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HomeMy WebLinkAboutResolution - 2017-R0393 - Strategic Government Resources - 10/26/2017Resolution No. 2017-RO393 Item No. 6.18 October 26, 2017 RESOLUTION BE IT RESOLVED BY THE CITY COUNCIL, OF THE CITY OF LUBBOCK: THAT the Mayor of the City of Lubbock is hereb} authorized and directed to execute for and on behalf of the City of Lubbock, Service Contract 13697 related to executive search services, by and between the City of Lubbock and Strategic Government Resources, and related documents. Said Contract is attached hereto and incorporated in this resolution as if fully set forth herein and shall be included in the minutes of the City Council. Passed by the City Council on the 26th day of _ October , 2017. DANIEL M. POPE, MAYOR ATTEST: APPROVED AS TO CONTENT: D. u Kost lick, ChiefPt al Officer APPROVED AS TO FORM: Amy Si eputy Ce' v ti ney RES. Contract -Strategic Government Resources (10-18-17) Resolution No. 2017-RO393 Executive Search Services City of Lubbock, TX RFP 18 -13697 -MA II. GENERAL REQUIREMENTS 1 INTRODUCTION Exhibit A Lubbock's highly skilled and educated workforce, proximity and connection to major national and international markets, and affordable utility and living costs make it the ideal place to grow your business. Known as the "Hub City" of West Texas, our diverse economy is based on manufacturing, agriculture, wholesale and retail trade services, as well as government, education and health care. As the 11th largest city in Texas, Lubbock boasts a regional population base of more than 287,000 people. Lubbock's size affords businesses access to dedicated community leaders and personalized service, while providing you with a pipeline of personnel to fill your workforce needs. Home to Texas Tech University, Texas Tech University Health Sciences Center and a fast-growing community college, Lubbock County boasts more than 50,000 college students. Lubbock is the only city in the nation with a comprehensive university, a health sciences center, an agriculture college and a law school in one location, making Texas Tech University the second largest contiguous university campus in the United States. Lubbock offers an annual average of 263 days of sunshine with average annual snowfall of 10.3 inches and average annual precipitation of 18 inches. The average January temperature is 39.2 °F and the average July temperature is 80.1 °F 2 PURPOSE a) The City of Lubbock (hereinafter called "City") is seeking proposals from interested Contractors and individuals to perform executive search services in the recruitment of various high-level management positions on an as needed basis. There is no guarantee as to the number of recruitments to be assigned under the resulting Contract. The City reserves the right to award more than one contract. b) Offerors are invited to submit demonstrated competence and qualifications of their firm for providing these services. c) The information contained within this document is intended to provide interested firms with the requirements and criteria that will be used to make the selection. 3 SCOPE OF WORK All proposals must be made on the basis of, and either meet or exceed, the requirements contained herein. All offerors must be able to provide: 3.1 Development of a Recruitment Process Timeline For each recruitment assigned, the Contractor shall submit a recruitment process timeline detailing the steps to be taken in the recruitment process, the length of time associated with each step, and the individuals responsible for each step. 3.1.1 Develooment of Announcement and Recruitment Material For each recruitment assigned, the Contractor shall develop an announcement and recruitment materials, including job announcement, position brochure. and other recruitment materials used to attract potential candidates. 3.1.2 Development of Position Description For each recruitment assigned, the Contractor shall develop a comprehensive understanding of the duties and responsibilities of the identified position and shall develop a written position description to be agreed upon by the City prior to the start of the recruitment process. Pre -Recruitment Deliverables: detailed recruitment process timeline, position announcement/recruitment materials and position description. 3.2 Recruitment 3.2.1 Identify Potential Candidates The Contractor shall work with City Manager and Human Resources, or designee in developing a suitable approach for describing the organization and position to potential candidates and referral sources. The Contractor shall identify potential contacts and conduct personal outreach recruiting to include an established candidate bank. The approach should take into consideration issues of confidentiality and the issues most likely to attract the best candidates. 3.2.2 National Recruitment The Contractor shall use all necessary tools to recruit nationally, seeking out applicants who have a proven record of accomplishment in the desired area of expertise, ideally in a local government. 3.2.3 Diverse Recruitment A diverse applicant pool is required. The Contractor shall make targeted recruitment efforts to attract qualified minority and women candidates as well as qualified veterans and qualified candidates with disabilities. The Contractor shall develop a diverse applicant pool without regard to age. Recruitment Deliverables: Comprehensive recruitment plan that addresses the specific sources and methods of indirect and direct outreach to achieve national, regional, and local qualified candidates and plan to attract a diverse applicant pool. The Contractor should provide and describe in detail their current process for how this work is currently being done in each of the specified areas. 3.3 Review and Selection 3.3.1 Conduct Candidate Screening The Contractor shall provide a preliminary candidate lists of individuals meeting the requirements of the employment profile and providing all applications for the City Manager to view. The applicant pool should include approximately 8-10 well qualified candidates for the positon. The Contractor shall conduct a reference check and thorough internet search of all 8-10 candidates prior to presenting them to the City Manager. The objective of information, which could be relevant to the candidate's consideration for the position. Candidates shall be evaluated strictly on merit, without regard to race, color, religion, sex, national origin, age, and disability, status as a service -disabled veteran, sexual orientation, gender identity, genetic information, and other non -merit factors. Arrangements should be made to interview appropriate candidates. The primary objective of the first level interview is determine if the candidate meets the City threshold requirements. This includes a determination of both competencies and behaviors. It is also important to understand exactly why a candidate would consider making a change to work for the City. Unsuitable candidates should be informed of their status at this time. 3.3.2 Candidate Interviews The Contractor shall work with the City to develop and implement a process for evaluating the final candidates for the position, as well as coordinating interviews. The Contractor shall be responsible for the overall management of the process and shall facilitate the interview process. Interviews shall be conducted onsite at the City and any required travel will be done in accordance to the City travel policies. The Contractor will provide travel receipts to the City for reimbursement of travel cost. The City reserves the right to request changes to this process that it may determine are necessary to meet its objectives. The Contractor shall determine each candidate's level of interest after the first round of interviews. Information on all candidates at this stage will be shared with the City so as to determine its satisfaction with them and identifying additional candidates if necessary. Finalists and their financial requirements are identified at this stage. 3.3.3 Conduct Reference Checks and Verifications of Credentials A minimum of their (3) professional reference checks and extensive background investigations shall be conducted for all finalists as requested and forward to the City for consideration. At a minimum reference checks will consist of candidate's prior or current supervisor or management. References from peers and or subordinates may be requested from the City. A reference check with the City or equivalent at each place of employment during the last ten (10) years should be made. The Contractor shall also conduct thorough background investigation to include, but not limited to, verification of all academic credentials, Department of Motor Vehicles, criminal and credit history and civil litigation check for any candidate receiving a job offer. 3.3.4 Offer Coordination and Acceptance The Contractor shall preliminary discuss requirements with the preferred candidate when the City has determined an offer is appropriate. This information will be reviewed by the City to develop an offer of employment. This process shall continue until agreement, as approved by Human Resources in coordination with City Manager is reached and a confirmation letter is forwarded. 