Alliance_Resourse_Consulting_LLC_Proposal•
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February 24, 2014
VIA COURIER
Mr. Sean M. Robinson
Human Resources Manager
City of Rancho Palos Verdes
30940 Hawthorne Boulevard
Rancho Palos Verdes, CA 90275
Dear Mr. Robinson:
Alliance Resource Consulting is pleased to submit this proposal to assist the City of Rancho Palos Verdes in its efforts
to recruit and screen candidates for the position of City Manager. Enclosed is our proposal which outlines how we
would partner with your organization to recruit the best individuals. It describes the steps we will take to accomplish
the recruitment within your desired timeframe. If you desire some modification of the proposed work program, we
would.be pleased to discuss that with you.
Alliance Resource Consulting's corporate motto is "The Power of Partnership." We take this seriously and have built
our reputation on providing services of the highest quality. Alliance Resource Consulting was formed in 2004 when
our executive search consultants acquired the highly regarded executive search practice of one of the largest public
sector consulting/government services companies in the United States. With the innovative use of technology and a
commitment to forming enduring partnerships with our clients, Alliance Resource Consulting is committed to setting
a new standard for the industry.
We do not have any potential conflicts ofinterest from past recruitments or relationships. We will be happy to answer
any additional questions you may have. We look forward with great interest to working with you on this very important
assignment.
Sincerely,
Sherrill A. Uyeda
Founding Partner
SOUTHERN CALIFORNIA OFFICE
400 0CEANGATE, SUITE 510
LONG BEACH, CA 90802
TEL: (562) 901-0769 • FAX: (562) 90HJ082
NORTHERN CALIFORNIA OFFICE
228 HAMILTON AVENUE, 3RD FLOOR
PALO ALTO, CALIFORNIA 94301
TEL: (650) 296-1032 • FAX: (650) 521-0024
www.allianceRC.com • info@allianceRC.com
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TABUE
1 Our Understanding ................................ ~ .... 1
2 firm Qualifications . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1
2.1 Project Team ............................................... 1
2.2 Our Experience ............................................. 1
2.3 Advantages of Our Firm ...................................... 3
3 Recruitment Methodology & Approach ................. 3
3.1 Strategy Development . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4
3.2 Active Recruitment . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4
3.3 Candidate Evaluation ........................................ !5
3.4 Progress Report Meeting ..................................... !5
3.!5 Preliminary Interviews ....................................... !5
3.6 Client Interviews & Interview Books ........................... !5
3.7 Special Assistance ........................................... 6
4 Our Client's Role ....................................... 6
5 Projected Timeline ..................................... 1
6 Alliance Advantages ...................•.............. 8
6.1 Technology .............................................. : . . 8
6.2 Stakeholder Outreach . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8
6.3 Weekly Client Updates ....................................... 8
1 Recruitment Costs . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9
8 Alliance Summary . . . . . . . . . . . . . . . . . . • . . . . . . . . . . . . . . . . . 10
9 Contact information . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10
Appendix-A: Chief Executive Searches ..........•........ 11
Appendix-B: Biographies ........................ ~ ....... 13
Appendix-C: References . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14
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It is our understanding that the City of Rancho Palos Verdes wishes to engage
an executive search firm to assist in the City Manager recruitment.
The City Manager directs the City's day-to-day affairs and is charged with
carrying out the City Council's decisions and adopted policies. The City
Manager proposes policies and programs, carries out directives voted by the
City Council, and develops a long range view of City problems, needs, goals,
and objectives for consideration by the City Council. The City Manager
also prepares general rules and regulations necessary for the conduct of the
Alliance Resource
Consulting. prides itself on
its commitment to customer
service.to both the client
and the .candidates.
administrative offices and departments of the City and supervises the preparation of the City's budget and financial
reports each fiscal year.
FIC NS
2.1 Project Team
In 2004, Alliance Resource Consulting acquired the
national executive recruiting practice of MAXI MUS. We
are committed to providing our clients with the highest
caliber of service in the industry. Our team of dedicated
professionals utilizes custom-built state-of-the-art technology
in conducting a search.
We are based out of Long Beach, California and are the only firm in California to provide unlimited on-site visits to
in-state clients. We also have offices in Palo Alto, California, Tampa, Florida and Seattle, Washington.
