HomeMy WebLinkAbout090-R-21 Authorizing the City Manager to Execute and Agreement with Cooperative Personnel Services dba CPS HR Consulting to Conduct the City Manager Search for the City of Evanston9/27/2021
90-R-21
A RESOLUTION
Authorizing the Mayor to Execute an Agreement with
Cooperative Personnel Services dba CPS HR Consulting
to Conduct the City Manager Search for the City of Evanston
WHEREAS, effective October 8, 2021, the City of Evanston will be without
a permanent City Manager for the City of Evanston; and
WHEREAS, the City Council wishes to engage a search firm to conduct a
comprehensive, nationwide recruitment for a new City Manager; and
WHEREAS, the City Council wishes to engage the Evanston community
for input into the search process; and
WHEREAS, the City reviewed several proposals from recruiting firms and
feels it is in the best interest of the City to select Cooperative Personnel Services dba
CPS HR Consulting.
BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF
EVANSTON, COOK COUNTY, ILLINOIS:
SECTION 1: The foregoing recitals are hereby found as fact and
incorporated herein by reference.
SECTION 2: The Mayor is hereby authorized to execute and the
City Clerk is hereby directed to attest the Consulting Services Agreement with
Cooperative Personnel Services dba CPS HR Consulting. Attached hereto as Exhibit 1
is a copy of the agreement and incorporated herein by reference.
90-R-21
SECTION 3: This Resolution shall be in full force and effect from
and after its passage and approval in the manner provided by law.
Attest:
Stephanie Mendoza, City Clerk
September 27
Adopted: , 2021
Isalud, 161�lj
Daniel Biss, Mayor
Approved as to form:
Nicholas E. Cummings, Corporation
Counsel
-2-
90-R-21
EXHIBIT 1
CONSULTING SERVICES AGREEMENT
~3—
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CPS HFMfULTII
CONSULTING SERVICES AGREEMENT
City of Evanston
Citv Manager Executive Recruitment
This Consulting Services Agreement (Agreement)
is by and between Cooperative Personnel
Services, dba CPS HR Consulting, a California
Joint Powers Authority (CPS HR) and the Agency
named in the signature block at the end of this
Agreement (Agency, hereafter referred to as
Client), and is effective as of September 27, 2021
(Effective Date). CPS HR and the Client shall be
collectively referred to herein as the "Parties" and
individually as a "Party."
A. Purpose. This Agreement defines CPS HR
consulting services, policies and procedures.
B. Services. CPS HR will provide certain
consulting services (Services) to Client as set
forth in the Statements of Work (attached
hereto as Exhibit ("A"). CPS HR shall perform
only the Services requested by Client, at the
times, dates, and locations specified by
Client.
C. Compensation.
1. Payment. Client will compensate CPS HR
for Services by paying certain fees as set
forth in the Statement of Work. Client will
reimburse CPS HR for business expenses as
set forth in the Statement of Work. Client will
pay all invoices within sixty (60) days from
receipt of invoice.
2. Funding. Client certifies that funding for
compensation payable to CPS HR under this
Agreement has been approved by Client's
governing body, either as a part of the general
operating budget or as a specific item. Client
further certifies that it anticipates sufficient
cash will be available for payment of
compensation as required above.
3. Late Payment. Any invoices not paid
within sixty (60) days may incur a service
charge of the lesser of two percent (2%) or
the maximum allowable by law per month on
any outstanding overdue balances. In
addition, reasonable collection costs may be
added to any invoice not paid within ninety
(90) days.
D. Taxes. Omitted
E. Term and Termination of Agreement.
1. Term. The term of this Agreement is from
the Effective Date through completion of
Phase III as outlined in the Statement of Work.
2. Immediate Termination upon Material
Breach. Either Party may terminate this
Agreement immediately upon any material
breach by the other Party.
3. Termination without Cause. Either Party
may terminate the Agreement without cause
upon thirty days written notice to the other
Party.
4. Payment on Termination. Upon
termination without cause, Client shall pay
CPS HR for all work performed through the
effective date of termination. For termination
upon material breach, Client shall pay CPS
HR for all work performed which is in
compliance with the terms of the Statement of
Work.
F. Limited Warranty.
1. Warranty. CPS HR represents and
warrants that: (i) it has the authority to enter
into this Agreement; (ii) it will comply with
applicable law; and (iii) it will provide Services
in a workmanlike manner consistent with
industry standards.
2. Warranty Disclaimer. EXCEPT AS
EXPRESSLY SET FORTH HEREIN, CPS HR
EXPRESSLY DISCLAIMS ANY AND ALL
WARRANTIES, EXPRESS OR IMPLIED,
ORAL OR WRITTEN, WITH RESPECT TO
THE SERVICES AND THE WORK
PRODUCT INCLUDING, WITHOUT
LIMITATION, ALL IMPLIED WARRANTIES
OF MERCHANTABILITY OR FITNESS FOR
ANY PARTICULAR PURPOSE OR IN
RESPECT OF ANY THIRD -PARTY
PRODUCTS OR SERVICES AND ALL
WARRANTIES IMPLIED FROM ANY
COURSE OF DEALING AND NO
REPRESENTATIVE OF CPS HR IS
AUTHORIZED TO GIVE ANY ADDITIONAL
WARRANTY.
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G. Work Product.
1. Ownership. Upon CPS HR' receipt of fees
due under the Agreement, all studies, reports,
documents and other writings prepared by
CPS HR and its subcontractors, produced as
a result of CPS HR' work, or delivered by
CPS HR to Client in the course of performing
services (collectively, "Work Product") shall
become the property of Client and Client shall
have the right to use the materials without
further compensation to CPS HR or its
subcontractors.
2. Retention of Rights. Notwithstanding
Client's ownership of the Work Product, Client
acknowledges and agrees that: (i) CPS HR
has the right to re -use any of its know-how,
ideas, concepts, methods, processes, or
similar information, however characterized,
whether in tangible or intangible form, and
whether used by CPS HR in the performance
of Services or not, at any time and without
limitation, and (ii) CPS HR retains ownership
of any and all of its intellectual property rights
that existed prior to the Effective Date
including, but not limited to, all methods,
concepts, designs, reports, programs, and
templates as well as all training materials,
testing or assessment products, survey
content and copyrightable works.