3.3.5 Placement Guarantee The Contractor shall provide a placement guarantee of a final candidate to include: If the selected individuals leaves for any reason other than an act of God such as, total incapacitation or death) within the first year the Contractor will repeat the search at no charge. Review and Selection Deliverables: Candidate screening results showing the qualifications of all applicants and how the candidates were screened as qualified/non-qualified; results of internet search; initial screening interview report; final screening matrix showing how candidates where evaluated; and reference/background check results. 4 EXPERIENCE REQUIREMENTS Offeror's must demonstrate that they have the resources and capability to provide the materials and services as described herein. EVALUATION CRITERIA Interested proposers must submit the following information for review by an evaluation committee. This information will be evaluated according to the stated criteria to determine the proposer to be awarded a contract. The following criteria will be used to evaluate and rank submittals: a) 30 % Qualifications and experience b) 25 % Rates and expenses c) 30 % Methodology including technical approach and understanding of the scope of work. d) 15 % References 6 PROPOSAL FORMAT a) The City of Lubbock requires comprehensive responses to every section within this RFP. To facilitate the review of the responses, Contractor shall follow the described proposal format. The intent of the proposal format requirements is to expedite review and evaluation. It is not the intent to constrain Contractors with regard to content, but to assure that the specific requirements set forth in this RFP are addressed in a uniform manner amenable to review and evaluation. b) Cover letter addressed to the Honorable Mayor and City Council that states the Offeror's understanding of the services to be provided. Include any additional information believed necessary that is not requested elsewhere in the RFP. c) The proposal should be bound in a single volume where practical. All documentation submitted with the proposal should be bound in that single volume. d) The proposal must be organized into the following response item sections and submitted in an indexed binder. TAB A Qualifications and experience 1. Briefly introduce your Contractor, providing a summary of the administration, organization and staffing of your Contractor, including multiple offices, if applicable. Provide an organizational chart indicating the positions and names of the core management team, which will manage this contract. 2. Identify the project manager and each individual who will work as part of the team to manage the contract. Include resumes for each person to be assigned. Include any professional designations and affiliations, certifications and licenses, etc. 3. Describe the experience of the Contractor in the last thirty six (36) months in performing high level management positions recruiting and placement services in similar size and scope. TAB B Rates and Expenses 1. Provide a detailed fee schedule. Express your personnel hourly rates not -to - exceed maximum amount and separate price for travel and related expenses (if applicable). An itemized bill with receipts must be included with request for payment. 2. Contractor shall incur no travel or related expenses chargeable to the City without prior approval by an authorized City representative. 3. Contractor may submit proposals based on a lump sum basis payable monthly over the course of the year or on an hourly fee basis. All proposals must include a maximum not -to -exceed amount. Expenses not specifically listed will not be considered. 4. Provide an hourly rate for activities to be utilized on an "as need basis." 5. The recruitment of positions for the City will be on an as needed basis. The Contractor will develop a written detailed recruitment process, based on the rates and expenses provide under this section. The City must approve rates and expense prior to the start of the recruitment process. TAB C Methodology including technical approach and understanding of the scope of the project. 1. Proposals must include a narrative description of the Contractors' plan for accomplishing the work and services to be provided to the City. 2. Proposals must indicate a clear understanding of the scope of work, including a detailed project plan for this engagement outlying major tasks and responsibilities, periods, and staff assigned for each category of the scope of work identified above. TAB D References Provide references for similarly successful projects from five current governmental agencies, including the name of the agency, contact name, telephone, fax and email address. Exhibit B October 13, 2017 Honorable Mayor Dan Pope City of Lubbock 1625 13'h Street Lubbock, TX 79401 Dear Mayor Pope and City Council Members: Thank you for the opportunity to submit this proposal to assist the City of Lubbock in your search for recruitment services. SGR is one of the top three local government executive recruitment firms in the nation and has the unique ability to provide a personalized and comprehensive recruitment to meet your needs. I would like to draw your attention to a few key items that distinguish SGR from other recruitment firms: • SGR has over 65,000 email subscribers to my weekly "10 in 10 Update on Leadership and Innovation" e -newsletter. • SGR's website, where this position would be posted, receives over 36,000 local government official visitors each month, with over 75,000 page hits per month — more than any other local government search firm website in the nation. • SGR's job board (a separate website), where this position would also be posted, is the 2"d largest local government job board in the nation, with over 16,000 local government job seeker visitors each month, and over 1,800 jobs listed at any given time. • SGR is the only search firm with a social media expert on staff, who provides a comprehensive social media marketing campaign that includes email, Facebook, Twitter, Instagram, and Linkedln. The simple fact is that no other firm can touch our reputation for being trusted by both clients and candidates, and for successful long term placements. We are truly excited about the prospect of doing this recruitment for the City of Lubbock. I look forward to discussing in more detail how we can help you and am available to visit in person with you at your convenience. Respectfully submitted, Ron Holifield, Chief Executive Officer Strategic Government Resources Ron@ggvernmentResource.com Cell: 214-676-1691 PO Box 1642, Keller, TX 76244 817-337-8581 www.GovernmentResource.com COMPANY PROFILE Background Strategic Government Resources (SGR) was founded in 1999 and is fully owned by former City Manager Ron Holifield. Ron spent two high-profile decades in city management, which included service as City Manager in several cities. He founded SGR for the express purpose of helping local governments be more successful by recruiting, assessing, and developing innovative, collaborative, authentic leaders. We specialize in executive recruitment, live training, online training, leadership development, assessments, consulting, and various other services geared to promote innovation in local governments. Mission & Core Values SGR's mission is to facilitate innovative leadership in local government. The simple fact is that in today's world of limited resources, local governments must innovate to survive. SGR has been, and continues to be, a leader in spurring innovation in local government. SGR's core values are: Customer Service; Integrity; Philanthropy; Continuous Improvement; Flexibility; The Golden Rule; Collaboration; and, Protecting Relationships. Office Locations SGR's corporate headquarters is in Keller, Texas, in the Dallas/Fort Worth Metroplex. SGR also has virtual offices in: Colorado Florida Massachusetts Missouri Oklahoma Pennsylvania Texas Denver Kissimmee Boston Gladstone Stillwater Philadelphia Abilene Lakeland Corpus Christi Dallas Gronbury Greenville Lubbock Murchison Sugar Land Executive Recruitment Team • Ron Holifield, Chief Executive Officer • Melissa Valentine, Managing Director of Recruitment and Human Resources • Kristin Navarro, Recruitment Director • Katherine Lindley, Digital Communications Manager • Leigh Corson, Talent Research Manager • Becky Welch, Recruitment Coordinator • Delena Franklin, Recruitment Coordinator • Sherry Green, Recruitment Coordinator UNIQUE QUALIFICATIONS Marketing and Networking • SGR's 10 in 10 Update on Leadership and Innovation e -newsletter, where all recruitments conducted by SGR are announced, reaches over 65,000 subscribers. • SGR has formal collaborative partnerships with Florida City and County Management Association, Louisiana Municipal Association, Missouri Municipal League, Oklahoma Municipal League, National Public Employers Labor Relations Association, Engaging Local Government Leaders, City Management Association of Oklahoma, Texas Fire Chiefs Association, and Texas Recreation and Parks Society. • SGR trains approximately 800 local