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HomeMy WebLinkAbout08989RESOLUTION NO. gggg A RESOLUTION APPROVING A PROFESSIONAL SERVICE AGREEMENT BETWEEN THE CITY OF PUEBLO, A MUNICIPAL CORPORATION AND SLAVIN MANAGEMENT CONSULTANTS RELATING TO THE EXECUTIVE SEARCH FOR THE POSITION OF CITY MANAGER BE IT RESOLVED BY THE CITY COUNCIL OF PUEBLO, that: SECTION 1 The Professional Service Agreement dated April 24, 2000 between the City of Pueblo and Slavin Management Consultants relating to the executive search for the position of City Manager, a copy of which is attached hereto, having been approved as to form by the City Attorney, is hereby approved. The President of the City Council is authorized to execute and deliver the Agreement in the name of the City and the City Clerk is directed to affix the seal of the City thereto and attest same. SECTION 2 Funds for the payment of professional services and expenses set forth in the Agreement are hereby appropriated out of the City Council, Professional Services Account. ATTEST: City Cl# INTRODUCED: April 24, 2000 BY Rich r;nl enda Councilperson APPAOV ED: Dent of the City Council PROFESSIONAL SERVICE AGREEMENT THIS AGREEMENT entered into as of April 24, 2000 by and between the City of Pueblo, a Municipal Corporation ( "City ") and Slavin Management Consultants ("Contractor"). WITNESSETH: WHEREAS, Contractor submitted its proposal to act as consultant to the City Council of the City in an executive search for the position of City Manager dated February 19, 2000 ( "Contractor's Proposal), and WHEREAS, City is willing to accept Contractor's Proposal and engage Contractor upon the terms and conditions herein set forth. NOW, THEREFORE, in consideration of the foregoing and mutual covenants contained herein, City and Contractor agree as follows: Contractor's Proposal is incorporated herein as if set out herein in full. 2. Contractor will perform the professional services described in Contractor's Proposal in the time and manner contained therein and in a competent and professional manner consistent with the standards of Contractor's industry. 3. As full compensation for Contractor's performance of such professional services, City will compensate Contractor as follows: (a) A maximum fee for professional services of $13,265.00, payable upon invoice in three equal monthly payments of $3,979.50, withholding 10% ($1,326.00.50) of the total which will be paid within thirty (30) days of satisfactory performance of the professional services. (b) Expenses as described in Contractor's Proposal, such as travel, telephone, supplies, report production, administrative /word processing support, background checks, and other directly related costs will be billed monthly in addition to professional fees. Expenses will not exceed forty -five (45) percent of the professional fees or $5,969.25. (c) No additional fees or expenses will be charged by Contractor or paid by City unless such fees and expenses are agreed to in writing between City and Contractor prior to their being incurred. 4. Either party may terminate this Agreement in whole or in part by giving to the other party ten (10) days prior written notice specifying the date of termination. If terminated by City, City will pay Contractor for all professional services performed through and including the date of termination. If terminated by Contractor, Contractor will complete all professional services for which payment has been received and issue a final invoice for services performed through and including the date of termination, which invoice shall be paid by City within thirty (30) days after receipt. 5. Contractor will keep and preserve the confidentiality of all information, data and documents furnished by City or developed by Contractor in performing professional services hereunder. Such information and data shall be the property of City and, at the request of City, Contractor will deliver same to City upon termination of this Agreement or completion of professional services hereunder. 6. Contractor represents that Contractor carries sufficient general liability, workers' compensation, and professional liability insurance adequate to protect the interest of Contractor and City with respect to this Agreement and Contractor's performance hereunder, and Contractor will keep and maintain such insurance during the effective period of this Agreement. 7. Contractor's liability to City for loss or damages resulting from Contractor's errors or omission or negligence performance of the professional services shall not exceed the amount paid by City under this Agreement. This limitation on Contractor's liability should not be applicable to personal injury, bodily injury or property damage caused by or resulting from the negligent acts or omissions of Contractor, its employees, or agents. This Agreement shall be interpreted and construed in accordance with the laws of the State of Colorado. Executed as of the day and year first above written. [SEAL] PVE4LO, A MU P CORPORATION ATTEST: By j, t City Cr �k President of the City Council ATTEST: Title: S-LA.V MANAGEMENT CONSULTANTS By obert E. Slavin -2- CITY OF PUEBLO, CO Executive Search Proposal for the position of CITY MANAGER Prepared by Robert E. Slavin on 1 19. 