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Home My WebLink About22-113 Resolution No. 22-113 RESOLUTION AUTHORIZING EXECUTION OF AN AGREEMENT WITH BAKER TILLY US, LLP FOR PROFESSIONAL SERVICES IN CONNECTION WITH EXECUTIVE RECRUITMENT SERVICES BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF ELGIN, ILLINOIS, that pursuant to Elgin Municipal Code Section 5.02.020B(9) the City Council hereby finds that an exception to the requirements of the procurement ordinance is necessary and in the best interest of the city; and BE IT FURTHER RESOLVED BY THE CITY COUNCIL OF THE CITY OF ELGIN, ILLINOIS,that Richard G. Kozal, City Manager, and Kimberly A. Dewis, City Clerk, be and are hereby authorized and directed to execute an Agreement on behalf of the City of Elgin with Baker Tilly US, LLC, for professional services in connection with executive recruitment services, in such form as approved by the Corporation Counsel. s/David J. Kaptain David J. Kaptain,Mayor Presented: July 13,2022 Adopted: July 13, 2022 Omnibus Vote: Yeas: 7 Nays: 0 Attest: s/Kimberly Dewis Kimberly Dewis, City Clerk AGREEMENT THIS AGREEMENT("Agreement") is made and entered into this 1 3 day of July,2022, by and between the CITY OF ELGIN, an Illinois municipal corporation(hereinafter referred to as "CITY") and Baker Tilly US,LLP, an Illinois limited liability partnership (hereinafter referred to as "CONSULTANT"). WHEREAS, the CITY desires to engage the CONSULTANT to furnish certain professional services in connection with executive recruitment services for the City's Human Resources Director position, Communications Director position and a third director position to be identified by the City(hereinafter referred to as the"PROJECT"); and WHEREAS, the CONSULTANT represents that it is in compliance with Illinois Statutes relating to professional registration of individuals and has the necessary expertise and experience to furnish such services upon the terms and conditions set forth herein below. NOW, THEREFORE, it is hereby agreed by and between the CITY and the CONSULTANT that the CITY does hereby retain the CONSULTANT for and in consideration of the mutual promises and covenants contained herein, the sufficiency of which is hereby acknowledged to perform the services relating to the PROJECT as described herein, subject to the following terms and conditions and stipulations,to-wit: 1. SCOPE OF SERVICES A. All work hereunder shall be performed under the direction of the City Manager of the CITY, herein after referred to as the "DIRECTOR". B. The CONSULTANT shall provide the services for the executive recruitment for the City's Human Resources Director position, Communications Director position and a third director position to be identified by the CITY. The services to be provided by the CONSULTANT for the PROJECT with respect to the Human Resources Director are outlined in CONSULTANT'S proposal dated June 10, 2022,attached hereto and made a part hereof as Attachment A. The services for the Communications Director position and the third director position to be identified by the CITY shall be in substantial conformance with the services described for the Human Resources Director position with the revisions thereto for the specific Communications Director position and the third director position to be identified by the CITY to be mutually agreed to by the CONSULTANT and the CITY. In the event of any conflict between the provisions in Attachment A, and the provisions of this Agreement,the provisions of this Agreement shall supersede and control. 2. SCHEDULE AND PROGRESS REPORTS A. A schedule for the services for Human Resources Director recruitment is outlined in Attachment A hereto. Similar timelines shall also apply to the Communications Director recruitment and the third director recruitment to be identified by the CITY. The CONSULTANT shall commence with the performance of the services for the Human Resources Director recruitment upon execution of this Agreement by both parties hereto. The CONSULTANT shall commence services for the Communications Director recruitment upon the issuance of a notice to proceed with such services issued by the CITY. The CONSULTANT shall commence services for the third director recruitment to be identified by the CITY upon issuance of a notice to proceed for such services by the CITY. In the event the CITY does not issue a notice to proceed for the services relating to the Communications Director recruitment or the third director recruitment to be identified by the CITY within one year of the date of this Agreement, this Agreement shall be deemed to be terminated and null and void with respect to such Communications Director recruitment and the third director recruitment to be identified by the CITY and neither party shall have any obligations or liability with respect thereto. B. The CONSULTANT will submit to the DIRECTOR monthly a status report keyed to the project schedule. A brief narrative will be provided identifying progress, fmdings and outstanding issues. 3. WORK PRODUCT All tangible materials prepared by the CONSULTANT for CITY as a deliverable pursuant hereto (each a "Deliverable") shall be the property of the CITY and shall be delivered to the CITY upon request of the DIRECTOR; provided, however, that the CONSULTANT may retain copies of such work product for its records. Notwithstanding the foregoing, CONSULTANT will maintain all ownership right, title and interest to all of CONSULTANT's Knowledge. For purposes of this Agreement "CONSULTANT's Knowledge" means CONSULTANT's proprietary programs, modules, products, inventions, designs, data, or other information, including all copyright, patent, trademark and other intellectual property rights related thereto, that are (1) owned or developed by CONSULTANT prior to the Effective Date of this Agreement ("CONSULTANT's Preexisting Knowledge")(2)developed or obtained by CONSULTANT after the Effective Date, including during the course of providing services under this Agreement, but: (i) which are developed or obtained without using CITY's Confidential Information, or (ii) which CITY has not paid for such development; and (3) extensions, enhancements, or modifications of CONSULTANT's Preexisting Knowledge which do not include or incorporate CITY's Confidential Information. To the extent that any CONSULTANT Knowledge is incorporated into the Deliverables, CONSULTANT grants to CITY a non- exclusive, paid up, perpetual royalty-free worldwide license to use such CONSULTANT Knowledge in connection with the Deliverables, and for no other purpose without the prior written consent of Contractor.. Any such amendment to such Deliverables shall be at the sole risk of the CITY. Such work product is not intended or represented to be suitable for reuse by the CITY on any extension to the PROJECT or on any other project,and such reuse shall be at the sole risk of the CITY without liability or legal exposure to the CONSULTANT. 4. PAYMENTS TO THE CONSULTANT -2- A. The CITY shall pay the CONSULTANT for the services relating to the Human Resources Director recruitment an all-inclusive fee of$24,500. The CITY will pay to the CONSULTANT for the services related to the Communications Director recruitment an all-inclusive fee of $22,050. The CITY will pay to the CONSULTANT for the services relating to the third director position recruitment to be identified by the CITY an all-inclusive fee of$22,050. B. The CITY will pay to the CONSULTANT for the Human Resources Director recruitment thirty percent (30%) upon execution of this Agreement, thirty percent (30%) at phase 1, thirty percent (30%) at phase 2 and ten percent (10%) upon acceptance of employment by the finalist. The CITY will pay to the CONSULTANT for the Communications Director recruitment thirty percent(30%) upon a notice to proceed for recruitment being issued by the CITY, thirty percent (30%) at phase 1, thirty percent (30%) at phase 2 and ten percent (10%) upon execution of an employment offer by the finalist. The CITY will pay to the CONSULTANT for the third director position recruitment to be identified by the CITY thirty percent (30%) upon issuance of a notice to proceed with recruitment by the CITY, thirty percent (30%) at phase 1, thirty percent(30%) at phase 2 and ten percent(10%)upon execution of an employment offer by the finalist. 5. INVOICES A. The CONSULTANT shall submit invoices in a format approved by the CITY. Progress reports(213 above)will be included with all payment requests. B. The CONSULTANT shall maintain records showing actual time devoted and cost incurred. The CONSULTANT shall permit the authorized representative of the CITY to inspect and audit all data and records of the CONSULTANT for work done under this Agreement as necessary to substantiate fees charged for the services performed. The CONSULTANT shall make these records available at reasonable times during the Agreement period and for one (1) year after termination of this Agreement. 6. TERMINATION OF AGREEMENT Notwithstanding any other provision hereof, the CITY may terminate this Agreement at any time upon fifteen (15) days prior written notice to the CONSULTANT. In the event that this Agreement is so terminated,the CONSULTANT shall be paid for services actually performed and reimbursable expenses actually incurred prior to termination, except that reimbursement shall not exceed the amounts set forth under Paragraph 4 above. 