HomeMy WebLinkAboutCC Resolution 9524 (City Manager Recruitment)RESOLUTION NO. 9-524
A RESOLUTION AUTHORIZING THE
SIGNING OF AN AGREEMENT
THE CITY COUNCIL OF THE CITY OF SAN RAFAEL RESOLVES as follows:
THE MAYOR AND CITY CLERK are authorized to execute, on behalf of the City
of San Rafael, an agreement with HUGHES, PERRY & ASSOCIATES in a form to
be approved by the City Attorney, concerni.ng City Manager Recruitment.
I, JEANNE M. LEONCINI, Clerk of the City of San Rafael, hereby certify that the
foregoing resolution was duly and regularly introduced and adopted at a special
meeting of the City Council of said City held on Thursday, the 14th of December,
1995 by the following vote, to wit:
AYES: COUNCILMEMBERS: Cohen, Heller, Phillips and Mayor Boro
NOES: COUNCILMEMBERS: None
ABSENT: COUNCILMEMBERS: zappetini
JEAN€ M. LEONCINI, CITY CLERK
ORIGIN��
Qs'`
AGREEMENT
FOR City Manager Recruitment Process
This Agreement is made and entered into this 18th day of December. 1995 by and
between the CITY OF SAN RAFAEL (hereinafter "CITY"), and Huahes. Perry & Associates
hereinafter "CONTRACTOR").
WHEREAS, The City Council is authorized and directed under the provisions of the
Municipal Code to appoint the City Manager; and,
WHEREAS, The City Council has interviewed Executive Search firms through the
Requests for Proposal process;
NOW, THEREFORE, BE IT RESOLVED, that the City Council selects the firm of Hughes,
Perry & Associates for this project.
AGREEMENT
NOW, THEREFORE, the parties hereby agree as follows:
PROJECT COORDINATION
A. CITY
The Personnel Director shall be the representative of the CITY for all
purposes under this Agreement is hereby designated the PROJECT
MANAGER for the CITY, and said PROJECT MANAGER shall supervise all
aspects of the progress and execution of this Agreement.
B. CONTRACTOR
CONTRACTOR shall assign a single PROJECT DIRECTOR to have overall
responsibility for the progress and execution of this Agreement for
CONTRACTOR. Richard Perry is hereby designated as the PROJECT
DIRECTOR for CONTRACTOR. Should circumstances or conditions
subsequent to the execution of this Agreement require a substitute
PROJECT DIRECTOR for any reason, the CONTRACTOR shall notify the
CITY within ten (10) business days of the substitution.
Page 1 of 8
2. DUTIES OF CONTRACTOR
CONTRACTOR shall perform the duties and/or provide services as
described in Exhibit "A" attached and incorporated herein.
3. DUTIES OF CITY
CITY shall perform the duties as follows: Coordinate the scheduling of
meetings; review, and approve recruitment related interview information.
Review candidate resumes and participate in the final selection process for
the selection of the City Manager.
4. COMPENSATION
For the full performance of the services described herein by CONTRACTOR,
CITY shall pay CONTRACTOR as described in Exhibit "A" attached and
incorporated herein.
Payment will be made monthly upon receipt by PROJECT MANAGER of
itemized invoices submitted by CONTRACTOR.
5. TERM OF AGREEMENT
The term of this Agreement shall be commence on Monday, December
18,1995 and end upon the completion of the process recruitment/selection
for the City Manager. Upon mutual agreement of the parties, and subject to
the approval of the City Council, the term of this Agreement shall be
extended if necessary to include transiti- -1al planning with the City Council
and the appointed City Manager.
6. TERMINATION
A. Discretionary
Either party may terminate this Agreement without cause upon thirty
(30) days written notice mailed or personally delivered to the other
party.
B. Cause
Either party may terminate this Agreement for cause upon ten (10)
days written notice mailed or personally delivered to the other party,
and the notified party's failure to cure or correct the cause of the
termination notice, to the reasonable satisfaction of the party giving
such notice, within thirty (30) days of the receipt of said notice.
C. Effect of Termination
Page 2 of 8
Upon receipt of notice of termination, neither party shall incur
additional obligations under any provision of this Agreement without
the prior written consent of the other.
D. Return of Documents
Upon termination, any and all CITY documents or materials provided
to CONTRACTOR and any and all of CONTRACTOR's documents
and materials prepared for or relating to the performance of its duties
under this Agreement, shall be delivered to CITY as soon as possible,
but not later than thirty (30) days after termination.
7. OWNERSHIP OF DOCUMENTS
The written documents and materials prepared by the CONTRACTOR in connection
with the performance of its duties under this Agreement, shall be the sole property of
CITY. CITY may use said property for any purpose, including projects not
contemplated by this Agreement.
8. INSPECTION AND AUDIT
Upon reasonable notice, CONTRACTOR shall make available to CITY, or its agent,
for inspection and audit, all documents and materials maintained by CONTRACTOR
in connection with its performance of its duties under this Agreement.
CONTRACTOR shall fully cooperate with CITY or its agent in any such audit or
inspection.
9. ASSIGNABILITY
The parties agree that they shall not assign or transfer any interest in this
Agreement nor the performance of any of their respective obligations hereunder,
without the prior written consent of the other party, and any attempt to so assign this
Agreement or any rights, duties or obligations arising hereunder shall be void and of
no effect.
10. INSURANCE
A. During the term of this Agreement, CONTRACTOR shall maintain, at
no expense to CITY, the following insurance policies:
1. A comprehensive general liability insurance policy in the
minimum amount of one million ($1,000,000) dollars per
occurrence for death, bodily injury, personal injury, or property
damage;
Page 3 of 8
2. An automobile liability (owned, non -owned, and hired vehicles)
insurance policy in the minimum amount of one million
($1,000,000) dollars per occurrence;
3. If any licensed professional performs any of the services
required to be performed under this Agreement, a professional
liability insurance policy in the minimum amount of one million
($1,000,000) dollars to cover any claims arising out of the
CONTRACTOR's performance of services under this
Agreement.
B. The insurance coverage required of the CONTRACTOR by section
11. A., shall also meet the following requirements:
1. The insurance shall be primary with respect to any insurance
or coverage maintained by CITY and shall not call upon
CITY'S insurance or coverage for any contribution;
2. Except for professional liability insurance, the insurance
policies shall be endorsed for contractual liability and personal
injury;
3. Except for professional liability insurance, the insurance
policies shall be specifically endorsed to include the CITY, its
officers, agents, and employees as additionally named
insureds under the policies;
4. CONTRACTOR shall pr7vide to PROJECT MANAGER, (a)
Certificates of Insurance-videncing the insurance coverage
required herein, and (b) specific endorsements naming CITY,
its officers, agents and employees, as additional insureds
under the policies;
5. The insurance policies shall provide that the insurance carrier
shall not cancel, terminate or otherwise modify the terms and
conditions of said insurance policies except upon thirty (30)
days written notice to CITY's PROJECT MANAGER;
6. If the insurance is written on a Claims Made Form, then,
following termination of this Agreement, said insurance
coverage shall survive for a period of not less than five years;
7. The insurance policies shall provide for a retroactive date of
placement coinciding with the effective date of this Agreement;
Page 4 of 8
8. The insurance shall be approved as to form and sufficiency by
PROJECT MANAGER and the City Attorney.
