HomeMy WebLinkAboutCC Resolution 11300 (Recruit Fire Chief; Hughes, Perry & Assoc.)RESOLUTION NO. 11300
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SAN RAFAEL
APPROVING THE PROPOSAL AND AUTHORIZING THE CITY MANAGER
TO EXECUTE A CONTRACT WITH HUGHES, PERRY & ASSOCIATES
FOR CONSULTING SERVICES CONCERNING THE RECRUITMENT OF A
FIRE CHIEF FOR THE CITY OF SAN RAFAEL
THE CITY COUNCIL OF THE CITY OF SAN RAFAEL RESOLVES as follows:
THE CITY MANAGER AND CITY CLERK are authorized to execute, on behalf of
the City of San Rafael, a contract with HUGHES, PERRY & ASSOCIATES in a form to be
approved by the City Attorney, concerning Fire Chief 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 regular meeting of the
City Council of said City held on Monday, the 5th day of May, 2003 by the following vote, to wit:
AYES: COUNCILMEMBERS: Cohen, Heller, Miller and Mayor Boro
NOES: COUNCILMEMBERS: None
ABSENT: COUNCILMEMBERS: Phillips
JEAI M. LEONCINI, City Clerk
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This Agreement is made and entered into this 5t' day of May, 2003, by and between the
CITY OF SAN RAFAEL (hereinafter "CITY"), and RICHARD W. PERRY of Hughes, Perry &
Associates (hereinafter "CONTRACTOR").
NOW, THEREFORE, the parties hereby agree as follows:
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A. CITY. The City Manager shall be the representative of the CITY for all purposes
under this Agreement and ROD GOULD, the City Manager 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 W. PERRY is hereby designated as the PROJECT DIRECTOR for
CONTRACTOR.
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CONTRACTOR shall perform the duties and/or provide services as follows:
A. Develop a comprehensive work plan which includes: (1) defining the ideal Fire
Chief for San Rafael, (2) providing outreach to attract highly qualified candidates, and (3) screen
candidates through a multi -faceted evaluation process to identify persons who best fit the client
organization profile.
CITY shall compensate CONTRACTOR pursuant to the provisions of section 4, below.
For the CONTRACTOR'S full performance of the duties and services described herein,
CITY shall pay CONTRACTOR a professional fee of $18,000.00 for recruitment as more fully
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outlined in the work plan, attached hereto as Exhibit "A." Additional reimbursable expenses are
estimated to cost between $6,500 - $7,500.
Payment will be made monthly upon receipt by PROJECT MANAGER of itemized
invoices submitted by CONTRACTOR.
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The term of this Agreement shall begin commencing upon execution of this agreement and
ending on December 31, 2003.
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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. Effect of Termination. 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.
C. 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.
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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.
ARRTCTNABI ,TTY.
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.
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CONTRACTOR shall indemnify, release, defend and hold harmless CITY, its officers,
agents, employees, and volunteers, against any claim, demand, suit, judgment, loss, liability or
expense of any kind, including attorney's fees and administrative costs, arising out of or resulting in
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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.
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.
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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.
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.
13. 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: Rod Gould, City Manager
City of San Rafael
1400 Fifth Avenue
P.O. Box 151560
San Rafael, CA 94915-1560
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TO CONTRACTOR: Richard W. Perry
Hughes, Perry & Associates
35590 Verdant View Street
P.O. Box 384
Sea Ranch, CA 95497
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.
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A. The terms and conditions of this Agreement represent the entire Agreement of the
parties with respect to the subject matter of this Agreement. No other agreement, promise or
statement, written or oral, relating to the subject matter of this Agreement, and no amendment or
change to this Agreement, shall be valid or binding, except by way of a written amendment to this
Agreement signed by the CONTRACTOR and the CITY.
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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.
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.
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The laws of the State of California shall govern this Agreement.
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IN WITNESS WHEREOF, the parties have executed this Agreement as of the day, month
and year first above written.
CITY OF SAN RAFAEL
ROD GOULD, City Manager
ATTEST:
i4 .
