HomeMy WebLinkAbout2013-12-05 - Board of Directors Meeting Agenda Packet
AGENDA
YORBA LINDA WATER DISTRICT
BOARD OF DIRECTORS SPECIAL MEETING
Thursday, December 5, 2013, 3:00 PM
1717 E Miraloma Ave, Placentia CA 92870
1. CALL TO ORDER
2. PLEDGE OF ALLEGIANCE
3. ROLL CALL
Gary T. Melton, President
Robert R. Kiley, Vice President
Michael J. Beverage
Ric Collett
Phil Hawkins
4. PUBLIC COMMENTS
Any individual wishing to address the Board is requested to identify themselves and state the matter on which
they wish to comment. If the matter is on the agenda, the Board will recognize the individual for their comment
when the item is considered. No action will be taken on matters not listed on the agenda. Comments are limited
to matters of public interest and matters within the jurisdiction of the Water District. Comments are limited to five
minutes.
5. CLOSED SESSION
The Board may hold a closed session on items related to personnel, labor relations and/or litigation. The public is
excused during these discussions.
5.1. Public Employee Performance Evaluation
Pursuant to Section 54957 of the California Government Code
Title: Acting General Manager
6. ACTION CALENDAR
This portion of the agenda is for items where staff presentations and Board discussions are needed prior to
formal Board action.
6.1. Salary of Acting General Manager
Recommendation: That the Board of Directors consider this matter and provide
direction to staff.
6.2. Executive Recruitment Search for the Position of General Manager
Recommendation: That the Board of Directors review the proposals and provide
direction to staff.
7. CLOSED SESSION CONTINUED
7.1. Public Employment
Pursuant to Section 54957 of the California Government Code
Title: General Manager
8. ADJOURNMENT
8.1. The next Regular Board of Directors Meeting will be held Thursday, December 12, 2013
at 8:30 a.m.
Items Distributed to the Board Less Than 72 Hours Prior to the Meeting
Pursuant to Government Code section 54957.5, non-exempt public records that relate to open session agenda items
and are distributed to a majority of the Board less than seventy-two (72) hours prior to the meeting will be available for
public inspection in the lobby of the District’s business office located at 1717 E. Miraloma Avenue, Placentia, CA 92870,
during regular business hours. When practical, these public records will also be made available on the District’s internet
website accessible at http://www.ylwd.com/.
Accommodations for the Disabled
Any person may make a request for a disability-related modification or accommodation needed for that person to be
able to participate in the public meeting by telephoning the Executive Secretary at 714-701-3020, or writing to Yorba
Linda Water District, P.O. Box 309, Yorba Linda, CA 92885-0309. Requests must specify the nature of the disability and
the type of accommodation requested. A telephone number or other contact information should be included so the
District staff may discuss appropriate arrangements. Persons requesting a disability-related accommodation should
make the request with adequate time before the meeting for the District to provide the requested accommodation.
ITEM NO. 6.2
AGENDA REPORT
Meeting Date: December 5, 2013
Subject:Executive Recruitment Search for the Position of General Manager
STAFF RECOMMENDATION:
That the Board of Directors review the proposals and provide direction to staff.
ATTACHMENTS:
Name:Description:Type:
Executive_Recruitment_Firm_Summary.pdf Backup Material Backup Material
William_Avery___Associates.pdf Backup Material Backup Material
Bob_Murray___Associates.pdf Backup Material Backup Material
Alliance_Resource_Consulting_LLC.pdf Backup Material Backup Material
Koff___Associates.pdf Backup Material Backup Material
Ralph_Andersen___Associates.pdf Backup Material Backup Material
Roberts_Consulting_Group_Inc..pdf Backup Material Backup Material
*A box marked "X" indicates that a particular service is already included in the proposal and not available a la carte.
Firm Projected
Timeline
Placement
Guarantee
Conduct Initial
Interviews
Conduct Public
Record Search
Conduct
Negotiations
Background Check
(Top Candidates)
Reference Check
(Top Candidates)
Professional
Fee
Anticipated
Expenses Total
Avery & Associates
Los Gatos, CA (Near San Jose)
Not Included w/
Proposal
12 mo. + Add'l
Expenses
X 750 X 16,900 5,250 22,150
Bob Murray & Associates
Roseville, CA (Near Sacramento)
75-90 Days 12 mo. + Add'l
Expenses
X X X 500 1,000 16,000 6,900 24,400
Alliance Resource Consulting LLC
Long Beach, CA
90 Days 12 mo. + Add'l
Expenses
X X X X X 18,000 6,500 24,500
Koff & Associates
Emeryville, CA (Near Oakland)
90 Days 12 mo. + Add'l
Expenses
X X X X X 18,000 7,000 25,000
Ralph Andersen & Associates
Rocklin, CA (Near Sacramento)
75-90 Days 12 mo. + Add'l
Expenses
X X X X X 26,750 Included 26,750
Roberts Consulting Group Inc.
Beverly Hills, CA
91 Days 12 mo. + Add'l
Expenses
X X X X X 27,000 Included 27,000
Teri Black & Company
Packham & McKenney
CPS HR Consulting
The Mercer Group Inc.
Management Partners
Executive Recruitment Firms
Summary of Proposals
The following executive recruiting firms were contacted;
however, they declined to submit proposals due to their
current workload:
• I ,: I ~ I ~
Los Gatos+ San Luis Obispo
November 13,2013
Bryan Melton
Yorba Linda Water District
Dear Mr. Melton:
Thank you for the opportunity to submit our proposal for the General Manager for the Yorba
Linda Water District. We take great pride in our ability to provide quality results with a high
degree of customer satisfaction and would welcome the opportunity to work with you and the
District.
We feel well suited to perform this search based on our extensive experience with public works
and utilities related recruitments. These assignments include executives in utilities, special
districts and municipal and county government. Currently, we are conducting searches for
Executive Director of the Central Contra Costa Solid Waste Authority, Operational Services
Director for the Delta Diablo Sanitation District and Public Works Director for Marin County.
Among other related assignments completed are: Deputy Director for Wastewater Operations for
the City of Stockton (12/2012); City Engineer and the Utilities Manager for the City of Beverly
Hills (both completed 05/2013); Deputy General Manager for the Union Sanitary District
(06i2013); and the General Manager for the Soquel Creek Water District (05/2013).
Consulting Fee
The breakdown of costs and fees by service is as follows :
Services:
I. Organizational assessment/development of search strategy
• Client and/or community meetings
• Development of position profile/job announcement
• Prepare advertising campaign
II. Search Strategy and Outreach
• Print media
• Internet sites
• Mailing solicitation
• Direct sourcing contact
• Acknowledgement of resumes received
William A very & A ssociates, Inc.
Consultants to Management
3 -1/2 N. Santa Cruz Ave., Suite A
Los Gatos, CA 95030
408399.4424
Fax: 4083 99.4423
www .averyassoc.net
$1,500
Travel expenses $250
Printing expense $1 ,250
$5,500
Expenses $1 ,000
Expenses $750
Expenses $750
III. Candidate Assessment and Presentation
• Resume evaluation/phone qualifying
• Candidate interviews
• Initial reference interviews
• Develop and Present Candidate Book
IV. Selection Process/Position Closure
•
·•
•
•
•
Pricing:
Prepare/participate in final interviews
Final references
Formal notification to applicants
Background checks (if requested)
Clerical time for entire project
Professional Services
Profit
Expenses
Guarantees and Ethics
$7,000
Travel expenses $750
$1,500
Expenses $750
Expenses $500
$15,500
$ 1,400
$ 6,000
Whenever William A very & Associates, Inc. is retained; we make several guarantees and
commitments to a client. Due to our experience, knowledge and success within the
management-consulting field, we assure a client that we will only present candidates who meet a
substantial majority of the ideal qualifications that you have outlined . We are also committed to
continue our search efforts until a successful candidate is employed.
It is also our practice to replace a candidate who may voluntarily resign during the first year of
his/her employment. This same commitment applies if the client finds it necessary to terminate
or to request the resignation of the selected individual in the first year for reasons which would
have precluded his/her employment had they been known at the time employment started. In
either case, we invoice a client only for out-of-pocket expenses incurred in identifying a
replacement. We have a success rate of over 97% in placing candidates for our clients.
Please feel free to call me at 408 399-4424 if we can answer questions regarding our executive
search services.
Sincerely ,
~~~qk
Paul Kimura
PK:jmc
A PROPOSAL TO CONDUCT AN EXECUTIVE
RECRUITMENT FOR A
General Manager
ON BEHALF OF THE
Yorba Linda Water District
1677 Eureka Road, Suite 202
Roseville, CA 95661
(916) 784-9080
(916) 784-1985 fax
November 19, 2013
Mr. Gary Melton, Board President
and Members of the Board of Directors
Yorba Linda Water District
1717 E. Miraloma Avenue
Placentia, CA 92870
Dear President Melton and Board Members:
Thank you for inviting Bob Murray & Associates to submit a proposal to conduct
the General Manager recruitment for the Yorba Linda Water District. The
following proposal details our qualifications and describes our process of
identifying, recruiting and screening outstanding candidates on your behalf. It also
includes a proposed budget, timeline, guarantee, and sample recruitment brochure.
At Bob Murray & Associates, we pride ourselves on providing quality service to
local governments. We have created a recruitment process that combines our
ability to help you to determine the direction of the search and the types of
candidates you seek with our experience recruiting outstanding candidates who
are not necessarily looking for a job. Our proven expertise ensures that the
candidates we present for your consideration will match the criteria you have
established and will be outstanding in their field.
With respect to the General Manager recruitment, Bob Murray & Associates
offers the following expertise:
Prior to founding Bob Murray & Associates, I conducted the General
Manager search on behalf of the Yorba Linda Water District and am
therefore acquainted with the District’s history. Bob Murray & Associates
has conducted General Manager searches on behalf of large and small
agencies throughout the Western United States. We are currently
conducting the General Manager recruitment on behalf of the Sewer
Authority Mid-Coastside and most recently completed General Manager
searches for the Big Bear City Community Services District, Calaveras
County Water District, Fallbrook Public Utility District, Mid-Peninsula Water
District, Monterey Peninsula Regional Park District, and Jurupa Community
Services District. Our previous General Manager search experience includes
conducting recruitments on behalf of the Central Contra Costa Sanitation
District; Central Marin Sanitation Agency; Coachella Valley Mosquito and
Vector Control District; Kennewick Irrigation District; East Bay Dischargers
Authority; Hilton, Farnkopf, and Hobson LLC; Joshua Basin Water District; Los
Angeles Convention Center; Monterey Regional Waste Management District; Oro
Loma Sanitary District; Pleasant Valley Recreation & Park District; Ross Valley
Sanitary District; Salinas Valley Solid Waste Authority; Sanitary District No. 5 of
Marin County; Santa Cruz Consolidated Emergency Communications Center; Sewer
Authority Mid-Coastside; Sweetwater Springs Water District; South Placer Municipal
Utility District; Walnut Valley Water District; and the Union Sanitary District. As a
result of having conducted these searches, we have an extensive number of contacts
and a deep understanding of the General Manager’s role that will be valuable when
recruiting candidates.
Bob Murray & Associates is familiar with the City of Placentia, having previously
conducted the Police Chief recruitment. We are also familiar with Orange County
and the surrounding region. We recently completed the City Manager
recruitment on behalf of the City of Santa Ana and the Police Chief recruitment
on behalf of the City of Huntington Beach. Our other search experience in
the County includes conducting recruitments for the cities of Anaheim (City
Manager, Community Services Director, and Human Resources Director);
Brea (City Manager); Cypress (City Manager); Fullerton (Director of
Community Development, Director of Economic Development and
Redevelopment, Fire Chief, and Police Chief); Garden Grove
(Administrative Services Director); Huntington Beach (Public Works
Director); Irvine (Police Chief); La Palma (City Manager); Laguna Beach
(City Manager); Los Alamitos (City Manager and Director of
Administrative Services); Newport Beach (City Attorney); Orange
(Assistant City Manager and City Attorney); Rancho Santa Margarita (City
Manager); San Clemente (City Manager); Santa Ana (City Attorney);
Stanton (City Manager); and Westminster (City Manager). In addition, we
conducted the Sheriff-Coroner recruitment on behalf of the County. Our
knowledge of the region, its issues, and its outstanding quality of life will
be an asset in presenting this opportunity to prospective candidates.
A significant portion of our process focuses on conducting thorough and
confidential background investigations of the top 2-3 candidates to ensure that
nothing about them is left undiscovered. This ensures that the chosen candidate
will not only be an excellent fit with the Yorba Linda Water District, but also that
the selected candidate will reflect positively upon your organization.
To learn firsthand of the quality of our service and our recruitment successes, we
invite you to contact the references listed on page 9 of the attached proposal. We
look forward to your favorable consideration of our qualifications. Please do not
hesitate to contact us at (916) 784-9080 should you have any questions.
Sincerely,
Bob Murray
President
Bob Murray & Associates
TABLE OF CONTENTS
THE RECRUITMENT PROCESS ................................... 2
STEP 1 DEVELOPING THE CANDIDATE PROFILE .......................................2
STEP 2 ADVERTISING CAMPAIGN AND RECRUITMENT BROCHURE ............2
STEP 3 RECRUITING CANDIDATES .............................................................2
STEP 4 SCREENING CANDIDATES ..............................................................3
STEP 5 PERSONAL INTERVIEWS .................................................................3
STEP 6 PUBLIC RECORD SEARCH ...............................................................3
STEP 7 RECOMMENDATION .......................................................................3
STEP 8 FINAL INTERVIEWS ........................................................................3
STEP 9 BACKGROUND CHECKS /DETAILED REFERENCE CHECKS .............4
STEP 10 NEGOTIATIONS ............................................................................4
STEP 11 COMPLETE ADMINISTRATIVE ASSISTANCE ...................................4
BUDGET AND TIMING ................................................. 5
PROFESSIONAL FEE AND EXPENSES ..........................................................5
TIMING .....................................................................................................5
GUARANTEE .............................................................................................5
PROFESSIONAL QUALIFICATIONS ............................ 6
REFERENCES ............................................................... 9
Yorba Linda Water District
Page 2
THE RECRUITMENT PROCESS
Bob Murray & Associates’ unique and client oriented approach to executive search will
ensure that the Yorba Linda Water District has quality candidates from which to select the
new General Manager. Outlined below are the key steps in our recruitment process.
STEP 1 DEVELOPING THE CANDIDATE PROFILE
Our understanding of the Yorba Linda Water District’s needs will be key to a
successful search. We will work with the Board of Directors and other internal or
external stakeholders, as appropriate, to learn as much as possible about the
organization’s expectations for a new General Manager. We want to learn the
values and culture of the organization, as well as understand the current issues,
challenges and opportunities that face the Yorba Linda Water District. We also
want to know the Board of Directors’ expectations regarding the knowledge,
skills and abilities sought in the ideal candidate and will work with the District to
identify expectations regarding education and experience. Additionally, we want
to discuss expectations regarding compensation and other items necessary to
complete the successful appointment of the ideal candidate. The profile we
develop together at this stage will drive subsequent recruitment efforts.
STEP 2 ADVERTISING CAMPAIGN AND RECRUITMENT BROCHURE
After gaining an understanding of the Yorba Linda Water District’s needs, we
will design an effective advertising campaign appropriate for the General
Manager recruitment. We will focus on professional journals that are
specifically suited to the General Manager search. We will also develop a
professional recruitment brochure on the Board of Directors’ behalf that will
discuss the community, organization, position and compensation in detail. Once
completed, we will mail the profile to an extensive audience, maki ng them aware
of the exciting opportunity with the Yorba Linda Water District.
STEP 3 RECRUITING CANDIDATES
After cross-referencing the profile of the ideal candidate with our database and
contacts in the field, we will conduct an aggressive outreach effort, including making
personal calls to prospective applicants, designed to identify and recruit outstanding
candidates. We recognize that the best candidate is often not looking for a new job
and this is the person we actively seek to convince to become a candidate.
Aggressively marketing the General Manager position to prospective candidates will be
essential to the success of the search.
Yorba Linda Water District
Page 3
STEP 4 SCREENING CANDIDATES
Following the closing date for the recruitment, we will screen the resumes we have received.
We will use the criteria established in our initial meetings as a basis upon which to narrow
the field of candidates.
STEP 5 PERSONAL INTERVIEWS
We will conduct personal interviews with the top 10 to 12 candidates with the goal of
determining which candidates have the greatest potential to succeed in your
organization. During the interviews we will explore each candidate’s background
and experience as it relates to the General Manager position. In addition, we will
discuss the candidate’s motivation for applying for the position and make an
assessment of his/her knowledge, skills and abilities. We will devote specific
attention to establishing the likelihood of the candidate’s acceptance of the
position if an offer of employment is made.
STEP 6 PUBLIC RECORD SEARCH
Following the interviews, we will conduct a review of published articles for each
candidate. Various sources will be consulted including Lexis-Nexis™, a
newspaper/magazine search engine, Google, and local papers for the
communities in which the candidates have worked. This alerts us to any further
detailed inquiries we may need to make at this time.
STEP 7 RECOMMENDATION
Based on the information gathered through meetings with your organization
and personal interviews with candidates, we will recommend a limited number
of candidates for your further consideration. We will prepare a detailed written
report on each candidate that focuses on the results of our interviews and public
record searches. We will make specific recommendations, but the final
determination of those to be considered will be up to you.
STEP 8 FINAL INTERVIEWS
Our years of experience will be invaluable as we help you develop an interview
process that objectively assesses the qualifications of each candidate. We will adopt
an approach that fits your needs, whether it is a traditional interview, multiple
interview panel or assessment center process. We will provide you with suggested
interview questions and rating forms and will be present at the interview/assessment
center to facilitate the process. Our expertise lies in facilitating the discussion that can
bring about a consensus regarding the final candidates.
Yorba Linda Water District
Page 4
We will work closely with your staff to coordinate and schedule interviews and candidate travel.
Our goal is to ensure that each candidate has a very positive experience, as the manner in which
the entire process is conducted will have an effect on the candidates’ perception of your
organization.
STEP 9 BACKGROUND CHECKS /DETAILED REFERENCE CHECKS
Based on final interviews we will conduct credit, criminal, civil litigation and motor
vehicle record checks for the top one to three candidates. In addition, those candidates
will be the subjects of detailed, confidential reference checks. In order to gain an
accurate and honest appraisal of the candidates’ strengths and weaknesses, we will talk
candidly with people who have direct knowledge of their work and management
style. We will ask candidates to forward the names of their supervisors, subordinates
and peers for the past several years. Additionally, we make a point of speaking
confidentially to individuals who we know have insight into a candidate’s abilities,
but who may not be on their preferred list of contacts. At this stage in the
recruitment we will also verify candidates’ degrees.
STEP 10 NEGOTIATIONS
We recognize the critical importance of successful negotiations and can serve as
your representative during this process. We know what other organizations have
done to put deals together with great candidates and will be available to advise
you regarding current approaches to difficult issues such as housing and
relocation. We will represent your interests and advise you regarding salary,
benefits and employment agreements with the goal of putting together a deal
that results in the appointment of your chosen candidate. Most often we can
turn a very difficult aspect of the recruitment into one that is viewed positively
by both you and the candidate.
STEP 11 COMPLETE ADMINISTRATIVE ASSISTANCE
Throughout the recruitment we will provide the Board of Directors with updates
on the status of the search. We will also take care of all administrative details on
your behalf. Candidates will receive personal letters advising the m of their status at
each critical point in the recruitment. In addition, we will respond to inquiries
about the status of their candidacy within twenty-four hours. Every administrative
detail will receive our attention. Often, candidates judge our clients based on how
well these details are handled.
Yorba Linda Water District
Page 5
BUDGET AND TIMING
PROFESSIONAL FEE AND EXPENSES
The consulting fee for conducting the General Manager recruitment on behalf of the
Yorba Linda Water District is $17,500 plus expenses. Services provided for in the fee
consist of all steps outlined in this proposal including three (3) days of meetings on site.
The Yorba Linda Water District will be responsible for reimbursing expenses Bob
Murray & Associates incurs on your behalf. We estimate expenses for this project to
be $6,900. Reimbursable expenses include such items as the cost of recruiter travel;
clerical support; placement of ads; credit, criminal and civil background checks;
education verification; and public records searches. Postage, printing, photocopying,
and telephone charges are allocated costs and included in the expense estimate.
We understand the District may wish to use a separate background investigation
firm; if this option is chosen, estimated expenses will be reduced by $250 per
finalist candidate. If the background investigation firm is responsible for
reference checks, as well, our consulting fee will be reduced by $500 per finalist
candidate. These reductions apply to the final 2-3 candidates only.
Our reference checks are typically conducted by telephone; this cost is included
in the consulting fee and expenses outlined above. Should the District desire
our firm to conduct on-site reference checks, we are happy to do so for a
consulting fee of $2,500 per candidate plus expenses.
TIMING
We are prepared to start work on this assignment immediately and anticipate
that we will be prepared to make our recommendation regarding finalists within
seventy five to ninety days from the start of the search.
GUARANTEE
Our firm does not consider a search completed until our client has selected a final
candidate and that candidate has accepted an offer of employment. Our success
rate in conducting General Manager searches is 100%.
We guarantee that should the selected candidate be terminated within the first year of
employment we will conduct the search again at no cost (with the exception of
expenses) to the Yorba Linda Water District. We are confident in our ability to recruit
outstanding candidates and do not expect the Yorba Linda Water District to find it
necessary to exercise this provision of our proposal.
Yorba Linda Water District
Page 6
PROFESSIONAL QUALIFICATIONS
BOB MURRAY, PRESIDENT
Mr. Murray brings over 25 years experience as a recruiter. Mr. Murray is recognized as
one of the nation’s leading recruiters. He has conducted hundreds of searches for cities,
counties, and special districts. He has been called on to conduct searches for some of
the largest most complex organizations in the country and some of the smallest. Mr.
Murray has conducted searches for chief executives, department heads, professional
and technical positions. Mr. Murray has taken the lead on the firm’s most difficult
assignments with great success. His clients have retained him again and again given
the quality of his work and success in finding candidates for difficult to fill
positions.
Prior to creating Bob Murray & Associates, Mr. Murray directed the search
practice for the largest search company serving local government in the country.
Mr. Murray has worked in local government and benefits from the knowledge of
having led an organization. Prior to his career in executive search he served as
the General Manager for the City of Olympia, Washington. He has also served
as an Board of Directors and held positions in law enforcement.
Mr. Murray received his Bachelor of Science Degree in Criminology from the
University of California at Berkeley with graduate studies in Public
Administration at California State University at Hayward.
REGAN WILLIAMS, VICE PRESIDENT
Mr. Williams brings 30 years of local government experience to Bob Murray &
Associates. Most recently, he worked as a private consultant with Deloitte and
Touche on various public sector assignments. Prior to that, he served as Director
of Public Safety with the City of Sunnyvale, CA.
Mr. Williams was involved in the development of some of Sunnyvale’s most
innovative programs and has a national reputation for excellence in law
enforcement. He has been responsible for numerous recruitments throughout his
career. Clients find his insight and expertise in recruitment and selection a valuable
asset.
Mr. Williams received his Bachelor of Science Degree in Administration of Justice from
San Jose State University. He is also a graduate of the FBI National Academy.
Yorba Linda Water District
Page 7
VALERIE PHILLIPS, VICE PRESIDENT
Ms. Phillips has over 15 years of recruiting experience, including more than a decade of recent
experience in executive search for public, private, and startup companies nationwide. Ms.
Phillips has expertise in the full recruiting cycle, from process design and outreach through
candidate assessment and selection. She has placed senior-level candidates in a variety of
industries and fields, including Finance, Information Technology, and Engineering. Ms.
Phillips is valued for her passion for finding and retaining the most outstanding
candidates for even the most difficult or untraditional assignments and for her
commitment to her clients’ success. Ms. Phillips has a passion for helping people,
evidenced by her fundraising and efforts to raise awareness for organizations such as
Autism Speaks and the M.I.N.D. Institute.
JOEL BRYDEN, VICE PRESIDENT
Mr. Bryden has over 30 years of local government experience that he brings to the
firm, having recently retired as the Chief of Police in Walnut Creek, CA.
Throughout his career, Mr. Bryden has been involved in public sector consulting.
He has vast experience in hiring and promotional processes, as well as
interviewing candidates for advancement in all aspects of local government. Mr.
Bryden has a solid reputation as a leader in the public sector, and clients find his
ability to find and evaluate outstanding applicants invaluable.
Mr. Bryden is a graduate of the FBI National Academy and obtained his
Bachelor of Arts degree in Communication from San Diego State University.
FRED FREEMAN, VICE PRESIDENT
Mr. Freeman brings over 24 years of local government experience to Bob Murray
& Associates, with 11 years in the recruitment field. Mr. Freeman is a retired Chief
of Police and has served as an elected official in local government. He has vetted
hundreds of local governmental officials in the pre-employment process and
conducted recruitments for positions in all sectors of public agency employment.
In addition to his career in the law enforcement field, Mr. Freeman served as the
Mayor and the Mayor Pro-Tem for the Los Alamitos City Council. Mr. Freeman has
been a member of the Public Safety Policy Committee - California League of Cities; the
Orange County Fire Authority Board of Directors; and the Orange Line Development
Authority as the Vice-Chair. His unique perspective and experience, as both a member of
executive city staff and as an elected official, provides exceptional results for our clients.
Mr. Freeman is a graduate of the FBI National Academy and received his Teaching
Credential from the University of California Los Angeles.
Yorba Linda Water District
Page 8
SARAH KENNEY, PRINCIPAL CONSULTANT
As Senior Consultant with Bob Murray & Associates, Ms. Kenney is responsible for the
development and distribution of recruitment materials, candidate research and interview
coordination, compilation and development of interview materials, reference checks, and
background verifications.
Ms. Kenney brings over a decade of client service and manage ment experience to Bob
Murray & Associates. Her focus is customer service, and she works closely with our
clients and candidates to ensure all parties involved are satisfied with every step of
recruitment at our firm.
Ms. Kenney received her Bachelor of Arts degree in Psychology from the University
of California at Davis.
ROSA GOMEZ, ADMINISTRATIVE MANAGER
Ms. Rosa Gomez is the Administrative Manager at Bob Murray & Associates.
Ms. Gomez is the first point of contact at Bob Murray & Associates and has
extensive administrative experience.
Ms. Gomez is known for her personal approach as she works closely with clients
and candidates alike to ensure a successful search. As the first point of contact
for Bob Murray & Associates Ms. Gomez’s professiona l approach is of the
highest caliber.
Yorba Linda Water District
Page 9
REFERENCES
Clients and candidates are the best testament to our ability to conduct quality searches.
Clients for whom Bob Murray & Associates has recently conducted searches are listed
below.
CLIENT: Big Bear City Community Services District, CA
POSITION: General Manager
REFERENCE: Mr. John Green, Board President, (909) 585-2565; or Ms.