20W SLAVIN MANAGEMENT CONSULTANTS 3040 Holcomb Bridge Rd. Suite B -1 • Norcross, Georgia 30071 • (770) 449 -4656 9 FAX (770) 416 -0848 • E -mail: rslavin101 @aol.com February 19, 2000 SLAV CONSULTANTS Mr. Patrick Avalos, Esq. Councilmember and Members of the City Council City of Pueblo % 132 West "B" Street, Suite 280 Pueblo, Colorado 81003 Re: City Manager Executive Search Proposal Dear City Councilmembers: T hank you for your request for proposal to conduct a City Manager search for Pueblo to replace Mr. Quigley. Slavin Management Consultants (SMC) is most pleased to submit this proposal to help the City Council to identify, recruit and develop well - qualified City Manager candidates. If selected to conduct the search, we could begin the project immediately. Usually we can complete a City Manager search within ninety days. The purpose of engaging an executive search firm is to identify, recruit and evaluate experienced and highly qualified City Manager candidates who clearly meet the unique needs of the City Council. SMC offers exceptional qualifications to the City for this project. We are a national firm with offices near Atlanta. Our consultants are among the most experienced public sector executive recruiters in the United States and have conducted searches for more than four hundred communities in the United States. SMC's local government executive recruitment practice is among the most recognized and respected of its kind in the nation. We have placed local government executives in Colorado and in all regions of the United States. We are exceptionally well qualified to help Pueblo with this work. Our Colorado experience includes executive search and /or human resources consulting projects for the Adams County Schools, Chaffee County, Eagle County, Gunnison County, La Plata County, Mesa County and the cities of Aurora, Lakewood, Northglenn, and Thornton. We placed the present County Administrators in Mesa County and La Plata County. We are familiar with the State. We have included a client list as an exhibit with this proposal. I (Bob Slavin) will head our proposed project team. I have more than 30 years of experience working both for and with local governments. I began my career as a local government search specialist in 1979 and am now among the most experienced public sector recruiters in the United States. The search team is further comprised of Ms. Jill Pylant. I will manage this project and personally provide essentially all of the professional work required. Ms. Pylant is a respected and 3040 Holcomb Bridge Road • Suite B1 • Norcross, GA 30071 -1357 • (770) 449 -4656 • FAX: (770) 416 -0848 Pueblo, Colorado City Manager Search Page 2 accomplished local government human resource consultant with more than twenty -five years of related experience. She will help in the candidate networking activities and provide support to the project as needed. We have provided biographical information for both project team members in the proposal. This proposal provides an indexed and easily usable document for the City to assess the qualifications of Slavin Management Consultants, to handle this critical work. It contains the following sections: a Table of Contents, Background and Objectives, The Search Process and Proposed Schedule, Firm Qualifications and Staffing, a Cost Proposal, an Acceptance /Signature Page and a Search Process Flow Chart. We constructed the Cost Proposal to illustrate the professional time and cost of each major phase of the project. Exhibits include a sample invoice, a client list, references, our EEO /AA statement and a listing of our minority and female placements. We use a "critical path" search process which allows our clients to focus attention on the selection process rather than on identifying, recruiting, screening and evaluating candidates. We understand that each clients need for key executives is different and that there is no "best" person for all situations. The best prospects are typically happily employed and not responding to advertisements. These people need to be found and encouraged to become candidates. They are understandably reluctant to apply for positions when their interest could become a matter of public information prior to being assured that Pueblo is interested in their candidacy. Our approach to this assignment will reflect the unique qualities of Pueblo. It will honor the interests of candidates to the extent possible under Colorado law. We believe some additional advantages to using Slavin Management Consultants are: ❑ We use a highly interactive process through which we encourage client involvement in the search. ❑ We carefully designed our proven process to provide exceptional quality services to our governmental and nonprofit clients. ❑ We are RESULTS focused. Our objective is to find and recruit candidates who not only meet the education and experience requirements but also "fit" the unique needs of each of our clients. ❑ We have received much additional business from our local government clients. In fact, about one half our business is performed for existing clients. ❑ We offer a valuable combination of skills and services that is unique in our industry. Should you wish, we will facilitate a goal and objectives setting workshop with the selected candidate and the City Council soon after the new City Manager begins. We offer this service for no additional professional fee. We would charge for actual expenses, however. ❑ We guarantee that, should the selected candidate leave your employ within the first year of employment, we will redo the search for our expenses only. Pueblo, Colorado City Manager Search Page 3 ❑ SMC is a national firm, and serves the United States from our offices in Atlanta. ❑ We have an excellent record of placements on our search assignments and have many satisfied clients as references. ❑ We do not use the same cadre of candidates repeatedly. We have no allegiances which preclude our total objectivity respective of any candidate. ❑ We thoroughly check references, and credit. We also verify education and our work product is most thorough and of the highest quality. ❑ More than 95 percent of our placements during the past five years are still in their same positions. ❑ We have participated in the establishment of ethical standards for public sector executive search firms, and we strictly follow those standards. ❑ We are experienced in objectively evaluating internal and local candidates. ❑ We no "stable" of candidates. We do however have the local, statewide and national contacts which we use to expedite the search process. Thank you for the opportunity to respond to this important assignment. We are looking forward to discussing this proposal with you personally and will be pleased to come to Pueblo at our expense to do so. Please call me at (770) 449 -4656 if you have any questions. Cordially, SLAVIN MANAGEMENT CONSULTANTS Robert E. Slavin President TABLE OF CONTENTS I. BACKGROUND AND OBJECTIVES .................. ............................... 1 Background................................. ............................... 1 Objectives................................... ..............................1 11. THE SEARCH PROCESS AND SCHEDULE ........... ............................... 3 A. Define Position Profile ...................... ............................... 3 B. Identify Qualified Candidates ................. ............................... 3 C. Evaluate Prospective Candidates ............. ............................... 3 Preliminary Screening and Progress Report .. ............................... 3 D. Selection and Employment .................. ............................... 4 In -depth Screening and Final Report ....... ............................... 4 E. Establish Evaluation Criteria ................. ............................... 5 F. Follow- up ................................ ............................... 5 G . Reporting ............................... ............................... 5 H. Schedule ................................ ............................... 5 III. FIRM QUALIFICATIONS AND STAFFING ............ ............................... 6 A. Firm Qualifications ..................... ............................... 6 B . Staffing ............................. ............................... 6 Robert E. Slavin, President .............. ............................... 6 Jill T. Pylant, SMC Senior Consultant ...... ............................... 7 IV. COST FOR PROPOSED SERVICES ................ ............................... 9 Professional Fees ............................ ............................... 9 Expenses................................. ............................... 10 V. SMC EXECUTIVE SEARCH PROCESS FLOW CHART . ............................... 11 VI. ACCEPTANCE /SIGNATURE ..................... ............................... 