Okaloosa County BOCC — November 4, 2012 — Bob Murray 1

A PROPOSAL TO CONDUCT EXECUTIVE RECRUITMENT SERVICES FOR COUNTY ADMINISTRATOR ON BEHALF OF OKALOOSA COUNTY, FLORIDA BOB MURRAY & ASSOCIATES CONTACT: S. RENEE NARLOCH, VICE PRESIDENT 2910 KERRY FOREST PARKWAY, D4-242 TALLAHASSEE, FL 32309-6892 (850) 391-0000; FAX (916) 735-2402 reneen@bobmurrayassoc.com December 10, 2012 Mr. Don Amunds, Chairman and Board of County Commissioners c/o Mr. Jack Allen Okaloosa County 602-C North Pearl Street Crestview, FL 32536 Dear Chairman Amunds and Commissioners: Thank you for the opportunity to submit a proposal to conduct an executive recruitment for the County Administrator position on behalf of Okaloosa County. The following proposal outlines our recruitment process, a proposed budget, and the qualifications of our firm and our staff. Also included is a list of references, a client list and a sample recruitment brochure. With respect to this recruitment for Okaloosa County you should know: Bob Murray & Associates has a national reputation for conducting quality searches that result in the placement of candidates ideally suited to our clients’ needs. With many years of experience, Bob Murray & Associates has an unmatched record of conducting successful searches for municipal executives, having completed over 800 public sector recruitments, including more than 200 County/City Administrators. Our experience and knowledge of top candidates nationwide will ensure you have an outstanding group of finalists. Bob Murray & Associates has conducted public sector recruitments on behalf of organizations throughout the State of Florida including Bay County (County Manager); Broward County (County Attorney and Assistant Economic Development Director); Sumter County (Public Works Director); Indian River County (Utilities Director); Orange County (Several Positions); Florida Association of Counties (FAC) (Executive Director); City of Lakeland (Public Works Director and Employee Relations Director); City of Ocala (City Manager); Palm Beach (Town Manager); City of Gainesville (City Attorney); City of Fort Lauderdale (City Manager and City Attorney); Miami Beach (City Manager); Florida Public Transit Association (FPTA) (Executive Director); and many others. As you may know, we are contracted with Broward County to conduct searches on an “as needed” basis and have conducted several searches on behalf of the County including the recent Port Everglades Director. We are also currently contracted with Arlington County (VA); the Metropolitan Washington Airport Authority; the Commonwealth of Pennsylvania; San Antonio Housing Authority (TX); and the Fort Worth Transportation Authority (TX) to recruit on an “as needed” basis.  Bob Murray & Associates will utilize our contacts and networks to reach qualified candidates through referrals and our aggressive outreach efforts, especially those who are not currently seeking employment. We will target the recruitment to ensure a diverse applicant pool including qualified minority and women candidates. While focusing our efforts nationally, we will also look regionally and within the State of Florida for excellent potential candidates. We understand the importance of finding candidates who are both highly qualified and the right fit for Okaloosa County. Ms. S. Renee Narloch, Vice President, will conduct the City Manager recruitment for the City of Melbourne. Over the last 20 years, she has conducted hundreds of public sector recruitments on behalf of municipal organizations nationwide. Prior to joining Bob Murray & Associates, Ms. Narloch served as the Southeastern Regional Recruitment Director for MAXIMUS and David M. Griffith and Associates (DMG) with sole responsibility for executive recruitments throughout the Southeast, Mid-Atlantic and Midwestern states. Her current recruitment projects include the Children’s Board of Hillsborough County (Executive Director); The Louisiana Housing Corporation (Executive Director); City of Fort Lauderdale (City Attorney); San Antonio Housing Authority (Chief Operating Officer); City of Miami Beach (City Manager); and the El Paso Water Utilities- Public Service Board (President/CEO). Recent clients include the City of Dallas (Assistant Director, Department of Streets – Transportation Operations); City of Topeka (City Manager); and the Housing Authority of the City of Austin (President/CEO). Our extensive network of contacts and knowledge of potential candidates provides us with an advantage when recruiting on behalf of Okaloosa County. Our knowledge of what makes a candidate truly outstanding, along with our ability to assess your needs and the candidates’ abilities, skills and management styles will ensure that Okaloosa County has an outstanding group of finalists from which to select the new County Administrator. To learn first-hand about the quality of our services and our recruitment successes, we invite you to contact the references listed in our proposal. Thank you for your consideration, and we hope you find our qualifications favorable. Please do not hesitate to contact us at (850) 391-0000 should you have questions or need additional information. Sincerely, S. Renee Narloch Vice President  TABLE OF CONTENTS PROFESSIONAL QUALIFICATIONS ................................1 THE RECRUITMENT PROCESS ...................................... 