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8.3 SR 05-20-2024City of Elk - River To City Council Meeting Date May 20, 2024 Item Description Select Executive Search Firm Action Requested Approve, by motion, the engagement of of police. Request for Action Item Number 8.3 Prepared By Cal Portner, City Administrator Reviewed by: Cal Portner Lauren Wipper Tina Allard for executive recruitment services for chief Background/Discussion Chief Ron Nierenhausen announced his retirement from public service effective May 3 I, 2024. At the May 6, 2024, Regular City Council Meeting, the Council expressed a consensus not to seek an interim police chief during a market search for a replacement. The Council also directed staff to solicit proposals from executive recruiting firms to perform the recruitment. Three proposals were received from the following firms: - DDA Human Resources - MGT/GovHR - GMP Consultants Each of the firms is highly regarded for municipal executive searches and has the resources and demonstrated experience to complete a successful recruitment. Financial Impact The Police Department personnel budget has sufficient funds available due to the ongoing officer and CSO vacancies and the delayed onboarding of the newly added records clerk position. Mission/Policy/Goal The Elk River Vision Attachments I. DDA HR Proposal Cover 2. DDA HR ElkRiver Police Chief Recruitment 3. MGT GovHR exp Barrington Hills IL Police Chief 4. MGT GovHR Elk River MN - Police Chief 2024 Proposal The Elk River Vision A avelcoming community zvitb revolutionary and spirited resourcefulness, exceptional service, and community p p W E H E 0 BjNMURd430 engagement that encourages and inspires prosperity 5. MGT GovHR Cover 6. GMP HR Consultants Proposal Page 311 of 430 Cal Portner From: Pat Melvin <Pat@daviddrown.com> Sent: Friday, May 3, 2024 3:21 PM To: Cal Portner Subject: Police Chief recruitment Attachments: ElkRiver Police Chief Recruitment.pdf Calvin Good afternoon, I hope you enjoyed the MCMA conference. Please see the attached proposal to assist the City of Elk River with recruitment of its next Police Chief. Review and let me know if you have any questions. I know that law enforcement has a more rigorous background and psychological assessment and DDA Human Resources, Inc. would not be able to complete that part of the hiring process. If I recall correctly, that is typically done through the County Sheriff's Office. We would be happy to help coordinate that with the County if that is the process. Please note the timeline is pending the availability of your council members and typically gets finalized at the time of approving the Profile. DDA, Human Resources has a very thorough process which includes meeting individually with the Council members and staff to identify the desired qualities and preferred background experience, advertising through numerous venues and reaching out personally to individuals through Linkedln, phone calls and a -mails to identify individuals with a background matching your ideal candidate. Once applications are in DDA, Human Resources provides the Council with quality information on each candidate at each stage of the recruitment process as the Council narrows the applicants to those deemed to be the best fit for the City. Throughout this process, we keep the City Council informed of candidates and what the next step is and adhere to a tight timeline so that you can count on having a successor as soon as possible to take advantage of possible overlap with the outgoing Finance Director. We are so confident in our process, which has been tweaked and re-evaluated multiple times, that we offer a two-year assurance that the candidate selected through our process will remain with the City at least two years otherwise we will gladly return and conduct another recruitment with only the additional advertising and testing expenses incurred by the City. Please let me know if there is anything I can do to explain or better inform you and others about our trusted recruitment process. Thank you for considering DDA Human Resources, Inc. to assist in this very important recruitment process. Have a great Friday and when convenient, please send me an e-mail to confirm that you received this proposal. Have a great weekend! Paeeld 44P4 Management Consultant DDA Human Resources, Inc. A David Drown Associates Company 3620 Northome Avenue Wayzata, MN 55391 Cell: 612 385-7162 Phone: 612-920-3320 x116 pat@daviddrown.com www.daviddrown.com Page 312 of 430 DDA Human Resources, Inc. a David Drawn Associates Company May 3, 2024 Mayor and City Council City of Elk River 13065 Orono Parkway Elk River, MN 55330 Dear Honorable Mayor Dietz and Members of the Council, Wayzata Office: 3620 Northome Ave Wayzata, MN 55391 (612) 920-3320x116 1 fax: (612) 605-2375 pat(@daviddrown.com www.ddahumanresources.com Thank you for the opportunity to submit a proposal to assist the City of Elk River with a search for your next Police Chief. Our firm has extensive experience with local governments, and we thoroughly understand the complexities faced by local governments in Minnesota. DDA HR uses a proven, comprehensive process ensuring clients can identify the best candidate for their organization and community. The attached proposal includes several elements that set us apart in our approach to providing this service. Highlights include: • Knowledge: Our firm comprehensively understands local government in Minnesota, and our consultants are former Administrators with significant experience. • Neutral Third Party: We provide a neutral, objective perspective and ensure the process is focused on assisting the Council with finding the best possible fit. If you select DDA, be assured you will not have to deal with political challenges that can creep into the hiring process. • Brochure/Profile: We develop a detailed, professional profile to present the organization in the most positive manner. A sample is attached. • Advertising and Outreach: Our advertising and direct outreach is comprehensive and designed to penetrate deeper and reach more potential candidates. Our depth and scope of outreach is unparalleled. • Experience: DDA HR has conducted more Minnesota city and county executive searches in the last five years than any other firm by a wide margin. • Adherence to deadlines: When a deadline is established, we will meet it. • Video Interview: DDA uses video interviews in the screening process to get quality data that may not be apparent on resumes. These videos are used by the Council to make informed decisions on who to interview. DDA believes that the elected body should pick candidates to interview, not us. We will make sure the Council has the needed information to make this effective. You know best. • Candidate Communication: Through direct contact and a sophisticated software system, we ensure candidates understand the process and where they stand at all times. Candidates deserve nothing less. • Work Personality Index: Prior to deciding on final candidates, the Council will receive a personality index report on each person being considered for an interview. • Background Check Process: Instead of doing a comprehensive background check on a single finalist, we do a comprehensive background and reference check on all finalists interviewed by the Council. This does not include the law enforcement specific background check that will need to be done on the selected candidate. • Intellectual Profile: Each finalist will complete an intellectual profile measuring verbal reasoning, mathematical and logical reasoning, and overall mental aptitude. • All Inclusive Pricing: Costs for all the services we provide are included. No surprises with us. • Two-year Guarantee: We include a two-year guarantee because we use a proven process that you can trust. Thank you for your consideration. Sincerely, Patrick Melvin Page 313 of 430 DDA Human Resources, Inc. Enclosures Attachment Page 314 of 430 City E1. aver CITY OF ELK RIVER Police Chief Search Proposal Submitted by DDA Human Resources, Inc. to DDA Human Resources, Inc. a David Drown Associates Company May 3, 2024 Prepared by: Pat Melvin Management Consultant CITY OF ELK RIVER I Police Chief Search Proposal Page 315 of 430 ■ Description of the Firm ■ Approach to the Process ■ Service Team ■ Timeline ■ Process Details ■ Fees ■ Assurance ■ References Proudly based in Minnesota, David Drown Associates (DDA) is a full -service consulting firm with more than 25 years working with local governments providing a full range of fiscal and economic development services, along with compensation and classification services and executive searches, to over 450 government clients throughout Minnesota. Over these years, we have gotten to know local government well, and we have worked hard to keep our services up to date to meet the ever -changing needs of our clients. In 2013, we expanded our scope to provide human resources services — we started with executive recruitment and organizational studies and more recently added classification and compensation studies. Because of growth in our human resource service area, a new human resource affiliate company was created in 2017. DDA Human Resources Inc. currently employs eleven individuals serving cities, counties, and special districts throughout Minnesota. The majority of our consultants are recent practitioners having served as Administrators or Human Resource Managers. We have provided executive search services to over 125 cities and counties throughout Minnesota. Therefore, we understand the current challenges, know hundreds of potential candidates, and have our finger on the pulse of hiring local government leaders anywhere in the state. We take great pride in providing the best service at a fair and equitable price. We think you will find that our small company is nimble, efficient, and personable. We know and understand local government, and that will always guide our work. Our approach to this search will be to focus on finding the best fit for the City of Elk River. This is accomplished, first and foremost, by listening to what you are saying, understanding your goals and objectives, and building the search process from that foundation. After gathering background information, we comprehensively advertise the position and make sure that the posting gets into the hands of prospective candidates. In some cases, those persons are not active job seekers, so we will make every effort to find those folks through direct outreach efforts. After the posting closes, an analysis of candidates will be completed so that, when the semifinalists are presented to the City Council, you will be confident that these people are the best matches from the submitted applications. After the City Council select the finalists, these candidates will be fully researched, and all necessary hiring information will be available prior to the final interviews. Communication with the City is a high priority. In addition to our Consultant Pat Melvin being on site regularly, the City will receive weekly email updates, and he will always be available for questions. CITY OF ELK RIVER I Police Chief Search Proposal Page 316 of 430 PAT MELVIN — PROJECT LEAD Pat joined DDA as a Management Consultant specializing in Executive Search Services. He has a Government and Management Degree from Saint John's University and a Public Administration Studies master's degree from the University of Minnesota — Mankato which he earned while working for the City of Edina. Pat grew from being the Special Projects Administrator in Wright County to becoming the Administrator in McLeod County and has city experience serving as City Administrator in the Cities of Arlington and Minnetonka Beach. While working in county and city government, Pat has been involved in numerous aspects of local government including policy development, budgeting, human resources (including recruiting), payroll, benefits and workplace investigations, capital improvement plans, contract negotiations, grievance settlements, and managed a group self -insured health insurance plan. City of Minnetonka Beach- City Administrator 2019-2021 City of Arlington — City Administrator 2017-2019 McLeod County — County Administrator 2008-2017 Wright County — Special Projects Administrator 1999-2008 LIZA DONABAUER Liza is a Management Consultant and specializes in Executive Search services. Like all DDA HR consultants, she has a background in public administration at both the city and county level, most recently in Kansas and Minnesota. Liza worked in Wright County providing administrative support to the Commissioners, Coordinator, and Human Resources Department. This path led her into city management for Clearwater, Kansas, and Arlington, Minnesota. Throughout the years, her work has centered on human resource management, strong community participation, and leadership development. Liza received her MBA with an emphasis in public administration from the College of St. Scholastica. Since joining DDA, Liza has conducted over 60 Administrator/Manager, Department and Executive Director searches. Organizations/Affiliations • Liza enjoys working with colleagues throughout the state through her involvement in MCMA, a state affiliation of ICMA. • MCMA Women in the Profession Committee • MCMA Annual Conference Planning Committee • MCMA Recognition and Membership Committee • Secretary, Board of Directors, Minnesota Municipal Power Agency • Publicity Committee for City Clerks & Municipal Finance Officers Association (KS) Contact Information: pat(c)d avid drown. com 612-920-3320 x116 3620 Northome Ave Wayzata, MN 55391 Contact Information: Iiza(a)david drown.com 612-920-3320 x111 P.O. Box 534 Waconia, MN 55387 CITY OF ELK RIVER I Police Chief Search Proposal Page 317 of 430 GARY WEIERS Prior to joining DDA in 2013, Gary had over 20 years of county government management experience, the last 11 years as County Administrator in Rice County. Prior to becoming Administrator, Gary served as the Social Service Department Director in Rice County and worked as a Social Service Supervisor in Mower County and Sherburne County. Gary received his bachelor's degree from the University of St. Thomas and has honed his skills by working his way up from an entry level social worker position to be the head of a $50 million organization with over 350 employees. Gary has worked with local governments ranging in size from a couple thousand residents to communities of over 150,000 persons. Contact Information: garyC@daviddrown.com In addition to conducting executive searches, Gary has done work with communities 612-920-3320 x109 on sharing services, organizational analysis, strategic planning, and other 1327 Merrywood Court management related work. Gary was instrumental in developing programs to assist Faribault, MN 55021 new county administrators and presently mentors all new County Administrators. Additionally, he helped develop a Human Resource Technical Assistance Program that provides one-to-one consultation and access to a host of pertinent documents and policies to counties throughout Minnesota. Gary has conducted over 95 executive searches and numerous organizational studies. Gary will assist with recruitment and consulting as needed. BART FISCHER — CO -PROJECT LEAD Bart joined DDA in 2023 as a Management Consultant that focuses on mentoring, organizational work, strategic planning, and executive search work. He has over 20 years of experience as a public sector leader/manager in local government organizations as well as most recently working as a consultant with public sector` clients. Bart's recent consultant experience provided him the opportunity to `. establish connections and relationships in the