government employees each month in live training classes. • SGR has almost 300 local government clients in over 40 states for our recruitment, training, and leadership development business lines combined. • SGR will host its Annual Conference on February 1-2, 2018. This conference is designed specifically for local government professionals and will feature sessions carefully chosen to enhance leadership development and encourage networking. For more information and to register, visit: httas://-www.governmentresource.com/ser20l . Each executive recruiter has many years of experience in local government and a national network of relationships. The entire executive recruitment group works as a team to leverage their networks to assist with each recruitment. SGR team members are active on a national basis, in both local government organizations and professional associations. Many SGR team members frequently speak and write on issues of interest to local government executives. Only SGR can work all of the relevant networks as a peer and insider, resulting in better recruitment, better investigation, better intelligence, better information, and better final decisions. Comprehensive Needs Assessment SGR's executive recruiting services are unequaled. Our role is to find the candidate who is the best match for your organization. SGR devotes a tremendous amount of energy to understanding your organization's unique culture, environment, and local issues to ensure a great "fit" from values, philosophy, and management style perspectives. Finding qualified candidates is not difficult; the hard part is finding qualified candidates who are the right fit for your organization. A leading edge candidate and a safe harbor candidate often look the same on paper, but will have profoundly different impacts on your organization. Accessibility Your executive recruiter is accessible at all times throughout the recruitment process and can be reached by candidates or clients, even at night and on weekends, by cell phone or email. Equal Opportunity Commitment SGR strongly believes in equal opportunity. SGR does not discriminate and is careful to follow both the letter and the spirit of laws regarding equal employment opportunities and non- discrimination. More importantly, however, SGR believes that equal opportunity is an ethical issue. SGR quite simply will not enter into an engagement with an entity or organization that directs, or expects, that bias should, or will be, demonstrated on any basis other than those factors that have a bearing on the ability of the candidate to do the job. You can anticipate that SGR will make a serious and sincere effort to include qualified women and minority candidates in the finalist pool. Although SGR obviously cannot, and would not, guarantee the makeup of the finalist group, SGR does have relationships and contacts nationwide to encourage the meaningful participation of women and minority candidates. Value For a variety of reasons that are detailed in this proposal, SGR will provide the most cost-effective executive recruitment for your organization. Some firms low ball their price, and make up for it by reducing the amount of time they commit, or charging extra for additional time required. SGR gives you a fixed price, and we are with you until the end of the process regardless of how many hours are required. Emerging Leaders SGR has a unique and unparalleled reputation of engaging and mentoring emerging leaders and young professionals. We will utilize our frequent personal interaction with emerging leaders, as well as our entire team's social media networks, to market this position and to identify potential applicants. Service Guarantee SGR provides the strongest guarantee in the industry. 1. You always have 24/7 cell phone and email access to the executive recruiter and SGR's CEO. 2. If you do not find the right candidate, we will start the process over with no additional professional fees. 3. If we place a candidate, who we have fully vetted through the SGR recruitment process, who stays less than 18 months, we will conduct the recruitment again with no additional professional fees. If the organization circumvents SGR's recruitment process and selects a candidate that did not participate in the full recruitment process, this guarantee is null and void. 4. If we place a candidate with you, we will not directly solicit them for another job. RECRUITERS On any given search, SGR will assign the right recruiter for that particular project based on their experience, professional background and network. Ron Holifield, CEO Ron Holifield is the Founder and CEO of SGR. He previously served as Assistant City Manager in Plano, Texas, as well as City Manager in Garland, DeSoto, Farmersville and Sundown, and on the City Manager's staff in Lubbock. In 1996, he left city management and purchased Government Relations Specialists, which he grew into the 49th largest lobby firm in Texas before selling it to an employee. In 1999, Ron founded Strategic Government Resources to specialize in facilitating collaboration among local governments, with a particular emphasis on employee training and development of next generation leaders. He has grown SGR into the largest private sector training company that specializes in leadership, management and customer service for local governments in the nation. He is a frequent speaker at state and national conferences and remains a high-profile figure in the city management profession. Ron holds a Bachelor of Arts in Government from Abilene Christian University and a Master of Public Administration from Texas Tech University. Doug Thomas, Senior Vice President Doug Thomas joined SGR in 2015 and heads up SGR's Florida office, where he focuses on executive recruitment, leadership development, and training for local governments. Prior to joining SGR, Doug served as City Manager for the City of Lakeland, Florida, where he has vast experience working with state and local government leaders, private partnerships, and is a charter member of Florida Business Watch. Doug is a regular presenter at national, state and local association conferences and meetings on topics ranging from electric utilities, park and recreational developments, legislative advocacy, strategic planning and budgeting, performance reviews for the Chief Executive, and other municipal programs and practices. Doug served as City Manager for the City of Alma, Michigan, and Assistant City Manager for the City of Grand Haven Michigan. He also served with the Maryland cities of Rockville, and Landover Hills. Doug holds a Bachelor of Arts in Political Science and History from Bowling Green State University, and an MPA from The American University, Washington, D.C. Bill Peterson, Senior Vice President — Executive Recruitment Bill Peterson joined SGR in 2009 after retiring as Regional Administrator of FEMA. Prior to being appointed by the President of the United States to this role, Bill served as Fire Chief and Tommy Ingram, Senior Vice President — Executive Recruitment Tommy Ingram retired in 2010 as Chief of Police in Colleyville, Texas, and joined SGR in the spring of 2012. Prior to working for the City of Colleyville, Tommy spent 29 years in the Police Department of the City of Arlington, Texas. Tommy is a graduate of the FBI National Academy, Kennedy School of Government's Senior Management Institute, and Sam Houston State University's Law Enforcement Management Institute. Gary Holland, Senior Vice President — Executive Recruitment Gary Holland previously served for six years as Senior Vice President with the Mercer Group, providing executive recruitment and management consulting for local governments across the nation. Prior to that, he served over 17 years with the City of Kissimmee, Florida, as Assistant to the City Manager, Assistant City Manager and finally Deputy City Manager. Before his distinguished career in City Management, Gary had also served as a Local Government Specialist with Oklahoma State University, focusing on technology transfer and community development. In that role, he participated with Public Technology Inc. in a three-year program as the technology transfer agent in a four state region. He was also a charter member of the County Government Training Program established by the Oklahoma Legislature to develop and present educational programs to elected county officials throughout the State. Gary has authored a wide variety of publications on local government topics and has presented at numerous state and national conferences on local government management topics with a particular emphasis on innovative technologies. Gary holds a Bachelor of Business Administration in Marketing and Management from the University of Oklahoma and a Master of Business Administration in Management and Finance from Oklahoma State University. Molly Deckert, Senior Vice President — Executive Recruitment Molly joined SGR in March of 2013, to assist with best practice forums, executive recruitments, leadership training, and I -OPT assessments. She currently dedicates most of her work to assisting cities in their recruiting efforts. Prior to joining SGR, Molly served as the Assistant