H. Release of Information to Third Parties.
Each Party understands that information
provided to government entities may be
subject to disclosure under a public records or
freedom of information act. Each Party hereto
(each, a Recipient) shall protect and keep
confidential all non-public information
disclosed to Recipient by the other Party
(each, a Discloser) and identified as
confidential by Discloser, and shall not,
except as may be authorized by Discloser in
writing, use or disclose any such Confidential
Information during and after the term of this
Agreement. If CPS HR or Client receives a
request for disclosure of Confidential
Materials, such as a subpoena or a public
records or freedom of information request,
that Party shall immediately notify the other
Party of the request. Upon request, Client or
CPS HR shall maintain the confidentiality of
the Confidential Materials pending the grant
or denial of a protective order or the decision
of a court or administrative body as to
whether the requested materials must be
disclosed under the applicable public records
statute. Client and CPS HR shall cooperate
with each other in seeking any relief
necessary to maintain the confidentiality of
the Confidential Materials. Each Party shall
defend, indemnify and hold the other
harmless from any claim or administrative
appeal, including costs, expenses, and any
attorney fees, related to that Party pursuing
protection of the Confidential Materials from
disclosure.
Indemnification. CPS HR agrees to
indemnify, defend, and hold Client, its agents,
officers, employees and volunteers harmless
from and against loss or damage (including
reasonable attorney's fees) arising from or
related to a claim of bodily injury or property
damage resulting from CPS HR' willful
misconduct or negligent performance of this
Agreement; provided that, Client notifies CPS
HR in a commercially reasonable time, in
writing of any such claim and gives CPS HR
(at CPS HR' expense) sole control of the
defense of same and all negotiations for its
settlement or compromise. CPS HR' liability
to indemnify Client shall be reduced to the
extent that such loss or damage was caused
or contributed to by the act, omission,
direction or negligence of Client, its agents,
officers, employees and volunteers over
which CPS HR does not have direct control.
Limitation of Liability.
NOTWITHSTANDING ANYTHING TO THE
CONTRARY CONTAINED HEREIN,
NEITHER PARTY HERETO SHALL HAVE
ANY LIABILITY OR RESPONSIBILITY FOR
ANY INDIRECT, INCIDENTAL,
EXEMPLARY, SPECIAL OR
CONSEQUENTIAL DAMAGES (INCLUDING,
BUT NOT LIMITED TO, DAMAGES ARISING
FROM LOSS OF PROFITS OR DATA),
EVEN IF ADVISED OF THE POSSIBILITY
OF SUCH DAMAGES. CPS HR' LIABILITY
FOR DAMAGES HEREUNDER SHALL NOT
EXCEED THE AMOUNT OF FEES PAID BY
CLIENT TO CPS HR.
K. Miscellaneous.
1. Notices. Any notice to the parties
required or permitted under this Agreement
shall be given in writing and shall be sent to
the persons at the address listed in the
Statement of Work.
2. Dispute Resolution; Remedies.
(a) In the event of a dispute, the parties may
agree to pursue mediation or either binding or
nonbinding arbitration to resolve their dispute,
under such rules as the parties may agree.
(b) If either CPS HR or Client determines it
appropriate to file a judicial action, then, in
addition to any other remedies available at
law or in equity, Client acknowledges that
breach of this Agreement may result in
irreparable harm to CPS HR for which
damages would be an inadequate remedy
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and, therefore, CPS HR shall be entitled to
7. Entire Agreement; Modifications. This
seek equitable relief, including injunction.
Agreement constitutes the entire agreement
between the parties regarding the subject
3. Attorneys Fees. If any legal action or
matter hereof and supersedes all other
arbitration or other proceeding is brought to
agreements, representations and warranties.
enforce or construe the term of this
All modifications and supplements to this
Agreement or because of an alleged dispute,
Agreement must be in writing and signed by
breach or default in connection with any
both parties.
provision of this Agreement, the successful or
prevailing Party shall be entitled to recover
8. Counterparts; Facsimile Signature;
reasonable attorneys fees and other costs
Electronic Signature. This Agreement may
incurred in that action, arbitration or
be executed in any number of counterparts. If
proceeding in addition to any other relief to
this Agreement or any counterpart is signed
which it may be entitled.
and then faxed or e-mailed by PDF or
otherwise, the faxed or -mailed copy bearing
4. Governing Law. This Agreement will be
the signature shall be as good as the original,
governed by the laws of the State of Illinois
wet -ink signed copy for all intents and
without regard to its rules concerning conflict
purposes.
of laws.
9. Authority to Sign. The person signing
5. Force Majeure. Neither Party shall be
this Agreement on behalf of the Client (the
liable for delays caused by fire, accident,
Principal Signer) represents that he or she is
labor dispute, war, insurrection, riot, act of
the head of the agency or is otherwise duly
government, superior force, or any other
authorized to sign this Agreement and to bind
cause reasonably beyond its control.
the Client.
6. Waiver. The failure of any Party at any
10. Ambiguities. As this Agreement has
time or times to require performance of any
been voluntarily and freely negotiated by both
provision of this Agreement shall in no
parties, the rule that ambiguous contractual
manner affect its right to enforce that
provisions are construed against the drafter of
provision at a later time. Nor shall the waiver
the provision shall be inapplicable to this
by either Party of a breach of any provision of
Agreement.
this Agreement be taken or held to be a
waiver of the provision itself. No waiver shall
be enforceable unless made in writing and
signed by the Party granting the waiver.
Cooperative Personnel Services dba City of Evanston
CPS HR Consulting 2100 Ridge Avenue, Evanston, IL 60201
2450 Del Paso Rd. Ste 220, Sacramento, CA 95834
By:
Authorized Signature By
Authorized Signature
Name:
Name:
Title:
Title:
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Exhibit A
Statement of Work
All changes to this SOW must be mutually agreed to and executed in writing by duly authorized representatives of
both parties as an amendment to this SOW. Capitalized terms used herein shall have the meanings ascribed to them
in the Agreement.
