City of Culver City, California
City Council Agenda Item Report
RECOMMENDATION:
That the City Council approve the contract with Bob Murray and Associates securing
executive recruitment services for Police Chief.
This item is a budget amendment and requires a 4/5ths vote of the City Council for
approval.
BACKGROUND:
Bob Murray and Associates has over 20 years of experience conducting executive
recruitments for public agencies. In that time span, they have conducted over 100
Police Chief recruitments.
In addition, Bob Murray and Associates previously conducted executive searches for
the City of Culver City for the positions of Chief Administrative Officer, Community
Development Director and Fire Chief.
DISCUSSION:
The attached proposal outlines the scope of services and fees for Bob Murray and
Associates to conduct the executive recruitment for the City for the position of Police
Chief.
Meeting Date: 11/28/05 Item Number: C-10
AGENDA ITEM: Consideration of Approval of a Contract with Bob Murray and
Associates to Secure Executive Recruitment Services for Police Chief
Contact Person/Dept.: Serena Wright Phone Number: (310) 253-5640
Fiscal Impact: Yes [X] No [] General Fund: Yes [X] No []
Public Hearing: [] Action Item: [X] Attachments: [X]
Public Notification: Master Notification List on 11/23/05.
Department Approval:
Serena Wright
CAO Approval:
Martin Cole for Jerry Fulwood 11/22/05
City Controller Approval:
Mary Noller for Marlee Chang 11/23/05City of Culver City, California
City Council Agenda Item Report
FISCAL ANALYSIS:
The total cost for this recruitment is not to exceed $24,400. Funds will need to be
appropriated from the Appropriated Reserve to cover this expense.
ATTACHMENTS:
1. Proposal from Bob Murray and Associates
MOTION:
That the City Council:
1. Approve the contract with Bob Murray and Associates securing executive
recruitment services for Police Chief;
2. Direct the City Attorney to prepare the proper documents and authorize
the Chief Administrative Officer to execute the Agreement on behalf of the
City; and
3. Authorize a budget transfer from the Appropriated Reserve to cover the
costs of this action.
This item is a budget amendment and requires a 4/5ths vote of the City
Council for approval.
MEETING DATE: 11/28/05
AGENDA ITEM: Consideration of Approval of a Contract with Bob Murray
and Associates to Secure Executive Recruitment Services
for Police Chief
ATTACHMENTS
PAGE
1. Proposal from Bob Murray and Associates
1 - 411/14/2005 MON 16:44 FAX Z006/013
. THE RECRUITMENT PROCESS
Bob Mun-ay and Associates' unique and client orierirei approach to executive search will ensure that-
the City of Culver City has quality candidates from which to select the new Police Chief. Outlined
below are the key steps in our recruitment process.
STEP I DEVELOPING THE CANDIDATE PROFILE
Our understanding of the City of Culver City's needs -will be key to a successful search. We will
work with the City Manager and others involved in the process to learn as much as possible about
the organization's expectations for a new Chief. We want to learn the values and culture of
the organization, as well as understand the current issues, challenges and opportunities that face the
City of Culver City. We also want to know the City Marogefs expectations regarding the
knowledge, skills and abilities sought in the ideal candidate and will work with the Cat; to identify
expectations regard:Mg education and experience. .Arklitionally, we want to discuss expectations
regarding compensation and other items necessary to complete the successful appointment of the
ideal candidate. The profile we develop together at this stage will drive subsequent recruitment
efforts.
STEP2 ADVERT/SING CAMPAIGN AND RECRUTrMENT BROCHURE
After gaining an 1]Iidexstanding of the City of Culver s needs, we will design an effective
advertising campaign appropriate for the Police Chief recruitment. We will focus on professional
journals that are specifically suited to the Police Chief search. We will also develop a professional
recruitment brochure on the Qty Manager's behalf that -will discuss the community, organization,
position and compensation in detail. Once completed, we will mail the profile to an extensive
audience, making them aware of the exciting opportunity-with the ay of Culver City
STEP 3 RECRUITING CANDIDATES
After cross-referencing the profile of the ideal candidate with our database and contacts in the field,
we will conduct an aggressive outreach effort, including mating personal calls to prospective
applicants, designed to identify and recruit outstanding candidates. We recognize that the best
candidate is often not looking for a new job and this is the person we actively seek to convince to
become a candidate. Aggressively marketing the Police Chief position to prospective candidates will
be essential to the success of the search.