Mary Reeves, Human Resources Manager/Board Secretary,
(909) 584-4021
CLIENT: Jurupa Community Services District, CA
POSITION: General Manager
REFERENCE: Ms. Jane Anderson, former Board President and current
Board Member, (951) 685-7434; or Ms. Julie Saba, Board
of Directors’ Secretary, (951) 727-3528
CLIENT: Calaveras County Water District, CA
POSITION: General Manager
REFERENCE: Mr. Don Stump, Director, (209) 404-1639
CLIENT: Mid-Peninsula Water District, CA
POSITION: General Manager
REFERENCE: Mr. Albert Stuebing, Vice President of the Board, (650)
591-8941
BOB MURRAY & ASSOCIATES
CLIENT LIST SINCE 2000
CITY MANAGER
Airway Heights, WA
Albany, CA
Albany, CA
Albany, OR
Antioch, CA
Apple Valley, CA (Town Manager)
Arcadia, CA
Arcata, CA
Arvada, CO
Barstow, CA
Benicia, CA
Campbell, CA
Capitola, CA
Carmel, CA
Castle Rock, CO (Town Manager)
Cathedral City, CA
Centennial, CO
Chico, CA
Chino, CA
Chino Hills, CA
Chowchilla, CA (City
Administrator)
Chula Vista, CA
Claremont, CA
Colton, CA
Concord, CA
Coos Bay, OR
Corcoran, CA
Corona, CA
Coronado, CA
Corte Madera, CA (Town Manager)
Dallas, TX
Dixon, CA
Dublin, CA
El Monte, CA
Elk Grove, CA
Escalon, CA
Eugene, OR
Fairfield, CA
Fort Lauderdale, FL
Fortuna, CA
Fremont, CA
Glendale, AZ
Goleta, CA
Grover Beach, CA
Half Moon Bay, CA
Hemet, CA
Hollister, CA
Imperial, CA
Ione, CA
Irwindale, CA
Kirkland, WA
La Mesa, CA
La Palma, CA
Laguna Beach, CA
Lake Elsinore, CA
Lakeport, CA
Lancaster, CA
Lathrop, CA
Lemon Grove, CA
Loomis, CA (Town Manager)
Los Alamitos, CA
Manteca, CA
Marina, CA
Martinez, CA
Menifee, CA
Menlo Park, CA
Merced, CA
Miami Beach, FL
Millbrae, CA
Mill Valley, CA
Milwaukie, OR
Monrovia, CA
Montebello, CA (City
Administrator)
Monterey Park, CA
Mountain View, CA
Needles, CA
Newberg, OR
Newcastle, WA
Novato, CA
Oak Creek, WI (City
Administrator)
Oakdale, CA
Oakley, CA
Oceanside, CA
Ojai, CA
Orinda, CA
Oxnard, CA
Pacifica, CA
Palo Alto, CA
Pasadena, CA
Patterson, CA
Phoenix, AZ
Pittsburg, CA
Pico Rivera, CA
Pismo Beach, CA
Pittsburg, CA
Poway, CA
Rancho Cordova, CA
Red Bluff, CA
Rio Vista, CA
Roseville, CA
Salem, OR
Salinas, CA
San Antonio, TX
San Carlos, CA
San Clemente, CA
San Fernando, CA
San Marcos, CA
San Pablo, CA
San Rafael, CA
San Ramon, CA
Santa Ana, CA
Santa Paula, CA
Santa Rosa, CA
Shoreline, WA
Sonoma, CA
South Lake Tahoe, CA
South Pasadena, CA
Springfield, OR
St. Helena, CA
Stanton, CA
Stockton, CA
Temple City, CA
Thousand Oaks, CA
Topeka, KS
Tracy, CA
Truckee, CA (Town Manager)
Tualatin, OR
Tucson, AZ
Turlock, CA
Vallejo, CA
Ventura, CA
Walnut Creek, CA
Westminster, CA
Woodland, CA
Yuba City, CA
ASSISTANT/DEPUTY CITY
MANAGER
Alameda, CA
Arlington, TX
Arvada, CO
Barstow, CA
Beverly Hills, CA
Carlsbad, CA
Dublin, CA
Lancaster, CA
Monterey, CA
North Las Vegas, NV
Orange, CA
Pasadena, CA
Peoria, AZ
Petaluma, CA
Pomona, CA
Rancho Cordova, CA
Reno, NV
Rocklin, CA
Roseville, CA
San Diego, CA (Assistant COO)
Stockton, CA
Ventura, CA
Woodland, CA
Yuba City, CA
COUNTY ADMINISTRATOR
Alachua County, FL
Butte County, CA
Clackamas County, OR
Clark County, NV
Deschutes County, OR
Lee County, FL
Marion County, OR
Pasco County, FL
San Benito County, CA
Tehama County, CA
Wake County, NC
Washington County, OR
ADMINISTRATIVE SERVICES
DIRECTOR
Garden Grove, CA
Lincoln, CA
Los Alamitos, CA
Ontario, CA
Placer County Water Agency, CA
Pleasanton, CA
San Carlos, CA
Stockton, CA
Union City, CA
Yucca Valley, CA
ANIMAL SERVICES DIRECTOR
Oakland, CA
Rancho Cucamonga, CA
Sacramento County, CA
AVIATION/AIRPORT
Big Bear Airport, CA
Bob Hope Airport, CA
Clark County, NV-McCarran
International Airport
Dallas/Fort Worth, TX
Fresno, CA
Los Angeles World Airports, CA
San Jose, CA
BUILDING
OFFICIALS/INSPECTION
Arroyo Grande, CA
Bakersfield, CA
Centre City Development
Corporation, CA
El Segundo, CA
Grants Pass, OR
Marin County, CA
Modesto, CA
Palo Alto, CA
Sacramento, CA
San Francisco, CA
San Luis Obispo County, CA
Stockton, CA
Tehama County, CA
Yuba City, CA
CITY CLERK
Central Contra Costa Sanitation
District, CA (Secretary to the
District)
Chino Hills, CA
Commerce, CA
Dublin, CA
Fremont, CA
Menlo Park, CA
Monterey County, CA (Clerk to the
Board)
Napa, CA
Rio Vista, CA
Santa Clara Valley Transportation
Authority, CA (Board Secretary)
Sunnyvale, CA
COMMUNITY DEVELOPMENT
DIRECTOR
Benicia, CA
Beverly Hills, CA
Capitola, CA
Chino Hills, CA
Concord, CA
Cotati, CA
Daly City, CA
Dublin, CA
Fremont, CA
Fullerton, CA
Inglewood, CA
Los Banos, CA
Maple Valley, WA
Marin County, CA
Modesto, CA
Moreno Valley, CA
Morgan Hill, CA
Newark, CA
Newcastle, WA
Oakland, CA
Oceanside, CA
Palo Alto, CA
Phoenix, AZ
Pleasanton, CA
Redlands, CA
Salem, OR
San Antonio Housing Authority,
TX
San Carlos, CA
Santa Cruz, CA
Stockton, CA
Sumter County, FL
Vacaville, CA
Vallejo, CA
Walnut Creek, CA
Yuba City, CA
Yucca Valley, CA
CONVENTION AND VISITOR’S
BUREAU DIRECTOR
Las Vegas Convention and
Visitors’ Authority, NV
Los Angeles, CA
North Lake Tahoe Visitors Bureau,
CA
Mammoth Lakes, CA
San Antonio, TX
Steamboat Springs, CO
ECONOMIC DEVELOPMENT
Broward County, FL
Chula Vista, CA
Concord, CA
Daly City, CA
Fullerton, CA
Milpitas, CA
Modesto, CA
Morgan Hill, CA
New Orleans Redevelopment
Authority, OR
Oakland, CA
Peoria, AZ
Phoenix, AZ
Port of Los Angeles, CA
Port of San Diego, CA
Redlands, CA
Sacramento, CA
Salinas, CA
San Antonio Housing Authority,
TX
Scottsdale, AZ
Stockton, CA
Taft, CA
Tracy, CA
Upland, CA
Vancouver, WA
Visalia, CA
ENGINEERING
Bakersfield, CA
Barstow, CA
Bob Hope Airport, CA
Central Contra Costa Sanitary
District, CA
Chino Hills, CA
Clark County, NV – McCarran
Airport
Corona, CA
Damascus, OR
Dublin San Ramon Services
District, CA
Elk Grove, CA
Imperial Irrigation District, CA
Los Banos, CA
Monterey County Water Resources
Agency, CA
Needles, CA
Nevada County, NV
Nye County, NV
Oceanside, CA
Omnitrans, CA
Pico Rivera, CA
Pismo Beach, CA
Pomona, CA
Richmond, CA
Reno, NV
Stockton, CA
San Luis Obispo County,
Nacimiento Project, CA
South Pasadena, CA
Tiburon, CA
Tracy, CA
Visalia, CA
EXECUTIVE DIRECTOR
Association of Monterey Bay Area
Governments, CA
Arizona Municipal Water Users
Association, AZ
Bay Area Air Quality Management
District, CA
Broward County, FL (Port
Everglades Chief Executive/Port
Director)
California Peace Officers
Association, CA
California State Association of
Counties, CA
California School Boards
Association, CA
Central Contra Costa Solid Waste
Authority, CA
Chula Vista Redevelopment
Agency, CA
Cooperative Agricultural Support
Services Authority (CASS), CA
Early Learning Coalition of
Broward County, Inc (CEO)
Elk Grove-Rancho Cordova-El
Dorado Connector JPA, CA
El Paso Water Utilities-Public
Service Board, TX
(President/CEO)
Florida Public Transportation
Association (FPTA), FL
Hillsborough County, FL-Head
Start Division (Division Director)
Housing Authority of the City of
Austin, TX (President/CEO)
Housing Authority of the City of
Los Angeles, CA
Housing Authority of the County
of Butte, CA
Housing Authority of the County
of Santa Cruz, CA
Hub Cities Consortium, CA
Kings Community Action
Organization, CA
Mammoth Lakes Visitors Bureau,
CA
March Joint Powers Authority, CA
Metro, Portland, OR
Oregon Cascades West Council of
Governments, OR
Palos Verdes Library District, CA
Pima Association of Governments
and Regional Transit Association,
AZ
Sacramento Area Flood Control
Agency, CA (Executive & Deputy)
San Bernardino Associated
Governments, CA
San Diego Association of
Governments, CA
Children’s Board of Hillsborough
County (Executive Director)
Louisiana Housing Corporation
(Executive Director)
San Francisco Estuary Institute, CA
San Joaquin Council of
Governments, CA
Santa Clara Valley Water District,
CA (CEO)
SOS Children’s Villages – Florida
(CEO)
South Bayside Waste Management
Authority, CA
Southern California Association of
Governments (Deputy)
Vancouver Housing Authority, WA
(Executive & Deputy)
West Contra Costa Integrated
Waste Management District, CA
West Contra Costa Transportation
Advisory Committee, CA
Yolo Emergency Communications
Agency, CA
FINANCIAL
Alameda County Congestion
Management Agency, CA
Aurora, CO
Baldwin Park, CA
Barstow, CA
Boulder, CO
Boulder City, NV
Calaveras County Water District,
CA
Campbell, CA
Chino Hills, CA
Clark County, NV
Corona, CA
Cotati, CA
Damascus, OR
D.C. Government, DC
East Bay Municipal Utility District,
CA
Elk Grove, CA
Grants Pass, OR
Half Moon Bay, CA
Healdsburg, CA
Hercules, CA
Housing Authority of the City of
Los Angeles, CA
Imperial Beach, CA
Imperial Irrigation District, CA
Inglewood, CA
Ione, CA
Lancaster, CA
Las Vegas Valley Water District,
NV
Lincoln, CA
Los Altos, CA
McCarran International Airport-
Clark County, NV
Menlo Park Fire Protection
District, CA
Modesto, CA
Monterey Park, CA
Norfolk, VA (Assistant Director)
Oakland, CA
Oceanside, CA
Palmdale Water District, CA
People Assisting the Homeless, CA
Pinellas Suncoast Transit
Authority, FL
Pleasanton, CA
Quincy, FL
Sacramento County, CA
San Bernardino International
Airport, CA
San Carlos, CA
San Diego, CA
San Francisco, CA
San Leandro, CA
San Jose, CA
Santa Monica, CA
Sparks, NV
Stockton, CA
Thornton, CO
Topeka, KS
Union City, CA
Washoe County, NV
Wayne County, MI
West Hollywood, CA
West Wendover, NV
White Pine County, NV
Yolo County, CA
FIRE CHIEF
Alameda, CA
Arroyo Grande (Director of
Building & Fire)
Aurora, CO
Chino Valley Independent Fire
District, CA
Chula Vista, CA
Encinitas, Del Mar, and Solana
Beach, CA
Eugene, OR
Fremont, CA
Folsom, CA
Fullerton, CA
Glendale, CO
Hillsboro, OR
Lodi, CA
Livermore – Pleasanton Fire
District, CA
Milpitas, CA
Monrovia, CA
Montebello, CA
Mountain View, CA
Newark, CA (Assistant & Chief)
Oceanside, CA
Peoria, AZ
Petaluma, CA
Piedmont, CA
Poudre Fire Authority, CO
Rancho Cucamonga, CA (Deputy
& Chief)
Rancho Santa Fe Fire Protection
District, CA
Sacramento County, CA
Salinas, CA
San Mateo, CA
San Miguel Fire Protection District,
CA
Santa Cruz, CA
Sonoma Valley Fire & Rescue
Authority, CA
Sumter County, FL
Sunnyvale, CA (Public Safety
Director)
University of California, Davis
Union City, CA (Assistant & Chief)
Upland, CA
Vacaville, CA
Walla Walla, WA
GENERAL MANAGER
Big Bear City Community Services
District, CA
Calaveras County Water District,
CA
Central Contra Costa Sanitation
District, CA
Central Marin Sanitation Agency,
CA
Coachella Valley Mosquito Vector
Control District, CA
Cordova Recreation and Park
District, CA (District
Administrator)
East Bay Dischargers Authority,
CA
Fallbrook Public Utilities District,
CA
Hilton, Famkopf, and Hobson
LLC, CA
Joshua Basin Water District, CA
Jurupa Community Services
District, CA
Kennewick Irrigation District, WA
(District Manager)
Los Angeles Convention Center,
CA
Monterey Peninsula Regional Park
District, CA
Monterey Regional Waste
Management District, CA
Monterey Regional Water Pollution
Control Agency, CA (Assistant)
Oro Loma Sanitary District, CA
Public Agency Risk Sharing
Authority of California, CA
Pleasant Valley Recreation & Park
District, CA
Reclamation District 1000, CA
(District Engineer)
Ross Valley Sanitary District, CA
Salinas Valley Solid Waste
Authority, CA
Sanitary District No. 5 of Marin
County, CA
Santa Cruz Consolidated
Emergency Communications
Center, CA
Sewer Authority Mid-Coastside,
CA
South Placer Municipal Utility
District, CA
Sweetwater Springs Water District,
CA
Union Sanitary District, CA
Valley of the Moon Water District,
CA
Walnut Valley Water District, CA
HOUSING
City of West Hollywood, CA (Rent
Stabilization and Housing Manager)
Housing Authority of the City of
Austin, TX
Housing Authority for the City of
Brownsville, TX
Housing Authority for the City of
Los Angeles, CA
Housing Authority for the County
of Butte, CA
Fort Worth, TX Housing Authority
Housing Authority for the County
of Santa Cruz, CA
Louisiana Housing Corporation
Milpitas, CA
San Antonio Housing Authority,
TX
Housing Authority the City of
Stamford d/b/a Charter Oak
Communities
Vancouver Housing Authority, WA
LEGAL COUNSEL
Aurora, CO
Broward County, FL
Cupertino, CA
Fremont, CA
Gainesville, FL
Hayward, CA
Lathrop, CA
Lee County, FL
Monterey, CA
Morgan Hill, CA
Newport Beach, CA
North Las Vegas, NV
Oceanside, CA
Orange, CA
Palo Alto, CA
Port of San Diego, CA
Sacramento Area Flood Control
Agency, CA
Sacramento County, CA
Salinas, CA
San Benito County, CA
San Bernardino Associated
Governments, CA
San Mateo, CA
Santa Ana, CA
Stockton, CA
Sunnyvale, CA
Thousand Oaks, CA
Ventura, CA
Walnut Creek, CA
Yolo County, CA
LIBRARY
Corona, CA
Folsom, CA
Monterey Park, CA
Palos Verdes Library District, CA
Stockton-San Joaquin County
Public Library, CA
PARKS/RECREATION/
COMMUNITY SERVICES
Anaheim, CA
Arlington, TX
Bakersfield, CA
Commerce, CA
El Segundo, CA
Emeryville, CA
Half Moon Bay, CA
Lemoore, CA
Long Beach, CA
Lynwood, CA
Maple Valley, WA
Milpitas, CA
Monterey County, CA
Peoria, AZ
Pleasanton, CA
Pleasant Valley Recreation and
Park District, CA
Pomona, CA
Sacramento County, CA
Sacramento, CA
San Carlos, CA
San Jose, CA
Santa Clarita, CA
Stockton, CA
Ventura, CA
Whittier, CA
PERSONNEL/HUMAN
RESOURCES
Alameda County, CA
Anaheim, CA
Apple Valley, CA
Arcadia, CA
Barstow, CA
Bellevue, WA
Benicia, CA
Colusa County, CA
Commerce, CA
Corona, CA
Desert Water Agency, CA
Fremont, CA
Inland Empire Utilities Agency, CA
Glendale, AZ
Grants Pass, OR
Judicial Council of California –
Administrative Office of the
Courts, CA
Las Virgenes Municipal Water
District, CA
Moreno Valley, CA
Monterey Park, CA
Napa, CA
Newark, CA
Norfolk, VA
North Las Vegas, NV
Oakland, CA
Oceanside, CA
Ontario, CA
Patterson, CA
Palmdale Water District, CA
Petaluma, CA
Pomona, CA
Rancho Cordova, CA
Redlands, CA
Rocklin, CA
Roseville, CA
San Antonio Housing Authority,
TX
San Francisco International Airport
(SFO), CA
Scottsdale, AZ
Stockton, CA
Tehama County, CA
Wayne County, MI
White Pine County, NV
Yucca Valley, CA
PLANNING
Alameda, CA
Beverly Hills, CA
Centre City Development
Corporation, CA
Corona, CA
Chula Vista, CA
Damascus, OR
El Segundo, CA
Elk Grove, CA
Healdsburg, CA
Los Banos, CA
Madera, CA
Milpitas, CA
Modesto, CA
Needles, CA
Oceanside, CA
Pacifica, CA
Palo Alto, CA
Palm Springs, CA
Pleasanton, CA
Reno, NV
Riverside, CA
Robson Homes, CA
Roseville, CA
Sacramento, CA
Santa Clara County, CA
San Benito County, CA
San Luis Obispo County, CA
Santa Cruz, CA
Santa Monica, CA
Stockton, CA
Sumter County, FL
Tracy Unified School District, CA
Washington County, OR
POLICE CHIEF/SAFETY
Arroyo Grande, CA
Ashland, OR
Aurora, CO
Bay Area Rapid Transit, CA
Bellevue, WA
Berkeley, CA
California State University, East
Bay
California State University,
Sacramento
California State University, San
Francisco
Capitola, CA
Carlsbad, CA
Chandler, AZ
Chico, CA
Concord, CA
Corona, CA
Coronado, CA
Culver City, CA
El Cerrito, CA
Eugene, OR
Fairfield, CA
Folsom, CA
Fullerton, CA
Glendale, AZ
Glendora, CA
Half Moon Bay, CA
Hayward, CA
Huntington Beach, CA
Irvine, CA
Irwindale, CA
La Mesa, CA
Lake Oswego, OR
Littleton, CO
Livingston, CA
Lodi, CA
Los Angeles, CA
Los Angeles World Airports, CA
Los Banos, CA
Mammoth Lakes, CA (Interim)
Manhattan Beach, CA
Maywood, CA
Menlo Park, CA
Merced, CA
Mesa, AZ
Modesto, CA
Monrovia, CA
Montebello, CA
Monterey, CA
Monterey County Sheriff’s
Department, CA
Morgan Hill, CA
North Las Vegas, NV
Novato, CA
Oakdale, CA
Oakland, CA
Oceanside, CA
Orange County, CA
Orange County, FL (Chief of
Corrections)
Palm Springs, CA
Palo Alto, CA
Pasadena, CA
Pasadena City College, CA
Peoria, AZ
Petaluma, CA
Piedmont, CA
Pismo Beach, CA
Pittsburg, CA
Placentia, CA
Pleasanton, CA
Port of Long Beach, CA
Port of San Diego, CA
Port of Seattle, WA
Redlands, CA
Reno, NV
Rio Vista, CA
Rocklin, CA
Roseville, CA
Sacramento, CA
Salinas, CA
San Bernardino, CA
San Diego State University, CA
San Fernando, CA
San Francisco, CA
San Diego State University, CA
San Jose State University, CA
San Rafael, CA
Santa Rosa Junior College, CA
Sausalito, CA
Seaside, CA
Signal Hill, CA
South Gate, CA
Stockton Unified School District,
CA
Sunnyvale, CA
Tulsa, OK
Turlock, CA
University of California at Davis,
CA
University of California at Santa
Barbara, CA
University of Oregon
Vacaville, CA
Vancouver, WA
Virginia Commonwealth University
Walla Walla, WA
Walnut Creek, CA
West Sacramento, CA
Whittier, CA
POLICE COMMAND STAFF
Atascadero, CA
Bay Area Rapid Transit, CA
California State University, East
Bay
California State University,
Sacramento
California State University, San
Francisco
Commerce, CA
Menlo Park, CA
Monterey County, CA
Pleasanton, CA
Santa Rosa, CA
Port of San Diego, CA
University of California at Merced
University of Oregon
POLICE OVERSIGHT
Bay Area Rapid Transit, CA
San Francisco, CA
San Jose, CA
PUBLIC AFFAIRS/
INTERGOVERNMENTAL
RELATIONS DIRECTOR
Beverly Hills, CA
Rancho Cordova, CA
Thornton, CO
San Diego Regional Airport
Authority, CA
West Basin Municipal Water
District, CA
PUBLIC SAFETY
COMMUNICATIONS
Aurora, CO
Clackamas County, OR
Heartland Communications Facility
Authority, CA
San Francisco, CA
San Jose, CA
Santa Cruz Consolidated
Emergency Communications
Center, CA
Tallahassee, FL
Washington County Consolidated
Communications Agency, OR
Yolo Emergency Communications
Agency, CA
PUBLIC WORKS
Belmont, CA
Chandler, AZ
Clark County, NV
Commerce, CA
Dallas, TX
Elk Grove, CA
Fresno, CA
Galt, CA
Grants Pass, OR
Half Moon Bay, CA
Healdsburg, CA
Huntington Beach, CA
Inglewood, CA
Lathrop, CA
Los Banos, CA
Mammoth Lakes, CA
Maple Valley, WA
Monrovia, CA
Morro Bay, CA
Needles, CA
Pico Rivera, CA
Pismo Beach, CA
Pomona, CA
Poway, CA
Provo, UT
Redlands, CA
Roseburg, OR
Roseville, CA
San Benito County, CA
San Carlos, CA
San Diego, CA
San Jose, CA
Santa Cruz, CA
South Pasadena, CA
Stockton, CA
Sumter County, FL
Tehama County, CA
Tiburon, CA
Upland, CA
Woodland, CA
Yuba City, CA
PURCHASING
Central Contra Costa Sanitary
District, CA
Housing Authority of the City of
Los Angeles
Tacoma, WA
RISK MANAGEMENT
Central Contra Costa Sanitary
District, CA
Central Marin Sanitation Agency,
CA
Riverside Transit Agency, CA
TECHNOLOGY
Clark County, NV
Durham, NC
Fresno, CA
Hayward, CA
Hillsboro, OR
Inland Empire Utilities Agency, CA
Modesto, CA
Port of Los Angeles, CA
San Antonio Housing Authority,
TX
San Francisco, CA
State Bar of California
Tucson, AZ
West Hollywood, CA
TRANSPORTATION
Association of Monterey Bay Area
Governments, CA
Dallas, TX
Elk Grove-Rancho Cordova-El
Dorado County Connector Joint
Powers Authority, CA
Omnitrans, CA
San Diego Association of
Governments, CA
San Joaquin Council of
Governments, CA
Santa Clarita, CA
Washington County, OR
West Contra Costa Transportation
Advisory Committee, CA
WASTE WATER/SANITATION/
SOLID WASTE
Central Contra Costa Sanitation
District, CA
Central Contra Costa Solid Waste
Authority, CA
Central Marin Sanitation Agency,
CA
Dublin San Ramon Services
District, CA
East Bay Dischargers Authority,
CA
Monterey Regional Waste
Management District, CA
Monterey Regional Water Pollution
Control Agency, CA
Oro Loma Sanitary District, CA
Redlands, CA
Richmond, CA
Ross Valley Sanitary District, CA
Salinas Valley Solid Waste
Authority, CA
Sanitary District No. 5 of Marin
County, CA
San Jose, CA
Sewer Authority Mid-Coastside,
CA
South Bayside Waste Management
Authority, CA
Stockton, CA
Union Sanitary District, CA
West Contra Costa Integrated
Waste Management Authority, CA
WATER
Arizona Municipal Water Users
Association, AZ
Aurora, CO
Bakersfield, CA
Calaveras County Water District,
CA
Joshua Basin Water District, CA
Kennewick Irrigation District, CA
Phoenix, AZ
Reclamation District 1000, CA
Redlands, CA
Sacramento Area Flood Control
Agency, CA
San Diego, CA
San Jose, CA
San Luis Obispo County, CA
Santa Clara Valley Water District,
CA
South Placer Municipal Utility
District, CA
Stockton, CA
Sweetwater Springs Water District,
CA
Valley of the Moon Water District,
CA
Walnut Valley Water District, CA
Yuba City, CA
OTHER
Bay Area Air Quality Management
District, CA (Deputy Air Pollution
Control Officer)
Benton County, OR (Health
Director)
Broward County, FL (Port
Everglades Director of Business
Development)
Bureau Veritas, CA (Vice President
– Operations)
Central Contra Costa Sanitary
District (Director of Collection
System Operations and Director of
Plant Operations)
Cordova Recreation & Park
District (District Administrator and
Maintenance Superintendent)
Government Services Group, Inc.
(Municipal Services Manager)
Housing Authority of the City of
Los Angeles (Director of General
Services)
Imperial Irrigation District
(Assistant Manager of Construction
Operations and Maintenance)
Hilton, Farnkopf, and Hobson
LLC (Manager/Vice President)
Las Vegas Convention and Visitors
Authority, NV (Director of Facility
Projects)
Monterey Bay Unified Air
Pollution Control District, CA (Air
Pollution Control Officer)
Port of Long Beach, CA (Managing
Director)
Port of San Diego, CA (Senior
Director of Real Estate)
Redlands, CA (8 Mid-Level
Managers and Natural Resources
Manager)
Robson Homes (Forward Planner
and Land Acquisition Manager)
Sacramento, CA (Preservation
Director)
Sacramento, CA (Urban Design
Manager)
San Jose, CA (Assistant Director of
Environmental Services and
Environmental Services Director)
San Manuel Band of Tribal Indians,
CA (Tribal Manager)
Superior Court of California,
County of San Luis Obispo, CA
(Assistant Court Executive Officer)
Washoe County, NV (Senior
Services Director)
Washoe County, NV (Social
Services Director)
Monterey Park, CA (Director of
Management Services)
sewer authority
Mid-Coastline
INVITES YOUR
INTEREST IN
THE POSITION OF
general
manager
assessment and strategic planning. Labor relations expe-
rience in a unionized work place will be beneficial to
SAM’s new General Manager.
The selected candidate will be expected to have prior experience
with Joint Powers Authorities and working with elected or
appointed boards, as well as to have knowledge of the theory
and practices of the operation and maintenance of modern treatment
facilities including activated sludge, advanced treatment, solids
digestion, mechanical dewatering, and sludge disposal. Candidates
should also have knowledge of CAL OSHA regulations as they apply
to wastewater facilities; applicable federal, state, and local regulations;
and principles of organization, administration, budget practices, and
personnel management. Experience with a water recycling plant is also
desirable.
The required knowledge, skills, and abilities for this position will typically
have been obtained through five years of experience in wastewater
treatment operations, including three years of supervisory experience in
control of an activated sludge plant having primary treatment, solids
digestion, and mechanical dewatering, as well as three additional years of
experience in control of a sewer line maintenance crew having responsi-
bility for maintenance of a collection system and pumping stations. A
bachelor’s degree from an accredited college or university with major
course work in science, civil engineering, environmental engineering, or a
related field is desirable. Possession of a Grade IV or V Wastewater Treat-
ment Plant Operator or Water Treatment Operator Certificate issued by
the State of California Water Resources Control Board (or the equivalent
issued by another state) is also desirable.
THE COMPENSATION
The salary for this position is competitive and open depending on qualifica-
tions and experience and will be governed under the General Manager’s
contract. SAM also offers an attractive benefits package that includes:
Retirement – PERS retirement.
Deferred Compensa-
tion – Negotiable.
Vacation – 120
hours annually;
negotiable.
Management
Leave – 2 weeks
per year.
Vehicle Allowance – Negotiable.
Life Insurance – Provided at 2x
employee’s salary.
Medical, Dental, and Vision
Insurance – Provided.
TO APPLY
If you are interested in this outstanding
opportunity, please visit our website at
www.bobmurrayassoc.com to apply
online.
Filing Deadline:
November 1, 2013
Following the closing date, resumes
will be screened according to the
qualifications outlined above. The
most qualified candidates will be
invited to personal interviews with
Bob Murray and Associates. A select
group of candidates will be asked to
provide references once it is antici-
pated that they may be recommended
as finalists. References will be contact-
ed only following candidate approval.
Finalist interviews will be held with
the Sewer Authority Mid-Coastside.
Candidates will be advised of the
status of the recruitment following
selection of the General Manager. If
you have any questions, please do
not hesitate to call Mr. Joel Bryden
or Mr. Regan Williams at:
(916)784-9080
THE
ORGANIZATION
Sewer Authority Mid-Coastside (SAM) is
a Joint Powers Authority (JPA) formed by
the City of Half Moon Bay, Granada Sanitary
District, and Montara Water & Sanitary District to
perform all functions for the treatment and disposal of wastewater.
The Authority’s service area includes a population of 30,000 in
a region known as the “Coastside,” which encompasses all three
districts.
SAM is governed by a six-member Board of Directors who are appointed
by their respective agencies, with two members representing each
agency. There are a total of 14 employees in SAM Operations/NDWSCP,
Collections and Administration departments. The Operating budget for
the FY 2013/2014 is $3.2 million.
SAM’s purpose is to protect and serve the public health of the member
agency communities through construction and maintenance of the sewer
system and wastewater treatment. The SAM regional system includes
three main pumping stations, an eight-mile transmission line, the wastewater
treatment plant, and an ocean outfall where final effluent is dispersed to the
receiving ocean waters, which are a part of the Monterey Bay National
Marine Sanctuary. SAM also provides contract services to its member
agencies to maintain their collection systems, which include 104 miles of
sewer pipelines and 17 lift stations.
SAM’s collection system has 1.9 miles of gravity pipeline and 5.8 miles of
force main. The flows at the pump stations range from an average of
approximately 0.165 million gallons per day (MGD), at the lowest flow
station to an average of approximately 0.805 MGD, at the highest flow
station. SAM wastewater treatment system is permitted for 4.0 MGD in
average dry weather flow (ADWF). Currently, SAM ADWF is about
1.54 MGD. Treatment process includes primary sedimentation, acti-
vated sludge, secondary clarification, disinfection and anaerobic sludge
digestion. After de-watering, any re-
maining biosolids are removed
to a landfill.
The U.S. Environmental Protection
Agency, the California Regional Water
Quality Control Board, the California
Health Services Department, as well
as other regulatory agencies pro-
vide the permits and the standards
that SAM must meet in order to
collect, treat, recycle, reuse, and
dispose of wastewater.
THE
COMMUNITY
Nestled between the dramatic,
green Santa Cruz Mountains and
some of the most beautiful coast-
lines that California has to offer,
Sewer Authority Mid-Coastside
(SAM) serves the entire Coastside.
The treatment plant is located in
the City of Half Moon Bay. Located
in San Mateo County, Half Moon Bay
is a semi-rural seaside community
approximately 25 miles south of
San Francisco and only an hour’s
drive from virtually anywhere in the
Bay Area.
The City’s historic downtown is home
to numerous shops, art galleries,
restaurants, bed and breakfasts, and
other businesses. Local beaches and
parks are accessible to pedestrians,
cyclists and equestrians. The City
and its coast are home to numerous
nurseries and farms and residents
are proud of their floriculture center.
The Art & Pumpkin Festival held in
October draws hundreds of thou-
sands of people to the City and its
coastline to enjoy its panoramic vistas,
fine cuisine, arts, crafts and genuine
hospitality.
Local activities include two award-
winning golf courses, sport fishing,
whale watching, horseback
riding on the beach, redwood
preserves, bird refuges, bluff-
and mountaintop-hiking,
acres of hot houses and
field flowers, historical
walking tours, two light-
houses, Año Nuevo State
Nature Preserve (south
of Pescadero), Fitzgerald
Marine Reserve in Moss
Beach, Princeton Harbor, and
Maverick’s, presently the hottest
surfing location in the world. The Ritz Carlton
is also located in the City.
Half Moon Bay’s schools are rated above average with a very active
community involvement in district policy and curriculum. Residents of this
charming community live a lifestyle that many think no longer exists in
California. Neighbors care about each other, schools are important, and
there is a true sense of community.
THE IDEAL CANDIDATE
The Board of Directors seeks a proactive General Manager with technical
expertise, known to be a leader and a skilled administrator. The
incumbent must be able to lead, organize and develop a
staff of diverse talents, skills, and personalities. A candi-
date with the ability to troubleshoot technical issues
and mentor staff in this area will be valued. The ideal
candidate will have the ability to work collaboratively
with a diverse Board of Directors in establishing the
goals and objectives for the Authority, as well as in
defining and implementing best practice solutions.
The Board is seeking a candidate who will help inform
the vision and direction set by the Board and then direct
SAM’s staff in a manner that generates buy-in to achieve the
goals and objectives of the Authority. A candidate who will respect
the internal reporting structure of the agency and support the
supervisors and managers in their decisions is sought.
Strong candidates will demonstrate excellent communication
and public speaking skills as well as experience working effec-
tively with staff, the Board, the press, the agency managers
group, other wastewater agencies, and members of the
community. SAM desires a candidate who has experience
and contacts in the field, involvement
in the industry and with related or-
ganizations, and published articles
or studies. A candidate who has the
background and the connections to
be an effective advocate for SAM
will be highly valued. A candidate
who is comfortable working in a
politically active community and ca-
pable of accomplishing organizational
goals in such an environment would
do well in this position.
