HomeMy WebLinkAbout2022-219PROFESSIONAL SERVICES CONTRACT
THIS CONTRACT ("Contract") is made this ' i day of November, 2022 by and between
INDIAN RIVER COUNTY, FLORIDA, hereinafter called "COUNTY", and COLIN BAENZIGER &
ASSOCIATES, doing business as a CONTRACTOR, hereinafter called "CONTRACTOR" OR
`CB&A".
WITNESSETH: For and in consideration of the payments and agreements mentioned hereinafter:
Work: The Contractor will provide EXECUTIVE SEARCH SERVICES FOR THE SELECTION
OF INDIAN RIVER COUNTY'S COUNTY ADMINISTRATOR in accordance with the Contract
Documents.
2. Time is of the Essence: The Contractor will furnish all of the material, supplies, tools, equipment,
labor and other services necessary for the completion of the services described in the Contract
Documents. Time is of the essence in the performance of this Contract.
3. Commencement of Work: The Contractor will commence work as required by the Contract
Documents, as defined below, upon full execution of this Contract and will complete the same
within 90 days in accordance with the project schedule set forth in Contractor's proposal attached
hereto and incorporated herein as Exhibit A ("Contractor's Proposal"), unless an extension is
granted by County.
4. Scone of Services: The services to be performed are set forth in Contractor's Proposal and include
but are not limited to the following:
a. Conduct a needs assessment.
b. Assist the County to develop a job description, strategy and process for carrying out the
recruitment of a County Administrator, including outreach to encourage applicants from
diverse backgrounds to apply.
C. Identify potential contacts and conduct personal outreach recruiting to include posting the
position through national channels. Assist the County in preparing and placing
advertisements for the position in appropriate publications
d. Review resumes for background and qualifications followed by telephone and/or video
interviews to clarify each applicant's experience and to prepare a written summary of
candidates with the most promising qualifications for the position.
e. Evaluate candidates for serious consideration by conducting in depth reference checks with
individuals who are or have been in a position to evaluate the candidate's performance on
the job. Through these reference checks, ascertain the candidate's strength in personal
dimensions identified by the job description as well as the Contractor's interviews with
stakeholders.
f. Finalize and participate in a process with the County for interviews and coordinate
candidates' participation in interviews.
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g. Debrief with the County following interviews and identify additional candidates if
necessary.
h. Verify selected candidates' educational background, and conduct criminal, financial,
media and civil litigation checks.
In the event politically sensitive or potentially embarrassing issues arise from the
candidates' background, conduct in-depth interviews with the principal parties to clarify
and to provide adequate background and explanation of the event to the County.
Notify rejected applicants, if requested to do so by the County.
k. Assist in contract negotiations.
Provide the warranty as specified in Section 6 of this contract.
5. Compensation: The Contractor agrees to perform all of the Work described in the Contract
Documents for the following prices:
PHASE I: Needs Analysis / Information Gathering $ 4,000
PHASE II: Recruiting $ 14,000
PHASE III: Screening $ 14,000
PHASE IV: Interview Process, Coordination, and Selection $ 1,500
PHASE V: Negotiation and Continuing Assistance 1,000
TOTAL PHASES I-V (Firm, Fixed Fee) $ 34,500
Cost of each phase is inclusive of all the Contractor's expenses and costs.
Additional services outside Phase 1 - V will be charged at $150 per hour. No such services are
anticipated, and none will be performed without prior written approval from the County
Commission.
6. Warranty: Provided the Contractor conducts the full search (Phases I-V — see the preceding
section, Section 5) and the County selects from among the candidates recommended by the
Contractor, the Contractor will warrant the following:
a. The Contractor will not approach the selected candidate concerning any other position as long
as the individual is employed by the County.
b. If the selected individual leaves for any reason other than an act of God (for example, total
incapacitation or death) within the first year, Contractor will repeat the search for the cost of
reimbursement of Contractor's expenses only.
c. If County is not satisfied with any of the candidates Contractor presents, Contractor will repeat
the search until the County is satisfied.
d. The price is guaranteed and will not be exceeded for any reasons, even if conditions change
after the Contract is executed.
7. Termination: This Contract may be terminated by the County for its convenience upon thirty
(30) days' prior written notice to the Contractor. In the event of termination, the Contractor shall
be paid as compensation in full for work performed to the day of such termination, an amount
prorated in accordance with the work substantially performed under this Contract as determined by
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SJATTY/AGREEMNr/Colin Baenziger & Associates - n
the County. Such amount shall be paid by the County after inspection of the work to determine the
extent of performance under this Contract, whether completed or in progress.
The County may immediately terminate the Agreement without cause at any time upon ascertaining
that pursuant to § 287.135, Florida Statutes, a company is ineligible to, and may not, bid on, submit
a proposal for, or enter into or renew a contract with an agency or local goverment entity for goods
or services if at the time of bidding or submitting a proposal for a new contract or renewal of an
existing contract, or at any time thereafter, the company: (1) is on the Scrutinized Companies that
Boycott Israel List, created pursuant to § 215.4725, Florida Statutes, or is engaged in a boycott of
Israel; (2) is on the Scrutinized Companies with Activities in Sudan List or the Scrutinized
Companies with Activities in the Iran Petroleum Energy Sector List, created pursuant to § 215.473,
Florida Statutes; or (3) is engaged in business operations in Cuba or Syria. Furthermore, the County
may immediately terminate the Contract if it is determined that the company submitted a false
certification stating that it was not (1) on the Scrutinized Companies that Boycott Israel List or
engaged in a boycott of Israel; (2) was not on the Scrutinized Companies with Activities in Sudan
List or the Scrutinized Companies with Activities in the Iran Petroleum Energy Sector List; (3) or
was not engaged in business operations in Cuba or Syria when in fact the company was engaged in
such activities at the time of the bid or proposal, or at the time of entering into or renewing the
Agreement.
8. Contract Documents: The Term "Contract Documents" shall include this Contract, the
Contractor's Proposal submitted to the County (Exhibit A). In the event of conflict between any
provision of any other document referenced herein as part of the contract and this Contract, the
terms of this Contract shall control.
