Okaloosa County BOCC — November 4, 2012 — The Mercer Group

COPY OKALOOSA COUNTY BOARD OF COUNTY COMMISSIONERS | Proposal for Executive Recruiting Services - COUNTY ADMINISTRATOR December 10, 2012 VUTUVLVLVUULyyyULEL Ls PELIFLISITsEsdd y fa The Mercer Group, Inc. — m Consultants To Management  FSEFFSFHSHSFSHFFSFSSSASF FA SHA FHF FSSHAFSSFESSSFSFEsSSESss sss ssid didd OKALOOSA COUNTY FLORIDA Proposal for Executive Recruiting Services COUNTY ADMINISTRATOR December 10, 2012 THE MERCER GROUP, INC. W. D. Higginbotham, Jr. Senior Vice President 9123 Cherry Trace Seminole, Florida 33777-1150 727-214-8673 WDHiggin@mercergroupinc.com Wwww.inercergroupince.com The Mercer Group. Inc. 9123 Cherry Trace Seminole, FL 33777 (954) 894-4046 Cell (727) 214-8673 E-mail: wdhiggin@bellsouth.net Consuliants To Management December 10, 2012 Okaloosa County Purchasing Department 602-C North Pearl Street Crestview, FL 32536 Re: RFQ #: 07-13 - Executive Recruiting Services - County Administrator The Mercer Group, Inc. is pleased to submit our proposal to assist the Board of County Commissioners to recruit exceptionally well-qualified candidates for the position of County Administrator. If selected to conduct the search and selection process for this position, we would have no difficulty beginning immediately to ensure a smooth process. The purpose for engaging the services of an executive search firm is to seek out and recruit experienced candidates and to assist the Board of County Commissioners in selecting highly qualified individuals who meet the profile and needs of the County and who might not otherwise apply. The Mercer Group, Inc. is well-qualified to assist the County with this project. We have conducted searches for County Administrators, Managers and similar positions for communities in Florida and throughout the country and are familiar with the candidate pool and the local needs. The Mercer Group, Inc. has been in operation for over twenty years with our corporate headquarters in Atlanta and branch offices in Arizona, California, Colorado, Florida, Georgia, Ulinois, Louisiana, Michigan, New Mexico, North Carolina, Oklahoma, Texas and Virginia. The Mercer Group has the resources and time currently available to conduct this search and avoid untimely delays in the process. If selected, this recruitment will be personally led by W. D. Higginbotham, Jr. in our Seminole, Florida office. Thank you for the opportunity to respond to this important assignment. This proposal is valid for 90 days from receipt by the Board of County Commissioners. We would be pleased to discuss. our proposal with you and urge you to allow us to travel to Crestview at our expense to do that. Please contact me directly at 727-214-8673 if you may have any questions. Sincerely yours, Botham, Jr.¢ Senior Vice President W.D. Higeité PINPOINTING WORKABLE SOLUTIONS FROM OUR OFFICES NATIONWIDE www.mercergroupinc.com >) BPBSDIFIFPFIFFIFISFSIFIIAIIIIIsIIIssI sd ss add ddd dadddadaaiad TABLE OF CONTENTS Section wee . Page No. i. Cover Letter I. BACKGROUND OF FIRM & RECRUITMENT TEAM........ 00... 0c ccc ccee cesssesteteteeeeeee 1-3 Il. EXPERIENCE OF FIRM........... 2.02... cc eecececceccecceeceeeencesenseneeseeeeeneeees veseseesecsees 4-7 A. Recent Executive, City, and County Manager Searches...................4¢5 B. References..............ceeececccecce cece cee eeeee seen ceeeeeseeea cesses cassseseeeees 6-7 Il. SERVICES, TIMELINE, AND FEES. ....2.....0.....2cceceeceecee cee cee cece eetenrenleceneees 8-19 A. Project Understanding and Approach...... 2.2.2.0... see ee nsec eee e eens 8-9 B. Work Plan........ 0... ccc ce ccc ence ec eeec eee eeceeeecenecesessseseeseeseesenees 9-13 C. Equal Employment Opportunity Statement................:.:.ceeee ees 13 ~D. Timeline........... cece ccc ecceec een eeeeceneeeceencescseecereessseseeneeeeeeees 14 E. Cost Proposal notading Hourly Rate... 0.2... e cee eeececese ee eee econ cess 15 F. Additional Activities.. boca eececenceceaceceeseteesesessceeeesssceees — 16 G. Proposal Acceptance.............. bene eceececeeceeeeecececeeseeenes eeeeeee 16 H. Proposed Engagement Agreement........... 022... esse cesesesssesesesesenese 17-18 I. The Mercer Group, Inc. Guarantees. ..............2..sceeeeeeeseneeee 19 APPENDIX Items as set forth in RFQ #: 07-13 Specifications............ 0c cece cece eee c eens eee een ee ec reece enone Exhibit A 1-4 Conflict of Interest..12. 0.00.0... ccc cece cc ee cece cece eeeeceeeeeceseeeeee Exhibit B Drug-Free Workplace Certification............ a eteeeceteeeeereeeees Exhibit C Indemnification and Hold Harmless............. 0.2 .:s:eeec cece eees Exhibit D per A 2 AS te I ATA The Mercer Group, Inc. for Okaloosa County, Florida a, 2 FIIAIIAIIAIIIIIIIIAIAIdIds I AIIIIIIIIa 4 SSSSIFSSFEBIDIIS I. BACKGROUND OF FIRM A. Firm Qualifications The Mercer Group, Inc. is an independent management consulting firm incorporated in the State of Georgia and operating nation-wide. The firm was founded by James L. Mercer, a long-term public management consultant. The firm has conducted business under the name The Mercer Group, Inc. since February, 1990. Mr. Mercer started his own firm in 1981 and, in 1984, merged it with another consulting firm, Wolfe & Associates, Inc. On June 1, 1986, Mr. Mercer acquired the Human Resource and Organizational Consulting Practice of Wolfe & Associates, Inc. This acquisition formed the basis for Mercer, Slavin & Nevins, Inc. He sold his interest in Mercer, Slavin & Nevins, Inc. early in 1990 and founded The Mercer Group, Inc. The Mercer Group, Inc. provides exceptionally high quality management consulting services to state and local governments, transit authorities, health care providers, utilities, special districts, and private sector clients. Specialty practice areas include: executive recruitment, organization and operations analysis, productivity improvement, strategic planning, management systems, compensation/classification/policy studies, privatization, budget evaluation services, government consolidation and organization development, training, and general management consulting. Our key consultants have conducted successful searches for hundreds of public sector organizations nationally and can offer numerous references as testimony of our work. ; While this important engagement for the Okaloosa County Board of County Commissioners will be personally led by W. D. Higginbotham, Jr. in our Seminole, Florida office, it will be assisted and.abetted by Mr. James L. Mercer. Mr. Mercer has conducted or assisted in the conduct of more than 2000 successful executive searches in recent years. The spectrum of our search experience is below. Mr. Mercer's resume is included below, as is Mr. Higginbotham’s. Mr. Mercer is the Chief Executive Officer of our firm. There is no parent, subsidiary or affiliation of other firms. The closed service office and our corporate headquarters are as follows: James L. Mercer, President The Mercer Group, Inc. 5579 B Chamblee Dunwoody Road, Suite 511 Atlanta, Georgia 30338 Telephone: (770) 551-0403; FAX: (770) 399-9749 jonercer@mercergroupinc.com www.mercergroupinc.com Federal Tax ID No.: 58-1877068 The Mercer Group, Inc. for Okaloosa County, Florida Page 1 FFFFFFFFFPFF AA DAA AAAGFAAGIAdDddAIAGdAGGGgessdssdsasaod ®*ssDd RECRUITMENT TEAM & SKILLS MATRIX CATEGORIES OF SKILLS « - . RECRUITMENT TEAM AND EXPERIENCE . J. Mercer W. Higginbotham K. Prince-Mercer Special District/Non-Profit - e ° Small Municipality Large Municipality Urban County Rural County Suburban Government Search Committee Citizen Committee Minority Placements Internal Candidate Placement Women Placement _ Candidate Videotaping