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06-D Waters-Oldani Executive Recruitment B WATERS,OLDANI ~ EXECUTIVE RECRUITMENT A Division of The Waters Consulting Group, Inc. February 1,2007 Mr. Gene Anderson Director of Finance City of Paris 135 SE 1st Paris, IX 75460 Re: Request for Proposal- Executive Search for City Manager Dear Mr. Anderson: For over 30 years, our firm has provided high quality executive recruitment services to local governments and other public, private and non-profit organizations across the nation. Our services include total executive recruitment programs from start to finish or partial recruitment services such as reference checks and background investigations. With our solid reputation and sound approach to executive recruitment nationwide, coupled with our seasoned team of experts, our goal is to help our clients avoid the problem of costly hiring mistakes. Our executive recruitment services are nationwide. With our executive recruitment team, backed by our full-time staff of compensation consultants, we are on top of the trends in the salary market. We know what is being asked and what is being offered in terms of total compensation. In addition, we have a full-time team of HR consultants which help our recruitment team to know and understand the latest labor and fair employment laws, rulings and court decisions. One of the elements that sets our firm apart from the competition is our Triple Guarantee TM. Others may try to imitate, but we are pioneers in this approach to guaranteeing our work product. THE WATERS CONSULTING GROUP, INC. PRODUCTIVE MANAGEMENT CONCEPTS 5050 Quorum Drive Suite 625 Dallas, Texas 75254 972/481/1950 972/481/1951(Fax) www.watersconsulting.com Our Triple Guarantee™ OWe remain with you until a final selection is made for a fixed fee - no matter how long it takes. If we do not find the candidates you desire on the first presentation of candidates, we will go back out and start this phase of the project again until you have a viable list of candidates for consideration. 6 lfthe selected candidate fails to meet the job requirements for up to two years and is terminated for cause (24 months from date of hire), we will conduct another recruitment for no additional professional fee. We will only charge for the expenses necessary to complete the secondary recruitment. No questions asked. @ We will never directly solicit the candidate for any other position in which we may be recruiting as long as the person is employed with you. Never. Additionally, we have developed of a standardized, nation-wide competency-based strategic success model called Career Navigator™ which can be used for hiring and development decisions for local government leaders. For over 10 years, we have been using this validated tool to assist our clients with executive selection. Accordingly, we refer only qualified candidates with the talent to perform at the level of your needs and expectations. We look forward to working with your organization in the near future. Please contact me at 800-899-1669 or via email if I can be of further assistance. Best Regards, ~~- Charles S. Anderson CEO of Waters-Oldani Executive Recruitment CSA/rr (1) 2007-The Waters Consulting Group, Inc. Page. 2 THIS PROPOSAL CONTAINS PROPRIETARY INFOM1ATION AND IS THE SOLE PROPERTY OF WCG.INC THIS PROPOSAL IS NOT TO BE REPRODUCED FOR ANY REASON WITHOUT THE WRITTEN CONSENT OF WCG, INC COMMITMENT TO SUCCESS OUR UNDERSTANDING OF LOCAL GOVERNMENT AS WELL AS OUR COMMITMENT IN DEVELOPING A PARTNERING RELATIONSHIP WITH OUR CLIENTS ARE KEY FACTORS IN OUR LONG- TERM SUCCESS. PROJECT OVERVIEW The City of Paris is considering the use of an outside consulting firm to assist in the executive recruitment program for a new City Manager and has requested a statement of qualifications describing a work plan and project approach from Waters-Oldani Executive Recruitment (Waters-Oldani), a division of The Waters Consulting Group, Inc. PROFESSIONAL EXPERTS MAKE THE DIFFERENCE Throughout the assignment, the Waters-Oldani consulting staff will serve as technical advisors to the City, serving to ensure that the selection process is conducted in a professional manner. The objective of Waters-Oldani will be to generate a highly qualified group of candidates from whom the City may select for a new City Manager, as well as assist the City in the evaluation process of such candidates. Due to our broad reaching professional relationships with cities across the nation, Waters-Oldani is positioned to confidently promote the City of Paris to prospective candidates as a very positive career and personal growth opportunity. Since our firm's beginning in 1976, we have emerged as a leader in executive recruitment. It is our 30+ years of consulting experience, coupled with our unique approach and personal touch that drives our internal standard for delivering only outstanding services and top-quality products. In addition, Waters-Oldani Executive Recruitment is positioned as the largest privately held executive recruitment firm in the nation, with a focus on local governments. With any consulting assignment, but particularly with an executive recruitment project, reliable, consistent communication is fundamental to project success. At key points during a recruitment assignment, the Waters-Oldani consultants will meet, either by phone or in person, with the Mayor, City Council and others, as appropriate, to discuss the progress of the recruitment and to review subsequent steps in the recruitment process. These regular overview sessions will help to ensure success with the recruitment assignment. We have helped hundreds of government entities over the years with their executive recruitment challenges. We pride ourselves in the fact that we bring a high level of personal commitment to everything that we do. We get to know our clients - their concerns for success, their strategic goals, and their operational culture - that is the only way that we can deliver customized systems ~ 2007-The Waters Consulting Group, Inc. Page. 3 THIS PROPOSAL CONTAINS PROPR[ETARY INFORMATION AND [S THE SOLE PROPERTY OF WCG, [NC TII[S PROPOSAL [S NOT TO BE REPRODUCED FOR ANY REASON WITHOUT THE WR[TTEN CONSENT OF WCG, [NC for organizations of all sizes. But our professional commitment does not just stop with our clients. Time after time, we have candidates who were not selected for positions call our finn to compliment us on our recruitment process. Many ofthem have stated that we provided them with the best recruitment experience in which they have ever participated. Client satisfaction is important to all organizations, but to our firm, it is our chief focus. In our business, referrals and recommendations are the keys to success - not to mention longevity. A list of our references is included below for the City's review. ROLE OF THE CITY'S STAFF We have a full and seasoned staff of professionals to deliver top quality services with minimal effort required from the City. However, to assist in the project, we suggest the City designate a Project Director to serve as Waters-Oldani's principal contact for the recruitment assignment. Depending upon the chosen tasks, the City's Project Director will handle functions such as coordinating meeting times and places, arranging for meeting updates and any other coordination of recruitment activities. Our team of consultants will work to thoroughly review the goals of the City in regard to the recruitment by conducting an initial planning meeting with the Mayor, City Council, Project Director and others as appropriate. OUR TRIPLE GUARANTEE During this project, the mission of Waters-Oldani will be to assist the City in the selection of a seasoned, well-respected, and innovative leader that has the ability to assist the City in the accomplishment of the City's goals and objectives. - Our Triple Guarantee is defined as: (1) A commitment to remain with the recruitment assignment until the City has made an appointment for the fee and tasks quoted in this proposal. If the City is unable to make a selection from the initial group of finalists, Waters-Oldani will work with the City to identify a supplemental group; (2) If the City removes with cause the newly appointed City Manager (selected from candidates recommend by Waters-Oldani) or the newly appointed executive resigns within the first 24 months following the date of employment, we will conduct a new recruitment for no additional professional fee. The only cost the City would incur in this case would be reimbursement for any project-related expenses; and 3) Waters-Oldani will not solicit any candidates selected under this contract for any other position while the candidate is employed with the City. TASK I - DEVELOP PROFILE AND IMPLEMENT ADVERTISING STRATEGY This important first step in the recruitment process will involve the development of a comprehensive profile describing the minimum qualifications, desired experience, personal characteristics, and other factors that will make a person likely to be a success in the position of (Q 2007-The Waters Consulting Group, Inc. Page · 4 THIS PROPOSAL CONTAINS PROPRIETARY INFORMATION AND IS THE SOLE PROPERTY OF WCG, INC THIS PROPOSAL IS 1'OT TO BE REPRODUCED FOR ANY REASON WITHOUT THE WRITTEN CONSENT OF WCG. INC r.'