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HomeMy WebLinkAboutC05-180 Mercer Group c:: 0;> -. I '8"0-/0 CONSULTING AGREEMENT WITH THE MERCER GROUP, INC. This Consulting Agreement ("Agreement") dated as this :2L day of , 2005, is between the County of Eagle, State of Colorado, a body corp rate politic, by and through its Board of County Commissioners ("County"), and the Mercer Group, Inc., a consultant with the mailing address of"2t5@.O..~tti Street Drive, Greeley, Colorado 80634 ("Consultant"). IS20,. WHEREAS, County desires to engage a recruitment and search firm for professional assistance in recruiting a new County Administrator as more particularly outlined in Section 1.1 hereunder; WHEREAS, Consultant has represented that it has the experience and knowledge in the subject matter necessary to carry out the services outline in Section 1.1 hereunder; WHEREAS, County wishes to hire Consultant to perform the tasks associated with such services outlined in Section 1.1 hereunder; WHEREAS, County and Consultant intend by this Agreement to set forth the scope of the responsibilities of the Consultant in connection with the services and related terms and conditions to govern the relationship between Consultant and County in connection with the services. Aareement Therefore, based upon the representations by Consultant set forth in the foregoing recitals, for good and valuable consideration, including the promises set forth herein, the parties agree to the following: 1. Services Provided: 1.1 The Consultant will provide the consulting services as more particularly set forth in the attached Exhibit "A," (hereinafter called "Consulting Services"). If any provisions of this Agreement and the attached Exhibit "A" conflict, then the provisions of this Agreement shall control. The Consulting Services are generally described as 1) position analysis and preparation of a position profile based on interviews and consultation with the County Commissioners, Elected Officers, staff, and others; 2) recruitment for the position; 3) inviting potential candidates to apply; 4) reviewing and screening applications; 5) conducting preliminary interviews and background checks of selected candidates; and 6) recommending a list of final candidates. Supplemental services may include preparing the BOCC, the County's interview committee, or other designee for final interviews and coordinating the same; negotiating; and other following up to the final hiring decision. Supplemental services will be performed pursuant to Section 4.1 hereunder. 1.2 The parties hereto recognize that the scope of the Services may change. When the Consultant believes that the scope of the Services has been changed, or by reason of a decision of the County it will be required to redo properly completed Services, the Consultant shall immediately advise the County of such belief and shall also provide a statement of the maximum additional charges for such services. Consultant shall not be entitled to be paid for any such additional services unless and until County agrees in writing that the scope of the Services has changed and accepts the statement of the maximum additional charges. 1.3 The Consultant agrees that Consultant will not enter into any consulting arrangements with third parties that will conflict in any manner with the Consulting Services. 1.4 The Consultant will work cooperatively with the County Human Resources Department and other designated staff to ensure a consistent search process. 2. Term of Agreement: 2.1 This Agreement shall commence upon execution of this agreement, subject to the provisions of Section 2.2 hereof, shall continue in full force and effect in accordance with the schedule set forth in Exhibit "A" or as otherwise agreed to by the Parties. 2.2 County may terminate this Agreement, in whole or in part, for its convenience upon providing notice to the Consultant. Consultant may termination this Agreement upon the default of County of its obligations herein following a seven (7) day notice and opportunity to cure said default. Upon termination, the Consultant shall deliver to County all data and other documents entirely or partially completed, together with all material supplied to the Consultant by the County. Payment will be due within thirty (30) days after the Consultant has delivered the last of the partially completed documents, together with any records that may be required to determine the amount due. 2.3 In the event of any termination of this Agreement, the County shall be liable only for Services satisfactorily completed up to the termination date, plus approved expenses. 3. Independent Contractor: 3.1 With respect to the provision of the Consulting Services hereunder, Consultant acknowledges that Consultant is an independent contractor providing Consulting Services to County. Nothing in this Agreement shall be deemed to make Consultant an agent, employee, partner or representative of County. Moreover, this Agreement creates no entitlement to participate in any of the Employee Benefit Plans of County including insurance, paid vacation and recognized holidays. 3.2 The Consultant shall not have the authority to, and will not make, any commitments or enter into any agreement with any party on behalf of County without the written consent of a senior management representative of County. 3.3 The Consultant will maintain liability, unemployment and workmen's compensation insurance on his/her own behalf, as necessary. 4. Remuneration: 4.1 For the Consulting Services provided hereunder, County shall pay to the Consultant the fees and expenses as set forth in the attached Exhibit "A." Notwithstanding the foregoing, nothing herein shall constitute a guarantee of particular hours worked. Payment for Supplemental Services beyond this amount will only be by written amendment to this Agreement in an amount mutually agreed to by the Parties. 4.2 Consultant shall submit to County invoices for payment identifying the work completed or covered by the invoice as of the date of the invoice and accompanied by such supporting documentation as County may reasonably require. Consultant shall submit to County an invoice for one-third of the fees and expenses at the start of the search, one-third at the end of thirty (30) days from the start of the search, and one-third upon successful negotiation with the Board of the selected candidate. County agrees to pay Consultant within thirty (30) days of receipt of a properly documented invoice. Upon request, Consultant shall provide County with such other supporting information as County may request. In the event this Agreement is terminated pursuant to Section 2.2 herein, Consultant shall only be entitled to retain payment for those Services satisfactorily completed up to the termination date, plus actual expenses. 4.3 Consultant shall maintain comprehensive, complete and accurate records and accounts of its performance relating to this Agreement for a period of three (3) years following final payment hereunder, which period shall be extended at County's reasonable request. 4.4 Additional travel expenses for any Supplemental Services, if necessary, shall be in an amount mutually agreed to by the parties. 4.5 County will not withhold any taxes from monies paid to the Consultant hereunder and Consultant agrees to be solely responsible for the accurate reporting and payment of any taxes related to payments made pursuant to the terms of this Agreement. 4.6 The funds appropriated for this project are equal to or in excess of the contract amount. Notwithstanding anything to the contrary contained in this Agreement, no charges shall be made to County nor shall any payment be made to Consultant in excess of the above amounts for any work done without the written approval of the County in accordance with a budget adopted by the Board of County Commissioners in accordance with the provisions of the Colorado Revised Statutes. 5. Indemnification: 5.1 Within the limits allowed by law, Consultant shall indemnify County for, and hold and defend the County and its officials, boards, officers, principals and employees, harmless from, all costs, claims and expenses, including reasonable attorney's fees, arising from claims of any nature whatsoever made by any person in connection with the acts or omissions of, or representations by, the Consultant in the performance of this Agreement. This indemnification shall not apply to claims by third parties against the County to the extent that the County is liable to such third party for such claim without regard to the involvement of the Consultant. 6. Consultant's Professional Level of Care: 6.1 Consultant shall be responsible for the completeness and accuracy of the Consulting Services, including all supporting data and other documents prepared or compiled in performance of the Services, and shall correct, at its sole expense, all significant errors and omissions therein. The fact that the County has accepted or approved the Consulting Services shall not relieve Consultant of any of its responsibilities. Consultant shall perform the Consulting Services in a skillful, professional and competent manner and in accordance with the standard of care, skill and diligence applicable to consultants, with respect to similar services, in this area at this time. 6.2 Consultant understands and hereby acknowledges that County is relying primarily upon the expertise and professional abilities of the officers of Consultant. This Agreement is conditioned upon the continuing direct involvement of these officers of Consultant in the Services. Consultant may not subcontract or delegate any part of the Services or substitute subcontractors without County's written consent, which consent County may exercise in its sole discretion. Except as so provided, this Agreement shall be binding on and inure to the benefit of the parties hereto, and their respective successors and assigns, and shall not be deemed to be for the benefit of or enforceable by any third party. 