public works and city engineer community, which will greatly benefit the City of Waconia in this search process. Bart's experience has taken him from being the Assistant City Administrator in the tab Cities of Newport and Chaska, Minnesota, to being the City Administrator in the Cities of Falcon Heights and Oakdale, Minnesota. As a consultant, Bart fostered Contact Information: existing client relationships, supported business development, helped mentor staff, bart(cDdavid drown. com and managed strategic client pursuits and partnerships. He is a strategic leader 7383 Hyde Ave S known for relationship development and connecting people around common themes Cottage Grove, MN 55016 and goals. Bart obtained his Master's in Public Administration from Metropolitan State University in St Paul. Bart will assist with recruitment and consulting as needed. CITY OF ELK RIVER I Police Chief Search Proposal Page 318 of 430 LIZ FOSTER Since joining DDA in 2015, Liz has been involved in over 160 executive search processes and other human resource projects. As a Certified Professional Recruiter, Internet Recruiter, and Diversity and Inclusion Recruiter through AIRS®, Liz performs Recruitment Only search services for clients looking for assistance hiring those hard -to - fill positions. In addition to recruitment, Liz provides support and assistance to the Management Consultants within the Human Resources Division. While assisting our Management Consultants, some of Liz's duties include community research, creating position profiles and advertisements, posting position openings, assembling interview materials for our clients, and providing other general administrative support to our Management Consultants. Liz will provide administrative support for this project. Y. Contact Information: lizC@daviddrown.com 612-920-3320 x108 605 2511 Ave NW Austin, MN 55912 CITY OF ELK RIVER I Police Chief Search Proposal Page 319 of 430 This timeline is tentative. The final timeline will be set after the Council's decision to proceed. *Dates highlighted require Council participation ITEM& Decision by Council to TASK ■ Gather all pertinent background information Information gathering ■ Gather salary information and review job description ■ Meet with staff, stakeholders, and Council Professional position profile I Develop position profile and advertisement Approve position profile Candidate recruitment Screening of applicants Personality Index Video interview Selection of finalists Background check of all finalists Reference check on all finalists Intellect profile Finalist packet Interviews City approves profile, job description, salary range, and hiring ■ Post position immediately upon approval of profile ■ Comprehensively advertise ■ Email and phone calls to prospective candidates DDA will review and rank applicants based on job related criteria and select semifinalists DDA will administer a work -related personality index to all semifinalists Each semifinalist will complete a video interview ■ City selects finalists for interviews ■ DDA will notify candidates not selected as finalists Includes: ■ Criminal background: county, state, national ■ Sex offender registry ■ Social Security number verification ■ Education verification ■ Credit check ■ Does not include final law enforcement specific background check DDA will conduct reference checks with current and former employers on all finalists DDA will administer an intellect profile measuring verbal reasoning, mathematical and logical reasoning, and overall mental aptitude. DDA will provide the Council information including: ■ Summary of references ■ Results of background checks ■ Personality index reports ■ Video interview ■ Resumes. etc. DDA will prepare all interview materials and be present at all interviews and other functions. COMPLETION DATE May 20, 2024 May 28, 2024 June 10, 2024 June 17, 2024 June 18, 2024- July 16, 2024 July 17, 2024 July 28, 2024 July 28, 2024 August 5, 2024 August 19, 2024 August 19, 2024 August 19, 2024 August 20, 2024 Special Meeting August 27, 2024 Decision Council will select candidate for offer August 27, 2024 Offer and agreement DDA will negotiate agreement with selected candidate August 30, 2024 Projected start date New Police Chief begins September 2024 Follow up DDA will follow up periodicallv with the new Police Chief September 2025 CITY OF ELK RIVER I Police Chief Search Proposal Page 320 of 430 STEP 1: INFORMATION GATHERING DDA will gather and assemble background information pertaining to the organization and position. In addition, Pat will meet with the Council to discuss candidate attributes, experience, and other important qualifications. Others will be interviewed as per the direction of the organization. At the same time, the job description will be reviewed and, if needed, we will gather relevant comparative salary information for consideration by the Council. We will quickly develop a comprehensive understanding of the organization, community, and position. Deliverables: ■ In -person information gathering via interviews with the Council and others ■ DDA receives information from the organization such as organizational chart, logos/images, budgets, existing job description, etc. STEP 2: DEVELOPMENT OF POSITION PROFILE Based on the information received from the Council and others, DDA will develop a professional position profile that is customized to present the City of Elk River in the most positive manner and provides prospective candidates with meaningful information. A draft will be presented to the Council for consideration and approval prior to advertising. Deliverables: ■ Draft profile sent to City for approval ■ Review and approval of job description and salary range by City ■ Review and approve proposed search timeline for purposes of advertisement and scheduling STEP 3: ADVERTISEMENT AND RECRUITMENT DDA will comprehensively advertise the position and make direct contact with possible candidates who are not active job seekers or traditional candidates. These efforts will include local, regional, and national outreach. In today's job market, it is important to reach candidates in ways that were not necessary even five years ago. Our efforts have resulted in 41 % of candidates applying from outside of Minnesota. This means that 59% of candidates still are from within the state, so comprehensive strategies are needed. Given the challenging job market as of recent, we have added advanced recruiting methodologies to our portfolio through Linkedln's robust recruiter platform. Linkedln has nearly 800 million members with over 52 million job seekers visiting Linkedln Jobs every week. This platform offers us 100% visibility of all those members. The use of over 40 advanced recruiting filters, recommended matches, and up-to-date insights allow us to reach individuals that possess the desired backgrounds and/or experiences. It offers ourjob posts high visibility to both active and passive candidates across more than 50 million organizations and over 38,000 skills. At the same time, it allows us to personalize messages and connect with candidates in a career focused environment. Local efforts (within Minnesota) will include: • Direct outreach to candidates by all members of DDA search team • League of Minnesota Cities • Association of Minnesota Counties • Govern mentJobs.com • University of Minnesota CITY OF ELK RIVER I Police Chief Search Proposal Page 321 of 430 • Minnesota Private College Consortium- Augsburg University, Bethel University, Carleton College, College of Saint Benedict, The College of St. Scholastica, Concordia College, Gustavus Adolphus College, Hamline University, Saint John's University, Saint Mary's University, St. Catherine University, St. Olaf College, and the University of St. Thomas • Minnesota State Colleges and Universities- Bemidji State University/Northwest Technical College, Metro State University, Minnesota State Universities of Moorhead & Mankato, Southwest Minnesota State University, St. Cloud State University, and Winona State University • Minnesota City County Management Association • Minnesota Board of Peace Officer Standards and Training • Minnesota Chiefs of Police Association • Linkedln Regional Outreach • Direct outreach to candidates • South Dakota Municipal League • Iowa League of Cities • League of Wisconsin Municipalities • Over 20 universities outside of Minnesota throughout the upper Midwest • University of Iowa • University of Wisconsin • University of South Dakota • University of Nebraska • Linkedln Nationwide Outreach • Direct outreach to candidates • National Association of County Administrators • National League of Cities • National Association of Counties • International City/County Management Association • Woman Leading Government (WLG) • Network of Asian Public Administrators • Industrial Asset Management Council (IAMC) • International Association of Chiefs of Police • Linkedln The simple DDA online application process will be used unless the organization prefers to use an existing methodology. Our online application system enables us to efficiently manage applicant flow, and corresponding reference information, and allows us to communicate with each applicant quickly and effectively. We are known for our communication with both the applicant and our client which engages and informs both parties of each step. Additionally, our system also allows us to access, review, and evaluate thousands of prior applicants who may not be actively seeking a job but who may be open to the "right opportunity." Deliverables: ■ Advertising outreach begins with posting on identified websites and social media platforms ■ Direct contact through established professional networks ■ We utilize our database of identified prospective candidates to contact via email or phone call CITY OF ELK RIVER I Police Chief Search Proposal Page 322 of 430 STEP 4: INITIAL SCREENING AND REVIEW DDA will complete a comprehensive analysis of every application received and determine approximately 10-12 semifinalists based on job related criteria to complete a video interview. Our clients have most notably been pleased with the video interview component of our process. Video interviews allow our clients to determine whether they see the candidate as a good prospect for a final interview and gain additional insight on the candidate's education, experience, personality, as well as their ability to think on their feet, all of which has been said to help lay the foundation for the final interview process. Access to, and viewing of, this information is as simple as clicking on a link from the individual client's laptop, phone, or smart device in a location and at a time that is convenient for them. Candidates are considered public once they are chosen as a finalist. Each semifinalist would also complete an information disclosure and a work -related personality index. About one week prior to selecting finalists for interviews, the information disclosure, video interview, personality index, cover letter, and resume from each of the semifinalists will be made available to the City for viewing. This will allow the City ample time to comprehensively review candidates prior to determining who to bring in the for the final interviews. Upon reviewing this introductory material, DDA will then assist the City in selecting its finalists for final interviews. After the City selects finalists, those not selected as finalists will be notified by DDA. Deliverables: ■ List of approximately 8-12 semifinalists with cover letter, resume, and video interview ■ Results of personality assessment ■ Results of information disclosure that provides insight about conduct that could be viewed as impacting one's ability to perform the requirements of this leadership role ■ Confirm interview schedule and logistics ■ DDA will contact those not selected STEP 5: SELECTION After the finalists are selected, DDA will complete comprehensive background screenings including criminal history, civil court history, verification of education, driver's license review, credit check, and other items. Along with background checking all finalists, DDA will conduct character references with current and former supervisors to discuss various work responsibilities, projects, initiatives, leadership style, personality characteristics, etc. Please note that the law enforcement specific background process will be needed on the selected candidate. In addition, DDA will administer an intellectual profile measuring verbal reasoning, mathematical and logical reasoning, and overall mental aptitude. Approximately one week prior to the final interview process, the Council will have access to each of the candidate's application materials, video interview, background check results, reference information, information disclosure, a work personality report, and an intellectual profile on each person. Early in the search process, Pat will discuss interview possibilities including leadership staff participation or virtual and/or in -person options for community involvement through a meet and greet event or interview panel, stakeholder interviews, individual and/or full Council panel interviews, a community tour, lunch with organization leadership, or other functions. Prior to interviews, Pat will prepare questions and then facilitate all interviews and other activities the Council determines appropriate. Our goal is to make the process smooth and painless so the Council can focus all its energy on finding the right person for the job and minimize staff disruptions to ensure the organization can focus on the tasks at hand. CITY OF ELK RIVER I Police Chief Search Proposal Page 323 of 430 Deliverables: ■ List of 4-6 finalists, confirming interview schedule and logistics ■ Leadership staff interview panel including summary of comments ■ Video Interview ■ Summary of References ■ Results of background checks ■ Personality Index ■ Intellect Profile ■ Information Disclosure ■ Cover letter and resume STEP 6: OFFER After interviews are complete, Pat will assist the Council with deliberations, and he will facilitate the offer to the selected candidate. Pat will negotiate the terms with the candidate based on the parameters established by the Council. Deliverables: ■ Employment agreement ■ DDA will contact those not selected STEP 7: FOLLOW UP DDA will make periodic contact with the new Police Chief for at least the first year of employment. Deliverables: ■ Periodic check in with new Police Chief and Council representative CITY OF ELK RIVER I Police Chief Search Proposal Page 324 of 430 In addition to the specific references listed on the following page, the City is encouraged to speak with any of the entities listed below: CITIES Benson- Manager Breezy Point- Administrator/Clerk/Treasurer Chatfield- Administrator Corcoran- Administrator Credit River- Administrator Crystal- Manager East Grand Forks- Administrator Fairmont- Public Works Director Faribault- Administrator Hawley- Administrator Lakeville- Finance Director Maple Plain- Administrator Mayer- Administrator Melrose- Director of Electric Operations Morris- Manager Mound- Manager New Hope- Manager Newport- Administrator North Mankato- Administrator Nowthen- Administrator Olivia- Finance Director Pelican Rapids- Administrator Red Wing- Human Resources Manager Richmond- Administrator/Treasurer Rochester- Finance Director Spring Park- Administrator/Treasurer Waconia- Public Services Director Wadena- Administrator Winsted- Administrator COUNTIES Beltrami- Human Resources Director Faribault- Assistant County Engineer Hennepin- Chief Financial Officer, Chief Human Resources Officer Roseau- County Engineer Steele- Finance Director OTHER ENTITIES Albert Lea HRA- Executive Director Arrowhead Library System- Executive Director Dakota 911- Executive Director Des Moines Valley Health and Human Services - Administrator Middle Fork Crow River Watershed District - Executive Director Mississippi Watershed Management Organization - Executive Director Riley Purgatory Bluff Creek Watershed District - Administrator DDA is currently conducting searches for the Cities of Forest Lake, Granite Falls, Inver Grove Heights, Maple Lake, and Waverly, Minnesota, the Counties of Anoka, Becker, Benton, Dakota, Mahnomen, and Steele, Minnesota, and Kandiyohi County Economic Development. CITY OF ELK RIVER I Police Chief Search Proposal Page 325 of 430 The fee for the search process is $27,000, payable at the completion of the search. This all-inclusive fee covers professional services and all expenses including travel, advertising, personality index, intellectual profile, background checks on all finalists, etc. This does not include the law enforcement specific background check. If the City of Elk River chooses to offer a travel stipend or reimbursement for expenses of the candidates, that cost is handled directly between the organization and the candidates. DDA would be available to provide input and guidance on this item. ASSURANCE If the newly hired Police Chief leaves the organization within the first 24 months of employment, DDA will complete another search without professional service fees. Only actual expenses will be billed to the organization. Mike Dodge, Mayor City of Mayer City Administrator Recruitment Phone Number: 952-215-2639 Brent Frazier, Mayor City of Pelican Rapids Phone Number: 218-850-3770 �ACCEPTANCE Jeff Pilon, Mayor City of Nowthen Phone Number: 763-639-9151 Sean Mork, Mayor City of Hawley City Administrator Recruitment and Organizational Study Phone Number: 701-866-8262 Your signature below indicates acceptance of the terms of the proposal stated herein. Client Representative Name: Client Representative Signature: Date CITY OF ELK RIVER I Police Chief Search Proposal Page 326 of 430 Sample Position Profile CITY OF ELK RIVER I Police Chief Search Proposal Page 327 of 430 �_ E MO�UN'D *�» !.Jr. 