executive search firms. - Washoe County

WASHOE COUNTY"Dedicated To Excellence in Public Seruice"www.co.washoe.nv.usDATE: June 12,2013Surr RnponrBOARD MEETING DATE: June 25,2013TO: Board of County CommissionersFROM: John Listinsky, Director of HR/Labor Relationsilistinsky@washoecounty.us ; 328-2089THROUGH: John Berkiclr, Assistant County Managercwt^cM Kg/Jd,Fnance fFD^&QVRisk Mgt._HR-OtherSLJBJECT: Conduct interviews, discussion and possible selection of an executivesearch firm to conduct the recruitment for Washoe County Manager, and possibledirection to staffto negotiate an agreement and schedule with selected firm. Fiscal impactwill range from $22,500 to $28,750 (All Commission Districts)SUMMARYConduct interviews, discussion and possible selection of an executive search firm toconduct the recruitment for Washoe County Manager, and possible direction to stafftonegotiate an agreement and schedule with selected firm. Fiscal impact will range from$22,500 to $28,750.county Priority/Goal supported by this item: Achieving Long Term FinancialSustainability.PREVIOUS ACTIONIn May 1998, the Personnel Division was directed to research executive search firms andto provide altematives to the Board regarding the selection of a fimr to conduct therecruiftnent for County Manager.On June 16,1998, the Chief of Personnel presented to the Board for consideration sixfirms with recruitnent experience for positions equivalent to County Manager in thepublic and private sector as well as their cost proposals. The Chief of Personnelsuggested that invitations should be extended to several firms and interviews conductedto see how they intended to proceed with the process. Upon discussion, the board orderedthat the item be continued to a workshop session to include community and private sectorinvolvement.On July 14,1998, as a result of the workshop, favorable community input and severalindividual Board interviews, then Interim County Manager, Katy Simon was appointedCounty Manager by the Board and no further executive search was conducted.AGENDA ITEM #&O

Washoe County Commission Meeting of June 2S,Z0l3Page2 of6On May 28,2013 the Board of County Commissioners considered the selection of anexecutive seaf,ch firm to conduct the recruifinent for Washoe County Manager. TheBoard requested an agenda item for the June ll,2013 meeting for discussion andpossible appointnent of a subcommittee of the Board to select a search firm to managethe recruitment and selection of the next Washoe County Manager, possible discussionand direction regarding the criteria for selection of a search firm, and discussion andpossible direction regarding the recruihnent and selection process.On June 11,2013, the Board of County Commissioners held discussion and uponconclusion chose not to appoint a subcommittee of the Board to select a search firm tomanage the recruitnent and selection of the next Washoe County Manager. The Boardinstead directed staffto invite the interested firms to appear before the June 25,2013Board of County Commissioners meeting to present proposals and answer questions toassist the Board in making a selection of a search firm.BACKGROT'I[DOn April 24,2013, County Manager Katy Simon announced her intent to retire effectiveJuly 1,2013.On May 28,2013, the Board of County Commissioners discussed the selection processand considered solicited proposals from five qualified search firms. At the conclusion ofthe discussion, the Board requested an agenda item for the June ll,2013 meeting fordiscussion and possible appointnent of a subcommittee of the Board to select a searchfirm to manage the recruitment and selection of the next County Manager, possiblediscussion and direction regarding the criteria for selection of a search firm, anddiscussion and possible direction regarding the recruitment and selection process.on June 11,2013, the Board of county commissioners decided not to appoint asubcommittee of the Board to select a search firm to manage the recruihrent andselection of the next Washoe County Manager. Instead, the Board of CountyCommissioners directed staffto invite the interested firms to appear before the June 25,2013 Board of County Commissioners meeting to present proposals and answer questionsto assist the Board in making a selection of a search firm.POSSIBLE SELECTION PROCESS AND CRITERIA FOR CHOOSING A FIRMThe following recornmendations are offered to assist as steps in the selection of anexecutive search firm:l. Proposals received to date, as well as any additional proposals sought by theBoard, would be provided to the ful1Board for review2. Citeiato be considered in the selection of an executive search firm would bedetermined by the Board based on advance questions provided to each of thefirms and could include, timeline for recruitnent process, professional fee toinclude associated costs, geographical location of the firm, experience and tackrecord of the firm in conducting relevant recruitments

Washoe County Commission Meeting of June 2S,Z0l3Page 3 of6POSSIBLE RECRUITMENT PROCESS OPTIONSThe following recruitnent options are offered for consideration by the Board inidentiffing the recruitment process:l. ln coordination with Human Resources, hire an executive search firm to assistin the development of criteria for the ideal candidate and conduct a focused,reeional recruitnent, with emphasis on the Western states.2. ln coordination with Human Resources, hire an executive search firm to assistin the development of criteria for the ideal candidate and conduct a nationalrecruitment, with emphasis on the Western states.What follows is a brief discussion of firms available for interview, in person or byteleconference, having experience with recruihent for positions equivalent to CountyManager and who have submitted proposals of interest together with the answers to theadvance questions posed by staff as directed by the Board:Ralph Andersen & Associates:DGERIENCE: This firm is located in Rocklin, CA, and has been providing executivesearch and management consulting services to the local public sector snce 1972. Thisproject would be based out of lncline Village, NV with Heather Renschler,PresidenVCEO of Ralph Andersen & Associates as the Project Director. Ms. Renschleris also a part-time Nevada resident and homeowner in Washoe County. Executivesearches conducted include County Executive OfFrcer on behalf of County of Placer, CA;County Administrative Officer on behalf of County of Mono; Director of the LegislativeCounsel Bureau on behalf of the State of Nevada.PROCESS: The firm follows an eight task process which includes review of the projectmanagement approach, development of a position profile and recruifinent brochure;outreach and recruiting; candidate evaluation; search report on the top five (5) to eight (S)top candidates; selection; negotiation and close out. The project timeline presentedindicates a search typically will be conducted within 75 -90 days from the execution ofthe agreement.COST: The professional services fee to perform the County Manager search will be a feeof $28,750, inclusive of all professional services and expenses. The County will beresponsible for any consultant travel for in-person screening interviews (if desired) forselected finalist candidates. Any consultant travel outside the scope of the contract willbe billed to the County for actual expenses only. If within a one-year period afterappoinftnent the County manager resigns or is dismissed for cause, the firm will conductanother search free of all charges for professional services. The County would pay forthe reimbursement of all ineurred costs.Colin Baenziger & Associates:EXPERIENCE: The firm is a sole proprietorship headquartered in Palm Beach County,FL with offices in Annapolis, MD, Monterey, cA, Rhinelander, wI, and Richland, wA.Overall, they have performed over 120 City/County/Special District Manager searchesand approxim ately 200 local govemment searches.PROCESS: The finn follows the following methodology: Needs assessment;development of recruitnent and advertising materials; candidate ouheach and screening;

Washoe County Commission Meeting of June 25,2013Page 4 of6finalist interviewing; debriefing and candidate selection; negotiation and continuingassistance. The included proposed timeline suggests 90 days to completion.COST: CB&A offers a firm, fixed fee of $22,500, which includes all expenses and costs;and if the selected individual leaves for any reason within the first year, CB&A willrepeat the search at no additional charge. If the candidate leaves during the next year forany reason, the firm will repeat the search for the reimbursement of expenses only. If notsatisfied with the candidates presented, the firm will repeat the search until satisfied.Bob Murray & Associates:EXPERIENCE: The firm has national experience in searches for county and municipalexecutives, including County Administrator/I\zlanager positions, placing executives in theCalifornia counties of Butte, San Benito, and Teharn4 the Florida counties of Alachu4Lee, and Pasco; and the Oregon counties of Clackamas, Deschutes, and Washington.They have previously conducted the Washoe County recruitments for Director of SeniorServices and Director of Social Services. The firm is currently conducting the ChiefFinancial Officer recruitment on behalf of the Las Vegas Valtey Water District and theDeputy Director, Support Services recruitment on behalf of the McCarran InternationalAirport. Most recently, recruitments conducted on behalf of cities in the State of Nevadainclude City of West Wendover, Clark County, White Pine County, North Las Vegas,Reno and Sparks. They have also worked with the Nevada State Contractor's Board torecruit its Building Offrcial.PROCESS: Key steps in the recruifinent process include: Developing the candidateprofile; preparation of advertising campaigl and recruitrnent brochure; recruitingcandidates; screening candidates; conducting personal interviews with the top 10 to 12candidates; conducting a public records search; development of an interview process andfacilitation of final interviews; background and detailed reference checks; assist withsuccessful negotiations and complete administrative assistance. A typical recruitnentschedule will reach ofler of employment at 16 weeks from conhact start date.COST: The fees for professional services ure $17,500 plus expenses estimated to be$6,500. Total approximate expenses are $24,000. If the candidate vacates the positionwithin the first year of employment, the firm will conduct the search again with noadditional professional fees.S lavin Management Cons ukants :DGERIENCE: They have experience in nationwide public sector/nonprofit/hospitalrecruitrrent and are headquartered in Atlanta with offices in Arizon4 Oregon, Montana,Texas, Michigan, Ohio, Connecticut and Florida. Westem clients include Clark Countyand Norttr Las vegas, NV; salem, oR; San Diego, Los Angeles county, sunnyvale, cA;Phoenix, Mes4 chandler, Gilbert, Tempe, Tucson and Glendaleo AZ. sMC haveconducted more than 775 public sector executive searcheso including 250 city and countymanager searches throughout the nation.PROCESS: SMC will use a seven-step work plan to complete the project as follows:Develop a recruitnent profile; recruit qualified candidates; submit written progress reporton semi-finalists; conduct background investigations/site visits on finalists; assist ininterview and selection process; facilitate employment of selected candidate; and conduct

Washoe County Commission Meeting of June ZS,20l3Page 5 of6follow-up after candidate has been employed. The search process normally takes 90 daysto complete.COST: The fees for professional services are $15,000 plus expenses that will not exceed60 percent ofthe professional fee. Total approximate expenses are $24,000. If thecandidate selected vacates the position for any reason within two years of employmentdate, another search will be conducted for no additional professional fees.Voorhees Associates, LLC:EXPERIENCE: Established in 2009 with headquarters in Deerfield, Illinois, the firmworks exclusively in the public sector and has seventeen consultants based in Arizon4Delaware,Illinois, Michigan and Wisconsin, as well as other specialists and support staff.Voorhees Associates has completed 118 recruitnents, including 40 for city/countymanagement positions and currently has 16 recruitrnents in various stages of completion.Heidi Voorhees client list includes recruitnents for Kane, Lake, McHenry, and PeoriaCounty, Illinois; Douglas and Johnson County, Kansas; and Mccracken county,Kentucky.PROCESS: The Scope of Work indicates execution of Phases I- VI to include PositionAssessment, Job Announcement and Brochure Development; Advertising, CandidateRecruitrnent and Outreach; Candidate Evaluation and Screening; Presentations ofRecommended Candidates; Interviewing Process; Appointment of Candidate. Therecruitnent and selection process typically takes 90 days from the time the contract issigned until the candidate is appointed.COST: Total fees for professional services and administrative efforts are $20,400, whichincludes $750 advertising costs and allows three consultant visits. Upon appoinfinent ofa candidate, should the appointee leave the position within the first 24 months ofappointrnent, the firm will conduct another search for the cost of expenses andannouncements only.The ll/aters Consalting Groap, Inc.:DCERIENCE: Located in Dallas, TX, the firm is higtrly experienced in nationalrecruitnents for City and County Managers. Over the past decade, WCG has recruitedand placed more than 500 executive level positions within the public sector, principallywithin cities and counties. During the previous 5 years relevant recruitments includeCounty Manager, Jeflerson County, AL; County Administrator, Loudoun County, VA;city Manager, Maricopu AZ; city Manager and (3) Assistant city Managers, FortWorth, TX.PROCESS: WCG professional services include development of a comprehensiverecruitrnent brochure, offer in developing a web-based tool to collect input from citizensand employees regarding the recruitment profile, execution of the recruitment strategyonce defined and identification of quality candidates; screening of applicants andrecommendation of l0-15 semi-finalists for review by the commission in order to reducethe on-site interviews to the top four to six candidates; background and reference checksand academic verifications of the group of finalists; development of the final interviewprocess including consultant's participation in final interviews as either an observer oractive panel member and assistance in the final evaluation and selection of the successfulcandidate. WCG will deliver within 50 days from the commencement of the recruitnent

Washoe County Commission Meeting of June 25,2013Page 6 of6activities a group of highly qualified candidates from which the County Commission canselect finalists for on-site interviews.COST: The fees for professional services rue $21,500, estimated project related expensesof $5,000 plus favel expenses. The fixed professional fee anticipates no more than tlreeonsite consulting visits with one consultant. If needed, additional consulting visits will beprovided at $1,500 per day plus expenses. Total approximate expenses are $26,500 plushavel expenses. The executive recruifinent is guaranteed for 24 months againsttermination for cause. Within the first year, the replacement recruitment will be repeatedwith no additional professional fees. During the second year, the replacementrecruitment is reduced to 50%o of the professional fees plus project-related expenses.FISCAL IMPACTShould the Board select a firm from the interviewed candidates, the costs as outlinedwithin each proposal range between $22,500 and $28,750 and include completion ofspecific components such as process design, outeach activities (advertising inappropriate publications, networking, mailouts, recruitnent brochure design etc.),candidate screening, provision of report to the Board of top candidates which mayinclude a detailed written evaluation of each of the top five to six candidates includingreferences, background checks and assistance with public interviews.The current salary for the County Manager established in the Washoe Corxfty JobClassffication Salaries Schedule is $201,780.80 annually, although the current CountyManager has voluntarily deferred 3Vo of thatwage in deference to the County's fiscalcondition. Additionally, PERS costs effective July 1,2013 at2|.7|Yo,medical insurance,Medicare, unemployment, workers' compensation, and monthly car and telephoneallowance value this position at approximately 5271,765 annually for next fiscal year.This information is provided for reference only, as the Washoe Board of CountyCommissioners establishes the compensation package offered the County Managerposition upon appointnent.RECOMMENDATIONIt is recommended that the Board conduct interviews, discussion and possible selection ofan executive search firm to conduct the recruitnent for Washoe County Manager, andpossible direction to staffto negotiate an agreement and schedule with selected firm.POSSIBLE MOTIONShould the Board agree with staffs recommendation, a possible motion would be: moveto conduct interviews, discussion and possible selection of an executive search firm toconduct the recruitment for Washoe County Manager, and possible direction to stafftonegotiate an agreement and schedule with selected firm.

Ralph Andersen & Associates

Andrrs€n E Associales5800 Stanford Ranch RoadSuite 410Rocklin California 95765916 630 4900It/ay 9, 20'13N4s. Kathy HartWorkforce Development ManagerDepartment of Human ResourcesWashoe County1001 East Ninth StreetReno, Nevada 89512Via Email: KHart@washoecountv.usDear Ms, Hart:Ralph Andersen & Associates is pleased to submil our pmpmal to provide executive search servicesto Washoe County, Our understanding of this request is for assistance which focuses on two key positions- first, the Finance Director and, at a later date, the County Manager.The executive recruitment techniques usedby Ralph Andersen & Associates have beendeveloped and used successfully wfih hundredsof clients for more than 41 years, Withth€ reputation of Ralph Andemen & Associatesyou will have the opporlunity to considercandidates on a local level, throughoutthe Westem Region, as well as from acrossthe United States,Thit prcject wilt be based out ol tnctlneV ltge, lhvada. As e p t-time Neveder€sldent end a honeowrrer in Waghoe County,Ms. Renscrrrer offen worls trom lncling Vltt geto befter serve clienfs on the Eastern andWestorn sropos of fhe Srenas. As a rcsult,mlnlnum travel (nileege only) incuned by theSearch Team wtll & charged hom thls localtocauon. A firm with a local presmce alsoalbws for frequent me'Ungs on shoft notice.The firm has conducted a number of keycounty related searches on a national levelincluding County Manager for urban centers, rural areas, and resort communities. Sample recruitmentbrochures for County of Placer (County Executlve Ofricer - completed in 20'|2) and Countyot l[ono (County Administrative Officer - finalist Interylews cunenUy underway) are attachedfor further reference. Additionally, the firm has also conducted the recruitment for the state ofNeveda - Director of the Legislrtive Counsel Bureau (brochure also attached). In support of ourexpertise in finance, lhe firm was selected to conduct the national search for the chief FinancialOfficer/Director of Finance and Administratiye Servic€s for Broward County, Florida, The bro.chure for thls recently completed engagement is also attached.lf Ralph Andersen & Associates is retained, I will be the prqect Director on this search assignmentand will be assisied by Mr. Robert Burg, Executive Vice Presideni. Thank you very much for yourconsideration of this proposal. We are excited about this opportunity to serve Washoe County.Respectf ully Submitted,A/a-4"".U^:Heather RenschlerPresidenUCE0www ralpnandersenccm

Proposcl/ fo ProvideExecufive Seorch Servicesffi_WoshoeforCountyETIffiffiWilT#$sfr5ffih''"'fTtrunIE-I-ilKFEHffiffiSubnritfed Mc:y 9, 2013Prepored byRolph Andersen & Associotesw w w,r s I pha ndersen,com!ruffi:r*t5lsEffiiHnru

5800 Stanford Ranch RoadSuite 410Rocklin, Californra 95765916 630 4900Qualifications and ExperienceOrganization BackgroundRalph Andersen & Associates has been providing practical, responsive executive search and managementconsulting services to the local public sector and related industnes since 1972, With eachnew assignment, \.\€ eam our reputation as the nation's premier local government consulting organization.Ralph Andersen & Associates is a California Corporation and is not a subsidiary nor does it have anysubsidiaries. The firm serves a nationwide clienlele through its Corporate Office in the SacramenloArea. The corporate office is located at 5800 Stanford Ranch Road, Suite 410, Rocklin, Calitomia9576s.A multidisciplined, fullservice local government consulting organization, Ralph Andersen & Associ.ates is dedicated to helping our clients improve operating efficiency and organizational effectiveness.Our stafi of professionals and support staff include acknowledged leaders in their respective fields.Supplementing their extensive consulting backgrounds, our executive staff have personal, hands-onexecutive experience in the operation of public agencies and/or private businesses.Ralph Andwn & As6oci.kswww talphandersencom

Range of Services OfferedRalph Andersen & Associates specializes in the following primary service areas: management consulting,human resources consulling, public safety, and executive search.' Management Gonsulting - Ralph Andersen & Associates helps organizations improvetheir performance potential with a range of management consulting services. The types ofservices pmvided by the firm include management and performance audits, organizationalanalyses, productivity improvement analyses, agency and service consolidation assessnEnt,specialized financial management including debt restructuring and organizationalproblem solving. In addition to providing these services to entire organizations, the flrm 0flenconducls management consulting engagements that are focused in a specific servicearea such as public satety, city management, linance, public works, community deveioPrnent and other major service areas. Ralph Andersen & Associates treals every managemenlconsulting engagement as unique. This approach means we will assemble a consulfing team comprised of consultants with the specilic talenls and experiences needed lo successfullyachieve the client's objectives, Our team of experienced consultanb perform complexanalyses and recommend solutions that are praclical and most importantly, are capableof being implemented by our clients.. Human Resourcee Consulting - The firm provides a full range of contemporary humanresources consulting including classification sludies, compensation studies, benefits analysis,pay plan development, executive pay, and pay for performance. Key staff have provensuccessful in wofting with labor groups and elected officials in identifying solutions andsolving challenging problems, Services also include expert witness services for mediationand arbitration hearings, Our approach to consulting services is characterized by provenmethods, extensive data collection, accurate analysis, and effective communication andmessaging.. Public Safe,ty - Working closely with our clients to implement innovative emergency managementsolutions, Ralph Andersen & Associates helps organizations plan, pmlect andserve people betler than ever before. We bring together practical solutions, plans, and processesthat are operationally deployable to help our clients achieve their critical objectives.The firm's consultants have extensive, hands-on experience in plsnning and disaster preparednesstraining for private and public institutions including healthcare, public health, humanservices, and local, state and federal government agencies.. Executive Search - At Ralph Andersen & Associates, there's always an entire team behindevery recruilment assignment that we undertake. Our multidisciplinary approach takes thebest ideas in executive recruiting and creates lnnovative ways to get the right candidates forclients. When you retain Ralph Andersen & Associates, you aciually get en entire team'svyorth of support and expertise working together to achieve your organization's objeciives.The firm has conducted executive searches for large and small organizations throughoutthe nalion. In addition to conducting searches for city manager and other chief executive officerpositions, Ralph Andersen & Associates has successfully completed searches in everyarea of municipal service, Ralph Andersen & Associales believes the most important elementof a successful executive search is to listen carefully to what our clients are looking forin terms 0f candidate experience and qualifications. Using these clienlfocused guidelines,candidate identiflcation is undertaken though marketing and personal outreach.

Statement of QualificationsThe successful search process relies heavily on person{Gperson contact to ideniify outstanding potentialcandidates and, in the evaluation phase, to gain a complete undectanding of the background,expenence, and management style ol the top candidates. The executive recruitment techniquesused by Ralph Andersen & Associates have been developed and used successfully with hundreds ofclients for more than 41 years. With the reputation of Ralph Andersen & Associates you will have theopportunity t0 consider candidates located throughout the State of Nevada and the Westem Regionas well as from across the Unlted States.We are proud of how we market and represenl our clientsj all of the development, graphics, andprinling of our marketing matenal are done in-house so we can conirol the quality and production timing.Sample recruitment brochures (Placer County, llono County, and Directo. of the LegislativeCounsel Bureat) have been attached for your reference.To see additional samples of our recruiiment brochures please visii the Career Opportunities page ofour website at www.ralphandersen.com.Related Recruitment Experience and ClientsRalph Andersen & Associates conducts a wide anay of searches in the public sector, including keyexecutives in local government - Finance Director (CFo) and County l\4anager. Our experiencespans populations of all sizes, from the largest in the country to small and mid-size municipalities.As an example of our recruitment experience and national reach with highly qualified candidates,Ralph Andersen & Associates was selected to conduct a national search for Broward County, Florida.The bochure lor the chief Financial offrcer/Dhector of Finance and Administrstive servicesis also attached for your review and consideration.A select listing of county management searches that were conducted by Ralph Andersen & Associalesinclude:. Alpine County, CA - County Administrative Officer (2007). Fairfax County, VA - County Executive (2012). Los Angeles County, CA - Chief Execuiive Officer (2007). Mendocino County, CA - Chief Executive Officer (2007). Mono County, CA - County Administrative Officer (Current Search) (Broctr ure Atteched). Napa Counly, CA - Assistant County Executive officer (Current Search). Placer County, CA - County Executive Officer (2012) (Btochure Athched)

Ability of Gonsultant'sProfessional Person nelOnly senior members of Ralph Andersen & Associates are assigned to lead search assignments,ensuring that their broad experience and knowledge of the industry is brought to bear on our clients'behalf. Ihe Proftct Dh€tr;tor will be lfis. Heahe{ RenschteL Presi&ntlCEO of Ralph AntiersenE Associrtes. The firm is Drepared to dedicate all of its resources to ensure the successful andtir€ly completion of this recruitment for the positions of Finance Director and County Manager. Ms,Renschler will be assisted by Mr. Robert Burg, Executive Vice President.Ms. Heather Renschler, Project DirectorMs. Renschler has been wiih Ralph Andersen & Associaies lor more ihan28 years and is tre flrm's Chief Executive Officer. Ms. Renschler hasoverseen the recruilment practice of Ralph Andersen & Associates for thelast 16 years and, as a result, is often involved with recruitrnents on a nationalscale and those of a highly sensitive and critical nature, She is experiencedat working with city councils, boards, staff members, and selectioncommittees in the recruitment and selection orocess. Her net\ircrk o{contacts and potential candidates is extensive not only within the WesternRegion but also on a national scale. Prior to joining Ralph Andersen &Associates, Ms, Renschler had privale sector experience working withflrms in lhe areas of construction management, health care, and publicaccounting, l\4s. Renschler attended the University of Toledo and malored in Accounling and Joumalism.She obtained her Bachelor's degree in Public Administration from the University of San Francis-Robert Burg, Executive Vice PresidentMr. Burg is the Executive Vice President of Ralph Andersen & Associatesand joined the firm to colead the national recruitment practic€ and as astockholder in the firm. As a senior executive, his area of concentration ison executive search and management consulting. His client base, as aretained consultant and high-level advisor, is focused on all facets ofgovemment, non-profit and private enterprise. Mr. Burg has a total of 34years of experience in the area of govemment. Mr. Burg has successfullycompleted some of the most challenging, complex recruitments in theUniled States. l\4r. Burg has extensive leadership and consulttng experiencein both the public and private sectoB. He has held senior administrativepositions in organizations ranging in size from less than 100 employeesio over 1,000. Mr. Burg has a Bachelor of Aris degree in Economics and a Masiers of BusinessAdministration with a specialty in Healthcare both from the University of Miami, Coral Gables,Nevada. He has taught business management courses and lectured at several prestigious organizations.

Project Understandingand ApproachAttracting top talent has never been more complex and Ralph Andersen & Associates is highly quali.fied to assist Washoe County with recruiting its new Finance Director and County lVanager, Since1972 we have conducted more successful executive recruitments ihan any other firm. From helpingyou t0 create a competency-based interviewing framework to assessing candidates and attractingtop human capital, our search professionals offer an unparalleled depih of exgerience, nationalreach, and industry knowledge,The County has requested our proposal to assisl in the ideniification and recruitmeni of a highly qualifiedgroup of candidates for both the Finance Director and the new County Manager. In particular,Washoe County is seeking a lirm with the national reach and professional experience to clearlv assessyour organizational needs and formulate a strategy to dgrrysr resulls.At Ralph Andersen & Associates, we believethat gaining a complete understanding of ourclient's specfiic objectives and priorities isessential prior to launching any search as.signment, This process includes the identification and incorporation of a variety of importantdetails such as the candidate's desiredskills and experience as well as thecrilical 'sofl skills" related t0 temperament,personality, management philosophy, andother factors that will ultimately determinethe candidate's "fit' with the organization.This Noject witl bo besed out ol lnclinoVillage, Nevda. As a pert tlma li€vedleresident and a homea|f'/,er in Washoe County,Ms. Renschtet often worts hon lncllne Villageto befter se/ve crionts on the Eastem andWestem sropes of &e Sierras. As a resurqmlninum tevel (mlhage only) lncy/red by theSearch Team will be chuged fron this locallocetion, A firn with a local presence alsoallows for frequent meetings on short notice,We, therefore, begin each search by working closely with your leadership, stakeholders, staff, andwhen appropriate, your community to ensure a complete picture ol the desired candidate pool is developed.Our team-orjented approach malched with this 360 degree perspective means we ensurethat a complete understanding of the organization's mission and culture translates into those specifictraits and characteristics necessary to ensure the selected candidate is successful in the Dosition.We understand thal the County expects aggressive, personalized outreach to identify a diverse andhighly qualified applicant pool and a selection process that includes comprehensive candidate reportsbased on thorough reference and background checks. We will begin with fully detailed profilesof the desi€d candidate's charactenstics and build a recruitment strategy that is tailored to meet theCounty's specific needs. The resultlng outreach and advertising campajgn will incorporate the extensiveuse of personal outreach lo recruit a diverse and highly qualified group of candidates.

Search Work PlanThis section describes the usual sleps in the search for a new Finance Director and County lvlanagerfor Washoe County. The search for the Finance Director will be undertaken finst. ldeally, candidateswill be identified and at a later point, selected by the new County Manager. This will depend on thetiming 0f each search efforl. This approach may also require a second round of outrcach to solicitFinance Director candidates once the identity of the County Manager is known, Typically, candidateswill not feel comfortable in submitting for a position when they do not, in fact, knw who they will bereporting to.Task 1 - Review Project Management ApproachThe Projec'l Director on this assignment will be Ms. Heather Renschler. The Project Director will meetwith the County Manager (on the Finance Director search as the hiring authority), Board of CountyCommissioners (on the County Manager search as the hiring authorily), managemenl staff, and othersas appropriate l0 discuss the project management for the search. The discussion will include areview of the work plan, confirmation of liming, and communication methods.Task 2 - Develop Position Profile and Recruitment BrochureThe position profiles for the positions are the guides for the entire search process. The developrnentofthe profiles includes he collection of technical information and recruilment criteria.Technical InformationThe Prqect Dire6tor will conduct a series of rneetings. The purpose of these meetings is togain an understanding of the experience and professional background requirements desiredin the new Finance Director and County Manager, These meetings will also help the searchconsultant gain an understanding of lhe work environment and the issues facing the County.Recruitment CriteriaThe recruitment criteria are those personal and professional characteristics and experiencesdesired in the new Finance Director and County Manager. The criteria should reflect thegoals and priorities of the County.Subsequent to the development and adoption of the candidate profiles, the technical informationand recruitment criteria willbe documented in information or recruitment brochures.Task 3 - Outreach and RecruitingThis task is among the most important of the entire search. lt is the focus of the activities of thesearch consultant and includes specific outreach and recruiting activities briefly described below.OutreachAn outrcach and adve sing campaign will be developed for both positions. lt will includethe placement of ads in appropriate professional publications and Internet sites such as theIntemational City/County lvanagers Association (ICMA), National Association of Countbs(NACo), the Nevada Association of Counties (NACO), the Nevada League of Ciiies &Municipalities, Govemmenl Finance Olficers Association (GFOA), and other proiessionalorganizations. Specific Internet sites related to govemment will be used, including Careersin Govemnent, as a method of extending the specilic outreach in a shorl period ol iime.

Additionally, the advertisements and the full text of the position profiles (ihe recruitmenl brochures)will be placed on Ralph Andersen & Associates'home page, which is accessed bya large number of qualified candidates, This method of outreach lo potential applicants providesa confidential source that is monitored by many key level executives on an on-goingCandidate ldentificationRalph Andersen & Associates will use their extensive contacts to focus the recruiting effort,In making ihese contacts, the search consultant will target ihose individuals who meet thecriteria set by the County. Each of ihe candidates identified through the recruiting efforts willbe senl an inlormation brochure. Candidates will also be contacted directlv to discuss theposition and t0 solicit thek interest in being considered.Both the outreach and recruiting activities will result in applicalions and resumes from intefestedcandidates. As they are received, resumes will be acknowiedged and candidates willbe advised of the general timing of the search process. The following tasks involve the actualselection process, once all resumes have been received.Task 4 - Gandidate EvaluationThis task will be conducled following the application closing daie. lt inctudes the lo owing specific activities:ScreeningAll of the applications will be carefully revie$€d. Those that meet the recruitment criteriaand minimum qualmcations will be identified and subject to a more detailed evaluation. Thisevaluation will jnclude consideration of such factors as professional experience, and sizeand complexity of the candidate's current organization as compared to the candidate profile.Preliminary Reference ReviewThe search consultant will conduct preliminary reference reviews for those candidates jdentifiedas the most qualified as a result of the screening process. Direct contact will be madewith references to learn more aboul the candidates'experience, past performance, andmanagement style.Preliminary Interviews via Skype or Cisco WebExThe Prqect Director will conduct preliminary interviews with the top group of candidatesidentified through the screening and preliminary reference review processes. The interviewsare extensive and designed to gain additional information about the candidates' experience,management style, and "fit" with the recruitment crileria. lnterviews will be conducted usingSkype, Cisco WebEx technology, or via telephone. No consuliant travel for preliminary inpersoninterviews has been included in this proposal.The screening portion of the candidate evaluation process typically reduces a field of applicantsto approximately five (5) to eight (8) lndividuals. Those individuats will be reviewedwith the County prior to proceeding wilh the individual interviews.Task5-Search ReportAfter completing Task 4, the search consultant wili meet with the County to review the search reporton the flve (5) to eight (8) top candidates. The report divides all of the candidates into three groups

including 1) Highly Qualified; 2) Qualified; and 3) No Further lnterest. The search report wilt includeresumes for candidates in both the highly qualitied and qualified groups. The results of reference reviewsand interviews will be provided in writing. From this meeting will mme a confirmed group offinalist candidates (typically 6),Task 6 - SelectionThe final selection process will vary depending upon the desires of the County, The typical servicesprovided by Ralph Andersen & Associates in the seleclion process are described briefly below, Thesearch consultant will coordinate the selection process for the finalist group of candidates. This includeshandling the logistical matters with candidates and with the Couniy.The search consultant will prepare an interview booklet that includes ihe executive candidate summary,resume, and candidate report (with interview comments, reference checks, and other relevantinformation) for each candidate. In addition, the booklet will contain suggested questions and areas{or discussion based upon the recruitment criteria, Copies of the interview booklet will be provided inadvance of the candidate interviews.On the Finance Dhec-tor Search -The search consultant will attend theinterviews to assist the cunent CountyManager on reviewing the top candidatesfor consideration. This assistancewill include an initial orientation,candidate introductions, and facilitationof discussion of candidates.On the County l*anager Search -The search consultanl will attend theinterviews to assist the Board ofCounty Commissioners through theselection process. This assistancewill include an inilial orientation, candidateintroductions, and facilitation ofdiscussion of candidates afier all interviewshave been completed.It is our recommendetion thet the seerch for theFinance Dhector be structurcd in e feshion that vouldeltow the newty selected County Umeger to meke thefinal selection. This wouw atso involv' havhg asecond rcund ol outeach (aiter the formal appointmentof tha County tlanager) so thet cendidttes wouldviftuelty knov who fioir boss ras.Addless f/te Nesentatlon fird interviews of frnetlstcandidafes under the laws goveming t 6 Sfale ofNsyada. tmportant to nofP- - Our ftnn recenfly wo*edwith the Legislative Council Bureau and, as a result"ws are very fflniti.t with how thrs nust be handled. Wehaw done this successfully.Additionally verifications will be made on the top h^o (2) candidates and will include education verifications,Department of Motor Vehicle check, wants and warrants, civil and criminal litigation search,and credit check. Additionally, Ralph Andersen & Associates will verify any stated certrficafions thatcandidates may have to verify they are cunenlly in good standing and review any notations on theirlicenses in the form of any public mmplaints against the individual. The results of these verificationswill be discussed with the Board of County Commissbners at the appropriate time.The search consultant is available to provide assistance to the County in the final selection as maybe desired. This assisiance may include providing or obtaining any additional information desired toassist in making the final selection decision.Task 7 - Negotiationlf desired, the search consultant is available to assist the County in nEotiating a compensationpackage with the selected candidate. This may include recommendations on setting compensationlevels.

TaskS-CloseOutAfter the Counly has reached agreement with the individual selected for the position, the search consullantwill close out the search. These activities will include advisin0 all of the final candidates of thestatus of the search by telephone,Project TimelineTypically, a search will be conducted within a 75 - 90 day period oi time from lhe execution of theagreement between the County and Ralph Andersen & Associates, Following selection, negotiationwith the top candidate will take an additional week or t$to after tinalist intervEws.A brief overview of the recruitment schedule is presented below (schedule does nol include transitiontime by Selected Candidate to join the County).Consultanl recommends candidates: chentselects fnalists for inteNiewClienf candidate interviews

Project GostThe search effort for a new Finance Director and County lvanager will both be national in scope witha focus on candidates in the Western Region.The professional services fee to perform the Finance Director search will be a fee of 924,250 inclusiveot ail professional services and expenses.The pro{essional services fee to perform theCounty ilanager search will be a fee of$28,750 inclusive of all professional servicesand expenses.Should the County chooso to engege ReWAndersen & Associiat€s to assist with both theFinance Dkector and County tleneg'/' r*ruitmenls,a p/ofessbnal discount of $2,5N w,l,he oM to W,6,hoe County. The combinedtotel fot both rccruitns,n's would be $51 ,N0.Ralph Andersen & Associates will bill theCounty in four equal inslallments on eachsearch effort. Progress payments will be dueupon receipt. The first installment on each project will be due upon execulion of the contract.The County will be responsible lor all co6ts associaled with candidate travel to and from the tinaliston-site interviews and for consultant travel for in-person screening interviews (if desired) for selectedfinalist candidates, Any mnsultant travel outside the scope of the contract will be billed to the Countyfor actual expenses only.Ralph Andersen & Associates' GuaranteeRalph Andersen & Associates offers the industry-standard guarantee on our search services. lf withina onsyear period afrer appointment the Finance Director or County Manager resigns or is dismissed{or cause, we will conduct another search free of all charges for professional services. TheCounty r4ould be expected to pay forthe reimbursement of all incuned costs.