1. SERVICES: CPS HR will assist the City of Evanston with the recruitment of a new City Manager as detailed in
the CPS HR proposal dated September 7, 2021, which is included herein as Attachment 1 to Exhibit A.
2. CLIENT RESPONSIBILITIES:
a. Client must timely perform all those Client roles and responsibilities set forth in this SOW. Successful
completion of this project within the time specified depends largely upon an effective working relationship
between Client and CPS HR project staff. For this reason, CPS HR requests that Client designate an
individual to coordinate communication, meetings, interview schedules, and review of products with the
project team. Client's Project Representative will be responsible for the following activities:
1. Coordinating all meeting schedules, conference calls, facilities and equipment needs
2. Coordinating interview schedules and facilities and distributing project update information
b. Any work products developed during the activities described above will be submitted to Client's Project
Representative for review, comment and/or approval. This is a critical step to ensure accurate, reliable, and
valid products.
3. CPS HR PROJECT MANAGER: Pamela Derby, Recruitment Manager perbvna.cpshr.us
4. CLIENT PROJECT MANAGER: Daniel Biss, Mayor dbiss(ocitvofevanston.ora..
5. SERVICE FEES:
a. All Services provided to Client by CPS HR hereunder are priced on a FIXED PRICE basis. All amounts are
based upon the following assumptions. Any deviations from the following assumptions may result in an
increase in the Fees: (i) Client will timely perform its responsibilities as set forth in this SOW; and (ii) Services
will normally be performed during normal business hours, Monday through Friday, 8:00 a.m. to 5:00 p.m.,
excluding CPS HR holidays ("Normal Business Hours").
b. Professional Services Fees: The professional fixed fee of $25,000 covers all CPS HR services associated with
Phases I, II, and III of the recruitment process.
c. Additional Expenses Not Included: Travel expenses for candidates who are invited forward in the interview
process are NOT included. However, should the Client desire CPS HR's Travel Team to assist with these
arrangements, CPS HR can provide assistance. This might require an amount be added to the Agreement.
d. Invoices: CPS HR will invoice Client at the fixed fee rate of $25,000 billed in three monthly installments of
$7,000 and a fourth installment of $4,000. Client will pay CPS HR within sixty (60) days following receipt of
invoice.
e. One -Year Guarantee: If the employment of the candidate selected and appointed by the Client, 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 Client with professional services to appoint a replacement. Professional
consulting services will be provided at no cost. The Client would be responsible only for reimbursable
expenses. This guarantee does not apply to situations in which the successful candidate is promoted or re-
assigned within the organization during the one-year period. Additionally, should the initial recruitment efforts
not result in a successful appointment, CPS HR will extend the aggressive recruiting efforts and screen
qualified candidates until an offer is made and accepted. CPS HR does not provide a guarantee for
candidates placed as a result of a partial recruitment effort.
6. In the event the project is terminated early, CPS HR will be paid such amount as is due for professional services
performed and out-of-pocket expenses incurred up to and including the effective date of termination. This SOW
covers work requested and performed prior to the commencement of this SOW.
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Attachment 1 to Exhibit A
PROPOSAL
City of Evanston
Executive Recruitment Services for
City Manager
September 7, 2021
SUBMITTED BY:
MELISSA ASHER
Sr. Practice Leader, Products and Services
CPS HR Consulting
2450 Del Paso Road, Suite 220
Sacramento, CA 95834
P:916-471-3358
masher@cpshr.us
Tax ID: 68-0067209
www.cpshr.us
Your Path to Performance
Page 9 of 30
CPS HIS A=,.CONSULTING
September 7, 2021
Daniel Biss, Mayor
City of Evanston
2100 Ridge Avenue
Evanston, IL 60201
Submitted via email to: dkilss
ff cityofevanston.orq
Subject: Executive Recruitment for City Manager
Dear Mayor Biss:
CPS HR Consulting (CPS HR) is pleased to have the opportunity to submit a proposal to assist the
City of Evanston (City) with the recruitment of a new City Manager. We are uniquely qualified to
undertake this effort as we have vast experience in assisting public agencies with executive
search, screening, and placement.
We understand that each agency is unique, and our extensive experience allows us to tailor our
process to specifically meet your needs. Our work with local government agencies throughout
the United States gives us an in-depth understanding of government operations, programs, and
CPS HR offers a broad spectrum of human resource services while delivering personalized,
results -oriented services, utilizing best practice methods of recruitment and selection strategies
from our team of recruitment experts. Each recruitment is an opportunity to shape and prepare
your organization for the future. We understand how important this transition is for you and are
perfectly placed to assist you in this endeavor. Once this project begins, we will work with the
City to tailor our process to highlight this exciting opportunity and attract the best possible
candidates.
It is our commitment to work in partnership with your organization to a successful result.
Thank you for the opportunity to be considered for this assignment. Should you have questions
or comments about the information presented in this proposal, please contact me at
masher@cpshr.us or (916) 471-3358.
Sincerely,
Melissa Asher
Senior Practice Leader, Products and Services
2450 Del Paso Road, Suite 220 Sacramento, CA 95834 www.cpshr.us Tax ID: 68-0067209
Page 10 of 30
Proposal to City of Evanston
Executive Recruitment for City Manager
Table of Contents
AboutCPS HR Consulting..............................................................................................................1
RecruitmentExperts.................................................................................................................................
2
Benefits of selecting CPS HR Consulting...................................................................................................4
OurApproach................................................................................................................................5
KeyStakeholder Involvement...................................................................................................................
5
City's Needs...............................................................................................................................................
5
Commitment to Communication..............................................................................................................
5
Aggressive, Proactive, and Robust Recruitment.......................................................................................
5
Diversity Outreach Process.......................................................................................................................
6
Methodology and Scope of Work.................................................................................................7
Phase I - Develop Candidate Profile and Recruitment Strategy...............................................................
7
Phase II — Aggressive, Proactive, and Robust Recruitment.......................................................................
8
PhaseIII —Selection ................................................................................................................................10
Timeline...................................................................................................................................................
11
Our Executive Recruiting Team...................................................................................................12
TeamBiographies....................................................................................................................................
12
References..................................................................................................................................14
ProfessionalFees........................................................................................................................15
ProfessionalServices...............................................................................................................................15
One -Year Service Guarantee...................................................................................................................
