HomeMy WebLinkAboutItem 06.kAugust 15, 2013 Item No.— k
Authorize Agreement with Springsted Inc. for Executive Search Consulting Services
Proposed Action
Staff recommends adoption of the following motion: Move to authorize a professional
services agreement with Springsted Inc. for executive search consulting services associated
with the recruitment of the position of Police Chief at a cost not to exceed $16,000.
Passage of this motion will result in Mr. David Unmacht of Springsted assisting with the
recruitment and selection of a new police chief.
Chief Thomas Vonhof has announced his retirement effective at the end of September. The
City Council has discussed and agreed upon a process of recruitment and selection of a new
Chief of Police
Staff solicited professional services proposals and received two proposals.
After review of the proposals, Staff is recommending that David Unmacht of Springsted Inc.
be selected. The fee for the services is not to exceed $14,000 plus expenses which are
estimated to be no more than $2,000.
Primary Issues to Consider
What services will be performed by Mr. Unmacht?
• What is the process for recruitment and selection of a new Chief?
Supporting Information
Staff analysis of issues
Springsted Proposal –June 28, 2013
t
Steven C Mieike
City Administrator
Financial Impact: $_16,000 Budgeted:
Related Documents (CIP, FRP, etc.):
Not es: _While not budgeted; the expenses
Y/N _N Source: _General Fund - Police
will be off-set by the Chief s position va
Staff Analysis of Primary Issues
• What services will be performed by Mr. Unmacht?
Springsted will assist in the hiring of a new Chief by performing the following services:
1. Develop a position analysis and profile of the position.
2. Identify and recruit qualified candidates.
3. Screen Applications and provide a list of top candidates
4. Perform reference checks
5. Assist in the interview process
6. Perform background checks
7. Assist as necessary in the employment offer and establishment of initial goals
Springsted also provides a guarantee if the candidate resigns or is dismissed within the first
24 months of employment, providing for another search at no cost to the City of Lakeville.
+ What is the City's process for recruitment and selection of a new Chief?
The process for the recruitment and selection of the Police Chief is as follows:
1. A search consultant will be hired to assist in the recruitment and selection process.
2. A position analysis will be conducted and a position profile will be developed.
3. The consultant will assist in the identification and recruitment of qualified
candidates.
4. The consultant will initially screen all applications and provide feedback on each
applicant for the purpose of identifying top candidates.
5. A reference check will be performed on the top candidates to learn more about
their skills and abilities.
6. A battery of interviews will be conducted on the top candidates including the City
Council, members of the various divisions of the Department, and other key non -
department staff.
7. Finalist(s) will then be scheduled for a psychological and managerial assessment
with a qualified professional firm.
8. A candidate will then be recommended by the City Administrator to the City
Council. The Personnel Committee of the City Council will provide guidance and
input throughout the process.
It will take 90 -120 days to complete the recruitment/selection process and have a police chief
selected. Given Chief Vonhof's retirement date it will be necessary to select an Interim Chief
to provide temporary leadership of the department. The selection of an Interim Chief has not
been completed but will be completed prior to Chief Vonhof's retirement.
Springsted Incorporated
380 Jackson Street, Suite 300
Saint Paul, MN 55101 -2887
Spring t Tel: 651 - 223 -3000
Fax: 651 - 223 -3002
www.springsted.com
LETTER OF TRANSNIITTAL
June 28, 2013
Ms. Cindi Joosten, Human Resources Manager
City of Lakeville
20195 Holyoke Avenue West
Lakeville, Minnesota 55044
Re: Request for Proposal to Provide Executive Search Consulting Services to Select a Police Chief
Dear Ms. Joosten:
Thank you very much for the opportunity to submit a proposal to assist in conducting an executive
search and recruitment for the position of Police Chief. Hiring a Police Chief is one of the most
important decisions a City will make. In our role as executive search consultants, Springsted is
committed to working closely with all Lakeville officials to conduct a thorough, well - executed search
that identifies qualified candidates with proven leadership and management experience.
