CITY COUNCIL AGENDA ITEM NO. 13
Meeting Date: February 22, 2005
Subject/Title: Authorize the City Manager to retain CPS to conduct the
for a City Attorney
Prepared by: Karen Chew, Assistant City Manager
Submitted by: Donna Landeros, City Manager
Authorize the City Manager to retain CPS Executive Search to conduct the
recruitment for the City Attorney.
CPS Executive Search has recently conducted successful recruitments for the
City to fill vacancies for Assistant City Manager, Planning Manager and City
Manager. These recruitments were completed in a timely manner and under
The attached proposal to recruit for a City Attorney includes the following:
• Development of a candidate profile that will assist us in locating not
only a well-qualified candidate but a candidate that will possess qualities
that will enable them to effectively interact with the City Council and
• Development of an attractive recruitment brochure that will include
important information about the City, the local area, and personal and
professional attributes required of the new City Attorney.
• Recruitment outreach including development and placement of advertisements
in appropriate professional journals. The Consultant will also actively seek
qualified candidates by directly contacting them as well as follow-up with
candidates that have been identified by referral of respected and
experienced local government executives and local government attorneys.
• The Consultant will receive candidate resumes and will conduct the initial
screening to identify candidates that appear to possess the personal and
professional attributes the City is seeking. These candidates will be
interviewed by the Consultant.
• Candidates will be ranked based on the interview process and those that
appear to be the most desirable will be presented to the City Council via
written report. The City Council will select a group of finalist candidates
for further evaluation and/or interview.
Representatives from CPS will meet with the Council prior to the initiation
of the recruitment to obtain input regarding desirable qualifications for
the new City Attorney. As this position reports directly to the City
Council, the final selection interviews will be conducted by the Council,
similar to the process for the recruitment of the City Manager.
The recruitment will not exceed $25,000 (twenty-five thousand dollars) and
will be included in the City Attorney’s budget for the current fiscal year.
Proposal from CPS
CITY OF BRENTWOOD
to recruit a
241 Lathrop Way
Sacramento, CA 95815
February 16, 2005
February 16, 2005
Donna Landeros, City Manager
City of Brentwood
150 City Park Way
Brentwood, CA 94513
Dear Ms. Landeros:
Thank you very much for the opportunity to submit a proposal to assist the
City of Brentwood with the recruitment of a new City Attorney. We feel we
have developed a very good understanding of the City of Brentwood and would
be delighted to partner with the City in the crucial endeavor to recruit a
new City Attorney.
CPS Executive Search (formerly Shannon Executive Search), a Division of CPS
Human Resource Services, has provided executive and organizational services
to local government clients in the western United States since 1986. The
types of services we provide are as follows:
• Executive Search: Focusing on the recruitment and selection of city
managers legal counsel and other key management, professional, and technical
• Organization Development and Training: Offering training and group
facilitation for council-manager relations, team-building, organizational
trouble-shooting, and staff development.
• Human Resources Advisory Services: Providing consulting resources in
position classification and compensation analysis, civil service and merit
system restructuring, management performance assessments, and ethics
training for management and staff.
With respect to this particular assignment we possess a number of important
• The successful completion of approximately 1,500 recruitments for more
than 400 clients. We have extensive experience in the recruitment of all
types of local government executive and professional staff, including
council/board appointed executives, department directors, and key
professional and management positions. Although our client list covers a
broad range, please note that each recruitment we conduct is uniquely
designed to fit the needs of the individual client and is calculated to
provide a strong, competitive pool of candidates.
• We have conducted multiple recruitments for city attorney and related
positions. For example, we are presently assisting the City of Sunnyvale in
recruiting a City Attorney. We have completed City Attorney recruitments for
the California cities of Concord, Morgan Hill, Riverside, Santa Barbara, San
Jose and Ventura, plus Scottsdale, Arizona. We also have assisted the City
of Napa, CA (Deputy City Attorney) and Sacramento County (County Counsel and
Deputy County Counsel) on similar recruitments, as well as Orange County, CA
in a Public Defender search.
