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2021/02/22 - ADMIN - Agenda Packets - City Council - Study Session
AGENDA FEB. 22, 2021 All meetings of the St. Louis Park City Council will be conducted by telephone or other electronic means starting March 30, 2020, and until further notice. This is in accordance with the local emergency declaration issued by the city council, in response to the coronavirus (COVID-19) pandemic and Governor Walz's “Stay Safe MN” executive order 20-056. Some or all members of the St. Louis Park City Council will participate in the Feb. 22, 2021 city council meeting by electronic device or telephone rather than by being personally present at the city council's regular meeting place at 5005 Minnetonka Blvd. Members of the public can monitor the meeting by video and audio at https://bit.ly/watchslpcouncil or by calling +1-312-535-8110 meeting number (access code): 372 106 61 for audio only. Cisco Webex will be used to conduct videoconference meetings of the city council, with council members and staff participating from multiple locations. 6:30 p.m. – STUDY SESSION Discussion items 1. 6:30 p.m. City manager recruitment 2. 7:30 p.m. Policing discussion - continued 3. 9:00 p.m. Future study session agenda planning and prioritization 9:05 p.m. Communications/updates (verbal) 9:10 p.m. Adjourn Written reports 4. January 2021 monthly financial report 5. Conversion therapy The agenda is posted on Fridays on the official city bulletin board in the lobby of city hall and on the text display on civic TV cable channel 17. The agenda and full packet are available by noon on Friday on the city’s website. If you need special accommodations or have questions about the meeting, please call 952 -924-2525. Meeting: Study session Meeting date: February 22, 2021 Discussion item : 1 Executive summary Title: City manager recruitment Re commended action: City council to provide human resources direction on next steps in recruitment process . Policy consideration: Does council need any further information to make a decision on a consultant selection ? Summary: At the February 8, 2021 study session, council directed staff to solicit proposals from executive search firms to assist with the recruitment process for a new city manager. Four very reputable firms provided proposals. Human resources reviewed each proposal, checked references for each, and invited all firms to a brief virtual presentation in front of council. Proposals: Individual firm proposals and an executive summary of all proposals will be sent under separate cover. Monday process recommendation: 1.Ali Timpone, HR Manager will provide information regarding proposals. 2.Each firm was invited to have representatives attend the virtual meeting and conduct a five -minute maximum presentation and have been asked to address the following areas: o Intro of firm and principal recruiter for project o Recent experience with high level public sector/nonprofit recruitment o Company efforts to advance racial equity and inclusion in recruitment processes o Why council should select your firm 3.Firms will present in alphabetical order: a.Baker Tilly US, LLP (Anne Lewis, Director) b.DDA Human Resources, Inc (Mark Casey, Management Consultant) c.GovHR USA (Charlene Stevens, Senior Vice President) d.kpCompanies (Joelle Allen, SVP Client Services, Training & Development) 4.Following each firm’s five -minute presentation, all consultants will exit the web -ex meeting to allow council discussion. 5.Mayor Jake Spano will facilitate discussion with council. HR staff will as sist with additional information as needed. 6.Council directs staff on next steps in selection of a firm. Budget: Human resources has funds budgeted to cover the costs of each proposal. Supporting documents: Proposals Prepared by: Ali Timpone, HR manager Reviewed by: Nancy Deno, deputy city manager/HR director Approved by: Tom Harmening, city manager St. Louis Park Human Resources Division • 5005 Minnetonka Blvd., St. Louis Park, MN 55416 www.stlouispark.org • Phone: 952.924.2500 • Fax: 952.924.2645 • TTY: 952.924.2518 Executive Summary of Proposals For City Manager Recruitment February 2021 Four proposals were received for executive search consulting services. The following is an executive summary of the four proposals in alphabetic order by firm name. Full proposals as submitted are attached. 1. Baker Tilly US, LLP a. Project Lead: Anne Lewis, Director. Ms. Lewis is located in Tysons, VA. She has worked for local governments for nearly 20 years. Prior to joining Baker Tilly, Ms. Lewis served as assistant county administrator for a Virginia county, and has also held positions as an assistant city manager, deputy city manager, emergency management deputy director, public information officer, human resources manager. She has a Master of Science degree in organizational leadership and public administration. b. Recent Public Sector/Nonprofit Recruitments: Baker Tilly has conducted 19 high-level public sector recruitments in Minnesota in 2020 for several cities that are considered market comparables to St. Louis Park including Brooklyn Center, Edina, and Oakdale. c. Guarantee: Baker Tilly provides a one-year guarantee, which means that if the selected external candidate ends employment for any reason in the first 12 months, the replacement recruitment will be repeated with no professional fee. d. Onboarding: The quoted fee includes Baker Tilly assisting the city in conducting one performance review for the selected candidate. e. Cost: $24,500 2. DDA Human Resources, Inc a. Project Lead: Mark Casey, Management Consultant. Mr. Casey is located in New Brighton, MN. He has 33 years of public service experience and has served as the city manager for the City of St. Anthony Village, city administrator for the City of Annandale, director of community education, and has also worked for Faribault, St. Peter, and Columbia Heights. He holds a Master’s degree from St. Cloud State University. b. Recent Public Sector/Nonprofit Recruitments: In the past 2 years, this company has conducted 38 public sector recruitments for top management positions at counties and cities in the greater metro such as: the cities of St. Anthony Village, Monticello, Albert Lea, New Brighton, and Beltrami and Cook counties. c. Guarantee: DDA provides a two-year guarantee d. Onboarding: For an additional fee of $3,000, Mr. Casey will regularly check in with the new city manager to check in and provide feedback to all parties, and work with the council to conduct a six-month performance review. e. Cost: $21,000 3. GovHR USA a. Project Lead: Charlene Stevens, Senior Vice President. Ms. Stevens is located in Cottage Grove, MN. She joined GovHR in 2018 after 22 years in the public sector, serving as city Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 2 St. Louis Park Human Resources Division • 5005 Minnetonka Blvd., St. Louis Park, MN 55416 www.stlouispark.org • Phone: 952.924.2500 • Fax: 952.924.2645 • TTY: 952.924.2518 administrator in Cottage Grove and Willmar. She holds a Master of Public Administration from the University of Kansas. b. Recent Public Sector/Nonprofit Recruitments: Since joining GovHR, Ms. Stevens has completed 20 executive searches for top city/county officials, including for the City of Virginia Beach, VA (pop 450,000). In MN, Ms. Stevens provided search services for the Waconia city administrator and Burnsville human resources director. c. Guarantee: GovHR provides a one-year guarantee d. Onboarding: Onboarding services will be provided, including consulting and support for a six-month performance evaluation at the rate of $125/hour. e. Cost: $21,500 4. kpCompanies a. Project Lead: Joelle Allen, SVP Client Services, Training & Development. Ms. Allen is located in Golden Valley, MN. She has experience as a corporate marketing manager and now manages an alliance between providing executive search services and serving as chief inclusion officer at Interaction Traction, a DEI strategy and engagement firm established in 2004. She holds an MBA from the University of St. Thomas where she is an adjunct professor in the MBA program. b. Recent Public Sector/Nonprofit Recruitments: Recently, this company placed a director of public works for the City of St. Paul and director of asset management for the City of Minneapolis, and has conducted other nonprofit searches for Minneapolis Foundation and Blue Cross Blue Shield of MN. c. Guarantee: kpCompanies provides a six-month guarantee d. Onboarding: A comprehensive 90-day culturally specific onboarding proposal was provided to prepare the new leader for the social, cultural, and professional components of the role for an additional cost of up to $21,600. e. Cost: 30% of new hire first year base salary (max $56,015 based on salary limit with waiver of $186,720) Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 3 City of St. Louis Park, Minnesota Proposal to provide executive search consulting services to select a City Manager February 17, 2021 Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 4 Baker Tilly US, LLP 380 Jackson Street, Suite 300 St. Paul, MN 55101 T: +1 (651) 223 3000 F: +1 (651) 223 3046 bakertilly.com February 17, 2021 Ms. Ali Timpone Human Resources Manager City of St. Louis Park 5005 Minnetonka Boulevard St. Louis Park, MN 55416 Dear Ms. Timpone: Baker Tilly US, LLP (Baker Tilly) appreciates the opportunity to submit the following proposal for executive recruitment services to the City of St. Louis Park (the City) to help you identify your next City Manager. We believe that our record of successfully placing qualified and very accomplished professionals, along with our extensive experience providing executive recruitment services to cities, counties and other public-sector organizations nationwide, will be beneficial for your recruitment and will allow us to find the candidate who has the traits, skills, experience and overall competence you desire for your organization. We know that you have options when it comes to selecting a recruitment firm. However, we believe that our unique approach, highly regarded customer service practices, and our record of identifying and recruiting top level executives in similar roles, sets us apart from our competitors. Additionally, we offer the following unique features: −Customized profile development: working with the members of the City Council and designated staff, we develop a customized candidate profile based on the required, desired and preferred qualifications, traits and attributes you seek in the individual you interview or hire for your next City Manager. We strive to understand how the City’s current and anticipated needs and organizational priorities will shape your recruiting and selection requirements; then we collaborate with you to develop a nationwide or regional marketing, recruiting and outreach campaign. This approach has proven to effectively allow us to identify, attract and recruit highly qualified candidates for your review. −Proprietary management/leadership assessment: relying on exclusively licensed predictive analytics tools (using data to determine patterns and forecast future outcomes and trends), we administer assessments to selected applicants to help us identify human potential in each of the candidates we present to you. Results are “Real,” “Impactful,” and “Powerful.” Furthermore, these results can provide you with more profound insights into the candidate’s management traits and leadership styles based on scientific data. −Recorded video interviews: we ask selected candidates (semi-finalists) to complete a recorded, one- way video interview, using questions developed from your “candidate profile,” which gives your review team an additional tool to evaluate the semi-finalists before inviting them to a face-to-face interview. −Proprietary online application management: our exclusively licensed, proprietary online application system enables us to efficiently manage applicant flow, classification and allows us to communicate with each applicant quickly and effectively. We communicate in real time with applicants, thereby engaging and informing them of each step, search related assignment and corresponding timeline throughout the process. Our system also allows us to access, review and evaluate thousands of prior applicants or individuals who have manifested interest in similar positions. Generally, these are individuals who may not be actively seeking a job, but who may be open to “the right opportunity.” This is another benefit and advantage we provide to our clients, which enables us to access a larger number of active and passive job seekers. Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 5 This proposal details about our approach, expertise, references and pricing for this executive recruitment. Our team would consider it a professional privilege to provide these services to the City of St. Louis Park. Very truly yours, BAKER TILLY US, LLP Chuck Rohre Anne Lewis Firm Director Director M: +1 (214) 608 7477 T: +1 (703) 823 8214 E: chuck.rohre@bakertilly.com E: anne.lewis@bakertilly.com Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 6 Contents Baker Tilly US, LLP, trading as Baker Tilly, is a member of the global network of Baker Tilly International Ltd., the members of which are separate and independent legal entities. STATEMENT OF UNDERSTANDING .................................. 1 OUR UNDERSTANDING OF ST. LOUIS PARK’S NEEDS ........ 1 PROPOSED SOLUTION TO MEET ST. LOUIS PARK’S NEEDS ... 2 QUALIFICATIONS ............................................................... 3 FIRM QUALIFICATIONS ........................................................... 12 PROJECT CONTACTS AND LOCATIONS ............................... 13 SIMILAR CONSULTING SERVICES ...................................14 TOP EXECUTIVE POSITIONS ............................................22 PROJECT APPROACH .......................................................23 OUR STRATEGY FOR RECRUITMENT OF DIVERSE CANDIDATES ............................................................................ 23 COMMITMENT TO DIVERSITY AND INCLUSION ................... 23 RECRUITMENT SOLUTIONS DURING THE COVID-19 PANDEMIC ................................................................................ 24 REMOTE WORK ....................................................................... 25 RECRUITMENT APPROACH.................................................... 25 TIMELINE................................................................................... 30 WHY BAKER TILLY IS IDEALLY SUITED TO SERVE ST. LOUIS PARK ............................................................................. 31 BENEFITS TO ST. LOUIS PARK .............................................. 32 NOT TO EXCEED FEE ........................................................33 PROFESSIONAL FEE ............................................................... 33 TRIPLE GUARANTEE ............................................................... 34 NEGOTIATIONS ........................................................................ 34 FEE PAYMENT SCHEDULE ...............................................35 COST FOR ADDITIONAL CONSULTING ...........................36 APPENDIX I: SAMPLE BROCHURE .................................... i APPENDIX II: SAMPLE EXCERPT OF TTI REPORT ..........vi Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 7 City of St. Louis Park, Minnesota Page | 1 Statement of understanding Our understanding of St. Louis Park’s needs We understand the City is looking for a timely, effective, efficient, responsive, well-managed and thorough search process to recruit and identify highly qualified candidates for its next City Manager. Baker Tilly will work with the City to understand the desired qualities and professional capabilities that are most important to your organization for this recruitment. This information helps us present the City of St. Louis Park and the vacancy to well-regarded candidates, emphasizing the opportunities for leadership and professional growth as well as presenting the City of St. Louis Park as a vibrant and thriving community in which to live. We recognize that there is significant competition for experienced local government managers today. For this reason, we work with you to develop a recruitment strategy that includes an aggressive marketing, recruiting and candidate outreach campaign. As you know, a successful recruitment often depends upon the ability to reach successful executives who may not necessarily be in search of new employment opportunities. Thus, we use existing resources to inform and encourage qualified professionals to apply for opportunities with your organization. We believe that these efforts are critical to ensuring that the City receives a qualified candidate pool. Baker Tilly manages and tracks applicant information and provides regular communications, updating the applicants on the status of the recruitment. Our communications are always professional and respectful. We take pride in our ability to provide the City Council with comprehensive information about each candidate we present, expanding beyond applications and resumes, to better understand their professional experience, the leadership and management style they will bring to your organization, and their motivation for pursuing this career opportunity. We also assist you in the preparation of interview questions, interview day scheduling, planning and structuring as needed. Additionally, we are available to you and present throughout each interview session and are able to facilitate your deliberations and negotiations with the top candidate. Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 8 Statement of understanding City of St. Louis Park, Minnesota Page | 2 Proposed solution to meet St. Louis Park’s needs The recruitment will be conducted out of our St. Paul, Minnesota and Tysons, Virginia offices. Anne Lewis will serve as the project team leader. Our proven process includes five major tasks: 1. Recruitment brochure development and advertising –We schedule and meet with your City’s elected officials, appointed management team members and key stakeholders, as requested, to understand your desired needs, strategic directions, overall candidate expectations and to develop a candidate profile 2.Execution of recruitment strategy and identification of quality candidates –Using the approved profile, we develop a colorful, appealing brochure and embark on a national or regional targeted recruitment campaign –Additionally, we simultaneously launch a direct applicant outreach campaign targeting eligible prospects identified via our extensive searchable applicant database –Using our proprietary applicant tracking system, we communicate and update applicants on key processes and corresponding search progress 3.Screening of applications, recommendation of semi-finalists and selection of finalists –Once we identify the most promising applicants, we ask them to complete our due diligence questionnaire and a candidate questionnaire while the project team conducts a comprehensive web and social media scan to elicit information that could be relevant to employment –These applicants also complete a recorded, one-way video interview of selected questions designed to secure a different perspective on the applicant’s overall qualifications –We provide you with a Semi-Finalists Report of the top candidates, which includes resumes, cover letters and due diligence questionnaire responses –Selected finalists complete a management and leadership style and strengths assessment (personality and behavior analysis) to provide us with important information about their styles, temperament, preference, etc. 4.Conducting background checks (criminal, civil, credit and driving record), reference checks and academic verifications –Background records checks and academic verification –References 5.Final interview process –Once your Mayor and City Council identifies its top 4-6 finalists, we work with you and the finalists to coordinate all aspects of the interview process –Employment offer – assistance and feedback Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 9 City of St. Louis Park, Minnesota Page | 3 Qualifications The Baker Tilly project team is designed specifically for the City of St. Louis Park. The project team represents experienced professionals who will be working on this City Manager recruitment. Our service team is selected to meet four very specific objectives for the City: 1) it represents the staff who will be directly responsible for your projects; 2) it provides a range of expertise to cover the range of service requirements; 3) it provides a national perspective of experience and institutional knowledge to achieve your future objectives; and 4) it represents the commitment to take personal and professional responsibility for the services and outcomes for the City of St. Louis Park. Project team leader Anne Lewis, Director T: +1 (703) 923 8214 E: anne.lewis@bakertilly.com Additional project team members Chuck Rohre, Firm Director T: +1 (214) 466 2436 E: chuck.rohre@bakertilly.com Art Davis, Director T: +1 (816) 868 7042 E: art.davis@bakertilly.com Patricia Heminover, Director T: +1 (651) 223 3058 E: patty.heminover@bakertilly.com Sharon Klumpp, Director T: +1 (651) 223 3053 E: sharon.klumpp@bakertilly.com Edward G. Williams, Ph.D., Director T: +1 (214) 842 6478 E: edward.williams@bakertilly.com Michelle Lopez, Senior Recruitment Analyst T: +1 (651) 223 3061 E: michelle.lopez@bakertilly.com Jenelle McDonald, Senior Recruitment Analyst T: +1 (214) 466 2445 E: jenelle.mcdonald@bakertilly.com Our engagement team has completed more than 150 successful administration searches since 2015. Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 10 Qualifications City of St. Louis Park, Minnesota Page | 4 Anne Lewis Anne Lewis, a director with Baker Tilly, has worked for local governments for nearly 20 years. Baker Tilly US, LLP Director 8219 Leesburg Pike Suite 800 Tysons, VA 22182 United States T +1 (703) 923 8214 anne.lewisl@bakertilly.com bakertilly.com Education Master of Science, Organizational Leadership and Public Administration Shenandoah University (Winchester, Virginia) Bachelor of Science, Business Administration and Management Shenandoah University (Winchester, Virginia) Prior to joining Baker Tilly, Anne served as an Assistant County Administrator for a Virginia county, a Deputy City Manager and an Assistant City Manager for two Virginia cities. Over the last 17 years, her experience in local government has also included positions as an Emergency Management Deputy Director, Public Information Officer, Human Resources Manager, Parking Authority Executive Director, Housing Director, Transit Director and Convention & Visitors Bureau Executive Director. She also has had responsibility for parks, recreation and community services, information technology, animal services, general services and legislative programs. Industry involvement International City/County Management Association, Credentialed Manager (ICMA) −Task Force on Recruitment Guidelines Handbook −Task Force on Women in the Profession −Task Force on Internship Guidelines Virginia Local Government Management Association (VLGMA), former member of Executive Board Virginia Women Leading Government Government Finance Officers Association (GFOA) Community involvement Shenandoah University Alumni Association, Executive Committee Shenandoah Apple Blossom Festival©, Board of Directors Continuing professional education Graduate Certificate in Public Management Senior Executive Institute and LEAD graduate, The Weldon Cooper Center, University of Virginia Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 11 Qualifications City of St. Louis Park, Minnesota Page | 5 Charles A. Rohre Chuck Rohre, a firm director at Baker Tilly, has more than 35 years of experience managing and consulting in both the private and public sectors. Baker Tilly US, LLP Firm Director 2500 Dallas Parkway Suite 300 Plano, TX 75093 United States T +1 (214) 466 2436 M +1 (214) 608 7477 chuck.rohre@bakertilly.com bakertilly.com Education Master’s Degree, Human Relations and Management Abilene Christian University (Dallas, Texas) Bachelor of Science, Career Development Abilene Christian University (Dallas, Texas) Chuck is responsible for managing and conducting executive recruitment engagements for the firm to ensure their integrity, timeliness and adherence to budget parameters. He also directs the professional and support staff of the executive recruitment practice to ensure best practices, quality control and customer service goals are met. Specific experience Manager of the executive recruitment practice Extensive and successful track record of completed recruitments across the nation, especially in Texas, Colorado, Arizona, and the Midwestern states Has led more than 400 recruitment engagements in 27 states for key executives such as city and assistant city managers, police chiefs, fire chiefs, library directors, chief information officers, city/county attorneys, parks & recreation directors, finance directors and public works directors, as well as executive directors of not-for-profit and quasigovernmental organizations Conducted management consulting assignments in a number of disciplines including public safety, career development and strategic planning Written and presented training in a variety of subject areas including personnel assessment, leadership and management skills, and career development for public sector employees Prior to beginning his consulting career, served as police chief and director of public safety for North Texas municipalities with populations ranging from 9,000 to 200,000 plus Continuing professional education Certified Behavior Analyst by TTI, Inc. Advanced management training at the Institute for Law Enforcement Administration Federal Bureau of Investigation, LEEDS course Annual participation in the International City/County Management Association Conference Annual participation in state and municipal league conference Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 12 Qualifications City of St. Louis Park, Minnesota Page | 6 Art Davis Art Davis, a director with Baker Tilly, has pursued his passion to improve local government and create great communities for more than 30 years. Baker Tilly US, LLP Director 9229 Ward Parkway Suite 104 Kansas City, MO 64114-3311 United States T +1 (816) 912 2036 M +1 (816) 868 7042 art.davis@bakertilly.com bakertilly.com Education Master of Public Administration University of Kansas (Lawrence, Kansas) Bachelor of Arts, Political Science and Public Administration William Jewell College (Liberty, Missouri) Art specializes in providing executive recruitment and organizational management consulting services for cities, counties and not-for-profits. Specific experience Successfully launched and expanded his own local government consulting firm over the course of 10 years Nearly 15 years’ experience in executive recruitment Community leadership program facilitation Leadership and management development Strategic goal setting and strategic planning facilitation Organizational assessment, design and development Organization and community facilitation Served more than six years as associate director for the Civic Council of Greater Kansas City, a nonprofit, 501c4 membership organization comprised of CEOs representing some of the largest companies in the region Coordinated and organized a strategic and master planning process (and an update of the plan after four years) focused on re-developing downtown Kansas City, involving hundreds of stakeholders Served nearly six years as city administrator for Lee’s Summit, Missouri and in other local government positions in Kansas Served as assistant to the Mayor of Dallas, Texas Led and participated in a wide variety of community initiatives; served on a major hospital board for 13 years and on other not-for-profit boards Presented with the L.P. Cookingham Award by the Greater Kansas City Chapter of the American Society for Public Administration, recognizing his long-term and outstanding contributions in the field of public administration Industry involvement International City/County Management (ICMA), member since 1984 Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 13 Qualifications City of St. Louis