SAM seeks an innovative General
Manager who will personally seek
out greater organizational and cost
efficiencies and inspire SAM’s staff
to do the same; a candidate who
will seek to solve issues with maxi-
mum impact while keeping costs as
low as possible is desired. A candi-
date who is willing to work hard to
get the job done and be a “hands-
on” manager who gets out of the
office to observe operations
first-hand would do well in
this position. The new
General Manager will
be a creative prob-
lem solver who is
able to identify key
issues in complex situa-
tions, evaluate options,
and initiate strategies
for resolution. A strategic
and analytical thinker who
possesses the self-confidence to
be a catalyst for change is desired.
The new General Manager should
have personnel management,
financial planning, and analysis skills,
as well as capital construction proj-
ect management experience, and
should be adept at organizational
SAM’s purpose is
to protect and serve the
public health of the member
agency communities through
construction and maintenance
of the sewer system and
wastewater treatment.
The ideal candidate
will have the ability to work
collaboratively with a diverse
Board of Directors in establishing
the goals and objectives for the
Authority, as well as in defining
and implementing best
practice solutions.
THE
ORGANIZATION
Sewer Authority Mid-Coastside (SAM) is
a Joint Powers Authority (JPA) formed by
the City of Half Moon Bay, Granada Sanitary
District, and Montara Water & Sanitary District to
perform all functions for the treatment and disposal of wastewater.
The Authority’s service area includes a population of 30,000 in
a region known as the “Coastside,” which encompasses all three
districts.
SAM is governed by a six-member Board of Directors who are appointed
by their respective agencies, with two members representing each
agency. There are a total of 14 employees in SAM Operations/NDWSCP,
Collections and Administration departments. The Operating budget for
the FY 2013/2014 is $3.2 million.
SAM’s purpose is to protect and serve the public health of the member
agency communities through construction and maintenance of the sewer
system and wastewater treatment. The SAM regional system includes
three main pumping stations, an eight-mile transmission line, the wastewater
treatment plant, and an ocean outfall where final effluent is dispersed to the
receiving ocean waters, which are a part of the Monterey Bay National
Marine Sanctuary. SAM also provides contract services to its member
agencies to maintain their collection systems, which include 104 miles of
sewer pipelines and 17 lift stations.
SAM’s collection system has 1.9 miles of gravity pipeline and 5.8 miles of
force main. The flows at the pump stations range from an average of
approximately 0.165 million gallons per day (MGD), at the lowest flow
station to an average of approximately 0.805 MGD, at the highest flow
station. SAM wastewater treatment system is permitted for 4.0 MGD in
average dry weather flow (ADWF). Currently, SAM ADWF is about
1.54 MGD. Treatment process includes primary sedimentation, acti-
vated sludge, secondary clarification, disinfection and anaerobic sludge
digestion. After de-watering, any re-
maining biosolids are removed
to a landfill.
The U.S. Environmental Protection
Agency, the California Regional Water
Quality Control Board, the California
Health Services Department, as well
as other regulatory agencies pro-
vide the permits and the standards
that SAM must meet in order to
collect, treat, recycle, reuse, and
dispose of wastewater.
THE
COMMUNITY
Nestled between the dramatic,
green Santa Cruz Mountains and
some of the most beautiful coast-
lines that California has to offer,
Sewer Authority Mid-Coastside
(SAM) serves the entire Coastside.
The treatment plant is located in
the City of Half Moon Bay. Located
in San Mateo County, Half Moon Bay
is a semi-rural seaside community
approximately 25 miles south of
San Francisco and only an hour’s
drive from virtually anywhere in the
Bay Area.
The City’s historic downtown is home
to numerous shops, art galleries,
restaurants, bed and breakfasts, and
other businesses. Local beaches and
parks are accessible to pedestrians,
cyclists and equestrians. The City
and its coast are home to numerous
nurseries and farms and residents
are proud of their floriculture center.
The Art & Pumpkin Festival held in
October draws hundreds of thou-
sands of people to the City and its
coastline to enjoy its panoramic vistas,
fine cuisine, arts, crafts and genuine
hospitality.
Local activities include two award-
winning golf courses, sport fishing,
whale watching, horseback
riding on the beach, redwood
preserves, bird refuges, bluff-
and mountaintop-hiking,
acres of hot houses and
field flowers, historical
walking tours, two light-
houses, Año Nuevo State
Nature Preserve (south
of Pescadero), Fitzgerald
Marine Reserve in Moss
Beach, Princeton Harbor, and
Maverick’s, presently the hottest
surfing location in the world. The Ritz Carlton
is also located in the City.
Half Moon Bay’s schools are rated above average with a very active
community involvement in district policy and curriculum. Residents of this
charming community live a lifestyle that many think no longer exists in
California. Neighbors care about each other, schools are important, and
there is a true sense of community.
THE IDEAL CANDIDATE
The Board of Directors seeks a proactive General Manager with technical
expertise, known to be a leader and a skilled administrator. The
incumbent must be able to lead, organize and develop a
staff of diverse talents, skills, and personalities. A candi-
date with the ability to troubleshoot technical issues
and mentor staff in this area will be valued. The ideal
candidate will have the ability to work collaboratively
with a diverse Board of Directors in establishing the
goals and objectives for the Authority, as well as in
defining and implementing best practice solutions.
The Board is seeking a candidate who will help inform
the vision and direction set by the Board and then direct
SAM’s staff in a manner that generates buy-in to achieve the
goals and objectives of the Authority. A candidate who will respect
the internal reporting structure of the agency and support the
supervisors and managers in their decisions is sought.
Strong candidates will demonstrate excellent communication
and public speaking skills as well as experience working effec-
tively with staff, the Board, the press, the agency managers
group, other wastewater agencies, and members of the
community. SAM desires a candidate who has experience
and contacts in the field, involvement
in the industry and with related or-
ganizations, and published articles
or studies. A candidate who has the
background and the connections to
be an effective advocate for SAM
will be highly valued. A candidate
who is comfortable working in a
politically active community and ca-
pable of accomplishing organizational
goals in such an environment would
do well in this position.
SAM seeks an innovative General
Manager who will personally seek
out greater organizational and cost
efficiencies and inspire SAM’s staff
to do the same; a candidate who
will seek to solve issues with maxi-
mum impact while keeping costs as
low as possible is desired. A candi-
date who is willing to work hard to
get the job done and be a “hands-
on” manager who gets out of the
office to observe operations
first-hand would do well in
this position. The new
General Manager will
be a creative prob-
lem solver who is
able to identify key
issues in complex situa-
tions, evaluate options,
and initiate strategies
for resolution. A strategic
and analytical thinker who
possesses the self-confidence to
be a catalyst for change is desired.
The new General Manager should
have personnel management,
financial planning, and analysis skills,
as well as capital construction proj-
ect management experience, and
should be adept at organizational
SAM’s purpose is
to protect and serve the
public health of the member
agency communities through
construction and maintenance
of the sewer system and
wastewater treatment.
The ideal candidate
will have the ability to work
collaboratively with a diverse
Board of Directors in establishing
the goals and objectives for the
Authority, as well as in defining
and implementing best
practice solutions.
sewer authority
Mid-Coastline
INVITES YOUR
INTEREST IN
THE POSITION OF
general
manager
assessment and strategic planning. Labor relations expe-
rience in a unionized work place will be beneficial to
SAM’s new General Manager.
The selected candidate will be expected to have prior experience
with Joint Powers Authorities and working with elected or
appointed boards, as well as to have knowledge of the theory
and practices of the operation and maintenance of modern treatment
facilities including activated sludge, advanced treatment, solids
digestion, mechanical dewatering, and sludge disposal. Candidates
should also have knowledge of CAL OSHA regulations as they apply
to wastewater facilities; applicable federal, state, and local regulations;
and principles of organization, administration, budget practices, and
personnel management. Experience with a water recycling plant is also
desirable.
The required knowledge, skills, and abilities for this position will typically
have been obtained through five years of experience in wastewater
treatment operations, including three years of supervisory experience in
control of an activated sludge plant having primary treatment, solids
digestion, and mechanical dewatering, as well as three additional years of
experience in control of a sewer line maintenance crew having responsi-
bility for maintenance of a collection system and pumping stations. A
bachelor’s degree from an accredited college or university with major
course work in science, civil engineering, environmental engineering, or a
related field is desirable. Possession of a Grade IV or V Wastewater Treat-
ment Plant Operator or Water Treatment Operator Certificate issued by
the State of California Water Resources Control Board (or the equivalent
issued by another state) is also desirable.
THE COMPENSATION
The salary for this position is competitive and open depending on qualifica-
tions and experience and will be governed under the General Manager’s
contract. SAM also offers an attractive benefits package that includes:
Retirement – PERS retirement.
Deferred Compensa-
tion – Negotiable.
Vacation – 120
hours annually;
negotiable.
Management
Leave – 2 weeks
per year.
Vehicle Allowance – Negotiable.
Life Insurance – Provided at 2x
employee’s salary.
Medical, Dental, and Vision
Insurance – Provided.
TO APPLY
If you are interested in this outstanding
opportunity, please visit our website at
www.bobmurrayassoc.com to apply
online.
Filing Deadline:
November 1, 2013
Following the closing date, resumes
will be screened according to the
qualifications outlined above. The
most qualified candidates will be
invited to personal interviews with
Bob Murray and Associates. A select
group of candidates will be asked to
provide references once it is antici-
pated that they may be recommended
as finalists. References will be contact-
ed only following candidate approval.
Finalist interviews will be held with
the Sewer Authority Mid-Coastside.
Candidates will be advised of the
status of the recruitment following
selection of the General Manager. If
you have any questions, please do
not hesitate to call Mr. Joel Bryden
or Mr. Regan Williams at:
(916)784-9080
Yorba Linda Water District
Executive Recruitment Search
Copyright 2013 ALLIANCE RESOURCE CONSULTING, LLC
All rights reserved.
General ManaG er
Executive Recruitment Search
Yorba Linda Water District
General ManaGer
November 18, 2013
VIA ELECTRONIC MAIL
Mr. Bryan Melton
Human Resources Technician
Yorba Linda Water District
1717 E. Miraloma Ave.
Placentia, CA 92870
Dear Mr. Melton:
Alliance Resource Consulting is pleased to submit this proposal to assist the Yorba Linda Water District in its efforts
to recruit and screen candidates for the position of General Manager. Enclosed is our proposal which outlines how we
would partner with your organization to recruit the best individuals. It describes the steps we will take to accomplish
the recruitment within your desired timeframe. If you desire some modification of the proposed work program, we
would be pleased to discuss that with you.
Alliance Resource Consulting’s corporate motto is “The Power of Partnership.” We take this seriously and have built
our reputation on providing services of the highest quality. Alliance Resource Consulting was formed in 2004 when
our executive search consultants acquired the highly regarded executive search practice of one of the largest public
sector consulting/government services companies in the United States. With the innovative use of technology and a
commitment to forming enduring partnerships with our clients, Alliance Resource Consulting is committed to setting
a new standard for the industry.
We do not have any potential conflicts of interest from past recruitments or relationships. We will be happy to answer
any additional questions you may have. We look forward with great interest to working with you on this very important
assignment.
Sincerely,
Sherrill A. Uyeda
Founding Partner
SOUTHERN CALIFORNIA OFFICE
400 Oceangate, Suite 510
LOng Beach, ca 90802
Tel: (562) 901-0769 • Fax: (562) 901-3082
www.allianceRC.com • info@allianceRC.com
NORTHERN CALIFORNIA OFFICE
228 HamilTon avenue, 3rd Floor
Palo alTo, CaliFornia 94301
Tel: (650) 296-1032 • Fax: (650) 521-0024
Executive Recruitment Search
Yorba Linda Water District
General ManaGer
Table of ConTenTs
1 our Understanding . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .1
2 Firm Qualifications . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .1
2.1 Project Team ...............................................1
2.2 Our Experience . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1
2.3 Advantages of Our Firm......................................2
3 Recruitment Methodology & Approach . . . . . . . . . . . . . . . . .3
3.1 Strategy Development .......................................4
3.2 Active Recruitment ..........................................4
3.3 Candidate Evaluation ........................................4
3.4 Progress Report Meeting .....................................5
3.5 Preliminary Interviews.......................................5
3.6 Client Interviews & Interview Books ...........................5
3.7 Special Assistance ...........................................6
4 Our Client’s Role . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .6
5 Projected Timeline . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7
6 Alliance Advantages . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .8
6.1 Technology .................................................8
6.2 Stakeholder Outreach ........................................8
6.3 Weekly Client Updates .......................................8
7 Recruitment Costs . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .9
8 Alliance Summary . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .10
9 Contact information . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .10
Appendix–A: Utilities Searches . . . . . . . . . . . . . . . . . . . . . . . . . . .11
Appendix–B: Orange County (CA) Clients . . . . . . . . . . . . . . . . .12
Appendix–C: Biographies . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .13
Appendix–D: References . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .14
Executive Recruitment Search
- 1 -
Yorba Linda Water District
General ManaGer
1 – OUR UnDeRSTAnDing
It is our understanding that the Yorba Linda Water District wishes to engage
an executive search firm to assist in the General Manager recruitment.
The General Manager plans, manages, directs and reviews the activities and
operations of the Yorba Linda Water District; coordinates District services
and activities among District Departments and with outside agencies; provides
highly responsible and complex administrative support to the Board of Directors;
manages politically sensitive, confidential and complex assignments; represents
the Board of Directors and the District at meetings, hearings and at specific
functions; provides detailed information to the public regarding District programs and projects; and exercises direct
supervision over management staff.
2 – FiRM QUAliFiCATiOnS2.1 Project Team
In 2004, Alliance Resource Consulting acquired the
national executive recruiting practice of MAXIMUS. We
are committed to providing our clients with the highest
caliber of service in the industry. Our team of dedicated
professionals utilizes custom-built state-of-the-art technology
in conducting a search.
We are based out of Long Beach, California and are the only firm in California to provide unlimited on-site visits to
in-state clients. We also have offices in Palo Alto, California, Tampa, Florida and Seattle, Washington.
Our current staffing is:
Sherrill Uyeda – Founding Partner
Cindy Krebs - Regional Director, Pacific Northwest
David McDonald – Regional Director, East Coast
Syldy Tom – Manager
Richard Kaplan – Research Consultant
Geoff Gambling – Research Consultant
Linda Kann – Special Projects and Graphics Manager
Sherrill Uyeda and Cindy Krebs will work on this recruitment. Biographies can be found in Appendix C and references
can be found in Appendix D.
2.2 Our Experience
We believe we are exceptionally well qualified to assist you. We have extensive nationwide experience recruiting utilities
executives for government agencies and special districts and have helped to place excellent people in both small and large
organizations. Currently, we are recruiting the Wastewater Superintendent for the City of Oxnard (CA), the Executive
Alliance Resource
Consulting prides itself on
its commitment to customer
service to both the client
and the candidates.
Executive Recruitment Search
- 2 -
Yorba Linda Water District
General ManaGer
Director of Water Policy for Irvine Ranch Water District (CA), the Director of Finance for Municipal Water District
of Orange County (CA) and the Director of Operations and Maintenance for Rancho California Water District (CA).
Recently, we recruited for the following executive management positions for municipal utilities and special districts:
• General Manager - Municipal Water District of Orange County (CA)
• General Manager - Rincon del Diablo Municipal Water District (CA)
• Project Engineer - Antelope Valley Water Storage Bank (CA)
In the last three years, we have completed the following recruitments:
• Solid Waste Superintendent - City of Oxnard (CA)
• Director of Engineering - Orange County Sanitation District (CA)
• General Manager - Antelope Valley Water Storage Bank (CA)
• General Manager - Emerald Bay Service District (CA)
• Deputy Director of Public Works/City Engineer - City of Long Beach (CA)
• Director of Public Works - City of Palo Alto (CA)
• Director of Municipal Utilities and Engineering - City of Redlands (CA)
• Assistant General Manager – Water Replenishment District of Southern California (CA)
• Assistant General Manager, Water – Imperial Irrigation District (CA)
• Water Utility Manager – City of Ventura (CA)
• Manager of Water Quality - Water Replenishment District of Southern California (CA)
• General Manager – Chino Basin Desalter Authority (CA)
• Assistant General Manager – Rancho California Water District (CA)
• Assistant General Manager, Energy – Imperial Irrigation District (CA)
• Director of Operations – Moulton Niguel Water District (CA)
• Assistant General Manager – Coachella Valley Water District (CA)
• Assistant Town Engineer – Town of Windsor (CA)
• General Manager – Rancho California Water District (CA)
• Director of Operations – Elsinore Valley Municipal Water District (CA)
• Assistant General Manager – Rancho California Water District (CA)
• General Manager – Tuolumne Utilities District (CA)
• Senior Engineer, Sanitation – Coachella Valley Water District (CA)
Our ability to carry out the work required by your agency is enhanced by our past experience in providing similar
services to others, and we expect to continue such work in the future. It should be noted that all of the recruitments
listed above were completed on time and within budget.
We will preserve the confidential nature of any information received from you or developed during our work on this
recruitment in accordance with our established professional standards.
We assure you that we will devote our best efforts to carrying out the work required. The results obtained, our
recommendations and any written material we provide will be our best judgment based on the information available to us.
2.3 Advantages of Our Firm
Relative to your present search requirements, we believe the principal advantages in using Alliance Resource
Consulting which differentiate us from other firms are:
Executive Recruitment Search
- 3 -
Yorba Linda Water District
General ManaGer
• Our track record of success in placing superior senior level executives in particularly sensitive and highly
responsible/accountable positions.
• Our specialization in public sector executive search on a nationwide basis.
• Our extensive experience recruiting utilities executives for government agencies and special districts.
• Our PROACTIVE recruitment of candidates who may not be seeking new employment and would not normally
respond to routine advertising and highly qualified candidates who might be overlooked by traditional recruiting
approaches.
• Our ability to develop and meet a recruitment timeline to fit your needs.
• The fact that we assign two professionals to each recruitment to ensure we are always available to quickly
respond to your most pressing requirements.
• The quality of our work and the fact that most of our clients have retained our services on more than one
engagement.
• Our proven ability to identify and recommend qualified female and minority candidates.
• The transparency of our recruitment process. We will provide you a client login to our recruiting system so
you can see how things are progressing at any time. We will also prepare weekly updates for you throughout
the peak of the recruiting process.
• Our reputation among clients and candidates for timely communication and documentation (e.g., acknowledgement
of receipt of candidate application, client status reports, candidate interviews, client meetings and candidate
feedback).
• The thoroughness of our documented reference, internet and background checks. We request very specific
references from candidates and supplement our reports with information gathered from available information
sources such as LexisNexis and public records. Our ability to enhance the recruitment process through
stakeholder outreach, the use of online surveys, and targeted research.
• The fact that all of our graphics work is done in-house, saving our clients time and money.
• Our promise to conduct the recruitment at the cost proposed. We have never charged a client more than our
proposed amount.
3 – ReCRUiTMenT MeThODOlOgy & APPROACh
Alliance Resource Consulting believes that we are an extension of your organization. As such, we work within your
expectations and guidelines. Our objective is to find the best qualified candidates. While notices in professional journals
may be helpful, many of the best candidates must be sought out and their interest encouraged. Our general familiarity
with the District, knowledge of the field and our relationships with professional organizations make us well qualified
to assist you.
Our clients have found that we are able to:
• Develop the appropriate specifications for a position.
• Encourage the interest of top-level people who would be reluctant to respond to advertisements.
• Preserve the confidentiality of inquiries, consistent with State public disclosure and open meeting laws.
• Save a considerable amount of time for client staff in developing and responding to candidates.
• Protect the confidentiality of the information discussed with or received from the client.
• Build consensus among those involved in the hiring process.
• Independently and objectively assess the qualifications and suitability of candidates for the particular position for
which we are recruiting.
Executive Recruitment Search
- 4 -
Yorba Linda Water District
General ManaGer
• Adhere to client’s budget and schedule expectations.
If you desire to retain us for a full and thorough recruitment process, we will do the following for your recruitment:
3.1 Strategy Development
We will interview members of the Search Committee and other client contacts to obtain a detailed understanding of the
position, key goals and challenges, and organizational culture. We will also discuss expectations regarding desirable
training, experience and personal characteristics of candidates. In addition, should you request it, we will conduct/
facilitate community outreach meetings and focus group discussions.
We also have experience creating and managing community surveys, should the District want input from its constituents.
We will also gather/review relevant information about the District, such as budgets, organization and/or department
goals, organization charts, etc.
Once our findings have been summarized, we will submit a Recruitment Profile with the desired qualifications and
characteristics to you for approval. The Recruitment Profile that will be sent to potential candidates will include
information about the District, the job and the criteria established by you.
3.2 Active Recruitment
Once you have approved the Recruitment Profile, we will actively seek out individuals who meet your expectations.
To achieve the best response, we will take a three-prong approach to attracting candidates:
1. Direct Contact – We will mail invitations and recruitment profiles to targeted individuals in comparable
organizations at the appropriate level. These invitations will be followed up with direct phone calls to
potential candidates to gauge interest.
2. Internal “Job Alert” – Over the past nine years, we have developed an active database of over 19,000
candidates who are active in various public sector positions. We will send a new “job alert” to all our
registered users in the Alliance Resource Consulting candidate application program. Prospective candidates
will be contacted via e-mail with a link to the PDF version of the Recruitment Profile.
3. Advertisements – We will place job advertisements in the appropriate professional journals and on-line
sites.
As a matter of corporate policy, we do not discriminate against any applicant for employment on the basis of race,
religion, creed, age, color, marital status, sex, sexual preference, disabilities, medical condition, veteran status or
national origin. A substantial percentage of the placements made by our firm have been minority or female candidates.
Frequent communication with our clients is a hallmark of our firm. While consultants will provide regular updates on
the progress of your search, you will also be able to access up-to-date ‘real time’ information regarding your search
from our secure website.
3.3 Candidate Evaluation
We will review, acknowledge and evaluate all resumes received. Candidate evaluation will begin with an analysis based
upon criteria contained in the Recruitment Profile, information contained in the resumes submitted to us, and our
knowledge of the people and organizations for which they work.
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The next phase in candidate evaluation will focus on gaining additional information from the qualified group of
candidates through written supplemental information questionnaires and other resources. Telephone interviews will
be conducted with the most promising candidates to gain a better understanding of their backgrounds, qualifications
and interest in the position.
3.4 Progress Report Meeting
After the resume deadline, we will submit to you a progress report of the leading candidates. This report will include
summary resumes, supplemental information, and the original resumes of those candidates we believe to be best
qualified for the position. Supplemental information on a candidate typically includes: the size of the organization
for which the person works, reporting relationships, budget responsibility, the number of people supervised, related
experience and reasons for interest in the position. Any other specific information will be dictated by the criteria set
forth in the Recruitment Profile.
The purpose of our progress report is two-fold. It allows you an opportunity to review the candidates and choose those
who you would like to invite to be interviewed for the position. It also allows us to receive feedback on the caliber of
the candidates recruited. In addition, at this point we will have conducted preliminary background checks on each of
the presented candidates. Of course, we are flexible and may consider other individuals as final candidates who are
subsequently identified and were not included in the progress report.
3.5 Preliminary Interviews
We will interview (either in person or via video-conference) those candidates identified by you to be the leading
candidates. We will conduct a preliminary interview with questions that focus on the selection criteria. Additionally, we
will verify degrees and certifications and continue to gather information about the candidate’s professional backgrounds.
3.6 Client Interviews & Interview Books
We will assist you in scheduling final candidates for interview with your organization, and will send the candidates
packets of information which we obtain from you should you request it (e.g., information about the organization and
the geographic area, budgets, etc.).
We will prepare final interview books for the selection panel. These books will include interviewing/selection tips,
suggested interview questions, and rating forms for your use. Candidates will not be ranked, for we believe it will then
be a matter of chemistry between you and the candidates.
We will also be on-site for the interview day(s). We will brief the interview panel at the start of the interviews and
will facilitate the process throughout the day. After the last candidate interview, we will assist you in “debriefing” the
interview panel members..
As part of our process in evaluating candidates, we make telephone reference checks. In conducting these references, it is
our practice to speak directly with individuals who are, or have been, in a position to evaluate the candidate’s performance
on the job. To gain a well-rounded impression of the candidates, we speak with current and prior supervisors, peers
and subordinates. These references and our evaluations provide you with a frank, objective appraisal of the candidates.
Once we finalize references on the top one or two candidates and conduct credit/criminal/civil litigation/motor vehicle
record checks through an outside service, we will provide you with a detailed candidate evaluation report.
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3.7 Special Assistance
Our efforts do not conclude with presentation of the final report. We are committed to you until a successful placement
is made. Services that are routinely provided include:
• Arranging the schedule of interviews and the associated logistics for final candidates.
• Advising on starting salary, fringe benefits, relocation trends and employment packages.
• Acting as a liaison between client and candidate in discussing offers and counter offers.
• Conducting a final round of reference checking with current employers (if not previously done for reasons of
confidentiality).
• Notifying those candidates who were not recommended for interview of the decision. Following up with the client
and the selected candidate once he/she has joined the organization to ensure a smooth transition.
4 – OUR ClienT ’S ROle
The client has a very important role in the recruitment process. While we may identify and recommend qualified
candidates, it is the client who must make the decision about which candidate to hire.
In order to insure that the best candidates are available from which to choose, our clients should be willing to do the
following:
• Clearly inform us about matters relevant to the search that you wish to keep confidential (e.g., salary, personnel
issues, and other privileged information).
• Supply us with the names of people you have previously interviewed/ considered for this position.
• Forward us copies of the resumes you receive, to avoid duplication of effort.
• Provide feedback to Alliance Resource Consulting regarding the information and recommendations provided by us.
• Promptly decide upon and follow up in scheduling interviews with the most promising candidates.
• Assist in providing information to candidates that will enable them to make their career decisions.
• Uphold confidentiality (while respecting relevant state laws about open disclosure) to protect the integrity of the
recruitment process, as well as the candidate’s involvement.
By doing the above, we will maximize the likelihood of mutual success.
Finally, please be reminded that the United States Immigration Reform and Control Act of 1986 requires that all
employers verify an employee’s eligibility to work in the United States. Since Alliance Resource Consulting cannot
serve as your agent in this matter, your hiring process should include this verification procedure.
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5 – PROjeCTe D TiMeline
The following is a typical schedule to conduct a thorough recruitment. However, we would be pleased to modify this
to meet your needs:
1st Week Meet with the appropriate individuals to
gather background information.
2nd - 3rd Week
Develop and obtain approval for the Recruitment Profile.
Develop a list of potential candidates to target.
Prepare and place advertisements, if desired.
4th - 9th Week Active recruitment––solicit, receive and acknowledge resumes.
10th Week Evaluate resumes and gather supplemental information. Submit
progress report and meet with you to review leading candidates.
11th Week Verify degrees and certifications and interview
the best qualified candidates.
12th - 14th Week Submit final report and initiate the interview process with you.
Following interviews Conduct references, credit/criminal/civil litigation/motor
vehicle record checks, and assist with negotiations.
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Strategic Development 7
Active Recruitment 35
Candidate Evaluation 14
Progress Report
Preliminary Interviews 10
Client Interviews
Negotiations 17
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6 – AlliAnCe ADvAnTAgeS6.1 Technology
Alliance Resource Consulting is the only firm to utilize a custom-built “online” client/candidate management system.
This custom system allows candidates to input their resumes and cover letters on our website. (For candidates who
wish to email or mail us a hard copy of their resume, we will input the information for them.) One of the benefits of
our system is that it enables our client contact to check the latest applicant list in real-time.
One of our strengths is our use of social media to best market the recruitment. We have active accounts on LinkedIn,
Twitter and Facebook. The use of social media allows us to contact our network and “followers” to alert them to our
recruitment announcements, informational updates and reminders. It allows us to stay one step ahead of our competitors.
Alliance Resource Consulting is always searching for new ways technology can help us save our client’s money. One
way we do this is by using Skype to interview out of town candidates. Our innovative ways have set us apart from our
more traditional competitors.
6.2 Stakeholder Outreach
Our firm has used several methods, including stakeholder meetings, community forums and surveys, for stakeholder
outreach in a number of previous recruitments. For example, for the City of San José City Manager recruitment,
our consultants facilitated 13 community outreach meetings where citizens were invited to attend and express their
opinions about what they were looking for in city manager candidates. For the City of Alexandria’s City Manager
recruitment, we also met with special interest groups such as business leaders, Chamber of Commerce members and
historic preservation groups.
During the recruitment of the City Administrator for the City of Huntington Beach (CA), the consultants met with
each councilperson, each department head, conducted an open citizen forum and a forum for a group of stakeholders
comprised of two citizens recommended by each councilperson. For the City Manager recruitment conducted for the City
of Moreno Valley (CA), the consultants conducted a community panel as well. Our previous experience in stakeholder
outreach makes our firm very qualified to conduct the meetings with the Mayor’s Office and City Council Members
as well as facilitate multiple stakeholder outreach forums throughout the City that your request for proposal outlined.
Lastly, our firm has significant experience in creating community surveys should you wish to provide this option to
your community. We have utilized surveys for many of our recruitments and can prepared them in different languages,
if required. The surveys can be accessed on-line, or at our office and our client’s office.
6.3 Weekly Client Updates
Our consultants provide our client contacts written recruitment updates on a weekly basis. These updates include work
done that was completed during the week and what we expect to work on the following week.
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7 – ReCRUiTMenT COSTS
We provide local clients with unlimited on-site client meetings. The three major client meetings will be: one to develop
the Recruitment Profile, one to present our Progress Report, and one to attend the first round of candidate interviews.
We propose a professional fee of $18,000 for the work outlined above. In addition, we are reimbursed for expenses such
as for advertising, travel, interviewing, sourcing, support services, background checks and other related items, as well
as allocated costs such as telephone, postage and photocopying. These expenses will not exceed $6,500. Please note
that this amount does not include reimbursement of candidates who travel to be interviewed by you. Unless you notify
us to the contrary, we will assume that you will handle these reimbursements directly.
Our professional service fee will be split among four equal invoices and expenses will be billed as they are incurred.
All invoices are due and payable upon receipt. We do NOT base our fees on a percentage of the position’s salary.
Our billing schedule on a retained professional fee (and based not on an hourly rate) is as follows:
1st billing Due upon signing of the contract Engagement Fee $4,500
2nd billing Due upon our submittal of a draft recruitment profile First third of work completed $4,500
3rd billing Due after we meet and submit our Progress Report to you Second third of work completed $4,500
4th Billing Due after the District conducts interviews with finalists Last third of work completed $4,500
Please note that this is a standard billing schedule and can be modified as requested.
You may discontinue this assignment at any time by written notification. In the unlikely event that this occurs, you will
be billed for all expenses incurred to the date of the cancellation, and for professional fees based upon the time elapsed
from the commencement of the assignment to the date of cancellation. If a cancellation occurs within the first 30 days
of the assignment, following either verbal or written authorization to proceed, one-third of the professional fee will be
due. If a cancellation occurs thereafter, the fee beyond the first one-third will be prorated based upon the number of
calendar days which have elapsed. If a cancellation occurs after 90 days, all professional fees will be due in full.
guarantee
We are committed to working with you until a placement is made. However, if the selected candidate (recommended
by us for hire, and excluding internal candidates) should be terminated within one year from the date of hire, we will
re-do the search for no additional professional fee. Naturally, we would expect to be reimbursed for any expenses that
might be incurred.
