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HomeMy WebLinkAboutRESPONSE - RFP - P1002 EXECUTIVE SEARCH SERVICES ECONOMIC ADVISORFinding people is the easy part, but finding the most qualified individual is a different MAtter. It's a time consuming and difficult Process. Our extensive experience gives us a competitive advantage in executive search, selection and evaluation. That couPled with xnm of the hest consulting talent in the industry enables us to offer a triple guarantee with each search. Whatever managerial or professional position you need to fill, our comprehensive assessment and profiling tools help to deliver a highly qualified pool of talent. Our turn-kcy approach begins with a full assessment of the requirements of the position through the use of our proprietary' job analysis and care competency questionnaires. It then builds additional strength with our well -planned interview process and our thorough fact-finding background and reference check strategies. We work shoulder-ta-shoulder with you all the way to the final face -to face interviews. We back our results with a triple guarantee that voTe've detailed on the reverse side. It's another- wav we ensure your success. Put our talent to work finding the talent you need. vv is to allow Waters-Oldani to complete our understanding of the actual work experience and personal characteristics of the finalists. Specific questions to be asked about the candidates will be developed from the profile approved by the City. Waters-Oldani is pleased to partner with Pinkerton Investigation Services in the gathering of information about the financial history and the review of court records for each final candidate. This thorough background investigation, coupled with our reference checking techniques, helps to ensure a sound selection process. Background checks are also conducted in the areas of: Consumer Credit Records Bankruptcy Records County Criminal Records State District Superior Court Criminal Records County Civil Litigation Records State District Superior Court Civil Litigation Record Jud ent/Tax Lien Records Federal District Criminal Records Motor Vehicle Records Federal District Civil Litigation Records The background investigation will be thoroughly documented and reported to the City. TASK V — FINALIZE SEARCH, RECOMMEND FINALISTS, WRITTEN REPORT Upon completion of Tasks I through IV, Waters-Oldani will submit a Final Candidate Repolrt recommending a group of finalists for the City to interview. Typically four to six final candidates will be identified. Our report will summarize the work experiences and educational backgrounds of the candidates drawn from the resumes and from the initial interviews and background check. Waters-Oldani will also summarize the results of the reference investigations. In addition, the report will include general guidelines for applicant interviewing and suggested interview questions for the City to use in conducting the interviews. A list of suggested questions can be very helpful to the interviewer by ensuring consistency and guarding against straying into potentially legally dangerous areas of inquiry. Waters-Oldani will also discuss with the City the subsequent and optional steps in the total interview process and will make recommendations concerning the final evaluation of the candidates. During this phase of the search, our consulting team plays a major coordinating role. We will participate in final interviews as either an observer or active panel member at the request of the City and are available to answer questions and assist the City in final section and evaluations. In addition, Waters-Oldani will assist the City with the development of '',a compensation package with the successful candidate. Alternative and optional approaches during this time may include the use of an interview panel, assessment center, and/Or personalitylbehavioral assessment tools, such as our validated Personality Report as outlined below. TASK VI — PERSONALITY EVALUATION REPORT © 2005-The Waters Consulting Group, Inc. Page * 8 THIS PROPOSAL CONTAINS PROPRIETARY INFORMATION AND IS THE SOLE PROPERTY OF WCG, INC. THIS PROPOSAL IS NOT TO BE REPRODUCED FOR ANY REASON WITHOUT THE WRITTEN CONSENT OF WCG, INC. (OPTIONAL) As an option for the City to consider, we are prepared to administer a validated Personality Report to the finalists. This comprehensive instrument provides a broad range of information about the candidate's professional behavior, work style and management style. This report helps to evaluate a candidate's professional assets and liabilities in order to determine job fit, performance potential and management needs. The evaluation report includes an analysis of the candidate in a number of areas including intellectual abilities (optional); intellectual usage or thinking style (optional); work style and motivation; emotional style; interpersonal style; and interpersonal influence and control. While a battery of tests such as this is not an absolute predictor of success in a job, testing can often predict potential work -related problems that an individual might have. TASK VII —STRATEGIC SUCCESS MODEL DEVELOPMENT (OPTIONAL) As another option, Waters-Oldani can enhance your selection and development programs through an exciting innovation called Strategic Success Modeling. This tool will be particularly beneficial as we work to identify the successful candidate since it develops a customized, targeted list of core competencies based on feedback from the City, as well as your organizationPs strategic plan, needs, culture and goals. Our approach systematically measures a person's competencies, which are then matched against'�a custom profile that is unique to the City of Fort Collins. A competency is a person's capacity to complete tasks or required activities and is seen through the behaviors a person displays. The competencies consist of components that are learned Or developed, such as knowledge, experience and skills, as well as components that are more innate, such as natural abilities and personality. The object of this objective approach is to systematically identify and define the competencies that are necessary for the successful performance of a given job. Our approach employs in-depth focus groups with Subject Matter Experts (SMEs). SMEs are defined as people who know the target job intimately, such as current job incumbents (if available) or other department heads. While this approach requires more effort than techniques that simply employ checklists and questionnaires, we have found from experience that it yields much richer information, and thus, produces a more tailored profile of what is needed by the City for a candidate to be successful in the position. In contrast, profiles constructed from questionnaires are options and often fail because they merely summarize individually rated averages. In most cases, such questionnaires © 2005-The Waters Consulting Group, Inc. Page • 9 THIS PROPOSAL, CONTAINS PROPRIETARY INFORMATION AND IS THE SOLE PROPERTY OF WCG, INC. THIS PROPOSAL IS NOT TO HE REPRODUCED FOR ANY REASON WITHOUT THE WRITTEN CONSENT OF WCG, INC. do not fully measure the applicable competencies necessary to successfully perform the job. Our process is a valid software -aided process that allows the City to create competency models that define "what good looks like" for each unique job. With our assistance during the workshop process, your City can build a custom competency model using our library of core competencies and produce a customized "selection profile." This process follows with the administration of a Web -based battery of questionnaires to the candidates, which provides detailed information when his/her results are compared against your City's unique and validated success selection profile. We then provide a detailed selection report on each candidate matched to the identified core competencies. In addition, a list of behavioral based interview questions based on your organization's unique profile will be created to be used during candidate interviews. This unique service also includes an opportunity to develop a customized multiple rating feedback report to evaluate the performance of the selected candidate by assessing the specific behaviors associated with each competency (described in Task VIII). In terms of executive search, our process is one of the most innovative and sound programs available today in terms of behaviorally based selection and development, and Waters-Oldani is proud to have it as a part of our list of added -value services. TASK VIII — PROFESSIONAL COACHING Using the approach described in Task VII, Waters-Oldani is prepared to provide expert advice and developmental performance counseling to the selected candidate for a one-year period froth the date of employment. Based on our experience, we know that what happens in the first year of employment is vital to the success of the candidate. Understanding the culture and needs of the community and knowing what results are expected is critical to success. More and more local governments are not just concerned about finding the right candidate but also, what can be don',e to retain talent. At Waters-Oldani, we believe that clear communication of expectations and professional development are two primary points in retaining talented leaders. With such effective communication and greater self -understanding come improved performance, bettor results, and superior success. Once the profiling process is completed, Waters-Oldani will work with the incumbent to improve his/her performance through a multiple rating approach with the City Manager and/or © 2005-The Waters Consulting Group, Inc. Page • 10 THIS PROPOSAL CONTAINS PROPRIETARY INFORMATION AND IS THE SOLE PROPERTY OF WCG, INC. THIS PROPOSAL IS NOT TO BE REPRODUCED FOR ANY REASON WITHOUT