Okaloosa County BOCC — November 4, 2012 — Slavin Management Consultants 1

OKALOOSA COUNTY, FLORIDA Executive Search Proposal for County Administrator RFP Number: 07-13 Prepared by Robert E. Slavin on December 11, 2012 3040 Holcomb Bridge Rd. Suite A-1 ! Norcross, Georgia 30071 ! (770) 449-4656 ! FAX (770) 416-0848 ! E-mail: slavin@bellsouth.net www.slavinweb.net With affiliates in Cincinnati, Dallas, Hartford, Key West, Los Angeles, Mackinac Island and Mesa December 11, 2012 Board of County Commissioners Mr. Jack Allen Okaloosa County Purchasing Department 602-C North Pearl Street Crestview, Florida 32536 Re: Executive Recruitment Services for County Administrator — RFP Number: 07-13 Dear Mr. Allen: Slavin Management Consultants (SMC) is pleased to submit this proposal to conduct an executive search for Okaloosa County’s next County Administrator. The purpose of this project is to help the Okaloosa County Board of County Commissioners (Board) to develop and agree to a comprehensive position profile for County Administrator and then to identify, recruit and present outstanding candidates who meet these criteria. Once the profile has been developed and approved by the County, we will have no difficulty identifying quality prospective candidates and becoming immediately productive. It is normal for this type of search to take between sixty and ninety days to complete. As a high quality, management consulting firm, Slavin Management Consultants operates one of the most experienced and most respected national local government executive search practices in the nation. SMC is an independent corporation without subsidiaries or partnerships. SMC is incorporated in Georgia and qualified to do business in Florida. We serve the country from a network of offices comprised of our home office near Atlanta and our affiliate offices in Arizona, California, Connecticut, Florida, Michigan, Ohio and Texas. We have been in business as Slavin Management Consultants since 1991. SMC is capable and most interested in providing this critical service to Okaloosa County. SMC does not accept any payment from candidates or placements of any kind and does not offer out placement or career counseling services. The firm is not a member of the Association of Executive Search Consultant. To the professional ethics issue, all of our consultants are active members of the International City/County Management Association (ICMA) and comply ICMA’s strict Code of Ethics. Mr. Slavin assisted in drafting the International City/County Management Association’s Code of Ethics for public sector executive search firms and SMC strongly adheres to that code. SMC complies with the Fair Credit Reporting Act and SMC uses E-Verify when hiring staff. SMC has no prior or pending litigation of any kind either as defendant or plaintiff. This proposal commits the highest level of our firm's resources. As the owner and president of SMC and as director of our executive search practice, I will manage and serve as the primary consultant for this critical project. I will be assisted by an outstanding recruitment team consisting of Ms. Randi Frank, Mr. David Krings and Mr. Paul Wenbert. All of us are highly experienced local government executives and human resources consultants. This team includes some of the most experienced recruiters of governmental managers in the nation. We have a strong and proven commitment to providing exceptional recruitment services to public agencies and have received many accolades supporting our work. SMC has been privileged over the years to have recruited many executives for Florida public agencies, including many counties. We are familiar with Florida’s open records laws. We are able to recruit well- qualified candidates for our Florida clients who would otherwise not have applied for fear of premature publicity. We also comply with both the letter and intent of Florida’s laws. No member of the Board of County Commissioners, no official or employee of the County, and no member of any commission, committee, board or corporation controlled or appointed by the Board of County Commissioners, has already received in connection with or related in any way to this contract, or has been promised, in the event this contract is awarded to the firm, any commission, finder's fee or other thing of value. To our knowledge, no member of the Board of County Commissioners and any official or employee of the County would or may be financially affected, whether affirmatively or negatively, and whether personally or through a spouse or other family member, if this contract were awarded to SMC. Upon request by the Board of County Commissioners or an authorized agent of the Board, the firm shall respond to any questions relating to this subject. SMC is currently conducting six searches which are all scheduled to be completed within the next forty- five days. Thank you for the opportunity to submit this proposal. We look forward to working with Okaloosa County on this highly challenging and very important assignment. If you have questions concerning this proposal, please contact me at (770) 449-4656. Very truly yours, SLAVIN MANAGEMENT CONSULTANTS Robert E. Slavin, President RES/jf  TABLE OF CONTENTS Cover Letter PROJECT UNDERSTANDING AND APPROACH...................................................................................... 1 CONSULTANTS QUALIFICATIONS AND EXPERIENCE.......................................................................... 3 Recent Chief Executive Searches................................................................................................... 5 ABILITY OF SMC PROFESSIONAL PERSONNEL.................................................................................... 8 Robert E. Slavin............................................................................................................................... 8 Randi Frank, SMC Managing Consultant........................................................................................ 8 David Krings, ICMA-CM, SMC Managing Consultant. .................................................................... 9 Paul Wenbert, SMC Western Regional Manager. ........................................................................ 10 STATEMENT OF WORK........................................................................................................................... 12 Define Position Profile. .................................................................................................................. 