Colin Baenziger & Associates

Cor-r r{ BeENrz,o ro $ Arroc,orrsIXECUTIVT RECRUITINCT]NSOLICITEI} PROPOSA,L TO ASSIST THE COT]NTY BY RECRUITINGITS I\TEXT COI.INTY MANAGERVolume I: ProposelColin Bacnziger & AssoeialesProj€ct Mrnager and Contact Person:Colin Baeruiger, (561) 707-3537Colin Baerziger & Associales12970 Dartford Trail . Suite IWellingtoD FL 33414e-mail: Colirfuh,6o..0mFax: (E88)635-2430..,Sewtng Ow CIienB with a Perconal Toach...

Pnoposar, To Bn Tnn CouNryos Exncurrvg Rpcntrrnc Fm,vrTABLE OF CONTENTSSECTIONVOI,UME IPAGELETTER OF TRANSMITTALI" QUALIFICATIONS OF THE FIRMThe FirmOur ServioesTechnical Capabilities and Organizational StructureCompletion of hojects within BudgetCompletion of Projects on ScheduleSearch Completion RateDiversityPrior Names and LitigationInsuranceII.WHAT SETS COLIN BAENZIGER & ASSOCIATES APARTExperience and ApproachResultsM. PR.OJECT STAFFProject Team and InvolvementResumes of Key Staffry.APPROACHiIVIETFIODOLOGYDetailed Search MethodologyThe County's ObligationsProposed ScheduleV. FEE AND WARRANTYVI.REFERENCESt62526VOTIIME II: APPENDICESAPPENDIX A: ,dI,L GOVERNMENTAI. SEARCH ASSIGNMENTS A.1APPENDX B: SAMPLE RECRUITMENT BROCT{URE B-1APPENDX C: SAMPLE CANDIDATE REPORTC.lAPPENDIX D: RESOLUTION OF ST. JOHNS COUNTYD-l

t-,(]i tr'.1 iin; i!zrcIoGA:;soi rrr.r'Ec,L\ t.,,'Lt f t\r L li I:cRLttTl r.t;Mtray 5,2013The Honorable Chainnan David Humke, Viee Chairman Bonnie Weber and CommissionersVlarsha Berkbigler, Vaughn Hartung and Kitty Jung.ATTN: Kathy Hart, Training and Development ManagerWashoe County Manager's Officel00l E. %h Street, #A202Reno, NV 89512Dear Chairman Humke, Vice Chairman Weber and Commissioners Eerkbigler, Hartung and Jung:Colin Baenziger & Associates (CB&A) appreciates the opportunity to submit a proposal to assistin finding your next County Manager. While selecting key personnel is never easy, CB&A hasdeveloped a problem-free process that has been tested nationwide and found to be extremelveffective.CB&A is a national recruiting firm having condueted assignments from Florida to Washingtonand Maine to California. We pride ourselves on providing not just high quality results, butequally impoftant, we provide a great deal of personal attention to each of our local governmentolients. To conduct a proper recruitment, we feel the project manager must do more than justdrop by occasionally. He/she must get to know the appropriate government offrcials personallyand the community firsthand. That effort takes time, but it is the only way to ensure thecandidates we recommend are well qualified and a good fit for your community. As a result, weonly take a few clients at a time and foclls on getting the job done properly. Further, weroutinely complete our work in 60 to 90 days and that includes preparation of recruitment andadvertising materials, candidate outreach, candidate screening, finalist interviewing and managerselection. We also offor the best warranty in the industry.Not only do we offer unparalleled service at a reasonable price, we focus on finding just the rightpeople for your organization. We say people, and not person, because our goal is to bring youfive finalists who are so good that you will have a difficult time choosing among them. Theproof is in the fact that five of our local government clients have passed resolutions thanking usfor our outstanding efforts in finding their key staff. We do not know how often you have passeda resolution thanking a consulting firrn for its efforts, but we have rarely seen it happen. Ourgoal, in fact would be for you to be our next client to pass such a resolution.ANNmor,rsoMD Mor\TennvrCA Rmnsr,aNDnn,WI RrcHlaNorWA Wnu,nrcron,Fl

Letter to Washoe Counfy,I{V, May 5o 2013Page2Some of our searches include City Managers for Cottonwood Heights, UT, Yakirn4 WA,Fayetteville, NC, Greensboro, NCu Portland, ME, Roanoke, VA, and Tacom4 WA. We alsosought the Borough Manager for Matanuska-susitna Borough, Alaska (a county the size of WestVirginia), and Counff Managers for Polk County, IA, Clay County, FL, and Union County, NC.Our current searches include, among others, the City Managers for Ankeny, [A, Leesburg, FL,Monroe, NC, Normandy Parlq WA, Sunnyside, WA, and Scottsdale, AZ: a CountyAdministrator for Clackarnas County, OR; an Assistant Cify Manager for Corpus Christi, TX.ihe Treasurer forihe City of Miami, FL; and the Human Resouroes Director ior the City of CapeCoral, FL.We look iorward to formally presenting our credentials and working with you in the near future.If you have any questions, please feel free to contact me at (561) 707-3537 "Sincerely,i;t. ,(.f_Z{'- L) er1 /2\..-0,/Colin BaenzigerPrincipal / Owner.,. Serving Our Clients with a Personul Touch

f" C'olin Baenziger & AssociatesQuuffications af Colin Baenziger & AssociatesThe Firm, Its Philosophy & Its ExperienceEstablished in 1997, Colin Baenziger & Assoeiates (CB&A) is a nationally recognized executiverecruiting finn ourned and operated by Colin Baenziger" We are a sole proprietorshipheadquartered in Palrn Beaeh County, FL, with offrces in Annapolis, MD, Monterey, CA,Rhinelander, WI, and R.ichland, WA. As a sole proprietorship, we are not registered with anystates as a corporation, foreign or otherwise. Although our primary focus is exeoutive search, weare often involved in operational reviews of governmental operations. Our consultants live inother areas of the oountry and eonverge on the location where the client's needs exist. Wedevetrop an operational plan prior to arrival, and our team of experts quickly studies the issues,identifies problems and opportunities, performs the neeessary analysis, develops solutions,prepares reports and action plans, and completes the assignment. The elient receives prompt,professional service, and its needs are effectively addressed. We are available for follow-upworl! but our goal is to provide the client with solutions that its existing staff can implement theaction plans without additional outside assistance.Colin Baenzigcr & Associates' outstanding reputation is derived from our commitment totimeliness and quality. Our work is not done until you are satisfied. That means we go the extramile and, at times, expend more effort and energy than originally anticipated in our fee or in ouraction plan. We do not, however, ask the client for additional fees. Rather we accept thesesituations as part of our cost of doing business. We simply believe that once a contract is signed,we have an obligation to fulfill its requirements with excellence and within the budgeted amount.Since beginning our search pmctice in 1998, we have conducted searches and other related workfor clients in nineteen states. Overall our staffhas performed over 120 City / County / SpecialDistrict Manager searches and approximately 200 local government searches. The basicapproach we have presented in Section VI is the approach we have used in every one of oursearches. It has been refined over the years to the point where it is problem-free"Our Services:Human ResourcesExecutive SearchBackground CheeksPosition Deseriptions/Classifieation StudiesCompensation StudiesPersonnel Policies/Proeedures ReviewsEmployee HandbooksAdditional ServicesPreparing Grant ApplicationsGrant Monitoring Systems and ControlsStart-up Assistance to New CitiesOperational ReviewsPerformance ImprovementContract Complianee ReviewsProject ManagementPerformance Measurement SystemsStandard Operating Frocedures ManualsStaffing AssessmentsPlanningStrategic PlanningOperational PlanningFro.ject Planning-J-

L Colin Baenziger & AssociatesTeehnical Capabilities and Organkaional StructureColin Baenziger & Associates has developed its business model over the past 15 years. The modelhas proven to be extremely effective in every state we have applied it and for every ffie of position.Xn f,act we are often called when a government has a particularly difficult position to fill or whereone of, our competitors has failed. Overall, we utilize approximately l8 people. Most staffmembers are independent contractors and are given assignments on a task order basis.Consequently we can pay well while having a great deal of flexibility withotrt the overhead of manyfinms. tr"n adclition to Mr. B'aenziger, other senior staff members are former City and/or CountyManagers or elected officials. As a result, we understand both perspectives and have been verysuccessful in identifuing the right candidates for our clients. CB&A's other staff are all eompetentresearchers and writers and most have been with us for a long time.Internet Specialists (2)Completion of Projects wilhin BudgetColin Baenziger & Assoeiates is proud of its record of oompleting searches within budget. Whenwe quote a priee to the elient that price is what the client will pay, no matter how difficult thesearch is or what unforescen eircumstanees may develop" We have never asked a seareh elientforadditionalfees, even when we were entitled to do so.-4-

f. Colin Baenziger & AssociatesCompletion of Projects on SchedaleColin Baenziger & Associates routinely completes its assignments in 60 to 90 days. Further, sincecB&A began perforn, ing recruiffnents, il has never missed w prajec.t milestone.Search Completion Recordtrn every case CB&A has been seleated to perform a City or County Manager search, the searchhas been completed and the client has selected from one of our recommended candidates"Further, we have never been fired before a search was completed.DiversityCB&A has extensive contacts with individuals and organizations representing women andminorities. We are thus able to identiff and bring a diverse group of finalists to the County. Theproof is that from the beginnin g of 2009 through the end of 2011, 43yo for the individuals whom weplaced as Clty and County Managers were minorities and/or women.Prior Names and LitigationColin Baenziger & Associates has always operated under its current name and has never beeninvolved in any litigation, except to testifu as an expert witness on behalf of one of the parties.Our perfonnance has never been questioned nor have we or any of our clients been involved inany legal action as a result of our work.fnsuranceTo protect our clients, Colin Baenziger & Associates maintains the following insurancecoverages: (l) general liability insurance of $1 rnillion combined single limit per occurrence forbodily injury personal injury and property damages, (2) automobile liability insurance of $l millionper accidenq and (3) professional liability insurance of $l million per occurrence" As a small firm,utilizing independent contaotor predominantly, we are not typically subjeot to the requirements forworken compensation and employer liability insurance. If required by the client, and if it isavailable to us, we will obtain these two coverages prior to eontract execution.-5-

Some of' CB&A's Clients...City of Tacoma, WACW ManagerUnion Counly, NCCounly ManagerLoudoun Counqt, VADirector - Economic DevelopmentHuman Resources OfftcerDfueclor - Management andFinanciol S*tticesFulton County, GAPersonnel DireclorDireaor, Registrations & E lections-6-

II" What Sets CB&A ApartSince 1997, Colin Baenziger & .Associates (CB&A) has developed an extensive municipalpractice. The key element is executive search and our first client was the City of LauderdaleLakes, FI-, in 1998. Brieftry, we helieve that the County would be wise to select us because:Eryerience and Approaclao We rearuit nationally and know rnarny of the country's local govemment professionalspersonally"c We have an extraordinary talent for deterrnining who will fit well (and who will not) inthe partiounar sitnation"o Our lead recruiter, Colin Baenziger, has served as a City Manager, as well as an eleetedboard rnember for a master homeowners association composed of 22,000 residents. Hecan thus relate to both appointed and elected officials and speaks their language. All ourother recruiters are forrner City and County Managers.o We tailor our approach to the comrnunity. Once we fully understand the elected body,thE community and the issues, we aggressively seek the candidates who are right for you.c We can move quickly. Utilizing a true executive search approach and very limitedadvertising, we can have a short list of candidates within two to four weeks.o The caliber of our work is better" Because we have not conducted hundreds of searchesand we depend on word of mouth advertising, our reputation is critical to us.o We continue to work with you after the position is filled. If issues arise six or twelvemonths later between the employee and employer, we will assist the parties in workingthrough them at no additional charge.c We are reasonably prieed, and not because we do less. In faet" we do much more thanour competitors. We have focused our efforts on minimizing our overhead. We simplydo not have the expenses other firms do, and we can pass the savings on to you.c We are very adept at working with the electronic and print media. Should the Countywish, we are very comfortable serving as its media spokesperson for the search.o Our warranty is the best in the industry. We offer the best warranty in the industry. Wecan offer it because we have confidence in our work. (See Section V of this proposal.)"Finally, although we move quickly, we do not rush the process. We carefully evaluateevery potential candidate, scrutinize their background information and make soundrecommendations to the client"-7-

II. What.Sett CB&A Apart (continued)Resuftts:On the preceding page, we outlined what sets us apart. The proof howeven, is in the results wehave achieved" Specifically:o Our clients are extrernely satisfied with our work. In fact five of them have passedresolutions thanking us for ouln extraordinary efforts reoruiting their managers.o We have never missed a significant project milestone.o No maffer how oornplicated the search has become or what unforeseen circumstancesmay have arisen, we have never asked a client for anything beyond the fee we initiallyquoted.. Every one of our City and County Manager searches has ended in a successful placement.. We have become recognized as a leader in nnunicipal recruiting and we are frequentlycalled upon to speak at the conferenoes of the league of eities, loeal and national eity andcounty management associations and other professional bodies.Sammary:Colin Baenziger & Associates is the firm you should select to conduct your search because weare knowledgeable and effective while also being very reasonably priced. We are extremelyadept at determining who will be the best person to serve as your County Manager for the longterm. Further, we complete our work on time and on budget.-8-

IItr" Key StaffProject Team and Invol,vernemt (Resumes fon key sraff follow)CB&A is an experienced recruiting finn and strongly beliaves that the majority of the searchwork should be conducted by one knowledgeable person. Colin Baenziger will be that person,and he will serve as projoct manager. F{e will aonduct the interviews with the elected officials,search for strong candidates, discrlss the position with those candidates, necruit them, conduct theinterviews with the candidates, conduct the background investigations, oversee the interviewprocess, and assist with the contnact negotiations. Mr. Blaenztger holds a Bachelor's degree fromCarleton College and a lvlaster's degree with distinotion from Cornell University's GraduateSchool of Management" [n addition to 15 yoars as a consultant, Mr. Baenziger spent l0 years ingol/eniment as a senior rnanager. Overall, he has been the f,irm's Fro.ject Manager for 100 cityand county rnanager searches.Tom Andrews, senior vice president, will be the Deputy Fro.ject Manager and support for Mr.Baenziger. Mr" Andrews will assist in virtually every aspect of the search effort but will focus onthe search for strong candidates and candidate evaluation. Before joining the firm, Mr. Andrewsserved as County Administrator f,or Fulton County, Georgi4 and in high level county and statepositions in Maryland.David Collier, senior vice presidenat, will serve as the recruitment manager and assist with theidentification and screening of candidates. He has over 30 years of experience as a senior levellocal government manager in several states including Maryland. He earned his Bachelor of Artsdegree in economics and his Master's degree in public administration from the AmericanUniversity in Washington, D.C. He is a past president of the Maryland City ManagersAssociation and the Florida Association of County Administrators.Sean Baenziger, Viee President, will serve as depuf recruitment manager and assist with someof the client liaison. He has over l0 years of total experience with CB&A and in localgovernment. He earned his BachElors of Science in Psyohology degree from Brigham YoungUniversity and his Masters in Social Work from the University of Utah.Kathyrn Knutson, Vice President for Operations, will be responsible for coordinating theadvertising and production ofthe materials we will present to you as described in the RecruitrnentApproach.Sean BaenzigerRecruitment MResearcb .Associates-9-

III. Key Staff kontinued)Colin Baenziger, M"P,4.PrincipalColin Baenziger is a student of local govemment and responsiblefor the executive recruitment functions at Colin Baenziger &Associates. Over the years, he has worked with a number ofcitieson recruitmenis, and on management, operational, andorganizational issues. As a former manager and someone whoactively consrrlts with governments, he understands lvhat i1 takes todo the manager's job, and to do it effectively. Fllrthermore,because he is active in a number of professional associations, heknows many of the nation's managers on a first-name basis.Some of Mr. Baenziger's searches for local goleroments include:. City Manageq Coral Gables, FL (population 42,000),. City Manager, Cottonwood Heights, UT (population 34,000),e City Manager, Fife, WA (population 8,200),. City Manager, Fayeneville, NC (population 208,000),. Village Manager, Key Biscayne, FL (population l 1,000),. Economic Development Director, Loudoun County, VA (population 326,000),r Community Development Director, Miami, FL (population 373,000),. Borough Manager, Matanuska-Susitna Borough, Alaska (population 88,000),. City Manager. Mount Dora, FL (population 12,000),o City Manager, C)range City, FL (population 10,000),. City Manager, Palm Coast. FL (population 5'1,000),. City Manager. Portland, ME (population 65,000),. City Manager, Roanoke, VA (population 96,000),r City Manager, Tacoma, WA (population 200,000),. General Manager, Tampa Bay Water Authority (serving a population of 2.4 million), and. County Manager, Union County, NC (population 290,000).Other recent efforts include a strategic planning session for the Florida Association of SpecialDistricts, an operational review cf Tamarac's water utility, a business practices review for adivision of Martin County government, an operational reconciliation for Palm Beach CountyWater, development ofan automated system to pay royalties to featured recording artists for theRecording lndustry Association of America, and a review of financial procedures for a divisionof the Marriott Corporation.Mr. Baenziger has a Master's Degree with Distinction in Public Administration from ComellUniversity's Graduate School of Management, and a Bachelor of Arts degree from CarletonCollege. He is also active in the Intemational City Management Association and the Florida Cityand County Management Association. He has also been called upon frequently to speak atconferences of the Utah and Florida City/County Managers' Associations, and the Florida PublicPersonnel Association.- t0-

III. Ke.r Stalf kontinu(,d)Tom .4ndrcws, M,S.'l'onr Andrelvs is CB&A's managemcnl guru. With ovcr 30 yearsmanagement experience in fcderal, state and local golemments, hehas bcen thcre, done that. With his no-nonsensc approach toprobiem solving nncl his kecn abilitv to recognizc man:lgernenttalent and leadership potential, he is an asset to any client. Histalent for mentoring has resulted in formcr employees occito),ingsenior local govemment positions from Maryland tc F'iorida.In addition to his comprehensive and succes-siril e>iperience as ageneralist, Tom possesses lechnical exp.rtise in r.r,ater resorlrcesmanagemenl. enviranmental regulation, and public healthprogramming.Senior Vice PresidentSome ofthe top leadership posiiions thal Tom has held includc:serving as the county Manager of Fr-rlton county, GA, Chiel Administrative officer for AnneAmndel County, MD, Deputy secrctary. Maryland Department of the Environmeni, Assistantsecretary, Maryland Depanmenl of Natural Resources, Director. Maryland water ResourcesAdministration and Chief of Staff fbr Maryland Acting Govemor Blair Lee IIl.Some of the manv recruitments Tom has been involved in for CB&A are:r Borough Manager. Matanuska-Susitna Borough, Alaska (population 9g,000),. Director. Watershed Managcment. DeKalb County, GA (population 69 l ,900).o City Manager, Fife. WA (population 8.200)^o City Manager. Greensboro, NC (popularion 259.000).o City l\4anager. City Attorney and Planning Director, Roanoke. VA (population 96.000).. County Manager, Brevard County FL (population 536.000).. l)eputy City Manager. Durham, NC (population 220,000),. Director. Economic and Workfurce Development, Durham NC (population 220,000).r Budget Director, St. Petersburg, FL (population 248.000). and. Director of Economic Dcvelopment for l,oudoun Count1,, VA (326.000).ln addition, Tom has conducted numerous leadership seminars for slate and local governmentmid-lcvcl managers.'Iom earncd his Bachelor of Scicnce in Biology from Miami ljniversity in oxford, ohio, and hisMasters in Natural Resources Administralion from the Institulc of Public Administration of thel'rniversity ol' Michigan. I Ie has bccn a member of the Georgia county-city ManagersAssociation, the Association County Commissioners of Cieorgia, and the National Association ofCountics. 'fom has also served as President of thc Maryland Association of county HealthOfficers, Member of the Anne Arundel County YMCIA Board of Directors and President of theProvidence Center Board of Direclors, a non-profit agency serving the devclopmentally disablcd.-11-

III. Key Stsff Gontinuett)Date Collier, M.P,A,Senior Vice PresidentDave Collier brings to the client over 30 years of managementexperience in county and city govemment. Since there is not muchthat he has no1 seen previously, Dave quickly produces efficientand effective solutions to problems for his clients.One nl !-)-ave's- rneciei!ieq iq eru ecrrti.,e q."rch u"';rh h:c'nrn\, \/p'r(ofexperience, he can quickly separate the whea! from the chaffandfind the right person to join your senior staffor be your departmenthead. He also has successfully conducted organizational reviews,sessions in team building and strategic planning workshops. Just asimportantly in this day and age of the pressure to lower taxes, hehas developed strategies and action plans for coping with the toughfinancial problems that local govemment often experience.Dave has overseen the recruitment and selection of:. County Manager, Brevard County FL (population 536,000),. City Manager, Coral Gables, FL (population 42,000),. City Manager, Cape Canaveral, FL (population 10,200),. City Manager, Dania Beach, FL (population 28,000),. City Manager, North Miami, FL (population 62,000),. City Manager, Orange City, FL (population 10,200),o City Manager, West Melbourne, Fl- (population 15,000),o City Administrator, West Park, FL (popuiation 12,000),. Finance Director for Tamarac, FL (population 55,500), and. Police Chiet St. Augustine Beach, FL (population 6,200).While serving as City Manager of Stuart, Florida for l4 years, he improved the professionalismof City Department }Ieads and staff through an emphasis on professional development and teambuilding. He also used his hands-on management style to emphasis the need for effective projectmanagement and maintaining tight timelines in order to show citizens that the city govemmentwas effectively managed and had a strong commitment to its customers.Prior serving in Stuart, Dave was a County Manager in Florida, Kansas and Michigan. [Je alsohas extensive experience in local govemment consulting.Mr. Collier earned his Bachelor of Arts degree in Economics and his Master's degree in PublicAdministration from the American University in Washington, D.C. He was a member of theIntemational Cityi County Management for over thirty years. served as President of theMaryland City Managers Association and the Florida Association of County Administrators.Mr. Collier is involved in his community as a membcr of the City of Stuart's CRA AdvisoryBoard and as a Director of Stuart's Main Street Association.-t2-

III. Key Stafr konrinue.J)Ms. Knutson is a skilled professional with a r,vealth of public andprivate sector experience. ller pafticular expertise is in specialprojects, compensation surveys and background checks for ourexecutive search candidates. She feels that each client must beproperly served, and that can only be done by devoting her utmostattention to their particular concerns and by tinding creative waysto solve their problems. In her book. the client comes flrst.Since beginning her working relationship as a subcontractor lvi'rhColin Baenziger & Associaies, Ms. Knutson has been involved invinually every executive search the firm has conducted. Some oithe more notable ones include:r Public Works Director, Chandler, AZ (population 250,000),o City Manager,'I'own of Bay Harbor Islands (population 5,200),o City Manager, Coral Cables, FL (population 42,000),r City Manager, Cottonwood Heights, UT (population 34,000),. City Manager, Cutler Bay, FL (population 35,000),r City Manager, Fife, WA (population 8,200).o City Manager, Greensboro, NC (population 259,000),r City Manager, Homestead, FL (population 59,800),o Village Manager, Key Biscayne, FL (population I I ,000),o City Manager, City of Marathon, FL (population I1,500),o Village Manager, Village of Palmetto Bay. FL (population 24,0001,o City Manager, Portland, ME (65,000),o Cit),Manager, Roanoke, VA (population 96,000), and. City Manager, City of West Melbourne, FL (population 15,000).Vice President for OperationsAs noted, a major part of Ms. Knutson's work has been on special projects_ For example, she isresponsible for the firm's annual City Manager compensation survey and also has worked withPalm Beach County Water Utilities reviewing a portion of its billing database. The utility'sconcem was possible under-billing, and our work involved a review of billing records forreasonableness and consistency, as well as extensive work in the field. Thanks to Ms. Knutson,swork, the Utility recovered our fee several times over.Ms. Knutson's prior employment includes stints with Palm Beach County's Department ofBuilding. Planning, and Zoning, and with the County Health and Rehabilitative Services. Shehas also worked with the State of Irlorida's Department of Corrections and with the State'sDepartment of Employment Services. She has aiso been involved with a number of private andnon-profit concemsr such as the Visiting Nurses Association and Oakwood Mental Health Centerof the Palm Beaches. Ms. Knutson has an Associate's l)egree in Business Education from WeslGeorgia College in Carrollton, Georgia. Kathym currently resides in Oneida County, Wl.-l3-

IIL Key Staff (continued)Sean Baenfiger, M,S.W., L,C,S"W., EMT-PVice PresidentSean Baenziger brings a strong background in research and analysisto CB&A. As a former Firefighter Paramedic and current LicensedPsychotherapist, he has l0 years of experience working with stateand local governments through public and private sectororganizations. Since joining CB&A in 2004, his incisive ability topronnptly get to the heert cf e prcblem anC accuratelir assess thgfacts have led him to quickly become the firm's background checkguru. His experience and training allow him to rapidly determinewhich candiCates are the right fit for ycur organization.Since beginning his work rvith the firm, Mr. Baenziger has beeninvolved as a background specialist is virtually every search CB&Ahas conducted. Notable examples include:o City Manager, Yakima, WA (population, 91,000)o Village Manager, Key Biscayne, FL (population I1,000),o City Manager, Key West, FL (population 25,000),. City Manager, Tacoma, WA (population 200,000). Town Manager, Bay Harbor Islands (population 5,200),r City Manager, Coral Cables, FL (population 42,000),. City Manager, Portland, ME (65,000),. City Manager, Roanoke, VA (population 96,000),. City Manager, Cottonwood Heights, UT (population 34,000),r City Manager, Cutler Bay, FL (population 35,000),. City Manager, Fife, WA (population 8,200),. City Manager, Greensboro, NC (population 259,000),. Village Manager, Palmetto Bay, FL (population 24,000), and. City Manager, West Melbourne, FL (population 15,000).As ncted, the majority of Mr. Baenziger's work has come in the form of backgroundexaminations with the firm. Due to his extensive psychological training, he is quickly able toassess candidates' personalities and styles and determine if there are concerns in their past aswell as if the candidates would be a good fit for CB&A's clients. In the past Mr. Baenziger hasserved in a variety of municipal capacities such as being a consultant for several private sectoragencies with contracts with the State of tjtah's Division of Child and Family Services. as wellas playing a principal role in the revision ofNofth Poft Fire Rescrle District's Infection ControlPlan.Mr. Baenziger obtained his Bachelor's Degree in Psychology lrom Brigham Young University,his Master's Degree in Social Work from the University ol Utah. He is a certified FirefighreriParamedic in both Florida and Utah. He currently resides in Wellingtorr, FL.-14-

More CB&,4 ClientsCity of Yakima, IIACitl ManagerCity of Cottonwood Heigh*, UTCity ManagerMatanuska-S as itna Boro ug h, AKBorcagh ManagerCily of Coral Gables, FLCity Manager

IV. MethodologThe following methodology has been refined over the past 15 years, until is it is virtuallyfoolproof. We will modiff it to integrate your ideas into the process. Our goal is to ensure youhave the right people to interview as well as the information you need to nnake the right decision.While not specifically addressed in this proposal, we frequently incorporate public participationin the process. All we need to know is the extent of public involvement you would like and wewill make the necessary ad.justments"Fhase I: Infarmation Gathering and Needs AssessmentTask 0ne: Needs AssessmenaiAn important part of the recruiter's work is selling the comrnunity to the very best candidates(including those that are not actively looking for the next job) while also providing an accurateportrayal of the community and the opportunity. [n order to do this, CB&A must first determinethe needs of the client and the characteristics of the ideal candidate. Our approach is to:o Compile background information from the jurisdiction's website and other sources;o Interview the elected officials and other stakeholders. We will thus develop a strongsense of your community, its leadership, its short and long term expectations, and itschallenges;o Determine the characteristics of the ideal candidate. Among others, these will likelyinclude experience, education, personality, demeanotr, and achievements; andc Determine a reasonable compensation package.As part of our interviews, we will also finalize the timeline so candidates can mark theircalendars well in advance and will be available when the Chairman and Commission wish toconduct the interviews.Further, as noted above, we routinely incorporate meetings with other stakeholders (such as thebusiness community, the non-profit community, county staff and so on) to gather their insights.These forums can be very valuable as they provide additional points of view and a betterunderstanding of the elements of the community" In a sense, they help us develop anunderstanding of the community's tapestry.Phase II: RecruitmentTask Two: Devetop Reeruitnrcnt MalerialsBased on the information we gather, CB&A will next develop a comprehensive recruitmentprofile. We will provide our draft for your review and connment. Your suggestions will beincorporated, and the final recruitment profile prepared. A sample of our work is included asAppendix B. Other samples can be found on our firm's website under the "ExecutiveReeruitments" / "Active Recruitments" tabs.-t6-

IV" Methodologt (continued)Tasnr Three: Reeruit CandidatesWe will use a number of approaches to identiff the right people for this position. We say people,and not person, because our goal is to bring you six to ten cxcellent serni-finalists, all of whomwill do the job extraordinarily well and who are of suoh high quality that you will have a difficulttime choosing among them. Then you can seleot the top three to five to interview and ultimatelychoose the one who is the best fit with you and your oornmunity. These approaches we Llse are:o Networking. The best approach is diligent outreach. We will network with oureolleagues and consult our data base. As we identify outstanding candidates (rnany ofwhom are not in the market), we will approaoh them and request that they apply. Oftenexcellent candidates are reluctant to respond to advertisements because doing so mayalienate their current employers. When we approaoh them, their credentials are enhancedrather than diminished.o Advertising. While we will seek out the best, we will not ignore the trade press as itoften also yields strong candidates" We intend to contact the members of organizationssuch as the lnternational City / County Management Association (ICMA), the NevadaLeague of Cities and Municipalities, National Association of Counties, NevadaAssociation of Counties, the National Forunn of Black Public Administrators, localgovemment management associations and so on. We will use the popular social medianetworks, and post it on our website, wwwz.ab:as1a"cam" We generally do not usenewspapers or generic websites because while they produce large numbers ofapplications, they generally do not produce the type of candidates our clients are seeking.o Email We will also e-mail the recruitment profile to our list serve of over 7,300managers and professionals who are interested in local government management. One ofthe advantages of e-mail is that if the recipient is not interested, he/she can easily forwardthe recruitment profile to someone else who may be.The Private Secton Some of our clients ask that private sector candidates be included amongour suggested finalists. While we do not routinely recommend candidates with no experience ingovemmen! we have been very successful in finding highly qualified and capable private sectorpeople to bring forward.Phuse IfI: Screening a,nd Finalist SelectionTask Fout': Evalwute the CandidatesBased on our most recent recruiting efforts, we anticipate receiving resumes from 40 to 60applicants. We will narow the field as described above and present information on candidatesto the Chairman and Commission. This process requires a mixture of in-depth research andsubjective evaluation. Our process is as follows.Step One Initial Screening. CB&A will evaluate all resuines and identify the top eightto fifteen candidates. Some of these may be in-house candidates or individuals who haveheld high level positions in other governments but who have never been the manager.-17-

IV Methodology (continued)Often these people simply need the opportunity. Using a football analogy, VinoeLombardi was an assistant coach with the New York Giants prior to being hired by theGreen Bay Packers. Hence, we do not believe we should only consider those who havealready held the position we are recruiting for"Step Two" Screening Interview. Our lead recruiter, and possibly other seniorrepresentatives of the finn, will interview each of these candidates" Using what welean'rEd in Phase I of the pro;ect and our experienee as managers and recruiters, as vrell asour unique ability to assess candidates, we will rnake a detenriination of whether or not toconsider them further. Onse the candidates have passed the initial screening interview,we will ask the eaoh to prepare a brief written introduction describing who they are andtheir background / experience.Based on soreening interviews, we will then select six to ten to be thoroughly researched. Wafeel we need more than five since we may decide to eliminate one or more as we research thecandidates' backgrounds. Further, some of the candidates may be applying elsewhere, findpositions and withdraw frorn our process.Step Three" Background Investigations. For those that remain in consideration, CB&Awill conduct extensive background checks. Specifically, we will:o Interview References: We tell the candidate with whom we wish to speak.These include current and former elected officials, the municipal attomey, theexternal auditor, staffmembers, peers, news media representatives, the director ofthe local chamber of commerce, community activists, and others who know thecandidate. We also attempt to contact some individuals who are not on thecandidate's list. Typically we reach eight to ten people and prepare a writtensummary of each conversation.o Conduct Background Checks. Through our third party vendor, AmericanDataBanlq we will conduct the following checks: criminal records at the coungr,state and national level; civil records at the county and federal level; bankruptcyand cedit. We also veri$ employment for the past 15 years and education.c Search the Internet and Newspaper Archives. Virtually every localnewspaper has an archive that provides stories about perspective candidates, theissues they have dealt with, how they resolved thern and the results. Thesearticles can also provide valuable insights into the candidate's relationship withthe public and the elected officials. Of course, not all news sources are unbiasedand we consider that in our evaluation.The goal in eonducting these checks is to develop a clear picture of the candidates and todetermine which best meet the criteria established Phase I. Each of the avenues we pursue isadds a piece of the puzzle. We will crosscheck sources, search for discrepancies and resolvethem when we find them. When sensitive or potentially embarrassing items are discovered, theyare thoroughly researched. If we conclude the situation is damaging or even questionable, thecandidate will be dropped from further consideration.-1 8-

IV" Methodologt (continued)Note: We firmly believe that all background workwe have outlined above shouldbe completed eorly in the process and for the top eight or so candidates. Wewant you to lcrtow that all the individuals you consider are top pedormers and donot have anything embarcassing in their pasts that might come to tight afterannouncement of tke finafists. trt also means that once you have selected tkeperson you wont ta be your Cownty Manager, you can irnmediately negotiate acontract and rnake an announcernenLTask Five: Finalist Selection ond Presentation"Onoe we have evaluated the inforrnation we have gathered, we will present five to eightcandidates to the County for its consideration. It should be noted that seleoting strong candidatesis more an art than a science. While we consider standard ranking factors and the elements ofthe job, ultimately the most important factor is who we believe will be a good fit with the electedoffrcials and the community. Typically 40%o of our finalists are women and/or minorities.For the selected candidates, CB&A will compile the information we have developed into awritten report for each recommended candidate. Specifically, the report will include: thecandidates' resumes, an introduction to each candidate, the results of our background checks, thecandidates' reference checks, and our compilation of materials from InterneVnewspaperarchives. We will also include some advice on interviewing, a series of questions the electedofficials may wish to ask (as well as some areas that it is not wise to get into) and some logisticalinformation. A sample candidate report is included as Appendix C. The preceding informationwill be forwarded to you electronically.Task Six: Finalist SetectionApproximately a week after the Chairman and Commission have received the candidatematerials, CB&A will meet with the elected officials to discuss our findings and to determine thefive finalists.Tcsk Seven: Netify AII Csndidates af,T4ceir StatusWe will noti& the selected candidates by telephone and give them the opportunity to askadditional questions. CB&A will also contact those not selected to advise them of their status.Fart of the notification will include advice concerning the candidates' resume and/or cover letterso, even though they were not selected to go forward, they will have gained sornething valuablefrom participating in the process.Phase IV: Coordinate the Interview Process and County Manager selectionTask Eight: Coopdinate the Candidate Assessment processPrior to the interviews, we will recommend an interview/assessment process for the County'sreview including means of evaluating the candidates' communication skills, interpersonal skills,-19-

