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#13 - Department Head Recruitments
STAFF REPORT DATE: April 7, 2020 TO: Honorable Mayor and Council AGENDA ITEM: Department Head Recruitment SUBMITTED BY: Jake Dickson, Assistant City Administrator BACKGROUND: At the March 10th work session the fire department operational audit was presented and discussions began about the process to recruit a new fire chief. Discussions about hiring a recruitment firm to execute the search, assisting in the search and completing the search in house were all discussed and staff was directed to bring back more information to a future meeting. Fire Chief Greg Malmquist and Finance Director Sue Iverson resigned in January and Building Official Kevin Murphy resigned in March . Staff was authorized to advertise and hire for both Building Official and Finance Director, but those efforts have been unsuccessful to date. ISSUE BEFORE COUNCIL: How should the city proceed in trying to fill vacant department head positions? PROPOSAL: City Staff initially sought proposals for fire chief recruitment from Baker Tilly and GovHR. Baker Tilly proposed a fee of $23,500 and a timeline of 12 weeks. Their proposal also addresses some items the council could decide to add or remove from the proposal depending upon how involved the Council wants the recruiter to be in the process. Gov HR proposed a variety of fees ranging from $9,500 to $21,500 depending on the level of involvement and a timeline of 12 weeks. In addition, RW Management submitted a proposal for Management Counsel which includes assisting with the recruitment along with a number of other duties for a fee of $6,000 per month and an estimate of 6 months to complete the tasks outlined in the proposal. As staff mentioned at the work session, perhaps the city should consider changing its recruitment practices for all department head positions, not just the fire chief, to that end staff reached out to Gov HR and Baker Tilly for proposals to complete all three recruitments (Fire Chief, Building Official, Finance Director). GovHR’s estimated time to recruit and place candidates is 12 weeks and their fee is $58,000 plus expenses. Baker Tilly’s estimated time to recruit and place candidates is approximately 3 months and their fee is $49,000. The selected firm would collect information from stakeholders to assess the City’s needs at each position. The selected firm will then advertise the positions and reach out to candidates. The selected firm will evaluate candidates and screen them before presenting them to the City, and will coordinate the interview process. Lastly, the city could decide to recruit the Fire Chief using in house staff as we have for other positions. Under this option staff would propose advertising for the Fire Chief position and interviewing candidates with a panel made up of administrative staff, fire department officers and the City’s Sheriff’s Department Liaison FISCAL IMPACT: The fiscal impact will depend on the selected firm. OPTIONS: 1) Select Baker Tilly or GovHR to complete all three recruitments 2) Select Baker Tilly or GovHR to complete the Fire Chief recruitment only and a. Continue advertising positions for both Building Official and Finance Director b. Direct staff to prepare a Request for Proposals to contract out building department services and continue with contracted Finance Director services c. Some other combination of the above for Finance Director and Building Official 3) Select RW Management to provide management counsel including assistance with fire chief recruitment and select option a, b, or c above for the other positions. 4) Direct staff to begin fire chief recruitment in house as described above RECOMMENDATION: Given that our recruitment efforts for Finance Director and Building Official have not been successful, staff is recommending that the City Council move to hire Baker Tilly for the executive recruitment of our three vacant department head positions. “Move to hire Baker Tilly for the executive recruitment of three department head positions.” ATTACHMENTS: • Baker Tilly Executive Search Proposals • GovHR Executive Search Proposals • RW Management Management Council Proposal Baker Tilly Virchow Krause, LLP 380 Jackson St., Ste 300 St. Paul, MN 55101 United States of America T: +1 (651) 223 3000 F: +1 (651) 223 3046 bakertilly.com April 2, 2020 Mr. Jake Dickson, Assistant City Administrator City of Lake Elmo 3880 Laverne Avenue North Lake Elmo, Minnesota 55042 Dear Mr. Dickson: Thank you for asking Baker Tilly to provide you with quotes to assist with the recruitments for a Finance Director and a Building Official in addition to the Fire Chief recruitment outlined in our March 23, 2020 proposal. Instead of generating two additional proposals for you, we will describe the approach to be used for the other two positions following the tasks outlined in the March 23,2020 scope of services. Finance Director. The City has advertised for this position and has not received a qualified applicant pool. Baker Tilly proposes to conduct the search for the Finance Director using the same process outlined in the March 23, 2020 proposal. Our recruitment strategy for the Finance Director would involve understanding the City’s current and projected financial condition and noting major capital projects that are planned. Typically, we advertise on these websites: • Government Finance Officers Association (GFOA) • Minnesota GFOA • Minnesota Clerks and Finance Officers Association • MN Society of CPAs • League of Minnesota Cities • Iowa league of Cities • League of Wisconsin Municipalities • Association of Minnesota Counties • LinkedIn (targeted recruitment) In a recent search for a Finance Director for the City of Brooklyn Center, we contacted over 1,000 individuals about the position. That search was completed earlier this year allowing us to build off that list to make contacts on behalf of the City of Lake Elmo. If selected to conduct the Fire Chief search and the Finance Director search, we will discount the price of the second search to a cost of $20,000, a 14.9% reduction. As with the Fire Chief search, the City has the option to delete specified services in the same amount listed in the March 23 proposal; however, the guarantee does not apply when these options are exercised. Building Official. Building officials are in very high demand. Vadnais Heights, where I live, has had difficulty generating an applicant pool. Nearby, Oakdale has been doing a recruitment for a building official. Earlier this year, we worked with the City of Baxter to source building official candidates and were not successful. In that case, being outside of the metro area coupled with lower wage rates compared to the metro, were significant obstacles. We did learn that there are avenues through the Minnesota Department of Labor and Industry to assist candidates with getting their certification, which could be a means of broadening an applicant pool for the position. Baker Tilly Virchow Krause, LLP trading as Baker Tilly is a member of the global network of Baker Tilly International Ltd., the members of which are separate and independent legal entities. © 2018 Baker Tilly Virchow Krause, LLP Knowing the difficulties of conducting a Building Official search, we propose to work with the City on an hourly basis without a guarantee. Again, the scope of services would approximate the March 23 proposal, Tasks I through Task IV, focused on sourcing and evaluating candidates. The recruitment strategy would be modified to create a two-three page recruitment brochure with photos of recent commercial and residential developments and information about trends in new valuation and building permits. Typically, we advertise on the following websites: • American Association for Code Enforcement • League of MN Cities • League of WI Municipalities • ICC Jobs • Illinois Municipal League • Iowa League of Cities • South Dakota Municipal League • North Hennepin Community College • Association of Minnesota Building Officials • LinkedIn campaign Please note that it is our understanding that the Building Official position is a department head position and that the Veterans Preference points will not be administered. In the Baxter search, we contacted over 650 individuals about the position; we can build on that list to make contacts on behalf of the City of Lake Elmo. Hourly rates are as follows: Rates applicable to the search include the director, staff and support rates. We estimate that the project will take 20-25 hours to complete Tasks I through IV. The Baker Tilly search team would work closely with City staff before encumbering advertising charges. When we work on an hourly basis, we provide frequent updates to the City to ensure that the City is aware of charges for the work. Thank you for the opportunity to provide the City with information to assist in additional recruitments. Baker Tilly is operating remotely during the pandemic and can begin work immediately. It would be a privilege to work with the City on these projects. Please contact me at sharon.klumpp@bakertilly.com or at 651-270-6856 (cell) if you have any questions. BAKER TILLY VIRCHOW KRAUSE, LLP s/Sharon G. Klumpp Sharon Klumpp, Director Title Hourly Rate Principal, Partner, Firm Director $300 Senior Manager, Director $260 Manager, Senior Staff $215 Staff $160 Support $75 City of Lake Elmo Executive Recruitment Services March 23, 2020 Baker Tilly Virchow Krause, LLP 380 Jackson Street, Suite 300 Saint Paul, MN 55101 T: +1 (651) 223 3000 F: +1 (651) 223 3046 bakertilly.com March 23, 2020 Ms. Kristina Handt City Administrator City of Lake Elmo 3800 Laverne Avenue North Lake Elmo, MN 55042 Dear Ms. Handt: Baker Tilly Virchow Krause, LLP (Baker Tilly) appreciates the opportunity to submit the following proposal for executive recruitment services to the City of Lake Elmo to help you identify your next Fire Chief. We believe that our record of successfully placing qualified and very accomplished professionals, along with our extensive experience providing executive recruitment services to cities, counties and other public - sector organizations nationwide, will be beneficial for your recruitment and will allow us to find the candidate who has the traits, skills, experience and overall competence you desire for your organization. Moreover, our familiarity with the City of Lake Elmo enables us to represent your organization to prospective candidates and encourage them to apply for the Fire Chief position. We know that you have options when it comes to selecting a recruitment firm. However, we believe that our unique approach, highly regarded customer service practices, and our record of identifying and recruiting top level executives in similar roles, sets us apart from our competitors. Additionally, we offer the following unique features: Customized profile development: working with the City officials and designated staff, we develop a customized candidate profile based on the required, desired and preferred qualifications, traits and attributes you seek in the individual you hire for your next Fire Chief. We strive to understand how the City’s current and anticipated needs and organizational priorities will shape your recruiting and selection requirements; then we collaborate with you to develop a nationwide or regional marketing, recruiting and outreach campaign. This approach has proven to effectively allow us to identify, attract and recruit highly qualified candidates for your review. Proprietary management/leadership assessment: relying on exclusively licensed predictive analytics tools (using data to dete rmine patterns and forecast future outcomes and trends), we administer assessments to selected applicants to help us identify human potential in each of the candidates we present to you. Results are “Real,” “Impactful,” and “Powerful.” Furthermore, these results can provide you with more profound insights into the candidate’s management traits and leadership styles based on scientific data. Recorded video interviews: we ask selected candidates (semi-finalists) to complete a recorded, one- way video interview, using questions developed from your “candidate profile,” which gives your review team an additional tool to evaluate the semi-finalists before inviting them to a face-to-face interview. Proprietary online application management: our exclusively licensed, proprietary online application system enables us to efficiently manage applicant flow, classification and allows us to quickly and effectively communicate with each applicant. We communicate in real time with applicants, thereby engaging and informing them of each step, search related assignment and corresponding timeline throughout the process. Our system also allows us to access, review and evaluate thousands of prior applicants or individuals who have manifested interest in similar positions. Generally, these are individuals who may not be actively seeking a job, but who may be open to “the right opportunity.” This is another benefit and advantage we provide to our clients, which enables us to access a larger number of active and passive job seekers. This proposal details about our approach, expertise, references and pricing for this executive recruitment. Our team would consider it a professional privilege to provide these services to the City of Lake Elmo. Very truly yours, BAKER TILLY VIRCHOW KRAUSE, LLP Chuck Rohre Sharon Klumpp Patty Heminover Firm Director Director Director M: +1 (214) 608 7477 T: +1 (651) 223 3053 T: +1 (651) 223 3058 E: chuck.rohre@bakertilly.com E: sharon.klumpp@bakertilly.com E: patty.heminover@bakertilly.com Contents Baker Tilly Virchow Krause, LLP is an independently owned and managed member of Baker Tilly International. The name Baker Tilly and its associated logo are used under license from Baker Tilly International Limited. 1. GENERAL INFORMATION ................................................ 1 FIRM INTRODUCTION ................................................................ 1 PROJECT CONTACTS AND LOCATION ................................... 2 2. UNDERSTANDING AND APPROACH .............................. 3 OUR UNDERSTANDING OF LAKE ELMO’S NEEDS ................ 3 PROPOSED SOLUTION TO MEET LAKE ELMO’S NEEDS ...... 4 RECRUITMENT APPROACH ..................................................... 4 OUR STRATEGY FOR RECRUITMENT OF DIVERSE CANDIDATES .............................................................................. 8 TIMELINE .................................................................................... 9 BENEFITS TO THE CITY OF LAKE ELMO .............................. 10 3. PROPOSED FEES ........................................................... 11 OPTIONS ................................................................................... 12 TRIPLE GUARANTEE ............................................................... 12 NEGOTIATIONS ........................................................................ 12 4. FIRM EXPERIENCE ......................................................... 13 REFERENCES .......................................................................... 13 EXPERIENCE ............................................................................ 14 5. PROJECT TEAM MEMBERS .......................................... 16 APPENDIX I: SAMPLE BROCHURE ...................................... i APPENDIX II: SAMPLE EXCERPT OF TTI REPORT .......... vi City of Lake Elmo Page | 1 1. General information Firm introduction Baker Tilly is a nationally recognized firm with a long history of service to clients located throughout the country. For more than 85 years, Baker Tilly has understood that our business demands absolute integrity, a belief in the value of trusted relationships and a willingness to collaborate with every client. We will strive to continue to deepen and enhance our relationship with the City as we seek to become your Valued Business Advisor. Specializing in advisory, tax and assurance services, we expanded our state and local government practice by combining with Springsted Incorporated and H.J. Umbaugh and Associates, Certified Public Accountants, LLP in early 2019. This combination has created one of the largest municipal advisory firms in the nation serving public and not- for-profit organizations for more than 60 years. Executive recruitment for public and non-profit clients was part of Springsted’s portfolio of municipal advisory services for 30 years. Service delivery includes the experience, record of accomplishment and professionalism that successfully established Waters Consulting, (1996) Waters-Oldani (2000) Springsted-Waters (2014) and now Baker Tilly, as one of the most established, reputable and successful public sector executive recruiting firms in the nation. Within Baker Tilly, our executive recruitment team consists of ten recruitment consultants and project coordination staff available to meet your executive recruitment needs. Each consultant assigned to this recruitment has experience working with villages, cities, counties, special districts and school districts and the many different disciplines that comprise the City of Lake Elmo organization. Our consultants bring an experienced, participatory and energetic perspective to each engagement; our unique approach and personal touch are reflected in our internal standard to provide outstanding services that exceed your expectations. Since 2015, our combined consultant team has conducted nearly 475 executive searches. The Baker Tilly project team will collaborate with the City and designated staff as your technical advisor to ensure that the recruitment process for your next Fire Chief is conducted in a thorough and professional manner consistent with “best practices” in the public sector executive recruitment space. Our objective is to generate highly qualified candidates and assist you with the screening and evaluation of these candidates. Since our firm’s beginning, we have emerged as a leader in human resource management consulting and executive recruitment. It is our 30+ years of consulting experience, coupled with our unique approach and personal touch that drives our internal standard for delivering only outstanding services and leading-edge products. 1. General information City of Lake Elmo Page | 2 Project contacts and location Chuck Rohre, Firm Director 14285 Midway Road, Suite 340 Addison, TX 75001 T: +1 (972) 481 1950 M: +1 (214) 608 7477 F: +1 (972) 481 1951 E: chuck.rohre@bakertilly.com Sharon Klumpp, Director 380 Jackson Street, Suite 300 Saint Paul, MN 55101 T: +1 (651) 223 3000 T: +1 (651) 223 3053 F: +1 (651) 223 3046 E: sharon.klumpp@bakertilly.com Patty Heminover, Director 380 Jackson Street, Suite 300 Saint Paul, MN 55101 T: +1 (651) 223 3000 T: +1 (651) 223 3058 F: +1 (651) 223 3046 E: patty.heminover@bakertilly.com City of Lake Elmo Page | 3 2. Understanding and approach The recruitment will be national and inclusive in nature, with a candidate pool of diverse, experienced and talented individuals. Our understanding of Lake Elmo’s needs We understand the City is looking for a timely, effective, efficient, responsive, well-managed and thorough search process to recruit and identify highly qualified candidates for its next Fire Chief. Baker Tilly will work with the City to understand the desired qualities and professional capabilities that are most important to your organization for this recruitment. This information helps us present the City of Lake Elmo and the vacancy to well-regarded candidates, emphasizing the opportunities for leadership and professional growth as well as presenting the City of Lake Elmo as a vibrant and thriving community in which to live. We recognize that there is significant competition for experienced local government managers today. For this reason, we work with you to develop a recruitment strategy that includes an aggressive marketing, recruiting and candidate outreach campaign. As you know, a successful recruitment often depends upon the ability to reach successful executives who may not necessarily be in search of new employment opportunities. Thus, we use existing resources to inform and encourage qualified professionals to apply for opportunities with your organization. We believe that these efforts are critical to ensuring that the City receives a qualified candidate pool. Baker Tilly manages and tracks applicant information and provides regular communications, updating the applicants on the status of the recruitment. Our communications are always professional and respectful. We take pride in our ability to provide the City with comprehensive information about each candidate we present, expanding beyond applications and resumes, to better understand their professional experience, the leadership and management style they will bring to your organization, and their motivation for pursuing this career opportunity. We also assist you in the preparation of interview questions, interview day scheduling, planning and structuring as needed. Additionally, we are available to you and present throughout each interview session and are able to facilitate your deliberations and negotiations with the top candidate. 