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HomeMy WebLinkAboutPR 24501: STRAGIC GOVERNMENT RESOURCES (SGR) TO PROVIDE SPECIALIZED EXECUTIVE RECRUITMENT SERVICES P.R. No. 24501 09/09/2025 RESOLUTION NO. A RESOLUTION RATIFYING THREE PROFESSIONAL SERVICES AGREEMENTS BETWEEN THE CITY OF PORT ARTHUR AND STRATEGIC GOVERNMENT RESOURCES (SGR) FOR EXECUTIVE RECRUITMENT SERVICES FOR THE POSITIONS OF DIRECTOR OF PUBLIC SERVICES/CITY ENGINEER, ASSISTANT CITY ATTORNEY, AND COMPTROLLER, IN A TOTAL AMOUNT NOT TO EXCEED $63,484.00. FUNDING IS AVAILABLE IN HUMAN RESOURCES PROFESSIONAL SERVICES ACCOUNT NO. 001-11- 025-5420-00-10-000 WHEREAS, the City of Port Arthur seeks to ensure the continued effective management and leadership of its organization; and WHEREAS, Strategic Government Resources (SGR) provides specialized executive recruitment services; and WHEREAS, the City of Port Arthur previously entered into three separate agreements with SGR for executive recruitment services for the position of the Director of Public Services/City Engineer, Assistant City Attorney and Comptroller, attached hereto as Exhibits "A", `B" and"C"; and WHEREAS, it is in the best interest of the City of Port Arthur to formally ratify these agreements to confirm their validity and authorize continued engagement. NOW, THEREFORE, BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF PORT ARTHUR, TEXAS: Section 1. That the facts and opinions in the preamble are true and correct. Section 2. That the City Council of the City of Port Arthur hereby ratifies the professional services agreement with Strategic Government Resources for executive recruitment services for the positions of Director of Public Services/City Engineer (Exhibit "A"), Assistant City Attorney (Exhibit `B"), and Comptroller (Exhibit "C"), in a total amount not to exceed $63,484.00, with funding provided from the Human Resources Professional Services Account No. 001-11-025-5420-00-10-000. Section 3. That a copy of the caption of the Resolution shall be spread upon the Minutes of the City Council. READ, ADOPTED AND APPROVED on this day of A.D., 2025, at a Meeting of the City Council of the City of Port Arthur, Texas, by the following vote: AYES: Mayor Councilmembers NOES: . Charlotte M. Moses Mayor ATTEST: Sherri Bellard,TRMC City Secretary APPROVED AS TO FORM: Roxann Pais Cotroneo City Attorney Page 2 APPROVED F/R A; `kt STRATION: rear- Ronald Burton, CPM City Manager Ld . Clifton Williams,Jr., CPPB Purchasing Manager APPROVED FOR AVAILABILITY OF FUNDS: iA)4t/6( Lyn a "Lyn" Boswell,MA.,ICMA-CM Director of Finance Page 3 Exhibit "A" (Recruitment of Director of Public Services/City Engineer) Page 4 PROPOSAL FOR EXECUTIVE RECRUITMENT SERVICES Director of Public Services/City Engineer City of Port Arthur, Texas February 11, 2025 This proposal is valid for 60 days Strategic Government Resources P.O. Box 1642, Keller, Texas 76244 Office: 817-337-8581 JJ Peters, President of Executive Recruitment JJ Peters@GovernmentResource.com 1014 SGR MO. February 11, 2025 Dr. Albert Thigpen, Assistant City Manager-Administration City of Port Arthur, Texas Dear Dr. Thigpen, Thank you for the opportunity to submit this proposal to assist the City of Port Arthur in your recruitment for a new Director of Public Services/City Engineer. At SGR, we take pride in our unique ability to provide personalized and comprehensive recruitment services to meet your specific needs. We would like to highlight some key aspects that set SGR apart from other recruitment firms and enable us to reach the most extensive and diverse pool of applicants available: • SGR is a recognized thought leader in local government management and is actively engaged in local government operations, issues, and best management practices. • SGR has conducted executive recruitments for over 450 local government clients in 37 states, and we value the long-term relationships we have developed with many of our clients who continue to partner with us on future recruitment needs. • We have a broad community of over 19,000 followers on Linkedln,one platform we utilize to connect with a wide range of active and passive candidates across the nation. • Our Servant Leadership e-newsletter, with a subscriber base of over 35,000 in all 50 states, announces all SGR recruitments, further extending our reach. Your position will also be posted on SGR's website and our Job Board. • In addition, SGR sends targeted emails to our opt-in Job Alert subscriber database including over 2,000 public works, utilities, &engineering professionals. We are happy to provide references upon request. We are enthusiastic about the prospect of conducting this recruitment for the City of Port Arthur, and we are available to schedule a meeting at your convenience to discuss further. Respectfully submitted, ?ICA* Jeri J. Peters, President of Executive Recruitment JJPeters@GovernmentResource.com PO Box 1642, Keller,TX 76244 817-337-8581 www.GovernmentResource.com TABLE OF CONTENTS I About SGR 2 Unique Qualifications DEI in Recruitments 4 Project Personnel 7 Approach and Methodology 6 Typical Timeline 7 Fee Proposal 8 Terms and Conditions 9 Placement Guarantee 10 SGR Public Works, Utilities, & Engineering Recruitments 11 Sample Position Profile Brochure 12 Sample Contract: Full Service Recruitment About SGR Strategic Government Resources, Inc. (SGR) exists to help local governments become more successful by recruiting, assessing, and developing innovative, collaborative, and authentic leaders. SGR was incorporated in Texas in 2002 with the mission to facilitate innovative leadership in local government. SGR is fully owned by former City Manager Ron Holifield, who spent two high-profile decades in city management and served as a City Manager in several cities. SGR's business model is truly unique. Although we are a private company, SGR operates like a local government association. Most of SGR's principals are former local government officials, allowing SGR to bring a perspective and depth of local government expertise to every project that no other firm can match. SGR's Core Values are Customer Service, Integrity, Philanthropy, Continuous Improvement, Agility, Collaboration, Protecting Relationships, and the Golden Rule. SGR is a full-service firm, specializing in providing solutions for local governments in the areas of recruitment and retention, leadership development and training, innovation and future readiness, and everything in between. With 28 full-time employees, 27 recruiters, 16 facilitators, and multiple consultants who function as subject matter experts on a variety of projects, SGR offers comprehensive expertise. The company operates as a fully remote organization, with team members located in Texas, Arizona, California, Colorado, Florida, Georgia, Maine, Montana, Nevada, New York, North Carolina, Ohio, Oklahoma, Oregon, and South Carolina. View all SGR team members and their bios at: https://sgr.pub/MeetTeamSGR. 1 SGR's Unique Qualifications Extensive Network of Prospects SGR is intent on being a leader in executive recruitment and firmly believes in the importance of proactively building a workforce that reflects the diversity of the communities we serve. We leverage an extensive and diverse network to reach potential applicants. • Your position will be announced in SGR's Servant Leadership e-newsletter, which reaches over 35,000 subscribers across all 50 states. • We will send targeted emails to over 2,000 opt-in subscribers of SGR's Public Works, Utilities, & Engineering Job Alerts. • Your position will appear on SGR's Website, https://sgr.pub/SGRWebsite, which attracts approximately 20,000 visitors per month. • Your position will be posted on SGR's Job Board, https://sgr.pub/SGRJobBoard, which typically has over 2,000 job listings at any given time and receives approximately 16,000 unique visitors per month. • SGR implements a comprehensive social media marketing campaign that includes custom-made graphics and distribution on SGR's Linkedln page. • We frequently collaborate with various local government associations, including the League of Women in Government, Alliance for Innovation, and the National Forum for Black Public Administrators. • Approximately 65%of semifinalists selected by our clients learn about open recruitments through our website, servant leadership e-newsletter,job board, job alert emails, social media, or personal contact. Collective Local Government Experience Our recruiters have decades of experience in local government, as well as regional and national networks of relationships. Our executive recruiters leverage the professional networks of all SGR recruiters when recruiting for a position, enabling outreach to a wide and diverse array of prospective applicants. SGR team members are active on a national basis in local government organizations and professional associations. Many SGR team members frequently speak and/or write on issues of interest to local government executives. SGR can navigate relevant networks as both peers and insiders. Listening to Your Unique Needs SGR devotes significant time to actively listening to your organization and helping you define and articulate your needs. We work diligently to conduct a comprehensive recruitment process tailored specifically to your organization. SGR dedicates a prodigious amount of energy to understanding your organization's unique culture, environment, and local issues to ensure an alignment in terms of values, philosophy, and management style perspectives. 2 While we have established systems for achieving success, we are a "boutique" firm capable of adapting to meet a client's specific needs and providing insights on the pros and cons of their preferred approach. Trust of Candidates SGR has a track record of providing remarkable confidentiality and wise counsel to candidates and next-generation leaders, earning their trust. As a result, we can bring exceptional prospects to the applicant pool. Candidates trust SGR to assess the situation accurately, communicate honestly, and maintain their confidentiality to the greatest extent possible. Accessibility and Communication Your executive recruiter will keep you informed of the search status and will be readily accessible throughout the recruitment process. Candidates and clients can reach the recruiter at any time via cell phone or email. Additionally, the recruiter maintains communication with active applicants, ensuring they are well-informed about the community and the opportunity. Comprehensive Evaluation and Vetting of Candidates SGR offers a comprehensive screening process designed to ensure a thorough understanding of candidate backgrounds and to minimize surprises. Our vetting process for a full-service recruitment includes the following key components: • Prescreening questions and technical review of resumes • Cross-communication among our recruiters regarding candidates who have been involved in previous searches, providing greater insight into their background and skills. • Written questionnaires to gain insights beyond what is available through a resume. • Recorded one-way semifinalist interviews. • All-inclusive media reports that far surpass automated Google/LexisNexis searches, tailored to each candidate based on their previous places of residence and work. • Thorough, automated, and anonymous reference checks that provide feedback on candidates from a well-rounded group of references. • Background checks completed by a licensed private investigation firm. Executive Recruitment Clients SGR has partnered on executive recruitments with more than 450 local government clients in 37 states. We take great pride in the long-term relationships we have developed with many of our clients who continue to partner with us on future recruitment needs. View a full list of our Executive Recruitment Clients at: https://sgr.pub/ERClientList. 3 DEI in Recruitments SGR is deeply committed to equal employment opportunity and considers it an ethical imperative. We unequivocally reject any form of bias, expecting that candidates be assessed solely based on their ability to perform the job. Encouraging underrepresented demographic groups to apply is a vital aspect of our commitment. While we cannot guarantee the composition of semifinalist or finalist groups, SGR actively fosters relationships and contacts on a national scale to ensure meaningful participation of underrepresented groups. Our recruitment process is consistently evaluated and refined to incorporate a focus on equity and inclusion. Statistics are a testament to our commitment to diversity and inclusion. In our 2023 placements, 31%of candidates were female and 23%indicated they were a person of color. Our internal hiring practices are designed to attract diverse talent from various backgrounds and experiences. We understand the importance of words,ensuring our recruitment materials are inclusive and reflect an equity-focused perspective. We also actively recommend advertising placements to attract a diverse applicant pool, leveraging partnerships with organizations such as the League of Women in Government, the Local Government Hispanic Network, and the National Forum of Black Public Administrators. Tracking candidate demographic data helps us proactively recruit traditionally underrepresented candidates for senior management positions in local government. We welcome feedback from our clients and candidates, using post-recruitment surveys to refine our processes and outcomes. 4 Project Personnel Marsha Reed,Senior Vice President MarshaReed@GovernmentResource.com 806-789-9641 Marsha has worked in public service for 38 years prior to her retirement. She is a two-time graduate of Texas Tech University having earned her Bachelor of Science Degree in Civil Engineering in 1988 and her Master's in Public Administration in 2000. Marsha recently retired from the great City of Chandler, Arizona, after six years as the City Manager and two years as Assistant City Manager. Prior to working for Chandler, Marsha worked for the City of Lubbock, Texas for 20 years in a number of positions with the last six years as the Chief Operating Officer. Marsha also spent ten years at the Texas Department of Transportation. Marsha is a licensed engineer in both Texas and Arizona and has won a number of awards in her career including the Top 3 Public Works Leaders of the Year Award by the Texas Chapter of the American Public Works Association and Engineer of the Year by the South Plains Chapter of Texas Society of Professional Engineers. Marsha has served in a number of leadership positions including President of the Texas Chapter of APWA and the President of the South Plains Chapter of TSPE. Marsha has also served on the Texas Municipal League Board of Directors and is a current member of the Arizona City Managers Association. In her spare time Marsha enjoys being with her family, traveling, and doing anything outdoors. Marsha has also volunteered her time on Church mission trips, and with a number of non-profit organizations. 