Teri_Black_&_Company_LLC_Proposal• a • • • t • • • • • • • • • • • • • • • • • • • • I
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IB&Ca .
Your Executive Search Solution™
February 24, 2014
Mayor Jerry Duhovic
City of Rancho Palos Verdes
32415 Nautilus Drive
Rancho Palos Verdes, CA 90275
Dear Mayor Duhovic:
Teri Black & Company (TBC) is pleased to present this proposal to assist the City of
Rancho Palos Verdes with its efforts to successfully recruit a new City Manager. We are
the recruiter of choice for many California communities and would be honored to add
Rancho Palos Verdes to our distinguished client base by assisting the City Council with
the recruit~ent for a new City Manager .
Founded in 2006, TBC is dedicated to providing the most personalized executive search
services to clients and candidates in the industry. The business goals of the firm are
centered on producing quality results and establishing long-term relationships with our
customers. Personalized service and attentiveness have never been more important in
our industry as the competition for outstanding talent continues to intensify. With hard
work and dedication, our consultants have developed tremendous credibility based on
outstanding results and service. Nearly 85 percent of our business is a result of repeat
customers.
TBC is not driven by volume which helps set. us apart from our competitors. We are
committed to providing customized and flexible service to our clients and will only take on
a select number of recruitments at any given time. In addition, TBC is one of only two
woman-owned recruiting firms serving local government in the western United States .
Detailed information about the firm and our clients is available on our website -
www.tbcrecruiting.com.
If retained, you will have my commitment that Rancho Palos Verdes will receive the
highest level of attention and will not be delegated to junior level staff. Please do not
hesitate to call if you have any questions or need additional information regarding our
services or qualifications . sr;, regards, l12~
President/CEO
Teri Black & Company, LLC • 4232 Pascal Place• Palos Verdes Peninsula, CA 90274
tel 310.377.2612 •fax 310.377.1362 • www.tbcrecruiting.com
• • ft • • • • • • • • • I • • • • • • • • • • • • • • • • • • • • • • • • • • • t • It .,
PROPOSAL
Executive Search Services
for the
CITY OF RANCHO PALOS VERDES
to recruit a
CITY MANAGER
IB&Co .
February 2014
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TABLE OF CONTENTS
I. CREDENTIALS & QUALIFICATIONS 1
II. RECRUITMENT STRATEGY 3
Ill. PROJECT TIMELINE 8
IV. REFERENCES 9
V. CONSULTANT & STAFF PROFILES 10
VI. PRICING, GUARANTEE & CONTACT INFORMATION 12
VII. COMPREHENSIVE LIST OF CLIENTS 14
SAMPLE RECRUITMENT BROCHURES
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I. CREDENTIALS & QUALIFICATIONS
Teri Black & Company (TBC) has a solid reputation for providing exemplary service
to its clients and has enjoyed great success in recruiting impressive
professionals for a number of communities throughout the western United States .
TBC has an excellent track record ·in serving coastal communities and the firm's
familiarity with the South Bay is incomparable. As evidence of our clients' high
satisfaction levels, close to 85% of our projects are generated through repeat
business .
Our Southern California clients include the Cities of Del Mar, Newport Beach,
Laguna Niguel, Aliso Viejo, Tustin, Pasadena, Hermosa Beach, Long Beach, Goleta,
Murriet~, and Anaheim among numerous others. In the last three years, we have
recruited City Managers for the cities of Hermosa Beach, Aliso Viejo, Del Mar,
Laguna Niguel, Pismo Beach, Imperial Beach, El Cajon, Anaheim, Lompoc, San
Leandro, Los Banos and Tustin. We are currently in the process of conducting City
Manager recruitments for the Cities of Manhattan Beach and Poway .
Because we are driven by a concern for quality results rather than volume, we
limit the number of recruitments the firm handles at any given time. In addition, we
are careful to only partner with clients that appreciate the value of highly
personalized service and the importance of finding qualified candidates who would
be a good fit rather than simply attracting individuals who meet minimum
qualification criteria. Lastly, our Placement Guarantee (Section VI) is typically
double the industry standard and is consistent with the International City/County
Managers Association (ICMA) Code of Ethics .
TBC has an excellent track record for recruiting well qualified candidates and has
been very successful in attracting diverse candidate pools. We are frequently called
upon to manage exceptionally challenging assignments which is attributable to our
commitment to personalized service and not limiting the amount of resources we
dedicate to any given project.