C. If it employs any person, CONTRACTOR shall maintain worker's
compensation and employer's liability insurance, as required by the
State Labor Code and other applicable laws and regulations, and as
necessary to protect both CONTRACTOR and CITY against all
liability for injuries to CONTRACTOR's officers and employees.
D. Any deductibles or self-insured retentions in CONTRACTOR's
insurance policies must be declared to and approved by the
PROJECT MANAGER and the City Attorney. At CITY's option, the
deductibles or self-insured retentions with respect to CITY shall be
reduced or eliminated to CITY's satisfaction, or CONTRACTOR shall
procure a bond guaranteeing payment of losses and related
investigations, claims administration, attorney's fees and defense
expenses.
11. INDEMNIFICATION
CONTRACTOR shall indemnify, release, defend and hold harmless CITY, its
officers, and employees, against any claim, demand, suit, judgment, loss,
liability or expense of any kind, including attorney's fees, arising out of or
resulting in any way, in whole or in part, from any acts or omissions,
intentional or negligent, of CONTRACTOR or CONTRACTOR's officers,
agents and employees in the performance of their duties and obligations
under this Agreement.
12. NONDISCRIMINATION
CONTRACTOR shall not discriminate, in any way, against any person on the basis
of age, sex, race, color, religion, ancestry, national origin or disability in connection
with or related to the performance of its duties and obligations under this Agreement.
13. COMPLIANCE WITH ALL LAWS
CONTRACTOR shall observe and comply with all applicable federal, state and local
laws, ordinances, codes and regulations, in the performance of its duties and
obligations under this Agreement. CONTRACTOR shall perform all services under
this Agreement in accordance with these laws, ordinances, codes and regulations.
CONTRACTOR shall release, defend, indemnify and hold harmless CITY, its
officers, agents and employees from any and all damages, liabilities, penalties, fines
and all other consequences from any noncompliance or violation of any laws,
ordinances, codes or regulations.
Page 5 of 8
14. NO THIRD PARTY BENEFICIARIES
CITY and CONTRACTOR do not intend, by any provision of this Agreement, to
create in any third party, any benefit or right owed by one party, under the terms and
conditions of this Agreement, to the other party.
15. NOTICES
All notices and other communications required or permitted to be given under this
Agreement, including any notice of change of address, shall be in writing and given
by personal delivery, or deposited with the United States Postal Service, postage
prepaid, addressed to the parties intended to be notified. Notice shall be deemed
given as of the date of personal delivery, or if mailed, upon the date of deposit with
the United States Postal Service. Notice shall be given as follows:
TO CITY: Daryl G. Chandler
Personnel Director
City of San Rafael
1400 Fifth Avenue
P. O. Box 151560
San Rafael, CA 94915-1560
TO CONTRACTOR: Richard Perry
Project Director
Hughes, Perry & Associates
35600 Verdant View
P. O. Box 384
The Sea Ranch, -A 95497
16. INDEPENDENT CONTRACTOR
For the purposes, and for the duration, of this Agreement, CONTRACTOR, its
officers, agents and employees shall act in the capacity of an Independent
Contractor, and not as employees of the CITY. CONTRACTOR and CITY expressly
intend and agree that the status of CONTRACTOR, its officers, agents and
employees be that of an Independent Contractor and not that of an employee of
CITY.
17. ENTIRE AGREEMENT -- AMENDMENTS
A. The terms and conditions of this Agreement, all exhibits attached, and
all documents expressly incorporated by reference, represent the
entire Agreement of the parties with respect to the subject matter of
this Agreement.
Page 6 of 8
B. This written Agreement shall supersede any and all prior agreements,
oral or written, regarding the subject matter between the
CONTRACTOR and the CITY.
C. No other agreement, promise or statement, written or oral, relating to
the subject matter of this Agreement, shall be valid or binding, except
by way of a written amendment to this Agreement.
D. The terms and conditions of this Agreement shall not be altered or
modified except by a written amendment to this Agreement signed by
the CONTRACTOR and the CITY.
E. If any conflicts arise between the terms and conditions of this
Agreement, and the terms and conditions of the attached exhibits or
the documents expressly incorporated by reference, the terms and
conditions of this Agreement shall control.
18. SET-OFF AGAINST DEBTS
CONTRACTOR agrees that CITY may deduct from any payment due to
CONTRACTOR under this Agreement, any moneys which CONTRACTOR owes
CITY under any ordinance, agreement, contract or resolution for any unpaid taxes,
fees, licenses, assessments, unpaid checks or other amounts.
19. WAIVERS
The waiver by either party of any breach or violation of any term, covenant or
condition of this Agreement, or of any ordinance law or regulation, shall not be
deemed to be a waiver of any other term, covenant, condition, ordinance, law or
regulation, or of any subsequent breach or violation of the same or other term,
covenant, condition, ordinance, law or regulation. The subsequent acceptance by
either party of any fee, performance, or other consideration which may become due
or owing under this Agreement, shall not be deemed to be a waiver of any preceding
breach or violation by the other party of any term, condition, covenant of this
Agreement or any applicable law, ordinance or regulation.
20. COSTS AND ATTORNEY'S FEES
The prevailing party in any action brought to enforce the terms and conditions of this
Agreement, or arising out of the performance of this Agreement, may recover its
reasonable costs (including claims administration) and attorney's fees expended in
connection with such action.
Page 7 of 8
P
21. APPLICABLE LAW
The laws of the State of California shall govern this Agreement.
IN WITNESS WHEREOF, the parties have executed this Agreement as of the day,
month and year first above written.
CITY O N RRAF EL
pA6ert oro, or
ATTEST:
6
ty Clerk
APPROV SITO FORM:
P)0-
'City
Af orne
worddata\recruit\1995`cm\contractdoc
CO A
Richard W. Per
Hughes, Perry & ssociates
Page 8 of 8
Proposal to Recruit a
City Manager
• SAN P�AFAEL, CALIFORNIA
October 30, 1995
k—y If(6I T "A is
Richard W. Perry
HUGHES, PERRY & ASSOCIATES
35600 Verdant View
P.O.Box 384
.The Sea Ranch, California 95497
g = Hughes, Perry & Associactes
M A N A G E M E N T CONSULTANTS
October 30, 1995
Mayor and City Council
do Daryl G. Chandler
Personnel Director
City of San Rafael
1400 Fifth Avenue
San Rafael, California 94915-1560
Dear Mayor and Council Members,
We appreciate the opportunity to submit our proposal for assisting the
City of San Rafael in recruiting a new City Manager. Our proposal is based on:
(1) Our involvement in over 450 recruitment and selection processes
for local government executives including 70 City Managers/Chief
Administrative Officers. Examples of City Manager recruitments
completed by our firm for small, medium and large cities are St.
