Nov 17, 2022 City Council Special Meeting

[00:00:01]

TODAY, NOVEMBER 17TH, AND I'M GONNA CALL THIS SPECIAL CITY COUNCIL MEETING TO ORDER.

WOULD

[I.  Call Meeting to Order]

FLORES KE HERE.

ZUKA HERE.

BRADSHAW, PARSLEY.

HERE.

TOBIAS HERE.

ALL RIGHT.

FIVE MEMBERS PRESENT.

WE HAVE A QUORUM.

NEXT UP

[II.  Citizen Comment Period with City Council]

AT THIS TIME, WE ASK ANYONE IN THE AUDIENCE WHO IS JUST TO COME FORWARD AND SPEAK ON ANY ITEM, AND PLEASE DO SO.

WE ASK THAT YOU LIMIT YOUR COMMENTS TO THREE MINUTES, AND THAT YOU DIRECT THOSE COMMENTS TO MAYOR AND COUNSEL.

WE ALSO ASK THAT YOU FILL OUT A CITIZEN COMMENTS FORM AND SUBMIT THAT TO EITHER MYSELF OR THE CITY'S SECRETARY.

I DO NOT HAVE ANY WHO HAVE FILLED OUT UP TO THIS POINT.

IS THERE ANYONE WHO IS JUST TO COME AFFORD? SURE.

ALL RIGHT, .

WE'RE, UH, MY NAME IS LILA KNIGHT.

UH, I'LL FILL OUT A FORM IN A MINUTE.

UM, I JUST HAVE A QUICKIE THING TO SAY.

UM, YOU KNOW, THE, THE DOWNTOWN MASTER PLAN, UH, WAS DISCUSSED PREVIOUS, OR THERE WAS A PUBLIC HEARING PREVIOUSLY AT P AND Z, AND EVERYONE IS HAVING A WHOLE LOT OF TROUBLE FINDING IT ON THE WEBSITE RIGHT NOW.

IT'S KIND OF REALLY EMBEDDED DOWN INTO THE AGENDA OF THE P AND Z MEETING.

AND IF WE COULD PUT THAT IN THE PLANNING DOCS OR SOMEWHERE ELSE WHERE IT'S A LITTLE BIT EASIER TO FIND, WE SURE WOULD APPRECIATE IT.

THANK YOU.

ALL RIGHT.

THANK YOU.

IS THERE ANYONE ELSE WHO WISHES TO COME FORWARD? COME ALL MISS CHOPPA .

I, I SPOKE THE, THE P Z AND I WAS CONCERNED ABOUT THE MASTER PLAN, AND MOST OF MY, MY COMPLAINT IS PARKING.

AND, UH, ONE OF THE, THE PICTURES THAT'S THERE SHOWS THE BUILDING NEXT DOOR HERE.

AND MY CONCERN OF THE PARKING IS THAT YOU'VE, IF WE COME DAILY AND SEE THE POLICE AROUND THE POLICE, THAT THEY'RE CROWDED AS FAR AS PARKING AND THE PLAN ON, UH, OF THAT BUILDING.

THAT PICTURES LIKE THREE STORIES.

SO I'M WONDERING IF THE, THE PARKING IS CROWDED NOW, WHAT IS IT GONNA BE LIKE WHEN IT'S A THREE STORY? CUZ IT'S GONNA TAKE A LOT OF STAFF.

AND I KNOW THAT IN THE, UM, PLANTS, AS FAR AS THE RESTAURANT ACROSS THE CRUDES, UM, BUILDINGS, THE PARKING I'M CONCERNED ABOUT.

WE SEE THE PICTURE, BUT WE NEVER SEE HOW MUCH SPACE IS ON PARKING.

AND I KNOW THAT WHEN A BUSINESS STARTS GOING, THEY'LL, THEY'LL BE STAFF THAT BE WORKING.

AND STAFF NORMALLY TAKES A LOT OF, YOU'VE GOT COOKS, WAITERS, YOU KNOW, JUST, JUST OVER OVERALL, AT LEAST 10 TO 15 PEOPLE, I WOULD SAY, IF IT'S A BIG EATING PLACE.

AND THAT'S MY CONCERN.

UH, ANOTHER, ANOTHER CONCERN THAT I HAVE IS, AND IT HASN'T BEEN JUST NOW, IT'S BEEN, I'VE HAD A CLIPPING HERE OF THE NEWSPAPER AND INVITATIONS FROM A FORMER COUNCIL MEMBER AND A TOWN MEETING.

AND THOSE, UM, WE COULDN'T GET REACH OUT TO PEOPLE TO COME TO THE MEETINGS AND THE SURVEY THAT WAS DONE FOR THESE, UH, MASTER PLAN.

I SAW VERY, VERY FEW PEOPLE AT THE CITY HALL WHEN, WHEN, UH, I'M SORRY, THE CRI CENTER.

I SAW VERY LITTLE PEOPLE THERE, UH, VERY SMALL AMOUNT OF PEOPLE THERE.

AND I'M JUST WONDERING, HOW DO WE REACH OUT TO PEOPLE? I JUST DON'T UNDERSTAND.

I KNOW THAT WHEN, UH, UH, THE FORMER, UH, COUNCIL MEMBER THAT MADE A, UM, A MEETING, HE SENT THESE LITTLE, UM, INVITATION TO PEOPLE AND THEY, I DON'T THINK VERY MANY WENT TO IT OTHER THAN I PASSED SOME.

AND THE MAJORITY OF THE PEOPLE THAT SHOWED UP FOR THAT TOWN MEETING, IT WAS, UM, VERY FEW.

AND I THINK AT THIS ONE WAS DONE FROM THE CITY.

AND, AND WHEN SOME INTERNS PASSED OUT, THIS, THIS, UH, FLYER, IT JUST WENT TWO BLOCKS FROM CENTER STREET, NORTH AND SOUTH, TWO BLOCKS SOUTH.

SO I, I DON'T UNDERSTAND WHAT, WHAT IS CONSIDERED OLD TOWN.

I, I NEVER FOUND OUT WHAT IS THE BOUNDARIES.

AND THAT'S BEEN MY CONCERN IS WHEN THIS, THIS, UH, TOWN HALL MEETING THAT WE HAD, THERE MIGHT HAVE BEEN 60 PEOPLE, BECAUSE I HAVE THE, YOUR OPINION THAT YOU HAD IN THE NEWSPAPER MAYOR.

AND SO I WAS JUST CONCERNED, OH, I FORGOT TO GIVE MY NAME.

AVAN CHAPPA.

.

THANK YOU.

ALL RIGHT.

THANK YOU MS. CHAPPA.

ALL RIGHT.

THAT'S ALL THE FORMS. WELL, ACTUALLY, THAT'S, I DON'T HAVE ANY FORMS. THAT'S ALL THE COMMENTS SO FAR.

IS THERE ANYONE ELSE WHO WISHES TO COME FORWARD AND SPEAK? ALL RIGHT, SEEING NONE, I'M GONNA CLOSE COMMENTS, PERIOD.

[00:05:01]

NEXT

[1.  Presentations from qualified Executive Search Firms regarding their proposals for the purposes of recruiting and assisting in the hiring of the City Manager. ~ Jerry Hendrix, Interim City Manager]

UH, I BELIEVE THE, UH, BOTH APPLICANTS THAT WE HAVE THAT ARE COMING FORWARD TO PRESENT ARE VIRTUAL, UH, AS THE THOUGHT WAS TO HAVE THEM GIVE THEIR PRESENTATIONS IN FULL.

AND THEN IF WE HAD SOME, UH, YOU KNOW, CLARIFYING QUESTIONS ABOUT SOME THE NATURE OF THEIR PROPOSAL, MAYBE WE COULD ASK THOSE.

BUT TO KEEP THE QUESTIONING, UH, REAL SIMPLE.

AND THEN WE WOULD GO INTO EXECUTIVE SESSION, UH, TO CONSULT WITH LEGAL, UH, FOR A MINUTE.

UH, AND THEN WE WOULD COME BACK OUT AND BE ABLE TO DELIBERATE FURTHER.

ARE THERE ANY OBJECTIONS TO THAT? OBJECTIONS TO THAT PLAN? ALL RIGHT, MR. HENDRICKS, MAYOR, COUNSEL FOR THE RECORD.

JERRY HENDRICKS, INTERIM CITY MANAGER.

JUST TO GIVE YOU A QUICK RUNDOWN OF THE PROCESS SO FAR, THE COUNSEL ON SEPTEMBER 20TH ISSUED DIRECTION TO STAFF TO ISSUE AN RFP AND TO BRING BACK THE TOP TWO, UH, CANDIDATES FROM THAT SELECTION.