5 Approach and Methodology A full-service recruitment typically entails the following steps: 1. Organization/Position Insight and Analysis • Project Kickoff Meeting and Develop Anticipated Timeline • Stakeholder Interviews and Listening Sessions • Develop Recruitment Brochure 2. Recruitment Campaign and Outreach to Prospective Applicants • Advertising and Marketing • Communication with Prospective Applicants • Communication with Active Applicants 3. Initial Screening and Review by Executive Recruiter 4. Search Committee Briefing to Review Applicant Pool and Select Semifinalists 5. Evaluation of Semifinalists • Written Questionnaires • Recorded One-Way Semifinalist Interviews • Media Searches-Stage 1, as described below 6. Search Committee Briefing to Select Finalists 7. Evaluation of Finalists • Comprehensive Media Searches-Stage 2, as described below • Background Investigation Reports • DiSC Management Assessments (if desired, supplemental cost) • First Year Plan or Other Advanced Exercise • Press Release Announcing Finalists (if requested) 8. Interview Process • Face-to-Face Interviews • Stakeholder Engagement (if desired) • Deliberations • Reference Checks(may occur earlier in process) 9. Negotiations and Hiring Process • Determine Terms of an Employment Offer • Negotiate Terms and Conditions of Employment • Press Release Announcing New Hire (if requested) 6 Step 1: Organization/Position Insight and Analysis Project Kickoff Meeting and Develop Anticipated Timeline SGR will meet with the organization at the outset of the project to discuss the recruitment strategy and timeline. At this time, SGR will also request that the organization provide us with photos and information on the community, organization, and position to assist us in drafting the recruitment brochure. Stakeholder Interviews and Listening Sessions Stakeholder interviews and listening sessions are integral to SGR's approach. SGR devotes tremendous energy to understanding your organization's unique culture, environment, and goals to ensure you get the right match for your specific needs. Obtaining a deep understanding of your organizational needs is the crucial foundation for a successful executive recruitment. In collaboration with the organization, SGR will compile a list of internal and external stakeholders to meet with regarding the position. These interviews and listening sessions will identify potential issues that may affect the dynamics of the recruitment and contribute to a comprehensive understanding of the position, special considerations, and the political environment. This process fosters organizational buy-in and will assist us in creating the position profile. Develop Recruitment Brochure After the stakeholder meetings, SGR will develop a recruitment brochure, which will be reviewed and revised in partnership with your organization until we are in agreement that it accurately represents the sought-after leadership and management attributes. To view sample recruitment brochures, please visit: https://sgr.pub/OpenRecruitments Step 2: Recruitment Campaign and Outreach to Prospective Applicants Advertising and Marketing The Executive Recruiter and the client work together to determine the best ways to advertise and recruit for the position. SGR's Servant Leadership e-newsletter, with a reach of over 35,000 subscribers in all 50 states, will announce your position. Additionally, we will send targeted emails to opt-in subscribers of SGR's Job Alerts, and your position will be posted on SGR's website and Job Board. SGR provides a comprehensive social media marketing campaign that includes custom-made graphics and distribution on SGR's Linkedln page. Furthermore, we will provide a recommended list of ad placements to be approved by the client, targeting the most effective venues for reaching qualified candidates for that particular position. Communication with Prospective Applicants SGR maintains regular communication with interested prospects throughout the recruitment process. Outstanding candidates often conduct thorough research on the available position before submitting their resumes. As a result, we receive a significant number of inquiries, and it is crucial for the executive search firm to be well-prepared to respond promptly, accurately, and comprehensively, while also offering a warm and personalized approach. This initial interaction is where prospective candidates form their first impression of the organization, and it is an area in which SGR excels. Communication with Active Applicants Handling the flow of resumes is an ongoing and significant process. On the front end, it involves tracking resumes and promptly acknowledging their receipt. It also involves timely and personalized responses to any questions or inquiries. SGR maintains frequent communication with applicants to ensure they remain enthusiastic and well-informed about the opportunity. Additionally, SGR communicates with active applicants, keeping them informed about the organization and community. Step 3: Initial Screening and Review by Executive Recruiter SGR uses a triage process to identify high-probability, medium-probability, and low-probability candidates. This triage ranking is focused on overall assessment based on interaction with the applicant, qualifications, any known issues concerning previous work experience, and evaluation of cultural fit with the organization. In contrast with the triage process mentioned above, which focuses on subjective assessment of the resumes and how the candidates present themselves, we also evaluate each candidate to ensure that the minimum requirements of the position are met and determine which preferred requirements are satisfied. This sifting process examines how well candidates' applications align with the recruitment criteria outlined in the position profile. Step 4: Search Committee Briefing to Review Applicant Pool and Select Semifinalists At this briefing, SGR will conduct a comprehensive presentation to the Search Committee and facilitate the selection of semifinalists. The presentation will include summary information on the process to date, outreach efforts, the candidate pool demographics, and any identified trends or issues. Additionally, a briefing on each candidate and their credentials will be provided. Step 5: Evaluation of Semifinalists The review of resumes is a crucial step in the executive recruitment process. However, resumes may not fully reveal an individual's personal qualities and their ability to collaborate effectively with others. In some instances, resumes might also tend to exaggerate or inflate accomplishments and experience. 8 At SGR, we understand the significance of going beyond the surface level of a resume to ensure that candidates who progress in the recruitment process are truly qualified for the position and a suitable match for the organization. Our focus is to delve deeper and gain a comprehensive understanding of the person behind the resume, identifying the qualities that make them an outstanding prospect for your organization. During the evaluation of semifinalist candidates, we take the initiative to follow up when necessary, seeking clarifications or additional information as needed. This approach ensures that we present you with the most qualified and suitable candidates for your unique requirements. At SGR, our ultimate goal is to match your organization with individuals who possess not only the necessary qualifications but also the qualities that align with your organizational culture and values. Written Questionnaires As part of our thorough evaluation process, SGR will request semifinalist candidates to complete a comprehensive written exercise. This exercise is designed to gain deeper insight into the candidates' thought processes and communication styles. Our written instrument is customized based on the priorities identified by the Search Committee. The completed written instrument, along with cover letters and resumes submitted by the candidates, will be included in the semifinalist briefing book. Recorded One-Way Semifinalist Interviews Recorded one-way interviews will be conducted for semifinalist candidates. This approach provides an efficient and cost-effective way to gain additional insights to aid in selecting finalists to invite for an onsite interview. The interviews allow the Search Committee to evaluate technological competence, demeanor, verbal communication skills, and on-camera presence. Additionally, virtual interviews provide an opportunity for the Search Committee to ask candidates questions on specific topics of special interest. Media Searches-Stage 1 "Stage 1" of our media search process involves the use of the web-based interface Nexis Diligence'". This platform is an aggregated subscription-based platform that allows access to global news, business, legal, and regulatory content. These media reports at the semifinalist stage have proven helpful by uncovering issues that may not have been previously disclosed by prospective candidates. The recruiter will communicate any "red flags" or noteworthy media coverage to the Search Committee as part of the review of semifinalists with the Search Committee. Step 6: Search Committee Briefing to Select Finalists Prior to this briefing, SGR will provide the Search Committee with a briefing book on the semifinalist candidates via an electronic link. The briefing book includes cover letters, resumes, and completed questionnaires. 9 If applicable, a separate email with the link to view the recorded online interviews is sent to the Search Committee. The objective of this meeting is to narrow the list to finalists who will be invited to participate in onsite interviews. Step 7: Evaluation of Finalists Comprehensive Media Searches-Stage 2 "Stage 2" of our media search process includes the web-based interface Nexis Diligence1" supplemented by Google as an additional tool. By combining both resources, we offer an enhanced due diligence process to our clients, enabling efficient and thorough vetting of candidates and minimizing the risk of overlooking critical information. The Stage 2 media search consists of a more complex search, encompassing social media platforms, and has proven to be instrumental in identifying potential adverse news about the candidate that may not have been disclosed previously. The media search provides the Search Committee with an overview of the candidate's press coverage throughout their career. View a sample media report at: https://sgr.pub/SGRMedia Report. Background Investigation Reports Through SGR's partnership with a licensed private investigation firm, we are able to provide our clients with comprehensive background screening reports that include the detailed information listed below. View a sample background report at: https://sgr.pub/SGRBackgroundReport. • Social security number trace • County wants and warrants for counties where • Address history candidate has lived or worked in previous 10 years • Driving record (MVR) • County civil and criminal search for counties where • Federal criminal search candidate has lived or worked in previous 10 years • National criminal search • Education verification • Global homeland security search • Employment verification for previous 10 years (if • Sex offender registry search requested) • State criminal court search for states where • Military verification (if requested) candidate has lived in previous 10 years • Credit report(if requested) DiSC Management Assessments(if desired, supplemental cost) SGR utilizes the DiSC Management assessment tool, which is among the most validated and reliable personal assessment tools available. The DiSC Management assessment provides a comprehensive analysis and report on the candidate's preferences in five crucial areas: management style, directing and delegating, motivation, development of others, and working with their own manager.View a sample report at: https://sgr.pub/SGRDiSCReport. For assessments of more than two candidates, a DiSC Management Comparison Report is included, offering a side-by-side view of each candidate's preferred management style. View a sample comparison report at: https://sgr.pub/SGRDiSCCompare. 10 First-Year Plan or Other Advanced Exercise SGR will collaborate with your organization, if desired, to create an advanced exercise for the finalist candidates. One such example is a First-Year Plan, where finalist candidates are encouraged to develop a first-year plan based on their current understanding of the position's opportunities and challenges. Other exercises, such as a brief presentation on a topic to be identified by the Recruiter and Search Committee, are also typically part of the onsite interview process to assess finalists' communication and presentation skills, as well as critical analysis abilities. Step 8: Interview Process Face-to-Face Interviews SGR will arrange interviews at a date and time convenient for your organization. This process can be as straightforward or as elaborate as your organization desires. SGR will aid in determining the specifics and assist in developing the interview schedule and timeline. We will provide sample interview questions and participate throughout the process to ensure it runs smoothly and efficiently. Stakeholder Engagement At the discretion of the Search Committee, we will closely collaborate with your organization to involve community stakeholders in the interview process. Our recommendation is to design a specific stakeholder engagement process after gaining deeper insights into the organization and the community. As different communities require distinct approaches, we will work together to develop a tailored approach that addresses the unique needs of the organization. Deliberations SGR will facilitate a discussion about the finalist interviews and support the Search Committee in making a hiring decision or determining whether to invite one or more candidates for a second interview. Reference Checks SGR uses a progressive and adaptive automated reference check system to provide insights on candidates' soft skills from a well-rounded group of references. References may include elected officials, direct supervisors, direct reports, internal organizational peers, professional peers in other organizations, and civic leaders. SGR's reference check platform is anonymous, proven to encourage more candid and truthful responses, thus providing organizations with more meaningful and insightful information on candidates. SGR delivers a written summary report to the organization once all reference checks are completed. The timing of reference checks may vary depending on the specific search process and situation. If finalists' names are made public prior to interviews, SGR will typically contact references before the interview process. If the finalists' names are not made public prior to interviews, SGR may wait until the organization has selected its top candidate before contacting references to protect candidate confidentiality. Step 9: Negotiations and Hiring Process Determine Terms of an Employment Offer Upon request, SGR will provide draft employment agreement language and other helpful information to aid in determining an appropriate offer to extend to your preferred candidate. Negotiate Terms and Conditions of Employment SGR will assist to whatever degree you deem appropriate in conducting negotiations with the chosen candidate. SGR will identify and address any special needs or concerns of the selected candidate, including potential complicating factors. With our experience and preparedness, SGR is equipped to facilitate win-win solutions to resolve negotiation challenges. Press Release (if requested) Until employment negotiations are finalized, you should exercise caution to avoid the embarrassment of a premature announcement that may not materialize. It is also considered best practice to notify all senior staff and unsuccessful candidates before any media exposure. SGR will assist in coordinating this process and in crafting any necessary announcements or press releases. Satisfaction Surveys SGR is committed to following the golden rule, which means providing prompt, professional and excellent communication while always treating every client with honor, dignity and respect. We request clients and candidates to participate in a brief and confidential survey after the completion of the recruitment process. This valuable feedback assists us in our ongoing efforts to improve our processes and adapt to the changing needs of the workforce. Post-Hire Services As part of our commitment to ensuring long-term success, SGR is pleased to offer a complimentary, four-hour, leadership development workshop for your organization within 12 months of the successful completion of the executive search. SGR Executive Recruitment clients would be responsible for the travel costs associated with facilitation only—no professional fee (a cost savings of up to $4,750)! Leadership development workshops are designed to support the newly appointed leader and foster a servant leadership culture within your team, enhancing collaboration and alignment across the organization. Standard leadership development workshops include the following topics: • Creating a Servant Leadership Culture • Governance • Team Building • Strategic Planning • Strategic Visioning 12 For additional information on our leadership development workshops, please email training@governmentresource.com or visit https://www.governmentresource.com/leadership- development-training-resources/workshops-retreats We offer additional post-hire services such as executive coaching, team-building retreats, and performance review assistance at the six-month or one-year mark. For more information or to request a customized proposal, please visit https://www.governmentresource.com/leadership- development-training-resources. 13 Typical Timeline * The timeline below is an example only, and we will work with you to finalize and approve a timeline, with adjustments made if needed after the position is posted. Initial Steps Prior to Posting Position: • Contract Execution •. Kickoff Meeting to Discuss Recruitment Strategy and Timeline • Organization/Position Insight and Analysis Timing varies and usually • Stakeholder Interviews and Listening Sessions takes a minimum of 2 3 • Deliverable: Draft Recruitment Brochure weeks. • Deliverable: Recommended Ad Placements • Organization Approves Ad Placements • Search Committee Reviews and Approves Brochure Task Week • Post Position and Firm up Timeline • Recruitment Campaign and Outreach to Prospective Applicants Weeks 1-4 • Initial Screening and Review by Executive Recruiter • Search Committee Briefing to Review Applicant Pool and Select Semifinalists Week 5 • Questionnaires • Recorded One-Way Semifinalist Interviews Week 6 • Media Searches-Stage 1, as described in Approach/Methodology • Deliverable: Semifinalist Briefing Books via Electronic Link • Deliverable: Recorded Online Interviews, if applicable Week 7 • Search Committee Briefing to Select Finalists Week 8 • Comprehensive Media Searches-Stage 2, as described in Approach/Methodology • Background Investigation Reports Weeks 9-10 • Disc Management Assessments (if desired, supplemental cost) • First-Year Plan or Other Advanced Exercise (if desired) • Deliverable: Finalist Briefing Books via Electronic Link Week 11 • Face-to-Face Interviews • Stakeholder Engagement(if desired) • Deliberations Week 12 • Reference Checks (may occur earlier in process) • Negotiations and Hiring Process * Timeline is dependent upon Search Committee availability and Holidays. Organization agrees to timely provide photos/graphics and information necessary to develop recruitment brochure, narrow candidate field, and conduct candidate screening; failure to do so, may in SGR's reasonable discretion, extend timeline and can negatively impact the outcome of the process. 