Teri Black would serve as the lead consultant on this project. She maintains a
strong nationwide network in the city management profession through her
involvement and membership with the California League of Cities, Cal-ICMA, ICMA,
and the California City Managers Foundation. In addition, she is a founding member
of Cal-ICMA's Preparing the Next Generation initiative. Profiles on the consultants
and staff who will be actively engaged in this assignment can be found in Section V.
Located in the South Bay, the firm carries General and Professional Liability and
Auto, and Workers' Compensation insurance that exceeds the City's requirements.
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II. RECRUITMENT STRATEGY
The executive search strategy that follows describes four complete phases of a
comprehensive recruitment for a Council appointed position.
PHASE I
Client Feedback & Involvement
The lead consultant will work closely with the City Council to design the candidate
profile, recruitment strategy and timeline in accordance with the Client's desires
and expectations. It is our goal to gain a complete understanding of the
experience, knowledge, expertise and strengths the City Council is seeking in a
new City Manager, as well as learn more about the City's priorities, current and
upcor:ning challenges, fiscal health, organizational culture, and composition of the
management team.
With respect to community input, most of our clients who desire extensive input
rely on an online survey that can be posted on the City's website. This has proven
to be the most popular, convenient and cost-effective strategy for our clients to
obtain input throughout the duration of a recruitment and is the most accessible
and user-friendly for constituents. However, depending on the Client's wishes,
meetings ranging from small focus groups to larger town hall settings can be
facilitated in partnership with the City.
At the City Council's discretion, the consultants can also meet with various
stakeholders of the organization including the current Acting City Manager. These
supplemental meetings sometimes allow us to obtain additional feedback and gain
a broader understanding of the community along with the organization's culture
and inner workings. It is also quite common for the lead consultant to solicit input
from department heads and the City Manager's key support staff. This additional
knowledge can often be helpful to the consultants as they assess the critical
factors relating to candidate ''fit" later on in the process.
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In order for TBC to represent any opportunity with conviction and credibility, we
prefer to get as much information and feedback as possible before a recruitment is
officially launched. Because our clients know their organizations best, we rely on
their guidance to determine the best sources of information upon starting an
assignment.
Strategy Refinement
Following the gathering of feedback, TBC will develop a detailed timeline for the
project along with proposed methodologies for attracting the best possible
candidates. The timeline and specific strategies will be reviewed and approved by
the C!ient prior to execution .
Material Development & Production
Immediately following the Client feedback activities, the lead consultant will draft
advertising and recruitment brochure text for the Client's review. This information
(description of community, organization, ideal candidate profile,
compensation/benefits, etc.) should accurately summarize what was learned from
the feedback sources. Sample TBC recruitment brochures are included as
separate attachments to this proposal.
PHASE II
Advertising & Marketing
Following the consultants' developing a clear understanding of what the City is
seeking, we will create aggressive national advertising and marketing campaigns
for the recruitment. Both the traditional and electronic campaigns will be
interrelated to ensure the position has a powerful presence in the marketplace .
Once the advertising is executed, TBC will distribute the recruitment brochure with
a personalized cover letter to professional contacts in our database, with primary
emphasis on California candidates. Both e-mail and traditional mail are utilized in
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our marketing efforts. The job will also be promoted through the firm's social
media presence via Linkedln, Facebook and Twitter.
11 Linkedfm .
Personalized Outreach
As a follow-up to the advertising and marketing campaigns, the consultants will
personally contact the individuals targeted and generate new contacts through
referrals made by respected sources. The most impressive candidates are usually
found . this way and it frequently requires several persuasive conversations to
attract them into a recruitment if they are content and successful in their current
position. The majority of highly qualified candidates will not respond to an
advertisement, so we proactively reach out to them .
Our clients pay for results and that's exactly what we deliver. Unlike many of
our competitors, TBC invests whatever time is necessary to generate a number of
outstanding candidates from which the Client can make a selection. While many of
our competitors charge additional consulting fees beyond a specific threshold, we
do not limit the number of consulting hours dedicated to any given project or the
number of on-site meetings or appearances required of the lead consultant.
PHASE Ill
Resume Assessment
While the lead consultant will review resumes as they are received throughout the
search, a final detailed review of each submission will be conducted immediately
following the closing date. Those candidates determined to be the most highly
qualified will be selected for screening interviews.
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Screening Interviews
TBC does not restrict the number of candidates to be screened. Rather, we
interview every candidate who meets our Client's criteria. As a rule, this group
frequently amounts to 8-15 candidates. The number of candidates screened
ranges from just a handful of professionals for highly specialized positions to up to
20 for highly coveted opportunities. ·
To the extent the project budget and timeline allow, TBC will conduct as many in-
person meetings as possible with the top candidates prior to making
recommendations to the City Council. Alternatively, screening interviews are also
cond~cted via phone and Skype TM •
Report to Client
Following the completion of the screening interviews, the consultants will develop a
written report for the Council that includes: a master list of all the applicants,
resumes and cover letters for each candidate interviewed, a one-page profile
summarizing each candidate's professional history, plus an overview of the
consultant's initial assessment of each individual based on their experience and
the results of their screening interview .