City Administrator for Lenexa, Kansas from 2005 - 2009, after joining Lenexa in 2001, as the Public Works Administrator. Molly previously worked as a senior budget analyst with the Office of Budget and Planning, District of Columbia Government in Washington, D.C. and a project manager/public policy analyst with the National Hispanic Housing Council in Washington, D.C. Molly also has worked for the Congressional Management Foundation and the Education Foundation at the Women's National Democratic Club. currently serves as a Judge for the National Civic League's All -America City Award program and previously served as President of the Missouri City Management Association. Kirk enjoyed a 37 -year career in local government and retired from the City of Gladstone in 2016 after 18 years of service as City Manager. He remains active with the Missouri City Management Association and ICMA and is currently serving on the ICMA Annual Conference 2016 Host Committee. Kirk received many recognitions and accolades during his city management career, including the ICMA Strategic Leadership Award, the Missouri City Management Association Jay Bell Professional Management Award, the American Society for Public Administration Crisis Management Award, and the Regional Leadership Award from the Mid-America Regional Council, among others. In his new role with SGR, Kirk will lead executive recruitments in the Kansas City metro area, Nebraska, and in other regions. Barbara Heller —Senior Vice President Barbara Heller joined SGR in 2017 as Senior Vice President and works out of SGR's Boston office. Barbara specializes in Servant Leadership Implementation, Strategic Planning, I -OPT Workshops, and Live Training. Barbara is well known throughout the parks and recreation industry for her expertise in leadership, innovation, and best practices. She frequently appears at state and national conferences and has a reputation for delivering excellent content with passion and energy. Barbara was director of two park districts in the Chicago area and worked for large park systems in Maryland, Virginia, Texas, and Illinois where she was renowned for her leadership qualities and successfully designing work cultures that created high performance. While with the Elk Grove Park District, Barbara won the Lincoln Award Commitment to Excellence, a Malcom Baldrige state quality award program. Barbara holds a Master in Public Administration from the American University, Washington, D.C., and a Bachelor of Science in Recreation and Parks, from Pennsylvania State University. Katie Corder, Senior Vice President -- Executive Recruitment Katie Corder joined SGR in 2012, managing the SGR webinar training program. In 2014, she became an Executive Recruitment Manager for SGR's Executive Recruitment division. In 2016, Katie became a Senior Vice President of Executive Recruitment. Katie previously served as Assistant City Manager for the City of Rowlett, Texas, and has also served the communities of Sedona, Arizona, and Olathe, Kansas. PROJECT METHODOLOGY SGR provides a comprehensive scope of executive recruitment services, and each executive recruitment service contract is tailored to meet the client's specific needs. However, a full-service recruitment typically entails the following: 1. Organizational Inquiry and Analysis • Outline Project Plan and Timeline • Individual Interviews with Search Committee / Key Personnel / Community Leaders (if desired) • Development of Position Profile and Professional Production of Brochure 2. Advertising and Recruitment • Ad Placement • Social Media and Marketing of Position • Ongoing Communication with Applicants and Prospects 3. Initial Screening and Review • Management of Applications • Evaluation and Triage of Resumes • Search Committee Briefing to Facilitate Selection of Semifinalists 4. Evaluation of Semifinalist Candidates • Personal Interaction with Semifinalist Candidates • Written Questionnaire • Recorded Online Interviews • Media Search Stage 1 • Semifinalist Briefing Books • Search Committee Briefing to Facilitate Selection of Finalists S. Evaluation of Finalist Candidates • Comprehensive Media Search Stage 2 • Comprehensive Background Investigation Report • DISC Management Assessment • Finalist Briefing Books • Press Release (if desired) • Stakeholder Engagement (if desired) 6. Interview Process • First Year Game Plan (if desired) • Conduct Interviews • Deliberations • Reference Checks 7. Negotiations and Hiring Process • Determine the Terms of an Offer • Negotiate Terms and Conditions of Employment • Transition Strategy B. Post -Hire Team Building Workshop (supplemental service, If desired) • I.OPTTeam Building Workshop the country. By utilizing an email distribution strategy, these brochures tend to "get legs" of their own, resulting in a very high penetration rate at minimal cost. SGR will utilize Facebook, Twitter, personal phone calls, personal emails, Linkedln, Instagram, and Pinterest to promote the position. This communication is both to solicit high potential candidates and to encourage key local government professionals to share information within their professional circles. Ongoing Communication with Applicants and Prospects SGR communicates with all applicants on a frequent and ongoing basis to ensure applicants stay enthusiastic about the opportunity. Outstanding prospects often will not submit a resume until they have done considerable homework on the available position. A significant number of inquiries will be made, and it is essential that the executive search firm be prepared to answer those questions with fast, accurate, and complete information, and in a warm and personal manner. This is one of the first places a prospective candidate will develop an impression about organization, and it is an area in which SGR excels. SGR also utilizes Google Alerts for each client organization and provides updates to our Executive Recruiters and applicants of any references made regarding the client organization in various media outlets. Step 3: Initial Screening and Review This stage of the executive recruitment involves managing the flow of resumes, and screening and evaluating resumes. Management of Applications Handling the flow of resumes is an ongoing and significant process. On the front end, it involves tracking resumes and promptly acknowledging their receipt. It also involves timely and personal responses to any questions or inquiries. Evaluation and Triage of Resumes SGR uses a triage process to identify high -probability, medium -probability, and low -probability candidates. The triage ranking is focused on overall assessment based on interaction with the applicant, qualifications, any known issues regarding previous work experience, and evaluation of cultural fit with the organization. In contrast with the triage process described above, which focuses on subjective assessment of the resumes and how the candidates present themselves, we also evaluate each candidate to make sure that the minimum requirements of the position are met, and which of the preferred requirements are met. This sifting process assesses how well candidates' applications fulfill the recruitment criteria outlined in the Position Profile. Search Committee Briefing / Selection of Semifinalist Candidates At this briefing, SGR will provide a comprehensive progress report via PowerPoint presentation and will facilitate the selection of approximately 8-12 semifinalists. The presentation will include Search Committee Briefing / Selection of Finalist Candidates Prior to this briefing, SGR will provide each member of the Search Committee with a briefing book on the semifinalist candidates. The briefing book will include written questionnaires, online Interviews, and any additional information obtained about the candidate. The purpose of this briefing is to facilitate narrowing the list to 4-6 finalists who will be invited for personal interviews. Step 5: Evaluation of Finalist Candidates Once the finalists have been selected, SGR will coordinate with you to schedule interviews. Comprehensive Media Search Stage 2 These Stage 2 Media Reports are compiled by utilizing our proprietary media search process including variations of the candidates' names and states/cities in which they have lived or worked, and searches of local papers where the candidates have lived or worked. We also search social media sites. The Media Reports typically range from 20-300 pages per candidate and may include news articles, links to video interviews, blog posts by residents, etc. The Media Reports are put into an easy -to -read format and recorded onto flash drives for the Search Committee. The candidate's name is highlighted each time it appears. These media reports have proven helpful to Search Committees by uncovering issues that were not previously disclosed by candidates and that would likely not have been discovered through an automated search or Google search, typically used by other recruitment firms. The Media Reports also give the Search Committee an overview of the type and extent of press coverage that a candidate has experienced over the course of his/her career. Comprehensive Background