14 Fee Proposal Price: • Fixed Fee of$24,650(reflects$750 discount) • Up to $2,500 in Ad Placements (billed at actual cost) The Fixed Fee includes: • Stakeholder Interviews and Listening Sessions • Production of a Professional Recruitment Brochure • Recruitment Campaign and Outreach: o Outreach to Prospective Applicants o Custom Graphics for Email and Social Media Marketing o Announcement in SGR's Servant Leadership e-Newsletter o Post on SGR's Website o Ad on SGR's Job Board o Two (2)Targeted Job Blasts to SGR's Opt-In Subscriber Database o Promotion on SGR's Linkedln • Application Management, Screening, and Evaluation • Semifinalist Evaluation: o Questionnaires for up to 15 Semifinalists o Recorded One-Way Interviews for up to 15 Semifinalists o Media Searches—Stage 1 Reports for up to 15 Semifinalists • Semifinalist Briefing Books via Electronic Link • Comprehensive Stage 2 Media Reports for up to Five (5) Finalists • Background Investigation Reports for up to Five (5) Finalists • Finalist Briefing Books via Electronic Link • Reference Checks for up to Five (5) Finalists • Up To Two (2) Onsite Visits by the Recruiter for 1-3 days each, Inclusive of Travel Costs Reimbursable Expenses not included in the fixed fee: • Ad placements will be billed at the actual cost with no markup for overhead. Supplemental Services/Other Expenses not included in the fixed fee: • There may be additional charges for substantial and substantive changes made to the recruitment brochure after the brochure has been approved by the Organization and the 15 position has been posted online. Organization would be notified of any supplemental costs prior to changes being made. • At your request, SGR can conduct an online stakeholder survey for$1,500 to help identify key issues or priorities that you may want to consider prior to launching the search. SGR provides recommended survey questions and sets up an online survey. Stakeholders are directed to a web page or invited to take the survey by email. A written summary of results is provided to the Organization. Please note that this type of survey may extend the recruitment timeline. • Online interviews over and above the 15 included in the Fixed Fee -$250 per candidate. • Additional comprehensive stage 2 media reports over and above the maximum of five (5) included in the fixed price above - $750 per candidate. • Additional background investigation reports over and above the maximum of five (5) included in the fixed price above - $500 per candidate. • Additional reference checks over and above the maximum of five (5) included in the fixed price above- $250 per candidate. • DiSC Management assessments- $175 per candidate. • Semifinalist and finalist briefing materials will be provided to the Organization via an electronic link. Should the Organization request printing of those materials, the reproduction and shipping of briefing materials will be outsourced and be billed back at actual cost. • Additional onsite visits by the recruiter over and above the two (2) onsite visits included in the fixed price are an additional cost. Travel time and onsite time are billed at a professional fee of $1,000 per day. Meals are billed back at a per diem rate of $15 for breakfast, $20 for lunch, and $30 for dinner. Mileage will be reimbursed at the current IRS rate. All other travel-related expenses are billed back at actual cost with no markup for overhead. • SGR Executive Recruitment clients wishing to utilize the complimentary leadership development workshop would be responsible for the travel costs associated with facilitation only. Meals are billed back at a per diem rate of $15 for breakfast, $20 for lunch, and $30 for dinner. Mileage will be reimbursed at the then-current IRS rate. All other travel-related expenses are billed back at actual cost with no markup for overhead. • The organization bears the cost of candidate travel, and candidates are reimbursed directly by the organization. • If the organization desires any supplemental services not mentioned in this fee proposal, an estimate of the cost will be provided at that time, and no work shall be done without approval. Billing SGR will bill the fixed fee in four (4) installments: 30% upon contract execution, 30% after the applicant pool is presented, 30% after finalist interviews, and 10% upon acceptance of 16 employment.Ad placement expenses and supplemental services/other expenses will be billed as incurred or provided. Balances that are unpaid after the payment deadline are subject to a fee of 5%per month or the maximum lawful rate,whichever is less, on the owed amount every month, charged monthly until the balance is paid. 17 Terms and Conditions • The organization agrees not to discriminate against any candidate on the basis of age, race, creed, color, religion, sex, sexual orientation, national origin, disability, marital status, or any other basis that is prohibited by federal, state, or local law. • The organization agrees to refer all prospective applicants to SGR and not to accept applications independently during the recruitment process. • The organization agrees to provide SGR with any candidates that were previously accepted as applicants for the given position before engaging SGR to conduct the recruitment for the subject position. • If the organization wishes to place ads in local, regional, or national newspapers, the organization shall be responsible for paying directly for the ads and for placing the ads using language provided by SGR. • The organization bears the cost of candidate travel, and candidates are reimbursed directly by the organization. Placement Guarantee SGR is committed to your satisfaction with the results of our full service recruitment process. If, for any reason, you are not satisfied, we will repeat the entire process one additional time, and you will be charged only for expenses as described in the Fee Proposal under Supplemental Services. Additionally, we promise not to directly solicit any candidate selected under this engagement for another position while they are employed with your organization. In the event that you select a candidate fully vetted by SGR, who subsequently resigns or is released for any reason within 12 months of their hire date, we are committed to conducting a one-time additional executive search to identify a replacement. In this case, you will only be charged for related expenses as described in the Fee Proposal. If your organization circumvents SGR's recruitment process and selects a candidate who did not participate in the full recruitment process, the placement guarantee will be null and void. Additionally, SGR does not provide a guarantee for candidates placed as a result of a partial recruitment effort or limited scope recruitment. I 18 Public Works, Utilities, & Engineering Recruitments, 2019-Present In Progress • Abilene, TX (pop. 125,000)—City Engineer • Canyon Regional Water Authority, TX-Assistant General Manager • Canyon Regional Water Authority, TX- Project Engineer • Chester County, PA (pop. 540,000) - Director of Facilities • Flagler Beach, FL(pop. 5,000) - City Engineer * • Fort Worth, TX (pop. 900,000) -Assistant Director of Development Services-Engineering • Greenville, TX (pop. 30,000) -City Engineer * • Harlingen Waterworks System, TX-General Manager • Killeen,TX (pop. 161,000) - Executive Director of Public Works • Richland, WA(pop. 62,000) - Public Works Director • Sarasota County, FL (pop. 452,000) - Director of Public Utilities • Waco, TX (pop. 140,000) - Capital Division Manager * • West Central Texas Municipal Water District, TX-General Manager • Wichita Falls, TX (pop. 103,000)—Deputy Director of Public Works * • Williston, ND (pop. 32,000) -Assistant City Engineer * 2024 • Amarillo, TX (pop. 200,000) - Director of Utilities • Brownsville, TX (pop. 186,700)—Director of Engineering & Public Works * • Fort Worth, TX (pop. 900,000) - Property Management Director • Greenville, TX (pop. 30,000) - Public Works Director * • Gulf Shores, AL(pop. 16,000) - City Engineer • Indian River County, FL(pop. 165,000) - Public Works Director • Manhattan, KS (pop. 55,000) - Director of Utilities • North Texas Municipal Water District, TX— Engineering Manager • North Texas Municipal Water District, TX- Water Treatment Systems Manager • Olathe, KS (pop. 152,500)—Assistant City Engineer * • Richardson, TX (pop. 122,570) - Director of Engineering and Capital Projects • Wake County, NC (pop. 1,000,000) - Director of General Services Administration 19 2023 • Bay City, TX (pop. 18,000) - Public Works Director • Cameron, MO (pop. 8,000) - Public Works Director • Cherokee Water Company, TX-General Manager • Fort Worth, TX (pop. 900,000) -Transportation and Public Works Director • Grand Prairie, TX (pop. 200,000) - Utility Director * • Klamath Falls, OR (pop. 22,000) -Assistant City Engineer * • Lake Jackson, TX (pop. 28,000) -Assistant City Engineer * • Lubbock, TX (pop. 266,000) -Assistant Director of Water Utilities • Lubbock, TX (pop. 266,000) - Director of Facilities Management • Moline, IL(pop. 42,000) - Director of Public Works • North Texas Municipal Water District-Assistant Deputy-Wastewater • Olathe, KS (pop. 152,000) -Assistant City Engineer/Transportation Manager * • Richardson, TX (pop. 122,000) - Director of Facilities and Fleet • San Juan County, WA (pop. 19,000) - Fleet Services Director • Terrell,TX (pop. 18,000) - Director of Utilities • Waco,TX (pop. 140,000) - Utilities Capital Projects Division Manager * • Waco,TX (pop. 140,000) - Utilities Plant Operations Manager * • Waco, TX (pop. 140,000) - Wastewater Treatment Plant Superintendent * • Westminster, CO (pop. 119,000) - City Engineer • Westminster, CO (pop. 119,000) - Public Works and Utilities Director 2022 • Amarillo,TX (pop. 200,000) - Director of Utilities • Aurora, CO (pop. 385,000) -Assistant Director of Water Operations • Brookings, SD (pop. 24,000) - Public Works Director * • Cameron, MO (pop. 8,000) - Public Works Director • Canadian River Municipal Water Authority, TX- General Manager • Canyon Regional Water Authority, TX- General Manager • Colorado River Municipal Water District,TX - Engineering Services Manager • Columbia, MO (pop. 125,000) - Public Works Director * • Euless, TX (pop. 61,000) -Assistant Director of Public Works and Engineering * • Fort Smith, AR (pop. 90,000) - Director of Solid Waste Services * • Fort Smith, AR (pop. 90,000) - Deputy Director of Water/Sewer Line Maintenance * • Glenpool, OK (pop. 14,000) - City Engineer * • Government Services Group, Inc. -Assistant MSD Director • Indian River County, FL(pop. 160,000) - Director of Utility Services * 20 • Indian River County, FL(pop. 160,000) -Water-Wastewater Operations Manager * • Klamath Falls, OR (pop. 22,000) - City Engineer * • Lubbock Power& Light, TX (pop. 266,000) - Director of Customer Service • Mesa,AZ (pop. 504,000) -Assistant City Engineer • Plano, TX (pop. 287,000) -Assistant Director of Public Works, Community Services * • Plano,TX (pop. 287,000) -Assistant Director of Public Works, Streets &Traffic * • Plano, TX (pop. 287,000) -Assistant Director of Public Works, Water-Wastewater * • Richardson, TX (pop. 119,000) -Assistant Director of Capital Projects and Engineering * • Snoqualmie, WA (pop. 14,000) - Parks& Public Works Director • Terrell, TX (pop. 17,000) - City Engineer • Victoria, TX(pop. 67,000) -Assistant Director of Public Works/Utilities • Waco, TX (pop. 140,000) - Wastewater Treatment Plant Superintendent * 2021 • Broken Arrow, OK (pop. 110,000) - Director of Maintenance Services* • Broken Arrow, OK (pop. 110,000) - Director of Solid Waste & Recycling * • Cecil County Government, MD (pop. 105,000) - Deputy Director of Public Works * • Dallas County Park Cities Municipal Utility District, TX-General Manager • DeLand, FL(pop. 37,000) - Public Services Director • DeLand, FL(pop. 37,000) - Public Works Director • Denton, TX (pop. 138,000) - Director of Water& Wastewater • Ennis, TX (pop. 20,000)-Project Manager-Engineer * • Georgetown, TX (pop. 70,000) -Water Utilities Director • Great Falls, MT(pop. 59,000) - City Engineer * • Green Valley Special Utility District, TX-Assistant General Manager • Leander, TX (pop. 56,000) - Executive Director of Infrastructure • McKinney, TX (pop. 195,000) - Public Works Director • Orange, TX (pop. 18,000) -Assistant Public Works Director * • San Angelo,TX (pop. 100,000) - City Engineer * • San Marcos,TX (pop. 65,000) -Assistant Director of Public Services * • Sandy, OR (pop. 12,000) - Public Works Director * • South Grayson Special Utility District, TX-General Manager * • Texas City, TX (pop. 50,000) - Director of Planning/City Engineer • Wilmer, TX (pop. 4,700) - Public Works Director * 2020 • Addison, TX (pop. 15,000) - Director of Public Works and Engineering Services • Brevard County, FL(pop. 500,000) - Public Works Director * 21 • Des Moines Water Works, IA- Director of Water Production * • Fernandina Beach, FL (pop. 12,000) - Deputy City Manager/City Engineer * • Fort Lauderdale, FL(pop. 182,000) - Assistant Director of Public Works • Fort Lauderdale, FL(pop. 182,000) - Director of Public Works • Fort Smith, AR (pop. 90,000) - Deputy Director of Water &Sewer Line Maintenance * • Irving,TX (pop. 234,000) - Solid Waste Services Director • Ormond Beach, FL(pop. 41,000) - Utilities Manager • Portland, TX (pop. 23,000) - Director of Public Works * • Reeves County,TX (pop. 15,000) - Road & Bridge Engineer • Richardson, TX (pop. 115,000) -Assistant Director of Public Services * • Temple, TX (pop. 79,000) -Assistant Director of Purchasing and Facility Services * • The Colony, TX (pop. 44,000) - Director of Public Services • Trophy Club Municipal Utility District No. 1, TX-General Manager • Waco,TX (pop. 140,000) - Director of Solid Waste * 2019 • Amarillo, TX (pop. 200,000) - Director of Utilities * • Amarillo,TX (pop. 200,000) -Solid Waste Superintendent • Amarillo, TX (pop. 200,000) -Traffic Engineer * • Austin, TX (pop. 951,000) - Director of Austin Resource Recovery • Baytown,TX (pop. 82,000) -Assistant Director of Engineering/Public Works (Capital Projects) • Bozeman, MT (pop. 45,000) - Director of Public Works • Brighton, CO (pop. 40,000) -Assistant Utilities Director * • Brighton, CO (pop. 40,000) -Assistant Public Works Director * • Broken Arrow, OK (pop. 115,000) - Engineering and Construction Director * • Fort Smith, AR (pop. 90,000) - Utilities Director * • HVJ Associates,TX-Vice President of Civil Design * • Port St. Lucie, FL (pop. 185,000) - Public Works Director * • Rowlett, TX (pop. 62,000) - Director of Public Works * • Temple, TX (pop. 79,000) -Assistant Director of Public Works-Utilities * • Texas City,TX (pop. 51,000) - Director of Public Works * • Waco,TX (pop. 130,000) - Director of Public Works * *Limited scope recruitment 22 *\\\\ CITY OF ABILENE TEXAS CITY ENGINEER DIVISION MANAGER-ENGINEERING SERVICES Abilene, Texas �.. ._ w: . .. _ _____ _ ____ ., ,I,. ..,.:. ,,, : .,,,...i.,. x . 5, , * - ..s, —— ---"` 4 d, -7.7.-ii, - ':-'11111110116.14' .V-,-r ' , ' - -- - `- — t-' - Mi ., • ---`,s= r. 1! -. - • ►. ,:-.:::-.-L,,,17.1:-:;T:. Q { EXECUTIVE 101) RECRUITMENT S�"ro � � ,, ;} PROVIDED BY SlG,,R : - 1 � . „^ - I ' k 1' t :�Fw ids QF a P�y+ M1 +� v. J',P�sl'Y • f: r, - 5 _ `.. .y+1!:. �; y,4,,2, r tiY ,'' _, ,, .'S .tom klF' P` .',p.. "01 4,+.' 6. ; •*-. yr, _ .:`�el + + ,y i ` .{�' `,'�'rr � � � �F � � �o- 3 ,sue �sf; _yam _ 4cr _'4.G`r4: <.srT4� M �. 