'of r*CITY OF • %"4111` w "low CITY MANAGER Salary: $114,,835 to $142,v2OO R 4j F - r � dr . `A. eYF� Krr E +. n `! -e A gal r 1 `' "'' ;.1 • ^ ,€,; x .f w ;ih f y } .yam, :i.-,w --- *, VMS - top f k, • by �' _ .. �s �. s _ems. .. 4,_ _ +�4r. Located on the western shores of Lake Minnetonka, Mound is a full -service community that recognizes and appreciates its unique setting. Its strong neighborhoods, quality schools, walkability and lake access make it a desirable place for residents of all ages. In the heart of the community, Downtown is easily accessible with places for people to live, shop, work and gather. Our commitment to preserving the natural environment ensures everyone can enjoy the community's four lakes and numerous wetlands, varied topography, open spaces, and parks. The City of Mound, Minnesota, with a population of 9,052, sits on the western shores of magnificent Lake Minnetonka, approximately 20 miles west of Minneapolis. Neighboring Lake Minnetonka communities include Minnetrista, Shorewood, Spring Park, and Orono. Mound is physically separated by water from every community except Minnetrista, who also shares the largest border with Mound. Lake Minnetonka and its many bays, Lake Langdon, Dutch Lake, and recently reclaimed Lost Lake are Mound's most defining natural resource features and have significantly influenced the community's development and street patterns. The Lake Minnetonka area has many cultural and historical resources that play an important role in the area's rich heritage Downtown Mound has numerous shops and businesses. Previous and ongoing projects in this focal point of the community have captured the charm of the early lake history in use of space and the design of downtown commercial and residential construction. Additionally, the restoration of Lost Lake Channel brings Lake Minnetonka to downtown and the Mound Greenway and Pier makes it possible to access downtown Mound by boat from Lake Minnetonka. Future public improvements in this area will create attractive gathering and event spaces for the many vibrant activities programmed and hosted by active community organizations essential to the character of our community. Mound has positioned itself for a strong and sustainable future. In 2003, a total street reconstruction program was initiated that was substantially completed in 2019. In addition, significant investment in utility infrastructure has been made, increasing water quality and sewer capacity. Since 2015, the Metropolitan Council Environmental Services has invested over $40M in projects that will benefit Mound residents for decades to come. Mound's Harbor District redevelopment efforts have culminated with the approval of a 52-unit cooperative living development on 2.3 acres with the remaining spaces to be improved for public enjoyment. An attractive place to call home, Mound residents enjoy the events and excitement of the Twin Cities metropolitan area while living in a quaint hometown atmosphere. With abundant lakeshore, trees, and parks, Mound's scenic beauty is unsurpassed. In 2012, Mound was named Minnesota's Best Place to Raise Your Kids by Bloomberg Businessweek. Page 329 of 4302 The community members of Mound care deeply about the city's park, open space, and recreation system. Mound's park, open space and recreation system consists of a wide variety of community parks, neighborhood parks, pocket parks, public beaches, special use parks, public shores, lake access points, open spaces, regional trails, and the Mound Docks & Commons areas. Due to the City's location on the western shores of Lake Minnetonka, Mound possesses a variety of natural resources ideal for parks and public open spaces. Surfside Park is Mound's Community Park. It offers a boat launch, beach, playground, rentable pavilion, and picnic area. The City also has five neighborhood parks, 14 pocket parks, six public beaches and three special use parks that provide unique recreational opportunities for neighborhood and community residents. The City enjoys access to two highly valued significant trail systems. The Dakota Rail Regional Trail is a 14.2-mile multiuse trail located in the former Dakota Rail railroad corridor constructed and managed by the Three Rivers Park District. From east to west, the trail links the cities of Wayzata, Orono, Minnetonka Beach, Spring Park, Mound, Minnetrista, and St. Bonifacius in western Hennepin County. West of Hennepin County, the trail currently extends another 12.5 miles into Carver County and is planned to extend an additional 31.5 miles through Carver and McLeod Counties, ending in Hutchinson. The Luce Line State Trail is a 63-mile long former railroad grade that is popular for biking, hiking, horseback riding, mountain biking and snowmobiling. The crushed limestone trail runs from Plymouth 30 miles west to the McLeod/Carver County line, with a parallel trail for horseback riding. Other popular spots include the farmer's market, state of the art skate park, nearby public and private golf courses, and community festivals. Page 330 of 4303 The Westonka School District serves approximately 2,300 students in grades PreK-12 throughout the communities of Mound, Minnetrista, Orono, Navarre, Spring Park, Shorewood, Independence, and Lyndale. • Early Learning Center (early childhood and preschool) 01O)V�j • Shirley Hills Primary School (grades PreK-4)'''"Y� • Hilltop Primary School (grades 4-6)'� • Grandview Middle School (GMS) (grades 5-7) • Mound Westonka High School (MWHS) (grades 8-12) ,p h • Westonka Transition Plus (ages 18-21) GB-Z/C SCW. Westonka has many attractive offerings, including smaller class sizes, individual attention, along with a wide variety of co -curricular opportunities and a full portfolio of honors and classes for all ages. Westonka has been recognized for excellence, including the following awards: • SchoolDigger Top School Districts - Ranks 7th out of 446 Minnesota Districts and a 5-star overall rating • Niche Best School Districts - Ranks loth in Minnesota • U.S. News & World Report Best Middle Schools - GMS currently ranks as the 5th Best Middle School in Minnesota • U.S. News & World Report Best High Schools - MWHS currently ranks as the 17th Best High School in Minnesota • Home of 2017 Minnesota Teacher of the Year Corey Bulman • National Blue Ribbon Primary Schools - Both of Westonka's primary schools have been awarded • AP District Honor Roll - Westonka was one of only 11 Minnesota districts named to the College Board's 2012 AP District Honor Roll for increasing access to AP Exams while also increasing the percentage of students earning scores of 3 or higher (usually the minimum to earn college credit) Page 33 I NINA A I I I r R4f4�-� f CITYOF w€ UND FIRE CITY HALL POLICE V R .0 _ _ The City of Mound is a community legally established under the laws of Minnesota, specifically a Statutory Plan B City. It is governed by a Mayor who serves a two-year term and four Council Members who serve four-year terms. City Council Members serve at large. The Mayor and Council Members are responsible for approving operating and capital improvement budgets, employing a City Manager, establishing City regulations and ordinances, maintaining public facilities, and planning the City's future. The City Manager is the chief administrative officer of the City under the direction of the City Council, and advises the Council in matters of general policy, personnel, budget and procedure. This position is responsible for the daily administration and coordination of all City affairs in accordance with City Code, ordinances, resolutions, and directives from the City Council, as well as administration of financial functions of the City. The City Manager directs all municipal operations including, but not limited to, coordination and facilitation of all City Council meetings. The City Manager is ultimately responsible for the day-to-day management of the City which includes oversight of Fire, Public Works, Finance, Administration, Community Development, and contracted Police Services. The City provides its residents and businesses a full range of municipal services consisting of police, fire, public works, parks and general administrative services. The City also operated five enterprises in 2022: a liquor store, water utility, sewer utility, storm sewer utility, and a curb -side recycling service. The City of Mound operates a very unique program - the Mound Docks and Commons Program. It is the largest municipally owned dock program in the state permitting over 600 boats annually on Lake Minnetonka. They dedicate the shorelines of Mound, just as parks are dedicated for public use, so that all Mound residents could enjoy the use of the Lake, not just those whose property faces (abuts) the lake. Currently, inland Mound residents have an opportunity to have access to Lake Minnetonka through the approximately 144 dock sites and 100 slip sites. Page 332 of 4305 VOTERS CITYATTORNEY --- CITY COUNCIL CITY MANAGER PLANNING/ DEPUTY MANAGER COMMUNITY DEVELOPMENT FINANCE I I ADMIN COMMISSIONS Planning Parks & Open Space Docks Economic Development (inactive) OFF SALE LIQUOR PUBLIC WORKS I FIRE/EMERGENCY MANAGEMENT All Governmental Funds -IW2022 202I' Exper7ditures General Government 1,285,852 1,321,667 Public Safety 3,524,224 3,774,230 Streets and Highways 868,567 965,478 Culture and Recreation 628,786 721,022 Total Current Expenditures 6,307,429 6,782,397 Debt Service — Principal 2,823,633 2,777,467 Interest and Fiscal Charges 440,721 364,924 Capital Outlay 169,952 900,486 Transfers to Other Funds 1,040,886 979,071 Total Expenditures and Other Financing Uses 10,782,621 11,804,345 Page 333 of 4306 • The City Manager is the chief executive officer for the City Council, responsible for coordinating the administration of all City departments in developing and implementing programs, policies, and directives. • Coordinates the activities of the Council, including setting meetings, preparation of agendas and attendance at regular meetings, special meetings, workshops, and official activities. Directly responsible to the Council for the enforcement of all ordinances, regulations, and policies of the local, state, and federal government which may apply within the boundaries of the City of Mound. Plans and carries out of all capital improvement projects and service programs; serves as chief project and program director for the City. Advises the Council on matters of governmental and public policy which are pertinent to municipal operations; makes presentations, participates in discussions, and implements City Council decisions. Provides leadership and direction to all departments in the development of short- and long-range goals established by City staff and by the City Council. • Ensures effective management of City's funds and assets, including effective investment of available funds, proper accounting practices for control of the financial assets, and provide long- and short-term financial planning. Identifies appropriate service levels to balance customer needs and wishes with budgetary limitations. • Coordinates and directs department heads in the development, presentation, and administration of the annual operating and capital improvements budgets, and oversees the administration of all departments and divisions to plan and coordinate activities and follow-up to ensure the effective provision of services to the public. Authorizes purchases and expenditures; signs agreements, contracts, and related documents as representative of the City. • Works with the City Attorney to give work direction, monitoring work, and coordinating work with departments needing legal assistance or advice. Stays current with legal and compliance issues and trends that may impact City operations directly or indirectly. age 334 of 4307 l . Ensures the development of an effective municipal organization; makes recommendations to the City Council regarding any changes to the organizational structure of the City and makes or recommends staffing or administrative changes to maintain the most efficient government. • Cultures a management team that supports each other, that learns - - - from each other, and deliberately share accountabilities for overall efficient and professional municipal management. . Appoints, disciplines, promotes, demotes, and terminates those in the employ of the City, when in the best interest of the City, subject to procedures, statutes, regulations, and contractual agreements. . Ensures performance evaluation of all regular full-time, regular part- time, and consulting personnel and oversees employee development. . Ensures that customer complaints and public contacts are handled effectively. . Negotiates contracts with unions, private individuals and organizations, surrounding municipalities, and other governmental units. • Serves as spokesperson for the City in public settings or when communicating with the public media. Acts as the City's representative and serves as a liaison with other governmental agencies, citizens, and community groups. Participates in and supports civic organizations; ensures public relations with community groups. • Serves as a liaison to the Board of Directors of the Spirit of the Lakes Festival, having necessary oversight of the City facilities, infrastructure, and staff in connection to the festival. • Serves as Director of the Housing and Redevelopment Authority. • Serves a principal role in guiding or executing communications which includes, but is not limited to, the City newsletter and the City web site and keeping key legislative contacts