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Home My WebLink About07-16-2013 - Agenda Packetof MFD�y9 MEDINA, WASHINGTON MEDINA CITY COUNCIL SPECIAL MEETING AGENDA Medina City Hall, Council Chambers 501 Evergreen Point Road, Medina TUESDAY, JULY 16, 2013 2:00 PM MAYOR MICHAEL LUIS DEPUTY MAYOR KATIE PHELPS COUNCIL MEMBERS PATRICK BOYD JAY DECKER DOUG DICHARRY DAVID LEE JANIE LEE CALL TO ORDER 2:00 PM ROLL CALL PRESENTATIONS 2:00 pm Bob Murray and Associates 2:45 pm Slavin Management Consultants 3:30 pm Colin Baenziger & Associates INTERIM CITY MANAGER ROBERT GRUMBACH CITY ATTORNEY KARISAND CITY CLERK RACHELBAKER ADJOURNMENT - Next Regular Meeting: Monday, August 12, 2013 Medina City Hall 1 501 Evergreen Point Road I PO Box 144 1 Medina, WA 98039 425-233-6400 1 www.medina-wa.gov GET CONNECTED! STAY INFORMED! Sign Up for Medina E-Notices: www.medina-wa.gov MEDINA, WASHINGTON MEDINA CITY COUNCIL SPECIAL MEETING AGENDA Medina City Hall, Council Chambers 501 Evergreen Point Road, Medina TUESDAY, JULY 16, 2013 2:00 PM MAYOR MICHAEL LUIS DEPUTY MAYOR KATIE PHELPS COUNCIL MEMBERS PATRICK BOYD JAY DECKER DOUG DICHARRY DAVID LEE JANIE LEE CALL TO ORDER ROLL CALL PRESENTATIONS 2:00 pm Bob Murray and Associates 2:45 pm Slavin Management Consultants 3:30 pm Colin Baenziger & Associates INTERIM CITY MANAGER ROBERT GRUMBACH CITY ATTORNEY KARI SAND CITY CLERK RACHELBAKER ADJOURNMENT - Next Regular Meeting: Monday, August 12, 2013 Medina City Hall 1 501 Evergreen Point Road I PO Box 144 1 Medina, WA 98039 425-233-6400 1 www.medina-wa.gov GET CONNECTED! STAY INFORMED! Sign Up for Medina E-Notices: www.medina-wa.gov A PROPOSAL TO CONDLiCT AN EXECUTIVE RECRUITMENT FOR A City Manager ON BEHALF OF TIIE City of Medina July 12, 2013 Mayor Michael Lewis and Members of the City Council City of Medina 501 Evergreen Point Road Medina, CA 98039 Dear Mayor Lewis and Council Members: Thank you for inviting Bob Murray & Associates to submit a proposal to conduct the City Manager recruitment for the City of Medina. The following proposal details our qualifications and describes our process of identifying, recruiting and screening outstanding candidates on your behalf. It also includes a proposed budget, timeline, guarantee, and sample recruitment brochure. At Bob Murray & Associates, we pride ourselves on providing quality service to local governments. We have created a recruitment process that combines our ability to help you to determine the direction of the search and the types of candidates you seek with our experience recruiting outstanding candidates who are not necessarily looking for a job. Our proven expertise ensures that the candidates we present for your consideration will match the criteria you have established and will be outstanding in their field. With respect to the City Manager recruitment, Bob Murray & Associates offers the following expertise: + We have over 25 years of experience and an unmatched record of success in recruiting local government professionals. Bob Murray & Associates has conducted over 800 recruitments for local government professionals throughout the United States and has placed over 200 City Managers. We are currently conducting City Manager recruitments on behalf of the cities of Albany, Chino Hills, El Monte, Hemet, and Santa Ana, CA. In the past three years, we have placed City Managers in the cities of Arvada and Centennial, CO; Fort Lauderdale and Miami Beach, FL; Glendale and Tucson, AZ; and the California cities of Arcadia, Atherton, Calistoga, Chino, Chowchilla, Concord, Escalon, Fortuna, Laguna Beach, Lake Elsinore, Loomis, Marina, Menifee, Monrovia, Montebello, Monterey Park, Mountain View, Patterson, Pittsburg, Rancho Santa Margarita, San Carlos, San Marcos, San Rafael, Santa Rosa, South Gate, South Lake Tahoe, St. Helena, Ventura, Walnut Creek, and Woodland. For a complete list of our previous City Manager recruitments, please see the enclosed "Client List Since 2000." Our extensive contacts and knowledge of outstanding candidates will ensure you have a quality group of finalists from which to select the City of Medina's next City Manager. + Bob Murray & Associates' experience in the State of Washington is diverse and will be an asset when presenting opportunities to prospective candidates. We are currently assisting in the Police Chief search on behalf of the City of Vancouver. We recently completed the Human Resources Director on behalf of the City of Bellevue and the Fire Chief and Police Chief recruitments for the City of Walla Walla. Our other experience in Washington includes conducting recruitments on behalf of the cities of Airway Heights, Bellevue, Covington, Kirkland, Maple Valley, Newcastle, Seattle, Shoreline, and Tacoma. Our knowledge of your state, its issues, and its outstanding quality of life will be an asset in presenting this opportunity to prospective candidates. + Prior to my career in executive search, I served as the City Manager for the City of Olympia, WA; I, therefore, understand and have personal insight into the dynamic relationship between the City Council and City Manager. This experience will be of great value when screening candidates and making an assessment of their credentials. A significant portion of our process focuses on conducting thorough and confidential background investigations of the top 2-3 candidates to ensure that nothing about them is left undiscovered. We have candid discussions with references who have insight into the candidate's experience, style and ethics; conduct a search of newspaper articles; and run credit, criminal and civil records reports. This ensures that the chosen candidate will not only be an excellent fit with the City of Medina, but also that the selected candidate will reflect positively upon your organization. To learn first-hand of the quality of our service and our recruitment successes, we invite you to contact the references listed on page 10 of the attached proposal. We look forward to your favorable consideration of our qualifications. Please do not hesitate to contact us at (916) 784-9080 should you have any questions. Sincerely, /_:9_ �� Bob Murray President Bob Murray & Associates TABLE OF CONTENTS THE RECRUITMENT PROCESS .................................. 2 SIi l' I DnI:Ii)l,l\(;'IIII CV\I)II)ill_1'lu)I II.I........................................2 SI 1'2.A1)\I.I,I ............2 SII,I' RI.(.Io III\(;(.i\I)II)\fl.............................................................2 S11 I' tS(:I I i:\I\c;C\\i)II)\IIa..............................................................3 S I 1 1) 5 PI .Izm )\ \ 1 1 \ I'1In 11 \\ s.................................................................3 SI'rI'6 RI:(:ORl)St\10II...............................................................3 SI1 1, 7 JZI.(;( )\1\I1:\I).\ I I()\.......................................................................3 SlI 1,81'1\\I.1\II InII:\\........................................................................3 St1.1)913wm;KOt'yI)011-(:hS /0DI I vII.I 1)RI_I I y( i�(,Ill_( .........4 Si I :1, 10 N lI (;( ) I I \ I I()\S............................................................................4 SIII,IIC(>\II'1.1:11 _AI)\II\lslIt\II\I A\SsisI'\\(:I'...................................4 BUDGET AND TIMING ................................................. 5 ........................................... G t' w \\ I I :I ................................... .....................................I...................5 ........................................................5 ........................................I...............5 PROFESSIONAL QUALIFICATIONS ............................ 2 REFERENCES............................................................. 