THE RFP WAS POSTED ON OCTOBER 19TH, AND THE RESPONSES WERE DUE ON NOVEMBER 3RD.

WE RECEIVED FOUR RESPONSES THAT WOULD BE AION, STRATEGIC GOVERNMENT RESOURCES, TILLY BAKER AND JG CONSULTING.

THE STAFF PANEL CONSISTING ON MYSELF AND ASSISTANT CITY MANAGER AMBER LEWIS, REVIEWED THESE, UM, I WANNA SAY PUBLICLY THANK YOU TO ALL FOUR, THE COMPANIES THAT RESPONDED TO US.

THEY'RE ALL GREAT, UM, RESPONSES AND PROPOSALS.

ANY OF THE FOUR COULD PROBABLY DO WHAT WE'RE ASKING TO BE DONE, BUT WE PROJECTED TO BRING BACK TWO.

SO WE BROUGHT BACK THE TOP TWO.

WERE VERY EXCITED ABOUT, UH, THE STRENGTH OF THEIR PROPOSALS AND THE OPPORTUNITY EACH OF THEM CAN BRING TO YOU.

THOSE TOP TWO IS AON AND STRATEGIC GOVERNMENT RESOURCES.

WE HAVE FROM AON, UM, VIRTUALLY TONIGHT, SCOTT RILEY, WHO'S THE PRESIDENT, AND HE'S READY, UH, RIGHT NOW TO GIVE YOU HIS PRESENTATION FOR THEIR PROPOSAL.

AFTER AON WILL BE SGR, JENNIFER MCFADDEN, THEIR CHIEF OPERATING OFFICER, AND LIMB BARASA, THEIR SENIOR VICE PRESIDENT.

SCOTT, ARE YOU READY? SCOTT? SCOTT'S BEEN HAVING SOME TECHNICAL, UH, PROBLEMS WITH OUR VIRTUAL PLATFORM THIS AFTERNOON, THIS EVENING.

UM, LET'S GO AHEAD AND START WITH REPRESENTATIVES FROM STRATEGIC GOVERNMENT RESOURCES.

UH, SCOTT, ARE YOU THERE? CAN YOU? CAN'T HEAR YOU, SCOTT, MAKE SURE YOU'RE CONNECTED TO AUDIO.

HOW ABOUT NOW? HOW ABOUT NOW? RIGHT.

ALL RIGHT.

SAW YOU, SCOTT.

ALL RIGHT.

THANK YOU VERY MUCH.

UH, APOLOGIZE FOR MY TECHNICAL DIFFICULTIES, AND THANK YOU COUNSEL FOR, UH, INVITING ME TO, UH, PRESENT ON THIS IMPORTANT SEARCH FOR YOU ALL.

UM, MY NAME IS SCOTT RILEY.

I AM THE CEO OF, UH, FON PUBLIC.

WE'RE AN EXECUTIVE SEARCH FIRM THAT, UH, I STARTED IN 2009.

TO GIVE YOU A LITTLE BIT OF BACKGROUND, UH, ABOUT OUR, OUR SEARCH PROCESS, WHAT I'D LIKE TO DO IS JUST KIND OF WALK THROUGH WHAT WE CONSIDER THE IMPORTANT ELEMENTS OF A GOOD SEARCH.

UM, AND THAT STARTS WITH YOU ALL.

FIRST.

UH, THE MOST IMPORTANT THING FOR US IS TO BE ABLE TO SIT DOWN WITH YOU ALL OF THE COUNCIL MEMBERS AND GET A FEELING AND UNDERSTANDING ABOUT, UH, WHAT YOU'RE LOOKING FOR IN YOUR NEXT CITY MANAGER.

UM, SO THAT'S INDIVIDUALLY MEETING WITH EACH OF YOU.

UM, AFTER THAT, WE WOULD ASK THAT YOU PROVIDE US A LIST OF STAKEHOLDERS.

UM, STAKEHOLDERS ARE IN EVERY COMMUNITY ARE DIFFERENT.

SO THEY COULD BE YOUR, UH, CIVIC LEADERS, THEY COULD BE YOUR FAITH-BASED LEADERS, THEY COULD BE YOUR BUSINESS LEADERS, ANYTHING AND EVERYONE IN BETWEEN.

OUR GOAL IS TO MEET WITH AS MANY FOLKS AS WE CAN ON THE FRONT SIDE SO THAT WE CAN UNDERSTAND WHAT THE CITY NEEDS, UH, WHAT THE COMMUNITY WANTS, AND, AND BUILD THAT PROFILE.

UM, SO ONCE WE GET THAT PROFILE BUILT, UH, WE WILL BRING IT BACK TO YOU FOR APPROVAL.

UH, YOU KNOW, WE'LL GO THROUGH ALL OF THE EDITING AND EVERYTHING THAT WE NEED TO GO THROUGH WITH YOU ALL TO, TO GET THE APPROVAL FOR THAT.

UH, FROM THERE,

[00:10:01]

SO, YOU KNOW, I TELL PEOPLE, THE CITY MANAGERS, YOU KNOW, THERE'S NO CITY MANAGER SCHOOL, RIGHT? SO YOU CAN GET AN MPA, YOU CAN DO ALL THAT STUFF, BUT, BUT BASED ON THAT PROFILE BUILDING THAT WE WORK WITH YOU ALL ON, YOU MIGHT SAY, HEY, WE REALLY WANT SOMEBODY, UH, TO IMPROVE OUR INFRASTRUCTURE AND KYLE, OR WE'RE REALLY INTERESTED IN SOMEBODY WITH A STRONG ECONOMIC DEVELOPMENT BACKGROUND, OR WHATEVER THOSE AREAS MIGHT BE.

SO WE'RE GONNA WORK WITH YOU ALL ON, UM, UNDERSTANDING WHAT THOSE SPECIFIC NEEDS ARE, AND THEN THAT'S HOW WE'RE GONNA GO OUT AND RECRUIT.

UM, YOU KNOW, THERE'S NO MAGIC IN WHAT WE DO.

I TELL PEOPLE THIS ALL THE TIME.

I MEAN, UH, WE ARE A RECRUITING COMPANY.

UH, WE'RE GONNA BUILD A TARGET LIST OF FOLKS AND PICK UP THE PHONE AND CALL 'EM.

AND WE'RE GONNA USE ALL THE TECHNOLOGY THAT THAT'S, UH, AVAILABLE OUT THERE.

I MEAN, UH, YOU KNOW, WE USE, UH, WE HAVE, UH, RECRUITING DATABASE, SOFTWARE DATABASE, UH, APPLICANT TRACKING SYSTEM THAT WE'RE GONNA USE.

BUT IT'S REALLY JUST OUR RELATIONSHIPS AND BEING IN THIS BUSINESS FOR, YOU KNOW, SINCE 2005, FOR ME PERSONALLY, 2009 SINCE I'VE OWNED THIS COMPANY.

UM, THAT BRINGS THE STRENGTH TO THE TABLE.

UM, AND AFTER THAT, WE'RE GONNA, OUR, OUR RECRUITERS ARE GONNA GO THROUGH, UM, UH, THE RECRUITING PROCESS.

SO EACH CANDIDATE'S GONNA GO THROUGH AT LEAST THREE ROUNDS OF INTERVIEWS WITH AON, UH, PEOPLE.

WE'RE GONNA UNDERSTAND THEIR BACKGROUNDS, WHAT'S MOTIVATING THEM TO GET THEIR, UM, WHAT SOME OF THEIR IDEAS ARE, AND SEE WHERE THAT MATCH COMES UP.

ULTIMATELY, IF THEY MAKE IT THROUGH THE TWO ROUNDS OF INTERVIEWS, THEY'RE GONNA GET AN ASSIGNMENT, UH, FROM US.

THAT ASSIGNMENT'S GONNA BE A WRITTEN DOCUMENT.

IT'S GOING TO BE, UH, YOU KNOW, ONE PAGE BIO ABOUT THEMSELVES.

WE TELL 'EM THEY DON'T GET TO MEET YOU IN PERSON FOR THE FIRST TIME.

SO WHAT DO THEY WANT YOU TO KNOW? UM, SECONDLY, AFTER THAT, WE ASK THEM TO WRITE IN THEIR WORDS WHY THEIR INTEREST, UH, IN, IN THE POSITIONING KYLE.