THE WRITTEN CONSENT OF WCG, INC. subordinates. We will meet, either in person or via conference call, with the incumbent for one- on-one coaching, quarterly throughout the first year of employment. Our unique and personalized approach will involve soliciting the confidential feedback of all parties involved in assessing the performance of the selected individual. This may include department heads and other staff members. Our experienced and certified consultants are highly skilled at giving feedback and providing high -impact coaching. The tool used in this process will provide specific, individualized, developmental suggestions. Our coaching and counseling expertise takes performance to the next level. We will also work with the City to clarify expectations and focus on closing any performance gaps that might exist. We will help the selected candidate move toward achieving what is expected. Our personalized approach will strengthen capabilities and accelerate the process of acclimation to a new environment. Note: If optional tasks VII & VIII are chosen and the newly appointed executive resigns within the first twenty-four months following the date of employment, Waters-Oldani will conduct a new search for no additional professional fee. The only cost the City would incur in this case would be reimbursement for any project related expenses. Without this option, our guarantee is still valid for a twelve-month period. STRATEGIC PROJECT PLANNING/PROFESSIONAL TEAM Waters-Oldani emphasizes the importance of custom -designing projects to meet our clienes specific needs. In executing the executive search assignment for the City, we will tailor our approach to address the issues unique to the City's working environment. On every project, we assign a Senior Project Consultant and carefully choose a team of professionals to carry out the assignments in an effective and efficient manner. Our Senior Project Consultant will interface with the designated Project Director, and others as appropriate, to determine the scope of the project, schedule, and the resources needed to successfully complete it on time. An exact project schedule will be determined after consultation with the City and may be adjusted as necessary to meet the timeline of the City. From our staff of Senior Project Team Consultants, we will choose a team that can provide complete service to you. The complete Senior Project Team for our executive search services consists of Chris Hartung, Jerry Oldani, Pam Storaci, Nicole Park, Andrea Sims, Peter Lucarelli, Ruth Ann Eledge, and Richard Paterik. (Othdr members may be added with the approval of the City.) This project team has been carefully chosen from the staff of Waters-Oldani for their professional expertise and experience. © 2005-The Waters Consulting Group, Inc. Page • 11 THIS PROPOSAL CONTAINS PROPRIETARY INFORMATION AND IS THE SOLE PROPERTY OF WCG, INC. THIS PROPOSAL IS NOT TO BE REPRODUCED FOR ANY REASON WITHOUT THE WRITTEN CONSENT OF WCG, INC. r� JERROLD OLDArII Senior Vice President Jerry Oldani's expertise and personal attention exceeds traditional approaches to executive search. His search leadership reflects his extensive background in corporate management, human resources, consulting and community service. He often serves as an expert panel member at professional symposiums in the area of executive search. His skill at conducting analyses of complex public sector organizations sets the industry standard. His insights into both corporate and public sector management and thorough research and evaluation of candidate's backgrounds have become hallmarks of the firm. For the last several years, Jerry has led the public sector search discipline in the placement of "women and people of color", averaging over 47% of their total placements. With more than 31 years in executive search for the public sector, Jerry delivers solid and proven perspectives regarding human resources management, organizational analysis and executive search to the discipline. He has been a leading force in developing effective diversity -based recruiting methods, utilization of citizen groups in the recruiting processes and meeting the needs of public sector clients. His private sector focus has been in senior and executive level search for sales and marketing, human resources, finance and technical management personnel. Areas of Expertise • Executive Recruitment • Organizational Analysis • Diversity -based Recruiting Methods & Techniques Professional Accomplishments and Education Jerry received the Bachelor's of Arts in Public Administration degree from the California State University and completed graduate studies in Industrial Psychology at the University of California at Los Angeles. He began his human resources career as Personnel Director at Univar Corporation. He is a member of the Business Advisory Council to the National Forum for Black Public Administrators (NFBPA) and is a Charter Member of the Hispanic Network. © 2005-The Waters Consulting Group, Inc. Page • 12 THIS PROPOSAL CONTAINS PROPRIETARY INFORMATION AND IS THE SOLE PROPERTY OF WCG, INC. THIS PROPOSAL IS NOT TO 9E REPRODUCED FOR ANY REASON WITHOUT THE WRITTEN CONSENT OF WCG, INC. J-, G. CHRIS HARTUNG Director of Public Sector Executive Search Services Chris Hartung is a Senior Consultant and the Director of the Executive Search Division for The Waters Consulting Group, Inc. and Waters-Oldani Executive Recruitment. In his role, he is responsible for managing the executive search division of the firm. In addition, he manages components of compensation, classification and other management consulting projects. Chris has more than 30 years of experience in managing and consulting in both the private and public sector. He has served as Director of Finance, Assistant City Manager, and City Manager in full service municipalities with populations ranging from 15,000 to 160,000. Mr. Hartung served fbr 8 years as City Manager of Denton, TX. Chris joined The Waters Consulting Group, Inc. in October 1997. He has conducted management -consulting assignments in a number of areas including compensation planning and implementation, strategic planning, organizational staffing, total quality management, and executive recruitment. He has written and presented training in a number of subject areas including performance evaluation, leadership and management skills, and customer relations. Areas of Expertise • Executive Recruitment • Classification and Compensation Studies • Skill -based Pay • Employee Surveys • Customer Service Training • Leadership Training Professional Accomplishments and Education Chris received his bachelor's degree in government from Southern Methodist University and his master's degree in public administration from the University of North Texas. He has conducted lectures and seminars for Texas A&M University, the University of Texas at Austin, the University of Texas at Arlington, and the University of North Texas. Chris is on the faculties of the Bill Blackwood Law Enforcement Management Institute of Texas (LEMI) and the Certified Public Manager Program (CPM), which is managed by the faculty at Texas State University, San Marcos. Chris is also fully certified to administer ASSESS Strategic Success Modeling by the professional organizational psychologists at Bigby, Havis & Associates — a nationally known, accredited and respected firm. C 2005-The Waters Consulting Group, Inc. Page • 13 THIS PROPOSAL CONTAINS PROPRIETARY INFORMATION AND IS THE SOLE PROPERTY OF WCG, INC. THIS PROPOSAL IS NOT TO BE REPRODUCED FOR ANY REASON WITHOUT THE WRITTEN CONSENT OF WCG, INC. I- PAM STORACI, SPHR Senior Consultant Pam Storaci is a Senior Consultant for Waters-Oldani. In this role, she is responsible for the implementation of human resources generalist, executive search, compensation, and benefits projects. Pam brings more than 18 years of experience including 7 years of public service experience as an Assistant City Manager for the City of Bethany, Oklahoma and Director of Human Resources for the Town of Addison, Texas. Pam also has extensive experience in the manufacturing industry as a Manager/Director of Human Resources. In addition, Pam is bilingual in English/Spanish. Areas of Expertise • Recruitment and Retention • Executive Search • Human Resources Audits • FLSA Analysis • Legal Compliance (ADA, ADEA, COBRA, EEO, FLSA, FMLA, IRCA, HIPAA) • Investigations • Streamlining Human Resources Processes • Human Resources Policies, Procedures and Handbooks • Opinion Surveys • Salary and Benefits Market Surveys and Analysis • Health and Welfare Benefits Strategy and Plan Design • Benefits Cost Containment • Benefit Enrollments and Communication • Compensation Philosophy Design • Position Description Analysis • Market -Based Position Evaluation Analysis • Salary Planning and Administration • Performance Appraisal Systems • Performance -Based Pay Systems and Incentives • Bilingual Human Resources Services • Union Avoidance and Labor Contract Negotiations • Workers' Compensation and Safety Audits • Expert Witness Services in the area of human resources for private and public sector Professional Accomplishments and Education Pam received her bachelor's degree from the University of California at Irvine and her masterl1s degree in business administration (MBA) from Oklahoma State University. Pam also has her certification as a senior professional in human resources (SPHR). © 2005-The Waters Consulting Group, Inc. Page • THIS PROPOSAL CONTAINS PROPRIETARY INFORMATION AND IS THE SOLE PROPERTY OF W CG, INC. THIS PROPOSAL IS NOT TO BE REPRODUCED FOR ANY REASON WITHOUT THE WRITTEN CONSENT OF WCG, INC. ANDREA BATTLE SIMS Senior Consultant Andrea Battle Sims has been working in executive search for over five (5) years, managing all phases of the search process for municipal, county, state and non-profit