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2022.07.20 Work Session Packet4141 Douglas Drive North • Crystal, Minnesota 55422-1696 Tel: (763) 531-1000 • Fax: (763) 531-1188 • www.crystalmn.gov Posted: July 15, 2022 City Council Special Work Session Agenda Wednesday, July 20, 2022 at 6:30 p.m. Council Chambers/Zoom Pursuant to due call and notice given in the manner prescribed by Section 3.01 of the City Charter, the special work session of the Crystal City Council was held on Wednesday, July 20, 2022 at _____ p.m. in the Council Chambers at City Hall, 4141 Douglas Dr. N., Crystal, MN and via Zoom. The public may attend the meeting via Zoom by connecting to it through one of the methods identified on the Notice of July 20, 2022 Special Work Session. I.Attendance Council members Staff ____ Adams ____ Norris ____ Banks ____ Therres ____ Budziszewski ____ Cummings ____ Kiser ____ LaRoche ____ Parsons II.Agenda The purpose of the special work session is to discuss the following agenda item: 1.Proposals from consultants to assist with the city manager search process. III.Adjournment The special work session adjourned at ______ p.m. Auxiliary aids are available upon request to individuals with disabilities by calling the city clerk at (763)531-1145 at least 96 hours in advance. TTY users may call Minnesota Relay at 711 or 1-800-627-3529. 4141 Douglas Drive North • Crystal, Minnesota 55422-1696 Tel: (763) 531-1000 • Fax: (763) 531-1188 • www.crystalmn.gov Posted: July 15, 2022 CRYSTAL CITY COUNCIL NOTICE OF JULY 20, 2022 SPECIAL WORK SESSION NOTICE IS HEREBY GIVEN that the Crystal City Council will hold a special work session on Wednesday, July 20, 2022 at 6:30 p.m. at Crystal City Hall, 4141 Douglas Dr. N., Crystal, MN and via Zoom. The public may attend the meeting via Zoom by connecting to it through one of the methods identified below. Topic: City Council Special Work Session Time: July 20, 2022, 6:30 p.m. Central Time (US and Canada) Join Zoom Meeting https://us02web.zoom.us/j/89665191237?pwd=emkwRStDTENKajFieElFeXFTOTdwdz09 Meeting ID: 896 6519 1237 Passcode: 414141 One tap mobile +19292056099,,89665191237#,,,,*414141# US (New York) +13017158592,,89665191237#,,,,*414141# US (Washington DC) Dial by your location +1 929 205 6099 US (New York) +1 301 715 8592 US (Washington DC) +1 312 626 6799 US (Chicago) +1 646 931 3860 US +1 669 900 6833 US (San Jose) +1 253 215 8782 US (Tacoma) +1 346 248 7799 US (Houston) +1 669 444 9171 US Find your local number: https://us02web.zoom.us/u/kbuJ9JVK2d Memorandum DATE: July 13, 2022 TO: Mayor and City Council FROM: Anne Norris, City Manager SUBJECT: Consultants – City Manager Selection Process ____________________________________________________________________ At its July 7 work session, the City Council agreed it wanted a consultant to assist with the city manager search process. Eight executive search firms or consultants were contacted to submit proposals for this project by the end of business, Friday, July 15. A separate packet with all proposals received will be provided to the Council prior to the July 20 work session. For the July 20 work session, the consultants have been asked to provide a brief overview of the process they will use. The Council may wish to ask questions about cost, timing, past experience, how they synthesize information they receive from the Council and staff, how they recruit candidates and steps they take in the search process. Potential interview questions will be provided to the council at the work session. A rating/ranking sheet will also be available at the work session to assist the City Council with selecting a consultant. New Brighton Office: 2241 17th Street NW New Brighton, MN 55112-5457 (612) 920-3320 x113 | fax: (612) 605-2375 mark@daviddrown.com www.ddahumanresources.com July 11, 2022 Sent via email only Honorable Mayor and Council Members City of Crystal 4141 Douglas Dr. N. Crystal, MN 55422 Dear Mayor Adams and Members of the Council, Thank you for the opportunity to submit a proposal to assist the City of Crystal with a search for your next City Manager. Our firm has extensive experience with local governments, and we thoroughly understand the complexities faced by city governments in Minnesota. DDA HR uses a proven, comprehensive process ensuring clients can identify the best candidate for their organization and community. The attached proposal includes several elements that set is apart in our approach to providing this service. Highlights include: • Knowledge and experience: Our firm comprehensively knows and understands local government in Minnesota, and we attract candidates from across the country. I would be the lead consultant for this process bringing over thirty-three years of experience in public service, and my work as a Metro City Manager forged connections with a large pool of potential candidates. In the last year, I have been fortunate to lead searches for a number of metro communities and organizations including the Cities of Corcoran, North St. Paul, and Stillwater, as well as the Mississippi Watershed Management Organization and the Riley Purgatory Bluff Creek Watershed District. • Communications: We will be on site multiple times throughout the search process and will provide weekly email updates to the City Council throughout the process. • Profile/Brochure: We develop a detailed professional profile to present the City in the most positive manner. A sample profile is attached. • National and local outreach: We advertise nationally, regionally, and locally to attract a greater pool of candidates. • Adherence to deadlines: When a deadline is established, we will meet it. • Video Interview: DDA uses video interviews in the screening process to get quality data that may not be apparent on resumes. These videos are made available to the City prior to selecting candidates for final interviews. • Work Personality Index: Each semifinalist will complete a work personality index which describes key features of the candidate’s personal style that influence their approach to tasks, ways of interacting with people, and performance at work. • Background check process: Instead of doing a comprehensive background check on a single finalist, we do so for all interviewees, including personal reference checks from current and former supervisors. • Intellect Profile: Each finalist will complete an intellectual profile measuring verbal reasoning, mathematical and logical reasoning, and overall mental aptitude. • Comprehensive and competitive service: We take great pride in providing the best service at a fair price. Our low overhead means you receive more service for the money. Thank you for your consideration. Sincerely, Mark Casey DDA Human Resources, Inc. Enclosure CITY OF CRYSTAL City Manager Search Proposal Submitted by DDA Human Resources, Inc. July 11, 2022 Prepared by: Mark Casey Management Consultant CITY OF CRYSTAL | City Manager Search Proposal CONTENTS OF THE PROPOSAL ■ Description of the Firm ■ Process Details ■ Approach to the Process ■ Service Team ■ Fees ■ Assurance ■ Timeline ■ References DESCRIPTION OF THE FIRM Proudly based in Minnesota, David Drown Associates (DDA) is a full-service consulting firm with more than 20 years working with local governments providing a full range of fiscal and economic development services, along with compensation and classification services and executive searches, to over 450 government clients throughout Minnesota. Over these years, we have gotten to know local government well, and we have worked hard to keep our services up to date to meet the ever-changing needs of our clients. In 2013, we expanded our scope to provide human resources services we started with executive recruitment and organizational studies and more recently added classification and compensation studies. Because of growth in our human resource service area, a new human resource affiliate company was created in 2017. DDA Human Resources Inc. currently employs eleven individuals serving cities, counties, and special districts throughout Minnesota. The vast majority of our consultants are recent practitioners having served as Administrators or Human Resource Managers. We have provided executive search services to over 100 cities and counties throughout Minnesota, drawing on candidates from across the country. Therefore, we understand the current challenges, know hundreds of potential candidates, and have our finger on the pulse of hiring City and County Administrators and Managers anywhere in the state. We take great pride in providing the best service at a fair and equitable price. We think you will find that our small company is nimble, efficient, and personable. We know and understand local government, and that will always guide our work. APPROACH TO THE PROCESS Our approach to this search will be to focus on finding the best fit for the City of Crystal. This is accomplished, first and foremost, by listening to what you are saying, understanding your goals and objectives, and building the search process off of that foundation. After gathering background information, we comprehensively advertise the position and make sure that the posting gets into the hands of prospective candidates. In some cases, those persons are not active job seekers, so we will make every effort to find those folks through direct outreach efforts. After the posting closes, an analysis of candidates will be completed so that, when the semifinalists are presented to the City you will be confident that these people are the best matches from the submitted applications. The finalists will be fully researched, and all necessary hiring information will be available prior to making a decision. Communication with the City Council is a high priority. In addition to our Mark Casey being on site regularly, the City Council will receive weekly email updates, and he will always be available for questions. CITY OF CRYSTAL | City Manager Search Proposal SERVICE TEAM MARK CASEY – PROJECT LEAD Mark joined DDA as a Management Consultant specializing in executive searches, strategic planning, and organizational consulting in the Twin Cities metropolitan area. In his thirty-three years of public service, Mark has served as the City Manager for the City of St. Anthony Village, City Administrator for the City of Annandale, and Director of Community Education for both the Annandale and Maple Lake school districts. He also worked for the Cities of Faribault, Saint Peter, and Columbia Heights. Mark received his undergraduate degree from the University of Minnesota and a master’s from St. Cloud State University. He has served on numerous boards and commissions including the League of Minnesota Cities, Metro Cites (President), Metro Area Management Association, and the Allina Hospital Board of Directors (Buffalo, MN), and he has been a frequent guest lecturer at the University of Minnesota, Hamline University, and Metro State University. Contact Information: mark@daviddrown.com 612-920-3320 x113 2241 17th Street NW New Brighton, MN 55112 LIZA DONABAUER Liza came to DDA with both private and public-sector experience. With a background in construction and finance administration, her passion for public sector work led her to Wright County where she provided support to the HR Department, County Coordinator, and Commissioners. While pursuing her MBA, Liza entered city management for Clearwater, Kansas, and then later moved to Arlington, Minnesota. During her four years in Arlington as a City Administrator, she completed a reorganization of the administration department, developed an orientation and capital planning process for two new councils, conducted compensation studies for several departments, engaged in a strategic planning session, and took part in developing a leadership curriculum for up and coming leaders in Sibley County. Her work has centered on human resource management, strong community participation, and leadership development. Liza enjoys working with colleagues throughout the state through her involvement in MCMA, a state affiliation of ICMA. She currently serves on the MCMA Women in the Profession Committee and Annual Conference Planning Committee. Since joining DDA, Liza has conducted over 30 Administrator/Manager and Department Director searches. Liza will assist in recruitment and consulting as needed. Contact Information: liza@daviddrown.com 612-920-3320 x111 4796 Merganser Drive St. Bonifacius, MN 55375 CITY OF CRYSTAL | City Manager Search Proposal SERVICE TEAM - CONTINUED GARY WEIERS Prior to joining DDA in 2013, Gary had over 20 years of county government management experience, the last 11 years as County Administrator in Rice County. Prior to becoming Administrator, Gary served as the Social Service Department Director in Rice County and worked as a Social Service Supervisor in Mower County and Sherburne County. Gary received his bachelor’s degree from the University of St. Thomas and has honed his skills by working his way up from an entry level social worker position to be the head of a $50 million organization with over 350 employees. Gary has worked with local governments ranging in size from a couple thousand residents to communities of over 150,000 persons. In addition to conducting executive searches, Gary has done work with communities on sharing services, organizational analysis, strategic planning, and other management related work. Gary has conducted over 80 executive searches and numerous organizational studies. Gary will assist in recruitment and consulting as needed. Contact Information: gary@daviddrown.com 612-920-3320 x109 1327 Merrywood Court Faribault, MN 55021 LIZ FOSTER Liz is an Assistant Consultant that provides support and assistance within our Human Resources Division. Since joining DDA in 2015, Liz has been involved in numerous executive searches and other HR projects. Some of Liz’s duties include community research, creating position profiles, assembling interview materials for our clients, and providing general administrative support to our consultants. Contact Information: liz@daviddrown.com 612-920-3320 x108 704 10th Ave SE Austin, MN 55912 CITY OF CRYSTAL | City Manager Search Proposal TIMELINE This timeline is tentative. The final timeline will be set after the City Council’s decision to proceed. Dates highlighted will require Council participation. ITEM TASK COMPLETION DATE Decision by City Council to proceed August 1, 2022 Information gathering ▪ Gather all pertinent background information ▪ Gather salary information and review job description ▪ Meet with staff, stakeholders, and each member of the City Council August 11, 2022 Professional position profile Develop position profile and advertisement August 30, 2022 Approve position profile City Council approves profile, job description, salary range, and hiring process September 6, 2022 Candidate recruitment ▪ Post position immediately upon approval of profile ▪ Comprehensively advertise ▪ Email and phone calls to prospective candidates September 7, 2022- October 5, 2022 Screening of applicants DDA will review and rank applicants based on job related criteria and select semifinalists October 6, 2022 Personality Index DDA will administer a work-related personality index to all semifinalists October 16, 2022 Video interview Each semifinalist will complete a video interview October 16, 2022 Selection of finalists ▪ Finalists selected for interviews ▪ DDA will notify candidates not selected as finalists October 25, 2022 Special Meeting Background check of all finalists Includes: ▪ Criminal background: county, state, national ▪ Sex offender registry ▪ Social Security number verification ▪ Education verification ▪ Credit check November 8, 2022 Reference check on all finalists DDA will conduct reference checks with current and former employers on all finalists November 8, 2022 Intellect profile DDA will administer an intellect profile measuring verbal reasoning, mathematical and logical reasoning, and overall mental aptitude. November 8, 2022 Finalist packet DDA will provide the Council information including: ▪ Summary of references ▪ Results of background checks ▪ Personality index reports ▪ Video interview ▪ Resumes, etc. November 9, 2022 Interviews DDA will prepare all interview materials and be present at all interviews and other functions. It is recommended that Council interviews be at a special meeting November 16, 2022 Special Meeting Decision City Council will select candidate for offer November 16, 2022 Offer and agreement DDA will negotiate agreement with selected candidate November 18, 2022 Projected start date New Manager begins December 2022 Follow up DDA will follow up periodically with the new Manager December 2023 CITY OF CRYSTAL | City Manager Search Proposal PROCESS DETAILS STEP 1 : INFORMATION GATHERING DDA will gather and assemble background information pertaining to the City and position. In addition, Mark will meet individually with all Council members to discuss candidate attributes, experience, and other important qualifications. Others will be interviewed as per the direction of the City. At the same time, the job description will be reviewed and, if needed, we will gather relevant comparative salary information for consideration by the Council. We will quickly develop a comprehensive understanding of the organization, community, and position. Deliverables: ■ In-person information gathering via interviews with City stakeholders ■ DDA receives information from the City such as organizational chart, logos/images, budgets, existing job description, etc. STEP 2 : DEVELOPMENT OF POSITION PROFILE Based on the information received from the City Council and others, DDA will develop a professional position profile that is customized to present the City of Crystal in the most positive manner and provides prospective candidates with meaningful information. A draft will be presented to the City Council for consideration and approval prior to advertising. A sample profile is attached. Deliverables: ■ Draft profile sent to City Council for approval ■ Review and approval of job description and salary range by Council ■ Review and approve proposed search timeline for purposes of advertisement and scheduling STEP 3 : ADVERTISEMENT AND RECRUITMENT DDA will comprehensively advertise the position and make direct contact with possible candidates who are not active job seekers. Some of the places the position will be advertised include: League of Minnesota Cities, International City/County Management Association, Minnesota Association of City/County Managers, Association of Minnesota Counties, National Association of County Administrators, GovernmentJobs.com, and municipal associations in Iowa, Wisconsin, North Dakota, and South Dakota. In addition, the posting will be shared with professional networks through the Universities of Minnesota, Iowa, Wisconsin, South Dakota, and Nebraska, as well as the MN Private Colleges Consortium, MN State Universities, and other colleges and universities. Beyond the traditional advertising sites, our advertising also penetrates diverse markets such as Woman Leading Government (WLG) and the International Network of Asian Public Administrators (I-NAPA) Other local advertising will be done as per direction from the City. Regular communication with candidates will occur throughout the process. The simple DDA online application process will be used unless the City prefers to use an existing City methodology. Our online application system enables us to efficiently manage applicant flow, and corresponding reference information, and allows us to communicate with each applicant quickly and effectively. We are known for our communication with both the applicant and our client which engages and informs both parties of each step. Our system also allows us to access, review, and evaluate thousands of prior applicants who may not be CITY OF CRYSTAL | City Manager Search Proposal actively seeking a job but who may be open the “right opportunity.” Deliverables: ■ Advertising outreach begins with posting on identified websites and social media platforms ■ Direct contact through established professional network ■ We utilize our database of identified prospective candidates to contact via email or phone call STEP 4 : INITIAL SCREENING AND REVIEW DDA will complete a comprehensive analysis of every application received and determine approximately 8-12 semifinalists, based on job related criteria, to complete a video interview. Our clients have most notably been pleased with the video interview component of our process. Video interviews allow our clients to determine whether they see the candidate as a good prospect for a final interview and gain additional insight on the candidate’s education, experience, personality, as well as their ability to think on their feet, all of which has been said to help lay the foundation for the final interview process. Access to, and viewing of, this information is as simple as clicking on a link from the individual client’s laptop, phone, or smart device in a location and at a time that is convenient for them. Candidate confidentiality is maintained by assigning and referring to each semifinalist candidate as a number. Candidates are considered public once they are chosen as a finalist. Each semifinalist would also complete an information disclosure and a work-related personality index. About one week prior to selecting finalists for interviews, the information disclosure, video interview, personality index, cover letter, and resume from each of the semifinalists will be made available for viewing. This will allow ample time to comprehensively review candidates prior to determining who to bring in the for the final interviews.those not selected as finalists will be notified by DDA. Deliverables: ■ List of approximately 8-12 semifinalists with cover letter, resume, and video interview ■ Results of personality assessment ■ Results of information disclosure that provides insight about conduct that could be viewed as impacting one’s ability to perform the requirements of this leadership role. ■ Confirm interview schedule and logistics ■ DDA will contact those not selected STEP 5 : SELECTION DDA will complete comprehensive background screenings including criminal history, civil court history, verification of education, driver’s license review, credit check, and other items. Along with background checking all finalists, DDA will conduct character references with current and former supervisors to discuss various work responsibilities, projects, initiatives, leadership style, personality characteristics, etc. In addition, DDA will administer an intellectual profile measuring verbal reasoning, mathematical and logical reasoning, and overall mental aptitude. Approximately one week prior to the final interview process, the City will have access to each of the candidate’s application materials, video interview, background check results, reference information, information disclosure, a work personality report, and an intellectual profile on each person. Early in the search process, Mark will discuss interview possibilities including leadership staff participation or CITY OF CRYSTAL | City Manager Search Proposal individual and/or full Council panel interviews, a City tour, lunch with City leadership, or other functions. Prior to interviews, Mark will prepare questions and then facilitate all interviews and other activities the City Council determines appropriate. Our goal is to make the process smooth and painless so the City Council can focus all its energy on finding the right person for the job and minimize staff disruptions to ensure the City can focus on the tasks at hand. Deliverables: ■ List of 3 to 5 finalists, confirming interview schedule and logistics ■ Leadership staff interview panel including summary of comments ■ Tour of the City logistics ■ Video Interview ■ Summary of References ■ Results of background checks ■ Personality Index ■ Intellect Profile ■ Information Disclosure ■ Cover letter and resume ■ Press release STEP 6 : OFFER After interviews are complete, Mark will assist the City Council with deliberations, and he will facilitate the offer to the selected candidate. Mark