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HomeMy WebLinkAboutSTRATEGIC GOVERNMENT RESOURCES INC - CONTRACT - AGREEMENT MISC - STRATEGIC GOVERNMENT RESOURCES INCOfficial Purchasing Document Last updated 8/23/2021 Executive Recruiting Services – City Manager Page 1 of 37 SERVICES AGREEMENT Executive Recruiting Services – City Manager THIS AGREEMENT made and entered into the day and year set forth below by and between THE CITY OF FORT COLLINS, COLORADO, a Municipal Corporation, hereinafter referred to as the "City" and STRATEGIC GOVERNMENT RESOURCES, INC., hereinafter referred to as "SGR". WITNESSETH: In consideration of the mutual covenants and obligations herein expressed, it is agreed by and between the parties hereto as follows: 1.Scope of Services. SGR agrees to provide executive recruiting services in accordance with the scope of services attached hereto as Exhibit A, consisting of two (2) pages and incorporated herein by this reference and the proposal dated August 27, 2021 attached hereto as Exhibit B, consisting of 22 pages and incorporated herein by this reference. In the event of a conflict in terms the Agreement shall take precedence. 2. The Project Schedule. The services to be performed pursuant to this Agreement shall be performed in accordance with the Project Schedule attached hereto as Exhibit C, consisting of one (1) page, and incorporated herein by this reference. The Project Schedule is subject to change by mutual written agreement of the parties. 3.Contract Period. This Agreement shall commence September 15, 2021, and shall continue in full force and effect until March 31, 2022, unless sooner terminated as herein provided. 4.Delay. If either party is prevented in whole or in part from performing its obligations by unforeseeable causes beyond its reasonable control and without its fault or negligence, then the party so prevented shall be excused from whatever performance is prevented by such cause. To the extent that the performance is actually prevented, SGR must provide written notice to the City of such condition within ten (10) days from the onset of such condition. 5.Early Termination by City/Notice. Notwithstanding the time periods contained herein, the City may terminate this Agreement at any time without cause by providing written notice of termination to SGR. Such notice shall be delivered at least seven (7) days prior to the termination date contained in said notice unless otherwise agreed in writing by the parties. All notices provided under this Agreement shall be effective immediately when emailed or three business days from the date of the notice when mailed to the following addresses: DocuSign Envelope ID: D52E2231-F08D-45EA-AF35-0893044E398E Official Purchasing Document Last updated 8/23/2021 Executive Recruiting Services – City Manager Page 2 of 37 SGR: City: Copy to: Strategic Gov. Resources, Inc. Attn: Melissa Valentine PO Box 1642 Keller, TX 76244 MelissaValentine@ Government Resource.com City of Fort Collins Attn: Teresa Roche PO Box 580 Fort Collins, CO 80522 troche@fcgov.com City of Fort Collins Attn: Purchasing Dept. PO Box 580 Fort Collins, CO 80522 purchasing@fcgov.com In the event of early termination by the City, SGR shall be paid for services rendered to the date of termination, subject only to the satisfactory performance of SGR’s obligations under this Agreement. SGR shall submit a final invoice within ten (10) days of the effective date of termination. Undisputed invoices shall be paid Net 30 days of the date of the invoice. Such payment shall be SGR's sole right and remedy for such termination. 6. Compensation. The City shall pay SGR for the performance of this contract, subject to additions and deletions provided herein, a Not-to-Exceed (“NTE”) price for the core services (“Core Services”) of Twenty-Four Thousand and Nine Hundred dollars ($24,900) which includes $18,500 for professional services plus an NTE of $16,275 for reimbursement of travel expenses and certain approved supplemental services (“Approved Supplemental Services”) as detailed in the attached Exhibit D, consisting of two pages (2) pages, and incorporated herein by this reference. Payment for the Core Services shall be in accordance with the following milestone payments: - 1/3 of the professional services or $6,167 invoiced upon completion of the position profile brochure; - 1/3 of the professional services or $6,167 invoiced upon selection of the semifinalists; - 1/3 of the professional services or $6,167 invoiced upon successful completion of the recruitment. In addition, SGR shall invoice for any expenses and/or Approved Supplemental Services with the applicable milestone payment up to the NTE. SGR shall invoice for travel and Supplemental Services in conjunction with the milestone payments as appropriate. Invoices shall be emailed to invoices@fcgov.com with a copy to Teresa Roche at troche@fcgov.com. The cost of the work completed shall be paid to SGR following the submittal of a correct itemized invoice by SGR. The City is exempt from sales and use tax. The City’s Certificate of Exemption license number is 09804502. A copy of the license is available upon written request. The City pays invoices on Net 30 days from the date of the invoice. DocuSign Envelope ID: D52E2231-F08D-45EA-AF35-0893044E398E Official Purchasing Document Last updated 8/23/2021 Executive Recruiting Services – City Manager Page 3 of 37 7. Appropriation. To the extent this Agreement or any provision in it constitutes a multiple fiscal year debt or financial obligation of the City, it shall be subject to annual appropriation by City Council as required in Article V, Section 8(b) of the City Charter, City Code Section 8-186, and Article X, Section 20 of the Colorado Constitution. The City shall have no obligation to continue this Agreement in any fiscal year for which no such supporting appropriation has been made. 8. City Representative. The City will designate, prior to commencement of the work, its representative who shall make, within the scope of his or her authority, all necessary and proper decisions with reference to the services provided under this agreement. All requests concerning this agreement shall be directed to the City Representative. 9. Independent Contractor. The services to be performed by SGR are those of an independent contractor and not of an employee of the City of Fort Collins. The City shall not be responsible for withholding any portion of SGR's compensation hereunder for the payment of FICA, Workmen's Compensation or other taxes or benefits or for any other purpose. 10. Subcontractors. SGR may not subcontract any of the Work set forth in the Exhibit A, Statement of Work without the prior written consent of the City, which shall not be unreasonably withheld. If any of the Work is subcontracted hereunder (with the consent of the City), then the following provisions shall apply: (a) the subcontractor must be a reputable, qualified firm with an established record of successful performance in its respective trade performing identical or substantially similar work, (b) the subcontractor will be required to comply with all applicable terms of this Agreement, (c) the subcontract will not create any contractual relationship between any such subcontractor and the City, nor will it obligate the City to pay or see to the payment of any subcontractor, and (d) the work of the subcontractor will be subject to inspection by the City to the same extent as the work of SGR. Irrespective of any subcontractors named in Exhibit A, SGR shall be solely responsible for performance of all duties hereunder. 11. Personal Services. It is understood that the City enters into the Agreement based on the special abilities of SGR and that this Agreement shall be considered as an agreement for personal services. Accordingly, SGR shall neither assign any responsibilities nor delegate any duties arising under the Agreement without the prior written consent of the City. 12. Acceptance Not Waiver. The City's approval or acceptance of, or payment for any of the services shall not be construed to operate as a waiver of any rights or benefits provided to the City under this Agreement or cause of action arising out of performance of this Agreement. 13. Warranty and Service Guarantee. a. SGR warrants that all work performed hereunder shall be performed with the highest degree of competence and care in accordance with accepted standards for work of a similar nature. DocuSign Envelope ID: D52E2231-F08D-45EA-AF35-0893044E398E Official Purchasing Document Last updated 8/23/2021 Executive Recruiting Services – City Manager Page 4 of 37 b. SGR guarantees and warrants that it will satisfactorily complete the recruitment process, or it will repeat the entire process one additional time and charge only for expenses for repeating the entire recruitment process. Additionally, if the City hires a candidate (that SGR has fully vetted) who resigns or is released within 18 months of their hire date, SGR will repeat the process one additional time and charge only for expenses for repeating the entire recruiting process. If the organization circumvents SGR’s recruitment process and selects a candidate who did not participate in the full recruitment process, the service guarantee is null and void. SGR also guarantees and warrants that it will not directly solicit a candidate it brings to the City in the course of a different recruitment process. Expenses in the event of a repeat search shall include: • Position Profile Brochure Edits, Custom Graphics, and SGR Marketing - $750 • Ad placements, as approved by the City, will be billed back at actual cost with no markup for overhead. • There may be additional charges for changes made to the Position Profile Brochure after the brochure has been approved by the City and the position has been posted online. • Online interviews - $225 per candidate. • Comprehensive media reports - $500 per candidate. • Background investigation reports - $400 per candidate. • Reference checks - $225 per candidate. • DiSC Management Profile - $175 per candidate • Should the organization request printing of semifinalist or finalist briefing materials, the reproduction and shipping of briefing materials will be outsourced and be billed back at actual cost. • Recruiter travel. Meals are billed back at a per diem rate of $10 for breakfast, $15 for lunch, and $25 for dinner. Mileage will be reimbursed at the current IRS rate. All other travel-related expenses are billed back at actual cost, with no markup for overhead. • Candidates are reimbursed directly by the City for travel expenses. • Stakeholder Survey - $1,000 • Site Visits to Communities of Finalist Candidates will be charged at a day rate of $1,000 per day, plus travel expenses. Meals are billed back at a per diem rate of $10 for breakfast, $15 for lunch, and $25 for dinner. Mileage will be reimbursed at the current IRS rate. All other travel-related expenses are billed back at actual cost, with no markup for overhead. • If the City desires any supplemental services not mentioned in this section, an estimate of the cost and hours to be committed will be provided at that time, and no work shall be done without approval. Supplemental services will be billed out at $250 per hour. 14. Default. Each and every term and condition hereof shall be deemed to be a material element of this Agreement. In the event either party should fail or refuse to perform according to the terms of this agreement, such party may be declared in default thereof. 15. Remedies. In the event a party has been declared in default, such defaulting party shall be allowed a period of ten (10) days within which to cure said default. In the event the default remains uncorrected, the party declaring default may elect to (a) terminate the Agreement and seek damages; (b) treat the Agreement as continuing and require specific performance; or (c) avail himself of any other remedy at law or equity. If the non-defaulting party commences legal DocuSign Envelope ID: D52E2231-F08D-45EA-AF35-0893044E398E Official Purchasing Document Last updated 8/23/2021 Executive Recruiting Services – City Manager Page 5 of 37 or equitable actions against the defaulting party, the defaulting party shall be liable to the non- defaulting party for the non-defaulting party's reasonable attorney fees and costs incurred because of the default. 