organizations, focusing on the East, Midwest and Mid -Atlantic regions with numerous searches for a number of governmental and non-profit executives including: City and Assistant City Managers, Library Directors, Chief Information Officers, Police Chiefs, City/County Attorneys, Parks & Recreation Directors, Finance Directors and Workforce Development Executive Directors. Andrea is an experienced professional with over twenty years of prior experience in Information Technology, EDP Audit and Management experience in both the public and private sector. Her local government leadership roles include serving as the IT Director at Cleveland Public Schools with a staff of 50; Deputy Director of IT at Cuyahoga County with a staff of 70. In addition, her county experience includes creating a start-up venture to sell public computer access to the legal community. Ms. Sims has held management positions at AT&T, Progressive Insurance, and National City Bank managing IT projects as well as IT professionals, along with serving as an internal consultant/auditor. She has successfully managed IT professionals through the change process from legacy to client - server technologies including both private and public sector Year 2000 implementations. Areas of Expertise • Executive Search • Recruitment and Retention Training • Information Technology • Organizational Assessment • Strategic Planning and Implementation • Project Management • Process Improvement Professional Accomplishments and Education Andrea's educational background includes a Bachelor of Arts in Mathematics from Spelman College, Atlanta Georgia and a Master of Science in Operations Research from The Wharton School at the University of Pennsylvania, Philadelphia, Pennsylvania. In addition, her post -graduate education includes numerous IT and management courses and seminars and certification from the Leadership Academy. Andrea's current and past civic involvement includes the Board of Trustees at the American Cancer Society, Cuyahoga Unit; Junior League of Cleveland, along with leadership positions with the Links, Inc., Spelman Alumnae Association, and Delta Sigma Theta, Inc. © 2005-The Waters Consulting Group, Inc. Page • 15 THIS PROPOSAL CONTAINS PROPRIETARY INFORMATION AND IS THE SOLE PROPERTY OF W CG, INC. THIS PROPOSAL IS NOT TO BE REPRODUCED FOR ANY REASON WITHOUT THE WRITTEN CONSENT OF WCG, INC. f, NICOLE PARK Senior Consultant Nicole Park serves as a Senior Consultant in executive search with Waters-Oldani. In this role she interacts with clients and candidates throughout the entire executive search process to provide seamless transitions each step of the way. Nicole's prior experience stems from working in the large and dynamic corporate environment of Microsoft Corporation and she has spent the last four years working in public sector executive search. Her project experience in the public sector includes screening and interviewing of candidates for a multitude of executive positions, serving clients such as the City of San Jose, California, Broward County, Florida and numerous cities in Texas such as Carrollton, College Statio11, Lubbock and Plano. She has participated in the recruitment of a wide range of executive positions such as Police and Fire Chiefs, Chief Financial Officers, Information Technology Directors, Human Resource Managers and Parks and Recreation Director to name a few. Nicole is committed to providing the highest level of customer service to both clielit organizations and candidates during the executive search process. She is skilled in developing strong working relationships that serve to provide a win -win experience for all parities involved and is able to effectively communicate with key stakeholders at all levels of an organization. in addition, she has direct experience through her graduate studies in working with non-profit organizations and state human services agencies. She is skilled in providing behaviorally based assessments and in conducting screening interviews that develop a substantial list of qualified executive recruitment candidates. Areas of Expertise • Organizational and business development • Training • Recruitment • Executive search • Candidate background screening • Behaviorally based assessment • Group facilitation Professional Accomplishments and Education Nicole received her master of arts in counseling psychology from Northwest University in Kirkland, Washington, with an emphasis in vocational counseling and solution -focused orientation. She obtained her bachelor of arts in political science and history from Vanguard University, Costa Mesa, California with a focus on public policy. © 2005-The Waters Consulting Group, Inc. Page • 16 THIS PROPOSAL CONTAINS PROPRIETARY INFORMATION AND IS THE SOLE PROPERTY OF W CG, INC. THIS PROPOSAL. IS NOT TO HE REPRODUCED FOR ANY REASON WITHOUT THE WRITTEN CONSENT OF WCG, INC. f- , PETER R. LUCARELLI Senior Consultant Peter R. Lucarelli is an experienced public safety professional with over 41 years of fire protection and life safety services. He started his career with the Los Angeles City Fire Department as a Firefighter in 1963, and progressed through the ranks to Assistant Chief, when in 1990 he was recruited as the Fire Chief for Bellevue, Washington. Chief Lucarelli recently retired from Bellevue with 14 years of distinguished service. Pete has held progressively demanding positions in his profession that range from assignment to almost all positions within Fire Suppression and Rescue Operations to positions within, Fite Prevention that included command of all code issues dealing with all industrial and commercial occupancies in the City of Los Angeles, Command of the 911 Communications Center for the LAFD and also had Command of all Fleet and Supplies operations for the Department. He has extensive background and experience in community relations and outreach. Under Chief Lucarelli's leadership, the Bellevue Fire Department initiated the "Light Force Concept" in staff and apparatus deployment that allowed the community to realize hundreds of thousands of dollars in tax savings each year, while maintaining enhanced and quality fire and life safety protection. Bellevue Fire was the eighth fire department in the Nation to receive Accreditation by the Commission for Fire Accreditation International in 1998. Bellevue Fire is one of two fire departments in the State that hold the highest (best) rating for insurance premium ratings; Class 2. During the past ten years, the community has consistently rated the Bellevue Fine Department as the most important in terms of services provided, and bestowed on the Department the highest ratings for service satisfaction. Areas of Expertise • Executive Search • Strategic Planning • Organizational Analysis & Resource Deployment • Recruitment and Retention Training Professional Accomplishments and Education Pete has represented the United States as a member of delegations to Japan and Italy, where he shared information dealing with preparedness for catastrophic earthquakes and systems for managing large scale emergencies. He is a graduate, with distinction, of the University of Redlands with a Bachelor's Degree in Management; a graduate of the Executive Fire Officers Program, a course developer and an Adjunct Instructor at the National Fire Academy. Chief Lucarelli was the first Fire Chief in the Nation to be recognized by the international Association of Emergency Managers as a "Certified Emergency Manager" (CEM). He served as Technical Advisor for the major motion picture "The Towering Inferno," while working with the LAFD. Ih 2004, Pete was invited to join a Public Technology Inc. team that assisted the City of Scottsdale, Arizona with strategic planning for the transition from a proprietary system of fire and EMS services to a municipal model of services. The municipal model was implemented by Scottsdale on July 1, 2005. m 2005-The Waters Consulting Group, Inc. Page • 17 THIS PROPOSAL CONTAINS PROPRIETARY INFORMATION AND IS THE SOLE PROPERTY OF W CG, INC. THIS PROPOSAL IS NOT TO HE REPRODUCED FOR ANY REASON WITHOUT THE WRITTEN CONSENT OF WCG, INC. OPTIONAL SERVICES FOR CONSIDERATION PROFESSIONAL FEES Additional work related to the search process and as specifically requested by the Quoted upon request client which is outside of the scope of this project (i.e. additional onsite meetings) Task 6 — Personality Assessment Report w/o Strategic Success Modeling $350 per candidate Task 7A — Validated Success Profile Development: The development of a fully $5,000.00 customized Strategic Success Model (with documentation of construct validity). This includes 1 day onsite working with a team of 5-7 individuals (Subject Matter Experts) from your organization to develop the model for one position title as well as the identification of competencies and the profile development Task 7 B — A customized Selection Report, including a competency -based $450 per c ndidate behavioral interview with probing questions for candidates and participating employees *Task 8 — Professional Coaching for first year of employment which includes all $ ,000.00 coaching tools, visits with successful candidate and visits with the Board or hiring manager Note: If Task 8 is selected, Tasks 7 A & B are prerequisites to the process. © 2005-The Waters Consulting Group, Inc. Page • 32 THIS PROPOSAL CONTAINS PROPRIETARY INFORMATION AND IS ME SOLE PROPERTY OF WCG, INC. THIS PROPOSAL IS NOT TO BE REPRODUCED FOR ANY REASON WITHOUT'I'HE WRPfTEN CONSENT OF WCG, INC. 41 RUTH ANN ELEDGE, SPHR Senior Consultant Ruth Ann Eledge is the Director of Consulting Services for The Waters Consulting Group, Inc. In this role, she oversees projects to ensure they are delivered on time while at the same time meeting the quality requirements of the client. She also provides senior consulting services to Waters-Oldani