2. Understanding and approach City of Lake Elmo Page | 4 Proposed solution to meet Lake Elmo’s needs The recruitment will be conducted out of our Saint Paul office. Sharon Klumpp and Patty Heminover will serve as the project team co-leaders. Our proven process includes the following five major tasks: 1. Recruitment brochure development and advertising – We schedule and meet with your designated City officials and staff and key stakeholders, as requested, to understand your desired needs, strategic directions, overall candidate expectations and to develop a candidate profile 2. Execution of recruitment strategy and identification of quality candidates – Using the approved profile, we develop a colorful, appealing brochure and embark on a national or regional targeted recruitment campaign – Additionally, we simultaneously launch a direct applicant outreach campaign targeting eligible prospects identified via our extensive searchable applicant database – Using our proprietary applicant tracking system, we communicate and update applicants on key processes and corresponding search progress 3. Screening of applications, recommendation of semi-finalists and selection of finalists – Once we identify the most promising applicants, we ask them to complete our due diligence questionnaire and a candidate questionnaire while the project team conducts a comprehensive web and social media scan to elicit information that could be relevant to employment – These applicants also complete a recorded, one-way video interview of selected questions designed to secure a different perspective on the applicant’s overall qualifications – We provide you with a Semi-Finalists Book of the top candidates, which includes resumes, cover letters and due diligence questionnaire responses – Selected finalists complete a management and leadership style and strengths assessment (personality and behavior analysis) to pr ovide us with important information about their styles, temperament, preference, etc. 4. Conducting background checks (criminal, civil, credit and driving record), reference checks and academic verifications – Background records checks and academic verification – References 5. Final interview process – Once your City identifies its top 3-5 finalists, we work with you and the finalists to coordinate all aspects of the interview process – Employment offer – assistance and feedback Recruitment approach Task I. Recruitment brochure development and advertising The development of a comprehensive recruitment brochure that includes a profile of the ideal candidate is an important first step in your recruitment process. This profile includes the required academic training, professional experience, leadership, management and personal characteristics related to the success of the candidate in the position of Fire Chief. 2. Understanding and approach City of Lake Elmo Page | 5 The recruitment brochure will also include a profile that captures the essence of the City of Lake Elmo as a highly attractive venue for the successful candidate to live and work. To prepare the recruitment brochure, the project team co-leaders will come on site to meet with City officials and designated staff to discuss the required background, professional experience, and management and leadership characteristics for your Fire Chief. We meet with the City officials to broaden our understanding of the position’s leadership and management requirements, current issues, your strategic priorities and your expectations for the Fire Chief. Typically, we also meet with members of the Fire Department to listen to their input on the background, experience, and capabilities that are desired in the Fire Chief position. Information obtained from these meetings, coupled with our review of the job description and other City documents, is used to prepare a position and candidate profile. The completed profile will be approved by the City before recruitment begins. The position and candidate profile will be central to our recruitment strategy and outreach to potential candidates. [See example of a recruitment brochure in Appendix I.] The project team will also work with the City of Lake Elmo to develop an advertising and marketing strategy to notify potential candidates about the vacancy and conduct an open recruitment that encourages applications from a talented and diverse pool of candidates. Our team will place ads in appropriate professional publications, websites and local print media, if required. Additionally, Baker Tilly has a high-traffic website which includes an exclusive location dedicated to encouraging potential candidates to upload their resumes. The aggressive advertising and marketing campaign for top talent will include national, state, regional and local elements as determined during our initial meetings with the City’s representatives. Our customized mailing list, selected from our extensive database and contacts collected at appropriate public-sector conferences, will be utilized to further promote the Fire Chief position. Advertisements for the Fire Chief position could be placed with: International Association of Fire Chiefs Minnesota State Fire Chiefs Association Wisconsin State Fire Chief Association Firehouse League of MN Cities LinkedIn Sponsored Campaign Project Milestone Deliverables Timeline Position profile and recruitment brochure development Onsite interview with the City Baker Tilly will receive information regarding the City’s budgets, organizational charts, images, logos, etc. Develop draft documents (recruitment brochure, advertisement, marketing letter and timeline) 2 Weeks Approve brochure, commence advertising and distribute marketing letter Brochure sent to the City for final approval Commence advertising and distribution of recruitment brochure 1-2 Weeks 2. Understanding and approach City of Lake Elmo Page | 6 Task II. Execution of recruitment strategy and identification of quality candidates Utilizing the information developed in Task I, Baker Tilly will identify and reach out to individuals who will be outstanding candidates for the position of Fire Chief. Often, well- qualified candidates are not actively seeking new employment and will not necessarily respond to an advertisement. However, if a potential candidate is presented with the opportunity directly and in the proper manner, he or she may apply. We take pride in our ability to locate highly qualified candidates across the nation based on the professional contacts and relationships we have developed and maintained over many years. These efforts will be supplemented by the creation of a customized database utilizing our extensive, interactive applicant database for the Fire Chief position. This will provide the Baker Tilly team with the ability to customize applicant flow and tracking, communication with applicants and conduct database inquiries for candidates based on characteristics important to the City such as geographic location, particular experience, expertise and credentials. Each candidate submitting a resume is sent a timely acknowledgement by our team, including an approximate schedule for the recruitment. Throughout the recruitment process, communications are maintained with each candidate regarding information about the recruitment progress and their status in the process. We take pride in the many complimentary comments made by candidates regarding the level of communication and the professional manner in which they are treated during our recruitments. While recruitment is under way, the project team will work with a team of 5-6 subject matter experts (SMEs) who know what successful performance in the Fire Chief position looks like to reach consensus on the desired leadership and management style for the ideal candidate. We ask the SMEs to complete a 30 -minute, on-line questionnaire. When aggregated, these responses generate a benchmark that prioritizes the key competencies, work values and leadership/management style attributes for this position, creating a framework for assessing candidate fit with the organization. Later in the process, finalists for the position are asked to complete a companion questionnaire that allows us to match candidates’ competencies, work values and leadership/management style to the benchmark. Project Milestone Deliverables Timeline Execution of recruitment strategy and candidate outreach Online data collection and profile development Development of interactive, searchable applicant database for recruitment of the Fire Chief Baker Tilly performs direct outreach to prospective candidates identified in the recruitment strategy Utilization of extensive applicant database to identify applications and review applicant pool for competencies/demographics 4-5 Weeks Task III. Screening of applicants and recommendation of semi-finalists In Task III the project team, under the direction of Sharon Klumpp and Patty Heminover, will screen the candidates against the criteria within the position and candidate profile and develop a list of semi-finalists for recommendation to the City. We will then narrow the list to a group of 10-12 semifinalists for review and select finalists on the basis of written candidate questionnaires, early due diligence information and consultant phone interviews. Another unique aspect of our recruitment process is our use of online recorded interviews for the screening process. Responses are timed and questions are not provided in advance. 2. Understanding and approach City of Lake Elmo Page | 7 This tool allows our team to develop a more comprehensive understanding of each candidate’s ability to “think on their feet,” as well as their personal and professional demeanor. Our team will provide an online link for the City, as well as others who have input into the hiring decision, allowing them to review and later discuss the recorded responses. This provides your organization with additional candidate assessment tools that can be customized to fit the unique needs of the City. Throughout the process, you will have access to our Master Applicant List (MAL), which will provide pertinent data for each applicant. Project Milestone Deliverables Timeline Applicant screening and recommendation of semi- finalists Baker Tilly compares applications to the approved candidate profile, developed in our searchable applicant database Most promising applicants are asked to complete candidate questionnaires and provide due diligence information Media, internet and social media scan for information pertinent to future employment Top 10-15 candidates identified as semi-finalists Semi-Final Report is prepared, including the brochure, master applicant list, cover letter and resume of candidates to be considered Baker Tilly and the City review video interviews Baker Tilly meets with City to review recommended semi-finalists City selects finalists for on-site interviews Finalists complete candidate management style assessment, responses are reviewed and interview questions are developed 2-3 Weeks Task IV. Conducting background checks, reference checks and academic verifications When the City approves of a group of finalists for on-site interviews, Baker Tilly will begin the process of conducting reference checks, background checks and academic verifications. A Confidential Reference Report is prepared for each finalist to complete our understanding of his/her management and leadership characteristics and professional work performance. Background checks will include information from the following areas: Consumer credit Bankruptcy City/county – criminal State district Superior Court – criminal City/county – civil litigation State district Superior Court – civil litigation Judgment/tax lien Federal district - criminal Motor vehicle driving record Federal district – civil litigation Educational verification Sex offender registry To ensure that our quality standards are maintained, we require a minimum of 10 business days between the time that you select the finalists for on-site interviews and when we submit the candidate documentation for your final interview process. 2. Understanding and approach City of Lake Elmo Page | 8 Project Milestone Deliverables Timeline Design final process with City for on-site interviews with finalists Baker Tilly confirms interviews with candidates Travel logistics are scheduled for candidates 1-2 Days Background checks, reference checks and academic verification Baker Tilly completes background checks, reference checks and academic verifications for finalists 2 Weeks Task V. Final interview process Upon completion of Task IV, we will work with the City to develop the final interview process. We customize the final interview process according to the needs and functions of the position and according to your preference, instructions and directives to include steps that are important to you, our client. As such, the final interview process may include a meeting with the City management team, a City tour and the opportunity to meet Fire Department personnel, if requested by the City. In advance of the interviews, we will provide documentation on each of the finalists which will provide the highlights of their leadership/management profile (Gap Analysis) as well as a summary of the results of the reference checks, background checks and academic verifications. In addition, the Final Report will include guidelines for interviewing the candidates, suggested interview questions and a candidate assessment process for your interview panel(s). The project team co-leaders will be available during the final interview process to answer questions about the candidates and, if requested, assist with the final evaluation of the candidates. In addition, we will assist you with the development of a compensation package and related employment considerations and assist with the negotiation of an employment agreement. Project Milestone Deliverables Timeline Final Report prepared and delivered to City Final Report is prepared; including brochure, interview schedule, cover letter, resume, candidate questionnaire, suggested interview questions, candidate assessment form and management style probing questions 1 Day On-site interviews with finalists Interviews are scheduled A recruitment project team co-leader attends client interviews and is available to participate during deliberations of candidates 1-2 Days Offer made/accepted If requested, Baker Tilly participates in candidate employment agreement negotiations Baker Tilly notifies candidates of decision Baker Tilly confirms final process close out items with the City of Lake Elmo 3 - 5 Days Our strategy for recruitment of diverse candidates Our corporate core values and work environment reflect our broader social aspirations for a diverse workforce, equal opportunity and cross -cultural respect. We have established strong and credible networks with minority and female leaders nationwide. In addition, we are corporate members of the National Forum for Black Public Administrators (NFBPA) and the Hispanic Network and are on their National Corporate Advisory Council. We participate in their membership events on a regular basis. 2. Understanding and approach City of Lake Elmo Page | 9 To that end, we take responsibility for diversity in our organization, our recruitment strategy and our candidate pools. In this recruitment, we will use our established networks to make direct and personal contacts with prospective minority and female candidates and encourage them to consider the City of Lake Elmo’s Fire Chief position. Because of our performance record in presenting a diverse applicant pool, these prospective candidates know they will be fairly considered in the process. Baker Tilly is committed to ensuring equitable participation in our business and employment opportunities without regard to race, color, religion, sex, national origin, age, disability, veteran status, marital status or sexual orientation. As a leader in the executive recruitment industry, we take positive actions to prevent and to remedy any discriminatory effects of business and employment practices. Timeline Below is an estimated timeline for the executive recruitment process. You will be asked during the first on-site meeting to review and approve a Timeline for the recruitment project. It is our intent to conduct the recruitment expeditiously, but not at the expense of finding high-quality candidates for you. City of Lake Elmo, MN Executive Recruitment Preliminary Timeline The following Timeline represents a preliminary schedule for your executive recruitment based on a commencement date of April 8. Actual target dates will be developed in consultation with and approved by the City. Project Milestone Deliverables Target Date Profile development, advertising and candidate outreach Baker Tilly completes on-site interviews to develop candidate profile and recruitment brochure; the City approves ad placement schedule and timeline Baker Tilly sends draft recruitment brochure to the City The City returns draft recruitment brochure (with edits) to Baker Tilly Baker Tilly commences executive recruitment advertising and marketing Online data collection and profile development April 13 – May 28 Applicant screening and assessment and recommendation of semi- finalists Baker Tilly commences formal review of applications; most promising candidates complete questionnaires Candidates complete recorded interview online Baker Tilly completes formal review of applications and sends selected resumes to the City for review Candidates’ recorded interviews are presented Baker Tilly meets with the City and recommends semi-finalists; the City selects finalists for on-site interviews Finalists complete candidate management style assessment and responses are reviewed and interview questions are developed May 29 – June 16 2. Understanding and approach City of Lake Elmo Page | 10 Comprehensive background check, academic verifications and reference checks completed for finalists Baker Tilly completes reference checks / background checks/ academic verification on finalists By June 26 On-site Interviews with finalists Baker Tilly sends documentation for finalists to the City The City conducts on-site interviews with finalists Week of June 29 Employment offer made / accepted The City extends employment offer to selected candidate July 7 Benefits to the City of Lake Elmo Selecting Baker Tilly to conduct your executive recruitment provides you with the following benefits: Comprehensive and structured process: Our process is comprehensive and seamless, reflecting our years of interaction with local government employers and prospective candidates. Transparency: Baker Tilly comes to the City without having any preconceived notions or expectations about the Lake Elmo and prospective candidates. The Baker Tilly team works closely with the City to make sure the process is transparent. Confidentiality: Prospective candidates know that their application will be kept confidential, allowing them to express interest in the Fire Chief position without jeopardizing their current employment. Our reputation for ensuring candidate confidentiality as permitted by state and local law means that the City of Lake Elmo can count on maximizing the number of qualified candidates interested in the position. Candidate recruitment: Baker Tilly actively recruits qualified candidates, drawing from our extensive personal and professional connections with capable individuals around the state, region and nation and assuring the City of its access to established managers and rising stars. The ability to widely recruit for prospective candidates is one of the primary benefits of using Baker Tilly. Focused use of the City’s time: Baker Tilly’s comprehensive process incorporates the active participation of City staff at key steps in the process. Our process keeps decision makers fully advised and informed of all aspects of the process without requiring them to expend large amounts of time on the recruitment process or to put aside other pressing issues facing the City. Minimize staff disruption: Baker Tilly’s search process also minimizes disruptions to City staff, some of whom may have addition al duties in this time of transition. Because conducting a thorough recruitment can be time-consuming, Baker Tilly’s involvement allows staff to stay focused on their primary and assigned functions. Thorough evaluation of candidates: The City of Lake Elmo seeks a Fire Chief of sound professional and personal character. Baker Tilly’s process includes a thorough evaluation of the final candidates, including detailed information from references and a careful review of background records. City of Lake Elmo Page | 11 3. Proposed fees The all-inclusive professional fee to conduct the recruitment is provided below. The all-inclusive professional fee includes the cost of professional services by the project team co-leaders, the project support staff and all project-related expenses such as advertising, preparation of the recruitment brochure, printing, candidate background, reference and academic verification checks and travel expenses for on-site visits. Travel expenses incurred by candidates for on-site interviews with the client are not the responsibility of Baker Tilly and are handled directly by the client organization. The all-inclusive professional fee will be billed in four installments: 30% of the fee will be billed at the beginning of the recruitment; 30% at the implementation of Phase I; 30% at the implementation of Phase II; and 10% upon acceptance of an offer by the candidate. All questions regarding the professional fees and project-related expenses should be directed to Sharon Klumpp at sharon.klumpp@bakertilly.com ; via phone at (651) 223 3053 or Patty Heminover at patty.heminover@bakertilly.com; via phone at (651) 223 3058. Phase Description of Professional Services Fee Phase I Task 1 Candidate profile development/advertising/marketing (includes one day on site by project team co-leaders) Task 2 Identify quality candidates Phase II Task 3 Screening of applications and submission of recommended semi-finalists to client (includes one day on site by the project team co-leaders) Task 4 Reference checks, background checks and academic verifications Phase III Task 5 Final process/on-site interviews with finalists (includes two days on site by project team co-leaders) Conclusion Acceptance of offer by candidate TOTAL ALL-INCLUSIVE PROFESSIONAL FEE $23,500 Additional Search Services, If Requested Fee On rare occasions, Baker Tilly is asked to provide additional search services that are not included in this scope of service or to provide more than three on-site visits to the City. Additional work specifically requested by the City which is outside of the scope of this project will be invoiced at the hourly rate of $220 plus expenses. Baker Tilly will submit a written explanation of the additional services to be provided and the estimated hours that will be required prior to commencing any additional services. $220 per hour plus expenses 3. Proposed fees City of Lake Elmo Page | 12 Options Baker Tilly understands the City’s interest in considering options that could reduce the cost of the search services without jeopardizing the quality of the search. We are open to discussions with you to see how we can tailor the process to meet your objectives using these options are other modifications to the process that you would like to make. Three options that you may wish to consider are listed below: 1. Eliminate the recorded video interview process for a savings of $350. 