9. Assignment: This Contract may not be assigned except with the written consent of the County,
and if so assigned, shall extend and be binding upon the successors and assigns of the Contractor.
10. Disclosure: The Contractor warrants that it has not employed or retained any company or person,
other than a bona fide employee working solely for the Contractor to solicit or secure this Contract
and that it has not paid or agreed to pay any person, company, corporation, individual or Contractor,
other than a bona fide employee working solely for the Contractor, any fee, commission,
percentage, gift, or other compensation contingent upon or resulting from the award or making of
the Contract.
11. Administration of Contract: The liaisons for the parties are listed below and shall be the
principal points of contact between the parties.
INDIAN RIVER COUNTY
CONTRACTOR
Suzanne M. Boyll (or designee)
Colin Baenziger & Associates
Human Resources Director
Colin Baenziger
1800 27th Street
Owner/Principal
Vero Beach, FL 32960
2055 South Atlantic Avenue • Suite 504
Daytona Beach Shores, FL 32118
Phone: 772-2'26-1402
Phone 561-707-3537
Email: sboyU@ircgov.com
Email Colin@cb-asso.com
12. Governing Law: The validity, construction and effect of this Contract shall be governed by the
laws of the State of Florida. All claim and/or dispute resolution under this Agreement, whether by
mediation, arbitration, litigation, or other method of dispute resolution, shall take place in INDIAN
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RIVER COUNTY, FL. In the event of any litigation arising out of this Contract, the prevailing
party shall be entitled to recover from the non -prevailing party reasonable costs and attorney's fees.
13. Amendments: No Amendments or variation of the terms or conditions of this Contract shall be
valid unless in writing and signed by the parties.
14. Payments: County shall make payment within thirty (30) days of the County's receipt of an
invoice from the Contractor, unless the County notifies Contractor in writing of its objection to the
amount of such invoice, together with County's determination of the proper amount of such
invoice. The Parties shall undertake to resolve any disputed portion of such invoice within such
thirty (30) day period. If after thirty (30) days there is no resolution between the parties, the
County's determination shall be final.
15. Contractor's Representations: In order to induce County to enter into the Contract Contractor
makes the following representations: Contractor has demonstrated knowledge and experiences in
the performing executive searches for key personnel for local governments.
16. Indemnity: To the extent permitted by law, the Contractor shall indemnify and hold harmless the
County, its officers and employees, from liabilities, damages, losses and costs, including, but not
limited to, reasonable attorney's fees, to the extent caused by the negligence, recklessness, or
intentional wrongful misconduct of the Contractor and any persons employed or utilized by
Contractor in the performance of this Contract.
17. Invalid Provision: The invalidity or unenforceability of any particular provision of this Contract
shall not affect the other provisions hereof, and the Contract shall be construed in all respects as if
such invalid or unenforceable provisions were omitted.
18. Proiect Records: The Contractor shall maintain auditable records concerning the procurement
adequate to account for all receipts and expenditures, and to document compliance with the
specifications. These records shall be kept in accordance with generally accepted accounting
principles, and the County reserves the right to determine the record-keeping method in the event
of non -conformity. These records shall be maintained for five (5) years after final payment has
been made, and shall be readily available to County personnel with reasonable notice, and to other
persons in accordance with the Florida Public Disclosure Statutes.
19. Public Records: The Contractor shall allow public access to all documents, papers, letters, or
other material subject to the provisions of Chapter 119, Florida Statutes, and made or received by
the Contractor in conjunction with this Agreement. Specifically, the Contractor shall:
a. Keep and maintain public records required by the County to perform the service.
b. Upon request from the County's custodian of public records, provide the County with a
copy of the requested records or allow the records to be inspected or copied within a
reasonable time at a cost that does not exceed the cost provided in Section 119 Florida
Statutes or as otherwise provided by law.
C. Ensure that public records that are exempt or confidential and exempt from public records
disclosure requirements are not disclosed except as authorized by law for the duration of
the Agreement term and following completion of the Agreement if the Contractor does not
transfer the records to the County.
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d. Upon completion of the Agreement, transfer, at no cost, to the County all public records in
possession of the Contractor or keep and maintain public records required by the County
to perform the service. If the Contractor transfers all public records to the County upon
completion of the Agreement, the Contractor shall destroy any duplicate public records
that are exempt or confidential and exempt from public record disclosure requirements. If
the Contractor keeps and maintains public records upon completion of the Agreement, the
Contractor shall meet all applicable requirements for retaining public records. All record
stored electronically must be provided to the County, upon request from the County's
custodian of public records, in a format that is compatible with the information technology
system of the County.
IF THE CONTRACTOR HAS QUESTIONS REGARDING THE
APPLICATION OF CHAPTER 119, FLORIDA STATUTES, TO THE
CONTRACTOR'S DUTY TO PROVIDE PUBLIC RECORDS
RELATING TO THIS AGREEMENT, CONTACT THE CUSTODIAN
OF PUBLIC RECORDS AT 772-226-1424, PublicRecords@ircgov.com,
County Attorney's Office -180127th Street, Vero Beach 32960 - Upstairs
Bldg A
20. Insurance: Unless otherwise specified, Contractor shall, at its own expense, carry and maintain
the following minimum insurance coverage, as well as any insurance coverage required by law:
a. These insurance requirements shall not limit the liability of the Contractor. The County
does not represent these types or amounts of insurance to be sufficient or adequate to
protect the Contractor's interests or liabilities, but are merely minimums.
b. Except for workers' compensation and professional liability, the Contractor's insurance
policies shall be endorsed to name the County as an additional insured to the extent of the
County's interests arising from this Contract.