1 J r ` {� 4 j •ter . TjPI 3$ { rt " T IllI ' Y/ r'- iiih v t = '� , ABILENE METROPOLITAN p gi STATISTICAL AREA (MSA) �� ` "" 172,310 1 e) THE COMMUNITY More than 125,000 friendly people call Abilene home, as the city offers a MSA CIVILIAN LABOR FORCE comfortable mix of Old West heritage, contemporary culture, and traditional 76,t4t(2ot9) values. As a Top Texas Destination, there is something for everyone in Abilene. Visitors ""' and locals can feed the giraffes at the Abilene Zoo or relive rugged western m�it�� lore through cutting-edge technology at Frontier Texas; art enthusiasts can find inspiration at various museums; and cultural events held in Downtown Abilene, such as ArtWalk, City Sidewalks, and the annual Children's Arts and POPULATION:125,000+ Literacy Festival, delight attendees of all ages. AVERAGE AGE:32.2 Conveniently located at the center of a 22-county area known as the Big Country — and just 180 miles from the Dallas/Fort Worth Metroplex near the astate's geographic center — Abilene is a centerpiece for employment, retail, and medical services in West Texas that offers the perfect balance between lialiiif urban and rural life. NUMBER OF HOUSEHOLDS While the City continues to expand, the manufacturing and wind energy 46,225 industries have increased to meet growing demands and opportunities. The AVERAGE HOUSEHOLD INCOME: urbanized areas are clustered primarily inside the city limits of Abilene, serving $63,224 not only Abilene's interests but also those of a large rural community focused on farming, ranching, and resource production. Interstate and state highways, Union Pacific Railroad cargo service, and air travel via Abilene Regional Airport provide citizens and industry easy access to transportation services. AVERAGE HOMESTEAD Established in March 1881 upon the completion of the Texas and Pacific Railroad, APPRAISED VALUE: $133,551 Abilene's history of civic progressiveness and logistic function as a regional center for distribution, commerce, industry, transportation, and education provide an assortment of lodging, dining, cultural,24 nd retail opportunities typically found only in much larger cities. City Engineer 1 Abilene, Texas 1 2 THE COMMUNITY, CONTINUED For those pursuing higher education, Abilene is home to Abilene Christian University, Hardin Simmons University, McMurry University, Cisco College, and Texas State Technical College (Abilene Campus), as well as pharmacy, nursing, and public health graduate programs offered at the Texas Tech University Health Sciences Center. Combined with attractive and affordable housing, excellent schools, a revitalized historic downtown, an assortment of tourist attractions, recreational possibilities, top-notch medical facilities, a regional industrial hub, Dyess Air Force Base, and a thriving philanthropic community, it is clear why Abilene is the place so many choose to live and work. CITY MISSION STATEMENT We work together to build and maintain a community of the highest quality for present and future generations. CITY OF ABILENE CORE VALUES Respect • Demonstrating through our actions that we hold ourselves and our citizens in high enough regard to do what we say we will do, in the timeframe we commit to. • Recognizing that everyone has dignity and deserves helpful, courteous, and prompt attention. • Consistently doing what is necessary, expected, and required, and when able to do so, exceeding expectations. Integrity • Possessing an unwavering commitment to doing the right things right. • Consistently adhering to high professional and ethical standards. • Keeping commitments to our citizens, co-workers, and others. Service Above Self • Being open and approachable to council members, citizens, and our fellow employees at all times. • Treating our customers like we would like to be treated. • Fostering a servant's heart in ourselves and each other by conscientiously doing what is best for the community in all cases. • Passionately committed to serving others. • Helping to make our citizens' lives better. • Finding ways to say yes. Excellence in All We Do • Delivering on promises made, taking personal responsibility for achieving community-minded goals. • Leading by example, recognizing the importance of working together to meet everyone's needs,treating everyone with dignity, courtesy, and respect. • Sharing resources and information freely. • Communicating regularly and honestly with council members, citizens, and employees. • Having a can-do attitude. City Engineer I Abilene, Texas 13 GOVERNANCE AND ORGANIZATION The City of Abilene is a home-rule city with a council-manager form of a _ government featuring a mayor and six council members. The community's mayor is elected at large, while council members are elected at large with residency requirements — three from the north side of town and three from the south. The City Manager, City Secretary, City Attorney, Municipal Court Judge, and all board and commission members are mayoral appointments • approved by the City Council. The City is organized into 14 departments that report to the City Manager: • , _ General Government, Human Resources, Finance, Planning and Development -- Services, Public Works, Information Technology, Police, Fire, Transportation ��•� Services, Library, Zoo, Parks and Recreation, Health, and Water. The City has a FY2023-2024 operating budget of $334.9 million, and an ad valorem tax rate of $0.7328 per $100. It supports nearly 1,300 full-time !�\ employees. c �- ABOUT THE DEPARTMENT ,t 47 The Public Works Department delivers and manages a number of systems, services, and projects that are vital to the City of Abilene. Divisions in the Public Works Department include: Engineering:Develops and maintains City design standards and specifications, City maps, and street directories. This division also issues permits for • driveways, curbs, gutters, and sidewalks, and reviews and approves all engineering documents submitted by outside parties. Inspection Services: Works to provide expertise and oversight in the — expansion and maintenance of City infrastructure. Land Management: Oversees and advises in the acquisition and disposition of property. Solid Waste & Recycling: Administers a comprehensive waste management system for the City. Stormwater Services: Promotes stewardship of Abilene's lakes, creeks, and drainage ways while maintaining compliance with federal, state, and local stormwater regulations. Street Lighting: Maintains the streetlights overseen by the City. Street Services: Maintains the highest quality and most aesthetically pleasing public street system with the available resources. Signs, Signals & Lighting (formerly Traffic Services): Works to provide safe and efficient movement of people and goods on public streets. The Abilene Metropolitan Planning Organization: Works with local, state, and . . 4,,. federal agencies along with community partners and citizens to accomplish ,�.— regional planning under one voice. The Public Works Department has 178 employees and an annual budget of tYJ $51,761,878. 011 , 26 City Engineer I Abilene, Texas 1 4 • PINE MIMMMIft • TiJi. ! !J '. �� x w 6 40 , 1,y‘ MISSION The Mission of Public Works is to deliver quality service to all customers, whether they be citizens, employees or persons from outside the activities for the City. The City Engineer has nine direct reports in the Engineering Division. ABOUT THE POSITION Under the general direction of the Director of Public Works, the City Engineer oversees the City of Abilene's Engineering Services Division. This position plans, organizes, directs, supervises, and coordinates the engineering activities for the City. The City Engineer has nine direct reports in the Engineering Division. The City Engineer will work with Engineering Division staff on planned engineering projects; develop short- and long-range plans for City engineering projects; assign engineering plans, including schedules, feasibility studies and cost estimates; and perform overall project management for public works. This position reviews engineering plans and programs and the development of project scope requirements. They prepare the Engineering Division budget, review operational procedures, and assist in the hiring, supervising, and evaluating of staff. Advising other departmental personnel on engineering functions associated with their work is part of the City Engineer's job. They also assist in liaison efforts with other City departments and outside organizations, responding to information requests and general citizen inquiries. The City Engineer represents the Department Director before Council and other agencies and groups as required and appropriate. They serve as the staff liaison and technical advisor for the Street Maintenance Advisory and Appeals Board, which is a recommending body to the City Manager for street maintenance projects. Being able to safely operate a City vehicle periodically to support City activities is important. This position may involve transporting personnel to and from locations outside of City Hall, delivering or picking up materials for day-to-day operations, and attending off-site meetings. The City Engineer may be exposed to cold, heat, noise, outdoors, chemicals, explosive materials, mechanical hazards, and electrical hazards. This position travels to other work locations. OPPORTUNITIES & CHALLENGES The new City Engineer will focus on the following opportunities and challenges: • Continue implementing the Street Maintenance Program, as it is one of the top three priorities of the City Council. The City receives approximately $12 million annually from a voter approved Street Maintenance Fee plus additional general fund revenue that is used for the annual Street Maintenance Program, with the design for these projects completed with in-house Engineering staff. • Plan, design and construct conversions of streets in the downtown to assist with downtown revitalization. • Design and construct necessary stormwater drainage projects. • Implement an infrastructure maintenance plan to design and update traffic signals and traffic signs city-wide. 27 City Engineer I Abilene, Texas 15 . t�V - fx' * • _ter.... '..-- .�.c • it x .�' ns _ �_ =. ,t i r ' ' 'sue -emu' 1. •.�"fit.--- IDEAL CANDIDATE The City of Abilene seeks an experienced, solutions-oriented leader to serve as its next City Engineer. The ideal candidate will be knowledgeable in the principles and practices of engineering as applied to public works or utilities construction and maintenance, including methods, materials, and techniques. They will be able to apply fundamental concepts of engineering theory and effectively prioritize and manage multiple projects simultaneously. The ideal candidate is someone with a good understanding of the City codes, who can be flexible in their application depending on the circumstances. They will understand the political landscape within the City and development community and be able to establish and maintain excellent relationships, both internally and externally. The ideal candidate will have experience mentoring and training younger staff engineers. A calm demeanor and a willingness to listen to everyone to arrive at informed decisions are important attributes for the chosen candidate. They will have excellent communication skills and presentation skills. Being able to resolve issues quickly is important. The chosen City Engineer will be knowledgeable in the Manual on Uniform Traffic Control Devices; office management practices, technology, and methods; equipment management, usage, maintenance, and safety; and safe driving principles and practices. They will understand contract administration of professional services and construction contracts. Someone familiar with supervisory principles and methods, including goal setting, administration, employee development, and employee supervision, is desired. Additional qualities in the ideal candidate include someone skilled in: • Effectively providing independent judgment and decision-making expertise in the application of technical engineering skills. • Applying advanced skills and knowledge in approaches and systems that affect the design and implementation of major programs and/or processes throughout the City. • Designing, supervising, and reviewing the preparation of engineering plans and studies. • Communicating effectively, both orally and in writing, in a clear and professional manner. • Maintaining accurate records. • Assimilating information to arrive at logical conclusions and to make responsible recommendations. • Analyzing problems, evaluating alternatives, and making recommendations. • Providing responsible administrative assistance in budget, organization, personnel, staffing, and scheduling in a large, service-oriented department. • Managing conflict and resolving disputes with construction projects and the public. • Establishing and maintaining cooperative working relationships with those contacted in the course of work, both internally and externally. 28 City Engineer I Abilene, Texas 16 • • of: 41 • Following and embracing the City of Abilene Core Values - Respect, Integrity, Service Above Self, and Excellence in All We Do. • Leading, managing, and performing in a manner that accomplishes the Division's mission and treats team members with dignity, courtesy, and respect. EDUCATION & EXPERIENCE This position requires a bachelor's degree from an EAC/ABET-accredited university with major course work in civil engineering or a related engineering field. Experience in organizational management activities, including budgetary control, and five (5) years of progressively responsible engineering experience after registration is required. Graduate-level engineering education may be substituted for engineering experience on a year-per-year basis. Experience in land development, including grading, drainage, and street and utility design, is preferred. Municipal City Engineer experience is preferred. A relevant combination of education, experience, and training may be considered. Required certifications include: • Licensed Professional Engineer by the State of Texas Board of Professional Engineers and Land Surveyors (or ability to obtain within six months). • A valid Texas driver's license (or the ability to obtain one within 90 days or a military waiver). • Certified Floodplain Manager certification (or the ability to obtain one within 12 months). COMPENSATION & BENEFITS The City of Abilene offers a competitive salary range of $114,325-$171,488, depending on qualifications and experience.The organization provides a comprehensive benefits package, including medical,dental, vision, and life insurance; generous leave policies, sick pay rewards, and longevity or stability pay; an employee health clinic; and more. Abilene participates in the Texas Municipal Retirement System, with a 7% employee deposit rate and 2:1 employer match. Voluntary 457(b) retirement plans are available. Relocation assistance may be available. APPLICATION PROCESS Please apply online For more information on this position contact: Marsha Reed, Sr. Vice President SGR Strategic Government Resources MarshaReed(&GovernmentResource.com �■� 806-789-9641 The City of Abilene, Texas, is an Equal Opportunity Employer and values diversity in its workforce. Applicants selected as finalists will be subject to a comprehensive background check. 29 City Engineer I Abilene, Texas 17 RESOURCES City of Abilene https://abilenetx.gov Abilene Convention & Visitors Bureau https://www.abilenevisitors.com Development Corporation of Abilene https://developabilene.com Abilene Chamber of Commerce https://www.abilenechamber.com CITY 0 F A B I L E N E Promotional Videos https://www.youtube.com/watch?v=1XP8umQpY8E https://www.youtube.com/watch?v=0-RPnnCgt4k https://www.youtube.com/watch?v=Z7lbzTVZFnk II II II • • r. m> = _ Il 5 IIIIVILt i 11Il 111 II 111/ 1.1 - Ill! I 1 1111111111111111111 4 'i111 !Ill 1 1 1111i11 I1it111i f ... .�_ _ . - - _ - �� I _ � :�I 1111 1 1 1111 11 11 11 1P • � • • r • _ � r .rF Fam _ ' 3 n• : fir ors r T. . -- 9p 30 t Zoho Sign Document ID:3292E235-G9CLDCOBIXP9VEVDR5OIQF8MZ33YOR3-EMMHJMTMD50 Agreement for Executive Recruitment Services("PROJECT") to City of Port Arthur,Texas("CLIENT")between CLIENT and Strategic Government Resources,Inc.,DBA SGR("SGR") SGR and CLIENT(together,"Parties")agree as follows,effective upon the date of the later signature below, in consideration of the mutual promises contained in this Agreement and other good and valuable consideration,the sufficiency of which each Party hereby acknowledges. 