97-129 Resolution No. 97-129
RESOLUTION
ACCEPTING THE PROPOSAL OF NORMAN ROBERTS AND
ASSOCIATES, INC. , FOR RECRUITMENT OF A CITY MANAGER
BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF ELGIN,
- -ILLINOIS, that Robert 0. Malm, Interim City Manager, be and is
hereby authorized and directed to accept the proposal on
behalf of the City of Elgin of Norman Roberts & Associates,
Inc. , for recruitment of a city manager, a copy of which is
attached hereto and made a part hereof by reference.
s/ Kevin Kelly
Kevin Kelly, Mayor
Presented: May 14, 1997
Adopted: May 14 , 1997
Vote: Yeas 7 Nays 0
Attest:
s/ Dolonna Mecum
Dolonna Mecum, City Clerk
PROPOSAL TO RECRUIT A
CITY MANAGER
FOR THE CITY OF ELGIN, IL
I. FIRM QUALIFICATIONS
With over 25 years of experience conducting nationwide public sector recruitments, I
established Norman Roberts &Associates, Inc. in May 1988 with a commitment to providing our
clients with the highest caliber of service in the industry. We utilize state-of-the-art technology
in conducting a search and have a team of dedicated professionals, researchers and
administrative staff to serve you. We have been named by Executive Recruiter News as one of
the Fifty Leading Executive Search Firms in the United States (out of 2,200 firms). This ranking
is based on a number of factors including size, stability, professional impact, quality and
reputation. And, by focusing only on executive search, this activity is given the highest priority
by our firm.
I believe we are exceptionally well qualified to assist you. In addition to being
knowledgeable abut your City and its government from having recruited Richard Helwig
as City Manager for the City of Elgin, our firm has conducted city manager recruitments
for the cities of Cincinnati (OH), Scarsdale (NY), Fort Lauderdale (FL), Miami Beach (FL),
St. Petersburg (FL), El Paso (TX) and Corpus Christi (TX); and for the California cities of
Bakersfield, Baldwin Park, Berkeley, Buellton, Camarillo, Cypress, East Palo Alto, El
Segundo, Encinitas, Laguna Niguel, Lawndale, Los Altos Hills, Malibu, Moreno Valley,
Norco, Ontario, Oxnard, Palm Springs, Redlands, Redondo Beach, Redwood City, Rolling
Hills, Salinas, San Buenaventura, San Fernando, San Jacinto, Signal Hill, Solvang,
Stanton and Visalia. In addition, we are currently recruiting the County Executive for
Fairfax County (VA) and the County Manager for Coconino County (AZ) and have
previously conducted chief executive recruitments for the counties of DuPage (IL),
Fairfax(VA), Lee (FL), Maricopa (AZ), Los Angeles (CA), Marin (CA), Ventura (CA), Riverside
(CA), San Mateo (CA), El Dorado (CA), Shasta(CA), Mariposa(CA) and Humboldt (CA). A list
of chief executive recruitments for general purpose local governments which I have
managed and/or conducted is enclosed as Exhibit C. These were done while with prior
employers, as well as by our firm. As you will note, I have been responsible for numerous
recruitments in Illinois. (We are also currently completing a recruitment for the
Government Finance Officers Association in Chicago.)
Prior to establishing Norman Roberts &Associates, I was a Senior Vice President of the world's
largest search firm, and was with them for 12 years. While there, I established and directly
managed their nationwide public/not-for-profit, healthcare and education executive search
practices. Since 1969, I have managed almost 3,000 senior level recruitments, including over
350 recruitments for chief executives of public agencies. In addition, in The Career
Makers, which profiles the top 150 executive recruiters in the nation, I am ranked as
the leading recruiter for Government Agencies/Municipalities and among the top ten in
recruiting Women/Handicapped/Minorities.
I will be personally responsible for this assignment and will be assisted by Alex McIntyre, a Vice
President of our firm. Enclosed are copies of our biographies to familiarize you with our
backgrounds (Exhibits A and B). To accomplish this assignment, I will use the full resources of
my firm.