C. Except for workers' compensation, the Contractor waives its rights of recovery against the
County, to the extent permitted by its insurance policies. The Contractor's
deductibles/self-insured retention shall be disclosed and may be disapproved by the
County. They shall be reduced or eliminated at the option of the County. The Contractor
is responsible for the amount of any deductible or self-insured retention.
d. Workers' Compensation Insurance with limits that comply with statutory requirements and
Employer's Liability Insurance with a lower limit of $1,000,000 per occurrence, including,
without limitation, coverage for Occupational Diseases, to provide for the payment of
benefits to its employees employed on or in connection with the Work covered by this
Agreement and/or to their dependents.
e. Broad Form Commercial General Liability Insurance (on an occurrence basis), with a
minimum combined single limit for Bodily Injury, including Death of $1,000,000 per
occurrence and for Property Damage of at least $1,000,000 per occurrence.
Business Auto Liability Insurance with minimum Bodily Injury and Death Limit per
accident of $1,000,000 and a minimum Property Damage Limit per accident of $1,000,000.
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g. Professional Liability Insurance or equivalent Errors & Omissions Liability with minimum
limit of $500,000 per occurrence.
h. Prior to commencing any Work under this Agreement, Contractor shall submit a County
certificate or certificates of insurance evidencing that such benefits have been provided,
and that such insurance is being carried and maintained. Such certificates shall stipulate
that the insurance will not be cancelled or materially changed without thirty (30) days prior
written notice by certified mail to County, and shall also specify the date such benefits and
insurance expire. Contractor agrees that such benefits shall be provided and such insurance
carried and maintained until the Work has been completed and accepted by County.
Such benefits and such coverage as are required herein, or in any other document to be
considered a part hereof, shall not be deemed to limit Contractor's liability under this
Agreement.
21. E-Verify/Veritication of Emalovment Status: CB&A is registered with and will use the
Department of Homeland Security's E -Verify system (www.e-verify.gov) to confirm the
employment eligibility of all newly hired employees for the duration of this agreement, as required
by Section 448.095, F.S.
If the Contractor enters into a contract with a subcontractor, the subcontractor must provide the
Contractor with an affidavit stating that the subcontractor does not employ, contract with, or
subcontract with an unauthorized alien. The Contractor shall maintain a copy of such affidavit for
the duration of this Agreement.
The County will not intentionally award contracts to any contractor who knowingly employs
unauthorized alien workers, constituting a violation of the employment provisions of the
Immigration and Nationality Act ("INA"). The County shall consider the employment by the
Contractor of unauthorized aliens a violation of 8 U.S.C. Section 1324a(e) [Section 274A(e) of the
INA]. The Contractor agrees that such violation by the Contractor shall be grounds for the unilateral
cancellation of this Agreement by the County.
CB&A certifies that it and those related entities of consultant as defined by Florida law are not on
the Scrutinized Companies that Boycott Israel List, created pursuant to s. 215.4725 of the Florida
Statutes, and are not engaged in a boycott of Israel. County may terminate this Agreement if CB&A,
including all wholly owned subsidiaries, majority-owned subsidiaries, and parent companies that
exist for the purpose of making profit is found to have been placed on the Scrutinized Companies
that Boycott Israel List or is engaged in a boycott of Israel as set forth in section 215.4725, Florida
Statutes.
22. Entire Agreement: This Contract and Contract Documents constitute the entire and exclusive
agreement between the parties and supersedes any and all prior communications, discussions,
negotiations, understandings, or agreements, whether written or verbal.
[remainder of page intentionally left blank; signature page to follow]
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IN WITNESS WHEREOF, the parties hereto have executed, or caused to be executed, by their
duly authorized officials this Contract in two counterparts which shall be deemed an original on the date
last signed as below written:
WITNESS CONTRACTOR
SIGNATURE: llaa& A, F4.&4V'*P
TYPED NAME: Heather Brown
ATTEST:
DEPUTY CLE K
CONTRACTOR:
SIGNATURE:
TYPED NAME: Lvnelle Klein
TITLE: Senior VP for Operations
DATE: November 11, 2022
BOARD OF COUNTY COMMISSIONERS
INDIAN RIWR COUftY)FLORIDA
BY: ( / "" r ( -
C0
7 ADMINISTRATOR
DATE:
APPROVED AS TO FORM AND
CORRECTNESS:
BY•
COUNTY ATTORNEY
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COLIN BAENZIGER(ObASSOCIATES
EXECUTIVE RECRUITING
RIVER
ORI4i'
PROPOSAL TO PROVIDE EXECUTIVE RECRUITMENT SERVICES
FOR
INDIAN RIVER COUNTY, FL
Volume I: Proposal
Colin Baenziger & Associates
Contact Person:
Colin Baenziger (561) 707-3537
Colin Baenziger & Associates
2055 South Atlantic Avenue • Suite 504
Daytona Beach Shores, FL 32118
e-mail: Colin(i4cb-asso.com
Fax: (888) 635-2430
...Serving Our Clients with a Personal Touch...
PROPOSAL To PROVIDE
EXECUTIVE SEARCH FIRM SERVICES
TABLE OF CONTENTS
SECTION
LETTER OF INTEREST
1. QUALIFICATIONS AND EXPERIENCE OF THE FIRM
The Firm
Technical Capabilities and Organizational Structure
Completion of Projects within Bud et
Completion of Projects on Schedule
Diversity
Prior Names and Litigation
Insurance
Overall Executive Search Experience
II. PROPOSED WORK PLAN
Search Methodology__
The County's Obligations
Project Schedule
III. PROPOSED PROJECT TEAM
Project Team and Involvement___
Resumes of Kev Staff
1V. REFERENCES
1 -1I
V. FEE AND WARRANTY
VOLUME H
APPENDIX A: ALL GOVERNMENTAL SEARCH ASSIGNMENTS
APPENDIX B: SAMPLE RECRUITMENT BROCHURE
APPENDIX C: SAMPLE CANDIDATE REPORT
APPENDIX D: SAMPLE SURVEY
APPENDIX E: RESOLUTION OF ST. JOHNS COUNTY, FL
APPENDIX F: COMMENTS ON CB&A'S VETTING PROCESS
3
7
15
17
21
A-1
B-1
C-1
D-1
E-1
F-1
r
COLIN BAENZIGEROASSOCIATES
EXECUTIVE RECRUITING
November 3, 2022
The Honorable Chairman Peter D. O'Bryan, Vice -Chairman Joe Earman, and Commissioners
Susan Adams, Joseph E. Flescher, and Laura Moss
Attn: Suzanne M. Boyll, Human Resources Director
mailto:sboyll@ircgov.com
Indian River County
Board of County Commissioners
1800 27th Street
Vero Beach, FL 32960
The Honorable Chairman O'Bryan, Vice -Chairman Earman, and Commissioners Adams,
Flescher, and Moss:
Colin Baenziger & Associates (CB&A) would like to thank you for the opportunity to submit this
proposal to assist in finding your next County Administrator. While selecting key personnel is
never easy, CB&A has developed a problem -free process that has been tested across the country
and found to be extremely effective.