1. SGR promises and agrees: A. To perform the services described in SGR's Proposal for PROJECT dated February 11, 2025 ("PROPOSAL")substantially in the timeframe projected in the PROPOSAL. B. To honor the Placement Guarantee stated in the PROPOSAL. C. To comply with all applicable open records, public information and similar laws,and consult with CLIENT if SGR is asked for information before disclosure,unless prevented by court order or law from doing so. 2. CLIENT promises and agrees: A. To pay SGR promptly as billed or invoiced for such services in accordance with the amounts stated in PROPOSAL,including Reimbursable Expenses and costs of any Supplemental Services or Other Expenses that CLIENT selects. Balances that are unpaid after the payment deadline are subject to a fee of 5% per month or the maximum lawful rate, whichever is less, on the owed amount every month,charged monthly until the balance is paid. B, To timely provide photos/graphics and information necessary to develop recruitment brochure,narrow candidate field,and conduct candidate screening and interviews;failure to do so may, in SGR's reasonable discretion, extend timeline and can negatively impact the outcome of the process. C. To respond to drafts of documents and reports in a timely manner;failure to do so may, in SGR's reasonable discretion, extend timelines and can negatively impact the outcome of the process. D. To refer all prospective applicants to SGR and not to accept applications independently during the recruitment process. E. To provide legal opinions to SGR regarding when and if any information relating to the PROJECT must or should be released in accordance with public information laws or legal process. F, That if CLIENT receives an open records request related to this PROJECT, CLIENT shall notify and share the request with SGR in writing as soon as possible but within no more than three (3)business days of receipt and that CLIENT shall provide sufficient time for SGR to notify and provide advance notice to the impacted individuals prior to CLIENT releasing the required information with protected information redacted. G. To directly reimburse finalists for travel-related expenses relating to in-person interviews. H. That CLIENT is ultimately responsible for candidate selections and CLI ENT will not discriminate against any candidate on the basis of age, race,creed,color, religion,sex,sexual orientation, Page 1 of 4 31 Zoho Sign Document ID:3292E235-G9CLDCOBIXP9VEVDR5OIQF8MZ33YOR3-EMMHJMTMD50 national origin, disability, marital status, or any other basis that is prohibited by federal, or applicable state,or local law. I. To comply with the Fair Credit Reporting Act. 1. To cooperate with SGR and not impede SGR from performing its obligations to CLIENT. 3. Additional Terms and Conditions: A. The PROPOSAL is incorporated herein for all purposes including all terms defined therein,but if there is any conflict or inconsistency between the terms or conditions of this Agreement, this Agreement controls. B. SGR may substitute personnel other than those initially placed, who have substantially equivalent training and experience and subject to approval of CLIENT, due to factors such as SGR employee/consultant turnover,developing needs of the PROJECT,or CLIENT's request. C. CLIENT grants SGR permission to use any name, logo, or other identifying mark of CLIENT in SGR's social media content to refer to the relationship established by this agreement. D. Remedies i. CLIENT can terminate this agreement at any time for no reason upon giving SGR seven (7) days advance written notice of the termination date. In such an event, SGR shall be compensated for all work satisfactorily performed up to and through the termination date. ii. SGR can terminate this agreement upon seven(7)days advance written notice of the termination date to CLIENT if CLIENT has failed to promptly pay in full any undisputed portion of any bill or invoice (if the dispute is in good faith) or has failed to perform its contractual promises in a manner that materially impedes SGR's ability to successfully perform its obligations, including identifying and attracting qualified candidates. In such an event, SGR shall be compensated for all work satisfactorily performed up to and through the termination date. E. CLIENT acknowledges that the nature of executive recruitment is such that SGR engages in discussions with prospects through the process who may or may not ultimately become a candidate, and that SGR is utilizing its proprietary network of relationships to identify and engage prospective candidates,and that premature release of such proprietary information, including names of prospective candidates with whom SGR may be having conversations as part of the recruitment process, may be damaging to the prospects, CLIENT, and SGR. Accordingly, CLIENT acknowledges and, to the extent permitted by law, agrees that all information related to this search is proprietary, and remains the property of and under the exclusive control of SGR, regardless of whether such information has been shared with CLIENT. F. There are no third-party beneficiaries to this Agreement. G. If any term or condition of this Agreement is invalidated by final judgment of a court of competent jurisdiction or becomes impossible to perform, the Parties will confer about whether to continue performance without amending the Agreement, without prejudice to either Party's right to terminate the Agreement without cause. H. This Agreement embodies the complete and final understandings, contract, and agreement between the Parties, superseding any and all prior written or verbal representations, Page 2 of 4 32 Zoho Sign Document ID:3292E235-G9CLDCOBIXP9VEVDR5OIQF8MZ33YOR3-EMMHJMTMD50 understandings,or agreements pertaining to this PROJECT.This Agreement can be modified only by signed written amendment. Electronic communications purporting to amend this Agreement will be effective only if the electronic communication includes specific reference to this Agreement or PROJECT. I. This Agreement will be governed by the substantive laws of the State of Texas without regard to the jurisdiction's choice-of-law doctrines. Venue for any litigation relating to this Agreement will be exclusively in Jefferson County of the State of Texas. J. To the extent it may be permitted to do so by applicable law, CLIENT does hereby agree to defend, hold harmless, and indemnify SGR, and all officers, employees, and contractors of SGR, from any and all demands, claims, suits, actions,judgments, expenses, and attorneys' fees incurred in any legal proceedings brought against them as a result of action taken by SGR, its officers, employees, and contractors, providing the incident(s), which is (are) the basis of any such demand, claim, suit, actions, judgments, expenses, and attorneys' fees, arose or does arise in the future from an act or omission of SGR acting within the course and scope of SGR's engagement with CLIENT; excluding, however, any such demand, claim, suit, action, judgment, expense, and attorneys' fees for those claims or any causes of action where it is determined that SGR committed official misconduct, or committed a willful or wrongful act or omission,or an act or omission constituting gross negligence, or acted in bad faith. In the case of such indemnified demand,claim,suit,action,or judgment,the selection of SGR's legal counsel shall be with the mutual agreement of SGR and CLIENT if such legal counsel is not also CLIENT's legal counsel.A legal defense may be provided through insurance coverage,in which case SGR's right to agree to legal counsel provided will depend on the terms of the applicable insurance contract.The provisions of this paragraph shall survive the termination,expiration, or other end of this agreement and/or SGR's engagement with CLIENT. K. Notices related to this Agreement will go to the respective Parties as follows but either Party can change the addressee for notices to that Party by written notice to the other Party. i. For the purposes of this Agreement, legal notice shall be required for all matters involving potential termination actions, litigation, indemnification, and unresolved disputes.This does not preclude legal notice for any other actions having a material impact on the Agreement. ii. Any notice required be given by this Agreement shall be deemed to have been given within three(3)days of emailing or depositing in the mail. Legal Notices: SGR CLIENT 0,1110.4, Attn: Melissa Valentine, Corporate Secretary Attn: PO Box 1642 Keller,TX 76244 Address: Q O,ii3ox ID?fl,9ort Arthur ri 776U Melissa@GovernmentResource.com Email: COR. .kort ?orkAfh•.kr4CX,9pV Page 3 of 4 33 Zoho Sign Document ID:3292E235-G9CLDCOBIXP9VEVDR5OIQF8MZ33YOR3-EMMHJMTMD50 PROJECT Representative: SGR CLIENT Jennifer Fadden Name: A(Ice 313fc,n Chief Operating Officer JenniferFadden@GovernmentResource.com Title: Arc i - A dMI).. 817-337-8581 Email: Q.. "i-h 13 f eneporfa.r+i u.r+K.9OV / Phone: t,44g .) 9:3- $21$ Billing and Invoicing: SGR CLIENT / ` Attn: Finance Name: Tramck4L 'Will;AWLS Finance@GovernmentResource.com 817-337-8581 Title: Dir. of H R 1CIN vi I Sc.rv+<<e Email: -frame ka. 4 =ii+ams ere ef'4r+ Ler goy Phone: C409) 9$3-8211 L. Unless sooner terminated, this Agreement shall terminate at such time as the PROJECT is completed and the requirements of this Agreement are satisfied, except that duties of payment, information disclosure, placement guarantee, and any representations and warranties survive this Agreement. M. The Parties and each individual who executes this Agreement on behalf of a Party represent and warrant to the other Party that as to each Parry's respective signatory, that signatory is authorized by their Party to execute this Agreement and to bind their Party hereto. N. Time is of the essence to this Agreement. O. This Agreement may be executed in counterparts which together will comprise the Agreement. P. This Agreement is subject to appropriation of funds by CLIENT. Strategic Government Resources,Inc.,OBA SGR CLIENT Sigiia.ui c Signature Printed Name:Jennifer Fadden Printed Name: b cI Cl -k n Title: Chief Operating Officer Title:_ C.1k\1 yi Tic Feb 11 2025 15:54 CST 1 U2—Il-2025 Date Date Page 4 of 4 34 Exhibit "B" (Recruitment of Assistant City Attorney) Page 5 Zoho Sign Document ID:3292E235-5JSX9KOCVVF568GOIK3BNQ5X6GBUG1CFWSP1BSY55DA PROPOSAL FOR EXECUTIVE RECRUITMENT SERVICES oi Assistant City Attorney City of Port Arthur, Texas April 24, 2025 This proposal is valid for 60 days Strategic Government Resources P.O.Box 1642,Keller,Texas 76244 Office:817-337-8581 SGR Jennifer Fadden,Chief Operating Officer JenniferFadden@Gove esour com Zoho Sign Document ID:3292E235-5JSX9KOCVVF568GOIK3BNQ5X6GBUG1CFWSP1BSY55DA SR April 24, 2025 Dr.Albert Thigpen,Assistant City Manager-Administra on City of Port Arthur,Texas Dear Dr.Thigpen, Thank you for the opportunity to submit this proposal to assist the City of Port Arthur in your recruitment for an Assistant City Attorney.At SGR,we take pride in our unique ability to provide personalized and comprehensive recruitment services to meet your specific needs. We would like to highlight some key aspects that set SGR apart from other recruitment firms and enable us to reach the most extensive and diverse pool of applicants available: • SGR is a recognized thought leader in local government management and is actively engaged in local government operations,issues, and best management practices. • SGR has conducted executive recruitments for over 450 local government clients in 37 states, and we value the long-term relationships we have developed with many of our clients who continue to partner with us on future recruitment needs. • We have a broad community of over 20,000 followers on Linkedln, one platform we utilize to connect with a wide range of active and passive candidates across the nation. • Our Servant Leadership e-newsletter, with a subscriber base of over 35,000 in all 50 states, announces all SGR recruitments, further extending our reach. Your position will also be posted on SGR's website and our Job Board. • In addition, SGR sends targeted emails to our extensive opt-in Job Alert subscriber database. We are happy to provide references upon request. We are enthusiastic about the prospect of conducting this recruitment for the City of Port Arthur, and we are available to schedule a meeting at your convenience to discuss further. Respectfully submitted, Jennifer Fadden,Chief Operating Officer )enniferFadden(a GovernmentResource.com PO Box 1642,Keller,7X 76244 817-337-8581 www.GovernmentResource.com Zoho Sign Document ID:3292E235-5JSX9KOCVVF568GOIK3BNQ5X6GBUG1CFWSP1BSY55DA Table of Contents 1. About SGR 2. SGR's Unique Qualifications 3. DEI in Recruitments 4. Project Personnel 5. SGR Similar Recruitments 6. Limited Scope Recruitment Flyer 7. Sample Position Profile Brochure 8. Agreement for Limited Scope Executive Recruitment Services Zoho Sign Document ID:3292E235-5JSX9KOCVVF568GOIK3BNQ5X6GBUG1CFWSP1BSY55DA About SGR Strategic Government Resources, Inc. (SGR) exists to help local governments become more successful by recruiting, assessing, and developing innovative, collaborative, and authentic leaders. SGR was incorporated in Texas in 2002 with the mission to facilitate innovative leadership in local government. SGR is fully owned by former City Manager Ron Holifield, who spent two high-profile decades in city management and served as a City Manager in several cities. SGR's business model is truly unique. Although we are a private company, SGR operates like a local government association. Most of SGR's principals are former local government officials, allowing SGR to bring a perspective and depth of local government expertise to every project that no other firm can match. SGR's Core Values are Customer Service, Integrity, Philanthropy, Continuous Improvement, Agility, Collaboration, Protecting Relationships, and the Golden Rule. SGR is a full-service firm, specializing in providing solutions for local governments in the areas of recruitment and retention, leadership development and training, innovation and future readiness, and everything in between. With 22 full-time employees, 27 recruiters, 18 facilitators, and multiple consultants who function as subject matter experts on a variety of projects, SGR offers comprehensive expertise. The company operates as a fully remote organization, with team members located in Texas, Arizona, California, Colorado, Florida, Georgia, Maine, Montana, Nevada, New York, North Carolina,Ohio, Oklahoma,and South Carolina. View all SGR team members and their bios at:j1os Zsgrpub/MeetTeamSGR 1 Zoho Sign Document ID:3292E235-5JSX9KOCVVF568GOIK3BNQ5X6GBUG1CFWSP1BSY55DA SGR's Unique Qualifications Extensive Network of Prospects SGR is intent on being a leader in executive recruitment and firmly believes in the importance of proactively building a workforce that reflects the diversity of the communities we serve. We leverage an extensive and diverse network to reach potential applicants. • Your position will be announced in SGR's Servant Leadership e-newsletter, which reaches over 35,000 subscribers across all 50 states. • We will send targeted emails to opt-in subscribers of SGR's Job Alerts. • Your position will appear on SGR's Website, ,htos://sgr,pub/SGRWebsite, which attracts approximately 20,000 visitors per month. • Your position will be posted on SGR's Job Board, hitps://sgr,pub/SGRJobBoard, which typically has over 2,000 job listings at any given time and receives approximately 16,000 unique visitors per month. • SGR implements a comprehensive social media marketing campaign that includes custom-made graphics and distribution on SGR's Linkedln page. • We frequently collaborate with various local government associations, including the League of Women in Government, Alliance for Innovation, and the National Forum for Black Public Administrators. • Approximately 65% of semifinalists selected by our clients learn about open recruitments through our website, servant leadership e-newsletter, job board, job alert emails,social media,or personal contact. Collective Local Government Experience Our recruiters have decades of experience in local government, as well as regional and national networks of relationships.Our executive recruiters leverage the professional networks of all SGR recruiters when recruiting for a position, enabling outreach to a wide and diverse array of prospective applicants. SGR team members are active on a national basis in local government organizations and professional associations. Many SGR team members frequently speak and/or write on issues of interest to local government executives. SGR can navigate relevant networks as both peers and insiders. Listening to Your Unique Needs SGR devotes significant time to actively listening to your organization and helping you define and articulate your needs. We work diligently to conduct a comprehensive recruitment process tailored specifically to your organization. SGR dedicates a prodigious amount of energy to understanding your organization's unique culture, environment, and local issues to ensure an alignment in terms of values, philosophy,and management style perspectives. While we have established systems for achieving success, we are a "boutique" firm capable of adapting to meet a client's specific needs and providing insights on the pros and cons of t 1�eir preferred approach. 