7. Notices: 7.1 Any notice to be given by any party to the other shall be in writing and shall be deemed to have been duly given if delivered personally, by facsimile transmission or if sent by prepaid first class mail, and for the purposes aforesaid, the addresses of the parties are as follows: (a) Eagle County Attorney's Office 500 Broadway PO Box~ g-S" () Eagle, CO 81631 Tel: (970) 328-8685 Fax: (970) 328-8699 (b) The Mercer Group, Inc. Attn: Tom Dority or Sue Gapter-Dority 4520 W. 14th Street Drive Greeley, CO 80634 Tel: (970) 378-1781 Fax: (970) 378-1831 7.2 Notices shall be deemed given on the date of delivery; on the date a FAX is transmitted and confirmed received or, if transmitted after normal business hours, on the next business day after transmission, provided that a paper copy is mailed the same date; or three days after the date of deposit, first class postage prepaid, in an official depositary of the U.S. Postal Service. 8. Miscellaneous: 8.1 This Agreement shall be interpreted in accordance with the laws of the State of Colorado and the parties hereby agree to submit to the jurisdiction of the courts thereof. Venue shall be in the Fifth Judicial District for the State of Colorado. 8.2 The Consultant and County acknowledge that, during the term of this Agreement and in the course of the Consultant rendering the Consulting Services, the Consultant may acquire knowledge of the business operations of County and other aspects of the business affairs of County that are not generally known and the Consultant shall not disclose, use, publish or otherwise reveal, either directly or through another, to any person, firm or corporation, any knowledge, information or facts concerning any of the past or then business operations of County and shall retain all knowledge and information which he has acquired as the result of this Agreement in trust in a fiduciary capacity for the sole benefit of County, its successors and assigns during the term of this Agreement, and for a period of five (5) years following termination of this Agreement. 8.3 All documents (including electronic files) which are obtained during or prepared in the performance of the Consulting Services shall remain the property of the County and are to be delivered to County before final payment is made to Consultant or upon earlier termination of this Agreement. 8.4 This Agreement constitutes the entire Agreement between the parties related to its subject matter. It supersedes all prior proposals, agreements and understandings. IN WITNESS WHEREOF, the parties hereto have executed this Agreement the day and year first above written. COUNTY OF EAGLE, STATE OF COLORADO, By and Through Its ATTEST: BOARD OF COUNTY COMMISSIONERS . By: Am Menconi, Chairman THE MERCER GROUP, INC. By: /-'<-- Tom Dority ~) The Mercer Groll , Inc. Consultants to Management 4520 w. 14/Jo Street Drive Greeley, CO 80634 970-378-1781 FAX970-378-1831 tomdority@comcast.nel May 23, 2005 Chairman Am Menconi Board of County Commissioners Eagle County Government c/o Bryan Treu, Assistant County Attorney 500 Broadway Eagle, Co 81631-0850 Via Email: bryan.treu@eaglecounty.us Dear Mr. Menconi and Commissioners: If you determine to engage a professional search finn to assist with the recruitment of the next County Administrator, The Mercer Group, Inc., would be very pleased to make a proposal to the County for those services. Weare a national search firm with considerable experience in recruitment of city and county managers and other local government professionals. Our methods are always open and participative, intended to build the confidence of the Commissioners, the staff and the community. The purpose of engaging the services of an executive search firm is to seek out and recruit experienced candidates and to assist the County in selecting highly qualified individuals who meet the profile and needs ofthe County and who might not otherwise apply. The Mercer Group, Inc. is exceptionally well qualified to assist the County with this project. In our nationwide practice, we have conducted many recent searches for City and County Managers. Here are some cities and counties we have assisted recently, among many others: Broomfield Colorado City/County Attorney 2005 Grand Junction Colorado City Manager Performance Eva!. 2005 Municipal League Michigan Executive Director 2004 Federal Heights Colorado City Manager 2004 Joplin Missouri City Manager 2004 Jackson Michigan City Manager 2004 Boulder Colorado City Manager, City Attorney 2003,2004 Ann Arbor Michigan City Administrator 2002 Summit County Colorado County Manager 2001 Northglenn Colorado City Manager, others 2001 Centennial Colorado City Manager 2001 Westminster ColoradQ City Manager 2000 EXHIBIT I A Chairman Am Menconi Eagle County Commissioners May 23. 2005 page 2 Weare well experienced and very deliberate in learning the standards expected by elected officials so that the recruitment is well founded from the beginning. Our office is in Greeley, so our expenses and fees can be very competitive. This proposal is designed to provide an indexed and easily usable document for the Eagle County Board of Commissioners to assess the qualifications of The Mercer Group, Inc. to handle this critical work. It contains the following sections: Table of Contents; Introduction, Back- ground, and Objectives; Our Approach, Work Plan and Schedule; Firm History, Qualifications and Staffing; Why You Should Select The Mercer Group, Inc.; and an Acceptance/Signature page. Appendices include our References and an abbreviated Previous Search List. Our guarantees are listed on page 23. I will personally manage this search with professional support from Mr. Mercer in establishing effective recruitment networks and channels. Susan Gapter-Dority, a Mercer Vice President, will assist in many aspects ofthe work. In order to broaden our impact, we are able also to call upon many other national Mercer associates for leads and prospective candidates. Thank you for the opportunity to respond to this important assignment. This proposal is valid for ninety (90) days from receipt by Eagle County. Please call me at 970-378-1781 if you have any questions. Sincerely yours, THE MERCER GROUP, INC. 7: C, 1JorifJ Thomas C. Dority Senior Vice President Enclosures EAGLE COUNTY, COLORADO Proposal for Executive Recruitment Services for the Position of COUNTY ADMINISTRATOR May 19, 2005 THE MERCER GROUP, INC. Colorado Office: Santa Fe Office: 4520 W. 14th Street Drive 551 W. Cordova Road, Suite 726 Greeley, CO 80634-3147 Santa Fe, NM 87505 TEL: 970-378-1781 505-466-9500 FAX 970-378-1831 505-466-1274 TABLE OF CONTENTS Section Pa2e No. Cover Letter I. INTRODUCTION, BACKGROUND, AND OBJECTIVES ..................................... 1-3 A. Introduction and Background B. Objectives ofthe Search Process II. OUR APPROACH, WORK PLAN AND SCHEDULE........................................... 4-15 A. Approach B. Work Plan 1. Position Analysis 2. Recruitment Process 3. Resume Review 4. Candidate Screening 5. Background Investigation 6. Interview Process 7. Negotiation and Follow-up C. Schedule m. COST PROPOSAL ............................................................................................... 16-17 IV. FIRM HISTORY, QUALIFICATIONS AND STAFFING ....................................18-21 A. Firm Qualifications B. Resumes of Our Key Search Staff V. WHY YOU SHOULD SELECT THE MERCER GROUP, INC. .......................... 22-25 VI. ACCEPTANCE.. ............................. ..... ............ ....... .............................. ....... . . . . 26 APPENDICES A. Previous Searches, Abbreviated................................................................. ............. 27-33 B. References ........................................................................................................... 34-35 LIST OF EXHIBITS 1. The Mercer Group, Inc. Sample Candidate Evaluation Matrix II. Search Schedule m. Schedule of Meetings with Board of Commissioners I. INTRODUCTION, BACKGROUND, AND OBJECTIVES This section presents our understanding of Eagle County's requirements for this search, as well as the objectives and scope ofthe project. A. Introduction and Backl!round Eagle County government was incorporated under the Colorado Statutes in 1883, and the Town of Eagle became the County Seat in 1921. Historically an agricultural region oflivestock and farming, as well as gold and other mineral extraction, Eagle County has become a premier recreational and winter sports area including the world-class ski resorts of Vail and Beaver Creek. The principal towns of Vail, Avon, Basalt, Eagle, Gypsum, Minturn and Red Cliff rely on the County for fundamental public services and records. Together with the unincorporated areas, the total population of Eagle County is currently about 47,000. There is a governing board ofthree Commissioners, one of whom is selected to serve as Chairman. A County Administrator position is established to coordinate the operations of all departments ofthe County and to carry out the policies ofthe Board of County Commissioners (BOCC). We expect to be able to recruit from among the most professional and effective administrators nationwide to respond to this opportunity. It is our understanding that: . It is the intention of the Board of Commissioners to provide a prompt, deliberate selection process for the new County Administrator. The position is vacant at this time. . The Board of Commissioners will engage a recruitment and search firm for professional assistance in recruiting a new County Administrator. . The County is