Loading...
HomeMy WebLinkAbout015-R-22 Authorizing the Mayor to Execute an Agreement with Stanton Chase Executive Search to Conduct the City Manager Search for the City of Evanston2/14/2022 15-R-22 A RESOLUTION Authorizing the Mayor to Execute an Agreement with Stanton Chase Executive Search 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 Stanton Chase, a consulting and executive search firm based in Baltimore, Maryland. 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 Engagement Letter dated January 25, 2022. Attached hereto as Exhibit 1 is a copy of the letter and incorporated herein by reference. SECTION 3: This Resolution shall be in full force and effect from and after its passage and approval in the manner provided by law. ~1- Page 1 of Doc ID: 681ccc6460ea4bb365618faO1f081d5203fOd56c 15-R-22 Attest: Stephanie Mendoza, City Clerk Adopted: February 14 , 2021 hamd idz,�j Daniel Biss, Mayor Approved as to form: ✓I Mola,s 6. C Nicholas E Counsel {AIM u�►u►zc Lf s Cummings, Corporation Page 2 of 9 Doc ID: 681ccc6460ea4bb365618faO1fO81d5203fOd56c 15-R-22 EXHIBIT 1 CONSULTING SERVICES ENGAGEMENT LETTER ~3- Page 3 of 9 Doc ID: 681ccc6460ea4bb365618faO1f081d5203fOd56c STANTON CHASE January 25, 2022 Daniel Biss Mayor 2100 Ridge Avenue Evanston, IL 60201 Via Email Dear Daniel: Thank you for our recent conversation regarding the city of Evanston's executive search needs and your interest in Stanton Chase's capabilities and expertise recruiting executive talent for a Citv Manager. We understand this is a very important engagement and we are confident in our ability to make a strong contribution to Evanston in a timely manner. This letter will provide an overview of our understanding of the recruiting assignment as well as the basis under which we will proceed upon receiving your written authorization. It will be our responsibility to present candidates to you and to assist you in making the best hiring decision possible, regardless of the source of the final candidate. We understand and appreciate the sense of urgency on this assignment and will work diligently on your behalf. There are several key reasons why Stanton Chase is uniquely qualified to represent Evanston. • The principals who are partnering with you on this search, Jeff Perkins, Nancy Newman, and Eric Van Der Zanden, offer extensive search experience in the government and community sector. • As an independently owned, mid -size executive search firm, we have the strategic reach and technology resources of a larger multinational search firm with the local knowledge, market access, flexibility, nimbleness and personal commitment to client service of a smaller firm, without the much higher fees generally charged by larger firms. We also have far fewer client blockage or "hands -off' restrictions than most global firms, based on our desire to vertically integrate more value-added recruiting services to a smaller group of clients. • Better results with our more extensive industry experience and knowledge of your needs and culture (80% repeat business). • A close, long-term professional relationship due to our commitment and involvement. We function as your teammate and decision partner throughout the process. STANTON CHASE PROFILES Jeff Perkins is the Managing Director of Stanton Chase Washington, D.C. and leads the office's Non -Profit practice. Previously, he was Vice President of Human Resources at SpaceX. Throughout his career, Jeff has also held leadership positions in North America and Europe for major media organizations. He served as the Chief People Officer at NPR, as Senior Vice President of Human Resources at Fox Interactive Media, a division of News Corporation, and several positions of increasing responsibility at Time Warner. Prior to joining Time Warner, Jeff led staffing for AC Nielsen and later became Director of Human Resources for Nielsen International in Europe. Page 4 of 9 Doc ID: 681ccc6460ea4bb365618faO1f081d5203fOd56c STANTON CHASE He also leads the global Diversity committee for Stanton Chase, in conjunction with AESC and McKinsey, and supports client initiatives around diversity and inclusion and hiring Chief Diversity Officers. He frequently places top-level diversity talent at Non -Profit organizations like PBS, NYPR, and PCORI as well as on Boards for companies around the world. In addition, his DE&I work involves partnering with diversity consulting firms like the Medici Group to drive both diversity hiring and embracing cultural change within the organization. Jeff holds a bachelor of arts in political science from Wabash College, a master of science in organization development from American University, and an MBA from Georgetown University. He serves on the Board of Trustees for Wabash College and Education Week. As a trusted C-suite adviser, Nancy leads Stanton Chase's media and c-suite consulting practice in identifying and supporting talent that can drive the innovation and sustainable change needed in today's complex professional environment. Having previously led organizational, cultural, and people transformation efforts, Nancy serves as a trusted counsel in championing a high-performance culture based on diversity, empathy, and accountability to consistently achieve business results. Prior to joining Stanton Chase, Nancy served as SVP and Human Resources Business Partner to the Global Entertainment Group at Viacom CBS. During her 20+ year tenure at Viacom, she navigated diverse teams through extended periods of dynamic change including industry challenges, multi -platform business diversification, M&A integration, leadership transitions, and restructurings. A member of the Global Executive Diversity & Inclusion Advisory Board for over 10 years, she was also part of a leadership team that committed to social impact through initiatives like Rock the Vote and Save the Music Foundation. Nancy has an M.A. in organizational psychology from Columbia University and a B.A. in psychology from Trinity University. She is also on the board of directors at GreenSlate and MyKlovr. She is the Founder & Executive Champion of Parenthood. A