Notice of City Council Meetings - West University Place

City of West University Place A Neighborhood City

CITY COUNCIL STAFF Susan Sample, Mayor M. Christopher Peifer, City Manager Wayne J. Franklin, Mayor Pro Tem Alan Petrov, City Attorney Bob Higley, Councilmember Thelma Gilliam, City Secretary Kellye Burke, Councilmember Mardi Turner, Councilmember

City Council Meeting Agenda

Notice is hereby given of a Joint Public Hearing of the City Council of West University Place and Zoning and Planning Commission to be held on Monday, June 11, 2018 beginning at 6:30 p.m. in the Municipal Building Council Chambers located at 3800 University Boulevard, West University Place, Texas, for the purpose of considering the following agenda items

Note: All agenda items are subject to action. The City Council reserves the right to meet in a closed session on any agenda item should the need arise and if applicable pursuant to authorization by Title 5, Chapter 551, of the Texas Government Code.

Call to Order Pledge of Allegiance Matters related to the notice of this meeting

1. Public Comments

This is an opportunity for citizens to speak to Council relating to agenda and non-agenda items. If the topic the speaker wishes to address is on the agenda, the speaker can either speak at this time or defer his/her comments until such time the item is discussed. Speakers are advised that comments cannot be received on matters which are the subject of a public hearing once the hearing has been closed. Public comments must be kept relevant to the subject before the Council. The presiding officer shall rule on the relevance of comments. Persons making irrelevant, personal, impertinent, or slanderous remarks may be barred by the presiding officer from further comment before the Council during the meeting. Speakers are required to register in advance and must limit their presentations to three minutes each.

2. City Manager Search Matters related to selecting a consultant to recruit a new City Manager. Recommended Action: Discuss and take any desired action. Mr. James Urban, Human Resources Director [see Agenda Memo 2]

3. Consent Agenda

All Consent Agenda items listed are considered to be routine by the City Council and will be enacted by one motion. There will be no separate discussion of these items unless a Council member requests in which event the item will be removed from the Consent Agenda and considered in its normal sequence on the agenda.

A. City Council Minutes Approve City Council Action Minutes of May 21, 2018. Recommended Action: Approve Minutes. Ms. Thelma Gilliam, City Secretary [see Action Minutes]

City Council Meeting –June 11, 2018

4. City Manager Report

City Manager will report on the status of the City’s reimbursement from FEMA.

5. Adjourn

In compliance with the Americans with Disabilities Act, if you plan to attend this public meeting and you have a disability that requires special arrangements, please contact City Secretary Thelma Gilliam at 713.662.5813 at least 24 hours prior to the meeting so that reasonable accommodations can be made to assist in your participation in the meeting. The Council Chambers is wheel chair accessible from the west entrance and specially marked parking spaces are available in the southwest parking area. Special seating will be provided. I certify that the attached notice and agenda of items to be considered by the West University Place City Council on June 11 , 2018 was posted on the Municipal Building bulletin board on June 8 , 2018 at approximately 1:15 o’clock p.m.

(SEAL) Thelma A. Gilliam, TRMC, City Secretary

AGENDA MEMO BUSINESS OF THE CITY COUNCIL

CITY OF WEST UNIVERSITY PLACE, TEXAS

EXECUTIVE SUMMARY

In anticipation of the January 2019 retirement of current City Manager Chris Peifer, Human Resources solicited Request for Proposals (RFPs) for an executive search firm to recruit his successor. On March 29, the RFP was distributed to 25 potential bidders and the Notice to Bidders was published as required by law. The deadline to submit qualifications was April 18, 2018 and the following five (5) firms met the deadline: GovHR, Ralph Andersen and Associates, Slavin Management Consulting, Springsted Waters, and Strategic Government Resources. Criteria used to evaluate the proposals were cost rating (30%), demonstrated city manager recruitment (40%), and overall qualifications (30%). As a result of the evaluation process, two firms – Springsted Waters and Strategic Government Resources – were selected to make a presentation to Council at a special City Council meeting held on May 17. Both firms were given 30 minutes to present to council, which included time for questions and answers. After the presentations, City Council requested it be placed on the June 11th agenda for consideration. Costs are dependent on the firm selected and based on “not to exceed” amounts. Springsted Waters’ bid was not to exceed $24,500 on a professional services fee and related expenses. Strategic Government Resources’ bid was not to exceed $28,000 on a professional services fee and related expenses. Both firms stated an appropriate timeline for their respective services and both would start in mid-to-late August. A standard services agreement with the proposal of the selected firm would be entered into upon Council approval.

RECOMMENDATION Staff recommends that Council award a contract to an executive search firm for the city manager search or take any desired action.

AGENDA OF: June 11, 2018 AGENDA ITEM: 2

DATE SUBMITTED: June 7, 2018 DEPARTMENT: City Administration

PREPARED BY: James Urban, Human Resources Director

PRESENTER: James Urban, Human Resources Director

SUBJECT: City Manager Executive Search Firm

ATTACHMENTS: Bid Proposals for: Springsted Waters and Strategic Government Resources

EXPENDITURE REQUIRED: Dependent upon selected firm

AMOUNT BUDGETED: N/A ACCOUNT NO.: N/A

ADDITIONAL APPROPRIATION REQUIRED: Dependent upon selected firm ACCOUNT NO.: 101-1000-74010

A. Title Page

Proposal

City of West University Place, TX

Proposal to Provide City Manager Candidate Search

April 18, 2018

Springsted | Waters Remittance Address 14285 Midway Road, Suite 340 380 Jackson Street, Suite 300 Addison, Texas 75001 Saint Paul, Minnesota 55101-2887 Chuck Rohre, Executive Vice President [email protected] (214) 608-7477

mailto:[email protected]

A. TITLE PAGE

LETTER OF TRANSMITTAL

B. INTRODUCTION ................................................................................ 3

C. PROPOSED PROCESS ....................................................................... 3 1. Understanding of the Work to be Performed ..................................... 3 2. Proposed Strategy ..................................................................... 5 3. Successful Placements ............................................................. 10 4. Assigned Personnel ................................................................. 13 5. Benefits to the City of West University Place .................................. 21 6. Previous Position Profile ........................................................... 21 7. Previous Search Report ............................................................. 21 8. Cost of Services ...................................................................... 21 9. Fee Structure ......................................................................... 22 10. Timeline .............................................................................. 24

PREVIOUS POSITION PROFILE ......................................................... APPENDIX I

PREVIOUS SEARCH REPORT ........................................................... APPENDIX II

Table of Contents

Springsted | Waters 14285 Midway Road, Suite 340 Dallas, TX 75001

Tel: 972-481-1950 Fax: 972-481-1951 www.springsted.com

LETTER OF TRANSMITTAL April 18, 2018 Mrs. Thelma Gilliam City Secretary City of West University Place 3800 University Blvd. West University Place, TX 77005 Re: Request for Proposal to Provide City Manager Candidate Search Dear Mrs. Gilliam I appreciate the opportunity to submit our proposal for executive recruitment services for the City of West University Place’s next City Manager. Our extensive experience in providing executive recruitment services to cities, counties and other public-sector organizations nationwide will be beneficial for this recruitment and allow us to find the ideal candidate for the City of West University Place. We know that you have options for using other recruitment firms. However, we believe that our approach sets us apart from our competitors in the following unique ways:

• If selected as an option, our web-based survey can be used to determine the key community-wide issues and priorities that are essential considerations for the City and the selection committee to consider. This survey is completed by the City’s employees, community leaders and citizens and would alter the estimated duration of the project timeline. The results of the survey will provide the City Council with important feedback for development of the profile for the ideal candidate;

• Management/Leadership Style Assessment Analysis completed by the candidates to determine if a candidate’s management style matches the approved management/leadership style profile for the ideal candidate;

• Video candidate interviews through a proprietary system will be made available to the Mayor and City Council to assist in the selection process; and

City of West University Place, TX. Proposal to Provide City Manager Candidate Search. 3

City of West University Place, TX Proposal to Provide

City Manager Candidate Search

B. Introduction The Executive Recruitment Division of Waters Consulting merged with Springsted Incorporated in May 2014, establishing one of the largest public sector executive recruitment and human capital consulting firms in the United States. Our firm name, Waters & Company, has recently been changed to Springsted | Waters (S|W) to more clearly reflect the connection to and support from the Springsted group of companies. Springsted Incorporated, our parent company, has been a Women Business Enterprise since 1993. Three employee-owners lead the Springsted group of firms and their 70-member staff. Our corporate office is located in Saint Paul, Minnesota, with regional offices located in Dallas, Texas; Chicago, Illinois; Milwaukee, Wisconsin; Des Moines, Iowa; Kansas City, Missouri; Richmond, Virginia; Atlanta, Georgia; and Denver, Colorado. S|W has a team of seven recruitment consultants available to meet your executive recruitment needs. Each consultant assigned to this recruitment has experience working with cities and the many different disciplines that comprise the City of West University Place 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 the City’s expectations. Since 2013 our combined consultant team has conducted more than 455 executive recruitments. The S|W Recruitment Project Team will partner with the Mayor, City Council and designated staff as your technical advisor to ensure that the recruitment process for your next City Manager is conducted in a thorough and professional manner. Our objective is to generate high-quality candidates and assist you with the screening and evaluation of these candidates. We have structured the S|W Recruitment Project Team to draw upon S|W’s and Springsted’s 50-plus years of service to the public sector and to leverage S|W’s experience and capacity to focus nationwide to find the most qualified candidates. Authorized Representative

Chuck Rohre, Executive Vice President Springsted | Waters 14285 Midway Road, Suite 340 Addison, Texas 75001 Office: 972-481-1950 Fax: 972-481-1951

C. Proposed Process 1. Understanding of the Work to be Performed

The City of West University Place is looking for a timely, well-managed and thorough search process to recruit and identify highly qualified candidates for its City Manager position.


