HomeMy WebLinkAboutCOOPERATIVE PERSONNEL SERVICES DBA CPS HR CONSULTINGINSURANCE ON FILE
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CITY CLI& 19
2023
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CPS HR `CONSULTING
MASTER CONSULTING SERVICES AGREEMENT
City of Santa An
On -Call Professional Recruitment Services
This Master Consulting Services Agreement
(Agreement) is by and between Cooperative
Personnel Services, dba CPS HR Consulting, a
California Joint Powers Authority (CPS HR), and
the Agency named in the signature block at the end
of this Agreement (Agency, hereafter referred to as
Client), and is effective as of November 3, 2023
(Effective Date). CPS HR and the Client shall be
collectively referred to herein as the "Parties" and
individually as a "Party."
A. Purpose. This Agreement defines CPS HR
consulting services, policies and procedures.
B. Services. CPS HR will provide certain
consulting services (Services) to Client as set
forth in Statements of Work that specifically
reference this Agreement (each a Statement
of Work). Each Statement of Work shall be
substantially in the form attached hereto and
incorporated into this Agreement as Exhibit
"A" and shall be executed by an authorized
signatory of CPS HR and by an authorized
signatory of Client. Services will be in
accordance with the scope and pricing
detailed in the CPS HR proposal dated July
18, 2022 and incorporated into this
Agreement as Exhibit "B". CPS HR shall
perform only the Services requested by Client
at the times, dates and locations specified by
the Client. The terms and conditions of this
Agreement shall apply to all Statements of
Work executed by the Parties during the term
of this Agreement.
C. Compensation.
1. Payment. Client will compensate CPS HR
for Services by paying certain fees as set
forth in the applicable Statement of Work.
Client will reimburse CPS HR for business
expenses as set forth in the applicable
Statement of Work. Client will pay all invoices
within thirty (30) days from receipt of invoice.
2. Funding. The total sum to be expended
under this Agreement shall not exceed
$50,000.00 during the term of this Agreement.
3. Late Payment. Any invoices not paid
within thirty (30) days may incur a service
charge of the lesser of two percent (2%) or
Page 1 of 5
N-2023-344
the maximum allowable by law per month on
any outstanding overdue balances. In
addition, reasonable collection costs may be
added to any invoice not paid within ninety
(90) days.
D. Taxes. Except as expressly stated in any
Statement of Work, the fees listed therein are
in addition to, and not in lieu of, any additional
fees, assessments, levies, taxes, etc.
assessed against the transactions
contemplated herein (Taxes). With the
exception of Taxes imposed on CPS HR's net
income, all Taxes shall be Client's
responsibility. Client shall pay any Taxes,
which CPS HR may be required to collect and
remit, upon invoice.
E. Term and Termination of Agreement.
1. Term. The term of this Agreement is from
the Effective Date through June 30, 2024.
2. Immediate Termination upon Material
Breach. Either Party may terminate this
Agreement immediately upon any material
breach by the other Party.
3. Termination Without Cause. Either Party
may terminate the Agreement without cause
upon thirty days written notice to the other
Party.
4. Payment on Termination. Upon
termination without cause, Client shall pay
CPS HR for all work performed through the
effective date of termination. For termination
upon material breach, Client shall pay CPS
HR for all work performed which is in
compliance with the terms of the Statement of
Work.
F. Limited Warranty.
1. Warranty. CPS HR represents and
warrants that: (i) it has the authority to enter
into this Agreement; (ii) it will comply with
applicable law; and (III) it will provide Services
in a workmanlike manner consistent with
industry standards. The foregoing warranties
shall apply as to each Statement of Work until
accepted by Client.
2. Warranty Disclaimer. EXCEPT AS
EXPRESSLY SET FORTH HEREIN, CPS HR
EXPRESSLY DISCLAIMS ANY AND ALL
WARRANTIES, EXPRESS OR IMPLIED,
ORAL OR WRITTEN, WITH RESPECT TO
THE SERVICES AND THE WORK
PRODUCT INCLUDING, WITHOUT
LIMITATION, ALL IMPLIED WARRANTIES
OF MERCHANTABILITY OR FITNESS FOR
ANY PARTICULAR PURPOSE OR IN
RESPECT OF ANY THIRD -PARTY
PRODUCTS OR SERVICES AND ALL
WARRANTIES IMPLIED FROM ANY
COURSE OF DEALING AND NO
REPRESENTATIVE OF CPS HR IS
AUTHORIZED TO GIVE ANY ADDITIONAL
WARRANTY.
G. Work Product.
1. Ownership. Except as set forth in the
Statement of Work, upon CPS HR' receipt of
fees due under the Agreement, all studies,
reports, documents and other writings
prepared by CPS HR and its subcontractors,
produced as a result of CPS HR' work, or
delivered by CPS HR to Client in the course
of performing services (collectively, "Work
Product") shall become the property of Client
and Client shall have the right to use the
materials without further compensation to
CPS HR or its subcontractors.
2. Retention of Rights. Notwithstanding
Client's ownership of the Work Product, Client
acknowledges and agrees that: (i) CPS HR
has the right to re -use any of its know-how,
ideas, concepts, methods, processes, or
similar information, however characterized,
whether in tangible or intangible form, and
whether used by CPS HR in the performance
of Services or not, at any time and without
limitation, and (ii) CPS HR retains ownership
of any and all of its intellectual property rights
that existed prior to the Effective Date
including, but not limited to, all methods,
concepts, designs, reports, programs, and
templates.
H. Release of Information to Third Parties.
Each Party understands that information
provided to government entities may be
subject to disclosure under a public records or
freedom of information act. Each Party hereto
(each, a Recipient) shall protect and keep
confidential all non-public information
disclosed to Recipient by the other Party
(each, a Discloser) and identified as
confidential by Discloser, and shall not,
except as may be authorized by Discloser in
writing, use or disclose any such Confidential
Page 2 of 5
Information during and after the term of this
Agreement. If CPS HR or Client receives a
request for disclosure of Confidential
Materials, such as a subpoena or a public
records or freedom of information request,
that Party shall immediately notify the other
Party of the request. Upon request, Client or
CPS HR shall maintain the confidentiality of
the Confidential Materials pending the grant
or denial of a protective order or the decision
of a court or administrative body as to
whether the requested materials must be
disclosed under the applicable public records
statute. Client and CPS HR shall cooperate
with each other in seeking any relief
necessary to maintain the confidentiality of
the Confidential Materials. Each Party shall
defend, indemnify and hold the other
harmless from any claim or administrative
appeal, including costs, expenses, and any
attorney fees, related to that Party pursuing
protection of the Confidential Materials from
disclosure.
Indemnification. CPS HR agrees to
indemnify and hold Client, its agents, officers,
employees and volunteers harmless from and
against any and all losses, liabilities and
damages arising from or related to a claim of
bodily injury or property damage resulting
from CPS HR's willful misconduct or negligent
performance of this Agreement; provided that,
Client notifies CPS HR in a commercially
reasonable time, in writing of any such claim
and gives CPS HR (at CPS HR's expense)
sole control of the defense of same and all
negotiations for its settlement or compromise.
J. Limitation of Liability.
NOTWITHSTANDING ANYTHING TO THE
CONTRARY CONTAINED HEREIN,
NEITHER PARTY HERETO SHALL HAVE
ANY LIABILITY OR RESPONSIBILITY FOR
ANY INDIRECT, INCIDENTAL,
EXEMPLARY, SPECIAL OR
CONSEQUENTIAL DAMAGES (INCLUDING,
BUT NOT LIMITED TO, DAMAGES ARISING
FROM LOSS OF PROFITS OR DATA),
EVEN IF ADVISED OF THE POSSIBILITY
OF SUCH DAMAGES. CPS HR' LIABILITY
FOR DAMAGES HEREUNDER SHALL NOT
EXCEED THE AMOUNT OF FEES PAID BY
CLIENT TO CPS HR UNDER THE
APPLICABLE STATEMENT OF WORK.
K. Miscellaneous.
1. Notices. Any notice to the parties
required or permitted under this Agreement
shall be given in writing and shall be sent to
the persons at the address listed in the
applicable Statement of Work.
2. Dispute Resolution; Remedies.
(a) In the event of a dispute, the parties may
agree to pursue mediation or either binding or
nonbinding arbitration to resolve their dispute,
under such rules as the parties may agree.
(b) If either CPS HR or Client determines it
appropriate to file a judicial action, then, in
addition to any other remedies available at
law or in equity, Client acknowledges that
breach of this Agreement may result in
irreparable harm to CPS HR for which
damages would be an inadequate remedy
and, therefore, CPS HR shall be entitled to
seek equitable relief, including injunction.
3. Attorneys Fees. If any legal action or
arbitration or other proceeding is brought to
enforce or construe the term of this
Agreement or because of an alleged dispute,
breach or default in connection with any
provision of this Agreement, the successful or
prevailing Party shall be entitled to recover
reasonable attorneys fees and other costs
incurred in that action, arbitration or
proceeding in addition to any other relief to
which it may be entitled.
4. Governing Law. This Agreement will be
governed by the laws of the State of California
without regard to its rules concerning conflict
of laws.
5. Force Majeure. Neither Party shall be
liable for delays caused by fire, accident,
labor dispute, war, insurrection, riot, act of
government, inaction of government, superior
force, or any other cause, existing or future
reasonably beyond its control.
Cooperative Personnel Services dba
CPS HR Consulting
2450 Del Paso Road, Suite 220, Sacramento, CA 95834
By: f r LA14L fK
Authorized Signature
Melissa Asher
Title: Senior Leader
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6. Waiver. The failure of any Party at any
time or times to require performance of any
provision of this Agreement shall in no manner
affect its right to enforce that provision at a
later time. Nor shall the waiver by either Party
of a breach of any provision of this Agreement
be taken or held to be a waiver of the
provision itself. No waiver shall be
enforceable unless made in writing and signed
by the Party granting the waiver.
7. Entire Agreement; Modifications. This
Agreement and the attached addendum
constitutes the entire agreement between the
parties regarding the subject matter hereof
and supersedes all other agreements,
representations and warranties. All
modifications and supplements to this
Agreement must be in writing and signed by
both parties.