will negotiate the terms with the candidate based on the parameters established by the City Council. Deliverables: ■ Employment agreement ■ Press release ■ DDA will contact those not selected STEP 7 : FOLLOW UP DDA will make periodic contact with the new Manager for at least the first year of employment. Deliverables: ■ Periodic check in with new Manager and Council representative CITY OF CRYSTAL | City Manager Search Proposal LIST OF SEARCH CLIENTS FROM THE PAST TWO YEARS In addition to the specific references listed on the following page, the City of Crystal is encouraged to speak with any of the entities listed below: Entity Type of Search Entity Type of Search City of North Mankato, MN Administrator City of Olivia, MN Finance Director City of Spring Park, MN Administrator/Treasurer City of Corcoran, MN Administrator MWMO Executive Director DVHHS Administrator City of Wadena, MN Administrator City of Breezy Point, MN Admin/Clerk/Treasurer City of Mora, MN Administrator/Public Utility GM Kitchigami Regional Library System Director City of North St. Paul, MN Manager Morrison County, MN Administrator City of Norwood Young America, MN Administrator City of Winthrop, MN Administrator City of White Bear Lake, MN Manager City of Aitkin, MN Administrator City of Barnesville, MN Administrator Metro-INET Executive Director City of Mahnomen, MN Administrator Kittson County, MN Administrator Nicollet County, MN Administrator Roseau County, MN Engineer City of Watertown, MN Administrator City of Redwood Falls, MN Finance Director City of New Prague, MN Administrator Mahnomen County, MN Administrator Le Sueur County, MN Administrator Jackson County, MN Administrator City of Staples, MN Clerk/Finance Director City of Watertown, SD Manager Waseca County, MN Public Works Dir./Engineer Kittson County, MN Engineer Prairie Lakes Youth Programs Executive Director Hubbard County, MN Administrator City of St. Anthony Village, MN Manager City of Cannon Falls, MN Public Works Director City of Monticello, MN Administrator City of Paynesville, MN Administrator/ED Dir. Beltrami County, MN Administrator Kittson County, MN Administrator City of Albert Lea, MN Manager Cook County, MN Administrator City of Crookston, MN Administrator City of Waseca, MN Director of Engineering Brainerd HRA, MN Executive Director City of Aitkin, MN Administrator DDA is currently conducting searches for the Cities of Benson, Mayer, Newport, North St. Paul, Nowthen, Olivia, Pelican Rapids, and Richmond, Minnesota, and the Counties of Kandiyohi and Winona Counties. FEES The fee for the search process is $22,000, payable at the completion of the search. This all-inclusive fee covers professional services and all expenses including travel, advertising, personality index, intellectual profile, background checks on all finalists, etc. If the City chooses to offer a travel stipend or reimbursement for expenses of the candidates, that cost is handled directly between the City and the candidates. DDA would be available to provide input and guidance on this item. CITY OF CRYSTAL | City Manager Search Proposal ASSURANCE If the newly hired Manager leaves the organization within the first 24 months of employment, DDA will complete another search without professional service fees. Only actual expenses will be billed to the City. PROFESSIONAL REFERENCES FOR MARK CASEY Patricia Nauman Executive Director, Metro Cities Phone Number: 651-215-4002 Email: patricia@metrocitiesmn.org Brad Wiersum Mayor, City of Minnetonka Phone Number: 612-723-3907 Email: bwiersum@minnetonkamn.gov D. Love Mayor, City of Centerville Phone Number: 651-402-7753 Email: dlove@centervillemn.com Randy Stille Mayor, City of St. Anthony Village Phone Number: 612-201-7365 Email: randy.stille@savmn.com Jerry Faust Former Mayor, City of St. Anthony Village Phone Number: 612-789-7684 Email: jofaust1@yahoo.com Terry Schwerm Former City Manager, City of Shoreview Phone Number: 651-490-4611 Email: tschwerm@shoreviewmn.gov Patrick Trudgeon City Manager, City of Roseville Phone Number: 651-792-7021 Email: pat.trudgeon@cityofroseville.com Tom Harmening Former City Manager, City of St. Louis Park Phone: 952-924-2526 Email: tharmening@stlouispark.org CITY OF CRYSTAL | City Manager Search Proposal Sample Profile CITY ADMINISTRATOR Salary Range: $150,207 to $164,865 WELCOME TO STILLWATER and year-round travel destination.Located just outside the Twin Cities of Minneapolis and St.Paul, and on the Wisconsin border,Stillwater, Minnesota,is nestled along the St.Croix National Scenic Riverway,St.Croix Byway,and is part of the North Woods and Waters of the St.Croix Heritage Area. In 1848,the first territorial convention that began the process of establishing Minnesota as a state was held on the corner of Myrtle and Main Street in downtown Stillwater.Stillwater is one of Minnesota’s oldest towns,preceding Minneapolis by years.At the time of incorporation as a city in 1854,Stillwater was the largest in the state. The City of Stillwater is federally recognized as a Preserve America Community,and the downtown Main Street area is nationally registered as the Stillwater Commercial Historic District.In addition, there are 21 buildings on the National Historic Registry and over 100 Heirloom Homes and Landmark Sites. The lumber industry made Stillwater famous at the height of the log boom.In fact,Stillwater Lumber Company is one of the largest lumber mills in the country.The City’s lumber mills turned out thousands of rail cars of timber of mostly white and Norway pines.The City is fortunate to have connections that are needed for successful lumbering:river connections to northern Minnesota,the Wisconsin pine lands,still waters to assemble rafts,and water power.The Historic Lift Bridge,connecting Minnesota and Wisconsin,was built in 1931 and is one of few that still remain in operation in the country today. Today,Stillwater’s rich and vibrant history is evident everywhere you look and is now mixed with modern amenities,restored historic mansions,over 100 owner-operated shops and restaurants downtown,over 20 outdoor dining patios,historic sites,wineries and breweries, paddlewheel cruises,antiques,museums,art galleries,music and events,and much more. Stillwater is truly a premier Minnesota river town! ►America’s Most Picturesque Small Towns ►Best American Towns for Fall Colors ►Best U.S. Towns for Antiquing ►Best Twin Cities Day Trips ►Best Minnesota Weekend Getaway ►Best U.S. Small Town Food Scenes ►Most Romantic Cities WELCOME TO STILLWATER Experience the natural beauty of the St.Croix River,bluffs,and historic architecture while cruising on a boat,taking a trolley tour,or exploring on foot or by bike.Discover the independently owned shops and restaurants along historic Main Street or try anything from candlemaking to golf to kayaking or spas.Winter,Spring,Summer or Fall you’ll find fun festivals,live music,culinary classes,and fabulous lodging options in this dream destination.The City boasts an expansive parks and trails system featuring a dog park,outdoor skating rinks,a skatepark, pickleball courts,a community garden,amphitheaters,and so much more. Lakeview Hospital and HealthPartners Clinic ►Level III Trauma Hospital ►Primary Care,Urgent Care,Specialty Care M Health Fairview Clinic -Stillwater ►Preventative,Diagnostic,Treatment Services Stillwater Area Public Schools ►Enrolls approximately 8,300 students from PreK-12th grade. ►Consists of early learning,seven elementary schools,two middle schools,one high school,an alternative learning center,and Bridge Transition (program for 18-to 21-year- olds with disabilities). St.Croix Catholic School ►Enrolls approximately 428 students from PreK-8th grade. Salem Lutheran School ►Enrolls approximately 157 students from PreK-8th grade. St.Croix Montessori School ►Enrolls approximately 70 students from ages 16 months to 12 years. St.Croix Preparatory Academy ►K-12 charter school. ►Enrolls approximately 1,200 students. New Heights School ►K-12 charter school. ►Enrolls over 100 students. WELCOME TO STILLWATER In the early 1970s,the City's residents and business owners began to encourage the historic preservation of commercial and residential buildings in the community.This movement has gathered momentum,acceptance,and regulatory authority and has been at least partially responsible for recapturing the historical rivertown character of the City's downtown business district.It has also encouraged the maintenance and restoration of historic homes in the City's residential neighborhoods.Many residences,businesses,and shops are housed in buildings more than I00 years old.Downtown Stillwater and eight residential structures are on the National Register of Historic Places.Another 61 homes are estimated to be eligible for the National Register of Historic Places.A number of the City's older homes have been restored to their historical character and are open for public tours.In addition,a substantial downtown infrastructure improvement project was completed in 1991 and 1992,which included the separation and replacement of the 100-year-old storm sewer and sanitary sewer systems,new streets and sidewalks,and new street lighting.This restoration and preservation movement has generated a significant tourist trade that is important to the City's economy. The City's 2040 Comprehensive Plan calls for continued growth of the City toward the west.An undeveloped area encompassing approximately 670-acres was annexed into the City in 2015.Of this area,340 net acres are guided for residential development.At build-out,this expansion area could yield approximately 1,300 housing units,60-acres of office and non-retail commercial property along State Highway 36,and five acres of retail.Ten residential developments are currently under construction with the potential for another 125 home sites.The estimated price points for these single-family homes range from under $350,000 to over $700,000.A commercial mixed-use development is proposed on a 35-acre site recently annexed into the City at the SE corner of the intersection of Hwy 36 and Manning Avenue. The City has recently completed development/redevelopment activities in the downtown area:the opening of two new hotels and a hotel addition to a third hotel in downtown,MnDOT rehabilitation of the historic Lift Bridge completing a pedestrian/bike recreation Loop Trail from downtown into the State of Wisconsin south to the new St.Croix Crossing bridge and trail back to downtown completed in 2020 ,sidewalk improvement projects in the downtown area,riverbank improvement and elevated walkway project along the St.Croix River from downtown south to City limits to be completed in 2022,and Chestnut Street Pedestrian Plaza project from Main Street to the historic Lift Bridge to be completed in 2022.Additionally,the City has recently approved the redevelopment of one City block to accommodate 61 market-rate rental apartments in the downtown core. The St.Croix River Crossing Bridge project (a joint $680 million project between Minnesota and Wisconsin)is complete and opened to traffic in August 2017.The historic downtown Lift Bridge was recently refurbished as a pedestrian/biking trail and opened to the public in 2019. WELCOME TO STILLWATER The City of Stillwater has been a municipal corporation with a Mayor – Council form of government since 1854 and is organized and governed pursuant to a Home Rule Charter adopted in 1926.The Council is composed of a Mayor,who is elected at large,and four Council members who are elected by wards.Each Council member is a resident of the ward from which they are elected and serves a four-year term.The Mayor also serves a four-year term. To provide the community with a quality living environment and quality public services and facilities while protecting cultural, historical, and natural resources through fair and open government, careful planning, effective management, and efficient fiscal policy. The Council is the governing body of the City and exercises the corporate power of the City.The Council is vested with all powers of legislation in municipal affairs adequate to a complete system of local government consistent with the Constitution and laws of the state. The City Administrator is the Chief Executive Officer for the Council and plans,coordinates,and directs the administration of city government in accordance with the City Charter,ordinances, policies,and procedures established by the City Council. The City boasts a well-run government and employs 95 full-time and 58 part-time staff. WELCOME TO STILLWATER General Government 2021 Adopted 2022 Proposed Mayor & City Council 167,710 198,950 Elections 20,380 56,127 MIS 391,585 662,902 Finance 537,093 530,248 Human Resources 280,944 286,716 Administration 665,959 749,983 City Attorney 192,084 203,105 Plant/City Hall 348,074 336,221 Community Development 466,624 492,920 Unallocated 1,251,875 1,097,200 Lodging Tax 160,696 270,485 Total 4,483,024 4,884,857 Public Safety 2021 Adopted 2022 Proposed Police 3,904,881 4,261,648 Fire 2,213,662 2,316,008 Building Inspections 459,242 495,296 Emergency Management 3,280 12,780 Total 6,581,065 7,085,732 Public Works 2021 Adopted 2022 Proposed Engineering 398,193 3,999,365 Streets 1,290,073 1,370,520 Washington County Recycling 32,000 120,406 Total 1,720,266 1,890,291 Culture and Recreation 2021 Adopted 2022 Proposed Special Events 75,800 60,000 St. Croix Valley Rec Center 1,725,321 1,683,815 Library 1,428,083 1,560,106 Parks 1,226,844 1,413,181 Community Beautification 15,000 15,000 Total 4,471048 4,732,102 Total Operating Expenditures 17,255,403 18,592,982 WELCOME TO STILLWATER ►The Administrator serves as the Chief Administrative Officer for the Council and coordinates the administration and supervision of all City departments, divisions, programs, and activities as authorized by the City Council. ►Develops and recommends adoption of policies that further the goals of the City Council. Advises department heads and other employees as to administrative procedures and policies. Evaluates performance and results of programs and services in accordance with overall City objectives and makes appropriate recommendations. ►Responsible to the City Council for the effective management of City funds and assets to ensure effective investment of available funds; coordinates and directs department heads in the development, presentation, and administration of the annual operating budget. ►Prepares and submits the annual budget and long-range capital improvement program to the City Council including supporting documents. ►Develops and evaluates financial and accounting policies, practices, procedures, and controls relating to the overall financial management of the City. ►Responsible to the City Council for planning and the carrying out of all capital improvement projects and service programs; serves as chief project and program director for the City. ►Coordinates with department heads to ensure effective utilization of employees; authorizes salary adjustments, appointments, firings, promotions, and demotions of all regular full-time, regular part-time, and consulting personnel; oversees employee development. ►Recommends the appointment, suspension, or removal of all department heads. ►Represents the City in collective bargaining matters and negotiates, or delegates the negotiation, with representatives of employee organizations as necessary. ►Makes recommendations to the City Council regarding any changes to the organizational structure of the City. ►Engages in intergovernmental relations and collaborative partnerships with other cities and public and private organizations. ►Represents the City in local, regional, and state meetings and functions as directed by the City Council. ►Attends all meetings, performs all reasonable tasks, and furnishes all verbal and written reports as assigned by the City Council. ►Serves as City Treasurer and Deputy City Clerk as required. ►Performs other work as required. WELCOME TO STILLWATER ►Professional, high integrity, honest, and open. ►Strong ethical behavior. ►Leadership skills -anticipates important policy issues and develops sound solutions. ►Follow-through –ability to implement and revisit initiatives. ►Create and support a positive work environment. ►Visible community engagement presence and ability to manage community engagement as necessary. ►Models quality customer service. ►Collaboration –develops alliances that add effectiveness, resources, and perspective. ►Is comfortable leading at all levels of the organization. ►Sense of humor. ►Forges a strong leadership with the Council. ►Educates, informs, and works with the Mayor and City Council as a team. WELCOME TO STILLWATER ►Facilitate City Council Strategic Plan Workshop –engage consultant in summer 2022 to facilitate a Strategic Plan update; allocate resources to implement programs consistent with strategies; engage facilitator to finalize branding strategy and logo update. ►Excellence in organizational development; continue engagement with department heads and staff. ►Legislative Agenda –continue to monitor pending legislation impacting the City; work with City Council to develop legislative priorities including possible special legislation for optional City sales tax, schedule meetings with City’s state legislators. ►Emotional intelligence in self-management, self-awareness, social awareness, and relationship management ►Continue efforts to develop comprehensive analysis and future recommendations for leased and licensed City properties for City Council consideration. ►Work with Emergency Management Director to update City Emergency Operations Plan (EOP) including Continuing of Government (COG) and Continuity of Operations (COOP) sections of EOP. ►Sound fiscal management and utilization of City resources. ►Engage in outcomes and implementation of results related to Police Department organizational review and Fire Department organizational review. ►Recognize Diversity, Equity, Inclusion in the organization and community and share related resources for community engagement, inclusiveness, equity, social/racial justice discussions, and policy reviews. ►Facilitate Economic Development Authority consistent with recommendations of 2021 economic development report; finalize economic development related branding and marketing analysis. ►Assist Human Resources Manager in 2023-2024 labor negotiation strategy, ongoing staff training, and succession planning programs; develop transition/mentoring approaches for new management staff and support a learning culture. ►Continue to create a Special Events strategy –Assist staff and Council with special events management, financing plan for possible St. Croix Recreation Center expansion, Central Commons mixed use development, Lakeview Hospital expansion and relocation, Lumberjack Landing park development, downtown parking strategies, and coordination of related resources. ►Explore funding opportunities (special city tax, special events related fees, and funding of public improvements). ►Work closely with Finance Director, staff, and City Council to develop and adopt a 2023 budget; assist with bond issuance for capital projects and enterprise fund general obligation (GO) bonds. ►Monitor White Bear Lake level litigation and its impact on the City of Stillwater. WELCOME TO STILLWATER City: Stillwater, Minnesota Position:City Administrator Salary Range: $150,027 to $164,865 Application Deadline: 12/08/2021 Job Summary: The Administrator is the Chief Administrative Officer for the Council and coordinates the administration and supervision of all City departments and divisions and programs and activities as authorized by the City Council. Minimum Qualifications: Master’s degree in Public Administration, Business Administration, Political Science, or related field, and seven years of experience related to the field of Public or Business Administration or Community Development. A combination of related education and experience may be considered qualifying. ICMA Credentialed Manager is desired. Apply: Visit https://daviddrown.hiringplatform.com/80655-stillwater-city-administrator/255997- application-form/en, and complete the process by December 8, 2021. Finalists will be selected on January 4, 2022, and final interviews will be held January 21 & 22, 2022. Please direct questions to Mark Casey at mark@daviddrown.com or 612-920-3320 x113. DDA Human Resources, Inc. New Brighton Office 2241 17th Street NW New Brighton, MN 55112 Phone: 612-920-3320 x113 Fax: 612-605-2375 mark@daviddrown.com www.ddahumanresources.com PROJECT PROPOSAL: CITY MANAGER RECRUITMENT Prepared for: Crystal City Council and Anne Norris, City Manager Prepared by: Melanie Mesko Lee July 13, 2022 EXECUTIVE SUMMARY Objective Hire a new City Manager for the City of Crystal. Goals The overall goals are to be established by the City Council. Hiring a consultant allows the organization to focus on the ongoing responsibilities of the community while also being able to provide the direction and goals for this important position. Working together to develop a process to engage the City Council, city staff, and other stakeholder to establish the skills, competencies, and talents best suited for Crystal’s next City Manager is a unique opportunity. Additionally, given the tight labor market, creating excitement around this position will be important. Finally, communicating timely and relevant information within the organization and community throughout the process will help establish credibility and trust for the next city manager. Project Outline As part of this process, there are some essential steps recommended. The city may also choose to enhance any of the steps to help best meet the organization and community’s goals. The consultant can: •Meet with the city council members individually and/or collectively to understand current opportunities and their vision for the position. •this can be done in person/virtually or by a survey process •Meet with city staff leaders to understand their needs and priorities for the position. •This can be done in person/virtually or by a survey process •Review the current position description and suggest updates •Review relevant city documents, strategic goals and priorities, and speciﬁc opportunities and challenges to develop a position and community proﬁle •Create a communications strategy to ensure timely and relevant updates to the city council, staff, and the community •Determine recruitment scope and timeline •Determine interview process, including who will be included and what further assessment or presentation may be desired •Be present at all interviews, special meetings, or other needs as desired by the city council I appreciate the opportunity present this proposal and welcome additional questions to best need the council and community needs. Kind regards, Melanie Mesko Lee Project Timeline & Summary ITEM TASK COMPLETION DATE Decision by City Council TBD - July 2022 Project preparation Meet with city council, staff, and stakeholders Review relevant city documents and goals Finalize position description an salary range Begin within one week of above decision Estimated to take 10 business days (weeks 1-2) Prepare recruitment materials Create position proﬁle and recruitment strategy Five business days (week 3) Council action Council adopts position description, recruitment proﬁle, salary range and hiring timeline TBD - August 2022 (week 4) Open recruitment Candidate recruitment including posting and active outreach to prospective candidates Posted within three days following council adoption (weeks 5-8) Applicant screening Review candidate proﬁles and conduct initial interviews to recommend semiﬁnalists for further consideration Weeks 8-9 Initial interview First round interviews Week 10 Selection of ﬁnalists Council provided with a summary report of semi-ﬁnalist interviews and recommendation of ﬁnalist candidates. Candidates notiﬁed of status in process. Week 11 Background & reference checks Comprehensive background veriﬁcation including education and experience, criminal, and sex offender registry Reference checks conducted on current and previous employers for all ﬁnalists Week 11 Finalist summary report Council will be provided