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10.c5 GOVHR City Admin Proposal 2022 City of Scandia, Minnesota Request for Proposal City Administrator Recruitment & Selection November 8, 2022 630 Dundee Road Suite 225 Northbrook, IL 60062 Primary Contact Person: Laurie Pederson Director of Administrative Services 847-380-3198 LPederson@GovHRusa.com 2 City of Scandia, Minnesota - City Administrator Table of Contents Firm Profile .................................................................................................................................................... 3 Our Leadership .......................................................................................................................................... 3 Why Choose GovHR? ................................................................................................................................ 4 Our Team ...................................................................................................................................................... 5 References .................................................................................................................................................... 6 Project Approach and Methodology ............................................................................................................. 7 Phase I: Position Assessment, Position Announcement & Brochure........................................................ 7 Phase II: Advertising, Candidate Recruitment & Outreach ....................................................................... 7 Phase III: Candidate Evaluation & Screening ............................................................................................ 8 Phase IV: Presentation of Recommended Candidates ............................................................................. 8 Phase V: Interviewing Process & Background Screening .......................................................................... 8 Phase VI: Appointment of Candidate ........................................................................................................ 9 Project Timeline .......................................................................................................................................... 10 Commitment to Diversity, Equity & Inclusion in Recruitments .................................................................. 10 Recruiting During the Great Resignation .................................................................................................... 11 Full Scope Recruitment – Price Proposal .................................................................................................... 12 The GovHR Guarantee – Full Scope Recruitment ....................................................................................... 13 Contract Signature Page ............................................................................................................................. 14 Optional Services ........................................................................................................................................ 15 Attachments Consultant Biography Client List 3 City of Scandia, Minnesota - City Administrator Firm Profile GovHR is a public management consulting firm serving local government clients and other public-sector entities across the country. The firm was originally formed as Voorhees Associates in 2009 and changed its name to GovHR USA in 2013. Our headquarters are in Northbrook, Illinois. We are a certified Female Business Enterprise in the State of Illinois and work exclusively in the public and non-profit sectors. GovHR offers customized executive recruitment services, management studies and consulting projects for local government and organizations who work with local government. GovHR has 21 full-time and 8 permanent part-time employees including 6 full-time recruiters and 26 additional project consultants. Our employees and project consultants are located across the country, giving us a national presence. Additionally, GovTempsUSA, GovHR’s subsidiary, provides interim staffing solutions to keep operations moving during the recruitment process. Our consultants are experienced executive recruiters who have conducted over 1,000 recruitments, working with cities, counties, special districts, and other governmental entities of all sizes throughout the country. In addition, we have held leadership positions within local government, giving us an understanding of the complexities and challenges facing today’s public sector leaders. Our Leadership Heidi Voorhees President 847-380-3240 HVoorhees@GovHRusa.com Joellen Cademartori Chief Executive Officer 847-380-3238 JCademartori@GovHRusa.com Ms. Voorhees has conducted more than 400 recruitments in her management consulting career, with many of her clients being repeat clients, attesting to the high quality of work performed for them. In addition to her 17 years of executive recruitment and management consulting experience, Ms. Voorhees has 19 years of local government leadership and management service, including ten years as Village Manager for the Village of Wilmette, Illinois. Ms. Cademartori is a seasoned manager, with expertise in public sector human resources management. She has held positions from Human Resources Director and Administrative Services Director to Assistant Town Manager and Assistant County Manager. Ms. Cademartori has worked in forms of government ranging from Open Town Meeting to Council-Manager and has supervised all municipal and county departments ranging from Public Safety and Public Works to Mental Health and Social Services. 