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General ManaGer
8 – AlliAnCe SUMMARy
Thank you for reviewing our proposal. Should you decide to retain Alliance Resource Consulting for your executive
search needs, we will do the following:
• Partner with you and act as an extension of your organization.
• Define a recruitment strategy and timeline, develop a recruitment profile and attract/research prospective candidates.
• Conduct a multi-layered candidate screening analysis on the applicants.
• Communicate frequently and on-time with both the client and candidates.
• Allow client contacts to access the recruitment database in real time from remote sites.
• Interview and screen leading finalists.
• Facilitate the client interview process.
• Complete the candidate selection and closure of recruitment.
Our firm’s motto is “the Power of Partnership” and we are committed to adding value to your organization’s goals and
mission. We bring an ethical, transparent and well-documented recruitment process to all our clients.
9 – COnTACT inFORMATiOn
Sherrill Uyeda Office:
Fax:
Cell Phone:
E-mail:
Skype:
(650) 296-1032
(650) 521-0024
(310) 592-8847
suyeda@alliancerc.com
sherrill.uyeda.marquardt
Cindy Krebs Office:
Fax:
Cell Phone:
E-mail:
Skype:
(562) 901-0769 x336
(562) 901-3082
(949) 212-2461
ckrebs@alliancerc.com
cindyk_arc
ALLIANCE RESOURCE CONSULTING LLC
HEADQUARTERS
400 Oceangate, Suite 510
Long Beach, CA 90802
TAMPA, FLORIDA
SEATTLE, WASHINGTON
www.allianceRC.com
twitter.com/AllianceRC
Alliance Resource Consulting, LLC
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General ManaGer
APPen D ix–A
Utilities Searches for General Purpose Local Governments Clients of Alliance Resource Consulting
Water and Wastewater
Charlottesville, VA, City of Public Utilities Manager
Coachella Valley Water District, CA State Water Contractor Engineer
Coachella Valley Water District, CA Senior Engineer, Sanitation
Contra Costa Water District, CA General Manager
Contra Costa Water District, CA Personnel Director
Contra Costa Water District, CA Planning Director
Contra Costa Water District, CA Human Resources Manager
Contra Costa Water District, CA Water Quality Manager
Dublin San Ramon Services District, CA General Manager
Kearns & West, CA Senior Mediator/Facilitator
Newport Beach, CA, City of Utilities Services Manager
Orange County Sanitation District, CA IT Systems and Operations Manager
Orange County Sanitation District, CA Director of Engineering
Rancho California Water District, CA General Manager
Rancho California Water District, CA Assistant General Manager
San Diego County Water Authority, CA Chief Financial Officer
San Diego County Water Authority, CA General Counsel
Santa Maria, CA, City of Water Services Manager
Tuolumne Utilities District, CA General Manager
Tustin, CA, City of Water Services Manager
Yorba Linda Water District, CA Information Technology Director
Yorba Linda Water District, CA Human Resources Director
Yorba Linda Water District, CA Finance Director
Yorba Linda Water District, CA General Manager
Solid Waste
Sacramento, CA, City of Solid Waste Division Manager
Tehama County/Red Bluff Landfill
Management Agency Director
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APPen D ix–B
Orange County (CA) Clients of Alliance Resource Consulting
Anaheim, City of
Cypress, City of
Dana Point, City of
Huntington Beach, City of
Irvine, City of
Irvine Ranch Water District
La Palma, City of
Los Alamitos, City of
Mission Viejo, City of
Moulton Niguel Water District
Municipal Water District of Orange County
Newport Beach, City of
Orange, City of
Orange County Fire Authority
Orange County Head Start
Orange County Sanitation District
Placentia, City of
San Juan Capistrano, City of
South Coast Water District
Transportation Corridor Agencies
Tustin, City of
Yorba Linda, City of
Yorba Linda Water District
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Yorba Linda Water District
General ManaGer
APPen D ix–CBIOGRAPHIES
Sherrill A. Uyeda – Founding Partner
Sherrill Uyeda has over fifteen years of public sector executive search experience. She began her career in executive
search in 1998 with Norman Roberts & Associates, Inc. From 1999 to 2004, Ms. Uyeda was an executive search
consultant with MAXIMUS, a leading government consulting firm which assists state, federal and local governments.
In 2004, along with Eric J. Middleton, she founded Alliance Resource Consulting LLC.
Since 2007, Ms. Uyeda has been instrumental in expanding the organization’s presence to include regional offices in
Palo Alto (CA), Tampa (FL) and Seattle (WA). She fosters an environment of frequent communication to both clients
and candidates and transparent and ethical recruitments on a timely basis. Her leadership and collaborative skills have
led to an impressive hiring and retention rate.
Ms. Uyeda’s track record of recruiting high-profile government executives across the nation in various industries
include: city and county management, transportation, utilities, human resources, library services, building and planning,
economic development and pension and retirement systems. Past clients for nationwide recruitments have included
the City/County of San Francisco (CA), the County of Los Angeles (CA), Arlington County (VA), Broward County
(FL), the City of Atlanta (GA), the City of Alexandria (VA), the City of Boston (MA), the City of Dallas (TX), and the
City of San José (CA). Past retirement systems, she has recruited for are: Contra Costa County Employees Retirement
Association, Fresno County Employees Retirement Association, Kern County Employees Retirement Association,
Marin County Employees Retirement Association, Santa Barbara County Employees Retirement System, and Sonoma
County Employees Retirement Association.
Additional areas of expertise include: facilitating community forums and outreach meetings, conducting multi-lingual
citizen surveys and compensation and benefits negotiations.
Ms. Uyeda graduated from the University of Southern California, with both a Bachelor of Arts degree in Communication
Arts and Sciences and a Master of Public Administration degree. She is a member of the Society for Human Resources
Management.
Cindy Krebs – Regional Director
Cindy Krebs joined Alliance Resource Consulting in 2012 after serving more than 25 years as a high level manager
and principal consultant for local governments, regional agencies and special districts. The experience she gained while
working in the public sector gives Ms. Krebs a unique understanding of the complexities associated with public service
careers as well as a strong appreciation for people who choose to dedicate themselves to improving the communities
they serve. Ms. Krebs is highly adept at working with executive management teams, Board members, and community/
special interest group and has managed several high profile recruitments for Alliance.
Ms. Krebs graduated from Baker University with Bachelor of Art degrees in both Communications and Spanish. She
is also a graduate of CORO’s Orange County Leadership program. Ms. Krebs is fluent in Spanish and proficient in
French and Italian.
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APPen D ix–DREFERENCES
Coachella valley Water District
Name: Heidi Keeran
Title: Director of Human Resources
Phone #: (760) 398-2651 x2371
Water Replenishment District of Southern California
Name: Jenna Shaunessy
Title: Controller
Phone #: (562) 275-4211
Orange County Sanitation District
Name: Jeffrey T. Reed
Title: Director of Human Resources
Phone #: (714) 593 - 7144
Chino Basin Desalter Authority
Name: Timothy Mim Mack
Title: CDA Coordinator
Phone #: (909) 395-2657
Executive Search Services Proposal
General Manager
Yorba Linda Water District
Koff & Associates
Executive Search Services
For
General Manager
For The
Yorba Linda Water District
Submittal Date: November 15, 2013
Koff & Associates
Georg Krammer
Chief Executive Officer
6400 Hollis Street, Suite 5
Emeryville, CA 94608
www.koffassociates.com
E: gkrammer@koffassociates.com
P: 510.658.5633
T: 800.514.5195
F: 510.652.5633
Executive Search Services Proposal
General Manager
Yorba Linda Water District
Koff & Associates
November 15, 2013
Board of Directors
Yorba Linda Water District
1717 E. Miraloma Avenue
Placentia, CA 92870
Dear Members of the Board of Directors:
Thank you for the opportunity to respond to your request for proposals for executive recruitment
and search assistance for the General Manager position at Yorba Linda Water District. We are
most interested in assisting the District with this critical effort and are committed to providing
exceptional service and excellent results.
Koff & Associates is an experienced Human Resources consulting firm that has been assisting
special districts, cities, counties, educational institutions, courts, and other public agencies with
their recruitment and other human resources needs for almost thirty years. The firm is a
woman-owned California small business corporation and has achieved a reputation for working
successfully with Boards/Councils, management, employees, and union representatives. We
feel that our firm is exceptionally qualified to support you in this executive search effort because
of our extensive experience with local government agencies, our specialty serving special
districts and other small public agencies, and our long-standing relationship with the water and
wastewater industries. We have successfully placed numerous executives with public agencies,
JPAs, and non-profit organizations, and are confident that we can accomplish a successful
placement for this effort.
In addition, K&A has just completed an Organizational Performance Review of the District and
we are therefore intimately familiar with the District, its operations, organizational structure,
processes, practices, strengths, challenges, and weaknesses. This provides us a deep
understanding for the type of General Manager who would be ideal to lead the District into the
future and meet its strategic goals and objectives.
We will aggressively market your position seeking the best available candidates. Our efforts are
to find the active, as well as, passive candidates through significant public outreach and sourcing
of viable candidates that may not be actively looking for work. Depending upon the professional
organizations we are able to tap into, we advertise positions through various media to attract the
largest possible candidate pool.
We then employ various methods during the applicant review and assessment process in order to
present only the most qualified individuals to the District for final interviews. Our approaches
include a competency and factor-based evaluation tool that clarifies each candidate’s strengths
and weaknesses, extensive telephone screening interviews, and in-depth personal interviews to
discuss each candidate’s experience, accomplishments, and management and interpersonal
style, in order to screen out all but the most highly qualified candidates. These approaches to a
recruitment effort provide our clients with a substantial talent pool that is closely matched to the
organization’s needs and desires. Having placed countless professionals with numerous public
Executive Search Services Proposal
General Manager
Yorba Linda Water District
Koff & Associates
agencies over the past 30 years, we understand the importance of technical competence and
cultural match.
We maximize the effectiveness of the recruitment activity to ensure quality and integrity of the
recruitment campaign (which reflects on the District and the Board), as well as, the quality of the
candidate pool that we are able to generate.
As Chief Executive Officer of the firm, I would be Project Director for this recruitment effort. You
can reach me at the address and phone number below and my email address is
gkrammer@koffassociates.com. Please call or email if I can provide any additional information.
We look forward to the opportunity to provide professional services to the District.
Sincerely,
Georg S. Krammer
Chief Executive Officer
6400 Hollis Street, Suite 5
Emeryville, CA 94608
510.658. KOFF (5633)
Executive Search Services Proposal
General Manager
Yorba Linda Water District
Koff & Associates
Table of Contents
Recruitment Strategy and Scope of Work 1
Key Personnel Qualifications 6
Qualifications and Experience 9
Client References 10
Work Samples 13
Schedule 13
Fee Structure 14
Method of Payment 14
K&A Promise 15
Signature Page 16
Executive Search Services Proposal
General Manager
Yorba Linda Water District
Koff & Associates
1
RECRUITMENT STRATEGY AND SCOPE OF WORK
1. Needs Assessment: Meet with Key Decision-Makers to Develop Ideal Candidate Profile
The identification of the desired profile of the ideal job candidate for the General Manager (GM)
position is crucial for a successful search process. We will meet with the Board of Directors, as
well as (if desired) with Human Resources, management, and other stakeholders to discuss and
refine the District’s needs and resulting position requirements. It may also be helpful to speak to
other key staff to get their perspectives on which competencies the new GM will need to bring to
the table.
The goal of this phase of the recruitment is to identify and/or develop:
The various organizational needs, vision, mission, goals, strengths, challenges,
opportunities, dynamics, culture, and staff of the District (much of this we are already
familiar with due to the Organizational Performance Review K&A has just completed for
the District);
Position profile requirements, i.e., knowledge, skills, and abilities;
Ideal candidate’s competencies, experiences, and characteristic profile;
Personal and professional attributes required of and priorities for the new incumbent;
Conditions and challenges in achieving the priorities identified above;
Type of working relationship that the Board desires with the new incumbent;
Concerns and issues regarding the recruitment and the position;
Advertising strategies;
Geographic strategies;
Compensation levels; and
Completion timetable.
Working closely with the Board and other stakeholders, Koff & Associates assists in identifying the
specific needs of the District and the key competencies and characteristics of the “ideal
candidate.” We will obtain an understanding of the Board’s and its constituencies’ goals and
priorities.
2. Position Specification and Action Plan
Once the “ideal candidate” criteria have been established, we will prepare a written specification
that outlines the required skills, competencies, position responsibilities, and criteria for job
success. We will provide the written specification to the District for review and approval. In
addition, salary and benefit considerations are discussed to ensure market competitiveness,
credential requirements are considered, geographic recruitment boundaries are identified, and a
recruitment action plan will be developed.
At the conclusion of the meeting(s) with the Board and other stakeholders, there should be a
clear consensus of the key qualifications and characteristics of the position and the process,
action plan, and timetable to be utilized for the recruitment activity.
Executive Search Services Proposal
General Manager
Yorba Linda Water District
Koff & Associates
2
As compensation experts, we can conduct a compensation market survey to ensure market
competitiveness, as a separate effort.
3. Research: Develop and Implement Recruitment and Advertisement Strategy
Following the development of the candidate profile, a professionally produced recruitment
brochure will be prepared and presented to the Board for review prior to printing. The brochure
will highlight the strengths and challenges of the District, its organizational structure and
services, its mission and goals, pertinent facts regarding the position, and necessary and
desirable candidate qualifications.
We will use our own resources and coordinate with District Human Resourcesr to identify
relevant water district and industry sources where prospective candidates are likely to be found.
Advertisements will be prepared and placed for publication in appropriate newsletters, job
bulletins, websites, professional networking sites, professional magazines, industry trade
journals, professional organizations, public sector newsletters, etc. We are flexible to also place
print ads in local newspapers, if desired, although our experience has been that those are very
costly and it is questionable whether top-level executives will use hardcopy newspaper career
sections to identify suitable jobs, as opposed to using other means of job search. The approach
we recommend taking is to place priority on newspapers’ online job postings versus printed line
ads.
We will also send brochures and announcements to the District’s “sister” agencies, other special
districts, cities, counties, and other public agencies, locally and statewide (as well as, nationally,
if desired). In addition, we have developed various industry-specific mailing lists for direct
marketing to individuals who hold certain desirable professional licenses and certif ications.
4. Prospect Identification
Additional search strategies will be developed in conjunction with the approaches above and the
initial organizational assessment. For executive recruitments, we feel that it is critical to develop
a high level of visibility with a comprehensive outreach program supplemented by a focused
search and sourcing approach.
Having worked in the public sector for almost 30 years, we have established excellent
relationships with many agencies and their management teams. Utilizing this effective network,
we discreetly solicit recommendations and contact individuals meeting our criteria who may not
be actively seeking other employment. Time and again, this has proven to be a valuable
candidate source that is used concurrently with more traditional recruitment strategies as
described above. We will develop a list of targeted candidates based on our contacts, referrals,
and recommendations from key sources that will also include Board members, who, most likely,
have extensive contacts and networks in the industry. The individuals on the contact list will be
directly contacted and encouraged to apply for the position.
Executive Search Services Proposal
General Manager
Yorba Linda Water District
Koff & Associates
3
K&A will work with the Board to make the final decision regarding which recruitment strategy to
employ. The goal is to recruit candidates from diverse backgrounds utilizing local, regional,
statewide, and national resources, as well as, the LinkedIn professional website, as appropriate.
Having conducted countless executive search efforts has made K&A an expert in identifying,
targeting, recruiting, and successfully placing women and minority candidates in many of our
recruitments. Being a majority woman-owned and State registered small business, our firm has
a vast pool of resources at our fingertips when designing a successful advertising campaign that
targets women and minorities.
Finally, we will also place internet postings on public and private sector employment bulletin
boards, the District’s website, if desired, and our own company website.
5. Contact Potential Candidates
To further detail this task, as described above, the effort will include a variety of activities
designed to attract the best available candidates. K&A will:
Contact professionals to identify outstanding potential candidates;
Provide each potential candidate with a copy of the recruitment brochure transmitted by
personal letter and/or email; and
Contact potential candidates by telephone to explain the career opportunity, answer
questions, and encourage them to submit a resume and application.
6. Review Application Packets and Assess Candidates
K&A recommends having each interested job candidate complete an application form. This is
an important step for various Equal Employment Opportunity and Fair Employment and Housing
regulations related reasons. We also recommend that applicants submit a resume and cover
letter, a supplemental questionnaire if the District desires, and any other information that
applicants would like to add. We can provide our generic application form unless the District
prefers using its own application form.
After application materials are received, we prepare a thorough assessment of the merits of
each candidate and their appropriateness for hire, including their professional and educational
credentials. Initially, candidates and application materials are carefully evaluated based upon
an objective and clearly defined factor ranking analysis that incorporates the concerns and
issues previously discussed, as well as, the specific requirements of the job description. All
elements from the initially developed position profile will be incorporated in the evaluation,
including required experience, education, licenses/certifications, knowledge, skills, and abilities;
ideal candidate competencies, experiences, and characteristic profiles; and personal and
professional attributes required of and priorities for the new incumbent. Candidates are also
ranked against each other and a numerical score that clearly distinguishes the most qualified
candidates are recommended for further consideration.
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7. Presentation of Prospects
We will present the preliminary slate of top prospects to the Board of Directors. The Board will
agree on the number of prospects the Board would like the consultant to pursue as possible
applicants.
8. Prospect Evaluation: Conduct Initial Screening/Preliminary Interviews
Top candidates will initially be screened by means of a telephone screening interview to further
assess their experience and qualifications, to clarify any issues raised by the submitted
documents; reasons for position interest will be identified; the level of commitment to the
position and the organization will be determined; and other issues, including salary
requirements will be discussed.
In addition, top candidates will be personally interviewed to further narrow the pool to only the
most highly qualified candidates and to further establish best organizational fit of each potential
finalist. This screening process is specifically designed to assess the personal and professional
attributes the District is seeking and will focus on each candidate’s management ability,
technical competency, fit with the District’s values, culture, and needs, the candidate’s
behavioral styles and situational experience, and other relevant characteristics. This group
often includes as many as ten (10) candidates for the position.
9. Recommend Slate of Candidates
K&A will submit for the District’s review, clear written recommendations and analysis of the most
qualified applicants as finalists. Our recommendations will include all relevant data submitted
by the applicants, such as application forms, cover letters, resumes, and any additional
information the applicants have submitted. In addition, we provide our detailed assessment
from each of the various steps of the assessment process, as outlined above.
10. Applicant Interviews: Coordinate and Participate in Board Interview Process
Working with the Board and Human Resources (as desired), we will develop a set of key
questions that will help analyze the candidates’ qualifications and management/work style. We
will complete all of the necessary communications with the members of the interview panel and
candidates so that all parties are well-prepared for the interviews.
Our firm will provide oversight during the interview process and facilitate a focused panel
discussion at the conclusion of the interviews to identify the most qualified candidates for final
consideration. Our facilitation skills usually prove useful in the assessment of candidates at the
end of the interview process.
11. Conduct Final Reference and Background Checks
K&A will conduct extensive reference and background checks for the final candidates after the
Board interview process and before any offers of employment. This review includes
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employment and professional references, a public records search, Internet, media and
newspaper searches, confirmation of educational degrees, driving record check, criminal record
search and military service check (if applicable), and a financial history check. We, as well as
our background contract firm meet, or exceed, all of California’s extensive reporting
requirements.
Of course, we are flexible to use the District’s background investigation firm, if the District
prefers. However, K&A will personally perform the professional reference interviews with the
candidates’ previous supervisors, Boards, city councils (if applicable), colleagues, as well as,
direct report (as appropriate).
12. Negotiate Terms and Conditions of Employment
If desired, our firm is available to assist in the negotiations of the final terms and conditions of
employment, such as compensation package, benefits, and other prerequisites.
13. Maintain All Required Legal Documentation
We are responsible for ensuring compliance with and establishing and maintaining all legally
mandated documentation throughout the process.
14. Complete all Correspondence
We believe that each candidate, regardless of their qualifications and success in the selection
process, deserves the courtesy and respect of being informed throughout the process.
Applicants receive ongoing communications via our office, which not only keeps all the
candidates abreast of the process and their continued candidacy, but also enhances the
District’s reputation and image of being considerate, thoughtful, and professional.
15. Maintain Regular and Ongoing Communications
Our #1 priority is meeting the District’s needs. Regular, on-going dialogue with the key
decision-makers is integral and critical to successfully managing a recruitment campaign. We
will provide progress reports to the Board or the identified Board representatives at critical
points in the recruitment process or as issues arise. Reports shall describe our progress in
meeting the goals of the scope of services and issues. We will be responsible for scheduling,
coordinating, and preparing all of the necessary materials for Board and other meetings
throughout the duration of the process.
16. Post-Employment Support
In addition to the steps of the processing leading to an offer of employment to the top candidate,
we are committed to ensuring that the new incumbent’s transition into the new position will be
smooth and successful.
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KEY PERSONNEL QUALIFICATIONS
Organization Chart
Project chart and professional qualifications of staff that will be included in this study are:
K&A’s team consists of eleven (11) members, as shown above in our organizational structure.
All members of our team have worked on multiple comprehensive recruitment and search
efforts and are well acquainted with the wide array of public sector organizational structures,
recruiting and operational needs, as well as the challenges and issues that arise when
conducting executive search efforts
No portion of this engagement will be assigned to subcontractors.
Georg S. Krammer, M.B.A., S.P.H.R.
Chief Executive Officer
Georg brings over sixteen (16) years of management-level human resources experience to Koff
& Associates with an emphasis in organizational development; classification and compensation
design; market salary studies; executive and staff recruitment; performance management; and
employee relations, in the public sector, large corporations and small, minority-owned
businesses.
After obtaining a Master of Arts in English and Russian and teaching credentials at the
University of Vienna, Austria, Georg came to the United States to further his education and
experience and attained his Master of Business Administration from the University of San
Francisco. After starting his HR career in Wells Fargo’s college recruiting department, he
moved on to HR management positions in the banking and high-tech consulting industries.
With his experience as a well-rounded senior HR generalist, his education in business and
teaching, and his vast experience with public sector HR programs and functions, Georg’s
contribution to K&A’s variety of projects greatly complements our consulting team. Georg joined
K&A in 2000 and has been the firm’s Chief Executive Officer since 2005.
Gail Koff,
Managing Director
Kathy Crotty,
Administrative
Assistant
Lori Worden,
Kendra Reich
Associates
Patty Howard,
Anne Hayes
Senior Associates
Alyssa Thompson,
Mike Harary
Project Managers
Georg Krammer, CEO
Katie Kaneko, President
(Principals of K&A)
Richard Dukellis
Senior Project
Manager
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Georg will be key personnel and assigned the Project Director for this project and coordinate all
of K&A’s efforts. He will attend all meetings with the District and be responsible for all work
products and deliverables.
Georg has over twelve (12) years of recruiting experience in the public sector, including
agencies such as South Coast Water District, Ojai Valley Sanitary District, Joshua Basin Water
District, United Water Conservation District, Bay Area Clean Water Agencies, Central Contra
Costa Sanitary District, Central Marin Sanitation Agency, Alameda Housing Authority, Alameda
County Transportation Commission, Mid-Peninsula Water District, Truckee Sanitary District,
Ross Valley Sanitary District, Tiburon Sanitary District, Dublin San Ramon Services District,
Shasta Regional Transportation Agency, Nipomo Community Services District, and the Cities of
San Jose, Hayward, Delano, Pinole, Richmond, Tracy, and the Town of Atherton, etc.
Catherine “Katie” Kaneko, C.P.A., P.H.R.
President
Katie brings over twenty (20) years of management level human resources experience to Koff &
Associates, Inc., both as a human resources director and as a management consultant in the hi-
tech industry as well as the public sector. She has extensive experience in compensation
including equity plans and performance incentive programs, survey design and reporting,
recruitment in both the public and private sector; staffing; classification and job analysis;
compensation and job evaluation techniques, employee relations, retention strategies,
infrastructure development; coaching; policy and procedure development; mergers and
acquisitions; change management and employee training.
With a Bachelor in Business Administration, Katie started her career as a Certified Public
Accountant (CPA) in an international accounting/consulting firm. She transitioned into Human
Resources within the firm to become the Human Resources Director of the San Francisco
office. She then moved into the hi-tech industry where she served in leadership positions for
high-growth, startup, and organizations in transition. Her primary focus in recent years has
been in classification, compensation, and recruitment services in the public sector.
Katie’s experience provides a broad knowledge of human resource management within diverse
organizations. Her background provides her a strong ability to understand the big picture,
identify problems and solutions, and effectively implement them. Her skill set complements our
current consultant base with additional levels of service areas. Katie joined K&A in 2000 and
has been the firm’s President since 2005.
Katie will provide consultant support throughout the recruitment, including her own executive
search expertise. Katie was the Project Director for the District’s Organizational Performance
Review and will apply her in-depth knowledge about the District to this recruitment effort.
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Richard Dukellis, IPMA-CP
Senior Project Manager
Richard heads up K&A’s San Diego office and has more than 30 years of human resources
experience in the public sector primarily working for five different agencies. Four of the
agencies have been full-service cities providing a wide range of services including Police and
Fire. Richard retired from the City of La Mesa in 2013 as the Director of Administrative Services
(Human Resources, Risk Management & Information Technologies) after six years providing all
aspects of HR and Risk support for the City. This included managing the City’s labor relations
processes, recruitment and selection procedures, employee benefit programs, classification and
compensation, employee development and training, liability and workers’ compensation.
Prior to working for the City of La Mesa, Richard was the Human Resources Manager for the
Cities of Coronado and Poway. He had previously been a Principal Human Resources Analyst
with the City of Escondido and held a variety of progressively responsible human resources
positions with the City of El Cajon. Richard possesses a Bachelor’s Degree in Public
Administration from San Diego State University.
Richard is the 2014 International Public Management Association for Human Resources (IPMA-
HR) International President and has been involved with IPMA-HR at various local, regional and
international levels for the past 25 years. He is the 2011 recipient of Western Region IPMA-
HR’s prestigious Muriel M. Morse Achievement Award and received the designation of IPMA-
HR Certified Professional (IPMA-CP) in 2008. In addition, Richard has been a member of the
Public Agency Risk Managers’ Association (PARMA), California Public Employers Labor
Relations Association (CalPELRA) and the National Public Employers Relations Association
(NPELRA).
Richard has thirty years of experience with executive searches and recruitments and will
provide consultant support throughout the recruitment, including the design of the job
advertising campaign, as well as, job candidate and prospect assessments at various stages of
the recruitment.
Anne Hayes
Senior Associate
Anne earned a Bachelor’s degree in Mathematics and Economics from the University of
California, Santa Barbara.
Before joining Koff & Associates, she worked in the private sector for more than 10 years, with 5
years in a management role. She transitioned to a non-profit organization, which specialized in
providing labor relations representation to public sector employers, where she gained extensive
experience in data gathering and analysis, specifically in the areas of classification,
compensation and benefit analysis for public sector agencies.
Since joining K&A, Anne has been an integral part of project teams working on classification
and/or compensation studies for the Mount San Antonio Community College District, Cutler
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Orosi Joint Unified School District, Housing Authority of the City of Alameda, Marin City Housing
Authority, Livermore Amador Valley Transit Authority, Orange City Transportation Authority,
Alameda City Waste Management Agency, South Tahoe Public Utility District, Purissima Hills
Water District, and the Cities of El Cerrito, Novato, and Lafayette.
Anne was instrumental during the District’s Organizational Performance Review and will provide
consultant support throughout the recruitment, including the design of the job advertising
campaign and advertising materials, as well as, job candidate and prospect assessments at
various stages of the recruitment.
Kathy Crotty
Administrative Assistant
Kathy is our resident data entry, office administrative, and technical “guru” and has been with
the firm for over five years. She will be heavily involved with the technical aspects of the project
and assist our professional staff at each phase of each project.
QUALIFICATIONS AND EXPERIENCE
Koff & Associates, Inc. is a woman-owned, State-registered small business and a f ull-spectrum
human resources consulting services firm and has been assisting public-sector agencies, non-
profit and for-profit organizations for almost thirty (30) years.
The firm’s areas of focus are executive search and staff recruitments; compensation and
classification studies; strategic management tools for organizational performance; individual
employee performance management and incentive compensation programs; policy/procedure
and employee handbooks development; HR audits; and serving as off-site Human Resources
Director for smaller public agencies that need the expertise of an Human Resources Director
but do not need a full-time, on-site professional.
We have extensive experience working in both union and non-union environments (including
serving as the management representative in meet & confer meetings), with Merit Boards,
Boards of Directors, County Boards, Civil Service Commissions, and City Councils.
We have specific experience in the wastewater, water, housing, and transportation industries
having worked with countless special districts and other public agencies within these industries
throughout the State of California, including most water and wastewater districts in the San
Francisco Bay Area, where Koff & Associates is located (Emeryville).
Without exception, all of our recruitments have successfully met all of our intended
commitments; communications were successful with client agencies and job candidates; and we
were able to assist each agency in successfully placing highly qualified candidates. All
recruitments were brought to completion within stipulated time limits and proposed fees.
The firm’s growing list of clients is indicative of its reputation throughout California as being a
quality organization that can be relied upon for providing comprehensive, sound, and cost-
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effective services and solutions. Koff & Associates, Inc. has a reputation for being "hands -on"
with an ability and expertise to implement its ideas and recommendations through completion.
Koff & Associates, Inc. relies on our stellar reputation and on the recommendations and
referrals of current clients to attract new clients. Our work speaks for itself and our primary goal
is to provide professional and technical recruiting assistance with integrity, honesty, and a
commitment to excellence.
More specifically to this project, our firm has over 28 years of executive search experience at
the CEO-level. In fact, our specialty is assisting small local government agencies and special
districts with their Executive Director, General Manager, and District Manager recruitments.
Some recent examples of recruitment efforts conducted by Koff & Associates are:
General Manager/Chief Engineer Economic Development Director
General Manager, Community Services District Technical Services Manager
General Manager, Wastewater and/or Water District Administrative Services Manager
District Manager Vice President, Human Resources
Executive Director District Engineer
District Superintendent Manager, Engineering Services
Director of Public Works Finance Services Manager
Director of Finance Business Services Manager
CLIENT REFERENCES
All recruitment efforts below were completed on time and within the proposed budget and were
completed by our own professional staff without subcontractors or joint ventures.