Helena, Sausalito, Napa, Los Gatos, Ukiah, Eureka, Palo Alto,
Modesto, Huntington Beach and Glendale. During the past three
months we hive completed City Manager recruitments for the
cities of Benicia, Healdsburg and Union City. We are currently
completing a recruitment for an Executive Director for the San
Mateo City/County Association of Governments, an Assistant
City Manager for Daly City, and City Managers for Morgan Hill
and Reno, Nevada.
(2) Our knowledge of the issues facing local government today such
as growth management, revenue shortfalls, and potential regional
consolidation of services. We stay current with issues through
our ongoing contacts with City Managers and our work in
facilitating goal setting processes for City Councils such as Santa
Rosa and Saratoga.
(3) Our general knowledge of San Rafael and Marin County based on
a wide range of projects we have completed in the area including
successful City Manager recruitments for San Anselmo, Corte
Madera, Larkspur, Sausalito and Novato.
Sen Ranch
1'rrvl ()err 1inY 384 .45r,(X) l'rrrinnl Virte R(rrr( Bra Roach. California.9.5497 707.7,95.308.3 FAX 707.7,95,7n8r,
San F r a n r i s c a
12S)n ('hrtclrrul SNrr, .Surly 4 .Still Frnnr t.ic-. 415.922.:)70n FAX 41.5.1)22..7971
I11. PROJECT INITIATION.- DEFINING T1E1E'1DEAV' CITY
MANAGER. FOR SAN RAFAEL
The initial task in the recruitment process will be to identify the skills
and characteristics of the "ideal' City Manager for San Rafael. This would be
accomplished through the following steps:
1. Interview Councilmembers.
We will meet with each Councilmember individually to discuss
their perspective of issues and opportunities facing San Rafael now and
for the foreseeable future. We will also ascertain each persons views
about the requisite skills and characteristics necessary for the new City
Manager to be successful in San Rafael. The information collected
through this interview process will be the basis for our candidate profile.
12. Interview Ked- Staff Members.
With the concurrence of the City Council we would meet with the
Department Heads and perhaps other key staff members individually or
in small group settings to elicit their views on the next City Manager.
We will also gather operational information such as departmental
projects and goals. This information is often important to potential
candidates because as City Manager, they will have overall operational
responsibilities.
3. A Workshop May Be Important.
In the event we find significant conflicting views among
Councilmembers regarding the issues/ opportunities, relative priorities,
or desired skills and characteristics of the new City Manager, we would
want to convene a workshop with the City Council to resolve these
issues as they relate to the recruitment. We would facilitate the
workshop.
HUGHES, PERRY & ASSOCIATES Page 2
2. HUGHEr'. °PERRY ..&.:ASSOCIATES -.WILL. USE. A_.T.HREE-
PRONGEV APPROACH" :FOR`:- '.AT.TRACTING °HIGHLY
QUALIFIED CANDIDATES -FOR .T.HE' CITY- MANAGER
POSITION _ _:.
Three outreach activities will be used to identify and interest highly
qualified candidates in the City Manager position in San Rafael. The
objectives of these outreach activities are: (1) clearly understand the kind of
person your organization seeks; (2) present a positive image of the position
and client organization; (3) catch the eye and interest of as many people as
possible, particularly those not actively involved in a job search; and minorities
and women; and (4) provide potential candidates with valid and concise
information on the position as well as the "flavor" of the job and type of person
desired.
(1) Eye Catching Ads Are Placed In Appropriate
Publications.
Creative display ads and classified ads are placed in journals,
hich top level candidates are likely to read.
magazines and publications w
These ads normally generate about 35% of the candidates who apply for
positions for which we recruit. We do not use a standard ad format and
try to diversify ad layouts and messages to depict the differences of our
various clients and the positions being recruited. For the San Rafael
City Manager we w9ld use Jobs Available - Western Edition; Hispanic
Hotline, Black Careers Now, Western City Magazine, and possibly the
ICMA Newsletter.
I (2) "Corporate" Type Brochures Are Sent To 400 To 800
Persons For The Position.
An informative brochure will be designed and tailored for Reno
and mailed to managers and professionals. This brochure provides
potential candidates with relevant information on the position, issues to
be faced, qualifications desired, compensation package, the client
organization and recruitment time tables. We have found that 40% of
the persons who apply for positions are initially interested by this
brochure. While we have computerized mailing lists for various
professions and positions, we tailor these lists for each new assignment.
We will work with you to insure that brochures are distributed to
persons and organizations that meet your needs, particularly women
and minorities.
HUGHES, PERRY & ASSOCIATES Page 3
(3) A Proactive Telephone Sourcing Program Involving From
50 to 100 Persons Is Undertaken.
Top practitioners in City Management (sources) and highly
qualified candidates referred to us or known through other means are
contacted to explain the position and to interest them in applying. This
provides us the opportunity- to attract persons not necessarily
contemplating a job change. Typically, about 25% of the persons who
eventually apply for a position are attracted through the telephone
sourcing program. A portion of this outreach effort would be specifically
targeted to women and minorities.
3. CANDIDATES ARE SCREENED THROUGH A MULTI-
FACETED EVALUATION PROCESS TO IDENTIFY PERSONS
WHO BEST'VIT" THE CLIENT ORGANIZATION
Hughes, Perry & Associates utilizes a variety of approaches to
evaluate candidate qualifications and help insure that the best fit occurs
considering the needs of our client.
I (1) Resumes Are Screened Against The "Ideal Candidate"
Characteristics Initially Developed Jointly With You.
The initial resume screening allows us to compare candidate
experiences and other qualifications against those desired by our client.
For example, San Rafael may place a premium on people who have
worked in mediunysize cities, have significant financial management
experience, can show success in economic development/
redevelopment, have strong leadership skills, and worked in a charter
city. We would then screen resumes against these characteristics
and others you would feel are important.
(2) Supplemental Questionnaires Are Designed And
Distributed To Obtain Additional Information From More
Highly Qualified Candidates.
A three to five-page supplemental questionnaire is prepared and
distributed to the top 15 to 30 applicants who appear to be most
highly qualified after the initial resumes are screened. This
questionnaire allows us to obtain supplemental information in areas of
interest to the client. For example, the San Rafael might be interested
in candidates experienced in: redevelopment, cost controls, issues
associated with growth, ability to analyze police and fire staffing
allocations, and so on.
HUGHES, PERRY & ASSOCIATES Page 4
(3) The Top 15 to 30 Candidates for Each Position Are
Interviewed To Further Explore Their Qualifications. I
Personal interviews are completed with the top 15 to 30
candidates for the position. The purpose of these interviews, conducted
_ by telephone or in person, where possible, is to further explore key
candidate characteristics.