2 Zoho Sign Document ID:3292E235-5JSX9KOCVVF568GOIK3BNQ5X6GBUGICFWSP1BSY55DA Trust of Candidates SGR has a track record of providing remarkable confidentiality and wise counsel to candidates and next-generation leaders, earning their trust.As a result,we can bring exceptional prospects to the applicant pool. Candidates trust SGR to assess the situation accurately, communicate honestly,and maintain their confidentiality to the greatest extent possible. Accessibility and Communication Your executive recruiter will keep you informed of the search status and will be readily accessible throughout the recruitment process. Candidates and clients can reach the recruiter at any time via cell phone or email. Additionally, the recruiter maintains communication with active applicants, ensuring they are well-informed about the community and the opportunity. Comprehensive Evaluation and Vetting of Candidates SGR offers a comprehensive screening process designed to ensure a thorough understanding of candidate backgrounds and to minimize surprises. Our vetting process for a full-service recruitment includes the following key components: • Prescreening questions and technical review of resumes • Cross-communication among our recruiters regarding candidates who have been involved in previous searches, providing greater insight into their background and skills. • Written questionnaires to gain insights beyond what is available through a resume. • Recorded one-way semifinalist interviews. • All-inclusive media reports that far surpass automated Google/LexisNexis searches, tailored to each candidate based on their previous places of residence and work. • Thorough, automated, and anonymous reference checks that provide feedback on candidates from a well-rounded group of references. • Background checks completed by a licensed private investigation firm. Executive Recruitment Clients SGR has partnered on executive recruitments with more than 450 local government clients in 37 states.We take great pride in the long-term relationships we have developed with many of our clients who continue to partner with us on future recruitment needs. View a full list of our Executive Recruitment Clients at:Jps://smpub/ERClientlist 3 Zoho Sign Document ID:3292E235-5JSX9KOCVVF568GOIK3BNQ5X6GBUG1CFWSP1BSY55DA DEI in Recruitments SGR is deeply committed to equal employment opportunity and considers it an ethical imperative. We unequivocally reject any form of bias, expecting that candidates be assessed solely based on their ability to perform the job. Encouraging underrepresented demographic groups to apply is a vital aspect of our commitment. While we cannot guarantee the composition of semifinalist or finalist groups, SGR actively fosters relationships and contacts on a national scale to ensure meaningful participation of underrepresented groups. Our recruitment process is consistently evaluated and refined to incorporate a focus on equity and inclusion. Statistics are a testament to our commitment to diversity and inclusion. In our 2024 placements,33%of candidates were female and 31%indicated they were a person of color. Our internal hiring practices are designed to attract diverse talent from various backgrounds and experiences. We understand the importance of words, ensuring our recruitment materials are inclusive and reflect an equity-focused perspective. We also actively recommend advertising placements to attract a diverse applicant pool, leveraging partnerships with organizations such as the League of Women in Government, the Local Government Hispanic Network, and the National Forum of Black Public Administrators. Tracking candidate demographic data helps us proactively recruit traditionally underrepresented candidates for senior management positions in local government. We welcome feedback from our clients and candidates, using post-recruitment surveys to refine our processes and outcomes. 4 Zoho Sign Document ID:3292E235-5JSX9KOCVVF568GOIK3BNQ5X6GBUG1CFWSP1BSY55DA Project Personnel Marsha Reed,Senior Vice President Email: marshareed@GovernmentResource.com Phone:806-789-9641 Marsha has worked in public service for 38 years prior to her re rement. She is a two-me graduate of Texas Tech University having earned her Bachelor of Science Degree in Civil Engineering in 1988 and her Master's in Public Administra on in 2000. Marsha recently re red from the great City of Chandler, Arizona, a er six years as the City Manager and two years as Assistant City Manager. Prior to working for Chandler, Marsha worked for the City of Lubbock, Texas for 20 years in a number of posi ons with the last six years as the Chief Opera ng Officer. Marsha also spent ten years at the Texas Department of Transporta on. Marsha is a licensed engineer in both Texas and Arizona and has won a number of awards in her career including the Top 3 Public Works Leaders of the Year Award by the Texas Chapter of the American Public Works Associa on and Engineer of the Year by the South Plains Chapter of Texas Society of Professional Engineers. Marsha has served in a number of leadership posi ons including President of the Texas Chapter of APWA and the President of the South Plains Chapter of TSPE. Marsha has also served on the Texas Municipal League Board of Directors and is a current member of the Arizona City Managers Associa on. In her spare me Marsha enjoys being with her family, traveling, and doing anything outdoors. Marsha has also volunteered her me on Church mission trips, and with a number of non-profit organiza ons. 5 Zoho Sign Document ID:3292E235-5JSX9KOCVVF568GOIK3BNQ5X6GBUG1CFWSPIBSY55DA SGR Similar Recruitments City &County Attorney Recruitments, 2019-Present In Progress • North Port, FL(pop. 85,000) - Police Legal Advisor 2025 • Amarillo,TX(pop. 200,000) -Deputy City Attorney 2024 • Commerce City,CO (pop. 62,000)-City Attorney • Lawton,OK(pop. 90,400) -City Attorney • West Linn,OR (pop. 27,000)-City Attorney • Port Arthur,TX(pop. 57,000) -City Attorney • Indian River County, FL(pop. 165,000) -County Attorney • Lubbock,TX (pop. 265,000)-City Attorney 2023 • North Port, FL(pop. 81,000)-Assistant City Attorney • Lawton, OK(pop. 90,400) -City Attorney • Commerce City,CO(pop. 62,400) -City Attorney 2022 • Clark County Aviation Department, NV-Senior Attorney • Fort Worth,TX (pop. 900,000)-City Attorney • North Port, FL (pop. 78,000) -Assistant City Attorney-Police Legal Advisor • Sherwood,OR (pop. 20,000) -City Attorney 2021 • Fate,TX(pop. 19,000) -City Attorney • Nacogdoches,TX(pop. 33,000) -City Attorney • Nassau County, FL(pop. 88,000)-Assistant County Attorney • Waco,TX(pop. 140,000)-Assistant City Attorney * 2019 • Aurora,CO (pop.366,000) -Chief Public Defender • Boerne,TX(pop. 15,000)-City Attorney 6 Zoho Sign Document ID:3292E235-5JSX9KOCVVF568GOIK3BNQ5X6GBUG1CFWSP1BSY55DA • Messer Rockefeller&Fort-Associate or Senior Attorney * • North Port, FL(pop. 70,000) -Assistant City Attorney • Temple,TX(pop. 79,000)-City Attorney •Limited scope recruitment 7 Zoho Si.n Document ID:3292E235-5JSX9KOCWF568GOIK3BNQ5X6GBUG1CFWSP1BSY55D 116 SGR LIMITED SCOPE RECRUITMENT* $1 4,1 84 Effective January 2025 THE LIMITED SCOPE RECRUITMENT INCLUDES: • Professional services provided by designated executive recruiter • Recruitment Brochure - SGR utilizes a professional graphic designer and professional writer to produce a position profile brochure based on information and photos provided by the organization. • Marketing&Advertising • Marketing period,typically 30 days ▪ Custom-made graphics for email and social media marketing ▪ Announcement in SGR's servant leadership e-newsletter,which reaches over 40,000 subscribers across all 50 states = Post on SGR's website(GovernmentResource.com) • Ad on SGR's Job Board(SGRjobs.com),the 2nd largest local government job board in the nation,which averages more than 16,000 unique visitors per month and has more than 2,000 jobs listed at any given time • Targeted job blast to our opt-in subscriber database for SGR recruitments only ▪ Promotion on SGR's Linkedln . Evaluate position and develop list of ad placement recommendations based on type of position and region ▪ Write advertising copy . Place ads(pass-through costs for ad placements not included in price above) • Application Management&Screening-SGR's designated executive recruiter will: a Receive resumes and cover letters on behalf of the organization through SGR's applicant tracking system = Communicate with applicants throughout the application submittal period • Email or schedule a phone call with the organization on a weekly basis to provide an overview on the status of the search • Evaluate applicants . Conduct a virtual briefing with the organization after the position closes . Send emails to retain or release applicants after the briefing with the organization • Provide application materials of retained applicants to the organization = Transition search to the organization * Limited scope recruitments are primarily offered for non-public safety positions and positions that do not report to a governing body CONTACT US RecruitmentPGovernmentResaurce.com Main Office: 817-337-8581 I www.GovernmentResource.com Ills Zoho Su n Document ID:3292E235-5JSX9KOCVVF568GOIK3BNQ5X6GBUG1CFWSP1BSY55DA F; t • 11114 erg,.... CI you a strategic, fiscally responsible leader with a TvAre proven ability to manage municipal operations,over- see major infrastructure programs, build resiliency MANAGER and all hazards preparation, and to build strong re- lationships with elected officials, staff, and the corn- Annual Salary: munity? If so, consider leading Nederland as its next Targeted $175,000 to $195,000 City Manager! DOE/DOQ We're seeking an experienced, collaborative, and adapt- oe~ able leader with: O ;�Q�.,• • Expertise in municipal budgeting, capital projects, 9Z and financial planning (7 • Strong leadership in emergency management, public safety, and labor negotiations tY �I.� • Exceptional communication and stakeholder-en- Cal=1=M1 gagement skills Nederland is"Programmed for Progress"—read on to learn more about this exciting opportunity!! 9 Executive Recruitment Provided by SGGR Zoho Sign Document ID:3292E235-5JSX9KOCVVF568GOIK3BNQ5X6GBUG1CFWSP1BSY55D' ABOUT THE COMMUNITY Nederland, Texas, s a thriving, fami- • • ly-friendly city just over an hour and a half • southeast of Houston, offering a small- town �� feel and a strong sense of community. __' Home to approximately 18,000 residents, -18,000 Xg Nederland is par: of the Golden Triangle re- gion, serving as a key hub for petrochemi- /* *\ cal, industrial, and commercial enterprises. r The city boasts an affordable cost of living, excellent schools, and close-knit neighbor- hoods, making it an attractive place to live it1EDIni,.' HOUSEHOLD INCOME leitiand and work. S75,502 Located just 15 miles from the Gulf of Mex- _ ' ico, Nederland offers easy access to Beau �� ' mont, Port Arthur, and Houston, blending - if - ,.. r. small-town charm with urban convenienc- © +c' es. Residents enjoy parks, walking trails, and annual events such as the Nederland $196,600 Heritage Festival, Fourth of July Fireworks , - Extravaganza, and Lighted Christmas Pa- AVERAGE MONTHLY RENT 4 rade. $1,200 i Founded in 1897 by Dutch settlers as part o` . a railway expansion, flourished Nederland ourised History �� with the 1901 Spindletop oil discovery, so • - lidifying its industrial roots. Today, the city balances its rich history with modern infra- Tourism , i structure, a growing business sector, and strategic economic development initiatives. , GOVERNANCE & ORGANIZATION Nederland operates under a council-manager form of government. The Mayor is elected at-large for a three-year term, while the City Council consists of four at-large members, each serving three-year terms. Though council members must reside in their respective wards, all elections are citywide. The city provides a full range of municipal services including: 1 • Public Safety (police, fire, and emergency management for the city, as well as 9-1-1 dispatch services for Nederland, Port Neches, and Groves) • Public Works & Infrastructure (water, sewer, streets, drainage, capital projects, solid waste, and animal control) • Community Development & Economic Growth (Inspections, Planning & Zoning, Code Enforcement, Economic Development) • Quality of Life (parks & recreation and library) • Internal Services (finance, human resources, and city administration for the city, as well as Information Technology services for Nederlano, Port Neches, and Groves) Zoho Si.n Document ID:3292E235-5JSX9KOCVVF568GOIK3BNQ5X6GBUG1CFWSP1BSY55DA . •+ t�• ,t - • • • 'frj II t • ABOUT THE JOB The City Manager provides executive leadership, fiscal DEPARTMENT STRUCTURE oversight, and strategic planning for Nederland. Re- porting directly to the City Council,this position ensures DIVISIONS efficient governance and service delivery across all city • ADMINISTRATION departments. • PUBLIC SAFETY(POLICE&FIRE) • PUBLIC WORKS&INFRASTRUCTURE Key Responsibilities: • Oversee all city operations and ensure EMPLOYEES high-quality service deliveryAIL • Develop and manage the annual budget withv 135811 a focus on fiscal responsibility FULL- TIME PART- TIME • Modernize and update city systems and pro- cesses KEY PROJECTS FOR 2025 • $10M-IMPROVEMENTS TO THE WATER& • Lead capital projects, including water/waste- WASTEWATER TREATMENT PLANTS,AS WELL AS water improvements and street rehabilitation WATER LINE REPLACEMENT • Serve as the primary liaison with business • S34M-STREET REHABILITATION PROJECTS and external agencies • CONSTRUCTION OF AUXILIARY EMERGENCY MAN- leaders,-residents, AGEMENT FACILITY • Provide leadership in emergency manage- ment, public safety, and labor negotiations Ca,, Full job Description Ct The City Manager plays a pivotal role in driving Neder- land's modernization, growth, and long-term sustain- ability. 1i oho Si.n Document ID:3292E235-5JSX9KOCWF568GOIK3BNQ5X6GBUG1CFWSP1BSY55D IDEAL CANDIDATE The next City Manager should be a forward-thinking leader with expertise in municipal budgeting, capital project management, emergency response, and public safety oversight. This individual will foster collaboration with the City Council, staff, and community while maintaining transparency and fiscal responsibility. Key Qualifications: • Strong financial acumen, including expertise in budget management and utility rate structures • Technical knowledge in community development • Experience with all aspects of emergency management from preparation to recovery • Experience overseeing major capital programs • Background in Texas municipal governance, collective bargaining, and workforce development preferred • A proactive, adaptable, and results-driven approach to leadership • A dynamic and engaging leader who can relate to staff, City Council, and the public while driv- ing progress and fostering a positive organizational culture • A strong advocate for community inclusivity, including supporting programs and initiatives for special needs youth and adults EXPERIENCE & QUALIFICATIONS REQUIRED: • Bachelor's degree in Public Administration, Political Science, Business Administration, Finance, or a related field • Minimum seven years of municipal administration experience or closely related experience • Must be bondable PREFERRED: • Master's degree in Public Administration, Business Administration, or a related field • Experience in Texas municipal government, including knowledge of state laws, tax structures, and economic development policies • FEMA Certifications • Experience in union negotiations, and public safety labor relations • ICMA Credentialed Manager(ICMA-CM) or similar executive leadership certification • Proven success in capital program management, infrastructure planning, and financial sustainability 12 oho Si.n Document ID:3292E235-5JSX9KOCWF568GOIK3BNQ5X6GBUG1CFWSP1BSY55DA _fir /� 1. - M1 ' V..wi�.+4 t ` / t y 4 .' - • = �;.,.'., , ,•• \' �r • '. _ • SALARY & BENEFITS • Salary: Targeted $175,000 to $195,000 DOQ/DOE • Health Benefits: Comprehensive medical, dental, and life/AD&D insurance at no cost to employees; dependent coverage, supplemental life/AD&D, and vision insurance available • Paid Leave: Competitive vacation, sick leave, and holiday benefits • Retirement: Participation in the Texas Municipal Retirement System (TMRS) with a 7% employee contribution and a 2:1 municipal matching ratio, plus eligibility for the Mission Square (formerly ICMA-RC) 457 Plan • Additional Perks: • Si 'i 0 per month cell phone allowance • Optional City issued cell phone • Re ocatior assistance (if applicable} • A welcoming, family-fr endly community with a strong support network Nederland offers ail exciting leadership role in a bt,siness-friendly community—ideal for a proactive, strateg'c municipal leader. HOW TO APPLY Interested candidates should submit their application, résumé, and cover letter at: Here For more information, contact: Clay Pearson, Senior Vice President ClayPearsonPgovernmentresource.cam 1713-816-8639 The City of Nederland, Texas, is an Equal Opportunity Employer committed to diversity. Finalists will undergo a comprehensive background check. 