HomeMy WebLinkAboutResolution - 2015-R0107 - Professional Services Contract: Slavin Management Consultants - 03/26/2015No. 2015-RO107
:h 26, 2015
No. 6.10
RESOLUTION
BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF LUBBOCK:
THAT the Mayor of the City of Lubbock is hereby authorized and directed to
execute for and on behalf of the City of Lubbock, a Professional Services Contract to
provide a City Manager Executive Search Consultant Services, by and between the City
of Lubbock and Slavin Management Consultants, 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 March 26, 2015
GL . R ERTSON, MAYOR
ATTEST:
A 6-0A , , 3C
Rebe ca Garza, City Secretary
APPROVEDAS F CONTENT:
Quincy White, Deputy City anager
APPROVED AS TO FORM:
AR6 �
Mitchell Satterw ' irs Assis t City Attorney
RES.Prof Sery Contract -Slavin Management Consultants Services
3.16.15
Resolution No. 2015-R0107
CONTRACT 12219
CITY OF LUBBOCK, TX
Slavin Management Consultants
Master Agreement
This Service Agreement (this "Agreement") is entered into as of the26th day of March 2015,
("Effective Date") by and between Slavin Management Consultants, (the E-ntractor),and the City of
Lubbock (the "City").
RECITALS
WHEREAS, the City has issued a Request for Proposals RFP 15 -12219 -MA for,
Executive Search Firm for City Manager.
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 a City
Manager Executive Search, 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 and Best and Final Offer
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, and hereto.
Article 1 Services
1.1 Contractor agrees to perform services for the City that are specified under the General
Requirements set forth in Exhibit A. The City agrees to pay the amounts stated in
Exhibit B, to Contractor for performing services.
1.2 Contractor shall use its commercially reasonable efforts to render Services under this
Agreement in a professional and business -like manner and in accordance with the
standards and practices recognized in the industry.
Nonappropriation clause. 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 nonappropriation 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 fust. If at any time funds are
not appropriated for the continuance of this Agreement, cancellation shall be accepted by
the contractor on thirty (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 thirty (30) days of written
notification from the aggrieved Party to the other Patty, 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 thirty (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 fors 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
document, this provision shall control.
IN WITNESS WHEREOF, this Agreement is executed as of the Effective Date.
CITY OF LUBBOCK, TX:
AOS
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Rebect Garza, City Secretary
U
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�D ASS T CONTE
Quincy White, Deputy City Manager
CONTRACTOR:
Robert Slavin
Slavin Management Consultants
President
GENERAL REQUIREMENTS
3 SCOPE OF WORK (INCLUDE SOW FROM RFP)
CONTRACT TERMS AND CONDITIONS
It is understood that any resulting contract executed will contain the following
Indemnification and Release language:
a) Indemnification
It is further agreed that the Contractor (separately and collectively the
"Indemnitee") shall indemnify, hold harmless, and defend the City, its officers,
agents, and employees from and against any and all claims, losses, damages,
causes of action, suits, and liability of every kind, including all expenses of
litigation, court costs, and attorney's fees, for injury to or death of any person or
for damage to any property arising out of or in connection with the work done by
the Contractor under this Contract. Such indemnity shall apply regardless of
whether the claims, losses, damages, causes of action, suits, or liability arise in
whole or in part from the negligence of the City, any other party indemnified
hereunder, the Contractor, or any third party.
b) Release
The Contractor assumes full responsibility for the work to be performed
hereunder and hereby releases, relinquishes, and discharges the City, its officers,
agents, and employees from all claims, demands, and causes of action of every
kind and character, including the cost of defense thereof, for any injury to or death
of any person and any loss of or damage to any property that is caused by,
alleged to be caused by, arising out of, or in connection with the Contractor's
work to be performed hereunder. This release shall apply regardless of whether
said claims, demands, and causes of action are covered in whole or in part by
insurance and regardless of whether such injury, death, loss, or damage was
caused in whole or in part by the negligence of the City, any other party released
hereunder, the Contractor, or any third party.
c) Non Arbitration
The city reserves the right to exercise any right or remedy available 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 document, this
provision shall control.
d) Contract Term
The contract shall be for a term of two (2) years, said date of term beginning upon
formal approval. The contract may be renewed for an additional two (2) year term
under the same terms and conditions upon written agreement from both parties.
Exhibit "A"
II. GENERAL REQUIREMENTS
I INTRODUCTION
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 INTENT
a) The City of Lubbock (hereinafter called "City") is seeking proposals from interested
firms and individuals, (hereinafter called "Proposer") to perform executive search
services in regard to the selection and recruitment of a qualified individual for the
position of City Manager.
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 PURPOSE OF THE PROJECT
The City requires a candidate search for the position of City Manager. The purpose of the
proposal is to demonstrate to the City the qualifications, competence, and capability of the
proposer. The City of Lubbock seeks, through this RFP, a firm to identify, screen, and recruit
candidates for the City Manager position. The firm is to utilize their experience and
knowledge of executive searches to translate the City's needs into a detailed recruiting
profile of the position and environment, then to encompass a nationwide search
SCOPE OF WORK
Assist the Mayor and member of the City Council with developing a candidate profile;
advertise the position; directly solicit candidates; review initial candidates with the Mayor
and City Council members; present a written report on background, strengths, and
accomplishments; provide reference lists on each recommended finalist; facilitate final
interview process with some suggested interview questions; coordinate all correspondence,
travel arrangements, and recordkeeping; and conduct detailed background and professional
reference checks on recommended finalists, if requested.
Three to five competent candidates should be provided for evaluation by the Mayor and
members of the City Council. A written biography and evaluation of each candidate will be
provided by the search firm.
5 EXPERIENCE REQUIREMENTS
Proposers are encouraged to provide the number of City Manager/Administrator placements
the firm has successfully completed in similar sized municipalities including demonstration
of the proposer's experience with seeking a diversity of applicants, including female and
minority candidates.
6 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 to conduct a search for a City Manager for the City of
Lubbock.
a) A statement of qualifications, history and experience of the firm to include
identification of all key personnel who will be assigned to the project and the specific
role of each individual. (25%)
b) An explanation of the proposer's objectives and approach to the candidate search
including an outline of the process and methodology to be utilized, along with a
timeline by which the process will occur. (25%)
C) A list of client references, specifically from executive searches for the position of
City Manager or City Administrator. (25%)
d) The cost of associated fees and expenses for the project, including but not limited to
rates and estimated hours. (25%)
The committee will review the proposals and will recommend one firm to the City Council.
The City Council will have final authority to award the contract.
7 PROPOSAL FORMAT
a) Proposals should provide a straightforward, concise description of the Offeror's
capabilities to satisfy the requirements of the RFP. Emphasis should be on
completeness, clarity of content, and conveyance of the information requested by the
City.
b) The proposal should be bound in a single volume where practical. All documentation
submitted with the proposal should be bound in that single volume.
C) If the proposal includes any comment over and above the specific information
requested in the RFP, it is to be included as a separate appendix to the proposal.
d) The proposal must be organized into the following response item sections and
submitted in an indexed binder.
i) 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.
ii) A description of the methodology to be used to complete the project to include,
but not be limited to, how recommendations will be formulated and commitment
of adequate appropriate resources to the project.
iii) Offeror's specific expertise in areas pertinent to the project to include a listing and
brief description of similar projects completed (with the dates of completion) or in
progress and a list of references by name, address, and telephone number for each
project listed. This list of projects in progress shall include the phase of work that
each project is currently in (i.e. design, bid, construction), and the estimated
completion date.
iv) A brochure of past work, with emphasis on comparable projects
v) List of principal(s) of the Proposer and amount of time that principal(s) will be
involved in the project.
vi) List of other professionals to be used, if applicable, with a record of experience in
projects of this nature. Identification of principal(s) and percentage of time the
principal(s) will be involved in the project.
vii) The organizational structure of the employees who will be assigned to this project
along with resumes of those individuals. If a joint venture is expected, then
provide the organizational structure of the sub -contractor and resumes of those
persons who will be involved in the project.
viii) The Proposer must assure the City that he/she will to the best of his/her
knowledge, information and belief, be cognizant of, comply with, and enforce,
where applicable and to the extent required, all applicable federal or state statutes
and local ordinances including, but not limited to the Davis -Bacon Federal
minimum wage requirements.
ix) Describe the Offeror's methodology for handling errors and omissions.
x) Disclosure of any obligations posing a potential conflict of interest, including
service on City boards and/or commissions and any current contracts with the
City of Lubbock. This would apply to the Proposer as well as consultants
subcontracted by the Proposer.
xi) Any material which the proponent wishes to submit and which is not specifically
requested in the above categories.
xii) Offerors are strongly encouraged to explore and implement methods for the
utilization of local resources, and to outline how they would address outreach
issues in their proposal. it is also the desire of the City that the City of Lubbock
program serve, as much as practicable, to stimulate growth in all sectors of the
local business community. Describe how your firm would facilitate this process,
and provide any relevant information about similar efforts on previous projects.
[title[
CITY OF LUBBOCK, TEXAS
RFP [number]
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 full force and effect for the duration of this contract, and any
extension hereof, at Contractors 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)
AND
Employers Liability
AMOUNT
Statutory
$1,000,000/person and $3,000,000 Aggregate
$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 days 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 131h 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.
EXHIBIT B
CITY OF LUBBOCK. TEXAS
Response to Request for Proposal #15 -12219 -MA
RE: City Manager Recruitment
Prepared by Paul Wenbert, Western Regional Manager,
Slavin Management Consultants, February 3, 2015
F
NsuLTA NTs
7828 E. Red Hawk Circle, Mesa, Arizona 85207
480-664-2676
pwconsultinq@cox.net
www.slavinmanagementconsultants.com
TABLE OF CONTENTS
SECTION I. COVER LETTER
SECTION II. WORK PLAN/METHODOLOGY............................................................................1
SECTION III/IV.SMC EXPERTISE/REFERENCES............................................................................4
SMC Staff Assigned to this Project...................................................................... 4
SMC's Resulfs-Oriented Process.......................................................................... 4
City/County Managers Searches Conducted ................................................. 7
References............................................................................................................ 8
SECTION V. ORGANIZATIONAL STRUCTURE
APPENDIX
About Project Staff ........................
Minority and Female Placements
Project Schedule/Cost..................
Sample Recruitment Profile ..........
Guarantees ....................................
Sample Reports ..............................
Slavin Management Consultants • Proposal to Recruit Lubbock City Manager •Table of Contents
C
SECTION I—COVER LETTER
stwvua �nrr
CON suFrANTS
February 3, 2015
Marta Alvarez, Director of Purchasing and Contract Management
City of Lubbock
1625 13th Street, Room 204
Lubbock, Texas 79401
Honorable Mayor and City Council:
Slavin Management Consultants is pleased to submit this proposal to conduct the
executive search for Lubbock's next City Manager at a cost of $16,005 plus expenses.
Slavin Management Consultants (SMC) operates a national practice from its home
office near Atlanta, Georgia, and also has consultants in California, Arizona, Texas,
Ohio, Michigan, Connecticut, and Florida. With its extensive national network, SMC is
confident in its ability to secure a group of outstanding candidates from throughout the
nation that would be a good fit for the City.
Mr. Bob Slavin will serve as project manager and co -primary consultant on this
assignment. Having conducted or assisted in the conduct of more than 850 executive
recruitments including more than 250 city manager searches throughout the United
States, Mr. Slavin is among the most experienced local government management
recruiters in the country.
