HomeMy WebLinkAboutItem 02Lakevxl�e
Memorandum
To: Mayor and City Council
From: Cindi Joosten, Human Resources Manager
Copy: Steve Mielke, City Administrator
Date: June 16, 2®14
Subject: City Administrator Search
City of Lakeville
Human Resources
Attached are proposals from four executive search firms providing us with information
descriptions of their firms, proposed process, fees and guarantees. The Personnel Committee
reviewed this information and is recommending that Council proceed with Springsted
Incorporated.
David Unmacht has experience in both county and municipal government and has recently
assisted the Council in our search for Police Chief. His current knowledge of the city's culture
and familiarity with Lakeville's City Council and department leaders will be extremely
beneficial in providing us with candidates who meet the needs and expertise for our next City
Administrator.
Springsted Incorporated
S p r i n g o ti 380 Jackson Street, Suite 300
Saint Paul, MN 55101-2887
Tel: 651-223-3000
Fax: 651-223-3002
www.spingsted.com
LETTER OF TRANSNHTTAL
June 13, 2014
Ms. Cindi Joosten, Human Resources Manager
City of Lakeville
20195 Holyoke Avenue"West
Lakeville, Minnesota 55044-9177
Re: Proposal to Provide Executive Search Services for the Position of City Administrator
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 City Administrator. Hiring a City Administrator is one of the most
important decisions a City Council will make. In our role and partnership as executive search consultants,
Springsted is committed to working closely with all City officials to conduct a thorough, well -executed
search that identifies qualified candidates with proven leadership and management experience that
matches the needs and expectations of the City.
Springsted has extensive experience conducting local government executive searches. 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.
We understand our proposal is subject to review and discussion. Pease contact me at 651-223-3047 if
you have any questions on our proposal.
Respectfully submitted,
All -W
David J. Unmacht
Springsted Incorporated
sml
Public Sector Advisors
City of Lakeville, Minnesota
Proposal to Provide
Executive Search Services for the Position of City Administrator
I. Firm Overview and Experien .
Springsted is one of the largest and most established independent public sector advisory firms in the
United States. For nearly 60 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, Los Angeles, California and Dallas, Texas.
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
City Administrator position. We will earn your trustfrom our initial meetings through the
end of the search.
We will work to create an excellent partnership with all City officials. This includes helping the
City think strategically and deliberately throughout each critical step of the process. This emphasis
is an important component of the early stages as the City Council works 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.
Mr. Unmacht will deliberately and methodically work to understand the desired qualifications for
this position as well as understand the City's issues and priorities. We will meet with the City
Council and department leaders to discuss the City's recruitment goals and city administrator
qualifications and expectations.
In partnership with City officials, we will identify best practices in the overall search process,
including compliance with applicable Minnesota laws, finalizing a recruitment plan and a schedule
of all activities. The Springsted team's previous experience in local government, along with our
organizational development background, will provide a solid foundation for the City of Lakeville.
Our previous work and experience with the City will give elected officials and staff the confidence
needed to move forward to hire the best qualified candidate for the position.
Springsted
City of Lakeville, Minnesota. Proposal to Provide Executive Search Services for the Position of City Administrator. in
We are providing various references for you to contact. These references will give you an excellent
understanding of our executive search work. PIease feel free to contact any one of these
individuals.
City of Bayport, Minnesota
CO Administrator 2093
Ms. Sara Taylor, Assistant City
Administrator
651-275-4413
City of West St. Paul, Minnesota
City Manager 2013
Mr. John Zanmiller, Mayor
651-253-3910
City of Burnsville, Minnesota
City Manager 2093
Ms. Jill Hansen, Human Resources
Director
952-895-4471
City of Watertown, Minnesota
City Administrator 2014
Mr. Shane Fineran, City Administrator
612-207-5110
Additional Reference Information
City of Lakeville, Minnesota
Police Chief 2013
Mr. Steve Mielke, City Administrator
952-985-4403
City of International Falls, Minnesota
City Administrator 2093-2014
Ms. Betty Bergstrom, Interim Administrator
218-283-7984
City of St. Anthony, Minnesota
City Manager 2091
Mr. Jerry Faust, Mayor
612-789-7684
Mr. Mark Casey, City Manager
612-782-3311
Mr. Unmacht has also provided executive recruitment services for several department head searches
for Dakota County including Human Resources Director, Financial Services Director and
Community Services Director. For a reference on his work with Dakota County, feel free to
contact County Administrator Mr. Brandt Richardson, 651-438-4421.
In addition to the above references, Mr. Umnacht was the lead search consultant on recent County
Administrator searches including: Becker County, Nobles County, Sibley County, Beltrami
County, Cook County, Yellow Medicine County and Hennepin County in Minnesota and Jefferson
County in Wisconsin. Reference information is available if you are interested in contacting anyone
from these counties.
S p r i n g $ted Chy of Lakeville, Minnesota. Proposal to Provide Executive Search Services for the Position of City Administrator.
- III. Lead Contact Ifor the Searc'b
David J. "Dave" Unmacht
Senior Vice President and Director of Organizational Management and Human Resources
— -- -- Dave Unmacht will be in charge of the search. He is the Director of
Springsted's Organizational Management/Human Resources group.
i Mr. Unmacht brings more than 15 years of county administration experience,
f. having worked for Scott and Dakota counties, Minnesota. He has also
worked as City Manager in Prior Lake and City Administrator in Belle
I , Plaine, Minnesota. 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. He has a master's degree in Public Administration from Drake University in Iowa
and a bachelor's degree in Business Administration and Political Science from Wartburg College in
Iowa.
Qualifications
In just over five years, Mr. Unmacht has been involved either as the lead search consultant or as a
strategic advisor for over 35 executive searches. Mr. Unmacht brings a fresh and energetic
perspective to the process. He is knowledgeable about Minnesota Iocal government. Mr. Unmacht
also served as a City Administrator, so he fully understands the role and responsibilities of the
position and how it fits into a community.
Ili. Description of the Search Process
Springsted's search process is described below. We are 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 and department leaders. 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 relationship with the
City.
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.
Springsted City of Lakeville, Minnesota. Proposal to Provide Executive Search Services for the Position of City Administrator. N
3. Position Analysis and Profile Development — We meet individually (or collectively depending
upon your preference) 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 City Administrator. We also schedule a series of
individual and/or a team meeting with department leaders to increase our understanding of the
City's strengths and needs.
Information obtained from these meetings, our review of the position description and other City
documents, is used to prepare a position profile. We review salary and benefit information for
City Administrators in similarly sized communities and in recent placements to assist the City
in determining if any adjustments 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 profile
will be central to our recruitment; as well as candidate outreachr.
4. Identification and Recruitment of Qualified Candidates— In consultation with the City, we will
develop a customized recruitment strategy for the City Administrator position that includes
placing job ads with professional local government associations, such as the League of
Minnesota Cities, the Minnesota City/County Management Association (MCMA) and other
organizations we identify with the City. We will discuss whether or not the City wants to post
the position on a national level with organizations like the International City/County
Management Association (ICMA). To increase the exposure of this position, we can
strategically place the job posting with other state municipal leagues, state-wide city/county
management associations and public administration schools that are in regular contact with
alumni regarding job opportunities. We will discuss and determine the overall strategy with
you during our first meetings.
Our recruitment outreach emphasizes personal contacts with prospective candidates. We also
contact MCMA members, ICMA-credentialed managers and managers who demonstrate an
ongoing commitment to professional leadership development. Finally, we draw upon our
knowledge of qualified local government managers from our database and from the
professional network of our team.
Springsted sets up an e-mail inbox 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.
The City uses an established template for the position profile; we partner with the city staff to provide information to complete the profile.
This practice results in a reduced fee for the executive search.
Springsted
City of Lakeville, Minnesota. Proposal to Provide Executive Search Services for the Position of City Administrator
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 personal
experiences and professional expectations for the position.
6. List of Top Candidates — We meet with the City Council to present the written candidate
reports and a list of the top candidates. Each candidate report includes: 1) a summary of the
screening interview; 2) relevant information from an Internet search; 3) preliminary
confidential contacts we have with people who know the applicant; 4) the candidate's resume;
and 5) completed questionnaire. The City Council 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. First and Second Round Interviews — We work with the City Council (or the Personnel
Committee) to design and coordinate the interview process. We find that each city is different,
so before we organize an interview process we seek your expectations and desires. Based on
city preferences, we develop a structured interview process that maximizes the input of all
participants and we coordinate the interview schedule with the candidates. The interview
process is structured in a way that helps the City Council assess the candidates' ability to
communicate, their approach to making decisions, their interpersonal skills and other preferred
qualifications. We also provide a template to help the City Council evaluate the candidates on
an equitable basis and provide a feedback form to other participants in the interview process, so
the City Council can consider these perspectives in its assessment of the candidates. We know
from working with the City in the Police Chief search that the City staff will be involved in the
interview process at some point; the time and type of participation will be discussed and
explored with the staff and Personnel Committee.
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 to use.
8. Reference Checks — We contact references and provide a thorough reference outline for each
candidate participating in the second round of interviews. It is our practice to contact at least
four references per candidate: an elected official, someone who supervised the applicant; a
direct report to the applicant 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.2
9. Background Check and Employment Offer — We conduct 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 will assist the City Council in developing an employment offer and negotiate the
compensation package with the successful candidate in accordance with direction received by
the City Council. We will also develop a list of six month and one year goals for the City
Administrator. This will include information collected from City officials and incoming
Administrator.
2 The City may choose at some point to retain a licensed psychologist to evaluate the candidates. This option will be discussed in the
process; the costs for this service are not included in the work plan or W.