clients. Ruth Ann has more than 24 years of public sector experience with the City of Austin, Texas. Prior to joining the Waters-01dani team, Ruth Ann served as the Director of Human Resources and Civil Service for the City of Austin, Texas. Under Ruth Ann's leadership, the City of Austin was recognized as one of only two cities nationwide to receive "A" ratings from Governing Magazine as top Human Resources Department in 2000. Most recently, Ruth Ann is serving as the Senior Project Director for a major compensation study for the City of Tucson, Arizona and Corpus Christi, Texas. Areas of Expertise • Executive Search and Recruitment • Job Evaluation Analysis • Job Description Analysis • Benchmarking • Market Surveys • Salary Administration Audits • Compensation Planning and Implementation Professional Accomplishments and Education Ruth Ann received her bachelor's degree from the University of Texas at Austin and her masteris degree (MPA) from Southwest Texas State University. © 2005-The Waters Consulting Group, Inc. Page • 19 THIS PROPOSAL CONTAINS PROPRIETARY INFORMATION AND IS THE SOLE PROPERTY OF WCG, INC. THIS PROPOSAL IS NOT TO BE REPRODUCED FOR ANY REASON WITHOUT THE WRITTEN CONSENT OF WCG, INC. RICHARD PATERIK, Ph. D. Senior Consultant Richard Paterik serves as a Performance Management Specialist and Organizational Behavior Consultant for The Waters Consulting Group, Inc. Before joining the firm, Richard worked as the Director of the Career Development Center for the University of Dallas and has provided consulting services to both the public and private sector throughout his graduate work. He is a highly focused organizational psychologist with strong assessment, consulting, and project management skills. He has successfully implemented professional -level services and programs with business strategies and corporate cultures. Areas of Expertise • Performance Management and Appraisal System Development • Job Evaluation System Design and Implementation • Alternative Pay and Reward Programs • Organizational Psychology • Leadership Development Systems • Pre -employment Psychological Testing and Assessments • EEO Equity Analysis • Statistical Analysis including Performance Scale Creation and Validation • Conflict Resolution Training • Position Evaluation and Position Description Development • Skill -based Pay System Development • Competency -based Performance Achievement Programs Professional Accomplishments and Education Richard received this Doctorate of Philosophy in Counseling Psychology from Texas Woman's University. He received his Master of Arts in Counseling Psychology from Michigan State University. He is a Licensed Psychologist and is a certified Birklman Consultant and Targeted Selection Interviewer. Richard is also fully certified to administer ASSESS Strategic Success Modeling by the professional organizational psychologists at Bigby, Havis & Associates — a nationally known, accredited and respected firm. © 2005-The Waters Consulting Group, Inc. Page • 1 THIS PROPOSAL CONTAINS PROPRIETARY INFORMATION AND 1S THE SOLE PROPERTY OF WCG, INC. THIS PROPOSAL IS NOT TO BE REPRODUCED FOR ANY REASON WITHOUT THE WRITTEN CONSENT OF WCG, INC. ))MIM ff M IMC USA Code of Ethics All IMC USA members pledge in writing to abide by the Institute's Code of Ethics. Their adherence to the Code signifies voluntary assumption of self-discipline above and beyond the requirements of law. Key provisions of the Code specify: Clients • Members will serve their clients with integrity, competence, and objectivity, using a professional approach at all times, and placing the best interests of the client above all others. • Members will establish realistic expectations of the benefits and results of their services. ■ Members will treat all client information that is not public knowledge as confidential, will prevent it from access by unauthorized people, and will not take advantage of proprietary or privileged information, eitb�r for use by them, their firm or another client, without the client's permission. • Members will avoid conflicts of interest, or the appearance of such, and will disclose to a client any circumstances or interests that might influence their judgment and objectivity. • Members will refrain from inviting an employee of an active or inactive client to consider alternative employment without prior discussion with the client. Engagements • Members will only accept assignments which they possess the expertise to perform, and will only assign staff with the requisite expertise. ■ Members will ensure that before accepting any engagement, a mutual understanding of the objectives, scope,' work plan, and fee arrangements has been established. IN Members will offer to withdraw from a consulting engagement when their objectivity or integrity may be impaired. Fees Members will agree in advance with a client on the basis for fees and expenses, and will charge fees and expenses that are reasonable, legitimate and commensurate with the services delivered and the responsibility accepted. Members will disclose to their clients in advance any fees or commissions that they receive for equipment, supplies or services they could recommend to their clients. Profession Members will respect the individual and corporate rights of clients and consulting colleagues, and will not use proprietary information or methodologies without permission. Members will represent the profession with integrity and professionalism in their relations with their clients, colleagues and the general public. Members will report violations of this Code to the Institute, and will ensure that other consultants working on behalf of the member abide by this Code. The Institute of Management Consuttants USA, Inc. (IMC USA) adopted its first Code of Etbirs in 1968. Since that time IMC USA has mod�ied the wording of she Code far additional clarity and reterienn to clients. The current Code was approred February 22, 2002. It is consistent attb the International Code of Professional CondNa peiMsbed by the International Counal of Management Consulting Institutes (ICMCI) of which IMC USA is a founding member. Members who apply for the CW. (Certified Management Consultant) designation must past a written examination on the appdcauon of the IMC USA Code of Ethics to client service. The CMC mark is awarded to consultants who bare met high standards of education, experience, competence and professionalism. © 2005-The Waters Consulting Group, Inc. Page • THIS PROPOSAL CONTAINS PROPRIETARY INFORMATION AND IS THE SOLE PROPERTY OF WCG, INC. THIS PROPOSAL IS NOT TO BE REPRODUCED FOR ANY REASON WITHOUT THE WRITTEN CONSENT OF WCG, INC. PROFESSIONAL REFERENCES IGtsap County, Washington (360) 337-7150 Chris Gears, County Administrator Project: Selection of Director of Community Development City/County of Durham, North Carolina (919)560-0000 Mike Ruffin, County Administrator Project: Selection of Director of City/County Planning Department and Selection of Director of Human Resources Charlottesville Redevelopment & Housing Authority, Virginia (434)970-3253 Rochelle Small -Toney, Assistant City Manager Project: Selection of Executive Director Port of Los Angeles, California (310) 732-3480 Rocki Walker, Director of Human Resources Project: Selection of Executive Director (Current Project) City of Plano, Texas (972) 941-7121 Tom Muehlenbeek, City Manager Project: Selection of Various Economic Development Positions City of Virginia Beach, Virginia (757)427-4242 Charlie Meyer, Chief Operating Officer Project: Selection of Assistant City Manager/CFO and Selection of Chieflnformation Officer Seattle City Light (206) 684-3200 Jorge Carrasco, Superintendent (Former City' Manager of The City of Austin, Texas) Project: Selection of Economic Development & International Trade Director City of Weatherford, Texas (817)596-8723 Mayor Joe Tyson Project: Selection of City Manager and Selection of Director of Economic Development City of Cedar Park, Texas (512) 258-4121 Don Birkner, City Manager Project: Selection of Director of Economic Development Corporation City of San Jose, California (408) 277-4674 Kay Winer, Deputy City Manager Project: Selection of Economic Development Director © 2005-The Waters Consulting Group, Inc. 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THIS PROPOSAL IS NOT TO BE REPRODUCED FOR ANY REASON WTTHOUT THE WRITTEN CONSENT OF WCG, INC. 4-- A SAMPLING OF RECENT EXECUTIVE SEARCHES • Abilene, Texas City Manager • Albany, Oregon Chief of Police • Allen, Texas City Manager Finance Director • Ann Arbor, Michigan Chief Financial Officer (2) City Attorney City Man a er • Arlington, Texas Administrator, Library Public Services Assistant Director, Library Services Assistant Director, Planning & Development Services Assistant Director, Traffic and Transportation (2) CIP Director (Public Works) City Attorney Code Information Officer Deputy City Manager Director, Capital Improvements Director of Events and Conventions, Convention and Visitors Bureau Fire Chief (2) Human Resources Director Library Director Parks and Recreation Director (2) Planning Director (2) President, Convention and Visitors Bureau (2) Traffic and Transportation Director (2) • Arvada, Colorado Executive Director, Center for Arts and Humanities Human Resources Director IT Director • Aurora, Colorado Chief of Police Public Works Director • Austin, Texas Assistant City Manager, Community Services Assistant City Manager, Human Services Assistant City Manager, Public Safety Assistant City Manager, Public Utilities Building Inspector Chief Environmental Officer Chief of Police Community Development Director Director, Aviation Operations Economic Development & International Trade Director Employees' Retirement System, Pension Officer Hospital Administrator Management Development Program Senior Attorneys (2) Senior