Brimeyer Fursman - Proposal Profile
City of Otsego
City Administrator Search
A proposal for the purpose of assisting the City of Otsego in the
recruitment and hiring of their City Administrator.
Submitted by: Dr. Richard Fursman
Brimeyer Fursman
Organization Development and Leadership
1666 Village Trail E, Suite 7| Maplewood, MN 55109|
651.338.2533|richardfursman@gmail.com
Proud to be a
Veteran
Owned &
Operated
Business
City of Otsego (City Administrator) Page 1
Table of Contents Page
Cover Letter 2
Introduction 3
Firm Experience 3
Approach and Services Overview and Firm
Philosophy
4
Detailed Plan of Action Steps and Services
Provided
5
Organization Review 6
“Mini” Culture Audit 6
Position Profile Development 6
Recruiting Plan 7
Progress Report 8
Interview Process 9
Onboarding and Follow up 10
Tenure of Hires 10
Principles Assigned to Your Search 11
Guarantee 12
Sample Time Table 12
Fees and Expenses 13-14
Payment Policy and Signature Page 14
References 15
City of Otsego (City Administrator) Page 2
November 8, 2016
Adam Flaherty
Finance Director
City of Otsego
13400 - 90th Street NE
Otsego, MN 55330
RE: Proposal for City Administrator Executive Search
Dear Mayor Stockamp and Councilmembers Darkenwald, Heidner, Warehime, and Schroeder:
On behalf of our team at Brimeyer Fursman, LLC, I would like to extend our appreciation for the
invitation to submit a proposal to assist you in the recruitment and selection of your next City
Administrator. Picking the City’s Administrator is one of the most important functions you will undertake
together. We trust our process, experience, and commitment to you will result in the highest quality and
best possible search.
I will be assuming responsibility for the search as president of the firm with 20 years of senior/city
management experience in local government and 7 years of executive search experience. Company Vice
President, Irina Fursman, will be assisting with the search with over 7 years of search experience and
extensive work in facilitation. Our team has conducted over 120 executive searches for administrative
positions throughout the Midwest.
We will work closely with you to understand your needs and organization culture so the individuals
recruited have the qualities and skills to be successful.
Included with this Letter of Interest are biographies, a select clients list, and an estimated timeframe to
complete the project and estimated expenses for the project and other material requested. We are proud of
our relationship with Minnesota Communities and Organizations and would very much enjoy reengaging
with you on this vital recruitment.
Thank you again for your consideration.
Very truly yours,
Dr. Richard Fursman Ed. D.
President
1666 Village Trail East
Suite 7
Maplewood, MN 55109
For additional information about Brimeyer Fursman, please visit www.brimgroup.com
City of Otsego (City Administrator) Page 3
Introduction
City of Otsego is reviewing options in preparation for the hiring
of a City Administrator. It will be the responsibility of the
consultant to manage expectations, provide expert guidance, and
take careful note of the information provided through the Mayor,
individual council members, and the organization as a whole.
Founded by Jim Brimeyer in 1991, Brimeyer Fursman, LLC is
headquartered in the Twin Cities of Minnesota. Current company
president, Dr. Richard Fursman and Irina Fursman have
undertaken scores of executive search projects in Minnesota,
Iowa, Wisconsin, Nebraska, Alaska and South Dakota. During
those searches they successfully implemented recruitment
strategies, demonstrating expertise in candidate assessment and
the development of a selection process that addresses the needs of
the organization and the entire community.
Richard has completed over 100 management searches in the
Midwest. Partnering with Irina, they have assisted over 200
organizations in other Organization Development efforts.
Combined with Jim, the firm has conducted over 500 searches.
Brimeyer Fursman, LLC is now the industry leader in the process
of “Onboarding” or preparing the Organization and new hire for
transition, to ensure the best possible start. We take great care of
our client’s needs and concerns not only as the process unfolds,
but also through the new City Administrator’s entry and
transition.
The firm is currently engaged in phase 2 with the City of Clinton,
Iowa and phase 3 with the City of Nevada, Iowa for the
recruitment of their City Administrator. We have just completed a
City Administrator search with the City of Rosemount, MN, and
phases 1 and 2 for a City Administrator with the City of Okoboji,
Iowa.
Some of the more recent executive level searches include the
cities of Bloomington, Maple Plain, Granite Falls, Sandstone,
Detroit Lakes, Eagan, St. Louis Park, Stillwater, Victoria, Vadnais
Heights, Apple Valley, Woodbury, St. Cloud, Minnetonka City
Attorney, Three Rivers Park District General Counsel, Hopkins,
Worthington Minnesota; Waverly, Oelwein, Ottumwa, Sioux
City, and Centerville, Iowa; New Richmond and Kimberly,
Wisconsin; Petersburg and Haines Alaska, and Farmington, New
Mexico.
