HomeMy WebLinkAbout25-035 - Contract - CPS HR Consulting - Recruitment ServicesCity of Tukwila
• 6200 Southcenter Boulevard, Tukwila WA 98188
CONTRACT FOR SERVICES
Contract Number: 25-035
Council Approval N/A
This Agreement is entered into by and between the City of Tukwila, Washington, a non -charter optional
municipal code city hereinafter referred to as "the City," and CPS HR Consulting, hereinafter referred to
as "the Contractor," whose principal office is located at 2450 Del Paso Road, Suite 220, Sacramento, CA
95834.
WHEREAS, the City has determined the need to have certain services performed for its citizens
but does not have the manpower or expertise to perform such services; and
WHEREAS, the City desires to have the Contractor perform such services pursuant to certain terms
and conditions; now, therefore,
IN CONSIDERATION OF the mutual benefits and conditions hereinafter contained, the parties
hereto agree as follows:
1. Scone and Schedule of Services to be Performed _bv__Contractor. The Contractor shall perform
those services described in Exhibit A attached hereto and incorporated herein by this reference as if
fully set forth. In performing such services, the Contractor shall at all times comply with all Federal,
State, and local statutes, rules and ordinances applicable to the performance of such services and the
handling of any funds used in connection therewith. The Contractor shall request and obtain prior
written approval from the City if the scope or schedule is to be modified in any way.
2. Comoensation_and Method of Payment. The City shall pay the Contractor for services rendered
according to the rate and method set forth in Exhibit A_attached hereto and incorporated herein by this
reference. The total amount to be paid shall not exceed $50,000.
3. Contractor_Budaet. The Contractor shall apply the funds received under this Agreement within the
maximum limits set forth in this Agreement. The Contractor shall request prior approval from the City
whenever the Contractor desires to amend its budget in any way.
4. Duration_ of.Aareement. This Agreement shall be in full force and effect for a period commencing
upon execution, and ending December 31, 2025, unless sooner terminated under the provisions
hereinafter specified.
5. Indeoendent_Contractor, Contractor and City agree that Contractor is an independent contractor with
respect to the services provided pursuant to this Agreement. Nothing in this Agreement shall be
considered to create the relationship of employer and employee between the parties hereto. Neither
Contractor nor any employee of Contractor shall be entitled to any benefits accorded City employees
by virtue of the services provided under this Agreement. The City shall not be responsible for
withholding or otherwise deducting federal income tax or social security or contributing to the State
Industrial Insurance Program, or otherwise assuming the duties of an employer with respect to the
Contractor, or any employee of the Contractor.
6. Indemnification. The Contractor shall defend, indemnify and hold the Public Entity, its officers,
officials, employees and volunteers harmless from any and all claims, injuries, damages, losses or
suits including attorney fees, arising out of or in connection with the performance of this Agreement,
except for injuries and damages caused by the sole negligence of the Public Entity.
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Should a court of competent jurisdiction determine that this Agreement is subject to RCW 4.24.115,
then, in the event of liability for damages arising out of bodily injury to persons or damages to property
caused by or resulting from the concurrent negligence of the Contractor and the Public Entity, its
officers, officials, employees, and volunteers, the Contractor's liability hereunder shall be only to the
extent of the Contractor's negligence. It is further specifically and expressly understood that the
indemnification provided herein constitutes the Contractor's waiver of immunity under Industrial
Insurance, Title 51 RCW, solely for the purposes of this indemnification. This waiver has been mutually
negotiated by the parties. The provisions of this section shall survive the expiration or termination of
this Agreement.
7. Insurance. The Contractor shall procure and maintain for the duration of the Agreement, insurance
against claims for injuries to persons or damage to property which may arise from or in connection with
the performance of the work hereunder by the Contractor, their agents, representatives, employees or
subcontractors. Contractor's maintenance of insurance, its scope of coverage and limits as required
herein shall not be construed to limit the liability of the Contractor to the coverage provided by such
insurance, or otherwise limit the City's recourse to any remedy available at law or in equity.
A. Minimum Scope of Insurance. Contractor shall obtain insurance of the types and with the limits
described below:
1. Automobile Liability insurance with a minimum combined single limit for bodily injury and
property damage of $1,000,000 per accident. Automobile liability insurance shall cover all non -
owned, hired and leased vehicles. Coverage shall be written on Insurance Services Office (ISO)
form CA 00 01 or a substitute form providing equivalent liability coverage. If necessary, the
policy shall be endorsed to provide contractual liability coverage.
2. Commercial General Liability insurance with limits no less than $1,000,000 each occurrence,
$2,000,000 general aggregate and $2,000,000 products -completed operations aggregate
limit. Commercial General Liability insurance shall be as least at broad as ISO occurrence
form CG 00 01 and shall cover liability arising from premises, operations, independent
contractors, products -completed operations, stop gap liability, personal injury and advertising
injury, and liability assumed under an insured contract. The Commercial General Liability
insurance shall be endorsed to provide a per project general aggregate limit using ISO form
CG 25 03 05 09 or an equivalent endorsement. There shall be no exclusion for liability
arising from explosion, collapse or underground property damage. The City shall be named
as an additional insured under the Contractor's Commercial General Liability insurance policy
with respect to the work performed for the City using ISO Additional Insured endorsement CG
20 10 10 01 and Additional Insured -Completed Operations endorsement CG 20 37 10 01 or
substitute endorsements providing at least as broad coverage.
3. Workers' Compensation coverage as required by the Industrial Insurance laws of the State of
Washington.
B. Public Entity Full Availability of Contractor Limits. If the Contractor maintains higher insurance
limits than the minimums shown above, the Public Entity shall be insured for the full available limits
of Commercial General and Excess or Umbrella liability maintained by the Contractor, irrespective
of whether such limits maintained by the Contractor are greater than those required by this Contract
or whether any certificate of insurance furnished to the Public Entity evidences limits of liability
lower than those maintained by the Contractor.
C. Other Insurance Provision. The Contractor's Automobile Liability and Commercial General
Liability insurance policies are to contain, or be endorsed to contain that they shall be primary
insurance with respect to the City. Any insurance, self-insurance, or insurance pool coverage
maintained by the City shall be excess of the Contractor's insurance and shall not contribute with
it.