informed in a manner that advances the City's interests. . Assures the safety and safety awareness of the employees within the employ of the City. Performs other duties that are consistent with the position and as may be assigned by the City Council. Page 335 of 4308 • A leader who prioritizes customer service, builds trust, and openly communicates with residents • A manager that will develop and share the Council's vision and staff s role in achieving that vision • A leader who exemplifies and promotes teamwork among staff, the Council, consultants, and residents • Experience working strategically with elected officials to guide meetings, influence decisions, and advise the Council • Strong communicator who is approachable, responsive, and keeps everybody informed • Demonstrated financial skills in budgeting, short and long-range planning, and debt management • Knowledgeable in all city services while seeking input from staff in their area of expertise • Well networked manager that promotes the City, keeps legislators informed of needs, and seeks outside funding • A project manager that can track multiple projects, remove hurdles, and achieve completion • A manager who will support, develop, hold accountable, and build strong morale among staff • Committed to do what is best for the community and willing to say no to outside pressures • A creative and innovative leader committed to enhancing and beautifying the community • Manager who will grow and stabilize the tax base through partnering with existing and new businesses and diversifying the City's revenue • A confident leader who listens, is decisive, and skilled in assisting to resolve conflicts • Proactive in working with the Council to address challenges, i.e. construction of water treatment facility, succession planning, and increased housing • Organizational awareness to recommend changes in structure and staffing to improve the organization • Somebody with practical knowledge and experience beyond what is learned from schooling • Experience managing a small town and being resilient in the midst of resident criticism • Knowledge of technology and the ability to make a convincing argument for it • Ability to understand complex situations, propose solutions, and clearly present info to residents • Management style that includes being out and about in town talking with residents J[)SITI[1 AL11►19 City: Mound, Minnesota Position: City Manager Salary: $114,835 to $142,200 Application Deadline: October 11, 2023 JOB SUMMARY The City Manager is the chief executive officer for the City Council, responsible for coordinating the administration of all City departments in developing and implementing programs, policies, and directives. MINIMUM QUALIFICATIONS • Bachelor's degree in Public Administration, Business Administration, or closely related field • Five -plus years of experience in municipal management in a city smaller than Mound or as an Assistant Manager in a larger city • Experience in: • A supervisory capacity • Public relations matters and communications DESIRED QUALIFICATIONS • Master's degree in Public Administration, Business Administration, or related field • Experience in: • Long-term strategic and capital planning • Dealing with the media • Labor issues and contract negotiations • Downtown development or redevelopment APPLY Visit httvs:Hdaviddrown.hirinigplatform.com/180766-mound-city-manager/701689-application-form/en and complete the application process by October 11, 2023. Finalists will be selected on October 30, 2023, and final interviews will be held on November 20 and 21, 2023. Please direct questions to Pat Melvin at pat@daviddrown.com or 612-920-3320 x116. DDA Human Resources, Inc. a David Drown Associates Company DDA Human Resources, Inc. Wayzata Office 3620 Northome Avenue Wayzata, MN 55391 Phone: 612-920-3320 x116 Fax:612-605-2375 pat@daviddrown.com www.ddahumanresources.com Page 337 of 43QO �y t' VILLAGE HALL _ POLICE DEPARTMENT Its FIRE STATION 10 -- V, I bmo- .- BARRINGTON HILLS, ILLINOIS CHIEF OF POLICE 612:f'IMJ'JI:1"KeI: ■:1IA�'IwInn 1 [• —J/ o THE POSITION IN BRIEF A The Chief of Police is Barrington Hills duly sworn law enforcement executive in charge of overseeing the Village's police department. The Chief works closely with the President, Trustees, Director of Administration, and other community stakeholders to ensure that state laws and local ordinances are enforced in the pursuit of public peace and safety. The Chief manages a workforce of 22 personnel, which includes civilian personnel, and a budget of approximately $3,240,340. The current Police Chief served the Village for 25+ years, the last five as Chief, and is retiring in July 2024. The CALEA accredited police department has 16 sworn officers, including the Chief, and four Sergeants, one part- time Officer, four full-time civilian positions, and one part-time civilian position. Police officers are organized into one bargaining unit represented by the Metropolitan Alliance of Police. The Department responded to 55 Group "A' Crimes in 2023, the largest number of which were property related. Dispatch services are provided by QuadCom 911, a regional public safety answering point. The Chief of Police is appointed by the Village President with the approval of the Board of Trustees, and reports to the Village President. The next Chief will be successful by supporting the Village's ongoing public safety mission to provide vision, stewardship, and valued services, above and beyond the norm while fostering a vibrant community culture to preserve and protect our residents' quality of life. Page 33WF490 VILLAGE OF BARRINGTON HILLS, ILLINOIS CHIEF OF 0 s _ THE COMMUNITY Barrington Hills, with a population of 4,114 (2020 census) is located 40 miles Northwest of Chicago, Illinois situated on 30 square miles of open lands. The Village's quiet and harmonious -a atmosphere is showcased by its active residents who enjoy abundant large lots, farms, barns, trails and quiet anonymity. Barrington Hills is a peaceful oasis with primarily residential ' properties, an excellent school system, and easy access to surrounding areas and Chicago via 1-90 and the Metra. The Y community is known for the property freedoms residents': enjoy as well as an abundance of outdoor activities including t` " equestrian pursuits. " COMMUNITY HISTORYAND BACKGROUND The Barrington area was first settled in the 1830s as a farming community, with the Village of Barrington incorporating in 1865. With gently rolling hills, many covered in towering oak trees, natural kettle moraine lakes and ponds, open spaces, the Barrington area in the late nineteenth and early twentieth centuries attracted affluent Chicago families looking for a summer retreat from the crowded city, yet within a day's journey by horse and buggy, and later by automobile or train. These new residents purchased farms and built their estates, continuing to operate "gentlemen farms" with farm managers to run them. With the completion of the Chicago and Northwestern Railway, the travel time from Chicago enabled these residents to live in the Barrington Countryside and work in Chicago. In 1921, a group of these prominent Chicago businessmen purchased the 220 acres for the Barrington Hills Country Club and the nucleus of what was to become the Village of Barrington Hills was born. As more families moved to the Barrington Countryside, the Country Club, the Riding Club of Barrington Hills, and the Fox River Valley Hunt became the social networks for their rural community with shopping close by in the Village of Barrington. In the prosperous mid-1950's, as post-war economic development blossomed, and the new network of roads and commuter railroads made the suburbs accessible to many more Americans anxious to move from the cities, large-scale housing developments began to sprout up on what had been rural farmland. When developers purchased several thousand acres south of the Barrington area in Bartlett, and then in nearby Carpentersville for hundreds of homes on quarter acre lots, farsighted Barrington Hills residents realized that if the Barrington Countryside was to remain a rural oasis in a sprawling urbanization movement, and retain its five (5) acre minimum zoning, that incorporating as a Village was the only way to preserve this "special way of life" that had been the core of the Countryside since its inception more than 50 years earlier. Andrew Dallstream, a prominent Chicago attorney, and president of the Cook County Zoning Board organized a group of Barrington residents to persuade their friends and neighbors to sign petitions to incorporate as the Village of Barrington Hills. After many months of effort, the Village of Barrington Hills was incorporated on July 5, 1957. The Village has over 5,000 acres of Forest Preserve within its borders. The Riding Club of Barrington Hills, founded in 1937, has maintained a private trail system throughout the Village with the generosity of landowners who allow members to ride horses across their property. In today's busy, often impersonal world, Barrington Hills is an oasis of another time, another way of life, where residents not only know each other, but join together to enjoy their interests and hobbies, and participate in the village -wide events like the annual Independence Day Run, the Barrington Hills Fall Festival in September, or those pertaining to conservation, equestrian, education, the country club or the many casual neighbor get-togethers. Page 34BA6E430 VILLAGE OF BARRINGTON HILLS, ILLINOIS • CHIEF OF POLICE MARQUE COMMUNITY EVENT Barrington Hills hosts an all -day annual Fall Festival. The event is family friendly, includes live music, food, and attracts many residents. COMMUNITY RECOGNITION Barrington Hills is recognized as Bee City USA. :I=144.01 ��►fi��i��i�r� There are five park districts in the Barrington Area, one public golf course, 5 private. The Barrington Hills Park District, a separate taxing body, maintains an equestrian riding facility and tennis courts. Barrington Park District offers recreational areas, swimming pools, tennis courts, soccer and baseball fields, and picnic and play areas, as well as a multitude of programs. COMMUNITY DEMOGRAPHICS Population: approximately 4,114 (2020 Census) Median Age: 48.5 (2022 ACS) Households: 1,462 (2022 ACS) Median Household Income: $185,278 (2022 ACS) Average Home Value: $808,800 (Zillow) Race: White 83%, Black or African American 1%, American Indian, or Alaska Native 0.2%, Asian 8.5%, Native Hawaiian or Other Pacific Islander 0. Some Other Race .9%, Two or More Races 6.4%, Hispanic or Latino (of any race) 01 (2022 Census). LOCATION The Village of Barrington Hills, approximately 30 square miles, is located 40 miles Northwest of Chicago and is approximately 17 miles from Interstate 90. h , J 0 .•. PIS ��.. � LA PROXIMITY TO AIRPORTS O'Hare International Airport: 25 miles Midway International Airport: 46 miles Chicago Rockford International Airport: 54 miles BUSINESS AND INDUSTRY STATISTICS While Barrington Hills has very limited commercial businesses within the Village limits, many businesses/industries are in the immediate vicinity (2013 Census). • Barrington - 4,372 businesses • Lake Barrington - 806 businesses • South Barrington - 653 businesses • North Barrington - 338 businesses • Port Barrington - 92 businesses • Inverness - 617 businesses • Tower Lakes - 92 businesses • Long Grove - 924 businesses • Kildeer - 359 businesses • Deer Park - 420 businesses AREA EDUCATION Many Barrington Hills residents attend schools in District 220. The Barrington 220 district services students from a 72-square mile area, covering four counties and 12 villages. It features one early -learning center, eight elementary schools, two middle schools and one high school, all achieving high accolades. Residents also attend schools in Community Unit District 300. The district is the 6th largest school district in the State. The district is headquartered in Carpentersville and stretches into 14 other communities across 118 square miles, such as the East and West Dundee, Gilberts, Pingree Grove, Sleepy Hollow and a part of Barrington Hills. D300 features 27 schools including a charter school. At nearly 21,000 students in preschool through 12th grade, D300 is the sixth largest school district in the State of Illinois. In addition, some residents also attend nearby private schools. VILLAGE OF BARRINGTON HILLS, ILLINOIS • CHIEF OF POLICE CITY GOVERNMENT Village and Government Staff: The Village of Barrington Hills is structured under a Trustee -Village form of government with a full-time Director of Administration. The Board of Trustees consists of six trustees and one president elected at -large. Departments: In addition to the Police Department, the village has full-time Administration staff and contracts Public Works and other services. The Village of Barrington Hills is served by five fire districts providing fire and emergency medical services for the residents of Barrington Hills. The districts include Barrington Countryside Fire Protection District, Carpentersville and Countryside Fire Protection District, Fox River Grove Fire Protection District, East Dundee Fire Protection District, and Algonquin -Lake in the Hills Fire Protection District. Page 34 OO VILLAGE OF BARRINGTON HILLS, ILLINOIS • CHIEF OF POLICE THE POLICE DEPARTMENT The Barrington Hills Police Department is responsible for providing 24-hour police services and protection in the Village of Barrington Hills. The authorized staff of the department is 16 full-time police officers, one part-time officer, four full-time civilian support staff members and one part-time support staff member. Dispatch services are provided by QuadCom 911, a regional public safety answering point. The department participates in multiple multi -regional mutual aid organizations including NIPAS (Northern Illinois Police Alarm System). The police department believes strongly in professional policing, which is reflected in its organizational structure and enforcement philosophy. Department members believe in the critical importance of partnering with the community to identify and solve problems to maintain and enhance the quality of life in Barrington Hills. The department consists of three different sections: patrol, investigations, and records. Barrington Hills Police Department Organizational Chart • Chief of Police Accreditation Manager Investigations Patrol Section Section itr-tive AM Shift Q600-1800 Hrs. r—� NIPAS TEM5 Liaison (1) Team A FTeam B Sergeant Sergeant Patrol Patrol Officers (2) Officers (2) 1200-2400 Patrol Community Officers (2) Service Officer (1)* Martment Members: 16 Authorized Fu0-Time Sworn 1 Reserve (Part -Time) Sworn 4 Authorized Full -Time Civilian 1 Authorized Part -Time Civilian PM Shift 1800 - 0600 Hrs. Team A Team B Sergeant Sergeant Patrol I I Patrol Officers (2) Officers (2) Patrol Shifts: AM Shift: 0600 -1800 PM Shift: 1800 — 0600 Power Shift 1200 — 2400 Records Section Supervisor (1) 11R Coordinator Clerk (1) (1) Page 34RA6PZ0 VILLAGE OF BARRINGTON HILLS, ILLINOIS • CHIEF OF POLICE Barrington Hills Police Department NIBRS Group A Offense Data - 2023 Offense Reported in 2023 Reported in 2022 Percent Change Offenses Cleared Percent Cleared Percent Of Category Rate Per 100,000* Murder 0 0 NA 0 0.00% 0.00% 0.00 Negligent Manslaughter 0 0 NA 0 0.00% 0.00% 0.00 Justifiable Homicide 0 0 NA 0 0.00% 0.00% 0.00 Non-consensual Sex Offenses: Rape 0 1 -100.00% 0 0.00% 0.00% 0.00 Sodomy 0 0 NA 0 0.00% 0.00% 0.00 Sexual Assault with Object 0 0 NA 0 0.00% 0.00% 0.00 Fondling 0 0 NA 0 0.00% 0.00% 0.00 Aggravated Assault 2 1 100.00% 2 100.00% 20.00% 47.56 Simple Assault 4 9 -55.56% 4 100.00% 40.00% 95.12 Intimidation 