09/07/2012 - Personnel CommitteeCity of Eagan Me
TO: PERSONNEL COMMITTEE
FROM: CITY ADMINISTRATOR HEDGES
DATE: SEPTEMBER 7, 2012
SUBJECT: PERSONNEL COMMITTEE MEETING / WEDNESDAY, SEPTEMBER
12,8:30 AM, CONFERENCE ROOM 2A &B
A Personnel Committee meeting is scheduled for Wednesda Se ptember 12 at 8:30 a.m. in
Conference Room 2A &B.
Per the direction of the City Council at the August 28 City Council Retreat, the Committee will
be interviewing representatives of two firms who responded to the City's RFP for an executive
recruiter to assist the City in the search for the next City Administrator.
The following is the interview schedule:
8:45 a.m.— Sharon Klump, Springsted*
*Sharon will be joining the City Council via Skype as she will be in northwestern Minnesota for
the week of September 10 -14 for previously scheduled meetings with clients.
9:15 — Richard Fursman, Brimeyer Fursman
Enclosed is the meeting agenda and copies of the proposals submitted by Springsted and
Brimeyer Fursman. Also enclosed are possible interview questions that have been tailored to
each recruiter. You will recall that many of these questions were suggested by the Council during
the retreat. These questions are offered should the committee wish to use them, but the
committee may also choose to ask any other questions they feel are germane to the process.
Please feel free to contact me if you have any questions in advance of the committee meeting.
/s /Thomas L. Hedges
City Administrator
cc: Dianne Miller, Assistant City Administrator
Lori Peterson, Human Resources Manager
PERSONNEL COMMITTEE MEETING
WEDNESDAY, SEPTEMBER 12, 2012
8:30 AM
CONFERENCE ROOM 2A &B
AGENDA
I. AGENDA ADOPTION
H. INTERVIEW OF RECRUITMENT FIRMS
III. OTHER BUSINESS
IV. ADJOURNMENT
Interview Questions for Sharon Klump (Springsted inc.)
1. Please tell us about yourself and what you would bring to the City of Eagan as we search
for our next City Administrator.
2. Tell us about your thoughts and experiences in involving citizens or community
stakeholders in the recruitment and /or interview process for a City Administrator. Give us
examples of both successful and unsuccessful efforts when involving the public in the
recruitment process.
2b. The City Council has expressed their interest in a possible "meet and greet" event for the
public to meet the finalists. However, the Council may choose to forgo any other direct
citizen involvement in the hiring process. If selected as the recruiter, what is your comfort
level in coordinating a process that does not include a more significant role for the public?
3. What personality or psychological assessment(s) do you find most useful to accurately
evaluate candidates?
4. We understand that you serve numerous clients and have a team of staff at Springsted
that work on concurrent recruitments, studies, etc. Please tell us how you plan to balance
your many clients while being available to serve the City of Eagan's recruitment needs.
5. What is your philosophy on the number of finalists to present to a City Council?
6. Tell us what sets you apart from other recruiters and why you would be a good fit to work
with the Eagan City Council.
Interview Questions for Richard Fursman (Brimeyer Fursman)
1. Please tell us about yourself and what you would bring to the City of Eagan as we search
for our next City Administrator.
2. Tell us about your thoughts and experiences in involving citizens or community
stakeholders in the recruitment and /or interview process for a City Administrator. Give us
examples of both successful and unsuccessful efforts when involving the public in the
recruitment process.
2b. The City Council has expressed their interest in a possible "meet and greet" event for the
public to meet the finalists. However, the Council may choose to forgo any other direct
citizen involvement in the hiring process. If selected as the recruiter, what is your comfort
level in coordinating a process that does not include a more significant role for the public?
3. What personality or psychological assessment(s) do you find most useful to accurately
evaluate candidates?
4. We understand that you were the recruiter who assisted the Dakota Communications
Center (DCC) with their search for an Executive Director. Help us understanding your
experience with that search and what you learned from that process.
5. What is your philosophy on the number of finalists to present to a City Council?
6. Tell us what sets you apart from other recruiters and why you would be a good fit to work
with the Eagan City Council.
Springsted Incorporated
380 Jackson Street, Suite 300
Saint Paul, MN 55901 -2887
Springsted
Tel: 651 - 223.3000
Fax: 659- 223 -3002
www.springsled.com
LETTER OF TRANSMITTAL
August 20, 2012
Ms. Dianne Miller, Assistant City Manager
City,of Eagan
3830 Pilot Knob Road
Eagan, Minnesota 55123
Re: Request for Proposal to Provide Executive Recruitment for a City Administrator
Dear Ms. Miller,
Thank you very much for the opportunity to submit a proposal to assist in conducting an executive
search and recruitment for the position of City Administrator. Hiring; a City Administrator is one of the
most important decisions a City Council will make. For the City of Eagan, this search will have added
significance because the retiring City Administrator has been the City's first and only City
Administrator. In our role and partnership as executive search consultants, Springsted is committed to
working closely with the City Council and staff to conduct a thorough, well - executed search that
identifies qualified candidates with proven leadership and management experience.
Springsted has extensive experience conducting local government executive searches. Our model and
business strategy is to provide you with a strong process while remaining flexible to adapt to the City's
needs and desires. We approach each search by establishing positive and effective communication and
trust with everyone. We will work hard to understand the City's issues, challenges and future goals.
We will use this information to recommend best practices, prepare professional materials and administer
effective recruitment strategies.
We understand our proposal is subject to review and discussion. We are willing to meet with you and the
City Council if necessary to discuss our work plan and proposal. We look forward to the next steps in the
process and we would greatly appreciate the opportunity to work with you on this important decision.
Please contact me at 651 - 223 -3053 or sklumpp@springsted.com if you have any questions on our proposal.
spectfully :.qu mitted,
Sharon G. Klumpp, Senor Vic sident
Consultant
kmd
Public Sector Advisors
City of Eagan, Minnesota
Proposal to Provide
Executive Recruitment for a City Administrator
Springsted is one of the largest and most established independent public sector advisory firms in
the United States. For more than 50 years, we have continually grown in the range of our client
relationships, the comprehensiveness of our services and our prominence within the industry.
Our managed growth is focused on providing clients with a balance of national perspective and
local expertise.
Springsted is a women -owned business and is certified as a Women's Business Enterprise
( "WBE ") by the City of Saint Paul, Minnesota. Three employee- owners lead Springsted and our
60 staff members. Our headquarters are located in Saint Paul, Minnesota, with additional offices
located close to our clients throughout the Midwest and Mid - Atlantic states. Specifically, our
regional offices include Milwaukee, Wisconsin; Des Moines, Iowa; Kansas City, Missouri;
Richmond, Virginia; and Denver, Colorado.
Executive Search Philosophy
Springsted's primary goal is to provide a well - defined and strategically- focused executive
recruitment. The Springsted team brings an excellent understanding of City government, respect for
the responsibilities of the City Council and staff, and a thorough knowledge of and experience in the
obligations and responsibilities of the role of a City Administrator. A list of executive searches we
have performed is included in Appendix I.
Our executive search philosophy begins with a clear partnership objective, which is:
To administer a participatory and interactive process that results in the best candidate for
the City Administrator position. We will earn your trust from our initial meetings through
the end of the search.
We will work to create an excellent partnership between all City officials. This includes helping the
City think strategically and deliberately throughout each critical step of the process. This will be an
important component of the early stages as the City Council works to reach consensus on the qualities
and characteristics they desire in the position. Springsted team members will remain unbiased and fair
in all communications and interactions, and will build trust and confidence with everyone from the
beginning to the end of the process.
Ms. Klumpp can begin work immediately to understand the desired qualifications of the position as
well as understand the City's issues and priorities. We will meet with the City Council, citizen and
community representatives (if desired) and staff to discuss the City's goals, expectations and needs.
In partnership with City officials, we will identify best practices in the overall search process,
finalize a recruitment plan and a schedule of all activities. The Springsted team's previous
experience in local government, along with our organizational development background will
provide a solid foundation for the City Council. Our work and experience will give City leaders the
confidence needed to move forward to hire the best qualified candidate for the position.
S h r i n 9 51. e d City of Eagan, Minnesota. Proposal to Provide Executive Recruitment for a City Administrator 0
Executive Search Work Plan
Springsted's executive search services will provide the City of Eagan with a well - defined and
strategically- focused process. Our location in Saint Paul will give us with the ability to be available
as needed for on -site in meetings during various stages of the search process. A summary of our
process is outlined below.
Trust and Working Relationship — Our team commits to meeting and exceeding the
expectations of the City from the beginning to the end of the search. Our work with the City is open
and transparent. We bring good solid common sense to our work. We create strong lines of
communication and are open to ideas and suggestions from the City. We listen intently, offer
professional advice and build camaraderie with each official we come in contact with. We help the
City think strategically about current issues and future opportunities these considerations are
important components of the recruitment brochure.