Local Government Work Experience Commission/Manager Goal Setting Sunshine and Open Records Act National Experience and Contacts Other Public/Private Experience CEO & Department Head Placements Unbundled Search Process B. Resumes of Our Key Staff 1. James L. Mercer, President - Atlanta and Santa Fe Offices Mr. Mercer holds a Master of Business Administration degree from the University of Nevada, Reno, and a Bachelor of Science degree in Industrial Management from the same institution. He has also received a Certificate in Municipal Administration from the University of North Carolina at Chapel Hill and is a graduate of the Executive Development Program at Cornell University. Mr. Mercer is a Certified Management Consultant (CMC) and has more than 25 years of experience in executive search and management consulting. He has authored or co- - authored five books and has written more than 250 articles on various management topics. His experience covers the following functional areas: executive search, organization and operations analysis, management systems, productivity improvement, seminars/training, goal setting, strategic planning, privatization, government, consolidation, and general consulting. Prior to founding The Mercer Group, Inc., Mr. Mercer held positions as President of Mercer, Slavin & Nevins, Inc.; Regional Vice President of Wolfe & Associates, Inc.; Partner and Vice President of Korn/Ferry International; General Manager of Battelle Southern Operations; National Program Director for Public Technology, Inc.; and Assistant City Manager of Raleigh, North Carolina. He has also been President of James Mercer & Associates, Inc., and has served as Director of Government Consulting Services for Coopers & Lybrand in the Southeast and ‘Southwest, and Director of the Industrial Extension Division for Georgia Tech. The Mercer Group, Inc. for Okaloosa County, Florida Page 2 SSEFFEFEFEFSFFSEFIFIDIISIIIFIFIFGFIIIIGIGIIIIIIIIAT 2. W. D. Higginbotham, Jr., Senior Vice President - Florida Office Mr. Higginbotham’s distinguished public sector career of over 30 years has included serving as chief executive officer and chief financial officer of cities in Florida and California. He served as City Manager of Gainesville, Florida, Melbourne Beach, Florida, Surfside, Florida, and Madeira Beach, Florida ranging in population from 3,100 to 123,100 and CFO in Bakersfield, California with a population of 352,400. Mr. Higginbotham also served eight years as the Director of Economic Development for the eleven (11) county, 7,000 square mile area of the North Central Florida Regional Planning Council. After being recruited by the International City/County Management Association (CMA) on behalf of the Department of Defense, his service to Florida cities was briefly interrupted in late 2007 and early 2008 when he served in Baghdad, Iraq as a member of the United States Provincial Reconstruction Team. He is an active member of ICMA and the Florida City and County Management Association (FCCMA) and has been recognized by both organizations for over 25 years in the local government management profession. Mr. Higginbotham’s particular areas of expertise are executive search, organizational development and economic development. In addition to graduating from Tulane University where he earned his Certificate in Accounting, he has completed and instructed training programs at the Emergency Management Institute (FEMA) in Emmitsburg, Maryland in Disaster Preparedness and Disaster Resistant Jobs Training, TRAIN-THE-TRAINER. 3. Karolyn Prince-Mercer, Senior Vice President - Santa Fe Office Ms. Prince-Mercer received her Bachelor of Arts degree in History with minors in Art, Political Science and Education from the University of Nevada. She received her Doctor of Jurisprudence degree from Woodrow Wilson College of Law. She is licensed to practice law in New Mexico and in Georgia. She has practiced law for over 20 years beginning in Georgia. Ms. Prince-Mercer is also qualified to administer and interpret the Myers-Briggs Type Indicator (MBTD instruments. Ms. Prince-Mercer also specializes in public sector executive search. She has been in management consulting for over eighteen years. She has experience working in executive search and has conducted several city manager searches. She has worked on several city managers/administrators searches with Mr. Mercer over the past years. She also has experience with compensation and classification, and with organization and management studies. Ms. Prince-Mercer is also active in recruitment for other fields in the public sector. 4, Time Commitments Our firm members have the quality time.to devote to this search so as to meet Okaloosa County Board of County Commissioners’ needs. ESE eT PRG MP I AE The Mercer Group, Inc. for Okaloosa County, Florida Page 3 —PRHFFFFFFFFFFIFFFFFFFFHFAHFHHEHEHEHHGFFGE646G6444 44544458 Il. EXPERIENCE OF THE FIRM RECENT EXECUTIVE SEARCHES Examples of our executive recruiting experience during the most recent five years follow: * Executive recruiting work performed by a current staff member while working for another firm. County Managers/Administrators, including Population Bernalillo County, New Mexico - County Manager — population: 670,968 - 2011 Butler County, Ohio.- County Administrator — population: 369,999 - 2011 Charleston County, South Carolina - County Administrator — population: 357,704 - 2008 Horry County, South Carolina - County Administrator — population: 276,340 - 2009 Long County, Georgia - County Administrator — population: 15,136 - 2008 Mesa County, Colorado - County Administrator — population: 147,083 - 2011 Oconee County, South Carolina - County Administrator — population: 74,418 - 2010 Orange County, North Carolina - County Manager — population: 135,755 - 2009 Park County, Colorado - County Administrator — population: 16,089 - 2011 Sarasota County, Florida - County Administrator — population: 382,213 - 2011 Sumter County, Georgia - County Administrator — population: 32,511 - 2011 Union County, North Carolina - County Manager — population: 205,463 - 2008 City Managers/Administrators Alamogordo, New Mexico - City Manager - 2009 Aztec, New Mexico - City Manager - 2009 Bangor, Maine - City Manager - 2010 Birmingham, Michigan - City Manager - 2010 Bloomfield, New Mexico - City Manager - 2010 Boulder, Colorado - City Manager - 2008 Bridgeport, Texas - City Administrator - 2010 Charlotte, North Carolina - City Manager - 2008 *Chesapeake, Virginia - City Manager - 2009 Cleburne, Texas - City Manager - 2011 College Park, Georgia - City Manager - 2008 Columbia, South Carolina - City Manager - 2009 Decatur, [Hinois - City Manager - 2008 Dublin, Ohio - City Manager - 2008 ; Durham, North Carolina - City Manager - 2008 Erie, Colorado - Town Administrator - 2011 Fairfield, Iowa - City Administrator - 2010 *Fayetteville, North Carolina - 2008 Florence, South Carolina - City Manager - 2011 ‘Fort Smith, Arkansas - City Administrator - 2008 Fountain Hills, Arizona - Town Manager - 2011 Glendale, Arizona - Assistant City Manager - 2010 Ba OOOO EO The Mercer Group, Inc. for Okaloosa County, Florida Page 4 SF F£FTFTTFTTFTF FFF TF FFSTFTFFFSFEESFSFESESSESESESTSESSESFSESFESHESGGESESEHGHHAS Glendale, Arizona - Deputy City Manager - 2010 Goldsboro, North Carolina - City Manager - 2011 Hampton, Virginia - City Manager - 2009 _ Holland, Michigan - City Manager - 2011 Hyattsville, Maryland - City Administrator - 2010 Indian Trail, North Carolina - Town Manager - 2009 Jacksonville, North Carolina - City Manager - 2010 Lake Worth, Florida - City Manager - 2009 Las Vegas, New Mexico - City Manager - 2009 League