Statement of
Understanding
Firm Experience
Brief history
Founded 1991
Current Engagements
Similar Searches
2011-2016
City of Otsego (City Administrator) Page 4
Approach and Services Overview
Our approach to executive search promotes maximum input from
the Mayor, Council, and staff in the search process. We help
guide the process, but you are the final authority in the selection
of candidates. We maintain continual contact with the client
throughout the search and keep the candidates informed as the
search progresses. In addition to our milestone meetings with the
Mayor and Council, we will provide periodic updates to keep you
informed of our progress. Brimeyer Fursman is committed to
accurately portraying all candidates to the City. Likewise, we
strive to accurately represent the position to candidates to prevent
unrealistic expectations.
Phase I
Organization
Assessment and
Develop Position
Profile
Meet individually with the Mayor, Council,
Department Heads, and key staff. Develop
and present Position Profile.
Phase II
Recruitment of
Best Candidates
Place announcements
Direct recruiting program
Collect and review resumes
Interview semi-finalists/Screen and evaluate
Prepare and present progress report
Assist Mayor/Council with the selection of
top 5 candidates for interviews
Personality/Management Profile
Phase III
Interview
Preparations and
Event
Coordinate candidates’ interviews
Prepare schedule, questions, review sheets
Monitor interviews, facilitate candidate
review session
Develop compensation package
Assist with negotiations
Reference checks - credential verification –
credit report – criminal and civil records
checks
Optional Services
Phase IV
Onboarding
Onboarding: Socialization process to assist
new and existing leadership with the
transition to a new City Administrator.
Follow-up 6 months following the start, we assist in
conducting a review.
Search Approach
Scope of Services
Summary (Executive
Search)
City of Otsego (City Administrator) Page 5
Detailed Plan of Action Steps and Services
Provided by Brimeyer Fursman, LLC
Each search process begins with a careful assessment of the
current state of the organization in relationship to the City
Administrator Position. This evaluation is used when the position
profile is established to ensure applicants are screened according
to the needs and established norms of the organization. You will
be asked how much if any, change in direction is hoped for with
the new City Administrator. Candidates are screened for fit and
capacity according to your requirements discovered during the
process.
Assessment areas typically include organizational procedures,
structure, systems and policies, culture, staff capacity, leadership
and management philosophy, and previous experiences. Four
methods may be used to gather information for assessment:
1. Interviews
2. Focus Groups
3. Questionnaires
4. Review of artifacts
Engaging as many stakeholders as possible in this first step of the
process will provide an impetus for change needed and prepare the
organization for the transition in leadership.
Members of our team have extensive training through the Institute
of Cultural Affairs on facilitating community discussions. A
critical success factor of the search is identifying community
priorities and the environment in which the City Administrator
must function. We encourage meetings with citizens to further
assess the climate of the community with the use of forums and
individual interviews.
Phase I
Organization Assessment
Employee
& Citizen Engagement
City of Otsego (City Administrator) Page 6
A successful search has a thorough definition and agreement by
the Council on each aspect of the position. During this initial
phase, our consultants will meet collectively and individually with
the Mayor, Council Members, and key staff to learn more about
your goals and objectives. Critical factors to be determined
include position responsibility and authority; reporting
relationships; educational and experience requirements; personal
and leadership qualities; and management style. We will
carefully review your expectations and provide industry tested
feedback. We will discuss pay expectations, the available talent
pool, organization fit, and others that come up during the profile
formation.
An organizational review and City Administrator search should be
a coordinated process whose elements happen together. The
information from the organizational review /assessment is
essential for the successful recruitment of the new City
Administrator. The same analysis becomes the foundation for a
plan of action for the new City Administrator once they start.
“Mini” Culture Audit: Our highly credentialed and experienced
Organization Development professionals understand that when a
CEO or Administrator leaves, there is often heightened anxiety
and work interruptions as people adjust. The areas impacting
behavior are communication & expectations, environment, time,
and group relations (power issues). The mini culture audit is used
to help determine how to best recruit candidates for fit to create a
positive work environment.
We will pay considerable attention to establishing organizational
goals and priorities for the position. The identification of
priorities serves a two-fold purpose: it assists the hiring authority
in developing a consensus on what is important for the
organization and it alerts potential candidates to the important
issues of the organization.
After drafting the Profile, we will meet with the Mayor and
Council as a group to discuss the critical specifications of the
position. A great deal of emphasis placed on the agreement of
this analysis. Without this information, it is difficult to determine
how potential candidates will affect the Organization’s plans and
organizational team. The final Position Profile, after approval by
the Council, becomes the document against which we evaluate
prospective candidates.
Establishing and
Evaluating Expectations
Organizational Review
Coordinated with City
Administrator Search
“Mini” Culture Audit
Position Profile –
Recruiting Platform
City of Otsego (City Administrator) Page 7
The Position Profile serves as the primary recruitment tool as a
means of identifying the scope of the position and highlighting the
unique characteristics and qualities of Otsego. Once the Profile is
approved, we will prepare and conduct a comprehensive program
to contact candidates and determine sources of candidates.
In addition to placing announcements in the appropriate
professional and trade journals, we will announce the position on
appropriate web sites and the Profile will be featured on the
Brimeyer Fursman web site with a link to the City of Otsego
official web site. We will utilize our local, regional, and national
contacts to identify potential candidates. We will identify
comparable organizations where key individuals will be
contacted.