Research — Our research includes touring the City prior to the beginning of the process. We build
on our existing knowledge of the City and thoroughly familiarize ourselves with the community's
needs, issues, challenges and opportunities. This information will assist greatly in marketing and
promoting the community to prospective applicants. Our objective is to learn as much as we can
about the past, present and future of the City to become a strong and credible partner.
Recruitment Brochure — We work with the City to identify and define the experience, skills,
knowledge and abilities the successful candidate will need to be successful in the City
Administrator position. We identify the priorities and challenges the new Administrator will be
facing, both internally within the City and externally in the community. This step in the process
also includes a meeting with department heads and if the City Council desires, members of the
community. Using this information, we prepare a recruitment brochure that identifies the
qualifications the City Council desires in its next City Administrator. The brochure includes
information on the community, the City government, the qualities and characteristics desired in the
Administrator and the leadership opportunities this position offers to perspective candidates. The
brochure is used as a marketing tool to bring positive exposure to the City, the position and to
attract the interest of potential candidates; it also serves as the source document for the selection
criteria used to evaluate applicants.
Recruitment and Outreach — We develop a customized recruitment strategy; the
final strategy is determined in conjunction with the City Council. Our process includes – at
minimum – the following eight (8) step plan:
• Postings with professional local government associations, such as the International
City /County Management Association (ICMA), League of Minnesota Cities, the Association of
Minnesota Counties and municipal associations in other selected states.
• Postings with the Minnesota City /County Management Association (MCMA) and city /county
management associations in other selected states.
• Posting information with schools of public administration that regularly provide information
about job openings to alumni.
• Sending out electronic messages and communication through LinkedIn.
S p r i n g s t. e d City of Eagan, Minnesota. Proposal to Provide Executive Recruitment for a City Administrator
• Springsted team recruitment working in conjunction with our staff in the upper Midwest region
to actively seek out candidates that are a good match for the City of Eagan.
E -mail notices on group listservs, in particular with associations.
A review of our existing database to determine candidates that we know or have
screened in the recent past to determine if they meet the City's desired qualifications.
Personal telephone contacts (networking) with prospective candidates to inform them of this
position, answer their questions and encourage them to apply. We find often that many
qualified candidates are not actively seeking a new position and do not respond to advertising,
hence we will directly recruit certain individuals who we believe are a match for the City and
the position. In a recent search, we initiated 70 personal contacts with prospective applicants.
Springsted sets up a special e -mail inbox for each search and encourages an electronic
submission of applications. Applications received by mail or by fax are scanned to ensure
that we have an electronic record of all materials received. Each application is acknowledged upon
receipt.
We maintain respectful relationships with all potential applicants and candidates that apply
for the position. We work in confidence and commit to represent the City in all of our
contacts in a courteous and professional manner.
Applicant Screening and Evaluation — We conduct an objective and systematic review of each
application to determine those applicants who most closely meet the City Council's desired
qualifications. Once we have identified the top candidates (typically 10 to 12) we ask them to
complete a questionnaire that addresses their professional and personal qualities in comparison to
the characteristics identified in the position profile. We work with the City Council to develop the
essential questions we will ask the candidates. Along with substantive information provided in the
answers to the questions, we are able to assess and evaluate the candidates' writing and
comprehension skills. Once that is complete, we conduct telephone screening interviews to expand
upon each candidate's background and experience, particularly in those areas important to the City.
We determine the candidate's level of interest and motivation for seeking the position. We identify
the candidate's management and leadership style and learn and understand their personal
experiences and professional expectations for the City of Eagan position.
Presentation of Candidates — We prepare written candidate reports summarizing our screening
information, explaining how each candidate meets the City's established qualifications and why the
candidate is seeking the position. We include information on the candidate's education, experiences,
strengths and areas of need, management style and professional accomplishments (the results of the
questionnaire noted above are also provided to the City as a component of the written candidate
report). Written candidate reports also include a review of information found through internet
searches and preliminary conversations we may have with people that we know, trust and respect.
Short List of Suitable Hires — We meet with the City Council to present the written candidate reports
and a "short list" of suitable hires. The City Council selects the candidates who will be invited to
interview. In a professional and respectful manner, Springsted informs all applicants of their status in
the selection process, in particular those that are not moving forward to the interview stage.
Springsted City of Eagan, Minnesota. Proposal to Provide Executive Recruitment for a City Administrator
Interviews — We work with the City Council and designated staff to design and coordinate the
interview process. We develop a structured interview process that maximizes the input of all
participants. We find that each City is different, so before we organize an interview process we
meet with the City to confer on your expectations and desires. Once the process is determined, we
provide a template to help evaluate the candidates on an equitable basis. Ms. Klumpp will be in
attendance at the interviews to provide support as needed while the Council narrows the field of
candidates who could be invited to a second interview. If the City Council wants to conduct a
second interview, we will design a different candidate engagement for those that move forward to
the final phase of the search process.
Reference Checks — We contact references and provide a thorough reference outline for each
candidate participating in the interviews. It is our practice that we contact at least four references
per candidate: an elected official, a professional peer, a direct report and a community member. We
believe that a more comprehensive reference profile can be compiled if we seek input from a
representative of each of these areas.
Background Check and Employment Offer — We conduct a thorough background records
check, which includes state and national criminal and civil history, driver's license review,
educational verification, a credit check and a review of social media activity. The timing is
coordinated with the hiring decision and is typically completed prior to making an offer to a
candidate. We will lead and negotiate (if desired) discussions with the candidate on the
employment agreement. We will negotiate a compensation package with the successful candidate
in accordance with direction received by the Council.
Mayor and City Council
In the initial steps of the process, the Mayor and City Council are involved in reviewing the job
description to ensure it is accurate and up to date, identifying the characteristics necessary to be
successful in the position, developing a list of important issues that the incoming City
Administrator will be addressing and outlining opportunities for leadership in this position. We
will meet with the Mayor and City Council either individually or as a group to hear first -hand
about the City, the position and your goals. When finished, the Mayor and City Council will
review and approve the position profile and job announcement. Springsted provides leadership and
guidance throughout these steps, we provide templates and forms for you to review and we
facilitate discussions, the collection of information and we take the lead in the writing of all
pertinent documents.
Once applications are received and screened, the Mayor and City Council will determine who
moves forward to the interview, what the actual interview process will entail, conduct the
interviews and ultimately select the final candidate. Springsted provides advice, guidance and
ideas at each important step along the way towards your final decision. We pride ourselves on
providing strategic advice on critical components of the search, as well as tactical advice on details
and matters of process.
7 p r i n g s t e d City of Eagan, Minnesota. Proposal to Provide Executive Recruitment for a City Administrator 9
Department Heads
City staff s role and involvement will begin with providing input to the Mayor and City Council on
the creation of the position profile that outlines the preferred and desired knowledge, skills and
abilities of the incoming City Administrator. We will interview an identified group of staff and then
share this information with the Mayor and City Council. Furthermore we envision selected
members of the staff participating in the interview process and in helping the search team with
logistical work and support for various details. We encourage the City to designate a contact who
can serve as the City's point person with Ms. Klumpp. Staff also serve as a resource and provide
valuable information — at various times throughout the process — to both the search team and the
candidates that are applying for the position.
Citizen Input
Actively involving input from community members helps to establish credibility in the process and
in the selection. This is typically done with a group of individuals (focus group) or through
individual interviews with a select number of community members. Ideas for the citizen input
include 1) identifying qualities and characteristics desired in the new Administrator, which similar
to the City staff, contribute to the development of the position profile; and 2) participating on an
interview panel to provide input to the Mayor and City Council on their opinions about the
qualities, characteristics and fit of the final candidates. We are open to other ideas and the specific
use of citizen input will be determined in conjunction with the City.
Our goal is simple: all three participant groups Mayor and City Council, City staff and community
members believe that the process was credible and their input was valued and an important
component of the decision- making process and ultimately the final selection.
Draft Project Schedule
Ms. Klumpp can begin the search process immediately upon selection and will proceed in an
expeditious manner. City staff will provide support for logistics, scheduling of meetings and
providing information on and digital photographs of the City as needed throughout the search.
A successful executive search is based on a strong and viable partnership between the City and
the search firm. Our practice is to maximize the input and expertise of the staff, elected officials and
community participants. Our comprehensive process incorporates the active participation of the
elected officials at key steps in the process. Our goal is to keep elected officials fully informed from
the beginning to the end of the search. We strive to accomplish this goal effectively and
consistently, thus allowing maximum involvement without undue burden or taking City officials
away from other important priorities.
The timetable provides an illustration of a schedule for filling the City Administrator position. If
selected, the specific dates and details will be modified to match the actual beginning of the search.
In general an executive search process takes three to four months to complete. Specifics within each
step below will be discussed and articulated during the initial meetings with the City.