16. Entire Agreement; Binding Effect; Order of Precedence; Authority to Execute. This Agreement, along with all Exhibits and other documents incorporated herein, shall constitute the entire Agreement of the parties regarding this transaction and shall be binding upon said parties, their officers, employees, agents and assigns and shall inure to the benefit of the respective survivors, heirs, personal representatives, successors and assigns of said parties. Covenants or representations not contained in this Agreement shall not be binding on the parties. In the event of a conflict between terms of the Agreement and any exhibit or attachment, the terms of the Agreement shall prevail. Each person executing this Agreement affirms that they have the necessary authority to sign on behalf of their respective party and to bind such party to the terms of this Agreement. 17. Indemnity/Insurance. a. SGR agrees to indemnify and save harmless the City, its officers, agents and employees against and from any and all actions, suits, claims, demands or liability of any character whatsoever brought or asserted for injuries to or death of any person or persons, or damages to property arising out of, result from or occurring in connection with the performance of any service hereunder. b. SGR shall take all necessary precautions in performing the work hereunder to prevent injury to persons and property. c. Without limiting any of SGR's obligations hereunder, SGR shall provide and maintain insurance coverage naming the City as an additional insured under this Agreement of the type and with the limits specified within Exhibit E, consisting of one (1) page, attached hereto, and incorporated herein by this reference. SGR before commencing services hereunder, shall deliver to the City's Purchasing Director, purchasing@fcgov.com or P. O. Box 580, Fort Collins, Colorado 80522, one copy of a certificate evidencing the insurance coverage required from an insurance company acceptable to the City. 18. Law/Severability. The laws of the State of Colorado shall govern the construction, interpretation, execution, and enforcement of this Agreement. The Parties further agree that Larimer County District Court is the proper venue for all disputes. If the City subsequently agrees in writing that the matter may be heard in federal court, venue will be in Denver District Court. In the event any provision of this Agreement shall be held invalid or unenforceable by any court of competent jurisdiction, such holding shall not invalidate or render unenforceable any other provision of this Agreement. 19. Prohibition Against Unlawful Discrimination. The City, in accordance with the provisions of Title VI of the Civil Rights Act of 1964 (78 Stat. 252, 42 US.C. §§ 2000d to 2000d-4) and the Regulations, hereby notifies all bidders that it will affirmatively ensure that any contract entered into pursuant to this advertisement, disadvantaged business enterprises will be afforded full and fair opportunity to submit bids in response to this invitation and will not be DocuSign Envelope ID: D52E2231-F08D-45EA-AF35-0893044E398E Official Purchasing Document Last updated 8/23/2021 Executive Recruiting Services – City Manager Page 6 of 37 discriminated against on the grounds of race, color, or national origin in consideration for an award. The City strictly prohibits unlawful discrimination based on an individual’s gender (regardless of gender identity or gender expression), race, color, religion, creed, national origin, ancestry, age 40 years or older, marital status, disability, sexual orientation, genetic information, or other characteristics protected by law. For the purpose of this policy “sexual orientation” means a person’s actual or perceived orientation toward heterosexuality, homosexuality, and bisexuality. The City also strictly prohibits unlawful harassment in the workplace, including sexual harassment. Further, the City strictly prohibits unlawful retaliation against a person who engages in protected activity. Protected activity includes an employee complaining that he or she has been discriminated against in violation of the above policy or participating in an employment discrimination proceeding. The City requires its vendors to comply with the City’s policy for equal employment opportunity and to prohibit unlawful discrimination, harassment and retaliation. This requirement applies to all third-party vendors and their subcontractors at every tier. 20. Governmental Immunity Act. No term or condition of this Agreement shall be construed or interpreted as a waiver, express or implied, of any of the notices, requirements, immunities, rights, benefits, protections, limitations of liability, and other provisions of the Colorado Governmental Immunity Act, C.R.S. § 24-10-101 et seq. and under any other applicable law. 21. Public Contracts for Services. Where applicable, SGR verifies, warrants, and agrees that it is aware of, and shall comply with, C.R.S. Sec. 8-17.5-101 and -102 in its employment, contracting and subcontracting practices with respect to performing work under this Agreement. In the event SGR fails to comply with any requirements of C.R.S. Sec. 8-17.5- 101 and -102, the City may terminate this Agreement for breach and, if so terminated, SGR shall be liable for actual and consequential damages. 22. Colorado Open Records Act. The City is subject to Sec. 24-72-201 et seq. of the Colorado Revised Statute (CORA). This Agreement is subject to public disclosure to the extent required by CORA. 23. Confidentiality. This Agreement is subject to the terms of Exhibit F – Confidentiality, consisting of one (1) page, attached hereto, and incorporated herein by reference. Further, the City acknowledges that the nature of executive recruitment is such that SGR engages in discussions with prospects throughout the process who may or may not ultimately become a candidate, and that SGR is utilizing its proprietary network of relationships to identify and engage prospective candidates, and that premature release of such proprietary information, including names of prospective candidates who SGR may be having conversations with as part of the recruitment process, may be damaging to the prospects and SGR. Accordingly, the City acknowledges and, to the extent provided by law to include CORA, agrees that all information related to this search is proprietary, and remains the property of and under the exclusive control of SGR, regardless of whether such information has been shared with the City or not, including all decisions regarding release of information, until such time that one (1) or more finalists is named. At the time finalists are determined, all information related to the finalists shall become the property of the City and all decisions regarding public disclosure DocuSign Envelope ID: D52E2231-F08D-45EA-AF35-0893044E398E Official Purchasing Document Last updated 8/23/2021 Executive Recruiting Services – City Manager Page 7 of 37 shall be determined by the City, except that psychometric assessments, questionnaires, and any information produced by SGR is proprietary and shall not become the property of the City or subject to disclosure. 24. Special Provisions. Upon termination or expiration of the Agreement, the following provisions shall survive paragraphs; 13 Warranty and Service Guarantee; 17 Indemnity and Insurance; and 23 Confidentiality. THE CITY OF FORT COLLINS, COLORADO By: Gerry Paul Purchasing Director Date: ATTEST: APPROVED AS TO FORM: STRATEGIC GOVERNMENT RESOURECES By: Jeri J. Peters President of Executive Recruitment Date: DocuSign Envelope ID: D52E2231-F08D-45EA-AF35-0893044E398E 9/22/2021 Assistant City Attorney l 9/23/2021 Interim City Clerk Official Purchasing Document Last updated 8/23/2021 Executive Recruiting Services – City Manager Page 8 of 37 EXHIBIT A SCOPE OF SERVICES Scope of Services: SGR shall provide all services for recruitment for the position of City Manager as described in the formal proposal dated August 27, 2021 attached hereto as Exhibit B and described in abbreviated form as follows: •Development recruitment plan and timeline •Production of a professional position profile brochure •Advertising and marketing •Communication with prospects and applicants •Initial screening and review of applications •Briefing with search committee to facilitate selection of semifinalists •Written questionnaires, customized to the position, for up to twelve (12) semifinalists •Recorded online interviews for up to twelve (12) semifinalists •Stage 1 Media Searches on up to twelve (12) semifinalists •Electronic delivery of semifinalist briefing books and online interviews •Briefing with the search committee to facilitate selection of finalist candidates •Assistance with development of advanced exercise for finalist candidates, if desired •Comprehensive Stage 2 Media Reports for up to five (5) finalist candidates •Comprehensive background investigation reports on up to five (5) finalist candidates •Comprehensive Reference Checks for up to five (5) finalist candidates •Electronic delivery of finalist briefing books •Assistance with interview questions and interview schedule •Assistance with stakeholder engagement, if desired •Assistance with negotiating terms and conditions of employment, if desired •Up to Two (2) in-person visits by the Recruiter to the City (as described on page 16 of the proposal) •Periodic updates regarding the progress of the search, as frequently as desired •All travel will be dependent on COVID restrictions in place at the time and take into consideration the health and safety of team members of both Parties. The City agrees: •To provide photos/graphics and information necessary to develop position profile brochure •To respond to drafts of documents and reports in a timely manner; failure to do so may extend timelines and can negatively impact the outcome of the process •To refer all prospective applicants to SGR and shall not accept applications independently during the recruitment process •To provide reproduction of hard copy brochure, if desired •To provide any direct mailings desired by the City •Consult with SGR regarding public information requests, including requests made under the Colorado Open Records Act. DocuSign Envelope ID: D52E2231-F08D-45EA-AF35-0893044E398E Official Purchasing Document Last updated 8/23/2021 Executive Recruiting Services – City Manager Page 9 of 37 •To reimburse finalists for travel-related expenses to interview •That City is ultimately responsible for candidate selections and that the City will not discriminate against any candidate on the basis of age, race, creed, color, religion, sex, sexual orientation, national origin, disability, marital status, or any other basis that is prohibited by federal, state, or local law. •To comply with the Fair Credit Reporting Act (FCRA) with regard to any pre- or post- adverse action notices and requirements if the City decides not to hire a candidate as a result of their credit history report DocuSign Envelope ID: D52E2231-F08D-45EA-AF35-0893044E398E Official Purchasing Document Last updated 8/23/2021 Executive Recruiting Services – City Manager Page 10 of 37 EXHIBIT B SGR PROPOSAL PROPOSAL FOR EXECUTIVE RECRUITMENT SERVICES CITY MANAGER CITY OF FORT COLLINS, COLORADO August 2021 (This proposal is valid for 90 days) Strategic Government Resources P.O. Box 1642, Keller, Texas 76244 Office: 817-337-8581 JJ Peters, President of Executive Recruitment JJPeters@GovernmentResource.com DocuSign Envelope ID: D52E2231-F08D-45EA-AF35-0893044E398E Official Purchasing Document Last updated 8/23/2021 Executive Recruiting Services – City Manager Page 11 of 37 August 27, 2021 Hon. Mayor Jeni Arndt and City Council City of Fort Collins, Colorado Dear Mayor Arndt and City Councilmembers: Thank you for the opportunity to submit this