Mr. Paul Wenbert will serve as co -primary consultant. After a 30 -year career in city
management including nearly 13 years as a city manager, Mr. Wenbert joined SMC in
2007 as its Western Regional Manager. He has conducted or assisted in the conduct of
50 searches for jurisdictions as small as Carlisle, Iowa, (3,900 population) to as large as
Phoenix, Arizona, (1.5 million population).
SMC assures the City it will comply with and enforce where applicable and to the
extent required all applicable federal or state statutes and local ordinances including
but not limited to the Davis -Bacon Federal minimum wage requirements to the best of
its knowledge, information, and belief. Also SMC does not have any obligations posing
a potential conflict of interest including service on City boards and/or commissions and
any current contracts with the City of Lubbock.
7828 E Red Hawkarde I Mesa, Arizona 85207 1 Ph: 480.664.2676 1 Cell: 480.444.9512 1 pwconsulting@cox.net
Thank you for the opportunity to submit this proposal. Please contact Mr. Wenbert at
480-664-2676 if you have any questions about this proposal.
4aul
Western Regional Manager
7828 E Red Hawk Circle I Mesa, Arizona 85207 1 Ph: 480.664.2676 1 Cell: 480.444.9512 1 pwconsuldng@coxnet
SUBMIT TO:
CITY OF LUBBOCK
tiJ ,
Cityaf
CITY OF LUBBOCK TX
Purchasing& Contract Management
Lubbock
1625 13i1 Street, Ran 204
,tur
REQUEST FOR
Lubbock, Tx 79401-3830
PROPOSAL
CONTACT PERSON:
Marta Alvarez
AN EQUAL
15 -12219 -MA
TEL: 806.775.2171
FAX: 806.775.2164
OPPORTUNITY
httpl/purchming.ci.lubbock.tx.us
EMPLOYER
TITLE: Executive Search Firm for City Manager
SUBMITTAL DEADLINE:
February I8, 2015, at 2:00 p.m. CST
PRE PROPOSAL. MEETING DATE, TIME AND LOCATION: February 10,
Aiy proposals received after the nme anddwe lived aboee, regardlem
2015, at 10:00 a.m. in the CCCR Conference Room at City
Hall, 1625
ofthe ma de of dellwy, shall be retamedimopened
13i6 Street, Lubbock, Texas.
RESPONDENT NAME:
Slavin Management Consultants
IF RETURNING AS A `NO RESPONSE", PLEASE STATE REASON.
MAILING ADDRESS:
7828 E. Red Hawk Circle
CITY — STATE — ZIP:
THE CITY OF LUBBOCK RESERVES THE RIGHT TO ACCEPT OR REJECT ANY AND
Mesa, AZ 85207
ALL PROPOSALS IN WHOLE OR IN PART AND WAIVE ANY
INFORMALITY IN THE COMPETITIVE PROPOSAL PROCESS. FURTHER,
TELEPHONE NO:
THE CITY RESERVES THE RIGHT TO ENTER INTO ANY CONTRACT
480-664-2676
DEEMED TO BE IN THE BEST INTEREST OF THE CITY.
IT IS THE INTENT AND PURPOSE OF THE CITY OF LUBBOCK THAT THIS
FAX NO:
770-416-0848
REQUEST PERMITS COMPETITIVE PROPOSALS. IT IS THE OFFEROR'S
RESPONSIBILITY TO ADVISE THE CITY OF LUBBOCK DIRECTOR OF
E-MAIL:
weonsultin � �cox,net
PURCHASING AND CONTRACT MANAGEMENT IF ANY LANGUAGE,
REQUIREMENTS, ETC., OR ANY COMBINATIONS THEREOF,
FEDERAL TAX ID NO. OR SOCIAL SECURITY NO.
INADVERTENTLY RESTRICTS OR LIMITS THE REQUIREMENTS STATED
20-8948362
IN THIS RFP TO A SINGLE SOURCE. SUCH NOTIFICATION MUST BE
SUBMITTED IN WRITING AND MUST BE RECEIVED BY THE DIRECTOR
OF PURCHASING AND CONTRACT MANAGEMENT NO LATER THAN
FIVE (5) BUSINESS DAYS PRIOR TO THE ABOVE SUBMITTAL DEADLINE.
THE OFFEROR HEREBY ACKNOWLEDGES RECEIPT OF AND AGREES ITS PROPOSAL IS BASED ON ANY ADDENDA
POSTED ON BIDSYNC.COM
The City of Lubbock Charter states that no officer or employee of the City can benefit from any contract, job, work or service for the
municipality or be interested in the sale to the City of any supplies, equipment, material or articles purchased. Will any officer or employee of the
City, or member of their immediate family, benefit firm the award of this proposal to the above fine?—YES---2L_ NO
IN COMPLIANCE WITH THIS SOLICITATION, THE UNDERSIGNED OFFEROR HAVING EXAMINED THE REQUEST FOR
PROPOSAL, AND BEING FAMILIAR WITH THE CONDITIONS TO BE MET, HEREBY SUBMITS THE FOLLOWING. AN
INDIVIDUAL AUTHORIZED TO BIND THE COMPANY MUST SIGN THE FOLLOWING SECTION. FAILURE TO EXECUTE THIS
PORTION MAY RESULT IN PROPOSAL RESECTION.
By my signature I certify that this offer is made without prior understanding, agreement, or connection with any corporation, firm, business
entity, or person submitting an offer for the same materials, supplies, equipment, or service(s), and is in all respects fair and without collusion or
fraud. 1 further agree that if the offer is accepted, the offeror will convey, sell, assign, or transfer to the City of Lubbock all right, title, and interest
in and to all causes of action it may now or hereafter acquire under the Anti-trust laws of the United States and the State of Texas for price fixing
relating to the particular commodity(s) or service (s) purchased or acquired by the City of Lubbock. At the City's discretion, such assignment
shall be made and become effective at the time the City tenders final payment to the vendor.
Western Regional Manager
Ad .d Signature Title
Paul Wenbert February 3. 2015
PrintType Name Date
THIS FORM MUST BE COMPLETED AND RETURNED WITH YOUR RESPONSE.
SECTION II—WORK PLAN/METHODOLOGY
SMC will use a proven and comprehensive seven -step work plan to complete this
project as follows:
1. Develop recruitment profile;
2. Recruit qualified candidates;
3. Submit written progress report on semi-finalists to client;
4. Conduct background investigations/site visits on finalists;
5. Assist client in interview and selection process:
6. Facilitate employment of selected candidate; and
7. Conduct follow-up with client after candidate has been employed.
Each step of this work plan is described below.
1. Develop recruitment prortle
SMC will meet with the Mayor and City Council Members and Department Directors to
learn about the City's needs and culture. Also, SMC will provide options for additional
external and internal stakeholder involvement. Finally, SMC would appreciate
receiving a guided tour of the community. These meetings and tour as well as
independent research conducted by SMC about the community and position will help
SMC determine the unique challenges to be managed by Lubbock's next City
Manager. This will allow SMC to accurately describe the desired professional and
personal attributes top candidates should possess.
Once SMC has gained sufficient information, it will prepare a draft recruitment profile
and review it with the Mayor and City Council to obtain their approval. The profile will
include information about the Lubbock community, City government, issues and
opportunities to be managed by the next City Manager, and the job requirements and
selection criteria.
2. Recruit qualified candidates
SMC will utilize the following resources to conduct a national recruitment for qualified
candidates that meet the job specifications and selection criteria for the position:
• SMC's database of candidates;
• SMC's professional local government management network;
• Advertisements in national professional print publications and websites and
regional publications as appropriate; and
Slavin Management Consultants • Proposal to Recruit Lubbock City Manager -Page I 1
Sending the recruitment profile to persons who have the requisite experience for
k the position.
r
- 3. Submit wriHen progress report on semi-finalists
SMC will submit a written progress report on the semi-finalists and meet with the client to
r- discuss this report. Typically 10-15 semi-finalists are included in the progress report.
The progress report will summarize each semi-finalists' experience and education. The
report will also include a screening of semi-finalists against the selection criteria and job
requirements contained in the recruitment profile. This screening will be based on:
a review of resumes and cover letters;
• SMC's phone interviews of semi-finalists;
• semi-finalists' responses to a supplemental questionnaire that provides additional
information about semi-finalists' management styles, writing skills, and how
closely their experience relates to the selection criteria and job requirements in
the recruitment profile; and
• SMC's knowledge of semi-finalists' work performance and the quality of the
organizations and communities in which they have served.
The progress report will also include the semi-finalists' current salary. At SMC's meeting
with the client, the client will select the finalists to interview using SMC's candidate
ranking forms if desired. Typically five finalists are interviewed. Appendix F contains an
example of the type of information which will be included in the progress report.
4. Conduct background investigations/site visits on finalists
SMC will conduct background investigations and site visits on the finalists. In order to
better assess the finalists' management style and interpersonal characteristics, SMC will
personally interview each in his or her present work environment while protecting the
finalists' confidentiality. SMC will closely examine each finalist's experience,
achievements, management style, and interpersonal skills in relation to the recruitment
profile's selection criteria.
SMC's background investigations include detailed and extensive reference checks
which cover a minimum period of ten years. SMC will interview the references provided
by the finalists as well as others who can evaluate the candidate's job performance.
The background work also includes investigation to the maximum extent permitted
under federal law of finalists':
• criminal and civil court records;
Slavin Management Consultants • Proposal to Recruit Lubbock City Manager -Page 12
• credit history;
• driving records; and
• college degrees.
At the client's option, SMC can arrange for assessment centers and/or psychological
(or similar) testing of the candidates. These optional items will result in additional cost to
the client.
SMC will provide a report to the client about these background checks and site visits.
5. Assist client in interview and selection process
SMC will assist the client in developing the interview process based on SMC's
knowledge of best practices and will provide a list of interview questions for the client's
consideration. SMC will contact the finalists to inform them of interview schedules and
other logistical details, and SMC will be present during the interviews. Finally, SMC will
notify all unsuccessful candidates of the final decision reached.
6. Facilitate employment of selected candidate
SMC will provide information about trends in employment, employment agreements,
and relocation expenses to the client. SMC will also facilitate negotiation of the
selected candidate's compensation package.
7. Conduct follow-up with client after candidate has been employed
SMC will follow-up with the Mayor and the new City Manager six and twelve months
after the selected candidate has been employed to evaluate the success of the
placement. SMC will assist in any adjustments that may be necessary.
SMC is committed to providing sufficient resources as identified in Appendix C to
accomplish this project.
Slavin Management Consultants • Proposal to Recruit Lubbock City Manager -Page 13
I
C
C
r
l
SECTION III/IV—SMC EXPERTISE/REFERENCES
r SMC STAFF ASSIGNED TO THIS PROJECT
I SMC President Bob Slavin will serve as project manager and co -primary consultant on
this assignment. Mr. Slavin is among the most experienced recruiters of local
government managers in the nation. He has a strong and proven commitment to
Cproviding exceptional recruitment services to public agencies and has received many
accolades supporting this work. Mr. Slavin has conducted or assisted in the conduct of
more than 850 executive searches throughout his career including more than 250 city
manager searches.
Mr. Paul Wenbert will serve as co -primary consultant on this project. After a 30 -year
career in city management, Mr. Wenbert joined SMC in 2007 as its Western Regional
Manager. He has conducted or assisted in the conduct of 50 searches for jurisdictions
as small as Carlisle, Iowa, (3,900 population) to as large as Phoenix, Arizona (1.5 million
population). During his city management career, Mr. Wenbert was responsible for
management of a $470 million budget and 1,100 employees as Deputy City Manager
for the City of Mesa, Arizona. Also, Mr. Wenbert spent nearly 13 years of his career as a
city manager. Mr. Wenbert has an extensive nationwide professional network based on
his 30 years of involvement in the International City/County Management Association
(ICMA) including serving on the ICMA Board and chairing 3 ICMA Committees.