Springsted
City of Eagan, Minnesota, Proposal to Provide Executive Recruitment for a City Administrator
Project Milestone
Timeframe'
Consultant Selection
August 21
Notice to proceed
August 22
Finalize recruitment process and schedule
Week of August 27
Collect background on recruitment brochure
August 27 — September 7
City Council approves the recruitment brochure
Week of September 10
Placement of job postings and advertising position
By September 14
Recruitment of candidates
August 22 — October 12*
Applicant screening begins; positing remains open until officially closed
October 15
Update on applicant pool to the City
Week of October 15
Screening of applicants (including questionnaire)
October 15 — October 29
Presentation to the City Council (short list of suitable hires)
Week of October 29
Formal reference calls
Week of November 5
First round of interviews
Week of November 12
Second round of interviews
Week of November 19
Background check completed; job offer accepted
November 19 — November 30
Start date
January 2, 2013
Formal follow -up and on- going contacts
June and December 2013
*Although the job posting will occur on September 14, the Springsted team will begin recruiting
for the position immediately upon selection.
Principal Consultant
Sharon G. Klumpp
Senior Vice President and Consultant
Ms. Sharon Klumpp specializes in executive search and organizational and
management consulting for public agencies. Ms. Klumpp has extensive
government experience, having served as an Executive Director of the
Metropolitan Council — the seven - county regional planning agency for the
Twin Cities metropolitan area of Minnesota, as the Associate Executive
� U� Director for the League of Minnesota Cities, as a City Administrator and as
an Assistant City Manager. Her private sector experience includes serving as
the chief administrative officer for the Minneapolis office of a major global engineering and design
firm. Ms. Klumpp also served as an adjunct instructor at Walden University, where she taught
public administration and organizational change in the University's School of Management. She
holds a master's in public administration from the University of Kansas and a bachelor's degree in
political science from Miami University of Ohio.
S p r i n g S t e d City of Eagan, Minnesota. Proposal to Provide Executive Recruitment for a City Administrator 9
Springsted Support Team
Along with the corporate office staff in Saint Paul that will provide support services and
administrative assistance in the search process, Springsted has other upper Midwest regional offices
in Milwaukee Wisconsin, Des Moines, Iowa and Kansas City, Missouri. We will call upon the staff
in these offices to assist in recruiting and identifying qualified candidates for the position. Our key
staff members in these offices are former local government administrators and managers that are
active in the profession, in their region and in assisting in search processes. This "bench strength"
will ensure that our recruitment strategy and results are thorough and comprehensive.
Ms. Klumpp and members of the Springsted team are involved in the League of Minnesota Cities,
the Association of Minnesota Counties, the Minnesota Association of County Administrators
(MACA), the Minnesota City /County Management Association (MCMA) and the International
City /County Management Association (ICMA). Our team members in regional offices are also
involved in their respective local government professional associations. These contacts will be
used in the recruitment of top quality candidates.
Project Costs
Springsted's professional fee to provide all of the search services outlined above is $12,875. This
is a not -to- exceed fee and will not change unless additional services are requested by the City.
Out -of- pocket costs for this project, include such things as travel, position advertising (generally
between $1,250 to $1,750) and background records checks ($400 each). We work with the City to
determine when to conduct the background checks; this decision will impact the total not to exceed out
of pocket costs. The individual out of pocket costs vary per search and our intent is to keep them to a
minimum. For the City of Eagan, we do not anticipate out of pocket costs to exceed $2,500. All of
these costs will be itemized within the invoice. We will track these carefully and report on the
progress of out of pocket expenses as the search proceeds.
Springsted Incorporated has a long history of carrying professional liability insurance for the
protection of our firm, as well as our clients. Our policy limits are $2,000,000 per occurrence and
$2,000,000 aggregate, with a deductible based on services being provided.
We are providing various references for you to contact if desired. These references will give you
an excellent understanding of how we work with different types of executive search processes.
Please feel free to contact any one of these references. Each of these search projects was distinct
and is representative of the Springsted's team's capabilities, professionalism and working
relationship with the entity.
City of Eau Claire, Wisconsin City of Coon Rapids, Minnesota
City Manager, 2012 City Manager, 2006
Ms. Kerry Kincaid, Council President Honorable Tim Howe, Mayor
715- 831 -1013 763 - 755 -8850
Springsted City of Eagan, Minnesota. Proposal to Provide Executive Recruitment for a City Administrator M
City of Elk River, Minnesota
City Administrator, 2011
Honorable John Dietz, Mayor
763 -441 -5783
Mr. Cal Portner, City Administrator
763 - 635 -1001
Association of Minnesota Counties (AMC)
Executive Director, 2010
Mr. Jim McDonough, Ramsey County
Commissioner
(Committee Chair)
651- 266 -8365
Jeff Spartz, Executive Director
651 -789 -4325
City of Brooklyn Park, Minnesota
City Manager, 2007
Mr. Mike Trepanier, City Council
Member
763 -425 -1822
Mr. Jamie Verbrugge, City Manager
763 - 493 -8001
Ramsey County, Minnesota
County Manager, 2008
Mr. Jim McDonough, Commissioner
651- 266 -8365
Ms. Julie Kleinschmidt, County Manager
651- 266 -8000
Ongoing Services and Guarantee
City of Racine, Wisconsin
Parks, Recreation and Cultural Services
Director, 2012
Police Chief, 2012
Commissioner of Public Works, 2011
Public Health Administrator, 2010
Mr. Scott Letteney, Deputy City Attorney
262- 636 -9448
Mr. Tom Friedel, City Administrator
262- 619 -2540
City of Marshfield, Wisconsin
City Administrator, 2010
Honorable Chris Meyer, Mayor
715 -384 -2919
Steve Barg, City Administrator
715- 387 -6597
Jackson County, Michigan
County Administrator /Comptroller, 2011
Mr. James (Steve) E. Shotwell, Jr.,
Chairman
517- 748 -0253
Mr. Michael Overton,
Administrator /Controller
517- 768 -6621
Our commitment to the City Council does not stop after the appointment of the City Administrator.
We are available throughout the first year to facilitate a discussion about performance issues (if
they arise) and /or to assist in establishing goals and objectives for the new City Administrator.
We will contact the Administrator every three months to find out how he /she is performing and to
check in to answer questions or provide information as requested in the transition. At the time of
the hiring we will provide the City Council and incoming Administrator with ideas on how to
successfully transition to a new position. At this point in the process it is important to be flexible
and adapt a future process to the needs, expectations and desires of the City and successful
candidate. Experience shows that involvement and participation of the search consultant is a
function of the experience, skills and background of the newly appointed Administrator.
p r I n g s t e d City of Eagan, Minnesota. Proposal to Provide Executive Recruitment for a City Administrator
Springsted will also perform another executive search if the new City Administrator voluntarily
resigns absent a Council request for resignation or is dismissed for cause during the first 24 months
of employment. The guarantee search and other ongoing services are provided at no additional cost
to the City other than reimbursement for actual direct expenses we incur.