proposal to assist the City of Fort Collins in your recruitment for a new City Manager. SGR has the unique ability to provide a personalized and comprehensive recruitment to meet your needs. I would like to draw your attention to a few key items that distinguish SGR from other recruitment firms and allow us to reach the most extensive and diverse pool of applicants: •SGR is a recognized thought leader in local government management and is actively engaged in local government operations, issues, and best management practices. •SGR’s Servant Leadership e-newsletter, where all recruitments conducted by SGR are announced, reaches nearly 50,000 subscribers in all 50 states. •SGR will send targeted emails to our opt-in Job Alert subscriber database of over 6,300 city management professionals. SGR also provides a comprehensive social media and marketing campaign. •The recruitment team for this search would include Senior Vice President Mark McDaniel, CEO Ron Holifield, and Senior Vice President Doug Thomas. −Mark would be the primary contact for the City and for candidates. Mark has more than 35 years of experience in city management and previously served as assistant city manager for Dallas where he created and provided direct leadership for the Dallas Center for Performance Excellence. −Ron and Doug would partner with Mark on this recruitment and assist in sourcing candidates and increasing the visibility of the position. Ron is a former city manager and speaks at over 50 state and national conferences and workshops each year and remains high profile in the city management profession. Doug is also a former city manager and is familiar with Fort Collins’ previous City Manager Darin Atteberry, as they were both city managers in leading communities that adopted and were recognized for implementation of Priority Based Budgeting (PBB). Doug maintains a strong national network of city managers and also has an understanding of high-performing organizations like Fort Collins. DocuSign Envelope ID: D52E2231-F08D-45EA-AF35-0893044E398E Official Purchasing Document Last updated 8/23/2021 Executive Recruiting Services – City Manager Page 12 of 37 We recognize that the COVID-19 pandemic has created unique operating challenges for local governments in a myriad of ways, including recruitment efforts. SGR has invested in a variety of technologies that will allow a safe social distancing recruitment process, and we will continue to provide alternatives to in-person meetings, to the extent the City desires, during this uncertain time. We are excited about the prospect of conducting this recruitment for the City of Fort Collins, and we are available to visit with you at your convenience. Respectfully submitted, Jennifer Fadden, Chief Operating Officer JenniferFadden@GovernmentResource.com DocuSign Envelope ID: D52E2231-F08D-45EA-AF35-0893044E398E Official Purchasing Document Last updated 8/23/2021 Executive Recruiting Services – City Manager Page 13 of 37 TABLE OF CONTENTS 1 Company Profile 2 Unique Qualifications 3 Project Personnel 4 Recruitment Methodology −Organizational and Community Inquiry and Analysis −Advertising and Marketing, Communication with Applicants and Prospects −Initial Screening and Review −Selection of Semifinalists −Evaluation of Semifinalists −Selection of Finalists −Evaluation of Finalists −Interview Process −Negotiations and Hiring Process −Onboarding and Success During the First Year 5 Projected Schedule 6 Costs & Service Guarantee 7 References – Selection of City Manager Recruitments in Past Two Years 8 Additional Information −Local Government Manager/CEO Recruitments, 2018 to Date −Executive Recruitment Clients −Sample Position Profile Brochures DocuSign Envelope ID: D52E2231-F08D-45EA-AF35-0893044E398E Official Purchasing Document Last updated 8/23/2021 Executive Recruiting Services – City Manager Page 14 of 37 Company Profile Background Strategic Government Resources, Inc. (SGR) exists to help local governments become more successful by Recruiting, Assessing, and Developing Innovative, Collaborative, and Authentic Leaders. SGR was incorporated in 2002 with the mission to facilitate innovative leadership in local government. SGR is fully owned by former City Manager Ron Holifield, who spent two high-profile decades in city management and served as a City Manager in several cities. SGR’s business model is truly unique. Although we are a private company, SGR operates like a local government association. Most of SGR’s principals are former local government officials, allowing SGR to bring a perspective and depth of local government expertise to every project that no other firm can match. SGR’s Core Values are Customer Service, Integrity, Philanthropy, Continuous Improvement, Agility, Collaboration, Protecting Relationships, and the Golden Rule. SGR is a full-service firm, specializing in executive recruitment, interim placements, online training, onsite training, leadership development, psychometric assessments, strategic visioning retreats, one- on-one employee coaching, and other consulting services designed to promote innovation, team building, collaboration, and continuous improvement in local governments. SGR has approximately 700 local government clients in 47 states for all of our business lines combined. SGR has been, and continues to be, a leader in spurring innovation in local government. SGR has 24 full-time employees, 2 part-time employees, 17 recruiters, and a number of consultants who function as subject matter experts on a variety of projects. SGR’s corporate headquarters is in the Dallas/Fort Worth Metroplex. SGR also has virtual offices in California, Florida, Minnesota, New York, North Carolina, Ohio, Oklahoma, Oregon, and Pennsylvania. SGR Executive Leadership – Recruitment •Ron Holifield, Chief Executive Officer •Jennifer Fadden, Chief Operating Officer •JJ Peters, President of Executive Recruitment View all SGR team members and bios at: governmentresource.com/about-us/meet-the-team DocuSign Envelope ID: D52E2231-F08D-45EA-AF35-0893044E398E Official Purchasing Document Last updated 8/23/2021 Executive Recruiting Services – City Manager Page 15 of 37 SGR’s Unique Qualifications Extensive Network of Prospects SGR is intent on being a leader in executive recruitment, and we believe it is imperative to be proactive in our mission to build a workforce that represents the communities we serve. SGR reaches an extensive and diverse pool of prospects by utilizing our unequaled network of prospects. •SGR’s Servant Leadership e-newsletter, where your position will be announced, reaches nearly 50,000 subscribers in all 50 states. •We will send targeted emails to over 6,300 opt-in subscribers to SGR’s City Manager Job Alerts. •Your position will be posted on SGR’s Website, GovernmentResource.com, which has more than 36,000 visitors per month. •Your position will be posted on SGR’s Job Board, SGRjobs.com, which averages more than 16,000 unique visitors per month and has over 1,600 jobs listed at any given time. •SGR provides a comprehensive social media marketing campaign that includes custom- made graphics and distribution on Facebook, Twitter, Instagram, and LinkedIn. •SGR frequently partners with local government associations including League of Women in Government, Local Government Hispanic Network, and National Forum for Black Public Administrators. •Approximately 65% of semifinalists selected by our clients learned about the open recruitment through via our website, servant leadership e-newsletter, job board, social media, job alert emails, or personal contact. Collective Local Government Experience Our recruiters have years of experience in local government and both regional and national networks of relationships. The entire executive recruitment group works as a team to leverage their networks to assist with each recruitment. SGR team members are active on a national basis, in both local government organizations and professional associations. Many SGR team members frequently speak and write on issues of interest to local government executives. SGR can navigate all of the relevant networks as both a peer and insider. Equal Opportunity Commitment SGR strongly believes in equal employment opportunity. SGR does not discriminate and believes that equal opportunity is an ethical issue. SGR quite simply will not enter into an engagement with an entity or organization that directs, or expects, that bias should or will be demonstrated on any basis other than those factors that have a bearing on the ability of the candidate to do the job. You can anticipate that SGR will make a serious and sincere effort to encourage qualified applicants from underrepresented demographic groups to apply. Although SGR obviously cannot, and would not, guarantee the makeup of the semifinalist or finalist groups, SGR does have relationships and contacts nationwide to encourage the meaningful participation of DocuSign Envelope ID: D52E2231-F08D-45EA-AF35-0893044E398E Official Purchasing Document Last updated 8/23/2021 Executive Recruiting Services – City Manager Page 16 of 37 underrepresented minority groups, and we continue to evaluate and improve our processes by embedding a lens of equity and inclusion into our recruitment practices. Listening to Your Unique Needs SGR devotes a significant amount of time to actively listening to your organization and helping you define and articulate your needs. We work hard to conduct a comprehensive recruitment that is unique to you. SGR devotes a tremendous amount of energy to understanding your organization’s unique culture, environment, and local issues to ensure a great “fit” from values, philosophy, and management style perspectives. Trust of Candidates SGR has a track record of remarkable confidentiality and providing wise counsel to candidates and next generation leaders; we have earned their trust. As a result, SGR is often able to get exceptional prospects to become candidates, even if they have declined to become involved in other recruitment processes. Candidates trust SGR to assess the situation well, communicate honestly and bluntly, and maintain their confidentiality to the greatest extent possible. Accessibility & Communication Your executive recruiter is accessible at all times throughout the recruitment process and can be reached by candidates or clients, even at night and on weekends, by cell phone or email. In addition, the recruiter communicates with active applicants on a weekly basis and sends Google alerts articles to keep the applicants informed about the community and opportunity. Comprehensive Evaluation and Vetting of Candidates SGR offers a candidate screening process that prevents surprises and ensures in-depth understanding. Our vetting process includes: •Prescreening questions and technical review of resumes •Cross communication between our recruiters about candidates who have been in previous searches for greater understanding of background and skills •Comprehensive written questionnaires to gain different insights than typically available on a resume •Online pre-recorded video interviews that allow search committee members, at their convenience, to view candidates in an interview setting prior to the finalist stage of the recruitment process •Comprehensive media reports that go far beyond automated Google/LexisNexis searches and are customized to each candidate based on where they have lived and worked •Comprehensive automated and anonymous reference checks that provide deep insights on candidates’ soft skills from a well-rounded group of references •Psychometric assessments (supplemental cost) •Comprehensive background checks completed by a licensed private investigation firm •Advanced exercise, customized to the organization, for finalist candidates DocuSign Envelope ID: D52E2231-F08D-45EA-AF35-0893044E398E Official Purchasing Document Last updated 8/23/2021 Executive Recruiting Services – City Manager Page 17 of 37 Project Personnel Mark McDaniel, Senior Vice President MarkMcDaniel@GovernmentResource.com 817-773-6558 Mark McDaniel joined SGR in 2021. He has more than 35 years of