?ANNE M. LEONCINI, City Clerk
l ,
OVED TO FO
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GARY T. RAGGHIANTI, City Attorney
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CONTRACTOR
RICHARD W. PERRY D
fyughes, Perry &�'Associates
MANAG E M ENT CONSULTANTS
Mr. Rod Gould
City Manager
City of San Rafael
1400 Fifth Avenue
San Rafael, CA 94915-1560
Dear Mr. Gould,
April 29, 2003
We appreciate the opportunity to present our proposal to assist San Rafael in
its efforts to recruit a Fire Chief. Our proposal for your recruitment is based on:
(1) Our experience in handling 49 Fire Chief recruitment and selection
processes, including communities like Carlsbad, Reno, Alhambra,
Huntington Beach, and Pasadena. Additionally, our experience in selection
of fire service personnel includes designing and conducting 75 Assessment
Centers for key fire department appointments including 33 for the position
of Fire Chief. The two principals of Hughes, Perry and Associates have
personally conducted all of the recruitment and selection processes noted
in this proposal.
(2) Our knowledge of fire management and operations which we have
developed by conducting operations audits of over 20 different agencies,
including cities such as Palo Alto and Pasadena.
(3) Our track record in placing women and minority candidates in key
positions in local government. For example, in public safety we placed
African-American Fire Chiefs in Foster City, Alhambra and Pasadena,
and a female Deputy Fire Chief in Kirkland, Washington. A female was
offered the Redwood City Fire Chief position, but declined the job due to
labor issues which arose during the recruitment.
1. PROJECT INITIATION — DEFINING THE "IDEAL" FIRE CHIEF FOR
SAN RAFAEL
The initial task in the recruitment process will be to identify the skills and
characteristics of the "ideal" Fire Chief for San Rafael. This would be
accomplished through the following steps:
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EXHIBIT A
Recruitment otFire Chiet for S.m Rafael
11. Interview the City Manager/City Council. I
We will meet with you and Council members to discuss your
perspectives of the activities and issues this person will be addressing in
San Rafael now and for the foreseeable future. We will also ascertain your
views about the requisite skills and characteristics necessary for the new
Fire Chief to be successful in San Rafael. The information collected through
this interview process will be the basis for our candidate profile.
12. Interview Interested Staff/Community
Members.
We will plan on being available for three days in San Rafael to meet
individually or collectively with any members of the Fire Department who
would like to discuss: (1) the short and long term issues the new Chief will
be addressing; (2) the skills and management philosophy desired necessary
for the Chief to be successful in San Rafael; and (3) where the Department
will need to be in the next 10 to 15 years in order to effectively address the
community's needs. Additionally, we will plan on facilitating an evening
community input meeting on the type of Chief that we will be seeking in a
new Chief for San Rafael. We conducted such a meeting at the beginning of
the City Manager recruitment.
The information gathered from these sessions will be used as the
basis for the brochure that will be subsequently developed for the position.
"2. HUGHES, PERRY & ASSOCIATES WII.L USE A y G[�-PRONGED
APPROACH FOR ATTRACTING HIGHLY QUALIFIED CANDIDATES
FOR THE FIRE ummr• POSITION
Three outreach activities will be used to identify and interest highly
qualified candidates in the Fire Chief 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 (1) Eye Catching Ads Are Placed In Appropriate Publications.
Creative display ads and classified ads are placed in journals,
magazines and publications which top level candidates are likely to read.
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 Fire Chief we
HUGHES, PERRY & ASSOCIATES Page 2
Recruitment ofFire Chiei _ . San Rafael
would use Jobs Available - Western Edition; Hispanic Hotline, Western City
Magazine, and if a national recruitment was desired, we would also use
the Fire Chief magazine. Additionally, we will use web sites such as
care ersinGovernment.com - Jobs in Government and our own web site
which is hughesperry.com.
(2) "Corporate" Type Brochures Are Sent To 400 To 800 Persons For The
Position.
An informative brochure will be designed and tailored for San
Rafael and mailed to fire service 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. A
sample brochure, El Segundo Fire Chief, is attached, as well as two others.