7. TERM This Agreement shall become effective as of the date the CONSULTANT is given a notice to proceed and, unless terminated for cause or pursuant to Paragraph 6, shall be deemed concluded on the date the CITY determines that all of the CONSULTANT's work under this Agreement is completed. A determination of completion shall not constitute a waiver of any rights or claims which the CITY may have or thereafter acquire with respect to any term or provision of this Agreement. -3 - 8. NOTICE OF CLAIM If the CONSULTANT wishes to make a claim for additional compensation as a result of action taken by the CITY,the CONSULTANT shall give written notice of his claim within thirty(30)days after occurrence of such action. No claim for additional compensation shall be valid unless so made. Any changes in the CONSULTANT's fee shall be valid only to the extent that such changes are included in writing signed by the CITY and the CONSULTANT. Regardless of the decision of the DIRECTOR relative to a claim submitted by the CONSULTANT, all work required under this Agreement as determined by the DIRECTOR shall proceed without interruption. 9. BREACH OF CONTRACT If either party violates or breaches any term of this Agreement, such violation or breach shall be deemed to constitute a default, and the other party has the right to seek such administrative, contractual or legal remedies as may be suitable to the violation or breach; and, in addition, if either party,by reason of any default, fails within fifteen(15)days after notice thereof by the other party to comply with the conditions of the Agreement, the other party may terminate this Agreement. Notwithstanding the foregoing, or anything else to the contrary in this Agreement, with the sole exception of an action to recover the monies the CITY has agreed to pay to the CONSULTANT pursuant to Paragraph 4 hereof, no action shall be commenced by the CONSULTANT against the CITY for monetary damages. CONSULTANT hereby further waives any and all claims or rights to interest on money claimed to be due pursuant to this Agreement and waives any and all such rights to interest which it claims it may otherwise be entitled pursuant to law, including, but not limited to, the Local Government Prompt Payment Act (50 ILCS 50111, et seq.), as amended, or the Illinois Interest Act (815 ILCS 205/1, et seq.), as amended. The parties hereto further agree that any action by the CONSULTANT or CITY arising out of this Agreement must be filed within one year of the date the alleged cause of action arose or the same will be time-barred. The provisions of this paragraph shall survive any expiration, completion and/or termination of this Agreement. 10. INDEMNIFICATION To the fullest extent permitted by law, CONSULTANT agrees to and shall indemnify, defend and hold harmless the CITY, its officers, employees, agents, boards and commissions from and against any and all third party claims, suits, judgments, costs, attorneys fees, damages or other relief, including, but not limited to, workers' compensation claims, to the extent such third party claims are finally determined to be arising out of negligent actions or omissions of the CONSULTANT in connection herewith,including negligence or omissions of employees or agents of the CONSULTANT arising out of the performance of this Agreement. In the event of any action against the CITY, its officers, employees, agents, boards or commissions, covered by the foregoing duty to indemnify,defend and hold harmless such action shall be defended by legal counsel of the CITY's choosing. The provisions of this paragraph shall survive any expiration, completion and/or termination of this Agreement. -4- 11. NO PERSONAL LIABILITY No official, director, officer, agent or employee of the CITY or CONSULTANT shall be charged personally or held contractually liable under any term or provision of this Agreement or because of their execution, approval or attempted execution of this Agreement. 12. INSURANCE CONSULTANT shall provide,maintain and pay for during the term of this Agreement the following types and amounts of insurance: A. Comprehensive Liability. A policy of comprehensive general liability insurance with limits of at least $1,000,000 aggregate for bodily injury and $1,000,000 aggregate for property damage. The CONSULTANT shall deliver to the DIRECTOR a Certificate of Insurance naming the CITY as additional insured. The policy shall not be modified or terminated without thirty(30)days prior written notice to the DIRECTOR. The Certificate of Insurance shall cover the contractual obligation assumed by the CONSULTANT under Paragraph 10 entitled"Indemnification". This insurance shall be primary and non-contributory to any other insurance or self- insurance programs afforded to the CITY. There shall be no endorsement or modification of this insurance to make it excess over other available insurance. B. Comprehensive Automobile Liability. Comprehensive Automobile Liability Insurance covering all owned, non-owned and hired motor vehicles with limits of not less than$500,000 per occurrence for bodily injury and/or property damage. C. Combined Single Limit Policy. The requirements for insurance coverage for the general liability and auto exposures may be met with a combined single limit of $1,000,000 per occurrence subject to a$1,000,000 aggregate. D. Professional Liability. The CONSULTANT shall carry CONSULTANT's Professional Liability Insurance covering claims resulting from error,omissions or negligent acts with a combined single limit of not less than $1,000,000 per claim. A Certificate of Insurance shall be submitted to the DIRECTOR as evidence of insurance protection. The policy shall not be modified or terminated without thirty (30)days prior written notice to the DIRECTOR. 13. INTENTIONALLY OMITTED 14. NONDISCRIMINATION/AFFIRMATIVE ACTION The Consultant will not discriminate against any employee or applicant for employment because of race, color, religion, sex, national origin, age, ancestry, order of protection status, familial status, marital status, physical or mental disability, military status, sexual -5 - orientation, or unfavorable discharge from military service which would not interfere with the efficient performance of the job in question. Consultant shall take affirmative action to comply with the provisions of Elgin Municipal Code Section 5.02.040 and will require any subcontractor to submit to the City a written commitment to comply with those provisions. Consultant shall distribute copies of this commitment to all persons who participate in recruitment, screening, referral and selection of job applicants and perspective subcontractors. Consultant agrees that the provisions of Section 5.02.040 of the Elgin Municipal Code, 1976, as amended, is hereby incorporated by reference, as if set out verbatim. No person shall be denied or subjected to discrimination in receipt of the benefit of any services or activities made possible by or resulting from this Agreement on the grounds of race, color, religion, sex, national origin, age, ancestry, order of protection status, familial status, marital status, physical or mental disability, military status, sexual orientation, or unfavorable discharge from military service. Any violation of this paragraph shall be considered a violation of a material provision of this Agreement and shall be grounds for cancellation, termination or suspension, in whole or in part, of the Agreement by the CITY. 15. ASSIGNMENT AND SUCCESSORS This Agreement and each and every portion thereof shall be binding upon the successors and the assigns of the parties hereto; provided,however, that no assignment shall be made without the prior written consent of the CITY. 16. DELEGATIONS AND SUBCONTRACTORS Any assignment, delegation or subcontracting shall be subject to all the terms, conditions and other provisions of this Agreement and the CONSULTANT shall remain liable to the CITY with respect to each and every item,condition and other provision hereof to the same extent that the CONSULTANT would have been obligated if it had done the work itself and no assignment,delegation or subcontract had been made. Any proposed subcontractor shall require the CITY's advanced written approval. 17. NO CO-PARTNERSHIP OR AGENCY This Agreement shall not be construed so as to create a partnership, joint venture, employment or other agency relationship between the parties hereto. CONSULTANT shall have no authority to bind CITY to any third party agreement. Though the services may include CONSULTANT's advice or recommendations, all decisions regarding the implementation of such advice or recommendations, including the decision of whether to hire a particular candidate, shall be the responsibility of, and made by,CITY. 18. SEWRABILITY The parties intend and agree that, if any paragraph, sub-paragraph, phrase, clause or other provision of this Agreement, or any portion thereof, shall be held to be void or otherwise -6 - unenforceable, all other portions of this Agreement shall remain in full force and effect. 19. HEADINGS The headings of the several paragraphs of this Agreement are inserted only as a matter of convenience and for reference and in no way are they intended to define, limit or describe the scope of intent of any provision of this Agreement,nor shall they be construed to affect in any manner the terms and provisions hereof or the interpretation or construction thereof. 20. MODIFICATION OR AMENDMENT This Agreement and its attachments constitute the entire Agreement of the parties on the subject matter hereof and may not be changed,modified,discharged or extended except by written amendment duly executed by the parties. Each party agrees that no representations or warranties shall be binding upon the other party unless expressed in writing herein or in a duly executed amendment hereof, or change order as herein provided. 