Park, Minnesota Page | 7 Patricia Heminover Patty Heminover, a director with Baker Tilly, has more than 20 years of experience in local government. Baker Tilly US, LLP Director 380 Jackson Street Suite 300 Saint Paul, MN 55101 United States T +1 (651) 223 3058 M +1 (651) 968 7841 patty.heminover@bakertilly.com bakertilly.com Education Master of Education, Administration Minnesota State University – Mankato Mini MBA Program, Human Resources Management University of Saint Thomas (Saint Paul, Minnesota) Bachelor of Science, Consumer Science, Business Administration Minnesota State University – Mankato Patty has been with the firm since 2010. Prior to joining Baker Tilly, she was a superintendent, assistant superintendent, director of human resources and director of finance. She brings considerable experience identifying management talent, leading organizational and process improvements, and developing and administering budgets. Specific experience −Executive Recruitment, employee development, benefits administration, strategic planning, performance management, market compensation studies, workforce planning, recognition programs and process improvement −Experience identifying management talent, leading organization and process improvements, and developing and administering budgets −Understanding of human resources and finance −Experience working with governing boards −Served as superintendent, co-superintendent of schools, director of human resources and finance, director of human resources and business services for two Minnesota school districts −Facilitated discussions with legislators at the state level regarding education funding, securing new funding for a Minnesota school district Industry involvement –Minnesota Association of School Administrators (MASA) –American Association of School Administrators (AASA) –Minnesota Association of School Business Officials (MASBO) –River Heights Chamber of Commerce, Member –State Negotiators Association, Minnesota School Board Association –Patty has received a School Finance Award, technology leadership awards and helped establish the first K-12 International Baccalaureate School District in Minnesota Continuing professional education −Human Resource Certificate, University of St. Thomas −Superintendents Licensure, State of Minnesota Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 14 Qualifications City of St. Louis Park, Minnesota Page | 8 Sharon G. Klumpp Sharon Klumpp, a director with Baker Tilly, has worked on behalf of local governments for more than 35 years and partnered with them to build strong organizations. Baker Tilly US, LLP Director 380 Jackson Street Suite 300 Saint Paul, MN 55101 United States T +1 (651) 223 3053 M +1 (651) 270 6856 sharon.klumpp@bakertilly.com bakertilly.com Education Master of Public Administration University of Kansas (Lawrence, Kansas) Bachelor of Arts, Political Science Miami University (Oxford, Ohio) Sharon specializes in providing executive recruitment, organizational management and facilitation services to local governments and nonprofits. Specific experience More than 15 years’ experience in executive search and organizational management consulting Served as associate executive director for the League of Minnesota Cities Appointed executive director of the Metropolitan Council, a seven-county regional planning agency for the Minneapolis-Saint Paul metropolitan area Served as city administrator in Oakdale, Minnesota and assistant city manager for St. Louis Park Minnesota and Saginaw, Michigan Private sector experience includes serving as the chief administrative officer for the Minneapolis office of a major global engineering and design firm Served as an adjunct instructor at Walden University, teaching public administration and organizational change in the University’s School of Management Industry involvement International City/County Management Association (ICMA) Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 15 Qualifications City of St. Louis Park, Minnesota Page | 9 Edward G. Williams, Ph.D. Edward Williams, a director at Baker Tilly, brings character, competence and expertise to every search. Baker Tilly US, LLP Director 2500 Dallas Parkway Suite 300 Plano, TX 75093 United States T +1 (214) 842 6478 M +1 (214) 608 6363 edward.williams@bakertilly.com bakertilly.com Languages English Spanish Education Ph.D., Educational Leadership and Policy Analysis University of Missouri (Columbia, Missouri) Master of Higher Education Administration University of Missouri (Kansas City, Missouri) Bachelor of Arts, Education University of Missouri (Kansas City, Missouri) Edward has more than 20 years of collective experience in human resources and organizational development at various levels, and across various disciplines including, state and local government, community and educational institutions. Specific experience Human resources executive (municipal and state government) Executive recruitment, employee development, benefits administration, strategic planning, Performance management, market compensation studies, workforce planning, recognition programs and process improvement Industry involvement Society for Human Resources (SHRM) Institute for Management Studies (IMS), advisory board Texas Municipal Human Resources Administration (TMHRA) Community involvement Ft. Bend Habitat for Humanity, president, vice-president, secretary and member, board of (2014-2019) AAU basketball coach – middle school boys Continuing professional education Institute for Management Studies - Houston International Personnel Management Association Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 16 Qualifications City of St. Louis Park, Minnesota Page | 10 Michelle Lopez Michelle Lopez, a senior recruitment analyst at Baker Tilly, has been with the firm since 2017. Baker Tilly US, LLP Senior Recruitment Analyst 380 Jackson Street Suite 300 Saint Paul, MN 55101 United States T +1 (651) 223 3061 michelle.lopez@bakertilly.com bakertilly.com Education Currently pursuing Bachelor of Science, Project Management Colorado State University – Global Campus Associate in Arts, Liberal Arts Minneapolis Community College (Minneapolis, Minnesota) Michelle assists in the organizational management of the executive recruitment process. Along with coordinating internal workflow, she also works with clients and candidates to ensure objectives are met throughout the process. Specific experience More than 10 years of administrative support experience for multiple departments, including human resources and marketing Four years of experience in information technology help desk and support Survey and data reporting Reference checks for potential candidates Interview coordination and scheduling Recruitment marketing research and organization Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 17 Qualifications City of St. Louis Park, Minnesota Page | 11 Jenelle McDonald Jenelle McDonald, a senior recruitment analyst at Baker Tilly, has been with the firm since 2016. Baker Tilly US, LLP Senior Recruitment Analyst 2500 Dallas Parkway Suite 300 Plano, TX 75093 United States T +1 (214) 466 2445 jenelle.mcdonald@bakertilly.com bakertilly.com Education Bachelor of Business Management Arlington Baptist College (Arlington, Texas) She assists in the organizational management of executive recruitments. Her responsibilities include conducting research, organizing workflow, coordinating information and resources, and assisting candidates and clients throughout all phases of an executive recruitment. In addition, she also facilitates recruitment brochure design and is responsible for training new executive recruitment support staff. Prior to joining the Baker Tilly team, Jenelle was an operations manager with a real estate investment firm where she handled accounts payable, marketing, project budgeting, home renovations, tenant communication and investor dividend payments. Jenelle has over fifteen years of experience supporting multiple departments, specifically in branch banking and business development. Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 18 Qualifications City of St. Louis Park, Minnesota Page | 12 Firm qualifications Baker Tilly is a nationally recognized firm with a long history of service to clients located throughout the country. For more than 85 years, Baker Tilly has understood that our business demands absolute integrity, a belief in the value of trusted relationships and a willingness to collaborate with every client. We will strive to continue to deepen and enhance our relationship with the City as we seek to become your Value Architect™. Executive recruitment for public and non-profit clients has been a part of Baker Tilly’s portfolio of advisory services for more than 30 years. Within Baker Tilly, our executive recruitment team consists of ten recruitment consultants and project coordination staff available to meet your executive recruitment needs. Each consultant assigned to this recruitment has experience working with villages, cities, counties, special districts and school districts and the many different disciplines that comprise the City of St. Louis Park organization. Our consultants bring an experienced, participatory and energetic perspective to each engagement; our unique approach and personal touch are reflected in our internal standard to provide outstanding services that exceed your expectations. Since 2015, our combined consultant team has conducted nearly 500 executive searches. The Baker Tilly project team will collaborate with the City Council and the City’s designated staff as your technical advisor to ensure that the recruitment process for your next City Manager is conducted in a thorough and professional manner consistent with “best practices” in the public sector executive recruitment space. Our objective is to generate highly qualified candidates and assist you with the screening and evaluation of these candidates. Since our firm’s beginning, we have emerged as a leader in human resource management consulting and executive recruitment. It is our 30+ years of consulting experience, coupled with our unique approach and personal touch that drives our internal standard for delivering only outstanding services and leading-edge products. Key facts about Baker Tilly: −Headquartered in Chicago and employing more than 1,400 throughout the Midwest −Employs nearly 400 professionals in the Twin Cities −Provides a wide range of accounting, tax, assurance and consulting services by more than 4,600 total staff members, including 440 partners −Ranked among the 15 largest accounting firms in the U.S. −Serving clients with industry-focused teams −Named a “Top Workplace” by the Minneapolis Star Tribune for 10 consecutive years — the only accounting firm to receive such an honor Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 19 Qualifications City of St. Louis Park, Minnesota Page | 13 Project contacts and locations Chuck Rohre, Firm Director 2500 Dallas Parkway, Suite 300 Plano, TX 75093 T: +1 (972) 748 0300 M: +1 (214) 608 7477 F: +1 (214) 452 1165 E: chuck.rohre@bakertilly.com Anne Lewis, Director 8219 Leesburg Pike, Suite 800 Tysons, VA 22182 T: +1 (703) 923 8214 F: +1 (703) 923 8330 E: anne.lewis@bakertilly.com Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 20 City of St. Louis Park, Minnesota Page | 14 Similar consulting services The following is a list of administration executive recruitments conducted by members of the Baker Tilly team since 2018. Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 21 Similar consulting services City of St. Louis Park, Minnesota Page | 15 List of relevant projects 2018 to present Year Client St Recruitment Contact Phone Email 2020 Athens TX City Manager Borstad, Elizabeth 903-675-5131 eborstad@athenstx.gov 2020 Athens TX Police Chief Borstad, Elizabeth 903-675-5131 eborstad@athenstx.gov 2020 Baker University KS Dean of Nursing Harris, Sarah 785-594-8362 Sarah.harris@bakeru.edu 2020 Baxter MN Building Official Chapulis, Bradley 218-454-5105 bchapulis@baxtermn.gov 2020 Bellevue WA Parks and Recreation Director Kendall, Diane 425-452-5211 dkendall@bellevuewa.gov 2020 Belton MO Public Works & Asst Public Works Dir Barton, Alexa 816-304-1780 aBarton@belton.org 2020 Blue Springs MO Human Resources Director Cates, Christine 816-228-0140 ccates@bluespringsgov.com 2020 Boone County IL County Administrator Edmondson, Jr., Austin 815-547-4770 aedmondson@boonecountyil.org 2020 Brooklyn Center MN Director of Fiscal Services Boganey, Curt 763-569-3303 cboganey@ci.brooklyn-center.mn.us 2020 Centennial Lakes Police Dept MN Police Chief Antonen, Patrick 763-231-2605 PAntonen@ci.circle-pines.mn.us 2020 Cloquet MN Police Chief Barclay, James 218-879-3347 JBarclay@cloquetmn.gov 2020 Cloquet Area Fire District MN Fire Chief Kevin Schroeder 218-499-4274 kschroeder@cloquetafd.com 2020 Denton TX Municipal Court Judge Romine-Hagmark, Carla 940-349-8344 carla.romine@cityofdenton.com 2020 DeSoto TX Public Utilities Director Cameron, Isom 972-230-9689 ICameron@desototexas.gov 2020 Eau Claire WI City Manager Seltun, Vicki 715-839-4921 Victoria.Seltun@EauClaireWI.gov 2020 Edina MN Park & Recreation Director Curtin, Kelly 952-826-0402 KCurtin@EdinaMN.gov 2020 Fairmont MN City Administrator Foster, Debbie 507-236-8322 dfoster@fairmont.org 2020 Fort Collins CO Chief Judge Roche, Teresa 970-221-6535 troche@fcgov.com 2020 Front Royal VA Town Manager Scott, Alisa 540-631-2735 ascott@frontroyalva.com 2020 Fulton County GA Clerk of the Commission Hermon, Kenneth 404-613-0923 Kenneth.Hermon@fultoncountyga.gov 2020 Gainesville FL City Auditor Jefferson, Lisa 352-393-8750 JeffersonLL@cityofgainesville.org 2020 Gloucester County VA Chief Financial Officer Johnson, Elaine 804-693-5690 ejohnson@gloucesterva.info 2020 Gloucester County VA County Assessor Johnson, Elaine 804-693-5690 ejohnson@gloucesterva.info 2020 Gloucester County VA Human Resources Director Johnson, Elaine 804-693-5690 ejohnson@gloucesterva.info 2020 Goochland County VA County Administrator Parrish, Kelly 804-556-5831 kparrish@goochlandva.us 2020 Herington KS City Manager Urbanek, Debi 785-341-2702 debi@cityofherington.com 2020 Kansas City MO City Manager Rowan, Cedric 816-513-0814 cedric.rowan@kcmo.org 2020 Lake Elmo MN Building Official (partial) Handt, Kristina 651-747-3905 KHandt@lakeelmo.org Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 22 Similar consulting services City of St. Louis Park, Minnesota Page | 16 List of relevant projects 2018 to present Year Client St Recruitment Contact Phone Email 2020 Lake Elmo MN Finance Director Handt, Kristina 651-747-3905 KHandt@lakeelmo.org 2020 Lake Elmo MN Fire Chief Handt, Kristina 651-747-3905 KHandt@lakeelmo.org 2020 Lake Ozark MO Asst City Adm Comm Eco Dev Dir Van Dee, Dave 573-365-5378 cityadmin@cityoflakeozark.net 2020 Lancaster County SC Director of Development Services Willis, Steve 803-416-9300 swillis@lancastercountysc.net 2020 League of Minnesota Cities MN Assistant Finance Director Kushner, Laura 651-281-1203 lkushner@lmc.org 2020 Lenexa KS City Attorney Pelham, Todd 913-477-7556 tpelham@lenexa.com 2020 Lenexa KS Information Technology Director Pelham, Todd 913-477-7556 tpelham@lenexa.com 2020 Maple Plain MN City Administrator Boyles, Frank 763-479-0516 frankboyles@mapleplain.com 2020 Marshall Municipal Utilities MN General Manager Cindy Verschaetse 507-537-7005 cmverschaetse@Bremer.com 2020 MD-Natl Cap Park & Planning Comm MD Director, Parks and Recreation Steve Kawakami 301-454-1405 steven.kawakami@mncppc.org 2020 MD-Natl Cap Park & Planning Comm MD Div Chief, Public Affairs & Marketing Steve Carter 301-699-2590 Steven.Carter@pgparks.com 2020 MD-Natl Cap Park & Planning Comm MD Youth & County Sports Div Chief Steve Carter 301-699-2590 Steven.Carter@pgparks.com 2020 Matanuska-Susitna Borough AK Borough Manager Conant, Sonya 907-861-8432 sonya.conant@matsugov.us 2020 Minneapolis MN Chief Information Officer Xiong, Destiny 612-335-6202 destiny.xiong@minneapolismn.gov 2020 Minot ND Economic Development Specialist Billingsley, Brian 701-857-4147 Brian.billingsley@minotnd.org 2020 Missouri 911 Service Board MO Executive Director Person, James 816-797-3250 jperson@beltonpd.org 2020 Missouri City TX City Manager Russell, Martin 281-403-8680 Martin.Russell@Missouricitytx.gov 2020 Moose Lake MN City Administrator Shaw, Ted 218-485-4010 tshaw@ci.mooselake.mn.us 2020 Oakdale MN City Administrator Reinke, Paul 651-730-1104 preinke@ci.oakdale.mn.us 2020 Orange County NC Director of Asset Management Bartholomew, Brenda 919-245-2552 bbartholomew@orangecountync.gov 2020 Orange County NC Dir of Housing and Human Rights Bartholomew, Brenda 919-245-2552 bbartholomew@orangecountync.gov 2020 Raytown MO Police Chief Duncan, Debbie 816-737-6006 debbied@raytown.mo.us 2020 Rochester MN City Administrator Hillenbrand, Linda 507-328-2900 lhillenbrand@rochestermn.gov 2020 Scottsbluff NE City Manager Kuckkahn, Rick 308-630-6202 rkuckkahm@scottsbluff.org 2020 Shakopee Public Utilities Comm MN Dir of Finance and Administration Mocol, Kathi 952-445-1988 kmocol@shakopeeutilities.com 2020 St. Joseph MO City Manager McMurray, Bill 816-271-4640 bmcmurray@stjoemo.org 2020 Unified Comm Action Partnership MN Executive Director Jodi Madsen 320-235-0850 jodi.madsen@unitedcapmn.org 2020 Virginia Railway Express VA Chief Executive Officer Merriner, Becky 540-327-1744 bmerriner@omniride.com Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 23 Similar consulting services City of St. Louis Park, Minnesota Page | 17 List of relevant projects 2018 to present Year Client St Recruitment Contact Phone Email 2019 Becker County MN County Administrator Ingstad, Jack 218-846-7201 jwingst@co.becker.mn.us 2019 Beeville TX City Manager Hernandez, Gabriela 361-358-4641 gabby.hernandez@beevilletx.org 2019 Brooklyn Center MN Fire Chief Wick, Kelli 763-469-3302 kwick@ci.brooklyn-center.mn.us 2019 Cedar Rapids IA Fire Chief Fowler, Sandy 319-286-5077 s.fowler@cedar-rapids.org 2019 Cincinnati Metro Housing Authority OH Director of Revenue Muenchen, Greg 513-977-5615 Greg.Muenchen@cintimha.com 2019 Clayton MO Police Chief Owens, Craig 785-832-3400 craigowens@lawrenceks.org 2019 Cloquet MN City Administrator James A. Barclay 218-879-3347 JBarclay@cloquetmn.gov 2019 Commonwealth of Virginia VA Chief Operating Officer Mountford, Derek 804-225-4417 derek.mountford@dhrm.virginia.gov 2019 Commonwealth of Virginia VA Deputy Comm of Human Services Smigielski, Leighann 804-726-7032 smigielski@dss.virginia.gov 2019 Commonwealth of Virginia VA Physician Manager I Crabtree, David 804-864-8067 david.crabtree@vdh.virginia.gov 2019 Dallas Area Rapid Transit Authority TX Ent Bus Intelligence Platform Leader Oliver, Jesse 214-749-3278 joliver@dart.org 2019 Dallas Area Rapid Transit Authority TX IT Executives Oliver, Jesse 214-749-3278 joliver@dart.org 2019 Hanover County VA County Attorney Lawson, Janet 804-365-6075 JLLawson@hanovercounty.gov 2019 Hobbs NM City Manager Goulet, Nicholas 575-397-9229 ngoulet@hobbsnm.org 2019 Independence MO Chief Human Resources Officer Kidney, Bryan 816-325-7173 bkidney@indepmo.org 2019 Independence MO Utility Chief Financial Officer Kidney, Bryan 816-325-7173 bkidney@indepmo.org 2019 Johnson City TN Asst Director of Water/Wastewater Willis, Steve 423-434-6016 swillis@johnsoncitytn.org 2019 Lake County IL Director of Facilities & Construction Fetherston, Paul 847-377-2232 PFetherston@lakecountyil.gov 2019 Lake Lotawana MO City Administrator Henry, Corey 816-578-4215 cityadministrator@lakelotawana.org 2019 Little Blue Valley Sewer District MO Executive Director Ross, Carson 816-228-0110 cross@bluespringsgov.com 2019 LOGIS MN App Dev & Support Manager Kusmirek, Tonya 763-543-2607 tkusmirek@logis.org 2019 LOGIS MN Executive Director Kusmirek, Tonya 763-543-2607 tkusmirek@logis.org 2019 Manatee County FL Human Resources Director Coryea, Cheri 941-745-3717 Cheri.coryea@mymanatee.org 2019 MD-Natl Cap Park & Planning Comm MD Div Chief, Park Planning & Devel Steve Kawakami 301-454-1405 steven.kawakami@mncppc.org 2019 Metropolitan Council MN Chief of Metro Transit Police Syman, Marcy 651-602-1417 marcy.syman@metc.state.mn.us 2019 Middleburg Comm Charter Schools VA Principal Dohrmann, Dawn 703-298-9373 dd7910a@lajoile.me 2019 Minneapolis MN Total Compensation Manager Ferguson, Patience 612-673-2139 patience.ferguson@minneapolismn.gov 2019 Mount Pleasant WI Police Chief Murphy, Maureen 262-664-7818 mmurphy@mtpleasantwi.gov Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 24 Similar consulting services City of St. Louis Park, Minnesota Page | 18 List of relevant projects 2018 to present Year Client St Recruitment Contact Phone Email 2019 Norfolk VA Fire Chief Smith, Marva 757-664-4481 marva.smith@norfolk.gov 2019 Norman OK City Manager Crumrine, Jackie 405-366-5484 Jackie.Crumrine@NormanOK.gov 2019 Olathe KS Internal City Auditor Wright, Dianna 913-971-8680 dswright@olatheks.org 2019 Overland Park KS Chief Information Officer Ebel, Bill 913-895-6000 bill.ebel@opkansas.org 2019 Paris TX City Manager Anderson, Gene 903-785-7511 ganderson@paristx.gov 2019 Park City KS City Administrator Mann, Ray 316-744-2026 rmann@parkcityks.com 2019 Polk County WI County Administrator Jerrick, Andrea 715-485-9270 andreaj@co.polk.wi.us 2019 Port Arthur TX City Manager Williams, Trameka 409-983-8213 Trameka.williams@portarthurtx.gov 2019 Riley-Purgatory-Bluff Creek Water Dist MN District Administrator Bleser, Claire 952-607-6512 cbleser@rpbcwd.org 2019 Roanoke VA Director of Economic Development Gilchrist, Faye 540-853-2000 faye.gilchrist@roanokeva.gov 2019 Salisbury NC Planning and Comm Dev Director Kenny, Brianna 704-638-5270 brianna.kenny@salisburync.gov 2019 Scottsdale AZ City Attorney Brown, Donna 480-312-2615 dbrown@scottsdaleaz.gov 2019 Stafford County VA Chief Financial Officer Wagner, Shannon 540-658-4595 swagner@staffordcountyva.gov 2019 Stafford County VA Landfill Director Wagner, Shannon 540-658-4595 swagner@staffordcountyva.gov 2019 Stafford County VA Zoning Administrator Wagner, Shannon 540-658-4595 swagner@staffordcountyva.gov 2019 Warrensburg MO Fire Chief Ramey, Shannon 660-262-4607 shannon.ramey@warrensburg-mo.com 2019 Willmar MN City Administrator Samantha Beckman 320-214-5180 sbeckman@willmarmn.gov 2019 Wright County MN Information Technology Director Johnson, Schawn 763-684-8450 schawn.johnson@co.wright.mn.us 2018 Addison TX City Manager Hayes, Passion 972-450-2819 phayes@addisontx.gov 2018 Alexandria Lake Area Sanitary District MN Executive Director Thalman, Roger 320-762-1135 r.thalman@hotmail.com 2018 Alliance for Innovation AZ Chief Executive Officer Flanagan-Watson, Shannon 888-496-0944 Sflanagan-watson@arlingtonva.us 2018 Asheville NC City Attorney Joyner, Jaime 828-259-5469 jjoyner@ashevillenc.gov 2018 Asheville NC City Manager Joyner, Jaime 828-259-5469 jjoyner@ashevillenc.gov 2018 Ashland OR City Administrator Gray, Tina 541-488-6002 grayt@ashland.or.us 2018 Avondale AZ City Manager Penilla, Charlene 623-333-2218 cpenilla@avondale.org 2018 Avondale AZ Director of Finance and Budget Penilla, Charlene 623-333-2218 cpenilla@avondale.org 2018 Belle Plaine MN City Administrator Meyer, Dawn 952-873-5553 dmeyer@ci.belleplaine.mn.us 2018 Billings MT City Administrator Zoeller, Andy 406-657-8209 zoellera@ci.billings.mt.us Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 25 Similar consulting services City of St. Louis Park, Minnesota Page | 19 List of relevant projects 2018 to present Year Client St Recruitment Contact Phone Email 2018 Brooklyn Center MN Information Technology Director Wick, Kelli 763-469-3302 kwick@ci.brooklyn-center.mn.us 2018 Brooklyn Park MN Fire Chief Toal, Beth 763-424-8000 beth.toal@brooklynpark.org 2018 Burnsville MN City Manager Hansen, Jill 952-895-4471 jill.hansen@ci.burnsville.mn.us 2018 Charlottesville VA City Attorney Beck, Galloway 434-970-3333 beck@charlottesville.org 2018 Charlottesville VA Police Chief Beck, Galloway 434-970-3333 beck@charlottesville.org 2018 Chickasha OK Police Chief Brookshire, Kamie 405-222-6005 kamie.brookshire@chickasha.org 2018 Christiansburg VA Town Manager Barber, Michael 540-381-0060 mbarber@christiansburg.org 2018 Commonwealth of Virginia VA Chief Government Affairs Officer Zapata, Mary 804-213-4625 mary.zapata@abc.virginia.gov 2018 Commonwealth of Virginia VA Dept of ABC CERS Zapata, Mary 804-213-4625 mary.zapata@abc.virginia.gov 2018 Commonwealth of Virginia VA Human Resources Director Goldstein, Deanna 804-221-1424 deanna.goldstein@dhrm.virginia.gov 2018 Dallas TX City Secretary Gilbert, Jaquina 214-671-9939 jaquina.gilbert@dallascityhall.com 2018 Denton TX City Attorney Romine-Hagmark, Carla 940-349-8344 carla.romine@cityofdenton.com 2018 Dumfries VA Community Development Director Rogers, Keith 703-221-3400 krogers@dumfriesva.gov 2018 Dunn County WI CFO/County Auditor Olson, Joann 715-232-2429 jolson@co.dunn.wi.us 2018 El Paso TX City Attorney Ball Thomas, Linda 915-212-1240 tomaslb@elpasotexas.gov 2018 El Paso Metro Planning Organization TX Executive Director Ball Thomas, Linda 915-212-1240 tomaslb@elpasotexas.gov 2018 Gloucester County VA Human Resources Director Johnson, Elaine 804-693-5690 ejohnson@gloucesterva.info 2018 Grand Rapids MI City Manager Hitchcock, Anita 616-456-3849 ahitchco@grand-rapids.mi.us 2018 Greenbelt MD Police Chief Ard, Nicole 301-474-8000 nard@greenbeltmd.gov 2018 Greene County NC Finance Director DeHaven, Kyle 252-747-3446 kyle.dehaven@greenecountync.gov 2018 Herington KS City Manager Jones, Dave 785-258-2271 davejones@cityofherington.com 2018 Housing Authority of Spartanburg SC Chief Executive Officer Talbot-Metz, Molly 864-598-6032 mmetz@maryblackfoundation.org 2018 ISD No. 0832 MN Superintendent Flesner, Nicole 651-407-2000 nicole.flesner@isd832.net 2018 James City County VA County Administrator Porter, Bill 757-253-6728 bill.porter@jamescitycountyva.gov 2018 Johnson City TN Development Services Director Willis, Steve 423-434-6016 swillis@johnsoncitytn.org 2018 Kingman AZ City Manager Walker, Jackie 928-753-5561 jwalker@cityofkingman.gov 2018 Lake County FL HR and Risk Management Director Swenson, Kristian 352-315-0170 kswenson@lakecountyfl.gov 2018 Lake County FL Public Works Director Swenson, Kristian 352-315-0170 kswenson@lakecountyfl.gov Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 26 Similar consulting services City of St. Louis Park, Minnesota Page | 20 List of relevant projects 2018 to present Year Client St Recruitment Contact Phone Email 2018 Lake Sumter Metro Planning Org FL Executive Director Anderson, Robert 352-343-9596 randerson@lakecountyfl.gov 2018 Lakeville MN Director of Public Works Schutta, Tammy 952-985-4491 tschutta@lakevillemn.gov 2018 Lancaster County SC Assistant County Administrator Willis, Steve 803-416-9426 jweaver@lancastercountysc.net 2018 Maricopa AZ City Manager Bueras, Vanessa 520-316-3971 vbeuras@maricopa-az.gov 2018 Mesquite TX City Attorney Chinn, Ted 972-216-6406 tchinn@cityofmesquite.com 2018 Metropolitan Council MN Director of Community Development Syman, Marcy 651-602-1417 marcy.syman@metc.state.mn.us 2018 Metropolitan Council MN Director of Equal Opportunity Syman, Marcy 651-602-1417 marcy.syman@metc.state.mn.us 2018 Metropolitan Council MN Director of Internal Audit Syman, Marcy 651-602-1417 marcy.syman@metc.state.mn.us 2018 Middleburg VA Town Administrator Davis, Danny 540-687-5152 ddavis@middleburgva.gov 2018 Midland TX Police Chief Widmann, Mark 462-685-7247 mwidmann@midlandtexas.gov 2018 Mora MN City Admin/Public Utilities GM Crawford, Lindy 320-225-4806 l.crawford@cityofmora.com 2018 New Smyrna Beach FL CEO/General Manager Crossman, Maureen 386-424-3046 mcrossman@ucnsb.org 2018 North Mankato MN Police Chief Harrenstein, John 507-625-4141 johnharrenstein@northmankato.com 2018 NE Metro Int School District 0916 MN Director of Finance Hayes, Connie 651-415-5656 chayes@916schools.org 2018 Palm Beach County FL Traffic Director Pagel, Donna 561-616-6821 dpagel@pbcgov.org 2018 Pharr TX Police Chief Guerra, Juan 956-402-4000 juan.guerra@pharr-tx.gov 2018 Pinellas County FL County Administrator Welch, Ken 727-204-0271 kwelch@co.pinellas.fl.us 2018 Pinellas County FL Total Rewards Manager (Limited) Welch, Ken 727-204-0271 kwelch@co.pinellas.fl.us 2018 Raleigh NC City Attorney McFarlaine, Nancy 919-996-3050 nancy.mcfarlane@raleighnc.gov 2018 Raleigh NC Human Resources Director McFarlaine, Nancy 919-996-3050 