(3) A Proactive Telephone Sourcing Program Involving 1+i om 50 to 11
Persons Is Undertaken.
Top practitioners in the fire service (candidate 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'TIT'
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.
(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.
HUGHES, PER RY & ASSOCIATES Page 3
Recruitment ogre Chief for San Rafael
For example, S<<ii Rafael may place a premium on people who have
worked in small to medium size cities, have significant experience
working with neighborhood and business groups, have worked regionally
on fire/medical emergency issues/projects, and have effectively utilized
participative management approaches. We would then screen resumes
against these characteristics and others you would feel are important.
(2) Supplemental Questionnaires Are Designed And Distributed 1b
Obtain Additional Information From More Highly Qualified
Candidates.
A three to five-page supplemental questionnaire is prepared and
distributed to the top 20 to 25 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, San Rafael might be interested in candidates
experienced in: community outreach, aggressive inspection programs,
and so on.
(3) The Top 20 to 25 Candidates Will Be Interviewed To Further Explore
Their Qualifications.
Personal interviews are completed with the top 20 to 25 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 and Council Members.
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.
HUGHES, PERRY & ASSOCIATES Page 4
Recruitment off ire Chie, e San Rafael
10 We Will Facilitate The Client/Candidate Interviews
If desired, we will develop a list of suggested interview questions, as
well as attending the interviews in a non -participatory role, and will
facilitate the interview process.
10 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.
114. THE PROPOSED RECRUITMENT T WORK PLAN 11
A tentative work plan has been developed for the recruitment of a Fire Chief
for San Rafael, as presented on the pages that follow:
WORK TASKS
1. Develop a "candidate profile" for
Fire Chief.
• Interview the City Manager and
Council members.
• Meet individually with inter-
ested members from the Fire
Department.
• Facilitate a community meeting
to gain input from residents
and business people.
• Resolve recruitment strategies
and timetables.
• Determine the organizational
style and critical operational
issues in the San Rafael Fire
Department.
RESPONSIBILITY
HPA/San Rafael
TENTATIVE
SCHEDULE
By end of Week 1
HUGHES, PERRY & ASSOCIATES Page 5
Recruitment otFire Chief for S.m Rafael
2. Develon and place "eve catch-ing"
advertisements.
• Prepare and place advertise-
ments for relevant publications
and professional journals such
as Western Cities and Jobs
Available.
• Ensure that ads attract the eye
and attention of the types of
candidates we desire as appli-
cants for the fire Chief position.
3. Prepare and send a brochure to
candidate sources and nrosnective
candidates.
• Prepare a brochure that "sells"
the position, describes the
"ideal" candidate, identifies
the fire service issues the new
person will address ,presents
compensation information,
timing of the search and
provides information about San
Rafael.
• Prepare mailing list of
organizations and candidates,
including women and min-
ority outreach groups/ individ-
uals, to which brochures will be
sent.
• Print and distribute brochures.
4. Conduct televhone sourcing vroggam,
to further identifv and interest
highly oualified candidates.
• Contact members of profession-
al organizations and reliable
sources of potential candidates.
• Contact qualified candidates
identified.
HPA Week 2
HPA Weeks 2 - 3
HPA Weeks 3-6
HUGHES, PERRY & ASSOCIATES Pate 6
Recruitment otFire Chief San Rafael
5 Closin deadline for receiving
resumes.
G Scr em resumes.
• Screen candidate pool to top 15 to
25 candidates by comparing
resumes to characteristics of the
"ideal" candidate.
7. Develop a Supplemental
Ouestionnaire to be completed bv_ the
more aualified candidates.
• Prepare and distribute supple-
mental questionnaires to obtain
additional background
information from the selected
candidates. Include questions
that will elicit information
which is of specific importance
to San Rafael.
8. Closing deadline for supplemental
auestionnaires.
• Analyze supplemental ques-
tionnaires completed by top
candidates.
9. Complete personal interviews with
selected candidates.