6. Counterparts; Facsimile Signature;
Electronic Signature. This Agreement may
be executed in any number of counterparts. I
this Agreement or any counterpart is signed
and then faxed or e-mailed by PDF or
otherwise, the faxed or -mailed copy bearing
the signature shall be as good as the original,
wet -ink signed copy for all intents and
purposes.
9. Authority to Sign. The person signing
this Agreement on behalf of the Client (the
Principal Signer) represents that he or she is
the head of the agency or is otherwise duly
authorized to sign this Agreement and to bind
the Client.
10. Ambiguities. As this Agreement has
been voluntarily and freely negotiated by both
parties, the rule that ambiguous contractual
provisions are construed against the drafter of
the provision shall be inapplicable to this
Agreement.
City of Santa Ana
20 Civic Center Plaza, Santa Ana, CA 92701
By: See attached signature Page
Authorized Signature
Name:
Title:
Exhibit A
SAMPLE
STATEMENT OF WORK NO. 1
This Statement of Work ("SOW'), effective ("Effective Date") is issued under and subject to all of the terms and
conditions of the Master Consulting Services Agreement, (the "Agreement"), dated as of by and between
Cooperative Personnel Services, dba CPS HR Consulting, a California Joint Powers Authority ("CPS HR") with
offices at 241 Lathrop Way, Sacramento, CA 95815 and ("Client") with offices at
Any modifications specified in this SOW shall be applicable only to the parties hereto and shall not affect the
Agreement or any other agreement. All changes to this SOW must be mutually agreed to and executed in writing by
duly authorized representatives of both parties as an amendment to this SOW.
Capitalized terms used herein shall have the meanings ascribed to them in the Agreement.
1. SERVICES: Services to be provided are as described in Exhibit "A" attached hereto and incorporated herein.
2. CLIENT RESPONSIBILITIES:
a. Client is responsible for designating an individual to coordinate communication, meetings, interview
schedules, and review of products with the project team. Client's Project Representative will be
responsible for the following activities:
i. Coordinating all meeting schedules, conference calls, facilities and equipment needs
ii. Coordinating interview schedules and facilities and distributing project update information
b. Any work products developed during the activities described above will be submitted to the Client's Project
Representative for review, comment and/or approval. This is a critical step to ensure accurate, reliable,
and valid products.
3. START DATE(S):
4. COMPLETION DATE(S)
5. CPS HR PROJECT MANAGER: Phone Number:
6. CLIENT PROJECT REPRESENTATIVE: Phone Number:
7. CLIENT MANAGER: Phone Number:
8. BUSINESS EXPENSES:
9. SERVICE FEES:
a. All Services provided to Client by CPS HR hereunder are priced on a FIXED PRICE basis. All amounts are
based upon the following assumptions. Any deviations from the following assumptions may result in an
increase in the Fees: (1) Client will timely perform its responsibilities as set forth in this SOW; and (ii) Services
will normally be performed during normal business hours, Monday through Friday, 8:00 a.m. to 5:00 p.m.,
excluding CPS HR holidays ("Normal Business Hours').
b. Professional Services Fees: The professional fixed fee of . The professional fixed fee includes the
following expenses:
c. Additional Exoenses Not Included: Travel expenses for candidates who are invited forward in the interview
process are NOT included. However, should the Client desire CPS HR's Travel Team to assist with these
arrangements, CPS HR can provide assistance. This might require an amount be added to the Agreement.
d. Invoices: CPS HR will invoice Client at the fixed fee rate of $ billed in installments of
Page 4 of 5
. Client will pay CPS HR within thirty (30) days following receipt of invoice.
e. Executive Search Recruitment One -Year Service Guarantee: If the employment of the candidate selected and
appointed by the Client, as a result of a full executive recruitment (Phases I, Il, and III), comes to an end
before the completion of the first year of service, CPS HR will provide the Client with professional services to
appoint a replacement. Professional consulting services will be provided at no cost. The Client would be
responsible only for reimbursable expenses. This guarantee does not apply to situations in which the
successful candidate is promoted or re -assigned within the organization during the one-year period.
Additionally, should the initial recruitment efforts not result in a successful appointment, CPS HR will extend
the aggressive recruiting efforts and screen qualified candidates until an offer is made and accepted. CPS HR
does not provide a guarantee for candidates placed as a result of a partial recruitment effort.
OR
Middle Management Recruitment Six Month Service Guarantee: If the employment of the candidate selected
and appointed by the City as a result of a full middle management recruitment (Phases I, II, and III) comes to
an end before the completion of the first six (6) months of service, CPS HR will provide the City with
professional services to appoint a replacement. Professional consulting services will be provided at no cost.
The City would be responsible only for reimbursable expenses. This guarantee does not apply to situations in
which the successful candidate is promoted or re -assigned within the organization during the six (6) month
period. Additionally, should the initial recruitment efforts not result in a successful appointment, CPS HR will
extend the aggressive recruiting efforts and screen qualified candidates until an offer is made and accepted.
CPS HR does not provide a guarantee for candidates placed as a result of a partial (Phase I & II) recruitment
effort.
10. In the event the project is terminated early, CPS HR will be paid such amount as is due for professional
services performed and out-of-pocket expenses incurred up to and including the effective date of termination.
11. This SOW covers work requested and performed prior to the commencement of this SOW.
EACH PARTY ACKNOWLEDGES THAT IT HAS READ THIS SOW, UNDERSTANDS IT, AND AGREES TO BE
BOUND BY ITS TERMS AND CONDITIONS.
Cooperative Personnel Services dba
CPS HR Consulting
By: DO NOT EXECUTE - SAMPLE By. DO NOT EXECUTE - SAMPLE
Authorized Signature Authorized Signature
Name: DO NOT EXECUTE - SAMPLE
Title: DO NOT EXECUTE - SAMPLE
Name: DO NOT EXECUTE - SAMPLE
Title: DO NOT EXECUTE - SAMPLE
Page 5 of 5
ADDENDUM TO MASTER CONSULTING SERVICES AGREEMENT
BETWEEN CPS HR CONSULTING AND THE CITY OF SANTA ANA
Addendum to this Master Consulting Services Agreement, the Parties agree to recognize the
listed additions, strikeouts, and new sections to the Agreement:
Section C3. Late Payment. Is stricken.
Section E.I. Term:
The term of this Agreement is from the Effective Date through June 30, 2024 with the option
for the City to grant up to two (2) one (1) year renewals, exercisable by a writing by the City
Manager and the City Attorney, unless terminated earlier in accordance with Section E.2 and
E.3, herein.
Section I. Indemnification
CPS HR agrees to indemnify and hold Client, its agents, officers, employees and volunteers
harmless from and against any and all losses, liabilities and damages arising from or related to a
claim of bodily injury or property damage resulting from CPS HR's willful misconduct or negligent
performance of this Agreement; provided that, Client notifies CPS HR in a commercially
reasonable time, in writing of any such claim and gives CPS uo (at CPS HR'5 expense) Seep G..R#Al
of the d..fPn;P Af game and all .. getiatie s for itq gettl..ment eF GE......Fem
Section L. Insurance
Coverage shall be at least as broad as:
1. Workers' Compensation insurance as required by the State of California, with Statutory
Limits, and Employer's Liability Insurance with limit of no less than $1,000,000 per accident for
bodily injury or disease. (Not required if consultant provides written verification it has no
employees)
2. Professional Liability (Errors and Omissions) Insurance appropriates to the Consultant's
profession, with limit no less than $1,000,000 per occurrence or claim, $2,000,000 aggregate.
If the Consultant maintains broader coverage and/or higher limits than the minimums shown
above, the City requires and shall be entitled to the broader coverage and/or the higher limits
maintained by the contractor. Any available insurance proceeds in excess of the specified
minimum limits of insurance and coverage shall be available to the City.
Other Insurance Provisions
The insurance policies are to contain, or be endorsed to contain, the following provisions:
Additional Insured Status
The City, its officers, officials, employees, and volunteers are to be covered as additional insureds
on the CGL policy with respect to liability arising out of work or operations performed by or on
behalf of the Consultant including materials, parts, or equipment furnished in connection with
such work or operations. General liability coverage can be provided in the form of an
endorsement to the Consultant's insurance (at least as broad as ISO Form CG 20 101185 or both
CG 20 10, CG 20 26, CG 20 33, or CG 20 38; and CG 20 37 forms if later revisions used).
Primary Coverage
For any claims related to this contract, the Consultant's insurance coverage
shall be primary insurance primary coverage at least as broad as ISO CG 20 01
0413 as respects the City, its officers, officials, employees, and volunteers. Any insurance or self-
insurance maintained by the City, its officers, officials, employees, or volunteers shall be excess
of the Consultant's insurance and shall not contribute with it.
Notice of Cancellation
Each insurance policy required above shall state that coverage shall not be canceled, except with
notice to the City.
Waiver of Subrogation
Consultant hereby grants to City a waiver of any right to subrogation which any
insurer of said Consultant may acquire against the City by virtue of the payment
of any loss under such insurance. Consultant agrees to obtain any endorsement
that may be necessary to affect this waiver of subrogation, but this provision applies regardless
of whether or not the City has received a waiver of subrogation endorsement from the insurer.
Self -Insured Retentions
Self -insured retentions must be declared to and approved by the City. The City may require the
Consultant to purchase coverage with a lower retention or provide proof of ability to pay losses
and related investigations, claim administration, and defense expenses within the retention. The
policy language shall provide, or be endorsed to provide, that the self -insured retention may be
satisfied by either the named insured or City.
Acceptability of Insurers
Insurance is to be placed with insurers authorized to conduct business in the state with a current
A.M. Best's rating of no less than A:VII, unless otherwise acceptable to the City.
Claims Made Policies
If any of the required policies provide coverage on a claims -made basis:
1. The Retroactive Date must be shown and must be before the date of the contract or the
beginning of contract work.
2. Insurance must be maintained and evidence of insurance must be provided for at least
five (5) years after completion of the contract of work.
3. If coverage is canceled or non -renewed, and not replaced with another claims -made
policy form with a Retroactive Date prior to the contract effective date, the Consultant
must purchase "extended reporting" coverage for a minimum of five (5) years after
completion of contract work.