12 EXHIBITS I. Pro Forma Invoice II. Client Lists III. References IV. EEO Statement V. Minority and Women Placements Prepared for the CITY OF PUEBLO, COLORADO by Slavin Management Consultants L BACKGROUND AND OBJECTIVES Background I t is our understanding that: Pueblo, Colorado is located at the confluence of the Arkansas River and Fountain Creek. The City has been an important transportation crossroads and trading center for over 150 years. Growth was rapid during the 1870's when the railroads came to Pueblo, and the present -day City of Pueblo was incorporated in 1886, in a consolidation of three previously existing towns. The population is about 103,000. Although the population size has not changed much in recent years, the demographics have. Particularly significant is that City has a growing percentage of Hispanics and the population is aging. Pueblo has an extensive system of parks, a symphony orchestra, and an arts and conference center. The Colorado State Fair is held here each year in August. Pueblo has a Council /Manager form of government. There are seven Council members four of whom run by district and three run at large. The Council appoints the City Manager who is responsible for the day -to- day operations of the City and s /he carries out the policy direction of the Council. We further understand that: • The City Council is interested in identifying outstanding candidates and filling the position of City Manager as soon as possible. • The City Council wishes to conduct a comprehensive nationwide recruitment to ensure the best qualified candidates are found and that the best qualified individual, acceptable to the City Council, can be hired. • The annual salary range for the position will be determined through a salary survey of comparable positions that we will conduct and through discussions with the City Council. Objectives The objectives that we will meet to help find the best qualified candidates for the position are as follows: • To assist the City Council to produce a comprehensive position profile and reach agreement about the specifications for the position. • To seek out and encourage top level people to apply who would otherwise be reluctant to respond to an advertisement. • To save the City Council and staff a considerable amount of time in establishing a position profile and reviewing applicants. • To comply with appropriate personnel regulations and State of Colorado laws. • To independently and objectively assess the qualifications and suitability of candidates for the position. • To preserve the confidentiality of inquiries to the degree possible under Colorado law. • To assist the City Council to reach a final decision and to negotiate a compensation package with the successful candidate. • To assist the City Council in establishing criteria for evaluating the new City Manager's performance. Prepared for the CITY OF PUEBLO, COLORADO by Slavin Management consultants 1 To follow -up with the City Council and the selected employee during the first year to determine if adjustments need to be made. • To keep the City Council closely involved in key decisions and informed of our progress. Prepared for the CITY OF PUEBLO, COLORADO by Slavin Management Consultants 2 ll. THE SEARCH PROCESS AND SCHEDULE W e recommend a five -step process as follows: • Define job qualifications and requirements for the position -- the "Recruitment Profile." • Identify and recruit qualified candidates. • Evaluate prospective candidates. • Make recommendations, help in selection and facilitate employment. • Establish evaluation criteria and follow -up. Each step of this process is described below. A. Define Position Profile We will meet with each City Council member, staff, and others (if the City Council wishes) to learn the City's needs, focus and requirements such as experience, education and training and preferred management style and personal traits. In developing the recruitment profile, we will spend a considerable amount of time at the beginning of the process in Pueblo to gather additional information about the region, the City of Pueblo, the governmental organization and to ascertain the unique challenges of the job and the general environment within which it functions. Once we have gained the necessary information, we will prepare a draft recruitment profile and review it with the City Council to arrive at a general agreement regarding the specifications for the position. The final profile will include information about the Pueblo area, the City of Pueblo, the City government, major issues to be faced, the position and the selection criteria established. B. ldentifv Qualified Candidates We will first review our database to find those candidates whom we may already know and /or already have on file who may meet the City's specifications. Although the above process is valuable, we will rely most heavily on our own contacts in related fields and on our own experience. In other words, through "networking," we will conduct a professional search for the best - qualified candidates and invite them to apply for the position. Based on our discussions with the City Council, we will prepare and place advertisements in appropriate professional journals, local newspapers, and specialty publications to encourage applicants to apply. We acknowledge all resumes received and thoroughly screen all potential candidates. C. Evaluate Prospective Candidates Preliminary Screening and Progress Report Criteria for the preliminary screening will be contained in the approved "Recruitment Profile." They may include such items as education, technical knowledge, experience, accomplishments, management