IV'. Methodologt (continue d)and decision-making skills. As part of the process, we will recommend the Chairman andCommission observe the finalists in a numtrer of settings. We wiln also reeornmend you invitethe finalists' spouses so they can spend time in and evaluate your community.Day #1: The finalists are given a tour of the comrnunity and its facilities by aknowledgeable staff member. Later, senior staff mernbers meet briefly with thecandidates. This opportunity allows the finalists to ask questions and the senior staff toassess the candidates.Later, that evening, the elected offiaials host a reception for the candidates. Tlae purposeis to observe how the finalists respond to a social situation. Your next County Managerwill, after all, represent your local government in numerous venues. It is thus iralportantto know how the individual will respond in a social setting" The reception also serves asan ice breaker whereby the elected officials and the candidates get to know one anotherinformally. It should be noted that in some cases, confidentiality may preclude areception.Day #22 Beginning at approximately 8:30 a.rn., each caredidate interviews individuallywith each elected official for approximately 40 minutes. These meetings provide theelected officials with an opportunity to assess how the candidates might interact withthem on an individual basis. It is very important to know if good chemistry exists.Ultimately managers succeed and fail based on their interaction with the elected officialsand the one-on-ones are an excellent way to test the interaction.After lunch, the elected officials as a group will interview each candidate so that they canassess the candidates in a formal meeting. Part of the interviews may include aPowerPoint presentation so the Chairman and Commission can observe the candidates'presentational skills.Formal Assessrnent Tools and Tests. Formal assessment tools (such as personality tests andmanagement in-basket exercises) can be utilized either at this stage or earlier in the proeess ifyou desire. Typically our clients do not utilize them but rather rely on our expertise. Wheresuch tests have been conducted in the past they have verified our recommendation in every case.Nonetheless, we will be happy to recommend tools that can be used should the County wish.The County, however, must bear the eost of these additional instruments.Tash Nine: Debriefi,ng and,SelectionOnce the interviews have ooncluded, CB&A suggests the eleoted officials adjourn and hold ameeting a day or two later to select the next County Manager. Although the selection can bemade the sarne day as the interviews, this decision is quite important and we recommend youtake some time to oonsider what vou have seen and heard.In terms of thc final selection, *" have a slmple methodology we have developed that moves theelected body quickly and rationally to the desired outcome. Once the selection has been made,-20-

{V. Methodology (continued)CB&A will notifu the finalists of their status. Candidates are eager to know and we feet it isimportant to keep them informed.Phase V: Negotiation and Continuing AssistanceTask Ten: Notification, Contract Negotiations snd WarcantyShould the Chairman and Commission wish, we will assist in the employrnent agreementnegotiations. Generally a member of the elected body and the attorney conducts the aatualnegotiations while we provide advice and assistanoe conoerning the compensation package andcontraet. We can also take the lead role in the negotiations if desired. We have a standardcontract you are welcome to use. Your attorney, of course, will prepare the final oontraet. Sincethe basic parameters will have been discussed with the candidates and the candidates have beenthoroughly vetted, we expect a relatively prompt agreement.Tssk Eleven: Continuing AssistanceOur work is not done when the contract is executed. We will stay in touch with you and yournew County Manager. Our goal is to be there to assist in resolving any issues that arise beforethey become intractable. In fact, at your request, we will oonduct a team-building workshop, atno charge, to resolve any difficulties. We simply feel it is part of our job to assure a suocessfulrelationship.Communications: We will provide biweekly repoFrs about the status of the search, in vrriting orby phone, depending upon your preference. At significant milestones we will make the reportsin person.The Coanfi;'s ObligationsThe County will be responsible for providing the facilities for the interview process, coordinatinglodging for candidates from outside the are4 and making arrangements for the reception. TheCounty will also be responsible for reimbursing the candidates for all expenses associated withtheir travel, meals and incidentals for the interview weekend.County staff should also plan to provide the following information, if it is not available on theCounfy's website, to each of the finalists: the current year budget, an organizational chart, thelatest completed audit and management letter, any current strategic and long range plans, a copyof the County Charter, any job descriptions and other materials defining the role and duties of theCounty lVlanager, and any evaluations of the organization completed in the last year.-2t-

Proposed Praj ect ScheduleThe following is the schedule we would suggest and assurnes CB&,{ is sclected to perform thesearch by May l7m. Of course, we can adjust the schedule to accommodate the County wishes.Phase I: Needs Assessment / Information GatheringMay 3l'r:June ltt:June 7tr:Colin Baenziger begins meeting wittr the Chairman and Commission tounderstand the job and its challenges. Specifioally, the purposes of theseinterviews will be to: l) get to know the eleoted offioials, 2) understandthe issues the next County Manager will face, 3) understand the elementsof the job, 4) develop a description of the ideal candidate, 5) detennine thedesired compensation and 6) finalize the project schedule.Colin Baenziger begins drafting the reoruitment profile for publicationsand prospective candidates.Colin Baenziger submits the draft of the full recruitment profile to theCounty for its review. Comments will be due back by June 14fr.Ph,ese ltr: RecruitingJune 17tr:July 7ft:CB&A posts the full recruitment profile on its website and submits it tothe appropriate publieations. It is also e-mailed to over 7,300 localgovernment pro fessional s.Closing date for submission of applications.Phase II[:July 8tr:July l2s:Screening, Refbrem.ce Cheeks and Credenttnl Verffie*tionCB&A begins screening the candidatesCB&A reports the results of the recruitrnent to the Chairman andCommission.Augtrst 5ft:Ar"tgust 12tr:CB&A forwards its candidate report and materials to the Countyelectronically. These will include the candidateso resumes, a summary ofour interviews with the candidates, the results of our background andref,erence checks, and Internet/newspaper archives results.CE&A reviews the finalists and alternates with the Countv officials.-22-

Propos ed Proj ect S ckedule (continued)Fhase IV: nnkrview Process Coordination and Caunqy^ SelectionAugust22"d: County holds reception for the finalists.August 23'd: Gne-on-one interviews and full Commission interviewsAugust 26tr: County selects its next County Manager.Fkase V: Negotiation, Warrarcty & Continuing AssistancePost-Selection: CB&A starts works with the County representative and candidate on anemployment agreement. Typically this process takes a week before acontract is ready to be ratified.CB&A will stay in touch to ensure the elected officials' relationship withthe new County Manager is a sfi'ong one.-23-

More CB&A ()lients..,Osceola County, FLCounty ManagerCity of West Palm Beach, FLDeputy Cily Manager for Utilities,Parks & Recreation Director,Fire ChieJEmployee Relations ManagerH uman Resoutces DirectorCily of Destin, FLCity ManagerCity tf Palm BuyCiry ManagerUtility Director

V'. Fee and WawantyFeeCB&A offers a firm, fixed fee of $22,500 which includes all oar expenses and costs" trn otherwords, the only thing the County will pay CB&A is the agreed upon fee" The only other coststhe County will be rcsponsible for are the costs associated with the candidates' (and spouses, ifinvited) travel, accommodations and meals for the interview process. The advantagc to theCounty is it knows exactly whx it will pay. The advantage to CB&A is that we do not havekeep track of every minor expense.We will bill the fee as the phases are completed and according to the following schedule:Phase I: Needs Analysis / Information Gatherine $ 3.500Phase II: Recruiting 8,000Phase III: Screenins 8.000Phase IV: Interview Process Coordination and Manaeer Selection 1.500Phase V: Negotiation, Continuing Assistance and Warran8 1.500As an aside, our fees are not scientifically calculated. Instead they are based on average cosrsand have been found to provide the firm with a reasonable profit.If the County asks us to perform work that is clearly beyond the scope of this proposal, it will bebilled at a rate of $125 per hour. No such work will be performed without your writtenauthorization. Please note that we have never billed - nor requested -our originally quoted fee even when we have beEn entitled to it.additional funds beyondWaruan(yColin Baenziger & Associates offsrs the best waranty in the industry. We can offer it becausewe have confidence in our work. Provided we conduct the full search as specified in thisproposal and assuming the County selects from among the candidates we recommend, wewarrant the following:1) We will not approach the selected eandidate for any other position as long as theindividual is employed by the County.2) If the selected individual leaves for any reason othEr than an Act of God (such as totalincapacitation or death) within the first year, CB&A will repeat the search at no chargefor our services. If he/she departs during the next year for any reason other than an Actof God, we will repeat the search for the reimbursement of our expenses only.3) If you are not satisfied with the candidates we present, CB&A will repeat the searchuntil you are satisfied.4) Our price is guaranteed and will not be exceeded for any reason, even if conditionschange after the contract is executed.-25-

W. ReferencesThe staffat Colin Baenziger & Associates has completed over 120 searches for city and countyrnanagers and more than 200 senior-level local governrnent rnanagernent searches overallReferences are provided below for six ofour searches.1) County Administrator, Polk County,IA (popwlation 400,A00)Contact: Fonner Board Mernber E.J. Giovannetti at(5 I 5 ) 3 7 I -0 7 82, or EJGiovenugttti@hhla,wped:o rnBoard of Supervisors Project Manager Sue Elliott at(5 | 5) 286-3 I 28 or selliot@co.nolk ia.usCB&A was hired in mid-April2007 to find the County's next County Administrator. Ourwork included searching the nation to find the right person for the job, interviewing thecandidates, conducting through background checks, and recommending finalists for the county tointerview. ,After carefi.rl deliberation, the County selected Ronald Olson, formerly Assistant CityManager of Arlington, TX on July 24,2007. When Mr. Olson left in April 2011 to become theCity Manager of Corpus Christi, TX, Polk County retained CB&A to find his replacement. Thesearch began on May 4*, interviews were held on July 2l't and 22"d and, Dovtd Jones, thenCounty Administrotor of Tazewell County,.Il, was selected on July 25s.2) Ctty Manager Recruitment, Cottonwootl lIeights, {.IT (population 35,4AA)Contact: Mayor Kelvyn Cullimore at (801) 568-7000, orKeJw.n@.dvqgogggCottonwood Heights incorporated in NovErnber 2004 and is a suburb of Salt Lake City. TheCity needed a City Manager immediately and requested that Colin Eaenziger and Associateshave a field of candidates ready to interview on December 3'o and 4*. The City had alreadybegun advertising with a closing date of November 22, 2004. Feeling we needed more highcaliber candidates than the City had attracted up to that point, we promptly recruited severalmore applicants, two of whom the City Council rated in their top three finalists after theinterviews. The process was complicated by the Thanksgiving holiday. Nonetheless, wecompleted our work including background checks and conducted interviews so that the City didhire its manager on December 7,2004.3,1 Coanty Manager, Union County, NC (papalatian 198,600)Contact: Flurnan Resources Director Mark Watson at (704) 283-3869, or}&.tson@g"Uuie&gguECB&A was formally selected to perform the County Manager on September 7,2010. We wereasked to conduct the search extrenaely quickly so that interviews could be conducted prior to theNovember election. We sought candidates from around the country, performed the candidatescreening and interviews were held on October 22"d with a selection made on October 25s. TheCommission selected ilIs. Cynthia Coto, formerly the County fuIannger of Volusia County, FL,and Seminole County, FL. IVIs. Coto signed a contract on October 29h and began work onNovember 15tr. Colin Baenziger served as the lead eonsultant.-26-

VT. Re-ferences4) Coun@ klunager, St. .Iohns Counq,, FL (population 162,000)Contact: Commission Chairman Ron Sanchez Q04) 209-0302, orbccd2(a)sicfl.usCounty Attorney Patrick McCormick at (904) 209-0805, orpmccormack@co.st- i ohns.fl "uS500 San Sebastian ViewSt. Augustine, Florida 32084Colin Eaenziger & Associates was selected on December 28, 2006, to conduct the CounfyAdministnator search. At the request of the. county, we lengthened our normal 90 day processand interviews were held on May I 7* and l8m with afinal selection scheduled for May 22"2A07.Oun work illoluded scouring the nation to find the right person for the job, interviewing thecandidates, conducting through background checks, and recommending finalists for the city tointerview. Mn Michael Wanchick, Assistant Ctty Manager for Richardson, TX, was selected.We subsequently found a Director of Health and Human Services as well as a Director of LibrarvServices for the Counfy.5) CW Manager Recruitmentu Tacomau WA (population 197,000)Contact: Mayor Marilyn Strickland at(253) 591-5130, orMgrilvn. Strisldaud @ cityo&rcoma. o reHuman Resources Analyst Margith Baker at (253) 573-2321, or,Uqha ke r:@,Sdeqolu @,w& ugCB&A was hired in late September 20ll to find Tacoma's next City Manager. As part of therecruitment process, we met with each of the nine council members to learn their concerns,priorities and desires. We searched the nation and developed a pool of 67 candidates, many ofwhich were extremely capable. The semi-finalist pool was also diverse containing both womenand minorities. Interviews were held early December and Mr. T.C. Broadnm, formerly anAssistant City Manager with San Antonio, TX, was selected" He remains with the City as itsmanager.61 City Manager, City af Roanoken VA {,poputation 96,0Aq, [Ae have since helpedrecruit the City Attorney, Planning Directon'and Economic Development Directot".Contact: Council Member Court Rosen at(540) 597 -31 93 or courtrglcsj@Seil.cquCity Clerk Stephanie Moon at (540) 853-2541Step banie:l{ogn@ roapo l{gyg,gqYCB&A was hired in early September 2009 to find Roanoke's next City Manager. Roanoke isthe cultural and commercial hub of southwestem Virginia" One of its primary employers is theCarilion Clinic with almost 8,000 employees. We were asked to identiff someone with a sfi.ongbackground in finance and redevelopment. In preparation for the recruitment, we had fivemeetings to solicit publie input (two with the public at large, one with the business community,one with the neighborhoods, and one with the education, soeial serviees and non-profitcommunity). We also had a separate meeting with thE media. Our efforts involvEd searching-27-

W. Referencesthe country for stnong candidates, conducting extensive background checks, recommending a strongfield of candidates, overseeing the interviews and providing a small amount of assistance with theoontract negotiations. We also held five meetings with the public to solicit their input. ChristopherMowill, forrnerly the Assistant City Manager for Savannah, GA, was selected in early December 2009.Mr. Monrill began worlg at the City's request, in mid-February 2010.-28-

Bob Murray & Associates

, W,.i BGrB Munnev, I & AtlgtrtATEtq_ :xF..tr. F. Gx.ou?rv3,fa.^roxA PROI,OSA:- TO CONDUCT Al''i EXECUTII,T.RECRUITMENT'FOR ACounry Manager and Director of FinariceON BEH,A.T,F OF 'I'HECoun'ry cf Washoe1677 liurcka Road, Suire 202RoseviIe, CA t5661(916) 78+90€0(916) 76+1985 fzl(applt@bobmulrat?ssoc.com

May 1,2073Mr. David Hurnke, Board Chairman, and Members of the Board of CommissionersMs. Katy Simon, County ManagerCounty ofWashoeVia email to: Kathy Ha4khatt@washoecounty.usDear Mr. Humke, Cornmissioners, and Ms. Simon:Thank you for inviting Bob Muray & Associates to submit a proposal to conduct theManaget99rr"ayand Directot of Finance recruitments for the County of Washoe. Thefollowing proposal details out qualifications and describes our process of identifyingtecruiting and screening outstanding candidates on yorrt behalf. It also includes , ptopor.db"dg"g timeline, guarantee and sample recruitrnent brochure.At Bob Murray & Associates, we pride ourselves on providing quality seryice to localgovernments. We have created a recruitment process that combines our ability to help youto deterrnine the ditection of the search and the types of candidates you seek with ourexpedence rccruiting outstanding candidates who are not necessadly looking for a job. OurPtoven expertise ensufes that the candidates we present for your consideration will matchthe criteria you have established and will be outstanding in their field.Vith tespect to the County Manager and Director of Finance recruitrnents, Bob Murray &Associates offers the following expertise:* Our fi::n is familiar with Washoe County, having previously conducted the County'srecruitrnents for Director of Senior Services and Directot ef gecial Services. Our otherexperience in the State of Nevada is diveme and vrill be an asset when presentingoppornrnities to prospective candidates. We are currently conducting the ChieiFinancial Officer recruitrnent on behalf of the Las Vegas Valley Water District and theDeputy Director, Support Services tecruitrnent on behalf of the McCarran IntemationalAiryort. We most recently rccruited for the Chief Financial Officet on behalf of the Cityof West $0endovet, the Chief Financial Officer and Comproller in Clark County, anithe Ditector of Finance and Human Resources Director in White Pine County. Ourprevious experience includes conducting recruitments on behalf of the cities oi NorthLas Vegas, Reno, and Sparls, in addition to Clark County. !7e have also worked withthe Neva& State Contractots'Board to recnrit its Building Official. Our knowledge ofthe region, its issues, and its outstanding qudity of life vrill be an asset in presenting thisopportunity to prospective candidates.+ Bob Murray & Associates has over 30 years of expedence and an unmatched record ofsuccess in recuiting local govemment professionals, including those in the financialsector. rUfe are cunendy conducting rccruitrnents for the Chief Financial Officer for theCity of San Diego; the Budget Director and the Administrative Services Director onbehalf of the City of Oakland; and the Administrative Services Dfuector on behalf of the

City of Union City, CA; as well as the Chief Financial Officer on behalf of the Las VegasValley Water Disttict, NV. ril7e tecendy completed recruitrnents for the Chief FinanJalOfficer on behalf of the City of Inglewood; the Chief of Finance, Departrnent ofEmployment and Social Services on behalf of Yolo Countp the Chief pinancial Officeron behalf of Sacramento County, CA; the Finance and Administration Manager for theCity of Corona; the Accounting Services Manager for the City of West Holtywood; theDfuector of Finance on behalf of the City of Healdsburg the Financial Services Ndanageron behalf of the City of San Cados; the Assistant Director Aviation-Finance forMcCarran International Airport-Clark County, NV; the Dircctor of Fiscal Services onbehalf of the City of Boulder, CO; the Director of Finance on behalf of Vhite Pinecounty, NV; and the comptroller on behalf of \$7ayne countf, MI (Deputy cFo).Other recent recruitments for financial executives indude recruitments on behalf ofCorona and San Diqgo, CA; Clark Counry, NV; Thornton, CO; rtr7est Wendover, NV;and the East Bay Municipal Utility Distdcq CA. For a complete list of our previousfinancial executive placements, please see the attached "Client List Since 200b." Owextensive contz.cts and knowledge of outstanding candidates will ensure you have aquality SouP of finalists from which to select the County of Washoe's next Director ofFinance.+ Our firrn has a national teputation for conducting quality searches that result in theplacement of candidates ideally suited to our clients' needs. We have an excellent recordof conducting successfi.rl searches for county and municipal executives, includingnumerous County AdministratorfManager positions. \7e have placed CountyAdministrators and Managet with the California counties of Butte, San Benito, andTehama; the Flodda counties of Alachua, Lee, and pasco; clark county, NV; and theOregon counties of Clackamas, Deschutes, and 'ttrTashington. Other counties for whichwe have placed top executives include the Califomia counties of Alamedan Colusa, LosAngeles, Marin, Monteren Nevada, Orange, Riverside, Sacramento, San Luis Obispo,Santa Clar4 Tulare, and Yolo; the Atizona counties of Maricopa and Pima; the Floridacounties of Broward, Indian and Metropolitan-Dade; the Neva& counties of Nevada,Nye, and Washoe; the Oregon counties of Marion and North Clackamas; Fulton County,GA; r-os Alamos county, NM; Adington county, vA; and reton county, rJVy. ourexperience with county govenlment and knowledge of what makes quaiity candidateswill ensure you have an outstanding group of finalists from which to select your nextCounty Manager.A significant portion of ow process focuses on conducting thorough and confidentialbackground investigations of the top 2-3 candi&tes to ensure that nothing about them is leftundiscovered. We have candid discussions with references who have insight into thecandidate's experience, style and ethics; conduct a search of newspaper articles; and nrncredig criminal and civil records reports. This ensures that the chosen candidate will notonly be an excellent fit with the County of Washoe, but also that the selected candidate vrillreflect positively upon your orgatizaion.To leam fust hand of the quality of our service and our recruitrnent successes, we invite youto contact the references listed on page 10 of the atached proposal.

we look forwad to your favorable consideration of our qualifications.hesitate to contact us at (916) 784-9080 should you have any questions.Please do notSincetely,,4\{fu 4/p/'b7 t/Bob MurrayPresidentBob Muray & Associates

BUDGET AND TIMTNGPtt< l t:t isstr lN.,,J. Fl,I..,\N r) Expl' t.J st.,sa

THE RECRUITMENT PROCESSBob Murray & Associates' unique and client oriented approach to executive search willensure that the County of Washoe has quality candidates from which to select the newCounty Manager and Director of Finance. Oudined below are the key steps in ourrecruitrnent process.Stsp 1 Dr,ver.oprNc THE Caxrrroeln PRoFILEOur understanding of the County of Washoe's needs urill be key to a successfirl search. Wewill work vdth the County Manager and the Board of Commissioners, as appropriate to eachrecruitrnen! to learn as much as possible about the otgatizanon's expectations for a nev/County Manager and Director of Finance. We want to leam the values and culture of theotganizanon, as well as understand the current issues, challenges and oppornrnities that facethe County of lVashoe. We also want to know the County's expectations regarding theknowledge, skills and abilities sought in the ideal candidate for each position and will workwith the County to identify expectations regarding education and experience. Additionally,we want to discuss expectations regarding compensation and other items necessary tocomplete the successfi,rl appointrnent of your ideal candidates. The profiles we developtogether at this stage will drive subsequent recruitrnent efforts.Srep 2 A.nvsngrsrNc CAMparcN AND Recnurt'M ENT B t(ocHl_rRtrAfter gaining an understanding of the County of lilZashoe's needs, we will design an effectiveadvertising campaign apptopriate for the County Manager and Director of Financerecruitments. We will focus on professional journals that ate specifically suited to eachsearch. We will also develop a ptofessional recruitrnent brochure on the County's behalfthat will discuss the community, otgantzation, position and compensation in detail. Oncecompleted, we will mail the profile to an extensive audience, making potential candidatesof these exciting opportunities with the County of Washoe.^warcSrep 3 RgcnurflI$G CANDIDATEsAfter cross-referencing the profile of the ideal candidate with our database and contacts inthe field, we will conduct 2n aggtessive outeach effort, including making personal calls toprospective applicants, designed to identify and recruit outstanding candidates. \ilferecognize that the best candidate is often not looking for a new job and this is the person weactively seek to convince to become a candidate. Aggressively marketing the CountyManager and Director of Finance positions to prospective candidates will be essential to thesuccess ofthe search.Slnp 4 ScnssNrxc CervoroernsFollovring the closing date for the tecruitrnenq we will screen the resumes we have received.We will use the cntena establshed in our initial meetings as a basis upon which to narowthe field of candidates.County oflfashoeP^Sr2

Srep 5 PsnsoNAL lrvrr:nvrswsWe will conduct personal interviews with the top 10 to 12 candidztes for each position withthe goal of determining which candidates have the greatest potential to succeed in yourotganization During the interviews we vrill explore each candidate's background andexperience as it relates to the position. In addition, we will discuss the candidate'smotivation for applying for the position and make an assessment of his/her knowledge,skills and abilities. We will devote specific attention to establishing rhe likelihood of thecandidate's acceptance of the position if an offer of employment is made.Srep 6 Puni-rc Rscono SaancrrFollowing the interviews, we will conduct a review of published artides for eachtecommended candidate. Various sources will be consulted including Iexis-Nexisru, anewspaper/tnagzzine search engine, Google, and local papers for the communities in whichthe candidates have worked. This alerts us to any further detailed inquiries we may need tomake at this time.Srsp ? RnconnnrpwndrloNBased on the information gathered through meetings with your organization and personalintenriews with candidates, we vrill recommend a limited number of candidates for yourfurther consideration for each position. We will prepare a detailed written report on eachcandidate that focuses on the results of our intenriews and public record searches. We willmake specific recotntnendations, but the final determination of those to be considered willbe up to you.Srer 8 Fnqar trNrERvIEvr/sOur years of experience w.ill be invaluable as we help you develop an interview process thatobjectively assesses the qualifications of each candidate. We will adopt an approach that fitsyour needs, whether it is a traditional interview, multiple interview panel or assessmentcenter process. We will provide you with suggested interview questions and rating formsand qdll be present at the internevfassessment center to facilitate the process. Ourexpertise lies in facilitating the discussion that can bring about a consensus regarding thefinal candidates.lilfe will wotk closely with your staff to coordinate and schedule interviews and candidatetravel. Our goal is to ensure that each candidate has a very positive erperience, as themanner in which the entite process is conducted will have an effect on the candidates'perception of your orgatizaton.County of WashoeP"g.3

Slrp 9 Becrcnouwo Crrncrs /Durarlno RnrnnsNcs CHscKsBased on final intenriews we will conduct credit, criminal, civil litigation and motor vehiclerecotd checks for the top one to three candidates for each position. In addition, thosecandidates will be the subjects of detailed, confidential reference checks. In order to gain anaccurate and honest appraisal of the candidates' strengths and weaknesses, we will talkcandidly vdth people who have direct knowledge of their work and management style. Wewill ask candidates to forward the names of their supervisors, subordinates and peers for t}:epast several years. Additionally, we make a point of speaking confidentially to individualswho we knoqr have insight into a candidate's abilities, but who may not be on their preferredIist of contacts. At this stage in the recnritment we will also verify candidates' degrees.STEP IONEGoTIATIoNsWe recognize the critical importance of successfirl negotiations and can serve as yourrepresentative during this process. \il7e know what other organizations have done ro putdeals together with great candidates and will be available to advise you regarding currentapproaches to difficult issues such as housing and relocation. We will rcpresent yourinterests and advise you regarding salary, benefits and employment agreements with the goalof putting together a deal that results in the appointrnent of your chosen candidate. Mostoften we can tum ^very difficult aspect of the recruitrnent into one that is viewed positivelyby both you and the candidate.Srgr U Covrpr.e:'n AilMrNIsr RATrvE,AssrsTA-N cEThtoughout the recruitrnent we will provide the County Manageq Board of Commissioners,or other identified staff contact with updates on the status of the search. We will also akecare of all administrative details on your behalf. Candidates will receive personal lettersadvising them of their status at each critical point in the recruitment. In addition, we willrespond to inquiries about the status of their candidacy within twenty-four hours. Everyadministrative detail vrill receive our attention. Often, candidates judge our clients based onhow well these details are handled.County of WashoePage 4

BUDGET AND TIMINGPRornssroNer FUB aNo ExprNsssThe consulting fee for conducting the County Manager and Director of Financerecruitrnents on behalf of the County of \Tashoe is $17,500, plus expenses, fot eachrecruitment if conducted separately; if conducted concurrently, the total consulting feewould be $31,000. Services ptovided for in the fee consist of all steps outlined in thisproposal including three (3) days of meetings on site. The County of rffashoe will betesponsible for teimbursing expenses Bob Muray & Associates incurs on yorrr behalf. Weestimate exPenses for these projects to be $6,500 each if conducted separately and $12,000total if conducted concurrendy. Reimbursable expenses include such items as the cost ofrecruitet travel; clerical support; placement of ads; credig criminal and civil backgoundchecks; education verification; and public records searches. Postage, pdnting, photocopying,and telephone charges are allocated costs and included in the expense esdmate.TrurrNcWe understand that the timing of these recruitments is sensitive, and the County's needs maychange dudng the course of these recruitrnents. We would suggest beginning the Director ofFinance tecruitrnent at a time that would allow for the recruitrnent of candidates andpreliminary interviews in a timely manner while ensuring the new County Manager will haveinput in the final candidate selection process.We have oudined below, for illustrative purposes, a typical recruirrnent schedule. tilfe willwork with the county to identify un isdfifdgalized recruitrnent schedule.Task:Contract Start Date:Initial Meeting(s):Our firn develops recruitment brochures:County apptoves brochures :Job advertising and candidate sourcing:Our firm reviews application packets:Our firm conducts screening process:County apptoves candidates:County's interview panel convenes:Reference/Background Checks:Second Intewiews by County, if necessary:Offer of EmploymentWeek:TBD1 week from contract start date2 weeks from contract start date3 weeks from contract start date4-8 weeks ftom contract start date9 weeks from contract start date10 weeks from contract start date12 weeks from contract start date13 weeks from contract start date14 weeks from contract start date15 weeks from contract start date16 weeks from contract start dateCounty ofl7ashoePrg" 5

GuenervrBrWe guarantee that should the new County Manager be terminated within the first yeat ofemployment we will conduct the search agin at no cost (with the exception of expenses) tothe County of Washoe. rWe ate confident in our ability to recruit outstanding candi&tes anddo not expect the County of \Washoe to find it necessary to exercise this provision of ourproposal.County of WashoePage 6

PROFESSTONAL QUALIFI CATI OI"{ SBon Munney, PntrstouHrrMr. Munay brings over 25 years experience as a recruiter. Mr. Murray is recognized as oneof the nation's leading recruiters. He has conducted hundreds of searches for cities,cound.es, and special districts. He has been called on to conduct searches for some of thelargest most comPlex otgatizations in the country and some of the smallest. Mr. Murray hasconducted searches for chief executives, departrnent heads, professional and technicalpositions. Mr. Murray has taken the lead on the fi:rn's most difficult assignments rvith greatsuccess. His clients have retained him again and agin given the quality of his work andsuccess in finding candidates for difficult to 6ll positions.Prior to creating Bob Murray & Associates, Mr. Muray directed the search practice for thelargest seatch company senring local government in the country. Mr. Murray has worked inlocal government and benefits from the knowledge of having led an organization. Prior tohis career in executive search he served as the City Manager for the City of Olympia,Washington. He has also served as an Assistant City Manager and held positions in iawenforcement.Mt. Muray received his Bachelor of Science Degree in Criminology from the University ofCalifomia at Berkeley with gtaduate studies in Public Administration at Califomia StateUniversity at Hayward.Rpcars VirL rA.tus, Vrca IrnpsrDENTMr. Williams brings 30 years of local govemment experience to Bob Murray & Associates.Most recendy, he worked as a private consultant with Deloitte and Touche on vadous publicsector assignments. Prior to that, he served as Director of Public SafeW with the Citv ofSunnyvale, CA.Mr. \Tilliams was involved in the development of some of Sunnyvale's most innovativeprograms and has a national repuadon for excellence in law enforcement. He has beenresponsible for numerous recruitrnents throughout his areer. Clients find his insight andexpertise in recruitrnent and selection a valuable asset.Mr. Williams received his Bachelor of Science Degree in Administration of Justice from SanJose State University. He is also r gradrnte of the FBI National Academy.Countyof WashoePage 7

Dlorwsre Sutttt, Vrcs PREsIDENTMs. Smith brings 24 years of public sector experience in local government and managementconsulting to Bob Murray & Associates. Her experience includes working for a transitdistrict, a aty, and a quasi govefnmentf pivate consulting firm providing consulting senricesin all areas of human tesources. Ms. Smith has been the lead recruiter for z vaietv of seniorlevel positions with both the public and the private sector. She has been asked to handle themost critical searches on behalf of her clients, and has been asked to develop recruitrnentstrategies fot hard-to-fill positions with several organizations. Having worked both in theprivate and public sector, Ms. Smith brings a creative, innovative approach to developingcustomized approaches to meeting her clients' needs. Her experience will be of great valueto Bob Murray & Associates' ctents.Ms. Smith received her Bachelor of Science degree in Otgarizztional Behavior and Master'sof Public Administration degree from the University of San Francisco.S. Rpxsn t\enl.ocrr, Vrcp FngsroemS. Renee Nadoch is the Director of out East Coast practice located in Tallahassee, Florida.Ms. Nadoch has extensive experience in public sector recruitrnents nationwide. She wasformerly employed by alatge, national search fi:rn as a Senior Recruiter with sole rcsponsibilityfor the fi.rm's executive search pmctice in the Southeastem, Md-Atlantic and Mid-\il[estemstates.Ms. Nadoch has 15 years of experience in Executive Recruitrnent and has been involved inover 400 national searches. Prior to het recruitrnent careet, she was a Senior Consultant for anational search firrn's cost plan and revenue enhancement divisions, serving public sectorclients nationvzide. She also worked for three Forrune 500 companies in their sales, marketingand financial accounting divisions. Ms. Narloch is responsible fot all facets of recruitrnentinduding serving as lead consulant with project management responsibilities, recruitingcandidates, conducting preliminary interviews and detailed reference inquires, and assistingdients in final interviews and negotiations. As Director of the East Coast Office, Ms. Nadochprovides expertise in public sector recruitrneng enabling us to better serye clients nationwide.Ms. Nadoch received her Bachelor of Atts degree in Infotrnation Studies, sunma cum laude,at the Florida Sate University, Tallahassee, Flodda.County of!(ashoePage 8

AMANDA Unntrra-Serrroens, Pnnrctpar CousuLTANTAs a Principal Consultant with Bob Munay & Associates, Ms. Umrria-Sanders is responsiblefor research, candidate rccnritrnent and screening as well as reference checks and backgroundverifications. She focuses on client cornmunication and works doselv with clients tocoordinate candidate oufteach and ensure a successful search.Ms. Umrtia-Sanders b"itgs several years of industry expedence as she worked for one of thenadon's largest recruitrnent firms. Her insight into the recruitment process is a valuable assetto Bob Murray & Associates.Ms. Umrtia-Sanders received het Bachelor of Arts degree in Communications from theUniversity ofWyoming.Sencr tr(ewmr, Snhrron Coxsur"taN,rAs Senior Consultant with Bob Murray & Associates, Ms. Kenney is responsible for thedevelopment and distribution of recruitrnent materials, candidate research and interviesrcoordination, compilation and development of interview matedals, reference checks, andbackground verifications.Ms. Kenney bdngs over a decade of client service and management experience to BobMurray & Associates. Her focus is custome! sen'ice, and she wodrs closely with our clientsand candi&tes to ensure all parties involved are satisfi.ed with every step of recruitrnent atour firm.Ms. Kenney received het Bachelor of Arts degree in Psychology from the University ofCalifomia at Davis.RosaGoraFzrADMtrNISTRATIvErvrru"r'r*ecgnMs. Rosa Gomez is the Administrative Manager at Bob Murray & Associates. Ms. Gomez isthe first point of contact at Bob Murray & Associates and has extensive administrativeexPenence.Ms. Gomez is known for her personal approach as she works closely vrith clients andcandidates alike to ensure a successfirl search. As the first point of contact for Bob Muray& Associates Ms. Gomez's professional approach is of the highest caliber.County of VashoePage9

REFERENCI'SClients and candidates are the best testament to our ability to conduct qualitysearches. Clients for whom Bob Murray & Associates has recentlv conductedsearches are listed below.Cuattt:PosrTtoN:Rsppngtrtcs:Clark County, NVAirpot Automated Transit System Manager, AssistantCounty Manager, Assistant Director of Aviation-Construction & Engineedng Assistant Dfuector-AviationFinance, Chief Information Officer, Comptroller, PublicWorks Director, Aitport Engineers -McCznanAiryorq andInformation Technology Project ManagersMr. George Srevens, chief Financial officer, (702) 45s-3s30or Mr. Randall Walker, Director of Aviation, (702) 261-5150Cttgtt"l:Sacramento County, CAPogftox: Director of Animal Care and Regulation, Dilector ofRegional Padrs, Chief Financial Qffiss1, and County CounselRepgnanvcz: Ms. Sandra Paschal, Senior Personnel Analysg (916) 874-1681 or Ms. Cada Honey, Principal Human ResourcesAnalyst, (916) 87+7617Cltelt't:San Benito County, CAPosrttow: County Administrative Offi.cer, County Counsel, public\UTorks Administrator and PlanningDirectotRaranetrcn: Mr. Reb Monaco, former chair, Board of Supervisors, (831)637-7445County of VashoePage 10