10 THE RECRUITMENT PROCESS Bob Murray & Associates' unique and client oriented approach to executive search will ensure that the City of Medina has quality candidates from which to select the new City Manager. Outlined below are the key steps in our recruitment process. STEP I DEVELOPING TIII, CANDIDATE, PROFIL.r; Our understanding of the City of Medina's needs will be key to a successful search. We will work with the City Council to learn as much as possible about the organization's expectations for a new City Manager. We want to learn the values and culture of the organization, as well as understand the current issues, challenges and opportunities that face the City of Medina. We also want to know the City Council's expectations regarding the knowledge, skills and abilities sought in the ideal candidate and will work with the City to identify expectations regarding education and experience. Additionally, we want to discuss expectations regarding compensation and other items necessary to complete the successful appointment of the ideal candidate. The profile we develop together at this stage will drive subsequent recruitment efforts. STEP 2 ADVIIRTISING CAMPAIGN AND RECRUITMENT BROCIIURIi After gaining an understanding of the City of Medina's needs, we will design an effective advertising campaign appropriate for the City Manager recruitment. We will focus on professional journals that are specifically suited to the City Manager search. We will also develop a professional recruitment brochure on the City Council's behalf that will discuss the community, organization, position and compensation in detail. Once completed, we will mail the profile to an extensive audience, making them aware of the exciting opportunity with the City of Medina. STEP 3 RECRUITING CANDIDATES After cross-referencing the profile of the ideal candidate with our database and contacts in the field, we will conduct an aggressive outreach effort, including making personal calls to prospective applicants, designed to identify and recruit outstanding candidates. We recognize that the best candidate is often not looking for a new job and this is the person we actively seek to convince to become a candidate. Aggressively marketing the City Manager position to prospective candidates will be essential to the success of the search. STEP 4 SCREENING CANDIDATES Following the closing date for the recruitment, we will screen the resumes we have received. We will use the criteria established in our initial meetings as a basis upon which to narrow the field of candidates. STEP 5 PERSONAL INTF.RVIENN'S We will conduct personal interviews with the top 10 to 12 candidates with the goal of determining which candidates have the greatest potential to succeed in your organization. During the interviews we will explore each candidate's background and experience as it relates to the City Manager position. In addition, we will discuss the candidate's motivation for applying for the position and make an assessment of his/her knowledge, skills and abilities. We will devote specific attention to establishing the likelihood of the candidate's acceptance of the position if an offer of employment is made. STEP G PUBuc RECORD SEARCI I Following the interviews, we will conduct a review of published articles for each candidate. Various sources will be consulted including Lexis-NexisTM, a newspaper/magazine search engine, Google, and local papers for the communities in which the candidates have worked. This alerts us to any further detailed inquiries we may need to make at this time. STF,P 7 RECONINIINDATION Based on the information gathered through meetings with your organization, and personal interviews with candidates, we will recommend a limited number of candidates for your further consideration. We will prepare a written report on each candidate that focuses on the results of our interviews and public record searches. We will make specific recommendations, but the final determination of those to be considered will be up to you. STEP 8 FINAL INTEIRVIEI&'S Our years of experience will be invaluable as we help you develop an interview process that objectively assesses the qualifications of each candidate. We will adopt an approach that fits your needs, whether it is a traditional interview, multiple interview panel or assessment center process. We will provide you with suggested interview questions and rating forms and will be present at the interview/assessment center to facilitate the process. Our expertise lies in facilitating the discussion that can bring about a consensus regarding the final candidates. We will work closely with your staff to coordinate and schedule interviews and candidate travel. Our goal is to ensure that each candidate has a very positive experience, as the manner in which the entire process is conducted will have an effect on the candidates' perception of your organization. S"I'EP 9 BACKGROUND CIIECKS /DETAILI:D RF;FERENCE CIIECKS Based on final interviews we will conduct credit, criminal, civil litigation and motor vehicle record checks for the top one to three candidates. In addition, those candidates will be the subjects of detailed, confidential reference checks. In order to gain an accurate and honest appraisal of the candidates' strengths and weaknesses, we will talk candidly with people who have direct knowledge of their work and management style. We will ask candidates to forward the names of their supervisors, subordinates and peers for the past several years. Additionally, we make a point of speaking confidentially to individuals who we know have insight into a candidate's abilities, but who may not be on their preferred list of contacts. At this stage in the recruitment we will also verify candidates' degrees. STEP 10 NEGoTIATIONS We recognize the critical importance of successful negotiations and can serve as your representative during this process. We know what other organizations have done to put deals together with great candidates and will be available to advise you regarding current approaches to difficult issues such as housing and relocation. We will represent your interests and advise you regarding salary, benefits and employment agreements with the goal of putting together a deal that results in the appointment of your chosen candidate. Most often we can turn a very difficult aspect of the recruitment into one that is viewed positively by both you and the candidate. STEP 11 COMPLE7rE Ai)MINISI'RATIVE ASSISTANCE Throughout the recruitment we will provide the City Council with updates on the status of the search. We will also take care of all administrative details on your behalf. Candidates will receive personal letters advising them of their status at each critical point in the recruitment. In addition, we will respond to inquiries about the status of their candidacy within twenty-four hours. Every administrative detail will receive our attention. Often, candidates judge our clients based on how well these details are handled. BUDGET AND TIMING PROFESSIONAL, FEE AND EXPENSE'S The consulting fee for conducting the City Manager recruitment on behalf of the City of Medina is $19,500 plus expenses. Services provided for in the fee consist of all steps outlined in this proposal including three (3) days of meetings on site. The City of Medina will be responsible for reimbursing expenses Bob Murray & Associates incurs on your behalf. We estimate expenses for this project to be $8,500. Reimbursable expenses include such items as the cost of recruiter travel; clerical support; placement of ads; credit, criminal and civil background checks; education verification; and public records searches. Postage, printing, photocopying, and telephone charges are allocated costs and included in the expense estimate. TIMING We are prepared to start work on this assignment immediately and anticipate that we will be prepared to make our recommendation regarding finalists within seventy five to ninety days from the start of the search. GUARANTEE We guarantee that should the selected candidate be terminated within the first year of employment we will conduct the search again at no cost (with the exception