21. APPLICABLE LAW This Agreement shall be deemed to have been made in and shall be construed in accordance with the laws of the State of Illinois. Venue for the resolution of any disputes or the enforcement of any rights pursuant to this Agreement shall be in the Circuit Court of Kane County, Illinois. THE PARTIES EXPRESSLY WAIVE TRIAL BY JURY IN ANY JUDICIAL PROCEEDING INVOLVING, DIRECTLY OR INDIRECTLY, ANY MATTER (WHETHER SOUNDING IN TORT, CONTRACT OR OTHERWISE) IN ANY WAY ARISING OUT OF, RELATED TO, OR CONNECTED WITH THIS AGREEMENT OR THE RELATIONSHIP ESTABLISHED HEREUNDER. 22. NEWS RELEASES The CONSULTANT may not issue any news releases without prior approval from the DIRECTOR, nor will the CONSULTANT make public proposals developed under this Agreement without prior written approval from the DIRECTOR prior to said documentation becoming matters of public record. 23. COOPERATION WITH OTHER CONSULTANTS The CONSULTANT shall cooperate with any other consultants in the CITY's employ or any work associated with the PROJECT. 24. INTERFERENCE WITH PUBLIC CONTRACTING The CONSULTANT certifies hereby that it is not barred from bidding on this contract as a result of a violation of 720 ILCS 5/33E et seq. or any similar state or federal statute regarding bid rigging. 25. SEXUAL HARASSMENT -7- As a condition of this contract,the CONSULTANT shall have written sexual harassment policies that include, at a minimum, the following information: A. the illegality of sexual harassment; B. the definition of sexual harassment under state law; C. a description of sexual harassment,utilizing examples; D. the vendor's internal complaint process including penalties; E. the legal recourse, investigative and complaint process available through the Illinois Department of Human Rights,and the Illinois Human Rights Commission; F. directions on how to contact the department and commission; G. protection against retaliation as provided by Section 6-101 of the Human Rights Act. A copy of the policies shall be provided by CONSULTANT to the Department of Human Rights upon request(775 ILCS 5/2-105). 26. INTENTIONALLY OMITTED 27. WRITTEN COMMUNICATIONS All recommendations and other communications by the CONSULTANT to the DIRECTOR and to other participants which may affect cost or time of completion, shall be made or confirmed in writing. The DIRECTOR may also require other recommendations and communications by the CONSULTANT be made or confirmed in writing. 28. NOTICES All notices,reports and documents required under this Agreement shall be in writing and shall be mailed by First Class Mail,postage prepaid, addressed as follows: A. As to the CITY: Richard G.Kozal City Manager City of Elgin 150 Dexter Court Elgin,Illinois 60120-5555 - 8 - B. As to the CONSULTANT: Anne Lewis Director,Practice LeaderBaker Tilly US,LLP 2500 Dallas Parkway, Suite 300 Plano,TX 75093 29. COMPLIANCE WITH LAWS Notwithstanding any other provision of this Agreement, it is expressly agreed and understood that in connection with the performance of this Agreement that the CONSULTANT shall comply with all applicable federal,state,city and other requirements of law, including, but not limited to, any applicable requirements regarding prevailing wages,minimum wage, workplace safety and legal status of employees. Without limiting the foregoing, CONSULTANT hereby certifies, represents and warrants to the CITY that all CONSULTANT's employees and/or agents who will be providing products and/or services with respect to this Agreement shall be legally authorized to work in the United States. CONSULTANT shall also at its expense secure all permits and licenses, pay all charges and fees and give all notices necessary and incident to the due and lawful prosecution of the work, and/or the products and/or services to be provided for in this Agreement. The CITY shall have the right to audit any records in the possession or control of the CONSULTANT to determine CONSULTANT's compliance with the provisions of this paragraph. In the event the CITY proceeds with such an audit the CONSULTANT shall make available to the CITY the CONSULTANT's relevant records at no cost to the CITY. CONSULTANT shall pay any and all costs associated with any such audit. 30. COUNTERPARTS AND EXECUTION This Agreement may be executed in counterparts, each of which shall be an original and all of which shall constitute one and the same agreement. This Agreement may be executed electronically, and any signed copy of this Agreement transmitted by facsimile machine or email shall be treated in all manners and respects as an original document. The signature of any party on a copy of this Agreement transmitted by facsimile machine or email shall be considered for these purposes an original signature and shall have the same legal effect as an original signature. 31. CONSULTANT ENTITY Baker Tilly US, LLP 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 ferns 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. -9- IN WITNESS WHEREOF, the parties hereto have entered into and executed this Agreement effective as of the date and year first written above. CITY OF ELGIN: By: Richard G. Koza, 1<ty Manager z :zu�� A��4 City Clerk CONSULTANT: By: July 11, 2022 Name/Print: Anne Lewis Title: Director Legal Dept\Agreement\Baker Tilly Agr-Recruitment Services-7-08-22.docx - 10- ATTACHMENT A SCOPE OF SERVICES ATTACHMENT A City of Elgin, Illinois Proposal to provide executive recruitment services June 10, 2022 bakertitty f bakertilty June 10,2022 Baker Tilly US,LLP 2500 Dallas Parkway,Suite 300 Ms. Karina Nava Plano,TX 75093 Assistant City Manager T:+1 (972)748 0300 City of Elgin F:+1 (214)452 1165 150 Dexter Court bakertilly.com Elgin, IL 60120-5555 Delivered electronically Dear Ms. Nava: Baker Tilly US, LLP("Baker Tilly") appreciates the opportunity to submit the following proposal for executive recruitment services to the City of Elgin (the"City")to help you identify your next Human Resources Director. 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. Additionally,we offer the following unique features: - Customized profile development:Working with the City 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 Human Resources Director. We strive to understand how the City of Elgin'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 City of Elgin, Illinois June 10,2022 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. 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 Elgin. Very truly yours, BAKER TILLY US, LLP Anne Lewis, Director, Practice Leader Patty Heminover, Director Sharon Klumpp, Director +1 (703) 923 8214 +1 (651)223 3058 +1 (651) 223 3053 anne.lewis@bakertilly.com patty.heminover@bakertiIly.com Sharon.klumpp@bakertilly.com Contents EXECUTIVESUMMARY............................................................................................... 1 MEETING YOUR NEEDS WITH OUR RESOURCES ......................................................... 5 PROVIDING EXECUTIVE RECRUITMENT SERVICES..................................................... 8 YOUR VALUE ARCHITECTS'" .................................................................................... 15 VALUABLE PERSPECTIVES...................................................................................... 19 VALUEFOR FEES...................................................................................................... 21 PRIORITIZING DIVERSITY, INCLUSION AND BELONGING FOR SUCCESS (DIBS)......... 23 APPENDIX A: SAMPLE BROCHURE........................................................................... 26 APPENDIX B: SAMPLE TTI REPORT.......................................................................... 34 APPENDIXC: RESUMES ........................................................................................... 38 bakertitty now, for tomorrow 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 .. �� w .. _.. _ .e_r .._ a _ .1 �__ "I " ,I .��._ .4 l,. _.-ti..- � , . What makes Baker Tilly different from other firms? Our solution truly begins by listening to what Elgin needs. Understanding your needs to achieve your objectives We understand the City of Elgin is looking for a timely,effective,efficient, responsive,well-managed and thorough search process to recruit and identify highly qualified candidates for you to identify your next Human Resources Director. Baker Tilly will work with the City 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 Elgin and the vacancy to well-regarded candidates,emphasizing the opportunities for leadership and professional growth as well as presenting Elgin as a vibrant and thriving community in which to live and work. We recognize that there is significant competition for experienced local human resource 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 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 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. 