3 STEP 1 DEVELOPING THE CANDIDATE PROFILE ............................................ 3 STEP 2 ADVERTISING CAMPAIGN AND RECRUITMENT BROCHURE ............. 3 STEP 3 RECRUITING CANDIDATES .................................................................... 3 STEP 4 SCREENING CANDIDATES ...................................................................... 4 STEP 5 PERSONAL INTERVIEWS ......................................................................... 4 STEP 6 PUBLIC RECORD SEARCH ....................................................................... 4 STEP 7 RECOMMENDATION ................................................................................ 4 STEP 8 FINAL INTERVIEWS ................................................................................. 4 STEP 9 BACKGROUND CHECKS /DETAILED REFERENCE CHECKS.............. 5 STEP 10 NEGOTIATIONS ..................................................................................... 5 STEP 11 COMPLETE ADMINISTRATIVE ASSISTANCE ....................................... 5 ASSIGNED STAFF................................................................ 6 REFERENCES ...................................................................... 7 BUDGET, GUARANTEE AND TIMING........................... 8 STATEMENT OF PROFESSIONAL STANDARDS ........10 ADDITIONAL INFORMATION .......................................10 ENCLOSURES:  SAMPLE RECRUITMENT BROCHURE  PAST CLIENTS LIST  REFERENCE LETTERS  SAMPLE INSURANCE CERTIFICATE PROFESSIONAL QUALIFICATIONS OUR FIRM Bob Murray & Associates is known throughout the industry as the leading public sector recruitment firm by both clients and candidates. We have a reputation for conducting quality searches that result in the placement of candidates ideally suited to meet our clients’ needs. We pride ourselves on our responsiveness to clients and candidates, and we assure Okaloosa County that the highest caliber of service will be provided throughout the recruitment process. Our firm is comprised of individuals who have extensive experience in the recruitment of public sector executives. Prior to joining our firm at its inception in May of 2000, our recruiters acquired many years of public sector recruitment experience with some of the largest, corporate, public sector consulting firms. We have offices in Tallahassee, Florida and Roseville (Sacramento), California. OUR EXPERIENCE Bob Murray & Associates has extensive experience, placing more than 800 public sector professionals. Our placements include City Managers, County Administrators, City Clerks, Human Resources Directors, Finance Directors, Police Chiefs, Fire Chiefs, and many other key senior management personnel. Our experience ranges from working with large, complex organizations such as Fulton County (Atlanta), San Francisco, Los Angeles, Phoenix, Las Vegas, and Arlington County, to much smaller organizations. We have conducted searches nationwide, and we have a good understanding of municipal governments and their needs relative to leadership. Bob Murray & Associates has conducted public sector recruitments on behalf of organizations throughout the State of Florida including Bay County (County Manager); Broward County (County Attorney and Assistant Economic Development Director); Sumter County (Public Works Director); Indian River County (Utilities Director); Orange County (Several Positions); Florida Association of Counties (FAC) (Executive Director); City of Lakeland (Public Works Director and Employee Relations Director); City of Ocala (City Manager); Palm Beach (Town Manager); City of Gainesville (City Attorney); City of Fort Lauderdale (City Manager and City Attorney); Miami Beach (City Manager); Florida Public Transit Association (FPTA) (Executive Director); and many others. As you may know, we are contracted with Broward County to conduct searches on an “as needed” basis and have conducted several searches on behalf of the County including the recent Port Everglades Director. We are also currently contracted with Arlington County (VA); the Metropolitan Washington Airport Authority; the Commonwealth of Pennsylvania; San Antonio Housing Authority (TX); and the Fort Worth Transportation Authority (TX) to recruit on an “as needed” basis. BOB MURRAY & ASSOCIATES Professional Qualifications PAGE 1 ORGANIZATIONAL CHART BOB MURRAY & ASSOCIATES Professional Qualifications PAGE 2 THE RECRUITMENT PROCESS Bob Murray & Associates’ unique, client-driven approach to executive search will ensure that Okaloosa County has a pool of high-quality candidates from which to select the new County Administrator. Outlined below are the key steps in our recruitment process. STEP 1 – DEVELOPING THE CANDIDATE PROFILE Our understanding of the Board’s requirements will be the foundation to a successful search. We will work directly with the Board, staff and others involved in the process in order to learn as much as possible about what the organization expects of a new County Administrator. We can also meet with other key staff or community members to gather input. We want to learn about the values and culture of the organization, as well as to understand the current issues, challenges and opportunities that face Okaloosa County. We also want to be fully acquainted with the Board’s expectations regarding the