S|W will work with the City to understand the desired qualities and professional capabilities that are most important to you in your selection of a new City Manager. This information helps us represent the City organization and the City Manager position to well-regarded candidates, emphasizing the opportunities for leadership and professional growth and presenting West University Place as a vibrant and thriving community in which to live. There is significant competition for experienced local government managers today. We work with you to develop a recruitment strategy that includes advertising and personalized, customer outreach. A successful recruitment often depends upon the ability to reach out to successful managers who are not necessarily seeking new employment to inform them of and encourage them to apply for the position. These efforts are critical to ensuring that the City receives a good candidate pool. S|W manages and tracks applicant information and provides regular communications updating the applicants on the status of the project. Our communications are always professional and respectful. We take pride in our ability to provide the City Council with complete information about the candidates, expanding beyond their resumes to understand their experience, the leadership and management style they will bring to your community and their motivation for seeking this position. We assist you in structuring the interview process; we are present throughout the interviews and available to facilitate your deliberations and negotiations with the top candidate. Specific Services to be Provided The search will be conducted locally out of our Dallas office. Chuck Rohre will serve as the Recruitment Project Team Leader. Our proven process includes five major tasks:

1. Recruitment brochure development and advertising • Meetings with West University Place’s leadership and key stakeholders to understand the

City’s needs as well as its strategic directions and expectations

2. Execution of recruitment strategy and identification of quality candidates • Aggressive recruitment and direct contact with prospective candidates • Interactive searchable applicant database • Utilization of an applicant tracking system

3. Screening of applications, recommendation of semi-finalists and selection of finalists • Candidate questionnaires provide in-depth information • Due diligence questions and review of candidate’s web and internet presence • Management/leadership style and strengths assessment (personality and behavior

analysis) to determine if there is a fit with the approved management/leadership profile established by the Mayor and City Council in order to identify the ideal candidate

• Video interview responses provided by each semi-finalist candidate • Semi-finalists booklet of the top candidates • Selection of 3 – 5 finalists by the Mayor and City Council

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 • Interview design, coordination, attendance and support • Employment offer - assistance and feedback

2. Proposed Strategy

1. The recruitment will be national and inclusive in nature, with a candidate pool of diverse, experienced and talented individuals.

2. The community/staff survey will yield valuable insights regarding the desired characteristics of the ideal candidate.

3. The recorded interviews will give additional insights, beyond “paper” qualifications and streamline the identification of finalists.

4. The Management Style Analysis will ensure proper “fit” of the selected candidate.

5. The process will involve highly experienced recruiters with public sector backgrounds.

6. The process will be conducted in an ethical and transparent manner, consistent with applicable employment law.

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 the 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 City Manager. The recruitment brochure will also have a profile that captures the essence of the City as a highly-attractive venue for the successful candidate to live and work. To prepare the recruitment brochure, the Recruitment Project Team Leader will come on site to meet with the Mayor, City Council and designated staff to discuss the required background, professional experience and management and leadership characteristics for your City Manager position. We meet individually (or collectively depending upon your preference) with the Mayor and City Council to broaden our understanding of the position’s leadership and management requirements, current issues, strategic priorities and to identify expectations for the City Manager. [See example of a recruitment brochure in Appendix I.] The Recruitment Project Team will also work with the City of West University Place 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, S|W has a highly-accessed website that has a special location attracting many 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 position.


Advertisements for the City Manager position could be placed with: Springsted | Waters Web Site Springsted | Waters LinkedIn Account International City/County Management Association National Forum of Black Public Administrators Hispanic Forum Careers in Government (careersingovernment.com) Texas Municipal League Career Center Texas City Management Association

Project Milestone Deliverables Estimated Duration

Position profile and recruitment brochure development.

• Onsite interview with the City. • S|W 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.

2 Weeks

Task II: Execution of Recruitment Strategy and Identification of Quality Candidates Utilizing the information developed in Task I, S|W will identify and reach out to individuals who will be outstanding candidates for the position of City Manager. 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 an appropriate database utilizing our extensive, interactive applicant database for the City Manager position. This will provide the S|W 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. During this part of the process the Recruitment Project Team will work with the Mayor, City Council and designated staff to reach consensus on the leadership and management style for the ideal candidate. Our research will determine the key competencies, work values and leadership/management style for the position and match the candidates to each attribute. 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.



Execution of recruitment strategy and candidate outreach.

• Online data collection and profile development. • Development of interactive searchable

applicant database for recruitment of the City Manager.

• S|W 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 Recruitment Project Team, under the direction of Chuck Rohre, will screen the candidates against the criteria within the position and candidate profiles and develop a list of semi-finalists for recommendation to the Mayor and City Council. The most promising applicants will receive a candidate essay questionnaire to complete that will provide additional information about the candidates’ background and experience. We will then narrow the list to a group of 10-15 semifinalists for your review and to select finalists. 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. This tool allows our Team to develop a more comprehensive understanding of the candidate’s ability to think “on their feet” as well as their personal and professional demeanor. This virtual interview can be scored by individual selection team members as well as the consulting team for later review and comparison. Our Team will provide an online link for the Mayor, City Council and others designated, who have input into the hiring decision, allowing them to review and rate the recorded responses. This provides the organization with additional candidate assessments 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.


Applicant screening and recommendation of semi-finalists.

• S|W compares applications to the approved candidate profile developed in our searchable applicant database.

• S|W develops customized candidate questionnaire & due diligence questionnaire to provide to applicants who most closely meet the candidate profile.

• Top 10-15 candidates identified as semi-finalists.

• Semi-Final Report is prepared, including the brochure, master applicant list, cover letter, resume and completed questionnaire of candidates to be considered.

2 Weeks


• S|W and the City review and rate video interviews.

• S|W sends links to City to review the aggregate responses and ratings.

• Semi-finalists complete candidate management style assessment, responses are reviewed and interview questions are developed.

• Recruitment Project Team Leader meets with Mayor and City Council to review recommended semi-finalists. Mayor and City Council selects finalists for on-site interviews.

Task IV: Conducting Background Checks, Reference Checks and Academic Verifications When the Mayor and City Council approves of a group of finalists for on-site interviews, S|W 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. For the background checks, S|W will develop information on the candidates in 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 • Federal District Civil Litigation • Educational Verification

To ensure that our quality standards are maintained, we require a minimum of ten 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.


Finalists complete supplemental work products.

• Finalists complete narrative of their most significant professional achievement and a critical problem analysis.

1 Week

Design final process with City Council for on-site interviews with finalists.

• S|W confirms interviews with candidates. • Travel logistics are scheduled for the

candidates. 1 – 2 Days

Background checks, reference checks and academic verification.

• S|W 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 you to develop the final interview process. We will provide documentation on each of the finalists which will provide the highlights of their professional experience and 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 Recruitment Project Team Leader 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, if the City requests the service, we will assist you with the development of a compensation package and related employment considerations and assist with the negotiation of an employment agreement.


Final Report prepared and delivered to City.

• Final Report is prepared, including brochure, interview schedule, cover letter, resume, candidate questionnaire, two examples of candidates’ most significant professional achievements, suggested interview questions, candidate assessment form and management style probing questions.

1 Day

On-site interviews with finalists.

• Interviews are scheduled. • Recruitment Project Team Leader attends client

interviews and is available to participate during deliberations of candidates.

1 – 2 Days

Offer made / accepted.

• If requested, S|W participates in candidate employment agreement negotiations.

• S|W notifies candidates of decision. • S|W confirms final process close out items with

the City of West University Place.

1 – 2 Days

Philosophy of the Firm The philosophy of the firm is to pursue an unrelenting commitment to high-quality service for the client and the candidates and to demonstrate at all times the highest standards of integrity, ethical conduct and professionalism. Throughout the assignment, the S|W team will serve as technical advisors to your organization to ensure that the recruitment process is conducted in a professional manner. The objective of S|W is to generate high-quality candidates and assist you with the screening and evaluation of these candidates. Due to our extensive professional relationships with hundreds of public sector organizations and prospective candidates nationwide, S|W is positioned to confidently promote your City Manager position to prospective candidates as a positive career opportunity. With any consulting assignment, but particularly with an executive recruitment project, reliable and timely communication is fundamental to the project’s success. At key points during the assignment, the Project Team Leader will communicate by phone, e-mail or in person with appropriate leaders from your organization to discuss the progress of the recruitment and to review subsequent steps in the recruitment process. These regular status reports are important to ensure success with the recruitment assignment.


3. Successful Placements

The following is a partial list of previous Executive Recruitments:

List of Relevant Executive Recruitments: 2013 to Present Year Client State Recruitment Pop. Contact Phone Email 2013 Alexandria MN City Administrator 11,580 Carlson, Sara 320-763-3646 [email protected]

2013 Bayport MN City Administrator 3,496 Taylor, Sara 651-275-4404 [email protected] 2013 Bellevue WI Village Administrator 14,570 Simons, Karen 920-468-5225 [email protected] 2013 Burnsville MN City Manager 61,434 Hansen, Jill 952-895-4471 [email protected] 2013 Clinton NC City Manager 8,676 Starling, Lew 910-592-1961 2013 East Grand Forks MN City Administrator 8,602 Buckalew, Craig 218-791-5004 [email protected] 2013 International Falls MN City Administrator 6,357 Bergstrom, Betty 218-283-9484 [email protected]

2013 Irving TX City Manager 228,653 Obi, Ike 972-721-2665 [email protected] 2013 Justin TX City Manager 3,333 Strange, Kim 940-648-2541 [email protected] 2013 Montgomery MN City Administrator 2,933 Keogh, Jean 507-364-5685 [email protected] 2013 Moose Lake MN City Administrator 2,787 Shaw, Ted 218-485-4010 [email protected]