style, personal traits, etc. Screening of candidates against those criteria will be based on data contained in the resume and other data provided by the candidates and on our knowledge of the organizations in which they work. At this stage, each must meet the minimum qualifications specified in the Recruitment Profile. We request that candidates provide us, in writing, substantial information about their accomplishments and their management style and philosophy. This information is verified and, as requested by the City, we will further test prospective finalist candidates by having them respond to a supplemental questionnaire which we will design to provide them an opportunity to display their "critical thinking and writing skills." We interpret Prepared for the CITY OF PUEBLO, COLORADO by Slavin Management Consultants 3 these instruments for the City as well We will meet with the City Council to provide a progress report on between twelve and fifteen semifinalist candidates. These individuals will be top prospects who clearly meet the City's specifications for the position. With guidance from the City Council, this semifinalist group will be further narrowed to about five finalist candidates. At this point, we will determine the City Council's expectations relative to scheduling finalist interviews, interview questions that we will write as well as the candidate rating, and scoring processes which will be included in our final report. D. Selection and Employment In -depth Screening and Final Report We will now interview those candidates whom the City Council has the greatest interest in. Proper "fit" is as important as technical ability. We assess both. To better assess candidates' management style and interpersonal characteristics, we personally interview each in his or her present work environment. We will closely examine each candidate's experience, qualifications, achievements, management style and interpersonal skills in view of the selection criteria and our professional expertise in evaluating the quality of such qualifications, skills and achievements. We conduct in -depth background checks on those individuals who continue to demonstrate their overall suitability for the position. Included are detailed and extensive reference checks which cover a minimum period of ten years. In conducting these, it is our practice to speak directly to individuals who are now or have been in positions to evaluate the candidate's job performance. We ask each candidate to provide us with many references. We then network these references to other persons who know the candidate. In this way, we thoroughly evaluate each candidate. These references and evaluations are combined to provide frank and objective appraisals of the top candidates. As part of our evaluation process we conduct credit checks and verify undergraduate and graduate college degrees. We will also arrange for criminal history and driving record checks. As optional checks, we can arrange for assessment centers and /or psychological (or similar) testing of the candidates. (These optional items may result in extra cost.) We will then meet with the City Council to present a group of well - qualified finalist candidates (usually between five and seven) for interviews in Pueblo. These final candidates will not be ranked because, at this point, they will all be qualified and it should then be a matter of chemistry between the candidates and the City Council rather than the candidates and the consultant, that should produce the final selection decision. Our final report will be presented in a meeting with the City Council. This written report is a comprehensive document. It contains our candidate recommendations, details about the search, interview tips, interview questions, candidate evaluation forms and information about legal vs. illegal inquiries. The rc i use includes the candidate interview schedule and our recommendations relative to timing, sequencing, location, setting, format, and conduct of interviews. The report contains comprehensive information about each recommended candidate. This includes educational and experience information, an evaluation of the candidate's experience relative to the criteria established by the City, a summary of reference comments and a statement of accomplishments and management style prepared by the candidate. Present compensation is also provided for each recommended candidate. We will provide information about trends in employment, employment contracts and agreements, relocation expenses, perquisites, appropriate roles for spouses, receptions, etc. We arrange schedules for top candidate interviews with the City and we will coordinate the entire process. We will properly handle any media relations. Unless otherwise directed, it is our standard practice to tell all media that we are working for Pueblo and that any public statement should come from the City directly. Under no