Springsted City of Lakeville, Minnesota. Proposal to Provide Executive Search Services for the PoShinn of City Administrator 5
City of Lakeville, Minnesota
City Administrator Search
Illustration of a Possible Timeline
The following is an illustration of a possible timeline; the actual timeline will be developed in partnership
with the City Council. In general, an executive search takes between three and four months to complete.
Project Milestone
Dei!iverables Proposed Date
_._I
Notice to proceed
June 17
• Contact with the City Council
. Contact with the department leaders
Position review and analysis
. Compensation survey of comparable June 17 — July 3
communities and recent placements
• Prepare profile
Approval of the profile and job
. Position profile
announcement
. Job announcement
Week of July 7
. Placement of job announcement
Recruitment and candidate
Contact with prospective candidates
outreach
• Acceptance l acknowledgement of
July 11— August 11
applications
j
YmApplicant
• Status reports to the City
screeningltelephone
. Supplemental questionnaire
interviews
• Begin candidate evaluation
August 11—August 22
o Written candidate resumes and
Candidate presentation/selection
questionnaires
of applicants to interview
. On-site meeting with the City Council
Week of August 25
Interview desi n
g
• Interview design, questions, schedule
Week August
and candidate assessment forms
of 25
t
• Candidate assessments completed
First and second interviews
• Consultant attendance at interviews
September 1 — September 19
• Organized and structured interviews
. Between first and second interviews for
—
References
top candidates moving to second
Between interviews
interview
Comprehensive background check
completed for finalist
• Candidate background report
Upon identification of top candidate
Springsted
City of Lakeville, Minnesota. Proposal to Provide Executive Search Services for the Position of City Administrator .-
Project Milestone --
Offer made/accepted
Projected start date
First year check -ins
Deiiverahl
• Draft employment offer and agreement
• Thank you letter to candidates not
selected
• City Administrator starts
• Action plan for a successful transition
Ongoing follow-ups (informal and
formal)
Proposed Bate
On or before October 1
On or before November 1 I
May and November 2015
4 —
Springsted's professional fee to provide the search services outlined above is $14,000. This fee
includes all trips to the City of Lakeville. This fee will not change unless additional services are
requested by the City. Out-of-pocket costs for this project include such things as position
advertising (estimated up to $1,500), and a background check for the final candidate ($400). There
will be no consulting travel expenses for the search. For the City of Lakeville, the fee and
estimated out-of-pocket costs are estimated to be no more than $15,900.
'II. Summary of Guarantee
Our commitment to the City Council does not stop after the appointment of the City Administrator.
We are available throughout the first year to facilitate a discussion about performance issues
(if they arise). We will contact the City Administrator 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 Council and incoming Administrator 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
Administrator. At times more engagement is encouraged and at times it is simply not needed.
If Springsted is hired to complete the search using all services in the work plan, we will perform
another executive search if the new City Administrator 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.
S p r i n g s t e d City of Lakeville, Minnesota. Proposal to Provide Executive Search Services for the Position of City Administrator
To: Lakeville Mayor and Council
From: Dr. Richard Fursman, Ed.D. President of Brimeyer Fursman Ilc.
Subj: Executive Search Process outline Brief
Date: June S, 2014
Thank you for the invitation to discuss executive search services as you prepare for the
hiring of a new administrator. The following outlines briefly the services we can provide to
help you through the process.
Phase J. Development of a Position Profile
1. Development of a Position Profile 1 week
A Position Profile illustrates the organization and describes the basic responsibilities and
duties of the position, reporting relationships, education requirements, and experience
necessary for satisfactory performance. The Profile serves as a consensus document for the
organization and as a recruiting tool to interest candidates in the position.
Typical Activities:
O Individual meetings with Mayor and Council, staff and other interested parties
2. Location and Recruitment of Candidates
We conduct a comprehensive program to identify and recruit candidates from comparable
organizations that have appropriate backgrounds and areas of knowledge.
3. Evaluation and Comparison
After the recruiting process is completed:
o Assess each applicants qualifications/accomplishments/suitability for the position
Narrow the initial list of potential candidates to 20, and then meet the candidates for
a one-to-one conversation
4. Progress Report (3 weeks following the close of applications)
• We highlight
o Education and work history
o Accomplishments and growth potential
o Strengths and possible limitations
• We meet with you to review the candidates (10 most qualified) in detail.
o You select the finalist candidates to interview (usually 5)
o Finalize schedule for interviews and determine interview events
Pliase 111. Credential and Background Clicc](sand e
S. Background: Conduct reference checks and verify the credentials of finalist candidates by
checking education, criminal, and credit data
6. Interviews and Selection: We coordinate all aspects of the interview process from
writing questions to scheduling, to helping with the negotiations
7. Negotiations: One of our most essential services is our participation in employment
negotiations to secure the desired candidate
8.Onboarding: Assisting the City and new Administrator begin the transition together.
9. Performance Evaluation: We will assist in conducting a performance evaluation after six
months of employment.
Fjitljv�er I'mrsman, LLC
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La�vi�e,
Proposal Outline for E-,-�,wctl live Search scr�lccs
("lly of UACV] lle. Mi Illiest llgl
City, Admims1rmol.
PROUD TO BE A
VETERAN
OWNED C,
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Bu5wws
Table of Conten
Cover Letter
2
Introduction
3
Firm Experience
3
Approach and Services Overview
4
Principles Assigned to Your Search
5
Detailed Plan of Action Steps and Services
Provided
6
Organization Review
7
Position Profile Development
7
Recruiting Plan
S
Progress Report
9
Interview Process
10
Onboardipg and Follow up
11
Guarantee
12
Sample Time Table
12
Fees and Expenses
13
Payment Policy
14
References
15
Partial List of Past Search Clients
17
BrlFursman
ImmmdCV meyer I
June 4, 2014
Mayor Matt Little
20195 Holyoke Avenue
Lakeville MN 55044
RE: Professional Services — City Administrator Recruitment
Dear Mayor Little and Councilmembers Anderson, Davis, LaBeau and Swecker:
On behalf of our team at Brimeyer Fursman, LLC, I would like to extend our appreciation for your time
and consideration to review this outline and proposal to assist you and the citizens of Lakeville in the
recruitment and selection of your next City Administrator. Picking the City's Administrator is one of the
most important functions you will undertake together. We trust our process, experience, and commitment
to you will result in the highest quality and best possible search.
I will be assuming responsibility for the search as president of the firm with 20 years of senior/city
management experience in local government and 7 years of executive search experience. Company Vice
President, Irina Fursman, will be assisting with the search with over 7 years of search experience and
extensive work in facilitation. We have conducted over 100 executive searches for administrative
positions throughout the Midwest.
We will work closely with you to understand your needs and organization culture so the individuals
recruited have the qualities and skills to be successful.
Included with this Letter of Interest are biographies, a select clients list, and an estimated timeframe to
complete the project and estimated expenses for the project and other material requested.
Thank you again for your consideration.
Very truly yours,
f
Dr. Richard Fursman Ed. D.
President
1666 Village Trail East
Suite 7
Maplewood, MN55109
For additional information about Brimeyer Fursman, please visit www.brimaroup.com
I-Aerlutive Searrh,j 2
Introduction
Statement a£ The City of Lakeville is reviewing options in preparation for the
Understanding hiring of a City Administrator. It will be the responsibility of the
consultant to manage expectations, provide expert guidance, and
take careful note of the information provided through the
individual council members and the organization as a whole.
Firm Experience Founded by Jim Brimeyer in 1991, Brimeyer Fursman, LLC is
Brief history headquartered in the Twin Cities of Minnesota. Current company
president, Dr. Richard Fursman and Irina Fursman have
Founded -199.1 undertaken scores of similar projects in Minnesota, Iowa,
Wisconsin, Nebraska, Alaska and South Dakota. During those
searches they successfully implemented recruitment strategies,
demonstrating expertise in candidate assessment and the
development of a selection process that addresses the needs of the
organization and the entire community.
Together, the team has completed over 100 management searches
in the Midwest and have assisted over 200 organizations in other
Organization Development efforts. Brimeyer Fursman, LLC is
now the industry leader in the process of "Onboarding" or
preparing the Organization and new Administrator for transition,
to ensure the best possible start. We take great care of our client's
needs and concerns not only as the process unfolds, but also
through the new City Administrator's entry and transition.
Current City Manager The firm is currently engaged in the final stage of hiring for the
,%arc% Engagements City of Independence, Iowa.
Similar Searches Richard Fursman and associates of Brimeyer Fursman, LLC have
2011-2013 conducted several hundred similar searches over the past decade;
most recently, the cities of Adel and Knoxville, Iowa; New
Richmond and Kimberly, Wisconsin; Petersburg, Alaska and
Hopkins, Medina, Edina, Forest Lake, Spring Park, Wayzata,
Olivia, Chaska, Crookston, Eagan, Vadnais Heights, Minnetonka,
Apple Valley, Lake City, Woodbury, Arlington and St. Cloud in
Minnesota.
Approach and Services Overview
Search Approach Our approach to executive search promotes maximum input from
the Mayor and Council, staff, and citizens in the search process.
We help guide the process, but you are the final authority in the
selection of candidates. We maintain continual contact with the
client throughout the search and keep the candidates informed as
the search progresses. In addition to our milestone meetings with
the Mayor and City Council, we will provide periodic updates to
keep you informed of our progress. Brimeyer Fursman is
committed to accurately portraying all candidates to the City.
Likewise, we strive to accurately represent the position to
candidates to prevent unrealistic expectations.