City, Texas - City Administrator - 2009 League City, Texas - Assistant City Manager for Public Works - 2009 Lee=s Summit, Missouri - City Manager - 2008 Littleton, Colorado - City Manager - 2011 Macon, Georgia - Chief Administrative Officer - 2008 Midland, Texas - City Manager - 2008 Mooresville, North Carolina - Town Manager - 2008 Muscatine, Iowa - City Administrator - 2009 Newburgh, New York - City Manager - 2010 North Myrtle Beach, South Carolina - City Manager - 2010 North Myrtle Beach, South Carolina - Assistant City Manager - 2008 Oak Ridge, Tennessee - City Manager - 2010 Overland Park, Kansas - City Manager - 2010 Paducah, Kentucky - City Manager - 2010 Petoskey, Michigan - City Manager - 2009 Pompano Beach, Florida - City Manager - 2009 Port Arthur, Texas - City Manager - 2011 *Portsmouth, Virginia - City Manager 2009 Village of Questa, New Mexico - Village Administrator - 2011 Raton, New Mexico - City Manager - 2011 Richmond, Virginia - Chief Administrative Officer - 2009 Rockport, Texas - City Manager - 2011 Sheridan, Colorado - City Manager - 2011 Snellville, Georgia - City Manager - 2008 South Miami, Florida - City Manager - 2010 Talladega, Alabama - City Manager - 2008 Timnath, Colorado - Town Manager - 2011 Trophy Club, Texas - Town Manager - 2010 Villa Park, Illinois - Village Manager - 2011 Winchester, Virginia - City Manager - 2011 Woodstock, Georgia - City Manager — 2008 i eee The Mercer Group, Inc. for Okaloosa County, Florida Page 5 SF OFHFFFTFHFFFFFFFFFFFIFFSFFEFSFESTFIFHFSFSESESIssIsssisssssad REFERENCES -Mayor Alonzo King , City of Goldsboro; population: 38,313 City Hall, 200 North Center Street Goldsboro, NC 27530 Esvr . c/o mbrewer@ci.goldsboro.nc.us City Manager Search Mayor Tom Beehan City of Oak Ridge; population: 27,378 200 W Tulane Avenue Oak Ridge, TN 37830 865-425-3432 Bsr tbeehan@cortn.org City Manager Search Mayor Wes Perry City of Midland; population: 103 880 300 N Loraine Avenue Midland, TX 79701 tor 432-686-5000 wes@egiresources.com City Manager Search . Mayor (Dr.) Robert Cluck City of Arlington; population: 364,000 101 W Abram Street Arlington, TX 76004 <s7 817-459-6122 robert.cluck@arlingtontx.gov City Manager Search Mayor Marilyn Hatley City of North Myrtle Beach; population: 15,000 1018 Second Avenue South North Myrtle Beach, SC 29582 éso+ 843-280-5526 mayorhatley@n-myrtle-beach.sc.us City Manager Search Mr. Randy Reid, County Administrator Sarasota County; population: 382,213 r 1660 Ringling Blvd Sarasota, FL 34236 €<¥ 941-861-5111 rreid@scgov.net County Administrator Search i OEE The Mercer Group, Inc. for Okaloosa County, Florida Page 6 SPSS FHFSSSEHAHFHSPSFHF HFEF HEF HEFHEFHFFEHSFHSFFSSESSssss—s/s_ssssad Mr. Russell Blackburn, City Manager City of Gainesville; population: 124,354 200 East University Avenue Gainesville, FL 32601 Fse¢ 352-334-5010 blackburnrd@cityofgainesville.org City Manager Search Mr. Ron Scott, City Manager City of Danville; population: 16,218 445 W Main Street Danville, KY 40423 — sv 853-238-1200 rscott@danvilleky.org City Manager Search; Chief of Police Search Ms. Kristy Stallings, Deputy City Manager City of Overland Park; population: 275,000 . 8500 Santa Fe Drive Overland Park, KS 66212 ts 7T 913-895-6152 Kristy.stallings@opkansas.org City Manager Search . LE A a a CP Sc i The Mercer Group, Inc. for Okaloosa County, Florida Page 7 eel 4 x IN. SERVICES, TIMELINE, AND FEES Our Firm’s Approach, Work Plan, Equal Employment Opportunity Statement and a Timeline of activity Pursuant to Scope of Services A. Project Understanding and Approach It is our understanding that: Okaloosa County is seeking "turn-key" executive search services and support in connection with the recruitment of a new County Administrator. Okaloosa County is seeking "turn-key" executive search services and support in connection with the recruitment of a new "County Administrator. Services required include position analysis and preparation of position profiles, recruitment for the position; inviting potential candidates to apply; reviewing and screening applications; conducting interviews, reference checks and background checks of selected candidates; recommending a list of final candidates; coordinating final interviews; negotiating; and following up. Okaloosa County wishes to conduct a comprehensive national recruitment process to ensure the best qualified candidates are found and that the best qualified individuals who are acceptable can be hired. The annual salary and benefits package for the position will be discussed with the County Commissioners. u The objectives that we will meet in order to help find the best qualified candidates for the position are as follows: To conduct on-site needs assessment for the new County Administrator. To develop a comprehensive position profiles. To reconcile any differences in points of view with regard to specifications for the position. To encourage top level people to apply who would otherwise be reluctant to respond to an advertisement. a, To save a considerable amount of the County Commissioners’ and staffs time in establishing a position profile and reviewing applicants. To comply with appropriate personnel regulations and state laws (ie., EEO, Affirmative Action and ADA). To independently and objectively assess the qualifications and suitability of candidates for the positions. To recommend a pool of finalist candidates to the County Commissioners. To coordinate finalist candidate interviews with the County Commissioners. To mail an information packet supplied by the County Commissioners to all qualified applicants. To respond to all candidate inquiries and produce all correspondence throughout the search. To preserve the confidentiality of inquiries to the degree possible under Florida law. To assist the County Commissioners in reaching a final decision. To assist in negotiating a compensation package with the successful candidate on behalf of the County Commissioners. The Mercer Group, Inc. for Okaloosa County, Florida Page 8 SPHSFPFSFSFHSTFFFFFFIFIFFFIFSFsAIIIss ss sss sssidda SHddS e To assist the County Commissioners in establishing criteria for evaluating the new County Administrator’s performance. e To follow-up with the County Commissioners and the new County Administrator during the first year to determine if adjustments need to be made. e To keep the County Commissioners closely involved in key decisions and informed of our progress. The scope of the project will be sufficiently broad and in-depth so as to meet the requirements of Okaloosa County. However, for the fees proposed it will not address recruitment of additional candidates for positions other than the one specified. Our approach and style are interactive. That is, we form a partnership with our client to conduct a project. Okaloosa County Board of County Commissioners will benefit through ease of imple- mentation and by gaining more in-depth knowledge of executive search and management consulting techniques and expertise. B. Work Plan We recommend a seven (7)-step search process as follows: 1. Position Analysis - We will define work relationships, job qualifications and require- ments for the position - the "Position Profile". Recruitment Process - We will recruit regionally and nationally for the position and network to locate qualified candidates. Resume Review - We will identify qualified candidates. Candidate Screening - We will thoroughly screen prospective candidates. Background Investigation - We will thoroughly evaluate prospective candidates. Interview Process - We will make recommendations and assist in selection. Negotiation and Follow-up - We will facilitate employment and