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HomeMy WebLinkAboutRES 83-077 3 7 R E S 0 L U T 1 0 N BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF BEAUMONT: THAI' the City of Beaumont hereby contracts with the firm of Peat, Marwick , Mitchell & Co. to perform an executive search, said contract being in the form attached hereto as Exhibit "A" and made a part hereof for all purposes. PASSED BY THE CITY COUNCIL of the City of Beaumont this the ?,?eAd day of 19 Mayor Owli 4 i Suite 1400 Thanksgiving Tower ' 1601 Elm Street [Peat,Marwick,Mitchell&Co Dallas,Texas 75201 February 18, 1983 4 PRIVATE AND CONFIDENTIAL Mr. Bill Neild Mayor City of Beaumont Beaumont, Texas Dear Mayor and Members of the City Council: This letter will serve as our formal proposal to conduct an Executive Search assignment for the position of City Manager for the City of Beaumont. In order that you can be apprised of the full scope of our services. This letter sets forth our approach to this assignment and the fees and expenses likely to be involved. BACKGROUND Peat, Marwick, Mitchell & Co. is familiar with the City of Beaumont having conducted previous consulting engagements for the City. The Firm also has more experience than any other search or consulting firm in the State in working with all of the cities in Texas, large and small. Likewise, we are also familiar with the position and functions of City Manager. The City Manager is the chief administrative officer of the City and is responsible for carrying out the policies and directives of the City Council. As City Manager, he is responsible for preparing and administering the annual operating budget, appointing and discharging employees of the City, and overseeing the departments and activities of the City. We believe Peat Marwick`s combined knowledge of state and local government and executive recruiting would provide us with a unique ability to identify and present qualified candidates to the City for the position of City Manager. OUR APPROACH We would pursue a comprehensive approach to identifying and evaluating individuals whose qualifications are similar to the specifications that will be developed. Our approach to conducting this assignment would include the following major phases of work: '-�=3 7 7 Plat Marwick.Mitchell&Ca City of Beaumont February 18, 1983 Page 2 Phase I - Definition of Position and Candidate Qualifications Phase II - Identification of Potential Candidates Phase III - Evaluation of Potential Candidates Phase IV - Investigation of Candidates ' References Phase V - Presentation of Candidates Phase VI - Counseling Pursuant to Offer of Employment 4 The specific approach we would undertake in each separate phase of work is described in the following paragraphs. Phase I - Definition of Position and Candidate Qualifications In the initial phase we would conduct personal interviews with each member of the City Council to determine the primary duties and candidate qualifications for the position. These interviews would focus on the duties and responsi- bilities required by the City, in addition to those stipulated by the City Charter. The results of these interviews would form the background for developing the position specification which details the primary duties and responsibilities of the position and the background and experience required. A Position Specification and Candidate Qualification draft would be submitted to the City for any changes that would provide a clear reflection of the requirements of the position. This document is important to the ultimate success of the recruitment assignment since it establishes the specifications of the position from the City's point of view as well as setting forth the desired experience and individual characteristics. Our subsequent activity would be directed toward identifying and evaluating candidates whose experience and characteristics closely match the specifica- tions established by the City. Phase II - Identification of Potential Candidates Upon obtaining a thorough understanding of the qualifications required and personal characteristics desired (such as education and individual traits) , we would develop a strategy to identify potential candidates for this position. This strategy would include a thorough research effort to identify the names and backgrounds of individuals employed in similar positions throughout Texas as well as qualified individuals who may be in similar positions in other ���-77 Pt,Marwick,Mitchell&Ca City of Beaumont February 18, 1983 Page 3 states. This research would be coordinated by our Executive Search research staff located in Dallas in conjunction with our State and Local Government consulting staff at the national and regional levels. In addition, contacts made during this phase would include direct contact with individual sources known to us throughout the public sector field. Phase III - Evaluation of Potential Candidates Upon identification of several potential candidates for the position, we would conduct in-depth interviews with those individuals to determine their qualifications for the position. Upon our evaluation of candidate qualifications, we would then review selected individuals ' backgrounds and professional and personal data with you. These interviews would appraise the suitability of each candidate as a potential City Manager of the City of Beaumont in light of the position specifications. Phase IV - Investigation of Candidates' References Preliminary reference studies would be conducted on all primary candidates for the position. Additional reference reports may be desired on candidates for whom the City subsequently decides to offer employment. Phase V - Presentation of Candidates As described, we would prepare written biographical summaries and reference reports on each candidate whom we deem qualified for the position. After discussion with you concerning the candidates under consideration, you may select one or more individuals to interview. We would arrange and participate in if requested, the City-candidate interview process to act as a catalyst to insure that optimum information is exchanged during the formal meetings. We would expect to conduct initial interviews within three to four weeks and complete the recruiting assignment in 60 to 90 days. At least three, and possibly up to six, candidates for the position would be presented in order that you may have an opportunity to make a selection from among the most suitable candidates available. t _F Peat,Marwick.MitcheII&Ca t _ City of Beaumont February 18, 1983 Page 4 Phase VI - Counseling Pursuant to Offer of Employment We are also prepared