S p r I n g 't e d City of Eagan, Minnesota. Proposal to Provide Executive Recruitment for a City Administrator R
APPENDIX I
List of Executive Searches
List of
Year
e e •e Executive Searches by e• of
Client Type of Entity
Type of Executive Search
Population
2007
City of Sherburn, MN
City
Administration
1,082
2007
City of Chesapeake, VA
City
199,184
2007
City of Fredericksburg, VA
City
Other
19,279
2007
City of Hopewell, VA
City
Administration
22,354
2007
City of Staunton, VA
City
Administration
23,853
2007
City of Grand Rapids, MN
City
Administration
8,790
2007
City of Brooklyn Center, MN
City
Administration
27,901
2007
City of Northfield, MN
City
Community /Economic Development
19,413
2007
City of Saint Paul, MN
City
Fire
286,620
2007
City of Oak Grove, MN
City
Administration
8,249
2007
City of Hopewell, VA
City
Police
22,354
2007
City of Wanamingo, MN
City
Administration
1,055
2008
City of Bristol, VA
City
Community /Economic Development
17,367
2008
City of Mounds View, MN
City
Administration
12,680
2008
City of Brooklyn Park, MN
City
Administration
71,942
2008
City of East Grand Forks, MN
City
Administration
8,601
2008
City of Fairmont, MN
City
Engineer
10,720
2008
City of Marshall, MN
City
Administration
13,031
2008
City of Prior Lake, MN
City
Finance
21,542
2008
City of Shorewood, MN
City
Administration
7,499
2008
City of Chesapeake, VA
City
Public Works
199,184
2008
City of Worthington, MN
City
Administration
11,349
2008
City of Brooklyn Center, MN
City
Public Works
27,901
2008
City of Greensboro, NC
City
Administration
223,891
2008
City of Danville, VA
City
Administration
48,411
2008
City of Sherburn, MN
City
Administration
1,082
2009
City of Bristol, VA
City
Public Works
17,367
2009
City of Estherville, IA
City
Administration
6,360
2009
City of Fredericksburg, VA
City
Community /Economic Development
19,279
2009
City of Lake Elmo, MN
City
Administration
7,695
2009
City of Winchester, VA
City
Administration
23,585
2009
City of Bristol, VA
City
Administration
17,367
2009
City of Weyauwega, WI
City
Police
1,900
2010
City of Urbandale, IA
City
Human Resources
29,072
2010
City of Warren, MN
City
Administration
1,563
2010
City of Watertown, MN
City
Administration
4,081
2010
City of River Falls, WI
City
Fire
12,560
2010
City of Charlottesville, VA
City
Administration
45,049
2010
City of Marshfield, WI
City
Administration
18,800
2011
City of Hopewell, VA
City
Police
22,354
2011
City of Petersburg, VA
City
Administration
33,740
2011
City of Racine, WI
City
Public Works
81,855
2011
City of Decorah, IA
City
Administration
8,172
2011
City of Willmar, MN
City
Administration
18,948
2011
City of Grain Valley, MO
City
Administration
5,160
2011
City of Dyersville, IA
City
Police
4,035
of , pringsted by o• of
Year Client
Type of Entity
Type of Executive Search
Population
2011
City of Gardner, KS
City
Administration
9,396
2011
City of Elk River, MN
City
Administration
22,550
2011
City of St. Anthony, MN
City
Administration
8,226
2011
City of Salisbury, NC
City
Administration
26,462
2011
City of Shawnee, KS
City
Finance
47,996
2011
City of Manassas, VA
City
Administration
35,135
2012
City of East Grand Forks, MN
City
Public Works
8,601
2012
City of Warren, MN
City
Public Works
1,563
2012
City of Racine, WI
City
Police
81,855
2012
City of Eau Claire, WI
City
Administration
61,704
2012
City of Martinsville, VA
City
Administration
15,416
2012
City of Saint Paul, MN
City
Finance
286,620
2012
City of Wilmington, NC
City
Attorney
75,838
2012
City of Petersburg, VA
City
Attorney
33,740
2012
City of Racine, WI
City
Parks &Recreation
81,855
2012
City of Scandia, MN
City
Administration
4,189
2012
City of Brainerd, MN
City
Administration
13,590
2012
City of Albertville, MN
City
Administration
7,044
2012
City of Fredericksburg, VA
City
Human Resources
19,279
2012
City of East Grand Forks, MN
City
Fire
8,601
2012
City of Rockville, MD
City
Administration
47,388
2012
City of Morehead City, NC
City
Administration
7,691
2012
City of High Point, NC
City
Fire
85,839
2012
City of Sun Prairie, WI
City
Administration
29,364
2012
City of Winchester, VA
City
Administration
23,585
2007
Amelia County, VA
County
Administration
11,400
2007
Orange County, VA
County
Finance
25,881
2007
Orange County, VA
County
Information Technology
25,881
2007
King George County, VA
County
Finance
16,803
2007
Chesterfield County, VA
County
Administration
259,903
2007
Stafford County, VA
County
Administration
92,446
2007
Orange County, VA
County
Community /Economic Development
25,881
2007
Orange County, VA
County
Administration
25,881
2007
Orange County, VA
County
Public Works
25,881
2007
Spotsylvania County, VA
County
Planning
90,395
2008
Stafford County, VA
County
Administration
92,446
2008
Caroline County, VA
County
Finance
22,121
2008
Crow Wing County, MN
County
Administration
62,500
2008
Dodge County, WI
County
Administration
85,897
2008
Gloucester County, VA
County
Administration
34,780
2008
Gloucester County, VA
County
Attorney
34,780
2008
Stafford County, VA
County
Utilities
92,446
2008
King George County, VA
County
Administration
16,803
2008
Roanoke County, VA
County
Administration
85,778
2008
Montgomery County, NC
County
Finance
11,771
List of • e •• Executive Searches by e• of
Year Client Type of Entity
Type of Executive Search
Population
2008
Caroline County, VA
County
Utilities
22,121
2008
Ramsey County, MN
County
Administration
508,640
2009
Nobles County, MN
County
Finance
20,578
2009
Ogle County, IL
County
Administration
53,497
2009
Winona County, MN
County
Administration
49,985
2009
Goochland County, VA
County
Administration
16,863
2009
Chesterfield County, VA
County
Administration
259,903
2009
Goochland County, VA
County
Attorney
16,863
2009
Dodge County, MN
County
Administration
20,087
2009
Arlington County, VA
County
Administration
189,453
2010
James City County, VA
County
Administration
48,102
2010
Shenandoah County, VA
County
Administration
35,075
2010
Stafford County, VA
County
Attorney
92,446
2010
Lunenburg County, VA
County
Administration
13,146
2010
Fluvanna County, VA
County
Administration
20,047
2010
Russell County, VA
County
Administration
30,308
2010
Arlington County, VA
County
Public Works
189,453
2010
Powhatan County, VA
County
Attorney
22,377
2010
Prince George County, VA
County
Administration
33,047
2011
Steele County, MN
County
Administration
36,576
2011
St. Louis County, MN
County
Human Resources
200,266
2011
Northampton County, VA
County
Planning
13,093
2011
Orange County, VA
County
Finance
25,881
2011
Arlington County, VA
County
Human Resources
189,453
2011
Jackson County, MI
County
Administration
160,248
2011
Chesterfield County, VA
County
Administration
259,903
2011
Northampton County, VA
County
Finance
13,093
2011
Lunenburg County, VA
County
Administration
13,146
2011
Stafford County, VA
County
Planning
92,446
2011
Thomas Jefferson Partnership for Economic Development, VA
County
Executive Director
25,881
2012
Accomack County, VA
County
Information Technology
33,164
2012
Washington County, MN
County
Administration
238,136
2012
Botetourt County, VA
County
Administration
30,495
2012
Northampton County, VA
County
Finance
13,093
2012
Orange County, VA
County
Attorney
25,881
2012
Stafford County, VA
County
Administration
92,446
2012
Pierce County, WI
County
Administration
36,804
2012
Goochland County, VA
County
Community /Economic Development
16,863
2012
Roanoke County, VA
County
Police
85,778
2012
Dakota County, MN
County
Administration
400,675
2012
Polk County, MN
County
Administration
31,369
2012
Kittson County, MN
County
Administration
4,552
2012
Becker County, MN
County
Administration
30,646
2012
Accomack County, VA
County
Police
33,164
2012
Madison County, VA
County
Administration
12,520
2012
Beltrami County, MN
County
Administration
42,271
List of e e •e Executive Searches by e• of
Year Client
Type of Entity
Type of Executive Search
Population
2010
Scott - Carver- Dakota CAP Agency
Agency
Executive Director
2011
Arrowhead Regional Corrections, MN
Agency
Executive Director
2011
Tri- County Community Corrections, MN
Agency
Executive Director
2011
Scott County Community Development Agency
Authority
Executive Director
2011
Riverside Regional Jail Authority
Authority
Superintendent
2012
Red Wing Port Authority, MN
Authority
Executive Director
2012
Williamsburg Area Transit Authority, VA
Authority
Administration
2007
Accomack - Northampton Planning District Commission, VA
Commission
Administration
9,133
2008
Richmond Regional Planning District Commission
Commission
Executive Director
2008
Thomas Jefferson Planning District Commission, VA
Commission
Executive Director
2011
George Washington Regional Commission, VA
Commission
Executive Director
2012
Quad Cities Community Television, MN
Commission
Administration
94,497
2010
Association of Minnesota Counties
Non - Profit
Executive Director
2012
Northwestern Mental Health Center, MN
Non - Profit
Administration
2008
Independent School District No. 0152 (Moorhead), MN
School District
Superintendent
2009
Independent School District No. 0013 (Columbia Heights), MN
School District
Finance
19,496
2010
Independent School District No. 0113, MN
School District
Superintendent
2010
Independent School District No. 0047 (Sauk Rapids), MN
School District
Superintendent
2010
Independent School District No. 2752 (Fairmont), MN
School District
Superintendent
10,666
2010
BlueSky Charter School, MN
School District
Administration
2011
Independent School District No. 0113, MN
School District
Superintendent
2011
Independent School District No. 0111 (Watertown- Mayer), MN
School District
Superintendent
2007
Town of Front Royal, VA
Town
Administration
13,589
2007
Town of Fishers, IN
Town
Fire
37,835
2008
Town of Windsor, VA
Town
Administration
925
2008
Town of Collierville, TN
Town
Community /Economic Development
43,965
2009
Town of Dumfries, VA
Town
Administration
4,937
2009
Town of Brownsburg, IN
Town
Administration
21,285
2011
Town of Christiansburg, VA
Town
Administration
21,041
2011
Town of Carrboro, NC
Town
Administration
16,782
2012
Town of Ocean City, MD
Town
Administration
7,102
2012
Town of Dumfries, VA
Town
Administration
4,937
2012
Willmar Municipal Utilities Commission, MN
Utility
Executive Director
19,610
2010
Village of Winnetka, IL
Village
Administration
12,187
2011
Village of Osceola, WI
Village
Administration
2,421
2011
Lake of the Woods Association, VA
Other Prof Svcs
Executive Director
2012
Lake of the Woods Association, VA
Other Prof Svcs
Executive Director
C Rimeyer Fursmon
Executive Search I Siralegles
August 20, 2012
Mayor Mike Maguire
C/O Dianne Miller
Assistant City Administrator
City of Eagan
3830 Pilot Knob Road
Eagan, MN 55122 -1810
RE: Professional Services — City Administrator Recruitment
Dear Mayor Maguire and Council Members Bakken, Fields, Hansen and Tilley
phon 1651.204.0441
loll free 11.888.149.2895
lux 1651.344.0151
web I www.bllmgroup.com
moil 11666 Village Troll Eust I Sulle 11 Maplewood, MN 55109
On behalf of our team at Brimeyer Fursman LLC, I would like to extend our appreciation for the
invitation to submit a proposal to assist you and the citizens of Eagan in the recruitment and selection of
your next City Administrator. Picking the City Administrator is the most important function you will
undertake together. This is especially true considering the guidance and legacy Tom Hedges has provided
the community over the past 36 years. We trust our process, skill and commitment to you will result in the
highest quality and best possible search.