13 Zoho Sign Document ID:3292E235-5JSX9KOCVVF568GOIK3BNQ5X6GBUG1CFWSP1BSY55DA Agreement for Limited Scope Recruitment Services for Assistant City A orney("PROJECT") to City of Port Arthur,Texas("CLIENT") between CLIENT and Strategic Government Resources,Inc.,DBA SGR("SGR") Scope of Services.SGR offers individually priced execu ve search components to deliver only the specific services you need.All services are rendered remotely. Onsite visits, if desired,are considered a separate component and subject to addi onal professional fees and travel expenses. Each of the individual components,and the pricing for each,is included below. Limited Scope Recruitment/$13,434* (reflects$750 discount) •Ad placement costs are not included in the price listed above. Ad placement costs are estimated to be between$2,000 and$3,000 and shall be added to the total cost of services upon approval from the CLIENT. Position Profile Brochure.SGR utilizes a professional graphic designer and professional writer to produce a position profile brochure based on information and photos provided by the CLIENT. The brochure is reviewed and revised in partnership with the CLIENT until CLIENT agrees that it accurately reflects the community,organization,position,and desired attributes.CLIENT agrees to provide photos/graphics and other information (job description, budget documents, links to web pages, etc.) needed to develop position profile brochure. CLIENT agrees to respond to drafts of documents and reports in a timely manner; failure to do so may extend timelines and can negatively impact the outcome of the process. There may be additional charges for changes made to the Position Profile Brochure after the brochure has been approved by the CLIENT and the position has been posted online. Marketing. The marketing spans over thirty (30)days to a maximum of forty-five (45) days, as specified by CLIENT.Within this specified time period,SGR agrees to: • custom-made graphic for email and social media marketing • announcement in SGR's 10 in 10 e-newsletter on Servant Leadership; • position posting on SGR's website; • ad on SGR's Job Board; • email blast to SGR's category-specific,opt-in network of subscribers • promotion on SGR's Linked In • evaluation and recommendation for ad placements based on type of position and location; and • placements of ads(pass-through cost of ad placements not included). Application Management.SGR will receive resumes and cover letters on behalf of CLIENT through SGR's applicant tracking system, communicate with applicants throughout the application submittal period, evaluate resumes after the position closes, conduct a virtual briefing with CLIENT after position closes, send emails to retain or release applicants after the briefing with the CLIENT, and provide application materials of retained applicants to the CLIENT. • CLIENT agrees to refer all prospective applicants to SGR and not to accept applications independently during the recruitment process. - • CLIENT shall specify how long SGR will accept applications for the position, up to a maximum of 45 days. Page 1 of 6 14 Zoho Sign Document ID:3292E235-5JSX9KOCVVF568G01K3BNQ5X6GBUG1CFWSP1BSY55DA • Within seven (7) business days of application close date, SGR will conduct a virtual briefing with CLIENT and present candidate evaluations. • CLIENT agrees to provide SGR with a list of any candidates to be released within two (2) weeks following the briefing with SGR. At that time, SGR will release any candidates that will not continue in the process and email the remaining candidates that the CLIENT will be the primary contact from that point forward. If the CLIENT does not provide a list of candidates to be released, SGR will email all candidates and notify them that the CLIENT will be the primary contact from that point forward.SGR will then consider services fulfilled. • If the CLIENT is not satisfied with the applicant pool, SGR must be notified within three (3) weeks of triage briefing date, and SGR will then coordinate with CLIENT to reopen position, for a maximum of 45 days, at no additional charge to CLIENT (with the exception of reimbursable expenses). After the second posting of position, each additional opening will be charged as a new position for the full fee amount. A La Carte Services Stakeholder Survey/$1,531 • SGR will provide recommended survey questions within three (3) business days of project initiation.SGR will set up an online survey within one(1) business day after CLIENT has reviewed and approved the survey questions. Stakeholders can be directed to a web page or invited to take the survey by email.SGR and CLIENT will agree to the open survey time period, typically ten (10)to thirty(30)days. • CLIENT shall be responsible for marketing and promoting the survey to stakeholders. • A written summary of results is provided to CLIENT within three(3) business days of survey close date.Survey is not validated statistically. Questionnaire/$230 per candidate • SGR develops a written exercise customized to the position. SGR distributes questionnaire to candidates, evaluates questionnaires, and holds a virtual briefing with Organization after questionnaires are received. • SGR will provide a draft questionnaire to Organization within three(3) business days of request. SGR will send questionnaires to candidates within two (2) business days of Organization's approval of questionnaire. Candidates are typically given one (1) week to complete the questionnaire. SGR will be prepared to hold briefing with Organization within three (3) business days after receiving completed questionnaires from candidates. Recorded Online Interviews/$256 per candidate • SGR provides recommended position-specific questions for CLIENT approval, prompts candidates to complete online interviews,and emails a link to CLIENT to view the recorded interviews. • Candidates are typically given five (5) to seven (7) days to complete the interviews. SGR will provide a link with the candidate interviews within two (2) business days after candidates complete the recorded interviews. Comprehensive Media Reports/$1,276 per candidate • SGR uses a proprietary media search process to go far beyond automated Google/LexisNexis searches. SGR's process is customized to provide a comprehensive media search on each Page 2 of 6 15 Zoho Sign Document ID:3292E235-5JSX9KOCVVF568GOIK3BNQ5X6GBUG1CFWSP1BSY55DA candidate. • SGR will provide media report via email within two (2) weeks of receiving completed release form from candidate. Management Style Assessments/$179 per candidate • SGR uses the DISC Management psychometric assessment to provide detailed insights regarding how a candidate would lead and manage an organization. SGR will also provide a DISC Management Comparison Report, which presents a side-by-side view of each candidate's preferred management style. • Candidates are typically given two (2) to three (3) business days to complete the assessments. The assessment reports will be provided to CLIENT within two (2) business days of assessment completion by candidates. Background Investigation Report/$511 per candidate • Through SGR's partnership with a licensed private investigations firm, we are able to provide detailed comprehensive background reports. • Background check reports include: SSN trace and address verification; credit bureau report (if requested); personal information, address, and employment comparisons; county criminal and civil records search (for counties where the candidate has lived or worked in the last 10 years); state criminal records search (for states where the candidate has lived in the last 10 years); county wants and warrants (for counties where the candidate has lived or worked in the last 10 years); Federal criminal records search; InstaCriminal national search; Global homeland security search; sex offender records search; driving/motor vehicle records; education verification for highest degree obtained; employment verification (if requested); and military verification (if requested). Reference Checks/$256 per candidate • SGR provides the CLIENT a specific list of contacts to request from the candidate, based on the type of position.SGR provides a written(anonymous)summary of reference checks. Supplemental Services/$256 per hour • If the CLIENT desires any supplemental services not mentioned in this section, an estimate of the cost and hours to be committed will be provided at that time, and no work shall be done without approval.Supplemental services will be billed out at$256 per hour. Reimbursable Expenses • Ad Placements.Ad placements are billed at actual cost. No ad placement costs will be incurred without prior approval of CLIENT. • Reproduction Costs. Reproduction costs are not anticipated or taken into consideration in limited scope search pricing. • Shipping.Shipping charges are billed at actual cost. • Travel.Travel ist anticipated or taken into consideration in limited scope search pricing. If the Recruiter and CLIENT agree that Recruiter travel is beneficial for the limited scope search,travel time for the recruiter will be paid at a rate of$256 per hour, plus $1,021 per day for each day the Page 3 of 6 16 Zoho Sign Document ID:3292E235-5JSX9KOCVVF568GOIK3BNQ5X6GBUG1CFWSP1BSY55DA recruiter is working onsite,regardless of number of hours worked. Meals are billed back at a per diem rate of$18 for breakfast, $20 for lunch, and $32 for dinner. Mileage will be reimbursed at the current IRS rate. All other travel-related expenses are billed back at actual cost with no markup for overhead. Terms and Conditions 1. Obligation. This contract provides enabling authority only, and no work will be initiated without the advance authorization of CLIENT.There is no obligation under this agreement for the CLIENT to utilize any of these services or any minimum volume of these services. 2. Termination.The CLIENT reserves the right to terminate this agreement at any time upon giving SGR seven (7}days advanced written notice to SGR. In such event, SGR will be compensated for all work satisfactorily completed up to and through the date of termination. From and after the effective date of termination, neither party shall have any obligation to the other. Legal notices will go to the respective parties as follows but either party can change the addressee for notices to that party by written notice to the other party. Legal Notices: SGR CLIENT Attn: Melissa Valentine,Corporate Secretary Attn: PO Box 1642 Address: Keller,TX 76244 MelissaCGovernmentResource.corn Email: 3. Equal Opportunity Commitment. SGR abides by equal employment opportunity. SGR does not discriminate and will not enter into an engagement with an entity or CLIENT that directs, or expects,that bias should or will be demonstrated on any basis other than those factors that have a bearing on the ability of the candidate to do the job. The CLIENT agrees that CLIENT is ultimately responsible for candidate selections and that CLIENT will not discriminate against any candidate on the basis of age, race, creed, color, religion, sex, sexual orientation, national origin, disability, marital status,or any other basis that is prohibited by federal,state,or local law. 4. Fair Credit Reporting Act. The CLIENT agrees that if CLIENT decides not to hire a candidate as a result of their credit history report, CLIENT agrees to comply with the FCRA with regard to any pre-or post-adverse action notices and requirements. 5. Confidentiality.The CLIENT acknowledges that the nature of executive recruitment is such that SGR engages in discussions with prospects who may or may not ultimately become a candidate, and that SGR may utilize its proprietary network of relationships to identify and engage prospective candidates, and that premature release of such proprietary information, including names of applicants and prospective applicants, may be damaging to the prospects and to SGR. Accordingly, the CLIENT acknowledges and, to the extent provided by law, agrees that all information related to this search is proprietary and remains the property of and under the exclusive control of SGR, regardless of whether such information has been shared with the Page 4 of 6 17 Zoho Sign Document ID:3292E235-5JSX9KOCVVF568GOIK3BNQ5X6GBUG1CFWSP1BSY55DA CLIENT,including all decisions regarding release of information. 6. Public Information Requests. The CLIENT agrees to provide legal opinions to SGR regarding when and if information must be released in accordance with Public Information requests. If the CLIENT receives an open records request,the CLIENT shall notify and share the request with SGR in writing as soon as possible but within no more than three (3) business days of receipt. The CLIENT shall provide sufficient time for SGR to notify and provide advance notice to the impacted individuals prior to the CLIENT releasing the required information with protected information redacted. 7. Payment. SGR will bill the fixed fee for the Limited Scope Recruitment in two (2) installments: 50% upon contract execution and 50% upon completion of services. Expenses, including reimbursable ad placement expenses, and supplemental services will be billed as incurred or provided.Payment terms are thirty(30)days from date of invoice. Balances that are unpaid after the payment deadline are subject to a fee of 5% per month or the maximum lawful rate, whichever is less,on the owed amount every month,charged monthly until the balance is paid. PROJECT Representative: SGR CLIENT Jennifer Fadden Name: Chief Operating Officer Title: )enniferFadden(aCovernmentResource.com Email: 817-337-8581 Phone: Billing and Invoicing: SGR CLIENT Attn: Finance Name: Finance(tGovernmentResource.com Title: 817-337-8581 Emaii: Phone: mammy of Pricing Service Fees' Limited Scope Recruitment $13,434 (reflects$750 discount) Continued on next page Page 5 of 6 18 Zoho Sign Document ID:3292E235-5JSX9KOCVVF568GOIK3BNQ5X6GBUG1CFWSP1BSY55DA Please initial below to confirm anticipated a la carte services.Services will be billed as incurred or provided. A La Carte Service(optional) Fees` Initial for Services Stakeholder Survey $1,531 Questionnaires $230 per candidate Recorded Online Interviews $256 per candidate Comprehensive Media Reports $1,276 per candidate Management Style Assessment $179 per candidate Background Checks $511 per candidate Reference Checks $256 per candidate * Fees exclude reimbursable expenses or add-ons. SGR CLIENT AO eivert+ Signature Signature Printed Name: Jennifer Fadden Printed Nam •onckkd sukon Title: coo Title: CA/ Manacoer Page 6 of 6 19 Exhibit "C" (Recruitment of Comptroller) Page 6 Zoho Sign Document ID:3292E235-WNK75QJRG6OE_X3TUXJTTOFVQTXO9PJP69GP-WPSZRO PROPOSAL FOR EXECUTIVE RECRUITMENT SERVICES Comptroller City of Port Arthur, Texas May 1, 2025 This proposal is valid for 60 days Strategic Government Resources 1116 P.O. Box 1642,Keller,Texas 76244 Office: 817-337-8581 SGR Jennifer Fadden,Chief Operating Officer JenniferFaddenPGovernmentResource.com Zoho Sign Document ID:3292E235-WNK75QJRG6OE_X3TUXJTTOFVQTX09PJP69GP-WPSZRO SGR May 1, 2025 Dr.Albert Thigpen, Assistant City Manager-Administration City of Port Arthur,Texas Dear Dr.Thigpen, Thank you for the opportunity to submit this proposal to assist the City of Port Arthur in your recruitment for a Comptroller. At SGR, we take pride in our unique ability to provide personalized and comprehensive recruitment services to meet your specific needs. We would like to highlight some key aspects that set SGR apart from other recruitment firms and enable us to reach the most extensive and diverse pool of applicants available: • SGR is a recognized thought leader in local government management and is actively engaged in local government operations, issues, and best management practices. • SGR has conducted executive recruitments for over 450 local government clients in 37 states, and we value the long-term relationships we have developed with many of our clients who continue to partner with us on future recruitment needs. • We have a broad community of over 20,000 followers on LinkedIn, one platform we utilize to connect with a wide range of active and passive candidates across the nation. • Our Servant Leadership e-newsletter, with a subscriber base of over 35,000 in all 50 states, announces all SGR recruitments, further extending our reach. Your position will also be posted on SGR's website and our Job Board. • In addition, SGR sends targeted emails to our opt-in Job Alert subscriber database including over 3,500 local government finance professionals. We are happy to provide references upon request. We are enthusiastic about the prospect of conducting this recruitment for the City of Port Arthur, and we are available to schedule a meeting at your convenience to discuss further. Respectfully submitted, çuAALf"{ `- & Jennifer Fadden,Chief Operating Officer JenniferFadden@GovernmentResource.com PO Box 1642,Keller,TX 76244 817-337-8581 www.GovernmentResource.com Zoho Sign Document ID:3292E235-WNK75QJRG6OE_X3TUXJTTOFVQTXO9PJP69GP-WPSZRO Table of Contents 1. About SGR 111 2. SGR's Unique Qualifications 3. DEI in Recruitments 4. Project Personnel 5. Approach and Methodology 6. Typical Timeline 7. Fee Proposal 8. Terms and Conditions 9. Placement Guarantee 10.SGR Similar Recruitments 11.Sample Position Profile Brochure 12.Agreement for Executive Recruitment Services Zoho Sign Document ID:3292E235-WNK75QJRG60E_X3TUXJTTOFVQTX09PJP69GP-WPSZRO About SGR Strategic Government Resources, Inc. (SGR) exists to help local governments become more successful by recruiting, assessing, and developing innovative, collaborative, and authentic leaders. SGR was incorporated in Texas in 2002 with the mission to facilitate innovative leadership in local government. SGR is fully owned by former City Manager Ron Holifield, who spent two high-profile decades in city management and served as a City Manager in several cities. SGR's business model is truly unique. Although we are a private company, SGR operates like a local government association. Most of SGR's principals are former local government officials, allowing SGR to bring a perspective and depth of local government expertise to every project that no other firm can match. SGR's Core Values are Customer Service, Integrity, Philanthropy, Continuous Improvement, Agility, Collaboration, Protecting Relationships, and the Golden Rule. SGR is a full-service firm, specializing in providing solutions for local governments in the areas of recruitment and retention, leadership development and training, innovation and future readiness, and everything in between. With 27 full-time employees, 27 recruiters, 16 facilitators, and multiple consultants who function as subject matter experts on a variety of projects, SGR offers comprehensive expertise. The company operates as a fully remote organization, with team members located in Texas, Arizona, California, Colorado, Florida, Georgia, Maine, Montana, Nevada, New York, North Carolina,Ohio,Oklahoma,and South Carolina. View all SGR team members and their bios at: p g[�Rub/MeetTeamSGR Zoho Sign Document ID:3292E235-WNK75QJRG60E_X3TUXJTTOFVQTX09PJP69GP-WPSZRO SGR's Unique Qualifications Extensive Network of Prospects SGR is intent on being a leader in executive recruitment and firmly believes in the importance of proactively building a workforce that reflects the diversity of the communities we serve. We leverage an extensive and diverse network to reach potential applicants. • Your position will be announced in SGR's Servant Leadership e-newsletter,which reaches over 35,000 subscribers across all 50 states. • We will send targeted emails to over 3,500 opt-in subscribers of SGR's Finance Job Alerts. • Your position will appear on SGR's Website, https://sgr.pub/SGRWebsite,which attracts approximately 20,000 visitors per month. 