4 2 100.00% 2 50.00% 40.00% 95.12 Kidnapping/Abduction 0 0 NA 0 0.00% 0.00% 0.00 Consensual Sex Offenses: Incest 0 0 NA 0 0.00% 0.00% 0.00 Statutory Rape 0 0 NA 0 0.00% 0.00% 0.00 Human Trafficking, Commercial Sex Acts 0 0 NA 0 0.00% 0.00% 0.00 Human Trafficking, Involuntary Servitude 0 0 NA 0 0.00% 0.00% 0.00 Crimes Against Persons Total 10 13 23.08% 8 80% 18.18% 237.81 Robbery 0 0 NA 0 0.00% 0.00% 0.00 Burglary/Breaking & Entering 2 5 -60.00% 0 0.00% 4.65% 47.56 Larceny/Theft Offenses 12 19 -36.84% 1 8.33% 27.91% 285.37 Motor Vehicle Theft 1 5 -80.00% 1 100.00% 2.33% 23.78 Arson 0 0 NA 0 0.00% 0.00% 0.00 Destruction Of Property 12 5 140.00% 0 0.00% 27.91% 285.37 Counterfeiting/Forgery 0 0 NA 0 0.00% 0.00% 0.00 Fraud Offense 15 26 -42.31% 0 0.00% 34.88% 356.72 Embezzlement 0 0 NA 0 0.00% 0.00% 0.00 Extortion/Blackmail 1 0 NA 0 0.00% 2.33% 23.78 Bribery 0 0 NA 0 0.00% 0.00% 0.00 Stolen Property Offenses 0 0 NA 0 0.00% 0.00% 0.00 Crimes Against Property Total 43 60 -28.33% 2 4.65% 78.18% 1022.59 Drug/Narcotic Violations 1 1 0.00% 1 100.00% 50.00% 23.78 Drug Equipment Violations 0 0 NA 0 0.00% 0.00% 0.00 Gambling Offenses 0 0 NA 0 0.00% 0.00% 0.00 Pornography/Obscene Material 0 0 NA 0 0.00% 0.00% 0.00 Prostitution 0 0 NA 0 0.00% 0.00% 0.00 Weapons Law Violation 1 0 NA 1 100.00% 50.00% 23.78 Animal Cruelty 0 0 NA 0 0.00% 0.00% 0.00 Crimes Against Society Total 2 1 100% 2 100% 3.64% 47.56 Total Group "A" Offenses 55 74 -25.68% 12 21.82% 100% 1307.97 Page 34WWFAO VILLAGE OF BARRINGTON HILLS, ILLINOIS • CHIEF OF POLICE CHALLENGES, OPPORTUNITIES AND EXPECTATIONS The new Chief of Police will need to be a person with demonstrated leadership and outstanding communication skills. The Chief should honor and respect community history and expectations; however, the Chief of Police must be a visionary who focuses on tomorrow rather than the past. The Chief of Police must lead by example, showing respect for everyone regardless of socio-economic status, race, creed, gender, or sexual orientation. The next Barrington Hills Chief of Police will have an approachable and available management style encouraging effective communications among the staff of the police department, other municipal employees, and the community at large. The Chief will regularly demonstrate active listening skills, will seek information and input, and welcome and encourage diversity. The Chief will have an excellent reputation and demonstrate a high level of personal and professional honesty and integrity. The Chief will be a strategic thinker, anticipating issues or trends and will be open to new approaches and technologies while understanding the needs of the Village of Barrington Hills as a whole and the region's public safety community. The Chief will have experience with a commitment to collaborating with other law enforcement agencies and mutual aid groups, including fire personnel. Successful candidates will have a history of collaboration, cooperation, relationship building and teamwork. They will have a proven history of practicing the principles of 21st Century Community Policing and building community problem solving partnerships. They will be committed to training, professional development and community engagement. The next Chief will be a person who values employees' physical and mental health and overall wellness. The Department was recently reaccredited through CALEA (Commission on Police Accreditation for Law Enforcement Agencies). Not only a source of pride, but accreditation also signals a significant effort to ensure contemporary policing and community -accountability standards are in place and honored. Successful candidates should be very familiar with professional best practices. Experience with police accreditation is desirable. The next Chief of Police should also possess the willingness to challenge the status quo and make changes if needed. The ideal candidate should demonstrate leadership skills worthy to be emulated by the members of the Barrington Hills Police Department. Page 34 20 VILLAGE OF BARRINGTON HILLS, ILLINOIS • CHIEF OF POLICE DESIRABLE CHARACTERISTICS The Village is seeking an adaptable law enforcement professional with an ability to provide a contemporary approach to policing. The ideal candidate will have an inclusive managerial style, as well as clear, concise, and open communication skills. The successful candidate will be/have: • Adept at combining a hands-on management style with authentic leadership, and an ability to work with a variety of stakeholders. • Able to thoughtfully represent the interests of the department and the Village, with a high level of community engagement. • Demonstrate an inclusive leadership and management style. • Open and available to Police Department staff and Village employees by using an effective communicating philosophy, seeking input, and welcoming differing perspectives. • Committed to continued training, professional development, and community engagement. • Demonstrated experience building successful partnerships with community stakeholders. • Proven history of practicing the principles of 21st Century Community Policing and building community problem solving partnerships. • Demonstrated experience receiving positive outcomes applying problem solving approaches within the community. • Knowledge and experience with media relations, including experience and support of the use of social media as an opportunity to engage Police Department stakeholders and promote the mission and goals of the Department. • History of intergovernmental cooperation and relationship building. • Experience interacting and collaborating with other law enforcement agencies and mutual aid groups. • Very familiar with professional best practices. Experience with police accreditation is desirable. • Sufficient experience to review organizational structure, staffing, and personnel assignments and make changes when appropriate to ensure departmental capability to carry out its mission and responsibilities. • Experience in addressing internal organizational and personnel issues present in most police agencies as well as having demonstrated ability in addressing these problems in a positive, professional, timely and impartial manner. • Strategic thinker, anticipating issues or trends and must be open to new approaches and technologies. • Well -developed financial management skills, knowledge of capital planning and organizational management and a clear understanding of resource and budgetary limitations while avoiding micromanagement. • Be knowledgeable of law enforcement accreditation standards. • Experience in labor/management interactions and succession planning, and a commitment to continued professional development of all members of the Police Department. • Excellent writing and public speaking skills and the ability to adjust one's approach based upon the audience. • Excellent reputation and a high level of honesty and integrity. EDUCATION, TRAINING AND EXPERIENCE Candidates should also have an equivalent combination of education, training and experience which provides the required knowledge, skills, and abilities, as outlined below: • 15 years of service in law enforcement, including five years of supervisory and/or administrative service experience in a full-time, paid police department. • A bachelor's degree is required; criminal justice or a related field ideal. A master's degree is preferred. • Leadership training such as the F.B.I. National Academy, Northwestern University's School of Police Staff and Command, Police Executive Research Forum Senior Management Institute For Police, Leadership In Police Organizations, or similar programs is required. • Successful candidates will possess or be able to obtain a valid Illinois driver's license. They will be certified by the Illinois Law Enforcement Training and Standards Board or be eligible for such certification. Page 30Cclif Q0 VILLAGE OF BARRINGTON HILLS, ILLINOIS • CHIEF OF POLICE COMPENSATION, BENEFITS AND THE ORGANIZATION'S CULTURE The starting salary range is $150,000. The Village of Barrington Hills also offers an attractive benefits package and a pension. The organization prides itself on its commitment to customer service and teamwork. Staff have a lot of daily interaction with one another and report strong interdepartmental relations. The Village's organization strives to be a workplace of choice, and Village staff possesses a high -output work ethic. The President and Board of Trustees possess a strong respect for Village staff's work. Among themselves, elected officials are collegial and respectful of differing perspectives and points of view. Barrington Hills is an Equal Opportunity Employer. The Chief is nominated by the Village's President and approved by the Board of Trustees. The organization seeks to attract the most talented people from a diverse candidate pool, and strongly encourages all qualified candidates including women, people of color, LGBTQ+ individuals, people with disabilities, and veterans to apply. HOW TO APPLY Candidates should apply by May 8, 2024 with resume, cover letter and contact information for five work -related references to www.GovHRjobs.com to the attention of Marc Hornstein, and Jon Fehlman at GovHR USA, 630 Dundee Road, #225, Northbrook, IL 60062. Tel: 847-380-3240. GovHR USA GovTEMPS USA .•.'. M G T Proposal MAY 15, 2024 w, I1 City of Elk River, Minnesota 2 Fl 0�� Submitted by: MICHELE MORAWSKI ASSISTANT DIRECTOR, CLIENT SERVICES 630 DUNDEE ROAD, SUITE 225 NORTHBROOK, IL 60062 224.415.3791 mmorawski@govhrusa.com ..- 349 of 431 CITY OF ELK RIVER, MINNESOTA POLICE CHIEF RECRUITMENT SERVICES MAY 15, 2024 Table of Contents COVERLETTER................................................................................................................1 FIRMPROFILE.................................................................................................................2 PERFORMANCE SOLUTIONS............................................................................................ 3 WHY CHOOSE MGT/GOVHR?........................................................................................... 5 OURTEAM......................................................................................................................6 PROJECT APPROACH & METHODOLOGY.........................................................................7 PROJECT UNDERSTANDING............................................................................................. 7 PROPOSED WORK PLAN................................................................................................... 7 PROJECTTIMELINE........................................................................................................ 11 COMMITMENTTO DIVERSITY, EQUITY, & INCLUSION IN RECRUITMENTS............................................................................................................. 11 COST PROPOSAL...........................................................................................................13 FULL SCOPE RECRUITMENT...........................................................................................13 OUR GUARANTEE — FULL SCOPE RECRUITMENT........................................................... 14 OPTIONAL ASSESSMENT CENTER..................................................................................14 OPTIONAL SERVICES.....................................................................................................15 APPENDIX A. CONSULTANT BIOGRAPHY.......................................................................16 APPENDIX B. CLIENT LIST..............................................................................................18 �G-HR usn .. MGT 6-TEMPSu5 MGTCONSULTING.COM / GOVHRUSA.COM Page 350 of 430 Cover Letter May 15, 2024 Calvin P. Portner, City Administrator 13065 Orono Parkway Elk River, MN 55330 cportner@elkrivermn.gov Dear Mr. Portner, GovHR ♦0i•* M G T � GOVTEMPS PS USA Thank you for the opportunity to provide you with a proposal for the Police Chief recruitment and selection process for the City of Elk River, Minnesota (City). Our proposal provides the City with firm qualifications, key experience, a detailed work plan and timeline, and associated fees to provide services that exceed expectations. We provide a tailored, personal approach to executive recruitment and selection, and can adapt to your specific requirements for the position. We have some very exciting news to share. GovHR USA (GovHR) has recently been acquired by MGT of America Consulting, LLC (MGT). MGT is a nationally respected leader in public sector management consulting and technology services with a long track record in support of state, local, and education clients. GovHR and MGT are joining forces to take the next step in offering integrated solutions that can accelerate our most important shared goal: dramatically improving lives by advancing and lifting up the communities we serve. Our consultants have worked in all areas of local government leadership including city/county management, human resources, public safety, finance, public works, parks and recreation, and utilities. This combined hands-on knowledge and experience has made MGT and GovHR proven leaders in public sector consulting. MGT CONTACT INFORMATION MGT of America Consulting, LLC 4320 West Kennedy Boulevard I Tampa, Florida 33609 P: 813.327.4717 1 www.mgtconsulting.com FEIN: 81-0890071 Michele Morawski, Assistant Director, Client Services 630 Dundee Road, Suite 225 1 Northbrook, Illinois 60062 224.415.3791 1 mmorawski@govhrusa.com Thank you for the opportunity to submit a proposal to City of Elk River, Minnesota. Should you have questions on any aspect of this proposal, please contact Michele Morawski at 224.415.3791 or mmorawski@govhrusa.com. Regards, *Patric5�.er, Vice President, Authorized to bind the firm GovHR USN ♦♦ MGT CITY OF ELK RIVER, MINNESOTA I MAY 15, 2024 GovTEMPSLJ POLICE CHIEF RECRUITMENT SERVICES PAGE 1 Page 351 of 430 irm Profile We impact the communities we serve —for good. MGT began operations in 1974 as a public sector research firm. Since then, we have significantly expanded our consulting capabilities and client offerings. Today, we are a national consulting firm specializing in assisting clients to operate more efficiently and effectively. MGT has acquired a keen understanding of the structures, operations, and issues facing public entities. This understanding comes from nearly 50 years of experience providing innovative yet practical solutions to public sector clients. We provide objective, creative, expert services in the areas of human capital, finance, technology, programming, and planning. We draw on the expertise of our highly qualified staff, most of whom have prior careers at city-, county-, and state -level government offices. This insider's knowledge of government operations and structure gives MGT a competitive advantage and an ability to hit the ground running from the very start of a project. '0 MGT FIRM AT GLANCE Name: MGT of America Consulting, LLC (MGT) Founded: 1974 Locations: Headquarters in Tampa, Florida; branch offices nationwide Staff: 600+ consultants across the country Structure: Privately held and client -driven Cooperative Contracts: Allied States Cooperative (ASC) #23-7449 The Interlocal Purchasing System (TIPS) #220601 Lines of Business: Government Consulting; Education and Financial Solutions; Diversity and Inclusion; Human Capital; Cybersecurity and Technology MGT has successfully worked with clients on more than 30,000 projects to help them adapt to change while maintaining the vision and direction towards their short- and long-term goals. With the recent combination of GovHR, our firm includes more than 600 