Additional information about SMC staff assigned to this project is included in Appendix
A.
SMC'S RESULTS -ORIENTED PROCESS
SMC uses a critical path search process which allows its clients to focus their attention
on the selection process rather than on identifying, recruiting, screening, and
evaluating candidates. The best prospects are typically happily employed and do not
respond to advertisements. These people need to be found and encouraged to
become candidates. They are understandably reluctant to apply for positions when
their application could become a matter of public information prior to being assured
that the client is interested in their candidacy. SMC has a proven track record of
W aggressively pursuing these types of "happily employed" candidates to encourage
them to submit their applications. SMC's approach to this assignment will reflect the
unique qualities of Lubbock, and it will honor the confidentiality of candidates to the
extent permitted by Texas law.
SMC would like the City of Lubbock to consider SMC's unique qualities and approach
identified below that help to distinguish it from other public sector recruiting firms.
. Slavin Management Consultants • Proposal to Recruit Lubbock City Manager -Page 14
• SMC is results -oriented. Once the recruitment profile is approved by the City,
SMC will "lock" into the profile's criteria and carefully identify, recruit, and
evaluate candidates who meet the City of Lubbock's criteria. SMC does not
simply bring forward candidates it already knows.
• SMC is committed to complete client satisfaction. SMC's successful placement -
oriented approach will ensure that the project work is practical, realistic, and
timely and that it has the full commitment and support of the client so that a
successful placement occurs.
• SMC makes use of resources that go beyond "Google" searches to conduct
background checks of potential candidates. In addition and unique to this
Industry, SMC visits finalists' work sites prior to client Interviews to learn first-hand
about candidates' management style and work performance.
• SMC's methodologies are state-of-the-art and include advertising in traditional
publications, websites, and use of SMC's large resume data base to generate
quality applicants.
• SMC's style is interactive in that it builds a partnership with its clients.
• SMC uses discount airfares and makes multi -client trips whenever possible to
reduce expenses to its clients.
• SMC are experts in EEO/AA recruitment. Approximately 25 percent of its
placements are from protected groups (see Appendix B for partial list).
• Every search SMC has conducted resulted in a selection from among its
recommended group of candidates. SMC's experience includes large and
small organizations and chief executives and subordinate -level positions. More
than 95 percent of SMC's placements have remained in their clients' positions for
more than five years, and the guarantee (see Appendix E) of redoing the search
due to the candidate leaving during the first 2 years of the new position has
occurred only twice out of more than 850 searches. SMC has established this
enviable track -record due to its extensive research at the beginning of each
assignment about the client and the position to be filled which helps SMC
identify candidates that are a good fit for the position. This candidate fit is
further verified through extensive background investigations, reference checks,
and visits to finalists' work sites. SMC believes the best predictor of future
candidate performance is past performance which is why SMC obtains such a
substantial amount of information about each finalist.
While SMC is proud of its results -oriented approach of focusing on the practical aspects
of filling positions in a timely and cost-effective manner, SMC realizes that process is
important as well. For example, Lubbock's City Manager recruitment profile and
advertisement will be viewed by thousands of local government professionals
throughout the nation. This provides an excellent opportunity for Lubbock to market
itself and increase its visibility to opinion -makers throughout the United States. SMC will
Slavin Management Consultants • Proposal to Recruit Lubbock City Manager -Page 15
produce a quality recruitment profile brochure that markets Lubbock in a positive light
(see Appendix D for example of SMC recruitment profile). In addition, the "customer
service" approach SMC employs in dealing with prospective candidates will also reflect
positively on Lubbock. SMC is as proud of its responsiveness to candidates as it is to its
clients.
Slavin Management Consultants • Proposal to Recruit Lubbock City Manager -Page 16
CITY/COUNTY MANAGER SEARCHES CONDUCTED
SMC has completed more than 250 city and county manager searches throughout the
nation. The following are city and county manager searches that SMC has conducted
in the last 4 years.
CLIENT
POPULATION
YEAR
SEARCH
Adams, CO
452,000
2013
County Manager
Amberley Village, OH
4,000
2011
Village Manager
30Y City, MI
35,000
2014
City Manager
loomfield, CT
20,000
2013
Town Manager
ranson, MO
11,000
2013
City Administrator
arlisle, IA
4,000
2013
City Administrator
ass, MI
51,000
2011
Count Adm/Controller
or us Christi, TX
285,000
2011
City Manager
unwood , GA
46,000
Current
Cit Manager
n lewood, CO
30,000
2014
Cit Mona er
ridle , MN
27,000
2013
Cit Mana er
eor etown, SC
9,000
2013
Cit Administrator
reenville, NC
85,000
2012
CityMana er
ulf Shores, AL
10,000
2013
City Administrator
ardeeville, SC
3,000
2011
City Manager
lamath Falls, OR
21,000
2012
City Manager
on mont, CO
87,000
2012
City Manager
oveland, OH
12,000
2014
City Manager
�Ayrtle Beach, SC
27,000
2014
City Manager
ewark, DE
31,000
2012
City Manager
ak Park, IL
52,000
2013
Village Manager
eoria, IL
183,000
2011
County Administrator
orta e, MI
47,000
2014
City Manager
owder Springs, GA
14,000
Current
City Manager
eminole, FL
409,000
2011
County Manager
nellville, GA
18,000
2012
City Manager
t. Joseph, MO
76,000
2011
City Manager
azewell, IL
131,000
2012
County Administrator
'ipp City, OH
10,000
2014
City Manager
, FL
21,500
2012
Ci Mana er
e, IA
14,000
2013
Cit Administrator
es Moines, IA
57,000
2011
Cit Mana er
ster, MA
V
183,000
2014
Cit Mana er
otte/Kansas Cit , KS
159,000
2014
Count Administrator
n , OH
8,000
2011
City Manager
Slavin Management Consultants • Proposal to Recruit Lubbock City Manager •Page 17
REFERENCES
Mr. Ron Olson
City Manager
City of Corpus Christi
P.O. Box 9277
Corpus Christi, Texas 78469-9277
361-826-3220
rono@cctexas.com
City Manager search, 285,000 population, 2011
2. Mr. Darin Atteberry
City Manager
City of Fort Collins
PO Box 580
Fort Collins, Colorado 80522-0580
970-221-6507(phone)
970-224-6107 (fax)
datteberry@fcgov.com
Deputy City Manager/Chief Operating Officer search, 151,000 population, 2014
3. Mr. Bobby King
Chief Human Resources Officer
City of Longmont
Civic Center Complex
350 Kimbark Street
Longmont, Colorado 80501
303-651-8605
bobby.kina@ci.lonamont.co.us
City Manager search, 87,000 population, 2012
4. Mr. Kin Shuman (former Aurora, Colorado, Human Resources Director)
Director of Human Resources
Elizabeth C-1 School District
303-646-1832
kshuman@esdkl2.org
Aurora, Colorado, City Manager search, 314,000 population, 2010
5. Mr. Robert Layton
City Manager
City of Wichita, Kansas
City Hall
455 N. Main
Slavin Management Consultants • Proposal to Recruit Lubbock City Manager -Page 18
Wichita, Kansas 67202
316-268-4351(phone)
316-268-4286 (fax)
rlavton@wichita.aov
City Manager search, 360,000 population, 2008
6. Mr. Mark Holland
Mayor/CEO
Unified Government of Wyandotte County/Kansas City, Kansas
City Hall
701 North 71h Street
9th Floor
Kansas City, Kansas 66101
913-573-5010(phone)
816-573-5020 (fax)
mavorholla nd @wvcokck.org
County Administrator search, 159,000 population, 2014
7. Mayor Bill Bunten
City of Topeka
City Hall
215 SE 7th Street
Topeka, Kansas 66603
785-368-3895(phone)
785-368-3909 (fax)
bbunten@topeka.ora
City Manager search, 124,000 population, 2006
8. Mayor Bill Falkner
City of Saint Joseph, Missouri
816-271-4640
bfalkner@ci.st-ioseoh.mo.us
City Manager search, 76,000 population, 2011
9. Mayor Matt Hayek
City of Iowa City, Iowa
410 E. Washington Street
Iowa City, Iowa 52240
319-356-5010(phone)
319-356-5497 (fax)
matt-hayek@iowa-city.org
City Manager search, 65,000 population, 2010
Slavin Management Consultants • Proposal to Recruit Lubbock City Manager •Page 19
10. Mayor Harold Weinbrecht
Town of Cary
PO Box 8005
Cary, North Carolina 27512-8005
919-469-4011 (phone)
919-460-4910 (fax)
harold.weinbrecht@townofcary.org
Town Manager search, 116,000 population, 2009
11. Mayor Allen Joines
City of Winston-Salem
101 N. Main Street
Winston-Salem, NC 27101
(336) 727-2058
allenj@cityofws.org
City Manager search, 186,000 population, 2006
12. Mayor Allen Thomas
City of Greenville, North Carolina
252-329-4419
amthomas@greenvillenc.gov
City Manager search, 84,500 population, 2012
Slavin Management Consultants • Proposal to Recruit Lubbock City Manager -Page 1 10
SECTION V—ORGANIZATIONAL STRUCTURE
Slavin Management Consultants (SMC) was formed in 1991 and is incorporated in the
State of Georgia. SMC operates a national practice from its home office in the Atlanta
metropolitan area. The principal and only stock holder of the firm is Robert E. Slavin. Mr.
Slavin has extensive experience as a local government manager, an executive recruiter
and a management consultant. In addition to the home office staff, SMC has
consultants in Ann Arbor, Michigan; Cincinnati, Ohio; Dallas, Texas; Hartford,
Connecticut; Key West, Florida; Manteca, California; and Mesa, Arizona. As one of the
only national public sector executive recruiting firms in the country, SMC is confident in
its ability to secure a group of outstanding candidates from throughout the nation that
would be a good fit for the City.
SMC provides high-quality consulting services to state and local governments, health
care providers, transit authorities, utilities, special districts, and private sector clients.
Specialty practice areas include executive recruitment, pay and classification,
performance appraisal systems, and organizational development and training. SMC
has conducted successful assignments for hundreds of public sector organizations
nationally and received many accolades for its work.
Slavin Management Consultants is in excellent financial condition. The company is
profitable, is current with all of its accounts, and has no debt. SMC has never been
sued and is not aware of any pending legal actions against the company.
Slavin Management Consultants • Proposal to Recruit Lubbock City Manager -Page 1 11
SLAVIN MANAGEMENT CONSULTANTS ORGANIZATIONAL CHART
Robert E. Slavin
President
Janet Fisher
Office Administrator
Executive Search
Division
Robert E. Slavin
Division
Phil Sutton
Managing Managing
Consultant Consultant Ms. Jill Pylant
George Goodman Randi Frank Technical Advisor
Senior Consultant Western Regional �flManager Senior Consultant
Josie Johnson Paul nagerWenbKim Warren
Senior Consultant Health Care I I Consultant
Stephen Cottrell Consultant I�JI Sandra Neuman
Jeanne Goche
Senior Consultant
Dave Knngs
Consultant
John Slavin
Pacific Northwest
Recruitment
Manager
Dennis Taylor
John Nowak
Calrfomia
Recruitment
Manager
Slavin Management Consultants • Proposal to Recruit Lubbock City Manager -Page 1 12
C
APPENDIX
Slavin Management Consultants • Proposal to Recruit Lubbock City Manager •Appendix Section
APPENDIXA -ABOUT PROJECT STAFF
Paul Wenbert, ICMA-CM, SMC Western Regional Manager
Mr. Wenbert has 30 years of local government management experience including 24
years of executive level experience with nearly 13 of those as a city manager. Mr.