to provide assistance in the development of employment terms, if deemed necessary. This final phase would be accomplished after you have evaluated the prime candidates and upon completion of final references. Our counsel could include such areas as: compensation, probability of candidate acceptance, relocation benefit package, and similar matters. However, the ultimate responsibility regarding employment of individuals and the specific terms of employment would be assumed by the City of Beaumont. TEXAS OPEN RECORDS ACT 6 Peat Marwick is thoroughly familiar with the Texas Open Records Act and Attorney General's opinions and court rulings regarding employment applications for positions with Texas governmental units. Recent cases involving the office of President of Texas A&M University and Health Officer of the City of Fort Worth are both pertinent to the City of Beaumont. i We realize the importance of protecting the privacy of individuals interviewed for the position of City Manager while at the same time following the dictates of state law. We are prepared to counsel with the current Beaumont City Attorney and the City Council regarding the best means of approaching this issue. PMM&C0. EXECUTIVE SEARCH SERVICES PMM&Co. 's Executive Search Services is organized on a global scale with professional staff located in Dallas, Houston, eight other cities in the United States, and many overseas offices. The United States Executive Search Practice was established in 1961 as a part i of the management consulting activities of the Firm. ' Today, Peat Marwick has one of the largest executive search practices in the country. The Practice is coordinated by a Practice Director, who is a member of the Partnership. At present, the Practice is comprised of six members of the Partnership and approximately 55 other consultants who devote their full-time and effort to this function. Peat,Marwick,Mitchell&Ca City of Beaumont February 18, 1983 Page 5 STAFFING This executive search assignment would be coordinated by the Executive Search staff of our Dallas office. The staffing for this assignment would include the following: Mr. Charles Tusa, Principal-in-Charge of Executive Search Services in the P Firm's Southwest Region, would serve as Engagement Partner and would be responsible for the successful completion of the search assignment. Mr. Tusa has extensive experience in conducting executive search assignments in both the private and public sector. Prior to his present position with Peat Marwick, Mr. Tusa served as a Manager in the Management Consulting Department where he specialized in consulting assignments in state and local government. His seven years of service with Peat Marwick was interrupted by a period of one and one-half years during which time he served as a Vice President in the Dallas Office of Paul R. Ray & Co. , an international executive search firm. Mr. Rick Davis, Manager of Executive Search Services, would serve as the Engagement Manager and would be responsible for the day-to-day management of the search, engaging the research staff, and coordinating candidate sourcing, interviewing, and assessment. In addition, we would be assisted by Peat Marwick's state and local government consulting specialists as required in order to effectively complete this assignment. This would be coordinated by Dr. Phil Barnes, Partner in charge of our State and Local Government Consulting Practice in the southwest. Mr. Terrell Blodgett, retired Principal-in-Charge of Peat Marwick's Governmental Consulting activities in the Southwest and presently Hogg Professor of Urban Management at The University of Texas LBJ School, would be available as a special consultant to our Firm in the event we are selected to conduct this assignment. Mr. Blodgett's knowledge of city managers of Texas would be of substantial benefit in this engagement. PEAT MARWICK'S GOVERNMENT EXPERIENCE Peat Marwick has extensive government experience and is considered a leader in providing auditing and consulting services to federal, state, and local governments -and other public institutions. The scope of Peat Marwick's governmental consulting expertise includes: general organization reviews, budgeting and financial management, municipal courts and traffic control, public works and water utilities, data processing, personnel, transportation, and other specialized consulting projects. ?-,7,7 ` f Feat,Marwick,Mitchell&Ca I City of Beaumont February 18, 1983 Page 6 t Recent governmental search assignments conducted in Texas include the following: • City of Odessa Position: City Manager • City of Grand Prairie Position: City Manager • City of Garland Position: City Manager • City of Fort Worth Position: City Attorney • City of Plano Position: Fire Chief In addition, the Firm has conducted numerous other executive search assignments for government entities throughout the country. PROFESSIONAL FEE AND EXPENSES Fees for all executive search services rendered by the Firm to governmental entities are based on the actual amount of time spent on the engagement. Based upon our experience in similar matters, the professional fee for the completion of this search assignment will be $16,000 and we would be prepared to enter into an agreement not to exceed this amount. In addition to our fees, we are reimbursed for all out-of-pocket expenses which include staff and candidate travel, telephone, typing, administrative and similar costs. These out-of-pocket expenses can be estimated to be approximately 25% of our professional fees. It is understood our fees are not contingent upon an offer, or acceptance of an offer of employment. Either party may discontinue an i assignment of this type at any time. In this event, you would be charged only for the time and expenses incurred to the point of discontinuation. Should an executive employed as a result of the recruiting assignment be discharged during the first six months of employment, Peat Marwick will undertake -one additional assignment to identify candidates for the same position. Peat Marwick must be requested to do so within one month of the executive's date of dismissal. Only reimbursable expenses will be charged for this subsequent assignment. E '��7 7 Pt,Marwick,Mitchell&Ca City of Beaumont February 18, 1983 Page 7 We believe that the combination of our executive search capability and governmental consulting experience uniquely qualifies Peat, Marwick, Mitchell & Co. to serve the City of Beaumont on this important assignment. We appreciate this opportunity to inform you of our services. Very truly yours, PEAT, MARWICK, MITCHELL & CO. Charles J. T a, Principal i i I 1 u