Waters Company - ProposalProposal
City of Otsego, MN
Proposal to Provide Executive Recruitment Services
November 8, 2016
Waters & Company, a Springsted Company Remittance Address
380 Jackson Street, Suite 300 380 Jackson Street, Suite 300
St. Paul, MN 55101 Saint Paul, Minnesota 55101-2887
Sharon Klumpp, Senior Vice President
sklumpp@waters-company.com
651-223-3053
LETTER OF TRANSMITTAL
I GENERAL INFORMATION .................................................................... 3
II RESPONSE TO SCOPE OF WORK ........................................................ 4
III PROPOSED COSTS .......................................................................... 10
IV FIRM EXPERIENCE ........................................................................... 11
V RECRUITMENT PROJECT TEAM ......................................................... 14
SAMPLE BROCHURE ........................................................................ APPENDIX I
Table of Contents
Waters & Company
380 Jackson Street, Suite 300
Saint Paul, MN 55101-2887
Tel: 651.223.3000
Fax: 651.223.3002
www.waters-company.com
LETTER OF TRANSMITTAL
November 8, 2016
The Honorable Jessica Stockamp and Members of the Otsego City Council
City of Otsego
13400 90th St NE
Otsego, MN 55330
Re: Request for Proposal to Provide Executive Recruitment Services
Dear Mayor Stockamp and City Council Members,
We appreciate the opportunity to submit our proposal for executive recruitment services for the City of
Otsego’s next City Administrator. Our extensive experience in providing executive recruitment services
to cities, counties and other public sector organizations, especially in Minnesota, will be beneficial for
this recruitment and allow us to find the ideal candidate for the City of Otsego. As a result of previous
Springsted engagements—a strategic planning facilitation session with the City Council in 2012 and the
completion of a classification and compensation study last year—we are familiar with your growing city
and very interested in assisting you with this search.
We know that you have options for using other recruitment firms. However, we b elieve that our approach
sets us apart from our competitors in the following unique ways:
Management/Leadership Style Assessment Analysis completed by the candidates to determine if a
candidate’s management style matches the approved management/leadership style profile for the
ideal candidate;
Online, recorded video candidate interviews through a proprietary system will be made available
to the City Council to assist in the selection process;
Utilization of a proprietary online application system exclusively licensed to Waters & Company,
a Springsted Company (W&C) to facilitate talent management. The system has been designed by
W&C to customize applicant flow and tracking. It allows ease of communication with applicants
and the ability to conduct database inquiries for candidates based on characteristics important to
the City such as geographic location and specific experience, expertise and qualifications; and
City of Otsego, MN
November 8, 2016
Page 2
If selected as an option, our web-based survey can be used to determine the key community-wide
issues and priorities that are essential considerations for the City and the selection committee to
consider. This survey is completed by the City’s employees, community leaders and citizens. The
results of the survey will provide the City Council with important feedback for development of the
profile for the ideal candidate.
The proposal document will provide you the details about our approach, expertise, client references and
pricing for this executive recruitment. If you have any questions, please contact me at 651-223-3053 or
by email at sklumpp@waters-company.com. Our Team would consider it a professional privilege to
provide these services to the City of Otsego.
Respectfully submitted,
Sharon Klumpp, Senior Vice President
Consultant
sml
City of Otsego, MN. Proposal to Provide Executive Recruitment Services. 3
City of Otsego, MN
Proposal to Provide
Executive Recruitment Services
I. General Information
Waters & Company (W&C) merged with Springsted Incorporated in 2014, establishing one of the
largest public sector executive recruitment and organizational management firms in the United States.
Springsted Incorporated, the parent corporation, is a WBE. Three employee-owners lead the firms and
their 70-member staff. Our corporate office is located in Saint Paul, Minnesota, with regional offices
located in Dallas, Texas; Milwaukee, Wisconsin; Des Moines, Iowa; Kansas City, Missouri; Richmond,
Virginia; and Denver, Colorado.
W&C has a team of seven recruitment consultants available to meet your executive recruitment needs.
Each consultant assigned to this recruitment has experience working with cities and the many different
disciplines that comprise the City of Otsego organization. Our consultants bring an experienced,
participatory and energetic perspective to each engagement; our unique approach and personal touch are
reflected in our internal standard to provide outstanding services that exceed the City’s expectations.
Since 2011 our combined consultant team has conducted more than 468 executive recruitments.
The W&C Recruitment Project Team will partner with the City Council and designated staff as your
technical advisor to ensure that the recruitment process for your next City Administrator is conducted in
a thorough and professional manner. Our objective is to generate high-quality candidates and assist you
with the screening and evaluation of these candidates.
We have structured the W&C Recruitment Project Team to draw upon W&C’s and Springsted’s 50-plus
years of service to the public sector and to leverage W&C’s experience and capacity to find the most
qualified candidates.
Physical Address
Waters & Company, a Springsted Company
380 Jackson Street, Suite 300
St. Paul, Minnesota 55101
Office: 651-223-3000
Fax: 651-223-3002
Respectfully submitted,
Rollie Waters, Executive Vice President
Consultant
City of Otsego, MN. Proposal to Provide Executive Recruitment Services. 4
II. Response to Scope of Work
Task I: Recruitment Brochure Development and Advertising
The development of a comprehensive recruitment brochure that includes a profile of the ideal candidate
is an important first step in the recruitment process. This profile includes the required academic training,
professional experience, leadership, management and personal characteristics related to the success of the
candidate in the position of City Administrator. The recruitment brochure will also have a profile that
captures the essence of the City as a highly-attractive venue for the successful candidate to live and work.