15
Appendix A: Sample Brochure.....................................................................................................16
CPS HR CONSULTING
Page I i
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Proposal to City of Evanston
Executive Recruitment for City Manager
About CPS HR Consulting
CPS HR Consulting has been assisting organizations with their
talent management needs for over 35 years. We have unique
expertise in delivering HR management and consulting services,
employment testing, and assessment services to government
agencies throughout North America. Our core competency is its
knowledge of and expertise in the public sector.
CPS HR offers clients a comprehensive range of competitively priced services, all of which can be
customized to meet your organization's specific needs. We are committed to supporting and
developing strategic organizational leadership and human resource management in the public
sector. We offer expertise in the areas of organizational strategy, recruitment and selection,
training and development, and organization and workforce management.
CPS HR occupies a unique position among its competitors in the field of government consulting;
as a Joint Powers Authority, whose charter mandates that we serve only public sector clients, we
actively serve all government sectors including Federal, State, Local, Special Districts, Higher
Education, and Non -Profit Organizations. This singular position provides CPS HR with a systemic
and extensive understanding of how each government sector is inter -connected to each other
and to their communities. That understanding, combined with our knowledge of public and
private sector best practices, translates into meaningful and practical solutions for our clients'
operational and business needs.
With more than 85 full-time employees as well as 200+ project consultants and technical experts
nationwide, CPS HR delivers breakthrough solutions that help public sector organizations impact
the communities they serve. CPS HR has worked with more than 1,200 government and
public/non-profit clients throughout the United States and Canada.
Our headquarters are located in Sacramento, California. We have regional offices in Austin, TX;
Littleton, CO; and Orange County, CA.
CPS HR �CONSI JLTING
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Proposal to City of Evanston
Executive Recruitment for City Manager
Recruitment Experts
CPS HR specializes in the recruitment and selection of key professionals for cities, counties,
special districts, and non -profits. Working in partnership with the governing body or selection
team, we develop customized search strategies that focus on locating and recruiting qualified
candidates who match the agency's unique needs. Our wealth of recruitment experience has
been gained through more than 19 years of placing top and mid -level executives in public
agencies throughout the United States.
■ Unmatched Recruitment Experience for Government Agencies. CPS HR has extensive
experience in recruiting executive -level professionals for public agencies across the
United States. As a public agency ourselves, we understand how to work with and within
government. Our understanding of public sector culture and policy uniquely sets us apart
from our competitors.
■ Seasoned Executive Recruiters. Our recruiters possess a high level of expertise in
recruiting and placing executive -level professionals. Our staff of experts includes an
exceptional group of full-time employees as well as a full complement of subject matter
experts, intermittent employees, and part-time employees with a variety of public and
private sector experience.
■ Detailed Needs Assessments. We conduct a detailed needs assessment to identify 1)
future organizational direction; 2) challenges facing the position; 3) the working style
and organizational climate; and 4) required core and job specific competencies as well
as personal and professional characteristics.
■ Success Recruiting Non -Job Seeking Talent. We recognize that the very best candidates
for some types of positions may not be looking for a career change, therefore, our
recruitment team takes a very aggressive approach to identify and recruit such
candidates.
■ Vast Pool of Public Agency Contacts. CPS HR maintains a database of candidates and an
extensive network of external resources to leverage for executive -level positions. We
utilize our vast pool of public and non-profit contacts to deliver a strong list of competitive
candidates who will be well prepared to assist you in the accomplishment of your specific
mission and goals.
■ Satisfied Clients. Our executive search client satisfaction rating averages 4.6 on a scale
of 5. While many companies talk about client satisfaction, how many measure the impact
of that through assessing client satisfaction by distributing written surveys and tying the
results of these surveys to their performance management system? CPS HR Consulting
does. A client satisfaction survey is sent at the end of every engagement requesting
feedback on the quality of our staff, deliverables, and the overall consulting relationship.
■ Retention/Success Rate. Our success rate is tied to the longevity of the candidates we
place, currently more than 91% of our placements are still in their position after two
years.
CPS HR CONSULTING
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Proposal to City of Evanston
Executive Recruitment for City Manager
■ Partial list of recruitments. Below is a brief listing of recent recruitments to show our
experience with similar recruitments. We have also highlighted in bold type those with
similar population to the City of Evanston or with large colleges/universities.
City of Surprise (AZ)
City Manager
Current
County of Yolo (CA)
County Administrative Officer
Current
City of Nogales (AZ)
City Manager
Current
City of Aztec (NM)
City Manager
Current
City of Dickinson (TX)
City Manager
2021
City of San Leandro (CA)
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 Yolo (CA)
Assistant County Administrative Officer
2021
County of Flathead (MT)
County Administrator
2021
City of Greeley (CO)
Deputy City Manager
2020
City of Reno (NV)
City Manager
2020
City of Bozeman (MT)
City Manager
2020
City of Richmond (CA)
City Manager
2019
City of Columbia (MO)
City Manager
2019
City of Union City (CA)
City Manager
2019
Town of Paradise Valley (AZ)
Town Manager
2019
City of Carson (CA)
City Manager
2019
City of East Palo Alto (CA)
City Manager
2019
City of Woodland Park (CO)
City Manager
2018
City of Modesto (CA)
City Manager
2018
Churchill County (NV)
County Manager
2018
City of Sacramento (CA)
Assistant City Manager
2018
County of San Luis Obispo (CA)
City Manager
2018
City of Goodyear (AZ)
City Manager
2018
County of Imperial (CA)
County Executive Officer
2018
CPS HR CONSULTING
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Proposal to City of Evanston
Executive Recruitment for City Manager
Benefits of selecting CPS HR Consulting
CPS HR brings a wealth of expertise and innovation to the recruitment of the City of Evanston's
City Manager. Our recently revamped brochure format is now in an electronic flipbook format
providing an exceptional venue for showcasing the attributes of the City.
We also use Linkedln Recruiter, the most robust Linkedln recruiting package, to assist in
identifying the candidates who are the best fit for our clients' needs. We use industry -specific
advertising platforms and are constantly striving to find the best way to reach passive candidates.