considering "turn-key" executive search services and support in connection with the recruitment. Proposal to Eagle County for Executive Recruitment Services for the Position of County Administrator The Mercer Group, Inc., 2005 page 1 . Services required include position analysis and preparation of a position profile, recruitment for the position; inviting potential candidates to apply; reviewing and screening applications; conducting preliminary interviews and background checks of selected candidates; recommending a list of final candidates. Supplemental services include preparing the BOCC and coordinating final interviews; negotiating; and following up. . The County wishes to conduct a comprehensive recruitment process, to ensure the best qualified candidates are found and that the best qualified individuals who are acceptable can be hired. . The annual salary and benefits package for the position will be discussed with and determineq by the Board of Commissioners. B. Objectives The objectives that we will meet in order to help find the best qualified candidates for the position are as follows: . To conduct an on-site needs assessment for the new County Administrator. . To develop a comprehensive position profile. . To reconcile any differences in points of view with regard to specifications for the position. . To encourage top level people to apply who might otherwise be reluctant to respond to an advertisement. . To save a considerable amount ofthe Commissioner's and staffs time in establishing a position profile and reviewing applicants. . To comply with appropriate personnel regulations and laws (i.e., EEO and ADA). Proposal to Eagle County for Executive Recruitment Services for the Position of County Administrator The Mercer Group, Inc., 2005 page 2 . To independently and objectively assess the qualifications and suitability of candidates for the position, including any internal candidates and others identified by the Commissioners or the staff. ~ . To recommend a pool of finalist candidates to the BOCC. . To coordinate finalist candidate interviews with the BOCC. . To mail an information packet supplied by the County to all qualified applicants. . To respond to all candidate inquiries and produce all correspondence throughout the search. . To preserve the confidentiality of inquiries to the degree possible under Colorado law. . To assist the BOCC in reaching a final decision. . To assist in negotiating a compensation package with the successful candidate on behalf of the County. . To assist the BOCC in establishing performance expectations and evaluating the new County Administrator's performance. . To follow-up with the BOCC and the new County Administrator during the first year to determine if adjustments need to be made. . To keep the BOCC closely involved in key decisions and informed of our progress. Proposal to Eagle County for Executive Recruitment Services for the Position of County Administrator The Mercer Group, Inc., 2005 page 3 II. OUR APPROACH, WORK PLAN AND SCHEDULE This section presents our approach, work plan and schedule for the search project. A. Approach Our approach and style are open, inclusive and interactive. That is, we form a partnership with our client to conduct a project. The Commissioners, staff and others you wish to participate in the process, will benefit through ease of implementation and by gaining more in-depth appreciation of the process of screening and selecting a County Administrator. B. Work Plan We recommend a seven (7)-step search process as follows: 1. Position Analysis We will study and define work relationships, job qualifications and requirements for the position, update our knowledge of the community and County organization and create a "Position Profile." 2. Recruitment Process We will recruit regionally and nationally for the position and network to locate qualified candidates. 3. Resume Review We will identify the most highly qualified candidates. 4. Candidate Screening We will carefully screen prospective finalists according to the County's selection criteria contained in the Position Profile. 5. Background Investigation We will thoroughly evaluate the professional accomplishments, strengths and weaknesses, education and other records of prospective finalists before the BOCC interviews them. Proposal to Eagle County for Executive Recruitment Services for the Position of County Administrator The Mercer Group, Inc., 2005 page 4 6. Interview Process We will coordinate interviews with the Board of Commissioners and facilitate selection. 7. Negotiation and Follow-up We will facilitate employment and follow-up to ensure complete integrity of the process. Each step in this process for the County Administrator is described below. 1. Position Analysis We will have extensive consultation with the Commissioners, County staff as well as other individuals or groups to learn the County's vision/mission, goals and objectives, the needs and issues, requirements ofthe job, and to verify information about the environment within which the position functions. We will spend a considerable amount of time at the beginning of the process in Eagle in order to gain a working knowledge of the region and the County organization. During this process, we will initiate individual interviews with each Commissioner, department head and key staff members, and other community leaders if you wish, to identify expectations, perceptions, and issues regarding the position, as well as the expected characteristics of the ideal candidate. Based on those meetings and interviews, we will prepare a draft position profile and review it with the Board of Commissioners in order to arrive at a general agreement regarding the specifications for the position. The final position profile will include information about the County government, the communities, major issues to be faced, the position, and the selec- tion criteria established. Proposal to Eagle County for Executive Recruitment Services for the Position of County Administrator The Mercer Group, Inc., 2005 page 5 Our Position Profiles are found to be thoroughly informative to prospective candidates. Our research is in depth and with genuine respect for Eagle County's values, issues and expectations. The understanding we gain becomes the filter through which qualified candidates for County Administrator are screened, so that prospective finalists will reflect your Profile and a potential "fit" with the community. 2. Recruitment Process Although we may know potential candidates from earlier searches, we will rely most heavily on our own contacts in the public and service industry management field and on our own experience. In other words, through "networking" (not just advertising), we will conduct a nation-wide professional search for the best qualified candidates and invite them to apply for the position. The Position Profile is a very effective tool during this phase of direct recruitment. We also share potential candidates with other Mercer search consultants in seven offices from Florida to California. Each of us is active in city/county management associations and municipal leagues nationally and in several states. Through our professional associations and personal contacts, we are able to identify many prospects that suit the particular needs of a client. We will also provide the Board of Commissioners with advertising alternatives. Based on those discussions, we will place ads in professional journals and their websites, in national, in-state and local job bulletins to encourage applicants to apply. We are accustomed to using professional sources also that are relied upon by minority and women candidates. Equal Opportunity The Mercer Group, Inc., is an equal opportunity employer and recruiter, and as a practice does not discriminate against any employee or applicant for Proposal to Eagle County for Executive Recruitment Services for the Position of County Administrator The Mercer Group, Inc., 2005 page 6 employment on the basis of race, religion, creed, color, gender, sexual orientation, age, disability, or national origin. 3. Resume Review We will review and analyze each applicant's background and experience against the position description criteria. We will acknowledge all resumes received and keep candidates informed of their status. 4. Candidate Screenin2 Criteria for the preliminary screening will be contained in the approved Position Profile. They may include such items as education, technical knowledge, experience, accomplish- ments, management style, personal traits, etc. Screening of candidates against those criteria will be based on data contained in the resumes, on other data provided by the candidates and on our knowledge ofthe organizations in which they work. At this stage, each must meet the minimum qualifications specified in the Position Profile. We will be responsible for screening the applications received. This initial screening will be conducted by telephone with both the prospective candidate and with preliminary references who may know the candidate's background and expertise. Once the initial screening is completed, we will select prospective candidates who most closely match the criteria established by the Board of Commissioners. The output ofthis step in the process will be a matrix display oftop candidates showing how each rates against the selection criteria established by the BOCC (Exhibit I). This matrix will be reviewed with the Commissioners (along with any advisors you may wish to include at this stage) and guidance obtained prior to proceeding. It will include "thumbnail" comments about each prospective finalist with respect to some of the key selection criteria. Proposal to Eagle County for Executive Recruitment Services for the Position of County Administrator The Mercer Group, Inc., 2005 page 7 One contingency here is that the BOCC may not approve of any of the candidates. If that should occur, we would, of course, keep searching until the County's needs are clearly met. After a review with the Board of Commissioners, we will contact your leading candidates and personally talk with each. We will closely examine their experience, qualifications and achievements in view ofthe selection criteria and our professional expertise in evaluating the quality of such qualifications and achievements. 