Our current staffing is:
Sherrill Uyeda -Founding Partner
Cindy Krebs -Regional Director, Pacific Northwest
David McDonald -Regional Director, East Coast
Syldy Tom -Manager
Richard Kaplan -Research Consultant
Geoff Gambling -Research Consultant
Daniela Pallafacchina -Research Consultant
Linda Kann -Special Projects and Graphics Manager
Sherrill Uyeda and Cindy Krebs will work on this recruitment. Biographies can be found in Appendix Band references
can be found in Appendix C.
2 .. 2 ·Our Experience
We believe we are exceptionally well qualified to assist you. We have extensive nationwide experience recruiting chief
executives for government agencies and special districts and have helped to place excellent people in both small and
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large organizations. We are currently recruiting for the City Manager for the City of Monrovia (CA) and the Assistant
City Manager for the City of San Jose (CA).
Our recent City Manager recruitments include:
City of Port Hueneme, CA-201s
City of Compton, CA-2012
City of Bellflower, CA-2011
City ofTigard, OR-2011
City of Norwalk, CA -2011
Gty of Hillsboro, OR-2011
City of Seal Beach, CA -2011
City of El Segundo, CA-2011
City of Moreno Valley, CA-2011
City of Sanger, CA-2010
In addition our firm has completed the following recruitments:
City Manager..:.. City of Stockton, CA
City Manager -City of Santa Monica, CA
City Manager -City of Pacific Grove, CA
City Manager -City of Anaheim, CA
Chief Administrative Officer -Butte County, CA
City Manager -City of Carlsbad, CA
Assistant City Manager -City of Concord, CA
Assistant City Manager -City of Dallas, TX
City Manager -City of Gaithersburg, MD
City Manager -City of Hesperia, CA
City Manager -City oflnglewood, CA
Assistant City Manager -City of Irvine, CA
City Manager -City of La Palma, CA
Assistant City Manager-City of Lancaster, CA
City Manager -City of Monterey Park, CA
Chief Administrative Officer -Los Angeles County, CA
City Manager -City of Long Beach, CA
City Administrator -City of Placentia, CA
City Manager -City of San Bernardino, CA
City Manager -City of San Jose, CA
City Manager -City of Yorba Linda, CA
Our ability to carry out the work required by your agency is enhanced by our past experience in providing similar
services to others, and we expect to continue such work in the future. It should be noted that all of the recruitments
listed above were completed on time and within budget.
We will preserve the confidential nature of any information received from you or developed during our work on this
recruitment in accordance with our established professional standards.
We assure you that we will devote our best efforts _to carrying out the work required. The results obtained, our
recommendations and any written material we provide will be our best judgment based on the information available to us.
2 .. 3 Advantages of Our Firm
Relative to your present search requirements, we believe the principal advantages in using Alliance Resource
Consulting which differentiate us from other firms are:
Our track record of success in placing superior senior level executives in particularly sensitive and highly
responsible/accountable positions.
Our specialization in public sector executive search on a nationwide basis.
Our extensive experience recruiting chief executives for government agencies and special districts.
Our PROACTIVE recruitment of candidates who may not be seeking new employment and would not normally
respond to routine advertising and highly qualified candidates who might be overlooked by traditional recruiting
approac;hes.
Our ability to develop and meet a recruitment timeline to fit your needs.
The fact that we assign two professionals to each recruitment to ensure we are always available to quickly
respond to your most pressing requirements.
The quality of our work and the fact that most of our clients have retained our services on more than one
engagement.
Our proven ability to identify and recommend qualified female and minority candidates.
The transparency of our recruitment process. We will provide you a client login to our recruiting system so
you can see how things are progressing at any time. We will also prepare weekly updates for you throughout
the peak of the recruiting process.
Our reputation among clients and candidates for timely communication and documentation (e.g., acknowledgement
of receipt of candidate application, client status reports, candidate interviews, client meetings and candidate
feedback).
The thoroughness of our documented reference, internet and background checks. We request very specific
references from candidates and supplement our reports with information gathered from available information
sources such as LexisNexis and public records. Our ability to enhance the recruitment process through
stakeholder outreach, the use of online surveys, and targeted research.
The fact that all of our graphics work is done in-house, saving our clients time and money.
Our promise to conduct the recruitment at the cost proposed. We have never charged a client more than our
proposed amount.