To prepare the recruitment brochure, the Recruitment Project Team Leader will come on site to meet
with the City Council and designated staff to discuss the required background, professional experience and
management and leadership characteristics for your City Administrator position. We meet individually (or
collectively depending upon your preference) with the City Council to broaden our understanding of the
position’s leadership and management requirements, current issues, strategic priorities and to identify
expectations for the City Administrator. [See example of a recruitment brochure in Appendix I.]
The Recruitment Project Team will also work with the City of Otsego to develop an advertising and
marketing strategy to notify potential candidates about the vacancy and conduct an open recruitment
that encourages applications from a talented and diverse pool of candidates. Our Team will place ads in
appropriate professional publications, websites and local print media, if required. We will also promote
this recruitment on the Waters & Company LinkedIn page. Additionally, W&C has a highly-accessed
website that has a special location attracting many potential candidates to upload their resumes. The
aggressive advertising and marketing campaign for top talent will include national, state, regional and
local elements as determined during our initial meetings with the City’s representatives. Our customized
mailing list, selected from our extensive database and contacts collected at appropriate public sector
conferences, will be utilized to further promote the position.
Advertisements for the City Administrator position could be placed with:
League of Minnesota Cities and neighboring state municipal associations
Minnesota City/County Management Association
International City/County Management Association
Emerging Local Government Leaders
Careers in Government (careersingovernment.com)
National Forum of Black Public Administrators
Hispanic Forum
Project Milestone Deliverables Estimated Duration
Position profile and recruitment
brochure development.
Onsite interview with the City.
W&C will receive information regarding
the City’s budgets, organizational charts,
images, logos, etc.
Develop draft documents (Recruitment
Brochure, Advertisement, Marketing
Letter and Timeline).
2 Weeks
Approve brochure, commence
advertising and distribute
marketing letter.
Brochure sent to the City for final
approval.
Commence advertising and distribution of
recruitment brochure.
1 Week
City of Otsego, MN. Proposal to Provide Executive Recruitment Services. 5
Task II: Execution of Recruitment Strategy and Identification of Quality Candidates
Utilizing the information developed in Task I, W&C will identify and reach out to individuals who will
be outstanding candidates for the position of City Administrator. Often, well-qualified candidates are not
actively seeking new employment and will not necessarily respond to an advertisement. However, if a
potential candidate is presented with the opportunity directly and in the proper manner, he or she may
apply. We take pride in our ability to locate highly qualified candidates across the nation based on the
professional contacts and relationships we have developed and maintained over many years.
These efforts will be supplemented by the creation of an appropriate database utilizing our extensive,
interactive applicant database for the City Administrator position. This will provide the W&C Team
with the ability to customize applicant flow and tracking, communication with applicants and conduct
database inquiries for candidates based on characteristics important to the City such as geographic
location, particular experience, expertise and credentials.
During this part of the process the Recruitment Project Team will work with the City Council and
designated staff to reach consensus on the leadership and management style for the ideal candidate.
Our research will determine the key competencies, work values and leadership/management style for
the position and match the candidates to each attribute.
Each candidate submitting a resume is sent a timely acknowledgement by our Team, including an
approximate schedule for the recruitment. Throughout the recruitment process, communications are
maintained with each candidate regarding information about the recruitment progress and their status in
the process. We take pride in the many complimentary comments made by candidates regarding the level
of communication and the professional manner in which they are treated during our recruitments.
Project Milestone Deliverables Estimated Duration
Execution of recruitment strategy
and candidate outreach.
Online data collection and profile
development.
Development of interactive
searchable applicant database for
recruitment of the City Administrator.
W&C performs direct outreach to
prospective candidates identified in
the recruitment strategy.
Utilization of extensive applicant
database to identify applications and
review applicant pool for
competencies/demographics.
4 Weeks
Task III: Screening of Applicants and Recommendation of Semi-Finalists
In Task III the Recruitment Project Team, under the direction of Sharon Klumpp, will screen the
candidates against the criteria within the position and candidate profiles and develop a list of semi-
finalists for recommendation to the City Council.
The most promising applicants will receive a candidate essay questionnaire to complete that will provide
additional information about the candidates’ background and experience. We will then narrow the list to
a group of 10-15 semifinalists for your review and to select finalists.
Another unique aspect of our recruitment process is our use of online recorded interviews for the screening
process. Responses are timed and questions are not provided in advance. This tool allows our Team to
City of Otsego, MN. Proposal to Provide Executive Recruitment Services. 6
develop a more comprehensive understanding of the candidate’s ability to think “on their feet” as well as
their personal and professional demeanor. This virtual interview can be scored by individual selection
team members as well as the consulting team for later review and comparison.
Our Team will provide an online link for the City Council allowing each member to review and rate the
recorded responses. This provides the organization with an additional candidate assessment that can be
customized to fit the unique needs of your City.
Throughout the process, you will have access to our Master Applicant List (MAL), which will provide
pertinent data for each applicant.
Project Milestone Deliverables Estimated Duration
Applicant screening and
recommendation of semi-
finalists.