Wenbert joined Slavin Management Consultants in 2007 as Western Regional Manager.
He is headquartered in Mesa, Arizona. Most recently, Mr. Wenbert completed 6.5 years
of service as Deputy City Manager for the City of Mesa. His career highlights include 9
years as City Administrator for Newton, Iowa; 3.5 years as Village Manager for Villa Park,
Illinois, and 4.5 years as Assistant City Manager for Ames, Iowa. Early in his career Mr.
Wenbert served as an administrative intern for Fort Wayne, Indiana, administrative
assistant for Marion, Indiana, and administrative intern and administrative assistant for
Mesa, Arizona.
Mr. Wenbert has a Masters degree in Public Administration from Arizona State University
and a Bachelor of Science degree in Public Affairs from Indiana University. He is an
ICMA Credentialed Manager and a graduate of the Senior Executive Institute at the
University of Virginia.
His career highlights include:
• Managed city departments with $470 million budget and 1,100 employees in
Mesa, Arizona;
Chaired Keep Maytag In Newton Task Force which facilitated retention of more
than 2,000 jobs and addition of 440 jobs and $41 million of investment;
• Instituted Productivity Improvement Programs in Newton, Iowa, and Villa Park,
Illinois, resulting in over $3 million of savings;
• Negotiated revised intergovernmental agreement with twelve local
governments for regional landfill operated by City of Newton and involved in
many other intergovernmental relations activities in Newton, Villa Park, and
Mesa;
• Negotiated many collective bargaining agreements and developed and
implemented many personnel and wage classification systems;
• Worked for the City of Mesa during the time period when it was the fastest
growing community in the United States and was involved with many growth
issues such as infrastructure planning and financing, interstate interchange
decisions and allocating resources equitably to newly developed and existing
areas of the community;
Slavin Management Consultants • Proposal to Recruit Lubbock City Manager -Page IA -1
In all positions enhanced citizen connection to city government through various
methods including citizen -based strategic planning, citizen focus groups, regular
community attitude surveys, and citizen academies;
• In all positions improved staff team -building through city-wide staff development
and training and city-wide committee work assignments;
• Received ICMA Program Excellence Award for Collaborative Children and Youth
Initiatives;
• Received Greater Newton Area Chamber of Commerce Key Award for Chairing
Keep Maytag In Newton Task Force; and
• Received Joe Lukehart Professional Service Award for Advancement of City
Management in Iowa.
Professional Affiliations
➢ ICMA--Past Executive Board Member, Chair of the Endowment Fund Committee,
Chair of Employment Agreements Task Force, and Chair of Assistants Steering
Committee; current Mentor for Emerging Leader Development Program
➢ Indiana University School of Public and Environmental Affairs (SPEA) Distinguished
Alumni Council member
➢ Iowa City/County Management Association—Past President and other offices
➢ Illinois City/County Management Association Metro Managers—Past Board
Member
➢ Newton, Iowa Rotary Club—Past President and other offices
➢ Arizona City/County Management Association—Past Chairperson of Committee
on Professional Conduct
➢ Arizona Municipal Management Assistants Association—Past President and other
offices
Robert E. Slavin, SMC President
Mr. Slavin is one of the pioneers in public sector and nonprofit executive recruiting. He is
among the best known and respected professional recruiters in the industry. He is a
frequent speaker at professional conferences and has written many articles for
professional journals concerning governmental management. By special invitation, Mr.
Slavin assisted the United States Office of Personnel Management in establishing the
Federal Senior Executive Service.
Slavin Management Consultants • Proposal to Recruit Lubbock City Manager -Page I A - 2
Mr. Slavin began his local government career in 1967. His experience includes 12 years
working directly for local governments and seven years as a principal consultant with
the government search practice of Korn/Ferry International, the largest search firm in
the world. He headed the local government search practices for Mercer/Slavin,
Incorporated; Mercer, Slavin & Nevins; and Slavin, Nevins and Associates, Inc. Mr. Slavin
now heads the executive search practice for Slavin Management Consultants. Clients
include state and local governments, nonprofits, and private sector businesses
throughout the United States. Mr. Slavin's experience includes search assignments for
the 1984 Los Angeles Olympic's Organizing Committee.
Mr. Slovin's experience and qualifications include organizational analysis, classification
and compensation studies, and assessment centers and human resource systems
studies.
Prior to being invited to join Korn/Ferry International, Mr. Slavin served as Assistant City
Manager/Director of Human Resources for the City of Beverly Hills, California. While at
Beverly Hills, Mr. Slavin conducted many executive level recruitment assignments
involving nationwide search and placement. Before joining the City of Beverly Hills, Mr.
Slavin was the Assistant Personnel Director for the City of San Leandro, California.
Before San Leandro, Mr. Slavin was on the personnel staff of Santa Clara County,
California. His assignments included recruitment, classification and selection for the
County's Health Department, Medical Center, Transportation Agency, Sheriff's Office,
Superintendent of Schools, Fire Marshall, Assessor's Office, Library System, and County
Recorder's Office.
Mr. Slavin received his Bachelor of Science degree in Political Science from the
University of Santa Clara and has completed the graduate course work for a Master's
degree in Public Administration at California State University at Hayward.
Professional Affiliations
➢ International City/County Management Association
➢ American Society for Public Administration
➢ International Personnel Management Association—Human Relations Commission
➢ Southern California Public Labor Relations Council
➢ Southern California Municipal Assistants Association
➢ Bay Area Salary Survey Committee
Slavin Management Consultants • Proposal to Recruit Lubbock City Manager -Page IA - 3
APPENDIX B — PROTECTED GROUP PLACEMENTS
CLIENT
POSITION
AFRICAN
AMERICAN
FEMALE
LATINO
ALACHUA COUNTY, FL
County Administrator
X
ALBANY, GA
City Manager
X
Police Chief
X
Assistant City Manager
X
Human Resources
Director
X
ASPEN, CO
City Manager
X
AUSTIN, TX
City Manager
X
Police Chief
X
BERKELEY, CA
City Manager
X
Public Works Director
X
BEVERLY HILLS, CA
Sanitation Director
X
Library Director
X
BOCA RATON, FL
City Manager
X
Asst. City Manager
X
BROWARD COUNTY, FL
Assistant Director of
Equal Employment
X
X
BRYAN, TX
Municipal Court Judge
X
City Manager
X
CAMARILLO, CA
City Clerk
X
CARSON, CA
Planning Director
X
CHAPEL HILL, NC
Transportation Director
X
Human Resources
Director
X
CHARLOTTE COUNTY, FL
County Attorney
X
CENTRAL CITY ASSN. OF
THE CITY OF LOS
ANGELES CA
Director of Security
X
CHARLOTTE, NC
Neighborhood Services
Director
X
COLUMBIA, NO
Police Chief
X
CULVER CITY, CA
Finance Director
X
DALLAS INDEPENDENT
SCHOOL DISTRICT X
Chief Financial Officer
X
X
DALLAS, TX
City Attorney
X
DECATUR, GA
Chief of Police
X
DISTRICT OF COLUMBIA
Executive Director
Alcoholic Beverage
Regulations Commission
X
DURHAM, NC
City Manager
X
City Manager
X
X
Police Chief
X
Public Works Director
X
X
ESCAMBIA COUNTY, FL
Assistant County
Administrator
X
Slavin Management Consultants • Proposal to Recruit Lubbock City Manager • Page I B - 1
CLIENT
POSITION
AFRICAN
AMERICAN
FEMALE
LATINO
ESCONDIDO, CA
Civic Center
Construction Mgr
X
EVANSTON, IL
City Manager
X
FRESNO, CA PIC
Executive Director
X
FORT LAUDERDALE, FL
Fire Chief
X
FORT MYERS, FL
City Manager
X
FRESNO, CA PIC
Executive Director
X
GAINESVILLE, FL
Equal Employment
Director
X
GLASTONBURY, CT
Human Resources
Director
X
X
GREENBELT HOMES, INC.
MARYLAND
Executive Director
X
GREENSBORO, NC
Assistant City Manager
X
HAMILTON COUNTY, OH
Jobs and Family Services
Director
X
HILLSBOROUGH COUNTY
(FL) CHILDREN'S BOARD
Executive Director
X
HOLLYWOOD, FL
City Manager
X
JUPITER, FL
Assistant to the City
Manager
X
X
Public Works Director
KALAMAZOO, MI
City Manager
X
Assistant City Manager
X
KANSAS CITY, MO
Water Services Director
X
LAKE COUNTY, FL
County Attorney
X
LAKE COUNTY, IL
Purchasing Director
X
Human Resources
Director
X
Assistant County
Administrator
X
LA PLATA COUNTY, CO
Human Services Director
X
LEE COUNTY, FL
County Administrator
X
Human Resources
Director
X
Dir, Visitors & Convention
Bureau
X
LINCOLN ROAD
DEVELOPMENT CORP.
Executive Director
X
LONG BEACH, CA
Police Chief
X
Executive Director, Civil
Service Commission
X
LOS ANGELES COUNTY
Sr. Pro ecf Mana er
X
REDEVELOPMENT
Pro'ecf Mana er
X
AGENCY
Project Manager
X
Slavin Management Consultants • Proposal to Recruit Lubbock City Manager • Page I B - 2
r
r
Slavin Management Consultants • Proposal to Recruit Lubbock City Manager • Page I B - 3
AFRICAN
CLIENT
POSITION
FEMALE
LATINO
AMERICAN
LOS ANGELES COUNTY
Executive Director
X
X
(CA) HEALTH SYSTEMS
AGENCY
Deputy Exec. Dir.