CB&A is a municipal recruiting firm with a national reach. We have conducted assignments from
Florida to Alaska and Maine to California. We pride ourselves on providing not just high-quality
results, but, equally important, providing a great deal of personal attention to each of our local
government clients. To conduct a proper recruitment, we feel the project manager must do more
than just drop by occasionally. He/she must get to know the appropriate government officials and
the community firsthand. That effort takes time, but it is the only way to ensure the candidates we
recommend are well qualified and a good fit for your community. As a result, we only take a few
clients at a time and focus on getting the job done properly. Further, we routinely complete our
work in sixty to ninety days. This timeframe includes preparation of recruitment and advertising
materials, candidate outreach, candidate screening, finalist interviewing, and selection. We also
offer one of the better warranties in the industry.
Some of our Florida searches include County Manager / Administrators for Alachua County, Baker
County, Bay County, Brevard County, Broward County, Clay County, Flagler County, Hernando
County, Highlands County, Lee County, Martin County, Monroe County, Nassau County,
DAYTONA BEACH SHORES, FL GRAND JUNCTION, CO
COLIN BAENZIGER0ASSOCIATES
EXECUTIVE RECRUITING
Okaloosa County, Okeechobee County, Osceola County, Seminole County, St. Johns County, and
St. Lucie County.
Nationally we have found County Managers / Administrators for, among others, Clackamas
County, OR; El Paso County, TX; Emmet County, MI; James City County, VA; Matanuska-
Susitna Borough, AK; Polk County, IA; Union County, NC; and York County, VA. Some of our
Florida City Manager searches include Aventura, Bay Harbor Islands, Cape Coral, Destin, Fort
Myers, Fruitland Park, Gainesville, Hallandale Beach, Lady Lake, Melbourne, Miramar, Mount
Dora, Ocala, Oviedo, Orange City, Palm Beach Gardens, Palm Coast, Port St. Lucie, St. Pete
Beach, Tavares, Treasure Island, and West Melbourne. Nationally we have found City Managers
for Ankeny, IA; Bellevue, WA; Fayetteville, NC; Portland, ME; Roanoke, VA; Scottsdale, AZ;
and Tacoma, WA, among others.
Some of our current searches include County Administrators for Camden County, GA and St.
Lucie County, FL, a Town Manager for Juno Beach, FL, and a General Manager for the Beaufort -
Jasper Water & Sewer Authority, SC.
Those authorized to bind the company are myself, Colin Baenziger, and Lynelle Klein, Vice
President for Operations.
We look forward to formally presenting our credentials and working with you in the near future.
If you have any questions, please feel free to contact me at (561) 707-3537.
Sincerely,
Colin Baenziger
Principal / Owner
...Serving Our Clients with a Personal Touch...
DAYTONA BEACH SHORES, FL GRAND .JUNCTION, CO
L Qualifications and Experience of'the Firin
The Firm, Its Philosophy, & Its Experience
Colin Baenziger & Associates (CB&A) is a nationally recognized executive recruiting firm
established in 1997 and owned and operated by Colin Baenziger. We are a sole proprietorship
headquartered in Volusia County, FL with satellite offices in Grand Junction, CO, and Pensacola,
FL. As a sole proprietorship, we are not registered with any state as a corporation, foreign or
otherwise.
Colin Baenziger & Associates' outstanding reputation is derived from our commitment to the
quality of our product and the timeliness of the delivery. Further, our work is not done until you
are fully satisfied. That means we go the extra mile and, at times, expend more effort and energy
than originally anticipated in our action plan. When we do so, we do not ask for more than the
originally quoted price. We feel you are hiring us as your experts and once a contract is signed,
we have an obligation to fulfill its requirements with excellence, on time, and within budget. We
simply do not believe in unforeseen circumstances.
Since beginning our executive search practice in 1998, we have conducted searches for clients in
thirty-four states. Overall, we have sought over 230 CEOs for cities, counties, and special districts.
We have also conducted over 415 searches overall. The basic approach outlined herein has been
refined to the point where it is problem -free.
Technical Capabilities and Organizational Structure
Colin Baenziger & Associates has developed its business model over the past 25 years, and it has
proved to be extremely effective. Our work has focused primarily on Executive Search and our staff
is extremely capable and experienced. See Section III for more details. The structure of our firm is
outlined below.
Danielle
Dayton
Rick Ly n e l l e Stephen
Conner Klein Sorrell
VP/operations Sa
vice P—sid-1
Internet Specialists(8) Senior Research Specialists (8)
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L Qualifications and Experience of the Firm (continued)
Completion of Projects within Budget
Colin Baenziger & Associates is proud of its record of completing searches within budget. Once we
quote a price to the client, that price is what the client will pay, no matter how difficult the search is
or what circumstances may develop. We have never requested anything beyond the originally
quoted price, even when we were probably entitled to do so, and we never will.
Completion of'Projects on Schedule
Colin Baenziger & Associates routinely completes its assignments within ninety days. Further, since
CB&A began performing recruitments, it has never missed a significant project milestone.
Diversity
CB&A has extensive contacts with individuals and organizations representing women and minorities.
We are thus able to identify and bring a diverse group of finalists to the County. The proof is that
from the beginning of 2009, 25% of the candidates selected as semi-finalists have been females and/or
minorities. In one recent year, 47% of our placements were either females or minorities.