-"._.'.'~.". ...- City Manager for the City of Paris. Waters-Oldani will meet with the Project Director, Mayor, City Council, designated City staff members, and others, as appropriate and as directed by the City, to discuss the required background and experiences for the new City Manager. Many of our previous recruitments have involved an open-community approach to profile development, and we have found this to be an excellent way to broaden our perspective on the qualifications needed for the position. In the development of the profile, Waters-Oldani will also gather organizational charts, budgetary information, operational reports, and other documentation describing the operations and workload of the position, as necessary. Additionally, we will use our knowledge of current developments in the operations of municipal management to further assist the City in the development of the qualifications for this position. Consideration will be given to requirements such as formal education and specific work experiences. We understand the importance of developing truly meaningful position requirements that meet the current needs of the City and that complement the culture, goals and objectives of the City. Based upon the results of the discussions with the City, community and staff interviews, and our review of other information, Waters-Oldani will develop a customized profile that represents a consensus view of the background, experiences, and other qualifications important for a successful City Manager for the City of Paris. The draft profile will be presented to the Mayor, City Council for review and final approval prior to initiating the solicitation and advertising strategy . In order to conduct an open recruitment and to encourage applications from a diverse pool of candidates, Waters-Oldani will work with the City to develop a comprehensive advertising strategy to notify potential candidates about the vacancy. Advertisements will be placed in appropriate professional publications, local newspapers of record, and on Internet bulletin boards. Draft ads will be submitted to the City for approval prior to publication. Waters-Oldani has direct access to the Internet through our heavily trafficked Web site at www.watersconsulting.com and targeted e-mail (search@watersconsulting.com). Additionally, we will use these resources to communicate with prospects and candidates as appropriate directly. The aggressive advertising campaign for top talent will include national, regional, in-state and local elements as determined during our initial meetings with the City. We will work to create an appealing brochure in order to submit to candidates in both a printed and electronic format. Additionally, our presence at appropriate local government conferences will be used to further promote the position. <<J 2007-The Waters Consulting Group, Inc. Page. 5 THIS PROPOSAL CONT AINS PROPRIET ARY INFORMATION AND IS THE SOLE PROPERTY OF WCG. INC THIS PROPOSAL IS NOT TO BE REPRODUCED FOR ANY REASON WITHOUT THE WRITTEN CONSENT OF WCG. INC r' A solid and effective advertising strategy will help to ensure that the City conducts an open recruitment. Waters-Oldani is committed to making sure that the City of Paris meets its commitment to ensure against discrimination in employment practices on the basis of race, color, national origin, ancestry, disability, gender or religion. TASK II - RECRUITMENT STRATEGY AND IDENTIFICATION OF QUALITY CANDIDATES Once the profile for the new City Manager has been established, Waters-Oldani will implement the campaign to address prospective candidates on a national, regional, in-state and local basis (as determined). Using the information provided by the profile developed in Task I, Waters-Oldani will seek to identify individuals who would be outstanding candidates for City Manager for the City of Paris. Often, potentially well-qualified candidates are not actively seeking new employment and will not necessarily respond to an advertisement. However, if a potential candidate is presented with the opportunity directly and in the proper manner, he or she may apply. We take pride in our ability to locate quality candidates across the nation based on our professional contacts and relationships. In addition, Waters-Oldani will send direct informational mailings to key associations and municipal organizations throughout the nation. During this assignment, we will use our knowledge of local government to identify and contact individuals who may be candidates or who may know of potential candidates. Waters-Oldani has reliable contacts from coast to coast. We will contact individuals identified as potential candidates to discuss the career opportunity presented by the City. The objective of this effort will be to identify highly qualified individuals, and then to interest these potential candidates in submitting a resume for the City's consideration. Waters-Oldani Executive Recruitment keeps appropriate records to ensure compliance with legal requirements throughout the recruitment process. We have established networks with minority and female leaders throughout the nation and are proud of our record of placement of qualified minority and female candidates. Waters-Oldani Executive Recruitment has adopted a corporate policy of equal employment opportunity and will not participate in any recruitment effort where these principles are not followed. Organizations such as the City of Arlington and the City of PIano, Texas; the City of Oakland, California; and various departments of the City of Seattle have exclusively used our services in finding diverse candidate pools as we have been able to produce significant results for them. Our record of combined successful placements of candidates from affected classes from our public sector recruitments is in excess of 40%. In addition, we are charter members ofNFBPA and their Business Advisory Committee and the Hispanic Network. (GJ 2007-The Waters Consulting Group, Inc. Page. 6 THIS PROPOSAL CONTAINS PROPRIETARY INFORMATION AND IS THE SOLE PROPERTY OF WCG, INC THIS PROPOSAL IS NOT TO BE REPRODUCED FOR ANY REASON WITHOUT THE WRITTEN CONSENT OF WCG, INC r- d. -_. TASK lll- PRELIMINARY SCREENING AND INITIAL INTERVIEWS Our recruiting efforts generally identify a significant number of applicants, depending upon the position and the availability of skills in the marketplace. From this group we review the credentials of each applicant, including internal candidates, based on his/her resume, referral source comments, and when appropriate, telephone interviews. We compare this information to the requirements developed in the recruiting profile and generate a spreadsheet list of qualified candidates whose backgrounds and experience most closely fit the requirements of the position. We believe that one of the strengths of the Waters-Oldani recruitment process is our handling of candidates for a position. Each candidate submitting a resume is sent a timely acknowledgement letter by Waters-Oldani