professionals and administrative staff to support our clients' success. Our Commitment MGT embraces the most complex challenges with deep commitment, agility, and local expertise to make a measurable and profound social impact. Simply stated, our promise is: We improve lives by advancing and lifting up your community. This purpose reflects the company's strong social conscience and service ethic that forms the core of the MGT "Why." MGT models this philosophy by systematically seeking out the highest -impact projects and relationships, encouraging community involvement, and investing in a collaborative and rewarding world - class work environment for employees. Part of our success is based upon our promise to be flexible and responsive. We are acutely aware of the political, economic, social, and technological factors that impact today's public sector clients. MGT is structured into several primary consulting divisions to support these needs. We are pleased to have the Government Consulting Experts within the MGT Performance Solutions Group responsible for leading the completion of this project. in, USN ♦♦ MGT CITY OF ELK RIVER, MINNESOTA I MAY 15, 2024 GovTEMPSLJ POLICE CHIEF RECRUITMENT SERVICES PAGE 2 Page 352 of 430 FIRM PROFILE Performance Solutions The MGT Performance Solutions team has an impressive track record of providing customized solutions, objective research, creative recommendations, and qualityproducts that respond to each client's unique needs and time requirements. GovHR is now a part of MGT's Performance Solutions Team. GovHR USA GovHR was originally formed as Voorhees Associates in 2009, changed its name to GovHR USA in 2013, and joined MGT (the nation's leading social impact firm) in 2023. GovHR provides public management consulting services to local government clients and other public -sector entities across the country. GovHR offers customized executive recruitment services, management studies, and consulting projects for local government and organizations who work with local government. Additionally, GovHR's GovTempsUSA division provides interim staffing solutions to keep operations moving during the recruitment process. GovHR's consultants are experienced executive recruiters who have conducted over 1,250 recruitments working with cities, counties, special districts, and other governmental entities of all sizes throughout the country. They have held leadership positions within local government, giving them an understanding of the complexities and challenges facing today's public sector leaders. GOVHR'S LEADERSHIP Heidi Voorhees (847) 380-3240 HVoorhees@GovHRusa.com Ms. Voorhees has conducted more than 400 recruitments in her management consulting career, with many of her clients being repeat clients, attesting to the high quality of work performed for them. In addition to her 22 years of executive recruitment and management consulting experience, Ms. Voorhees has 19 years of local government leadership and management service, including ten years as Village Manager for the Village of Wilmette, Illinois. Joellen Cademartori (847) 380-3238 JCademartori@GovHRusa.com Ms. Cademartori is a seasoned manager, with expertise in public sector human resources management. She has held positions from Human Resources Director and Administrative Services Director to Assistant Town Manager and Assistant County Manager. Ms. Cademartori has worked in forms of government ranging from Open Town Meeting to Council -Manager and has supervised all municipal and county departments ranging from Public Safety and Public Works to Mental Health and Social Services. GovHR USA �� CITY OF ELK RIVER, MINNESOTA I MAY 15, 2024 �GmTEmnuSA ... MGT POLICE CHIEF RECRUITMENT SERVICES PAGE 3 Page 353 of 430 FIRM PROFILE The Social Impact of MGT's Work Impacting Communities. For Good. 1 Defined by Our Impact We understand the goals of the City of Elk River, Minnesota and how this search process will ensure a diverse pool of highly qualified candidates for the City. The MGT team empowers organizations to enhance their teams through innovations in people, processes, and technology to lift and strengthen their human resources solutions. MGT's Primary Consulting Divisions Our firm includes more than 600 professionals and administrative staff to support our clients' success. MGT is structured into the following primary consulting divisions, along with various internal infrastructure groups to support our operations and growth. Performance Solutions * Education Solutions * Technology Solutions Our Performance Solutions team provides world -class financial, human capital and equity solutions which enable clients to fully realize the potential of their most valuable resources. Our team excels at fiscal management and operational efficiency assessments that help clients make data -driven decisions, anticipate workforce issues, and integrate technologies to empower our clients to generate critical income and elevate enterprise performance objectives. Our Education Solutions originate in our commitment to ensuring that every student has access to a high -quality education as they discover and realize their profound potential. From pre-K-12 to higher education, we partner with schools, districts, state agencies and colleges and universities to deliver performance improvement and innovation and transformation planning and implementation. Our Technology Solutions business supports state, local, education and private companies as they seek to improve and protect their network infrastructure and data for greater resiliency. We offer world -class IT infrastructure management, cyber security and strategic IT professional staffing. Our deep engineering expertise is foundational to all MGT's technology solutions. GovHR USA �� CITY OF ELK RIVER, MINNESOTA I MAY 15, 2024 �GmTEmnuSA ... MGT POLICE CHIEF RECRUITMENT SERVICES PAGE 4 Page 354 of 430 FIRM PROFILE Why Choose MGT/GovHR? ✓ Unparalleled Expertise and Level of Service. With executive recruitment experience in 44 states, and in communities ranging in population from 1,000 to 3,000,000, we are a leader in the field of local government recruitment and selection. More than 40% of our clients are repeat clients, and 94% of surveys show our overall performance rating as Outstanding — indicating a plan to use our services and/or highly recommend us in the future. ✓ Delivering the Best. We conduct comprehensive due diligence on candidates. Our state-of- the-art process includes extensive use of social media for candidate outreach and video interviews with potential finalist candidates, ensuring successful recruitment for the City. We will provide important information to potential candidates by developing a high quality, thorough Recruitment Brochure reflecting the knowledge we will have about your community and your organization. Before we recommend a candidate to you, we ask probing questions that will verify their expertise during video interviews, reference calls, and news and social media searches. ✓ A Partner from Start to Finish. We are your partners in this important process. We welcome you to review all the resumes we receive, and we will share our honest assessment of the candidates. Our goal is your complete satisfaction. We can strategize with you on a variety of approaches for meeting your recruiting needs, including evaluation of internal candidates, identification of non-traditional candidates who meet your recruitment requirements, succession planning, and mentoring options. We are committed to working with you until you find the candidate that is the best fit for your position. ✓ Services for Any Budget and Any Search. We strive to meet the specific needs of our clients by offering several options for recruitment services to meet your budget. Our services range from Full Executive Recruitments to Virtual Recruitments and even simply Professional Outreach for those who want to reach a broader network. In the following proposal, we have provided the scope we believe best fits your needs. GovHR USA CITY OF ELK RIVER, MINNESOTA I MAY 15, 2024 PAGE 5 1GovTEMPSUSA ..®�� MGT POLICE CHIEF RECRUITMENT SERVICES Page 355 of 430 Our Team The success of a consulting engagement is founded on the qualifications of the project team and the way in which it is structured and managed. MGT employs a team of professionals with backgrounds in local government and the not -for -profit sector. With the City's staffing needs in mind and due to the significance of this recruitment, we have assigned our highly knowledgeable and experienced consultant, Jon Fehlman. He will act as your project manager and primary point of contact for this project. His biography is attached as Appendix A. Project Manager & Main Point of Contact Proposal Inquiries JON FEHLMAN Senior Vice President 707-538-8228 JFehlmanPGovHRusa.com MICHELE MORAWSKI Assistant Director Client Services 224.415.3791 MMorawski@GovHRusa.com GovHR USA �� CITY OF ELK RIVER, MINNESOTA I MAY 15, 2024 1GovTEMPSUSA ..® MGT POLICE CHIEF RECRUITMENT SERVICES PAGE 6 Page 356 of 430 roject Approach &Methodology A detailed plan specifically designed for you. Project Understanding A typical recruitment and selection process takes approximately 175 hours to conduct. At least 50 hours of this time is administrative, including advertisement placement, reference interviews, and due diligence on candidates. We believe our experience and ability to professionally administer your recruitment will provide you with a diverse pool of highly qualified candidates for your position search. Our clients are informed of the progress of their recruitment throughout the entire process. We are always available by mobile phone or email should you have a question or need information about the recruitment. MGT Client Satisfaction Components Responsive and Initial Project Flexible to Client Planning Concerns Assignment of Quality �:; ® Timely SPerformance Staff Communication Throughout the ® Quality Candidate Recruitment Evaluation & Process Screening Proposed Work Plan Activities 6GT MGT treats each executive recruitment as a transparent partnership with our client. We believe in engaging with stakeholders early in each recruitment process to fully understand the challenges and opportunities inherent in the position. Understanding the organizational culture is critical to successful recruitment. We gain this insight and information through meetings (one on one and in small groups), in, USN �� MGT CITY OF ELK RIVER, MINNESOTA I MAY 15, 2024 GovTEMPSLJ POLICE CHIEF RECRUITMENT SERVICES PAGE 7 Page 357 of 430 PROJECT APPROACH & METHODOLOGY surveys, and a review of relevant information. This information is reflected in a polished marketing piece that showcases the organization and the area it serves. INFORMATION GATHERING • One-on-one or group interviews with stakeholders identified by the City. • Community forums (in -person or via video) can be used to gather input and feedback. • Surveys can be used for department personnel and/or the community to gather feedback. • Conversations/interviews with department heads. A combination of the items listed above can be used to fully understand community and organizational needs and expectations for the position (this proposal includes 12 hours of meetings —additional meetings can be added for a fee of $150/hour plus actual expenses if incurred). One organizational survey is included. A Community Survey can be conducted for $2,500. Community Forums are conducted as an optional service. Development of a POSITION ANNOUNCEMENT to be placed on websites and social media. Development of a thorough RECRUITMENT BROCHURE for City review and approval. Agreement on a detailed RECRUITMENT TIMETABLE — a typical recruitment takes between 90 to 120 days from the time you sign the contract to the appointment of the finalist candidate. Activities We make extensive use of social media as well as traditional outreach methods to ensure a diverse and highly qualified pool of candidates. Our website is well known in the local government industry — we typically have 17,000+ visits monthly to our website and career center. Additionally, our weekly jobs listings are sent to over 8,000 subscribers. Phase 2 will include the following: • MGT consultants will personally identify and contact potential candidates. • Develop a database of potential candidates from across the country unique to the position and to the City, focusing on: — Leadership and management skills. — Size of organization. — Experience in addressing challenges and opportunities also outlined in Phase 1. — The database will range from several hundred to thousands of names. An email campaign will be sent to each potential candidate. • Placement of the Position Announcement: — Public sector online Career Centers. — Social media: Linkedln (posted on MGT Executives Linkedln news feeds to reach over 50,000 connections), Facebook, and Instagram. — MGT will provide the City with a list of advertising options for approval. in, USN ♦♦ MGT CITY OF ELK RIVER, MINNESOTA I MAY 15, 2024 PAGE 8 �GovTEMPS U',. POLICE CHIEF RECRUITMENT SERVICES Page 358 of 430 PROJECT APPROACH & METHODOLOGY Activities Phase 3 will include the following steps: • Review and evaluation of candidates' credentials with consideration to the criteria outlined in the Recruitment Brochure. • Candidates will be narrowed down to those that meet the qualification criteria. • Candidate evaluation process: — Completion of a questionnaire explaining prior work experience. — Live Video Interview (45 minutes to 1 hour) conducted by consultant with each finalist candidate. — References provided by the candidate are contacted. — Internet/Social Media search conducted on each finalist candidate. All resumes will be acknowledged and inquiries from candidates will be personally handled by MGT, ensuring the City's process is professional and well regarded by all who participate. Activities Phase 4 will include the following steps: • MGT will prepare a Recruitment Report presenting the credentials of those candidates most qualified for the position. • MGT will provide an electronic recruitment portfolio which contains the candidates' materials along with a "mini" resume for each candidate so that credentials are presented in a uniform way. • The City will receive a log of all applicants and may review resumes if requested. • Report will arrive in advance of the Recruitment Report Presentation. MGT will meet with the City to review the recruitment report and provide additional information on the candidates. Activities Phase 5 will include MGT completing the following steps: • Develop the first and second round interview questions for City review and comment. • Coordinate candidate travel and accommodations. Provide City with an electronic file that includes: — Candidates' credentials. GovHR USN CITY OF ELK RIVER, MINNESOTA I MAY 15, 2024 �GovTEMPSU<,. MGT POLICE CHIEF RECRUITMENT SERVICES PAGE 9 Page 359 of 430 PROJECT APPROACH & METHODOLOGY — Set of questions with room for interviewers to make notes. — Evaluation sheets to assist interviewers in assessing the candidate's skills and abilities. Background screening will be conducted along with additional references contacted: ✓ Social Security Trace & Verification ✓ US Federal Criminal Search ✓ Enhanced Verified National Criminal — National Sex Offender Registry — Most Wanted Lists: Federal Bureau of Investigation (FBI), Drug Enforcement Agency (DEA), Bureau of Alcohol, Tobacco, Firearms and Explosives (ATF), Interpol — Office of Foreign Assets Control (OFAC) Terrorist Database Search — Office of the Inspector General (OIG), General Services Administration (GSA), System for Award Management (SAM), Food and Drug