Verification of Coverage
Consultant shall furnish the City with original Certificates of Insurance including all required
amendatory endorsements (or copies of the applicable policy language effecting coverage
required by this clause) and a copy of the Declarations and Endorsement Page of the CGL policy
listing all policy endorsements to City before work begins. However, failure to obtain the required
documents prior to the work beginning shall not waive the Consultant's obligation to provide
them. The City reserves the right to require complete, certified copies of all required insurance
policies, including endorsements required by these specifications, at anytime.
Subcontractors
Consultant shall require and verify that all subcontractors maintain insurance meeting all the
requirements stated herein, and Contractor shall ensure that City is an additional insured on
insurance required from subcontractors.
Special Risks or Circumstances
City reserves the right to modify these requirements, including limits, based on the nature of the
risk, prior experience, insurer, coverage, or other special circumstances.
ATTEST:
APPROVED AS TO FORM:
SONIA R. CARVALHO
City Attorney
By: ,-CutC,
Laura A. Rossini
Chief Assistant City Attorney
RECOMMENDED FOR APPROVAL:
N-2023-344
CITY OF SANTA ANA
Zrv�
om Hatch
Interim City Manager
Ramon Figueroa
Acting Executive Director of Human Resources
Master Consulting Services Agreement Between CPS HR Consulting and City of Santa Ana
Exhibit B
PROPOSAL
City of Santa Ana
Executive Recruitment Services for
On -Call Professional Recruitment Services
Due Date: July 18, 2022
12:00 P.M PST
SUBMITTED BY:
MELISSA ASHER
Sr. Practice Leader, Products and Services
CPS HR Consulting
2450 Del Paso Road, Suite 220
Sacramento, CA 95834
P: 916-471-3358
masherrscpshr.us
Tax ID:68-0067209
www.cpshr.us
Your Path to Performance
CPS HR,A== CONSULTING
July 18, 2022
Lori Schnaider
HR Operations Manager
City of Santa Ana
20 Civic Center Plaza
City of Santa Ana, CA 92701
Submitted via email to: LSchnaider@santo-ana.orp
Subject: Executive Recruitment for On -Call Professional Recruitment Services
Dear Ms. Schnaider:
CPS HR Consulting (CPS HR) is pleased to have the opportunity to submit a proposal to assist the
City of Santa Ana (City) with on -call professional recruitment services. We are uniquely qualified
to undertake this effort as we have vast experience in assisting public agencies with executive
search, screening, and placement.
We understand that each agency is unique, and our extensive experience allows us to tailor our
process to specifically meet your needs. Our work with local government agencies throughout
the United States gives us an in-depth understanding of government operations, programs, and
services.
CPS HR offers a broad spectrum of human resource services while delivering personalized,
results -oriented services, utilizing best practice methods of recruitment and selection strategies
from our team of recruitment experts. Each recruitment is an opportunity to shape and prepare
your organization for the future. We understand how important this transition is for you and are
perfectly placed to assist you in this endeavor. Once this project begins, we will work with the
City to tailor our process to highlight this exciting opportunity and attract the best possible
candidates.
It is our commitment to work in partnership with your organization to a successful result.
Thank you for the opportunity to be considered for this assignment. Should you have questions
or comments about the information presented in this proposal, please contact me at
masher@cpshr.us or (916) 471-3358.
Sincerely,
era 4�
Melissa Asher
Senior Practice Leader, Products and Services
2450 Del Paso Road, Suite 220 Sacramento, CA 95834 w,..cpshr.u; - _ -
Proposal to City of Santa Ana
Executive RecruitmentforOn-Call Professional Recruitment Services
Table of Contents
Background Information...............................................................................................................1
AboutCPS HR Consulting..........................................................................................................................1
RecruitmentExperts.................................................................................................................................
2
Our Approach and Methodology..................................................................................................3
Key Stakeholder Involvement...................................................................................................................
3
City's Needs...............................................................................................................................................
3
Commitment to Communication..............................................................................................................3
Aggressive, Proactive, and Robust Recruitment.......................................................................................3
Diversity Outreach Process.......................................................................................................................4
Scopeof Work...........................................................................................................................................5
PHASE I —Strategic Recruitment Plan.......................................................................................................5
PHASE II — Marketing and Applicant Screening........................................................................................
6
PHASEIII —Selection.................................................................................................................................
7
OutreachServices.....................................................................................................................................
8
Qualificationsof Staff..................................................................................................................10
OurRecruiting Team...............................................................................................................................10
TeamResumes........................................................................................................................................11
References..............................................................................................................................................11
SimilarWork................................................................................................................................12
CostProposal..............................................................................................................................20
Professional Services...............................................................................................................................
20
ProposedSchedule......................................................................................................................21
Our Placement Guarantee..........................................................................................................22
Appendix A: Sample Brochure.....................................................................................................23
AppendixB: Resumes..................................................................................................................28
CPS HR grCONSULTING
Proposal to City of Santa Ana
Executive Recruitment for On -Call Professional Recruitment Services
Background Information
About CPS HR Consulting
CPS HR Consulting has been assisting organizations with their
talent management needs for over 35 years. We have unique
expertise in delivering HR management and consulting services,
employment testing, and assessment services to government
agencies throughout North America. Our core competency is its
knowledge of and expertise in the public sector.
CPS HR offers clients a comprehensive range of competitively priced services, all of which can be
customized to meet your organization's specific needs. We are committed to supporting and
developing strategic organizational leadership and human resource management in the public
sector. We offer expertise in the areas of organizational strategy, recruitment and selection,
training and development, and organization and workforce management.
CPS HR occupies a unique position among its competitors in the field of government consulting;
as a Joint Powers Authority, whose charter mandates that we serve only public sector clients,
we actively serve all government sectors including Federal, State, Local, Special Districts, Higher
Education, and Non -Profit Organizations. This singular position provides CPS HR with a systemic
and extensive understanding of how each government sector is inter -connected to each other
and to their communities. That understanding, combined with our knowledge of public and
private sector best practices, translates into meaningful and practical solutions for our clients'
operational and business needs.
With more than 85 full-time employees as well as 200+ project consultants and technical experts
nationwide, CPS HR delivers breakthrough solutions that help public sector organizations impact
the communities they serve. CPS HR has worked with more than 1,200 government and
public/non-profit clients throughout the United States and Canada.
Our headquarters are located in Sacramento, California. We have regional offices in Austin, TX;
Littleton, CO; and Orange County, CA.
CPS HIR CONSULTING
Proposal to City of Santa Ana
Executive Recruitment for On -Call Professional Recruitment Services
Recruitment Experts
CPS HR specializes in the recruitment and selection of key professionals for cities, counties,
special districts, and non -profits. Working in partnership with the governing body or selection
team, we develop customized search strategies that focus on locating and recruiting qualified
candidates who match the agency's unique needs. Our wealth of recruitment experience has
been gained through more than 20 years of placing top and mid -level executives in public
agencies throughout the United States.
■ Unmatched Recruitment Experience for Government Agencies. CPS HR has extensive
experience in recruiting executive -level professionals for public agencies across the
United States. As a public agency ourselves, we understand how to work with and within
government. Our understanding of public sector culture and policy uniquely sets us apart
from our competitors.
■ Focus on Diversity Recruiting. In the past three years, 57% of the candidates placed by
CPS HR are female, members of ethnic minorities or both. To continue this trend, CPS HR
is constantly assessing the best methods for reaching the broadest network of possible
candidates. To that end, we have just signed a contract with Zoom Info, a new sourcing
platform, that includes a diversity sourcing filter.
■ Seasoned Executive Recruiters. Our recruiters possess a high level of expertise in
recruiting and placing executive -level professionals. Our staff of experts includes an
exceptional group of full-time employees as well as a full complement of subject matter
experts, intermittent employees, and part-time employees with a variety of public and
private sector experience.
■ Detailed Needs Assessments. We conduct a detailed needs assessment to identify 1)
future organizational direction; 2) challenges facing the position; 3) the working style
and organizational climate; and 4) required core and job specific competencies as well
as personal and professional characteristics.
■ Success Recruiting Non -Job Seeking Talent. We recognize that the very best candidates
for some types of positions may not be looking for a career change, therefore, our
recruitment team takes a very aggressive approach to identify and recruit such
candidates.
■ Vast Pool of Public Agency Contacts. CPS HR maintains a database of candidates and an
extensive network of external resources to leverage for executive -level positions. We
utilize our vast pool of public and non-profit contacts to deliver a strong list of competitive
candidates who will be well prepared to assist you in the accomplishment of your specific
mission and goals.
■ Satisfied Clients. Our executive search client satisfaction rating averages 4.6 on a scale
of 5. While many companies talk about client satisfaction, how many measure the impact
of that through assessing client satisfaction by distributing written surveys and tying the
results of these surveys to their performance management system? CPS HR Consulting
does. A client satisfaction survey is sent at the end of every engagement requesting
feedback on the quality of our staff, deliverables, and the overall consulting relationship.
CPS HR CONSULTING
Proposal to City of Santa Ana
Executive Recruitment for On -Call Professional Recruitment Services
Our Approach and Methodology
Key Stakeholder Involvement
The Hiring Authority on behalf of the City must be intimately involved in the recruitment and
selection process. Our approach assumes their direct participation in key phases. At the
discretion of the Hiring Authority, other key stakeholders may also be invited to provide input for
the development of the candidate profile.
City's Needs
A critical first step in a successful search is for the Hiring Authority to define the professional and
personal qualities required of the Incumbent. CPS HR has developed a very effective process that
will permit the Hiring Authority to clarify the preferred future direction for the City; the specific
challenges the City is likely to face in achieving this future direction; the working style and
organizational climate the Hiring Authority wishes to establish with the Incumbent; and
ultimately, the professional and personal qualities required of the Incumbent.
Commitment to Communication
Throughout the recruitment and selection process, we are strongly committed to keeping you
fully informed of our progress. We will collaborate with you to provide updates on the status of
the recruitment via your preferred method of communication (phone conference, email, etc.).
