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HomeMy WebLinkAboutC05-180 Mercer Group
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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