I will be assuming responsibility for the search as president of the firm with 20 years of senior /city
management experience in local government and 6 years of executive search experience. Company
founder, Jim Brimeyer will act as senior advisor on the search as well. Combined, we have conducted
over 500 executive searches for administrative positions throughout the Midwest.
We will work closely with you to understand your needs and organization culture so the individuals
recruited have the qualities and skills to be successful.
Included with this Letter of Interest are biographies, a select clients list, and an estimated timeframe to
complete the project and estimated expenses for the project and other material requested. We are very
proud of our association with the City of Eagan and would be delighted to have the opportunity to work
with you again.
Thank you again for your consideration.
Very truly yours,
Dr. Richard Fursman Ed. D.
President
For additional information about Brimeyer Fursman, please visit www.brimgroup.com
Brimeyer Fursman, LLC
Executive Search
1666 Village Trail E
Suite 7
Maplewood, MN 55109
651.338.2533
richardf irsnta wit` smaiLcont
DI ta�18
Proposal for Executive Search Services
City Administrator
�Iqi:'�
PROUD TO BE A
VETERAN
OWNED &
OPERATED
J BUSINESS
Cover Letter
Introduction
Firm Exper
Approach anq ei�c
_� _es Overview
-.----_-
Prin Assigned to Your Search
Detailed Plan of Action Steps and Services
Provided
Organization Assessment
Position Profile Development
Recruiting Plan
Progress Report
Interview Process
Onboarding and Follow up
G uarantee 12
Time Table 12
Fees and E xpenses
13
Payment Pohcy 4
References (Current and Most Recent Similar Appendix A
Assignments)
Partial Client History (list) Appendix B
6
6
7
8
9
10
g.
Introduction
Statement of The City of Eagan is seeking assistance with the hiring of their
Understanding next City Administrator. It will be the responsibility of the
consultant to manage expectations, provide expert guidance, and
take careful note of the information provided through the
individual council members and the organization as a whole.
Firm Experience Founded by Jim Brimeyer in 1991, Brimeyer Fursman, LLC is
Brief history headquartered in the Twin Cities of Minnesota. Current company
president, Richard Fursman and, now senior adviser, Jim
Founded 1991 Brimeyer have undertaken hundreds of similar projects in
Minnesota, Iowa, Wisconsin, Nebraska, and South Dakota.
During those searches they successfully implemented recruitment
strategies, demonstrating expertise in candidate assessment and
the development of a selection process that addresses the needs of
the organization and the entire community.
Together, Mr. Brimeyer and Mr. Fursman completed over 500
management searches in the Midwest and have assisted over 200
organizations in other Organization Development efforts.
Brimeyer Fursman, LLC is now the industry leader in the process
of "Onboarding" or preparing the Organization and new
Administrator for transition, to ensure the best possible start. We
take great care of our client's needs and concerns not only as the
process unfolds, but also through the new Administrator's entry
and transition.
Current City Manager The firm is currently at the final stage of the City Manager search
Search Engagements process with the City of Indianola, Iowa, and is competing phase I
of III with Waverly Iowa.
Similar Searches Richard Fursman and associates of Brimeyer Fursman, LLC have
2011 -2012 conducted several hundred similar searches over the past decade;
most recently, the cities of Adel and Knoxville, Iowa; New
Richmond and Kimberly, Wisconsin and Hopkins, Medina,
Edina, Forest Lake, Spring Park, Wayzata, Olivia, Chaska,
Crookston, Apple Valley, Woodbury, Gilbert, Faribault, Albert
Lea, and St. Cloud in Minnesota. (Please see reference list in)
y " 3 ` City of Eaga�i, City Administrator Search ; _�2 ��
Approach and Services Overview
Search Approach Our approach to executive search promotes maximum input from
the Mayor and Council, staff, and citizens in the search process.
We help guide the process, but you are the final authority in the
selection of candidates. We maintain continual contact with the
client throughout the search and keep the candidates informed as
the search progresses. In addition to our milestone meetings with
the Mayor and City Council, we will provide periodic updates to
keep you informed of our progress. Brimeyer Fursman is
committed to accurately portraying all candidates to the City.
Likewise, we strive to accurately represent the position to
candidates to prevent unrealistic expectations.
Scope of Services Phase I
Summary (Executive Organization
Search) Assessment and
Develop Position
Profile
Phase II
Recruitment of Best
Candidates
Meet individually with the Mayor and
Council, Department Heads, and key staff.
Meet with selected representatives from the
community and /or conduct public forums.
Develop and present Position Profile mm
• Place announcements
• Direct recruiting program
• Collect and review resumes
• Interview semi - finalists /Screen and
evaluate
• Prepare and present progress report
• Assist elected board with the selection of
top 5 candidates for interviews
• Personality /Management Profile
Phase III • Reference checks - credential verification
Interview — credit report — criminal check
Preparations and • Coordinate candidates' interviews
Event • Prepare schedule, questions, review
sheets
• Monitor interviews, facilitate candidate
review session
• Develop compensation package
• Assist with negotiations
Phase IV • Onboarding: Socialization process to
Onboarding assist new and existing leadership with
the transition to a new Administrator.
Follow -up Six and twelve months following the
Administrator's start, we will assist with
con ducting a full review.
City of;Eagan, City Administrator Search _3
Principles Assigned to Your Search
Richard will be the lead
consultant on the project
and will be involved in all
aspects of the search.
Jim will act as senior
advisor on the project and
will assist with strategy
development, review of
candidates and screening.
Dr. Richard Fursman, President: Richard joined Brimeyer
Fursman in 2007 and has conducted 20 searches over that time
period. Richard has over 25 years of senior management
experience in local government, most recently as the City
Manager of Maplewood, Minnesota. Richard earned his
Doctorate in Organization Development as well as his Bachelor
of Arts in Economics from the University of St. Thomas and his
Master of Arts degree in Urban and Regional Affairs from
Mankato State University.
Richard is an Adjunct Faculty at the University of St. Thomas.
He was awarded the title of Credentialed Manager by the
International City /County Management Association. Richard is a
past board member of the Minnesota City /County Management
Association, a member of Rotary International, and past
President of the Minnesota Metropolitan Manager's
Association. Richard has conducted numerous strategic planning
retreats and consults with municipalities and non - profits on
reorganization and change management in the USA and Abroad.
Jim Brimeyer, Senior Associate: As founder of Brimeyer
Fursman, Jim has been helping communities for over 25 years in
executive search efforts for administrative positions throughout
the Midwest. Jim has twenty years' experience in public sector
management in four cities - three as City Manager, including his
last position in St. Louis Park, Minnesota. He also served in
Worthington, Ohio and Wood Dale, Illinois. He began his career
as Assistant City Manager in Park Ridge, Illinois after obtaining
a Master's degree in Public Administration from Northern Illinois
University.
Jim is a member of the International City /County Management
Association, Metropolitan Area Management Association, and
Minnesota City Management Association. In December 2003,
Mr. Brimeyer completed his second four -year term as City
Council member at -large in St. Louis Park, Minnesota. He is past
President of the Ohio City Management Association, St. Louis
Park Rotary, and the Rotary Foundation Board. In March, 2011
Jim was appointed by the Governor to a four year term on
the Metropolitan Council. The Met Council is a regional
agency responsible for regional planning and for transit and
wastewater operations in the seven county Twin Cities region.
Ci of Ea an Cify AdiimiSfratorearch 4
Irina Fursman
interviews and fact finding.
