Fort Walton Beach Council agenda — 12-22-08 special agenda — reading text

to complete and typically follows the following pattern: I DAYS I I STEPS I 1- 30 I 30- 45 I 45-60 I 60-360 I 1. DEVELOP SEARCH PROCESS, RECRUITME- NT PROFILE AND ADVERTISING PROGRAM ! FOR APPROVAL 2. IDENTIFY QUALIFIED CANDIDATES, REVIEW DATA BASE, NETWORK, RECEIVE AND RE- ! ! VIEW RESUMES 3. SCREEN & EV AlUA TE PROSPECTIVE CAN- ! DIDATES 4. PROGRESS MEETING AND REPORT ! 5. INTERVIEW AND EVALUATE PROSPECTIVE ! ! CANDIDATES 6. SUBMIT FINAL REPORT AND RECOMME- ! NDATIONS, ASSIST IN SELECTION, FACILI- TATE EMPLOYMENT 7. ESTABLISH EVALUATION CRITERIA AND ! FOllOW- UP Approximately twelve semifinalist candidates are presented to the City Council at the progress meetings. Generally, about five finalist candidates are presented for interviews with the City Council. Prepared for Fort Walton Beach, Florida by Slavin Management Consultants 6 37- QUALIFICA TIONS AND STAFFING This section presents our qualifications to conduct projects of this type and describes the staff to be assigned to the search. A. Firm Qualifications SMC is an independent management consulting firm formed in 1986 and incorporated in the State of Georgia. We operate nationwide from our home office near Atlanta, Georgia. The principal and only stock holder of the firm is Robert E. Slavin. Mr. Slavin has extensive experience as a local government executive and as a management consultant. We have affiliates in Ann Arbor, MI; Dallas, TX; Los Alamos, NM and Hartford, CT. 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 600 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. B. Staffina Robert E. Slavin. President Mr. Slavin will manage and serve as the lead consultant for this project. He is a pioneer in public sector and nonprofit executive search. He is among the best known and respected prdfessional recruiters in the business. He is a frequent speaker before professional groups and he has written several 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. 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 Prepared for Fort Walton Beach, Florida by Slavin Management Consultants 7 38- 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. He is a Certified Professional Consultant to Management by the National Bureau of Certified Consultants. Oraanizations International City/ County Management Association American Society for Public Administration International Personnel Management Association IPMA - Human Relations Commission IPMA - Publications Review Committee Certified Management Consultant ( National Bureau of Certified Consultants) Southern California Public Labor Relations Council Southern California Municipal Assistants Bay Area Salary Survey Committee Jill T. Pvlant. SMC Manaaina Consultant Ms. Pylant will assist Mr. Slavin with this project as he may request. She has more than 30 years experience in the field of Human Resource Management and local government administration, including eight years as a managing consultant and seven years in local government executive positions. She holds the Master of Public Administration degree. Highlights of Ms. Pylant's career include: Personnel Director for the fastest growing urban county in the United States, with responsibility for all personnel policies and practices for 2500 employees and a total payroll of $50 million. Redesigned the total compensation package and developed a professional management structure for plan design, administration and communication for a large urban county government with 3800 employees. Directed many Compensation and Classification Studies. Developed job analysis methodology to identify skills, knowledges and abilities of individuals and organizational functions. Responsible for countywide MIS planning and operations for a fastest growing large county using two mainframe platforms and managing 43 major systems. Managed a Functional Job Analysis of several agencies within the South Carolina Department of Social Services to restructure jobs and reassign organizational objectives for increased efficiency. The results of the work were contributed to the National Task Bank for the Social Services developed by the W. E. Upjohn Institute as well. Established performance and productivity standards for more than one hundred positions, including clerical, technical and professional, in the Gwinnett County Department of Administrative Services. Facilitated numerous workshop group sessions to brainstorm goals and objectives, set priorities and develop team decision making skills. Adapted the national government' s Factor Evaluation System for job classification for use in state and local government. Developed and conducted supervisory skills development training for local government jurisdictions in South Carolina. Developed and conducted training in personnel for county government elected officials in Georgia. Set up a pay-for- performance system in a large county government. Managed employee " quality circles" group in the modification of performance appraisal system as well as the development of new leave policies. Oraanizations International Foundation of Employee Benefits Plans American Society for Public Administration ( held national, state and local offices) International City Management Association ( served on a national committee) World at Work Prepared for Fort Walton Beach, Florida by Slavin Management Consultants 8 39- Sam TraQer CCP CSP. SMC ManaQinQ Consultant Mr. Trager has more than 18 years of progressively responsible public sector human resources experience. Most recently, Sam served as Human Resources Director of Hall County, Georgia, where he oversaw the functions of recruitment, compensation and benefits, employee relations, risk management, and organizational development. Before accepting the position with Hall County, he served as Compensation and Benefits Administrator for Athens- Clarke County Government for some five years and, prior to that, he held a similar position with the Gainesville- Hall County Human Resources Department. He has taught for the Terry College of Business at the University of Georgia, instructing students in total compensation management, and has also conducted HR related training for the Carl Vinson Institute and the Georgia Local Government Personnel Association. From 1988 to 1991, Sam previously worked as a consultant with SMC. A graduate of Mercer University, Sam holds an undergraduate degree in Political Science and a Master of Business Administration. He is also a certified professional in Compensation and Benefits through World at Work (the American Compensation Association). Highlights of Mr. Trager' s career include: With Hall County, conducted nationwide recruitments for 11 department directors to include, Public Works, Planning, Parks and Recreation, Fire, IT, Purchasing and Central Communications ( 911). Maintained Compensation and Classification systems to include conducting annual surveys, re- writing/ updating all class specifications and making budget recommendations to management for implementation. Oversaw the development and implementation of an individualized pay-for- performance system for 1300 employees. Transitioned Hall County from a fully insured health insurance plan to a partially self- insured plan saving Hall County in excess of $1, 000,000. Proposed and implemented a self-insured dental and short- term disability prqgram. The self- insured short-term disability program saved over $ 300, 000 per year. Designed, developed and