knowledge, skills and abilities sought in the ideal candidate, and we will work with your organization to identify expectations regarding education and experience. Additionally, we want to discuss expectations regarding compensation and other items necessary to complete the successful appointment of the ideal candidate. The profile that we develop together at this stage will guide our recruitment efforts. STEP 2 – ADVERTISING CAMPAIGN AND RECRUITMENT BROCHURE After gaining an understanding of the Board’s needs, we will design an effective advertising campaign that is appropriate for the recruitment. We will focus on professional journals that are specifically suited to the County Administrator search, utilizing venues that will ensure a diverse pool of applicants including qualified minority and women candidates. We will also develop a professional recruitment brochure on the Board’s behalf that will discuss the community, organization, position and compensation. Once completed, we will mail the brochure to an extensive audience, making them aware of the exciting opportunity with Okaloosa County. A sample brochure has been included for your review. STEP 3 – RECRUITING CANDIDATES After cross-referencing the profile of the ideal candidate with our database of thousands of candidates and our contacts in the field, we will conduct an aggressive outreach effort that includes making personal calls to prospective applicants in order to identify and recruit outstanding candidates, including qualified minority and women candidates. We realize that the best candidate is often not looking for a new job, and this is the person that we actively pursue to become a candidate. Aggressively marketing the County Administrator position to prospective candidates will be essential to the success of the search. BOB MURRAY & ASSOCIATES The Recruitment Process PAGE 3 STEP 4 – SCREENING CANDIDATES Following the closing date for the recruitment, we will screen all resumes using the criteria established in our initial meetings to narrow the field of candidates. STEP 5 – PERSONAL INTERVIEWS We will conduct personal interviews with the top 10 to 12 candidates in order to determine which candidates have the greatest potential to succeed in your organization. During the interviews, we will explore each candidate’s background and experience as it pertains to the County Administrator position. In addition, we will discuss the candidate’s motivation for applying for the position and make an assessment of his/her knowledge, skills and abilities. We will devote specific attention to determining the likelihood of the candidate’s acceptance of the position if an offer of employment is made. STEP 6 – PUBLIC RECORD SEARCH Following the interviews, we will conduct a review of published articles that reference each candidate. Various sources will be consulted, including Lexis- Nexis™, a newspaper/magazine search engine, Google, and local papers from the communities in which the candidates have worked. This brings to our attention any further detailed inquiries that we may need to make at this time. STEP 7 – RECOMMENDATIONS Based on the information gathered through meetings with your organization and personal interviews with candidates, we will typically recommend three to five candidates for your consideration. We will prepare a detailed, written report on each candidate that focuses on the results of our interviews and public record searches. We will make specific recommendations, but the final selection of those to be considered will be up to you. STEP 8 – FINAL INTERVIEWS Our years of experience will be invaluable as we help you to develop an interview process that objectively assesses the qualifications of each candidate. We will adopt an approach that fits your needs, whether it is a traditional interview, multiple interview panel or assessment center process. We will provide you with suggested interview questions and rating forms, and we will be present at the interviews to facilitate the process. Our expertise lies in facilitating the discussion that can bring about a consensus regarding the final candidates. We will work closely with your staff to coordinate and schedule interviews and candidate travel. Our goal is to ensure that each candidate has a very positive experience, since the manner in which the entire process is conducted will have an effect on the candidates’ perception of your organization. BOB MURRAY & ASSOCIATES The Recruitment Process PAGE 4 STEP 9 – BACKGROUND CHECKS/DETAILED REFERENCE CHECKS Based on final interviews, we will conduct credit, criminal, civil litigation and motor vehicle record checks for the top one to three candidates. In addition, those candidates will be the subjects of detailed, confidential reference checks. In order to gain an accurate and honest appraisal of the candidates’ strengths and weaknesses, we will talk candidly with people who have direct knowledge of their work and management style. We will ask candidates to provide the names of their supervisors, subordinates and peers for the past several years. Additionally, we will make a point of speaking confidentially to individuals known to have insight into a candidate’s abilities, but who may not be on his/her preferred list of contacts. At this stage in the recruitment, we will also verify