N O R %I A N R O B E R T S & A S S O C I A T F S I N C
City of Elgin, IL
March 27, 1997
Page 2 of 7
H. BACKGROUND
It is our understanding that:
• You are interested in identifying outstanding candidates and filling the position of City
Manager as soon as is practical.
• You wish to recruit in a thorough and deliberate manner that will insure that the best
qualified individual is selected.
• The starting salary for the position is open, depending on the qualifications and
background of the person selected.
M. ADVANTAGES IN UTILIZING OUR SERVICES
Relative to your present search requirements, we believe the principal advantages in using our
firm and what may differentiate us from others are:
• Our specialization in public sector executive search on a nationwide basis;
• Our extensive experience in locating City Managers;
• The quality of our work—indicative of this is the fact that almost half of our
clients have utilized our services on more than one occasion, and many have
hired us from 5-to-15 times;
• My familiarity with Elgin from prior work for your City;
• Our proactive recruitment of candidates who may not be seeking new
employment and would not normally respond to routine advertising, or who may
come from non-traditional sources;
• Our proven ability to identify and recommend qualified female and minority
candidates;
• Our ability to conduct your assignment in a timely and complete manner;
• Our reputation among clients and candidates for communication, e.g.,
acknowledgment of resumes, regular reports to the client, face-to-face interviews
with candidates; and
• The thoroughness of our documented reference and education checks. We do not
merely ask for "five work related references." Rather,.we request very specific
references from candidates and, where feasible, gather newspaper clippings.
IV. OBJECTIVE AND APPROACH
Our objective is always to find the best qualified candidates. We believe that, although notices
in professional journals may be helpful, many of the best candidates must be sought out and
N O R M A N R O B E R T S & A S S O C I A T E S , I N C
City of Elgin, IL
March 27, 1997
Page 3 of 7
their interest encouraged. My familiarity with Elgin, knowledge of the field and our
relationships with professional organizations make us well qualified to assist you.
Our clients have found that we are able to:
• Build consensus among those involved in the hiring process.
• Develop the appropriate specifications for a position.
• Encourage the interest of top-level people who would otherwise be reluctant to respond
to an advertisement.
• Preserve the confidentiality of inquiries.
• Save a considerable amount of time for client staff in developing and responding to
candidates.
• Independently and objectively assess the qualifications and suitability of candidates for
the particular position for which we are recruiting.
If our proposal is accepted, we will do the following:
• Organization and Position Analysis
We will interview the Mayor, Members of the City Council and other appropriate
individuals to determine views of the position and concerns regarding desirable training,
experience, and personal characteristics of candidates. We will also gather/review
relevant updated information about the City of Elgin, such as budgets, organization
charts, etc.
Once our findings have been summarized, we will submit a Recruitment Profile with the
desired qualifications and characteristics for your approval. The Recruitment Profile
which will be sent to potential candidates will include information about the City, the
job and the criteria established by you.
• Recruitment
Once you have approved the Recruitment Profile, we will actively seek out individuals
with superior qualifications and invite and encourage their interest. Announcements
can be placed in professional journals. However, we will rely heavily on our own
experience, contacts and file data.
As a matter of corporate policy, we will not discriminate against any applicant for
employment on the basis of race, religion, creed, age, color, marital status, sex, sexual
preference, disabilities, medical condition, veteran status or national origin.
Approximately 30 percent of the placements made by our firm have been minority
or female candidates.
N O R M A N R O B E R T S & A S S O c I R T E S , I \ C
City of Elgin, IL
March 27, 1997
Page 4 of 7
• Preliminary Screening
We will review, acknowledge and evaluate all resumes received. Preliminary screening will
be based upon criteria contained in the Recruitment Profile, information contained in
the resumes submitted to us, and our knowledge of the people and organizations in
which they work. Telephone interviews will be conducted with the most promising
candidates to gain a better understanding of their backgrounds.