with a summary report on all ﬁnalists including background veriﬁcation, reference checks, ﬁrst round interview summary, and candidate proﬁle and materials Week 12 ITEM Leadership assessment All ﬁnalists will participate in a comprehensive full day leadership assessment. The assessment criteria will be developed based on the needs and priorities identiﬁed for the position. Week 12 Finalist interviews The city council conducts ﬁnalist interviews. *these are typically done during a special meeting Week 13 Council will select a ﬁnalist with which to negotiate a contract Week 13 Negotiation & agreement Consultant will negotiate an agreement with preferred candidate Week 13 Announcement Consultant can prepare an internal and external announcement Week 14 Prepare for new manager Consultant can work with city council and staff on preparing an onboarding schedule for new manager Week 14 New manager start date Welcome new city manager to the organization TBD New manager support Consultant will conduct periodic check ins with the city manager TBD TASK COMPLETION DATEITEM PROJECT DETAILS Project Preparation Consultant will: meet with the city council, city staff and other stakeholders to determine priorities for next city manager. Feedback can be collected through in person or virtual interviews, online surveys, email feedback, or other methods to create a process that meets the city’s needs. The proposal includes up to 15 hours for this component. Additional time can be negotiated on an hourly basis ($100/hour) as needed. prepare a recruitment proﬁle and announcement for city’s review and approval for posting on social media and other sites recruitment proﬁle will be informed by the meetings and interviews with city council, staff, and stakeholders recruitment proﬁle will include information about the city’s priorities and goals, challenges and opportunities, as well as demographic and community data recruitment proﬁle will include position expectations and responsibilities, including competencies needed for the successful candidate recruitment proﬁle will include an anticipated hiring timeline and how candidates can obtain additional information or ask questions ﬁnalize a recruitment timetable with the city council. This process can generally be completed within 120 days from council approval of the contract. Recruitment and Screening Consultant will: develop a recruitment strategy that aligns with the city’s goals post the opening on a variety of websites and social media to attract broad and diverse interest in the position and city conduct direct outreach to potential applicants provide personalized response to each candidate, ensuring accurate and timely information review applicant credentials and materials for ﬁt with the city’s identiﬁed goals in the recruitment proﬁle applicant evaluation process including standardized questionnaire, individual interview with consultant, initial screening and reference review Semi-ﬁnalist interviews and ﬁnalist selection Consultant will: recommend a slate of candidates that meet the city’s goals for a semi-ﬁnalist interview with city staff and/or stakeholders facilitate a semi-ﬁnalist interview process as agreed upon by the city, including assisting with evaluating the candidates ﬁt with identiﬁed city objectives conduct initial reference checks prepare a summary report for the city council review to determine ﬁnalist candidates (*closed door session) Finalist assessment and hiring process Consultant will: conduct background, education and experience, and deeper reference checks schedule a comprehensive full day leadership assessment (*this is an outside cost per candidate that will be billed directly to the city at approximately $1,200/candidate) prepare a detailed report on all ﬁnalists for city council, organized based on goals and objectives identiﬁed by the city facilitate interview process, including preparation of interview questions, communication to ﬁnalists, and updates to city staff and/or stakeholders work with the city council answer questions, determine consensus on a preferred candidate, and lead negotiations ﬁnalize agreement with preferred candidate work with the city to draft internal and community messaging Post appointment/onboarding Consultant will: assist with transition details and logistics including development of onboarding schedule assist city staff with ancillary needs during transition create a high level 180 day work plan to help facilitate success for both the city and the new manager conduct periodic check-ins with the new city manager for ﬁrst 120 days conduct periodic check-ins with the mayor for ﬁrst 120 days develop “hand off” plan for city manager success beyond 120 days assist with developing an evaluation process for the council to use for ﬁrst 180 days WHO YOU ARE WORKING WITH Melanie Mesko Lee is an independent consultant with a belief in professional local government management’s ability to help make communities more vibrant, effective, and efﬁcient. Local government management is not often well understood but vitally important to helping elected boards and communities meet their goals and objectives. Over her career, Melanie has held many roles and responsibilities. Her transition to a consultant-based approach has in its foundation a commitment to not only professional local government management but also work/life balance and the strong belief that when you enjoy what you do, you do it well. Minnesota is seeing changes in its communities, and successful communities are responding to these changes by understanding how educational, cultural, and other demographics can enhance quality of life and add to the richness of our experiences. Melanie’s approach is to understand each community’s current strengths and trends and to discuss an approach that will best meet not only the current dynamics but future needs as well. With this approach, you have the opportunity to be intentional about describing and hiring for the city’s current and future success. Project Lead Melanie Mesko Lee is a local government professional with over 25 years in Minnesota municipal government experience, ranging from assistant city administrator to city administrator to city manager to consulting responsibilities. Most recently, Melanie has assisted the cities of Maple Grove and Brooklyn Park in recruiting for Human Resources Director positions, acting in the interim capacity while also facilitating the successful hiring process. January 2019 - January 2022 Burnsville City Manager (population: 63,000) In this capacity, Melanie led the organization of 280+ employees in fully reimagining its approach to hiring an inclusive and diverse workforce, supporting its current staff through employee engagement and development, and effectively responding to the challenges of supporting the community through the COVID-19 pandemic. Economic development and redevelopment were also priorities, with the development of creative programs and policies to encourage reinvestment into an aging yet vibrant suburban community. Melanie was involved as a local government professional, including serving as the president of Metro Cities and involved with LMC policy committees and as a board liaison. May 2013 - December 2018 Hastings City Administrator (population: 25,000) Moving from an assistant to the city administrator role, Melanie led the organization during a period of “renaissance” as the city council embarked on a comprehensive investment to reimagine its historic downtown through signiﬁcant investment. This award-winning project led to additional investment by its small businesses, welcoming a brewery, several restaurants, and additional partnerships with the local chamber and rotary. Melanie served in many leadership roles, including as president of the Minnesota City/County Managers Association (MCMA). May 1999 - May 2013 Hastings Assistant City Administrator During this period, Melanie oversaw responsibilities including a local transit system, city clerk/elections, information technology, human resources, communications, and miscellaneous other projects. Under her oversight, hiring and recruitment processes were revamped and a comprehensive communications strategy was developed and grown. Melanie established herself as a local government leader, being named as the “Assistant of the Year” by APMP (“the assistants group) in 2004. May 1997 - May 1999 City of Oak Park Heights Melanie was hired as a six-month intern, which evolved into a two year, full-time beneﬁt-earning position. During her tenure, Melanie assisted with such responsibilities as elections, community outreach, communications and events, and code and building education. Education & memberships Melanie holds a Masters in Public Administration from Hamline University (2002) and a bachelors from Minnesota State Mankato (1997). She is an active and engaged member of the Minnesota City/County Managers Association (MCMA: past president and board member), International City/County Managers Association (ICMA: nomination committee, leadership academy graduate). PRICE PROPOSAL Melanie is based in the Minneapolis/St. Paul area. She is open to the city’s preference on meeting type and style including consideration of remote options. For in-person meetings, mileage as per the current IRS rate will be included as actual costs billed. Description (elements of the project can be customized to best meet the city’s needs)Hours Rate Cost Project Preparation 25 $100 $2,500 Recruitment and Screening 40 $100 $4,000 Semi-ﬁnalist interviews and ﬁnalist selection 8 $100 $800 Finalist assessment and hiring process 20 $100 $2,000 Post appointment/onboarding 10 $100 $1,000 Additional Charges advertising (actual costs not to exceed $2500 1 $2,500 $2,500 candidate backgrounds 3 $400 $1,200 Leadership proﬁles (per candidate)3 $1,200 $3,600 *Consultant and candidate travel is not included in the above proposal. If the consultant is required to travel to the candidate, reasonable and actual costs will be estimated and reimbursed. Additional responsibilities above and beyond the scope of proposal are welcome and will be negotiated as needed to ensure a successful project and outcome. Payment & Invoices First Payment: 40% of the proposed total (to be invoiced upon acceptance of proposal) Second Payment: 35% of the proposed total and actual costs incurred to date (to be invoiced upon recommendation of candidates) Third Payment: 25% of the proposed fee and any ﬁnal actual incurred costs (to be invoiced after recruitment is completed) *normal billing is due within thirty days of receipt unless other arrangements have been previously agreed upon. Timeline Total*$17,600 Description (elements of the project can be customized to best meet the city’s needs)Hours Rate Cost RECRUITMENT CALENDAR (TENTATIVE) week # week of MONDAY TUESDAY WEDNESDAY THURSDAY FRIDAY 1 7/18 CC Meeting 2 7/25 3 8/1 CC Meeting 4 8/8 CC Work Session 5 8/15 CC Meeting 6 8/22 7 8/29 8 9/5 CC Meeting 9 9/12 CC Work Session 10 9/19 CC Meeting 11 9/26 12 10/3 CC Meeting 13 10/10 CC Work Session 14 10/17 CC Meeting 15 10/24 16 10/31 CC Meeting 17 11/7 CC Work Session 18 11/14 CC Meeting 1 City of Crystal, Minnesota Proposal to provide executive recruitment services July 14, 2022 City of Crystal, Minnesota July 15, 2022 July 14, 2022 Ms. Anne Norris, City Manager City of Crystal 4141 Douglas Dr. N. Crystal, MN 55422 Dear Ms. Norris: Baker Tilly US, LLP (“Baker Tilly”) appreciates the opportunity to submit the following proposal for executive recruitment services to the City of Crystal (the “City”) to help you identify your next City Manager. We believe that our record of successfully placing qualified and very accomplished professionals, along with our extensive experience providing executive recruitment services to cities, counties and other public-sector organizations nationwide, will be beneficial for your recruitment and will allow us to find the candidate who has the traits, skills, experience and overall competence you desire for your organization. We know that you have options when it comes to selecting a recruitment firm. However, we believe that our unique approach, highly regarded customer service practices, and our record of identifying and recruiting top level executives in similar roles, sets us apart from our competitors. – Customized profile development: Collaborating with the members of the City Council and designated staff, we develop a customized candidate profile based on the required, desired and preferred qualifications, traits and attributes you seek in the individual you interview or hire for your next City Manager. We strive to understand how the City of Crystal’s current and anticipated needs and organizational priorities will shape your recruiting and selection requirements; then we collaborate with you to develop a nationwide or regional marketing, recruiting and outreach campaign. This approach has proven to effectively allow us to identify, attract and recruit highly qualified candidates for your review. – Proprietary management/leadership assessment: Relying on exclusively licensed predictive analytics tools (using data to determine patterns and forecast future outcomes and trends), we administer assessments to selected applicants to help us identify human potential in each of the candidates we present to you. Results are “Real,” “Impactful,” and “Powerful.” Furthermore, these results can provide you with more profound insights into the candidate’s management traits and leadership styles based on scientific data. – Recorded video interviews: We ask selected candidates (semi-finalists) to complete a recorded, one- way video interview, using questions developed from your “candidate profile,” which gives your review team an additional tool to evaluate the semi-finalists before inviting them to a face-to-face interview. – Online application management: We use NeoGov as our online application system. It provides for an efficient management of applications and allows us to communicate in real time with applicants, thereby engaging and informing them of each step in the search process. Within this system, we can access, review and evaluate prior applicants or individuals who have expressed interest in similar positions. Generally, these are individuals who may not be actively seeking a job, but who may be open to “the right opportunity.” This is another benefit and advantage we provide to our clients, which enables us to access a larger number of active and passive job seekers. Baker Tilly US, LLP 30 East Seventh Street, Ste. 3025 St. Paul, MN 55101 T: +1 (651) 223 3000 F: +1 (651) 223 3046 bakertilly.com City of Crystal, Minnesota July 14, 2022 This proposal details our approach, expertise, references and pricing for this executive recruitment. Our team would consider it a professional privilege to provide these services to the City of Crystal. Very truly yours, BAKER TILLY US, LLP Anne Lewis, Director, Practice Leader Patty Heminover, Director +1 (703) 923 8214 | anne.lewis@bakertilly.com +1 (651) 223 3058 | patty.hemoinver@bakertilly.com Contents The information provided here is of a general nature and is not intended to address the specific circumstances of any individual or entity. In specific circumstances, the services of a professional should be sought. © 2022 Baker Tilly US, LLP. Baker Tilly US, LLP, trading as Baker Tilly, is an independent member of Baker Tilly International. Baker Tilly International Limited is an English company. Baker Tilly International provides no professional services to clients. Each member firm is a separate and independent legal entity, and each describes itself as such. Baker Tilly US, LLP is not Baker Tilly International’s agent and does not have the authority to bind Baker Tilly International or act on Baker Tilly International’s behalf. None of Baker Tilly International, Baker Tilly US, LLP nor any of the other member firms of Baker Tilly International has any liability for each other’s acts or omissions. The name Baker Tilly and its associated logo is used under license from Baker Tilly International Limited. EXECUTIVE SUMMARY............................................................................................... 1 MEETING YOUR NEEDS WITH OUR RESOURCES ......................................................... 5 PROVIDING EXECUTIVE RECRUITMENT SERVICES ..................................................... 8 YOUR VALUE ARCHITECTS™ .................................................................................... 15 VALUABLE PERSPECTIVES ...................................................................................... 19 VALUE FOR FEES...................................................................................................... 23 PRIORITIZING DIVERSITY, INCLUSION AND BELONGING FOR SUCCESS (DIBS)......... 25 APPENDIX A: SAMPLE BROCHURE ........................................................................... 28 APPENDIX B: SAMPLE TTI REPORT .......................................................................... 36 APPENDIX C: ENGAGEMENT TEAM MEMBER RESUMES ........................................... 40 1 Executive summary What makes Baker Tilly different from other firms? Our solution truly begins by listening to what Crystal needs. Understanding your needs to achieve your objectives We understand the City of Crystal is looking for a timely, effective, efficient, responsive, well-managed and thorough search process to recruit and identify highly qualified candidates for your next City Manager. Baker Tilly will work with the City Council, City staff and other designated stakeholders to understand the desired qualities and professional capabilities that are most important to your organization for this recruitment. This information helps us present the City of Crystal and the vacancy to well-regarded candidates, emphasizing the opportunities for leadership and professional growth as well as presenting Crystal as a vibrant and thriving community in which to live and work. We recognize that there is significant competition for experienced local government managers, leaders and executives today. For this reason, we collaborate with you to develop recruitment strategies that include an aggressive marketing, recruiting and candidate outreach campaign. As you know, a successful recruitment often depends upon the ability to reach successful executives who may not necessarily be in search of new employment opportunities or who may be waiting for the right opportunity. Thus, we use our existing resources, successful methods and approaches to inform and encourage qualified professionals to consider and apply for opportunities such as those you may have in your organization. We believe that these efforts are essential to ensuring that your City Council receives and can select from many qualified candidates. Baker Tilly manages and tracks applicant information and provides regular communication, updating the applicants on the status of each recruitment. Our communications are always professional and respectful. We take pride in our ability to provide your City Council with comprehensive details and information about each candidate we present; expanding beyond applications, cover letters and resumes to better understand, compare and contrast individual professional experience, leadership traits and the management style he or she would bring to your organization. Furthermore, we explore and attempt to understand their motivation for pursuing each career opportunity. We also can provide you with a fully customized interview process to include suggested questions, interview day scheduling and planning, as you deem necessary or appropriate. Additionally, the lead consultants are available to you, or your designee, before, during and after each interview session and can facilitate your deliberations and employment offer and negotiations with the individual you select as finalist. 2 EXECUTIVE SUMMARY Our highly regarded executive recruitment process The executive recruitment process includes five major tasks: TASKS PROCESS 1. Recruitment brochure development and advertising – We schedule and meet with the City of Crystal’s City Council, appointed management team members and/or key stakeholders, as instructed, to understand your leadership vision, strategic direction and candidate expectations, then use the information we gather to develop a candidate profile, which will require your input and final approval. We consider the profile our search baseline. 2. Execution of recruitment strategy and identification of quality candidates – Using the profile you approve, we develop a colorful, informative and appealing brochure, then embark on a national or regional targeted marketing, recruitment and outreach campaign to identify individuals who best match your desired profile. – Additionally, we simultaneously launch a direct applicant outreach campaign targeting eligible prospects who we identify by building a detailed query into our searchable applicant database. – Using our proprietary applicant tracking system, we communicate with all applicants about the process, established timelines and next steps in the process. 3. Screening of applications, review of semi-finalists and selection of finalists – Once we identify those applicants who most closely match your desired profile, we assign them several tasks including our Due Diligence Questionnaire and Candidate Questionnaire, while the project team conducts a comprehensive web and social media scan to elicit information that could be relevant to employment and continuation in our process. – We also provide selected applicants with a link that will take them to our proprietary one-way video interview portal. There, the candidates complete a one-way video interview, answering questions designed to give us an additional perspective on each applicant’s candidacy as it relates to your desired profile. – Once we gather the responses from the items listed above, we prepare and provide you with an electronic (PDF) Semi-Finalists Report listing 10 to 15 applicants who best appear to meet your desired profile. This report includes a list of all applicants and copies of resumes, cover letters and Due Diligence Questionnaire responses. – We then ask you to identify four or five, plus one alternate, as finalists. We then ask this group to complete our management and leadership style assessment, which provides us with additional information, including development needs, strengths, personality and behavior analysis. This tool provides us with information about each finalist, which we have found to be important to the selection process. 4. Background report checks, reference checks, social media – We secure authorization from each finalist to conduct a comprehensive background record check and reports. 3 EXECUTIVE SUMMARY TASKS PROCESS presence, academic verifications – We obtain a list of up to ten current or former supervisors, peers or direct reports from each finalist to contact as references. – We provide you with a report summarizing all responses to our customized reference questionnaire. – We verify academic credentials and professional certifications. – We provide a comprehensive reference check and report for each finalist. 