Administration (FDA) — All felonies and misdemeanors reported to the National Database ✓ County/Statewide Criminal ✓ Civil Search ✓ Bankruptcy, Leans, and Judgements ✓ Motor Vehicle Record ✓ Education Verification —All Degrees Earned Optional: Credit Report—Transunion with score (based on position and state laws) Optional: — Professional License Verification — Drug Screen — Employment Verification MGT will work with you to develop an interview schedule for the candidates and coordinate travel and accommodations. MGT consultants will be present for all the interviews, serving as a resource and facilitator. MGT will coordinate a 2-Step Interview process. The first -round interviews will include four to five candidates. The second -round interviews will include two or three candidates. MGT will supply interview questions and an evaluation form. In addition to a structured interview, the schedule can incorporate: Tour of City facilities. Interviews with senior staff. Activities MGT will assist you as much as requested with the salary and benefit negotiations and drafting of an employment agreement, if appropriate. MGT will notify all applicants of the final appointment, providing professional background information on the successful candidate. �GwHR USA �� CITY OF ELK RIVER, MINNESOTA I MAY 15, 2024 GmTEmnuSA ... MGT POLICE CHIEF RECRUITMENT SERVICES PAGE 10 Page 360 of 430 PROJECT APPROACH & METHODOLOGY Project Timeline Based on our experience in conducting similar projects, we anticipate the proposed project can be completed within 14 weeks of project initiation as illustrated in Exhibit 1. Exhibit 1. Proposed Schedule Commitment to Diversity, Equity, & Inclusion. in Recruitments MGT is a leader in diversity, equity, and inclusion (DEI) consulting services, strategic planning, and organization transformation. MGT's experience working in diverse communities across the United States and working with organizations seeking to change organization culture is critical to the success of all our projects. We have a track record of building awareness, solutions, and direction for systemic change by generating transformative ideas and solutions, information, and practices into operational strategies, which help us stand out in all our projects. MGT is also one of the original and premier disparity research firms in the country. Disparity studies were the first instance of bringing principles of diversity, equity, and inclusion into the public sector, through the procurement process, and since 1990, MGT has conducted more than 230 public sector disparity studies. These studies are designed to improve procurement departments, promote and advance equity, and improve economic outcomes for diverse communities that have been historically marginalized by analyzing policies, practices, and programs to increase the utilization of minority- and women -owned businesses. Clients that have conducted a disparity study are in the unique position to increase and improve systematic equity through procurement and contracting, which can ultimately promote economic empowerment by creating strong business and employment pipelines in communities of color. MGT's GovHR also has a long-standing commitment to DEI. Since the firm's inception they have supported, with their time and financial resources, organizations that advance underrepresented populations in local government. These include the National Forum for Black Public Administrators, the Local Government Hispanic Network, The League of Women in Government, and CivicPride. Our Team Members have moderated and spoken on DEI topics at the International City and County Management Association conference and state conferences. Our employees and consultants have undergone Implicit Bias Training, and we are frequent speakers on incorporating equity and inclusion into all levels of local ZGovHR usA ♦♦ MGT CITY OF ELK RIVER, MINNESOTA I MAY 15, 2024 ,GovTEmP uSA • POLICE CHIEF RECRUITMENT SERVICES PAGE 11 Page 361 of 430 PROJECT APPROACH & METHODOLOGY government. Additionally, we provide a list of DEI resources on the homepage of the website at GovHRusa.com. MGT's GovHR has formally partnered with the National Forum for Black Public Administrators' consulting arm, i4x, and in several recruitment and selection processes throughout the country including Toledo, OH; Fort Collins, CO; Ann Arbor, MI; Oakland, MI; and Arlington, TX. Our partnership reflects our mutual commitment to advancing DEI values and increasing the diversity of local government leaders at the highest levels of local government organizations. MGT/GovHR's Recommendations to and Retain Top Talent ESPONSIVE: ROLL OUT THE WELCOME MAT! Candidates may struggle with relocating for a new position as well as being concerned about the "fit" with a new team. It is important to include costs for your top candidate(s) to travel to your location for the final interview process. Our team will work with you to create a welcoming, informative experience for both you and the candidate(s). ENCOURAGING: Employee development is a must -have in today's market. Candidates appreciate their employer investing in them as much as they are investing themselves in the job. Consider "up and coming" candidates who may lack one or two preferred skills and assign a mentor or invest in a course to encourage their professional development. A mentor/training program will also help establish a peer -to -peer connection and make them feel more comfortable about the transition to a new job. OMPETITIVE: Our team will guide you in offering a competitive market rate compensation and competitive benefits package attractive to today's candidates. Competitive employers must include relocation expenses and should consider signing bonuses and temporary housing. ESOURCEFUL: Review your job description — do you need public sector experience? Are the years' experience you list essential, or can that be preferred? Consider a more resourceful approach when reviewing candidates' experience. Carefully assess requirements such as Certified Public Accountant (CPA), Professional Engineer, and others that will limit your talent pool — consider using the word "ideally" or "preferably." NDERSTANDING: These past few years have, without a doubt, changed the work environment. Competitive employers have recognized this and are offering flexible/hybrid/remote work options. Those positions that offer this type of flexibility consistently receive a better candidate response rate. NNOVATIVE: Think about what is unique and attractive about your community and organization and highlight that in your recruitment efforts. Talk about organizational culture and what your values are with respect to your employees. MGT will assist you in being as innovative as possible in your outreach. RANSPARENT: Some states now mandate listing salary ranges in any job advertisements or postings. More and more companies are showing at least a salary range in their postings to promote pay transparency and equity. Post the salary range you will use for hiring — it is public information. If we make it too difficult for candidates to find out the salary, they will move on to the next opportunity. GovHR USA ** CITY OF ELK RIVER, MINNESOTA I MAY 15, 2024 GovTEMPSUSA ..®MGT POLICE CHIEF RECRUITMENT SERVICES PAGE 12 Page 362 of 430 Cost Proposal Defined by Impact. Driven by People. Dedicated to the Community. We take pride in customizing our client's needs — and we will work with you to ensure our fees are aligned with your expectations and budget. Full Scope Recruitment Recruitment Fee $21,500 1 Recruitment Expenses (not to exceed) $1,500 Expenses include candidate due diligence efforts Advertising *Advertising costs over $2,000 will be placed only with client $2,000* approval. If less than $2,000, Client is only billed for actual cost. TOTAL: $25,000** **Consultant travel expenses are not included in the price proposal. If the consultant is requested to travel to the client, travel costs will be estimated at time of request. Only actual expenses will be billed to the City for reimbursement. Possible in -person meetings could include: * Recruitment brochure interview process * Presentation of recommended candidates * Interview Process Any additional consultant visits requested by the City (beyond the three visits listed above) will be billed at $150/hour. The additional visits may also result in an increase in the travel expenses billed. *This fee does not include travel and accommodation for candidates interviewed. Payment for Fees & Services * V Invoice: Contract Award (40% of the Recruitment Fee). * 2nd Invoice: Presentation of Candidates (40% of the Recruitment Fee & expenses incurred to date). * Final Invoice: Completion of Recruitment (20% of the Recruitment Fee plus all remaining expenses). Payment of invoices is due within thirty (30) days of receipt. �GovHR USA ** CITY OF ELK RIVER, MINNESOTA I MAY 15, 2024 GwTEMPsUSA *** MGT POLICE CHIEF RECRUITMENT SERVICES PAGE 13 Page 363 of 430 OPTIONAL ASSESSMENT CENTER Our Guarantee — Full Scope Recruitment MGT is committed to assisting our clients until a candidate is appointed to the position. Therefore, no additional professional fee will be incurred if the client does not select from the initial group of recommended candidates and requests additional candidates be developed for interview consideration. If additional advertising beyond Phase I advertising is requested, the City will be billed for actual advertising charges. Reimbursable expenses may be incurred should the recruitment process require consultant travel to the City. Upon appointment of a candidate, MGT provides the following guarantee: should the selected and appointed candidate, at the request of the City or the employee's own determination, leave the employ of the City within the first 12 months of appointment, we will, if desired, conduct one additional recruitment for the cost of expenses and announcements only. This request must be made within six months of the employee's departure. Optional Assessment Center Qualified Assessors to Identify Your Needs® If requested, as part of the selection process MGT will perform an Assessment Center for candidates selected for interview. An Assessment Center is a useful tool for identifying and evaluating the strengths, areas for improvement, skills, and abilities of the candidates. MGT consultants will prepare all the related documents and scoring sheets for any three of the following exercises to be completed on the day of the Assessment Center: * In -Basket Exercise * Written/Oral Presentation Exercise * Leaderless Group Exercise * Structured Interview Optional Assessment Center Fee: $8,500* * Budget Analysis Exercise * Personnel Issues Exercise * Other exercise of the City's choosing *The fee assumes the Assessment Center will be held on one day and be limited to no more than five candidates. For each additional candidate, the fee will increase by $750. The fee includes the preparation of the Assessment Center material and a written report outlining the findings of the Assessment Center as reported by the Assessors. We will assist the City in selecting three professionals from outside the organization to serve as Assessors in evaluating each candidate's strengths and weaknesses. The City will be responsible for paying a $750 stipend to each Assessor (and possible mileage or other transportation costs for the assessors). The fee does not include lodging, travel, and meal expenses for the MGT facilitator(s) to be on -site for the Assessment Center. Actual expenses will be billed in addition to the fee. If the City chooses to add the Assessment Center option, the fees and expenses for this will be billed separately. �GovHR USA ** CITY OF ELK RIVER, MINNESOTA I MAY 15, 2024 GovTEMPsUSA ***MGT POLICE CHIEF RECRUITMENT SERVICES PAGE 14 Page 364 of 430 Optional Services The Nation's Recruitment Leader. Having a solid plan in place is the only way to reach your long-term vision and goals, and we want to see you thrive. Our variety of services can be personalized to make the most of your strengths and give you an extra layer of support where you need it. We offer the following additional service offerings: GOVTEMPSUSA Need an Interim? GovTempsUSA, a division of MGT, specializes in the temporary placement of positions in local government. The firm offers short-term assignments in addition to long-term and outsourced arrangements. Our placement professionals at GovTempsUSA have typically enjoyed distinguished careers in local government and displayed a commitment to public service throughout their careers. RECORDED ONE-WAY VIDEO INTERVIEW OF CANDIDATES Candidates we recommend for your consideration can complete a one-way video interview with three to five questions that will be recorded and which you can review electronically at your convenience. This can occur prior to making your decision on which candidates to invite for an interview at a cost of $100 per candidate. LEADERSHIP/PERSONALITY TESTING MGT has experience working with a wide variety of leadership and personality assessment tools, depending on the qualities and experiences the City is seeking in their candidates. These include but are not limited to Luminaspark, Caliper, DISC, and others. Depending on the evaluation type, selected fees can range between $100 to $500 per candidate. 3600 EVALUATION As a service to the City, we offer the option of providing you with a proposal for a 360' performance evaluation for the appointed position at six months into their employment. This evaluation will include seeking feedback from both elected officials and department directors, along with any other stakeholder the City feels would be relevant and beneficial. This input will be obtained on a confidential basis with comments known only to the consultant. If you are interested in this option, MGT will prepare a proposal for this service. G—HR usn CITY OF ELK RIVER, MINNESOTA I MAY 15, 2024 �GmTEmnu'A ••• MGT POLICE CHIEF RECRUITMENT SERVICES PAGE 15 Page 365 of 430 <ssss Appendix A. Consultant Biography The biography of our proposed consultant is provided on the following page. References can be provided upon request. �GwHR USA �� CITY OF ELK RIVER, MINNESOTA I MAY 15, 2024 GmTEmnuSA ... MGT POLICE CHIEF RECRUITMENT SERVICES PAGE 16 Page 366 of 430 GovHR usA GovTEMPSUSA Jon Fehlman +' • M G T Senior Vice President I GovHR, within MGT's Social Impact Solutions Jon Fehlman has been with GovHR since May of 2020. He consults in the areas of law enforcement, public safety, emergency management services, and 9-1-1 communications centers. Chief Fehlman has conducted over 25 police chief, public safety and communications directors recruitments. Chief Fehlman has conducted 10 assessment centers for GovHR and additional assessment centers with his own private company. He has participated in over 50 staff studies and classification/compensation studies for GovHR. Chief (Ret.) Jon Fehlman's community oriented career has been through police service and other community -based services. His commitment to forging relationships that last a lifetime and strengthen communities led to his recognition by the International Community Oriented Policing Conference with their James Q. Wilson award. Chief Fehlman is the owner of Thatcher Lewis, LLC based in Murfreesboro, TN. He works with police departments to facilitate the discussions of the issues facing law enforcement and the community. He has traveled throughout the United States speaking and teaching law enforcement in association with the FBI Law Enforcement Executive Development Association (FBI LEEDA). His greatest professional passion is helping leaders lead and develop others. Chief Fehlman provides