X
LOS ANGELES COUNTY
DEPARTMENT OF PUBLIC
Public Health Director
X
HEALTH
LOS ANGELES OLYMPICS
Human Resources
X
X
ORGANIZING
Director
COMMITTEE
Director of Venues
X
METROZOO MIAMI FL)
Director of Marketing
X
MEMPHIS (TN) HOUSING
Executive Director
X
AUTHORITY
MIAMI (FL) OFF-STREET
Finance Director
X
PARKING SYSTEM
MIAMI VALLEY
REGIONAL TRANSIT
Executive Director
X
X
AUTH. DAYTON, OH)
MIRAMAR, FL
City Manager
X
MONTEREY COUNTY, CA
Hospital Administrator
X
NOAH DEVELOPMENT
Executive Director
X
CORPORATION
NORFOLK, VA
Human Resources
X
Director
Senior Engineer
X
Social Services Director
X
OCALA (FL) PUBLIC
Executive Director
X
HOUSING AUTHORITY
OBERLIN, OH
City Manager
X
ORMOND BEACH, FL
City Manager
X
OKLAHOMA CITY, OK
City Manager
X
PALM BAY, FL
Human Resources
Director
X
PALM BEACH COUNTY,
Assistant County
FL
Administrator
X
PALM BEACH COUNTY
(FL) CHILDREN'S
Executive Director
X
SERVICES BOARD
PALM BEACH COUNTY
(FL) HEALTH CARE
Executive Director
X
DISTRICT
PALM BEACH GARDENS,
City Manager (1992)
X
FL
City Manager 1999
X
PALO ALTO, CA
City Attorney
X
PEORIA (IL) PUBLIC
Executive Director
X
HOUSING AUTHORITY
PRINCE WILLIAM
Fire Chief
X
COUNTY, VA
RICHMOND, CA
City Manager
X
Slavin Management Consultants • Proposal to Recruit Lubbock City Manager • Page I B - 3
Slavin Management Consultants • Proposal to Recruit Lubbock City Manager • Page I B - 4
AFRICAN
CLIENT
POSITION
FEMALE
LATINO
AMERICAN
RICHMOND, VA
Director of Public Health
X
ROANOKE, VA
Police Chief
X
Economic Development
X
Director
Assistant City Mana er
X
X
Director of Human
X
Services
ROCKVILLE, MD
Assistant City Manager
X
SACRAMENTO, CA
Human Resources
X
X
Director
SAGINAW, MI
Police Chief
X
SAN DIEGO, CA
City Manager
X
SAN FRANCISCO, CA
Assistant City
X
Administrator
SAN JOSE, CA
Police Chief
X
SANTA MONICA, CA
Deputy City Manager
X
SARASOTA, FL
Human Resources
X
Director
SARASOTA COUNTY, FL
Deputy County
X
Administrator
SELMA, AL
Police Chief
X
SHAKER HEIGHTS, OH
City Administrator
X
SUNNYVALE, CA
Public Information
X
Officer
City Clerk
X
STRATFORD, CT
Human Resources
X
Director
TAKOMA PARK, MD
CityManager
X
Recreation Director
X
X
Housing and Community
X
Development Director
Public Works Director
X
THORNTON, CO
Public Information
X
Officer
TOPEKA, KS
City Manager
X
VALDOSTA, GA
Assistant Public Works
X
Director
VENICE, FL
Police Chief
X
VIRGINIA BEACH, VA
Human Resources
X
Director
VIRGINIA BEACH PARK
Executive Director
X
TRUST FL
VOLUSIA COUNTY, FL
County Manager
X
WACO, TX
Deputy City Manager
X
Exec. Dir. - Support
X
Services
Assistant City Manager
X
Director of Facilities
X
Slavin Management Consultants • Proposal to Recruit Lubbock City Manager • Page I B - 4
C
CLIENT
POSITION
AFRICAN
AMERICAN
FEMALE
LATINO
WAKE COUNTY, NC
Human Services Director
X
THE WEINGART CENTER
LOS ANGELES
Executive Director
X
WEST COVINA, CA
Planning Director
X
X
WEST MIFFLIN, PA
Town Administrator
X
WEST PALM BEACH, FL
Assistant City
Administrator
X
X
WICHITA, KS
Human Resources Dir
X
X
Community Services Dir
X
X
Communications
Director
X
Director of Libraries
X
Housing and
Development Director
X
X
City Manager
X
YPSILANTI, MI
City Manager
X
ZOOLOGICAL SOCIETY
OF FLORIDA (DADE
Executive Director
X
COUNTY)
Slavin Management Consultants • Proposal to Recruit Lubbock City Manager • Page I B - 5
f
C
C
C
APPENDIX C- PROJECT SCHEDULE/COST
C
The search process normally takes 90 days to complete and typically follows the
schedule below.
11
DAYS
STEPS
1-30
30-45
45-60 1 60-90
90-360
I . Develop recruitment profile and advertising
program for client approval
✓
2. Identify qualified candidates and receive
and review resumes
✓
✓
3. Screen & evaluate prospective
candidates/prepare progress report and
meet with client
✓
4. Conduct background investigations and site
visits on finalists
5. Interview and evaluate finalists
✓
6. Assist in selection and facilitate employment
7. Follow-up
Slavin Management Consultants • Proposal to Recruit Lubbock City Manager • Page IC -1
PROFESSIONAL FEES
�- The project cost is $16,005 of professional fees plus expenses. The following table shows
the level of involvement by project step and cost. Mr. Slavin and Mr. Wenbert will each
do approximately 50 percent of the professional work on this assignment.
PROJECT COSTS
ASSIGNED HOURS
STEPS
(Approximate)
Project Consultant
RATE (Hr)
FEES
Manager
1. Project planning/develop recruitment
34
$85
$2,890
profile/prepare and place advertising
5
$40
$200
2. Identify and recruit candidates /
34
$85
$2,890
acknowledge resumes
28
$40
$1,120
3. Phone interviews with potential semi-
24
$85
$2,040
finalists/prepare progress report
10
$40
$400
4.Meet with client to review progress report and
4
$85
$340
select finalists
5. Schedule finalists interviews / assist client with
8
$85
$680
designing interview process
6. Finalists background investigation (includes
33
$85
$2,805
SMC on-site visits with finalist candidates)
32
$40
$1,280
7. Finalists interviews/assist in employee selection
12
$85
$1,020
8. Negotiate employment agreement
4
$85
$340
9. Follow-up
4
No
$0
Charge
TOTAL HOURS
157
76
TOTAL COST
i$16,005
Slavin Management Consultants • Proposal to Recruit Lubbock City Manager • Page IC - 2
EXPENSES
Expenses for this executive search will be billed on an actual cost basis and will not
exceed 60 percent of the professional fee ($9,603). Additional detail about these
expenses is shown below.
Consultant Travel: The client pays direct costs for all necessary consultant travel using
lowest available air rates, corporate hotel rates at moderately priced properties
(Holiday Inn or equivalent), rental cars using the corporate discount, and normal meals.
The client controls these costs in the following ways: 1) the client pre -approves all work
plans including all consultant and candidate travel; and 2) when appropriate, the
consultant will work on more than one search when traveling and will therefore allocate
costs to multiple clients.
Office Costs: telephone ($350 flat fee, billed in two installments), fax, postage, copier,
and delivery costs.
Advertising: typically approximately $2,000. The client controls these costs because the
advertising program will be approved by the client prior to implementation.
The cost for finalists to travel to the client's locale for interviews is not included in the
cost of this proposal. Such costs are typically paid by the client on a reimbursement
basis directly to the candidates and controlled through the client's prior approval of the
finalists. These costs vary depending on candidate location, spousal involvement, and
the length of the interview process. For budgeting purposes, an average cost of
between $450-650 per candidate would be appropriate. Typically five candidates are
interviewed.
Should the client's needs result in an increased project scope that significantly increases
consultant travel and/or advertising costs, it may be necessary to increase the expense
budget for the project which would require client approval. Regarding travel expenses,
SMC's project budget includes a total of 3 trips to the client's locale for 2 consultants. If
the client requires SMC to make additional trips to its locale that result in SMC's total
project expenses exceeding $9,603, then the client will reimburse SMC for these out-of-
pocket travel expenses. The client's liability to Slavin Management Consultants for
services rendered under this agreement will not exceed the agreed upon price unless
an increase is authorized by the client in writing.
SMC will submit monthly invoices for fees and expenses. It is SMC's practice to bill 30
percent at the start of the search, 30 percent at the end of thirty days, 30 percent at
the end of sixty days, and the remaining 10 percent shortly after the time that the
candidate accepts the position. Expenses will be billed in addition and shown as a
separate figure. Each invoice will be payable upon receipt.
Slavin Management Consultants • Proposal to Recruit Lubbock City Manager • Page I C-3
SMC will comply with all applicable laws, rules, and regulations of federal, state, and
local government entities. SMC's liability, if any, will not be greater than the amount
paid to SMC for the services rendered.
Slavin Management Consultants • Proposal to Recruit Lubbock City Manager • Page IC -4
The City of Aurora has won more than 100
awards in the last decade. Most noteworthy is
that Aurora received the All -America City
Award in 2008 for the Fitzsimons Campus
development an after-school program, and an
immigrant integration project.
The City has received 7 ICMA awards in recent
.years for innovative programs in the areas of
:sustainability, community partnerships, public -
`private partnerships, citizen involvement,
public safety, and services to the
disadvantaged. Also, in 2009, Aurora was one
of only 20 jurisdictions in the country to receive
the ICMA Center for Performance
Measurement Certificates of Achievement,
Distinction, and Excellence for its performance
management program. The City also was
named the Top Digital City in America for cities
of 250,000+ population in 2007 and 2008.
ABOUT AURORA — Aurora, Colorado, part of the Aurora/Denver
metropolitan area, is a city of 314,000 residents and is the third largest city
in Colorado. Strategically located near the Denver International Airport,
Aurora is home to many bioscience, aerospace, healthcare, and high
technology employers including the Raytheon Company, Northrop
Grumman, Lockheed Martin, and Boeing.
During the last several decades, Aurora has evolved from a bedroom
suburb cast in the shadow of Denver into its own dynamic urban center
that is the second largest community in the 3.5 million population
metropolitan area. With an emphasis on smart growth, infill development,
sustainability, and livable neighborhoods, Aurora's population has grown
by 1.5 percent annually over the last 18 years. Only slightly more than half
of Aurora's 154 square miles is currently developed so there is ample
opportunity for Aurora to continue to grow.
HISTORY
Incorporated in 1891, Aurora was originally named Fletcher by its founder,
former Chicago resident Donald Fletcher. In 1907, the community changed its
name to Aurora. Agriculture was the main industry in Aurora's early years.
In 1921 while Aurora still had less than 2,000 residents, the U.S. government
selected Aurora as the site for Fitzsimons Army Hospital to treat the
wounded—especially those affected by mustard gas and tuberculosis—during
World War I. In 1938, the Lowry Air Force Base located partly in Aurora was
built. In 1942, the Army Air Corps built Buckley Field, now named the
Buckley Air Force Base. These bases enhanced Aurora's military presence and
helped to spur Aurora's growth to a community of 50,000 residents by 1960.
Fueled by interstate highway construction and the desirable quality of life
offered by the area, Aurora's population increased, more than five -fold to
276,000 by 2000. However, the 1990's was not without its challenges as the
Lowry Air Force Base and the Fitzsimons Army Hospital were closed by the
federal government. The community responded to these challenges by
converting Fitzsimons into a world-class medical campus and one of the largest
bioscience parks in the country.
Additional information about Aurora is available at
www.auroragov.org
The City is rigorous in its pursuit of excellence and professionalism in the delivery of its services as demonstrated by the following
City departments that have met national accreditation standards:
Police—accredited by Commission on Accreditation for Law Enforcement Agencies;
Public Works—accredited by American Public Works Association (1 of only 3 in Colorado);
Fire—accredited by Commission of Fire Accreditation International; and
Building—accredited by International Accreditation Service (only one in Colorado).
Prepared by Slavin Management Consultants for The City of Aurora, Colorado — May 2010 1 D — 1
HOUSING
In the 1980's, the City established a vision of creating new employment centers with high -paying jobs along with
housing options desired by these employees. As a result, many new housing developments with higher -end detached
single-family and condominium units have been created. One of these developments, Southshore, was named the
Community of the Year in 2007 by the Home Builders Association of Metropolitan Denver.
FITZSIMONS CAMPUS
With the closing of the Fitzsimons Army Hospital by the federal
government in 1995, Aurora partnered with the University of Colorado
Health Sciences Center and the University of Colorado Medical School to
create the Fitzsimons Redevelopment Authority. The result has been the
establishment of the Fitzsimons Campus that in combination with the
adjacent Anschutz Medical Campus has created a 578 -acre site with 15,000
employees dedicated to bioscience, healthcare, medical education, and
advanced research. This is the largest bioscience development in Colorado
and one of the largest in the country.
There are still 184 acres at the Fitzsimons Campus yet to be developed.
When completed, the total public and private investment in the Fitzsimons
Campus will be $4.2 billion, and the Campus will be home to 30,000
employees. The Campus currently has two hospitals --University of
�- Colorado Medical School and The Children's Hospital. In addition, a $98
million Veteran's Administration Hospital is currently being constructed
and is projected to open in 2013.