2. Eliminate the leadership-management assessment for a savings of $750 3. Eliminate Baker Tilly’s participation in the final interview for a savings of $3,000. Note: The Triple Guarantee only applies to services in which Baker Tilly conducts the complete scope of services outlined in this proposal. Triple guarantee Our Triple Guarantee is defined as: 1. A commitment to remain with the recruitment assignment until you have made an appointment for the fees and tasks quoted in this proposal. If you are unable to finalize selection from the initial group of finalists, Baker Tilly will work to identify a supplemental group until you find a candidate to hire. 2. Your executive recruitment is guaranteed for 12 months against termination or resignation for any reason. The replacement recruitment will be repeated with no additional professional fee but will include project-related expenses. Candidates appointed from within your organization do not qualify for this guarantee. This guarantee is subject to further limitations and restrictions of your state laws. 3. Baker Tilly will not directly solicit any candidates selected under this contract for any other position while the candidate is employed with your organization. Negotiations If selected, we will provide the City with our standard engagement terms. Should the City wish to provide alternate terms or proceed on the basis of its own format agreement, we would require the ability to negotiate mutually acceptable t erms and conditions prior to executing a final contract. City of Lake Elmo Page | 13 4. Firm experience References Project team co-leaders Sharon Klumpp and Patty Heminover are the designated project co-leads for the Fire Chief recruitment. Feel free to contact any of the individuals listed below to verify the quality of work Baker Tilly provides to each client as part of these recently completed executive recruitment projects. City of Brooklyn Center, Minnesota Name Kelli Wick Title Human Resources Director Phone (763) 569 3302 Email kwick@ci.brooklyn-center.mn.us Services Selection of Director of Fiscal Services (current), Fire Chief (2018), Public Works/Engineer (2017), Deputy City Manager (2016), Police Chief (2015), Assistant City Engineer (2013) City of Brooklyn Park, Minnesota Name Jay Stroebel Title City Manager Phone (763) 493 8002 Email Jay.Stroebel@BrooklynPark.Org Services Selection of Fire Chief (2018) and City Manager (2015) City of Albert Lea, Minnesota Name Mike Zelenak Title Human Resources Director Phone (507) 377 4333 Email mzelenak@ci.albertlea.mn.us Services Selection of Deputy Fire Chief (2014) Cloquet Area Fire District, Minnesota Name Kevin Schroeder Title Fire Chief Phone (218) 499 4274 Email kschroeder@cloquetafd.com Services Selection of Chief/CEO (in process) 4. Firm experience City of Lake Elmo Page | 14 Experience The following is a list of executive recruitments recently conducted by members of the Baker Tilly team. List of relevant projects: 2015 to present Year Client State Project Population 2015 Addison TX Police Chief 15,368 2015 Brooklyn Center MN Police Chief 31,006 2015 Fulton County GA Chief of Police 984,293 2015 Greensboro NC Fire Chief 279,639 2015 Institute for Building Technology and Safety VA Executive Director 2015 Lower Allen Township PA Public Safety Director 17,980 2015 Prince George County VA Police Chief 37,253 2015 Richardson TX Assistant Police Chief 104,475 2015 Roanoke County VA Chief of Fire & Rescue 93,524 2015 Sachse TX Police Chief 22,026 2015 San Luis AZ Chief of Police 31,180 2015 University of Minnesota MN Police Chief 52,000 2016 Fairmont MN Police Chief 10,434 2016 Grand Rapids MI Fire Chief 192,294 2016 Greensboro NC Assist City Manager, Public Safety 279,639 2016 Lancaster TX Police Chief 38,071 2016 Loveland CO Police Chief 71,334 2016 Tarrant County College District TX Director or Emergency Management 2016 Warrensburg MO Chief of Police 19,927 2017 Albemarle County VA 911 Executive Director 103,000 2017 Chesterfield County VA Police Chief 327,745 2017 Goddard KS Police Chief 4,582 2017 Inver Grove Heights MN Police Chief 34,344 2017 St. Louis Park MN Police Chief 47,411 2017 Takoma Park MD Police Chief 17,765 2018 Brooklyn Park MN Fire Chief 79,707 2018 Charlottesville VA Police Chief 46,597 2018 Chickasha OK Police Chief 16,425 2018 Greenbelt MD Police Chief 23,909 2018 Midland TX Police Chief 134,610 2018 North Mankato MN Police Chief 13,439 2018 Pharr TX Police Chief 77,320 2018 Rochester MN Police Chief 114,011 2018 Rockville MD Police Chief 66,940 2018 St. Charles MO Fire Chief 69,293 2018 Stafford County VA Chief of Fire and EMS 136,788 4. Firm experience City of Lake Elmo Page | 15 List of relevant projects: 2015 to present Year Client State Project Population 2019 Brooklyn Center MN Fire Chief 31,006 2019 Cedar Rapids IA Fire Chief 132,228 2019 Clayton MO Police Chief 16,805 2019 Metropolitan Council MN Chief of Metro Transit Police 2,980,000 2019 Mount Pleasant WI Police Chief 26,197 2019 Norfolk VA Fire Chief 246,393 2019 Warrensburg MO Fire Chief 20,168 Current Cloquet Area Fire District MN Fire Chief 11,938 Current Missouri 911 Service Board MO Executive Director Current Raytown MO Police Chief 29,211 City of Lake Elmo Page | 16 5. Project team members The Baker Tilly project team is designed specifically for the City of Lake Elmo. The project team represents experienced professionals who will be working on this Fire Chief recruitment. Our service team is selected to meet four very specific objectives for the City: 1) it represents the staff who will be directly responsible for your projects; 2) it provides a range of expertise to cover the range of service requirements; 3) it provides a national perspective of experience and institutional knowledge to achieve your future objectives; and 4) it represents the commitment to take personal and professional responsibility for the services and outcomes for the City of Lake Elmo. Project team co-leaders Sharon Klumpp, Director T: +1 (651) 223 3053 E: sharon.klumpp@bakertilly.com Patricia Heminover, Director T: +1 (651) 223 3058 E: patty.heminover@bakertilly.com Additional project team members Chuck Rohre, Firm Director T: +1 (214) 466 2436 E: chuck.rohre@bakertilly.com Art Davis, Director T: +1 (816) 868 7042 E: art.davis@bakertilly.com Edward G. Williams, Ph.D., Director T: +1 (214) 842 6478 E: edward.williams@bakertilly.com Michelle Lopez, Recruiting Coordinator T: +1 (651) 223 3061 E: michelle.lopez@bakertilly.com Our engagement team has completed nearly 50 successful public safety searches since 2015. 5. Project team members City of Lake Elmo Page | 17 Sharon G. Klumpp Sharon Klumpp, a director with Baker Tilly, has worked on behalf of local governments for more than 35 years and partnered with them to build strong organizations. Baker Tilly Virchow Krause, LLP Director 380 Jackson Street Suite 300 Saint Paul, MN 55101 United States T +1 (651) 223 3053 M +1 (651) 270 6856 sharon.klumpp@bakertilly.com bakertilly.com Education Master of Public Administration University of Kansas (Lawrence, Kansas) Bachelor of Arts, Political Science Miami University (Oxford, Ohio) Sharon specializes in providing executive recruitment, organizational management and facilitation services to local governments and nonprofits. Specific experience - More than 15 years’ experience in executive search and organizational management consulting - Served as associate executive director for the League of Minnesota Cities - Appointed executive director of the Metropolitan Council, a seven-county regional planning agency for the Minneapolis-Saint Paul metropolitan area - Served as city administrator in O akdale, Minnesota and assistant city manager for St. Louis Park Minnesota and Saginaw, Michigan - Private sector experience includes serving as the chief administrative officer for the Minneapolis office of a major global engineering and design firm - Served as an adjunct instructor at Walden University, teaching public administration and organizational change in the University’s School of Management Industry involvement - International City/County Management Association (ICMA) 5. Project team members City of Lake Elmo Page | 18 Patricia Heminover Patty Heminover, a director with Baker Tilly, has more than 20 years of experience in local government. Baker Tilly Virchow Krause, LLP Director 380 Jackson Street Suite 300 Saint Paul, MN 55101 United States T +1 (651) 223 3058 M +1 (651) 968 7841 patty.heminover@bakertilly.com bakertilly.com Education Master of Education, Administration Minnesota State University – Mankato Mini MBA Program, Human Resources Management University of Saint Thomas (Saint Paul, Minnesota) Bachelor of Science, Consumer Science, Business Administration Minnesota State University – Mankato Patty has been with the firm since 2010. Prior to joining Baker Tilly, she was a superintendent, assistant superintendent, director of human resources and director of finance. She brings considerable experience identifying management talent, leading organizational and process improvements, and developing and administering budgets. Specific experience Executive Recruitment, employee development, benefits administration, strategic planning, performance management, market compensation studies, workforce planning, recognition programs and process improvement Experience identifying management talent, leading organization and process improvements, and developing and administering budgets Understanding of human resources and finance Experience working with governing boards Served as superintendent, co -superintendent of schools, director of human resources and finance, director of human resources and business services for two Minnesota school districts Facilitated discussions with legislators at the state level regarding education funding, securing new funding for a Minnesota school district Industry involvement – Minnesota Association of School Administrators (MASA) – American Association of School Administrators (AASA) – Minnesota Association of School Business Officials (MASBO) – River Heights Chamber of Commerce, Member – State Negotiators Association, Minnesota School Board Association – Patty has received a School Finance Award, technology leadership awards and helped establish the first K -12 International Baccalaureate School District in Minnesota Continuing professional education Human Resource Certificate, University of St. Thomas Superintendents Licensure, State of Minnesota 5. Project team members City of Lake Elmo Page | 19 Charles A. Rohre Chuck Rohre, a firm director at Baker Tilly, has more than 35 years of experience managing and consulting in both the private and public sectors. Baker Tilly Virchow Krause, LLP Firm Director 14285 Midway Road Suite 340 Addison, Texas 75001 United States T +1 (214) 466 2436 M +1 (214) 608 7477 chuck.rohre@bakertilly.com bakertilly.com Education Master’s Degree, Human Relations and Management Abilene Christian University (Dallas, Texas) Bachelor of Science, Career Development Abilene Christian University (Dallas, Texas) Chuck is responsible for managing and conducting executive recruitment engagements for the firm to ensure their integrity, timeliness and adherence to budget parameters. He also directs the professional and support staff of the executive recruitment practice to ensure best practices, quality control and customer service goals are met. Specific experience - Manager of the executive recruitment practice - Extensive and successful track record of completed recruitments across the nation, especially in Texas, Colorado, Arizona, and the Midwestern states - Has led more than 400 recruitment engagements in 27 states for key executives such as city and assistant city managers, police chiefs, fire chiefs, library directors, chief information officers, city/county attorneys, parks & recreation directors, finance directors and public works directors, as well as executive directors of not-for-profit and quasigovernmental organizations - Conducted management consulting assignments in a number of disciplines including public safety, career development and strategic planning - Written and presented training in a variety of subject areas including personnel assessment, leadership and management skills, and career development for public sector employees - Prior to beginning his consulting career, served as police chief and director of public safety for North Texas municipalities with populations ranging from 9,000 to 200,000 plus Continuing professional education - Certified Behavior Analyst by TTI, Inc. - Advanced management training at the Institute for Law Enforcement Administration - Federal Bureau of Investigation, LEEDS course - Annual participation in the International City/County Management Association Conference - Annual participation in state and municipal league conference 5. Project team members City of Lake Elmo Page | 20 Art Davis Art Davis, a director with Baker Tilly, has pursued his passion to improve local government and create great communities for more than 30 years. Baker Tilly Virchow Krause, LLP Director 9229 Ward Parkway Suite 104 Kansas City, MO 64114-3311 United States T +1 (816) 912 2036 M +1 (816) 868 7042 art.davis@bakertilly.com bakertilly.com Education Master of Public Administration University of Kansas (Lawrence, Kansas) Bachelor of Arts, Political Science and Public Administration William Jewell College (Liberty, Missouri) Art specializes in providing executive recruit ment and organizational management consulting services for cities, counties and not-for-profits. Specific experience - Successfully launched and expanded his own local government consulting firm over the course of 10 years - Nearly 15 years’ experience in executive recruitment - Community leadership program facilitation - Leadership and management development - Strategic goal setting and strategic planning facilitation - Organizational assessment, design and development - Organization and community facilitation - Served more than six years as associate director for the Civic Council of Greater Kansas City, a nonprofit, 501c4 membership organization comprised of CEOs representing some of the largest companies in the region - Coordinate and organized a strategic and master planning process (and an update of the plan after four years) focused on re-developing downtown Kansas City, involving hundreds of stakeholders - Served nearly six years as city administrator for Lee’s Summit, Missouri and in other local government positions in Kansas - Served as assistant to the Mayor of Dallas, Texas - Led and participated in a wide variety of community initiatives; served on a major hospital board for 13 years and on other not-for-profit boards - Presented with the L.P. Cookingham Award by the Greater Kansas City Chapter of the American Society for Public Administration, recognizing his long-term and outstanding contributions in the field of public administration Industry involvement - International City/County Management (ICMA), member since 1984 5. Project team members City of Lake Elmo Page | 21 Edward G. Williams, Ph.D. Edward Williams recently joined Baker Tilly as a director on our executive recruitment practice group. Baker Tilly Virchow Krause, LLP Director 14285 Midway Road Suite 340 Addison, TX 75001 United States T +1 (214) 842 6478 M +1 (214) 608 6363 edward.williams@bakertilly.com bakertilly.com Languages English Spanish Education Ph.D., Educational Leadership and Policy Analysis University of Missouri (Columbia, Missouri) Master of Higher Education Administration University of Missouri (Kansas City, Missouri) Bachelor of Arts, Education University of Missouri (Kansas City, Missouri) Edward has more than 20 years of collective experience in human resources and organizational development at various levels, and across various disciplines including, state and local government, community and educational institutions. Specific experience - Human resources executive (municipal and state government) - Executive recruitment, employee development, benefits administration, strategic planning, Performance management, market compensation studies, workforce planning, recognition programs and process improvement Industry involvement - Society for Human Resources (SHRM) - Institute for Management Studies (IMS), advisory board - Texas Municipal Human Resources Administration (TMHRA) Community involvement - Directors Ft. Bend Habitat for Humanity, president, vice- president, secretary and member, board of (2014-2019) - AAU basketball coach – middle school boys Continuing professional education - Institute for Management Studies - Houston - International Personnel Management Association 5. Project team members City of Lake Elmo Page | 22 Michelle Lopez Michelle Lopez, a recruiting coordinator at Baker Tilly, has been with the firm since 2017. Baker Tilly Virchow Krause, LLP Recruiting Coordinator 380 Jackson Street Suite 300 Saint Paul, MN 55101 United States T +1 (651) 223 3061 michelle.lopez@bakertilly.com bakertilly.com Education Currently pursuing Bachelor of Science, Project Management Colorado State University – Global Campus Associate in Arts, Liberal Arts Minneapolis Community College (Minneapolis, Minnesota) Michelle assists in the organizational management of the executive recruitment process. Along with coordinating internal workflow, she also works with clients and candidates to ensure objectives are met throughout the process. Specific experience - More than 10 years of administrative support experience for multiple departments, including human resources and marketing - Four years of experience in information technology help desk and support - Survey and data reporting - Reference checks for potential candidates - Interview coordination and scheduling - Recruitment marketing research and organization City of Lake Elmo i Appendices Appendix I: sample brochure THE COMMUNITY Comprised of 8.5 square miles, Brooklyn Center, Minnesota, is an inner ring suburb in the Minneapolis -Saint Paul Metropolitan Area situated on the banks of the Mississippi River. The City is home to a richly diverse population of 31,006 residents. Brookl yn Center residents enjoy easy access to Hwy 100, I -94/694, Hwy 252, and Hwy 169; the commute to downtown Minneapolis is six minutes while the commute to Saint Paul is 15 minutes. The City of Brooklyn Center takes prides in its neighborhoods; it offers prospective homeowners many choices from starter homes to residences with riverfront views to assisted living environments for senior adults. Brooklyn Center’s parks and nature areas contribute to its attractive quality of life. Combined with a 20-mile trail system extending to all neighboring communities and the Mississippi River, residents can walk or bicycle throughout the city and much of the northwest metro. Earle Brown Days, Surly Darkness Days, and National Night Out are major annual events enjoyed by the community. Four school districts serve the City of Brooklyn Center, including Brooklyn Center Community Schools, Anoka-Hennepin, Osseo Area Schools, and Robbinsdale Area Schools. A variety of private and parochial education opportunities are also available. Brooklyn Center is home to the headquarters for Caribou Coffee, an FBI regional field office, and the Earle Brown Heritage Center, a City-owned and-operated conference and event center. Shingle Creek Crossing is a major new