She will be involved with
facilitation and community
contacts. She will also
handle candidate logistics
during the final interview
stage accounting for 10%
of the project.
Irina is Vice President of Brimeyer Fursman, coordinating all
facilitation and community contacts. Irina is a nationally
certified facilitator and trainer from the Institute of Cultural
Affairs. Irina was born, raised, and educated in Russia and
Ukraine where she earned her Bachelor's Degree of Education
and Master's of Science Degree in Mathematics and Computer
Science before moving to the United States in 2002. Irina has co-
facilitated over 30 strategic planning sessions with cities and
businesses. She has worked with over 20 communities during
the search process with facilitating community discussions,
research for profile development, and coordinating candidate
logistics.
In addition to facilitating sessions, Irina also trains in the art and
science of facilitation. Irina has presented nationally and
internationally on the subject of citizen engagement, strategic
planning and sustainable development.
Irina is currently a Doctoral Candidate in Organization
Development at the University of St. Thomas.
:J` _ CitgKof Eagan, City AdmmistratoY Search 5 ,.
Detailed Plan of Action Steps and Services
Provided by Brimeyer Fursman,LLC
Phase I Each search process begins with a careful assessment of the
Organization Assessment current state of the organization. This evaluation is used when
the position profile is established to ensure applicants are screened
according to the needs and established norms of the organization.
You will be asked how much if any, change in direction is hoped
for with the new city manager. Candidates are screened for fit and
capacity according to your requirements discovered during the
process.
Assessment areas typically include organizational procedures,
structure, systems and policies, culture, staff capacity, leadership
and management philosophy, and previous experiences. Four
methods may be used to gather information for assessment:
1. Interviews
2. Focus Groups
3. Questionnaires
4. Review of artifacts
Employee Engagement Engaging as many stakeholders as possible in this first step of the
& Citizens Engagement process will provide an impetus for change needed and prepare the
organization for the transition in leadership.
Members of our team have extensive training through the Institute
of Cultural Affairs on facilitating community discussions. A
critical success factor of the search is identifying community
priorities and the environment in which the City Manager must
function. We encourage meetings with citizens to further assess
the climate of the community with the use offorums and individual
interviews. We will encourage that a Citizens Advisory
Committee be used during profile development and interviewing.
1., ._ City of Eagan, City Adinrtlistrato� Search �, 6 ,
Establishing and A successful search has a thorough definition and agreement by
Evaluating Expectations the Mayor and City Council on each aspect of the position.
During this initial phase, our consultants will meet collectively
and individually with the Mayor and City Council members,
Department Directors and Administrators, and key staff to learn
more about your goals and objectives. Critical factors to be
determined include position responsibility and authority; reporting
relationships; educational and experience requirements; personal
and leadership qualities; and management style. We will
carefully review your expectations and provide industry tested
feedback. We will discuss pay expectations, the available talent
pool, organization fit, and others that come up during the profile
formation.
Organizational study An organizational review and city Administrator search should be
Coordinated with a coordinated process whose elements happen together. The
Manager ,search information from the organizational review /assessment is
essential for the successful recruitment of the new Administrator.
The same analysis becomes the foundation for a plan of action for
the new Administrator once they start.
We will pay considerable attention to establishing organizational
goals and priorities for the position. The identification of
priorities serves a two -fold purpose: it assists the hiring authority
in developing a consensus on what is important for the
organization and it alerts potential candidates to the important
issues of the organization.
Position Profile
Recruiting Brochure
After drafting the Profile, we will meet with the Mayor and City
Council as a group to discuss the critical specifications of the
position. A great deal of emphasis placed on the agreement of
this analysis. Without this information, it is difficult to determine
how potential candidates will affect the City's plans and
organizational team. The final Position Profile, after approval by
the Mayor and City Council, becomes the document against
which we evaluate prospective candidates.
Y
NIz
ry, n' City of Ewan YCity Administrator Search ;�{ 7
�-
PHASE II
Develop and
Implement an
Approved Recruitment
Plan
Place Announcements
Recruit Candidates
Recruitment Ads
ICMA: International City
Managers Association
Gov't .lobs
Linked-IN
Brinigroup Web Page
League of Iowa Cities
Neighboring Leagues
The Position Profile serves as the primary recruitment tool as a
means of identifying the scope of the position and highlighting the
unique characteristics and qualities of the community. Once the
Profile is approved, we will prepare and conduct a comprehensive
program to contact candidates and determine sources of
candidates.
In addition to placing announcements in the appropriate
professional and trade journals, we will announce the position on
appropriate web sites and the Profile will be featured on the
Brimeyer Fursman web site with a link to the City of Eagan
official web site. We will utilize our local, regional, and national
contacts to identify potential candidates. We will identify
comparable organizations where key individuals will be
contacted.
Often times we are able to identify candidates from similar
assignments who may be appropriate for the position. Sometimes
the most qualified candidates are often not in the job market
and do not respond to traditional advertising: therefore, we will
directly recruit specific individuals with established patterns of
talent, stability, and success through direct visits, calls, and
mailings
Accept and Acknowledge Brimeyer Fursman will take all responsibility for accepting and
Applications collecting applications and acknowledgments. We will maintain
transparency and provide continual updates to the city and
candidates as each step in the process proceeds. We take great
care to treat all candidates with the greatest respect on behalf of
the firm and Eagan.
Review Resumes and
Screen Candidates
Following the application deadline, we will screen each
applicant's experience and background against the Position
Profile. After evaluating and comparing each application, we will
compile a list of candidates for further consideration. We will
conduct one -on -one interviews with the most promising
individuals. Our staff will make every effort to conduct face -to-
face interviews with these candidates. Our in -depth evaluation
and appraisal techniques will cover issues such as work
experience, education, professional development and
achievement, career objectives, accomplishments, suitability, and
specific interest in the position. We will pay particular attention
to the management style that most closely reflects the needs of the
organization.
"� f City of Eagan, City Adm»nistrator Search
Assessment Tools
Cover letter & resume review
Short essays on topics related
to the position
Writing sample
Summary of accomplishments
Insights management profile
One -on -one interviews
360 Degree Reference Review
Full Credit Report
Credential Check
Criminal Check
We use a variety of techniques to "discover" the candidates who
will have the greatest chance of success. Research shows that
past performance is the greatest indicator of future success. We
spend a great deal of time reviewing the accomplishments and
lessons learned on mistakes with each candidate. Additionally,
we profile management styles and capabilities of each candidate
through testing and interviews.
Brimeyer Fursman is authorized to administer the Insights
Discovery Personality Profile System. The results will cover
motivation and behavior patterns, management strategies,
identification and management of conflict areas. The City will
gain insights into the strengths, management style, and key
communication styles for each finalist candidate.
Progress Report Once interviews are complete, we will select the most qualified
TOP 10 -12 individuals to present to the Mayor and City Council. We will
prepare a Progress Report that will provide information on ten
candidates whose backgrounds most closely meet the
requirements of the position. This Progress Report will provide
specific information on:
• Educational and work history
• Accomplishments and growth potential
• Strengths and possible limitations
• Skills and performance history related to the position
• Personality and decision making profile
We will deliver this report and personally review it with the
Mayor and City Council. Five or six candidates will be selected
for further consideration based on the review. We will propose a
schedule for interviewing the candidates and discuss the
compensation expectations of the Mayor and City Council once
the finalists are selected.
E 4 ;. a�
Ci of Eag n City Admirnx�tr,.ato�r� S4earM
PHASE III
Coordinate and
Conduct Final
Interviews
Reference and Credential
Checks
Final Interview and
Selection Process
360 Review: Prior to the interviews, we will conduct discreet
reference checks on the finalist candidates. We will talk with
peers and former associates of these candidates. We will speak
with individuals who are, or have been, in positions to directly
evaluate the candidates' job performance. We will verify the
finalist candidates' credentials through educational, criminal, and
credit checks
• Resumes, cover letters, and reference reports will be provided
on each candidate prior to the interview.
• We will also provide the Mayor and City Council with a list of
suggested interview questions and evaluation forms.
• We will discuss the proposed procedures to be used in the
interview process.
• Our suggested interview schedule will allow the candidates to
get acquainted with the community and community leaders
and to visit with the Mayor and City Council and the staff in
informal settings.
• We culminate the process with individual and group
interviews.
• If possible, all interviews will be scheduled within a period of
two days depending upon the desire of the Mayor and City
Council.
• A consultant will be present at each interview.
Selection After the interviews, we will meet with the Mayor and City
Council to review the individual ratings and assist in determining
the top candidate. The consultant will assist in this process to the
extent requested by the Mayor and City Council. We take
responsibility for notifying all unsuccessful candidates each time
the candidate pool is narrowed down.