Often times we are able to identify candidates from similar
assignments who may be appropriate for the position. Sometimes
the most qualified candidates are often not in the job market
and do not respond to traditional advertising: therefore, we will
directly recruit specific individuals with established patterns of
talent, stability, and success through direct visits, calls, and
mailings.
Brimeyer Fursman will take responsibility for accepting and
collecting applications and acknowledgments. We will maintain
transparency and provide continual updates to the city and
candidates as each step in the process proceeds. We take great
care to treat all candidates with the greatest respect on behalf of
the firm and City of Otsego.
Following the application deadline, we will screen each
applicant's experience and background against the Position
Profile. After evaluating and comparing each application, we will
compile a list of candidates for further consideration. We will
conduct one-on-one interviews with the most promising
individuals. Our staff will make every effort to conduct face-to-
face interviews with these candidates. Our in-depth evaluation
and appraisal techniques will cover issues such as work
experience, education, professional development and
achievement, career objectives, accomplishments, suitability, and
specific interest in the position. We will pay particular attention
to the management style that most closely reflects the needs of the
organization.
PHASE II
Develop and
Implement an
Approved Recruitment
Plan
Place Announcements
Recruit Candidates
Recruitment Ads
ICMA
Gov’t Jobs
Linked-IN
Brimgroup Web Page
League of Minnesota
Cities
Neighboring Leagues
Accept and Acknowledge
Applications
Review Resumes and
Screen Candidates
City of Otsego (City Administrator) Page 8
We use a variety of techniques to “discover” the candidates who
will have the greatest chance of success. Research shows that
past performance is the greatest indicator of future success. We
spend a great deal of time reviewing the accomplishments and
lessons learned on mistakes with each candidate. Additionally,
we profile management styles and capabilities of each candidate
through testing and interviews.
Brimeyer Fursman is authorized to
administer the Insights Discovery
Personality Profile System. The
results will cover motivation and behavior patterns, management
strategies, identification and management of conflict areas. The
Council will gain insights into the strengths, management style,
and key communication styles for each finalist candidate.
Once interviews are complete, we will select the most qualified
individuals to present to the Council. We will prepare a Progress
Report that will provide information on ten candidates whose
backgrounds most closely meet the requirements of the position.
This Progress Report will provide specific information on:
Educational and work history
Accomplishments and growth potential
Strengths and possible limitations
Skills and performance history related to the position
Personality and decision making profile
We will deliver this report and personally review it with the
Council. Five or six candidates will be selected for further
consideration based on the review. We will propose a schedule for
interviewing the candidates and discuss the compensation
expectations of the Council once the finalists are selected.
Assessment Tools
Cover letter & resume review
Short essays on topics related
to the position
Writing sample
Summary of accomplishments
Insights management profile
One-on-one interviews
360 Degree Reference Review
Full Credit Report
Credential Check
Criminal Check
Progress Report
TOP 10-12
City of Otsego (City Administrator) Page 9
360 Review: Prior to the interviews, we will conduct discreet
reference checks on the finalist candidates. We will talk with
peers and former associates of these candidates. We will speak
with individuals who are, or have been, in positions to directly
evaluate the candidates' job performance. We will verify the
finalist candidates' credentials through educational, criminal, and
credit checks.
Resumes, cover letters, and reference reports will be provided
on each candidate prior to the interview.
We will also provide the Council with a list of suggested
interview questions and evaluation forms.
We will discuss the proposed procedures to be used in the
interview process.
Our suggested interview schedule will allow the candidates to
get acquainted with the community and community leaders
and to visit with the Council and the staff in informal settings.
We culminate the process with individual and group
interviews.
If possible, all interviews will be scheduled within a period of
two days depending upon the desire of the Council.
A consultant will be present at each interview.
Before the interview process begins, we will review all protocols
and also discuss the motivational forces guiding your
interpretation of candidates. This is especially strong at the
unconscious level with biases in the interview process, including:
Leniency/ Strictness Bias
Halo Effect
Horns Effect
Similarity Effect
Appraiser Biases
Primacy Effect
Contrast Effect
After the interviews, we will meet with the Mayor and Council to
review the candidates using an ORID (Objective, Reflective,
Interpretive, and Decisional) evaluation tool to assist in
determining the top candidate. The consultant will assist in this
process to the extent requested by the Council. We take
responsibility for notifying all unsuccessful candidates each time
the candidate pool is narrowed down.
PHASE III
Coordinate and
Conduct Final
Interviews
Reference and Credential
Checks
Final Interview and
Selection Process
Council/Panel Interview
Preparation
Selection
City of Otsego (City Administrator) Page 10
Brimeyer Fursman, will take great care that the City of Otsego
secures acceptance from the most desired individual. We will
participate in the final negotiations. If any concerns arise in the
final hour, by working as a third-party intermediary we can
resolve important details of the offer which may have significant
bearing on its final acceptance or rejection. We will negotiate the
terms and conditions of employment and prepare a Letter of
Agreement on behalf of the City of Otsego with the selected
candidate.