1 EXECUTIVE SUMMARY Our highly regarded executive recruitment process The executive recruitment process includes five major tasks: TASKS PROCESS — We schedule and meet with the City of Elgin's appointed management team members and/or key stakeholders,as instructed,to understand 1. Recruitment your leadership vision,strategic direction and candidate expectations, brochure development and advertising 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. — 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 2. Execution of who best match your desired profile. recruitment strategy — Additionally,we simultaneously launch a direct applicant outreach and identification of campaign targeting eligible prospects who we identify by building a quality candidates 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. — 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 3.Screening of give us an additional perspective on each applicant's candidacy as it applications,review of relates to your desired profile. semi-finalists and — Once we gather the responses from the items listed above,we prepare selection of finalists 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 — We secure authorization from each finalist to conduct a comprehensive checks,reference background check and reports. checks,social media 2 EXECUTIVE SUMMARY TASKS PROCESS presence, academic — We obtain a list of up to ten current or former supervisors,peers or direct verifications 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. — Once you identify your finalists,we work with your designated staff to design, prepare and provide technical support to ensure a smooth, 5. Final interview effective and efficient interview process,which may include the process scheduling and support for virtual interviews. If requested,we work with the selected finalist and your designated staff to finalize an employment agreement. Why Baker Tilly is ideally suited to serve Elgin 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 Elgin deserves to work 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 HOW WE WILL DELIVER CITY NEEDS — Comprehensive and seamless process refined by years of interaction with local government and not-for-profit employers and prospective candidates Carefully structured — Leverage proprietary technology tools including video interview system, process supported by management/leadership style assessment analysis and online proprietary application system technology — Efficient management of candidate information and provide the City with unique information about each candidate's leadership and management style and ability to respond extemporaneously to video questions — Experienced executive recruitment professionals passionate about local Public sector government since all have spent a significant part of their professional recruiting careers in senior leadership positions for cities,counties and school districts specialization and — Successful recruitment of more than 1,400 executive-level positions experience within cities,counties,school districts and public and not-for-profit organizations since 2000 — Active recruitment of qualified candidates,drawing from our extensive Thorough candidate personal and professional connections with capable individuals, evaluation assuring the City of its access to established managers and rising stars 3 EXECUTIVE SUMMARY WHAT WE UNDERSTAND THE HOW WE WILL DELIVER CITY NEEDS — 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 — Committed to diversity in executive recruitment as a reflection of our broader social aspirations for a diverse workforce,equal opportunity and cross-cultural respect Diversity in executive _ Ensure diversity is a focus of our recruitment strategy and candidate recruitment pools through involvement with the National Forum for Black Public Administrators(NFBPA),the Hispanic Network's National Corporate Advisory Council and other organizations — Full-service engagement includes advertising,preparation of a recruitment brochure,background,reference and academic verification Delivering value on checks and up to three on-site visits the City's budget — 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 — Focus on assisting with your executive recruitment until you make an appointment — Guarantee your executive recruitment for 12 months against termination Triple guarantee or resignation for any reason —or we come back to fill your Human Resources Director 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 — No preconceived notions or expectations about the City and prospective candidates and work closely with the City to make sure the process is Transparency and transparent confidentiality — 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 — Comprehensive process incorporates the active participation of appointing authorities at key steps in the process — Keep decision makers fully advised and informed of all aspects of the Keeping the City's process without requiring them to expend substantial amounts of time involved and on the recruitment process or putting aside other pressing issues facing minimizing disruption the City — City staff can stay focused on their primary and assigned functions while Baker Tilly manages the search process F1MN WILL FIND NUMEROUS BENEFITS UTILIZING BAKER TILLY FOR YOUR EXECUTIVE RECRUITMENT NEEDS We strive to distinguish ourselves from peer organizations. 4 Meeting your needs with our resources Baker Tilly has the resources and reach to meet Elgin'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 Elgin will receive an exceptional experience for your leadership team and —ultimately —your citizens. Below are some key facts about our firm. 0 000 20+ 400 60+ 250+ human resources Recruitments office locations workplace and recruitments since 2017 across the U.S. culture awards COMPREHENSIVE EXPERIENCE TO SERVE YOU The City of Elgin will receive support and guidance from a respected firm that continues to grow—as evidenced by +R SIPF Public Accounting naming Raker Tilly as the ninth largest accounting firm in the U.S. on their 2021 Top 400 Firms list. Celebrating 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 0 from and how far we have come —which is essential to knowing who we are and Est.1931 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. 5 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 MUNICIPALITIES UTILITIES AND TRANSIT does this mean for the City? It means you will be O served by a carefully selected team that blends our government-focused professionals with STATE experienced specialists in executive recruitment COUNTIES .*- Public sector 1 ENTITIES projects.The City will be collaborating with specialization knowledgeable professionals who understand ASSURANCE the specific challenges you face and provide K-12 SCHOOL MUNICIPAL ADVISORY SORY NSULTING �# TRIBAL innovative solutions to help you overcome them. DISTRICTS ► MN GOVERNMENTS O State and local government is a complex, unique <... '� environment shaped by fiscal,regulatory and NOT-FOR-PROFIT HIGHER EDUCATION operational considerations not found in other COMMITMENT TO THE PUBLIC SECTOR industries. Recognizing this complexity,and Baker Tilly has been in business for more than 90years and eager to serve as a true Value Architect'"to the public sector entities were some of our first clients. 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. 6 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 Elgin.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. q �' d d BELONGING COLLABORATION INTEGRITY PASSION STEWARDSHIP We foster a deep We are at our best We do the right We put forth our best We invest for the level of mutual when we work thing,for the right effort every day for future with the respect where each together.We build reason,every day. the benefit of our intention of leaving one of us feels seen, on our collective Honesty,trust and people,clients and everything better. heard,valued and strength to achieve keeping our firm.There is a We strive to make a connected.We more than we can promises are sense of urgency positive difference commit to a diverse as individuals. paramount to land relentless energy and leave a proud and inclusive our success. in everything we do. legacy. workplace upheld We love our by fairness, profession and take compassion and great pride in it. equality. SHARED CULTURES,VALUES,PHILOSOPHIES AND GOALS Elgin 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. 7 Providing executive recruitment services Our relationship-driven approach is led by a project team who delivers a cost-effective, quality engagement for Elgin. 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 Your recruitment will be required academic training, professional experience, national and inclusive in leadership,management and personal characteristics related nature, with a candidate pool to the success of the candidate in the position of Human of diverse, experienced and Resources Director.The recruitment brochure will also include talented individuals. a profile that captures the essence of the City of Elgin as a highly-attractive venue for the successful candidate to live and work. To prepare the recruitment brochure,the project team co-leaders will meet with the City and other designated stakeholders to discuss the required background,professional experience,and management and leadership characteristics for your Human Resources Director. We meet with the City to broaden our understanding of the position's leadership and management requirements,current issues,your strategic priorities and your expectations for the Human Resources Director. 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 Human Resources Director position. 8 PROVIDING EXECUTIVE RECRUITMENT SERVICES ADVERTISEMENTS FOR THE HUMAN RESOURCES DIRECTOR POSITION COULD BE PLACED WITH: International Public Management Association-HR Society for Human Resources Management Illinois Municipal League Human Resources Management Association of Chicago Careers in Government (careersingovernment.com) Linkedln Engaging Local Government Leaders PROJECT MILESTONE IF '' DELIVERABLES TIMELINE — Position profil"and .Baker Tilly meets with the City to receive information recruitment regarding the City's budgets,organizational charts, 2 weeks brochure images, logos,etc. development Develop draft documents (recruitment brochure, advertisement, marketing letter and timeline) — Approve brochure, Brochure sent to City for final approval begin advertising and distribute Begin advertising and distribution of recruitment 1 week marketing letter brochure 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 Human Resources Director. 