South Coast Water District
General Manager
Mr. Wayne Rayfield
Board of Directors
(949) 499-4555
31592 West Street
Laguna Beach, CA 92651
Email: wrayfield@mac.com
Bay Area Clean Water Agencies
Executive Director
Ms. Laura Pagano
Board of Directors
(415) 554-3109
525 Golden Gate Avenue, 11th Floor
San Francisco CA 94102
Email: LPagano@sfwater.org
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Central Contra Costa Sanitary District
General Manager
Plant Operations Division Manager
Finance Manager
Capital Projects Division Manager
Environmental Services Division Manager
Plant Maintenance Division Manager
Collection Systems Division Manager
Ms. Teji O’Malley
Human Resources Manager
(925) 228-9500
5019 Imhoff Place
Martinez, CA 94553
Email: tomalley@centralsan.org
Ojai Valley Sanitary District
General Manager
Ms. Brenda Krout
Administrative Officer
(805) 646-5548
1072 Tico Road
Ojai, CA 93023
brenda.krout@ojaisan.org
Dublin San Ramon Services District
General Manager
Customer Services Supervisor
Assistant/Associate Engineer
Information Technology Analyst I/II
Human Resources Analyst
Administrative Technician
Engineering Technician/GIS Specialist I
Information Systems Technician I/II
Maintenance Worker I/II
Wastewater Treatment Operator I/II/Senior
Financial Analyst
Administrative Assistant
Mr. Bert Michalczyk
General Manager
(925) 875-2200
7051 Dublin Blvd.
Dublin, CA 94568
E-mail: michalczyk@dsrsd.com
Alameda Transportation Commission
Clerk of the Commission
Contracts and Procurement Analyst
Accounting Manager
Senior Accountant
Senior Transportation Planner
Assistant Transportation Planner
Senior Transportation Engineer
Mr. Art Dao
Executive Director
(510) 208-7400
1333 Broadway, Suite 220
Oakland, CA 94612
E-mail: adao@alamedactc.org
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Central Marin Sanitation Agency
Finance Manager
Business Services Manager
Treatment Plant Manager
Engineering Manager
Laboratory Director
Environmental Services Supervisor
Environmental Services Analyst
Assistant/Associate Engineer
Project Engineer, July 2004
Asset-Contract Administrator
Environmental Services Analyst I/II
Finance Analyst
Accountant Technician
Administrative Assistant
Industrial Waste Inspector/Lab Technician
Mechanical Technician
Operator-in-Training
Utility Worker
Mr. Jason Dow
General Manager
Phone: (415) 459-1455 ext. 145
1301 Andersen Drive
San Rafael, CA 94901
E-mail: jdow@centralmarinsa.org
Castro Valley Sanitary District
District Manager
Mr. Roland Williams
General Manager
Phone: (510) 537-0757 ext. 104
E-mail: roland@cvsan.org
21040 Marshall Street
Castro Valley, CA 94546
Sausalito-Marin City Sanitary District
General Manager
Plant Superintendent
Associate Engineer
District Secretary
Mr. Robert Simmons
General Manager
Phone: (415) 332-0244
E-mail: bob@smcsd.net
Truckee Sanitary District
General Manager
Mr. Thomas Selfridge
General Manager
Phone: (530) 587-3804
E-mail: tselfridge@truckeesan.org
Veolia Water North America
Vice President of Operations
Business Development Manager
Wastewater Operations/Program Manager
Senior Project Manager
Ms. Marlene Mortimore
HR Business Partner
Phone: (925) 771-7206
E-mail:
Marlene.Mortimore@veoliawater.com
2300 Contra Costa Blvd., Suite 350
Pleasant Hill, CA 94523
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WORK SAMPLES
1. Please see two sample brochures enclosed with this proposal.
2. Sample list of recruitment resources used for similar recruitments in the past:
American Public Works Association
American Water Resources Association
American Water Works Association
Association of Metropolitan Sewerage Agencies
Association of California Water Agencies (plus direct mailer)
Brown and Caldwell Water jobs
California Association of Sanitation Agencies (direct mailer)
California Water Environment Association
Careers in Government
GovernmentJobs.com
League of California Cities (plus direct mailer)
Jobs Available Bulletin (typically 2 issues)
Water Environment Federation
www.craigslist.org
LinkedIn
Direct contact
SCHEDULE
Shown below is a schedule that is suggested for conducting the recruitment effort. Our
experience has been that executive search efforts of this scope take at least three (3) months to
complete, allowing enough time for all phases of the process. We have found that providing a
Final Filing Date for applications of less than one month from the initial advertisement does not
allow enough time for exposure to a significant enough candidate pool.
We understand that the District must be eager to bring a new General Manager on board and is
most likely interested in expediting this search effort. However, one challenge is the fact that
this search effort will extend into the holiday season, which is notoriously not a very active time
for employers or job seekers.
The following is a suggested (fairly aggressive) timeline assuming contract award by the end of
November 2013 (of course, we are flexible to work with the District to speed up the process as
much as possible):
Key Target Points: 2013/2014
Contract Start Date: by December 2
Initial Meeting(s): by December 6
K&A Develops Recruitment Brochure: by December 10
District Approves Brochure: by December 13
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Job Advertising and Candidate Sourcing: December 16 to January 17
(*We recommend 5 weeks for this process due to about one-and-a-half weeks of “down time” in
recruitment activity during the holidays. Ideally, we would not start advertising the position until
the New Year but we’re not sure if the District can wait until then.)
Application Deadline: January 17
K&A Reviews Application Packets: by January 24
K&A Conducts Screening Process: by February 5
District Approves Candidates: by February 7
District’s Interview Panel Convenes: by February 19
Second Interviews by District: by February 26
Reference/Background Checks: by March 4
Offer of Employment: by March 7
FEE STRUCTURE
Our professional lump-sum fee for the described executive search services for General Manager
is typically $20,000. However, since we are so familiar with the District due to the recently
completed Organizational Performance Review, and to thank the District for continued business (if
we are fortunate to be selected for this effort), we are happy to offer a 10% discount on our
professional fee, as follows:
General Manager: $18,000
Documented reimbursable expenses include newspaper, Internet and journal advertisements,
recruitment brochure set-up and printing, postage, telephone, security and credit check, clerical
support, and travel. These expenses are anticipated to be approximately $7,000 (due to the
required extensive advertising campaign for these types of positions). All reimbursable
expenses are passed through directly to the District without additional mark-up and of course,
only actual expenses incurred will be charged to the District for reimbursement.
Any costs associated with reimbursing candidates for attendance at the interviews will be borne
directly by the District (if the District desires to assist in candidate reimbursement). Of course,
K&A will provide support to the top candidates with travel arrangements, hotel accommodation,
and other logistics, as necessary.
TOTAL LUMP SUM COST FOR THE RECRUITMENT IS NOT TO EXCEED: $25,000
This amount is inclusive of all services and expenses related to this search effort. No other cost
is anticipated.
METHOD OF PAYMENT
We would expect the following method of payment of our professional fee:
Completion of all advertising efforts: 25% of professional fee plus reimbursable expenses
Completion of application review: 25% of professional fee plus reimbursable expenses
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Completion of entire interview process: 25% of professional fee plus reimbursable expenses
Once offer of employment is made: 25% of professional fee plus reimbursable expenses
K&A PROMISE
K&A is committed to finding only the most qualified candidates for this recruitment who not only
meet all the necessary requirements and qualifications but are also a cultural fit for the
organization, its Board, and its staff. We strive to work until the ideal candidate is placed as
head of the District.
We therefore promise to present a slate of candidates to the District that includes only those
individuals who have passed through all of our screening processes and have been identified as
potential ideal matches for the position requirements. Should the key decision makers
disapprove of all final candidates and/or should none of the final candidates pass the final
interview and reference check process, we will work to find a new slate of candidates.
In addition, we promise to find a replacement for the new General Manager should the
incumbent leave the position or be terminated from employment within twelve (12) months of
hire due to a decision by the Board.
In either case, as described above, we will identify a replacement and only charge through
related expenses as described above in the Method of Payment section.
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PROPOSAL SIGNATURE PAGE
This proposal is valid for 90 days.
Respectfully Submitted,
Proposer: KOFF & ASSOCIATES, INC.
State of California
Signed By:
November 15, 2013
Georg S. Krammer Date
Chief Executive Officer
5800 Stanford Ranch Road
Suite 410
Rocklin, California 95765
916.630.4900
www.ralphandersen.com
November 20, 2013
President Gary Melton
and Members of the Board of Directors
Yorba Linda Water District
1717 E. Miraloma Avenue
Placentia, California 92870
Via Email: bmelton@ylwd.com
RE: Executive Search Services – General Manager
Dear President Melton and Members of the Board of Directors:
Thank you for inviting Ralph Andersen & Associates to submit a proposal to recruit for the position
of General Manager for the Yorba Linda Water District. We would be delighted to work with the
District on this search assignment. We are familiar with the area for a variety of reasons – having
recently worked with the City of Yorba Linda (City Manager search) and also due to our extensive
work in Southern California. Additionally, we have done a significant amount of water related
searches in both Southern California and throughout the State of California. A full listing of our wa-
ter and utility related searches appears on Page 6 of this proposal.
The successful search process relies heavily on person-to-person contact to identify outstanding
potential candidates and, in the evaluation phase, to gain a complete understanding of the back-
ground, experience, and management style of the top candidates. The executive recruitment tech-
niques used by Ralph Andersen & Associates have been developed and used successfully with
hundreds of clients for more than 41 years. With the reputation of Ralph Andersen & Associates
you will have the opportunity to consider candidates located throughout the State of California as
well as from across the United States.
We are proud of how we market and represent our clients; all of the design, graphics, and printing
of our marketing material is done in-house so we can control the quality and production timing. We
have provided sample brochures for the City of Yorba Linda (City Manager), Eastern Municipal
Water District (Deputy General Manager – Current Search) and City of Riverside (Utilities General
Manager – Recently Completed) for your reference. To see additional samples of our recruitment
brochures please visit the Career Opportunities page of our website at www.ralphandersen.com.
Upon the District’s approval and authorization to proceed, we will begin coordinating a search effort
that emphasizes both quality and timeliness. Important to note, Ralph Andersen & Associates
will be attending the Association of California Water Agencies (ACWA) Conference in Los
Angeles the first week in December and we would be delighted to announce this upcoming
search available at our booth. A sample of this early alert card is also attached.
Thank you very much for your favorable consideration of this proposal. We look forward to further
refinement of this work plan to suit District’s specific needs. You may reach me at (916) 630-4900
or (916) 804-2885 (Cell) should you have any questions or need further clarification.
Sincerely,
Heather Renschler
President/CEO
5800 Stanford Ranch Road
Suite 410
Rocklin, California 95765
916.630.4900
www.ralphandersen.com
Firm Profile and Description
Attracting top talent has never been more complex and Ralph Andersen & Associates is highly
qualified to assist the Yorba Linda Water District with recruiting its new General Manager. We have
conducted more successful executive recruitments than any other firm in California since 1972.
From helping you to create a competency-based interviewing framework for your new General
Manager to assessing candidates and attracting top human capital. Our search professionals offer
an unparalleled depth of experience, national reach, and industry knowledge.
The District has requested our proposal to assist in the identification and recruitment of a highly
qualified group of candidates for the new General Manager. In particular, the District is seeking a
firm with the national reach and professional experience to clearly assess your organizational
needs and formulate a strategy to deliver results.
At Ralph Andersen & Associates, we believe that gaining a complete understanding of our client’s
specific objectives and priorities is essential prior to launching any search assignment. This pro-
cess includes the identification and incorporation of a variety of important details such as the can-
didate’s desired skills and experience as well as the critical “soft skills” related to temperament,
personality, management philosophy, and other factors that will ultimately determine the candi-
date’s “fit” with the organization.
We therefore begin each search by working closely with your leadership, stakeholders, staff, and
when appropriate, your community to ensure a complete picture of the desired candidate pool is
developed. Our team-oriented approach matched with this 360 degree perspective means we en-
sure that a complete understanding of the organization’s mission and culture translates into those
specific traits and characteristics necessary to ensure the selected candidate is successful in the
position.
We understand that the Board of Directors expects aggressive, personalized outreach to identify a
diverse and highly qualified applicant pool and a selection process that includes comprehensive
candidate reports based on thorough reference and background checks. We will begin with fully
detailed profiles of the desired candidate’s characteristics and build a recruitment strategy that is
tailored to meet the Yorba Linda Water District’s specific needs. The resulting outreach and adver-
tising campaign will incorporate the extensive use of personal outreach to recruit a diverse and
highly qualified group of candidates.
Ralph Andersen & Associates has been providing practical, responsive executive search and man-
agement consulting services to the local public sector and related industries since 1972. As such,
the executive recruitment techniques used by Ralph Andersen & Associates have been developed
and used successfully with hundreds of clients for more than 41 years. With each new assignment,
we earn our reputation as the nation’s premier local government consulting organization.
Page 2
Why Choose Ralph Andersen & Associates?
Ralph Andersen & Associates is a California Corporation providing executive search and manage-
ment consulting services since 1972. As such, the executive recruitment techniques used by Ralph
Andersen & Associates have been developed and used successfully with hundreds of clients for
more than 41 years. Our substantial background and understanding of California and your specific
needs makes us ideally suited to represent the interests of the District.
At Ralph Andersen & Associates, we believe that gaining a complete understanding of our client’s
specific objectives and priorities is essential prior to launching any search assignment. This pro-
cess includes the identification and incorporation of a variety of important details such as the can-
didate’s desired skills and experience as well as the critical “soft skills” related to temperament,
personality, management philosophy, and other factors that will ultimately determine the candi-
date’s “fit” with the organization.
We take a multi-disciplinary approach to executive search and the entire process. This is where
Ralph Andersen & Associates sets itself apart:
There’s always an entire team behind every assignment;
We take a multi-disciplinary approach to meeting our client’s needs; and
We keep commitments, performing at a level that exceeds our client’s expectations.
Ralph Andersen & Associates, a California Corporation, serves a nationwide clientele through its
Corporate Office in Sacramento (Rocklin), California.
Our national staff of professionals and support staff include acknowledged leaders in their respec-
tive fields. Supplementing their extensive consulting backgrounds, our senior staff all have person-
al, hands-on executive experience in the operation of public agencies and private businesses. The
firm currently has 13 employees.
Page 3
Range of Services Offered
Ralph Andersen & Associates specializes in the following primary service areas: executive search,
management consulting, human resources consulting, and public safety.
Executive Search – At Ralph Andersen & Associates, there’s always an entire team be-
hind every recruitment assignment that we undertake. Our multi-disciplinary approach
takes the best ideas in executive recruiting and creates innovative ways to get the right
candidates for clients. When you retain Ralph Andersen & Associates, you actually get an
entire team’s worth of support and expertise working together to achieve your organiza-
tion’s objectives. The firm has conducted executive searches for large and small organiza-
tions throughout the nation. In addition to conducting searches for city manager and other
chief executive officer positions, Ralph Andersen & Associates has successfully complet-
ed searches in every area of municipal service. Ralph Andersen & Associates believes
the most important element of a successful executive search is to listen carefully to what
our clients are looking for in terms of candidate experience and qualifications. Using these
client-focused guidelines, candidate identification is undertaken through marketing and
personal outreach.
Management Consulting – Ralph Andersen & Associates helps organizations improve
their performance potential with a range of management consulting services. The types of
services provided by the firm include management and performance audits, organizational
analyses, productivity improvement analyses, agency and service consolidation assess-
ments, specialized financial management including debt restructuring and organizational
problem solving. In addition to providing these services to entire organizations, the firm of-
ten conducts management consulting engagements that are focused in a specific service
area such as public safety, city management, finance, public works, community develop-
ment and other major service areas. Ralph Andersen & Associates treats every manage-
ment consulting engagement as unique. This approach means we will assemble a con-
sulting team comprised of consultants with the specific talents and experiences needed to
successfully achieve the client’s objectives. Our team of experienced consultants perform
complex analyses and recommend solutions that are practical and most importantly, are
capable of being implemented by our clients.
Human Resources Consulting – The firm provides a full range of contemporary human
resources consulting including classification studies, compensation studies, benefits anal-
ysis, pay plan development, executive pay, and pay for performance. Key staff have prov-
en success in working with labor groups and elected officials in identifying solutions and
solving challenging problems. Services also include expert witness services for mediation
and arbitration hearings. Our approach to consulting services is characterized by proven
methods, extensive data collection, accurate analysis, and effective communication and
messaging.
Public Safety – Working closely with our clients to implement innovative emergency
management solutions, Ralph Andersen & Associates helps organizations plan, protect
and serve people better than ever before. We bring together practical solutions, plans,
and processes that are operationally deployable to help our clients achieve their critical
objectives. The firm’s consultants have extensive, hands-on experience in planning and
disaster preparedness training for private and public institutions including healthcare, pub-
lic health, human services, and local, state and federal government agencies.
Page 4
Firm and Key Personnel Experience
The reputation of the search firm and personal commitment of the recruiters define the difference
between the success and failure of any given recruitment. Ralph Andersen & Associates’ search
professionals are acknowledged leaders in the field and possess a broad range of skills and expe-
rience in the areas of local government management, executive search, and related disciplines.
Only senior members of Ralph Andersen & Associates are assigned to lead search assignments,
ensuring that their broad experience and knowledge of the industry is brought to bear on our cli-
ents’ behalf. The Yorba Linda Water District will have Ms. Heather Renschler as the Project Direc-
tor. Ms. Renschler will be assisted, if needed, by Mr. Robert Burg, Executive Vice President of
Ralph Andersen & Associates.
Key Personnel Qualifications
Ms. Heather Renschler, Project Director
The Project Director for this search assignment with the Yorba Linda
Water District will be Ms. Heather Renschler. Ms. Renschler has
been with Ralph Andersen & Associates for more than 28 years and
is now the firm’s Chief Executive Officer. Ms. Renschler has over-
seen the recruitment practice of Ralph Andersen & Associates for
the last 16 years and as a result, is often involved with recruitments
on a national scale and those of a highly sensitive and critical nature.
Her involvement in recruitments is as the Project Director, many
times at the specific request of public sector clients. She is experi-
enced at working with board of directors, councils, staff members,
and selection committees in the recruitment and selection process.
Her network of contacts and potential candidates is extensive not
only within California but also on a national scale.
Prior to joining Ralph Andersen & Associates, Ms. Renschler had private sector experience work-
ing with firms in the areas of construction management, health care and public accounting. Ms.
Renschler attended the University of Toledo and majored in Accounting and Journalism. She
obtained her Bachelor’s degree in public administration from the University of San Francisco.
Mr. Robert Burg, Executive Vice President
Mr. Burg is the Executive Vice President of Ralph Andersen & Asso-
ciates and is based in Northern California. As a senior executive, his
area of concentration is on executive search and management con-
sulting. His client base, as a retained consultant and high-level advi-
sor, is focused on all facets of government, non-profit and private
enterprise. Mr. Burg has a total of 34 years of experience in the area
of government. Mr. Burg has successfully completed some of the
most challenging, complex recruitments in the United States. Mr.
Burg has extensive leadership and consulting experience in both the
public and private sectors. He has held senior administrative posi-
tions in organizations ranging in size for less than 100 employees to
over 1,000.
Page 5
Mr. Burg has a Bachelor of Arts degree in Economics and a Masters of Business Administration
with a specialty in Healthcare from the University of Miami, Coral Gables, Florida. He has taught
business management courses and lectured at several prestigious organizations.
Paraprofessional and Support Staff
Paraprofessional, graphics, and support staff will provide administrative support to the consultant
team on recruitment assignments. These may include Ms. Brianna Ham, Ms. Diana Haussmann,
Ms. Teresa Heple, Mr. Jeff McMurdo, Ms. Tiffany Taylor, and Ms. Caryn Wong.
Relative Experience
We have an extensive network of water related clients in support of our relationships in the water
utility industry, and have included the following listing of recent water related recruitments (2005 to
Present).
Antelope Valley East Kern Water Agency (AVEK)
Assistant General Manager (2012)
General Manager (2009)
Apple Valley Ranchos Water Company, CA
Assistant General Manager (2012)
Bay Area Water Supply & Conservation Agency
Chief Executive Officer / General Manager (2013)
City of Big Bear Lake, CA
General Manager, Department of Water & Power (2011)
Clark County, NV
General Manager, Water Reclamation District (2005)
Davis, CA
General Manager of Utilities, Development and Operations (2012)
Eastern Municipal Water District
Assistant General Manager of Finance and Administration (2012)
Deputy General Manager (Current Search) – Brochure Attached
Elsinore Valley Municipal Water District
General Manager (2013)
Inyo County, CA
Director, Water Department (2005)
Irvine Ranch Water District
Director of Water Operations (2009)
Executive Director of Finance & Administration (2012)
Executive Director of Operations (2013)
Page 6
Kansas City, MO
Wastewater Utility Officer (2013)
Lake Arrowhead Community Services District
General Manager (2006)
Los Angeles, Bureau of Sanitation, CA
Hyperion Treatment Plant Manager (2013)
Los Angeles Department of Water and Power, CA
Director of Customer Operations (2013)
Director of Energy Efficiency (2012)
Nipomo Community Services District
General Manager (2006)
Orange County Water District
General Manager (2007)
Rancho Murieta Community Services District
Director of Field Operations (2007)
Director of Administrative Services (2005)
Riverside, CA
Utilities General Manager (Recently Completed) – Brochure Attached
Rosamond Community Services District
General Manager (2008)
Sacramento Municipal Utility District (SMUD)
Manager – Commodity Procurement & Sales (2007)
Manager – Power Generation (2007)
Manager – Protection, Safety and Emergency Services (2005)
Manager – Regulatory Compliance and Coordination (2007)
San Bernardino Municipal Water Department
Director of Water Reclamation (2007)
Water Utilities Principal Engineer (2006)
San Francisco Public Utilities Commission
General Manager (2012)
Assistant General Manager, Infrastructure (2013)
Santa Rosa, CA
Director of Utilities (2012)
Seattle City Light, WA
Energy Delivery Engineering Director (2009)
Page 7
Solano Irrigation District
General Manager (2012)
Water & Power Operations Manager (2009)
Truckee Donner Public Utility District
General Manager (2007)
Turlock Irrigation District, CA
Power Plant Engineering Department Manager (Current Search)
Chief Dam Safety Engineer (2013)
General Manager (2010)
Valley Sanitary District, CA
District Engineer (Backgrounds) (2013)
Finance & Administration Manager (Backgrounds) (2013)
General Manager (2010)
Water Employee Services Authority (WESA) (provides professional water and
wastewater services to Elsinore Valley Municipal Water District)
Director of Engineering (2009)
Director of Operations (2012)
Western Municipal Water District
Assistant General Manager - Engineering & Operations (2005)
Success Rate
As a retained search firm, Ralph Andersen & Associates has a placement success rate in excess
of 97%.
References
At Ralph Andersen & Associates, we feel strongly that our past client relationships will attest to the
professionalism of our services. We would be pleased to references upon request.
For a quick contact and assessment of our professionalism, we would encourage you to contact
Mayor Tom Lindsey with the City of Yorba Linda.
Page 8
Approach to Scope of Services
Sample Work Plan
We know the key elements of a General Manager search process, which can be tailored to fit the
specific needs of the Yorba Linda Water District, should include:
Task 1 – Review Project Management Approach
Ms. Heather Renschler will be the Project Director on this search assignment. Ms. Renschler will
meet in person with the Board of Directors, appropriate District staff, and key stakeholders, as re-
quested by the Board, to discuss the project management for the search. The discussion will in-
clude a review of the work plan, confirmation of timing, and communication methods.
Task 2 – Develop Position Profile
The position profile for the General Manager is the guide for the entire search process. The devel-
opment of the profile includes the collection of technical information and recruitment criteria.
Technical Information
Ms. Renschler will meet with the appropriate individuals as may be necessary. The pur-
pose of these meetings is to gain an understanding of the experience and professional
background requirements desired in the General Manager. These discussions will also
help the search consultant gain an understanding of the work environment and the oppor-
tunities and challenges facing the District.
Recruitment Criteria
The recruitment criteria are those personal and professional characteristics and experi-
ences desired in the General Manager. The criteria should reflect the goals and priorities
of the Board of Directors.
Subsequent to the development and adoption of the candidate profile, the technical infor-
mation and recruitment criteria will be documented in an information brochure prepared by
the search consultant. The brochure will be reviewed by the Board of Directors in draft
format, revised as appropriate, and published for use throughout the search.
Task 3 – Outreach and Recruiting
This task is among the most important of the entire search. It is the focus of the activities of the
search consultant and includes specific outreach and recruiting activities briefly described below.
Outreach
An outreach process including personal contact with potential candidates will be
developed. An advertising campaign will also be developed and will include the place-
ment of ads in publications such as the Association of California Water Agencies (ACWA),
Jobs Available, and other professional publications. Specific Internet sites related to gov-
ernment will be used, including Careers In Government, as a method of extending the
specific outreach in a short period of time.
Page 9
Important to note, if Ralph Andersen & Associates receives a verbal authorization to pro-
ceed, an early alert announcement card will be available at the Association of California
Water Agencies Conference in Los Angeles during the first week in December.
Additionally, the advertisement and the full text of the position profile (the recruitment bro-
chure) will be placed on Ralph Andersen & Associates’ home page, which is accessed by
a large number of qualified candidates. This method of outreach to potential applicants
provides a confidential source that is monitored by many key level executives on an on-
going basis.
Candidate Identification
Ralph Andersen & Associates will use their extensive contacts to focus the recruiting
effort. In making these contacts, the search consultant will target those individuals who
meet the criteria established. Each of the candidates identified through the recruiting ef-
forts will be sent an information brochure. Candidates will also be contacted directly to
discuss the position and to solicit their interest in being considered.
Both the outreach and recruiting activities will result in applications and resumes from in-
terested candidates. As they are received, resumes will be acknowledged and candidates
will be advised of the general timing of the search process. The following tasks involve the
actual selection process, once all resumes have been received.
Task 4 – Candidate Evaluation
This task will be conducted following the application closing date. It includes the following specific
activities:
Screening
All of the applications will be carefully reviewed. Those that meet the recruitment criteria
and minimum qualifications will be identified and subject to a more detailed evaluation.
This evaluation will include consideration of such factors as professional experience, and
size and complexity of the candidate’s current organization as compared to the candidate
profile.
Preliminary Reference Review
Ms. Renschler will conduct preliminary reference reviews for those candidates identified
as the most qualified as a result of the screening process. At the discretion of the Project
Director, direct contact will be made with references to learn more about the candidates’
experience, past performance, and management style.
Preliminary Interviews via Skype
Ms. Renschler will conduct preliminary interviews with the top group of candidates identi-
fied through the screening and preliminary reference review processes. The interviews
are extensive and designed to gain additional information about the candidates’ experi-
ence, management style, and “fit” with the recruitment criteria. Interviews will be done us-
ing Skype or via telephone. No consultant travel for preliminary in-person interviews has
been included in this proposal.
The screening portion of the candidate evaluation process typically reduces a field of ap-
plicants to approximately five (5) to six (6) individuals. Those individuals will be reviewed
with the Board prior to proceeding with the individual interviews.
Page 10
Task 5 – Search Report
After completing Task 4, the search consultant will meet with the Board of Directors to review the
search report on the candidates. The report divides all of the candidates into three groups including
1) Highly Qualified; 2) Qualified; and 3) No Further Interest. The search report will include resumes
for candidates in both the highly qualified and qualified groups. The results of reference reviews
and interviews will be reviewed with the Board of Directors.
Task 6 – Selection
The final selection process and the timing of the final selection will vary depending upon the de-
sires of the Board. The typical services provided by Ralph Andersen & Associates in the selection
process are described briefly below. Ms. Renschler will coordinate the selection process for the
finalist group of candidates. This includes handling the logistical matters with candidates and with
the District.
Ms. Renschler will prepare an interview booklet that includes the resumes and candidate report
(with interview comments, reference checks, and other relevant information about the candidates).
In addition, the booklet will contain suggested questions and areas for discussion based upon the
recruitment criteria. Copies of the interview booklet will be provided in advance of the candidate
interviews.
Ms. Renschler will attend the interviews to assist the District through the selection process. This
assistance will include an initial orientation, candidate introductions, and facilitation of discussion of
candidates after all interviews have been completed.
Additionally, verifications will be made on the top two (2) candidates and will include education
verifications, Department of Motor Vehicle check, wants and warrants, civil and criminal litigation
search, and credit check. The results of these verifications will be discussed with the District at the
appropriate time.
Ms. Renschler is available to provide assistance to the Board of Directors in the final selection as
may be desired. This assistance may include providing or obtaining any additional information de-
sired to assist in making the final selection decision.
Task 7 – Negotiation
Ms. Renschler is available to assist the District in negotiating a compensation package with the
selected candidate. This may include recommendations on setting compensation levels.
Task 8 – Close Out
After the District has reached agreement with the individual selected for the position, the search
consultant will close out the search. These activities will include advising all of the finalist candi-
dates of the status of the search by telephone.
Page 11
Schedule
Ralph Andersen & Associates will complete the search within 75 to 90 days from the execution of
the agreement to the presentation of candidates. Negotiation with the top candidate will take an
additional week or two after finalist interviews. We are prepared to begin this search upon verbal
notification to proceed.
A brief overview of the recruitment schedule is presented on below (schedule does not include
transition time by Selected Candidate to join the District).
Month 1 Month 2 Month 3
Week Week Week
1 2 3 4 1 2 3 4 1 2 3 4
Search firm selected
Consultant evaluates organization; position
criteria established
Candidates identified and screened
Consultant interviews and conducts
preliminary reference checks
Consultant recommends candidates; client
selects finalists for interview
Client-candidate interviews
Preferred candidate
selected; negotiations
Selection Made
Page 12
Project Cost
The recruitment effort for a new General Manager for the Yorba Linda Water District will be a
search process focused in California. The review of resumes and qualifications will be conducted
on all candidates that submit giving the District the ability to select from a broad field of qualified
candidates. The professional services fee to perform this search will be a fixed fee of $26,750 for
recruitment services and all related expenses.
Expenses included in this fixed fee include such items as advertisements, consultant travel (up to 2
trips to the District), clerical, research, graphic design, printing and binding, postage and delivery,
Lexis/ Nexis searches on the top two (2) candidates, and long-distance telephone charges.
It is understood that the District utilizes a separate background investigation firm. Ralph Andersen
& Associates conducts backgrounds for all recruitments, as outlined in the Work Plan, as part of
our vetting process. Therefore, we are not submitting a separate cost for this portion of the Work
Plan. The District may wish to utilize the background investigation firm for additional background
services beyond those provided by Ralph Andersen & Associates.
Brochure – A full color brochure similar to the submitted samples will be developed for the District.
All pictures will be the responsibility of the District.
Ralph Andersen & Associates will bill the District monthly. Progress payments for professional ser-
vices and expense reimbursement will be due upon receipt. The Yorba Linda Water District will be
responsible for all costs associated with candidate travel to and from the finalist on-site interviews;
and for consultant travel for in-person screening interviews (if desired) for selected finalist candi-
dates.
Ralph Andersen & Associates’ Guarantee
Ralph Andersen & Associates offers the industry-standard guarantee on our search services. If
within a one-year period after appointment the General Manager of the Yorba Linda Water District
resigns or is dismissed for cause, we will conduct another search free of all charges for profession-
al services. The District would be expected to pay for the reimbursement of all incurred costs.