These interviews allow us to evaluate each candidate's
knowledge and experience in topical areas of interest to our client and
are based on detailed interview guides which we develop: (1) to ensure
all candidates interviewed are assessed in common areas; and (2) to
cover major client concerns and interests identified during the initial
position and organizational analysis.
(4) The Top 10 To 15 Candidates For The Position Will Be�
Reviewed With You.
At this stage, we encourage our client to participate with us in
the final screening process to insure the "fit" of candidates. Our
approach includes jointly reviewing resumes, supplemental
questionnaires, samples of candidates' written communications such as
a staff report, and interview results to thoroughly explore the reasons
behind our recommendations for placing candidates on the semi-finalist
interview list. These sessions also provide an opportunity for our client
to review the "second level" candidates who have not been selected as
semi-finalists by members of our recruitment team.
J(5) We Will Design and Facilitate An Assessment Center.
If desired, we will design and facilitate an Assessment Center to
help the City Council evaluate the finalist candidates. Alternatively,
we would assist the Council if they choose to use interviews as the
evaluation process. We have used a variety of alternative approaches
for this interview process. In Manhattan Beach, we used a panel of
City Managers to supplement the Council interviews. We would be
pleased to discuss the range of alternatives available to the Council.
There is no "right" methodology for these interviews; the best approach
is the one which makes the Council most comfortable in evaluating the
finalists.
HUGHES, PERRY & ASSOCIATES Page 5
(6) The Top Candidate(s) Will Be Reference Checked.
Our services always include detailed reference checking of the top
candidate(s) upon completion of the interview process, but prior to an
appointment being made. Reference checks often impact the selection
of the "right" candidate from the top two or three interview finalists.
(7) We Will Negotiate The City Manager's Compensation
Package.
If desired by the City Council, we will negotiate the City
Manager's compensation package based on the parameters established
by the Council. Given that benefit packages typically range between
30% and 40% of salary, $30,000 - $40,000 in the case of the City
Managers, the Council may desire input relative to items such as
deferred compensation and severance pay. Having Hughes, Perry &
Associates negotiate the compensation with the top candidate can shift
potential problems, and a possible adversarial role, from the Council to
the consultant. In over 80% of the City Manager recruitments we have
completed, the Council has asked us to handle this task. We stay
current on City Manager compensation issues which allows us to
advise you about the market trends.
(S) We Can P Ovide Other Services To Assist In The Final
Candidate Selection Process.
Services which our recruitment team can provide in the final
candidate selection process include the following:
Providing technical assistance in finding employment
opportunities for the working spouse of the top candidate if
spousal job change complicates the top candidate's acceptance
decision.
Facilitating the development of performance objectives for the
new City Manager or the evaluation of his/her performance
after six or twelve months on the job.
We would be happy to discuss these services and the additional cost
associated with them in further detail if you desire.
HUGHES, PERRY & ASSOCIATES Page 6
U 4. THE .PROPOSED RECRUITMENT WORK PLAN
Summary and sequential descriptions of the work steps required to
conduct the executive recruitment for the City of San Rafael City Manager are
detailed on the following pages. The timing of each task, stated in terms of
weeks following the contract start date also is presented. Both the task plan
and timing can be adjusted depending on your specific wishes.
TENTATIVE
WORK TASKS RESPONSIBILITY SCHEDULE
1. Develop a "candidate profile" for HPA/San Rafael Week 1
Citv Manager.
• Determine the type of person
needed and specific issues the
person will address on the job.
This will be accomplished
through interviews with the
Mayor, City Council, and if
appropriate, with key staff
members.
• Resolve recruitment strategies
and timetables.
• Determine the orgtdUzational
style and critical operational
issues in San Rafael.
• If appropriate, facilitate a City
Council workshop to resolve
any candidate profile issues.
2. Develop and place "eve HPA Week 2
catching" advertisements.
• Prepare and place
advertisements for relevant
publications and professional
journals.
• Insure that all "Affirmative -
Action - Equal Opportunity
Employer" targets are met in
advertisements.
HUGHES, PERRY & ASSOCIATES Page 7
f_.
I
HUGHES, PERRY & ASSOCIATES Page 8
3. Prepare and send a brochure to,
BPA
72
candidate sources and
candidate
-•� - ";.=
prose ective candidates.
:;�. �,��:�s�;:�x� ���°•-.:.''
• Prepare a brochure that "sells"�=~;"�
the San Rafael City Manager
position, describes the "ideal"
candidate, identifies the
`
issues the new person will
==
address, presents
compensation information,
timing of the search and
=
provides information about the
organization.
• Prepare mailing list of
-
organizations and candidates,
including women and minority
outreach groups/individuals, to
which brochures will be sent.
• Print and distribute
brochures.
14. Conduct telephone sourcing
BPA
Week ,37 7
program to further identifv and,
interest highly aualified
-
- candidates.
0 Contact members of
µ`
professional organizations and
reliable sources of potential
candidates.
-.
• Contact qualified candidates
identified.
b. Closing deadline for receivir;g
BPA
Week S ..
resumes
6. Screen resumes.
HPA
• Screen candidate pool to top
20 to 30 candidates by
' comparing resumes to
characteristics of the "ideal"
_ - ....
candidate.
-
Prepare a progress report to
r
the City Council identifying the
top 20 to 30 candidates and
their background.
HUGHES, PERRY & ASSOCIATES Page 8
7. Develop a Supplemental-
Quest-ionnaire to be cQ Weted by OW
more aualfipd candidates,
• Prepare and distribute supp-
lemental questionnaires to
obtain additional background
information from the selected
candidates.
S. Closing deadline for supple-
mental questionnaires.T
• Analyze supplemental quest-
ionnaires completed by top
candidates.
9. Comas_ Iete personal interviews
with selected candidates.
• Conduct interviews (in person
L or by phone) with up to 30
candidates using the
candidate profile as the basis
for interview questions.
10. Prepare a progress rendrt.
• Provide a list of the top 10 to
12 candidates and a summary
of qualifications.
• Include resumes, supplemental
questionnaires.
11. Screen candidates to develop a
finalist list.
• Utilize resumes, supplemental
questionnaires, writing
samples and video interviews
to acquaint the client with the
candidates. Select final 5 to 7
candidates for client
interviews.
.u.
It .
0. .
HPA/San Rafael
Week 11
HUGHES, PERRY & ASSOCIATES Page 9
HUGHES, PERRY & ASSOCIATES Page 10
12. Facilitate the Citv Council /
HPA/San Rafael
Soon.J s:.
Candidate interviews.
`:Possible::.=::'
• Arrange and coordinate the
j =:
logistics of the City Council
interviews of the finalist
—`: x " ......
candidates.y
• Provide a list of "suggested"
questions for the City Council,
and if desired, rating forms.-
• Serve as a facilitator for the
interview panel including post-
interview discussion and;:;,;
candidate ranking.