AND THEN THE LAST PIECE IS REALLY TO BE DETERMINED BASED ON, ON WHAT WE FIND OUT OF THESE STAKEHOLDER MEETINGS.

SO THE BACKGROUNDS AND SKILLS FROM THERE.

SO ALL THAT WRITTEN MATERIAL ULTIMATELY GETS PACKAGED UP.

THERE'S A FINAL ROUND OF INTERVIEW THAT I DO, I SCREEN ANY FINAL CANDIDATE THAT GOES BEFORE YOU.

I'M, I'M INTERVIEWING THEM.

UM, SO I WILL, UH, DO THAT FINAL ROUND OF INTERVIEW AND MAKE A DETERMINATION KIND OF WHO THE TOP CANDIDATES TO MOVE FORWARD TO.

KYLE ARE.

OUR GOAL IS TO PRESENT SOMEWHERE BETWEEN SIX AND EIGHT CANDIDATES, UM, AND, UH, ULTIMATELY TO HAVE YOU WORK THROUGH THE NARROWING DOWN OF THAT PROCESS.

AND THEN WE'LL BE THERE TO FACILITATE THE INTERVIEW PROCESS.

AND THERE'S, UH, LOTS OF DIFFERENT OPTIONS THAT WE CAN WORK THROUGH.

AND SO WE'LL BE HERE TO PRESENT TO YOU KIND OF WHAT WE THINK THE BEST PRACTICES ARE FOR AN INTERVIEW, BUT CERTAINLY WE CAN CUSTOMIZE IT TO WHATEVER, UH, KYLE WANTS TO DO AND HOW THAT WOULD WORK.

UH, SO WE'RE WITH YOU ALL THE WAY FROM BEGINNING TO END TO THE POINT IN TIME THAT, UM, YOU KNOW, YOU MAKE AN OFFER AND YOU GET A HIRE AND THE PERSON STARTS.

SO THAT IS THE 10,000 FOOT VIEW OF, UH, OF WHAT WE DO.

AND SO, I THOUGHT I WOULD JUST KIND OF TURN IT OVER TO THE COUNCIL TO ASK SPECIFIC QUESTIONS IF YOU HAVE ANY.

ALL RIGHT.

THANK YOU.

MR. RILEY.

DOES ANYONE HAVE ANY QUESTIONS FOR THE APPLICANT AT THIS TIME? RIGHT, COUNCIL? TOBIAS? YES.

I I HAVE TO, UH, MAY NOT BE THE SAME WITH THE OTHERS, SO TO BE FAIR ON THAT END, SO MY FIRST QUESTION WOULD BE, WHAT WOULD, WHAT IS YOUR PROCESS FOR SCREENING IN LOCATING CANDIDATES THAT WILL BE THE BEST FIT FOR OUR CITY? AND THE SECOND QUESTION IS, WHAT IS THE TIME INTERVAL IN WHICH YOU WILL CONDUCT THESE SEARCHES ON A DAILY AND WEEKLY BASIS? SURE.

SO, UM, SO THE SCREENING PROCESS IS REALLY GONNA BE, IT'S REALLY GONNA BE BASED ON THE THINGS THAT WE PULL OUT OF THE PROFILE DEVELOPMENT.

SO WE DON'T KNOW WHAT THOSE ARE RIGHT NOW, BUT LET'S JUST SAY IT'S ECONOMIC DEVELOPMENT.

EVERY CITY WANTS SOMEBODY THAT CAN HELP DEVELOP THE CITY IN SOME FASHION OR FORM.

SO, UH, THE SCREENING APPLICANT, THE SCREENING TOOLS WILL BE INTERVIEW, BEHAVIORAL BASED INTERVIEW QUESTIONS THAT WE ASK CANDIDATES BASED ON, YOU KNOW, WHAT'S YOUR EXPERIENCE IN DEALING WITH, UM, YOU KNOW, UH, NEW DEVELOPMENT, WHAT'S YOUR EXPERIENCE DEALING WITH REDEVELOPMENT? WHAT'S YOUR EXPERIENCE DEALING WITH TIFS AND TURS AND ALL THE TOOLS THAT ARE NEEDED FOR ECONOMIC DEVELOPMENT? SO WE'RE GONNA ASK THEM SPECIFIC QUESTIONS ABOUT THAT.

THEY'RE ALSO GONNA BE WRITING THOSE TO YOU.

SO THEY'RE GONNA BE PROVIDING THAT AND WRITTEN, UH, FORM TO YOU ABOUT WHAT THEY'RE EXPERIENCING IN THOSE SPECIFIC AREAS THAT ARE IMPORTANT FOR YOU ALL THAT YOU DETERMINE ARE IMPORTANT FOR YOU ALL, OR THE HIRE.

UM, SO ROUGHLY, OUR TIMELINE WORKS LIKE THIS.

ONCE WE GET THE, UH, ONCE WE GET THE APPROVAL OF THE BROCHURE, WE WILL POST THAT JOB AND WE'LL POST IT IN EVERYWHERE FROM THE TOP TO THE BOTTOM.

SO, UH, EVERYBODY WILL KNOW THAT THE KYLE OPPORTUNITY IS AVAILABLE.

WE WILL POST IT FOR 30 DAYS.

ONCE THE POSTING CLOSES, 45

[00:15:01]

UM, SO THAT'S OUR DELIVERABLE TO YOU.

THE INTERVIEWS HAPPEN, OBVIOUSLY ALL ALONG THAT TIME.

SO AS CANDIDATES COME IN AND FLOWS COME IN, WE'RE STARTING THEM THROUGH THAT PROCESS.

AND A LOT OF TIMES WE GET ASKED THE QUESTION, WELL, WHY DOES IT TAKE, YOU KNOW, 30 DAYS AFTER THE 45 DAYS AFTER THE POSTING CLOSES? WHY DOES IT TAKE SO LONG? WELL, UH, LET ME TALK YOU THROUGH THAT.

UM, A LOT OF CANDIDATES WON'T APPLY TILL THE END THE LAST DAY.

I DON'T KNOW, THEY THINK THAT THEY'RE AT THE TOP OF THE PILE.

I'M NOT SURE WHAT IT IS, BUT WE GET THAT.

SO WE CAN'T START THE PROCESS TILL THEN WITH THEM IN TERMS OF WALKING THEM THROUGH.

SO GETTING THEM SCHEDULED FOR THREE ROUNDS OF INTERVIEWS, GIVING THEM ONE WEEK TO DO THAT WRITTEN MATERIAL, REVIEWING THAT INFORMATION, CONDUCTING CRIMINAL EDUCATION, FINANCIAL BACKGROUND CHECKS ON EVERYBODY, AND DOING ALL THE REFERENCE CHECKS.

ALL OF THAT WORK IS DONE BEFORE THEY EVER GET PRESENTED TO YOU AS A CANDIDATE.

IN ADDITION, WE RUN A, A, A SEPARATE SOCIAL MEDIA SEARCH CALLED PPI.

UM, IT'S OUTSOURCE, WE OUTSOURCE IT TO A, A THIRD PARTY COMPANY.

UM, BUT THAT RUNS THEIR BACKGROUND THROUGH ALL SOCIAL MEDIA.

SO WE HAVE A REPORT OF ANYWHERE THAT THEY'VE EVER BEEN IN, IN THE NEWS, WHETHER IT'S THE NEWSPAPER, TV, ANYTHING ALONG THOSE LINES.

SO THAT'S OUR, THAT'S OUR OVERALL TIMELINE.

UH, I'D BE GLAD TO ANSWER ANY OTHER QUESTIONS.

YOU JUST ONE FOLLOW UP ON THE, ON YOUR ANSWER, TOP TO BOTTOM.

AND THEN GOING BACK TO THE ORIGINAL IS THE PROCESS OF SCREENING AND LOCATING.

SO WOULD THIS BE A NATIONWIDE SEARCH OR JUST STATE? WHAT WOULD BE YOUR PROCESS THERE? OH, I, YEAH.

THANK YOU.

GREAT QUESTION.

YEAH, WE, YOU KNOW, WE BELIEVE THIS IS A NATIONWIDE SEARCH IN, IN MY, IN MY MIND.

UM, UNLESS TELL US SOMETHING DIFFERENTLY FROM A, UH, YOU KNOW, FROM A PROFILE STANDPOINT.

IN OTHER WORDS, YOU MIGHT SAY, LISTEN, WE WANT SOMEBODY THAT IS PART OF, UH, TCM A OR, YOU KNOW, SOMETHING ALONG THOSE LINES.