passionate advocate for working parents and families, Nancy has been honored as Working Mother of the Year by Working Mother Media. Eric Van Der Zanden is a Director at Stanton Chase and has experience from the city streets to the boardroom, with an emphasis on nonprofit and government organizations. Prior to joining Stanton Chase, Eric lived in the Netherlands, where he was born and raised in The Hague, the City of Peace and Justice. As a former Captain at the Dutch Police, Eric is praised for his modern approach on leadership, innovation, and out -of -the -box solutions for complex issues. He inspired and trained many leaders in servant leadership, embracing and optimizing diversity, equity, and inclusion in national and international organizations. Eric was Page 5 of 9 Doc ID: 681ccc6460ea4bb365618fa01f081d5203fOd56c STANTON CHASE an active member of the police's LGBTQ network and ambassador for the "Police for Everyone" movement, improving trust and equal opportunities for everyone. Eric has wide experience in leading complex and high -profile organizations as well as startups and community -based grassroots initiatives. With a specialization in community relations, he developed a strong sense of moral justice and knows how to engage organizations with their communities, members, and citizens. Eric holds a bachelor's degree in science in policing. As a certified Agile coach and lean practitioner, he has led many teams to optimize their strategy, processes, workflow, and planning. SEARCH STRATEGY AND METHODOLOGY We define each search project as a unique engagement and tailor our efforts accordingly, even though we follow a systematic approach in executing each assignment. Stanton Chase will provide benchmarking, vetting,and executive search support for the City Manager assignment. Below are our initial thoughts on how we will work with the city of Evanston on this search. Refine our Knowledge of the City of Evanston Prior to undertaking a search for a new client, it is imperative that we are fully informed before any approach is made to potential candidates, as we want to prepare ourselves to answer any questions about Evanston and the role. In particular, we find it valuable to speak with relevant parties, including past leaders, in order to understand the organizational structure, what success looks like, and specific first -year deliverables for the position. This provides us the ability to understand the goals specific for the role, but also provide perspective on location, vision, and cultural alignment of the candidates. Access to organizational charts and strategic plans related to the role will be useful. Develop a Recruitment Profile (formal Job Description) Upon initiation, we will review and refine the Recruitment Profile previously developed (which is the formal job description) for your review and approval. The Recruitment Profile will serve as a working guide to execute the search and will be our go -to -market piece for candidates, sources and prospects. It will help us narrow the focus to those candidates who meet or exceed all of the criteria and expectations. In addition, this becomes the document (along with any other relevant materials you wish to provide) that we selectively distribute to potential candidate and referral sources. Targeted Research We will develop a search strategy (in tandem with you and subject to your approval) which starts by identifying companies and organizations, as well as specific people, that will yield high potential, diverse candidates. Additionally, our team will leverage our networks and friends of the firm to add to our knowledge and open doors for us in engaging targeted candidates in adjacent industries. We will discuss when and where we will post the recruitment profile Identify Qualified Candidates All prospective candidates will be evaluated and pre -qualified through extensive telephone and video interviews to ensure they have appropriate backgrounds, experience, and interest in employment with the City of Evanston. Presentation of Prospective Candidates No later than three weeks after initiation, we will meet with your leadership team to discuss a short-list of potential candidates with whom we have had initial conversations regarding the role. We will prepare summary details on all individuals whom we present. This will allow for us to resolve any pending questions about candidates' backgrounds or informal reference checks that need to be completed prior to bringing a slate to the hiringcommittee. Page 6 of 9 Doc ID: 681ccc6460ea4bb365618faO1fO81d5203fOd56c STANTON CHASE This presentation will include personal information, work experience, portfolio review, and a commentary by the consultant who personally interviewed the candidate. Degrees and certificates will be verified (where legally possible) and reference reports will be submitted prior to a hiring decision. We will facilitate all final interview arrangements according to your directions. Once you have chosen the preferred candidate to whom you wish to extend an offer, then we will conduct formal references. Timing The following graphic provides an outline with estimated timing to complete this search. As a best practice, our hope is for you to benchmark some candidates with us within three weeks of initiation, and we recommend establishing weekly or bi-weekly conference calls to discuss the progress of the search. This rhythm enables us to relay the market perceptions to you, to receive timely feedback from you on our activities, and for you to update us on relevant changes that may occur. We are committed to approach this engagement with vigor to ensure thatwe deliver the highest quality candidates in the shortest possible time. We will enjoy working closely with you to achieve the successful hire &— Evaluation Process 0 LQ1Identification Techn call rSelection and Placement Process Abi lity Profile —1 Market approach of Leadership ' r definition 'A research cand dates Ability Presentation selection i 4 Target List Cultural Fit A (list of all potential companies and Monitoring * On -Boarding