13. Conduct reference checks of
HPA/San Rafael
':" After Final
- the toy) candidates.
r'> 'Interviews
" Conduct a thorough reference
check of the top candidate(s)
'
including credit checks and
work with the Police Chief to
complete a police invest-
igation.
- Involve Councilmembers if
they desire to participate in
talking with key people from
-
the candidate(s) community
such as Councilmembers,
staff, merchants, and
" neighborhood representatives.
14. Negotiate compensation
HPA/San Rafael
As Soon As
Possible
15. Notifv all candidates,
BPA
As Soon As
Possible
• Provide feedback on performance
during recruitment and selection
process.
HUGHES, PERRY & ASSOCIATES Page 10
5. QUALIFICATIONS OF THE FIRM:. INRECRUITMENT AND
SELECTION "= r
Hughes, Perry and Associates ,was established in 1974 (formerly
know as Hughes, Heiss & Associates) to provide consulting assistance to
governmental organizations which is:
High Qty Creative
• Personalized • ReaGnnahly Prirarl
Since its formation, the firm has served over 450 client agencies on more than
900 assignments, including 225 cities, more than 30 counties and over 10
states.
(1) Over 450 Managerial Recruitments and Selections Have
Been Performed.
Hughes, Perry and Associates has performed numerous
recruitments and candidate assessment services for governmental
agencies. These services include
comprehensive searches, both
regional and nationwide; Assessment
Centers, and technical assistance
in recruitment and/or selection processes. The wide range of positions
handled include the following
• Citv/County Mana ers
Assistant Managers
_ (70)
(28)
• Chiefs of Police
Fire Chiefs
(47)
(41)
• City Attornevs
Public Works Directors
(24)
(41)
• Planning/Community
Utility Managers
Develop_ ment Directors
(27)
(26)
• Personnel Directors
Finance Directors
(24)
(21)
• Park/Recreation,
Redevelopment!
Directors
Economic Develonment
(12)
(16)
HUGHES, PERRY & ASSOCIATES Page 11
• Library Directors Transnortation/Traffic
Fes+ ngineers
(5) (12)
• Other Professional Middle Managers/
Positions Suuervisors
(37) (65)
The first attachment to this proposal provides an overview of
our executive recruitment and selection assignments.
(2) A Positive Track Record Has Been Established In
�
Affirmative Action/Equal Employment Opportunity.
Hughes, Perry & Associates has a commitment to
affirmative action in recruiting local government executives and
managers. For example:
• We placed the second woman to become a County
Administrator in California (Polo County) and the first African-
American woman City Manager in California (Palo Alto).
• Over 70 women have been appointed to professional positions
for which we have recruited. For example, the Executive
Directors of the San Diego PIC/RETC and Southern California
Power Authority were both women.
• Over 25 African Americans, Asians and Hispanics have been
• selected including five City Managers. For example, a Hispanic
man was appointed as City Manager in Hayward.
• We placed an African American Fire Chief in Alhambra and
Chief of Police in Santa Monica and, recently, a Hispanic Fire
Chief.
• In Pasadena, we have placed an African American female as
Health Officer, and women as Capital Projects Administrator
and Planning Director.
• Asian men were appointed as the Public Works Director in
Pleasanton and City Engineer in Union City.
We work hard to develop a recruiting environment and establish a
candidate pool which encourages women and minorities to effectively
compete for the professional positions for which we recruit.
HUGHES, PERRY & ASSOCIATES Page 12
(3) The Firm Has Been A Leader In Instituting Innovative
And More Comprehensive Recruitment And Selection
Techniques.
Hughes, Perry & Associates has led the way among search
firms in instituting new ways to enhance recruitment and selection
processes to improve their effectiveness. For example:
• Eye-catching brochures and display ads have been used to
attract candidates initially in perceiving themselves to be in the
job market.
• Supplemental questionnaires have been utilized to gather more
information about prospective candidates.
• Tailored and fast -paced Assessment Centers built around the
specific needs of the client have been designed and facilitated.
While some of these innovations are now emulated by other search
organizations, Hughes, Perry & Associates pioneered their use.
116. OUR, RECRUITMENT STAFF
Either Richard Perry or Richard Hughes would handle all aspects of the
San Rafael City Manager recruitment; The choice would be up to the City of
San Rafael. Their backgrofinds are as follows:
Richard W. Perry has over 25 years experience, both as a
manager with and consultant to local government. A Vice -President of
Hughes, Heiss and Associates and in charge of our recruitment division,
Mr. Perry has taken the lead role in more than 250 executive
recruitments/selection processes conducted by our firm. Prior to joining
Hughes, Heiss and Associates, Mr. Perry had extensive experience as a
line manager serving as Director of Parks and Recreation for the City of
Belmont, Assistant Planning Director for San Mateo County and the
Manager of Sea Ranch. Additionally, he served as Interim Town
Manager for Los Gatos while recruiting their Town Manager. Mr.
Perry typically handles the firm's City Manager and City Attorneys
recruitments; he has been responsible for 50 of the 70 City Manager
recruitments completed to date. In recent years he conducted City
Manager recruitments for cities such a Palo Alto, Huntington Beach
and Modesto. Last month he completed the City Manager recruitment
for Union City. He is currently conducting an Executive Director
recruitment for the San Mateo City/County Association of
Governments and an Assistant City Manager for Daly City, and a City
Manager for Reno.
HUGHES, PERRY & ASSOCIATES Page 13
Richard A. Hughes was a co-founder of Hughes, Heiss and
Associates when it was created in 1974. This year this organization
has been restructured into Hughes, Perry & Associates. Prior to that,
Mr. Hughes was a Vice President of Booz, Allen and Hamilton,
Management Consultants with responsibility for public sector
consulting in the western United States. He has been a consultant to
over 225 county and city governments as well as special districts over
the past 29 years and now specializes in training, workshop facilitation
and team building and executive recruitments. He has completed City
Manager recruitments for the Cities of Benicia and Healdsburg during
the past two months. Previously he recruited City Managers for the
Cities of Campbell, Hayward, Los Altos, San Anselmo, Garden Grove
and Glendale. Mr. Hughes also takes the lead in the firm's City Council
goal setting/team building practice. Most recently, he has facilitated
City Council team building sessions in Saratoga and Santa Rosa. He is
currently conducting a City Manager recruitment for Morgan Hill.
_ 7. REFERENCES -- CAN BE CONTACTED TO EVALUATE THE
II
'I QUALITY OF OUR RECRUITMENT EFFORTS.
We believe the most effective testimony to the quality of our executive
recruitment services comes from our previous clients and people who have
participated in our recruitment and selection process. Following are listed
elected officials who have been recent clients on executive recruitment and
selection projects. You are encouraged to contact them to get their reactions
to the quality and effectiveness of our work.
• Ed McCombs, Interim City Manager/Council Liaison or Mayor
Y Tim Lilligren, City -of Manhattan Beach -- Recruitment of a City
Manager.