D. Acceptability of Insurers. Insurance is to be placed with insurers with a current A.M. Best rating
of not less than A: VII.
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E. Verification of Coverage. Contractor shall furnish the City with original certificates and a copy of
the amendatory endorsements, including but not necessarily limited to the additional insured
endorsement, evidencing the insurance requirements of the Contractor before commencement of
the work. Upon request by the City, the Contractor shall furnish certified copies of all required
insurance policies, including endorsements, required in this Agreement and evidence of all
subcontractors' coverage.
F. Subcontractors. The Contractor shall cause each and every Subcontractor to provide insurance
coverage that complies with all applicable requirements of the Contractor -provided insurance as
set forth herein, except the Contractor shall have sole responsibility for determining the limits of
coverage required to be obtained by Subcontractors. The Contractor shall ensure that the Public
Entity is an additional insured on each and every Subcontractor's Commercial General liability
insurance policy using an endorsement as least as broad as ISO CG 20 10 10 01 for ongoing
operations and CG 20 37 10 01 for completed operations.
G. Notice of Cancellation. The Contractor shall provide the City and all Additional Insureds for this
work with written notice of any policy cancellation, within two business days of their receipt of such
notice.
H. Failure to Maintain Insurance. Failure on the part of the Contractor to maintain the insurance as
required shall constitute a material breach of contract, upon which the City may, after giving five
business days notice to the Contractor to correct the breach, immediately terminate the contract
or, at its discretion, procure or renew such insurance and pay any and all premiums in connection
therewith, with any sums so expended to be repaid to the City on demand, or at the sole discretion
of the City, offset against funds due the Contractor from the City.
A. The Contractor shall maintain accounts and records, including personnel, property, financial and
programmatic records which sufficiently and properly reflect all direct and indirect costs of any
nature expended and services performed in the performance of this Agreement and other such
records as may be deemed necessary by the City to ensure the performance of this Agreement.
B. These records shall be maintained for a period of seven (7) years after termination hereof unless
permission to destroy them is granted by the office of the archivist in accordance with RCW Chapter
40.14 and by the City.
9. Audits and Inspections. The records and documents with respect to all matters covered by this
Agreement shall be subject at all times to inspection, review or audit by law during the performance of
this Agreement.
10. Termination. This Agreement may at any time be terminated by the City giving to the Contractor thirty
(30) days written notice of the City's intention to terminate the same. Failure to provide products on
schedule may result in contract termination. If the Contractor's insurance coverage is canceled for any
reason, the City shall have the right to terminate this Agreement immediately.
11. Discrimination Prohibited. The Consultant, with regard to the work performed by it under this
Agreement, will not discriminate on the grounds of race, religion, creed, color, national origin, age,
veteran status, sex, sexual orientation, gender identity, marital status, political affiliation, the
presence of any disability, or any other protected class status under state or federal law, in the
selection and retention of employees or procurement of materials or supplies.
12. Assignment and Subcontract. The Contractor shall not assign or subcontract any portion of the
services contemplated by this Agreement without the written consent of the City.
13. Entire Agreement: Modification. This Agreement, together with attachments or addenda, represents
the entire and integrated Agreement between the City and the Contractor and supersedes all prior
negotiations, representations, or agreements written or oral. No amendment or modification of this
Agreement shall be of any force or effect unless it is in writing and signed by the parties.
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14. Severability and Survival. If any term, condition or provision of this Agreement is declared void or
unenforceable or limited in its application or effect, such event shall not affect any other provisions
hereof and all other provisions shall remain fully enforceable. The provisions of this Agreement, which
by their sense and context are reasonably intended to survive the completion, expiration or cancellation
of this Agreement, shall survive termination of this Agreement.
15. Notices. Notices to the City of Tukwila shall be sent to the following address:
City Clerk, City of Tukwila
6200 Southcenter Blvd.
Tukwila WA 98188
Notices to the Contractor shall be sent to the following address:
CPS HR Consulting
2450 Del Paso Road Suite 220
Sacramento CA 95834
16. Annlicable Law: Venue: Attorney's Fees. This Agreement shall be governed by and construed in
accordance with the laws of the State of Washington. In the event any suit, arbitration, or other
proceeding is instituted to enforce any term of this Agreement, the parties specifically understand and
agree that venue shall be properly laid in King County, Washington. The prevailing party in any such
action shall be entitled to its attorney's fees and costs of suit.
DATED this 3rd day of February 2025.
CITY OF TUKWILA
I:Signed by:
KA&S ftt(,t,
PM Thomas c51eod, Mayor
ATTEST/AUTHENTICATED
Signed by:
An y�oun- arnett, City Clerk
APPROVED AS TO FORM
Signed by:
-�- P,"
Office oie Ifj/ Attorney
CONTRACTOR
L
ed by:
iSS& U Sr
FFE�
Melissa Asher, Chief of Client Services
CPS HR Consulting Page 4 of 4
Of
...,CONSULTING
City of Tukwila
Recruitment Services
Due: December 13, 2024
W,*jJE5§
4:30 P.M. PT
Submitted by:
Melissa Asher
Chief of Client Services
CPS HRAE= CONSULTING
IIIIIIIIIIIIIIIIIIIIIIIIIIII�M
Table of Contents
CoverLetter.........................................................................................................1
Business Information and Background..............................................................2
About CPS HR Consulting...................................................................................2
AddedValue........................................................................................................ 2
OurApproach...................................................................................................... 3
Key Stakeholder Involvement..............................................................................3
City's Needs........................................................................................................3
Commitment to Communication..........................................................................3
Aggressive, Proactive, and Robust Recruitment.................................................3
Diversity Outreach Process.................................................................................4
Methodology and Scope of Work....................................................................... 5
Phase I - Develop Candidate Profile and Recruitment Strategy .......................... 6
Phase II - Aggressive, Proactive, and Robust Recruitment.................................6
PhaseIII - Selection............................................................................................8
Timeline............................................................................................................... 9
Qualifications and Experience..........................................................................10
RecruitmentExperts..........................................................................................10
Staffing..............................................................................................................12
Professional Fees and Guarantee...................................................................14
Professional Services........................................................................................14
CostBreakdown................................................................................................14
One -Year Service Guarantee............................................................................15
Appendix A: References...................................................................................16
Appendix B: Staff Resumes.............................................................................17
J14'u() D ,II Paso h..car.�id, S ufle 220 Saca iruirnordo, CA e9"A,A www cIr)sihiir.us lax IIIC:a 68 006/JAW
Proposal to City of Tukwila
RFP Recruitment Services
Cover Letter
December 13, 2024
Pete M. Mayer, Deputy City Administrator
City of Tukwila
6200 Southcenter Boulevard
Tukwila, WA 98188
Submitted via: City's Online Dropbox
Subject: Recruitment Services
Dear Mr. Mayer:
CPS HR Consulting (CPS HR) is pleased to have the opportunity to submit a proposal to assist the City
of Tukwila (City) with the recruitment of a new Public Works Director and a new Deputy Public Works
Director/City Engineer. We are uniquely qualified to undertake this effort as we have vast experience in
assisting public agencies with executive search, screening, and placement.