If requested by the City, Brimeyer Fursman, will act as a
spokesperson with the media in order to maintain the integrity of
the selection process and to protect the confidentiality and privacy
of the candidates who are not hired.
Family issues and dual career households are factors that
influence an individual's decision to change jobs. We
address circumstances arising from a job change including
spouse careers, real estate issues, family concerns, and
relocation details.
After the candidate is employed, we will follow up with both
the City of Otsego and the candidate to insure a smooth
transition and satisfactory completion of the assignment.
This follow-up contact is intended to identify potential issues
early so that adjustments can be made, if necessary.
Onboarding is a process focused on the integration of new
senior-level managers into an organization. The goal is to
prepare Managers to succeed in their jobs as quickly as possible.
Brimeyer Fursman will meet with the directors and key staff,
Council and the new City Administrator to discuss and plan for
the adjustments that naturally occur during periods of transition.
This is particularly helpful to staff as they learn to work with
their new supervisor. Items covered include effective
communication, setting expectations, clarification of roles and
responsibilities, a review of the culture and other norms.
If requested by the Mayor and Council, we will assist in
conducting a performance evaluation of the selected City
Administrator between six and twelve months of employment.
We will develop a Work Program that will contain objectives for
the City Administrator to accomplish in the ensuing six to twelve
months.
Additional Support
Services
Phase IV
Onboarding – Preparing
for change
FOLLOW UP
Performance Review
Negotiating Compensation
Package
City of Otsego (City Administrator) Page 11
Principles Assigned to Your Search
Dr. Richard Fursman, President: Richard joined Brimeyer
Fursman in 2007 and has conducted 100+ searches over that time
period. Richard has 25 years of senior management experience
in local government, most recently as the City Manager of
Maplewood, Minnesota. Richard earned his Doctorate in
Organization Development as well as his Bachelor of Arts in
Economics from the University of St. Thomas and his Master of
Arts degree in Urban and Regional Affairs from Mankato State
University.
Richard is an Adjunct Faculty at the University of St. Thomas.
He was awarded the title of Credentialed Manager by the
International City/County Management Association. Richard is a
past board member of the Minnesota City/County Management
Association, a member of Rotary International, and past
President of the Minnesota Metropolitan Manager’s
Association. Richard has conducted numerous strategic planning
retreats and consults with municipalities and non-profits on
reorganization and change management in the USA and Abroad.
Irina Fursman
Irina is Vice President of Brimeyer Fursman, coordinating the
design and facilitation of all the process, including the interviews
and community engagement. Irina is a nationally certified
facilitator and trainer from the Institute of Cultural Affairs.
Irina was born, raised, and educated in Russia and Ukraine where
she earned her Bachelor’s Degree of Education and Masters of
Science Degree in Mathematics and Computer Science before
moving to the United States in 2002. Irina has led and facilitated
over 30 strategic planning sessions with cities and businesses.
She has worked with over 80 communities during the search
process facilitating community and staff input sessions, council
discussions, research for profile development, and assisting with
the various process logistics.
In addition to facilitating sessions, Irina also trains in the art and
science of facilitation. Irina has presented nationally and
internationally on the subject of citizen engagement, strategic
planning and sustainable development.
Irina is currently a Doctoral Candidate in Organization
Development at the University of St. Thomas.
Irina will assist with
interviews and fact finding.
She will be involved with
facilitation.
Richard will be the lead
consultant on the project
and will be involved in all
aspects of the search.
City of Otsego (City Administrator) Page 12
Brimeyer Fursman offers an 18 month guarantee on the
effectiveness of the City Administrator. Should the Council
determine it necessary to terminate the City Administrator due to
failure to adequately perform the duties as specified in the Profile
and as represented by the process, we will refill the position at no
additional fee and will charge expenses only.
Brimeyer Fursman will not recruit candidates we have placed
with your organization.
Should there be substantial changes in the political situation at
the City of Otsego and a decision is made to terminate the City
Administrator for reasons other than failure to perform the duties
as specified in the Position Profile, this guarantee is subject to
negotiations between the Council and Brimeyer Fursman. The
Guarantee is contingent on the Council successfully completing
all phases and optional services of the process.
Brimeyer Fursman LLC will work with the Mayor and Council
on the timing of the search. We will work closely with you to
work through scheduling difficulties. The following serves as an
example that will be altered to fit everyone’s schedules.
Highlighted activities require full Council participation
Authorization to proceed December 2016
Survey sent to Council and staff December 13
Profile Data Collection (with interviews of Council
and staff)
December
Approve Position Profile December/January TBD
Start Recruitment January 2017
Deadline for Applications TBD
Screen and Review Candidates TBD
Progress Report/Select Finalists TBD
Reference and Credential Checks TBD
Interviews TBD
Start of City Administrator April/May 2017
Onboarding Session with New Hire and Council At start
Guarantee
Sample Time Table
The sample time table is to
provide a conceptual
framework. Brimeyer Fursman
will work with the City to
develop the schedule.