Negotiating Brimeyer Fursman, will take great care that the City of Eagan
Compensation Package secures acceptance from the most desired individual. We will
participate in the final negotiations. If any concerns arise in the
final hour, by working as a third -party intermediary we can
resolve important details of the offer which may have significant
bearing on its final acceptance or rejection. We will negotiate the
terms and conditions of employment and prepare a Letter of
Agreement on behalf of the City of Eagan with the selected
candidate.
f` - v r `C�ty of =Eagan, City Administrator Search
Additional Support • If requested by the City, Brimeyer Fursman, will act as a
Services spokesperson with the media in order to maintain the
integrity of the selection process and to protect the
confidentiality and privacy of the candidates who are not
hired.
Phase Iii
Onboarding — Preparing
for change
• Family issues and dual career households are factors that
influence an individual's decision to change jobs. We
address circumstances arising from a job change including
spouse careers, real estate issues, family concerns, and
relocation details.
• After the candidate is employed, we will follow up with both
the City of Eagan and the candidate to insure a smooth
transition and satisfactory completion of the assignment.
This follow -up contact is intended to identify potential issues
early so that adjustments can be made, if necessary.
Onboarding is a process focused on the integration of new
senior -level managers into an organization. The goal is to
prepare Managers to succeed in their jobs as quickly as possible.
Brimeyer Fursman will meet with the directors and key staff,
Mayor and City Council and the new City Administrator to
discuss and plan for the adjustments that naturally occur during
periods of transition. This is particularly helpful to staff as they
learn to work with their new supervisor. Items covered include
effective communication, setting expectations, clarification of
roles and responsibilities, a review of the culture and other
norms.
FOLLOW UP If requested by the Mayor and City Council, we will assist in
Performance Review conducting a performance evaluation of the selected City
Administrator between six and twelve months of employment.
We will develop a Work Program that will contain objectives for
the Administrator to accomplish in the ensuing six to twelve
months.
��C
y
Guarantee Brimeyer Fursman offers an 18 month guarantee on the
effectiveness of the City Administrator, provided the Mayor and
City Council and Brimeyer Fursman agree that all phases of the
process have been successfully completed. Should the Mayor and
City Council determine it necessary to terminate the City
Administrator due to failure to adequately perform the duties as
specified in the Profile and as represented by the process, we will
refill the position at no additional fee and will charge expenses
only.
Should there be substantial changes in the political situation at
the City of Eagan and a decision is made to terminate the City
Administrator for reasons other than failure to perform the duties
as specified in the Position Profile, this guarantee is subject to
negotiations between the Mayor and City Council and Brimeyer
Fursman. Brimeyer Fursman will not recruit candidates we have
placed with your organization.
Ti T Brimeyer Fursman LLC will work with the Council on the
(Subject to your timing of the search. We will work closely with you to work
needs /changes) through scheduling difficulties. The following is a suggestion
that will likely be altered to fit everyone's schedules.
Highlighted activities require full Council participation
Authorization to proceed
Kick -off Meeting with Council
Profile Data Collection (with interviews of Council,
Community, Staff)
Approve Position Profile
Start Recruitment
Deadline for Applications
Screen and Review Candidates
Progress Report/Select Finalists
Reference and Credential Checks
Interviews
Start of New Administrator
Onboarding Session with New Administrator and
Council
September 2012
September 18
September 10 -20
October 2
October 3
November 9
November 9 - 17
November 21
November
December 8/9
End of January 2013
At start
f, t ,� i. ii__ x�
City of Eagan, Cijy Administrator search 12
Total Search Fee
Expenses (Not to exceed)
TOTAL (Not to exceed)
Phase I Develop Position Profile
• Meet individually with the Mayor and City Council, Department Heads, and
key staff
• Meet with selected representatives from the community and /or conduct public
forum
• Develop, present, and Position Profile
Phase II Recruit and Screen Candidates
• Place Announcements
• Direct Recruiting, Send Profiles
• Review Resumes
• Screen and evaluate candidates
• Prepare and present Progress Report (progress .report will be delivered in
i person and contain profiles of 10 -12 candidates who demonstrate the best fit.
Here the council selects the top 5 for interviews.
Phase III Interviews and Background Checks
• Reference checks /credential verification
• Personality Profile assessment instrument
• Schedule and coordinate candidates' interviews with the assistance of City staff
• Participate in interviews
• Develop compensation package
• Participate in negotiations
$12,900
$2,000
$14,900
$5,500
(41,500
Discount for
Current Client)
$4,000
$4,900
$4,000
• Fir Performance Evaluation Expenses only
i Expenses
Typical expenses include copies and supplies, position advertising (League Web Sites, Not to Exceed
ICMA, Minnesota City Managers Association, Linked -IN), credential and criminal
$2, 000
background checks, etc. The expenses are for 5 finalists. Expenses for additional finalists
will be billed at $300 each.
This estimate does not include costs associated with candidates' expenses for the final interview such as
airfare for out of state candidates, hotels, meals and others. These expenses are influenced by the
following factors: number of candidates invited to interview, location of candidates, spouse and family
attendance, meals and hotel accommodations provided. For local candidates, the cost is typically zero.
Phase IV: Additional services after the Manager is hired
If the council desires, we will facilitate onboarding of the new Administrator
to help clam roles, expectations and reveal important practices of the
operation. This is done with the council and staff and is planned during the
first week or two the Administrator is on the job.
' - City of gaga ",. City AdmmYS�ratoir Search
Payment Policy: Our payment policy is one -third of the total fee due upon signing this
agreement; one -third after presentation of the Progress Report; and the balance due 10 days after
the search has successfully been completed, whether the agreement is oral or written. In the
event the City Council terminates this agreement during the search, we will retain the progress
payments to that point.
Richard Fursman, President Date
Brimeyer Fursman LLC
Mike Maguire, Mayor
City of Eagan, Minnesota
Date
r, Ill 7. k ✓} t i, ,, a i f ��' ,Clty of �algan,Cly Adtii lst.`tor Stafrc ,� �p14, -
Appendix A Reference List
Mayor Gene Maxwell
Mayor Ken Willcox
City of Hopkins
City of Wayzata, MN
1010 l st St S,
600 Rice Street East
Hopkins, MN 55343
Wayzata, MN 55391
(952) 210 -5169
Home: 952- 475 -0092
July 2011
Office: 952- 922 -5569
City Manager
E -Mail: KenWillcox@wayzata.org
Population — 18,000
June 2012
City Manager Search
Mayor Mary Hamann- Roland
Population — 4,000
City of Apple Valley
7100 147th St. W.