We understand that each agency is unique, and our extensive experience allows us to tailor our process
to specifically meet your needs. Our work with local government agencies throughout the United States
gives us an in-depth understanding of government operations, programs, and services.
CPS HR offers a broad spectrum of human resource services while delivering personalized, results -
oriented services, utilizing best practice methods of recruitment and selection strategies from our team
of recruitment experts. Each recruitment is an opportunity to shape and prepare your organization for
the future. We understand how important this transition is for you and are perfectly placed to assist you
in this endeavor. Once this project begins, we will work with the City to tailor our process to highlight
this exciting opportunity and attract the best possible candidates.
It is our commitment to work in partnership with your organization to a successful result.
Thank you for the opportunity to be considered for this assignment. Should you have questions or
comments about the information presented in this proposal, please do not hesitate to contact me at
(916) 471-3358 or via email at masher(&cpshr.us.
Sincerely,
Melissa Asher
Chief of Client Services
CP'S H R=;;,� 0NSULTJNG Page 1 1
Proposal to City of Tukwila
RFP Recruitment Services
Business Information and Background
IIV o tai t C IIV°:' S Ilf....11l Il � ��iir m � wllll �aii iii iu� �
CPS HR is a client -focused human resources and management consulting firm, dedicated to addressing
the unique challenges faced by government and non-profit organizations. Founded in 1985, we have
earned a reputation as a trusted advisor by leveraging our in-depth public sector expertise to deliver
practical, results -driven solutions. As a Joint Powers Authority, we are a self-supporting government
agency exclusively serving public entities. This gives us a distinct advantage in understanding and
meeting the specific needs of clients across all levels of government, including Federal, State, Local,
Special Districts, Higher Education and Non -Profit organizations.
Our unwavering commitment to delivering an unparalleled client experience is built on our
comprehensive knowledge of the complexities within the public and non-profit sectors. We assist
organizations in attracting, hiring, retaining, and motivating top talent, essential for driving organizational
excellence in alignment with their vision.
With more than 100 full-time employees and a network of 200+ project consultants and technical experts
across the nation, CPS HR has partnered with more than 2,700 public and non-profit clients throughout
the United States. Headquartered in Sacramento, CA, with regional offices in Texas, Colorado, and
Southern California, we are strategically positioned to support your organization's growth and help your
employees fulfill the promise of public service.
Added\6IIIj.ppµ
We help clients succeed by:
■ Understanding Their Goals: We listen to your needs, understand your business, and focus on
achieving your desired outcomes.
■ Unlocking New Perspectives: Togetherwe explore new ideas, expand possibilities, and consider
the broader impact on those you serve.
■ Bringing Solutions to Life: We put plans into action, making strategies operational and effective.
■ Empowering Their Growth: Provide you with the tools and knowledge to elevate performance
and expand capabilities for your organization and those you serve.
CP; HRZ&imimim ON ULTIN Page 1 2
Proposal to City of Tukwila
RFP Recruitment Services
Our Approach
Key StIll:rµllhcAId:niir IIIlirmmrrIll iir°ir°iu° iir°m�:
The Mayor and City Administrator on behalf of the City of Tukwila must be intimately involved in the
searches for a new Public Works Director and new Deputy Public Works Director/City Engineer. Our
approach assumes their direct participation in key phases of the search process. At the discretion of
the Mayor and City Administrator, other key stakeholders may also be invited to provide input for the
development of the candidate profile.
s IIS° III eedm
A critical first step in a successful executive search is for the Mayor and City Administrator to define the
professional and personal qualities required of each position. CPS HR has developed a very effective
process that will permit the Mayor and City Administrator to clarify the preferred future direction for the
City; the specific challenges the City is likely to face in achieving this future direction; the working style
and organizational climate the Mayor and City Administrator wishes to establish with the positions; and
ultimately, the professional and personal qualities required of the positions.
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Throughout the recruitment process, we are strongly committed to keeping you fully informed of our
progress. We will collaborate with you to provide updates on the status of the recruitment via your
preferred method of communication (phone conference, email, etc.).
We place the highest level of importance on customer service and responding in a timely manner to all
client and candidate inquiries. Our previous clients and candidates have expressed a sincere
appreciation for our level of service and responsiveness to the management of the recruitment process.
As a result, we have many long-term relationships with clients that have led to opportunities to assist
them with multiple recruitments.
CPS HR's communication continues once you have selected the new Public Works Director and new
Deputy Public Works Director/City Engineer. We will contact the Mayor and City Administrator and the
newly appointed positions within six months of appointment to ensure an effective transition has
occurred.
Aggressive, IIV:) urs:: ac'bilve, arid IIF° dl t i It
We take an aggressive approach in identifying and recruiting the best available candidates. There are
those candidates who would gladly rise to the professional challenge and apply for these positions;
however, some of the best candidates are often not actively seeking a new position and may only
consider a change once we present them with your opportunity. Evoking the sense of vision and
opportunity in qualified persons is among the responsibilities of CPS HR, and we pride ourselves in our
efforts to reach the best available potential candidates.
We use advertisements, directly email the outreach brochure, post messages and connect with potential
candidates on business media such as Linkedln, and of course, pick up the phone and call qualified
individuals and referral sources.
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Proposal to City of Tukwila
RFP Recruitment Services
... lii reir sii.t..