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 Human Resources Director 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 Human Resources Director 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.] 9 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 Al DELIVERABLES TIMELINE T — Online data collection and profile development } — Development of interactive,searchable applicant database for recruitment of your Human Execution of recruitment Resources Director strategy and candidat — Baker Tilly performs direct outreach to prospective 4-5 weeks outreach candidates identified in the recruitment strategy Utilization of extensive applicant database to identify applications and review applicant pool for competencies/demographics 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 identification of 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 our 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 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 Baker Tilly compares applications to the approved candidate profile,developed in our searchable applicant database Applicant screening and Most promising applicants are asked to complete recommendation of semis candidate questionnaires and provide due diligence 2-3 weeks finalists information — Media,internet and social media scan for information pertinent to future employment 10 PROVIDING EXECUTIVE RECRUITMENT SERVICES — Top candidates identified as semi-finalists — 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 review and rate video interviews — Baker Tilly sends links to stakeholders to review the aggregate responses and ratings — Project team co-leaders meet with the City to review recommended semi-finalists — City 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 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,(onsite or virtual)and the time we are able to provide you with our Final Report which includes all information gathered throughout the process. PROJECT MILESTONE DELIVERABLES TIMELINE Design final process with — Baker Tilly confirms interviews with candidates the City for on-site 1-2 days interviews with finalists — Travel logistics are scheduled for candidates Background checks, Baker Tilly completes background checks,reference reference checks and 2-3 weeks academic verification checks and academic verifications of finalists 11 PROVIDING EXECUTIVE RECRUITMENT SERVICES Task 5: Final interview process Upon completion of Task 4,we will work with your City's 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 a meeting with the department heads and other stakeholders. 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 co-leaders 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 is prepared including brochure,schedule, Final Report prepared and _ cover letter,resume,candidate questionnaire,suggested delivered to the City AL interview questions,candidate assessment form 1 day and management style probing questions — Interviews are scheduled On-site interviews with — Recruitment project team co-leaders attends client 1-2 days finalists interviews and are available to participate during deliberations of candidates — If requested, Baker Tilly participates in candidate employment agreement negotiations Offer made/accepted — Baker Tilly notifies candidates of decision 2-5 days — Baker Tilly confirms final process close out items with the City of Elgin 12 PROVIDING EXECUTIVE RECRUITMENT SERVICES 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. 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 Elgin's Human Resources Director 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 Human Resources Director 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 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. 13 PROVIDING EXECUTIVE RECRUITMENT SERVICES Meeting your deadlines The following is an example of a timeline for an executive recruitment process. A typical timeline is 100-120 days from project kickoff to extending an offer of employment.The Baker Tilly project team co- Your time is valuable, leaders will discuss your anticipated or desired timeline during the and one significant initial kickoff meeting. It is our intent to conduct your recruitment way we will add value expeditiously, but not at the expense of finding qualified applicants to to Elgin is by delivering present to you. For the purpose of this proposal,target dates are to be our services on time. determined. Once you approve,and based on mutual agreement,we will provide actual dates in our service agreement. PROJECT MILESTONE DELIVERABLES — Baker Tilly meets with City officials to develop candidate profile and recruitment brochure; City approves ad placement schedule and timeline Profile development, — Baker Tilly sends draft recruitment brochure to the City advertising and — The City returns draft recruitment brochure(with edits)to Baker candidate outreach Tilly — Baker Tilly commences executive recruitment advertising and marketing — Online data collection and profile development — Baker Tilly commences formal review of applications,most promising candidates complete questionnaires — Candidates complete recorded interview online Applicant screening and — Baker Tilly completes formal review of applications and sends assessment and selected resumes to the City for review recommendation of — Candidates' recorded interviews are presented semi-finalists — Baker Tilly meets with the City and recommends semi-finalists; City selects finalists for on-site interviews — Finalists complete candidate management style assessment and responses are reviewed and interview questions are developed Comprehensive background check, — Baker Tilly completes reference checks/background checks/academic academic verifications verification on finalists and reference checks completed for finalists On-site Interviews with — Baker Tilly sends documentation for finalists to the City finalists — The City conducts on-site interviews with finalists Employment offer made/ — The City extends employment offer to selected candidate accepted COMMITMENT TO SUCCESSFULLY DELIVER EXECUTIVE RECRUITMENT SERVICES TO MEET ELGIN'S REQUIREMENTS Elgin's time is valuable. We will co-develop a timeline to provide the City's executive recruitment services on time. 14 Your Value Architects TM Elgin 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 400 recruitments consultant assigned to your recruitment has experience Your engagement team has working with cities,counties,special districts, not-for-profit conducted nearly 400 organizations and school districts,and the many different successful recruitment disciplines that comprise the City of Elgin 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 nearly 400 executive searches. The Baker Tilly project team will collaborate with your City 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 reasonable list of highly qualified candidates and assist you with the screening and evaluation of these candidates to identify your next Human Resources Director. 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 Elgin from some of our most experienced team members. Engagement team members are introduced below and complete resumes are available in Appendix C. 15 YOUR VALUE ARCHITECTS The proposed project team represents experienced professionals who will be working on your Human Resources Director 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 Elgin. INTENTIONALLY SELECTED ENGAGEMENT TEAM FOR ELGIN Engagement 30 East Seventh Street, Ste. 3025,St. Paul, MN 55101 +1 (651) 223 3058 1 patty.heminover@bakertiIly.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. 30 East Seventh Street, Ste. 3025,St. Paul, MN 55101 +l (651) 223 3053 1 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. 16 YOUR VALUE ARCHITECTS INTENTIONALLY SELECTED ENGAGEMENT TEAM FOR ELGIN Consulting team e � . 5440 West 110th Street,Suite 300,Overland Park,KS 66211 +1 (816)868 7042 1 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. 8219 Leesburg Pike,Suite 800,Tysons,VA 22182 +1 (703) 923 8214 1 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. 2500 Dallas Parkway,Suite 300, Plano,TX 75093 +1 (214) 842 6478 1 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. 17 YOUR VALUE ARCHITECTS INTENTIONALLY SELECTED ENGAGEMENT TEAM FOR ELGIN Supporting 2500 Dallas Parkway,Suite 300, Plano,TX 75093 +1 (214) 736 1606 1 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 works 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 keeps in contact 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. 30 East Seventh Street,Ste. 3025,St. Paul, MN 55101 +1 (651) 223 3061 1 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. ELGIN WILL RECEIVE TANGIBLE RESULTS WITH BAKER TILLY All engagement team members are committed to the City of Elgin's success. Their industry experience and service expertise translate into tangible results for the City. 18 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 Elgin. Demonstrating successful relationships with similar clients Patty Heminover and Sharon Klumpp are the designated project co-leaders for your Human Resources Director 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 unique perspective as you consider your own needs. CITY OF INDEPENDENCE, MISSOURI Name Bryan Kidney Title Director of Finance and Administration Phone +1 (816) 325 7173 Email bkidney&indepmo.org Services Chief Human Resources Officer(2019) CITY OF BLUE SPRINGS,MISSOURI Name Christine Cates Title Assistant City Administrator Phone +1 (816) 228-0140 Email ccates@bluesprincisclov.com Services Human Resources Director 2020 CITY OF ELKHART, INDIANA Name Bradley Tracy Title Chief of Staff Phone +1 (574) 322-4835 Email bradley.tracy@coei.org Services Human Resources Director(2021) 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 Elgin. 