experience in city management with an emphasis in finance, organizational development, performance improvement, planning, operations management, and economic development. After retiring as City Manager for Kerrville, Texas, Mark established his own consulting firm and began part time volunteer work as Senior Advisor for the Texas City Management Association/International City County Managers Association. Prior to serving Kerrville, Mark served as Assistant City Manager for the City of Dallas where he created and provided direct leadership for the new Dallas Center for Performance Excellence. Previously, Mark served as City Manager for the City of Tyler. Mark has also served in a number of other municipal management roles during the course of his local government career including Assistant City Manager for the City of Corpus Christi, where he was responsible for administrative/financial services and economic development. DocuSign Envelope ID: D52E2231-F08D-45EA-AF35-0893044E398E Official Purchasing Document Last updated 8/23/2021 Executive Recruiting Services – City Manager Page 18 of 37 Project Personnel Ron Holifield, CEO Ron@GovernmentResource.com Cell: 214-676-1691 Ron Holifield served almost two decades in City Management, including Assistant City Manager in Plano, Texas, as well as City Manager in Garland, DeSoto, Farmersville and Sundown, and on the City Manager’s staff in Lubbock. In 1996, he left city management and purchased Government Relations Specialists, where he provided strategic marketing consultation for many of the leading corporations in America, including Space Imaging, American Express, IBM, Xerox and over 50 other Fortune 500 companies, as well as NASA. In 1999, Ron sold that company and founded Strategic Government Resources to specialize in Recruiting, Assessing and Developing Innovative, Collaborative, Authentic Leaders for local governments nationwide. Today, Ron speaks at over 50 state and national conferences and workshops each year and remains high profile in the city management profession. SGR is the third largest local government executive search firm in the nation, operates the second largest local government job board in the nation, and provides live and online leadership development to more local government executives and midlevel managers than any other company in the nation. Ron holds a Bachelor of Arts in Government from Abilene Christian University and a Master of Public Administration from Texas Tech University. DocuSign Envelope ID: D52E2231-F08D-45EA-AF35-0893044E398E Official Purchasing Document Last updated 8/23/2021 Executive Recruiting Services – City Manager Page 19 of 37 Project Personnel Doug Thomas, Senior Vice President DouglasThomas@GovernmentResource.com Cell: 863-860-9314 Doug has close to 35 years of senior local government executive management experience. He joined Strategic Government Resources (SGR) in 2015 to serve as their first Regional Director to serve both Florida and the southeast, and subsequently as Senior Vice President. He assists clients nationwide in the areas of executive recruitment, governing body/senior staff governance and servant leadership training, strategic visioning, and priority-based budgeting, evaluation of the Chief Executive, and is a regular speaker at local government state and national conferences. Prior to his work with SGR, Doug served as City Manager for the City of Lakeland, Florida for roughly 12 years. Lakeland is centrally located along the I-4 corridor between Tampa and Orlando with a resident population of over 100,000 and a service population of over 250,000. The City provides its residents a full array of municipal services, including a municipal-owned electric generation and distribution utility that is the 3rd largest in the state and among the top 25 nationwide. The organization has an annual budget of approximately $600 million and employs roughly 2,500 personnel. The city is home to the Detroit Tigers during Major League Baseball’s Spring Training; the Experimental Aircraft Association’s Annual Sun ’n Fun Fly-in, recognized as America’s second largest aviation event of its type; Florida Southern College, which features the world’s largest one-site collection of buildings designed by the legendary architect, Frank Lloyd Wright; and the state’s 12th university, Florida Polytechnic University, which opened in the fall of 2014. Prior to Lakeland, Doug previously served as City Manager for the City of Alma, Michigan for close to 15 years. Prior to his service in Alma, he represented the City of Grand Haven, Michigan as Assistant City Manager, (1986-1989) and as Administrative Assistant to the City Manager (1984-1985). He also has held local government posts with the City of Rockville, Maryland, and the Town of Landover Hills, Maryland. His academic credentials include attainment of a Master of Public Administration from the American University, Washington, D.C. in 1983 with a concentration in Urban Affairs, and a Bachelor of Arts in Political Science and History from Bowling Green State University, Ohio in 1981. DocuSign Envelope ID: D52E2231-F08D-45EA-AF35-0893044E398E Official Purchasing Document Last updated 8/23/2021 Executive Recruiting Services – City Manager Page 20 of 37 Recruitment Methodology A full-service recruitment typically entails the following steps: 1.Organizational and Community Inquiry and Analysis •Develop Recruitment Plan and Timeline •Individual Interviews with Key Stakeholders •Development of Position Profile Brochure 2. Advertising and Marketing, Communication with Applicants and Prospects 3.Initial Screening and Review 4.Search Committee Briefing to Facilitate Selection of Semifinalists 5.Evaluation of Semifinalist Candidates •Written Questionnaires •Recorded Online Interviews •Media Searches - Stage 1 6.Search Committee Briefing to Facilitate Selection of Finalists 7.Evaluation of Finalist Candidates •Comprehensive Media Searches - Stage 2 •Comprehensive Background Investigation Reports •DiSC Management Assessments (supplemental service) •First Year Game Plan or Other Advanced Exercise 8.Interview Process •Face-to-Face Interviews •Stakeholder Engagement (may occur earlier in process) •Deliberations •Reference Checks (may occur earlier in process) 9. Negotiations and Hiring Process •Determine the Terms of an Offer •Negotiate Terms and Conditions of Employment •Press Release (if requested) 10. Onboarding and Success During the First Year DocuSign Envelope ID: D52E2231-F08D-45EA-AF35-0893044E398E Official Purchasing Document Last updated 8/23/2021 Executive Recruiting Services – City Manager Page 21 of 37 Step 1: Organizational and Community Inquiry and Analysis Develop Recruitment Plan and Timeline SGR will meet with the client at the outset of the project to finalize the recruitment plan and timeline. At this time, SGR will also request that the client provide us with photos and information on the community, organization, and position to assist us in drafting the position profile brochure. Individual Interviews with Key Stakeholders and Stakeholder Listening Sessions SGR views stakeholder engagement as a key component in our executive recruitments and will work with the City of Fort Collins to ensure a thorough engagement process at the onset of the recruitment to define the ideal candidate profile. Typically, for a city manager position, we will meet with each council member individually including the mayor, the executive team, as well as any community stakeholders the City would like us to speak with, so on average, this may be around a dozen different conversations over a two to three day period. However, we are happy to work with you to customize a process, including the scope and proposed cost, that meets Fort Collins' needs. If larger groups or numbers of sessions are anticipated we would appreciate working with someone from your team to facilitate the scheduling, logistics, and note-taking for group and/or community sessions. In previous recruitments, we have customized surveys, town hall meetings, focus groups, and virtual interviews in order to fully understand the community's priorities and desires for their next city manager. SGR devotes tremendous energy to understanding your organization’s unique culture, environment, and goals to ensure you get the right match for your particular needs. Fully understanding your organizational needs is the most critical part of conducting a successful executive recruitment. In consultation with the Search Committee, SGR will develop a list of individuals to meet with about the position. Individual interviews may include members of the Search Committee, key staff members, peers in other organizations, and/or community leaders to find out more about the position, special considerations, and the political environment. These interviews last approximately 30-60 minutes each and identify issues that may affect the dynamics of the recruitment, as well as develop a composite understanding of the organization’s preferences. This process helps with organizational and community buy-in and will assist us in developing the position profile. In previous searches, we have created a microsite to provide updates to the community and to receive feedback on the process. We have also held multiple stakeholder group listening sessions, to including meeting with all facets of a diverse community, including the homeless population. Development of Position Profile Brochure Following the individual interviews, SGR will develop a draft position profile brochure that is reviewed and revised in partnership with your organization until we are in agreement that it accurately reflects the sought-after leadership and management characteristics. DocuSign Envelope ID: D52E2231-F08D-45EA-AF35-0893044E398E Official Purchasing Document Last updated 8/23/2021 Executive Recruiting Services – City Manager Page 22 of 37 Step 2: Advertising and Marketing, Communication with Applicants and Prospects Advertising and Marketing The Executive Recruiter and client work together to determine the best ways to advertise and recruit for the position. SGR’s Servant Leadership e-newsletter, where your position will be announced, reaches nearly 50,000 subscribers in all 50 states. We will also send targeted emails to over 6,300 opt- in subscribers to SGR’s City Manager Job Alerts. Your position will be posted on SGR’s Website, GovernmentResource.com, and on SGR’s Job Board, SGRjobs.com. SGR provides a comprehensive social media marketing campaign that includes custom-made graphics and distribution on Facebook, Twitter, Instagram, and LinkedIn. Ads are also typically placed in various state and national publications, targeting the most effective venues for reaching qualified candidates for that particular position. We have relationships with the League of Women in Government, Local Government Hispanic Network, and the National Forum for Black Public Administrators. We encourage every community we work with to post ad placements in these venues. Additionally, for Fort Collins, we would recommend reaching out to executives in organizations that are Malcolm Baldrige award or Sterling award winners and reaching out to executives in communities that have been recognized by the Priority Based Budgeting Institute. As one example of an innovative outreach process, a Florida client desired a city manager that had a background and understanding of broadband and fiber systems. For that recruitment, we specifically researched communities that had broadband and fiber systems in place and reached out to executives within those communities to encourage them to apply. Communication with Prospects SGR communicates with interested prospects on ongoing basis during the recruitment process. Outstanding prospects often will not submit a resume until they have done considerable homework on the available position. A significant number of inquiries will be made, and it is essential that the executive search firm be prepared to answer those questions with fast, accurate, and complete information, and in a warm and personal manner. This is one of the first