We place the highest level of importance on customer service and responding in a timely manner
to all client and candidate inquiries. Our previous clients and candidates have expressed a sincere
appreciation for our level of service and responsiveness to the management of the recruitment
process. As a result, we have many long-term relationships with clients that have led to
opportunities to assist them with multiple recruitments.
Aggressive, Proactive, and Robust Recruitment
We take an aggressive approach in identifying and recruiting the best available candidates. There
are those candidates who would gladly rise to the professional challenge and apply for positions
within your organization; however, some of the best candidates are often not actively seeking a
new position and may only consider a change once we present them with your opportunity.
Evoking the sense of vision and opportunity in qualified persons is among the responsibilities of
CPS HR, and we pride ourselves in our efforts to reach the best available potential candidates.
We directly email the outreach brochure, post messages, and connect with potential candidates
on business media such as Linkedln, and of course, pick up the phone and call qualified individuals
and referral sources.
CPS HR®CONSULTING
Proposal to City of Santa Ana
Executive Recruitment for On -Call Professional Recruitment Services
Diversity Outreach Process
CPS HR strives to attract the most highly qualified, diverse candidate pool possible. We are
pleased that our diligent efforts have resulted in more than 57% of our executive level
placements being people of color and/or female candidates within the past three years.
We accomplished this by advertising with organizations like the National Forum for Black Public
Administrators and the Local Government Hispanic Network in order to reach these specific
population groups. We also sought candidate referrals from local subject matter experts and the
national leadership of groups like Women Leading Government. By taking the time to directly
contact these influential industry experts, we ensured that we captured the maximum number
of distinguished candidates — particularly those who are well-known in their industries, but who
may not be actively looking for a new job.
The result is incredibly diverse candidate pools Our clients have been quite pleased with our
process and end results.
CPS HR `CONSULTING
Proposal to City of Santa Ana
Executive Recruitment for On -Call Professional Recruitment Services
Scope of Work
Our proposed process is designed to provide the City of Santa Ana with the full range of services
required to ensure the ultimate selection of a new hire uniquely suited to the City's needs. We
offer three levels of service:
• Full Recruitment —All Phases 1-III
• Partial Recruitment —Phase I and II
• Outreach Only Services
The phases are described below.
Strategic Marketing &
Recruitment Applicant
MW
Plan I Screening
PHASE I — Strategic Recruitment Plan
The first step in this engagement is a thorough review of the City's needs, culture, and goals; the
recruitment and selection process; and the schedule. CPS HR is prepared to meet with key
stakeholders to obtain input in developing the ideal candidate profile and to assist us in
understanding key issues and challenges. Activities for this phase at each recruitment level will
include:
Executive Search
■ Foster client collaboration.
IN Create a tailored plan for your agency and unique position.
■ Review of job duties and compensation for marketability.
■ Define ideal candidate profile with Hiring Authority and key stakeholders.
■ Identify testing/assessment needs.
■ Conduct stakeholder engagement (surveys, focus group, community meetings).
IN Leadership assessment
Middle Management/Specialized
IN Foster client collaboration.
■ Create a tailored plan for your agency and unique position.
■ Review of job duties and compensation for marketability.
■ Define ideal candidate profile with Hiring Authority and key stakeholders.
■ Identify testing/assessment needs.
CPS HR CONSULTING
Proposal to City of Santa Ana
Executive Recruitment for On -Call Professional Recruitment Services
General (Professional/Administrative)
■ Foster client collaboration.
■ Develop a recruitment plan.
■ Review job specifications/classification.
■ Define candidate profile with Hiring Authority and key stakeholders.
■ Identify testing/assessment needs.
PHASE II — Marketing and Applicant Screening
The recruitment process is tailored to fit the City's specific wants and needs, with targeted
advertising, combined with personal contacts with qualified individuals from our extensive
database.
CPS HR will prepare, submit for your approval, and publish advertisements in appropriate
magazines, journals, newsletters, job bulletins, and websites to attract candidates on a
nationwide, regional, local, or targeted basis based on the recruitment strategy. CPS HR is
focused on reaching a diverse candidate pool and would recommend publications/websites that
are targeted to minority and female candidates.
CPS HR would execute the following tasks for this phase at each recruitment level including:
Executive Search
■ Create an attractive and informative electronic flip book type of brochure to market the
position.
■ Conduct targeted research to identify ideal passive candidates.
■ Execute active and passive sourcing of candidates through e-mail, phone, and social
media.
■ Devise advertising & marketing strategy.
■ Develop innovative media campaigns.
■ Review applicant resumes and ensure minimum qualifications are met utilizing client's
applicant tracking system or CPS HR's applicant tracking system.
■ Facilitate comprehensive screening interviews.
Middle Management/Specialized
■ Create a two -page to four -page colored brochure. Sample brochure in Appendix A.
■ Identify advertising sources.
■ Coordinate advertising placements.
■ Create targeted marketing campaigns.
■ Conduct active and passive sourcing of candidates through e-mail, phone, and social
media.
■ Review applicant resumes and ensure minimum qualifications are met utilizing the City's
applicant tracking system or CPS HR's applicant tracking system, NEOGOV.
CPS HR�CONSULTING
Proposal to City of Santa Ana
Executive Recruitment for On -Call Professional Recruitment Services
■ Develop and administer secondary rated screening.
■ Provide list of qualified candidates.
General (Professional/Administrative)
■ Create standard job bulletin.
■ Identify advertising sources.
■ Create marketing campaign.
■ Review applicant resumes and ensure minimum qualifications are met utilizing client's
applicant tracking system or CPS HR's applicant tracking system.
■ Develop and/or administer applicable screening tool (i.e. secondary rated screening,
written exam, etc.)
■ Provide a list of eligible candidates.
PHASE III —Selection
CPS HR will design a selection process based on information gathered in Phase I. We will meet
with the City to review this process and discuss the City's preferred approach in assessing the
final candidates.
We can coordinate all aspects of the selection process for the City. This includes preparing
appropriate materials such as interview questions, evaluation manuals, and other assessment
exercises; and facilitating the interviews.
CPS HR will be available to complete the following components of this phase at each recruitment
level:
Executive Search
■ Develop and facilitate all required selection processes including development of interview
questions and/or assessments.
■ Coordinate all candidate communication and scheduling.
■ Train interview panel and handle onsite facilitation of interview process.
■ Execute extensive background and reference checks.
■ Provide assistance with contract negotiation.
■ Facilitate appointment of selected candidate.
■ Prepare a written report that summarizes the results of the recruitment process.
Middle Management/Specialized
■ Develop interview questions and/or other requested selection tools.
■ Develop and facilitate training of interview panel for the City's interview process.
■ Coordinate all candidate communication and scheduling.
■ Facilitate hiring interview process.
■ Conduct professional reference checks available upon request.
CPS HR`CONSULTING
Proposal to City of Santa Ana
Executive Recruitment for On -Call Professional Recruitment Services
■ Facilitate appointment of selected candidate upon request.
■ Prepare a written report that summarizes the results of the recruitment process
General (Professional/Administrative)
■ Develop interview questions and train interview panel for client's interview process.
■ If requested by client, coordinate and facilitate administration of interviews.
(Note: Above service would incur additional professional labor hours and travel expenses.)
Outreach Services
Task 1 - Review and Finalize the Recruitment Process and Schedule
The first step in this engagement is a thorough review of the following with the Hiring Authority:
■ Understand City's needs, culture, and goals.
■ Discuss recruitment outreach process efforts to date, so we complement rather than
duplicate efforts.
■ Develop a schedule aligned with the recruitment process.
This will ensure that City's needs are met in the most complete manner possible.
Task 2 - Candidate Profile and Recruitment Strategy Development
This task will be accomplished during a discussion involving the relevant City stakeholders
and CPS HR. It will result in the identification of the personal and professional attributes
required for the position and will include the following activities:
■ Development of a recruitment brochure, inclusive of photos that will highlight the
unique benefits and favorable conditions that would attract a new incumbent. In this
way, we can draw attention to the reasons why your position and region would be a
great opportunity for a candidate.
■ CPS HR will identify and provide City with a list of suggested advertising sources
which may not have been considered previously to reach the best candidates.
CPS HR is focused on reaching a diverse candidate pool and would recommend
publications/websites that are targeted to minority and female candidates.
Task 3 - Targeted Outreach
CPS HR will prepare an email distribution list containing prospective candidates and referral
sources gleaned from our database and new research in targeted regional areas as well as
with other public sector organizations. This will include a regional and statewide search.
These individuals will receive a link to the recruitment brochure, along with a personal
invitation to contact CPS HR should they have any questions about the position.
CPS HRH CONSULTING
Proposal to City of Santa Ana
Executive Recruitment for On -Call Professional Recruitment Services
Based upon CPS HR's research and contact with prospective candidates, including the use
of Linkedln, CPS HR will also make personal phone calls to prospective applicants we identify
as the most promising based on the candidate profile and requirements of the position.
Task 4 — Report
CPS HR will prepare a report summarizing all outreach activities. The report will contain a
listing of all advertisements placed as well as all active and passive outreach efforts
completed inclusive of how many candidates were targeted in each effort.
CPS HR CONSULTING
Proposal to City of Santa Ana
Executive Recruitment for On -Call Professional Recruitment Services
Qualifications of Staff
Our Recruiting Team
CPS HR has assembled a strong project team with each member possessing extensive recruiting
experience and a direct, in-depth understanding of local government. The specific project
manager will be determined based on our ability to meet all your customer service needs in a
timely and effective manner.
We are committed to providing each of our clients the same level of service excellence, and we
take great care not to take on more work than this commitment allows. We will not utilize
subcontractors for these services. Key staff will not be changed without approval of the City.