retail development located in the heart of the City. Major Brooklyn Center employers include Promeon, Inc., a division of Medtronic; Luther Auto Group; and the University of Minnesota Physicians. CITY OF BROOKLYN CENTER, MINNESOTA FIRE CHIEF THE ORGANIZATION The City of Brooklyn Center is organized under the Council-Manager plan prescribed by the City’s Home Rule Charter. The City is governed by a five- member City Council; and the City Manager is responsible for administrative operations and implementation of Council policies. The City provides a full range of municipal services to its citizens. The City has a 2019 General Fund Budget of $22.4 million and an AA credit rating. The City has a full-time staff of 166 employees. THE DEPARTMENT The Brooklyn Center Fire Department provides fire services to 31,006 people living within the municipal boundaries. Services provided include responding to fires, five types of major emergency medical calls (heart, trouble breathing, unconscious, drowning, and stroke), emergency preparedness, fire code inspections for commercial and industrial units as well as rental units, and fire education and prevention. Dispatching services are provided by Hennepin County. The department operates out of two stations with a goal of arriving at an emergency scene within nine minutes, and is also home to the new emergency management center. The Fire Department consists of four full-time staff, including the fire chief, the deputy fire chief, a fire inspector, an administrative coordinator and an authorized complement of 40 paid- on-call firefighters, some of whom also serve as fire officers and public education officers. Desired Capabilities • Demonstrates unquestioned integrity; promotes ethical behavior • Passionate about fire services; takes a holistic approach to public safety • Proven problem-solver; effectively identifies and researches options to address an issue and follows through on a course of action • Exceptional communicator; effectively navigates language barriers • Understands and appreciates the challenges of managing a paid-on call department • Fair and consistent; gives clear direction and holds employees accountable • Approachable and accessible to the department, City leadership, and the community • Positive, forward-thinking approach • Open and receptive to new ideas • Displays a strong customer-service orientation in working with residents and businesses • Exercises initiative; makes decisions using sound judgment • Demonstrates cultural competency; has the ability to develop and maintain relationships with diverse communities • Actively mentors and coaches firefighters and develops future leaders • Inspires fire fighters; builds consensus and develops a sense of camaraderie throughout the department • Experienced manager with familiarity in budgeting and addressing personnel matters • Participates actively in City leadership team meetings; regularly shares information and works cooperatively with other departments THE POSITION The Fire Chief is responsible for planning, directing, and managing all fire prevention, fire inspection, fire suppression, and emergency rescue services in Brooklyn Center. In addition, the Fire Chief serves as the City ’s emergency management officer. The position directly supervises the Deputy Fire Chief, the Fire Inspector and the Administrative Coordinator and indirectly supervises the paid-on-call fire fighters. The Fire Chief reports to the City Manager and is responsible for an annual 2019 operating budget of $1.5 million. Major responsibilities and duties assigned to the Fire Chief include: • Projects and fulfills staffing needs and ensures the training and development of department personnel • Maintains regular departmental communication and cultivates a strong department team • Formulates fire department policies; ensures prompt response to calls for service and effective suppression and emergency rescue results • Prepares budgets and controls department expenditures • Evaluates existing equipment and facilities; recommends replacement schedules • Performs or directs the performance of administrative duties • Ensures the effective utilization of approved rescue and firefighting techniques • Oversees fire investigations and reports • Coordinates with the State Fire Marshal’s office and the Police Department on potential arson investigations • Oversees all fire inspections for applicable buildings, reviews reports, and recommends prevention measures • Works in cooperation with other neighboring communities and other departments on fire services, public safety, and emergency management issues Leadership Opportunities Strategic direction. The Fire Chief will work with City leaders and department personnel to develop a strategic direction to guide and promote fire services operations, including education, prevention, and fire code compliance. The Fire Chief will also evaluate the effectiveness of the department’s staffing model and recommend changes if needed. Recruitment and retention. The Fire Department’s organizational paid-on call structure requires on-going attention to the recruitment of new department members and retention of existing members. The Fire Chief will develop and implement strategies to attract new fire fighters and work with existing members to increase retention. Inclusion and diversity. Inclusion and diversity are core values for the City of Brooklyn Center and all of its operating departments. The Fire Chief will be a champion for inclusion and diversity and will increase diversity within the Fire Department to be more reflective of the community it serves. Community engagement. The Fire Chief will be visible in and engaged with the Brooklyn Center community. From neighborhoods and schools to businesses, the Fire Chief will provide leadership in promoting information about fire services and fire education. Emergency management. The Fire Chief will take an active role and work in cooperation with other departments to ensure emergency management plans and procedures are up-to-date and the City team is trained in anticipation of future emergencies. Springsted Incorporated 380 Jackson Street Suite 300 Saint Paul, MN 55101 Phone: 651.223.3000 Fax: 651.223.3002 EDUCATION AND EXPERIENCE This position requires a minimum of ten years of continuous fire service employment and three years of increasingly responsib le command and management experience at the Executive Officer level (Fire Chief, Deputy Fire Chief, Assistant Fire Chief, or Batt alion Chief). A Bachelor’s degree with major course work or experience in fire science, fire administration, public administration, or a related field is strongly desired; equivalent education and experience will be considered. Experience working in a paid -on-call or combination department is a plus. Qualified candidates must demonstrate strong leadership, interpersonal, and outreach skills and have a broad knowledge of fire services. Experience in department administration, budgeting, and human resources is required. COMPENSATION AND BENEFITS The 2019 salary range is $109,161 – $133,846; starting salary depending upon experience and qualifications. Comprehensive benefits package available, including participation in the PERA Police and Fire pension plan. APPLICATION AND SELECTION PROCESS Qualified candidates should submit their cover letter and resumé online by visiting our website at: https://springsted- waters.recruitmenthome.com/postings/2234. This position is open until filled; however, first consideration will be given to resumes received by March 1, 2019. Following this date, applications will be screened against criteria outlined in this brochure. Fo r more information, please contact Sharon Klumpp at sklumpp@springsted.com or by calling 651.223.3053. The City of Brooklyn Center, Minnesota is an Equal Opportunity Employer For more information about Brooklyn Center, please see their website at: http://www.cityobfrooklyncenter.org/ City of Lake Elmo vi Appendices Appendix II: sample excerpt of TTI report Workplace Behaviors ® Candidate Name The following graph is designed as a visual comparison between the position and the applicant for each behavioral factor. The highlighted area denotes the position-related score for each behavioral factor. The applicant's score is denoted by the darker red, yellow, green and blue line. The closer the applicant's score aligns to the position's score, the better the applicant will perform in the position with respect to behavior. 100 90 80 70 60 50 40 30 20 10 D 96 71 I 82 75 S 8 36 C 22 46 0 Candidate Name Job Job Range (20 point range) 16 Candidate Name Copyright © 2006-2019. Target Training International, Ltd.Baker Tilly The Success Insights ® Wheel C O N D UCTORPERSUADERP R O M O TERRELA T E RSUPPOR T E RCOORDINATORANALYZER I M P L E MENTOR 1 2 3 45 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 3233 34 35 36 37 38 39 40 41 42 43 44 45 46 47 4849 50 51 52 53 54 55 56 57 5859 60 Job - (13) PROMOTING PERSUADER Candidate - (12) CONDUCTING PERSUADER 17 Candidate Name Copyright © 2006-2019. Target Training International, Ltd.Baker Tilly Comparison Analysis For Consulting and Coaching Job Competencies Hierarchy Zone Range Person 1. Customer Focus 91 100 50 2. Teamwork 74 100 67 3. Interpersonal Skills 72 92 73 4. Influencing Others 86 100 68 5. Flexibility 83 100 78 6. Creativity and Innovation 66 84 62 7. Leadership 75 93 85 Primary Driving Forces Cluster Zone Range Person 1. Collaborative 35 57 6 2. Selfless 40 62 61 3. Harmonious 35 57 0 4. Receptive 22 45 29 Job Behavioral Hierarchy Zone Range Person 1. Competitive 73 100 90 2. Interaction 60 84 90 3. Versatile 54 74 100 4. Frequent Change 52 72 92 Exact match Good compatibility Fair compatibility Poor compatibility Over-focused Candidate Name Copyright © 2006-2019. Target Training International, Ltd.Baker Tilly City of Lake Elmo, MN Fire Chief Building Official Finance Director Recruitment Proposal March 31, 2020 630 Dundee Road Suite 130 Northbrook, IL 60062 847-380-3240 info@GovHRusa.com 2 City of Lake Elmo, Minnesota – Fire Chief, Building Official, & Finance Director Table of Contents About Us _______________________________________________ 3 Our Team ______________________________________________ 4 References _____________________________________________ 5 Scope of Services ________________________________________ 7 Project Timeline _________________________________________ 11 Project Cost _____________________________________________ 12 Summary of Guarantee____________________________________ 16 Contract Signature Page___________________________________ 17 Optional Assessment Center________________________________ 18 Optional Services_________________________________________ 19 Consultant Full Biography__________________________________ 20 3 City of Lake Elmo, Minnesota – Fire Chief, Building Official, & Finance Director About Us GovHR is a public management consulting firm serving local government clients and other public-sector entities across the country. Our headquarters are in Northbrook, Illinois. We are a certified Female Business Enterprise in the State of Illinois and work exclusively in the public and non-profit sectors. GovHR offers customized executive recruitment services, management studies and consulting projects for local government and organizations who work with local government. Please note the following key qualifications of our firm: Since our establishment in 2009, our consultants have conducted more than 450 recruitments in 31 states, with an increase in business of at least 30% each year. Twenty-eight (28%) of our clients are repeat clients, the best indicator of satisfaction with our services. Surveys of our clients show that 94% rate their overall experience with our firm as Outstanding and indicate they plan to use our services or highly recommend us in the future. Our state of the art processes, including extensive use of social media for candidate outreach and video interviews with potential finalist candidates, ensure a successful recruitment for your organization. Our high quality, thorough recruitment brochure reflects the knowledge we will have about your community and your organization and will provide important information to potential candidates. We are committed to providing you with a pool of candidates that reflects the diversity of your community. We support the following organizations with our time as well as provide financial resources: National Forum for Black Public Administrators, Local Government Hispanic Network, League of Women in Government and Engaging Local Government Leaders. About the Owners GovHR is led by Heidi Voorhees, President, and Joellen Cademartori, Chief Executive Officer. Ms. Voorhees has conducted more than 250 recruitments in her management consulting career, with many of her clients repeat clients, attesting to the high quality of work performed for them. In addition to her 17 years of executive recruitment and management consulting experience, Ms. Voorhees has 19 years of local government leadership and management service, including ten years as the Village Manager for the Village of Wilmette, Illinois. Ms. Cademartori is a seasoned manager, with expertise in public sector human resources management. She has held positions from Human Resources Director and Administrative Services Director to Assistant Town Manager and Assistant County Manager. Ms. Cademartori has worked in forms of government ranging from Open Town Meeting to Council-Manager and has supervised all municipal and county departments ranging from Public Safety and Public Works to Mental Health and Social Services. She has worked in Massachusetts, North Carolina, and Illinois. A note about COVID-19 -- GovHR USA makes extensive use of technology for video interviews with candidates and can utilize this same technology for meetings with clients should COVID-19 impact travel or meeting plans. GovHR USA reserves the right to conduct client meetings by video or telephone, after consulting with the client, should there be a concern about travel. At the present time, GovHR USA plans to be on site for any anticipated client meetings; however, we want to be prepared should there be disruptions in planned travel or if clients need to make other arrangements. 4 City of Lake Elmo, Minnesota – Fire Chief, Building Official, & Finance Director Our Team Consultant for Fire Chief Recruitment Tim Sashko Vice President 847-561-3886 TSashko@GovHRusa.com Consultant for Building Official & Finance Director Recruitments Charlene Stevens Vice President Cottage Grove, MN 847-380-3240 CStevens@GovHRusa.com Proposal Inquiry: Laurie Pederson Administrative Services Director 847-380-3198 LPederson@GovHRusa.com GovHR Owners: Heidi J. Voorhees President 847-380-3243 HVoorhees@GovHRusa.com Joellen J. Cademartori Chief Executive Officer 847-380-3239 JCademartori@GovHRusa.com 5 City of Lake Elmo, Minnesota – Fire Chief, Building Official, & Finance Director References The following references can speak to the quality of service provided by GovHR. _____________________________________ Village of West Dundee, Illinois Joe Cavalarro Village Manager 102 S. Second Street West Dundee, IL 60118 847-551-3800 jcavallaro@wdundee.org Recruitments conducted: Fire Chief, 2020 Director of Public Works, 2014 Community Development Director, 2014 City of Winchester, Virginia Paula Nofsinger Human Resources Director Rouss City Hall 15 North Cameron Street Winchester, VA 22601 540-667-1816 Paula.nofsinger@winchesterva.gov Recruitments conducted: Fire Chief, 2019 City of Wauwatosa, Wisconsin James Archambo, City Administrator 7725 W. North Ave. Wauwatosa, WI 53213 414-479-8915 jarchambo@wauwatosa.net Recruitments conducted: Human Resources Director, 2018 Fire Chief, 2018 Health Officer, 2016 Director of Public Works, 2016 Assessor, 2014 IS Director, 2014 Director of Public Works, 2010 Director of Finance, 2010 Director of Finance, 2010 Fire Chief, 2010 Economic Development Director, 2009 6 City of Lake Elmo, Minnesota – Fire Chief, Building Official, & Finance Director References - Continued City of Baraboo, Wisconsin Mayor Mike Palm City of Baraboo 101 South Blvd. Baraboo, WI 53913 608-355-2715 mpalm@cityofbaraboo.com Recruitments conducted: City Administrator, 2019 Dunn County, Wisconsin Paul Miller County Manager 800 Wilson Avenue, Room 103 Menomonie, WI 54751 715-232-2429 pmiller@co.dunn.wi.us Recruitments conducted: Human Resources Director, 2019 County Manager, 2016 Town of Blacksburg, Virginia Steven Ross Deputy Town Manager 300 South Main Street Blacksburg, VA 24060-9003 540-443-1005 sross@blacksburg.gov Recruitments conducted: Human Resources Director, 2019 _____________________________________ 7 City of Lake Elmo, Minnesota – Fire Chief, Building Official, & Finance Director Scope of Services – Full Scope Recruitment A typical recruitment and selection process takes approximately 175 hours to conduct. At least 50 hours of this time is administrative, including advertisement placement, reference interviews, and due diligence on candidates. We believe our experience and ability to professionally administer your recruitment will provide you with a diverse pool of highly qualified candidates for your position search. GovHR clients are informed of the progress of their recruitment throughout the entire process. We are always available by mobile phone or email should you have a question or need information about the recruitment. Phase I: Position Assessment, Position Announcement & Brochure One-on-one or group interviews will be conducted with stakeholders identified by the client to develop the Recruitment Brochure. We have a variety of other options for gathering input: Dedicated email and surveys to obtain feedback from stakeholder groups Public Forums conducted by our consultants A combination of the above items can be used to fully understand community and organizational needs and expectations for the position. Development of a Position Announcement to be placed on websites and social media Development of a thorough Recruitment Brochure for client review and approval Agreement on a detailed Recruitment Timetable – a typical recruitment takes between 90 to 120 days from the time you sign the contract to appointment of the finalist candidate. Phase II: Advertising, Candidate Recruitment & Outreach We make extensive use of social media as well as traditional outreach methods to ensure a diverse and highly qualified pool of candidates. In addition, our website is well known in the local government industry – we typically have 6,000 visits to our website each month. Finally, we develop a database customized to your recruitment and can do an email blast to thousands of potential candidates. Phase II will include the following: GovHR consultants will personally identify and contact potential candidates in person, via email, and also via telephone. Develop a database of potential candidates from across the country unique to the position and to the client, focusing on: Leadership and management skills Size of organization Experience in addressing challenges and opportunities also outlined in Phase I The database will range from several hundred to thousands of names and an email blast will be sent to each potential candidate. 8 City of Lake Elmo, Minnesota – Fire Chief, Building Official, & Finance Director Scope of Services - Continued Placement of the Position Announcement in appropriate professional online publications: Public sector publications & websites Social media LinkedIn (over 15,000 connections) Facebook Twitter Instagram GovHR will provide you with a list of advertising options for approval PHASE III: Candidate Evaluation & Screening Phase III will include the following steps: Review and evaluation of candidates’ credentials considering the criteria outlined in the Recruitment Brochure Candidates will be narrowed down to those candidates that meet the qualification criteria Candidate evaluation process: o Completion of a questionnaire explaining prior work experience o Live Video Interview (45 minutes to 1 hour) conducted by consultant with each finalist candidate o References (at least 2 references per candidate will be contacted at this time) o Internet/Social Media search conducted on each finalist candidate All résumés will be acknowledged and inquiries from candidates will be personally handled by GovHR, ensuring that the client’s process is professional and well regarded by all who participate. Phase IV: Presentation of Recommended Candidates Phase IV will include the following steps: GovHR will prepare a Recruitment Report presenting the credentials of those candidates most qualified for the position. GovHR will provide a binder which contains the candidates’ materials along with a “mini” résumé for each candidate so that each candidate’s credentials are presented in a uniform way. Client will receive a log of all applicants and may review résumés if requested. Report will arrive in advance of the Recruitment Report/Presentation. GovHR will spend approximately 2 hours with the client reviewing the recruitment report and providing additional information on the candidates. 