• Progress Reporting
Upon completion of our preliminary screening, we will assemble and submit a progress
report of the leading candidates to the Mayor and Council. This report will include
summary resumes, supplemental information, and the original resumes of those
candidates we believe to be best qualified for the position. Supplemental information on
a candidate typically includes: the size of the jurisdiction for which the person works,
reporting relationships, budget responsibility, the number of people supervised, related
experience and reasons for interest in the position. Any other specific information will
be dictated by the criteria set forth in the Recruitment Profile.
The purpose of our progress report is two-fold. It allows you an opportunity to review the
candidates prior to the conclusion of the search and allows us to receive feedback on the
caliber of the candidates recruited. By doing so, we avoid an embarrassing situation of
conducting a lengthy search only to find we "missed the target." Likewise, you are not
surprised by the candidates as you will have seen their qualifications prior to the final
interviews. Of course, we are flexible and may consider other individuals as final
candidates who are subsequently identified and were not included in the progress report.
• Candidate Evaluation
We will personally interview those candidates whose qualifications most closely match
the criteria established by you. We will examine their qualifications and achievements in
view of the selection criteria. Additionally, we will verify degrees and certifications, and
we will gather newspaper articles via the internet.
As part of our process in evaluating candidates, we make telephone reference checks. In
conducting these references, it is our practice to speak directly with individuals who are,
or have been, in a position to evaluate the candidate's performance on the job. These
references and our evaluations provide you with a frank, objective appraisal of the
candidates. We suggest, however, that such detailed and extensive investigation is
necessary only for those individuals seriously considered by you.
• Final Reporting
We will prepare a detailed report and evaluation for those candidates most nearly
meeting your specifications, and will provide you with interviewing/selection tips,
suggested interview questions, and rating forms for your use. Candidates will not be
ranked, for we believe it will then be a matter of chemistry between you and the
candidates. We will conduct a "briefing session" immediately preceding your interviews
to make sure that the process flows smoothly, and will assist you in a "debriefing"
immediately following the interviews.
N O R M A N R O B E R T S & A S S O C I A T E S , I \' C
City of Elgin, IL
March 27, 1997
Page 5 of 7
■ Special Assistance
Our efforts do not conclude with presentation of the final report. We are committed to
you until a successful placement is made. Services that are routinely provided include:
• Arranging the schedule of interviews and the associated logistics for final
candidates;
• Advising on starting salary, fringe benefits, relocation trends and employment
packages;
• Counseling the spouse, if applicable, concerning career opportunities in the new
location;
• Acting as a liaison between client and candidate in discussing offers and counter
offers;
• Conducting a final round of reference checking with current employers (if not
previously done for reasons of confidentiality); and
• Notifying unsuccessful candidates, who were not recommended for interview, of
our decision.
Once a determination has been made on which candidate to hire, we will conduct credit,
criminal, civil litigation and motor vehicle record checks through an outside service.
V. OUR CLIENT'S ROLE
The client has a very important role in the recruitment process. We are not a substitute for
your organization. While we may identify and recommend qualified candidates, it is the client
who must make the decision about which candidate to hire.
In order to insure that the best candidates are available from which to choose, our clients
should be willing to do the following:
• Clearly inform us about matters relevant to the search that you wish to keep
confidential (e.g., salary, personnel issues, and other privileged information);
• Forward to us copies of the resumes you receive, to avoid duplication of effort;
• Provide feedback to Norman Roberts &Associates regarding the information and
recommendations provided by us,
• Promptly decide upon and follow up in scheduling interviews with the most promising
candidates; and
• Assist in providing information to candidates that will enable them to make their career
decisions.
By doing the above, we will maximize the likelihood of mutual success.
N O R M A N R O B E R T S & A S S O C I A T E S I N C
City of Elgin, IL
March 27, 1997
Page 6 of 7
Finally, please be reminded that the United States Immigration Reform and Control Act of 1986
requires that all employers verify an employee's eligibility to work in the United States. Since
Norman Roberts &Associates cannot serve as your agent in this matter, your hiring process
should include this verification procedure.
VI. TIME FRAME
We propose the following schedule for the performance of this agreement:
1 st week Meet with the Mayor, Members of the City Council and other
appropriate individuals to gather background information.
2nd to 3rd week Develop and obtain approval for the Recruitment Profile.