nancy.mcfarlane@raleighnc.gov 2018 Ramsey County MN County Manager Bollinger, Karen 262-548-7010 kbollinger@waukeshacounty.gov 2018 Richmond RHA VA Chief Executive Officer Washington, MaLinda 804-780-4444 malinda.washington@rrha.com 2018 Rochester MN Police Chief Hillenbrand, Linda 507-328-2555 lhillenbrand@rochestermn.gov 2018 Rock Region METRO AR Executive Director Wallace, Bentley 501-707-7870 bewallace@pulaskitech.edu 2018 Rockville MD Police Chief DiSpirito, Rob 727-638-4140 rdispirito@rockvillemd.gov 2018 Rockville Economic Development Inc. MD Executive Director DiSpirito, Rob 727-638-4140 rdispirito@rockvillemd.gov 2018 Salina KS City Manager Fischer, Natalie 785-309-5710 Natalie.Fischer@salina.org 2018 Shawnee KS City Manager Distler, Michelle 913-631-2500 mdistler@cityofshawnee.org Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 27 Similar consulting services City of St. Louis Park, Minnesota Page | 21 List of relevant projects 2018 to present Year Client St Recruitment Contact Phone Email 2018 St. Charles MO Fire Chief Fountain, Shanton 636-949-3232 Shanton.Fountain@stcharlescitymo.gov 2018 Stafford County VA Central Purchasing Divi Admin Wagner, Shannon 540-658-4595 swagner@staffordcountyva.gov 2018 Stafford County VA Chief of Fire and EMS Wagner, Shannon 540-658-4595 swagner@staffordcountyva.gov 2018 Stafford County VA Economic Development Director Wagner, Shannon 540-658-4595 swagner@staffordcountyva.gov 2018 Stafford County VA Public Works Director Wagner, Shannon 540-658-4595 swagner@staffordcountyva.gov 2018 Surry County VA County Administrator Bernshausen, Pat 757-294-5271 pbernshausen@surrycountyva.gov 2018 York PA Business Administrator Quintero, Ricardo 717-849-2221 rquintero@yorkcity.org Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 28 City of St. Louis Park, Minnesota Page | 22 Top executive positions Following is a sample of recently completed administrative recruitments. Feel free to contact any of the individuals listed below to verify the quality of work Baker Tilly provides to each client as part of these recently completed executive recruitment projects. City of Brooklyn Center, Minnesota Name Kelli Wick Title Human Resources Director Phone (763) 569 3302 Email kwick@ci.brooklyn-center.mn.us Services Selection of Director of Fiscal Services (2020), Fire Chief (2018), Public Works/Engineer (2017), Deputy City Manager (2016), Police Chief (2015), Assistant City Engineer (2013) City of Burnsville, Minnesota Name Dan Gustafson Title City Council Member Phone (952) 201 3507 Email dan.gustafson@burnsvillemn.gov Services Selection of City Manager (2018) City of Oakdale, Minnesota Name Paul Reinke Title Mayor Phone (651) 402 7965 Email preinke@ci.oakdale.mn.us Services Selection of City Administrator (2020) Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 29 City of St. Louis Park, Minnesota Page | 23 Project approach The recruitment will be national and inclusive in nature, with a candidate pool of diverse, experienced and talented individuals. Our strategy for recruitment of diverse candidates Our corporate core values and work environment reflect our broader social aspirations for a diverse workforce, equal opportunity and cross-cultural respect. We have established strong and credible networks with minority and female leaders nationwide. In addition, we are corporate members of the National Forum for Black Public Administrators (NFBPA) and the Local Government Hispanic Network and are on their National Corporate Advisory Council. We participate in their membership events on a regular basis. To that end, we take responsibility for diversity in our organization, our recruitment strategy and our candidate pools. In this recruitment, we will use our established networks to make direct and personal contacts with prospective minority and female candidates and encourage them to consider the City of St. Louis Park’s City Manager position. Because of our performance record in presenting a diverse applicant pool, these prospective candidates know they will be fairly considered in the process. Baker Tilly is committed to ensuring equitable participation in our business and employment opportunities without regard to race, color, religion, sex, national origin, age, disability, veteran status, marital status or sexual orientation. As a leader in the executive recruitment industry, we take positive actions to prevent and to remedy any discriminatory effects of business and employment practices. Commitment to diversity and inclusion Diversity, inclusion and belonging is who we are rather than simply what we do. We take a holistic approach by embedding the philosophy and practices of diversity, inclusion and belonging into all aspects of our business. Baker Tilly is a member of CEO Action for Diversity & Inclusion launched on June 12, 2017 through a steering committee of CEOs focused on making D&I a business priority and conversation. It is the largest collection of business leaders openly committed to sharing successful diversity and inclusion initiatives and lessons learned. This corporate exchange provides a unified hub to share successes and challenges. Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 30 Project approach City of St. Louis Park, Minnesota Page | 24 As a member, we pledge to: 1.Continue to make our workplaces trusting places to have complex and sometimes difficult, conversations about diversity and inclusion. 2.Implement and expand unconscious bias education. 3.Share best—and unsuccessful—practices. Growth and Retention of Women (GROW) Baker Tilly believes that the education and advancement of women creates a more diverse and engaging culture. We believe that this makes our workplace, profession and industry stronger and better through a diverse, engaging and inclusive workplace where exceptional people thrive. Through our GROW committee, Baker Tilly provides women valuable opportunities to network, share their stories, acquire skills, strengthen professional relationships and advance in their careers. Our commitment to GROW increases the number of women in management positions, enhances the retention of women at all firm levels, creates an environment where women feel empowered, supports our advocacy of advancing women in business, helps us to share knowledge gained through this initiative with clients and creates a workforce that is reflective of our client base. Supporting Opportunity, Advancement and Recognition for All (SOAR) Baker Tilly’s diversity and inclusion initiative, SOAR, focuses on bringing team members together from different backgrounds to create a more creative, innovative and productive workforce. Simply put, diversity makes each of our professionals unique; inclusion is how that unique team collaborates to achieve common goals. SOAR focuses on ensuring all team members are supported, valued and respected regardless of ethnicity, race, gender, age, physical ability, faith, sexual orientation, education, personality, skills or life experiences. SOAR was recently named Corporate Partner of the Year by the Washington, D.C. chapter of the National Association of Black Accountants, Inc. (NABA), recognizing our significant achievements in diversity within our organizations and in the industry. Recruitment solutions during the Covid-19 Pandemic In response to the COVID-19 Pandemic, the Baker Tilly executive recruitment team leader will work closely with the St. Louis Park designated point of contact to develop alternative methods to complete all aspects of our established search processes using existing technologies and ensure the overall safety of all involved, which may include virtual or telephonic meetings, interviews, or conversations. As such, we will creatively collaborate with your organization to provide you with access to critical information you may need to make your hiring decisions. Additionally, we can utilize our capability for video conferencing during meetings, candidate interviews, etc. Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 31 Project approach City of St. Louis Park, Minnesota Page | 25 When the time arrives for the City Council to interview candidates, we may encourage and support the steps established or recommended by local, state or federal guidelines, public health and medical professionals, including social distancing guidelines and protocols. Baker Tilly has successfully organized several successful virtual and on-site interview processes following the prescribed social distancing protocols and best practices. As such, Anne Lewis is able to provide corresponding on-site support and assistance, if requested. Remote work For Baker Tilly, the safety of our people is paramount. We are committed to playing our part in containing COVID-19 by practicing responsible social distancing. As of this writing, our firm is directing all professionals work remotely. Because St. Louis Park expects and deserves tailored, personalized service, we recognize that this policy may cause concern. Please understand that we are prepared to deliver an exceptional service experience remotely if necessary. The City’s engagement team has various tools enabling them to assist you from any location. Baker Tilly professionals each receive their own laptop and remote access credentials to connect to our internal network from outside the office. When Baker Tilly and the City are not able to meet in person, we have web conferencing software – including Zoom, WebEx and Microsoft Teams – to quickly set up online meetings. Additionally, we use Huddle, a secure cloud collaboration software, to work together anywhere, anytime and on any device. Huddle provides a platform for the City and Baker Tilly to come together, share files, assign tasks, and track activity in a secure environment. Using Huddle as a central hub of activity means we all spend less time organizing documents, chasing approvals and searching through email – and more time achieving tangible results. The platform also enables real-time communication, meaning the status of your engagement will always be available. We also use Microsoft Teams, which facilitates easier communication and project management. Recruitment approach Task I. Recruitment brochure development and advertising The development of a comprehensive recruitment brochure that includes a profile of the ideal candidate is an important first step in your recruitment process. This profile includes the required academic training, professional experience, leadership, management and personal characteristics related to the success of the candidate in the position of City Manager. The recruitment brochure will also include a profile that captures the essence of the City of St. Louis Park as a highly-attractive venue for the successful candidate to live and work. To prepare the recruitment brochure, the project team leader will come on site to meet with the Mayor, City Council members, directors and key staff and other community stakeholders to discuss the required background, professional experience, and management and leadership characteristics for your City Manager. We meet individually (or collectively depending upon your preference) with the Mayor, City Council members and others designated to broaden our understanding of the position’s leadership and management requirements, current issues, your strategic priorities and your expectations for the City Manager. [See example of a recruitment brochure in Appendix I.] Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 32 Project approach City of St. Louis Park, Minnesota Page | 26 Information obtained from these meetings, coupled with our review of the job description and other City documents, is used to prepare a position and candidate profile. The completed profile will be approved by the Mayor and City Council before recruitment begins. The position and candidate profile will be central to our recruitment strategy and outreach to potential candidates. The project team will also work with the City of St. Louis Park to develop an advertising and marketing strategy to notify potential candidates about the vacancy and conduct an open recruitment that encourages applications from a talented and diverse pool of candidates. Our team will place ads in appropriate professional publications, websites and local print media, if required, and coordinate with City staff to include information about the search on the City’s social media platforms. Additionally, Baker Tilly has a high-traffic website which includes an exclusive location dedicated to encouraging potential candidates to upload their resumes. The aggressive advertising and marketing campaign for top talent will include national, state, regional and local elements as determined during our initial meetings with the City’s representatives. Our customized mailing list, selected from our extensive database and contacts collected at appropriate public-sector conferences, will be utilized to further promote the City Manager position. Advertisements for the City Manager position could be placed with: International City/County Management Association National Forum of Black Public Administrators Local Government Hispanic Network Careers in Government (careersingovernment.com) League of Minnesota Cities Minnesota City/County Management Association Women Leading Government Universities with public administration alumni organizations LinkedIn and other Social Media Project milestone Deliverables Timeline Position profile and recruitment brochure development −Interviews with the City −Baker Tilly receives information on the City’s budgets, organizational charts, images, logos, etc. −Develop draft documents (recruitment brochure, advertisement, marketing letter and timeline) 2 weeks Approve brochure, commence advertising and distribute marketing letter −Brochure sent to the City for final approval −Commence advertising and distribution of recruitment brochure 1 week Task II. Execution of recruitment strategy and identification of quality candidates Utilizing the information developed in Task I, Baker Tilly will identify and reach out to individuals who will be outstanding candidates for the position of City Manager. Often, well-qualified candidates are 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 highly qualified candidates across the nation based on the professional contacts and relationships we have developed and maintained over many years. Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 33 Project approach City of St. Louis Park, Minnesota Page | 27 These efforts will be supplemented by the creation of a customized database utilizing our extensive, interactive applicant database for the City Manager position. This will provide the Baker Tilly team with the ability to customize applicant flow and tracking, communication with applicants and conduct database inquiries for candidates based on characteristics important to the City such as geographic location, particular experience, expertise and credentials. During this part of the process the project team will work with the Mayor, City Council and designated staff to reach consensus on the leadership and management style for the ideal candidate. Our research will determine the key competencies, work values and leadership/management style for the City Manager and match the candidates to each attribute. While recruitment is under way, the project team will work with a team of up to 10 subject matter experts (SMEs) who know what successful performance in the City Manager position looks like to reach consensus on the desired leadership and management style for the ideal candidate. We ask the SMEs to complete a 30-minute, on-line questionnaire. When aggregated, these responses generate a benchmark that prioritizes the key competencies, work values and leadership/management style attributes for this position, creating a framework for assessing candidate fit with the City. Later in the process, finalists for the position are asked to complete a companion questionnaire that allows us to match candidates’ competencies, work values and leadership/management style to the benchmark. [See sample excerpt of TTI report in Appendix II.] Each candidate submitting a resume is sent a timely acknowledgement by our team, including an approximate schedule for the recruitment. Throughout the recruitment process, communications are maintained with each candidate regarding information about the recruitment progress and their status in the process. We take pride in the many complimentary comments made by candidates regarding the level of communication and the professional manner in which they are treated during our recruitments. Project milestone Deliverables Timeline Execution of recruitment strategy and candidate outreach − Online data collection and profile development −Development of interactive, searchable applicant database for recruitment of the City Manager −Baker Tilly performs direct outreach to prospective candidates identified in the recruitment strategy −Utilization of extensive applicant database to identify applications and review applicant pool for competencies/demographics 4-5 weeks Task III. Screening of applicants and recommendation of semi-finalists In Task III the project team, under the direction of Anne Lewis, will screen the candidates against the criteria within the position and candidate profile and develop a list of semi- finalists for recommendation to the Mayor and City Council. We will then narrow the list to a group of 10-20 semifinalists for review and select 4-6 finalists on the basis of written candidate questionnaires, early due diligence information, consultant phone interviews and recorded, one-way video interviews. Another unique aspect of our recruitment process is our use of online recorded interviews for the screening process. Responses are timed and questions are not provided in advance. This tool allows our t eam to develop a more comprehensive understanding of each candidate’s ability to “think on their feet,” as well as their personal and professional demeanor. Our team will provide an online link for the Mayor, City Council, as well as Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 34 Project approach City of St. Louis Park, Minnesota Page | 28 others who have input into the hiring decision, allowing them to review and later discuss the recorded responses. This provides your organization with additional candidate assessment tools that can be customized to fit the unique needs of the City. Throughout the process, you will have access to our Master Applicant List (MAL), which will provide pertinent data for each applicant. Project milestone Deliverables Timeline Applicant screening and recommendation of semi- finalists −Baker Tilly compares applications to the approved candidate profile, developed in our searchable applicant database −Most promising applicants are asked to complete candidate questionnaires and provide due diligence information −Media, internet and social media scan for information pertinent to future employment −Top 10-20 candidates identified as semi-finalists −Semi-Finalist Report is prepared, including the brochure, master applicant list, cover letter and resume of candidates to be considered −Baker Tilly and the City review video interviews −Project team leader meets with Mayor and City Council to review recommended semi-finalists −Mayor and City Council selects 4-6 finalists for on- site interviews −Finalists complete candidate management style assessment, responses are reviewed and interview questions are developed 2-3 weeks Task IV. Conducting background checks, reference checks and academic verifications When the Mayor and City Council approves of a group of 4-6 finalists for on-site interviews, Baker Tilly will begin the process of conducting reference checks, background checks and academic verifications. A Confidential Reference Report is prepared for each finalist to complete our understanding of his/her management and leadership characteristics and professional work performance. Background checks will include information from the following areas: Consumer credit Bankruptcy City/county – criminal State district Superior Court – criminal City/county – civil litigation State district Superior Court – civil Judgment/tax lien Federal district - criminal Motor vehicle driving record Federal district – civil litigation Educational verification Sex offender registry To ensure that our quality standards are maintained, we require a minimum of 10- 15 business days between the time that you select the finalists for on-site interviews and when we submit the candidate documentation for your final interview process. Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 35 Project approach City of St. Louis Park, Minnesota Page | 29 Project milestone Deliverables Timeline Design final process with City for on-site interviews with finalists −Baker Tilly confirms interviews with candidates −Travel logistics are scheduled for candidates 1-2 days Background checks, reference checks and academic verification −Baker Tilly completes background checks, reference checks and academic verifications for finalists 2-3 weeks Task V. Final interview process Upon completion of Task IV, we will work with the Mayor, City Council and key stakeholders to develop the final interview process, including the use of virtual platforms as requested. We customize the final interview process according to the needs and functions of the position and according to your preference, instructions and directives to include steps that are important to you, our client. As such, the final interview process may include meetings with the department heads, a City tour and the opportunity for a meet and greet reception. In advance of the interviews, we will provide documentation on each of the finalists which will provide the highlights of their leadership/management profile (Gap Analysis) as well as a summary of the results of the reference checks, background checks and academic verifications. In addition, the Final Report will include guidelines for interviewing the candidates, suggested interview questions and a candidate assessment process for your interview panel(s). The project team leader will be available during the final interview process to answer questions about the candidates and, if requested, assist with the final evaluation of the candidates. In addition, we will assist you with the development of a compensation package and related employment considerations and assist with the negotiation of an employment agreement. Project milestone Deliverables Timeline Final Report prepared and delivered to City −Final Report is prepared; including brochure, interview schedule, cover letter, resume, candidate questionnaire, suggested interview questions, candidate assessment form and management style probing questions 1 day On-site interviews with finalists −Interviews are scheduled −Recruitment project team leader attends client interviews and is available to participate during deliberations of candidates 1-2 days Offer made/accepted −If requested, Baker Tilly participates in candidate employment agreement negotiations −Baker Tilly notifies candidates of decision −Baker Tilly confirms final process close out items with the City of St. Louis Park 1-2 days Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 36 Project approach City of St. Louis Park, Minnesota Page | 30 Timeline Below is an estimated timeline for the executive recruitment process. You will be asked during the first on-site meeting to review and approve a Timeline for the recruitment project. It is our intent to conduct the recruitment expeditiously, but not at the expense of finding high-quality candidates for you. City of St. Louis Park, Minnesota Executive Recruitment Preliminary Timeline The following timeline represents a preliminary schedule for your executive recruitment based on a commencement date of March 3. Actual target dates will be developed in consultation with and approved by the Mayor and City Council. Project milestone Deliverables Target Date Profile development, advertising and candidate outreach −Baker Tilly completes interviews to develop candidate profile and recruitment brochure; the City approves ad placement schedule and timeline −Baker Tilly sends draft recruitment brochure to the City −The City returns draft recruitment brochure (with edits) to Baker Tilly −Baker Tilly commences executive recruitment advertising and marketing −Online data collection and profile development Week of April 26 Applicant screening and assessment and recommendation of semi- finalists −Baker Tilly commences formal review of applications; most promising candidates complete questionnaires −Candidates complete recorded interview online −Baker Tilly completes formal review of applications and sends selected resumes to the City for review −Candidates’ recorded interviews are presented −Baker Tilly meets with the City and recommends semi-finalists; the City selects finalists for on-site interviews −Finalists complete candidate management style assessment and responses are reviewed and interview questions are developed Week of May 17 Comprehensive background check, academic verifications and reference checks completed for finalists −Baker Tilly completes reference checks / background checks/ academic verification on finalists Week of June 7 On-site Interviews with finalists −Baker Tilly sends documentation for finalists to the City −The City conducts on-site interviews with finalists Week of June 14 Employment offer made / accepted −The City extends employment offer to selected candidate June 19 Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 37 Project approach City of St. Louis Park, Minnesota Page | 31 Why Baker Tilly is ideally suited to serve St. Louis Park There are many reasons Baker Tilly has distinguished itself from peers in public sector executive recruitment. –We are experienced and passionate about what we do. Baker Tilly executive recruitment consultants are highly experienced and passionate about local government since all have spent a significant part of their professional careers in senior leadership positions for cities, counties and school districts. The Baker Tilly team has recruited and placed more than 1,400 executive-level positions within cities, counties, school districts and public and not-for-profit organizations since 2000. –We are focused on exceeding your expectations. We believe in local government and want to assist the City of St. Louis Park organization in building a great team. We want your organization to hire us again based on the success we achieve the first time we work together. –We believe that “ethical business practices” are a catalyst for success. These practices include operating with transparency, responsiveness and sensitivity to the culture of your organization while pursuing an unrelenting commitment to high quality and professional services. –We believe in diversity. Our corporate core values and work environment reflect our broader social aspirations for a diverse workforce, equal opportunity and cross-cultural respect. We take responsibility for diversity in our organization, our recruitment strategy and our candidate pools. We are corporate members of the National Forum for Black Public Administrators (NFBPA) and the Hispanic Network and are on their National Corporate Advisory Council. –We conduct a timely, high-quality recruitment that is within budget. For an all- inclusive, not-to-exceed professional fee that includes the cost of professional services by the project team leader, the project support staff and all project related expenses such as advertising, preparation of a recruitment brochure, background, reference and academic verification checks and travel expenses for up to three on-site visits. We work with you to establish a timeline, respond to the City’s needs and to unexpected circumstances that may develop during the course of a recruitment in order to expedite the recruitment, but not at the expense of finding high quality candidates for the City of St. Louis Park. –We utilize the latest technologies that uniquely sets us apart. Technology plays an important role in the Baker Tilly executive recruitment process. From our proprietary video interview system and our management/leadership style assessment analysis, to our proprietary online application system, we efficiently manage candidate information and provide the City with unique information about each candidate’s leadership and management style and ability to respond extemporaneously to video questions. –We offer a “Triple Guarantee” that commits Baker Tilly to the City’s success. –We remain focused to assist with your executive recruitment until you make an appointment –We guarantee your executive recruitment for 12 months against termination or resignation for any reason – or we come back to fill the City Manager position for no additional professional fee –We will not directly solicit any candidates selected under this contract for another position while the candidate is employed with your organization Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 38 Project approach City of St. Louis Park, Minnesota Page | 32 Benefits to St. Louis Park Selecting Baker Tilly to conduct your executive recruitment provides you with the following benefits: −Comprehensive and structured process: Our process is comprehensive and seamless, reflecting our years of interaction with local government employers and prospective candidates. −Transparency: Baker Tilly comes to the City without having any preconceived notions or expectations about the St. Louis Park and prospective candidates. The Baker Tilly team works closely with the City to make sure the process is transparent. −Confidentiality: Prospective candidates know that their application will be kept confidential, allowing them to express interest in the City Manager position without jeopardizing their current employment. Our reputation for ensuring candidate confidentiality as permitted by state and local law means that the City of St. Louis Park can count on maximizing the number of qualified candidates interested in the position. −Candidate recruitment: Baker Tilly actively recruits qualified candidates, drawing from our extensive personal and professional connections with capable individuals around the state, region and nation and assuring the City of its access to established managers and rising stars. The ability to widely recruit for prospective candidates is one of the primary benefits of using Baker Tilly. −Focused use of the City’s time: Baker Tilly’s comprehensive process incorporates the active participation of City Council members at key steps in the process. Our process keeps decision makers fully advised and informed of all aspects of the process without requiring them to expend large amounts of time on the recruitment process or to put aside other pressing issues facing the City. −Minimize staff disruption: Baker Tilly’s search process also minimizes disruptions to City staff, some of whom may have additional duties in this time of transition. Because conducting a thorough recruitment can be time-consuming, Baker Tilly’s involvement allows staff to stay focused on their primary and assigned functions. −Thorough evaluation of candidates: The City of St. Louis Park seeks a City Manager of sound professional and personal character. Baker Tilly’s process includes a thorough evaluation of the final candidates, including detailed information from references and a careful review of background records. Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 39 City of St. Louis Park, Minnesota Page | 33 Not to exceed fee The all-inclusive professional fee to conduct the recruitment is provided below. Professional fee The all-inclusive professional fee includes the cost of professional services by the project team leader, the project support staff and all project-related expenses such as advertising, preparation of the recruitment brochure, printing, candidate background, reference and academic verification checks and travel expenses for on-site visits. Travel expenses incurred by candidates for on-site interviews with the client are not the responsibility of Baker Tilly and are handled directly by the client organization. All questions regarding the professional fees and project-related expenses should be directed to Anne Lewis at anne.lewis@bakertilly.com or via phone at (703) 823 8214. Phase Description of Professional Services Fee Phase I Task 1 Candidate profile development/advertising/marketing lead consultant hourly rate – approximately 14 hours research/project management staff hourly rate – approximately 16 hours $3,150 $1,700 Task 2 Identify quality candidates lead consultant hourly rate – approximately 14 hours research/project management staff hourly rate – approximately 16 hours $3,150 $1,700 Phase II Task 3 Preliminary screening & initial report to client lead consultant hourly rate – approximately 18 hours research/project management staff hourly rate – approximately 20 hours $4,150 $2,000 Task 4 Reference checks, background checks, assessments and academic verifications lead consultant hourly rate – approximately 11 hours research/project management staff hourly rate – approximately 12 hours $2,500 $1,300 Phase III Task 5 Final process/on-site interviews with finalists lead consultant hourly rate – approximately 14 hours research/project management staff hourly rate – approximately 16 hours $3,150 $1,700 Conclusion Acceptance of offer by candidate TOTAL ALL-INCLUSIVE PROFESSIONAL FEE $24,500 Optional services for consideration Fee At the City’s option, Baker Tilly will conduct a web-based survey to determine key community-wide issues and priorities that could be considered in the selection of a new City Manager. This survey is completed by community leaders, citizens and $1,650 Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 40 Not to exceed fee City of St. Louis Park, Minnesota Page | 34 City employees and would alter the project timeline. On rare occasions, Baker Tilly is asked to provide additional search services that are not included in this scope of service or to provide more than three on-site visits to the City. Additional work specifically requested by the City which is outside of the scope of this project will be invoiced at the hourly rate of $220 plus expenses. Baker Tilly will submit a written explanation of the additional services to be provided and the estimated hours that will be required prior to commencing any additional services. $220 per hour plus expenses Triple guarantee Our Triple Guarantee is defined as: 1.A commitment to remain with the recruitment assignment until you have made an appointment for the fees and tasks quoted in this proposal. If you are unable to finalize selection from the initial group of finalists, Baker Tilly will work to identify a supplemental group until you find a candidate to hire. 2.Your executive recruitment is guaranteed for 12 months against termination or resignation for any reason. The replacement recruitment will be repeated with no additional professional fee, but will include project-related expenses. Candidates appointed from within your organization do not qualify for this guarantee. This guarantee is subject to further limitations and restrictions of your state laws. 3. Baker Tilly will not directly solicit any candidates selected under this contract for any other position while the candidate is employed with your organization. Negotiations If selected, we will provide the City with our standard engagement terms. Should the City wish to provide alternate terms or proceed on the basis of its own format agreement, we would require the ability to negotiate mutually acceptable terms and conditions prior to executing a final contract. Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 41 City of St. Louis Park, Minnesota Page | 35 Fee payment schedule The all-inclusive professional fee will be billed in four installments: 30% of the fee will be billed at the beginning of the recruitment; 30% at the implementation of Phase I; 30% at the implementation of Phase II; and 10% upon acceptance of an offer by the candidate. Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 42 City of St. Louis Park, Minnesota Page | 36 Cost for additional consulting The all-inclusive fee includes Baker Tilly assisting the City in conducting one performance review for the selected candidate. The electronic review forms will be developed in accordance with the leadership goals identified in the recruitment brochure and the general requirements of the approved job description. The forms will give an opportunity for the members of the City Council to provide feedback and for the selected candidate to provide a self-assessment. The same electronic forms will be used for the six-month and for the twelve-month review. Baker Tilly will administer the process through an on-line platform, such as Survey Monkey™, with a report provided to the City Council and the selected candidate. Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 43 City of St. Louis Park, Minnesota i Appendices Appendix I: sample brochure Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 44 1 The Community The City of Cloquet is the largest city in Carlton County with an estimated 2018 population of 12,022. Located along the St. Louis River, the City is situated just south of the southwestern tip of Lake Superior. The City enjoys excellent accessibility to I-35 and State Highways 33 and 210. It is located only 15 minutes south of Duluth and two hours north of the Minneapolis -St. Paul metropolitan area. Cloquet residents enjoy a small-town atmosphere with a distinct identity; annual parades and festivals and a well -established system of parks and trails attract visitors from the immediate region. The community takes pride in supporting the Cloquet pu blic schools as shown by the opening of a new middle school in the fall of 2017. Health services are available through the Commun ity Memorial Hospital, which recently completed a $26 million expansion. As part of the Duluth, MN and Superior, WI Metropolitan Statistical Area, Cloquet residents enjoy a strong economy and stable population with access to many urban amenities including theaters, museums, state recreational areas, medical centers, and institutions of higher education, including the University of Minnesota Duluth and the College of St. Scholastic, and technic al colleges such as the Lake Superior College and Fond du Lac Tribal and Community College. Cloquet’s history and commerce have been shaped by its location and the abundance of nearby forests. Originally beginning as a group of settlements around three sawmills, the City has grown today with the presence of SAPPI and USG which produce paper products and provide the largest economic base for the City. Part of the Fond du Lac Band of the Lake Superior Chippewa Reservation falls within the City limits. The reservation is a so vereign nation; its tribal government provides education, health and human services, housing, and public safety to its members. The Fond du Lac Reservation is the largest employer in the Cloquet area. It owns and operates a school, medical and dental clinic, convenience store, and police department within the municipal limits of Cloquet. It also owns and operates a casino, hotel, and golf course just outside the City limits. Fond du Lac Tribal and Community College continues to grow each year, adding new course s and four-year degree programs to its curriculum. CITY OF CLOQUET, MINNESOTA IS SEEKING ITS NEXT CITY ADMINISTRATOR Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 45 2 The City Administrator This position is open because the previous administrator, who had been with the City of Cloquet for two years, accepted another position. The City Administrator serves as the chief administrative officer of the City and is responsible for the planning, direction, and oversight related to the proper administration and operations of all municipal functions and services. The position is instrumental in advancing the City’s strategic goals, which include continued financial stability, attracting economic development, addressing aging infrastructure, establishing a community vision, and operational efficiency, and often serves as the voice of the City. The City Administrator supervises the Assistant City Administrator/Human Resources Director, the Finance Director, the Community Development Director, the Director of Public Works/City Engineer, the Police Chief, the City Clerk and provides guidance to the Library Director. Major duties of this position include: •Develops City Council agendas and prepares reports relating to municipal services, projects, and issues for submittal to the City Council. •Prepares staff reports, provides information, and presents options and recommendations to the City Council. •Advises the City Council concerning the financial conditions of the City. •Prepares and administers the annual City budget and develops multi -year financial projections related to revenues and expenditures. •Directs all personnel matters as provided by the Personnel Policies of the City. •Represents the City at meetings and official functions as appropriate. •Attends and participates in discussions at all meetings of the City Council; attends the meetings of City boards and commissions as appropriate. The Government The City of Cloquet is organized as a Statutory Plan A form of government providing a weak Mayor/Council and a City Administrator. All policy decisions and legislative activities are the responsibility of the Council; administrative duties and operational oversight and coordination are delegated to the City Administrator. The City Council is comprised of one mayor and six councilors, one elected at large and five from geographical districts. The City provides a full range of governmental services including police, street maintenance and construction, planning, building inspections and economic development, a library, parks and trails, and water and sewer utilities. Fire services are provided by the Cloquet Area Fire District. The City has 79 employees assigned to five departments. Law enforcement and public works employees are represented by unions. The City’s 2019 General Fund revenues are estimated to be $6.2 million; total revenues across all funds are projected at $16.1 million. The City has been assigned a AA credit rating from Standard and Poor’s. Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 46 Leadership and Management Opportunities Successful Council-Administrator relations. The next City Administrator will get to know the individual members of the City Council, the issues that are important to each, and communication preferences. The City Administrator will support the City Council’s policy-making role by providing timely and objective information, options, and recommendations. The City Administrator will help the Council stay focused on established goals and priorities and advise the Council members of legal requirements, including changes in state law. Building effective community relationships. Building effective community working relationships is critical to the City’s success. The next City Administrator will reach out to community and business leaders and the tribal leadership of the Fond du Lac Reservation to ensure open communication. The City Administrator will also engage the cooperation of elected and appointed representatives of the Cloquet Area Fire District, Carlton County, and the Cloquet Public Schools to address competing needs and promote regional collaboration. Financial stability. The next City Administrator will be actively engaged in developing an annual and multi-year City operating and capital budget. The City Administrator will take a leadership role in ensuring continued long-term financial stability, identifying new revenue sources and grants, and exploring sustainable funding for ongoing infrastructure maintenance and repairs. Organizational development. The next City Administrator will set an organizational tone that promotes teamwork, articulates clear expectations, and encourages mentoring and staff development. The City Administrator will establish effective labor -management relationships and engage employees in initiatives to improve City services and resolve workplace issues. Handling a leadersh ip transition in the Police Department will be a high priority for the City Administrator. Assess organizational operations. The next City Administrator will take an interest in evaluating municipal operations to continually improve services and explore best practices that could create efficiencies or enhance service. The City Administrator will a lso assess opportunities to share services with other entities. 3 Desired Capabilities •Demonstrates effective leadership, communication, and presentation skills; works well with people from varied backgrounds •Acknowledges and respects the City’s history and accomplishments; provides stability and offers energy and a fresh perspective for the long term •Encourages teamwork and collaboration; is receptive to new ideas •Focused on results, confronts issues and solves problems in a timely manner •Builds credibility by keeping the City Council informed and providing objective information •Listens, understands, and respects differing opinions and philosophies while remaining strong enough to say no and do what is right •Critical thinker and well-prepared fact-finder with a strong moral compass; seeks to do what is in the best interests of the community •States professional opinions in a diplomatic and straightforward manner; does not take decisions that go against professional recommendations personally •Stands up for the roles and responsibilities of the City Administrator position without being overbearing •Delegates and holds department heads accountable; works with them to set an organizational tone that empowers employees •Involved in the community and recognized around town; serves as a liaison to business and civic organizations Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 47 Education and Experience The successful candidate will hold a Bachelor's degree in public or business administration, finance, economic development or a related field from an accredited college or university and have five to ten years’ progressively responsible administrative experience in the planning, coordination and financing of varied municipal activities; master’s degree in a related field is preferred. Proficiency in organizational development and strong communication and interpersonal skills are desired. Experience working in a union environment is preferred. Compensation and Benefits The position has a salary range of $92,343 –$125,000; depending on the experience and qualifications of the successful candidate. The City offers competitive benefits. Relocation negotiable. Application and Selection Process Qualified candidates please submit your cover letter and resume online by visiting our website at: https://bakertilly.recruitmenthome.com/postings/2414 This position is open until filled; however, interested applicants are strongly encouraged to apply no later than September 19, 2019. For more information, please contact Sharon Klumpp at sharon.klumpp@bakertilly.com or by calling 651-223-3053. The City of Cloquet is an Equal Opportunity Employer and values diversity at all levels of its workforce. For more information about the City, please see its website at: https://www.cloquetmn.gov 380 Jackson Street, Suite 300 St. Paul, MN 55101 651-223-3000 www.bakertilly.com 4 Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 48 City of St. Louis Park, Minnesota vi Appendices Appendix II: sample excerpt of TTI report Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 49 Workplace Behaviors ® Candidate Name The following graph is designed as a visual comparison between the position and the applicant for each behavioral factor. The highlighted area denotes the position-related score for each behavioral factor. The applicant's score is denoted by the darker red, yellow, green and blue line. The closer the applicant's score aligns to the position's score, the better the applicant will perform in the position with respect to behavior. 100 90 80 70 60 50 40 30 20 10 D 96 71 I 82 75 S 8 36 C 22 46 0 Candidate Name Job Job Range (20 point range) 16 Candidate Name Copyright © 2006-2019. Target Training International, Ltd.Baker Tilly Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 50 The Success Insights ® Wheel C O N D UCTORPERSUADERP R O M O TERRELA T E RSUPPOR T E RCOORDINATORANALYZER I M P L E MENTOR 1 2 3 45 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 3233 34 35 36 37 38 39 40 41 42 43 44 45 46 47 4849 50 51 52 53 54 55 56 57 5859 60 Job - (13) PROMOTING PERSUADER Candidate - (12) CONDUCTING PERSUADER 17 Candidate Name Copyright © 2006-2019. Target Training International, Ltd.Baker Tilly Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 51 Comparison Analysis For Consulting and Coaching Job Competencies Hierarchy Zone Range Person 1. Customer Focus 91 100 50 2. Teamwork 74 100 67 3. Interpersonal Skills 72 92 73 4. Influencing Others 86 100 68 5. Flexibility 83 100 78 6. Creativity and Innovation 66 84 62 7. Leadership 75 93 85 Primary Driving Forces Cluster Zone Range Person 1. Collaborative 35 57 6 2. Selfless 40 62 61 3. Harmonious 35 57 0 4. Receptive 22 45 29 Job Behavioral Hierarchy Zone Range Person 1. Competitive 73 100 90 2. Interaction 60 84 90 3. Versatile 54 74 100 4. Frequent Change 52 72 92 Exact match Good compatibility Fair compatibility Poor compatibility Over-focused Candidate Name Copyright © 2006-2019. Target Training International, Ltd.Baker Tilly Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 52 CITY OF ST. LOUIS PARK City Manager Search Proposal Submitted by DDA Human Resources, Inc. February 15, 2021 Prepared by: Mark Casey Management Consultant Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 53 CITY OF ST. LOUIS PARK | City Manager Search Proposal CONTENTS OF THE PROPOSAL ■Description of the Firm ■Additonal Consulting ■Approach to the Process ■Service Team ■Fees ■Assurance ■Timeline ■References ■Process Details DESCRIPTION OF THE FIRM Proudly based in Minnesota, David Drown Associates (DDA) is a full-service consulting firm with more than 20 years working with local governments providing a full range of fiscal and economic development services, along with compensation and classification services and executive searches, to over 450 government clients throughout Minnesota. Over these years, we have gotten to know local government well, and we have worked hard to keep our services up to date to meet the ever-changing needs of our clients. In 2013, we expanded our scope to provide human resources services — we started with executive recruitment and organizational studies and more recently added classification and compensation studies. Because of growth in our human resource service area, a new human resource affiliate company was created in 2017. DDA Human Resources Inc. currently employs nine individuals serving cities, counties, and special districts throughout Minnesota. The vast majority of our consultants are recent practitioners having served as Administrators or Human Resource Managers. We have provided executive search services to over 100 cities and counties throughout Minnesota. Therefore, we understand the current challenges, know hundreds of potential candidates, and have our finger on the pulse of hiring City and County Administrators and Managers anywhere in the state. We take great pride in providing the best service at a fair and equitable price. We think you will find that our small company is nimble, efficient, and personable. We know and understand local government, and that will always guide our work. APPROACH TO THE PROCESS Our approach to this search will be to focus on finding the best fit for the City of St. Louis Park. This is accomplished, first and foremost, by listening to what you are saying, understanding your goals and objectives, and building the search process off of that foundation. After gathering background information, we comprehensively advertise the position and make sure that the posting gets into the hands of prospective candidates. In some cases, those persons are not active job seekers, so we will make every effort to find those folks through direct outreach efforts. After the posting closes, an analysis of candidates will be completed so that, when the semifinalists are presented to the City Council, you will be confident that these people are the best matches from the submitted applications. After the Council selects the finalists, these candidates will be fully researched, and all necessary hiring information will be available prior to the Council making a decision. Communication with the City Council is a high priority. In addition to our Consultant Mark Casey being on site regularly, the City Council will receive weekly email updates, and he will always be available for questions. Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 54 CITY OF ST. LOUIS PARK | City Manager Search Proposal SERVICE TEAM MARK CASEY – PROJECT LEAD Mark joined DDA in September as a Management Consultant specializing in executive searches, strategic planning, and organizational consulting in the Twin Cities metropolitan area. In his thirty-three years of public service, Mark has served as the City Manager for the City of St. Anthony Village, City Administrator for the City of Annandale, and Director of Community Education for both the Annandale and Maple Lake school districts. He also worked for the Cities of Faribault, Saint Peter, and Columbia Heights. Mark received his undergraduate degree from the University of Minnesota and a master’s from St. Cloud State University. He has served on numerous boards and commissions including the League of Minnesota Cities, Metro Cites (President), Metro Area Management Association, and the Allina Hospital Board of Directors (Buffalo, MN), and he has been a frequent guest lecturer at the University of Minnesota, Hamline University, and Metro State University. Contact Information: mark@daviddrown.com 612-920-3320 x113 2241 17th Street NW New Brighton, MN 55112 LIZA DONABAUER Liza came to DDA with both private and public-sector experience. With a background in construction and finance administration, her passion for public sector work led her to Wright County where she provided support to the HR Department, County Coordinator, and Commissioners. While pursuing her MBA, Liza entered city management for Clearwater, Kansas, and then later moved to Arlington, Minnesota. During her four years in Arlington as a City Administrator, she completed a reorganization of the administration department, developed an orientation and capital planning process for two new councils, conducted compensation studies for several departments, engaged in a strategic planning session, and took part in developing a leadership curriculum for up and coming leaders in Sibley County. Her work has centered on human resource management, strong community participation, and leadership development. Liza enjoys working with colleagues throughout the state through her involvement in MCMA, a state affiliation of ICMA. She currently serves on the MCMA Women in the Profession Committee and Annual Conference Planning Committee. Since joining DDA, Liza has conducted over 30 Administrator/Manager and Department Director searches. Liza will assist in recruitment and consulting as needed. Contact Information: liza@daviddrown.com 612-920-3320 x111 4796 Merganser Drive St. Bonifacius, MN 55375 Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 55 CITY OF ST. LOUIS PARK | City Manager Search Proposal SERVICE TEAM - CONTINUED GARY WEIERS Prior to joining DDA in 2013, Gary had over 20 years of county government management experience, the last 11 years as County Administrator in Rice County. Prior to becoming Administrator, Gary served as the Social Service Department Director in Rice County and worked as a Social Service Supervisor in Mower County and Sherburne County. Gary received his bachelor’s degree from the University of St. Thomas and has honed his skills by working his way up from an entry level social worker position to be the head of a $50 million organization with over 350 employees. Gary has worked with local governments ranging in size from a couple thousand residents to communities of over 150,000 persons. In addition to conducting executive searches, Gary has done work with communities on sharing services, organizational analysis, strategic planning, and other management related work. Gary has conducted over 80 executive searches and numerous organizational studies. Gary will assist in recruitment and consulting as needed. Contact Information: gary@daviddrown.com 612-920-3320 x109 1327 Merrywood Court Faribault, MN 55021 LIZ FOSTER Liz is an Assistant Consultant that provides support and assistance within our Human Resources Division. Since joining DDA in 2015, Liz has been involved in numerous executive searches and other HR projects. Some of Liz’s duties include community research, creating position profiles, assembling interview materials for our clients, and providing general administrative support to our consultants. Contact Information: liz@daviddrown.com 612-920-3320 x108 704 10th Ave SE Austin, MN 55912 Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 56 CITY OF ST. LOUIS PARK | City Manager Search Proposal TIMELINE This timeline is tentative. The final timeline will be set after the City Council’s decision to proceed. ITEM TASK COMPLETION DATE Decision by City Council to proceed March 1, 2021 Information gathering ▪Gather all pertinent background information ▪Gather salary information and review job description ▪Meet with staff, stakeholders, and each member of the City Council March 15, 2021 Professional position profile Develop position profile and advertisement March 31, 2021 Approve position profile City Council approves profile, job description, salary range, and hiring process April 7, 2021 Special Meeting Candidate recruitment ▪Post position immediately upon approval of profile ▪Comprehensively advertise ▪Email and phone calls to prospective candidates April 8, 2021- May 5, 2021 Screening of applicants DDA will review and rank applicants based on job related criteria and select semifinalists May 6, 2021 Personality Index DDA will administer a work-related personality index to all semifinalists May 16, 2021 Video interview Each semifinalist will complete a video interview May 16, 2021 Selection of finalists ▪City Council selects finalists for interviews ▪DDA will notify candidates not selected as finalists May 26, 2021 Background check of all finalists Includes: ▪Criminal background: county, state, national ▪Sex offender registry ▪Social Security number verification ▪Employment and education verification ▪Credit check June 4, 2021 Reference check on all finalists DDA will conduct reference checks with current and former employers on all finalists June 4, 2021 Intellect profile DDA will administer an intellect profile measuring verbal reasoning, mathematical and logical reasoning, and overall mental aptitude. June 4, 2021 Finalist packet DDA will provide the Council information including: ▪Summary of references ▪Results of background checks ▪Personality index reports ▪Video interview ▪Resumes, etc. June 7, 2021 Interviews DDA will prepare all interview materials and be present at all interviews and other functions. It is recommended that Council interviews be at a special meeting June 14, 2021 Decision City Council will select candidate for offer June 14, 2021 Offer and agreement DDA will negotiate agreement with selected candidate June 15, 2021 Projected start date New Manager begins July 2021 Follow up DDA will follow up periodically with the new Manager July 2022 Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 57 CITY OF ST. LOUIS PARK | City Manager Search Proposal PROCESS DETAILS STEP 1 : INFORMATION GATHERING DDA will gather and assemble background information pertaining to the City and position. In addition, Mark will meet individually with all Council members to discuss candidate attributes, experience, and other important qualifications. Others will be interviewed as per the direction of the City. At the same time, the job description will be reviewed and, if needed, we will gather relevant comparative salary information for consideration by the Council. We will quickly develop a comprehensive understanding of the organization, community, and position. Deliverables: ■In-person information gathering via interviews with City stakeholders ■DDA receives information from the City such as organizational chart, logos/images, budgets, existing job description, etc. STEP 2 : DEVELOPMENT OF POSITION PROFILE Based on the information received from the City Council and others, DDA will develop a professional position profile that is customized to present the City of St. Louis Park in the most positive manner and provides prospective candidates with meaningful information. A draft will be presented to the City Council for consideration and approval prior to advertising. A sample profile is attached. Deliverables: ■Draft profile sent to City Council for approval ■Review and approval of job description and salary range by Council ■Review and approve proposed search timeline for purposes of advertisement and scheduling STEP 3 : ADVERTISEMENT AND RECRUITMENT DDA will comprehensively advertise the position and make direct contact with possible candidates who are not active job seekers. Some of the places the position will be advertised include: League of Minnesota Cities, International City/County Management Association, Minnesota Association of City/County Managers, Association of Minnesota Counties, National Association of County Administrators, GovernmentJobs.com, and municipal associations in Iowa, Wisconsin, North Dakota, and South Dakota. In addition, the posting will be shared with professional networks through the Universities of Minnesota, Iowa, Wisconsin, South Dakota, and Nebraska, as well as the MN Private Colleges Consortium, MN State Universities, and other colleges and universities. Beyond the traditional advertising sites, our advertising also penetrates diverse markets such as Woman Leading Government (WLG), International Network of Asian Public Administrators (I-NAPA), and the National Forum for Black Public Administrators (NFBPA). Approximately 50% of our applications come from outside the state of Minnesota. Other local advertising will be done as per direction from the City. Regular communication with candidates will occur throughout the process. The simple DDA online application process will be used unless the City prefers to use an existing City methodology. Our online application system enables us to efficiently manage applicant flow, and corresponding reference information, and allows us to communicate with each applicant quickly and effectively. Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 58 CITY OF ST. LOUIS PARK | City Manager Search Proposal We are known for our communication with both the applicant and our client which engages and informs both parties of each step. Our system also allows us to access, review, and evaluate thousands of prior applicants who may not be actively seeking a job but who may be open the “right opportunity.” Deliverables: ■Advertising outreach begins with posting on identified websites and social media platforms ■Direct contact through established professional network ■We utilize our database of identified prospective candidates to contact via email or phone call STEP 4 : INITIAL SCREENING AND REVIEW DDA will complete a comprehensive analysis of every application received and determine approximately 8-12 semifinalists, based on job related criteria, to complete a video interview. Our clients have most notably been pleased with the video interview component of our process. Video interviews allow our clients to determine whether they see the candidate as a good prospect for a final interview and gain additional insight on the candidate’s education, experience, personality, as well as their ability to think on their feet, all of which has been said to help lay the foundation for the final interview process. Access to, and viewing of, this information is as simple as clicking on a link from the individual client’s laptop, phone, or smart device in a location and at a time that is convenient for them. Candidate confidentiality when the Council is deliberating is maintained by assigning and referring to each semifinalist candidate as a number. Candidates are considered public once they are chosen as a finalist. Each semifinalist would also complete an information disclosure and a work-related personality index. About one week prior to selecting finalists for interviews, the information disclosure, video interview, personality index, cover letter, and resume from each of the semifinalists will be made available to the Council for viewing. This will allow the Council ample time to comprehensively review candidates prior to determining who to bring in the for the final interviews. Upon reviewing this introductory material, DDA will then assist the Council in selecting its finalists for final interviews. After the Council selects finalists, those not selected as finalists will be notified by DDA. Deliverables: ■List of approximately 8-12 semifinalists with cover letter, resume, and video interview ■Results of personality assessment ■Results of information disclosure that provides insight about conduct that could be viewed as impacting one’s ability to perform the requirements of this leadership role. ■Confirm interview schedule and logistics ■DDA will contact those not selected STEP 5 : SELECTION After the City Council selects finalists, DDA will complete comprehensive background screenings including criminal history, civil court history, verification of recent employment, verification of education, driver’s license review, credit check, and other items. Along with background checking all finalists, DDA will conduct character references with current and former supervisors to discuss various work responsibilities, projects, initiatives, leadership style, personality characteristics, etc. In addition, DDA will administer an intellectual profile measuring verbal reasoning, mathematical and logical reasoning, and overall mental aptitude. Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 59 CITY OF ST. LOUIS PARK | City Manager Search Proposal Approximately one week prior to the final interview process, the City Council will have access to each of the candidate’s application materials, video interview, background check results, reference information, information disclosure, a work personality report, and an intellectual profile on each person. Early in the search process, Mark will discuss interview possibilities including leadership staff participation or virtual and/or in-person options for community involvement through a meet and greet event or interview panel, stakeholder interviews, individual and/or full Council panel interviews, a City tour, lunch with City leadership, or other functions. Prior to interviews, Mark will prepare questions and then facilitate all interviews and other activities the City Council determines appropriate. Our goal is to make the process smooth and painless so the City Council can focus all its energy on finding the right person for the job and minimize staff disruptions to ensure the City can focus on the tasks at hand. Deliverables: ■List of 3 to 5 finalists, confirming interview schedule and logistics ■Leadership staff interview panel including summary of comments ■Community engagement opportunities with virtual options ■Tour of the City logistics ■Video Interview ■Summary of References ■Results of background checks ■Personality Index ■Intellect Profile ■Information Disclosure ■Cover letter and resume ■Press release STEP 6 : OFFER After interviews are complete, Mark will assist the City Council with deliberations, and he will facilitate the offer to the selected candidate. Mark will negotiate the terms with the candidate based on the parameters established by the City Council. Deliverables: ■Employment agreement ■Press release ■DDA will contact those not selected STEP 7 : FOLLOW UP DDA will make periodic contact with the new Manager for at least the first year of employment. Deliverables: ■Periodic check in with new Manager and Council representative Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 60 CITY OF ST. LOUIS PARK | City Manager Search Proposal ADDITIONAL CONSULTING On-boarding: Mark would initiate specific check in-times along with being available by phone, text, and email for the new City Manager to ask questions and provide any assistance in problem solving. Tasks include: ▪ensuring immediate connectivity to staff (especially direct reports), Council, workplace, and City’s organizational structure ▪ensuring clarity with expectations and job responsibilities ▪continuing to monitor and provide frequent feedback to the new City Manager ▪providing feedback to the City Council if the new City Manger is in need of support and resources ▪identifying tasks and behavior specific opportunities for growth ▪facilitate introductions and connections with local, regional, state, and national affiliations Six-month Evaluation: Mark would provide options based on best practices for a traditional evalution including a self-assessment or a 360 degree process that, along with a self-assessment, would involve direct reports, the City Council, and any other relevant stakeholders you would feel would be beneficial. We believe the key for the evalultion would be to focus on the behaviors St. Louis Park believes are critical to the outcomes St. Louis Park wishes to achieve. LIST OF SEARCH CLIENTS FROM THE PAST TWO YEARS In addition to the specific references listed on the following page, the City of St. Louis Park is encouraged to speak with any of the entities listed below: Entity Type of Search Entity Type of Search City of St. Anthony Village, MN Manager City of Cannon Falls, MN Public Works Director Monticello, MN Administrator Paynesville, MN Administrator/ED Dir. Beltrami County, MN Administrator Kittson County, MN Administrator City of Albert Lea, MN Manager Cook County, MN Administrator City of Crookston, MN Administrator City of Waseca, MN Director of Engineering Brainerd HRA, MN Executive Director City of Aitkin, MN Administrator City of New Brighton, MN Administrator City of Lake City, MN Finance Director City of St. James, MN Manager Waseca County, MN Administrator Isanti County, MN Administrator City of Brainerd, MN Administrator City of Kasson, MN Administrator City of Staples, MN Public Works Director City of Scandia, MN Administrator Mahnomen County, MN Administrator City of Sleepy Eye, MN Manager Albert Lea HRA, MN Executive Director City of Albert Lea, MN Manager Sherburne County, MN Administrator City of Waseca, MN Finance Director Murray County, MN Administrator City of Plainview, MN Public Works Director City of Montevideo, MN Police Chief City of Montevideo, MN Manager City of Melrose, MN Administrator Kitchigami Regional Library System Director City of Dundas, MN Administrator City of Maple Lake, MN Administrator/Clerk/Treasurer Brown County, MN Administrator City of New Ulm, MN Manager City of Olivia, MN Police Chief Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 61 CITY OF ST. LOUIS PARK | City Manager Search Proposal DDA is currently conducting searches for the Cities of Chisholm and Crosby, Minnesota, the City of Watertown, South Dakota, as well as the Red Wing HRA, Prairie Lakes Youth Programs, and the Counties of Hubbard, Jackson, Kittson, Le Sueur, Roseau, and Waseca. FEES The fee for the search process is $21,000, payable at the completion of the search. This all-inclusive fee covers professional services and all expenses including travel, advertising, personality index, intellectual profile, background checks on all finalists, etc. The fee for assistance with on-boarding and six-month performance evalution is a total of $3,000. If St. Louis Park chooses to offer a travel stipend or reimbursement for expenses of the candidates, that cost is handled directly between the City and the candidates. DDA would be available to provide input and guidance on this item. ASSURANCE If the newly hired Manager leaves the organization within the first 24 months of employment, DDA will complete another search without professional service fees. Only actual expenses will be billed to the City. PROFESSIONAL REFERENCES FOR MARK CASEY Patricia Nauman Executive Director, Metro Cities Phone Number: 651-215-4002 Email: patricia@metrocitiesmn.org Brad Wiersum Mayor, City of Minnetonka Phone Number: 612-723-3907 Email: bwiersum@minnetonkamn.gov D. Love Mayor, City of Centerville Phone Number: 651-402-7753 Email: dlove@centervillemn.com Randy Stille Mayor, City of St. Anthony Village Phone Number: 612-201-7365 Email: randy.stille@savmn.com Jerry Faust Former Mayor, City of St. Anthony Village Phone Number: 612-789-7684 Email: jofaust1@yahoo.com Terry Schwerm City Manager, City of Shoreview Phone Number: 651-490-4611 Email: tschwerm@shoreviewmn.gov Patrick Trudgeon City Manager, City of Roseville Phone Number: 651-792-7021 Email: pat.trudgeon@cityofroseville.com Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 62 ST. LOUIS PARK, MINNESOTA CITY MANAGER Recruitment Proposal February 12, 2021 630 Dundee Road Suite 130 Northbrook, IL 60062 Primary Contact Person: Laurie Pederson Director of Administrative Services 847-380-3240 info@GovHRusa.com A note about COVID-19 -- We are carefully monitoring recommendations from the federal, state and local governments and working with clients as they begin to reopen. Before COVID we made extensive use of technology for video interviews with candidates and meetings with clients. We have utilized these during COVID and can combine technology with appropriate in person meetings to assist clients in cost effective recruiting. Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 63 2 Table of Contents Letter of Transmittal 3 Firm Profile 4 Understanding of the Work 5 Proposed Strategy and Firm Philosophy 5 Our Team 6 References 7 Proposed Methodology 7 Project Timeline 11 Price Proposal 12 Summary of Guarantee 13 Contract Signature Page 15 Optional Services 16 Attachments: Consultant Biography Client List Sample Recruitment Brochure Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 64 3 February 12, 2021 Ms. Ali Timpone Human Resources Manager City of St. Louis Park 5005 Minnetonka Boulevard St. Louis Park, MN 55416 Dear Ms. Timpone: Thank you for the opportunity to provide you with a proposal for the City Manager recruitment and selection process for the City of St. Louis Park. GovHR USA (“GovHR”) prides itself on a tailored, personal approach to executive recruitment and selection, able to adapt to your specific requirements for the position. GovHR is a public management consulting firm serving municipal clients and other public-sector entities on a national basis. Our headquarters offices are in Northbrook, Illinois. We are a certified Female Business Enterprise in the State of Illinois and work exclusively in the public sector. We have 11 full time and 8 part time employees and 31 project consultants. GovHR offers customized executive recruitment services and completes other management studies and consulting projects for communities. GovHR Senior Vice President Charlene Stevens will be responsible for your recruitment and selection process. She will be assisted by a home office Recruitment Coordinator and a Reference Specialist. Ms. Stevens’ biography is attached to the proposal and her contact information is: Charlene Stevens Senior Vice President GovHR USA LLC Cottage Grove, Minnesota Telephone: 320-262-0303 Cstevens@govhrusa.com We believe we have provided you with a comprehensive proposal; however, if you would like a service that you do not see, please let us know. Please contact Laurie Pederson, Director of Administrative Services, 847-380-3240, if you have questions regarding our proposal or need additional information. We look forward to hearing from you and hope to have the opportunity to work with you on this important recruitment. Sincerely, Judith Schmittgens Corporate Secretary and Compliance Manager Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 65 4 Firm Profile GovHR is a public management consulting firm serving local government clients and other public-sector entities across the country. The firm was originally formed as Voorhees Associates in 2009, and changed its name to GovHR USA in 2013. Our headquarters are in Northbrook, Illinois. We are a certified Female Business Enterprise in the State of Illinois and work exclusively in the public and non-profit sectors. GovHR offers customized executive recruitment services, management studies and consulting projects for local government and organizations who work with local government. GovHR is led by Heidi Voorhees, President, and Joellen Cademartori, Chief Executive Officer. Ms. Voorhees has conducted more than 350 recruitments in her management consulting career, with many of her clients repeat clients, attesting to the high quality of work performed for them. In addition to her 17 years of executive recruitment and management consulting experience, Ms. Voorhees has 19 years of local government leadership and management service, including ten years as Village Manager for the Village of Wilmette, Illinois. Ms. Cademartori is a seasoned manager, with expertise in public sector human resources management. She has held positions from Human Resources Director and Administrative Services Director to Assistant Town Manager and Assistant County Manager. Ms. Cademartori has worked in forms of government ranging from Open Town Meeting to Council-Manager and has supervised all municipal and county departments ranging from Public Safety and Public Works to Mental Health and Social Services. GovHR has a total of thirty-one consultants, both generalists and specialists (public safety, public works, finance, parks, etc.), who are based in Arizona, Florida, Illinois, Indiana, Massachusetts, Michigan, Minnesota and Wisconsin, as well as five reference specialists and eight support staff. Our consultants are experienced executive recruiters who have conducted over 800 recruitments, working with cities, counties, special districts and other governmental entities of all sizes throughout the country. In addition, we have held leadership positions within local government, giving us an understanding of the complexities and challenges facing today’s public sector leaders. Please note the following key qualifications of our firm: Since our establishment in 2009, our consultants have conducted hundreds of recruitments in 38 states, with an increase in business of at least 30% each year. Twenty-eight (28%) of our clients are repeat clients, the best indicator of satisfaction with our services. Surveys of our clients show that 94% rate their overall experience with our firm as Outstanding and indicate that they plan to use our services or highly recommend us in the future. Our state-of-the-art processes, including extensive use of social media for candidate outreach and video interviews with potential finalist candidates, ensure a successful recruitment for your organization. Our high quality, thorough Recruitment Brochure reflects the knowledge we will have about your community and your organization and will provide important information to potential candidates. Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 66 5 GovHR has conducted more than 200 top executive level recruitments (City Manager, County Administrator, etc.) since the firm’s inception in 2009. A list of these recruitments for the past 3 years is included with this proposal, and we have included contact information for 5 of these clients below. We would be happy to provide you with contact information for any of these clients upon request. A complete list of our clients is available on our website at www.govhrusa.com. Our Understanding of the Work GovHR understands that the City wants to engage the services of an experienced executive recruitment firm to assist it conducting a nationwide search for its next City Manager. The firm must have demonstrated success in identifying executives for organizations of similar size and scope. The recruitment firm will meet with designated stakeholders that includes the wide range of diversity and cultures in the City to gather input regarding ideal candidates for the position, and will work in conjunction with the Mayor and members of the City Council to develop a recruitment strategy and timeline; conduct a nationwide search through appropriate advertising, outreach and other connections; conduct background screenings, resume reviews and reference checks of potential candidates; recommend candidates and assist with interviews; and assist in negotiations and job offer to the most qualified candidate. Proposed Strategy and Firm Philosophy GovHR treats each executive recruitment as a transparent partnership with our client. We believe in engaging with stakeholders early in each recruitment process to fully understand the challenges and opportunities inherent in the leadership position. Understanding the organizational culture is critical to a successful recruitment. We gain this insight and information through meetings (one on one and small groups), surveys and a review of relevant information. This information is reflected in a polished marketing piece that showcases the organization and the area it serves. Our firm was founded on and rooted in a desire to increase the diversity of local government leaders. We regularly engage with and financially support the National Forum for Black Public Administrators, the Local Government Hispanic Network, the League of Women in Government and the Emerging Local Government Leaders. Involvement with these organizations assists us in developing a highly qualified, diverse candidate pool for each executive recruitment. We also heavily utilize social media including LinkedIN, Facebook, Twitter and Instagram to push out employment opportunities and connect with candidates who may not be seeking a position but who would find your opportunity appealing. We pay for databases that have the email addresses for all local government leaders in public safety, public works, public finance, planning and economic development as well as in general administration. This allows us to ensure that we are contacting all candidates who might be interested in your position. In addition, our consultants are located across the country providing us with personal contacts for potential candidates. We do not hesitate to call potential candidates who we believe are a fit for your position. We utilize the information we have gained to evaluate candidates and we conduct a video screening interview to further understand each qualified candidate’s background and experience. We also conduct reference calls and media searches to ensure there are no surprises with respect to a candidate’s background. This information is shared with the client along with our objective assessment of each candidate. We will provide you with a matrix of all of the candidates, noting the relevant experience and background of those we recommend you consider for interview. Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 67 6 We are your partner throughout the process, present for the interviews and assisting in the compensation discussions. We guarantee our placements for one year, should the successful candidate leave for any reason. We believe our thorough and transparent process is unparalleled in our field and we hope to have the opportunity to work with you. Our Team Project Manager & Main Point of Contact: GovHR Senior Vice President Charlene Stevens will be responsible for your recruitment and selection process. Her biography is attached to this Proposal and her contact information is: Charlene Stevens Senior Vice President GovHR USA LLC Cottage Grove, MN Telephone: 320-262-0303 Facsimile 866.401.3100 Cstevens@govhrusa.com Ms. Stevens joined the firm in 2018 after serving in local government for twenty-two years, including as the City Administrator of Cottage Grove, Minnesota and Willmar, Minnesota. She is currently working on several executive recruitments, including the County Administrator of Adams County, Wisconsin; the Diversity, Equity and Inclusion Manager of Cedar Rapids, Iowa; the Village Manager of Harrison, Wisconsin, and the City Manager of Waconia, Minnesota. She recently completed successful recruitments for the City Manager of Minot, North Dakota, the HR Directors for both Burnsville, Minnesota and Decatur, Georgia; and the Chief Executive Officer of the Hillsborough Transit Authority in Florida. A complete list of Ms. Stevens’ recruitments is available on our website. Proposal Inquiries: Laurie Pederson Administrative Services Director 847-380-3198 LPederson@GovHRusa.com Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 68 7 References The following references can speak to the quality of service provided by GovHR. Muscatine, Iowa (City Administrator, 2020) – Charlene Stevens Stephanie Romagnoli, Human Resources Manager 563-264-1550 sromagnoli@muscatineiowa.gov Windsor Heights, Iowa (City Administrator, 2020) – Charlene Stevens Mayor Dave Burgess 515-279-3662 Office dburgess@windsorheights.org Virginia Beach, Virginia (City Manager, 2020) – Heidi Voorhees & Charlene Stevens (Chief of Police, 2020) – Joe De Lopez & Rich Eddington Regina Hilliard, HR Director 757-385-8854 Rhilliard@vbgov.com Decatur, GA (Human Resources Director, 2020) - Charlene Stevens (Assistant City Manager, 2019) - Heidi Voorhees (City Manager, 2018) - Heidi Voorhees Andrea Arnold, City Manager 404-370-4102 Andrea.Arnold@decaturga.com Portsmouth, NH (City Manager, 2019) - Joellen Cademartori Nancy Colbert Puff, Deputy City Manager 603-610-7297 NColbertPuff@cityofportsmouth.com Project Approach and Methodology A typical recruitment and selection process takes approximately 175 hours to conduct. At least 50 hours of this time is administrative, including advertisement placement, reference interviews, and due diligence on candidates. We believe our experience and ability to professionally administer your recruitment will provide you with a diverse pool of highly qualified candidates for your position search. GovHR clients are informed of the progress of their recruitment throughout the entire process. We are always available by mobile phone or email should you have a question or need information about the recruitment. Phase I: Position Assessment, Position Announcement & Brochure One-on-one or group interviews will be conducted with stakeholders identified by the City to develop the Recruitment Brochure. We have a variety of other options for gathering input: Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 69 8 Dedicated email and surveys to obtain feedback from stakeholder groups Public Forums conducted by our consultants A combination of the above items can be used to fully understand community and organizational needs and expectations for the position. Development of a Position Announcement to be placed on websites and social media Development of a thorough Recruitment Brochure for City review and approval Agreement on a detailed Recruitment Timetable – a typical recruitment takes between 90 to 120 days from the time you sign the contract to appointment of the finalist candidate. Phase II: Advertising, Candidate Recruitment & Outreach We make extensive use of social media as well as traditional outreach methods to ensure a diverse and highly qualified pool of candidates. In addition, our website is well known in the local government industry –we typically have 6,000 visits to our website each month. Finally, we develop a database customized to your recruitment and can do an email blast to thousands of potential candidates. Phase II will include the following: GovHR consultants will personally identify and contact potential candidates. Develop a database of potential candidates from across the country unique to the position and to the City, focusing on: Leadership and management skills Size of organization Experience in addressing challenges and opportunities also outlined in Phase I The database will range from several hundred to thousands of names and an email blast will be sent to each potential candidate. Placement of the Position Announcement in appropriate professional online publications: Public sector publications & websites Social media LinkedIn (over 15,000 connections) Facebook Twitter Instagram GovHR will provide you with a list of advertising options for approval Phase III: Candidate Evaluation & Screening Phase III will include the following steps: Review and evaluation of candidates’ credentials considering the criteria outlined in the Recruitment Brochure Candidates will be narrowed down to those candidates that meet the qualification criteria Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 70 9 Candidate evaluation process: Completion of a questionnaire explaining prior work experience Live Video Interview (45 minutes to 1 hour) conducted by consultant with each finalist candidate References (at least 2 references per candidate will be contacted at this time) Internet/Social Media search conducted on each finalist candidate All résumés will be acknowledged and inquiries from candidates will be personally handled by GovHR, ensuring that the City’s process is professional and well regarded by all who participate. Phase IV: Presentation of Recommended Candidates Phase IV will include the following steps: GovHR will prepare a Recruitment Report presenting the credentials of those candidates most qualified for the position. GovHR will provide an electronic recruitment portfolio which contains the candidates’ materials along with a “mini” résumé for each candidate so that each candidate’s credentials are presented in a uniform way. The City will receive a log of all applicants and may review résumés if requested. Report will arrive in advance of the Recruitment Report Presentation. GovHR will spend approximately 2 hours with members of the City Council and other stakeholders reviewing the recruitment report and providing additional information on the candidates. Phase V: Interviewing Process & Background Screening Phase V will include the following steps: GovHR will: Develop the first and second round interview questions for your review and comment Coordinate candidate travel and accommodations Provide you with an electronic file that includes: Candidates credentials Set of questions with room for interviewers to make notes Evaluation sheets to assist interviewers in assessing the candidate’s skills and abilities Background screening per state and federal regulations will be conducted along with additional references contacted: Background Screening Process Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 71 10 GovHR will work with you to develop an interview schedule for the candidates, coordinating travel and accommodations. GovHR will coordinate a 2-Step Interview process. The first round interviews will include five or six candidates. The second round interviews will include two or three candidates. GovHR will supply interview questions and an evaluation form. In addition to a structured interview, the schedule can incorporate: Tour of City facilities Interviews with senior staff Leadership Assessments may be arranged for an additional fee – see Optional Services below. Phase VI: Appointment of Candidate GovHR will assist you as much as you request with the salary and benefit negotiations and drafting of an employment agreement, if appropriate. GovHR will notify all applicants of the final appointment, providing professional background information on the successful candidate. GovHR will assist with onboarding of the successful candidate and provide input on the City Manager’s six-month performance evaluation if requested, for an additional fee. See Price Proposal below. Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 72 11 Project Timeline Week 1 Week 2 Week 3 Week 4 Week 5 Week 6 Week 7 Week 8 Week 9 Week 10 Week 11 Week 12 Weeks 1 & 2 Phase 1: Interviews & Brochure Development Weeks 3 thru 6 Phase 2: Advertising, Candidate Recruitment & Outreach Weeks 7 & 8 Phase 3: Candidate Evaluation & Background Screening Week 9 Phase 4: Presentation of Recommended Candidates Week 10 Phase 5: Interview Process & Additional Background Screening Weeks 11 & 12 Phase 6: Appointment of Candidate Phase I Phase III Phase IV Phase V Phase VI Phase II Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 73 12 Price Proposal Summary of Costs (per recruitment) Price Recruitment Fee and Estimated Breakdown of Hours: Phase I – Interviews and Brochure Development $3,500 Consultant 25 Phase II – Advertising, Recruitment & Outreach $2,500 Consultant 15, Recruitment Coordinator 5 Phase III – Candidate Evaluation & Background Screening $6,500 Consultant 35, Recruitment Coordinator 15, Reference Specialist 20 Phase IV – Presentation of Candidates $2,000 Consultant 8, Recruitment Coordinator 15 Phase V – Interview Process & Additional Background Screening $2,500 Consultant 15, Recruitment Coordinator 5, Reference Specialist 5 Phase VI – Appointment of Candidate $500 Consultant 4 $17,500 Recruitment Expenses: (not to exceed) Expenses include candidate due diligence efforts 1,500 Advertising: Advertising costs over $2,500 will be placed only with client approval. If less than $2,500, Client is billed only for actual cost. 2,500 Total: $21,500* *We are carefully monitoring recommendations from the federal, state and local governments and working with clients on alternatives to in person meetings. We are fully operational and can work with you via video and by utilizing electronic files. If at the time of recruitment, COVID-19 restrictions are lifted and travel is possible, we are happy to attend meetings in person. Consultant travel expenses are not included in the price proposal. If the consultant is requested to travel to the client, $100 per trip (up to 3 trips) for travel will be charged. Possible in-person meetings could include: 1. Recruitment brochure interview process 2. Presentation of recommended candidates 3. Interview Process Any additional consultant visits requested by the City (beyond the three visits listed above) will be billed at $125/hour; $500 for a half day and $950 for a full day. The additional visits may also result in an increase Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 74 13 in the travel expenses and those expenses will be billed to the client. This fee does not include travel and accommodations for candidates interviewed. Payment for Fees & Services Professional fees and expenses will be invoiced as follows: 1st Payment: 1/3 of the Recruitment Fee (invoice sent upon acceptance of our proposal). 2nd Payment: 1/3 of the Recruitment Fee and expenses incurred to date (invoice sent following the recommendation of candidates). Final Payment: 1/3 of the Recruitment Fee and all remaining expenses (invoice sent after recruitment is completed). Payment of invoices is due within thirty (30) days of receipt (unless the client advises that its normal payment procedures require 60 days.) Onboarding of Successful Candidate and Input on Performance Evaluation – GovHR will provide additional services not included above including onboarding of the successful candidate and input on the City Manager’s six-month performance evaluation at the rate of $125/hour. We can provide you with a separate proposal for these services once we have a better understanding of the desired scope of services. Guarantee GovHR is committed to assisting our clients until a candidate is appointed to the position. Therefore, no additional professional fee will be incurred if the client does not make a selection from the initial group of recommended candidates and requests additional candidates be developed for interview consideration. If additional advertising beyond the Phase I advertising is requested, client will be billed for actual advertising charges. Reimbursable expenses may be incurred should the recruitment process require consultant travel to St. Louis Park. Upon appointment of a candidate, GovHR provides the following guarantee: should the selected and appointed candidate, at the request of the City or the employee’s own determination, leave the employ of the City within the first 12 months of appointment, we will, if desired, conduct one additional recruitment for the cost of expenses and announcements only. This request must be made within six months of the employee’s departure. Why Choose GovHR? We are a leader in the field of local government recruitment and selection with experience in more than 41 states, in communities ranging in population from 1,000 to 1,000,000. More than 28% of our clients are repeat clients showing a high level of satisfaction with our work. We encourage you to call any of our previous clients. We are committed to bringing a diverse pool of candidates to your recruitment process. We network extensively with state, city and county management associations, attending more than 20 state and national conferences each year. In addition, we support and attend the meetings of Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 75 14 League of Women in Government, the Local Government Hispanic Network, National Forum for Black Public Administrators and Engaging Local Government Leaders. We conduct comprehensive due diligence on candidates. Before we recommend a candidate to you, we will have interviewed them via video, conducted reference calls, and news media and social media searches. Our knowledge of local government ensures that we can ask probing questions that will verify their expertise. We are your partners in this important process. You are welcome to review all the resumes we receive and we will share our honest assessment of the candidates. Our goal is your complete satisfaction. We are committed to working with you until you find the candidate that is the best fit for your position. Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 76 15 Confirmation Signature We believe we have provided you with a comprehensive proposal; however, if you would like a service that you do not see in our proposal, please let us know. We can most likely accommodate your request. This proposal will remain in effect for a period of six months from the date of the proposal. We look forward to working with you on this recruitment and selection process! Client Name/Organization___________________________________________________________ Client Contact Name/Position _________________________________________________________ Signature ___________________________________________________________________________ Date ______________________ Billing Contact _____________________________________________________________________ Billing Contact Email ________________________________________________________________ Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 77 16 Optional Services GovTemps USA Need an Interim? GovTempsUSA, a subsidiary of GovHR USA, specializes in the temporary placement of positions in local government. The firm offers short-term assignments, in addition to long-term and outsourced arrangements. Our placement professionals at GovTempsUSA have typically enjoyed distinguished careers in local government and displayed a commitment to public service throughout their career. Recorded One-Way Video Interview of Candidates Candidates we recommend for your consideration can complete a one-way video interview with 3 to 5 questions that will be recorded and which you can review electronically at your convenience. This can occur prior to making your decision on which candidates to invite for an interview. Cost $100 per candidate. Leadership/Personality Testing GovHR has experience working with a wide variety of leadership and personality assessment tools, depending on the qualities and experiences the client is seeking in their candidates. These include but are not limited to Luminaspark, Caliper, DISC and others. Depending on the evaluation type selected fees can range between $100 to $500 per candidate. 360° Evaluation As a service to the Client, we offer the option to provide you with a proposal for a 360° performance evaluation for the appointed position at six months into his or her employment. This evaluation will include seeking feedback from both elected officials and department directors, along with any other stakeholder the Client feels would be relevant and beneficial. This input will be obtained on a confidential basis with comments known only to the consultant. If you are interested in this option, GovHR will prepare a proposal for this service. Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 78 CHARLENE STEVENS Ms. Stevens has over twenty years of experience in municipal management. Ms. Stevens has worked in both county and city government and her career covers work in urban, suburban and rural communities. Her career has spanned three states: Minnesota, Kansas and Pennsylvania. Ms. Stevens has expertise in community and civic engagement, having started her career in neighborhood services and led community wide visioning and strategic planning efforts for two different communities. Ms. Stevens’ strength is her ability to develop strong partnerships with multiple and diverse stakeholders. Through those partnerships, Ms. Stevens helps communities develop consensus and achievable plans. Ms. Stevens’ results-oriented management has included projects that have expanded parks and preserved greenspace in rapidly developing communities, developed a workforce training center for a large urban county, led downtown development plans for two communities and created mentoring and training programs for city staff. Ms. Stevens has appreciated the opportunity to mentor many young professionals, including helping to establish women’s mentoring groups in three different communities. PROFESSIONAL EDUCATION •Master of Public Administration, University of Kansas, Lawrence, Kansas •Bachelor of Arts, International Relations, Pomona College, Claremont, California •Leadership Wichita Graduate PROFESSIONAL DEVELOPMENT AND SPEAKING ENGAGEMENTS •Instructor, International City and County Management Association (ICMA), Emerging Leaders Development Program •Instructor, ICMA Mid-Career Institute MEMBERSHIPS AND AFFILIATIONS •International City and County Management Association (ICMA) –Current Member •ICMA Task Force on Welcoming New Members - Chair, 2009 - 2015 •ICMA Task Force on Women in the Profession - Member 2012-2014 •ICMA Regional Vice President - ICMA Executive Board Member, 2003 - 2006 •ICMA Committee of Professional Conduct - Chair, 2006 •ICMA Conference Host Committee - Co Chair, 2002 •ICMA Conference Planning Committee - Member, 2001 and 2002 •ICMA Task Force on Small Communities - Member, 1999-2001 •League of Minnesota Cities (LMC) - Board Member, 2013 - 2015 •Coalition of Greater Minnesota Cities (CGMC) - Board Member, 2011 - 2015 •Minnesota City and County Management Association (MCMA) - Current Member •MCMA Task Force on Women in the Profession - Current Member •YMCA of Woodbury Community Board - Current Member and Board Vice Chair •KUCIMAT President - University of Kansas, 2013 - 2014 •Willmar Area Rotary, 2011 - 2015 •Kansas Association of City and County Managers (KACM) - Member, 2006 - 2011 •Association of Pennsylvania Municipal Managers (APMM) - Member, 1997 - 2006 PROFESSIONAL BACKGROUND Over 20 Years of Local Government Leadership and Management Experience •City Administrator, Cottage Grove, MN 2015-2018 •City Administrator, Willmar, MN 2011-2015 •Assistant County Manager, Sedgwick County, KS 2006-2011 •Assistant Township Manager, Lower Gwynedd, PA 1999-2006 •Assistant Township Manager, Buckingham, PA 1997-1999 •Neighborhood Assistant, City of Wichita, KS 1995-1996 P: 847.380.3240 www.govhrusa.com Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 79 TYPE STATE CLIENT POSITION POPULATION YEAR City Management Alaska Bethel City Manager 6,500 2019 Homer City Manager (Professional Outreach)5,300 2019 Seward City Manager 2,693 2019 Colorado Englewood City Manager 34,957 2019 Connecticut East Hampton Town Manager 13,000 2019 Enfield Town Manager 45,246 2018 2020 Meriden City Manager 60,838 2018 Delaware Newark City Manager 33,398 2018 Florida Lakeland City Manager 110,000 2020 Largo Assistant City Manager 82,244 2018 Palm Beach Assistant City Manager 85,933 2021 Georgia Decatur Assistant City Manager 25,000 2018 City Manager 25,000 2018 Illinois Barrington Village Manager 10,455 2018 Bloomington City Manager 78,005 2018 Centralia City Manager 13,000 2020 Decatur City Manager 76,178 2018 Deputy City Manager 76,178 2019 DeKalb City Manager 43,849 2018 Effingham City Administrator 12,577 2018 Geneseo City Administrator (Virtual)6,500 2019 La Grange Park Assistant Village Manager 13,579 2020 Lake Forest City Manager 19,375 2018 Mundelein Village Administrator 31,385 2020 Oak Park Assistant Village Manager/Human Resources Director 52,000 2019 Orland Park Village Manager 60,000 2019 Pingree Grove Village Manager 10,000 2020 Princeton City Manager 7,700 2019 Savoy Village Administrator (Virtual)8,607 2020 Shorewood Village Administrator 17,495 2018 Vernon Hills Village Manager 25,911 2021 Willowbrook Village Administrator 8,967 2019 Winnetka Assistant Village Manager 12,422 2019 Wynstone Property Owners AssociationGeneral Manager 1,500 2020 Indiana St. John Town Manager (Professional Outreach)18,047 2020 Iowa Muscatine City Administrator 23,819 2020 Windsor Heights City Administrator 4,860 2019 Maryland Sykesville Town Manager 3,941 2019 Michigan Adrian City Administrator 20,676 2018 Albion City Manager 8,337 2018 Charlotte City Manager 9,100 2020 City and County Manager Recruitments 2018 - Present 630 Dundee Road, Suite 130 Northbrook, IL 60062 847.380.3240 Fax: 866.401-3100 GovHRusa.com Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 80 TYPE STATE CLIENT POSITION POPULATION YEAR City and County Manager Recruitments 2018 - Present City Management Michigan Eastpointe City Manager 32,673 2019 Ferndale City Manager 20,428 2019 Lincoln Park City Manager 36,665 2019 Oakland Township Township Manager 19,132 2018 Royal Oak City Manager 59,112 2019 Troy Assistant City Manager 83,813 2019 City Manager 83,813 2018 Minnesota Waconia City Administrator 13,500 2021 Missouri Ballwin City Administrator 30,181 2020 Cape Girardeau City Manager 38,000 2020 South Lyon City Manager 11,327 2018 University City Assistant City Manager 35,172 2020 Assistant to the City Manager/Communications Director 35,172 2018 Assistant to the City Manager/Director of Human Resources 35,172 2020 Webster Groves City Manager 22,800 2020 Wildwood City Manager 35,524 2019 Nevada Boulder City City Manager 16,207 2021 New Hampshire Portsmouth City Manager 21,796 2019 New York Mamaroneck Town Administrator 29,156 2021 Village Manager 19,426 2018 North Carolina Fayetteville Assistant City Manager 210,000 2018 North Dakota Minot City Manager 45,700 2020 Pennsylvania South Fayette Township Township Manager 14,416 2018 Texas Burleson City Manager 43,960 2018 McKinney Assistant City Manager 191,645 2019 Missouri City Assistant City Manager 74,139 2019 Virginia Chesapeake City Manager 245,000 2019 Portsmouth City Manager 96,000 2020 Salem City Manager 25,643 2019 Virginia Beach City Manager 442,707 2019 West Virginia Bridgeport City Manager 8,582 2019 Wisconsin Baraboo City Administrator 12,048 2019 Bayside Assistant Village Manager 4,400 2019 Bellevue Village Administrator 15,524 2018 Franklin Director of Administation 36,155 2019 Monroe City Administrator 10,827 2020 Plymouth City Administrator/Utilities Manager 8,540 2020 Rhinelander City Administrator 7,800 2018 County Management Florida Pinellas County Assistant County Administrator 970,600 2020 630 Dundee Road, Suite 130 Northbrook, IL 60062 847.380.3240 Fax: 866.401-3100 GovHRusa.com Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 81 TYPE STATE CLIENT POSITION POPULATION YEAR City and County Manager Recruitments 2018 - Present County Management Florida Pinellas County Deputy County Administrator/Chief of Staff 970,600 2019 Illinois Lake County County Administrator 703,462 2019 South Carolina Beaufort County County Administrator 192,122 2018 Wisconsin Adams County County Manager/Administrative Coordinator20,220 2021 630 Dundee Road, Suite 130 Northbrook, IL 60062 847.380.3240 Fax: 866.401-3100 GovHRusa.com Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 82 CITY ADMINISTRATOR MUSCATINE, IA Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 83 The City Muscatine, (pop. 23,819) is a full-service city located on the banks of the Mississippi River in Eastern Iowa. Muscatine is a community rich in history and beauty. The City of Muscatine was once the world leader in the pearl button manufacturing industry and is known as the “Pearl of the Mississippi.” Samuel Clemens (Mark Twain), was once a resident and recalled “And I remember Muscatine – still more pleasantly – for its summer sunsets. I have never seen any, on either side of the ocean equaled them.” Today, Muscatine has an active downtown riverfront which includes a boat harbor and marina. Muscatine has two national historic districts and two cultural and entertainment districts. The Muscatine Art Center is an accredited institution that houses works by Grant Wood, Georgia O’Keefe and Allan Houser, as well as a collection of European masters. The Muscatine History and Industry Center traces the economic history of the city from its beginnings as a trading post for Native Americans to becoming the home of national and international businesses. Muscatine also offers an array of cultural opportunities rivaling larger metropolitan areas including the Muscatine Center for Performing Arts, Muscatine Symphony Orchestra, Pearl City Players Theatrical Society and Masquers Community Theater. Muscatine has outstanding parks and recreational amenities. There are 21 parks, 12 playgrounds and 10 miles of active trails. The Muscatine Soccer Complex draws teams from across the region and the country. The City of Muscatine owns and operates the Kent Stein baseball/softball complex, the Muscatine Aquatic Center, and an excellent municipal golf course and disc golf course. The City of Muscatine is an economically strong business center, where several Fortune 500 and Fortune 1000 companies have chosen to locate. HNI, Kraft-Heinz, Bayer, Kent Corporation and Musco Lighting are just a few of the companies that call Muscatine home. Muscatine is strategically located within 40 minutes of both Iowa City and Davenport and offers an excellent quality of life, strong schools and amenities for all. Muscatine, IA—City Administrator Median Age: 35.6 Number of Households: 9,382 Median Household Income: $56,571 Median Single-Family Home Value: $137,295 Square Miles: 49.77 MUSCATINE FACTS AND NUMBERS: Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 84 The Position in Brief The City Administrator carries out the City’s daily operations and the policies as adopted by the Mayor and City Council. Additionally, the City Administrator advises the Mayor and Council on the financial condition of the City, supervises the preparation of the annual budget, supervises city employees and makes personnel recommendations and provides overall direction and guidance to the organization. The Organization Muscatine is governed by a Mayor and 7-Member City Council. The Mayor is elected for a two-year term. Five Council Members are elected by Ward and Two Council Members are elected at large. The Council Members are elected for staggered four-year terms. The City Administrator is appointed by the Mayor and City Council. The City Administrator is responsible for the appointment of all department heads and development of the $21.6 M general fund and $67M all funds budget. The City of Muscatine has approximately 229 FTEs. There are also four unions that represent employees in police, fire, public works, water and pollution control. The City of Muscatine is a full service and included the departments of Community Development, Finance, Parks and Recreation, Wastewater, Public Works, Police and Fire. The City Administrator’s office also includes Human Resources/Risk Management and Communications. Operations include the City owned Musser Public Library and Muscatine Art Center/Musser Museum. The Library and Arts Center have independent boards whose members are appointed by the Mayor and Council. Expectations and Projects The next City Administrator is expected to be a strategic and visionary leader who will foster a strong working relationship between the Mayor, the City Council and the City staff. The next City Administrator will have demonstrated experience in managing and developing budgets as well as overseeing staff to ensure key goals are met. In addition, the next City Administrator will have an opportunity to be engaged in or lead the following city initiatives: •Oversight of the Grandview Corridor Redevelopment Project in 2021. •Ensure the completion of the downtown street improvement projects and guide the implementation of the Riverfront Master Plan, including options for Carver Corner. •Continue the City’s separation of sanitary and storm sewers. •Plan, design and seek funding for a potential third fire station. •Develop opportunities for employee engagement and succession planning. •Develop strategies for economic development to meet housing needs, increase retail options and job creation for the community. •Support sustainability efforts such as the Muscatine Organic Recycling Center and Muscatine Area Resource Recovery for Vehicles and Energy. •Engage the Mayor, Council and City staff in a City-Wide Strategic Planning Effort. •Develop strategies to enhance community engagement and communication among a variety of stakeholders. Muscatine, IA—City Administrator Strategic Visionary Leader Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 85 Muscatine, IA—City Administrator Candidate Qualification Criteria The following education, experience, leadership and management criteria have been identified as important skills and abilities for the successful candidate to possess. Must Haves: •A Bachelor’s degree in public administration, public policy or related field; MPA preferred; A Master’s degree is preferred. •A minimum of five to seven years of executive level experience, preferably in an organization of a similar size. •The ability to mentor, lead and develop staff. •Excellent interpersonal and communication skills, able to connect with and relate to a wide variety of individuals. •Strong financial management skills, with demonstrated ability to develop and administer operating and capital budgets. The Ideal Candidate Will Be: •A highly collaborative leader with a communicative, team-oriented management style. •An ethical and professional manager able to inspire the confidence of elected officials, city staff and the general public. •An open, transparent and proactive communicator with the Mayor and Council, city staff and the community at large. •"Easily accessible” and approachable to all within the organization and outside of the organization. Be a good listener. •An innovative and strategic leader able to anticipate challenges, consider new approaches and adapt to change. •Able to build strong partnership and relationships with a wide variety of stakeholders. •A strong and fair leader who can establish expectations and hold individuals accountable to meet those expectations. Compensation & Benefits Salary Range is $140,000 – 170,000 +/- DOQ. The City provides an excellent and comprehensive benefits package. Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 86 HOW TO APPLY Interested candidates should apply online at www.GovHRjobs.com by May 15, 2020 with resume, cover letter and five professional references to: Charlene Stevens, Senior Vice President GovHR USA 630 Dundee Road, #130 Northbrook, IL 60062 Tel: 847-380-3240. The City of Muscatine is an Equal Opportunity Employer. Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 87 Founded in 2001, kpcompanies has grown from an idea to a standard of excellence in the employment services and executive search industries. kpcompanies offers retained, professional contracting and diversity searches. We are a national firm serving clients throughout the United States. Finding diverse candidates is a core competency, and part of every search. Professional contracting, temporary, temp-to-hire and direct hire. Contingency search with deep pipelines and sourcing capabilities. Focused retained search with a dedicated recruiter. Your Recruiting Team Joelle Purvis Allen SVP Client Services, Training & Development joelle@kpcompanies.com 952-220-9939 Miquel McMoore Founder/Managing Director miquel@kpcompanies.com 612-600-5658 5775 Wayzata Blvd., Suite 700, St. Louis Park, MN 55416 City Manager Executive Search Process Proposal Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 88 Ali Timpone Human Resources Manager City of St. Louis Park 5005 Minnetonka Blvd St. Louis Park, MN 55416 atimpone@stlouispark.org 952-928-2846 Re: Executive Search Proposal: City Manager - St. Louis Park Dear Ali: Thank you for considering kpCompanies to be a strategic sourcing partner. As you may be aware, kpCompanies has enjoyed success in handling nationwide searches where diversity and a balance of confidentiality and openness have been paramount factors. We are a woman and minority owned firm; and our team consists of passionate and multicultural executive recruiters — who are insistent on networking with and nurturing relationships within diverse communities. We involve various constituencies including African American, Asian, Latinx, Native American, Immigrant, and LGBTQIA communities to contribute to our recruitment process so that we can deliver on our commitment to diversity, equity and inclusion. If kpCompanies is selected, our top recruiters will be intimately involved in every aspect of the search process. We are committed to finding the best possible candidate for every search assignment for which we are hired and we ensure that an active outreach is made to qualified minority candidates. One of the ways we measure our success is by the number of repeat clients we have. We can say with confidence, that in nearly every instance, after an initial placement is made with a new client, we are asked to carry out subsequent searches for the same client. People like us and they like our work. Our thorough understanding of the recruiting industry combined with expertise in diversity & inclusion strategies is producing more and more satisfied clients everyday. We are so confident in our methods that we offer one of the best guarantees in the industry. Thank you again for the opportunity to provide you with information about kpCompanies. This proposal contains a summary of our suggested search process and general pricing. Please keep in mind that pricing may be impacted (up or down) by final candidate salary as well as changes in scope. As always, if you have any questions, don't hesitate to reach out to Miquel or me. Best, Joelle Allen SVP Client Services, Training & Development & Executive Recruiter kpCompanies 2 of 9 Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 89 Our History We provide best in class employment solutions — consistently earning the total satisfaction of our customers. We are committed to continuous improvement and providing a high quality of life for our employees while achieving superior financial results. We are socially responsible team of hard workers that leverages all available resources in order to ensure that everyone associated with our company reaps the benefits of our stellar performance. kpcompanies Vision Uncover and be responsive to the unique personal and professional needs of our clients and candidates in an effort to match more efficiently and effectively Develop deep, meaningful and long lasting relationships with our customers. Continually improve the breadth and quality of our product offering – to maintain a competitive edge Fully utilize social networks and technology to build and maintain a high quality candidate pipeline Find and retain high-value customers Deliver top-notch talent within the agreed upon time limit or less of any job order request Leverage monetary reward, recognition, training, advancement opportunities, and genuine care to create a high energy and achievement oriented work environment that encourages loyalty, passion and high performance Hold ourselves personally accountable for achieving our vision/mission kpcompanies Mission Almost 20 years strong, kpCompanies was created to provide more personalized executive search services to corporate clients in and around the Twin Cities, with a focus on diversity. Word quickly spread about our attention to detail and high level of service - and within one year business was booming. kpCompanies now offers retained professional contracting and temporary staffing throughout the nation. Today, kpCompanies is made up of three brands, serving both the public and private sectors – kpRecruiting, a full service recruiting firm, specializing in placing top-tier executives — particularly in government, non- profit executives, corporate finance, accounting, IT & human resource; kpStaffing professionals - a temporary staffing agency, specializing in placing administrative and professional contractors; and kpInclusion – a diversity initiative that helps clients build and maintain an inclusive environment through training and access to a nationwide network of a hard-to-recruit and highly sought after professionals of color. Our brands achieve placement ratios that exceed industry norms, while positively impacting our clients by helping them develop diverse bench strength. Our success is a result of an ability to cater to clients and candidates, dynamic recruiters and a knack for getting into places that others didn’t even know existed. What Makes Us Stand Out We go above and beyond to provide tools that our clients can easily use to make the best informed decision. Our years of success in the diversity search space, vast network and client service approach differentiates us from other firms — an approach we are so confident in that we back it up with one of the longest guarantees in the industry. 3 of 9 Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 90 JOELLE ALLEN SVP Client Services, Training & Development / Executive Recruiter Joelle Allen is proud to have worked in various capacities with kpCompanies almost since its inception. Her current role is to assist in the search process by making sure that all of the pieces of the puzzle come together seamlessly. As the liaison between the client organization and kpCompanies’ team of expert recruiters and sourcers, she ensures clients are informed and engaged and that both the client and candidate experience is top notch. Joelle also serves as Chief Inclusion Officer at Interaction Traction, Inc. a Diversity, Equity & Inclusion Strategy & Engagement firm established in 2004. Using a mix of education, community outreach and strategic planning, Interaction Traction helps organizations create authentic interactions with diverse stakeholders, both internally and externally. The alliance is part of the rich background of diversity and inclusion expertise that kpCompanies is able to offer its clients like its’ recruitment centered implicit bias training that has proven useful in helping companies retain diverse talent. Interaction Traction, Inc. is based in St. Louis Park and has produced work for organizations across the nation including: Pohlad Companies, Minnesota Opera, Chicago White Sox, Kansas City Royals, The Kennedy Center, Minnesota Twins, FedEx, African American Leadership Forum, Minneapolis Park & Recreation Board, Georgia Tech and Georgia State University, to name a few. Prior to starting Interaction Traction, Allen led Noland Company’s showroom division as Corporate Marketing Manager. During that time, she crafted winning marketing and PR strategy, led community engagement initiatives, reinvented the company’s advertising co-op program and streamlined showroom supplier processes for 48 showrooms across the Southeast. Joelle lives in Golden Valley with her family. She currently serves as the chair of Rising TIDES Racial Equity Task Force for the the City of Golden Valley. She is a member of the Forbes Communication Council, member of the National Black MBA Association, American Marketing Association, Past President of the Hampton Roads Chapter of the International Special Events Society (Now ILEA) and holds an MBA from the University of St. Thomas where she is an Adjunct Professor in the MBA program, teaching Integrated Marketing Communications. 5 of 9 BACKGROUND OF KEY FIRM REPRESENTATIVES Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 91 BACKGROUND OF KEY FIRM REPRESENTATIVES MIQUEL MCMOORE Founder / Managing Director Miquel Purvis McMoore, a native of Minneapolis, MN is the Founder and Managing Director of kpCompanies - a powerhouse search firm headquartered in the Twin Cities Metropolitan area. Established as kpRecruiting in 2000, the company quickly made gains by successfully matching top-notch professional and executive talent with multinational, US Fortune 1000, mid-size and small companies such as United Health Group, Medtronic and Minneapolis Park and Recreation Board, just to name a few. Minneapolis/St. Paul Chapter, where she was offered full-time employment with her sponsoring company, US West Communications. It was there that her innate ability to build key relationships and savvy in identifying team leaders and ideal opportunities became evident as she was exceptional in closing multi-million-dollar sales projects. She then transitioned into the recruiting industry quickly becoming a top producer with one of the largest and strongest search firms. Additionally, McMoore taught business courses at Patrick Henry High School in the Minneapolis Public Schools and lead the corporate talent team at Supervalu in her role as Sr. Manager,Talent Acquisition. McMoore remains an active part of the local business community having served on the Board of Directors of the Jeremiah Program, StairStep Foundation and Goodwill/Easter Seals of Minneapolis. She is also an officer of Hot Commodity Investment Club. McMoore earned a BS in Business Administration from Elizabeth City State University in North Carolina and a MBA from the University of Minnesota’s Carlson School of Management. She takes the most pride in being the mother of her two children, Mckenzie and Miles. Miquel describes herself as a mother, sister, daughter and friend as well as an entrepreneur, recruiter, coach, mentor and mentee. Her relationship connections are key to both her personal and professional lives and on any given day, she is fluidly and adeptly adding quality and value to all. “it isn’t juggling—it is life!” Prior to starting kpCompanies, she successfully participated in INROADS- 4 of 9 Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 92 • Discovery We probe in order to understand the nuances of the position including required skillset, company culture and success factors that are important to the organization, so that we can make the perfect match. Search firm is retained. A search panel/committee is identified Committee and kpCompanies develop criteria for evaluating “ideal” candidates for the position, based on a thorough review of the current job description, the needs of the city, input from the city council and informed by the cities’ strategic plan. kpCompanies spends a minimum of 2 days on-site listening to employees, managers/leaders and other key stakeholders. We identify the strengths & weaknesses of the team and use this feedback to select the best candidate for the organizations specific needs. Community meetings - kpCompanies will facilitate up to 3 community meetings to bring in diverse voices from across the city. A timeline, position profile, salary recommendation and key candidate attributes are created and approved by the city council. • Sourcing Strategy We leverage the tools and technology necessary to yield the perfect match, including: social media, digital resources and our extensive proprietary database of candidates. kpCompanies recruits qualified candidates through a number of tactics, including but not limited to market mapping, ads in targeted professional journals, networking, networking events, industry related associations, mailings & telephone sourcing calls. With the proactive search techniques we utilize, we expect to select and review between 20-50 qualified resumes. Of these, approximately 15-25% should be from diverse backgrounds. We are highly networked with professionals across the nation and across the globe and maintain strong ties into communities that center Black, Indigenous, Latinx People of Color, LGBTQIA+ and Women. Weekly status reports are shared with the search panel/committee via email. Video conferences at key milestones during the process will be coordinated to ensure everyone is informed while taking into account busy schedules. Statement of Work / Suggested Search Process We anticipate that from the time a search firm is engaged, it should take 4-6 weeks to identify 3-5 highly qualified candidates to be presented to the search panel for review. Typically, our clients are ready to hire within 10-12 weeks from the time a search firm is engaged. With the proactive search techniques we utilize, we expect to review between 20-50 qualified resumes. Of these, approximately 15-25% should be from diverse backgrounds. 6 of 9 Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 93 • Candidate Review A combination of in-depth interviews, background checks and skills-matching tools ensure that the candidates we present are viable. Resumes are reviewed against criteria for “ideal” candidates--developed above. Selected candidates are given supplementary questions to answer; kpCompanies conducts followup screenings. •Candidate Presentation Resumes along with our recommendations concerning each candidate are presented in an easy to review packet so that you can make an informed choice regarding the candidates applying for the position. Comparison tools are provided to help assess the qualifications, strengths and weaknesses of each candidate based on the approved job description and ideal candidate profile. Top 5-10 candidates are presented to the city council and measured against search metrics. Top 3-5 candidates are selected and invited in for in-person interviews. kpCompanies will lead the City Council through the interview process, providing all interview materials, rating guides and best practices for interviewing including legal compliance concerns. • Fulfillment All aspects of the search are expertly managed from start to finish and backed up by our 90 day guarantee (6 month guarantee offered for this position). Finalist selected and given appropriate screenings / background checks (upon request) as well as comprehensive reference checks. kpCompanies will extend the organization’s offer to the candidate and shepherd the negotiation process. kpCompanies is open to assist in any additional on-boarding requirements as requested (additional fees may be required) Suggested Search Process Cont.’ Relevant / Recent Placements Cities Director of Public Works, City of St. Paul (Sean Kershaw - sean.Kershaw@ci.stpaul.mn.us 651-324-0991) Director of Asset Management, City of Minneapolis (Lori Johnson - lori.johnson@minneapolismn.gov 612-673-2918) Minneapolis Park and Recreation Board - Superintendent -Assist Superintendent, Environmental Stewardship - Director of Asset Management -Assistant Superintendent, Recreation (Mae Brooks - MBrooks@minneapolisparks.org 612-230-6434) Here are just a handful of the relevant placements we’ve made that are similar either in their complexity, structure, level of authority and/or requirement for community engagement. 7 of 9 Executive Leadership Positions VP Marketing, Minneapolis Foundation (Milpha Blamo 651-373-9031) Executive Director, Better Futures Minnesota ( Glenn Andis glennandis@gmail.com 612-202-6143). The Center for Economic Inclusion - VP External Affairs - VP of Programs (Tawanna Black, tblack@centerforeconomicinclusion.org (612) 351-8212) VP, Racial Health Equity, Blue Cross Blue Shield Minnesota (in final stage - conditional offer signed - Ruth Hafoka ruth.Hafoka@bluecrossmn.com) Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 94 #Action Responsibility Est. Completion Date 1 Solidify Search timeline, criteria & position profile.kp/______03/15/2021 2 Schedule one-on-one meetings (20 minutes) with key stakeholders, patrons and department members where necessary to determine key attributes for culture fit as well as what the organization needs strategically and operationally. Community sessions scheduled at this time to be completed before April 16th kp/______w/o 03/22/2021 (Concurrent with search) 4 Provide weekly updates to Search Committee re status kp Every Monday 5 Launch full search campaign--place all ads via online, social and print where applicable. kp/______Upon Contract Signing 6 Engage applicable professional / industry associations and synchronize traditional methods with alternative strategies to attract a qualified, diverse pool of candidates. kp ongoing 7 Continuous evaluation of candidate submissions.kp ongoing 8 Conduct in-depth telephone screenings written and face-to-face interviews with all qualified candidates. Reminder of public process and release of finalist names. kp ongoing 9 Submit to search committee candidate summaries including a matrix of comparative qualifications of the selected candidates supported by resumes. kp ~ 05/03/2021 10 Create recommended interview questions, recommend interview format and create interview evaluation form as needed. Revise as requested by search committee. kp/______Late w/o 5/10 depending on date of candidate acceptance 11 Coordinate interviews with 3 -5 selected candidates (including application, written sample and data form as required. Preliminary reference checks completed at this time). kp/______w/o 5/17 & 5/24 12 Participate in debriefing activity after each candidate interview to aide in the discussion and selection of finalists as needed. kp Immediately following interviews 13 Evaluations / testing if applicable (DISC, Myers-Briggs, etc. as determined by the organization). ________/kp/TBD 14 Testing Results Conference Call.________/kp/Within 72 hours of test results 15 Conduct reference checks on finalists, employment & degree verifications and statewide criminal background check, upon request from client. kp Once finalist is selected 16 Extend offer and request written acceptance from candidate as needed. Candidate gives notice. (Target on or before June 25) kp/______Upon completion of background investigation 17 Send notification to all candidates (1st) that position has been filled and thank them for consideration. Send press releases (48 hrs. later) announcing new City Manager. kp TBD (Target w/o 07/16/2021) 18 All search activities concluded.kp/______TBD (Target 08/01/2021) 19 Onboarding as needed Kp/_______TBD TENTATIVE TIMELINE (To be crafted and refined with the search committee & City Council) Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 95 Position Fee (example based on preliminary market estimate of $205k) Time to Fill SAMPLE SEARCH Based on a salary of $205k $61,500.00 12 - 14 weeks Total Position Fees (Does not include pre-approved out of pocket expenses such as candidate travel) $61,500.00 Fee Schedule: Fees are split in 3 equal payments with an adjusted final payment based on expenses and final compensation. “Time to Fill” can vary depending on the nature & complexity of the search. A timeline is provided for each search once we fully understand the requirements. Fees for kpcompanies’ turnkey services are 30% of the chosen candidate’s first year’s total compensation. For the benefit of our non-profit and government clients, our fees will be based on the offered and accepted base salary only, which will not include any allowance, fringe benefits, relocation expense or bonuses given to the candidate. We are happy to make all arrangements for candidate travel and lodging — but, clients are fully responsible for all of the expenses associated with bringing a candidate(s) in for interviews. Additionally, kpCompanies’ requires reimbursement of approved expenses, not to exceed $7,500 (without prior approval) and payable as invoiced. We leverage sound recruiting strategies and a vast network to consistently and effectively meet our clients’ needs for high caliber talent. We research industries and our client’s specific needs in order to attract diverse senior level executives with a track record of driving business forward. However, even the best screening tools cannot prevent occasional incompatibilities. If you are not satisfied, give us a call and we will find a replacement candidate at no charge. Permanent placement candidates are guaranteed for 6 months; and temporary candidates for the duration of the original assignment. Based on search as outlined in recommendations Our Guarantee Fees & Expenses 8 of 9 Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 96 WE’VE PROVIDED TOP TALENT TO THE BEST ORGANIZATIONS AROUND JUST A FEW OF THE MANY COMPANIES WHERE WE’VE PLACED TOP TIER TALENT SYLVIA BARTLEY, PHD Global Director, Philanthropy Foundation / Medtronic 763.526.6078 Sylvia.bartley@medtronic.com Executive Search Services: Executive Director, African American Leadership Forum Placed the new Executive Director for African American Leadership Forum. Marcus Owens is going into his third year — and has made tremendous strides in clarifying vision, creating a strategic framework and connecting with members from every tier of the African American community as well as corporate supporters. Marcus Owens brought in Non-profit leadership experience as the former President and CEO of Northside Economic Opportunity Network (NEON). Additionally he brought in a wealth of board experience as well as Employee Relations and Marketing expertise from his almost 8 years at Target Corporation. 1 MILPHA BLAMO, MNM Director, Talent and Culture, The Minneapolis Foundation 612-210-6525 mblamo@mplsfoundation.org 2 Executive Search: Vice President of Marketing & Communication We were happy to partner with Minneapolis Foundation for the second time. The most recent search (12/2020) we placed the new Vice President of Marketing, a BIPOC Woman by the name of Michelle Benson. Michelle Benson was selected because of her years of MarCom experience with a variety of clients across industries. She was a previous Marketing Director for College Possible as well as the Minnesota State Zoo. 9 of 9 Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 97 LEARNING: Days 0 - 30 • Resources & Expectations This process begins with the first focus group and continues 90 days into the new City Manager’s assignment. During this phase, kp will support the St. Louis Park City Council in the following ways: Furnish information to appropriate departments such as IT to setup all Tech / Systems / Email / Phone / Business cards / etc. Work with candidate / city to ensure proper home setup for virtual work. Draft public announcements / press release, etc. for approval by the council Create and deliver 90-day onboarding framework outlining expectation plan with clear deliverables, deadlines, metrics and link to the necessary resources for completing each task Work with HR & City Council to create & pre-populate calendar with tasks, meetings and milestones as outlined the onboarding framework. Create a “Briefing Book” for the selected candidate with key info, acronyms, reference materials, maps, bios, org chart, etc. • Leverage Shadowing & Support Strategies Overlapping with the outgoing City Manager can be extremely valuable to the onboarding process. Just as importantly, having written advices for key activities becomes a valuable part of the briefing book. To accomplish this kp will Do whatever is possible to complete the search in time for a minimum of 2 week overlap. Work with city council and current city manager to create Executive Development Plan (EDP) • Arrange a Community Meet & Greet (at cost) The new City Manager will need to develop relationships with key stakeholders and members for the community for success. Prior to one to one meetings, kp will plan a community-wide meet and greet. We recognize that onboarding is a critical part of the hiring process. We offer a 90 day strategy that prepares leaders for the social, cultural and professional components of the role. The 3-phase strategy consists of 1) Learning the organization 2) Linking to the organization in a way that marries past experience, industry practice and cultural/realities to current strategy and growth plans; and finally, 3) Leading the organization which offers feedback & support as the new leader makes good on expectations and deliverables. 