Executive
Pamela
916-471-3126
Manager,
pderby@cpshr.us
Executive
Derby
Recruitment
Senior
Executive
Andrew
916-471-3329
anelson@cpshr.us
Executive
Nelson
Recruiter
Senior
Executive
Kylie
916-471-3325
kwilson@cpshr.us
Executive
Wilson
Recruiter
Senior
Executive
Paula
916-471-3350
padams@cpshr.us
Executive
Adams
Recruiter
Executive
Executive
David
916-263-1401
dniemeyer@cpshr.us
Recruiter
Niemeyer
Associate
Executive
Fatima
916-471-3308
fnukic@cpshr.us
Executive
Nukic
Recruiter
Associate
Executive
Rachael
916-263-1401
rdanke@cpshr.us
Executive
Danke
Recruiter
Manager,
Middle Management &
Christina
916-471-3426
cbpeacock@cpshr.us
Recruitment
Professional/Administrative
Peacock
Solutions
Principal
Middle Management &
Lisa Conner
916-471-3310
Iconner@cpshr.us
Consultant
Professional/Administrative
Senior HR
Middle Management &
Debbie
916-471-3364
dgutman@cpshr.us
Consultant
Professional/Administrative
Gutman
CPS HR ®CONSULTING
Proposal to City of Santa Ana
Executive Recruitment for On -Call Professional Recruitment Services
Senior HR
Middle Management &
Laura Lee
916-471-3331
]lee@cpshr.us
Consultant
Professional/Administrative
Team Resumes
Team resumes are available under Appendix B.
References
Provided below is a partial list of clients we have recently worked with in providing similar
executive recruitment services. We are confident that these public -sector clients will tout our
responsiveness and ability to successfully place candidates that were a good fit for their
organization's needs.
City of San Mateo
330 W.20"'Avenue
San Mateo, CA 94403
Deputy Director of Public Works (2021)
San Mateo County Mosquito and Vector
Control District
1351 Rollins Road
Burlingame, CA 94010
District Manager (2020)
Santa Clara Valley Water (Valley Water)
5750 Almaden Expressway
San Jose, CA
Multiple Recruitments (2013-2021)
City of Oakland
150 Frank H. Ogawa Plaza —2"d Floor
Oakland, CA 94612
Multiple Recruitments (2019-2020)
CPS HR®CONSULTING
Lourdes Coles, Senior Human Resources Analyst
(650)522-7264
lcoles@cityofsanmateo.org
Kat Wuelfing Lion, Vice President, Board of Trustees
(805)886-1922
klion@smcmvcd.org
Gauri Khanna
GKhanna@valleywater.org
Gregory Preece, Human Resources Manager
(510)238-7334
gpreece@oakiandca.gov
Proposal to City of Santa Ana
Executive Recruitment for On -Call Professional Recruitment Services
Similar Work
Over the past five years, CPS HR has placed approximately 500 public sector professionals in
executive and middle management roles throughout the United States. Our retention rate for
candidates is 95% over the past three years. Following are partial lists of recent placements by
levels.
Middle Management/Specialized
Agency
California Department of Conservation, CA
Supervising Engineer
City of Avondale, CA
Development and Engineering Services Director
City of Berkeley, CA
Senior Systems Analyst I
City of Colfax, CA
Chief Plant Operator
City of Englewood, CO
Employee Benefits Administrator
City of Englewood, CO
Human Resource Coordinator
City of Fairfield, CA
Management Analyst 1, 11, and Senior
City of Fullerton, CA
Principal Civil Engineer (Outreach)
City of Laguna Beach
Ambulance Coordinator
City of Lathrop, CA
Police Commander
City of Lathrop, CA
Records Supervisor
City of Lathrop, CA
Records Technician
City of Lathrop, CA
Management Analyst
City of Lathrop, CA
Police Sergeant
City of Lathrop, CA
Police Officer
City of Lathrop, CA
Executive Assistant
City of North Las Vegas, NV
Talent Acquisition Partner
City of North Las Vegas, NV
Leave and Benefits Administration
City of North Las Vegas, NV
Senior Compensation and Classification Analyst
CPS FIR ® CONSULTING
Proposal to City of Santa Ana
Executive Recruitment for On -Call Professional Recruitment Services
Agency
City of Oakland, CA
Assistant Engineer I
City of Oakland, CA
Assistant Engineer II
City of Oakland, CA
Electrical Engineer III
City of Oakland, CA
Equipment Supervisor
City of Oakland, CA
Equipment Service Superintendent
City of Oakland, CA
Recycling Specialist
City of Oakland, CA
Senior Recycling Specialist
City of Oakland, CA
Environmental Program Specialist
City of Oakland, CA
Electrical Supervisor
City of Oakland, CA
Electrician
City of Oxnard, CA
Civil Engineers (Partial Recruitment)
City of Oxnard, CA
Payroll Manager
City of Palo Alto, CA
Senior Engineer
City of Phoenix, AZ
Deputy Housing Director —Asset Management
City of Phoenix, AZ
Deputy Housing Director —Affordable Housing
City of Phoenix, AZ
Deputy Housing Director— Financial Management
City of Redlands, CA
Director, Municipal Utilities and Engineering
City of Redlands, CA
Dir. of City's Municipal Utilities & Engineering
Dept.
City of Rialto, CA
Project Manager- Engineering
City of Rialto, CA
Engineering Technician
City of Rialto, CA
Construction Inspector
City of Rialto, CA
Deputy Director of HR & Risk Management
City of Rialto, CA
Deputy Finance Director
City of Rialto, CA
Community Development Manager
CPS HR®CONSULTING
Proposal to City of Santa Ana
Executive Recruitment for On -Call Professional Recruitment Services
Agency
City of Rialto, CA
Title
Economic Development Manager
City of San Jose, CA
Senior Engineer - CIP
City of San Jose, Ca
Senior Engineer - Municipal Water System - Env.
City of Santa Clara, CA
Principal Electric Utility Engineer
City of Santa Clara, CA
Principal Electric Utility Engineer
City of Santa Clara, CA
Building Official
City of Suisun, CA
Human Resource Administrator
City of Union City, CA
Human Resources Director
County of Coconino, CA
Engineering Division Manager
County of Rockland, WI
Program Mgr. for Child Support Services
(Outreach)
El Dorado Hills Community Service Dist., CA
Human Resource Manager
Fort -Collins Loveland Water District, CO
Human Resource & Risk Manager
Fort -Collins Loveland Water District, CO
Water Operations Supervisor
Fort -Collins Loveland Water District, CO
Utilities Operations Superintendent
Los Angeles County Development Authority, CA
Deputy Director
San Bernardino Valley Municipal Water District, CA
Human Resources and Risk Manager
San Diego Association of Governments, CA
Senior Financial Programming Analyst
San Diego Association of Governments, CA
Senior Project Control Analyst
San Diego Association of Governments, CA
Associate Project Control Analyst
San Diego Association of Governments, CA
Senior Project Financial Analyst
San Joaquin Area Flood Control Agency, CA
Director of Engineering
Sierra County, CA
Financial Officer
CPS HR�CONSULTING
Proposal to City of Santa Ana
Executive Recruitment for On -Call Professional Recruitment Services
Executive Recruitment Positions
Agency
City of Fort Worth, TX
Title
Assistant Director of Human Resources
Year Completed
2022
City of Bozeman, MT
Finance Director
2022
Oakland Housing Authority, CA
Assistant Director of Finance
2022
City of Greeley, Greeley Fire
Department, CO
Division Chief of Operations
2022
City of Oklahoma City, OK
Assistant City Manager
2022
COW Palace, CA
Chief Executive Officer
2022
City of San Diego, CA
Chief Operating Officer
2022
Sound Transit, WA
Chief Executive Officer
2022
Marin County Probation Department,
CA
Assistant Chief Probation Officer
2022
Mid -Peninsula Water District, CA
Assistant General Manager
2022
Long Beach Transit, CA
Manager, Government Relations
2022
California Transit Training Coalition
Executive Director
2022
Marin County Department of Health
and Human Services, CA
Public Information Officer/Media
Manager
2022
Douglas County Public Library, NV
Library Director
2022
Marin County Department of Health
and Human Services, CA
Chief Strategic Officer
2022
County of Trinity, CA
Director of Transportation
2022
Contra Costa County, CA
Assistant Clerk -Recorder
2022
City of Rialto, CA
Director of Finance
2022
Reclamation District #900, CA
General Manager
2022
Foothill-DeAnza Community College
District, CA
Vice Chancellor for Human Resources
and Equal Opportunity
2022
City of Aurora, CO
Diversity, Equity and Inclusion Officer
2022
City of Oklahoma City, OK
Development Services Director
2022
City of Oklahoma City, OK
Assistant Director of Parks & Recreation
2022
CPS HR`CONSULTING
Proposal to City of Santa Ana
Executive Recruitment for On -Call Professional Recruitment Services
City of San Diego, CA
Title
Planning Director
CompletedAgency
Year
2022
Texas Recreation & Park Society, TX
Executive Director
2022
City of Livingston, CA
Public Services Director (Partial
Recruitment)
2022
City of Livingston, CA
Police Chief (Partial Recruitment)
2022
City of Livingston, CA
Finance Director (Partial Recruitment)
2022
City of Tucson, AZ
Director of Transportation & Mobility
2022
County of Imperial, CA
County Executive Officer
2022
Regional Transportation Commission
of Washoe County, NV
Director of Finance
2022
First 5 California, CA
Executive Director
2022
City of Rialto, CA
Maintenance and Facilities Director
2022
FIRST 5 Santa Clara County, CA
Diversity, Equity and Inclusion Officer
2022
City of Tucson, AZ
Assistant City Manager/Chief Financial
Officer
2022
San Benito Superior Court, CA
Court Executive Officer
2022
Douglas County Department of Public
Health, CO
Executive Director of Public Health
2022
Orange County Fire Authority, CA
Director of Communications
2022
FIRST 5 Santa Clara County, CA
Chief Human Resources Officer
2021
LA Metro, CA
Chief People Officer
2021
LA Metro, CA
Child Safety Officer
2021
City of San Bernardino, CA
Diversity, Equity, and Inclusion Officer
2021
City of Golden, CO
Director of Community and Economic
Development
2021
Contra Costa County, CA
Public Defender
2021
City of Dayton, TX
City Manager
2021
Contra Costa Mosquito and Vector
Control District, CA
Human Resources and Risk Manager
2021
CPS HR�CONSULTING
Proposal to City of Santa Ana
Executive Recruitment for On -Call Professional Recruitment Services
Agency
Utah Transit Authority, UT
Title
Director of Internal Audit
Year Completed
2021
City of Simi Valley, CA
City Attorney
2021
City of Albany, CA
Fire Chief
2021
City of Fresno, CA
Parks, After -School, Recreation &
Community Services Director
2021
Flathead County, MT
Director of Planning
2021
City of League City, TX
Director of Finance
2021
East Bay Regional Park District, CA
Chief of Workforce Development
2021
Contra Costa County, CA
Information Systems Division Director,
Technical Services
2021
California Society of Municipal
Finance Officers, CA
Executive Director
2021
City of San Bernardino, CA