Bon Munnay & AssochrssCunNr Lrsr Srxcn 2000Crry MeNecrnAirway Heights, WAAlbany, CA (City AdministratogAlbany, ORAntioch, CAApple Vdley, CA (Iown Manager)Arcadia, CAArcata, CAArvada, COBarstow, CABenicia, CACampbell, CACapitola, CACarmel, CACasde Rock" CO flotntr Manager)Centennial, COChico, CAChino, CAChino Hills, CAChowchilla, CA (CityAdministrator)Chula Vista, CAClaremont, CACloverdale, CAConcord, CACoos Bay, ORCorcoran. CACorona, CACoronado, CACorte Madera, CA Goum Manager)Dixon, CADublin, CAEl Monte, CAElk Gro.i'e, CAEscalon, CAEugene, ORFairfield, CAFort Lauderdale. FLFortuna, CAFremont, CAGlendale, AZGoleta, CAGrover Beach, CAHalf Moon Bay, CAHollister, CAImperial, CAIone, CAIrwindale. CAKalamazoo, MIKirkland, WALa Mesa, CALa Palma, CALagona Beach, CALake Elsinore, CALakeport, CALancaster, CALathrop, CALemon Grove, CALoomis, CA (fown Manager)Los Alamitos, CAManteca, CAMarina" CAMartinez, CAMenifee, CAMenlo Parlq CAMerced, CAMiami Beach, FLMillbrae, CAMill Valley, CAMilwaukie, ORMonrovia, CAMontebello, CA (CityAdministrator)Monterey Park, CAMountain View, CANeedles, CANewberg, ORNewcasde, WANovato, CAOak Creek, \VI (CityAdministrator)Oakdale, CAOakley, CAOceanside, CAOjai, CAOrinda, CAPacifica, CAPalo Alto, CAPasadena, CAPatterson, CAPhoenix, AZPittsburg, CAPico Rivera, CAPismo Beach, CAPittsburg CAPoway, CA

Rancho Cordova, CARancho Santa Marga nta, CARed Bluff, CARio Vista, CARoseville, CASalem, ORSalinas, CASan Antonio, TXSan Cados, CASan Clemente, CASan Marcos, CASan Pablo, CASan Rafael, CASan Ramon, CASanta Ana, CASanta Paula, CASanta Rosa, CAShoreline, WASonoma, CASouth Lake Tahoe, CASouth Pasadena, CASpringfield, ORSt. Helena, CAStanton, CAStockton, CATemple City, CAThousand Oaks, CATopeka, KSTracy, CATruckee, CA (Iown Manager)Tualatin, ORTucson, AZTudock, CAVallejo, CAVentura, CAWalnut Creek, CAlWestminster, CAV'oodland, CAYuba City, CAAssrsrawr/Drprirv CruyMeNecEnAlameda, CAAdington, TXArvada, COBarstow, CABeverly Hills, CACarlsbad, CADublin, CALancaster, CAMonterey, CANorth Las Vegas, NVOrange, CAPasadena, CAPeoia, AZPetaluma, CAPomona, CARancho Cordova, CAReno, NVRocklin, CASan Diego, CA (COO andAssistant COO)Stockton, CAVenrura, CAWoodland, CAYuba City, CACouNry AoN.rrNrsrRAToRAlachua County, FLButte County, CAClackamas County, ORClark County, NVDeschutes County, ORLee County, FLMadon County, ORPasco County, FLSan Benito Counq,, CATehama County, CAWashington County, ORAD}{INISTL{TTvE SERvIcEsDrnsc"roRGarden Grove, CALos Alamitos, CAOakland, CAOntario, CAPlacer County Water Agency, CAPleasanton, CASan Carlos, CAStockton, CAUnion City, CAYucca Valley, CAANrnmr, Srnvrcss DrnsctonOakland, CARancho Cucamonga, CASacramento County, CAAvrerroN/ArnponrBig Bear Airpor, CA

Bob Hope Airport, CAClark County, NV-McCaranIntemational Airport (variouspositions)Ddlas/Fort Worth, TXFresno, CALos Angeles World Ailports, CASanJose, CABurlorNcOrrrcnrs/INspncrroNArroyo Grande, CABakersfield, CACentre City DevelopmentCoqporation, CAEl Segundo, CAGrants Pass. ORMarin County, CAModesto, CAPalo Alto, CASacramento, CASan Francisco, CASan l-uis Obispo County, CAStockton, CATehama County, CAYuba City, CAClri- CrnnxCentral Contra Costa SanitationDistrict, CA (Secretary to theDistrict)Chino Hills, CADublin, CAFremont. CAMenloPark, CAMonterey County, CA (Clerk to theBoard)Napa, CARio Vista, CASanta Clara Valley TransportationAuthority, CA @oard Secretary)Sunnyvale, CACoutvttrNlrt' DpvnropuuNtDrnsctonBenicia, CABevedy Hills, CACapitola, CAChino Hills, CAConcord, CACotati, CADaly City, CADublin, CAFremont, CAFullerton, CAInglewood, CALos Banos, CAMaple Valley, $[AMarin County, CAModesto, CAMoreno Valley, CAMorgan Hill, CANewarb CANewcasde, WAOakland, CAOceanside, CAPdo Alto, CAPhoenix, AZPleasanton, CARedlands, CASalem, ORSan Antonio Housing Authority,TXSan Cados, CASana Cruz, CAStockton, CASumter County, FLVacaville, CAVallejo, CAWalnut Creek, CAYuba City, CAYucca Valley, CAComvewtroN AND Vrsrron,sBunsetrDmrctonLas Vegas Convention andVisitors' Authoriq', NVLos Angeles, CANorth Lake Tahoe Visitors Bureau.CAMammoth Lakes, CASan Antonio, TXSteamboat Springs, COEcoNonarc Drvrlorllnvr/REDEvELoPil{ENTBroward County, FLChula Vista, CAConcord, CADaly Ciry CA

Fresno, CAFullerton, CAMilpitas, CAModesto, CAMorgan Hill, CANew Odeans RedevelopmentAuthority, OROakland, CAPeona,AZPhoenix, AZPort of Los Angeles, CAPort of San Diego, CARedlands, CARoseville, CASacramento. CASalinas, CASan Antonio Housing Authority,TXScottsdale, AZStockton, CATaft, CATracy, CAUpland, CAVancouver, WAENctunnnrNcBakersfield, CABarstow, CABob Hope Airport, CACentral Contra Costa SanitaryDistrict, CAChino Hills, CAClark County, NV - Ir{cCarranAirportCorona, CADamascus, ORDublin San Ramon ServicesDistrict, CAElk Grove, CAImperial Irrigation District, CALos Banos, CANeedles, CANevada County, NVNye County, NVOceanside, CAOmnitrans. CAPico Rivera, CAPismo Beach, CAPomona, CARichmond. CAReno, NVStockton, CASan Luis Obispo Counry,Nacimiento Project, CASouth Pasadena, CATiburon, CATracy, CAExectrtwn DlnecronAssociation of Monterey Bay AreaGovemments, CAAizona I\{unicipal Warer UsersAssociation, AZBay Area Air Quality ManagementDistrict, CABroward Counry, FL @ortEverglades Chief Executive/PortDirector)Califomia Peace OfficersAssociation, CACalifomia State Association ofCounties, CACalifomia School BoardsAssociation, CACental Contra Costa Solid WasteAuthority, CAChula Vista RedevelopmentAgency, CAEady Leaming Coalition ofBroward County, Inc (CEO)Elk Grove-Rancho Cordova-ElDorado ConnectorJPA, CAEl Paso Water Utilities-PublicService Board. TX@resident/CEO)Florida Public TransportationAssociation (FPTA), FLHousing Authority of the Ciq' ofAustin, TX (?resident/CEo)Housing Authority of the City ofLos Angeles, CAHousing Authority of the Counryof Butte, CAHousing Authority of the Countyof Santa Cruz,CAHub Cities Consortium, CAKings Community ActionOtgantzaion, CAMammoth Lakes Visitors Bureau.CA

MarchJoint Powers Authority, CAMetro, Pordand, OROregon Cascades West Council ofGovemments, ORPalos Verdes Library District, CAPima Association of Governmentsand Regional Transit Association,AZSacramento Area Flood ContolAgency, CA (Executive & Depury)San Bemardino AssociatedGovemments, CASan Diego Association ofGovernments, CAChildren's Board of HillsboroughCounty (E xecutive Director)Louisiana Housing Colporation(Executive Director)San Francisco Estuary Institute, CASanJoaquin Councii ofGovemments, CASanta Clara Valley Water District,cA (cEo)SOS Children's Villages - Florida(cEo)South Bayside Waste ManagementAuthority, CASouthern Califomia Association ofGovemments pepury)Housing Authority of the City ofStamford d/b/a Charter OakCommunities @xecutiveDirector/COO)Vancouver Housing Authority, WA(Executive & Deputy)West Contra Costa IntegratedWaste Management District, CAWest Contra Costa TransportationAdvisory Committee, CAYolo Emergency CommunicationsAgency, CAFrNeNcralAlameda Counry CongesrionManagement Agency, CAAurora, COBaldwin Parlq CABarstow, CABoulder, COBoulder City, NVCalaveras County Water District,CACampbell, CAChino Hills, CAClark Counry, NVCorona, CACotati, CADamascus, ORD.C. Govemmenq DCEast Bay lv{unicipal Utility District,CAElk Grove, CAGrants Pass, ORHalf Moon Bay, CAHealdsburg CAHercules, CAHousing Authority of the City ofLos Angeles, CAImperial Beach, CAImperial Irrigation District, CAInglewood, CAIone, CALancaster, CALas Vegas Valley Water District,NVLos Altos, CAMcCarran Intemational Airport-Clark County, NVMenlo Park Fire ProtectionDistrict, CAModesto, CANorfolk, VA (Assistant Director)Oakland, CAPalmdale Water District, CAPleasanton, CASacramento County, CASan Cados, CASan Diego, CASan Francisco, CASan Leandro, CASanJose, CASanta Monica, CASparks, NVStockton, CAThornton, COUnion City, CAWalne County, MIlfest Hollprood, CA'Vfest Wendover. NVWhite Pine County, NV

Yolo County, CAFrnr Cr*srAlameda, CAArroyo Grande (Director ofBuilding & Fire)Aurora, COChino Valley Independent FireDistrict, CAChula Vista, CAEugene, ORFremont. CAFolsom, CAFullerton, CAGlendale, COHillsboro, ORLodi, CALivermore- Pleasanton FireDistrict, CAMilpitas, CAMonrovia, CAMontebello, CAN{ountain View, CA 'Newark, CA (A.ssistant & Chief)Oceanside, CAPeoia, AZPetaluma, CAPiedmont, CAPoudre Fire Authoriry, CORancho Cucamonga, CA (Deputy& ChiefRancho Santa Fe Fire ProtectionDistrict, CASacramento County, CASalinas, CASan Mateo, CASan Miguel Fire Protection District,CASanta Cruz, CASonoma Valley Fire & RescueAuthority, CASumter County, FLSunnlwale, CA (?ublic SafetyDirector)University of Califomia, DavisUnion City, CA (Assistant & ChiefUpland, CAVacaville, CAWalla Walla, WAGnNsRArMeNecrnBig Bear City Community ServicesDistrict, CACalaveras County Water District,CACentral Confta Costa SanitationDistrict, CACentral Marin Sanitation Agency,CACoachella Valley Mosquito VectorControl District, CACordova Recreation and ParkDistrict, CA @istrictAdministrator)East Bay Dischargers Authoriry,CAFallbrook Public Utilities District,CAHilton, Famkopf, and HobsonLLC, CAJoshua Basin lfater District, CAJurupa Communiry ServicesDistrict, CAKennewick Irrigation Disrict, $7A(District Manager)Los Angeles Convention Center,CAMonterey Peninsula Regional ParkDistrict, CAMonterey Regronal lfasteManagement District, CAMonterey Regional rWarer PollutionControl Agency, CA (Assistant)Oro Loma Sanitary Disuict, CAPublic Agency Risk SharingAuthority of Califomia, CAPleasant Valley Recreation & ParkDistrict, CAReclamation District 1000, CA(District Engineer)Ross Valley Sanitary District, CASalinas Valley Solid WasteAuthority, CASanitary District No. 5 of lr{arinCounty, CASanta Cruz ConsolidatedEmergency C ommunicationsCenter, CASewer Authority Md-Coastside,CA

South Placer Municipal UtilityDistrict, CASweetwater Springs Water District,CAUnion Sanitaq' District, CAValley of the Moon Water District,CA$Talnut Valley Water District, CAHotrstNcHousing Authority of the City ofAustin, TXHousing Authority for the City ofBrownwille, TXHousing Authority for the City ofLos Angeles, CAHousing Authority for the Countyof Butte, CAHousing Authority for the Countyof Santa Cruz, CALouisiana Housing CorporationMilpitas, CASan Antonio Housing Authority,TXHousing Authority the City ofStamford d/b/a Charter OakCommunitiesVancouver Housing Authority, WALEcer CotrNsnr-Aurora, COBroward County, FLCupertino, CAFremont, CAGainesville, FLHa1'rrard, CALathrop, CAMonterey, CAMorgan Hill, CANewport Beach, CANorth Las Vegas, NVOceanside, CAOrange, CAPalo Alto, CAPort of San Diego, CASacramento Area Flood ControlAgenry, CASacramento County, CASalinas, CASan Benito County, CASan Bemardino AssociatedGovemments, CASan Mateo, CASanta Ana, CAStockton, CASunnywale, CAThousand Oaks, CAVentura, CA'Walnut Creek, CAYolo County, CALrnnenrCorona, CAFolsom, CAMonterey Park, CAPalos Verdes Library District, CAStockton-San Joaquin CountyPublic Library, CAPenxs/RrcnEA'rroN/CotrruuNITY SpRvrcssAnaheim, CAArlington, TXBakersfield, CACorona, CAEl Segundo, CAEmerSrille, CAHalf lr{oon Bay, CALemoore, CALong Beach, CALynwood, CAMaple Valley, WAMilpitas, CAMonterey County, CAPeona, AZPleasanton, CAPleasant Valley Recreation andPark District, CAPomona, CASacramento County, CASacramento, CASan Cados, CASanJose, CASanta Clarita, CAStockton, CAVentura, CAWhittier. CA

PensoNNsr./HuunNRrsorincssAlameda County, CAAnaheim. CAApple Valley, CABarstow, CABellevue, WABenicia, CAColusa County, CACommerce, CACorona, CADesert Water Agency, CAFremont, CAInland Empire Utilities Agency, CAGlendale, AZGrants Pass, ORJudicial Council of Califomia -Administrative Office of theCourts, CALas Virgenes Municipal WaterDistrict, CAMoreno Valley, CAMonterey Park, CANapa, CANewark, CANorfolk, VANorth Las Vegas, NVOakland, CAOceanside, CAOntario, CAPatterson, CAPalmdale Water District. CAPetaluma, CAPomona, CARancho Cordova, CARedlands, CARocklin, CARoseville, CASan Antonio Housing Authority,TXScottsdale, AZStockton, CATehama County, CAVayne County, MIWhite Pine County, NVYucca Valley, CAFlervNrNcAlameda, CABeverlv Hills. CACentre City DevelopmentCorporation, CACorona, CAChula Vista, CADamascus, OREl Segundo, CAElk Grove, CAHealdsburg, CALos Banos, CAMadera, CAMlpitas, CAModesto, CANeedles, CAOceanside, CAPacifica, CAPalo Alto, CAPalm Springs, CAPleasanton, CAReno, NVRiverside, CARobson Homes, CARoseville, CASacramento, CASana Clara County, CASan.Benito County, CASan Luis Obispo County, CASanta Cruz, CASanta Monica, CAStockton, CASumter County, FLTracy Unified School District, CAWashington County, ORPouce Crurr/SarpryArroyo Grande, CAAshland, ORAurora, COBay Area Rapid Transit, CABellevue, WABerkeley, CACalifomia State University, EastB^yCalifomia State University,SacramentoCalifomia State Universitv. SanFranciscoCapitola, CACarlsbad, CAChico, CAConcord. CA

Corona, CACoronado, CACulver City, CAEl Cerrito, CAEugene, ORFairfield, CAFolsom, CAFullerton, CAGlendale, AZGlendora, CAHalf Moon Bay, CAHayward, CAIrvine, CAIrwindale, CALa Mesa, CALake Oswego, ORLittleton, COLivingston, CALodi, CALos Angeles, CALos Angeles World Airports, CALos Banos, CAMammoth Lakes, CA (Interim)N{anhattan Beach, CAMapriood, CAMenlo Park, CAN{erced, CAMesa, AZModesto, CAMonrovia, CAMontebello, CAMonterey, CAMonterey Countl' SherifPsDepartment, CAMorgan Hill, CANorth Las Vegas, NVNovato, CAOakdale, CAOceanside, CAOrange County, CAPalm Springs, CAPalo AIto, CAPasadena, CAPasadena City College, CAPeoia, AZPealuma, CAPiedmont, CAPismo Beach, CAPittsburg, CAPlacentia, CAPleasanton, CAPort ofLong Beach, CAPort of San Diego, CAPort ofSeatde, $ilARedlands, CAReno, NVfuo Vista, CARocklin, CARoseville, CASacmmento, CASalinas, CASan Bemardino. CASan Diego State University, CASan Fernando. CASan Francisco, CASanJose State University, CASan Rafael, CASanta RosaJunior College, CASausalito, CASeaside, CASignal Hill, CASouth Gate, CASunny'vale, CATulsa, OKTurlock, CAUniversity of Califomia at Davis,CAUniversity of Califomia at SantaBarbara, CAUniversity of OregonVacaville, CAVirginia Commonwealth UniversityWalla Walla, WAWalnut Creek, CA'$fest Sacramento, CAWhittier, CAPouce ComlaNn SrarrAtascadero, CABay Area Rapid Transit, CACalifomia State Universiry,SacramentoCalifomia State University, SanFranciscol,os Angeles County, CAMenlo Park, CAMonterey Counry, CAPleasanton, CASanta Rosa, CAPort of San Diego, CA

University of Califomia at Merced,CAUniversity of Oregon, ORPor,rcs OvpnsrcHtBay Area Rapid Transit, CASan Francisco, CASanJose, CAFunucArrems/INTgnGovTRNI{ENTALRnlenoNs DlnscronBever\ Hills, CARancho Cordova, CAThomton, COSan Diego Regional AirportAuthority, CAWest Basin Municipal S0aterDistrict, CAPusllc SeruryCouuuNrcATloNsAurora, COClackamas County, ORHeardand Cornmunications FacilityAuthority, CASan Francisco. CASanJose, CASanta Cruz ConsolidatedEmergency CommunicationsCenter, CAWashington County ConsolidatedCommunications Agency, ORYolo Emergency CommunicationsAgency, CAPr:nLrc WonrsBelmont, CAChandlet,AZClark County, NVDallas, TXElk Grove, CAFresno, CAGalt, CAGrants Pais, ORHalf Moon Bay, CAHealdsburg, CAHuntington Beach, CAInglewood, CALathrop, CALos Banos, CAMammoth Lakes, CAMaple Valley, \fAMonrovia, CAMorro Bay, CANeedles, CAPico Rivera, CAPismo Beach, CAPomona, CAPoway, CAProvo, UTRedlands, CARoseburg, ORRoseville, CASan Benito Countl, CASan Cados, CASan Diego, CASanJose, CASanta Cruz, CASouth Pasadena, CAStockton, CASumter County, FLTehama County, CATiburon, CAUpland, CAWoodland, CAYuba City, CAPuncnesrNcCentral Contra Costa SanitaryDistrict, CAHousing Authoriq'of the Ciry ofLos AngelesTacoma, WARrsr MeNecEI\,tENTCentral Contra Costa SanitaryDisrict, CACentral Nfarin Sanitation Agency,CARiverside Transit Agency, CATrcuNor-oct'Clark County, NVDurham, NCFresno, CAHalward, CAHillsboro, ORInland Empire Utilities Agency, CAModesto, CA

Oakland, CAPort of Los Angeles, CASan Anronio Housing Authodty,TXSan Francisco, CAState Bar of CaliforniaTucson, AZTnaNsponrATloNAssociation of Monterev Bav AreaGovemments, CADallas, TXElk Grove-Rancho Cordova-ElDorado County Connector JointPowers Authority, CAOmnitrans, CASan Diego Association ofGovernments, CASanJoaquin Council ofGovemments, CASanta Clarita, CAWashington County, ORWest Contra Costa TransportationAdvisory Committee, CAWasrr WaT en/SaNrrATroN/Sor,rn$7estnCentral Contra Costa SanitationDistrict, CACentral Conrra Costa Solid WasteAuthority, CACentral Marin Sanitation Agenry,CADublin San Ramon ServicesDistrict, CAEast Bay Dischargers Authority,CAMonterey Rdonal WasreManagement District, CAMonterey Regional Ifater PollutionControl Agencn CAOro Loma Sanitary District, CARedlands, CARichmond, CARoseville, CARoss Valley Sanitary District, CASalinas Valley Solid WasteAuthority, CASanitary District No. 5 of MarinCounty, CASanJose, CASewer Authority Md-Coastside,CASouth Bayside Waste ManagementAuthority, CAStockton, CAUnion Sanitary District, CAWest Contra Costa Integrated!7aste Management Authority, CAWarsnAizona N{unicipal Water UsersAssociation, AZAurora, COBakersfield, CACalaveras County Water District,CAJoshua Basin Water District, CAKennewick Irrigation District, CAPhoenix, AZReclamation District 1000. CARedlands, CARoseville, CASacramento Area Flood ControlAgency, CASan Diego, CA SanJose, CASan Luis Obispo County, CASanta Clara Valley $7ater District,CASouth Placer Municipal UtilityDisrict, CAStockton. CASweetwater Springs !7ater Disrict,CAValley of the Moon Water District,CAValnut Valley Water District, CAYuba City, CAOtrlrnBay Area Air Quality ManagementDistrict, CA (Deputy Air PollutionControl Officer)Benton County, OR (HealthDirector)Broward Counry, FL (PortEverglades Director of BusinessDevelopment)Bureau Veritas, CA ffice President- Operations)

Slavin Management Consultants

WASHOE COUNryResponse fo Requesl for ProposolsRE: Counly Monoger ond Finonce Direcfor RecruitmenlsPrepored by Poul Wenbert, Weslern Regiono/ Monager,S/ovin Monogemenf Consu/ionts, Moy 3, 2013CONSL't-7828 E. Red Hqwk Chcle, Meso, Arizono 85207480-664-2676pwconsullinq@cox.nelwww.slovinweb.com

Moy 3, 2013Ms. Kothy HortWoshoe CountySent vio e-moil to: khort@woshoecounty.usDeor Ms. Hort:Slovin Monogement Consultonts is pleosed to submit this proposol to conductexecutive seorches for Woshoe Couniy's next County Monoger ond Finonce Director.As requested this proposol includes the scope ond cost of conducting both of theserecruitments simultoneously or individuolly.Slovin Monogement Consultonts (SMC) operotes o notionol proctice from its homeoffice neor Atlonto, Georgio, ond olso hos consultonts in Oregon, Arizono, Texos, Ohio,Michigon, Connecticut, ond Florido. With its extensive notionol network, SMC isconfident in its obility to secure o group of outstonding condidotes from throughout thenotion thot would be o good fit for the County.Mr. Poul Wenberl will serve os project monoger ond co-primory consultont on thisossignment. Affer o 3O-yeor coreer in city monogement including neorly 13 yeors os ocity monoger, Mr. Wenbert joined SMC in 2OO7 os its Western Regionol Monoger. Hehos conducted mony seorches for SMC for jurisdictions os smoll os Corlisle, lowo, (3,gOOpopulqtion) to os lorge os Phoenix Arizono, (1.5 million populotion).Mr. Dovid Krings will serve os co-primory consultont on this projeci. Mr. Krings hos morethon 35 yeors experience os o city/county odministrotor including more thon 25 yeors ofservice with the following three lorge counties: Homilton, Ohio; Peoriq, lllinois; ondRomsey, Minnesoto. In 20.|0, Mr. Krings joined SMC ond hos conducied six seorches.Mr. Bob Slovin will olso serye on the project teom. Hoving conducted more thon 775executive recruitments throughout the United Stotes, Mr. Slovin is omong lhe mostexperienced locol government monogement recruiters in the country.Thonk you for the opportunity to submit this proposol. Pleose contoct me of 4g0-664-2676rt you hove ony questions oboui this proposol.Western Regionol MonogerTeA E Red Hawk Chcle lMea, l{a;ra_8F;iln l ftt:480.664-676 lCe[: 480.444.9512 lp,{consutfrq@dn€t

TABTE OF CONTENTSSECTION I. ABOUT STAVIN MANAGE'IAENT CONSUTTANTS.............ISMC OrgonizotionolChort .......2EEO Commitment....... ...............2SMC Stoff Assigned to this Project...... .........3SMC's Results-Oriented Process............... ...................... 4City/County Monoger Seorches Conducted............... ................ 6Firm Contoct Informotion........... ..................7sEcTtoN il. woRK ptAN........ ........................7sEcTtoN ilt. GUARANTEES ............. ...............10sEcTtoN tv. PRoJECT scHEDUtE. .................1 1sEcTroN v. PRoJECT COST........ ..................12sEcTtoN vr. coNDUcTtNG S|MULTANEOUS SEARCHES ..................14ACCEPTANCE/S|GNAIURE......................... t5APPENDIXAbout Project Stoff ..........Portiol Clieni 1ist.............Minority ond Femole Plocements.............Somple Recruitment Profile..........A-'l........... B-l................ C-l....................D-lUrbondole Regisler ArticleSlavin Management Consultants .Proposal for Washoe County .Table of Contents

SECTI ON I-ABOUT S IAVI N MANAGEM ENT CO NSU LTANTSSlovin Monogement Consultonts (SMC) wos formed in 1991 ond is incorporoted in theStote of Georgio. SMC operotes o notionol prociice from its home office neor Atlqnio,Georgio. The principol ond only stock holder of the firm is Robert E. Slovin. Mr. Slovinhos extensive experience os o locol government monoger, on executive recruiter ondo monogement consultont. In oddition to the home office stoff, SMC hos consultonts inAnn Arbor, Michigon; Cincinnoti, Ohio; Dollos, Texos; Hortford, Connecticut; Key West,Florido; Meso, Arizono; Eugene, oregon; ond Heleno, Montono. As one of the onlynotionol public sector executive recruiting firms in the country, SMC is confident in itsobility to secure o group of outstonding condidotes ftom throughout the notion thotwould be o good fit for the City.SMC provides high-quolity consulting services to stote ond locol governmenis, heolthcore providers, tronsit outhorities, utilities, speciol districts, ond privote sector clients.Speciolty proctice oreos include executive recruitment, poy ond clossificotion,performonce opproisol systems, ond orgonizotionol development ond troining. SMChos conducted successful ossignments for hundreds of public sector orgonizotionsnotionolly ond received mony occolodes for its work.Slovin Monogement Consultonis is in excellent finonciol condition. The compony isprofitoble, is cunent with oll of its occounts, ond hos no debt. SMC hos never beensued ond is not owore of ony pending legoloctions ogoinst the compony.Slavin Management Consultants . Proposal for Washoe County .Page | 1

SI.AY'N MAN AGEMEM CONSUITANTS ORG ANIZAT'ONAI, CH ARTRobsrt E- ShvlnPresidentExexrfive SearchDlvisionRobert E. SlavlnManaghgrlonsultantEq)rge GoodmanPaclflc NorttwgstRecrultrynentManagerDennis TaylorEEO COMMITMENTSlovin Monogement Consultonts is committed to building o diverse workforce whichreflects the foce of the communities il serves. In oddition, SMC honors ond respects thedifferences ond obilities of its employees ond provides them Wth the necessoryopportunities, tools, ond support to ochieve their moximum potentiol.Equitobly monoging o diverse workforce is of ihe heort of equol opportunity. Voluingdiversity is the bosis for o policy of inclusion. Diversity recognizes ond respects themultiiude of differences which employees bring to the workploce. Diversitycomplements orgonizolionol volues thot stress teomwork, leodership, empowerment,Slavin Management Consultants . Proposal for Washoe County .Page I 2

ond quolity service. Diversiiy is best implemented when monogers mointoin onenvironment thot volues the differences in their employees ond ioke steps to ensurethot oll employees know they ore welcome.To ochieve workploce equity ond inclusion, SMC utilizes the proctices outlined below:r lt does not discriminote in employment on the bosis of roce, color, religion,notionol origin, sex, oge, disobiliiy, moritol stotus, sexuol orientotion, creed,oncestry, medicol condition, or politicol ideology;. lts recruiting efforts ensure thot opplicont pools ore both copoble ond diverse;. lt mokes employmeni decisions bosed on job-reloted criterio ond providesopportunities for entry ond promotion into non-troditionoljobs; ond. lt mointoins o workploce free of ollforms of horossment.SA4C STAFF ASS'GNED TO TH'S PROJECTMr. Poul Wenbert will serve os project monoger ond co-primory consultont on thisossignment. After o 3O-yeor coreer in locol government monogement, Mr. Wenbertjoined SMC in 2OO7 os its Western Regionol Monoger. He hos conducted seorches formony jurisdictions os smoll os Corlisle, lowo (3,900 populotion) to os lorge os Phoenix,Arizono (1.5 million populotion).During his ciiy monogemenf coreer, Mr. Wenbert wos responsible for monogement of o$470 million budget ond 1,100 employees os Depuiy City Monoger for the City of Meso,Arizono. Also, Mr. Wenbert spent neorly l3 yeors of his coreer os o ciiy monoger. Mr.Wenbert hos on extensive notionWde professionol network bosed on his 25 yeors ofinvolvement in the lnternoiionol City/County Monogemeni Associotion (ICMA)including serving on the lcMA Boord ond choiring 3lcMA committees.Mr. Dovid Krings hos more ihon 35 yeors experience os o city ond county odministrotorincluding l3 yeors os Homilton County (Cincinnoti), Ohio County Administrotor wherehe oversow more thon $'l billion in development of the Cincinnoti riverfront includingconstruction of o new NFL fooiboll stodium ond o MLB boseboll pork. In toiol Mr. Kringshos more thon 25 yeors of experience with three lorge county governments: HomiltonCounty (845,000 populotion); Peorio County, lllinois ('182,000 populotion); ond RomseyCounty, Minnesoto (460,000 populotion). In oddition, Mr. Krings hos o lorge locolgovernment monogement network hoving served os President of both ICMA ond theNotionol Associotion of County Administrotors (NACA).Since 2005 Mr. Krings hos hod scores of consulting engogements with locolgovernmentjurisdictions ond not-for-profits lorgely through TechSolve, o not-for-profit consulting firm.ln 2010, Mr. Krings joined sMC qnd hos conducted six seorches for sMC.Slavin Management Consultants . Proposal for Washoe County .page | 3

SMC President Bob Slovin will serve os project odvisor ond is ovoilqble io ossist if neededin oll phoses of this ossignmeni. Mr. Slovin is omong the most experienced recruiters oflocolgovernment monogers in the notion. He hos o strong ond proven commitment toproviding exceptionol recruitment services to public ogencies ond hos received monyoccolodes supporting this work. Mr. Slovin hos conducted or ossisted in the conduci ofmore thon 775 successfulexecullve seorches throughout his coreer.Addiiionol informotion obout SMC stotf ossigned to this project is included in AppendixA.SMC 5 RESUI.E-OR'ENIED PROCESSSMC uses o criticol poth seorch process which ollows its clients to focus their ottentionon the selection process rother .thon on identifying, recruiiing, screening, ondevoluoting condidotes. The best prospects ore typicolly hoppily employed ond do notrespond io odvertisements. These people need to be found ond encouroged tobecome condidotes. They ore understondobly reluctont to opply for positions whentheh opplicotion could become o motter of public informotion prior io being ossuredihot the client is interested in their condidocy. SMC hos o proven trock record ofoggressively pursuing these types of "hoppily employed" condidotes to encourogethem to submit their opplicotions os evidenced by the newspoper oriicle of the end ofthe Appendix. SMC's opprooch to this ossignment will refleci the unique quolities ofWoshoe County, ond it will honor the confidentiolity of condidotes to the extentpermitted by Nevodo low.SMC would like Woshoe County to consider SMC's unique quolities ond opproochidentified below thot help to distinguish ii from other public sector recruiting firms.. SMC is results-oriented. Once the recruitment profile is opproved by the Town,SMC will "lock" into the profile's criterio ond corefully identify, recruit, ondevoluote condidotes who meet Woshoe County's crilerlo. SMC does not simplybring forword condidotes it olreody knows.. SMC is committed to complete client sotisfoction. SMC's successful plocementorientedopprooch will ensure thot ihe project work is procticol, reolisiic, ondtimely ond thot it hos the full commitment ond support of the client so thot osuccessful plocement occurs.. SMC mokes use of resources thot go beyond "Google" seorches to conductbockground checks of poteniiol condidotes. ln odditlon ond foirly unlque to thlsindusfry, SMC vlslls flnollsls' work slles prlor lo cllenl inlerviews lo leorn first.hondobouf condldofes' monogemenl style ond work performonce.. SMC ore leoders in the executive seorch field hoving conducted more thon 775public secior executive seorches throughout the notion (see Appendix B forportiol list).Slavin Management Consultants . Proposal for Washoe County .Page | 4

. SMC's methodologies ore stote-of-the-ort ond include odvertising in troditionolpublicotions, websites, ond use of SMC's lorge resume doto bose to generoiequolity oppliconts.r SMC's style is interoctive in thot it builds o portnership with its clients.. SMC uses discount oirfores ond mokes multi-client trips whenever possible toreduce expenses to its clients.. SMC ore experis in EEO/AA recruitment. Approximotely 25 percent of itsplocements ore femoles ond/or minorities.o Every seorch thot SMC hos conducted hos resulted in o selection from omong itsrecommended group of condidotes. SMC's experience includes lorge ondsmoll orgonizotions ond chief executives ond subordinote-level positions. Morethon 95 percenl of SMC's plocemenls hove remolned in thek clienls' poslllons formore lhon flve yeors, ond lhe guoronlee (see Sectlon lll, poge 10) of redolng theseqrch due to lhe condldcile leoving durlng the flrsf 2 yeors of the new posilionhos occuned only twlce out of more thqn 775 seorches. SMC hos estoblished thisenvioble irock-record due to iis extensive reseorch of the beginning of eochossignment obout the client ond the position lo be filled which helps SMCidentify condidotes thot ore o good fit for the position. This condidote fit isfurther verified through extensive bockground checks ond visits to finolists' worksites.While SMC is proud of its results-oriented opprooch of focusing on the procticol ospectsof filling positions in o timely ond cost-effective monner, SMC reolizes ihot process isimportoni os well. For exomple, Woshoe County's recruitmeni profile ondodvertisement will be viewed by thousonds of locol government monogementprofessionols throughout the notion. This provides on excellent opportunity for WoshoeCounty to morket itself ond increose its visibiliiy within the locol governmentmonogement profession. SMC will produce o quolity recruitment profile document tholmorkets Woshoe County in o positive light {see Appendix D for exomple of SMCrecruitment profile). ln oddition, the "customer seryice" opprooch thot SMC employs indeoling with prospective condidotes will olso reflect positively on Woshoe County. SMCis os proud of its responsiveness lo condidotes os it is to its clients.Slavin Management Consultants . Proposal for Washoe County .Page I 5