8 of 15 ONBOARDING Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 98 LINKING: DAYS 31-60 • Additional Stakeholder & Community Influencer Introductions The new City Manager will need to develop relationships with key stakeholders and members for the community for success. To that end, kp will: Create a list of key stakeholders including community & business leaders, chairs of commissions and boards, etc. with full contact information as part of a Briefing Book. Make introductions and arrange initial meetings as outlined in calendar. •Inclusion & Culture Shift Training •Organizations that are deeply committed to diversity are often unaware of implicit biases that may negatively prevent candidates— particularly candidates of color– from being successful. We provide a full-day seminar for the entire staff that sets culture support expectations and provides practical tools in order to implement inclusion in realistic, practical, day-to-day work. Topics will include: Optional* Intercultural Development Inventory (IDI) assessment to gauge current levels of cultural competence within individuals and the team. Group results are delivered through a group training. Individual results and development plan are delivered in a completely confidential 45 minute 1:1 private zoom session. Recognize implicit bias, how it impacts organizational culture, hiring decisions and retention of diverse employees. Define and differentiate between diversity, inclusion, intercultural competence keeping in mind compliance issues around Equal Employment Opportunity (EEO), and Affirmative Action Strategies for discovering and eliminating negative systemic bias. Provide specific knowledge, skills, and tools that people can use in their daily work. Walk groups through creating “Personal Inclusion Action Plans” that allow them to: Immediately put the training into action within the scope of their own activities recognize and modify activities that hinder diversity and strengthen inclusive activities/ processes Help build a culture of tolerance by recognizing contributions and making current employees a part of the diversity plan • R e v e r s e o n b o a r d i n g s t r a t e g i e s Not only will the new City Manager be adjusting to a new organization - staff and stakeholders will be adjusting as well. We’ll continue to monitor the process, provide feedback and flag situations that go beyond the nor mal forming, storming, nor ming, per forming paradigm. Research shows that proper onboarding, including reverse onboarding strategies dramatically improves retention. Focus on Culture shifts & learning each other’s language Propose adjustments to onboarding schedule based on stakeholder feedback Arrange on-going one-on-one’s with key staff members 9 of 15 ONBOARDING Cont’ Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 99 LEADING: DAYS 61-90 •Executive Development Plan & Transition During this phase, the new City Manager will make the full and public transition into the leadership role fully equipped for the challenge. kp will support the new leader and the City Council in the following ways: Finalize performance objectives for 6 month review with City Council Assess effectiveness of 90 day plan — Council, staff, City Manager perspective. Discuss whether or not on-going coaching, mentorship is needed/desired and if so, which resources to pull in. • 6-month Performance Evaluation kp will work with the City Council Provide a review scorecard based on EDP created in earlier phase. Take additional steps as desired by the council to complete the 6 month review. 10 of 15 PHASE THREE: ONBOARDING Cont’ Position Fee (example based on preliminary market estimate of $205k) Time to Fill Onboarding $21,600.00 90 Days Optional* Intercultural development Inventory (IDI) assessment and 1:1 review for up to 25 people. Additional assessments at $250 per person $6,250.00 Total Position Fees (Does not include pre-approved out of pocket expenses such as candidate travel) $27,850.00 Fees & Expenses Study session meeting of February 22, 2021 (Item No. 1) Title: City manager recruitment Page 100 Meeting: Study session Meeting date: February 22, 2021 Discussion item : 2 Executive summary Title: Policing discussion - continued Re commended action: None at this time. The purpose of this study session item is to provide information to the council and have a facilitated discussion around policing in St. Louis Park and determine next steps. Policy consideration: What additional topics or areas of concern would the city council like to explore in order to be tter inform policy considerations around the city’s policing model that align with SLP strategic priorities? Summary: Following the murder of George Floyd, the council asked to review the policing model in St. Louis Park. At the July 27, 2020 meeting, the council reviewed and discussed the police departments’ use of force policy, reviewed the 8 Can’t Wait policy recommendations and got an update on the recent legislation passed by Minnesota legislature. In addition, the council discussed a policing structural analysis and asked staff to bring back additional information and data. At the September 29, 2020 meeting Chief Harcey and Deputy Chief Kruelle presented information on the department’s 21st century policing initiatives, 2018-2019 annual reports statistics, Bureau of Criminal Apprehension 2019 Uniform Crime Report, 2018-2019 School Resource Officer activities , 2019 domestic assault statistics, 2019-2020 crisis/ mental health related statistics, 2018 - 2019 use of force annual reports and recommended that a use of force policy work group be formed to help update the policy. Facilitator Shawn Sorrell then led the council in a facilitated discussion on the information. Facilitator Sorrell also worked with council to develop the attached Reima gin ing Community Safety chart outlining the areas of concern the council would like to explore to better inform policy considerations that align with St. Louis Park strategic initiatives . Facilitator Sorre ll will review the Reimagin ing Community Safety chart with council and staff will present information regarding progress made since the last council discussion. The facilitator will then lead a conversation to gain clarity around remaining topics or areas of concern. Financial or budget conside rations: None at this time. Strategic priority consideration: •St. Louis Park is committed to being a leader in racial equity and inclusion in order to create a more just and inclusive community for all. •St. Louis Park is committed to creating opportunities to build social capital through community engagement. Supporting documents: July 27, 2020 agenda and minutes Sept. 29, 2020 agenda and minutes Reimagining community safety chart Prepared by: Mike Harcey, police chief Approve d by: Tom Harmening, city manager Meeting: Study session Meeting date: September 29, 2020 SLP Study Session 092920 Shawn D Sorrell Policing discussion – continued Following the murder of George Floyd, the council asked to review the departments use of force policy in St. Louis Park. During this study session the department will give an overview of its policies and update the council on recent legislation passed by Minnesota legislature. The purpose of this study session is to provide information to the council and have a facilitated discussion around the data and determine next steps. This session was facilitated by consultant Shawn Sorrell. Participants: Nadia Mohamed, Jake Spano, Larry Kraft, Margaret Rog, Anne Mavity, Rachel Harris, Tim Brausen, Tom Harmening, Mike Harcey, Maria Solano, Bryan Kruelle, Alicia Sojourner, Nancy Deno Mayor and City Council participated in a question and answer conversation regarding the Policing data provided: •School Resource Officer Activities •Domestic Assault Statistics •Crisis/ Mental Health Related Statistics •Use of Force Statistics Chief Mike Harcey providing an update from the Use of Force Policy Workgroup: Police and city staff convened community boards and commissions members to review the current Use of Force policy •Police advisory commission (PAC)•Multicultural advisory committee (MAC)•Human rights commission (HRC) Mayor and City Council participated in a process to identify topics or areas of concern to better inform policy considerations that align with SLP strategic priorities Systems Thinking Systems thinking is the process of understanding how things, regarded as systems, influence one another within a whole. Systems thinking has been defined as an approach to problem solving, by viewing "problems" as parts of an overall system, rather than reacting to specific part, outcomes or events and potentially contributing to further development of unintended consequences. St. Louis Park police, city council and the community are all part of a system which consist of people, structures, and processes that work together to make St. Louis Park a "healthy" or "unhealthy" community. St. Louis Park strategic priorities regarding racial equity, inclusion and community engagement •Being a leader in racial equity and inclusion in order to create a more just and inclusive community for all o Ensuring racial equity in city services where 1 in 5 residents are BIPOC •Creating opportunities to build social capital through community engagement o Engaging the community to build strong neighborhood connections is a long-held value Page 2 Study session meeting of February 22, 2021 (Item No. 2) Title: Policing discussion - continued Meeting: Study session Meeting date: September 29, 2020 SLP Study Session 092920 Shawn D Sorrell Reimagining community safety What additional topics or areas of concern would the city council like to explore in order to better inform policy considerations that align with St. Louis Park strategic priorities? Understand and address racial disparities in use of force* Define and improve overall community (public) safety* Determine the role of police in achieving mental health outcomes** Examine alternative models for policing Evaluate effectiveness of school partnerships Examine use of force statistics involving blacks Shift our conversation to make changes in community safety that is outside of the police department Examine the purpose behind police officers (with guns) in certain situations Evaluate neighborhood patrol system (how do we know we are successful?) Review purpose of School Resource Officers Evaluate why more African Americans are subject to use of force Reframe the conversation to be about community safety broadly Determine ideal mental health outcomes and best way to achieve them Remain open to the possibility that 21st century policing may not be the best way to achieve our goals Evaluate the effectiveness of the dare program Uncover why there are racial disparities in our use of force Include the origins of data in our data Evaluate mental health social worker in role of "community public safety" Design a system where there are more civilian workers working with the community Construct training for pd department relating to racial equity impacts Include ourselves in the model of service delivery Convey statistics of residents and nonresidents in use of force calls and de- escalation Continue to track data but not get lost in the data, make decisions now based on trends Ensure we are fully implementing the 8 can't wait Determine how to measure the achievement of SLPPD objectives Mayor and City Council members indicated having increased interest around initially exploring these topics (*primary, **secondary) Page 3 Study session meeting of February 22, 2021 (Item No. 2) Title: Policing discussion - continued Meeting: Study session Meeting date: February 22, 2021 Discussion item : 3 Executive summary Title: Future study session agenda planning and prioritization Recommended action: The city council and city manager to set the agenda the special study session scheduled for March 1, 2021 and the regularly scheduled study session on March 8, 2021. Policy consideration: Not applicable. Summary: This report summarizes the proposed agenda for the special study session scheduled for March 1, 2021 and the regularly scheduled study session on March 8, 2021. Also attached to this report is the study session discussion topics and timeline Financial or budget considerations: Not applicable. Strategic priority consideration: Not applicable. Supporting documents: Tentative agenda – March 1 and March 8, 2021 Study session discussion topics and timeline Prepared by: Debbie Fischer, administrative services office assistant Reviewed by: Maria Solano, senior management analyst Approved by: Tom Harmening, city manager Study session meeting of February 22, 2021 (Item No. 3) Page 2 Title: Future study session agenda planning and prioritization MARCH 1, 2021. 5:30 p.m. Special study session - To be held via videoconference Tentative discussion items 1.Connect the Park – review updated goals and strategies – Engineering (55 minutes) Staff will provide a recap of the updated goals and strategies of Connect the Park. The discussion will focus on the metrics used to measure the success of the goals and strategies. MARCH 8, 2021. 6:30 p.m. Study session - To be held via videoconference Tentative discussion items 1.Community technology advisory commission smart cities initiative – Information resources (75 minutes) The community technology advisory commission has embarked on a smart cities project with the goal of aligning any suggested initiatives with the city council’s strategic priorities. The commission will present its smart city objectives to the council for discussion and general direction on prioritization. 2.Racial equity check-in – Administrative services (60 minutes) This quarterly racial equity check -in is time for council to revisit the city’s current racial equity snapshot and discuss council’s next step related to racial equity. 3.Future study session agenda planning – administrative services (5 minutes) Communications/meeting check-in – administrative services (5 minutes) Time for communications between staff and council will be set aside on every study session agenda for the purposes of information sharing. Written reports 4.Business terms for Texa Tonka redevelopment contract Study session meeting of February 22, 2021 (Item No. 3) Page 3 Title: Future study session agenda planning and prioritization Study session discussion topics and timeline Future council items Priority Discussion topic Comments Timeline for council discussion 3 Discuss public process expectations and outcomes Staff is working on the approach for undertaking this discussion. 2nd qtr. 2021 4 Revisit housing setback, FAR , & more related to affordable housing Going to planning commission for discussion. TBD 5 Home-based businesses (HBB ) Written report 1/11/21 ; Discussed 2/8/21; 6 Public forums at council mtgs 9/23/19 SS. Staff doing research of other cities. 2nd qtr. 2021 7 STEP discussion: facilities Council asked staff to consider lending options to assist STEP in buying a new bldg. On hold 8 Community and neighborhood sidewalk designations To be combined w/ Connect the Park discussion. 2nd qtr. 2021 9 Remove mint & menthol exemption from existing flavored tobacco policy On hold pending court decision. *On hold 10/13 -Easy access to nature, across city, starting w/ low-income neighborhoods -WHNC Access Fund Combine P10 and P13 . *On hold pending direction from school district. *On hold 11 Conversion therapy ban Report to council on 2/22/21. Report 2/22/21 + Creating pathways to home ownership for BIPOC individuals and families Discussed at 2/8/21 council meeting. Program being developed In process + Transportation commission TBD + Council meetings – agenda and video presentation TBD + Inclusionary housing policy – requiring family size units TBD Council items in progress Priority Discussion topic Comments Next Steps + Policing discussion Discussed 7/27/20 & 9/29/20 . Discuss 2/22/21 + Boards and commissions general review Discussed 1/25/21. TBD Meeting: Study session Meeting date: February 22, 2021 Written report: 4 Executive summary Title: January 2021 monthly financial report Recommended action: No action is required. Policy consideration: Monthly financial reporting is part of our financial management policies. Summary: The monthly financial report provides an overview of general fund revenues and departmental expenditures comparing them to budget throughout the year. Financial or budget considerations: Expenditures should generally be at approximately 8% of the annual budget at the end of January. General fund expenditures were at just over 7% of the adopted annual budget. The only notable variance is in organized recreation as the annual community education contribution of $187,400 was paid to the school district in January. This is a temporary variance and consistent with prior years. Strategic priority consideration: Not applicable. Supporting documents: Summary of revenues and departmental expenditures – general fund Prepared by: Darla Monson, accountant Reviewed by: Melanie Schmitt, chief financial officer Nancy Deno, deputy city manager/HR director Approve d by: Tom Harmening, city manager Summary of Revenues & Departmental Expenditures - General Fund as of January 31, 2021 20212021201920192020202020212021Balance YTD Budget Budget Audited Budget Unaudited Budget YTD Jan Remaining to Actual %General Fund Revenues: General Property Taxes26,880,004$ 26,952,306$ 28,393,728$ 28,635,694$ 29,601,811$ -$29,601,811$ 0.00% Licenses and Permits4,103,424 5,264,659 4,660,811 5,288,380 4,621,829 543,024 4,078,805 11.75% Fines & Forfeits279,700 274,340 280,000 122,056 231,000 500 230,500 0.22% Intergovernmental1,760,900 1,761,763 1,760,082 1,866,686 1,661,549 1,661,549 0.00% Charges for Services2,187,319 2,160,345 2,273,824 1,577,235 2,013,834 65,264 1,948,570 3.24% Rents & Other Miscellaneous1,367,012 1,500,867 1,456,102 1,159,553 1,499,091 141,290 1,357,801 9.43% Transfers In1,999,877 2,012,706 2,038,338 1,982,338 2,055,017 169,335 1,885,682 8.24% Investment Earnings 180,000 523,124 210,000 27,234 200,000 200,000 0.00% Other Income31,300 57,274 621,280 754,538 593,300 189,709 403,591 31.98% Use of Fund Balance298,156 230,026 25,000 25,000 0.00%Total General Fund Revenues39,087,692$ 40,737,411$ 41,694,165$ 41,413,714$ 42,502,431$ 1,109,122$ 41,393,309$ 2.61%General Fund Expenditures: General Government: Administration1,837,620$ 1,673,619$ 1,868,599$ 1,489,104$ 1,842,882$ 90,690$ 1,752,192$ 4.92% Finance1,034,199 1,078,291 1,124,045 1,182,523 1,129,591 82,115 1,047,476 7.27% Assessing772,746 751,737 808,171 788,366 798,244 63,158 735,086 7.91% Human Resources805,620 756,767 823,209 795,407 837,736 63,323 774,413 7.56% Community Development1,502,521 1,515,672 1,571,894 1,536,657 1,576,323 125,917 1,450,406 7.99% Facilities Maintenance1,170,211 1,209,474 1,265,337 1,409,942 1,349,365 72,355 1,277,010 5.36% Information Resources1,674,937 1,474,604 1,709,255 1,647,250 1,683,216 125,533 1,557,683 7.46% Communications & Marketing805,674 786,448 828,004 712,542 970,934 54,410 916,524 5.60%Total General Government9,603,528$ 9,246,612$ 9,998,514$ 9,561,791$ 10,188,291$ 677,500$ 9,510,791$ 6.65% Public Safety: Police10,335,497$ 10,452,038$ 10,853,821$ 10,676,966$ 11,307,863$ 843,200$ 10,464,663$ 7.46% Fire Protection4,813,078 4,754,524 5,040,703 4,854,824 4,998,636 374,887 4,623,749 7.50% Building 2,555,335 2,430,473 2,696,585 2,312,566 2,571,968 182,021 2,389,947 7.08%Total Public Safety17,703,910$ 17,637,035$ 18,591,109$ 17,844,356$ 18,878,467$ 1,400,108$ 17,478,359$ 7.42% Operations: Public Works Administration290,753$ 214,436$ 273,318$ 219,705$ 249,256$ 11,958$ 237,298$ 4.80% Public Works Operations3,111,481 3,099,493 3,331,966 3,136,628 3,285,820 207,270 3,078,550 6.31% Vehicle Maintenance1,242,236 1,268,700 1,278,827 1,188,449 1,303,159 97,351 1,205,808 7.47% Engineering570,377 609,567 551,285 784,300 523,547 49,630 473,917 9.48%Total Operations5,214,847$ 5,192,196$ 5,435,396$ 5,329,082$ 5,361,782$ 366,209$ 4,995,573$ 6.83% Parks and Recreation: Organized Recreation1,579,569 1,498,462 1,637,002 1,401,182 1,639,358 272,936 1,366,422 16.65% Recreation Center1,949,657 2,041,386 2,061,394 1,874,509 2,082,697 102,629 1,980,068 4.93% Park Maintenance1,833,297 1,820,455 1,906,363 1,804,905 1,916,643 127,941 1,788,702 6.68% Westwood Nature Center643,750 612,266 748,683 606,100 736,515 47,014 689,501 6.38% Natural Resources484,784 429,409 504,143 430,922 496,497 9,762 486,735 1.97%Total Parks and Recreation6,491,057$ 6,401,977$ 6,857,585$ 6,117,617$ 6,871,710$ 560,281$ 6,311,429$ 8.15% Other Depts and Non-Departmental: Racial Equity and Inclusion -$4,592$ 314,077$ 270,704$ 341,293$ 23,655$ 317,638$ 6.93% Sustainability26,283 497,484 244,405 432,043 17,859 414,184 4.13% Transfers Out300,000 428,845 0.00% Contingency and Other74,350 121,245 144,860 0.00%Total Other Depts and Non-Departmental74,350$ 452,119$ 811,561$ 659,969$ 1,202,181$ 41,513$ 731,823$ 3.45%Total General Fund Expenditures39,087,692$ 38,929,940$ 41,694,165$ 39,512,815$ 42,502,431$ 3,045,612$ 39,027,974$ 7.17%Page 2 Study session meeting of February 22, 2021 (Item No. 6) Title: January 2021 monthly financial report Meeting: Study session Meeting date: February 22, 2021 Written report: 5 Executive summary Title: Conversion therapy Recommended action: No action is required at this time. Please advise staff of questions you may have. Policy consideration: Does the city council wish to pass a resolution stating: •Practice of conversion therapy is not welcome in the City of St. Louis Park. •The City of St. Louis Park supports the State Legislature banning the practice of conversion therapy in the state of Minnesota. Summary: The city council indicated its interest in discussing a conversion therapy ban as a priority discussion topic in 2020. Conversation therapy is an ineffective and unsafe practice based on the discredited premise that a person’s gender identity or sexual orientation is a mental disorder that can be cured or corre cted . Many medical associations and organizations including American Medical Association, American Psychological Association, and the American Academy of Pediatrics have long opposed this practice. In Minnesota, the state regulates and licenses behavioral and mental health professionals and currently does not prohibit the practice of conversion therapy. Since this licensing is handled at the state level (not with local government), staff recommends a resolution be approved by council that supports the state legislature ban the practice statewide and also that conversion therapy is not welcome in St. Louis Park. Financial or budget considerations: Not applicable. Strategic priority consideration: •St. Louis Park is committed to creating opportunities to build social capital through community engagement. •St. Louis Park is committed to being a leader in racial equity and inclusion in order to create a more just and inclusive community for all. Supporting documents: Discussion Resolution Prepared by: Alicia Sojourner, race equity manager Maria Solano, senior management analyst Reviewed by: Nancy Deno, deputy city manager/HR director Approve d by: Tom Harmening, city manager Study session meeting of February 22, 2021 (Item No. 5) Page 2 Title: Conversion therapy Discussion Background: Conversion therapy, also called reparative therapy, attempts to change the sexual orientation of individuals participating in the program. The American Psychiatric Association (APA) has long opposed this practice stating, ”APA opposes any psychiatric treatment, such as “reparative” or “conversion” therapy, that is based on the assumption that homosexuality per se is a mental disorder or is based on the a prior assumption that the patient should change his or her homosexual orientation.” Outfront Minnesota, states that this therapy includes "dangerous and discredited practices aimed at changing a person’s sexual orientation, or efforts to change a person’s gender identity or expression. These harmful practices are based on the false claim that being Lesbian, Gay, Bisexual, Transgender, or Queer (LGBTQ) is a mental illness that should be cured.” Minnesota cities including, Duluth, Robbinsdale, Minneapolis, Red Wing, Saint Paul, West Saint Paul and Winona have banned conversion therapy in their communities. This practice has been banned in 20 U.S state s but has failed to pass in the Minnesota Legislature. In Minnesota, the state regulates and licenses behavioral and mental health professionals but has so far not addressed the serious issue of conversion therapy. Staff recommends the city council pass the attached proclamation opposing the practice of conversion therapy in St. Louis Park and asks the state legislature to issue a statewide ban. Staff will work with the cit y’s lobbyist on this issue. Next Steps and staff recommendation: A t an upcoming meeting, council would approve the attached resolution supporting the ban at the statewide level by supporting the Mental Health Protections Act that protects 2SLGBTQ+ Minn esotan’s from the harm of conversion therapy. According to Outfront Minnesota the bill: •Protects Minnesotans from being coerced into treatments which are ineffective, and which lead to depression, decreased self-esteem, substance abuse, self-harm, and suicide. •Prevents parents from being taken advantage of by deceptive agents of the conversion therapy industry. •Help s ensure that 2SLGBTQ people receive mental health care that is ethical, affirming, and culturally competent. •Does NOT affect religious or individual prayer practices. •Restrictions only apply for paid services rendered. •Statewide support on this would be most effective overall for Minnesota, as the state governs licensure. Study session meeting of February 22, 2021 (Item No. 5) Page 3 Title: Conversion therapy Resolution No. 21-____ P roclamation opposing the practice of conversion therapy Whereas, conversion therapy or reparative therapy is a practice or treatment that seeks to change an individual’s sexual orientation, gender identity or gender expression, including, but limited to, efforts to change behaviors, to eliminate or reduce sexual, romantic attractions and/or feelings toward individuals of the same gender; and Whereas, conversion therapy is based on the discredited premise that being two- spirit, lesbian, gay, bisexual, transgender, or queer (2SLGBTQ+) is a mental disorder that can be cured or corrected; and Whereas, the American Medical Association and American Psychiatric Association oppose treatment based on the assumptions that homosexuality is a mental disorder or that a person should change their sexual orientation, and describe attempts to change a person's sexual orientation as unethical; and Whereas, medical, mental health, and child welfare experts have denounced conversion therapy as ineffective, unreliable, and unsafe for the people who undergo such treatment, including 2SLGBTQ+ people; and Whereas, conversion therapy has been shown to cause serious and dangerous harms to those who are subjected to such treatments, including depression, anxiety, increased suicidal behaviors, lowered self-esteem, internalized homophobia, self-blame, intrusive imagery, sexual dysfunction, and interpersonal harm, such as alienation, loneliness, social isolation, interference with intimate relationships and loss of social supports; and Whereas, 2SLGBTQ+ people must be free from ineffective and fraudulent conversion therapy that causes harm to the quality of life of 2SLGBTQ+ persons; and Whereas, the State of Minnesota regulates and licenses behavioral and mental health professionals but has so far not addressed the serious issue of conversion therapy; and Whereas, 20 U.S. states, two territories, and 67 municipalities have enacted legislation banning the practice of conversion therapy; and Whereas, the City of St. Louis Park believes the practice of conversion therapy is an ineffective and harmful practice that has no place in modern society. Now therefore be it resolved, by the City Council of the City of St. Louis Park that: 1.The practice of conversion therapy is not welcome in the City of St. Louis Park. 2. The City of St. Louis Park Supports the State Legislature banning the practice of conversion therapy in the state of Minnesota. Study session meeting of February 22, 2021 (Item No. 5) Page 4 Title: Conversion therapy Reviewed for administration: Adopted by the City Council [Insert date here] Thomas K. Harmening, city manager Jake Spano, mayor Attest: Melissa Kennedy, city clerk