5. Final interview process – Once you identify your finalists, we collaborate with your designated staff to design, prepare and provide technical support to ensure a smooth, effective and efficient interview process, which may include the scheduling and support for virtual interviews. If requested, we collaborate with the selected finalist and your designated staff to finalize an employment agreement. CRYSTAL WILL FIND NUMEROUS BENEFITS UTILIZING BAKER TILLY FOR YOUR EXECUTIVE RECRUITMENT NEEDS We strive to distinguish ourselves from peer organizations. Why Baker Tilly is ideally suited to serve Crystal There are many reasons Baker Tilly has distinguished itself from peers in public sector executive recruitment. What makes Baker Tilly different from other firms? Our executive recruitment solution truly begins with your needs. The City of Crystal deserves to collaborate with a provider that goes beyond checking your recruitment boxes through proactive, responsive insights, a tailored approach and communication. We encourage you to consider how the unique combination of our qualifications make us the right fit to serve the City– today and for years to come. WHAT WE UNDERSTAND THE CITY NEEDS HOW WE WILL DELIVER Carefully structured process supported by technology – Comprehensive and seamless process refined by years of interaction with local government and not-for-profit employers and prospective candidates – Leverage the search process with technology tools including video interview system, management/leadership style assessment analysis and online application platform – Efficient management of candidate information and provide the City Council with unique information about each candidate’s leadership and management style and ability to respond extemporaneously to video questions Public sector recruiting specialization and experience – Experienced executive recruitment professionals passionate about local government since all have spent a significant part of their professional careers in senior leadership positions for cities, counties and school districts – Successful recruitment of more than 1,400 executive-level positions within cities, counties, school districts and public and not-for-profit organizations since 2000 Thorough candidate evaluation – Active recruitment of qualified candidates, drawing from our extensive personal and professional connections with capable individuals, assuring the City of its access to established managers and rising stars 4 EXECUTIVE SUMMARY WHAT WE UNDERSTAND THE CITY NEEDS HOW WE WILL DELIVER – Thorough evaluation of the final candidates, including detailed information from references and a careful review of background records to ensure sound professional and personal character Diversity in executive recruitment – Committed to diversity in executive recruitment as a reflection of our broader social aspirations for a diverse workforce, equal opportunity and cross-cultural respect – Ensure diversity is a focus of our recruitment strategy and candidate pools through involvement with the National Forum for Black Public Administrators (NFBPA), the Hispanic Network’s National Corporate Advisory Council and other organizations Delivering value on the City’s budget – Full-service engagement includes advertising, preparation of a recruitment brochure, background, reference and academic verification checks and up to three on-site visits – Work closely to meet the City’s needs and any unexpected circumstances that may arise during the course of your recruitment in order to expedite the recruitment, but not at the expense of finding high quality candidates Triple guarantee – Focus on assisting with your executive recruitment until you make an appointment – Guarantee your executive recruitment for 12 months against termination or resignation for any reason – or we come back to fill your City Manager position for no additional professional fee – Commitment not to not directly solicit any candidates selected under this contract for another position while employed with your organization Transparency and confidentiality – No preconceived notions or expectations about the City and prospective candidates – Work closely with the City to make sure the process is transparent – Ensure applications are kept confidential, where permitted by state and local laws, to ensure candidates can express interest without jeopardizing current employment to maximize the number qualified applicants Keeping the City’s involved and minimizing disruption – Comprehensive process incorporates the active participation of City Council at key steps in the process – Keep decision makers fully advised and informed of all aspects of the process without requiring them to expend substantial amounts of time or putting aside other pressing issues. – City staff can stay focused on their primary and assigned functions while Baker Tilly manages the search process BAKER TILLY DIFFERENTIATES ITSELF FROM OTHER EXECUTIVE RECRUITMENT FIRMS We understand best practices within the executive recruitment space. 5 Meeting your needs with our resources Baker Tilly has the resources and reach to meet Crystal's needs as a local government organization — both now and into the future. Offering our resources: Baker Tilly at a glance We dedicate ourselves to delivering efficiency, quality, creativity, innovation and forward-thinking solutions. We are passionate about enhancing and protecting our clients' value, which is a collective effort by everyone across our firm. The City of Crystal will receive an exceptional experience for your City Council, leadership team and — ultimately — your citizens. Below are some key facts about our firm. COMPREHENSIVE EXPERIENCE TO SERVE YOU The City of Crystal will receive support and guidance from a respected firm that continues to grow — as evidenced by INSIDE Public Accounting naming Baker Tilly as the ninth largest accounting firm in the U.S. on their 2021 Top 400 Firms list. Celebrating more than 90 years in serving our valued clients As a future-looking firm, we celebrate 90+ years in the marketplace by honoring our roots and continuing to shape our future. We embrace the fact that business can’t stand still — and we won’t stand still. As we help our clients identify new needs and opportunities, we innovate and change to work better. We celebrate where we came from and how far we have come – which is essential to knowing who we are and where we are headed. Our roots took hold in 1931 in Waterloo, Wisconsin, where we began as a public accounting firm specializing in canning factory audits. Since that time, we have grown with more than 40 different combinations, each with its own rich history, expanding our presence coast to coast and globally and our scope across industries, services and areas of expertise. One thing has not changed in 90+ years: our shared passion for enhancing and protecting our clients’ value. As we reimagine our lasting impact, we remain grounded in our timeless core values. Through dedication, creativity and never standing still, Baker Tilly will become more connected to our clients, our people, our communities and our profession. 130 administration recruitments 400+ recruitments since 2017 60+ office locations across the U.S. 250+ workplace and culture awards 9th largest accounting and advisory firm in the U.S. 6 MEETING YOUR NEEDS WITH OUR RESOURCES Public sector specialization Baker Tilly has served local governments since our establishment 91 years ago. We are one of the few professional services firms with a state and local government practice dedicated entirely to serving governmental clients. Unlike many of our contemporaries, Baker Tilly is organized by industry, not service line. What does this mean for the City? It means you will be served by a carefully selected team that blends our government-focused professionals with experienced specialists in executive recruitment projects. The City will be collaborating with knowledgeable professionals who understand the specific challenges you face and provide innovative solutions to help you overcome them. State and local government is a complex, unique environment shaped by fiscal, regulatory and operational considerations not found in other industries. Recognizing this complexity, and eager to serve as a true Value Architect™ to the public sector, Baker Tilly formalized its dedicated public sector specialization more than 60 years ago. More than 420 Baker Tilly professionals — including nearly 40 partners and principals — focus directly on serving state and local governments, providing hundreds of thousands of client service hours annually to the public sector. Nationwide, our practice serves more than 3,100 state and local government entities, including cities, counties, municipalities, school districts, public utilities and transit organizations. Your team is ready to help you find solutions to the obstacles that stand between you and your goals. 7 MEETING YOUR NEEDS WITH OUR RESOURCES Standing on our values Our core values infuse our culture and drive the way we plan to work with the City of Crystal. They are what we believe and what we expect from each other. They guide our decisions, inspire our actions and gauge how we do business. They are shorthand for what we stand for — and what we stand against. Our core values are fundamental and timeless and come to life through our own experiences and personal expression. Our core values are highlighted below. SHARED CULTURES, VALUES, PHILOSOPHIES AND GOALS Crystal and Baker Tilly have a strong cultural fit, and our commonalities will lay the foundation for trust, open communication, a seamless project approach and an enduring relationship. 8 Providing executive recruitment services Our relationship-driven approach is led by a project team who delivers a cost-effective, quality engagement for Crystal. We will deliver executive recruitment solutions that address the state and local government industry's underlying complexities and your unique opportunities. The Baker Tilly executive recruitment process Task 1: Kickoff, marketing, recruitment and outreach The development of a comprehensive recruitment brochure that includes a profile of the ideal candidate is an important first step in your recruitment process. This profile includes the required academic training, professional experience, leadership, management and personal characteristics related to the success of the candidate in the position of City Manager. The recruitment brochure will also include a profile that captures the essence of the City of Crystal as a highly- attractive venue for the successful candidate to live and work. To prepare the recruitment brochure, the project team leader will meet with the City Council, City staff and other designated stakeholders to discuss the required background, professional experience, and management and leadership characteristics for your City Manager. We meet individually (or collectively depending upon your preference) with members of the City Council to broaden our understanding of the position’s leadership and management requirements, current issues, your strategic priorities and your expectations for the City Manager. Information obtained from these meetings, coupled with our review of the job description and other City documents, is used to prepare a position and candidate profile. The completed profile will be approved by the City before recruitment begins. The position and candidate profile will be central to our recruitment strategy and outreach to potential candidates. [See example of a recruitment brochure in Appendix A.] The project team will also work with the City to develop an advertising and marketing strategy to notify potential candidates about the vacancy and conduct an open recruitment that encourages applications from a talented and diverse pool of candidates. Our team will place ads in appropriate professional publications, websites and local print media, if required, and coordinate with City staff to include information about the search on the City’s social media platforms. Additionally, Baker Tilly has a high- traffic website which includes an exclusive location dedicated to encouraging potential candidates to upload their resumes. The aggressive advertising and marketing campaign for top talent will include national, state, regional and local elements as determined during our initial meetings with the City’s representatives. Our customized mailing list, selected from our extensive database and contacts collected at appropriate public-sector conferences, will be utilized to further promote the City Manager position. Your recruitment will be national and inclusive in nature, with a candidate pool of diverse, experienced and talented individuals. 9 PROVIDING EXECUTIVE RECRUITMENT SERVICES ADVERTISEMENTS FOR THE CITY MANAGER POSITION COULD BE PLACED WITH: International City/County Management Association League of Minnesota Cities Minnesota City/County Association listserv National Forum of Black Public Administrators Local Government Hispanic Network Careers in Government (careersingovernment.com) LinkedIn Engaging Local Government Leaders PROJECT MILESTONE DELIVERABLES TIMELINE Position profile and recruitment brochure development − Baker Tilly meets with the City to receive information regarding the City’s budgets, organizational charts, images, logos, etc. − Develop draft documents (recruitment brochure, advertisement, marketing letter and timeline) 2 weeks Approve brochure, begin advertising and distribute marketing letter − Brochure sent to City for final approval − Begin advertising and distribution of recruitment brochure 1 week Task 2: Execution of recruitment strategy and identification of quality candidates Utilizing the information developed in Task 1, Baker Tilly will identify and reach out to individuals who will be outstanding candidates for the position of City Manager. Often, well-qualified candidates are not actively seeking new employment and will not necessarily respond to an advertisement. However, if a potential candidate is presented with the opportunity directly and in the proper manner, he or she may apply. We take pride in our ability to locate highly qualified candidates across the nation based on the professional contacts and relationships we have developed and maintained over many years. These efforts will be supplemented by the creation of a customized database utilizing our extensive, interactive applicant database for the City Manager position. This will provide the Baker Tilly team with the ability to customize applicant flow and tracking, communication with applicants and conduct database inquiries for candidates based on characteristics important to the City such as geographic location, particular experience, expertise and credentials. While recruitment is under way, the project team will work with a team of up to 10 subject matter experts (SMEs) who know what successful performance in the City Manager position looks like to reach consensus on the desired leadership and management style for the ideal candidate. We ask the SMEs to complete a 30-minute, on-line questionnaire. When aggregated, these responses generate a benchmark that prioritizes the key competencies, work values and leadership and management style attributes for this position, creating a framework for assessing candidate fit with the City. Later in the process, finalists for the position are asked to complete a companion questionnaire that allows us to match candidates’ competencies, work values and leadership/management style to the benchmark. [See sample excerpt of TTI report in Appendix B.] 10 PROVIDING EXECUTIVE RECRUITMENT SERVICES Each candidate submitting a resume is sent a timely acknowledgement by our team, including an approximate schedule for the recruitment. Throughout the recruitment process, communications are maintained with each candidate regarding information about the recruitment progress and their status in the process. We take pride in the many complimentary comments made by candidates regarding the level of communication and the professional manner in which they are treated during our recruitments. PROJECT MILESTONE DELIVERABLES TIMELINE Execution of recruitment strategy and candidate outreach – Online data collection and profile development – Development of interactive, searchable applicant database for recruitment of your City Manager – Baker Tilly performs direct outreach to prospective candidates identified in the recruitment strategy – Utilization of extensive applicant database to identify applications and review applicant pool for competencies/demographics 4-5 weeks Task 3: Screening of applicants and recommendation of semi-finalists During Task 3, the project team screens each application and compares qualifications (education, experience, etc.) and responses to our customized supplemental questions to determine overall match to your desired profile. We then narrow the list to a group of 10 to 15 semifinalists for review and to identify four or five finalists (often including an alternate) or the number of individuals you would like to interview and consider. Another unique aspect of our recruitment process is our use of a proprietary, web based one-way video interview. Each finalist has a limited number of minutes to answer each question, which each applicant sees for the first time when the interview begins. We do not provide questions in advance. Each finalist then has 30 seconds to respond. This tool allows our team to develop a more comprehensive understanding of each candidate’s ability to “think quickly.” The one-way videos also allow us to evaluate the professional demeanor of each applicant. Our team will provide the City Council and/or the designated staff with a link to review. Throughout the process, you will have access to our Master Applicant List (MAL), which will provide pertinent data for each applicant. PROJECT MILESTONE DELIVERABLES TIMELINE Applicant screening and recommendation of semi- finalists – Baker Tilly compares applications to the approved candidate profile, developed in our searchable applicant database – Most promising applicants are asked to complete candidate questionnaires and provide due diligence information – Media, internet and social media scan for information pertinent to future employment – Top candidates identified as semi-finalists 2-3 weeks 11 PROVIDING EXECUTIVE RECRUITMENT SERVICES – Semi-Finalist Report is prepared, including the brochure, master applicant list, cover letter and resume of candidates to be considered – Baker Tilly and the City Council review video interviews – Project team leader meets with the City Council to review recommended semi-finalists – City Council selects finalists for on-site interviews – Finalists complete candidate management style assessment, responses are reviewed and interview questions are developed Task 4: Conducting background checks, reference checks and academic verifications Once the City Council has identified a list of “finalists” Baker Tilly begins the process of conducting reference checks, background records checks and academic verifications. We then prepare a Confidential Reference Report to complete our research and understanding of each applicant’s qualifications, management style, leadership traits or characteristics and professional work performance. BACKGROUND CHECKS WILL INCLUDE INFORMATION FROM THE FOLLOWING AREAS: – Consumer credit – Bankruptcy – City/county – criminal – State district Superior Court – criminal – City/county – civil litigation – State district Superior Court – civil litigation – Judgment/tax lien – Federal district - criminal – Motor vehicle driving record – Federal district – civil litigation – Educational verification – Sex offender registry To ensure the overall quality standards of our process, we require a minimum of 10-15 business days between the time you identify finalists for interviews and the time we are able to provide you with our Final Report. PROJECT MILESTONE DELIVERABLES TIMELINE Design final process with the City for on-site interviews with finalists – Baker Tilly confirms interviews with candidates 1-2 days Background checks, reference checks and academic verification – Baker Tilly completes background records checks, reference checks and academic verifications of finalists 2-3 weeks 12 PROVIDING EXECUTIVE RECRUITMENT SERVICES Task 5: Final interview process Upon completion of Task 4, we will work with your City Council and/or designated staff to develop the final interview process. We customize the process according to your needs and desired outcomes, functions of the position, preference and directives. This may include steps that are important to you such as the final interview process may include meetings with the department heads and other stakeholders and individual tours of the City. Recognizing the impact of national, state or locally imposed restrictions in response to the COVID-19 Pandemic, we work with your organization to adjust all aspects of our process as you deem necessary and appropriate. Prior to the interviews we provide documentation on each of the finalists, highlighting leadership and management profile (Gap Analysis) and a summary of our comprehensive/customized reference checks, background records checks and academic verifications. In addition, the Final Report will include guidelines for interviewing the candidates, suggested interview questions and a candidate assessment process for your interview panel(s). The project team leader will be available during the final interview process to answer questions about the candidates and, if requested, assist with the final evaluation of the candidates. If requested, we will assist you with the development of a compensation package and related employment considerations and assist with the negotiation of an employment agreement. PROJECT MILESTONE DELIVERABLES TIMELINE Final Report prepared and delivered to the City – Final Report is prepared including brochure, schedule, cover letter, resume, candidate questionnaire, suggested interview questions, candidate assessment form and management style probing questions 1 day On-site interviews with finalists – Interviews are scheduled – Recruitment project team leader attends client interviews and is available to participate during deliberations of candidates, if requested. 1-2 days Offer made/accepted – If requested, Baker Tilly participates in candidate employment agreement negotiations – Baker Tilly notifies candidates of decision – Baker Tilly confirms final process close out items with the City of Crystal 2-5 days Our strategy for recruitment of diverse candidates Our corporate core values and work environment reflect our broader social aspirations for a diverse workforce, equal opportunity and cross-cultural respect. We have established strong and credible networks with minority and female leaders nationwide. In addition, we are corporate members of the National Forum for Black Public Administrators (NFBPA) and the Local Government Hispanic Network and are on their National Corporate Advisory Council. We participate in their membership events on a regular basis. 13 PROVIDING EXECUTIVE RECRUITMENT SERVICES To that end, we take responsibility for diversity in our organization, our recruitment strategy and our candidate pools. In every recruitment, we use our established networks to make direct and personal contacts with prospective minority and female candidates and encourage them to consider the City of Crystal’s City Manager opportunity. Because of our performance record in presenting a diverse applicant pool, these prospective candidates know that the Baker Tilly executive recruitment team will fairly consider each application based on qualifications and the established profile. Baker Tilly is committed to ensuring equitable participation in our business and employment opportunities without regard to race, color, religion, sex, national origin, age, disability, veteran status, marital status or sexual orientation. As a leader in the executive recruitment industry, we take positive actions to prevent and to remedy any discriminatory effects of business and employment practices. Triple guarantee We define the success of a smooth, seamless, effective and responsive executive recruitment that culminates with the hiring of an accomplished City Manager who matches the profile we developed to this end. We further define success by the identification and presentation of an acceptable number of well-qualified applicants for the City Council to interview. While we believe in the overall success of our process, we also recognize that unusual circumstances will invariably emerge. This is why we offer a tri-fold, industry leading triple guarantee. 1. First, we commit to conduct your recruitment until you have selected a finalist and made an appointment for the fees and tasks quoted in this proposal. In the event you are unable reach an employment agreement with one of the individuals presented as finalists, Baker Tilly will identify and present a second supplemental group of qualified applicants for you to consider until you select a finalist. 