Our outreach strategy takes a broad -brush approach towards finding candidates from atypical
sources. These methods include using Linkedln's data analytics to find experienced candidates
from a variety of industries, reaching out to regional and national leaders and influencers for
unique referrals, and advertising with a wide variety of sources. Local government has many
nuances that current practitioners are well versed in, and CPS HR can ensure that the core
skillsets of managing staff, budgets, and programs are in place.
Long before COVID-19 came into the common vernacular, CPS HR was engaged in a digital
transformation to modernize and retool our services to provide remote support to our clients.
Our standard platform is Microsoft TeamsT`", where we collaborate with our team members and
even client staff to ensure a seamless flow of information. This investment has paid dividends
during the remote working revolution over the last six months. We have not observed a decrease
in the quality of the recruitment and selection process for our clients, and an overwhelming
majority of clients have made hires using only our interview process conducted through
Microsoft TeamsT`"
Several good examples of success are our recent City Manager recruitments for Bozeman,
Montana and Reno, Nevada. CPS HR conducted the recruitments during COVID-19, and City
Council members were able to interview each candidate and feel comfortable about reaching a
consensus on a final selection using only the virtual environment without ever having met the
candidate.
We are also able to adapt to other technologies and protocols that the client may have. Because
our staff has been working remotely for several years, we are extremely flexible and can meet
your needs according to your level of comfort and security.
That being said, we're also being hired to take as much off your plate as you desire, and we have
successfully worked with very busy clients and hiring managers who want us to single- handedly
manage the process from start to finish. One of our greatest skillsets is adaptation — we work
with some of the largest cities and counties in the nation as well as with the smallest special
districts and non -profits. Whatever your work and communication style is, we have seen it
before and will deliver on your expectations of us.
CPS HR CONSULTING
Page 15 of 30
Proposal to City of Evanston
Executive Recruitment for City Manager
Our Approach
Key Stakeholder Involvement
The Mayor and City Council on behalf of the City of Evanston must be intimately involved in the
search for a new City Manager. Our approach assumes their direct participation in key phases of
the search process. At the discretion of the Mayor and City Council, other key stakeholders may
also be invited to provide input for the development of the candidate profile.
City's Needs
A critical first step in a successful executive search is for the Mayor and City Council to define the
professional and personal qualities required of the City Manager. CPS HR has developed a very
effective process that will permit the Mayor and City Council to clarify the preferred future
direction for the City; the specific challenges the City is likely to face in achieving this future
direction; the working style and organizational climate the Mayor and City Council wishes to
establish with the City Manager; and ultimately, the professional and personal qualities required
of the City Manager.
Commitment to Communication
Throughout the recruitment process, we are strongly committed to keeping you fully informed
of our progress. We will collaborate with you to provide updates on the status of the recruitment
via your preferred method of communication (phone conference, email, etc.).
We place the highest level of importance on customer service and responding in a timely manner
to all client and candidate inquiries. Our previous clients and candidates have expressed a sincere
appreciation for our level of service and responsiveness to the management of the recruitment
process. As a result, we have many long-term relationships with clients that have led to
opportunities to assist them with multiple recruitments.
CPS HR's communication continues once you have selected the new City Manager. We will
contact the Mayor and the newly appointed City Manager within six months of appointment to
ensure an effective transition has occurred.
Aggressive, Proactive, and Robust Recruitment
We take an aggressive approach in identifying and recruiting the best available candidates. There
are those candidates who would gladly rise to the professional challenge and apply for this
position; however, some of the best candidates are often not actively seeking a new position and
may only consider a change once we present them with your opportunity. Evoking the sense of
vision and opportunity in qualified persons is among the responsibilities of CPS HR, and we pride
ourselves in our efforts to reach the best available potential candidates. We use advertisements,
directly email the outreach brochure, post messages and connect with potential candidates on
business media such as Linkedln, and of course, pick up the phone and call qualified individuals
and referral sources.
CPS HR CONSULTING
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Proposal to City of Evanston
Executive Recruitment for City Manager
Diversity Outreach Process
CPS HR strives to attract the most highly qualified, diverse candidate pool possible. We are
pleased that our diligent efforts have resulted in more than 51% of our executive level
placements being minority and/or female candidates within the past three years. Our City
Manager search for the City of East Palo Alto is an excellent example of our diverse outreach
process. The City's demographics are 6% White, 16% Black, 4% Asian, 7% Pacific Islander, 64%
Hispanic, and 3% Other. It was a high priority of the Mayor and City Council to pursue and
demonstrate a diverse outreach process.
We accomplished this by advertising with organizations like the National Forum for Black Public
Administrators and the Local Government Hispanic Network in order to reach these specific
population groups. We also sought candidate referrals from local subject matter experts and the
national leadership of groups like Women Leading Government. By taking the time to directly
contact these influential industry experts, we ensured that we captured the maximum number
of distinguished candidates — particularly those who are well-known in their industries, but who
may not be actively looking for a new job.
The result was an incredibly diverse finalist group and our successful placement was an
experienced Hispanic candidate. The elected officials were quite pleased with the process and
end result. In fact, one Councilmember mentioned that he had checked with neighboring
communities behind the scenes regarding their recent recruitments and could confirm that our
candidate pool was most impressive in comparison — likely in terms of quantity, quality, and
diversity.
CPS HR CONSULTING
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Proposal to City of Evanston
Executive Recruitment for City Manager
Methodology and Scope of Work
Our proposed executive search process is designed to provide the City with the full range of
services required to ensure the ultimate selection of a new City Manager uniquely suited to the
City's needs.
r __ —1
Phasel Develop
Candidate
Profile and
Recruitment
Strategy
r __ —1
Aggressive,
Proactive,
and Robust
Recruitment
FIF-7
Phase
L_ —
Selection
I
Phase I: Our consultant will meet with the Mayor and City Council to ascertain the City's needs
and ideal candidate attributes, to target our search efforts, and maximize candidate fit with the
City.
Phase II: The recruitment process is tailored to fit the City's specific wants and needs, with
targeted advertising, combined with contacts with qualified individuals from our extensive
database.
Phase III: The selection process is customized for the City. CPS HR will work with the Mayor and
City Council to determine the process best suited to the City of Evanston.