Develop a list of potential candidates to target.
Prepare and place advertisements, if desired.
4th to 7th week Active recruitment—solicit, receive and acknowledge resumes.
8th week Evaluate resumes and gather supplemental information.
9th week Submit progress report and meet with the Mayor and Council to
review leading candidates.
10th to 12th week Verify degrees and certifications, conduct reference checks, and
interview the best qualified candidates.
13th week Submit final report and initiate the interview process with the
Mayor, Council and other appropriate individuals.
Following Interviews Supplement references (if necessary); conduct credit, criminal, civil
litigation and motor vehicle record checks; and assist with
negotiations.
VII. PROFESSIONAL FEES AND EXPENSES
We propose a fixed fee of$17,000 for the work outlined above. In addition, we are reimbursed
for expenses such as for advertising, travel, interviewing, sourcing and support services, as well
as allocated costs such as telephone, postage, photocopying and other related items. These
expenses will not exceed $8,000 without written authorization from you. Please note that this
amount for expenses does not include reimbursement of candidates who travel to be
interviewed by you. Unless you notify us to the contrary, we will assume that you will handle
these reimbursements directly. We will submit three equal monthly invoices for fees, plus an
amount for expenses, due and payable upon receipt. Our first billing is due upon your
authorization to proceed.
Though we are committed to working with you until a placement is made, our fees and
expenses are not contingent upon our success in placing a candidate with your organization.
However, if the selected candidate (other than an internal candidate) should be terminated
within one year from the date of hire, we will redo the search for no additional professional fee.
Naturally, we would expect to be reimbursed for any expenses that might be incurred.
Additionally, in the event that more than one executive is hired in connection with work
N O R 11 AN R O B E R T S & A S S O C I A T E S , I N C .
City of Elgin, IL
March 27, 1997
Page 7 of 7
performed by us (i.e., for another position within your organization), a full professional fee will
be due for each executive hired.
You may discontinue this assignment at any time by written notification. In the unlikely event
that this occurs, you will be billed for all expenses incurred to the date of the cancellation and
for professional fees, based upon the time elapsed from the commencement of the assignment to
the date of cancellation. If a cancellation occurs within the first thirty days of the assignment,
following either verbal or written authorization to proceed, the first installment of professional
fees will be due in full. If a cancellation occurs thereafter, the fee will be prorated based upon
the number of calendar days which have elapsed. If a cancellation occurs after ninety days, all
professional fees will be due in full.
VIII. GENERAL PROVISIONS
Our ability to carry out the work required is heavily dependent on our past experience in
providing similar services to others, and we expect to continue such work in the future. We
will, however, preserve the confidential nature of any information received from you or developed
during the work in accordance with our established professional standards.
We assure you that we will devote our best efforts to carrying out the work required. The results
obtained, our recommendations and any written material we provide will be our best judgment
based on the information available to us and our liability, if any, shall not be greater than the
amount paid to us for the services rendered. This letter shall constitute the agreement between
us and it may not be modified except in writing by both parties.
IX. ACCEPTANCE
If this proposal meets with your approval, please sign below and return one copy to us.
SUBM=D BY NORMAN ROBERTS&ASSOCIATES, INC.:
Signature:
Name: Norman C. Roberts
Title: President
Date: March 27, 1997
ACCEPTED OF UWIN, EU
Signature: ,
Name:
Title:
Date:
N O R M A N R O B E R T S & A S S O C 1 R T E S , I N C
EXHIBIT A
NORMAN C. ROBERTS
Norman Roberts pioneered the field of public sector recruitment over 25 years ago. Prior to
establishing Norman Roberts&Associates, Inc. in 1988, Mr. Roberts was a Senior Vice President
of Korn/Ferry International (KFI). He joined KFI in 1976 and was founder and manager of the
firm's national public sector, not-for-profit, education and health care executive search
practices. Mr. Roberts was previously employed for five years by Arthur D. Little, Inc. (ADL),
where he conducted general assignments to recruit executives for local governments and
associations. Among the many placements made by Mr. Roberts was the President of the Los
Angeles Olympic Organizing Committee, Mr. Peter Ueberroth.