Management Compensation Stud • Beaumont, Texas Administrative Services Director © 2005-The Waters Consulting Group, Inc. Page • 22 THIS PROPOSAL CONTAINS PROPRIETARY INFORMATION AND IS THE SOLE PROPERTY OF W CG, INC. THIS PROPOSAL IS NOT TO BE REPRODUCED FOR ANY REASON WITHOUT THE WRITTEN CONSENT OF WCG, INC. *-1 Assistant City Manager City Manager (2) Public Health Director • Bedford, Texas Chief of Police • Bellevue, Washington Chief of Police (2) City Attorney (2) City Manager (3) Data Processing Systems Administrator Deputy City Manager Director of Human Resources Economic Development Director Emergency Preparedness Manager Facilities Project and Planning Manager Fire Chief (2) Manager, Construction, Permits & Inspection Mapping Coordinator Outplacement Project Parks & Community Services Director Planning Director Water Supply Project Director • Bellingham, Washington Director of Parks and Recreation Human Resources Director Library Director Planning and Community Development Director Public Works Director • Birmingham, Alabama Administrative Assistant to the Mayor for Capital Projects Director of Information Management Services • Black Hawk, Colorado City Manager • Blaine, Minnesota City Manager Public Services Manager Support Services Manager • Bloomington, Minnesota Chief Financial Officer, Chief of Police • Blue Springs, Missouri City Engineer • Board of City Development Executive Director (City of Lubbock, Texas • Boise, Idaho Fire Chief • Bothell, Washington Assistant City Manager Chief of Police City Manager Public Works Director • Boulder, Colorado City Manager, Deputy Fire Chief • Brooklyn Park, Minnesota City Manager • Brownsville, Texas City Manager • Brownwood, Texas City Manager • Camas, Washington City Administrator Fire Chief Human Resources Director (In Process) • Cameron, Texas City Manager • Carrollton, Texas City Manager © 2005-The Waters Consulting Group, Inc. Page • 23 THIS PROPOSAL CONTAINS PROPRIETARY INFORMATION AND IS THE SOLE PROPERTY OF WCG, iNC. THIS PROPOSAL IS NOT TO BE REPRODUCED FOR ANY REASON WITHOUT THE WRITTEN CONSENT OF WCG, INC. j-I Director of Public Works Fire Chief Transit Oriented Development Director • Casa Grande, Arizona City Manager • Chandler, Arizona Assistant City Manager Chief Information Officer Chief of Police Communications & Public Affairs Director Human Resources Director • Charlottesville, Virginia Director of Parks, Recreation & Leisure Services Finance Director (In Process) Transit Manager • Chehalis, Washington City Manager • Coalinga Regional Medical Executive Director Center (Coalinga, California • Coalinga, California City Manager • College Station, Texas Chief of Police (3) Fire Chief (2) Manager, Information Systems • Coppell, Texas Assistant Director of Public Works Chief of Police City Engineer • Corpus Christi, Texas Assistant City Manager, Management & Budget Chief of Police City Attorney City Manager Director of Personnel & Labor Relations Director of Public Health Director of Safety & Risk Management Manager, Affirmative Action/EEO • Corvallis, Oregon City Manager • Covington, Washington City Manager • Davis, California City Manager • Decatur, Illinois Director of Public Safety Services • Denton, Texas City Manager Executive Director, Planning & Community Development • Des Moines, Iowa Housing Services Director • District of Colombia Chief Transportation Engineer Corporation Counsel Deputy Mayor for Operations Parks & Recreation Director • Dubuque, Iowa City Manager • Durham, North Carolina Police Chief • East Orange, New Jersey Director of Police Information Technology Coordinator Police Technology Director (In Process) • Edmond, Oklahoma Chief of Police © 2005-The Waters Consulting Group, Inc. Page • 24 THIS PROPOSAL CONTAINS PROPRIETARY INFORMATION AND IS THE SOLE PROPERTY OF W CG, INC. THIS PROPOSAL IS NOT TO BE REPRODUCED FOR ANY REASON WITHOUT THE WRITTEN CONSENT OF WCG, INC. *{ • Elmwood Park, Illinois Village Manager • Englewood, Colorado City Manager • Eugene Oregon Director of Public Safety • Evanston, Illinois City Manager Public Works Director • Farmers Branch, Texas Chief of Police City Manager Director, Economic Development Manager, Council Goal Setting Process • Federal Way, Washington Director of Police Services (Chief) • Ferguson, Missouri City Manager (2) • Fort Collins Colorado City Manager Community Development Director Deputy City Manager Director, Development Services Director, Finance • Fort Wayne, Illinois Director of Parks and Recreation • Fort Worth, Texas Assistant Director of Transportation & Public Works Assistant Housing Director Aviation Director City Attorney Director of Development Director of Housing Director of Human Relations Director of Planning & Growth Management Director of Transportation & Public Works Environmental Management Director Executive Director of Public Facilities and Events Health Director Library Director Water Utilities Director • Fremont, California Assistant Financial Services Director Fire Chief (2) Information Technology Manager • Garland, Texas Assistant Director of Electric Utilities Code Enforcement Manager Director of Finance Economic Development Director Human Resources Director Traffic & Transportation Director • Glendale, Arizona Deputy City Manager Community Development • Grand Prairie, Texas Assistant Utilities Director (Electric) Traffic & Transportation Director • Greenville, South Carolina Assistant City Manager City Manager Finance Director Public Works Director • Gresham, Oregon City Manager © 2005-The Waters Consulting Group, Inc. Page • 25 THIS PROPOSAL CONTAINS PROPRIETARY INFORMATION AND IS THE SOLE PROPERTY OF W CG, INC. THIS PROPOSAL IS NOT TO BE REPRODUCED FOR ANY REASON WITHOUT THE WRITTEN CONSENT OF WCG, iNC. r, • Hampton, Virginia Police Chief • Harlingen, Texas City Manager • Hartford, Connecticut Chief of Police • Hayward, California Personnel and Employee Relations Director • Hermiston, Oregon Chief of Police • Houston Police Officers Chief Investment Officer Pension System (Texas) Executive Director • Huntsville, Texas City Manager • Iowa City, Iowa City Manager • Irving, Texas Chief of Police City Manager • Juneau, Alaska City Manager • Kent, Washington Assistant Fire Chief (2) • Kerrville, Texas City Manager • Ketchikan Gateway Borough Attorney Borough, Alaska Borough Manager • Kilgore, Texas City Manager • King County/Seattle, Community Oriented Primary Care Director Washington (Joint Agency) Director of Adult Corrections Director of Public Health (2) Director of Public Safety Director of Stadium Administration (Kingdome) Executive Director, Economic Development Council Human Resources Director Manager, Surface Water Management Division Medical Director Organizational Assessment Project Prevention Services Manager Public Defense Program Administrator Public Works Director (Modified) Roads Manager • Kirkland, Washington Administrative Services Director Assistant City Manager Chief of Police City Manager Deputy Fire Chief Director, Planning & Community Development Public Works Director • Lake Oswego, Oregon City Manager Fire Chief • Las Vegas, Nevada Director of Community Planning & Development Fire Chief Human Resources Director Redevelopment Manager • Lee's Summit, Missouri City Administrator • Lewiston, Idaho Community Development Director Public Works Administrator • Little Rock, Arkansas Chief of Police © 2005-The Waters Consulting Group, Inc. Page • 26 THIS PROPOSAL CONTAINS PROPRIETARY INFORMATION AND IS THE SOLE PROPERTY OF WCG, INC. THIS PROPOSAL IS NOT TO 6E REPRODUCED FOR ANY REASON WITHOUT THE WRITTEN CONSENT OF WCG, INC. } I City Manager • Long Beach, Washington City Administrator • Longmont, Colorado City Manager • Longview, Washington City Manager • Los Angeles, California Chief of Police Deputy Administrator, Economic Development & Community Redevelopment • Loveland, Colorado City Manager (2) • Lubbock, Texas City Manager, Internal Auditor • Lynnwood, Washington Chief Building Official • Mercer Island, Washington City Attorney City Manager Compensation Study Parks and Recreation Director • Midland, Texas City Manager • Midlothian, Texas City Manager • Mill Creek, Washington City Manager • Minneapolis, Minnesota Police Chief • Missouri City, Texas City Manager Finance Director • Modesto, California Deputy City Manager Deputy Director of Recreation and Neighborhoods Director of Community Development Fire Chief • Mont Belvieu, Texas City Administrator • Mount Prospect, Illinois Village Manager • Mt. Pleasant, Texas City Manager • Murphy, Texas City Manager City Secretary • Newcastle, Washington City Manager • Norfolk, Virginia Assistant City Manager Assistant Director of Budget & Finance (In Process) Assistant Director of Child & Family Services (In Process) Assistant Director of Human Resources (In Process) Assistant Library Director Chief of Police Director of Finance (In Process) Fire Chief Human Services Program Manager (In Process) Information Technology Director Library Director • Norman, Oklahoma City Manager • Oak Park, Illinois Chief of Police Director of Building Property and Maintenance Director of Public Health © 2005-The Waters Consulting Group, Inc. Page • 27 THIS PROPOSAL CONTAINS PROPRIETARY INFORMATION AND IS THE SOLE PROPERTY OF WCG, INC. THIS PROPOSAL IS NOT TO BE REPRODUCED FOR ANY REASON WITHOUT THE WRITTEN CONSENT OF WCG, INC. 0 WATERS-OLDANI EXECUTIVE RECRUITMENT A Division of The Waters Consulting Group, Inc. October 27, 2005 Mr. James B. O'Neill II, CPPO, FNIGP Director of Purchasing & Risk Management City of Fort Collins Purchasing Division 215 North Mason St., 2ad Fl. Fort Collins, CO 80522-0580 Re: Request for Proposal P 1002 — Executive Search for an Economic Advisor Dear Mr. O'Neill: Thank you for this opportunity to assist the City of Fort Collins in its executive search for a new Economic Advisor. We would be pleased to work