9 City of Lake Elmo, Minnesota – Fire Chief, Building Official, & Finance Director Scope of Services - Continued Phase V: Interviewing Process & Background Screening Phase V will include the following steps: GovHR will: Develop the first and second round interview questions for your review and comment Coordinate candidate travel and accommodations Provide you with interview books that include: Candidates Credentials Set of questions with room for interviewers to make notes Evaluation sheets to assist interviewers in assessing the candidate’s skills and abilities Background screening* will be conducted along with additional references contacted: *Per state and federal regulations GovHR will work with you to develop an interview schedule for the candidates, coordinating travel and accommodations. GovHR consultants will be present for all the interviews, serving as a resource and facilitator. GovHR will coordinate a 2-Step Interview process. The first round interviews will include five or six candidates. The second round interviews will include two or three candidates. GovHR will supply interview questions and an evaluation form. In addition to a structured interview, the schedule can incorporate: Tour of client facilities Interviews with senior staff Background Screening Process 10 City of Lake Elmo, Minnesota – Fire Chief, Building Official, & Finance Director Scope of Services - Continued Phase VI: Appointment of Candidate GovHR will assist you as much as you request with the salary and benefit negotiations and drafting of an employment agreement, if appropriate. GovHR will notify all applicants of the final appointment, providing professional background information on the successful candidate. 11 City of Lake Elmo, Minnesota – Fire Chief, Building Official, & Finance Director Project Timeline Week 1 Week 2 Week 3 Week 4 Week 5 Week 6 Week 7 Week 8 Week 9 Week 10 Week 11 Week 12 Weeks 1 & 2 Phase 1: On Site Interviews & Brochure Development Weeks 3 thru 6 Phase 2: Advertising, Candidate Recruitment & Outreach Weeks 7 & 8 Phase 3: Candidate Evaluation & Background Screening Week 9 Phase 4: Presentation of Recommended Candidates Week 10 Phase 5: Interview Process & Additional Background Screening Weeks 11 & 12 Phase 6: Appointment of Candidate Phase I Phase III Phase IV Phase V Phase VI Phase II 12 City of Lake Elmo, Minnesota – Fire Chief, Building Official, & Finance Director Full Scope Recruitment – Price Proposal Summary of Costs: The cost proposal is predicated on three consultant visits to the Client. 1. Recruitment brochure interview process (up to two full days and one night). 2. Presentation of recommended candidates. 3. Interview Process Any additional consultant visits requested by the Client will be billed at $125/hour; $500 for a half day and $950 for a full day. The additional visits may also result in an increase in the travel expenses and those expenses will be billed to the client. Payments for Fees & Services: Professional fees and expenses will be invoiced as follows: 1st Payment: 1/3 of the Recruitment Fee (invoice sent upon acceptance of our proposal). 2nd Payment: 1/3 of the Recruitment Fee and expenses incurred to date (invoice sent following the recommendation of candidates). Final Payment: 1/3 of the Recruitment Fee and all remaining expenses (invoice sent after recruitment is completed). Recruitment expenses will be itemized in detail. Payment of invoices is due within thirty (30) days of receipt (unless the client advises that its normal payment procedures require 60 days.) Recruitment Fee: 1st Recruitment: $14,000 2nd Recruitment: $13,500 3rd Recruitment: $13,500 ____________________________ Recruitment Expenses: (not to exceed) Expenses include consultant travel, shipping, support services, candidate due diligence efforts, recruitment portfolio materials, etc. Fire Chief Recruitment: $5,000 Building Official Rec.: $2,250 Finance Director Rec.: $2,250 ____________________________ Advertising: *Advertising costs over $2,500 will be placed only with client approval. Client is billed only for actual cost. 1st Recruitment: $2,500* 2nd Recruitment: $2,500* 3rd Recruitment: $2,500* _____________________________ Total: $58,000** **This fee does not include travel and accommodations for candidates interviewed. Recruitment brochures are produced as electronic files. 13 City of Lake Elmo, Minnesota – Fire Chief, Building Official, & Finance Director Limited Scope Recruitment Summary of Services: GovHR offers Clients a "Limited Scope" recruitment process, designed for clients who require only partial assistance with a recruitment. The first several components of a Limited Scope Recruitment Process and a Full Recruitment and Selection Process are similar. The consultant will: Visit the community and meet with employees and other stakeholders Develop and place the position announcement on websites and on social media outlets Conduct outreach for candidates via personal and electronic contacts Review all resumes for fit for position Conduct video interviews. Complete two references for each finalist candidate Prepare a Recruitment Portfolio that includes the information on the recommended candidates. This will be provided to the client a few days in advance of a candidate presentation meeting. At this point in the Limited Scope Recruitment process, GovHR involvement will be complete. The key differences between the Limited Scope Recruitment Process and the Full Recruitment and Selection Process are: A Recruitment Flyer, instead of a full Brochure, will be prepared for the Limited Scope Recruitment. This flyer will be distributed as a .pdf file. The Limited Scope Recruitment will include only the presentation of a single Recruitment Portfolio . Any additional books will cost $35 each, plus postage. GovHR will not conduct background investigations (court, credit, motor vehicle records checks, etc.) GovHR will not offer any guarantee regarding the selection and tenure of the candidates. GovHR will bill the client immediately after presentation of candidates and will not redo the recruitment and selection process if the Client is unsuccessful in hiring someone from the group of recommended candidates. Development of interview questions, second interview questions, and assistance with contract negotiations will be the responsibility of the client. 14 City of Lake Elmo, Minnesota – Fire Chief, Building Official, & Finance Director Limited Scope Recruitment – Price Proposal Summary of Costs: The cost proposal is predicated on two consultant visits to the Client. 1. Recruitment flyer interview process 2. Presentation of recommended candidates. Any additional consultant visits requested by the client will be billed at $125/hour; $500 for a half day and $950 for a full day. The additional visits may also result in an increase in travel expenses and those expenses will be billed to the client. Payments for Fees & Services Professional fees and expenses will be invoiced as follows: 1st Payment: 1/2 of the Recruitment Fee (invoice sent upon acceptance of our proposal). Final Payment: 1/2 of the Recruitment Fee and expenses incurred (invoice sent following the recommendation of candidates). Recruitment expenses will be itemized in detail. Payment of invoices is due within thirty (30) days of receipt. Recruitment Fee: 1st Recruitment: $12,500 2nd Recruitment: $12,000 3rd Recruitment: $12,000 ____________________________ Recruitment Expenses: (not to exceed) Expenses include consultant travel, shipping, support services, candidate due diligence efforts, recruitment portfolio materials, etc. Fire Chief Recruitment: $4,000 Building Official Rec.: $1,850 Finance Director Rec.: $1,850 ____________________________ Advertising: *Advertising costs over $2,500 will be placed only with client approval. Client is billed only for actual cost. 1st Recruitment: $2,500* 2nd Recruitment: $2,500* 3rd Recruitment: $2,500* _____________________________ Total: $51,700* 15 City of Lake Elmo, Minnesota – Fire Chief, Building Official, & Finance Director Virtual Recruitment – Price Proposal GovHR offers a condensed process called a “Virtual Recruitment”. GovHR services will include the following: Telephone conference regarding the position and the recruitment process. Review of position job description and any prior position announcements. Preparation of two-page position announcement for client review and approval. Posting of position announcement on GovHR’s website and social media sources (Twitter, Facebook, LinkedIn, Instagram). Distribution of position announcement to relevant professional network contacts via direct e-mail or telephone. Preparation of matrix for client review and approval that identifies key position requirements with which to evaluate candidates. Review of each candidate’s qualifications against key position requirements and presentation of candidate matrix. Payments for Fees & Services Professional fees and expenses will be invoiced as follows: 1st Payment: 1/2 of the Recruitment Fee (invoice sent upon acceptance of our proposal). Final Payment: 1/2 of the Recruitment Fee and expenses incurred. (invoice sent following the candidate matrix). Recruitment expenses will be itemized in detail. Payment of invoices is due within thirty (30) days of receipt (unless the client advises that its normal payment procedures require 60 days.) Recruitment Fee: 1st Recruitment: $7,500 2nd Recruitment: $7,000 3rd Recruitment: $7,000 ____________________________ Advertising: *Advertising costs over $1,500 will be placed only with client approval. Client is billed only for actual cost. 1st Recruitment: $1,500* 2nd Recruitment: $1,500* 3rd Recruitment: $1,500* _____________________________ Total: $26,000* Optional Virtual Recruitment Services: Candidate Background Check: $250 per candidate plus $30 per degree verification (per candidate, per degree) Preparation of Interview Questions: $250 flat fee per set of questions provided. Reference Checks: 3 references on the finalist candidate, $75 per reference. 16 City of Lake Elmo, Minnesota – Fire Chief, Building Official, & Finance Director Guarantee GovHR Guarantee (applies to Full Scope recruitment only) GovHR is committed to assisting our clients until a candidate is appointed to the position. Therefore, no additional professional fee will be incurred if the client does not make a selection from the initial group of recommended candidates and requests additional candidates be developed for interview consideration. Additional reimbursable expenses may be incurred should the recruitment process require consultant travel to the Client beyond the planned three visits. Upon appointment of a candidate, GovHR provides the following guarantee: should the selected and appointed candidate, at the request of the client or the employee’s own determination, leave the employ of the client within the first 12 months of appointment, we will, if desired, conduct one additional recruitment for the cost of expenses and announcements only. This request must be made within six months of the employee’s departure. Why Choose GovHR? We are a leader in the field of local government recruitment and selection with experience in more than 31 states, in communities ranging in population from 1,000 to 1,000,000. More than 28% of our clients are repeat clients showing a high level of satisfaction with our work. We encourage you to call any of our previous clients. We are committed to bringing a diverse pool of candidates to your recruitment process. We network extensively with state, city and county management associations, attending more than 20 state and national conferences each year. In addition, we support and attend the meetings of League of Women in Government, the Local Government Hispanic Network, National Forum for Black Public Administrators and Engaging Local Government Leaders. We conduct comprehensive due diligence on candidates. Before we recommend a candidate to you, we will have interview them via video, conducted reference calls, and media and social media searches. Our knowledge of local government ensures that we can ask probing questions that will verify their expertise. We are your partners in this important process. You are welcome to review all the resumes we receive and we will share our honest assessment of the candidates. Our goal is your complete satisfaction. We are committed to working with you until you find the candidate that is the best fit for your position. 17 City of Lake Elmo, Minnesota – Fire Chief, Building Official, & Finance Director Signature Page We believe we have provided you with a comprehensive proposal; however, if you would like a service that you do not see in our proposal, please let us know. We can most likely accommodate your request. This proposal will remain in effect for a period of six months from the date of the proposal. We look forward to working with you on this recruitment and selection process! Client Name/Organization___________________________________________________________ Client Contact Name/Position _________________________________________________________ Signature ___________________________________________________________________________ Date ______________________ Billing Contact _____________________________________________________________________ Billing Contact Email ________________________________________________________________ PLEASE SELECT ONE: Full Recruitment Service Limited Recruitment Service Virtual Recruitment Service 18 City of Lake Elmo, Minnesota – Fire Chief, Building Official, & Finance Director Optional Assessment Center If requested, GovHR will perform an Assessment Center for candidates selected for interview as part of the selection process. An Assessment Center is a useful tool for identifying and evaluating the strengths, areas for improvement, skills, and abilities of the candidates. GovHR consultants will prepare all the related documents and scoring sheets for any three (3) of the following exercises to be completed on the Assessment Center day: ♦ In-Basket Exercise ♦ Written/Oral Presentation Exercise ♦ Leaderless Group Exercise ♦ Structured Interview ♦ Budget Analysis Exercise ♦ Personnel Issues Exercise ♦ Other exercise of the Client’s choosing Optional Assessment Center Fee: $7,500* *The fee assumes that the Assessment Center will be held on one day and be limited to no more than five candidates. For each additional candidate, the fee will increase by $750. The fee includes the preparation of the Assessment Center material and a written report outlining the findings of the Assessment Center as reported by the Assessors. We will assist the client in selecting three (3) professionals from outside the organization to serve as Assessors in evaluating each candidate’s strengths and weaknesses. The client will be responsible for paying a $500 stipend to each Assessor (and possible mileage or other transportation costs for the assessors). The Assessment Center fee does not include lodging, travel and meal expenses for the GovHR facilitator(s) to be on-site for the Assessment Center. Actual expenses will be billed in addition to the fee. If the client chooses to add the Assessment Center option, the fees and expenses for this will be billed separately. 19 City of Lake Elmo, Minnesota – Fire Chief, Building Official, & Finance Director Optional Services GovTemps USA Need an Interim? GovTempsUSA, a subsidiary of GovHR USA, specializes in the temporary placement of positions in local government. The firm offers short-term assignments, in addition to long-term and outsourced arrangements. Our placement professionals at GovTempsUSA have typically enjoyed distinguished careers in local government and displayed a commitment to public service throughout their career. Recorded One-Way Video Interview of Candidates Candidates we recommend for your consideration can complete a one way video interview with 3 to 5 questions that will be recorded and which you can review electronically at your convenience. This can occur prior to making your decision on which candidates to invite for an interview. Cost $100 per candidate. Leadership/Personality Testing GovHR has experience working with a wide variety of leadership and personality assessment tools, depending on the qualities and experiences the client is seeking in their candidates. These include but are not limited to Luminaspark, Caliper, DISC and others. Depending on the evaluation type selected fees can range between $100 to $500 per candidate. 360° Evaluation As a service to the Client, we offer the option to provide you with a proposal for a 360° performance evaluation for the appointed position at six months into his or her employment. This evaluation will include seeking feedback from both elected officials and department directors, along with any other stakeholder the Client feels would be relevant and beneficial. This input will be obtained on a confidential basis with comments known only to the consultant. If you are interested in this option, GovHR will prepare a proposal for this service. Citizen Involvement in the Recruitment Process GovHR has entered into an exclusive strategic partnership with Polco. Polco provides the tools for municipalities to collect citizens’ views. Community responses are validated using the local voter database to verify the responses. Civic engagement is enhanced by using websites, widgets, and apps to meet the citizens where they are. Citizens become more active and informed participants in the process by voicing their views to municipal leaders and other citizens. Polco makes voicing opinions accessible, easy and convenient. It is an excellent tool that can be used to solicit input during the recruitment process and can be used in the future for a wide variety of purposes related to civic engagement. This is an optional service. Pricing available upon request. 20 City of Lake Elmo, Minnesota – Fire Chief, Building Official, & Finance Director Consultant Biography TIM SASHKO Vice President Chief T.E. Sashko (retired) is a Vice President with GovHRUSA and is a 38-year veteran of the fire service. He began serving in the fire service as a paid-on-call firefighter/paramedic with the Village of Buffalo Grove, IL in 1979, retiring as the Chief in 2007. He was then selected to serve as the Fire Chief in the Village of Mundelein, IL from 2007 until April 30, 2015. He also served as the Emergency Management Coordinator for both municipalities while fire chief. Chief T.E. Sashko served as the Executive Director for the Illinois Fire Chiefs Association from 2015 until 2017. He has been a member of the Lake County Board of Health since 2003 and was honored to be elected as the President in November of 2013 and continues to function in that role. The Lake County Health Department is a $85 million/year health care and prevention provider employing over 1000 employees in Lake County, IL. During his tenure with the Board of Health he has served on the Environmental Health Advisory Committee, the Budget Committee, the Executive Committee, the United Way of Lake County 2-1-1 Implementation Task Force and supporting member for the Lake County Veterans and Family Services Foundation. He is a Board Member for Operation North Pole, a 501(c)3 charity providing special programs to children suffering from cancer and other life-threatening diseases as well as other outreach programs. Additionally, he continues to serve as a member of the Greater Chicago Red Cross Heroes Program since 2004, which honors every day heroes each year in the Chicagoland area who have made a difference in the lives of others. He also chairs the Blood Donation Committee for the Village of Mundelein working with LifeSource Blood Services and was honored by the Illinois Association of Blood Banks for continued efforts and innovation raising the awareness for blood donors in 2014. He also received the International Humanitarian Award from ADRP – International Division of ABC for 2019. He has held numerous executive officer positions including President of the Illinois Fire Chiefs Association, President of the Metropolitan Fire Chiefs Association, President of the Lake County Fire Chief’s Association and Chairman of the Lake and McHenry Counties Specialized Response Teams as well as being the Chair of the Illinois Fire Chiefs Foundation Fund Raising Committee. Chief Sashko was recognized by the Illinois Fire Chief’s Association as the “Chief of the Year” for 2006 and was also a nominee for the Chief of the Year for the International Fire Chiefs Association in that same year. He also was recognized as the Alumni of the Year from Buffalo Grove High School in 2002 and Firefighter of the Year award from the Grayslake, Mundelein, and Libertyville Exchange Club of America in 2011. Chief Sashko has an extensive background in labor relations and has negotiated numerous contracts successfully. Through his responsibilities and focus on the future of the fire service and public safety, he has been active in legislation development, management, negotiations and representation at the local, county, state and federal levels both in public safety and public health. Throughout the past 10+ years he has been active in providing a balance and professional approach to critical issues governed within Illinois. He was instrumental in creating succession plans for both municipalities he has served to provide the necessary guidance and direction for the development of personnel. He broadened initiatives that 21 City of Lake Elmo, Minnesota – Fire Chief, Building Official, & Finance Director provided fiscal balance, while