Before joining ADL, Mr. Roberts was a senior consultant with Peat, Marwick, Mitchell & Co.,
during which time he managed several major consulting engagements to provide management
assistance to public agencies. For three years before this, he was a senior member of the
Executive Director's staff of a federally funded program with a $60 million annual budget.
Previously, he was Assistant City Administrator of the City of Lomita. From 1962 to 1965, he
was a staff assistant to the City of Los Angeles' Board of Public Works.
Mr. Roberts received a Bachelor of Arts degree in Political Science from the University of
California at Los Angeles, and a Master's degree in Public Administration from the University of
Southern California.
In the book The Career Makers, which profiles the top 150 executive recruiters in the nation,
Mr. Roberts is ranked as the leading recruiter for both Government Agencies/Municipalities and
Engineering. He is among the top ten for Transportation, MIS/Computer Operations, and
Women/Handicapped/Minorities, as well as being named a leader in several other areas,
including Associations/Societies/Non-Profit Organizations, Health Services/Hospitals,
Universities/Colleges/Schools, Public Relations/Government Affairs, Legal, Law/Accounting/
Consulting Firms, Construction and Retail.
Mr. Roberts is a Past President of both the Los Angeles and San Francisco chapters of the
American Society for Public Administration (ASPA) and, in 1988, he received the Will Baughman
Award for distinguished service to ASPA. He was an Advisory Board Member and Past President
of the California Executive Recruiters Association (CERA); and is a member of the Western
Governmental Research Association (WGRA), the International City/County Management
Association (ICMA), and the International Personnel Management Association (IPMA). He also
served on the Board of Children's Institute International and is a Past President. Mr. Roberts
has authored numerous articles and spoken before national organizations on the subject of
executive recruitment.
N O R \1 A N R O B E R T S & A S S O C I A T E S I \ C
EXHIBIT B
ALEX D. McINTYRE
Alex D. McIntyre is a Vice President with Norman Roberts &Associates, Inc. specializing in senior
level local government executive search. Mr. McIntyre's recent assignments have included city
manager/administrator recruitments for the California cities of Berkeley, Buellton, Cypress,
Encinitas, San Buenaventura, Signal Hill and Visalia as well as for the cities of Corpus Christi
MQ, El Paso (= and Scarsdale (NY). County manager/administrator searches have included
the California counties of El Dorado, Marin, Shasta, Ventura as well as the Arizona counties of
Coconino and Maricopa, and Fairfax(VA). Mr. McIntyre also has extensive experience recruiting
senior level executives in the areas of general administration, legal, public safety, public works,
planning, community/economic development, finance and utilities.
Prior to joining the firm, Mr. McIntyre spent six years as the Assistant to the City Manager with
the City of Arcadia. Among his responsibilities there was serving as the Personnel Director.
Before joining the City of Arcadia, Mr. McIntyre was an Administrative Analyst for the City of
Burbank, and was with them for three years. While there, he worked in the Office of the City
Manager as well as in the areas of personnel, budgeting and community development/
redevelopment.
Mr. McIntyre received a Bachelor of Arts degree in Political Science from the University of
California at Irvine, and a Master's degree in Public Administration from the University of
Southern California.
Current and prior professional affiliations include: International City and County Management
Association (of which he is a member of the Assistants Steering Committee), American Society
for Public Administration, International Personnel Management Association, League of
California Cities, Municipal Management Assistants of Southern California (MMASC), California
Public Employers Labor Relations Association, and California Association of Public Information
Officials. From 1991 to 1993, Mr. McIntyre served as the Chair of the San Gabriel Valley Solid
Waste Management Joint Powers Authority.
N O R M A N R O B E R T S & A s s o c ] A T E S , I N C .