CPS HR strives to attract the most highly qualified, diverse candidate pool possible. We are pleased
that our diligent efforts have resulted in more than 57% of our executive level placements being people
of color and/or female candidates within the past three years.
We accomplished this by advertising with organizations like the National Forum for Black Public
Administrators and the Local Government Hispanic Network in order to reach these specific population
groups. We also seek candidate referrals from local subject matter experts and the national leadership
of groups like Women Leading Government. By taking the time to directly contact these influential
industry experts, we ensure that we capture the maximum number of distinguished candidates —
particularly those who are well-known in their industries, but who may not be actively looking for a new
job. Our recruitment process results in an exceptionally diverse candidate pool and a high level of client
satisfaction.
CP'S HR=:;,C C ON ULTJN Page 1 4
Proposal to City of Tukwila
RFP Recruitment Services
Methodology and Scope of Work
Our proposed executive search process is designed to provide the City with the full range of services
required to ensure the ultimate selection of a new Public Works Director and new Deputy Public Works
Director/City Engineer is uniquely suited to the City's needs. CPS HR can perform Outreach Only or
Partial Recruitment services if a Full Recruitment is not currently needed by the City.
Develop
Candidate
Profile an7d
Recruitment
Strategy
Aggressive,
Proactive,
and Robust
Recruitment
Phase I: Our consultant will meet with the Mayor and City Administrator to ascertain the City's needs
and ideal candidate attributes, target our search efforts, and maximize candidate fit with the City.
Phase II: The recruitment process is tailored to fit the City's specific wants and needs, with targeted
advertising, combined with contacts with qualified individuals from our extensive database.
Phase III: The selection process is customized for the City. CPS HR will work with the Mayor and City
Administrator to determine the process best suited to City of Tukwila.
Below is a breakdown of the services included in each recruitment option.
CPS HR=;;,C 0NSULTJNG Page 1 5
Proposal to City of Tukwila
RFP Recruitment Services
5 Conduct Reference and Background X
Checks
6 Assist in Negotiation (if requested) X
IIhi a s, e III .... IIedIb III' an(j
Task 1 - Review and Finalize Executive Search Process and Schedule
Task 2 - Key Stakeholder Meetings
Task 3 - Candidate Profile and Recruitment Strategy Development
Task 4 - Develop Recruitment Brochure
The first step in this engagement is a thorough review of the City's needs, culture and goals; the
executive search process; and the schedule. CPS HR is prepared to meet with key stakeholders to
obtain input in developing the ideal candidate profile and to assist us in understanding key issues and
challenges that will face the positions. Activities will include:
■ Identifying key priorities for the positions and the conditions and challenges likely to be
encountered in achieving these priorities.
■ Describing the type of working relationship the Mayor and City Administrator wish to establish
with the positions.
■ Generating lists of specific competencies, experiences, and personal attributes needed by the
positions in light of the discussions above.
■ Discussing recruitment and selection strategies for the Mayor and City Administrator's
consideration to best produce the intended results.
CPS HR will provide a summary to the City stemming from these activities as an additional source of
information for developing the candidate profile and selection criteria.
Following the completion of the workshop session, CPS HR will work with a professional graphic artist
to design a recruitment brochure and present it to the City for review. Brochure examples are available
on our website at httos://www.cr)shr.us/executive-level-recruitment-2/.
IIV'::wIIV°u a s, e III III .... . aaures sii aµ IIV'::')ir'c) Ul: ve arid III': cf bt..j U:
Task 1 - Place Advertisements
Task 2 - Identify and Contact Potential Candidates
Task 3 - Resume Review and Screening Interviews
Task 4 - Mayor and City Administrator Selects Finalists
The recruitment process is tailored to fit the City's specific wants and needs, with targeted advertising,
combined with personal contacts with qualified individuals from our extensive database.
CPS HR will prepare, submit for your approval, and publish advertisements on professional and affiliate
websites to attract candidates on a nationwide, regional, local or targeted basis based on the
recruitment strategy. Examples may include:
CPS HR mimimi CwC NSUL.TINC Page 1 6
Proposal to City of Tukwila
RFP Recruitment Services
• City's website
0 Association of Washington Cities
• CPS HR website
0 Washington State Association of Counties
• Western Cities
0 Society of Women Engineers
• Careers in Government
0 National Forum for Black Administrators
• Linkedln
0 National League of Cities
• American Public Works
0 Governmentjobs.com
Association
0 Local Government Hispanic Network
• American Society of Civil
Enaineers
As a consulting firm that interacts with hundreds of public sector executives during engagements, we
have a cadre of individuals who we inform of recruitments, both to increase the visibility of the opening
and to attract appropriate individuals who fit the special needs of our client. Communication with these
professionals ensures that an accurate picture of the requirements of the job is apparent and proliferated
throughout their professional networks.
CPS I IR is focused on reaching a c ivetse canchoUte pool and would recommend
publications/websites that are targeted to minority and female candidates. In addition to placing ads on
websites aimed at minority candidates, we will contact leaders within appropriate associations to gain
their insight and referrals of possible candidates.
Within the past three years, more than 57% of our executive level placements have been
minority and/or female candidates.
CPS HR will prepare an email distribution list containing prospective candidates and referral sources.
These individuals will receive a link to the position brochures along with a personal invitation to contact
CPS HR should they have any questions about the positions.
CPS HR maintains a comprehensive, up-to-date database of industry leaders and experienced
professionals; however, we do not rely solely upon our current database. We also conduct research to
target individuals relevant to your specific needs and expectations to ensure that we are thorough in
our efforts to market the positions to the appropriate audience and to garner a diverse and quality pool
of candidates.
We will:
■ Convey a strong sense of the purpose and strategy of the City. For many talented individuals,
understanding these aspects is one of the key motivators to compete in such an environment.
■ Provide guidance and resources to candidates regarding the area's cost of living, mean and
median housing prices, higher education opportunities, K-12 education information, and other
aspects of interest to those who are considering relocating to the area.
■ Actively seek highly qualified candidates who may be attracted by the prospect of collaboration
with other departments, providing exceptional leadership to the City or continuing to ensure the
public confidence in the integrity of the City.