Springsted has extensive experience conducting local government executive searches for top
administrators and department heads. Our model and business strategy is to provide you with a strong
process while remaining flexible to adapt to the City's needs and desires. We approach each search by
establishing positive and effective communication and trust with everyone. We will work hard to
understand the City's issues, challenges and future goals. We will use this information to recommend
best practices, prepare professional materials and administer effective recruitment strategies. Our work
is supported by our guarantee that is outlined in the work plan.
We understand our proposal is subject to review and discussion. We are willing to meet with you to
discuss our proposal. We Iook forward to the next steps in the process and we would greatly appreciate
the opportunity to work with you on this important decision. Please contact me at dunmacht @springsted.com
or 651- 223 -3047 if you have any questions on our proposal.
Respectfully submitted,
avid . Unmacht
Springsted Incorporated
kmd
Public Sector Advisors
City of Lakeville, Minnesota
Proposal to Provide
Executive Search Consulting Services to Select a Police Chief
Executive Search Philosophy
Our executive search philosophy begins with a clear partnership objective, which is:
To administer a participatory and interactive process that results in the best candidate for
the Police Chiefposition. We will earn your trust from our initial meetings and retain it
through the end of the search.
We will work to create an excellent partnership between all City and community officials. This
includes helping the City think strategically and deliberately throughout each critical step of the
process. This will be an important component of the early stages, as City officials work to reach
consensus on the qualities and characteristics you desire in the successful candidate. Springsted
team members will remain unbiased and fair in all communications and interactions, and will build
trust and confidence with everyone from the beginning to the end of the process.
Mr. Unmacht will begin work immediately to understand the desired qualifications for this position,
as well as understand the City's issues and priorities. We will arrange to meet with the City
Council, City Administrator and staff to discuss the City's goals, expectations and needs. We will
also meet with members of the Police Department and citizens and community stakeholders if that
is desired. We believe this is a good idea, but respect and recognize that each community is
different and we will want to explore your expectations before we finalize the process.
In partnership with City officials, we will identify best practices in the overall search process,
including compliance with applicable Minnesota laws, finalize a recruitment plan and a schedule of
all activities. The Springsted team's experience, along with our organizational development
background, will provide a solid foundation for the City of Lakeville. You will have the confidence
that we will create a strong partnership to hire the best qualified candidate for the position.
Springsted's search process is described below. We would be happy to refine this process as needed
to meet the City's goals and objectives.
1. Trust and Working Relationship— Springsted commits to meeting and exceeding the
expectations of the City from the beginning to the end of the process. We will create strong
lines of communication, be open to ideas and develop a strong partnership with the City
Council, staff and community members. Our work with the City is open and transparent.
We have a strong working knowledge of Minnesota laws that must be observed throughout the
hiring process. We make sure that the City and candidates understand how these laws affect
the hiring process. Our strong regard for conducting a process that follows the requirements
of the Data Practices Act and the Open Meeting laws is a critical aspect of our working
relationship with the City.
Springsted City of Lakeville, Minnesota. Proposal to Provide Executive Search Consulting Services to Select a Police Chief 0
2. Project Initiation --- Springsted meets with the City's representative to define working
relationships, determine preferred methods of communications and refine the project schedule.
The revised schedule is distributed to ensure that everyone involved with the search process
understands the process and schedule. We will ask and learn what role the City Council, City
Administrator and Human Resources Manager want to have and then integrate the expectations
and objectives into the process. We will also ask if the City anticipates that there will be
internal candidates; this fact may influence or shape the process.
3. Position Analysis and Profile Development — We meet individually (or collectively, if
preferred) with the Mayor and City Council members to broaden our understanding of the
position's leadership and management requirements, current issues, strategic priorities and to
identify expectations for the next Police Chief. We also schedule a series of individual and/or
team meetings with the City Administrator, and police department staff to increase our
understanding of the organizational dimensions of the Police Chief position. If desired, public
input is obtained by inviting community leaders to attend a meeting(s) to learn about the search
process and offer their perspective on desired Police Chief qualities. These meetings can be
done in one -on -one interviews or in small group settings.