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 TO PRESENT Year Client State Project Pop. Current El Paso County TX Chief Human Resources Officer 840,758 Current Kansas City MO Chief Equity Officer 488,943 Current Oklahoma City OK Chief Human Resources Officer 643,692 19 VALUABLE PERSPECTIVES LIST OF RELEVANT PROJECTS:2017 TO PRESENT Year Client State Project Pop. 2022 Abilene TX Human Resources Director 124,156 2022 Corpus Christi TX Human Resources Benefits Manager 323,733 2022 Stonecrest GA Director of Human Resources 54,202 2021 Elkhart IN Human Resources Director 52,257 2021 Joplin MO Human Resources Director 50,386 2021 Pflugerville TX Human Resources Director 61,737 2020 Blue Springs MO Human Resources Director 55,104 2020 Gloucester County VA Human Resources Director 37,292 2019 Independence MO Chief Human Resources Officer 117,306 2019 Manatee County FL Human Resources Director 342,106 2018 Commonwealth of Virginia VA Human Resources Director 8,326,000 2018 Gloucester County VA Human Resources Director 37,292 2018 Lake County FL Office of Human Resources and Risk Management Director 123,996 2018 Pinellas County FL Total Rewards Manager(Limited) 929,048 2018 Raleigh NC Human Resources Director 431,746 2017 Minneapolis MN Director of Labor Relations 400,070 2017 Norfolk VA Human Resources Director 246,139 20 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 Elgin and your stakeholders peace of mind. Delivering a professional fee estimate for the City of Elgin 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 handle 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.heminover@bakertilly.com or via phone at+1 (651) 223 3058. PROPOSED SERVICES ' Phase! Task 1 — Candidate profile development/advertising/marketing Task 2 — Identify quality candidates Phase!I Task 3 — Screening of applications and submission of recommended semi-finalists to client Task 4 — Reference checks, background checks and academic verifications Phase 111 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 $24,500 for the first recruitment and $22,050 for TOTAL ALL-INCLUSIVE FEE* two subsequent recruitments provided those requirements occur within 12 months of the date of this proposal. 21 VALUE FOR FEES OPTIONAL SERVICES FOR CONSIDERATION FEE 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 co-leaders to your organization. Baker Tilly will bill the City at an hourly rate of$220, plus expenses for $220 per additional work specifically requested by your organization that is outside of the scope hour plus of this project or as described in the proposed scope. Prior to beginning these expenses 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. Negotiations If selected,we will provide the City of Elgin 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. 22 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 Elgin. 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, WE EMBED DIBS INTO ALL ASPECTS OF OUR BUSINESS connected world serves everyone better. DIBS is the lens that helps us see From how we recruit,develop and things more broadly and lights the path for us to follow.This benefits our promoie team members,tothe way we serve clients and treat people,our clients and our communities. each other.Day in,day out. DIBS steering committee Baker Tilly's national DIBS steering committee is designed to strengthen our Nor 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 COMMITMENT TO DIBS diversitygoals and coordination of our signature initiatives described below We invite rateyou and value g g we celebrate and value the and on the following pages. contributions ofevery team memberacross our firm DIBS 1- ag f Growth ,r and Retention of Women(GROW) Through our GROW initiative, Baker Tilly provides women valuable opportunities to network,share their stories,acquire skills,strengthen roW professional relationships and advance in their careers. Our commitment to GROW increases the number of women in management positions,enhances gr 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. 23 PRIORITIZING DIVERSITY, INCLUSION AND BELONGING FOR SUCCESS Supporting Opportunity,Advancement and Recognition(SOAR) SOAR focuses on improving inclusion and increasing retention of team S(TU members of color to create a more inclusive, innovative and productive workforce. Diversity makes each of our professionals unique; inclusion is how supporting oppurtunity, that unique team collaborates to achieve common goals. Our SOAR strategy advancement and recognition 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 ne *` en 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 PRIDE 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 ourjourney. 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. 24 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 CEO ACTION FOR Diversity& Inclusion,a steering committee of a BE �� DIVERSITY&INCLUSION CEOs focused on making diversity and inclusion a business priority. CEO Action for Diversity& Inclusion is the most PLACES TO WORK extensive alliance of business leaders openly committed to sharing 2022 for LGBTQ+Equality successful diversity initiatives and lessons learned. As a member, Baker , Tilly pledges to: BAKER TELLY RECOGNIZED WITH PERFECT SCORE ON CORPORATE — Make our workplace a safe place to have open conversations about EQUAL►TYINDEx The Human Rights Campaign awarded diversity and inclusion Baker Tilly 100 points out of in0 on the — Implement and expand unconscious bias education ?022 trystCorpo ndardate alitylrecreaedto p p industry-standard measure created to — Share best,and unsuccessful, practices evaluate corporate policies,practices and benefits that support LGBTO+team — Create and share strategic inclusion and diversity plans with our members. board of partners We do not view diversity, inclusion and belonging . programor • • - to •• We genuinely believe this is who we are. This includes • develop . • promote •-rs, how we serve clients and how we treat each other. commitment.This is not easy to do. It is much easier to roll out a program as "evidence" of our • not • in scratching the surface. We want to effect change for the long run — in our firm and in our profession. Baker Tilly CEO,Alan 25 Appendix A: Sample brochure The City's handpicked engagement team members have provided similar services to many organizations. CG bakertilly now, for tomorrow v • Ab ,+� �".•`�►. ..�.� a ,. THE CITY OF ELKHART INDIANA IS SEEKING A HUMAN RESOURCES DIRECTOR The Community The City of Elkhart, Indiana(est. pop. 52,000)offers a vibrant,diverse,and unique community.The city is located on the St. Joseph and Elkhart Rivers, 15 miles east of South Bend,110 miles east of Chicago,and 150 miles north of Indianapolis. Elkhart is located on the Indiana Toll Road(Interstate 80/90),with access to Amtrak via the Elkhart Train Station and charter flights operating out of the Elkhart Municipal Airport.The city is a central hub for the Interurban Trolley regional public bus service,and residents utilize commercial airline service at South Bend International Airport.The South Shore Line provides commuter rail service from the South Bend International Airport to Millennium Station in Chicago. Elkhart has a rich manufacturing legacy with a unique concentration on recreation vehicle(RV)production that has made the city the"RV Capital of the World."This industry has shaped the city's growth,provided for residents,and played a key role in the economy of the entire state and nation.Other notable industries in Elkhart include pharmaceuticals,electronic components,manufactured housing,and music instruments and accessories.The city is also home to the Robert Young Rail Yards,the second largest freight classification yards in the world. Residents enjoy shopping and recreational activities in Elkhart and the nearby cities of Mishawaka and South Bend.The historic Lerner Theatre in Elkhart hosts concerts and arts and cultural events year-round. Multiple museums are located within the city,along with 35 different parks and recreation facilities, including a waterpark,skateparks,golf courses,and the downtown river walk.The Elkhart Jazz Festival is an annual three-day event known as one of the premier jazz festivals in the nation,drawing visitors from around the world. Elkhart is served by three school districts: Baugo,Concord,and Elkhart Community Schools. In addition to public schools, the city offers private religious and secular schools. Higher education is offered nearby at Indiana University South Bend, University of Notre Dame, Ivy Tech Community College,Goshen College,and Bethel College.The Indiana Institute of Technology has a small campus within the city. The Organization Elkhart's government consists of a mayor elected in a citywide vote and a nine-member city council,six members of which are elected from individual districts and three elected at large.The Mayor serves as the City's Chief Executive Officer and the City Council serves as the legislative body responsible for adopting the annual budget and tax levy and enacting local policies.The City Council has six standing committees for finance, planning and development,public health and safety,public works and improvement,and arts and cultural,and internal controls. The City of Elkhart is a full-service municipality that provides public safety,public works,water and sewer utilities, municipal airport, parks and quality of place,buildings and grounds,community investment,and general administration services to its residents.City services also include a municipal court that operates under the direction of an elected City Court Judge and a City Clerk for the Court. CITY OF , . Enhancing Unparalleled Service Effective April 2021 