Yorba Linda Water District
General Manager
www.ralphandersen.com
will be accepting applications for the position of
The Yorba Linda Water District is responsible for water supply and quality for residents of the entire city
of Yorba Linda , approximately one third of Placentia, small portions of Brea and Anaheim, and the two
unincorporated county territories that are in and adjacent to Yorba Linda. The District is seeking qualified
candidates for the position of General Manager. A detailed recruitment brochure will be available soon. If you
wish to receive a copy, please contact Ralph Andersen & Associates at info@ralphandersen.com and a copy will
be sent to you when it is available. Confidential inquiries welcomed to Heather Renschler at 916.630.4900 or
916.804.2885 (cell), or stop by Ralph Andersen & Associates’ booth at the ACWA Conference.
Deputy General Manager
Eastern Municipal
Water District
Announces an Outstanding Career Opportunity for the Position of
Apply by Monday, January 6, 2014
Recruitment Services Provided by Ralph Andersen & Associates
Qualifying Education and Experience
A Bachelor’s degree is required; an advanced degree is desir-
able. Requires at least ten (10) years of progressively responsible
administrative and executive management experience in the
operations and management of a large, complex public agency,
preferably a public utility (water, wastewater, or electric utility).
California or western region experience is preferred. Candidates
with prior California experience are also encouraged to apply.
Candidates should be aware that District leadership, working in
concert with Ralph Andersen & Associates, reserves the right
to determine the best combination of education and experi-
ence required for this position. The District desires to attract a
broad spectrum of highly qualified and interested professionals
to apply for this position.
Compensation and Benefits
The currently established annual salary range for the Deputy
General Manager is $206,354 - $237,308 with an annual COLA
given in July. Compensation is subject to negotiation commen-
surate with experience.
The District offers a comprehensive executive benefit package
including:
• Retirement
• Classic Members: CalPERS; 2% at 55 benefit formula.
The District pays 3% of the employee contribution and
employees pay the additional 4%.
• New Members: CalPERS; 2% at 62 benefit formula. The
employee contribution is 6.25%.
• The District does not participate in Social Security.
• $650 monthly car allowance
• Fully paid Dental Plan
• Fully paid employee Vision Plan
• District contribution to Medical Plan (currently up to $1,567.25)
• Retiree Medical provided through CalPERS based on a vested
schedule with the District providing the PEMHCA minimum
• Fully paid life insurance equal to annual salary up to a maxi-
mum of $250,000. Employees may purchase up to an ad-
ditional $500,000 in life insurance with the District paying
50% of the premium.
• Vacation / Sick Time / Holidays
Additionally, the District may consider relocation/moving as-
sistance for an out-of-area candidate. Further details on the
compensation and benefits package may be obtained through
Ralph Andersen & Associates.
To Be Considered
Interested candidates can apply by sending their resume, cover
letter, salary history, and six (6) professional references to Ralph
Andersen & Associates via email to apply@ralphandersen.com.
Electronic submittals are preferred. Resumes may also be
submitted via mail or fax as follows:
Ralph Andersen & Associates
5800 Stanford Ranch Road, Suite 410
Rocklin, California 95765
Fax: (916) 630-4911
Preferred Method of Submittal
Email: apply@ralphandersen.com
Candidates are requested to submit materials prior to Monday,
January 6, 2014. Candidates may be asked to complete a series
of written responses for further evaluation and possible pre-
sentation, and submit a summary of career accomplishments
as part of the final steps of the selection process. Ideally, the
selected candidate will join Eastern Municipal Water District in
February 2014 or at a mutually agreed upon date.
Interested individuals should know that Ralph Andersen &
Associates will work closely with the District throughout this
process to ensure confidentiality to the fullest extent possible.
References will not be contacted until mutual interest has been
established.
If you have questions or would like to discuss the opportunity
further, please call Ms. Heather Renschler at (916) 630-4900.
Confidential inquiries welcomed.
Overview of the District
Located in western Riverside County, the Eastern Municipal
Water District (the District or EMWD) provides safe and reliable
water and wastewater management services to a population of
nearly 700,000 people in a service area that covers 542 square
miles. The District’s main office is located in Perris, California
with key operational facilities located along the 215 highway
corridor from Moreno Valley to Temecula. Operations extend
eastward to Hemet and San Jacinto. The District’s services
include:
• Water Supply: The District’s water supply portfolio consists
of the following: 29% State Water Project, 26% Colorado River
Aqueduct, 24% recycled, 13% wells, 5% desalter, 2% other,
and 1% raw. In 2013, the Eastern Municipal Water District sold
82,600 acre-feet of fresh water.
• Water Storage: The District maintains 82 tanks that hold
more than 194 million gallons of water. These tanks serve 60
different pressure zones.
• Sewer: Field crews maintain 1,869 miles of existing pipelines
and 46 active lift stations. Four treatment plants typically
reclaim 46 million gallons per day from an estimated 224,000
connections, including those served by local utility agencies
and municipalities.
• Water Recycling: With four regional water reclamation facili-
ties, the District delivers only the highest level of tertiary qual-
ity recycled water to its customers and is one of the largest
recycled water providers in California. During 2013, the District
sold 34,900 acre-feet of recycled water.
The District provides water service to retail customers located
within the cities of Moreno Valley, Murrieta, and Temecula
and the unincorporated communities of Good Hope, Home-
land, Lakeview, Nuevo, Mead Valley, Murrieta Hot Springs,
Quail Valley, Romoland,
Sun City, Valle Vista, and
Winchester (collective-
ly, the “Municipalities”).
The District also supplies
water on a wholesale
basis to the cities of
Hemet, San Jacinto, and
Perris as well as Lake
Hemet Municipal Water
District, Nuevo Water
Company, Elsinore Valley
Municipal Water District,
Western Municipal Water
District, and Rancho Cali-
fornia Water District (collectively, the “Wholesale Customers”).
These customers include 70 agricultural sites, 6 golf courses, 106
landscape irrigation sites, 5 private duck clubs, 1 demonstration
wetland project, and 1 wild life area. Its primary water supplier
is the Metropolitan Water District of Southern California.
EMWD History and Governing Structure
The District was organized as a Municipal Water District in 1950
for the primary purpose of importing Colorado River water to
its service area, thereby augmenting local water supplies. As a
Municipal Water District operating under State law, the publicly
elected Board of Directors is legally responsible for its orga-
nization and performance. The five members of the Board are
elected on a non-partisan basis for four-year staggered terms
from comparably sized geographic divisions. The Board hires
the General Manager to carry out its executive functions and
oversee operations. Residents and voters within the service
area are the primary stakeholders, and the Board of Directors
serves as the direct representative voice of this group.
The District began providing wastewater treatment services to
customers within its service area in 1962 and, as a result, has be-
come actively involved in the production of recycled water. The
District’s service
area originally
consisted of 86
square miles.
The District’s
service area
has increased
to 542 square
miles due to an-
nexations and
detachments of
service areas.
The District’s as-
sessed valuation
has grown from
$72 million when
formed to over
$53.5 billion this
past fiscal year. This significant growth in assessed valuation
is considered to be a primary indicator of the value of District
water and wastewater treatment for homeowners and busi-
nesses in the region.
All employee groups are organized under the board-appointed
General Manager within three large functional groups called
branches. These branches are led by members of the executive
management team. This existing organization structure is cur-
rently under review; key executive staff may be provided with
opportunities to lead other aspects of the organization in order
to provide high level experience to contribute to long-term
organizational development and succession planning.
These individuals oversee all aspects of the organization that
includes an operating budget of $259 million, a five year capital
improvement budget of $390 million, and total assets of $2.6
billion. The District has a highly trained workforce of about 630
employees, of which approximately two-thirds are represented
by IBEW Local 1436. Supervisors and managers represent them-
selves directly with the District’s executive management team.
Employee relations are supported by a District commitment to
a set of values and beliefs, employee safety, fair treatment, and
equitable pay and benefits.
The Position
Reporting directly to the General Manager, the Deputy General
Manager will assist and support the General Manager in the
day-to-day administration of the District and in the planning
and execution of programs and projects for accomplishing the
District’s short- and long-term goals and objectives. This posi-
tion operates with substantial latitude and discretion to achieve
effective and efficient utilization of resources in serving the
District’s constituencies and rate payers.
This position is an integral part of the District’s executive
management team and provides assistance on highly complex
matters as well as leading assigned branches and departments
of this highly regarded organization.
The Ideal Candidate
The ideal candidate for the position of Deputy General Manager
will have a broad based knowledge of public organizations with
outstanding leadership skills. The Deputy General Manager must
have an entrepreneurial spirit, be forward-thinking, and have
a vision for the development of strategies that will continue
to improve the effectiveness and efficiencies of the District.
Candidates should also have impeccable personal integrity and
unquestioned commitment to assist in leading and managing
a first-class organization.
In addition to an approachable personal style, the successful
candidate will be an exceptional listener, communicator, and
an accomplished presenter in a public forum. Both diplomatic
and decisive, this top candidate will have the ability to voice
opinions candidly on all issues.
With a record of demonstrated leadership in guiding an organi-
zation that embraces best practices while providing a construc-
tive culture to effectively and efficiently deliver its mission, the
successful candidate will be a confident, “hands on,” creative,
and innovative leader who is comfortable operating in a robust
and dynamic environment. As a seasoned executive, the suc-
cessful candidate will have a proven track record of achieving
goals and the ability to drive change.
The Deputy General Manager will participate in the execution
of the District’s Strategic Plan and work with executive staff to
develop, implement, and monitor short- and long-term plans,
goals, and objectives as well as programs, projects, systems,
financial strategies, and procedures focused on achieving the
District’s mission, Strategic Plan, and Board priorities within
assigned areas of accountability.
The ideal candidate will ensure District objectives and priorities
are focused on meeting needs effectively, efficiently, and with
high quality service. The Deputy General Manager will work
with executive and management team members to ensure a
high performance, customer service-oriented work environment
consistent with sound management principles and the District’s
mission and values. Additionally, involvement with regional and
industry best practices and professional organizations will be
expected.
The successful candidate will coach and inspire staff to achieve
established performance requirements and personal develop-
ment targets as well as the goals and objectives of the orga-
nization.
This top candidate will also participate and provide leader-
ship and direction in the analysis of proposed legislation and
regulation as well as participate in industry and intergovern-
mental activities to influence legislative and regulatory change
consistent with the District’s interests and needs. This position
will represent the District, as requested or assigned, in dealings
with constituent agencies located within the District’s service
area, the Metropolitan Water District, and with other industry
and governmental agencies, professional organizations, and
elected officials.
In summary, the Deputy General Manager will have a desire to
be part of a high-performance team that places a high value
on honesty, integrity, and collaboration with a passion for
incorporating best practices into daily operations of a large
and complex public organization. Perhaps most importantly,
the Deputy General Manager must be perceived as a credible
leader willing to deal with a vast array of issues in a fast paced
and multi-faceted organization.
Challenges and Opportunities
As a member of the District’s executive team, the Deputy Gen-
eral Manager will assist the General Manager in various aspects
of the following key challenges and opportunities facing the
District, including:
• Provide vision that will help to guide the District in current
and future endeavors to ensure that local water resources are
available, safe, and affordable;
• Ensure operations and services comply with policies and
strategic direction;
• Achieve effective and efficient utilization of resources in
serving the District’s constituencies and rate payers;
• Formulate policy alternatives;
• Assist in the execution of the District’s Strategic Plan; and
• Contribute to long-term organizational development and
succession planning organization wide.
Although the District has extensive water
rights and, as a public agency, significant
structural and financial advantages to
remain the leading water provider in
this area, all of this is predicated on
the ability to maintain the public’s trust
and confidence in the responsible and
cost effective management of water,
wastewater, and recycled services. The
ongoing investment in and management
of state-of-the-art technologies available
to the water industry, coupled with careful
management and tracking of financial
resources and obligations, enable the
workforce to effectively adapt to periods
of rapid change.
www.emwd.org
Located within a short drive
to Southern California’s many
cultural events, tourist attractions,
and beaches, Riverside County
is an excellent alternative to
the more costly and congested
neighboring counties. In addition
to having a reasonable cost of
living, the County’s housing market
continues to be among the most
affordable in Southern California.
Higher education facilities abound
throughout the area.
Overview of the District
Located in western Riverside County, the Eastern Municipal
Water District (the District or EMWD) provides safe and reliable
water and wastewater management services to a population of
nearly 700,000 people in a service area that covers 542 square
miles. The District’s main office is located in Perris, California
with key operational facilities located along the 215 highway
corridor from Moreno Valley to Temecula. Operations extend
eastward to Hemet and San Jacinto. The District’s services
include:
• Water Supply: The District’s water supply portfolio consists
of the following: 29% State Water Project, 26% Colorado River
Aqueduct, 24% recycled, 13% wells, 5% desalter, 2% other,
and 1% raw. In 2013, the Eastern Municipal Water District sold
82,600 acre-feet of fresh water.
• Water Storage: The District maintains 82 tanks that hold
more than 194 million gallons of water. These tanks serve 60
different pressure zones.
• Sewer: Field crews maintain 1,869 miles of existing pipelines
and 46 active lift stations. Four treatment plants typically
reclaim 46 million gallons per day from an estimated 224,000
connections, including those served by local utility agencies
and municipalities.
• Water Recycling: With four regional water reclamation facili-
ties, the District delivers only the highest level of tertiary qual-
ity recycled water to its customers and is one of the largest
recycled water providers in California. During 2013, the District
sold 34,900 acre-feet of recycled water.
The District provides water service to retail customers located
within the cities of Moreno Valley, Murrieta, and Temecula
and the unincorporated communities of Good Hope, Home-
land, Lakeview, Nuevo, Mead Valley, Murrieta Hot Springs,
Quail Valley, Romoland,
Sun City, Valle Vista, and
Winchester (collective-
ly, the “Municipalities”).
The District also supplies
water on a wholesale
basis to the cities of
Hemet, San Jacinto, and
Perris as well as Lake
Hemet Municipal Water
District, Nuevo Water
Company, Elsinore Valley
Municipal Water District,
Western Municipal Water
District, and Rancho Cali-
fornia Water District (collectively, the “Wholesale Customers”).
These customers include 70 agricultural sites, 6 golf courses, 106
landscape irrigation sites, 5 private duck clubs, 1 demonstration
wetland project, and 1 wild life area. Its primary water supplier
is the Metropolitan Water District of Southern California.
EMWD History and Governing Structure
The District was organized as a Municipal Water District in 1950
for the primary purpose of importing Colorado River water to
its service area, thereby augmenting local water supplies. As a
Municipal Water District operating under State law, the publicly
elected Board of Directors is legally responsible for its orga-
nization and performance. The five members of the Board are
elected on a non-partisan basis for four-year staggered terms
from comparably sized geographic divisions. The Board hires
the General Manager to carry out its executive functions and
oversee operations. Residents and voters within the service
area are the primary stakeholders, and the Board of Directors
serves as the direct representative voice of this group.
The District began providing wastewater treatment services to
customers within its service area in 1962 and, as a result, has be-
come actively involved in the production of recycled water. The
District’s service
area originally
consisted of 86
square miles.
The District’s
service area
has increased
to 542 square
miles due to an-
nexations and
detachments of
service areas.
The District’s as-
sessed valuation
has grown from
$72 million when
formed to over
$53.5 billion this
past fiscal year. This significant growth in assessed valuation
is considered to be a primary indicator of the value of District
water and wastewater treatment for homeowners and busi-
nesses in the region.
All employee groups are organized under the board-appointed
General Manager within three large functional groups called
branches. These branches are led by members of the executive
management team. This existing organization structure is cur-
rently under review; key executive staff may be provided with
opportunities to lead other aspects of the organization in order
to provide high level experience to contribute to long-term
organizational development and succession planning.
These individuals oversee all aspects of the organization that
includes an operating budget of $259 million, a five year capital
improvement budget of $390 million, and total assets of $2.6
billion. The District has a highly trained workforce of about 630
employees, of which approximately two-thirds are represented
by IBEW Local 1436. Supervisors and managers represent them-
selves directly with the District’s executive management team.
Employee relations are supported by a District commitment to
a set of values and beliefs, employee safety, fair treatment, and
equitable pay and benefits.
The Position
Reporting directly to the General Manager, the Deputy General
Manager will assist and support the General Manager in the
day-to-day administration of the District and in the planning
and execution of programs and projects for accomplishing the
District’s short- and long-term goals and objectives. This posi-
tion operates with substantial latitude and discretion to achieve
effective and efficient utilization of resources in serving the
District’s constituencies and rate payers.
This position is an integral part of the District’s executive
management team and provides assistance on highly complex
matters as well as leading assigned branches and departments
of this highly regarded organization.
The Ideal Candidate
The ideal candidate for the position of Deputy General Manager
will have a broad based knowledge of public organizations with
outstanding leadership skills. The Deputy General Manager must
have an entrepreneurial spirit, be forward-thinking, and have
a vision for the development of strategies that will continue
to improve the effectiveness and efficiencies of the District.
Candidates should also have impeccable personal integrity and
unquestioned commitment to assist in leading and managing
a first-class organization.
In addition to an approachable personal style, the successful
candidate will be an exceptional listener, communicator, and
an accomplished presenter in a public forum. Both diplomatic
and decisive, this top candidate will have the ability to voice
opinions candidly on all issues.
With a record of demonstrated leadership in guiding an organi-
zation that embraces best practices while providing a construc-
tive culture to effectively and efficiently deliver its mission, the
successful candidate will be a confident, “hands on,” creative,
and innovative leader who is comfortable operating in a robust
and dynamic environment. As a seasoned executive, the suc-
cessful candidate will have a proven track record of achieving
goals and the ability to drive change.
The Deputy General Manager will participate in the execution
of the District’s Strategic Plan and work with executive staff to
develop, implement, and monitor short- and long-term plans,
goals, and objectives as well as programs, projects, systems,
financial strategies, and procedures focused on achieving the
District’s mission, Strategic Plan, and Board priorities within
assigned areas of accountability.
The ideal candidate will ensure District objectives and priorities
are focused on meeting needs effectively, efficiently, and with
high quality service. The Deputy General Manager will work
with executive and management team members to ensure a
high performance, customer service-oriented work environment
consistent with sound management principles and the District’s
mission and values. Additionally, involvement with regional and
industry best practices and professional organizations will be
expected.
The successful candidate will coach and inspire staff to achieve
established performance requirements and personal develop-
ment targets as well as the goals and objectives of the orga-
nization.
This top candidate will also participate and provide leader-
ship and direction in the analysis of proposed legislation and
regulation as well as participate in industry and intergovern-
mental activities to influence legislative and regulatory change
consistent with the District’s interests and needs. This position
will represent the District, as requested or assigned, in dealings
with constituent agencies located within the District’s service
area, the Metropolitan Water District, and with other industry
and governmental agencies, professional organizations, and
elected officials.
In summary, the Deputy General Manager will have a desire to
be part of a high-performance team that places a high value
on honesty, integrity, and collaboration with a passion for
incorporating best practices into daily operations of a large
and complex public organization. Perhaps most importantly,
the Deputy General Manager must be perceived as a credible
leader willing to deal with a vast array of issues in a fast paced
and multi-faceted organization.
Challenges and Opportunities
As a member of the District’s executive team, the Deputy Gen-
eral Manager will assist the General Manager in various aspects
of the following key challenges and opportunities facing the
District, including:
• Provide vision that will help to guide the District in current
and future endeavors to ensure that local water resources are
available, safe, and affordable;
• Ensure operations and services comply with policies and
strategic direction;
• Achieve effective and efficient utilization of resources in
serving the District’s constituencies and rate payers;
• Formulate policy alternatives;
• Assist in the execution of the District’s Strategic Plan; and
• Contribute to long-term organizational development and
succession planning organization wide.
Although the District has extensive water
rights and, as a public agency, significant
structural and financial advantages to
remain the leading water provider in
this area, all of this is predicated on
the ability to maintain the public’s trust
and confidence in the responsible and
cost effective management of water,
wastewater, and recycled services. The
ongoing investment in and management
of state-of-the-art technologies available
to the water industry, coupled with careful
management and tracking of financial
resources and obligations, enable the
workforce to effectively adapt to periods
of rapid change.
www.emwd.org
Located within a short drive
to Southern California’s many
cultural events, tourist attractions,
and beaches, Riverside County
is an excellent alternative to
the more costly and congested
neighboring counties. In addition
to having a reasonable cost of
living, the County’s housing market
continues to be among the most
affordable in Southern California.
Higher education facilities abound
throughout the area.
Deputy General Manager
Eastern Municipal
Water District
Announces an Outstanding Career Opportunity for the Position of
Apply by Monday, January 6, 2014
Recruitment Services Provided by Ralph Andersen & Associates
Qualifying Education and Experience
A Bachelor’s degree is required; an advanced degree is desir-
able. Requires at least ten (10) years of progressively responsible
administrative and executive management experience in the
operations and management of a large, complex public agency,
preferably a public utility (water, wastewater, or electric utility).
California or western region experience is preferred. Candidates
with prior California experience are also encouraged to apply.
Candidates should be aware that District leadership, working in
concert with Ralph Andersen & Associates, reserves the right
to determine the best combination of education and experi-
ence required for this position. The District desires to attract a
broad spectrum of highly qualified and interested professionals
to apply for this position.
Compensation and Benefits
The currently established annual salary range for the Deputy
General Manager is $206,354 - $237,308 with an annual COLA
given in July. Compensation is subject to negotiation commen-
surate with experience.
The District offers a comprehensive executive benefit package
including:
• Retirement
• Classic Members: CalPERS; 2% at 55 benefit formula.
The District pays 3% of the employee contribution and
employees pay the additional 4%.
• New Members: CalPERS; 2% at 62 benefit formula. The
employee contribution is 6.25%.
• The District does not participate in Social Security.
• $650 monthly car allowance
• Fully paid Dental Plan
• Fully paid employee Vision Plan
• District contribution to Medical Plan (currently up to $1,567.25)
• Retiree Medical provided through CalPERS based on a vested
schedule with the District providing the PEMHCA minimum
• Fully paid life insurance equal to annual salary up to a maxi-
mum of $250,000. Employees may purchase up to an ad-
ditional $500,000 in life insurance with the District paying
50% of the premium.
• Vacation / Sick Time / Holidays
Additionally, the District may consider relocation/moving as-
sistance for an out-of-area candidate. Further details on the
compensation and benefits package may be obtained through
Ralph Andersen & Associates.
To Be Considered
Interested candidates can apply by sending their resume, cover
letter, salary history, and six (6) professional references to Ralph
Andersen & Associates via email to apply@ralphandersen.com.
Electronic submittals are preferred. Resumes may also be
submitted via mail or fax as follows:
Ralph Andersen & Associates
5800 Stanford Ranch Road, Suite 410
Rocklin, California 95765
Fax: (916) 630-4911
Preferred Method of Submittal
Email: apply@ralphandersen.com
Candidates are requested to submit materials prior to Monday,
January 6, 2014. Candidates may be asked to complete a series
of written responses for further evaluation and possible pre-
sentation, and submit a summary of career accomplishments
as part of the final steps of the selection process. Ideally, the
selected candidate will join Eastern Municipal Water District in
February 2014 or at a mutually agreed upon date.
Interested individuals should know that Ralph Andersen &
Associates will work closely with the District throughout this
process to ensure confidentiality to the fullest extent possible.
References will not be contacted until mutual interest has been
established.
If you have questions or would like to discuss the opportunity
further, please call Ms. Heather Renschler at (916) 630-4900.
Confidential inquiries welcomed.
An Outstanding Career Opportunity
City of Arts & Innovation
recruitment services provided by Ralph Andersen & Associates
Utilities General Manager
City of Riverside
Personal characteristics and attributes that have been valued under current
leadership and will be expected in the new GM include:
• Ability to provide leadership and inspire staff, motivate and empower
staff to achieve established goals;
• Creative entrepreneurship and effective financial management skills;
• Demonstrated leadership complemented by a high level of initiative,
interpersonal and cultural sensitivity, creative and flexible problem
solving skills, and excellent internal and external communication skills;
• Integrity and intellectual honesty; belief in the value and necessity of
equity and diversity;
• Outstanding interpersonal skills with an ability to engage in dialogue at
all levels of the organization with ease and compassion;
• Knowledge of regulations and experience working collaboratively with
governmental agencies;
• A proven track record of achieving goals on time and on budget;
• Being comfortable working in an active labor/union environment with
successful experience in supervising large groups including training,
mentoring, delegating and ensuring accountability;
• Able to present technical information and concepts clearly, convincingly,
and effectively both orally and in writing; and
• Effectively lead the organization always striving for “best in class” and
excellence in performance.
In summary, top candidates will excel in providing leadership and guidance
to this dynamic, complex and well-run organization. The General Manager
must be supportive of the mission/philosophy and promote Riverside’s
vision and standards to deliver the best customer service experience of
any utility in the nation.
Minimum Qualifications
Any combination of experience and education that likely provides the
required knowledge and abilities is qualifying. A typical way to obtain the
knowledge and abilities would be:
Education – Requires a Bachelor’s degree with major course work in
engineering, business administration, public administration, economics or
a related field. A master’s in business or public administration is preferred.
Experience – This position requires at least five (5) years of substantial
management and leadership experience in a public or private utility including
planning, organizing, directing, and controlling operations.
Candidates will be responsible to appropriately portray career history
and accomplishments and overall match with this executive level position
through submitted material for consideration by the Search Committee. The
Search Committee reserves the right to select any combination of experi-
ence, education and career history that will uphold the ideals and values
of this organization and continue to provide the highest level of service to
the City of Riverside.
Final Selection and Appointment: The City Manager will select the most
highly qualified candidates for presentation to and concurrence of the Board
of Public Utilities based on a combination of education, career experience,
and accomplishments that best fit the needs of the City of Riverside.
To Be Considered
This is a confidential process and will be handled accordingly throughout the
various stages of the process. References will not be contacted until mutual
interest has been established. The first review of resumes will take place on
September 27, 2013. This position is open until filled; however, candidates
are encouraged to apply early in the process for optimal consideration. Re-
sumes will be reviewed and evaluated throughout the recruitment process.
To be considered, candidates must submit a compelling cover letter; com-
prehensive resume; salary history; and six (6) professional references.
An electronic version of all submittals is strongly encouraged. Interested
candidates may apply via email to apply@ralphandersen.com.
Ralph Andersen & Associates will conduct the initial evaluation of submitted
materials to determine the best overall match with the established criteria
as outlined in this recruitment profile. The evaluation and selection process
may consist of a supplemental questionnaire and/or written exercise(s)
to further evaluate relative experience and overall suitability for this posi-
tion. Ideally, the Utilities General Manager will join the City of Riverside in
December 2013, or sooner.
Finalist candidates will be required to sign a release form to authorize
preliminary reference calls and verifications to be conducted. Employment
history, degrees obtained, and other certifications/accomplishments will
also be verified.
Should you have any questions regarding this position or the recruit-
ment process, please call Mr. Robert Burg or Ms. Heather Renschler at
(916) 630-4900. Confidential inquiries are welcomed.
The City of Riverside is an Equal Opportu -
nity Employer
The Opportunity
The vacancy for the position of Riverside Public Utilities (RPU) General
Manager (GM) is due to the retirement of David Wright, who has been with
the City since 1988 and serving in his current position for the past eight
years. The City of Riverside is recruiting nationally for a highly experienced
utilities professional to manage the day-to-day activities for this nationally
recognized and award-winning City. This position reports to the Assistant
City Manager and works closely with an appointed nine-member Board.
The General Manager is accountable for leading a dynamic and robust
organization of over 550 dedicated employees with a combined capital
and operating budget of approximately $332.1 million. Through a highly
skilled executive team, the GM oversees a values-based organization that
implements prioritized short- and long-term strategies to accomplish the
RPU mission and vision.
The GM carries out executive responsibilities in a highly visible, sometimes
controversial, and political environment. Operating within broad general
policy guidelines, the GM exercises substantial latitude and discretion to
achieve effective and efficient utilization of City resources in serving its
customers and diverse group of stakeholders. This is an exciting, stable
opportunity with a variety of unprecedented challenges and opportunities
for an experienced utilities executive. The ideal candidate must have strong
leadership and interpersonal skills with a successful track record of leader-
ship in the utility industry. He/she should have a vision for the future and
the ability to develop strong teams, and be well versed in strategic planning
and working in a multidisciplinary organization.
The City of Riverside
The City of Riverside’s location approximately 60-miles east of Los Angeles
puts it within driving distance of Southern California’s other attractions, like
Disneyland, the Pacific Ocean and its beaches, Palm Springs, mountain
resorts including winter recreation, and many area wineries. Riverside has
a rich history that has played a part in shaping California’s development
as an agricultural leader. Riverside is the home of California’s first naval
orange trees in 1873, one of which still stands today and is a California
Historical Landmark. The success of orange trees in Riverside made the
new citrus industry a “second gold rush” for California, and, during this
time, Riverside was the wealthiest city per capita in the nation. Founded
on the principles of education, culture, and beauty, Riverside was named
one of the nation’s Most Livable Cities in 2010. The City has grown to be
the 12th largest city in the State, and the 6th in Southern California, with
a population of 303,871.
Stretching over 81-square miles, Riverside is home to the University of
California at Riverside as well as three other universities and colleges,
including California Baptist University, La Sierra University, and Riverside
Community College, along with several museums that celebrate art, history,
technology, and culture. The City’s scenic landscape includes hills, parks,
and preserved open spaces. The Historic Mission Inn & Spa is the focus
of the City’s famous Festival of Lights, a six week-long festival of activities
that include carriage rides, skating under the stars at an outdoor ice rink,
live music, and, of course, millions of lights to celebrate the holiday season.
Other events held in Riverside include the Festival of Trees, the Dickens
Festival, the Riverside Airshow, the International Film Festival, and the
Riverside Arts Walk, which takes place the first Thursday of every month.
As the City of Arts and Innovation, Riverside is truly a marvelous place to
live, work, and play.
City Government
Riverside was incorporated in 1870, and is governed by the council-
manager form of government. The City Council is comprised of the Mayor,
who is elected city-wide, and seven members who are elected by ward
and serve four-year terms. The Mayor and City Council appoint the City
Manager to oversee city operations, which include a budget of $993
million and staff of 2,497. The City of Riverside has won many awards
and recognitions, including being listed as a Top 25 City for Business by
Executive Outlook Magazine; an Emerald City designation by the State of
California Department of Conservation for sustainable green initiatives and
renewable energy, the first such designation given; one of America’s 100
Best Communities for Young People by America’s Promise Alliance; and
the Number 3 “Can Do City” by Newsweek Magazine.
A Community Utilities
Company
Established in 1895, Riverside Public Utilities is a customer-owned water
and electric utility governed by a board of nine community volunteers and
the City Council that provides high quality, reliable services to a population
of 300,000 in and around the City of Riverside.
Riverside is one of more than 2,000 cities in the United States that light up
homes and businesses with “public power” – electricity that comes from
a community-owned and operated utility. Additionally, the City maintains
local water resources that allow it to meet its customer’s demands while
being 100% independent from imported water sources.