4 City of Scandia, Minnesota - City Administrator Why Choose GovHR? Unparalleled Expertise and Level of Service: We are a leader in the field of local government recruitment and selection with experience in 41 states, in communities ranging in population from 1,000 to 3,000,000. Since our establishment in 2009, more than 40% of our clients are repeat clients showing a high level of satisfaction with our work. We encourage you to call any of our previous clients. Surveys of our clients show that 94% rate their overall experience with our firm as Outstanding and indicate that they plan to use our services or highly recommend us in the future. Delivering the Best: We conduct comprehensive due diligence on candidates. Our state-of-the-art process, includes extensive use of social media for candidate outreach and video interviews with potential finalist candidates, ensure a successful recruitment for your organization. Our high quality, thorough Recruitment Brochure reflects the knowledge we will have about your community and your organization and will provide important information to potential candidates. Additionally, before we recommend a candidate to you, we will have interviewed them via video, conducted reference calls, and news media and social media searches. Our knowledge of local government ensures that we can ask probing questions that will verify their expertise. A Partner from Start to Finish: We are your partners in this important process. You are welcome to review all the resumes we receive, and we will share our honest assessment of the candidates. Our goal is your complete satisfaction. We can strategize with you on a variety of approaches for meeting your recruiting needs, including evaluation of internal candidates, identification of non-traditional candidates who meet your recruitment requirements, succession planning and mentoring options. We are committed to working with you until you find the candidate that is the best fit for your position. Services for Any Budget and Any Search: We strive to meet the specific needs of our clients. We offer several options for recruitment services to meet your needs and your budget. Our services range from Full Executive Recruitments to Virtual Recruitments and even simply Professional Outreach for those who want to reach a broader network. In the following proposal, we have provided the scope we believe that best fits your needs. However, you may find all our services here on our website. 5 City of Scandia, Minnesota - City Administrator Our Team GovHR employs a team of professionals with backgrounds in local government and the not-for-profit sector. With your staff needs in mind and due to the significance of this recruitment, we have assigned our highly knowledgeable and experienced Senior Vice President Charlene Stevens. She will act as your project manager and primary point of contact for this project. She will be responsible for your recruitment and selection process. Her full biography can be found as part of the Appendix and her client list is available on our website. Project Manager & Main Point of Contact Charlene Stevens Senior Vice President 320-262-0303 CStevens@GovHRusa.com Proposal Inquiries Laurie Pederson Client Services & Administrative Director 847-380-3198 LPederson@GovHRusa.com 6 City of Scandia, Minnesota - City Administrator References We are a proven leader in public sector consulting. More than one-third of the organizations served by GovHR are repeat clients. Our team provides a growing pool of highly qualified candidates who are well- suited to handle the challenges and expectations of professional positions in local government and the not-for-profit sector. The following references can speak to the quality of service provided by GovHR. Waconia, MN (City Administrator, 2021) Jackie Schulze, Assistant City Administrator 201 South Vine Street Waconia, MN 55387 952-442-3103 jschulze@waconia.org Becker, MN (City Administrator, 2022) Julie Blesi, City Clerk/HR Manager/Safety & Risk Manager 12060 Sherburne Avenue Becker, MN 55308 763-200-4247 jblesi@ci.becker.mn.us Minnetonka, MN (Diversity, Equity & Inclusion Coordinator, 2022) (City Manager, 2022) Dawn Pearson, Human Resources Manager 14600 Minnetonka Blvd. Minnetonka, MN 55345 952-939-8214 dpearson@minnetonkamn.gov Brad Wiersum, Mayor 612-723-3907 bweirsum@minnetonkamn.gov Mike Funk, City Manager 952-939-8216 mfunk@minnetonkamn.gov 7 City of Scandia, Minnesota - City Administrator Project Approach and Methodology A typical recruitment and selection process takes approximately 175 hours to conduct. At least 50 hours of this time is administrative, including advertisement placement, reference interviews, and due diligence on candidates. We believe our experience and ability to professionally administer your recruitment will provide you with a diverse pool of highly qualified candidates for your position search. GovHR clients are informed of the progress of their recruitment