5. Backeround Investieations As part of our process in evaluating top candidates, we personally make detailed and extensive background checks. In conducting these, it is our practice to speak directly to individuals who are now or have previously been in positions to evaluate the candidate's job performance. We endeavor to gain a 3600 perspective from supervisors, elected officials, community leaders, subordinates, etc., in each candidate's current community and one or two prevIOus ones. Proposal to Eagle County for Executive Recruitment Services for the Position of County Administrator The Mercer Group, Inc., 2005 page 8 EXHIBIT I THE MERCER GROUP, INC. SAMPLE CANDIDATE EVALUATION MATRIX A.::; Sigrtifit:ant Experience B::; Some Experience C=No Working Knowledge Selection Evaluation Criteria Community Participative Negotiation Strategic Performance Communications CANDIDATE Relations Management Skills Planner Budget Skills John Jones A A A A A A Mary Jackson C B A A B A Juan Perez B A C B C A Joe Washington A B B B C B Susan Jones A C B C C C William Jefferson C B C C B A Linda Chong B C C C B B Jenny Olson B A B B B B Reuben Marconi B A A B A C Stan Goldberg A B A B C A Michelle Walinski A C C A B A We ask each candidate to provide us with a few references to start. We then network to other persons who know the candidate. In this way, we thoroughly evaluate each candidate. We have talked to as many as 23 references concerning a single finalist candidate. These references and evaluations are combined to provide frank: and objective appraisals of the top candidates. We also verify past employment difficulties, if any, including any legal action filed against former employers. As part of our evaluation process, we verify undergraduate and graduate college degrees. As an additional option, we can arrange for credit checks, criminal checks, psychological (or similar) testing ofthe candidates that may be desired. (These may be extra cost items.) It has been our usual practice to collaborate on criminal and driver record checks with the client's Sheriff (or a neighboring law enforcement executive) in order to gain the most thorough record check from each candidate's own community and former residences. 6. Interview Process Based on the preceding steps, we will prepare a written summary on each of the selected finalists for the position of County Administrator. The information will cover, but not be limited to, 1) present position, 2) total years experience, 3) salary requirements, 4) education, 5) previous positions held, 6) management style, 7) skills and abilities, and 8) interests. This information will be presented to the BOCC in a detailed written format combined with the results of the background investigation. We will discuss our background information, provide sample interview questions and a rating form for the interviews. Targeted questions will be recommended regarding important County issues, management concepts and competencies as well work experience. We will also provide the BOCC with our recommendations relative to timing, sequencing, location, setting, format, and conduct of interviews with the finalists. We will provide Proposal to Eagle County for Executive Recruitment Services for the Position of County Administrator The Mercer Group, Inc., 2005 page 10 information about trends in employment, employment contracts and agreements, relocation expenses, perquisites, appropriate role for spouses, receptions, etc. In collaboration with the County's Human Resources staff, we will arrange schedules for top candidate interviews , with the BOCC and will coordinate the process. The BOCC may wish to involve others in additional, targeted interview sessions. We are also accustomed to facilitating the BOCC's deliberation about strengths and weaknesses of the finalists in order to begin reducing the field to your top candidate. During the time candidates are in Eagle County for interviews, it can be effective to schedule a public reception for residents and other community leaders to meet the candidates. Such a reception can be arranged informally at a convenient time and place. Commissioners often gain valuable feedback from those attending and from observing the interactions with Administrator candidates. Community members typically gain confidence from meeting and talking with the candidates. Feedback may also be forthcoming from those who observe the open interviews. 7. Ne2:otiation and Follow-up We will also assist, if you wish, in mediating the process relative to salary, benefits and other conditions of employment. This allows the BOCC and the new County Administrator to avoid beginning your work together with an adversarial relationship. We can be especially helpful also because we have proposed a fixed fee rather than one based on a percentage of salary. One contingency here is that an agreement may not be able to be arranged. Ifthat is the case, we will work with the BOCC to select an alternate candidate. Weare prepared to handle any and all media relations. Unless otherwise directed, it is our standard practice to tell all media that we are working on behalf of Eagle County and that any public statement should corne directly from the Board of Commissioners. We will maintain Proposal to Eagle County for Executive Recruitment Services for the Position of County Administrator The Mercer Group, Inc., 2005 page 11 confidentiality of candidate information, to the extent desired by the County and to the degree possible under Colorado law. Finally, we will notify by letter all unsuccessful candidates who were not recommended for interview of the final decision reached. We suggest, however, that it is more appropriate for the Board of Commissioners to notify directly all unsuccessful candidates whom they inter- viewed about the final result. Once the new County Administrator has been on board for 30 days or so, we are available to conduct a session with the Board of Commissioners and the new County Administrator in order to establish mutual performance criteria and goals for the position. In this regard, we will work with the BOCC to help define the role ofthe new County Administrator. We will follow up periodically with the County during the first year in order to make any adjustments that may be necessary. We will keep the BOCC closely informed and involved in decisions concerning the search process at all times. We will prepare and send periodic reports that describe the progress on the recruitment, specific steps to be taken to meet the County's deadlines and an itemization of expenses incurred to date and expected to be incurred during each succeeding project step. Support from the County will be needed, as follows: Arranging interviews with the Commissioners and staff members Providing budget, organization charts and other documents Place of contact for the search Processing invoices for payment Proposal to Eagle County for Executive Recruitment Services for the Position of County Administrator The Mercer Group, Inc., 2005 page 12 C. Schedule Our search process normally takes about 120 days to complete, from the beginning of our research to the Commissioner's final decision. With the Commissioner's contract approval during May, we would expect to begin the search promptly, with position analysis and profile research begun by the end of May. Advertising and recruitment can begin by June 1 and continue through mid July. This would allow us to report potential finalists by early August. The Board of Commissioners should be in a position to select a few finalists by mid August. Following our background checks and other preparation, interviews could be arranged in Eagle by mid September. A selection could be made by the Board of Commissioners in mid September. This may allow a new County Administrator to be on the job during October, 2005. This schedule is presented in Exhibit IT and can be altered somewhat according to the BOCC's requirements. We must disclose that we will be out of the country from June 12 through June 29. However, our experienced office assistant will be able to provide the necessary continuity for accepting applications and corresponding with applicants. She will be in regular contact with us to review whatever is necessary to maintain this schedule, and we will have ample opportunity for direct recruiting before closing the applications in mid July. Our proposed list of meetings with the Board of Commissioners is shown in Exhibit ill. Proposal to Eagle County for Executive Recruitment Services for the Position of County Administrator The Mercer Group, Inc., 2005 page 13 EXHIBIT II SCHEDULE OF COUNTY ADMINISTRATOR SEARCH PROCESS PROJECT STEPS o days 30 days 60 days 90 days 120 days May June July August September I. Develop Search Process, I Recruitment Profile and Advertisement Program for Commissioners approval. 2. Identity Qualified Candi- dates, Review Database, Network, Conduct Initial Recruitment, Receive and Review Resumes. 3. Recruit and evaluate Prospective Candidates. 4. Written Progress Report. . . . 5. Background Investigation of Prospective Candidates. 6. Make Final Recommendations, Assist in Selection, Facilitate - Employment 7. Establish Performance - Measures and Follow-up. 8. Meetings with Commissioners: I. Interviews, research about Profile 2. Approve Profile . 