Okaloosa County BOCC — November 4, 2012 — reading text

(352) 540-6646 or cmarsden@co.herando.fl.us 20 North Main Street, Room 263 Brooksville, FL 34601 -16- Packet Pg. 225  6.1.a.b IV. References / City Manager Searches (continued) Fax: (352) 754-4477 Hernando County selected CB&A to conduct its County Administrator search in December 2011 and we began work in mid- January of 2012. The County is located a little north of Tampa on Florida’s Gulf Coast. We were asked to search the nation for the most qualified candidates. Interviews were conducted on April 5th and 6th. The County selected Mr. Leonard Sossamon, formerly County Administrator of Newberry County, SC, and City Manager of Concord, NC, on April 9th. Attachment: Colin Baenziger (1222 : Search Firm for Position of County Administrator) 6) County Manager, St. Johns County, FL (population 162,000) Contact: Commission Chairman Ron Sanchez (904) 209-0302, bccd2@sjcfl.us County Attorney Patrick McCormick at (904) 209-0805, or pmccormack@co.st-johns.fl.us, St. Johns County Offices 500 San Sebastian View St. Augustine, Florida 32084 Colin Baenziger & Associates was selected on December 28, 2006, to conduct the County Administrator search. At the request of the county, we lengthened our normal 90 day process and interviews were held on May 17th and 18th with a final selection scheduled for May 22, 2007. Our work included scouring the nation to find the right person for the job, interviewing the candidates, conducting through background checks, and recommending finalists for the city to interview. Mr. Michael Wanchick, Assistant City Manager for Richardson, TX, was selected. We subsequently found a Director of Health and Human Services, a Director of Library Services and an Economic Development Director for the County. 7) County Administrator, Polk County, IA (population 400,000) Contact: Former Board Member E.J. Giovannetti at (515) 286-3120, or EGiovannetti@co.polk.ia.us Board of Supervisors Project Manager Sue Elliott at (515) 286-3128.or selliot@co.polk.ia.us Polk County 111 Court Avenue, Suite 300 Des Moines, IA 50309 Fax: (515) 323-5225 CB&A was hired in mid-April 2007 to find the County’s next County Administrator. Our work included searching the nation to find the right person for the job, interviewing the candidates, conducting through background checks, and recommending finalists for the county to interview. After careful deliberation, the County selected Ronald Olson, formerly Assistant City Manager of Arlington, TX on July 24, 2007. When Mr. Olson left in April 2011 to become the City Manager of Corpus Christi, TX, Polk County retained CB&A to find his replacement. The search began on May 4th, interviews were held on July 21st and 22nd and David Jones, then County Administrator of Tazewell County, IL, was selected on July 25th. -17- Packet Pg. 226  6.1.a.b IV. References / City Manager Searches (continued) 8) County Manager, Union County, NC (population 198,600) Contact: Former Commissioner Kim Rogers at (704) 575-4074, or kimrogers@co.union.nc.us Former Commissioner Tracy Kuehler at 704-283-3810, or tracykuehler@co.union.nc.us Human Resources Director Mark Watson at (704) 283-3869, or Watson@co.union.nc.us 500 North Main Street Attachment: Colin Baenziger (1222 : Search Firm for Position of County Administrator) Monroe, NC 28112 Fax: (704) 292-2590 CB&A was formally selected to perform the County Manager on September 7, 2010. We were asked to conduct the search extremely quickly so that interviews could be conducted prior to the November election. We sought candidates from around the country, performed the candidate screening and interviews were held on October 22nd with a selection made on October 25th. The Commission selected Ms. Cynthia Coto, formerly the County Manager of Volusia County, FL, and Seminole County, FL. Ms. Coto signed a contract on October 29th and began work on November 15th. Colin Baenziger served as the lead consultant. -18- Packet Pg. 227  6.1.a.b V. Fee and Warranty Fee CB&A does not bid its work based on a fee plus expenses. Instead, we offer an alternative which is a firm, fixed fee of $21,500. The advantage to the County is it knows exactly what it will pay. The advantage to CB&A is that we do not have keep track of every minor expense. It should be noted that the firm, fixed fee includes all our expenses and costs. In other words, the only thing the County will pay CB&A is the agreed upon fee. The only other costs the Attachment: Colin Baenziger (1222 : Search Firm for Position of County Administrator) County will be responsible for are the costs associated with the candidates’ (and spouses, if invited) travel, accommodations and meals for the interview process. We will bill the fee as the phases are completed and according to the following schedule: Phase I: Needs Analysis / Information Gathering $ 3,000 Phase II: Recruiting 7,000 Phase III: Screening and Warranty 8,000 Phase IV: Interview Process Coordination and Manager Selection 1,750 Phase V: Negotiation and Continuing Assistance 1,750 As an aside, our fees are not scientifically calculated. Instead they are based on average costs and have been found to provide the firm with a reasonable profit. They also provide the client with precise knowledge of what its cost will be if it selects our firm. If the County asks us to perform work that is clearly beyond the scope of this proposal, it will be billed at a rate of $125 per hour. No such work will be performed without your written authorization. Please note that we have never billed - nor requested - additional funds beyond our originally quoted fee for any search, even when we have been entitled to it. Warranty Colin Baenziger & Associates offers the best warranty in the industry. We can offer it because we have confidence in our work. Provided the County instructs us with conducting a full search and assuming it selects from among the candidates we recommend, we warrant the following: 1) We will not approach the selected candidate for any other position as long as the individual is employed by the County. 2) If the selected individual leaves for any reason other than an Act of God (such as total incapacitation or death) within first year, CB&A will repeat the search at no charge for our services. If he/she departs during the next year for any reason other than an Act of God, we will repeat the search for the reimbursement of our expenses only. 3) If you are not satisfied with any of the candidates we present, CB&A will repeat the search until you are satisfied. 4) Our price is guaranteed and will not be exceeded for any reason, even if conditions change after the contract is executed. -19- Packet Pg. 228  6.1.a.b More CB&A Clients… Attachment: Colin Baenziger (1222 : Search Firm for Position of County Administrator) Polk County, IA (County Seat and Osceola County, FL State Capital is Des Moines County Administrator County Manager Union County, NC Hernando County, FL County Manager County Administrator -20- Packet Pg. 229  6.1.a.b VI. Approach Methodology The following search methodology / work plan has been refined over the past 12 years, until is it is virtually foolproof. We will modify it, however, to integrate your ideas into the process. Our goal is to provide you with the right people for you to interview and to obtain the information you need to make the right decision. It should be noted that, while not specifically addressed in this proposal, we frequently work with Citizen’s Advisory Committees and they can be easily integrated into the process. All we need to know is the extent of involvement the Commission wishes them to have. Attachment: Colin Baenziger (1222 : Search Firm for Position of County Administrator) Phase I: Information Gathering and Needs Assessment Task One: Needs Assessment An important part of the recruiter’s work is selling the community to the very best candidates (including those that are not actively looking for the next job) while also providing an accurate portrayal of the environment. In order to do this, CB&A must first determine the needs of the client and the characteristics of the ideal candidate. To do so, we:  Compile background information from the jurisdiction’s website and other sources.  Interview the elected officials and other stakeholders. Our goal is to develop a strong sense of your community, its leadership, its short and long term expectations, and its challenges;  Determine the characteristics of the ideal candidate. These will likely include experience, longevity, education, personality, demeanor, and achievements as well as other items the elected officials and stakeholders consider important), and  Determine a reasonable compensation package. Typically, we meet with the elected officials individually and then as a group. We also want to finalize the timeline for the recruitment so that candidates can mark their calendars well in advance and will be available when the Governing Body conducts its interviews. Further, as noted above, we