2013 Muskegon MI City Manager 37,213 Mazade, Byron 231-724-6724 [email protected] 2013 Newport News VA City Manager 179,611 Price, McKinley 757-926-8618 [email protected] 2013 Norwood Young America MN City Administrator 3,583 Diedrick, Tina 952-467-4310 [email protected] 2013 Raleigh NC City Manager 423,179 Jones, C. 919-890-3840 [email protected] 2013 Sherburn MN City Administrator 1,128 Roesler, Robert 507-764-4491 [email protected] 2013 Watertown MN City Administrator 4,239 952-552-2681 [email protected] 2013 West Saint Paul MN City Manager 19,708 Fulton, Matt 651-552-4100 [email protected] 2014 Atlantic Beach FL City Manager 12,864 Berry, Catherine 904-247-5890 [email protected] 2014 Bloomington MN City Manager 86,319 Busse, Tim 952-563-8700 [email protected] 2014 Boone NC Town Manager 17,774 Ward, John 828-262-4530 [email protected] 2014 Cape Charles VA Town Manager 990 Panek, Bob 757-331-3259 [email protected] 2014 Castle Rock CO Town Manager 53,063 Zagurski, Kristin 303-660-1015 [email protected] 2014 Eustis FL City Manager 19,214 Isaacs, Ann 352-483-5472 [email protected] 2014 Hutchinson MN City Administrator 13,871 Sebora, Marc 320-587-5151 [email protected] 2014 Irving TX City Manager 225,427 Obi, Ike 972-721-2665 [email protected] 2014 Lakeville MN City Administrator 58,562 Joosten, Cindi 952-985-4491 [email protected] 2014 Lexington VA City Manager 6,998 Elrod, Mimi 540-463-6714 [email protected] 2014 Midlothian TX City Manager 19,891 Houston, Bill 972-775-8099 [email protected] 2014 Narberth Borough PA Borough Manager 4,295 Wegbreit, Robert 610-664-2840 [email protected] 2014 Novi MI City Manager 123,099 Cardenas, Victor 248-347-0450 [email protected] 2014 Oakdale MN City Administrator 27,780 Warren, Suzanne 651-730-2714 [email protected]


List of Relevant Executive Recruitments: 2013 to Present Year Client State Recruitment Pop. Contact Phone Email 2014 Springfield MN City Manager 2,114 Vogel, Amy 507-723-3500 [email protected] 2014 Township of Lower Merion PA Township Manager 59,850 McGrath, Roseann 610-645-6120 [email protected] 2015 Bemidji MN City Manager 14,435 Murphy, Kay 218-759-3570 [email protected] 2015 Big Lake MN City Administrator 10,298 Danielowski, Raeanne 763-263-3801 [email protected] 2015 Brooklyn Park MN City Manager 78,373 Lunde, Jeffrey 763-242-1555 [email protected] 2015 Coon Rapids MN City Manager 62,103 Stemwedel, Matt 763-767-6486 [email protected] 2015 Cottage Grove MN City Manager 35,399 Bailey, Myron 651-459-4734 [email protected] 2015 Davidson NC Town Manager 11,750 Shaul, Cristina 704 940-9602 [email protected] 2015 Diboll TX City Manager 5,323 McClain, John 936-829-4757 [email protected] 2015 Golden Valley MN City Manager 20,845 Knauss, Chantell 763-593-8096 [email protected] 2015 Grand Junction CO City Manager 59,778 Moore, Tim 970-244-1508 [email protected] 2015 Kingsville TX City Manager 26,312 Gonzalez, Diana 361-595-8017 [email protected] 2015 Manassas VA Deputy City Manager 41,705 Pate, Patrick 703-257-8212 [email protected] 2015 Monument CO Town Manager 5,817 Smith, Pamela 719-884-8045 [email protected] 2015 Sachse TX City Manager 22,026 Nash, Gina 469-429-4770 [email protected] 2015 Scandia MN City Administrator 3,936 Soltis, Neil 651-433-2274 [email protected] 2015 Shakopee MN City Administrator 39,167 Tabke, Brad 952-233-9300 [email protected] 2015 Socorro TX City Manager 32,517 Rodarte, Adriana 915-209-9945 [email protected] 2015 Virginia Beach VA City Manager 448,479 Hilliard, Regina 757-385-8381 [email protected] 2015 Warrenton VA Town Manager 9,862 Duggan, Powell 540-347-9223 [email protected] 2015 West Jordan UT City Manager 110,077 Gardner, Jonathan 801-569-5165 [email protected] 2015 Westminster CO City Manager 109,169 Mitchell, Debbie 303-658-2155 [email protected] 2015 Williamsburg VA City Manager 15,206 Haulman, Clyde 757-220-6100 [email protected] 2016 Brooklyn Center MN Deputy City Manager 30,712 Wick, Kelli 763-469-3302 [email protected] 2016 Cary NC Town Manager 151,088 Poole, Renee 919-469-4373 [email protected] 2016 Charter Township of Kalamazoo MI Township Manager 20,918 Reid, Ronald 269-381-8083 [email protected] 2016 Christiansburg VA Town Manager 21,533 Helms, Barry 540-382-6128 [email protected] 2016 Circle Pines MN City Administrator 4,953 Keinath, Jim 763-784-5898 [email protected] 2016 Commerce TX City Manager 8,276 Muse, Ned 903-886-1130 [email protected] 2016 Crested Butte CO Town Manager 1,519 Crank, William 970-275-7938 [email protected] 2016 Deerfield Beach FL Assistant City Manager 78,041 Hanson, Burgess 954-480-4415 [email protected] 2016 Denton TX City Manager 123,099 Smith, Karen 940-349-7100 [email protected] 2016 Dumfries VA Town Manager 5,168 Foreman, Gerald 703-221-3409 [email protected] 2016 Fredericksburg VA City Manager 28,132 Bell, Robert 540-372-1028 [email protected] 2016 Greensboro NC Assistant City Manager 279,639 Crotts, Susan 336-373-4389 [email protected]


List of Relevant Executive Recruitments: 2013 to Present Year Client State Recruitment Pop. Contact Phone Email 2016 Hayden CO Town Manager 1,801 Tuliszewski, Greg 970-276-3741 [email protected] 2016 Jersey Village TX City Manager 7,862 Coody, Lorri 713-466-2102 [email protected] 2016 Mankato MN Deputy City Manager 40,641 Hentges, Patrick 507-387-8695 [email protected] 2016 Medford OR City Manager 77,677 O'Neal, Lynette 541-774-2089 [email protected] 2016 Mooresville NC Town Manager 34,887 Gambill, Stephen 704-663-6327 [email protected] 2016 Moorhead MN City Manager 39,398 Wenger, Jill 218-299-5304 [email protected] 2016 Moose Lake MN City Administrator 2,787 Shaw, Ted 218-485-4010 [email protected] 2016 North Branch MN City Administrator 10,087 Hill, Richard 651-277-5230 [email protected] 2016 Norwalk IA City Manager 9,639 Isley, Erika 515-238-0431 [email protected] 2016 Roswell NM City Manager 48,611 Phillips, Jonathan 575-624-6700 [email protected] 2016 Virginia MN City Administrator 8,661 Cuffe, Larry 218-748-7500 [email protected] 2016 Warsaw VA Town Manager 1,498 Milstead, Mark 804-333-3737 2016 Wayzata MN City Manager 4,217 Nelson, Heidi 952-404-5309 [email protected] 2016 Williamsburg VA Assistant City Manager 15,206 Collins, Marvin 757-220-6100 [email protected] 2017 Berthoud CO Town Administrator 5,807 Hart, Mike 970-532-2643 [email protected] 2017 Christiansburg VA Town Manager 21,533 Barber, Michael 540-381-0060 [email protected] 2017 Cloquet MN City Administrator 12,050 Barclay, James 218-879-3347 [email protected] 2017 Dickinson TX City Administrator 19,595 Masters, Julie 281-337-6202 [email protected] 2017 El Dorado KS City Manager 12,852 Haines, Vince 316-321-9100 [email protected] 2017 Glenview IL Village Manager 45,417 Kuechler, Sarah 847-904-4370 [email protected] 2017 Lake Havasu City AZ City Manager 53,743 Palbicki, Shirlee 928-453-4143 [email protected] 2017 Littleton CO City Manager 44,275 Bruski, Ruth 303-795-3902 [email protected] 2017 Manassas Park VA City Manager 16,149 Crowhurst, Dean 703-335-8800 [email protected] 2017 Morehead City NC City Manager 9,203 Jones, Gerald 252-726-6848 [email protected] 2017 Mounds View MN City Administrator 12,525 Ericson, Jim 763-717-4001 [email protected] 2017 Oldsmar FL City Manager 13,913 Haddock, Bruce 813-749-1102 [email protected] 2017 Orono MN City Administrator 8,009 Walsh, Dennis 612-414-5055 [email protected] 2017 Riviera Beach FL City Manager 33,263 Davis, Bruce 561-840-4874 [email protected] 2017 Rochester MN City Manager 110,742 Hillenbrand, Linda 507-328-2555 [email protected] 2017 Township of Roxbury NJ Township Manager 23,324 Rhead, Amy 973-448-2001 [email protected] 2018 Addison TX City Manager 15,407 Hayes, Passion 972-450-2819 [email protected] 2018 Belle Plaine MN City Administrator 6,838 Meyer, Dawn 952-873-5553 [email protected] 2018 Christiansburg VA Town Manager 21,533 Barber, Michael 540-381-0060 [email protected] 2018 Dallas TX City Secretary 1,258,000 Gilbert, Jaquina 214-671-9939 2018 Kingman AZ City Manager 29,029 Walker, Jackie 928-753-5561 [email protected]


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. 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 West University Place’s City Manager position. Because of our performance record in presenting a diverse applicant pool, these prospective candidates know they will be fairly considered in the process. Springsted | Waters, 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. Springsted | Waters is a WBE. 4. Assigned Personnel

Recruitment Project Team Leader Mr. Chuck Rohre, Executive Vice President Direct Phone: (214) 466-2436 Email: [email protected] Mr. Rollie Waters, Special Advisor and Consultant Direct Phone: (214) 466-2424 Email: [email protected] Mr. Art Davis, Senior Vice President Direct Phone: (816) 868-7042 Email: [email protected] Ms. Patricia Heminover, Senior Vice President Direct Phone: (651) 223-3058 Email: [email protected]

Ms. Sharon Klumpp, Senior Vice President Direct Phone: (651) 223-3053 Email: [email protected] Ms. Anne Lewis, Senior Vice President Direct Phone: (804) 726-9748 Email: [email protected] Ms. Jenelle McDonald, Project Coordinator Direct Phone: (214) 466-2445 Email: [email protected]









Charles A. (Chuck) Rohre Executive Vice President/Manager of Executvie Recruitment and Consultant