• We have conducted numerous Bay Area recruitments for a variety of
positions and are thus familiar with regional issues such as housing costs,
transportation, community demographics, etc. Some of our client cities are
or have been the cities of Concord, Antioch, Walnut Creek, Brentwood, Menlo
Park, Palo Alto, Mountain View, Portola Valley, Los Altos, Los Altos Hills,
Dublin, Redwood City, Lafayette, Fremont, Millbrae, San Francisco and
various public agencies in Marin County.
• In-depth understanding of all local government operations, programs, and
services. This understanding has been gained both as local government
managers and as consultants to local governments throughout the Western
A detailed proposal outlining our services, staff and reference sources is
attached for the City’s consideration.
Again, thank you for the opportunity to be considered for this assignment.
We know the selection of a City Attorney is a critical decision for any City
Council, and we are prepared to make the process as smooth as possible. If
you need additional information, please contact me at (916) 263-1401 or
visit our website at www.cps.ca.gov/search.
TABLE OF CONTENTS
I. OUR APPROACH - EXECUTIVE SUMMARY 1
II. CONSULTANT TEAM 3
III. EXECUTIVE SEARCH PROCESS IN DETAIL 7
IV. REFERENCES 12
V. PROJECT TIMING 13
VI. COST 14
VII. OPTIONAL SERVICES 15
I. OUR APPROACH - EXECUTIVE SUMMARY
The City of Brentwood is about to make a decision of great significance—the
selection of a new City Attorney. Because this decision is so critical, CPS
Executive Search has developed the most comprehensive and sophisticated
executive search service available to local government today. Our unique
approach to executive search includes the following features:
The Mayor and City Council must be intimately involved in the search for a
new City Attorney. For this reason, our approach assumes their direct
participation in key phases of the search process, including the development
of the candidate profile and recruitment strategy, the selection of final
candidates, interviews with the finalists, and ultimately, the selection of
a new City Attorney.
A critical first step in a successful executive search is for the City
Council to define the professional and personal qualities required of its
City Attorney. To be certain this occurs, we have developed a very effective
process that will permit the City to clarify the preferred future direction
for the community; the specific challenges the City is likely to face in
achieving this future direction; the working style and organizational
climate the Council members wish to establish with the City Attorney; and
ultimately, the professional and personal qualities that will be required of
the City Attorney to be successful.
The best City Attorney candidates are often not actively seeking a new
position. They may be very satisfied with their current situation, and may
only consider a change if a more attractive career opportunity is presented
to them. This is why we take an aggressive approach in identifying and
recruiting the best available candidates.
The selection of the best available candidate requires the use of tools that
have been specifically designed to evaluate each candidate against the
personal and professional qualities identified by the Council. For this
reason, we tailor our selection techniques to the City's specific
requirements. In addition, we also assume responsibility for administering
the selection process for the Council.
One of the most sensitive parts of the selection process is frequently the
development of an employment agreement with the new City Attorney. If this
is not done with care and precision, it can result in either losing the
preferred candidate, or beginning the employment relationship in an awkward
manner. To preclude this from occurring, we are available to assist the City
Council and the city’s legal counsel in developing an agreement that is
acceptable to both parties.
If the candidate selected and appointed by the Mayor and Council terminates
employment for any reason before the completion of the first year of service
as a result of a full CPS Executive Search recruitment, CPS Executive Search
will provide the Mayor and Council with whatever professional services are
required to appoint a replacement. Professional consulting services will be
provided at no cost.
The CPS mission statement is: “To provide professionally sound,
client-oriented human resources….services to public and non-profit clients.”
As to executive search specifically, our philosophy/operating principles in
approaching a CEO or senior management search are to:
• Protect the client’s interests
• Offer professionally sound advice based on our vast experience
• Listen to the client’s needs and be flexible to meet the those needs
• Keep the client informed of the recruitment’s progress
• Treat candidates with dignity and respect
• Ensure that the potential universe of clients knows about the opportunity
in a timely manner through a strategic and proactive approach
• Be accessible to candidates to remove barriers and answer questions
II. CONSULTANT TEAM
CPS Executive Search has assembled a uniquely qualified team of
professionals to assist the City. This team possesses extensive consulting
experience and a direct, in-depth understanding of local government. Each
team member routinely serves as an engagement manager and personally handles
every aspect of the executive search process. David Harris will take the
lead on this engagement.