Phase I - Develop Candidate Profile and Recruitment
Strategy
Task 1- Review and Finalize Executive Search Process and Schedule
Task 2 - Key Stakeholder Meetings
Task 3 - Candidate Profile and Recruitment Strategy Development
Task 4 — Develop Recruitment Brochure
The first step in this engagement is a thorough review of the City's needs, culture and goals; the
executive search process; and the schedule. CPS HR will work in conjunction with the Mayor and
City Council to determine an appropriate stakeholder and community engagement process that
engages a broad range of input to inform the search. Stakeholder and community engagement
can take several different forms such of anonymous online surveys, in -person community
meetings, online community meetings, and meet and greet sessions, all designed to be inviting
and inclusive. Activities will include:
■ Identifying key priorities for the new City Manager and the conditions and challenges
likely to be encountered in achieving these priorities.
CPS HR CONSULTING
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Proposal to City of Evanston
Executive Recruitment for City Manager
■ Describing the type of working relationship the Mayor and City Council wishes to establish
with the City Manager.
■ Generating lists of specific competencies, experiences, and personal attributes needed by
the new City Manager in light of the discussions above.
■ Discussing recruitment and selection strategies for the Mayor and City Council's
consideration to best produce the intended results.
CPS HR will provide a summary to the City stemming from these activities as an additional source
of information for developing the candidate profile and selection criteria.
Following the completion of these discussions, CPS HR will work with a professional graphic artist
to design a recruitment brochure and present it to the City for review. Please refer to Appendix
A for a sample brochure. Additional brochure examples are available on our website at
www.cpshr.us/search.
Phase II - Aggressive, Proactive, and Robust
Recruitment
Task 1— Place Advertisements
Task 2 - Identify and Contact Potential Candidates
Task 3 — Resume Review and Screening Interviews
Task 4 — Mayor and City Council Selects Finalists
The recruitment process is tailored to fit the City's specific wants and needs, with targeted
advertising, combined with personal contacts with qualified individuals from our extensive
database.
CPS HR will prepare, submit for your approval, and publish advertisements on professional and
affiliate websites to attract candidates on a nationwide, regional, local or targeted basis based
on the recruitment strategy. Examples may include:
• Public CEO
• ICMA
• Linkedln
• Govern mentjobs.com
• National League of Cities
• Illinois Municipal League
• Engaging Local Government Leaders
• Careers in Government
• National Forum for Black Public Administrator
• Local Government Hispanic Network
• League of Women in Government
As a consulting firm that interacts with hundreds of public sector executives during engagements,
we have a cadre of individuals who we inform of recruitments, both to increase the visibility of
the opening and to attract appropriate individuals who fit the special needs of our client.
CPS HR CONSULTING
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Proposal to City of Evanston
Executive Recruitment for City Manager
Communication with these professionals ensures that an accurate picture of the requirements
of the job is apparent and proliferated throughout their professional networks.
CPS HR is focused on reaching a diverse candidate pool and would recommend
publications/websites that are targeted to minority and female candidates. In addition to placing
ads on websites aimed at minority candidates, we will contact leaders within appropriate
associations to gain their insight and referrals of possible candidates.
Within the past three years, more than 51% of our executive level placements have been
minority and/or female candidates.
CPS HR will prepare an email distribution list containing prospective candidates and referral
sources. These individuals will receive a link to the City Manager brochure along with a personal
invitation to contact CPS HR should they have any questions about the position.
CPS HR maintains a comprehensive, up-to-date database of industry leaders and experienced
professionals; however, we do not rely solely upon our current database. We also conduct
research to target individuals relevant to your specific needs and expectations to ensure that we
are thorough in our efforts to market this position to the appropriate audience and to garner a
diverse and quality pool of candidates.
We will:
■ Convey a strong sense of the purpose and strategy of the City. For many talented
individuals, understanding these aspects is one of the key motivators to compete in such
an environment.
■ Provide guidance and resources to candidates regarding the area's cost of living, mean
and median housing prices, higher education opportunities, K-12 education information,
and other aspects of interest to those who are considering relocating to the area.
■ Actively seek highly qualified candidates who may be attracted by the prospect of
collaboration with other departments, providing exceptional leadership to the City or
continuing to ensure the public confidence in the integrity of the City.
CPS HR will directly receive and initially screen all resumes. This screening process is specifically
designed to assess the personal and professional attributes the City is seeking and will include a
thorough review of each candidate's resume, and if applicable, supplemental questionnaire
responses and other supporting materials. CPS HR will personally speak to selected candidates
during a preliminary screening interview and will spend extensive time ascertaining each
candidate's long-term career goals and reasons why the candidate is seeking this opportunity, as
well as gaining a solid understanding of the candidate's technical competence and management
philosophy. We will gather data on any other unique aspects specific to this recruitment based
upon the candidate profile, as well as conduct internet research on each candidate interviewed.
CPS HR CONSULTING
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Proposal to City of Evanston
Executive Recruitment for City Manager
CPS HR will prepare a written report that summarizes the results of the recruitment process and
recommends candidates for further consideration by the Mayor and City Council. Typically, the
report will recommend five to eight highly qualified candidates and will include resumes and a
profile on each interviewee's background. CPS HR will meet with the Mayor and City Council to
review this report and to assist them in selecting a group of finalists for further evaluation.
Phase III - Selection
Task 1- Design Selection Process
Task 2 - Administer Selection Process
Task 3 — Final Preparation for Appointment
Task 4 — Contract Negotiation (if requested)
CPS HR will design a draft selection process based on information gathered in Phase I. We will
meet with the City to review this process and discuss the City's preferred approach in assessing
the final candidates. The selection process will typically include an in-depth interview with each
candidate but may also include other selection assessments such as an oral presentation,
preparation of written materials, and/or problem -solving exercises.
We will coordinate all aspects of the selection process for the City. This includes preparing
appropriate materials such as interview questions, evaluation manuals, and other assessment
exercises; facilitating the interviews; assisting the City with deliberation of the results; and
contacting both successful and unsuccessful candidates.