candidates’ educational backgrounds and any required certifications. STEP 10 – NEGOTIATIONS We recognize the critical importance of successful negotiations and can serve as your representative during this process. Our experience provides us with insight into current industry standards and expectations in negotiating contracts, and we will be available to advise you regarding current approaches to difficult issues such as housing and relocation. Working to secure the appointment of your chosen candidate, we will represent your interests and advise you regarding salary, benefits and employment agreements. We have the expertise to turn a very sensitive aspect of the recruitment into one that is viewed positively by both you and the candidate. STEP 11 – COMPLETE ADMINISTRATIVE ASSISTANCE Throughout the recruitment, we will provide the Board with updates on the status of the search. We will also take care of all administrative details on your behalf. Candidates will receive personal correspondence advising them of their status at each critical point during the recruitment. In addition, we will respond to inquiries about the status of their candidacy within 24 hours. Every administrative detail will receive our attention. BOB MURRAY & ASSOCIATES The Recruitment Process PAGE 5 ASSIGNED STAFF Our team at Bob Murray & Associates is comprised of a diverse group of individuals who have extensive experience in the recruitment of public sector executives. Ms. Narloch will be the lead consultant for the County Administrator recruitment for the Board, with assistance from Mr. Bob Murray and Ms. Rachel Hanselman as needed. S. RENÉE NARLOCH, VICE PRESIDENT Ms. Narloch is the Vice President and Director of our East Coast practice which is located in Tallahassee, Florida. She is recognized as one of the nation’s leading recruiters. She has more than 20 years experience conducting public sector recruitments and has participated in more than 400 searches nationwide. She was formerly employed by DMG and MAXIMUS as a Senior Recruiter with sole responsibility for the firm’s executive search practice in the Southeastern, Mid- Atlantic and Mid-Western states. Prior to her recruitment career, she was Senior Consultant for the DMG cost plan and revenue enhancement divisions. She also worked for three Fortune 500 companies in their sales, marketing and financial accounting divisions. Ms. Narloch received her Bachelor of Science degree in Information Studies, summa cum laude, from Florida State University, Tallahassee, Florida. BOB MURRAY, PRESIDENT Mr. Murray has over 25 years experience as a recruiter. He has conducted hundreds of searches for cities, counties, and special districts. Mr. Murray has conducted searches for chief executives, department heads, professional and technical positions. Mr. Murray has taken the lead on the firm’s most difficult assignments with great success. His clients have retained him again and again given the quality of his work and success in finding candidates for difficult to fill positions. Prior to creating Bob Murray & Associates, Mr. Murray directed the search practice for the largest search practice serving local government in the country. Mr. Murray has worked in local government and benefits from the knowledge of having led an organization. Prior to his career in executive search he served as the City Manager for the City of Olympia, Washington. He has also served as an Assistant City Manager and held positions in law enforcement. Mr. Murray received his bachelor’s degree in Criminology from the University of California at Berkeley with graduate studies in Public Administration at California State University at Hayward. RACHEL HANSELMAN, CONSULTANT As a consultant with Bob Murray & Associates, Ms. Hanselman is responsible for research, candidate recruitment, screening, reference checks and background verifications. She focuses on client communication and works closely with clients to coordinate candidate outreach and ensure a successful search. Ms. Hanselman has eight years of experience working as an office manager in the private sector. Ms. Hanselman received her Bachelor of Arts degree in Business Administration from Flagler College, Tallahassee, Florida. BOB MURRAY & ASSOCIATES Assigned Staff PAGE 6 REFERENCES Clients and candidates provide the best testament of our ability to conduct quality searches. All recruitments are provided a full services executive recruitment and all contracts are under $25,000. Listed below are a few clients for whom Bob Murray & Associates’ recruiters have conducted searches. We have completed almost 250 searches within the last 3 years. We have listed some of our most recent references, and we encourage you to contact them for a first-hand account of the quality of our services. If you would like additional references, please let us know. A complete Client List is enclosed. CLIENT: Broward County, FL (1,800,000 Pop.) POSITION: Assistant Director of Economic & Small Business Development/2010; County Attorney/2011; Port Everglades Chief Executive/Port Director/2012; Port Everglades Director of Business Development/2012 CONTACT: Mr. Michael Chasin, Human Resources Manager 115 S. Andrews Ave., Room 520, Fort Lauderdale, Florida 33301 (954) 954-357-6434; mchasin@broward.org CLIENT: Sumter County, FL (98,000 