Public Information Director
2021
City of Oklahoma City, OK
Airports Director
2021
City of Oklahoma City, OK
Parks & Recreation Director
2021
Contra Costa County, CA
Information System Manager II
2021
Contra Costa County, CA
Information Systems Manager 1
2021
Superior Court of San Benito County,
CA
Chief Financial Officer
2021
City of Aurora, CO
Deputy City Manager
2021
County of Marin, CA
Division Director of Homelessness and
Whole Person Care
2021
City of Tampa, FL
Housing and Community Development
Manager
2021
City of Aurora, CO
Public Safety Attorney
2021
City of Costa Mesa, CA
Assistant Development Services Director
2021
City of San Mateo, CA
Deputy Director of Public Works
2021
City of Durango, CO
Parks & Recreation Director
2021
County San Bernardino, CA
Public Health Director
2021
CPS HR CONSULTING
Proposal to City of Santa Ana
Executive Recruitment for On -Call Professional Recruitment Services
Agency
County of Boulder, CO
Title
Parks & Open Space Director
Year Completed
2021
Utah Transit Authority
Director of Capital Development
2021
City of Encinitas, CA
Housing Services Manager
2021
City of Anaheim, CA
Safety Manager
2021
City of League City, TX
Fire Chief
2021
City of Elk Grove, CA
Human Resources Director
2021
City of Dickinson, TX
City Manager
2021
City of Lathrop, CA
Police Chief
2021
City of League City, TX
Director of Human Resources & Civil
Service
2021
City of Dallas, TX
Director of Sanitation Services
2021
Alameda -Contra Costa Transit
District, CA
Chief Financial Officer
2021
City of Oxnard, CA
Assistant Chief Financial Officer
2021
First 5 Contra Costa, CA
Finance and Operation Director
2021
City of Oxnard, CA
IT Director
2021
Contra Costa County, CA
Division Director — Enterprise Systems
2021
City of Missouri City, TX
Director of Development Services
2021
City of San Mateo, CA
Deputy Director of Community
Development
2021
City of Riverside, CA
City Attorney
2021
City of Clayton, CA
City Manager
2021
City of Marysville, CA
City Manager
2021
County of Yolo, CA
Assistant County Administrative Officer
2021
City of Greeley, CO
Deputy City Manager
2021
Flathead County, MT
County Administrator
2021
City of Missouri City, TX
Fire Chief
2021
Columbia Housing Authority, MO
Chief Executive Officer
2021
CPS HR=CONSULTING
Proposal to City of Santa Ana
Executive Recruitment for On -Call Professional Recruitment Services
Agency
First 5 Santa Clara County, CA
Title
Deputy Chief of Finance
Year Completed
2021
Montana Public Health Institute, MT
Chief Executive Officer
2021
San Mateo County Transit District, CA
Executive Officer, Information
Technology & Telecommunications
2021
City of Amarillo, TX
Assistant Solid Waste Superintendent
2021
Skagit County, WA
Director of Human Resources/Risk
Management
2021
City of Glendale, CA
City Manager
2021
City of San Jose, CA
Building Management Administrator
2021
East Bay Regional Park District, CA
General Manager
2021
LA Metro, CA
Chief Systems Security and Law
Enforcement
2021
East Bay Regional Park District, CA
Chief of Maintenance and Skilled Trades
2021
Montgomery County, MD
Chief Labor Relations Officer
2021
City of League City, TX
Assistant Director of Project
Management
2021
City of Scottsdale, AZ
City Clerk
2021
South Coast Air Quality Management
District, CA
Diversity Equity and Inclusion Officer
2021
City of Salinas, CA
City Manager
2021
City of Oxnard, CA
Special Districts Manager
2021
CPS HR� CONSULTING
Proposal to City of Santa Ana
Executive Recruitment for On -Call Professional Recruitment Services
Cost Proposal
Professional Services
Our professional fixed fee covers all CPS HR services associated with the recruitment process
selected (Outreach Only, Partial Recruitment or Full Recruitment), including the necessary field
visits.
Travel expenses for candidates who are invited forward in the interview process are not included
in our current price proposal. However, should the City desire CPS HR's Travel Team to assist
with these arrangements, we are happy to do so. This might require an amount be added to our
contract.
Service
Full - Executive Recruitment*
Pricing
$25,000 Flat Fee
Partial - Executive Recruitment
$19,000 Flat Fee
Full —Middle Management/Specialized
$19,000 Flat Fee
Partial — Middle Management/Specialized
$16,000 Flat Fee
Full - General (Professional/Administrative)
$13,500 Flat Fee
Partial - General (Professional/Administrative)
$11,500 Flat Fee
Outreach Only
$3,500 Flat Fee
Outreach Only Plus Brochure
$5,000 Flat Fee (includes brochure)
Outreach Plus Advertising
$7,500 Flat Fee (includes brochure and
direct advertising)
*Professional fees would be billed and paid monthly.
Optional Expense for General and Middle Management/Specialized
Recruitments
The client has the option to utilize CPS HR Consulting's applicant tracking system, NEOGOV, to
run their recruitment. The cost for utilizing this system is $1,000 per recruitment. The client will
have user access to be able to view candidate contact and application information. Additionally,
CPS HR can export candidate data to allow the client to upload necessary information into their
systems.
CPS HRdCONSULTING
Proposal to City of Santa Ana
Executive Recruitment for On -Call Professional Recruitment Services
Proposed Schedule
The project team CPS HR has selected is prepared to begin work upon receipt of a fully -executed
contractual agreement. Dependent on the recruitment level selected, recruitment and selection
activities can be completed in two to four months. The precise schedule will depend on the
placement of advertising in the appropriate professional journals, and the ability to schedule, as
quickly as possible, the initial client kick off meeting. A proposed schedule of major milestones
is presented below.
Full Recruitment Timeline:
Task Name I Phase I.
Weeks 1 1 1 2 1 3 1 4 1 5 1 6 1 7 1 8 1 9 110111112113114115116
Executive Search
Middle Management/
Specialized
General
Partial Recruitment Timeline:
Task Name
Weeks
Executive Search
Middle Management/
General
CPS HR Amm! CONSULTING
1 1 2 1 3 1 4 1 5 1 6 1 7 1 8 1 9 1 10
Proposal to City of Santa Ana
Executive Recruitment for On -Call Professional Recruitment Services
Our Placement Guarantee
Executive Search Recruitment One -Year Service Guarantee
If the employment of the candidate selected and appointed by the City as a result of a full
executive recruitment (Phases 1, It, and 111) comes to an end before the completion of the first
year of service, CPS HR will provide the City with professional services to appoint a replacement.
Professional consulting services will be provided at no cost. The City would be responsible only
for expenses such as re -advertising, consultant travel, additional background checks, etc. This
guarantee does not apply to situations in which the successful candidate is promoted or re-
assigned within the organization during the one-year period. Additionally, should the initial
recruitment efforts not result in a successful appointment, CPS HR will extend the aggressive
recruiting efforts and screen qualified candidates until an offer is made and accepted. CPS HR
does not provide a guarantee for candidates placed as a result of a partial recruitment effort.
Middle Management Recruitment Six Month Service Guarantee
If the employment of the candidate selected and appointed by the City as a result of a full middle
management recruitment (Phases 1, 11, and 111) comes to an end before the completion of the
first six (6) months of service, CPS HR will provide the City with professional services to appoint a
replacement. Professional consulting services will be provided at no cost. The City would be
responsible only for reimbursable expenses. This guarantee does not apply to situations in
which the successful candidate is promoted or re -assigned within the organization during the
six (6) month period. Additionally, should the initial recruitment efforts not result in a successful
appointment, CPS HR will extend the aggressive recruiting efforts and screen qualified candidates
until an offer is made and accepted. CPS HR does not provide a guarantee for candidates placed
as a result of a partial (Phase I & II) recruitment effort.
CPS HR iffCONSULTING
We thank you for your consideration of our proposal. We are committed to
providing high quality and expert solutions and look forward to partnering with
the City of Santa Ana in this important endeavor.
CPS HR ®CONSULTING
Proposal to City of Santa Ana
Executive Recruitment for On -Call Professional Recruitment Services
Appendix A: Sample Brochure
CPS HR `CONSULTING
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Proposal to City of Santa Ana
Executive Recruitment for On -Call Professional Recruitment Services
Appendix B: Resumes
Pamela H. Derby, Manager, Executive Recruitment
Since joining CPS HR Consulting in 2003, Pam Derby has conducted a wide range of recruitments
for county, city, special district and association executives including city attorney, executive
director, general manager, city manager, assistant and deputy city manager, police chief,
community and economic development director, human resource director, finance director, city
administrator, registrar of voters, library director, and director of information technology in
addition to specialized support positions.
Prior to joining CPS HR, Ms. Derby served as the Aide to the Yuba County Board of Supervisors
serving as the Board's liaison to County Department Heads, the community, and the media. This
experience provided her with a unique perspective into the special circumstances that exist in a
Board/Council-Manager relationship and a keen awareness of the inner workings of local
government. She is sensitive to balance the wants of the community with the needs of the client
so as to tailor a recruitment process that reaches out to the most appropriate candidates and
ensures a diverse group of individuals from which to make a selection. She has successfully
employed these techniques in jurisdictions ranging from under 10,000 to 10 million. Moreover,
she employs a firmly -held personal philosophy that candidates must be treated with the same
respect and careful consideration as her client.
Prior to her local government service, Ms. Derby served in the private sector and with several
non-profit lobbying associations. She was responsible for the management of several large
consumer groups.