Following the completion of the selection process, CPS HR will be available to complete the
following components:
■ Arrange Follow-up Interviews/Final Assessment Process: Should the City wish to arrange
follow-up interviews and/or conduct a final assessment in order to make a selection, CPS
HR will coordinate this effort.
■ Conduct in -Depth Reference Checks: The in-depth reference checks are a comprehensive
360-degree evaluation process whereby we speak with current and previous supervisors,
peers, and direct reports. (It is our policy to not contact current supervisors until a job
offer is made, contingent upon that reference being successfully completed, so as not to
jeopardize the candidates' current employment situation.) Candidates are requested to
provide a minimum of five references. CPS HR is able to ascertain significant, detailed
information from reference sources due to our commitment to each individual of
confidentiality, which leads to a willingness to have an open and candid discussion and
results in the best appointment for the City. A written (anonymous) summary of the
reference checks is provided to the City.
■ Conduct Background Checks: Upon a conditional job offer, we will arrange for a
CPS HR CONSULTING
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Proposal to City of Evanston
Executive Recruitment for City Manager
background check of a candidate's records on driving, criminal and civil court, credit
history, education, published news, and other sensitive items. Should any negative or
questionable content appear during these checks, CPS HR will have a discussion with the
finalist(s) and will present a full picture of the situation to the City for further review.
■ Contract Negotiation (if requested): Successful negotiations are critically important, and
we are available to serve as your representative in this process. With our expertise, we
can advise you regarding current approaches to various components of an employment
package. We can represent your interests with regards to salary, benefits, employment
agreements, housing, relocation, and other aspects, with the ultimate goal of securing
your chosen candidate.
Timeline
The project team CPS HR has selected is prepared to begin work upon receipt of a fully -executed
contractual agreement. All search activities up to and including the selection of a new City
Manager can be completed in 14 to 16 weeks. The precise schedule will depend on the
placement of advertising, and the ability to schedule, as quickly as possible, the initial meeting.
A proposed schedule of major milestones is presented below.
CPS HR CONSULTING
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Proposal to City of Evanston
Executive Recruitment for City Manager
Our Executive Recruiting Team
CPS HR has assembled a strong project team with each member possessing extensive recruiting
experience and a direct, in-depth understanding of local government. Your executive
recruitment team will be Ms. Pam Derby and Mr. David Niemeyer. They will work collectively to
fulfill the City's needs in a timely and effective manner. We are committed to providing each of
our clients the same level of service excellence, and we take great care not to take on more work
than this commitment allows. We will not utilize subcontractors for these services. No staff
members will be removed or replaced without the prior written concurrence of the City. Their
biographies follow.
Manager, Executive Recruitment
Executive Recruiter David Niemeyer (916) 263-1401 dneimeyer@cpshr.us
Team Biographies
Pamela H. Derby, Manager, Executive Recruitment
Since joining CPS HR Consulting in 2003, Pam Derby has conducted a wide range of recruitments
for county, city, special district and association executives including city attorney, executive
director, general manager, city manager, assistant and deputy city manager, police chief,
community and economic development director, human resource director, finance director, city
administrator, registrar of voters, library director, and director of information technology in
addition to specialized support positions.
Ms. Derby has just completed the City Manager recruitment for the City of Hercules and is
currently conducting the City Manager recruitments for the cities of Surprise (AZ) and Columbia
(MO) and the County Administrative Officer recruitment for the County of Yolo.
Prior to joining CPS HR, Ms. Derby served as the Aide to the Yuba County Board of Supervisors
serving as the Board's liaison to County Department Heads, the community, and the media. This
experience provided her with a unique perspective into the special circumstances that exist in a
Board/Council-Manager relationship and a keen awareness of the inner workings of local
government. She is sensitive to balance the wants of the community with the needs of the client
so as to tailor a recruitment process that reaches out to the most appropriate candidates and
CPS HR CONSULTING
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Proposal to City of Evanston
Executive Recruitment for City Manager
ensures a diverse group of individuals from which to make a selection. She has successfully
employed these techniques in jurisdictions ranging from under 10,000 to 10 million. Moreover,
she employs a firmly -held personal philosophy that candidates must be treated with the same
respect and careful consideration as her client.
David J. Niemeyer, Executive Recruiter
David Niemeyer brings an extensive experience in government services to the CPS HR Consulting
Executive Recruitment team through his roles as Village Manager, City Manager, Village
Administrator, and City Administrator/Assistant to the Mayor, all in the state of Illinois. Human
resources and senior executive recruitment are areas that he excels in and thoroughly enjoys.
Mr. Niemeyer led recruitments for over 15 department head vacancies as well as numerous other
management positions. This included preparing recruitment profiles and brochures, screening
candidates and creating a list of top candidates for the elected officials, developing interview
questions, managing assessment centers, conducting background checks, and negotiating
employment offers. His most recent large recruitment was for the police chief of Tinley Park
which included a day long assessment center.
Additionally, he has worked in a variety of different communities in terms of wealth,
demographic, political stability, culture and differing goals. A candidate that is successful in one
community may not be successful in other, and so it is important that a recruiter understands
the importance of candidate fit in an organization. Mr. Niemeyer's experience in diverse
communities will help in screening candidates that are a good match for an organization.
CPS HR CONSULTING
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Proposal to City of Evanston
Executive Recruitment for City Manager
References
Provided below is a partial list of clients we have recently worked with in providing similar
executive recruitment services. We are confident that these public -sector clients will tout our
responsiveness and ability to successfully place candidates that were a good fit for their
organization's needs.
City of Marysville
526 C Street
Marysville, CA 95901
City Manager (2021)
City of Dickinson
4403 Highway 3
Dickinson, TX 77539
City Manager (2021)
City of Hercules
111 Civic Drive
Hercules, CA 94547
City Manager (2021)
City of Bozeman
121 N Rouse Ave.
Bozeman, MT 59715
City Manager (2020)
City of Reno
1 E. First Street
Reno, NV 89505
City Manager (2020)
CPS HR CONSULTING
Chris Branscum, Mayor
(530) 812-2260
cbranscum@marysville.ca.us
Kerilyn Bascle
(281) 337-6235
kbascle@ci.dickinson.tx.us
Steven Falk, Interim City Manager
(510) 799-8216
Sfalk@ci.hercules.ca.us
Dennis Taylor, Interim City Manager
(541) 729-5510
dmt4mt@aol.com
Mark Gregersen, HR Director
(775) 334-2285
gregersenm@reno.gov
Page 25 of 30
Proposal to City of Evanston
Executive Recruitment for City Manager
Professional Fees
Professional Services
Our professional fixed fee covers all CPS HR services and deliverables associated with Phases I,
II, and III of the recruitment process.