places a prospective candidate will develop an impression about the organization, and it is an area in which SGR excels. Communication with Active Applicants Handling the flow of resumes is an ongoing and significant process. On the front end, it involves tracking resumes and promptly acknowledging their receipt. It also involves timely and personal responses to any questions or inquiries. SGR communicates frequently with applicants to ensure they stay enthusiastic and informed about the opportunity. SGR utilizes Google Alerts and sends weekly update emails to active applicants regarding the organization and community. DocuSign Envelope ID: D52E2231-F08D-45EA-AF35-0893044E398E Official Purchasing Document Last updated 8/23/2021 Executive Recruiting Services – City Manager Page 23 of 37 Step 3: Initial Screening and Review SGR uses a triage process to identify high-probability, medium-probability, and low-probability candidates. The triage ranking is focused on overall assessment based on interaction with the applicant, qualifications, any known issues regarding previous work experience, and evaluation of cultural fit with the organization. In contrast with the triage process described above, which focuses on subjective assessment of the resumes and how the candidates present themselves, we also evaluate each candidate to make sure that the minimum requirements of the position are met, and which of the preferred requirements are met. This sifting process assesses how well candidates’ applications fulfill the recruitment criteria outlined in the Position Profile. Step 4: Search Committee Briefing / Selection of Semifinalist Candidates At this briefing, SGR will provide a comprehensive progress report and facilitate the selection of up to 12 semifinalists. The PowerPoint presentation will include summary information on the process so far, the candidate pool overall, and any trends or issues, as well as a briefing on each candidate and their credentials. No other firm offers this level of reporting detail and transparency. Step 5: Evaluation of Semifinalist Candidates Reviewing resumes is an important and valuable step in the executive recruitment process. However, the simple fact is that resumes can be misleading. They tell you nothing about the individual’s personal qualities or his/her ability to get along with other people. Resumes can also exaggerate or inflate accomplishments or experience. SGR’s responsibility is to go more in- depth than the resume to ensure that those candidates who continue in the process are truly outstanding. SGR’s goal is to have a clear understanding of the person behind the resume and what makes him/her an outstanding prospect for you. The evaluation of semifinalist candidates includes follow-up when appropriate to ask any questions about underlying issues. Written Questionnaires SGR will ask semifinalist candidates to complete a comprehensive written exercise designed to provide greater insight into candidate thought processes and communication styles. SGR’s written instrument is custom designed around the priorities identified by the Search Committee and usually includes questions focusing on key areas of particular interest to the client. This written instrument will be included in the semifinalist briefing book along with cover letters and resumes submitted by the candidates. Recorded Online Interviews SGR will ask semifinalist candidates to complete online interviews. This provides a very insightful, efficient and cost-effective way to gain additional insights to utilize in selecting DocuSign Envelope ID: D52E2231-F08D-45EA-AF35-0893044E398E Official Purchasing Document Last updated 8/23/2021 Executive Recruiting Services – City Manager Page 24 of 37 finalists you want to invite for an onsite interview. The recorded online interviews allow the Search Committee to evaluate technological competence, demeanor, verbal communication skills, and on- camera presence. Online interviews also convey to candidates that the organization is using leading edge technology in its business processes and provide an opportunity for the Search Committee to ask candidates questions on specific topics of special interest. Links to view the online interviews are emailed to the Search Committee members for viewing at their convenience prior to selection of finalist candidates. Media Searches - Stage 1 “Stage 1” of our media search process involves the use of the web-based interface Nexis Diligence™. This platform is an aggregated subscription-based platform that allows access to global news, business, legal, and regulatory content. These media reports at the semifinalist stage have proven helpful by uncovering issues that may not have been previously disclosed by prospective candidates. The recruiter will communicate any “red flags” to the Search Committee immediately upon discovery. Step 6: Search Committee Briefing / Selection of Finalist Candidates Prior to this briefing, SGR will provide each member of the Search Committee with a briefing book on the semifinalist candidates. The briefing book includes cover letters, resumes, and completed questionnaires. The link to view the one-directional online interviews is emailed separately to Search Committee members. The purpose of this briefing is to facilitate narrowing the list to up to 5 finalists who will be invited for personal interviews. Step 7: Evaluation of Finalist Candidates Comprehensive Media Searches - Stage 2 “Stage 2” of our media search process includes the web-based interface Nexis Diligence™ along with Google as a supplementary tool. By utilizing both, we can provide our clients with an enhanced due diligence process to help vet potential candidates in an efficient and comprehensive manner, which reduces the risk of overlooking important information. The Stage 2 media search consists of a more complex search, which also includes social media platforms, and has proven helpful in analyzing possible adverse news about the candidate by uncovering issues that may not have been previously disclosed by the candidate. The media search gives the Search Committee an overview of the type and extent of press coverage that a candidate has experienced over the course of their career. View a sample media report at: http://bit.ly/SGRSampleMediaReport. Comprehensive Background Investigation Reports Through SGR’s partnership with a licensed private investigation firm, we are able to provide our clients with comprehensive background screening reports that include the detailed information listed below. View a sample background report at: bit.ly/SGRSampleBackgroundReport. DocuSign Envelope ID: D52E2231-F08D-45EA-AF35-0893044E398E Official Purchasing Document Last updated 8/23/2021 Executive Recruiting Services – City Manager Page 25 of 37 •Social Security number trace •Address history •Driving history/motor vehicle records •Credit report •Federal criminal search •National criminal search •County wants and warrants for previous 10 years •Global homeland security search •Sex offender registry search •State criminal search (for current and previous states of residence) •County civil and criminal search (for every county in which candidate has lived or worked) for previous 10 years •Education verification •Employment verification (if desired) •Military verification (if desired) DiSC Management Assessments (supplemental service) SGR uses a DiSC Management assessment tool, which is among the most validated and reliable personal assessment tools available. The DiSC Management assessment analyzes and reports comprehensively on the candidate’s preferences in five vital areas: management style, directing and delegating, motivation, development of others, and working with his/her own manager. View a sample report at: bit.ly/SGRDiscProfileSample. For assessments of more than two candidates, a DiSC Management Comparison Report is included, which provides a side-by-side view of each candidate's preferred management style. View a sample comparison report at: bit.ly/SGRDiscTeamReport. First Year Game Plan or Other Advanced Exercise SGR will work with your organization, if desired, to develop an advanced exercise for the finalist candidates. One example of such an exercise is a “First Year Game Plan,” a process where finalist candidates are provided with the contact information for elected officials, key staff, and community leaders and then given free rein to make contact with all of them in advance and use those insights to develop a “first year game plan” based on what they know so far. Feedback is received from the key contacts on their impressions of the finalist candidates from the interactions with the candidates prior to the interviews. This exercise provides the opportunity to evaluate candidates’ written and interpersonal communication skills, as well as critical analysis skills. Step 8: Interview Process Face-to-Face Interviews SGR will schedule interviews at a date/time convenient to your organization. This process can be as simple, or as complex, as your organization desires. SGR will help you determine the specifics and assist in developing the interview schedule and timeline. SGR will prepare sample DocuSign Envelope ID: D52E2231-F08D-45EA-AF35-0893044E398E Official Purchasing Document Last updated 8/23/2021 Executive Recruiting Services – City Manager Page 26 of 37 interview questions and will participate throughout the process to make it smooth and efficient. Stakeholder Engagement At the discretion of the Search Committee, we will work closely with your organization to engage stakeholders in the recruitment process. Our recommendation is that we design a specific stakeholder engagement process after we learn more about the organization and the community. Different approaches work best in different communities. We will collaborate with your organization to determine which option, or combination of options, will be the most effective for the unique needs of the organization. •Stakeholder survey (supplemental service, can be provided at an additional cost) •Interviewing community leaders at the outset of the recruitment; •Holding a public forum for citizen engagement at the outset of the recruitment; •Community leader reception; •Meet and greet; •Search Committee and key community leader dinner meeting; •“Round Robin” forum meetings with various community groups during a multi-day interview process. Deliberations SGR will facilitate a discussion about the finalist interviews and assist the Search Committee in making a hiring decision or in deciding whether to bring back one or more candidates for a second interview. Reference Checks SGR uses a progressive and adaptive automated reference check system to provide insights on candidates’ soft skills from a well-rounded group of references. References may include elected officials, direct supervisors, direct reports, internal organizational peers, professional peers in other organizations, and civic leaders. SGR’s reference check platform is anonymous, which is proven to encourage more candid and truthful responses, in turn providing organizations with more meaningful and insightful information on candidates. SGR provides a written summary report to the organization once all reference checks are completed. The timing of reference checks may vary depending on the specific search process and situation. If the names of the finalists are made public prior to interviews, SGR will typically contact references prior to the interview process. If the names of the finalists are not made public prior to interviews, SGR will typically wait until the organization has selected its top candidate before calling references in order to protect candidate confidentiality. Step 9: Negotiations and Hiring Process As a standard practice in our application process, we seek the salary expectations of all applicants and ensure that they are within the range the client has identified for the position. If DocuSign Envelope ID: D52E2231-F08D-45EA-AF35-0893044E398E Official Purchasing Document Last updated 8/23/2021 Executive Recruiting Services – City Manager Page 27 of 