2. Second, we guarantee your executive recruitment for 12 months against separation (voluntary or involuntary), which means that if you end the employment relationship (with or without cause) or the finalist resigns (for any reason) we will repeat the executive search at no additional professional fee but will include project-related expenses. Please note that candidates appointed from within your organization do not qualify for this guarantee. Furthermore, this guarantee is subject to further limitations and restrictions of your state laws. 3. Baker Tilly will not directly solicit any candidate selected under this agreement, for any other position, while the candidate remains in your employ. 14 PROVIDING EXECUTIVE RECRUITMENT SERVICES Meeting your deadlines A typical timeline is 100-120 days from project kickoff to extending an offer of employment. If the City establishes a kickoff date of July 25, the search should be completed by the end of October. The Baker Tilly project team leader will discuss your anticipated or desired timeline during the initial kickoff meeting. It is our intent to conduct your recruitment expeditiously, but not at the expense of finding qualified applicants to present to you. For the purpose of this proposal, target dates are to be determined. Once you approve, and based on mutual agreement, we will provide actual dates in our service agreement. The following is an example of a timeline for an executive recruitment process. COMMITMENT TO SUCCESSFULLY DELIVER EXECUTIVE RECRUITMENT SERVICES TO MEET CRYSTAL'S REQUIREMENTS Crystal’s time is valuable. We will co-develop a timeline to provide the City’s executive recruitment services on time. PROJECT MILESTONE DELIVERABLES Profile development, advertising and candidate outreach – Baker Tilly meets with City officials to develop candidate profile and recruitment brochure; City approves ad placement schedule and timeline – Baker Tilly sends draft recruitment brochure to the City – The City returns draft brochure (with edits) to Baker Tilly – Baker Tilly begins recruitment advertising and marketing – Online data collection and profile development Applicant screening and assessment and recommendation of semi-finalists – Baker Tilly commences formal review of applications, most promising candidates complete questionnaires – Candidates complete recorded interview online – Baker Tilly completes formal review of applications and sends selected resumes to the City Council for review – Candidates’ recorded interviews are presented – Baker Tilly meets with the City Council and recommends semi-finalists; City Council selects finalists for on-site interviews – Finalists complete candidate management style assessment and responses are reviewed and interview questions are developed Comprehensive background check, academic verifications and reference checks completed for finalists – Baker Tilly completes reference checks/background checks/academic verification on finalists On-site Interviews with finalists – Baker Tilly sends documentation for finalists to the City Council – The City Council conducts on-site interviews with finalists Employment offer made / accepted – The City Council extends employment offer to selected candidate Your time is valuable, and one significant way we will add value to Crystal is by delivering our services on time. 15 Your Value Architects™ Crystal will collaborate with a consistent team of Value Architects™ who understand your organization and can add value from day one. The combination of your engagement team’s state and local government experience and service expertise translates into tangible results for the City. Aligning key engagement team members with your goals Within Baker Tilly, our executive recruitment team consists of ten recruitment consultants and project coordination staff available to meet your executive recruitment needs. Each consultant assigned to your recruitment has experience working with cities, counties, special districts, not-for-profit organizations and school districts, and the many different disciplines that comprise the City of Crystal organization. Our consultants bring an experienced, participatory and energetic perspective to each engagement. As such, we reflect our unique approach and individualized touch in our internal standard and commitment to outstanding service that meets or exceeds your expectations. Since 2017, our combined consultant team has conducted more than 400 executive searches. The Baker Tilly project team will collaborate with your City Council and/or designated staff as your technical advisor. As such, we conduct our recruitment processes in a clear, effective, efficient, transparent and professional manner consistent with “best practices” in the public sector executive recruitment space. Our agenda is clear; “our agenda is your agenda.” Our objective is to generate a list of highly qualified candidates and assist you with the screening and evaluation of these candidates to identify your next City Manager. We have structured the Baker Tilly project team to draw upon our 60-plus years of collective service to the public sector and to leverage Baker Tilly’s experience and capacity to find exceptional, qualified candidates. Since its beginnings, our firm has emerged as a leader in human resource management consulting and executive recruitment. It is our 30+ years of consulting experience, coupled with our unique approach and personal touch that drives our internal standard for delivering outstanding services and leading- edge products. Your handpicked team of professionals offers a collaborative focus supported by the breadth and depth of our firm’s national resources. We believe in strong personal relationships, and this means a personal interest in the City of Crystal from some of our most experienced team members. Engagement team members are introduced below and complete resumes are available in Appendix C. 400+ recruitments Your engagement team has conducted nearly 400 successful recruitment projects since 2017. 16 YOUR VALUE ARCHITECTS The proposed project team represents experienced professionals who will be working on your City Manager recruitment. As such, we have selected a team of consultants who understand the traits, attributes and characteristics essential to success in this position to meet four specific objectives f or your organization. First, this team represents experienced professionals who will directly champion every aspect of your project to a successful culmination. Second, the team brings a range of expertise to identify and classify competent applicants according to your business service requirements. Third, this team brings a national perspective, experience and the knowledge necessary to achieve your established objectives. Fourth, our approach exemplifies our commitment to personal and professional responsibility for the services and outcomes we deliver to the City of Crystal. INTENTIONALLY SELECTED ENGAGEMENT TEAM FOR CRYSTAL Engagement leadership Patricia Heminover, Director 30 East Seventh Street, Ste. 3025, St. Paul, MN 55101 +1 (651) 223 3058 | patty.heminover@bakertilly.com Patty has been with the firm since 2010. She has more than 20 years of public education experience, most recently as superintendent of South St. Paul Schools in South St. Paul, Minnesota. She brings considerable experience developing budgets, leading organizational and process improvements and successfully overseeing conflict resolution. Patty was also South St. Paul Schools’ director of human resources and finance, prior to serving as its superintendent. She served for three years as the co-superintendent of schools for Cleveland Public Schools in Cleveland, Minnesota, after working as its director of human resources and business services for six years. Patty has received a School Finance Award, technology leadership awards and helped establish the first K-12 International Baccalaureate School District in Minnesota. She earned a Master of Education Administration from Minnesota State University. Consulting team Art Davis, Director 5440 West 110th Street, Suite 300, Overland Park, KS 66211 +1 (816) 868 7042 | art.davis@bakertilly.com Art is a director in Baker Tilly’s executive recruitment practice. He is responsible for managing and conducting executive recruitment engagements for the firm to ensure their integrity, timeliness and adherence to budget parameters. He has more than 30 years of experience in local government, executive recruitment and organizational management. Art has served as a city administrator in Missouri and in other local government positions in Kansas. He specializes in providing executive recruitment and organizational management consulting services for cities, counties and not-for-profits. Art earned a Master of Public Administration from the University of Kansas as well as a Bachelor of Arts, political science and public administration from William Jewell College. 17 YOUR VALUE ARCHITECTS INTENTIONALLY SELECTED ENGAGEMENT TEAM FOR CRYSTAL Sharon Klumpp, Director 30 East Seventh Street, Ste. 3025, St. Paul, MN 55101 +1 (651) 223 3053 | sharon.klumpp@bakertilly.com Sharon is a director with Baker Tilly’s executive recruitment team. She is responsible for managing and conducting executive recruitment engagements for the firm to ensure their integrity, timeliness and adherence to budget parameters. She has worked on behalf of local governments for more than 35 years and partnered with them to build strong organizations. Sharon has served in city administration roles in Minnesota and Michigan and executive positions for two large local agencies. She specializes in providing executive recruitment, organizational management, and facilitation services to local governments and nonprofits. Sharon holds a Master of Public Administration from the University of Kansas as well as a Bachelor of Arts in political science from Miami University. Anne Lewis, Director — Practice leader 8219 Leesburg Pike, Suite 800, Tysons, VA 22182 +1 (703) 923 8214 | anne.lewis@bakertilly.com Anne leads Baker Tilly’s public sector executive recruitment team. Prior to joining Baker Tilly, Anne served as an Assistant County Administrator for a Virginia county, a Deputy City Manager and an Assistant City Manager for two Virginia cities. Over the last 17 years, her experience in local government has also included positions as an Emergency Management Deputy Director, Public Information Officer, Human Resources Manager, Parking Authority Executive Director, Housing Director, Transit Director and Convention & Visitors Bureau Executive Director. She also has had responsibility for parks, recreation and community services, information technology, animal services, general services and legislative programs. She specializes in providing executive recruitment services to local governments and nonprofits. Anne holds a Master of Science as well as a Bachelor of Science from Shenandoah University. Edward Williams, Ph.D., Director 2500 Dallas Parkway, Suite 300, Plano, TX 75093 +1 (214) 842 6478 | edward.williams@bakertilly.com Edward has more than 20 years of collective experience in human resources and organizational development at various levels and across various disciplines including, state and municipal government, community and educational institutions. His areas of expertise include human development, process improvement, workforce planning, executive recruiting, strategic planning, management and leadership development, classification, compensation, benefits administration, performance management, employee recognition, employee wellness and benefits administration. He has served as director of human resources and organizational development, for the City of Missouri City, deputy personnel director for the State of Missouri and training and performance consultant for the Metropolitan Community Colleges Business and Technology Center in Kansas City, Missouri. Edward holds a Ph.D. in Educational Leadership and Policy Analysis from the University of Missouri, Educational Specialist degree in Higher Educational Administration, Master of Higher Education Administration, and Bachelor’s in Education from the University of Missouri. He is bilingual and proficient (reading, writing and speaking) in the Spanish language. 18 YOUR VALUE ARCHITECTS INTENTIONALLY SELECTED ENGAGEMENT TEAM FOR CRYSTAL Supporting team Cecilia Hernandez, Senior Recruitment Analyst 2500 Dallas Parkway, Suite 300, Plano, TX 75093 +1 (214) 736 1606 | cecilia.hernandez@bakertilly.com Cecilia is a senior recruitment analyst with Baker Tilly’s executive recruitment practice. She started as an intern in September 2017. In her role as recruitment analyst, she collaborates with Baker Tilly consultants in the initial screening and vetting of candidates. She creates reports, submits profiles to conduct background checks and verification of their education, and stays connected with candidates throughout the complete recruitment process. Cecilia is experienced in working with local governments. Prior to employment with Baker Tilly, she worked in implementing retention of local government records. Cecilia holds a Master of Public Affairs from the University of Texas at Dallas with a local government concentration and a Bachelor of Science in public affairs from the University of Texas. Michelle Lopez, Senior Recruitment Analyst 30 East Seventh Street, Ste. 3025, St. Paul, MN 55101 +1 (651) 223 3061 | michelle.lopez@bakertilly.com Michelle is a senior recruitment analyst with Baker Tilly’s executive recruitment practice group. She joined Baker Tilly in 2017 as a client development specialist, aiding the client representatives in the public finance group. She joined the executive recruitment practice group as a recruiting coordinator in May 2018. Her responsibilities include conducting research, organizing assignments and workflow, coordinating information and resources, and assisting candidates and clients through all phases of an executive recruitment. Michelle has an Associates in Arts degree and more than 10 years of experience supporting various departments, including information technology and human resources. She is currently pursuing a Bachelor of Science degree in project management. CRYSTAL WILL RECEIVE TANGIBLE RESULTS WITH BAKER TILLY All engagement team members are committed to the City of Crystal’s success. Their industry experience and service expertise translate into tangible results for the City. 19 Valuable perspectives We are always happy to provide references because it is important for you to talk with the organizations we serve. Our similar client base equals experience-derived insights for Crystal. Demonstrating successful relationships with similar clients Patty Heminover is the designated project leader for your City Manager executive search. We encourage you to connect with the clients below to learn more about the value of their relationship with Baker Tilly and to verify the quality of work we have consistently delivered to each client as part of these recently completed executive recruitment projects. Each client will offer a different perspective as you consider your own needs. CITY OF MINNETRISTA, MINNESOTA Name Allie Polsfuss Title Director of Administration Phone +1 (952) 241 2510 Email Apolsfuss@ci.minnetrista.mn.us Services Selection of a City Administrator CITY OF BLAINE, MINNESOTA Name Joseph Huss Title Finance Director Phone +1 (763) 717 2677 Email jhuss@blainemn.gov Services Selection of Deputy Finance Director (2021) CITY OF WILLMAR, MINNESOTA Name Marv Calvin Title Mayor Phone +1 (320) 212 2171 Email mcalvin@willmarmn.gov Services Selection of Assistant City Administrator and City Administrator PROVIDING VALUABLE PERSPECTIVES FROM CURRENT CLIENTS At Baker Tilly, relationships matter. Our Value Architects™ have a record of successfully enhancing and protecting similar clients’ value — resulting in experience-based insights for the City of Crystal. Providing similar services to clients Following is a partial list of relevant public sector executive recruitments delivered by the Baker Tilly team since 2017. LIST OF RELEVANT PROJECTS: 2017 – PRESENT Year Client State Project Population Current Apex NC Assistant Town Manager 58,780 Current Beaumont TX City Manager 118,428 Current Belle Meade TN City Manager 2,912 20 VALUABLE PERSPECTIVES LIST OF RELEVANT PROJECTS: 2017 – PRESENT Year Client State Project Population Current Branson MO City Administrator 10,000 Current Brevard NC City Manager 7,900 Current Evans CO City Manager 22,165 Current Harrisonburg VA City Manager 54,033 Current Port Arthur TX Assistant City Manager 53,937 Current Shorewood MN City Administrator 7,974 Current Staunton VA City Manager 25,750 2022 Belton MO City Manager 23,480 2022 Blue Springs MO City Administrator 54,850 2022 Buda TX City Manager 15,108 2022 Denton TX City Manager 136,195 2022 Golden CO City Manager 20,399 2022 Huber Heights OH City Manager 40,006 2022 Joplin MO Assistant City Manager 50,386 2022 Kearney NE City Manager 33,464 2022 Kinston NC City Manager 20,083 2022 La Marque TX City Manager 16,627 2022 Minnetrista MN City Administrator 7,621 2022 North Kansas City MO City Administrator 4,477 2022 Oak Hill TN City Manager 4,587 2022 Overland Park KS City Manager 191,278 2022 Salisbury NC City Manager 33,727 2022 Spicer MN City Administrator 1,188 2022 Staunton VA City Manager 25,750 2022 Willmar MN Assistant City Administrator 19,628 2021 Carrboro NC Town Manager 21,230 2021 Clearwater FL City Manager 115,159 2021 College Park MD City Administrator 32,196 2021 Corpus Christi TX Assistant City Manager 323,733 2021 Evansville WI City Administrator/Finance Director 5,378 2021 Grand Rapids MI Deputy City Manager 192,294 2021 Greeley CO City Manager 105,888 2021 Inver Grove Heights MN City Administrator 34,344 2021 Kimball NE City Administrator 2,578 2021 Long Grove IL Village Manager 7,956 2021 Louisville CO City Manager 20,860 2021 Moline IL City Administrator 41,902 2021 Rockville MD Deputy City Manager 66,940 2021 Shakopee MN Assistant City Administrator 40,731 2021 Stonecrest GA City Clerk 54,202 21 VALUABLE PERSPECTIVES LIST OF RELEVANT PROJECTS: 2017 – PRESENT Year Client State Project Population 2020 Fairmont MN City Administrator 10,126 2020 Front Royal VA Town Manager 15,239 2020 Herington KS City Manager 2,304 2020 Kansas City MO City Manager 488,943 2020 Lake Ozark MO Asst City Admin/Comm Eco Devel Director 1,792 2020 Maple Plain MN City Administrator 1,807 2020 Matanuska-Susitna Borough AK Borough Manager 108,317 2020 Missouri City TX City Manager 74,705 2020 Moose Lake MN City Administrator 2,798 2020 Oakdale MN City Administrator 28,083 2020 Rochester MN City Administrator 114,011 2020 Scottsbluff NE City Manager 14,874 2020 St. Joseph MO City Manager 74,959 2019 Beeville TX City Manager 12,937 2019 Cloquet MN City Administrator 11,938 2019 Hobbs NM City Manager 37,764 2019 Lake Lotawana MO City Administrator 2,099 2019 Norman OK City Manager 122,843 2019 Paris TX City Manager 24,800 2019 Park City KS City Administrator 7,499 2019 Port Arthur TX City Manager 53,937 2019 Willmar MN City Administrator 19,628 2018 Addison TX City Manager 15,368 2018 Asheville NC City Manager 89,121 2018 Ashland OR City Administrator 21,636 2018 Avondale AZ City Manager 82,881 2018 Belle Plaine MN City Administrator 6,838 2018 Billings MT City Administrator 110,323 2018 Burnsville MN City Manager 61,434 2018 Christiansburg VA Town Manager 21,533 2018 Grand Rapids MI City Manager 192,294 2018 Herington KS City Manager 2,362 2018 Kingman AZ City Manager 29,029 2018 Maricopa AZ City Manager 46,903 2018 Middleburg VA Town Administrator 828 2018 Mora MN City Admin/Public Utilities GM 3,453 2018 Salina KS City Manager 46,994 2018 Shawnee KS City Manager 64,323 2018 York PA Business Administrator 43,859 2017 Berthoud CO Town Administrator 5,807 22 VALUABLE PERSPECTIVES LIST OF RELEVANT PROJECTS: 2017 – PRESENT Year Client State Project Population 2017 Christiansburg VA Town Manager 21,533 2017 Cloquet MN City Administrator 11,938 2017 Dickinson TX City Administrator 19,595 2017 El Dorado KS City Manager 12,852 2017 Glenview IL Village Manager 45,417 2017 Lake Havasu City AZ City Manager 53,743 2017 Littleton CO City Manager 44,275 2017 Manassas Park VA City Manager 16,149 2017 Morehead City NC City Manager 9,203 2017 Mounds View MN City Administrator 12,525 2017 Oldsmar FL City Manager 13,913 2017 Orono MN City Administrator 8,009 2017 Riviera Beach FL City Manager 33,263 2017 Rochester MN City Manager 110,742 2017 Township of Roxbury NJ Township Manager 23,324 23 Value for fees Value means more than simply checking boxes and meeting your requirements. Value means services that lead to meaningful insights and that give the City of Crystal and your stakeholders peace of mind. Delivering a professional fee estimate for the City of Crystal We are excited about the opportunity to work with the City and have prepared the below fee estimate to meet the City’s needs and objectives. Our fees allow for thorough and insightful advice from experienced professionals without unnecessary add-on or startup charges. The all-inclusive professional fee includes the cost of professional services by the project team leader, the project support staff and all project-related expenses such as advertising, preparation of the recruitment brochure, printing, candidate background, reference and academic verification checks and travel expenses for on-site visits. Baker Tilly is not responsible for candidates travel expenses for travel to client location for on-site interviews. Clients generally manage these matters directly with the finalists. Baker Tilly will bill for this engagement in four installments: 30% upon execution of this agreement, 30% at Phase I, 30% at Phase II; and 10% upon acceptance of an employment offer by the finalist. The fee is not contingent. If you terminate this engagement before completion, Baker Tilly shall invoice the City for any unpaid portion of the fee. Feel free to direct all questions regarding the professional fee and project-related expenses to Patty Heminover via email at patty.hemoinver@bakertilly.com; via phone at +1 (651) 223 3058 or Anne Lewis at anne.lewis@bakertilly.com; via phone at +1 (703) 923 8214.. PROPOSED SERVICES Phase I Task 1 — Candidate profile development/advertising/marketing Task 2 — Identify quality candidates Phase II Task 3 — Screening of applications and submission of recommended semi-finalists to client Task 4 — Reference checks, background checks and academic verifications Phase III Task 5 — Final process/on-site interviews with finalists Conclusion Assistance and technical support for total rewards (salary and benefits), employment offer negotiation, offer and acceptance by finalist TOTAL ALL-INCLUSIVE FEE* $25,500 * BAKER TILLY MAY CONSIDER A PROFESSIONAL FEE REDUCTION BY 10% FOR SUBSEQUENT RECRUITMENTS not to exceed 25% of the proposed cost on any single search during the subsequent 12-month period. 24 VALUE FOR FEES OPTIONAL SERVICES FOR CONSIDERATION FEE At your request, Baker Tilly can conduct a web-based community survey to help your organization identify key issues or priorities that your organization may consider as you launch an executive search. Depending on your need, we administer the survey, which your residents, community leaders, employees or designated key stakeholders may complete. Please note that this type of survey may alter the overall project timeline. $1,650 On rare occasions, a client desires the delivery of additional search related services from the Baker Tilly executive search team. Services not included in the proposed scope of services include additional visits by the project team leader to your organization. Baker Tilly will bill the City at an hourly rate of $220, plus expenses for additional work specifically requested by your organization that is outside of the scope of this project or as described in the proposed scope. Prior to beginning these services, Baker Tilly will prepare and submit a written explanation of the additional services requested and the estimated number of hours required prior to commencing any additional services. $220 per hour plus expenses Negotiations If selected, we will provide the City of Crystal with our standard engagement terms. Should the City wish to provide alternate terms or proceed on the basis of its own format agreement, we would require the ability to negotiate mutually acceptable terms and conditions prior to executing a final contract. 