giving an approximate schedule for the recruitment. Further communications are maintained with each candidate regarding information about the recruitment progress and, at the conclusion of the project, rejection letters are sent by Waters-Oldani. We take pride in the many complimentary comments made by finalists and non-finalists regarding the level of communication and the professionalism with which they are treated during a recruitment. After obtaining authorization from the City, Waters-Oldani conducts face-to-face in-depth interviews (either by phone, in person or via video conference) with each semi-final candidate. Our interviews are conducted with a set of questions developed by Waters-Oldani to measure management skills, interpersonal traits and characteristics deemed most important to the City. These inquiries are combined with a list of questions developed specifically for the position using issues identified in the profile development. As part of our thorough screening of candidates, The Waters Consulting Group, Inc. now offers a powerful proprietary tool, CareerNavigator™, to assist municipal governments in city manager selection. This new approach features a validated competency model that measures the core competencies of city manager candidates against the core competencies of successful city managers in large (pop. 100,000+), medium (pop. 15,000 - 100,000) and small (pop. 15,000 or fewer) cities. When used in conjunction with our psychological assessment, CareerNavigator™ helps cities of all sizes identify the best candidate for the job. The CareerNavigator7M Competency Model and Assessment System go far beyond the core competencies most municipalities use to assess candidates in city management. It compares innate, behavioral characteristics with the full range of core competencies our research identified to predict with greater accuracy a candidate's likelihood of success on the job. This approach reaches well beyond the scope of interviews, to provide insightful, statistically reliable <i) 2007-The Waters Consulting Group, Inc. Page · 7 THIS PROPOSAL CONTAINS PROPRIETARY INFORMATION AND IS THE SOLE PROPERTY OF WCG, INC. THIS PROPOSAL IS NOT TO BE REPRODUCED FOR ANY REASON WITHOUT THE WRITTEN CONSENT OF WCG, INC r'- ' information that city officials can utilize in selecting, retaining and developing top-performing future city managers. Three groups of city managers served as the platform for the CareerNavigato/M Competency Model by means of a thorough, scientifically rigorous process. Each group identified key outcomes and behaviors required of city managers who successfully achieve strategic business goals. These subject-marter-experts also evaluated and debated competencies from a "library" of 38 competencies, based on work-related behaviors and skills identified by a nationally recognized psychological assessment firm, and through a series of structured exercises, they were then asked to identifY those factors most critical to the role of a successful city manager. The CareerNavigatorlM System takes the guesswork out of the hiring process, by revealing the key information that resumes and references fail to provide. CareerNavigator1M generates specific questibns for individual candidates based upon what they tell us through their responses to the assessment. These questions are included in the in-depth interview conducted by the Waters-Oldani consultant. CareerNavigator1M also generates specific questions to be used in the reference calls conducted as part of Task 4 below. At the conclusion of our interviews and after conducting sufficient references to confirm our findings, we will meet with the City to recommend final candidates. After discussion, if the City agrees with o\1r recommendations, Waters-Oldani will provide detailed wrirten evaluations of the candidates. TASK IV - BACKGROUND INTERVIEWS AND REFERENCES Once the City approves the group of finalists, Waters-Oldani will begin the reference checking and background process. Our reference and background check process is the hallmark of our successful executive recruitment program. Waters-Oldani will obtain a list of up to fifteen work- related references for each finalist. Telephone contact is then made with selected references and sometimes with others in the specific industry that may know of additional accomplishments and work experiences of the candidates. The purpose of the reference interviews is not to solicit negative comments about the candidates, although the process may generate some. The purpose is to allow Waters-Oldani to complete our understanding of the actual work experience and personal characteristics of the finalists. Specific questions to be asked about the candidates will be developed from the profile approved by the City and by the candidate's responses to the CareerNavigator1M assessment. <<J 2007-The Waters Consulting Group, Inc. Page. 8 THIS PROPOSAL CONTAINS PROPRIETARY INFORMATION AND IS THE SOLE PROPERTY OF WCG, INC THIS PROPOSAL IS NOT TO BE REPRODUCED FOR ANY REASON WITHOUT THE WRITTEN CONSENT OF WCG, INC Waters-Oldani is pleased to partner with Pinkerton Investigation Services in the gathering of infonnation about the financial history and the review of court records for each final candidate. This thorough background investigation, coupled with our reference checking techniques, helps to ensure a sound selection process. Background checks are also conducted in the areas of: Consumer Credit Records Bankruptcy Records County Criminal Records State District Superior Court Criminal Records County Civil Litigation Records State District Superior Court Civil Litigation Records Judgment/Tax Lien Records Federal District Criminal Records Motor Vehicle Records Federal District Civil Litigation Records The background investigation will be thoroughly documented and reported to the City. TASK V _ FINALIZE RECRUITMENT, RECOMMEND FINALISTS, WRITTEN REPORT Upon completion of Tasks I through IV, Waters-Oldani will submit a Final Candidate Report recommending a group of finalists for the City to interview. Typically four to six final candidates will be identified. Our report will summarize the work experiences and educational backgrounds of the candidates drawn from the resumes and from the initial interviews and background checks. Waters-Oldani will also summarize the results of the reference investigations. In addition, the report will include general guidelines for applicant interviewing and suggested interview questions for the City to use in conducting the interviews. A li'st of suggested questions can be very helpful to the interviewer by ensuring consistency and guarding against straying into potentially legally dangerous areas of inquiry. Waters-Oldani will also discuss with the City the subsequent. and optional steps in the total interview process and will make recommendations concerning the final evaluation of the candidates. During this phase of the recruitment, our consulting team plays a major coordinating role. We will participate in final interviews as either an observer or active panel member at the request of the City of Paris and are available to answer questions and assist the City in final section and evaluations. In addition, Waters-Oldani will assist the City with the development of a compensation package with the successful candidate. Alternative and optional approaches during this time may include the use of an interview panel, assessment center, and/or personality/behavioral assessment tools. STRATEGIC PROJECT PLANNING/PROFESSIONAL TEAM Waters-Oldani emphasizes the importance of custom-designing projects to meet our client's specific needs. In executing the executive recruitment assignment for the City of Paris, we will tailor our approach to address the issues unique to the City's working environment. On every project, we assign a Senior Project Consultant and carefully choose a team of professionals to ~ 2007-The Waters Consulting Group, Inc. Page. 9 THIS PROPOSAL CONT AINS PROPRIET ARY INFORMATION AND IS THE SOLE PROPERTY OF WCG, INC THIS PROPOSAL IS NOT TO IJE REPRODUCED FOR ANY REASON WITHOUT THE WRITTEN CONSENT OF wca, INC .,..