Employment History
■ Senior Executive Recruiter, CPS HR Consulting
■ Professional Management Consultant, CPS HR Consulting
■ Administrative Technician, CPS HR Consulting
■ Aide to the Board of Supervisors, Yuba County, CA
■ Special Cases Manager, Consumer Relations, The Money Store, CA
■ Supervisor, Trailing Documents, The Money Store, CA
■ Executive Assistant, Randlett Associates, CA
Education
■ California State University, Chico, major course emphasis — Physical Education/English
CPS FIR �CONSULTING
Proposal to City of Santa Ana
Executive Recruitment for On -Call Professional Recruitment Services
Andrew Nelson, Senior Executive Recruiter
Mr. Nelson brings an extensive background in government service to his role as Executive
Recruiter at CPS HR Consulting through city administration, transportation planning, and court
management as well as professional recruiter training from the U.S. military. He has significant
experience with recruitments of professional and management positions for the public sector.
Prior to joining CPS HR, Mr. Nelson served as City Administrator for the City of Kemmerer, WY
and as director of the Casper Area Metropolitan Planning Organization. He brings a practitioner's
touch to recruitment in the public sector.
Mr. Nelson has conducted numerous executive recruitments for all types of organizations for
General Manager/City Management, Chief Information Officers, Chief Financial Officers, City
Auditors, City Clerks, Directors for various departments throughout various states.
Additionally, Mr. Nelson currently serves the United States Coast Guard as an Auxiliary Recruiter.
His role is to provide a local presence in Las Vegas for the regional office in Phoenix. He received
formal training in recruitment, including sales, marketing, and interviewing skills at the Coast
Guard Training Center Cape May (New Jersey) and has received an Auxiliary Sustained Service
award and a Coast Guard Meritorious Team Commendation as a direct result of his recruiting
efforts. Mr. Nelson volunteers locally in the Las Vegas community as a career mentor for student
members of the Association of Latino Professionals for America (ALPFA).
Employment History
■ Senior Executive Recruiter, CPS HR Consulting
■ Executive Recruiter, CPS HR Consulting
■ Military Recruiter, United States Coast Guard Auxiliary
■ Chief Administrative Officer, Kemmerer, Wyoming
■ Transportation Program Manager, Casper Area Metropolitan Planning Organization,
Casper, Wyoming
Education
■ Master of Public Administration, Brigham Young University, Provo, Utah
■ B.A. Political Science, Brigham Young University, Provo, Utah
CPS HR CONSULTING
Proposal to City of Santa Ana
Executive Recruitment for On -Call Professional Recruitment Services
Kylie Wilson, Senior Executive Recruiter
Kylie Wilson has over twenty-five years of professional and management experience in the public
sector. Ms. Wilson has worked directly with local government organizations and associations,
predominately human resources personnel, city management, parks and recreation, project
management, employee development, executive recruitment, strategic planning, and other
client needs.
Ms. Wilson has conducted numerous executive recruitments for all types of organizations for
General Manager/City Management, Chief Information Officers, Chief Financial Officers, City
Auditors, City Clerks, Directors for various departments, along with numerous other manager
level positions.
She has worked in several impactful management roles for municipal government entities in
Texas to include the City of Baytown, the City of Missouri City, the City of Georgetown, and the
City of League City. She also previously worked for Strategic Government Resources (SGR)
overseeing member relations, leadership conferences, job board vacancies, live training and
workshops, and online learning management system (LMS) opportunities.
She has a passion for public service and a strong skill set for being mission driven and results
oriented, while always maintaining an optimistic and engaging demeanor. Ms. Wilson also
provided management and oversight to key programs, projects and processes by evaluating City
operations and making recommendations to improve operational implementation of a strategic
plan, to include short-term and long-term goals and objectives, for City operations, and
identifying opportunities for improving methods and procedures.
Employment History
■ Executive Recruiter, CPS HR Consulting
■ Assistant to the City Manager, City of League City— City Administration
■ Collaboration Manager, Strategic Government Resources (SGR)
■ Assistant Director, City of Baytown — Parks & Recreation
Education
■ Masters in Business Administration (MBA), Bellevue University
■ Bachelors of Science Sports Management, Texas A&M University
■ Certified Executive Coach, Bellevue University
■ Certified Leader & Manager, University of Houston
CPS HR&CONSULTING
Proposal to City of Santa Ana
Executive Recruitment for On -Call Professional Recruitment Services
Paula Adams, Senior Executive Recruiter
Paula Adams brings over 25 years of public sector Human Resources experience with extensive
managerial assignments as Human Resources Director and Director of Airports Administration
with the City of Los Angeles.
Ms. Adams is well known for thinking strategically, contributing a constructive point of view,
dissecting organizational barriers and applying active listening. Ms. Adams has been a leader on
a few strategic planning design teams and held a leadership role with organizational cultural
shifting to foster diversity and inclusion in the workplace.
For 21 years, Ms. Adams had a leadership role for Los Angeles World Airports (LAWA), one of the
largest airport complexes in the world. As an established and credible leader with Human
Resources — Ms. Adams led recruitments for Deputy Executive Director, Assistant Airport Police
Chief, Airport Police Chief, and Chief Financial Officer at LAWA.
Ms. Adams holds a Master of Public Administration from CSU Dominguez Hills and a Certificate
in Corporate Litigation from UCLA Extension and serves on the Board of Directors of the Western
Region International Public Management Association for Human Resources (WRIPMA) and is the
2021-2022 WRIPMA President.
Employment History
■ Senior Executive Recruiter, CPS HR Consulting
■ Director of Airport Administration, LAWA, CA
■ Human Resources Director, LAWA, CA
■ Employee Relations Manager, LAWA, CA
Education
■ Master of Public Administration, California State University Dominguez Hills, Carson, CA
CPS HR CONSULTING
Proposal to City of Santa Ana
Executive Recruitment for On -Call Professional Recruitment Services
David J. Niemeyer, Executive Recruiter
David Niemeyer brings 38 years of local government management experience including
managing 7 communities in the suburban Chicago area. He brings an extensive practitioner's
experience in government services to the CPS HR Executive Recruitment team through his roles
as Village Manager, City Manager, Village Administrator, and City Administrator/Assistant to the
Mayor all in the state of Illinois. Human resources and senior executive recruitment are areas
that he excels in and thoroughly enjoys.
Mr. Niemeyer led recruitments for over 15 department head vacancies as well as numerous other
management positions. This included preparing recruitment profiles and brochures, screening
candidates and creating a list of top candidates for the elected officials, developing interview
questions, managing assessment centers, conducting background checks, and negotiating
employment offers. His most recent large recruitment was for the police chief of Tinley Park
which included a day long assessment center.
He recently retired as the village manager for the Village of Tinley Park, where he oversaw
redevelopment of the downtown and two aging retail centers, as well as establishing a new music
brand to promote tourism and development in the community. He also was the village manager
of Oak Brook, a well-known retail destination area and home to several corporate headquarters,
where he undertook a major reorganization of the staff that reduced the village's annual
operating budget about 10% and established a new management performance evaluation
system.
David has a reputation as an ethical, engaged, collaborative leader, who has excellent
communication and listening skills. He has a calm, focused disposition and has worked with vocal
and diverse elected boards and residents to develop a consensus on controversial issues.
Additionally, he has worked in a variety of different communities in terms of wealth,
demographic, political stability, culture and differing goals. A candidate that is successful in one
community may not be successful in other, and so it is important that a recruiter understands
the importance of candidate fit in an organization. Mr. Niemeyer's experience in diverse
communities will help in screening candidates that are a good match for an organization.
Employment History
■ Village Manager, Village of Tinley Park, IL
■ Village Manager, Village of Oak Brook, IL
■ Village Manager, Village of Homewood, IL
■ City Manager, City of Des Plaines, IL
■ Village Manager, Village of Richton Park, IL
■ Village Administrator, Village of Orland Hills, IL
CPS HR _CONSULTING
Proposal to City of Santa Ana
Executive Recruitment for On -Call Professional Recruitment Services
■ City Administrator/Assistant to the Mayor, City of Harvard, IL
Education
■ Masters in Public Administration, Northern Illinois University, DeKalb, IL 1985
■ Bachelor of Science in Political Science, Northern Illinois University, 1983
■ Minors: International Relations, Journalism
■ ICMA Credentialed Manager and member of ICMA International Committee
Joanne Peterson, Executive Recruiter
Joanne Peterson is a proven visionary and leader in supporting and sustaining a healthy
workplace culture. Ms. Peterson has over twenty-five years of direct experience in the public
sector. She has worked with local government organizations and associations, predominately in
human resource management, County management, and metropolitan transportation authority
among others.
Prior to joining CPS HR Consulting she served as the Chief Human Capita & Development Officer
for the Los Angeles County Metropolitan Transportation Authority. In this role, she served as
department chief leading a staff of HR professionals that is comprised of eight operating units,
including Talent Acquisition (recruitment, selection hiring, compensation & classification and
employee on -boarding), Strategic Workforce Planning (short/long term workforce projects,
succession planning, and veteran outreach), Employee Relations and Talent Development
(employee readiness and employee advancement), Labor Relations, Pension and Benefits and
General Services. She has built world -class workforce programs with a focus on change
management, leadership development and strategic planning. The hallmark of her career has
been to develop our future leaders while building strategic workforce plans.
Employment History
■ Executive Recruiter, CPS HR Consulting
■ Chief Human Capital and Development Officer, Los Angeles County Metropolitan
Transportation Authority, CA
■ Director of Human Resources, County of Marin, CA
■ Director of Utility Operations Center, Seattle Public Utilities, WA
■ Director of Human Resources, Seattle Public Utilities, WA
■ Workshop Lecturer and Instructor, University of Washington, WA
CPS HRZECONSULTING
Proposal to City of Santa Ana
Executive Recruitment for On -Call Professional Recruitment Services
Education
■ Master of Public Administration (MPA) - Evans School of Public Affairs, University of
Washington, Seattle
■ Associate Degree, Occupational Therapy— Lake Superior College, Duluth, Minnesota
■ Professional in Human Resources (PHR) —SHRM
■ Executive Leadership Certificate from Harvard University, Cambridge, Massachusetts
■ Coaching Certification from the Hudson Institute of Coaching, Santa Barbara, California
■ Certification in Strategic Leadership from Dominican University of California, San Rafael,
California
■ Leadership Tomorrow Program, San Rafael Chamber of Commerce
■ Labor Relations Academy Masters Series — CALPELRA
Fatima Nukic, Associate Executive Recruiter
Fatima Nukic has overten years of professional experience in the public sector. She has assistant
on a wide range of recruitments for county, city, special district, and association executives
including executive director, city attorney, police chief, human resources director, finance
director, health and human services director, risk manager, environmental resources director, to
name a few. Ms. Nukic is an action -oriented and results -driven leader who thrives on finding
new ways to promote recruitments and finding ideal candidates. She brings an extensive
background in promoting, sourcing, and social media marketing to her role as an Associate
Executive Recruiter at CPS HR Consulting.