25 Prioritizing diversity, inclusion and belonging for success (DIBS) At Baker Tilly, DIBS is who we are rather than what we do. Creating an environment where all team members are valued empowers us to bring our authentic selves to work each day. When our contributions reflect our individual best, we achieve better results for Crystal. Belonging is a core Baker Tilly value. We foster a deep level of mutual respect where each one of us feels seen, heard, valued and connected. Each team member commits to upholding a diverse and inclusive workplace driven by fairness, compassion and equality. Throughout our firm, you will find our DIBS philosophy and practices embedded into everything we do. We hire people who bring new perspectives and experiences, including Shane Lloyd, who joined Baker Tilly as our DIBS strategy leader in 2021. We embrace our differences and believe a more open, connected world serves everyone better. DIBS is the lens that helps us see things more broadly and lights the path for us to follow. This benefits our people, our clients and our communities. DIBS steering committee Baker Tilly’s national DIBS steering committee is designed to strengthen our firm’s culture of diversity, inclusion and belonging. A cross-section of leaders across our firm oversees our strategy – from inclusion-related communications to accountability measures for our key diversity goals and coordination of our signature initiatives described below and on the following pages. Growth and Retention of Women (GROW) Through our GROW initiative, Baker Tilly provides women valuable opportunities to network, share their stories, acquire skills, strengthen professional relationships and advance in their careers. Our commitment to GROW increases the number of women in management positions, enhances the retention of women at all firm levels, creates an environment where women feel empowered and supports our advocacy of advancing women in business. It also helps us share knowledge gained with clients and creates a workforce that reflects our client base. 26 PRIORITIZING DIVERSITY, INCLUSION AND BELONGING FOR SUCCESS Supporting Opportunity, Advancement and Recognition (SOAR) SOAR focuses on improving inclusion and increasing retention of team members of color to create a more inclusive, innovative and productive workforce. Diversity makes each of our professionals unique; inclusion is how that unique team collaborates to achieve common goals. Our SOAR strategy rests on four key pillars: talent acquisition, advancement, education and awareness, and recognition. NexGen: joining workforce generations Today, four generations coexist in the workplace – baby boomers, Gen X, millennials and Gen Z – and each brings unique viewpoints influenced by events and experiences in their lifetime. With NexGen, we aim to empower the next generation of team members to collaboratively engage in our firm’s progress while promoting an overall investment in our future. Key components of NexGen’s vision involve discovering how different generations can build rewarding professional relationships that are mutually beneficial. NexGen amplifies the voices of our firm’s next generation of professionals, providing leadership and growth opportunities along the way. PRIDE team member network Our PRIDE team member network exists to support the LGBTQ+ community and their allies within Baker Tilly. We strive to create an open environment centered on LGBTQ+ issues and topics relevant to the workplace. This effort includes involvement, support, understanding and acceptance from colleagues across our firm. Racial Equity Action Plan (ACTION) and focus on social justice Our firm developed an ACTION plan to support our strategic goal of increasing the retention of team members of color and to create positive change in our communities and our profession. As initial steps in our plan, we convened our DIBS steering committee and formed a racial equity advisory group consisting of a diverse group of team members. We then worked closely with a highly respected consulting firm to assess the current state of our workplace as it relates to diversity, inclusion and racial equity. We used their recommendations to refine our DIBS strategic plan and inform the next steps in our journey. Baker Tilly team members continue to take the time to have difficult conversations and reflect deeply. Colleagues shared stories of how racism and discrimination affect their daily lives – stories they did not feel comfortable sharing before. Others gained new insight into their own unconscious biases and the steps needed to overcome them. We are committed to continuing on this learning journey and achieving tangible results together. 27 PRIORITIZING DIVERSITY, INCLUSION AND BELONGING FOR SUCCESS Baker Tilly Foundation support for racial justice advocacy As a firm, we have made our position clear: We stand against racism and discrimination in any form. Our Baker Tilly Foundation’s board of directors, with input from our team members, selected key racial justice organizations as recipients of direct financial support from our firm with a commitment to match team member donations. Additionally, our local SOAR committees support social justice causes across the United States through event sponsorship, fundraising initiatives and volunteer engagement. Tone from the top: CEO Action for Diversity & Inclusion Baker Tilly is a member of CEO Action for Diversity & Inclusion, a steering committee of CEOs focused on making diversity and inclusion a business priority. CEO Action for Diversity & Inclusion is the most extensive alliance of business leaders openly committed to sharing successful diversity initiatives and lessons learned. As a member, Baker Tilly pledges to: – Make our workplace a safe place to have open conversations about diversity and inclusion – Implement and expand unconscious bias education – Share best, and unsuccessful, practices – Create and share strategic inclusion and diversity plans with our board of partners We do not view diversity, inclusion and belonging as a program or something we “have to do.” We genuinely believe this is who we are. This includes the way we recruit, how we develop and promote team members, how we serve clients and how we treat each other. This is not easy to do. It is much easier to roll out a program as “evidence” of our commitment. However, we are not interested in scratching the surface. We want to effect change for the long run — in our firm and in our profession. Baker Tilly CEO, Alan Whitman “ 28 Appendix A: Sample brochure The City’s handpicked engagement team members have provided similar services to many organizations. PUBLIC SECTOR EXECUTIVE RECRUITMENT CITY ADMINISTRATOR THE CITY OF MINNETRISTA, MINNESOTA 1 2 THE COMMUNITY The City of Minnetrista, Minnesota (8,262 population) is located on the western bays of Lake Minnetonka and the agricultural rich plains and idyllic woodlands of southwestern Hennepin County. The city lies 25 miles west of Minneapolis, connected by I-394, State Highway 7, and county highways. With an area of 32 square miles, the city consists of emerging suburban development, diversified rural, and agricultural land uses. In the last decade, city population has increased by nearly 30 percent. Continued residential growth is projected as the city anticipates 75 to 100 new homes annually for the next few years. Minnetrista surrounds the city of Saint Bonifacius, which has an area of roughly one square mile and a population of 2,350. The city campus, located on 53 acres including parkland, reflects the beauty of Minnetrista’s natural resources. In addition to Lake Minnetonka, residents and visitors have access to area lakes, including Whaletail and Little Long Lakes, providing opportunities for boating, canoeing, and fishing. The city offers 45 acres of developed parks with walking trails and other amenities and has an additional 23 acres of undeveloped parkland. Annual events include National Night Out, Trista Days, and a variety of school and community fund- raising events, some of which have been sidelined due to the COVID-19 pandemic. Four school districts serve Minnetrista, including the Westonka Public Schools, Delano Public Schools, Waconia Public Schools, and Watertown-Mayer Public Schools. 2 3 THE ORGANIZATION First organized in 1859 as a township, Minnetrista incorporated as a village in 1960 and then established itself as a Minnesota statutory city under the Optional Plan A form of government. The Minnetrista City Council consists of a mayor and four council members who each serve overlapping four-year terms. City elections are held in November of even-numbered years. The City Council is primarily responsible for making laws, setting policies, adopting budgets, hiring a City Administrator, and overseeing a broad community agenda. The council also monitors the activities of the City Administrator, City Attorney, and other municipal departments and operations and appoints members to two advisory commissions. The professional staff includes the City Administrator, Finance Director, City Clerk, Public Safety Director, Director of Administration, Community Development Director, and Public Works Superintendent. The city provides a wide range of municipal services including the construction and maintenance of streets and utilities, parks and recreation, police protection, planning and zoning, building permits and inspections, and legislative/administrative functions. The city contracts for professional legal and engineering services. Recreational activities are offered through community services programs provided by Westonka Public Schools. Public safety dispatching is provided through the Hennepin County Sheriff’s Office. Fire services are provided by contracts with the cities of Mound and Saint Bonifacius. The city employs 38 full-time equivalent staff members. Unions representing four collective bargaining units represent certain public safety and public works employees. The city’s adopted 2021 budget is $14.5 million, and the city has an AA+ credit rating from Standard & Poor’s. The budget aligns with strategic goals adopted by the City Council: • Maintenance and expansion of city streets and utilities • Civic engagement • Effective governance • Natural and recreational amenity protection and enhancement • Planned and directed growth • Expanding and improving residential broadband service 3 4 THE POSITION As chief administrative officer, the City Administrator is responsible for the daily administration and coordination of all city affairs in accordance with the city code, ordinances, resolutions, and City Council directives. The City Administrator supervises the Finance Director, City Clerk, Public Safety Director, Director of Administration, Community Development Director, and Public Works Superintendent and reports to the City Council. Major responsibilities include: • Supervises and directs through the Finance Director the creation of an annual operating, debt service and capital expenditures budget. Oversees cash flow management and the city’s investment management plan. • Coordinates and develops short and long-range plans pertaining to construction projects and personnel programs. Coordinates work of retained professionals such as engineers, financial advisors, the City Attorney and other consultants and full-time staff. • Creates, implements, and administers personnel policies. Supervises all city staff directly or indirectly through department heads. Oversees maintenance of the classification and compensation plan and provides for employee performance reviews, training, and coaching. • Oversees hiring and disciplinary actions and makes recommendations on hiring, discharging, and rewarding of personnel to the City Council. Addresses employee grievances. • Prepares agendas for the City Council, performs and/or directs the research to provide supporting materials and recommendations to the City Council. Assists in facilitating consensus. • Stays current on legislative activities and communicates with state representatives and senators about impact of decisions on the city. Participates in legislative meetings of groups such as League of Minnesota Cities and the Association of Metropolitan Municipalities. • Develops rapport with area city administrators, managers, and clerks as well as other agencies such as Three Rivers Park District, Hennepin County, and MNDOT. • Communicates with citizens in person, over the phone or via written correspondence and represents the city at civic organization meetings. • Ensures future infrastructure planning for water, sanitary sewer, storm sewer, transportation, facilities, and capital equipment. Coordinates strategic planning and implementation. • Supervises required annual reporting including Outstanding Bonded Indebtedness, Water Confidence Report, and tax levy certification. • Provides city staff with current technology to execute their duties effectively. Ensures that computer software and hardware and other technologies are updated as needed. • Coordinates and directs the drafting of ordinances and resolutions as needed. Supervises the maintenance of city records. 4 5 LEADERSHIP OPPORTUNITIES • Managing growth. Minnetrista’s residential growth is projected to remain strong. In addition, some commercial development is planned along Highway 7; however, the city does not anticipate encouraging development through economic incentives. The City Administrator will provide leadership in long-range planning to guide responsible development and to ensure adequate staffing to meet the city’s needs. • Water utility expansion. As residential development has grown, the city’s water utility is expanding to meet increased demand. Plans are underway to build and finance a third water treatment plant and to drill two more wells to serve the south side of the city. The City Administrator will oversee the construction and financing for these new facilities and assist in an education process to familiarize residents with the city’s tiered water rates and water conservation. • Broadband internet. Some rural and developing areas of the city do not have adequate broadband service. As the pandemic dramatically increased the need for high-speed internet, the City Council began an in-depth study of the issue. The City Administrator will continue efforts underway to gather information on the problem and identify possible solutions. • Capital improvement planning. Infrastructure expansion and maintenance is a top strategic goal for the city. Capital planning with a five-year or more horizon helps the city prioritize projects and identify revenue sources. A schedule for street pavement projects and replacement of park equipment are key elements of a capital improvement plan that will be coordinated by the City Administrator. • Fire district. Exploratory discussions are under way with the cities of Mound and Saint Bonifacius to ensure that the fire services needs of a growing population are met. The City Administrator will develop information and participate in these discussions. • Staffing. The City Administrator will build upon the existing work culture to value employees and provide an environment where they can develop and excel. The City Administrator will also review compensation to ensure that it remains competitive. 5 6 DESIRED CAPABILITIES • Brings a strategic long-range focus to assist the community in charting its future development. • Innovative, willing to think outside of the box to resolve community challenges. • Supports the role of the Council, implements Council priorities; brings new ideas forward for Council discussion. • Demonstrates a strong sense of integrity, ethics, and honesty; open-minded and fair. • Diplomatic and politically astute, remains neutral and objective in political situations. • Highly organized, effectively coordinates a broad range of activities and provides timely follow through. • Fosters a collegial work environment, recognizes the importance of encouraging dialogue between Council members and department heads. • Approachable, seeks and demonstrates a genuine interest in other points of view; treats others with respect. • Responsive to the concerns of residents and City Council members. • Manages collaboratively, gives department managers clear expectations and lets them run with the details. • Values and supports employees; recognizes their contributions to the City’s success. • Motivates and develops staff and allows them to excel. • Self-assured, confident, and even-tempered, calm under pressure. 6 7 APPLICATION AND SELECTION PROCESS We invite qualified professionals to submit a cover letter and resume by visiting our website at: https://bakertilly.recruitmenthome.com/postings/3213 This position is open until filled; however, prospective candidates are encouraged to apply no later than December 22. For more information, please contact Sharon Klumpp at sharon.klumpp@bakertilly.com or at 651-223-3053 or Patty Heminover at patty.heminover@bakertilly.com or by calling 651-223-3058. For more information about the City of Minnetrista, visit https://www.cityofminnetrista.com/. 225 South Sixth Street, Ste 2300 | Minneapolis, MN | 816-333-7200 | https://bakertilly.recruitmenthome.com/ EDUCATION AND EXPERIENCE This position requires a bachelor’s degree in urban studies, public administration, business or related field and five years of progressive experience as an administrator or department head in a comparable organization, including at least three years of supervisory experience. A master’s degree is preferred. Equivalent education and experience will be considered. Qualified candidates will demonstrate a strong working knowledge in financial management and municipal operations and have experience working with a governing board. Excellent communications and interpersonal skills are required. Experience working in a developing community and working with labor unions is a plus. COMPENSATION AND BENEFITS The salary range for this position is $108,000 - $135,000, depending on qualifications and experience. The city offers competitive benefits and participation in the Public Employees Retirement Association retirement program. Relocation is negotiable. Residency is not required. 7 36 Appendix B: Sample TTI report Workplace Behaviors ® Candidate Name D Candidate Name I S C Candidate Name The Success Insights ® Wheel Candidate Name Candidate Name Comparison Analysis For Consulting And Coaching Job Competencies Hierarchy Zone Range Person Primary Driving Forces Cluster Zone Range Person Job Behavioral Hierarchy Zone Range Person Candidate Name 40 Appendix C: Engagement team member resumes The City’s handpicked engagement team members are well-versed and experienced specialists. 41 DIRECTOR Patricia Heminover Patty Heminover, a director with Baker Tilly, has more than 20 years of experience in local government. Patty has been with the firm since 2010. Prior to joining Baker Tilly, she was a superintendent, assistant superintendent, director of human resources and director of finance. She brings considerable experience identifying management talent, leading organizational and process improvements, and developing and administering budgets. Specific experience − Executive Recruitment, employee development, benefits administration, strategic planning, performance management, market compensation studies, workforce planning, recognition programs and process improvement − Experience identifying management talent, leading organization and process improvements, and developing and administering budgets − Understanding of human resources and finance − Experience working with governing boards − Served as superintendent, co-superintendent of schools, director of human resources and finance, director of human resources and business services for two Minnesota school districts − Facilitated discussions with legislators at the state level regarding education funding, securing new funding for a Minnesota school district Industry involvement – Minnesota Association of School Administrators (MASA) – American Association of School Administrators (AASA) – Minnesota Association of School Business Officials (MASBO) – River Heights Chamber of Commerce, member – State Negotiators Association, Minnesota School Board Association – Patty has received a School Finance Award, technology leadership awards and helped establish the first K-12 International Baccalaureate School District in Minnesota Continuing professional education – Human Resource Certificate, University of St. Thomas – Superintendents Licensure, State of Minnesota Baker Tilly US, LLP 30 East Seventh Street Suite 3025 St. Paul, MN 55101 United States T: +1 (651) 223 3058 patty.heminover@bakertilly.com bakertilly.com Education Bachelor of Science, consumer science, business administration Minnesota State University – Mankato Mini MBA program, human resources management University of Saint Thomas (Saint Paul, Minnesota) Master of Education, administration Minnesota State University – Mankato 42 APPENDICES DIRECTOR Art Davis Art Davis, a director with Baker Tilly, has pursued his passion to improve local government and create great communities for more than 30 years. Art specializes in providing executive recruitment and organizational management consulting services for cities, counties, and not-for-profits. Specific experience – Successfully launched and expanded his own local government consulting firm over the course of 10 years – Nearly 15 years’ experience in executive recruitment – Community leadership program facilitation – Leadership and management development – Strategic goal setting and strategic planning facilitation – Organizational assessment, design and development – Organization and community facilitation – Served more than six years as associate director for the Civic Council of Greater Kansas City, a nonprofit, 501c4 membership organization comprised of CEOs representing some of the largest companies in the region – Coordinated and organized a strategic and master planning process (and an update of the plan after four years) focused on re-developing downtown Kansas City, involving hundreds of stakeholders – Served nearly six years as city administrator for Lee’s Summit, Missouri and in other local government positions in Kansas – Served as assistant to the Mayor of Dallas, Texas – Led and participated in a wide variety of community initiatives; served on a major hospital board for 13 years and on other not-for-profit boards – Presented with the L.P. Cookingham Award by the Greater Kansas City Chapter of the American Society for Public Administration, recognizing his long-term and outstanding contributions in the field of public administration Industry involvement – International City/County Management (ICMA), member since 1984 Baker Tilly US, LLP 5440 West 110th Street Suite 300 Overland Park, KS 66211 United States T: +1 (816) 912 2036 art.davis@bakertilly.com bakertilly.com Education Bachelor of Arts in political science and public administration William Jewell College (Liberty, Missouri) Master of Public Administration University of Kansas (Lawrence, Kansas) 43 APPENDICES DIRECTOR Sharon G. Klumpp Sharon Klumpp, a director with Baker Tilly, has worked on behalf of local governments for more than 35 years and partnered with them to build strong organizations. Sharon specializes in providing executive recruitment, organizational management and facilitation services to local governments and nonprofits. Specific experience – More than 15 years’ experience in executive search and organizational management consulting – Served as associate executive director for the League of Minnesota Cities – Appointed executive director of the Metropolitan Council, a seven- county regional planning agency for the Minneapolis-Saint Paul metropolitan area – Served as