- ,. carry out the assignments in an effective and efficient manner. Our Senior Project Consultant will interface with the Mayor, City Council and the designated Project Director to determine the scope ofthe project, schedule, and the resources needed to successfully complete it on time. An exact project schedule will be determined after consultation with the City and may be adjusted as necessary to meet the timeline of the City. From our staff of Senior Project Team Consultants, we will choose a team that can provide complete service to you. The complete Senior Project Team for our executive recruitment services consists of Charles S. Anderson, Jerry Oldani, Chris Hartung, Chuck Rohre, Nicole Park, Andrea Sims, and Richard Paterik. (Other members may be added with the approval of the City of Paris.) This project team has been carefully chosen from the staff of Waters-Oldani for their professional expertise and experience. <<J 2007-The Waters Consulting Group, Inc. Page · 10 THIS PROPOSAL CONTAINS PROPRIETARY INFORMATION AND IS THE SOLE PROPERTY OF WCG, INC THIS PROPOSAL IS NOT TO BE REPRODUCED FOR ANY REASON WITHOUT THE WRITTEN CONSENT OF WCG, INC .,...__~_._....~.... 0-_'- CHARLES S. (Chuck) ANDERSON Chief Executive Officer Waters-Oldani Executive Recruitment Division Charles S. (Chuck) Anderson is the Chief Executive Officer for the Waters-Oldani Recruitment Division within the Waters Consulting Group (WCG). In this role he also is a senior consultant within the HR Consulting Division for projects related to organizational design and development, strategic planning, and leadership/management development. Prior to joining the WCG, Chuck worked for local governments and public education, including City Manager for Dallas, Texas; Executive Director for the Dallas Area Rapid Transit (DART); and Executive Director for the Michigan Education Association. Chuck also served as Director for Local Government Reform for the International City/County Association ((lCMA), managing a U.S. government contract for the planning and delivery of technical assistance to local governments in Central and Eastern Europe. His last assignment in this role with ICMA was to recruit and supervise a team of technical consultants to assist in re- building local governments in Bosnia following agreement on the Dayton Accords. During his service with the Michigan Education Association, Chuck also served as Senior Consultant for Urban Planning and Management for Michigan State University's Institute for Public Policy and Social Research. Areas of Expertise . Executive Recruitment . Leadership/Management Development . Organizational Design . Organizational Development Professional Accomplishments and Education Chuck received a Bachelor of Arts degree in political science and human resources management and a Masters of Public Administration degree from the University of Kansas. He received the prestigious L.P. Cookingham Award for Development of Young Professionals from the International City/County Management Association (lCMA) and the Minority and Women Advancement Award from the American Public Transit Association (APT A). He was also recognized as Public Administrator of the Year by the American Society of Public Administration (ASPA) and Outstanding Management Innovator (Honorable Mention) by ICMA. ~ 2007-The Waters Consulting Group, Inc. Page. I I THIS PROPOSAL CONTAINS PROPRIETARY INFORMATiON AND IS THE SOLE PROPERTY OF WCG,INC nns PROPOSAL is NOT TO BE REPRODUCED FOR ANY REASON WITHOUT THE WRiTTEN CONSENT OF WCG. INC T" JERROLD OLDANI Senior Vice President Jerry Oldani's expertise and personal attention exceeds traditional approaches to executive search. His search leadership reflects his extensive background in corporate management, human resources, consulting and community service. He often serves as an expert panel member at professional symposiums in the area of executive search. His skill at conducting analyses of complex public sector organizations sets the industry standard. His insights into both corporate and public sector management and thorough research and evaluation of candidate's backgrounds have become hallmarks of the firm. For the last several years, Jerry has led the public sector search discipline in the placement of "women and people of color", averaging over 47% of their total placements. With more than 31 years in executive search for the public sector, Jerry delivers solid and proven perspectives regarding human resources management, organizational analysis and executive search to the discipline. He has been a leading force in developing effective diversity-based recruiting methods, utilization of citizen groups in the recruiting processes and meeting the needs of public sector clients. His private sector focus has been in senior and executive level search for sales and marketing, human resources, finance and technical management personnel. Areas of Expertise . Executive Recruitment . Organizational Analysis . Diversity-based Recruiting Methods & Techniques Professional Accomplishments and Education Jerry received the Bachelor's of Arts in Public Administration degree from the California State University and completed graduate studies in Industrial Psychology at the University of California at Los Angeles. He began his human resources career as Personnel Director at Univar Corporation. He is a member of the Business Advisory Council to the National Forum for Black Public Administrators (NFBP A) and is a Charter Member of the Hispanic Network. ~ 2007-The Waters Consulting Group, Inc. Page. 12 THIS PROPOSAL CONT AINS PROPRIETARY INFORMATION AND IS TIlE SOLE PROPERTY OF WCG, INC THIS PROPOSAL IS NOT TO BE REPRODUCED FOR ANY REASON WITHOUT THE WRITTEN CONSENT OF WCG, INC G. CHRIS HARTUNG Senior Consultant Chris Hartung is a Senior Consultant for The Waters Consulting Group, Inc. (Waters-Oldani). In his role, he is responsible for managing and conducting executive recruitment engagements for the firm to insure their integrity, timeliness and adherence to budget parameters. Chris has more than 30 years of experience in managing and consulting in both the private and public sector. He has served as Director of Finance, Assistant City Manager, and City Manager in full service municipalities with populations ranging from 15,000 to 160,000. Mr. Hartung served for 8 years as City Manager of Denton, TX. Chris joined Waters-Oldani in October 1997. He has conducted management-consulting assignments in a number of areas including compensation planning and implementation, strategic planning, organizational staffing, total quality management, and executive recruitment. He has written and presented training in a number of subject areas including performance evaluation, leadership and management skills, and customer relations. Areas of Expertise . Executive Recruitment . Classification and Compensation Studies . Skill-based Pay . Employee Surveys . Customer Service Training . Leadership Training Professional Accomplish~ents and Education Chris received his bachelor's degree in government from Southern Methodist University and his master's degree in public administration from the University of North Texas. He has conducted lectures and seminars for Texas A&M University, the University of Texas at Austin, the University of Texas at Arlington, and the University of North Texas. Chris is on the faculties of the Bill Blackwood Law Enforcement Management Institute of Texas (LEMI) and the Certified Public Manager Program (CPM), which is managed by the faculty at Texas State University, San Marcos. Chris is also fully certified to administer ASSESS Strategic Success Modeling by the professional organizational psychologists at Bigby, Havis & Associates - a nationally known, accredited and respected firm. ~ 2007-The Waters Consulting Group, Inc. Page. 13 THIS PROPOSAL CONT AINS PROPRIET ARY INFORMATION AND IS THE SOLE PROPERTY OF WCG, INC fHlS PROPOSAL IS NOT TO BE REPRODUCED FOR ANY REASON WITHOUT THE WRITTEN CONSENT OF WCG, INC r'" CHUCK ROHRE Senior Consultant Chuck Rohre is a Senior Consultant for The Waters Consulting Group, Inc. (WCG). In his role, he