Information obtained from these meetings, our review of the position description and other City
documents, is used to prepare a position and community profile. The City has experience in
using executive recruitment firms and you may already have a template or format to use; we will
adjust and modify our process and fee to be consistent with the City's expectations and desires.
We review salary and benefit information for Police Chief s in similarly sized communities and
in recent Police Chief placements to assist the City in determining any adjustments that may be
required to the salary range and employment package to ensure the position is competitive with
the marketplace. The completed profile and job announcement will be approved by the City
before recruitment begins. The position and community profile will be central to our recruitment;
as well as candidate outreach and conversations with prospective candidates about the
professional opportunities of the Police Chief position in the City.
4. Identification and Recruitment of Qualified Candidates — In consultation with the City, we will
develop a customized recruitment strategy for the Police Chief position that includes placing
job ads with law enforcement associations, such as the International Police Chiefs Association
and state chapters, particularly within our immediate region, the Police Executive Research
Foundation (PERF), FBI- LEEDA, the League of Minnesota Cities and other law enforcement
websites. We can also use LinkedIn and other sites and organizations we identify in concert
with the City. To increase the national exposure of this position, we can strategically place the
job announcement with other law enforcement agencies and associations in other states.
Our recruitment outreach strategy emphasizes personal contacts with prospective candidates.
We will contact targeted law enforcement officers and possible candidates who demonstrate
skills and attributes desired by the City. Finally, we draw upon our knowledge of qualified
Police Chief's from our database and from the professional network of our consultant team.
Each member of Springsted's project team is involved in contacting qualified local, regional
and national Chiefs many who are not actively seeking a new position, and encouraging
them to apply for this position. We are confident that the notice of this position will be
widely disseminated and well known in the marketplace.
City of Lakeville, Minnesota, Proposal to Provide Executive Search Consulting Services to Select a Po,ice Chief
Springsted sets up a special e-mail for each search and encourages an electronic submission
of applications. Applications received by mail or by fax are scanned to ensure that we have
an electronic record of all materials received. The City receives timely updates on the status
of the search.
We also maintain open and professional communication with the applicants to keep them
informed about the status of the search and their candidacy for the position and to track
developments in their job search activities.
5. Applicant Screening — Applicant screening is based on position requirements and hiring
criteria established by the City in the position description and position profile.
Once we have identified the top candidates, we ask them to complete a questionnaire that
addresses their professional and personal qualities so we can assess their fit with the
characteristics identified in the position profile. Along with substantive information provided
in the answers to the questions, we evaluate the candidates' writing and comprehension skills.
Once that is complete, we conduct telephone screening interviews with the top candidates to
expand upon each candidate's background and experience, particularly in those areas important
to the City. We determine the candidate's level of interest and motivation for seeking the
position. We identify the candidate's management and leadership style and learn about their
law enforcement career and professional expectations for the position.
6. List of Top Candidates — We meet with the City Administrator and City Council (if desired) to
present the written candidate reports and a list of the top candidates. Each candidate report
includes a summary of the screening interview and relevant information from an Internet search
and the candidate's resume and completed questionnaire. The City selects the candidates who
will be invited to interview. In a professional and respectful manner, Springsted informs all
applicants of their status in the selection process, in particular those that are not moving
forward to the interview stage.
7. Reference Checks — We contact references and provide a thorough reference outline for each
candidate participating in the interviews. It is our practice to contact at least four references per
candidate: an elected official, a professional peer, a direct report and a community member. We
believe that a more comprehensive reference profile can be compiled if we seek input from a
representative of each of these areas.
8. Interviews — We work with the designated staff to design and coordinate the interview process.
We find that each City is different, so before we organize an interview process, we meet with
the City to seek your expectations and desires. Based on City preferences, we develop a
structured interview process that maximizes the input of all participants (elected officials, staff
and community members) and we coordinate the interview schedule with the candidates. The
interview process is structured in a way that helps the City assess the candidates' experience
providing leadership and developing others' leadership skills, their ability to communicate,
their approach to resolving conflicts and making decisions, their interpersonal skills and other
preferred qualifications. We also provide a template to help the City evaluate the candidates on
an equitable basis and provide a feedback form to other participants in the interview process so
the City can consider these perspectives in its
City of Lakeville, Minnesota. Proposal to Provide Executive Search ConsuRing Services to Select a Police Chief
assessment of the candidates. We could also create a peer group interview by inviting three to
five respected Police Chief s to participate in a panel to interview the top candidates as well; we
can explore this idea in our discussions.