Mayor Rod Roberson olice Controller Fire HR ------- IT - patch Chief of staff Bradley Tracy Legal F munications Director of Public Works Director of Quality of Place Tory Irwin Corinne Straight-Reed Buildings&Grounds Director of community Investment Cemetery .: DevelopmentLerner Central Garage Streets Parks Constituent Services Building Department Engineering Aviation Planning&Zoning Utilities(Water/Sewer) Railroad Museum Permits EEC Economic Development Redevelopment Community r t•R � r�a �r1 d The Position The Human Resources Director manages and guides the overall functions of human resources services,policies,and programs for the City of Elkhart,including staffing and recruitment,employee onboarding and training,policy development,employee relations,compensation and benefits administration,safety management and compliance with applicable federal,state,and local regulations.The Human Resources Director supervises the Payroll/HRIS Specialist, Talent Acquisition Specialist,Benefits Coordinator, Learning Management/HR Generalist,Safety and Risk Manager,and HR Assistant.The position reports to the Mayor. The responsibilities of the position include: • Directs and manages department work activities, delegates assignments with clear expectations and timelines. od . � • Develops,manages,and implements city-wide succession planning,provides leadership development opportunities to attract and retain talent. • Administers the compensation plan and ensures that the city provides fair,equitable and competitive wages for all employees. ,�V • Administers the city's classification plan,ensures that job descriptions and Fair Labor Standards Act (FLSA)status are maintained and updated as appropriate. • Oversees the administration of the city's benefit programs and works closely with the city's benefit broker in the design,planning,and rollout of all benefit plans. • Oversees all recruiting efforts for the City of Elkhart and ensures that hiring processes are conducted in accordance with established policies and consistent with applicable federal and state laws. Manages and coordinates new employee " orientation and mandated safety training and testing. • Coordinates/conducts training related to employment law,human resources policies,and leadership training for appropriate City of Elkhart employees. • Serves as a key member of and advisor to the city's management negotiation team. • Investigates and attempts to resolve all labor contract disagreements and EEOC charges. • Establishes and administers the city's employee appraisal process and provides guidance and advice to department heads and managers on employee performance matters. • Develops and maintains a current up-to-date employee handbook. • Oversees submission of necessary reports for federal,state,and local government • Participates in administrative staff meetings and attends other applicable meetings,in and/or out of town,council meetings,Board of Works and Board of Safety sessions as required. • Participates in the city council's internal controls committee and other standing or ad hoc committees as requested. Is a key member of the Internal Controls Committee. 3 Leadership Opportunities Strategic business partner. Human capital resources are central to an organization's operational effectiveness and alignment with the city's long-term vision.The Human Resources Director will be integrally involved in a broad range of organizational issues and serve as a valued advisor to city departments and policymakers. Succession planning and leadership development.The city recognizes the importance of employee retention and development.The Human Resources Director will work closely with the Mayor,the executive team,and department directors and managers leadership and retaining to integrate succession planning and leadership development initiatives as part of the city's ongoing operations. Performance management. Performance feedback is central to employee development.The Human Resources Director will establish and implement an organization-wide system for performance management and provide the training needed to support the process. Managing change.City leadership values an organization-wide approach to its human resources functions ensuring consistent hiring and personnel practices across all city departments. Introduction of a new time and attendance platform and implementation of Paycor HRIS are examples of organizational change that the Human Resources Director will champion.The Human Resources Director will also participate in the development of key performance indicators and will assess human resources data to design new initiatives and programs to invest in the city's human capital. Process improvements.The Human Resources Director will review and update department processes and policies to promote efficiency ensure compliance with all applicable laws and requirements. Labor-management relations.With five collective bargaining units,the Human Resources Director will play a critical role in the labor-management relations.The position participates in labor negotiations and assists managers in contract administration and resolving grievances.The Human Resources Director also works with others to create a positive union- management relationship. �' 1 t Il iiL �. Desired Capabilities • Trusted advisor and sounding board and who helps managers resolve employee issues • Supports organizational change that aligns with the city's long-term vision • Engages the workforce and champions a professional,customer-focused organizational culture • Understands the labor market in which the city competes • Promotes a spirit of continuous improvement to make city services better • Leads by example and motivates others to grow in their positions • Embraces diversity,applies an equity lens to organizational policies and programs • Identifies and addresses organizational and department training and development needs • Attentive to the needs of internal customers,ensures that managers and employees look to HR as a resource • Takes an organized and analytical approach to providing options and recommendations • Skilled at navigating gray areas;listens to all sides of an issue before taking action. • Communicates clearly and confidently • Empathetic but firm;consistent,fair,and objective in upholding policies • Demonstrates emotional intelligence,treats everyone with respect • Stays current with HR best practices Qualifications and Experience This position requires a bachelor's degree in human resources or a related field and 3 to 5 years of progressive human resources experience including management and supervisory responsibilities. Equivalent combination of education and experience will be considered. Background in public sector HR and experience working in a union environment are preferred.The position requires knowledge of personnel administration,organizational management.,compensation and benefits,and employment law and familiarity with collective bargaining and contract administration. Qualified candidates will demonstrate the ability to provide strategic advice,analyze and apply key performance indicators to human resource functions,ensure consistent administration of personnel policies,and resolve employee issues.Strong oral and written communication skills and the ability to establish and maintain effective working relationships at all levels of the organization are required. Compensation and Benefits The salary for this position is up to$92,171.The City offers an excellent benefits package, including health and medical insurance, paid holidays and personal days,deferred compensation,and educational assistance.The city participates in the Indiana Public Employees' Retirement Fund and pays both the city and employee contribution to the fund. Application and Selection Process Qualified candidates please submit your cover letter and resume online by visiting our website at: https:llbakertilly.recruitmenthome.com/postings/``3342 This position is open until filled; however, interested applicants are strongly encouraged to apply no later than March 4,2022. For more information, please contact Patty Heminover at patty.heminover@bakertiIly.com or 651.968.7841 or Sharon Klumpp at sharon.klumpp@bakertilly.com or 651.223.3053. For more information about the city, please visit https://elkhartindiana.org/ The City of Elkhart is an Equal Opportunity Employer and recognizes that diverse teams make the strongest teams. People from all backgrounds are encouraged to apply. rS y #• A' RA ti, S C .L 1 'T' 'ys + I South121 -2100 Or bakertilly +• 41 • 111 •. Appendix B: Sample TTI report C� bakertilly now, for tomorrow Workplace Behaviors® ��► Candidate Name The following graph is designed as a visual comparison between the position and the applicant for each behavioral factor. The highlighted area denotes the position-related score for each behavioral factor. The applicant's score is denoted by the darker red,yellow,green and blue line. The closer the applicant's score aligns to the position's score, the better the applicant will perform in the position with respect to behavior. D I S C 100 80 60 . �. 40 20 d 0 Candidate Name 59 42 32 81 Job 43 43 42 80 Job Range (20 point range) Candidate Name www.bakertilly.com 16 Copyright©2006-2021.Target Training International,Ltd. The Success 1 nsig hts@ Wheel z��► • 8 1 • 9 • ♦ 24 10 ♦ ■ • •♦` 23 40 25 26 11 39 56 41 42 27 22 55 � 38 43 12 • 54 60 57 28 m 44 21 37 53 U) C 45 29 13 D • 52 36 9 58 46 nl 20 51 30 6 50 47 14 35 qg 48 3 ; 31 19 34 fV 33 32 15 !, AA 18 16 O� O 17 �iQ 4 Q RELATER 0 Job - (7)ANALYZER Candidate Name -(23) IMPLEMENTING ANALYZER Candidate Name www.bakertilly.com 17 Copyright©2006-2021.Target Training International,Ltd. Comparison Analysis o 11 For Consulting And Coaching . . Competencies Hierarchy 1. Time and Priority Management 79 — 100 62 ❑ 2. Self Starting 87 — 100 61 ❑ 3. Decision Making 94 — 100 88 ■ 4. Personal Accountability 85 — 100 58 5. Diplomacy 72 — 100 66 ■ 6. Teamwork 74 — 100 67 ■ l7. Project Management 82 — 100 69 ■ Primary Driving Forces Cluster 1 . Collaborative 58 — 100 46 ■ 2. Harmonious 36 — 58 24 ■ 3. Altruistic 35 — 59 21 ■ 4. Structured 36 — 58 46 ■ Job Behavioral Hierarchy Zone Range Person 1. Organized Workplace 81 — 100 85 ■ 2. Analysis 54 — 80 80 3. Persistence 62 — 80 65 . 