Investigation Reports Through SGR's partnership with FirstCheck, a licensed private investigations company, we are able to provide our clients with comprehensive background screening reports that include detailed information such as: • Social Security number trace • Address history • Driving history/motor vehicle records • Credit report • Federal criminal search • National criminal search • County wants and warrants • Global homeland security search • Sex offender registry search • State criminal search (for current and previous states of residence) • County criminal search (for every county in which candidate has lived or worked) • County civil search (for every county in which the candidate has lived or worked) • Education verification A sample Background Investigation Report is included with this proposal document. First Year Game Plan (if desired) The "First Year Game Plan" is a process where finalist candidates are provided with the contact information for elected officials, key staff, and community leaders, and candidates are given free rein to make contact with all of them in advance and use those insights to develop a "first year game plan" based on what they know so far. Feedback is received from the key contacts on their impressions of the finalist candidates from the interactions with the candidates prior to the interviews. This exercise provides the opportunity to evaluate candidates' written and interpersonal communication skills, as well as critical analysis skills. Conduct Interviews SGR will schedule interviews at a date/time convenient to your organization. This process can be as simple, or as complex, as your organization desires. SGR will help you determine the specifics you need. SGR will prepare sample interview questions and will participate throughout the process to make it smooth and efficient. Deliberations SGR will facilitate a discussion about the finalist interviews and assist the Search Committee in making a hiring decision or on whether to bring back one or more candidates for a second interview. Reference Checks Our reference checks are the most comprehensive in the industry. We place very little confidence on the references provided by the candidates since those can be expected to be biased. Instead, we will typically talk to as many as 20 professional contacts for a given candidate including elected officials, direct supervisors, direct reports, internal organizational peers, professional peers in other organizations, civic leaders, and media representatives. We always seek out the candidate's greatest critics and greatest fans to ensure a complete, yet balanced, perspective and overview of each candidate. Step 7: Negotiations and Hiring Process Once the organization is ready to make an offer, SGR can provide additional assistance to the client in the following areas. Determine the Terms of an Offer Upon request, SGR will provide comparative data for selected organizations, appropriate employment agreement language, and other similar Information to assist you in determining an appropriate offer to extend to your candidate of choice. Negotiate Terms and Conditions of Employment SGR will assist to whatever degree you deem appropriate in conducting negotiations with the chosen candidate. SGR will determine and define any special needs or concerns of the chosen candidate, including anything that could be a complicating factor. SGR is experienced and prepared to help craft win -win -solutions to negotiation "log -jams." TIMELINE STANDARD RECRUITMENT) Task • Contract Executed • Outline Project Plan, Timeline • Individual Interviews with Search Committee / Key Personnel / Community Leaders (if desired) • Development of Position Profile Brochure • Search Committee Reviews and Approves Brochure • Ad Placements • Accept Applications • Email Distribution and Marketing of Position Profile • Triage and Scoring of Resumes • Search Committee Briefing (Slide Presentation) /Select Semifinalists • Candidates Complete Questionnaire and Online Interviews • Stage 1 Media Searches • Deliverable: Semifinalist Briefing Books • Search Committee Briefing / Select Finalist Candidates • Comprehensive Media Search Stage 2 • Comprehensive Background Screening Report • Candidates Complete DiSC Management Assessment • Deliverable: Finalist Briefing Books • Stakeholder Engagement (if desired) • Conduct Interviews • Deliberations • Reference Checks • Negotiations • Announcement/ Press Release Weeks Week 1 Weeks 2-3 Weeks 4-7 Week 8 Week 9 Week 10 Week 11 Weeks 12-13 Week 14 Week 15 *Each recruitment timeline Is different based on the particular needs of the organization. SGR has completed searches in as little as 45 days, although this is not the recommended approach. We have also extended recruitment well beyond 15 weeks, based on the preference of the client. Ron Holifield Resume — July 2014 Strategic Government Resources, P.O. Box 1642, Keller, Texas 76248 Cell: 214-676-1691, Ron@GovernmentResource.com PROFESSIONAL HISTORY Strategic Government Resources — Owner & CEO January 1999 to Present • Owner and CEO of this strategic management firm, helping local governments Recruit, Assess and Develop Innovative, Collaborative and Authentic Leaders. Clients have include over 350 local governments. • SGR is the largest provider of live and online training in the nation designed specifically for local government, training over 1,000 local government employees every month in 41 states. • Interviewed and/or quoted by numerous news publications and media outlets including: National Public Radio, Entrepreneur Magazine, Texas City Manager Magazine, Texas Town and City, Government Technology Magazine, GovWire Online Magazine, Federal Computer Week Magazine, CIO Magazine, Dallas Morning News, Dallas Business Journal, Piano Star Courier, DFW Tech Biz, Today Newspapers, Focus on the News, D Magazine, International Association of Chiefs of Police Journal, WOAI TV and KRLD and KTET Radio, as well as the ABC and NBC affiliates in Tulsa and WAMU radio in Washington, DC. Government Relations Specialists — Owner & CEO August 1996 to September 2001 • Owner and CEO of this 20 year old governmental consulting firm which represented businesses doing business with government and in legislative advocacy efforts. • Doubled it in size, becoming the 49`h largest lobby firm in Texas, and then sold it to an employee to focus all efforts on the launch of SGR. • Major clients included over 40 Fortune 500 firms including American Express, Aramark, Automated Licensing Systems, Children's Comprehensive Services, IBM, Quorum Health Group, Library Systems and Services, PeopleSoft, SCT, Space Imaging, TXI, Verizon, Xerox and many others. Ronald Mack Holifield Page 3 of 7 — Created Plano's first Convention/Visitor's Bureau that exceeded year six sales and bookings projections in the first year. — Initiated Plano's first Neighborhood Integrity Program. — Creatively designed construction projects for EDS and JC Penney to achieve a $750,000 sales tax windfall for the city. — Designed an Employee Wellness Program which resulted in participant health care costs equaling only one-third those of non -participants. City of Farmersville, Texas— City Manager 1984 to 1986 • First City Manager of this full service city, which operates an electric distribution system and two city lakes. City of Sundown, Texas — City Manager 1982 to 1984 • City Manager of this full service city, which operates a natural gas distribution system and a municipal golf course. City of Lubbock, Texas — City Administrative Intern to the City Manager 1981 to 1982 • Administrative Intern to the City Manager of this major city, which operates a municipally owned electric utility. EDUCATION • Texas Tech University —Masters of Public Administration • Abilene Christian University —Bachelor of Arts, Government Major/ Student Association President MAJOR AWARDS for Municipal Organizations Managed • 3CMA Economic Development Marketing Campaign Savvy Award Certificate of Excellence for International Development and Local Realtor Ads - Garland • International Association of Chiefs of Police, Excellence in Policing Award for Neighborhood Service Team - Garland • Finalist, Governor's Environmental Excellence Award - Garland • Texas Natural Resource Conservation Commission Award for Excellence - Garland • American Society of Landscape Architects, Texas Chapter, Environmental Stewardship Award for Garland's Spring Creek Forest Preserve - Garland Ronald Mack Holifield SPEAKING ENGAGEMENTS Page 5 of 7 • National Forum for Black Public Administrators OFW Chapter Conference, 2014 • Public Purchasing Association of North Texas, 2014 • Missouri Intergovernmental Risk Association Annual Conference, 2014 • Texas City Management Association Annual Conference, 2014 • American Public Works Association Midwest Annual Conference, 2014 • Governmental Finance Officers Association Annual Conference, 2014 • National Public Employers Labor Relations Association Annual Conference, 2014 • North Texas Municipal Clerks Association, 2014 • National Institute for Governmental Purchasing Lone Star Conference, 2014 • Missouri Municipal Clerks and Finance Officers Association Annual