candidates off limits) (during trial period) i Short List (3.5 candidates per position) Week 1— 3 Week 4-9 Usually month 2— 3 PROFESSIONAL FEE RETAINER Professional fees for our services are based upon our time and expertise and are typically calculated at one-third (33 1/3%) of the first year's estimated total cash compensation. As a part of our local support program and our desire to build a relationship with you, we are willing to negotiate our fee to a flat rate of $70,000. This search would be invoiced as follows: Initial retainer: $35,000 billed at onset of work Second installment: $35,000 billed 60 days from onset of work or at candidate acceptance of the position, whichever comes first. The fee described above is not dependent on completion of the search on the proposed timeframe and shall be the total fee for the services described regardless of the length of the search and placement. Invoices will be directed to your attention unless instructed otherwise and are due upon receipt. An invoice that falls thirty (30) days delinquent may result in our suspension of work. Page 7 of 9 Doc ID: 681ccc6460ea4bb365618fa01fO81d5203fOd56c STANTON CHASE Stanton Chase will work on this assignment until the search is completed to your satisfaction or the client cancels the project. You may discontinue the assignment at any time with the understanding that we are compensated realistically for the work performed to the date of cancellation. If you elect to hire more than one candidate from this search within six months from the date we present the candidates to you, we propose a rate of 25% of the selected finalist's first year's salary, for each additional candidate hired. EXPENSES During the course of the project, an invoice will be submitted for reimbursement of these expenses. Indirect expenses are attributable to our client projects as incremental costs, but they are costs that are either difficult or impossible to attribute to each individual project. Examples of these expenses include internal and external research costs, internal data/networking communications, postage and report production. Indirect expenses are usually estimated at 10% of the consulting fee and will be waived for this assignment. OFF-LIMITS In view of the global expansion of many of our clients and our firm, and the multi -faceted relationships that result, it is appropriate to restate our long-standing policy not to recruit executive level employees from a "client" for a specified period of time. We will not recruit the placed executive as long as she/he is employed by the City of Evanston. Exceptions to this policy include instances where this agreement is canceled, a client ceases to exist, does not pay our fees and/or expenses, authorizes an exception, violates this agreement, or has a significant change in ownership with our relationship ending; and client executives who, with the client's knowledge, are seeking other employment opportunities, or who, prior to the date this letter is processed by us, were being recruited. GUARANTEE Stanton Chase will guarantee a successful placement on an assignment and will warranty the performance of the final candidate for an industry leading period of one year. This guarantee holds if the candidate quits or is terminated for reasons of performance or qualifications that reflect directly on the search process performed by Stanton Chase, and not for lack of work, unwillingness of successful placement to perform unethical actions, or change of control of the firm or other activities that invoke a change of control clause in the candidate's employment agreement. In the event of an event triggering the Guarantee, Stanton Chase shall implement a new search and perform the services described herein without the charge of an additional Fee to the City of Evanston. We cannot guarantee candidates against death, disability, change of control or company relocation, or a significant change in the responsibilities of the position. We request notification in writing within 30 days after said candidate's departure. This is the limit of Stanton Chase's liability in connection with the placement of any candidate. Except as provided herein, Stanton Chase is not liable for the actions or conduct, or the consequences thereof, of any successful candidate hired by you. SATISFACTION In every search project, it is imperative that the city of Evanston needs are met and we fulfill your expectations. Our company's culture is based on 360 ° feedback between every Stanton Chase project team member and our clients with whom we work. It is also characterized by our ability to monitor and assess all constructive feedback and build uponour strengths. To obtain feedback at the end of each project, we will conduct a confidential "Evanston Satisfaction Survey" which will be sent directly to the organization at the conclusion of the search. We encourage the city of Evanston to take the time to complete this survey to ensure that Stanton Chase continues to improve and enhance the quality of our Services to our clients. The City of Evanston agrees that Stanton Chase can refer to our client relationship without divulging client confidential information in press releases, client lists and/or marketing materials. During the term of this assignment and thereafter, Stanton Chase shall not use, publish or disclose to any third party any Confidential Information. Page 8 of 9 Doc ID: 681ccc6460ea4bb365618faO1f081d5203fOd56c STANTON CHASE "Confidential Information" includes, but is not limited to, market -related information, customer names, organizational charts, software specifications, techniques, plans, methods, internal records, salaries, and research and development information. We look forward to working with you on this mission -critical assignment. Warmest regards, ;it �Rbu Jeff Perkins ACKNOWLEDGMENT Kindly acknowledge your acceptance of the terms of this letter set forth above by signing and returning one copy for our files. By: aAzd, K.! tai Date: 02/20/22 Name City of Evanston Organization Page 9 of 9 Doc ID: 681ccc6460ea4bb365618faO1f081d5203fOd56c