LEISURE & CULTURE
Aurora's climate is mild and dry with more
than 300 days of sunshine annually
offering ample opportunity to participate in
outside activities year-round. Residents
and visitors to Aurora enjoy the scenic
mile-bigh beauty of the eastern Colorado
prairie with views of both Pike's Peak to
the south and the Rocky Mountains to the
west. The community has a multitude of
recreational facilities including:
• Sports Park, a city -owned facility that
has 23 full-sized soccer fields and 12
baseball/softball fields that host
national and regional tournaments;
• Seven municipal golf courses ranging
from traditional layouts to award-
winning championship courses;
• More than 100 improved parks and
TRANSPORTATION
Aurora is served by an extensive transportation
network consisting of freeways and toll -roads, light
rail, and buses. There is both an inner loop
freeway system comprised of Interstates 70 and
225 and an outer -loop system consisting of the E-
470 toll -road.
The Regional Transportation District provides
commuter and light rail and bus service for the
metropolitan area. Aurora currently has 2 light rail
stations. Ten additional light rail stations are
proposed to be built in Aurora including a
commuter rail transfer station that will connect
light rail to a future commuter rail line whose
destination is the Denver International Airport.
Aurora has a diverse housing stock located in more
than 450 neighborhoods, 382 of which are City -
registered neighborhood associations. Tree -lined
streets, open prairie, majestic views of the
mountains, and many neighborhood parks make
Aurora neighborhoods an ideal place to call home.
Aurora's Neighborhood Services Department
works in conjunction with neighborhood groups to
maintain an attractive community appearance and
enhance residents' quality of life.
EDUCATION
Most of the community is served by 2 public
school districts—Aurora Public Schools and the
Cherry Creek School District. Aurora Public
Schools has been making improvements to every
school building due to a voter -approved $225
million bond program. More than half of Aurora's
students attend schools in the Cherry Creek District
which is one of the top performing school districts
in the country. There is also one other public
over 50 miles of hiking and biking school district that serves some Aurora students.
trails; pp
• Two indoor pools, five outdoor pools, +f Aurora has the following 8 campuses of higher
and two City reservoirs that allow for education: University of Colorado Medical
swimming, fishing, and wind sailing; - School; Anthem College; Columbia College; Regis
• One full-service City recreation University; Platt College; Pickens Technical
center, 3 community centers, and 3 College; Concorde Career College; and
neighborhood centers; Community College of Aurora.
• A City skate park and dog park;
• The Morrison Nature Center situated
on 200 -acres of open space featuring classes and interactive exhibits; and
• The 1100 -acre Plains Conservation Center featuring the flora and fauna of Colorado's eastern plains.
The community also has many cultural assets including the Aurora History Museum, Aurora Symphony Orchestra, Aurora Fox Arts
Center, Aurora Singers, DeLaney Farm Historic District, and the East End Arts District.
Prepared by Slavin Management Consultants for The City of Aurora, Colorado - May 2010 1 D - 2
C
C
C THE CITY GOVERNMENT -
C GOVERANCE AND ORGANIZATIONAL STRUCTURE
The City of Aurora has operated under the council-manager form of
government since 1954. The City Council consists of a Mayor and 10
Council Members elected to 4 -year overlapping terms. The Mayor and 4
�- Council Members are elected at -large, and the other 6 Council Members
are elected by wards. Aurora is the 25th largest council-manager city in
the country.
The City has a long history of its Mayors being actively involved in day-to-
day representation of the City. In recognition of this, the Mayor's position
was changed to full-time in 1993 by Aurora voters. The Mayor's duties
which consist of chairing City Council meetings and voting to break ties on
Council agenda items were not impacted as a result of the change to a
full-time position. houses the City's administrative offices
The City Council appoints a Mayor Pro Tem annually for a one-year term. The Mayor Pro Tem serves as Mayor in his or her
absence and also makes appointments to the 9 Council Committees that address various policy issues. Each Council Member
chairs one Committee and serves on 3 Committees. Following is a list of the Council Committees: Community Partnership;
Management and Finance; Neighborhood Services; Operations and Environmental Affairs; Planning, Economic Development
and Redevelopment; Public and Intergovernmental Relations; Public Safety and Courts; Transportation and Airports; and
Water.
The City Manager ensures that the policy direction set by the City Council is carried out and that City services are delivered
equitably to all residents. The City Manager is responsible for recommending the budget to the City Council and for hiring
and providing managerial leadership to City staff. The former City Manager recently retired after 13 years in the position.
Including the former City Manager, the previous 2 City Managers served for a total of 20 years, both leaving voluntarily.
The City is a full-service operation with 2,676 FTE's. The City conducts collective bargaining with both Police and Fire unions.
In addition to the City Manager, the City Council appoints the City Attorney, Presiding Judge, and Court Administrator.
City of Aurora
Organizational Chart
� is Sgb=b. 1, 2W9
`�I'� �oaev'
Prepared by Slavin Management Consultants for The City of Aurora, Colorado — May 2010 1 D —3
FINANCIAL ISSUES
The City has an annual budget of $615 million and a five-year Capital Improvement Program budget of $710 million. The City
is sales tax dependent with sales taxes comprising 54 percent of General Fund revenues. Other major General Fund revenue
sources include property taxes, use taxes, franchise fees, and the state highway users tax. There are 4 self-supporting
enterprise funds—Water, Wastewater, Golf, and Development Review. The City operates on a January -December fiscal year.
Like most local governments, Aurora has experienced financial challenges in recent years. Sales tax collections are projected
to increase by only 1.5 percent in 2010, and salary schedules for 2010 were increased by 1-3 percent. Approximately 50
employee layoffs have occurred recently largely as the result of voter disapproval of a ballot measure in November 2009 to
fund libraries through a General Improvement District.
The City has a rather unique voter -approved requirement to maintain staffing of at least 2 sworn Police personnel per 1,000
population. Population projections are updated annually to ensure compliance with this requirement.
Aurora is one of the founding members of the Colorado Performance Measurement Consortium, a group of thirteen
communities affiliated with the ICMA Center for Performance Measurement. The City makes use of performance measures
to assist in monitoring its effectiveness and efficiency. Two noteworthy measures are the City's Insurance Services Office
(ISO) fire insurance premiums Public Protection Classification rating of 2 and the City's bond ratings of Aal (general
obligation) and Aa2 (water revenue).
ISSUES AND OPPORTUNITIES — The following is a summary of the issues and opportunities to be managed by Aurora's
next City Manager.
• Financial Management—financial projections indicate that the City will likely be under continued financial pressure
for several years. Like many other local governments, the City has a "structural budget deficit." The next City
Manager is expected to lead a strategic review of alternatives to improve the City's financial condition including
reorganization, productivity improvements, compensation policies, increasing the tax base through economic
development, and new revenue opportunities.
• Visioning—the City Manager needs to be an active participant in visioning with all stakeholders to help Aurora
implement its vision statement. The City AURORA'S VISION STATEMENT
has many opportunities to shape its future Aurora will be the best city in Colorado and an innovative leader in the
destiny such as attracting quality region by:
employment and housing development on • Creating great neighborhoods
infill and outlying land, annexation, and.Emphasizing Public safety and quality services
taking advantage of future light rail•Encouraging ahigh quality and high wage economic environment4
stations to encourage transit -oriented • Supporting recreational, cultural, educational and community
development. City officials correlate the activitiesfor our citizens
successful implementation of its vision
with enhancing its financial condition.
• Water Resources—in Aurora as in most western cities, the acquisition of sufficient water rights and careful
management of water resources are essential to ensuring an adequate water supply for current and future residents
and businesses. The $750 million Prairie Waters project which has been under construction for the last five years will
be completed by the end of 2010. This water reclamation project will increase Aurora's water supply by 20 percent.
The City Manager will oversee the City's efforts to augment its water resource portfolio, consider additional water
reclamation projects, and encourage water conservation.
• Employee Relations—the City has made a major commitment in recent years to foster a climate of positive, team -
oriented employee relations. The Partnership of Aurora City Employees (PACE) is comprised of employee
representatives from all departments and all levels of the organization that meets monthly with the City Manager to
discuss current issues impacting the organization. In addition, the Labor -Management Committee consisting of city
management and Police and Fire union representatives meets monthly to discuss non -bargaining matters. Finally,
the City routinely recognizes exemplary employee contributions to the organization and
community. City employees truly appreciate City management's efforts to initiate two-way
communication. These efforts have improved employee loyalty and morale which is extremely
valuable especially during these tough economic times. The next City Manager needs to
continue this commitment to employee relations.
Prepared by Slavin Management Consultants for The City of Aurora, Colorado —May 2010 1 D —4
JOB REQUIREMENTS—
The minimum job requirements are: 1) Master's degree in public administration, business administration, or
directly related field; and 2) at least 5 years progressively responsible administrative and managerial experience as a
Deputy City Manager or City Manager in a medium to large full-service municipal government or comparable
organization. An equivalent combination of experience, education, and training may be considered. The Mayor and
City Council are open to considering applicants who do not have local government experience but have managed
other types of large complex organizations.
Desired Professional and Personal Attributes
The following are the desired professional and personal attributes for Aurora's next City Manager:
• Strong, assertive, collaborative leader who is able to build consensus among full-time Mayor, City Council,
Council -appointed officials, City staff, and community;
• Visionary who partners with Mayor, Council, and City staff on policy initiatives especially in the areas of
economic development and water resources;
• Creative, innovative, and "thinks outside the box";
• Good financial management skills and sense of fiscal discipline with ability to develop more efficient ways of
delivering City services;
• Ability to work with a highly qualified, cohesive, professional management staff in an effective manner
without micro -managing them;
• Excellent human relations skills with ability to relate to and communicate effectively with all stakeholders;
• Situational leadership style an asset in dealing with wide variety of stakeholders and issues;
• Demonstrated philosophy and track -record of valuing City employees and fostering a positive employee
relations culture;
• Ability to develop productive working relationships with labor unions;
• Politically astute while maintaining a professional perspective;
• Experience in a rapidly growing community and dealing with growth management issues desired;
• Marketing savvy with ability to promote and enhance Aurora's image;
• Experience working with bioscience, aerospace, high tech, and healthcare industries a plus;
• Knowledge of water rights and water resource/reclamation issues a plus; and
• Experience with succession planning programs a plus.
Compensation
The compensation for the City Managerjob is highly competitive including a fringe benefit package with:
• a choice of excellent and comprehensive health, dental, vision, and life insurance plans;
W • flexible spending accounts for health and dependent care expenses;
c, • choice of participation in City's defined benefit retirement plan with current employer and employee
contributions of 5.5 percent each or participation in an executive money purchase plan with current employer
and employee contributions of 10 percent each;
• a selection of deferred compensation plans (ICMA Retirement Corporation, Lincoln, and Nationwide);
'1
• long-term disability insurance;
` • an employee assistance program; and
• voluntary long-term care and universal life insurance programs.
The starting salary is dependent on the selected individual's qualifications and match with the desired attributes
being sought by the City. The City will pay reasonable and customary moving expenses for the next City Manager
who is required to live within the city limits.