Conference, 2014 • South Texas City Manager's Association 2014 • Urban Counties Annual Conference, 2014 • SGR Annual Conference on Creating a Learning Organization, 2014 • National Public Employers Labor Relations Association Annual Conference, 2013 • National Parks and Recreation Annual Conference 2013 • Missouri Municipal League Annual Conference, 2013 • Washington City/County Management Association Annual Conference, 2013 • Nebraska City/County Management Association Annual Conference, 2013 • Tennessee Municipal League Annual Conference, 2013 • Texas City Manager's Association Annual Conference, 2013 • Government Finance Officers Association of Texas Annual Conference, 2013 • American Public Works Association Regional Conference, 2013 • Kansas Public Works Association Annual Conference, 2013 • Texas Recreation and Parks Association Annual Conference, 2013 • Texas Public Purchasing Association Annual Conference, 2013 • Colorado City County Management Association Annual Conference, 2013 • Kansas City County Management Association Annual Conference, 2012 • National Parks and Recreation Management School, 2012 • Texas City Management Study Group, 2012 • International City County Management Association Annual Conference, 2012 • National Procurement Institute, 2012 • Missouri Municipal League Annual Conference, 2012 • Texas City Clerk's Association Annual School, 2012 • Texas County Clerk's Association Annual School, 2012 • Kansas Governmental Finance Officers Association Annual Conference, 2011 • Texas City Management Association Annual Conference, 2010 • Public Risk Management Assoc. Annual Conference, 2010 • Oklahoma City Manager's Association Annual Conference, 2010 • Northwest States City Management Association Annual Conference, 2010 • Ohio City/County Management Assoc. Annual Conference, 2009 • West Texas City Management Association Annual Training Conference, 2009 Ronald Mack Holifield OTHER HONORS AND ACTIVITIES • American MENSA member • Distinguished Alumni, Abilene Christian University • Abilene Christian University Public Administration Visiting Committee • Texas Tech University, Center for Public Service, Alumni of the Year Page 7 of 7 Executive Recruitment Positions Administration • Assistant City Manager • Assistant County Manager • Chief Administrative Officer • City Administrator/City Manager/Town Manager • City Secretary • Deputy City Manager • Director of Administration • Executive Director Administrative Services/Internal Services • Administrative Services Director • Arts Director • Assistant Police Director • Chief Medical Examiner • Event/Marketing Specialist • Intergovernmental Services Manager • Management Assistant • Manager of Town Services Animal Services/Environmental Health • Animal Services Manager • Animal Shelter Manager • Animal Welfare Manager/ Director • Assistant Director of Code Compliance/Animal Welfare • Director of Animal Care and Control • Director of Regional Animal Services • Environmental Health Director • Executive Director of Animal Services Development Services • Assistant Property Management Director • Building Official / Chief Building Official • City Inspector • Community Development Director/Manager • Deputy Director of Development Services • Development Services Director • Municipal Services Director • Neighborhood Services Director • New Urbanist • Planning & Community Development Director • Property Management Director • Redevelopment Project Manager • Senior Building Inspector/ Building inspector • Tourism and Community Development Director Economic Development/CVB • Assistant Economic Development Director • Chamber of Commerce President • CVB Executive Director • Director of the Office of ED (County) • Downtown Development Director • Economic Development Corporation President/CEO • Economic Development Director/Executive Director • Economic Development Manager • Executive Director of Port & Harbor Commission • Senior Redevelopment Project Manager • Vice President/Chief Econ Development Officer Finance • Accounting Services Supervisor • Assistant Director of Finance • Budget Director/ Manager/ Officer • Capital Projects Budget Manager • Chief Financial Officer • Deputy Director of Finance • Finance Controller / Auditor / Comptroller • Finance Director/Finance Officer • Finance Manager • Purchasing Manager • Senior Accountant • Senior Budget Analyst • Treasury Supervisor Human Resources/Civil Services • Assistant Human Resources Director • Chief Performance Officer • Director of Human Resources & Risk Management • Human Resources/Civil Services Director Information Technology • Chief Information Officer • Chief Technology Officer • GIS Manager • IT Assistant Director • IT Developer/ Director/ Manager • IT Manager (Police Department) Executive Recruitment Clients Arizona • Chandler Arkansas • Fort Smith • Hot Springs Colorado • Commerce City • Craig • Durango • Englewood • Gunnison • Northglenn • Pitkin County • Trinidad • Vail • Wheat Ridge Florida • Arcadia • Charlotte County • De Land • Delray Beach • Hallandale Beach • Jupiter • Lakeland • Lee County • Palm Beach Shores • Plant City • Sunny Isles Beach • Tamarac Georgia • Albany Indiana • Clarksville Iowa 0 Davenport Kansas • Hutchinson • Lenexa • Manhattan • Overland Park • Topeka • Valley Center • Wyandotte County/ Kansas City Louisiana • Shreveport Michigan • Kalamazoo County Consolidated Dispatch Authority (KCCDA) • Midland • Muskegon Heights Mississippi • Hancock County Port & Harbor Commission Missouri • Ballwin • Cameron • Cape Girardeau • Grandview • Parkville • Raytown • Sikeston • Springfield • St. Charles Montana • Bozeman Nevada • Las Vegas • Washoe County Executive Recruitment Clients Texas, continued • Denison • Denison Chamber of Commerce • Denton County Fresh Water Supply District 1-A • Denton • Duncanville • EI Paso MPO • EI Paso • Elgin • Fairview • Farmers Branch • Farmersville • Fate • Ferris • Flower Mound • Forney • Fort Worth • Freeport • Friendswood • Gainesville • Galveston • Garland • Georgetown • Gonzales • Granbury • Grand Prairie • Grapevine • Greenville • Gulf Coast Water Authority • Harris County ESD No. 48 • Henderson • Hewitt • Highland Park • Hudson Oaks • Huntsville • Hutto • Hutto EDC • Irving • Jacksboro • Jacksonville Development Corporation (JEDCO) • Joshua • Kaufman • Keller • Kilgore • Killeen • Kyle • La Porte • Lake Dallas • Lakeway • Lake Worth • Lamesa • Lancaster • League City • Leander • Levelland • Lewisville • Lindale • Little Elm • Longview • Lorena • Lubbock • Lufkin • McKinney EDC • McKinney • Memorial Villages PD • Midland • Midlothian EDC • Missouri City • Montgomery • Mount Pleasant • Nederland • North East Texas Regional Mobility Authority (NET RMA) • North Richland Hills • North Texas Emergency Communications Center(NTECC) • Odessa PROJECT COST All -Inclusive Maximum Price for Each Executive Search Professional Services Fee: $ 18,500 Expenses Not -to -Exceed: S 6.500 All-inclusive, Not -to -Exceed Maximum Price: $ 25,000* Expenses Not -to Exceed SGR does not bill the client for any expenses except for those explicitly detailed herein. Items included in the Expenses Not -to -Exceed include: • Professional production of a high quality brochure. This brochure (typically 4 pages) is produced by SGR's graphic designer for a flat fee of $1,500. • Ad placement in appropriate professional publications, including trade journals and websites, and related advertising to announce the position. This is billed at actual cost, with no markup for overhead. (However, the costs of ad placements in newspapers are not part of the not -to -exceed ad placement costs.) • Printing of documents and materials. Reproduction costs for reports and briefing books presented to the client at 26 cents per copy, plus the cost of binders/binding. Flash drives are billed at $10 each. • Online interviews. There is a cost of $200 for each recorded online interview. SGR recommends conducting online interviews at the semifinalist stage (up to 12 semifinalists). • Psychometric Assessments. There is a cost of $150 per candidate for the DiSC Management Profile (up to 6 finalists). • Comprehensive Media Reports — Stage 2. There is a cost of $500 per candidate. SGR recommends conducting Stage 2 media searches on the finalist candidates (up to 6 finalists). • Comprehensive Background Investigation Reports. There is a cost of $300 per candidate for comprehensive background screening reports prepared by our licensed private investigations provider. SGR recommends conducting comprehensive background investigations on the finalist candidates (up to 6 finalists). • Travel for the Executive Recruiter (incurred for the benefit of the client). Meals are billed at a per diem rate of $10 for breakfast, $15 for lunch, and $25 for dinner. Mileage will be reimbursed at the current IRS rate. All other travel -related expenses are billed back at actual cost, with no markup for overhead. • Up to four (4) visits/trips by the Recruiter to the Organization. Any additional visits/trips by the Recruiter to the Organization will be billed over and above the not -to -exceed maximum price. *Supplemental Services The supplemental services listed below are not included in