Prior Names and Litigation
Colin Baenziger & Associates has always operated under its current name and has never been
involved in any litigation, except to testify as an expert witness on behalf of one of the parties. Our
performance has never been questioned nor have we or any of our clients been involved in any
legal action as a result of our work.
Insurance
To protect our clients, Colin Baenziger & Associates maintains the following insurance coverages:
(1) general liability insurance of $1 million combined single limit per occurrence for bodily injury,
personal injury, and property damages, (2) automobile liability insurance of $1 million per accident,
and (3) professional liability insurance of $1 million per occurrence and $2 million aggregate. As a
small firm, predominantly utilizing independent contractors, we are not typically subject to the
requirements for workers compensation and employer liability insurance in many states. If required
by the client, and if it is available to us, we will obtain these coverages prior to contract execution.
-4-
L Qualifications and Experience of the Firm (continued)
Geographic Reach
Since initiating its search function in 1998, CB&A has become a nationwide recruiting firm. See
Figure I below for the states we have conducted searches in. A complete list of our searches can be
found in Appendix A.
Figure I: We have served clients in the states highlighted in
blue.
-5-
H. Proposed Work Plan
The following search methodology has been refined over the past twenty-five years and is virtually
foolproof. That said, we will integrate any ideas you have into the process to the extent possible.
Our goal is to ensure you have the right people to interview as well as all the information you need
to make the right decision.
Task One: Needs Assessment
An important part of the recruiter's work is selling the community to the very best candidates
(including those who are not actively looking for the next job) while providing an honest portrayal
of the community and the opportunity. As such, CB&A must first determine the needs of the client
and the characteristics of the ideal candidate. Our approach is as follows:
• Gather information from the jurisdiction, its website and other sources;
• Interview the elected body and other key parties (such as County staff). Our goal is to
develop a strong sense of your organization, its leadership, its short- and long-term
expectations, and its challenges;
• Determine the characteristics of the ideal candidate. These will include experience,
longevity, education, personality, demeanor, skills, and achievements as well as other items
you and the community consider important;
• Determine a reasonable compensation package; and
• Finalize the timeline with the County so both the elected body and the candidates will know
when the interviews will be held and when they need to be available.
If the County wishes, we will gladly incorporate meetings with other stakeholders (such as the
business community, non-profit organizations, the religious community, and so on) to gather their
insights. We can also solicit the input of your residents through an on-line survey (see Appendix
D for a sample).
Task Two: Develop Position Description and Recruitment Materials
Based on the information we gather, CB&A will next develop a comprehensive recruitment profile
for your review. We will then incorporate any additional suggestions you may have and finalize
the document. A sample profile is included as Appendix B. Other examples can be found on our
firm's website under the "Executive Recruitments" / "Active Recruitments" tabs.
-7-
H. Proposed Work Plan (Continued)
Task Three: Recruit Candidates
CB&A uses a number of approaches to identify the right people for your position. We say people
(and not person) because our goal is to provide you with six to ten outstanding semi-finalists. You
then select the top three to five people to interview and ultimately choose the candidate who is the
best fit with you and your community. The approaches we use are:
• Networking: The best approach is diligent outreach. We will network with potential
candidates and consult our data base of government professionals. As we identify
outstanding candidates (many of whom are not in the market), we will approach them and
request that they apply. Often excellent candidates are reluctant to respond to
advertisements because doing so may alienate their current employers.
• Advertising: While we will network to find the best, we will not ignore professional
organizations and trade press which sometimes yield strong candidates. These might
include the International City/County Management Association, related state associations,
the National Association of Counties, and sites aimed as female and minority candidates.
Linkedln is another vehicle we may use.
• CB&A Website: We will also post the recruitment on our website, www.cb-asso.com.
With our reputation, many candidates consult it regularly.
• Email. We will e-mail the recruitment profile through our listsery of almost fourteen
thousand managers and professionals who are interested in local government management
positions. One of the advantages of e-mail is that if the recipient is not interested, he/she
can easily forward the recruitment profile to someone else who may be interested.
We generally do not use local, newspapers, national newspapers or generic websites because while
they produce large numbers of applications, they generally do not produce the caliber of candidates
we are seeking. If the County wants to have ads placed in these venues, it will need to bear the
cost.
Task Four: Evaluate the Candidates
Based on our most recent recruiting efforts, we anticipate receiving resumes from forty to sixty
applicants. We will use the information we developed in Phase I to narrow the field. Selecting
strong candidates is, in reality, more of an art than a science and a mixture of in-depth research
and subjective evaluation. While we consider standard ranking factors and the elements of the job,
ultimately the most important factor is who we believe will be an outstanding fit with the County
and the community as your next County Administrator
II. Proposed Work Plan (Continued)
Specifically, our efforts will involve:
Step One. Resume Review. CB&A will evaluate all resumes and identify the eight to
fifteen candidates of the highest quality.
Step Two. Screening Interview. Our lead recruiters, and possibly other senior
representatives of the firm, will interview each of the top candidates. Using what we
learned in Phase I and our experience as managers and recruiters, as well as our unique
ability to assess candidates, we will determine whether to consider each candidate further.
Step Three. Evaluate the Best Candidates. We will conduct thorough research into the
backgrounds of the best six to twelve candidates. Specifically, CB&A will:
• Ask the Candidates to Prepare a Written Introduction: We will ask the
candidates to answer a series of questions about themselves as an adjunct to their
resumes and cover letters. By so doing, (1) the candidates can tell their story in
their own words, and balance the negativity that is so often characteristic of the
press, and (2) the County to evaluate the candidates written communication skills.
Interviews of References: We provide the candidate with the positions of the
references with whom we wish to speak. These will include current and former
elected officials, the municipal attorney, the external auditor, staff members, peers,
news media representatives, the director of the local chamber of commerce,
community activists, the Human Resources Director they work with, and others
who know the candidate. All told, the list will include approximately 20
individuals. We will also attempt to contact some individuals who are not on the
candidate's list. Typically, we reach eight to twelve people and prepare a written
approximately page lone summary of each conversation.