(805) 658-0587 (Ed McCombs)
(310) 545-5621 Ex 405 (Mayor Lilligren)
• Bud Lewis, Mayor, City of Carlsbad -- Recruitment of a City
Manager, Assistant to the City Manager, Human Resources Director,
Fire Chief, City Engineer, Redevelopment Director and City Attorney.
(619) 434-2819
• Gary Orton, Past Mayor, City of Belmont — Recruitment of two City
Managers.
(415) 342-2666
Pat Kelly, Council Member, Town of Hillsborough and the
Council's representative to San Mateo C/CAG -- Recruitment of a
City Manager and an Executive Director for C/CAG.
(415) 579-3800
HUGHES, PERRY & ASSOCIATES Page 14
■ Al Aroldi, twice Mayor and Councilmember, Town of Corte
Madera — Recruitment of two Town Managers.
(415) 924-2159 or 399-5820
• Ernie Gray, Mayor, City of Novato -- Recruitment of a City Manager
and assistance in the selection of a Community Development Director
and Chief of Police.
(415) 898-2800
■ Jean McGowan, Mayor (now a Councilmember), City of Palo
Alto -- Recruitment of a City Manager.
(415) 329-2226
If you desire additional references, please contact us. The following page
is a copy of an unsolicited letter from the Mayor of Manhattan Beach
regarding our recruitment efforts.
118. CONSULTING CHARGES
Our fees and estimated reimbursable expenses for the recruitment of a
City Manager for the City.ef-San Rafael as outlined in our work plan are:
Professional Reimbursable
Time Exuense
Recruitment and selection process
as outlined in our work program: $11,500 $2,000 - $3,000
A cost breakdown by task has been provided on the next page in the
event that the Personnel Department would like to handle some aspects of the
recruitment.
Reimbursable expenses include the direct cost of items such as clerical
support, postage, travel and telephone expense. It does not include candidate
expenses, if any, for the final interview process and the City will be responsible
for advertising and brochure charges.
HUGHES, PERRY & ASSOCIATES Page 15
_ THE CITY OF
MANHATTAN BEACH December 9, 1994
Tint Lilligren
Mayor
Mr. Rich Perry
Steve Bames
Mayor Pro Tem
Hughes, Perry & Associates
P.O. Box 384
Joan Jones
Councilmember
35600 Verdant View Street
Sea Ranch, CA 95497
Jack Cusuibigham
Councilmember
Dear Rich:
Steven A. NapoliLano
_ Councilmember The City Council and I are extremely pleased with the outcome of the
Steve Schlesinger, C.P.A. successfully concluded recruitment and selection process for the position of
City Treasurer City Manager in Manhattan Beach.
_ Win Underhill
City clerk We wish to extend to you our strong commendation and appreciation for the
City Hall very professional and successful role which you played in coming up with
1400 Highland Ave. some outstanding candidates, and in leading us through the entire process in
Alanhatian Beach such an effective fashion.
Calilarnia 90266
(310) 545-5621
(310) 545.5234 (Fa:) The Council's decision to employ Geoff Dolan was confirmed last night in an
atmosphere of happiness and positive feelings on the part of ail members of
the Council. We attribute this successful conclusion in large part to the fine
work you've done on our behalf. Thank you very much.
With best wishes for a prosperous and happy New Year.
Sincerely,
TIM LILLIGREN,
Mayor
TL/ap
cc: City Council
Ed McCombs, Interim City Manager
RECRUITMENT COST BREAKDOWN BY TASK
15. Notify all candidates
Professional
Time Charges
$800
350
900
3,200
-0-
M1
300
KII
2,800
150
400
[YII@]
600
$600
Approximately 8 hours have been allocated.
Additional time will be
charged at $80 per hour
300
$11,500
HUGHES, PERRY & ASSOCIATES Page 16
Task
1.
Develop candidate profile
2.
Develop and place "eye
catching" ad
3.
Prepare and distribute
brochure
4.
Conduct telephone sourcing
5.
Resume closing deadline
6.
Screening of resumes and
progress report
7.
Development and distribution of
supplemental questionnaire
8.
Closing deadline for
questionnaire
9.
Complete personal interviews
with selected candidates
10.
Prepare second progress report
11.
Meet with Council to select
finalist candidates
12.
Facilitate Council/Candidate
interviews
13.
Complete reference checks of
top candidates
14.
Negotiate compensation
15. Notify all candidates
Professional
Time Charges
$800
350
900
3,200
-0-
M1
300
KII
2,800
150
400
[YII@]
600
$600
Approximately 8 hours have been allocated.
Additional time will be
charged at $80 per hour
300
$11,500
HUGHES, PERRY & ASSOCIATES Page 16
11 9. RECRUITIVDENT GUARANTEE
We guarantee our recruitment results for a one-year period. In the event the
City Manager is terminated during the initial twelve months for reasons of non-
performance, malfeasance, commitment of an illegal act or substance abuse,
we would conduct a replacement recruitment with no professional fee charges
to San Rafael.
Richard W. Perry
Vice -President
Attachments
n
Sincerely yours,
HUGHES, PERRY & ASSOCIATES
HUGHES, PERRY & ASSOCIATES Page 17
PXCR.UITIVIENTS /.S; Z, CTIONS BY POSITION AND CLII '
City/County Manager (70)
Belmont (2)
•
Menlo Park
Benicia•
•
Modesto
Brisbane *
Monterey Park
Calistoga
Morgan Hill
Campbell
•
•
Napa
Napa County (CAO)
Carlsbad
•
Novato
Carpinteria
•
Pacifica"
Chino
•
Palo Alto
Concord
•
Peoria, AZ
Coronado
•
Reno
Corte Madera (2)
•
Richland, WA
Davis (2)
•
San Anselmo
East Palo Alto (2)
•
San Bruno
Eureka (2)
•
San Carlos
Garden Grove"
•
San Rafael
Glendale•
San Ramon
Greenfield
Saratoga
Half Moon Bay
•
Sausalito
Hayward
•
Seal Beach
Healdsburg
•
Show Low, AZ
Hillsborough !'
.