37 issues arise at any point during the recruitment process, we will immediately consult with the client and offer some recommendations. Determine the Terms of an Offer Upon request, SGR will provide appropriate employment agreement language and other helpful information to assist you in determining an appropriate offer to extend to your candidate of choice. Negotiate Terms and Conditions of Employment SGR will assist to whatever degree you deem appropriate in conducting negotiations with the chosen candidate. SGR will determine and define any special needs or concerns of the chosen candidate, including anything that could be a complicating factor. SGR is experienced and prepared to help craft win-win solutions to negotiation “log-jams.” Press Release (if requested) Until you have “sealed the deal,” you need to be cautious in order to avoid the embarrassment of a premature announcement that does not work out. You also want to try to notify all senior staff and unsuccessful candidates before they read about it in the newspaper. SGR will assist with this coordination and with drafting any announcements or press releases. Satisfaction Surveys SGR is committed to authentically following the golden rule by providing prompt, professional and excellent communication and always treating every client with honor, dignity and respect. We ask clients and candidates to complete a brief and confidential survey after the completion of their recruitment. This helps us strive to continuously improve our processes and meet the changing needs of the workforce. Step 10: Onboarding and Success During the First Year SGR can provide a customized team building workshop after you hire for the position. SGR utilizes I- OPT, which is a validated measurement tool that shows how a person perceives and processes information. Because people “see” different things when they assess a situation, they are motivated to take various courses of action, so understanding you and your colleagues’ I- OPT Profiles will enable you to work much more effectively as a team. This service can be provided at an additional cost. View sample I-OPT reports at: bit.ly/sampleIOPTreports. We also offer assistance with six month and one year evaluations, team building, and strategic visioning, and we are more than happy to provide a customized proposal to meet your needs. DocuSign Envelope ID: D52E2231-F08D-45EA-AF35-0893044E398E Official Purchasing Document Last updated 8/23/2021 Executive Recruiting Services – City Manager Page 28 of 37 Projected Schedule Schedule will be adjusted at the outset of the search to meet the organization’s needs. Task Weeks •Contract Executed •Develop Recruitment Plan, Timeline •Individual Interviews with Key Stakeholders •Deliverable: Position Profile Brochure •Search Committee Reviews and Approves Brochure •Advertising and Marketing •Accept Applications •Communication with Prospects and Applicants Week 1 Weeks 2-3 Weeks 4-7 •Initial Screening and Review Week 8 •Search Committee Briefing / Select Semifinalists •Questionnaires and Recorded Online Interviews •Media Searches - Stage 1 Week 9 •Deliverable: Semifinalist Briefing Books and Online Interviews Week 10 •Search Committee Briefing / Select Finalist Candidates Week 11 •Comprehensive Media Searches - Stage 2 •Comprehensive Background Investigation Reports •DiSC Management Assessments (supplemental service) •First Year Game Plan or Other Advanced Exercise Weeks 12-13 •Deliverable: Finalist Briefing Books Week 14 •Face-to-Face Interviews •Stakeholder Engagement (may occur earlier in process) •Deliberations •Reference Checks (may occur earlier in process) •Negotiations and Hiring Process Week 15 DocuSign Envelope ID: D52E2231-F08D-45EA-AF35-0893044E398E Official Purchasing Document Last updated 8/23/2021 Executive Recruiting Services – City Manager Page 29 of 37 Recruitment Costs & Service Guarantee Not-to-Exceed Price: $24,900 Not-to-exceed price includes: •Professional Service Fee - $18,500 •Expenses: o Position Profile Brochure & Marketing - $1,500 ■Production of a professional position profile brochure ■Custom-designed graphics for social media and email marketing ■Announcement in SGR’s 10 in 10 Leadership and Innovation e-newsletter ■Two (2) email blasts to SGR’s opt-in Job Alert subscribers for the relevant job category ■Featured job placement on SGR’s website ■Featured ad on SGR’s job board ■Promotions on SGR’s social media pages – Facebook, Twitter, LinkedIn, and Instagram o Semifinalist Recorded Online interviews for up to twelve (12) semifinalists - $225 each o Comprehensive Media Reports for up to five (5) finalists - $500 each o Comprehensive Background Investigation Reports for up to five (5) finalists - $400 each o Comprehensive Reference Checks with individual reports for up to five (5) finalists -$225 each o Two (2) multi-day onsite (or virtual) visits by one Recruiter to the Organization, for up to 2 and ½ days. One visit would be scheduled at the beginning of the search for stakeholder listening sessions, and one visit would be scheduled at the end of the search for the final interview process. Meals are billed back at a per diem rate of $10 for breakfast, $15 for lunch, and $25 for dinner. Mileage will be reimbursed at the current IRS rate. All other travel-related expenses are billed back at actual cost, with no markup for overhead. Travel will be dependent on COVID restrictions in place at the time and take into consideration the health and safety of team members of both SGR and the Organization. o Two (2) Virtual City Council Briefing Sessions to facilitate selection of semifinalists and again to facilitate selection of finalists. Supplemental Services The supplemental services listed below are not included in the not-to-exceed price: •Ad placements, as approved by the organization, will be billed back at actual cost with no markup for overhead. DocuSign Envelope ID: D52E2231-F08D-45EA-AF35-0893044E398E Official Purchasing Document Last updated 8/23/2021 Executive Recruiting Services – City Manager Page 30 of 37 •There may be an additional charge for changes made to the Position Profile Brochure after the brochure has been approved by the organization and the position has been posted online. •Additional online interviews (over and above the twelve (12) included in the not-to- exceed price above) are offered for $225 per candidate. •Additional comprehensive media reports (over and above the five (5) included in the not- to-exceed price above) are offered for $500 per candidate. •Additional background investigation reports (over and above the five (5) included in the not-to-exceed price above) are offered for $400 per candidate. •Additional reference checks (over and above the five (5) included in the not-to-exceed price above) are offered for $225 per candidate. •There is a cost of $175 per candidate for the DiSC Management Profile. •Semifinalist and finalist briefing materials will be provided to the search committee via an electronic link. Should the organization request printing of those materials, the reproduction and shipping of briefing materials will be outsourced and be billed back at actual cost. •Additional in-person visits (over and above the two (2) in-person visits included in the not- to-exceed price above) by one Recruiter will be billed over and above the not-to-exceed price. Travel and onsite time will be billed at a professional fee of $1,000 per half-day and $1,500 per full day. Meals are billed back at a per diem rate of $10 for breakfast, $15 for lunch, and $25 for dinner. Mileage will be reimbursed at the current IRS rate. All other travel-related expenses are billed back at actual cost, with no markup for overhead. •Candidates are reimbursed directly by the organization for travel expenses. •SGR can conduct an optional Stakeholder Survey for $1,000. SGR provides recommended survey questions and sets up an online survey. Stakeholders are directed to a web page or invited to take the survey by email. A written summary of results is provided to the organization. •If desired, the Recruiter will travel to the communities of the finalist candidates to conduct onsite visits. Site visits will be charged at a day rate of $1,000 per day, plus travel expenses. Meals are billed back at a per diem rate of $10 for breakfast, $15 for lunch, and $25 for dinner. Mileage will be reimbursed at the current IRS rate. All other travel-related expenses are billed back at actual cost, with no markup for overhead. •A half-day onsite post-hire team building workshop is offered for $4,000, plus travel expenses and $150 per person for I-OPT reports. •In the unexpected event the organization requests that unusual out of pocket expenses be incurred, said expenses will be reimbursed at the actual cost with no mark up for overhead. •If the organization desires any supplemental services not mentioned in this section, an estimate of the cost and hours to be committed will be provided at that time, and no work shall be done without approval. DocuSign Envelope ID: D52E2231-F08D-45EA-AF35-0893044E398E Official Purchasing Document Last updated 8/23/2021 Executive Recruiting Services – City Manager Page 31 of 37 Billing The professional service fee for the recruitment is billed in three equal installments during the course of the recruitment. The initial installment is billed after the position profile brochure has been created. The second installment is billed after semifinalists are selected. The final installment is billed at the conclusion of the recruitment. Expenses and supplemental services will be billed with each of the three installments, as appropriate. Service Guarantee SGR guarantees that you will be satisfied with the results of the full service recruitment process, or we will repeat the entire process one additional time and charge only for expenses. Additionally, if you select a candidate (that SGR has fully vetted) who resigns or is released within 18 months of their hire date, SGR will repeat the process one additional time and charge only for expenses. If the organization circumvents SGR’s recruitment process and selects a candidate who did not participate in the full recruitment process, the service guarantee is null and void. We also guarantee that we will not directly sol DocuSign Envelope ID: D52E2231-F08D-45EA-AF35-0893044E398E Official Purchasing Document Last updated 8/23/2021 Executive Recruiting Services – City Manager Page 32 of 37 EXHIBIT C PROJECT SCHEDULE Task Weeks •Contract Executed •Develop Recruitment Plan, Timeline •Individual Interviews with Key Stakeholders •Deliverable: Position Profile Brochure •Search Committee Reviews and Approves Brochure •Advertising and Marketing •Accept Applications •Communication with Prospects and Applicants Week 1 Weeks 2-3 Weeks 4-7 •Initial Screening and Review Week 8 •Search Committee Briefing / Select Semifinalists •Questionnaires and Recorded Online Interviews •Media Searches - Stage 1 Week 9 •Deliverable: Semifinalist Briefing Books and Online Interviews Week 10 •Search Committee Briefing / Select Finalist Candidates Week 11 •Comprehensive Media Searches - Stage 2 •Comprehensive Background Investigation Reports •DiSC Management Assessments (supplemental service) •First Year Game Plan or Other Advanced Weeks 12-13 •Deliverable: Finalist Briefing Books Week 14 •Face-to-Face Interviews Week 15 •Stakeholder Engagement (may occur earlier in process) •Deliberations •Reference Checks (may occur earlier in process) •Negotiations and Hiring Process DocuSign Envelope ID: D52E2231-F08D-45EA-AF35-0893044E398E Official Purchasing Document Last updated 8/23/2021 Executive Recruiting Services – City Manager Page 33 of 37 EXHIBIT D COMPENSATION SGR shall be compensated for this work by the City as detailed below: Not-to-Exceed Price = $24,900 for the Core Services Core Services Not-to-Exceed price includes: •Professional Service Fee - $18,500 •Expenses (will appear on invoices until not-to-exceed price is reached): o Position Profile Brochure & Marketing - $1,500 The City will produce the position profile brochure will SGR’s final review Custom-designed