throughout the entire process. We are always available by mobile phone or email should you have a question or need information about the recruitment. Phase I: Position Assessment, Position Announcement & Brochure GovHR treats each executive recruitment as a transparent partnership with our client. We believe in engaging with stakeholders early in each recruitment process to fully understand the challenges and opportunities inherent in the position. Understanding the organizational culture is critical to a successful recruitment. We gain this insight and information through meetings (one on one and small groups), surveys and a review of relevant information. This information is reflected in a polished marketing piece that showcases the organization and the area it serves. Information Gathering:  One-on-one or group interviews with stakeholders identified by the client.  GovHR can establish a dedicated email address for feedback from stakeholders or the community.  Community forums (In-person or via video) can be used to gather input and feedback.  Surveys can be used for department personnel and/or the community to gather feedback.  Conversations/interviews with department heads. A combination of the above items can be used to fully understand community and organizational needs and expectations for the position (this proposal includes 12 hours of meetings – additional meetings can be added for a fee of $125/hours plus actual expenses if incurred. Dedicated email address and one organizational survey are included. Community Survey can be conducted for $2,500. Community Forums can be conducted as an optional service. Development of a Position Announcement to be placed on websites and social media. Development of a thorough Recruitment Brochure for client review and approval. Agreement on a detailed Recruitment Timetable – a typical recruitment takes between 90 to 120 days from the time you sign the contract to appointment of the finalist candidate. Phase II: Advertising, Candidate Recruitment & Outreach We make extensive use of social media as well as traditional outreach methods to ensure a diverse and highly qualified pool of candidates. In addition, our website is well known in the local government industry – we typically have 14,000+ visits monthly to our website and career center. Additionally, our weekly jobs listings are sent to over 7,000 subscribers. Phase II will include the following:  GovHR consultants will personally identify and contact potential candidates.  Develop a database of potential candidates from across the country unique to the position and to the Client, focusing on: 8 City of Scandia, Minnesota - City Administrator o Leadership and management skills o Size of organization o Experience in addressing challenges and opportunities also outlined in Phase I o The database will range from several hundred to thousands of names and an email blast will be sent to each potential candidate.  Placement of the Position Announcement in appropriate professional online publications: o Public sector publications & websites (approximately 20 online sources) o Social media: LinkedIn (over 20,000 connections), Facebook, Instagram and Twitter o GovHR will provide you with a list of advertising options for approval Phase III: Candidate Evaluation & Screening Phase III will include the following steps:  Review and evaluation of candidates’ credentials considering the criteria outlined in the Recruitment Brochure  Candidates will be narrowed down to those candidates that meet the qualification criteria  Candidate evaluation process: o Completion of a questionnaire explaining prior work experience o Live Video Interview (45 minutes to 1 hour) conducted by consultant with each finalist candidate o References provided by the candidate are contacted o Internet/Social Media search conducted on each finalist candidate All résumés will be acknowledged and inquiries from candidates will be personally handled by GovHR, ensuring that the Client’s process is professional and well regarded by all who participate. Phase IV: Presentation of Recommended Candidates Phase IV will include the following steps:  GovHR will prepare a Recruitment Report presenting the credentials of those candidates most qualified for the position.  GovHR will provide an electronic recruitment portfolio which contains the candidates’ materials along with a “mini” résumé for each candidate so that each candidate’s credentials are presented in a uniform way.  Client will receive a log of all applicants and may review résumés if requested.  