Sparks (Nevada)
Humboldt Co.(Communications)
•
South San Francisco
Huntington Beach
St. Helena
Imperial Beach
Temecula
Lafayette"
Ukiah
La Mesa -
Union City
Larkspur
Visalia
Los Altos (2)
Yolo County (CAO)
Los Gatos (3)
Manhattan Beach (2)
Minnetonka, MN
HUGHES, PERRY & ASSOCIATES Page 1
RECRUITMENTS / & ECTIONS BY_POSI'I'ION AND CLI r
Assistant City/County Manager (28) Citv Attornev (24)
• Beverly Hills**
• Corona**
• Daly City (3) **
• Davis
• Hayward**
• Huntington Beach**
• Irvine (2)
• Kirkland*
• Los Altos**
• Los Gatos**
• Milpitas**
• Monterey**
• Oxnard**
• Redwood City*
• Richmond*
• San Juan Capistrano
• San Mateo County (Executive Assistant)
• Santa Cruz
• Santa Rosa (2)
• Seaside**
• Sunnyvale
• Visalia
• Vista
• Washoe County*
• Watsonville (Administrative Assistant)**
• Bakersfield
• Campbell
• Carlsbad and Assistant (2)
• Danville
• Eureka
• Garden Grove
• Glendale
• Hayward
• Los Gatos
• Metropolitan Water District (GC)
• Milpitas
• Moreno Valley
• Morgan Hill
• Napa
• Newport Beach (Assistant)**
• Oxnard (Assistant)
• Pacifica
• San Jose (Assistant)
• San Jose (Deputy)
• San Mateo
• Santa Monica
• Santa Rosa
• Sunnyvale
HUGHES, PERRY & ASSOCIATES Page 2
RECRUITMENTS /.S. ,ECTIONS BY..POSITION AND. CLI T
Police Chief (47)
Fire Chief (41)
•
Anaheim
•
Alhambra
•
Belmont (2)
•
Buena Park
_
•
Beverly Hills (2)**
•
Campbell
•
Campbell
•
Carlsbad**
•
Capitola
•
Central Fire District (Deputy)
•
Compton*
•
Corona*
•
Concord
•
Corte Madera*
•
Corona*
•
Daly City*
•
Danville**
•
Foster City**
•
East Palo Alto
•
Fremont*
•
El Cajon
•
Half Moon Bay FPD
•
Escondido
•
Hesperia (Deputy)
•
Foster City
•
Huntington Beach
•
Grants Pass, Oregon
•
Kirkland (Deputy) (3)
(Public Safety Director)*
•
Los Altos
•
Glendale
•
Manteca (2)*
•
Hayward (2)
•
Menlo Park (2)
•
Hemet**
•
Monterey (2)*
•
Hillsborough
Monterey Park
•
Huntington Beach
Mountain View
•
Inglewood
Nevada County
•
Irvine (Public Safety Director)
Newark
•
Kirkland, WA**
Piedmont**
•
Long Beach*
•
Redwood City**
•
Manteca*
•
Reno (3)*
•
Monterey*
•
San Jacinto
•
Mountain View
•
San Mateo
_ •
Napa** �. '
•
Santa Rosa (Deputy)**
•
Novato*
•
South San Francisco
•
Pacifica**
•
South County Fire
•
Pittsburg
•
South County Fire
- •
Redwood City*
(Fire Marshal)
•
Reno*
•
Truckee Meadows FPD
" •
Ridgecrest
•
Union City*
•
San Bernardino
•
Watsonville*
•
San Carlos
•
San Mateo**
•
Santa Monica
•
Santa Rosa
•
Scottsdale, AZ
•
Seaside
•
Simi Valley
•
Wichita*
*
HUGHES, PERRY & ASSOCIATES Page 3
RECRUITMENTS / SL ACTIONS. BY. POSITION AND CLIE
Finance Director (21)
• Berkeley
• Carlsbad (Assistant)
• Daly City (2)
• Eugene, OR (Utilities Finance and
Accounting Director)
• Glendale (Assistant)
• Hayward (2)
• Irvine (Administrative Services Director)
• LACTC (Internal Audit)
• LACTC (Controller)
• Mountain View
• Mountain View ( Revenue Officer)
• Pasadena (Utilities Finance and
Business Manager)
• Redwood City and Assistant (3)
• San Mateo County (Tax Collector/
Treasurer)
• Santa Clara County Transit (Fiscal
Forecasting Analyst)
• South San Francisco
Administrative Services (2)
• A.C. Transit
• Seattle METRO
Personnel Director (24)
• A.C. Transit (Labor Manager)
• Alameda County (Deputy Director)
• Alameda County (EEO Programs Mgr.)
• Alameda County Sr.Personnel Officer
• Carlsbad
• Corona
• Glendale, AZ
• Incline Village**
• Long Beach (2)**
• N.C.P.A.
• Newark
• Redwood City
• SamTrans (San Mateo Co. Transit)
• San Diego County
• San Luis Obispo
• Santa Monica
• Santa Rosa (2)
• Seattle METRO
Planning/Community
Develoument Director (27)
• Belmont
• Buena Park*
• Carlsbad (Asst. Planning Director)
• Daly City
• Foster City
• Gardena**
• Irvine
• Los Angeles C.D.C.
• Newark
• Novato (2)
• Pasadena
• Pomona
• Richmond
• San Mateo (3)
• San Mateo County (HCDA)
• San Rafael (Assistant)*
• San Ramon
• Santa Monica
• Santa Rosa
• Santa Rosa (Deputy)
• Tracy
• Washington Co., OR (Land Development
Manager & Housing Director)
Utilities Director/Manager (26)
• Alameda (Engineering Services Mgr.)
• Alameda (Operation Services Mgr.)
• Alameda Bureau of Electricity (Assistant
General Manager & General Manager)
• Anaheim (Water Production Manager and
Water Distribution Manager)(2)
• BAWUA (General Manager)(2)
• Daly City (Water & Wastewater Dir.)
• Glendale Public Services Director (2)
• Glendale Water Services Administrator
• Glendale (Water Services and Electrical
Services Directors)*
• Healdsburg
• Oakland (Electrical Service Manager)
• Palo Alto (Assistant)
• Palo Alto (Water Quality Manager)
• Pasadena (Business Operations Mgr.)
• Pasadena (Utility Resources Planning
Manager)
• Santa Cruz (Water Services Manager)
• Santa Monica
HUGHES, PERRY & ASSOCIATES Page 4
RECRUITMENTS I S. EC.TIONS BY POSITION AND CLL T
Personnel .Director. Cont'd.
• Stockton (Deputy)**
• Stockton (Labor Relations)*
• Visalia
Public Works Director/
City Engineer (41)
• Belmont (2)**
• Beverly Hills
• Campbell
• Campbell (City Engineer/Senior Civil
Engineer)
• Carlsbad City Engineer
• Chino
• Daly City
• Emeryville
• Fontana (Director, Assistant,
Maintenance Director, and an
Environmental Services Manager)
• Hercules**
• Huntington Beach
• Indian Wells
• Kirkland, Washington*
_ • Los Gatos
• Menlo Park (Superintendent)
• Newark
• Oxnard
• Pasadena (Solid Waste Admin.)
• Pleasanton
• Portland (Maintenance)
• Reno (2)*
• San Bruno
• San Carlos
• Santa Clarita
• Santa Monica
• Santa Rosa
• Santa Rosa - Deputy (2)
• Saratoga
• Sonoma County
• Stockton
• Tracy
• Tustin (Two Assistants)
• Union City and City Engineer (2)
• Yolo County
Utilities Director/Manager. Cont'd.