W&C compares applications to the approved
candidate profile developed in our searchable
applicant database.
W&C develops customized candidate
questionnaire & due diligence questionnaire to
provide to applicants who most closely meet the
candidate profile.
Top 10-15 candidates identified as semi-finalists.
Semi-Final Report is prepared, including the
brochure, master applicant list, cover letter,
resume and completed questionnaire of
candidates to be considered.
W&C and the City review and rate video
interviews.
W&C sends links to City to review the aggregate
responses and ratings.
Semi-finalists complete candidate management
style assessment, responses are reviewed and
interview questions are developed.
Recruitment Project Team Leader meets with the
City Council to review recommended semi-
finalists. City Council selects finalists for on-site
interviews.
2 Weeks
Task IV: Conducting Background Checks, Reference Checks and Academic Verifications
When the City Council approve of a group of finalists for on-site interviews, W&C will begin the process
of conducting reference checks, background checks and academic verifications. A Confidential Reference
Report is prepared for each finalist to complete our understanding of his/her management and leadership
characteristics and professional work performance.
For the background checks, W&C will develop information on the candidates in the following areas:
Consumer Credit Bankruptcy
City/County Criminal State District Superior Court Criminal
City/County Civil Litigation State District Superior Court Civil Litigation
Judgment/Tax Lien Federal District Criminal
Motor Vehicle Federal District Civil Litigation
City of Otsego, MN. Proposal to Provide Executive Recruitment Services. 7
To ensure that our quality standards are maintained, we require a minimum of ten business days
between the time that you select the finalists for on-site interviews and when we submit the candidate
documentation for your final interview process.
Project Milestone Deliverables Estimated Duration
Finalists complete supplemental
work products.
Finalists complete narrative of their two
most significant professional
achievements and a critical problem
analysis.
1 Week
Design final process with City
Council for on-site interviews
with finalists.
W&C confirms interviews with candidates.
Travel logistics are scheduled for the
candidates.
1 – 2 Days
Background checks, reference
checks and academic
verification.
W&C completes background checks,
reference checks and academic
verifications for finalists.
2 Weeks
Task V: Final Interview Process
Upon completion of Task IV, we will work with you to develop the final interview process. We will
provide documentation on each of the finalists which will provide the highlights of their professional
experience and leadership/management profile (Gap Analysis) as well as a summary of the results of
the reference checks, background checks and academic verifications. In addition, the Final Report
will include guidelines for interviewing the candidates, suggested interview questions and a candidate
assessment process for your interview panel(s).
The Recruitment Project Team Leader will be available during the final interview process to answer
questions about the candidates and, if requested, assist with the final evaluation of the candidates. In
addition, if the City requests the service, we will assist you with the development of a compensation
package and related employment considerations and assist with the negotiation of an employment
agreement.
Project Milestone Deliverables Estimated Duration
Final Report prepared and
delivered to City.
Final Report is prepared, including brochure,
interview schedule, cover letter, resume,
candidate questionnaire, two examples of
candidates’ most significant professional
achievements, suggested interview questions,
candidate assessment form and management
style probing questions.
1 Day
On-site interviews with finalists.
Interviews are scheduled.
Recruitment Project Team Leader attends
client interviews and is available to participate
during deliberations of candidates.
1 – 2 Days
Offer made / accepted.
If requested, W&C participates in candidate
employment agreement negotiations.
W&C notifies candidates of decision.
W&C confirms final process close out items
with the City of Otsego.
1 – 2 Days
City of Otsego, MN. Proposal to Provide Executive Recruitment Services. 8
Strategy for Recruitment of Diverse Candidates
Our corporate core values and work environment reflect our broader social aspirations for a diver se
workforce, equal opportunity and cross-cultural respect. We have established strong and credible
networks with minority and female leaders nationwide. In addition, we are corporate members of the
National Forum for Black Public Administrators (NFBPA) and the Hispanic Network and are on their
National Corporate Advisory Council. We participate in their membership events on a regular basis.
To that end, we take responsibility for diversity in our organization, our recruitment strategy and our
candidate pools. In this recruitment, we will use our established networks to make direct and personal
contacts with prospective minority and female candidates and encourage them to consider the City of
Otsego’s City Administrator position. Because of our performance record in presenting a diverse
applicant pool, these prospective candidates know they will be fairly considered in the process.
Waters & Company, a Springsted Company, is committed to ensuring equitable participation in our
business and employment opportunities without regard to race, color, religion, sex, national origin, age,
disability, veteran status, marital status or sexual orientation. As a leader in the executive recruitment
industry, we take positive actions to prevent and to remedy any discriminatory effects of business and
employment practices.
Springsted Incorporated, our parent company, is a WBE.
City of Otsego, MN. Proposal to Provide Executive Recruitment Services. 9
Timeline
Below is an estimated Timeline for the executive recruitment process. You will be asked during the first
on-site meeting to review and approve a Timeline for the recruitment project. It is our intent to conduct
the recruitment expeditiously, but not at the expense of finding high-quality candidates for you.
CITY OF OTSEGO, MN
EXECUTIVE RECRUITMENT
PRELIMINARY TIMELINE
The following Timeline represents a preliminary schedule for your executive recruitment based on a commencement
date of December 1, 2016. Actual target dates will be developed in consultation with and approved by the City
Council.