DAVID HARRIS (currently performing a City Attorney recruitment for the City
Throughout his 30+-year career as a local government executive and executive
recruiter, Mr. Harris has been involved in a host of senior management
recruitments, assessment centers and other human resources related projects.
Since joining CPS Executive Search, Mr. Harris has been involved as project
manager in the recruitment of city attorneys, city managers, county
executives, public safety administrators, transportation managers, finance
officers, legal counsel and most other local government executive positions.
He is experienced in all phases of the recruitment process.
Before joining CPS Executive Search, Mr. Harris served for nearly 20 years
as City Manager of Dixon, California and, prior to that, for nearly six
years as Assistant City Manager of Fairfield, California. Mr. Harris was
awarded the ICMA Award of Excellence for Local Government Innovation in 1997
and is the author of articles that have been published in State or National
journals. His Bachelor’s degree and Master’s degree were both earned at
Brigham Young University.
Mr. Shannon has over thirty years of human resources management experience
including twenty-four year’s experience as a consultant to local, regional,
and state government. During this time, numerous consulting engagements have
been successfully completed for cities, counties, educational institutions,
special districts, and regional and state agencies. Mr. Shannon was a
partner in another local government consulting firm for ten years before
starting his own firm in 1986. He began his career in key management
positions with the City of Inglewood, California.
Mr. Shannon personally conducts the most sensitive and complex recruitments.
During his 24 years of consulting experience, Mr. Shannon has personally
completed over 100 recruitments for council/board appointed officials,
including city managers, county executives, district general managers, and
regional agency executives.
In addition to his extensive recruitment experience, Mr. Shannon is
recognized as a national leader in human resources management. Specific
areas of expertise include management compensation, performance planning and
evaluation, group facilitation, strategic planning, and organization
Mr. Shannon received his Bachelor's degree from the University of
California, Santa Barbara and his Master's degree in Management from the
University of California, Los Angeles.
TERI BLACK BRANN
Ms. Black-Brann manages our Los Angeles area office and has conducted a
variety of local government recruitments in California, Oregon, Arizona,
Colorado, and Minnesota. Over the last two years, she has successfully
placed candidates in a wide array of positions including city manager,
assistant and deputy city manager, police chief, police captain and
lieutenant, community and economic development director, human resource
director, public works director, city clerk, director of maritime, parks,
recreation and neighborhood services deputy director, communications and
public affairs director, librarian, director of information technology, and
director of youth services, in addition to specialized support positions.
Before entering the executive search field, Ms. Black-Brann enjoyed a
successful 14-year career in local and federal government, serving in a
number of management positions where she oversaw policing/crime prevention,
communications, human resources, finance, public/legislative affairs,
information technology, and strategic planning among other areas. In the
Clinton Administration, Ms. Black-Brann served as Chief of Staff for the
Office of Community Oriented Policing Services (COPS)/U.S. Department of
Justice where she ran the day-to-day and strategic operations of a $1.9
billion federal agency.
Ms. Black-Brann earned her Master of Public Administration degree from the
University of Southern California. She holds a Bachelor’s degree from
California State University, Fullerton.
Since joining CPS Executive Search in 1998, Mr. Kristensen has assisted
numerous local agencies in recruitments for a variety of executive positions
including city manager, deputy city manager, police chief, community
development director, information services manager, public defender, and
internal audit director. He brings to each recruitment an extensive
background in general management, human resources, labor relations,
budgeting, finance, and organizational development along with experience in
strategic planning, redevelopment, recreation, and capital projects.
Mr. Kristensen has concluded a successful 25-year management and operations
career with three California cities, most recently as City Manager with the
City of Woodland. An accomplished team leader, Mr. Kristensen has enhanced
intergovernmental collaboration through the establishment and/or operation
of three countywide joint powers authorities for workers
compensation/liability insurance services, public transportation, and
emergency communications/dispatch services. His management responsibilities
included the recruitment and selection of over 15 top-level law enforcement,
fire protection, finance, planning, engineering, parks and recreation, and
library managers for the City of Woodland alone.
Mr. Kristensen obtained his Bachelor’s degree from California State College,
Sonoma and his Master’s degree in Public Administration from the University
of California, Riverside.