of expenses) to the City of Medina. We are confident in our ability to recruit outstanding candidates and do not expect the Ciq of Medina to find it necessary to exercise this provision of our proposal. PROFESSIONAL QUALIFICATIONS BOB MURRAY, PRESIDENT Mr. Murray brings over 25 years experience as a recruiter. Mr. Murray is recognized as one of the nation's leading recruiters. He has conducted hundreds of searches for cities, counties, and special districts. He has been called on to conduct searches for some of the largest most complex organizations in the country and some of the smallest. Mr. Murray has conducted searches for chief executives, department heads, professional and technical positions. Mr. Murray has taken the lead on the firm's most difficult assignments with great success. His clients have retained him again and again given the quality of his work and success in finding candidates for difficult to fill positions. Prior to creating Bob Murray & Associates, Mr. Murray directed the search practice for the largest search company serving local government in the country. Mr. Murray has worked in local government and benefits from the knowledge of having led an organization. Prior to his career in executive search he served as the City Manager for the City of Olympia, Washington. He has also served as an Assistant City Manager and held positions in law enforcement. Mr. Murray received his Bachelor's of Science Degree in Criminology from the University of California at Berkeley with graduate studies in Public Administration at California State University at Hayward. REGAN WILLIAMS, VICE' PRESIDENT Mr. Williams brings 30 years of local government experience to Bob Murray & Associates. Most recently, he worked as a private consultant with Deloitte and Touche on various public sector assignments. Prior to that, he served as Director of Public Safety with the City of Sunnyvale, CA. Mr. Williams was involved in the development of some of Sunnyvale's most innovative programs and has a national reputation for excellence in law enforcement. He has been responsible for numerous recruitments throughout his career. Clients find his insight and expertise in recruitment and selection a valuable asset. Mr. Williams received his Bachelor's of Science Degree in Administration of Justice from San Jose State University. He is also a graduate of the FBI National Academy. DIONrSIA SMITH, VICE: PRESIDENT Ms. Smith brings 24 years of public sector experience in local government and management consulting to Bob Murray & Associates. Her experience includes working for a transit district, a city, and a quasi government/private consulting firm providing consulting services in all areas of human resources. Ms. Smith has been the lead recruiter for a variety of senior level positions with both the public and the private sector. She has been asked to handle the most critical searches on behalf of her clients, and has been asked to develop recruitment strategies for hard -to -fill positions with several organizations. Having worked both in the private and public sector, Ms. Smith brings a creative, innovative approach to developing customized approaches to meeting her clients' needs. Her experience will be of great value to Bob Murray & Associates' clients. Ms. Smith received her Bachelor of Science degree in Organizational Behavior and Master's of Public Administration degree from the University of San Francisco. S. RENEE. NARLOCI1, VICE PRI:SIDEAT S. Renee Narloch is the Director of our East Coast practice located in Tallahassee, Florida. Ms. Narloch has extensive experience in public sector recruitments nationwide. She was formerly employed by a large, national search firm as a Senior Recruiter with sole responsibility for the firm's executive search practice in the Southeastern, Mid -Atlantic and Mid -Western states. Ms. Narloch has 15 years of experience in Executive Recruitment and has been involved in over 400 national searches. Prior to her recruitment career, she was a Senior Consultant for a national search firm's cost plan and revenue enhancement divisions, serving public sector clients nationwide. She also worked for three Fortune 500 companies in their sales, marketing and financial accounting divisions. Ms. Narloch is responsible for all facets of recruitment including serving as lead consultant with project management responsibilities, recruiting candidates, conducting preliminary interviews and detailed reference inquires, and assisting clients in final interviews and negotiations. As Director of the East Coast Office, Ms. Narloch provides expertise in public sector recruitment, enabling us to better serve clients nationwide. Ms. Narloch received her Bachelor's of Arts degree in Information Studies, summa cum laude, at the Florida State University, Tallahassee, Florida. VALE RIE, PHILLIPS, VICE PRESIDENT Ms. Phillips has over 15 years of recruiting experience, including more than a decade of recent experience in executive search for public, private, and startup companies nationwide. Ms. Phillips has expertise in the full recruiting cycle, from process design and outreach through candidate assessment and selection. She has placed senior -level candidates in a variety of industries and fields, including Finance, Information Technology, and Engineering. Ms. Phillips is valued for her passion for finding and retaining the most outstanding candidates for even the most difficult or untraditional assignments and for her commitment to her clients' success. Ms. Phillips has a passion for helping people, evidenced by her fundraising and efforts to raise awareness for organizations such as Autism Speaks and the M.I.N.D. Institute. AN ANDA URRUTIA-SANDERS, PRINCIPAL, CONS( LTANT As a Principal Consultant with Bob Murray & Associates, Ms. Urrutia-Sanders is responsible for research, candidate recruitment and screening, as well as reference checks and background verifications. She focuses on client communication and works closely with clients to coordinate candidate outreach and ensure a successful search. Ms. Urrutia-Sanders brings several years of industry experience as she worked for one of the nation's largest recruitment firms. Her insight into the recruitment process is a valuable asset to Bob Murray & Associates. Ms. Urrutia-Sanders received her Bachelor's of Arts degree in Communications from the University of Wyoming. SARAN Kh.NNEY, SENIOR CONS VL ANT As Senior Consultant with Bob Murray & Associates, Ms. Kenney is responsible for the development and distribution of recruitment materials, candidate research and interview coordination, compilation and development of interview materials, reference checks, and background verifications. Ms. Kenney brings over a decade of client service and management experience to Bob Murray & Associates. Her focus is customer service, and she works closely with our clients and candidates to ensure all parties involved are satisfied with every step of recruitment at our firm. Ms. Kenney received her Bachelor of Arts degree in Psychology from the University of California at Davis. ROSA GODII;7., AI)NlINIS'I'RA'I'NI: MANAGI,;R Ms. Rosa Gomez is the Administrative Manager at Bob Murray & Associates. Ms. Gomez is the first point of contact at Bob Murray & associates and has extensive administrative experience. Ms. Gomez is known for her personal approach as she works closely with clients and candidates alike to ensure a successful search. As the first point of contact for Bob Murray & Associates Ms. Gomez's professional approach is of the highest caliber. REFERENCES Clients and candidates are the best testament to our ability to conduct quality searches. Clients for whom Bob Murray & Associates has recently conducted searches are listed below. CLIENT: City of Arvada, CO POSITION: City Manager and Deputy City Manager REFERENCEMayor Marc Williams, (303) 424-4486; Mr. Mark Deven, City Manager, (720) 898-7500; or Ms. Linda Haley, Director of Human Resources, (720) 898-7565 CLIENT: City of Walnut Creek, CA POSITION. City Attorney, City Manager, Community Development Director, and Police Chief REFERENCE. • Mayor Cindy Silva, (925) 943-5800; or Mr. Ken Nordhoff, City Manager, (925) 943-5826 CLIENT- City of Walla Walla, WA POSITION. Fire Chief and Police Chief REFERENCE: Mr. Nabiel Shawa, City Manager, (509) 527-4522 CLIENT.