Project Milestone Deliverables Target Date
Profile development,
advertising and candidate
outreach.
W&C completes on-site interviews to develop
candidate profile and recruitment brochure; the City
approves ad placement schedule and timeline.
W&C sends draft recruitment brochure to the City.
The City returns draft recruitment brochure (with
edits) to W&C.
W&C commences executive recruitment
advertising and marketing.
Online data collection and profile development.
December 1 –
January 23
Applicant screening and
assessment and
recommendation of semi-
finalists.
W&C commences formal review of applications
and sends most promising applicants a Candidate
Questionnaire to provide additional information
about background and experience. Candidates
complete recorded interview online.
W&C completes formal review of applications and
sends selected resumes and questionnaire
responses to the City for review. Also candidates’
recorded interviews are presented.
Semi-finalists complete candidate management
style assessment and responses are reviewed and
interview questions are developed.
W&C meets with the City and recommends semi-
finalists; the City selects finalists for on-site
interviews.
January 24 –
February 8
Comprehensive background
check and reference checks
completed for finalists.
W&C completes reference checks/background
checks/ academic verification on finalists. February 22
On-site Interviews with
finalists.
W&C sends documentation for finalists to the City.
The City conducts on-site interviews with finalists. Week of February 27
Employment offer made /
accepted.
The City extends employment offer to selected
candidate. By March 13
City of Otsego, MN. Proposal to Provide Executive Recruitment Services. 10
III. Proposed Costs
The all-inclusive professional fee to conduct the recruitment is provided below and includes the cost of
professional services by the Recruitment Project Team Leader, the project support staff and all project-
related expenses such as advertising, preparation of the recruitment brochure, printing, candidate
background, reference and academic verification checks and travel expenses for on-site visits. Travel
expenses incurred by candidates for on-site interviews with the client are not the responsibility of W&C
and are handled directly by the client organization.
The all-inclusive professional fee will be billed in four installments: 30% of the fee will be billed at the
beginning of the recruitment; 30% at the implementation of Phase I; 30% at the implementation of
Phase II; and 10% upon acceptance of an offer by the candidate. We are open to negotiate an alternative
payment schedule if selected for this recruitment.
All questions regarding the professional fees and project-related expenses should be directed to Sharon
Klumpp, Senior Vice President at sklumpp@waters-company.com or via phone at 651-223-3053.
PHASE DESCRIPTION OF PROFESSIONAL SERVICES FEES
Phase I
Task 1 – Candidate Profile Development/Advertising/Marketing
(includes one day on site by Recruitment Project Team Leader)
Task 2 – Identify Quality Candidates
Phase II
Task 3 – Screening of Applications and Submission of
Recommended Semi-Finalists to Client (includes one
day on site by the Recruitment Project Team Leader)
Task 4 – Reference Checks, Background Checks
and Academic Verifications
Phase III Task 5 – Final Process/On-Site Interviews with Finalists
(includes two days on site by Project Team Leader)
Conclusion Acceptance of offer by candidate
TOTAL ALL-INCLUSIVE PROFESSIONAL FEE $21,500
OPTIONAL SERVICES FOR CONSIDERATION FEES
At the City’s option, W&C will conduct a web-based survey to determine key community-
wide issues and priorities that could be considered in the selection of a new City
Administrator. This survey is completed by community leaders, citizens, and City
employees and would alter the project timeline.
$1,650
On rare occasions, W&C is asked to provide additional search services that are not
included in this scope of service or to provide more than three on-site visits to the
City. Additional work specifically requested by the City which is outside of the scope of
this project will be invoiced at the hourly rate of $220 plus expenses. W&C will submit a
written explanation of the additional services to be provided and the estimated hours that
will be required prior to commencing any additional services.
$220 per hour
plus expenses
City of Otsego, MN. Proposal to Provide Executive Recruitment Services. 11
Triple Guarantee
Our Triple Guarantee is defined as: (1) A commitment to remain with the recruitment assignment until
you have made an appointment for the fees and tasks quoted in this proposal. If you are unable to make a
selection from the initial group of finalists, W&C will work to identify a supplemental group until you find
a candidate to hire. (2) Your executive recruitment is guaranteed for 24 months against termination or
resignation for any reason. The replacement recruitment will be repeated with no additional professional
fee, but only for project-related expenses. Candidates appointed from within your organization do not
qualify for this guarantee. This guarantee is subject to further limitations and restrictions of your state
laws. (3) W&C will not directly solicit any candidates selected under this contract for any other position
while the candidate is employed with your organization.