City of Otsego (City Administrator) Page 13
Fee Quotation Executive search process overview and fees
Search Fee: The quote for services is divided into sections to better meet your needs.
Otsego can choose to do part or all of a section of the services to reduce costs.
Phase I Develop Position Profile
Meet individually with the Council, and key staff
Meet with selected stakeholders
Develop, present, and Position Profile
$5,000
Phase II Recruit and Screen Candidates
Place Announcements
Direct Recruiting, Send Profiles
Review Resumes
Screen and evaluate candidates
Prepare and present Progress Report (progress report will be delivered in person and
contain profiles of 10-12 candidates who demonstrate the best fit. Here the Council
selects the top 5 for interviews.
$6,000
Phase III Interviews
Schedule and coordinate candidates' interviews
Develop Interview questions
Participate in interviews
Develop compensation package
Participate in negotiations
Personal Management Style Profile Assessment
$5,000
Expenses : Typical expenses include copies and supplies, position advertising (Web
Sites, Linked-IN, etc.,) – Mileage and Management Profiles.
This does not cover costs associated with bringing in candidates from outside the area in
the event Otsego would interview someone from out of State.
Not to Exceed
$3,500
City of Otsego (City Administrator) Page 14
Optional Services
Background Checks
Phase IIIa. Background Check s(This is done before the interview)
Reference checks
Credential verification
Credit Report
Criminal Background Report
$650 per Candidate
POST HIRE OPTIONS
Phase IV: Additional services after the hire
Onboarding: If the Council desires, we will facilitate onboarding of the new hire to
help clarify roles, expectations and reveal important practices of the operation. This is
done with the Council and staff and is planned during the first week or two the hire is
on the job.
$950
+ mileage and copies
Phase V: Review: This is completed approximately 6 months after start of
employment
$450
+ mileage and copies
Payment Policy: Our payment policy is one-third of the total fee due upon signing this
agreement; one-third after presentation of the Progress Report; and the balance due 10 days after
the search has successfully been completed, whether the agreement is oral or written. In the
event the Council terminates this agreement during the search, we will retain the progress
payments to that point.
Richard Fursman, President Date
Brimeyer Fursman LLC
City of Otsego, Minnesota Date
City of Otsego (City Administrator) Page 15
Related References
Stillwater, MN (Population
Filled December 2014
Position Filled: City Administrator (Hired Tom McCarty)
Applicants received – 53
Contact: Mayor Ted Kozlowski
Phone: 651-300-4993
tkozlowski@ci.stillwater.mn.us
Ada, MN (Population 1,700)
Filled November 2014
Position Filled: City Administrator (Hired James Leiman)
Applicants received – 33
Contact: Project Coordinator Todd Sawrey
Phone: 701-729-5578
tsawrey@loretel.net
Victoria, MN (Population ~8,000)
Filled: October, 2014
Position Filled: City Manager (Hired Laurie H okkanen)
Applications Received: 45
Contact Mayor, Tom O’Connor
Phone: 952-261-9177
toconnor@ci.victoria.mn.us
Centerville, MN (Population 3,900)
Filled: October, 2014
Position Filled: City Administrator (Hired Mike Ericson)
Applicants received: 42
Contact: Mayor Tom Willharber
Phone: (651)429-2140
twilharber@centervillemn.com
Maple Plain, MN (Population 2,000)
Filled: November 2013
Position Filled: City Administrator (Hired Tessia Melvin)
Applications recived – 64
Contact: Council Mayor Jerry Young
Phone: (612) 237-3115
jerryy@johnsonanderson.com
Eagan, MN – population over 64,200
Position Filled: City Administrator (Hired Dave Osberg )
Dates of the search: October, 2012 – January, 2013
Applications received – 39
Contract: Dianne Miller (Assistant City Administrator)
Phone: (651)675-5014
dmiller@cityofeagan.com
City of Otsego (City Administrator) Page 16
Olivia, MN – population ~ 2,400
Position Filled: City Administrator (Hired Dan Coughlin)
Dates of the search: December, 2011 – February, 2012
Applications received – 39
Sue Hilgert, Mayor
Phone: (320) 523-2361
shilgert@olivia.mn.us
Wayzata, MN – population 4,000
City Manager Search
Position Filled: April, 2012 (Hired Heidi Nelson from Ramsey, MN)
Applications Received- 75
Contact: Mayor Ken Willcox
Phone: (952)922-5569
KenWillcox@wayzata.org
Hopkins, MN – population over 18,000
City Manager Search
Position Filled: (2011): City Manager (Mike Mornson)
Application received – 65
Mayor Eugene Maxwell
Phone: (952)935-5270
emax33721@aol.com
St. Louis Park (Population: 45,000)
Fire Chief Search
Position Filled 2013. (Hired Steve Koering)
47 Applicants
Contact: Nancy Deno Assistant City Manager
Phone (952)924-2519
ndeno@stlouispark.org
Waukee, Iowa – Population ~16,000
Position Filled: Chief of Police (Hired John Quinn)
Dates of search: October 2013 – January, 2014
Applications received – 50
Contact: Patty Holden – HR Director
Phone: (515)978-7908
pholden@waukee.org
City of Otsego (City Administrator) Page 17
BRIMEYER FURSMAN EXECUTIVE SEARCH HISTORY 6/2012-2015
YEAR CLIENT/ORGNAIZATION POSITION STATE POPULATION
2016 Three Rivers Park District General Counsel MN
2016 Haines Police Chief AK 2,500
2016 Haines Borough Manager AK 2,500