Legal Checks: Through our third -party vendor, American DataBank, we will
conduct the following checks: criminal records at the county, state and national
level; civil records for litigation at the county and federal level; motor vehicle
records; and bankruptcy and credit. As an aside, while only police departments
have access to the gold standard for criminal records (the NCIC data base), our
vendor has developed a very reliable substitute.
Search the Internet, Newspaper Archives, and Social Media: Virtually every
local newspaper has an electronic archive that provides stories about perspective
candidates, the issues they have dealt with, how they resolved them and the results.
These articles can also provide valuable insights into the candidate's relationship
with the public and the governing body. Of course, not all news sources are
unbiased, and we consider that in our evaluation. Further, we will review the
candidate's social media accounts.
• Verification of Education and Work History: We will verify all claimed
educational degrees as well as the candidate's work history for the past 15 years to
assure the candidate has been completely forthright.
IL Proposed Work Plan (Continued)
Candidate Disclosure Statement: We ask candidates to disclose anything
controversial in their background that we need to be aware of. While it is unlikely
that they will disclose anything we are not already aware of at this point, we believe
redundant checks are beneficial.
As part of our efforts, we will crosscheck sources, search for discrepancies, and resolve them.
When sensitive or potentially embarrassing items are discovered, they will be thoroughly
researched. Depending on what we discover, we may decide to drop the candidate or to present
them with an explanation.
Note: We firmly believe that all background work and checks should be completed
prior to presenting them to you. That way you will know the individuals you select
to interview are all top performers and do not have anything embarrassing in their
pasts that might come to light after selection. It also means that once you have made
a selection, you can move forward promptly, negotiate a contract and make an
announcement.
Task Five: Preparation and Presentation of Candidate Materials
CB&A will select six to ten candidates and present them for your consideration as finalists. We
will provide to you electronically a complete written report for each recommended candidate
which will include: the candidate's cover letter, resume, introduction, references, background
checks and internet / newspaper archive search results. A complete sample candidate report is
included as Appendix C. We will also provide advice on interviewing, a series of questions the
elected officials may wish to ask (as well as outlining some areas that it is not wise to get into),
and some logistical information.
Task Six: Finalist Selection
Approximately a week after the County has received the candidate materials, CB&A will meet
with the elected officials to discuss our findings and to select finalists (ideally five with an
alternate) to be invited to interview.
Task Seven: Notify All Candidates of Their Status
We will notify the finalists by telephone and give them the opportunity to ask additional questions.
Additionally, we will provide them with information concerning the interviews and travel if
necessary.
CB&A will also contact those not selected to be interviewed. Part of the notification will include
advice concerning their application materials, even though they were not selected to go forward,
they will have gained something valuable from participating in the process.
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IL Proposed Work Plan (Continued)
Phase IV: Coordinate the Interview Process and County Administrator Selection
Task Eight: Coordinate the Candidate Assessment Process
Prior to the interviews, we will recommend an /evaluation process including mechanisms to assess
the candidates' communication skills, interpersonal skills, and decision-making skills. Typically,
we suggest the Commission observe the finalists in three settings: a social setting (since the
selected candidate will frequently represent the County at community functions), one-on-one
interviews, and a Commission meeting.
Day #1: The finalists are given a tour of the community by a knowledgeable staff member
or resident. Communities often also include a reception with the County's senior staff at
this point.
Later, that evening, the Commission can host a reception for the candidates. The purpose
is to observe how the finalists respond to a social situation. As noted, your next County
Administrator will, after all, represent your local government in a variety of venues. It is
thus important to know how the individual will respond to your citizenry. The reception
also serves as an icebreaker whereby the Commission Members and the candidates get to
know one another informally.
Day #2: The next morning, each candidate will interview individually with each
Commission Member for approximately 40 minutes. These meetings provide you with an
opportunity to assess how the candidates might interact with you on an individual basis.
Ultimately, Administrators succeed or fail based on their interaction with the Commission
and its individual members. One-on-one interviews are an excellent way to test that
interaction.
After lunch, the Commission, as a group, will interview each finalist one at a time for
approximately 30 minutes. Part of the interviews might include a PowerPoint presentation,
so the Commission can observe the candidates' presentational skills.
We recommend you invite the finalists' spouses to the interviews, so they can become familiar
and feel comfortable with the community.
Finally, if you it would make you feel more comfortable, we can recommend several third party
management and personality assessment tools that the County can use to provide additional input.
They are available at a relatively small cost and are not included in our fee.
Task Nine: Debriefing and Selection
After the interviews are completed, we have developed a simple methodology that moves the
elected body quickly and rationally to selecting your next Administrator.
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H. Proposed Work Plan (Continued)
Task Ten: Notification, Contract Negotiations and Warranty
If requested, we will assist in the employment agreement negotiations. Generally, a member of the
elected body and the attorney conduct the actual negotiations while we provide advice and
assistance concerning the compensation package and contract. We can also take the lead role in
the negotiations if desired. We have a standard contract you are welcome to use with the selected
candidate. Your attorney, of course, will prepare the final contract. Since the basic parameters will
have been discussed with the candidates and the candidates have been thoroughly vetted, we expect
prompt agreement.
Task Eleven: Continuing Assistance
Our work is not done when the contract is executed. We will stay in touch with you and your new
County Administrator. Our goal is to be there to assist in resolving any issues that arise before they
become intractable. We simply feel it is part of our job to assure a successful relationship.
Communications: We will provide weekly reports about the status of the search, in writing or by
phone, depending upon your preference. At significant milestones we will make the reports in
person. We are also available at any time, day or night, to address any questions you have along
the way. To do so, we will provide you with our cellphone numbers and you should feel
comfortable contacting us whenever you have a question whether it is directly related to the search
or, for that matter, anything else related to local government. We are, in addition to being
exceptional recruiters, students of local government, and can often provide insights and names of
parties who have dealt a wide variety of issues, often with innovative solutions. We want to be
responsive and to assist in any way we can.