12 Identify Qualified Candidates......................................................................................................... 12 Evaluate Prospective Candidates. ................................................................................................ 12 Preliminary Screening and Progress Report. ................................................................... 12 Selection and Employment............................................................................................................ 13 In-depth Screening and Final Report. .............................................................................. 13 Establish Evaluation Criteria.......................................................................................................... 14 Follow-up. ...................................................................................................................................... 14 Reporting....................................................................................................................................... 14 Deliverables................................................................................................................................... 14 TIME TABLE.............................................................................................................................................. 15 GUARANTEES. ......................................................................................................................................... 16 REFERENCES. .......................................................................................................................................... 17 COST PROPOSAL. ................................................................................................................................... 18 Professional Fees.......................................................................................................................... 18 Expenses....................................................................................................................................... 18 AGREEMENT FOR SERVICES................................................................................................................. 20 EXHIBITS Completed County Forms Pro Forma Invoice Clients EEO Statement Minority and Female Placements Prepared for OKALOOSA COUNTY, FLORIDA by Slavin Management Consultants — 2012  PROJECT UNDERSTANDING AND APPROACH Slavin Management Consultants (SMC) is a high quality, independent management consulting firm which operates one of the most experienced and most respected national local government executive search practices in the nation. SMC is incorporated in Georgia and qualified to do business in Florida. We serve the country from a network of offices comprised of our home office near Atlanta and our affiliate offices in Arizona, California, Connecticut, Florida, Michigan, Ohio and Texas. We have been in business as Slavin Management Consultants since 1991. SMC is capable and most interested in providing this critical service to Okaloosa County. SMC does not offer out placement or career counseling services. The firm is not a member of the Association of Executive Search Consultant. Mr. Slavin assisted in drafting the International City/County Management Association’s Code of Ethics for public sector executive search firms and SMC strongly adheres to that code. SMC has no prior or pending litigation of any kind either as defendant or plaintiff. Slavin Management Consultants (SMC) has completed many city/county executive searches over the years. We have significant local government recruitment experience in all regions of the United States. We have extensive experience working for Florida local governments. We use a "critical path" search process which allows our clients to focus attention on the selection process rather than on identifying, recruiting, screening and evaluating candidates. We understand that each client's need for key executives is different and that there is no "best" person for all situations. The best prospects are typically happily employed and not responding to advertisements. These people need to be found and encouraged to become candidates. They are understandably reluctant to apply for jobs when their interest could become a matter of public information prior to being assured that Okaloosa County is interested in their candidacy. Our approach to this assignment will reflect the unique qualities of Okaloosa County. It will honor the interests of candidates to the extent possible under Florida law. This proposal provides an indexed and easily usable document for the County to assess the qualifications of Slavin Management Consultants to handle this critical work. It contains the following sections: a Letter of Interest, Table of Contents, Project Understanding and Approach, Consultant’s Qualifications and Experience, Ability of Consultants Professional Staff, Statement of Work, Project Schedule, Guarantees, Fee Structure, and an Agreement for Services. We constructed the Fee Structure to illustrate the professional time and cost of each major phase of the project. Exhibits include the required County Forms, a sample recruitment profile, a sample invoice, a client list, references, our EEO/AA statement and a listing of women and minorities who we have helped place. In considering our proposal we point out several factors about our firm and our approach that will be of significant benefit to the County: < We are results oriented. Once the recruitment profile is approved, we lock into the criteria established and carefully identify, recruit and evaluate candidates who meet your criteria. We do not simply bring forward candidates whom we may already know. < Our key staff members have extensive experience in conducting executive searches for the public sector throughout the nation. < We are committed to complete client satisfaction. Our successful placement-oriented approach will ensure that the project work is practical, realistic, timely and that it has the full commitment and support of the County so that a successful placement will be facilitated. < We use discount airfares and leverage trips between clients whenever possible to reduce expenses to our clients. < We are leaders in the field of executive search in the public sector and our methodologies are state-of-the-art. We can address all aspects of your assignment. < Every search that we have conducted has resulted in a selection from our recommended group of candidates. Our experience includes large and