Chuck Rohre is an Executive Vice President and the Manager of Springsted | Waters, the executive recruitment practice of the Springsted Group. Based in Dallas, he is responsible for managing and conducting executive recruitment engagements for the firm to insure 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. Chuck has more than 35 years of experience in managing and consulting in both the private and public sectors. He has served as Police Chief and Director of Public Safety for North Texas municipalities with populations ranging from 9,000 to 200,000 plus. Prior to beginning his consulting career, Mr. Rohre served for three years as Police Chief of Plano, Texas. Chuck joined the firm in January 2006 following a 13-year engagement with another nationally recognized public-sector search firm where he managed the Texas and Southwestern operations. He has an extensive and successful track record of completed recruitments across the nation, especially in Texas, Colorado, Arizona, and the Midwestern states. He has led over 350 recruitment engagements in 24 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. The clients range from as small as 2,500 to as large as 1,300,000 in population. He has also conducted management consulting assignments in a number of disciplines including public safety, career development and strategic planning. He has written and presented training in a variety of subject areas including personnel assessment, leadership and management skills, and career development for public sector employees. He has earned the designation of Certified Behavior Analyst by TTI, Inc. Areas of Expertise

• Executive Recruitment • Background Investigations • Behavioral Analysis

• Career Development • Strategic Planning • Organizational Assessment

Professional Accomplishments and Education

Chuck received his bachelor’s degree from the Dallas campus of Abilene Christian University and his Master’s degree in Human Relations and Management from the same institution. He has completed advanced management training at the Institute for Law Enforcement Administration in Plano and now serves on its adjunct faculty and advisory board. Chuck completed the Federal Bureau of Investigation’s prestigious LEEDS course at Quantico, Virginia. He is a veteran of the United States Army, serving in the United States and the Republic of Vietnam.


Rollie Waters Special Advisor and Consultant

Rollie Waters is a Special Advisor and Consultant to Springsted | Waters. Until the end of 2017, he served as the Executive Vice President of Springsted | Waters, and now advises on selected assignments and utilization of proprietary candidate assessment instruments. Since 1976, Rollie has been a management consultant to private and public-sector clients. He has consulted with national and international clients in the area of HR Management system design and strategic management. He has given various lectures and seminars for organizations in the areas of compensation as it relates to performance management. He is viewed on a national level as one of the foremost authorities in succession planning and performance management system design for the public sector. He has spoken before such organizations as the International City/County Managers Association, American Management Association, The Alliance for Innovation, National Forum of Black Public Administrators, California Institute of Technology, the Texas Municipal League (TML), and the International Personnel Management Association (IPMA-HR), among others. Rollie has been actively involved in the development of competency-based knowledge selection and development tools over the past twenty years. He has been instrumental in ensuring the proprietary profiles that he has designed to attract the right candidates that fit the client organization’s needs. Rollie has been widely published in national journals and magazines focusing on human resource challenges. Areas of Expertise

• Executive Recruitment • Web-Based Compensation Support • Management Development • Competency-based Systems and

Development Systems

• Organizational Strategy • Mentoring Programs • Performance Management • Succession Planning


Rollie is a Strategic Partner with the International City/County Managers Association, International Management Consultants and Alliance for Innovation, a member of the National Corporation Advisory Council of the National Forum for Black Public Administrators, and numerous other professional groups. Rollie has an extensive background in the behavioral sciences and strategic planning. He received his MBA at Pepperdine University and his Bachelor of Science degree in Psychology from the University of South Carolina. In addition, he is a Certified Management Consultant (CMC) awarded by the Institute of Management Consultants USA.


Arthur (Art) Davis Senior Vice President and Consultant

Arthur (Art) Davis is a Senior Vice President and Consultant with Springsted | Waters. Prior to joining S|W, Art successfully launched and expanded his own company over the course of 10 years. Art specializes in providing executive recruitment and organizational management consulting services for cities, counties and nonprofits. Prior to consulting, Art served 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. One of his responsibilities during his tenure at the Civic Council was to organize efforts to revitalize Downtown Kansas City, Missouri. Art coordinated a strategic and master planning process involving hundreds of stakeholders, which resulted in the establishment of development of strategies, solicitation of start-up funding and implementation of action plans – all contributing toward the successful revitalization of Downtown Kansas City. For nearly six years, Art served as City Administrator of Lee’s Summit, Missouri, a city recognized as the “fastest growing” city in Missouri and the Greater Kansas City region at the time. Earlier positions of responsibility include working for the cities of Lenexa, Kansas and Dallas, Texas, where he served as Assistant to the Mayor of Dallas. Areas of Expertise

• Executive Recruitment • Leadership/Management Development • Strategic Goal Setting & Strategic

Planning

• Organizational Assessment, Design & Development

• Organization & Community Facilitation


Art received his Bachelor of Arts degree in political science and public administration from William Jewell College and his Masters of Public Administration from the University of Kansas. He has led and participated in a wide variety of community initiatives and served on nonprofit boards throughout his career. Art was 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.


Patricia (Patty) Heminover Senior Vice President and Consultant

Patty Heminover is a Senior Vice President and Consultant with Springsted | Waters. She has 19 years of public education experience. Prior to joining S|W she was a Client Representative for Springsted Incorporated for seven years. She has also served as superintendent of South St. Paul Schools in South St. Paul, Minnesota. Patty brings considerable experience identifying management talent, leading organizational and process improvements, and developing and administering budgets. Patty has facilitated discussions with legislators at the state level regarding education funding, securing $1 Million of new funding for South St. Paul Schools. Her understanding of human resources and finance and her experience working with governing boards comes from having served seven years as the South St. Paul Schools’ Director of Human Resources and Finance, prior to serving as the district’s superintendent. She also served for three years as the co-superintendent of schools for Cleveland Public Schools in Cleveland, Minnesota, after working as its Director of Human Resources and Business Services for six years. Patty has received a School Finance Award, technology leadership awards and helped establish the first K-12 International Baccalaureate School District in Minnesota. Professional Accomplishments and Education

Education Minnesota State University, Mankato, Minnesota

Masters of Education Administration Minnesota State University, Mankato, Minnesota

Bachelor of Science in Consumer Science, Business Administration

University of Saint Thomas, Saint Paul, Minnesota Mini MBA Program, Human Resources Management

Affiliations Minnesota Association of School Administrators American Association of School Administrators Minnesota Association of School Business Officials River Heights Chamber of Commerce, Member State Negotiators Association

Certifications Human Resource Certificate, University of Saint Thomas Superintendents Licensure, State of Minnesota Minnesota School Board Association


Sharon G. Klumpp Senior Vice President and Consultant

Sharon Klumpp is a Senior Vice President and Consultant with Springsted | Waters. Sharon has extensive experience specializing in organizational and departmental studies, human resource management, and executive search for public agencies. She also assists governing bodies and senior-level managers in the development, execution and evaluation of strategic plans. Sharon has extensive experience in serving government. She has served as Executive Director of the Metropolitan Council, a seven-county regional planning agency for the Minneapolis-Saint Paul metropolitan area, and as Associate Executive Director for the League of Minnesota Cities. Her experience also includes serving as City Administrator in Oakdale, Minnesota and as Assistant City Manager in both St. Louis Park, Minnesota and Saginaw, Michigan. Her private sector experience includes serving as the chief administrative officer for the Minneapolis office of a major global engineering and design firm. Sharon also served as an adjunct instructor at Walden University, where she taught public administration and organizational change in the University’s School of Management. She served two terms on the Ramsey County Charter Commission and was chair for two years. Professional Accomplishments and Education

Education University of Kansas, Lawrence, Kansas

Masters of Public Administration Miami University, Oxford, Ohio

Bachelor of Arts in Political Science

Affiliations International City/County Management Association International Public Management Association for Human Resources


Anne Lewis Senior Vice President and Consultant

Anne Lewis is a Senior Vice President and Consultant with Springsted | Waters. Prior to joining S|W, Anne served as the Deputy City Manager for the City of Harrisonburg, Virginia as well as the Assistant City Manager for the City of Winchester, Virginia. Over the last 15 years, her experience in municipal government has also included positions as an Emergency Management Deputy Director, Public Information Officer, Human Resources Manager, Parking Authority Executive Director, Housing Director, Transit Director and Convention & Visitors Bureau Executive Director. Areas of Expertise

• Recruiting • Emergency Management • Human Resources Management

• Public Transportation • Strategic Planning • Planning and Community Development


Anne received her Bachelor’s degree in Business Administration and Management, her Master of Science in Organizational Leadership and Public Administration, as well as a Graduate Certificate in Public Management, all from Shenandoah University in Winchester, Virginia. She is also a Senior Executive Institute and LEAD graduate of the Weldon Cooper Center for Public Service at the University of Virginia. As a member of the International City/County Management Association (ICMA), she is a graduate of the 2008 class of Leadership ICMA and achieved the status of Credentialed Manager. She has been a part of the Task Force on Women in the Profession as well as the Task Force on Internship Guidelines. She is a member and served on the Executive Board of the Virginia Local Government Management Association (VLGMA).


Jenelle McDonald Project Coordinator

Jenelle McDonald is a Project Coordinator with Springsted | Waters. She is responsible for supporting the lead consultants throughout the entire scope of the recruiting process as well as providing administrative support to Executive Vice President, Rollie Waters. In this role, Jenelle designs/develops recruitment brochures, coordinates communications with candidates, processes resumes and distributes candidate questionnaires. She is also responsible for providing support to candidates regarding technical and logistical issues. She assists the consultants in scheduling semifinalist interviews, submitting profiles for background checks and education verification, as well as notifying the finalists of project status. Her responsibilities extend to editing presentations, advertisement placements and general office administration. Professional Accomplishments and Education

Jenelle is a very task oriented professional with over 13 years of experience in office administration – at least six of those years have been spent in executive level support and two have been spent in human resources administration. She also has over eight years of experience in sales and marketing including over seven years overseeing employees. The majority of this experience began in branch banking as a Financial Sales Supervisor where, in addition to managing day to day branch operations, she also took on the role of coordinating the branch’s business development. She went on to merchant services as the Client Relations Executive where she also filled the role of Commissions Analyst with the human resource department. This dual-position entailed managing client escalations, analyzing and adjusting pricing structures, contract negotiation, monitoring non-compete agreements, and the paying and reversal of commissions. Prior to joining S|W, Ms. McDonald was involved in real estate investment as the Operations Manager. In this position, she managed the renovation and budgets of over 200 single family homes and provided administrative support once the properties were tenant occupied. Jenelle has an Associates of Applied Sciences in Financial Operations and an Associates in Business Administration. She is currently pursuing her bachelor’s degree in General Business at Arlington Baptist College.