The County's Obligations
The County will be responsible for providing the facilities for the interview process, coordinating
lodging for candidates from outside the area, and making arrangements for the reception. The
County will also be responsible for reimbursing the candidates (and spouses, if invited) for all
expenses associated with their travel, meals, and incidentals for the interview process.
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IL Proposed Work Plan (Continued)
Proposed Project Schedule
The following is the project schedule we suggest for this recruitment. It can be adjusted based on
availability of the Commission.
Phase I. Needs Assessment /Information Gathering
November 30`h: CB&A begins meeting with the Commission Members and other stake
holders to understand the job and its challenges.
December 6th: CB&A submits the draft of the full recruitment profile to the County for its
review.
December 13th: County provides comments on the recruitment profile.
Phase H. Recruiting
December 16th: CB&A posts the full recruitment profile on its website and submits it to the
appropriate publications. It is also e-mailed to almost 14,000 local
government professionals.
January 6th: Closing date for submission of applications.
January 11th: CB&A reports on the results of the recruitment.
Phase III: Screening, Reference Checks and Credential Verification
February 6th: CB&A forwards its reports and materials to the County for the
recommended candidates. These will include the candidates' cover letters,
resumes and introduction as well as the results of our reference, background
and Internet/newspaper archives/social media checks.
February 13th: County selects approximately five finalists and an alternate to interview.
Phase IV. Interview Process Coordination and County Administrator Selection
February 23rd: County holds reception for the finalists.
February 24th: One-on-one and full Commission interviews and decision.
Phase V. Negotiation, Warranty & Continuing Assistance
Post -Selection: CB&A works with County representatives and the selected candidate on an
employment agreement.
-13-
III. Proposed Project Team
Project Team and Involvement
Colin Baenziger & Associates has assembled an outstanding project team to serve your needs.
Colin Baenziger will have overall responsibility for the execution of
the search. Mr. Baenziger has spent ten years local government as a
senior manager and over 30 years as a consultant. In addition to his
25 years in executive search, he specialized in operational reviews of
governmental agencies and private sector clients such as the
Recording Industry Association of America, and the Marriott
Corporation. Mr. Baenziger has a master's degree with distinction in
public administration from Cornell University's Graduate School of
Management, and a Bachelor of Arts degree from Carleton College.
He is also active in the International City Management Association
and the Florida City and County Management Association.
Lynelle Klein, Vice President for Operations, is a skilled professional
with extensive expertise in executive search. Starting as a research
assistant with CB&A 12 years ago, she has now firmly established
herself as the number two person at CB&A. Prior to joining the firm,
she worked primarily in the private sector providing financial and
administrative services. Ms. Klein has an Associate's Degree from
Brigham Young University in Rexburg, Idaho. She currently resides in
Mesa County, CO.
Stephen Sorrell, senior vice president, brings over 35 years of
management and technical experience in municipal, county, state, and
special district agencies in addition to his work with Colin Baenziger
& Associates (CB&A). Some of the leadership positions Steve has
held include serving as Executive Director, Emerald Coast Utilities
Authority in Pensacola, Florida, and as City Manager, Director of
Public Safety, Assistant City Manager, and Director of Finance, all for
Hamilton, Ohio. He is a P.E. and earned a Bachelor of Science in
Civil Engineering Degree from the University of Dayton, Ohio, and
Master of Public Administration Degree from the University of
Cincinnati, Ohio. He is a member of the International City/County
Management Association, Florida City/County Management
Association, Florida Finance Officers Association, American Water
Wastewater Association, President of the Exchange Club, President
of the Safety Council, Chairman of the Neighborhood Watch
Program, and served on the Board of Directors for Senior Services and
the Chamber of Commerce. One day, he hopes to slow down — just
not yet.
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III. Proposed Project Team (continued)
Rick Conner, Senior Vice President, has over 30 years of experience
in executive recruiting and in local government (serving as a city
manager in Florida and Texas) as well as a public works and utilities
director. That experience provides him with an excellent perspective
of the needs of local government operations and staffing. Rick earned
Bachelor of Science Degrees in Business Administration and
Engineering from the University of Missouri. He is a Registered
Land Surveyor and a Professional Engineer in Missouri, as well as a
Professional Engineer in Florida, Tennessee and Texas. In his spare
time, he invents scuba diving equipment and accessories.
-16-
IV. References
City Manager, Cape Coral, FL (population 154,300) in 2012 and 2020
Contact: Councilmember Tom Hayden 239-574-0437, or thayden(a,capecoral.net
Cape Coral is located near Florida's west coast near Fort Myers and
approximately 130 miles south of Tampa. CB&A began its work on December
15, 2011 to find Cape Coral's next City Manager. Our work included recruiting
and advertising for candidates, conducting background checks, selecting the most
qualified, recommending them for interviews, coordinating the interview process,
and assisting in the contract negotiations. Interviews took place on March 22nd
and 23rd and John Szerlag, then City Manager of Troy, MI, was selected on
March 26th. Mr. Szerlag resigned in November of 2019 and we were selected to
find his replacement. We began the search in February 2020. Mr. Rob
Hernandez (pictured), former Deputy City Manager for Fort Lauderdale, FL,
was selected in May of 2020.
County Manager, Clay County, FL (population 191,400)
Contact: Current Commission Chair Mike Cella at (904) 234-4630
(mike.cella(&claycountygov.com) or
Former Commissioner Diane Hutchings, at (904) 710-1469
Clay County is located just southwest of Jacksonville on the St. Johns River. We
have found the County's last three managers, Fritz Behring in 2005 (who left in
2010 to become the County Manager of Pinal County, AZ), Stephanie Kopelousos
in 2010 (who left to the Florida Governor's Director of Legislative Affairs in
March 2019), and Howard Wanamaker in 2019. The more recent search began
work on December 20, 2018, and included recruiting and advertising for
candidates, conducting background checks, selecting the most qualified,
recommending them for interviews, coordinating the interview process, and
assisting in contract negotiations. Interviews took place on March 22, 2019, and
the County hired Howard Wanamaker, then the Chief Strategy Office & Director
of Human Resources with Hanania Automotive. He remains with the County.