• Conduct interviews (in person
where possible or by phone) with
up to 25 candidates.
10. Prepare a report.
• Provide a list of the top 10 - 15
candidates and a summary of
qualifications.
• Include resumes/supplemental
questionnaires.
HPA Week 7
HPA Week 7
HPA Weeks 7 - 8
HPA Weeks 8 - 10
HPA Weeks 8 - 10
HPA Week 11
HUGHES, PF'RRY & ASSOCIATES Pagel
Recruitment oiF ire Chief for San Rafael
11. Screen candidates with Citv HPA/San Rafael Week 12
Manager and Citv Council to develop
a finalist list.
• Utilize resumes, supplemental
questionnaires, interview re-
sults, and writing samples to
acquaint the City Manager and
City Council with the candi-
dates. Select final 5 to 8
candidates for interviews.
12. Facilitate the final interview HPA As Soon As
Process. Possible
• Facilitate the City Manager/
Council — finalist candidates
interview process or design and
conduct an alternative selection
process as noted in the proposal
13. Conduct reference checks of the ton HPA/San Rafael After Assessment
candidates. Center
• Conduct a thorough reference
check of the top candidate(s).
Coordinate possible credit
checks and validation of
degrees, and work with the
Police Department to
complete a criminal history
check.
• Involve you, a Council sub-
committee, and, possibly, sel-
ected staff members in on-site
discussions with key people
from the candidate(s) com-
munity such as staff, and
commu-nity representatives.
14. Notify_ all candidates. HPA As Soon As
Possible
• Provide feedback on perfor-
mance during recruitment and
selection process.
HUGHES, PERRY & ASSOCIATES rage 8
RA,-cruitment otFire Chief L...• San Rafael
11 &RECRUITMENT AND SELECTION QUALIFICATIONS OF THE FIRM
Hughes, Perry and Associates was established in 1974 (formerly know as
Hughes, Heiss & Associates) to provide consulting assistance to governmental
organizations which is:
• High Quality Creative
Personalized
Reasonably Priced
Since its formation, the firm has served over 550 client agencies on more than
1,000 assignments, including 250 cities, more than 30 counties and over 10 states.
(1) Over 550 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 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 Administrators. For
example:
Over 80 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. During the past two years our recruitment
efforts resulted in the appointment of a female Chief of Police in San
Mateo (the largest city in California to have a female Chief of Police)
and a female Chief in Healdsburg. Women were appointed to City
Manager in various cities, including Livermore, Palo Alto, Menlo
Park, Cloverdale, Brisbane, Colma, Los Altos, Los Gatos and Yolo
County. Women also were appointed to Public Works Director in
Santa Rosa, Executive Director of the Alameda County Waste
Management Authority, Personnel Director in Pleasanton,
Redwood City and other agencies, Finance Director in Berkeley,
City Attorney in Benicia, Division Chief of the Menlo Park Fire
District and Long Term Care Director in San Mateo County.
HUGHES, PERRY & ASSOCIATES Page 9
Recruitment ofFire Chief for San Rafael
• Over 25 African Americans, Asians and Hispanics have been
selected including six City Managers. For example, Hispanics
were appointed as City Managers in Hayward, Los Gatos and
Oxnard.
• We placed African American Fire Chiefs in Alhambra and
Pasadena and Chief of Police in Santa Monica.
• In Pasadena, we have placed an African American female as
Health Officer, and women as Capital Projects Manager (since
promoted to City Manager) 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.
116. OUR RECRUITMENT STAFF
In our recruitments, it is our practice to have one member of our
professional staff take the lead through each phase of the recruitment process to
ensure continuity from both the client's and the candidate's perspective.
Additionally, another member of our recruiting staff is assigned back-up
responsibility to ensure a second professional staff person is knowledgeable about
the status of the recruitment and is able to respond to either client or candidate if
the lead recruiter is unavailable. For the recruitment of the San Rafael Fire
Chief,, Richard Perry would have the lead and be Project Manager with
assistance from Steve LaTerra.