- City of San Carlos, CA POSITION. Administrative Services Director, Assistant Director of Public Works/Assistant City Engineer, City Manager, Community Development Director, Financial Services Manager, Parks & Recreation Director, and Public Works Director REFERENCE: Mr. Ron Collins, Council Member, (650) 802-4161 O O � 0 LJ f r J L L r J r r, r r U L J r.. :J i J 'J r r f r :J �J 'J �J J '"✓ � J r ram-. 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E ee� CITY OF MEDINA, WASHINGiON Response to Request for Proposals RE: City Manager Recruitment Prepared by Dennis Taylor, Pacific Northwest Recruitment Manager, and Paul Wenbert Western Regional Manager, Slavin Management Consultants, July 12, 2013 SLAVIN C0NS1';LTA NTS 7828 E. Red Hawk Circle, Mesa, Arizona 85207 480-664-2676 Pwconsultinq@cox.net www.slavinweb.com SLAIN , NFM (;O\St'l T\N I S July 12, 2013 Mr. Robert Grumbach, AICP Interim City Manager City of Medina, Washington Sent via e-mail to: rrumbach@medina-wa.gov Dear Mr. Grumbach: Slavin Management Consultants is pleased to submit this proposal to conduct the executive search for Medina's next City Manager at a cost of $14,985 plus expenses. Slavin Management Consultants (SMC) operates a national practice from its home office near Atlanta, Georgia, and also has consultants in Oregon, Arizona, Texas, Ohio, Michigan, Connecticut, and Florida. With its extensive national network, SMC is confident in its ability to secure a group of outstanding candidates from throughout the nation that would be a good fit for the City. Mr. Dennis Taylor will serve as project manager and co -primary consultant on this assignment. Mr. Taylor has more than 36 years of state and local government management experience in Montana and Oregon including nearly 13 years as a city manager. Most recently, Mr. Taylor completed 4.5 years of service as City Manager for Eugene, Oregon, where he managed a $500 million city budget and 1,500 employees. Mr. Paul Wenbert will serve as co -primary consultant. After a 30-year career in city management including nearly 13 years as a city manager, Mr. Wenbert joined SMC in 2007 as its Western Regional Manager. He has conducted many searches for SMC for jurisdictions as small as Carlisle, Iowa, (3,900 population) to as large as Phoenix, Arizona, (1.5 million population). Thank you for the opportunity to submit this proposal. Please contact Dennis Taylor at 541-729-5510 or 406-443-3398 if you have any questions about this proposal. Sincerely, ( aul Wenbert Western Regional Manager 7828 E Red Hawk Circle I Mesa, Arizona 85207 1 Ph: 480.664.2676 1 Cell: 480.444.9512 1 pwconsulting@cox.net TABLE OF CONTENTS SECTION I. ABOUT SLAVIN MANAGEMENT CONSULTANTS.................................................1 SMC Organizational Chart..................................................................................2 EEOCommitment................................................................................................. 2 SMC' Staff Assigned to this Proiect...................................................................... 3 SMC's Results -Oriented Process.......................................................................... 4 City/County Manager Searches Conducted ................................................ 6 FirmContact Information.................................................................................... 7 SECTIONII. WORK PLAN........................................................................................................8 SECTIONIII. GUARANTEES....................................................................................................10 SECTIONIV. PROJECT SCHEDULE..........................................................................................12 SECTIONV. PROJECT COST..................................................................................................13 SECTIONVI. REFERENCES......................................................................................................15 ACCEPTANCE/SIGNATURE...............................................................................17 APPENDIX AboutProject Staff............................................................................................A-1 PartialClient List................................................................................................. B-1 Minority and Female Placements.................................................................. C-1 SampleRecruitment Profile..............................................................................D-1 SampleReport Products................................................................................... E-1 Urbandale Register Article Slavin Management Consultants •Proposal to Recruit Medina, Washington, City Manager •Table of Contents SECTION I —ABOUT SLAVIN MANAGEMENT CONSULTANTS Slavin Management Consultants (SMC) was formed in 1991 and is incorporated in the State of Georgia. SMC operates a national practice from its home office near Atlanta, Georgia. The principal and only stock holder of the firm is Robert E. Slavin. Mr. Slavin has extensive experience as a local government manager, an executive recruiter and a management consultant. In addition to the home office staff, SMC has consultants in Ann Arbor, Michigan; Cincinnati, Ohio; Dallas, Texas; Hartford, Connecticut; Key West, Florida; Mesa, Arizona; Eugene, Oregon; and Helena, Montana. As one of the only national public sector executive recruiting firms in the country, SMC is confident in its ability to secure a group of outstanding candidates from throughout the nation that would be a good fit for the City. SMC provides high -quality consulting services to state and local governments, health care providers, transit authorities, utilities, special districts, and private sector clients. Specialty practice areas include executive recruitment, pay and classification, performance appraisal systems, and organizational development and training. SMC has conducted successful assignments for hundreds of public sector organizations nationally and received many accolades for its work. Slavin Management Consultants is in excellent financial condition. The company is profitable, is current with all of its accounts, and has no debt. SMC has never been sued and is not aware of any pending legal actions against the company. Slavin Management Consultants • Proposal to Recruit Medina, Washington, City Manager *Page I 1 SLAVIN MANAGEMENT CONSULTANTS ORGANIZATIONAL CHART Robert E. Slavin President Janet Fisher Office Administrator Executive Search II IlHuman Resou Div.sion D,v sion Robert E. Slavin Jjll Pylant Managing Managing Senior Consultant Consultant Consultant Kim Warren George Goodman Randi Frank Senior Consultant ti1'estem Regional Senior Consultant Josie Johnson o Manager Phil Sutton Senior Consultant Health Care Consultant Julio Ave aiH I Consultant Sandra Neuman eanne Goche Senior Consultant Dave Knngs Consultant John Slavin EEO COMMITMENT Pacific Nortnwest Recruitment Manager Dennis Taylor Slavin Management Consultants is committed to building a diverse workforce which reflects the face of the communities it serves. In addition, SMC honors and respects the differences and abilities of its employees and provides them with the necessary opportunities, tools, and support to achieve their maximum potential. Equitably managing a diverse workforce is at the heart of equal opportunity. Valuing diversity is the basis for a policy of inclusion. Diversity recognizes and respects the multitude of differences which