Alliance Resource Consulting believes that we are an extension of your organization. As such, we work within your
expectations and guidelines. Our objective is to find the best qualified candidates. While notices in professional journals
may be helpful, many of the best candidates must be sought out and their interest encouraged. Our general familiarity
with the City, knowledge of the field and our relationships with professional organizations make us well qualified to
assist you.
Our clients have found that we are able to:
Develop the appropriate specifications for a position.
Encourage the interest of top-level people who would be reluctant to respond to advertisements.
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Preserve the confidentiality of inquiries, consistent with State public disclosure and open meeting laws.
Save a considerable amount of time for client staff in developing and responding to candidates.
Protect the confidentiality of the information discussed with or received from the, client.
Build consensus among those involved in the hiring process.
Independently and objectively assess the qualifications and suitability of candidates for the particular position for
which we are recruiting.
Adhere to client's budget and schedule expectations.
If you desire to retain us for a full and thorough recruitment process, we will do the following for your recruitment:
3 .. 1 Strategy Development
We will interview members of the Search Committee and other client contacts to obtain a detailed understanding of the
position, key goals and challenges, and organizational culture. We will also discuss expectations regarding desirable
training, experience and personal characteristics of candidates. In addition, should you request it, we will conduct/
facilitate community outreach meetings and focus group discussions.
We also have experience creating and managing community surveys, should the City want input from its constituents.
We will also gather/review relevant information about the City, such as budgets, organization and/or department
goals, organization charts, etc. /''
Once our findings have been summarized, we will submit a Recruitment Profile with the desired qualifications and
characteristics to you for approval. The Recruitment Profile that will be sent to potential candidates will include
information about the City, the job and the criteria established by you.
3 .. 2 Active Recruitment
Once you have approved the Recruitment Profile, we will actively seek out individuals who meet your expectations.
To achieve the best response, we will take a three-prong approach to attracting candidates:
1. Direct Contact-We will mail invitations and recruitment profiles to targeted individuals in comparable
organizations at the appropriate level. These invitations will be followed up with 'direct phone calls to
potential candidates to gauge interest.
2. Internal "Job Alert" -Over the past nine years, we have developed an active database of over 19,000
candidates who are active in various public sector positions. We will send a new "job alert" to all our
registered users in the Alliance Resource Consulting candidate application program. Prospective candidates
will be contacted via e-mail with a link to the PDF version of the Recruitment Profile.
3. Advertisements -We will place job advertisements in the appropriate professional journals and on-line
sites.
As a matter of corporate policy, we do not discriminate against any applica_nt for employment on the basis of race,
religion, creed, age, color, marital status, sex, sexual preference, disabilities, medical condition, veteran status or
national origin. A substantial percentage of the placements made by our firm have been minority or female candidates.
Frequent communication with our clients is a hallmark of our firm. While consultants will provide regular updates on
the progress of your search, you will also be able to access up-to-date 'real time' information regarding your search
from our secure website.
3 .. 3 .Candidate Evaluation
We will review, acknowledge and evaluate all resumes received. Candidate evaluation will begin with an analysis based
upon criteria contained in the Recruitment Profile, information contained in the resumes submitted to us, and our
knowledge of the people and organizations for which they work.
The next phase in candidate evaluation will focus on gaining additional information from the qualified group of
candidates through written supplemental information questionnaires and other resources. Telephone interviews will
be conducted with the most promising candidates to gain a better understanding of their backgrounds, qualifications
and interest in the position.
3.4 Progress Report Meeting
After the resume deadline, we will submit to you a progress report of the leading candidates. This report will include
summary resumes, supplemental information, and the original resumes of those candidates we believe to be best
qualified for "the position. Supplemental information on a candidate typically includes: the size of the organization
for which the person works, reporting relationships, budget responsibility, the number of people supervised, related
experience and reasons for interest in the position. Any other specific information will be dictated by the criteria set
forth in the Recruitment Profile.
The purpose of our progress report is two-fold. It allows you an opportunity to review the candidates and choose those
who you would like to invite to be interviewed for the position. It also allows us to receive feedback on the caliber of
the candidates recruited. In addition, at this point we will have conducted preliminary background checks on each of
the presented candidates. Of course, we are flexible and may consider other individuals as final candidates who are
subsequently identified and were not included in the progress report.
3 .. 5 Preliminary Interviews
We will interview (either in person or via video-conference) those candidates identified by you to be the leading
candidates. We will conduct a preliminary interview with questions that focus on the selection criteria. Additionally, we
will verify degrees and certifications and continue to gather information about the candidate's professional backgrounds.