maintaining high-level service profiles within the communities he served. During his career, he has coordinated various strategic plans and operational plans as well as employee performance rating systems for current performance and predictive performance for personnel. Chief Sashko was one of the originators of the now successful Lake/Cook Critical Incident Protocol promoting public and private partnerships in planning and preparedness for emergency management coordinated by Michigan State University. He also chaired a regional training facility shared between four governmental agencies and expanding the footprint of opportunities and programs during his tenure as chairman. Community outreach and engagement were two predominant areas of focus throughout much of his leadership career. Chief Sashko holds a management degree from Southern Illinois University with honors, numerous state certifications and is a state certified Fire Officer III in Illinois. Professional Education, Training and Instruction • Bachelor’s degree in Management, Southern Illinois University Memberships and Affiliations • President, Lake County Board of Health • Board Member for Operation North Pole • Greater Chicago Red Cross Heroes Program • Former President of the Illinois Fire Chiefs Association • Former President of the Metropolitan Fire Chiefs Association • Former President of the Lake County Fire Chief’s Association • Former Chairman of the Lake and McHenry Counties Specialized Response Teams • Former Chair of the Illinois Fire Chiefs Foundation Fund Raising Committee • Former Committee Member, Trauma Region X Awards • Illinois Association of Blood Banks • Chief of the Year, Illinois Fire Chief’s Association • Alumni of the Year from Buffalo Grove High School • ADRP International Division of ABC – 2019 International Humanitarian Award Local Government Professional Background • IChiefs Solutions, Mundelein, IL 2017-Present • Lake County Board of Health 2003-Present • Executive Director, Illinois Fire Chiefs Association 2015-2017 • Director, Metropolitan Fire Chiefs Association 2014-2015 • Fire Chief/EMA Coordinator, Mundelein, IL 2007-2015 • Fire Chief/EMA Coordinator, Buffalo Grove, IL 1979-2007 22 City of Lake Elmo, Minnesota – Fire Chief, Building Official, & Finance Director CHARLENE STEVENS Senior Vice President Ms. Stevens has over twenty years of experience in municipal management. Her career spans three states: Minnesota, Kansas and Pennsylvania. Ms. Stevens has worked in both county and city government and her career covers work in urban, suburban and rural communities. Ms. Stevens is a proven leader in the profession and has had multiple opportunities to serve her profession, including a personal highlight of serving as a Regional Vice President for ICMA early in her career. Ms. Stevens is also proud that she was able to serve on the League of Minnesota Cities’ Board of Directors and the Coalition of Greater Minnesota Cities’ Board of Directors simultaneously. Ms. Stevens has expertise in community and civic engagement, having started her career in neighborhood services and led two community wide visioning and strategic planning efforts for two different communities. Charlene is passionate about community engagement and striving to have all diverse voices heard during the process. Ms. Stevens’ results-oriented management has included projects that have expanded parks and preserved greenspace in rapidly developing communities, developed a workforce training center for a large urban county and developed downtown development plans for two communities. Ms. Stevens’ strength is her ability to develop strong partnerships with multiple and diverse stakeholders. Through those partnerships, Ms. Stevens helps communities develop consensus and achievable plans. Charlene is an innovative problem solver and brings enthusiasm and creativity to her work. Ms. Stevens is proud to have mentored many young professionals throughout her diverse career, including helping to establish women’s mentoring groups in three different communities. Professional Training, Education and Instruction • Master of Public Administration, University of Kansas – Lawrence, Kansas • Bachelor of Arts, International Relations, Pomona College – Claremont, California • Leadership Wichita Graduate • Instructor, International City and County Management Association (ICMA), Emerging Leaders Development Program • Instructor, ICMA Mid-Career Institute Memberships and Affiliations • International City and County Management Association (ICMA) – Current Member • ICMA Task Force on Welcoming New Members – Chair – 2009 - 2015 • ICMA Task Force on Women in the Profession – 2012-2014, Member • ICMA Regional Vice President – ICMA Executive Board Member – 2003-2006 • ICMA Committee of Professional Conduct – 2006 – Chair • ICMA Conference Host Committee -2002 – Co Chair • ICMA Conference Planning Committee – 2001 and 2002 - Member • ICMA Task Force on Small Communities – 1999-2001 – Member • League of Minnesota Cities (LMC) - Board Member – 2013-2015 • Coalition of Greater Minnesota Cities (CGMC) - Board Member – 2011-2015 • Minnesota City and County Management Association (MCMA) – Current Member • MCMA Task Force on Women in the Profession – Current Member • YMCA of Woodbury Community Board – Current Member and Board Vice Chair 23 City of Lake Elmo, Minnesota – Fire Chief, Building Official, & Finance Director • KUCIMAT President – University of Kansas – 2013 - 2014 • Willmar Area Rotary, 2011 - 2015 • Kansas Association of City and County Managers (KACM) – Member, 2006 – 2011 • Association of Pennsylvania Municipal Managers (APMM) – Member, 1997-2006 Local Government Background 22 Years of Local Government Leadership and Management Experience • City Administrator, Cottage Grove, MN – 2015-2018 • City Administrator, Willmar, MN – 2011 – 2015 • Assistant County Manager, Sedgwick County, KS – 2006-2011 • Assistant Township Manager, Lower Gwynedd, PA – 1999 – 2006 • Assistant Township Manager, Buckingham, PA – 1997-1999 • Neighborhood Assistant, City of Wichita, KS – 1995-1996 PREPARED FOR: CITY OF LAKE ELMO Washington County, Minnesota FEBRUARY 25, 2020 Jeffrey R. Roemer, CPM jroemer@mcmgrp.com Cell: 920.540.1002 Office: 920.751.4200, ext. 401 1445 McMahon Drive - Neenah, WI 54956 FOR PROFESSIONAL CONSULTING SERVICES STRUCTURE Section 1 – Cover Letter Section 2 – Qualifications Section 3 – Methodology Section 4 – Project Team Section 5 – Detailed Work Plan Section 6 – Compensation Section 7 – Related Experience Section 1: February 25, 2020 Kristina Handt, Administrator City of Lake Elmo Fire Department 3880 Laverne Avenue N, Suite 100 Lake Elmo, MN 55042 Re: Proposal City of Lake Elmo Fire Department Public Safety Management Counsel McM No. M0032-4-20-00001.00 Thank you for the opportunity for RW Management – A McMahon Associates, Inc Company (RW) to submit a proposal to provide Management Counsel for the Lake Elmo Fire Department. RW has worked with numerous fire and EMS departments throughout Wisconsin and nationwide. Management Counsel and Interim Management projects have been a major focus for RW in the last fifteen years. These projects generally require the need to assist department administration with the day to day operations and administration of the fire-EMS department. This work has included departments such as the Cities of Green Bay and De Pere, and the Villages of Allouez, Bellevue, Germantown and Suamico. RW is a national and international consulting firm whose focus is on public safety consulti ng services. The majority of our clients are public sector entities; municipalities, counties, states or special districts. Our team of consultants is all senior level staff and are either current or former municipal management practitioners including fire chiefs, police chiefs, EMS directors, emergency management directors and city administrators. Our process is designed to be all-inclusive and will involve the many stakeholders of the department as well as the City and surrounding agencies. An important component of our approach is frequent communication with the City Administration. Thank you again for the opportunity to submit this proposal. If you have any questions or desire to schedule a meeting where we can present our proposal in more detail and answer any questions, please feel free to contact me at 920-841-4778 or by email at jroemer@mcmgrp.com. We look forward to working with you again on this important project for your City. Respectfully, RW Management, A McMahon Associates, Inc. Company Jeffrey R. Roemer Jeffrey R. Roemer Public Safety Manager JRR:lam Section 2: RW is a Wisconsin based consulting public management consulting arm of McMahon Associates, Inc. providing professional, high quality public management consulting, project management and other related services to organizations throughout the United States a nd abroad. RW consultants have served the needs of several municipalities and emergency services in the United States. RW consultants remain very active with a number of public safety and government related organizations including: • Wisconsin City/County Management Association • International City/County Management Association • American Society for Public Administration • Wisconsin State Fire Chiefs Association • International Association of Fire Chiefs • International Association of Police Chiefs • Association of Public Safety Communications Officials • American Academy of Certified Public Managers • Paramedic Systems of Wisconsin • National Emergency Number Association • National Police Protection Association • Wisconsin Society of Certified Public Managers • Wisconsin State Police Chiefs Association • Wisconsin Association of Public Safety Communications Officials RW’s mission statement is “To provide the highest quality, independent professional public safety consulting, project management and services, as measured by the successful implementation of recommendations and services to our clients.” We accomplish this mission by providing a team of professionals committed to the needs and issues of public safety and government. RW’s consultants are active practitioners in the public safety area and understand the issues, challenges, standards and responsibilities of public safety and provide proven methods to improve efficiency and effectiveness. continued Section 2: All of RW’s consultants possess in-depth knowledge of relevant aspects of public service, which includes administration, communications, organization, labor relations, economics and standards. This knowledge allows RW to provide clients with an intellectual and objective analysis of the information received. This information is then presented in an easily understood format, allowing policy boards to make knowledgeable and informed decisions. Project progress is measured against an established work plan, timetabl es, budget and list of deliverables. Project methodology includes frequently scheduled progress meetings to discuss progress as well as new or unanticipated issues. The work plans are focused, coordinated and logical. Project team members are also available throughout the duration of the project. Section 3: Our approach to this project requires a clear understanding of the current Fire-EMS organization, staffing, operations, administration and related concerns. The key elements of our methodology include: • A clear understanding of the project background, complex issues involved and the goals and objectives. • A work plan that is comprehensive, well designed, practical and provides for ample opportunity for client input. • Sufficient resources and a commitment to successfully completing the project within the desired time frame and at a reasonable cost. Client Input In order to perform Management Counsel and make specific recommendations, it is critical that we receive quality information from officials, staff and members of the Fire-EMS service. Accordingly, our approach includes regular meetings with individuals of the Fire-EMS service and associated agencies that would have valuable information to communicate to the Service. Practical Recommendations Our ultimate goal is to provide our client with recommendations that can be used now, and in the future, to improve the efficiency and effectiveness of fire department services. These recommendations need to be practical and based on sound practical standards and legal considerations. Project Management A successful assessment and the provision of effective recommendations requires a special effort to ensure that all levels of the project receive adequate attention and those findings and recommendations are thoroughly coordinated. This is accomplished by the development and adherence to a project work plan, clear management team assignments and frequent communications with City Administration and the City Council. Section 4: ASSIGNED STAFF Personnel assigned to this project are selected from the consultants of RW Management and other personnel who are formally engaged in an ongoing relationship with RW. The project manager supervises the project team and clerical support personnel support the team. The combined resources assure that the client receives the best possible combination of professional attention. ROLES AND RESPONSIBILITIES Personnel assigned to this project are selected from the staff of RW and McMahon Associates, Inc. The project manager supervises the project team and clerical support personnel support the team. The combined resources assure that the client receives th e best possible combination of professional attention. Project Manager – The project manager will oversee, direct, coordinate and control all work that is done on the project. The project manager will also provide liaison with the client project team, be responsible for the content and quality of the project, make necessary presentations and ensure that the project is completed according to the timeline established. Mr. Kevin Bierce Mr. Kevin Bierce - Mr. Bierce has been actively engaged in the fire and emergency service operations for the past 25 years including both fire suppression and life safety inspections. He currently serves as Fire Chief for City of Pewaukee, in central Waukesha County in southeastern Wisconsin. The Department is a combination department, fully accredited by Commission of the Fire Accreditation (CFAI), ISO Class 2 agency delivering both fire and paramedic level response. His primary responsibilities are strategic planning and direction of the organization as it continues its transition to a fully career agency. Mr. Bierce also serves as the MABAS Wisconsin President. Section 4: Project Team Members – Project staff is selected for their relevant experience in the service to be provided. Each is assigned with specific responsibilities related with the elements of the project. The work of the project staff is provided to the project manager for review, collation and for interface with the client’s project team. Mr. Jeffrey Roemer Mr. Roemer has over 35 years of experience in public safety. Mr. Roemer is a certified public manager and has been providing full time public safety management consulting for the last seventeen (17) years. He worked as Fire Chief for the City of Menasha from 1995 to 1998, Public Safety Director for the Village of Allouez from 1988 to 1995, and shift commander for the Village of Ashwaubenon for seven (7) years. He has worked on numerous public safety projects for the last fourteen (14) years, as project man ager, in communities nationwide. He recently served as the Fire Chief and Emergency Management Director for the City of Green Bay and the City of De Pere, where he had responsibility for all aspects of emergency management including preparedness, response, recovery, and mitigation. Mr. Robert Whitaker Chief Whitaker’s experience in fire and rescue service spans more than 25 years. He currently serves as the Fire Chief/Administrator for North Shore Fire/Rescue, just outside of Milwaukee, WI. As Fire Chief/Administrator, Mr. Whitaker’s responsibilities focus on strategic direction of the organization, fiscal management, information technology and intergovernmental relations between the department and the multiple municipalities served by the organization. Mr. Michael Scott Mr. Scott is a certified emergency manager with a master’s degree in public administration. He has over 33 years in Police, F ire, EMS and Emergency Management. He has also served as a project manager for multiple fie stations and has extensive experience as a law enforcement standards and compliance officer. Mike has served on several municipalities throughout the State of Minnesota and is currently finishing his career as fire chief in Eagan, Minnesota. continued Section 4: Kevin I. Bierce Public Safety Specialist RW Management Professional Summary Mr. Bierce has been actively engaged in the fire and emergency service operations for the past 25 years including both fire suppression and life safety inspections. He currently serves as Fire Chief for City of Pewaukee, in central Waukesha County in southeastern Wisconsin. The Department is a combination department, fully accredited by Commission of the Fire Accreditation (CFAI), ISO Class 2 agency delivering both fire and paramedic level response. His primary responsibilities are strategic planning and direction of the organization as it continues its transition to a fully career agency. Mr. Bierce has served in variety of positions from fire chief to senior building official during his tenure in the fire service. As a senior building official Mr. Bierce was responsible for the integration of the building inspection and fire inspection into joint operation providing code management, inspection and planning. This integration created a more seamless life safety procedure enhancing the community risk management model. He holds both commercial and residential building certification along with expertise in both flammable and combustible liquids storage. Mr. Bierce has appointed to the Wisconsin Commercial Code Council by the Governor of Wisconsin. Mr. Bierce draws heavily on his past military experience, Mr. Bierce is a retired military officer with both active and reserve components tours serving in a multitude of positions from company command to Brigade level staff positions, a graduate of both th e Officer Advance Courses and the Army Command College. Mr. Bierce Continues to work with the Military in a variety of roles as a Subject Matter Expert in Incident Command and Disaster Response. He has actively served in both the planning and execution of several large-scale training exercises coordinating both interagency responses to variety of both manmade and natural disasters. He is staff trainer for Wisconsin REACT (Regional Emergency All Climate Training) center at Volk Field Wisconsin. He has been appointed by the Governor of Wisconsin as the Fire Representative to the Wisconsin Homeland Security Council. Mr. Bierce is the Past President of the Waukesha County Chiefs Association, Past President of the Wisconsin State Chiefs and current President of Wisconsin MABAS. He was awarded the Fire Chief of the Year by the Wisconsin State Chiefs in 2017. Education University of Wisconsin, Stevens Point Bachelor of Science Degree in Physical Sciences US Army Officer Basic and Advanced Courses US Army US Command College continued Section 4: Jeffrey Roemer, CMP Public Safety Manager RW Management Professional Summary Mr. Roemer has an extensive background in the Public Safety area. For more than 35 years he has served with municipal governments in various duties, including Fire Chief for the City of Menasha, WI. Before serving with the City of Menasha, he was Public Safety Director (Police, Fire and EMS Chief) for the Village of Allouez, WI. He has worked in nearly all facets of Public Safety, as a Police Officer, Firefighter, and Emergency Medical Technician, and as a supervisor and department head in each of the disciplines. As Police and Fire Chief, Mr. Roemer was responsible for all activities in the municipal Public Safety environment. He has provided departmental support for planning and implementing Information Systems, Dispatch Centers, Emergency Operations Centers, Budgeting, Shared Services, and Command Post and ICS operations, along with many other administrative and super visory duties. His broad knowledge base allows a unique perspective and understanding of the varied requirements found in the municipal environment. Serving at this level of the organization provided Mr. Roemer with the opportunity to recommend, plan and manage change within the organization and often, outside of his organization. As a Public Safety Consultant, Mr. Roemer has been a project manager for numerous Public Safety related organizational, communication, dispatch center, consolidation, information system, operational, and emergency operation center projects. Mr. Roemer has served as Interim Project Manager and Fire Chief for several agencies in the last 21 years, including the City of Green Bay, Wisconsin. Mr. Roemer also serves as an active member of the International Association of Fire Chiefs, the Wisconsin Society of Certified Public Managers, the American Academy of Certified Public Managers, and the Associated Public Safety Communications Organizations. Mr. Roemer’s knowledge of Public Safety in a