follow-up to ensure complete integrity of the process. i SDM RY 1. Position Analysis We will bave extensive consultation with the Okaloosa County Board of County Commissioners and its staff as well as other individuals or groups (if you wish) to determine the County's vision/mission, goals and objectives, the needs and issues, requirements of the job, and to obtain information about the environment within which the position functions. During this process, we will initiate individual interviews with citizen organizations, department heads and key staff, and others of your choice to identify expectations, perceptions, and concerns regarding the position. In addition, we will spend a considerable amount of time at the beginning of the process in Okaloosa County in order to determine the level of experience and training needed. As indicated earlier, Mr. Higginbotham’s 30 years of local government experience, 23 of which are in Florida, make him uniquely qualified to lead this search for the new Okaloosa County Administrator; he knows and understands the local needs. The Mercer Group, Inc. for Okaloosa County, Florida Page 9 SPFFFEFEFEFETFTFFFFTFFFFFFFFEFFSFSHFFTFESFSSIIAIsIsssssssss Based on those meetings, we will prepare a draft position profile and review it with the Okaloosa County Board of County Commissioners and its staff in order to arrive at a general agreement regarding the specifications for-the position. The final position profile will include information about Okaloosa County, the Board of County Commissioners and its staff, the community, major issues to be faced, the position,-and the selection criteria established. 2. Recruitment Process Because we have recently completed similar searches, we will first review our database to determine those candidates whom we may already know and/or already have on file who may meet the County's specifications. Although this process is valuable, we will rely most heavily on our own contacts in the county management field and on our own experience. Through "networking", we will conduct a nation- wide search for the best qualified candidates and invite them to apply for the position. We will provide the Okaloosa County Board of County Commissioners with several advertising alternatives and their associated benefits. Based on our discussions with the Okaloosa County Board of County Commissioners we will place ads in professional journals, online at appropriate websites that specialize in and attract high quality county management attention, and in various minority and women’s publications to encourage applicants to apply. 3. Resume Review We will review and analyze each applicant's background and experience against the position description criteria. We will acknowledge all resumes received and Keep candidates informed of their.status. 4. Candidate Screening Criteria for the preliminary screening will be contained in the approved "Recruitment Profile". They may include such items as education, technical knowledge, experience, accomplishments, management style, personal traits, etc. Screening of candidates against those criteria will be based on data contained in the resumes and other data provided by the candidates and on our knowledge of the organizations in which they work. At this stage, each must meet the minimum qualifications specified in the Recruitment Profile. We will be responsible for screening the applications received. This initial screening will be conducted by telephone and/or interactive video with the prospective candidate. We will conduct interviews with references who may know the candidate's background and expertise by telephone. Where feasible, we will also conduct personal interviews with top candidates. Once the initial screening is completed, we will select the prospective candidates who most closely match the criteria established by the Okaloosa County Board of County Commissioners. The output of this step in the process will be a matrix display of the top candidates showing how each rates against the selection criteria established by the Okaloosa County Board of County ‘Commissioners. This matrix will be reviewed with the Okaloosa County Board of County Commissioners in group meetings and guidance obtained prior to proceeding. One contingency here is that the Okaloosa County Board of County Commissioners may not approve of any of the NE A EE EP PES 2 PO? TE ES The Mercer Group, Inc. for Okaloosa County, Florida _ Page 10 FPF PTFTTFFFFFFFFFFFHFGFGIASAFGFSSSASSssssssssssdsdsdsdsdsdsaaa candidates. If that should occur, we would, of course, keep searching until Okaloosa County Board of County Commissioners’ needs are clearly met. After review by the Okaloosa County Board of County Commissioners, we will personally interview each candidate using various interview techniques. We will closely examine their experience, qualifications and achievements in view of the selection criteria and our professional expertise in evaluating the quality of such qualifications and achievements. We also request that all candidates provide us, in writing, substantial information about their accomplishments and their management style and philosophy. This information will be verified and, at the Okaloosa County Board of County Commissioners’ option, may be further tested by having the finalists complete management and leadership style inventories. We interpret these instruments for the Okaloosa County Board of County Commissioners, as well. , 5. Background Investigations As part of our process in evaluating top candidates, we make detailed and extensive reference . checks. In conducting these, it is our practice to speak directly to individuals who are now or have previously been in a position to evaluate the candidates’ job performance. We ask each candidate to provide us with a large number of references. We then network these references to other persons who know the candidate. In this way, we thoroughly evaluate each candidate. We have talked to as many as 23 references concerning a single finalist candidate. These references and evaluations are combined to provide frank and objective appraisals of the top candidates. We also verify past employment difficulties, if any, including reasonable due diligence on any legal action filed against current or former employers. As part of our evaluation process, we verify undergraduate and graduate college degrees. -We arrange for credit checks, criminal checks, and, as an additional option, can arrange for psychological (or similar) testing of the candidates that may be desired. As a part of this project we can provide the results of a management style inventory on the finalist candidates. We can also conduct a Myers-Briggs analysis of the team with the new team member for team building purposes. (These may be extra cost items.) We will recommend background investigation criteria to the Okaloosa County Board of County Commissioners which will make the final decision on the specifics of the background check. 