Scope of Services
Summary (Executive
Search)
Phase II • Place announcements
Recruibnent of Best • Direct recruiting program
Candidates • Collect and review resumes
• Interview semi-finalists/Screen and
evaluate
•
Prepare and present progress report
•
Assist elected board with the selection of
top 5 candidates for interviews
•
Personality/Mana ement Profile
Phase III •
Coordinate candidates' interviews
Interview •
Prepare schedule, questions, review
Preparations and
sheets
Event .
Monitor interviews, facilitate candidate
review session
•
Develop compensation package
•
Assist with negotiations
•
Reference checks - credential verification
— credit report — criminal checks
Phase N • Onboarding: Socialization process to
Onboarding assist new and existing leadership with
the transition to a new City
Administrator.
Follow-up Six and twelve months following the City
Administrator's start, we will assist with
conducting a full review.
ENegmED%v 'Sratvlt 1 4
Richard will be the lead
consultant on the project
and will be involved in all
aspects of the search.
Irina will assist with
interviews and fact finding.
She will be involved with
facilitation and community
contacts. She will also
handle candidate logistics
during the final interview
stage accounting for 10%
of the project.
Principles Assigned to Your Search
Dr. Richard Fursman, President: Richard joined Brimeyer
Fursman in 2007 and has conducted 100+ searches over that time
period. Richard has over 25 years of senior management
experience in local government, most recently as the City
Manager of Maplewood, Minnesota. Richard earned his
Doctorate in Organization Development as well as his Bachelor
of Arts in Economics from the University of St. Thomas and his
Master of Arts degree in Urban and Regional Affairs from
Mankato State University.
Richard is an Adjunct Faculty at the University of St. Thomas.
He was awarded the title of Credentialed Manager by the
International City/County Management Association. Richard is a
past board member of the Minnesota City/County Management
Association, a member of Rotary International, and past
President of the Minnesota Metropolitan Manager's
Association. Richard has conducted numerous strategic planning
retreats and consults with municipalities and non -profits on
reorganization and change management m the USA and Abroad.
Irina Fursman
Irina is Vice President of Brimeyer Fursman, coordinating the
design and facilitation of all the process, including the interviews
and community engagement. Irina is a nationally certified
facilitator and trainer from the Institute of Cultural Affairs.
Irina was born, raised, and educated in Russia and Ukraine where
she earned her Bachelor's Degree of Education and Masters of
Science Degree in Mathematics and Computer Science before
moving to the United States in 2002. Irina has led and facilitated
over 30 strategic planning sessions with cities and businesses.
She has worked with over 80 communities during the search
process facilitating community and staff input sessions, council
discussions, research for profile development, and assisting with
the various process logistics.
In addition to facilitating sessions, Irina also trains in the art and
science of facilitation. hina has presented nationally and
internationally on the subject of citizen engagement, strategic
planning and sustainable development.
Irina is currently a Doctoral Candidate in Organization
Development at the University of St. Thomas.
+i`i tI10.4,' Nv:LI L.11
Detailed Place of Action Steps and Services
Provided by JBrimeyer Fursman, LLC
Phase f Each search process begins with a careful assessment of the
Grganization Assessment current state of the organization. This evaluation is used when
the position profile is established to ensure applicants are screened
according to the needs and established norms of the organization.
You will be asked how much if any, change in direction is hoped
for with the new City Administrator. Candidates are screened for
fit and capacity according to your requirements discovered during
the process.
Assessment areas typically include organizational procedures,
structure, systems and policies, culture, staff capacity, leadership
and management philosophy, and previous experiences. Four
methods may be used to gather information for assessment:
1. Interviews
2. Focus Groups
3. Questionnaires
4. Review of artifacts
Employee Engaging as many stakeholders as possible in this first step of the
& Citizen Engagement process will provide an impetus for change needed and prepare the
organization for the transition in leadership.
Members of our team have extensive training through the Institute
of Cultural Affairs on facilitating community discussions. A
4 r critical success factor of the search is identifying community
priorities and the environment in which the Administrator must
function. We encourage meetings with citizens to further assess
_ the climate of the community with the use offorums and individual
interviews.
k-%6•.°illi�Y- ch � Ft
Establishing zn.d A successful search has a thorough definition and agreement by
Evaluating Expectations the Mayor and City Council on each aspect of the position.
During this initial phase, our consultants will meet collectively
and individually with the Mayor and City Council members,
Department Directors and Administrators, and key staff to learn
more about your goals and objectives. Critical factors to be
determined include position responsibility and authority; reporting
relationships; educational and experience requirements; personal
and leadership qualities; and management style. We will
carefully review your expectations and provide industry tested
feedback. We will discuss pay expectations, the available talent
pool, organization fit, and others that come up during the profile
formation.
Organizational Review An organizational review and City Administrator search should be
Coordinated with a coordinated process whose elements happen together. The
Administrator Search information from the organizational review /assessment is
essential for the successful recruitment of the new City
Administrator. The same analysis becomes the foundation for
plan of action for the new City Administrator once they start.
We will pay considerable attention to establishing organizational
goals and priorities for the position. The identification of
priorities serves a two -fold purpose: it assists the hiring authority
in developing a consensus on what is important for the
organization and it alerts potential candidates to the important
issues of the organization.
Position Profile T After drafting the Profile, we will meet with the Mayor and City
Recruiting Platform Council as a group to discuss the critical specifications of the
position. A great deal of emphasis placed on the agreement of
this analysis. Without this information, it is difficult to determine
how potential candidates will affect the City's plans and
organizational team. The final Position Profile, after approval by
the Mayor and City Council, becomes the document against
'""=F which we evaluate prospective candidates.
PHASE H
Develop and
Implement an
Approved Recruitment
Plan
Place Announcements
Recruit Candidates
Recruitment Ads
ICMA: Intematioual City
Managers Association
Gov't Jobs
Linked -W
Brimgroup Web Page
League of Minnesota
Lifies
NeighboringLeagues
The Position Profile serves as the primary recruitment tool as a
means of identifying the scope of the position and highlighting the
unique characteristics and qualities of the community. Once the
Profile is approved, we will prepare and conduct a comprehensive
program to contact candidates and determine sources of
candidates.
In addition to placing announcements in the appropriate
professional and trade journals, we will announce the position on
appropriate web sites and the Profile will be featured on the
Brimeyer Fursman web site with a link to the City of Lakeville
official web site. We will utilize our local, regional, and national
contacts to identify potential candidates. We will identify
comparable organizations where key individuals will be
contacted.
Often times we are able to identify candidates from similar
assignments who may be appropriate for the position. Sometimes
the most qualified candidates are often not in the job market
and do not respond to traditional advertising: therefore, we will
directly recruit specific individuals with established patterns of
talen4 stability, and success through direct visits, calls. and
mailings
Accept and Aclmowledge Brimeyer Fursman will take responsibility for accepting and
Applications collecting applications and acknowledgments. We will maintain
transparency and provide continual updates to the city and
candidates as each step in the process proceeds. We take great
care to treat all candidates with the greatest respect on behalf of
the firm and Lakcvillc.
Review Resumes and Following the application deadline, we will screen each
Screen Candidates applicant's experience and background against the Position
Profile. After evaluating and comparing each application, we will
' compile a list of candidates for further consideration. We will
conduct one-on-one interviews with the most promising
individuals. Our staff will make every effort to conduct face-to-
face interviews with these candidates. Our in-depth evaluation
and appraisal techniques will cover issues such as work
i experience, education, professional development and
achievement, career objectives, accomplishments, suitability, and
specific interest in the position. We will pay particular attention
to the management style that most closely reflects the needs of the
organization.
Assessment Tools
We use a variety of techniques to "discover" the candidates who
Cover letter & resume review
will have the greatest chance of success. Research shows that
Short essays on topics related
past performance is the greatest indicator of future success. We
to the position
Writing sample
spend a great deal of time reviewing the accomplishments and
Summary of accomplishments
lessons learned on mistakes with each candidate. Additionally,
Insights managementprofile
we profile management styles and capabilities of each candidate
One-on-one interviews
through testing and interviews.
360 Degree Reference Review
Full Credit ReportBrimeyer
Fursman is authorized to
Credential Check
pISCOVO
administer the Insights Discovery
0iminal Check
Pme�
Personality Profile System. The
results will cover motivation and behavior patterns, management
strategies, identification and management of conflict areas. The
City will gain insights into the strengths, management style, and
key communication styles for each finalist candidate.
Progress Report
Once interviews are complete, we will select the most qualified
TOP 10.12
individuals to present to the Mayor and City Council. We will
prepare a Progress Report that wild provide information on ten
candidattes whose backgrounds most closely meet the
requirements of the position. This Progress Report will provide
specific information on:
• Educational and work history
• Accomplishments and growth potential
* Strengths and possible limitations
• Skills and performance history related to the position
• Personality and decision making profile
We will deliver this report and personally review it with the
Mayor and City Council. Five or six candidates will be selected
for further consideration based on the review. We will propose a
schedule for interviewing the candidates and discuss the
compensation expectations of the Mayor and City Council once
the finalists are selected.
V ?x--tjli%k St'Lordl ! G-
PHASE II
Coordinate and
Conduct Mnal
Interviews
Reference and Credential
Checks
Final Interview and
Selection Process
Selection
360 Review: Prior to the interviews, we will conduct discreet
reference checks on the finalist candidates. We will talk with
peers and former associates of these candidates. We will speak
with individuals who are, or have been, in positions to directly
evaluate the candidates' job performance. We will verify the
finalist candidates' credentials through educational criminal and
Pr
edit checks.
• Resumes, cover letters, and reference reports will be provided
on each candidate prior to the interview.
• We will also provide the Mayor and City Council with a list of
suggested interview questions and evaluation forms.
• We will discuss the proposed procedures to be used in the
interview process.
Our suggested interview schedule will allow the candidates to
get acquainted with the community and community leaders
and to visit with the Mayor and City Council and the staff in
informal settings.
* We culminate the process with individual and group
interviews.
e If possible, all interviews will be scheduled within a period of
two days depending upon the desire of the Mayor and City
Council.
• A consultant will be present at each interview.
After the interviews, we will meet with the Mayor and City
Council to review the individual ratings and assist in determining
the top candidate. The consultant will assist in this process to the
extent requested by the Mayor and City Council. We take
responsibility for notifying all unsuccessful candidates each time
the candidate pool is narrowed down.
Negotlzdag Brimeyer Fursman, will take great care that the City of Lakeville
Compensation Package secures acceptance from the most desired individual. We will
participate in the final negotiations. If any concerns arise in the
final hour, by working as a third -party intermediary we can
resolve important details of the offer which may have significant
bearing on its final acceptance or rejection. We will negotiate the
terms and conditions of employment and prepare a Letter of
Agreement on behalf of the City of Lakeville with the selected
candidate.
Additionad Support • If requested by the City, Brimeyer Fursman, will act as a
Services spokesperson with the media in order to maintain the
integrity of the selection process and to protect the
confidentiality and privacy of the candidates who are not
hired.
• Family issues and dual career households are factors that
influence an individual's decision to change jobs. We
address circumstances arising from a job change including
spouse careers, real estate issues, family concerns, and
relocation details.
• After the candidate is employed, we will follow up with both
the City of Lakeville and the candidate to insure a smooth
transition and satisfactory completion of the assignment.
This follow-up contact is intended to identify potential issues
early so that adjustments can be made, if necessary.
Phase n7 Onboarding is a process focused on the integration of new
Onboardin x senior -level managers into an organization. The goal is to
for change prepare Managers to succeed in their obs as quickly as possible.
Brimeyer Fursman will meet with the directors and key staff,
Mayor and City Council and the new City Administrator to
discuss and plan for the adjustments that naturally occur during
periods of transition. This is particularly helpful to staff as they
learn to work with their new supervisor. Items covered include
effective communication, setting expectations, clarification of
' roles and responsibilities, a review of the culture and other
s 1 norms.
FOLLOW UP If requested by the Mayor and.City Council, we will assist in
Performance Review conducting a performance evaluation of the selected City
Administrator between six and twelve months of employment.
We will develop a Work Program that will contain objectives for
the City Administrator to accomplish in the ensuing six to twelve
months.
I, kL:N`lrii-,V'NUJ14:1L R Ii
Guarantee Beyer Fursman offers an 18 month guarantee on the
effectiveness of the City Administrator, provided the Mayor and
City Council and Brimeyer Fursman agree that all phases of the
process have been successfully completed. Should the Mayor and
City Council determine it necessary to terminate the City
Administrator due to failure to adequately perform the duties as
specified in the Profile and as represented by the process, we will
refill the position at no additional fee and will charge expenses
only.
Should there be substantial changes in the political situation at
the City of Lakeville and a decision is made to terminate the City
Administrator for reasons other than failure to perform the duties
as specified in the Position Profile, this guarantee is subject to
negotiations between the Mayor and City Council and Brimeyer
Fursman. Brimeyer Fursman will not recruit candidates we have
placed with your organization.
Sample Time Table Brimeyer Fursman LLC will work with the Council on the
(Subject to your ming of the search. We will work closely with you to work
needslchanges) through scheduling difficulties. The following serves as an
example that will be altered to fit everyone's schedules.
Highlighted activities require full Council participation
Authorization to proceed July 2014
Survey sent to council, community, and staff July 1
Profile Data Collection (with interviews of Council, July 15116
Community, Staff) i
Approve Position Profile
Start Recruitment
Deadline for Applications
Screen and Review Candidates
Progress Report/Select Finalists
Reference and Credential Checks
Interviews
Start of New Administrator
Onboarding Session with New Administrator and
Council
July 21
July 22
August 20
August 20 — Se
Sept 8
September
Sept 25/26
October
At start
Search Fee
Phase I Develop Position Prosle
• Meet individually with the Mayor grid City Council, Department Heads, and key staff
■ Meet with selected representatives from the community and/or conduct public forum
• Develop, present, and Position Profile
Phase H Recruit and Screen Candidates
• Place Announcements
• Direct Recruiting, Send Profiles
• Review Resumes
• Screen and evaluate candidates
Prepare and present Progress Report (progress report will be delivered in person and
contain profiles of 10-12 candidates who demonstrate the best fit. Here the council
selects the top 5 for interviews.
Phase III Interviews
• Schedule and coordinate candidates' interviews with the City
• Develop Interview questions
• Participate in interviews
• Develop compensation package
• Participate in negotiations
• Personal Management Style Profile Assessment
Expenses : Typical expenses include copies and supplies, position advertising (League Not to
Web Sites, ICMA, Minnesota City Managers Association, Linked -IN — and Mileage,
Management Profiles
$5,000
$1,500
$2,750
The expenses estimate does not include costs associated with candidates' expenses for the f nal interview
such as airfare for out of state candidates, hotels, meals and others. These expenses are influenced by the
following factors: number of candidates invited to interview, location of candidates, spouse and family
attendance, meals and hotel accommodations provided. For local candidates, the cost is typically zero.
Phase IHa. Background Check (This is done before the interview) $850 per Candidate
• Reference checks
• Credential verification
• Credit Report
• Criminal Background Report
Phase IV: Additional services after the Administrator is hired $950
Onboarding: If the council desires, we will facilitate onboarding of the new + mileage
Administrator to help clarify roles, expectations and reveal important practices of the
operation. This is done with the council and staff and is planned during the first week
or two the Administrator is on the job.
Phase V: Administrator Review: $500
+ mileage
Payment Policy: Our payment policy is one-third of the total fee due upon signing this
agreement; one-third after presentation of the Progress Report; and the balance due 10 days after
the search has successfully been completed, whether the agreement is oral or written. In the
event the City Council terminates this agreement during the search, we will retain the progress
payments to that point.
Richard Fursman, President Date
Brimeyer Fursman LLC
Mayor Little Date
City of Lakeville, Minnesota
�:M� ,9fi3€ %turch ! 1:;
Related References
City of Eagan, MN Population 65,000
Mayor Mike Maguire
Eagan Municipal Center
3830 Pilot Knob Rd.
Eagan, MN 55122
City Administrator Search
(651) 675-5048
Position Filled March 2013 Dave Osberg, from the City of Hastings
Applications Received 39
Participants: City Council, Staff, Focus Groups
Search Consultant Assigned. Richard Fursman and Irina Fursman
City of Wayzata, MN — population over 3,000 (Twin Cities Metro Area)
Mayor Ken Willcox
600 Rice Street East
Wayzata, MN 55391
952-922-5569
Position Filled (2012): City Manager (Heidi Nelson from Ramsey, MN)
Start Date April 16`h, 2012
Applications Received- 75
Participated Parties: City Council, Community Members, Business Leaders, Department
Directors
Search Consultant Assigned. Richard Fursman and Irina Fursman
City of Hopldns, MN — population over 18,000
Eugene Maxwell, Mayor
10101st St S
Hopkins, MN 55343
952-935-5270
emax33721 @aol.com
Position Filled (2011): City Manager (Mike Mornson from St. Antony Village, MN), Started
August 290', 2011 and continues to serve
Application received — 65
Participated Parties: City Council, Community Members, Department Directors
Search Consultant Assigned.- Richard Fursman
Project Manager Assigned. Irina Fursman
E%erative Starch I 1S
City of Edina, MN — population over 47,000
Scott Neal, City Manager
4801 W. 50th St.
Edina, MN 55424
952-927-8861
Position Filled (2011) — Human Resources Director, Assistant City Manager
Applications Received — 85 (HR), 130 (Assistant CM)
Participated Parties: City Manager
Search Consultant Assigned. • Richard Fursman and Irina Fursman
City of Apple Valley, MN - population over 50,000
14200 Cedar Ave.
Apple Valley, MN 55124
Tom Lawell, City Administrator
Phone: (952) 953-2504
Positions Filled (2008- 2009): Finance Director, Fire Chief, Director of Public Forks All
continue to serve the City
Participated Parties: City Council, Department Directors
Search Consultant Assigned: Richard Fursman and Irina Fursman
APPENDIX B
A Sampling of Brimeyer Fursman Ilc, Search Assignments
1. City Manager - Roseville, MN (pop. 36,000)
2. City Administrator - Lakeville, MN (pop. 23,000)
3. City Manager - New Brighton, MN (pop. 24,000)
4. City Administrator - Hastings, MN (pop. i5,000)
5. City Administrator - Cottage Grove, MN (pop. 24,000)
6. City Manager - St. James, MN (pop. 5,000)
7. City Manager - Brooklyn Park, MN (pop. 60,000)
8. City Administrator - Little Canada, MN (pop.lo,000)
9. City Manager - Hopkins, MN (pop.16,o00)
10. city Manager - Bemidji, MN (pop. 24,000)
11. City Administrator -Hibbing, MN (pop. 20,000)
12. City Administrator - Hermantown, MN (pop. 7,000)
13. Clerk/Administrator - Mounds View, MN (pop. 12,000)
14. City Administrator - Orono, MN (pop. 7,000)
15. City Administrator - South St. Paul, MN (pop. 24,000)
16. Village Manager - Village of Hazel Crest, IL (pop. 15,000)
17. City Manager - Robbinsdale, MN (pop. 15,000)
18. City Administrator - Becker, MN (pop.1,000)
19. City Administrator - Arden Hills, MN (pop.lo,000)
20. City Administrator - Sandstone, MN (pop. 2,000)
21. County Administrator - Chisago County, MN
22. City Manager - Prior Lake, MN (pop.12,000)
23. City Administrator - Luverne, MN (pop. 4,400)
24. City Manager - Columbia Heights, MN (pop.19,o00)
25. City Manager - Webster City, IA (pop. 8,600)
26. City Coordinator - Minneapolis, MN (pop 370,000)
27. City Administrator - Pipestone, MN (4,500)
28. City Administrator - Marshall, MN (pop.12,o00)
29. City Administrator - Oak Park Heights, MN (pop. 3,700)
30. City Administrator - Rosemount, MN (pop.lo,000)
31. City Manager - St Anthony, MN (pop. 8,000)
32. City Manager - Carroll, IA (pop. 8,000)
33• City Administrator - Savage, MN (pop. 12,000)
34. City Manager - Sheldon, IA (pop. 5,000)
35• City Administrator - Emmetsburg, IA (pop. 4,000)
36. County Coordinator - Benton County, MN (pop. 30,000)
37. City Manager - Mankato, MN (pop. 31,500)
38. City Administrator - North Mankato, MN (pop. ll,000)
39. City Manager - Robbinsdale, MN (pop. 14,000)
40. City Administrator - Worthington, MN (pop. io,000)
41. City Administrator - Farmington, MN (pop. 6,870)
42. City Administrator - Mounds View, MN (pop. 12,600)
43. Clerk/Administrator - Centerville, MN (pop. 2,000)
44. County Administrator, St. Louis County, MN (pop. 198,000)
45• City Administrator - Northfield, MN (pop. 15,200)
46. City Manager - Columbia Heights, MN (pop.l9,o00)
47• City Manager - Benson, MN (pop. 3,500)
48. City Manager - Storm Lake, IA (pop. 9,000)
49. City Manager - West St. Paul, MN (pop. i9,000)
5o. Coordinator - Bryant Neighborhood, Minneapolis
51. Council Administrator - Red Wing, MN (pop. i5,7oo)
52. City Manager - Maquoketa, IA (pop. 6,000)
53. City Manager - Spencer, IA (pop. ii,600)
54. City Administrator - Cottage Grove, MN (27,726)
55. city Administrator - St. Peter, MN (pop. io,000)
56. City Administrator - Minnetrista, MN (pop. 3,900)
57. City Administrator - Mahtomedi, MN (pop. 6,800)
58. City Manager - Montevideo, MN (pop. 5,500)
59. City Administrator - Charles City, IA (pop. 8,000)
6o. City Manager - West Liberty, IA (pop. 3,000)
61. City Administrator - Mora, MN (pop. 3,000)
62. City Administrator - Baxter, MN (pop. 4,800)
63. City Administrator - Waukee, IA (pop. 3,500)
64. Clerk/Administrator - St. Joseph, MN (pop. 4,500)
65. City Administrator - Sauk Rapids, MN (pop. io,000)
66. City Administrator - Park Rapids, MN
67. City Administrator - Dyersville, IA (pop. 3,800)
68. City Administrator - Fergus Falls, MN (pop. 13,000)
69. City Manager - Brookings, SD (pop.18,000)
70. City Administrator - West Burlington, IA (pop. 3,000)
71. City Administrator - Wayne, NE (pop. 5,000)
72. County Administrator - Becker County, MN (pap. 30,000)
73. City Administrator - Sauk Centre, MN (pop. 3,800)
74. City Administrator - Mounds View, MN (pop. 12,900)
75. City Administrator - Shorewood, MN (pop. 7,000)
76. City Administrator - Andover, MN (pop. 25,000)
77. City Administrator - Waconia, MN (pop. 6,000)
78. City Manager - New Ulm, MN (POP. 14,000)
79. City Administrator - East Grand Forks, MN (pop. 8,000)
80. City Administrator - Stillwater, MN (pop.16,000)
81. City Administrator - Farmington, MN (pop. io,000)
82. City Administrator - Minnetrista, MN (pop. 4,400)
83. City Administrator - Lake City, MN (pop. 5,000)
84. City Administrator - Sartell, MN (pop. io,000)
85. City Manager - Moorhead, MN (pop. 32,000)
86. County Administrator ❑ Rice County, MN (pop. 57,000)
87. City Administrator — Northfield, MN (pop. 17,500)
88. city Administrator — Austin, MN (pop. 23,000)
89. City Administrator — South St. Paul, MN (pop. 20,167)
9o. City Administrator — Newton, IA (pop.16,000)
9i. City Administrator — Mahtomedi, MN (pop. 8,000)
92. City Manager — West Liberty, IA (pop. 3,300)
93. City Administrator — Lake Elmo, MN (pop. 7,387)
94• City Administrator — Melrose, MN (pop. 3,150)
95. Village Manager — Village of Shorewood, WI (pop. 12,000)
96. City Manager — Manchester, IA (pop. 5,000)
47. General Manager — Lake Panorama Association, IA
98. City Manager — Knoxville, IA (pop. 7,73o)
99. City Manager — Yankton, SD (pop.14,000)
100. City Administrator/Clerk — Cresco, IA (pop. 4,000)
101. City Manager/Public Works Director - Denison, IA (pop. 7,340)
102. City Manager — St. James, MN (pop. 4,700)
103. City Clerk -Administrator — Stewartville, MN (pop. 5,650)
104. City Manager — Bemidji, MN (POP. 13,000)
105. City Manager — Cedar Rapids, IA (pop. 120,000)
x06. City Administrator — Ottumwa, IA (pop. 25,000)
107. City Administrator — Mason City, IA (pop. 29,000)
108. City Administrator — Worthington, MN (pop. 11,300)
109. City Administrator/Clerk — Maple Plain, MN (pop. 2,100)
i1o. County Administrator — Yellow Medicine County, MN
iii. City Administrator — Lake Elmo, MN (pop. 8,000)
112. City Administrator — City of Minnetrista, MN (pop. 5,542)
113. City Administrator — Staples, MN (3,100)
114. City Administrator — Arlington, MN (pop. 2,100)
115. City Administrator —Olivia, MN (2,570)
116. City Manager — Spencer, IA (pop.11,317)
117. City Administrator — Detroit Lakes, MN (pop. 8,300)
118. City Manager — Moorhead, MN — (pop. 34,244)
119. City Administrator — Osseo, MN — (pop. 2,500)
120. City Administrator — Owatonna, MN — (pop. 24255)
121. City Administrator — Gaylord, MN (pop. 2,293)
122. City Administrator — City of New Prague, MN (pop. 6,787)
123. City Administrator — City of Rosemount, MN (pop. 22,397)
124. city Administrator — Kenyon, MN (pop. 1,696)
125. City Manager — City of Canton , SD (pop. 3,110)
126. City Manager -- City of Aberdeen, SD (pop. 25,000)
127. City Administrator — City of Newport, MN (POP. 3,565)
128. City Administrator — City of Hermantown, MN (pop. 9,192)
129. City Administrator — City of Barnesville, MN (pap. 2,200)
130. City Clerk/Administrator — City of Caledonia, MN (pop 3,000)
131. City Manager — City of Albert Lea, MN (pop 18,000)
132. City Administrator — City of Arden Hills, MN (pop io,000)
NON-PROFIT
1. Executive Director - Urban Concerns Workshops
2. Executive Director - Minnesota State Council on Disability
3. Executive Director - Local Government Information Systems
4. Manager, LRT Development - Regional Transit Board - Twin Cities
5. Executive Director - Cold Weather Resource Center
6. Executive Director - Minnesota Chiefs of Police Association
7. Executive Director - North Suburban Cable Commission and Access Corp.
8. Executive Director - League of Minnesota Cities
9. Executive Director - Family Violence Network
1o. Executive Director - Southwest Minnesota Initiative Fund
11. Executive Director - PossAbilities of Southern Minnesota
12. Executive Director - Metropolitan Library Services Agency
13. Executive Director - Blue Earth Economic Development Authority
14. Executive Director - St. Cloud Housing and Redevelopment Authority
15. Executive Director - East Central Solid Waste Commission
16. District Administrator - Minnehaha Creek Watershed District
17. Library Director - Carver County
18. Center Administrator - Consolidated Public Safety Answering Point
19. Director of Finance and Administration - Lincoln Pipestone Rural Water Assoc.
20. President/CEO - Sheriffs Youth Programs of Minnesota
21. Executive Director - Dakota County Communications Center, MN
22. Executive Director - Rice Creek Watershed District
23. Assistant Finance Director, Detention Center -- Steele County, MN
24. Chief Operating Officer - Senior Community Services, Twin Cities Metro
25. Executive Director - Dakota Communications Center, Dakota County MN
PRIVATE SECTOR
1. Senior Account Manager - government leasing corporation
2. Senior Design Engineer and Production Manager - sign manufacturing company
3. Transportation Engineer - engineering consulting firm
4. Urban Planner - engineering consulting firm
5. Senior Engineer - engineering consulting firm
6. Manager of Administrative Services - architectural firm
7. Senior Associate - engineering consulting firm
8. Electrical Engineer - industrial engineering firm
9. Marketing Manager - architectural firm
1o. Marketing Coordinator - architectural firm
11. General Manager - Minnesota Valley Country Club
j DAVED
r ASSOCIAaMS
June 6, 2014
Cindi Joosten
Human Resources Manager
City of Lakeville
203.95 Holyoke Ave.
Lakeville, Minnesota 55044.
Dear Ms. Joosten,
Faribouit Office:
1327 Merrywood Court
Faribauit, MN 55021
(612) 920-3320x109 I fait: (M) B05-2375
gary&aviddrown.com
www.daWddrown.com
David Drown Associates is pleased to submit a proposal to conduct the Administrator search for
the City of Lakeville. Our firm recognizes the importance of this decision and will help the City
Council meet all their expectations from start to finish. Our goal is for our clients to be
completely satisfied with our work and with the outcome of our efforts.
We have recently completed searches for the City of Madison Lake, the City of Winsted and for
Sherburne County and are presently conducting a search for the City of Northfield, which will
be completed in early July. We look forward to bringing our common sense approach to assist
the City of Lakeville as well.
Attached to this letter is our proposal to assist the City of Lakeville with this search. This
represents a comprehensive search package, but if the Cit desires something less
comprehensive, other service options could be put together upon request. Our priority is to
individualize the service to best meet your needs.
The attached proposal includes several elements that set us apart in our approach to providing
this service. Highlights include:
Communication: We will be on site 5-7 times throughout the search process and will
provide weekly email updates to the Council throughout the process.
fl Adherence to deadlines: When the Council adopts a timeline, we will meet it.
® Background check process: Instead of doing comprehensive background checking on a
single finalist, we do comprehensive background and reference checks on all finalists
interviewed by the Council.
® Work Personality Inventory: Each finalist will receive a Work Personality Inventory and
the Council will receive a full report on each person.
o Our approach is fresh and uniquely focused on meeting your individual needs.
I look forward to meeting with the Mayor and City Council to discuss the proposal and if
selected, I could begin work on this immediately.
Sincerely,
ry
GaAssociate s,
Attachment
wnowm V127M
P- Enowiq
ABBOCMAaSS MmkmNswn
David Drown Associates MmIduMmwn-M
am
Proposal for the City of Lakeville Administrator Search
June 6, 2014
City of Lakeville Mission
"The City of Lakeville provides the foundation for healthy neighborhoods and successful
businesses by investing In comprehensive planning high-quality and efficient services,
citizen participation, and effective partnerships."
CONTENTS OF PROPOSAL
Description of Firm Search Process Details
Approach to Search References
Service Team Fee
Outline of Search Process Assurance
DESCRIPTION OF THE FIRM
For 17 years, David Drown Associates (DDA) has provided Financial Solutions, Tax Increment Financing,
Economic Development, Strategic Planning, Executive Searches and other services to cities and counties
throughout Minnesota. With over 250 focal government clients, we have a deep understanding of the
workings of local government in Minnesota, and significant expertise in communities outside of the
Metropolitan area. DDA is currently assisting the City of Northfield with a search for an Administrator
and in the last several months, DDA completed Administrator searches for Madison Lake, Winsted and
Sherburne County.
APPROACH TO THIS SEARCH
Our approach to conducting this search for the City of Lakeville is a simple one in that we want to find
the best fit for the City. This is accomplished first and foremost by listening to what you are saying,
understanding your goals and objectives and building the search process off that foundation. We
comprehensively advertise the position and make sure the posting gets into the hands of prospective
candidates. In some cases, those persons are not active job seekers, but we will make every effort to
find those folks through direct outreach efforts.
After the posting closes, an analysis of candidates will be completed so that when the semifinalists are
presented to the City Council, you will be confident that these people are the best matches from the
submitted applications. All finalists will be fully vetted so all the necessary hiring information will be
available prior to making a decision. Communication with the City Council is a high priority, so in
addition to Gary Welers being on site regularly, the City Council will receive weekly email updates and he
will always be available for questions.
1
City of Lakeville Administrator Search Proposal
tomm,
SERVICE TEAM
Gary Weiers
Our team will be led by Gary Weiers. He joined DDA in 2013 after completing over 20 years of county
government management experience, the last 11 years as County Administrator in Rice County. Prior to
becoming Administrator, Gary served as the Social Service Department Director in Rice County and
worked as a Social Service Supervisor in Mower and Sherburne Counties.
Gary received his Bachelor's Degree from the University of St. Thomas and has honed his skills by
working his way up from an entry level social worker position to be the head of a $50 million
organization with over 350 employees. Having lived and worked near Lakeville for many years, he
understands the needs of the community. This perspective, coupled with the experience of working his
way up the organizational ladder, separates DDA from other service providers.
Gary will be assisted by associate Shannon Sweeney and
firm president David Drown, but the vast majority of work
will be directly performed by Gary. It is likely that Gary
will be the only member of the firm that you will see and
you will see plenty of him.
Since joining the firm, Gary has completed Administrator
searches for the cities of Madison Lake and Winsted,
Sherburne County and is presently assisting Northfield.
"Gary Weiers has done a fantastic}ob for
us. He communicated with us
throughout the process and kept it
moving JbrwanL Garyfit in with our
culture immediately and helped make
this very importantprocess fan."
Steve.Stotft
Mayor of Winsted, MN
Shannon Sweeney
Shannon Sweeney has been with DDA for 13 years and has worked with dozens of cities and counties
throughout Minnesota on executive searches, economic development, finance and strategic planning.
Shannon is officed out of Waconia and has clients all over Southern Minnesota. Shannon will assist Gary
by providing professional feedback and consultation from start to finish.
David Drown
David Drown is the President of DDA and founded the company 17 years ago to provide �j wide array of
services in a cost effective, efficient and professional manner. David has worked with hundreds of
municipal clients in his career, and as a result, will help insure that this search process meets the needs
of the City of Lakeville. David remains directly involved in day to day company operations and will lend
professional assistance where necessary throughout the search process.
DDA was founded to enhance the quality of services to municipalities in Minnesota. If DDA is selected to
conduct this search, the City of Lakeville will receive the most comprehensive and highest quality service
available.
2
WFM
City of Lakeville Administrator Search Proposal )VIMMIRUMN
OUTLINE OF SEARCH PROCESS
This outline is tentative. The final timeline will be determined after the City Council's decision to proceed.
Decision by City Council to
• City Council reviews semifinalists and selects finalists for
September 2, 2014
June 16, 2014
proceed
* Notification of candidates not selected as finalists
Information gathering
•
Meet individually with City Council members
July 10, 2014
finalists selected foro
•
Meet with Department Heads in a group session
interviews
o Sex offender registry
•
Gather all pertinent background information
r o Social security number verification
Review of position
•
Gather salary information and review job description
References on all finalists
DDA will conduct reference checks with current and former
Develop position profile .,.
July 10, 2014
Approve position profile
a
City Council approves profile and hiring process
July 15, 2014
Candidate recruitment
•
Post position immediately upon approval of profile
July 16 -August 12, .
Presentation of finalists
•
Comprehensively advertise
2014
• Summary of references
•
Email and phone_ calls to prospective candidates
• Results of background checks
Screening of applicants
•
DDA will review and rank applicants based on job related
August 13, 2014
* Resume, etc.
criteria and select semifinalists
Initial interview by DDA
*
DDA will conduct initial phone or video conference
August 27, 2014
interviews of semifinalists
Selection of finalists
• City Council reviews semifinalists and selects finalists for
September 2, 2014
interviews
* Notification of candidates not selected as finalists
Background check of all
* Includes:
September 17, 2014
finalists selected foro
Criminal background: county, state, national, ' Z
interviews
o Sex offender registry
r o Social security number verification
'
o Employment and education verification
References on all finalists
DDA will conduct reference checks with current and former
September 17, 2014
employers on all finalists
Personality inventory
_
DDA will administer a work related personality inventory to ;..
September 17, 2014
all finalists
Presentation of finalists
DDA will present the Council information including:
September 19, 2014
• Summary of references
• Results of background checks
• Personality inventory report
* Resume, etc.
Interviews
Decision
Offer and
Projected
Follow up
start date
• It is recommended that Interviews be at a special September 24-25,
meeting 2014
• Preparation of interview questions
® DDA will be present at all interviews and other.functions
such as a meet and greet
City Council will select candidate for offer
DDA will negotiate agreement and send letter to candidate
New City Administrator begins
DDA will follow up periodically with the new Administrator -
3
City of Lakeville Administrator Search Proposal
September 25, 2014
September 26, 2014
October 27, 2014
October, 2015
0 xuwm
�wN
wseocra w
DETAILS OF SEARCH PROCESS
Step 2: Information Gatherina
DDA will meet individually with each City Council member to gather information about
administrator attributes, organizational goals and other priorities. We will then facilitate a group
meeting with Department Heads to hear their input about candidate skills and abilities. At the
same time, the job description will be reviewed and we will gather relevant comparative salary
information for consideration by the Council.
Step 2: Development of Position Prole
Based on the direction received from the City Council, DDA will develop a professional position
profile that is customized to present the City of Lakeville in the most positive manner. A draft
will be presented to the Council for consideration and approval prior to advertising.
Step 3: Advertisement and Recruitment
DDA will comprehensively advertise the position and make direct contact with possible
candidates who are not active job seekers. Some of the places the position will be advertised
include. League of Minnesota Cities, International City/County Management Association,
Minnesota Association of City/County Managers, Association of Minnesota Counties and
municipal associations in Iowa, Wisconsin, North Dakota and South Dakota. Regular
communication with candidates will occur throughout the process.
Ste 4: Initial Screenina and Review
DDA will complete a comprehensive analysis of every application received and determine
semifinalists based on job related criteria. DDA will then conduct an initial phone or internet
interview with the semifinalists and present an interview summary along with all application
information to the City Council for selection of finalists to be interviewed. At this point, those not
selected as finalists will be notified by DDA.
steps. Selection
After the Council selects finalists, DDA will complete a comprehensive background screening
including criminal history, employment history, verification of education, driver's license review,
credit check and other items. Along with background checking all finalists, we will check
employment references on each person.
Simultaneously, we will administer a work oriented personality inventory that assesses individual
characteristics that are likely to influence work behaviors. This information can prove very
helpful in determining the right fit for the City of Lakeville.
Prior to the final interview, the Council will receive a report including resumes, summary of initial
interviews, background check results, reference information, and a work personality report.
4 rwvP«
}+CitY of Lakeville Administrator Search Proposal
Carly in the search process, DDA will discuss possibilities for community involvement through a
meet and greet event or other options, and if such events take place, they will be coordinated
with the final Council interviews.
Prior to interviews, DDA will prepare questions and participate fully in all interviews and other
activities the Council determines appropriate. Our goal is to make the process smooth and
painless so the Council can focus all its energy on finding the right person for the job.
steps. Offer
After interviews are complete, we will assist the Council with deliberations and facilitate the
offer to the selected candidate. We will negotiate the terms with the candidate based on the
parameters established by the Council. After acceptance, DDA will send the selected person a
letter outlining the terms of employment.
Step 7. Follow up
If requested, DDA will assist the new Administrator in establishing position priorities with the
City Council. In addition, we will make periodic contact with the new Administrator for at least
the first year of employment.
Steve Stotko
Mayor, City of Winsted
Phone number: 320-485-2366
Email: 5totkoRyin tsted.mnmus
Felix Schmiesing
Commissioner, Sherburne County
Phone number: 763-765-3001
Email:
REFERENCES
FEES
Galen Malecha
Commissioner, Rice County
Phone number: 507-645-6041
Email:
John Howard
Council Member, City of Madison Lake
Phone number: 507-243-3854
Professional fee of $14,000
This all inclusive fee covers professional services and all expenses including travel, advertising,
personality inventory, etc.
ASSURANCE
If during the first 18 months of employment the City Council dismisses the newly appointed
Administrator, DDA will complete another search without cost to the City of Lakeville.
5
City of Lakeville Administrator Search Proposal
J
aEXECUTIVE
SEA.C.
PROPOSAL
CITY OF LAKEVILLE
June 6, 2014
Ms. Cindi Joosten
City of Lakeville
Director, Human Resources
20195 Holyoke Avenue
Lakeville, MN
Dear Cindi:
Thank you for the opportunity to propose for the City Administrator search for the City of Lakeville.
M&A Executive Search, LLC is a firm with over 34 years of combined executive search experience and
many years of experience placing City Managers with cities like Eden Prairie. In this proposal we will
describe our firm, process, fees and guarantees. Our proposed timeline (see attached) for this search is
90 days.
M&A Executive Search, LLC was formed in April 2008 when the two partners of one of the area's most
respected executive search firms, Sathe Executive Search, started their own firm. M&A Executive
Search, LLC specializes in executive management searches for non-profit and for-profit organizations.
Together the partners of M&A Executive Search, LLC have over 34 years of industry experience. We
have served the City of Blaine, City of Eden Prairie, City of Hugo, City of Chanhassen, City of Bemidji, City
of Rosemount, City of Lakeville and 'many 'other cities over the years for City Manager & City
Administrator searches.
M&A Executive Search, LLC accepts no more than three active searches per partner at a time, ensuring
you the fastest possible search process. We only accept one search of a kind at a time and two of our
partners will be assigned to your search. We have extensive research capabilities and experience for
City Administrator searches. All candidates developed for this search will be for the exclusive review
and consideration for the City of Lakeville City Administrator search.
We are a retained executive search firm and all candidates, regardless of the source, will be interviewed
first by M&A Executive Search and have their references checked before review by the City. We are
retained for the entire process and our fee is owed in stages based on performance. We will continue
the search until a candidate is hired, at which time the final payment is due.
Page 2 of 5
STEPS WE WILL FOLLOW IN THE SEARCH
FOR A CITY ADMINISTRATOR
FOR THE CITY OF LAKEVILLE
ASSESSING THE OPEN POSITION, ORGANIZATION, AND ITS CULTURE
The first step in any successful search is gaining a complete understanding of our client's open position,
its organization and culture. In order to do so we:
1. GAIN AN UNDERSTANDING OF YOUR NEED: Meet with the City Council of the City of
Lakeville to begin to understand what you're looking for in your next City Administrator.
2. ASSESS THE CULTURE. We will visit with you and your search committee, in person, to
learn about the culture of the City, Council, and management team; and the sub -culture
in which the successful candidate will be working.
3. SURVEY DEVELOPMENT AND ADMINISTRATION: We will design a custom survey that
the search committee will complete to help us identify key attributes of the search. This
tool also helps us gain consistency among the search committee with regards to what
we are looking for in a successful candidate. For example, some committee members
may say 'experience in managing growth is most important' while others may say
'ability to manage staff and keep the council informed is most important.' This tool will
help us early in the process to define the important qualifications of your search.
4. POSITION PROFILE DEVELOPMENT With all the information gathered above we will
develop a Position Profile. This profile will include a detailed summary of the City of
Lakeville, a position overview, reasons why someone will have interest in this position,
the qualifications, the reporting relationships, and the position's key metrics of
successful performance.
DEVELOP AND INITIATE A SEARCH STRATEGY
Page 3 of 5
1. TARGET DEVELOPMENT AND SOURCING CANDIDATES. • We will develop a target list of
cities where potential candidates are currently working and start contacting the city
managers & administrators about your search. We will also ask you for "off-limits"
people whom we should not contact in order to protect existing relationships.
Our targets will include but are not limited to:
A. Identifying and accessing candidates through our extensive data base system
B. Direct sourcing from other cities and counties in MN, then WI, SD, ND & IA; then
continuing throughout the Midwest and USA if directed by council
C. Associations like the league of MN Cities and ICMA
D. Appropriate school alumni who specialize in MA programs in urban planning,
public administration and public policy
E. Online sourcing of passive candidates and online advertising
F. Internal and external researchers may assist in the search to generate names
2. PROGRESS REPORT.- After approximately 20 working days we will provide a progress
report to present our search status/market survey. At your request we will provide a
search status each week thereafter. This report will provide a confidential and brief
summary of those contacted and their interest level, a survey on their salaries, current
status and feedback on the City's reputation in the marketplace.
3. C4NDIDATE INTERVIEWS WITH THE CITY OF Lakeville:
A. After approximately 20 working days we will begin presenting candidates to be
considered, and our recruiting efforts will not stop until the search is completed.
We will make every effort to meet all candidates in person that we've presented
including, with your approval, flying to meet candidates in person and/or
conducting video conferences.
B. Each candidate presented to the City of Lakeville and will include a resume and
candidate profile. The profile will summarize why we think they are a qualified
candidate, why they are interested, their accomplishments, their compensation
and their availability for making a change.
C. Your search committee will choose the candidates they'd like to interview and
we will arrange the interviews.
4. REFERENCE AND BACKGROUND CHECKING.•
A. We check references twice: Initially before we present them and when they
become a finalist candidate, we will also conduct a 360 -degree reference check
with supervisors, peers, subordinates and community leaders.
Page 4 of 5
B. We also do a comprehensive internet search and check their background in
terms of lawsuits, articles written, negative press and social media activity.
C. At your approval we will contract with an outside vendor who will conduct
background checks including, criminal, credit, degree checks and Department of
Motor Vehicle (driving record checks), among others. This is done only for the
final candidates.
5. PSYCHOLOGICAL ASSESSMENT., We offer online psychological assessment through our
assessment partner, Profiles International. You may also choose to hire an outside
assessment firm to conduct an additional assessment.
6. FACILITATING THE OFFER: We will facilitate the negotiations of the offer with the City of
Lakeville and the chosen candidate.
7. Culture Assessment: We offer a proprietary culture assessment for your city and for the
final candidates to ensure a cultural fit for your team and the hired candidate.
8. EXECUTIVE INTEGRATION: M&A Executive Search is committed to ensuring that the
candidate you hire is as successful as can be with the City of Lakeville. We work with
several partner organizations that offer Executive Integration programs designed to
ensure a smooth integration of the new City Administrator with the council, staff and
community leaders. This service is offered as part of our fee for the first month of the
integration of the new city administrator with the City. After that point, the City may
decide to engage the provider an additional cost if there is mutual value.
9. FOLLOW UP: After approximately 30 days and every 60 days thereafter during the first
year we will follow up with the City Council and the candidate to help ensure a
successful hire for the City of Lakeville. If there is a concern about expectations not
being met we will facilitate a discussion to reach mutual agreement and realignment of
goals and expectations.
FEES AND GUARANTEE
M&A Executive Search, LLC accepts only retained searches. Our standard fee is based on one-third of
the selected candidate's first year annual compensation plus expenses, and is paid in three payments.
For this search for the City of Lakeville, we propose a flat fee of $30,000 plus expenses not to exceed
$750.
We will invoice in three equal amounts of $10,000 each:
• The first invoice initiates the search
• The second invoice is sent after 30 days when candidates are presented, plus expenses incurred to
that point. Invoice terms are Net 10 days.
• The final invoice plus remaining expenses when the offer is accepted. Invoice terms are Net 10 days.
Page 5 of 5
If the selected candidate leaves or is terminated within a period of two years, M&A Executive Search,
LLC will refill the position at no additional charge except for expenses.
We look forward to the prospect of working with you and the City Council of the City of Lakeville on this
extremely important and integral search for the City. Greg Albrecht will be the lead consultant on the
search and will commit at least 33% of his time to this search. Albrecht will be assisted by Chandler
McCoy, our President and Co -Founder. We will not accept another City Administrator or Manager
search that would compete with candidates for this search until this search is successfully completed.
Attached is a detailed account of our process which has a success rate of 95%, a listing of some of the
city searches we have done, relevant references for your review and our Bio's. If this proposal is
acceptable to the City, please sign, date and return this agreement with the first payment of $10,000 to
engage our search. Please let me know if you have any questions or need additional information. We
are ready to start immediately and we are extremely excited about working with the City of Lakeville)
Best regards,
CiregAU), -echt
Executive Recruiter
Founder & Managing Partner
M&A Executive Search, LLC
Agreed to by:
Cindi Joosten Date
Director, Human Resources
City of Lakeville
ChaAdler MCCay
President & Founding Partner
M&A Executive Search, LLC
M &A Executive Search a 5821 Cedar Lake Road So. • Minneapolis, MN 55416 -Tel, (952)545-6980- Fax (952) 525-1088 ° www.maexecsearch.com
EXECUTIVF,
-m-- S EA.C.
NONPROFIT SEARCH EXPERIENCE
(PARTIAL LIST)
Company
Giant Screen Theater Association
Minnesota Plumbers Association
TIES (Technology Information Education Services)
Minnesota Association of General Contractors
University of Minnesota - Alumni office
The Center for Rural Policy and Development
Calvin Academy
Minnesota Broadcasters Association
Multiple City Administrator Positions
*Lakeville, MN
*Chanhassen, MN
*Rosemount, MN
*Eden Prairie, MN
*Blaine, MN
*Little Falls
City of Elk River
City of Waite Park
City of Northfield
City of Edina
Position Filled
Executive Director
Executive Director
Executive Director
Executive Director
Communications Director
Executive Director
Headmaster
President
City Manager/Administrator
Community Development Dir.
Police Chief
Director Public Works
Director Community Dev.
Director Library Services
Director Public Works
City Engineer
Director IT
Environmental Engineer
EXECUTIVE
SEARCH'------
Why
EARCH'-_-
Why Choose M&A Executive Search?
M&A Executive Search is dedicated to helping leaders in city government grow, transition, and
prosper. It's this commitment to the industry that sets M&A apart from the competition and
prepares our clients for unparalleled success.
History
M&A Executive Search was formed by Greg Albrecht and Chandler McCoy in 2008, after serving
over 10 years with one of the area's most respected retained search firms, Sathe Executive
Search. Together Greg and Chandler have over 30 years of executive search experience
including extensive experience placing executives in Director, City Administrator & City
Manager level positions.
Commitment
Our firm limits the number of searches accepted at one time to give each client the attention
they deserve, never assigns junior staff to a search, provides executive integration services
after placement, and offers a two-year guarantee.
Excellence
Our Profitable Search Process features customized assessment tools which help us gain a better
understanding of your city's culture and hiring requirements. As a result, M&A's success rate is
95%!
Integrity
M&A's 360 -degree reference checks and status reports provide honest, focused feedback and
engage clients in the search process. Moreover, 90% of our clients are referrals or return
clients, which is a testimony to our firm's service, commitment, and excellence.
Making a Difference
M&A's employees volunteer a considerable amount of their time and expertise to charitable
causes and non-profit organizations including: Big Brothers / Big Sisters, Boy Scouts of America,
Memorial Blood Centers, Rotary Club, Bolder Options, A Better Chance Foundation and Junior
Achievement. We have a passion for helping today's youth become tomorrow's leaders.
M&A Executive Search ^ 5827. E. Cedar Lake Road S. ° Minneapolis, MN 55416 • Tel. (952) 545-6980 ° Fax (952) 525-1088 - www.maexecsearch.com
EXECUTIVE
1— m__ SEAE.CH `�-
Greg Albrecht
Managing Partner
Greg Albrecht brings over 30 years of executive search and human resource management
experience to M&A Executive Search.
Prior to starting M&A Executive search, Mr. Albrecht was a Senior Partner at Sathe Executive
Search where he worked with manufacturing companies, professional services, telecomm,
construction, city municipalities, and non -profits assisting client companies in recruiting and
hiring positions from Senior Manager to President level searches on a retained basis.
Mr. Albrecht's expertise includes manufacturing operations, procurement, sales and marketing,
human resource management, finance, and information technology as well as city government.
Prior to joining Sathe Executive Search, Mr. Albrecht worked as Team Leader for McGladrey &
Pullen's search practice for 6 years focusing on CFO, finance, technology, non-profit and
manufacturing management searches. Prior to McGladrey & Pullen, Mr. Albrecht worked as a
Human Resources Director and in other human resource roles for a specialty chemical
manufacturer, an electronics manufacturer and the world's largest manufacturer of picture
frames. Mr. Albrecht played a key role in establishing the human resource functions,
facilitating company -wide reorganizations, and recruiting management talent in the areas of
finance, information technology, and manufacturing operations.
Mr. Albrecht has a Business Administration degree from the Carlson School of Management at
the University of Minnesota and an MBA in Human Resources Management from Dominican
University in Chicago.
Albrecht was President of the Rotary Club of Eden Prairie and served on the Board of the Eden
Prairie Chamber of Commerce and several other non-profit Boards including Eden Prairie ABC
Foundation and the Eden Prairie Foundation. Additionally, he has served as a mentor for the
Carlson School of Management for the past 10 years and won the prestigious "Mentor of the
Year Award" for 2003-2004 from the Carlson School of Management.
M&A Executive Search o 5821 E. Cedar Lake Road 5. � Minneapolis, MN 55416 , let. (952) 545-6980 , Fax (952) 525-1088 ° www,maexecseamh.com
EXECUTIVE
m___ SEARCH
Chandler McCoy
President and Founding Partner
Mr. McCoy is the President and a Founding Partner of M&A Executive Search, conducting his
national search practice out of his Minneapolis office. He conducts senior executive level and
Board of Director searches for profit and non-profit organizations. He has 15 years of executive
search experience serving international Fortune 500 clients such as General Mills, ConAgra,
Toro, SUPERVALU and Clairol (now a division of Procter & Gamble), as well as small and mid -cap
companies such as Blow Mold Specialties, Len Busch Roses, Wilbert and Fabcon. He has also
served non -profits including the University of Minnesota and the City of Blaine, Minnesota —
among others.
Prior to founding M&A Executive Search, he spent 11 years in total and 8 years as President of
Sathe Executive Search, one of the Midwest's most respected retained executive search firms.
There he consulted in all areas of consumer goods, manufacturing, construction, professional
services and non -profits. He started in the search industry in 1994 where he conducted national
searches for a variety of consumer -good and related companies. Prior to practicing in executive
search he was a General Manager for a division of PEPSICO.
Mr. McCoy was named one of the "Forty under 40" by The Business Journal in 2004 and in
January of 2008 was named WCCO's "Good Neighbor." Mr. McCoy's commitment to the
community has been significant. He is currently an Advisory Board member to Bolder Options, a
volunteer for the Memorial Blood Center, volunteer with the Northern Star Council/Boy Scouts
of America. He is a member of the Twin West Chamber of Commerce and NACD. He was the
President of the Minneapolis Jaycees and Chair of the Board. He served as an Ex -Officio Board
Member of the Minneapolis Chamber of Commerce (now the Minneapolis Regional Chamber of
Commerce) and has served on several of the area's largest charity fundraisers.
He holds a Bachelors of Science degree in Business from the University of Wisconsin.
M&A Executive Search o 5821 E. Cedar Lake Road S. - Minneapolis, MN 55416 o Tel. (952) 545-6980 a Fax (952) 525-1088 - www.maexecsearch.com
Profitable Search Process
M&A Executive Search uses a four-phase approach to our retained search
process, which we refer to as our Profitable Search Process because it ensures
that results can be measured and benchmarked at each stage of the process.
PHASE 4: INTEGRATION
Conduct Client Survey
+ Executive Integration
+ Executive Roundtables
+ Industry_Roundtables
= Increased Productivity
and Reduced Turnover
PHASE 1: ANALYSIS
Assess the Company Culture
+ Survey the Search Team
+ Identify Success Factors
+ Develop a Position Profile
= Commitment to Success
xscu ys'
SEARCH
PHASE 3: SELECTION
Candidate Summary Reports
+ Post -interview Feedback
+ 360 Degree Reference Checks
+ Offers & Negotiations
Fewer Hiring Mistakes
PHASE 2: RESEARCH
Survey the Market
+ Research Sector
+ Identify Candidates
+ Interview Candidates
= Fast. Targeted Results
and Resource Savings
For more detailed information on our search results, please refer to the back page.
PHASE 1: ANALYSIS
M&A Executive Search begins by immersing itself into the organization, investigating
organizational structure, corporate culture, and expectations for the position. Based on
thorough interviews and research processes, we create a position profile that conveys key
criteria for the candidate, as well as what makes the role a compelling opportunity.
PHASE 2: SEARCH
M&A Executive Search develops a target list of candidates, then individually contacts each
prospect to discuss with them the unique opportunity available. A typical search includes
identifying more than 150 prospects, interviewing 30 to 40, and developing a final slate of
3 to 5 top candidates.
Phase 3: SELECTION
We provide comprehensive candidate summary reports for each finalist along with a
recommended course of action. After each interview, we circle back with the client providing
feedback from the candidate concerning post -interview impressions. We discuss with the
client how to best structure an offer that will be compelling to the primary candidate.
Phase 4: INTEGRATION
Unique to M&A Executive Search, our firm provides executive integration services for up to a
year following a placement to ensure a smooth transition. In addition, M&A hosts facilitated
Executive Roundtables and a peer advisory board, and M&A's Industry Workshops provide
valuable insight to industry trends, leadership and employment issues, and ways to build a
sustainable profitable business.
EXECUTIVE
SEARCH.