5. Benefits to the City of West University Place

Selecting S|W to conduct your executive recruitment provides the City of West University Place 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 – S|W comes to the City without having any preconceived notions or expectations about the City and prospective candidates. The S|W 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 position without jeopardizing their current employment. Our reputation for ensuring candidate confidentiality as permitted by state and local law means that the City of West University Place can count on maximizing the number of qualified candidates interested in the City Manager position.

• Candidate Recruitment – S|W 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 S|W.

• Focused Use of City’s Time – S|W’s comprehensive process incorporates the active participation of City Council members at key steps in the process. Our process keeps elected officials fully advised and informed of all aspects of the process without requiring them to expend large amounts of time in the search process or to put aside other pressing issues facing the City of West University Place.

• Minimize Staff Disruption – S|W’s search process also minimizes disruptions to City staff, some of whom may have additional duties in this time of transition. Because conducting a thorough search can be time-consuming, S|W’s involvement allows staff to stay focused on their primary and assigned functions.

• Thorough Evaluation of Candidates – The City of West University Place seeks a City Manager of sound professional and personal character. S|W’s process includes a thorough evaluation of the final candidates, including detailed information from references and a careful review of background records.

6. Previous Position Profile

A sample of a previous position profile can be viewed in Appendix I. 7. Previous Search Report

A sample of a previous search report can be viewed in Appendix II. 8. Cost of Services

The all-inclusive professional fee to conduct the recruitment is $24,500 and includes the cost of professional services by the Recruitment Project Team Leader, 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 S|W 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. We are open to negotiate an alternative payment schedule if selected for this recruitment. All questions regarding the professional fees and project-related expenses should be directed to Chuck Rohre at [email protected] or via phone at (214) 608-7477. 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 make a selection from the initial group of finalists, S|W will work to identify a supplemental group until you find a candidate to hire. (2) Your executive recruitment is guaranteed for 24 months against termination or resignation for any reason. The replacement recruitment will be repeated with no additional professional fee, but only for 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) S|W will not directly solicit any candidates selected under this contract for any other position while the candidate is employed with your organization. 9. Fee Structure

PHASE DETAILED DESCRIPTION OF PROFESSIONAL SERVICES FEE

Phase I

Task 1 – Candidate Profile Development/Advertising/Marketing (includes one day on site by Lead Consultant) Lead Consultant Hourly Rate – approximately 14 hours Research/Project Management Staff Hourly Rate – approximately 16 hours

$3,150 $1,700

Task 2 – Identify Quality Candidates Lead Consultant Hourly Rate – approximately 14 hours Research/Project Management Staff Hourly Rate – approximately 16 hours

$3,150 $1,700

Phase II

Task 3 – Preliminary Screening & Initial Report to Client Lead Consultant Hourly Rate – approximately 18 hours Research/Project Management Staff Hourly Rate – approximately 20 hours

$4,150 $2,000

Task 4 – Reference Checks, Background Checks, Assessments and Academic Verifications Lead Consultant Hourly Rate – approximately 11 hours Research/Project Management Staff Hourly Rate – approximately 12 hours

$2,500 $1,300

Phase III

Task 5 – Final Process/On-Site Interviews with Finalists (includes two days on site by Lead Consultant) Lead Consultant Hourly Rate – approximately 14 hours Research/Project Management Staff Hourly Rate – approximately 16 hours

$3,150 $1,700

Conclusion Acceptance of offer by candidate

TOTAL NOT-TO-EXCEED PROFESSIONAL FEES AND PROJECT RELATED EXPENSES $24,500



OPTIONAL SERVICES FOR CONSIDERATION FEES

At the City’s option, S|W will conduct a web-based survey to determine key community-wide issues and priorities that could be considered in the selection of a new City Manager. This survey is completed by community leaders, citizens, and City employees and would alter the project timeline.

$1,650

On rare occasions, S|W 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. S|W 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


10. 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 WEST UNIVERSITY PLACE, TX EXECUTIVE RECRUITMENT

PRELIMINARY TIMELINE

The following Timeline represents a preliminary schedule for your executive recruitment based on a commencement date of April 30, 2018. Actual target dates will be developed in consultation with and approved by the Mayor and City Council.

Project Milestone Deliverables Target Date

Profile development, advertising and candidate outreach.

• S|W completes on-site interviews to develop candidate profile and recruitment brochure; the City approves ad placement schedule and timeline.

• S|W sends draft recruitment brochure to the City. • The City returns draft recruitment brochure (with

edits) to S|W. • S|W commences executive recruitment advertising

and marketing. • Online data collection and profile development.

April 30 – May 14

Applicant screening and assessment and recommendation of semi-finalists.

• S|W commences formal review of applications and sends most promising applicants a Candidate Questionnaire to provide additional information about background and experience. Candidates complete recorded interview online.

• S|W completes formal review of applications and sends selected resumes and questionnaire responses to the City for review. Candidates’ recorded interviews are also presented.

• Semi-finalists complete candidate management style assessment and responses are reviewed and interview questions are developed.

• S|W meets with the City and recommends semi-finalists; the City selects finalists for on-site interviews.

May 15 – 30

Comprehensive background check and reference checks completed for finalists.

• S|W completes reference checks/background checks/ academic verification on finalists. June 6

On-site Interviews with finalists.

• S|W sends documentation for finalists to the City. • The City conducts on-site interviews with finalists.

Week of June 11

Employment offer made / accepted.

• The City extends employment offer to selected candidate. Week of June 18

APPENDIX I

Previous Position Profile

City of Sachse Vision:

“Sachse is a friendly, vibrant community offering a safe and enjoyable quality of life to all who call Sachse home.”

ORGANIZATION AND GOVERNANCEThe City of Sachse is an incorporated municipality within Collin and Dallas Counties with a Home Rule Charter. According to the Charter, the City operates under the Council-Manager form of government, with policy-making and legislative authority vested in a governing body, the City Council, consisting of the Mayor and six at-large members, all elected on a non-partisan basis.

Under direction of the appointed City Manager, the City of Sachse offers a full range of services including: public safety (police, fire protection, and EMS), streets, sanitation, water and sanitary sewer utilities, environmental services, library, parks and recreation, engineering, planning and zoning, building inspection and code enforcement, and general administrative services. For

Fiscal Year 2014-15, the City has a full-time staff of 133 full time and 42 part time employees, with a General Fund Budget of $12.82 million, and an all-funds budget of $25.89 million.

In January 2015 the City Council adopted an updated Strategic Plan and Vision for the community. Sachse holds a AA rating from Standard and Poor’s. The City has a half-cent sales tax dedicated to economic development (Type B Corporation) and the City Council appoints the seven members of the Sachse Economic Development Corporation (SEDC) for staggered, two-year terms. To learn more about the municipal organization visit http://www.cityofsachse.com.

POSITION PROFILEThe vacancy for the City Manager position was created by resignation of the incumbent after eight years of service to the City, with three years of service as City Manager. A former Director of Finance is serving as Interim City Manager on a contractual basis. The City Council appoints a City Manager to serve as the chief administrative officer and manage the day-to-day affairs under the guidelines and policies established by the Council and the provisions of the City Charter and applicable statutes. The City Manager is a vital component of the governance of the City of Sachse, responsible for the appointment and supervision of staff, preparation and recommendation of the annual budget, and providing recommendations to the City Council concerning

THE CITY OF SACHSE (TEXAS) SEEKS AN EXPERIENCED, HIGHLY MOTIVATED AND VISIONARY LEADER TO SERVE AS THE NEXT…

Sachse, “Hard to Say, Easy to Love,” is a rapidly developing community within the greater Dallas area, adjacent to Garland and Wylie and is growing into a more urbanized setting. The growth has accelerated as Highway 190, the President George Bush Turnpike, extends through the southern part of the city. Sachse is mostly residential in character; however, retail and commercial businesses are beginning to rapidly develop along Highway 78. City officials and the Sachse Economic Development Corporation are confident that quality restaurants and retail establishments will develop along Highway 190.

With the adoption of the updated Comprehensive Plan, the city is poised for future growth within the realm of its ideal “country living” atmosphere. Sachse, at the crossroads of development within northern Dallas County and southern Collin County, is poised for success and offers an outstanding environment for the next City Manager to make a difference. Sachse is located approximately 20 miles northeast of downtown Dallas on Highway

CITY MANAGERCOMMUNITY OVERVIEW

78 and Highway 190, which provides quick and easy access to Plano, Richardson, Garland, North Dallas, Central Expressway, and eastward to Rockwall County and beyond. The most recent estimated census lists the population as 23,000 (2014 Est.). Sachse’s land area is approximately 9.8 square miles.

Sachse offers a variety of activities and cultural opportunities both in and around the community. Sachse Fallfest, an annual event that draws over 10,000 people from surrounding areas, is an annual arts and crafts country fair and the City hosts an outstanding fireworks show on Independence Day. The Sachse Public Library contains over 20,000 volumes. Because of its close proximity, Sachse has ready access to all of the cultural amenities in the Dallas/Fort Worth Metroplex, including museums, professional and intercollegiate athletics, professional and local amateur theater, and historical attractions. The educational needs of the community are served by two award-winning public school systems, the Garland Independent School District and the Wylie Independent School District. Continuing education is served by a wide variety of universities and community colleges in both Dallas and Collin counties, several within a short commute.

Sachse’s retail trade area (within a 12 minute drive) consists of 180,500 residents in 60,000 households, with an average household income of $89,079. Assessed value of property within the city totals $1.41 billion.

COMMUNITY OVERVIEW (Continued)

fiscal and policy issues. As provided in the City Charter, the City Manager serves at the will and pleasure of the Council, subject to the provisions contained within an employment agreement. The City Charter requires the City Manager to reside within the corporate limits of the City of Sachse.