6. Interview Process Based on the preceding steps, a recommended list of finalists for the position of Okaloosa County Administrator will be compiled. We will prepare a written summary on each finalist. The information will cover, but not be limited to, 1) present position, 2) total years experience, 3) salary requirements, 4) education, 5) previous positions held, 6) notable projects, 7) management style, 8) skills and abilities, 9) interests, and 10) professional goals. This information will be presented to the Okaloosa County Board of County Commissioners in a detailed written format combined with the results of the background investigation and candidate screening. We will make a recommendation on a group of five (5) to seven (7) finalists. The Okaloosa County Board of County Commissioners shall make the final decision on which and how many candidates will be interviewed. aE NE DES CE on Ne The Mercer Group, Inc. for Okaloosa County, Florida _ Page 11 SFPPFSFHSFSFEFFFTFFFFHFFIOASPHAFSFSSFSSIASASSASs ss sss ss sssaa Our report will be presented in a meeting with the Okaloosa County Board of County Commissioners in which we will discuss our recommendations and provide background informa- tion, sample questions and a rating form for the interviews. We can also assist the Board of County Commissioners at no extra charge in conducting targeted selection and/or simulation processes with finalists, if desired. In particular, we will explain which, if any, of the applicants specifically meet the total criteria established by the Board of County Commissioners or whether the final group simply represents the best available talent. We will also provide the Okaloosa County Board of County Commissioners with our recommen- dations relative to timing, sequencing, location, setting, format, and conduct of interviews with the finalists. We will provide information about trends in employment, employment contracts and agreements, relocation expenses, perquisites, appropriate role for spouses, receptions, etc. We will arrange schedules for top candidate interviews with the Board of County Commissioners and will coordinate the process. 7. Negotiation and Follow-up We will also assist in the negotiation process relative to salary, benefits and other conditions of employment. We feel that we can be especially helpful because we have proposed a fixed fee rather than one based on a percentage of salary. One contingency here is that an agreement may not be able to be arranged. If that is the case, we will work with the Okaloosa County Board of County Commissioners to select an alternate candidate. ; 2 We will properly handle any and all media relations. Unless otherwise directed, it is our standard practice to tell all media that we are working on behalf of the Okaloosa County Board of County Commissioners and that any public statement should come directly from the Okaloosa County Board of County Commissioners. We will maintain confidentiality of candidate infor- mation, as possible, under Florida law. Finally, we will notify by letter all unsuccessful candidates who were not recommended for interview with the Okaloosa County Board of County Commissioners of the final decision reached. We suggest, however, that it is more proper for the Okaloosa County Board of County Commissioners to directly notify all unsuccessful candidates whom they interviewed of the final result. Once the new County Administrator has been on board for 30 days or so, we will (if the County so desires) conduct a session with the Okaloosa County Board of County Commissioners and with the new County Administrator in order to establish mutual performance criteria and goals for the position. In this regard, we will work with the Okaloosa County Board of County Commissioners to define the role of the new County Administrator within Okaloosa County.. We will follow-up periodically with the Board of County Commissioners and the new County Administrator during the first year in order to suggest any adjustments that may be necessary. We will keep the Board of County Commissioners closely informed and involved in decisions concerning the search process at all times. We will prepare and send to the. Board of County Commissioners weekly (or bi-weekly if the County prefers) e-mail updates and a formal progress report at the mid-point of the search. These reports will contain a progress report on the recruit- ment and specific steps to be taken to meet the County’s deadlines. OOOO The Mercer Group, Inc. for Okaloosa County, Florida Page 12 SPSS HF FFFHFFFFFFGFIFHEFGFGE_HGHGFGFEHFGH_HGHCGHEGIGGGGdGdGdGss Sd Support from the Okaloosa County Board of County Commissioners will be needed, as follows: e Arranging interviews with the Okaloosa County Board of County Commissioners, its staff and others as desired. e Providing budget, organization charts and other documents. e Place of contact for the search. C. Equal Employment Opportunity Statement It is the policy of The Mercer Group, Inc., to assure equal opportunity based on ability and - fitness for all employees or applicants considered for our client organizations regardless of race, color, religion, sex, age, marital or veteran's status, national origin, or the presence of any sensory, mental or physical disability. Such policy shall apply, but not be limited to, hiring, placement, job classification, transfer or promotion, demotion, recruitment, advertising or solicitation for employment, rates of pay or other forms of compensation, selection for training, career development, layoff or termination. x This policy shall be disseminated to clients, subcontractors, suppliers and prospective applicants. The intent of this policy will apply to internal operations, recruitment and consulting activities conducted by our firm. rao The Mercer Group, Inc. for Okaloosa County, Florida Page 13 | SVRSSGSFPAPA GHFFIFHFIOIAIOIIIIIIIsdsdsd ss sd sid dsddd dd ddd D. Timeline (suggested and subject to approval or modification by the County) OKALOOSA COUNTY, FLORIDA COUNTY ADMINISTRATOR SEARCH Kickoff Meeting with Board of County Commissioners Interviews/Consultation with Board of County Commissioners and Others to Develop Characteristics and Attributes of a Successful Candidate. Develop Compensation Package and Job Descriptions. Approve Recruitment Materials and Brochure Access Data Base for Targeted Recruitment of Qualified Individuals and Place Ads Send Recruitment Brochure/Invitation Letter Follow-up Telephone Calls Acknowledge Receipt of Application Materials Cutoff Date for Receipt of Applications Screen Applications Against Selection Criteria and Based on Salary Expectations Meet with Board of County Commissioners to Review Top 15 Candidates and Assist in Selection of Finalists * Conduct Reference and Background Checks Send Interview Guide to Board of County’ Commissioners of Top 5 Candidates Board of County Commissioners Conduct Interviews of Top 5 Candidates Make Selection Negotiate Agreement Selected Candidate On-Board Notify Candidates Not Selected One week following award and execution of agreement December 19-21, 2012 January 4, 2013 January 5-8, 2013 January 5-8, 2013 | January 5 - February 15, 2013 As received February 15, 2013 February 18-19, 2013 February 22, 2013 February 25, 2013 — March 8, 2012 March 11, 2013 March 18-19, 2013 March 19, 2013 Week of March 18, 2013 On or about April 22, 2013 At close of search process nn ng i TT The Mercer Group, Inc. for Okaloosa County, Florida Page 14 HGIFIFIFGFFIIIIPGIIIIFGIDIGIIDOAIDIIIDIIAIISS E. Cost Proposal for Professional Services and Tasks in Section II The Mercer Group, Inc. proposes a total fee for the services outlined as a fixed amount of $18,250. There will be no additional costs or expenses paid to The Mercer Group, Inc. for our services. Items and their associated costs for our services in this proposal are as follows: Position AnalySis............cccccececceececceececeuceecceceetensecsesceseeess $ 2,500 Outreach Campaign............. eecnc tec e ec eececceeceecescseeeeceeeeceeaeeceess 3,500 Resume ReVICW....... 2... .ccecce eee ce eceecccceceeeeesceeceenseettenteeceeeeess 2,250 Candidate Screening....... 