Pop.) POSITION: Public Works Director/2010; Fire Chief/2011; Development Services Director/2012 CONTACT: Ms. Kitty Fields, Human Resources Manager 7375 Powell Road, Wildwood, Florida 34785 (352) 689-4423; kitty.fields@sumtercountyfl.gov CLIENT: City of Fort Lauderdale, FL (169,000 Pop.) POSITION: City Manager/2011; City Attorney/2012 CONTACT: Ms. Averill L. Dorsett, Director of Human Resources 100 N. Andrews Avenue, Fort Lauderdale, Florida 33301 (954) 828-5307; ADorsett@fortlauderdale.gov CLIENT: City of Gainesville, FL (126,000 Pop.) POSITION: City Attorney/2012 CONTACT: Ms. Cheryl McBride, Human Resources Manager 222 E. University Avenue, Station 20, Gainesville, Florida 32602 (352) 393-8704; mcbridecf@cityofgainesville.org CLIENT: City of Oak Creek, WI (35,000 Pop.) POSITION: City Administrator/2010 CONTACT: Mr. Larry Haskin, City Attorney 8640 S. Howell Avenue, Oak Creek, WI 53154 (414) 762-5105; lhaskin@haskinbook.com BOB MURRAY & ASSOCIATES References PAGE 7 BUDGET, GUARANTEE AND TIMING PROFESSIONAL FEE AND EXPENSES The professional fee for conducting this recruitment on behalf of Okaloosa County is $15,500 plus actual expenses. Services covered by the fee consist of all steps outlined in this proposal, including three (3) days of meetings on site. Expenses are estimated to not exceed $6,500 and include items such as the cost of consultant travel, clerical support, placement of ads, credit, criminal and civil checks, education verification, as well as newspaper searches. In addition, postage, photocopying, and telephone charges are included and will be allocated. Expenses related to the use of audio/video conferencing equipment for interviews and candidates’ travel for interviews are the responsibility of Okaloosa County. Additional services beyond those outlined in this proposal will be billed at our hourly rate, plus expenses. Bob Murray, President $200/hr S. Renee Narloch, Director $150/hr Rachel Hanselman, Consultant $75/hr GUARANTEE We guarantee that, should the selected candidate be terminated for cause within the first year of employment, we will conduct the search again at no cost (with the exception of expenses) to the Board. We are confident in our ability to recruit outstanding candidates and do not expect the Board to find it necessary to exercise this provision. BOB MURRAY & ASSOCIATES Budget, Guarantee & Timing PAGE 8 TIMING We are available to begin the search immediately, and our current workload is such that we can ensure the Board will receive our full attention throughout the entire recruitment process. We will be prepared to make our recommendation regarding finalists within 75 to 90 days from the start of the search. A standard recruitment can typically be completed in 16 weeks and follows an approach and schedule similar to the one below: WEEK: TASK: 1 Conduct meeting with the Board and others involved in the process 2 Develop recruitment brochure and advertisements 3 Board reviews recruitment brochure and advertisements 4 Recruitment brochure printed and advertisements placed 5 Active recruitment of candidates begins 9 Closing date 10 Screen resumes 11-12 Recruiter interviews top candidates 12-13 Public records search Review recommendations with the Board and others involved in 14 the process Candidates interview with the Board, follow-up interviews, and 15 consultant reference/background checks 16 Candidate selected BOB MURRAY & ASSOCIATES Budget, Guarantee & Timing PAGE 9 STATEMENT OF PROFESSIONAL STANDARDS Bob Murray & Associates believes in sound and ethical business practices. We understand that confidence and respect are imperative to our success. Our services to clients and candidates involve relationships which depend on good faith efforts. We conduct business forthrightly with no intentional misrepresentations which could mislead clients or candidates. We refrain from using any sourcing techniques that involve deception or falsehood. We do not engage in activities which violate antitrust laws. Communication between us, our clients and candidates are impartial and accurate, and we make a concerted effort to see that the position, our clients, and candidates are represented honestly and factually. We honor the confidentiality of proprietary information received from clients and candidates and will disclose any knowledge of potential conflicts of interest to client agencies and candidates. ADDITIONAL INFORMATION LITIGATION Bob Murray & Associates has no prior or pending litigation either civil or criminal, involving a governmental agency in which the firm, any of its employees, subcontractors or sub-consultants is or has been involved within the last three (3) years. CANDIDATE FEE Bob Murray & Associates does not receive a fee from any candidates it recommends nor does it receive a fee from any successfully placed candidate. E-VERIFY Bob Murray & Associates utilizes E-verify. FAIR CREDIT REPORTING ACT Bob Murray & Associates complies with the Fair Credit Reporting Act changes effective January 1, 2013 as outlined by the Consumer Financial Protection Bureau (CFPB). ASSOCIATION OF EXECUTIVE SEARCH CONSULTANTS (AESC) Bob Murray & Associates is not a current member of (AESC); however, we abide by/adhere to the Professional Guidelines and Ethics of this association. BOB MURRAY & ASSOCIATES Professional Standards PAGE 10