is responsible for managing and conducting executive recruitment engagements for the firm to insure their integrity, timeliness and adherence to budget parameters. Chuck has more than 30 years of experience in managing and consulting in both the private and public sectors. He has served as Police Chief and Director of Public Safety for North Texas municipalities with populations ranging from 9,000 to 200,000 plus. Prior to beginning his consulting career, Mr. Rohre served for 3 years as Police Chief of Piano, Texas. Chuck joined WCG in January 2006 following a 13 years engagement with another nationally recognized public sector search firm, having managed Texas and Southwestern operations for the firm. He has an extensive and successful track record of completed recruitment across the nation, primarily in the Midwestern and Southwestern states. He has also conducted management-consulting assignments in a number of areas including public safety, career development and strategic planning. He has written and presented training in a number of subject areas including personnel assessment, leadership and management skills, and career development for public sector employees. Areas of Expertise . Executive Recruitment . Background Investigations . Assessment Centers . Career Development . Law Enforcement Management and Training Professional Accomplishments and Education Chuck received his Bachelor's degree in Career Development from the Dallas campus of Abilene Christian University and his Master's degree in Human Relations and Management from the same institution. He has completed advanced management training at the Institute for Law Enforcement Administration and now serves on its adjunct faculty and advisory board. Chuck completed the Federal Bureau of Investigation's prestigious LEEDS course at Quantico, Virginia. He is a veteran of the United States Army, serving in the United States and the Republic of Viet Nam. <<J 2007-The Waters Consulting Group, Inc. Page. 14 THIS PROPOSAL CONT AINS PROPRIET AR Y INFORMATION AND IS THE SOLE PROPERTY OF WCG, INC THIS PROPOSAL IS NOT TO BE REPRODUCED FOR ANY REASON WITHOUT THE WRITTEN CONSENT OF WCG, INC r- ANDREA BATTLE SIMS Senior Consultant Andrea Battle Sims has been working in executive search for over five (5) years, managing all phases of the search process for municipal, county, state and non-profit organizations, focusing on the East, Midwest and Mid-Atlantic regions with numerous searches for a number of governmental and non-profit executives including: City and Assistant City Managers, Library Directors, Chief Information Officers, Police Chiefs, City/County Attorneys, Parks & Recreation Directors, Finance Directors and Workforce Development Executive Directors. Andrea is an experienced professional with over twenty years of prior experience III Information Technology, EDP Audit and Management experience in both the public and private sector. Her local government leadership roles include serving as the IT Director at Cleveland Public Schools with a staff of 50; Deputy Director of IT at Cuyahoga County with a staff of 70. In addition, her county experience includes creating a start-up venture to sell public computer access to the legal community. Ms. Sims has held management positions at AT&T, Progressive Insurance, and National City Bank managing IT projects as well as IT professionals, along with serving as an internal consultant/auditor. She has successfully managed IT professionals through the change process from legacy to client- server technologies including both private and public sector Year 2000 implementations. Areas of Expertise . Executive Search . Recruitment and Retention Training . Information Technology . Organizational Assessment . Strategic Planning and Implementation . Project Management . Process Improvement Professional Accomplishments and Education Andrea's educational background includes a Bachelor of Arts in Mathematics from Spelman College, Atlanta Georgia and a Master of Science in Operations Research from The Wharton School at the University of Pennsylvania, Philadelphia, Pennsylvania. In addition, her post-graduate education includes numerous IT and management courses and seminars and certification from the Leadership Academy. Andrea's current and past civic involvement includes the Board of Trustees at the American Cancer Society, Cuyahoga Unit; Junior League of Cleveland, along with leadership positions with the Links, Inc., Spelman Alumnae Association, and Delta Sigma Theta, Inc. (!j 2007-The Waters Consulting Group, Inc. Page. 15 THIS PROPOSAL CONTAINS PROPRIETARY INFORMATION AND IS THE SOLE PROPERTY OF WCG, INC THIS PROPOSAL IS NOT TO BE REPRODUCED FOR ANY REASON WITHOUT THE WRITTEN CONSENT OF WCG, INC ,.....~.._"...... . NICOLE PARK Senior Consultant Nicole Park serves as a Senior Consultant in executive search with Waters-Oldani. In this role she interacts with clients and candidates throughout the entire executive search process to provide seamless transitions each step of the way. Nicole's prior experience stems from working in the large and dynamic corporate environment of Microsoft Corporation and she has spent the last four years working in public sector executive search. Her project experience in the public sector includes screening and interviewing of candidates for a multitude of executive positions, serving clients such as the City of San Jose, California, Broward County, Florida and numerous cities in Texas such as Carrollton, College Station, Lubbock and PIano. She has participated in the recruitment of a wide range of executive positions such as Police and Fire Chiefs, Chief Financial Officers, Information Technology Directors, Human Resource Managers and Parks and Recreation Director to name a few. Nicole is committed to providing the highest level of customer service to both client organizations and candidates during the executive search process. She is skilled in developing strong working relationships that serve to provide a win-win experience for all parities involved and is able to effectively communicate with key stakeholders at all levels of an organization. In addition, she has direct experience through her graduate studies in working with non-profit organizations and state human services agencies. She is skilled in providing behaviorally based assessments and in conducting screening interviews that develop a substantial list of qualified executive recruitment candidates. Areas of Expertise . Organizational and business development . Training . Recruitment . Executive search . Candidate background screening . Behaviorally based assessment . Group facilitation Professional Accomplishments and Education Nicole received her master of arts in counseling psychology from Northwest University in Kirkland, Washington, with an emphasis in vocational counseling and solution-focused orientation. She obtained her bachelor of arts in political science and history from Vanguard University, Costa Mesa, California with a focus on public policy. ~ 2007-The Waters Consulting Group, Inc. Page. 16 THIS PROPOSAL CONTAINS PROPRIETARY INFORMATION AND IS THE SOLE PROPERTY OF WCG, INC THIS PROPOSAL IS NOT TO BE REPRODUCED FOR ANY REASON WITHOUT THE WRITTEN CONSENT OF WCG, INC RICHARD P A TERIK, Ph. D. Senior Consultant Richard Paterik serves as a Perfonnance Management Specialist and Organizational Behavior Consultant for Waters-Oldani. Before joining the firm, Richard worked as the Director of the Career Development Center for the University of Dallas and has provided consulting services to both the public and private sector throughout his graduate work. He is a highly focused organizational psychologist with strong assessment, consulting, and project management skills. He has successfully implemented professional-level services and programs with business strategies and corporate cultures. Areas of Expertise . Performance Management and Appraisal System Development . Job Evaluation System Design and Implementation . Alternative Pay and Reward Programs . Organizational Psychology . Leadership Development Systems . Pre-employment Psychological Testing and Assessments . EEO Equity Analysis . Statistical Analysis including Performance Scale Creation and Validation . Conflict Resolution Training . Position Evaluation and Position Description Development . Skill-based Pay System Development . Competency-based Performance Achievement Programs Professional Accomplishments and Education Richard received this Doctorate of Philosophy ill Counseling Psychology from Texas Woman's University. He received his Master of Arts in Counseling Psychology from Michigan State University. He is a Licensed Psychologist and is a certified Birklman Consultant and Targeted Selection Interviewer. Richard is also fully certified to administer ASSESS Strategic Success Modeling by the professional organizational psychologists at Bigby, Havis & Associates - a nationally known, accredited and respected firm. ~ 2007- The Waters Consulting Group, Inc. Page · 17 TH[S PROPOSAL CONT A[NS PROPR[ET ARY [NFORMAT[ON AND [S THE SOLE PROPERTY OF WCG, [NC. THIS PROPOSAL IS NOT TO BE REPRODUCED FOR ANY REASON WITHOUT THE WR[TTEN CONSENT OF WCG, [NC 'r- .... ~I~S IMC USA Code of Ethics All IMC USA members pledge in writing to abide by the Institute's Code of Ethics. Their adherence to the Code signifies voluntary assumption of self-discipline above and beyond the requirements of law. Key provisions of the Code specify: Clients o Members will serve their clients with integrity, competence, and objectivity, using a professional approach at all times, and placing the best interests ofthe client above all others. o Members will establish realistic expectations of the benefits and results of their services. o Members will treat all client information that is not public knowledge as confidential, will prevent it from access by unauthorized people, and will not take advantage of proprietary or privileged information, either for use by them, their firm or another client, without the client's permission. o Members will avoid conflicts of interest, or the appearance of such, and will disclose to a client any circumstances or interests that might influence their judgment and objectivity. o Members will refrain from inviting an employee of an active or inactive client to consider alternative employment without prior discussion with the client. Engagements o Members will only accept assignments which they possess the expertise to perform, and will only assign staff with the requisite expertise. o Members will ensure that before accepting any engagement, a mutual understanding ofthe objectives, scope, work plan, and fee arrangements has been established. o Members will offer to withdraw from a consulting engagement when their objectivity or integrity may be impaired. Fees o Members will agree in advance witha client on the basis for fees and expenses, and will charge fees and expenses that are reasonable, legitimate and commensurate with the services delivered and the responsibility accepted. o Members will disclose to their clients in advance any fees or commissions that they receive for equipment, supplies or services they could recommend to their clients. Profession o Members will respect the individual and corporate rights of clients and consulting colleagues, and will not use proprietary information or methodologies without permission. o Members will represent the profession with integrity and professionalism in their relations with their clients, colleagues and the general public. o Members will report violations of this Code to the Institute, and will ensure that other consultants working on behalf of the member abide by this Code. The Institute of Management Consultants USA, Inc. (IMC USA) adopted its first Code of Ethics in 1968. Since that time IMC USA has modified the wording of the Code for additional clarity and relevance to clients. The current Code was approved February 22, 2002. It is consistent with the International Code of Professional Conduct published by the International Council of Management Consulting Institutes (ICMCI) of which IMC USA is a founding member. Members who apply for the CMC (Certified Management Consultant) designation must pass a wrillen examination on the application of the IMC USA Code of Ethics to client service. The CMC mark is awarded to consultants who have met high standards of education, experience. competence and professionalism. ~ 2007-The Waters Consulting Group, Inc. THIS PROPOSAL CONT AINS PROPRIET AR Y INFORMATION AND IS THE SOLE PROPERTY OF WCG. INC THIS PROPOSAL IS NOT TO BE REPRODUCED FOR ANY REASON WITHOUT TilE WRITTEN CONSENT OF WCG, lNC Page. 18 'r'-'" PROFESSIONAL REFERENCES .:. City of Farmers Branch, Texas .:. (972) 919-2515 Ms. LINDA GROOMER CITY MANAGER Project: Selection of City Manager .:. City of Gatesville, Texas .:. (254) 865-8951 MAYOR DAVID BYROM Project: Selection of City Manager .:. City of Abilene, Texas .:. (325) 676-6206 MAYOR NORMAN ARCHIBALD Project: Selection of City Manager .:. City of New Braunfels, Texas .:. (8/30) 608-2100 MR. MICHAEL MORRISON CITY MANAGER Project: Selection of City Manager .:. City of Kerrville, Texas .:. (830) 257-8000 MAYOR GENE SMITH Project: Selection of City Manager (2000 & 1987) City of Friendswood, Texas (281) 996-3200 MAYOR DAVID SMITH Project: Selection of City Manager City of PIano, Texas (972) 941-7121 MR. TOM MUEHLENBECK CITY MANAGER Project: Multiple searches including the selection of the City Manager and various department directors City of DeSoto, Texas (972) 230-9643 MR. JIM BAUGH CITY MANAGER Project: Selection of various positions City of Mount Pleasant, Texas. (903) 572-8528 MAYOR JERRY BOATNER Project: Selection of City Manager 1999 and 2004 City of Ann Arbor, Michigan (734) 994-2655 MR. ROGER FRASER CITY MANAGER Project: Multiple searches including the selection of the City Manager and various department directors ~ 2007-The Waters Consulting Group, Inc. Page. 19 THIS PROPOSAL CONTAINS PROPRIET ARY INFORMATION AND IS THE SOLE PROPERTY OF WCG. INC THIS PROPOSAL IS NOT TO BE REPRODUCED FOR ANY REASON WITHOUT THE WRITTEN CONSENT OF WCG. INC "r~~-.- ~._. A SAMPLING OF RECENT EXECUTIVE SEARCHES . Abilene, Texas City Manager . Albany, Oregon Chief of Police . Allen, Texas City Manager Finance Director . Ann Arbor, Michigan Chief Financial Officer (2) City Attorney City Manager . Arlington, Texas Administrator, Library Public Services Assistant Director, Library Services Assistant Director, Planning & Development Services Assistant Director, Traffic and Transportation (2) CIP Director (Public Works) City Attorney Code Information Officer Deputy City Manager Director, Capital Improvements Director of Events and Conventions, Convention and Visitors Bureau Fire Chief (2) Human Resources Director Library Director Parks and Recreation Director (2) Planning Director (2) President, Convention and Visitors Bureau (2) Traffic and Transportation Director (2) . Arvada, Colorado Executive Director, Center for Arts and Humanities Human Resources Director IT Director . Aurora, Colorado Chief of Police Public Works Director . Austin, Texas Assistant City Manager, Community Services Assistant City Manager, Human Services Assistant City Manager, Public Safety Assistant City Manager, Public Utilities Building Inspector Chief Environmental Officer Chief of Police Community Development Director Employees' Retirement System, Pension Officer Hospital Administrator Management Development Program Senior Attorneys (2) Senior Management Compensation Study . Beaumont, Texas Administrative Services Director Assistant City Manager City Manager (2) Public Health Director . Bedford, Texas Chief of Police . Bellevue, Washington Chief of Police (2) City Attorney (2) City Manager (3) Data Processing Systems Administrator ~ 2007-The Waters Consulting Group, Inc, THIS PROPOSAL CONTAINS PROPRIETARY INFORMATION AND IS THE SOLE PROPERTY OF WCG,INC TI liS PROPOSAL IS NOT TO BE REPRODUCED FOR ANY REASON WITHOUT THE WRITTEN CONSENT OF WCG, INC Page. 20 1".,,,--',,",.,~_.n ".