Report will arrive in advance of the Recruitment Report Presentation. GovHR will spend approximately 2 hours with the Client reviewing the recruitment report and providing additional information on the candidates. Phase V: Interviewing Process & Background Screening Phase V will include the following steps: GovHR will:  Develop the first and second round interview questions for your review and comment  Coordinate candidate travel and accommodations 9 City of Scandia, Minnesota - City Administrator  Provide you with an electronic file that includes: o Candidates’ credentials o Set of questions with room for interviewers to make notes o Evaluation sheets to assist interviewers in assessing the candidate’s skills and abilities Background screening will be conducted along with additional references contacted: GovHR USA Background Screening  Social Security Trace & Verification  County/Statewide Criminal  U.S. Federal Criminal Search  Civil Search  Enhanced Verified National Criminal - National Sex Offender Registry - Most Wanted Lists FBI, DEA, ATF, Interpol - OFAC Terrorist Database Search - OIG, GSA, SAM, FDA - All felonies and misdemeanors reported to the National Database  Bankruptcy, Leans and Judgements  Motor Vehicle Record  Education Verification – All Degrees Earned Optional: Credit Report – Transunion with score (based on position and state laws) Optional: Professional License Verification Drug Screen Employment Verification GovHR will work with you to develop an interview schedule for the candidates, coordinating travel and accommodations. GovHR consultants will be present for all the interviews, serving as a resource and facilitator. GovHR will coordinate a 2-Step Interview process. The first round interviews will include four to five candidates. The second round interviews will include two or three candidates. GovHR will supply interview questions and an evaluation form. In addition to a structured interview, the schedule can incorporate:  Tour of Client facilities  Interviews with senior staff Phase VI: Appointment of Candidate  GovHR will assist you as much as you request with the salary and benefit negotiations and drafting of an employment agreement, if appropriate.  GovHR will notify all applicants of the final appointment, providing professional background information on the successful candidate. 10 City of Scandia, Minnesota - City Administrator Project Timeline Week 1 Week 2 Week 3 Week 4 Week 5 Week 6 Week 7 Week 8 Week 9 Week 10 Week 11 Week 12 Week 13 Week 14 Phase I Phase II Phase III Phase IV Phase V Phase VI Weeks 1 & 2 Phase 1: Interviews & Brochure Development Weeks 3 thru 6 Phase 2: Advertising, Candidate Recruitment & Outreach Weeks 7 thru 9 Phase 3: Candidate Evaluation & Background Screening Week 10 Phase 4: Presentation of Recommended Candidates Week 11 & 12 Phase 5: Interview Process & Additional Background Screening Weeks 13 & 14 Phase 6: Appointment of Candidate Commitment to Diversity, Equity & Inclusion in Recruitments GovHR has a long-standing commitment to Equity, Diversity and Inclusion in all of our recruitment and selection processes. Since our firm's inception we have supported, with our time and financial resources, organizations that advance women and other underrepresented minorities in local government. These include the National Forum for Black Public Administrators, the Local Government Hispanic Network, The League of Women in Government and CivicPride. GovHR Team Members have moderated and spoken on DEI initiatives at the International City and County Management Association conference and state conferences in Illinois, Michigan, Wisconsin, and North Carolina. Our employees and consultants have undergone Implicit Bias Training and we are frequent speakers on incorporating DEI values into recruitment and selection processes. We have a list of DEI resources on the front page of our website (https://www.govhrusa.com/diversity-equity-and- inclusion-resources/) that can be accessed by anyone who visits our website. GovHR has formally partnered with the National Forum for Black Public Administrators' consulting arm, i4x, in several recruitment and selection processes throughout the country including Toledo, OH, Fort Collins, CO, Ann Arbor, MI, Oakland, MI and Arlington, TX. Our partnership reflects our mutual commitment to advancing DEI values and increasing the diversity of local government leaders at the highest levels of local government organizations. 11 City of Scandia, Minnesota - City Administrator Recruiting During the Great Resignation The GovHR team is aware of the lasting impact that the Great Resignation has had on nearly all local government positions. Data shows annual quit rates have been at record highs the past two years. Additionally, there is a growing trend of public workers accelerating retirement plans, a drastic change from when workers were postponing retirement. Our team of consultants work diligently to ensure the success of each recruitment and will be transparent upfront and throughout the process regarding any obstacles or delays they anticipate. Despite these challenging times, we have still seen a tremendous amount of success in our recruitments largely due to our consultants’ outreach methods and our team’s marketing strategies. GOVHR’S RECOMMENDATIONS TO RECRUIT AND RETAIN TOP TALENT R esponsive: Roll out the Welcome Mat! Candidates may struggle with relocating for a new position as well as be concerned about the “fit” with a new team. It is important to include costs for your top candidate(s) to travel to your location for the final interview process. Our team will work with you to create a welcoming, informative experience for both you and the candidate(s). Encouraging: Employee development is a must-have in today’s market. Candidates appreciate their employer investing in them as much as they are investing themselves in the job. Consider “up and coming” candidates who may lack one or two preferred skills and assign a mentor or invest in a course to encourage their professional development. A mentor/training program will also