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e e e e for while we're waiting I think it's important say that yes we're having problems with it tonight too Dr Roberts was saying is once we know the finalist
and we learn about how the process goes there's nothing that I think would stop this Council or any res to the counil the question I think if we can do that we might be able to divide and conquer
and be very effective and kind of bring back um some some info on those I think that would be okay um Mr Banger um I have you on speaker phone with the city council and
I have um I have you up against the mic so um first uh the council would like um you know about a five minute introduction as to you know your your qualifications obviously and and what you bring to the table uh for Cape
canaval and then yeah I have about seven Baseline questions that I would like to um ask you some of them some some of them will be pretty quick and then we'll open it up for followup uh questions and discussions with the council as necessary so you can begin when you're
ready okay well I'm gonna let Scott take the lead and just after I introduce this basically uh my name is Colin beniger I'm the uh senior partner in Colin beniger and Associates and I have with me the managing partner Scott Crim
Scott's background has been in uh retail grocery in the court system in Utah in in the public sector and has been with us for about a year he's a quick study and uh it's been like drinking from the fire hose but I'm going to let
him take the lead and I'll step in has needed well thank you so much to everyone here uh I am thrilled uh to present to you and fully acknowledge that Cape Canaveral is a great community and we
look forward to finding you a great city manager a little bit about our firm uh we have been recruiting in the public sector for 27 years and we work exclusively with local governments and specialize in finding city managers and County
administrators our top people have been city managers and administrators and or elected officials uh as Colin mentioned uh I have been uh working in the public sector and have been hiring and recruiting government employees for
longer than I care to admit and Colin who was originally from the Chicago area and now lives in Daytona Beach Florida uh has been a city manager and has worked in and for govern governments his entire
career we also have several staff members that live across Ross the us including Florida we are a national firm and have conducted City and County Administrator searches all over the country uh some that are more specific
are in your neck of the woods uh we found the city manager in West Melbourne uh it was Scott Morgan uh who served from 2009 until he retired in 2022 we found the city manager in
Titusville Florida which was Scott lce uh we placed him in 2014 and I understand that he's retiring this year and we also uh placed the city manager uh Courtney Barker in Satellite
Beach uh in 2013 and is retiring this year um and and moving on excuse me uh for a job in the public sector uh We've also done searches in uh Melbourne uh Coco Beach
and we even did Cape Canaveral uh several years ago um and back in the day back in the day yes um one of the the uh things that we can offer you is a problem free search we've learned from the mistakes of our
competitors and a few of our own so that at this point our approach is Problem free and we have the extraordinary ability to find the right people for you and I say people because our goal is to have you interview five people all of whom would
do an outstanding job for you and we conduct what we call a turnkey search and we will certainly interact with your staff we will keep you fully informed but we'll do the search with minimal assistance from your
staff what separates us from the other firms is is our focus on on recruiting exclusively for top level positions in local government we've done this for cities counties and for Special Districts for client orientation we live
on our reputation all our advertisement is word of mouth so we need to ensure that you are satisfied our purpose is to get you candidates you want and deserve in reference to diversity we have a strong track record for finding highly qualified women in minority cand
CES generally 40% of our finalists are females and or minorities in response in in reference to responsiveness you'll have our cell phone numbers and we encourage you to call us anytime day or night our purpose
is to meet your needs we'll offer a tailor approach to suit to suit your needs whether that be with our recruitment brochure the skill set of your candidates or the final events and
interviews reliability we have never missed a project Milestone and we have never asked for more than the initially quoted price with thoroughness we conduct the best background checks in the
business you will know everything you will ever want to know about the candidates and you'll know it before you select your finalists client recognition once people see the quality of our work they use us again and again for example in Ron Oak
Virginia we help to hire their city manager their City attorney their Finance director their planning director and even their human resource director the bottom line is that we have the tremendous ability to find the right people for the job and will'll do it in
a timely and costeffective manner as far as our recruitment steps are concerned we will come to you we want to meet with the city council because we need to know you on a one-on-one basis good candidates want will want to
know who they'll be working for meeting with you individually will help us to create a recruitment brochure which is the key document in the recruiting effort the brochure needs to present your city in a positive light but it also has to present a fair and balanced
picture we can also assist in conducting a compensation study to help you agree on a salary range for your next city [Music] manager once the brochure is finalized we can start advertising we'll post the recruitment
brochure on our website and send the brochure to approximately 14,000 individuals on our email list serve we'll also post on LinkedIn with almost 10,000 subscribers we'll advertise on platforms with
municipalities and with government groups we will also make calls to several municipalities and individuals that we feel might be a good fit for the City of Cape canaval once the position is closed we'll review each candidate's resumés
and pick out uh eight to 10 of the best candidates that not only look good on paper but pass what we call the Colin or Scott test this simply ensures that these individuals know what they're
doing you will be given a lengthy and thorough report on each of these candidates these reports will include each candidates resume and cover letter references background checks along with social media news media and internet
research in fact the biggest complaint that we receive from our clients is that our reports are too long we want to ensure that these candidates do not have any skeletons in the closet and to be frank if a candidate has any serious issues we
simply won't recommend them now for the candidates references we do not just ask for their five best friends we tell them who we want to talk to in reference to background checks we
checked we checked criminal checks at the county state and federal level civil at the county and federal level we check credit and bankruptcy motor vehicle we verify education we verify employment
and we certainly look over their social media in the end you'll have the opportunity to select which candidates you'd like to interview and once that decision has been made we'll recommend that the counil see the candidates in three
settings first a social setting perhaps a reception uh the second is one-on-one interviews and finally Council interviews as far as selection we have a simple process that generally brings the
city council to a conclusion very quickly and in reference to the contract will assist in whatever way you desire the entire process is 90 days our listed price is all inclusive it includes creating a
recruitment brochure Outreach all advertising candidate reports that include extensive background checks our firms travel accommodations and the only additional expense the city will incur is bringing
the candidates to the city for interviews what we can promise you and guarantee is that we'll give you 12 25% not the mere 110% other firms proc promise our process is time tested and
Problem free and we will bring you great candidates who are fully voted Colin would you like to add anything okay I think that concludes uh our presentation I hope that was short enough okay uh thank you very much Mr Crim this is Anthony
gargany City attorney um let me hit you with a few questions um that the coun that the council um predetermined prior to the call um so question number one is who will head up the search for the City
of Cape canville that is a great question um Colin and I are going to share this responsibility uh so Colin and I will be the main project managers okay how many other employees
um of yours will be uh participating in this project for the City of Cape Canaveral what roles do they play absolutely so Colin and I of course will be the project managers we have Lenell Klein who is our VP of of
operations uh we also have several uh internet researchers and several reference note writers uh you could anticipate probably uh about 10 or 12 uh staff members working on this okay how many uh
ongoing currently I should say how many current ongoing city manager or County Manager searches do you have going on at this time and are any of those local um
Within um spec especially forar County yeah I'll answer that one Scott uh and excuse me I had my volume on mute a little earlier so I didn't get so when you asked the question if I had anything to add in I uh spoke but uh nobody heard
um right now we have no searches going on in bravard County uh most of our stuff is out of state uh and frankly we got a couple of Alaska we've got a couple in Florida um let's see we probably have
about uh seven or eight going on right now we do have a city auditor we're doing in Daytona Beach okay okay you indicated um I think Mr Crim that the timeline for the search is 90 days can can is does 90 days mean the
time your estimated the time from commencing the recruitment process in actually uh presenting a a final candidate to the city council right uh that 90 days uh starts
from when we start meeting with the council um and creating that recruitment brochure uh so it's 90 days total uh at by the end of 90 days you'll know who your next city manager was going to be
okay um you um also gave us some nice detail regarding your your background check process can you explain to the council the timing of the background process for example is it constantly
ongoing as you're searching for candidates is it does it occur at the end when you select finalist can you tell us the timing of that back background checks one of the unique aspects that our firm provides is that uh when I
mentioned that we're going to present to you eight to 10 candidates um all of those uh candidates will have their complete background work done uh again that will be um you know all of the reference checks all of the background
checks include including criminal and civil uh credit uh we want to make sure that uh when you're selecting which candidates you'd like to interview uh you will know everything about those candidates that you would ever want to know
um that way there's not going to be any surprises and uh you you can feel uh you can know that their work has been done and that these recommended candidates uh would be great fits for for your city
the short answer to your question is uh most of the background work occurs right after the uh closing date we'll do a little bit before if we see somebody that we really like that we don't know but by and LGE it's right after the
closing date and then it takes about four weeks and the important thing is you they are vetted before we actually present them so you know you you can take the candidates of the bank you'll know what you need to know about them before you make a selection and as Scott
said if there's problems there we're not going to present them okay um with respect to um recruiting candidates can you just elaborate a little further how you go about Gathering uh the candidates that
you want to present to the city council that you think will be a good fit for Cape canaro let me jump on that one Scott uh there's four basic sources of
candidates uh that we go to the first is uh Outreach you know we will compile list of to the cities uh and high quality candidates that we want to go after sometimes it's just the cities and we
call the candidates and if they're not interested we'll identify other candidates by asking who else would be interested um the Second Source is advertising we do get some of our strong candidates from advertising U icma fccma the the
standard trade press the third is our email list we have about 14,000 I think Scott may have mentioned this people on our email list they're all people that are interested in managing and frankly since we're so well established in
Florida uh I would say the majority of them are interested in coming to Florida if they're not already here and then the final source is uh past searches people that we presented before that we feel would be a good fit in Cape
Canal and do you use the personality assessment tools to gather those candidates we do not uh the reason is that uh whenever we use them in the past
it uh verified our judgment now we understand there are some firms that like to use personality assessments and if they need to do that to be effective in terms of who they present then so be it but
frankly our Effectiveness is based on our ability to read people and the tests do verify what we say so we don't see any point in spending your money or ours on assessment test
okay one of the um qualifications that is important to this city council is the possibility that the candidate a successful candidate will want to re reside within
the city of um cape canaval and how would you go about approaching that issue with the candidates Scott you take that one absolutely that's a great question um as
you know we get to know the the the council uh we'll get to know that their their qualifications uh their expectations and so as we're recruiting and and finding these potential candidates that is a question that we
can certainly ask of our candidates uh to ensure uh that you know they live within the city limits uh which uh which is a pretty easy and simple question to ask uh you know most city managers will
would comply with that um if that is the request of the council uh certainly if there were any other uh qualification that they that they would desire we can make that part of of our of our test
that that we use uh with our candidates and if I could just piggy back on that one of the elements in our brochure is whether or not a candidate is expected to establish residency in the community the brochures basically
designed to provide the candidates with all the information they would need to know to make decision on whether or not they would like to um be the cap Canal's city manager and that is obviously one of the elements they would want to know
about okay the last the last question on the list is um have you can you explain or can you give the council an indication whether you have recruited for any similar sized Beachside
communities like cape canaville other than you've already done Cape canaval once so not including that search you know we've done probably
125 City maybe 150 city manager searches in Florida we've done them up and down both Coast so I'm sure the answer to that is yes uh if you like I will follow up uh after we get done with our presentation and give you a list of the
cities that are similar in size in Florida that we recruited for and I would say I would also add that we've done it up and down the East Coast we' got Wilmington North Carolina right now and uh North Myrtle Beach um
for example where we're looking for city managers well um thank you for your responses and Mr Mayor I don't know if you you or any of the other council members have any questions you would like to ask this
candidate before we go on to the next I think those questions were very helpful thank you for for asking them and thank you Colin and Scott for your time to do that um if if the council does want to ask questions I think it' be prudent we get through all three or get through
them all and then um if they'd be willing perhaps we could Circle back if if needed for the sake of time sound good thank you so I don't know if c yeah I think we'd certainly be willing to kind of sit around by the
phones and wait for further questions if that's your desire that appears to be the desire so I would like thank you for U being available and we will let you know whether we have any question additional questions or not
okay well thank you for your time and the invitation okay we're excited thank you very much y thank you bye bye bye that went well clarify the the audio is coming through I think you signaled
that we we're up and rolling I got a confirmation told the sound the sound is good I don't know if we have a we video but we have sound in so that's wonderful yes I think they're hearing it from home as well so the next one uh the slaven
Consultants okay thank you get Mr slaven on the just while you're doing that for the uh he went about 10 minutes just to let you know which isy
um we're going okay Mr slaven can you hear me I sure can thank you okay you have mayor Morrison and the city council of Cape canaro listening in here on the Das so please uh good evening mayor and members of the
council I appreciate the opportunity to speak with you tonight um briefly uh slave and management Consultants is a company that has a strong specialty in local government um executive recruiting we've uh this particular company under
my name has been in business since 1998 I've been doing this work uh since the early 80s and the uh um and started uh my career in city government and then went to work in this recruiting business for the largest private sector
recruitment PR in the country or in the world I guess and that was corn fairy so I've been doing this a long time and in that time we've done a lot of Chief Executives both of cities and counties around the United States last I last I
counted we've placed more than 900 um uh Executives of which about 300 have been either city or county managers um our success record has been pretty uh uh um
strong uh We've um you may notice in our proposal we guarantee our work and if for any reason the person that you select from our work uh leaves within the first two years we'll redo the search for no additional fee we've had to honor that and in all these years
we've had to honor that commitment uh um three times uh once because somebody died another time because the um manager and U resigned within that two-year period but only only about two weeks
before that um and the third time um was for a performance issue which Council was willing to that particular Council was willing to work with the person I thought his performance was um so unexplainable and negative that I
strongly encouraged them to let him go they did and we replaced him um the uh my uh preference is to answer your questions rather than to talk about things that I'm not sure you're interested in and maybe by uh using that
format we'll get to what I might have said uh and answer to questions that you that you have but we're interested in this work we um we've got uh uh I don't know whether you folks know I know some of your staff folks know Susan Boer who
would be working with me on this she's well respected and well known around the State of Florida we and she does give us a presence in Florida Although our corporate offices are in Atlanta know and for that and that's maybe obvious our practice is National we've worked in
46 or maybe even now 47 of the 50 states and um it's to our advantage to be close to the airport here which uh is the largest in and the busiest in the world and from here we can get to to where we need to be um without almost always
without having to change planes and frequently with get to and from clients within the same day so I'm with your permission I'm going to be quiet and let you ask questions and I'll try to respond to them um okay this is Anthony um first
question is who will head up this search for the city of cap Aral me uh Barbara lium and Susan Bo Bor will be helping me with it I uh um just a
comment about that I left um city government uh to do recruiting not because I had to or in fact quite to the contrary I was asked pleaded with almost to stay uh but I wanted I had um a lot of experience in HR and this part of HR
is what I like the um uh and I since then I've been in uh I work for a corporation and I work in partnership with others uh in the in the past and each time I was put in the position of having to uh take over a executive
Search practice which would have left me managing the practice without without doing the work I that was not attractive to me so I have made decisions several times to continue to do the work I love it um I uh manage it uh I'm um we we
have good people working for us any one of them could do the work on their own um which I think is an advantage to our clients because if anything happened to one or the other of us the other one could do the work but longwinded answer I I would be the person to do it because I want to okay
how many other uh employees will be assigned to work on City of Cape canaval project uh bo Susan U Barbara uh and myself and our cleric uh we have an administrative uh person in the office and another individual whose primary
responsibility it is to do background work so uh but the answer to your question is the um I would be leading that the process don't anticipate any uh um visits to Cape canaval that didn't
include me that don't include me but the three of us Barbara uh Susan and myself would be the okay the one that are handling it how many um current ongoing city manager or County
Manager searches do you have um that's that's that's currently ongoing and then are any of those local including bravar County no uh and answer to your last part of your question none of them are as a matter of fact I don't think any of them are in Florida um we have submitted
a proposal to do work for um uh Titusville that proposal isn't even due to until tomorrow tomorrow I don't know uh I'm not um so that's the only thing I know of that would be uh oh we're doing and this isn't a city manager we're
doing a procurement director for Fort Meers uh for city managers we're doing one in um in Tennessee Spring Hill we're doing one in um well I guess that's that's the only city manager one we're doing we're doing a a utilities
executive director and hog executive director ser sech in different parts of the country okay oh I beg you one more there's a we're just beginning to do a search for city manager of Stack Bridge
Georgia so when you conduct your your executive searches for a city manager can you explain to the city council um the timeline that um you'll be working under as a you know as a guide and and what
happens yeah um first part of the pro well the process is designed to take 90 days from the U point in which the count the council approves a a recruitment profile which is in essence our authorization to begin the work and the
time that they're interviewing uh candidates um and it does take uh a little time startup time to get to the point where they have a a document that we're asking them to analyze and approve we come there we'll spend a day or two in the city want to tell certainly want
to talk with each of the members of the council and the mayor May protim uh oneon-one but then with their permission would like to talk with staff and actually anybody else any other stakeholder they think would be of value for us uh to talk with and what we're
trying to do is get a very clear idea of what the city council would be looking for in the next manager so that takes a couple or three days from that point we take the information we've garnered from that process um condense it into a recruitment profile draft and present it
to the uh Council for their approval usually that can take place uh uh um through uh email sometimes uh if um there's a a big difference in what the criteria of council is looking for um
might be then we would need to come back and talk with them and have them vote on but typically that that isn't the case uh so then from that point is uh 90 days uh till the time that uh a candidate uh would be uh um recruited vetted U uh
we have a meeting at about the 60-day mark to um meet with the council to discuss potential finalist candidates uh once we have that information we focus on on those folks that the council has expressed the strongest interest in and
we present well vetted uh well qualified folks usually about five to the council for um for interview now having said that uh we're in a very competitive environment so um we have been we've adjusted process a little bit to
accommodate the possibility of becoming very successful very early on and instead of establishing a final filing date which people have to wait for and during a date that we can't begin the screening process until uh we meet
that date we've been advertising these jobs and marketing them that will'll keep them open till filled and be watching the can the um resumes as they come in and if we feel we have a quantity of a sufficient quantity of
well-qualified candidates earlier than that 90 days we'll want to talk to you about U uh um visit narrowing the group having a meeting to narrow the group soon sooner and having the process finished within within the 90 days I wouldn't go beyond 90 days unless
something the city um requires that we do that uh we've never gone beyond the 90 days without um unless for some reason the client uh one recently there was an election
coming up and at the client's request we we postpone the final candidate uh interviews until after that election I think that put us off by two weeks when when you go about Gathering candidates can you explain to the
council a little bit about your process of gathering um potentially successful candidates for Cape canaro the um key is uh to determining how we recruit and how we uh screen and
how we develop these candidates is in that uh is the in information we Garner at the when we start the search that's critical to the process we uh once we know what we're looking for we uh use a rifle and go try to find it that's a
networking process we have and we have um contacts all over the United States uh and uh particularly with Susan boo on Bas now she has very uh wide um extensive experience in Florida and
knows almost anybody that you can ever we've I've ever whose name I've ever brought up to her she knows so uh we use um my knowledge her knowledge uh uh um Barbara's been the uh manager in Florida and uh an assistant manager in Florida
and she's a certified uh I mean a credentials um city manager with icma um so and we use our network of professional associations um and uh it's a networking process but it's also we also use the
shotgun we we do advertise and that advertising is is um um also tailored uh to meet your needs uh not just uh uh and a lot of times we find ourselves in a position where where some people are interested in jobs but they don't meet
the experience and well they might meet the experience and education requirements that you have but they uh their management style and Leadership characteristics are not what you're looking for so we're frequently in the position of having to tell those folks hang on there may be something in the near future but right now that you're
not right for our CLI looking for um it and we do a lot of uh of background work we use a professional association organization to do that and they're thorough but we check just about anything you can think of and the referencing is U um is pretty complete
we talked to folks who work with and for and have worked um alongside colleagues of candidates we also go we go back at least 10 years or three jobs um um and we've been our track record is
pretty good our average tenure for a local government of manager is about eight years the average is five that's something we're pretty proud of also proud of the fact that we have um you know I mentioned earlier we have not been in the situation we've had replace
folks on that warranties um except for the times that I mentioned uh and that's something we're pretty proud of and I'm also very part of theor we get a lot of business from from client from people who uh are have been clients before um
doing some work in Fort Meers now we certainly didn't place that manager there but we have place we have worked in Fort Meyers for a long period of time I don't know that we competed for this particular purchasing director job we might might have but uh it was a um it
was a phone call that caused that to happen and I didn't feel like we were competing with anybody so I think it was because they had that U they like the work that we did okay with regard to background screening can you um explain the timing of that
screening does it occur during the entire recruitment process does it occur at the end of the process when you're looking for successful candidates and secondly do you use personality assessments um the uh we do the
recruiting and screen uh based initially green based on the um what the candidates provide us in terms of their experience and uh interest in the job and and basic education and those types of of factors that they need that they
meet must meet minimums in order to be considered further after that once we've done that and we have um a group of folks that we feel we ought to be talking to the council about we have that meeting that I discussed where we want to talk about uh potential finalist
candidates and uh we'll know not as much as about those folks not as much as we ultimately will but we'll know enough about them to uh to feel pretty confident that uh um they'll pass the full battery of screening that we um ultimately will do
uh but the we don't do that uh in-depth screening on people until we know the council's interested in them it cost money it takes time and uh there's no sense in um in u spending that effort and money on people
that the council has no interest in so it's it's after that meeting that we really um um um do the in-depth background work and that usually takes about 10 to 12 10 10 to days to two weeks to do and I mentioned earlier we
do use a a professional uh firm to help us with that did do you use personality assessments oh we can arrange for that if you want um it's in the um I think it may be mentioned in the uh in The
Proposal as an as an add-on um we can arrange for it uh have done that um and uh it might cost a little more you know you you may have seen the way our fee structure our cost structure works there is a fee and then there is a
um expense budget for um for out of pocket expenses if you the council would like to have that done I would recommend that we do it on only the people that they're most interested in and it usually runs a couple of $300 or maybe
more to have it done and if that additional amount and it is optional and if that additional amount of money causes us to go over that not to exceed um budget we might have to ask for for Help U to pay that off for that is is
that something that you a personality assessment something that you recommend to your clients or not no and and it's not because they don't have space or confidence or think that they have got no value but the reality is uh and I've been doing this for so long
that I'm I'm more than convinced uh and reconvince and reconvince myself that uh past performance is going to end up be the predictor of future performance and if we know what we're looking for and uh find folks who meet the criteria and do careful screening of on them do a lot of
referencing on on them and determine that in fact there and more important at that point in the process than education and experience is is how not what they do but how they do it um and uh we'll check
into that and if what we're looking for is a style management style ability to accomplish um CH to meet challenges that might uh occur uh in Canaveral and uh um
uh have have experience in in um accomplishing uh goals and objectives that that uh are on the council's mind so I don't and I um I don't uh think that that that it adds a lot to it on uh
um there are times in Florida particularly where if that information is not uh able to be held confidential that candidates won't do it okay um City of Cape canaval is a um unique
town and this city council um has a desire to um consider um candidates that have a willingness to reside within the City of Cape canaval so can you um how do you how do
you determine whether or not um a candidate um would be compatible with that desire well um we ask them we tell them it's a requirement we tell and it's a in many cases it's uh non-negotiable requirement and if they're not willing
to go forward or to to agree to do it um then uh they're not candidates uh and I mean there's no sense in getting everybody excited about something if you know dur ahead of time it's not going to happen um that and it is not unusual for a council or a community to want the
manager to live in and Town um so you know there are all kinds of factors that influence that impact that issue if somebody is coming U um from a local U Community uh and would would and
could commute um then that person in essence might feel they don't have to move uh U however the requirement is still there and when that happens is it's it's usually because of some situation in their personal or family life that uh would keep them from being
able to move um as quickly as as you as somebody who's coming in from out of state or out of out of the area would um face frequently issues like um uh kids in school or um that's the primary one
that I can think of uh would cause them to want to say hey give give me until June or give me a certain amount of time to move in town but but there would be a commitment built into the employment agreement requiring them to move um the the last question is have you
done any recruitment for any similar siiz Beachside communities like the City of Cape canaville oh most likely um uh we just finished some work for well it's bigger um um Myrtle Beach
uh uh uh Georgetown U South Carolina which has some characteristics I don't think anything's like cape canaval it's very unique U um the uh I've worked for in Florida certainly the uh several of the beach towns in um Broward and day
Miami D um also again Venice um which that happens to be a job that's open now um so the answer is yes oh um um Alabama uh um um
I can't think of the name of it to save my life right now but the resort town in Alabama right next to Orange um I'll think of minute but that's definitely a very successful uh growing Beach Community that uh um it lives on tourism
and uh the um don't know why I can't think of it we did a utility director and city manager for them but it's a strong mayor community and don't know why I can't think of the name of it right now okay well well thank you Mr slaven those those were all the questions that we have at at this time
we have one more candidate that we need to interview but um would you be available um if the city council has any follow-up questions after we um interview the last candidate yes uh I keep my phone with me and okay going
downstairs to dinner but I otherwise be I'd welcome the call so okay well we'll let you know um whether we have any questions or not and and we we'd like to thank you for your time thank you Anthony I appreciate it and you folks have a good evening and good
luck on with us this is critical for you folks thank you thank you now bye doing okay I'm doing great I see you go right down to the next one bu through it yeah get we're g get through this yes
everybody else doing okay anybody else anybody need a break okay yeah I wish he didn't say that going downstairs to din so this next one will be strategic government resources sgr
and I believe our City attorney has a different way Zoom Linker and one correction on that little table I said that the replacement guarantee the last slave and does a two-year replacement guarantee if and
it's actually explicitly does say that so that's a typo on my part of their on page 10 of their um yeah proposal just so you know they were to leave for any reason so
pretty strong and sorry I missed that for h and this addon from sgrs the it looks like a sample packet for the city of Treasure Island is that that's it's very
nice for I can hear you can I just use can I just use your cell phone because the meeting ID is not being accepted e for e
e e e all right me uh let me try to call you back all right here we go e what that's s
yeah we're GNA have to e all right okay all right I'm going to put you on in front of the microphone and um and we'll go from there hold on one second okay so you're on the microphone
with the council and the way we're approaching this is you we like to have you give an introduction regarding your your firm for about 5 minutes or so and then I have a list of about questions that I will um I will ask you um so you
can go ahead and again thank you very very much for your patience we've had some technology Gremlins tonight and haven't been able to do this as quickly as we expected so um you can begin now Mr Thomas L of problem thank you thank
you thank you so much I appreciate it and uh mayor Morrison and uh council members there as well we uh apologize I'm sorry that as as Anthony said the Gremlins of internets certainly plagued everyone tonight so hopefully you can hear me though is that is everybody okay at your
end yes we are yep excellent great thank you so much great well we certainly appreciate the opportunity when Anthony reached out to me and indicated that uh you were anous to get a proposal we were pleased and honored to to get something back to him for your consideration I
understand that you had a chance to hopefully see that and then I've also sent to Anthony a copy of a PowerPoint that kind of walks through a little bit of our process uh given the fact that we don't have a lot of time tonight I I won't I won't go through that in great
detail but I will try to highlight maybe some distinguishing factors I know you're considering multiple firms tonight so let me try to just kind of focus a little bit about why I think sgr can best help serve your needs and the needs of your community as you go through what arguably is one of the most
if not the most important decision you make as a council and that is appointing your manager um so by means of background um many of you know me uh through my work that I have done with your community starting a few years ago with working on your strategic planning
process and working with your staff and then also working on a community revisioning process so I certainly have a sense of understanding and operational issues and and some of the challenges you're facing obviously we did not do this last year I know there was a decision to kind of hold back on that in
in 2024 but certainly my previous work with you as individual council members but also as uh knowing your community and knowing your staff I think gives us some insight um just as an overview just as a sense of understanding s strr has uh been in
this space since 1999 um we are involved in a variety of functions and I think that the issue that makes us different than some other firms that are simply involved in recruitment is that we really are a full service firm so above and beyond that we
are certainly one of the largest public sector executive recruitment firms in the country uh but as you know we also are involved in strategic visioning and working with councils on servant leadership and strategic planning and and visioning sessions and also governance type workshops and things of
that nature uh we train probably close to a thousand government employees in the course of a month on terms of online and onsite tych training we do a lot of interim development U and interim management for communities that may not necessarily have someone to fill a slot and either city manager or department
head position we also do embedded services for small communities may only need like a HR director for a couple couple days at a week as opposed to a full-time type position um we do a lot of Assessments and other management consulting and services and we also run
a strategic foresight program in partnership with icma called uh Alliance for Innovation uh where we have close to 2,000 communities across the country of varying sizes where we undertake strategic foresight and futuristic type training programs and Analysis to help
those communities be best through uh to understand their their operations and how they best position for the future um so with that as a background I I I say that in the sense that we are very much involved in local government Beyond just the recruitment space and as a result I think that makes us better
recruiters because we're constantly involved in local government operations in addition to running our own State and national uh conferences events we just finished our annual Serv leadership conference in Dallas about three weeks ago um you most of you know me uh in the
background I I served in uh various local government capacities uh for over 35 years in Maryland Michigan and here in Florida um my last position was with the City of Lakeland Florida and I um I hired sgr when I was city manager there to assist me in several recruitments
that I was doing I had three different department heads who were either retiring or moving on to other opportunities and the principal of the firm Ron holifield who was a former city manager as well uh he and I kind of clicked and I got I was impressed as a client um and and also was impressed
looking at the quality of the people that they brought to us for those various recruitments and that led to Ron and I becoming closer just understanding kind of the future of the profession and where the business was going and so I make the best commercial for sgr actually Ron convinced me to take an
early retirement and join Sr on a full-time basis and I uh have been doing that now for getting close to 10 years so I'm involved in executive recruitment about a third of the time for positions similar to we're talking about tonight uh but also spend as you know a lot of time working with councils on strategic
visioning strategic planning um Council governance governance type workshops uh Council manager relationships servant leadership training things like that and the other piece of the time that I'm involved this is largely involved with State national conferences and speaking engagements about kind of best management practices I'm technically
about once a month in some some local talking about Trends and issues and challenges I know I've met several of you at several of the Florida Le cities conference hopefully you had a chance to see some of those presentations as well so I want to highlight the fact that um since I've been with sgr for 10 years we
have really grown the Florida marketplace although I've got clients across the country um I really could not keep up with all the work that was happening in Florida so I recently just brought on board two other people friends and colleagues of mine uh to assist in some of the work that we have been doing here in the Sunshine State um
so one of the candidates or one of the people that I want to have introduce himself next to you and that you've got a background slide as well is Michael seore um Michael and I go back way back to our years in Michigan we're both managers up in in the Wolverine state um we've stayed in touch
throughout the years and um Michael uh recently retired from a position in party Bill South Carolina but still maintains a residence in Fernadina Beach so I'm gonna let Michael just introduce himself briefly so you get a chance to hear him as well and then we'll talk a little bit about some other distinc
factors of why I think SDR can help you at that point so Micha yes thanks Doug good evening I know it's been a long evening I know technology difficult I can't remember how many times between our uh Peg Channel and Facebook and and website the audio doesn't work and the
video doesn't work so I appreciate uh I I I I can and SYM quickly about me I've done uh my one minute elevator speech I've got 38 plus years in local government I started at the ripe old age of 22 years old in a small village in
Ohio I've worked in Michigan Florida uh experience and to Beach Florida because I know how important Beach Community tourist Community uh hurricane preparedness Community as well as Paca Florida and my last job was cville South
Carolina which when I was there was the fastest growing city in South Carolina I started I chose that because they have their executive recruiters are almost all retired City manag so they understand the the need needs of the community understand the needs of the
job the challenges and the opportunities so I'm thrilled to come work and understand that and you and you all understand being uh the mayor and counsel that one of your most important jobs hire uh your CEO your your your person that's can hopefully Implement
your vision we are standing ready to do that and with our strong team we hopefully are selected and we will uh hopefully assist you in finding the best candidate thank you Michael um so my sense is I I'm certainly aware you've got two other
search firms that we certainly are familiar with as well all of us kind of operate in the space and so our backgrounds and processes are are similar in terms of meeting with you and meeting with your your personnel and your stakeholders and Le Union leadership if necessary and any other groups you want to do um but I want to
kind of distinguish a little bit about why I think that Sr brings some things to the table that maybe your other firms don't necessarily do to the same extent that we do um you know clearly I think we've got to leg up in the sense of working with you fairly closely and understanding kind of the nuances and the direction and the vision and the
challenges you face from the the strategic planning and visioning work that we've done but above and beyond that we want to talk a little bit about why SDR helps in terms of recognizing and bringing what we call passive candidates uh ever since Co has hit um
it's been a very challenging operating environment for recruitment firms uh we used to be able to get a lot of candus right off the bat by simply kind of throwing throwing the N Out wide and those folks who come to us I will tell you now in the 10 years that I've been working on a full-time basis with spr uh
recruitment is more of a challenge now um there's not a time where we're not actually going out and reaching out to candet that have been in previous searches uh using uh metrics and processes like rocket launch and and efforts on uh LinkedIn uh to help
identify prospective candidats who are not necessarily looking for the next jobs we can find them we call them passive candidates um we also were actively involved in a pretty extensive social media marketing program and how we Market those positions but above and beyond that we have candidates that have
actually signed up as a large firm have signed up for job alerts so presently we have over 5,000 uh candidates that are looking for getting advanced notice of of city and county manager and assistant manager typee positions so they get direct blast
about every research that we're doing so if they're not necessarily looking at a job ad they'll get something from us and those go out every Friday um so those are another reach that we have above and beyond them I don't know if any of you continue or maybe have signed up we have
a program called our ten update on leadership and and Innovation that goes out to over 35,000 folks in the across the country where we talk about items and issues that we think are of interest to local governments but above and beyond that lists on a rotating bases
the ongoing searches that are taking place so once again many people will see our searches through that process and not even be aware of that there's an opportunity to apply until they've seen that and so that's another way of which we reach out our to connect with our our candidates um strr has one of the
largest um websites and job Awards in the country our website currently gets over 20,000 local government visitors per month then we have a separate job board that we list not in yourselves but many of the clients we work with that we do servic this as well we stra their websites to identify opportuni so that
attracts another 16,000 visitors typically per month um and any given time we have you know close to a couple thousand jobs listed between those different positions so there's a lot of Outreach that takes place there um we are also involved we have close to 20,000 folks that are involved in and
followers under LinkedIn program so all those efforts are pretty significant in terms of reaching out and finding candidates um we also uh have formal partnership with a number of state and National organizations uh that help us also reaching the demographics that
might not otherwise be always represented in local government uh we currently collaborate with the leagan woman in government the alliance for Innovation that I mentioned earlier the local government Hispanic Network and the national forum for black public administrators and we're very pleased
that close to a third of our candidates um in last year uh or or represented femals and very close to that also repr Ed persons to col so we do really try to get a good sense and a diverse candidate pool for your consideration um the other piece that I
want to emphasize is different with us is that as you all know I'm very actively involved here in the State of Florida as is now Mike um we actually have a formal partnership with fccma for managers in transition these are managers that are find themselves out of
a position so we actually provide specialized services and programs to them the only one of the in the the phon have that type of relationship um annually at the annual fccma conference I do um resume reviews I'm always in touch with candidates emerging
candidates new candidates and and Folks at different stages in their career um and helping them uh review the resumés and getting them kind of into the system and into the process uh I mentioned earlier I'm a regular speaker at various conferences events not only here in the state but elsewhere and then typically
I've also have served on the membership committee for fccma um ever since I've joined SG are because that keeps me in touch with new members coming into the organization and assisting uh you know emerging leaders as we're going forther we also are a corporate member of business watch and
we have traditionally served as a a policy Committee Member on behalf of business watch with Florida cities and then above and beyond that fccma has a group called the center for Florida local government Excellence which is supported by a number of local government agencies we are one of only a
few corporate sponsors there and that also uh we are also regular presenters and speakers and in general that represents uh we have close to 450 local governments that we work with across the country 37 different states and uh we
actually feel we've got a very very strong presence to move forward to to help recruit candidates in addition to our strong presence here in the State of Florida so I know uh you've got some background information on some of the searches that I've identified both recent of city manager type searches
that I have personally done so I'll give you a snapshot across the country that's a space that I operate in regularly but I've also given you a list of just Recent research recruitments that I've been doing just here in the State of Florida for a number of communities um that for department head positions in
addition to obviously City leadership positions and um I will stop there and get a chance to address whatever questions you may have unless there's anything else you would like to add Michael okay let me uh jump in and start with the questions um I have about eight
eight or nine of them first question is who will head up this search for the City of Cape canav so as I mentioned earlier I I'll Michael and I will team on this one project um as I said we just recently brought on Michael he's shadowing me came on kind of mid mid uh mid search on
a search that we're presently doing up in Northeast Florida but he's not been through the entirety of a search so you will see myself and Michael at all your meetings and coordinating your your activities here okay how many um other employees uh do you expect to be working
on this city of Cape canaval project so yeah sure so obviously uh the recruiters would be Michael and myself so we would be the face of this search we we would have you'd have our phone numbers and cell numbers and we we would
be the on you be interfacing on a day-to-day basis throughout the effort uh beyond that there probably is close to 10 to 12 folks um Within SDR that would be providing other services those would incorporate the recruitment coordinator that works with me we have folks that do video interviews and
coordinate that work uh we have folks that do our media search that are involved with that we have the our our team that is involved with helping to develop the actual the graphics and the layout of the position profile brochure um then there's obviously folks that are involved in Billing and back office
operations and then we have folks that are involved in the criminal credit history and legal research and the reference check type activities so approximately 12 people but all that is kind of behind the scenes our your contact would be with myself and Michael okay um how many current uh city manager
or County Manager searches do you have going on right now and are any of them local specifically Bard County that's an interesting effort because we probably have about 24 searches in total not all those are city
manager type positions um but in terms of actual city manager ones we would have um Michael and I are working on Palm Coast right now obviously much larger Community up uh in fer County um water Florida one of my other colleagues
I just recently brought on board Kevin canson is running that one um I am going to be launching Dundee fairly shortly um and those are all city manager ones but at any given time you know we probably have 20 or so searches that are currently open but as you probably would
Envision searches run typically about a 90-day window so there's searches that aren't currently open but are are being run you know by other by recruiters or myself uh that are either in semi-finalist or finalist or getting prepared for actual interview processes but in terms of actual city manager
positions right now pal Coast dundy is about to open Edgewater is currently open um and um I'm running a it's not a city manager search but it's a fairly comparable it's a Lake Region Lakes Management District executive director
type position or District management position special special district here in po County um so those are the ones that be kind of currently uh that are on the website available for opening in city man okay um you've touched upon this a little bit but can you just um
summarize how you would go about um Gathering uh potential successful candidates for the City of Cape Canal sure so it starts with us first and foremost understanding what you're looking for every Community is different every Community has its own challenges
and issues um we would be meeting with all of you as elected officials we typically meet with all the direct reports to the manager You' meet with whatever Community stakeholders you want maybe other boards and commissions whatever that looks like some of our communities have had Town Hall meetings where we've accepted feedback and
facilitated a meeting to get feedback from the community about what they see as challenges and issues and what they might be looking for as a member you know as as the new manager uh we we view uh whoever is ultimately selected for this position has to navigate kind of
three different buckets if you will one is they've got to click with you as elected officials the second thing they've got to click and and be comfortable in understanding the culture and the DNA of the organization and the third and equally important is being able to navigate your community and and the E and flow and the DNA and the
fabric of your community so our Outreach starts there so once we do that um that develops into a brochure that we Market the position but that gives us a clear understanding of what you're looking for from there I talked a little bit about our social media marketing and our
programs and efforts that we do to reach passive candidates you probably saw in the material I've got that I sent to you as a PowerPoint we have consistently found that although we'll recommend you'll advertise in state no local and Regional type uh Publications and
organizations we have typically found that two-thirds of the candidates that are selected by our clients that are semi-finalist and then obviously out of that group become finalist have applied to the position through something they've seen through SDR either through an Outreach an email blast whatever that whatever that
mechanism might be and so that's one of the things that I think we really bring to the table that is really strong with SDR uh because that's a consistent two-thirds of the candidates I've heard about this position and applied as a result of something we've done the other the other groups are going to get you 10
or 15% equally in terms of state or national or referrals to come forward so I talked a little bit about the work and the research we do the job blast the 10 and 10 the LinkedIn the all the other work and then above and beyond that I will tell you that topically I for in
today's day and age um we have several thousand people that are in in searches in past or present that have been anbr system we look at what you're looking for in terms of size and Dynamics and the types of challenges you got and then that helps us identify cands that have been in other searches that are in our
network if you will and there's not a search that I'm not sending significant emails out to people in those networks so make sure they're aware of the position and then above and beyond that all of us as recruiters U meet on a monthly basis and we talk about challenging searches we talk about what we're working on so it's not just my
network or SD's Network it's also all the other po of 20 or 24 uh recruiters that we work with us in various capacities we tap into those networks to help us Market positions as well okay and the timeline can you um just kind of
go over that again I think you said proximately 90 days but what what's the timeline for um hopefully completing a successful uh search sure that that 90day window is really uh that that window is from the time where the the city gives us the
green light to actually launch the position so the brochure has been drafted it's been reviewed and approved the language is all set you're ready to go and we and then hit go so that first 30 days is typically what we use to market the position and then um typically week to 10 days after that
period uh we're back working with your governing body to triage the candidates um from there they are selected into semifinalist uh those semi-finalists are involved with answering a fairly detailed questionnaire we start some additional background work on them we
also have them participate typically in three to four pre-recorded interview questions and then we allow the candidates to have a chance to do that work we bundle together we shoot it back to the city give your commission or Council excuse me have a chance to review that material then they ultimately out of that group
will assist you in selecting typically three to five folks that would be invited as finalists uh and at that point then the last kind of the last part of that 90-day window is having those candidates complete criminal history credit background work uh there may be assessments and processes that
we're going to be involved with and getting them together and working with you and and with with other committees and staff to organize the onel interview so generally about 90 days um I will tell you that in some cases because of the challenging Marketplace that we're in or sometimes you don't have the
ability to fill a slot or you need have an ability or need to fill a slot sooner than later we we've uh We've posted periods and perhaps closed them after we've developed a um an adequate and and comprehensive pool that we think there are quality candidates to consider from
um so we can speed that process up uh earlier there's always trade-offs on that uh you know in the process but typically a 90-day window for the time we launch the jobs time you're interviewing un is a realistic window subject to everybody's schedules and availability and and can you just
reiterate where in the process in your process do the background checks occur and do you um conduct personality assessments as part of the background screening sure so um that's a multi-part
answer Anthony um if you describe the if you look at a search process and you're trying to uh evaluate wa where you want to spend most of your money we describe it as kind of a funnel so at the front end when we advertise the position and candidates are coming in what we're going to do is we're going to know a
little about a lot of folks but many of those folks we may know more about because they've been those searches that may have been a semi-finalist or a finalist or we may know them personally or professionally through our own our own you know professional networks and City management so before we triage we're always doing some initial screening uh we're looking at their
resumés if there's been transitions or job searching you know we always do that back ground work ahead of time to get a sense of what's Happening we typically are talking to candidats that we think might be good candidats but we want to understand kind of what's going on or why they may have vacate the position if it's unclear you know from their resume
so at the front end we do a little of that work um to evaluate folks and then when we triage folks with you and you ultimately decide to select your semifinalist we move into kind of the middle phase of the that final if you will at that point um they're going to
respond to a fairly detailed questionnaire and we're going to ask them about anything their background or issue that might be a concern or controversy for a future employer so we're going to give them a chance to address that um we also start with a Alexus Nexus search at that stage of our
semi finalist which is a database uh that will give us a kind of a highle screen Beyond this that you typically see in a Google search um and then um as the finalists are ultimately selected we go deeper at that stage at that point we're doing a full-blown what we call a
stage two media search where we've got folks that are losing all the search engines looking at social media doing all that evaluation as well um we also are doing criminal history credit and background checks and legal searches to make sure there all the databases are checked there's nothing there if they're in lawsuits or leans anything of that
nature comes forward and then at the finalist level we're also doing what we call 360 um evaluations in terms of references and our references require typically about eight references current and previous supervisors current and previous subordinates current and
previous peers and current and previous other folks that can give us a roundabout uh Insight on the candidate so we're looking for you know a 360 evaluation and at that point we also use an automated system where the we know if a reference has participated in the
reference check but it's done through a link and um we find in today's day and age we get a tremendous amount of detail because the anonymity of the candidate respondents to those reference checks are guaranteed and so they often will
provide us with much more detailed Insight than what you could get with a typical phone call where they'll say yes they worked here yes we'd rehire them yes these are the dates of employment we're such a litigate society that many of those we don't get a whole lot of information and we could show you
examples of some of those those detailed reference decks I I wasn't doubting Thomas but I've really became a fan because we get so much more out of those so they in response it really happens at various stages Anthony and then all culminates you know under the full-blown process by the time you're getting close
to your identic your finals okay um next question is this this city council um has expressed a desire to um possibly hire a candidate that would like to live in the city of Cape canaval how would
you go about approaching the search uh knowing that that may be the city council's preference sure so typically when we're meeting with you at the front end and meeting with all the elected officials and getting the background on the position uh first question we normally ask is is there a charter requirement on
residency or not or if there is not a charter request requirement is there a desire Charter requirement it's a not it's a nonissue uh that's that's put in the brochure to say you know within 60 days or 90 days or whatever your language indicates uh is required so that's you know we just are up front with our candal so they know what's
going on but if by chance it's not a a requirement of your Charter um but is desired we state that as well so the candidates when they're looking at the background of the brochure that's the lens in which they're evaluating whether they they think that they'd be interested in this position so we want to be upfront with a cand say if
residency isn't required but is desired um that can be part of that process uh I will tell you I've negotiated you know hundreds of employment agreements not only as a city manager but certainly as a recruiter with sgr and uh there's ways to incentivize that in terms of
relocation packages and assistance and things like that so um you know that's something that as as a community similar to you that's kind of it by itself so to speak I know you've got some communities around you um it's more of a factor in a metro area where you've got trailing spouses and considerations and housing
cost may be of concern um that's where that becomes a concern but many times for community of your size uh a good portion of our communities require uh residency anyway so we just kind of are up front and explaining what it is and uh that way a candidate knows at day one whether it's desired or required and
then whoever you Tim select would know that coming into the process okay and the last question is as you know very well the City of Cape canaro is a very unique and special beefside Community um have you um recruited uh for the city
manager position or County manager position and a actually City position a similar uh similar city um anywhere else in the country oh yeah most certainly um you know just in terms of I mean I think we gave you the issue we completed the Treasure Island search just this last
year um they were decimated ironically by you know hurricane Milton when it came through uh new smna beach is another city manager we're up on Palm Coast right now although I didn't do the search for the city manager for Fernadina Beach Dale Martin who used to be the city of Andrew there Dale and I
have known each other for a long time from our years in Michigan I recruited for multiple department head positions there um similar effort I've recruited for department head positions in Flagler Beach uh and also uh lead Department had positions in Fort waterdale and then I
also uh last year did a recruitment for a similar beach side up in Pensacola Beach uh the Santa Rosa Island Authority executive director uh which Services basically um the operational aspect on Pensacola Beach even though it's part of the county it's not part of the city so
very very familiar with uh recruiting and the unique Dynamics in Beachside communities um so those would be a handful and then obviously uh I've been in Florida since 2003 and we understand the unique dynamics of dealing with storms and FEMA and all the other stuff that comes with that as well okay okay
well thank you very much for um your patience uh today um at this point this the city council um would like to thank you first first and foremost and then um would you be available if the council has any follow-up questions um if we
call you um we would let you know whether or not um you know there'll be any follow-up questions um you know but that the council would like to um you know discuss this and then um they may we may contact you again would you be available oh certainly by me Anthony you
got my number you know how to catch me if there's a question and um we we'll stand by if if needed okay okay well thank thank you very much again great we appreciate it thank you so much I'm I appreciate the opportunity know night for you and hopefully I've been able to address your questions and
I just want to close that we we' obviously we've enjoyed the relationship we've had with the city and would' love to be able to continue in this next capacity if if that's your desire so thank you so much okay thank you thank you and thank you sir appreciate you
getting through that um that was thank you all for for your patience but we got through it and we were able to AUD I was at least able to hear let's take a a recess here um 5 10 minutes reconvene and uh obviously need to keep an eye on
the clock so it's :35 try to be back 4 8:45 or if we're all back in five we can start then too so thank you e e e e
e e e e e e e e e e
e e we've been on the whole through the whole three and um it was interesting what it took this week about tomorrow whenever you're ready to just we're going to give you good briefing
okay ready to go alrighty it is 8:45 p.m. we are reconvening call the meeting back to order for our special city council meeting here City Hall council chambers just had the
opportunity to go through uh three telephone uh interview uh brief overviews of the the three uh firms uh and provided a a standard set of
questions um that we all got to listen through again thank you our City attorney for facilitating that um at this point we are yes like I said uh 8:45 so Council um
well before we come back here I just want to City attorney is there anything after that that you need to address with the city as far as um next steps I think we know the
decision what yeah I think as it stated in the agenda I'm stuff's requesting that um the city council select one of the firms and authorize um myself and in the term city manager to finalize a retainer agreement have it executed and um get the ball rolling so the council
can begin the recruitment process so you have three um qualified candidates before you again we just asked that you know hopefully you can select one of them um to be your next uh city manager recruiter and go from
there okay thank you and um all right Council uh the questions just to to I mean that I don't want to go through every single one of them but I guess a few of them that that jumped out out of out of the questions um so it sounds like you know
who it was the people we were speaking with in addition to a team that team ranged from 10 to 12 uh with with basing or and sgr and I think roughly five is what I heard with
with slaven and but the core team is a couple people in in all scenarios with supporting staff uh ongoing very minimal for for really all of them I think maybe one or two for each
um time frame 90 days pretty much seem to be across the board uh and as far as the the background and timing of that check uh I think we
heard that was one that was maybe different what what did we hear there that and Council M Willis this was your question I think was there a notable difference between was it
sgr on when they conduct that background search it it sounded to me like sgr waited a little later in the process mhm um the Colin I'm I'm going to mess up the name
yeah Ben beniger um seemed to make it more of an ongoing thing and slaven was it appeared or what I heard seemed to be that it was something that they
didn't just do at one point but continuously we doing that um as far as that question it seemed to me that uh Collinger and beniger were the
uh more efficient in that part of it anyway thank you uh as far as they how they go about it I mean that we heard some summaries of it but I think you know page each of the proposals would detail
that I know it was page 15 for SDR answered some of that um ality assessments none of them done it but I did notice sgr will do it if if needed they mentioned the dis assessment for a
fee for a yep for an additional fee residency didn't um didn't Collinger Collins and bensinger mentioned that they could do it it wasn't their practice to do it but they could do it and I would imagine slaven could do it
if we really wanted it mhm yeah there I think standard tests uh and you what else as far as those standard questions I just wanted to Mr Mayor
yes yes council member Jackson well it dawned on me while I was listening to each one talk about those background checks the types of checks they're doing are so extensive because because they're doing social media and all of that it makes sense to me that they're not
engaged at the very beginning of the process with the entire background check because they would weed out those candidates before they got to those finalist stages I saw that in um the sgr and it makes total sense because the
cost of running a full background check on everyone including the time for social media invest investigation would increase that cost so much so I think it's um very important like council
member Willis says that those finalists are done before they get to us but I don't see it as a negative if they're not done in the first phase of you know Gathering these candidates because they would definitely be doing the ones that
are not going to increase the cost or else it would increase the cost to us but it's it's a fixed price it is an increase in the cost well no but I'm saying overall as a business right if if they started doing social
media searches on the first phase of background checks for every single candidate that they got that would end up being an increased cost to do it so to me it's efficient that they're not doing the full background searches with
social media and stuff where it takes a lot of time to dig into it but having it before we get it is important I would think but if it doesn't cost us let's take advantage of the
earliest I mean Everything is Everything is a fixed bid well I for the other things that are they're adding into it or or suggesting do you want fries with that order yeah and to me if it's in Phase One or phase two that doesn't matter because all
three of them said that they would give us qualified candidates and weed those ones out that are not right um so then they would give us that full background check on the finalist so it just makes sense to me with what I heard after I
heard it from them um for me that's just my feedback yeah I I certainly understand I think at the end of the when you're looking at that one thing you know the earlier the better right but at the same time you know the there's other things
is if you did screening really early on backgrounds maybe it's it's more efficient but if if you want to see a minimum amount of candidates right another firm might move a little quicker but they're going to cast a wider net um
yeah I think we are we have three very qualified firms um the the charter was mentioned in regards to the res presidency I just wanted to note that really you know the charter
States a few sentences there but the one that that jumps out is the city manager shall be chosen on the basis of executive and administrative qualifications so you know that's that's when you unpack that a
little bit I think we just need to go in with with that piece on qualif they will bring us qualified candidates well qualified that's one of the the defining statements in the Charter Plus anything else that we add on and and we think is
is essential and sgr made a statement that I thought was interesting as well because I had not thought of this and our City attorney may we want to weigh in because they said you know if it's not in the city Charter that we require
them to live here in the city then it is an we desire it but desire Desiring and requiring are two different things so we could go through the whole thing and then still not be located within our city am I
correct Anthony well you can turn that desire into a contractual term okay so it' be negotiated and put into the contract it would be just as binding perfect thank you yeah and a condition I mean that we' talked about have to live
Dr Robert's email elaborated a little bit about this and I think that one of the biggest Lessons Learned is that exact topic it is uh and thought about this a little bit is you know they're coming just say from
out of state we love the candidate just overwhelming support City everyone five stars coming in supply of housing we know is what it is but the circumstance that happened last time was reasonable time was given
I think and just decision was made outside of the city well how do we prevent that because there's some legitimate Who Who Are You recruiting do they have a family of four or five and three dogs or do you know is it a single
person who who can take a small studio and and be happy and you know love outside Cape Canaveral but to to to give somebody I think a a reasonable time that the council could
could state in the agreement as we said make it a condition at you know within a couple of years right if they have not moved here yet right we we or put an automatic review in where you have like you're going out to Bid And if they're
doing a great job and they don't live here maybe we're happy and uh but if it's something that we think would really you know be fruitful those are some things I think we can we can state so we don't get wrapped around the ey Max on you know
immediate um I think the sooner the better how can we put it in the agreement that that sort of rewards that council member Willis well as I said earlier I mean Anthony can write into the contract anything we want and it
would be binding uh in my mind just as much as if the charter said it um we can require them to live here or move here within a certain period MH and once somebody is bought or moved here
committed to living here that that pretty much helps with that contractural uh requirement to be here I mean they're not they're not going to buy here and then move you know at the end of a year
they're they're going to lose money so you know I think I think the contract can help us fulfill a lot of the things we're hearing from the public and if if they can't find a place within the
city then a radius of maybe 10 miles you know that puts them on mered island maybe in Coco or we can do it five miles is it our desire to at least put as May pent was saying earlier that
plus bonus ideal at a minimum in the advertisement whoever we select that that's a major condition I think that we we value that it would it would be our desire at least to have them live here with us
um you know and we'll certainly Wordsmith it or they will Wordsmith our intent um to get the proper people I mean the reality is is a 1 hour
radius beyond that I guess theoretically people could drive two hours to work every day but it's so rare uh and and I think one hour they're the chances of them living in Bard county is going to be extremely high right yeah but I think
living within our city gives is going to give the city manager the vested interest that they would have by being a member of our community and to me that is what makes it become important important um not
only for our citizens who have expressed that but when you have people that are here and they care about this island and they care about their Community I think it makes a difference when you're making decisions that will impact you making
recommendations it is a difference um thank y'all for for for working through that I think we all know that that's not the end all be all but it certainly it sounds like valued
and desired for obvious it solves a lot of the other I think issues and concerns uh as again Dr Roberts wrote very nicely you know the things that are important to the council that fixes it council member Willis yeah um you know I
I would love for the the candidate to live here in Cape canab move here uh but just to throw an an opposing view out there just look at it the other side of it we all get a lot of things asked of
us as council members in our neighborhoods from our neighbors imagine the city manager with some issues like we've had recently getting all kinds of grief from people down the street
somebody riding by whatever hopefully hopefully our our residents wouldn't do anything UNT uh but be re respectful of the position and living in the community so
it would just that would have to be expected so you know just that would be a concern for somebody I could see you know just oh yeah it's it's I think a
balance forers city managers for 20 years interested to hear his experience I'm sure he got some morning and late night calls uh and I yeah I I think it's uh there's pros and cons to both my
pulse on the community is what I'm is absolutely and so how can we give ourselves the best position chance to make that happen the last Council got really close that's what I learned and felt like they had it and maybe it was just a
issue that we can not make that same misstep not misstep excuse me but blind spot I guess well those are contractual things that we can we can work through in the interum but as far as picking a
search firm I think the the more eyeballs and hands on keys and working towards finding somebody that we can get for the same dollars is going to be more
beneficial to us now I'm sure I'm sure all three firms are good and will bring us good candidates but I think the more people they have working on it the more things will move if you've got just a
few people working on uh an issue or trying to find the right person they're going to be distracted they're going to have anything's pulling at them so you know that that to me somebody that's going to have 10 or
12 people working on this maybe not all full-time but uh that that seems more efficient to me yeah and I'm glad you brought that up I thought the question was good when I went to the slave in management uh proposal that was I think
from the the 18th what did I do with that um there was a breakdown of hours uh and so the answer he provided I think I counted I think he's said I don't even know if he said a number I was sort of counting five he named five people was
it five okay um if somebody knows the page it was a higher number 13 and it was 200 something hours of 22 hours which is really people's one thing
but everybody spends you know five minutes so 52 across how many people I can't people were um 81 81
total well that's consultant hours that is not people one project manager one consultant okay so and I and I think maybe two or three supporting roles is how we got to the five but did the other proposals address
answer an hour so we get 12 to 15 it 12 to 15 it takes What It Takes or 10 to 12 yeah and Mr Mayor one thing that kind of throws a monkey wrench when you start looking at those hours and the number of people is
like with the sgrh they're heavily utilizing technology for their search and if you look in the section that looks like this talks about all of the different channels that
they're using um for social social media U marketing of the position um 54% growth in The Last 5 Years to uh implacement in those manners it look
there looks like they're using Twitter Facebook LinkedIn and Pinterest and I don't know what the little camera is unless that's something like like Instagram or one of those yeah so when you look at that that is taking algorithms and things like
that to get your message out as well as whatever number of Consultants they've put in to theirs and the other two that I looked at I didn't see their social media marking I'm sure they have one but it wasn't outlined this way um but this
these percentages are um interesting because 84% of organizations are looking through you recruiting on social media and our we always have said that I've heard at the city here that we need
to look at our young staff and ensure that we can get to those people and that young staff looks on social media so this was a very interesting slide with the numbers in my opinion
thank you yeah that that that is true times have changed and and where people are looking online is a is a big opportunity May for Tim uh yes um I all three of the companies are very um
capable I I um have a couple things the colon um baser um I like the fact that it's a fixed fee I like the fact that he's from Daytona Beach um the question I had for this company
is it's what's important to me and I think the citizens of and residents here at this um city is is engagement Community engagement and their input on um you know how we or what they're
looking for in a city manager um it shows in his in the basers the community engagement is meet and greet for the finalist and comp and community outreach um I like what um CGR said
about a town hall um I at the beginning of the process you know um I think the community engagement is really important I'm sure that you know it's negotiable with the other company too
um and then for were slaven um his it said in community engagement a council driven process some Community input I think Community input is really
important um I like the fact that sgr has um like I said before knows us knows our values knows he worked very closely with us um for the things we were going through and then also he offers um
leadership development and other full Services I think that's a really good thing it's it's a full service company that can do other things that we we could use um so both uh to me I would not consider
slave in but the other two um you know you look at the cost and then there's the cost of also bringing the recruits here um but but uh like I said I think
um my my choice would be um sgr just because I think Doug is a really good guy and he's really devoted to what he's doing and um he has uh a lot of experience and
knowledge uh being a city manager himself so um between the two of them it it's I'd like to hear what you guys think but um that would be my my choices thank you mayor protim Mr Mayor
yes councilman Willis U one one issue with sgr is that Doug Thomas stated that he only attributes a third of his time to the Recruitment and the other gentleman was his
shadow so are we getting a third of an experience well didn't he say that he would be he would be coming here yeah but a third of his time is for recruitment
true I think those are excellent points um I have an honest question on that just because I'm this is new process for me is it really necessary to have the top person the head of the firm to be
involved with recruitment I mean on more than that more than what you were saying council member um well it's because to me the head person doesn't really do all of the recruitment they've got the team under them the support staff under them
doing it so should is that something that is I mean what is the concern with that percentage I guess is what I should have if if you're promoting the company as you're getting me and then you turn around and tell us you're only going to be available a
third of the time you know a lot of companies hire firms like this because of personalities and I've been in the personality business with several of my businesses but you know that people think they're getting
and when you're not the one showing up they don't like it um I mean I'm not saying that they're not efficient I'm just merely saying that we're not going to get him 100% if that's if that's what we're looking at because that has been the
majority of this council's experience with sgr has been Doug Thomas not sgr per se but Doug Thomas I forget when when we asked the question of how many other
um recruitments they're doing at this specific time what was Colin Bas ongoing yeah I think it was none said one or two maybe but I think I wrote I had a hard time following that
one as well I wrot a question mark one of them said like they were only doing seven or eight at this time I don't remember which one that was I thought that had seven going on yeah Palm Coast they put in the slide that
Palm Coast was one ongoing out of all the cities and then they said it sound like Edgewater and dundy were coming on so one to to three I didn't understand Colin Basinger like we said and then the
uh CL yeah I think said one or they named a few and they provided in their report um but I yeah I had I think he said one or one to two city manager positions but they they
I think sgr does a broad spectrum of positions yeah there was 24 broad but he only named a few I don't think any of them had more than three going and I think the cons the
higher is more of a concern right it's what's your current workload right now yeah well you're you're running things in parallel to our project it was Colin that said he he was doing seven or eight other searches
but okay and then also I like the fact that they're they're have done work with West Melbourne Satellite Beach Koko Beach that are similar cities to us Titusville
you know is bigger but and West Melbourne but Satellite Beach and Coco beach they have experience with Bayside commun or Beachside communities um I like that too yeah if if you're if we're stricted
on the the The Wider the net the more Talent you're obviously the numbers don't lie so we want them to to they have the knowledge here locally and but can they reach
out and I think both of those firms had that capability it did not matter where they were I think the difference between Bing is here and um do we get I guess here's a here's a question potentially what is the work
product that that we get when we talk about background checks I saw I think some examples of what they look like in here but um in in the last experience or or maybe a City attorney and in in your with other cities where you've dealt
with this um the the the process the screening process when they when they bring eight to 10 qualified candidates um do they have a score sheet or anything that you've seen in the past on how
they any ranking system based on the metrics we establish or anything what I've seen in my personal experience is that um they do up a nice candidate profile of the short list and they present they present that in writing so
you can you know peruse it to your heart's content and you know to extent there's followup questions and you know that that's pursued as well but they usually present a nice written package is similar to the questions you asked in
that introductory for the ual city manager candidates is an like an Apples to Apples comparison amongst them so you can see do you have a desire to live in the the City of Cape canaval right in that
profile do they provide you know their answers um was the criteria they were looking at to measure professionalism and execu or executive and administrative experience well years of service emplo management
size another question might be you know the dealt with hurricanes High tourist population uh AB budding a port another unique thing no one's next to space so can't scream well to your point I guess
local Bard County you would know that the nuances that come with that U okay well thank you Mr Mayor yes sir the uh col benzer uh sample candidate report was 27
pages okay that was fairly thorough and it gives the background example a background check example yes and so we would get that for all the finalists that would be great Preparatory material for
interviews oh yes uh I think there going to be willing to get that transparency as well as far as you were talking about Community engagement I think I saw uh and I agree that I mean the the
sgr knowledge of Cape Canaveral their report their work product we've been issued from that firm we have that and so no matter who we go with but like that's valuable information that we should share with the firm firm even if
it's not not sgr to help overcome some of those things especially we paid for those Services we've received it it talks about our vision mission pillars and then um I I do think
it's a fixed it sounds like the as far as the price goes or or the cost sgr breaks out the ad cost one question did we have any um and we're looking through is take Colin basing the cost
breakdown 32,500 firm fixed fee does that include add costs um or do they give a breakdown because when we're looking at like
SDR uh they say 28,000 fixed fee it says Place advertisements on on the process thank you but okay so they're going to place ads those are paid ads I'm assuming I
did like the fact that sgr specified the amount of money so I think no matter what it would be wise of us in our to the City attorney make sure that we have a good understanding of if they're doing
ads you put $2,500 into paid online ads those are very you're going to see results to where you know another one might only put $100 in or we do advertising in a different way so I think getting an understanding of when you
put we might want to separate that out and the city controls how much we opt to put into the ads which is I think a very strategic way to do it is if we negotiate a contract we take
out ad we separate ads out and we say we do want at least that to be broken because we might want to put if they're doing paid I'm talking about paid advertising we want the price
to make sure they at least break out how much is going into paid advertising because if we add 2500 into the sgr now we're up to I mean they're within they're almost
the same um Mr Mayor yes sir um on their supplemental services for sgr they have a maximum of five for the
reports for five candidates so we're we're limited to five candidates until we start paying more and that was the heart of my concern is you know there's a price and
then there's when you get into it the add-ons where what page is that on that's on 17 fee proposal okay got it I see we do want them to do a national
search right I think we wouldn't want to limit ourselves desire to move here somebody who's living here they're going to have a clear leg up I've been I've lived here you know in Bard County my whole life versus you
know a lot of experience from another one we're going to have to weigh that but I think it's important to establish our desire to to how far we want to reach well I wasn't born here but I got here as quick as I could so I would imagine
these people will be be in the the same boat I mean I chose to live here I wasn't born here and had to live here I chose to live here so the nationally I think a lot of there's
a lot of people that want to come to Florida and I think the people that nationally we would identify that would be willing to or wanting to come to Florida would be the type of people we would want want so yes I'm all for a
national search and somebody coming from out of state clearly is going to have to move as opposed somebody who's lived in Bard their whole life they're in Palm Bay they've been there 15 20 years there might be less likely to move to Cape canaval uh so
okay well I mean still we even if they lived in Palm Bay I think we would prefer that they be a lot closer absolutely but they're they're not they don't have to move you know it's not
as coming from Ohio it's very similar to the former um and in the one before okay uh I think I think we've got they all take about 90 days um um
like I said they're all about the same price it looks like there's some add-on additional costs uh really with all of them but we will have roughly eight to 10 finalists but with an exception of
sgr which is five is that what we just discovered oh additional background investig reference checks over and above the maximum five okay so okay I guess I'm I am now confused on
that uh additional reference checks over and above the maximum of five included in the fixed price above 256 per okay I see so there very very interesting
MH MH yeah yeah that and and then the Basinger uh it it did not break get down or put a cap that we saw okay and
slaven did they have a cap I I don't think so uh one thing I will point out on slav and as I clarified earlier is and this is a key point in the term of um well Mr
Mayor yes I just wanted to say the replacement guarantee I wrote none for or not explicitly stated slaven
gives two years for any reason so that's very gracious I think compared to the other two which were limited to one year and they'll redo the search I think that's something we don't even want to think about but when it happens I guess
it's like Insurance uh and and we want to if there's a place negotiate that might need to be Wan and clearly understand what that what that would mean yes council member Jackson okay as we were talking about the
sgr and the five finalist MH if you look on page 16 it talks about semifinalists so questionnaires for up to 15 semifinalists and media searches for up
to uh stage one reports for up to 15 semifinalist so I think when we're looking at the comprehensive stage two media reports and the background in investigation we are once again to the point that they're narrowing that those
number of applicants down now we may still want 10 to choose from personally remember we've got to interview all of those people so if they bring us 10 we're going to have 10 individual interviews with all of us doing that so
I think this is broken down differently than the calling Bay ziger try to say that right so just just a difference in the way that they break that down because it's it's literally breaking it
down in two phases with that semifinalist and finalist with semi-finalist being 15 so we may not have to pay for additional ones because they're just narrowing the field before they get them to us potentially if the five didn't
work then we may have to is my guess but all candidate all companies present background checks prior to being shortlisted right okay and that's that's absolutely crucial yes I think um and
well at least all of them say they did in this one says it does but once again it's for the finalists not the semifinalist the semifinalist they do the media searches and the questionnaires and all of that and let's
see one of them uh that I thought was impressive just a a note that I saw was with the Colin Bay ziger um they do internet internet
newspaper archives article searches and that is great because that's one of them had I can't remember which one but one of them has said they'll search for 10 years 10 years goes by nothing flat but that one goes
back to archives for newspaper articles and that could be really a telling story yeah and I think that's my question for what do we get because that's the same firm I mean this is what you just said is what I we weren't I don't think we
received 10 year 15 years ago now a lot of things have changed the process has changed the ability access the internet but some of those were those online articles that I think the the Tribune or the over in
that the county uh you know was brought to the council's attention at the time and certainly uh they can speak for themselves but those articles were out prior I think to that decision and it sort of was assumed
so it's only going to be as good as we I think hold value to it and them accountable to it and say hey there's a lot in here we want to make sure you know if 250s for
the background checks they're actually stating SDR what it would be I don't know if Colin Basinger isak it down like that how do we know well do they provide the I think that they do provide the fixed price they provide the
actual report yeah yeah and so as long as we have that yeah um Mr Mayor yes sir I mean yes there's lessons to be learned from using Colin Ben
zigger um and we can set that expectation exactly and we are going to require this we we are expecting to have this information we're expecting you to give us all the
background you can find and uh I think they would uh achieve that well but how did he react to you well it would be our goal not to repeat that
we we've all changed extensively in 15 years thank you so that is um let let we're at 9:32 we've got three three firms mayor per Tim Kellum got to I think the at
least identified two I kind of like is there one that we would say is there a top two that we would move to next how about that as you did as you led and did yes I I agree and you know I was thinking about um
sgr and how great it was to work with Doug and um he's very knowledgeable but then I was considering what um councilman Jackson said about maybe we need somebody at this point where we are and what we've been
through a company that doesn't know our background it's coming in with fresh eyes and fresh uh you know out understanding so that's another thing I'm I'm thinking about but I would say the top two would
be Colin and SDR I'm not even going to try to say his last name but to to your point mayor protim bringing in fresh eyes we can tell them exactly I mean each one of us
will tell them exactly what our experience is what our expectations are they will have no preconceived idea or notion right yeah that that that is truly fresh eyes yes yeah I agree and um
I the only thing about I just would I'm concerned about the community outreach that that should happen at the beginning of the process so we can also make sure that that's part of and which one said that'd have a town hall I'm sorry that
was sgr yeah and I like that town hall Hall concept yeah I think that page 15 of their proposal thank you has got some interviews I don't think that the town halls in this when I think she was
referencing a statement made um but I think this is what we would direct our City attorney and city manager what are the really key important points that they want to go to direct and and instead of taking the companies out we've got to
see some things we like in all of them fresh only you know no one's going to I think know local talent better than Colin Basinger and and the folks there they they have the experience they know Bard they've but they've all have
experience I think providing services in Florida and and some of them I think all of them have at least one Bard uh City or two on their on their so they' they've had success here um but the terms that really matter are uh
the background check when it's done uh making sure that we really have a truly vetted qualified candidate coming in um they they where where I think the terms that we like such as the
two years would the other firms be willing to do that and and that's sort of what are the big things that jump out that we liked and can we merge that into one thing there's so many of them that are are the same they're offering
similar um limit capping background Jacks you know is there going to be any limit uh and I think we're establishing some of those things here but if we had to pick I guess the the top two do we feel like we're we're able to from the
information we have now able to go down that path okay mayor protim I think you went first do you still maintain that top two yes would be Colin Binger and strategic government
resources sgr yes council member Jackson yes I agree okay council member Willis okay I I agree as
well and that uh do we want to um I guess what's the biggest difference in these two we've went over a few of them already um take that knowledge that we said I mean Colin Basinger's been literally the last firm we worked with here so to say
they know 2000 dark times then the8 nine 10 it was everything was hitting at that point um but sgr's worked with us over the
more recent years right and so um do we want to split those two and and maybe say which one are we feeling is is leading I guess let me ask this question if I may please SDR handled our strategic planning
Retreat for two years two to three yeah why did we stop yeah I think um the former city manager came with the recommendation of the firm and work with supporting staff as I remember we stopped we were really pressing the budget that year and
remember strategic planning there was sort of a bit of exhaustion at that point CU we just that was not a normal Strate strategic plan we did a revisioning remission we had some fatigue I think and we said we're going to take this this year off we we got a
lot to work with here well it's a good question but I remember that we said amongst ourselves I think we can do this now that is no reflection on Doug
Thomas but for the most part we were of a mindset that well we can carry the ball now so you know Doug and his group are very good but did they really give us as much as
we thought we were paying for I'm just asking the question it's it's it's I think that question applied to all the firms the fresh slave and we we can't say that's the whole point of the fresh both of them I think we've got
interesting answers and the Lessons Learned I think can I think both can be overcome the question is which one are we going to feel like we're going to work with best and I and I think both of them are going to do an
excellent job for us it's going to come down to us really driving we want a town hall at this point let's do it uh and and and the social media marketing is important to me
because that's how people are finding candidates for anything these days is to be able to Market online more than just a website you go out to and try to think about checking now I understand and I like the fact that all three of them
spoke about um you know doing some what we used to call head hunting where they would actively take an approach to go out to candidates and try to convince them all three said they do that um but if we're going to look at moving
forward with the times and we're trying to get things better as far as our systems and various things like that I think looking at we will get more people that are more involved and kind of up to
speed with technology one thing that I noticed when I looked at all of these is um the slaven he's been doing this since the early 80s and had 900 people he's he's placed
that's a lot um and then you look at um Colin I'm just going to say it that way and he had 450 some odd that he had placed uh he has a very extensive amount of
information that he that he gives and I almost and I hate to say it cuz cuz y'all are going to want to hit me um I almost think we need to see the results that we would be given from um sgr to make a decision on this because
when it comes down to it at the end of the day it's going to be what we receive from them that we have to evaluate now sgr I think they're going to do great as I said with social media marketing and City attorney can you tell
me have you you seen one of sgr's packages that they give back for the candidates similar to what Colin Binger is it similar to that okay they've got some great cities they're working with so I have a feeling
that it'll be just as robust um and I do like with sgr the the town hall and I do like the the the marketing online so much because
we've got to start looking for we need younger people so that they'll stay for a while yeah yes may peram I'm sorry is the Colin they're in their um
proposal they're not doing as much as this social media media marketing I mean is sgr doing more than I think sgr just advertised it yeah now
um SDR could have provided a packet just like Colin beninger I would have expected you know a work product as part of a proposal and again these are proposals these are not contracts we can ask the City attorney
to counter propose if we want and offer a contract saying whatever we want just think it's important to pick a firm and then
well yes well well I'm I'm leaning towards sgr myself I think um yeah there're splitting hairs on some of the things it's about if that is a
condition right to go sgr but you want to to see their work product their package well and I don't want to slow the process up to see their package and here's why with the amount of information that they have as far as technology that they have within their
proposal and the social media marketing and all of that I know they're going to give us the information we need so I don't have a I don't have a I want to stop and say no I don't want to slow down a process over that because we can certainly say we need this this and this