municipal setting has gained him recognition both at a local, national and international level. He has served as Secretary-Treasurer to the Great Lakes Division of the International Association of Fire Chiefs, Past President of the Wisconsin Society of Certified Public Managers and numerous other positions with Police, Fire and Rescue Boards and Committees. Mr. Roemer has been recognized as the 2001 “Manager of the Year” by the Wisconsin Society of Certified Public Managers. He currently serves on the State of Wisconsin All Hazards Incident Management Team and the Northeast Wisconsin Regional Incident Management Team. Jeff Roemer also serves on the newly consolidated Western Lakes Fire Department Oversight Board and was voted in as Vice President o f the Board. Education Northeast Wisconsin Technical College Associate Degree in Police Science National Fire Academy Executive Fire Officer Graduate University of Wisconsin Certified Public Manager Northwestern University School of Police Staff and Command Graduate continued Section 4: Robert Whitaker Public Safety Specialist RW Management Professional Summary Mr. Whitaker has worked in fire, emergency medical and emergency management settings for 27 years. He currently serves as the Fire Chief/Administrator for North Shore Fire/Rescue, just outside of Milwaukee, WI. As Fire Chief/Administrator, Mr. Whitaker’s responsibilities focus on strategic direction of the organization, fiscal management, information technology and intergovernmental relations between the department and the multiple municipalities served by the organization. Mr. Whitaker has worked in a number of roles within the fire and emergency medical/service field. He started his career as a paid-on call firefighter, moving to career firefighter, firefighter/paramedic, Fire Lieutenant, Operations Battalion Chief, Battalion Chief of Training and Emergency Medical Services, Deputy Chief of Administration and now, Fire Chief/Administrator. Throughout his career, he has managed programs that included transition of records management systems, professional development and training for the organization and transition of 911 PSAP and Communications/Dispatch responsibilities to a newly consolidated center. Mr. Whitaker is an active member of the International Association of Fire Chiefs, Wisconsin Fire Chiefs Association, the Great Lakes Fire Accreditation Managers Association, the International City/County Managers Association, serves as a member of Curriculum Committee for the Wisconsin Fire Chiefs Education Association and as the Secretary/Treasurer of the Milwaukee County Association of Fire Chiefs. Mr. Whitaker has recently been employed by RW Management Group, Inc. to provide his expertise in public safety consolidation and accreditation. He was involved in the functional consolidation efforts needed to combine the North Shore Fire Departments and Dispatch center. The North Shore Fire Department recently completed the accreditation process of the Commission on Fire Accreditation International (CFAI). Education Oklahoma State University Masters of Science, Fire & Emergency Management Southern Illinois University Bachelor of Science, Fire Service Management Section 5: Public Safety Management Counsel 1. Department Meetings – Initial meetings will be held with Lake Elmo Fire personnel, to review the duties and responsibilities of RW during the term of this project. 2. Management Team – The management team will consist of the RW project manager and the Interim Chief and assigned staff. This team will meet initially to organize and plan the communications structure, the daily, weekly and monthly work plan, which will be utilized to improve the effectiveness of Fire-EMS department operations and administration. 3. Reporting – A management summary report will be provided to the City Administrator on a monthly basis. This report will outline the service activities and actions that have taken place during the course of this project. 4. Availability – The RW project manager will be on-site an average of one to two days per month and will provide the ability for direct communications with the designated staff on a daily basis. 5. Administration – The management team will manage the service mission statement, goals, standard operating guidelines, standards of performance, and discipline procedures. 6. Training – The management team will develop a service wide training plan, which will outline training responsibility and provide adequate training for all service personnel. 7. Personnel Management – The management team will manage, coordinate and participate in the selection, promotion, evaluation, scheduling and discipline of the service employees. 8. Legal Compliance – The management team will review all current administrative rules and applicable standards, along with current service practices to ensure compliance with relevant legal guidelines and standards continued Section 5: 9. Equipment and Maintenance – The management team will review current building and equipment maintenance procedures and develop a regular maintenance plan. 10. Emergency Scene Operations – The management team will review current incident scene practices and uniformity, and develop and refine related standard operating guidelines to assure adherence to safety standards, best tactical practices and uniformity throughout the Service. 11. The Project Manager will provide shared services agreement coordination and assist with external fire departments, dispatch and related agencies as needed. 12. The Project Manager would also be available to assist with SOG, By-law revisions and contract management as needed by the Service. 13. The Project Manager will assist with all approved organizational recommendations, along with the ability to assist with the executive selection process for a new chief. 14. The Project Team will also assist the City with the executive selection process for the new Fire Chief. Time Period RW would recommend a six-month (6) period of Public Safety Management Counsel with Lake Elmo Fire Department. This time period would allow for the needed coordination and administrative assistance that is needed immediately to provide the City with an efficient and effective Fire-EMS Service. Section 6: Public Safety Management Counsel – $6,000.00 per month (Not-To-Exceed Amount) Payment Schedule – Public Safety Management Counsel – Equal Monthly payments. The first payment due within 10 days of signing contract. Remaining payments every 30 days. RW will complete the work tasks as defined in our proposal for the not-to-exceed amount presented in the proposal. Only if the scope of the project changes would there be any additional hours billed to the project. These changes in project costs would only occur after approval by appropriate Board personnel. Either party may terminate the agreement by giving 30 days written notice. continued Section 7: Village of Johnson Creek, WI RW Management Group is providing interim and management counsel of the Johnson Creek Fire Department for the last 9 months. RW is also providing the Village with an Executive Selection process. Mr. Roemer also serves as the Village Emergency Management Director during this time period. Operations Center with the County and wrote an Emergency Operations Plan for the City. Contact: Kyle Ellefson Village Administrator 125 Depot Street Johnson Creek, WI 53038 Phone 920- 699-9380 City of Green Bay, WI RW Management Group provided long term management of the Green Bay Fire Department for a period of almost four years. Jeffrey R. Roemer served as Fire Chief from April of 2008 until December 31, 2011. Chief Roemer also provided the City with an Executive Selection process and multiple Assessment Centers for promotions, which included training department personnel as assessors. Mr. Roemer also served as the City Emergency Management Director during this time period and established a joint Emergency Operations Center with the County and wrote an Emergency Operations Plan for the City. Contact: Mayor Jim Schmitt, City of Green Bay 100 N. Jefferson Green Bay, WI 54301 Phone 920-448-3005 Village of Suamico Fire Department – Allouez, Wisconsin RW completed an organizational management analysis, provided Interim Fire Chief Management, an executive selection process and transition management for the Suamico Fire Department. Contact: Village Administrator 2999 Lakeview Drive continued Section 7: Suamico, WI 54173 Phone: 920-434-2212 City of De Pere, Wisconsin RW recently provided interim management as a Fire Chief for the City of De Pere Fire Rescue. This position will also include a complete evaluation of the Fire-EMS Department with recommendations for the makeup and organization of the current department. RW also assisted the City with the executive selection process for the permanent Chief. Contact: Larry Delo, City Administrator 335 S. Broadway De Pere, WI 54115 Phone: 920-339-4044 Milwaukee Regional Medical Center – Wauwatosa, Wisconsin RW is currently providing Public Safety Management Counsel for the Milwaukee Regional Medical Center (MRMC). This is a major medical complex in the metro Milwaukee area, that is in the process of taking over ownership and full public safety responsibility from Milwaukee County. Jeff Roemer currently serves as the Public Safety Consultant on this project. Contact: Robert Simi Executive Director 8700 W. Watertown Plank Rd. Wauwatosa, WI 53226 414-778-4570 City of Lake Elmo, MN Fire Chief Recruitment Proposal March 16, 2020 630 Dundee Road Suite 130 Northbrook, IL 60062 847-380-3240 info@GovHRusa.com 2 City of Lake Elmo, Minnesota – Fire Chief Recruitment Proposal Table of Contents About Us _______________________________________________ 3 Our Team ______________________________________________ 4 References _____________________________________________ 5 Scope of Services ________________________________________ 6 Project Timeline _________________________________________ 10 Project Cost _____________________________________________ 11 Summary of Guarantee____________________________________ 15 Contract Signature Page___________________________________ 16 Optional Assessment Center________________________________ 17 Optional Services_________________________________________ 18 Consultant Full Biography__________________________________ 19 3 City of Lake Elmo, Minnesota – Fire Chief Recruitment Proposal About Us GovHR is a public management consulting firm serving local government clients and other public-sector entities across the country. Our headquarters are in Northbrook, Illinois. We are a certified Female Business Enterprise in the State of Illinois and work exclusively in the public and non-profit sectors. GovHR offers customized executive recruitment services, management studies and consulting projects for local government and organizations who work with local government. Please note the following key qualifications of our firm: Since our establishment in 2009, our consultants have conducted more than 450 recruitments in 31 states, with an increase in business of at least 30% each year. Twenty-eight (28%) of our clients are repeat clients, the best indicator of satisfaction with our services. Surveys of our clients show that 94% rate their overall experience with our firm as Outstanding and indicate they plan to use our services or highly recommend us in the future. Our state of the art processes, including extensive use of social media for candidate outreach and video interviews with potential finalist candidates, ensure a successful recruitment for your organization. Our high quality, thorough recruitment brochure reflects the knowledge we will have about your community and your organization and will provide important information to potential candidates. We are committed to providing you with a pool of candidates that reflects the diversity of your community. We support the following organizations with our time as well as provide financial resources: National Forum for Black Public Administrators, Local Government Hispanic Network, League of Women in Government and Engaging Local Government Leaders. About the Owners GovHR is led by Heidi Voorhees, President, and Joellen Cademartori, Chief Executive Officer. Ms. Voorhees has conducted more than 250 recruitments in her management consulting career, with many of her clients repeat clients, attesting to the high quality of work performed for them. In addition to her 17 years of executive recruitment and management consulting experience, Ms. Voorhees has 19 years of local government leadership and management service, including ten years as the Village Manager for the Village of Wilmette, Illinois. Ms. Cademartori is a seasoned manager, with expertise in public sector human resources management. She has held positions from Human Resources Director and Administrative Services Director to Assistant Town Manager and Assistant County Manager. Ms. Cademartori has worked in forms of government ranging from Open Town Meeting to Council-Manager and has supervised all municipal and county departments ranging from Public Safety and Public Works to Mental Health and Social Services. She has worked in Massachusetts, North Carolina, and Illinois. A note about COVID-19 -- GovHR USA makes extensive use of technology for video interviews with candidates and can utilize this same technology for meetings with clients should COVID-19 impact travel or meeting plans. GovHR USA reserves the right to conduct client meetings by video or telephone, after consulting with the client, should there be a concern about travel. At the present time, GovHR USA plans to be on site for any anticipated client meetings; however, we want to be prepared should there be disruptions in planned travel or if clients need to make other arrangements. 4 City of Lake Elmo, Minnesota – Fire Chief Recruitment Proposal Our Team Recruitment Consultant & Main Point of Contact: Tim Sashko Vice President 847-561-3886 TSashko@GovHRusa.com Proposal Inquiry: Laurie Pederson Administrative Services Director 847-380-3198 LPederson@GovHRusa.com GovHR Owners: Heidi J. Voorhees President 847-380-3243 HVoorhees@GovHRusa.com Joellen J. Cademartori Chief Executive Officer 847-380-3239 JCademartori@GovHRusa.com 5 City of Lake Elmo, Minnesota – Fire Chief Recruitment Proposal References The following references can speak to the quality of service provided by GovHR. _____________________________________ Village of West Dundee, Illinois Joe Cavalarro Village Manager 102 S. Second Street West Dundee, IL 60118 847-551-3800 jcavallaro@wdundee.org Recruitments conducted: Fire Chief, 2020 Director of Public Works, 2014 Community Development Director, 2014 City of Winchester, Virginia Paula Nofsinger Human Resources Director Rouss City Hall 15 North Cameron Street Winchester, VA 22601 540-667-1816 Paula.nofsinger@winchesterva.gov Recruitments conducted: Fire Chief, 2019 City of Wauwatosa, Wisconsin James Archambo, City Administrator 7725 W. North Ave. Wauwatosa, WI 53213 414-479-8915 jarchambo@wauwatosa.net Recruitments conducted: Human Resources Director, 2018 Fire Chief, 2018 Health Officer, 2016 Director of Public Works, 2016 Assessor, 2014 IS Director, 2014 Director of Public Works, 2010 Director of Finance, 2010 Director of Finance, 2010 Fire Chief, 2010 Economic Development Director, 2009 _____________________________________ 6 City of Lake Elmo, Minnesota – Fire Chief Recruitment Proposal Scope of Services – Full Scope Recruitment A typical recruitment and selection process takes approximately 175 hours to conduct. At least 50 hours of this time is administrative, including advertisement placement, reference interviews, and due diligence on candidates. We believe our experience and ability to professionally administer your recruitment will provide you with a diverse pool of highly qualified candidates for your position search. GovHR clients are informed of the progress of their recruitment throughout the entire process. We are always available by mobile phone or email should you have a question or need information about the recruitment. Phase I: Position Assessment, Position Announcement & Brochure One-on-one or group interviews will be conducted with stakeholders identified by the client to develop the Recruitment Brochure. We have a variety of other options for gathering input: Dedicated email and surveys to obtain feedback from stakeholder groups Public Forums conducted by our consultants A combination of the above items can be used to fully understand community and organizational needs and expectations for the position. Development of a Position Announcement to be placed on websites and social media Development of a thorough Recruitment Brochure for client review and approval Agreement on a detailed Recruitment Timetable – a typical recruitment takes between 90 to 120 days from the time you sign the contract to appointment of the finalist candidate. Phase II: Advertising, Candidate Recruitment & Outreach We make extensive use of social media as well as traditional outreach methods to ensure a diverse and highly qualified pool of candidates. In addition, our website is well known in the local government industry – we typically have 6,000 visits to our website each month. Finally, we develop a database customized to your recruitment and can do an email blast to thousands of potential candidates. Phase II will include the following: GovHR consultants will personally identify and contact potential candidates in person, via email, and also via telephone. Develop a database of potential candidates from across the country unique to the position and to the client, focusing on: Leadership and management skills Size of organization Experience in addressing challenges and opportunities also outlined in Phase I The database will range from several hundred to thousands of names and an email blast will be sent to each potential candidate. 7 City of Lake Elmo, Minnesota – Fire Chief Recruitment Proposal Scope of Services - Continued Placement of the Position Announcement in appropriate professional online publications: Public sector publications & websites Social media LinkedIn (over 15,000 connections) Facebook Twitter Instagram GovHR will provide you with a list of advertising options for approval PHASE III: Candidate Evaluation & Screening Phase III will include the following steps: Review and evaluation of candidates’ credentials considering the criteria outlined in the Recruitment Brochure Candidates will be narrowed down to those candidates that meet the qualification criteria Candidate evaluation process: o Completion of a questionnaire explaining prior work experience o Live Video Interview (45 minutes to 1 hour) conducted by consultant with each finalist candidate o References (at least 2 references per candidate will be contacted at this time) o Internet/Social Media search conducted on each finalist candidate All résumés will be acknowledged and inquiries from candidates will be personally handled by GovHR, ensuring that the client’s process is professional and well regarded by all who participate. Phase IV: Presentation of Recommended Candidates Phase IV will include the following steps: GovHR will prepare a Recruitment Report presenting the credentials of those candidates most qualified for the position. GovHR will provide a binder which contains the candidates’ materials along with a “mini” résumé for each candidate so that each candidate’s credentials are presented in a uniform way. Client will receive a log of all applicants and may review résumés if requested. Report will arrive in advance of the Recruitment Report/Presentation. GovHR will spend approximately 2 hours with the client reviewing the recruitment report and providing additional information on the candidates. 8 City of Lake Elmo, Minnesota – Fire Chief Recruitment Proposal Scope of Services - Continued Phase V: Interviewing Process & Background Screening Phase V will include the following steps: GovHR will: Develop the first and second round interview questions for your review and comment Coordinate candidate travel and accommodations Provide you with interview books that include: Candidates Credentials Set of questions with room for interviewers to make notes Evaluation sheets to assist interviewers in assessing the candidate’s skills and abilities Background screening* will be conducted along with additional references contacted: *Per state and federal regulations GovHR will work with you to develop an interview schedule for the candidates, coordinating travel and accommodations. GovHR consultants will be present for all the interviews, serving as a resource and facilitator. GovHR will coordinate a 2-Step Interview process. The first round interviews will include five or six candidates. The second round interviews will include two or three candidates. GovHR will supply interview questions and an evaluation form. In addition to a structured interview, the schedule can incorporate: Tour of client facilities Interviews with senior staff Background Screening Process 9 City of Lake Elmo, Minnesota – Fire Chief Recruitment Proposal Scope of Services - Continued Phase VI: Appointment of Candidate GovHR will assist you as much as you request with the salary and benefit negotiations and drafting of an employment agreement, if appropriate. GovHR will notify all applicants of the final appointment, providing professional background information on the successful candidate. 