help establish a peer-to-peer connection and make them feel more comfortable about the transition to a new job. Competitive: Our team will guide you in offering a competitive market rate compensation and competitive benefits package attractive to today’s candidates. Competitive employers must include relocation expenses and should consider signing bonuses and temporary housing. R esourceful: Review your job description – do you need public sector experience? Are the years’ experience you list essential, or can that be preferred? Consider a more resourceful approach when reviewing candidates’ experience. Carefully consider requirements such as CPA, Professional Engineer and others that will limit your talent pool – consider using the word “ideally” or “preferably.” Understanding: These past few years have, without a doubt, changed the work environment. Competitive employers have recognized this and are offering flexible/hybrid/remote work options. Those positions that offer this type of flexibility consistently receive a better candidate response rate. Innovative: Think about what is unique and attractive about your community and organization and highlight that in your recruitment efforts. Talk about organizational culture and what your values are with respect to your employees. GovHR will assist you in being as innovative as possible in your outreach. Transparent: Some states now mandate listing salary ranges in any job advertisements or postings. More and more companies are now showing at least a salary range in their postings to promote pay transparency and equity. Post the salary range you will use for hiring – it is public information if we make it too difficult for candidates to find out the salary, they will move on to the next opportunity. 12 City of Scandia, Minnesota - City Administrator Full Scope Recruitment – Price Proposal Summary of Costs: Full Scope Price Recruitment Fee: $19,500 Recruitment Expenses: (not to exceed)  Expenses include candidate due diligence efforts $1,500 Advertising: *Advertising costs over $2,500 will be placed only with client approval. If less than $2,500, Client is billed only for actual cost. $2,500* Total: $23,500** **Consultant travel expenses are not included in the price proposal. If the consultant is requested to travel to the client, travel costs will be estimated at time of request. Only actual expenses will be billed to the client for reimbursement to GovHR. Possible in-person meetings could include: 1. Recruitment brochure interview process 2. Presentation of recommended candidates 3. Interview Process Any additional consultant visits requested by the Client (beyond the three visits listed above) will be billed at $125/hour; $500 for a half day and $950 for a full day. The additional visits may also result in an increase in the travel expenses and those expenses will be billed to the client. This fee does not include travel and accommodations for candidates interviewed. Payment for Fees & Services Professional fees and expenses will be invoiced as follows: 1st Invoice upon acceptance of proposal: 40% of the Recruitment Fee 2nd Invoice upon recommendation of candidates: 40% of the Recruitment Fee & expenses incurred to date Final Invoice upon completion: 20% of the Recruitment Fee plus all remaining expenses Payment of invoices is due within thirty (30) days of receipt (unless the client advises that its normal payment procedures require 60 days.) 13 City of Scandia, Minnesota - City Administrator The GovHR Guarantee – Full Scope Recruitment GovHR is committed to assisting our clients until a candidate is appointed to the position. Therefore, no additional professional fee will be incurred if the client does not make a selection from the initial group of recommended candidates and requests additional candidates be developed for interview consideration. If additional advertising beyond the Phase I advertising is requested, client will be billed for actual advertising charges. Reimbursable expenses may be incurred should the recruitment process require consultant travel to the Client. Upon appointment of a candidate, GovHR provides the following guarantee: should the selected and appointed candidate, at the request of the Client or the employee’s own determination, leave the employ of the Client within the first 12 months of appointment, we will, if desired, conduct one additional recruitment for the cost of expenses and announcements only. This request must be made within 6 months of the employee’s departure. 14 City of Scandia, Minnesota - City Administrator Contract Signature Page We believe we have provided you with a comprehensive proposal; however, if you would like a service that you do not see in our proposal, please let us know. We can most likely accommodate your request. This proposal will remain in effect for a period of six months from the date of the proposal. We look forward to working with you on this recruitment and selection process! City of Scandia, Minnesota agrees to retain GovHR USA, LLC (“GovHR”) to conduct a City Administrator Recruitment in accordance with its proposal dated November 8, 2022. The terms of the proposal are incorporated herein and shall become a part of this contract. ACCEPTED: City of Scandia, Minnesota By: ____________________________________ Title: __________________________________ Date: __________________________________ Billing Contact: __________________________ Billing Contact Email: _____________________ GovHR USA, LLC By: ____________________________________ Title: ___________________________________ Date: ___________________________________ PLEASE SELECT ONE:  Full Recruitment Service  Limited Recruitment Service  Virtual Recruitment Service  Professional Outreach Service 15 City of Scandia, Minnesota - City Administrator Optional Services GovTemps USA Need an Interim? GovTempsUSA, a subsidiary of GovHR USA, specializes in the temporary placement of positions in local government. The firm offers short-term assignments, in addition to long-term and outsourced arrangements. Our placement professionals at GovTempsUSA have typically enjoyed distinguished careers in local government and displayed a commitment to public service throughout their career. Recorded One-Way Video Interview of Candidates Candidates we recommend for your consideration can complete a one-way video interview with 3 to 5 questions that will be recorded and which you can review electronically at your convenience. This can occur prior to making your decision on which candidates to invite for an interview. Cost $100 per candidate. Leadership/Personality Testing GovHR has experience working with a wide variety of leadership and personality assessment tools, depending on the qualities and experiences the client is seeking in their candidates. These include but are not limited to Luminaspark, Caliper, DISC and others. Depending on the evaluation type selected fees can range between $100 to $500 per candidate. 360° Evaluation As a service to the Client, we offer the option to provide you with a proposal for a 360° performance evaluation for the appointed position at six months into his or her employment. This evaluation will include seeking feedback from both elected officials and department directors, along with any other stakeholder the Client feels would be relevant and beneficial. This input will be obtained on a confidential basis with comments known only to the consultant. If you are interested in this option, GovHR will prepare a proposal for this service. CHARLENE STEVENS Ms. Stevens has over twenty years of experience in municipal management. Ms. Stevens has worked in both county and city government and her career covers work in urban, suburban and rural communities. Her career has spanned three states: Minnesota, Kansas and Pennsylvania. Ms. Stevens has expertise in community and civic engagement, having started her career in neighborhood services and led commu nity wide visioning and strategic planning efforts for two different communities. Ms. Stevens ’ strength is her ability to develop strong partnerships with multiple and diverse stakeholders. Through those partnerships, Ms. Stevens helps communities develop consensus and achi evable plans. Ms. Stevens’ results-oriented management has included projects that have expanded parks and preserved greenspace in rapidly developing communities, developed a workforce training center for a large urban county, led downtown development plans for two communiti es and created mentoring and training programs for city staff. Ms. Stevens has appreciated the opportunity to mentor many young pro fessionals, including helping to establish women ’s mentoring groups in three different communities. PROFESSIONAL EDUCATION • Master of Public Administration, University of Kansas, Lawrence, Kansas • Bachelor of Arts, International Relations, Pomona College, Claremont, California • Leadership Wichita Graduate PROFESSIONAL DEVELOPMENT AND SPEAKING ENGAGEMENTS • Instructor, International City and County Management Association (ICMA), Emerging Leaders Development Program • Instructor, ICMA Mid-Career Institute MEMBERSHIPS AND AFFILIATIONS • International City and County Management Association (ICMA) – Current Member • ICMA Task Force on Welcoming New Members - Chair, 2009 - 2015 • ICMA Task Force on Women in the Profession - Member 2012-2014 • ICMA Regional Vice President - ICMA Executive Board Member, 2003 - 2006 • ICMA Committee of Professional Conduct - Chair, 2006 • ICMA Conference Host Committee - Co Chair, 2002 • ICMA Conference Planning Committee - Member, 2001 and 2002 • ICMA Task Force on Small Communities - Member, 1999-2001 • League of Minnesota Cities (LMC) - Board Member, 2013 - 2015 • Coalition of Greater Minnesota Cities (CGMC) - Board Member, 2011 - 2015 • Minnesota City and County Management Association (MCMA) - Current Member • MCMA Task Force on Women in the Profession - Current Member • YMCA of Woodbury Community Board - Current Member and Board Vice Chair • KUCIMAT President - University of Kansas, 2013 - 2014 • Willmar Area Rotary, 2011 - 2015 • Kansas Association of City and County Managers (KACM) - Member, 2006 - 2011 • Association of Pennsylvania Municipal Managers (APMM) - Member, 1997 - 2006 PROFESSIONAL BACKGROUND Over 20 Years of Local Government Leadership and Management Experience • City Administrator, Cottage Grove, MN 2015-2018 • City Administrator, Willmar, MN 2011-2015 • Assistant County Manager, Sedgwick County, KS 2006-2011 • Assistant Township Manager, Lower Gwynedd, PA 1999 -2006 • Assistant Township Manager, Buckingham, PA 1997-1999 • Neighborhood Assistant, City of Wichita, KS 