2016 Maple Plain City Administrator MN 1,808
2016 Bloomington City Attorney MN 86,000
2016 Granite Falls City Manager MN 2,800
2016 Oelwein City Administrator IA 6,415
2016 Detroit Lakes City Administrator MN 8,500
2016 Sandstone City Administrator MN 2,800
2015 Minnetonka Economic Development and
Housing Manager
MN 50,841
2015 Waverly City Administrator IA 10,070
2015 Mount Vernon City Administrator IA 4,500
2015 Dakota County CDA Executive Director MN 400,000
2015 Canton City Manager SD 3,049
2015 Ottumwa City Administrator IA 25,000
2015 Minnetonka Building Official MN 50,841
2015 Apple Valley Public Works Director MN 50,000
2015 Woodbury Building Official MN 68,000
2015 Worthington City Administrator MN 13,000
2014 Stillwater City Administrator MN 18,500
2014 Victoria City Manger MN 8,000
2014 Victoria Community Dev. Director MN 8,000
2014 Ada City Administrator MN 1,700
2014 Centerville City Administrator MN 3,900
2014 Lake City City Administrator MN 5,000
2014 Independence City Manager IA 6,000
2014 Dillworth Chief of Police MN 4,100
2014 Dillworth City Administrator MN 4,100
2014 Waukee Chief of Police IA 16,000
2013 Arlington City Administrator MN 2,233
2013 Minnetonka City Attorney MN 45,000
2013 Centerville City Administrator IA 5,500
2013 Charles City City Administrator IA 7,700
2013 Corcoran City Administrator MN 5,500
2013 Griswold City Manager IA 1,036
2013 Lexington City Administrator/Clerk MN 2,014
2013 Long Lake City Administrator MN 1,768
2013 Maple Plain City Administrator MN 1,792
2013 Borough of Petersburg Chief of Police AK 3,273
City of Otsego (City Administrator) Page 18
2013 St. Louis Park Fire Chief MN 45,000
2013 Vadnais Heights City Administrator MN 12,300
2013 Lincoln Pipestone Rural Water CEO MN 4,250
2013 Wabasha County County Administrator MN 21,482
2012 Apple Valley Chief of Police MN 50,000
2012 Apple Valley Parks and Recreation Director MN 50,000
2012 Olivia Chief of Police MN 2,479
2012 Waverly City Administrator IA 9,874
2012 Wayzata City Manager MN 3,688
2012 Eagan City Administrator MN 64,200
2012 Eagan Finance Director MN 64,200
2012 Eagan Director of Public Works MN 64,200
The City of Rosemount is seeking a strong, positfve
leader to be their next City Administrator.
Rosemount’s next City Administrator will have
the opportunity to join a high-performing
organizatfon, work with a committed Mayor and
City Council, and serve a citfzenry engaged in its
community.
The ideal candidate will be a strong, positive, experienced,
and well-rounded professional who has demonstrated his/
her ability to collaborate effectively with elected officials,
city staff, and community stakeholders. The candidate will
have demonstrated management success in a comparable
organization of similar complexity, an interest and desire to
serve the needs of vibrant, growing community, and the
ability to function in a fast -paced and change-oriented
environment. Successful candidates should demonstrate
integrity and a high level of energy and competency. They
will have a keen sense of the need for transparency and
connection throughout the community and inside City Hall.
He or she should be decisive and able to make difficult
decisions.
The Ideal Candidate
The ideal candidate will be flexible, responding to the
needs of the Mayor and Council, staff and the entire
Rosemount community. He/she will have the skills and
temperament to manage a wide range of tactical and
strategic issues simultaneously.
The ideal candidate will be an effective communicator
and cheerleader for the City, seeing possibilities and
finding creative solutions.
The candidate’s background and experience should
include exposure to aspects of managing a growing city
undergoing change and redevelopment. The successful
candidate will also have demonstrated a record of
strong customer service focus for the delivery of
services.
While strong budgetary, financial, technical, and
administrative competencies are needed, the successful
candidate should be creative, articulate, and focused on
implementing the Mayor’s and Council’s policies and
direction for the City. The Administrator should also be
able to proactively and successfully navigate
interjurisdictional relationships.
Other criteria include:
Thorough knowledge of public administration
principles and practices including organizational
performance management and a team-oriented
approach to leadership
Manage budget preparation and presentation
Budget policy and structure tied to strategic planning
Background in Economic Development with
emphasis on marketing
Ability to supervise, train and mentor employees
including organizing, prioritizing and scheduling work
assignments
Ability to foster an organizational climate that
attracts, retains and develops talent at all levels
Ability to meet with and communicate effectively,
orally and in writing, with all levels of City staff, City
officials, community leaders, and citizens
Initiates involvement with the community
Someone who is supportive of staff, able to delegate
responsively and is a motivator
Someone who is politically savvy, and a person with
the ability to develop and maintain trust
The City of Rosemount is 15 miles south of the center of the
Twin Cities Metropolitan area. Rosemount is a close -knit
community in touch with the urban environment.