Since joining CPS Executive Search in 2002, Stuart Satow has been involved
in numerous recruitments on behalf of various cities, counties and other
local government agencies for a variety of executive and senior management
positions. Previously Mr. Satow was a fixture on television in the
Sacramento region for 22 years. As a sportscaster for ABC affiliate KXTV
Channel 10, Mr. Satow interviewed hundreds of management-level executives,
university officials and professional and amateur athletes. He is a popular
public speaker and emcee who has long been involved in community events in
the Sacramento region. With a BA degree in Communication Studies from
California State University, Sacramento and 27 years of experience in the
communications industry, Mr. Satow is an experienced writer and interviewer
who has excellent people skills and a positive track record in staff and
William (“Will”) Randolph has recently joined CPS Executive Search following
a very successful career in local, state and federal government. He serves
simultaneously as the Executive Director of the County Administrative
Officers Association of California. Most recently, Mr. Randolph served as
County Administrative Officer (CAO) for San Bernardino County, the largest
county, geographically, in the lower 48 states. Previously he was CAO of
Fresno and Butte Counties. Earlier in his career, Mr. Randolph served as
City Administrator of the City of Oroville, as District/Legislative Director
for a member of the U.S. Congress and as Director of a Grant-In-Aid program
for the State of California.
Mr. Randolph obtained his Master of Public Administration degree from
California State University, Chico, and a Bachelor of Arts from the
University of California, Berkeley. He is a member of the International City
Management Association and is a former Captain in the United States Air
Force. Mr. Randolph was a member of the Governor’s Local government Policy
Council Restructuring Advisory Panel in 1994. He has developed an ethics
training program which has been utilized by various government agencies who
have found it to be beneficial to their organization.
Dr. Boehm has served as City Manager of two California cities (Sierra Madre
and Camarillo) and was Executive Director of the California Peace Officer
Standards and Training Commission (POST) for 17 years prior to his
retirement from that agency. He holds a Bachelor’s degree from Brigham Young
University (BYU), an MPA degree from the University of Southern California
and a PhD from Claremont Graduate University in Government. He has also
taught public administration classes at BYU on a full-time basis and has
lived and worked overseas in Russia for three years. Dr. Boehm was an
executive recruiter prior to his service in Russia and has recently rejoined
CPS Executive Search. In his recruiting capacity he has worked on a variety
of projects for cities, counties, utilities and other public agencies in the
recruitment of city managers, police chiefs, and utility executives, among
Ms. Montgomery has directly recruited and placed interim executives in all
disciplines of local government, from County Administrator to Police Chief.
With PESA as the Employer of Record in these placements, is has been
critical that all aspects of candidate recruitment, assessment, background
checking, and negotiation be conducted expeditiously and effectively.
Prior to joining CPS, Ms. Montgomery enjoyed a successful fifteen-year
career as a local government executive in cities with populations ranging
from 50,000 to 400,000. These years of service yielded a strong foundation
in economic and community development, as well as policy development and
administrative services. Additionally, she has more than ten years
experience in corporate management and recruitment, providing experience in
the public utilities, finance, communications sectors. Ms. Montgomery is a
graduate of Michigan State University.
III. EXECUTIVE SEARCH PROCESS IN DETAIL
The executive search process presented below is designed to provide the City
Council with the full range of services required to assure the ultimate
selection of a City Attorney who is uniquely suited to the city's needs.
PHASE I - DEVELOP CANDIDATE PROFILE AND RECRUITMENT STRATEGY
Task 1 - Review and Finalize Executive Search Process and Schedule
A critical first step in this engagement is a thorough review of the search
process and schedule with the Council. This will ensure that the City's
needs are met in the most complete manner possible.
Task 2 - Meet Individually with Each Council Member
As a prelude to a workshop session with the Council, the consultant will be
available to meet individually with the each Council Member. The purpose of
these meetings is to develop individual insights regarding the community’s
needs and the personal and professional characteristics desired in a City
Task 3 - Receive Input From Others
As desired by the Council, the recruitment process can provide for the
active participation of the City Manager, department heads, and others in
the development of the candidate profile. The specific nature of the
involvement process would be developed in consultation with the Council. The
results of the above activities will be summarized by the consultant and
provided to the Council as an additional source of information for
developing the candidate profile and selection criteria.