1995-1996 P: 847.380.3240 www.govhrusa.com 847.380.3240 | GovHRusa.com City Administration Client List STATE CLIENT POSITION POPULATION YEAR Alaska Bethel City Manager 6,500 2019 Homer City Manager (Professional Outreach)5,300 2019 Seward City Manager 2,693 2019 Unalaska City Manager 4,768 2017 Arizona Buckeye City Manager 69,744 2021 Colorado Eagle Town Manager 6,739 2017 Englewood City Manager 34,957 2019 Connecticut Cheshire Town Manager 29,261 2017 East Hampton Town Manager 13,000 2019 Enfield Town Manager 45,246 2015 2018 2021 Manchester General Manager 59,710 2021 Meriden City Manager 60,838 2018 Delaware Newark City Manager 33,398 2018 Florida Deerfield Beach Assistant City Manager 80,000 2022 Gainesville Assistant City Manager 133,997 2021 Lakeland City Manager 110,000 2020 Largo Assistant City Manager 82,244 2018 Palm Beach Assistant City Manager 85,933 2021 Georgia Albany City Manager 77,434 2021 College Park City Manager 14,500 2021 Decatur Assistant City Manager 25,000 2018 City Manager 25,000 2018 Illinois Algonquin Village Manager 30,947 2012 Arlington Heights Village Manager 75,500 2014 Barrington Village Manager 10,455 2018 Bensenville Village Manager 20,703 2015 Bloomington City Manager 78,005 2018 Buffalo Grove Village Manager 42,909 2010 Carbondale City Manager 25,092 2011 Cary Village Administrator 17,840 2011 Centralia City Manager 13,000 2020 Clarendon Hills Village Administrator 8,653 2014 Village Manager 8,653 2010 Crest Hill City Administrator 21,169 2015 2021 Decatur City Manager 76,178 2014 2018 Deputy City Manager 76,178 2019 DeKalb City Manager 43,849 2018 847.380.3240 | GovHRusa.com 44,862 2013 Dixon City Manager 18,601 2015 East Moline City Administrator 21,300 2011 2016 East Peoria City Administrator 23,503 2016 Effingham City Administrator 12,384 2010 12,577 2018 Elmhurst City Manager 46,387 2010 Forsyth Village Administrator 3,490 2021 Fox Lake Village Administrator 10,550 2013 2021 Freeport City Manager 25,000 2017 Galesburg City Manager 33,706 2010 2022 Geneseo City Administrator (Virtual)6,500 2019 Glen Ellyn Assistant Village Manager 27,000 2013 Village Manager 27,000 2010 Glencoe Assistant Village Manager 8,723 2015 Village Manager 8,723 2013 Greenville City Manager 7,000 2021 Hanover Park Village Manager 38,510 2012 Highland Park City Manager 31,365 2011 Hinsdale Village Manager 16,816 2013 Homer Glen Village Manager 24,220 2011 Homewood Assistant Village Manager (Virtual)19,464 2017 2021 Inverness Village Administrator 7,400 2013 Joliet City Manager 147,500 2013 2017 Kenilworth Village Manager 2,562 2012 La Grange Assistant Village Manager (Virtual)15,610 2017 La Grange Village Manager 15,610 2017 La Grange Park Assistant Village Manager 13,579 2020 Lake Bluff Assistant to the Village Manager 5,700 2016 Lake Forest City Manager 19,375 2018 Lake Villa Village Administrator 8,774 2013 Lake Zurich Village Manager 19,631 2015 Libertyville Village Manager 20,431 2016 Lincoln City Administrator 14,500 2014 Lincolnshire Assistant Village Manager/Community Development Director 7,500 2016 Village Manager 7,500 2012 Lindenhurst Village Administrator 14,468 2017 Lombard Village Manager 43,815 2013 Marengo City Administrator 7,614 2011 Mettawa Part-time Village Administrator 500 2010 Mokena Village Administrator 19,042 2015 Moline City Administrator 43,100 2017 847.380.3240 | GovHRusa.com Monmouth City Administrator 9,444 2014 Morton Grove Village Administrator 23,500 2011 Mt. Prospect Village Manager 54,771 2015 Mundelein Village Administrator 31,385 2020 New Lenox Village Administrator 25,000 2011 Niles Village Manager 30,001 2021 Normal City Manager 54,264 2017 North Chicago Chief of Staff 30,020 2021 Northbrook Village Manager 35,000 2021 Oak Brook Village Manager 8,058 2014 2021 Oak Park Assistant Village Manager/Human Resources Director 52,000 2019 Village Manager 52,000 2021 Orland Park Village Manager 60,000 2016 2019 Palos Heights City Administrator (Virtual)12,480 2021 Pekin City Manager 33,223 2016 Peoria Assistant City Manager 115234 2021 Pingree Grove Village Manager 10,000 2020 Plainfield Village Administrator 41,734 2021 Princeton City Manager 7,700 2011 Princeton City Manager 7,700 2019 River Forest Village Administrator 11,635 2010 2021 Rock Island City Manager 39,684 2011 2021 Savoy Village Administrator (Virtual)8,607 2020 Schaumburg Township Township Administrator (Virtual)140,000 2021 Schiller Park Village Manager 11,692 2015 Shorewood Village Administrator 17,495 2018 Skokie Village Manager 65,000 2013 St. Clair Shores Assistant City Manager (Professional Outreach)59,984 2021 Sycamore City Manager (Professional Outreach)18,557 2021 Tinley Park Village Manager 56,831 2013 Vernon Hills Village Manager 25,911 2021 Villa Park Assistant Village Manager (Virtual)22,038 2021 Village Manager 22,038 2022 Volo Village Administrator 6,283 2013 Washington City Administrator 15,700 2015 2021 Wauconda Village Administrator 14,125 2013 2017 2021 Willowbrook Village Administrator 8,967 2019 Winnetka Assistant Village Manager 12,417 2019 Woodridge Village Administrator 33,256 2017 847.380.3240 | GovHRusa.com Indiana Munster Town Manager 23,603 2014 St. John Town Manager (Professional Outreach)18,047 2020 Iowa Bondurant City Administrator 5,493 2017 Burlington City Manager 25,663 2011 Indianola City Manager 15,833 2022 Knoxville City Manager 7,300 2021 Marion Deputy City Manager 30,000 2022 Muscatine City Administrator 23,819 2020 Newton City Administrator 15,000 2016 Washington City Administrator 7,266 2011 Webster City City Manager 8,000 2016 West Liberty City Manager 3,736 2013 Windsor Heights City Administrator 4,860 2019 Kentucky Paducah City Manager 24,850 2021 Paris City Manager 9,846 2021 Maine Bangor City Manager 33,039 2021 Maryland Greenbelt City Manager 23,753 2016 Hagerstown City Administrator 40,612 2015 Sykesville Town Manager 3,941 2019 Westminster City Administrator 18,522 2021 Massachusetts Brookline Assistant Town Administrator - Finance (Virtual)58,732 2022 Cambridge City Manager 110,000 2016 Eastham Town Administrator 4,956 2016 Provincetown Town Manager 2,990 2015 Williamstown Town Manager 7,806 2021 8,400 2015 Michigan Adrian City Administrator 20,676 2018 Albion City Manager 8,337 2018 Alpena City Manager 10,410 2012 Caro City Manager 4,208 2012 Charlotte City Manager 9,100 2020 Clawson City Manager 11,946 2021 Delta Charter Township Township Manager 32,400 2014 Eastpointe City Manager 32,673 2019 Ferndale City Manager 20,428 2019 Hamtramck City Manager 21,752 2017 Kalamazoo City Manager 75,000 2013 Lincoln Park City Manager 36,665 2019 Oakland Township Township Manager 16,779 2013 19,132 2018 Rochester City Manager 13,017 2022 Rochester City Manager 13,017 2015 Royal Oak City Manager 59,112 2020 Royal Oak Township Township Manager 2,600 2021 Troy Assistant City Manager 83,181 2019 City Manager 83,181 2018 Minnesota Becker City Administrator 4,874 2021 847.380.3240 | GovHRusa.com Buffalo Assistant City Administrator 15,855 2021 Hibbing City Administrator 15,855 2021 Minnetonka City Manager 53,953 2022 St. Louis Park City Manager 48,662 2021 Waconia City Administrator 13,500 2021 Woodbury Assistant City Administrator 68,820 2017 Missouri Ballwin City Administrator 30,181 2020 Cape Girardeau City Manager 38,000 2020 Ferguson City Manager 21,111 2015 Maryland Heights City Administrator 27,436 2015 Republic City Administrator 15,590 2016 South Lyon City Manager 11,327 2018 University City Assistant City Manager 35,172 2020 Assistant to the City Manager/Communications Director 35,172 2018 Assistant to the City Manager/Director of Human Resources 35,172 2020 City Manager 35,172 2017 Warrensburg City Manager 20,200 2021 Webster Groves City Manager 22,800 2020 Wildwood City Administrator 35,517 2014 City Manager 35,524 2019 Nevada Boulder City City Manager 16,207 2021 New Hampshire Portsmouth City Manager 21,796 2019 New Jersey Waldwick Borough Administrator 9,800 2015 New York Long Beach Deputy City Manager (Virtual)33,275 2021 2022 Mamaroneck (Town)Town Administrator 29,156 2021 Mamaroneck (Village)Village Manager 19,426 2018 Scarsdale Village Manager 17,837 2021 North Carolina Fayetteville Assistant City Manager 210,000 2012 2017 2018 2022 North Dakota Minot City Manager 45,700 2020 Ohio Oberlin City Manager 8,390 2016 Pennsylvania Centre County County Administrator 158,172 2022 Ferguson Township Township Manager 18,300 2017 2022 Mt. Lebanon Municipal Manager 33,137 2015 South Fayette Township Township Manager 14,416 2018 Rhode Island North Kingston Town Manager 26,326 2015 Texas Austin Assistant City Manager 885,000 2021 Burleson City Manager 36,990 2011 43,960 2018 Garland Assistant City Manager 233,206 2016 McKinney Assistant City Manager 191,645 2019 Missouri City Assistant City Manager 74,139 2019 847.380.3240 | GovHRusa.com City Manager 74,139 2021 Vermont Winooski City Manager 7,997 2022 Virginia Chesapeake City Manager 245,000 2019 Portsmouth City Manager 96,000 2020 Salem City Manager 25,643 2019 Virginia Beach City Manager 442,707 2019 Washington Burien City Manager 52,066 2022 Duvall City Administrator (POS)8,090 2021 Yakima Assistant City Manager 97,000 2021 West Virginia Bridgeport City Manager 8,582 2019 2021 Morgantown City Manager 31,000 2016 Wisconsin Baraboo City Administrator 12,048 2019 Bayside Assistant Village Manager 4,400 2019 Beaver Dam City Administrator 16,291 2021 Bellevue Village Administrator 15,524 2018 Beloit (City)City Manager 36,966 2015 Beloit (Town)Town Administrator 7,083 2016 2020 Brown Deer Village Manager 12,000 2012 Burlington City Administrator 10,511 2014 Cedarburg Town Administrator 11,475 2015 Fond du Lac City Manager 43,021 2012 Fort Atkinson City Manager 12,300 2012 Franklin Director of Administration 36,155 2019 Glendale City Administrator 12,920 2016 Harrison Village Manager 13,185 2021 Hartford City Administrator 14,251 2015 Hobart Village Administrator 8,500 2016 Janesville City Manager 63,480 2013 Lake Geneva City Administrator 7,710 2015 Lisbon Town Administrator/Clerk 2,521 2014 Monroe City Administrator 10,827 2020 Oak Creek City Administrator 35,243 2016 Plymouth City Administrator/Utilities Manager 8,540 2020 Director of City Services 8,540 2010 Port Washington Assistant City Administrator/Human Resources Director 11,250 2022 Prairie du Chien City Administrator 5,900 2017 Princeton City Administrator 1,504 2010 Racine City Administrator 78,200 2016 Rhinelander City Administrator 7,800 2018 Richfield Village Administrator 11,500 2009 Rome Town Administrator 2,720 2016 Shorewood Village Manager 13,331 2017 Waukesha City Administrator 72,489 2012 2014 West Bend City Administrator 31,000 2016