3. Review final 10-12 candidates . 4. Present report of finalists . 5. Interview finalists . Proposal to Eagle County for Executive Recruitment Services for the Position of County Administrator The Mercer Group, Inc., 2005 page 14 i i EXHIBIT III 1. Individual interviews with Board of Commissioners, department heads, community members and others. 2. Meeting with Board of Commissioners to finalize position profile. 3. Possible meeting or conference call with Board of Commissioners to discuss potential finalists and solicit feedback. 4. Meeting with Board of Commissioners to present Report on finalists. 5. Facilitate Board of Commissioner's interviews with each finalist. 6. Possible meeting with Board of Commissioners to assist/facilitate selec- tion of new County Administrator. 7. Possible follow-up meeting with, Board of Commissioners and new County Administrator 30 to 60 days after start of work for purposes of establishing mutual goals/ objectives for the future. Proposal to Eagle County for Executive Recruitment Services for the Position of County Administrator The Mercer Group, Inc., 2005 page 15 III. COST PROPOSAL Our professional fees for the services outlined to recruit the new County Administrator are $15,000 plus not-to-exceed direct expenses of $4,000. Our fees are broken down as follows: Position Research and Profile.... ...... ......... ..................................... ....... ..................... $ 3,850 Advertising and Recruitment...... ...... .......................................................................... 2,000 Resume Review............ ...... ... ... ............ ..... ............... ..... ........ ........ ..................... ......... 1,200 Candidate Screening and Presentation of Potential Finalists...................................... 2,500 Background Investigation............................................................................................ 2,850 Interview Process .................. .......... ........................ ....... ........ ...................................... 2,100 Negotiation and Follow-up............................................ .............................................. 500 TOTAL FEE................................................................................................ .$15,000 MAXIMUM DIRECT EXPENSES. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4,000 MAXIMUM FEES AND DIRECT EXPENSE. . . . . . . . . . . . . . . . . . . . . . . . . . . $19.000 Direct expenses ate for advertising, consultant travel, telephone, correspondence, and report preparation. Please Note that advertising in print media for service industry managers may incur additional direct expenses of up to $2500. Because of our office location in Colorado, expenses can be kept to a minimum. The cost for final candidates to travel to interview with the Board of Commissioners is not included. Such costs are typically paid by the County on a reimbursement basis, directly to the candidates. These costs are difficult to estimate because they depend on where the candidates are located. Out-of-state costs run as high as $750 to $1,000 per person. Eagle County's cost for The Mercer Group, Inc. for services rendered under this agreement will not exceed the agreed upon price unless an increase is authorized by the County in writing. We will submit invoices for fees and expenses. It is our practice to bill one-third at the start of the search, one-third at the end of 30 days, and one-third upon successful negotiation with the Board of Proposal to Eagle County for Executive Recruitment Services for the Position of County Administrator The Mercer Group, Inc., 2005 page 16 Commissioner's selected candidate. Each invoice will be payable upon receipt for professional services. Expenses will be billed in addition and shown as a separate figure. We will comply with all applicable laws, rules and regulations of federal, state and local government entities. Our ability to carry out the work required will be drawn greatly from our past experience in providing similar services to others, and we expect to continue such work in the future. We will, to the degree possible, preserve the confidential nature of any information received from you or developed during the work in accordance with our professional standards. We assure you that we will devote our best efforts to carrying out the engagement. The results obtained, our recommendations and any written material provided by us will represent our best judgment based on the information available to us. Our liability, if any, will not be greater than the amount paid to us for the services rendered. This proposal constitutes the agreement between us or must be adopted by reference in a professional services agreement by the County. It cannot be modified except in writing by both parties. Our agreement will be interpreted according to the laws of the State of Colorado. Proposal to Eagle County for Executive Recruitment Services for the Position of County Administrator The Mercer Group, Inc., 2005 page 17 IV. FIRM HISTORY, QUALIFICATIONS AND STAFFING This section presents our qualifications to conduct projects ofthis type and describes the staffto be assigned to the search. A. Firm Qualifications The Mercer Group, Inc. is an independent management consulting firm incorporated in the State of Georgia and operating nation-wide. The firm was founded by James L. Mercer, a long-term public management consultant. Mr. Mercer started his own firm in 1981 and, in 1984, merged it with another consulting firm, Wolfe & Associates, Inc. On June 1, 1986, Mr. Mercer acquired the Human Resource and Organizational Consulting Practice of Wolfe & Associates, Inc. This acquisition formed the basis for Mercer, Slavin & Nevins, Inc. He sold his interest in Mercer, Slavin & Nevins, Inc. early in 1990 and founded The Mercer Group, Inc. The Mercer Group, Inc. provides exceptionally high quality management consulting services to state and local governments, transit authorities, health care providers, utilities, special districts, and private sector clients. Specialty practice areas include: executive recruitment, organization and operations analysis, productivity improvement, strategic planning, management systems, compensation/classification/policy studies, privatization, budget evaluation services, government consolidation and organization development, training, and general management consulting. Our key consultants have conducted successful searches for hundreds of public sector organizations nationally and can offer numerous references as testimony of our work. James L. Mercer has conducted or assisted in the conduct of more than 250 successful executive searches in recent years. Mr. Mercer is the Chief Executive Officer of our firm and can be located at our Santa Fe office as follows: Proposal to Eagle County for Executive Recruitment Services for the Position of County Administrator The Mercer Group, Inc., 2005 page 18 James L. Mercer, President The Mercer Group, Inc. 28 Sierra del Sol Santa Fe, NM 87505 Telephone: 505-466-9500; FAX: 505-466-1274 Federal Tax ill No.: 58-1877068 mercer@mindspring.com www.mercergroupmc.com Thomas C. Dority has conducted many searches as a career city manager and has been the principal consultant for over eighty executive searches during the past ten years. He is President of Tom Dority & Associates, Inc., a municipal consulting business. His firm represents The Mercer Group, Inc., for many professional engagements under a standing Subcontractor Agreement. He serves as Senior Vice President-of our firm and manages our Colorado and Michigan offices, as follows: Thomas C. Dority The Mercer Group, Inc. 4520 W. 14th Street Drive Greeley, CO 80634-3147 Telephone: 970-378-1781; FAX: 970-378-1831 e-mail: tomdority@comcast.net 2313 Northampton Way, Suite 203 Lansing, MI 48912 Telephone: 517-487-4575; FAX: 517-482-8750 B. Resumes of Our Kev Staff 1. James L. Mercer, President Mr. Mercer holds a Master of Business Administration degree from the University of Nevada, Reno, and a Bachelor of Science degree in Industrial Management from the same institution. He has also received a Certificate in Municipal Administration from the University of North Carolina at Chapel Hill and is a graduate ofthe Executive Development Program at Cornell University. Mr. Mercer is a Certified Management Consultant (CMC) and has more than 23 years of experience in executive search and management consulting. He has authored or co- authored five books and has written more than 200 articles on various management topics. His experience covers the following functional areas: executive search, organization and Proposal to Eagle County for Executive Recruitment Services for the Position of County Administrator The Mercer Group, Inc., 2005 page 19 operations analysis, management systems, productivity improvement, seminars/training, goal setting, strategic planning, privatization, government, consolidation, and general consulting. Prior to founding The Mercer Group, Inc., Mr. Mercer held positions as President of Mercer, Slavin & Nevins, Inc.; Regional Vice President of Wolfe & Associates, Inc.; as Partner and Vice President of Korn/Ferry International; General Manager of Battelle Southern Operations; National Program Director for Public Technology, Inc.; and Assistant City Manager of Raleigh, North Carolina. He has also been President of James Mercer & Associates, Inc., and has served as Director 0 f Government Consulting Services for Coopers & Lybrand in both the Southeast and Southwest, as well as Director of the Industrial Extension Division for Georgia Tech. 2. Thomas C. Doritv. Senior Vice President Mr. Dority is a career city manager with over 