we didn't see what you specifically provide but I think that they're doing this in a more um upto-date fashion than the others that have been doing it long longer I think we might need to I think it's a a good thing for
the social media marketing and for so much searching online because that's the way people are looking nowadays and um I think their package looks good they've got multiple cities here in Florida they've worked with so I'm good with
them okay that that's helpful I think um yeah we we got we got three WI ERS here that's that's the hard work I think of our City attorney uh so if we're going around um City attorney anything you want to
add in at this point as we're trying to close on this matter you've heard that you need to address or you've been here a few times m whoever you
s thank you that's excellent hard decision I I I like the fact that colon Basinger however you say that started out with saying he they give 125%
that was really something um I think if we can I mean like I said I like sgr I'm thinking about new eyes on on the city um and if we can negotiate the
town hall with you know that I I just think that that's really important and the and the marketing is important and I think with Anthony's help we could negotiate with
them to get what we want in a firm I'm leaning toward Colin are there any council member Willis um in Colin beder U proposed work plan
they mentioned the searches of social media I'm more impressed with the detail in their work plan um they don't just give you a highlight they're telling you what they're going to do and all the
steps and I think uh we can certainly negotiate with them uh for close to that fixed price if not that fixed price for specifics and uh I think we can get
everything we need and again it's proposal the contract would be ours I think that allocating if it's like big carv DDR said 2 200 for ads I mean the same approach can say well we have an old older we know everyone right
you're talking to people who are true head hunting uh does it mean that you know the algorithms are going to do the work I'm not undermining that but I think that being able to run and to get the eyes on it um and utilize that
online some City attorney I think getting an understanding of that would be really important is what online methods are maybe not addressed in their proposal and Professional Services to go you know
we want to can you put ,000 or whatever it is into um ads we want to make sure that it gets in front of those people and takes advantage of where those eyes are um I I think like I said both of
them are or all three are are excellent uh companies um I do like the local side of Colin Basinger I think that that's uh really important and the the one thing that I think about
is when you get your candidates I my mind is going to go did did we are we missing anyone else and the way that we know that right is by seeing what did you do so as long as we're clear on yeah we put $22,000 into ads you know I
remember the colum Basinger provided 108 I believe applicants when we hired the former city manager there were they were all in a spreadsheet you could see all their names and and it was very well organized and a lot of that the strength this this is what they do um I'm not as
interested in additional Services outside which is the strength of of sgr as much as just getting this right I mean there's no decision going to be bigger and so if if we value I think the the the
local side and and we can get some of those other terms I do think that the the best bet would be my top my top would
be aminger and um it's too bad we can't direct the City attorney that you know there's there's no major condition there with an exception of getting Clarity on some of the more modern practices that that he could go and and in with another firm if
if he choose I not to slow it down but yeah I'd say uh Colin Basinger sgr slaving if I had to right now and and what I'm hearing learn through these proposals to talk to I mean like I
said the Callin results are very very detailed and great so if that's what council is good with I mean of course that makes sense all all of them are good candidates so and you all have been through the
process I none of us have none of us have been through this process you been through the last is with us to go through it well there's our that's why and her email was very valuable I know
um council member Willis I'm are you Colin Basinger is your top yes I mean I've this is my first fora with a search firm in public office in private practice I've dealt with several
um but the information that they prepared and gave to us right out of the gate I me was more thorough than anyone else did so they they knew what they were going after they knew they knew
what we wanted to see and they gave it to us right away that's that's what I look for and that fulfills what we all want as I think council members be able to look public and say look at what they this is why how
and why we made that decision and I think I would have made that same I would have assumed that would have been done when I was in that former Council shoes I wouldn't have think but now we know and we could St what they well what they give us when they give it to us is
going to be public record we can share it yes so we can we can have even if uh Colin bener doesn't do a
a a town hall right away once we get the material we can we can do it if we wanted to but I think they will I think they will do whatever we ask them to do I mean they're like you said they're just right up the road they're going to
come here and do it yeah I think that's that's probably the strongest point is less resources to for those things and just really strong being being local and
and we know those faces a lot of them they they shared and certainly know the towns um is there anything else it sounds like council member Jackson I think we all liked sgr and and
slaving nothing sgr being right up there uh for our specific needs today and the help they've provided in the past is not lost but for this sounds like you would be okay with Colin Basinger well I'm
okay not being the m in the majority so really all three of you sound like you and you've worked with some of these firms before I haven't you know I mean I'm green on all of it so I have to
trust that you guys would know these companies better than I would so I'm good you're right we have worked with sgr yeah I see what you're yes and uh well this this isn't a competition
this is we're just trying to find what each of us is comfortable with and confident with I think I think there's not much difference between the but I personally I'm more confident
than Colin B learn to say it that's the other confidence in stating the name okay well uh Mr City attorney um I think getting back to the agenda item
the recommendation was or not recommendation is should select a firm and direct the City attorney and interm city manager to prepare and execute execute a retainer agreement consistent with the council's decision is that that's what we're looking for if a motion stated that with
the name of the firm we would be be on your way I think we all like that is there um any other more we we haven't made a motion yet but discussion or debate on that sort of I think it'll go fast after the motion's made I'll make a
motion that we hire Colin second got a motion by mayor Pro Tim Kellum got a second by council member Willis any further discussion let me ask this question of the City attorney do we need to make any
specification in the um request of Colin bedinger to add anything to it or just go with with this and make it make it a uh issue
in discussion when they come and interview with us some of his points earlier yeah I think um there's a couple things that are that I've noticed that are not in this proposal and that was see if he would be willing down like a two-year guarantee and then I think the
town hall um was an extra charge on his proposal I think right yeah the town hall was in the sgr or the the community survey might have been an additional um charge so One S had the
community survey thought I thought the community survey was included in that in that fixed price though yeah that's what it says yeah so it's just not in the right it's in the um but do we want to add a town hall is what I think well I mean if
it's community outreach whether survey or a town hall I mean I would prefer a town hall you know you invite the public to come you hear what they have to say and then you move on where a survey might take a week two weeks
whatever um and you could potentially have very little input from the survey based on right whether people are a community service a community town hall is advertised as that and here's your chance to speak up you know we're at
9:58 p.m. I'll make a motion to extend 15 minutes okay got a motion by council member Willis second by mayor P Tim Kellum to
extend 4 15 to 1015 to 1015 any other discussion city cler council M Jackson for mayor protm Kellum for mayor Morrison for and
council member Willis fored 105 still got a motion on the floor um yeah I just thought it says you know in their notice to proceed then it says meet with
officials and and Community Development on that same step you know what I'm saying yeah I think a town hall the question is what is their role in it surveys reach a lot of people that if they the way I'd
see it is if they were going to do a survey go for included in the price if it's included absolutely because everyone can't make it yeah and run it like parallel get it started early to address
your issue I think launching that people respond I think we'll get a good response especially if we help promote it and share it and then sort of have a town hall at the end of that survey you
know absolutely and if they could make it I think that would be really nice well if they're going to come down here and meet with us if I remember correctly they're going to be meeting individually and then if they met with us as a group then
we would have to have an open meeting and that could serve as a town hall a town hall prior to them going out to recw yeah agreed right okay I think City
attorney and that uh the slides uh in probably better in The Proposal but basically their notice to ra their notice to proceed which I think signing the agreement meet with officials the first thing they're going to hear is we
really want to do a a town hall before you go out and recruit right and so can we just get that established up front so that we all can learn together and they can be a part of that is that sort of the
amendment I guess that we could asked for and the other we do the town hall and then we meet with them when Our Town Hall's done if that's I think that's a big part of it
is they only going to move as fast as we are in that beginning so what we're saying is we may not even need to alter it but after we sign they're going to need to afford some time for us to do it on Hall it would be great if they were
there yes um yes I think [Music] before it still might be approved I think what we negotiate is we still meet with them we we still and I think it'd be good to share this with
them and then we might have to meet with them one more time but well it doesn't matter we meet with them they recuit uh we do a town hall I would want to either I think a best case scenario is meet with them then do a town hall and then
they're a part of that and then they go out and recruit as opposed to having the town hall like I said earlier both of them work but I'm trying to make it more efficient where they're a part of that so uh sunshine law is it if they're
meeting oneon-one meet with officials I think we're okay there um and then we could hold the town hall sort of do it on the the day before the council meeting or the day I I would want
enough or that you know four o'clock five o'clock before a council meeting we could we could even do it can I ask you a quick question okay on the town hall what are your expectations as far as your objectives because I would think that would be
gathering and garnishing feedback from the citizens um so when you're talking about when to have it and you all were saying on the day we meet with officials right
correct y okay all right just want included in 's proposal now I may have misspoken I'm looking at task one needs assessment and it says if the city wishes we will gladly gladly incorporate meetings with
other stakeholders such as the business Community nonprofit organizations the religious community and so on to gather their insights we can also solicit the input of your residents through an online survey there you go yeah that's it
that's it but the first step is we meet with them to Express those things and then they go because that's task one so yeah I mean the council could certainly meet and discuss the parameters of that they said they would gladly
incorporate they can hold that into the yeah yeah that's good the deal we're happy yeah as part of the needs assessment yeah that's page 19 fee and warrranty on page seven of their
where I was looking one information gathering needs assessment brochure preparation well it specifically speaks in that neat task one on seven of being City staff and other key parties so
interview the elected body and other key parties such as City staff um last paragraph gladly incorporate meetings with stakeholders okay um and see they're not we can also solicit the
input of your residents through an online survey so they're not talking about a town hall that's why I was confused um they're talking about the business Community nonprofit and religious to incorporate meetings and
then soliciting input from the residents in the survey and we'd want to include the citizens in the in the meetings as well I I think that the uh residents would be the and so on so that's that's that's where we go I
was hoping the citizens that vote were more than and so on excuse they are but we're going to use their words against them no we won't but that's a good point City attorney of think you got enough to go I have I want to do we got eight more
minutes I think before we don't want to have to extend again but we do have one faithful loyal resident who's stuck with us do you want to have the final word before out you've got to hear us deliberate I just read through your email one more time on your comments
regarding this specific firm I think going in eyes wide open if you want to come forward and make some final comments we're at 10:06 so maybe just a minute or two do you take your
time yes Council you okay with your for e e professional for my observation and I think the citizens well serve of what you did tonight very thoughtful and I think your selection was well
made thank you Dr Roberts and I hope that as we move to the more I think exciting part is the candidate the the future of our city it's it's going to be we're thankful to have your wisdom and guidance and again thank you to our City attorney who's who was right there as
well through it if there's not anything else Council the motion on the floor is still there and seconded city clerk council member Jackson Mayor Pro Kellum for mayor
Morrison for and council member Willis four rightous passes 402 select the Colin ban Zinger and Associates and we directed The City attorney and inter city manager to
prepare and execute a retainer agreement consistent with the city council's decision so with that thank you all followed the recommendation if there's not anything else I think we can adjourn looking for
a motion I should do that all right meeting adjourned I don't