the maximum price above. These supplemental services include: • Candidate Travel. Candidates are typically reimbursed directly by the client for travel expenses. If the client prefers a different arrangement for candidate travel, SGR will be glad to accommodate the client's wishes. • Post -Hire Team Building Analysis. A half-day onsite workshop is $4,000, plus travel expenses, and $150 per person for I -OPT reports (if reports were not previously completed as part of the recruitment process), which include Individual Analysis Report, Emotional Impact Management Report, Change Management Report, and Team Management Report. Two -Person Reports can be ordered for an additional fee of $50 per report. • Site Visits to Communities of Finalist Candidates. If desired, the Executive Recruiter will travel to the communities of the finalist candidates to conduct onsite visits. Site visits will be charged at a day rate of $1,000 per day, plus travel expenses. • In the unexpected event the client shall request that unusual out of pocket expenses be Incurred, said expenses will be reimbursed at the actual cost with no mark up for overhead. • if the client desires any supplemental services not mentioned in this section, an estimate of the cost and hours to be committed will be provided at that time, and no work shall be done without approval. Supplemental services will be billed out at $250 per hour. Billing Professional fees for the recruitment are billed in three equal installments during the course of the recruitment. The initial installment is billed after the Organizational Inquiry and Analysis is completed and the position profile has been created. The second installment is billed when semifinalists are selected. The final installment is billed at the conclusion of the recruitment. Expense (reimbursable) items and supplemental services will be billed with each of the three installments, as appropriate. PROVISION OF SERVICE GUARANTEE SGR guarantees that you will be satisfied with the results of the recruitment process, or we will repeat the entire process at no additional professional fee until you find a candidate that you desire. Additionally, if you select a candidate (that SGR has fully vetted) who resigns or is released within 18 months of their hire date, SGR will repeat the process at no additional professional fee to the client. If the Organization circumvents SGR's recruitment process and selects a candidate who did not participate in the full recruitment process, the service guarantee is null and void. We also guarantee that we will not directly solicit a candidate we bring to you for another job. Exhibit D Executive Search Services CITY OF LUBBOCK, TEXAS RFP 18 -13697 -MA III. INSURANCE SECTION A. Prior to the approval of this contract by the City, the Contractor shall furnish a completed Insurance Certificate to the City, which shall be completed by an agent authorized to bind the named underwriter(s) to the coverages, limits, and termination provisions shown thereon, and which shall furnish and contain all required information referenced or indicated thereon. THE CITY SHALL HAVE NO DUTY TO PAY OR PERFORM UNDER THIS CONTRACT UNTIL SUCH CERTIFICATE SHALL HAVE BEEN DELIVERED TO THE CITY. INSURANCE COVERAGE REQUIRED SECTION B. The City reserves the right to review the insurance requirements of this section during the effective period of the contract and to require adjustment of insurance coverages and their limits when deemed necessary and prudent by the City based upon changes in statutory law, court decisions, or the claims history of the industry as well as the Contractor. SECTION C. Subject to the Contractor's right to maintain reasonable deductibles in such amounts as are approved by the City, the Contractor shall obtain and maintain in frill force and effect for the duration of this contract, and any extension hereof, at Contractor's sole expense, insurance coverage written by companies approved by the State of Texas and acceptable to the City, in the following type(s) and amount(s): TYPE 1. Worker's Compensation or Occupational Accident (Non Subscriber) Aggregate AND Employers Liability AMOUNT Statutory $1,000,000/person and $3,000,000 $500,000 2. Commercial General (public) Liability insurance including coverage for the following: a. Premises operations b. Independent contractors c. Products/completed operations d. Personal injury e. Advertising injury f. Contractual liability g. Medical payments 3. Comprehensive Automobile Liability insurance a. Owned/leased vehicles b. Non -owned vehicles c. Hired vehicles Combined single limit for bodily injury and property damage of $500,000 per occurrence or its equivalent. Combined single limit of $500,000 including bodily injury and property or its equivalent. The City of Lubbock shall be named a primary additional insured with a waiver of subrogation in favor of the City on all coverage's. All copies of the Certificates of Insurance shall reference the RFP or proposal number for which the insurance is being supplied. ADDITIONAL POLICY ENDORSEMENTS The City shall be entitled, upon request, and without expense, to receive copies of the policies and all endorsements thereto and may make any reasonable request for deletion, revision, or modification of particular policy terms, conditions, limitations, or exclusions (except where policy provisions are established by law or regulation binding upon either of the parties hereto or the underwriter of any of such policies). Upon such request by the City, the Contractor shall exercise reasonable efforts to accomplish such changes in policy coverages, and shall pay the cost thereof. REQUIRED PROVISIONS The Contractor agrees that with respect to the above required insurance, all insurance contracts and certificate(s) of insurance will contain and state, in writing, on the certificate or its attachment, the following required provisions: a. Name the City of Lubbock and its officers, employees, and elected representatives as additional insureds, (as the interest of each insured may appear) as to all applicable coverage; b. Provide for 30 day notice to the City for cancellation, nonrenewal, or material change; c. Provide for notice to the City at the address shown below by registered mail; d. The Contractor agrees to waive subrogation against the City of Lubbock, its officers, employees, and elected representatives for injuries, including death, property damage, or any other loss to the extent same may be covered by the proceeds of insurance; e. Provide that all provisions of this contract concerning liability, duty, and standard of care together with the indemnification provision, shall be underwritten by contractual liability coverage sufficient to include such obligations within applicable policies. NOTICES The Contractor shall notify the City in the event of any change in coverage and shall give such notices not less than 30 days prior the change, which notice must be accompanied by a replacement CERTIFICATE OF INSURANCE. All notices shall be given to the City at the following address: Marta Alvarez, Director of Purchasing and Contract Management City of Lubbock 1625 13`h Street, Room 204 Lubbock, Texas 79401 SECTION D. Approval, disapproval, or failure to act by the City regarding any insurance supplied by the Contractor shall not relieve the Contractor of full responsibility or liability for damages and accidents as set forth in the contract documents. Neither shall the bankruptcy, insolvency, or denial of liability by the insurance company exonerate the Contractor from liability. CITY OF LUBBOCK, TX Chapter 2270 Prohibition on Contracts with Companies Boycotting Israel House Bill 89, adopted by the 851 Legislature, created §2270.001, Texas Government Code, Section Subtitle F, Title 10, requires a company entering to a contract with a governmental entity or state agency to verify that the company: (1) does not boycott Israel; and (2) will not boycott Israel during the term of the contract. (Effective September 1, 2017) I, the undersigned agent for the company named below, certify that the Company does not boycott Israel and will not boycott Israel during the term of the contract. COMPANY NAME:, c�,+ , ( �4✓yr�-+rl e�`+ � �esourc�5 Gt i Signature of Company Official: r1k Date Signed: f 0— M - o l l Printed name of company official signing above: "i Corv.i)4v� NOTE, THIS FORM MUST BE COMPLETED AND INCLUDED IN WITH THE BID/PROPOSAL Contract 13697 City of Lubbock, TX Executive Search Services RFP 18 -13697 -MA This Service Agreement (this "Agreement") is entered into as of the 261h day of October 2017 ("Effective Date") by and between Strategic Government Resources (SGR) (the Executive Search Contractor), and the City f Lubbock (the "City"). RECITALS WHEREAS, the City has issued a Request for Proposals 17 -13679 -MA, Executive Search Services WHEREAS, the proposal submitted by the Contractor has been selected as the proposal which best meets the needs of the City for this service; and WHEREAS, Contractor desires to perform as an independent contractor to provide Executive Search Services , upon terms and conditions maintained in this Agreement; and NOW THEREFORE, for and in consideration of the mutual promises contained herein, the City and Contractor agree as follows: City and Contractor acknowledge the Agreement consists of the following exhibits which are attached hereto and incorporated herein by reference, listed in their order of priority in the event of inconsistent or contradictory provisions: 1. This Agreement 2. Exhibit A — General Requirements 3. Exhibit B — Proposal 4. Exhibit C — Price Sheet 5. Exhibit D — Insurance Scope of Work Contractor shall provide the services that are specified in Exhibit A. The Contractor shall comply with all the applicable requirements set forth in Exhibit B, C and D attached hereto. Article 1 1.1 The contract shall be for a term of one year with the option of four, one-year extensions, with the initial term beginning upon formal approval. 