UM, OUR, OUR DATABASE AND OUR REACH, I MEAN, WE WORK ACROSS THE COUNTRY AS IT IS RIGHT NOW.

I MEAN, WE'VE GOT WORK IN MONTANA AND IDAHO, AND COLORADO AND TEXAS AND PENNSYLVANIA AND FLORIDA.

SO WE'RE, WE'RE A NATIONAL COMPANY AND WE BELIEVE THAT, UM, YOU KNOW, THERE'S, THERE'S JUST NOT BORDERS ANYMORE, UH, TO BE HONEST WITH YOU.

AND SO, YOU KNOW, THE TOOLS THAT WE'LL USE, WE'LL, WE'LL PUBLISH THIS ON ICMA AND WE'LL PUBLISH IT ON LINKEDIN AND T CMA AND TML.

UM, IT'LL GO ON M F B P A, THE NATIONAL FORUM OF BLACK PUBLIC ADMINISTRATORS.

IT'LL GO, UH, IN THE INTERNATIONAL HISPANIC NETWORK, UM, YOU KNOW, JUST TO KIND OF NAME A FEW.

IT'LL GET OUT TO ALL THOSE, ALL THOSE DIFFERENT THINGS.

SO YES, IT'LL BE A NATIONAL REACH.

THANK YOU.

THANK YOU, MAYOR.

THANK YOU.

ANYONE ELSE HAVE QUESTIONS? I WAS HOPING TO WAIT TILL THE END.

YEAH.

I JUST WANTED TO ASK ONE QUESTION IS, ARE YOU OPEN TO TAILORING THAT SEARCH BASED ON THE DESIRES OF THE COUNCIL? SO IF THE COUNCIL SAID, WE WANT YOU LOOKING MORE FOR, UM, YOU KNOW, OUTTA STATE VERSUS IN STATE, OR, YOU KNOW, THOSE KIND OF THINGS, IS THAT SOMETHING THAT YOU DO IS SORT OF TAILOR THE SEARCH BASED ON COUNCIL FEEDBACK? THAT IS EXACTLY WHAT WE DO.

SO, UM, YOU KNOW, FROM MY STANDPOINT, IF THAT'S WHAT I'M SAYING, WHEN WE, OUR, OUR REACH IS NATIONALLY, UM, OBVIOUSLY WE'VE DONE A TON OF WORK IN TEXAS.

I BELIEVE THAT TRUTHFULLY, TEXAS, YOU KNOW, HAS PROBABLY THE STRONGEST CITY MANAGEMENT FORM OF GOVERNMENT IN THE COUNTRY.

UM, BUT THAT BEING SAID, YOU KNOW, THERE ARE CERTAIN THINGS THAT WE CAN DO THROUGH THE STAKEHOLDER MEETINGS TO DERIVE, YOU KNOW, WHAT'S IMPORTANT TO YOU ALL.

OKAY.

AND THAT MAY BE SAYING, HEY, LISTEN, WE WANT ANYBODY THAT UNDERSTANDS THAT OR WE DON'T.

THANK YOU.

UH, DOES ANYBODY ELSE WANNA ASK ANY QUESTIONS AT THIS TIME? UH, COUNCIL PARSLEY? UM, SO I WAS JUST REVIEWING THE BACKUP MATERIAL, AND I SEE THAT YOU HAVE, UM, ONE OF THE BIGGEST CITIES THAT YOU HAVE HIRE A CITY MANAGER IS FOR LIKE ARIZONA, UH, WHICH HAS LIKE 270,000 FOR CHANDLER.

UM, AND THEN YOU HAVE JOHNS CREEK IN GEORGIA WITH 84,000, AND THAT WILL BE IN 2020.

AND THEN AN OREGON 53,000.

SO, UM, MOST OF THE CITIES I SEE, OR MAYBE I'M, I DON'T KNOW, CORRECT ME IF I'M WRONG, UM, HAVE LOWER, LIKE A SMALLER POPUL POPULATION.

UM, I BELIEVE YOU'RE LOOKING AT, WE HAVEN'T DONE JONES CREEK, GEORGIA.

OKAY.

I GAVE THIS TO YOU.

WE'RE TALKING TO EG, CORRECT.

OH, OOPS, SORRY.

I APOLOGIZE FOR THAT.

THAT'S OKAY, .

THAT'S OKAY.

I'M SORRY.

[00:20:01]

I KNOW, I KNOW, I KNOW WHERE MATERIAL, THEY KNOW WHERE WE'VE DONE WORK.

THAT'S OKAY.

WHY DON'T WE GO AHEAD AND SWITCH OVER TO SG THEN.

THANK YOU, SCOTT.

APPRECIATE IT.

IS THIS, IS THIS OUR ONLY CHANCE TO ASK QUESTIONS? MAYOR? DO I STAY ON THE LINE? UM, UH, YES.

THE, THE PLAN IS WE'RE GONNA HEAR FROM SDR.

UH, WE MIGHT HAVE A COUPLE, UH, FOLLOW UP QUESTIONS FOR THEM, AND THEN WE'RE GONNA GO INTO EXECUTIVE SESSION AND HAVE A CONVERSATION.

UH, AND THEN WHEN WE COME BACK OUT, WE, WE MAY BE LOOKING TO HAVE FURTHER CONVERSATION, SO YOU JUST HAVE TO HANG WITH US.

OKAY.

THANK YOU.

OKAY.

SOUNDS GREAT.

THANK YOU.

ALL RIGHT.

NEXT IS JENNIFER FADDEN AND LYNN BARBOSA WITH SGR, AND THEY HAVE A POWERPOINT PRESENTATION THAT, THAT WE'RE GONNA LOAD UP ON SCREEN FOR YOU, LYNN AND JENNIFER.

HI, GOOD EVENING.

I HOPE YOU CAN SEE OUR PRESENTATION THERE ON YOUR END.

I'M JENNIFER FADDEN, I'M THE CHIEF OPERATING OFFICER FOR SGR.

AND THANK YOU SO MUCH FOR THE OPPORTUNITY TO VISIT WITH YOU THIS EVENING.

UH, WE'D LIKE TO HIGHLIGHT SOME KEY POINTS THAT WERE INCLUDED IN OUR PROPOSAL, AND OF COURSE, ANSWER ANY QUESTIONS THAT YOU MAY HAVE.

UM, FIRST AND FOREMOST, I THINK YOU PROBABLY WANT TO HEAR FROM AND TALK TO, UM, THE PROJECT MANAGER FOR THIS ENGAGEMENT.

SO I'M GOING TO ASK LYNN BARBOZA, UH, WHO WILL BE YOUR EXECUTIVE RECRUITER TO INTRODUCE HERSELF AND TELL YOU A LITTLE BIT ABOUT HER BACKGROUND, LYNN.

ALL RIGHT.

THANK YOU, JENNIFER.

THANK YOU SO MUCH, MAYOR.

COUNCIL, GOOD EVENING.

WE APPRECIATE THE OPPORTUNITY TO, UM, PRESENT, UM, A PROJECT OUTLINE FOR YOU AND HOPEFULLY PARTNER WITH THE CITY OF KYLE, UM, IN THE SEARCH FOR YOUR NEW CITY MANAGER.

MY NAME, AS JENNIFER MENTIONS, IS LYNN BARBOZA.

I, UM, HAVE 27 YEARS LOCAL GOVERNMENT EXPERIENCE.

I WORKED FOR THE CITY OF LAS VEGAS AND NEVADA, UH, THROUGHOUT MY CAREER.

STARTED OUT IN MUNICIPAL COURT AND WORKED IN THE OFFICE OF COMMUNICATIONS, THE CITY COUNCIL OFFICE, AND THEN ULTIMATELY THE DEPARTMENT OF HUMAN RESOURCES FOR MY LAST 12 YEARS.

THE LAST FIVE YEARS OF MY TIME WITH THE CITY OF LAS VEGAS, I WAS MANAGING THE TALENT ACQUISITION GROUP.

SO I WAS ALSO HANDLING MY OWN EXECUTIVE SEARCH LOAD.

AND WHILE WITH THE CITY, I HANDLED ABOUT 30, UH, EXECUTIVE LEVEL SEARCHES, INCLUDING CITY MANAGER, DEPUTY, CITY MANAGER, DEPUTY DIRECTOR, DIRECTOR, FIRE CHIEF, UH, CHIEF FINANCIAL OFFICER, CHIEF INFORMATION OFFICER.

SO THAT'S DURING MY CAREER WITH THE CITY.

I RETIRED IN 2018 AND JOINED THE SGR TEAM, UM, AS A FACILITATOR IN THE LEADERSHIP DEVELOPMENT AREA UNDER MIKE N AND I ASSISTED WITH COUNCIL RETREATS.

I DID SOME TRAINING VIDEOS, DID A LOT OF IN-PERSON TRAINING WITH MIKE.

AND THEN IN THE LAST TWO YEARS, I MOVED OVER TO EXECUTIVE SEARCH.

AND IN THAT TIME, I'VE HANDLED ABOUT, UH, 20 PLUS EXECUTIVE LEVEL SEARCHES, UH, FOR SGR, UM, IN EIGHT DIFFERENT STATES.

MINNESOTA, TEXAS, WASHINGTON, OREGON, SOUTH DAKOTA, ARIZONA, NEW MEXICO.

UM, AND I'VE HANDLED, UM, CITY MANAGER DIRECTOR, UH, SEVERAL IN TEXAS.

AS I MENTIONED, I'VE DONE CASTROVILLE, NASSAU BAY, SANTA FE, UH, MOST RECENTLY DID A SEARCH IN ALASKA FOR THE CITY OF KETCHIKAN FOR THEIR CITY MANAGER.

UM, SO I'VE WORKED WITH, UM, CITIES VARYING IN SIZE FROM SMALL, MEDIUM TO LARGE.

AND, UH, THAT'S A LITTLE BIT ABOUT MY BACKGROUND.

MY UNDERGRADUATE IS IN WORKFORCE EDUCATION, AND, UM, THAT REALLY IS SOMETHING I LOVE TO DO, UM, AND IS THE REASON INITIALLY I WENT INTO THE LEADERSHIP DEVELOPMENT SIDE, BUT I LOVE EXECUTIVE SEARCH AS WELL.

SO THANK YOU FOR ALLOWING ME TO INTRODUCE MYSELF.

THANK YOU SO MUCH, LYNN.

AS WE GO TO THE NEXT SLIDE, IT IS A, AN OVERVIEW OF OUR PROJECTED PROJECT SCHEDULE.

UH, WE REALIZE THIS IS PROBABLY DIFFICULT TO READ, BUT IT IS INCLUDED IN YOUR PROPOSAL ON PAGE 13.

OUR, UH, PROCESS FROM THE TIME WE EXECUTE A CONTRACT TAKES ABOUT 15 WEEKS FROM THE TIME THAT WE REVIEW A POSITION PROFILE BROCHURE WITH YOU.

UM, WE ESTIMATE THE PROCESS TAKES ABOUT 12 WEEKS.

SO I'LL GO TO THE NEXT SLIDE AND GIVE YOU A HIGH LEVEL OVERVIEW, UM, OF OUR METHODOLOGY AND OUR PROCESS, WHICH IS INCLUDED ON STARTING ON PAGE FIVE OF YOUR PROPOSAL, UH, PACKET AS WELL.

UM, SO VERY SIMILAR TO MANY OTHER RECRUITMENT FIRMS. WE BELIEVE THAT THE MOST IMPORTANT, UM, ELEMENT OF INITIATING A RECRUIT, AN EXECUTIVE RECRUITMENT IS UNDERSTANDING THE PROFILE OF THE PERSON THAT YOU ARE LOOKING FOR AND REALLY UNDERSTANDING THE COMMUNITY AND THE COMMUNITY'S PRIORITIES.

[00:25:01]

WE'LL TAKE ALL OF THAT INFORMATION ALONG WITH DATA AND STATISTICS AND PHOTOS OF YOUR COMMUNITY, PUT TOGETHER THAT POSITION PROFILE BROCHURE, WHICH OF COURSE, UH, WE WILL REVIEW WITH YOU.

YOU WILL SIGN OFF ON THAT.

UM, AND THAT WILL BE THE MARKETING COLLATERAL THAT WE UTILIZE TO ADVERTISE, UM, THIS POSITION, IT'S AN IMPORTANT PIECE BECAUSE IT'S SHOWCASING YOUR COMMUNITY AND IT'S COM IT'S COMMUNICATING TO PEOPLE THAT MAY NOT KNOW KYLE, TEXAS, WHO AND WHAT AND, UH, WHAT KYLE TEXAS IS ABOUT.

AND SO IT'S AN INCREDIBLY IMPORTANT INITIAL STEP IN OUR PROCESS.

UH, FROM THERE, WE WILL ADVERTISE THE POSITION THROUGH ALL OF THOSE TYPICAL CHANNELS, ICMA T, CMA, UM, NF, P B A.

UM, OF COURSE, UH, WE BELIEVE AT SGR THAT ONE OF THE ADVANTAGES TO PARTNERING WITH US IS OUR NETWORK.

WE CURRENTLY HAVE AN OPT-IN SUBSCRIBER NETWORK OF MORE THAN 45,000 PEOPLE IN LOCAL GOVERNMENT THAT ARE INTERESTED IN HEARING ABOUT JOB OPPORTUNITIES AND OTHER TOPICAL INFORMATION FROM SGR.

AND SO THE KYLE, TEXAS CITY MANAGER JOB POSTING WILL GO OUT TO THOSE, THOSE 45,000 PEOPLE.

UM, AS PART OF OUR REGULAR INFORMATION UPDATES AND NEWSLETTERS, WE WILL ALSO SEND A TARGETED JOB ALERT TO ABOUT 5,900 PEOPLE WHO ARE SPECIFICALLY INTERESTED IN HEARING ABOUT CITY MANAGER OPPORTUNITIES.

UM, THESE ARE PEOPLE, AGAIN, THAT FOLLOW SGR AND WANNA UNDERSTAND WHAT THE TOPICS AND TRENDS ARE IN LOCAL GOVERNMENT.

AND SO THEY WILL GET A SPECIFIC JOB ALERT, UM, ABOUT THE KYLE TEXAS CITY MANAGEMENT OPPORTUNITY.

WE TYPICALLY LEAVE A POSITION POSTED FOR ABOUT 30 DAYS.

WE WANT IT IN THE MARKET SO THAT IT'S GETTING PLENTY OF, UM, UH, IT'S BEING SEEN BY CANDIDATES WHILE IT'S OPEN, WHILE THE POSITION'S POSTED.

LYNN IS GOING TO BE DOING PASSIVE CANDIDATE OUTREACH.

SHE'S GOING TO BE TALKING WITH HER NETWORK ABOUT THIS OPPORTUNITY AND TALK SPECIFICALLY TARGETING PEOPLE THAT SHE BELIEVES ARE A GOOD MATCH BASED ON THE ARTICULATED, UH, PROFILE THAT YOU ALL ARE LOOKING FOR.

AND SO, NOT ONLY DO WE, WE PUT IT OUT THERE FOR THOSE THAT ARE, ARE CURRENTLY IN THE JOB MARKET, BUT WE ALSO GO AFTER THOSE PASSIVE CANDIDATES THAT MAY OR MAY NOT THINK THEY WANT TO LOOK FOR THEIR NEXT OPPORTUNITY.

UM, BUT WE WANNA MAKE SURE THAT THEY'RE AWARE OF THIS OPPORTUNITY AND ALSO ENCOURAGE THEM TO PROMOTE THIS OPPORTUNITY THROUGH THEIR NETWORKS POSITION CLOSES.

WE WILL DO A TRIAGE OF EVERY SINGLE PERSON THAT APPLIES.

UM, OUR APPROACH IS SLIGHTLY DIFFERENT IN THAT WE PRESENT TO THE CITY COUNCIL, EVERY SINGLE PERSON WHO APPLIES FOR THE POSITION.

WE WANT YOU TO BE AWARE OF, UM, WHO THAT CANDIDATE POOL IS, WHETHER THEY ARE QUALIFIED OR NOT.

IT COULD BE THAT THERE ARE PEOPLE IN YOUR COMMUNITY THAT APPLY FOR THE POSITION OR KNOW PEOPLE THAT HAVE APPLIED FOR THE POSITION.

AND SO WE WANT YOU TO HAVE THAT AWARENESS, UM, WHO OF WHO THOSE APPLICANTS ARE, HOWEVER WE PRESENT THE APPLICANTS TO YOU IN A TRIAGED FASHION.

SO YOU WILL, UM, SEE WHEN WE'LL SPEND THE MOST TIME ON THE CANDIDATES THAT ARE MOST HIGHLY QUALIFIED.

AND LYNN WILL WALK YOU THROUGH THAT PROCESS AND PRESENT THOSE CANDIDATES TO YOU AND WORK WITH YOU TO NARROW THE FIELD DOWN TO THE SEMIFINALIST LEVEL, WHICH ARE TYPICALLY ABOUT 12 PEOPLE, NO MORE THAN 12 PEOPLE, UM, AT THIS POINT IN THE PROCESS.