Candidate Communications & Care
Throughout the entire recruitment, TBC will take responsibility for communicating
with the candidates throughout every stage of the recruitment. In addition, the City
should feel free to refer any inquiries from potential or existing candidates directly
to the lead recruiter at any time during the engagement. We handle all
administrative aspects of the assignments .
TBC is extremely attentive to internal candidates. Our consultants make sure they
understand the process and are kept informed at every juncture as they may have
never worked with a recruiter before. We take great care to meet the needs of the
entire candidate pool throughout our engagements as it is critical that all the
participants have a positive experience and leave the process with a favorable
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impression of Rancho Palos Verdes -regardless of whether or not they are
selected .
PHASE IV
Selection Process
TBC will design and administer an appropriate final selection process for the City
Manager search. Most City Manager selection processes entail at least one
interview with the City Council supplemented by follow-up interviews with the very
top ranking candidate(s). Additional assessment activities can be developed such
as ex~cutive level psychological assessments, writing and presentation exercises,
problem solving scenarios, etc. We tailor all of our processes to best meet our
clients' needs and will assist the decision makers with deliberation .
Background & Reference Checks
Following the final process and the Client's selection of its top candidate, TBC will
conduct thorough background and in-depth reference checks. Our
background checks are performed by a licensed private investigator and entail
credit, driving record, civil, criminal and academic credential records checks. Court
records checks include county, state and federal systems. Media, internet and
social networking checks are also included. The reference checks are conducted
by a recruiting consultant and are supplemented by comments generated from
contacts that do not appear on the candidate's reference list. Extensive written
reports are provided to the Client for review and recordkeeping .
Negotiations
Once the Client reviews and is comfortable with the findings in the report, TBC is
available to assist with negotiations on compensation, benefits, start date and
other transition details to bring the assignment to successful completion .
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Ill. PROJECT TIMELINE
TBC is prepared to begin work in early spring. An executive level recruitment of this
nature can typically be completed within approximately 100 -120 days. A visual of a
projected timeline is portrayed below.
Phase I
Phase II
Phase Ill
Phase IV
City of Rancho Palos Verdes
City Manager
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IV. REFERENCES
Client: City of Hermosa Beach Tel: 310.318.0239
Contact: Peter Tucker, Mayor Pro Tempore (member of subcommittee for search)
Searches: City Manager (2012), Fire Chief, Community Development Director,
Police Chief (2006)
Client: City of Del Mar Tel: 858.755.9313
Contact: Mayor Lee Haydu (served as Council Member during search)
Searches: City Manager (2011)
Client: City of Pismo Beach Tel: 805.773.4657
Contact: Mayor Shelly Higginbotham (served as Mayor during search)
Searches: City Manager (2012), Community Development Director,
Administrative Services Director, Public Works Director
Client: City of Aliso Viejo Tel: 949.425.2513 (John Whitman)
949.425.2500 (Mayor Cave)
Contact: John Whitman, Interim City Manager
Carmen Cave, Council Member (served as Mayor during search)
Searches: City Manager (2013)
Client: City of Laguna Niguel Tel: 949.362.4300
Contact: Mayor Linda Lindholm (served as Council Member during search)
Searches: City Manager (2012)
Client: City of Newport Beach Tel: 949.633.3000 (Mayor Pro Tern)
949.644.3303 (Terri Cassidy)
Contact: Edward Selich, Mayor Pro Tern (served as Mayor during search)
Terri Cassidy, Deputy City Manager/Director of Human Resources
Searches: City Manager (2009), Assistant City Manager, Director of
Administrative Services, Director of Human Resources, Director of
Community Development, Fire Chief, Director of Library Services
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V. CONSULTANT & STAFF PROFILES
Teri Black, President/CEO
Following a distinguished career in local and federal government, Teri has been
dedicated to public sector executive search since 1999. Serving communities with
populations in the millions to as small as 1 ,500 over the last 14 years, she has built a .
substantial base of clients across the Western United States that continually rely on
her personalized service and recruitment expertise. In addition to cities and counties,
Teri's clients also include special districts, utility agencies and non-profit
organizations. She has managed a multitude of high profile and sensitive
recruitments over the years. Prior to starting her own firm in 2006, Teri was affiliated
with Shannon Executive Search/CPS Human Resource Services and The Oldani
Group ..