STEP 4 SCREENING CANDIDATES
Following the closing date for the recruitment, -we will screen the resumes we have received. We
will use the criteria established in our initial meetings as a basis upon which to narrow the field of
candidates
'ay of Culver ay
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STEP 5 PERSONAL INTERVIEWS
We will conduct personal interviews with the top 10 to 12 candidates with the goal of determining
which candidates have the greatest potential to succeed in your organization. Dining the interviews
we will explore each candidate's background and experience as it relates to the Police Chief position.
In addition, we will discuss the candidate's motivation for applying for the position and make
assessment of his/her knowledge, skillc and abilities. We will devote specific attention to
establishing the likelihood of the candidate's acceptance of the position if an offer of employment is
made.
STEP 6 DETAILED REFERENCE CRECES
Following the interviews, the most qualified candidates will be the subjects of detailed, confidential
reference checks. In order to gain an accurate and honest appraisal of the candidates' strengths and
wealmesses, we will talk Candidly with people who have direct knowledge of their work and
management style. We will ask candid,res to forward the names of their supervisors, subordinates
and peers for the past several years. Additionally, we make a point of speaking confidentially to
individuals who we know have insight into a candidate's abilities, but who may not be on 1-6,./her
preferred list of contacts. We will also conduct a review of published articles for each candidate:
Various sources will be consulted including Lexis-Nis Tm, a newspaper search engine. At this stage
in the recruitment we will also verifyeandiciates' degrees.
STEP 7 RECOMMENDATION
Based on the information gathered through meetings with your organization, personal interviews
with candidates and reference checks, we will recommend a limited number of candidates for your
further consideration. We will prepare a detailed written report on each candidate that focuses on
the results of our interviews, reference checks and newspaper reviews. W . make specific
recommendations, but the final determination of those to be considered will be up to Tin.-
STEP.8 FINAL INTEks/E-s
Our years of experience will be invaluable as we help you develop an interview process that
objectively assesses the qualifications of each candidate. We will adopt an approach that fits your
needs, whether it is a traditional interview, multiple interview panel or assessment center process.
We will provide you with suggested interview questions and rating forms and will be present at the
interview/assessment center to facilitate the process. Our expertise lies in facilitating the discu.ssion
that can bring about a consensus regarding the final candidates_
We will work closely with your staff to coordinate and schedule interviews and candidate travel.
Our goal is to ensure that each candidate has a very positive experience, as the manner in which the
entire process is conducted will have an effect on the candidates' perception of your organization.
Qty-of Culver Qty
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911/14/2005 MON 16:44 FAX A008/E1
STEP 9 BACEGROUND CliEC215
Based on final interviEws we will conduct credit, criminal, civil litigation and motor vehicle record
checks for the top one to three candidates. Any additional reference checks not completed because
of a candidate's need for confidemialitywill also be done at this time.
STEP 10 NEGOTIATIONS
We recognize the critical importance of successful negotiations and can serve as your representative
during this process. We know -what other organizations have done to put deals together with great
candidates and will he avaAable to advise you regarding current approaches to difficult issues such as
housing and relocation_ We will represent your interests and advise you regarding salary, benefits
and employment agreements with the goal of putting together a deal that results in the appointment
of your chosen candidate- Most often -we can turit a very- difficult aspect of the recruitment into one
that is viewed positivelyby both you and the candidate.
STEP Li COMPLETE ADMINISTBATTVE ASSISTANCE
Throughout the recruitment we will provide the City Manager with updates on the slams of the
search. We will also talw cure of all administrative details on your behalf. Candidates will receive
personal letters advising them of their status at each critical point in the recruitment. In addition, we
will respond to inquiries about the status of their candidacy within twenty-four hours. Every
administrative derail will receive our attention_ Often, candidates judge our clients based on how
well these details are handled.
Qty of Giver Gty-
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BUDGET AND TIMING
PROFESSIONAL FEE AND EXPENSES
The consulting fee for conducting the Police Chief recruitment on behalf of the City of Culver City
is $17,500 plus expenses, Services provided for the fee consist of all steps outlined in this proposal
including three (3) days of meetings on site. The City of Culver City will be responsible for
reimbursing expenses Bob Murray and Associates incurs on your behalf. We estimate expenses for
this project to be $6,900. Reimbursable expenses include such items as the cost of travel., Clerical
support, placement of ads, credit, criminal and civil checks, education verification, as well as
newspaper searches. In addition, postage, printing, photocopying, and telephone charges will be
allocated_
ILIvm\TG
We are prepared to start work on this assigiunent immediately and anticipate that we will be
prepared to make our recommendation.regarding finalists within seventy five to ninety days from
the start of the search.
Cityof 04ver OtT
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