AND SO, AT THAT POINT, WE THEN, UM, SIMILAR TO WHAT OTHER FIRMS DO, WE WILL DO AN INITIAL MEDIA SEARCH.

UH, WE WILL WANT TO UNDERSTAND IF THERE'S ANYTHING IN THOSE 12 PEOPLE'S BACKGROUNDS THAT ARE NOT CONSISTENT WITH THE VALUES OF YOUR COMMUNITY, OR, UM, SOMETHING THAT MAY CAUSE ALARM FUTURE, UH, DOWN THE ROAD.

WE WANT TO BE AWARE OF THOSE THINGS EARLY, EARLY ON IN THE PROCESS.

THE OTHER ELEMENT THAT WE, UH, UTILIZE AT THIS POINT IS AN ONLINE INTERVIEW.

BEFORE YOU INVEST A TON OF TIME IN THESE INDIVIDUALS, YOU NEED TO UNDERSTAND HOW THEY COMMUNICATE, HOW THEY REPRESENT THEMSELVES, HOW THEY, UM, UH, PRESENT THEMSELVES.

AND SO WE DO THAT THROUGH AN ONLINE INTERVIEW PROCESS.

IT'S A ONE WAY INTERVIEW.

UM, CANDIDATES DON'T GENERALLY LIKE IT, BUT IT'S A GOOD OPPORTUNITY FOR YOU TO SEE HOW ONE COMMUNICATES AND PRESENT THEMSELVES.

WE ALSO, AT THIS POINT, WILL HAVE THOSE SEMIFINALISTS COMPLETE

[00:30:01]

THESE QUESTIONS ARE, UM, VERY NARRATIVE IN NATURE.

WE WANNA UNDERSTAND HOW THEY THINK, HOW THEY PROCESS INFORMATION, THEIR LEADERSHIP STYLE, UM, SO THAT WE CAN BEGIN TO SEE WHERE THAT ALIGNMENT COMES IN WITH THE PROFILE OF THE PERSON, UM, THAT YOU HAVE ARTICULATED YOU ARE LOOKING FOR.

WE WILL THEN MEET WITH YOU AGAIN TO PRESENT ALL OF THAT INFORMATION AND CU THAT FIELD DOWN FURTHER TO ABOUT A HALF A DOZEN, UM, FINALISTS.

UM, THESE FINALISTS ARE GOING TO BE THE PEOPLE THAT WE SPEND THE MOST TIME ON, UH, REALLY AT THIS POINT DETERMINING WHO IS THE BEST FIT AND THE BEST MATCH FOR KYLE, TEXAS AT THIS POINT.

ALL OF THESE FOLKS CAN DO THE JOB FROM A TECHNICAL AND EXPERIENTIAL STANDPOINT, BUT OUR, OUR ROLE AT THIS, AT THIS STAGE OF THE PROCESS IS TO REALLY EVALUATE WHO IS A GOOD MATCH FOR YOUR COMMUNITY.

AND IN ORDER TO DO THAT, OBVIOUSLY WE BRING THEM IN, UH, FOR IN-PERSON INTERVIEWS.

LYNN WILL FACILITATE THAT PROCESS AND, UH, MANAGE ALL OF THOSE LOGISTICS FOR YOU.

SHE WILL BE ON SITE.

UH, WE CAN SET UP ANY NUMBER OF INTERVIEW STRUCTURES FROM COMMUNITY PANELS TO INDIVIDUAL, UM, CONVERSATIONS, INFORMAL COFFEES MEET AND GREETS.

UM, REALLY WHATEVER WORKS BEST FOR YOUR COMMUNITY TO GET TO KNOW CANDIDATES IS HOW WE LIKE TO RUN THAT INTERVIEW PROCESS.

UH, WE ALSO, AT THIS POINT WILL HAVE ALREADY COMPLETED AND PRESENTED TO YOU A STAGE TWO MEDIA SEARCH, WHICH EVALUATES ALL OF THE SOCIAL MEDIA OF THESE CANDIDATES, UM, AGAIN, TO MAKE SURE THAT THEY'RE NOT LIVING SOME OTHER LIFE AND SOCIAL MEDIA THAN WHO THEY'RE PRESENTING THEMSELVES TO BE.

UH, WE WILL ALSO DO A COMPREHENSIVE BACKGROUND INVESTIGATION AND CHECK REFERENCES.

AND SO ALL OF THAT DUE DILIGENCE WILL HAVE BEEN DONE BY THE TIME, UM, YOU ARE MEETING IN PERSON WITH THESE INDIVIDUALS.

UM, AND THEN OF COURSE, THROUGH THAT INTERVIEW PROCESS, LYNN WILL WORK WITH YOU TO HELP YOU, UM, DETERMINE, UH, ONCE YOU IDENTIFY YOUR FINAL CANDIDATE, IF YOU NEED ASSISTANCE WITH CONTRACT NEGOTIATIONS OR ANYTHING LIKE THAT.

OUR JOB IS NOT COMPLETE UNTIL YOU HAVE MADE A HIRE AND, UM, YOU HAVE A CONTRACT IN PLACE AND SOMEBODY IS READY TO COME ON AND JOIN YOUR TEAM.

SO THAT IS THE OVERVIEW OF OUR METHODOLOGY.

UM, IF WE COULD GO TO THE NEXT SLIDE, I'D LIKE TO JUST TOUCH ON, UM, OUR COMPANY AND, AND WHO WE ARE.

UM, WE'VE BEEN IN BUSINESS SINCE 1999, AND WE ARE INCORPORATED IN TEXAS IN 2002 TO REALLY FACILITATE INNOVATION AND INNOVATION, INNOVATIVE LEADERSHIP IN LOCAL GOVERNMENT.

UH, OUR HEADQUARTERS IS IN THE DFW AREA.

WE HAVE VIRTUAL OFFICES AND NINE OTHER STATES, AND WE ARE A FULL SERVICE RECRUIT, FULL SERVICE LOCAL GOVERNMENT CONSULTING FIRM.

IN ADDITION TO EXECUTIVE RECRUITMENT, WE ALSO, UM, OFFER LEADERSHIP DEVELOPMENT AND TRAINING, INTERIM MANAGEMENT CONSULTING, STRATEGIC VISIONING, EXECUTIVE COACHING, AND MANY OTHER, UM, NEEDS OF LOCAL GOVERNMENTS.

MANY OF US HAVE, AS LYNN, UM, HAVE A BACKGROUND IN LOCAL GOVERNMENT.

MYSELF, I WAS A CITY MANAGER IN TEXAS FOR ABOUT 10 YEARS, AND SO WE REALLY, UM, WORKED TO UNDERSTAND THE NEEDS OF LOCAL GOVERNMENT AND DO ANYTHING THAT WE CAN TO ADDRESS THOSE NEEDS.

ON THE NEXT SLIDE, UM, THIS WILL GIVE YOU, IF YOU CAN SEE THE MAP ON THE NEXT SLIDE.

UM, THIS GIVES YOU AN IDEA OF WHERE WE WORK AND WHO WE WORK WITH.

UH, WE HAVE CLIENT, WE HAVE OVER 700 CLIENTS IN 47 STATES VIA ALL OF OUR BUSINESS, UM, FUNCTIONS.

AND, UM, I CAN TELL YOU THAT THERE IS, UM, PROBABLY NOT ANOTHER FIRM THAT HAS THE REACH IN TEXAS THAT SGR HAS.

IN THE LAST FIVE YEARS, WE'VE DONE NEARLY 70 CITY MANAGER RECRUITMENTS JUST IN THE STATE OF TEXAS.

AND SO THOSE ARE RANGING IN SIZE FROM LARGE TO SMALL COMMUNITIES.

FOR INSTANCE, RIGHT NOW WE ARE, UH, CURRENTLY ENGAGED TO COMPLETE THE CITY ADMINISTRATIVE SEARCH IN CONROE, TEXAS.

WE ARE ALSO WORKING ON THE CITY MANAGER SEARCH FOR LAREDO, TEXAS.

AND SO, AS LYNN ALLUDED TO, WE WORK IN MANY DIFFERENT SIZES OF COMMUNITIES, AND WE OFTEN TAILOR OUR SERVICES, UH, TO MEET THE NEEDS OF THOSE COMMUNITIES.

SPECIFICALLY.