4. Following Policy 61 — 80 70 ■ Exact match ❑ Fair compatibility Good compatibility Poor compatibility Over-focused Candidate Name www.bakertilly.com Copyright©2006-2021.Target Training International,Ltd. rz,7 W 5 ,d m 4 d' # "' a i' J " s,, s t A'h* l~iu# 'r h fi"d , Appendix C: Resumes The City's handpicked engagement team members are well-versed and experienced specialists. C� bakertilly now, for tomorrow DIRECTOR bakertitty Patricia Heminover Patty Heminover, directormore 1 years of •erience 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 Baker Tilly US,LLP process improvement 30 East Seventh Street — Experience identifying management talent,leading organization and process Suite 3025 improvements,and developing and administering budgets St. Paul, MN 55101 — Understanding of human resources and finance United States — Experience working with governing boards T:+1 (651) 223 3058 — Served as superintendent, co-superintendent of schools, director of patty.heminovero)bakertilly.com human resources and finance,director of human resources and business services for two Minnesota school districts bakertilly.com — Facilitated discussions with legislators at the state level regarding ••••.................................................................................•• education funding, securing new funding for a Minnesota school Education district Bachelor of Science,consumer science,business administration Industry involvement Minnesota State University — — Minnesota Association of School Administrators(MASA) Mankato — American Association of School Administrators(AASA) Mini MBA program,human — Minnesota Association of School Business Officials(MASBO) resources management — River Heights Chamber of Commerce,member University of Saint Thomas — State Negotiators Association, Minnesota School Board Association (Saint Paul, Minnesota) — Patty has received a School Finance Award,technology leadership awards and helped establish the first K-12 International Master of Education,administration Baccalaureate School District in Minnesota Minnesota State University — Mankato Continuing professional education — Human Resource Certificate, University of St.Thomas — Superintendents Licensure, State of Minnesota 39 DIRECTOR now,for tomorfow Sharon • • Sharon •• a director with Baker Tilly, has worked on behalf of • governments formore and partnered with them to build strong organizations. Sharon specializes in providing executive recruitment,organizational management and facilitation services to local governments and nonprofits. i 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 Baker Tilly US, LLP — Appointed executive director of the Metropolitan Council,a seven- county regional planning agency for the Minneapolis-Saint Paul 30 East Seventh Street metropolitan area Suite 3025 — Served as city administrator in Oakdale, Minnesota and assistant city St. Paul,MN 55101 manager for St. Louis Park Minnesota and Saginaw, Michigan United States — Private sector experience includes serving as the chief administrative T: +1 (651) 223 3053 officer for the Minneapolis office of a major global engineering and sharon.klumpp@bakertilly.com design firm — Served as an adjunct instructor at Walden University,teaching public bakertilly.com administration and organizational change in the University's School of ....................................................................................... Management Education Bachelor of Arts, political science Industry involvement Miami University — International City/County Management Association (ICMA) (Oxford,Ohio) Master of Public Administration University of Kansas (Lawrence, Kansas) 40 09 bakertilly DIRECTOR . Davis, r tornorrow Art Davis Art directorpursued his passion to improve localgovernment and create great communities • more 1 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 Baker Tilly US, LLP — Strategic goal setting and strategic planning facilitation 5440 West 110th Street — Organizational assessment,design and development Suite 300 — Organization and community facilitation Overland Park, KS 66211 United States — Served more than six years as associate director for the Civic Council of Greater Kansas City,a nonprofit, 501 c4 membership organization T: +1 (816) 912 2036 comprised of CEOs representing some of the largest companies in the art.davis(c_)bakertilly.com region bakertilly.com — 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 Education — Served nearly six years as city administrator for Lee's Summit, Bachelor of Arts in political science Missouri and in other local government positions in Kansas and public administration — Served as assistant to the Mayor of Dallas,Texas William Jewell College — Led and participated in a wide variety of community initiatives; served (Liberty, Missouri) on a major hospital board for 13 years and on other not-for-profit Master of Public Administration boards University of Kansas — Presented with the L.P. Cookingham Award by the Greater Kansas City (Lawrence, Kansas) 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 41 bakertilty DIRECTOR [low,fol tomorrow leadsAnne Lewis Anne Lewis public sectorand brings nearly 20 years of • managementexperience. Prior to joining Baker Tilly,Anne served as an assistant county administrator for a Virginia county,a deputy city manager and an G 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. Baker Tilly US, LLP Industry involvement 8219 Leesburg Pike Suite 800 — International City/County Management Association, Tysons,VA 22182 Credentialed Manager(ICMA) United States — Task force on recruitment guidelines handbook — Task force on women in the profession T: +1 (703)923 8214 anne.lewis@bakertilly.com — Task force on internship guidelines — Government Finance Officers Association (GFOA) bakertilly.com — Virginia Local Government Management Association (VLGMA),former member of executive board Education — Virginia women leading government Bachelor of Science, business administration and management Community involvement Shenandoah University (Winchester,Virginia) — Shenandoah University Alumni Association,executive committee — Shenandoah Apple Blossom Festival°, board of directors Master of Science,organizational leadership and public administration Continuing professional education Shenandoah University — Graduate Certificate in Public Management (Winchester,Virginia) — Senior Executive Institute and LEAD graduate,The Weldon Cooper Center, University of Virginia 42 bakertilly DIRECTOR now,fo- Edward 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 Baker Tilly US, LLP process improvement 2500 Dallas Parkway Suite 300 Industry involvement Plano,TX 75093 United States — Society for Human Resources(SHRM) — Institute for Management Studies (IMS),advisory board T:+1 (214) 842 6478 — Texas Municipal Human Resources Administration (TMHRA) edward.williams@bakertilly.com bakertilly.com Community involvement ....................................................................................... Ft. Bend Habitat for Humanity, president, vice-president, secretary and Education I member, board of(2014-2019) Bachelor of Arts,education — AAU basketball coach—middle school boys University of Missouri (Kansas City, Missouri) Continuing professional education Master of Higher Education — Institute for Management Studies- Houston Administration — International Personnel Management Association University of Missouri (Kansas City, Missouri) Ph.D., Educational Leadership and Policy Analysis University of Missouri (Kansas City, Missouri) Languages English Spanish 43 OF bakertiftV SENIORRECRUITMENT ANALYST Hernandezrow,'or tomorrow Cecilia Hernandez, MPA Cecilia • S. practice. Cecilia is responsible for supporting the consultants throughout each recruitment process and keeps in contact 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 Baker Tilly US, LLP candidates' information for background checks and verification of their education, as well as scheduling interviews for finalists 2500 Dallas Parkway - Worked for a Texas city government as the records management clerk and Suite 300 Plano,TX 75093 provided administrative support for the city secretary department; United States responsibilities were extended to also provide support for the city manager and prepare for city council meetings T:+1 (214)736 1606 - Worked for a Dallas area university humanities department;worked cecilia.hernandez@bakertilly.com closely with event coordinator and manager to ensure that programs and events scheduled ran smoothly;was a contact for students and bakertilly.com provided support ....................................................................................... 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 44 bakertilly SENIORRECRUITMENT Lopez,Michelle Lopez Michelle • been 1 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 Baker Tilly US, LLP support — Survey and data reporting 30 East Seventh Street Suite 3025 — Reference checks for potential candidates St. Paul, MN 55101 — Interview coordination and scheduling United States — Recruitment marketing research and organization 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 45