10 City of Lake Elmo, Minnesota – Fire Chief Recruitment Proposal Project Timeline Week 1 Week 2 Week 3 Week 4 Week 5 Week 6 Week 7 Week 8 Week 9 Week 10 Week 11 Week 12 Weeks 1 & 2 Phase 1: On Site Interviews & Brochure Development Weeks 3 thru 6 Phase 2: Advertising, Candidate Recruitment & Outreach Weeks 7 & 8 Phase 3: Candidate Evaluation & Background Screening Week 9 Phase 4: Presentation of Recommended Candidates Week 10 Phase 5: Interview Process & Additional Background Screening Weeks 11 & 12 Phase 6: Appointment of Candidate Phase I Phase III Phase IV Phase V Phase VI Phase II 11 City of Lake Elmo, Minnesota – Fire Chief Recruitment Proposal Full Scope Recruitment – Price Proposal Summary of Costs: The cost proposal is predicated on three consultant visits to the Client. 1. Recruitment brochure interview process (up to two full days and one night). 2. Presentation of recommended candidates. 3. Interview Process Any additional consultant visits requested by the Client will be billed at $125/hour; $500 for a half day and $950 for a full day. The additional visits may also result in an increase in the travel expenses and those expenses will be billed to the client. Payments for Fees & Services: Professional fees and expenses will be invoiced as follows: 1st Payment: 1/3 of the Recruitment Fee (invoice sent upon acceptance of our proposal). 2nd Payment: 1/3 of the Recruitment Fee and expenses incurred to date (invoice sent following the recommendation of candidates). Final Payment: 1/3 of the Recruitment Fee and all remaining expenses (invoice sent after recruitment is completed). Recruitment expenses will be itemized in detail. Payment of invoices is due within thirty (30) days of receipt (unless the client advises that its normal payment procedures require 60 days.) Recruitment Fee: $14,000 ____________________________ Recruitment Expenses: (not to exceed) Expenses include consultant travel, shipping, support services, candidate due diligence efforts, recruitment portfolio materials, etc. $5,000 ____________________________ Advertising: *Advertising costs over $2,500 will be placed only with client approval. Client is billed only for actual cost. $2,500* _____________________________ Total: $21,500** **This fee does not include travel and accommodations for candidates interviewed. Recruitment brochures are produced as electronic files. 12 City of Lake Elmo, Minnesota – Fire Chief Recruitment Proposal Limited Scope Recruitment Summary of Services: GovHR offers Clients a "Limited Scope" recruitment process, designed for clients who require only partial assistance with a recruitment. The first several components of a Limited Scope Recruitment Process and a Full Recruitment and Selection Process are similar. The consultant will: Visit the community and meet with employees and other stakeholders Develop and place the position announcement on websites and on social media outlets Conduct outreach for candidates via personal and electronic contacts Review all resumes for fit for position Conduct video interviews. Complete two references for each finalist candidate Prepare a Recruitment Portfolio that includes the information on the recommended candidates. This will be provided to the client a few days in advance of a candidate presentation meeting. At this point in the Limited Scope Recruitment process, GovHR involvement will be complete. The key differences between the Limited Scope Recruitment Process and the Full Recruitment and Selection Process are: A Recruitment Flyer, instead of a full Brochure, will be prepared for the Limited Scope Recruitment. This flyer will be distributed as a .pdf file. The Limited Scope Recruitment will include only the presentation of a single Recruitment Portfolio . Any additional books will cost $35 each, plus postage. GovHR will not conduct background investigations (court, credit, motor vehicle records checks, etc.) GovHR will not offer any guarantee regarding the selection and tenure of the candidates. GovHR will bill the client immediately after presentation of candidates and will not redo the recruitment and selection process if the Client is unsuccessful in hiring someone from the group of recommended candidates. Development of interview questions, second interview questions, and assistance with contract negotiations will be the responsibility of the client. 13 City of Lake Elmo, Minnesota – Fire Chief Recruitment Proposal Limited Scope Recruitment – Price Proposal Summary of Costs: The cost proposal is predicated on two consultant visits to the Client. 1. Recruitment flyer interview process 2. Presentation of recommended candidates. Any additional consultant visits requested by the client will be billed at $125/hour; $500 for a half day and $950 for a full day. The additional visits may also result in an increase in travel expenses and those expenses will be billed to the client. Payments for Fees & Services Professional fees and expenses will be invoiced as follows: 1st Payment: 1/2 of the Recruitment Fee (invoice sent upon acceptance of our proposal). Final Payment: 1/2 of the Recruitment Fee and expenses incurred (invoice sent following the recommendation of candidates). Recruitment expenses will be itemized in detail. Payment of invoices is due within thirty (30) days of receipt. Recruitment Fee: $12,500 ____________________________ Recruitment Expenses: (not to exceed) Expenses include consultant travel, shipping, support services, candidate due diligence efforts, recruitment portfolio materials, etc. $4,000 ____________________________ Advertising: *Advertising costs over $2,500 will be placed only with client approval. Client is billed only for actual cost. $2,500* _____________________________ Total: $19,000** 14 City of Lake Elmo, Minnesota – Fire Chief Recruitment Proposal Virtual Recruitment – Price Proposal GovHR offers a condensed process called a “Virtual Recruitment”. GovHR services will include the following: Telephone conference regarding the position and the recruitment process. Review of position job description and any prior position announcements. Preparation of two-page position announcement for client review and approval. Posting of position announcement on GovHR’s website and social media sources (Twitter, Facebook, LinkedIn, Instagram). Distribution of position announcement to relevant professional network contacts via direct e-mail or telephone. Preparation of matrix for client review and approval that identifies key position requirements with which to evaluate candidates. Review of each candidate’s qualifications against key position requirements and presentation of candidate matrix. Payments for Fees & Services Professional fees and expenses will be invoiced as follows: 1st Payment: 1/2 of the Recruitment Fee (invoice sent upon acceptance of our proposal). Final Payment: 1/2 of the Recruitment Fee and expenses incurred. (invoice sent following the candidate matrix). Recruitment expenses will be itemized in detail. Payment of invoices is due within thirty (30) days of receipt (unless the client advises that its normal payment procedures require 60 days.) Recruitment Fee: $7,500 ____________________________ Advertising: *Advertising costs over $1,500 will be placed only with client approval. Client is billed only for actual cost. $2,000* _____________________________ Total: $9,500* Optional Virtual Recruitment Services: Candidate Background Check: $250 per candidate plus $30 per degree verification (per candidate, per degree) Preparation of Interview Questions: $250 flat fee per set of questions provided. Reference Checks: 3 references on the finalist candidate, $75 per reference. 15 City of Lake Elmo, Minnesota – Fire Chief Recruitment Proposal Guarantee GovHR Guarantee (applies to Full Scope recruitment only) GovHR is committed to assisting our clients until a candidate is appointed to the position. Therefore, no additional professional fee will be incurred if the client does not make a selection from the initial group of recommended candidates and requests additional candidates be developed for interview consideration. Additional reimbursable expenses may be incurred should the recruitment process require consultant travel to the Client beyond the planned three visits. Upon appointment of a candidate, GovHR provides the following guarantee: should the selected and appointed candidate, at the request of the client or the employee’s own determination, leave the employ of the client within the first 12 months of appointment, we will, if desired, conduct one additional recruitment for the cost of expenses and announcements only. This request must be made within six months of the employee’s departure. Why Choose GovHR? We are a leader in the field of local government recruitment and selection with experience in more than 31 states, in communities ranging in population from 1,000 to 1,000,000. More than 28% of our clients are repeat clients showing a high level of satisfaction with our work. We encourage you to call any of our previous clients. We are committed to bringing a diverse pool of candidates to your recruitment process. We network extensively with state, city and county management associations, attending more than 20 state and national conferences each year. In addition, we support and attend the meetings of League of Women in Government, the Local Government Hispanic Network, National Forum for Black Public Administrators and Engaging Local Government Leaders. We conduct comprehensive due diligence on candidates. Before we recommend a candidate to you, we will have interview them via video, conducted reference calls, and media and social media searches. Our knowledge of local government ensures that we can ask probing questions that will verify their expertise. We are your partners in this important process. You are welcome to review all the resumes we receive and we will share our honest assessment of the candidates. Our goal is your complete satisfaction. We are committed to working with you until you find the candidate that is the best fit for your position. 16 City of Lake Elmo, Minnesota – Fire Chief Recruitment Proposal Signature Page We believe we have provided you with a comprehensive proposal; however, if you would like a service that you do not see in our proposal, please let us know. We can most likely accommodate your request. This proposal will remain in effect for a period of six months from the date of the proposal. We look forward to working with you on this recruitment and selection process! Client Name/Organization___________________________________________________________ Client Contact Name/Position _________________________________________________________ Signature ___________________________________________________________________________ Date ______________________ Billing Contact _____________________________________________________________________ Billing Contact Email ________________________________________________________________ PLEASE SELECT ONE: Full Recruitment Service Limited Recruitment Service Virtual Recruitment Service 17 City of Lake Elmo, Minnesota – Fire Chief Recruitment Proposal Optional Assessment Center If requested, GovHR will perform an Assessment Center for candidates selected for interview as part of the selection process. An Assessment Center is a useful tool for identifying and evaluating the strengths, areas for improvement, skills, and abilities of the candidates. GovHR consultants will prepare all the related documents and scoring sheets for any three (3) of the following exercises to be completed on the Assessment Center day: ♦ In-Basket Exercise ♦ Written/Oral Presentation Exercise ♦ Leaderless Group Exercise ♦ Structured Interview ♦ Budget Analysis Exercise ♦ Personnel Issues Exercise ♦ Other exercise of the Client’s choosing Optional Assessment Center Fee: $7,500* *The fee assumes that the Assessment Center will be held on one day and be limited to no more than five candidates. For each additional candidate, the fee will increase by $750. The fee includes the preparation of the Assessment Center material and a written report outlining the findings of the Assessment Center as reported by the Assessors. We will assist the client in selecting three (3) professionals from outside the organization to serve as Assessors in evaluating each candidate’s strengths and weaknesses. The client will be responsible for paying a $500 stipend to each Assessor (and possible mileage or other transportation costs for the assessors). The Assessment Center fee does not include lodging, travel and meal expenses for the GovHR facilitator(s) to be on-site for the Assessment Center. Actual expenses will be billed in addition to the fee. If the client chooses to add the Assessment Center option, the fees and expenses for this will be billed separately. 18 City of Lake Elmo, Minnesota – Fire Chief Recruitment Proposal Optional Services GovTemps USA Need an Interim? GovTempsUSA, a subsidiary of GovHR USA, specializes in the temporary placement of positions in local government. The firm offers short-term assignments, in addition to long-term and outsourced arrangements. Our placement professionals at GovTempsUSA have typically enjoyed distinguished careers in local government and displayed a commitment to public service throughout their career. Recorded One-Way Video Interview of Candidates Candidates we recommend for your consideration can complete a one way video interview with 3 to 5 questions that will be recorded and which you can review electronically at your convenience. This can occur prior to making your decision on which candidates to invite for an interview. Cost $100 per candidate. Leadership/Personality Testing GovHR has experience working with a wide variety of leadership and personality assessment tools, depending on the qualities and experiences the client is seeking in their candidates. These include but are not limited to Luminaspark, Caliper, DISC and others. Depending on the evaluation type selected fees can range between $100 to $500 per candidate. 360° Evaluation As a service to the Client, we offer the option to provide you with a proposal for a 360° performance evaluation for the appointed position at six months into his or her employment. This evaluation will include seeking feedback from both elected officials and department directors, along with any other stakeholder the Client feels would be relevant and beneficial. This input will be obtained on a confidential basis with comments known only to the consultant. If you are interested in this option, GovHR will prepare a proposal for this service. Citizen Involvement in the Recruitment Process GovHR has entered into an exclusive strategic partnership with Polco. Polco provides the tools for municipalities to collect citizens’ views. Community responses are validated using the local voter database to verify the responses. Civic engagement is enhanced by using websites, widgets, and apps to meet the citizens where they are. Citizens become more active and informed participants in the process by voicing their views to municipal leaders and other citizens. Polco makes voicing opinions accessible, easy and convenient. It is an excellent tool that can be used to solicit input during the recruitment process and can be used in the future for a wide variety of purposes related to civic engagement. This is an optional service. Pricing available upon request. 19 City of Lake Elmo, Minnesota – Fire Chief Recruitment Proposal Consultant Biography TIM SASHKO Vice President Chief T.E. Sashko (retired) is a Vice President with GovHRUSA and is a 38-year veteran of the fire service. He began serving in the fire service as a paid-on-call firefighter/paramedic with the Village of Buffalo Grove, IL in 1979, retiring as the Chief in 2007. He was then selected to serve as the Fire Chief in the Village of Mundelein, IL from 2007 until April 30, 2015. He also served as the Emergency Management Coordinator for both municipalities while fire chief. Chief T.E. Sashko served as the Executive Director for the Illinois Fire Chiefs Association from 2015 until 2017. He has been a member of the Lake County Board of Health since 2003 and was honored to be elected as the President in November of 2013 and continues to function in that role. The Lake County Health Department is a $85 million/year health care and prevention provider employing over 1000 employees in Lake County, IL. During his tenure with the Board of Health he has served on the Environmental Health Advisory Committee, the Budget Committee, the Executive Committee, the United Way of Lake County 2-1-1 Implementation Task Force and supporting member for the Lake County Veterans and Family Services Foundation. He is a Board Member for Operation North Pole, a 501(c)3 charity providing special programs to children suffering from cancer and other life-threatening diseases as well as other outreach programs. Additionally, he continues to serve as a member of the Greater Chicago Red Cross Heroes Program since 2004, which honors every day heroes each year in the Chicagoland area who have made a difference in the lives of others. He also chairs the Blood Donation Committee for the Village of Mundelein working with LifeSource Blood Services and was honored by the Illinois Association of Blood Banks for continued efforts and innovation raising the awareness for blood donors in 2014. He also received the International Humanitarian Award from ADRP – International Division of ABC for 2019. He has held numerous executive officer positions including President of the Illinois Fire Chiefs Association, President of the Metropolitan Fire Chiefs Association, President of the Lake County Fire Chief’s Association and Chairman of the Lake and McHenry Counties Specialized Response Teams as well as being the Chair of the Illinois Fire Chiefs Foundation Fund Raising Committee. Chief Sashko was recognized by the Illinois Fire Chief’s Association as the “Chief of the Year” for 2006 and was also a nominee for the Chief of the Year for the International Fire Chiefs Association in that same year. He also was recognized as the Alumni of the Year from Buffalo Grove High School in 2002 and Firefighter of the Year award from the Grayslake, Mundelein, and Libertyville Exchange Club of America in 2011. Chief Sashko has an extensive background in labor relations and has negotiated numerous contracts successfully. Through his responsibilities and focus on the future of the fire service and public safety, he has been active in legislation development, management, negotiations and representation at the local, county, state and federal levels both in public safety and public health. Throughout the past 10+ years he has been active in providing a balance and professional approach to critical issues governed within Illinois. He was instrumental in creating succession plans for both municipalities he has served to provide the necessary guidance and direction for the development of personnel. He broadened initiatives that 20 City of Lake Elmo, Minnesota – Fire Chief Recruitment Proposal provided fiscal balance, while maintaining high-level service profiles within the communities he served. During his career, he has coordinated various strategic plans and operational plans as well as employee performance rating systems for current performance and predictive performance for personnel. Chief Sashko was one of the originators of the now successful Lake/Cook Critical Incident Protocol promoting public and private partnerships in planning and preparedness for emergency management coordinated by Michigan State University. He also chaired a regional training facility shared between four governmental agencies and expanding the footprint of opportunities and programs during his tenure as chairman. Community outreach and engagement were two predominant areas of focus throughout much of his leadership career. Chief Sashko holds a management degree from Southern Illinois University with honors, numerous state certifications and is a state certified Fire Officer III in Illinois. Professional Education, Training and Instruction • Bachelor’s degree in Management, Southern Illinois University Memberships and Affiliations • President, Lake County Board of Health • Board Member for Operation North Pole • Greater Chicago Red Cross Heroes Program • Former President of the Illinois Fire Chiefs Association • Former President of the Metropolitan Fire Chiefs Association • Former President of the Lake County Fire Chief’s Association • Former Chairman of the Lake and McHenry Counties Specialized Response Teams • Former Chair of the Illinois Fire Chiefs Foundation Fund Raising Committee • Former Committee Member, Trauma Region X Awards • Illinois Association of Blood Banks • Chief of the Year, Illinois Fire Chief’s Association • Alumni of the Year from Buffalo Grove High School • ADRP International Division of ABC – 2019 International Humanitarian Award Local Government Professional Background • IChiefs Solutions, Mundelein, IL 2017-Present • Lake County Board of Health 2003-Present • Executive Director, Illinois Fire Chiefs Association 2015-2017 • Director, Metropolitan Fire Chiefs Association 2014-2015 • Fire Chief/EMA Coordinator, Mundelein, IL 2007-2015 • Fire Chief/EMA Coordinator, Buffalo Grove, IL 1979-2007