,. To Apply:
In order to be considered for this position, please send your resume and cover letter with
current salary by June 14, 2010 to pwconsultine@cox.net. For additional information about
this job, please contact:
Paul Wenbert, Western Regional Manager Phone: (480) 664-2676
SLAVIN MANAGEMENT CONSULTANTS Fax: (770) 416-0848 G]:afINP
3040 Holcomb Bridge Road, Suite A-1 E-mail: pwconsulting@cox.net
CONS u t.'r w N 7 s
Norcross, Georgia 30071 On the web at: slavinweb.com
Prepared by Slavin Management Consultants for The City of Aurora, Colorado— May 2010 1 D-5
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APPENDIX E - GUARANTEES
SMC provides a comprehensive set of assurances and guarantees to clients that
include:
• A commitment to excellence. SMC guarantees that the selection process and
placement will be of high quality and successful. To accomplish this, SMC will
continue to work with the client until a satisfactory candidate is selected and
accepts employment;
• SMC guarantees its work and will redo the search if the position is vacated, for
any reason, within two years of the employment date of a SMC recommended
candidate; in this event, SMC will charge the client only for its out-of-pocket
expenses to redo the search (no professional fees will be charged);
• SMC will never actively recruit any candidate who SMC has placed nor will SMC
actively recruit any employee from a client organization for at least two years
from the completion date of an assignment;
• SMC will properly handle any and all media relations. Unless otherwise directed,
it is SMC's standard practice to tell all media that SMC is working on behalf of the
client and that any public statement should come from the client directly. Under
no conditions will SMC release information to the media unless specifically
directed by the client to do so; and
• SMC will keep the client informed and involved in the search process. SMC will
provide frequent verbal and written progress reports to the client.
Slavin Management Consultants • Proposal to Recruit Lubbock City Manager • Page I E -1
ANYTOWN, USA CITY MANAGER
SUPPLEMENTAL QUESTIONNAIRE
Please limit your responses to no more than 5 pages with a minimum font size of 11.
Name:
Home Address:
Home/Work/Cell phone numbers:
E-mail address:
1. What is the largest number of employees you have managed and where?
2. What are the largest operating and capital budgets you have managed and where?
3. Why are you interested in becoming Anytown's next City Manager, and how does this
job fit your overall career goals? If selected for this position, how long would you
anticipate remaining in this position?
4. Please describe your leadership style?
5. Please describe any successes you have had in economic development and
specifically indicate your role in these successes. Also, what is the economic health of
any businesses or other entities that you brought into or expanded in your community?
b. Please describe your experience in building relationships with other area local
governments to advocate for your local government's interests while maintaining a
regional perspective.
7. What are some specific strategies you have implemented to maintain or improve your
jurisdiction's financial condition?
8. Do you have any unusual personal considerdtion(s) that would need to be resolved
before you could accept this position? If so, please explain.
9. Are the resume and cover letter you submitted accurate and current? If not, please
explain any discrepancies.
10. Are you currently employed?
11. Have you ever been fired or resigned under pressure from a job? If so, please
explain.
12. Have you had any gaps in employment of more than one month during your career?
If so, please explain.
13. Have you ever sued an employer or been sued by an employer or employee? If so,
please explain.
Prepared by Slavin Management Consultants • Page I F —1
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14. What is your present or most recent salary?
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15. What information that may be of concern to a potential employer, if any, would
someone find if they did a Google search of your name?
Prepared by Slavin Management Consultants • Page I F — 2
ANYTOWN, USA CITY MANAGER
CANDIDATE A
SUMMARY OF FIT WITH KEY SELECTION CRITERIA
2. Please see—response to Supplemental Question #4.
3. While in he developed the first formal financial policies for
the City which required that he obtain financial concessions from the City's
unions. He was able to obtain these concessions even though the local
economy was robust at the time. Also, while in , he took
the initiative to resolve a major conflict between City staff and the
development community. City policy was that developers had to construct
storm sewers to handle storm water runoff. Many developers wanted the
City's regulations to be amended to allow for a mix of storm sewer lines and
on-site retention. After researching this issue —decided to amend
the regulations to allow for a combination of storm sewer lines and on-site
retention and indicated that he believes this change was good public
policy.
4. In the nearly nine years he was in the population grew
from approximately 114,000 to 22 1,000.
5. Please see his response to Supplemental Question #5.
6. Please see his response to Supplemental Question #6.
7. While somewhat soft-spoken he speaks with poise and a quiet confidence
that comes with his many years of experience.
8. His system of accountability includes hiring good employees, providing
them with good guidance, establishing clear expectations and
Prepared by Slavin Management Consultants • Page I F-3
NAME
RANKING (10=HIGHEST,
1=LOW EST
1
Generalist CM ACM experience 15%
9
2
Economic development track record 15%
7
3
Aggressive, calculated risk -taker 15%
7
4
Managed hi - h growth communities 10%
10
5
1 Inter overnmental relations experience 10%
7
6
Financial management skills 7.5%
7
7
Communication sfvle—ipoise and sense of presence 10%
8
8
Staff accountability system 10%
8
9
Employee relations philosophy (7.5%)9
AVERAGE RANKING
7.9
2. Please see—response to Supplemental Question #4.
3. While in he developed the first formal financial policies for
the City which required that he obtain financial concessions from the City's
unions. He was able to obtain these concessions even though the local
economy was robust at the time. Also, while in , he took
the initiative to resolve a major conflict between City staff and the
development community. City policy was that developers had to construct
storm sewers to handle storm water runoff. Many developers wanted the
City's regulations to be amended to allow for a mix of storm sewer lines and
on-site retention. After researching this issue —decided to amend
the regulations to allow for a combination of storm sewer lines and on-site
retention and indicated that he believes this change was good public
policy.
4. In the nearly nine years he was in the population grew
from approximately 114,000 to 22 1,000.
5. Please see his response to Supplemental Question #5.
6. Please see his response to Supplemental Question #6.
7. While somewhat soft-spoken he speaks with poise and a quiet confidence
that comes with his many years of experience.
8. His system of accountability includes hiring good employees, providing
them with good guidance, establishing clear expectations and
Prepared by Slavin Management Consultants • Page I F-3
performance measures, and checking in with them periodically on the
status of their projects as necessary depending on the individual.
9. His style is to be visible and available to all employees and to get to know
them. When he worked in M he knew the names of all
City employees and oftentimes information about their families.
Prepared by Slavin Management Consultants • Page I F-4
ANYTOWN, USA CITY MANAGER
SEMI-FINALISTS' QUALIFICATIONS MATRIX
NAME
CURRENT/
MOST RELEVANT RELEVANT
POSITION
LARGEST#
OF EMPL
MANAGED
LARGEST
BUDGET
MANAGED
YEARS
CM
EXP
YEARS
SUPV
EXP
HIGHEST
DEGREE
PROF
CERTF
CUR-
RENTLY
EM-
PLOYED
EVER
TERM-
INATED
SUED
OR
BEEN
SUED
OTHER
OFFERS
LIKELY
SOON
SELECTION
CRITERIA
RANKING
(1.10)
REM
SALARY
9
$800 K
0
8
MS
CEDF
P
Yes
No
No
No
6.4
$85 K
100
$37 M
7.5
7.5
MPA
No
Yes
No
No
No
7.2
$102 K
82+
$37 M
10+
24
BS
No
Yes
No
No
No
8.3
$118 K
225
$52M
25
25
MA
ICMA-
CM
No
Yes
No
Maybe
NA
$151 K'
203+
$60M
125
12.5
JD
1CMA-
CM
Yes
No
No
No
7.7
$127K
46
$22 M
0
21
MA
AICP
Yes
No
No
No
5.5
$116 K
240
$100+M
11
34
MPA
No
Yes
No
No
No
8.3
$126K
10
$55 M
0
17
MPA
No
Yes
No
No
No
6.8
$60 K
2,200
$400+M
6+
27
MPA
Yes
Yes
Yes
No
Unlikely
7.9
$112 K'
220
$55 M
6.5
30
MPA
No
Yes
No
Yes
Maybe
7.4
$98 K
85
$20 M
3.5
7
MPA
No
Yes
No
No
No
7.3
$104 K
65
$45M
25
25
MPA
ICMA-
CM
No
No
No
Maybe
7.4
$121KI
'Not presently employed full-time; this is salary at candidate's most recent position.
Prepared by Slavin Management Consultants •Page I F-5
OP ID: SS
1441CC310Ro CERTIFICATE OF LIABILITY INSURANCE
° 0x`3!233/201512015
0
THIS CERTIFICATE IS ISSUED AS A MATTER OF INFORMATION ONLY AND CONFERS NO RIGHTS UPON THE CERTIFICATE HOLDER. THIS
CERTIFICATE DOES NOT AFFIRMATIVELY OR NEGATIVELY AMEND, EXTEND OR ALTER THE COVERAGE AFFORDED BY THE POLICIES
BELOW. THIS CERTIFICATE OF INSURANCE DOES NOT CONSTITUTE A CONTRACT BETWEEN THE ISSUING INSURER(S), AUTHORIZED
REPRESENTATIVE OR PRODUCER, AND THE CERTIFICATE HOLDER.
IMPORTANT: If the certificate holder is an ADDITIONAL INSURED, the policy(les) must be endorsed. N SUBROGATION IS WANED, subject to
the terms and conditions of the policy, certain policies may require an endorsement. A statement on this certificate does not confer rights to the
certificate holder in lieu of such endorsement(s).
PRODUCER
Siegel Insurance, Inc.
2987 Clairmont Road Suite 425
Co
NAME:
PHONE
VC N Ext: PIC No:
ADDRESS'
Atlanta, GA 30329
Nan Nettleman
_
PRODUCER
CUSTOMER IO aSLAV14
INSURER(S) AFFORDING COVERAGE NA1Ci
EACH OCCURRENCE S 1,000,00
INSURED Robert E Slavin, Inc d/bla
INSURER A: Travelers Ind Co of America 25666
Slavin Management Consultants
INSURER B Charter Oak Fire Ins Co 25615
3040 Holcomb Bridge Rd Al
Norcross, GA 30071-1357
INSURER c:United States Liability Ins Co
-
PRODUCTS - COMPIOP AGG S 2,000,00
INSURER D
A
A
INSURER E.
LIABILITY
mr! ri AU
ALL OV C- AUTOS
SCHEDU-ED AUTOS
HIRED AUTOS
"I OWNED AUTOS
INSURER F:
COVERAGES CERTIFICATE NUMBER: REVISION NUMBER:
THIS IS TO CERTIFY THAT THE POLICIES OF INSURANCE LISTED BELOW WAVE BEEN ISSUED TO THE INSURED NAMED ABOVE FOR THE POLICY PERIOD
INDICATED. NOTWITHSTANDING ANY REQUIREMENT, TERM OR CONDITION OF ANY CONTRACT OR OTHER DOCUMENT WITH RESPECT TO WHICH THIS
CERTIFICATE MAY BE ISSUED OR MAY PERTAIN, THE INSURANCE AFFORDED BY THE POLICIES DESCRIBED HEREIN IS SUBJECT TO ALL THE TERMS.
EXCLUSIONS AND CONDITIONS OF SUCH POLICIES. LIMITS SHOWN MAY HAVE BEEN REDUCED BY PAID CLAIMS.
INSIR Im
TYPE OF INSURANCE
SHOULD ANY OF THE ABOVE DESCRIBED POLICIES BE CANCELLED BEFORE
POLICY NUMBER
ACCORDANCE WITH THE POLICY PROVISIONS.