with the City in further refining this proposal to best suit the needs of the City. There are many options we can explore but, when we write a work plan, we do so in a fashion that we know will make for the most successful search based qn our experiences "in the trenches." Our executive search services include turnkey, total programs from start to finish or individual search services such as reference checks and background investigations. With our solid reputation and sound approach to executive search nationwide, coupled with our seasoned team of experts, our goal is to help our clients avoid the headache of costly hiring mistakes. If your valuable time has ever been wasted in interviews of potential executives who later provie unqualified for the job, then we are your executive search solution. Here's why: Our executive search services cover the nation. • With our executive search team, backed by our full-time staff of compensation consultants, we are on top of the trends in the salary market. We know what is being asked and what is being offered in terms of total compensation. • We also have a full-time team of HR consultants which help us to know the latest labor and fair employment laws, rulings and court decisions. • We refer only qualified and motivated candidates with the talent to perform at the level of your needs. • We have a large number of satisfied clients to whom you may refer with confidence. THE WATERS CONSULTING GROUP, INC. PRODUCTIVE MANAGEMENT CONCEPTS 2695 Villa Creek Drive Suite l04 Dallas, Texas 75234 972/481/1950 972/481/1951(Fax) www.watersconsulting.corh Fire Chief Public Works Director • Oakland, California Administrative Librarian, Development & Employment Director of Communications & Information Services Director, Office of Economic Development & Employment Director of Police Services (Chief) Fire Chief Information Technology Director • Odessa, Texas City Manager • Oklahoma City, Oklahoma Chief of Police Police Department Succession Planning Project • Ontario, California Convention Center Director • Oregon City, Oregon City Manager (2) • Paris, Texas City Manager • Pearland, Texas City Manager • Peoria, Arizona Community Development Director Deputy Police Chief Human Resources Director • Plano, Texas Assistant City Manager (3) Chief Building Official Chief of Police (3) City Manager (2) Data Processing Director Director, Environmental Health Economic Development Director (2) IT Director Planning Director Transportation Engineering Manager • Ponca City, Oklahoma Fire Chief (In Process) • Port Arthur, Texas Chief of Police, City Manager • Portland, Oregon Director, GIS Director, OFA Manager, GIS Personnel Director • Prescott Valley, Arizona Police Chief • Puyallup, Washington Chief of Police City Manager Director of Information Technology & Communications In Process • Redmond, Washington Assistant to the Mayor Director of Parks and Recreation Fire Chief (2) Human Resources Director • Renton, Washington Director, Community Development Public Works Director • Richmond, California Police Chief (In Process) • Rochester, New York Public Library Director © 2005-The Waters Consulting Group, Inc. Page • 28 THIS PROPOSAL CONTAINS PROPRIETARY INFORMATION AND IS THE SOLE PROPERTY OF W CG, INC. THIS PROPOSAL IS NOT TO BE REPRODUCED FOR ANY REASON WITHOUT THE WRITTEN CONSENT OF WCG, INC. r4�- 1 • Roseville, Minnesota Chief of Police, City Manager • Round Rock, Texas Fire Chief • Saint Louis Park, City Manager (2) Minnesota • San Angelo, Texas City Manager • San Antonio, Texas Assistant Director of Convention & Visitors Bureau Economic Development Director Library Director • San Bernardino, California Animal Control Director Deputy Director of Public Works/ City Engineer • San Diego, California Chief Information Officer/Deputy City Manager • Snyder, Texas City Manager • Sugar Land, Texas Assistant City Manager (2) • Terrell, Texas City Manager • Weatherford, Texas City Manager • San Jose, California Assistant City Manager Assistant Director of Aviation Operations Deputy Director of Animal Services Deputy Director, Community Facilities Development Deputy Director, Community Services Director of Office of Community Development Director of Parks, Recreation & Neighborhood Svcs. Director, Workforce Investment Act Employee Relations Manager (2) Fire Chief (2) Gaining Control Administrator • Seatac, Washington City Manager • Seattle, Washington Capital Planning & Development Division Director Chief Engineer, Seattle City Light Chief Operating Officer, Seattle City Light Contracts & Concessions Manager, Seattle Center Deputy Superintendent, Electrical Services Director, Drainage & Wastewater Utility Director of Engineering, Seattle Water Department Director of Operations Director of Water Quality Director, Office of Planning Director, Seattle Center Employees Retirement System, Executive Director Finance Director Fire Chief Human Resources Director, Seattle City Light Marketing Director, Seattle Center Police Chief Public Works Consultant Services Manager © 2005-The Waters Consulting Group, Inc. Page • 24 THIS PROPOSAL CONTAINS PROPRIETARY INFORMATION AND IS THE SOLE PROPERTY OF W CG, INC. THIS PROPOSAL IS NOT TO BE REPRODUCED FOR ANY REASON WITHOUT THE WRITTEN CONSENT OF WCG, INC. SCADA Systems Manager, Seattle Public Utilities Water Department, Affirmative Action • Sioux City, Iowa Public Works Director • Snohomish, Washington City Manager Police Chief • Snoqualmie, Washington City Administrator • Southlake, Texas Deputy Director of Public Safety/ Chief of Police Services Director of Planning • Spokane, Washington Chief Administrative Officer Director of Management Information Services Risk Manager • Springfield, Ohio City Manager Finance Director • Springfield, Oregon Development Services Director Human Resources Director • Sugar Land, Texas City Attorney Finance & Administrative Services Director • Sunnyvale, California Assistant Director of Public Safety Assistant to the City Manager City Clerk (2) Community Development Director Deputy City Manager — Organizational Effectiveness Human Resources Director Director of Public Safety • Surprise, Arizona Fire Chief Police Chief • Tacoma, Washington City Manager (In Process) Human Resources Director Information Technology Director Library Director • Texas Municipal League Executive Director, Health Insurance Trust Fund • Thornton, Colorado City Attorney Community Development Director (2) Economic Development Director Finance Director Human Resources Manager • Tucson, Arizona Convention Center Director Director of Water Utilities • University Park, Texas Deputy Fire Chief (In Process) Police Chief • Vancouver, Washington Chief of Police • Virginia Beach, Virginia Chief Operating Officer Police Chief • Waco, Texas Chief of Police City Manager • Walla Walla, Washington City Manager • Washougal, Washington City Administrator Police Chief © 2005-The Waters Consulting Group, Inc. Page • 30 THIS PROPOSAL CONTAINS PROPRIETARY INFORMATION AND IS THE SOLE PROPERTY OF W CG, INC. THIS PROPOSAL IS NOT TO BE REPRODUCED FOR ANY REASON WITHOUT THE WRITTEN CONSENT OF WCG, INC. Public Works Director • West Des Moines, Iowa City Manager Information Services Manager Public Works Director • West St. Paul, Minnesota City Manager • Westminister, Colorado Finance Director Planning Manager • Woodbury, Minnesota City Administrator • Wichita, Kansas Airport Director (In Process) • Wrangell, Alaska City Manager • Yakima, Washington Wastewater Treatment Superintendent © 2005-The Waters Consulting Group, Inc. Page • 31 THIS PROPOSAL CONTAINS PROPRIETARY INFORMATION AND IS THE SOLE PROPERTY OF WCG, INC, THIS PROPOSAL IS NOT TO HE REPRODUCED FOR ANY REASON WITHOUT THE WRITTEN CONSENT OF WCQ INC. PROFESSIONAL FEES The professional fee to conduct the search is $19,500.00 plus out-of-pocket expenses. Expenses are not included in professional fees and will be billed separately as incurred. Project -related expenses include, but are not limited to: job posting and advertising fees on various Web sites and classified advertising fees in printed publications; consultant travel expenses; criminal history/credit/driver's license checks; printing and the production of necessary materials such as brochures, profiles, and final reports; transportation; telephone fees; shipping and postage, profile mailing labor/services, and video conferencing fees. Travel expenses incurred by candidates are not the responsibility of Waters-Oldani. The professional fee will be billed in four installments; 30% of the fee will be billed at the beginning of the search; 30% at the implementation of Phase II; 30% at the implementation of Phase 111; and the final 10% upon acceptance of offer by the candidate. If candidates from this search process are selected for another position in the organization within one year of the close of the search, a fee of 50% of the above mentioned proposal amount will be due to Waters-Oldani Executive Recruitment. Only professional fees have been detailed in the following section. If selected for this project, Waters-Oldani will be happy to negotiate a not -to -exceed figure including expenses. All questions regarding these Professional fees should be directed to Stacy Layton Waters, Vice President, at 972-481-1950 or via email at slayton(a�watersconsultina.com. PHASE DESCRIPTION OF PROFESSIONAL SERVICES Phase I Task 1 Task 2 — Profile Development & Posting (includes 1 day on site) — Identify Quality Candidates Phase II Task 3 Task 4 — Preliminary Screening & Initial Report — Background Interviews & References Phase III Task 5 — Finalize Search / Recommend Finalists Conclusion I Acceptance of offer by candidate Total Professional Fees $19,500.00 © 2005-The Waters Consulting Group, Inc. Page • 32 THIS PROPOSAL CONTAINS PROPRIETARY INFORMATION AND IS THE SOLE PROPERTY OF WCG, INC. THIS PROPOSAL IS NOT