Travel expenses for candidates who are invited forward in the interview process are not included.
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.
*Professional fees would be billed and paid monthly.
One -Year Service Guarantee
If the employment of the candidate selected and appointed by the City as a result of a full
executive recruitment (Phases I, ll, and 111) 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 such as re -advertising, consultant travel, additional background checks, etc. This
guarantee does not apply to situations in which the successful candidate is promoted or re-
assigned within the organization during the one-year period. Additionally, should the initial
recruitment efforts not result in a successful appointment, CPS HR will extend the aggressive
recruiting efforts and screen qualified candidates until an offer is made and accepted. CPS HR
does not provide a guarantee for candidates placed as a result of a partial recruitment effort.
CPS HR � CONSULTING
We thank you for your consideration of our proposal. We are committed to
providing high quality and expert solutions and look forward to partnering with
the City of Evanston in this important endeavor.
CPS HIR CONSULTING
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Proposal to City of Evanston
Executive Recruitment for City Manager
Appendix A: Sample Brochure
CPS HR =CONSULTING
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BECOME PART OF A COMMUNITY
Established as a dynamite factory in the 1800s and incorporated in 1900, the City of Hercules sits on the
northeastern shore of San Pablo Bay, conveniently located along the 1-80 corridor and a half hour drive to
both San Francisco and Napa. The 26,500 residents represent a diverse mix of many ethnic groups. Primarily
a suburban, family -oriented community, the City has bold plans for a growing town center, a lively new
waterfront, and a new train and ferry terminal.
Hercules offers residents a high level of municipal services for a small entity. The City provides a full range of
recreational programs including youth/teen and adult activities, and year-round childcare. In the past the City
hosted several major community events which attracted visitors from the regional area as well as local citizens,
and the revival of these events is being considered.The City's Senior Center provides daily senior programs and
activities and sponsors special community events and trips.
Hercules maintains an abundance of open space areas and trails throughout the community, offering the
opportunity for spotting various types of wildlife and affording dazzling views of the bay. Hercules also has
two community and five neighborhood parks. Refugio Valley Park comprises 66 acres and aligns with a walking
trail to theCity's Community Swim Center. The five neighborhood parks contain about 32 acres. The City also
has approximately 950 acres of open space areas and trails distributed throughout the community. Together
the open space areas and city parks account for approximately 1 /3 of the total land area within the City. Future
plans include redeveloping the historic Hercules Point as a public waterfront park.
Hercules is served by two public school districts: John Swett Unified School District and West Contra Costa
Unified School District. Private elementary and secondary schools are also available in adjacent communities.
At the post -secondary level, both public schools and private schools in the East Bay provide a variety of high -
quality educational opportunities. The City Child Care Program provides before -and -after school day care and
pre-school programs.
Hercules is served by two major transportation routes (Interstate 80 and State Route 4). San Pablo Avenue,
which bisects the City, is part of the Historic Highway 40, the main artery into town prior to Interstate 80 being
built. With recent new growth and regionally implemented growth management plans, future improvements
to these transportation corridors are planned. While there are plans for future ferry and train service, Hercules
currently has a BARTowned Transit Center that offers a variety of transit options that help connect the City to
the rest of the Bay Area including WestCat direct bus service to and from the Del Norte BART Station, the LYNX
express bus service to and from San Francisco, and an active informal carpool/ride sharing option.
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OPPORTUNITIES
The FY2020-21 Budget outlined several key priorities for the City Manager including:
• Identify and pursue grant opportunities for the Hercules Regional Intermodal Transit Center, including
working with our regional partners, advancing the design ofthe next phases to ensure they are shovel ready,
and building support for the project among key constituencies.
• Ensure the successful build -out ofthe Waterfront Master Plan and the Bayfront, including guiding the
construction and entitlement components of each phase, forming the Waterfront Parking entity; developing
the required affordable housing implementation agreement; and working with the developer to ensure the
completion of a vibrant and successful transportation -oriented development.
• Expand the Citys Tax Base through new development, including the Safeway center (set to open in April
2021), the currently under construction Willow Avenue Auto Service and Self -Storage center, the Sycamore
Crossing development including a hotel and retail components, the Hilltown residential project, and
identifying and pursuing other opportunities such as the possible reuse ofthe Franklin Canyon Golf Course
site.
CPS HR �CONSULTING
Proposal to City of Evanston
Executive Recruitment for City Manager
Page119
THE IDEAL CANDIDATE
{ 'Wr
The City Council is seeking an ethical, dedicated public servant who has integrity and fortitude, with strong
finance skills, who embraces transparency and open government. The ideal candidate will:
Exhibit an engaging style and bean open, honest communicator willing to be available to the Council,
community, and city stakeholders.
Bring considerable small -medium size city experience in order to embrace innovative strategies to provide
an array of municipal services while dealing with the realities of municipal budget constraints.
Possess well-rounded city management skills and be comfortable in this small organization, hands-on role.
You can be dealing with economic development one moment and transportation funding the next.
» Be a good listener who knows when to listen, when to add perspective and when to tell the Council,'no:
• Hit the ground running and not be afraid to jump in even if that means making a mistake.
Develop, maintain, and understand the importance of strong relationships with city corporate partners.
Believe in the city manager's leadership team and their ability to make and own their decisions.
>> Possess the political aptitude to anticipate issues of concern.
Help the City maintain focus in order to accomplish meaningful change and not lose momentum despite
having various priorities.
EDUCATION AND EXPERIENCE
The ideal candidate will possess no less than five (5) years of increasingly responsible experience performing
complex budgetary, financial, policy, and organizational analysis duties. Experience working directly with an
elected councilor board is preferred. A Bachelor's degree in business, public administration, or a related field is
expected, with a Master's degree preferred.
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