graphics for social media and email marketing An announcement in SGR’s 10 in 10 Leadership and Innovation e- newsletter Two (2) email blasts to SGR’s opt-in Job Alert subscribers for the relevant job category Featured job placement on SGR’s website Featured ad on SGR’s job board Promotions on SGR’s social media pages – Facebook, Twitter, LinkedIn, and Instagram o Semifinalist Recorded Online interviews for up to twelve (12) semifinalists - $225 each o Comprehensive Media Reports for up to five (5) finalists - $500 each o Comprehensive Background Investigation Reports for up to five (5) finalists - $400 each o Comprehensive Reference Checks with individual reports for up to five (5) finalists - $225 each o Up to Two (2) multi-day onsite or virtual visits by the Recruiter to the City, for up to 2 and ½ days. Meals are billed back at a per diem rate of $10 for breakfast, $15 for lunch, and $25 for dinner. Mileage will be reimbursed at the current IRS rate. All other travel-related expenses are billed back at actual cost, with no markup for overhead. Travel will be dependent on COVID restrictions in place at the time and take into consideration the health and safety of team members of both Parties. o Two (2) Virtual City Council Briefing Sessions to facilitate selection of semifinalists and again to facilitate selection of finalists. DocuSign Envelope ID: D52E2231-F08D-45EA-AF35-0893044E398E Official Purchasing Document Last updated 8/23/2021 Executive Recruiting Services – City Manager Page 34 of 37 Approved Supplemental Services (included within the NTE price of $16,275) •Up to 20 additional virtual or in-person stakeholder listening sessions (estimated at 3 to 5 per day) for a professional service fee of $1,500 per day, plus travel time ($1,000 per half day or $1,500 per full day) and travel costs for one recruiter if applicable. Meals are billed back at a per diem rate of $10 for breakfast, $15 for lunch, and $25 for dinner. Mileage will be reimbursed at the current IRS rate. All other travel-related expenses are billed back at actual cost, with no markup for overhead. Travel will be dependent on COVID restrictions in place at the time and take into consideration and health and safety of team members of both Parties. •A summary of the estimated expenses associated with this task follows: 2nd visit for additional listening sessions - 2 half days for travel, 6 days onsite, 7 nights Meals $50 x 7 = $350 Hotel $175 x 7 = $1,225 Rental Car $50 x 8 = $400 Flight = $300 Professional Fee $1,000 x 2 per half day for travel = $2,000 $1, 500 x 6 per full day onsite = $9,000 Total Estimate: $13,275 •Ad placements, as approved by the City, will be billed back at actual cost with no markup for overhead. This is estimated at $1,500 to $3,000. The NTE includes up to $3,000 for this task. Optional Supplemental Services (not included and to be completed only upon written request of the City): •There may be additional charges for changes made to the Position Profile Brochure after the brochure has been approved by the City and the position has been posted online. •Additional online interviews (over and above the twelve (12) included in the not-to-exceed price above) are offered for $225 per candidate. •Additional comprehensive media reports (over and above the five (5) included in the not- to-exceed price above) are offered for $500 per candidate. •Additional background investigation reports (over and above the five (5) included in the not-to-exceed price above) are offered for $400 per candidate. •Additional reference checks (over and above the five (5) included in the not-to-exceed price above) are offered for $225 per candidate. •There is a cost of $175 per candidate for the DiSC Management Profile. •Semifinalist and finalist briefing materials will be provided to the search committee via an electronic link. Should the organization request printing of those materials, the reproduction and shipping of briefing materials will be outsourced and be billed back at actual cost. DocuSign Envelope ID: D52E2231-F08D-45EA-AF35-0893044E398E Official Purchasing Document Last updated 8/23/2021 Executive Recruiting Services – City Manager Page 35 of 37 •Any additional in-person visits (over and above the two (2) in-person visits included in the not-to-exceed price above) by the Recruiter will be billed over and above the not-to-exceed price. Meals are billed back at a per diem rate of $10 for breakfast, $15 for lunch, and $25 for dinner. Mileage will be reimbursed at the current IRS rate. All other travel-related expenses are billed back at actual cost, with no markup for overhead. •Candidates will be reimbursed directly by the City for travel expenses. •SGR will conduct a Stakeholder Survey for $1,000. SGR provides recommended survey questions and sets up an online survey. Stakeholders are directed to a web page or invited to take the survey by email. A written summary of results is provided to the organization. •Site Visits to Communities of Finalist Candidates will be charged at a day rate of $1,000 per day, plus travel expenses. Meals are billed back at a per diem rate of $10 for breakfast, $15 for lunch, and $25 for dinner. Mileage will be reimbursed at the current IRS rate. All other travel-related expenses are billed back at actual cost, with no markup for overhead. •If the City desires any supplemental services not mentioned in this section, an estimate of the cost and hours to be committed will be provided at that time, and no work shall be done without approval. Supplemental services will be billed out at $250 per hour. DocuSign Envelope ID: D52E2231-F08D-45EA-AF35-0893044E398E Official Purchasing Document Last updated 8/23/2021 Executive Recruiting Services – City Manager Page 36 of 37 EXHIBIT E INSURANCE REQUIREMENTS SGR will provide, from insurance companies acceptable to the City, the insurance coverage designated hereinafter and pay all costs. Before commencing work under this bid, SGR shall furnish the City with certificates of insurance showing the type, amount, class of operations covered, effective dates and date of expiration of policies. In case of the breach of any provision of the Insurance Requirements, the City, at its option, may take out and maintain, at the expense of SGR, such insurance as the City may deem proper and may deduct the cost of such insurance from any monies which may be due or become due SGR under this Agreement. Insurance certificates should show the certificate holder as follows: City of Fort Collins Purchasing Division PO Box 580 Fort Collins, CO 80522 The City, its officers, agents and employees shall be named as additional insureds on SGR 's general liability and automobile liability insurance policies by marking the appropriate box or adding a statement to this effect on the certificate, for any claims arising out of work performed under this Agreement. Insurance coverages shall be as follows: A.Workers' Compensation & Employer's Liability. SGR shall maintain during the life of this Agreement for all of SGR's employees engaged in work performed under this agreement. Workers' Compensation & Employer’s Liability insurance shall conform with statutory limits of $100,000 per accident, $500,000 disease aggregate, and $100,000 disease each employee, or as required by Colorado law. B.General Liability. SGR shall maintain during the life of this Agreement such General Liability as will provide coverage for damage claims of personal injury, including accidental death, as well as for claims for property damage, which may arise directly or indirectly from the performance of work under this Agreement. Coverage for property damage shall be on a "broad form" basis. The amount of insurance for General Liability, shall not be less than $1,000,000 combined single limits for bodily injury and property damage. C.Automobile Liability. SGR shall maintain during the life of this Agreement such Automobile Liability insurance as will provide coverage for damage claims of personal injury, including accidental death, as well as for claims for property damage, which may arise directly or indirectly from the performance of work under this Agreement. Coverage for property damage shall be on a "broad form" basis. The amount of insurance for Automobile Liability, shall not be less than $1,000,000 combined single limits for bodily injury and property damage. In the event any work is performed by a subcontractor, SGR shall be responsible for any liability directly or indirectly arising out of the work performed under this Agreement by a subcontractor, which liability is not covered by the subcontractor's insurance. DocuSign Envelope ID: D52E2231-F08D-45EA-AF35-0893044E398E Official Purchasing Document Last updated 8/23/2021 Executive Recruiting Services – City Manager Page 37 of 37 EXHIBIT F CONFIDENTIALITY IN CONNECTION WITH SERVICES provided to the City of Fort Collins (the “City”) pursuant to this Agreement (the “Agreement”), SGR hereby acknowledges that it has been informed that the City has established policies and procedures with regard to the handling of confidential information and other sensitive materials. In consideration of access to certain information, data and material (hereinafter individually and collectively, regardless of nature, referred to as “information”) that are the property of and/or relate to the City or its employees, customers or suppliers, which access is related to the performance of services that SGR has agreed to perform, SGR hereby acknowledges and agrees as follows: That information that has or will come into its possession or knowledge in connection with the performance of services for the City may be confidential and/or proprietary. SGR agrees to treat as confidential (a) all information that is owned by the City, or that relates to the business of the City, or that is used by the City in carrying on business, and (b) all information that is proprietary to a third party (including but not limited to customers and suppliers of the City). SGR shall not disclose any such information to any person not having a legitimate need-to-know for purposes authorized by the City. Further, SGR shall not use such information to obtain any economic or other benefit for itself, or any third party, except as specifically authorized by the City. The foregoing to the contrary notwithstanding, SGR understands that it shall have no obligation under this Agreement with respect to information and material that (a) becomes generally known to the public by publication or some means other than a breach of duty of this Agreement, or (b) is required by law, regulation or court order to be disclosed, provided that the request for such disclosure is proper and the disclosure does not exceed that which is required. In the event of any disclosure under (b) above, SGR shall furnish a copy of this Agreement to anyone to whom it is required to make such disclosure and shall promptly advise the City in writing of each such disclosure. In the event that SGR ceases to perform services for the City, or the City so requests for any reason, SGR shall promptly return to the City any and all information described hereinabove, including all copies, notes and/or summaries (handwritten or mechanically produced) thereof, in its possession or control or as to which it otherwise has access. SGR understands and agrees that the City’s remedies at law for a breach of SGR’s obligations under this Confidentiality Agreement may be inadequate and that the City shall, in the event of any such breach, be entitled to seek equitable relief (including without limitation preliminary and permanent injunctive relief and specific performance) in addition to all other remedies provided hereunder or available at law. DocuSign Envelope ID: D52E2231-F08D-45EA-AF35-0893044E398E 09/17/2021 Goosehead Insurance Agency LLC 1500 Solana Blvd, Bldg 4, Ste 4500 Westlake, TX 76262 Goosehead Insurance 800-474-1377 866-877-6250 Certificate@Goosehead.com Strategic Government Resources, Inc PO BOX 1642 KELLER, TX 76244-1642 State Automobile Mutual Insurance Company ACE American Insurance Company A X 