Mr. Unmacht will be in attendance at the interviews to provide support as needed while the
City narrows the field of candidates who could be invited to a second interview. For the second
interview we will design a different candidate engagement process.
9. Background Check, Employment Offer and Goals — We retain Richard Setter and Associates
to perform a thorough background records check, which includes state and national criminal
and civil history, driver's license review, educational verification, a credit check and a review
of social media activity. The timing is coordinated with the hiring decision and is typically
completed prior to making an offer to a candidate. To date, there has not been an ethical
issue with any Springsted placement.
We work directly with the City Administrator, successful candidate and others as designated
in the preparation of six month and one year goals. We receive input from each
independently and then work with the incoming Police Chief to prepare a list that is adopted
by the City as the six month and one year goals for the new Police Chief.
We will assist the City if desired in developing an employment offer and, if requested,
present the compensation package to the successful candidate in accordance with direction
received. This step may be undertaken by the City Administrator or Human Resources
Manager as well.
Value Added Services
Our commitment to the City does not stop after the appointment of the Police Chief. We are
available throughout the first year to facilitate a discussion about performance issues (if they arise)
and/or to assist in establishing longer term goals and objectives for the Police Chief. Short term
goals are already included in the work plan.
We will contact the City Administrator and Police Chief periodically to find out how he /she is
performing and to check in to answer questions or provide information as requested in the transition.
At the time of the hiring we will provide the City Administrator and incoming Chief with ideas on
how to successfully transition to a new position. Experience shows that involvement and
participation of the search consultant is a function of the experience, skills and background of the
newly appointed Chief.
Springsted will also perform another executive search it the new Police Chief voluntarily resigns or
is dismissed for cause during the first 24 months of employment. The guarantee search and other
ongoing services are provided at no additional cost to the City other than reimbursement for actual
direct expenses we incur.
There is only one additional step that you may want to consider and that is a psychological
assessment. The City may have a practice to conduct these or you may have had success without
using them. We can discuss their value in our early meetings. An assessment involves a battery of
Springsted
City of Lakeville, Minnesota. Proposal to Provide Executive Search Consulting Services to Select a Police Chief
psychological tests to provide a detailed and validated profile of a candidate administered by a
licensed professional. We work with a strong and reputable Minnesota -based psychological firm to
conduct these assessments. Individual psychological assessments range in price from $2,000 to
$5,000 depending upon the extent of the analysis.
Timeline
The timeline below is an illustration of a typical executive search process. The process generally
takes between three and four months to complete. All final dates and schedules will be determined
in conjunction with the City.
City of Lakeville, Minnesota
Illustration of a Timeline
E Project Milestone - - - Cellverabies w Timetine.
Notice to proceed Project initiation meeting. Assumes a July 15 start
Position review and analysis
Meet with city and community officials.
July 15 — July 26
Position Profile approved
Prepare Position profile.
Week of July 26
Prepare job announcement.
Placement of job announcement.
Recruitment and candidate
Contact with prospective candidates.
outreach
Acceptance 1 acknowledgement of
July 29 — August 26 (4 week posting)
applications.
Ongoing communication with the City.
Applicant screening
Review resumes.
August 26 — September 6
Written questionnaire to top candidates.
On -site meeting with the City.
Candidate presentation 1 selection
Identify candidates for further screening.
September 9 — September 13
Notification to applicants not advancing in the
selection process.
Detailed candidate screening
Personal contacts; reference checks; social
September 9 — September 20
media review.
Prepare interview information
Discuss interview details, times and process.
September 9 — September 13
First and second interviews
Candidate interviews, tours and open
September 23 — October 4
house /meet and greet, if desired.
Background check
Candidate background report.