2... cece cece cece eee nceceeceeencesececsecenencesess 3,500 Background Investigation...............c.cccce cence cecceceecececenseaenenceeens 4,500 Interview Process................cccceccecccececccecccccscceesscesesscsccsecceees 1,500 Negotiation and Follow-up......... 2.2... cece cc ecececee ces eceeeececeneesenens 500 TOTAL FEE............ccessccceccccsscsccceccccsctsocscescescnecuse $18,250 The hourly rate for any services the County might request outside the scope of items in the RFQ is $125.00 per hour. The cost for final candidates to travel to Crestview for interviews as the County desires, is not included. Such costs are normally paid by the client on a reimbursement basis, directly to the candidates. These costs are extremely difficult to estimate because they depend on where the candidates are located. In general, out-of-state costs run about $750 to $1,000 per person. Okaloosa County Board of County Commissioners’ liability to The Mercer Group, Inc. for services rendered under this agreement will not exceed the agreed upon price unless an increase is authorized by the County in writing. We will submit regular invoices for our fees. It is our practice to bill one-third at the start of the search, one-third upon delivery of the semi-finalist application materials, and one-third upon selection of the successful candidate. We will comply with all applicable laws, rules and regulations of federal, state and local government entities. Our ability to carry out the work required will be heavily dependent upon our past experience in providing similar services to others, and we expect to continue such work in the future. We will, to the degree possible, preserve the confidential nature of any information received from you or developed during the work in accordance with our professional standards. We assure you that we will devote our best efforts to carrying out the engagement. The results obtained, our recommendations and any written material provided by us will represent our best judgment based on the information available to us. Our liability, if any, will not be greater than the amount paid to us for the services rendered. This proposal constitutes the agreement between us. It cannot be modified except in writing by both parties. Our agreement will be interpreted according to the laws of the State of Florida. The Mercer Group, Inc. for Okaloosa County, Florida . Page 15 F. Additional Activities that Might be Helpful to the Recruitment and Selection Process As noted above, we can provide the results of a Management Style Inventory on the finalist candidates. We can also conduct a Myers-Briggs analysis of the team with the new team member for team building purposes. (These may be extra cost items.) We will recommend background investigation criteria to the Okaloosa County Board of County Commissioners and its staff which will make the final decision on the specifics of the background check. G. Proposal Acceptance This December 10, 2012, proposal is accepted for Okaloosa County Board of County Commissioners by: SIGNATURE: NAME: TITLE: DATE: eee The Mercer Group, Inc. for Okaloosa County, Florida : Page 16 PHHFHFHFHHFIAA PID F GFIIGIFGFGFGTFIASGAAIAAIA Ss AA Ad dG Add ddd ss ., )eoevee H. Sample of a Proposed Engagement Agreement is provided as follows. However, the County’s RFQ #: 07-13 included a Sample Contract which is acceptable to The Mercer Group, Ince.: AGREEMENT This AGREEMENT, made as of this _ day of 2012, by and between THE MERCER GROUP, INC. and the Okaloosa County Board of County Commissioners, a governmental corporation. WITNESSETH: WHEREAS, Okaloosa County Board of County Commissioners (hereinafter referred to as the "County”) has made a REQUEST FOR PROPOSALS RFQ #: 07-13, to hire an executive recruiter to conduct a search for a County Administrator for the County, and WHEREAS, The Mercer Group, Inc. (hereinafter referred to as "Mercer") has submitted a proposal in response to the County's request; and. WHEREAS, the County has selected Mercer's proposal as the proposal which best meets its needs and the County desires to hire Mercer to conduct the County's search for a new County Administrator, and WHEREAS, Mercer desires to assist the County in conducting the County's search for a County Administrator. NOW THEREFORE, in consideration of the following mutual covenants and other good and valuable consideration, the receipt and adequacy of which is hereby acknowledged by all parties hereto, Mercer and the County hereby agree as follows: 1. Mercer agrees to provide services and support to the County in the conduct of the County's search for a County Administrator. Mercer agrees to conduct the County's project in accordance with scope of services outlined in its Proposal to the County dated December 10, 2012, in response to the County's request. . Mercer's proposal is incorporated by reference and thus made a part of this Agreement. 2. The County agrees to compensate Mercer for its services in the amount of $18,250 for professional services and expenses to conduct the search. Payments to Mercer are to be made as outlined in Mercer's proposal to the County. 3. The County and Mercer both agree that this Agreement shall be governed by the laws of the State of Florida. 4. The County and Mercer both agree that in the event that any dispute arises between the parties, the complaining party shall promptly notify the other of the dispute in writing. Each party shall respond to the other party in writing within ten (10) working days of receipt of such notice. EE aE IP I A 20 A TT BT TI The Mercer Group, Inc. for Okaloosa County, Florida Page 17 SPHSSSSFSDSAIFIFISFIFIFFIFSFFFFFFFFIFIFFSSIFSIISGSIsssss Agreement, Continued: 5. The County and Mercer both agree that any amendments to this Agreement shall be made in writing, and executed by both parties. No proposed amendment which is not in writing and executed by both parties shall affect the terms of this Agreement. 6. The parties shall have the right at either party’s convenience to terminate this Agreement following ten (10) days written notice to the affected party. Should either party terminate this Agreement the County shall only be obligated to pay Mercer for | those services already provided. COUNTY OF OKALOOSA, FLORIDA BY: ATTEST: THE MERCER GROUP, INC. BY: W. D. Higginbotham, Jr. Senior Vice President The Mercer Group, Inc. for Okaloosa County, Florida Page 18 GIPIPIDAIDIAIIAIAIAIA TABATA AIDAIIsdId sd ds So4YUBS 9Y9dEdDG 4 XQ THE MERCER GROUP, INC. GUARANTEES I. The ten (10) guarantees of our search work are explained below: 1. 10. Client Organization: The client is defined as the entire entity, including all departments, divisions, sections and groups. This assures that all of our guarantees apply to the entire client organization. Two-Year Off Limits: We will not recruit candidates from a client organization for two years after completion of a search assignment without the full agreement of the client. Placement Off Limits Forever: We will never recruit a candidate whom we have placed in a client organization as long as he/she is employed by that organization without the full agreement of the client. Continue the Search: If, for any reason, the client does not feel comfortable selecting a candidate from our original recommended group of candidates, we will continue the search until the client can make a selection. The only caveat is that we may need to charge additional out-of-pocket expenses only for this additional work. J Replacement of Successful Candidate: If the candidate we place with the client leaves the client organization for any reason during the 24 month period following the date of . placement with the client, we will replace the candidate for the out-of-pocket expenses only that it costs