30 years experience in public policy development, finance, budgeting, employee relations and management of public safety, public works and community development. He is a past member of the Board of Directors of the Michigan City Management Association. An adjunct instructor for Eastern and Western Michigan Universities, he was associated with the Institute for Community and Regional Development for City BOCC goal-setting and has taught a graduate seminar in local government administration. He has published articles in Ohio and Michigan municipal publications. Mr. Dority is a past member of the Boards of the Michigan Association of Community Arts Agencies and the Museum Associates of Michigan State University. His experience and qualifications include the following: . Top manager in five local governments, employing over 400 people, designing and executing major public policies, building successful working relationships with elected Boards. . Experienced facilitator of volunteer and elected boards, mission planning, goals and consensus. . Board member, professional training planner, public speaker for City Managers. . Mentor for college students, young professionals. . Experienced change agent of organization structure, continuous improvement and team building. . Recruited, hired key professionals in high profile community positions. . Evaluated professional staff for fifteen years and helped plan for their professional growth. . Introduced continuing training in recognizing and valuing diversity in the workplace. Mr. Dority holds a Master of Public Administration from the University of Colorado, 1971 and a Bachelor of Science, Business Administration, from the University of California, 1966. He was City Manager in East Lansing, Michigan for ten years, in Oxford, Ohio for five years, first Administrator of Weld County, Colorado, under Home Rule, and Assistant City Manager in Greeley, Colorado. Mr. Dority served as a financial consultant to Ohio municipalities with Deloitte Haskins + Sells and held other top City and positions in Finance, Human Resources, public safety and general management in Colorado and Oregon. He served with the U.S. Air Force in Southeast Asia. Proposal to Eagle County for Executive Recruitment Services for the Position of County Administrator The Mercer Group, Inc., 2005 page 20 3. Susan A. Gapter-Dority, Vice President Susan Gapter-Dority will assist in the research, recruitment and background investigations during this project in order to lend continuity. Ms. Gapter-Dority has assisted with many steps during City Manager searches, as well as managing other searches. She has over 20 years experience as a C.P.A. in public practice, most recently a partner in a regional public accounting firm. She served as personnel partner in the Greeley, Colorado, office, hiring, training and mentoring staff. Her emphasis has been in human resources, employee benefits, facilitation and mediation, organizational structure and tax. During her public accounting career, she has managed many municipal audits. Ms. Gapter-Dority holds a Business Administration degree in Accounting, Summa Cum Laude, from the University of Northern Colorado, 1980. She obtained an undergraduate degree in microbiology from Colorado State University in 1964. She has served on the Boards of the Greeley Community Foundation, Hospice, Chamber of Commerce, is a past-president of her Rotary club and is currently President of the University of Northern Colorado Foundation. Proposal to Eagle County for Executive Recruitment Services for the Position of County Administrator The Mercer Group, Inc., 2005 page 21 v. WHY YOU SHOULD SELECT THE MERCER GROUP, INC. We believe some advantages to using The Mercer Group, Inc. which you may wish to consider are: 1. Critical Path Method The Mercer Group, Inc. uses a "critical path" search process which is designed to allow our clients to focus their attention on the selection process rather than on recruiting and screening candidates. We have learned that each client's need for key executives is different and that there is no one "best" person for all situations. The best prospects are most frequently happily employed and are not responding to advertisements. These people typically need to be sought out and encouraged to become candidates. They are understandably reluctant to apply for positions if their interest could become a matter of public information prior to being assured that they will be finalist candidates. Our approach to this assignment will reflect the unique qualities of Eagle County. It will honor the interests of candidates to the extent possible under Colorado law. 2. Reasonable Fees Our practice was formed to provide exceptional quality recruitment services to our clients. Our system is designed to allow us to extend reasonable fees to our non-profit and governmental clients and still be within our profit margins on each assignment. 3. Experience Our search specialists are among the most experienced recruiters in the United States. We are also conducting similar consulting assignments currently. 4. Repeat En2a2ements We have received a considerable amount of repeat business from our clients during the recent past. 5. Unique Skills and Services We offer a valuable combination of skills and services which is unique in our industry. Our firm is nationally respected in the areas of Proposal to Eagle County for Executive Recruitment Services for the Position of County Administrator The Mercer Group, Inc., 2005 page 22 organization analysis and development, team building, strategic planning, goal setting, and productivity analysis. 6. Four Guarantees We guarantee that we will not recruit candidates for other clients from Eagle County for at least two years from the completion date ofthis assignment unless, for some reason, you specifically authorize us to do so. We further guarantee that. should the selected candidate leave your employ for any reason within the first year of employment. we will re-do the search for the cost of our expenses only. Our other guarantees include never attempting to recruit our placement without your permission and continuing the search until you are satisfied. 7. Strateeic Location Weare a national firm and serve the United States from 10 offices coast to coast. Weare close by when you need us. 8. Specialists in Search Weare specialists in public sector and related executive search and will devote our most experienced consultants to this project. We will not delegate any important aspect of the work to less experienced staff. 9. Positive Track Record We have a positive track record of placements on all of our search assignments and have satisfied clients as references. 10. Objectivity and Custom Tailored Services We do not use the same cadre of candidates again and again. And, we have no allegiances which preclude our total objectivity respective of any candidate. 11. Thorou2h Work Product We check references, we verify education and our work product is most thorough and ofthe highest quality. Proposal to Eagle County for Executive Recruitment Services for the Position of County Administrator The Mercer Group, Inc., 2005 page 23 12. Contemporary Or2anization Analysis Insi2ht We have contemporary organization analysis experience with similar organizations and will share our insights about your organization as we proceed with the search. 13. Proven Satisfaction Over 90 percent of our placements during the past five years are still in their same positions. 14. Ethical Standards We have participated in the establishment of ethical standards for public sector executive search firms, and we abide by those standards. We also abide by the Ethical Standards of the Institute of Management Consultants and the International City/County Management Association. 15. Objective Evaluation We are experienced in objectively evaluating internal and local candidates. 16. Contacts We have the local, state-wide and national contacts to expedite the search process. 17. Database We have background experience with many well-qualified candidates which can be searched. 18. Minority/Women Placements We have a number of minority and women placements. 19. Dia2nostic Techniaues We use diagnostic techniques to determine the needs of our clients and to determine how candidates match up with those needs. Proposal to Eagle County for Executive Recruitment Services for the Position of County Administrator The Mercer Group, Inc., 2005 page 24 20. Position Dimensions Analysis We use a technique which allows for the determination of dimensions that are important in a County Administrator's position and then determine specific questions that we should ask prospective candidates that will allow us to systematically determine whether or not those individuals have those characteristics. (For example, one dimension might be negotiating skills; leadership skills might be another, etc.) 21. Dimensions Matrix We also use a matrix approach to display the candidates along a number of dimensions and then review the top 10-20 of those individually with the Board of Commissioners to get their involvement and feedback prior to us spending County resources to interview a large number of candidates. This helps better target the search and produces a much more effective result. 22. Group Process Techniques In addition, we use a number of group process techniques to assist the BOCC and the new County Administrator to better settle in and focus on a set of mutual performance criteria once the new person has been selected and comes on board. 23. Never Say "No" We almost never say "no" to our clients. 24. Keep You Involved We will keep the Board of Commissioners actively involved in the search process at all times. 