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

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