employees bring to the workplace. Diversity Slavin Management Consultants • Proposal to Recruit Medina, Washington, City Manager *Page 12 complements organizational values that stress teamwork, leadership, empowerment, and quality service. Diversity is best implemented when managers maintain an environment that values the differences in their employees and take steps to ensure that all employees know they are welcome. To achieve workplace equity and inclusion, SMC utilizes the practices outlined below: • It does not discriminate in employment on the basis of race, color, religion, national origin, sex, age, disability, marital status, sexual orientation, creed, ancestry, medical condition, or political ideology; • Its recruiting efforts ensure that applicant pools are both capable and diverse; • It makes employment decisions based on job -related criteria and provides opportunities for entry and promotion into non-traditional jobs; and • It maintains a workplace free of all forms of harassment. SMC STAFF ASSIGNED TO THIS PROJECT Mr. Dennis Taylor who joined SMC in 2012 as its Pacific Northwest Recruitment Manager will serve as project manager and co -primary consultant on this assignment. Mr. Taylor has more than 36 years of state and local government management experience including nearly 13 years as a city manager. Most recently, Mr. Taylor completed 4.5 years of service as City Manager for the City of Eugene, Oregon where he managed a $500 million city budget and 1,500 employees. Mr. Taylor who consults from Helena, Montana, and Eugene, Oregon, has an extensive professional network in the Pacific Northwest and beyond. He presently serves on the Advisory Committee for the Senior Executive Institute at the University of Virginia and has served on the boards of directors for the Oregon League of Cities and the Oregon City/County Management Association. Mr. Paul Wenbert will serve as co -primary consultant on this project. After a 30-year career in city management including nearly 13 years as a city manager, Mr. Wenbert joined SMC in 2007 as its Western Regional Manager. He has conducted many searches for SMC for jurisdictions as small as Carlisle, Iowa, (3,900 population) to as large as Phoenix, Arizona, (1.5 million population). During his city management career, Mr. Wenbert was responsible for management of a $470 million budget and 1,100 employees as Deputy City Manager for the City of Mesa, Arizona. Mr. Wenbert spent 13 years of his career as a city manager. Mr. Wenbert has an extensive nationwide professional network based on his 30 years of involvement in the International City/County Management Association (ICMA) including serving on the ICMA Board and chairing 3 ICMA Committees. Slavin Management Consultants • Proposal to Recruit Medina, Washington, City Manager *Page 13 Additional information about SMC staff assigned to this project is included in Appendix A. SMC'S RESULTS -ORIENTED PROCESS SMC uses a critical path search process which allows its clients to focus their attention on the selection process rather than on identifying, recruiting, screening, and evaluating candidates. The best prospects are typically happily employed and do not respond to advertisements. These people need to be found and encouraged to become candidates. They are understandably reluctant to apply for positions when their application could become a matter of public information prior to being assured that the client is interested in their candidacy. SMC has a proven track record of aggressively pursuing these types of "happily employed" candidates to encourage them to submit their applications as evidenced by the newspaper article at the end of the Appendix. SMC's approach to this assignment will reflect the unique qualities of Medina, and it will honor the confidentiality of candidates to the extent permitted by Washington law. SMC would like the City of Medina to consider SMC's unique qualities and approach identified below that help to distinguish it from other public sector recruiting firms. • SMC is results -oriented. Once the recruitment profile is approved by the City, SMC will "lock" into the profile's criteria and carefully identify, recruit, and evaluate candidates who meet the City of Medina's criteria. SMC does not simply bring forward candidates it already knows. • SMC is committed to complete client satisfaction. SMC's successful placement - oriented approach will ensure that the project work is practical, realistic, and timely and that it has the full commitment and support of the client so that a successful placement occurs. • SMC makes use of resources that go beyond "Google" searches to conduct background checks of potential candidates. In addition and fairly unique to this industry, SMC visits finalists' work sites prior to client interviews to learn first-hand about candidates' management style and work performance. • SMC are leaders in the executive search field having conducted more than 800 public sector executive searches throughout the nation (see Appendix B for partial list). • SMC's methodologies are state-of-the-art and include advertising in traditional publications, websites, and use of SMC's large resume data base to generate quality applicants. • SMC's style is interactive in that it builds a partnership with its clients. • SMC uses discount airfares and makes multi -client trips whenever possible to reduce expenses to its clients. Slavin Management Consultants • Proposal to Recruit Medina, Washington, City Manager *Page 14 • SMC are experts in EEO/AA recruitment. Approximately 25 percent of its placements are females and/or minorities. • Every search that SMC has conducted has resulted in a selection from among its recommended group of candidates. SMC's experience includes large and small organizations and chief executives and subordinate -level positions. More than 95 percent of SMC's placements have remained in their clients' positions for more than five years, and the guarantee (see Section III, page 10) of redoing the search due to the candidate leaving during the first 2 years of the new position has occurred only twice out of more than 800 searches. SMC has established this enviable track -record due to its extensive research at the beginning of each assignment about the client and the position to be filled which helps SMC identify candidates that are a good fit for the position. This candidate fit is further verified through extensive background checks and visits to finalists' work sites. While SMC is proud of its results -oriented approach of focusing on the practical aspects of filling positions in a timely and cost-effective manner, SMC realizes that process is important as well. For example, Medina's City Manager recruitment profile and advertisement will be viewed by thousands of local government professionals throughout the nation. This provides an excellent opportunity for Medina to market itself and increase its visibility. SMC will produce a quality recruitment profile brochure that markets Medina in a positive light (see Appendix D for example of SMC recruitment profile). In addition, the "customer service" approach SMC employs in dealing with prospective candidates will also reflect positively on Medina. SMC is as proud of its responsiveness to candidates as it is to its clients. Slavin Management Consultants • Proposal to Recruit Medina, Washington, City Manager -Page 15 CITY/COUNTY MANAGER SEARCHES CONDUCTED SMC has completed more than 250 city and county manager searches throughout the nation. The following are city and county manager searches that SMC has conducted in the last 4 years. CLIENT POPULATION YEAR SEARCH Adams, CO 452,000 Current County Manager Amberley Village, OH 4,000 2011 Village Manager Aurora, CO 314,000 2010 City Manager Bay City, MI 35,000 Current City Manager Bloomfield, CT 20,000 Current Town Manager Branson, MO 6,000 Current City Administrator Carlisle, IA 4,000 Current City