leadership training through all levels of organizations. He serves on the advisory board of the Institute for American Police Reform (IAPR) non -partisan organization providing guidance on policing laws and policies, police accountability and partnerships in the community, leadership development, and police standards and training development. Chief Fehlman has extensive experience in police officer involved critical incidents. He has investigated incidents from both the administrative and criminal perspective. He has served on the board of directors for National Alliance for Mental Illness -Sonoma County and engaged his communities on mental health and policing relationships. Chief Fehlman has received a Medal of Valor as well as numerous recognitions and commendations during his career. Professional Education Master of Science, Emergency Management, California State University, Long Beach Bachelor of Science, Workforce Education and Development, Southern Illinois University, Carbondale Memberships & Affiliations FBI Law Enforcement Executive Development Association FBI National Academy Alumni Association International Association of Chiefs of Police National Sheriffs Association American Society for Training and Development National Association of Field Training Officers National Alliance on Mental Illness United Against Sexual Assault Southern Illinois University Alumni Association California State University Long Beach Alumni Association Leadership Santa Rosa Alumni Association Washington Association of Sheriffs & Police Chiefs California Association of Hostage Negotiators California Narcotics Officer Association Professional Development & Speaking Engagements FBI Law Enforcement Executive Development Association, Instructor/Consultant FBI National Academy (Class 245), Executive Development Graduate Certificate in Leadership (University of Virginia) National Internal Affairs Investigators Association Conference 2023 Presenter: "Internal Affairs Role in Fostering and Maintaining Agency Leadership" FEMA Courses in Emergency Management, Homeland Security Terrorism Liaison Homicide Investigation, Field Training Officer, Officer Involved Shootings Internet Crimes Against Children Santa Rosa Regional Training Center, Former Adjunct Instructor National Alliance for Mental Illness -Family to Family, Former Instructor The President's 21st Century Policing Report supporting all six pillars: Building Trust and Legitimacy, Policy and Oversight, Technology and Social Media, Community Policing and Crime Reduction, Training and Education, Officer Wellness and Safety, Credibility, Ethics, Emergency Management, Trainer Page 367 of 430 GovHR usA GovTEMPSUSA Jon Fehlman ** M G T Senior Vice President I GovHR, within MGT's Social Impact Solutions Professional Background 30+ Years of Local Government Leadership and Management in Law Enforcement and Emergency Management • Leadership Consulting Services, 2000-Present • Chief of Police, City of Bainbridge Island, WA, 2008-2012 • Lieutenant, City of Santa Rosa, CA, 2006-2008 • Sergeant, City of Santa Rosa, CA, 2000-2006 • Police Officer, City of Santa Rosa, CA, 1996-2008 • Police Officer, City of Laguna Beach, CA, 1985-1996 Page 368 of 430 <ssss Appendix B. Client List A list of the clients we have had the pleasure of partnering with that complements the City's recruitment request is provided on the following page. �GwHR USA �� CITY OF ELK RIVER, MINNESOTA I MAY 15, 2024 GmTEmn USA ... M G T POLICE CHIEF RECRUITMENT SERVICES PAGE 18 Page 369 of 430 GovHR USA GovTEMPS USA • • ® M G T Law Enforcement Client List State Client Position Title Year Population Alaska Unalaska Police Chief 2018 4,768 California Bay Area Rapid Transit (BART) Inspector General 2023 Multi San Jose Director of Gaming Division 2019 1,025,000 Delaware Milford Chief of Police 2023 12,272 Georgia Decatur Police Chief 2021 25,000 Illinois Arlington Heights Chief of Police (Virtual) 2019 75,500 Barrington Hills Chief of Police 2024 4,232 Buffalo Grove Chief of Police 2013 42,909 Buffalo Grove Police Chief 2022 42,909 Cary Chief of Police 2010 17,840 Deputy Inspector General for Investigations Chicago (Professional Outreach) 2022 3,000,000 Deputy Inspector General for Public Safety Chicago (Professional Outreach) 2022 3,000,000 College of Lake County Chief of Police 2020 Multi Cook County Independent Inspector General 2023 5,300,000 Des Plaines Chief of Police 2020 58,364 Evanston Chief of Police 2018 75,000 Freeport Chief of Police 2019 25,000 Glencoe Public Safety Director 2013 8,900 Glencoe Public Safety Director 2023 8,900 Grayslake Chief of Police 2011 24,400 Hampshire Police Chief 2022 6,347 Highland Park Chief of Police 2017 31,365 Hinsdale Police Chief (Professional Outreach) 2017 17,631 Director of Campus Safety and Security, Chief Joliet Junior College of Police 2020 700,000 La Grange Chief of Police (Virtual) 2017 15,610 La Grange Park Chief of Police 2014 13,579 Lake Bluff Chief of Police 2013 5,698 Lake Bluff Chief of Police 2018 5,698 Lake County Sheriff's Office Business Manager 2015 703,462 Lake Forest Chief of Police 2012 19,375 Lake Forest Detective Commander (Limited) 2023 19,375 Lake Forest Police Management Analyst (Limited) 2023 19,375 Lincolnshire Chief of Police 2016 7,500 Lincolnwood Chief of Police 2017 12,590 Lisle Chief of Police 2019 22,930 Mokena Chief of Police 2013 19,042 Moline Chief of Police 2017 43,100 Moline Chief of Police Selection Services 2010 43,100 Naperville Chief of Police 2021 148,000 Northbrook Chief of Police 2017 35,000 Northbrook Chief of Police 2020 35,000 Northern Illinois University Chief of Police 2013 44,098 Director of the Office of Professional Northwestern University Standards 2014 21,000 Northwestern University Police Department Commander (2 positions) 2018 21,000 Page 370 of 430 Northwestern University Police Department Commander and Accreditation Manager 2017 21,000 Oak Park Deputy Chief of Police (2) (Virtual) 2023 52,000 Oak Park Police Chief 2022 52,000 Oak -ton College Chief of Police and Emergency Management 2019 46,000 Park Ridge Police Chief 2023 37,496 Peoria Chief of Police 2021 115,234 Princeton Chief of Police 2017 7,700 Schaumburg Chief of Police 2013 75,000 Schaumburg Deputy Police Chief 2018 75,000 St. Charles Chief of Police 2014 33,264 Tinley Park Chief of Police 2011 56,831 Vernon Hills Chief of Police 2017 25,911 Villa Park Chief of Police (Virtual) 2017 22,038 Villa Park Chief of Police (Virtual) 2020 22,038 Warrenville Chief of Police 2022 13,246 Wauconda Chief of Police 2015 14,125 West Chicago Chief of Police 2021 27,221 Woodridge Chief of Police 2011 33,256 Wynstone Property Owners Association Director of Public Safety 2013 1,500 Indiana St. John Chief of Police 2015 15,677 Iowa Dubuque Chief of Police 2021 59,700 Maine Biddeford Chief of Police (Virtual) 2022 21,277 Portland Police Chief 2023 68,000 Massachusetts Somerville Chief of Police 2024 81,045 Michigan Ann Arbor Deputy Police Chief 2017 117,700 Midland Chief of Police 2011 42,000 Midland Chief of Police 2019 42,000 Pleasant Ridge Police Chief 2023 2,654 Minnesota Dilworth Chief of Police 2023 4,918 Missouri Independence Chief of Police 2022 123,000 Montana Bozeman Chief of Police 2015 39,860 Ohio Kettering Chief of Police 2014 55,870 Upper Arlington Chief of Police 2024 36,800 Pennsylvania Allegheny County Police Superintendent 2016 1,230,000 Ferguson Township Chief of Police 2022 18,300 Ferguson Township Police Chief 2017 18,300 McCandless Chief of Police 2016 28,457 Mt. Lebanon Chief of Police 2015 33,137 Mt. Lebanon Chief of Police 2022 33,137 Auto Impound and Property Unit Administrator Texas Dallas (Virtual) 2023 1,300,000 Dallas Personnel Division Administrator (Virtual) 2023 13,000 Missouri City Chief of Police 2023 74,139 Virginia Chesapeake Chief of Police 2022 245,000 Hampton Chief of Police 2021 137,436 Prince William County Chief of Police 2020 460,457 Roanoke Chief of Police 2019 100,220 Deputy Police Chief (2 positions) - Operations Roanoke and Support Services 2022 100,220 Roanoke Police Chief 2023 100,220 Virginia Beach Chief of Police 2020 442,707 Washington Issaquah Chief of Police 2022 39,378 Wisconsin Bayside Police Chief 2018 4,400 Page 371 of 430 Beaver Dam Chief of Police 2010 16,291 Beloit (City) Chief of Police 2020 36,966 Beloit (City) Police Chief 2016 36,966 Brown Deer Chief of Police 2014 12,000 Brown Deer Chief of Police 2021 12,000 Burlington Chief of Police 2009 10,511 Cleveland Chief of Police 2022 1,593 Cottage Grove Chief of Police 2022 9,740 DeForest Chief of Police 2018 10,000 Evansville Chief of Police 2019 5,124 Grafton Chief of Police 2019 11,766 Middleton Chief of Police 2019 21,000 Milton Police Chief 2023 5,716 Monona Chief of Police 2020 8,000 Plymouth Chief of Police/Director of Public Safety 2022 8,540 Polk County Chief Deputy Sheriff 2016 43,476 River Falls Chief of Police 2015 15,200 Sparta Chief of Police 2014 9,600 Sun Prairie Chief of Police 2019 32,894 Waukesha Chief of Police 2019 71,158 Page 372 of 430 GvTE t, ♦ *+* M T � GovTEtvlps USA Minnesota Client List State Client Position Title Year Population Minnesota Apple Valley Community Development Director 2022 56,318 Becker City Administrator 2021 4,874 Blaine Assistant Director of Public Works 2021 67,939 Blaine Deputy Director of Public Works 2023 67,939 Blaine Director of Administrative Services 2024 67,939 Blaine Director of Public Works 2022 67,939 Brooklyn Center Director of Community Development 2023 33,782 Buffalo Assistant City Administrator 2021 15,855 Burnsville Director of Community Development 2022 60,000 Burnsville Director of Human Resources 2020 60,000 Burnsville Public Works Director 2023 60,000 Dilworth Chief of Police 2023 4,918 Edina Assistant City Manager (Limited) 2023 53,318 General Manager - Braemar Arena & Field Edina (Limited) 2023 53,318 Fairmont City Administrator 2024 10,477 Golden Valley City Manager 2024 22,715 Hibbing City Administrator 2021 15,855 Lindstrom City Administrator 2023 4,888 Minneapolis Chief Human Resources Officer (CHRO) 2022 424,536 Minnetonka City Manager 2022 53,953 Senior Diversity, Equity and Inclusion Minnetonka Coordinator 2022 53,953 Oakdale Director of Community Development 2021 28,315 Red Wing Community Development Director 2021 16,572 Savage Finance Director (Professional Outreach) 2024 32,465 SBM Fire Department Chief Executive Officer/Fire Chief 2022 Multi Scandia City Administrator 2023 4,149 Shakopee Fire Chief 2024 47,000 St. Joseph City Administrator 2022 7,342 St. Louis Park City Manager 2021 48,662 St. Paul Park Finance Director 2023 5,544 Public Works Director/City Engineer Vadnais Heights (Professional Outreach) 2023 13,080 Waconia City Administrator 2021 13,500 Waite Park Finance Director 2021 7,700 EMS/Fire Chief -Assistant Public Safety Woodbury Director 2021 70,559 Page 373 of 430 Cal Portner From: Michele Morawski <mmorawski@govhrusa.com> Sent: Wednesday, May 15, 2024 11:40 AM To: Cal Portner Cc: Charlene Stevens; Jon Fehlman Subject: MGT/GovHR - Proposal to conduct recruitment Attachments: Elk River, MN - Police Chief 2024.pdf, Barrington Hills IL Police Chief 041624-2.pdf Hi Calvin, Thank you for reaching out. Attached is our proposal to conduct a Police Chief recruitment for the City of Elk River. I have also attached a brochure as a sample of our work product. Please contact me if you have any questions or need any additional information. We hope to have the opportunity to work with you on this important recruitment. Please confirm receipt of this email and its attachments by replying to this message. Thank you, Michele Michele Morawski Assistant Client Services Director GovHR USA 630 Dundee Road, Suite 225 Northbrook, IL 60062 Direct Line: 224-415-3791 Email: mmorawski@govhrusa.com GoVTE **+** M GT G4VTEMps PS LFSA 1 ' 1 Together we impact communities. For good. 00000 Page 374 of 430 Cal Portner From: Greg Prothman <greg@gmphr.com> Sent: Tuesday, May 14, 2024 11:45 AM To: Cal Portner Cc: Wipper, Lauren; Jeff Weldon; Tim Troxel Subject: Police Chief Recruitment Hi Calvin, I understand that the City is considering retaining an executive search firm to assist in replacing retiring Police Chief Nierenhausen. GMP Consultants would be interested in supporting the Citywith this recruitment. Byway of background, GMP Consultants have conducted over 60 national police and public safety recruitments from cities with populations of 150,000+ to communities of 4,000. Your co -lead consultantwould be Mr. Jeff Weldon, Jeff is an experienced city manager in both Minnesota and South Dakota (his bio is below). He will be assisted by co -lead consultant Chief Tim Troxel. Tim is the retired deputy police chief of the City of Renton, WA 105,000 population (his bio is also below). Tim is currently conducting or has recently completed six police chief recruitments in the last year. This experienced consulting team provides both a skilled Minnesota city manager coupled with a senior police professional in assisting the City with this important selection! GMP is well positioned to assist Elk River as we are currently conducting two police chief recruitments in cities of 13,000 population and just finished a police chief recruitment for a city of 22,000 population. We were also recently notified will be beginning a police chief recruitment for a city of 97,000 population. These current and recent searches provide an excellent knowledge of potential candidates! GMP offers a competitive fee of $15,000 and an industry leading 18-month guarantee on your selected candidate. Please don't hesitate to ask for more information or if you would like an in-person/Teams conversation. Thanks! Greg Greg M Prothman GMP Consultants www.GMPHR.com 206 714 9499 cell i�GMP CONSULTANTS Jeff Weldon Senior Consultant - Midwest Office Jeff served 29years in municipal management in Minnesota and South Dakota including city manager for Brookings and Yankton, SD; city administrator for Redwood Falls, MN; and assistant city administrator for Apple Valley, MN. Jeff was also an adjunct instructor at South Dakota State University in Public Administration and State and Local Government. Jeff currently serves local government managers in Minnesota and South Dakota with career and professional development as a Senior Advisor for the state associations. Jeff holds a Bachelor's degree from Minnesota State University and a Master's Degree from Hamline University. He was active with the Coalition of Greater Minnesota Cities, Minnesota City/County Management Association, South Dakota Municipal League, and the International City Management Association (ICMA). Jeff is a strong advocate for community involvement and Page 375 of 430 has been involved with his church, the United Way, Rotary and Lions clubs, and the Chamber of Commerce. Jeff and his wife, Tracie, have two grown children and five grandchildren. His hobbies and spare time activities include camping, boating, fishing, golf, travel, woodworking, pencil sketchingand reading presidential biographies and Civil War history. Tim Troxel Senior Consultant Police Tim is a tenured law enforcement professional who brings 33 years of law enforcement experience including 12 years in senior law enforcement leadership. Tim most recently retired as deputy police chief with the City of Renton (population 105,000). During his time with the Renton Police Department, he was responsible for CALEA reaccreditation as well as leading the department's professional standards divisions. Tim is a graduate of the FBI National Academy (session 243) in Quantico VA. He also holds a Bachelor of Arts Degree from Washington State University in Criminal Justice. Tim enjoys hiking, golf travel and playing with the grandchildren! Page 376 of 430