us to make the new placement. Parallel Candidate Presentation: We will not present a candidate simultaneously to more than one client. This permits our firm to represent one client organization without any conflicts of interest. Client Conflicts: if asked, we will disclose to our clients the names of the organizations which are "Off Limits" that logically would be target organizations on the new search assignment. ‘ Deceptive/Misleading Search Techniques: We commit to our clients and to our prospective candidates that we will not use any search techniques which may be considered as deceptive or misleading. Resume Floating: We will not float resumes to organizations in the hopes that we can collect a fee if that individual is hired. Not Represent Individuals: We assure our clients and individuals who may become candidates that we will not collect a fee from candidates whom we may recommend for a position. The Mercer Group, Inc. for Okaloosa County, Florida Page 19 p POSSE GHG FIFGIIIFIFIIIFIIIFIIFFIIIFIFIIIIIIIIIS THIS PAGE INTENTIONALLY LEFT BLANK ——————— nd The Mercer Group, Inc. for Okaloosa County, Florida Page 20 yy a dé PHSSSFFIFFFFFTFIFIGGFGIFIGIIIGIGIGIIIId dd ddd ddd Id dddad A 1 of 4 , SPECIFICATIONS . INTRODUCTION Okaloosa County (hereafter “the County”) is requesting quotes from qualified firms to provide executive recruiting services to fill the position of County Administrator. . BACKGROUND The current County Administrator will be retiring in fiscal year 2012 — 2013. Therefore, the County is seeking to refill the position with a highly qualified candidate. - OBJECTIVES To obtain the services of an outside independent firm to conduct a national search for a County Administrator. The firm will perform the recruitment and screening necessary to provide the County with a list of the highest caliber of candidates who are qualified and interested in the position. The Board of County Commissioners (hereafter “the Board’) will make the final selection from this list. . SCOPE OF WORK All items, 1-12 below, are included in Section Ill, A. & B. of this proposal. The County wishes to employ a firm to conduct a national search for the purpose of identifying high quality applicants for the position of County Administrator for Okaloosa County from which the Board may make a final selection. ’ The search is to result in the development of a list of candidates interested in the position who _ possess the qualities, experience and training defined by the Board. Based on an analysis of the background, education, training, experience and other desirable qualities of the candidates a final list of candidates is to be provided to the Board for their consideration. The number of candidates to be provided will be defined by consensus of the Board. The firm should provide the following services as a minimum but not be limited to: 1. Provide written bi-weekly activity reports summarizing and detailing the progress of this employment search. Agree to respond immediately to any/all inquiries from the County related to the progress of this employment search. 2. Consult with members of the Board to develop/determine the profile (background, education, training, experience, knowledge, skills, abilities, management style and other appropriate characteristics) desired of the individual to be selected as County Administrator. 3. Develop a strategy for carrying out the recruitment, including outreach to qualified candidates who might not otherwise express an interest, whether currently employed or not, to encourage applicants from diverse backgrounds to apply. Recruitment strategy should include National Association of Counties (NACO), International City/County Management Association (ICMA), Florida Association of Counties (FAC), and any additional appropriate venues identified by the firm. 4. Review resumes of all applicants for background and qualifications to identify candidates who present the most promising qualifications for the position of County Administrator and provide veterans’ preference at each step of the process in accordance with §295. Fla. Stat. (2012) and Fla. Admin. Code 55A-7.001 thru 55A-7.017. | HSRPSIAPIIFIIGIIFIIIIIVS FPHPHSPIS9 GH I9 PG PD@dIDPD@I IPdIDIDIDIDIODIS 10. 11. 12. A 2 of 4 Conduct interviews (by phone, video-conference or face-to-face) with candidates identified above (Step 4) to clarify.each applicant’s experience and to prepare a written summary of the candidates. Further evaluate the candidates including review of the interview results and conduct in-depth reference checks with individuals who are or have been in positions to evaluate the performance of the candidate on the job and to produce a list of candidates who merit the most consideration for the position of County Administrator. Verify the educational background of the selected candidate (or candidates), and conduct criminal, financial, motor vehicle, newspaper and civil litigation checks. In the event politically-sensitive or potentially embarrassing issues arise in a candidate's background, conduct in-depth interviews with principle parties to clarify the event in order to. clearly describe the event to the Board. Finalize a process with the Board for interviews and coordinate candidates’ participation in interviews. Debrief with the Board following the interviews and identify additional candidates if necessary. If requested, assist the Board with the negotiation of the contract (including compensation and relocation) with the selected candidate/finalist. Notify non-selected applicants and candidates. E. QUOTE FORMAT Quotes must set forth full, accurate, and complete information and should include: 1. Information about the Firm: In addition to comments under i-q, refer to Cover Letter, & Sections I. & il. a. Full Legal Name of Company. b. Primary Contact. c. Contact Information. Company Address, Phone Number, Fax Number and E-mail Address. d. How long has the firm been in business under the present name and structure? Provide any other names ‘under which the firm has done business and the date it operated under each name and the locations at which it operated under each name. e. Indicate whether the firm is a Florida corporation and whether the firm is qualified to do business in Florida. f. Are you affiliated with any other business entity, i-e., are you a subsidiary, do you have subsidiaries or joint partnerships? If yes, please identify the organization(s) and the relationship(s). OPP ADDADDDDDDAODDAPDDDHDHPODPHEPSFIDPIAPIHIPSHHSIASHCIVIVSS 0866 g. h. A 30f4 How long has the company been at the location which you designated above as the company address? How many other company locations do you have and in what cities/states are they located? What is the focus of the firm (what are the primary purposes of the firm)? What are the primary markets served? Is the firm an active/current member of the Association of Executive Search Consultants (AESC)? No If the firm is not a current AESC member, is it willing to abide by/adhere to the Professional Guidelines and Ethics of the Association of Executive Search Consultants (AESC)? Yes, plus Certified Mgt. Consultants & ICMA Ethics Provide a detailed description of comparable public contracts (similar in scope of services to those requested herein) which the firm has either ongoing or completed within the past three years. Included in Section Il. of this proposal The description should identify for each project: (i) the client, (ii) description of work, (iii) total dollar value of the contract, (iv) contract duration, (v) customer contact person and phone number for reference, (vi) the results of the project, and (vii) tenure of the selected candidate in the position. How many searches has the firm done for positions of County Administrator or City Manager? Of these, how many were for jurisdictions with populations of 180,000 or more? The most recent 5 years are included in Section Il. of this proposal. Provide at least five (5) references from public sector/government jurisdictions. Include size of the government entity and the name, address and telephone number of a contact person currently available. included in Section Il. Of this proposal. ¢ Describe any prior or pending litigation, either civil or criminal, involving a governmental agency or which may affect the performance of the services to be rendered, in which the firm, any of its employees, subcontractors or sub-consultants is or has been involved within the last three (3) years. Include the nature, resolution and/or current status of the litigation. None Does the firm receive a fee from the candidates the firm recommends for hire? Does the firm receive a fee from candidates if the candidate is successfully placed? If the answer to either question is yes, how much does the firm receive? No Does the firm comply with the Fair Credit Reporting Act (FCRA) changes effective January 1, 2013 as outlined by the Consumer Financial Protection Bureau? Yes Does the firm use E-Verify? We use other sources for such verification. What distinguishes your firm from your competitors? We have 22 offices nation wide with over 30 professionals. | P9HADDDDADDDADDDDDDDDDDADADADADDHSDADHHHHSHDIHSHVIHDG a. A 4 of 4 Information about the Project: Provide a narrative describing the firm’s project plan, methodology (including recruitment: strategy and affirmative action), and recommended solutions in performing the services described in this section and describe the specific policies, plans, procedures or techniques used in providing the services to be performed. Refer to Section Ill. A., B. & C. of this proposal. Provide an organizational chart showing all individuals, including job titles, who would be assigned to this project. Refer to Section |. A. & B of this proposal. ‘Describe the experience, qualifications and other vital information, including relevant experience on previous similar projects, of all key individuals who would be assigned to this project. This information should include the functions to be performed by the key individuals. Refer to Section I_ A. & B of this proposal. Provide resumes and job descriptions and other detailed qualification information on all key personnel who will be assigned to this project. All key personnel include all partners, managers, seniors and other professional staff that will perform work and/or services on this project. Refer to Section I. A. & B of this proposal. Timetable: Refer to Section Jil. D. and progress reports are weekly by e-mail. a. b. Costs: a. Provide a project schedule identifying specific key tasks and duration. . ‘What progress reports would be made, in what format, and at what stages of the project? G Section lil.E. details all costs and there are no reimbursable costs/expenses. Describe the full fixed/basic fee and all associated reimbursable costs to conduct the specified services and to obtain a successful placement. Is there a cap on reimbursable costs? What are the projected travel expenses, if any? Is your firm willing to provide additional services as needed at an hourly rate? If so, at what rates? Yes at $125 per hour. Guarantees: The Mercer Group, Inc. Guarantees are listed in Section Ill. I. a. Describe any guarantees and the nature of the guarantees that you are willing to make with regard to the quality of your work, including any guarantee relating to any early separation of the selected candidate. Describe what happens if the Board is not satisfied with the candidates presented to them? . HgngngqgQvQqn v0 ooocvcodcddcacecedveceeceecenecewenveew~eweewewewewewewewwewrwewrwrwrwrwrrwwr = CONFLICT OF INTEREST DISCLOSURE FORM For purposes of determining any possible conflict of interest, all firms, must disclose if any Okaloosa Board of County Commissioner, employee(s), elected officials(s), of if any of its agencies is also an owner, corporate officer, agency, employee, etc., of their business. Indicate either “yes” (a county employee, elected official, or agency is also associated with your business), or “no”. If yes, give person(s) name(s) and position(s) with your business. YES NO___XXXx NAME(S) POSITION(S) N/A FIRM NAME: THE MERCER GROUP, INC. BY (PRINTED): W. D-HIGGINBOTHA R. BY (SIGNATURE): furs Ze rs TITLE: SENIOR “(CE PRESIDE ADDRESS: 9123 CHERRY TRACE | SEMINOLE, FL 33777 PHONE NO. 727-214-8673 9990909090 90000000000000009906009009060460646064646464639440 DRUG-FREE WORKPLACE CERTIFICATION THE BELOW SIGNED FIRM CERTIFIES that it has implemented a drug-free workplace program. In order to have a drug-free workplace program, a business shall: 1. 6. Publish a statement notifying employees that the unlawful manufacture, distribution, dispensing, possession, or use of a controlled substance is prohibited in the workplace and specifying the actions that will be taken against employees for violations of such prohibition. Inform employees about the dangers of drug abuse in the workplace, the business’s policy of maintaining a drug-free workplace, any available drug counseling, rehabilitation and employee assistance programs, and the penalties that may be imposed upon employees for drug abuse violations. . Give each employee engaged in providing the commodities or contractual services that are under quote a copy of the statement specified in subsection 1. In the statement specified in subsection 1, notify the employees that, as a condition of working on the commodities or contractual services that are under quote, the employee will abide by the terms of the statement and will notify the employer of any conviction of, or plea of guilty or nolo contendere to, any violation of Chapter 893 or of any controlled substance law of the United States or any state, for a violation occurring in the workplace no later than five (5) days after such conviction. impose a sanction on, or require the satisfactory participation in, drug abuse assistance or rehabilitation program if such is available in employee’s community, by any employee who is convicted. Make a good faith effort to continue to maintain a drug-free workplace through implementation of this section. As the person authorized to sign this statement, | certify that this firm complies fully with the above requirements. ; DATE: COMPANY: THEMERCER GROUP, INC. NAME: _W. D. HIGGINBOTHA December 10, 2012 SIGNATURE: (Typed or Printed) ADDRESS: 9123 CHERRY TRACE TITLE: SENIOR VICE PRESIDENT SEMINOLE, FL 33777 PHONE NO.: _727-954-0857 TP9DDDGDDDDDDDDDDDDDDDADGDADDADAADAAADAADAAGAAAAGO INDEMNIFICATION AND HOLD HARMLESS To the fullest extent permitted by law, CONTRACTOR shall indemnify and hold harmless COUNTY, its officers and employees from liabilities, damages, losses, and costs including but not limited to reasonable attorney fees, to the extent caused by the negligence, recklessness, or intentional wrongful conduct of the CONTRACTOR and other persons employed or utilized by the CONTRACTOR in the performance of this Agreement. THE MERCER GROUP, INC. Firm’s Company Name 9123 Cherry Trace Seminole, FL 33777 Physical Address 5579 Chamblee Dunwoody Rd, #511 Atlanta, GA 30338 Mailing Address 727-214-8673 Phone Number 727-214-8673 Cellular Number December 10, 2012 DATE W. D. HIGGINBOTHAM, JR. Authorized Signature — Typed SENIOR VICE PRESIDENT Title 770-399-9749 FAX Number 727-214-8673 After-Hours Number(s)