25. Ready to Go Weare ready to begin work immediately and proceed rapidly to complete this assignment. We can meet your schedule. Proposal to Eagle County for Executive Recruitment Services for the Position of County Administrator The Mercer Group, Inc., 2005 page 25 . This proposal is accepted for Eagle County, Colorado, by: IGNATURE: TITLE: ***** Proposal to Eagle County for Executive Recruitment Services for the Position of County Administrator The Mercer Group, Inc., 2005 page 26 APPENDIX A: PREVIOUS SEARCHES Examples of our executive search experience follow. This is an abbreviated list of chief administrator searches. Our entire list of hundreds of other previous clients and positions in public administration is available to you at any time. Those noted with * were completed previously by a Mercer associate then with another firm. 1- PUBLIC SECTOR City Manal!ersl Administrators Akron, Ohio - Assistant to the Mayor (Technology Agent) - 1973 Alachua, Florida - City Manager - 2001 Albany, Georgia - Assistant City Manager (Limited scope search) - 2000 Angel Fire, New Mexico - Town Administrator (Limited scope search) - 2000 Andrews, Texas - City Manager - 2000 Ann Arbor, Michigan - City Administrator - 1988 Ann Arbor, Michigan - City Administrator - 1995 Ann Arbor, Michigan - City Administrator - 200 I Arlington, Texas - Assistant City Manager (Technology Agent) - 1973 Aspen, Colorado - City Manager - 1989 Athens/Clarke County Unified Government, Georgia - Manager - 1995 Athens/Clarke County Unified Government, Georgia - Manager - 2000 -.. Aurora, Colorado - City Manager - 1989 Austin, Texas - City Manager - 1988 Avondale, Arizona - City Manager - 2000 Barrington, Illinois - Village Manager - 1998 Bay City, Michigan - City Manager - 2003 Beavercreek, Ohio - City Manager - 1985 Beavercreek, Ohio - City Manager - 2003 Belding, Michigan - City Manager - 1999 Bellaire, Texas - City Manager - 1996 Billings, Montana - City Administrator - 2003 Billings, Montana - City Administrator - 1999 Billings, Montana - Assistant City Administrator - 2003 Billings, Montana - Deputy City Administrator - 2003 Bloomfield Hills, Michigan - City Manager - 2001 Boca Raton, Florida - Assistant City Manager - 1989 Boulder, Colorado - City Manager - 2002 Boynton Beach, Florida - City Manager - 1999 Cairo, Georgia - City Manager - 1995 Cape Coral, Florida - City Manager - 1996 Carpentersville, Illinois - Village Manager - 200 I Carrboro, North Carolina - Town Manager - 2003 Casa Grande, Arizona - City Manager - 2003 Casselberry, Florida - City Manager (Limited scope search) - 2003 Centennial, Colorado - City Manager - 2001 Charlotte, North Carolina - City Manager - 1981 Charlotte, North Carolina - City Manager - 1996 Charlotte, North Carolina - Deputy City Manager (Limited scope search) - 2000 Chesapeake, Virginia - City Manager - 1996 Clayton, Missouri - City Manager - 2003 Proposal to Eagle County for Executive Recruitment Services for the Position of County Administrator The Mercer Group, Inc., 2005 page 27 *Cloverdale, California - City Manager - 2001 College Park, Georgia - City Manager - 2002 College Park, Maryland - City Manager - 2004 College Park, Maryland - City Manager - 2002 *Colma, California - City Manager - 1998 Columbia, South Carolina - City Manager - 1997 Columbus, Georgia - City Manager - 1995 Concord, North Carolina - City Manager - 1999 Coral Springs, Florida - Assistant City Manager - 2000 *Cotati, California - City Manager - 1997 Culpeper, Virginia - Town Manager - 2000 *Daly City, California - Assistant City Manager - 1995 Danville, Virginia - City Manager - 1999 Davie, Florida - Town Administrator - 1999 Daytona Beach, Florida - City Manager - 2002 Decatur, Illinois - City Manager - 1987 Deerfield Beach, Florida - City Manager - 1989 DeKalb, Illinois - City Manager - 1998 Delaware, Ohio - City Manager - 1998 Delray Beach, Florida - City Manager - 1986 Del Rio, Texas - City Manager (Limited scope search) - 1995 Derby, Kansas - City Manager - 2001 Dothan, Alabama - City Manager - 2002 Durham, North Carolina - City Manager - 2004 East Point, Georgia - City Manager - 1996 East Point, Georgia - City Manager - 1999 Elkhart, Kansas - City Administrator (Limited scope search) - 2000 Eloy, Arizona - City Manager - 2000 EI Paso, Texas - City Manager 2004 Enid, Oklahoma - City Manager - 1997 *Encinitas, California - City Manager - 1999 Eugene, Oregon - Assistant City Manager (Technology Agent) - 1973 Evanston, Illinois - Assistant City Manager (Technology Agent) - 1973 Evanston, Illinois - City Manager - 1996 Fairmont, Minnesota - City Administrator - 1988 Federal Heights, Colorado - City Manager - 2004 Federal Way, Washington - City Manager - 1999 Flint, Michigan - City Administrator - 2001 Florence, South Carolina - City Manager - 1996 Fort Lauderdale, Florida - City Manager - 1998 Fountain Hills, Arizona - Town Manager - 2002 Frankfort, Kentucky - City Manager - 2003 Franklin Village, Michigan - Village Administrator - 1998 Gainesville, Florida - City Manager - 1995 Glencoe, Illinois - Village Manager - 2000 Glendale, Arizona - Deputy City Manager (2 Positions) - 2004 Glenview, Illinois - Village Manager - 2004 Goldsboro, North Carolina - City Manager - 2004 Proposal to Eagle County for Executive Recruitment Services for the Position of County Administrator The Mercer Group, Inc., 2005 page 28 Grand Ledge, Michigan - City Administrator - 1999 Green Cove Springs, Florida - City Manager (Limited scope search) - 1997 '"Greenfield, California - City Manager - 1998 Greensboro, North Carolina - Assistant City Manager (Limited scope search) - 1996 Gulfport, Florida - City Manager - 2003 Gulfport, Florida - City Manager - 1989 Hampton, Virginia - Assistant City Manager (Technology Agent) - 1973 Hampton, Virginia - City Manager - 1984 *Healdsburg, California - City Manager - 1995 Highland Park, Michigan - Interim City Manager - 2002-2003 High Point, North Carolina - Assistant City Manager (Technology Agent) - 1973 Howell, Michigan - Deputy City Manager for Financial Services - 2004 Huber Heights, Ohio - City Manager - 2000 Hudson, Ohio - City Manager - 1997 Independence, Missouri - Assistant City Manager (Technology Agent) - 1973 Indian Rocks Beach, Florida - City Manager (Limited scope search) - 1997 Jackson, Michigan - City Manager - 1996 Jackson, Michigan - City Manager - 1997, 2004 Jacksonville, North Carolina - City Manager - 1998 Jersey City, New Jersey - Assistant Business Manager (Technology Agent) - 1973 Johnson City, Tennessee - City Manager - 2005 Joplin, Missouri - City Manager - 2004 Kent, Ohio - City Manager - 1997,2005 Kettering, Ohio - Assistant City Manager (Technology Agent) - 1973 Kingsport, Tennessee - City Manager -1999 Lakeland, Florida - City Manager - 2003 Lakeland, Florida - Assistant to the City Manager - 2004 *Lakeport, California - City Manager - 2001 Laurinburg, North Carolina - City Manager - 1999 Lapeer, Michigan - City Manager - 2002 League City, Texas - City Administrator - 2004 *Livermore, California - City Manager - 2000 *Livermore, California - Assistant City Manager - 2001 Longboat Key, Florida - Town Manager - 1993 Longboat Key, Florida - Town Manager - 1997 Longboat Key, Florida - Assistant Town Manager - 1996 *Los Altos, California - City Manager - 1998 Louisville, Ohio - City Manager - 2001 Lower Merion Township, Pennsylvania - Assistant Township Manager (Technology Agent) - 1973 Manistee, Michigan - City Manager - 2001 Martinsville, Virginia - City Manager - 2004 Matthews, North Carolina - Town Manager - 2002 Melbourne, Florida - City Manager - 2002 Middletown, Ohio - City Manager - 1984 Middletown, Pennsylvania - Borough Manager - 2001 *Mill Valley, California - City Manager - 1999 Minneapolis, Minnesota - Assistant City Coordinator (Technology Agent) - 1973 Minnetonka, Minnesota - City Manager - 2000 Proposal to Eagle County for Executive Recruitment Services for the Position of County Administrator The Mercer Group, Inc., 2005 page 29 Minster, Ohio - Village Administrator - 1986 Monroe, Michigan - City Manager - 1992 Montgomery, Illinois - Village Manager - 2000 *Morgan Hill, California - City Manager - 1996 Mound, Minnesota - City Manager - 2000 Naples, Florida - City Manager - 2003 Negaunee, Michigan - City Manager - 2004 Norfolk, Virginia - City Manager - 1999 North Miami, Florida - City Manager - 2002 Northglenn, Colorado - City Manager - 2001 Northville Township, Michigan - Township Administrator - 1999 North Myrtle Beach, South Carolina - City Manager - 2003 North Myrtle Beach, South Carolina - City Manager - 1997 North Port, Florida - Assistant City Manager (Limited scope search) - 2003 North Port, Florida - Assistant City Manager (Limited scope search) - 2002 *Novato, California - Assistant City Manager - 2002 Oak Ridge, Tennessee - City Manager - 2003 Oklahoma City, Oklahoma - Assistant City Manager (Technology Agent) - 1973 Oklahoma City, Oklahoma - City Manager - 1986 *Oxnard, California - City Manager - 1997 Pasadena, California - Assistant City Manager (Technology Agent) - 1973 Payson, Arizona - Town Manager - 2002 *Petaluma, California - City Manager - 1996 Phoenix, Arizona - City Manager - 1989 Piqua, Ohio - City Manager - 2005 Plainview, Texas - City Manager - 2003 Ponce Inlet, Florida - Town Manager - 2001 Port Huron, Michigan - City Manager - 1997 Portsmouth, Virginia - City Manager - 2000 Pueblo, Colorado - Assistant City Manager (Technology Agent) - 1973 Punta Gorda, Florida - City Manager - 1995 Punta Gorda, Florida - City Manager - 1998 Punta Gorda, Florida - City Manager - 2004 Raleigh, North Carolina - Assistant to the City Manager - 1971 Raleigh, North Carolina - City Manager - 2000 Reading, Pennsylvania - Managing Director - 2003 *Reno, Nevada - City Manager 1995 RicWand, Washington - City Manager - 1998 RicWand, Washington - City Manager (Limited scope search) - 2000 