CPS HR will directly receive and initially screen all resumes. This screening process is specifically
designed to assess the personal and professional attributes the City is seeking and will include a
thorough review of each candidate's resume, and if applicable, supplemental questionnaire responses
and other supporting materials. CPS HR will personally speak to selected candidates during a
preliminary screening interview and will spend extensive time ascertaining each candidate's long-term
CPS HR mlmlml C ONSULTING Page 1 7
Proposal to City of Tukwila
RFP Recruitment Services
career goals and reasons why the candidate is seeking this opportunity, as well as gaining a solid
understanding of the candidate's technical competence and management philosophy. We will gather
data on any other unique aspects specific to this recruitment based upon the candidate profile, as well
as conduct internet research on each candidate interviewed.
CPS HR will prepare a written report that summarizes the results of the recruitment process and
recommends candidates for further consideration by the Mayor and City Administrator. Typically, the
report will recommend five to eight highly qualified candidates and will include resumes and a profile on
each interviewee's background. CPS HR will meet with the Mayor and City Administrator to review this
report and to assist them in selecting a group of finalists for further evaluation.
IIRIV,ose III III IIII Sd�ec bi airi
Task 1 - Design Selection Process
Task 2 - Administer Selection Process
Task 3 - Final Preparation for Appointment
Task 4 - Contract Negotiation (if requested)
CPS HR will design a draft selection process based on information gathered in Phase I. We will meet
with the City to review this process and discuss the City's preferred approach in assessing the final
candidates. The selection process will typically include an in-depth interview with each candidate but
may also include other selection assessments such as an oral presentation, preparation of written
materials, and/or problem -solving exercises.
We will coordinate all aspects of the selection process for the City. This includes preparing appropriate
materials such as interview questions, evaluation manuals, and other assessment exercises; facilitating
the interviews; assisting the City with deliberation of the results; and contacting both successful and
unsuccessful candidates.
Following the completion of the selection process, CPS HR will be available to complete the following
components:
■ Arrange Follow-up Interviews/Final Assessment Process: Should the City wish to arrange
follow-up interviews and/or conduct a final assessment in order to make a selection, CPS HR
will coordinate this effort.
■ Conduct In -Depth Reference Checks: The in-depth reference checks are a comprehensive
360 -degree evaluation process whereby we speakwith current and previous supervisors, peers,
and direct reports. (It is our policy to not contact current supervisors until a job offer is made,
contingent upon that reference being successfully completed, so as not to jeopardize the
candidates' current employment situation.) Candidates are requested to provide a minimum of
five references. CPS HR is able to ascertain significant, detailed information from reference
sources due to our commitment to each individual of confidentiality, which leads to a willingness
to have an open and candid discussion and results in the best appointment for the City. A written
(anonymous) summary of the reference checks is provided to the City.
■ Conduct Background Checks: Upon a conditional job offer, we will arrange for a background
check of a candidate's records on driving, criminal and civil court, credit history, education,
published news, and other sensitive items. Should any negative or questionable content appear
during these checks, CPS HR will have a thorough discussion with the finalist(s) and will present
a full picture of the situation to the City for further review.
CP'S HRZ&ON UL.TINC Page 1 8
Proposal to City of Tukwila
RFP Recruitment Services
■ Contract Negotiation (if requested): Successful negotiations are critically important, and we
are available to serve as your representative in this process. With our expertise, we can advise
you regarding current approaches to various components of an employment package. We can
represent your interests with regards to salary, benefits, employment agreements, housing,
relocation, and other aspects, with the ultimate goal of securing your chosen candidate.
IIIA' Ilii iiirri ilii eIIIII Ilii iiin
The project team CPS HR has selected is prepared to begin work upon receipt of a fully executed
contractual agreement. All search activities up to and including the selection of new Public Works
Director and a new Deputy Public Works Director/City Engineer can be completed in 12 to 14 weeks.
The precise schedule will depend on the placement of advertising on appropriate professional and
affiliate websites, and the ability to schedule, as quickly as possible, the initial meeting. A proposed
schedule of major milestones is presented below.
CPS HR=;;,C ONSULTJNG Page 1 9
Proposal to City of Tukwila
RFP Recruitment Services
Qualifications and Experience
IlEIlp iiirt
CPS HR specializes in the recruitment and selection of key professionals for cities, counties, special
districts, and non -profits. Working in partnership with the governing body or selection team, we develop
customized search strategies that focus on locating and recruiting qualified candidates who match the
agency's unique needs. Our wealth of recruitment experience has been gained through more Man 20
Boas of placing top and mid-level executives in public agencies throughout the United States.
■ Unmatched Recruitment Experience for Government Agencies. CPS HR has extensive
experience in recruiting executive -level professionals for public agencies across the United
States. As a public agency ourselves, we understand how to work with and within government.
Our understanding of public sector culture and policy uniquely sets us apart from our
competitors.
■ Focus on Diversity Recruiting. In the past three years, 57% of the candidates placed by CPS
HR were female, members of ethnic minorities or both. To continue this trend, CPS HR is
constantly assessing the best methods for reaching the broadest network of possible
candidates. To that end, we have just signed a contract with Zoom Info, a new sourcing platform,
that includes a diversity sourcing filter.
■ Seasoned Executive Recruiters. Our recruiters possess a high level of expertise in recruiting
and placing executive -level professionals. Our staff of experts includes an exceptional group of
full-time employees as well as a full complement of subject matter experts, intermittent
employees, and part-time employees with a variety of public and private sector experience.
■ Detailed Needs Assessments. We conduct a detailed needs assessment to identify 1) future
organizational direction; 2) challenges facing the position; 3) the working style and
organizational climate; and 4) required core and job specific competencies as well as personal
and professional characteristics.
■ Success Recruiting Non -Job Seeking Talent. We recognize that the very best candidates for
some types of positions may not be looking for a career change, therefore, our recruitment team
takes a very aggressive approach to identify and recruit such candidates.
■ Vast Pool of Public Agency Contacts. CPS HR maintains a database of candidates and an
extensive network of external resources to leverage for executive -level positions. We utilize our
vast pool of public and non-profit contacts to deliver a strong list of competitive candidates who
will be well prepared to assist you in the accomplishment of your specific mission and goals.