conditions will we release information to the media unless specifically directed by the City to do so. Finally, we will notify all unsuccessful candidates who were not recommended for an interview with the City Prepared for the CITY OF PUEBLO, COLORADO by Slavin Management Consultants 4 of the final decision reached. We suggest, however, that it is more proper for the Mayor to directly notify all unsuccessful candidates whom City interviewed of the result. SMC is an equal opportunity employer and recruiter, and will not discriminate against any employee or applicant for employment because of race, religion, creed, color, sex, disability or national origin. E. Establish Evaluation Criteria Once the new City Manager has been on board for 30 days or so, we will conduct a session with the City Council and with the new City Manager to establish mutual performance criteria and goals for the position. F. Follow -up We will follow -up with the City Council and the new City Manager during the first year and assist in making any adjustments that may be necessary. G. Reporting We will keep the City informed, involved in decisions and involved in the search process at all times. H. Schedule The search process normally takes between sixty (60) and ninety (90) days to complete and typically follows the following pattern: I DAYS STEPS 1-30 30446 4540 60 1. DEVELOP SEARCH PROCESS, RECRUITMENT PROFILE AND ADVERTISING PROGRAM FOR CITY COUNCIL AP- PROVAL ✓ 2. IDENTIFY QUALIFIED CANDIDATES, REVIEW DATA BASE, NETWORK, RECEIVE AND REVIEW RESUMES ✓ ✓ 3. SCREEN & EVALUATE PROSPECTIVE CANDIDATES ✓ 4. PROGRESS MEETING AND REPORT ✓ 5. INTERVIEW AND EVALUATE PROSPECTIVE CANDIDATES ✓ ✓ 6. SUBMIT FINAL REPORT AND RECOMMENDATIONS, ASSIST IN SELECTION, FACILITATE EMPLOYMENT ✓ 7. ESTABLISH EVALUATION CRITERIA AND FOLLOW -UP ✓ Prepared for the CITY OF PUEBLO, COLORADO by Slavin Management Consultants III. FIRM QUALIFICATIONS AND STAFFING T his section presents our qualifications to conduct projects of this type and describes the staff to be assigned to the search. A. Firm Qualifications SMC is an independent management consulting firm formed in 1986 and incorporated in the State of Georgia. We operate nationwide. The principal of the firm is Robert E. Slavin who has extensive experience as a local government executive and as a management consultant. The company provides exceptionally high - quality consulting services to state and local governments, health care providers, transit authorities, utilities, special districts, and private sector clients. Specialty practice areas include executive recruitment, pay and classification, performance appraisal systems, and organization development and training. Our key consultants have conducted successful assignments for hundreds of public sector organizations nationally and offer many references as testimony of our work. This important engagement will be personally conducted by Mr. Robert E. Slavin. Mr. Slavin has conducted or assisted in the conduct of more than 450 successful executive searches throughout his career. Members of the proposed search team have conducted executive searches for Slavin Management Consultants as well as for others before joining the firm. All are professional public human resources practitioners with significant direct management experience. All are long -term, active members of a variety of professional organizations and stay abreast of new and changing laws, developments and trends by regularly attending specialized workshops, seminars and annual conferences. B. St affing Robert E. Slavin. President Mr. Slavin is a pioneer in public sector and nonprofit executive search. He is among the best known and respected professional recruiters in the business. He is a frequent speaker before professional groups and he has written many articles for professional journals concerning governmental management. By special invitation, Mr. Slavin assisted the United States Office of Personnel Management to define and set up the Senior Executive Service for the Federal Government. Mr. Slavin began his local government career in 1967. His experience includes twelve years working directly for local governments and it includes seven years as a principal consultant with the government search practice of Kom /Ferry International, the largest private sector search firm in the world. He headed the local government search practices for Mercer /Slavin, Incorporated, Mercer, Slavin & Nevins and Slavin, Nevins and Associa'__. ," r" . . n nc% -ads the executive search F rtictice for Slavin P" � �_4 r Consultants. Clients include state and local governments, nonprofit and private sector businesses all over the United States. His experience includes search assignments for the 1984 Los Angeles Olympic's Organizing Committee. Mr. Slavin's experience and qualifications include organizational analysis, classification and compensation studies, and assessment centers and human