Task 4 - Development of Candidate Profile and Recruitment Strategy
This task could be accomplished during a workshop session of one and
one-half to two hours in length involving the Mayor, Council and the
consultant. This task will result in the identification of the personal and
professional attributes required of the new City Attorney, and include the
• The Mayor and Council will identify priorities for the new City Attorney.
• The consultant will assist the Mayor and Council in identifying the
conditions and challenges likely to be encountered in achieving the
priorities identified above.
• The Mayor and Council will describe the type of working relationship they
wish to establish with the City Attorney.
• The consultant will assist the Mayor and Council in generating a list of
specific competencies, experiences, and personal attributes needed by the
new City Attorney in light of the analyses conducted above.
• The consultant will present several recruitment and selection strategies
for the Mayor and Council’s consideration. The Mayor and Council will choose
the recruitment and selection process most likely to produce the intended
Task 5 - Prepare Recruitment Brochure and Place Advertisements
Following the completion of the workshop session, text for an attractive
recruitment brochure will be prepared and presented to the Mayor and Council
for review prior to printing (samples may be seen on our website at
www.cps.ca.gov/search). In addition, advertisements will be prepared and
placed for publication in appropriate magazines, journals, newsletters, job
bulletins, and Web sites.
PHASE II - RECRUITMENT
Task 1 - Identify and Contact Potential Candidates
This very crucial task will include a variety of activities designed to
attract the best available candidates. In addition to the placement of
advertisements in appropriate professional journals, the consultant will:
• Contact respected and experienced local government executives and local
government attorneys to identify outstanding potential candidates on a
referral basis. These individuals, as well as potential candidates, are
typically contacted very soon after they have received a recruitment flier
in order to maximize the impact of the multiple contacts.
• Select top quality candidates for consideration from past recruitments.
• Provide each potential candidate with a copy of the recruitment brochure
transmitted by personal letter.
• Contact potential candidates by telephone to explain the career
opportunity, answer questions, and encourage them to submit a resume.
Oftentimes this component necessitates multiple conversations with the same
person to peak their interest and to answer their questions.
Task 2 – Resume Review and Personal Interviews
All resumes will be submitted directly to the consultant for initial
screening. This screening process is specifically designed to assess the
personal and professional attributes the City is seeking and will include:
• A thorough review of each candidate's resume and other supporting
• Personal interviews with the candidates who appear to best meet the City’s
needs. This group typically includes approximately eight to twelve
candidates, but could include more.
Task 3 - Council Selects Finalists
At the conclusion of the previous tasks, the consultant will prepare a
written report that summarizes the results of the recruitment process and
recommends six to eight candidates for further consideration by the Council.
This report will include the candidate resumes and a profile on each
candidate's background. The candidate profile includes a summary of current
responsibilities and an assessment of each candidate’s potential fit. The
consultant will meet with the Council to review this report and to assist
the Council in selecting a group of finalists for further evaluation.
PHASE III - SELECTION
Task 1 - Design Selection Process
Based on the results of the meeting conducted in Phase I, the consultant
will design a selection process to be utilized by the Council in assessing
the final candidates. This process will typically include an in-depth
interview with each candidate, but may also include other selection tools
such as an oral presentation and problem-solving exercises.
Task 2 - Administer Selection Process
The consultant will coordinate all aspects of the selection process for the
City. This includes contacting both the successful and unsuccessful
candidates, preparing appropriate materials, facilitating the interviews,
and assisting the Council with deliberation of the results of the
Task 3 – Arrange Follow-up Interviews and Conduct In-depth Reference Checks
Following the completion of the selection process, the consultant will be
available to schedule and coordinate follow-up interviews, and complete
reference checks. The in-depth reference checks are conducted in confidence
and include elected officials, community leaders, peers, and subordinates. A
written summary of the reference checks is provided to the City Council.
We would also have a background records check of court, credit and driving
records performed on one finalist candidate at no extra cost.
Task 4 – Assist Council in Developing Employment Agreement
Once the Council has made a selection, the consultant will assist the
Council and new City Attorney in developing the terms of an agreement that
covers compensation and other terms and conditions of employment. This
process is typically completed in collaboration with appropriate outside
counsel, or other city leader designated by the Mayor and Council.