- Deputy City Manager Director of Human Resources Economic Development Manager Outplacement Project Parks & Community Services Director Planning Director Water Supply Project Director . Bellingham, Washington Director of Parks and Recreation Human Resources Director Library Director Planning and Community Development Director Public Works Director . Birmingham, Alabama Administrative Assistant to the Mayor for Capital Projects Director of Information Management Services . Blaine, Minnesota City Manager Public Services Manager Support Services Manager . Bloomington, Minnesota Chief Financial Officer, Chief of Police . Blue Springs, Missouri City Engineer . Board of City Development Executive Director (City of Lubbock, Texas) . Boise, Idaho Fire Chief . Bothell, Washington Assistant City Manager Chief of Police City Manager Public Works Director . Boulder, Colorado City Manager Deputy Fire Chief . Brooklyn Park, Minnesota City Manager . Brownsville, Texas City Manager . Brownwood, Texas City Manager . Cameron, Texas City Manager . Carrollton, Texas City Manager Director of Public Works Fire Chief Transit Oriented Development Director . Casa Grande, Arizona City Manager . Chandler, Arizona Assistant City Manager Chief Information Officer Chief of Police Communications & Public Affairs Director Human Resources Director . Charlottesville, Virginia Director of Parks, Recreation & Leisure Services Finance Director Transit Manager . Chehalis, Washington City Manager . Coalinga Regional Medical Executive Director Center (Coalinga, California) . Coalinga, California City Manager . College Station, Texas Chief of Police (3) Fire Chief (2) Manager, Information Systems . Coppell, Texas Assistant Director of Public Works ~ 2007-The Waters Consulting Group, Inc. THIS PROPOSAL CONT AINS PROPRIETARY INFORMATION AND IS THE SOLE PROPERTY OF WCG. INC THIS PROPOSAL IS NOT TO BE REPRODUCED FOR ANY REASON WITHOUT THE WRITTEN CONSENT OF WCG, INC Page.2l r........ - Chief of Po lice City Engineer . Corpus Christi, Texas Assistant City Manager, Management & Budget Chief of Police City Attorney City Manager Director of Personnel & Labor Relations Director of Public Health Director of Safety & Risk Management Manager, AffIrmative Action/EEO . Corvallis, Oregon City Manager . Covington, Washington City Manager . Davis, California City Manager . Decatur, Illinois Director of Public Safety Services . Denton, Texas City Manager Executive Director, Planning & Community Development . Des Moines, Iowa Housing Services Director . District of Colombia Chief Transportation Engineer Corporation Counsel Deputy Mayor for Operations Parks & Recreation Director . Dubuque, Iowa City Manager . East Orange, New Jersey Director of Police Information Technology Coordinator Police Technology Director . Edmond, Oklahoma Chief of Po lice . Elmwood Park, Illinois Village Manager . Englewood, Colorado City Manager . Eugene Oregon Director of Public Safety . Evanston, Illinois City Manager Public Works Director . Farmers Branch, Texas Chief of Police City Manager Director, Economic Development Manager, Council Goal Setting Process . Federal Way, Washington Director of Police Services (Chief) . Ferguson, Missouri City Manager (2) . Fort Collins Colorado City Manager Community Development Director Deputy City Manager Director, Finance . Fort Wayne, Illinois Director of Parks and Recreation . Fort Worth, Texas Assistant Director of Transportation & Public Works Assistant Housing Director Aviation Director City Attorney Director of Development Director of Housing Director of Human Relations Director of Planning & Growth Management Director of Transportation & Public Works Environmental Management Director Executive Director of Public Facilities and Events ~ 2007-The Waters Consulting Group, Inc. THIS PROPOSAL CONTAINS PROPRIETARY INFORMATION AND IS THE SOLE PROPERTY OF WCG, INC TillS PROPOSAL IS NOT TO BE REPRODUCED FOR ANY REASON WITHOUT THE WRITTEN CONSENT OF WCG, INC Page. 22 ,...-,...-.-"....~-"_......_. Health Director Library Director Water Utilities Director . Fremont, California Assistant Financial Services Director Fire Chief (2) Information Technology Manager . Garland, Texas Assistant Director of Electric Utilities Code Enforcement Manager Director of Finance Economic Development Director Human Resources Director Traffic & Transportation Director . Glendale, Arizona Deputy City Manager Community Development . Grand Prairie, Texas Assistant Utilities Director (Electric) Traffic & Transportation Director . Greenville, South Carolina Assistant City Manager City Manager. Finance Director Public Works Director . Gresham, Oregon City Manager . Hampton, Virginia Police Chief . Hartford, Connecticut Chief of Police . Hayward, California Personnel and Employee Relations Director . Hermiston, Oregon Chief of Police . Houston Police Officers Chief Investment Officer Pension System (Texas) Executive Director . Huntsville, Texas City Manager . Iowa City, Iowa City Manager . Irving, Texas Chief of Police City Manager (2) . Juneau, Alaska City Manager . Kent, Washington Assistant Fire Chief (2) . Kerrville, Texas City Manager . Ketchikan Gateway Borough, Borough Attorney Alaska Borough Manager . Kilgore, Texas City Manager . King County/Seattle, Community Oriented Primary Care Director Washington (Joint Agency) Director of Adult Corrections Director of Public Health (2) Director of Public Safety Director of Stadium Administration (Kingdome) Executive Director, Economic Development Council Human Resources Director Manager, Surface Water Management Division Medical Director Organizational Assessment Project Prevention Services Manager Public Defense Program Administrator Public Works Director (Modified) Roads Manager . Kirkland, Washington Administrative Services Director Assistant City Manager ~ 2007-The Waters Consulting Group, Inc. THIS PROPOSAL CONTAINS PROPRIETARY INFORMATION AND IS THE SOLE PROPERTY OF WCG, INC THIS PROPOSAL IS NOT TO BE REPRODUCED FOR ANY REASON WITHOUT THE WRITTEN CONSENT OF WCG, INC Page. 23 .,--..-. Chief of Police City Manager Deputy Fire Chief Director, Planning & Community Development Public Works Director . Lake Oswego, Oregon City Manager Fire Chief . Las Vegas, Nevada Director of Community Planning & Development Fire Chief Human Resources Director Redevelopment Manager . Lee's Summit, Missouri City Administrator . Lewiston, Idaho Community Development Director Public Works Administrator . Little Rock, Arkansas Chief of Police City Manager . Long Beach, Washington City Administrator . Longmont, Colorado City Manager . Longview, Washington City Manager . Los Angeles, California Chief of Police Deputy Administrator, Economic Development & Community Redevelopment . Loveland, Colorado City Manager (2) . Lubbock, Texas City Manager Internal Auditor . Mercer Island, Washington City Attorney City Manager Compensation Study Parks and Recreation Director . Midland, Texas City Manager . Midlothian, Texas City Manager . Mill Creek, Washington City Manager . Minneapolis, Minnesota Police Chief . Missouri City, Texas City Manager Finance Director . Modesto, California Deputy City Manager Deputy Director of Recreation and Neighborhoods Director of Community Development Fire Chief . Mont Belvieu, Texas City Administrator . Mount Prospect, Illinois Village Manager . Mt. Pleasant, Texas City Manager . Murphy, Texas City Manager City Secretary . Newcastle, Washington City Manager . Norfolk, Virginia Assistant City Manager Assistant Director of Budget & Finance Assistant Director of Child & Family Services Assistant Director of Human Resources Assistant Library Director Chief of Police Director of Finance Fire Chief (Q 2007-The Waters Consulting Group, Inc. THIS PROPOSAL CONT AINS PROPRIETARY INFORMA TlON AND IS THE SOLE PROPER TY OF WCG. INC THIS PROPOSAL IS NOT TO BE REPRODUCED FOR ANY REASON WITHOUT THE WRITTEN CONSENT OF WCG, INC Page. 24 r-......