Administrator Cary, NC 116,000 2009 Town Manager Cass, MI 51,000 2011 Count Adm/Controller Corpus Christi, TX 285,000 2011 City Manager Fridley, MN 27,000 2013 City Manager eor etown, SC 9,000 2013 City Administrator I nn, GA 76,000 2010 County Administrator reenville, NC 85,000 2012 City Manager ulf Shores, AL 10,000 2013 City Administrator Hardeeville, SC 3,000 2011 City Manager Independence, KS 10,000 2010 City Manager Iowa City, IA 65,000 2010 City Manager Klamath Falls, OR 21,000 2012 City Manager Longmont, CO 87,000 2012 City Manager Mansfield, MA 23,000 2009 Town Manager Newark, DE 31,000 2012 City Manager ak Park, IL 52,000 2013 Village Mana er Peoria, IL 183,000 2011 County Administrator Prince William, VA 402,000 2010 County Executive Officer Rock Hill, SC 67,000 2010 City Manager Seminole, FL 409,000 2011 County Mana er nellville, GA 18,000 2012 City Manager t. Joseph, MO 76,000 2011 City Manager Tazewell, IL 131,000 2012 County Administrator Venice, FL 21,500 2012 City Manager Waukee, IA 14,000 2013 City Administrator est Des Moines, IA 57,000 2011 City Manager �Vyoming, OH 8,000 2011 City Manager Slavin Management Consultants • Proposal to Recruit Medina, Washington, City Manager •Page 16 FIRM CONTACT INFORMATION The following individuals will serve as the primary contacts for this project. Project Manager Dennis M. Taylor, ICMA-CM Pacific Northwest Recruitment Manager 920 Strawberry Drive Helena, MT 59601 406-443-3398 (work) 541-729-5510 (cell) dmt4mt@aol.com Other Professional Staff Paul Wenbert Western Regional Manager Slavin Management Consultants 7828 E. Red Hawk Circle Mesa, Arizona 85207 480-664-2676 (work) 480-444-9512 (cell) pwconsulting@cox.net Slavin Management Consultants • Proposal to Recruit Medina, Washington, City Manager *Page 17 SECTION II —WORK PLAN SMC will use a proven and comprehensive seven -step work plan to complete this project as follows: l . Develop recruitment profile; 2. Recruit qualified candidates; 3. Submit written progress report on semi-finalists to client; 4. Conduct background investigations/site visits on finalists; 5. Assist client in interview and selection process; 6. Facilitate employment of selected candidate; and 7. Conduct follow-up with client after candidate has been employed. Each step of this work plan is described below. 1. Develop recruitment profile SMC will meet with the Mayor and City Council Members and Department Directors to learn about the City's needs and culture. Also, SMC will provide options for additional external and internal stakeholder involvement. Finally, SMC would appreciate receiving a guided tour of the community. These meetings and tour as well as independent research conducted by SMC about the community and position will help SMC determine the unique challenges to be managed by Medina's next City Manager. This will allow SMC to accurately describe the desired professional and personal attributes that top candidates should possess. Once SMC has gained sufficient information, it will prepare a draft recruitment profile and review it with the Mayor and City Council to obtain their approval. The profile will include information about the Medina community, City government, issues and opportunities to be managed by the next City Manager, and the job requirements and selection criteria. 2. Recruit qualified candidates SMC will utilize the following resources to conduct a national recruitment for qualified candidates that meet the job specifications and selection criteria for the position: • SMC's database of candidates; • SMC's professional local government management network; • Advertisements in national professional print publications and websites and regional publications as appropriate; and • Sending the recruitment profile to persons who have the requisite experience for the position. Slavin Management Consultants • Proposal to Recruit Medina, Washington, City Manager •Page 18 3. Submit written progress report on semi-finalists SMC will submit a written progress report on the semi-finalists and meet with the client to discuss this report. Typically 10-15 semi-finalists are included in the progress report. The progress report will summarize each semi-finalists' experience and education. The report will also include a screening of semi-finalists against the selection criteria and job requirements contained in the recruitment profile. This screening will be based on: • a review of resumes and cover letters; • SMC's phone interviews of semi-finalists; • semi-finalists' responses to a supplemental questionnaire that provides additional information about semi-finalists' management styles, writing skills, and how closely their experience relates to the selection criteria and job requirements in the recruitment profile; and • SMC's knowledge of semi-finalists' work performance and the quality of the organizations and communities in which they have served. In addition, SMC will develop weighted key selection criteria based on the recruitment profile and will ask the City to provide input and make changes as necessary to the key selection criteria. SMC will evaluate semi-finalists' telephone interviews and written material against the key selection criteria. Appendix E provides examples of key selection criteria, a supplemental questionnaire, and a qualifications matrix. At SMC's meeting with the client, the client will select the finalists to interview using SMC's candidate ranking forms if desired. Typically five finalists are interviewed. 4. Conduct background investigations/site visits on finalists SMC will conduct background investigations and site visits on the finalists. In order to better assess the finalists' management style and interpersonal characteristics, SMC will personally interview each in his or her present work environment while protecting the finalists' confidentiality. SMC will closely examine each finalist's experience, achievements, management style, and interpersonal skills in relation to the recruitment profile's selection criteria. SMC's background investigations include detailed and extensive reference checks which cover a minimum period of ten years. SMC will interview the references provided by the finalists as well as others who can evaluate the candidate's job performance. The background work also includes investigation to the maximum extent permitted under federal law of finalists': • criminal and civil court records; Slavin Management Consultants • Proposal to Recruit Medina, Washington, City Manager •Page 19 • credit history; • driving records; and • college degrees. At the client's option, SMC can arrange for assessment centers and/or psychological (or similar) testing of the candidates. These optional items will result in additional cost to the client. SMC will provide a report to the client about these background checks and site visits 5. Assist client in interview and selection process SMC will assist the client in developing the interview process based on SMC's knowledge of best practices and will provide a list of interview questions for the client's consideration. SMC will contact the finalists to inform them of interview schedules and other logistical details, and SMC will be present during the interviews. Finally, SMC will notify all unsuccessful candidates of the final decision reached. 6. Facilitate employment of selected candidate SMC will provide information about trends in employment, employment agreements, and relocation expenses to the client. SMC will also facilitate negotiation of the selected candidate's compensation package. 