small organizations, and chief executives and Prepared for OKALOOSA COUNTY, FLORIDA by Slavin Management Consultants — 2012 1  subordinate level positions. More than 95% of our placements have remained in our client s positions for more than five years. < Our style is interactive. That is, we strive to build a partnership with our clients. < We are experts in EEO/AA recruitment. Approximately 25% of our placements are women and/or minorities. Prepared for OKALOOSA COUNTY, FLORIDA by Slavin Management Consultants — 2012 2  CONSULTANTS QUALIFICATIONS AND EXPERIENCE This section presents our qualifications to conduct projects of this type. Slavin Management Consultants is a high quality, independent management consulting firm. SMC, originally organized in 1991, operates one of the most experienced and most respected national local government executive search practices in the nation. Approximately eighty-five percent (85%) of the firm’s total business is comprised of local government executive recruitment. We serve the country from a network of offices comprised of our home office near Atlanta and our affiliate offices in Arizona, California, Connecticut, Florida, Michigan, Ohio and Texas. We are capable and most interested in providing this critical service to Okaloosa County The company provides exceptionally high-quality consulting services to state and local governments, health care providers, transit authorities, utilities, special districts, and private sector clients. Specialty practice areas include executive recruitment, pay and classification, performance appraisal systems, and organization development and training. Our key consultants have conducted successful assignments for hundreds of public sector organizations nationally and offer many references as testimony of our work. This important engagement will be personally conducted by Mr. Robert E. Slavin. Mr. Slavin has conducted or assisted in the conduct of more than 750 successful executive searches throughout his career. Members of the proposed search team have conducted executive searches for Slavin Management Consultants as well as for others before joining the firm. All are professional public human resources practitioners with significant direct management experience. All are long-term, active members of a variety of professional organizations and stay abreast of new and changing laws, developments and trends by regularly attending specialized workshops, seminars and annual conferences. As indicated, this proposal commits the highest level of our firm's resources. As the owner and president of SMC and as director of our executive search practice, Robert Slavin will manage and serve as the primary consultant for this critical project. Mr. Slavin is located in SMC’s Norcross, GA headquarters office. He will be assisted by an outstanding recruitment team consisting of Ms. Randi Frank, Mr. David Krings and Mr. Paul Wenbert. All team members are highly experienced local government executives and human resources consultants. This team includes some of the most experienced recruiters of Prepared for OKALOOSA COUNTY, FLORIDA by Slavin Management Consultants — 2012 3  governmental managers in the nation. We have a strong and proven commitment to providing exceptional recruitment services to public agencies and have received many accolades supporting our work. We know Florida. We have been privileged over the years to have recruited many executives for Florida public agencies. If selected to provide these services, we are prepared to begin the project immediately. We know this field and, once the County has developed and approved the recruitment profile, we can become immediately productive. We use a "critical path" search process which allows our clients to focus attention on the selection process rather than on identifying, recruiting, screening and evaluating candidates. We understand that each client's need for key executives is different and that there is no "best" person for all situations. The best prospects are typically happily employed and not responding to advertisements. These people need to be found and encouraged to become candidates. They are understandably reluctant to apply for positions when their interest could become a matter of public information prior to being assured that the County is interested in their candidacy. Our approach to this assignment will reflect the unique qualities of Okaloosa County. It will honor the interests of candidates to the extent possible under Florida law. In considering our proposal we point out several factors about our firm and our approach that will be of significant benefit to the City: We are results oriented. Once the recruitment profile is approved, we “lock” into the criteria established and carefully identify, recruit and evaluate candidates who meet your criteria. We do not simply bring forward candidates whom we may already know. Our key staff members have extensive experience in conducting executive searches for the public sector throughout the nation. We are committed to complete client satisfaction. Our successful placement-oriented approach will ensure that the project work is practical, realistic, timely and that it has the full commitment and support of the County so that a successful placement will be facilitated. We use discount airfares and leverage trips between clients whenever possible to reduce expenses to our clients. We are leaders in the field of executive search in the public sector and our methodologies are state-of-the-art. We can address all aspects of your assignment. Every search that we have conducted has resulted in a selection from our recommended group of candidates. Our experience includes large and small organizations, and chief executives and subordinate level positions. More than 95% of our placements have remained in our client’s positions for more than five years. Our style is interactive. That is, we strive to build a partnership with our clients. We are experts in EEO/AA recruitment. Approximately 25% of our placements are women and/or minorities. Prepared for OKALOOSA COUNTY, FLORIDA by Slavin Management Consultants — 2012 4  Recent Chief Executive Searches CLIENT POPULATION YEAR SEARCH STILL Contact Information EMPLOYED ? Alleghany County, 13,000 2007 County Yes Mr. John R. Strutner VA Administrator (540) 863-6600 jstrutner@co.alleghany.va.us Archuleta County, 13,000 2008 County Yes Mr. Gregory (Greg) J. Schulte CA Administrator (970) 264-8300 gschulte@archuletacounty.org Aurora, CO 314,000 2010 City Manager Yes