EXHIBIT C
CHIEF EXECUTIVE SEARCHES
FOR GENERAL PURPOSE LOCAL GOVERNMENTS
ALABAMA, STATE OF
Anniston City Manager
ALASKA, STATE OF
Juneau Borough Manager
Ketchikan City Manager
Ketchikan-Gateway Borough Manager
Valdez City Manager
ARKANSAS, STATE OF
Little Rock City Manager
ARIZONA, STATE OF
Coconino County County Manager
Glendale City Manager
Maricopa County County Administrative Officer
Phoenix City Manager
Scottsdale City Manager
Tucson City Manager
CALIFORNIA, STATE OF
Alameda County County Administrator
Albany City Administrator
Arcadia City Manager
Bakersfield City Manager
Baldwin Park City Manager
Bell City Administrative Officer
Berkeley City Manager
Beverly Hills City Manager
Brea City Manager
Buellton City Manager
Burbank City Manager
Camarillo City Manager
Carson City Administrator
Contra Costa County County Administrator
Corte Madera Town Manager
Cypress City Manager
Del Mar City Manager
East Palo Alto City Manager
El Dorado County Chief Administrative Officer
El Segundo City Manager
Encinitas City Manager
Fresno County County Administrator
Glendale City Manager
Hemet City Manager
Hercules City Manager
N O R M A N R O B E R T S & A S S O C I R T E S , I N C
Chief Executive Searches
Page 2 of 5
Hidden Hills City Manager
Humboldt County Chief Administrative Officer
Huntington Beach City Administrator
Laguna Niguel City Manager
Lawndale City Manager
Livermore City Manager
Los Altos Hills City Manager
Los Angeles County Chief Administrative Officer
Malibu City Manager
Marin County County Administrative Officer
Mariposa County County Administrative Officer
Monterey County County Administrator
Monterey Park City Manager
Moreno Valley City Manager
Norco City Manager
Novato City Manager
Oakland City Manager
Ontario City Manager
Oxnard City Manager
Palm Springs City Manager
Piedmont City Administrator
Pomona City Manager
Redlands City Manager
Redondo Beach City Manager
Redwood City City Manager
Riverside City Manager
Riverside County County Administrative Officer
Rolling Hills City Manager
Salinas City Manager
San Buenaventura City Manager
San Diego City Manager
San Diego County County Manager
San Fernando City Administrative Officer
San Jacinto City Manager
San Jose City Manager
San Luis Obispo County County Administrative Officer
San Mateo County County Manager
Santa Ana City Manager
Santa Monica City Manager
Shasta County County Administrative Officer
Signal Hill City Manager
Solvang City Administrative Officer
Sonoma County County Administrator
Stanton City Manager
Turlock City Manager
Tulare County County Executive
Ventura County Chief Administrative Officer
Visalia City Manager
Walnut Creek City Manager
N O R M A N R 0 B E R T S & A S S 0 C [ A T E S , I N C
Chief Executive Searches
Page 3 of 5
COLORADO, STATE OF
Arapahoe County County Administrator
Boulder City Manager
Estes Park Town Administrator
Lakewood City Administrative Officer
Northglenn City Manager
CONNECTICUT, STATE OF
Meriden City Manager
West Hartford Town Manager
FLORIDA, STATE OF
Clearwater City Manager
Fort Lauderdale City Manager
Gainesville City Manager
Hillsborough County County Administrator
Lee County County Administrator
Miami City Manager
Miami Beach City Manager
Naples City Manager
Pensacola City Manager
Sarasota County County Administrator
St. Petersburg City Manager
GEORGIA, STATE OF
Albany City Manager
LUJ2 TOTS, STATE OF
DuPage County County Administrator
Elgin City Manager
Flossmoor Village Manager
Glencoe Village Manager
Hazel Crest Village Manager
Highland Park City Manager
Mount Prospect Village Manager
Naperville City Manager
Peoria City Manager
Rock Island City Manager
Skokie Village Manager
Sterling City Manager
Streamwood Village Administrator
Villa Park Village Manager
Wood River City Manager
Woodridge Village Manager
IOWA, STATE OF
Ames City Manager
Sioux City City Manager
N O R M AN R O B E R T S & A s s o c I A T E S , I N C
Chief Executive Searches
Page 4 of 5
KANSAS, STATE OF
Emporia City Manager
Sedgwick County County Administrator
Wichita City Manager
MAINE, STATE OF
Bangor City Manager
MARYLAND, STATE OF
Prince George's County Chief Administrative Officer
Rockville City Manager
MICHIGAN, STATE OF
Ann Arbor City Administrator
Grand Rapids City Manager
Kalamazoo City Manager
Saginaw City Manager
Washtenaw County County Administrator
Ypsilanti City Manager
MIIPNFSOTA, STATE OF
Brooklyn Park City Manager
Coon Rapids City Manager
Minneapolis City Coordinator
Ramsey County Executive Director
St. Louis Park City Manager
MISSOURI, STATE OF
Columbia City Manager
Kansas City City Manager
MONTANA, STATE OF
Great Falls City Manager
NEW YORK, STATE OF
Garden City Village Manager
Scarsdale Village Manager
NEW JERSEY, STATE OF
Plainsboro Township Village Administrator
NORTH CAROLINA, STATE OF
Charlotte City Manager
Winston-Salem City Manager
OHIO, STATE OF
Cincinnati City Manager
OIff.AHOMA, STATE OF
Bartlesville City Manager
Enid City Manager
N O R M A N R O B E R T S & A S S O C I A T E S , I N C .