resource's systems studies. Before being invited to join Korn /Ferry International, Mr. Slavin served as Assistant City Manager /Director of Human Resources for the City of Beverly Hills, California. While at Beverly Hills, Mr. Slavin conducted many executive level recruitment assignments involving nationwide search and placement. Before joining the City of Beverly Hills, Mr. Slavin was the Assistant Personnel Director for the City of San Leandro, California. Before San Leandro, Mr. Slavin was on the personnel staff of Santa Clara County, California. His Prepared for the CITY OF PUEBLO, COLORADO by Slavin Management Consultants 6 assignments included recruitment, classification and selection for the County's Health Department, Medical Center, Transportation Agency, Sheriffs Office, Superintendent of Schools, Fire Marshall, Assessor's Office, Library System and County Recorder's Office. Mr. Slavin received his Bachelor of Science degree in Political Science from the University of Santa Clara, and has completed the graduate course work for a Master's degree in Public Administration at Califomia State University at Hayward. Organizations • International City Management Association • American Society for Public Administration • International Personnel Management Association • IPMA - Human Relations Commission • Southern California Public Labor Relations Council • Southern California Municipal Assistant's • Bay Area Salary Survey Committee Jill T. Pylant. SMC Senior Consultant Ms. Pylant has more than 25 years experience in the field of Human Resource Management and local government administration, including eight years as a managing consultant and seven years in local government executive positions. She holds the Master of Public Administration degree. Highlights of Ms. Pylant's career include: • Personnel Director for the fastest growing urban county in the United States, with responsibility for all personnel policies and practices for 2500 employees and a total payroll of $50 million. • Redesigned the total compensation package and developed a professional management structure for plan design, administration and communication for a large urban county government with 3800 employees. • Directed many Compensation and Classification Studies. Developed job analysis methodology to identify skills, knowledges and abilities of individuals and organizational functions. • Responsible for countywide MIS planning and operations for a fastest growing large county using two mainframe platforms and managing 43 major systems. • Managed a Functional Job Analysis of several agencies within the South Carolina Department of Social Services to restructure jobs and reassign organizational objectives for increased efficiency. The results of the worts were contributed to the National Task Bank for the Social Services developed by the W. E. Upjohn Institute as well. • Established performance and productivity standards for more than one hundred positions, including clerical, technical and professional, in the Gwinnett County Department of Administrative Services. • Facilitated numerous workshop group sessions to brainstorm goals and objectives, set priorities and develop team decision making skills. • Adapted the national government's Factor Evaluation System for job classification for use in state and local government. • Directed the development of model personnel policies for use by South Carolina local governments. • Wrote the Equal Employment Handbook for use by local government jurisdictions in South Carolina. • Developed paraprofessional, professional and mid -level management skills development training Prepared for the CITY OF PUEBLO, COLORADO by slavin Management Consultants 7 for the South Carolina Department of Social Services. • Developed and conducted supervisory skills development training for local government jurisdictions in South Carolina. • Developed and conducted training in personnel for county government elected officials in Georgia. • Set up a pay- for - performance system in a large county government. • Managed employee "quality circles" group in the modification of performance appraisal system as well as the development of new leave policies. • Directed the successful study and implementation of a FEW classification study of 800+ positions in a large county government including clerical, technical and professional positions. Organizations • International Foundation of Employee Benefits Plans • American Compensation Association • American Society for Public Administration (held national, state and local offices) • International City Management Association (served on a national committee) • Georgia Local Government Personnel Association Prepared for the CITY OF PUEBLO, COLORADO by Slavin Management Consultants IV. COST FOR PROPOSED SERVICES PROFESSIONAL FEES O ur fees are based on a rate schedule that reflects the experience of the individual assigned. For this assignment we are