--.. . Human Services Program Manager Information Technology Director Library Director . Norman, Oklahoma City Manager . Oak Park, Illinois Chief of Police Director of Building Property and Maintenance Director of Public Health Fire Chief Public Works Director . Oakland, California Administrative Librarian, Development & Employment Director of Communications & Information Services Director, Office of Economic Development & Employment Director of Police Services (Chief) Fire Chief Information Technology Director . Odessa, Texas City Manager . Oklahoma City, Oklahoma Chief of Police Police Department Succession Planning Project . Ontario, California Convention Center Director . Oregon City, Oregon City Manager (2) . Paris, Texas City Manager . Pearland, Texas City Manager . Peoria, Arizona Community Development Director Deputy Police Chief Human Resources Director . Piano, Texas Assistant City Manager (3) Chief Building Official Chief of Police (3) City Manager (2) Data Processing Director Director, Environmental Health Economic Development Director (2) IT Director Planning Director . Transportation Engineering Manager . Ponca City, Oklahoma Fire Chief . Port Arthur, Texas Chief of Police City Manager . Portland, Oregon Director, GIS Director, OF A Manager, GIS Personnel Director . Prescott Valley, Arizona Police Chief . Puyallup, Washington Chief of Police City Manager Director ofInformation Technologv & Communications . Redmond, Washington Assistant to the Mayor Director of Parks and Recreation Fire Chief (2) Human Resources Director . Renton, Washington Director, Community Development Public Works Director . Richmond, California Police Chief . Roseville, Minnesota Chief of Police <<:;) 2007-The Waters Consulting Group, Inc. THIS PROPOSAL CONT AINS PROPRIETARY INFORMATION AND IS THE SOLE PROPERTY OF WCG, INC THIS PROPOSAL IS NOT TO BE REPRODUCED FOR ANY REASON WITHOUT THE WRITTEN CONSENT OF WCG, INC Page. 25 City Manager . Round Rock, Texas Fire Chief . Saint Louis Park, Minnesota City Manager (2) . San Angelo, Texas City Manager . San Antonio, Texas Assistant Director of Convention & Visitors Bureau Economic Development Director Library Director . San Bernardino, California Animal Control Director Deputy Director of Public Works/City Engineer . San Diego, California Chief Information Officer Deputy City Manager . Snyder, Texas City Manager . Sugar Land, Texas Assistant City Manager (2) . Terrell, Texas City Manager . Weatherford, Texas City Manager . San Jose, California Assistant City Manager Assistant Director of Aviation Operations Deputy Director of Animal Services Deputy Director, Community Facilities Development Deputy Director, Community Services Director of Office of Community Development Director of Parks, Recreation & Neighborhood Svcs. Director, Workforce Investment Act Employee Relations Manager (2) Fire Chief (2) Gaming Control Administrator . Seatac, Washington City Manager . Seattle, Washington Capital Planning & Development Division Director Chief Engineer, Seattle City Light Chief Operating Officer, Seattle City Light Contracts & Concessions Manager, Seattle Center Deputy Superintendent, Electrical Services Director, Drainage & Wastewater Utility Director of Engineering, Seattle Water Department Director of Operations Director of Water Quality Water Department, Affirmative Action . Sioux City, Iowa Public Works Director . Snohomish, Washington City Manager Police Chief . Snoqualmie, Washington City Administrator . Southlake, Texas Deputy Director of Public Safety/Chief of Police Services Director of Planning . Spokane, Washington Chief Administrative Officer Director of Management Information Services Risk Manager . Springfield, Ohio City Manager Finance Director . Springfield, Oregon Development Services Director Human Resources Director . Sugar Land, Texas City Attorney Finance & Administrative Services Director . Sunnyvale, California Assistant Director of Public Safety ~ 2007-The Waters Consulting Group, Inc. THIS PROPOSAL CONT AINS PROPRIET ARY INFORMATION AND IS THE SOLE PROPERTY OF WCG, INC THIS PROPOSAL IS NOT TO BE REPRODUCED FOR ANY REASON WITHOUT THE WRITTEN CONSENT OF WCG, INC Page. 26 Assistant to the City Manager City Clerk (2) Community Development Director Deputy City Manager - Organizational Effectiveness Human Resources Director Director of Public Safety . Surprise, Arizona Fire Chief Police Chief . Tacoma, Washington City Manager Human Resources Director Information Technology Director Library Director . Thornton, Colorado City Attorney Community Development Director (2) Economic Development Director Finance Director Human Resources Manager . Tucson, Arizona Convention Center Director Director of Water Utilities . University Park, Texas Deputy Fire Chief Police Chief . Vancouver, Washington Chief of Police . Waco, Texas Chief of Police City Manager . Walla Walla, Washington City Manager . Washougal, Washington City Administrator Police Chief Public Works Director . West Des Moines, Iowa City Manager Information Services Manager Public Works Director . West St. Paul, Minnesota City Manager . Westminister, Colorado Finance Director Planning Manager . Woodbury, Minnesota City Administrator . Wichita, Kansas Airport Director . Wrangell, Alaska City Manager . Yakima, Washington Wastewater Treatment Superintendent ~ 2007- The Waters Consulting Group, Inc. THIS PROPOSAL CONTAINS PROPRIETARY INFORMATION AND IS THE SOLE PROPERTY OF WCG, INC. THIS PROPOSAL IS NOT TO BE REPRODUCED FOR ANY REASON WITHOUT THE WRITTEN CONSENT OF WCG, INC Page. 27 PROFESSIONAL FEES The professional fee to conduct the search for the City Manager is $19,500.00 plus out-of-pocket expenses. Expenses are not included in professional fees and will be billed separately as incurred. Project-related expenses include, but are not limited to: job posting and advertising fees on various Web sites and classified advertising fees in printed publications; consultant travel expenses; criminal history/credit/driver's license checks; printing and the production of necessary materials such as brochures, profiles, and final reports; transportation; telephone fees; shipping and postage and video conferencing fees. Travel expenses incurred by candidates are not the responsibility of Waters-Oldani. The professional fee will be billed in four installments; 30% of the fee will be billed at the beginning of the search; 30% at the implementation of Phase II; 30% at the implementation of Phase III; and the final 10% upon acceptance of offer by the candidate. If candidates from this search process are selected for another position in the organization within one year of the close of the search, a fee of 50% of the above mentioned proposal amount will be due to Waters-Oldani Executive Recruitment. Only professional fees have been detailed in the following section. If selected for this project, Waters-Oldani will be happy to negotiate a not-to-exceed figure including expenses. All questions regarding these professional fees should be directed to Stacy Layton Waters, Vice President, at 972-481-1950 or via email atslayton@watersco~suIting.com. PHASE DESCRIPTION OF PROFESSIONAL SERVICES Phase I Task 1 - Profile Development & Posting Phase II Task 2 - Identify Quality Candidates Task 3 - Preliminary Screening & Initial Report Task 4 - Background Interviews & References Phase III Task 5 - Finalize Search / Recommend Finalists Conclusion Acceptance of offer by candidate Total Professional Fees $19,500.00 ~ 2007-The Waters Consulting Group, Inc. Page. 28 THIS PROPOSAL CONTAINS PROPRIETARY INFORMATION AND IS THE SOLE PROPERTY OF WCG, INC THIS PROPOSAL IS NOT TO BE REPRODUCED FOR ANY REASON WITHOUT THE WRITTEN CONSENT OF WCG, INC. ..,.---..,..-.-. OPTIONAL SERVICES FOR CONSIDERATION PROFESSION A L FEES Additional work related to the search process and as specifically requested by the client $1500.00 per day which is outside of the scope of this project (i.e. additional onsite meetings). The fixed plus expenses fee proposal for professional fees anticipates no more than three one day on site visits total per search. However, we would be pleased to provide additional onsite visits for our standard daily rate plus expenses. The fixed fee proposal for professional fees includes up to six CareerNavigator™ $350.00 per report reports. For any reports requested over 6, the fee will be $350.00 per report. over 6 ~ 2007-The Waters Consulting Group, Inc. THIS PROPOSAL CONTAINS PROPRIETARY INFORMATION AND IS THE SOLE PROPERTY OF WCG, INC THIS PROPOSAL IS NOT TO BE REPRODUCED FOR ANY REASON WITHOUT THE WRITTEN CONSENT OF WCG, INC Page. 29 'r--'-"-'