Mayor Doug Pierce
Apple Valley, MN 55124
City of Norwalk, Iowa
(952) 237 -0001
1162 Columbine Court
Finance Director — 2010
Norwalk, IA 50211
Population — 50,000
Email: mayor @ci.norwalk.ia.us
Home Phone: 515.285.0894
Mayor Tom Crosby
June 2012
City of Medina, MN
City Manager Search
2052 County Road 24
Population — 9,500
Medina, MN 55340
(612) 332 -9111
City Manager James Verbrugge
June 2011
Manager City of Brooklyn Park
City Administrator
Organization Review and Restructure
Population — 5,000
520085 th Ave North
Brooklyn Park, MN 55443
(763)493 -8001
2009 -2011
Population — 75,000
APPENDIX B
A Sampling of Brimeyer Fursman. llc, Search Assignments
1. City Manager - Roseville, MN (pop. 36,000)
2. City Administrator - Lakeville, MN (pop. 23,000)
3. City Manager - New Brighton, MN (pop. 24,000)
4. City Administrator - Hastings, MN (pop. 15,000)
5. City Administrator - Cottage Grove, MN (pop. 24,000)
6. City Manager - St. James, MN (pop. 5,000)
7. City Manager - Brooklyn Park, MN (pop. 6o,000)
8. City Administrator - Little Canada, MN (pop. 1o,000)
9. City Manager - Hopkins, MN (pop. 16,000)
lo. City Manager - Bemidji, MN (pop. 24,000)
11. City Administrator -Hibbing, MN (pop. 20,000)
12. City Administrator - Hermantown, MN (pop. 7,000)
13. Clerk /Administrator - Mounds View, MN (pop. 12,000)
14. City Administrator -Orono, MN (pop. 7,000)
15. City Administrator - South St. Paul, MN (pop. 24,000)
16. Village Manager - Village of Hazel Crest, IL (pop. 15,000)
17. City Manager - Robbinsdale, MN (pop. 15,000)
18. City Administrator - Becker, MN (pop. 1,000)
19. City Administrator - Arden Hills, MN (pop. 1o,000)
20. City Administrator - Sandstone, MN (pop. 2,000)
21. County Administrator - Chisago County, MN
22. City Manager - Prior Lake, MN (pop. 12,000)
23. City Administrator - Luverne, MN (pop. 4,400)
24. City Manager - Columbia Heights, MN (pop. 19,000)
25. City Manager - Webster City, IA (pop. 8,600)
26. City Coordinator - Minneapolis, MN (pop 370,000)
27. City Administrator - Pipestone, MN (4,500)
28. City Administrator - Marshall, MN (pop. 12,000)
29. City Administrator - Oak Park Heights, MN (pop. 3,700)
30. City Administrator - Rosemount, MN (pop. 1o,000)
31. City Manager - St Anthony, MN (pop. 8,000)
32. City Manager - Carroll, IA (pop. 8,000)
33• City Administrator - Savage, MN (pop. 12,000)
34• City Manager - Sheldon, IA (pop. 5,000)
35• City Administrator - Emmetsburg, IA (pop. 4,000)
36. County Coordinator - Benton County, MN (pop. 30,000)
37. City Manager - Mankato, MN (pop. 31,500)
38. City Administrator - North Mankato, MN (pop. 11,000)
39• City Manager - Robbinsdale, MN (pop. 14,000)
40. City Administrator - Worthington, MN (pop. 1o,000)
41. City Administrator - Farmington, MN (pop. 6,870)
42. City Administrator - Mounds View, MN (pop. 12,600)
43• Clerk /Administrator - Centerville, MN (pop. 2,000)
44• County Administrator, St. Louis County, MN (pop. 198,000)
45• City Administrator - Northfield, MN (pop. 15,200)
46. City Manager - Columbia Heights, MN (pop. 19,000)
47. City Manager - Benson, MN (pop. 3,500)
48. City Manager - Storm Lake, IA (pop. 9,000)
49• City Manager - West St. Paul, MN (pop. 19,000)
50. Coordinator - Bryant Neighborhood, Minneapolis
51. Council Administrator - Red Wing, MN (pop. 151700)
52. City Manager - Maquoketa, IA (pop. 6,000)
53• City Manager - Spencer, IA (pop. 11,600)
54• City Administrator - Cottage Grove, MN (27,726)
55• City Administrator - St. Peter, MN (pop. 1o,000)
56. City Administrator - Minnetrista, MN (pop. 3,900)
57. City Administrator - Mahtomedi, MN (pop. 6,800)
58. City Manager - Montevideo, MN (pop. 5,500)
59• City Administrator - Charles City, IA (pop. 8,000)
6o. City Manager - West Liberty, IA (pop. 3,000)
61. City Administrator - Mora, MN (pop. 3,000)
62. City Administrator - Baxter, MN (pop. 4,800)
63. City Administrator - Waukee, IA (pop. 3,500)
64. Clerk /Administrator - St. Joseph, MN (pop. 4,500)
65. City Administrator - Sauk Rapids, MN (pop. 1o,000)
66. City Administrator - Park Rapids, MN
67. City Administrator - Dyersville, IA (pop. 3,800)
68. City Administrator - Fergus Falls, MN (pop. 13,000)
69. City Manager - Brookings, SD (pop. 18,000)
70. City Administrator - West Burlington, IA (pop. 3,000)
71. City Administrator - Wayne, NE (pop. 5,000)
72. County Administrator - Becker County, MN (pop. 30,000)
73. City Administrator - Sauk Centre, MN (pop. 3,800)
74. City Administrator - Mounds View, MN (pop. 12,900)
75. City Administrator -Shorewood, MN (pop. 7,000)
76. City Administrator - Andover, MN (pop. 25,000)
77. City Administrator - Waconia, MN (pop. 6,000)
78. City Manager - New Ulm, MN (pop. 14,000)
79. City Administrator - East Grand Forks, MN (pop. 8,000)
80. City Administrator - Stillwater, MN (pop. 16,000)
81. City Administrator -Farmington, MN (pop. 1o,000)
82. City Administrator - Minnetrista, MN (pop. 4,400)
83. City Administrator - Lake City, MN (pop. 5,000)
84. City Administrator - Sartell MN (pop. 1o,000)
85. City Manager - Moorhead, MN (pop. 32,000)
86. County Administrator ❑ Rice County, MN (pop. 57,000)
87. City Administrator — Northfield, MN (pop. 17,500)
88. City Administrator — Austin, MN (pop. 23,000)
89. City Administrator — South St. Paul, MN (pop. 20,167)
9o. City Administrator — Newton, IA (pop. 16,000)
91. City Administrator — Mahtomedi, MN (pop. 8,000)
92. City Manager — West Liberty, IA (pop. 3,300)
93• City Administrator — Lake Elmo, MN (pop. 7,387)
94• City Administrator — Melrose, MN (pop. 3,150)
95• Village Manager — Village of Shorewood, WI (pop. 12,000)
96. City Manager — Manchester, IA (pop. 5,000)
97. General Manager — Lake Panorama Association, IA
98. City Manager — Knoxville, IA (pop. 7,730)
99• City Manager — Yankton, SD (pop. 14,000)
loo. City Administrator /Clerk — Cresco, IA (pop. 4,000)
1o1. City Manager /Public Works Director - Denison, IA (pop. 7,340)
102. City Manager — St. James, MN (pop. 4,700)
103. City Clerk- Administrator — Stewartville, MN (pop. 5,650)
104. City Manager — Bemidji, MN (pop. 13,000)
105. City Manager — Cedar Rapids, IA (pop. 120,000)
1o6. City Administrator — Ottumwa, IA (pop. 25,000)
107. City Administrator — Mason City, IA (pop. 29,000)
1o8. City Administrator — Worthington, MN (pop. 11,300)
log. City Administrator /Clerk — Maple Plain, MN (pop. 2,100)
no. County Administrator - Yellow Medicine County, MN
111. City Administrator — Lake Elmo, MN (pop. 8,000)
112. City Administrator — City of Minnetrista, MN (pop. 554
113. City Administrator — Staples, MN (3,100)
114. City Administrator — Arlington, MN (pop. 2,100)
115. City Administrator — Olivia, MN (2,570)
116. City Manager — Spencer, IA (pop. 11,317)
117. City Administrator — Detroit Lakes, MN (pop. 8,300)
118. City Manager — Moorhead, MN — (pop. 34
119. City Administrator — Osseo, MN — (pop. 2,500)
120. City Administrator — Owatonna, MN — (pop. 24255)
121. City Administrator —Gaylord, MN (pop. 2 , 2 93)
122. City Administrator — City of New Prague, MN (pop. 6,787)
123. City Administrator — City of Rosemount, MN (pop. 22 ,397)
124. City Administrator — Kenyon, MN (pop. 1,696)
125. City Manager — City of Canton, SD (pop. 3,110)
126. City Manager — City of Aberdeen, SD (pop. 25,000)
127. City Administrator — City of Newport, MN (pop. 3565)
128. City Administrator — City of Hermantown, MN (pop. 9,192)
129. City Administrator — City of Barnesville, MN (pop. 2,200)
130. City Clerk /Administrator — City of Caledonia, MN (pop 3,000)
131. City Manager — City of Albert Lea, MN (pop 18,000)
132. City Administrator — City of Arden Hills, MN (pop 1o,000)
NON - PROFIT
1. Executive Director - Urban Concerns Workshops
2. Executive Director - Minnesota State Council on Disability
3. Executive Director - Local Government Information Systems
4. Manager, LRT Development - Regional Transit Board - Twin Cities
5. Executive Director - Cold Weather Resource Center
6. Executive Director - Minnesota Chiefs of Police Association
7. Executive Director - North Suburban Cable Commission and Access Corp.
8. Executive Director - League of Minnesota Cities
9. Executive Director - Family Violence Network
10. Executive Director - Southwest Minnesota Initiative Fund
11. Executive Director - PossAbilities of Southern Minnesota
12. Executive Director - Metropolitan Library Services Agency
13. Executive Director - Blue Earth Economic Development Authority
14. Executive Director - St. Cloud Housing and Redevelopment Authority
15. Executive Director - East Central Solid Waste Commission
16. District Administrator - Minnehaha Creek Watershed District
17. Library Director - Carver County
18. Center Administrator - Consolidated Public Safety Answering Point
19. Director of Finance and Administration - Lincoln Pipestone Rural Water Assoc.
20. President /CEO - Sheriffs Youth Programs of Minnesota
21. Executive Director - Dakota County Communications Center, MN
22. Executive Director - Rice Creek Watershed District
23. Assistant Finance Director, Detention Center - Steele County, MN
24. Chief Operating Officer - Senior Community Services, Twin Cities Metro
25. Executive Director - Dakota Communications Center, Dakota County MN
PRIVATE SECTOR
1. Senior Account Manager - government leasing corporation
2. Senior Design Engineer and Production Manager - sign manufacturing company
3. Transportation Engineer - engineering consulting firm
4. Urban Planner - engineering consulting firm
5. Senior Engineer - engineering consulting firm
6. Manager of Administrative Services - architectural firm
7. Senior Associate - engineering consulting firm
8. Electrical Engineer - industrial engineering firm
9. Marketing Manager - architectural firm
10. Marketing Coordinator - architectural firm
11. General Manager - Minnesota Valley Country Club