Before entering the executive search profession, Teri served as a Chief of Staff in
the U.S. Department of Justice/COPS Office. Her local government experience
includes management positions in the Cities of Santa Ana, Lakewood and Oakland,
California. As a consultant, clients find her prior government experience to be of
tremendous value as they often comment, "She has walked in our shoes and
understands our business."
A South Bay native who grew up in Rancho Palos Verdes, Teri earned her Master's
degree in Public Administration from the University of Southern California and holds
a Bachelor's degree from California State University, Fullerton. She is a graduate of
the UCLA Anderson School of Management's invitational certificate program for
entrepreneurs and a founding member of Cal-ICMA's Preparing the Next Generation
(PNG) committee which has served as a model for the national association. Teri
currently serves on ICMA's Task Force on Women in the Profession.
Teri will serve as the lead consultant on the Rancho Palos Verdes assignment.
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Carolyn Seeley, Senior Consultant
Carolyn has over 20 years of human resource experience and has personally
assisted Teri with over 200 local government recruitments. She provides invaluable
support to our engagements by conducting extensive research and generating
referrals from non-traditional sources. Carolyn has supported all of Teri's Council
appointed and department head level recruitments over the past eight years. Her
dedication and professionalism have been instrumental in bringing hundreds of our
projects to successful conclusions.
Although she has focused nearly exclusively on recruiting the past several years,
Carolyn . also possesses extensive experience in employee relations, employee
benefits, compensation, training, and human resource information systems. She
earned ~er MBA degree from Pepperdine University and holds a Bachelor's degree
in Health Administration from California State University, Northridge. She is based
in Orange County, CA.
Tracey Hill, Executive Assistant & Engagement Manager
Tracey is responsible for managing the numerous administrative activities
associated with TBC recruitments and special projects. From overseeing our
massive database, ensuring contractual requirements are met and interacting with
candidates to coordinating background checks, she is involved with all aspects of
the search process.
Tracey brings over a decade of project management experience to TB&Co. Prior to
joining the firm, she held a variety of finance, IT and project management related
positions with Northrop Grumman and Toyota Motor Sales, USA. Tracey serves as
Teri's invaluable "right hand" in ensuring that all client and candidate needs are met.
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VI. PRICING, GUARANTEE & CONTACT INFORMATION
The professional fee for this City Manager assignment is $19,000. This includes all
work outlined in Phases I -IV in the proposal's scope of work. The professional fee
covers the entire scope of work and does not cap the number of visits or the amount
of time invested in bringing the project to a successful conclusion .
Reimbursable expenses for this project will not exceed $7 ,500. Reimbursable
expenses include advertising, brochure design and reproduction, administrative
support, printing/copying, postage and delivery charges, as well as consultant travel
(mileage only). Consultant travel entails mileage accrued for client meetings and
interviews, as well as meeting with the top candidates' in-person at locations TBD to
the ext~nt possible. Professional fees and expenses are billed on a monthly basis .
Placement Guarantee
Because we have a high degree of confidence in our work, TBC's placement
guarantee for Council appointed positions is double the industry standard .
Consistent with the ICMA Code of Ethics, if a candidate selected and appointed as
City Manager by the Rancho Palos Verdes City Council as a result of a TBC
recruitment terminates employment for any reason before the completion of the first
two years of service, TBC will provide the City with the necessary consulting
services required to secure a replacement. Professional consulting services are
provided at no cost to the Client; expenses are covered by the City .
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Contact Information
Business address:
()
Telephone:
Fax:
Web site:
Skype Address:
Twitter:
Federal Tax ID:
Primary Contact:
4232 Pascal Place
Palos Verdes Peninsula, CA 90274
310.377.2612
310.377.1362
www .tbcrecruiting.com
tbc.recruiting
@teriblack
13-4346458
Teri Black-Brann
teri@tbcrecruiting.com
Office: 310.377.2612 Mobile: 310.781.0878
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VII. COMPREHENSIVE LIST OF CLIENTS
Cities
Aliso Viejo
Anaheim
Arlington, TX
Ashland, OR
Belmont
Beverly Hills
Buena Park
Cannon Beach, OR
Carlsbad
Carmel-by-the-Sea
Carpinteria
Chandler, AZ
Colorado Springs, CO
Concord
Costa Mesa
Davis .