CfiY I COU NIY MAN AGER SEARCHES CONDUCIEDSMC hos completed more thon 250 city ond county monoger seorches throughout ihenotion. The following ore city ond county monoger seorches thot SMC hos conductedin ihe lost 4 yeors.CTIENT POPULATION YEAR SEARCH{doms. CO 442,000 Cuneni County Monooer\mberley Villoge, OH 4,000 2011 Villooe Monooer\uroro, CO 314.000 201 0 Citv Monooer]oy City, Ml 35,000 Cunent City Monqoer]rookhoven. GA 49,000 Cunent Cliy Monoserorv. NC I 16,000 2009 Town Monooerloss, Ml 5r.000 20 County Adm/Controllerorous Christi. TX 285,000 20 Citv Monooer=ridley, MN 27,000 20 3 City MonooerSeorgetown, SC 9.000 20 3 Ciiv Adminisirotor3lvnn. GA 76,000 20 0 County Administrotorireenville. NC 85,000 20 2 Ciiy Monoqer3ulf Shores. AL 10,000 Cunent City Administrotor'{ordeeville, SC 3.000 2011 Citv Monooerndependence, KS 10.000 2010 City Monooerowo Citv, lA 65,000 201 0 CitY Mqnooer(lomoth Folls. OR 21,000 2012 City Mqnoser.ongmont, CO 87.000 2012 City Monoqervlonsfield. MA 23.000 2009 Town Monoqer,,lework, DE 31,000 20 2 City Monqqer)ok Pork, lL 52.000 20 3 Villoqe Monooer)eorio, lL 183.000 20 I County Administrotor)rince Williom, VA 402,000 20 0 County Executive Officertock Hill. SC 67,OO0 20 0 City Monoqerieminole. FL 409,000 20 't Countv Monooerinellville, GA 18,000 20 2 Citv Monooerit. Joseoh. MO 76,000 20 I City Monooer'qzewell. lL 131,000 20 2 County AdministrotorJrbondole. lA 38,000 2009 City Monooer/enice, FL 21.500 2012 Citv Monooerffoukee, lA 14,000 2013 City Administrotordest Des Moines. lA 57.000 2011 Citv Monooerdindhom, CT 24,OOO 2009 Town Monoqerffvomino, OH 8,000 2011 Citv MonooerSlavin Management Consultants . Proposal for Washoe County .Page | 6

F'RM CONT ACT'NFORA4AT'ONThe following individuols willserye os the primory contocts for this project.Projecl MonogerPoulWenbertWestern Regionol MonogerSlovin Monogement Consultonts7828 E. Red Howk CircleMeso, Arizono 8520748A664-2676 (work)480-444-9512 (cell)pwconsuliing@cox.netOlher Professionol StoffMr. Dovid KringsSenior ConsuliontSlovin Monogement Consulionts3053 Willioms Creek DriveCincinnqti. Ohio 4524+3257513 474-1146 (work)513200-4222 (cell)dkrings@cinci.n.comRobert E. SlovinPresidentSlovin Monogement Consultonts3040 Holcomb Bridge Rood, Suite A-lNorcross, Georgio 30071770-449-4656 (work)678-296-0848 (cell)770-416-0848 (fox)slovin@bellsouth.netsEciloN il-woRK PLANEven ihough the Work Plon references only the County Monoger position, o similor WorkPIon would be used for the Finonce Director seorch.SMC will use o proven ond comprehensive seven-step work plon to complete thisproject os follows:Slavin Management Consultants . Proposal forWashoe County .Page | 7

1. Develop recruiiment profile;2. Recruit quolified condidotes;3. Submit written progress report on semi-finolists to client;4. Conduct bockground investigotions/site visits on finolists;5. Assist client in interview ond selection process;6. Focilitote employment of selected condidote; ond7. Conduct follow-up with client ofter condidote hos been employed.Eoch step of this work plon is described below.l. Develop Recruilment ProfileSMC will meet Wth of leost the County Commission ond Deportment Directors to leornobout the County's needs ond culture. Also, SMC Wll provide options for oddifionolexternol ond internol stokeholder involvement. These meetings os well os independentreseorch conducted by SMC obout ihe community ond position will help SMCdetermine the unique chollenges to be monoged by Woshoe County's next CountyMonoger. This will ollow SMC io occurotely describe the desired professionol ondpersonol ottributes thot top condidotes should possess.Once SMC hos goined sutficient informotion, it will prepore o droff recruitment profileond review it with the County Commission to obtoin its opprovol. The profile will includeinformotion obout the Woshoe County community, County governmeni, issues ondopportunities to be monoged by the next County Monoger, ond the job requirementsond selection criterio.2. Recruif QuoliEed CondidolesSMC will utilize the following resources to conduct o notionol recruitment for quolifiedcondidotes thot meet the job specificoiions ond selection criterio for the position:. SMC's dotobose of condidotes;. SMC's professionol locol government qnd public sofety monogement network;. Advertisements in notionol professionol print publicotions ond websites ondregionol publicotions os oppropriote; ond. Sending the recruitment profile io persons who hove the requisite experience forthe position.3. Submif wriffen proqress report on semi-frnolisfsSMC will submit o written progress report on the semi-finolists ond meet with the client todiscuss this report. Typicolly l0-15 semi-finolisis ore included in the progress report.Slavin Management Consultants . Proposal forWashoe County .Page | 8

The progress report will summorize eoch semi-finolists' experience ond educotion. Thereport Wll olso include o screening of semi-finolists ogoinsl the seleciion criierio ond jobrequirements contoined in the recruitment profile. This screening Wll be bosed on:. o review of resumes ond cover letters;. SMC's phone interviews of semi-finolists;. semi-finolists' responses to o supplementol questionnoire thot provides odditionolinformotion obout semi-finolists' monogement styles, witing skills, ond howclosely their experience relotes to the selection criterio ond job requirements inihe recruitment profile; ond. SMC's knowledge of semi-fincrlists' work performonce ond the quolity of theorgonizotions ond communities in which they hove served.The progress report will olso include the semi-finolists' current solory. At SMC's meetingWth the client, the client will select the finolists to interview using SMC's condidoteronking forms if desired. Typicolly five finolists ore interviewed.4. Conduci bockaround invesllaalionslsile vlsfts on finolistsSMC will conduct bockground investigotions ond site visits on the finolists. In order tobetter ossess the finolists' monogement style ond interpersonol chorocteristics, SMC willpersonolly interview eoch in his or her present work environment while protecting thefinolists' confidentiolity. SMC will closely exomine eoch finolist's experience,ochievements, rhonogement style, ond interpersonol skills in relotion to the recruitmentprofile's selection criterio.SMC's bockground investigotions include detoiled ond extensive reference checkswhich cover o minimum period of ten yeors. SMC will interview the references providedby the finolisis os well os others who con evoluote the condidote's job performonce.The bockground work olso includes invesiigotion to the moximum extent permittedunder federol low of finolists':. criminolond civilcourt records;. credit history;r driving records; ond. college degrees.At the client's option, SMC con orronge for ossessment centers ond/or psychologicol(or similor) testing of the condidotes. These optionol items will result in odditionol cost tothe clienf.SMC will provide o report to ihe client obout these bockground checks ond site visits.Slavin Management Consultants . Proposal for Washoe County .Page I 9

5. Assisf clienf in inferyiew ond selecfion processSMC will ossist the client in developing the interview process bosed on SMC'sknowledge of best proctices ond will provide o list of interview questions for the client'sconsiderotion. SMC Wll contoct ihe finolists to inform them of interview schedules ondother logisticol detqils, ond SMC will be present during the interviews. Finolly, SMC willnotify oll unsuccessfulcondidotes of the finol decision reoched.6. Focllltote emplovment of selected condidoteSMC will provide informotion obout trends in employment, employment ogreements,ond relocotion expenses to the client. SMC will olso fociliiote negotiotion of theselected condidote's compensoiion pockoge.7. conduclfollow-upwilh client ofter condldole hos been emplovedSMC will follow-up with the County Commission Choirperson ond the new CountyMonoger six ond iwelve months ofter the selected condidote hos been employed toevoluote the success of the plocement. SMC Wll ossist in ony odjustments thot moy benecessory.SECTION III-GUARANTEESSMC provides o comprehensive set of ossuronces ond guorontees io clients thoiinclude:. A commitment to excellence. SMC guorontees thot the selection process ondplocement Wll be of high quolity ond successful. To occomplish this, SMC willcontinue to work with the client until o sotisfoctory condidote is selected ondoccepts employment;. SMC guorontees its work ond will redo ihe seorch if the position is vocoted, forony reoson, within two yeors of the employment dote of o SMC recommendedcondidoie; in this event, SMC will chorge the client only for its oui-of-pocketexpenses to redo the seorch (no professionolfees will be chorged);. SMC will never octively recruit ony condidofe who SMC hos ploced nor WIISMCoctively recruit ony employee from o client orgonizotion for of leost two yeorsfrom the completion dote of on ossignment;. SMC Wll properly hondle ony ond oll medio relotions. Unless otherwise directed,it is SMC's stondord proctice to tell oll medio thot SMC is working on beholf of theclient ond thot ony public stotement should come from the client directly. Underno condiiions will SMC releose informotion to ihe medio unless specificollydirected by the client io do so; ondSlavin Management Consultants . Proposal for Washoe County .page | 10

. SMC will keep the client informed ond involved in the seorch process. SMC willprovide frequent verbol ond written progress reports to the client.SECTION IV-PROJ ECI SCHEDUI.EThe seorch process normolly tokes 90 doys to complete ond typicolly follows theschedule below.DAYSSTEPS r-30 30-45 /t5-60 60-t0 ?0-360l. Develop recruiimenl profile ond odvertisingprogrom for client opprovol2. ldentify quolified condidofes ond receiveond review resumes3. Screen & evoluote prospecfivecondidotes/prepore progress report ondmeet wilh clienl4. Bockground investigofions ond site visits onfinolisls5. Interview ond evoluote finqlists6. Assist in seleciion ond focilitole employment7. Follow-upSlavin Management Consultants . Proposal for Washoe County .Page | 11

SECTION V-PROJECT COSTPROFESS'ONAI. FEESThe project cost for the County Monoger or Finonce Director seorches is g'15,000 ofprofessionol fees plus expenses. The folloWng toble shows the level of involvement byproject step ond cost.PROJECTCOSruSIEPS1. Projecf plonning/develop recruitmentprofile/prepore ond ploce odvertising2. ldenfify ond recruif condidotes /ocknowledge resumes3. Phone interviews with potentiolsemifinolists/preporeprogress repori4.Meei with client to review progress report ondselect finolisls5. Schedule finolisis inlerviews / ossist client withdesigning inlerview process6. Finqlists bockground invesligotion (includeson-site consultont interviews with finolistcondidoles)ASSIGNI :D HOURS(Apprcrximote)ProiectMonogelConsullonl RAIE (H0 FEES30 $75 $2,2sO$40 $20034 $75 $2,55036 $40 $1,44020 $75 $1,500t2 $40 $4804 $75 $3008 $75 $50038 $7s $2,Bso37 $40 $r,4807. Finolists interviews/ossist in employee selection 14 $75 $r,0508. Negotiote employmenl ogreemenl 4 $75 $3009. Follow-up 4TOTAL HOURS r55 91TOTAL COSTNoChorge$0$r5,000Slavin Management Consultants . Proposal for Washoe County .Page | 12

EXPENSESExpenses for the County Monoger or Finonce Director executive seorches will be billedon on octuol cost bosis ond will not exceed 60 percent of the professionol fee (99,000).Additionol detoil obout these expenses is shown below.Consultont Trovel: The client poys direct costs for oll necessory consultont trovel usinglowest ovoiloble oir rotes, corporote hotel rotes of moderotely priced properties(Holidoy Inn or equivolent), rentol cors using the corporote discount, ond normol meols.The client controls these costs in the following woys: I ) the client pre-opproves oll workplons including oll consultont ond condidote trovel; ond 2) when oppropriote, theconsultont willwork on more thon one seorch when iroveling ond willtherefore ollocotecosts to multiple clienis.Office Costs: telephone ($350 flot fee, billed in two instollments), fox, postoge, copier,ond delivery costs.Advertising: typicolly opproximoiely $2,500. The client controls these costs becouse theodvertising progrom will be opproved by the client prior to implementoiion.The cost for finolists to trovel to the client's locole for interviews is not included in thecost of ihis proposol. Such costs ore typicolly poid by the client on o reimbursementbosis directly to the condidotes ond controlled thr:ough the client's prior opprovolof thefinolists. These costs vory depending on condidote locotion, spousol involvement, ondthe length of the interview process. For budgeting purposes, on overoge cost ofbetween $450-650 per condidote would be oppropriote. Typicolly five condidotes orelnterviewed.Should the client's needs result in on increosed projecl scope thot significontly increosesconsultont trovel ond/or odvertising costs, it moy be necessory to increose ihe expensebudget for the project which would require client opprovol. The clieni's liobility to SlovinMonogement Consultonts for services rendered under this ogreement will not exceedthe ogreed upon price unless on increose is outhorized by ihe client in writing.SMC.will submit monthly invoices for fees ond expenses. lt is SMC's proctice to bill 30percent ot the stort of the seorch, 30 percent of the end of thirty doys, 30 percent otthe end of sixty doys, ond the remoining 10 percent shortly ofter the time thof thecondidote occepts the position. Expenses will be billed in oddition ond shown os oseporote figure. Eoch invoice will be poyoble upon receipt.SMC will comply with qll opplicoble lows, rules, ond regulotions of federol, stote, ondlocol government entities. SMC's liobility, if ony, will nof be greoter thon the omountpoid to SMC for the services rendered.Slavin Management Consultants . Proposal for Washoe County .page | 13

SECTION VI

ACCEPTANCE/S'GNAIUREThis proposol is presenied by Slovin Monogement Consultonts by:SIGNATURE:NAME:TITLE:DATE:PoulWenbertWestern Regionol MonogerMoy 3, 2Ol3This proposolis occepted for Woshoe County by:SIGNATURE:NAME:TITLE:DATE:Slavin Management Consultants . Proposal for Washoe County .page | 15

APPENDIXSlavin Management Consultants . Proposal for Washoe County .Appendix Section

APPENDIX A - ABOUT PROJECT STAFFPovl Wenbert, ICMA-CI, SMC Wesfern Regionol MonogerMr. Wenberl hos 30 yeors of professionol locol government monogement experienceincluding 24 yeors of executive level experience with neorly 13 of those os o citymonoger. Mr. Wenberi joined Slovin Monogement Consultonts in June 2OO7 os WesternRegionol Monoger. He is heodquortered in Meso, Arizono. Most recently, Mr. Wenbertcompleted 6.5 yeors of service os Deputy City Monoger for the City of Meso. His coreerhighlights include 9 yeors os City Administrotor for NeMon, lowo; 3.5 yeors os VillogeMonoger for Villo Pork, lllinois, ond 4.5 yeors os Assistont City Monoger for Ames, lowo.Eorly in his coreer Mr. Wenbert served os on odministrotive iniern for Fort Woyne,Indiono, odministrotive ossistont for Morion, Indiono, ond odministrotive intern ondodministrotive ossistont for Meso, Arizono.Mr. Wenbert hos o Mosiers degree in Public Administrotion from Arizono Stote Universityond o Bochelor of Science degree in Public Affoirs from Indiono Universiiy. He is onICMA Credentioled Monoger ond o groduote of the Senior Executive Institute of theUniversity of Virginio.His coreer highlights include:''''''Monoged city deportments with $420 million budget ond 1,100 employees inMeso, Arizono;Choired Keep Moytog ln Newton Tosk Force which focilitoted reteniion of morethon 2,000 jobs ond oddition of 44ojobs ond $4.l million of investment;Instituted Productivity lmprovement Progroms in Newton, lowo, ond Villo Pork,lllinois, resulting in over $3 million of sovings;Negotioted revised intergovernmentol ogreement with twelve locolgovernments for regionol londfill operoted by City of Newton ond involved inmony other intergovernmentol relotions octivities in Newton, Villo Pork, ondMeso;Negotioted mony collective borgoining ogreements ond developed ondimplemented mony personnel ond woge clossificotion systems;Worked for the City of Meso during the time period when it wos the fostestgrowing community in the United Stotes ond wos involved with mony growthissues such os infrostructure plonning ond finoncing, interstote interchongedecisions ond ollocoting resources equitobly to newly developed ond existingoreos of the community;Slavin Management Consultants . Proposal for Washoe County .page lA - 1

. In oll positions enhonced citizen connection to ciiy government through voriousmethods including citizen-bosed strotegic plonning, citizen focus groups, regulorcommunity ottitude surveys, ond ciiizen ocodemies;. ln oll positions improved stoff teom-building through city-Wde stoff developmentond troining ond city-wide committee work ossignments;. Received ICMA Progrom Excellence Aword for Colloborotive Children ond YouthInitiotives;. Received Greoter Newton Areo Chomber of Commerce Key Aword for ChoiringKeep Moytog In NeMon Tosk Force;ond. Received Joe Lukehorl Professionol Service Aword for Advoncement of CityMonogement in lowo.Professiono I Aftiliatio n sChoir of Employment Agreeinents Tosk Force, ond Choir of Assistonts SteeringCommittee; cunent Mentor for Emerging Leoder Development ProgromMemberon Professionol ConductDovid Kfings,ICMA-CM, SMC Senior ConsullqnfMr. Krings hos more thon 35 yeors experience of the top levels of stote, county, ondmunicipol governments. He is internotionolly recognized os o stote ond locolgovernment monogement proctitioner ond consultont. Mr. Krings hos been on theprofessionolstoff of governors in both Wisconsin ond Arkonsos. He served os the CountyAdministrotor in Peorio County, (Peorio) lllinois ond Homilton County, (Cincinnoti) Ohio.Both Homilton County ond Peorio County received notionol recognition for innovoiive,quolity monogement during Mr. Krings' tenure. Mr. Krings olso served os the AssistontExecutive Director for Romsey County (St. Poul) Minnesoto.Slavin Management Consultants . Proposal for Washoe County .Page lA - 2

Mr. Krings hos o M.A. in Public Policy ond Administrotion from the University of Wisconsin-Modison ond o BA from Conoll College (Woukesho. Wisconsin). He hos olso studied otschools in Denmork ond Mexico.In 2005 Mr. Krings begon his encore coreer, still in public service, but in o much broodercopocity thon in prior yeors. He is the port{ime Administrotor of Locklond, Ohio. Heserved os the port-time Advisor to the Moyor in Newtown, Ohio. He hos hod scores ofconsulting engogements with locol jurisdictions ond not-for-proflts (lorgely throughTechSolve, o not-for-profit consulting firm). He hos been certified os o locol governmentexpert in litigotion involving locol governments. He hos been on qn odvisory boord of ocompony providing inmote ielephone services (DC Telesystems). ln2OO9 he ossociotedwith the firm Good Energy to consult with locol governments in the provision of costsoving electriciiy purchosing. He is olso o monoging consultont for Slovin MonogementConsultonts.Highlights from Mr. Krings' 13 yeors os Homilton County Administroior include:. Responsible for $2.3 billion budget;' Oversow more thon $l billion in development of Cincinnoti riverfront includingconstruction of o new NFL footbollstodium ond o MLB boseboll pork;. Developed smoll. minority, ond femole business development progrom;. Governing Mogozine ond Syrocuse Universiiy gove Homilton County fourth highestgrode omong Americo's lorge urbon counties for overoll monogement;. Gold Seolfor Good E-Governonce from Nqtionol Acodemy of Public Administrotion;. Top roted web site from NotionqlAssociotion of Counties;' Numerous Government Finonce Officers Associotion of United Stotes ond Conodoowords for Distinguished Budget Presentotion; ond' ICMA Center for Performonce Meosurement Certiflcote of Disiinction;Professiono I Atrlllqli o n sMemberAwordSlavin Management Consultants . Proposal for Washoe County .Page lA - 3

lllinois, Community Informotion ond Educotion ServiceRoberf E Sloyin, SMC PresrdenfMr. Slovin is one of the pioneers in public secfor ond nonprofit executive recruiting. He isomong the best known ond respected professionol recruiters in ihe industry. He is ofrequent speoker of professionol conferences ond hos written mony orticles forprofessionoljournols concerning governmentol monogement. By speciol invitotion, Mr.Slovin ossisted the United Stotes Office of Personnel Monogement in estoblishing theFederol Senior Executive Service.Mr. Slovin begon his locol government coreer in 1967. His experience includes l2 yeorsworking directly for locol governments ond seven yeors os o principol consultont withthe government seorch proctice of Korn/Ferry Internotionol, the lorgest seorch firm inthe world. He heoded the locol government seorch proctices for Mercer/Slovin,Incorporoted; Mercer, Slovin & Nevins; ond Slovin, Nevins ond Associotes, Inc. Mr. Slovinnow heods the executive seorch procfice for Slovin Monogement Consultonts. Clientsinclude stote ond locol governments, nonprofits, ond privote sector businessesthroughout the United Stotes. Mr. Slovin's experience includes seorch ossignments forthe '1984 Los Angeles Olympic's Orgonizing Committee.Mr. Slovin's experience ond quolificotions include orgonizotionol onolysis, clossificotionond compensotion siudies, ond ossessment centers ond humon resource sysiemsstudies.Prior io being invited to join Korn/Ferry Iniernoiionql, Mr. Slovin served os Assistont CityMonoger/Director of Humon Resources for the City of Beverly Hills, Colifornio. While otBeverly Hills, Mr. Slovin conducted mony executive level recruitment ossignmenisinvolving notionWde seorch ond plocement. Before joining the City of Beverly Hills, Mr.Slovin wos the Assistont Personnel Director for the City of Son Leondro, Colifornio.Before Son Leondro, Mr. Slovin wos on the personnel stoff of Sonto Cloro County,Colifornio. His ossignments included recruitment, clossificotion ond selection for theCounty's Heolth Deportment, Medicol Center, Tronsportotion Agency, Sheriff's Office,Superintendent of Schools, Fire Morsholl, Assessor's Office, Librory System, ond CountyRecorder's Otfice.Mr. Slovin received his Bochelor of Science degree in Politicol Science from theUniversity of Sonto Cloro ond hqs completed the groduote course work for o Moster'sdegree in Public Adminisirotion of Colifornio Stote University of Hoyword.Slavin Management Consultants . Proposal for Washoe County .page lA - 4

Professiono I Atrili otlo n sSlavin Management Consultants . Proposal for Washoe County . pageI A - 5

APPENDIX B - PARTIAT CTIENT IISTThe following list of clients represent orgonizoiions for which our principol Consultontsperformed significont project work. This client list spons twenty yeors of experience ofSMC consultonts. Pleose contoct SMC if you desire to speok with the individuols whowere project contocts.MUNICIPAI.T'ESAiken. South CorolinoAlbony, GeorgioAlphoretto, GeorgioAnoheim, ColifornioAnn Arbor, MichigonArlington, TexosArlington Heights, lllinoisAtlonto, GeorgioAtlontic Beoch, FloridoAsheville, Norih CorolinoAuburn. MoineAuroro, ColorodoAustin, TexosBortlesville, Oklo homoBentonville, ArkonsosBergenfield, New JerseyBerkeley, ColifornioBeverly Hills, ColifornioBirminghom, AlobomoBisbee, ArizonoBlocksburg, VirginioBloomington, lllinoisBoynton Beoch, FloridoBreo, ColifornioBroken Arrow, OklohomoBrownsville. TexosBryon, TexosBurbonk, ColifornioComorillo, ColifornioCorson. ColifornioCosper, WyomingChopel Hill, North CorolinoChorlotte. North CorolinoChesopeoke, VirginioCleorwoter. FloridoColumbio. MissouriColumbus, GeorgioConcord, New HompshireCorpus Christi, TexosCorto Modero, ColifornioCreedmoor, North CorolinoCulver City, ColifornioDollos, TexosDovenport, lowoDovie, FloridoDecotur, GeorgioDecotur, lllinoisDelroy Beoch, FloridoDel Rio, TexosDenton, TexosDestin, FloridoDothon, AlobomoDubuque, lowoDuluth, GeorgioDunedin, FloridoDurhom, North CorolinoEogle Poss, TexosEdmond. OklohomoElgin, lllinoisEnfield, ConnecticutEscondido, ColifornioEvonston, lllinoisFort Collins, ColorodoFort Louderdole, FloridoFort Worth, TexosFronklin, TennesseeSlavin Management Consultants . Proposal for Washoe County .Page lB - 1

Frisco, ColorodoGoinesville, FloridoGoinesville, GeorgioGolesburg, lllinoisGorden City, New YorkGloston bury, ConnecticutGlendole, ArizonoGlen Ellyn, lllinoisGrond Ropids, MichigonGreensboro, North CorolinoGulfport, FloridoHemet, ColifornioHercules, ColifornioHighlond Pork, lllinoisHollywood, FloridoHomesteod, FloridoHuntington Beoch, ColifornioIndependence, Missourilowo Leogue of CitiesJocksonville Beoch, FloridJupiter, FloridoKolomozoo, MichigonKonsos City, MissouriLokewood, ColorodoLopeer, MichigonLoromie, WyomingLoredo, TexosLenexo, KonsosLiberty, MissouriLillburn, GeorgioLittle Rock, ArkonsosLong Beoch, ColifornioMonossos, VirginioMeso, ArizonoMiomi Beoch, FloridoMilwoukie, OregonMinneopolis, MinnesotoMiromor, FloridoModesto, ColifornioMuscotine, lowoNepiune Beoch, FloridoNew Smyrno Beoch, FloridoNorfolk, VirginioNormon, OklohomoNorth Los Vegos, NevodoNorth Miomi Beoch, FloridoNorthglenn, ColorodoNorth Port, FloridoOberlin, OhioOceon Ciiy, MorylondOceonside, ColifornioOlothe, KonsosOklohomo City, OklohomoOxnord, ColifornioPolm Boy, FloridoPolm Beoch Gordens. FloridoPolo Alto, ColifornioPonomo City, FloridoPork Ridge, lllinoisPosodeno, ColifornioPeorio, lllinoisPhoenix, ArizonoPittsburg, KonsosPompono Beoch, FloridoPortoge, MichigonPueblo, ColorodoRichmond, ColifornioRichmond, VirginioRiverside, ColifornioRiverview, MichigonRoonoke, VirginioRockville, MorylondSocromento, Co lifornioSt. Louis Pork, MinnesotoSolem, OregonSon Diego, ColifornioSon Fernondo, ColifornioSon Froncisco, ColifornioSon Jose, ColifornioSon Juon Copistrono, ColifornioSondersville, GeorgioSonto Ano, ColifornioSlavin Management Consultants . Proposal for Washoe County .page lB - 2

Sonto Monico, ColifornioSorosoto, FloridoShoker Heights, OhioSimiVolley, ColifornioSioux City, lowoSpringfield, MissouriStorm Loke, lowoStrotford, ConnecticuiSunnyvole, ColifornioSunrise, FloridoTokomo Pork, MorylondTopeko, KonsosTitusville, FloridoThornton, ColorodoTroverse City, MichigonTopeko, KonsosTurlock, ColifornioUpper Arlington, OhioUrbondole, lowoVoldez, AloskoVirginio Beoch, VirginioWoco, TexosWonensburg, MissouriWoshington, lllinoisWest Des Moines, lowoWest Hortford, ConnecticutWest Hollywood, ColifornioWest Polm Beoch, FloridoWichito, KonsosWinsion-Solem, Norfh CorolinoWinter Pork. FloridoWorthington, MinnesotoWyoming, OhioYpsilonti, MichigonCOUNI'ESAlomedo County, ColifornioAlbemorle County, VirginioAropohoe County, ColorodoBeoufort County, South CorolinoBroword County, FloridoBrown Counfy, WisconsinBuffolo County, NebroskoChoffee County, ColorodoChesterfield County, VirginioClork County, NevodoCobb County, GeorgioDode County, FloridoEogle County, ColorodoEscombio Couniy, FloridoFoirfox County, VirginioForsyth County, GeorgioFrehront County, ColorodoFresno County, ColifornioFulton County, GeorgioGlynn County, GeorgioGunnison County, ColorodoHollCounty, GeorgioHomilton County, OhioLoke County, FloridoLoke County, lllinoisLo Ploto County, ColorodoLeon County, FloridoLincoln County, North CorolinoLivingston County, lllinoisLos Angeles County, ColifornioMortin County, FloridoMcHenry County, lllinoisMecklenburg County, North CorolinoMendocino County, ColifornioMeso County, ColorodoMoffot County, ColorodoMonterey County, ColifornioMuscotine County, lowoNew Kent County, VirginioOronge County, New YorkOronge County, North CorolinoPolm Beoch County, FloridoSlavin Management Consultants . Proposal for Washoe County .Page lB - 3

Peorio County, lllinoisPinellos County, FloridoPolk County, FloridoPrince Williom County, VirginioRomsey County, MinnesotoSt. Louis County, MinnesotoSoline County, KonsosSon Diego County, ColifornioSon Luis Obispo County, ColifornioSon Moteo County, ColifornioSorosoto County, FloridoSedgwick Couniy, KonsosSeminole County, FloridoSonomo County, ColifornioSpringetisbury Township, PennsylvonioSpotsylvonio County, VirginioVolusio Couniy, FloridoWoke County, North CorolinoWoshtenow County, MichigonWhiteside County, lllinoisWhitfield County, GeorgioYolo County, ColifornioDevelopmenl GroupsArrowheod Regionol Development,Duluth, MinnesotoOTHER ORGANIZAT'ONSLibroriesBirminghom, Alobomo Public LibroryCentrol Arkonsos Librory SystemColumbio Development Corporotion, Lexington, Kentucky Librory SystemSouth CorolinoFresno Economic DevelopmentCommission, ColifornioFresno Redevelopment Auihoriiy,ColifornioGoTopeko, Inc., KonsosLincoln Rood Development Corporotion CDC Federol Credit Union, Alonto,Los Angeles, Colifornio, CommunityRedevelopment AgencyMid-Americon RegionolCouncil, KonsosCity, MissouriWest Polm Beoch DowntownDevelopment Auihority, FloridoHouslng AuthoriliesColifornio Housing Finonce AgencyJefferson County Housing Authority,AlobomoLos Vegos Housing AuthorityMemphis Housing Authority, TennesseeOcolo Housing Authoriiy, FloridoPeorio Housing Authority, lllinoisMetropoliton Librory System ofOklohomoNon-Profils ond Olher GovemmenlolJurlsdlcfionsColifornio Stote GovernmentGeorgioChildren's Boord of Hillsborough County,FloridoDistrict of ColumbioEost Brunswick Township, New JerseyFresno Employment ond TroiningCommission, ColifornioJefferson County Personnel Boord,AlobomoKetchikon-Gotewoy Borough, AloskoLocol Government Insuronce Trust,MorylondLos Angeles County, ColifornioDeportment of Public HeolthLos Angeles, Colifornio Music CenierOperoting ComponySlavin Management Consultants . Proposal for Washoe County .Page lB - 4

Non-Proflls ond Other GovemmenlolJurlsdiclions (contlnued)Los Angeles Olympics OrgonizingCommitteeMetropoliton Noshville, Tennessee ArtsCommissionSkiff Medicol Center, Nevyton, lowoSouth Brunswick Township, New JerseySouthwest Florido Regionol PlonningCouncilProfesslonol AssoclotlonsAmericon Public WorK AssociotionAssociotion of County Commissioners,GeorgioGeorgio Municipol AssociotionInternoiionol City/County MonogementAssociotionlowo Leogue of CitiesSchool DislriclsAdoms County School District #14,Commerce City, ColorodoLoke Sumpter Community College,FloridoDollos Independent School District,TexosTronsporlollon AgenciesAlomedo-Contro Costo Tronsit District.Ooklond, ColifornioBoy Areo Ropid Tronsit District, Ooklond,ColifornioDollos Areo Ropid Tronsit District, Dollos,TexosDoyton Regionol Tronsit Authority,Doyton, OhioHonolulu Municipol Tronsit Authority,Honolulu, HowoiiLee County Port Authority, FloridoPort Everglodes Authority, FortLouderdole, FloridoPort of Socromento. ColifornioRiverside Tronsit Agency, ColifornioSon Froncisco Boy Areo Ropid TronsitDistrict, ColifornioSorosoto/Monotee Airport Authority,FloridoSouthern Colifornio Ropid Tronsit DistrictUtiltty DlslrictsColumbus Woter Works, GeorgioMetropoliton Sewer District of GreoterCincinnoti, OhioPublic Works Commission of Foyetteville,Norih CorolinoRivonno Solid Wqste Authority, VirginioRivonno Woter ond Sewer Authority,VirginioSocromento Municipol Utility District,ColifornioSportonburg Utility District, SouthCorolinoSlavin Management Consultants . Proposal for Washoe County .page lB - 5

APPENDIX C - MINORITY AND FEMATE PIACEMENTSCI.IENIPOSTTTONAFRICANAMERICANFEMAI.EA,/.CHUA COUNIY, FI. Counly Adminislrolor XALBANY. GA City Monoqer XPolice ChiefXAssistont Citv MonooerXHumon ResourcesDirectorXASPEN. CO Citv Monooer XAUST'N, TX Ciiy Monoqer XPolice ChiefBERKELEY, CA City Monoger XPublic Works DirectorBEVERLY HILII,, CA Sonitotion Director XLibrorv DireclorXBOCA RAION, FI. Citv Monooer XAsst. City MonoqerXBROWARD COUNTY, FLAssislont Direclor ofEquol EmploymenlXXBRYAN,IX MunicipolCourt Judoe XCity MonoqerXCAMARILLO, CA Ciiv Clerk XCARSON, CA Plonninq Director XCHAPEL H'I.T, NC Tronsoortotion Director XHumon ResourcesDirectorXCHARLOTTE COUNN. FL County Attornev XCEMRAI. C'IYASSN. OFTHE CTFr OF I.OSDirector of SecurityXANGETES (CA)CHARIOTIE, NCNeighborhood ServicesDireclorXCOLUMBIA. MO Police Chief XCUI.YER CTTY. CA Finonce Director XDALI.ASChief Finonciol Officer X XscHoot 'NDEPENDEMD,srR,cr ox)DAL|,,.S.TX City Atlorney XDECATUR. GA Chief of Police XDISIR'CT OF COLUMBIA Executive DirectorAlcoholic BeverogeXRequlotions CommissionDUR.HAM, NC City Monooer XCitv Monooer X XPolice ChiefXPublic Works Director X XESCA,VIBIA COUNTY, FL Assistont CountyAdministrotorXTAIINOSlavin Management Consultants . Proposal for Washoe County . Page lC - 1XX

CTIENTPOStTTONATRICANAMERICANESCOND'DO, CACivic CenlerConslruction MorEYANSTON,Cify MonooerFRESNO, CA 'I. (PICI Executive Director XFORT AUDERDALE, FL Fire Chief XFORIMYERS, FI. City Monooer XFEMATEFRESNO, CA (PIC) Execulive Direcfor XGAINESVILLE, FLEquol EmploymenlDireclorXGI.ASIONBURY, CTHumon ResourcesDireclorXXGREENBEI.I HOA/|ES,'NC.(MARYLANDI Executive Director XGREENSBORO, NC Assistonl City Monooer XHAMILTON COUNN. OH Jobs ond Fomily ServicesDirectorH'I.IS8OROUGH COUNTYGD CHILDRENs BOARDExecutive DirectorHOLLYWOOD. FL Citv Monooer XJUPITER, FLAssistont to the CityMonooerPublic Works DirectorXXXXXXTATINOKALAMAZOO, MI Citv Monooer XAssistonl Citv MonooerXKANSAS CTIY. MO WoterServices Director X,./.KE COUNil, FL Countv Attornev XI.,.KE COUNIY. IL Purchosino Director XHumon ResourcesDireciorXAssislont CountyAdministrolorXAPLATA COUNTY, CO Humon Services Director XLEE COUNN, FL Countv Administrotor XHumon ResourcesXDirectorDir, Visiiors & ConventionXBureou['NCO[N ROADDEVELOPMEMCORP.Executive DirectorIONG BEACH, CA Police Chief XExecutive Director, CivilService Commissionr.os ANGETES COUNTyREDEVELOPMEr|fl'AGENCYSr. Proieci MonooerProieci MonooerProiect MonooerXXXXXSlavin Management Consultants . Proposal for Washoe County . page lC - 2