Employment History
■ Associate Executive Recruiter, CPS HR Consulting
■ Executive Search Technician, CPS HR Consulting
■ Office Manager/HR, DMD Express
■ Guest Representative, The Mirage Hotel and Casino
■ Department Manager, Albertsons
Education
■ Project Management Certificate-CSUS College of Continuing Education
■ Bachelor of Science in Business Administration -University of Nevada, Las Vegas
■ Bachelor of Arts, German Studies -University of Nevada, Las Vegas
CPS HR CONSULTING
Proposal to City of Santa Ana
Executive Recruitment for On -Call Professional Recruitment Services
Rachael Danke, Associate Executive Recruiter
Rachael Danke has spent her entire career in the non-profit and public sectors. With over five
years of experience in Human Resources, Rachael has assisted multiple agencies throughout the
nation with their talent attraction and retention needs. Rachael has experience recruiting for
roles such as Chief of Police, Director of Public Works, Director of Human Resources, Executive
Director, and other executive roles for Counties, Cities, and Special Districts. She is currently
finishing her Masters Degree in Human Resources at Pepperdine University and is excited to
continue to attract new talent to the public sector using innovative techniques such as Virtual
Career Fairs and talent engagement.
Employment History
■ Associate Executive Recruiter, CPS HR Consulting, Sacramento, CA
■ HR Consultant, CPS HR Consulting, Sacramento, CA
■ Human Resources Technician, El Dorado County, Placerville, CA
■ Registry Training Specialist, El Dorado County, Placerville, CA
■ Program Coordinator, American Red Cross, Reno, NV
Education
■ B.A., Honors Psychology, University of Waterloo
■ M.S. Human Resources Management, Pepperdine University (in progress)
CPS HRsolm-CONSULTING
Proposal to City of Santa Ana
Executive Recruitment far On -Call Professional Recruitment Services
Christina Batorski Peacock, PHR
Mrs. Peacock has 20 years of professional and management experience in public sector Human
Resources, including experience in the areas of employee recruitment and selection, compliance,
labor relations, test administration, employee relations, and policy development. Specifically,
Mrs. Peacock worked directly on recruitment efforts for entry-level Police Officer and entry-level
Firefighter as well as sworn and uniform promotional recruitments with the City of Chicago for
over 10 years.
Employment History
■ Manager, Recruitment Solutions, CPS HR Consulting
■ Deputy Commissioner of Human Resources, City of Chicago
■ Assistant Commissioner of Human Resources, City of Chicago
■ Adjunct Professor (Managing Organizational Change), Keller School of Graduate
Management
■ Recruiting Analyst Supervisor, City of Chicago
■ Human Resources Analyst II, City of Chicago
■ Human Resources Manager/Payroll Administrator, Bethesda Home & Retirement Center
■ Staffing Specialist, Northwestern University
■ Employment Coordinator, Northwestern University
Education
■ M.P.A., DePaul University, Chicago, IL —Public Administration
■ B.A., Marquette University, Milwaukee, WI —Human Resources & Communication Studies
Professional Organizations and Affiliations
■ Society of Human Resources Management (SHRM)
■ International Public Management Association for Human Resources (IPMA-HR)
CPS HR ® CONSULTING
Proposal to City of Santa Ana
Executive Recruitment forOn-Call Professional Recruitment Services
Debbie Gutman, Senior HR Consultant
Ms. Gutman has over 20 years of comprehensive experience in Human Resources, including both
public and private sector. She has a knowledge and understanding of federal and state labor laws,
full -cycle recruiting, employee relations, compensation, training, budget administration, and
policy development.
Employment History
■ Senior Consultant, CPS Human Resource Services
■ Human Resources Manager, Sierra Nevada Brewing Co.
■ Human Resources Director, Feather Falls Casino
■ Human Resources Manager, Rumiano Cheese Co.
■ Human Resources Technician, Chico Unified School District
■ Senior Staffing Coordinator, UnitedHealth Care
Professional Experience
■ Lead several recruitment projects that involved hiring over 100 employees from entry-
level to executive management for startup locations and businesses. This included
development of hiring plans, advertising, conducting job fairs, candidate outreach,
selection interviews, and new employee onboarding.
■ Managed the Human Resources department of a growing business, fostering a teamwork
environment, including direct supervision of human resources staff. Recommended new
approaches, policies, and procedures to effect continual improvements in the efficiency
of the department.
■ Conducted formal investigations on serious employee relations claims or allegations of
policy violations.
■ Evaluate compensation and benefit packages, participate in salary surveys and analyze
results.
Education
■ MA, Human Resource Management, National University
■ BA, Business Administration with emphasis in Human Resources, California State
University, Chico
Professional Organizations and Affiliations
■ Society for Human Resources Management (SHRM)
CPS HR®CONSULTING
Proposal to City of Santa Ana
Executive Recruitment for On -Call Professional Recruitment Services
Lisa Conner, MA, SHRM-SCP, Principal HR Consultant
Ms. Conner has over 20 years of professional governmental human resources experience,
performing recruitment and selection activities, classification studies, audits of County personnel
systems against Federal and State merit principles, employee investigations, training, and
employer/employee relations responsibilities.
Employment History
■ Principal Consultant, CPS HR Consulting
■ Supervising Human Resources Analyst; Human Resources Analyst III, County of Sonoma
■ Senior Consultant; Intermittent Project Consultant, CPS HR Consulting
■ Human Resources Analyst III, City of Petaluma
■ Technical Advisor, City of Rohnert Park
Professional Experience
■ Provided the full range of supervisory responsibilities to a team of human resources
professional and technical staff within the Recruitment and Classification Division of a
centralized County Human Resources Department
■ Performed in lead capacity performing full range of recruitment and selection activities,
to ensure a fair, equitable, and merit -based approach to all selection and hiring practices
■ Developed and provided training to the public and County employees regarding career
development, HR best practices, County recruitment and selection processes, and Civil
Service Rule interpretations
■ Conducted classification studies; participated in meet and confer sessions; prepared
reports of findings to Counties, the Civil Service Commission, and/or the Board of
Supervisors
■ Lead Consultant for the Approved Local Merit System (ALMS) Counties' audits, to ensure
compliance with State and Federal merit principles
■ Conducted employee investigations and drafted report of findings
Education and Certifications
■ M.A., Industrial/Organizational Psychology, Sacramento State University, Sacramento, CA
■ B.A., Psychology, Music (Minor), Lewis and Clark College, Portland, Oregon
■ Senior Certified Professional (SHRM-SCP) with the Society for Human Resource
Management (SHRM)
CPS HR &CONSULTING
Proposal to City of Santa Ana
Executive Recruitment for On -Call Professional Recruitment Services
Laura Lee, PHR
Ms. Lee is a human resources professional with over 10 years of experience in the public sector.
She has a wide range of HR expertise in a variety of responsibilities, including, but not limited to
full -cycle recruiting, test administration, classification and compensation, employee and labor
relations, and performance management.
Employment History
■ Senior Consultant, CPS HR Consulting
■ Human Resources Manager, UC Santa Barbara
■ Human Resources Generalist, UC Santa Barbara
■ Human Resources Analyst II, City of Las Vegas
■ Human Resources Analyst I, City of Henderson
Professional Experience
■ Managed a team of human resources professionals in providing HR-related services in a
decentralized human resources environment to a department of 360 full time employees.
■ Planned and organized the development of a new performance management program
and trained employees to facilitate a successful rollout of a goal -based merit system.
■ Provided guidance to management on successful policy implementation, enforcement
actions and management of personnel.
■ Served as an internal consultant to multiple public sector departments for all their
recruitment needs to include the full recruitment cycle and maintaining a proactive and
strategic approach to high -volume staffing needs.
■ Served on an executive staff within the City of Las Vegas Fire and Rescue department to
contribute to strategic planning goals.
■ Developed and nurtured relationships with directors, managers, supervisors, and staff to
build better communication between departments and central human resources.
Education
■ MA, Industrial/Organizational Psychology, Touro University
■ BA, Psychology, University of Nevada, Las Vegas
Professional Organizations and Affiliations
■ Professional in Human Resources (PHR) with HR Certification Institute (HRCI)
CPS HRi CONSULTING
Lynch, Breanna
From: City of Santa Ana <certificate-request@ctraxjdidata.com>
Sent: Tuesday, December 5, 2023 8:27 AM
To: HR Admin; Lynch, Breanna; Schnaider, Lori
Subject: Internal Notice of Compliance
Follow Up Flag: Follow up
Flag Status: Flagged
NOTICE OF COMPLIANCE
CITY" STAFF: PRINT THIS PAGE AND INCLUDE WITH AGREEMENT TO THE CLERK OF THE COUNCIL
Contractor Cooperative Personnel Services
Name:
Project TBD (025)
Number:
Project CPS HR Consulting Master Consulting Agreement - City of Santa Ana On -
Name: Call Professional Recruitment Services
The Certificate of Insurance (COI) submitted indicates that the coverages are in compliance with the
insurance requirements. No further action is required at this time.
The compliant coverage(s) are:
TYPE OF INSURANCE
PROFESSIONAL LIABILITY
WORKERS COMPENSATION AND
EMPLOYERS' LIABILITY
Thank you,
City of Santa Ana
POLICY EXPIRATION COI DATE
NUMBER DATE
P5M0139689064 07/01/2024 06/22/2023
6072390520
07/01/2024 06/22/2023
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