Richmond, Michigan - City Manager - 1998 Rio Rancho, New Mexico - City Administrator - 2003 Roanoke, Virginia - City Manager - 1999 Rock Hill, South Carolina - City Manager - 2001 Rock Hill, South Carolina - City Manager - 1993 Rockville, Maryland - City Manager - 1998 St. Pete Beach, Florida - City Manager - 200 I St. Petersburg, Florida - Assistant City Manager (Technology Agent) - 1973 St. Petersburg, Florida - Deputy City Manager Public Works - 1988 Proposal to Eagle County for Executive Recruitment Services for the Position of County Administrator The Mercer Group, Inc., 2005 page 30 San Diego, California - Deputy City Manager - 1988 *San Diego, California - Assistant City Manager - 2000 San Jose, California - Assistant City Manager (Technology Agent) - 1973 *San Rafael, California - City Manager - 1996 *Santa Rosa, California - City Manager - 2000 Sarasota, Florida - City Manager - 1986 *Saratoga, California - City Manager - 1997 Saratoga, California - City Manager - 2000 Savannah, Georgia - City Manager - 1994 Sioux City, Iowa - Assistant City Manager (Technology Agent) - 1973 *Solana Beach, California - City Manager - 2002 South Brunswick Township, New Jersey - Township Administrator - 1987 South Haven, Michigan - City Manager - 1999 Southlake, Texas - Assistant City Manager - 2005 South Miami, Florida - City Manager - 2003 Southfield, Michigan - City Administrator - 1999 Sparks, Nevada - City Manager - 1989 Spartanburg, South Carolina - City Manager - 1984 Spartanburg, South Carolina - City Manager - 1995 Spartanburg, South Carolina - City Manager - 2001 Suffolk, Virginia - City Manager - 2002 Sun'n Lake Sebring Improvement District, Florida - General Manager - 2004 Sun'n Lake Sebring Improvement District, Florida - General Manager - 2002 Sunrise, Florida - City Manager - 1989 Swartz Creek, Michigan - City Manager - 2000 Takoma Park, Maryland - City Manager - 2004 Talladega, Alabama - City Manager - 2003 Tallahassee, Florida - City Manager - 1994 *The Sea Ranch - Community Manager - 2002 *Tiburon, California - City Manager - 2000 Tifton, Georgia - City Manager - 1996 Topeka, Kansas - Assistant to the Mayor (Technology Agent) - 1973 Topeka, Kansas - Chief Administrative Officer - 2002 *Tracy, California - Deputy City Manager - 1999 Traverse City, Michigan - City Manager - 1987 Treasure Island, Florida - City Manager - 2004 Treasure Island, Florida - City Manager - 1996 Tucson, Arizona - City Manager - 2004 Tucson, Arizona - Assistant City Manager (Technology Agent) - 1973 *Union City, California - City Manager - 1995 Vero Beach, Florida - City Manager - 2004 Virginia Beach, Virginia - City Manager - 1991 Virginia Beach, Virginia - Deputy City Manager - 1987 West Hartford, Connecticut - Assistant City Manager (Technology Agent) - 1973 Westrninster, Colorado - City Manager - 2000 West Palm Beach, Florida - City Manager - 1988 Wilmington, North Carolina - City Manager - 2002 Wilmington, North Carolina - Deputy City Manager - 2003 Proposal to Eagle County for Executive Recruitment Services for the Position of County Administrator The Mercer Group, Inc., 2005 page 31 Wilson, North Carolina - City Manager - 2004 Winter Haven, Florida - City Manager - 1986 Winter Haven, Florida - City Manager - 2001 Worcester, Massachusetts - Assistant City Manager (Technology Agent) - 1973 Worcester, Massachusetts - City Manager - 1993 Worthington, Minnesota - City Manager - 1988 Wylie, Texas - City Manager - 2004 York, Pennsylvania - Business Administrator & Assistant Solicitor - 2000 County Mana!!ers/Administrators Alachua County, Florida - County Manager - 1999 Alachua County, Florida - County Manager - 1984 Arapahoe County, Colorado - County Administrator - 1999 Athens/Clarke County Unified Government, Georgia - Manager - 1995 Athens/Clarke County Unified Government, Georgia - Manager - 2001 Beaufort County, South Carolina - County Administrator - 1992 Broward County, Florida - Assistant to the County Administrator for Affordable Housing - 2004 Charleston County, South Carolina - County Administrator - 1998 Charlotte County, Florida - County Administrator - 2002 Charlotte County, Florida - County Administrator - 1995 Chesterfield County, Virginia - County Administrator - 1983 Clarke County, Georgia - County Administrator - 1984 Collier County, Florida - County Administrator (Limited scope search) - 2000 Fairfax County, Virginia - County Executive - 1980 Grady County, Georgia - County Administrator (Limited scope search) - 1999 Gwinnett County, Georgia - County Manager - 1987 Gwinnett County, Georgia - Executive Assistant to the Board - 1985 Henrico County, Virginia - Assistant County Manager (Technology Agent) - 1973 Henry County, Georgia - County Administrator - 1984 Hernando County, Florida - County Administrator - 2000 HiIIsborough County, Florida - County Administrator - 1986 HiIIsborough County, Florida - Deputy County Administrator - 2004 HiIIsborough County, Florida - Assistant County Administrator for Human Services - 2004 Incorporated County of Los Alamos, New Mexico - County Administrator - 1998 Indian River County, Florida - County Administrator - 1987 Jefferson Parish, Louisiana - Assistant to the Parish President (Technology Agent) -1973 Johnson County, Kansas - County Administrator - 1998 Lee County, Virginia - County Administrator - 1991 Leon County, Florida - County Administrator - 1989 Leon County, Florida - Assistant County Administrator - 1989 Los Alamos County, New Mexico - County Administrator - 2003 Los Alamos County, New Mexico - County Administrator - 1999 Lowndes County, Georgia - County Manager - 2001 Manatee County, Florida - County Administrator - 1984 Manatee County, Florida - County Administrator - 1993 NashviIIelDavidson County, Tennessee - Assistant to the Mayor (Technology Agent) - 1973 Proposal to Eagle County for Executive Recruitment Services for the Position of County Administrator The Mercer Group, Inc., 2005 page 32 Northampton County, Virginia - County Administrator - 1999 *Nye County, Nevada - County Manager - 1998 Orange County, North Carolina - County Manager - 1987 Osceola County, Florida - County Administrator - 2003 Palm Beach County, Florida - County Administrator - 1985 Polk County, Florida - County Administrator - 1989 Prince William County, Virginia - County Executive - 1990 Ramsey County, Minnesota - County Manager - 1999 St. Louis County, Minnesota - County Administrator - 1987 Santa Rosa County, Florida - County Administrator - 1988 Spartanburg County, South Carolina - County Administrator - 1999 Stafford County, Virginia - County Administrator - 2002 Summit County, Colorado - County Manager - 2001 Union County, North Carolina - County Manager - 2001 V olusia County, Florida - County Manager - 1995 Wise County, Virginia - County Administrator - 2001 Proposal to Eagle County for Executive Recruitment Services for the Position of County Administrator The Mercer Group, Inc., 2005 page 33 APPENDIX B: REFERENCES You may contact any of the following references for the professional work of Mr. Dority: Mayor Kathleen Novak Mayor Mark Ruzzin City Manager Phillip Nelson Joann Roberts Stacy, H.R. Director City of Northglenn City of Boulder population 28,000 1777 Broadway 11701 Community Center Dr. Boulder, CO 80306 Northglenn, CO 80233 303-441-3011 303-451-8326 City Manager, City Attorney Search City Manager, Police Chief, Finance Tom Long, Chairman Marc G. Hummel, Village Manager Board of County Commissioners Village President Irwin A. Bock Summit County Population: 38,500 208 E. Lincoln 2121 W. Lake St. Breckenridge, CO 80424 Hanover Park, IL 60103 970-453-3402 630-372-4210 County Manager search Multiple Searches Mayor Martin Griffin City Administrator Marc Ott City Manager William Ross (now Dep.C.M., Fort Worth, TX City of Jackson 817-871-6111) Population: 37,500 City of Rochester Hills 161 W. Michigan Ave. population: 64,200 517-788-4035 1000 Rochester Hills Dr. City Manager, Rochester Hills, MI 48309-3033 Police and Fire Chiefs 810/656-4600 Other Community searches Multiple Searches, Compensation Study James W. Pierce ,City Manager Mayor Dale Sparks Huber Heights, Ohio City Manager Chuck Reid population 42,000 City of Federal Heights 6131 T aylorsville Road 2380 W. 90th Avenue Huber Heights, OH 45424 Federal Heights, CO 80260 937-233-1423 303-428-3526 Multiple Searches City Manager search Margene Ann Scott Brian Head, City Attorney President, Board of Trustees Joplin, Missouri Michigan Municipal League 417 -624-0820 ext. 225 248-588-3122 City Manager search Proposal to Eagle County for Executive Recruitment Services for the Position of County Administrator The Mercer Group, Inc., 2005 page 34 You may contact any ofthe following clients and placements for references on the executive search work of The Mercer Group: Mayor John Hieftje Jane Lumm, former City BOCCmember City of Ann Arbor, Michigan; population: 109,592 100 N. Fifth St., Ann Arbor, MI 48107-8647 (313) 994-2766 City Administrator Search Mayor Nancy Heil City of Westminster, CO; population: 99,081 4800 W. 92nd Avenue Westminster, CO 80031 City Manager Search Mr. Michael Lary Personnel Director Volusia County; population: 385,000 123 W. Indiana Ave. Deland, Florida 32720-4612 (904) 736-5951 County Manager Search Mayor Meyera Oberndorf City of Virginia Beach; population: 308,664 City Hall Building Virginia Beach, Virginia 23456 (804) 427-5445 City Manager Search, Deputy City Manager, City Attorney, and Director of Personnel Searches Mr. Robert J. O'Neill, Jr. Former City Manager, City of Hampton, VA populatiol1:; 133,793 Now Executive Djrector, ICMA 777 N. Capitol St., NE, Suite 500 Washington, D.C. 20002 202-289-4262 Various Searches Proposal to Eagle County for Executive Recruitment Services for the Position of County Administrator The Mercer Group, Inc., 2005 page 35