I'LL TURN IT BACK OVER TO LYNN TO COVER THE NEXT SLIDE, UH, RELATIVE TO WHAT WE BELIEVE ARE SOME KEYS TO A SUCCESSFUL SEARCH.

LYNN, THANK YOU.

THANKS, JENNIFER.

OKAY, SO ON THE SLIDE WE'VE HIGHLIGHTED, THERE'S SO MUCH THAT'S PART OF THIS PROCESS, RIGHT? IT'S A, IT'S A 12 WEEK PROCESS WITH A LOT OF DIFFERENT, UM, LAYERS, BUT WE'VE REALLY DISTILLED

[00:35:01]

UM, AND AS JENNIFER MENTIONED, UH, UNDERSTANDING THE UNIQUE CULTURE NEEDS AND DESIRES OF THE CITY OF KYLE.

UM, THE, THE ORGANIZATION ITSELF AS WELL AS THE COMMUNITY, UM, IS KEY, I WOULD SAY, FROM DOING A NUMBER OF SEARCHES, HAVING THE LEVEL OF ENGAGEMENT FROM ALL OF YOU AT THAT BEGINNING STAGE, UM, AND IDENTIFYING THE RIGHT STAKEHOLDERS WHO WILL ASSIST US IN REALLY DETAILING OUT THE IDEAL CANDIDATE CHARACTERISTICS IS KEY TO THE REST OF THE, THE SEARCH BEING SUCCESSFUL.

SO, UM, THAT'S FIRST AND FOREMOST.

UM, WE MENTIONED THAT, UM, AS YOU SEE ON NUMBER TWO, SG HAS A DYNAMIC STATE OF THE ART TALENT MARKETING PROGRAM.

UM, JENNIFER WENT OVER THE NUMBERS, AND I KNOW ONE OF THE COUNCIL MEMBERS HAD A QUESTION ABOUT THIS.

WE HAVE THE 45,000 OPT IN SUBSCRIBERS.

WE HAVE THE 6,000 THAT ARE SPECIFICALLY MANAGEMENT PROFESSIONALS WHO HAVE OPTED INTO JOB ALERTS FOR MANAGEMENT POSITIONS IN LOCAL GOVERNMENT.

UH, WE HAVE OUR SOCIAL MEDIA NETWORK, WHICH IS, WHICH IS EXTENSIVE, UH, LINKEDIN ALONE.

UM, WE HAVE OVER 12,000 FOLLOWERS.

UM, MY NETWORK IS OVER 3000 ON LINKEDIN.

SO, UM, IT IS A NATIONWIDE NET THAT WE CAST, UM, TO HAVE THE OPPORTUNITY TO PRESENT YOU WITH THOSE MOST HIGHLY QUALIFIED CANDIDATES.

UM, SO THAT NETWORK ON TOP OF WHAT I'LL BE DOING IN TERMS OF PASSIVE CANDIDATE SOURCING, WHICH JENNIFER MENTIONED, IS WHAT WILL PRODUCE THAT REALLY HIGH CALIBER, UH, CANDIDATE POOL FOR YOU.

UM, NUMBER THREE, CANDIDATE VETTING THAT PREVENTS SURPRISES AND ENSURES IN-DEPTH UNDERSTANDING.

UH, JENNIFER TOUCHED ON THIS AS SHE WENT THROUGH THE RECRUITMENT METHODOLOGY.

THAT INCLUDES THE, UH, THE MEDIA SEARCHES, WHICH ARE EXTREMELY DETAILED AND ARE, UH, DETERMINED BY WHERE THE PERSON HAS LIVED AND WORKED IN ALL DIFFERENT PLATFORMS, UM, BOTH AT THE STAGE ONE AND STAGE TWO, WITH STAGE TWO BEING JUST AS, AS THOROUGH OF A, OF A BACKGROUND MEDIA SEARCH CHECK AS, AS WE FIND IS AVAILABLE.

UH, WE ALSO DO A FULL BACKGROUND CHECK, UM, AND WE DO REFERENCE CHECKS.

AND, UM, WE ARE ALSO ABLE TO OFFER A CUSTOMIZED APPROACH OR STEP IF YOU WANTED TO DO ANY SORT OF LEADERSHIP ASSESSMENT TOOL.

SO WE USE DISC, UM, OR IF THERE'S A PREFERRED TOOL THAT YOU ALL, UM, HAVE UTILIZED IN THE PAST, UM, WE WILL MAKE THAT PART OF THE PROCESS AS WELL.

AND THAT'S PART OF THAT CANDIDATE VETTING IN, IN ADDITION TO THE MULTIPLE LEVELS OF INTERVIEWS, STARTING WITH ME DOING A VIDEO INTERVIEW WITH OUR MOST HIGHLY QUALIFIED CANDIDATES FROM THE VERY BEGINNING, UM, BEFORE I PRESENT TO YOU.

AND THEN NUMBER FOUR, CANDIDATE UNDERSTANDING OF THE ORGANIZATION AND COMMUNITY.

THAT IS PART OF THAT INITIAL, UM, RESEARCH PROCESS WHERE I'M GAINING INFORMATION NOT ONLY ABOUT THE IDEAL CANDIDATE CHARACTERISTICS, BUT ALSO THE CITY OF KYLE AND THE COMMUNITY, AND WHAT WOULD BE OF INTEREST TO PROSPECTIVE CANDIDATES.

UM, AS ANY OF YOU LIKELY KNOW, IF YOU'RE LOOKING FOR A NEW OPPORTUNITY, YOU REALLY WANT TO UNDERSTAND WHAT WOULD THAT MEAN FOR ME? WHAT WOULD THAT MEAN FOR MY FAMILY, MY CAREER? AND SO WE'RE UNDERSTANDING THAT AT THE VERY BEGINNING SO THAT THAT COMMUNICATION WITH OUR CANDIDATES IS, IS, IS VERY THOROUGH, AND IN SOME CASES IT MAY NOT WORK.

AND WE'RE FINDING THAT OUT AT THE BEGINNING OF THE PROCESS IF IT ISN'T, IF IT DOESN'T REPRESENT A FIT FOR THE CANDIDATE, WE'RE SHARING THAT INFORMATION WITH THEM VERY EARLY ON.

AND THEN NUMBER FIVE, A PROCESS THAT IS SMOOTH, SEAMLESS, AND USER FRIENDLY FOR BOTH CANDIDATES AND, AND THE CLIENT.

AND THIS, I WOULD SAY, I, I, YOU KNOW, IS SOMETHING I'M REALLY PASSIONATE ABOUT.

UM, AND I'M REALLY PROUD OF THE RELATIONSHIPS I'VE, I'VE, UH, ESTABLISHED WITH MY CANDIDATES AND MY CLIENTS THROUGHOUT THE YEARS.

UM, IT, IT, IT IS DEFINITELY A BALANCE.

UM, IT, IT'S CERTAINLY MEETING THE NEEDS OF THE CITY, BUT IT'S ALSO, UM, REALLY DEVELOPING THAT RELATIONSHIP AND UNDERSTANDING, YOU KNOW, WHAT OUR CANDIDATES ARE LOOKING FOR IF THIS REPRESENTS AN OPPORTUNITY THAT IS A GOOD MATCH OR, OR NOT.

UM, AND JUST GETTING TO KNOW THEM AS PEOPLE, UM, AS WELL, UM, AS, AS A PROSPECTIVE CANDIDATE.

SO THOSE ARE THE, THE KEYS, UH, TO OUR SUCCESSFUL SEARCH.

THAT'S, YOU KNOW, BEEN FINE TUNED OVER THE YEARS.

UM, AND I'M, I KNOW WE'LL, WE'LL ASK FOR QUESTIONS AT THE END, BUT THAT IS A HIGH LEVEL OVERVIEW OF WHAT HAS BROUGHT US SUCCESS IN OUR SEARCH ACTIVITY IN THE PAST.

THANK YOU, LYNN.

WE'LL GO TO THE NEXT SLIDE AND, AND GET, UM, THIS WRAPPED UP HERE SHORTLY.

I DID WANNA TOUCH ON THE IMPORTANCE OF MARKETING.

[00:40:01]

UM, AND SO YOU MAY KNOW THAT THE USE OF SOCIAL MEDIA FOR RECRUITMENT HAS GROWN OVER 50% IN THE LAST FIVE YEARS, AND MORE THAN 80% OF JOB SEEKERS UTILIZE SOCIAL MEDIA IN THEIR JOB SEARCH.