7. Conduct follow-up with client affer candidate has been employed SMC will follow-up with the Mayor and the new City Manager six and twelve months after the selected candidate has been employed to evaluate the success of the placement. SMC will assist in any adjustments that may be necessary. SECTION III —GUARANTEES SMC provides a comprehensive set of assurances and guarantees to clients that include: • A commitment to excellence. SMC guarantees that the selection process and placement will be of high quality and successful. To accomplish this, SMC will continue to work with the client until a satisfactory candidate is selected and accepts employment; • SMC guarantees its work and will redo the search if the position is vacated, for any reason, within two years of the employment date of a SMC recommended candidate; in this event, SMC will charge the client only for its out-of-pocket expenses to redo the search (no professional fees will be charged); Slavin Management Consultants • Proposal to Recruit Medina, Washington, City Manager *Page 110 • SMC will never actively recruit any candidate who SMC has placed nor will SMC actively recruit any employee from a client organization for at least two years from the completion date of an assignment; • SMC will properly handle any and all media relations. Unless otherwise directed, it is SMC's standard practice to tell all media that SMC is working on behalf of the client and that any public statement should come from the client directly. Under no conditions will SMC release information to the media unless specifically directed by the client to do so; and • SMC will keep the client informed and involved in the search process. SMC will provide frequent verbal and written progress reports to the client. Slavin Management Consultants • Proposal to Recruit Medina, Washington, City Manager •Page 111 SECTION IV —PROJECT SCHEDULE The search process normally takes 90 days to complete and typically follows the schedule below. DAYS STEPS 1-30 30-45 45-60 60-90 90-360 1. Develop recruitment profile and advertising program for client approval ✓ 2. Identify qualified candidates and receive and review resumes ✓ ✓ 3. Screen & evaluate prospective candidates/prepare progress report and ✓ ✓ meet with client 4. Background investigations and site visits on finalists ✓ 5. Interview and evaluate finalists ✓ 6. Assist in selection and facilitate employment ✓ 7. Follow-up ✓ Slavin Management Consultants • Proposal to Recruit Medina, Washington, City Manager •Page 1 12 SECTION V—PROJECT COST PROFESSIONAL FEES The project cost is $14,985 of professional fees plus expenses. The following table shows the level of involvement by project step and cost. PROJECT COSTS ASSIGNED HOURS STEPS (Approximate) Project Manager Consultant RATE (Hr) FEES 1. Project planning/develop recruitment profile/prepare and place advertising 30 $85 $2,550 5 $40 $200 2. Identify and recruit candidates / 30 $85 $2,550 acknowledge resumes 28 $40 $1,120 3. Phone interviews with potential semi- 20 $85 $1,700 finalists/prepare progress report 10 $40 $400 4.Meet with client to review progress report and select finalists 4 $85 $340 5. Schedule finalists interviews / assist client with designing interview process 8 $85 $680 6. Finalists background investigation (includes 33 $85 $2,805 SMC on -site visits with finalist candidates) 32 $40 $1,280 7. Finalists interviews/assist in employee selection 12 $85 $1,020 8. Negotiate employment agreement 4 $85 $340 9. Follow-up 4 No $0 Charge TOTAL HOURS 145 76 TOTAL COST $14,985 Slavin Management Consultants • Proposal to Recruit Medina, Washington, City Manager *Page 113 EXPENSES Expenses for this executive search will be billed on an actual cost basis and will not exceed 60 percent of the professional fee ($8,991). Additional detail about these expenses is shown below. Consultant Travel: The client pays direct costs for all necessary consultant travel using lowest available air rates, corporate hotel rates at moderately priced properties (Holiday Inn or equivalent), rental cars using the corporate discount, and normal meals. The client controls these costs in the following ways: 1) the client pre -approves all work plans including all consultant and candidate travel; and 2) when appropriate, the consultant will work on more than one search when traveling and will therefore allocate costs to multiple clients. Office Costs: telephone ($350 flat fee, billed in two installments), fax, postage, copier, and delivery costs. Advertising: typically approximately $2,500. The client controls these costs because the advertising program will be approved by the client prior to implementation. The cost for finalists to travel to the client's locale for interviews is not included in the cost of this proposal. Such costs are typically paid by the client on a reimbursement basis directly to the candidates and controlled through the client's prior approval of the finalists. These costs vary depending on candidate location, spousal involvement, and the length of the interview process. For budgeting purposes, an average cost of between $450-650 per candidate would be appropriate. Typically five candidates are interviewed. Should the client's needs result in an increased project scope that significantly increases consultant travel and/or advertising costs, it may be necessary to increase the expense budget for the project which would require client approval. Regarding travel expenses, SMC's project budget includes a total of 3 trips to the client's locale for 2 consultants. If the client requires SMC to make additional trips to its locale that result in SMC's total project expenses exceeding $8,991, then the client will reimburse SMC for these out-of- pocket travel expenses. The client's liability to Slavin Management Consultants for services rendered under this agreement will not exceed the agreed upon price unless an increase is authorized by the client in writing. SMC will submit monthly invoices for fees and expenses. It is SMC's practice to bill 30 percent at the start of the search, 30 percent at the end of thirty days, 30 percent at the end of sixty days, and the remaining 10 percent shortly after the time that the candidate accepts the position. Expenses will be billed in addition and shown as a separate figure. Each invoice will be payable upon receipt. Slavin Management Consultants • Proposal to Recruit Medina, Washington, City Manager *Page 114 SMC will comply with all applicable laws, rules, and regulations of federal, state, and local government entities. SMC's liability, if any, will not be greater than the amount paid to SMC for the services rendered. SECTION VI —REFERENCES 1. Ms. Susan Kirby Assistant City Manager City of Klamath Falls 226 South Fifth Street Klamath Falls, Oregon 97601 541-883-5326 (phone) 541-883-5251 (fax) sgkirby@ci.klamath-falls.or.us City Manager search, 21,000 population, 2012 2. Mr. Bruce Bender Chief Administrative Officer City of Missoula 435 Ryman Missoula, Montana 59802 406-552-6001 (phone) 406-327-2102 (fax) bbender@ci.missoula.mt.us Development Services Director Search, 67,000 population, 2013 and Central Services Director, current 3. Mr. John Kross Town Manager Town of Queen Creek 22350 South Ellsworth Road Queen Creek, Arizona 85242 480-358-3900 john.kross@queencreek.org Development Services Director Search, 26,000 population, 2012 4. Mr. Patrick Banger Town Manager Town of Gilbert 50 E. Civic Center Drive Gilbert, Arizona 85296 480-503-6864 Slavin Management Consultants • Proposal to Recruit Medina, Washington, City Manager *Page 115 patrick.banger@gilbertaz.gov Parks and Recreation Director Search, 210,000 population, 2013; Parks and Recreation Director Search, 2013; and Public Works Director Search, 2012 5. Mayor Barry Porter City of Wyoming 800 Oak Avenue Wyoming, Ohio 45215 513-821-7600 (phone) porterbear8l @aol.com City Manager Search, 8,400 population, 2011 6. Mayor Bill Peard 230 W. Hickman Road Waukee, Iowa 50263 515-987-4522 mayorpeard@gmail.com City Administrator Search, 14,500 population, 2013 7. Mayor Raeanne Pressley City of Branson 1 10 W. Maddux Branson, Missouri 65616 417-334-4129 (phone) raeannepressley@gmail.com City Administrator Search, 6,000 population, 2008 8. Mayor Nancy Sharpe City of Greenwood Village City Hall 6060 South Quebec Street Greenwood