Del Mar
Denver, CO
Dublin
East Palo Alto
El Cajon
Eugene, OR
Fort Worth, TX
Fremont
Fresno
Goleta
Hayward
Hermiston, OR
Hermosa Beach
Hillsborough
Imperial Beach
Laguna Niguel
La Habra
La Palma
Livermore
Lompoc
Long Beach
Los Banos
Lynwood
Manhattan Beach
Menlo Park
Modesto
Moreno Valley
Murrieta
Napa
National City
Newport Beach
Oakland
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Palo Alto
Pasadena
Pismo Beach
Pittsburg
Pleasanton
Prescott Valley, AZ
Pomona
Poway
Redlands
Redwood City
Riverside
Roseville
San Diego
San Jose
San Leandro
San Luis Obispo
Santa Barbara
Santa Clara
Santa Clarita
Santa Cruz
Santa Monica
Sunnyvale
Surprise, AZ
Torrance
Tracy
Turlock
Tustin
Vista
West Sacramento
Yucca Valley, Town of
Cities appearing in Bold type, reflect City Manager/Assistant City Manager/CEO related recruitments .
Counties
Alameda
Denver, CO (City/County)
Lane, OR
Los Angeles
Merced
Monterey
Napa
San Diego
Santa Barbara
Special Districts/ Authorities
Ashland, OR Parks Commission
Beach Cities Health District
Calleguas Municipal Water District
Castaic Lake Water Agency
Goleta Water District
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Hi-Desert Water District
Mesa Consolidated Water District
Municipal Water District of Orange County
San Ramon Valley Fire Protection District
Southern California Association of Gove~nments
West Basin Municipal Water District
16
ocated 50 miles southeast of downtown Los Angeles
and only 2.7 miles inland from the Pacific Ocean, the
ity of Aliso Viejo (pop. 49,000) is a family-oriented,
business-friendly community nestled among beautiful
rolling hillsides, valley terrain, and picturesque mountains
and streams. Aliso Viejo is continually ranked one of the
safest cities in the nation and in 2009 was listed as one of
America's Top 25 Towns to Live Well by Forbes.com.
Aliso Viejo was originally established in the 1970s
by the Mission Viejo Company. As a master-planned
community, it features neighborhoods that mix homes,
workplaces, stores, and services in a transit-friendly,
energy-conscious, land-conserving way. The area was
designed to foster a sense of community by creating a
friendly streetscape, quality infrastructure, and community
services that connect residents to the community and to
one another. The first residents arrived in the early 1980s,
and the community voted overwhelmingly in favor of
incorporation in 2001, officially making Aliso Viejo Orange
County's 34th and newest City.
Aliso Viejo offers residents and visitors alike a wide diversity
of attractions and housing, hotel, restaurant, and retail
amenities. The City is home to over 500 businesses in
a variety of industries, including shipping and logistics
management, high tech, hospitality, insurance, and online
retailing just to name a few. Large employers include UPS,
Pacific Life, Capistrano Unified School District, and Quest
Software among others. Thanks to a diverse business
base, it enjoys a wide array of employment opportunities.
Further, the City's unique design and smart growth
blueprint ensure that all of its residents live within 2.5
miles of the Aliso Viejo Town Center, which encompasses
retail shops, specialty stores, restaurants, medical offices,
business offices, and entertainment venues.
The community's many assets include 23 community
parks, 2600 acres of open space, hiking and biking trails,
and a jack Nicklaus 18-hole championship golf course
within its 7 square miles. In addition, the City owns its
own Conference and Aquatics Center. These amenities
and a wealth of recreational programming allow for active
lifestyles of all types in every age group.
The Aliso Viejo Community Association (AVCA) is a master
homeowner's association that is responsible for common
area maintenance including parks, greenbelts, parkways
and slopes. AVCA manages 21 of the 23 local parks in
addition to maintaining most of the landscaped slopes
and parkways within City limits. In addition, AVCA is
responsible for enforcing the covenants, conditions and
restrictions which address such things as paint colors,
property maintenance and other aesthetic issues. With
support from the City and other community partners, the
Association also hosts a number of popular special events
throughout the year.
Serving most of the City's K-12 population, the Capistrano
Unified School District is known for its award winning ·
academic and athletic programs. Soka University, a private
four-year liberal arts college and graduate school is located
within Aliso Viejo. Numerous other higher education
opportunities at 25 colleges and universities are located
within just 30 miles.
Its unique design, diversity of housing styles, and family-
oriented, business-friendly environment all make Aliso
Viejo uniquely suited to meet the needs of families,
professionals and enterprising businesses. In a recent
community survey, 96 percent of respondents rated the
City's quality of life as excellent or good and 92 percent
indicated satisfaction with the City's overall performance in
providing municipal services. Residents of Aliso Viejo can
also find work, shopping, and recreation all close to home.
It's all here. It's all close.