city administrator in Oakdale, Minnesota and assistant city manager for St. Louis Park Minnesota and Saginaw, Michigan – Private sector experience includes serving as the chief administrative officer for the Minneapolis office of a major global engineering and design firm – Served as an adjunct instructor at Walden University, teaching public administration and organizational change in the University’s School of Management Industry involvement – International City/County Management Association (ICMA) Baker Tilly US, LLP 30 East Seventh Street Suite 3025 St. Paul, MN 55101 United States T: +1 (651) 223 3053 sharon.klumpp@bakertilly.com bakertilly.com Education Bachelor of Arts, political science Miami University (Oxford, Ohio) Master of Public Administration University of Kansas (Lawrence, Kansas) 44 APPENDICES PRACTICE LEADER | DIRECTOR Anne Lewis Anne Lewis leads Baker Tilly’s public sector executive recruitment team and brings nearly 20 years of local management experience. Prior to joining Baker Tilly, Anne served as an assistant county administrator for a Virginia county, a deputy city manager and an assistant city manager for two Virginia cities. Over the last 17 years, her experience in local government has also included positions as an emergency management deputy director, public information officer, human resources manager, parking authority executive director, housing director, transit director and convention and visitors bureau executive director. She also has had responsibility for parks, recreation and community services, information technology, animal services, general services and legislative programs. Industry involvement – International City/County Management Association, Credentialed Manager (ICMA) − Task force on recruitment guidelines handbook − Task force on women in the profession − Task force on internship guidelines – Government Finance Officers Association (GFOA) – Virginia Local Government Management Association (VLGMA), former member of executive board – Virginia women leading government Community involvement – Shenandoah University Alumni Association, executive committee – Shenandoah Apple Blossom Festival©, board of directors Continuing professional education – Graduate Certificate in Public Management – Senior Executive Institute and LEAD graduate, The Weldon Cooper Center, University of Virginia Baker Tilly US, LLP 8219 Leesburg Pike Suite 800 Tysons, VA 22182 United States T: +1 (703) 923 8214 anne.lewis@bakertilly.com bakertilly.com Education Bachelor of Science, business administration and management Shenandoah University (Winchester, Virginia) Master of Science, organizational leadership and public administration Shenandoah University (Winchester, Virginia) 45 DIRECTOR Edward G. Williams, Ph.D. Edward Williams brings character, competence and expertise to every project. Edward has more than 20 years of collective experience in human resources and organizational development at various levels, and across various disciplines including state and local government, community and educational institutions. Specific experience – Human resources executive (municipal and state government) – Executive recruitment, employee development, benefits administration, strategic planning, Performance management, market compensation studies, workforce planning, recognition programs and process improvement Industry involvement – Society for Human Resources (SHRM) – Institute for Management Studies (IMS), advisory board – Texas Municipal Human Resources Administration (TMHRA) Community involvement – Ft. Bend Habitat for Humanity, president, vice-president, secretary and member, board of (2014-2019) – AAU basketball coach – middle school boys Continuing professional education – Institute for Management Studies - Houston – International Personnel Management Association Baker Tilly US, LLP 2500 Dallas Parkway Suite 300 Plano, TX 75093 United States T: +1 (214) 842 6478 edward.williams@bakertilly.com bakertilly.com Education Bachelor of Arts, education University of Missouri (Kansas City, Missouri) Master of Higher Education Administration University of Missouri (Kansas City, Missouri) Ph.D., Educational Leadership and Policy Analysis University of Missouri (Kansas City, Missouri) Languages English Spanish 46 APPENDICES SENIOR RECRUITMENT ANALYST Cecilia Hernandez, MPA Cecilia Hernandez is a senior recruitment analyst with Baker Tilly’s executive recruitment practice. Cecilia is responsible for supporting the consultants throughout each recruitment process and stays connected with the candidates for any questions or concerns they have. Specific experience Communicates with and sends out candidate questionnaires to candidates once the field of applicants for a position has narrowed to a smaller group Responsible for creating reports used and sent to clients, submits candidates’ information for background checks and verification of their education, as well as scheduling interviews for finalists Worked for a Texas city government as the records management clerk and provided administrative support for the city secretary department; responsibilities were extended to also provide support for the city manager and prepare for city council meetings Worked for a Dallas area university humanities department; worked closely with event coordinator and manager to ensure that programs and events scheduled ran smoothly; was a contact for students and provided support Baker Tilly US, LLP 2500 Dallas Parkway Suite 300 Plano, TX 75093 United States T: +1 (214) 736 1606 cecilia.hernandez@bakertilly.com bakertilly.com Education Bachelor of Science, public affairs University of Texas at Dallas (Richardson, Texas) Master of Public Affairs with a local government concentration University of Texas at Dallas (Richardson, Texas) Languages English Spanish 47 APPENDICES SENIOR RECRUITMENT ANALYST Michelle Lopez Michelle Lopez, a senior recruitment analyst at Baker Tilly, has been with the firm since 2017. Michelle assists in the organizational management of the executive recruitment process. Along with coordinating internal workflow, she also collaborates with clients and candidates to ensure objectives are met throughout the process. Specific experience – More than 10 years of administrative support experience for multiple departments, including human resources and marketing – Four years of experience in information technology help desk and support – Survey and data reporting – Reference checks for potential candidates – Interview coordination and scheduling – Recruitment marketing research and organization Baker Tilly US, LLP 30 East Seventh Street Suite 3025 St. Paul, MN 55101 United States T: +1 (651) 223 3061 michelle.lopez@bakertilly.com bakertilly.com Education Associate in Arts, liberal arts Minneapolis Community College (Minneapolis, Minnesota) Bachelor of Science, project management (currently pursuing) Colorado State University – Global Campus WHAT WORKS Inc whatworksinc@net.com Barbara K. Strandell 651.303.9362 bkstrandell@mac.com To: Anne Norris, City Manager 15 July 2022 Crystal, MN From: Barbara Strandell, President What Works Inc Re: Proposal for Crystal City Manager Search Based on my work with you and nearly all Crystal departments over the past 15 years, makes me believe I can add value in assisting the City Council in hiring your replacement. This experience, along with my background in the job search area, coaching job seekers, and consulting with over 50 local government projects in Minnesota gives me a unique position to assess the potential candidates for the City Manager job. A brief BIO, included in my proposal, goes into greater depth regarding my management and executive experience. I won’t be working alone. My colleague Jenelle Teppen will partner with me on this project. She has extensive expertise in human resources and city administration. We believe that by working collaboratively with your City Council and staff leadership we will gain a solid understanding of the City’s needs. Additionally, we propose to work with your Council and the newly selected City Manager to create a six month “onboarding/work plan” to make the transition smoother for everyone. Modifications to this proposal may be necessary to meet the City Council’s specific requirements if different from what is proposed. If you would like a list of my clients, please let me know. Thank you and your Council for your consideration. Best Regards, Barbara K Strandell Executive Search: Crystal City Manager A PROPOSAL Submitted By Barbara K Strandell Proposal: Executive Search: Crystal City Manager Barbara Strandell/What Works Inc. July 15, 2022 2 Our Proposal I. Purpose: Assist the Crystal City Council in successful selection of a new City Manager II. Work Plan: Selection Process A. Develop a comprehensive position profile for the City Council’s consideration. A position profile is a critical first step in defining your ideal candidate, identifying the goals and priorities of the position. a. Survey City Council Members and Department Directors on what they see as “Best Fit” for Crystal in their new City Manager. b. The survey will have three parts: i. feedback on the value/relevancy of job duties and responsibilities ii. rank desired knowledge, skills, and traits iii. input on questions to be asked in candidate interviews B. Create an Info Flyer about all things great in the City of Crystal. C. Advertise the position via appropriate channels e.g., League of MN Cities, social media D. Review resumes and screen candidates who meet the minimum job requirements. E. Recommend a list of 5-7 candidates to the Council; information will include education, work history, and informal screening notes taken by consultants. During that meeting, Council selects 2-4 finalists in a meeting facilitated by consultants. F. Consultants conduct management and leadership assessments on each finalist. G. Conduct reference checks of the finalists, reaching out to named references as well as networking among various contacts to thoroughly evaluate each candidate’s job performance. H. Coordinate finalist interviews with the at least one employee panel, and then with City Council. City Council members will be provided with: a. Resumes, cover letters, management assessments and reference reports on each candidate b. Interview questions and evaluation forms c. Procedures to be used in the interview process I. Assist the City Council in selecting their top candidate III. Work Plan: After Finalist Selected 1. Conduct background check including verifying educational degrees, credit checks, and criminal background check 2. Negotiate and draft a compensation package and contract for the selected candidate 3. Assist the City Council in establishing performance criteria/expectations for evaluation of the new City Manager 4. In conjunction with the new City Manager, create a six-month work/onboarding plan that includes targeted check-ins with City Council Proposal: Executive Search: Crystal City Manager Barbara Strandell/What Works Inc. July 15, 2022 3 IV. Schedule An executive search normally takes about 90 to 120 days as reflected in the proposed schedule. Our goal would be to achieve the hiring of your new City Manager by – at the latest, October 15, 2022. Key Activities Target Dates 2022 Presentation of Proposal to City Council/Staff TBD City Council approval of Contract with What Works, Inc for Executive Search August 1 Survey Council and Staff for City Manager profile (“looking for”) August 3 Finalize Position Profile for City Council/Staff for review August 9 Search Process: – ads placed, receive resumes, selected candidates sent profile, contacts made and receipt of applications August 12 - 26 Application Deadline August 27 Recommended list of 5-7 candidates for City Council review; that includes education and work history, and informal notes taken by consultants. Week of August 29 Conduct management assessments, reference checks and background checks on top 2-4 final candidates September 1 - 7 Staff panels interview finalists Week September 12 City Council interviews finalists; 2-4 candidates Week September 12 Council selects new City Manager pending background checks Week of September 19 Agreement negotiated September 26 City Council makes appointment official October 3 Selected candidate begins employment with Crystal October 31 Six – month “On-boarding” plan new City Manager is developed Week of October 31 V. Cost Proposal and Agreement The all-inclusive fee to conduct the executive search is $23,000 and includes the cost of all project- related expenses such as advertising, printing, candidate background, management assessments, references and educational verification checks and travel expenses for on-site meetings. Travel expenses incurred by candidates for on-site interviews with Crystal are not the responsibility of What Works, Inc and are the responsibility of Crystal. The fee will be billed in three installments: one-third at the start of the search, one-third at the delivery of the semi-finalist materials, and one-third upon successful completion of the recruitment e.g., signed contract and established start date. We comply with all applicable laws, rules, and regulations of federal, state, and local laws. Proposal: Executive Search: Crystal City Manager Barbara Strandell/What Works Inc. July 15, 2022 4 This proposal constitutes the agreement between What Works, Inc and Crystal. Both parties only make modifications in writing, and the agreement will be interpreted according to the laws of the State of Minnesota. ______________________________________ ______________________ Barbara K. Strandell, What Works, Inc. Date ______________________________________ ______________________ Designated City Official, Crystal Date Proposal: Executive Search: Crystal City Manager Barbara Strandell/What Works Inc. July 15, 2022 5 BIOs Key Principals Barbara Strandell MBA is the owner and president of What Works Inc., a workplace consultancy company. She helps organizations’ leaders solve workplace problems. Integral to these engagements, Ms. Strandell teaches managers how to manage, employees how to overcome workplace issues, and leaders how to think and act strategically. Her 15-year corporate career includes front-line management and executive positions in operations, marketing, small business development and strategy for three Fortune 500 Companies. Ms. Strandell was an executive consultant for four years to Drake Beam Moran – the world’s largest HR consulting firm that provides career transitional services. She has served on several Boards of Directors and has provided workplace consulting to over 30 Minnesota municipalities. Notable projects include working with clients in many workplaces to develop Norms and Standards of Behavior to increase civility and respect; and Project L.E.A.D.ã, a cohort-based management team leadership program, which delivers “job-embedded” employee engagement leadership learning. Jenelle Teppen MPA, is a local government professional with over 28 years of experience. Ms. Teppen’s experience includes 16 years as Assistant City Administrator in a metro community of 34,000 and over five years as the City Administrator in two outstate communities. Her career includes all aspects of managing and leading human resources processes including dozens of recruitment processes for all levels of positions within an organization. 1580 16th St. N.E., Naples, FL 34120 Main: 239.455.1511 Fax: 239.455.1502 craig@craiglindell.com http://www.craiglindell.com CCRRAAIIGG LLIINNDDEELLLL && AASSSSOOCCIIAATTEESS LLLLCC RETAINER AGREEMENT This Agreement entered into on July 11, 2022, between Craig Lindell & Associates hereafter referred to as CLA, and City of Crystal, hereafter referred to as Employer, and is stated as follows: The placement fee due CLA is 35% of the total gross compensation to be earned by the candidate that the Employer hires during the first twelve (12) months of employment. This is in connection with the position of City Manager. The placement fee will be based on an estimated $160,000 first-year gross compensation resulting in a minimum fee of $56,000. The fee will be adjusted upward if the first-year gross income is greater than stated above. Terms of payment follows: 1. The first payment of $18,668 is due prior to commencement of the search. 2. The second payment of $18,666 will be due thirty (30) days from the date of this Agreement or balance owed upon completion of the search—whichever occurs first. The final payment will be adjusted upward if the first-year gross compensation is greater than stated above. 3. The third payment of $18,666 will be due sixty (60) days from the date of this Agreement or upon completion of the search—whichever occurs first. The final payment will be adjusted upward if the first-year gross compensation is greater than stated above. If the Employer does not hire the candidate as an employee and engages them in some other manner, our fee is 35% of all payments made to the individual until the point of hiring them. At the point of hiring the person, the Employer would then owe CLA the 35% fee based on first-year gross compensation. CLA agrees to provide the Employer with highly qualified candidates for consideration. In the event a candidate referred by CLA provides the Employer with additional names of others, or refers others to the Employer, these individuals shall also be considered as referrals of CLA. Should the Employer hire an individual referred by CLA for any other position, CLA will be entitled to its fee. Once the candidate is hired by the Employer, and the Employer has paid the search fee to CLA, the Employer is no longer obligated to pay additional fees on referrals that could potentially come from the candidate after they are employed by the Employer. • Any candidate hired by the Employer within two years of the last interview, the Employer shall be responsible for payment of the placement fee to CLA. 1580 16th St. N.E., Naples, FL 34120 Main: 239.455.1511 Fax: 239.455.1502 craig@craiglindell.com http://www.craiglindell.com Page 2 • This Retainer Agreement applies to a specifically defined search assignment. The minimum fee is due regardless of the method in which the search is completed or in the event the Employer decides to cancel the search—not making any hire. All fees remitted to CLA are non- refundable. • The retainer fee is not transferable to other positions. (For example, if the Employer creates a new position—deviating from the original agreement—this would be considered as a “new” position, whereby CLA would be entitled to a new or additional retainer agreement and fee). • Any and all collection service fees, legal fees or court costs incurred by CLA in an effort to collect an unpaid search fee shall be borne by the company owing the search fee. • This Agreement shall be construed in accordance with the laws of the State of Florida and legal jurisdiction of Collier County. • All provisions of this Agreement as outlined above apply only if Employer has fulfilled its payment obligations in accordance with terms as stated above. • Accounts not paid within terms are subject to a 1.5% monthly late charge. We look forward to working with you. We will commence the search assignment upon approval of this Agreement accompanied by the initial payment. Craig Lindell & Associates LLC City of Crystal 1580 16th St. N.E. 4141 Douglas Dr. N. Naples, FL 34120 Crystal, MN 55422 952 412 1347 (Cell) ________________________ __________ _________________________ _________ By: Craig A. Lindell Date By: Jim Adams Date ernanuclBon-podas ccassl:rrg englnee.s Scott Vander Heiden, PE Managing Partner 1i. ii't r1,. ., :,,, r i i ;.. ijlrltir! i rti-:r :1f'j :' ':i j:i l'i I ri . : . :.i ':- I ,.ra r. .,;, .: fiilr , i: ll. 1,, '' February26,2009 To whom this may concern, My relationship with Craig Lindell began in 2000 when he contacted me regarding a position he was recruiting for. lwas content at the firm I was at and was very resistant to making a change. Fortunately, Craig persisted with me and lfinally decided to make the job change - I shudder to think what I would have missed had I not allowed Craig to speak into my life at that critical moment. Nine years later, I am a managing partner at our firm and have had the fortunate experience in teaming with Craig in hiring 18 top notch engineers and designers over the past couple of years. The growth of our cfient's needs demanded that we bring people in that were of the highest quality to serve our clients with the competency, integrity and personality that they were used to. We needed to look beyond the pool of people that were available 'on the street'to find folks who were excelling in their current positions. This hiring proces$ began when we were very much under the gun and up against a huge workload. Craig's expertise not only brought us quick relief but it led us to place Craig on a permanent retainer. The greatest benefit of this is that we will never be under the gun again. Through Craig's guidance we have met with many quality candidates that we now consider to be 'lined up and waiting to get on the bus', so to speak, when the need arises. In effect, we are now proactive in our recruiting/hiring rather than reactive. Craig's entire process starting with finding candidates through setting up interviews to hiring is very unique and extremely effective. He is unbelievably talented at finding quality people and then closing them. I have always found him to be very honest and full of integrity. More than that, Craig has gone above and beyond the duty of a recruiter and offered insight into the current market trends and has offered wisdom in operating our business and handling staff. The bottom line is that our business is a people business and we will either thrive or die based on the quality of our people. We believe we are now in a position to really thrive. Cordially, Jr-*-* )Hil"fr €nglni.:!i-, WJAI\,IES Februarv 20.2009 To Whom It May Concern, I write this letter in high regard for the services rendered to me and my firm by Craig LinCeil & Asscciates. During the 2C0g calcrdai;-ear, I engegeC Cratgin a sealch fcr an equity sales-trading professional who could provide coveragef to institutional accounts in Texas and the Southeast United States. I was extremely pleased with the process and impressed by the results. Craig and his team did an excellent job locating qualified candidates who not only had current, producing relationships with the accounts in the two territories mentioned above, but also had a willingness to relocate to the frrm's home office in St. Petersburg, Florida. Furthermore, they combined an appropriate amount of aggressive follow-through with a high-level of professionalism to secure the candidate of our choice under mutually beneficial terms for both parties. After almost a full year at Raymond James, we couldn't be more pleased with our new sales trader, and he with us. Feel free to contact me should you wish to discuss more specihc details of our communication with Craig Lindell & Associates. Louis A. Parks Senior Managing Director Director of Equity Trading Raymond James & Associates, Inc. Raymond James & Associates, lnc. Member New York Stock Exchange/SIPC 277 Park Avenue . Suite 410 . New york, Ny 10172 (212) 599-6800 . (800) 472-6299 . http:www.raymondjames.com V UPKB GR Architeclure lnterior Design Engineering Boarman Kroos Vogel Group lnc. 222 North Second Street Minneapolis, l'4N 5540 | Telephone: 612.339.3752 Facsimile: 612.339.621) www.DKVgrouP.corn EOF February 26,2OO9 RE: Reference Letter for Craig Lindell & Associates Wayzata, Minnesota TO WHOM IT MAY CONCERN Craig Lindell and his staff have worked with BKV Group since 1998 on many key staff searches. The firm's recruiting work has enhanced our firm's staff growth, leadership transition and project developrnent. The professional staff that have joined our firm thru Lindell & Associates has included architects, engineers and designers. Most have been identified while actively involved at their prior firm and have been motivated to talk with our firm. The recruitment process has been focused and thorough and detail. We have been treated well and have