CURRENT ISSUES AND CHALLENGES

Following is a list of current issues and challenges that the new City Manager will need to address during their first twelve to twenty four months. This listing is intended to be representative and not all-inclusive.

• Economic Development and Marketing Planning - The City Manager will work with the SEDC Board and City Council to update the marketing plan last reviewed in 2011 and assist in the adoption and implementation of a viable and effective economic development vision for Sachse.

• Sachse's land area is extensively developed and the community is "landlocked" by adjacent cities. Its primary economic future lies in continued development of dining and retail along Highway 78, which has a daily traffic count in excess of 39,000 vehicles, and the development that will occur along Highway 190, the President George Bush Turnpike. Highway 190 extends through Rowlett and Garland and connects with Interstate 30 in Garland. The City Manager must provide expertise and leadership to insure that development within these two key sectors is high quality and in the community's best long-term interests.

• With a tax base that is primarily residential, the financial pressure on Sachse homeowners to fund municipal services is increasing. The City Manager must continue to explore diversification of the tax base and work closely and harmoniously with

the City Council, the Chamber of Commerce and development interests to foster high quality commercial development.

• Community Identity - Sachse is surrounded by communities with extensive retail and dining offerings. Garland (with Firewheel Mall and the Bass Pro Development), Wylie, Murphy and Rockwall are strong competitors for commercial development. The close proximity of these more commercially developed communities has presented a challenge to attract quality dining and retail operations when there are similar outlets in these close-by communities. The City Manager will work with the City Council, Economic Development Board and Chamber of Commerce to identify the unique offering of Sachse and potential niches within these retail, dining and commercial sectors to serve the Sachse community and allow the businesses to succeed.

• As the municipal organization continues to evolve, the City Manager must constantly strive to maintain staff development at all levels of the organization with an emphasis on delivery of high quality customer service and cost effectiveness as he/she reviews all aspects of the municipal organization.

• Working with the staff, the City Manager will be expected to provide expert technical knowledge and guidance to the City Council as it develops fiscal and economic policies to maintain the long-term financial vitality of the community.

POSITION PROFILE (Continued)

2015 Strategic Plan Goals:

1. Strategically invest in the City’s existing and future infrastructure to ensure those needs are met.

2. Be a model of financial stewardship through growth management, responsible investment and financial transparency.

3. Provide a high quality environment for families, individuals, businesses, and other organizations in Sachse.

4. Make Sachse more prosperous through job creation and quality development that adds community value.

5. Meet the public safety needs of growing citizen, student and business population.

6. Provide excellent governmental services to Sachse’s citizens.

• Personal and professional integrity of the highest order, demonstrated in both the candidate's public and private life.

MANAGEMENT STYLE/PERSONAL CHARACTERISTICS

Prepared in consultation with the Mayor and members of the City Council, the following listing reflects the management style and personal characteristics of the ideal candidate:

• Outstanding personal leadership, management and administrative skills.

• Highly developed financial management and budgetary skills.

• High personal energy and a positive approach.

• An approachable, friendly, open and participatory management style.

• The ability to work with and communicate effectively with all levels of the organization and all elements of the community on a fair and equitable basis.

• A willingness to communicate effectively and equitably with all members of the City Council in an accurate and timely fashion.

• The ability to maintain positive, productive relationships with the City Council, the general public, the business and commercial community, and development interests;

• The ability to maintain effective working relationships with department heads and other City employees while maintaining a high level of accountability and

productivity. The City Manager should oversee development of personnel policies and procedures to insure opportunity for the staff to advance based on their ability and skills;

• A strong commitment to teamwork, customer service and excellence.

• A willingness to maintain a high degree of visibility in the community, both on and off the job. The successful candidate will have the desire to enter into a long-term relationship with the City and the community.

Other required personal characteristics include:

• Outstanding written, oral and presentation/communications skills.

• Outstanding interpersonal and "people" skills.

• The tenacity to work through complex, long-term and often difficult issues and projects.

• Initiative, resourcefulness, creativity and problem-solving ability.

• An understanding of the political process while avoiding personal involvement in political issues.

• A visionary approach to Sachse's future.

APPLICATION & SELECTION PROCESS

Qualified candidates please submit your resume online by visiting our website at www.https://waters-company.recrutimenthome.com. This position is open until filled; however, the first review of applications will take place on March 16, 2015. Following the first review date, applications will be screened against criteria provided in this brochure and the Mayor and City Council will consider offering interviews to selected candidates. Interviews in Sachse will be offered by the City to those candidates named as Finalists, with reference checks, background checks, and academic verifications conducted after receiving candidates’ permission. For more information, please contact:

Chuck Rohre(214) 466-2436 (direct)(214) 608-7477 (mobile) Email: [email protected]

Under the provisions of Texas statutes, information from your resume may be subject to release to the public at any time during the process; however, Waters & Company Executive Recruitment will endeavor to maintain confidentiality as long as possible.

The City of Sachse is an Equal Opportunity Employer and values diversity at all levels of its workforce!

The successful candidate will hold a Bachelor’s degree in business, public administration, political science or a related field. A Master’s Degree in Public Administration, political science or a related field is required along with eight (8) years of city management experience; or equivalent combination of education and experi-ence. The candidate’s background must demonstrate progressively responsible supervisory and management experience. Candidates with service as a City Manager, Assistant/Deputy City Manager in an equivalent or larger municipal organization and candidates with municipal management experience in other communities with challenges similar to those of Sachse may be considered on a case-by-case basis. The candidate’s background and experience should include a diverse exposure to all aspects of managing a full service city, preferably near an urban environment and in a community undergoing substantial development and revitalization.

Particular skill, expertise and experience in cost containment strategies and financial policy alternatives for the governing body are essential, along with demonstrated experience with alterna-tive, creative public financing strategies. He/she should possess competence and experience, with a demonstrated record of success, in economic development, planning, and development/redevelopment. The City Manager should be comfortable working in a diverse, involved community.

COMPENSATION AND BENEFITS

The starting salary range for this position is negotiable and competitive, with a base salary and an automobile allowance, depending upon the background and qualifications of the successful candidate. Sachse has an exceptional benefits package including Texas Municipal Retirement System, and other highly competitive benefits. The City will negotiate employment agreement and relocation assistance with the successful candidate.

Sachse offers an excellent residential environment for the next City Manager and family.

QUALIFICATIONS & EXPERIENCE

14285 Midway Road Phone: 972.481.1950Suite 340 Toll-free: 800.899.1669Addison, TX 75001 Fax: 972.481.1951

Springsted Incorporated380 Jackson Street Phone: 651.223.3000Suite 200 Fax: 651.223.3002Saint Paul, MN 55101

waters-company.com

APPENDIX II

Previous Search Report

Presented to the

14285 Midway Road, Suite 340 Addison, Texas 75001 800.899.1669 www.waters-company.com

Executive Recruitment

City of Roswell, NMCity Manager

Final Report

IntroductionLegal IssuesSummary of Protected ClassesSuggested QuestionsInterview TechniquesAdditional QuestionsOther Considerations

Executive Recruitment for the City Manager

Interview Schedule

Candidate #1 Cover LetterResumeCandidate QuestionnaireProfessional NarrativesReference ReportInterview Questions



Table of ContentsSection I • Introduction

Section II • Brochure

Section III • Interview Schedule

Section IV • Candidate Profiles

Section I • Introduction

Examples of illegal questions are listed on the following page. This is not, by any means, a complete list -but can serve as a guide for types of questions to avoid.

Summary of Protected Classes

The purpose of state and federal laws regarding discrimination in employment is to ensure hiring decisions are based upon the applicant’s ability to perform the job, not on arbitrary factors unrelated to job performance. In general, it is unlawful to base a decision to hire or not hire an applicant on any of the following criteria: race, color, creed, religion, national origin, sex, marital status, familial status, disability, public assistance, age, sexual orientation, or local Human Rights Commission activity.

Questions based upon any of these elements may open the City of Roswell to potentially costly claims for discrimination. It is illegal to base a decision on one of these criteria, even if the information is obtained outside of the interview process, or inadvertently during the interview.

The development of specific interview questions not only assures all important aspects of the job are covered during the interview, it helps to ensure that interviewers avoid potentially dangerous subjects.

Various federal and state laws regulate questions that the City of Roswell, as an employer, can ask a candidate. Interview questions must be related to the job the candidate has applied for—the interviewer’s focus must be: “What do I need to know to decide whether or not this person can perform the functions of the job?”

Introduction

Legal Issues

The structured interview can be the best tool for evaluating candidates for a position with the City of Roswell, particularly in today's litigious society. This section has been prepared to assist interviewers by providing guidnace and suggestions for interviewing candidates for the City Manager position.

In preparing for the discussion with the candidate, it is important to remember the interview is a very critical part of the employment process and is covered by anti-discrimination laws.

Illegal Interview Questions to Avoid

Avoid questions regarding color of hair, eyes, skin, etc.

1. National Origin/Citizenship Avoid questions about where the applicant or the applicant’s parents were born.Avoid inquiries about an applicant’s name such as asking the derivation of one’s last name - “is that a Spanish name?”

2. AgeAvoid questions about age/date of birth.Do not ask a candidate when he or she graduated from high school/college.Avoid questions regarding the age of children.Avoid asking about dates of military service.

3. Gender

Avoid inquiries into an applicant’s religious denomination, religious affiliations or religious holidays observed.Applicants may be asked if they are available to work on Saturday or Sundays, if needed.

Avoid questions regarding an applicant’s race.

Avoid questions asking an applicant if they have ever changed their name.

5. Marital/Family StatusAvoid questions about marital status or are you single or married.Avoid asking whether an applicant’s spouse is employed.Do not ask if the applicant has any children.

4. Race/Color

8. Sexual OrientationAvoid all questions related to this area. Examples of questions to avoid include "are you related to your roommate" and "have you ever been tested for AIDS?"

9. DisabilitiesAvoid this area entirely- pre-job offer medical inquiries are prohibited!! Do not ask if applicants smoke, are under a doctor’s care, if they have received disability insurance, about their general health condition, their workers’ compensation history, or if they have any disability conditions.

