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HomeMy WebLinkAboutCPS HR CONSULTINGINSURANCE 07 ON FILE WORK MAY NOT PROCEED N-2418127 CLERK OF COUNC" ( DATE; t 1& 4 I ta ACI2EEIVTENT T'PIT CPS UD CONSUI TING FOR Y I EXECUTIVE RECRUITMENT SERVICES FOR DIRECTOR OF ��nS CIS) PARKS, RECREATION AND COMMUNITY SERVICES AGENCY IsAGREEMENT is made and entered into this I IT'I day of June, 2018 by and between CPS TIR Consulting, ("Consultant"), arid the City of Santa Ana, a charter city and municipal corporation organized mid existing under the Constitution and laws of the State of California C'City"). RECITALS A. The City desires to retain a consultant Having special skill and knowledge in the field of performing an executive search and recruitment for anew director for the City's Parks, Recreation, and Community Services Agency, B, Consultant represents that Consultant is able and willing to provide such services to the City, C. In undertaking the performance of this Agreernent, Consultant represents that it is knowledgeable in its field and that any services performed by Consultant under this Agreement will be performed in compliance with such standards as may reasonably be expected from a professional consulting ficin in the field. NOW THEREFORE, in consideration of the mutual and respective promises, and subject to the terms and conditions hereinafter set forth, the parties agree as follows: 1. SCOPE OF SERVICES Consultant shall perform during the term of this Agreement, the tasks and obligations including all labor, materials, tools, equipment, and incidental customary work required to fully and adequately complete the services described and set forth in their proposal to the City attached hereto as Exhibit A and incorporated by reference. 2. COMPENSATION a. City agrees to pay, and Consultant agrees to accept as total payment for its services for City, the rates and charges identified in Exhibit B. The total amount to be expended for this Agreement shall not excecd $25 000. b. Payment by City shall be made within 45 days (forty-five) days following receipt of proper invoice evidencing work performed, subject to City accounting procedures. Payment need not be made for work which fails to meet the standards of performance set forth in the Recitals which may reasonably be expected by City, 3, TERM This Agreement shall commence on June 12, 2018 and continue for a six (6) month term, unless terminated earlier in accordance with Section 15, below, Page I of 8 4. INDEPENDENT CONTRACTOR Consultant shall, during the entire term of this Agreement, be construed to be an independent contractor and not an employee of the City. This Agreement is not intended nor shall it be construed to create an employer-employee relationship, a joint venture relationship, or to allow the City to exercise discretion or control over the professional manner in which Consultant performs the services which are the subject matter of this Agreement; however, the services to be provided by Consultant shall be provided in a manner consistent with all applicable standards and regulations governing such services, Consultant shall pay all salaries and wages, employer's social security taxes, unemployment insurance and similar taxes relating to employees and shall be responsible for all applicable withholding taxes. S. OWNERSHIP OF MATERIALS This Agreement creates a non-exclusive and perpetual license for City to copy, use, modify, reuse, or sublicense any and all copyrights, designs, and other intellectual property embodied in plans, specifications, studies, drawings, estimates, and other documents or works of authorship fixed in any tangible medium of expression, including but not limited to, physical drawings or data magnetically or otherwise recorded on computer diskettes, which are prepared or caused to be prepared by Consultant under this Agreement ("Documents & Data"). Consultant shall require all subcontractors to agree in writing that City is granted a non-exclusive and perpetual license for any Documents & Data the subcontractor prepares under this Agreement, Consultant represents and warrants that Consultant has the legal right to license any and all Documents & Data. Consultant makes no such representation and warranty in regard to Documents & Data which were provided to Consultant by the City. City shall not be limited in any way in its use of the Documents and Data at any time, provided that any such use not within the purposes intended by this Agreement shall be at City's sole risk, 6. INSURANCE Prior to undertaking performance of work under this Agreement. Consultant shall maintain and shall require its subcontractors, if any, to obtain and maintain insurance as described below: a. Commercial General Liability, Insurance. Consultant shall maintain commercial general liability insurance naming the City, its officers, employees, agents, volunteers and representatives as additional insured(s) and shall include, but not be limited to protection against claims arising from bodily and personal injury, including death resulting therefrom and damage to property, resulting from any act or.occurrence arising out of Consultant's operations in the performance of this Agreement, including, without limitation, acts involving vehicles. The amounts of insurance shall be not less than the following: single limit coverage applying to bodily and personal injury, including death resulting therefrom, and property damage, in the total amount of $1,000,000 per occurrence, with $2,000,000 in the aggregate, Such insurance shall (a) name the City, its officers, employees, agents, and representatives as additional insured(s); (b) be primary and not contributory with respect to insurance or sell'- insurance programs maintained by the City; and (c) contain standard separation of insureds provisions. Page 2 of 8 b. Business automobile liability insurance, or equivalent form; with a combined single limit of not less than $1,000,000 per occurrence. Such insurance shall include coverage for owned, hired and non -owned automobiles. c. Worker's Compensation Insurance. In accordance with the provisions of Section 3700 of the Labor Code, Consultant, if Consultant has any employees, is required to be insured against liability for worker's compensation or to undertake self- insurance. Prior to commencing the performance of the work under this Agreement, Consultant agrees to obtain and maintain any employer's liability insurance with limits not less than $1,000,000 per accident. d, If Consultant is or employs a licensed professional such as an architect or engineer: Professional liability (errors and omissions) insurance, with a combined single limit of not less than $1,000,000 per claim with $2,000,000 in the aggregate. e. The following requirements apply to the insurance to be provided by Consultant pursuant to this section: i. Consultant shall maintain all insurance required above in full force and effect for the entire period covered by this Agreement, ii, Certificates of insurance shall be furnished to the City upon execution of this Agreement and shall be approved by the City. iii, Certificates and policies shall state that the policies shall not be canceled or reduced in coverage or changed in any other material aspect without thirty (30) days prior written notice to the City. iv, Where the amounts or coverage provided by the certificates of insurance provides coverage greater than those listed by this Agreement, the amounts provided by the certificates of insurance shall be incorporated by reference into the Agreement, V. Consultant shall supply City with a fully executed additional insured endorsement. f If Consultant fails or refuses to produce or maintain the insurance required by this section or fails or refuses to furnish the City with required proof that insurance has been procured and is in force and paid for, the City shall have the right, at the City's election, to forthwith terminate this Agreement. Such termination shall not affect Consultant's right to be paid for its time and materials expended prior to notification of termination. Consultant waives the right to receive compensation and agrees to indemnify the City for any work performed prior to approval of insurance by the City. INDEMNIFICATION Consultant agrees to defend, and shall indemnify and hold harmless the City, its officers, agents, employees, contractors, special counsel, and representatives from liability: (1) for personal injury, damages, just compensation, restitution, judicial or equitable relief arising out of claims for personal injury, including death, and claims for property damage; which may arise f om the negligent operations of the Consultant, its subcontractors, agents, employees, or other persons acting on its behalf which relates to the services described in section 1 of this Agreement; and (2) Page 3 of 8 from any claim that personal injury, damages, just compensation, restitution, judicial or equitable relief is due by reason of the terns of or effects arising from this Agreement. This indemnity and. hold harmless agreement applies to all claims for damages, just compensation, restitution, judicial or equitable relief suffered, or alleged to have been suffered, by reason of the events referred to in this Section or by reason of the terns of, or effects, arising from this Agreement. The Consultant further agrees to indemnify, hold harmless, and pay all costs for the defense of the City, including fees and costs for special counsel to be selected by the City, regarding any action by a third party challenging the validity of this Agreement, or asserting that personal injury, damages, just compensation, restitution, judicial or equitable relief due to personal or property rights arises by reason of the terms of, or effects arising from this Agreement, City may make all reasonable decisions with respect to its representation in any legal proceeding, Notwithstanding the foregoing, to the extent Consultant's services are subject to Civil Code Section 2782,8, the above indemnity shall be limited, to the extent required by Civil Code Section 2782.8, to claims that arise out of, pertain to, or relate to the negligence, recklessness, or willful misconduct of the Consultant. 8. INTELLECTUAL PROPERTY INDEMNIFICATION Consultant shall defend and indemnify the City, its officers, agents, representatives, and employees against any and all liability, including costs, for infringement of any United States' letters patent, trademark, or copyright infringement, including costs, contained in the work product or documents provided by Consultant to the City pursuant to this Agreement, 9. RECORDS Consultant shall keep records and invoices in connection with the work to be performed under this Agreement. Consultant shall maintain complete and accurate records with respect to the costs incurred under this Agreement and any services, expenditures, and disbursements charged to the City for a, minimum period of three (3) years, or for any longer period required by law, from the date of final payment to Consultant under this Agreement. All such records and invoices shall be clearly identifiable, Consultant shall allow a representative of the City to examine, audit, and make transcripts or copies of such records and ally other documents created. pursuant to this Agreement during regular business hours, Consultant shall allow inspection of all work, data, documents, proceedings, and activities related to this Agreement for a period of three (3) years from the date of final payment to Consultant under this Agreement. 10. CONIIDENTIALITY If Consultant receives from the City information which due to the nature of such information is reasonably understood to be confidential and/or proprietary, Consultant agrees that it shall not use or disclose such information except in the perfornance of this Agreement, and farther agrees to exercise the same degree of care it uses to protect its own information of like importance, but in no event less than reasonable care. "Confidential Infornation" shall include all nonpublic information. Confidential information includes not only written information, but also information transferred orally, visually, electronically, or by other means. Confidential information disclosed to either party by any subsidiary and/or agent of the other party is covered by this Agreement, The foregoing obligations of non-use and nondisclosure shall not apply to any Page 4 of 8 information that (a) has been disclosed in publicly available sources; (b) is, through no fault of the Consultant disclosed in a publicly available source; (o) is in rightful possession of the Consultant without an obligation of confidentiality; (d) is required to be disclosed by operation of law; or (e) is independently developed by the Consultant without reference to information disclosed by the City. 11. CONL+LICT OF INTEREST CLAUSE Consultant covenants that it presently has no interests and shall not have interests, direct or indirect, which would conflict in any manner with performance of set -vices specified under this Agreement, 1.2. DISCRIrMINATION Consultant shall not discriminate because of race, color, creed, religion, sex, marital status, sexual orientation, age, national origin, ancestry, or disability, as defined and prohibited by applicable law, in the recruitment, selection, training, utilization, promotion, termination or other employment related activities. Consultant affirms that it is an equal opportunity employer and shall comply with all applicable federal, state and local laws and regulations. 13. EXCLUSIVITY AND AMENDMENT This Agreement represents the complete and exclusive statement between the City and Consultant, and supersedes any and all other agreements, oral or written, between the paries. In the event of a conflict between the terms of this Agreement and any attachments hereto, the terms of this Agreement shall prevail. This Agreement may not be modified except by written instrument signed by the City and by an authorized representative of Consultant. The parties agree that any terms or conditions of any purchase order or other instrument that are inconsistent with, or in addition to, the terms and conditions hereof, shall not bind or obligate Consultant or the City, Each party to this Agreement aelmowledges that no representations, inducements, promises or agreements, orally or otherwise, have been made by any party, or anyone acting on behalf of any party, which is not embodied herein. 14. ASSIGNMENT inasmuch as this Agreement is intended to secure the specialized services of Consultant, Consultant may not assign, transfer, delegate, or subcontract any interest herein without the prior written consent of the City and any such assignment, transfer, delegation or subcontract without the City's prior written consent shall be considered null and void, Nothing in this Agreement shall be construed to limit the City's ability to have any of the services which are the subject to this Agreement performed by City personnel or by other consultants retained by City. 15. TERMINATION This Agreement may be terminated by the City upon thirty (30) days written notice of termination. In such event, Consultant shall be entitled to receive and the City shall pay Consultant Page 5 of 8 compensation for all services performed by Consultant prior to receipt of such notice of termination, subject to the following conditions, a. As a condition of such payment, the Executive Director may require Consultant to deliver to the City all work product(s) completed as of such date, and in such case such work product shall be the property of the City unless prohibited by law, and Consultant consents to the City's use thereof for such purposes as the City deems appropriate. b. Payment need not be made for work which fails to meet the standard of performance specified in the Recitals of this Agreement. 16, WAIVER No waiver of breach, failure of any condition, or any right or remedy contained in or granted by thb provisions of this Agreement shall be effective unless it is in writing and signed by the party waiving the breach, failure, right or remedy. No waiver of any breach, failure or right, or remedy shall be deemed a waiver of any other breach, failure, right or remedy, whether or not similar, nor shall any waiver constitute a continuing waiver miless the writing so specifies. 17. JURISDICTION - VENUE 'Phis Agreement has been executed and delivered in the State of California and the validity, interpretation, performance, and enforcement of any of the clauses of this Agreement shall be determined and governed by the laws of the State of California, Both parties further agree that Orange County, California, shall be the venue for any action or proceeding that may be brought or arise out of, in connection with or by reason of this Agreement. 18. PROFESSIONAL LICENSES Consultant shall, throughout the tern of this Agreement, maintain all necessary licenses, permits, approvals, waivers, and exemptions necessary for the provision of the services hereunder and required by the laws and regulations of the United States, the State of California, the City of Santa Ana and all other governmental agencies, Consultant shall notify the City immediately and in writing of its inability to obtain or maintain such permits, licenses, approvals, waivers, and exemptions. Said inability shall be cause for termination of this Agreement. 19, MISCELLANEOUS PROVISIONS a. Each undersigned represents and warrants that its signature herein below has the power, authority and right to bind their respective parties to each of the terns of this Agreement, and shall indemnify City fully, including reasonable costs and attorney's fees, for any injuriesordamages to City in the event that such authority or power is not, in fact, held by the signatory or is withdrawn. b. All Exhibits referenced herein and attached hereto shall be incorporated as if fully set forth in the body of this Agreement. Page 6 of 8 20. NOTICE Any notice, tender, demand, delivery, or other communication pursuant to this Agreement shall be in writing acid shall be deemed to be properly given if delivered in person or mailed by first class or certified mail, postage prepaid, or sent by fax or other telegraphic communication in the manner provided in this Section, to the following persons: To City: Cleric of the City Council City of Santa Ana 20 Civic Center Plaza (M-30) P.O. Box 1988 Santa Ana, CA 92702-1988 Fax: 714- 647-6956 With courtesy copies to: Steven Pham, Executive Director, Sonia R. Carvalho Human Resources City Attorney City of Santa Ana City of Santa Ana 20 Civic Center Plaza (M-24) 20 Civic Center Plaza (M-29) P.O. Box 1988 P.O, Box 1988 Santa Ana, California 92702 Santa Ana, California 92702 Fax: 714-647-6930 Fax: 714- 647-6515 To Consultant: CPS HR Consulting Attn: Melissa Asher, Sr, Practice Leader 2450 Del Paso Road, Ste 220 Sacramento, CA 95834 A party may change its address by giving notice in writing to the other party. Thereafter, any communication shall be addressed and transmitted to the new address, If sent by mail, communication shall be effective or deemed to have been given three (3) clays after it has been deposited in the United States mail, duly registered or certified, with postage prepaid, and addressed as set forth above, if sent by fax, communication shall be effective or deemed to have been given twenty-four (24) hours after the time set forth on the transmission report issued by the transmitting facsimile machine, addressed as set forth above. For purposes of calculating these time frames, weekends, federal, state, County or City holidays shall be excluded, Page 7 of 8 N•2018.127 IN WITNESS WHEREOF, the Parties hereto have executed this Agreement the date and year first above written. ATTEST: CITY OF SANTA ANA Maria D. Huizar fr Raul Godinez I Clerk of the Council City Manager SONIA R. CARVALHO CPS UR CONSULTING: City Attorney Laura A. Rossini f Meliss— k/sher Senior Assistant City Attorney Sr. Practice Leader RECOMIENDED FOR PPROVAL: Steven Phvik Executive Director, Human Resources Page 8 of 8 N-2018.127 EXHIBIT A SCOPE OF SERVICES PROPOSAL City of Santa Ana Executive Recruitment Services for Director of Parks and Recreation SUBMITTED BY: MELISSA ASHER Sr. Practices Leader, Products and Services CPS HR Consulting 2450 Do! Paso Road, Sie 220 Sacramento, CA 95834 P 916.471,3358 masher gycpshr.us Tax ID? 66-0067209 www.cpshr.us GPS HR CONSULTING May 30, 2018 Ellen Smiley, Senior Personnel Analyst City of Santa Ana 20 Civic Center Plaza M-25 Santa Ana, CA 92701 Submitted via email to: esmlley@sonta-ona.org Subject: Executive Recruitment Services for Director of Parks and Recreation Dear Ms, Smiley: CPS HR Consulting (CPS HR) is pleased to have the opportunity to submit a proposal to assist the City of Santa Ana (City) with the recruitment of a new Director of parks and Recreation. We are uniquely qualified to undertake this effort as we have vest experience In assisting public agencies with executive search, screening, and placement. We understand that each agency is unique, and our extensive experience allows us to tailor our process to specifically meet your needs. Our work with local government agencies throughout the United States gives us an in-depth understanding of government operations, programs, and services. Each recruitment is an opportunity to shape and prepare your organization for the future We understand how important this transition Is for you and are perfectly placed to assist you in this endeavor, We will custom -tailor our recruitment process to fit your exact needs and situation. Once this project begins, we will work with the City to tailor our process to highlight this exciting opportunity and attract the best possible candidates. it Is our commitment to work in partnership with your organization to a successful result. Thank you for the opportunity to be considered for this assignment. Should you have questions or comments about the information presented in this proposal, please contact our proposed project manager, Frank Rojas at frojas@cpshr.us cpshr.us or (916) 471-3462. �Sincerely, I + jfi?`xc�b 4 Melissa Asher Senior Practice Leader, Products and Services RageIi 2460M.,A'<L J Row,:v'Ce7X'J', :d<ro!Tlt.ht�� 4;'1, s3£µ': 1U/•4V.Cy�sAY..ud Methodology...................................................................................................1 Key Stakeholder Involvement.......................................................................... l City's Needs....................................................................................................... 1 Aggressive, Proactive, and Robust Recruitment..........................................2 Selection., ............................................................................................................ 2 Three -Phase Project Approach for Success..................................................2 ProjectTasks........................................................................................................3 Phase I - Develop Candidate Profile and Recruitment Strategy .......... 3 Phase II --Aggressive, Proactive, and Robust Recruitment ...................5 PhaseIII - Selection ............. .......................... .............................. ................ 7 ProjectTimeline.................................................................................................8 Executive Recruitment Team..........................................................................9 Resume.., .............................................................. ............ . ........ ..............9 Professional Fees, Expenses & Guarantee ................................................ 12 Professional Services.......................................................................................12 Reimbursable Expenses................................................................................... 12 Two -Year Guarantee.......................................................................................13 Appendix A: Sample Brochure.................................................................. 14 CPS HR CONSULTING Page l ii Proposal to the City of Santa Ana Executive Recruitment Services forDirector of Parks and Recreation Methodology Key Stakeholder involvement The City Manager must be intimately involved In the search for a new Director of Parks and Recreation, For this reason, our approach assumes his direct participation In key phases of the search process. Additionally, at the discretion of the City Manager, other key stakeholders may also be invited to participate in focus group sessions or roundtable meetings to provide input for the development of the candidate profile, City's Needs A critical first step in a successful executive search Is for the City Manager to define the professional and personal qualities required of the Director of Parks and Recreation, To be certain this occurs, we have developed a very effective process that will permit the City Manager to clarify the preferred future direction for the City of Santa Ana (City); the specific challenges the City Is likely to face in achieving this future direction; the working style and organizational climate the City Manager wishes to establish with the Director of Parks and Recreation; and ultimately, the professional and personal qualities that will be required of the Director of Parks and Recreation. Commitment to Communication Throughout the recruitment process, we are strongly committed to keeping you fully informed of our progress. We will collaborate with you to provide updates on the status of the recruitment via your preferred method of communication (phone conference, email, etc.), We place the highest level of Importance on customer service and responding in a timely manner to all client and candidate Inquiries. Our previous clients and candidates have expressed a sincere appreciation for our level of service and responsiveness to the management of the recruitment process; as a result, we have many long-term relationships with clients that have resulted in the opportunity to assist them with multiple recruitments, CPS HR's communication continues once you have selected the new Director of Parks and Recreation. We will contact both the City Manager and the newly appointed Director of Parks and Recreation within six months of appointment to ensure an effective transition has occurred. CPS HR =CONSULTING Page 11 Proposal to the City of Santa Ana Executive RecruitmentServices for Director of parks and Recreation Aggressive, Proactive, and Robust Recruitment We take an aggressive approach in identifying and recruitingthe best available candidates. There are those candidates who would gladly rise to the professional challenge and apply for this position; however, some of the best candidates are often not actively seeking a new position and may only consider a change once we present them with your opportunity. Evoking the sense of vision and opportunity in qualified persons Is among the responsibilities of CPS HR, and we pride ourselves In our efforts to reach the best available potential candidates. Selection The selection of the best available candidate requires the use of tools specifically designed to evaluate each candidate against the personal and professional qualities identified by the City Manager. 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 forthe City. Three -Phase Project Approach for Success our proposed executive search process is designed to provide the City with the full range of services required to ensure the ultimate selection of a new Director of Parks and Recreation who is unlquely suited to the City's needs. Develop Candidate Profile and Recruitment Aggressive, Proactive, and Robust Recruitment Phase 1: our consultant will meet with the City Manager and other City representatives to ascertain the City's needs and Ideal candidate attributes, to target our search efforts, and maximize candidate fit with the City, Phase ii: The recruitment process is tailored to fit the City's specific wants and needs, with targeted advertising, combined with personal contacts with qualified individuals from our extensive database. Phase III: The selection process is customized for the City. CPS HR will work with the City Manager to determine the process best suited to the City of Santa Ana. CPS HIR ~CONSULTING Page (2 Proposal to the City of Santa Ana Executive RecruitmentServices for Director of Parks and Recreation Project Tasks Phase I - Develop Candidate Profile and Recruitment Strategy Task 1 - Review and Finalize Executive Search Process and Schedule The first step in this engagement is a thorough review of the following with the City Manager: ■ City's needs, culture, and goals ■ Executive search process ■ Schedule This will ensure that the City s needs are met in the most complete manner possible. Task 2 - Key Stakeholder Meetings As desired by the City, CPS HR is prepared to meet with any additional key stakeholders to obtain input in developing the Ideal candidate profile and to assist CPS HR In understanding key issues and challenges that will face a new Director of Parks and Recreation. The specific nature of the Involvement process would be developed In consultation with the City, The results of the above activities will be summarized by CPS HR and provided to the City as an additional source of information for developing the candidate profile and selection criteria, Task 3 - Candidate Profile and Recruitment Strategy Development This task will be accomplished during a workshop session involving the City Manager and CPS HR. It will result in the Identification of the personal and professional attributes required for the position and will include the following activities: ■ The City Manager will Identify key priorities for the new Director of Parks and Recreation. ■ CPS HR will assist him in identifying the conditions and challenges likely to be encountered in achieving the priorities identified above. ■ The City Manager will describe the type of working relationship he wishes to establish with the Director of Parks and Recreation. ■ CPS HR will assist the City in generating lists of specific competencies, experiences, and personal attributes needed by the new Director of Parks and Recreation in light of the analyses conducted above, ■ CPS HR will present recruitment and selection strategies for the City's consideration. The Citywill choose the recruitment and selection process most likelyto produce the intended results. CPS HR =CONSULTING Pace 13 Proposal to the City of Santa Ana Executive Recruitment Services for Director of Parks and Recreation Task 4 — Develop Recruitment Brochure Pollowing the completion of the workshop session, CPS HR will work with a professional graphic artist to design a recruitment brochure and present it to the City for review prior to printing, Please refer to Appendix A for a sample brochure, Additional brochure examples are available on our website at www coshr,us/search. Task 5 — Place Advertisements Advertisements (which will include a direct link to your brochure) will be prepared and placed for publication In appropriate magazines, Journals, newsletters, Job bulletins, social media, and websites to attract candidates on a nationwide, regional, local, or targeted basis, depending on the preference of the City. CPS HR will present examples to the City for review and approval. Examples may include: • Jobs Available • National Recreation and Park Assoclation (NRPA) • California City News • Linkedln • 1CMA • League of California Cities • California Park & Recreation Society (CPRS) • American Academy for Park and Recreation Administration CPS HR will prepare an email distribution list containing prospective candidates and referral sources, These individuals will receive a link to the Director of Parks and Recreation brochure along with a personal invitation to contact CPS HR should they have any questions about the position. Within the past five years, we have successfully placed more than 170 minority and female candidates in executive level positions. CPS HR CONSULTING Page 14 Proposal to the City of Santa Ana Executive Recruitment Services for Director of parks and Recreation Phase 11- aggressive, Proactive, and Robust Recruitment Task T - Identify and Contact Potential Candidates This very crucial task will Include a variety of activities, CPS HR will: III Contact respected and experienced industry leaders to identify outstanding potential candidates on a referral basis. CPS IiR maintains a comprehensive, up-to-date database of such professionals; however, we do not rely solely upon our current database. We also conduct specific research to target Individuals relevant to your specific needs and expectations to ensure that we are thorough in our efforts to market this position to the appropriate audience and to garner a diverse and quality pool of candidates, ■ Select top quality candidates for consideration from past recruitments. ■ Provide each potential candidate with a copy of the recruitment brochure, ■ Contact potential candidates to explain the career opportunity, answer questions, and encourage them to submit a resume, As a consulting firm that interacts with hundreds of public sector executives during engagements, we have a cadre of individuals who we Inform of recruitments, both to Increase the visibility of the opening and to attract appropriate Individuals who fit the special needs of our client. Communication with these professionals ensures that an accurate picture of the requirements of the job is apparent and proliferated throughout their professional networks. The approach utilized by CPS HR employs the following techniques: ■ Communicating to candidates a strong sense of the purpose and strategy of the City, For many talented individuals, understanding these aspects is one of the key motivators to compete In such an environment. ■ Providing guidance and resources to candidates regarding the area's cost of living, mean and median housing prices, higher education opportunities, K-12 education Information, and other aspects of interest to those who are considering relocating to the area. We have found that potential candidates sometimes make the decision not to apply based on rumored information, rather than facts and research. It is our job to ensure the candidates we are in communication with have accurate and helpful information, CPS HR CONSULTING Paola ( 5 Proposal to the City of Santa Ana Executive Recruitment Services for Director of Parks and Recreation ■ Actively seeking! ndlvlduals who are highly visible in the field —widely published, frequent presenters and/or thought leaders — who are seemingly ready for the challenge. These highly qualified candidates may be attracted by the prospect of collaboration with other City departments, providing exceptional leadership to the City of Santa Ana, or continuing to ensure the public confidence in the integrity of the City, Task 2 — Resume Review and Screening Interviews All resumes will be submitted directly to CPS HR 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 If applicable, supplemental questionnaire responses and other supporting materials. ■ Interviews with the candidates who appear to best meet the City's needs. CPS HR will spend extensive time ascertaining each candidate's long-term career goals and reasons why the candidate is seeking this opportunity, as well as gaining a solid understanding of the candidate's technical competence and management philosophy, We will also gather data on any other unique aspects specific to this recruitment based upon the candidate profile. ■ Internet research on each candidate interviewed. Task 3 - City Manager Selects Finalists At the conclusion of the previous tasks, CPS HR will prepare a written report that summarizes the results of the recruitment processes and recommends candidates for further consideration by the City. Typically, the report will recommend five to eight highly qualified candidates and will Include resumes and a profile on each interviewee's background, CPS HR will meet with the City Manager to review this report and to assist the City in selecting a group of finalists for further evaluation, CPS HR = CONSULTING Page 16 Proposal to the City of Santa Ana Executive Recruitment Services far Director of Parks and Recreation Phase III - Selection Task I - Design Selection Process Based on the results of the meeting conducted in Phase 1, CPS HR will design a draft selection process. CPS HR will meet with the City to review this process and discuss the City's preferred approach in assessing the final candidates. The selection process will typically include an in-depth Interview with each candidate, but may also include other selection assessments such as an oral presentation, preparation of written materials, and/or problem -solving exercises. Task 2 - Administer Selection Process CPS HR will coordinate all aspects of the selection process for the City. This includes preparing appropriate materials such as Interview questions, evaluation manuals, and other assessment exercises; facilitating the interviews; assisting the City with deliberation of the results; and contacting both the successful and unsuccessful candidates. Task 3 — Final Preparation for Appointment Following the completion of the selection process, CPS HR will be available to complete the following components: If Arrange Follow-up Interviews/Final Assessment Process: Should the City wish to arrange follow-up Interviews and/or conduct a final assessment in order to make. a selection, CPS HR can coordinate this effort. ■ Conduct in -Depth Reference Checks: The In-depth reference checks are a comprehensive 360 evaluation process whereby we speak with current and previous supervisors, peers, and direct reports. (it is our policy to not contact current supervisors until a job offer is made contingent upon that reference being successfully completed so as not to jeopardize the candidates' current employment situation,) The candidates are requested to provide a minimum of six references sources. CPS HR is able to ascertain significant, detailed information from reference sources due to our assurance and commitment to each individual that their comments will remain confidential, which leads to a willingness to have an open and candid discussion, resulting in the best appointment for the City, A written (anonymous) summary of the reference checks is provided to the City. r Conduct Background Checks: We will arrange for a background records check of a candidate's driving record, criminal and civil court, credit history, education, newspaper article publishings, and other sensitive Items. Should any negative or questionable content appear during these checks, CPS HR will have a thorough discussion with the finallst(s) and will present a full picture of the situation to the City for further review. CPS HR=CONSULTING Page 17 M Proposal to the City of Santa Ana Executive Recruitment Servicesfor Director of Parks and Recreation Project Timeline The project team CPS FIR has selected Is prepared to begin work upon receipt of a fully -executed contractual agreement, All search activities up to and including the selection of a new Director of Parks and Recreation can be completed In 14 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 meeting, A proposed schedule of major milestones Is presented below, r CPS HR CONSULTING page 18 Proposal to the CltyofSanta Ana Executive Recruitment Services for Director of Parks and Recreation Executive Recruitment Team CPS HR has assembled a strong project team with each member possessing extensive recruiting experience and a direct, in-depth understanding of local government. For this engagement, Mr. Frank Rojas will serve as Project Manager and primary contact for this recruitment. Mr. Rajas will leverage the knowledge and experience of our entire recruitment team in order to provide you with the best possible recruitment experience. We will not utilize subcontractors for these services. No staff members will be removed or replaced without the prior written concurrence of the City. Resume Frank Rojas (resides in Riverside, CA) Profile Frank Rojas is a Senior Executive Recruiter with CPS HR Consulting. Frank brings more than 30 years of recruiting experience from the highly competitive direct placement and contract labor Industries as well as the corporate environment. Mr. Rojas has significant experience placing corporate leaders, executive, professional, and technical staff including individual contributors for government sector; non -profits; aerospace, architectural• and engineering, information technology, petroleum and chemical, energy, power, civil/structural, transportation and private industry. In addition to recently completing recruitments for City of Glendaie, County of Imperial, City of Long Beach, City of Redlands, City of Oxnard, and Desert Water Agency, recent successful efforts Include positions of City Manager, County Administrative Officer, Director of Human Resources, Chief Executive Officer, Purchasing Officer, and Director -level hires for Finance, Administrative Services, Engineering, Emergency Services, Regulatory Compliance, and Division/Site General Managers. Mr. Rojas began his career in Contract Labor and over the next 20+ years launched seven start- up offices in several states and locations providing direct placement and contract support to hundreds of clients in virtually all industries and levels of talent. He continued his career in the non-profit environment managing and building talent acquisition support during significant growth periods. Having been a speaker at several networking and career coaching venues, Frank believes in utilizing traditional recruiting methodology with social media. He was named in the top 1% viewed profiles on Linkedln, Mr, Rojas has established a strong client and customer base through trust, effective recruiting, relationship building, and teamwork. CPS HR =,,CONSULTING Page 19 Proposal to the City of Santa Ana Executive Recruitment Services for Director of Parks and Recreation Employment History ■ Senior Executive Recruiter, CPS HR Consulting ■ Employment Director and Senior Recruiter, PRIDE Industries ■ Corporate Recruiter, EMF Broadcasting ■ Branch Manager and Acting Vice President, Fastek Technical Services Professional Experience ■ Managed and led recruiting efforts including client interface to define and write position descriptions, profiles, and goals. Responsible for creating marketing plans, screening and selection strategies, conducting interviews and participating In final hire and post -hire activities including reference and background checks. IN Assisted In salary evaluation and competitive comparisons. This includes candidate negotiations, travel and relocation (if appropriate), benefits, and confirmation and acceptance of any requirements prior to the submittal process and acceptance of offer, ■ Managed in-house staff to ensure adherence of company policies and legal compliance, Developed and maintained positive, team -building methodologies that Increased productivity, created a positive, productive staff, and maintained cooperativeness and trust. ■ Recruited and Identified senior -level management for several federal locations Including General Managers, Assistant General Managers, HR Directors, Site Controllers, Quality Managers, T-4 Water and Environmental Director and Departmental Leadership at Fort Bliss, EI Paso; Fort Polk, Louisiana; Joint Base McGuire-Dix-Lakehurst; New Jersey; Los Angeles Air Force Base; Cape Canaveral, Florida; and the Lawrence Livermore National Laboratory. ■ Set up staff procedures and office functions; negotiated service agreements, ensured EEO, safety/05HA quality, and all local, state, and federal compliance policies. Migrated and implemented several Applicant Tracking Systems including participation as Systems Administrator, ■ initiated effort to define the mission and business plans of expanding organizations, Developed road maps to build client base, relevant labor pools, and resources to sustain growth for the entire enterprise. Started corporate recruiting department and initiated recruiting strategies, hiring processes, retention, and integrated cost-effective marketing tools. CFS HRM. Page 110 Proposal to the City of Santa Ana Executive Recruitment .services for Director of Parks and Recreation ■ Hired and motivated in-house talent and created cross-functlonal business/sales and recruiting process allowing for growth, skills development, and achievement to meet customer needs and provide for an effective team oriented environment, Education ■ B.A., Political Science, University of California at Berkeley; Berkeley, CA CPS HR=CONSULTING Pagel iI Proposal to the City of Santa Ana Executive Recruitment Services forpirectorof Parks and Recreation Professional Fees, Ex Professional Services nses & Guarantee Our professional fixed fee covers all CPS HR services associated with Phases 1, 11, and III of the recruitment process, Including the necessary field visits (up to three) to develop the candidate profile and recruitment strategy, assist the City with finalist selection, and facilitate candidate Interviews. Reimbursable Expenses Actual out-of-pocket expenses for such Items as consultant travel, advertising, marketing, printing/copying, and postage/delivery charges are reimbursable at cost, There Is no mark-up on expenses and we will work proactively with the City to ensure that the dollars being spent for expenses are in keeping with the City's expectations, Travel expenses for candidates who are Invited forward in the interview process are not Included under our reimbursable range, The listed reimbursable expenses range Includes a background check on the selected finalist candidate, Professional services Full Recruitment (Fixed Flat Fee) ( $17,000 Reimbursable Expenses A i>s mate, recruitment costs include: ■ Brochure Design and Printing $5,500 • $6,000 ■ Advertising ■ Other recruitment expenses such as supplies, travel, and shipping *Professional fees and reimbursable expenses would be billed and paid monthly, CPS HR =CONSULTING Page 112 Proposal to the City of Santa Ana Cxecutive Recruitment Services forDirectorof Parks and Recreation Optional: Recruitment Video In addition to your customized recruitment brochure, CPS HR can develop a Recruitment Video to attract a wider range of applicants, More than 60% of organizations are now using visual media to attract the attention of job seekers, convey the culture of the organization, and effectively expand the talent pool. For this approximately three-minute video, CPS HR will arrive onsite to film footage of the work place and community, as well as conduct onsite interviews with selected employees. This video Is o t_p lonal and costs $3,000, changing the Not -to -Exceed Total to $26,000. Two -Year Guarantee If the employment of the candidate selected and appointed by the City, as a result of a.full e�ecutlye recruitment (Phases 1, 11, and 111), comes to an end before the completion of the first two years of service, CPS HR will provide the City with professional services to appoint a replacement, Professional consulting services will be provided at no cost, The City would be responsible only for reimbursable expenses. This guarantee does not apply to situations in which the successful candidate is promoted or reassigned within the organization during the two-year period. Additionally, should the initial recruitment efforts not result in a successful appointment, CPS HR will extend the aggressive recruiting efforts and screen qualified candidates until an offer is made and accepted. GPS HR does not provide a guarantee for candidates placed as a result of a partial recruitment effort, . CPS HR =CONSUJ1NG We thank you for your consideration of our proposal. We are committed to providing high quality and expert solutions and look forward to partnering with the City of Santa Ana in this important endeavor. CPS HR CONSULTING Page 113 Proposal to the City of Santa Ana Executive Recruitment Services for Directorof Parks and Recreation Appendix A: Sample Brochure Tk k .y si 9 " tN_g �>l a^�r`�#'''e'),da'� �>�1Y�.�"a�'t � yr �s�'� ✓ G , h rr2L I � ryry t' � pet rz •µms �� �5n�rur� . s �4b • ORI. d`re#�r CPS HR =CONSULTING Page 114 Proposal to the City of Santa Ano Executive Recruitment Services for Director of Parks and Recreation TWE POSITION 11v Clevolowwl't 5elwlti I'kiwvi te!'Xtt" to tl%t-6ty hlandgOl ind o r: IC ,ngtl51r1 fru ii LkfiriRg miro. �lr tki dfia, tirv,t ov(, k mu, I xi, And C Nifellovillil'14 tfll-dCIfJ1UC8 Or trill Dlivl`OPI oPf'I Svolley"', til,'Idnq alkil 'w0y Pmk,Rn5 de�dopnkeflt, orbon Ryfv1VVJ0Pl7ferkr, iind hQ;isaig ringfams till, (*Mttolk w;ll ,jadotwe kiwgfted ,1cWUe5 VAQk 00ttlile, Niles ikn it'r.1 the qFvwc;1 pkkbiie' arlti pwvlae NgN- ciwirloy jtne*Nix 4Moli,itr L'Kw vnent t uGn PnAtOrflrnilm * j Must , 'S CITY GOVERNMENT "16� (AYWcs �o'fj)4it �4 L" i> A 1.1Vitry0 rmw li 134up'I'mt W('kfp'kkll_W" Tile ";Pl e3 ¢5"Y,T;IYyiS4Yci , , t ieA,-n Sr (314<{(f in I) V wxQft"'r'Q i4 lMWwiq0j9li% Whit Proviallo *wclli to -, 014 ti j I I A 5 tkil 161, t .3 li tk it 1 6 t ikq'yk 6"1 Q �y loww'.1 owake �eflealot of the 21 m 4erltw1y 11)e ',j ty 0' in ""wof jwal'krw 6r'.�'C�rwiwi kn*%, Itot dmiw'jsi� I'MI by V ,A, i yltp.'t a it 4Wwii'l pl'tftq st'iti, wv1Wqm.1 treto4r*'Inve ' tu f.t M awf lin Tie "opor ami W lit a t lij ki L , _$ p.wy, iktyef W,114,11irin Andadopt Oiv wi,01"is, to C�i(6"tntj w'-'tl thiilu T'iorav"" Tho 0q/ hlnaviii, a rir�inlltd Lv VIV stale 011y'll AtyJn cerrllt,.mc Loj(f'f Llry QlpVetsq' and ""fty V,', RfVe kikfe, rl ker. 4r6 ',?wit vkitlaii kirit w pfllvvl$ I I k nil ti.1st Rlv a NO. r0111 tnai kn' Pmt pf f"l; (1,2xvik tf* tklC (A ty of killand"I'Mimioll a lkd Vithlin, jpj',4 jlyj klVtlrt��I�,tgkhal Airp-,wl vadf-1,nit, f,f,,w%w, U wwk,ij-,; tj Admit - meeting ulaitirriw% nua,, tywit, jimi"Cong i tltV 'lkki it IIlliriltAu kvv Vll, lv�" G {�a I It (ilt)4 0 ljtY,�kit lt 0: %`;J%jjkjS. Uot tno (JlyRt' 3%04 it MA't4k �­d rAilt'aw TWE POSITION 11v Clevolowwl't 5elwlti I'kiwvi te!'Xtt" to tl%t-6ty hlandgOl ind o r: IC ,ngtl51r1 fru ii LkfiriRg miro. �lr tki dfia, tirv,t ov(, k mu, I xi, And C Nifellovillil'14 tfll-dCIfJ1UC8 Or trill Dlivl`OPI oPf'I Svolley"', til,'Idnq alkil 'w0y Pmk,Rn5 de�dopnkeflt, orbon Ryfv1VVJ0Pl7ferkr, iind hQ;isaig ringfams till, (*Mttolk w;ll ,jadotwe kiwgfted ,1cWUe5 VAQk 00ttlile, Niles ikn it'r.1 the qFvwc;1 pkkbiie' arlti pwvlae NgN- ciwirloy jtne*Nix 4Moli,itr L'Kw vnent t uGn PnAtOrflrnilm * j Must , 'S PRIORITIES AND OPPORTUNITIES "16� (AYWcs �o'fj)4it �4 L" i> A AkIJIY.�e the ' _40Pment and titi0ntmenU 0 ix tkira� rar«Q , , t ieA,-n Sr (314<{(f in I) V -, 014 ti j I I A 5 tkil 161, t .3 li tk it 1 6 t ikq'yk 6"1 Continuod WC, � l iin bul 011,g t hilth f ­f(jM,,k 1,. w'), k Pwo in ""wof jwal'krw 6r'.�'C�rwiwi kn*%, kryout4i 'wq ,A, i yltp.'t a it 4Wwii'l pl'tftq st'iti, wv1Wqm.1 treto4r*'Inve ' tu f.t lixitidnq erhkirco;) M uttol I d ji,d W lit a t lij ki L , _$ ine'011dlnon. w', lk"'iiq wi,01"is, to C�i(6"tntj stale 011y'll AtyJn cerrllt,.mc Loj(f'f Llry QlpVetsq' and orf,,tyi kl iil Vanda K3x4q tjv"O'm V,', RfVe kikfe, rl ker. 4r6 ',?wit vkitlaii kirit w pfllvvl$ I I k nil ti.1st Rlv a NO. r0111 tnai kn' Pmt pf f"l; (1,2xvik tf* tklC jpj',4 jlyj klVtlrt��I�,tgkhal Airp-,wl vadf-1,nit, f,f,,w%w, U wwk,ij-,; tj Admit - CPS HR ==CONSULTING offe.wi, Page! 15 Proposal to the City of Santa Ana Executive Recruitment Services for Director of Parks and Recreation THE IDEAL CANDIDATE The selected canchdate will be a strategic, dynamic leader with excellent managerial skillsanda strong customer service on: ntaton. The ickal candidate will be energetic aril results- oronted with the ablitty to astess business needs, facilitate charge, and communicate effectively with staff, executive leadership, elected officlals andthe general public. Must possess a proven track recorddn public Sector requirements and protocol to provide vislon,and ensure ard-Improve best practices in providing ecommicard buSIM55developMent services for the City. Poe sponslbllitlos include but are not limited to the follpwin g: Assume full management responsibility for all Deveopment .Services Cepa rtment activitussincludllg planning building aid safety,a rid codeenforcement N4 organizeard direct the City's