Richard W. Perry has over 25 years experience, both as a manager
with and consultant to local government. A Vice -President of Hughes,
Perry 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, Perry and
Associates, Mr. Perry had extensive experience as a line manager serving
as Parks and Recreation Director 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. In the past six months he has completed
recruitments for a City Manager f'or Solana Beach, a Chief of Police for
Livermore, a Redevelopment Manager for Novato, a City Attorney for
Vacaville, Recreation and Park Directors for San Diego and Henderson, an
Economic Development Director for San Carlos, and an Assistant
Finance/Budget Director for Reno. He is currently completing a
recruitment for an Assistant City Manager for Pasadena.
HUGHES, PERRY & ASSOCIATES 1'agc 10
Recruitment ofFire Chief for San Rafael
Steve LaTerra worked for Hughes, Perry for several years and
recently rejoined the firm. While away, he conducted economic analysis for
public and private sector organizations. In his current stint with the firm,
he has been actively involved in the Pleasanton Library Director, Assistant
City Manager in Novato, Assistant City Manager in Pasadena, Assistant
Finance Director in Reno and downtown revitalization director for San
Carlos. When previously employed with Hughes, Perry, he handled
candidate sourcing for a variety of searches as well as management audits
of municipal departments. Mr. LaTerra's primary role in the San Rafael
recruitment would be to assist in the telephone outreach.
II7. VARIOUS REFERENCES CAN BE CONTACTED TO EVALUATE TI�
QUALI'T'Y OF OUR RECRUITMENT EFFORTS ,�
Following are City Managers who have been clients on executive
recruitment and selection processes involving Fire Chiefs. Most of them have had
exposure to multiple executive recruitment and selection firms. You are
encouraged to contact them to get their reactions to the quality of our work and to
how our approaches and techniques are differentiated from many other executive
recruitment firms.
Cynthia Kurtz, City Manager, City of Pasadena — Recruitment of a Fire
Chief and a Human Resources Director.
(626) 7444333
Ray Patchett, City Manager, City of Carlsbad — Recruitment of a Public
Works Director, a Human Resources Director, a City Attorney, an
Assistant to the City Manager, a Housing and Redevelopment Director, a
Fire Chief, and a Chief of Police.
(760) 434-2821
Mike Uberuaga, City Manager, City of San Diego (formerly City Manager,
City of Huntington Beach) — Recruitment of a Public Works Director, a
Chief of Police, a Fire Chief and an two Assistant City Managers.
(619) 236-5941
Mike Garvey, City Manager, City of San Carlos -- Recruitment of a Chief of
Police, a Fire Chief, and a Parks and Recreation Director (completed 11/00).
(650) 802-4228
HUGHES, PERRY & ASSOCIATES Page 1X
Recruitment offim Chief for flan Rafael
• Ralph Jaeck, Assistant City Manager/Human Resources, City of Reno --
Recruitment of a City Manager, a Fire Chief, a Police Chief, a
Redevelopment Administrator and an Assistant Finance/Budget Director
(completed 2/03).
(775) 334-2044
• Jeff Stewart, Assistant City Manager/Search Coordinator, City of El
Segundo — Recruitment of a Fire Chief.
(310) 524-2334
If you desire additional references, please contact us.
118. CONSULTING CHARGES
Our estimated charges for professional time and expenses are as follows:
Professional fee for recruitment
as outlined in the work plan $18,000
Reimbursable expenses $6,500 - $7,500
The professional fee and reimbursable expenses can be adjusted in the event that
you desire to alter the scope of services. Reimbursable expenses include the direct
cost of items such as advertising, brochure printing/distribution, clerical support,
postage, travel and telephone expenses. The City of San Rafael would be
responsible for travel expenses of candidates who are finalists.
119. RECRUITMENT GUARANTEE
We guarantee our recruitment results for a one-year period. In the event the Fire
Chief 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.
Thank you for this opportunity to submit our proposal. If you have any
questions, please do not hesitate to contact me.
Sincerely yours,
Richard W. Perry HUGHES, PERRY & 6 CIATES
Senior Vice -President c
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