Mr. Kin Shuman (303) 739-7225 Kshuman@auroragov.org Branson, MO 6,000 2008 City Yes Mr. Dean Kruithof Administrator (417) 337-8548 Dkruithof@bransonmo.gov Corpus Christi, TX 285,000 2011 City Manager Yes Mayor Joe Adame (361) 826-3100 joea@cctexas.com Cary, NC 95,000 2009 Town Yes Ms. Valiria W illis Manager (919) 469-4072 valiria.willis@townofcary.org Cass County, MI 50,500 2009 County Yes Mr. David Taylor Administrator (269) 699 -5544 gigi708@aol.com Dunedin, FL 36,000 2007 City Manager Yes Mayor Dave Eggers (727) 298-3001 deggers@dunedinfl.net Dunwoody, GA 40,000 2008 City Manager Yes Mayor Ken W right (678) 382-6700 ken.wrght@dunwoodyga.gov East Point, GA 40,000 2009 City Manager No Ms. Nina Hickson (404) 270-7152 nhickson@eastpointcity.org Escambia County, 300,000 2008 County No, left in Ms. Barbara Keyser FL Administrator 2010 (850) 595-1479 barbara_murphy@co.escambia.fl. us Fort Myers, FL 48,000 2007 City Manager Yes Mr. Billy Mitchell (239) 332-6309 wmitchell@cityftmyers.com Franklin, TN 59,000 2008 City Yes Mayor John Schroer Administrator (615) 791-3217 john.schroer@franklintn.gov Glynn County, GA 78,000 2010 County Yes Mr. Charles Stewart Administrator (912) 554-7401 cstewart@glynncountyga.gov Prepared for OKALOOSA COUNTY, FLORIDA by Slavin Management Consultants — 2012 5  CLIENT POPULATION YEAR SEARCH STILL Contact Information EMPLOYED ? Greenwood Village, 11,000 2006 City Manager Yes Mayor Nancy Sharpe CA (303) 486-5741 nsharpe@greenwoodvillage.com Greenville, NC 84,500 2012 City Manager yes Mayor Allen Thomas (252) 329-4419 amthomas@greenvillenc.gov Gulf Shores, AL 9,000 2008 City Yes Mr. Steve Garman Administrator (251) 968-2205 sgarman@gulfshoresal.gov Hardeeville, SC 5,000 2012 City Manager Yes Ms. Lori Pomarico, City Clerk Phone: 843-784-2231 Independence, KS 9,800 2010 City Manager Yes Ms. Kelly Passauer (620) 332-2506 citymgr@comgen.com Iowa City, IA 63,000 2010 City Manager Yes Ms. Marian Karr (319) 356-5041 marian-karr@iowa-city.org La Plata, MD 7,000 2007 Town Yes Ms. Paddy Mudd Manager (301) 934-4804 pmudd@townoflaplata.org Longmont, CO 87,500 2012 City Manager Yes Mr. Bobby King, HR Dir (303) 651-8605 bobby.king@cilongmont.co.us Mansfield, MA 23,500 2010 Town Yes Mr. Kevin Moran Manager (508) 261-7372 selectmen@mansfieldma.com Missouri Municipal N/A 2010 Executive Yes Ms. Gerry W elsh League Director (314) 963-5307 citycouncil@webstergroves.org Newark, DE 29,000 2012 City Manager Yes Mayor Vance Funk (302) 368-2561 x12 vance3@funklawoffices.com Norwich, CT 36,000 2008 City Manager Yes Mr. Alan Bergren (860) 823-3751 ahbboss@yahoo.com Novi, MI 53,000 2006 City Manager Yes Mr. Clay Pearson (248) 347-0420 cpearson@cityofnovi.org Peoria County, IL 182,800 2011 County Yes Chair Tom O’Neill Administrator (309) 494-8886 toneill@peoriacounty.org Prince W illiam 293,000 2010 County Yes Mr. Cleil Fitzwater County, VA Executive (703) 792-6644 cfitzwater@pwcgov.org Rock Hill, SC 67,400 2010 City Manager Yes Mr. Doug Echols (803) 329-7011 cbell@ci.rock-hill.sc.us Prepared for OKALOOSA COUNTY, FLORIDA by Slavin Management Consultants — 2012 6  CLIENT POPULATION YEAR SEARCH STILL Contact Information EMPLOYED ? Seminole County, 425,000 2011 County Yes Commissioner Bob Dallari FL Manager & Phone: (407) 665-7215 County fmacdonald@seminolecountyfl.gov Attorney Snellville, GA 18,200 2012 City Manager Yes Mayor Kelly Kautz (770) 985-3500 kkautz@snellville.org Saint Joseph, MO 76.107 2011 City Manager Yes Mayor Bill Falkner (816) 271-4640 bfalkner@ci.st-joseph.mo.us Statesboro, GA 26,000 2008 City Manager Yes Mayor Joe Brannen (912) 764-5468 cityhall@statesboroga.net Suwanee, GA 15,000 2008 City Manager Yes Ms. Elvira Rogers (770) 945-8996 erogers@suwanee.com Tazewell County, IL 135,000 2012 County Yes Chair David Zimmerman Administrator (309) 477-2272 dzimmerman@tazewell.com Topeka, KS 124,000 2006 City Manager No Mayor Bill Bunten (785) 368-3895 bbunten@topeka.org Urbandale, IA 38,000 2009 City Manager Yes Mayor Bob Andeweg (515) 283-3100 bandeweg@urbandale.org Venice, FL 21,500 2012 City Manager Yes Alan Bullock Adm Serv Dir (941) 486-2626 abulloc@ci.venice.fl.us Volusia County, FL 443,000 2006 County Yes Chairman Frank Bruno Manager (386) 626-6582 fbruno@co.volusia,fl.us W ichita, KS 360,000 2008 City Manager Yes Mayor Carl Brewer (316) 268-4331 Cbrewer@wichita.gov W indham, CT 24,000 2009 Town Yes Mayor Ernest Eldridge Manager (860) 465-3000 eeldridge@windham.com W inston-Salem, NC 186,000 2006 City Manager Yes Mayor Allen Joines (336) 727-2058 allenj@cityofws.org All of the above projects were accomplished within financial parameters very similar to those SMC has outlined in the Cost Proposal section of this proposal (pages 18-19). Prepared for OKALOOSA COUNTY, FLORIDA by Slavin Management Consultants — 2012 7  ABILITY OF SMC PROFESSIONAL PERSONNEL Robert E. Slavin, President and Director of Executive Recruitment Mr. Slavin is one of the pioneers in public sector and nonprofit executive search. He is among the best known and respected professional recruiters in the business. He has completed more than 650 searches for governmental and not-for-profit executives in all regions of the United States. Mr. Slavin is a frequent speaker before professional groups and he has written many articles for professional journals concerning governmental management. By special invitation, Mr. Slavin assisted the United States Office of Personnel Management to define and set up the Senior Executive Service for the Federal Government. Mr. Slavin began his local government career in 1967. His experience includes twelve years working directly for local governments and it includes seven years as a principal consultant with the government search practice of Korn/Ferry International, the largest private sector search firm in the world. He headed the local government search practices for Mercer/Slavin, Incorporated, Mercer, Slavin & Nevins and Slavin, Nevins and Associates, Inc. Mr. Slavin now heads the executive search practice for Slavin Management Consultants, Incorporated. Clients include state and local governments, nonprofit and private sector businesses all over the United States. His experience includes search assignments for the 1984 Los Angeles Olympic’s Organizing Committee. Mr. Slavin's experience and qualifications include organizational analysis, classification and compensation studies and assessment centers and human resource’s systems studies. Before being invited to join Korn/Ferry International, Mr. Slavin served as Assistant City Manager/Director of Human Resources for the City of Beverly Hills, California. While at Beverly Hills, Mr. Slavin conducted many executive level recruitment assignments involving nationwide search and placement. Before joining the City of Beverly Hills, Mr. Slavin was the Assistant Personnel Director for the City of San Leandro, California. Before San Leandro, Mr. Slavin was on the personnel staff of Santa Clara County, California. His assignments included recruitment, classification and selection for the County's Health Department, Medical Center, Transportation Agency, Sheriff's Office, Superintendent of Schools, Fire Marshall, Assessor's Office, Library System and County Recorder's Office. Mr. Slavin received his Bachelor of Science degree in Political Science from the University of Santa Clara, and has completed the graduate course work for a Master's degree in Public Administration at California State University at Hayward. Organizations (Current and Past) C American Society for Public Administration C Bay Area Salary Survey Committee C Certified Professional Consultant to Management C Government Finance Officer’s Association C International City/County Management Association C International Personnel Management Association (IPMA) C IPMA - Human Relations Commission C IPMA - Professional Publications Committee C National Forum for Black Public Administrators C Society for Human Resources Management C Southern California Public Labor Relations Council C Southern California Municipal Assistants Randi Frank, SMC Managing Consultant Ms. Randi Frank is an independent local government human resources management consultant based in Wallingford, Connecticut. She is also a Managing Consultant for Slavin Management Consultants. Her varied background includes more than twenty-two years of experience working with and for governments. Prepared for OKALOOSA COUNTY, FLORIDA by Slavin Management Consultants — 2012 8  This includes federal, county, and municipal experience. She has experience working as an Assistant Manager, Assistant to the Manager, Budget Analyst, Research Associate and Consultant to governments located in the Northeast, Mid-Atlantic and the Western regions of the United States. She holds a Master’s degree in Public Administration from the University of Southern California and a Bachelor’s degree in Urban Affairs from the University of Rhode Island. Ms. Frank is certified as a professional risk manager by the Insurance Institute of America. From her diverse background, Ms. Frank’s has gained first hand experience and in-depth knowledge in a wide-variety of fields and expertise in several areas. These include Human Resources , Risk Management, Grantsmanship, Recycling, General Management and Purchasing. Ms. Frank’s areas of expertise include: Recruitment Compensation and Classification Collective Bargaining AA/EEO, Sexual Harassment, Workplace Violence Employee Wellness Programs Drug free Work Place Programs ADA Human Resources Policies Grantsmanship Safety and Training Purchasing Risk Management Workers’ Compensation Budgeting Recycling Organizations C International City Management Association - Conference Fellow C Connecticut Town & City Manager’s Association - Board Member C International Personnel Management Association C CONPELRA C PRIMA - President, Past-President, Secretary-Treasurer David Krings, ICMA-CM, SMC Managing Consultant Mr. Krings has 35 years experience at the top levels of state, county, and municipal governments. He is internationally recognized as a state and local government management practitioner and consultant. Mr. Krings has been on the professional staff of governors in both Wisconsin and Arkansas. He served as the County Administrator in Peoria County, (Peoria) Illinois and Hamilton County, (Cincinnati) Ohio. Both Hamilton County and Peoria County received national recognition for innovative, quality management during Mr. Krings’ tenure. Mr. Krings also served as the Assistant Executive Director for Ramsey County (St. Paul) Minnesota. Mr. Krings has a M.A. in Public Policy and Administration from the University of Wisconsin-Madison and a BA from Carroll College (Waukesha, Wisconsin). He has also studied at schools in Denmark and Mexico. In 2005 Mr. Krings began his encore career, still in public service, but in a much broader capacity than in prior years. He is the part-time Administrator of Lockland, Ohio. He served as the part-time Advisor to the Mayor in Newtown, Ohio. He has had scores of consulting engagements with local jurisdictions and not- for-profits (largely through TechSolve, a not-for-profit consulting firm). He has been certified as a local government expert in litigation involving local governments. He has been on an advisory board of a company providing inmate telephone services (DC Telesystems). In 2009 he associated with the firm Good Energy to consult with local governments in the provision of cost saving electricity purchasing. He is also a managing consultant for Slavin Management Consultants. Prepared for OKALOOSA COUNTY, FLORIDA by Slavin Management Consultants — 2012 9  Highlights from Mr. Krings’ 13 years as Hamilton County Administrator include: Responsible for $2.3 billion budget; Oversaw more than $1 billion in development of Cincinnati riverfront including construction of a new NFL football stadium and a MLB baseball park; Developed small, minority, and female business development program; Governing Magazine and Syracuse University gave Hamilton County fourth highest grade among America’s large urban counties for overall management; Gold Seal for Good E-Governance from National Academy of Public Administration; Top rated web site from National Association of Counties; Numerous Government Finance Officers Association of United States and Canada awards for Distinguished Budget Presentation; and ICMA Center for Performance Measurement Certificate of Distinction; Organizations • ICMA—Past President and Board Member • National Association of County Administrators (NACA)—Past President and Board Member • First person to be President of both ICMA and NACA • Recipient of American Society for Public Administration chapter Good Government Award • Adjunct professor for University of Cincinnati and faculty member of University of Illinois, Community Information and Education Service Paul Wenbert, SMC Western Regional Manager Mr. Wenbert has more than thirty years of professional local government experience including twenty-four years of executive level experience with thirteen of those years as a city manager. Mr. Wenbert joined Slavin Management Consultants in 2007 as Western Regional Manager. He is headquartered in Mesa, Arizona. Most recently, Mr. Wenbert completed seven years of service as Deputy City Manager of Mesa. His career highlights include nine years as City Administrator for Newton, Iowa; four years as Village Manager for Villa Park, Illinois and four years as Assistant City Manager for Ames, Iowa. Early in his career Mr. Wenbert served as an administrative intern for Fort Wayne, Indiana and as an administrative assistant for Mesa, Arizona and Marion, Indiana. Mr. Wenbert earned his Masters in Public Administration degree from Arizona State University and his Bachelor of Science degree From Indiana University. He is also an ICMA Credentialed Manager. His career highlights include: Chaired Keep Maytag In Newton Task Force which facilitated retention of more than 2,000 jobs and addition of 440 jobs and $41 million of investment Instituted Productivity Improvement Programs in Newton, Iowa and Villa Park, Illinois resulting in more than $3 million of savings Negotiated revised 28E agreement with twelve local governments for regional landfill operated by City of Newton and involved in many other intergovernmental relations activities in Newton, Villa Park and Mesa, Arizona Supervised city departments with $470 million budget and 1,100 employees in Mesa, Arizona. Directed $80 million five-year Capital Improvements Program budget in Ames Served as chief negotiator on collective bargaining team for police, fire and blue collar union negotiations in Ames Worked for the City of Mesa during the time period when it was the fastest growing community in the United States and was involved with many growth issues such as infrastructure planning and financing, freeway interchange decisions and allocating resources equitably to newly developed and existing areas of the community Prepared for OKALOOSA COUNTY, FLORIDA by Slavin Management Consultants — 2012 10  Designed and administered first personnel and wage classification system for City of Marion, Indiana In all positions enhanced citizen connection to city government through various methods including citizen-based strategic planning, citizen focus groups, regular community attitude surveys, citizen academies and providing highlights of items on Council agenda In all positions improved staff team-building through city-wide staff development and training and city-wide committee work assignments Served as Vice-President of International City/County Management Association Served as President of Iowa City/County Management Association Received ICMA Program Excellence Award for Collaborative Children and Youth Initiatives Received Greater Newton Area Chamber of Commerce Key Award for Chairing Keep Maytag In Newton Task Force Organizations < ICMA (Past Executive Board Member and Chair of the three ICMA Committees < Iowa City/County Management Association (Past President) Prepared for OKALOOSA COUNTY, FLORIDA by Slavin Management Consultants — 2012 11  STATEMENT OF WORK We recommend a five-step process as follows: • Define job qualifications and requirements for the position -- the "recruitment profile." • Identify and recruit qualified candidates. • Evaluate prospective candidates. • Make recommendations, help in selection and facilitate employment. • Establish evaluation criteria and follow-up. Each step of this process is described below. A. Define Position Profile We will meet with the Board and others of her choosing, including Board of Supervisor members and executive staff to learn the County's needs, focus and requirements such as experience, education and training as well as preferred management style and personal traits. In developing the recruitment profile, we will spend a considerable amount of time at the beginning of the process in Crestview to gather additional information about the County and to ascertain, the unique challenges of the County Administrator job and the general environment within which it functions. Once we have gained the necessary information, we will prepare a draft recruitment profile and review it with the County to arrive at a general agreement regarding the specifications for the position. The final profile will include information about the region, Okaloosa County, the County government, major issues to be faced, the position and the selection criteria established. B. Identify Qualified Candidates We will first review our database to find those candidates whom we may already know and/or already have on file who may meet your specifications. Although the above process is valuable, we will rely most heavily on our own contacts in related fields and on our own experience. In other words, through "networking," we will conduct a professional search for the best-qualified candidates and invite them to apply for the position. In this effort, we utilize appropriate professional organizations, our established contacts, and our knowledge of quality jurisdictions and their employees. We will prepare and place advertisements in professional publications. We will acknowledge all resumes received and thoroughly screen all potential candidates. C. Evaluate Prospective Candidates Preliminary Screening and Progress Report 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 resume 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 request that candidates provide us substantial written information about their accomplishments and their management style and philosophy. This information is verified and, at the County's option, may be further tested by having the finalists respond to a supplemental questionnaire and/or complete management and leadership style inventories. We interpret these instruments for the County as well. We will provide a progress report to the Board on a number of semifinalist candidates. These individuals will be top prospects who clearly meet the County's specifications for the position. With guidance from the Prepared for OKALOOSA COUNTY, FLORIDA by Slavin Management Consultants — 2012 12  County, we will narrow the semifinalist candidate group on the basis of refined criteria. During this meeting we will determine County’s expectations relative to interview questions that we will write as well as the candidate rating and scoring processes which will be included in our final report. D. Selection and Employment In-depth Screening and Final Report At this point, we will interview those semifinalist candidates whom the Board has the greatest interest in. Proper fit is as important as technical ability. We assess both. In order to better assess the candidates’ management style and interpersonal characteristics, we personally interview each in his or her present work environment. We will closely examine each candidate's experience, qualifications, achievements, management style and interpersonal skills in view of the selection criteria and our professional expertise in evaluating the quality of such qualifications, skills and achievements. We conduct in-depth background checks on those individuals who continue to demonstrate their overall suitability for the position. Included are detailed and extensive reference checks which cover a minimum period of ten years. In conducting these, it is our practice to speak directly to individuals who are now or have been in positions to evaluate the candidate's 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. These references and evaluations are combined to provide frank and objective appraisals of the top candidates. As part of our evaluation process we conduct credit checks and verify undergraduate and graduate college degrees. We also conduct criminal history, civil court records and driving record checks. At the County's option, we can arrange for assessment centers and/or psychological (or similar) testing of the candidates. (These optional items will result in extra cost.) We will then meet with the Board to present a group of well-qualified finalist candidates for interviews in Crestview. These final candidates will not be ranked because, at this point, they will all be qualified and it will then be a matter of chemistry between the candidates and yourself that should produce the final selection decision. Our final report will be presented in person. This written report is a comprehensive document. It contains our candidate recommendations, details about the search, interview tips, interview questions, candidate evaluation forms and information about legal vs. illegal inquiries. The report also includes the candidate interview schedule as well as our recommendations relative to timing, sequencing, location, setting, format, and conduct of interviews. The report contains comprehensive information about each recommended candidate. This includes educational and experience information, an evaluation of the candidate's experience relative to the criteria established by the County, a summary of reference comments and a statement of accomplishments and management style prepared by the candidate. Present compensation is also provided for each recommended candidate. We will provide information about trends in employment, employment contracts and agreements, relocation expenses, perquisites, appropriate roles for spouses, receptions, etc. We arrange schedules for top candidate interviews with the County and we will coordinate the entire process. 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 Okaloosa County and that any public statement should come from the County directly. Under no conditions will we release information to the media unless specifically directed by the County to do so. We will notify all unsuccessful candidates of the final decision reached. And, finally, will continue to work for the County until a suitable candidate is recruited and hired by the County. SMC is an equal opportunity employer and recruiter, and will not discriminate against any employee or applicant for employment because of race, religion, creed, color, sex, disability or national origin. Prepared for OKALOOSA COUNTY, FLORIDA by Slavin Management Consultants — 2012 13  E. Establish Evaluation Criteria Once the new County Administrator has been on board for 30 days or so, we will conduct a session with the County’s executive leadership and the new Executive Director to establish mutual performance criteria and goals for the position. F. Follow-up We will follow-up with the Board and the new Executive Director during the first year and assist in making any adjustments that may be necessary. G. Reporting We will keep the County informed, involved in decisions and involved in the search process. We will provide frequent (at least bi-weekly) written progress reports to the County. H. Deliverables Deliverables include the recruitment profile (draft and final), the advertisement (draft and final), the progress report (presented in person), the final report with interview tips, interview schedule, interview questions, candidate resumes, candidate evaluations, candidate writing samples, rating sheets, ranking forms, tabulation forms and appropriate/inappropriate question list and negotiated employment agreement between the County and the selected. Prepared for OKALOOSA COUNTY, FLORIDA by Slavin Management Consultants — 2012 14  TIME TABLE The search process normally takes between sixty (60) and ninety (90) days to complete and typically follows the following pattern: DAYS STEPS 1-30 30-45 45-60 60-360 1. DEVELOP SEARCH PROCESS, RECRUITMENT PROFILE AND ADVERTISING PROGRAM FOR COUNTY APPRO- T VAL 2. IDENTIFY QUALIFIED CANDIDATES, REVIEW DATA BASE, NETWORK, RECEIVE AND REVIEW RESUMES T T 3. SCREEN & EVALUATE PROSPECTIVE CANDIDATES T 4. PROGRESS MEETING AND REPORT T 5. INTERVIEW AND EVALUATE PROSPECTIVE T T CANDIDATES 6. SUBMIT FINAL REPORT AND RECOMMENDATIONS, T ASSIST IN SELECTION, FACILITATE EMPLOYMENT 7. ESTABLISH EVALUATION CRITERIA AND FOLLOW-UP T Approximately twelve semifinalist candidates are presented to the County at the progress meetings. Generally, about five finalist candidates are presented for interviews with the County. Prepared for OKALOOSA COUNTY, FLORIDA by Slavin Management Consultants — 2012 15  GUARANTEES We provide a comprehensive set of assurances and guarantees to out executive recruitment clients that include: • We are committed to excellence. We guarantee the highest quality of work and its success in your environment. To accomplish this, we will continue to work with the County until you are satisfied with the candidates and a satisfactory candidate is selected and accepts employment. • We guarantee our work and will redo the search if the position is vacated, for any reason, within two years of the employment date of a candidate recommended by SMC and selected by the County. • We will never actively recruit any candidate who we have placed nor will we actively recruit any employee from a client organization for at least two years from the completion date of an assignment. Prepared for OKALOOSA COUNTY, FLORIDA by Slavin Management Consultants — 2012 16  REFERENCES Mr. James Dinneen Mr. Dean Kruithof County Manager City Administrator County of Volusia City of Branson Thomas C. Kelly 110 W. Maddux Ave. Administration Center Branson, MO 65616 123 W. Indiana Ave. (417) 337-8548 DeLand, FL 32720 Finance Director Search (2007) (386) 736-5920 Economic Development Director Search Transit Director - Greater Dayton Regional Transit (2009 Authority (2005) Community Development Director Human Resources Director - Volusia County (2007) Search (2009) Budget Director - Volusia County (2008) Public Works Director Search (2009) Convention Center Search (2009) Utilities director Search (2010) jdinneen@co.volusia.fl.us Dkruithof@bransonmo.gov Mr. Lief Ahnell Mayor Carl Brewer City Manager City of Wichita City of Boca Raton 455 N. Main Street 201 West Palmetto Park Road Wichita, KS 67202 Boca Raton, Florida 33432-3730 (316) 268-4331 (561) 393-7703 City Manager Search (2008) Police Chief Search (2006) Cbrewer@wichita.gov Fire Chief Search (2006) Assistant City Manager Search - Human Resources Focus (2000) Mayor Gerry Welsh BocaCM@ci.Boca-Raton.fl.us City of Webster Groves, MO 4 East Lockwood Street Webster Groves, MO 63119 Mr. Barry Burton (314) 963-5300 County Administrator Missouri Municipal League President Lake County Executive Director Search (2010) 18 N County Street citycouncil@webstergroves.org Waukegan, IL 60085-4350 (847)377-2250 Mayor Doug Echols Chief Information Officer Search (2005) City of Rock Hill Assistant County Administrator Search (2005) 155 Johnston Street Human Resources Director Search (2004) Rock Hills, SC 29731-1706 Lake County Partners - President Search (2009) (803) 329-7011 Assistant County Administrator Search (2010) City Manager Search (2010) Bburton@lakecountyil.gov dechols@cityofrockhill.com Prepared for OKALOOSA COUNTY, FLORIDA by Slavin Management Consultants — 2012 17  COST PROPOSAL Professional Fees Our fees are based on a rate schedule that reflects the experience of the individual assigned. We use a flat fee rate schedule. Therefore, there are no project limitations based on annual salary. For this assignment we are proposing to use only consultants who have specific experience on similar assignments for other clients. We will use senior consultants where appropriate and to reduce the overall cost. We will use staff consultants when feasible. The following tables show the level of involvement by project step and cost. SMC would be willing to negotiate a modified recruitment process. PROJECT COSTS ASSIGNED HOURS (Approximate) STEPS Project Consultant Total RATE (Hr) FEES Manager 1. Project Planning/Develop Position Profile/ 32 32 75 $2,400 Prepare and Place Advertising 2. Identify & Recruit Candidate/Acknowledge 30 30 75 $2,250 Resumes 35 35 35 $1,225 3. Preliminary Candidate Screening 12 12 75 $900 4 4 35 $140 4. Progress Report to the County/Reduce 8 8 75 $600 Candidate Pool 8 8 35 $280 5. In-depth Candidate Evaluation (Includes 38 38 75 $2,850 on-site consultant interviews with semi- finalist candidates) 16 16 35 $560 6. Arrange for & Schedule Final Interviews 4 4 75 $300 7. Prepare Final Report with Interview 8 8 75 $600 Questions and Selection Criteria 16 16 35 $560 8. Present Final Report and Attend 10 10 75 $750 Interviews 9. Assist in Employee Selection 2 2 75 $150 10. Negotiate Employment Agreement 4 4 75 $300 11. Establish Performance Goals 6 6 No Charge $0 12. Follow-up 4 4 No Charge $0 TOTAL HOURS 158 79 237 TOTAL PROFESSIONAL FEES $13,865 Expenses Consultant Travel Costs: The client pays direct cost for all necessary consultant travel using coach or, when available, lower air rates, corporate hotel rates at moderately priced properties (Holiday Inn or equivalent), rental cars, using the corporate discount and normal meals. Client controls these costs in the following ways: (1) when appropriate, consultants will accomplish multiple purposes when traveling and will Prepared for OKALOOSA COUNTY, FLORIDA by Slavin Management Consultants – 2012 18  allocate costs to multiple clients and (2) the client pre-approves all work plans including all consultant (and candidate) travel. Office Costs Include: Telephone ($350 flat fee, billed in two installments), FAX, postage, messenger, copier, and clerical costs. Average Advertising Costs: Normally about $2,500. Client controls these costs because the advertising program will be approved by the County prior to implementation. Expenses for the executive search project described in this proposal will not exceed 55% of the professional fee ($7,625.75). Therefore, the total cost for this project will not exceed $21,490.75. The cost for final candidates to travel to Crestview for interviews is not covered by this proposal. Such costs are typically paid by the County on a reimbursement basis, directly to the candidates, and controlled through the County's prior approval of the finalist candidates. These costs vary depending on candidate location, espousal involvement, time required for candidates to be in Crestview, etc. For budgeting purposes, an average cost of between $450.00 and $650.00 per candidate would be appropriate. About five candidates are normally recommended for interviews. Should the County's needs result in additional project scope that significantly increases consultant travel and/or advertising costs, it may be necessary to increase the expense budget for the project Your liability to Slavin Management Consultants for services rendered under this agreement will not exceed the agreed upon price unless an increase is authorized by you in writing. We will submit monthly invoices for fees and expenses. It is our practice to bill 30% at the start of the searches, 30% at the end of thirty days, 30% at the end of sixty days, and the remaining 10% shortly after the time the new Executive Director accepts employment with the County. Each invoice will be payable upon receipt for professional services. Expenses will be billed in addition and shown as a separate figure. Attached is a pro-forma invoice showing the level of accounting detail we will provide. 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 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 engagements. 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. Prepared for OKALOOSA COUNTY, FLORIDA by Slavin Management Consultants – 2012 19  AGREEMENT FOR SERVICES This proposal is presented for Slavin Management Consultants by: SIGNATURE: NAME: Robert E. Slavin TITLE: President DATE: December 11, 2012 This proposal is accepted for Okaloosa County, Florida by: SIGNATURE: NAME: TITLE: DATE: Prepared for OKALOOSA COUNTY, FLORIDA by Slavin Management Consultants – 2012 20