CTIENTlos ANGETES COUNTy(cA) HEALTHSI'STEMSAGENCYI.OS ANGEI.ES COUNTYDEPARTMEM OF PUBLICHEALTHLOS ANGETES OIyMP'CSORGAN'Z'NGCOMMMEEPOStTtONAFRICANAMERICANFEMAIEExecuiive Director X XDeputy Exec. Dir.Public Heollh DireciorHumon ResourcesDireclorDirector of VenuesMEIROZOO (MIAMI FLI Director of Morketino XMEMPH,,S ON) HOUSTNGAWHORINExecutive DirectorXMrAMt (FL) OFF-STREEIPARK'NG SYSTEA4Finonce DirectorMIAMIVALLEYREG'ONAI. TRANS'TExeculive Director X XHITH. irDAYTON. OHIMIRAMAR, FL City Monoqer XMONrEREY COUNTY, CA Hosoitol Administrotor XNOAH DFyELOPMEMCORPORATTONExecutive DirectorXNORFOLK.VAHumon ResourcesDirectorXSenior EnoineerXocALA (FL) PUBLTCHOUS'NG /JTTHORTNSociol Services DirectorExeculive DirectorOBER['N, OH City Monooer XOR/VIOND BEACH. FL City Monooer XOKLAHOMACTTY. OK Citv Monooer XPALM BAY, FLHumon ResourcesDirectorPAUII BEACH COUNIY, Assisiont CountyFLAdministroiorPALM BEACH COUNTY(Fr.) cH,r.DRENsExecutive DirectorSERY'CES EOARDPAUI| BEACH COUNTY(FL) HEALTH CAREExecutive DireclorD'STR'CIPALM BEACH GARDENS,FLCit! Monoger (19921Citv Monooer (19991PALO ALTO. CA City Atiornev XPEORTA 0L) PUBLTCHOUS'NG AWHORT|'YPR'NCE WILLIAMExecutive DireclorCOUNfl. VAFire ChiefRICHMOND. CA Ciiv Monooer XXXXXXXXXXXXXXTATINOXXXSlavin Management Consultants . Proposal for Washoe County . Page lC - 3

CTIENIPOSTItONAFRICANAMERICANRICHMOND. VA Director of Public Heolth XFEMATEROANOKE, YA Police Chief XEconomic DeveloomentDirectorXAssisfonl Citv Monooer X XDirector of HumonServicesXROCKVILLE. MD Assistont Citv Monooer XSACRAA,IEMO, CAHumon ResourcesDireciorXXSAG'NA}Y, M' Police Chief XSAN D'EGO, CA Citv Monooer XSAN FRANC'SCO, CAAssistont CityAdminislrotorXSANJOSE, CA Police Chief XSAMA MONICA. CA Depuiv Cilv Monooer XSARASOTA, FI.Humon ResourcesDirectorXSARASOIA COUNTY, FL Deputy CountyAdministrotorXSEI^I'A. AL Police Chief XSHAKER HEIGHTS. OH Citv Administrotor XSUNNYYAI.E, CAPublic lnformoiionOfficerXCity ClerkXSIRAIFORD, CIHumon ResourcesDirectorXTAKOMA PARK, MD Citv Monooer XRecreotion Direclor X XHousing ond CommunityDevelooment DireclorXPublic Works DirectorXIHORNION, COPublic InformolionOfficerXTOPEKA. KS Citv Monooer XVALDOSTA, GAAssisiont Public WorksDirectorXVENICE. FL Police Chief XY'RG'N'A BEACH,VA Humon ResourcesDirectorXYIRG'N'A BEACH PARKTRUSI TF[)Execuiive DirectorXYOIUS'A COUNltr. FL Countv Monooer XwAco, Tx Deputy Citv Monooer XExec. Dir. - SupportServicesAssistont City MonooerXDirector of FocililiesTAIINOSlavin Management Consultants . Proposal for Washoe County . page lC - 4XX

CTIENTPOSTTTONAFRICANAMERICANFEMAIEWAKE COUNTY, NC Humon Services Director XTHE WEINGARI CENrERfl.OS ANGEI.ES)Executive DirectorwEsrcoy,NA, cA Plonning Director X XWEST MIFFLIN. PA Town Administrotor XWESI PALM BEACH, FLAssistonf CityAdministrotorXXW'CHITA, KS Humon Resources Dir X XCommunity Services Dir X XCommunicotionsDirectorXDirector of LibroriesXHousing ondDevelooment DirectorXXyPsfl.AM'. rr,t,City MonooerXCity Monooer XzooLoctcAr. socrErYoF FLORTDA (DADEExecutive DirectorCOUNINXTATINOXSlavin Management Consultants . Proposal for Washoe County . page lC - 5

June 2@8ABOUT fORT WORTH ............... _THE CITY GOVERNMEAIT........... 3THE POLICE DEPARTMENT........ 4tssuEs & oPFoRTuNtTtEs ........ 5JOB REQUrR8MENTs................. 6tn 2lXN, Fort Worthrecelved on owordfiom the PortneE toruvaUe Communftlesos one o, Amedco'sMost LtvobteCommunltles. FottWorth wos honorcdfor tts oggresslv€"lo'txord-thtnklnqoctlons ond modenomenlties thst mokeit o pdme locatton towortt llve qnd grcw obuslness.ABOUT FORT WORTH - Fort Worth, the fastest growing large U.S. city this decade,anchors the west end of the Dallas-Fort Worth Metroplex. With a current populationof 696,165, Fort Worth plays a major role in the continued economic developmentsuccess of the dynamic Dallas-Fort Worth Metroplex whose population totals 5.7million.Fort Worth is a diverse yet cohesive community built upon strong partnerships andcooperation. While proud of its heritage, Fort Worth welcomes the challenge ofbecoming a city of L million people that plays a more significant role in the futuredevelopment of the Metroplex,One of the clearestexamples of Fort Worth's spirit ofcooperation can be seen in theevolution of its vibrant, safe and cleandowntown. Two private securityforces work together with the FortWorth Police Department to provide a safe and friendly environment for downtown residents andvisitors. A substantial amount of new construction coupled with historic preservation activitieshave made downtown Fort Worth a center for commerce and entertainment.Another way Fort Worth is growing is through the Trinity River Project. In its entirety, thisconservation, recreation and economic development proiect encompasses 88 miles of the TrinitvRiver and its greenbelts and tributaries. The first project to be developed will be the Trinity Uptownproiect which will transform 80O vacant acres in the hean of the city into a mixed-useresidential/commercial project that will also include a lake for recreational purposes.tn 2M, Fort Worthwos rccognlzed byMorgdn Qulnto Prcssas the gth mfest olthe 32 U.S. ctttes wftho populatlon oJ5(n Un or more.HISTORYFon worth was eslablished as a frontier army post in 1849 by Major Ripley Arnold and named for Gcneralwilliam Jenkins wonh who disringuished himself in the war with Mexico. The outpost becarre a stoppingplace on the famous Old Chisholm Trail and a shipping point for the great herds of Longhorn cattle beingdriven to nonh€m markets. Progressive City leadership brought the first of nine railroads lo Fort Worth in1876. These railroads along with the West l'exas oil boom spurred Fo Wonh's early growlh.Early on, Fort Wonh's economy was a blending ofcaltle. oil, finance and manufacturing. Since World War Ilit has become an aerospace, education, high-tech. transportation and industry service center.

LOCATIONFo Worth, seal ofTarmnl County, is located in both Tanfit and Denton Countiesin north-central Texas. Fon Wonh is located on the Trinity River and isapproximalely 75 miles south ofthe Oklahoma slate line and 270 miles northwestofthe Gulf of Mexico.Fort Worth is compriscd of 332 square miles and is projecled lo add l0 squaremilcs and 107,000 r€sidents in the next 5 ycars. A map of Fort Worth's currentland area is shown below.TRANSPORTATION,4ir The l)allas/Fon Worth lrtcrnationalAirport (D/FW) is thc third busiest airport inthe world in terns of operations and rankssixth in the world based on passengcrs. D/FWis located approxinrately l7 miles cquidistantfrorn l)allas and F'ort Worth. Fort Worthowns Meacham International Airpon andSpinks Airport which serve the generalaviation needs ofthe region. The Fort WonhAlliance Airport and Industrial Park, a publicprivatepartnership, has produced $3 1.3billion of cconomic impact for North Texassince 1990.llighwoy - Three interstate highways (l-20, I-i0 and l-35), five federal and four srarehighways provide all-weather routes withinFort Worth and to and from the rest of thenation. lnterstate 820, which encircies thecity, allows quick access to all parts of theFort Worth area-Rail Fon Wonh is served by six nrajorrailroad systems one of which, BurlinglonNorthernlsanta Fe Railroad, has its corporateheadquarters in Fon Worth. AMTRAK railpassenger service is also available.EDUCATIONThe Fort Worth Independent School District serves the major ponion of Fort Worth.This I ll-school system operates on the 5-3-4 plan in which the elementary schools (74)teach grades l-5; middle schools (24), grades 6-8; and senior high schools ( 13). grades 9-12. While Fort Worth is served primarily by the Fon worth School District, it is alsoserved by 14 olher districts. There are also J2 private and parochial schools in the areawhich provide primary and secondary education. 'fanant County has eight college anduniversity campuses with an enrcllment of more than 63,000 students in bothundergraduate and graduate programs. Included in thes€ colleges and universities are:Southwestern Baptist Theological Seminary; Tarrant County College, South, Northeast,Southeast, and Northwest Campuses; Texas Christian tJniversityt lexas WesleyanUniversity; the Univ€rsity of Texas at Arlington; and the tjniversity of North TexasHealth Science Center. There are twenty-nine other collegcs and universities within afiily-mile radius with an enrollment ofover 119.000.G]ETrucki,tg ind frunsit - Fort Worrh's positionas a major southwest distribution center issupported by the presence of 75 regular routemotor carriers with over 750 schedules. Localbus transit service is provided by Ile f,operated by the Fort Worth Transpo ationAuthority. The Trinity Railway Express{TRE) provides commuter rail transit s€rvicebetween Fort Worth and Dallas. CreyhoundTrailu,ays Bus Lines furnishes Fort Worthwith lranscontinenlal passenger service:intrastate bus service is provided byTransportation Enterprises and Texas BusLine.UTILITIESWater. se\xer and solid waste services arefurnished by the City of Fort Wofth. TexasUtilities ("TXU") provides electricity andnatural gas service to Fon Wonh. Basicllocal) telephone service is provided by eitherAT&T or VeriTon *hile long distance serviceis provided by numerous carriers.HEALTH CAREMedical facilities in Tarrant County otferexcellent and convenient care. There are 25hospitals with approximately 4,000 beds and300 bassinets; one children's hospilal with208 beds; four government hospitals; 5iprivate convalescenl homes; the Fort WorthPublic Health Center; Cancer Clinic; CarterBlood Care and the Universiry ofNorth TexasHealth Science Center. Four hospitals offertraining for rcsidents and nurses.tr€ia'ec b,/Saviij :-::ag..i--eni Cci:: :ai:: ici lnE:liir cf Fc-r',,y'ar'.^,-exas-Si.:e;a 2

CULTURE, ARTS ond TOURISMThe Fon Worth Central Library contains 175,000 squarc feet on two levels. Th€ street level is the home of th€ Hazel Harvey peaceYouth Center, the Amon C. Carler Multi-Media Center, the lntel Computer Lab, and a 6,000-plu$ exhibit gallery. The lowir levelfeatures the "our Place" Teen center, the Rincon en Espanol or "spanish Corner," as well as three adult services units, InlerlibraryLoan, and th€ administrative ollices. A third unfinished level allows for future expansion. The system maintains 2 regional libraries, lbneighborhood branches and 3 satellite libraries in public housing projects. The city also has interlocal agreements with 6 of thesurrounding suburban communities to share library resources and services.Fort Worth has a growing tourism industry. Tourist attractions include th€ Fort Wonh Stockyards National Historic District, the TexasMotof Speedway and the Fon worth Zoo. 'l'he Fort worth Convention center offers exhibit and nreeling space in excess of 185,000square feet including a 14.000 seat arena. The Nancy Lee and Perry R. Bass Performance Hall, one ofthe best performine arls v€nues inthe world. is located in Fon wonh. Fon wonh is also known for ils many museums including the Fort wonh M us€um-of Science. rheNarionalCowgirl l"4useum and Hall ofFame, the Modern An Museum and Kimbell Arls Museum.THE CITY GOVERNMENT - Fort Worth is a charter city which has operated under the council,manager form ofgovernment since 1924. The City's governance is provided by the City Council which consists of a Mayor elected at-largeand an 8-member City Council elected from districts. The City Council selects a professional city manager who isresponsible for administering and coordinating municipal operations and programs. The city Council also appoints theCity Secretary, City Attorney, City Auditor, Municipal Court Judges and board and commission members. Fort Wofth has6,553 employees and a budget of 51.17 billion.The City government prides itself on effective and efficient business-like functioning with a high regard for the role ofprofessionalism in city government. The City is often recognized for its excellence having won 45 awards alone within thelast year. Overall, employee relations are considered by the City to oe gooo.FORT WORTH CITY ORGANIZATIONAL CHARTRTWORTaSStSTAftrlo rHE ctn hral{acERPUBLIC SAF€TYT HOUSII€FIRSTAS5ISTAIITCTYIIAXA!}ERINf fTAS'RUCIUAE SEFVEE SA5 SI 9TAI{T CITY iIAI{ACEF.rn ||docdERE6IONATiRANSPOR-'AiIONcooRo raToRcli.r. ouit.dIILOEP,{RTAIEI iISI Budoei C, [rlaraqer]tsfit5ef!iCe5fFlnanc:3Hurnan Re!ourc:Jf lI Solutionsll..,lunicipal CourlslLDEF.Ri Ettt..f,Code acrttpll caf,Conrmudt-v RelationllEnvkonnrertal l,lanagsartE[tf,Llbrar!lPa J P, Crnrmunit'Se lcesARTLlEi.liSlEqulp[]-.rl S:|!i.-.strFlrElHou slnqf Folic€fFublic HeafthtDEFTP.TtIENTSlEnqln€erlngfPlanning & De,. elo p[]eits:rutc-:slTP,.{il Nale f and S el,lJ e.LBEFr,RTLlEl.lIS3A|,iationlEccnDnrict CDnrirunit,.Devel0pln€fittrtl,'.\EE Funclion5fPublicEr;nts

THE POLICE DEPARTMENT The Police Chief repods to the Public Safety & Housing First Assistant City Manager, JoePaniagua. Mr.Paniaguaisresponsibleforthefollowingdepartments: Police; Fire; Public Health; Housing and EquipmentServices. The following is a basic summary of facts regarding the Police Department.. 1539 sworn officers and 432 civilian emploveesj. 5207.4 million budget;. Crime Cor]trol Prevention District (CCPD) 1/2 cent sales tax authorized by the voters in 1995 is paft of policeDepanment budget;. Patrol is divided into 10 districts each with a station in addition to several storefront stations; and. Only two Police Chiefs in last 23 years.The Department has been using the Compstat managemenl and accountability system for the past five years. TheDepartment has a cohesive management team and good teamwork and morale throughout the Department.FoRlWoRTlr--?-FORT WORTH POLICE DEPARTMENTItsq4 ,tvdrio.. f

COMMUNITY POLICINGThe Fort Worth Police Department has an unparalleled commitmenr rocommunity policing. The following is a summary of the current communitypolicing programs in place.. NPO-each of the Department's 81. beats has a NeighborhoodPolicing Officer (NPO). fhe NPO provides each neighborhood withits own police officer and has been a tremendous source of two-waycommunication between the Department and the general public.. MAC and CAPA--the Department has established a unique alliancewith the religious community through the Ministers Against Crime(MAC) and the Clergy and Police Alliance (CAPA).. Citizens on Patrol=there are currentlv 1400 active members of thisprogram who must first complete a citizen academy traininBprogram.. School Liaison Program -officers are assigned to all middle and high schools.. Various other programs include Crime Stoppers, the Community Emergency Response Team staffed by volunteers,after-school program, victims assistance program and a sex offender notification program.Pan I ririxr.s. par 10{ 000 F

RTWORTJOB REQUIREMENTS -Expe rie nce o nd Tro i n ing G u id eli n esAny combination of experience that would likelyprovide the required knowledge is qualifying. Atypical way to obtain the knowledge and abilitieswould be:. Experience - 8 years of increasinglyresponsible experience in municipal policework including 4 years of management and supervisory experience (at a level no less than two ranks belowthe Police Chief) gained in a community with a population of at least 200,000. Strongly prefer experiencewith a police department serving a diverse community comparable to Fort Worth. Must be technicallvcurrent and meet State law enforcement certification requiremenrs.r Education - Bachelor's degree from an accredited college or university with major course work in policescience, criminal justice, public administration or closely related field. Masters degree in related field ispreferred.Desired Professional and Personol Attributeso Outstanding relationship skills to be able to collaborate effectively with all stakeholders;. Ability to leverage outside resources to support improvements to Department operations;. Substantial experience initiating and overseeing community policing and crime preventionprograms and the productive use of volunteersj. Ability to promote diversity within the Department and to work with a diverse community;. Collaborative team-player with ability to maintain and improve strong rapport and trust withinthe Police Department and between the Department and the communitv:. Excellent public relations skills with the ability to sustain the current transparency of the Police Departmentto the community;. Strategic, innovative thinker with good financial management skills;. Strong intergovernmental relations skills with ability to work with Tarrant Counw Sheriff's Office and otherpolice departments in County to jointly address crime issues;o Experience working with police unions;. Experience in rapidly growing communities;o Ability to have a high profile and high degree of visibility in the community;. Outstanding communication skills and ability to communicate police issues in layperson language; and. Ability to advocate for Department and hold employees accountable.CompensationThe beginning salary will be highly competitive and is open and negotiable depending on qualifications. A full arrayof excellent benefits is provided which includes a vehicle allowance. Reasonable and customary moving expenseswill be orovided.To Apply:Resumes will be accepted for this position until the position is filled. please submit yourresume, cover letter and current salary as soon as possible to:Robert E. Slavin, PresidentSI.AVIN MAIAGEMENT CONSU ITAI{TS3O4O Holcomb Bridge Road, Suite A-1Norcross. GeoBia 30071Phone: (7701 4494656Fax: (770) 416{8118E-mail: slavin@bellsouth.netOn the web at: slavinweb.comFiepar€d bj/:a\lli f!/ia-agen-€i-i Csisi.t teris ia,-Tie Clii/ ci ForiVlr:r:-, Te;ras-5rC8 l, -E

=z.tc _!7JIJ{-tj3'= =i:E i=i;. t. ;= 1 ..: ;. -. r -,'-I..''_V-,4-i!,.F'=-zle i'vzi:.) -+:{-3a--.t--J J-lJ=Yt77tr ^EI-la=E=|!E loFcD.5Eo>),r' 6_ 6'oE q95;35beEgEEIl-TAIlttHJEIE! oo!UIs3:A;;o-- 9dE. TS-(jcoC)d \\Jt4FI-\vF{Fi-i-7-()F(-9-("i=Fr< c)S-l-\v()ar^\v+-)(-tqo)CDv-(c)F{F(-L{.F(/--- .-{*Ei iE€g sg-=:g-::Y^b6.=- g-'U-4fl'.:q *rTE =_bE,:;s;HE r i*"E E ,?:: $ €#€$?i*rl**e t;5as;:zFic*E E iitE:,gsi= Ff;e€i *$e'E$€!EfE:EE EI EPE+*PHE:;3 f€ E::€Fi.*axt: EA S€*;i$aqEE E ii -eFiE*sH!eEE *igcr.s e;;=E€ aes s 3 gEigEE€E;Eg€F'#€s€frsEgeigE;tgEEggHE E€ EE E;;t-.{l-'lr-{{J(6Ft-ii-F 7a-al^,:6?:Eg33E *:aft:5f :^ E a! E E a .e ; g ]; r ia=x-,= 1D ,-EiEtgE zE oc:&rH -Jl ; ^:- A li 6 ='ti ",. I

EXECUTIVE RECRUITING SERVICESExperienced, notionwide public sector/nonprofit/hospitcl recruitmenl firmheodquoriered in Atlonto with offices in Arizono, oregon, Monlono. Texos,Michigon. Ohio, Conneclicut, ond FloridoWork is guoronleed-will conducl onother seorch for noif position is vocoled for ony reoson within two veorsSMc-recommended condidoteodditionol professionol feesof employment dote of onResults-orienied meihodology hos led to 33-yeor successful trock record-- more thon 7/5 plocements throughout Uniied Stoles- oll plocemenls except one from recommended condidole group- 95 percenl of plocements hove remoined in clienis' posilions for more thon tiveyeors- guoronlee of redoing seorch due to condidote leoving during first 2 yeors of newposilion hos occurred only twice oul of more thonlTS plccements- 25 percenl of plccemenls oTe women ond/or minoritieswestern/Midwestern clients include: Son Diego, Los Angeles county, Beverly Hills,ond Sunnyvole, CA; Solem, OR; phoenix, Meso, Chondler, Gilber.f, Tempe. Tucson,ond Glendole, AZ; Clork County ond Norlh Los Vegos, NV; Boise. tD; Missoulo. MT;Auroro ond Fort Collins, co; Dollos. son Antonio, Austin. Fori worlh, ond corpuschrisii, TX; Konscs cily ond columbio. Missouri; wichilo ond Topeko, KS; BrokenArrow. OK; ond lowo City, Wesl Des Moines, ond Urbondole. lA.Best prospects ore typicolly hoppily employed ond not responding loodverlisements; therefore, we use our notionol network to ideniify ond oggresiivetyrecruii condidotes lhoi fit lob profileo Inleroclive sryre customized to meer crient's unique needs ond curtureon-site screening of condidotes of current work s es [noi typico|y used in industry)Seorches typicolly toke 90 doys 10 comoleleFees ore copped ond well within industry stondordsPoul Wenbert. ICMA-CMWestern Regionol Monoger48O-664-267 6 o pwconsulting(a,rcox.netFebruory 2013

Voorhees Associates" LLC

OORHEES AssociArES r.r.cOffices in:Arizona . Delaworetllinois . Michigan c WisconsinJune 12,2013Ms. Kathy HartTalent ManagerWashoe County1001 East Ninth StreetReno, NV 89512Dear Ms. Hart:Thank you for the opportunity to provide you with a proposal for Washoe Countt's County Managerrecruitment and selection process. Voorhees Associates prides itself on a tailored, personal approach toexecutive recruitment and selection, able to adapt to your specific requirements for the position.QUALIFICATIONS AND EXPERIENCEVoorhees Associates is a public management consulting firm serving municipal clients and other publicsector entities on a national basis. We work exclusively in the public sector, offering customized executiverecruitment services, as well as providing other management studies and services for communities.Voorhees Associates has been certified as an FBE (Female Business Enterprise) in the State of lllinois.Voorhees Associates, LLC was established in 2009 with headquarters in Deerfield, lllinois. HeidiVoorhees, President, previously spent 8 years with the nationally recognized public sector consulting firm,The PAR Group and was President of The PAR Group from 2006 - 2009. Ms. Voorhees has conductedmore than 180 recruitments in her management consulting career, with many of her clients repeat clients,attesting to the high quality of work performed for them. In addition to her 12 years of executiverecruitment and management consulting experience, Ms. Voorhees has 19 years of local govemmentleadership and management service with the Mllages of Wlmette and Schaumburg, lllinois, as well as theCity of Kansas City, Missouri.The firm has a total of seventeen consultants, both generalists and specialists (public safety, finance,parks, etc.), who are based in Arizona, Delaware, lllinois, Michigan, and Wisconsin, as well as fourreference specialists and four support staff.ExperienceVoorhees Associates has completed 118 recruitments since its establishment in 2009, including 40recruitments for city/county management positions. We have 16 cunent recruitments in various stages ofcompletion. We are cunently conducting recruitments for Lake County, tllinois and Waukesha County,\ffisconsin. Although the firm is relatively young, our consultants are experienced executive recruiters whohave conducted over 350 recruitments, working with cities, counties, special districts and othergovemmental entities of all sizes throughout the country. In addition, we've held leadership positions500 Lake Cook Rood, Suite 350, Deerfield, lllinois,60075M7/580-4246 www.voorheesassociates.com

Washoe County, Nevada page 2within local govemment, giving us an understanding of the complexities and challenges facing today'spublic sector leaders.ReferencesThe following references can speak to the quali$ of service provided by Voorhees Associates:Countv Adm inistrator recruitmentDeKalb County, lllinoisJeffery L. Metzger, Sn., Board Chair200 N. MainSycamore, lL 60178815-895-7189imetzoer@dekalbcountv. oroCIO recruitmentLake County, lllinois(pop 703,500)Bany Burton, County Administrator18 N. County StreetWaukegan, lL 60085847-377-2250bburton@lakecountvil.qovCFO recruitmentPeoria County, lllinoisPatrick Urich, County Administrator at time of searchCurrently City Manager, Peoria, lllinoisTEL: 309-494-8524ourich@ci.peoria. il.usGonsultant AsslgnedVoorhees Associates' President Heidi Voorhees will be responsible for your recruitment and selectionprocess. Ms. Voorhees' client list includes recruitments for Kane, Lake, McHenry, and Peoria eounty,lllinois; Douglas and Johnson County, Kansas; and McCracken County, Kentucky.Heidi J. VoorheesPresldentMs. Voorhees has extensive experience in both executive search and general management consultingassignments. She has led more than 140 recruitments for local government entities across the countryand takes pride in facilitating a tailored, thorough process that gives elected and appointed officials thetools they need to make critical personnel decisions. Her clients have included the City of Austin, Texas;Johnson Coun$, Kansas; Evanston, lllinois; Waukesha, Wisconsin; Fort Worth, Texas; Bloomington,lllinois; Carbondale, lllinois; Fayetteville, North Carolina; and clients in Arizona, Rhode lsland, andColorado.In addition to her eleven years of executive recruitment and management consulting experience, she has19 years of local govemment leadership and management service, with the Mllages of \Mlmette andSchaumburg, lllinois, and the City of Kansas City, Missouri.From 1990 to 2001, Ms. Voorhees served as the Mllage Manager for \Mlmefte, lllinois, one ofChicagoland's notable residential suburbs located on the shore of Lake Michigan. During her tenure, Ms.

Washoe County, Nevada page 3Voorhees foeused on delivering high quality services and responsiveness to a recognized interactivecommunity, streamlining administrative and management functions and team building throughout theorganization that employed 200 individuals. Under her leadership, the organization developed acollaborative budget process, formalized its long range capital improvement program, and dev6lopedbudget and financial policies that led to the achievement of a AAA bond rating for the community.Since leaving the Mllage of Wilmette in 2001, Ms. Voorhees has been an Adjunct Instructor for the Centerfor Public Safety located on the campus of Northwestem University. She also instructs law enforcementexecutives in the Exeeutive Management Program on management, communi$ relations, andorganizational culture. Ms. Voorhees has also been an lnstructor for the Northwestem University MastefsDegree Program in Public Policy and Administration. She is a frequent speaker on recruiiment andselection issues and has conducted training programs for the lllinois Gity and County ManagementAssociation, the Ohio Gity and County Management Association, the American Public Works Association- Chicago Metro Ghapter, the lllinois Association of Municipal Management Assistants, the Northemlllinois University Civie Leadership Program, and the Great Lakes Leadership Academy.Ms. Voorhees holds a Maste/s Degree in Publie Affairs ftorn the School of Fublic and EnvironmentalAffairs at lndiana University where she was a fellow in the Eli Lilly State and Local GovernmentFellowship Program. Ms. Voorhees uras recognized as the distinguished Alumnus for the School in 19g8.She also has a Bachelor of Science degree in Political Science from lllinois State Universig.Ms. Voorhees has served on the Boards of Directors of numerous professional associations including theChicago Metropolitan Managers' Association and the lllinois City and County Management Associalion.For two years, she was the lllinois representative to the ICIMA University, the professional developmentarm of the Intemational City and County Management Association. In 199g, she was selected toparticipate in the Leadership Greater Chicago Program and has been an active Rstarian for 23 years.She is cunently on the Board of the Family Service Center for Wilmette, Glenview, Kenilworth andNorthbrook, lllinois and the Board of the League of Women Voters of \A/ilmette, lllinois.SCOPE OF WORKA typical recruitment and selection process can take 175 hours to conduct. At least 50 hours of this timeis "administrative' including ad placement, acknowledgment of r6sum€s, reference interviews, and duediligence on candidates. These tasks may take longer if someone is performing them for the first time. Webelieve our experience and abili$ to professionally administer your recruitment will provide you with thebest possible outcome. Voorhees Associates clients are kept informed of the progress of a recruitmentthroughout the recruitment process. Consultants are always available to provide information and answerquestions, and details of the process such as placement of advertising and applications received arediscussed in regular updates via either telephone or email.Voorhees Associates suggests the following approach to your recruitment, subject to your requests formodification:Phase I- Fosition Assessment, Job Announcement and Brochure DevelopmentFhase I will include the following steps:as well as any other individuals you deem appropriate to best understand the responsibilities,challenges, and culture of the Coung.At least eight (8) hours of one-on-one interviews will be conducted with elected officials, staff andthe public in order to develop our Recruitment Brochure. This important document ouflines theexpectations that the County has for its next County Manager, providing us with the information

Washoe County, Nevada page 4we need to target our recruitment. Dudng this pnocess we will assist you with establishing thesalary for Gounty Manager by conducting a salary survey of comparable counties, if so desired.Phase ll - Advertlsing, Candldate Recrultnrent and OutreachPhase ll will include the following steps:to public sector publications and web sites, outreach will include Linkedln and sther private seetorresources. We can provide the Coun$ with placement recommendations, if so desired.County, focusing on the leadership and management skills identified in Phase I as well as size oforganization, and experience in addressing challenges and opportunities also outlined in Phase l.Voorhees Associates consultrants have extensive knowledge of the municipal govemmentindustry and will personally identify and contact potential candidates. With more than 600collective years of municipal and consulting experience among our consultants, we often haveinside knowledge about candidates.Phase lll- Gandldate Evaluatlon and ScreenlngPhase lll will include the following steps:Recruitment Brochure.We will develop a matrix which identifies key traits (taken from the Recruitment Brochure) such aseducation, experience, and the specific skills needed for the County Manager. We will then usethese filters to screen the candidates into a group of 15 to 20 semi-finalists.experience as well as their interpersonal skills.We personally contact all the semi-finalists and conduct about an hour long telephone interview,asking specific questions about their experience and skill set. This allows us to ask follow upquestions and probe specific areas. lt also provides us with an assessment of their verbal skillsand their level of energy for and interest in the position.be conducted to further verify candidates' abilities, work ethic, management and leadership skills,analytical skills, interpersonal skills, ability to interact with the media, and any areas identified forimprovement.handled by Voorhees Associates, ensuring Washoe County's process is professional and wellregarded by all who participate.

Washoe County, Nevada page 5Phase lV - Presentation of Recommended CandidatesPhase lV will include the following steps:candidates most qualified for the position. You will advise us of the number of reports you willneed for the individuals involved in this phase of the recruitment and selection proeess. Weprovide a binder which contains the candidate's cover lefter and r6sum6. In addition, we prepa!'ea "mini' r6sum6 for each candidate, so that each candidate's credentials are pnesented in auniform way. As r6sum6s come in all different formats, these'rnini' r6sum6s will give you a clear,consistent look at each candidate'at a glance."You may also review all of the r6sum€s should you so desire.information provided. The report will arrive two to three days in advance of the meeting, givingyou the opportunity to fully review it. ln addition to the written report, we will spend 2 to 3 houriwith you to bring the candidates to 'life' by reviewing their telephone interview and providingexcerpts from two (2) references we will have done on the individual.Phase V Jnteruiewing ProcessPhase V will include the following steps:discussion of any specific components you deem appropriate, such as a writing sample.Voorhees Associates will provide you with interview books that include the credentials eachcandidate submits, a summary of each candidate's credentials, a set of questions with room forinterviewers to make notes, and an evaluation sheet to assist interviewers in assessing eachcandidate's skills and abilities.coordinating travel and accommodations. The schedule will incorporate a tour of Washoe Countyfacilities and interviews with Department Heads and elected officials.We offer a community "Meet and Greet' option, at no charge, as a means for the community tointeract and get to know the candidates in an informal setting. At this "Meet and Greet,'candidates would give a brief overview of themselves and answer questions from the audience.media and intemet search, verification of educational credentials, criminal court, credit, and motorvehicle and records checks. Employment verification can also be provided if so desired.Voorhees Associates recommends a two-step interviewing process with (typically) five candidatesinterviewed in the first round. Following this round, we strongly suggest that two or threecandidates are selected for second round interviews. Again, we will prepare a second round ofinterview questions and a 'score sheet.'and facilitator.

Washoe County, Nevada page 6Phase Vl - Appolntment of Candldatenegotiations and drafting of employment agreement, if appropriate.Commission, including professional background information on the successful candidate.Commission and appointed County Manager for six months following conclusion of th6recruitment.Optional 360" EvaluatlonAs a service to Washoe Coun$, we offer the option to provide you with a proposal for a 360.performance evaluation for the new appointed County Manager at about six months into his or heremployment. This evaluation will include seeking feedback from both Elected Offtcials and DepartmentDirectors, along with any other constituent the County feels would be relevant and beneficial. This inputwill be obtained on a confidential basis with comments known only to the consultant. lf you are interesiedin this option, Voorhees Associates will prepare a proposal for this service.Recruitment ScheduleA detailed recruitment schedule will be provided in Phase l. The recruitment and selection processtypically takes 90 days from the time the contract is signed until the candidate is appointed. We cin workwith you on a shorter process, should you so desire.Our typical recruitment process includes the following milestones and deliverables:On-site interviews of Washoe County offtcials and staff,development and approval of recruitment brochureDeliverable: recruitment brochurePlacement of professional announcements; candidateidentification, screening, interview and evaluation byconsultantweeks 1-2weeks 3-8consultant recommendation to commission of qualified candidates week 9Deliverable: recruitment reportSelection of candidate ftnalists by Commission; additionalbackground and reference checks, report preparationand presentationDeliverable: interview reports including suggested questionsand evaluation sheetsInterviews of selected finalist candidates; Commission selectionof final candidate; negotiation, offer, acceptance andappointmentweek 10weeks 11-12

Washoe County, Nevadapage 7Summary of CostsRecruitment Fee:$j3,S00Recruitrnent Expenses: (not to exceed) 6,000Expenses include consultant travel,postage/shipping, telephone, supportservices, copying etc. Also includescandidate due diligence efforts andadvertising costs up to $7S0*.Recruitnent Brochure printing (optional) 900Assumes full colorTotal Fees: $20.400"""Advertising costs over $750 will be placed only with client approval. [f less than $7b0, elient isbilled only for actual cost.**This fee does not include travel and accommodations for candidates interviewed.The above cost proposal is predicated upon three consultant visits to Washoe County; the first forthe recruitment brochure interview process; the second to present recommended candidates; andthe third for the candidate interview process. Any additional consultant visits requested by theGounty Gommission may result in an increase in the travelexpenses and those expenses will bebilled to the client.Payrnent for Fees and SerulcesProfessional fees and expenses will be invoiced as follows: Recruitment expenses and the costs for theRecruitment Brochure printing will be itemized with sufficient detail and invoiced as incurred. In addition,the Recruitment Fee will be invoiced in three (3) equal payments, billed during the course of therecruitment. The first invoice for the Recruitment Fee will be sent upon acceptance of our proposal. Thesecond invoice will be sent following the recommendation of candidates and will include any expensesincuned to date. The final invoice will be sent upon completion of the recruitment assignment and willinclude all remaining expenses. Upon receipt of each invoice the County will apprwe payment inaccordance with its claims procedures within thirty (30) days of receipt.Voorhees Associates GuaranteeIt is the policy of Voorhees Associates to assist our clients until an acceptable candidate is appointed tothe position. Therefore, no additional professional fee would be incuned should the County iommissionnot make a selection from the initial group of recommended candidates and request additional candidatesbe developed for interview consideration. Additional reimbursable expenses may be incuned should thesituation require consultant travel to Washoe County beyond the normal three visits.Upon appointment of a candidate, Voorhees Associates provides the following guarantee: should theselected and appointed candidate at the request of Washoe County or the employee's own determination,leave the employ of Washoe Coun$ within the first 24 months of appointment, we will, if desired, conductanother search for the cost of expenses and announcements only.In addition, in accordance with the policy of our firm as well as established ethics in the executive searchindustry, we will not actively recruit the placed employee for a period of five years.

Washoe County, Nevada page 8Why Ghoose Voorhees Assoclates?The heart and soul of a professional recruitment firm is the expertise it brings to its clients. VoorheesAssociates consultants are all experienced local govemment executives who have demonstrated careersand expertise that brings first hand knowledge of the disciplines in which they now consult. Thisknowledge can assist clients in designing the appropriate interview questions, the development of writtenand oral exercises to best assess candidates' abilities, and facilitation of the clients' discussion of thecandidates. Our process reflects the client's goals and objectives-therefore, the time we spenddeveloping the Recruitment Brochure is critical in our understanding of the challenges, opportunities, andculture of the position under consideration. Our candidate assessment and interviewing skills are basedon thousands of interviews over the course of our Consultants' many years of experience in tl.rerecruitment and selection field. This professional familiarity allows us to be sensitive to the nuances, notonly the obvious. ln addition, as experienced local govemment professionals, our Consultants are able toask probing, thoughtful questions and effectively evaluate the candidates' answers.We provide the client with a diverse list of potential candidates who have been fully vetted by our staffand who are truly interested in and well-qualified for the position. We respect the confidentiality ofcandidates' applications and are respectful of the candidates' cunent employment situation when weconduct reference calls. We are not a gatekeeper

DE KALts CCUINTY"ILMNONSCOUNTY ADMINISTRATORVoorhees Associates, LLC is pleased to announce the recruitment and selection process forCountyAdministratorfor DeKalb County, lllinois. This brochure provides background informationon DeKalb County and on the Coun$ organization, as well as the requirements and expectedqualifications for the position. Candidates interested in applying for the position should submittheir r6sum6 and cover letter, along with contact information for five work-related references bySeptember 21, 2012. Please apply via our online application system "twww. VoorheesAssociates. com/cu rrent-positions.Gregory Ford, Vice PresidentOORH EL,S A!!rH rAl l.s rrc500 Lake Cook Road, Suite 3S0Deerfield, lllinois 6001 5TEL:847-5804246FAX: 866-401 -31 00Formal applications should be submitted to:www.VoorheesAssociates. com/cu nent-positionsDeKalh Countyr, IL (pop. 105,160) seeks experienced publicmanagement professional to lead County organization of 23Departments. il2 FT employees serve County residents withan annual budget of $79 million. Appointed by 24-memberCounty Board (twelve Disfnbfs based on population-electedfor four-year terms), the Adm inistrator works closely with BoardChairman and Executive Commiftee. Administers day-to4ayCounty activities, directs all non-elected Depaftment Headsand Staff, and serves as chief resource to County standingcommittees. Responsible for carrying out all estabtished/adopted policies of the County Board. The County encompasses635 square miles and provides traditional County seruice,including some 1600 acres of managed forest land. Located60 miles west of Chicago, the County offers a high quality oflife with excellent residential, recreational and educationalopportunities. Bachelor"s degree in public administration, publicpolicy, business administration or related field required; MpAor si m i I a r ad va n ced deg ree prefe ned. Ca n d i d ate s n of possessingeftification as an ICMA credentialed manager haveone year tg become a Credentialed Manager. Minimum of10 years of progressively responsible professional expeiencein the management of local govemment affairs, atleast nine of which must be on an administrative level; demonstratedunderstanding and knowledge of County govemmentstrongly preferred. Experience and record of acampI i sh m e nt i n b u dg et p re pa nti on/co ntro l, strateg ic p I a n n i n g,co m m u n ity re I atio n s, org an ization a I a n aly sis, fi n a n ci a I p I a n -ning, economic development, personnel management/labor relations, land use planning and facility managementdesired. Anticipated stafting salary 9160,000+/- negotiableD.O.Q.E. Send r6sum6, nver lefter, and contact informationfor 5 professional references by Saptember 21,2012 to Gregory F. Ford, Voorhees Associates, 500 LakeCook Road, #350, Deerfield, lL 60015 or email:re su me@vare su me. com. Electron ic su bmi ssion prefened.Tel: 847-5804246; FAX: 866401 -31 00.

COUITTV BACI{GROUNDDsKalb County, tllinois (population 105,160) is located in nofth central lllinois, same 60 miles west of Chicago.DeKaib County's history dates back to the early 1800s. Early seftlers began to locate along the streams and woodedareas because of the fertile soil, plentiful wild game, and abundant food. In March of 1837, DeKalb County wasiormally carved out of adjacent Kane County. The County was named in honor oi Johann de Kalb, a German hero ofthe American Revolutionary War.The couniy has always been noted for agriculture. ln 1 852 the first Agricullural Fair was held in Sycamore, under thesupervision of the DeKalb Agricultural Society. Eventually farmers, businessmen, and community leaders organizedthe DeKalb County Soil lmprovement Association. In later years the DeKalb County Soil lmprovement Associationwould split inio: (1)the DeKalb County Farm Bureau and, (2)the DeKalbAgriculturalAssociation (DeKalb AgResearch,Inc., today owned by Monsantc). DeKalb County is c!'edited with being the birthptace of the Ferm Bureau movsment.Major growth siemmed from theintroduction of the railroad, whichbrought easier methods of transportationand opportunities for industrial groMh.Some oithe notable industries based inDeKalb County are: Sandwich ManufacturingCompany, Marsh Harvestei'Company, Barbed Wire (in 1877 latmerJoseph Glidden received a Datent andwas declared the'Father of BarbedWire"), Gurler Brothers Pure MilkCompany, ldeal lndustries, Nestles, 3M,Target, Panduit, Tate & Lyle, JohnsonControls, Smart M otion Robotics,Transware, Safety Systems (nuclearenergy). Suter Company, U pstaging,Nocturne and American Marketing,along with the recent opening ofthe newKishwaukee Hospital,The founding of Northern lllinois StateNormal School in 1895 added education to DeKalb County. The school later became Northem lllinois University,which is known for its business, nursing, education, engineering, public administration, accounting, and musicprograms. The proximity of NlU, including the Center for Governmental Studies and the Social Science ResearchInstitute, has brought considerable recognition to the County. Currently Northern lllinois University is undergoing arlexpansion with the construction of a new dormitory. Kishwaukee Community College is located in nearby Malta.There is a $67 million campus expansion currently being constructed or'r the Kishwaukee College campus. Theproject includes the addition of a 74,000-square-foot Student Services Center and a 35,000-square-foot CampusOperations Building.Today, DeKalb County encompasses sorne 635 square miles DeKalb County's location on l-EB with proximity toChicago to the east and the Quad Cities to the west, as well as Wsconsin just to the north, ofier abundant recreationalopporlunities to those who enjoy nature and access to outdoor activities. Many cultural events are accessible viathose cities as well as through local colleges. There are outstanding collegiate sports available locally, as well as viamajor professional sports teams in Chicago. DeKalb County also provides the comforts and conveniences of a"smalltown" atmosphere in numerous communities in the County, providing an affordable cost of living, low crime,friendly people and minimal iraffic. The County offers a high quality of life and is served by places of worship of all

denominations, an abundance of antique stores and unique shopping areas, restaurants and an active communitycalendar with events and festivals held throughout the year. An award-winning Unified Future Comprehensive ptan,and participaiion in a Regional Planning Commission, are ensuring that growth does not come at the expense ofqualitv of life issues.DeKalb County is divided into nineteen townships: Afton Clinton. Cortland, DeKalb , Franklin Genoa, Kingston,Malta, Mayfield, Milan, Paw Paw, pierce, sandwich, shabbona, somonauk, south Grove, squaw Grove andSvcamore.DeKalb County has the following ciiies and towns: Coftland, DeKalb, cenoa Hinckley. Kingston, Kirkland, Lee,I\llalta, Maple Park, Sandwich, Shabbona, Somonauk, Sycamore, and Waterman.Sycamore serves as the county seat.DEI

anclude a President and a Vice-President,the County Board. Traditionally. theseofficers are the same persons as iheofiicers ofthe County Board. The Presidentapooints a number of commissioners toserve as a standing committee. Thiscommitiee meets regularly each month.The Couniy is organized by the ioiiowingDepartments:Cor-rnty Board Office Finanee OfficeInformation Management Office, Supervisorof Assessments, County Clerk andRecorders, Planning & Zoning, RegionalSuperintendent of Schools, Treasurer,Judiciary, Circuit Clerk, Coroner, Sheriff's Department, State's Attorney's Office, Public Defender's Depanment,Court Services, Highway Department, Health Department, lvlental Health Department, Rehab and Nursing Center,Forest Preserves, Community Services Department, Facilities lvlanagement Office, and the Veteran's Administration.ROLE OF THE COIJNTI'' ADMIMSTRATORThe CountyAdministrator serves as Chief Administrative Officer of DeKalb County under the direction of the DeKalbCounty Board. The Administrator performs the full range of administrative duties as determined by the Board. Thesefunctions include planning and coordinating, through both elected and appointed administrators, the programs andactavities ofthe various Departments and Divisions ofthe County government. The role of the County Administratorwill be multi-faceted and will require the application of experienced executive-level skills.Though not inclusive, the essential responsibilities and principal duties for the position by direct action or throughdelegation to others include:. Direct and coordinate the administrative and management function of County government." Be a participant and spokesperson regarding County government affairs.' Review, recommend and implement administrative management practices to ensure optimum use of humanand financial resources.' Develop and maintain a close working relationship with both elected and appointed department heads to helpensure that department goals and objectives are met. Meet with and provide assistance to department heads inthe preparation of their respective budgets.Assist all Committees at scheduled meetings as directed.Assist the County Board in legislative matters relating to and affecting County government.Plan and research issues of concern to the County Board and its committees when required.. Recommend organizational and stafiing needs lo the County Board to ensure ootimum levels of authorizedservices as needed.' Advise the County Board of availability of funds from Federal and State grant programs, and on all legislationwhich could affect funding sources.. Provide information and other resources necessary to assist the County Board in making informed decisions asrelated to County operations, budgets and key policy questions.. Act as liaison betvueen the County Board and other units of government in the tiansaction of County business.

' Recommend an annual budget Policy in conjunction with preparation of the annual budget; develop and presentlhe annual budget to the County Board and administer and monitor the adopted County budget to ensurefinancial conlrols, compliance with budget guidelines and allocations.rssuEs, cHALr.EIilGES, AND OPPORTU/|'ITIDSThe following is a list of statements which embody some of the issues, challenges, and opportunjties that CounlyOtficials think are important for the new county Administrator to assist in addresiing. They are not tisted in order ofPriority or imporiance bui are set forth to give candidates a sense ofthe type and scope of issues which the Countywill be addressing. The list is notto be considered exhaustive nor should the statements be interpreted as endorsinoany particular course of action.Development of a long-term strategic plan for County policy goals and operational issues.Develop strong intergovemmental relations and liaison with municipalities, townships, and other governmentalagencies in the County and surrounding regional area.Explore areas ol service or facility sharing/consolidation with neighboring units of government to share costswhile maintaining or enhancing services.Prepare for and carry out pro-ductive labor negotiations with employee unions for contracts expiring in thecomrn9 yearAddress continuing escelating health insurance costs by making recommendations related to premium costsand imple-menting cost-efiectivepolicies for employee groups.Maintain, enhance and promoteongoing economic developmentinitiatives and programs for theCountv.Ongoing financial management,financial planning and budgetoversight including developingstrategies and alternatives forpossable reduction of servicesbecause of budget cutbacks.Ensure completion of EvergreenVillage (mobile home parklocated in a flood plain) MitigationProieci and successful relocationof residents.Coordinate operationalcompletion of Jail ExpansionProject within deadline and withinbudget.Make effective recommendations to the County Board on the level of reduction of financial reserves, whilecontinuing to maintain suffcient reserves to dealwith possible future revenue shortfalls.Ensure the continued transparency ofgovernmental operations and decision making by working with the publicand elected officials on providing open communications.Continue to provide equitable distribution of County resources to all areas of the Countv.

cd.NDI DATE QUALTFIUflON CRTTERTAThe current and predictable issues, needs, and challenges confronting DeKalb County call for particular experience,skills, slyle, vaiues, and professional commitment on the part of DeKalb County's next County Adminiskator. Thenext County Administralor is expected to have a strong commitment to participative management; to I'e able tomaster new situations quickly, to be a broad thinker, open to the insights and contributions of others; to workpositively and effectiv€ly with a diverse work force; lo have vision and the ability to implement ideast and to beproactive in anticipating the needs and meeting the challenges and opportunities before the County in the near andlong term.The following factors of education, experience, management style, and personal traits have been identifiert as"ideal" attributes forthe CountyAdministrator to possess in orderto funclion efieclively in this position. The anticipatedsia.iing salary foi the posiiion will be $i00,000+/-, negotiabie, depending upon qualiflcaiions and expeiience ofthesuccessful candidate.Edu c atlo n and, Exp e rle nc et,.t ;^ ^,.1er ^i;v,,,^.2-n-))Graduation from an accrediled college or university with a degree in public administration, govemment, businessmanagement, ot a related field is required. Possession of a Master's Degree in one of these areas is preferred.Have a minimum of 10 years progressively responsible experience in the management of local government affairs,at least nine of rvhich must be on an administrative level in a county or municipal setting of equal complexity, orsimilar experience in local governmenl executive administration.Have successfully completed the ICMA Credentialed Manager program, or complete the program within one year ofstarting date with lhe County.Have a thorough knowledge ofthe principles and practices of localgovemment administration including organizationalforms and structures, and operating methods and procedures.Possess a working knowledge or thorough orientation of the administrative and organizational relationships andpolicies inherent in County governmenl and recognize the complexities, coordination, and intergovernmental relationsaspects involved in the overall process of County government.Have a successful background in economic and commercial developmenvredevelopment and business retentionstrategies.

Have sufiicient experience to evaluate theCounty's organizational structure, staff ng,and operations. all toward mainlaining ahighly responsive, efficient, productive,efective and high-morale workforce.Have strong financial management experienceafid conceplual abilities involvingbudgeting, financial forecasting, revenueenhancement, and capilal improvementprogramming within a traditional,conservative fiscal environment-all towardensuring conlinual provision ofa highlevel of governmental services in a costeffectivemanner.l-lave lhe expedence and willingness to provide the initiative and administrative leadership in assisting electedofficials collectively to identify, analyze, and thoroughly deliberate and address public poticy questions in alimely manner.Have a successful record ol effectively translating Board direction quickly and accurately to Staff to ensure completeand timely implementation of Board policy decisions and direction; ,,get things done.,'Have strong leadership skills and special capability in the direction, coordination and utilization of orqanizationalresources and talent toward promoting and maintaining high productivity and morale.Have knowledge of personnel management and experience working in a unionized environment, including collectivebargaining, with a record of dealing firmly, fairly, and respectfully in labor/management activities; have ability tomake tough personnel decisions.Have the ability to work with a diverse, 24-member County Board, responding to their request6 or questions within areasonable timeframe.Have the knowledge and ability to competently and accurately understand and interpret administrative policies anddirections ofthe County Board and to gain the cooperation ofelected and appointed department heads and employeesin effectively enacting and implementing them.Have knowledge and experience in planning, organizing, directing, and coordinating a large organization involved ina wide range of government activities and services.Have the ability to facilitate groups and clarify issues in order to gain consensus within the group.Have the ability and initiative lo offer ansight and long-range perspective on issues and trends, defining responsibledirection, altematives and action plans with the County Board and Staff.Have experience in preparing, presenting, monitoring, and controlling a budget for a complex organization withmany service units.Have the ability and exPerience to personally prepare and maintain records, wriften reports, correspondence andsimilar communications, and possess effective verbal communication and public speaking skills.

Have experience in intergovernmenlal relations and the ability to personally interaci with other jurisdiclions andagencies in a constructive, cooperative, and muiually supportive manner, while representing the County's inter€ststactfully and firmly.Have a demonstrated record of applying technology systems and technology transfer to ensure efiective use ofcomputer applications and related techndogy by all appropriate activities of the County govemment; personalcomputerliteracy and use of e-mail, web page, and related computer systems expected.Have the ability to evaluate performance of administrative stafi reporting to the County Administrator, with the goalof improving and enhancing productivity and penormance.Managcmeat StgleTPersonal ?lnalts(not in crder of importance)Have complete personal and professional integrity.Encourage and facilitete a working environment in which Management, Stafi, and Employees, as well as BoardMembers, are working together openly and harmoniously as a 'team.'Be a patient and adaptable public administrator vyho can openly accept and work effectively in a climate of policymakingassertiveness and interaction, calling lor timely and impartial administrative responsiveness.Share information equally among County Board Members, submitting reports and information in a timely manner,presented in a concise format, including presentation of an array of alternatives as well as a spgcific recommendedcourse of action when proposing matters for Board policy considoration and action.Be able to delegate broadly and provide wide latitude to professional staff, including staff presentations and interacllonat public meetings, while being personally knowledgeable of the status of County aclivities and projects; take a'handson' management approach on matters of particular importance and sensitivity.Be able to make decisions and follow through on their implemontation.Be articulate and an effective communicator, both orally and in writing, as well as one \ ho possesrs good listeningskills; be approachable and 'easy"to visit with.Have particularly strong interpersonalskills with the ability todevelop trusting and cooperativerelationships between andamong the County Administrator,County Board Members, constitutionalofiicers, staff, employees,and citizenry.Be efiec{ive in positively establ6hingand moniloring appropriatelines of communication betweenCounty Board Members, constitutionalofficers. and staf. coordinat-

ing such activily in a manner which is informalive,constructive, and helpful to all.Be capable of atlracting, developing,motivating, and retaining highly qualifiedprofessional staff and workforce, following astrong team management approach inservice delivery and administration ofCountyPrograms and activities.Be able to firmly and diplomatically presentprofessional views, concerns, and implicationsof proposed policy action which maybe under consideration, while also beingcommitted to carry out ultimate Boarddecisions in a timely, professional, andimoartial manner.Be willing to devote time, energy, and support to meetings and activities occurring beyond normal office hours.Provide prompt, thorough, and fully responsive implementation and followthrough on Board policy decisions, action,and direction.Possess a straightforward, personable, professional and businesslike style in dealing with others, representing theCounty in an honest and positive manner.Have an even disposition and temperament, be able to take constructive criticism without being defenstve.Be an innovative, creative administrator, but at the same time, be patient and sensitive to a government environmentwhere change comes slowly and only afrer being thoroughly analyzed and debated.Respond to public and citizen inquiries, questions, and concerns in a timely manner, personally, when appropriate.Feel comfortable in delegating authority and responsibility to appointed staff, while remaining accountable forimplementation and appropriate follow up.Provide the initiative, vision, and leadership in assisting elected offcials and citizenry to identify, analirze, and thoroughlydeliberate and address public policy questions which are critical toward meeting both curent and longer rangeneeds of the county; assist in maintaining a balance of viewpoints between demands of special intere$ groups anadesires of general citizenry.Be willing to encourage and utilize outside resources and expertise available throughout the community.Be committed and conscientious in administering an organizational communications system which provides timelyinformation and recommendations to the Board Chair, Standing Committees, and County Board Members, allowingpolicy analysis and determination to be accomplished in an orderly and prioritized manner.Be willing to commit reasonable tenure to seNing as County Admlnistrator.Have a sense of humor.

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l-ilTHE WATERSf llflllcoNSULrrNGII:IIGROUP. INC.INNOVAIIVT HUM.I'{ 4T5OURCt MANAG'MEN'SOTUTIONsHuman Resource Management ConsultingWeb Based HR Management ToolsExecutive RecruitmentwAsHoE couNry NEVADAEXECUTIVE RECRUITMENT SERVICESCOUNTY MANAGERThc Waters Consulting Group, Inc.DalLas lHQ)5O5O Quorurn Dr Phon.t 9,2 4811950Suite 625 -ol: free ItoO a' 9166_Dallirs. IX 5,1 dr 9 - 95ervrrrgLOCAL GOVERNMENT

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The Weters Consulting Group, Inc.Innovative Human Rssosrcc Mrnatamcnt SolutionsOalhs I Austh i Cleveland I DenvErO 2013 - The Waters Consultine Group, Inc.'ftis proFosal contalns p.oprietar! informarion and ai the,ote prop€rty ofWCG,Inc. lt is not to b€ reprodoced without th€ written consent of WCG_ Inc.watersconsu lting.com

The Waters Consulting Group, Inc.Inndativ. llumrn R.so!rce Mrn!temrnt SolutionsThe proposal document will provide you the details about our approach, expertise, clientreferences and pricing for this executive recruitment. lf you have any questions, please contactme directly at 817.965.3911 or by email at canderson @watersconsultin8.com. We wouldconsider it a professional privilege to provide these services to the Washoe CounW.Sincerely,,'-- >g--_€,,:a-\_,) .Charles (Chuck) 5. AnciersonCEO qf Executive Recruitment DivisionO 2013. The Waters Consultang Group, Inc.Thir proposal cootalns propri€t ry information and bthesole properry ofwcc, Inc. lt is.ot to b€ feproduced withoutrhe written con5€nt sf wcc, IncDallas I Austin I Clercland I Derwerwatercconsulting.com

The Weters Consrrlting Group, Inc.lnnoyatiw Humrn R€3ourca MaDt.mant SoautiontTABTE OF CONTENTSsEcTtot\t 1 | STAIEMEI{T OF EXPERTENCEsEcfloN 2 | pnofEsstoNAr BACKGROUND OF ASS|GNEO PERSON ETs€cTroN 3 I PR|CING PROFOSATSECTION 4 I METTOOOLOGYsEcTroN 5 | sAMPlt BhOCHURESECTIOI{ 6 I REFERENCESsEcroN 7 | ADDtTtONAt SERVTCES22D.llas I Austin I Cleveland I D€nver@ 2013 -The Waters Consuhing Group,Inc.thk proposal contaans proprietBry informatio. and is the sole property otwcc,lnc.lt is not ro be reproduced wirhour rhe w.itten consent of wcG,Inc.watersconsulting.Eom

The Waters Consulting Group, lnc,Innovrtiv€ Human Rerource Menatement SolutiohjsEcTroN 1 | STATEMENT OF EXPERTENCEWaters Consulting Group has 30+ years of consulting experience, coupled with our uniqueapproach and personal touch that drives our internal standard for delivering only outstandingservices and leading-edge products in executive recruitment. In addition, waters is positionedas one of the largest privately-held executive recruitment firm in the nation with a focus on thepublic secior.Our unde*anding of and experience in the puhtk sector, coupled with our commilment indeveloping partnering rclaionships with our clients, are k€Jt factors in ow long-term success,over the past decade, wcc has recruited and placed more than 5oo executive level positionswithin the public sector, principally within cities and counties. The following is a sample of ourchief executive recruitments conducted during the previous 5 years. Aswe offer an all-inclusive,fixed-price for our recruitment projects, our recruitments are conducted and completed withinbudget. we make an indisputable commitment to adhere to the approved schedule of activities,target dates, and the budget. we have a superb track record of meeting this commitment forclients. The only circumstance where we deviate from this objective is where mutual agreementbetween wcc and the client results in a change in target dates and budget. This typically onlyoccurs when the client needs to delay work due to budget constraints or local unforeseencircumstances and emergencies.SAMPllNG OF RELEVANT RECRUITMEN ! sORGA'IEANOilAlexandria, VAArapahoe County, COArlington, TXCharlotte, NCEl Paso, TXFort Worth, TXFort Worth, TXJefferson County, ALLoudoun Countv, VAMarana, AZMaricopa, AZVirginia Beach, VAP(x;moAssistant City ManagerMultiple Director PositionsDeputy City ManagerCity ManagerDeputy City ManagerAssistant City Manager (x3)City ManagerCounty ManagerCountv AdministratorDeputy Town ManagerCity ManagerAssistant City Manager/Chief DevelopmentDallas I Austln I Cleveland I Denver@ 2013 - The Waters Consultin8 Group, Inc.n'is proposal contains proFrierary inforn.tion and is the sote propery otwcG,lnc- h is oor io be reprodv.ed wttnout the wrinen conle.l ofwcc.lnc.watersconsulting.com

The Waters Consulting Group, Inc.lnnovstiv. Humrrl Reso|.|rce Mrnltancnt SolutioniDallas l Austin l Cley€land l Denver@ 2013 -TheWaters Consulting Group, Inc.Thb proFosal cont.lns proprietary informarion and is the sole propefty ofWCG, Inc. lt k not to be reproduced wltnoutthe wrtten

The Waters Consulting Group, Inc,lrnovitire Human Rarourcq Managarnrnt SolutionssEcTroN 2 | pRotEsstoNAr BACKGROUND OF ASSTGNEDPERSONNELOVERVIEW OF CONSUTTING TEAMwcc places a high priority on meeting the needs of our clients. Therefore, at the outset of therecruitment process, we will tailor our approach to addr€ss the issues unique to vourorganization's working environment. For each recruitment project, we assign Co-Leadconsultants and a team of support professionals to carry out assignments in an effective andefficient manner. The consulting team for this project is:Mr. Chuck Anderson, Chief Executive Officer (6 yeans with company)Direct Phone: (817) 965-3911Email: canderson@watersconsuilrrE comMr. Chuck Rohre, Senior Consultant - Lead Consultant (7 yea6 with €ompany)Direct Phone: (214) 466-243GEmail: cichre@watersconsu,ti|g.( omMs. Andrea Sims, S€nior Consultant (9 years wlth company)Direct Phone: (215) 695-4776Email: asinrs@watersacrlsullr.rB.cc.nMs. Soni Powell, Proiect Support Manater (1year wtth companylDirect Phone: l2L4l 466-2427Email: spowell (@wate!'scor su l!r rq.crr.rCorporate Contact Information :The Waters Consulting Group, Inc.5050 Quorum Drive, Suite 625Dallas, Texas 75254972.481.1950 main972.481.1951 facsimilewww.watersLonsLltrng.cominfo@watersconsu jting.ccmFederaf Tax lD: 7 S-2272!3A@ 2013 - The Waters Consulting Group, Inc.This proposal contain! proprietary information and is the sote p.operty ofWCG, Inc. lt i5 not to b€ reproduced without the written cons€nt ot wCG. thE.Dallas I Austln I Cleveland I Denverwaterlconsulling.com

The Waters Consulting Grorrpo Inc.lnnovative Humcn Rerource Minat€ment SolutionsCHARTES {eHUCKl S. ANDERSON lehief Executive OfficerCharles (Chuck) S. Anderson is the Chief Executive officer for the Recruitment Division within thewaters consultint Group (wcc). In this role he also is a senior consultant within the HRconsulting oivision for projects related to organizational design and development, strategicplanning and leadership/management development.Prior to joining the wcc, chuck worked for local governments and public education, includingCity Manager for Dallas, Texas; Executive Director for the Dallas Area Rapid Transit (DART); andExecutive Director for the Michigan Education Association.chuck also served as Director for Local Government Reform for the International city/countyAssociation (ICMA), managing a U.5. government contract for the planning and delivery oftechnical assistance to local governments in central and Eastern Europe. His last assignment inthis role with ICMA was to recruit and supervise a team of technical consultants to assist in rebuildinglocal governments in Bosnia following agreement on the Dawon Accords.During his service with the Michigan Education Association, chuck also served as seniorconsultant for Urban Planning and Management for Michigan state university's Institute forPublic Policv and Social Research.Aneas of Expertiset ExecutiveRecruitmentIa OrganizationalDesign! OrganizationalDevelopmentLeadership/ManagementDevelopmentProfessional Accomplishments and Edr.leat!onchuck received a Bachelor of Arts degree in political science and human resources managementand a Masters of Public Administration degree from the university of Kansas. He received theprestigious L.P. Cookingham Award for Development of young professionals from theInternational City/County Management Association (ICMA) and the Minority and WomenAdvancement Award from the American public Transit Association (APTA). He was alsorecognized as Public Administrator of the Year by the American Society of Public Administration(ASPA) and Outstanding Management Innovator (Honorable Mention) bv |CMA. Chuck wasrecognized in 2007 with the Lifetime Achievement Award from his Public Administration AlumniAssociation at the UniversiW of Kansas.Dallas I Austin I Cleveland I Oenver@ 2013 - Th€ Waters Cons!lting Group, Ina.This proposal contains proprietary inforhation and is the sote prcp€rty otwcc, Inc. lt is not to be r€p.oduced withourthe writren consenr ofwcci lncwatersconsulting,com

The Waters Consulting Group, Inc-Innovativr Human Resoui ce Manag€ment SolutionsCHUCK ROHRE I Senior fonsultant {Lead Consultant}Chuck Rohre is a Senior Consultant for The Waters Consulting Group, Inc. (WCG). In this role, heis responsible for managing and conducting executive recruitment engagements for the firm toinsure their integrity, timeliness and adherence to budget parameters. Chuck has more than 35years of experience in managing and consulting in both the private and public sectors. He hasserved as Police Chief and Director of Public Safew for North Texas municioalities withpopuiations ranging from 9,000 to 200,000 plus. Prior to beginning his consulting career, Mr.Rohre served for three years as Police Chief of Plano, Texas.Chuck joined the firm in January 2006 following a 13-year engagement with another nationallyrecognized public sector search firm where he managed the Texas and Southwesternoperations. He has an extensive and Successful track record of completed recrultment acrossthe nation, especlally in the Midwestern and Southwestern states. Among others, he has ledrecruitment processes for City and Assistant City Managers, Police Chiefs, Fire Chiefs, LibrarvDirectors, Chief Information Officers, City/County Attorneys, Parks & Recreation Directors,Finance Directors and Public Works Directors. The clients range from as small as 2,500 to aslarge as 700,000 in population. He has also conducted management-consulting assignments in anumber of areas including public safety, career development and strategic planning. He haswritten and presented training in a variety of subject areas includinB personnel assessment,leadership and management skills, and career development for public sector employees.Areas cf ExpertiseI ExecutiveRecruitmentE BackgroundlnvestigationsI Assessment CentersI Career DevelopmentI strategic PlanningI OrganizationalAssessmentProfessional A6€$rnplishrnents and EducationChuck received his Bachelo/s degree in Career Development from the Dallas campus of AbileneChristian University and his Master's degree in Human Relations and Management from thesame institution. He has completed advanced management training at the Institute for LawEnforcement Administration and now serves on its adjunct faculty and advisory board. Chuckcompleted the Federal Bureau of Investigation's prestigious LEEDS course at quantico, Virginia.He is a veteran of the United States Army, serving in the United States and the Republic of VietNam.@ 2013 - The Waters Consulting Group, lnc.This proposal contains prcprietary information and is thesole properwofDallas I Ar.rstln I Cleveland I DenyerWCG,Inc.lt ir notto be reproduced withou he written consentofwCG, tnc.watersconsulting.com

The Wnters Consulting Group, Inc.lnnovativa Human Resourcq M.n.t.mcnt SolutiontANDREA BATTLE SIMS - Senior ConsultantAndrea Battle Sims has been working in executive recruitment for over eleven years, managingall phases of the recruitment process for public sector executives, including: County/City andAssistant county/city Managers, Human Resources Directors, police chiefs, chief InformationOfficers, Library Directors, City/County Attorneys, parks & Recreation Directors, FinanceDirectors and Workforce Development Executive Directors.Andrea is an experienced professional with over twenty years of prior experience in InformationTechnology, lT Audit and Management experience in both the public and private sector. Herlocal government leadership roles include serving as the lT Director at Cleveland public Schoolswith a staff of 50; Deputy Director of lT at Cuyahoga County with a staff of 70. In addition, hercounty experaence includes creating a start-up venture ta sell public computer access to the legalcommunity. Ms. Sims has held management positions at AT&T, progressive Insurance, andNational CiW Bank managing lT projects as well as lT professionals, along with serving as aninternal consultant/auditor.Areas of Expertis€IIIIIIIItExecutiv€Recruitm€ntRecruitment and Retention TrainingDiversity-based Recruitment and RetentionInformationTechnologyLeadershipOrgani?ationa I AssessmentStrategic Planning and lmplementationProject ManagementProcess lrnprovementChange ManagemeProfu ssional Accomplishments and Educatio0nAndrea's educational background includes a Bachelor of Arts in Mathematics from SpelmanCollege, Atlanta Georgia and a Master of Science in Operations Research from The WhartonSchool at the University of Pennsylvania, Philadelphia, pennsylvania. In addition, her postgraduateeducation includes numerous executive development seminars and certification fromthe Leadership Academy at Cleveland State University, the Anderson School at UCLA and theGartner Group. Andrea's current and past civic involvement includes the Board of rrustees atthe Gathering Place; American Cancer Society, Cuyahoga Unit; Junior League of Cleveland, alongwith leadership positions with the Links, Inc., the spelman Alumnae Association, and Delta sigmaTheta, Inc.Dellas l Austin l Cleveland l Denver@ 2013 - The Waters Consulting Group, Inc.Ihis proposal contains propriet ry inform.tion €nd is thesote propertyofWCG, hc.lt i! not to b€ reproduc€d withoutthe wnften consentotWCG, tnc.watersconsulting.com

The Waters Consulting Group, lnc"Inno?ative Human Re::ource Management SolutionssEcTroN 3 I PRICTNG PROPOSATThe ail-inciusive professional fee io conduct the recruitment is provided beiow and inciudes thecost of professional services by the tead Consultant and the project support staff, and allproject-related expenses such as advertising, printing, candidate background and referencechecks, and travel expenses for on-site visits. Estimated expenses are approximately 55,OOO.OOand included in our all-inclusive professional fee. Travelexpenses incurred by candidates fcr onsiteinterviews with the client are not the responsibility of wcc and are handled directly by theclient organization. lf there is a preference for separate billings for the professional services andproject-related expenses, please advise us and the agreement can reflect such an arrangement.The all-inclusive professional fee will be billed in four installments; 30% of the fee will be billedat the beginning of the recruitment; 30% at the implementation of phase l; 30% at theimplementation of Phase ll; and the final 10% upon acceptance of offer by the candidate.lf candidates from this recruitment process are selected for another position within yourorganization within one year of the close of the recruitment, a fee of 50% of the abovementioned proposal amount will be due to WCG Executive Recruitmenr.All questions regarding the professional fees and project-related expenses should be directed toChuCk Anderson, CEO of Executive Recruitment Division at . rircjcrsoniA,,^.,atersconsrrtrnA.(,rnr orvla phone at 817.965.3911.DESCRIPIION OF PROFESSIONAL SERVI,CESTask 1- Candidate Profile Development/Advertising,i Marketing (includes oneday on site by Lead Consultant)Task 3 - Screening of Applications and Submission of Recommended Finaliststo Client.Task 4 - Reference Checks, Background Checks, and Academic VerificationsTask 5 - Final Process/On-Site Interviews with Finalists (includes two davs onsite by Co-Lead Consultantsof offer bv candidateTOTAL ALL.INCLUS'VE PROFESSIONAL FEEOPNONAL SERVICES FON CONSIDERANONAdditional work related to the search process and as specifically requestedby the client that is outside of the scope of this pro.ject (i.e. additionalonsite meetings) is additional. The fixed professional fee for thisrecruitment anticipates no more than three onsite consulting visits withone consuliant. However, we would be pleased to provide additionalonsite consulting visits for our standard daily rate of 51,50O plus expenses.FEESSl,soo.oo perdayplus expenses@ 2013 -fhe Waters Consuking Group, tnc.This proposalconkins proprieta ry inlormation and is the sote p.opertvolDallas I Austin I Cleveland I DenverWCG,In€.ltis notto be reproduced without the written consent oi WCG. Inc.water$onsultint.com

The Waters Consulting Group, Inc.Innovativ€ Human R€s rur(e Manatcment SolutionisEcTroN 4 | METHODOTOGYTASK IRECRUITMEN-I BROCHURE IIEVFI OPMEN'AIiD ADVEH: ISIN GThe important first step in the recruitment process involves the development of acomprehensive recruitment brochure with a profile of the ideal candidate, including therequired qualiflcations, professional experlence, personal characteristics, and other factorsrelated to success in the position of county Manager. The recruitment brochure will also have aprofile that captures the essence of the washoe community: the towns, cities and the overallorganization. To prepare the recruitment brochure, the Lead Consultant will come on site tomeet with your City Council and leadership team to discuss the required background andexperiences and management characteristics for the new county Manager. we will also requestorganizational charts, budgetary information, operational reports, and other documentationdescribing the community, organization, current issues, and responsibilities of the position. Weare aware of Washoe's rich history, strategic Iocation and bright prospects for the future.Additionally, we would offer our services in developing a web-based tool to collect from citizensand employees their input on the recruitment profile for the next County Manager. Should youchoose to do the County Manager Profile Survey, we would report the results to the Countvcommission prior to their final approval of the profile. The draft recruitment brochure will bepresented to you for review and final approval/edits prior to its publication and distribution toprospective candidates.Web-Based Community Survey:Exampiecitv ol CharlottewebriteCity cf Charlotte City Managei' SearchF*,rr.rtr.cvrcrronh{ltd.,1 .tdt ..rrSun ay Rciulti RaportDellas I Austin I Cleveland I DenverO 2013 - The Waters Consultine Group, lnc.lhis p.oposalcontains prop.ietary info,harion.nd i5 rhe sote property olwcc,In.. ltjs notto be.eprodoced without thewritten consenrofwc6, Incwate.sconsulting.com

The lVaters Consulting Group, Inc.Innovativ€ Human Ra3ojr

The Waters Consulting Group, Inc.Innovativc Human Re3ource Manatement SolutionrTASK IIIS( RFENING OF APPLICAI'l-lS Atttr RFCOMMENDA'tOl\t i-rt SEMt FtNALtSTSOur recruiting efforts in Task lt identify a significant number of applicants, depending upon theposition and the availability of candidates with the requisite experience and skills in themarketplace. Task lll is where our Lead Consultant will screen the candidates against the criteriawithin the candidate profile and develop a list of semi-finalists for recommendation to yourCounty Commission Qualifications and experience are important criteria and so are themanagement characteristics and style that will help determine the ,,right fit,, for washoe. Wewill have each city ManaBer candidate complete th e "coreer Novigstor: your profilefor success"so that we can match their profile with the Washoe County Manager profile.As the Lead consultant screens the applications, the most promising applicants will receive acandidate questionnaire to complete ihat will provide additional lnformation about thecandidates' background and experience. After reviewing the responses to the questionnaire,Lead consultant, chuck Rohre, will send selected resumes and questionnaire responses directlyto whomever you select on your staff to assist with the screening process. In consultation withyour staff representative, we will narrow the list to a group of 10-15 semifinalists for yourcounty commission's review and decision to select finalists. Typically, four to six finalists areselected for the on-site interviews. Throughout the process you will have access to our MasterApplicant List (MAL) for this position, which will provide pertinent data about each applicant.TASK \,/( o^rDr,tcT \c BAc(cFori\r) aiIELK: \f:Ecia^JIi atll :i.5ANL' ACADF [,]]C VERIi C,i'I1]N!Once you approve the group of finalists for on-site interviews, WCG will begin the process toconduct reference checks, background checks and academic verifications. contact is then madewith selected references and sometimes with others who may know of additionalaccomplishments and work experiences of the candidates. The purpose of the referenceinterviews is to allow wcc to complete our understanding of the work experience, professionalperformance and personal characteristics of the Finalists. For the background checks, wcc willdevelop information about the candidates in the followins areas:IItIIConsLrmer CreditCity CriminalCitV CivilLitigationJud8ment/Tax l-ienMotor VehicleIIIIIBankruptcyState District Superior Court CriminalState District Supe.ior Court Civil LitigationFederal District CriminalFederal District Civil LitigationTo ensure that our quality standards are maintained, we do require a minimum of ten businessdays between the time that you select the Finalists for on-site interviews and when we send youcandidate documentation fot your final interview process.Dallas I Austin I Cleveland I Denver@ 2013, The Waters Consulting Group, lnc.This proposal contains prop.i€tary information ,nd is the rote property ofWCG,Inc.llis noi to be reproduced without the wriften consentofWCG. tnc.watersconsultint.com

The Waters Consulting Group, Inc.Innovative Human R€tour!e Manatem€nt SolutignsTASK VF INAL INTFRVIEW PROCESSlJpon completion of Task lV, we will work with you to develop the final interview process. Wewill also send you documentation on each of the finalists, which will provide the highlights oftheir professional experience and leadership/management profile, and a summary of the resultsof the reference checks, background checks, and academic verifications. In addition, the reportwill include guidelines for interviewing the candidates, suggested interview questions, and arating process for your interview panel{s). Our Lead Consultant witl participate in finalinterviews as either an observer or active panel member at your request and will be available toanswer questions and assist you in the final evaluation and selection of the successful candidate.In addition, if you request the service, we will assist you with the development of acompensation package and related employment considerations, and assist with the negotiationswith vour finalist candidate.ROIF OF /OLri ORCANIZATtotl'S SiAFfWe have a seasoned staff of professionals who will work lvith your Lead Consultant to deliverquality services with minimal effort required from you. However, to assist with the project, weask that your organization designate a Project Manager to serve as WCG,S primary contact forthe recruitment assignment. Your Project Manager will facilitate such functions as coordinatingmeeting dates, times, and locations and the review of the draft recruitment brochure andrelated advertising copy.@ 2013 -The Waters Consulting Group, Inc-This pro posal contai n5 proprietary information and is the sole property ofwcc,Inc.lt is notto bereproduced whhout th€ writte. co.sentof wcc,Inc.Dallas I Austin I Clewland I Denv€rwatersconsulting.com

The Waters Consulting Group, Inc.Intovative HurBan Rerource Matatement Solution!ExE(,,rlVF RtCRl.Jl'rNll '1r PR(JIECr T Nli rtNEBelow is an estimated rimeline for the executive recruitment process. you will be asked duringthe first on-site meeting to review and approve a Timeline for the recrurtment project. tt is ourantent to conduct the recruitment expeditiously, but not at the expense of finding high-qualitycandidates for you. However, we commit to deliver within 50 days from the commencementof recrultment activities a group of highly qualified candidates from which the counwCommission can select finalists for on-site interviewsWASHOE COUNTY, NEVADAEXECUTIVE RECRUITMENTCOUNWMAI{AGERPREUMIT{ARY TIMEIINEThe following Timeline represents a preliminary schedule for your executive recruitment basedon a commencement date of luly L, 2013. Actual target dates will be developed in consultationwith and approved by Washoe Countv.IActivltyThe Waters Consulting Group (WCG) Completes On-SiteInterviews to Develop Candidate profile and RecruitmentBrochure; Washoe County (County) Approves Ad placementSchedule and Timeline.Ta€et DateJuly 8, 2013f WCG Sends Draft Recruitment Brochure io County. July 10,2013I County Returns Draft Recruitmeni Brochure (with edits) io WCG. luly L7 ,2Or3IIaWCG Commences Execuiive Recruitment Advertisins andMarketinp.WCG Commences Formal Review of Applications and SendsMost Promising Applicants a Candidate questionnaire to provideAdditional Information about Bacl(ground and Experience.WCG Completes Formal Review of Applications and SendsSelected Resumes and Questionnaire Responses to the Countvfor Review.July 18, 2013August 2,20L3August 16, 2013a WCG Meeis with County and Recommends Semi-Finalists;County Selects Finalists for On,5it€ Interviews.August 27,20L35 WCG Completes ReferenceChecks/Academic Verif ication for Finalists.Checks/BackBround September 10,2013r WCG Sends Documentation for Finalists to Couniv, September 11, 2013I County Conducts On-site Interviews with Finalists. Week of September16, 2013I County Extends Emplovment Offer to Finalist.Week of September23,2013Dallas I Ausiin I Cleveland I DenverG) 2013 - The Waters Consuking croup, Ina.This proposal contains proprietary information and is the sote p.op€rtv ofWCG. Inc. lt is .ot to be reprodu.ed without the written consent oi \ryCG. rn..watersconsulting,com

The Waters Consulting Group. Inc.Innovativa Humar Rcsourc€ Managc|nent 9olutionlsEciloN s I SAMPIE BROCHURET}II COi,IMUNITYCharlottg vat rrK,rrt oriir.:l irrttS.rndltha; cry! lops.l fr4m !n I n irL l lao i rr€:i'r rtr prer€ni nre! ca l{i !q ui ri milrr ofti'1 517 equar4 nit.t 'rf lar4 inn&*lenburg aront-,1 Nar.'rE i fr{ Qu€en:hirldra w'iqol tnghrxt! riing 6?0r#tirnrl hrJ tirthpti

'fhe Waters Consulting Croup, Inc.Innoyativc Human Reiource Managcrn€nt SolutionsTi|| COMMUXITY (Contft t.d )mrnofacturant, tran5po.trtiof inddirtrb!flon oi 6o.d, fyoirthlt,r rhFnition rlJ rwrktwidc. .$egn Dacai,r,'f.:i,11!.i mdSoz ;o.: nff nmed,:harlone; .

The Waters Consulting Group, Inc.Innovat 're Human Relour(e ManaEem€rt SolutionsTl.E COA{Mu n Y (contin*dlmnnufafi urint lnnrporr.ttrn 1rl('dittnblion of gooJr th.crrthour th.nfl on aiid y,oi ldwi'j4 .q:.'atD tiarnrn r'e5irr:rni raEait na aflitn.!d'.harlDn l p(o'Ftn r .rr4n$n by n { ngthe Citr 5rh .uf of 405 Lrt crrter InCh:rllJfte r hifhlr r!(c€trtul{harl^tte-0oull$ |nrern tihn| 4rparh3splry4dr mdor r..ip innimuhtlf, riee.onofii. flrrrh8 lob.. nnd alnnainglor?i8f in{gjtmEnt. Ch3rtotte ?rj,3rked nunrbar rnF Lt -sft J?lifitrlnmrq)rhes lin of toF ,.r.5 .tier farih,rrloi€ i: hoi.n; ic _\r,.i nijrr r;;t!?lrv)rie franahiJ4t rhr t rclhiroith! p!flfhpi,FL.R3 ihr ch{lon: !o6at:4fifl€ Nll i:oll4€e rF4r!:! f..u |:iri annlrtlE [srk Er']!rt it gnr. ri .am[ritnsr.di!rir.rnd the CAi 0.eL.t!attTournrin?nr. *hrh i, trErd in rh. Trmi{r.{n!r a.brE Arcna C.,rrt !ndr!i.5Ean ittenl .rne of tE top Eventi ah rhrP.JA t4ur. rh! w'rrr Frrte Ctrrnp i{ It'hipTtr! Lr.! Ndianrl lAhf!ffltpr,:e'tter ili+:.rEd m fia :rtarb. fuvPi and it th:l.|ioriflt Ll|Ertanifi:tlwiita. ttar i /atrnd ,r.:. Oi./nrtric Tr.ink{ :ti. Tnt':lrr4i€ r.l.,i',{ :F,!el *q r! rh.r Lr4e.:ttF{ni inclltr fir il'p Sautir-t anC itrer:DtnirEd ar i\ne af ltrr Jl n4t 45a4f,fxilLiti€r in lfu U 5 fh9':rit irrBrhrnI!o rlt! r14!€aR rrll cf Fiinre. Lren:ie.irin dheaie 1'r.: rr Fit: fe lultur fi9 ier.nf!'.i- nrd lcrentr :r"ri,rde ' itrE g€i-firrO 2013 - The Waters Consultin8 Gro!p, lnc.Thjs prcposalcontains prcpriet'y information and is rhe sote property ofWC6,lnc.lt is nottc be reproduced sithort the w.iften con5ent o{WCG. ii..Dallas I Austin I Cleveland I Denverwatersconsulting,com

The Watcrs Consulling (iroup, Inc.Innovatiye Human R€5ource Manatement SotutionsOallas I Austin I Cleveland I DenverlO 2013 - Ihe Waters ConsulIng Cro!p, Inc.This proposal contBrns propleiary inlormarton and is the sote pfopeny oiWCG, lnc. lt is .ot to be.eproduced without the wflhen coisenr of WCG, irc.watersconsulting.com

The Waters Consulting Group, Inc.lnnovat:vc Humar Rcsource Ma:ragement SolutionssEcTroN 5 | REFERENCESLoudoun County, Virginia(7031 777 {307Mr. Jack Roberts.County Attorneyattorney@loudoun.govProi€ct: Selection of CountyA.,{hi^i

The Waters Consulting Grorrp. Inc.Innorative Human Resourc. Maiatcm€nt SolutiontsEcTroN 7 | ADDtTtONAtSERV|CESCAREER NAVIGATOR: YOUR PROFTLE FOR SUCCESSi"t"l t"NAVIGATORi:.1\careerlravigator*; Your Profile for success provides clear and concise, data-drivenintelligence to support hiring decision, employee development and utilization,change management, and succession planning!Developed by a team of industrial psychologist, based on The waters consulting Group,s morethan 35 years experience and research, working with candidates and organizations in the publicand private sectors, careerNavigator helps assess management styles, personal character traitsand competencies, that are critical for a candidate's success as a manager in your organization.HOW ITWORKSTCANDIDATE SIDEThe €afeerNavigator'" competencymodel measurescandidate's soft-skills acrossseventeen distinct managementcharacteristics - such asVisioning, Problem Solving,Decisive Judgment, ChampioningChange, Planning andOrganizing, etc. The resultingclear and concisemeasurements offer an easyway to understand andcompare candidates' uniquepersonality profile andleadership styles.CTIENT SIDE:Your Selection Committee,with our support, identifies,selects and ranks criticalpersonality traits andleadership styles, arriving at aset of key criteria you believeare essential for the successof a candidate in yourorganization. These criteriathen become pan of ourrecruitment brief, againstwhich we search for yourcandidatesBRINGING ITTOGETHERCareerNavigator'" providesclear and concise, data-drivenintelligence to support hiringdecisions, employee developmintand utilization, changemanagement, and organ -izational effectiveness. Weprovide strategic solutions formatching people withorganizational roles.Dallas I Austin I Cleveland I Denver@ 2013, The Waiers Consulting croup. Inc.This proposal contains propriebry informarion and is thesote property otWCG, Inc. lt is not to be rep.odlced wiihout th€ wntten consenr of WCG, lnc.watersconsulting.com

The Waters Consulting Group, Inc.Innovrtiv€ Human Rerour:e M!nagement iolqtiontTRIPTE GUARANTEEour Triple Guarantee is defined as: (1) A commitment to remain with the recruitmentassignment until you have made an appointment for the fees and tasks quoted in this proposal.lf you are unable to make a selection from the initial group of Finalists, wcc will work to identifya supplemental group until you find a candidate to hire; (2) your executive recruitment isguaranteed for 24 months against termination for cause. within the first year, the replacementrecruitment will be repeated with no additional professional fee, but only for project-relatedexpenses. During the seconci year, the replacement recruitment is reduceci io 50% of theprofessional fee plus project-related expenses. candidates appointed from within yourorganization do not gualify for this guarantee. This guarantee is subiect to further limitationsand restrictions of your state laws. (3) wcG will not solicit any candidaies selected under thiscontract for any other position while the candidate is employed with your organization.TEAM.BUILDING WORKSHOPwithin 60 days after your new county Manager reports to work, wcc will develop a customizedworkshop based on the individual behavioral styles of the management team to sfiengthen thenew leader and his/her team's performance. your new employee and each member of his/hermanagement team will be asked to complete a questionnaire, utilizing a secure website.Following a review of the responses to the questionnaire, one of our professional consultantswill facilitate a three-hour workshop with the objective of assisting the team members tobecome a high-performance team. lf you elect to use this service, there will be no professionalfee charged to you, only proiect-related expenses.360 DEGREE PERFORMANCE REVIEWAdditional services include a performance appraisal and review of the new county Managerafter 12 months, with no professional fee charged to you. tf you elect to use this service, theonly cost you would incur would be the reimbursement for any project-related expenses.@ 2013 - lhe Wat€rs Consulting 6roup, Inc.This proposal contalns proprietary informarion and isthesote prcperty ofDallas I Austln I Cleveland I DenverWCG, Inc. h is noi to he rcproduced wirhour rh€ wntien con5en.L otWCG, lnc.waterscongulting,com

Follow-Up Questionnaire

Washoe CountyCounty Manager RecruitrnentFollow-up Questions1.tlUhen would the recruitment open?lf selected as the executive search firm, we anticipate first meeting with the Board during the week of July 1st (ifpossible) or the week of July 8t'to solicit information regarding the characteristics and attributes desired in thenext County Manager. The brochure would then be developed by our firm and available for publication shorflythereafter (typically within 5 business days).The anticipated recruitment open date is Monday, July 15t' (or sooner if kick-off meetings held during the weekof July 1st1. We would recommend keeping the recruitment open for a minimum of 30 - 45 days through the endof August. Wth upcoming vacations and holidays, we would strongly recommend closing the search process onFriday, August 30s.How long would you spend on candidate screening?Ralph Andersen & Associates will review and consider candidates throughout the application period that runsthelhroughend of August, We then anticipate that candidate will be reviewed and evaluated by Ralph Andenen& Associates through mid-September requiring approximately another 10-15 business days, We anticipate havingthis screening done in order to meet with the Board during the week of September 9u'.Should the Board of Supervisors wish to include perconal on-site interviews on only the top tier candidates byRalph Andersen & Associates at the Intemational City/County Managers Association (ICMA) Conference in Boston(September 26-28) this will extend the candidate screning process only slightly further. lmportant to note,travel to Boston for the ICMA Conference is a cost absorbed by Ralph Andenen & Associates and will not bebilled to Washoe County for this purpose. Participation in this event is an annual event for our firm and would beincluded to the Coun$ at no additional charge. Results of these onsite meetings would be updated to the Boardduring a scheduled meeting,lf appropriate, a supplemental questionnaire may also be used earlier in the screening process. This informationwould $pically remain with Ralph Andersen & Associates for screening purposes and not be part of the publicallyreleased information.We may request the assignment of a Sub-Committee (a sub-set of the Board) to work with the executive searchfirm to facilitate the review through the early stages of the recruitment process. This was a similar process usedsuccessfully in a recent high-level, high-profile search done in Nevada.Whenwould you deliver the slate of candidates? And what candidate information would be pro.vided?We anticipate having the candidate screening done in order to meet with the Board during mid-September. Anyfollow-up updates from the ICMA Conference would be provided as needed./B . Ralph Andarsgn & Assoclatos4 lradtltor ol Erc€ilence Stnc€ 1972

Washoehunty6u nty M an ager RecruitmentFollow-up QuesflonsPage 2Due to the open meeting law, we will want to confer with County Counsel to ensure that the finalist inteMews arein compliance and the documentation is made available also as required by the law.Ralph Andersen & Associates will provide a summary resume on each finalist candidate. This document recapstheir experience, education and qualifications and provides for a consistent snap shot of a candidate on a uniformone page document. This presents all candidates in a similar fashion. Additionally, the candidate's coverletter and resume will be provided. lf appropriate, a supplemental questionnaire may also be used earlier in thescreening prccess. This information would typically remain with Ralph Andersen & Associates for screening purposesand not be part of the publically released information.4.How extensive is your outreach networ{r? Where (in general) is your candidate pool geographicallylocated?Ralph Andersen & Associates provides national exposure since our client base in also national. As a result, ourreach is broad and it is deep for both local govemment executives g4gf private sector individuals. Additionally,our reputation is stellar giving us an incredible track remrd of success and the confidence from candidates in oiderto aftract highly regarded executive talent and also protect the integrity of the search process,5.Do you interview applicants in person?A member of Ralph Andensen & Associates' Search Team (Ms. Heather Renschler or Mr. Robert Burg) willcommit to meet in penson with all top tier candidates that are recommended for a Board interview that are loca!ed in Nevada or Califomia. Additionally, any top candidate that attends the ICMA Conference in Boston that is atop tier candidate will also receive an in-penon interview prrovided the timing is consistent with the Board's timetable.lmportant to note, candidates outside of Nevada or Califomia (that are not aftending the ICMA Conferencein Boston) will be interviewed with the use of technology (SlryPE or Cisco WebX) in order to provide a comprshensive assessment,

Cor.r ru Bnrruzru r o @fXICUTIVF RECRUITINCAssoc rAr-ESJune 18,2013The Honorable chairman David Humke, vice chairman Bonnie weber andCommissioners Marsha Berkbigler, Vaughn Hartung, and Kitty JungATTN: Kathy Hart, Training and Development ManagerWashoe County Manager's Office1001 East 9th Street. #A202Reno, NV 89512Dear Chairman Humke, Vice Chairman Weber and Commissioners Berkbigler, Hartung, andJung:We appreciate the opportunity to answer the questions posed concerning your upcoming CountyManager recruifinent. We realize your time is valuable so we have attempted to answer eachquestion directly and, where appropriate, provide the rationale to support our answer.l.When would the recruitment open?No later than ten days aJter being given notice to proceed, assuming that timing isconvenientfor the Commission. For example, tfwe are selectedat the meeting onJune 25fr,we would like to start on July 1".2.How long would you spend on candidate screening?Our candidate screening is always completedwithinfour weelcs.We Jind it tqles a week to determine who we feel are the strongest candidates and to get thenecessary materials from those candidates (an executed release, a list of the people we wantto speakwith as references, etc.). It then takes two weeles to contact a sfficient number ofreferences and to run the background checles through our third party vendor (criminal at thecounty, state andfederal level; civil at the county andfederal level; etc.). We then allow aweek in case alty glitches arise and to compile the results into our candidate reports.We firmly believe this work must be done before you interview any candidates. That way youwill know you only have top performers with no embarrassing skeletons. Furthermore, yotrcan then negotiate an employment agreement immediately after the selection is made.AlrlxApotis.MD MoNrnnnv.CA RnNnr.ANunn.WI RrcnLANn.WA WnLr.NcroN.FL

Letter to Washoe County, NV, July 18, 2073Pq.ae- ) -.._ _3. When would you deliver the slate of candidates? And what candidate informationwould be provided?Wewill deliver afullyvettedslate of sixto eight semi-Jinalist candidates approximatelynineweeks after notice to proceed. Typically it tal(es two weeks to complete our interviews withyou and to prepare the recruiting brochure, tlree weeks to recruit qualiJied candidates, andthenfour weelu to perform our backgroundwork on the top rated candidates.The reportfor each candidate will contain thefollowing:o The candidate's resume;o A brief introduction prepared by the candidate outlining his/her background"achievements, strengtlts, wealcness, tnterest in Washoe County, and so on;o A summary of the results of the background checks we conducted (civil, criminal,credit, DMV, andbanlvuptcyrecords checla aswell asverificationofeducationandemployment);o Detailed comments from each of the references we hate spoken to; ando Pertinent materialsfound on the internet and in newspaper archives.Note: We provided a sample candidote report as Appendix C to our original proposal.4. How extensive is your outreach network? Where (in general) is your candidate poolgeographically located?Our candidate pool includes approximately 7,400 municipal professionals and they locatednationwide.We use three primary sources of outreach. First, we email the recruitment brochure to ourlist of 7,400 municipal professionals. Since there qre only about 4,000 jurisdictions in thecountry with populations over 2, 5 00 with the city/county manager form of government, wefeel our list is foirly complete. Second, we advertise in the trade press and withorganizations such as ICMA. Third and most importantly, we contact candidates we feelwould be well qualiJiedfor the position and/or who lmow people who are well qualified. Inthis case, we would reach out professionals located in similar counties in Nevida, Arizona,California Utqh, Idaho and Oregon. While this efort may sound onerous - there qre 199counties in these states - the counties we wouldfocus on would be those with populationsbetween approximately 150,000 and 600,000 and there are only about 35 of those.5. Do you interview applicants in person?Generally speaking, no.We have found we get an excellent read of candidates over the telephone. We realize noteveryone has this skill but it is an approachwe hqve beenvery successful with. Further,ANNAPoLrs. MD MoxrsRrv. CA Rm{ELANpER. WI RrcHrN,[p. WA WnLLnNGToNJiL

Letter to Washoe Coungt, NV, J, 18,2013when we have conducted face-to-face interviews, they hove served to reinforce theimpressions we gained over the telephone (with only rare exceptions).We have had clients ask us to conduct facelo-foce interviews with our top rated candidatesand if that is something you would lil

QunsrroNs FoR REcRUTTMENT or Wesnou CouNTy's CouNTyMeNecnn: 2013 - Bon Munney & AssocrATEs/.I%ben would the rem,titment open?The recruitrnent would be scheduled to open within two weeks of out initialmeeting(s) urith the Boatd. The exact opening date is dependent upon the Board'sreview and approval of advertising matenaland the recruitment brochure.2.How long would1ou spend on candidate smening?We conduct preliminary screening of resumes tlroughout the open recruitrrrentperiod. Following the tecruitnrent closing date, the pnmary recruiter will conduct indepthresume screening; this plesg5s usually tqkes the equivalent of one full workingday. Following the resume sceening, rLe rccruiter will spend apprcimately 2working &ys conducting preliminary intersiews. Preliminary interviews are followedby a public recotds seatch, which usually can be conducted in half a working day.The total time spent in active candidate sceening is approxim^tely 312 workingdays, or 28 hours.3.l%hen wouldjow ddiuer tbe skte of candidates? And wbat candidan irfonztation would beprouifud?The meeri.g to recommend candidates will typically occur within 2-4 weeks of therecruitrnent closing date, depending upon the Board's and the recruiter's schedule.The booklet provided to the Boatd during the candidate recommendation meetingwill include a tesume summa{y and resume for each candidate recommended, as wellas any results of note from the public tecotds searches. The recruiter will alsoprovide a briefing on each candidate regarding background, expedence, and theresults of the preliminary interview.4.How extensiae islour outreach network? IYhere (in general) is-1tour candidate pool gngrapbicat[tlocated?Our in-house, proprietary database of curent and past applicants includes mote than21',000 candidates, and our website teceives over 51,000 unique visits monthly.Between out California office and our Flodda office, our network covers a nationalpool of candidates. Our targeted outteach lists include all City and County Managersin the United States, as well as department heads and other senior executives invitually every local govemment field. Depending upon the Board's candidateprefetences, we would ititidly recommend ITashoe County's search be targeted tothe westem US.Dolou intensiew @plicants in person?Yes, if tlete is an adequate concentration of candidates within a, geognpbica! zaeaand there are sufficient funds $dthin the expense cap to cover the costs of recuitertravel. rWe also conduct in-person preliminary interviews for candidates locatedril/ithin one hour of our office in Califomia.

lune 17,2OL3Ms Kathy HartWorkforce Development ManagerWashoe CountyDepartment of Human ResourcesRe: County Manager SearchDear Ms. Hart:Thank you for your continuing interest in Slavin Management Consultants. Paul Wenbert is on a tightschedule today and asked me to respond to the Board's questions. As you know, I will be making thepresentation for our company next week.Questions for Recruitment of Washoe County's County Manager: 20131. When would the recruitment open? We are prepared to begin the search within 15 days of entering intoa contract with the County.2. How long would you spend on candidate screening? The candidate recruitment and screening stepsrequire 45 and 50 days to complete.3. When would you deliver the slate of candidates? And what candidate information would be provided?We will be prepared to present a group of between 10 and 15 semi-finalist candidates (resumes, coverletters and supplemental information) to the Board for approval approximately 2 weeks after therecruitment and screening steps are complete. After which we perform background checks andcomplete site visits on the Board's top candidates. This typically requires about 2 additional weeks. Weare then ready to present final candidates to the Board for interview.Our final reports are eKensive. They contain a cover letter, interview tips, the recruitment profile, aninterview schedule, background check results, interview questions, cover letters, resumes, candidateresponses to a supplemental questionnaire, internet search results, rating sheets, candidate ranking andtabulation forms and federal guidelines concerning legal/illegal questions.4. How extensive is your outreach network? Where (in general) is your candidate pool geographicallylocated? Slavin Management Consultants has a national practice which includes work in 44 states,including Hawaii and Alaska. We recommend a national search to maximize our ability to attract as manywell qualified applicants as are available in the United States. lt is not unusual, however, that finalist

Woshoe CountyPage 2candidates are fairly local to the specific geographical area of our client.5. Do you interview applicants in person? YesThank you for allowing us to respond to these items. I am looking forward to meeting you next week.Cordially,STAVIN MANAG EMENT CONSUTTANTS:--) ..),,/ z , V l',/(,-(*-.1 6, -Ho^-i-Robert E. Slavin, President

RHEES ASSoGTATES ucJune 18,2013Ms. Kathy HartWorkforce Development Ma nagerWashoe County Department of Human ResourcesL001 E. Ninth StreetReno, Nevada 8951-2Dear Ms. Hart,Thank you for the opportunity to provide you with additional information regarding our firm's approachto your upcoming County Manager recruitment and selection process.Questions for recruitment of Washoe County's County Manager: 20131. When would the recruitment open?The recruitment can begin as soon as we are approved by the Board of CountyCommissioners. Once the contract is approved, we will schedule a meeting with theBoard to begin discussions on the management style, qualifications and experiences theBoard would like to see in the next County Manager. At that time, we will also finalizethe salary and any other compensation issues. A Job Announcement will then be placedon appropriate websites and we will develop the Recruitment Brochure for the Board'sreview and approval.2. How long would you spend on candidate screening?We spend approximately three weeks on candidate screening which includes,telephone/skype interviews, media and social media searches, reference checks andother due diligence efforts.3. When would you deliver the slate of candidates? And what candidate informationwould be provided?Sixty (60) days after the Board approves the Recruitment Brochure, we will provide theBoard with a Recruitment Report which includes the candidates we believe best meetthe qualificationsthe Board has outlined. Each candidate's submitted materials will beprovided and we also include an "Executive Summar/' of each candidate's work history,5A0 Loke Cook Road, Suite #350, Deerfield, lL 6Nj.S Tel: 847-58&4246

including population of community served, number of employees, and budget oversightresponsibility. We will provide a log of all candidates that applied in the event the Boardhas questions about other candidates. lf the Board so desires, we can provide a matrixof all candidates that applied which highlights their education, work experience and anykey factors the Board is interested in.4. How extensive is your outreach network? Where (in general) is your candidate poolgeographically located?Our outreach is national. ln addition to ensuring the Job Announcement is placed onappropriate websites and social media (LinkedlN), we develop a database of candidates specificto Washoe County. We subscribe to a database that provides the email addresses for Countyofficials by region and population. This allows us to use constant contact to reach out tocandidates who may not be looking for a position. In the last few years, we've recruited citymanagers and key department heads from California, Rhode lsland, Utah, Virginia, New Jerseyand candidates from abroad to serve in the Midwest. We are very confident in our outreachefforts.5. Do you interview applicants in percon?The proposal we submitted does not provide for in person interviews unless the candidates arein the Chicago metropolitan area. We will conduct skype interviews to fully grasp and assess thecandidates' interpersonal skills.Thank you for the opportunity to answer these questions. Please feel free to contact me if I can provideany additionaf information. I can be reached at 847-5804246 or on my cell phone at847-25G7299.Best wishes,N^u*W;^HeidiVoorheesPresident/OwnerVoorhees Associates, LLC500 Loke Cook Road, Suite #350, Deerfield, tL 6U)75 Tel: M7-5804246

Questions for recruitment of Washoe County's County Manager: 2013Waters Consultingsubmitted by: chuck Rohre, 214.466.2436, crohre@watersconsulting.comWhen would the recruitment open?Response: WCG will be prepared to accept submissions immediately, but will notadvertise and do direct candidate outreach until the recruitment profile is approved byWashoe County. Based on the timeline submitted within our proposal, we anticipateinitiating profile interviews with Washoe County elected officials on July 1, 2013 andinitiation of candidate outreach (advertising and marketing) on July 18th.2.3.4.5.How long would you spend on candidate screening?Response: Candidate screening and vetting are critical elements of the process. Webegin screening approximately two weeks following commencement of the marketing,in this case approximately August 2, 2OL3 and completing August 15th. We send outquestionnaires to the most promising applicants and begin the vetting process, with agoal of finalist selection on August 27th. After that date, we request 10 business days tocomplete background verifications and production of documentation on the finalistcandidates.When would you deliver the slate of candldates? And what candidateinformation would be provided?Response: When we present on August 27th the semifinalists from which the CountyCommissioners can select finalists, the binders will contain a Master Applicant list of allwho applied and, for those candidates we recommend further consideration, we willpresent their resumes and the two questionnaires, the Candidate Questionnaire and theDue Diligence Questionnaire. After section of finalists and completion of backgroundverifications, we present a finalist binder, with the Recruitment Brochure, an lnterviewschedule and for each finalist, a candidate profile, Resume, a write-up of TwoSignificant Professional Accomplishments, Suggested lnterview Questions, a CriticalProblem Analysis, Academic Verification, and Confidential Summaries of ReferenceComments. For any candidates with background anomalies, the Lead Consultant willpresent those orally in closed session.How extensive is your outreach network? Where (in general) is your candidatepool teographically located?Response: WCG has a national database and can tailor the candidate outreach to thespecific preferences of the Washoe County Commission.Do you inteMew applicants in person?Response: We do not interview candidates in person prior to the finalist interviews.Often we will know a candidate from prior selection processes. We utilize a video-basedinterview process (HireVue) which enables us to gain insights into the candidates' oralprevention skills.

wAsHoE couilw, NEVADAEXEC(MVE RECRUITMEilTCOUI{TY MAilAGERPREUMI'{ARY TIMEUNEThe following Timeline represents a preliminary schedule for your executive recruitmentbased on a commencement date of luly 1, 2013. Actual target dates will be developed inconsultation with and approved by Washoe County.ActivityIThe Waters Consulting Group (WCG) Completes On-SiteInterviews to Develop Candidate Profil€ and RecruitmentBrochure; Washoe County (County) Approves Ad PlacementSchedule and Timeline.I WCG Sends Draft Recruitment Brochure to Countv.I County Returns Draft Recruitment Brochure (with edits) to WCG.Target DateJuly 8, 2013July 10, 2013luly 17,2Ol3! WCG Commences Executive Recruitment Advertisine andMarketing. July 18, 2013tItIIIIWCG Commences Formal Review of Applications and SendsMost Promising Applicants a Candidate Questionnaire to provideAdditional Information about Background and Experience.WCG Completes Formal Revi€w of Applications and SendsSelected Resumes and Questionnaire Responses to the Countvfor Review,August 2, 2013August 16, 2013WCG Meets with County and Recommends Semi-Finalists;County Selects Finalists for On-Site Interviews. August 27, 2013WCG Completes Referenc€Checks/Academic Verification for Finalists.WCG Sends Documentation for Finalists to Countv.County Conducts On-Site Interviews with Finalists.County Extends Employment Offer to Finalist.Checks/BackgroundSeptember 10,2013September 11,2013Week ofSeptember 16,2013Week ofSeptember 23,20L3

Comparison MatrixInterview QuestionsScoring Sheet

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Interview Questions for washoe county Manager Recruitment page 1Firm CredentialsTell us about your personal background and experience that makes you uniquely qualified to managethis recruitment for Washoe County.Where is the geographical location of your firm and those who will be managing this recruitment?Describe your experience with recruitments at this level in the Western US and/or Northern Nevada andtell us about a few your firm has successfully completed in the past year.Recruiting ProcessWhat is your most realistic assessment of time needed to get this project completed?

Interview Questions for washoe county Manager Recruitment page2What types of advertising-where; how many ads (average) would you place? What other methods willyou use to source candidates?Describe your ideas for involving the Board of County Commissioners and/or others in developing andscreening the candidate list.Please describe any recommendations you would make to enhance the selection process.Describe your firm's guarantee policy.ls there anything else about your qualifications or the process you would like to add?

Executive Search Firm Scoring SheetPlease rate each firm on a scale from L (LOW)to 5 (HIGH) in each of the rating criteria. Then total eachcolumn to determine the HIGHEST ranking firm.RalphAndersen&AssoclatesColinBaenziger &AssociatesBobMurny &AssoclatesSlavinManagementConsultantsVoorheesAssoclatesrLcWatersConsultingGroup,lnc.