LIMITS
A
GENERAL LLI&UTY
X COMMERCIAL GENERAL LIABILITY
CLAMS -MADE FX -1 OCCUR
X
1625 13th Street
1680594D6811TUt
06101/2014
06/01/2015
EACH OCCURRENCE S 1,000,00
PREL11SEs Ee ppCMl6,1Le f 300,00
MED EXP (My pre psrmn) S 5,00
PERSONAL 4 ADV IN"Y $ 1,000,00
GENERAL AGGREGATE S 2,000,00
GERL AGGREGATE LIMIT APPLIES PER
X POLICY PRO- LOC
PRODUCTS - COMPIOP AGG S 2,000,00
$
A
A
AUTOMOBILE
JX
LIABILITY
mr! ri AU
ALL OV C- AUTOS
SCHEDU-ED AUTOS
HIRED AUTOS
"I OWNED AUTOS
680594D6811TIA05
680594D6911TIA05
0610112014
061012014
061012015
061012015
COMBINED SIWLE LIMIT S 1,000,00
(Ea ecnder)
BODILY INJURY IPS( parson) $
BODILY N"Y (Per at ,i ) $
PROPERTY DAMAGE
(PERACCIDENTT) f
f
1
UMBRELLA LIAB
EXCESSUAB
OCCUR
CLAIMS -MADE
EACH OCCURRENCE S
.AGGREGATE f
DEDUCTIBLE
pETEWWN £
f
f
B
WORKERS COMPENSATION
AND EMPLOYERS' LIABILITY
ANY PROPPETOPIPARTM1ERrEXECUTIVE YIN
OFFICER/MEMBER EXCLUDED?
(Mandatory In NH)
II yes, d nbs udar
DESCRIPPO OF OPERATIONS bea,
N/A
X
HU8594D706905
06/012014
061012015
X (may TIM O R
E.L. EACH ACCIDENT s 500,00
EL DISEPSE - EA EMPLOYEE S 500,00
E DISEASE - POLICY LIMIT f 500,00
A
Professlonal
SM 0106341
03/028015
03/0212016
Per Claim 1,000,00
Deduct 1,00
DESCRIPTION OF OPERATIONS I LOCATIONS I VEHICLES (AOach ACORD 101. Additlonal Remama Schedule. V mora span Is nnnAn a)
CERTIFICATE HOLDER CANCELLATION
CITYFLI
SHOULD ANY OF THE ABOVE DESCRIBED POLICIES BE CANCELLED BEFORE
THE EXPIRATION DATE THEREOF, NOTICE WALL BE DELIVERED IN
ACCORDANCE WITH THE POLICY PROVISIONS.
City of Lubbock, TX
RFP No. 15 -12219 -MA
AUTAHORIZED REPRESENTATNE
1625 13th Street
Lubbbock,TX 79401y�
®1988-2009 ACORD CORPORATION. All rights reserved.
ACORD 25 (2009109) The ACORD name and logo are registered marks of ACORD
COMMERCIAL GENERAL LIABILITY
THIS ENDORSEMENT CHANGES THE POLICY. PLEASE READ IT CAREFULLY.
BLANKET ADDITIONAL INSURED -OWNERS, LESSEES
OR CONTRACTORS
This endorsement modifies insurance provided under the following:
COMMERCIAL GENERAL LIABILITY COVERAGE PART
PROVISIONS:
1. WHO IS AN INSURED (SECTION II) is amended
to include as an insured any person or organiza-
tion (called hereafter "additional insured") whom
you have agreed in a written contract, executed
prior to loss, to name as additional insured, but
only with respect to liability arising out of "your
work' or your ongoing operations for that addi-
tional insured performed by you or for you.
2. With respect to the insurance afforded to Addi-
tional Insureds the following conditions apply:
a. Limits of Insurance — The following limits of
liability apply:
1. The limits which you agreed to provide:
or
2. The limits shown on the declarations,
whichever is less.
b. This Insurance is excess over any valid and
collectible insurance unless you have agreed
in a written contract for this insurance to
apply on a primary or contributory basis.
3. This insurance does not apply:
a. on any basis to any person or organization
for whom you have purchased an Owners
and Contractors Prolective policy.
b. to "bodily injury," "property damage," "per-
sonal injury," or 'advertising injury" arising
out of the rendering of or the failure to render
any professional services by or for you, in-
cluding:
1. The preparing, approving or failing to
prepare or approve maps, drawings,
opinions, reports, surveys, change or-
ders, designs or specifications; and
2. Supervisory, inspection or engineering
services.
CG D1 05 04 e4 Copyright, The Travelers Indemnity Company, 1994. Page 1 of 1
Includes Copyrighted Material from Insurance Services Office, Inc.
TRAVELERS
ONE TOWER SQUARE
HARTFORD, CT 06183
CHANGE EFFECTIVE DATE: 03-23-15
INSURER: FARMINGTON CASUALTY COMPANY
INSURED'S NAME: ROBERT E. SLAVIN, INC
WORKERS COMPENSATION
AND
EMPLOYERS LIABILITY POLICY
CHANGE DOCUMENT WC 99 99 98 (00)
POLICY NUMBER: (IFUB-594D706-9-14)
NCCICO CODE: 22640
This change is issued by that member of The Travelers Insurance Companies which issued the policy and forms
a part of the policy. It is agreed that the policy is amended as follows:
An absence of an entry in the premium spaces below means that the premium adjustment, if any, will be made at
time of audit.
ADDITIONAL PREMIUM S 86
ADDITIONAL NON -PREMIUM S NIL
RETURN PREMIUM S NIL
RETURN NON -PREMIUM S NIL
The following endorsement charge is added to the schedule:
STATE OF GA
LOCATION 001 01
WAIVER OF SUBROGATION
SEE ENDT WC 00 03 13 (00)-001
CLASSIFICATION CODE PREM. BASIS RATE
BLANKET WAIVER 0930 683 0.0200
Balance to Waiver Minimum Premium is assigned to read:
STATE ANNUAL PREMIUM
GA 247
Balance to Waiver Minimum Premium is added
The following endorsements are added:
WC 00 03 13 (00)-001
WC 89 06 07 (00)-001
WC 89 06 14 (00)-002
ESTIMATED
PRO RATA
PREMIUM
DATE OF ISSUE: 04-09-15 BS CHANGE NO: 001 PAGE 001 OF LAST
POL. EFF. DATE: 06-01-14 POL. EXP. DATE: 06-01-15
OFFICE: ELMIRA NY SRV CTR 700
PRODUCER: SIEGEL INSURANCE INC XV370
3
COUNTERSIGNED AGENT
TRAVELERS, WORKERS COMPENSATION
AND
ONE TOWER SQUARE
EAMORD, CT 06183 EMPLOYERS LIABILITY POLICY
ENDORSEMENT WC 89 06 07 (00) — 001
POLICY NUMBER: (IFUB-5940706-9-14)
POLICY INFORMATION PAGE
ENDORSEMENT
The Producer's Name is changed to read: SIEGEL INSURANCE INC
ALL OTHER TERMS AND CONDITIONS OF THIS POLICY REMAIN UNCHANGED.
DATE OF ISSUE: 04-09-15 STASSIGN:
TRAVELERS,,
WORKERS COMPENSATION
AND
ONE TONER SQUARE
HARTFORD, CT 06183
EMPLOYERS LIABILITY POLICY
ENDORSEMENT WC 89 06 14 (00) — 002
POLICYNUMBER: (IFUB-594D706-9-14)
POLICY INFORMATION PAGE
ENDORSEMENT
Item 3.D. Endorsement numbers is changed to read:
"See Change Document or Information Page Schedule°
ALL OTHER TERMS AND CONDITIONS OF THIS POLICY REMAIN UNCHANGED.
DATE OF ISSUE: 04-09-15 STASSIGN:
TRAVELERS/, WORKERS COMPENSATION
AND
ONE TOWER SQUARE
HARTFORD, CT 06183 EMPLOYERS LIABILITY POLICY
ENDORSEMENT WC 00 03 13 (00)-01
POLICY NUMBER: (IFUB-5940706-9-14)
WAIVER OF OUR RIGHT TO RECOVER FROM OTHERS ENDORSEMENT
We have the right to recover our payments from anyone liable for an injury covered by this policy. We will not
enforce our right against the person or organization named in the Schedule. (This agreement applies only to the
extent that you perform work under a written contract that requires you to obtain this agreement from us.)
This agreement shall not operate directly or indirectly to benefit any one not named in the Schedule.
SCHEDULE
DESIGNATED PERSON:
DESIGNATED ORGANIZATION:
ANY PERSON OR ORGANIZATION FOR WHICH THE INSURED HAS
AGREED BY WRITTEN CONTRACT EXECUTED PRIOR TO
LOSS TO FURNISH THIS WAIVER.
DATE OF ISSUE: 04-09-15 STASSIGN:
TRAVELERSJw
ONE TOWER SQUARE
HARTFORD, CT 06183
CHANGE EFFECTIVE DATE: 06-01-15
INSURER: FARMINGTON CASUALTY COMPANY
INSURED'S NAME: ROBERT E. SLAVIN, INC
WORKERS COMPENSATION
AND
EMPLOYERS LIABILITY POLICY
CHANGE DOCUMENT WC 99 99 98 (00)
POLICY NUMBER: (IFUB-594D706-9-15)
NCCICO CODE: 22640
This change is issued by that member of The Travelers Insurance Companies which issued the policy and forms
a part of the policy. It is agreed that the policy is amended as follows:
An absence of an entry in the premium spaces below means that the premium adjustment, if any, will be made at
time of audit.
ADDITIONAL PREMIUM S 250
ADDITIONAL NONPREMIUM S NIL
RETURN PREMIUM S NIL
RETURN NON -PREMIUM S NIL
The following endorsement charge is added to the schedule:
STATE OF GA
LOCATION 001 01
WAIVER OF SUBROGATION
SEE ENDT WC 00 03 13 (00)-001
CLASSIFICATION CODE PREM. BASIS RATE
BLANKET WAIVER 0930 630 0.0200
Balance to Waiver Minimum Premium is assigned to read:
STATE ANNUAL PREMIUM
GA 237
The following endorsements are added:
WC 00 03 13 (00)-001
WC 89 06 14 (00)-001
ESTIMATED
ANNUAL
PREMIUM
13
DATE OF ISSUE: 04-09-15 HS CHANGE NO: 001 PAGE 001 OF LAST
POL. EFF. DATE: 06-01-15 POL. EXP. DATE: 06-01-16
OFFICE: ELMIRA NY SRV CTR 700
PRODUCER: SIEGEL INSURANCE INC KV370
COUNTERSIGNED AGENT
TRAVELERS^ WORKERS COMPENSATION
AND
ONEHARTFORD,
FOWERRD, CT ARE
061 EMPLOYERS LIABILITY POLICY
HARTFORD, CT 06183
ENDORSEMENT WC 89 06 14 (00) — 001
POLICY NUMBER: (IFUE-594D706-9-15)
POLICY INFORMATION PAGE
ENDORSEMENT
Item 3.D. Endorsement numbers is changed to read:
"See Change Document or Information Page Schedule"
ALL OTHER TERMS AND CONDITIONS OF THIS POLICY REMAIN UNCHANGED.
DATE OF ISSUE: 04-09-15 STASSIGN:
TRAVELERS, WORKERS COMPENSATION
AND
ONE TOWER CT ARE
061
HARTFORD, CT 06183 EMPLOYERS LIABILITY POLICY
ENDORSEMENT WC 00 03 13 (00) -01
POLICY NUMBER: (IFUB-594D706-9-15)
WAIVER OF OUR RIGHT TO RECOVER FROM OTHERS ENDORSEMENT
We have the right to recover our payments from anyone liable for an injury covered by this policy. We will not
enforce our right against the person or organization named in the Schedule. (This agreement applies only to the
extent that you perform work under a written contract that requires you to obtain this agreement from us.)
This agreement shall not operate directly or indirectly to benefit any one not named in the Schedule.
SCHEDULE
DESIGNATED PERSON:
DESIGNATED ORGANIZATION:
ANY PERSON OR ORGANIZATION FOR WHICH THE INSURED HAS
AGREED BY WRITTEN CONTRACT EXECUTED PRIOR TO
LOSS TO FURNISH THIS WAIVER.
DATE OF ISSUE: 04-09-15 STASSIGN: