
process, please contact:

Carl Cahill, Executive Recruiter
Peckham & McKenney
[email protected]
(650) 504‑3515 | (866) 912‑1919
Education, License &
Experience
• Bachelor’s degree in Public or
Business Administration or a related
field (Master’s preferred).
• At least five years of senior
municipal management
experience.
• Valid California Driver’s License
within 90 days.

Compensation & Benefits
The City Manager’s salary and benefits
closely mirror the City’s Unrepresented
Employees Resolution.

Salary: Competitive annual salary
range: $162,160 – $197,106.

COLA: 3% increases scheduled for July
2026, July 2027, and July 2028.

Benefits include:

MEDICAL: City pays 85% of the
CalPERS Gold Plan premium.

DENTAL & VISION: Fully paid by the City.

VACATION: 4.62 hours per pay period
(approx. 3 weeks annually).

ADMINISTRATIVE LEAVE: 3.08 hours per
pay period (up to 80 hours).

SICK LEAVE: Up to 12 days per year.

HOLIDAYS: 12 paid holidays annually.

LONGEVITY PAY: Up to 5%.

DEFERRED COMPENSATION:

Dollar‑for‑dollar match up to $3,000
annually.

RETIREMENT: CalPERS Miscellaneous
(2% @ 55 Classic or 2% @ 62 PEPRA).

Life insurance, dental, vision, and
ancillary benefits included.

Relocation assistance may be
considered.

Search Schedule
Application Filing Deadline:..............................................March 13, 2026 Preliminary Screening of Applicants: .....................March 16 – 27, 2026) Presentation of Candidates to City Council:.....Week of March 30, 2026 Finalist Interviews:.................................................Week of April 13, 2026 Background & Reference Checks: ....................... Week of April 20, 2026 These dates have been confirmed, and it is recommended
that you plan your calendar accordingly.
www.peckhamandmckenney.com

PECKHAM
&, ------

MCKENNEY

EXECUTIVE SEARCH

5800 Stanford Ranch Road
Suite 410
Rocklin, California 95765
916.630.4900
w w w . r a l p h a n d e r s e n . c o m
April 9, 2026
Mayor Paul Dohring and
Members of the City Council
City of St. Helena
1088 College Avenue
St. Helena, California 94574
Via Email to: [email protected]
RE: Proposal - City Manager Recruitment Services
Dear Mayor Dohring and Members of the City Council:

We are pleased to submit this Proposal to recruit for the position of City Manager for the City of St.

Helena. We will facilitate this recruitment process and add value to the entire recruitment and selection process.

We have all the advantages of a large firm—extensive resources and collective knowledge in our markets—and are an extremely capable, high-performance search firm with a long-term, proven, and verifiable track record of exceeding our clients’ expectations. At the same time, we remain a small, independently owned company that provides personal service and is extremely responsive to our clients.

Our proposal outlines the firm’s experience in conducting City Manager recruitments, the methodology/work plan and timeline to accomplish the search tasks, and the cost to conduct a comprehensive search process. If selected, the City will have the Search Team of Ms. Heather Renschler, President/CEO of Ralph Andersen & Associates, as the Project Director, and Mr. Fred Wilson, Senior Consultant, as the Project Co-Director. The Search Team will be available to begin work on this project within 5 days (or sooner) after the City provides a contract or an official notice to proceed. The number of successfully completed city manager recruitments by the Search Team, either independently or collectively, exceeds that of any other search firm in California. And there is good reason for that!
We are prepared to devote considerable effort and use our resources to ensure that the recruited positions will represent the profession's highest standards.

Thank you very much for considering this proposal. We are ready to proceed upon notification of approval. Should you have any questions or need further clarification, you may reach me at (916) 630-4900 or on my cell phone at (916) 804-2885.

Thank you very much for considering this proposal.

Respectfully Submitted,
Heather Renschler
President/CEO

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 St. Helena 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 the identification and recruitment of a highly qualified group of candidates for the new City Manager. 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 ensure a complete picture of the desired candidate pool is developed. Our team-oriented 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 firm’s mailing address is 5800 Stanford Ranch Road, Suite 410, Rocklin, California 95765; phone number (916) 630-4900; Email: [email protected].

The principal of the firm is Ms. Heather Renschler, President/CEO, and is legally able to bind the firm.

Why Choose Ralph Andersen & Associates?
Ralph Andersen & Associates, a California Corporation, has been providing executive search and management consulting services since 1972. As such, the executive recruitment techniques used by Ralph Andersen & Associates have been developed and used successfully with hundreds of clients for more than 53 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.

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 St. Helena will have the Search Team of Ms. Heather Renschler, President/CEO of Relph Andersen & Associates as Project Director, and Mr. Fred Wilson, Senior Consultant of Ralph Andersen & Associates, as the Project Co-Director on this engagement. The Search Team will have all the resources and full support of our firm, fully dedicated to ensuring the highest quality outcome during this important recruitment process.

Ms. Heather Renschler, Project Director
Ms. Renschler has been with Ralph Andersen & Associates for more than 39 years and is the firm’s President/CEO. Ms. Renschler has overseen 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 those of a highly sensitive and critical nature. She is experienced at working with all types of organizations on the recruitment and selection of top talent.

Ms. Renschler has extensive experience conducting public sector recruitments and, as a result, has developed a network of contacts and potential candidates nationally. Ms. Renschler has had significant involvement in executive level positions in local government including public safety related searches.

Over the years, she has developed an extensive network from which to attract potential candidates.

Before joining Ralph Andersen & Associates, Ms. Renschler had extensive private sector experience in 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.

Ms. Renschler may be reached at (916) 630-4900 or directly on her cell at (916) 804-2885 or via email at [email protected].

Fred Wilson, Project Co-Director
Mr. Wilson, Senior Consultant with Ralph Andersen & Associates, has more than 35 years of experience as a local government executive, including 21 years serving as City Manager in two California cities. Working in full-service cities, he brings a strong background in identifying and recruiting top quality executive staff. His skills in identifying, recruiting, and retaining high quality employees and talent management, coupled with succession planning, have contributed significantly to the successes of those organizations. This experience gives Mr. Wilson a unique perspective to identifying high quality candidates that “fit” the organization.

Since joining Ralph Andersen & Associates, Mr. Wilson has completed many successful recruitments and brings a vast network of contacts throughout the region. He has successfully completed searches for executives and professionals for local government organizations including City Managers, Community Development Directors, Public Works Directors, Finance Directors, and other General Managers.

Mr. Wilson’s clients have found his knowledge of city management, experience working with City Council members, and expertise in recruitment and selection an asset.

As a long-tenured local government executive, Mr. Wilson has extensive experience in all aspects of governance including organizational development, succession planning, municipal finance, community development, information technology, and general management. His experience includes serving in multiple leadership roles in various organizations including the League of California Cities and has been active on various advisory boards throughout his career.

Mr. Wilson holds a Bachelor of Science degree in Urban Planning from Cal Poly Pomona, and a Master’s degree in Public Administration from California State University, Northridge.

Mr. Wilson may be reached at (916) 630-4900 or directly on his cell at (714) 421-3258 or via email at [email protected].

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, Ms. Christen Sanchez, and Ms. Karen AllGood.

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 search team from 2020 to Present. • Artesia, CA – City 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)
• Gustine, CA – City Manager (2022)

• 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 (Current Search)
• 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)
• 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)

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 53 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 selectively beyond, 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 offer of employment.
• Close out the search and notify all candidates not selected.

Ralph Andersen & Associates has an outstanding reputation for being thorough and professional in the approach it takes in recruitment. Each candidate’s match with the position is based on the individual’s own set of professional experiences, management style, education and 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 St. Helena.

This recruitment will be under the Search Team of Ms. Heather Renschler, Project Director and Mr.

Fred Wilson, Co-Project Director.

Task 1 – Review Project Management Approach
The Search Team 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.

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 Search Team will be highly accessible and responsive to client requests and inquiries.

Task 2 – Develop Position Profile
The position profile for the City Manager is the guide for the entire search process. The development of the profile includes the collection of technical information and recruitment criteria.

Technical Information
A member of the Search Team 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 desired in the City Manager.

These meetings will also help the Search Team gain an understanding of the work environment and the issues facing the City of St. Helena. Meetings will be done 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 goals and priorities of the City of St. Helena.

Subsequent to the development and adoption of the candidate profile, the technical information and recruitment criteria will be documented in an information brochure prepared by Ralph Andersen & Associates. The brochure will be reviewed by the City in draft format, revised as appropriate, and published for use throughout the search.

Optional Service (Community Survey) – The City Council may desire obtaining input from the Community on the qualities they would like to see in the new City Manager. To facilitate Community input, the Search Team can conduct an on-line survey. Additionally, our process can allow for email comments to Ralph Andersen & Associates relative 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 Search Team 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. Specific Internet sites related to government will be used as a method of extending the specific outreach in a short period of time.

Additionally, the advertisement and the full text of the position profile (the recruitment brochure) will be placed on Ralph Andersen & Associates’ website, which is accessed by a large number of qualified candidates. This method of outreach to potential applicants provides a confidential source that is monitored by many key level executives on an ongoing basis.

Candidate Identification
Ralph Andersen & Associates will use their extensive contacts to focus on the recruiting effort. In making these contacts, the Search Team will target those individuals who meet the criteria set by the City. Each of the candidates identified through the recruiting efforts will be sent an information brochure. Candidates will also be contacted directly to discuss the position and to solicit their interest in being considered.

Both the outreach and recruiting activities will result in applications and resumes from interested candidates. As they are received, resumes will be acknowledged, and candidates will be advised of the general timing of the search process. The following tasks involve the actual selection process once all resumes have been received.

Task 4 – Candidate Evaluation
This task will be conducted following the application closing date. 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 Search Team, will conduct preliminary research and internet review for those candidates identified as the most qualified as a result of the screening process. This level of research will be done on a limited number of candidates to learn more about each candidate’s public profile and related information that is available on the internet.

Preliminary Interviews (by Recruiters) via Video Technology The Search Team will conduct preliminary interviews with the top group of candidates identified through the screening and preliminary research and Internet review processes.

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 supplied to the City electronically. No hard copies will be supplied to the City for any phase of this search engagement. A member of the Search Team will prepare detailed information for review, including resumes uploaded to a file-sharing system (i.e., OneDrive or ShareFile). A member of the Search Team 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 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 upon the desires of the City Council. The typical services provided by Ralph Andersen & Associates in the selection process are described briefly below:
• The Search Team 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 a file sharing program such as OneDrive or ShareFile) that includes the resume, cover letter, and preliminary media research for each candidate. In addition, this electronic information will contain suggested questions and areas for discussion based upon the recruitment criteria. Electronic copies of the interview booklet will be provided in advance of the candidate interviews. No hard copies of material will be provided. Should the City desire hard copies, it will be the responsibility of the City to produce and distribute all hard copy materials needed.
• A member of the Search Team 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 Search Team is available to provide assistance to the City Council in the final selection as may be desired. This assistance may include providing or obtaining any additional information desired to assist in making the final selection decision.

Task 7 – Negotiation
The Search Team is available to assist the City Council in negotiating a compensation package with the selected candidate. This includes recommendations on setting compensation levels.

Additionally, if desired by the City Council, Ralph Andersen & Associates will coordinate with the City Attorney to prepare a draft employment agreement and work with the City Council on the finalization of this document. As required by the Brown Act, the employment agreement for the new City Manager will be required to be approved and voted on in a public meeting at a regularly scheduled City Council meeting.

Task 8 – Close Out
After the City has reached agreement with the individual selected for the position, the Search Team will close out the search. These activities will include advising all of the finalist candidates of the status of the search by telephone.

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 when the finalists are presented 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 (schedule does not include transition time by 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 Search Team has the capacity to focus on this recruitment to meet the timing and milestones of the process as outlined above.

Project Cost
The recruitment effort for a new City Manager for the City of St. Helena will be a comprehensive search process with a focus primarily in California and the Western Region. 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 $38,750 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 check, wants and warrants, civil and criminal litigation search, and credit check will be conducted on the top two candidates. Detailed reference checks will be conducted on the top candidate.

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 - $11,625 • After the closing date - $11,625
• After finalist interviews - $11,625
• Upon placement - $3,875
Progress payments will be due upon receipt.

Brochure – A full-color electronic brochure will be developed for the recruitment of the city manager.

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 with summarized results, this service would cost an additional $4,750.

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. The City of St. Helena would be expected to reimburse all expenses incurred.

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. The City of St. Helena would be expected to pay for all incurred expenses.

EXECUTIVE RECRUITMENT
SERVICES: CITY MANAGER
City of St. Helena
April 2026
By: Ryder Todd Smith
Co-founder & Principal
Tripepi Smith & Associates

Executive Recruitment Services
2 Table of Contents
COVER LETTER................................................................................3 ABOUT TS TALENT SOLUTIONS....................................................4 EXECUTIVE RECRUITMENT EXPERIENCE....................................9 OUR RECRUITMENT TEAM...........................................................13 OUR STRATEGY & APPROACH....................................................18 COST PROPOSAL ..........................................................................22 REFERENCES.................................................................................26 APPENDIX A: RESUMES ...............................................................27

Executive Recruitment Services
3 COVER LETTER
Dear Mandy,
Thank you for the opportunity to present TS Talent Solutions’ executive recruitment services for the City of St. Helena’s City Manager search. This proposal outlines our approach and describes how we can best serve the City.

Our parent company, Tripepi Smith, is a force multiplier for communication operations for over 250 public agencies across California and the West Coast. Executive Recruiter Christine Martin leads our executive searches, bringing over 20 years of local government experience as a former Assistant City Manager, with support from retired City Managers Mark Pulone and Michael Egan. Additionally, with a team of 75+ members, Tripepi Smith can harness extensive networks, knowledge and talents — making our firm an invaluable partner for executive recruitment services via TS Talent Solutions (TSTS). Given TS Talent Solutions’ unique mix of technical prowess, industry competency and recruitment wisdom, we provide many advantages to the clients we serve:

1. Tripepi Smith knows people and people know us. We are widely connected in the local government world. Through our partnerships with the largest local government associations in California and over 250 local government agencies, we have a vast network of professionals to tap into.

2. Tripepi Smith understands marketing. We prioritize carefully crafted language and quality visuals to attract the right applicants. Paired with Christine Martin’s strategic knowledge and expertise, we work with our clients to identify the right skill set and personality for the position, compile those requirements into a compelling recruitment package and ensure that the position is presented to the most qualified candidates.

3. TS Talent Solutions is a good fiscal option. As a division of Tripepi Smith, our team delivers high-quality services at a cost that provides fiscal advantages compared to other firms.

Thank you for considering us in this endeavor. We eagerly await the opportunity to discuss our proposal in more detail.

Authorization
I affirm that I have the necessary authority to bind Tripepi Smith Talent Solutions of Tripepi Smith & Associates to agreements with the City of St. Helena and to make the following statements on behalf of the firm. This proposal is valid for 90 days from the date of submission.

Regards,
Ryder Todd Smith
Co-Founder & President, Tripepi Smith & Associates, Inc.

[email protected] • (626) 536-2173 • PO Box 52152, Irvine, CA 92619

Executive Recruitment Services
4 ABOUT TS TALENT SOLUTIONS
A Public Affairs Firm that Understands Talent
TS Talent Solutions (TSTS) is a staffing firm under the umbrella of Tripepi Smith and Associates, Inc., a marketing and public affairs firm. The firm has dedicated itself to solving communication challenges within the local government world since its inception in 2002. It was a natural progression to move into recruitment and talent solutions. Tripepi Smith has worked with more than 250 agencies over the past year alone, including hundreds of city managers, department leaders and other executive staff. We know what and who makes an effective government leader and use that experience to attract, evaluate and retain high-quality talent. With a skilled team of writers, graphic designers and project managers, we can provide the level of support our clients need from beginning to end. We leverage our communications skill set to not only capture the attention of top talent but also to inspire them to take action.

Launching TS Talent Solutions à Through our work at Tripepi Smith, our team has developed a savvy understanding of the major operations of each department within local government agencies, joint powers authorities, special districts, higher education institutions and private sector businesses while simultaneously expanding a network of relationships and platforms that inextricably connect us to the local government community. Thus, TS Talent Solutions was born.

Creative
Tripepi Smith’s creative professionals have worked with public and private clients on imagery, colors and graphic design in an array of projects. Our firm offers creative services that address not only traditional media such as print, websites, logo design and advertising but also non-traditional marketing services, including email campaigns, social media, blogging, SEO (Search Engine Optimization), video production and more. This integrated approach to content development makes the process more efficient and effective for clients. Moreover, they help capture the compelling stories and personalities behind client agencies on their quests to recruit new talent. High-quality materials that present an authentic picture of the job opportunity are powerful tools for attracting the right candidates.

Content x Distribution = Impact
Tripepi Smith was born in the digital era and brings significant technical skills to the table. We take digital communications seriously and recognize how critical it is to not only develop great visuals and messaging but to ensure the audiences we want to reach actually see that content. Without content distribution, there is no impact. We apply this framework to the work we do at TSTS to broadcast local government positions across the industry landscape. For example, we leverage PublicCEO to reach over 17,000 local government executives.

Executive Recruitment Services
5 Distinguishing Factors
No other recruitment firm can match the public agency access and expertise that we offer, thanks to our parent company’s work with 250+ public agency clients. Tripepi Smith’s extensive experience across communication and recruitment sectors provides invaluable insights that we share with each new client.

Key Advantages
Right Price
Our full-service, boutique-level searches average 10-15% lower than prevailing market rates, ensuring exceptional value for our clients. While Tripepi Smith has a great deal of talent and experience, TS Talent Solutions is an aggressive upstart. It’s crucial to us that we offer clients exceptional value as they support our growth during these early stages.

Professional Network
Tripepi Smith has extensive roots in local government, serving over 250 public agency clients across the West Coast and beyond. Our significant investment in over 20 professional associations and organizations provides direct access to a vast network of industry professionals, representing a diverse range of agency types, departments and career stages.

City Manager Connections
Tripepi Smith is the preferred choice for marketing and communications among city managers. We’ve worked hand-in-hand with many talented city managers over the years. Our connections within the city manager community allow us to attract a wider pool of prospective candidates and ensure our search strategies are grounded in real-world experience.

Sunshine Approach
We bring a bright and positive approach to recruitment, creating an enjoyable process that’s energizing, transparent and effective for our clients and the talent we work with.

Digital Dominance
Tripepi Smith is renowned for our ability to dominate digital platforms and help organizations connect with their target audiences. We leverage our marketing expertise to reach all corners of the online market, raising the profile of both the agencies and the positions we are recruiting for.

Spectrum of Services
Talent Quest Opt for our flat-fee, full-service, boutique-level search, where we meticulously identify a candidate pool and successfully fill specific positions.

Search Support Utilize our graphic designers and digital platforms in tandem with your in-house resources to promote positions efficiently.

Culture Curation Clearly define and promote your organizational ethos to attract talent who are passionate about contributing to and thriving within your unique culture.

Strategic Planning Develop a clear long-term direction for your agency, aligning the efforts of both governing boards and agency staff.

Executive Recruitment Services
6 Key Advantages
Grounded in Civic Affairs
CFO Nicole Tripepi Smith is a second-generation civic-affairs professional (her father was a city manager for 28 years). President Ryder Todd Smith brings over 25 years of public agency experience to the table.

Tailored Approach
People are at the core of our work at TSTS. Our commitment to #ABL – Always Be Learning – cultivates our appreciation for the fact that each community has a distinct character, shaped by its constituents, council and staff. Collaboration with each new agency deepens our understanding of successful recruitment and strategic planning, continuously expanding our experience and refining our approach to working with diverse stakeholders. This also means that we don’t offer a one-size-fits-all approach. We tailor services to your specific goals and and our recommendations are informed by experience with dozens of agencies across the West Coast. For every new client, we combine proven methods with customized strategies that address your unique needs.

By the Numbers

Executive Recruitment Services
7 Our Network of Professionals
Tripepi Smith is a household name among the West Coast’s local government agencies. We attend conferences held by the largest national, state and local associations across the West Coast, including ICMA, California Special Districts Association, Municipal Management Association of Northern (and Southern) California, League of California Cities and Washington City/County Managers Association.

We’ve been supporting many of these organizations for more than 20 years and have boots-on-theground experience networking at events, which often are a hub for job-seekers.

Our sponsorship and affiliation with professional industry groups include:

Independent Cities Association Institute for
Local Government
International City/County
Management Association
University of Southern California
City/County Management Fellowship
California City
Management Foundation
San Gabriel Valley
City Managers’ Association
California Association
of Public Information Officials
California Special
District Association
League of California Cities Texas Association of
Municipal Information Officers
California Contract
Cities Association Texas City Management Association
Orange County City
Manager Association
Texas Women’s
Leadership Institute
Cal-ICMA Urban Management Assistants
of North Texas
California Municipal Revenue
and Tax Association Texas Municipal League
Municipal Management
Association of Northern California
Washington City/County Management
Association
Municipal Management
Association of Southern California

Executive Recruitment Services
8 Tripepi Smith Sample Client Roster
We have a network of 250+ satisfied clients in the local government space. We are happy to connect you with contacts at our client agencies who can share their experience working with Tripepi Smith.

California City Management
Foundation
City of Aliso Viejo
City of American Canyon
City of Atascadero
City of Azusa
City of Baldwin Park
City of Bellflower
City of Benicia
City of Burlingame
City of Claremont
City of Coronado
City of Cotati
(City of) Culver City
City of Cupertino
(City of) Daly City
City of Danville
City of Duarte
City of El Cerrito
City of Encinitas
City of Fountain Valley
City of Foster City
City of Fullerton
City of Gilroy
City of Grover Beach
City of Hawaiian Gardens
City of Hayward
City of Healdsburg
City of Hercules
City of Huntington Beach
City of Indian Wells
City of Irvine
City of La Cañada Flintridge
City of La Palma
City of La Puente
City of La Verne
City of Laguna Hills
City of Laguna Niguel
City of Lake Forest
City of Lakeport
City of Lancaster
City of Livermore
City of Lomita
City of Lynwood
City of Malibu
City of Manhattan Beach
City of Manteca
City of Martinez
City of Menifee
City of Millbrae
City of Morgan Hill
City of Murrieta
City of Napa
City of Orange
City of Orinda
City of Pacifica
City of Palm Desert
City of Palmdale
City of Paramount
City of Pico Rivera
City of Pismo Beach
City of Placentia
City of Pomona
City of Rancho Mirage
City of Rancho Palos Verdes
City of Riverbank
City of Rohnert Park
City of Rolling Hills Estates
City of San Clemente
City of San Leandro
City of Santa Ana
City of Santa Clarita
City of Santa Paula
City of Saratoga
City of Stanton
City of South Gate
City of South Pasadena
City of Tracy
City of Vallejo
Costa Mesa Sanitary District
Del Paso Manor Water District
West County Wastewater District
Independent Cities Association
Independent Cities Finance Authority
Institute for Local Government
League of California Cities
Municipal Management Association
of Northern California
Municipal Management Association
of Southern California
Orange County City Manager
Association
San Gabriel Valley City Managers’
Association
Claremont McKenna College

Executive Recruitment Services
9 EXECUTIVE RECRUITMENT EXPERIENCE
TS Talent Solutions has a strong track record of delivering effective recruitment solutions for public agencies.

Below you will find a list of all of our placements as well as our active and upcoming recruitments.

Our Active & Upcoming Recruitments

POSITION AGENCY STATUS
City Manager City of West Covina Beginning Stages
City Clerk City of Westminster Beginning Stages
Assistant Finance Director City of Westminster Beginning Stages Deputy Director of Information Technology
and Innovation
City of Chino Beginning Stages
Technology Officer City of Victorville Beginning Stages Associate Engineer City of Santa Paula Active Recruitment Assistant Public Works Director City of Santa Paula Active Recruitment Administrative Services Director City of Lodi Interviews Our Placements

POSITION AGENCY PLACED
Finance Director City of Cudahy March 2026
Fire Chief City of West Covina March 2026
Public Works Director City of Lodi Marh 2026
City Manager City of Blue Lake January 2026
Chief Building Official City of Larkspur January 2026
Finance Director City of Big Bear Lake November 2025
Finance Director City of Needles November 2025
Grants and Contracts Administrator Mt. View Sanitary District November 2025 City Clerk Services Director City of Rancho Cucamonga November 2025 Affordable Housing Director City of Santa Fe, NM August 2025 Parks & Recreation Manager City of Ojai July 2025
Director of Innovation & Technology City of Rancho Cucamonga May 2025 Public Works Director City of Palos Verdes Estates May 2025 Deputy City Manager City of Santa Fe, NM May 2025

Executive Recruitment Services
10 POSITION AGENCY PLACED
Executive Director Humboldt County Association of
Governments
April 2025
Assistant City Manager City of Indian Wells March 2025
Finance Director City of Commerce February 2025
Human Resources Director City of Menifee January 2025
General Manager Humboldt Bay Municipal Water District December 2024 Executive Director Redwood Coast Energy Authority October 2024 Human Resources and Risk Manager City of Bell August 2024 Information Technology Director City of Pasco, WA May 2024 City Manager City of Lomita April 2024
Deputy Director of Community Services City of Bell November 2023 Chief Financial Officer City of Menifee October 2023
Economic Development Director City of Pasco, WA July 2023 City Manager City of La Cañada Flintridge May 2023
Community Services Director City of Bell March 2023
Harbor Director City of Morro Bay February 2023
Parks & Recreation Superintendent City of Fairfield January 2023 Finance Director City of American Canyon January 2023
Finance Director City of Fairfield July 2022
DEI Manager City of San Luis Obispo February 2022
Public Works Director City of Manteca February 2022
Budget Officer City of Tracy January 2022
Finance Director City of Paramount January 2022
Parks & Recreation Director City of American Canyon January 2022 City Manager City of Tracy December 2021
Finance Director City of Manteca December 2021
City Manager City of Manteca September 2021
Fire Chief City of Morro Bay July 2021
Public Works Director City of Morro Bay May 2021

Executive Recruitment Services
11 POSITION AGENCY PLACED
City Attorney City of Manteca February 2021
Director of Development Services City of Manteca September 2020 City Engineer City of Manteca July 2020
Our Search Support Work
We also offer a smaller-scale recruitment package for agencies that need help generating qualified applicants but aren’t ready to invest in a full-service executive search. Whether it's crafting compelling marketing materials or leveraging our extensive network to identify strong candidates, our Search Support services can be customized to fit your unique needs. We’ve helped the following agencies successfully attract talent through this approach:

POSITION AGENCY PLACED
Water Utility Manager City of Tulare March 2026
Communications & Public Engagement
Manager
City of Newark June 2025
Economic Development Analyst City of Big Bear Lake May 2025 Principal Planner City of Indio January 2025
City Engineer City of Rosemead August 2024
Planning & Economic Development Manager City of Rosemead August 2024 Police Captain City of Palos Verdes Estates June 2024
Assistant Finance Director City of Indian Wells March 2024 Human Resources & Risk Manager City of Bell February 2024 Senior Human Resources Analyst City of Bell November 2023 Associate Engineer City of Bell November 2023
Associate Civil Engineer Town of Atherton February 2023 Assistant City Manager City of Saratoga February 2023
City Clerk City of Morro Bay June 2022
Records Program Coordinator West County Wastewater District June 2022 IT Systems Analyst City of Morro Bay February 2022
City Engineer City of Morro Bay December 2021
Engineering Tech III/IV City of Morro Bay December 2021 Finance Director City of Morro Bay July 2021
Assistant City Manager City of Morro Bay April 2021

Executive Recruitment Services
12 Placement Highlight
Eric Ceja, Assistant City Manager
City of Indian Wells
The City of Indian Wells appointed Eric Ceja as Assistant City Manager in March 2025 following a successful recruitment process by our team.

With nearly 19 years in local government, Eric Ceja brings extensive expertise in economic and community development to the Indian Wells team. Throughout his career, he has led business recruitment and retention efforts, facilitated housing and retail developments and managed intergovernmental relations and development agreements.

As part our recruitment efforts, we designed a 5-page digital recruitment brochure highlighting the City’s mission statement, featuring key information about the City and outlining the ideal candidate.

In addition to posting the opportunity across various job boards and reaching out directly to candidates via our network, we launched a social media campaign across our platforms to amplify the reach.

As a result of our strategic outreach, we sourced 106 applicants from across the nation.

Executive Recruitment Services
13 OUR RECRUITMENT TEAM
Christine Martin brings over 20 years of experience in the public sector, providing exceptional service to local
government. Prior to joining Tripepi Smith, Christine was the Assistant City Manager for the City of Livermore,
where she served for over two decades in senior
leadership roles.

Christine is a solutions-oriented servant leader known for strong political acumen and a positive, can-do approach.

In her role as Assistant City Manager, Christine
established the City’s communications and emergency
management programs, led the development of a fiveyear strategic plan and served as liaison to key Council subcommittees. She led legislative advocacy efforts,
respresented the City in regional coalitions, and served as chair of the Alameda County City Managers Association.

Christine is also a graduate of the ICMA High
Performance Leadership Academy, where she focused on
organizational development, change management, and
effective communication.

Christine is the face of all TS Talent Solutions
recruitments. Leveraging her extensive local
government connections and the broader Tripepi
Smith network, Christine conducts targeted outreach
to attract top talent. She manages the entire
recruitment process, from screening applicants and
facilitating interviews to supporting agencies through
the offer and negotiation stages.

Placements
v City of West Covina, Fire Chief
v City of Lodi, Public Works Director
v City of Cudahy, Finance Director
v City of Blue Lake, City Manager
v City of Larkspur, Chief Building Official
v City of Needles, Finance Director
v City of Big Bear Lake, Finance Director
v City of Rancho Cucamonga, City Clerk
Services Director
v Mt. View Sanitary District, Grants and
Contracts Administrator
v City of Ojai, Parks and Recreation Manager
v City of Santa Fe, Affordable Housing Director
v City of Rancho Cucamonga, Director of
Innovation and Technology
v City of Santa Fe, Deputy City Manager
v City of Palos Verdes Estates, Public Works
Director
v Humboldt County Association of
Governments, Executive Director
v City of Commerce, Finance Director
v City of Indian Wells, Assistant City Manager
v City of Menifee, Human Resources Director
v Humboldt Bay Municipal Water District,
General Manager
v Redwood Coast Energy Authority, Executive
Director
v City of Bell, Human Resources & Risk
Manager

Executive Recruitment Services
14 Mark brings 35 years of municipal government experience, highlighted by 19 years as a City Manager in Orange County. Known as a proven leader and consensus builder, he has built a strong reputation for exceptional customer service and effective community engagement. Mark brings extensive experience managing a wide range of municipal contracts, including law enforcement, fire, solid waste, road maintenance and building and safety services.

Michael Egan is an accomplished local government executive with nearly 30 years of experience capped with 20 years of City Manager responsibilities in the cities of Bellflower and Norwalk. During his tenure as City Manager, he was active in regional governance and local government-affiliated groups.

He is a Past President of the Gateway City Manager’s Group and former Chairman of the Gateway Cities Council of Governments City Manager’s Committee. He also served 18 years on the California Contract Cities Association’s Liability Trust Fund Oversight Committee and Claims Boards. Michael’s many accomplishments include balanced budget management; multiple successful bond issues and improved agency bond ratings; implementing and expanding community policing programs, including the opening of a local Los Angeles County Sheriff’s Station; expanding recreation facilities by developing new parks, bicycle and walking trails and public aquatics center; upgrading water and sewer infrastructure; successfully implementing local revenue measures; and executing on multiple economic development projects. Michael is passionate about local government and effective, ethical leadership.

Executive Recruitment Services
15 Kylie brings a diverse skillset to the team
from her experience in several industries,
such as litigation services, academic
administration and music marketing. She
graduated from Biola University with a
Bachelor of Science in Business
Administration with a concentration in
Business Management. She has a strong
background in social media strategy, website
development, writing and scheduling and
high-volume operations due to her
experiences as Administrative Assistant at
Biola University, Marketing Intern at
Transparent Productions, Social Media
Marketing Manager at TSE Worldwide Press
and Operations Associate at TSG Reporting.

As Senior Recruitment Coordinator, Kylie
has played an integral role as TSTS’ lead
project manager, overseeing a variety of
successful recruitments.

Placements Supported
v City of Needles, Finance Director
v City of Santa Fe, Affordable Housing Director
v City of Rancho Cucamonga, Director of Innovation and
Technology
v City of Santa Fe, Deputy City Manager
v City of Palos Verdes Estates, Public Works Director
v Humboldt County Association of Governments, Executive Director
v City of Commerce, Finance Director
v City of Menifee, Human Resources Director
v Humboldt Bay Municipal Water District, General Manager v Redwood Coast Energy Authority, Executive Director
v City of Bell, HR/Risk Manager
v City of Pasco, IT Director
v City of Lomita, City Manager
v City of Bell, Deputy Director of Community Services
v City of Menifee, Chief Financial Officer
v City of Pasco, Community & Economic Development Director v City of Bainbridge Island, City Attorney
v City of La Cañada Flintridge, City Manager
v City of Bell, Community Services Director
v City of Morro Bay, Harbor Director
v City of Fairfield, Parks & Recreation Superintendent
v City of American Canyon, Finance Director
v West City Wastewater District, Records Program Coordinator v City of Fairfield, Finance Director
v City of San Luis Obispo, Deputy Building Official

Executive Recruitment Services
16 Morgan is a digital media and communications professional with a strong foundation in creative strategy, public engagement and operational leadership. She has managed executive recruitment efforts, supported cross-functional teams and developed tailored messaging across press releases, newsletters, websites and social media. Her experience includes conducting audience research, running digital ad campaigns and increasing
engagement across diverse communities. Combining creative insight with a data-informed approach, she has led teams in producing high-impact deliverables such as graphics, articles and social content to ensure alignment with organizational goals and values.

As Recruitment Coordinator, Morgan facilitates all TSTS project management, supporting a range of successful
recruitments.

Placements Supported
v City of Lodi, Public Works Director
v City of Cudahy, Finance Director
v City of Larkspur, Chief Building Official
v City of Big Bear Lake, Finance
Director
v City of Rancho Cucamonga, City Clerk
Services Director
v Mt. View Sanitary District, Grants and
Contracts Administrator
v City of Ojai, Parks and Recreation
Manager
v City of Palos Verdes Estates, Finance
Director
v City of Rancho Cucamonga, Director
of Innovation and Technology
v City of Palos Verdes Estates, Public
Works Director
v Humboldt County Association of
Governments, Executive Director
v City of Commerce, Finance Director
As a result-driven professional, Julia is dedicated to driving efficiency and success through her experiences in Placements Supported

Executive Recruitment Services
17 communications and marketing. She earned a Bachelor of Science in Communications with a minor in Digital Arts from the State University of New York at Oneonta. Julia further developed her skills in email marketing campaigns, detailoriented writing and research while working for a commercial real estate firm in New York. She built a strong foundation in social media management and general communications
through internships with The Metropolitan Golf Association and Fashion in Action.

As Assistant Recruitment Coordinator, Julia assists in
the development of recruitment marketing materials,
conducts research to generate prospective candidates
and manages the distribution and promotion of all open
positions.
v City of West Covina, Fire Chief
v City of Blue Lake, City Manager
v City of Needles, Finance Director
v City of Santa Fe, Affordable Housing
Director
v City of Santa Fe, Deputy City Manager
v City of Ojai, Parks and Recreation
Manager
v Humboldt County Association of
Governments, Executive Director
v City of Indian Wells, Assistant City
Manager
v City of Commerce, Finance Director
Sofia Gonzalez is an energetic team player with experience in advertising sales, marketing strategy, social media
management and marketing communications. She graduated
cum laude from San Diego State University with a Bachelor of Science in Business Administration with an emphasis in
Marketing. While in college, she worked in the advertising department for the university newspaper, The Daily Aztec and developed her sales and customer relationship skills
immensely. Sofia gained valuable marketing skills during two internships with Axos Bank, where she became skilled in brand image, content writing and consumer engagement.

As Assistant Recruitment Coordinator, Sofia assists in
the development of recruitment marketing materials,
conducts research to generate prospective candidates
and manages the distribution and promotion of all open
positions.

Placements Supported
v City of West Covina, Fire Chief
v City of Lodi, Public Works Director
v City of Cudahy, Finance Director
v City of Larkspur, Chief Building Official
v City of Big Bear Lake, Finance Director
v City of Rancho Cucamonga, City Clerk
Services Director
v Mt. View Sanitary District, Grants and
Contracts Administrator
v City of Palos Verdes Estates, Finance
Director
v City of Rancho Cucamonga, Director of
Innovation and Technology
v City of Palos Verdes Estates, Public
Works Director

Executive Recruitment Services
18 OUR STRATEGY & APPROACH
Great City Managers are the cornerstone of excellent public agencies and service delivery. That is why our recruitment services are formulated to find the highest quality candidate that best fits your organization. At the core of all we do is a deep respect for the local government profession and our commitment to ethical standards.

Our team at TSTS is committed to delivering a seamless, transparent and collaborative recruitment experience that ensures the ideal fit for your next City Manager. We start each of our recruitments by gaining a deep understanding of the organization’s culture, values and specific needs for the role. This informs our development of targeted messaging to resonate with both active and passive candidates.

Then we leverage a combination of digital advertising, professional networks and direct outreach to ensure a broad and diverse applicant pool.

We understand that personal connection in recruitment can go a long way by fostering trust, building rapport and enhancing overall satisfaction for everyone involved. We strive to provide a uniquely personalized approach, combining top-tier expertise with a personal, human touch to ensure a successful search.

Tailored Approach: This proposal outlines our standard recruitment process; however, we recognize that each agency may have its own preferences. Our team is fully adaptable and prepared to manage the recruitment according to your preferred approach, should it differ from the process and timeline outlined below.

Recruitment Timeline
Below is our typical recruitment timeline. We are prepared to adjust it according to the City's preferences.

Executive Recruitment Services
19 Recruitment Process
Below is our proposed process, but we're flexible and can adapt to your unique needs and preferences. 1 » We develop the candidate profile.

To kick off the recruitment process, we will meet with the City Council to identify key knowledge, skills and abilities desired in potential candidates, as well as any specific challenges and opportunities facing the City of St. Helena. This stage is critical for understanding your organizational culture and aligning on what “ideal fit” truly means for your team.
(Optional/Add-On) Based on conversations with the City Council, we will provide a recommendation regarding participation from key stakeholders, community members, department heads and other staff. We can also execute stakeholder, staff and/or community outreach and engagement to gather feedback on the selection of the new City Manager.

All of the insights we gather will be used to draft a detailed candidate profile. This profile becomes the foundation for outreach strategy, candidate screenings and final evaluations.
2 » We craft attractive, strategic marketing materials.

Compelling visuals and strong messaging are essential to attracting high-quality applicants. Our in-house marketing experts will create a cohesive suite of branded, engaging materials to support outreach and position promotion, including:
• A professionally designed six page digital recruitment brochure that highlights the position, your organizational culture, exciting key projects, the benefits of joining your team and instructions on how to apply.
• Five social media posts (including graphic design) for distribution on Tripepi Smith social media channels.
• Compelling job board language for professional placements.

These materials are designed not only to inform but to inspire interest from top-tier candidates.

Executive Recruitment Services
20 3 » We conduct extensive outreach to source talent.

Once marketing materials are approved, we will launch a robust outreach campaign to build a strong and diverse candidate pool. Our outreach strategy includes:
• Advertising the position through diverse and professional organizations, membership agencies and targeted publications.
• Amplifying visibility by sharing and resharing social media posts across our Tripepi Smith LinkedIn, Instagram, Facebook and X channels. • Leveraging our extensive and diverse network to generate interest and applications.
• Conducting targeted research and proactively reaching out to qualified candidates who may not be actively seeking new opportunities. • Incorporating a national, regional, in-state and local search scope tailored to St.

Helena’s needs at the beginning of the engagement.
• Engaging with internal candidates who express interest in the position.

These strategies ensure we leave no stone unturned in the search for exceptional talent.
4 » We collect applications and screen top candidates.

As applications roll in, we will acknowledge receipt, thoroughly review each one and evaluate them against the required and desired qualifications outlined in the candidate profile. We will rank applicants accordingly and conduct thorough video-conference screening interviews with the most qualified individuals. We will also provide an objective evaluation of any internal candidates.

We will then present a comprehensive candidate packet to the City Council that includes:
• A complete list of all applicants.
• All submitted resumes and cover letters.
• Summary profiles for top candidates who received a preliminary screening interview.
• A list of candidates recommended to proceed to the interview phase.

We will facilitate a discussion with the Council to review these materials and share our insights. The final decision on which candidates to move forward rests with the City Council.

Executive Recruitment Services
21 5 » We coordinate and facilitate interviews.

Once finalists are selected, our team will manage all aspects of the interview process to ensure a positive experience for both the City Council and the candidates. Our responsibilities include:
• Developing tailored interview questions, screening and evaluation tools and a comprehensive selection matrix.
• Coordinating with candidates and panelists, including managing travel logistics. • Maintaining clear and consistent communication with all stakeholders throughout the process, including interview panelists and staff. • Keeping candidates informed and updated on their status and next steps.

Executive Recruiter Christine Martin will help facilitate the interviews and can travel onsite, as needed. Her attendance in-person is dependent on the preferences and needs of the City.
6 » We take the recruitment to the finish line.

When you’ve identified your preferred candidate, we will continue supporting you through the final stages of the process. This can include:
• Assisting with employment contract negotiations.
• Conducting thorough reference checks and background screenings (e.g., DMV, civil, criminal).
• Providing guidance on onboarding strategies and communications, if desired.

We will also notify all remaining candidates of the outcome in a respectful and timely manner, closing the loop and ensuring a positive candidate experience throughout.

Executive Recruitment Services
22 COST PROPOSAL
The Talent Quest level of engagement provides the City of St. Helena with comprehensive recruitment services to connect you with the most capable and talented candidates available in the market. The fixed cost for the City Manager recruitment is $24,500, plus expenses, for an estimated total of $28,500.

TALENT QUEST COST
Executive Recruitment: City Manager $24,500
Estimated Expenses* $4,000
ESTIMATED TOTAL $28,500
Fees for the recruitment will be collected in three installments as follows:

1. Upon execution of the agreement - $8,000

2. Following presentation of candidates - $8,000, plus expenses

3. Upon candidate’s acceptance of offer - $8,500, plus all remaining expenses

OUR GUARANTEE
By delivering best-in-class recruitment service, we strive to connect you with the highest-caliber talent available. If the selected candidate resigns or is terminated for cause within one year of their appointment, or if a suitable candidate is not identified within the proposed timeline, we will conduct another search at no additional professional services charge. You will only need to cover recruitment expenses, including advertising fees, background check fees and travel costs. *Estimated Expenses
We estimate $4,000 in expenses, which include:
• Paid placements on various digital job boards and hotspots popular with local government agencies. One such platform is the well-known PublicCEO job board for a $425 fee. • Travel reimbursement for one on-site visit.
• Third-party services for background checks.

If expenses appear to exceed the budget outlined above, TS Talent Solutions will discuss that budget risk with City staff and seek authorization before exceeding that expense budget.

A Note About Our Competitive Price
You may notice that our pricing is lower than other firms. We leveraged the wealth of talent and experience at Tripepi Smith to create TS Talent Solutions and enter into the recruitment sector. Our service, as much as our price, is competitive, though we never compromise on quality. Each client

Executive Recruitment Services
23 receives the best of the best, top-tier storytelling about your organization, direct customer service and personalized attention. Our goal is to deliver exceptional value while building lasting partnerships as we continue to grow into the recruiting space.

As-Needed Services
Tripepi Smith will apply the following standard hourly rates and related fees for any authorized asneeded (Time & Materials) work. Such work must be clearly authorized in writing before proceeding. 2025-26 Hourly Rates Standard Reduced Retainer
Principal $380 $315
Director $265 $225
Art/Creative Director $265 $225
Senior Business Analyst $205 $180
Business Analyst $150 $125
Junior Business Analyst $115 $100
Senior Videographer/Animator $205 $175
Senior Photographer $175 $150
Videographer/Photographer $140 $120
Junior Videographer/Photographer $115 $100
Senior Graphic Designer $195 $165
Graphic Designer $140 $120
Junior Graphic Designer $115 $100
Web Developer $210 $185
Junior Web Developer $115 $100
Drone Operator $205 $180
Council Chamber A/V Operator $115 $100
Invoicing & Payment Terms
At Tripepi Smith, we bill on either a Retainer, Fixed Fee or Time & Materials basis, with each billing type following its own payment schedule. Regardless, terms are Net 30 days. • Fixed Fee work is billed upon defined milestones.
• Time & Materials work is billed in 15-minute increments (i.e. 4.0, 1.25, 6.5 or 0.75 hours) at the end of the month in which work is done.
• Retainer work is billed on the 15th of each month.

Executive Recruitment Services
24 Other Cost Information
Tripepi Smith has related service fees that may come up during our engagement that we want to tell you about.

Annual Increase
Tripepi Smith will increase the hourly rates and retainer fees for all resources by 5% or the national CPI index – whichever is higher – each year on the anniversary of the contract, starting on the first anniversary of any contract when the contract duration is longer than one year. Otherwise, new rates will be negotiated with each new contract.

Retainer Discount
When a client’s retainer exceeds $7,500 per month, they gain access to our reduced retainer rates.

Travel Costs
Travel costs must be pre-authorized and then will be reimbursed by the client for any requested travel to complete a requested scope of work. Travel costs may include airfare, lodging, car rentals and gas.

Additionally, when client work requires that we be onsite, we will invoice for a resource’s travel time at 50% of the resource’s hourly rate.

Equipment Costs
Tripepi Smith offers some services that require equipment, such as drone operations and video production. As such, in those cases, the following rates apply:

Half Day (Under 4 Hours) Full Day (4+ Hours)
Video $450 $650
Drone $550 – Flat Fee
Please note that A/V equipment fees are based on the amount and type of equipment required, with pricing tailored to the specifics of each event.

Music and Video Licensing
Sometimes, the client will want Tripepi Smith to apply music or use stock imagery/video while producing video. In these cases, we will need to apply licensing fees of approximately $100 per song and $200 if we use stock video imagery. This will provide a license for the use of the music and video footage to Tripepi Smith and its clients.

Executive Recruitment Services
25 Service Fees
Tripepi Smith prefers that clients pay service providers directly to avoid unnecessary administrative costs. You should also know, however, that we have no economic interest in service providers, unless otherwise specified in this proposal.

If a client asks Tripepi Smith to pay for a service provider bill, we will apply a 10% agency fee to the reimbursement expense. Typical service fees include, but are not limited to: print, mailing, digital advertising, media placements, voiceovers, translations and closed captions.

Partner Access
Tripepi Smith has access to entities that may be relevant to our engagement. These partnerships allow Tripepi Smith to offer clients extra media reach or additional services at partner pricing.

Local Information Network of Knowledge (LINK): www.LocalInfoNetwork.com – A community forum for local government professionals in California to discover and share resources, policies, sample work products, best practices and more.

PublicCEO: www.PublicCEO.com – Digital news about public affairs, reaching over 17,500 California government executives through a daily podcast, job board, video podcast and more.

Civic Business Journal: www.CivicBusinessJournal.com – Digital interest stories on the people, companies and solutions that make local government in California more effective.

FlashVote: www.FlashVote.com – Statistically valid surveying that helps leaders make decisions. • Disclaimer: Tripepi Smith President Ryder Todd Smith is an investor in FlashVote.

Tripepi Smith Talent Solutions: www.TSTalentSolutions.com – A multifaceted recruitment consultancy service, combining local government access with communications to advance talent quests and build culture warriors.

Meltwater: www.TripepiSmith.com/Media-Intelligence – An enterprise-class, comprehensive media monitoring solution that is best combined with Tripepi Smith’s analytics team.

Tripepi Smith owns PublicCEO, a local government news publication dedicated to providing a statewide perspective on California’s cities, counties and special districts. PublicCEO reaches over 17,500 local government executives — city managers, county administrators and public executives included — through a daily newsletter, website and job board. The publication actively seeks stories promoting cross-sector partnerships to provide decision-makers with best practices, perspectives on trends, innovations and access to opportunities.

Executive Recruitment Services
26 REFERENCES
City of Rancho Cucamonga
Peter Castro, Deputy City
Manager
909-774-2408
[email protected]
The City of Rancho Cucamonga partnered with TS Talent
Solutions to find its next Director of Innovation and
Technology. After a successful recruitment process, the City welcomed Behrang Abadi to their team. We developed a
customized recruitment strategy that captured the City of Rancho Cucamonga’s unique community, thriving
organizational culture and vision for leadership. Our marketing materials and extensive outreach efforts were instrumental in generating significant interest from a talented and diverse group of candidates.

City of Indian Wells
Chris Freeland, City Manager
760-346-2489
[email protected]
The City of Indian Wells welcomed Eric Ceja as Assistant City Manager following a successful recruitment process by TS Talent Solutions. As part of our recruitment efforts, we designed a recruitment brochure highlighting the City’s mission statement, featuring key information about the City and outlining the ideal candidate. Combined with strategic outreach, the position received 106 applicants from across and outside of California.

City of Menifee
Armando Villa, City Manager
951-672-6777
[email protected]
The City of Menifee engaged TS Talent Solutions to help fill a brand new position in the City: Human Resources Director.

Following successful outreach and recruiting efforts, Menifee welcoming Angela Rivera to the team. Our work included
distributing an online questionnaire form to the Executive Team and HR department seeking their insights on the characteristics and qualifications of the ideal candidate. From there, we created a digital recruitment brochure, advertised the position across our directory of job boards, launched a targeted social media campaign and conducted direct outreach to prospective
candidates, successfully attracting a pool of 57 applicants.

Executive Recruitment Services
27 APPENDIX A: RESUMES

RYDER TODD SMITH
TRIPEPI SMITH – CO-FOUNDER/PRESIDENT 11/00 – PRESENT
• Provide communications advice, strategy and execution services to a range of small to mid-sized public and private sector clients spanning local government, real estate, finance, technology and healthcare verticals MAVENT INC – SENIOR VICE PRESIDENT, OPERATIONS 05/05 – 11/09 • Responsible for quality assurance, technology operations and internal infrastructure organizations • Built team of technology professionals to manage multi-site production environment at co-location facilities • Managed vendor relationships and reviewed all invoices • Brought focus to key areas, including system documentation, knowledge sharing with other employees, schedule management for finite resources and enhanced security • Developed and managed the departmental budgets for three groups MAVENT INC – VICE PRESIDENT, MARKETING 08/04 – 05/05
• Managed the Company’s outside PR firm relationship, creative firm relationship, corporate website, ad campaigns, conference schedule, conference logistics and internal employee communications • Developed and managed the marketing budget
MAVENT INC – VICE PRESIDENT, GOVERNMENT RELATIONS 02/03 – 08/04 • Monitored nationwide political activities that were pertinent to Mavent’s interests • Developed relationships with third-party interest groups that impacted the Company’s product • Participated in industry conferences and represented the Company at industry events OLYMPIC STAFFING SERVICES – INFORMATION TECHNOLOGY MANAGER 01/98 – 11/00 • Managed and controlled all aspects of the technology environment at this five-location, 35-employee company
NORTHROP GRUMMAN CORPORATION – GOVERNMENT REPRESENTATIVE 07/97 – 12/97 • Worked directly with the Director of State and Local Government Relations to research issues of concern to Northrop Grumman
• Developed agendas to target upcoming legislative issues • Assisted in lobbying work and development of testimony

EDUCATION
CLAREMONT MCKENNA COLLEGE – CLAREMONT, CA
• Dual Major: Bachelor of Arts in Politics, Philosophy and Economics (PPE) and Economics

DESIGNATIONS
• Rose Institute of State and Local Government, Chair.......10/21 – PRESENT Vice-Chair ................................................................................ 04/17 – 10/21

Executive Recruitment Services
28 CHRISTINE MARTIN
TRIPEPI SMITH – EXECUTIVE RECRUITER/DIRECTOR 03/24 – PRESENT • Support clients with executive-level recruitments and search support • Assist clients with strategic planning and goal-setting • Provide organizational culture curation assistance
CITY OF LIVERMORE – ASSISTANT CITY MANAGER 09/21– 12/23 • Oversaw the City’s communications and emergency management programs • Created and implemented the City’s first-ever citywide strategic plan • Worked directly with the City Council and provided support to the City Manager and executive team to implement Council goals
CITY OF LIVERMORE – DEPUTY CITY MANAGER 10/18 – 09/21
• Served as liaison on Council subcommittees, including a complex, controversial equity and inclusion subcommittee with elected officials and community members • Planned executive team annual workshops and monthly team-building experiences • Authored and reviewed numerous City policies such as remote work and commemorative flag display CITY OF LIVERMORE – ASSISTANT TO THE CITY MANAGER 09/16– 10/18 • Coordinated with the regional five-city coalition (Tri-Valley City Councils) on state and federal legislative advocacy, including working directly with Senator Wiener’s staff to provide feedback on proposed housing legislation
• Represented the City at the Alameda County City Managers Association and as the County Area Representative to CalCities City Manager Department
CITY OF LIVERMORE – SENIOR / ASSOCIATE PLANNER 10/02 – 09/16 • Successfully managed an award-winning, comprehensive Development Code update, which established form-based coding in historic downtown
• Processed annexations, large residential and commercial projects and complex conditional use permits, including staff report writing, council presentations and community outreach • Managed consultant and grant contracts, including budgeting, reporting and preparing requests for proposals

EDUCATION
CALIFORNIA POLYTECHNIC STATE UNIVERSITY – SAN LUIS OBISPO • Master of City and Regional Planning
SONOMA STATE UNIVERSITY – SONOMA, CA
• Dual Major: Bachelor of Arts in Liberal Studies (Hutchins School) and Environmental Studies

DESIGNATIONS
• ICMA High Performance Leadership Academy Cohort,
Member...................................................................................... 2022 – 2023 • CalCities City Manager Department, Alameda County Area Group Representative................................................................ 2017 – 2023 • Alameda County City Managers Association, Chair .................. 2017 – 2018 • Association Of Livermore Employees, President....................... 2015 – 2016

Executive Recruitment Services
29 MARK PULONE
TRIPEPI SMITH – DIRECTOR 11/25 – PRESENT
• Provide strategic counsel to public agency clients in communications, community engagement and crisis response
• Engage with local government leaders and industry partners ensuring high-quality deliverables, responsive service and long-term relationship growth
• Develop and implement tailored outreach and communication strategies that align with client goals and community needs
• Support internal team development through mentorship and knowledge sharing, fostering collaboration and continuous improvement
CITY OF YORBA LINDA – CITY MANAGER 08/13 – 11/25
• Responsible for overseeing the staffing and operations for the City of Yorba Linda, including 107 full-time employees and over 150 part-time employees, an annual budget of $47 million and a comprehensive Capital Improvement Plan
• Oversaw numerous service contracts, including law enforcement (OCSD), fire services (OCFA), landscape maintenance, tree trimming, road maintenance, solid waste collection and building and safety services • Oversaw City provided services including Financial Services, Parks and Recreation, Public Works, Library and Community Development
• Oversaw the operations and maintenance of 22 neighborhood and community parks • Responsibilities included management of the City’s municipal golf course (Black Gold) • Responsible for all facets of the City-owned and operated City Library CITY OF ALISO VIEJO – CITY MANAGER 11/05 –
08/13
• Responsible for overseeing all aspects of the City organization • Aliso Viejo was a relatively new City and operated primarily through contracting for services. Oversaw an inhouse staff of 14 full-time employees and a contract staff of 50 individuals • Municipal services contracted for included law enforcement, Building and Safety, Public Works, Parks and Recreation and Code Enforcement
• Oversaw the drafting of the City’s first General Plan, which included extensive public outreach • Oversaw the construction of a municipal Aquatics Center and Conference Center • Successfully brought numerous agencies together to enhance services to the local community CITY OF LAKE FOREST – ASSISTANT CITY MANAGER 10/18 –
12/21
• Oversaw a number of key CIP projects, including the Etnies Skatepark and the City’s first Nature Park • Responsible for overseeing Human Resources, Recreation Services and Special Projects • Served as acting City Manager whenever the City Manager was out of the office

EDUCATION
CALIFORNIA STATE UNIVERSITY, LONG BEACH – LONG BEACH, CA • Bachelor of Science in Business Administration

Executive Recruitment Services
30 MICHAEL EGAN
TRIPEPI SMITH – DIRECTOR 10/23 – PRESENT
• Provide executive level support services to clients
• Assist clients with public agency engagement
• Support clients in expanding their networks of public agency contracts • Provide strategic growth planning assistance
CITY OF NORWALK – CITY MANAGER 08/11 – 09/17
• Managed all aspects of City serving 110,00 residents, including 9 functional departments, one of which was a Municipal Transit Operator serving seven clients. Served as Executive Director of the Norwalk Redevelopment Agency
• Managed annual budget of $130 million, including $42 million from the general fund • Successfully implemented a sewer master plan and associated sewer fees through comprehensive public outreach and education
• Implemented water system infrastructure plan and successfully issued water bonds to fund projects • Initiated an update of the City’s Utility Users’ Tax to comply with new state law, it was overwhelmingly approved by voters
• Implemented multiple energy upgrades throughout a variety of City facilities, received Platinum Level Beacon Award recognition for Sustainable Best Practices Activities CITY OF BELLFLOWER – CITY MANAGER 1997 – 2011
• Managed all aspects of City serving 77,000 residents, including 5 functional departments. Served as Executive Director of the Bellflower Redevelopment Agency • Managed Budget of $51 million, including $27 million general fund • Developed a 2.5-mile Class I bikeway spanning from the east City boundary to the west boundary on an abandoned railroad right of way
• Developed multiple passive park facilities
• Achieve Helen Putnam Award for mobile neighborhood recreation program

EDUCATION
CALIFORNIA STATE POLYTECHNIC UNIVERSITY, POMONA – POMONA, CA • Bachelor of Arts in Behavioral Science

Executive Recruitment Services
31 KYLIE SUN
TRIPEPI SMITH – RECRUITMENT COORDINATOR/SENIOR BUSINESS ANALYST 01/25 – PRESENT • Serve as lead of the firm’s executive recruitment branch, TS Talent Solutions, executing recruitment services for agencies across the West Coast
• Serve as account manager, overseeing project management tasks, strategy and support for communication and marketing initiatives
• Monitor and track monthly project expenses, providing clear and comprehensive reports to maintain budget adherence
• Conduct meticulous proofreading of deliverables to ensure the quality control of marketing materials • Prepare comprehensive outreach plans for topics including organics recycling, municipal districting and pedestrian safety
• Oversee Spanish translation team and deliverables
TRIPEPI SMITH – BUSINESS ANALYST 06/21 – 12/24
TSG REPORTING – OPERATIONS ASSOCIATE 11/20 – 04/21
• Consulted with worldwide law firms to provide them with proper litigation needs • Managed the schedules of 300+ global reporters, videographers and digital operators • Provided technical support to prepare all litigation staff for remote work • Set up and monitored 50+ Zoom meetings daily to ensure logistical success TSE WORLDWIDE PRESS – SOCIAL MEDIA MARKETING MANAGER 05/20 – 11/20 • Reconstructed and co-designed a new website for TSE Worldwide Press • Initiated marketing and PR tactics to build the branding for entrepreneur Sarah Tse • Implemented a social media marketing plan for the company and entrepreneur • Redesigned the branding of the entrepreneur's various social media platforms BIOLA UNIVERSITY – ADMINISTRATIVE ASSISTANT 10/17 – 11/20 • Monitored daily and weekly schedules and monthly calendar obligations for Academic Advisor • Built and tracked degree checklists for students before academic advising sessions • Worked closely and diligently with faculty members to help them in achieving their goals • Assisted with management and tracking of event information and ticketing • Input travel documentation and expenses for speakers, faculty and event planning teams • Liaison between the Accounting, Purchasing and Cashier Departments

EDUCATION
BIOLA UNIVERSITY – LA MIRADA, CA
• Bachelor of Science in Business Administration, Management

CERTIFICATIONS
• Hootsuite Social Marketing ....................................................................06/21

SOFTWARE
• Canva • Google Suite • Microsoft Office Suite

Executive Recruitment Services
32 MORGAN TERUEL
TRIPEPI SMITH – RECRUITMENT COORDINATOR/BUSINESS ANALYST 01/25 – PRESENT • Manage client accounts, day-to-day operations, meetings, and external relationships • Develop and tailor strategic messaging across press releases, newsletters, websites, and social media • Oversee and edit deliverables like social media content, graphics, and articles • Conduct audience research, audits, and run digital ad campaigns to optimize marketing plans • Managed executive recruitment efforts by coordinating candidates, interviews and managing candidate communications to ensure a successful hiring experience SANDALS CHURCH – ONLINE CAMPUS MANAGER 09/18 – 01/25
• Drove 500% growth in viewership, 630% in engagement, and 430% in revenue through data-driven strategies
• Created authentic, engaging content that resonated with a global audience across six continents • Utilized data analysis to optimize metrics and drive audience and revenue growth • Promoted three times in three years, leading global strategy and collaborating with leadership to enhance team culture
CALIFORNIA BAPTIST UNIVERSITY – CAREER COUNSELOR 04/15– 09/18 • Established internship programs, connected candidates to employers and hosted presentations across various fields
• Increased social media growth and brand awareness through innovative campaigns • Coordinated large-scale networking events, managed logistics and led a website rebrand to increase audience engagement
CALIFORNIA BAPTIST UNIVERSITY – PERFORMANCE COORDINATOR 08/14 – 04/15 • Provided clerical and organizational support to the School of Music, including project planning and problemsolving • Planned tours and managed logistics for traveling groups of up to 500 people • Oversaw public relations and finances for performing group

EDUCATION
CALIFORNIA BAPTIST UNIVERSITY– RIVERSIDE, CA
• Bachelor of Arts in Music | Graduated Magna Cum Laude

CERTIFICATIONS
• Hootsuite Social Marketing ................................................................01/2025 • Professional Certificate in Public Engagement..................................04/2025

SOFTWARE
• Canva
• Constant Contact
• Zoom (Webinars)
• Genially
• Sprout Social
• Granicus
• Microsoft Office Suite
• GovDelivery
• GovAccess

Executive Recruitment Services
33 JULIA GALE
TRIPEPI SMITH – JR. RECRUITMENT COORDINATOR/JR. BUSINESS ANALYST 05/24 – PRESENT • Conduct market research to provide client insights
• Manage social media and respond to public questions
• Write stories and press releases for the firm’s website and city clients GHP OFFICE REALTY – LEASING ADMINISTRATOR 10/21 – 07/23 • Designed marketing materials using Adobe and Microsoft solutions • Facilitated sales contracts and lease agreements
• Orchestrated impactful real estate networking events
• Identified key prospective clients and initiated new relationships METROPOLITAN GOLF ASSOCIATION – COMMUNICATIONS INTERN 06/20 – 08/20 • Illustrated press books and news releases
• Maintained meticulous tournament statistics
• Developed designs aligning with the brand image
FASHION IN ACTION – SOCIAL MEDIA PROMOTIONS INTERN 03/20 – 08/20 • Created branding materials
• Organized marketing outreach and fundraising events
• Enhanced social media pages

EDUCATION
STATE UNIVERSITY OF NEW YORK (SUNY) AT ONEONTA – ONEONTA, NY • Bachelor of Science in Communications | Minor in Digital Arts

CERTIFICATIONS
• Hootsuite Social Marketing ....................................................................05/24 • Sprout Social..........................................................................................05/24

SOFTWARE
• Adobe Creative Suite
• Google Suite
• Canva
• Constant Contact
• Microsoft Office Suite

Executive Recruitment Services
34 SOFIA GONZALEZ
TRIPEPI SMITH – JR. RECRUITMENT COORDINATOR/JR. BUSINESS ANALYST 02/25 – PRESENT • Conducting market research to provide client insights • Managing social media and responding to public questions • Writing stories and press releases for the firm’s website and city clients THE DAILY AZTEC – ADVERTISING DIRECTOR 08/22 – 12/24
• Promoted from Account Executive in January 2023.
• Drove the development of digital and print advertising strategies to increase sales by 15% for the 2023 – 2024 school year.
• Identified and pursued new leads through market research and networking efforts. • Reached out to potential clients and maintained relationships with existing clients to ensure ongoing satisfaction and repeat business.
• Sold advertising space by presenting tailored solutions that meet client needs and objectives.

AXOS BANK - MARKETING STRATEGY INTERN 05/24 – 08/24
• Implemented a series of emails to 40,000 app-only users, gathering customer intent and driving product adoption.
• Identified additional cross-sell opportunities across various communications channels and digital features. • Generated detailed audience requirements to optimize campaigns and automations. • Advised two capstone groups on presenting banking solutions, providing strategic guidance for successful project outcomes.

AXOS BANK – MARKETING COMMUNICATIONS INTERN 05/23 – 8/23 • Created content for original blog posts, social media and internal communications. • Edited and revised 6 existing blogs to ensure accuracy, consistency and adherence to the brand’s style and tone.
• Collaborated with the marketing team to source images that align with and enhance the bran’s image. • Assisted in managing compliance, social media and SEO tickets to streamline the blog article process.

EDUCATION
SAN DIEGO STATE UNIVERSITY – SAN DIEGO, CA
• Bachelor of Science, Business Administration – Marketing | Graduated Cum Laude

CERTIFICATIONS
• Hootsuite Social Marketing ..................................................... February 2025 • Sprout Social........................................................................... February 2025 • Level 4: Excel Black Belt – McGraw Hill ....................................... April 2024 • Professional Ethics – Corporate Financial Institute .......................June 2023

SOFTWARE
• Microsoft Office Suite
• Google Suite
• Adobe Photoshop
• Adobe Premiere Pro
• Canva
• Qualtrics

CLIENTS & RECRUITMENTS
Your Strategic Partners in Recruiting & HR Consulting
Trust. Communication. Results.

WWW.WBCPINC.COM/JOB-BOARD

WOMEN OWNED
WBCP, Inc. has been in business since 2004, and serves nonprofit and public sector organizations.

WBCP offers a variety of services, including: partial and full service search services for individual contributor, supervisor, management and executive management positions; human resources consulting: organizational development, training, classification and compensation studies, analysis and assessments, etc.

BUSINESS HISTORY
Company Legal Name: WBCP, Inc. (W. Brown Creative Partners) Website: www.wbcpinc.com
Phone: 866-929-WBCP (9227) / 541-664-0376
Address:

Oregon (3 offices including WBCP, Inc. Headquarters): 213 E Main St., Rogue River, OR, 97537; Grants Pass, Medford, and Tigard
California (6 offices): San Jose, Gilroy, Roseville, Camarillo, Marina Del Rey, and Santa Barbara Washington (2 offices): Seattle and Walla Walla
Texas: Dallas
Arizona: Douglas
South Dakota: Mitchell
Florida (2 offices): Minneola and Jacksonville
WBCP, Inc. is a 100% woman-owned business, an S Corporation, not part of a parent company, and is a registered small business through the U.S. Small Business Administration (SBA). WBCP is registered to do business in all of the states that we serve..

Current WBCP Clients
Future WBCP Clients

WWW.WBCPINC.COM/JOB-BOARD
I am the President of WBCP, with over 20 years of experience in marketing and advertising and combine this with my background in recruiting to successfully place hard-to-fill, management, and executive positions. My team and I are passionate about helping organizations improve their recruitment services, place great talent, conduct department assessments, redesign antiquated processes, revise job descriptions, conduct salary and benchmark studies, and more. I have worked in various industries – advertising and public relations, national real estate franchisor, global manufacturing – and I have worked with nonprofit and public sector organizations since 1999. Formerly, I was an internal Human Resources Consultant for the County of Orange, California, providing countywide communications, human resources,
executive search, and recruiter training services to the Assistant Chief Executive Office/Human Resources Director and, at that time, 25 decentralized departments, with 17,000 employees, serving a community of 300,000. I have a Bachelor’s of Science in Business Administration with an emphasis in Marketing from Colorado Technical University; have earned several certificates in Project Management, Global Business, Marketing, and Human Resources; and working toward a Master’s in Management at Southern Oregon University

WENDI BROWN
Lead Consultant/
Sr. Executive
Recruiter
WBCP RECRUITERS:

TERRI MAUS-NISICH
Sr. Executive Recruiter
Terri Maus-Nisich holds a pivotal role as one of our Senior Executive Recruiters, leveraging her extensive background as a distinguished leader in local government. With a local government career spanning over 40 years, Terri's journey includes transformative roles within the County of Santa Barbara, where she ascended from Parks Director to Assistant County Executive Officer, overseeing vital municipal and health/human service departments. Her remarkable impact encompasses leadership in Homeless Services, Communications, and Emergency
Management, driving community engagement, disaster recovery, and support for vulnerable populations. Before her tenure in Santa Barbara, Terri spent 15 years with the City of Santa Clarita in roles ranging from analyst to Deputy City Manager. Throughout her remarkable career, Terri prioritized strategic planning, organizational development, and innovative problem-solving, garnering numerous awards. She holds a Bachelor’s Degree from UC Santa Barbara, a Masters of Public Administration from Cal State Northridge, and a graduate certificate from Harvard University’s JFK School of Government.

WWW.WBCPINC.COM/JOB-BOARD
WBCP RECRUITERS:

LAUREN GERSON
Executive Recruiter
Lauren Gerson is a seasoned Executive Recruiter at WBCP, where she draws on over 15 years of experience in career services, customer relations, and operations. Her recruiting expertise extends across various industries, with notable success in health and human services, utilities, and finance. Lauren has helped organizations across multiple states fill hard-to-hire positions at every level, from individual contributors to executives. Lauren’s diverse professional journey began in operations and events management, where she honed her expertise in human resources, business management, and regulatory compliance. She later transitioned to career services, and prior to joining WBCP, worked with a career coaching company helping job-seekers better leverage their skills and overcome barriers to employment.

Lauren holds a Bachelor's degree in Philosophy from Whittier College. She brings a unique perspective to her role, and is committed to making a positive impact both professionally and personally. With her unwavering dedication and client-centric focus, Lauren continues to drive success and excellence in executive recruitment at WBCP.

Levi Kuhlman is an Executive Recruiter at WBCP, and an
experienced professional with a multifaceted career spanning across executive recruitment, real estate, and entrepreneurship.

He has worked extensively with local municipalities, special districts, and not-for-profit organizations across the Western region, with a focus in California, Oregon, and Idaho. Levi has conducted many successful recruitments in various industries including planning, rent stabilization and housing, engineering, finance, city management, transportation and transit, community development, building and safety, public safety, risk
management, and information technology. Levi serves as a skilled and diplomatic liaison, earning a reputation for his personalized approach to recruiting. Before joining the ranks of WBCP, he advocated on behalf of tenants, landlord, and clients. With a diverse skill set and a commitment to excellence, Levi continues to make significant contributions to WBCP, his clients, and broadening the professional community one recruitment at a time.

LEVI KUHLMAN
Executive Recruiter

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WBCP RECRUITERS:

REVIEW OTHER EMPLOYEES & CONSULTANT
PARTNERS ON OUR WEBSITE:

WWW.WBCPINC.COM/WBCP-TEAM
JOSETTE REINALUKEN
Executive Recruiter

SHANI PEARCE
Executive Recruiter
Josette, an Executive Recruiter at WBCP, specializes in government finance and the water industry with nearly 30 years of experience. Her career began in IT, managing software implementations and leading training and sales teams. After earning her MBA, she transitioned to municipal agencies, holding various management positions, including Administrative
Manager and Financial Manager. With expertise in budgeting, strategic planning, and organizational development, Josette has made significant contributions to the agencies she's served.

She holds a Bachelor’s Degree in Political Science/Public Administration from the University of South Florida, an MBA from the University of Phoenix, and certificates in Human Resources from the California State University and Leadership from the University of Davis.

Shani Pearce brings over 15 years of corporate and public sector experience to her role as an Executive Recruiter at WBCP, with a background spanning executive support, human resources, project management, and regulatory compliance.

She began her career with the City of Medford, working closely with executive leadership on labor relations, wellness initiatives, recruitment, and large-scale events. In the private sector, she advanced as a Human Resources Business Partner, specializing in recruitment, training, and organizational development, before joining a multi-billion-dollar, multi-state energy company where she progressed into project management, overseeing
compliance, licensing, permitting, and stakeholder engagement.

Alongside her corporate work, Shani co-founded a wedding and event business, further demonstrating her creativity and logistical expertise. At WBCP, she brings this diverse experience to lead recruitment processes, engage with clients, source candidates, and ensure a seamless candidate experience, making her a trusted partner to clients and a valued member of the WBCP team.

Proven Expertise: Over 20 Years in Business and 100+ Years of Experience. With over a century of combined experience, our recruitment professionals excel in public service sectors, including cities, counties, utilities, special districts, joint powers authorities, and non-profits. Our proven track record ensures expertise tailored to your needs.

WWW.WBCPINC.COM/JOB-BOARD
100% Success Rate: In 2024, we achieved a 100% success rate, successfully filling every position we managed. From engineering and planning to finance, health services, legal roles, and hard-to-fill civil service positions, we deliver results no matter what the challenge.

Employer Recognition: As one of Oregon's Top 100 Employers, WBCP is recognized for excellence, employee satisfaction, and a supportive workplace culture, reflecting our dedication to our team and clients.

HR Teams Trust Us: We simplify the recruitment process, managing every detail so HR teams can focus on other priorities. From sourcing candidates to scheduling interviews and providing updates, our seamless approach saves time, reduces stress, and ensures results.

Trusted Partners and Culture Cultivators: We go beyond finding candidates by building trust with your team and stakeholders. Our tailored strategies align top talent with your organizational culture, ensuring a collaborative and thoughtful recruitment process.

Strategic Marketing and Advertising: Our marketing team designs targeted campaigns using diverse, cost-effective channels powered by AI. These campaigns maximize reach while staying within budget and include:

Diverse Applicant Pools: Access to over 600 diversity-focused job boards, 15,000 diversity affiliations, and 120 million resumes ensures diversity is integral to our process.

LinkedIn Recruiter Expertise: With access to 230 million U.S. profiles, we connect you with top-tier talent.

AI-Driven Talent Acquisition: Advanced AI strategies enhance efficiency and uncover new candidate engagement opportunities.

Competency-Based Recruitment Model: Our evidence-based competency model, developed by an Industrial-Organizational Psychologist, assesses technical and interpersonal skills to target the most relevant competencies for each role. Trusted for over 50 years, it’s been used by public and private sector organizations.

Background and Reference Checks: WBCP partners with a trusted third party for thorough background checks and relies on a 30-year public safety veteran, retired as a police chief, and an expert in employee investigations, to conduct expert reference verifications. This ensures accuracy, professionalism, and confidence in every hiring decision.

Guaranteed Satisfaction: We stand behind our work with a 12-24 month satisfaction guarantee. If the initial placement doesn’t work out, we will conduct a replacement search at no additional consulting fee, ensuring lasting value for your investment.

WHY CHOOSE WBCP: PRODUCTS AND SERVICES

Since partnering with the country’s largest network of diversity job boards, we have seen a 21% increase in diverse applicants and a 13% increase in diverse candidates placed in positions with our clients. This demonstrates WBCP's dedication to expanding outreach and removing barriers to apply, ensuring access to a highly qualified and diverse applicant pool.

WBCP understands the complexities of
meeting the needs of a diverse
community, and we provide a thorough,
complete, and fair recruitment process.

Streamline and Satisfy the RFP
Process to receive recruiting on
demand. Reach out to WBCP today
for more information.

When you post a job with WBCP, it is automatically shared across 600 diversity job boards, maximizing reach and ensuring access to a wide and inclusive pool of talent.

We also utilize the largest diversity database with over 160 million resumes and 15,000 community based organization contacts to expand our search.

LinkedIn:

As LinkedIn recruiters, we have access
to over 1 Billion profiles, allowing us to
evaluate candidates' backgrounds,
education, experience, licensure, and
more.

AI:

WBCP also leverages AI tools to gather
additional information to effectively reach
future applicants and candidates contact
information for emails and phone numbers.
600 Diversity Job Boards:

RECRUITING WITH DIVERSITY IN MIND:

WWW.WBCPINC.COM/JOB-BOARD
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WBCP has over 20 years of experience providing search services for public sector and non-profit organizations. We have successfully secured professionals and provided other consulting services in California, Arizona, Colorado, Idaho, Nevada, New York, Oregon, Ohio, Texas, Utah, and Washington.

California
Alameda
Alpine
Colusa
Contra Costa
Del Norte
Fresno
Humboldt
Lake
Los Angeles
Marin
Mariposa
Mendocino
Merced
Mono
Colorado
Boulder
El Paso
Larimer
Oregon
Jackson
Lane
Washington
King
North Dakota
Cass
Texas
Comal
Monterey
Napa
Nevada
Orange
Placer
Riverside
Sacramento
San Benito
San Bernardino
San Diego
San Francisco
San Mateo
San Joaquin
Sutter
San Luis Obispo
Santa Barbara
Santa Clara
Santa Cruz
Shasta
Solano
Sonoma
Stanislaus
Tehama
Tulare
Tuolumne
Yuba
Yolo

COUNTIES
California
Anaheim
Arcata
Atwater
Banning
Berkeley
Beverly Hills
Calistoga
Ceres
Chino
Colfax
Corte Madera
Culver City
Davis
Dunsmuir
Oregon
Ashland
Astoria
Garibaldi
Gold Hill
Grants Pass
Hubbard
Independence
Arizona
Chandler
Phoenix
Goodyear
Nevada
Boulder City
New York
Rochester
Emeryville
Encinitas
Fremont
Fresno
Gilroy
Goleta
Hemet
Irvine
Laguna Beach
Larkspur
Lincoln
Livermore
Livingston
Long Beach
Los Altos
Marina
Milpitas
Napa
Novato
Ontario
Orinda
Oxnard
Palo Alto
Parlier
Pasadena
Petaluma
Pismo Beach
Port Hueneme
Portola Valley
Redding
Riverside
Rocklin
Roseville
Sacramento
San Francisco
San Jose
San Rafael
Santa Maria
Santa Monica
Santa Paula
Santa Rosa
Solvang
Newport
Pendleton
Phoenix
Rogue River
Talent
Tillamook
Texas
Fort Worth
Utah
Park City
Washington
Duvall
Ohio
West Chester

CITIES & TOWNS
Sonoma
South Pasadena
Sutter Creek
Truckee
Ventura
Vernon
Victorville
Watsonville
West Hollywood
Windsor

WWW.WBCPINC.COM/JOB-BOARD
National
Hass Avocado Board (HAB)
North American Blueberry Council / U.S.

Highbush Blueberry Council(NABC/USHBC)
California
Amador Water Agency
Association of California Water Agencies
(ACWA)
Alameda–Contra Costa Transit District (AC
Transit)
Bay Area Rapid Transit District (BART)
Bear Valley Community Services District
Boulder Creek Fire Protection District
California Municipal Utilities Association
(CMUA)
California Municipal Utilities Association
(CMUA), California Correctional Training and
Rehabilitation Authority (CALCTRA)
California Prison Industry Authority
(CALPIA)
Cosumnes Community Services District
Dublin San Ramon Services District
Irvine Ranch Water District
John Wayne Airport
Los Angeles County Employees Retirement
Association (LACERA)
Los Angeles Unified School District (LAUSD)
Los Angeles World Airports (LAWA)
Mendocino County Air Quality Management
District
Metropolitan Transportation Commission
(MTC)
Metropolitan Water District of Southern
California
Modesto Irrigation District
Monterey One Water
Nevada Irrigation District
Newark Chamber of Commerce
Oakland Housing Authority
Olivehurst Public Utility District
Orange County Employees Retirement System
(OCERS)Port of Long Beach
Port of San Diego
Placer County Transportation Planning Agency
(PCTPA)
Sacramento Area Flood Control Agency
(SAFCA)
Sacramento Employment & Training Agency
(SETA)
Sacramento Public Library Authority
Sacramento Sewer District
Sacramento Suburban Water District
San Benito Council of Governments
San Benito County Water District
San Diego Port Authority
San Joaquin County Employees' Retirement
Association (SJCERA)
San Rafael Sanitation District (SRSD)
Santa Margarita Water District
Santa Clarita Valley Water Agency
Sonoma County Library
Tri-City Mental Health Authority (TCMHA)
Truckee-Donner Public Utility District (TDPUD)
Tuolumne Utilities District
Turlock Irrigation District
Trabuco Canyon Water District
Valley Consortium for Medical Education
(VCME)
Valley Water
Water Forum
West Basin Municipal Water District
Trindel
Oregon
Jackson County Fire District 5
Rogue Valley Sewer Services
Idaho
Teton County Joint Housing Authority (TCJHA)

LOCAL AND NATIONAL COUNCILS, BOARDS, DISTRICTS, AND JOINT POWERS AUTHORITIES (JPAS)

WWW.WBCPINC.COM
CDS Publications
Central California Truck and Trailer
Morton & Pitalo
NAVA
Prentice | Long, PC Law Firm
SWEED
Tekmanagement
Touchstone Accounting
Cities
Fremont (CA)
Medford (OR)
Santa Maria (CA)
Santa Paula (CA)
National
Futures Without Violence (Family
Violence Prevention Fund)
Radio Bilingüe
California
Center Point
Central California Legal Services (CCLS)
Community Food Bank
Downtown Streets Team
First 5 (Alameda County, California
Association, Fresno, Santa Barbara
County, San Mateo)
Gold Coast Health
Greater Richmond Interfaith Program
(GRIP)
La Public Media
Latino Public Broadcasting

NONPROFITS

PRIVATE ORGANIZATIONS CONSULTING SERVICES
Northern Valley Catholic Social
Service (NVCSS)
Options Recovery
Sacramento Superior Court
Santa Cruz County Animal Services
Authority
San Francisco Estuary Institute
West Angeles Church of God in Christ
Oregon
Community Works
Dogs for Better Lives / Dogs for the
Deaf
Southern Oregon Regional Economic
Development, Inc. (SOREDI)
Transitions–Mental Health Association
Counties
Humboldt (CA)
Mariposa (CA)
Santa Barbara (CA)
San Luis Obispo (CA)
School Districts
Monterey High School

California, Arizona, Nevada, New York, Oregon, Texas, Utah, and Washington Cities and Towns of: Anaheim (CA), Arcata (CA), Ashland (OR), Astoria (OR), Atwater (CA), Banning (CA), Berkeley (CA), Beverly Hills (CA), Boulder City (NV), Calistoga (CA), Ceres (CA), Chino (CA) Chandler (AZ), Colfax (CA), Corte Madera (CA), Culver City (CA), Davis (CA), Dunsmuir (CA), Duvall (WA), Encinitas (CA), Emeryville, (CA), Fort Worth (TX), Fremont (CA), Fresno (CA), Garibaldi (OR), Gilroy (CA), Gold Hill (OR), Goleta (CA), Goodyear (AZ), Grants Pass (OR), Hemet (CA), Hubbard (OR), Independence (OR), Irvine (CA), Laguna Beach (CA), Larkspur (CA), Lincoln (CA), Livermore (CA), Livingston (CA), Long Beach (CA), Los Altos (CA), Marina (CA), Milpitas (CA), Napa (CA), Newport (OR), Novato (CA), Ontario (CA), Orinda (CA), Oxnard (CA), Palo Alto (CA), Parlier (CA), Park City (UT), Pasadena (CA), Pendleton (OR), Petaluma (CA), Phoenix (AZ), Phoenix (OR), Pismo Beach (CA), Port Hueneme (CA), Portola Valley (CA), Redding (CA), Riverside (CA), Rochester (NY), Rocklin (CA), Rogue River (OR), Roseville (CA), Sacramento (CA), San Francisco (CA), San Jose (CA), San Rafael (CA), Santa Maria (CA), Santa Monica (CA), Santa Paula (CA), Santa Rosa (CA), Solvang (CA), Sonoma (CA), South Pasadena (CA), Sutter Creek (CA), Talent (OR), Tillamook (OR), Truckee (CA), Ventura (CA), Vernon (CA), Victorville (CA), Watsonville (CA), West Chester Township (OH), West Hollywood (CA), and Windsor (CA).

California, Colorado, Idaho, North Dakota, Oregon, and Washington Counties of: Alameda (CA), Alpine (CA), Boulder (CO), Cass (ND), Comal (TX), Colusa (CA), Contra Costa (CA), Del Norte (CA), El Paso (CO), Fresno (CA), Humboldt (CA), Jackson (OR), King (WA), Lake (CA), Lane (OR), Larimer (CO), Los Angeles (CA), Marin (CA), Mariposa (CA), Mendocino (CA), Merced (CA), Mono (CA), Monterey (CA), Napa (CA), Nevada (CA), Orange (CA), Placer (CA), Riverside (CA), Sacramento (CA), San Diego (CA), San Benito (CA), San Bernardino (CA), San Mateo (CA), San Francisco (CA), San Joaquin (CA), San Luis Obispo (CA), Santa Barbara (CA), Santa Clara (CA), Santa Cruz (CA), Shasta (CA), Solano (CA), Sonoma (CA), Stanislaus (CA), Sutter (CA), Tehama (CA), Tulare (CA), Tuolumne (CA), Yuba (CA), and Yolo (CA).

Local and National Councils, Boards, Districts, and Joint Powers Authorities (JPAs):

Amador Water Agency, Association of California Water Agencies (ACWA), Alameda–Contra Costa Transit District (AC Transit), Bay Area Rapid Transit District (BART), Bear Valley Community Services District, Boulder Creek Fire Protection District, California Municipal Utilities Association (CMUA), California Correctional Training and Rehabilitation Authority (CALCTRA), Cosumnes Community Services District, Dublin San Ramon Services District, Hass Avocado Board (HAB), Irvine Ranch Water District, Jackson County Fire District 5, John Wayne Airport, Los Angeles County Employees Retirement Association (LACERA), Los Angeles Unified School District (LAUSD), Los Angeles World Airports (LAWA), Mendocino County Air Quality Management District, Metropolitan Transportation Commission (MTC), Metropolitan Water District of Southern California, Modesto Irrigation District, Monterey One Water, Nevada Irrigation District, Newark Chamber of Commerce, North American Blueberry Council/U.S. Highbush Blueberry Council (NABC/USHBC), Oakland Housing Authority, Olivehurst Public Utility District, Orange County Employees Retirement System (OCERS),

Port of Long Beach (CA), Port of San Diego (CA), Placer County Transportation Planning Agency (PCTPA), Rogue Valley Sewer Services, Sacramento Area Flood Control Agency (SAFCA), Sacramento Employment & Training Agency (SETA), Sacramento Public Library Authority, Sacramento Sewer District, Sacramento Suburban Water District, San Benito Council of Governments, San Benito County Water District, San Diego Port Authority, San Joaquin County Employees' Retirement Association (SJCERA), San Rafael Sanitation District (SRSD), Santa Margarita Water District (CA), Santa Clarita Valley Water Agency, Sonoma County Library, Teton County Joint Housing Authority (TCJHA), Tri-City Mental Health Authority (TCMHA), Truckee-Donner Public Utility District (TDPUD), Tuolumne Utilities District, Turlock Irrigation District, Trabuco Canyon Water District, Valley Consortium for Medical Education (VCME), Valley Water, Water Forum, West Basin Municipal Water District, and Trindel.

Nonprofit: Center Point, Central California Legal Services (CCLS), Community Food Bank, Community Works, Dogs for Better Lives/Dogs for the Deaf, Downtown Streets Team, First 5 (Alameda County, California Association, Fresno, Santa Barbara County, San Mateo), Futures Without Violence (Family Violence Protect Fund), Gold Coast Health, Greater Richmond Interfaith Program (GRIP), La Public Media, Latino Public Broadcasting, Northern Valley Catholic Social Service (NVCSS), Options Recovery, Radio Bilingüe, Sacramento Superior Court, Santa Cruz County Animal Services Authority, San Francisco Estuary Institute, Southern Oregon Regional Economic Development, Inc. (SOREDI), Transitions-Mental Health Association, and West Angeles Church of God in Christ.

Private Organizations: CDS Publications, Central California Truck and Trailer, Morton & Pitalo, NAVA, SWEED, Prentice | Long, PC Law Firm, Tekmanagement, Touchstone Accounting Consulting services (classification and compensation services, competency modeling, job description development, job family development, job analysis): City of Fremont (CA), City of Medford (OR), City of Santa Maria (CA), City of Santa Paula (CA), County of Humboldt (CA), County of Mariposa (CA), County of Santa Barbara (CA), County of San Luis Obispo (CA), North Monterey County Unified School District (CA), and South Monterey County Joint Union High School District (CA).

ORGANIZATIONAL LEADERSHIP
City Manager, City of Atwater, CA
City Manager, City of Boulder City, NV
City Manager, City of Ceres, CA
City Manager, City of Colfax, CA
City Manager, City of Dunsmuir, CA 2022
City Manager, City of Dunsmuir, CA 2026
City Manager, City of Garibaldi, OR
City Manager, City of Gold Hill, OR
City Manager, City of Goodyear, AZ 2026
City Manager, City of Independence, OR
City Manager, City of Milpitas, CA 2026
City Manager, City of Oxnard, CA
City Manager, City of Pasadena, CA 2021
City Manager, City of Pasadena, CA 2026
City Manager, City of Parlier, CA
City Manager, City of Petaluma, CA
City Manager, City of Phoenix, OR
City Manager, City of Port Hueneme, CA
City Manager, City of Santa Maria, CA
City Manager, City of Santa Monica, CA
City Manager, City of Santa Rosa, CA
City Manager, City of Sonoma, CA
City Manager, City of Talent, OR
City Manager, City of Tillamook, OR
City Manager, City of Ventura, CA
City Administrator, City of Duvall, WA
City Administrator, City of Hubbard, OR
City Administrator, City of Rogue River, OR
Deputy County Administrative Officer, Health and Human Services Agency, County of San Diego, CA
Town Manager, Town of Truckee, CA
Town Manager, Town of Windsor, CA
Town Manager, Town of Portola Valley, CA
Interim City Manager, City of Milpitas, CA
Assistant City Manager, City of Beverly Hills, CA
Assistant City Manager (Municipal Services), City of Sacramento, CA Assistant City Manager (Public Safety), City of Sacramento, CA Deputy City Manager, City of Long Beach, CA
Chief Executive Officer, California Correctional Training and Rehabilitation Authority (CALCTRA), CA

Chief Executive Officer, Downtown Streets Team, CA
Chief Executive Officer, Newark Chamber of Commerce, CA Chief Executive Officer, San Joaquin County Employees’ Retirement Association (SJCERA), CA
Chief Executive Officer, San Joaquin Tributaries Authority, CA County Executive Officer, County of Santa Cruz, CA
County Executive Officer, County of Shasta, CA
Deputy County Administrative Officer – Budget, County of San Benito, CA County Administrative Officer, San Benito County, CA
County Administrative Officer, County of Tuolumne, CA
ACAO - Assistant County Administrator, County of San Joaquin, CA ACAO/HR Director, County of Mariposa, CA
ACEO - Assistant County Administrative Officer, County of Santa Barbara, CA ACEO - Assistant County Executive Officer, County of Napa, CA General Manager, Bear Valley Community Services District, CA General Manager, Los Angeles Public Media, CA
General Manager, Olivehurst Public Utility District, CA General Manager, Radio Bilingüe, CA
General Manager, San Benito County Water District, CA
General Manager, Santa Cruz County Animal Services Authority, CA General Manager, Tuolumne Utilities District, CA
General Manager, Trabuco Canyon Water District, CA
Deputy General Manager, City of Ontario, CA
Chief Operating Officer, Futures Without Violence, CA
Chief Operating Officer - IT and Administrative Services, Valley Water, CA Chief Operating Officer - Water Utility Enterprise, Valley Water, CA Chief Operating Officer/Executive Director, Valley Consortium of Medical Education, CA Assistant General Manager Water Operations, Modesto Irrigation District, CA Executive Director, Association of California Water Agencies, CA Executive Director, California Municipal Utilities Association (CMUA), CA Executive Director, First 5 Association of California, CA Executive Director, Water Forum, CA
Executive Director, San Benito Council of Governments, CA Executive Director, Placer County Transportation Planning Agency, CA Executive Director, Teton County Joint Housing Authority, ID Executive Director, Trindel, Risk Management, CA
Executive Director, Arts Commission, County of Santa Barbara, CA Executive Director, Latino Public Broadcasting, CA
Executive Director, Northern Valley Catholic Social Service, Redding, CA Executive Director, Greater Richmond Interfaith Program, CA Executive Director, Options Recovery Services, CA

Executive Director, Sacramento Employment and Training Agency (SETA), CA Executive Director, Southern Oregon Regional Economic Development, Inc. (SOREDI), OR
Executive Director, Pacific Gateway Workforce Innovation Network (PGWIN), City of Long Beach, CA
Executive Director, Tri-City Mental Health Authority, CA Executive Director, First 5 Fresno, CA
Executive Director, First 5 Santa Barbara County, CA
Executive Director - Police Accountability Board, City of Rochester, NY Executive Director, San Joaquin Tributaries Authority, CA Executive Director - Office of Independent Review, County of Orange, CA Assistant Executive Director, First 5 San Mateo, CA
Assistant Executive Officer (UC), Los Angeles County Employees Retirement Association (LACERA), CA
Chief Deputy Director, ISD, County of Los Angeles, CA
Vice President, Center Point, Inc., CA
Executive Vice President, Center Point, CA

AGRICULTURE, ENVIRONMENTAL, & SUSTAINABILITY
Air Pollution Control Officer/Deputy Air Pollution Control Officer, County of Mendocino, CA
Sustainability Division Chief, County of Santa Barbara, CA Director of Environmental Health, County of Larimer, CO Director of Environmental Health, County of Santa Cruz, CA Director of Groundwater Sustainability, County of San Luis Obispo, CA Agriculture Commissioner/Director of Weights and Measures, County of Marin, CA Assistant Director, Agriculture Commissioner/Weights and Measures, County of Santa Barbara, CA
Assistant Director for Environmental Services, City of San Jose, CA Environmental Planning Manager, County of San Luis Obispo, CA Environmental Services Bureau Manager, City of Long Beach, CA Environmental Compliance Supervisor, Sacramento Suburban Water District, CA Clean Water Program Manager, San Francisco Estuary Institute, CA Manager of Biosolids and Energy Recovery Operations, Irvine Ranch Water District, CA Lab Supervisor, Monterey One Water, CA

AIRPORT OPERATIONS & LEADERSHIP
Deputy Executive Director of Commercial and Revenue, Los Angeles World Airports, CA Deputy Executive Director of Economic Impact, Los Angeles World Airports, CA Deputy Airport Director – Information Technology & Innovation, John Wayne Airport,

County of Orange, CA
Deputy Airport Director - Commercial & Revenue Development, John Wayne Airport, County of Orange, CA
Deputy Airport Director - Planning and Development, John Wayne Airport, County of Orange, CA

ECONOMIC DEVELOPMENT
Deputy Executive Director of Economic Impact, Los Angeles World Airports, CA Director of Innovation and Economic Development, City of Livermore, CA Director of Economic Development and Innovation, City of San Rafael, CA Director of Community and Economic Development, West Chester Township, OH

CONTRACTS & PROCUREMENT
Chief Operating Officer - Administrative and Contract Services, Valley Water, CA Director of Contracts and Procurement, Valley Water, CA Procurement Officer, City of Laguna Beach, CA
Procurement and Consultant Contracts Manager, Valley Water, CA Purchasing Agent, City of Anaheim, CA
Purchasing Agent, City of Milpitas, CA

FACILITIES & OPERATIONS
Executive Assistant of Operations, Hass Avocado Board, CA Director of Facilities Program Support Services, Los Angeles Unified School District (LAUSD), CA
Operations Director, King County District Court, WA
Director of Operations, North American Blueberry Council, CA Operations Director/Board Secretary, North American Blueberry Council, CA Operations and Maintenance Manager, Rogue Valley Sewer Services, OR Operations Manager, Sacramento Suburban Water District, CA Engineering Manager – Plant Operations Division, City of Fort Worth, TX Solid Waste Operations Manager, City of Berkeley, CA
Maintenance and Facilities Superintendent, City of Orinda, CA

FINANCIAL, ADMINISTRATIVE SERVICES, ACCOUNTING, & AUDITING Chief Financial Officer, County of Marin Employees Retirement Agency, CA Chief Financial Officer, Social Services Department, County of Santa Barbara, CA Chief Financial Officer, Superior Court of California, County of Santa Barbara, CA Chief Financial Officer, West Basin Municipal Water District, CA Chief Financial Officer, City of West Hollywood, CA

Chief Financial Officer, City of Phoenix, AZ
Chief Financial Officer, Chief of Admin II, Fire Protection District, County of Contra Costa, CA
Chief Administrative Officer, Port of San Diego, CA
Division Chief - Auditor Controller, County of San Joaquin, CA Vice President of Finance and Administration, North American Blueberry Council, CA Director of Administrative Services and Finance, City of Ashland, OR Director of Administrative Services and Finance, City of Solvang, CA Director of Administrative Services, City of Irvine, CA Director of Developmental Services, County of Mariposa, CA Director of Finance and Technology Services, City of Laguna Beach, CA Director of Finance, City of Ashland, OR
Director of Finance, City of Banning, CA
Director of Finance, City of Duvall, WA
Director of Finance, City of Grants Pass, OR
Director of Finance, City of Laguna Beach, CA
Director of Finance, City of Lincoln, CA
Director of Finance, City of Phoenix, AZ
Director of Finance, City of Sacramento, CA
Director of Finance, City of Sonoma, CA
Director of Finance, City of Victorville, CA
Director of Finance, Community Food Bank, CA
Director of Finance, County of Cass, ND
Director of Finance, County of Jackson, OR
Director of Finance, County of Marin, CA
Director of Finance, County of Mono, CA
Director of Finance, Monterey One Water, CA
Director of Finance, Nevada Irrigation District, Grass Valley, CA Director of Finance, Transitions Mental Health Association, San Luis Obispo, CA Director of Finance, Tuolumne Utilities District, CA
Director of Finance, West Angeles Church of God in Christ, CA Director of Finance/Financial Controller, North American Blueberry Council/USHBC, CA Director of Financial Services, San Diego Port Authority, CA Deputy Finance Director, City of Phoenix, AZ
Assistant Director of Finance, City of Roseville, CA
Assistant Director of Finance, Monterey One Water, CA
Budget Manager, City of Berkeley, CA
Finance and Compliance Manager, NABC/USHBC, Folsom, CA
Finance Manager, City of Milpitas, CA
Finance Manager, County of Santa Barbara, Department of Behavioral Wellness, CA Finance Manager, Town of Truckee, CA
Financial and Administrative Services Manager, First 5 Fresno, CA

Accounting Manager, City of Emeryville, CA
Accounting Manager/Controller, City of South Pasadena, CA Controller, City of Anaheim, CA
Controller, Monterey One Water, CA
Controller, Nevada Irrigation District, CA
Assistant Auditor-Controller, County of Monterey, CA
Senior Accountant, Town of Truckee, CA
Senior Financial Systems Analyst, County of Santa Barbara, CA Senior Principal Accountant, City of San Rafael, CA
Senior Tax Accountant, Touchstone Accounting, OR
Independent Police Auditor, Bay Area Rapid Transit District (BART), CA Internal Audit Manager, City of Pasadena, CA
Audit Supervisor, County of Santa Barbara, CA
Lead Internal Auditor, County of Santa Barbara, CA
Financial Systems Analyst I, County of Santa Barbara, CA Financial Systems Analyst I/II, County of Santa Barbara, CA Accounting & Finance/Treasury Managers, County of Marin, CA Payroll Division Chief, County of Santa Barbara, CA
Payroll Manager, City of Berkeley, CA
Payroll Supervisor, County of Santa Barbara, CA
Accountant Auditor I/II, County of Santa Barbara, CA
Administrative Technician, Sacramento Area Flood Control Agency (SAFCA), CA Interim Auditor-Controller, County of Contra Costa, CA
Secretary, Sacramento Area Flood Control Agency (SAFCA), CA Secretary, Bay Area Rapid Transit District (BART), CA
Board Support Officer, Valley Water, CA

GOVERNMENT RELATIONS, POLICY & AFFAIRS
Director of Administration, Policy and Legislative Relations, City of San Jose, CA Director of Business Intelligence, North American Blueberry Council (NABC)/USHBC, CA
Director of Government Affairs, North American Blueberry Council (NABC)/USHBC, CA
Director of Government Relations, Port of Long Beach, CA Director of Policy and Planning, SASD & SRCSD, County of Sacramento, CA Director of the City Manager’s Office of Administration, Policy and Intergovernmental Relations, City of San Jose, CA

HEALTH & HUMAN SERVICES, & HOUSING
Chief Psychiatric Medical Director, San Bernardino County, CA

Public Health Officer, City of Berkeley, CA
Public Health Officer, County of Humboldt, CA
Public Health Officer, County of King, WA
Public Health Officer, County of Lake, CA
Public Health Officer, County of San Joaquin, CA
Public Health Officer, County of Stanislaus, CA
Public Health Officer, County of Tuolumne, CA
County Health Officer, County of Mendocino, CA
Director of Aging and Adult Services, County of Contra Costa, CA Director of Behavioral Health and Recovery Services, County of Marin, CA Director of Behavioral Health and Recovery Services, County of Stanislaus, CA Director of Behavioral Health Services, County of Santa Cruz, CA Director of Behavioral Health Director, County of San Luis Obispo, CA Director of Behavioral Health, County of San Diego, CA
Director of Behavioral Health, County of Santa Barbara, CA Director of Behavioral Health, County of Tuolumne, CA
Director of Family and Children's Services, County of Santa Clara, CA Director of Health and Human Services, County of Alpine, CA Director of Health & Human Services, City of Long Beach, CA Director of Health & Human Services, County of Humboldt, CA Director of Health & Human Services, County of Marin, CA Director of Health & Human Services, County of Napa, CA Director of Health & Social Services, County of Solano, CA Director of Health Services, Gold Coast Health Plan, CA Director of Health Services, County of Santa Cruz, CA
Director of Custody Health Services, County of Santa Clara, CA Director of Health, Housing, and Community Services, City of Berkeley, CA Director of Housing Opportunities, Oakland Housing Authority, CA Director of Housing, City of Pasadena, CA
Director of Housing Services, City of Ontario, CA
Director of Nursing, County of Lake, CA
Director of Nursing, County of Napa, CA
Director of Nursing, County of San Luis Obispo, CA
Director of Public Health Nursing, County of Napa, CA
Director of Public Health, County of Nevada, CA
Director of Public Health, County of Santa Barbara, CA
Director of Rent Stabilization, City of Pasadena, CA
Director of Social Services and Housing, City of Davis, CA Director of Social Services, County of San Luis Obispo, CA Director of Social Services, County of Santa Barbara, CA Director Operations, Behavioral Health and Recovery Services, County of Marin, CA Director, Health Services Agency, County of San Luis Obispo, CA