For more information on
the City's history and current priorities,
visit www.cityofalisoviejo.com.
C!l!LQ_~~
liso Viejo is a General Law city operating under a
Council/Manager form of government. The City
Council is comprised of five members including
the Mayor, Mayor Pro Tern, and three Council Members,
all of whom are elected at-large to staggered, four-year
terms. The Mayor and Mayor Pro Tern are selected by their
peers to serve one-year terms. The City Council acts as the
legislative and policy-making body for the City and serves
as governing body of the Aliso Viejo Public Financing
Corporation.
The City Council appoints the City Manager, City Attorney
and City Clerk. As director of all City personnel, the City
Manager appoints all other City department heads and
employees. Aliso Viejo is a contract city structured as a
lean, efficient, and cost-effective municipality. The City
maintains a total workforce of just 16 employees which
include the G::ity Manager, Administrative Services Director,
City Clerk, Community Services Director, and Planning
Services Director. Aliso Viejo contracts with the County
of Orange for law enforcement and library services. The
Orange County Fire Authority provides fire protection
services. Legal, engineering, building, code enforcement,
trash removal, recycling and street sweeping services are
provided contractually through private sector providers.
The City has followed conservative budgeting practices
since its incorporation in 2001, focusing on community
priorities and long-term goals. It is supported by a FY2013-
l 4 balanced General Fund budget of $14.4 million and a
Capital Improvement budget of $3 million, and all current
initiatives and prior year programs are fully funded. The
City maintains reserves of $25.7 million and holds an AA+
rating with Standard and Poor's.
liso Viejo is desirous of attracting professionals
who are passionate about responsive and efficient
government and are dedicated to outstanding
service delivery. The ideal candidate will be a strong leader
and hands-on manager who can see the big picture yet is
equally capable of being highly attentive to critical details.
He/she will be an action and results oriented manager who
is accustomed to managing in a "lean" environment and is
comfortable overseeing and working with both permanent
and contract staff.
Aliso Viejo's City Manager must be a thoughtful and
credible communicator who also exhibits outstanding
interpersonal skills. He/she will have a history of building
and maintaining mutually beneficial partnerships. The
proven ability to achieve goals and complete projects by
leveraging relationships and resources in collaboration
with other entities is also desirable. In addition, the ideal
candidate must be comfortable being accessible and
having a visible presence in the community.
A confident leader, the individual selected will be a
superior critical thinker and strategist. He/she will be
proactive in introducing new ideas and .innovative
alternatives that address new and ongoing challenges.
A history of exercising sound judgment will also be
expected.
A resilient leader who does not take things personally
and can act in the best interest of the community, the
individual selected will be an adept facilitator of healthy
debates which frequently result in creative solutions. He/
she will possess a highly developed political acumen
coupled with the demonstrated ability to navigate and
balance diverse viewpoints. The ideal candidate will have
a track record of finding common ground amongst a
collection of passionate perspectives.
A resourceful and customer oriented manager, the ideal
candidate will be well-versed in streamlined business
practices and contemporary tools that maximize capacity.
An experienced people manager, he/she will serve as
a reliable coach who can assist staff with anticipating
opportunities and challenges, and help des.ig~ :uitable
solutions that are aligned with goals and priorities of the
City Council. Given the size of the organization, he/she
will have the ability to promote an inclusive, cohesive and
cooperative environment that fosters accountability and
success. Aliso Viejo's City Manager will have a reputation
for exercising uncompromising ethics and be known as a
role model in the profession.
The ideal candidate will have a history of producing and
overseeing thorough high quality staff work. He/she
will demonstrate a sophisticated awareness regarding
policymakers' need for well prepared and presented
information that guides educated decision making.
Previous or current experience working effectively with
elected and/or appointed officials along with exposure to
substantial intergovernmental relations and activities will
be expected. The City Council is desirous of attracting
candidates who have extensive depth in municipal finance
and experience with managing multiple contracts.
The ideal candidate will also bring an advanced
understanding of land use and planning principles. He/
she will also be knowledgeable regarding strategic
approaches to economic development. Previous exposure
or experience iri negotiating with developers will be
welcomed.
At least five years of increasingly complex responsibility
serving in a management/ supervisory capacity in a
comparable municipality is desired. Experience serving in a
contract city is strongly preferred. A combination of public
and private sector experience will be considered favorably.
Familiarity with California open meeting laws is desirable. A
Bachelor's degree is required.
e salary will be competitive yet fiscally responsible
and negotiable DOQE. Salary is supplemented by a full
range of benefits that include, but are not limited to:
Retirement-CalPERS program. "Classic Members"
participate in the 2%@ 55 retirement benefit and the City
pays full contribution. "New Members" will participate in
the 2%@ 62 retirement benefit and the employee pays a
portion of the retirement contribution.
Cafeteria Benefits Plan -Aliso Viejo pays $1,671.96
per month, which can be applied towards medical, dental
or vision insurance, or other benefits offered on a pre-
tax basis through the City's Section 125 Cafeteria Plan. A
variety of medical insurance plans through the Cal PERS
Health Benefits program are offered.
Annual Leave -Employees earn 176 hours of leave
per year. Additional hours of annual leave and maximum
accrual amounts increase based upon years of service.
The City observes 10 paid holidays and provides one paid
floating holiday annually.
Other Benefits -City provides life and long term
disability insurance. An optional Deferred Compensation
program and Flexible Spending Accounts are also available
to employees.
Work Schedule -Aliso Viejo operates on a 9/80 work
schedule, with every other Friday off.
e closing date for this recruitment is midnight,
Sunday October 20, 2013. To be considered for
this opportunity, upload cover letter, resume and a
list of six professional references using the "Apply Now"
feature at www.tbcrecruiting.com.
Teri Black-Brann• 310.377.2612
Steve Parker• 949.322.8794
TERI BLACK & COMPANY, LLC
www.tbcrecruiting.com
~ -
Following the closing date, resumes will be screened
in relation to the criteria articulated in this brochure.
Applicants with the most relevant qualifications will
immediately be granted preliminary interviews by the
consultants. Candidates deemed to be the best qualified
will be invited to interview with the City Council in
mid-November. The City Council anticipates making an
appointment in December, following the completion of
additional selection activities, extensive background and
reference checks, plus compensation negotiations. Please
note that references will not be contacted until the end
of the process and, at that time, will be done so in close
coordination with the candidate impacted.
THE COMMUNITY
oway is strategically located in the geographic
center of San Diego County in the coastal
foothills, just three miles east of Interstate 15,
five miles south of the City of Escondido, and 20 miles
north of downtow~ San Diego. Despite its size (pop.
nearly 50,000), the City has successfully maintained the
feel of a traditional American hometown.
A family-oriented community, Poway has the third
highest median household income and is the safest
incorporated city in San Diego County. Poway has
distinguished itself as the "City in the Country" and is
characterized by mature landscaping, rolling foothills,
55 miles of hiking, riding, and jogging trails, over 4,700
acres of dedicated open space, and many recreational
facilities, including the Lake Poway Recreation area and
Old Poway Park. Poway has one of the largest business
parks in the County. The Poway Unified School District
has gained statewide and national recognition for
excellence in curriculum and teaching methods.
CITY GOVERNMENT
oway incorporated in December 1980 as
a general law city and operates under the
Council-Manager form of government. The City
Council is comprised of five members elected at-large
to serve four-year overlapping terms. Annually, the
City Council chooses one of its members to serve as
the Deputy Mayor, while the Mayor is directly elected.
There are no term limits in Poway. The City is currently
supported by 205 full-time employees and a total
operating budget of $72.9 million ($35.5 million General
Fund) for Fiscal Year 2013-2014. Attributable to its
conservative approach to financial management, Poway
benefits from a balanced budget and healthy reserves.
Poway's City Manager is appointed by the City Council
and is responsible for the overall planning, organization
and direction of municipal activities, as well as advising
the City Council on legislative, policy and fiscal
matters of the City. The City Manager also oversees
the Assistant City Manager, Administrative Services,
Community Services, Development Services, Public
Works and Safety Services. The City Clerk is part of
the City Manager's Office. Poway contracts with the
San Diego Sheriff's Department for law enforcement
services and regularly prospers from the invaluable
contributions of time and energy from hundreds of
volunteers.
THE IDEAL CANDIDATE _________________ ,,,,,, ... _,, _____ , ___ ,,_, ____ ,, ________ , __
he ideal candidate will have the demonstrated
ability to maintain the high professional
standards for which this well-managed city has
become known. He/she will possess in-depth familiarity
with municipal operations and display impressive
expertise in municipal finance. The individual selected
will be open minded and embrace new ways of doing
business that serve to maximize capacity and enhance
the customer experience. He/she will be committed to
a continuous improvement philosophy and possess a
track record that reflects attentiveness to organizational
innovation and efficiency.
Poway's City Manager will be a very skilled manager of
people and have the ability to nurture and maintain a
culture that attracts and retains superior talent. He/she
will exhibit an empowering style that fosters continuous
growth and development. The ideal candidate will be
an inspiring leader and mentor who has a history of
developing future managers and leaders. In addition,
he/she will have a reputation for cultivating a workplace
that expects and rewards teamwork and collaboration.