■ Satisfied Clients. Our executive search chent sathl;faction rating averages 4,5' orp a scale
of 5 While many companies talk about client satisfaction, how many measure the impact of that
through assessing client satisfaction by distributing written surveys and tying the results of these
surveys to their performance management system? CPS HR Consulting does. A client
satisfaction survey is sent at the end of every engagement requesting feedback on the quality
of our staff, deliverables, and the overall consulting relationship.
CP'S H R- imimimisC ONSULTING Page 1 10
Proposal to City of Tukwila
RFP Recruitment Services
■ Retention/Success Rate. Our success rate is tied to the longevity of the candidates we place,
currently more than 95% of our placements are still in their position after two years.
■ Similar recruitments. Below is a list of public works and engineering recruitments conducted
by CPS HR within the last five years to show our experience leading similar searches.
Agency
City of Edmonds, WA
Title
Public Works Director
Year
Completed
Current
City of Aurora, CO
Director of Public Works
Current
City of Bell, CA
Public Works Director
Current
Travis County, TX
Assistant Director of Public Works
2024
City of Oklahoma City, OK
Utilities Assistant Director
2024
City of Madera, CA
Public Works Operations Director
2023
City of Phoenix, AZ
Director (Public Works — Street Transportation)
2023
City of Apache Junction, AZ
Public Works Director
2023
City of Red Bluff, CA
Public Works Director/City Engineer
2023
City of San Jose, CA
Public Works Director
2023
City of Oklahoma City, OK
Director of Utilities — Engineering
2023
City of Aurora, CO
Public Works Deputy Director of Development
Review
2022
City of Turlock, CA
Public Works Director
2022
City of Apache Junction, AZ
Public Works Director
2022
Travis County, TX
Sr Engineer - CIP/Public Works
2022
Coconino County, AZ
Assistant County Engineer
2022
San Joaquin Valley Air Pollution Control
District, CA
Engineering Project Manager
2022
Travis County, TX
Public Works Director
2022
Foothill Municipal Water District, CA
Assistant District Engineer
2022
City of Dallas, TX
Assistant Director of Development Services
2022
City of Aurora, CO
Engineering Supervisor
2022
County of Clark, NV
Engineering Manager
2022
City of San Mateo, CA
Deputy Director of Public Works
2021
South Coast Air Quality Management
District
Deputy Executive Officer - Engineering and
Permitting
2021
City of San Jose, CA
Building Management Administrators - Parks,
Recreation & Public Works Depts.
2021
City of Vancouver, WA
Public Works Director
2021
City of Colton, CA
Public Works and Utilities Director
2021
City of Carson, CA
Director of Public Works
2021
City of San Jose, CA
Senior Engineer - CIP
2020
City of Redlands, CA
Director, Municipal Utilities and Engineering
2020
City of Oxnard, CA
Assistant Public Works Director
2020
CPS HR=:;,C ONSULTING Page 1 11
Proposal to City of Tukwila
RFP Recruitment Services
Agency
Title
Year
Completed
2020
City of Fife, WA
Public Works Director
City of Oxnard, CA
Civil Engineers
2020
City of Berkeley, CA
Public Works Director
2020
City of McAllen, TX
Deputy Director of Public Works
2020
City of Oxnard, CA
Assistant Public Works Director
2020
San Joaquin Area Flood Control Agency,
CA
Director of Engineering
2020
County of Marin, CA
Chief Deputy Public Works Director
2020
City of Redlands, CA
Director of City's Municipal Utilities and
En ineerin Department
2020
City of Anaheim, CA
Engineer Manager — Design Services
2019
City of Anaheim, CA
Engineer Manager — Development Services
2019
City of Goodyear, AZ
Engineering Director
2019
City of Avondale, AZ
Development and Engineering Services Director
2019
City of San Jose, CA
Senior Engineer - Municipal Water System - Env.
2019
City of San Jose, CA
Senior Engineer - Municipal Water System - Env.
2019
City of Wheat Ridge, CO
Director of Public Works
2019
°taf°fil iii
CPS HR has assembled a strong project team with each member possessing extensive recruiting
experience and a direct, in-depth understanding of local government. Our executive recruitment team
will work collectively to fulfill the City's needs in a timely and effective manner. We are committed to
providing each of our clients the same level of service excellence, and we take great care not to take
on more work than this commitment allows. We will not utilize subcontractors for these services. No
staff members will be removed or replaced without the prior written concurrence of the City.
Team Biographies
Abby Ackers, Senior Executive Recruitment, Project Manager
As a senior executive recruiter and talent acquisition consultant with over 15 years of professional
management experience, Abby has a passion and a track record for connecting talented public service
professionals with exciting and rewarding leadership opportunities. The majority of her executive search
experience is dedicated to the public sector, placing steadfast government leaders in municipalities,
counties, metro districts, and supporting agencies across the United States.
In doing so, she firmly believes that recruiting and retaining top talent for public service positions
positively contributes to the long-term success of the organization and the community it serves. With a
background in sales and marketing, hospitality, and executive search, she's well-equipped with solid
skills in project management, strategic planning, negotiation, communication, relationship building, and
problem -solving.
CPS HR - imi;m 0NSULT1NG Page 1 12
Proposal to City of Tukwila
RFP Recruitment Services
Most recently, in addition to being the Managing Member of her own talent acquisition consulting
business, she was the Vice President of Executive Search at her previous organization, responsible for
overseeing the recruiting team and completion of recruitment projects, ranging from City Managers and
C -Suite positions to Department Directors, Assistant Directors, and Managers.
She specializes in full -cycle recruitments and works with her clients through the recruiting process to
develop creative, client -specific strategies, processes, and best practices for talent acquisition and
retention, including ways to reduce instinctual biases and overcome recruiting challenges in an ever-
changing employee -employer market. She appreciates working with diverse and dynamic teams and
candidates who share the same vision and values of serving the public interest and improving
organizational performance.
Shawn Garcia, Executive Recruiter
Shawn Garcia has over twenty years of professional experience in the public sector including Human
Resources, recruitment, leaves of absence, workers compensation, benefits oversight, policy
development and implementation, and administrative operations. She is a strong leader with excellent
communication, project management, and interpersonal skills.