IV. Firm Experience
References
City of Hutchinson, Minnesota
Mr. Marc Sebora, City Attorney
320-587-5151
msebora@ci.hutchinson.mn.us
Project: Selection of City Administrator (2014)
City of Elk River, Minnesota (2011)
Honorable John Dietz, Mayor
763-441-2210
shortshots17@aol.com
Project: Selection of City Administrator (2011)
City of Big Lake, Minnesota
The Honorable Raeanne Danielowski, Mayor
763-263-3801
cook113@aol.com
Project: Selection of City Administrator (2015)
City of Cottage Grove, Minnesota
The Honorable Myron Bailey, Mayor
651-459-4734
myronbailey@aol.com
Project: Selection of City Manager (2015)
City of Shakopee, Minnesota
Mr. William H. Reynolds, City Administrator
952-233-9311
breynolds@shakopeemn.gov
Project: Selection of City Administrator (2015)
Experience
The following is a partial list of previous Executive Recruitments:
List of Relevant Executive Recruitments: 2011 to Present
Year Client State Recruitment Population
2011 Altus OK City Administrator 19,591
2011 Ashland OR Assistant City Administrator 20,713
2011 Carrboro NC Town Manager 20,433
2011 Christiansburg VA Town Manager 21,041
2011 Decorah IA City Administrator 8,172
2011 Dumfries VA Town Manager 4,937
2011 Elk River MN City Administrator 23,447
2011 Fredericksburg TX City Mgr 10,829
2011 Gardner KS City Administrator 20,473
City of Otsego, MN. Proposal to Provide Executive Recruitment Services. 12
List of Relevant Executive Recruitments: 2011 to Present
Year Client State Recruitment Population
2011 Grain Valley KS City Administrator 13,125
2011 Manassas VA City Manager 41,705
2011 Mesa AZ Deputy City Manager 457,587
2011 Osceola WI Village Administrator 2,421
2011 Petersburg VA City Manager 33,740
2011 Sachse TX City Manager 22,026
2011 Salisbury NC City Manager 33,604
2011 Socorro TX City Manager 32,517
2011 St. Anthony MN City Administrator 8,583
2011 Virginia Beach VA Deputy City Manager 448,479
2011 Willmar MN City Administrator 19,680
2012 Albertville MN City Administrator 7,230
2012 Brainerd MN City Administrator 13,487
2012 Charlotte NC City Manager 792,862
2012 Eau Claire WI City Manager 61,704
2012 Exmore VA Town Manager 1,458
2012 Fairview TX Town Manager 8,148
2012 Martinsville VA City Manager 15,416
2012 Morehead City NC City Manager 9,203
2012 Ocean City MD Town Manager 7,092
2012 Rockville MD City Manager 47,388
2012 Scandia MN City Administrator 3,936
2012 Sun Prairie WI City Administrator 29,364
2012 Thief River Falls MN City Administrator 8,661
2012 Winchester VA City Manager 27,216
2012 Windsor Heights IA City Administrator 4,860
2013 Alexandria MN City Administrator 11,580
2013 Bayport MN City Administrator 3,496
2013 Bellevue WI Village Administrator 14,570
2013 Burnsville MN City Manager 61,434
2013 Clinton NC City Manager 8,676
2013 East Grand Forks MN City Administrator 8,602
2013 International Falls MN City Administrator 6,357
2013 Irving TX City Manager 228,653
2013 Justin TX City Manager 3,333
2013 Manassas VA Director of Finance and Admin 41,705
2013 Montgomery MN City Administrator 2,933
2013 Moose Lake MN City Administrator 2,787
2013 Muskegon MI City Manager 37,213
2013 Newport News VA City Manager 179,611
2013 Norwood Young America MN City Administrator 3,583
2013 Raleigh NC City Manager 423,179
2013 Sherburn MN City Administrator 1,128
2013 Watertown MN City Administrator 4,239
2013 West Saint Paul MN City Manager 19,708
2014 Atlantic Beach FL City Manager 12,864
2014 Bloomington MN City Manager 86,319
2014 Boone NC Town Manager 17,774
2014 Cape Charles VA Town Manager 990
City of Otsego, MN. Proposal to Provide Executive Recruitment Services. 13
List of Relevant Executive Recruitments: 2011 to Present
Year Client State Recruitment Population
2014 Castle Rock CO Town Manager 53,063
2014 Eustis FL City Manager 19,214
2014 Hutchinson MN City Administrator 13,871
2014 Irving TX City Manager 225,427
2014 Lakeville MN City Administrator 58,562
2014 Lexington VA City Manager 6,998
2014 Midlothian TX City Manager 19,891
2014 Narberth Borough PA Borough Manager 4,295
2014 Novi MI City Manager 123,099
2014 Oakdale MN City Administrator 27,780
2014 Springfield MN City Manager 2,114
2014 Township of Lower Merion PA Township Manager 59,850
2015 Bemidji MN City Manager 14,435
2015 Big Lake MN City Administrator 10,298
2015 Brooklyn Park MN City Manager 78,373
2015 Coon Rapids MN City Manager 62,103
2015 Cottage Grove MN City Manager 35,399
2015 Davidson NC Town Manager 11,750
2015 Diboll TX City Manager 5,323
2015 Fairfield County SC County Administrator 23,109
2015 Golden Valley MN City Manager 20,845
2015 Grand Junction CO City Manager 59,778
2015 Kingsville TX City Manager 26,312
2015 Manassas VA Deputy City Manager 41,705
2015 Monument CO Town Manager 5,817
2015 Sachse TX City Manager 22,026
2015 Scandia MN City Administrator 3,936
2015 Shakopee MN City Administrator 39,167
2015 Socorro TX City Manager 32,517
2015 Virginia Beach VA City Manager 448,479
2015 Warrenton VA Town Manager 9,862
2015 West Jordan UT City Manager 110,077
2015 Westminster CO City Manager 109,169
2015 Williamsburg VA City Manager 15,206
2016 Cary NC Town Manager 151,088
2016 Charter Township of Kalamazoo MI Township Manager 20,918
2016 Christiansburg VA Town Manager 21,533
2016 Circle Pines MN City Administrator 4,953
2016 Commerce TX City Manager 8,276
2016 Crested Butte CO Town Manager 1,519
2016 Deerfield Beach FL Assistant City Manager 78,041
2016 Fredericksburg VA City Manager 28,132