PHASE IV – TRANSITION PLANNING PROCESS (OPTIONAL)
Based on the parameters established in Phase I, the consultant will
facilitate a workshop session of approximately four hours in length
involving the Mayor, Council, and the new City Attorney. This session is
designed to ensure that the Council and City Attorney are clear about mutual
expectations and will include:
• The clarification of roles between the Mayor, Council, and City Attorney,
and ways of dealing with role conflicts as they arise.
• The development of performance objectives for the City Attorney for the
• The development of the performance evaluation criteria for use by the
Council during the City Attorney’s first year of service, and an evaluation
framework that can be used in future years.
This exercise can help get a most important working relationship in city
government off to a positive start and helps to maintain a productive
working relationship thereafter.
Listed below is a sample of recruitments we have concluded for City Attorney
and related positions:
Concord, City of City Attorney
Contra Costa County Public Defender
Human Resources Director
Morgan Hill, City of City Attorney Ed Tewes
Napa, City of Deputy City Attorney Patricia Thompson
Orange County Public Defender Jan Walden
Assistant County Executive Officer
Riverside, City of City Attorney Ron Loveridge
Sacramento County County Counsel Bob Thomas
former County Executive
(presently City Manager of Sacramento)
Sacramento County Deputy County Counsel Robert Ryan
San Jose, City of City Attorney Del Borgsdorf
Santa Barbara, City of City Attorney Jim Armstrong
Scottsdale, City of City Attorney Jan Dolan
Ventura, City of City Attorney Linda Kegerreis
Former HR Director
V. PROJECT TIMING
CPS Executive Search is prepared to begin work immediately. We can complete
all search activities up to and including the selection of a new City
Attorney in 12 to 16 weeks. The precise schedule will depend on the
placement of advertising in the appropriate professional journals, and the
ability to schedule, as quickly as possible, the initial Councilmember
interviews and the initial workshop session with the Council. A proposed
schedule is presented below.
Task Name Month 1 Month 2 Month 3 Month 4
1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16
Initial Meeting to Define Candidate Profile
Place Ads and Draft Brochure
Brochure Approved and Printed
Final Filing Date
Report of Results to Mayor/Council
(Weeks) 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16
FEES FOR PROFESSIONAL SERVICES
The professional fee for consulting services is $17,500. This fee covers all
the consultant services associated with Phases I, II and III of the
recruitment process, including a total of at least three field visits to
develop the candidate profile and recruitment strategy, assist the City
Council in finalist selection and facilitate City Council interviews with
Additional services beyond the scope of the proposal will be provided, upon
request of the client. These services will be defined in advance and an
estimate of the total cost provided prior to beginning such services.
Actual out-of-pocket reimbursable expenses for such items as advertising,
printing/copying, long distance telephone, postage/delivery charges, and
Estimated Range $5,500 - $7,500
Professional fees and reimbursable expenses would be billed and paid
VII. OPTIONAL SERVICES
Periodically our clients require supplemental consulting services to meet
the community’s unique needs. With this in mind, we are prepared to provide
the following optional services.
Our clients sometimes desire input from the community in the development of
the candidate profile. At the direction of the Council, we will tailor a
citizen involvement process that meets the unique needs of the community.
TRANSITION PLANNING PROCESS
Once the Council has selected a City Attorney, the relationship between
Council and City Attorney is just beginning, and how it commences can affect
the relationship for years to come. To be sure this relationship begins on a
constructive basis, we will assist the Council, and City Attorney in a
transition planning process that will ensure that the Council and City
Attorney are clear about mutual expectations. Specific activities include
the development of performance objectives, the clarification of the Council,
and City Attorney roles, and the development of performance evaluation
criteria for use by the Council during the City Attorney’s first year of
We can arrange through a licensed private investigation firm, a detailed
background investigation of the finalist candidate. Typically the
investigation would include checks of court records, credit reports, driving
record, academic degrees, and a newspaper article search. This background
check could also include an on-site field investigation.
The trained compensation professionals on our staff are available to provide
up-to-date and complete base salary and total compensation survey data.
We can arrange for a psychological assessment of the finalist candidates if
desired by our client. This type of assessment typically includes the use of
psychological tests and in-depth interviews and results in a detailed,
written report to the client