1.2 The Contractor shall not assign any interest in this Agreement and shall not transfer any interest in the Agreement, whatsoever, without prior consent of the City. 1.3 All funds for payment by the City under this Agreement are subject to the availability of an annual appropriation for this purpose by the City. In the event of non -appropriation of funds by the City Council of the City of Lubbock for the goods or services provided under the Agreement, the City will terminate the Agreement, without termination charge or other liability, on the last day of the then -current fiscal year or when the appropriation made for the then -current year for the goods or services covered by this Agreement is spent, whichever event occurs first. If at any time funds are not appropriated for the continuance of this Agreement, cancellation shall be accepted by the contractor on 30 days prior written notice, but failure to give such notice shall be of no effect and the City shall not be obligated under this Agreement beyond the date of termination. Article 2 Miscellaneous. 2.1 This Agreement is made in the State of Texas and shall for all purposes be construed in accordance with the laws of said State, without reference to choice of law provisions. 2.2 This Agreement is performable in, and venue of any action related or pertaining to this Agreement shall lie in, Lubbock, Texas. 2.3 This Agreement and its Exhibits contains the entire agreement between the City and Contractor and supersedes any and all previous agreements, written or oral, between the parties relating to the subject matter hereof. No amendment or modification of the terms of this Agreement shall be binding upon the parties unless reduced to writing and signed by both parties. 2.4 This Agreement may be executed in counterparts, each of which shall be deemed an original. 2.5 In the event any provision of this Agreement is held illegal or invalid, the remaining provisions of this Agreement shall not be affected thereby. 2.6 The waiver of a breach of any provision of this Agreement by any parties or the failure of any parties otherwise to insist upon strict performance of any provision hereof shall not constitute a waiver of any subsequent breach or of any subsequent failure to perform. 2.7 This Agreement shall be binding upon and inure to the benefit of the parties and their respective heirs, representatives and successors and may be assigned by Contractor or the City to any successor only on the written approval of the other party. 2.8 All claims, disputes, and other matters in question between the Parties arising out of or relating to this Agreement or the breach thereof, shall be formally discussed and negotiated between the Parties for resolution. In the event that the Parties are unable to resolve the claims, disputes, or other matters in question within 30 days of written notification from the aggrieved Party to the other Party, the aggrieved Party shall be free to pursue all remedies available at law or in equity. 2.9 At any time during the term of the contract, or thereafter, the City, or a duly authorized audit representative of the City or the State of Texas, at its expense and at reasonable times, reserves the right to audit Contractor's records and books relevant to all services provided to the City under this Contract. In the event such an audit by the City reveals any errors or overpayments by the City, Contractor shall refund the City the full amount of such overpayments within 30 days of such audit findings, or the City, at its option, reserves the right to deduct such amounts owing the City from any payments due Contractor. 2.10 The City reserves the right to exercise any right or remedy to it by law, contract, equity, or otherwise, including without limitation, the right to seek any and all forms of relief in a court of competent jurisdiction. Further, the City shall not be subject to any arbitration process prior to exercising its unrestricted right to seek judicial remedy. The remedies set forth herein are cumulative and not exclusive, and may be exercised concurrently. To the extent of any conflict between this provision and another provision in, or related to, this do. 2.11 The contractor shall not assign or sublet the contract, or any portion of the contract, without written consent from the Director of Purchasing and Contract Management. Should consent be given, the Contractor shall insure the Subcontractor or shall provide proof of insurance from the Subcontractor that complies with all contract Insurance requirements document, this provision shall control. IN WITNESS WHEREOF, this Agreement is executed as of the Effective Date. CITY OF LUBBOCK, TX: Daniel M. Pope, Mayor ATTEST: Rebekca Garza, City Secretary APPROVED AS TO CONTENT: D. BI a Kostelich, CFO APPROVED AS TO FORM: Amy Sims, Duty Assistant City Attorney i. Contractor: Authorized Rep ntative Signature (t�.n n n A Printed Name Title Q \Purchu& BidDocs: RFP19-13679-MA 49 Forms provided by Texas Ethics Commission www.etntcs.state.tx.us VCI,EVEE VI.U.1700� .• CERTIFICATE OF INTERESTED PARTIES FORM 1295 1of1 Complete Nos. 1- 4 and 6 if there are interested parties. Complete Nos. 1, 2, 3, 5, and 6 if there are no interested parties. OFFICE USE ONLY CERTIFICATION OF FILING Certificate Number: 1 Name of business entity filing form, and the city, state and country of the business entity's place of business. 2017-277576 Strategic Government Resources Keller, TX United States Date Filed: 10127/2017 2 Name of governmental entity or state agency that is a party to the contract for which the form is being flied. City of Lubbock, TX Date Acknowledged: 3 Provide the identification number used by the governmental entity or state agency to track or identity description of the services, goods, or other property to be provided under the contract. the contract, and provide a 2017-10-27 ACM Executive Search Nature of interest 4 Name of Interested Parry City, State, Country (place of business) (check applicable) Controlling Intermediary 5 Check only if there Is NO Interested Party. M 6 AFFIDAVIT I swear, or affirm, under penalty of perjury, that the above disclosure is true and correct. DELENA FRANKLIN 8��•': 1ki Notary Public. State of Texas 1! -,; Comm, Expires 01.12-2020 + 0/`# Nolofy ID 6842697 Signature f a thorized age n f contracting business entity AFFIX NOTARY STAMP 1 SEAL. ABOVE QQ Swornio and subscribed before me, by the said rCL11 LtJf k% q- , this the c.�© day of 20� , to c Ify which, witness my hand and seal of bice. ure of officer administering oath Printed name of officer administering oath Title of officer administering oath Forms provided by Texas Ethics Commission www.etntcs.state.tx.us VCI,EVEE VI.U.1700� .• Forms provided by Texas Ethics Commission www.ethics.state.tx.us Version V1.0.3337 CERTIFICATE OF INTERESTED PARTIES FORM 1295 101`1 Complete Nos. 1- 4 and 6 if there are interested parties. Complete Nos. 1, 2, 3, 5, and 6 if there are no interested parties. OFFICE USE ONLY CERTIFICATION OF FILING Certificate Number: 2017-277576 Date Filed: Date Acknowledged: 10/30/2017 1 Name of business entity filing form, and the city, state and country of the business entity's place of business. Strategic Government Resources Keller, TX United States 2 Name of governmental entity or state agency that is a party to the contract for which the form is10/27/2017 being filed. City of Lubbock, TX 3 Provide the identification number used by the governmental entity or state agency to track or identify the contract, and provide a description of the services, goods, or other property to be provided under the contract. 2017-10-27 ACM Executive Search 4 Name of Interested Party City, State, Country (place of business) Nature of interest (check applicable) Controlling I intermediary 5 Check only if there is NO Interested Party. ❑ X 6 AFFIDAVIT I swear, or affirm, under penalty of perjury, that the above disclosure is true and correct. Signature of authorized agent of contracting business entity AFFIX NOTARY STAMP / SEAL ABOVE Sworn to and subscribed before me, by the said this the day of 20 , to certify which, witness my hand and seal of office. Signature of officer administering oath Printed name of officer administering oath Title of officer administering oath Forms provided by Texas Ethics Commission www.ethics.state.tx.us Version V1.0.3337