Chief Executive Searches
Page 5 of 5
OREGON, STATE OF
Lake Oswego City Manager
Milwaukie City Manager
SOUTH CAROLINA, STATE OF
Myrtle Beach City Manager
TEXAS, STATE OF
Austin City Manager
Bryan City Manager
Corpus Christi City Manager
Dallas City Manager
El Paso Chief Administrative Officer
Grapevine City Manager
VIRGLNIA, STATE OF
Chesapeake City Manager
Chesterfield County County Administrator
Fairfax County County Executive
Richmond City Manager
Virginia Beach City Manager
WASHINGTON, STATE OF
Bellevue City Manager
WYOMEVG, STATE OF
Casper City Manager
Laramie City Manager
N O R \1 A N R 0 B E R T S & A S S O C I A T E S , I N C .
Noizm RoBl is r �
EA r�u'r,. _ _�arrhCnn ult:nib
March 27, 1997
VIA FEDERAL EXPRESS
CONFIDENTIAL
Mayor and Members of the City Council
c/o Mr. Olufemi Folarin
Director of Human Resources
City of Elgin
150 Dexter Court
Elgin, IL 60120
Dear Mayor and Members of the City Council:
In response to the request by Olufemi Folarin, Norman Roberts&Associates, Inc. is pleased to
submit this proposal to assist the City of Elgin in its efforts to recruit and screen candidates for
the position of City Manager. As you are aware, I recruited Richard Helwig as City Manager for
your City in 1994.
This proposal outlines our general understanding of your requirements and the steps we will
take to help accomplish this task. If you desire some modification of our work program, we
would be pleased to discuss this with you.
We look forward with great interest to again working with the City of Elgin.
Sincerely yours,
Norman C. Roberts
President
NCR/sf
Enclosures
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TABLE OF CONTENTS
Page
I. FIRM QUALIFICATIONS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . I
II. BACKGROUND . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2
III. ADVANTAGES IN UTILIZING OUR SERVICES . . . . . . . . . . . . . . . . . . . . . . . . . 2
IV. OBJECTIVE AND APPROACH . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2
Organization and Position Analysis . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3
Recruitment. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3
Preliminary Screening. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4
Progress Reporting. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4
Candidate Evaluation. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4
FinalReporting. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4
Special Assistance. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5
V. OUR CLIENT'S ROLE. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5
VI. TIME FRAME. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6
VII. PROFESSIONAL FEES AND EXPENSES. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6
VIII. GENERAL PROVISIONS. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7
IX. ACCEPTANCE. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7
EXHIBITS
A. BIOGRAPHY—Norman C. Roberts
B. BIOGRAPHY—Alex D. McIntyre
C. LIST OF CHIEF EXECUTIVE RECRUITMENTS
MANAGED BY NORMAN ROBERT'S
NO R S4 A N R O B E R T S & A S S O C I A T E S , I N C