2016 Greensboro NC Assistant City Manager 279,639
2016 Hayden CO Town Manager 1,801
2016 Mankato MN Deputy City Manager 40,641
2016 Medford OR City Manager 77,677
2016 Moorhead MN City Manager 39,398
2016 Moose Lake MN City Administrator 2,787
2016 Norwalk IA City Manager 9,639
City of Otsego, MN. Proposal to Provide Executive Recruitment Services. 14
List of Relevant Executive Recruitments: 2011 to Present
Year Client State Recruitment Population
2016 Roswell NM City Manager 48,611
2016 Shakopee MN Assistant City Administrator 39,167
2016 Virginia MN City Administrator 8,661
2016 Warsaw VA Town Manager 1,498
2016 Wayzata MN City Manager 4,217
2016 Williamsburg VA Assistant City Manager 15,206
In Progress Brooklyn Center MN Deputy City Manager 30,712
In Progress Denton TX City Manager 123,099
In Progress Dumfries VA Town Manager 5,168
In Progress El Dorado KS City Manager 12,852
In Progress Jersey Village TX City Manager 7,862
In Progress Littleton CO City Manager 44,275
In Progress Mooresville NC Town Manager 34,887
In Progress North Branch MN City Administrator 10,087
V. Recruitment Project Team
Mr. Rollie Waters, Executive Vice President
Direct Phone: (214) 466-2424
Email: rwaters@waters-company.com
Recruitment Project Team Leader
Ms. Sharon Klumpp, Senior Vice President
Direct Phone: (651) 223-3053
Email: sklumpp@waters-company.com
Ms. Sara Haselbauer, HR Analyst
Direct Phone: (651) 223-3006
Email: shaselbauer@waters-company.com
City of Otsego, MN. Proposal to Provide Executive Recruitment Services. 15
Rollie Waters
Executive Vice President
Rollie Waters is an Executive Vice President with Waters & Company, A Springsted Company. Since
1976, Rollie has been a management consultant to private and public sector clients. He has consulted
with national and international clients in the area of HR Management system design and strategic
management. He has given various lectures and seminars for organizations in the areas of compensation
as it relates to performance management. He is viewed on a national level as one of the foremost
authorities in succession planning and performance management system design for the public sector. He
has spoken before such organizations as the International City/County Managers Association, American
Management Association, The Alliance for innovation, Southern Methodist University, the University of
Maryland, National Forum of Black Public Administrators, California Institute of Technology, the Texas
Municipal League (TML), the International Personnel Management Association (IPMA-HR), several
international companies in Great Britain, and various other U.S. public and private sector agencies and
organizations.
Rollie has been actively involved in the development of competency-based knowledge selection and
development tools over the past twenty years. He has been instrumental in ensuring the proprietary profiles
that he has designed attract the right candidates that fit the organization’s needs. In addition, Rollie’s
extensive knowledge of performance management solidifies matching the management style most
compatible with the organization’s success. His research on succession planning has led him and his
team to be able to help shape the future of organizations through their executive recruitment activities.
Rollie has been widely published in national journals and magazines focusing on human resource
challenges. His publications include a research article in the Public Personnel Management Journal titled
“The Impact of Behavioral Traits on Performance Appraisal.” Prior to founding W&C, Rollie held an
executive position with Dun & Bradstreet Co., Inc., and a management position with Owens Corning
Fiberglass.
Areas of Expertise
Executive Recruitment
Web-Based Compensation Support
Management Development
Competency-based Systems and
Development Systems
Organizational Strategy
Mentoring Programs
Performance Management
Succession Planning
Professional Accomplishments and Education
Rollie is a member of Mensa, a Strategic Partner with the International City/County Managers Association,
International Management Consultants and Alliance for Innovation, a member of the National Corporation
Advisory Council of the National Forum for Black Public Administrators, and numerous other professional
groups. He has also appeared in several professional directories such as Who’s Who in the World, Who’s
Who in Finance and History, and many others. Rollie has an extensive background in the behavioral
sciences and strategic planning. He received his MBA at Pepperdine University and his Bachelor of
Science degree in Psychology from the University of South Carolina. In addition, he is a Certified
Management Consultant (CMC); CMC is a certification mark awarded by the Institute of Management
Consultants USA and represents evidence of the highest standards in consulting and adherence to the ethical
canons of the profession.
City of Otsego, MN. Proposal to Provide Executive Recruitment Services. 16
Sharon G. Klumpp
Senior Vice President and Consultant
Sharon Klumpp is a Senior Vice President and Consultant with Waters & Company, a Springsted Company.
Sharon has extensive experience specializing in organizational and departmental studies, human resource
management, and executive search for public agencies. She also assists governing bodies and senior -level
managers in the development, execution and evaluation of strategic plans.