During her twenty-one years at First 5 Contra Costa, she managed the human resources department
for a staff of 30+ including employee relations, recruitment and staffing, position classification,
compensation, staff training and development, benefit oversight, performance evaluations, employee
leaves, employee safety, and executive level recruitment.
Fatima Nukic, Associate Executive Recruiter
Fatima Nukic brings over ten years of professional experience in the public sector, specializing in a wide
range of executive recruitments for counties, cities, special districts, and associations. Her expertise
includes recruiting for key leadership positions such as Executive Director, City Attorney, Police Chief,
Human Resources Director, Finance Director, Health and Human Services Director, Risk Manager, and
Environmental Resources Director, among others.
Ms. Nukic is an action -oriented, results -driven recruiter who excels in developing innovative strategies
to promote recruitments and identify ideal candidates. With a strong background in promotion, sourcing,
and social media marketing, she plays a key role as an Associate Executive Recruiter at CPS HR
Consulting.
CP; HR=:;,C ONSULTJNG Page 1 13
Proposal to City of Tukwila
RFP Recruitment Services
Professional Fees and Guarantee
IIIV'°1iii liii iii m VIII ei4iices
Our professional fixed flat fee covers all CPS HR services and deliverables associated with Phases I, II,
and III of the recruitment process. Travel expenses for candidates who are invited forward in the
interview process are not included.
Professional Fixed Fees*
Professional Services Fixed Fee for 15t Full Recruitment
$27,000
Professional Services Fixed Fee for 2"d Full Recruitment
$23,000
*Professional fees will be billed in equal installments upon phase completion. CPS HR will send the invoice
upon completion of each phase to the City.
IIIA Iliisof crit °Far, Seiiir Ales
CPS HR is pleased to extend to the City a multiple search discount on the City's upcoming recruitments
for a Public Works Director and a Deputy Public Works Director/City Engineer. If CPS HR is selected to
conduct the searches for both positions, a discount of $4,000 will be applied to the second search as
detailed above.
Cost III'iiiredlllll ii
CPS HR ml;, 0NSULTJNG Page 1 14
Proposal to City of Tukwila
RFP Recruitment Services
Task 3 — Final Preparation for Appointment: Arrange Follow-up Interviews, FinalI $3,000
Assessment Process, In -Depth Reference and Background Check
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If the employment of the candidate selected and appointed by the City as a result of a full executive
recruitment (Phases 1, 11, and 111) comes to an end before the completion of the first year of service,
CPS HR will provide the City with professional services to appoint a replacement. Professional
consulting services will be provided at no cost. The City would be responsible only for expenses such
as re -advertising, consultant travel, additional background checks, etc. This guarantee does not apply
to situations in which the successful candidate is promoted or re -assigned within the
organization during the one-year period. Additionally, should the initial recruitment efforts not result
in a successful appointment, CPS HR will extend the aggressive recruiting efforts and screen qualified
candidates until an offer is made and accepted. CPS HR does not provide a guarantee for candidates
placed as a result of a partial recruitment effort.
CPS HR=;;,C ONSULTJNG Page 1 15
Proposal to City of Tukwila
RFP Recruitment Services
Appendix A: References
Provided below is a partial list of clients we have recently worked with in providing similar executive
recruitment services. We are confident that these public -sector clients will tout our responsiveness and
ability to successfully place candidates that were a good fit for their organization's needs.
Agency: City of Fort Worth, TX
Contact: Dianna Giordano, Director of Human Resources & Civil Services
Phone/ Email: dianna.giordano(a-)-fortworthtexas.gov; (817) 392-7783
Address: 100 Fort Worth Trail, Fort Worth, TX 76102
Recruitments: Multiple Recruitments
Agency: Utah Transit Authority
Contact: Greg Gerber, Director, Talent Acquisition
Phone/ Email: ggerber(cD_rideuta.com; (801) 287-2331
Address: 669 West 200 South Salt Lake City, UT 84101
Recruitment: Multiple Recruitments
Agency: San Joaquin Area Flood Control Agency, CA
Contact: Scott Shapiro, General Counsel, San Joaquin Area Flood Control Agency
Phone/ Email: sshapiroo_downeybrand.com; (916) 520-5234
Address: Downey Brand LLP, 621 Capitol Mall, 18th Floor, Sacramento, CA 95814
Recruitment: Executive Director
Agency: City of Farmersville, CA
Contact: Michael Schulte, City Manager
Phone/ Email: mschulteo_cityoffarmersville-ca.gov; (559) 696-2312
Address: 909 W. Visalia Rd., Farmersville, CA 93223
Recruitment: City Manager
CP; HR=;;,C ONSULTING Page 1 16
Proposal to City of Tukwila
RFP Recruitment Services
Appendix B: Staff Resumes
Abby Ackers, Senior Executive Recruitment, Project Manager
As a senior executive recruiter and talent acquisition consultant with over 15 years of professional
management experience, Abby has a passion and a track record for connecting talented public service
professionals with exciting and rewarding opportunities. The majority of her executive search
experience is dedicated to the public sector, placing strong government leaders in municipalities,
counties, metro districts, and supporting agencies across the United States. In doing so, she firmly
believes that recruiting and retaining top talent for public service positions positively contributes to the
long-term success of the organization and the community it serves. She offers a collaborative, open-
minded approach and thrives in opportunities that leverage her creative thinking, acute business
acumen, and competitive spirit to help increase organizational performance and elevate talent.
Employment History
■ Senior Executive Recruiter, CPS HR Consulting
■ Managing Member, Talent Acquisition Consultant, J. Borden Co. LLC, Fort Worth, TX
■ PartnerNice President, Executive Search, Mackenzie Eason & Associates, Fort Worth, TX
■ Business Travel & Transient Sales Manager, Omni Fort Worth Hotel, Fort Worth, TX
■ Corporate Sales & Marketing Coordinator, Omni Hotels & Resorts, Dallas, TX
■ Licensed Sales Associate, Glacier Sotheby's International Realty, Whitefish, MT
■ C -Suite Executive Assistant, Fidelity National Timber Resources, Whitefish, MT
Professional Experience
■ Currently serving on the Senior Executive Recruitment Team for the Texas and Midwest Region,
working with public agency clients through the recruitment process, including recruitment
planning and strategy, position advertising and marketing, and candidate sourcing, outreach,
screening, and selection.