Rosemount is a community rich with resources;
undeveloped land, easy access to Minneapolis, St. Paul and
other major markets, quality education and friendly
residents.
With land area of nearly 36 square miles, Rosemount
residents enjoy the advantages of living in a community with
both a small town and a large metropolitan city atmosphere.
Unusual for a city of its size, Rosemount combines industry
and agriculture with a rapidly growing residential community,
providing an excellent environment in which to live and work.
The western part of Rosemount exhibits a dynamic, expanding
residential community with a traditional downtown at its heart. A
framework for redevelopment in Downtown Rosemount was
adopted in 2004. The first major project resulting from the
framework, a mixed-use tax increment assisted development, was
completed in 2009.
Housing
In the past year, two senior apartment buildings opened
downtown. Housing options throughout the community include
single family homes, townhomes, condominiums, and low-income
housing. Residential developments with hundreds of homes are
currently under development, and this pattern of growth will continue
for years to come.
Educatfon
Education is a priority in Rosemount. Award -winning public and private
schools provide both children and adults with superb educational
opportunities. A major portion of the City is part of Independent
School District #196, which is the fourth largest district in the state. Non -public
schools also offer education or preschool through grade 12. Dakota County
Technical College, one of the largest technical colleges in the state, is yet another
source of education in Rosemount. The education options were a major factor last
year when Money magazine cited Rosemount as the 12th “Best Place to Live” in
the country, and the 4th “Best Place to be a Kid”.
The University of Minnesota and the Future
The University of Minnesota is a major landowner in the community, controlling
approximately 3,000 acres, and will play a significant role in Rosemount’s future.
This land, known as UMore Park, extends into Empire Township to the south and
has been utilized primarily for agricultural research. The University’s Regents have
approved a long-term plan to develop the property as a residential and research
neighborhood adding over 20,000 more residents to Rosemount over the next 30
years. The City is working with the University and its consultants on plans for
development, environmental review, and installation of athletic fields.
The City of Rosemount
The Positfon
The Chief Administrative Officer is the City
Administrator who is appointed by and serves at
the discretion of the City Council. Under the direct
supervision of the City Administrator are the
Assistant City Administrator, City Engineer/Public
Works Director, Finance Director, Community
Development Director, Chief of Police, Fire Chief,
and Parks and Recreation Director.
Specific Dutfes Include
Management of City Funds and Assets and
coordination with Department Heads in the
development and administration of the annual
operating budget.
Plan and carry out all Capital Improvement
Projects.
Provide leadership in the development of short
and long range goals established by the City
Council and city staff.
Responsible for the enforcement of all
ordinances, regulations and policies of local,
state and federal government affecting the
city.
Coordinate with department directors
regarding salary adjustments, hiring, firing,
promotion and demotion of all employees.
Negotiate contracts with unions.
Serve as the Executive Director of the Port
Authority.
Actively participate in civic and professional
management organizations.
City Services
Police protection is provided with 23 full
-time officers. Fire services are
provided by a department comprised of
53 paid-on-call firefighters and a
volunteer Fire Chief. Dispatching and
911 services are provided by the Dakota
Communications Center (DCC) -- a joint
public safety project established by a
partnership between 11 cities and
Dakota County.
Municipal water, sanitary sewer and
storm water services are provided to all
developed areas of the city. The
municipal water source consists of 8
wells with 4 water towers. The city
maintains sewer laterals connecting to
facilities of the Metropolitan Council.
Business Community
A strong, united business community has been achieved
in Rosemount through the activity and cooperation of
local business, the City, the chamber of commerce and
other civic organizations. More than 500 acres of
industrial and commercial zoned land have been reserved
for development in Rosemount.
Rosemount is unique in that the eastern one-third of the
City is largely heavy industry with business including Flint
Hills Resources (formerly Koch Refinery), SKB
Environmental (industrial waste containment facility),
Spectro Alloys, CF Industries, and Continental Nitrogen.
The western one-third of the City includes businesses
such as El Dorado Packaging and the regional home base
for the National Guard. The City also launched an 80-acre
business park in 1995 with tenants such as Sweet Harvest
Foods, MRCI, Proto Labs, Intellifeed, and Preventive Care.
Comprehensive Plan
The process of revising Rosemount’s Comprehensive Plan
began this year, to conform with projections by the
Metropolitan Council that the City will grow from 23,000
residents this year to 38,000 by 2040.
Transportatfon
Rail, air, barge, and freeway access provide Rosemount's
economic community with an expedient transportation
system. Four major highways link Rosemount to
Minneapolis and St. Paul, and express bus routes run
from a park-and-ride in Rosemount to the downtowns of
the central cities.