County Administrator, Flagler County, FL (population 83,000)
Contact: Former Commissioner George Hanns at (386) 931-0872
CB&A was hired in late July 2007 to find the County's next County
Administrator. Our work included searching the nation to find the right person
for the job, interviewing the candidates, conducting thorough background checks,
and recommending finalists for the county to interview. The contract was a firm
fixed fee, which included our fee and all our expenses. It also included a two-
year guarantee should the selected candidate leave for any reason. The only item
the County paid for was to bring the candidates and their spouses to the county
for the interviews. We were the prime and only contractor and did not use
subcontractors. The County selected Craig Coffey, formerly County
Administrator of Desoto County, on November 5, 2007. Mr. Coffey was asked
to leave after 11 years as County Administrator.
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IV. References (continued)
County Administrator, James City County, VA (population 70,500)
Contact: Board Chair Michael Hipple at 757-634-9895 or
michael.hipple(a,iamescitycountyva.gov
James City County has a long and storied history and is home to colonial
Williamsburg, VA. CB&A was hired in March 2014 to find the County's next
County Administrator. We were asked to search for someone knowledgeable
of local government but who specifically knew how to maximize operational
efficiency and effectiveness. Our work involved searching the nation for just
the right candidate. When we did not find just the right candidate after our first
search effort, we restarted the process. Beyond seeking the best candidates,
our work involved candidate screening, complete and thorough background
checks, and coordinating the interviews and selection process as well as
providing advice concerning the contract. On July 29th, the County Board of
Supervisors selected Mr. Bryan Hill, then Deputy County Administrator for
Beaufort County, SC. Mr. Hill was subsequently recruited away and appointed
County Executive (essentially, County Manager) for Fairfax County, VA in
2018.
County Administrator, St. Lucie County, FL (population 283,900)
Contact: Commissioner Frannie Hutchinson at 772-462-1100 or
hutchinsonf(i�stlucieco.org
St. Lucie County is located on Florida's Atlantic Coast and approximately 130
miles north of Miami. CB&A was selected in January 2014 to help find the
County's next County Administrator. Our work included recruiting and
advertising for candidates, conducting background checks, selecting the most
qualified, recommending them for interviews, coordinating the interview
process, and assisting in the contract negotiations. Interviews took place on
April 18'h and Howard Tipton, former Deputy County Administrator for
Orange County, FL, was selected. on April 22"d. Mr. Tipton will leave St.
Lucie County officially on January 31, 2023, to become the Town Manager for
Longboat Keys, FL.
County Manager, Union County, NC (population 198,600)
Contact: Former Human Resources Director Mark Watson
at (704) 283-3500, or WatsonAco.union.nc.us
CB&A was formally selected to perform the County Manager on September 7,
2010. We were asked to conduct the search extremely quickly so that
interviews could be conducted prior to the November election. We sought
candidates from around the country, performed the candidate screening and
interviews were held on October 22"d with a selection made on October 25'h.
The Commission selected Ms. Cynthia Coto, formerly the County Manager of
Volusia County, FL, and Seminole County, FL. Ms. Coto signed a contract on
October 291h and began work on November 15'h. Ms. Coto remained in her
position until she retired at the end of 2018.
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IV. References (continued)
Candidate References
While it is important to deliver what the County expects, it is also important to keep candidates informed
and to treat them with respect and dignity. Accordingly, we have provided references from four of those
candidates.
Placement
Formerly
Recruited To Be
Contact at
Dale Martin
City Manager
City Manager
(904) 557-5047
Winchester, CT
Fernandina Beach, FL, in
dmartin(a0fi.ore
September
2015
Eden
Assistant City
City Manager
(404) 683-4816
Freeman
Manager
Winchester, VA
Sandy Springs, GA
Appointed June 2014,
she left in March 2020 to
become the Deputy City
Manager for Greenville,
SC, and then returned to
Sandy Springs as the City
Manager in January 2022
Bryan Hill
Deputy County
County Administrator
(843) 368-7458
Administrator
James City County, VA
Beaufort County,
Appointed July 2014
SC
Hired as the Fairfax
County, VA, CEO in
January 2018
Chris Morrill
Assistant City
City Manager,
(843) 368-7458
Manager,
Roanoke, VA
Savannah, GA
Appointed December
2009
Hired as the Executive
Director of the
Government Finance
Officers Association
in February 2017
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V. Fee and Warranty
Fee
CB&A offers a firm, fixed price of $34,500, which includes all the expenses we will incur in the
search. The only other expenses the County will incur are those associated with bringing the
finalists (and spouses, if invited) to interview with the County (travel, meals, hotel etc.). Bills will
be rendered as the search progresses and due at the end of each Phase as indicated below:
Requested Services
Phase I: Needs Analysis / Information Gathering
$ 4,000
Phase II: Recruiting
14,000
Phase III: Screening
14,000
Phase IV: Interview Process Coordination and Selection
1,500
Phase V: Negotiation and Warranty
1,000
Firm, Fixed Fee Total*
$34,500
If the County asks us to perform work that is clearly beyond the scope of this proposal, it will be
billed at a rate of $150 per hour. No such work will be performed without your written
authorization. Please note, as previously stated, that we have never billed nor requested additional
funds beyond our originally quoted fee — even when circumstances suggested we were entitled to
them and where the work we performed extended beyond the scope of our assignment.
Warranty
Colin Baenziger & Associates offers one of the best warranties in the industry. We can offer it
because we have confidence in our work. Provided we conduct the full search (Phases I-V),
follows our recommendations, and selects from among the candidates we recommend, we warrant
the following:
1) We will not approach the selected candidate for any other position as long as the
individual is employed by the County.
2) If the selected individual leaves for any reason other than an Act of God (such as total
incapacitation or death) within the first year, CB&A will repeat the search for the
reimbursement of our expenses only.
3) If you are not satisfied with the candidates we present, CB&A will repeat the search until
you are satisfied.
4) Our price is guaranteed and will not be exceeded for any reason, even if conditions
change after the contract is executed.
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