continued to rely on Lindell & Associates to be a key rely, Boarman, AIA Chairman BKV Group Inc. Larry J. Nemer PE, LEED AP 1918 Coventry Court Mendota Heights, MN 551 18 March 11,2009 TO WHOM IT MAY CONCERN: I have known Craig Lindell and his staff since 1997 when Craig frst contacted me to interview with a Minneapolis architectural / engineering firm for a department manager position. While no longer at that firm, that placement was a positive experience for me and helped to further my career. Craig is professional, thorough, works tirelessly, and treats both parties in a respectful and honest manner. Craig knows the industry very well and offers his clients and candidates valuable insights into the workings of the engineering business. Should I ever be in the position requiring the services of a recruiter I would not hesitate to contaet Crais and his staff. Sincerely, d*If /h'^ Larrv J. Nemer. PE LEED AP Unisys Corporation Telephone PO Box 64525 612 4562222 St Paul MN 55154 0525 a UNISYS lilarch 6, 1991 To Whom It l'lay Concern: Search Specialists, l'lr. Craiq Lindell, was enqaqed bv Unisvs on mv behalf when I was Director of ilarketing and SilEs, 0!tical-StoragE Product.In this position, I had a critical reqlirement to-hii'e a sales-pErson who had in-depth experience in selling computer peripherals to the conmbrcial marketplace. lly requiretnents were given to ilr. Lindell and in short orderr he had several excellent candidates for me to interview for the position. llr. Lindell perforned an outstanding job of pre-screening probpective applicants, which saved a great deal of my time. The person I subsequently hired performed in an extremely professional manner and brought in many contricts, with one exceeding 100 million doI lars I would not hesitate to enqaqe Search Specialists in the future and I an sure their performance wouTd-again be above reproach. If there are any questions, please feel free to call me on (612) 456-3058. tt^r.7M Eug#e F. l,lcCarthy Y POST, BUCKLEY, SCHUH & JERNTCAN, rNC. January 1.0, 1991 ENGINEERING PLANNING ARCHITECTURE Mr. Craig Lindeil Search Specialists 6716 Weit Shore Drive Edina, MN 55435 Deai Craig: I .y"lt to.express my appreci4tion for the fine work you have done.Inigially, when we first it-arted working together, I was very skepticalabout your services. You can appreciale tEe number of calli I reiceivetrom placement agencies, and I hear the same lines over and overag?i{t about. trow great they are; but, I am left with empty promises andunfilled positions. pue. to you.r. persistence I gave you -a !ry. I also gave you some of ournaroest-to-trll posttlons and must admir at this time that not onlv didyou find.engineer,s_of high caliber but you did it in record time. "That was all the proof I needed to justify rising you. Since then (within thepast thre.e to tour years) you have placed over- 30 employees with us.In ad9jtion, -the eitra 'efforr .you. have put -forth in^ t5uow-up--and counselling of your placements has been invaluable. Ihl$ y9u for your past help, and I look forward to working with youln the future. Sincerely,C-'r --i",-(J€c- Joah Chittenden Recruiting Coordinator JC:mmb 8600 N.w. 36TH STRT.ET, MtAMt, FLORTDA 33166-6622 TLL: 3OS /592-1275 . FAX: 3OS/S9g-O44a ai{ .. +_1al _\J:;- SSTI t 'j I I Jti=ARCHITECTS ENGINEERS PLANNERS 600tontbAuenue,n-.E. Sutte 4O5 Bellelile, V6bington 98004 (206) 455.3555 FAX (206) 453-9119 October 30,1994 Mr. Craig Lindell, President Search Specialists 2655 North Shore Drive Wayzata, MN 55391 Dear Craig: Thank you for finding Sean Cassidy for us. As we discussed, finding someone who is happily employed increases the probability of a "successful hire" dramatically. You were able to talk with and screen many more people than we could possibly have done. From the start you listened to our specific requirements. We asked for a registered HVAC engineer who had five years experience with a small to medium sized consulting engineering firm working for architects. You concentrated on penetrating those organizations with emphasis on the names of the firms we felt had the most potential for spawning the individual meeting our expectations. I also agree that resumes are excess baggage. No intelligent, happily employed person would allow his resume to be anyone else's hands, particularly a recruiter. There are times when very valuable employees become available due to market shifts or personal reasons, but the recruiter who sends out resumes often deals with the unemployed, the underemployed and the disgruntled. You worked hard for us and identified candidates we wouldn't have found. Thanks. Sincerely, HNTB Corooration \l Nl^r"1 Idfin D. Brothers, P.E. Vice President Urban & Environmental Planners Landscape Architects o s so c I o E€ s ffi.?lTl#enue' orrando' Frorida 32801 (407t 4224040 NovemberT, 19q) Mr. Craig Lindell 6716 West Shore Drive Edina, MN 55285 Re: Services by Search Specialists Dear Craig, , I would like to thank you for the excellent work that you and your organization did in securing Tim Campbellfor us as a Senior Designer. I must admit that when | first contacted you, I was skeptical as to the value of Search Specialists and was somewfrat heshant to commit to the finder's fee. As a result of our working together over the last several weeks, I have completely revised my opinion of the value of your organization and will definitely use your services ln future situations where we need to attract highly skilled staff to our firm. Until we started working together, I had no idea of the sophistication and skill that is necessary to anract rmlly high quality talent to our company. Once again, thank you for a difficult job superbly done. Do not hesitate to recommend me as a reference to other perspective clients. BCC/dtm Brian C. Canin, AlA, AICP IJxITE D HnerruCenn CcnPcRATICi{ 9900BRENRoeoEesr.MINNEToNxe,MtNNssoTA55343.6tz.9z6-tg9s@ Norrember 8, 1995 Mr. Craig Lindell S"u.ch SpeciJists 2655 North Shoru Drive Vayzata, MN 55391 nL,rear LrarC: I wanteJ to taLe the time to formJly th*,k you fo. the effortg you put {orth on b"hJI ol UniteJ HeJthC"re. As you trro*, we q/ere having ,"J Jiffi".rlty in finJinjthe right hi.rd of p"opl" [o. o,.t. information systerns area. Our own efforte were not ."rrrlttrg in vijle candidates in a timely manner. I *as pleasantly surpris"J by th" high q,rJiry ".t diJ.t", that you *ere .ble to present to us. Yo..t Jility to listen to our ,r""J, .rrd lind q"Ji{i"d p"opl" was certaiJy impressive. I am pl"ut"d to say that the p"opl" yo.r plo""d with us hu* p"Jot-"jb"yond or.r, "*p""tutions. You can rest rrr,rr"d that we -ill -ort witL SearcL SpeciJists again in th" futo.". Sitrc"rely, \ ) ,../Y\V joh" Bl""l Vice President, Prowider Services Group Cooperative Power Association Eirrll*'l | 4615 Lone Oak Road Eden Prairie, MN 55344-2287 16t2) 937-85ee FAX (612194e-1511 24./Z-.-zz 'lev D.lfiiltna Hu man Resou rces Representative Together in a changing world t-' v&y May 2,1991 Mr. Cralg Llndell Search Speclallsts 6716 West Shore Drlve Edina, MN 55435 Dear Cnlg: On behalf of Cooperatlve Power's management and mysett, I wtsh to express our appreclatlon to you and Vlrgll Lelh for successtully meetlng the placement needs of our organlzatlon. As you are aware, our recrultlng efforts tor a Communlcatlons Sysfems Englneer had become a coslly, tlm*consumlng, frustratlng and unsuccessful experlence. By the tlme we decldecl to enllst the serulces ot Search Speclailsts It was Crltlcalthat we tind a quallfled lndlvldual for thls posltlon In an extremely short amount of tlme. Although I felt It was ambltlous to request you ttnd someone ln only two weeks, you amazlngly provlclecl us wlth numerous qualltled candidates and we were able to extencl an otfer ln only slx daysl From the flrst moment we began worklng wlth you ancl Vlrgll, I telt confident In your abllity to produce the results we needed. Thank you tor maklng Cooperatlve Power's placement needs your top prlorlty, I ceftalnly hope we have the oppoftunlty to work together agaln ln the tuture. Slncerely, I 9O9 SUMTER, STR,EEI coLuMqla*s-o_9ft qRouNA l9zoz _, November 28, 1990 Mr. Craig A. Lindell Search Specialists 6716 West Shore Drive Edina, MN 55435 Dear Craig: This is to express my appreciation of your senrices in the hiring of Mike Pelletier and Randy Hunt. I apologize for not rrrriting sooner, but my work load has been intense for the past several months. As I indicated to you, my initial reaction with any search firm is quite suspect. However, you proved differently by providing qualified candidates for interview and ultirnately, to have someone of Mike's caliber accept an offer during a time when the office was in extreme turmoil. Both Mike Pelletier and Randy Hunt have rnade rnajor contributions to the project team. Not only have they provided the technical support we were so lacking in their field of expertise, their presence has increased office morale. With my work load and expertise in a different area than Mike and Randy's, I would not have come dose to filling these positions as well as you did. Thanks for your good work. Sincerely, POST, BUC(LEY, SCHUH & JERNIGAN, Ilrc- !C An rA utca*. (Itrvl- "/v r) Virginia G. Clark, P.E. koject Manager V@/mbc cslz2-8/#15 ENGINEERINffIANNING .'ARGH lTEffi October 11, 1990 Re: Search Specialists TO I^IHOM .IT MAY CONCERN: As vice president and chief engineer for Continental Machines, Inc.over the past three years, I have had the opportunity to work with Mr.Craig Lindell in the recruitment and hiring of engineering personnel. Mr. Lindell has always been able to supply viable candidates for eachspecific reguirement in a very timely fashion, several of whom werehired and have been good contributors to our design and testingrefforts. f have found Mr. Lindell to be very aggressive and hardworkingr in sup-plying gualified candidates and could recommend him to anyone requir-in9 his services. Sincerely, /A./)74',e4d/WHoward L. Babcock August 14,200I Gaig Lindell Craig LindeU & Associates, Inc. 2655 North Shore Drive WayzatqMN 55391 Dear Craig: 1100 Peavey Buildirg 730 Second Avenue South Minneapolis, MN 55402-2454 tel:612 338.8741 fax:612 338.4840 acr.' www.setterleach.com architccturc engine crin g intcriors Greetingsl Trust you're doing $eat and enjoying the summer to it fullest! It's leen 8 months since I earned the privilege of becoming a part of Setter lrach & Lindstrom in Minneapolis. The adjustments to the new environment, people and opporrunities have been extremely invigorating! Setter Lqach & Undstrom is one of Minnesota's oldest architecnrral and engineering fnms. We deliver superior qualiry design and engineering services to a broad variery of clients and project rFpes. Back in May 2001, I was appointed to the role sf \,ri5saliation Director at Setter Ieach & Lindsrom. This new challenge expands my responsibfities into design, markecing and the professional development needs of our team members. I am thrilled to have this opportunity to further extend my commitment to the practice of archirccnrre. My contact information at Setter Leach & Lindsrrom remains: Phone: 612752-8737 Fax: 612 338-4840 e-mail: cleow@setterleach.com You may also visit Setter l,each & Lindstrom online at www.setterleach.com. I hope you continue to enjoy our summer weather and I will continue to keep in touch. Meanwhile, if I can be of service to you, please let me know! Keep well! Sincerely, 101'l Nicollet Mall Minneapolis, Minnesota 5Y03-2491 6r2l338-8741 FAX 612/338-4840 American Institute ot Architects National Sociely of Professional Engineers An Equal Opportunity Employer Setter, Leach & Lindstrom Inc. Architects Engineers Pl,anners December 12, l-990 Craig Lindell, Search Specialist 6715 West Shore Drive Edina, MN 55435 Dear Craig: r bave enjoyed working with you over the last nine to ten years and have appreciated the high-caliber personnel you have for:ndfor our firm. Most of the peopre you have recnrited are stirlwith us and all have remained for at, least three to four years. TIee people have progressed weLr and arl of thenr have had successful careers. r hope to uEilize your fine senrice in thefuture, when the need for qualitsy personnel arises. KoF/jah 9999 .601 . 01- l_ Very tmly yours, r(k- Kaare O. Faber, PE Vice President, Engineering Technicai Center 66OO Washington Ave. So. Minneapoiis, MN usA 55344-3404 P.O Box 9457 Minneapolis, MN usA 5544.o-9457 August 2,2000 Mr. Craig Lindell Craig Lindell & Associates, Inc. 2655 North Shore Drive Wayzata,MN 55391 Dear Crarg: I wanted to thank you for the work you and your organization did on the most recent search you completed for us. I look to you when timeliness; accuracy and quality are important in a search. White it could be said that these qualities are important in every search, they are most important when the positions are mission-critical to our organization's,future The candidates you sent me within the first week of the search strowed me how accurately you understood the specifioations of the search. They had the right background; the right experience; and the right focus in their understanding of the basic and subtle requirements of the job. But the quality of the candidates was most noticeable in the high ievel of their proven achievements and capabilities. I will call you again. It was a pleasure workjng rvith you. Law .IMiIler LWM/K \VA]'S:8O0 328-8602 Tel; (612) 941-64O1 Fax: (672) 828-6972 STAR.KEY Laboratories, fni. Resources I I I ll= February 10, 1992 Mr. Craig Lindell Search Specialists 6716 West Shore Drive Edina, MN 55435 HOWAFIO NEEDLES TAMMEN E ETEFIGENtrlOFF AFtCHITECTS ENGiINEEFIS PLANNEFIS 1)0I lldlrtut 9tite 7O0 Karlsas Citt,, I'lissrtui ut06 P.O. Box 112194 Kartstu Citl', trIissouri 6,1 t1l (816) 472-1201 Dear Craig, I want to express my appreciation for your excellent work in finding and securing Mark Urban, an excepiional candidate for HNTB's Engineer/CADD Application Support Specialist. Two aspects of your work that I found to be outstanding: o Your ability to quickly understand and focus in on the specific needs of the HNTB position and find high quality candidates for HNTB to consider that meets those needs. Your ability to work with the selected candidate to identify and overcome issues associated with the candidate making a career change. Without your insight into what issues a candidate struggles with in making a decision to change careers, I don't believe HNTB would have the opportunity to add to HNTB's staff an employee the calibre of Mark Urban. Again, thanks for an excellent job. It was a pleasure working with you and I hope the opportunity presents itself again Sincerely, HOWARD NEEDLES TAMMEN & BERGENDOFF 4r-{'4t- Roger L. Tate Director Technical Computer Services bbs F..rh... Cna-es - Fe-.,oa- PE Ca-e J S.,ga FE ,o -. Co!... FE Fcoe.: S -c-,! pE Dc.ac a !!3Fs pE. -.-es - :uE!,e ,. FE H!9_ E Sa.a FE c.'\ - 6oodFr.aA,a 6oFoo6x Ss^.r J'. Fe i6.w6! -,- FC Sleefei,C God5a.cpE r.r.^ Wgit Jr FE.qr:--.cD Be.ria.PE A'c.e.c! Fa.r€nArA . , Fr 4.,.a _ _^. L,e oE a..ocr.r.. :oa qc.erls rr g-rl-e_ FE i.... : Fr-lossa oE Eoc" a F.!'s.- o5 ,1::.- S'ia_':. -! DE ts Je.o-,e 6-r,e- Fg 3.,5-r':r...,e !Pi J''.r,: - -e-,r-oa Be. ...,ej jlp..rF 3 !,-. -- 9ir.- A Ja..b.FE aJ. :,* v erEL,A. D.,-a.dsC M!-.eee 99HFNKFL-$.HJJhTZ November 27,1990 To Whom lt May Concern: During the past year we have had the opportunity to enlist the services of Mr.Craig Lindell in recruiting key personnel for our firm. Having dealt withrecruiters in the past with a less than satisfactory results, we were initiallyskeptical of Mr. Lindells approach. However, after making the commitment tospend the required time and necessary resources, we agreed to follow Mr. Lindells program and most importantly his direction as to'how the game would be played',. The success of his efforts in locating several viable candidates in a relativelyshort time frame was outstanding. We believe this is a direct result of hisapproach which requires the individual firm to willingly participate and make the necessary follow ups in a timely and diligent manner. We were clearly impressed and satisfied with the results of Mr. Lindells efforts and strongly recommend the success of his program. JTC/kk Architeclure Interior Design 100 E. Robinson St Suite -100 Orlando. Floridu lt80l 107- l{7:..1311 /ir 107- 871-310-i =lNll= HCIWAFID NEEtrlLES TAMMEN & BEFIGENtrtOFF AFICHITECTS ENGINEEFIsi sfLANNEFIS One Park Plaza Suite 6OO (-. 11270 West Pa* Place M i lu,aukee, Wisconsin 5 3 2 24 (414) 359.2300 January 15, 1991 Mr. Craig Lyndell 5716 West Shore Drive Edina, MN 55435 f)aa* Cr= j r. Thank you for your efforts in successfully filling the position ofMechanical rnspector HNTB previously had open. your dedication tothis task is appreciated. As you know, this position was open for several months and the searchfor a qualified candidate was a difficurt one. However, in a shortperiod of time you were able to bring in three qualified candidates,one of whom our client accepted. Your screening of the candidates before recommending them, and yourcontinual communication with us, showed your professionalism and highregard for client satisfaction. Again, thank you for a job well done. \/o rrr I v' ' 'l '".J JvutJ, HOLIARD NEEDLES TA},I},IEN & BERGENDOFF .-'l ,//-/ ,/-Z>4k,---_-----> Frank T. Lamm, P.E. As s oc iate -'-'YJ- P..tn.r. Cna.'es T Henoga. pE Jare J Sprga PE Joh. L Co!!o^ PE FrancrE X rar PE trobe.L 5 Coma pE. Do.aC A Duores pE, Wr|am Lovs FA|A. FoB.r! O Mire. Fe J6aes L iuLlre Jr pE Huo. E Schsl p€. Ca.v - Goodna- arA Go.do. B S,a^er. J. FE *a.vey K. Ha-mond. J. F€. SLephe_ G Goddand pE. Johh w w'ghi Jr pE F c^6.d O B.crhar pE. a,c^E.o L F6r^a. arA Colg as E p.€scoir pE a..col.l.. Ke'oa i Lncorh cpa. Foo€rL6 w sm,.he-. pE Ha..r o Be.ios6a p€. Fsoh E troo,so- FE sla.ey Mes! DE, wa!e. sha.ko pE Jah€s o Fussel pE,eossL JenBe.AA.F.a^r I LammpE,ts Je.oheBlie.pE Ba,seM Ca..,e.€ pE.M,cia6 F l^s6ro,a FE Be.na.dL F..cepE,Sieo^e.E GurnnpE,Ea! A JacobspE.Ew'^9N M're.FAra,Oousra6C Mvn.eFE.C€r J Mere6FE Oan,e F Beck€.pE.Oo^arcp Ke!LhpE.Fo^aoL H6.EreFE.rhomasL.W,rra_sarA,Oenn,EE Conkrr.pE,ro"E <uoreF€ eodhevF P€'oFE sLewenM F6'€6Ala Fooe.ta Le'c! FE.G€^.D SaduskypE 86-rah.a whsie.FE,Foge.s ausr,.pE,Jon.o B.orh€nspE.a-4.e5. oFe', J. FE eooerlM So3.,pe ooucasa Bovoaa tr.:enc.cJ MccaoepE.T.o-rasa s..re.pE F6- a ya.oss pE F c..rsLoohe.orho^oasLAAtcp,Fo ano W E.e.r,.A A,A Ja-es - Te--, < M, er A:A Fo.e - Wa.o pE ottio" a'ex6'or6 va aLranLa GA aaLo' qo!9e !a Eos!c', Mi -ra.ss!or wv ch'caoc r- c:evea.c o! co.co.. ca caras. Tx. oenve.. co, Fa,.r,€io, NJ,ca no!s!o_ s N -v'E l; <.'sa!a:' va L-usv e <\'Ler-aLc.. MA -! Ma-. -. MwasKee,wr.M,nneaooLs.MN,NewYo.{.Nv (l.andc F! Owe-a.roa,.r <9 a-,,:|dF..j, - !Z qde,!, .!a Se6L:E n,,-aald- CE Minnesota Department of TransportationrtrjTransportation Building 395 John lreland Boulevard Saint Paul, Minnesota 55155-1899 September 2,1997 Craig Lindell Search Specialists 2655 North Shore Drive Wayzata, MN 55391 Dear Mr. Lindell: I am writing this letter to express my appreciation for the work of Kris Rudd. I worked with Kris over the past six months in an effort to hire an Applications Resource Manager for the Minnesota Department of Transportation. Although we were not successful in finding an appropriate candidate, I want to emphasize that the unsuccessful search does not reflect on the quality of the services provided by Kris. Kris was by far the most aggressive and active recruiter with whom I had contact. She was very effective in understanding our requirements and did an excellent job finding candidates with a potential fit. She was at all times pleasant to work with, despite the disappointments for her of some of our decisions. It is common knowledge that the information systems field is at this point highly competitive. Salaries are rising rapidly and a high percentage of vacancies are common place across the industry. As a state agency we have been constrained in our ability to offer competitive wages in this tight market. This situation constrained our search considerably. Our organization is among a small percent of organizations that are actively and successfully implementing an enterprise approach to managing information resources. It is important to our success to bring in candidates with both an appreciation of this approach as well as some experience in it. This requirement narrowed the range of potential candidates immensely. We faced a third difficulty in that our internal staff continued to grow in their technical knowledge, skills and abilities during the search process. One of the criteria for our Applications Resource Manager is an ability to provide strong technical leadership to our applications group. As our internal people grew in technical strength it became more difficult over time to find a candidate with superior knowledge and experience. I realize from the perspective of you and Kris that success is in large part determined by the commission of your place_ments. The fact that this search process did not result in a placemenrfor us and a eomtnission for you reflects on the difficult ciicumstances under which this searchhas been conducted. Kris's skills and diligence should be recognized despite the outcome. An equal opportunity employer We will reassess the wisdom of continuing our search in approximately six months. If we choose to resume the search, I will most certainly contact yoru organization, specifically lftis. Sincerely, ?Za-?'6lfufr Mary B. Welfling, Director Office of Information Resource Management cc: Kris Rudd 1 NDZ Land Reclamation Company - 1989 Oakes Road P.O. Box 081220 Racine, Wisconsin 53408-1220 4141884-7080 FAX 4141884-7096 May 11, 1993 Mr. Craig Lindell SEARCH SPECIALISTS 2655 North Shore Drive !,lairzata, MN 55391 Dear Craig: I wanted to follow-up the cornpletion of your recent engagement by our firm with a written confirmation of the quality and diligence you demonstrated in successfully filling the twopositions we had open. I've always been apprehensive about engaging a recruiter, but you demonstrated a unique approachto the job given you, and I wanted to complement you on it'sultimate success. You prepared for the task in an organizedwdy, discussing our objectives and extrrectations andestablishing a tine frarne which you not only kept, but often had to challenge me to stay with, as weIl. As we discussed in our earliest conversations, it wasabsolutely essential that we hire the right individuals to become LRC's Vice President of Technical Services and Managerof Landfill Operations. Skills, experience, personality andfuture potential were imperatives we required you to balanceas you identified, screened and introduced candidates to mefor consideration. As lrorr an<l. T are lrofh,?r,'al'?, the hr-r.s.'i-:-res.s cf recruitnent istoo often sinply shuffling resumes between job seekers andernployers. However, you sought out gualified individuals, who more often than not weren't orlginally looking to change jobs. You explaj-ned the opportunities which opened them up toconsidering the positions and then brought the best candidatesto me f or evaluation. Alrnost without exception, theindividuals I talked to were serious contenders for thepositions we were filling. I believe it is also irnportant to comment on the significanceof your role in assisting me to get acceptance once I wassatisfied we had the right candidate. You did this byactively engaging the candidates in a way which allowed themto fulJ-y appreciate the opportunity available to them. Whennecessary, you even brought the spouses into the decision- rnaking process, understanding the critical nature of their Recycled Paper input into the decision to give up a secure job and even to relocate their hornes. I think the tribute to what you assisted us in accomplishingwas the surprise among industry consultants, regulators,competitors and former employers with the quality of theindividuals who accepted these positions. I wouldn,t hesitateto retain you again, if the opportunity comes. In fact, Ibelieve you could do an equally fj-ne job outside the environmental industry as you did for me inside the industry. Thanks again for the work you did. Sincerely, /l ,*."1 Philip s. Cali President Recycled Paper