TO BE REPRODUCED FOR ANY REASON WITHOUT THE WRITTEN CONSENT OF WCG, INC. CITY OF FORT COLLINS, CO TENTATIVE TIMELINE The following timetable represents a tentative schedule for the Economic Advisor search based on the start of the search effective November 15, 2005. The timetable allows for an orderly recruitment conducted during the holiday period and concluding in sufficient time to allow the selected candidate to report for work and have sufficient time to transition. Activity Due Date • Preliminary Interviews with City of Fort Collins Key Staff and other November 15, 2005 Stakeholders • Finalization of marketing materials and position brochure November 30,i 2005 • Placement of Ads *Please note: the schedule can also be impacted by the print and December 10,' 2005 advertising deadlines for national sources • Closing Date of Recruitment January 10, 2006 • Semi -Final Candidates Spreadsheet and Discussions with City of Fort January 25, 2006 Collins • Semi -Final Candidate Interviews Completed February 15, 2006 • Recommendation of Finalists to the City of Fort Collins February 17, 2006 • Final materials to the City of Fort Collins February 24, 2006 • Final Interviews at City of Fort Collins Week of Februarys 27, 2005 • Offer Extended to Finalist March 6, 2005 This schedule takes into account several holidays taking place during the recruitment schedule (e.g. Veteran's Day, Thanksgiving, Christmas, Hanukah, New Years, Martin Luther King Jr. Day and President's Day), which potentially could disrupt the schedule. The timetable anticipates approximately a 90-day recruitment schedule and is predicated on the availability of key personnel at the City of Fort Collins who are crucial to the success of the process. © 2005-The Waters Consulting Group, Inc. Page • 33 THIS PROPOSAL CONTAINS PROPRIETARY INFORMATION AND IS THE SOLE PROPERTY OF W CG, INC. THIS PROPOSAL IS NOT TO BE REPRODUCED FOR ANY REASON WITHOUT THE WRITTEN CONSENT OF WCG, INC. Z OPTIONAL SERVICES FOR CONSIDERATION PROFESSIONAL FEES Additional work related to the search process and as specifically requested by Quoted upon request the client which is outside of the scope of this project (i.e. additional onsite meetings) Task 6 — Personality Assessment Report w/o Strategic Success Modeling $350 per candidate Task 7A — Validated Success Profile Development: The development of a $5,000.00 fully customized Strategic Success Model (with documentation of construct validity). This includes 1 day onsite working with a team of 5-7 individuals (Subject Matter Experts) from your organization to develop the model for one position title as well as the identification of competencies and the profile development Task 7 B — A customized Selection Report, including a competency -based $450 per candidate behavioral interview with probing questions for candidates and participating employees *Task 8 — Professional Coaching for first year of employment which includes $5,000.00 all coaching tools, visits with successful candidate and visits with the Board or hiring manager *Note: If Task 8 is selected, Tasks 7 A & B are prerequisites to the process. 0 2005-The Waters Consulting Group, Inc. Page • 34 THIS PROPOSAL CONTAINS PROPRIETARY INFORMATION AND IS THE SOLE PROPERTY OF WCG, INC. THIS PROPOSAL IS NOT TO BE REPRODUCED FOR ANY REASON WITHOUT THE WRITTEN CONSENT OF WCG, INC. • We approach our work from our client's viewpoint by offering our triple guarantee which is detailed below... O We remain with you until a final selection is made for a fixed fee — no matter how long it takes © If the selected candidate fails to meet the job requirements for up to one year, we will conduct another search for no additional professional fees © We will not solicit the candidate candidates selected under this contract for any other position for two years after the date of appointment. We appreciate the opportunity to submit a proposal outlining our approach to assisting the City an effective search program. Please allow this letter to serve as confirmation that this proposal firm for a 90-day period immediately following the date of review of the proposal. If we c answer any questions or provide a comprehensive proposal of our services and fees, please c toll free at 800.899.1669. We look forward to meeting with your organization to discuss tl work plan and our possible assistance with this project. Best Regards, Rollie O. Waters Founder & President ROW/nmp Jerrold Oldani Senior Vice President G. Chris Hartung Director of Public Sector Executive Search Services © 2005-The Waters Consulting Group, Inc. Page • 2 THIS PROPOSAL CONTAINS PROPRIETARY INFORMATION AND IS THE SOLE PROPERTY OF WCG, INC. THIS PROPOSAL IS NOT TO BE REPRODUCED FOR ANY REASON WITHOUT THE WRITTEN CONSENT OF WCG. INC. JI COMMITMENT TO SUCCESS OUR UNDERSTANDING OF LOCAL GOVERNMENT AS WELL AS OUR COMMITMENT IN DEVELOPING A PARTNERING RELATIONSHIP WITH OUR CLIENTS ARE KEY FACTORS IN OUR LONG-TERM SUCCESS. PROJECT OVERVIEW The City is considering the use of an outside consulting firm to assist in the executive search program for a new Economic Advisor and has requested a statement of qualifications describing; a work plan and project approach from Waters-Oldani Executive Recruitment (Waters-Oldani),'la division of The Waters Consulting Group, Inc. PROFESSIONAL EXPERTS MAKE THE DIFFERENCE Throughout the assignment, the Waters-Oldani consulting staff will serve as technical advisors to the City, serving to ensure that the selection process is conducted in a professional manner. The objective of Waters-Oldani will be to generate a highly qualified group of candidates from whom the City may select for a new Economic Advisor, as well as assist the City in the evaluation process of such candidates. Due to our broad reaching professional relationships with cities across the nation, Waters-Oldani is positioned to confidently promote the City to prospective candidates as a very positive career and personal growth opportunity. Since our firm's beginning in 1976, we have emerged as a leader in executive search. It is o6r 29+ years of consulting experience, coupled with our unique approach and personal touch that drives our internal standard for delivering only outstanding services and top-quality products. In addition, Waters-Oldani Executive Recruitment is positioned as the largest privately held executive search firm in the nation, with a focus on local governments. With any consulting assignment, but particularly with an executive search project, reliable, consistent communication is fundamental to project success. At key points during a search assignment, the Waters-Oldani consultants will meet, either by phone or in person, with the City as appropriate, to discuss the progress of the recruitment and to review subsequent steps in the search process. These regular overview sessions will help to ensure success with the search assignment. We have helped hundreds of government entities over the years with their executive search challenges. We pride ourselves in the fact that we bring a high level of personal commitment to everything that we do. We get to know our clients — their concerns for success, their strategic goals, and their operational culture — that is the only way that we can deliver customized systems © 2005-The Waters Consulting Group, Inc. Page • 3 THIS PROPOSAL CONTAINS PROPRIETARY INFORMATION AND IS THE SOLE PROPERTY OF W CG, INC. THIS PROPOSAL IS NOT TO BE REPRODUCED FOR ANY REASON WITHOUT THE WRITTEN CONSENT OF WCG, INC. for organizations of all sizes. But our professional commitment does not just stop with our clients. Time after time, we have candidates who were not selected for positions call our firm to compliment us on our search process. Many of them have stated that we provided them with the best search experience in which they have ever participated. Client satisfaction is important to all organizations, but to our firm, it is our chief focus. In our business, referrals and recommendations are the keys to success — not to mention longevity. A list of our references is included below for the City's review. ROLE OF THE CITY'S STAFF We have a full and seasoned staff of professionals to deliver top quality services with minimal effort required from the City. However, to assist in the project, we suggest the City designated a Project Director to serve as Waters-Oldani's principal contact for the search assignment. Depending upon the chosen tasks, the City's Project Director will handle functions such as coordinating meeting times and places, arranging for meeting updates and any other coordination of recruitment activities. Our team of consultants will work to thoroughly review the goals of the City in regard to the search by conducting an initial planning meeting with the Project Director and others as appropriate. OUR TRIPLE GUARANTEE During this project, the mission of Waters-Oldani will be to assist the City in the selection of',a seasoned, well -respected, and innovative leader that has the ability to assist the City in the accomplishment of the City's goals and objectives. Our Triple Guarantee is defined as: (1) A commitment to remain with the search assignment until the City has made an appointment for the fee and tasks quoted in this proposal. If the City is unable to make a selection from the initial group of finalists, Waters-Oldani will work with the City to identify a supplemental group; (2) If the City removes with cause the newly appointed Economic Advisor (selected from candidates recommend by Waters-Oldani) or the newly appointed executive resigns within the first twelve months following the date of employment, we will conduct a new search for no additional professional fee. The only cost the City would incur in this case would be reimbursement for any project -related expenses. Additionally, if the City chooses Tasks