10. Arrest RecordAvoid inquiries; the background check will review the applicant’s criminal history, if it exists.

6. Affiliations

Avoid any information which would solicit information on the race, color, religion, national origin or ancestry of its members.

Avoid asking applicants to list all clubs, societies and lodges to which they belong.

7. Religion or Creed

Section II • Brochure

THE CITY OF ROSWELL, NM IS SEEKING A VISIONARY PROFESSIONAL WHO

IS AN OUTSTANDING LEADER AND MANAGER TO SERVE AS THE NEXT ….

Twice named an All-America City by the National Civic League, located in southeastern New Mexico and the county seat of Chaves County, Roswell is a charming community with a population just under 50,000. The community is a center for irrigated farming, dairying, ranching, petroleum production, aviation training and general aviation-related commerce.

At an elevation of 3,649 feet, Roswell has a remarkably stable climate and a landscape as colorful as its history that is perfect for all types of outdoor activities. Air temperatures average 60 degrees in the winter and average 90 degrees in the summer. Nearby recreation can be found at the Pecos and Hondo Rivers, Bottomless Lakes State Park, Bitter Lake National Wildlife Refuge, the Spring River Park & Zoo, and the Mescalero Sand Dunes.

No visit to Roswell is complete without a visit to the Roswell Museum and Art Center, one of the premier museums in the U.S and one of only 1,021 out of 35,000 museums in the U.S. to be accredited. Also, the International UFO Museum & Research Center is an

CITY MANAGER

VISION STATEMENT

Roswell will be the jewel of the Southwest by supporting a progressive business environment, a family-friendly atmosphere and an innovative style that guides our future

without foregoing our roots.

HIGH PRIORITY ISSUES

¥ Comprehensive Master Plan-Implement the targeted development opportunities, including the Roswell International Air Center and the city-owned 600 acres at the Old Municipal Airport.

¥ High-Performance City Organization-Continued development of a high-performance management team and high-performing organization.

¥ Public Safety/Crime Reduction-Development of policing and community initiatives to address the spike in domestic and drug-related violent crimes.

¥ Maintenance of Infrastructure-Development of a long-term plan to address the aging infrastructure of streets, utility lines, and municipal facilities.

¥ Single-Family and Multi-Family Housing-Development of initiatives to stimulate housing development, particularly transitional housing requirements for employees.

THE COMMUNITY

important destination where visitors can explore the truth behind the alleged and mysterious crash in 1947 of a spacecraft and its alien occupants.

Roswell's superior educational facilities include premier pre-K-12 public and private education, including the New Mexico Military Institute and Eastern New Mexico University at Roswell.

The Roswell International Air Center (RIAC), which is owned by the City, offers daily direct flights by American Airlines to and from Dallas-Fort Worth International Airport and from Phoenix Sky Harbor International Airport. The RIAC is an incredible asset for the community with important economic development opportunities. Once the location of the largest base of the United States Strategic Air Command, the RIAC serves multiple purposes; including commercial air service, national and international military training, aerial firefighting, aircraft testing and development; and most significantly a number of robust airliner maintenance, repair and overhaul (MRO) businesses.

The recent adoption of the updated Comprehensive Master Plan is a commitment of the City's leaders and the culmination of a planning process that began in March 2015. The plan presents a series of innovative and bold initiatives to address critical strategic issues of land development, redevelopment and economic development. You may view the Comprehensive Master Plan at: http://roswell-nm.gov/images/library/File/ATT%20Final%20Comp%20Master%20Plan%202_17_16.pdf

THE COMMUNITY (Continued) ORGANZIATIONRoswell has a tradition and reputation for stable and competent governance and professional management. Governed by a Mayor and ten Council members and managed by a City Manager, Roswell is a full-service city with a complete array of municipal services. The preliminary Fiscal Year 2016/17 Budget totals $74 million and the number of full-time employees (FTE's) is 548. You may view the preliminary Fiscal Year 2016/17 Budget at this link: http://roswell-nm.gov/staticpages/index.php/admin_budget

The former City Manager was intent on building a high-performance organization with a focus on employee professionalism, customer service, accountability, and ethical conduct. The city staff is organized around three clusters of services headed by a Director of Administrative Services, Director of Support Services and Director of Planning and Engineering. You may view the organization chart at this link: http://roswell-nm.gov/images/library/File/roswell%20org%20chart.pdf

Through prudent planning and budget management, the City has been able to endure the adverse economic impacts affecting many municipalities in New Mexico. This has been achieved by freezing vacant positions, increased efficiency in internal operations, delayed capital expenditures and maintenance of infrastructure. Roswell is not subject to the massive swings of the economy impacting "boom-or-bust" communities. However, the short-term and long-term solution will require further strengthening of the local economy through diversification of business and industry, primarily at the Roswell International Air Center (RIAC).

Roswell is located on top of a rechargeable aquifer and thus has no problems regarding water supply, which is superior to any city in New Mexico and possibly the entire Southwest.

Roswell has taken advantage of its history, natural assets, and the enterprising spirit of its citizens to establish a first-class community with high-quality services. It is truly a special place to live, work, raise a family, and enjoy the arts and the many recreational amenities.

THE COMMUNITY (Continued) CANDIDATE PROFILEThe ideal candidate will be a high-energy visionary with a "can-do" attitude and ready to make a positive difference as an agent of responsible change within a progressive community. A maintenance manager of the status quo will not be successful in Roswell. Strong expertise in finance and budgeting along with successful experience in economic development and public-private partnerships will be essential for the next City Manager. Familiarity with general aviation, airport operation and/or air carrier operations is highly desirable.

Being approachable, affable and comfortable with delegation, the next City Manager will view staff development and the continued building of a high-performance organization as key objectives. Being a good mentor and role model and able to see the "big picture", the ideal candidate will also be able to "roll up his/her sleeves" and get into the "trenches" with "hands-on" experience with the employees in order to understand their perspective. Having a temperament grounded in self-confidence, patience, compassion, and a good sense of humor will be important.

With the Mayor and City Council, the ideal candidate must be confident, honest, candid, and forthright. Two years ago the City began the process of adopting modern and effective City management practices. While the Mayor and Council have been fully supportive, some portions of the community have not. The successful candidate will be able to continue to build on these modern practices to enhance the level of service. Superior communication skills are essential, including the ability to explain complex issues to any audience within the City organization and the community.

Experience with and respect for Southwestern culture will be beneficial for the next City Manager as will be his/her capacity to respect and demonstrate the ability to value and promote diversity within the organization and community. Being out and about within the community and engaging citizens and community leaders will be an expectation for the next City Manager.

Roswell enjoys a positive and productive relationship with other governmental entities, including the school district, county and state governments, local businesses and the chamber of commerce. These relationships must be preserved and enhanced by the next City Manager.

EDUCATION AND EXPERIENCE

A Master's degree in public administration or related field is required with at least five years of experience as a City Manager/Administrator or as an Assistant City Manager/Administrator, who has had a broad range of responsibilities.

COMPENSATION AND BENEFITS

A starting salary of up to $170,000, depending upon qualifications and experience of the successful candidate, will be offered, together with competitive benefits, and relocation expenses

APPLICATION & SELECTION PROCESS

Qualified candidates should submit their cover letter and resume online by visiting our website at www.watersconsulting.com/recruitment. This position is open until filled; however, interested applicants are strongly encouraged to apply no later than February 15, 2017. Following this date, applications will be screened against criteria outlined in this brochure. On-site interviews in Roswell will be offered by the Mayor to those candidates named as finalists, with reference checks, background checks and academic verifications conducted after receiving candidates' permission.

For more information, please contact:

Chuck Anderson(817) 965-3911 Email: [email protected]

The City of Roswell is an Equal Opportunity Employer and values diversity at all levels of its workforce!

14285 Midway Road Phone: 972.481.1950Suite 340 Toll-free: 800.899.1669Addison, TX 75001 Fax: 972.481.1951

Springsted Incorporated380 Jackson Street Phone: 651.223.3000Suite 200 Fax: 651.223.3002Saint Paul, MN 55101

waters-company.com

Section III • Interview Schedule

Candidate #1

Resume

ROSWELL, NM CITY MANAGER

EXECUTIVE RECRUITMENT CANDIDATE QUESTIONNAIRE

WATERS & COMPANY PAGE 1 2016© THIS DOCUMENT IS COPYRIGHTED AND IS CONSIDERED PROPRIETARY INFORMATION.

THIS DOCUMENT OR ANY PORTIONS OF THIS DOCUMENT IS NOT TO BE REPRODUCED FOR ANY REASON WITHOUT THE WRITTEN CONSENT OF WATERS & COMPANY, A SPRINGSTED COMPANY.

Candidate #1 ADDRESS

Home phone:Business phone: Mobile phone:

Preferred E-mail:

CURRENT OR MOST RECENNT POSITION TITLE AND ORGANIZATION REPORTS TO (TITLE) POPULATION SERVED STAFF/BUDGET EDUCATION, LICENSES, CERTIFICATIONS CURRENT SALARY

1. Why are you interested in the Roswell City Manager position and are considering amove at this time?

2. Describe your current scope of responsibilities.





3. How would you describe your methods of communication?

4. Describe your approach to management. How do you get things done and makedecisions?





5. Describe the feedback you have received from those with whom you work regardingyour strengths as a professional manager and leader.

6. Describe the feedback you have received from those with whom you work regardingareas where you need improvement.

7. Describe your approach to financial and budget management.

8. Describe your approach to leadership, employee development, and building a high-performance organization.

9. Given what you know about Roswell, what is your view of the most significantchallenges and opportunities the City will face in the short term and longer term?





10. Roswell owns the International Air Center, a former Air Force Base, and also a formermunicipal airport with about 600 acres. Both are ready for significant development.Describe any of your experiences or initiatives that may be relevant for thesedevelopment opportunities.

11. Describe your experience with strategic long-range planning.

12. Describe your experience in building productive partnerships with outside groups suchas the school district, business groups, community and neighborhoods groups, and thecounty and other city governments.





13. Describe any of your experiences and initiatives to address domestic and drug-relatedviolent crimes within the community.