residential, commercial ard Industrial redevelopment and econome development programs, Including business retention and attraction and related programs. Design, negotiate, and market boslnssdevelopment packages and fina ncia I tools necessary for redevelopmentand revitalization programs. • Manage the development ardimplememationof the Development Services Department goals, objectives, policies, and prioriti:sfor eachassgned seNkearea. Establish, within Cty policy, appropriate service and staffing levels ar d allocate re sources accorUirgly Monitor the architectural and ergm*arirg work on projects to ensure coriformame with the Agency's redevelopment goals and the City's gereralplan. Coordinate land acquisihort demolition and disposition, financing and ronstructionactivdles Inaccordarce with program ioi cies and requirements, administer the sa le of W rds andotherfundingtoolsasappropriate. Assess and monitor work load, adminlstrahve and support systems, andlntemaf reporting relationships foropthnal efrxiwxy Participate In the selecdonof and directeonsultants engaged to perforin a varletyof special studies related to reedavelopmentactivltiei Represent the DeMopment Services Department to otic. r City department; electedoffxla Is andoutside agencies, Ireluding providing reports and Information as naerkd. Direct the preparation of agenda Kerns for the OtyCouncil, Planning Commission, Historic and keno Preservation Commission, and other committeescommissions, a rd Wards involved in laird use,developmentandgeneraI plan rig activities, Developard review'staff reports related to planning and building functions. Rega rdingthe Historic and Scenic Preservation Committee, develop a rd present recommendations on development permit,conditloral use permitsvariances; tentative tract maps, residential planned development permits, ordinance textamerdme nts, zore change: s, general plan amendments, :Acio•xommk cost berefit studte4 and other zoning applkations. Man rgeanrd particfpatein the developmentand administration of the Development Sorvices Department budget and expe rdltures direct the fomca st of add conal funds needed for staffing equipment, materials, and supplies, Stay abreast of riew trendsand innovations in the Woof planning, buiidinga rd safetycode eritarce menta sod bu siness development. Key Attributor and. Chanactarittics. Creative.andvisiont_ryleaciership. • Excellent verbat wtitten,andInterper:Anal communi<atlon skills • Strongcustomerserviceand business acumen, with the ability to<arefu Ilyevaluate and Improve the Organizations efficiency, effectiveness, and productivity • UrderAandand able to work In a political environment, and be apolitical. The ability to develop sraff,a rid provide for backup and training opportunities. Acolla borative problem solver, able to form consensus and build a tea in -oriented working ary ronment. Mu st be organized a rdl prepared Strong personnel me nage me rt a rid empbyes relato ns skills, able to delegate authority and reWnsihrhty while promotlrg Irdlvldual accountability, Calm under pressure, possessinga positive attitude and a good semeofhumor. Able toofler aid receiveconwuctive criticism. An active listener. CPS H12 CONSULTING Page 116 Proposal to the City of Santa Ana Executive Recruitment Services forDirectorof Parks and Recreation Skills and Knowledge "witw, ;fed,vpjopweot poolart of rnuntap,); buw(n aW adftannt[Uor, pvt cv lonciI owlivpjor, t,,, riti, G lalv 9tilvhviwfi Mop A t, ('N 0A,,1rid aw ,,.I te J2 I wnq orwriph-( aitd P, )c I 1(v i MINIMUM QUALIFICATIONS to- nVw n omta rs, emjoivyvb share paid by vmpfoye Arillial t)CWfipl 0,123 PA0k4t)a0AY,—i2Par y©,V Fol,w,llUjj,w, 'City Wi1,C1uIIti,!,v (,{i ,jolo(ostaf U(.A APPLICATION PROCESS & RECRUITMENT SCHEDULE The final filing date forthis position Is Friday, Detnabar (wnowil! not L; ,:6iitortwd iriuw,arlywgirwf ihviwWm&mj tc,, Moll [MlMt 'PaN and intn'Ahs CPS HR'"ONSULTING a C COMPENSATION AND BENEFITS Tiv, rol C,1`01,,n:,YyeK anti Elul INe .My3n%lhrltz I:telc911rt t,r lr c11,11 my', fralllj dy 4ZN1 awl ;o cl llpliljq,,z ai'd"rpok, vu), fci oi?tf C,�y J,T, up io 12, p&yew _,I, It A,.i d- ItAt QOtYl I ",,:I CPS HRAwwCONSULTING ardak Feel 17 EXHIBIT B COMPENSATION Professional Pees, Expenses and Guarantee Proposal to the City of Santa Ana Executive Recruitment Services forplrector of Parks and Recreation Professional Fees` Expenses & Guarantee Professional Services Our professional fixed fee covers all CPS HR services associated with phases I, 11, and III of the recruitment process, including the necessary field visits (up to three) to develop the candidate profile and recruitment strategy, assist the City with finalist selection, and facilitate candidate Interviews, Reimbursable Expenses Actual out-of-pocket expenses for such Items as consultant travel, advertising, marketing, printing/copying, and postage/delivery charges are reimbursable at cost. There is no mark-up on expenses and we will work proactively with the City to ensure that the dollars being spent for expenses are In keeping with the City's expectations, Travel expenses for candidates who are invited forward in the interview process are not included under our reimbursable range, The listed reimbursable expenses range includes a background check on the selected finalist candidate. Professional Services Kull Recruitment (Fixed Plat Fee) 1 $17,000 Reimbursable Expenses Approxi.. recruitment costs Include:. ■ Brochure Design and Printing $5,500-$6,000 • Advertising ■ Other recruitment expenses such as supplies, travel, and shipping *professional fees and reimbursable expenses would be billed and paid monthly. CPS FIR =CONSULTING Page 112 Proposal to the City of Santa Ana Executive Recruitment 5ervices for Director of Parks and Recreation Optional: Recruitment Video In addition to your customized recruitment brochure, CPS HR can develop a Recruitment Video to attract a wider range of applicants. More than 60% of organizations are now using visual media to attract the attention of Job seekers, convey the culture of the organization, and effectively expand the talent pool. For this approximately three-minute video, CPS HR will arrive onsiteto film footage of the workplace and community, as well as conduct onsite interviews with selected employees, This video istop conal and costs $3,000; changing the Not -to -Exceed Total to $'26,000, Two -Year Guarantee if the employment of the candidate selected and appointed by the City, as a result of a full executive recruitmgnt (Phases 1, Il, and 111), comes to an end before the completion of the first two years of service, CPS HR will provide the City with professional services to appoint a replacement. Professional consulting services will be provided at no cost. The City would be responsible only for reimbursable expenses. This guarantee does not apply to situations in which the successful candidate is promoted or re -assigned within the organization during the two-year period. Additionally, should the Initial recruitment efforts not result in a successful appointment, CPS HR will extend the aggressive recrulting efforts and screen qualified candidates until an offer is made and accepted, CPS HR does not provide a guarantee for candidates placed as a result of a partial recruitment effort. We thank you for your consideration of our proposal. We are committed to prodding high quality and expert solutions and look forward to partnering with the city of Santa Ana In this important endeavor. CPS HR CONSULTING Paye 113