Sharon has extensive experience in serving government. She has served as Executive Director of the
Metropolitan Council, a seven-county regional planning agency for the Minneapolis-Saint Paul
metropolitan area, and as Associate Executive Director for the League of Minnesota Cities. Her
experience also includes serving as City Administrator in Oakdale, Minnesota and as Assistant City
Manager in both St. Louis Park, Minnesota and Saginaw, Michigan. Her private sector experience
includes serving as the chief administrative officer for the Minneapolis office of a major global
engineering and design firm.
Sharon also served as an adjunct instructor at Walden University, where she taught public administration
and organizational change in the University’s School of Management. She served two terms on the
Ramsey County Charter Commission and was chair for two years.
Professional Accomplishments and Education
Education
University of Kansas, Lawrence, Kansas
Masters of Public Administration
Miami University, Oxford, Ohio
Bachelor of Arts in Political Science
Affiliations
International City/County Management Association
International Public Management Association for
Human Resources
City of Otsego, MN. Proposal to Provide Executive Recruitment Services. 17
Sara Haselbauer, J.D.
HR Analyst
Sara Haselbauer is a Human Resources Analyst with Waters & Company, a Springsted Company. Sara
started as an Administrative Assistant to Springsted’s Project Management team in 2007. In August
2009, Sara left Springsted to attend law school before returning in November 2014 as an independent
contractor.
Sara rejoined W&C in January 2015 as a Human Resources Analyst with the Organizational Management
and Human Resources Team, providing support and assistance for executive search and organizational
management projects. Her duties include conducting research and working with clients and candidates
throughout all phases of a project and/or executive search and recruitment.
Education
University of North Dakota School of Law, Grand Forks, North Dakota
Juris Doctor
Certificate in Indian Law
University of St. Thomas, St. Paul, Minnesota
Bachelor of Arts in Sociology and Art History
APPENDIX I
Sample Brochure
Steeped in rich history, the City of Shakopee, Minnesota, is a vibrant and thriving
community located in the southwest quadrant of the Minneapolis-Saint Paul
metropolitan area along the lower Minnesota River Valley. First established as a trading
post, today Shakopee is the county seat of Scott County with a population of 39,167
residents, a 90-percent increase since 2000. Highway 169 runs through the center of the
city connecting Shakopee with I-494. Shakopee is located 21 miles from the Minneapolis-
Saint Paul International Airport, 24 miles from downtown Minneapolis and 30 miles
from downtown Saint Paul.
Shakopee and its surrounding area are home to major attractions including Valleyfair
Amusement Park, the Minnesota Renaissance Festival and Canterbury Park; Mystic Lake
Hotel and Casino is minutes away. Shakopee is also home to major businesses including
Shutterfly, Oracle, Seagate, St. Francis RMS (health care) and Imagine Print Solutions.
With more than 900 acres reserved for parks and recreation, Shakopee offers an
outstanding quality of life to those who live and work within the City. The Landing –
Minnesota River Heritage Park, formerly Historic Murphy’s Landing, is a renown 88-
acre living history museum depicting life in the Lower Minnesota River Valley from the
1840s–1890s with authentic 19th-century buildings, demonstrations and a scenic river
trail and overlook. Shakopee is also home to Scott County Historical Society’s Stans
Museum and the River Valley Theatre Company.
Shakopee School District serves more than 7,600 students in Shakopee, Prior Lake
and Savage in addition to a few neighboring townships. The district has five elementary
schools, one sixth-grade center, two junior high schools and one high school, making
it one of the fastest growing districts in the Twin Cities suburbs. The community is also
served by the Shakopee Area Catholic Schools and other private schools.
THE COMMUNITY
City Administrator
The City of
Shakopee,
Minnesota,
seeks a vibrant
and energetic
leader with
experience
in managing
growing
communities
to serve as
the next City
Administrator.
Shakopee
City of Shakopee | 129 Holmes St. S., Shakopee MN 55379 | (952) 233-9300 | www.ShakopeeMN.gov Minnesota
1
Find us
POSITION PROFILE
Public Safety
Parks &
Recreation
Administration
Public
Works
• Lead and direct the City’s management team
to ensure the effective and efficient delivery of
municipal services and implementation of adopted
policies and ordinances.
• Monitor all departments to ensure compliance
with policies, procedures, laws, ordinances and
regulations.
• Prepare and recommend adoption of the City’s
annual operating budget, capital improvement
program and enterprise funds; monitor and control
expenditures within approved limits.
• Prepare agendas, memos and supporting
information for City Council meetings.
• Evaluate City’s processes and services; developing
options for improving or matching services to
community needs.
• Supervise the Assistant City Administrator, all
Department Heads, the Economic Development
Coordinator, Management Analyst and
Administrative Assistant.
• Facilitate collaborative efforts with other municipal,
county and regional organizations to ensure
maximum efficiencies.
• Provide timely information to support them in their
roles as elected officials.
The City Administrator is appointed by and serves at the pleasure of the City Council as the City’s chief
administrative officer. The position is responsible for leading, directing and coordinating the overall operation
and administration of the City organization in accordance with policies established and resources allocated by a
majority vote of the City Council. Major functions include:
The City of Shakopee is organized as a “Plan A”
city under Minnesota statutes; it operates on a weak
Mayor-Council plan with an elected Mayor and four
City Council members. The Mayor serves a two-year
term and Council members serve overlapping four-
year terms. City elections are held in odd numbered
years during the general election in November. The
City Council exercises the ultimate legislative and administrative authority.