AND SO WE REALLY PLACE AN EMPHASIS ON SOCIAL MEDIA AS PART OF OUR MARKETING OUTREACH FOR THE POSITION, UM, TO BOTH SOLICIT HIGH POTENTIAL CANDIDATES, AND THEN TO SPREAD THE WORD TO OTHERS WHO MAY NOT BE CANDIDATES, BUT KNOW OF OTHER HIGH POTENTIAL CANDIDATES THAT COULD BE A GOOD MATCH FOR THIS POSITION.

SO THE LAST SLIDE HERE, UH, I WILL JUST QUICKLY SUMMARIZE FOR YOU WHY WE THINK SGR, UM, IS A GREAT FIT FOR THIS, UH, ENGAGEMENT TO PARTNER WITH YOU ALL.

UH, WE THINK, UH, WE ARE ONE OF THE PREMIER ORGANIZATIONS, NOT ONLY IN THE STATE OF TEXAS, BUT IN THE NATION THAT UNDERSTANDS LOCAL GOVERNMENT SPECIFICALLY THE ISSUES, THE CHALLENGES, BEST PRACTICES.

AND WE ARE CONSTANTLY SEEKING SOLUTIONS TO PARTNER WITH OUR CO, OUR CLIENTS AND LOCAL GOVERNMENTS TO HELP THEM SOLVE TODAY'S PROBLEMS AND CHALLENGES.

AS I'VE MENTIONED, WE'VE WALKED IN YOUR SHOES, WE'VE SAT IN YOUR CHAIRS, AND WE UNDERSTAND THE CHALLENGES THAT COMMUNITIES IN OUR COUNTRY ARE FACING TODAY.

AS I MENTIONED PREVIOUSLY, UH, WE HAVE A VERY STRONG OPT-IN SUBSCRIBER BASE WHO WANNA KNOW WHAT SGR IS THINKING AND SAYING ABOUT TRENDS IN LOCAL GOVERNMENT.

UM, AND THE, THOSE 45,000 PEOPLE HERE FROM US ONCE A WEEK, UM, AND ARE CONNECTED IN VIA OUR EMAIL NEWSLETTER.

UM, WE ALSO HAVE THOSE OTHER INDIVIDUALS THAT WANNA SPECIFICALLY GET THOSE SGR JOB POSTINGS.

THERE'S ABOUT ALMOST 5,900, ALMOST 6,000, UM, PEOPLE WHO SPECIFICALLY WANNA HEAR ABOUT CITY MANAGEMENT OPPORTUNITIES.

AND SO THEY WILL GET A PERSONALIZED, UM, EMAIL ABOUT THIS OPPORTUNITY WITH THAT MARKETING COLLATERAL THAT I TALKED ABOUT, UM, UH, EARLIER.

AND THEN, UM, FINALLY, WE PURSUE A DIVERSE FIELD OF CANDIDATES.

WE BELIEVE IT'S IMPORTANT FOR THE FIELD OF CANDIDATES TO REFLECT THE DIVERSITY OF YOUR COMMUNITY.

AND SO WE WILL DO SPECIFIC OUTREACH, UM, TO HISTORICALLY UNDERREPRESENTED, UM, UH, PROFESSION, UH, FOLKS IN THE PROFESSION TO ENSURE THAT THEY'RE AWARE OF THE OPPORTUNITY, UM, AND ARE EQUALLY REPRESENTED IN THE CANDIDATE POOL AS WELL.

AND WITH THAT, WE WILL, UM, THANK YOU SO MUCH FOR THE OPPORTUNITY TO BE HERE TONIGHT AND SHARE WITH YOU A LITTLE BIT ABOUT WHY WE THINK SGR IS THE RIGHT PARTNER FOR YOU IN YOUR CITY MANAGEMENT SELECTION PROCESS.

THANK YOU SO MUCH.

ALL RIGHT, THANK YOU VERY MUCH.

DOES ANYBODY HAVE ANY QUESTIONS FOR THE APPLICANT AT THIS TIME? ALL RIGHT, I'M GONNA, UM,

[IV.  Executive Session]

IF THERE ARE NO OBJECTIONS PURSUANT TO CHAPTER 5 51, TEXAS GOVERNMENT CODE CITY COUNCIL RESERVES THE RIGHT TO CONVENE INTO EXECUTIVE SESSION FROM TIME TO TIME AS DEEMED NECESSARY DURING THIS MEETING.

CITY COUNCIL MAY CONVENE INTO EXECUTIVE SESSION PURSUANT TO ANY LAWFUL EXCEPTION CONTAINED IN CHAPTER 5 51 OF THE TEXAS GOVERNMENT CODE, INCLUDING ANY OR ALL OF THE FOLLOWING TOPICS, ONE, PENDING OR CONTEMPLATED LITIGATION OR SEEK THE ADVICE OF THE CITY ATTORNEY PURSUANT TO SECTION 5 51 0.07.

ONE.

CONSULT WITH LEGAL COUNSEL REGARDING EXECUTIVE SEARCH FIRM PROFESSIONAL SERVICES AGREEMENT TERMS THREE PERSONNEL MATTERS, UH, PURSUANT TO SECTION 5 51 0.074, THE APPOINTMENT AND EMPLOYMENT OF THE CITY MANAGER.

ALL RIGHT, UH, THE TIME'S 8:34 PM I'M GONNA CALL THIS MEETING BACK TO ORDER.

THERE IS NO ACTION TAKEN DURING EXECUTIVE SESSION.

THERE WILL BE NO ACTION TAKEN.

NOW, UH,

[3.  

Take action on items discussed in Executive Session.

OKAY, THANK YOU.

I'LL WAIT UNTIL THEY COME ON.

AND I JUST HAVE A QUESTION, SOME QUESTIONS FOR AION.

YES.

HI.

THANK YOU.

AND THANK YOU FOR, UM, TAKING THE TIME TO MEET WITH US.

I APPRECIATE IT.

UM, CAN YOU TELL ME HOW MANY EMPLOYEES YOU GUYS HAVE WITH, WITH YOUR COMPANY? UH, WE HAVE FIVE FULL-TIME EMPLOYEES.

THANK YOU.

UM, WHAT KIND OF TRAVEL FEES DO YOU INCUR DURING, UM, THESE KIND OF CONSULTING JOBS? WELL, WELL OUR, OUR PROPOSAL IS ALL INCLUSIVE OF TRAVEL, SO YOU'LL SEE NO TRAVEL FEES FOR ANY OF, UH, OF AON PEOPLE TO

[00:45:01]

UH, THE ONLY THING THAT'S OUTSIDE OF THE, THE FEE IS THE SEARCH, UH, IS THE, UH, TRAVEL FEE FOR ANY CANDIDATES THAT YOU BRING FROM OUT OF TOWN.

SO, YEAH.

SO YOU, CAN YOU EXPLAIN THAT TRAVEL FEE TO ME FOR THE CANDIDATES? UM, WELL, I THINK THERE IS A FEE IN THE PROPOSAL THAT DISCUSSES TRAVEL.

NO, IT SAYS ADDITIONAL FEES AND THEN UNDERNEATH IT IT IS TALKING ABOUT TRAVEL FEES.

BUT YOU'RE SAYING ONLY FOR CANDIDATES, IS THAT CORRECT? CORRECT.

SO IN OTHER WORDS, IF I, IF I'M DOWN THERE FACILITATING, UH, STAKEHOLDER MEETINGS, YOU GUYS DON'T GET ANY ADDITIONAL FEES FOR THAT.

THE ONLY FEES THAT YOU'LL SEE THAT ARE ADDITIONAL OUTSIDE OF OUR PROPOSED PRICE ARE, WE JUST DON'T KNOW HOW MANY CANDIDATES YOU'RE GONNA WANT TO BRING IN AND WHERE THEY'RE GONNA BE FROM.

SO WE CAN'T CAPTURE THAT.

OKAY.

I APPRECIATE THAT.

UM, AND THEN CAN YOU TELL ME, UM, WHERE IS THE FIR IT'S, YOU KNOW, I GUESS IN THIS, WE'RE IN TEXAS AND IT LOOKS LIKE YOU'VE DONE COLLEGE STATION AND FRISCO, UM, AND WE, I THINK WE'VE ALL BEEN THERE AND WE LOVE FRISCO.

SO, UM, SO WHEN YOU INTERVIEWED FOR THE FRISCO CITY MANAGER, DO YOU HAPPEN TO KNOW OFF THE TOP OF YOUR HEAD HOW FAR OUT APPLICATIONS CAME FROM? UH, I MEAN, WE HAD PEOPLE FROM CALIFORNIA, I MEAN, APPLY FOR THAT ROLE.