Upon selection of final candidate
S t I n ` d City of Lakeville, Minnesota. Proposal to Provide Executive Search Consulting Services to Meet a Police Chief Q
_ Project Willestone -- __ D _ Tilmeline
Job Offer` ._....�...,.I Employment agreement. _ - -� ��- --� Upon completion of interviews
Projected start date I Identify start date. I First two weeks in November
First year check -ins
Ongoing follow -ups (informal and formal). I May 2014 and October 2014
Springsted's professional fee to provide the services in items 1 -9 above is $14,000. This is a
not -to- exceed fee and will not change unless additional services are requested by the City, or you
request an opportunity to discuss the fee and its individual components. Out of pocket costs for
this project include such things as position advertising (estimated $1,000 to $1,500) and
background records checks ($400 each). We work with the City to determine when to conduct the
background checks; this decision will impact the total not -to- exceed out of pocket costs. Typical
searches include only one background check and that is for the candidate that is receiving a job
offer. The individual out of pocket costs vary per search and our intent is to keep them to a
minimum. For example, we will not charge any mileage or transportation related fees from our
offices to the City. If one background check is used, the total out of pocket costs is estimated to be
less than $2,000 and the total project cost will be less than $16,000.
These costs do not include the use of psychological assessments; these would be in addition to the
base fee and general expenses.
Springsted is one of the largest and most established independent public sector advisory firms in
the United States. For more than 50 years, we have continually grown in the range of our client
relationships, the comprehensiveness of our services and our prominence within the industry.
Our managed growth is focused on providing municipal governments with a balance of national
perspective and local expertise.
Springsted is a women -owned business and is certified as a Women's Business Enterprise
( "WBE ") by the City of Saint Paul, Minnesota_ Three employee - owners lead Springsted and our
60 staff members. Our headquarters are located in Saint Paul, Minnesota, with additional offices
located close to our clients throughout the Midwest and Mid - Atlantic states. Specifically, our
regional offices include Milwaukee, Wisconsin; Des Moines, Iowa; Kansas City, Missouri;
Richmond, Virginia; Denver, Colorado and Los Angeles, California.
City of Lakeville, Minnesota. Proposal to Provide Executive Search Consulting Services to Select a Police Chief 0
Executive Search Qualifications
In just over 4 years, Mr. Unmacht has been involved either as the lead search consultant or as a
strategic advisor for over 30 executive searches. Mr. Unmacht brings an energetic perspective to
the process. He is knowledgeable about Minnesota local government and more importantly, the
City of Lakeville and the Dakota County law enforcement community.
Springsted Suppo Team
In addition to our corporate office in Saint Paul, Springsted has other upper Midwest regional offices
in Milwaukee, Wisconsin; Des Moines, Iowa and Kansas City, Missouri. We will call upon the staff
in these offices to assist in recruiting and identifying qualified candidates for the position. Our key
staff members in these offices are former local government administrators and managers that are
active in the profession, in their region and in assisting in search processes. This "bench strength"
will ensure that our recruitment strategy and results are thorough and comprehensive.
Knowledge of the City
The Springsted team brings a strong and functional working knowledge of the City. We will work
closely with city leaders to understand the City's value system and culture and commit to searching
for candidates that match the desires of the City. The City has a proud tradition and we will want to
promote and market the rich history, the present opportunities and the great potential that exists. We
anticipate that there will be strong interest in this position. At the same time, we will work diligently
to tell your story and advocate on your behalf in the marketplace of potential applicants.
Knowledge of the Profession
The Springsted team is very active in Minnesota and the Upper Midwest in executive searches.
Collectively we have over 50 years of experience in local government. We are active in the
Minnesota City /County Management Association, the League of Minnesota Cities, Association of
Minnesota Counties and other Midwest based professional management associations. We have
many contacts and colleagues in the law enforcement profession and have a strong degree of
confidence that we will identify and recruit top candidates. We will target our recruitment to those
candidates that match the needs of the City.
David J. "Dave" Unmacht
Senior Vice President and Direc of Organizational Management & Human Resources
Mr. David Unmacht is Director of Springsted's Organizational Management/
Human Resources group. Mr. Unmacht will be the lead consultant with the City
of Lakeville. He is a long time local government professional who brings a
passion and commitment to excellence in his service and relationships.