• South Bayside System Authority
(Source Control Supervisor)
• Union Sanitary District
Transportation Director (12)
• AC Transit (Planning Director)
• Anaheim
• Glendale (Traffic/ZTans. Admin.) (2)
• Orange County Transportation Authority
(Transit Director)
• Oxnard
• Santa Rosa (Traffic Engineer)
• West Hollywood
• West Hollywood (Traffic)
• West Hollywood (Parking)
Medical Directors (4)
• Pasadena (Health Officer)
• San Mateo County (3)
Mental Health Director (2)
• San Mateo County
• Tri -City Mental Health Agency
Environmental Health Director
• San Mateo County (2)
Hospital Director
• San Mateo County
Long -Term Care Director
• San Mateo County
Public Health Director
• San Mateo County
*Assessment Center Only/**Assessment Center and/or Recruitment Assistance
HUGHES, PERRY & ASSOCIATES Page 5
RECRUITMENTS / S. ECTIONS. BTPOSMON AND. cim r -.:::,i*, : :' '..:
Information Services Director
• San Mateo County
Library Director (5)
• Glendale
• Hayward*
• Monterey Park*
• Redwood City (Assistant)*
• San Mateo
Chief Building Official (5)
• Kirkland, WA*
• Novato*
• Pasadena
• San Mateo
• Santa Rosa
Executive Director (6)
• Alameda County Waste Mngmt Auth.
• Berkeley Rent Stabilization Board
• Inland Valley Development Agency
• San Diego PIC/RETC
• San Mateo C/CAG Exec.Dir.
• Southern California Public Power
Authority ..e--'
Recreation/Park Director (12)
• Belmont
• Lancaster
• Long Beach
• Los Gatos
• Monterey*
• Monterey Park**
• North Bakersfield PRD
• Oxnard
• Pasadena (Rose Bowl General Mgr.) (2)
• San Carlos**
• Santa Rosa
Redevelonment/Economic
Develonment Director (16)
• Carlsbad (2)
• Colton (3)
• East Palo Alto
• Eureka
• Glendale
• Long Beach (Manager)
• Long Beach (Project Officer)
• Mountain View (Shoreline Park Manager)
• Novato*
• Oceanside
• Portland
• Richmond
• San Mateo
*Assessment Center Only/"Assessment Center and/or Recruitment Assistance
HUGHES, PERRY & ASSOCIATES Page 6
F-ECRUrrA ,NTS / SE. CTIONS..BY POSITION AND CLIR,
General Manager of Fairs/
Expositions
• San Mateo County
Convention/Visitors Bureau
Director
• Bakersfield
Golf Course Director
• Incline Village
Marketing Director
• Glendale, AZ
Management Analvst (3)
• Pasadena (3)*
Airport Manager
• San Mateo County �.
General Manager
• Mid Peninsula Open Space District
Juvenile Director
• Washington County, OR
Citv Clerk
• Santa Monica
Civil Engineer (2),
• Santa Monica (2)
Environmental Engineer
• Glendale
Recvcling Coordinator
• Glendale
Manager of Operations
• Interstate Cleaning Corporation
Rent Control Director
• West Hollywood
Law Firm Administration
• Hanson, Bridgett
HUGHES, PERRY & ASSOCIATES Page 7
RECRUITMENTR / S. ACTIONS BY POSITION AND CLI T
Middle/First Line Police
Middle/First Line Fire Manager
Positions (46)
Positions (41
~ •
BART*
• Alhambra
•
Belmont*(2)
• Central Fire District (BC)*
•
Carlsbad (2)*
• Corte adea
•
Foster City (2)
' Foster City
•
Glendale (2)*
• Hesperia
•
Humboldt Co. Commun.Mgr.
• King County (BC/Lt)(2)*
•
Kirkland (3)*
• Kirkland, WA (Battalion Chief)(3)*
•
Livermore*
• Kirkland, WA (Capt/Lt)(2)*
•
Los Altos*
• Kirkland, WA (Deputy Chief)*(3)
•
Menlo Park*
• Menlo Park (BC)*(2)
•
Milpitas*
• Newark (Asst/Capt) (4)*
•
Morgan Hill*
• Novato Fire District (2)*
•
Millbrae*
• Pleasanton (BC/Capt) (2)*
•
Monterey (2)*
• Redmond (BC/others) (3)*
•
Newark (4)*
San Mateo (Battalion Chief)*
•
Novato (2)*
•
Redmond*
•
Riverside*
•
San Bernardino*
•
San Mateo (2)*
•
San Pablo (4)*
R •
San Rafael*
_ •
Santa Cruz*
Y •
South Gate (2)*
•
Tracy (2)*
•
Union City (2)*
•
West Sacramento*
Updated 10/9u
HUGHES, PERRY & ASSOCIATES Page 8
RECRUITMENTS / S. EC.TIONS WHERE'WOMENIAHNO: IES.APPOINTED
City Manage Finance Director
• Calistoga - Hispanic/Male
• Berkeley - Female
• East Palo Alto - African-American/
• Daly City - Female
Male
• Glendale (Assistant) - Female
• Hayward - Hispanic/Male
• Irvine (ASD) - Female
• Los Altos - Female
• LACTC (Internal Auditor & Controller)
• Los Gatos (2) - Hispanic/Male, Female
- Asian/Males
• Menlo Park - Female
• Palo Alto - African-American Female
• Yolo County - Female
Assistant Citv Manager•
Planning/Community
Develoument Director
• Beverly Hills - Female
• Davis - Female
• Belmont - Female
• Hayward - Hispanic/Male
• Pasadena - Female
• Irvine - Female
• Pomona - Female
• Los Altos - Female
• Redwood City - Female
• Richmond - African-American/Male
• Richmond - Female
• Santa Cruz - Female
• San Mateo (2) - Females
• Santa Rosa - Female
• San Mateo County (CDBG) - Female
• Seaside - Female
Citv Attornev
• Los Gatos - Female
• Milpitas - Female
• Newport Beach (Assistant) - Female
• Pacifica - Female
Police Chief
• Compton - African-American/Male
• Danville - Female
• Inglewood - African-American/Male
• Santa Monica - African-American/
Male
• Seaside - African-American/Male
Fire Chief
• Alhambra - African-American/Male
• Foster City - African-American/ Male
• Half Moon Bay - Hispanic/Male
Administrative Services
• AC Transit - African-American/Male
Human Resources/Personnel
Director .
• Alameda County - Asian Male and an
African-American Female
• Carlsbad - Female
• Glendale, AZ - Hispanic/Male
• Newark - Female
• Redwood City - Hispanic Female
• Sam Trans - Hispanic/Female
• San Diego County - Female
• San Luis Obispo, Female
• Santa Monica - Female
• Santa Rosa (2) - Females
• Stockton (Deputy) - African American/
Male
• Visalia - Female
Middle Management/First Line
Suvervisors/Police
• Belmont - Sergeant - Female
• Campbell - Captain - Female
• Menlo Park (TSM) - Female
• Union City - Captain - Female
Shoreline Park Manager
• Mountain View - Female
HUGHES, PERRY & ASSOCIATES Page 1