ORGANIZATION
2015 General Fund Budget
The City has a 2015 general fund budget of $23 million and an
authorized complement of 178 full-time equivalent employees.
Approximately 45 percent of the City workforce is represented by three
collective bargaining units. The municipal government is organized into
seven departments: Administration, Community Development, Finance
and City Clerk, Public Works, Parks and Recreation, Police and Fire.
Water and electric utilities are operated by the Shakopee Public Utilities
Commission.
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Getting to know the community. From the
City Council and City staff to community
leaders and intergovernmental partners, the City
Administrator will devote time to getting to know
the people who live and work in Shakopee and
developing an understanding of their interests,
concerns and aspirations. Recognizing that
Shakopee’s rapid growth has contributed to its
diversity, the City Administrator will reach out to
diverse groups to build relationships and continue
the City’s reputation as a “welcoming community.”
Managing the transition. The City Administrator
will provide leadership in a time of transition,
helping the City set and stay focused on shared
priorities. Establishing trust and credibility with the
City Council and staff, listening and communicating
information and managing expectations will be
important aspects of this transition.
Growth and economic development. Shakopee
has witnessed rapid growth over the last 15 years;
development is projected to continue but at a
moderate pace. The City Administrator will be
involved in annexation along Highway 169 on the
City’s west end to accommodate future economic
development. The City Administrator will also play a
role in supporting continued downtown development.
Community amenities and services. As communities
grow, it is important to evaluate the adequacy
of community amenities and services. The City
recently commissioned a community survey to
provide feedback on municipal facilities and services
and how to fund desired improvements. The City
Administrator will work with the City Council, staff
and others to address community amenities and
service needs identified in the survey.
Organizational management. A study is underway to
consider modifications to the current organizational
structure, which will increase efficiencies and
enhance integration of municipal services. The City
Administrator will explore study recommendations
and develop plans to implement the study.
Building the team. The City Administrator will
have the opportunity to hire new members of the
management team. The Finance Director position will
be open as a result of an announced retirement; other
key staff retirements are anticipated within the next
couple of years. In addition to hiring staff, succession
planning will be important to develop employees
for future roles in the organization and to ensure
continuity of critical city services.
Collaborative partnerships. The City of Shakopee
participates as a member of the Scott County
Association for Leadership and Efficiency (SCALE)
and has been active in a variety of collaborative
partnerships. In addition, the City has a long-standing
collaborative relationship with the School District and
has worked in partnership with the Mdewakanton
Sioux Community. The City Administrator will
cultivate collaborative partnerships and explore
shared services that are in the best interest of the City.
HIGH-PRIORITY ISSUES
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CANDIDATE PROFILE
• Vibrant, forward looking, energetic leader with a
strong personality and a positive, “can-do” attitude.
• Appreciates Shakopee’s history and at the same time
embraces its growth and potential.
• Builds an effective working relationship with the
City Council; earns the City Council’s trust and
respect by providing timely, objective and impartial
research, options and recommendations.
• Keeps the City Council regularly informed
of projects, accomplishments, challenges and
opportunities; engages the City Council and helps
Council members find common ground without
taking sides.
• Demonstrates the highest level of ethics in all
actions; is transparent and consist and respects other
points of view.
• Sets an organizational tone that is proactive,
deliberate and open to exploring new ideas; creates
a culture that values customer service, initiative and
continuous improvement.
• Exercises sound judgment; makes and
communicates decisions in a timely manner.
• Empowers department directors to maximize
their potential; delegates with trust and confidence
and holds directors accountable for department
performance.
• Maintains an awareness of department operations
and understands when to get involved.
• Engages employees at all levels of the organization
and recognizes their contributions; encourages and
supports employee training and development.
• Welcomes diversity and cultivates inclusivity; seeks
opportunities to be active in the community.
• Communicates effectively to a variety of audiences;
conveys information in a clear and straightforward
manner.
EDUCATION & EXPERIENCE
Master’s degree in public administration, business administration
or a related field and seven years of increasingly responsible local
government experience, with at least four years of experience at
the department head level of a larger or similarly-sized organization or as an administrator/manager of a smaller
or similarly-sized governmental organization. Equivalent combination of education and experience will be
considered. The ideal candidate will have experience managing the dynamics of a growing community, defining
organizational roles and responsibilities and helping the governing body identify and establish shared priorities
and future directions. Must have experience in finance, budgeting and intergovernmental relationships. Excellent
communications, interpersonal and relationship-building skills required.
COMPENSATION & BENEFITS
Salary up to $140,000, depending upon experience and qualifications. Comprehensive benefits package available.
Relocation negotiable.
APPLICATION & SELECTION PROCESS
Qualified candidates, please submit your cover letter and resume online by visiting our website at https://waters-company.
recruitmenthome.com/. This position is open until filled; however, interested applicants are strongly encouraged to apply no
later than March 18, 2015. Following this date, applications will be screened against criteria outlined in this brochure. On-site
interviews will be offered to those candidates named as finalists, with reference checks, background records checks, including
credit history, and academic and employment verifications conducted after receiving candidates’ permission. For more
information please contact Sharon Klumpp at sklumpp@waters-company.com or by calling
651.223.3053 (office) or 651.270.6856 (mobile).
The City of Shakopee is an Equal Opportunity Employer.4