3 .. 6 Client Interviews & Interview Books
We will assist you in scheduling final candidates for interview with your organization, and will send the candidates
packets of information which we obtain from you should you request it (e.g., information about the organization and
the geographic area, budgets, etc.).
We will prepare final interview books for the selection panel. These books will include interviewing/selection tips,
suggested interview questions, and rating forms for your use. Candidates will not be ranked, for we believe it will then
be a matter of chemistry between you and the candidates.
We will also be on-site for the interview day(s). We will brief the interview panel at the start of the interviews and
will facilitate the process throughout the day. After the last candidate interview, we will assist you in "debriefing" the
interview panel members.
As part of our process in evaluating candidates, we make telephone reference checks. In conducting these references, it is
our practice to speak directly with individuals who are, or have been, in a position to evaluate the candidate's performance
on the.job. To gain a well-rounded impression of the candidates, we speak with current and prior supervisors, peers
and subordinates. These references and our evaluations provide you with a frank, objective appraisal of the candidates.
Once we finalize references-on the top one or two candidates and conduct credit/criminal/civil litigation/motor vehicle
record checks through an outside service, we will provide you with a detailed candidat~ evaluation report.
3.7 Special Assistance
Our efforts do not conclude with prese_ntation of the final report. We are committed to you until a successful placement
is made. Services that are routinely provided include:
Arranging the schedule of interviews and the associated logistics for final candidates.
Advising on starting salary, fringe benefits, relocation trends and employment packages.
Acting as a liaison between client and candidate in discussing offers and counter offers.
Conducting a final round of reference checking with current employers (if not previously done for reasons of
confidentiality).
Notifying those candidates who were not recommended for interview of the decision. Following up with the client
and the selected candidate once he/she has joined the organization to ensure a smooth transition.
The client has a very important role in the recruitment process. While we may identify and recommend qualified
candidates, it is the client who must make the decision about which candidate to hire.
In order to insure that the best candidates are available from which to choose, our clients should be willing to do the
following:
Clearly inform us about matters relevant to the search that you wish to keep confidential (e.g., salary, personnel
issues, and other privileged information).
Supply us with the names of people you have previously interviewed/ considered for this position.
Forward us copies of the resumes you receive, to avoid duplication of effort.
Provide feedback to Alliance Resource Consulting regarding the information and recommendations provided by us.
Promptly decide upon and follow up in scheduling interviews with the most promising candidates.
Assist in providing information to candidates that will enable them to make their career decisions.
Uphold confidentiality (while respecting relevant state laws about open discl6sure) to protect the integrity of the
recruitment process, as well as the candidate's involvement.
By doing the above, we will maximize the likelihood of mutual success.
Finally, please be reminded that the United States Immigration Reform and Control Act of 1986 requires that all
employers verify an employee's eligibility to work in the United States. Since Alliance Resource Consulting cannot
serve as your agent ·in this matter, your hiring process should include this verification procedure.
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The .following is a typical schedule to conduct a thorough recruitment. However, we would. be pleased to modify this
to meet your needs:
1st Week
2nd -3rd Week
4th • 9th Week
Meet with the appropriate individuols to
gather background information. ·------. ---Develop and obtain approval for the Rec1·uitment Profile.
Develop a list of potential candidates to target.
Prepare and place advertisements, if desired __ ·----·------
Active recruitment--solicit, receive and acknowledge resumes. ·----·----------·--·-------
10th Week Evoluate resumes and gather supplemental information. Submit
progress report and meet with you to review leoding candidates.
---~-------..,;_-"'~--'-----
nth Week
12th • 14th Week
Following Interviews
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Strategic Development
Active Recruitmen1·
Candidate Evaluation
Progress Report
Preliminary Interviews
Client Interviews
Nego'l'ia1·ions
Verify degrees and certifications and interview
the best candidates.
Submit final report and initiate the interview process with you . .... __ ,, __________ _
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Conduct references, credit/criminal/civil litigation/motor
vehicle 1·ecord checks, and assist with negotiations.
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6.1 Technology
Alliance Resource Consulting is the only firm to utilize a custom-built "online" client/candidate management system.
This custom system allows candidates to input their resumes and cover letters on our website. (For candidates who
wish to email or mail us a hard copy of their resume, we will input the information for them.) One of the benefits of
our system is that it enables our client contact to check the latest applicant list in real-time.