Unlike privately-owned energy and water companies, public utilities do not
serve stockholders; instead, the mission is to serve the needs of customer-
owners. Success is measured by the reliability of water and power delivery.
These investments include construction of water treatment facilities, local
power generation plants, and renewable energy projects. The Conservation
rebate programs and valuable budget transfers to the City’s general fund
support Riverside’s parks and public safety departments as well as local
development projects.
Riverside Public Utilities is also committed to increasing the use of renew-
able energy resources and sustainable living practices that help reduce en-
vironmental impacts within the City of Riverside and the state of California.
Services Provided by RPU include:
Electric – Riverside Public Utilities provides electric service to over 106,000
metered customers, with a service area population of approximately
300,000, encompassing over 82 square miles. Riverside Public utilities
owns, maintains, and operates 91 circuit miles of transmission lines, 1,283
circuit miles of distribution lines, 14 substations, and two generating plants
totaling 140 megawatts.
The Electric Utility acts competitively, with a sharp focus on customers,
while maintaining a financially sound utility. Compared to other local utilities,
Riverside’s rates are lower, reliability is higher, and more funds are returned
to the local community in the way of low income assistance, rebates, and
community support. The Electric Utility is committed to renewable power,
energy and water conservation, and community education. Some of the
most notable achievements are a commitment to an aggressive Renewable
Portfolio Standard and increase in locally generated solar power.
Water – The Water Utility is responsible for providing adequate water
supplies to its customers at the lowest possible cost. This includes assur-
ing continued access to water resources while maintaining a high quality
water supply and a reliable water distribution system. In addition, several
significant water line replacements have been completed, ensuring im-
proved reliability.
The Water Utility services over 64,000 metered customers, with a service
area population of approximately 300,000. The Water Utility maintains its
own distribution system, which contains 988 miles of pipeline ranging from
2 inches to 6 feet in diameter, 55 domestic wells, 15 active reservoirs (with
a capacity over 100 million gallons), and 14 miles of canals.
General Manager
Responsibilities
The next General Manager will be self-starting, energetic, creative, and
results-oriented in overseeing the daily operations along with the Deputy
General Manager/Electric, and five Assistant General Managers (Re-
sources, Customer Relations/Marketing, Water, Finance, and Administra-
tive). In consideration of the City’s established goals and priorities, the
General Manager is expected to provide inspirational leadership for the
Utilities employees to accomplish the Utilities adopted Mission, Vision, and
Strategic Objectives and to develop and implement specific business plans
and programs to meet the Strategic Objectives. The General Manager will
focus on cost reduction, increasing efficiency, and will be responsible for
leading the City in formulating and implementing the next wave of business
process reengineering and overall performance enhancement. The General
Manager will be expected to demonstrate expertise in a wide range of Chal-
lenges and Opportunities facing Riverside Public Utility and to work at the
local, State, and Federal levels to ensure continued emphasis on customer
service, employee relations, and accountability throughout the organization.
Other specific responsibilities of the General Manager position include:
• Ensure ongoing and effective communication flow with the Assistant
City Manager/City Manager and Board on what is being considered,
taking place, and the status of initiatives and projects within the Utility;
• Provide leadership and management in the development and implemen-
tation of RPU strategies, policies, and programs in the areas of (1) the
supply, distribution, quality, conservation, and management of surface
water and groundwater, (2) the generation, supply, distribution, and
transmission of electric power and electric industry deregulation and
competition, and (3) employee relations and training;
• Be a representative and spokesperson of the City with elected policy
makers and local, State, and Federal agencies to protect and enhance
the Utilities interests as they relate to water, electric power, and other
relevant issues;
• Continually be on top of issues that affect the Utility, including current
and potential future trends in California water and environmental issues,
the electric utility industry, and innovative business practices;
• Provide leadership within key stakeholder groups on electric utility issues
that affect the City and public power within California;
• Act as a mentor and coach to the management team to develop the
future leaders of the Utility; and
• Serve as a spokesperson when necessary, on a wide range of issues
affecting the Utility.
The Ideal Candidate
The ideal candidate will have a highly successful career with a verifiable
track record of demonstrated leadership in guiding an organization that
embraces best practices while providing a constructive culture to effectively
and efficiently deliver its mission. Candidates must be committed to pro-
viding leadership that will inspire, motivate, and empower staff to achieve
established goals. This person must have the proven ability to instill a culture
of constructive change that maximizes both staff and advanced technology
resources. Candidates must have a proven track record of achieving goals
and be comfortable working in an active labor environment. The successful
candidate will bring personal qualities and attributes necessary to support
and encourage a staff of over 550 in their important role of water and power
energy delivery and utility system operations.
The General Manager will have the necessary skills needed to build upon
a cooperative team spirit with senior leadership and subordinate staff. The
General Manager will have strong technical skills in this highly regulated
setting, ensuring that all water and energy delivery assets are in compli-
ance with all licenses and regulations including WECC, NERC, and FERC
requirements. Riverside Public Utilities’ commitment to ensure the safest of
working environments is one of its highest concerns. The General Manager
will bring a strong record of promoting and achieving a work setting that is
safe for employees and prevents damage to property and the surrounding
environment.
The General Manager will also have skills in performing ongoing evalua-
tions of the Utilities services and operations by applying professional and
operational standards as well as comparatives to other best practices in
the utility industry. Excellent communication and interpersonal skills are
essential for the success of this individual who must be able to effectively
integrate into the highly professional and participatory team environment
found throughout the RPU organization.
www.RiversideCA.gov
The Opportunity
The vacancy for the position of Riverside Public Utilities (RPU) General
Manager (GM) is due to the retirement of David Wright, who has been with
the City since 1988 and serving in his current position for the past eight
years. The City of Riverside is recruiting nationally for a highly experienced
utilities professional to manage the day-to-day activities for this nationally
recognized and award-winning City. This position reports to the Assistant
City Manager and works closely with an appointed nine-member Board.
The General Manager is accountable for leading a dynamic and robust
organization of over 550 dedicated employees with a combined capital
and operating budget of approximately $332.1 million. Through a highly
skilled executive team, the GM oversees a values-based organization that
implements prioritized short- and long-term strategies to accomplish the
RPU mission and vision.
The GM carries out executive responsibilities in a highly visible, sometimes
controversial, and political environment. Operating within broad general
policy guidelines, the GM exercises substantial latitude and discretion to
achieve effective and efficient utilization of City resources in serving its
customers and diverse group of stakeholders. This is an exciting, stable
opportunity with a variety of unprecedented challenges and opportunities
for an experienced utilities executive. The ideal candidate must have strong
leadership and interpersonal skills with a successful track record of leader-
ship in the utility industry. He/she should have a vision for the future and
the ability to develop strong teams, and be well versed in strategic planning
and working in a multidisciplinary organization.
The City of Riverside
The City of Riverside’s location approximately 60-miles east of Los Angeles
puts it within driving distance of Southern California’s other attractions, like
Disneyland, the Pacific Ocean and its beaches, Palm Springs, mountain
resorts including winter recreation, and many area wineries. Riverside has
a rich history that has played a part in shaping California’s development
as an agricultural leader. Riverside is the home of California’s first naval
orange trees in 1873, one of which still stands today and is a California
Historical Landmark. The success of orange trees in Riverside made the
new citrus industry a “second gold rush” for California, and, during this
time, Riverside was the wealthiest city per capita in the nation. Founded
on the principles of education, culture, and beauty, Riverside was named
one of the nation’s Most Livable Cities in 2010. The City has grown to be
the 12th largest city in the State, and the 6th in Southern California, with
a population of 303,871.
Stretching over 81-square miles, Riverside is home to the University of
California at Riverside as well as three other universities and colleges,
including California Baptist University, La Sierra University, and Riverside
Community College, along with several museums that celebrate art, history,
technology, and culture. The City’s scenic landscape includes hills, parks,
and preserved open spaces. The Historic Mission Inn & Spa is the focus
of the City’s famous Festival of Lights, a six week-long festival of activities
that include carriage rides, skating under the stars at an outdoor ice rink,
live music, and, of course, millions of lights to celebrate the holiday season.
Other events held in Riverside include the Festival of Trees, the Dickens
Festival, the Riverside Airshow, the International Film Festival, and the
Riverside Arts Walk, which takes place the first Thursday of every month.
As the City of Arts and Innovation, Riverside is truly a marvelous place to
live, work, and play.
City Government
Riverside was incorporated in 1870, and is governed by the council-
manager form of government. The City Council is comprised of the Mayor,
who is elected city-wide, and seven members who are elected by ward
and serve four-year terms. The Mayor and City Council appoint the City
Manager to oversee city operations, which include a budget of $993
million and staff of 2,497. The City of Riverside has won many awards
and recognitions, including being listed as a Top 25 City for Business by
Executive Outlook Magazine; an Emerald City designation by the State of
California Department of Conservation for sustainable green initiatives and
renewable energy, the first such designation given; one of America’s 100
Best Communities for Young People by America’s Promise Alliance; and
the Number 3 “Can Do City” by Newsweek Magazine.
A Community Utilities
Company
Established in 1895, Riverside Public Utilities is a customer-owned water
and electric utility governed by a board of nine community volunteers and
the City Council that provides high quality, reliable services to a population
of 300,000 in and around the City of Riverside.
Riverside is one of more than 2,000 cities in the United States that light up
homes and businesses with “public power” – electricity that comes from
a community-owned and operated utility. Additionally, the City maintains
local water resources that allow it to meet its customer’s demands while
being 100% independent from imported water sources.
Unlike privately-owned energy and water companies, public utilities do not
serve stockholders; instead, the mission is to serve the needs of customer-
owners. Success is measured by the reliability of water and power delivery.
These investments include construction of water treatment facilities, local
power generation plants, and renewable energy projects. The Conservation
rebate programs and valuable budget transfers to the City’s general fund
support Riverside’s parks and public safety departments as well as local
development projects.
Riverside Public Utilities is also committed to increasing the use of renew-
able energy resources and sustainable living practices that help reduce en-
vironmental impacts within the City of Riverside and the state of California.
Services Provided by RPU include:
Electric – Riverside Public Utilities provides electric service to over 106,000
metered customers, with a service area population of approximately
300,000, encompassing over 82 square miles. Riverside Public utilities
owns, maintains, and operates 91 circuit miles of transmission lines, 1,283
circuit miles of distribution lines, 14 substations, and two generating plants
totaling 140 megawatts.
The Electric Utility acts competitively, with a sharp focus on customers,
while maintaining a financially sound utility. Compared to other local utilities,
Riverside’s rates are lower, reliability is higher, and more funds are returned
to the local community in the way of low income assistance, rebates, and
community support. The Electric Utility is committed to renewable power,
energy and water conservation, and community education. Some of the
most notable achievements are a commitment to an aggressive Renewable
Portfolio Standard and increase in locally generated solar power.
Water – The Water Utility is responsible for providing adequate water
supplies to its customers at the lowest possible cost. This includes assur-
ing continued access to water resources while maintaining a high quality
water supply and a reliable water distribution system. In addition, several
significant water line replacements have been completed, ensuring im-
proved reliability.
The Water Utility services over 64,000 metered customers, with a service
area population of approximately 300,000. The Water Utility maintains its
own distribution system, which contains 988 miles of pipeline ranging from
2 inches to 6 feet in diameter, 55 domestic wells, 15 active reservoirs (with
a capacity over 100 million gallons), and 14 miles of canals.
General Manager
Responsibilities
The next General Manager will be self-starting, energetic, creative, and
results-oriented in overseeing the daily operations along with the Deputy
General Manager/Electric, and five Assistant General Managers (Re-
sources, Customer Relations/Marketing, Water, Finance, and Administra-
tive). In consideration of the City’s established goals and priorities, the
General Manager is expected to provide inspirational leadership for the
Utilities employees to accomplish the Utilities adopted Mission, Vision, and
Strategic Objectives and to develop and implement specific business plans
and programs to meet the Strategic Objectives. The General Manager will
focus on cost reduction, increasing efficiency, and will be responsible for
leading the City in formulating and implementing the next wave of business
process reengineering and overall performance enhancement. The General
Manager will be expected to demonstrate expertise in a wide range of Chal-
lenges and Opportunities facing Riverside Public Utility and to work at the
local, State, and Federal levels to ensure continued emphasis on customer
service, employee relations, and accountability throughout the organization.
Other specific responsibilities of the General Manager position include:
• Ensure ongoing and effective communication flow with the Assistant
City Manager/City Manager and Board on what is being considered,
taking place, and the status of initiatives and projects within the Utility;
• Provide leadership and management in the development and implemen-
tation of RPU strategies, policies, and programs in the areas of (1) the
supply, distribution, quality, conservation, and management of surface
water and groundwater, (2) the generation, supply, distribution, and
transmission of electric power and electric industry deregulation and
competition, and (3) employee relations and training;
• Be a representative and spokesperson of the City with elected policy
makers and local, State, and Federal agencies to protect and enhance
the Utilities interests as they relate to water, electric power, and other
relevant issues;
• Continually be on top of issues that affect the Utility, including current
and potential future trends in California water and environmental issues,
the electric utility industry, and innovative business practices;
• Provide leadership within key stakeholder groups on electric utility issues
that affect the City and public power within California;
• Act as a mentor and coach to the management team to develop the
future leaders of the Utility; and
• Serve as a spokesperson when necessary, on a wide range of issues
affecting the Utility.
The Ideal Candidate
The ideal candidate will have a highly successful career with a verifiable
track record of demonstrated leadership in guiding an organization that
embraces best practices while providing a constructive culture to effectively
and efficiently deliver its mission. Candidates must be committed to pro-
viding leadership that will inspire, motivate, and empower staff to achieve
established goals. This person must have the proven ability to instill a culture
of constructive change that maximizes both staff and advanced technology
resources. Candidates must have a proven track record of achieving goals
and be comfortable working in an active labor environment. The successful
candidate will bring personal qualities and attributes necessary to support
and encourage a staff of over 550 in their important role of water and power
energy delivery and utility system operations.
The General Manager will have the necessary skills needed to build upon
a cooperative team spirit with senior leadership and subordinate staff. The
General Manager will have strong technical skills in this highly regulated
setting, ensuring that all water and energy delivery assets are in compli-
ance with all licenses and regulations including WECC, NERC, and FERC
requirements. Riverside Public Utilities’ commitment to ensure the safest of
working environments is one of its highest concerns. The General Manager
will bring a strong record of promoting and achieving a work setting that is
safe for employees and prevents damage to property and the surrounding
environment.
The General Manager will also have skills in performing ongoing evalua-
tions of the Utilities services and operations by applying professional and
operational standards as well as comparatives to other best practices in
the utility industry. Excellent communication and interpersonal skills are
essential for the success of this individual who must be able to effectively
integrate into the highly professional and participatory team environment
found throughout the RPU organization.
www.RiversideCA.gov
An Outstanding Career Opportunity
City of Arts & Innovation
recruitment services provided by Ralph Andersen & Associates
Utilities General Manager
City of Riverside
Personal characteristics and attributes that have been valued under current
leadership and will be expected in the new GM include:
• Ability to provide leadership and inspire staff, motivate and empower
staff to achieve established goals;
• Creative entrepreneurship and effective financial management skills;
• Demonstrated leadership complemented by a high level of initiative,
interpersonal and cultural sensitivity, creative and flexible problem
solving skills, and excellent internal and external communication skills;
• Integrity and intellectual honesty; belief in the value and necessity of
equity and diversity;
• Outstanding interpersonal skills with an ability to engage in dialogue at
all levels of the organization with ease and compassion;
• Knowledge of regulations and experience working collaboratively with
governmental agencies;
• A proven track record of achieving goals on time and on budget;
• Being comfortable working in an active labor/union environment with
successful experience in supervising large groups including training,
mentoring, delegating and ensuring accountability;
• Able to present technical information and concepts clearly, convincingly,
and effectively both orally and in writing; and
• Effectively lead the organization always striving for “best in class” and
excellence in performance.
In summary, top candidates will excel in providing leadership and guidance
to this dynamic, complex and well-run organization. The General Manager
must be supportive of the mission/philosophy and promote Riverside’s
vision and standards to deliver the best customer service experience of
any utility in the nation.
Minimum Qualifications
Any combination of experience and education that likely provides the
required knowledge and abilities is qualifying. A typical way to obtain the
knowledge and abilities would be:
Education – Requires a Bachelor’s degree with major course work in
engineering, business administration, public administration, economics or
a related field. A master’s in business or public administration is preferred.
Experience – This position requires at least five (5) years of substantial
management and leadership experience in a public or private utility including
planning, organizing, directing, and controlling operations.
Candidates will be responsible to appropriately portray career history
and accomplishments and overall match with this executive level position
through submitted material for consideration by the Search Committee. The
Search Committee reserves the right to select any combination of experi-
ence, education and career history that will uphold the ideals and values
of this organization and continue to provide the highest level of service to
the City of Riverside.
Final Selection and Appointment: The City Manager will select the most
highly qualified candidates for presentation to and concurrence of the Board
of Public Utilities based on a combination of education, career experience,
and accomplishments that best fit the needs of the City of Riverside.
To Be Considered
This is a confidential process and will be handled accordingly throughout the
various stages of the process. References will not be contacted until mutual
interest has been established. The first review of resumes will take place on
September 27, 2013. This position is open until filled; however, candidates
are encouraged to apply early in the process for optimal consideration. Re-
sumes will be reviewed and evaluated throughout the recruitment process.
To be considered, candidates must submit a compelling cover letter; com-
prehensive resume; salary history; and six (6) professional references.
An electronic version of all submittals is strongly encouraged. Interested
candidates may apply via email to apply@ralphandersen.com.
Ralph Andersen & Associates will conduct the initial evaluation of submitted
materials to determine the best overall match with the established criteria
as outlined in this recruitment profile. The evaluation and selection process
may consist of a supplemental questionnaire and/or written exercise(s)
to further evaluate relative experience and overall suitability for this posi-
tion. Ideally, the Utilities General Manager will join the City of Riverside in
December 2013, or sooner.
Finalist candidates will be required to sign a release form to authorize
preliminary reference calls and verifications to be conducted. Employment
history, degrees obtained, and other certifications/accomplishments will
also be verified.
Should you have any questions regarding this position or the recruit-
ment process, please call Mr. Robert Burg or Ms. Heather Renschler at
(916) 630-4900. Confidential inquiries are welcomed.
The City of Riverside is an Equal Opportu -
nity Employer
Compensation and
Benefits
Compensation: The annual salary range for the Utilities General Manager
is from $177,876 to $222,348. Placement within the range is negotiable and
dependent upon qualifications (DOQ).
Health, Vision, and Dental Coverage: The City provides seven Health
Plans, one Vision Plan, and three Dental Plans. Vision coverage is provided
through Vision Services Plan (VSP) and is automatically included with all
health plan selections.
Vacation and Sick Leave: Leave is accrued at the rate of 200 hours for
vacation and 96 hours of sick leave annually.
Holidays: 11 paid holidays each year.
Life Insurance Coverage: A basic amount of Life Insurance equal to twice
the annual salary, rounded to the next higher multiple of $1,000 is provided,
up to a maximum amount of $700,000. The City pays 100% of the cost of
basic life insurance. In addition, Accidental Death & Dismemberment (AD&D)
coverage equal to the basic amount of Life Insurance is provided.
401(a) and 457 Deferred Compensation Plans: The City provides a
one-time opportunity to enroll in a 401(a) Deferred Compensation Account.
Employees may “irrevocably” defer a certain percentage or dollar amount
of their salary on a pre-tax basis. The City offers two 457 Deferred Com-
pensation Plans. Contributions are deducted on a pre-tax basis. A minimum
contribution of at least $10 per pay period must be made to participate.
LTD Coverage: The City offers a voluntary Long-Term Disability (LTD)
Plan with coverage equal to 60% of the employee’s monthly pay, up to a
$7,000 maximum. The associated premium is paid by the employee on
an after-tax basis. To qualify for benefits, employees must meet the plan’s
definition of disability.
Retirement Plan: Employees are automatically covered under the City’s
Retirement Plan, which is offered through CalPERS. The retirement benefit
factor is 2.7%@55 or 2%@62 years of age, depending on membership
date with CalPERS.
Other Benefit Information: Employees may elect to waive the Health In-
surance coverage offered by the City and receive a $2,000 annual stipend
under the “Health Opt-Out” program. Additional Life Insurance and Flexible
Spending Account plans are available to all City employees for optional
enrollment.
Riverside Public Utilities
Organization Chart
Public Utilities
General Manager
Assistant General
Manager / Resources
Assistant General
Manager / Customer
Relations / Marketing
Assistant General
Manager / Water
Assistant General
Manager / CFO / Finance
Deputy General
Manager / Electric
CIS Project Manager
Business Systems
Support Manager
Project Assistant
Parks Planner
(Design)
Assistant CFO
Financial Rates
Utility Billing
Supervisor
Principal Engineer
Principal Engineer
Water Resources
Principal Engineer
Contracts
Principal Engineer
Design
Water Superintendent
–Maintenance
Water Superintendent
–Construction
Interim Water
Operations Manager
Administrative Analyst
Principal Account
Manager
Customer
Communications
Manager
Sustainability
Coordinator
Customer Services
Manager
Field Services
Manager
Resources Manager
Power Planning
Resources Manager
Generation Manager
Contracts / Project
Manager
Electric Field Manager
Electric Operations
Manager
Electrical Engineering
Manager
Interim Safety Officer
Utilities Legislative
Analyst Energy Risk Manager
Real Property Agent
City of Yorba LindaCity Manager
Apply by May 10, 2013
The City of Yorba Linda is an Equal Opportunity Employer and celebrates diversity Recruitment Services Provided by Ralph Andersen & Associates
Personal characteristics and management style of the new City
Manager will include the ability to:
• Lead staff, build a strong team, protect that team from outside
political influences, and maintain the current high staff morale,
while at the same time providing the staff team with a strong focus
and direction;
• Engage an active, assertive,
and cohesive City Council
with superior communica-
tion skills, keeping Council
members equally informed,
providing them with thought-
ful, consistent, and reasoned
recommendations based on
“completed staff work”; and
• Develop strong relationships
and work well with mem -
bers of the community, both
individually and as groups,
with a “resident comes first”
approach.
The Qualifications
Experience: This position requires an experienced public administrator
with a minimum of ten (10) years of upper level executive experience
in a municipal organization or other comparable governmental agency.
The Yorba Linda City Council recognizes the benefit of an experienced
professional yet also encourages others, such as an assistant city
manager from a comparable or larger organization, to also consider
this career opportunity provided there is a demonstrated track-record
of career success and accomplishments. Preference will be given to
California candidates although out-of-state candidates with prior
California experience may also be competitive.
Education: A Bachelor’s degree is required. A Master’s degree from
an accredited college or university is desirable.
Review of Qualifying Experience and Education: Ralph Andersen &
Associates will assist the City Council in the screening and evaluation
of resumes to determine the appropriate match of professional experi-
ence and education. Each candidate will be required to present their
own career history and credentials to highlight their accomplishments
and ability to lead this organization. Personal style and interpersonal
communication skills are critical to this process and will be para-
mount for success in this position.
Compensation and Benefits
This is an at-will executive position appointed by the City Council,
serving at their pleasure. The annual salary range is anticipated to
be $200,000 – $220,000 with the actual salary offered based on a
combination of factors (career accomplishments, salary history, and
education/credentials) plus an excellent executive benefit package.
The City participates in the California Public Employees’ Retirement
System (CalPERS); the benefit is 2%@55 for classic (current) members
and 2%@62 for new members. Individual employee participation is
mandatory. The City does not participate in Social Security.
An employment agree -
ment will be negotiated
with the selected can -
didate and may include
moving assistance and
relocation.
Further details on the com-
pensation and benefits
package can be obtained
from Ralph Andersen &
Associates.
To Be Considered
Interested candidates may apply for this career opportunity by submit-
ting a resume and a compelling cover letter detailing how their experi-
ence matches the City’s best interests. Submittals requested by Friday,
May 10, 2013 to apply@ralphandersen.com. The City Council will
conduct the first review of resumes beginning mid-May and will review
all resumes submitted. Preliminary interviews by the City Council will
be done in late May (Round #1) and finalist interviews in early June
(Round #2). Ideally, the new City Manager will join the City of Yorba
Linda in July 2013 or at a mutually agreeable date.
This is a highly confidential search process. References will not
be contacted until mutual interest has been established. Confidential
inquiries are welcomed and should be directed to John Goss or Heather
Renschler, Ralph Andersen & Associates, at (916) 630-4900.
www.ci.Yorba-Linda.ca.us
Opportunities for city management positions of this caliber don’t happen
often, especially in communities as inviting as this one in Southern Cali-
fornia, complemented by a high quality of life and excellent amenities
offered to its residents. This search effort will focus on attracting experi-
enced local government professionals that wish to join the organization
and make a substantial time commitment to its success, have a true
passion for public service, and understand the need to continue the
highly ethical, transparent, and engaged leadership that is essential to
ensure public trust as well as the delivery of efficient and cost-effective
services to this community. This opening has been spurred on by the
retirement of the current City Manager, who has worked for the City in
various capacities for over 33 years.
The Community
The City of Yorba Linda incorporated in 1967 (as a general law city), with
a population of fewer than 12,000 people. Widely known as the “Land
of Gracious Living,” the City now spans 19.9 square miles in Orange
County, has a population of over 64,000 residents. Yorba Linda is bor-
dered by the cities of Anaheim on the south, Placentia on the west and
southwest, Brea on the northwest, and Chino Hills in San Bernardino
County on the east, as well as Chino Hills State Park on the north.
The quality of life in Yorba Linda is greatly admired and has attracted
many residents to the City over the past 40 years. Featuring single
family homes on large lots, the community benefits from an outstand-
ing school system and significant recreation facilities, including over
135 acres of parks, 30,000 square feet of gymnasium space, and 100
miles of horse trails.
The City has earned national recognition for its desirable living environ-
ment on more than one occasion. In 2005, CNN ranked Yorba Linda
21st among the best places to live in the United States. Two years
later, CNN Money identified Yorba Linda as one of the richest US
cities, showing median household income of over $120,000. In July
2010, Yorba Linda once again was ranked in the Top 50 of America’s
Best Small Cities. Cities that made the list had “plenty of jobs, great
schools, safe streets, low crime, lots to do, charm, and other features
that make a town great for raising a family.”
scape and Lighting Districts, which provide an ambience which define
the beauty of Yorba Linda, are drawing nearly a million dollars a year
from the General Fund. Leadership to resolve this issue, as well as to
modernize outdated irrigation systems, is needed.
The City has substantial capital improvement funds, and the planning
and/or construction of two parks is commencing. Moving additional capi-
tal projects forward is a priority for the City. Also, with the advantage of
over 100 miles of trails in Yorba Linda, for many years
there has been a demand from the equestrian com-
munity to address the long-standing issue of identifying
an acceptable site for an additional equestrian facility
with the possibility of stabling.
A major development challenge, aside from the Town
Center, is nearly 500 homes being processed through
the County in an unincorporated area within the City’s
Sphere of Influence. With the only access to these
developments through the City, leadership is needed
to ensure that these projects, which eventually will annex into Yorba
Linda, adhere to City standards even though the City does not have
control over the current permitting process. Another major land use
issue involves the development of several sites for affordable housing
on property which was set aside for this purpose with voter approval.
Finally, Yorba Linda is in the midst of updating its General Plan and the
Parks and Recreation Master Plan.
The Ideal Candidate
The City Council is seeking an experienced city executive that has
strong financial management and budgeting skills, is able to inspire
teamwork and collaboration, and who will maintain the current high
morale among City staff. The City is interested in candidates that have
had proven success with economic development and difficult land use
issues confronting the City.
The ideal candidate is a professional with good communication and
people skills. The City Council is looking for a candidate who develops
and submits recommendations based on “completed staff work,” and
who provides consistent, thoughtful, and studied opinions without being
swayed by local politics. This individual shall be skilled at motivating
staff and keeping their focus on the City’s priorities. This should include
the skill of acting as the “ball bearing” between the political sector and
staff, helping staff to stay on track.
Part of the communication skills of the ideal candidate is to keep all the
Council members equally informed. This is a City Council which works
well together, but which has diverse personalities and are assertive
in asking questions and expressing opinions. Successfully engaging
a strong, assertive Council in a calm,
thoughtful, and measured way, is a skill
prized by the City Council.
The next City Manager should have
strong negotiating skills to address
issues involving private developers
and businesses as well as other public
agencies. These skills should show
understanding, use finesse, and not
reflect a “take or leave it” attitude.
The City Council is looking for a City Manager who is a strategic and
creative thinker who has a proven track record on a broad and diverse
portfolio of issues. The next City Manager should enjoy working with
the public and appreciates the variety and diversity of contributions
from all sources within the organization and from the community. The
candidate should be transparent in his/her public dealings and should
be able to successfully interact with a very active, vocal community. The
next City Manager also should have unquestioned personal integrity,
display honesty, and have strong ethics.
The ideal candidate will have professional experience and attri-
butes that include:
• A proven track record in dealing effectively with economic devel-
opment issues especially with the loss of redevelopment funds;
• The fiscal acumen to unravel long-standing, complex budget
issues;
• A record of success in addressing out-of-the ordinary land use
issues, both within and outside the City; and
• Superior negotiating skills to achieve the City’s objectives without
resorting to “heavy handed” tactics.
The Town Center is the City’s historical nucleus and still contains
some of the original buildings from Yorba Linda’s early years. The
Town Center contains a mixture of retail stores, restaurants, offices,
public uses, and private homes. The community appreciates the value
of its Town Center and is seeking to invigorate the downtown core by
introducing new commercial and residential uses, and by investing in
improvements to the public and private realms. This vision has evolved
over time, starting with the City’s last General Plan update in 1993, a
Downtown Master Plan in 2003, and the current Town Center Specific
Plan efforts. Through sustained effort and coordination, the Town Center
will continue to be the core of Yorba Linda.
While mostly an affluent residential community, the City hosts one
significant tourist draw, the Nixon Presidential Library and Museum.
Containing the birthplace
of the former president
and a significant vol -
ume of documents and
other historic treasures,
this facility has the most
active programming of
any of the presidential
libraries, ranging from
school tours to national
policy conferences.
Opportunities and
Challenges
After gradually rebounding from the economic recession, the City is
finally achieving a balanced budget. This, coupled with reserves which
are an extraordinary 159% of the operating budget, bode well for the
City moving forward in tackling its economic development objectives
and remaining budget issues. The chief economic initiative is to move
the Town Center development forward to completion. This long standing
project has experienced the loss of redevelopment funds and needs a
creative fiscal vision to lead this important development to completion.
Also, the City needs to establish methods to ensure better contract
oversight, as the City contracts for many services. The City’s Land-
www.ci.Yorba-Linda.ca.us
Opportunities for city management positions of this caliber don’t happen
often, especially in communities as inviting as this one in Southern Cali-
fornia, complemented by a high quality of life and excellent amenities
offered to its residents. This search effort will focus on attracting experi-
enced local government professionals that wish to join the organization
and make a substantial time commitment to its success, have a true
passion for public service, and understand the need to continue the
highly ethical, transparent, and engaged leadership that is essential to
ensure public trust as well as the delivery of efficient and cost-effective
services to this community. This opening has been spurred on by the
retirement of the current City Manager, who has worked for the City in
various capacities for over 33 years.