proposing to use only consultants who have specific experience on similar assignments for other clients. We will use senior consultants where appropriate and to reduce the overall cost. We will use staff consultants when feasible. The following tables show the level of involvement by project step and cost. PROJECT COSTS STEPS RATE (Hr) FEES Proj. Mgr. Consultant Total 1. Project Planning /Develop Position Profile/ 30 30 75 $2,250 Prepare and Place Advertising 2. Identify & Recruit CandidatefAcknowledge ` 30 30 75 $2,250 Resumes 35 35 35 $1,225 3. Preliminary Candidate Screening 12 12 75 $900 4 4 35 $140 4. Progress Report to City CounciltReduce " " 8 8 " 75 $600 Candidate Pool 8 8 35 $280 5. In -depth Candidate Evaluation 32 32 75 $2,400 (Consultant to Interview Semi - finalist 16 16 35 $560 Candidates) 6. Arrange For & Schedule Final Interviews 4 ` 4 75 -" $300 7. Prepare Final Report with Interview 8 8 75 $600 Questions and Selection Criteria 16 - 16 35 $560 8. Present Final Report and Attend 10 10 75 $750 Interviews 9. Assist in Employee Selection 2 2 75 $150 r 10. Negotiate Employment Agreement 4 4 75 $300 11. Establish Performance Goals 6 6 No Charge $0 12. Follow -up 4 4 No Charge $0 TOTAL HOURS 150 79 229 TOTAL COSTS $13,265 Prepared for the CITY OF PUEBLO, COLORADO by Slavin Management Consultants 9 EXPENSES Consultant Travel Costs: The client pays direct cost for all necessary consultant travel using coach or, when available, lower air rates, corporate hotel rates at moderately priced properties (Holiday Inn or equivalent), rental cars, using the corporate discount and normal meals. Client controls these costs in the following ways: (1) When appropriate, consultants will accomplish multiple purposes when traveling and will allocate costs to multiple clients. (2) The client pre- approves all work plans including consultant/candidate interviews. Office Costs Include: Telephone ($350 flat fee, billed in two installments), FAX, postage, messenger, copier, and clerical costs. Average Advertising Costs: Normally about $1,500. Client controls these costs because the advertising program will be approved by the City before implementation. Expenses for the executive search project described in this proposal will not exceed 45% of the professional fee. The cost for final candidates to travel to Pueblo for interviews is not covered by this proposal. Such costs are typically paid by the City on a reimbursement basis, directly to the candidates, and controlled through the City's prior approval of the finalist candidates. These costs vary depending on candidate location, espousal involvement, time required for candidates to be in Pueblo, etc. For budgeting purposes, an average cost of between $450.00 and $650.00 per candidate would be appropriate. About five candidates are normally recommended for interviews. Should the City's needs result in additional project scope that significantly increases consultant travel and /or advertising costs, it may be necessary to increase the expense budget for the project. Your liability to Slavin Management Consultants for services rendered under this agreement will not exceed the agreed upon price unless an increase is authorized by you in writing. We will submit monthly invoices for fees and expenses. It is our practice to bill 30% at the start of the searches, 30% at the end of thirty days, 30% at the end of sixty days, and the remaining 10% shortly after the time the new City Manager accepts employment with the City. Each invoice will be payable upon receipt for professional services. Expenses will be billed in addition and shown as a separate figure. Attached is a pro -forma invoice showing the level of accounting detail we will provide. We will comply with all applicable laws, rules, and regulations of federal, State, and local government entities. Our ability to carry out the work required will be heavily dependent upon our experience in providing similar services to others, and we expect to continue such work in the future. We will, to the degree possible, preserve the confidential nature of any information received from; you or developed during tike work according to our professional standards. We assure you that we will devote our best efforts to carrying out the engagements. The results obtained, our recommendations, and any written material provided by us will represent our best judgment based on the information available to us. Our liability, if any, will not be greater than the amount paid to us for the services rendered. This proposal constitutes the agreement between us. It cannot be modified except in writing by both parties. Our agreement will be interpreted according to the laws of the State of Colorado. Prepared for the CITY OF PUEBLO, COLORADO by Slavin Management Consultants ; V. SMC EXECUTIVE SEARCH PROCESS FLOW CHART N O - - - - -- ---- - - - - -- �►-� n FA .\ T S Prepared for the CITY OF PUEBLO, COLORADO by Consultants 11