One of our strengths is our use of social media to best market the recruitment. We have active accounts on Linkedln,
Twitter and Facebook. The use of social media allows us to contact our network and "followers" to alert them'to our
recruitment announcements, informational updates and reminders. It allows us to stay one step ahead of our competitors.
Alliance Resource Consulting is always searching for new ways technology can help us save our client's money. One
way we do this is by using Skype to interview out of town candidates. Our innovative ways have set us apart from our
more traditional competitors.
602 Stakeholder Outreach
Our firm has used several methods, including stakeholder meetings, community forums and surveys, for stakeholder
outreach in a number of previous recruitments. For example, for the City of San Jose City Manager recruitment,
our consultants facilitated IS community outreach meetings where citizens were invited to attend and express their
opinions about what they were looking for in city manager candidates. For the City of Alexandria's City Manager
recruitment, we also met with special interest groups such as business leaders, Chamber of Commerce members and
historic preservation groups.
During the recruitment of the City Administrator for the City of Huntington Beach (CA), the consultants met with
each councilperson, each department head, conducted an open citizen forum and a forum for a group of stakeholders
comprised of two citizens recommended by each councilperson. For the City Manager recruitment conducted for the City
of Moreno Valley (CA), the consultants conducted a community panel as well. Our previous experience in stakeholder
outreach makes our firm very qualified to conduct the meetings with the Mayor's Office and City Council Members
as well as facilitate multiple stakeholder outreach forums throughout the City that your request for proposal outlined.
Lastly, our firm has significant experience in creating community surveys should you wish to provide this option to
your community. We have utilized surveys for many of our recruitments and can prepared them in different languages,
ifrequired. The surveys can be access.ed on-line, or at our office and our client's office.
6.3 Weekly Client Updates
Our consultants provide our client contacts written recruitment updates on a weekly basis. These updates include work
done that was completed during the week and what we expect to work on the following week.
The three major client meetings will be: one to develop the Recruitment Profile, one to present our Progress Report,
and one to attend the first round of candidate interviews. We propose a professional fee of $19,000 for the work
outlined above. In addition, we are reimbursed for expenses such as for advertising, travel, interviewing, sourcing,
support services, background checks and other related items, as well as allocated costs such as telephone, postage and
photocopying. These expenses will not exceed $7,500. Please note that this amount does not include reimbursement
of candidates who travel to be interviewed by you. Unless you notify us to the contrary, we will assume that you will
handle these reimbursements directly.
Our professional service fee will be split among four equal invoices and expenses will be billed as they are incurred.
All invoices are due and payable upon receipt. We do NOT base our fees on a percentage of the position's salary.
Our billing schedule on a retained professional fee (and based not on an hourly rate) is as follows:
1st Billing
2nd Billing
3rd Billing
4th Billing
Due after Start Meeting
Due upon our submittal of a
draft recruitment profile
Due after we meet and submit
our Progress Report to you
Due after the Port conducts interviews
with finalists
First Phase
Second Phase
Third Phase
Fourth Phase
Please note that this is a standard billing schedule and can be modified as requested.
$4,750
$4.750
$4,750
$4.750
You may discontinue this assignment at any time by written notification. In the unlikely event that this occurs, you will
be billed for all expenses incurred to the date of the cancellation, and for professional fees based upon the time elapsed
from the commencement of the assignment to the date of cancellation. If a cancellation occurs within the first 30 days
of the assignment, following either verbal or written authorization to proceed, one-third of the professional fee will be
due. If a cancellation occurs thereafter, the fee beyond the first one-third will be prorated based upon the number of
calendar days which have elapsed. Ifa cancellation occurs after 90 days, all professional fees will be due in full.
Guarantee
We are committed to working with you until a placement is made. However, ifthe selected candidate (recommended
by us for hire, and excluding internal candidates) should be terminated within one year from the date ofhire, we will
re-do the search for no additional professional fee. Naturally, we would expect to be reimbursed for any expenses that
might be incurred.
·=ALLIANCE ARY
Thank you for reviewing our proposal. Should you decide to retain Alliance Resource Consulting for your executive
search needs, we will do the following:
Partner with you and act as an extension of your organization.
Define a recruitment strategy and timeline, develop a recruitment profile and attract/research prospective candidates.
Conduct a multi-layered candidate screening analysis on the applicants.
Communicate frequently and on-time with both the client and candidates.
Allow client contacts to access the recruitment database in real time from remote sites.
Interview and screen leading finalists.
Facilitate the client interview process.
Complete the candidate selection and closure of recruitment.
Our firm's motto is "the Power of Partnership" and we are committed to adding value to your organization's goals and
mission. We bring an ethical, transparent and well-documented recruitment process to all our clients.
""""' NTACI I F R
Sherrill Uyeda Office: (562) 901-0769 x331
Fax: (562) 901-3082
Cell Phone: (310) 592-8847
E-mail: suyeda@alliancerc.com
Skype: sherrill.uyeda.marquardt
Cindy Krebs Office: (562) 901-0769 x336
Fax: (562) 901-3082
Cell Phone: (949) 212-2461
E-mail: ckrebs@alliancerc.com
Skype: · cindyk_arc
ALLIANCE RESOURCE CONSULTING LLC
HEADQUARTERS
400 Oceangate, Suite 510
Long Beach, CA 90802
TAMPA, FLORIDA
SEATTLE, WASHINGTON
www.allianceRC.com
II twitter.com/ AllianceRC
D Alliance Resource Consulting, LLC
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Chief Executive Searches for General Purpose Local Governments Clients of Alliance Resource Consulting
CALIFORNIA, STATE Of
Anaheim, City of
Arcadia, City of
Bellflower, City of
Carlsbad, City of
Compton, City of
Dana Point, City of
East Palo Alto, City of
El Segundo, City of
Fre~no, City of
Hemet, City of
Hesperia, City of
La Palma, City of
Long Beach, City of
Los Alamitos, City of
Monterey County
Monterey Park, City of
Moreno Valley, City of
Morgan Hill, City of
Norwalk, City of
Pacific Grove, City of
Placentia, City of
Port Hueneme, City of
Riverside, City of
San Bernardino, City of
San Jose, City of
Santa Monica, City of
Seal Beach, City of
Stockton, City of
Yorba Linda, City of
FLORIDA, STATE OF
Hillsborough County
Sarasota County
OREGON, STATE Of
Astoria, City of
Eugene, City of
Hillsboro, City of
Lake Oswego, City of
City Manager
City Manager
City Manager
City Manager
City Manager
City Manager
City Manager
City Manager
City Manager
City Manager
City Manager
City Manager
City Manager
City Manager
County Administrator
City Manager
City Manager
City Manager
City Manager
City Manager
City Administrator
City Manager
City Manager
City Manager
City Manager
City Manager
City Manager
City Manager
City Manager
County Administrator
County Administrator
City Manager
City Manager
City Manager
City Manager
VIRGINIA, STATE Of
Alexandria, City of
Richmond, City of
Virginia Beach, City of
WASHINGTON .. STATE Of
Bellevue, City of
Kirkland, City of
Vancouver, City of
City Manager
City Manager
City Manager
City Manager
City Manager
City Manager
N
BIOGRAPHIES
Sherrill A. Uyeda -founding Partner
Sherrill Uyeda has over fifteen years of public sector executive search experience. She began her career in executive
search in 1998 with Norman Roberts & Associates, Inc. From 1999 to 2004, Ms. Uyeda was an executive search
consultant with MAXIM US, a leading government consulting firm which assists state, federal and local governments.
In 2004, along with Eric J. Middleton, she founded Alliance Resource Consulting LLC.
Since 2007, Ms. Uyeda has been instrumental in expanding the organization's presence to include regional offices in
Palo Alto (CA), Tampa (FL) and Seattle (WA). She fosters an environment of frequent communicf!tion to both clients
and candidates and transparent and ethical recruitments on a timely basis. Her leadership and collaborative skills have
led to an impressive hiring and retention rate.
Ms. Uyeda's track record of recruiting high-profile government executives across the nation in various industries
include: city and county management, transportation, utilities, human resources, library services, building and planning,
economic development and pension and retirement systems. Past clients for nationwide recruitments have included
the City/County of San Francisco (CA), the County of Los Angeles (CA), Arlington County (VA), Broward County
(FL), the City of Atlanta (GA), the City of Alexandria (VA), the City ofBoston (MA), the City of Dallas (TX), and the
City of San Jose (CA). Past retirement systems, she has recruited for are: Contra Costa County Employees Retirement
Association, Fresno County Employees Retirement Association, Kern County Employees Retirement Association,
Marin County Employees Retirement Association, Santa Barbara County Employees Retirement System, and Sonoma
County Employees Retirement Association.
Additional areas of expertise include: facilitating community forums and outreach meetings, conducting multi-lingual
citizen surveys and compensation and benefits negotiations.
Ms. Uyeda graduated from the University ofSouthern California, with both a Bachelor of Arts degree in Communication
Arts and Sciences and a Master of Public Administration degree. She is a member of the Society for Human Resources
Management.
Cindy Krebs -Regional Director
Cindy Krebs joined Alliance Resource Consulting in 2012 after serving more than 25 years as a"high level manager
and principal consultant for local governments, regional agencies and special districts. The experience she gained while
working in the public sector gives Ms. Krebs a unique understanding of the complexities associated with public service
careers as well as a strong appreciation for people who choose to dedicate themselves to improving the communities
they serve. Ms. Krebs is highly adept at working with executive management teams, Board members, and community/
special interest group and has managed several high profile recruitments for Alliance.
Ms. Krebs graduated from Baker University with Bachelor of Art degrees in both Communications and Spanish. She
is also a graduate ofCORO's Orange County Leadership program. Ms. Krebs is fluent in Spanish and proficient in
French and Italian.
APPEf\'
REFERENCES
City of El Segundo/ CA
Name: Eric Busch
Title: Former Mayor
Phone#: (:no) 524-2302
City of Bellflower, CA
Name: Jeffrey Stewart
Title: <;::ity Manage~
Phone#: (562) 804-1424 x2207
City of Port Hueneme, CA
Name: Carmen Nichols
Title: Assistant to the City Manager
Phone #: (805) 986-6501
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New Ideas, Trusted Consultants.
~
ALLIANCE
RESOURCE CONSULTING LLC
THE POWER OF PARTNERSHIP
400 Oceangate, Suite 510, Long Beach, California 90802
(562) 901-0769.-FAX: (562) 901-3082
www.allianceRC.com
E
The City of Monrovia is located 20 miles northeast of downtown Los Angeles and is
part of the San Gabriel Valley. With a population of 39,000, Monrovia is a charming
city with a small town feel, yet it offers all the modern conveniences of a larger city. The
City's residential neighborhoods are balanced with attractive industrial and retail areas.
Residents and visitors flock to Monrovia's Old Town - a diverse mix of stores, quaint
shops, restaurants and a 12-screen Movie Theater.
Monrovia's San Gabriel Valley location is ideal for those seeking variety and adventure.
World-class museums, specialty shopping areas, theme parks, religious landmarks, special
events and sports venues regularly capture the world's attention, and are easily accessible
to local residents. Monrovia's proximity to the mountains and a short commute to both
the desert and the beach make it an inviting community to live, work and play.
Monrovia offers its citizens a wide range of cultural activities including the Annual
Monrovia Days Celebration; the Monrovia Arts Festival; the Monrovia Historical Museum;
Weekly Family Festival in Old Town; the Mother's Day Old Homes Tour; the weekly
Summer Concerts In The Park series; an annual Taste of Monrovia Festival, and July
4th Celebration, just to name a few. There are also a number of active service & civic
organizations within the community including Rotary, Kiwanis, Quota and the Monrovia
Historic Preservation Group.
The City strives to build strong business relationships. It was awarded the 2011 "Most
Business Friendly City" Award. Quality educational institutions such as Cal Tech, the
Claremont McKenna Colleges, Cal Poly Pomona, USC, UCLA, Azusa Pacific, Mt. Sierra
College and the University of La Verne are within a short distance. The City partners with
the Monrovia Unified School District, the YMCA, Chamber of Commerce, and the Boys
and Girls Club on various programs and activities to support the youth of the community.
The City was incorporated on December 15, 1887, under the laws of the State of California.
Monrovia operates under all the rights and privileges applicable to a general law city. It is
the fourth oldest incorporated city in Los Angeles County. The City of Monrovia operates
under a Council/Manager form of government. The Mayor and four Council Members
are elected at-large. The City Treasurer and City Clerk are also elected.
The City of Monrovia is a full-service city with approximately 235 full time employees
with a budget of approximately $59,000,000. City departments include: Administration,
Administrative Services; Community Development, Community Services, Fire, Human
Resources, Police and Public Works.