■ Formed a full cycle recruitment company with a mission of offering a personalized approach to
executive recruiting to ensure the right candidate is in the right position in the right culture and
organization. Led the daily operations, executive recruitments, business development, and
financial projections and reporting of a woman -owned and operated small business. Created all
marketing materials and promotion of the business and executive search positions through
websites, social media, and written and oral presentations. Provided a personalized approach
to executive recruitment and a la carte services specific to each client's needs, requirements,
and wishes, placing a focus on diversity hiring and retention.
■ Led the full life -cycle recruitments for high-level leadership and C -Suite positions for private,
public, and non-profit entities across the United States. Consulted clients on strategies,
processes, and best practices for talent acquisition and retention, including ways to reduce
biases and overcome recruiting challenges in an ever-changing employee/ employer market.
Developed creative, client -specific talent acquisition marketing materials, websites, and
strategies to attract and retain the most qualified candidates. Successfully placed over 60
executives, maintaining a 74% retention rate of 4+ years, with a focus on diversity hiring,
resulting in 69% of finalists and 67% hired being diverse candidates.
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Proposal to City of Tukwila
RFP Recruitment Services
■ Reached President's Circle status by achieving over 105% of her annual sales goal for three
consecutive years, driving 107% of the 2018 annual revenue goal. Exceeded her 2017 annual
revenue goal by 112%. Awarded the 2016 Transient Sales -Highest Percentage Over Annual
Goal award for Omni Hotels & Resorts, achieving 117.3% of her 2016 annual goal and 60%
YOY revenue increase. Achieved 109% of the 2015 annual revenue goal resulting in a 28.5%
YOY revenue increase. Drove an average 5.5% YOY average daily rate increase, exceeding
the industry -forecasted increase of 3.2%.
■ Implemented analytical reporting and marketing processes that streamlined and strengthened
the Corporate Business Travel, Global Sales & Marketing teams' efforts in account prospecting,
rate negotiations, and hotel performance for 52 luxury hotels and resorts. Wrote marketing
content, customized graphics, and designed master templates for presentations and marketing
materials for client events, sales meetings, and industry tradeshows. Forecasted and tracked
the annual budgets, P&L, corporate allocations, department ledgers, and expenses for the
Marketing and Business Travel divisions, managing an annual budget of $3.2M and $300K,
respectively.
■ Represented buyers and sellers to facilitate real property transactions of exclusive residential
properties and developments in seasonal resort community. Chosen as exclusive agent to
market and sell $10M private residential property development. Offered accurate market
analysis and property valuations for prospective clients and valuable due diligence for residential
development investors in a highly competitive market.
■ Provided exclusive support to the Chairman of the Board, CEO, COO, and Legal Counsel of a
Fortune 500 provider of title and specialty insurances, as well as their personal real estate
development and venture capital projects. Administered confidential transactions and legal
contracts of nine company mergers, acquisitions, and takeovers, resulting in the largest annual
growth of all FNF subsidiary companies. Prepared specialized reports, electronic meeting
presentations, and written correspondence for the C -Level Executive Team and their affiliates.
Solely managed a $4M residential development project. Oversaw from renovation to leasing of
seven residential properties while simultaneously balancing the daily office operations and
Executive needs.
Education
■ B.A. and B.S. Sociology, University of Colorado at Boulder
■ NCAA Varsity Women's Golf Team
CPS HR=:;,C 0NSULTJNG Page 1 18
Proposal to City of Tukwila
RFP Recruitment Services
Shawn Garcia, Executive Recruiter
Shawn Garcia has over twenty years of professional experience in the public sector including Human
Resources, recruitment, leaves of absence, workers compensation, benefits oversight, policy
development and implementation, and administrative operations. She is a strong leader with
excellent communication, project management, and interpersonal skills.
During her twenty-one years at First 5 Contra Costa, she managed the human resources department
for a staff of 30+ including employee relations, recruitment and staffing, position classification,
compensation, staff training and development, benefit oversight, performance evaluations, employee
leaves, employee safety, and executive level recruitment.
Employment History
■ Executive Recruiter, CPS HR Consulting
■ Administrative Manager, First 5 Contra Costa Children and Families Commission
■ Administrative Coordinator, First 5 Contra Costa Children and Families Commission
■ Administrative Assistant, First 5 Contra Costa Children and Families Commission
Education
■ 6 Units Completed, California State University, East Bay, Hayward, CA
■ 90+ Units Completed for Transfer, Diablo Valley College, Pleasant Hill, CA
CPS HR=:;,C ONSULTJNG Page 1 19
Proposal to City of Tukwila
RFP Recruitment Services
Fatima Nukic, Associate Executive Recruiter
Fatima Nukic has over ten years of professional experience in the public sector. She has assisted in a
wide range of recruitments for county, city, special district, and association executives including
recruitments for the positions of: executive director, city attorney, police chief, human resources director,
finance director, health and human services director, risk manager, environmental resources director.
Ms. Nukic is an action -oriented and results -driven leader who thrives on finding new ways to promote
recruitments and finding ideal candidates. She brings an extensive background in promoting, sourcing,
and social media marketing to her role as an Associate Executive Recruiter at CPS HR Consulting.
Employment History
■ Associate Executive Recruiter, CPS HR Consulting
■ Executive Search Technician, CPS HR Consulting
■ Office Manager/HR, DMD Express
■ Guest Representative, The Mirage Hotel and Casino
■ Department Manager, Albertsons
Professional Experience
■ Various administrative duties, such as research, scheduling appointments, handling
client/candidate questions, filing, data entry, answering telephones, and operating various office
equipment. Process contracts and coordinate client invoices.
■ Proofread, edit, copy, assemble, and mail documents and reports. Communicate with clients
and candidates - this typically involves answering questions, providing information, resolving
issues, and writing letters and e-mails.
■ Process, code, and review expense claims, candidate fees/refunds, invoices and other
payments. Enter information into applicant tracking system, and other assignments as
needed.
Education
■ Project Management Certificate-CSUS College of Continuing Education
■ Bachelor of Science in Business Administration -University of Nevada, Las Vegas
■ Bachelor of Arts, German Studies -University of Nevada, Las Vegas
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