A Community of Volunteers , Parks and Celebratfons
Rosemount is home to numerous organizations and volunteers who
make the community a place for all ages. There two major community
events, organized by volunteer groups with support of Rosemount
Parks and Recreation and other City departments, Leprechaun
Days, and Haunted Wood Trails. There are also numerous special events throughout the
year coordinated through Parks and Recreation. Community leadership has
preserved 532 beautiful acres of land for 29 parks. Bordered by the scenic Mississippi
River, Rosemount also contains 270 acres of the Spring Lake Regional Park Preserve.
Rosemount's Community Center provides a variety of indoor recreation opportunities
and meeting space, including an ice arena and gymnasium.
A former Downtown church building was repurposed as the Steeple Center. With an
addition to the facility last year, it serves as a home for arts and seniors programming.
Mayor & City Council
Assistant City Administrator
City
Administrator
City Attorney
Finance
Director
Community
Development
Police
Chief
Fire
Chief
City Engineer/
Public Works
Director of Parks
and Recreation
Citizen Advisory
Organizatfon Culture Prioritfes and Current Projects
The City Administrator is the chief
administratfve officer of the City of
Rosemount. This positfon is
responsible for directfng and
coordinatfng the administratfon of
municipal government in accordance
with policies and procedures
established by the City Council.
The City of Rosemount operates under
a Council-Administrator form of
government with a mayor and a four-
member council elected at-large. In
additfon to the City Council, there are
five City Commissions: Parks and
Recreatfon, Planning, Port Authority,
Utflity, and Youth. The City Council this
year has also created two citfzen task
forces, Environment/Sustainability and
City Facilitfes; and has reactfvated the
Downtown Task Force.
Under the direct supervision of the City
Administrator are the Assistant City
Administrator, City Engineer/Public
Works Director, Finance Director,
Community Development Director,
Chief of Police, Fire Chief, and Parks
and Recreatfon Director.
GF Budget: $12,435,000
Total Budget: $18.8 Million
The City Council functfons at a high
level. They do this by understanding the
need for thoughtiul, thorough debates
of issues while maintaining a sense of
camaraderie and friendly relatfons.
Department Heads are team-oriented
and professional. There is a mix of long-
tenured staff and new arrivals.
The organizatfon is hoping for a
collaboratfve facilitator combined with
strong decision making. Council and
staff welcome a balance of directfon,
and task focus with strategic,
organizatfon-wide thinking.
Spend some tfme getting to know the
community, council, and staff
Hire a new City Engineer/Public
Works Director
There are significant efforts
underway to attract Commercial &
Economic Development to the
community. The new Administrator
will need to familiarize themselves
with the efforts and quickly get
involved
Develop intergovernmental
relatfonships with Businesses,
Chamber, Organizatfons, Schools,
Other governments agencies, Citfes,
County, State and others that impact
the City
The Comprehensive Plan is in the
process of being re-drafted
Review the organizatfon and look for
opportunitfes to improve efficiencies,
identffy staffing level needs and
compensatfon
Build employee trust
Develop a thorough understanding of
Council expectatfons on development
and amenitfes
Schedule a Strategic Planning
Session.
Become familiar with large projects
involving SKB and Flint Hills
Downtown/City-wide/heavy utflity
use development
Out of Town Candidates: The City will
reimburse usual and customary travel
related expenses for out of town candidates
coming to Rosemount for interviews.
Candidates will also be provided lodging if
necessary.
TIMELINE
October 3
Deadline for Applications
October 25
Present Candidates
Selection of Finalists
November 4 - 5
Council Interviews
Finalists
December
New Administrator Starts
Announcement
City Administrator; City of Rosemount, MN (pop. 23,042). Four City
Administrators since 1990. 2017 Salary Range $110,326 to
$138,500. Located 15 miles south of the Twin Cities Metro and one
of the few metro suburbs that grew from an older, stand-alone
community. The City has combined industry and agriculture related
businesses with a rapidly growing residential community. Position
reports to a Mayor and four-member City Council. Responsible for
81 FT and 163 PT employees and a GF budget of $12,435,000.
The ideal candidate will be a strong, positive, experienced, and well
-rounded professional who has demonstrated his/her ability to
collaborate effectively with elected officials, city staff, and
community stakeholders. The candidate will have demonstrated
management success in a comparable organization of similar
complexity, an interest and desire to serve the needs of vibrant,
growing community, and the ability to function in a fast-paced and
change-oriented environment.
Candidates for the City Administrator position should possess a
Bachelor’s Degree (Master’s preferred) in Public Administration,
Business Administration or closely related field plus a minimum of
2 - 5 years’ experience in municipal management. Qualified
candidates will possess significant experience in economic
development.
Positfon Profile available. Send resume, letter of interest and list
of five references via email by 10/3/16 to: rosemount@hue.life.
Please direct questions to richardfursman@hue.life or (651) 338-
2533. For additional information about Rosemount, please visit
www.ci.rosemount.mn.us.
City of Rosemount, Minnesota
City Administrator
Salary Range: $110,300—$138,500