Village, Colorado 80111 303-486-5741 (phone) City Manager Search, 11,000 population, 2006 Slavin Management Consultants • Proposal to Recruit Medina, Washington, City Manager *Page 1 16 ACCEPTANCE/SIGNATURE This proposal is presented by Slavin Management Consultants by: SIGNATURE: NAME: Paul Wenbert TITLE: Western Regional Manager DATE: July 12, 2013 This proposal is accepted for the City of Medina, Washington, by: SIGNATURE: NAME: TITLE: DATE: Slavin Management Consultants • Proposal to Recruit Medina, Washington, City Manager •Page 117 APPENDIX Slavin Management Consultants • Proposal to Recruit Medina, Washington, City Manager •Appendix Section APPENDIX A - ABOUT PROJECT STAFF Paul Wenbert, ICMA-CM, SMC Western Regional Manager Mr. Wenbert has 30 years of professional local government management experience including 24 years of executive level experience with nearly 13 of those as a city manager. Mr. Wenbert joined Slavin Management Consultants in June 2007 as Western Regional Manager. He is headquartered in Mesa, Arizona. Most recently, Mr. Wenbert completed 6.5 years of service as Deputy City Manager for the City of Mesa. His career highlights include 9 years as City Administrator for Newton, Iowa; 3.5 years as Village Manager for Villa Park, Illinois, and 4.5 years as Assistant City Manager for Ames, Iowa. Early in his career Mr. Wenbert served as an administrative intern for Fort Wayne, Indiana, administrative assistant for Marion, Indiana, and administrative intern and administrative assistant for Mesa, Arizona. Mr. Wenbert has a Masters degree in Public Administration from Arizona State University and a Bachelor of Science degree in Public Affairs from Indiana University. He is an ICMA Credentialed Manager and a graduate of the Senior Executive Institute at the University of Virginia. His career highlights include: • Managed city departments with $470 million budget and 1,100 employees in Mesa, Arizona; • Chaired Keep Maytag In Newton Task Force which facilitated retention of more than 2,000jobs and addition of 440jobs and $41 million of investment; • Instituted Productivity Improvement Programs in Newton, Iowa, and Villa Park, Illinois, resulting in over $3 million of savings; • Negotiated revised intergovernmental agreement with twelve local governments for regional landfill operated by City of Newton and involved in many other intergovernmental relations activities in Newton, Villa Park, and Mesa; • Negotiated many collective bargaining agreements and developed and implemented many personnel and wage classification systems; • Worked for the City of Mesa during the time period when it was the fastest growing community in the United States and was involved with many growth issues such as infrastructure planning and financing, interstate interchange decisions and allocating resources equitably to newly developed and existing areas of the community; Slavin Management Consultants • Proposal to Recruit Medina, Washington, City Manager *Page IA - 1 • In all positions enhanced citizen connection to city government through various methods including citizen -based strategic planning, citizen focus groups, regular community attitude surveys, and citizen academies; • In all positions improved staff team -building through city-wide staff development and training and city-wide committee work assignments; • Received ICMA Program Excellence Award for Collaborative Children and Youth Initiatives; • Received Greater Newton Area Chamber of Commerce Key Award for Chairing Keep Maytag In Newton Task Force; and • Received Joe Lukehart Professional Service Award for Advancement of City Management in Iowa. Professional Affiliations ➢ ICMA--Past Executive Board Member, Chair of the Endowment Fund Committee, Chair of Employment Agreements Task Force, and Chair of Assistants Steering Committee; current Mentor for Emerging Leader Development Program ➢ Iowa City/County Management Association —Past President and other offices ➢ Illinois City/County Management Association Metro Managers —Past Board Member ➢ Newton, Iowa Rotary Club —Past President and other offices ➢ Arizona City/County Management Association —Past Chairperson of Committee on Professional Conduct ➢ Arizona Municipal Management Assistants Association --Past President and other offices Dennis M. Taylor, ICMA-CM, SMC Pacific Northwest Recruitment Manager Mr. Taylor has more than 36 years of state and local government management experience including 28 years of executive level experience with nearly 13 of those as a city manager. Mr. Taylor joined Slavin Management Consultants in June 2012 as Northwest Regional Manager. He consults from Helena, Montana, and Eugene, Oregon. Most recently, Mr. Taylor completed 4.5 years of service as City Manager for the City of Eugene, Oregon. He also served as interim City Manager for the City of Whitefish, Montana; City Manager for the City of Billings, Montana; City Manager for Helena, Montana; and Chief Administrative Officer for the City of Missoula, Montana. Early in his career Mr. Taylor served as the Administrator for the State of Montana's State Slavin Management Consultants • Proposal to Recruit Medina, Washington, City Manager *Page IA - 2 Personnel Division; Administrator for the State of Montana Developmental Disabilities Division; and later as the Deputy Director of the Montana Department of Justice and Chief of Staff for the Montana Attorney General. Mr. Taylor is a Vietnam combat infantry veteran and attained the rank of Captain in the United States Marine Corps. He also served two years as a VISTA volunteer after completing his military service Mr. Taylor studied Public Administration at The University of Montana and has a Bachelor of Arts degree in Political Science and American Studies from Kansas University. He is an ICMA Credentialed Manager and a graduate of the Senior Executive Institute at the University of Virginia and the Rocky Mountain Program for Senior Executives in State and Local Governments at the University of Colorado at Denver. His experience includes human resource management, labor relations, budget and finance, team building, strategic planning, economic development, organizational development, law enforcement management, media relations, and health planning. Mr. Taylor has authored numerous reports including process improvement and best practices on planning, development, and economic development for the City of Missoula, Montana; modernizing the State of Alaska's Department of Law and Justice; and strengthening the Montana Department of Family Services. His career highlights include: Managed a $500 million city budget and 1,500 employees in Eugene, Oregon; • Chairs the federally qualified Cooperative Health Center Board in Helena, Montana; • Serves on the Advisory Committee for the Senior Executive Institute at the University of Virginia; • Served as Adjunct Instructor in the Master's in Public Administration Program at Montana State University; • Negotiated many collective bargaining agreements with over 20 different public sector unions in 75 bargaining units and developed and implemented statewide personnel and wage classification systems; • Served as a member of the City of Helena/Lewis & Clark County Consolidated Planning Board; • Served on the boards of directors for the Oregon League of Cities and the Oregon City/County Management Association; • Served as a Commissioner for the Helena Regional Airport Commission; Slavin Management Consultants • Proposal to Recruit Medina, Washington, City Manager •Page IA - 3 • Served as an elected Trustee for the Helena School District No. 1 school board; • Chaired the Lewis & Clark County Government Study Committee; and • Served as Montana Legislative Council committee staff for the Senate Public Health, Welfare and Safety Standing Committee and the Senate Local Government Standing Committee. Slavin Management Consultants • Proposal to Recruit Medina, Washington, City Manager •Page IA - 4