VII and VIII, we will extend the guarantee to twenty-four months; and 3) Waters-Oldani will not solicit any candidates selected under this contract for any other position for two years after the date of appointment. TASK I — DEVELOP PROFILE AND IMPLEMENT ADVERTISING STRATEGY This important first step in the recruitment process will involve the development of a comprehensive profile describing the minimum qualifications, desired experience, personal © 2005-The Waters Consulting Group, Inc. Page • 4 THIS PROPOSAL CONTAINS PROPRIETARY INFORMATION AND IS THE SOLE PROPERTY OF WCG, INC. THIS PROPOSAL IS NOT TO BE REPRODUCED FOR ANY REASON WITHOUT THE WRITTEN CONSENT OF WCG, INC. characteristics, and other factors that will make a person likely to be a success in the position. Waters-Oldani will meet with the Project Director, designated City staff members, and others, as appropriate and as directed by the City, to discuss the required background and experiences for the new Economic Advisor. Many of our previous searches have involved an open -community approach to profile development, and we have found this to be an excellent way to broaden our perspective on the qualifications needed for the position. In the development of the profile, Waters-Oldani will also gather organizational charts, budgetary information, operational reports, and other documentation describing the operations and workload of the position, as necessary. Additionally, we will use our knowledge of current developments in the operations of municipal management to further assist the City in the development of the qualifications for this position. Consideration will be given to requirements such as formal education and specific work experiences. We understand the importance of developing truly meaningful position requirements that meet the current needs of the City and that complement the culture, goals and objectives of the City. Based upon the results of the discussions with the City, community and staff interviews, and our review of other information, Waters-Oldani will develop a customized profile that represents'a consensus view of the background, experiences, and other qualifications important for ''a successful Economic Advisor for the City of Fort Collins. The draft profile will be presented to the City for review and final approval prior to initiating the solicitation and advertising strategy. In order to conduct an open recruitment and to encourage applications from a diverse pool of candidates, Waters-Oldani will work with the City to develop a comprehensive advertising strategy to notify potential candidates about the vacancy. Advertisements will be placed in appropriate professional publications, local newspapers of record, and on Internet bulletin boards. Draft ads will be submitted to the City for approval prior to publication. Waters-Oldani has direct access to the Internet through our heavily trafficked Web site at www.watersconsulting.com and targeted e-mail (search@watersconsulting.com). Additionally, we will use these resources to communicate with prospects and candidates as appropriate directly. The aggressive advertising campaign for top talent will include national, regional, in -state and local elements as determined during our initial meetings with the City. We will work to create an appealing brochure in order to submit to candidates in both a printed and electronic format. Additionally, our presence at appropriate local government conferences will be used to further promote the position. A solid and effective advertising strategy will help to ensure that the City conducts an open © 2005-The Waters Consulting Group, Inc. Page • 5 THIS PROPOSAL CONTAINS PROPRIETARY INFORMATION AND IS THE SOLE PROPERTY OF WCG, INC. THIS PROPOSAL IS NOT TO BE REPRODUCED FOR ANY REASON WITHOUT THE WRITTEN CONSENT OF WCG, INC. t recruitment. Waters-Oldani is committed to making sure that the City meets its commitment to ensure against discrimination in employment practices on the basis of race, color, national origin, ancestry, disability, gender or religion. TASK II — SEARCH STRATEGY AND IDENTIFICATION OF QUALITY CANDIDATES Once the profile for the new Economic Advisor has been established, Waters-Oldani will implement the campaign to address prospective candidates on a national, regional, in -state and local basis (as determined). Using the information provided by the profile developed in Task 1, Waters-Oldani will seek to identify individuals who would be outstanding candidates for Economic Advisor for the City of Fort Collins. Often, potentially well -qualified candidates ate not actively seeking new employment and will not necessarily respond to an advertisement. However, if a potential candidate is presented with the opportunity directly and in the proper manner, he or she may apply. We take pride in our ability to locate quality candidates across the nation based on our professional contacts and relationships. In addition, Waters-Oldani will send direct informational mailings to key associations and municipal organizations throughout the nation. During this assignment, we will use our knowledge of local government to identify and contact individuals who may be candidates or who may know of potential candidates. Waters-Oldani has reliable contacts from coast to coast. We will contact individuals identified as potential candidates to discuss the career opportunity presented by the City. The objective of this effort will be to identify highly qualified individuals, and then to interest these potential candidates in submitting a resume for the City's consideration. Waters-Oldani Executive Recruitment keeps appropriate records to ensure compliance with legal requirements throughout the search process. We have established networks with minority and female leaders throughout the nation and are proud of our record of placement of qualified minority and female candidates. Waters-Oldani Executive Recruitment has adopted a corporate policy of equal employment opportunity and will not participate in any search effort where these principles are not followed. Organizations such as the City of Arlington and the City of Plano, Texas; the City of Oakland, California; and various departments of the City of Seattle have exclusively used our services in finding diverse candidate pools as we have been able to produce significant results for them. Our record of combined successful placements of candidates froth affected classes from our public sector searches is in excess of 40%. In addition, we are charter members of NFBPA and their Business Advisory Committee and the Hispanic Network. © 2005-The Waters Consulting Group, Inc. Page • 6 THIS PROPOSAL CONTAINS PROPRIETARY INFORMATION AND IS THE SOLE PROPERTY OF WCG, INC. THIS PROPOSAL IS NOT TO RE REPRODUCED FOR ANY REASON WITHOUT THE WRITTEN CONSENT OF WEE, INC. TASK III — PRELIMINARY SCREENING AND INITIAL INTERVIEWS Our recruiting efforts generally identify a highly qualified pool of applicants, depending upon the position and the availability of skills in the marketplace. From this group we review the credentials of each applicant, including internal candidates, based on his/her resume, referral source comments, and when appropriate, telephone interviews. We compare this information to the requirements developed in the recruiting profile and generate a spreadsheet list of 12 to 15 candidates whose backgrounds and experience most closely fit the requirements of the position. We believe that one of the strengths of the Waters-Oldani search process is our handling of candidates for a position. Each candidate submitting a resume is sent a timely acknowledgement letter by Waters-Oldani giving an approximate schedule for the search. Further communications are maintained with each candidate regarding information about the search progress and, at the conclusion of the project, rejection letters are sent by Waters-Oldani. We take pride in the many complimentary comments made by finalists and non -finalists regarding the level of communication and the professionalism with which they are treated during a search. After obtaining authorization from the City, Waters-Oldani conducts face-to-face in-depjh interviews (either by phone, in person or via video conference) with each semi-final candidate. Our interviews are conducted with a set of questions developed by Waters-Oldani to measuie management skills, interpersonal traits and characteristics deemed most important to the City. These inquiries are combined with a list of questions developed specifically for the position using issues identified in the profile development. At the conclusion of our interviews and after conducting sufficient references to confirm our findings, we will meet with the City to recommend final candidates. After discussion, if the City agrees with our recommendations, Waters-Oldani will provide detailed written evaluations of the candidates. TASK IV — BACKGROUND INTERVIEWS AND REFERENCES Once the City approves the group of finalists, Waters-Oldani will begin the reference checking and background process. Our reference and background check process is the hallmark of our successful executive search program. Waters-Oldani will obtain a list of up to fifteen work - related references for each finalist. Telephone contact is then made with selected references and sometimes with others in the specific industry that may know of additional accomplishments and work experiences of the candidates. The purpose of the reference interviews is not to solicit negative comments about the candidates, although the process may generate some. The purpose © 2005-The Waters Consulting Group, Inc. Page • 7 THIS PROPOSAL CONTAINS PROPRIETARY INFORMATION AND IS THE SOLE PROPERTY OF WCG, INC THIS PROPOSAL IS NOT TO BE REPRODUCED FOR ANY REASON WITHOUT THE WRITTEN CONSENT OF WCG, INC.