Director, Health Services Agency, County of Santa Cruz, CA Director, Health Services Agency, County of Sonoma, CA
Director of Child Support Services, County of Contra Costa, CA Director of Child Support Services, County of Sonoma, CA Children and Family Services Division Director, County of Orange, CA Division Director, Adult Systems of Care, County of Marin, CA Family Medicine Program Director, Valley Consortium for Medical Education, CA Medical Director of Psychiatry, County of Yolo, CA
Medical Director of Psychiatry, County of Lane, OR
Medical Director, Public Health Clinics, County of Santa Barbara, CA Branch Director, Service Centers, County of Yolo, CA
Deputy Branch Director, Child, Youth and Family Services, County of Yolo, CA Deputy Director of Behavioral Health Services, County of Santa Cruz, CA Deputy Executive Officer – Homelessness, County of San Bernardino, CA Deputy Executive Director of Housing and Energy, MTC/ABAG, CA Assistant Public Health Officer – Children’s Services, County of San Joaquin, CA Assistant Public Health Officer, County of San Joaquin, CA Assistant Director of Family and Community Partnerships, Oakland Housing Authority, CA
Assistant Director of Health and Human Services, County of Solano, CA Assistant Director of Property Operations, Oakland Housing Authority, CA Assistant Director, Forensic, Diversion, & Behavioral Health, County of Alameda, CA Assistant Director, Forensic, Diversion, & Re-Entry System of Care, County of Alameda, CA
Senior Deputy Director, Public Health Department, County of San Joaquin, CA Senior Development Project Manager – Real Estate, Oakland Housing Authority, CA Behavioral Health Clinical Manager & Behavioral Health Clinical Supervisor, County of Alameda, CA
Disease Control & Prevention Manager, County of Santa Barbara, CA Community Health Nurse I/II and Senior, County of Lake, CA Compliance Manager, County of Solano, CA
Case Manager, City of Culver City, CA
Crisis Manager and Forensic Manager, County of Santa Barbara, CA Family Court Services Manager, Sacramento Superior Court, CA Health Services Administrator, County of Solano, CA
Homeless Program Manager, City of San Rafael, CA
Housing Program Analyst or Manager, City of San Rafael, CA Human Services & Crisis Intervention Division Manager, City of Culver City, CA Human Services Manager, City of West Hollywood, CA
Mental Health Clinician & Mental Health Specialist, City of Culver City, CA Mental Health Specialists (5), and a Mental Health Manager, County of Jackson, OR Nursing Services Manager, County of Marin, CA

Psychiatrist, County of Lane, OR
Physicians (5 openings), Public Health Clinics, County of Santa Barbara, CA Public Health Nurse I/II and Senior, County of Lake, CA Public Health Nurse I/II and Senior, County of San Luis Obispo, CA Rent Stabilization Manager, City of West Hollywood, CA
Supervising Public Health Nurse, County of Marin, CA
Therapists (5 Positions), Family Solutions, OR

HUMAN RESOURCES, RISK, & LABOR/EMPLOYEE RELATIONS
Chief Human Resources & Organizational Development Officer, City of Santa Maria, CA Chief of Labor Relations, City of Long Beach, CA
Chief People Officer, County of Mono, CA
Executive Director of Human Resources and Risk Management, County of El Paso, CO Director of Employee Experience and Culture, City of San Rafael, CA Director of Enterprise Risk Management, Oakland Housing Authority, CA Director of Human Resources and Risk Management, County of Del Norte, CA Director of Human Resources, City of Berkeley, CA
Director of Human Resources, County of Boulder, CO
Director of Human Resources, City of Petaluma, CA
Director of Human Resources, City of San Rafael, CA
Director of Human Resources, Alameda-Contra Costa Transit District, CA Director of Human Resources, County of Humboldt, CA
Director of Human Resources, County of Mariposa, CA
Director of Human Resources, County of Napa, CA
Director of Human Resources Human, County of San Diego, CA Director of Human Resources, County of Nevada, CA
Director of Human Resources, County of Solano, CA
Director of Human Resources, County of Placer, CA
Director of Human Resources, Port of San Diego, CA
Director of Human Resources/Administrative Services, City of Arcata, CA Director of Labor Relations, County of Santa Clara, CA
Director of Organizational Effectiveness and Culture, County of Los Angeles, CA Deputy Director of Human Resources, County of Marin, CA Assistant Human Resources Director, County of San Joaquin, CA Assistant Human Resources Director, Port of Long Beach, CA Employee Relations HR Analyst – Senior or Associate Level, City of Berkeley, CA Principal Human Resources Analyst, City of San Rafael, CA Human Resources Manager – Business Systems Partner, City of Long Beach, CA Human Resources Manager – People and Operations, City of Long Beach, CA Human Resources Manager & Risk Manager, City of Port Hueneme, CA Human Resources Manager II, Sacramento Public Library Authority (SPLA), CA

Human Resources Manager, City of Milpitas, CA
Human Resources Manager, County of Solano, CA
Human Resources Manager, Metropolitan Water District of Southern California, CA Human Resources Principal Management Analyst OR Human Resources Senior Management Analyst, County of Nevada, CA
Labor & Employee Relations Manager, City of Berkeley, CA Labor Relations Manager, County of Solano, CA
Labor Relations Officer, City of Sacramento, CA
Labor Relations Specialist/Labor Relations Program Administrator, Valley Water, CA Program Administrator – Classification & Compensation, Valley Water, CA Racial Equity, Diversity, and Inclusion (REDI) Manager, Valley Water, CA Recruitment & Selection HR Analyst – Senior or Associate Level, City of Berkeley, CA Recruitment, Retention, and Selection Manager, County of Santa Barbara, CA Risk Manager, City of Petaluma, CA
Risk Manager, City of Roseville, CA
Risk Manager, Cosumnes Community Services District, CA
Risk Manager, County of Marin, CA
Safety Program Manager, City of Pasadena, CA
Personnel Officer / HR Manager, City and County of San Francisco, CA Safety/Risk Officer, Sacramento Suburban Water District, CA

INFORMATION TECHNOLOGY
Chief Information Officer, City of Chandler, AZ
Chief Information Officer, City of Sacramento, CA
Chief Information Officer, City of Santa Maria, CA
Chief Information Officer, County of San Joaquin, CA
Chief Information Officer, County of Solano, CA
Chief Information Officer, General Hospital, County of San Joaquin, CA Chief Information Officer, King County, WA
Chief Information Security Officer (CISO), County of Santa Barbara, CA Chief Innovation Security Officer (CISO), City of Riverside, CA Chief Operating Officer, First 5 Alameda, CA
Chief Operating Officer - IT and Administrative Services, Valley Water, CA Vice President of Engineering, NAVA, (National)
Director of Digital Equity, County of Los Angeles, CA
Director of Digital Services, City of San Rafael, CA
Director of Information Systems/Chief Technology Officer, Monterey One Water, CA Director of IT, City of Sacramento, CA
Director of IT, Oakland Housing Authority, CA
Director of IT/Deputy Administrative Officer, Valley Water, CA Director of Information Services, Long Beach Utilities, CA

Assistant Director of IT, City of Roseville, CA
Assistant Director of IT, County of Solano, CA
Assistant IT Manager, County of Marin, CA
Program Director, NAVA Public Benefit Company, CA
Deputy Airport Director – Information Technology & Innovation, John Wayne Airport, CA Deputy Director of Information Technology, City of Milpitas, CA General Manager - Information Technology Service, County of Los Angeles, CA Infrastructure & Operations Manager, County of El Paso, CO IT Manager – Health and Social Services/County Data Services, County of Solano, CA IT Manager I – Application Support, Los Angeles County Employees Retirement Association (LACERA), CA
IT Manager I - Application Development, Los Angeles County Employees Retirement Association (LACERA), CA
IT Manager II – Business Solutions, Los Angeles County Employees Retirement Association (LACERA), CA
IT Manager II – Infrastructure, Los Angeles County Employees Retirement Association (LACERA), CA
IT Manager II – Project Management Office (PMO), Los Angeles County Employees Retirement Association (LACERA), CA
IT Manager, County of Santa Barbara, CA
IT Manager, Sacramento Suburban Water District, CA
Information Technology and Systems Manager, City of South Pasadena, CA IT and Systems Manager, City of South Pasadena, CA
IT Project Managers (2 positions), County of Solano, CA Software Services Manager, Valley Water, CA
Strategy Program Manager, County of El Paso, CO
IT Programming Analyst, Reporting, County of Santa Barbara, CA IT Security Specialist, County of Santa Barbara, CA
IT Security Specialist/Engineer, County of Santa Barbara, CA IT Specialist I – Database Administrator DB2, Los Angeles County Employees Retirement Association (LACERA), CA
IT Specialist I – SharePoint Administrator, Los Angeles County Employees Retirement Association (LACERA), CA
IT Specialist I – Information Security (Hiring 2), Los Angeles County Employees Retirement Association (LACERA), CA
IT Specialist I – Project Manager Office (Hiring 2), Los Angeles County Employees Retirement Association (LACERA), CA
IT Specialist I – Pension Administration Architect, Los Angeles County Employees Retirement Association (LACERA), CA
IT Specialist I – Windows Engineer, Los Angeles County Employees Retirement Association (LACERA), CA
IT Specialist II – Information Security Engineer, Los Angeles County Employees

Retirement Association (LACERA), CA
IT Specialist II – Java Architect, Los Angeles County Employees Retirement Association (LACERA), CA
IT Specialist II – Lead Engineer/Network Architect, Los Angeles County Employees Retirement Association (LACERA), CA
IT Specialist II – Mainframe Architect and Administrator, Los Angeles County Employees Retirement Association (LACERA), CA
IT Specialist II – Network Architect, Los Angeles County Employees Retirement Association (LACERA), CA
IT Specialist II – P8 System Administration, Los Angeles County Employees Retirement Association (LACERA), CA
IT Specialist II – Telecommunications/AV Architect, Los Angeles County Employees Retirement Association (LACERA), CA
Network Administrators, Superior Court CA, County of Santa Barbara, CA Network Architect, County of Santa Barbara, CA
Network Engineer, City of Santa Maria, CA
Open Text Business Analyst, County of San Luis Obispo, CA Operations Technical Support Supervisor, County of Santa Barbara, CA Project Manager, County of San Luis Obispo, CA
Radio Systems Analyst, City of Santa Maria, CA
Regional Senior GIS Manager, County of Solano, CA
SAP Software Engineer, County of San Luis Obispo, CA
Senior Database Administrator, County of Napa, CA
Senior Programmer, County of Santa Barbara, CA
Software Engineer (7 positions), County of San Luis Obispo, CA Software Engineer, Valley Water, CA
Information Technology (IT) Field Technician, Tekmanagement, OR Infrastructure Architect, County of Solano, CA
IT Analyst (4 positions), City of Milpitas, CA
Cloud Migration Architect, County of Santa Barbara, CA
Data Engineer, County of Solano, CA
Applications Team Supervisor, County of San Luis Obispo, CA

LEGAL, COUNSEL, & CLERK
City Attorney, City of Riverside, CA
City Attorney, City of Newport, OR
City Attorney, City of Santa Maria, CA
City Attorney, City of Milpitas, CA
City Attorney, City of Santa Monica, CA
City Attorney, City of Vernon, CA
County Counsel I/II/III, Assistant County Counsel (5 positions), County of Santa

Barbara, CA
County Counsel, County of Jackson, OR
County Counsel, County of Marin, CA
County Counsel, County of Napa, CA
County Counsel, County of Orange, CA
County Counsel, County of San Benito, CA
County Counsel, County of San Bernardino, CA
County Counsel, County of Solano, CA
County Counsel, County of Tuolumne, CA
County Counsel/Municipal Attorney, Prentice | Long, PC Law Firm, CA Litigation Attorney, Prentice | Long, PC Law Firm, CA
Attorney, Felony I, County of Comal, TX
Agency Counsel, Sacramento Area Flood Control Agency (SAFCA), CA Chief City Clerk, City of South Pasadena, CA
Chief Counsel, San Joaquin County Employees’ Retirement Association (SJCERA), CA Chief District Attorney Investigator, County of Marin, CA Chief Deputy District Attorney, County of Marin, CA
Assistant Chief Investigator, County of Orange, CA
Deputy County Counsel, County of Tulare, CA
Deputy County Counsel IV, County of Jackson, OR
Assistant / Senior Assistant County Counsel (2 positions), County of Jackson, OR Deputy District Attorney I, County of Jackson, OR
Deputy General Counsel V, San Diego Port Authority, CA
Deputy City Attorney III/IV Utilities, City of Anaheim, CA Assistant City Attorney – Ethics Officer, City of Anaheim, CA Assistant City Attorney – Public Utilities, City of Anaheim, CA Assistant City Attorney (planning and development), City of Santa Maria, CA Assistant City Attorney, City of Roseville, CA
Attorney II or Attorney III - District Attorney’s Office, Nevada County, CA Civil Attorney (2 positions), Tulare County, CA
Chief Counsel, San Joaquin County Employees' Retirement Association (SJCERA), CA City Clerk, City of Colfax, CA
City Clerk, City of Livermore, CA
City Clerk, City of Roseville, CA
City Clerk, City of Solvang, CA
Assistant County Clerk-Recorder/Registrar of Voters, County of Nevada, CA Deputy City Clerk, City of Petaluma, CA
Family Court Services Manager, Sacramento Superior Court, CA Court Operations Director, King County District Court, WA General Counsel, Orange County Employees Retirement System (OCERS), CA Public Defender, County of Humboldt, CA
Public Defender, County of Nevada, CA

Public Defender, County of Santa Cruz, CA
Public Defender, County of Solano, CA
Registrar of Voters, County of Marin, CA
Registrar of Voters, County of Nevada, CA
Registrar of Voters, County of San Bernardino, CA
Administrative Assistant - Legal Counsel, Valley Water, CA

LIBRARY
Library Director & CEO, Sacramento Library Authority, CA Director of Library Services, City of Phoenix, AZ
Director of Library Services, City of Long Beach, CA
Director of Library and Recreation, City of San Rafael, CA Deputy Library Director, Sonoma County Library, CA
Assistant Director of Library and Recreation, City of San Rafael, CA Branch Services Manager, City of Long Beach, CA
Manager of Main Library Services, City of Long Beach, CA

MARKETING, COMMUNICATIONS, PUBLIC RELATIONS
Vice President of Global Marketing and Communications, North American Blueberry Council (NABC)/USHBC, CA
Director of Communications and Industry Relations, North American Blueberry Council (NABC), CA
Director of Marketing and Communications, North American Blueberry Council (NABC), CA
Director of Communications, North American Blueberry Council/USHBC, CA Director of Community Engagement, City of Davis, CA
Public Affairs Manager, City of South Pasadena, CA
Civic Engagement Manager, City of San Rafael, CA
Retail Marketing Manager/Senior Brand Manager, North American Blueberry Council (NABC)/USHBC, CA
Communications Center Manager, San Ramon Valley Fire Protection District, CA Strategic Communications Officer, First 5 Alameda, CA
Public Relations Specialist, Valley Water, CA

PARKS & RECREATION, COMMUNITY SERVICES, ARTS
Director of Community Services, City of Irvine, CA
Director of Community Services, City of San Rafael, CA
Director of Community Services, County of Santa Barbara, CA Director of Convention & Cultural Services, City of Sacramento, CA Director of Parks and Recreation, City of Goodyear, AZ