An accessible representative of the community, the
ideal candidate will display outstanding interpersonal
skills and be comfortable interacting with a variety of
audiences .. In order to maintain an accurate pulse of
the community, he/she is expected to be involved in
civic activities. A working manager, this professional
will be also an excellent writer and communicator
who enforces high standards around clarity and
transparency.
With a reputation for being a good steward of public
resources while conveying a "can do" action-oriented
spirit, this humble yet confident individual takes great
pride in his/her work and is energized by a passion for
public service. He/she naturally seeks out opportunities
to recognize the contributions of others and is generous
with support and guidance that fuel an organizational
dedication to excellence.
The ideal candidate will be considered a municipal
finance expert with extensive budgeting experience.
He/she will also possess superior analytical skills with a
track record of sound and confident decision making.
Demonstrated success that reveals a willingness to
take on difficult issues of varying magnitudes is also
desirable. An even-keeled professional, the individual
selected will be a resilient leader who does not take
things personally and remains focused on outcomes
and desired results that support the long-term viability
of the community.
The ideal candidate will be accustomed to operating in
a very lean environment and be open to contemporary
uses of technology that add value to individual and
organizational performance. He/she will also be
generally familiar with contemporary tools and business
practices suitable for the various sectors of local
government. This professional will also appreciate
the role technology and social media can play in
enhancing transparency and strengthening both
internal relationships as well as the connection between
government and its constituents.
Poway's next City Manager will have exposure
to a broad range of land use issues, including
redevelopment. Experience with creating and
negotiating development opportunities is preferred.
A strong appreciation for open space will also be
expected. Familiarity with emergency operations and
community disaster preparedness will be considered
favorably.
He/she will convey an understanding of comprehensive
economic development applicable to a nearly built-out
community. The ability of the City Manager to take a
leadership role in cultivating good relationships between
residential and business stakeholders will also be
carefully weighted.
Current or previous City Manager service will be
welcomed. Service as an Assistant or Deputy
City Manager or equivalent role in a comparable
community will also be considered favorably. Familiarity
with municipal utilities is preferred. Ten (10) years
of management or administrative experience in a
municipal setting, including at least five (5) years of
management or supervisory experience working
with elected and/or appointed officials along with a
Bachelor's degree are required. Residency in Poway is
highly desirable.
COMPENSATION & BENEFITS
he salary will be competitive yet fiscally
responsible and negotiable DOQE. Salary is
supplemented by a full range of benefits that
include, but are not limited to:
Retirement: CalPERS program -Classic Members
participate in the 2% @ 60 formula with the employee
contributing 7% of base salary. New CalPERS
Members will participate in the 2% @ 62 formula with
the employee contributing 6.25% of base salary. The
City participates in Medicare, but does not participate in
Social Security.
Health Benefits: Poway provides employer-paid group
medical and dental insurance for the employee; the City
contributes 50% of the cost for dependent coverage.
Family vision insurance is provided at no cost to the
employee. An IRS Section 125 plan (Flexible Spending
Account) for reimbursement of medical and dependent
care expenses is also available.
Leave Benefits: The City provides up to 199.2
hours of vacation leave per year depending on years
of service. Sick leave accrues at 96 hours per year.
Additionally, Poway provides 1 0 paid holidays and two
floating Benefit Days.
Work Schedule: Poway operates on a 9/80 work
schedule, with every other Friday off.
Additional benefits including but not limited to Executive
Leave, Auto Allowance, Life Insurance, Long-term
Disability, and Deferred Compensation, among other
benefits, are provided or are available.
APPLICATION &
SELECTION PROCESS
he closing date for this recruitment is
midnight, Sunday, February 2, 2014. To be
considered for this opportunity, upload cover
letter, resume and a list of six professional references
using the "Apply Now" feature at www.tbcrecruiting.com.
Teri Black-Brann• 310.377.2612
Carolyn Seeley• 949.487.7606
TERI BLACK & COMPANY, LLC
www.tbcrecruiting.com
~ -
Following the closing date, resumes will be screened
in relation to the criteria articulated in this brochure.
Applicants with the most relevant qualifications will
immediately be granted preliminary interviews by
the consultants. Candidates deemed to be the best
qualified will be invited to interview with the City Council
in February. The City Council anticipates making an
appointment shortly thereafter, following the completion
of additional selection activities, extensive background
and reference checks, plus compensation negotiations.
Please note that references will not be contacted until
the end of the process and, at that time, will be done so
in close coordination with the candidate impacted.