E
The City Manager is responsible for the day-to-day operations of the City, taking direction
from the City Council.
The Office of the City Manager is directly responsible for:
The Successor Agency to the Monrovia Redevelopment Agency
The City Clerk's Office
Economic Development
Public Information and Community Relations
Old Town Business Promotion District
Customer Service
This position is open due to the retirement of the incumbent.
Assist the City Council in implementing its balanced vision of retail, housing and business development. Oversee completion of
stormwater system improvements and development of Station Square, a proposed mixed use activity center adjacent to the city's
Gold Line Station.
Keep the Mayor and Council informed of important issues in a timely manner. Provide pertinent information and recommendations
to inform their decisions. Be available for follow up and questions.
Provide strong and motivating leadership for the City. Nurture and mentor the talented and dedicated workforce that is already in
place. Recruit, ~evelop and retain high quality professional staff. Continue to promote diversity. Create and implement a succession
plan.
Develop a long-range plan for generating revenue to ensure fiscal stability for the City. Identify funding sources to complete
deferred infrastructure projects. Take the initiative to make improvements. Keep the citizens informed about the benefits and
status of the projects.
Continue to focus on providing a high level of service and security to the community.
Represent the City and foster and maintain good relationships with other governmental agencies.
El
The City of Monrovia prides itself on providing outstanding public service in a community where public interaction and citizen activity
thrive. The ideal candidate will be committed to and passionate about the well-being of the City of Monrovia. He/She will be open
and accessible to staff and the public, and able to support the City Council with confidence, integrity, enthusiasm, and support. The
selected person will be a problem solver with outstanding communication skills who holds the executive management team accountable
for making progress on key initiatives.
The selected candidate will be creative and innovative, likable, sincere, and have a high level of integrity. He/She will be visible and
active in the community, engaged and forward thinking. Lastly, the ideal candidate will have a sense of humor and enjoy working in
a collaborative environment while fostering good relationships at all levels.
Education and Experience
The City Council values life and work experience combined with educational achievement. Professional certifications and a Master's
degree in public administration or a related field would be a plus. The best qualified candidates will have:
A proven track record as a city manager or assistant city manager in a similar full-service city.
Experience in business and economic development, an understanding of finance and budgeting, as well as knowledge of capital
projects.
Experience with State and regional issues, agencies, and processes.
The selected candidate should consider customer service the top priority and have:
Outstanding written and verbal communication skills.
A commitment to following through and completing projects.
Solid experience with financial planning, budgeting and resource management.
Prior experience in promoting economic development while supporting existing commercial interests.
A sincere interest in community involvement.
Ideally, the selected candidate will want to live in the city boundaries or nearby in surrounding areas.
The salary for this position is within an established annual range of $190,000 to $220,000,
and will be dependent upon the qualifications and experience of the selected candidate. In
addition, the City offers a benefits package that includes:
Retirement-Participation in the California Public Employees Retirement System ( 2. 7
at 55 for "classic" members; 2@ 62 for new PERS members as defined by PEPRA)
Vacation Leave -120 hours paid vacation annually with a maximum of 160 hours
after 8 years
Management Leave -80 hours annually
Sick Leave -96 hours of sick leave annually
Holidays -12 holidays
Auto Allowance -$450 per month
Deferred Compensation -$200 per month
Medical Insurance -Employees receive a specific dollar amount to use towards the
purchase of medical insurance. Coverage is available through the City's Multiple
Choice Option Program. Employees may select Aetna PPO 80/ 60, Aetna Heal thfund,
Aetna HMO or Kaiser. The City is considering contracting with PERS for medical
insurance in the near future.
The City of Monrovia also offers a 4/ 10 work week, dental and vision insurance, long-
term disability insurance, life insurance, an employee credit union, an employee assistance
program, a performance bonus program, and a safety/wellness program.
Please apply on-line by Friday, January 10, 2014 at www.allianceRC.com, or email your
cover letter and resume to:
Sherrill Uyeda or Cindy Krebs
ALLIANCE RESOURCE CONSULTING LLC
400 Oceangate, Suite 510
Long Beach, CA 90802
Telephone: (562) 901-0769
E-mail: suyeda@alliancerc.com
ckrebs@alliancerc.com
http:/ /twitter.com/ Alliancerc
Alliance Resource Consulting, LLC
An Equal Opportunity/ ADA Employer