14. Describe any additional areas of your expertise or experience that are relevant to theRoswell City Manager position.

15. 14. Please do a Google Search (or other search engines) on yourself in each location

CITY MANAGER ROSWELL, NM

NARRATIVE

Name: Candidate #1

CRITICAL PROBLEM

Briefly describe a critical problem or challenge you have encountered in your career, your analysis and the chosen solution. What was the outcome and, if you had the opportunity to address it again, would you take a different approach? Background:

Reference Report

Roswell, NM: City Manager Recruitment Suggested Interview Questions


THIS DOCUMENT OR ANY PORTIONS OF THIS DOCUMENT IS NOT TO BE REPRODUCED FOR ANY REASON WITHOUT THE WRITTEN CONSENT OF THE WATERS CONSULTING GROUP, INC. WATERS-OLDANI EXECUTIVE RECRUITMENT IS A DIVISION OF THE WATERS & COMPANY

1. At this point in the process, how would you describe your level of interest in this position andthe community?

2. Tell us how your professional training and experience and personal qualities haveprepared you to be City Manager for the City of Roswell.

3. Over the course of your professional career, describe your greatest success and yourgreatest failure. What did you learn from these situations that helped you improve as aprofessional manager and leader?

4. Outside of your work responsibilities, how have you contributed to your profession and thecommunities in which you have lived?

5. Tell us about your approach to joining a new organization and community and establishingyour presence.

6. Discuss your experience with economic development and creating conditions forbusiness and industrial development, downtown development, and tourism. Pleaseaddress any experience you may have with airport development.

Roswell, NM: City Manager Recruitment Suggested Interview Questions


THIS DOCUMENT OR ANY PORTIONS OF THIS DOCUMENT IS NOT TO BE REPRODUCED FOR ANY REASON WITHOUT THE WRITTEN CONSENT OF THE WATERS CONSULTING GROUP, INC. WATERS-OLDANI EXECUTIVE RECRUITMENT IS A DIVISION OF THE WATERS & COMPANY

7. Given what you have learned about the Roswell community and the City organization, howwould you describe the most significant challenges facing the next City Manager and Mayorand City Council in order to sustain and enhance our high-quality of life?

8. What are the most positive and rewarding aspects of your current position and the mostdifficult and least rewarding aspects?

9. If you become our City Manager, what would you hope to accomplish within the first sixmonths and then during the following three years?

10. How do you take care of yourself personally? What are your favorite things to do yourselfor with your family outside of your work responsibilities in order to rest and renew yourenergy?

11. This is your opportunity to ask us any questions and to make any summary comments aboutyour professional work and your interest in this position?

The City of West University Place A Neighborhood City

CITY COUNCIL STAFF Susan Sample, Mayor M. Chris Peifer, City Manager Wayne J. Franklin, Mayor Pro Tem Alan Petrov, City Attorney Bob Higley, Councilmember Thelma Gilliam, City Secretary Kellye Burke, Councilmember Mardi Turner, Councilmember

DRAFT CITY COUNCIL ACTION MINUTES

The City Council of the City of West University Place, Texas, met in regular session on Monday, May 21, 2018, in the Municipal Building, 3800 University, West University Place, Texas beginning at approximately 6:30 p.m. Agenda was as follows:

Called Meeting to Order. Mayor Sample called the meeting to order at approximately 6:30 p.m. Council and Staff in attendance were: Mayor Pro Tem Franklin, Councilmembers Burke and Higley, City Manager Peifer, City Attorney Petrov, City Secretary Gilliam, Assistant City Manager/Public Works Director Beach, Fire Chief Taylor, and Finance Director Kalka. Councilmember Turner was absent. Richard Wilson, Chair of the Zoning and Planning Commission, was also in attendance. Pledge of Allegiance: Councilmember Higley led the Pledge. Notice of Meeting: City Secretary Gilliam confirmed that the notice of the meeting was duly posted in accordance with the Texas Government Code, Chapter 551. Regular Meeting Agenda items were as follows:

1. Public Comments

This was an opportunity for citizens to speak to Council relating to agenda and non-agenda items. Commenters were:

• Cyrus Irani, 4115 Fprdja, spoke in opposition of AT&T’s rezone application. • Boris Markhasin, 4115 Ruskin, spoke in opposition of AT&T’s rezone application. • Eric Darnauer, 4016 Ruskin, spoke in opposition of AT&T’s rezone application. • Terence Lynch, 4112 Ruskin, spoke in opposition of the AT&T facility rezone application. • Lillian Irani, 4115 Ruskin, spoke in opposition of AT&T’s rezone application. • Ray Viada, 17 Swallow Trail, Woodlands, Tx, spoke on behalf of Mr. and Mrs. Grossman’s

opposition of AT&T’s rezone application. • Robert Grossman, 4103 Ruskin, spoke in opposition of AT&T’s rezone application. • CW Culver, 4008 Ruskin, spoke in opposition of AT&T’s rezone application. • Lindsay Munoz, 3214 Pemberton Circle, External Affairs Director for AT&T, spoke in favor of

Council passing and ordinance for a public hearing to hear comments regarding AT&T’s rezone application.

• Deborah Culver, 4008 Ruskin, spoke in opposition of AT&T’s rezone application.

City Council Meeting Action Minutes, May 21, 2018.

2 of 3

• Tony Marré, 1245 Waverly Street, Houston, Texas, attorney for AT&T, spoke in favor of Council passing and ordinance for a public hearing to hear comments regarding AT&T’s rezone application.

• Amar Patel, 4020 Ruskin, spoke in opposition of AT&T’s rezone application. • John Tainer, 4107 Ruskin, spoke in opposition of AT&T’s rezone application. • Alida Drewes, 6112 Fordham, spoke on various issues, including opposing of AT&T’s rezone

application.

2. ZPC’s Preliminary Report on ATT Rezone Application and Consideration of Ordinance to Call for a Joint Public Hearing Matters related to the consideration of an ordinance calling for a public hearing as proposed by the Zoning and Planning Commission. Recommended Action: Discuss and take any desired action. Mr. Dave Beach, Assistant City Manager/Public Works Director and Mr. Richard Wilson, Chair of the Zoning and Planning Commission After discussion, at 7:21 p.m., Mayor Sample moved to recess the regular meeting and convene into executive session per the request of Councilmember Higley. Councilmember Higley seconded the motion. MOTION PASSED.

Ayes: Sample, Franklin, Burke, Higley Noes: None Absent: Turner

At 7:36 p.m., Councilmember Burke moved to close the executive session and reconvene the regular session. Mayor Pro Tem Franklin seconded the motion. MOTION PASSED.


Councilmember moved that Council not grant a hearing from the Zoning and Planning Commission and stay solely with the project that is currently underway with the Zoning Board of Adjustment. MOTION FAILED DUE TO LACK OF A SECOND. Assistant City Manager/Public Works Director Beach spoke to say it is the recommendation of staff and the Zoning and Planning Commission that City Council call for a Joint Public Hearing (June 11, 2018) between Council and the “ZPC to hear more information and public comments regarding the application. Mayor Pro Tem Franklin seconded the motion. MOTION PASSED.

Ayes: Sample, Franklin, Burke Noes: Higley Absent: Turner

3. Charter Review Committee (Possible Executive Session)

Matters related to the appointment of members to the Charter Review Committee. Recommended Action: Discuss and take any desired action. Mr. M. Chris Peifer, City Manager Mayor Sample moved to have the following candidates appointed to the Charter Review Committee: Katherine Brem, Spyros Maragos, Betsy Kamin, David Furlow, Kenneth Mercado, Steven Segal, and


3 of 3

Dick Yehle with Candido Alvarado and Eddie Matthews serving as alternates. Mayor Pro Tem Franklin seconded the motion. MOTION PASSED.


4. Ordinance Amending the 2017 Budget

Matters relating to an ordinance amending the 2017 Budget. Recommended Action: Approve ordinance amending the 2017 Budget on the first and final reading. Ms. Marie Kalka, Finance Director Finance Director Kalka presented and said staff recommends adopt an ordinance approving and adopting an amendment to the 2017 Budget. Councilmember Higley seconded the motion. MOTION PASSED.


5. Consent Agenda

All Consent Agenda items listed are considered to be routine by the City Council and will be enacted by one motion. There will be no separate discussion of these items unless a Council member requests in which event the item will be removed from the Consent Agenda and considered in its normal sequence on the agenda.

A. City Council Minutes

Approve City Council Action Minutes of April 23, 2018 and Special Meeting Minutes of May 17, 2018. Recommended Action: Approve Minutes. Ms. Thelma Gilliam, City Secretary

B. Construction Code Updates Matters related to an ordinance updating the International Code Council (ICC) construction codes to the 2018 Edition including but not limited to the building, plumbing, fuel gas, mechanical, etc., 2017 National Electric Code and local amendments. Recommended Action: Approve ordinance on second and final reading. Mr. Dave Beach, Assistant City Manager/Public Works Director and Mr. Clay Chew, Building Official

C. Lowest Floor Elevation Matters related to an ordinance regarding lowest floor elevation. Recommended Action: Approve ordinance on second and final reading. Mr. Dave Beach, Assistant City Manager/Public Works Director and Mr. Clay Chew, Building Official

D. Limitation of Fill Matters related to an ordinance regarding lowest floor elevation. Recommended Action: Approve ordinance on second and final reading. Mr. Dave Beach, Assistant City Manager/Public Works Director and Mr. Clay Chew, Building Official

E. Fence Regulations Matters related to an ordinance requiring a rot board and fence height measurement. Recommended Action: Approve ordinance on second and final reading. Mr. Dave Beach, Assistant City Manager/Public Works Director and Mr. Clay Chew, Chief Building Official


4 of 3

Councilmember Higley moved to approve the Consent Agenda as presented. Mayor Pro Tem Franklin seconded the motion. MOTION PASSED.


9. Adjourn

With no other matters before Council, Councilmember Higley moved to adjourn the meeting at approximately 7:49 p.m. Mayor Pro Tem Franklin seconded the motion. MOTION PASSED.


Prepared by: Thelma A. Gilliam, TRMC, City Secretary Council Approval Date

Documents

Notice of City Council Meetings - West University Place