Mr. Unmacht brings more than 15 years of county administration experience,
having worked for Scott (County Administrator) and Dakota (Deputy County
Administrator) counties, Minnesota. He has also worked as City Manager in
Prior Lake and City Administrator in Belle Plaine, Minnesota. He works closely with municipal and
county governments in many different fields including organizational and leadership development,
intergovernmental collaborations, organizational reviews, executive searches, facilitation services and
strategic planning. He has a master's in Public Administration from Drake University in Iowa and a
bachelor's degree in Business Administration and Political Science from Wartburg College in Iowa.
Springsted C'.ty of Lakeville, Minnesota. Proposal to Provide Executive Search Consulting Services to Select a Police chief
Mr. Unmacht was the recipient of the Minnesota Association of County Administrators (MACA) Joe
Ries Excellence in County Management Award in 2000 and the Minnesota City /County Management
Association (MCMA) Award for Management Excellence in 2006. Mr. Unmacht is also a Credentialed
Manager with the International City /County Management Association (ICMA) and a community
faculty member with Metropolitan State University in Saint Paul, Minnesota.
Sharon G. Klumpp
Senior Vice President and Consultant
L Ms. Sharon Klumpp specializes in executive search and organizational and
r r . �' management consulting for public agencies. Ms. Klumpp worked with the
s
City on the executive search for a Parks & Recreation Director in 2012.
Ms. Klumpp has extensive government experience, having served as an
Executive Director of the Metropolitan Council — the seven - county regional
planning agency for the Twin Cities metropolitan area of Minnesota, as the
Associate Executive Director for the League of Minnesota Cities, as a City
Administrator and as an Assistant City Manager. Her private sector experience includes serving as
the chief administrative officer for the Minneapolis office of a major global engineering and design
firm. Ms. Klumpp also served as an adjunct instructor at Walden University, where she taught
public administration and organizational change in the University's School of Management. She
holds a master's in public administration from the University of Kansas and a bachelor's degree in
political science from Miami University of Ohio.
During the time our team is working with the City of Lakeville, we will not be involved in any search
that would compete for candidates with the City.
a L I
t921, �
City of Dyersville, Iowa
Police Chief (2019)
Mr. Mick Michel, City Administrator
563 -875 -7724
mmichel @cityofdyersville.com
City of Burnsville, Minnesota
City Manager (2093)
Ms. Jill Hansen, Human Resources Director
952- 895 -4471
jill.hansen @ci.burnsville.mn.us
Dakota County, Minnesota
Employee Relations Director (2012)
Mr. Brandt Richardson, County Administrator
651- 438 -4421
brandt.richardson @co.dakota.mn.us
City of St. Anthony, Minnesota
City Manager (2011)
Mr. Jerry Faust, Mayor
612 - 789 -7684
Hennepin County, Minnesota
County Administrator (2013)
Mr. Mike Opat, County Board Chair
612- 348 -7881
mike.opat @co.hennepin.mn.us
City of Racine, Wisconsin
Chief of Police (2019)
Mr. Scott Letteney, Deputy City Attorney
262 -636 -9115
jfaust @ci.saint- anthony.mn.us scott.letteney @cityofracine.org
S p r i X14 s t e d City of Lakeville. Minnesota. Proposal to Provide Executive Search Consulting Services to Se;ect a Police Chief
City of Minnetonka, Minnesota
Fire Chief (2093)
Mr. Perry Vetter, Assistant City Manager
952- 939 -8216
pvetter @eminnetonka.com
A list of municipal searches in the last 24 months for both Mr. Umnacht and Ms. Klumpp are
provided in Appendix I. This information includes names and phone numbers for contacts.
VL Sample Work Product
We can provide sample work products upon request.
S, p r I ° b s ° e d City of Lakeville, Minnesota. Proposal to Provide Executive Search Consulting Services to Select a Police Chief N
APPENDIX I
List of Municipal Searches Conducted in the Last 24 Months
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