The Community
The City of Yorba Linda incorporated in 1967 (as a general law city), with
a population of fewer than 12,000 people. Widely known as the “Land
of Gracious Living,” the City now spans 19.9 square miles in Orange
County, has a population of over 64,000 residents. Yorba Linda is bor-
dered by the cities of Anaheim on the south, Placentia on the west and
southwest, Brea on the northwest, and Chino Hills in San Bernardino
County on the east, as well as Chino Hills State Park on the north.
The quality of life in Yorba Linda is greatly admired and has attracted
many residents to the City over the past 40 years. Featuring single
family homes on large lots, the community benefits from an outstand-
ing school system and significant recreation facilities, including over
135 acres of parks, 30,000 square feet of gymnasium space, and 100
miles of horse trails.
The City has earned national recognition for its desirable living environ-
ment on more than one occasion. In 2005, CNN ranked Yorba Linda
21st among the best places to live in the United States. Two years
later, CNN Money identified Yorba Linda as one of the richest US
cities, showing median household income of over $120,000. In July
2010, Yorba Linda once again was ranked in the Top 50 of America’s
Best Small Cities. Cities that made the list had “plenty of jobs, great
schools, safe streets, low crime, lots to do, charm, and other features
that make a town great for raising a family.”
scape and Lighting Districts, which provide an ambience which define
the beauty of Yorba Linda, are drawing nearly a million dollars a year
from the General Fund. Leadership to resolve this issue, as well as to
modernize outdated irrigation systems, is needed.
The City has substantial capital improvement funds, and the planning
and/or construction of two parks is commencing. Moving additional capi-
tal projects forward is a priority for the City. Also, with the advantage of
over 100 miles of trails in Yorba Linda, for many years
there has been a demand from the equestrian com-
munity to address the long-standing issue of identifying
an acceptable site for an additional equestrian facility
with the possibility of stabling.
A major development challenge, aside from the Town
Center, is nearly 500 homes being processed through
the County in an unincorporated area within the City’s
Sphere of Influence. With the only access to these
developments through the City, leadership is needed
to ensure that these projects, which eventually will annex into Yorba
Linda, adhere to City standards even though the City does not have
control over the current permitting process. Another major land use
issue involves the development of several sites for affordable housing
on property which was set aside for this purpose with voter approval.
Finally, Yorba Linda is in the midst of updating its General Plan and the
Parks and Recreation Master Plan.
The Ideal Candidate
The City Council is seeking an experienced city executive that has
strong financial management and budgeting skills, is able to inspire
teamwork and collaboration, and who will maintain the current high
morale among City staff. The City is interested in candidates that have
had proven success with economic development and difficult land use
issues confronting the City.
The ideal candidate is a professional with good communication and
people skills. The City Council is looking for a candidate who develops
and submits recommendations based on “completed staff work,” and
who provides consistent, thoughtful, and studied opinions without being
swayed by local politics. This individual shall be skilled at motivating
staff and keeping their focus on the City’s priorities. This should include
the skill of acting as the “ball bearing” between the political sector and
staff, helping staff to stay on track.
Part of the communication skills of the ideal candidate is to keep all the
Council members equally informed. This is a City Council which works
well together, but which has diverse personalities and are assertive
in asking questions and expressing opinions. Successfully engaging
a strong, assertive Council in a calm,
thoughtful, and measured way, is a skill
prized by the City Council.
The next City Manager should have
strong negotiating skills to address
issues involving private developers
and businesses as well as other public
agencies. These skills should show
understanding, use finesse, and not
reflect a “take or leave it” attitude.
The City Council is looking for a City Manager who is a strategic and
creative thinker who has a proven track record on a broad and diverse
portfolio of issues. The next City Manager should enjoy working with
the public and appreciates the variety and diversity of contributions
from all sources within the organization and from the community. The
candidate should be transparent in his/her public dealings and should
be able to successfully interact with a very active, vocal community. The
next City Manager also should have unquestioned personal integrity,
display honesty, and have strong ethics.
The ideal candidate will have professional experience and attri-
butes that include:
• A proven track record in dealing effectively with economic devel-
opment issues especially with the loss of redevelopment funds;
• The fiscal acumen to unravel long-standing, complex budget
issues;
• A record of success in addressing out-of-the ordinary land use
issues, both within and outside the City; and
• Superior negotiating skills to achieve the City’s objectives without
resorting to “heavy handed” tactics.
The Town Center is the City’s historical nucleus and still contains
some of the original buildings from Yorba Linda’s early years. The
Town Center contains a mixture of retail stores, restaurants, offices,
public uses, and private homes. The community appreciates the value
of its Town Center and is seeking to invigorate the downtown core by
introducing new commercial and residential uses, and by investing in
improvements to the public and private realms. This vision has evolved
over time, starting with the City’s last General Plan update in 1993, a
Downtown Master Plan in 2003, and the current Town Center Specific
Plan efforts. Through sustained effort and coordination, the Town Center
will continue to be the core of Yorba Linda.
While mostly an affluent residential community, the City hosts one
significant tourist draw, the Nixon Presidential Library and Museum.
Containing the birthplace
of the former president
and a significant vol -
ume of documents and
other historic treasures,
this facility has the most
active programming of
any of the presidential
libraries, ranging from
school tours to national
policy conferences.
Opportunities and
Challenges
After gradually rebounding from the economic recession, the City is
finally achieving a balanced budget. This, coupled with reserves which
are an extraordinary 159% of the operating budget, bode well for the
City moving forward in tackling its economic development objectives
and remaining budget issues. The chief economic initiative is to move
the Town Center development forward to completion. This long standing
project has experienced the loss of redevelopment funds and needs a
creative fiscal vision to lead this important development to completion.
Also, the City needs to establish methods to ensure better contract
oversight, as the City contracts for many services. The City’s Land-
City of Yorba LindaCity Manager
Apply by May 10, 2013
The City of Yorba Linda is an Equal Opportunity Employer and celebrates diversity Recruitment Services Provided by Ralph Andersen & Associates
Personal characteristics and management style of the new City
Manager will include the ability to:
• Lead staff, build a strong team, protect that team from outside
political influences, and maintain the current high staff morale,
while at the same time providing the staff team with a strong focus
and direction;
• Engage an active, assertive,
and cohesive City Council
with superior communica-
tion skills, keeping Council
members equally informed,
providing them with thought-
ful, consistent, and reasoned
recommendations based on
“completed staff work”; and
• Develop strong relationships
and work well with mem -
bers of the community, both
individually and as groups,
with a “resident comes first”
approach.
The Qualifications
Experience: This position requires an experienced public administrator
with a minimum of ten (10) years of upper level executive experience
in a municipal organization or other comparable governmental agency.
The Yorba Linda City Council recognizes the benefit of an experienced
professional yet also encourages others, such as an assistant city
manager from a comparable or larger organization, to also consider
this career opportunity provided there is a demonstrated track-record
of career success and accomplishments. Preference will be given to
California candidates although out-of-state candidates with prior
California experience may also be competitive.
Education: A Bachelor’s degree is required. A Master’s degree from
an accredited college or university is desirable.
Review of Qualifying Experience and Education: Ralph Andersen &
Associates will assist the City Council in the screening and evaluation
of resumes to determine the appropriate match of professional experi-
ence and education. Each candidate will be required to present their
own career history and credentials to highlight their accomplishments
and ability to lead this organization. Personal style and interpersonal
communication skills are critical to this process and will be para-
mount for success in this position.
Compensation and Benefits
This is an at-will executive position appointed by the City Council,
serving at their pleasure. The annual salary range is anticipated to
be $200,000 – $220,000 with the actual salary offered based on a
combination of factors (career accomplishments, salary history, and
education/credentials) plus an excellent executive benefit package.
The City participates in the California Public Employees’ Retirement
System (CalPERS); the benefit is 2%@55 for classic (current) members
and 2%@62 for new members. Individual employee participation is
mandatory. The City does not participate in Social Security.
An employment agree -
ment will be negotiated
with the selected can -
didate and may include
moving assistance and
relocation.
Further details on the com-
pensation and benefits
package can be obtained
from Ralph Andersen &
Associates.
To Be Considered
Interested candidates may apply for this career opportunity by submit-
ting a resume and a compelling cover letter detailing how their experi-
ence matches the City’s best interests. Submittals requested by Friday,
May 10, 2013 to apply@ralphandersen.com. The City Council will
conduct the first review of resumes beginning mid-May and will review
all resumes submitted. Preliminary interviews by the City Council will
be done in late May (Round #1) and finalist interviews in early June
(Round #2). Ideally, the new City Manager will join the City of Yorba
Linda in July 2013 or at a mutually agreeable date.
This is a highly confidential search process. References will not
be contacted until mutual interest has been established. Confidential
inquiries are welcomed and should be directed to John Goss or Heather
Renschler, Ralph Andersen & Associates, at (916) 630-4900.
PROPOSAL TO RECRUIT
A GENERAL MANAGER
FOR THE YORBA LINDA WATER DISTRICT
November 2013
November 20, 2013
VIA EMAIL
CONFIDENTIAL
Members of the Board of Directors
c/o Mr. Bryan Melton
Human Resources Technician
Yorba Linda Water District
1717 E. Miraloma A venue
Placentia, CA 92870-6785
Members ofthe Board of Directors:
RoB E R T S CoNSULTING GRouP INc
In response to your request, ROBERTS CONSULTING GROUP , IN C. is pleased to submit this
proposal to assist the Yorba Linda Water District in recruiting and evaluating candidates for the
position of General Manager. Our firm's policy is to take full responsibility for the outco m e
of our sea r ches. Therefore, we only conduct full recruitments, so our fee i nclu des t h e
background investigation in addition to the recruitment portion.
In this proposal we outline our general understanding of your requirements and present the
process we recommend to conduct this recruitment. It is a process we have successfully utilized
for more than 20 years . However, if you desire some modification, we would be pleased to
discuss this with you.
We look forward with great interest to working \vith you on this very important assignment.
Sincerely,
~~~
Valerie S. Roberts
VSR/sf
PO Box 16692, Beve rl y Hil ls, CA 90209
Tel : (818) 783-7752 Fa x: (818) 783-6377 Email: robertsrcg@ ms n.com
TABLE OF CONTENTS
Page
Why ROBERTS CONSULTING GROUP? . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1
Statement of Work............................................... 2
The Client's Role ................................................. 4
Proposed Time Schedule . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5
Fees and Expenses.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6
Exhibit A -Biography for Norman C. Roberts
Exhibit B -Biography for Valerie S. Roberts
WHY ROBERTS CONSULTING GROUP?
T he primary objective ofROBERTS CONSULTING GROUP, INC. is to provide our clients with
unsurpassed excellence in executive recruitment. Accepting only a limited number of
recruitments, we are able to provide senior level, hands on service of the highest quality. From
ascertaining our client's needs, to identifying and recruiting qualified candidates, and extensively
verifying background information, the work is conducted by senior level consultants with
numerous years of experience and judgment. We are also ski ll ed in negotiating final offers,
increasing the likelihood of successfull y hiring the desired candidate.
Norm Roberts pioneered the field of public sector recruitment over 35 ye ars ago. During his
career, he has managed/conducted in excess of 3,000 senior level recruitments for local
governments throughout the country. Valerie Roberts has over 25 years of executive recruitment
experience, having co-founded and managed Norman Roberts & Associates, Inc., then the largest
search firm in the U.S. speciali zing in public sector recruitment. The majority of our clients h ave
hired us on numerous occasions, including one California county having hired us more than 40
separate times. We believe our placement record is the highest in the indus try. In addition,
the m ajo rity of our placements stay for numerous years, including many w ho a re or were
in their positions for more than 20 year s.
We have extensive experience recruiting chief executives and senior level executives for
water/wastewater agencies, particularly in California. Our firm has conducted recruitments
for the C hief Executive Officer for the Chino Basin Watermaster; General Managers for the
Carnrosa Water District, Eastern Municipal Water District, Inland Empire Utilities Agency,
Irvine Ranch Water District, Marin Municipal Water District, Moulton Niguel Water District and
Sonoma County Water Agency; the Pres ident/Chief Executive Offi cer for the Metropoli tan
Water District of Southern California; the Deputy General Manager for the Long Beach Water
Department; and three senior level executives for the Castaic Lake Water Agency. Previously,
Norm Roberts managed/conducted senior level recruitments for the following organizations
(almost all of which included chief executive recruitments): Carnrosa Water District; Castaic
Lake Water Agency; Coachella Valley Water District; District of Columbia Water and Sewer
Authority; East Bay Municipal U tilities District; Eastern Municipal Water District; Inland
Empire U tilities Agency; Irvine Ranch Water District; Metropolitan Water District of Southern
California; Miami-Dade County, FL (Water and Sewer Department); San Antonio Water System
(TX); South Florida Water Management District; Washington Suburban Sanitary District (MD);
American Water Works Association; California Urban Water Agencies; California U rban Water
Co nservation Council; Cambria Community Services District; Metropolitan Sewer District
(C incinnati ); Contra Costa Water District; Dominguez Services Corporation; City of Fresno
(Public U tilities); Little Blue Valley Sewer Dis trict (MO); Livermore-Amador Valley Water
Management Agency; Monte Vista Water District; Monterey County Water Resources Agency;
Monterey P eninsula Water Management District; Morris County Municipal Utilities Authority
(NJ); Padre Dam Municipal Water District; Rainbow Water District; Ramona Municipal Water
District; City of Richmond , VA (Director of Public Utilities); Southwest Florida Water
Management District; Tucson Water Department (AZ); Valencia Water Company; Valley of the
Moon Water District; Ventura Regional Sanitation District; and Water Replenishment District of
Southern California.
Norm Roberts has also conducted numerous recruitments in the Orange County area.
Clients have included Orange County; the cities of Yorba Linda, Anaheim, Brea, Cypress, Dana
Point, Fountain Valley, Garden Grove, Huntington Beach, La Habra, Laguna Hills, Laguna
Niguel, San Juan Capistrano and Santa Ana; Irvine Ranch Water District; Moulton Niguel Water
District; Orange County Employees Retirement System; Orange County Transportation
Authority ; and Transportation Corridor Agencies, among others.
We believe the primary advantages in utilizing our firrn , and what may differentiate us from
others, include our:
• Extensive experience recruiting chief executives and senior level executives for water
agencies throughout the country and , particularly, in California.
• Proximity to you, being headquartered in Southern California.
• Proactive recruitment of candidates who may not be seeking new positions and wo uld not
normally respond to routine advertising, or who may come from non-traditional sources.
• Track record of success in placing senior level executives in particularly sensitive and highly
responsible/accountable positions.
• Quality of our work-indicative of this is the fact that, over the years, most of our clients
have utilized our services on more than one occasion, and many have hired us numerous
times.
• Proven ability to identify and recommend qualified female and minority candidates.
• Ability to conduct a recruitment in a timely and complete manner.
• Thoroughness in conducting reference and background checks-we are very specific in the
reference names we request from candidates.
Norm Roberts will be the on-site person responsible for this assignment, and will be assisted by
Valerie Roberts. Our biographies can be found in Exhibits A and B.
STATEMENT OF WORK
Our objective is to find the best qualified candidates for our clients. While notices in
professional journals may be helpful , many of the best candidates must be sought out and their
interest encouraged . Our familiarity with the Orange County area, knowledge of the field and our
relationships with professional organizations make us well qualified to assist you.
Our clients have found that we are able to: 1) build consensus among those involved in the
hiring process; 2) develop the appropriate specifications for a position; 3) encourage the interest
of top-level people who would otherwise be reluctant to respond to an advertisement; 4) preserve
the confidentiality of inquiries, consistent with State public disclosure and open meeting laws;
5) save a considerable amount of time for client staff in developing and responding to candidates;
and 6) independently and objectively assess the qualifications and suitability of candidates for the
particular position for which we are recruiting.
Page 2 of6
If selected to conduct this recruitment, we will do the following:
Information Gathering and Analysis
We will meet with Members ofthe Board of Directors and other appropriate individuals to obtain
views of the position and expectations regarding desirable training, experience and personal
characteristics of candidates. We will also gather/review relevant information about the District
and the position.
After summarizing our findings, we will submit a draft Recruitment Brochure with the desired
qualifications and characteristics for your approval. The Recruitment Brochure that will be sent
to potential candidates will include information about the District, the job and the criteria
established by you.
Candidate Recruitment/Outreach
Once you have approved the Recruitment Brochure, we will proactively seek out individuals with
superior qualifications and invite and encourage their interest. Announcements will be placed
on-li ne and in professional journals. However, we will rel y heavily on our own experience and
contacts.
We will not discriminate against any applicant for employment on the basis of race , religion,
creed, age, color, marital status, sex, sexual preference, disabilities, medical condition, veteran
status or national origin. A substantial percentage of the placements made by us over the years
have been minority and/or female candidates.
Initial Screening
We will review , acknowledge and evaluate all resumes received. Initial screening will be based
upon criteria contained in the Recruitment Brochure, information contained in the resumes
submitted to us, and, our knowledge of the people and organizations in which they work.
Telephone screening will be conducted with the most promising candidates to gain a better
understanding of their backgrounds.
Interim R eporting
Upon completion of our initial screening, we will assemble and submit a report of the leading
candidates. This report will include summary resumes, supplemental information, and the
original resumes of those candidates we believe to be best qualified for the position.
Supplemental information on a candidate typically includes: the size ofthe organization for
which the person works, reporting relation ships, budget respo nsibility, the number of people
supervised, related experience and reasons for interest in the position. Any other specific
information will be dictated by the criteria set forth in the Recruitment Brochure.
The purpose of our interim report is to allow our client an opportunity to review the candidates
prior to the conclusion of the search, and it allows us to receive feedback on the caliber of the
candidates recruited . In thi s way, you will not be surprised by the candidates, as you wi ll have
seen their qualifications prior to the final interviews. Of course, we are flexible and may
consider other individuals as final candidates who are subsequently identified and were not
included in the interim report.
Page 3 of6
Candidate Assessment
We will interview (either in person or via video-conference) those candidates whose
qualifications most closely match the criteria established by you. We will examine their
qualifications and achievements in view of the selection criteria. Additionally, we will verify
degrees and certifications, gather news articles via the internet, and conduct credit/criminal/civil
litigation/motor vehicle record checks through an outside service.
As part of our process in evaluating external candidates, we make telephone reference checks. In
conducting these references, it is our practice to speak directly with individuals who are, or have
been , in a position to evaluate the candidate's performance on the job. These references and our
evaluations provide you with a frank, objective appraisal of the candidates. Following interviews
by the District, we will conduct references for the top one or two candidates.
Client Interviewing
We will assist you in scheduling final candidates for interview with your organization. In
addition, we will prepare a brief written report for those candidates most nearly meeting your
specifications, and will provide you with interviewing/selection tips, suggested interview
questions, and rating forms for your use. Candidates will not be ranked, for we believe it wi ll
then be a matter of chemistry between you and the candidates. We will conduct a "briefing
sessio n" immediately preceding yo ur interviews to make sure that the process flows smoothly,
and will assist you in a "debriefing" immediately following the interviews. Once we finalize
references on the top one or two candidates, we will provide you with a detailed , supplem ental
written report.
Additional Consultant Assistance
Our efforts do not conclude with the presentation of the final report. We are committed to you
until a s uccessful placement is made. Services that are routinely provided include:
• Arranging the schedule of interviews and the associated logistics for final candidates.
• Advising on s tarting s alary , fringe benefits, relocation trends and employment packages.
• Acting as a liaison between client and candidate in di scu ss ing offers and counter offers.
• Conducting a final round of reference checking with current employers (if not previously
done for reasons of confidentiality).
• Notifying unsuccessful candidates , who were not reco mmended for interview, of the
decision .
THE CLIENT'S ROLE
We work in partnership with our clients in conducting a search. While we may identify and
recommend qualified candidates, it is the client who must make the deci sion about which
candidate(s) to hire. In order to ins ure that the best candidates are available from which to
choose, our clients should be willing to do the following:
• Clearly inform us about matters relevant to the search that you wish to keep confidential (e.g.,
salary , personnel issues, and other priv ileged information).
Page 4 of6
•
•
•
•
•
Supply us with the names of people you have previously interviewed/considered for this
position.
Forward to us copies of the resumes you receive , to avoid duplication of effort .
Provide feedback regarding the information and recommendations provided by us .
Promptly decide upon and follow up in scheduling interviews with the most promising
candidates.
Assist in providing information to candidates that will enable them to make their career
decisions.
By doing the above, we will maximize the likelihood of mutual success.
Finally, please be reminded that the United States Immigration Reform and Control Act of 1986
requires that all employers verify an employee's eligibility to work in the United States. Since
we cannot serve as your agent in this matter, your hiring process should include this verification
procedure.
PROPOSED TIME SCHEDULE
The following is a typical schedule to conduct a thorough recruitment. However, we would be
pleased to di scuss modifications to this to meet your needs :
Weeks 1 to 4
Weeks 5 to 9
Week 10
Wee ks 11 and 12
Week 13
Following Interviews
Meet with Members of the Board of Directors and other appropriate
individuals to gather background information.
Develop and obtain approval for the Recruitment Brochure.
Develop a li st of potential candidates to target.
Prepare and pl ace advertisements.
Proactive recruitment-solicit, receive and acknowledge resumes.
Evaluate resumes and gather supplemental information.
Conduct preliminary telephone interviews with leading candidates.
Submit interim report and meet with you to review leading
candidates.
Verify degrees and ce rtification s, gather news articles via the
internet, conduct credit/criminal/civil litigation/motor vehicle
record checks and intervi ew the best qualified candidates.
Submit report on final candidates and initiate the interview process
with you.
Finalize references and assist with negotiations.
Page 5 of6
FEES AND EXPENSES
We propose a total fixed fee of$27,000 for this r ecruitment, which includes our firm's expenses.
Our budget provides for the following three meetings w ith the client: 1) to develop the
Recruitment Brochure; 2) to present the Interim Report ; and 3) to attend interviews of final
candidates. Please note that our budget does not include reimbursement of candidates wh o travel
to be interviewed by you. Unless you notify us to the contrary, we will assume that you will
handle these reimbursements directly. We will s ubmit three equal invoices for fees, due and
payable wi thin 30 days. Our first billing will be upon submission of the draft Recruitment
Brochure, the second at the deadline for receipt of resumes, and the third upon presentation of
our report on the day of interviews (or 90 days from the start of the recruitment, whichever
comes first).
Though we are committed to working with you until a placement i s made, our fees are not
contingent upon our success in placing a candidate with yo ur organization. However, if the
selected candidate (if recommended by us for hire, and other than an internal candidate)
should be terminated within one year from the date of hire, we will redo the search for no
additional professional fee. We would, however, expect to be reimbursed for any expenses that
might be incurred . And, in the event that more than one executive is hired in connection with
work performed by us (i.e., for another position within your organization) within one year of the
completion of thi s recruitment, a fee of $10,000 will be due for each additional external
executive hired.
You may discontinue this assignment at any time by written notification. In the unlikely event
that this occurs, you w ill be billed for fees based upon the time elapsed from the commencement
of the assignment to the date of cancellation. If a cancellation occurs within the first 30 days of
the assignment, fo ll owing either verbal or written authorization to proceed, one-third of the
professional fe e will be due. If a cancellation occurs thereafter, the fee beyond the first one-third
wi ll be prorated based upon the number of cal endar days which have elapsed. If a cancellation
occurs after 90 days, all professional fees will be due in full.
Our a bility to carry out the work required is heavily dependent on our past experience in
providing simil ar services to others, and we expect to continue such work in the future. We wi ll ,
however , preserve the confidential nature of any information received from you or developed
during the work in accordance with our established professional standards.
We assure you that we will devote our best efforts to carrying out the work required. The results
o btained, our recommendations and any written material we provide will be our best judgment
based on the information avai lable to us and our liability , if any, shall not be greater than the
amount paid to us for the services rendered.
Page 6 of6
EXHIBIT A
NORMAN C. ROBERTS
Norman Roberts pioneered the field of public sector recruitment more than 35 years ago. During
his career, he has managed more than 3,000 s enior level recruitments . In addition, he has also
provided other management consulting services for numerous local governments.
Mr. Roberts co-founded ROBERTS CONSULTING GROUP, INC. in 2003 to provide executive
recruitment services to local governments. Prev iously, he co-founded and, for 11 years, served
as President of Norman Roberts & Associates, Inc ., then the largest search firm in the U.S.
specializing in public sector recruitment. He became a Vice President with Maximus, Inc. when
the firm was acquired in 1999 , and continued in that role until 2003. Prior to establishing
Norman Roberts & Associates in 1988 , Mr . Roberts was a Senior Vice President ofKorn/Ferry
International (KFI). He joined KFI in 1976 and was founder and manager of the firm's national
public sector, not-for-profit, education and healthcare executive search practices. Among the
many placements made by Mr. Roberts was the President of the Los Angeles Olympic
Organizing Committee, Mr. Peter Ueberroth.
Mr. Roberts was previously employed for five years by Arthur D . Little, Inc. (ADL), where he
conducted general consulting assignments and recruited executives for local governments and
associations. Before joining ADL, Mr. Roberts was a senior consultant with Peat, Marwick,
Mitchell & Co., during which time he managed several major consulting engagements to provide
management assistance to public agencies. For three years before this, he was a senior member
of the Executive Director's staff of a federally funded program with a $60 million annual budget.
Previously, he was Assistant City Administrator of the City of Lomita. He began his career as a
staff assistant to the City of Los Angeles' Board of Public Works.
Mr. Roberts received a Bachelor of Arts degree in Political Science from the University of
California, Los Angeles (UCLA), and a Master's degree in Public Administration from the
University of Southern California (USC).
In the book The Career Makers , which profiles the top 150 executive recruiters in the nation, Mr.
Roberts was ranked as the leading recruiter for both Government Agencies/Municipalities and
Engineering. He was among the top ten for Transportation, MIS /Computer Operations, and
Women/Handicapped/Minorities, as well as being named a leader in several other areas,
includi n g Associations/Societies/Non-Profit Organizations, Health Services/Hospitals,
Universities/Colleges/Schools, Public Relations/Government Affairs, Legal, Law/Accounting/
Consulting Firms, Construction and Retail.
Mr. Roberts is a Past President of both the Los Angeles and San Francisco chapters of the
American Society for Public Administration (ASP A) and, in 1988 , he received the Will
Baughman Award for distinguished service to ASP A. He was an Advisory Board Member and
Past President of the California Executive Recruiters Association (CERA), and a member of the
International City/County Management Association (ICMA), Western Governmental Research
Association (WGRA), and International Personnel Management Association (IPMA). He is
currently on the Advisory Board for the Sol Price School of Public Policy at the U niversity of
Southern California and is a member of the Government Finance Officers Association (GFOA).
He also served on the Board of Children's Institute International and is a Past President. Mr.
Roberts has authored numerous articles and spoken before national organizations on the subject
of personnel issues.
Page 2 of2
EXHIBITB
VALERIE S. ROBERTS
Valerie Roberts is co-founder and President of ROBERTS CONSULTING GROUP, INC. The
firm was formed in 2003 to provide executive recruitment services to local governments. In
1988, she was co-founder and Executive Vice President of Norman Roberts & Associates, Inc.,
then the largest executive search firm in the U.S. specializing in public sector recruitment. She
had management responsibility for all recruitments conducted by the firm, including developing
systems, reviewing all consultant work, and marketing. Maximus, Inc. acquired Norman Roberts
& Associates in 1999, and she continued with them until 2003.
Previously, Ms. Roberts held the position of Ass istant to the President ofthe Arden Group, a
$360 million holding company with interests in supermarkets and telecommunications. Prior to
joining Arden, Ms. Roberts spent five years as a management consultant with Management
Systems Consulting Corporation and Theodore Barry & Associates, specializing in management
development, strategic planning and organizational development.
While in graduate school, Ms. Roberts was a Young Presidents' Organization (YPO) intern with
Korn/Ferry International and then continued with them as an Associate. She worked on
executive search assignments in the areas of financial services, public sector and within the
general practice.
Ms. Roberts received a Bachelor of Arts degree from Colorado Women's College (now a part of
the University of Denver), where she was valedictorian and graduated summa cum laude. She
earned a Master of Business Administration degree from the University of California, Los
Angeles (UCLA), with emphasis in finance and strategic planning, and is a member of Beta
Gamma Sigma.
Ms. Roberts was a member of the California Executive Recruiters Association, and was active in
fundraising efforts sponsored by the Board of Governors of Cedars-Sinai Medical Center and the
Cali fornia Special Olympics. She was also on the Steering Committee for Big Sunday (a Los
Angeles county-wide effort to promote volunteerism). Currently, she serves on the Board of a
charitable foundation.
AGENDA
YORBA LINDA WATER DISTRICT
BOARD OF DIRECTORS SPECIAL MEETING
Thursday, December 5, 2013, 3:00 PM
1717 E Miraloma Ave, Placentia CA 92870
1. CALL TO ORDER
2. PLEDGE OF ALLEGIANCE
3. ROLL CALL
Gary T. Melton, President
Robert R. Kiley, Vice President
Michael J. Beverage
Ric Collett
Phil Hawkins
4. PUBLIC COMMENTS
Any individual wishing to address the Board is requested to identify themselves and state the matter on which
they wish to comment. If the matter is on the agenda, the Board will recognize the individual for their comment
when the item is considered. No action will be taken on matters not listed on the agenda. Comments are limited
to matters of public interest and matters within the jurisdiction of the Water District. Comments are limited to five
minutes.
5. CLOSED SESSION
The Board may hold a closed session on items related to personnel, labor relations and /or litigation. The public is
excused during these discussions.
5.1. Public Employment
Pursuant to Section 54957 of the California Government Code
Title: General Manager
6. ADJOURNMENT
6.1. The next Regular Board of Directors Meeting will be held Thursday, December 12, 2013
at 8:30 a.m.
Items Distributed to the Board Less Than 72 Hours Prior to the Meeting
Pursuant to Government Code section 54957.5, non - exempt public records that relate to open session agenda items
and are distributed to a majority of the Board less than seventy -two (72) hours prior to the meeting will be available for
public inspection in the lobby of the District's business office located at 1717 E. Miraloma Avenue, Placentia, CA 92870,
during regular business hours. When practical, these public records will also be made available on the District's internet
website accessible at http: / /www.ylwd.com /.
Accommodations for the Disabled
Any person may make a request for a disability - related modification or accommodation needed for that person to be
able to participate in the public meeting by telephoning the Executive Secretary at 714 - 701 -3020, or writing to Yorba
Linda Water District, P.O. Box 309, Yorba Linda, CA 92885 -0309. Requests must specify the nature of the disability and
the type of accommodation requested. A telephone number or other contact information should be included so the
District staff may discuss appropriate arrangements. Persons requesting a disability - related accommodation should
make the request with adequate time before the meeting for the District to provide the requested accommodation.