10065476CA 03/22/2021 03/22/2022 1,000,000 B Cyber Enterprise Risk Management D95977911 03/22/2021 03/22/2022 Limit $1,000,000 Aggregate $1,000,000 City of Fort Collins, its officers, agents and employeees are afforded additional insured status, where required by written contract. A 30-day notice of cancellation applies. City of Fort Collins Purchasing Director PO Box 580 Fort Collins, CO 80522 SHOULD ANY OF THE ABOVE DESCRIBED POLICIES BE CANCELLED BEFORE THE EXPIRATION DATE THEREOF, NOTICE WILL BE DELIVERED IN ACCORDANCE WITH THE POLICY PROVISIONS. INSURER(S) AFFORDING COVERAGE INSURER F : INSURER E : INSURER D : INSURER C : INSURER B : INSURER A : NAIC # NAME:CONTACT (A/C, No):FAX E-MAILADDRESS: PRODUCER (A/C, No, Ext):PHONE INSURED REVISION NUMBER:CERTIFICATE NUMBER:COVERAGES IMPORTANT: If the certificate holder is an ADDITIONAL INSURED, the policy(ies) must have ADDITIONAL INSURED provisions or be endorsed. If SUBROGATION IS WAIVED, subject to the terms and conditions of the policy, certain policies may require an endorsement. A statement on this certificate does not confer rights to the certificate holder in lieu of such endorsement(s). THIS CERTIFICATE IS ISSUED AS A MATTER OF INFORMATION ONLY AND CONFERS NO RIGHTS UPON THE CERTIFICATE HOLDER. THIS CERTIFICATE DOES NOT AFFIRMATIVELY OR NEGATIVELY AMEND, EXTEND OR ALTER THE COVERAGE AFFORDED BY THE POLICIES BELOW. THIS CERTIFICATE OF INSURANCE DOES NOT CONSTITUTE A CONTRACT BETWEEN THE ISSUING INSURER(S), AUTHORIZED REPRESENTATIVE OR PRODUCER, AND THE CERTIFICATE HOLDER. OTHER: (Per accident) (Ea accident) $ $ N / A SUBR WVD ADDL INSD THIS IS TO CERTIFY THAT THE POLICIES OF INSURANCE LISTED BELOW HAVE BEEN ISSUED TO THE INSURED NAMED ABOVE FOR THE POLICY PERIOD INDICATED. NOTWITHSTANDING ANY REQUIREMENT, TERM OR CONDITION OF ANY CONTRACT OR OTHER DOCUMENT WITH RESPECT TO WHICH THIS CERTIFICATE MAY BE ISSUED OR MAY PERTAIN, THE INSURANCE AFFORDED BY THE POLICIES DESCRIBED HEREIN IS SUBJECT TO ALL THE TERMS, EXCLUSIONS AND CONDITIONS OF SUCH POLICIES. LIMITS SHOWN MAY HAVE BEEN REDUCED BY PAID CLAIMS. $ $ $ $PROPERTY DAMAGE BODILY INJURY (Per accident) BODILY INJURY (Per person) COMBINED SINGLE LIMIT AUTOS ONLY AUTOSAUTOS ONLY NON-OWNED SCHEDULEDOWNED ANY AUTO AUTOMOBILE LIABILITY Y / N WORKERS COMPENSATION AND EMPLOYERS' LIABILITY OFFICER/MEMBER EXCLUDED? (Mandatory in NH) DESCRIPTION OF OPERATIONS below If yes, describe under ANY PROPRIETOR/PARTNER/EXECUTIVE $ $ $ E.L. DISEASE - POLICY LIMIT E.L. DISEASE - EA EMPLOYEE E.L. EACH ACCIDENT EROTH-STATUTEPER LIMITS(MM/DD/YYYY)POLICY EXP(MM/DD/YYYY)POLICY EFFPOLICY NUMBERTYPE OF INSURANCELTRINSR DESCRIPTION OF OPERATIONS / LOCATIONS / VEHICLES (ACORD 101, Additional Remarks Schedule, may be attached if more space is required) EXCESS LIAB UMBRELLA LIAB $EACH OCCURRENCE $AGGREGATE $ OCCUR CLAIMS-MADE DED RETENTION $ $PRODUCTS - COMP/OP AGG $GENERAL AGGREGATE $PERSONAL & ADV INJURY $MED EXP (Any one person) $EACH OCCURRENCE DAMAGE TO RENTED $PREMISES (Ea occurrence) COMMERCIAL GENERAL LIABILITY CLAIMS-MADE OCCUR GEN'L AGGREGATE LIMIT APPLIES PER: POLICY PRO-JECT LOC CERTIFICATE OF LIABILITY INSURANCE DATE (MM/DD/YYYY) CANCELLATION AUTHORIZED REPRESENTATIVE ACORD 25 (2016/03) © 1988-2015 ACORD CORPORATION. All rights reserved. CERTIFICATE HOLDER The ACORD name and logo are registered marks of ACORD HIRED AUTOS ONLY DocuSign Envelope ID: D52E2231-F08D-45EA-AF35-0893044E398E © 1988-2014 ACORD CORPORATION. All rights reserved. The ACORD name and logo are registered marks of ACORD CERTIFICATE HOLDER ACORD 25 (2016/03) AUTHORIZED REPRESENTATIVE CANCELLATION DATE (MM/DD/YYYY)CERTIFICATE OF LIABILITY INSURANCE LOCJECTPRO-POLICY GEN'L AGGREGATE LIMIT APPLIES PER: OCCURCLAIMS-MADE COMMERCIAL GENERAL LIABILITY PREMISES (Ea occurrence)$DAMAGE TO RENTED EACH OCCURRENCE $ MED EXP (Any one person) $ PERSONAL & ADV INJURY $ GENERAL AGGREGATE $ PRODUCTS - COMP/OP AGG $ $RETENTIONDED CLAIMS-MADE OCCUR $ AGGREGATE $ EACH OCCURRENCE $ UMBRELLA LIAB EXCESS LIAB DESCRIPTION OF OPERATIONS / LOCATIONS / VEHICLES (ACORD 101, Additional Remarks Schedule, may be attached if more space is required) INSRLTR TYPE OF INSURANCE POLICY NUMBER POLICY EFF(MM/DD/YYYY)POLICY EXP(MM/DD/YYYY)LIMITS PERSTATUTE OTH-ER E.L. EACH ACCIDENT E.L. DISEASE - EA EMPLOYEE E.L. DISEASE - POLICY LIMIT $ $ $ ANY PROPRIETOR/PARTNER/EXECUTIVE If yes, describe under DESCRIPTION OF OPERATIONS below (Mandatory in NH) OFFICER/MEMBER EXCLUDED? WORKERS COMPENSATION AND EMPLOYERS' LIABILITY Y / N AUTOMOBILE LIABILITY ANY AUTO ALL OWNED SCHEDULED HIRED AUTOS NON-OWNEDAUTOSAUTOS AUTOS COMBINED SINGLE LIMIT BODILY INJURY (Per person) BODILY INJURY (Per accident) PROPERTY DAMAGE $ $ $ $ THIS IS TO CERTIFY THAT THE POLICIES OF INSURANCE LISTED BELOW HAVE BEEN ISSUED TO THE INSURED NAMED ABOVE FOR THE POLICY PERIOD INDICATED. NOTWITHSTANDING ANY REQUIREMENT, TERM OR CONDITION OF ANY CONTRACT OR OTHER DOCUMENT WITH RESPECT TO WHICH THIS CERTIFICATE MAY BE ISSUED OR MAY PERTAIN, THE INSURANCE AFFORDED BY THE POLICIES DESCRIBED HEREIN IS SUBJECT TO ALL THE TERMS, EXCLUSIONS AND CONDITIONS OF SUCH POLICIES. LIMITS SHOWN MAY HAVE BEEN REDUCED BY PAID CLAIMS. INSD ADDL WVD SUBR N / A $ $ (Ea accident) (Per accident) OTHER: THIS CERTIFICATE IS ISSUED AS A MATTER OF INFORMATION ONLY AND CONFERS NO RIGHTS UPON THE CERTIFICATE HOLDER. THIS CERTIFICATE DOES NOT AFFIRMATIVELY OR NEGATIVELY AMEND, EXTEND OR ALTER THE COVERAGE AFFORDED BY THE POLICIES BELOW. THIS CERTIFICATE OF INSURANCE DOES NOT CONSTITUTE A CONTRACT BETWEEN THE ISSUING INSURER(S), AUTHORIZED REPRESENTATIVE OR PRODUCER, AND THE CERTIFICATE HOLDER. IMPORTANT: If the certificate holder is an ADDITIONAL INSURED, the policy(ies) must have ADDITIONAL INSURED provisions or be endorsed. If SUBROGATION IS WAIVED, subject to the terms and conditions of the policy, certain policies may require an endorsement. A statement on this certificate does not confer rights to the certificate holder in lieu of such endorsement(s). COVERAGES CERTIFICATE NUMBER:REVISION NUMBER: INSURED PHONE(A/C, No, Ext): PRODUCER ADDRESS:E-MAIL FAX(A/C, No): CONTACTNAME: NAIC # INSURER A : INSURER B : INSURER C : INSURER D : INSURER E : INSURER F : INSURER(S) AFFORDING COVERAGE SHOULD ANY OF THE ABOVE DESCRIBED POLICIES BE CANCELLED BEFORE THE EXPIRATION DATE THEREOF, NOTICE WILL BE DELIVERED IN ACCORDANCE WITH THE POLICY PROVISIONS. Acct#:2326439 9/17/2021 Lockton Companies, LLC 888-828-8365 3657 Briarpark Dr., Suite 700 Houston, TX 77042 Indemnity Insurance Co. of North America 43575 STRATEGIC GOVERNMENT RESOURCES, INC. 126 ANGIE LN ABILENE, TX 79602-1254 A X C70042903 10/1/2021 10/1/2022 X 1,000,000 1,000,000 1,000,000 Notice of Material Change Endorsement Included City Manager Recruitment WAIVER OF SUBROGATION IN FAVOR OF City of Fort Collins WHEN REQUIRED BY WRITTEN CONTRACT. CITY OF FORT COLLINS PURCHASING DIRECTOR PO BOX 580 FORT COLLINS, CO 80522 DocuSign Envelope ID: D52E2231-F08D-45EA-AF35-0893044E398E Workers' Compensation and Employers' Liability Policy Named Insured Insperity, INC. L/C/F STRATEGIC GOVERNMENT RESOURCES, INC. 19001 Crescent Springs Drive Kingwood, TX 77339 Endorsement Number Policy Number Symbol: RWC Number: C70042903 Policy Period 10/1/2021 TO 10/1/2022 Effective Date of Endorsement 10/1/2021 Issued By (Name of Insurance Company) Indemnity Insurance Co. of North America Insert the policy number. The remainder of the information is to be completed only when this endorsement is issued subsequent to the preparation of the policy. TEXAS WAIVER OF OUR RIGHT TO RECOVER FROM OTHERS ENDORSEMENT This endorsement applies only to the insurance provided by the policy because Texas is shown in item 3.A. of the Information Page. We have the right to recover our payments from anyone liable for an injury covered by this policy. We will not enforce our right against the person or organization named in the Schedule, but this waiver applies only with respect to bodily injury arising out of the operations described in the Schedule, where you are required by a written contract to obtain this waiver from us. This endorsement shall not operate directly or indirectly to benefit anyone not named in the Schedule. The premium for this endorsement is shown in the Schedule. Schedule ( X )1.Specific Waiver Name of person or organization: City of Fort Collins PO Box 580 Fort Collins, CO 80522 ( )Blanket Waiver Any person or organization for whom the Named Insured has agreed by written contract to furnish this waiver. Operations:2. City Manager Recruitment Premium:3. The premium charge for this endorsement shall be INCLUDED percent of the premium developed on payroll in connection with work performed for the above person(s) or organization(s) arising out of the operations described. Advance Premium:4.INCLUDED Authorized Representative WC 42 03 048 (06/14)© Copyright 2014 National Council on Compensation Insurance, Inc. All Rights Reserved. DocuSign Envelope ID: D52E2231-F08D-45EA-AF35-0893044E398E DocuSign Envelope ID: D52E2231-F08D-45EA-AF35-0893044E398E POLICY NUMBER: BRK0001325 00 COMMERCIAL GENERAL LIABILITY CG 20 10 12 19 THIS ENDORSEMENT CHANGES THE POLICY. PLEASE READ IT CAREFULLY. CG 20 10 12 19 © Insurance Services Office, Inc., 2018 Page 1 of 2 ADDITIONAL INSURED – OWNERS, LESSEES ORCONTRACTORS – SCHEDULED PERSON ORORGANIZATION This endorsement modifies insurance provided under the following: COMMERCIAL GENERAL LIABILITY COVERAGE PART SCHEDULE Name Of Additional Insured Person(s) Or Organization(s)Location(s) Of Covered Operations Any person or organization is added as an Additional Insured when you and such person or organization have agreed, in writing in a contract or agreement, that such person or organization be added as an Additional Insured on your policy. Information required to complete this Schedule, if not shown above, will be shown in the Declarations. A. Section II – Who Is An Insured is amended to include as an additional insured the person(s) or organization(s) shown in the Schedule, but only with respect to liability for "bodily injury", "property damage" or "personal and advertising injury" caused, in whole or in part, by: 1.Your acts or omissions; or 2.The acts or omissions of those acting on your behalf; in the performance of your ongoing operations for the additional insured(s) at the location(s) designated above. However: 1.The insurance afforded to such additional insured only applies to the extent permitted by law; and 2.If coverage provided to the additional insured is required by a contract or agreement, the insurance afforded to such additional insured will not be broader than that which you are required by the contract or agreement to provide for such additional insured. B.With respect to the insurance afforded to these additional insureds, the following additional exclusions apply: This insurance does not apply to "bodily injury" or "property damage" occurring after: 1.All work, including materials, parts or equipment furnished in connection with such work, on the project (other than service, maintenance or repairs) to be performed by or on behalf of the additional insured(s) at the location of the covered operations has been completed; or 2.That portion of "your work" out of which the injury or damage arises has been put to its intended use by any person or organization other than another contractor or subcontractor engaged in performing operations for a principal as a part of the same project. DocuSign Envelope ID: D52E2231-F08D-45EA-AF35-0893044E398E Page 2 of 2 © Insurance Services Office, Inc., 2018 CG 20 10 12 19 C.With respect to the insurance afforded to these additional insureds, the following is added to Section III – Limits Of Insurance: If coverage provided to the additional insured is required by a contract or agreement, the most we will pay on behalf of the additional insured is the amount of insurance: 1.Required by the contract or agreement; or 2.Available under the applicable limits of insurance; whichever is less. This endorsement shall not increase the applicable limits of insurance. DocuSign Envelope ID: D52E2231-F08D-45EA-AF35-0893044E398E