111 • Your position will be posted on SGR's Job Board, https://sgr.pub/SGRJobBoard,which typically has over 2,000 job listings at any given time and receives approximately 16,000 unique visitors per month. • SGR implements a comprehensive social media marketing campaign that includes custom-made graphics and distribution on SGR's Linked In page. • We frequently collaborate with various local government associations, including the League of Women in Government,Alliance for Innovation, and the National Forum for Black Public Administrators. • Approximately 65%of semifinalists selected by our clients learn about open recruitments through our website,servant leadership e-newsletter,job board,job alert emails,social media, or personal contact. Collective Local Government Experience Our recruiters have decades of experience in local government, as well as regional and national networks of relationships.Our executive recruiters leverage the professional networks of all SGR recruiters when recruiting for a position, enabling outreach to a wide and diverse array of prospective applicants. SGR team members are active on a national basis in local government organizations and professional associations. Many SGR team members frequently speak and/or write on issues of interest to local government executives. SGR can navigate relevant networks as both peers and insiders. Listening to Your Unique Needs SGR devotes significant time to actively listening to your organization and helping you define and articulate your needs. We work diligently to conduct a comprehensive recruitment process tailored specifically to your organization. SGR dedicates a prodigious amount of energy to understanding your organization's unique culture, environment, and local issues to ensure an alignment in terms of values, philosophy, and management style perspectives. While we have established systems for achieving success, we are a "boutique" firm capable of adapting to meet a client's specific needs and providing insights on the pros and cons of their preferred approach. 2 Zoho Sign Document ID:3292E235-WNK75QJRG6OE_X3TUXJTTOFVQTXO9PJP69GP-WPSZRO Trust of Candidates SGR has a track record of providing remarkable confidentiality and wise counsel to candidates and next-generation leaders, earning their trust. As a result,we can bring exceptional prospects to the applicant pool. Candidates trust SGR to assess the situation accurately, communicate honestly,and maintain their confidentiality to the greatest extent possible. Accessibility and Communication Your executive recruiter will keep you informed of the search status and will be readily accessible throughout the recruitment process. Candidates and clients can reach the recruiter at any time via cell phone or email. Additionally, the recruiter maintains communication with active applicants, ensuring they are well-informed about the community and the opportunity. Comprehensive Evaluation and Vetting of Candidates SGR offers a comprehensive screening process designed to ensure a thorough understanding of candidate backgrounds and to minimize surprises. Our vetting process for a full-service recruitment includes the following key components: • Prescreening questions and technical review of resumes • Cross-communication among our recruiters regarding candidates who have been involved in previous searches, providing greater insight into their background and skills. • Written questionnaires to gain insights beyond what is available through a resume. • Recorded one-way semifinalist interviews. • All-inclusive media reports that far surpass automated Google/LexisNexis searches, tailored to each candidate based on their previous places of residence and work. • Thorough, automated,and anonymous reference checks that provide feedback on candidates from a well-rounded group of references. • Background checks completed by a licensed private investigation firm. Executive Recruitment Clients SGR has partnered on executive recruitments with more than 450 local government clients in 37 states. We take great pride in the long-term relationships we have developed with many of our clients who continue to partner with us on future recruitment needs. View a full list of our Executive Recruitment Clients at: hops://sgr.pub/ERClientList 3 Zoho Sign Document ID:3292E235-WNK75QJRG60E_X3TUXJTTOFVQTX09PJP69GP-WPSZRO DEI in Recruitments SGR is deeply committed to equal employment opportunity and considers it an ethical imperative. We unequivocally reject any form of bias, expecting that candidates be assessed solely based on their ability to perform the job. Encouraging underrepresented demographic groups to apply is a vital aspect of our commitment. While we cannot guarantee the composition of semifinalist or finalist groups, SGR actively fosters relationships and contacts on a national scale to ensure meaningful participation of underrepresented groups. Our recruitment process is consistently evaluated and refined to incorporate a focus on equity and inclusion. Statistics are a testament to our commitment to diversity and inclusion. In our 2024 placements,33%of candidates were female and 31% indicated they were a person of color. Our internal hiring practices are designed to attract diverse talent from various backgrounds and experiences. We understand the importance of words, ensuring our recruitment materials are inclusive and reflect an equity-focused perspective. We also actively recommend advertising placements to attract a diverse applicant pool, leveraging partnerships with organizations such as the League of Women in Government, the Local Government Hispanic Network, and the National Forum of Black Public Administrators. Tracking candidate demographic data helps us proactively recruit traditionally underrepresented candidates for senior management positions in local government. We welcome feedback from our clients and candidates, using post-recruitment surveys to refine our processes and outcomes. 4 Zoho Sign Document ID:3292E235-WNK75QJRG6OE_X3TUXJTTOFVQTXO9PJP69GP-WPSZRO Project Personnel Marsha Reed,Senior Vice President Email: marshareed@ GovernmentResource.com wit Phone: 806-789-9641 J Marsha has worked in public service for 38 years prior to her retirement. She is a two-time graduate of Texas Tech University having earned her Bachelor of Science Degree in Civil Engineering in 1988 and her Master's in Public Administration in 2000. Marsha recently retired from the great City of Chandler, Arizona, after six years as the City Manager and two years as Assistant City Manager. Prior to working for Chandler, Marsha worked for the City of Lubbock, Texas for 20 years in a number of positions with the last six years as the Chief Operating Officer. Marsha also spent ten years at the Texas Department of Transportation. Marsha is a licensed engineer in both Texas and Arizona and has won a number of awards in her career including the Top 3 Public Works Leaders of the Year Award by the Texas Chapter of the American Public Works Association and Engineer of the Year by the South Plains Chapter of Texas Society of Professional Engineers. Marsha has served in a number of leadership positions including President of the Texas Chapter of APWA and the President of the South Plains Chapter of TSPE. Marsha has also served on the Texas Municipal League Board of Directors and is a current member of the Arizona City Managers Association. In her spare time Marsha enjoys being with her family, traveling, and doing anything outdoors. Marsha has also volunteered her time on Church mission trips, and with a number of non-profit organizations. 5 Zoho Sign Document ID:3292E235-WNK75QJRG6OE_X3TUXJTTOFVQTXO9PJP69GP-WPSZRO Approach and Methodology A full-service recruitment typically entails the following steps: 1. Organization/Position Insight and Analysis o Project Kickoff Meeting and Develop Anticipated Timeline o Stakeholder Interviews and Listening Sessions o Develop Recruitment Brochure 2. Recruitment Campaign and Communication with Candidates o Advertising and Marketing o Sourcing Prospective and Active Candidates o Communication with Prospective Applicants o Communication with Active Applicants 3. Initial Screening and Review by Executive Recruiter 4. Search Committee Briefing to Review Applicant Pool and Select Semifinalists 5. Evaluation of Semifinalists o Written Questionnaires o Recorded One-Way Semifinalist Interviews o Media Searches-Stage 1, as described below 6. Search Committee Briefing to Select Finalists 7. Evaluation of Finalists o Comprehensive Media Searches-Stage 2, as described below o Background Investigation Reports o DiSC Management Assessments (if desired,supplemental cost) o First Year Plan or Other Advanced Exercise o Press Release Announcing Finalists (if requested) 8. Interview Process o Face-to-Face Interviews o Stakeholder Engagement (if desired) o Deliberations o Reference Checks (may occur earlier in process) 9. Negotiations and Hiring Process o Determine Terms of an Employment Offer o Negotiate Terms and Conditions of Employment 111 o Press Release Announcing New Hire (if requested) 6 Zoho Sign Document ID:3292E235-WNK75QJRG6OE_X3TUXJTTOFVQTXO9PJP69GP-WPSZRO Step 1: Organization/Position Insight and Analysis Project Kickoff Meeting and Develop Anticipated Timeline SGR will meet with the organization at the outset of the project to discuss the recruitment strategy and timeline. At this time, SGR will also request that the organization provide us with photos and information on the community, organization, and position to assist us in drafting the recruitment brochure. Stakeholder Interviews and Listening Sessions Stakeholder interviews and listening sessions are integral to SGR's approach. SGR devotes tremendous energy to understanding your organization's unique culture, environment, and goals to ensure you get the right match for your specific needs.Obtaining a deep understanding of your organizational needs is the crucial foundation for a successful executive recruitment. In collaboration with the organization, SGR will compile a list of internal and external stakeholders to meet with regarding the position. These interviews and listening sessions will identify potential issues that may affect the dynamics of the recruitment and contribute to a comprehensive understanding of the position, special considerations, and the political environment.This process fosters organizational buy-in and will assist us in creating the position profile. Develop Recruitment Brochure After the stakeholder meetings, SGR will develop a recruitment brochure, which will be reviewed and revised in partnership with your organization until we are in agreement that it accurately represents the sought-after leadership and management attributes. To view sample recruitment brochures,please visit: rps://sgrpub/OpenRecruitments Step 2:Recruitment Campaign and Communication with Candidates Advertising and Marketing The Executive Recruiter and the client work together to determine the best ways to advertise and recruit for the position. SGR's Servant Leadership e-newsletter, with a reach of over 35,000 subscribers in all 50 states, will announce your position. Additionally, we will send targeted emails to opt-in subscribers of SGR's Job Alerts, and your position will be posted on SGR's website and Job Board. SGR provides a comprehensive social media marketing campaign that includes custom-made graphics and distribution on SGR's Linkedln page. Furthermore, we will provide a recommended list of ad placements to be approved by the client, targeting the most effective venues for reaching qualified candidates for that particular position. Sourcing Prospective and Active Candidates SGR's innovative recruitment strategies are designed to give our clients a competitive edge in attracting and retaining top-tier talent. By employing a dual approach of passive and active candidate sourcing, we tap into a broader talent pool that includes- high-caliber professionals who may not be actively job-seeking. Our advanced technology and deep industry connections enable us to identify candidates with the precise skills and cultural fit for your organization. We 7 Zoho Sign Document ID:3292E235-WNK75QJRG6OE_X3TUXJTTOFVQTXO9PJP69GP-WPSZRO round out sourcing efforts through personalized candidate engagement and outreach with a constant focus on transparency and relationship building. Communication with Prospective Applicants SGR maintains regular communication with interested prospects throughout the recruitment process. Outstanding candidates often conduct thorough research on the available position before submitting their resumes. As a result,we receive a significant number of inquiries, and it is crucial for the executive search firm to be well-prepared to respond promptly, accurately, and comprehensively, while also offering a warm and personalized approach. This initial interaction is where prospective candidates form their first impression of the organization, and it is an area in which SGR excels. Communication with Active Applicants Handling the flow of resumes is an ongoing and significant process. On the front end, it involves tracking resumes and promptly acknowledging their receipt. It also involves timely and personalized responses to any questions or inquiries. SGR maintains frequent communication with applicants to ensure they remain enthusiastic and well-informed about the opportunity. Additionally, SGR communicates with active applicants, keeping them informed about the organization and community. Step 3: Initial Screening and Review by Executive Recruiter SGR uses a triage process to identify high-probability, medium-probability, and low-probability candidates. This triage ranking is focused on overall assessment based on interaction with the applicant,qualifications,any known issues concerning previous work experience, and evaluation of cultural fit with the organization. In contrast with the triage process mentioned above,which focuses on subjective assessment of the resumes and how the candidates present themselves, we also evaluate each candidate to ensure that the minimum requirements of the position are met and determine which preferred requirements are satisfied. This sifting process examines how well candidates' applications align with the recruitment criteria outlined in the position profile. Step 4:Search Committee Briefing to Review Applicant Pool and Select Semifinalists At this briefing, SGR will conduct a comprehensive presentation to the Search Committee and facilitate the selection of semifinalists. The presentation will include summary information on the process to date, outreach efforts, the candidate pool demographics, and any identified trends or issues. Additionally, a briefing on each candidate and their credentials will be provided. Step 5: Evaluation of Semifinalists The review of resumes is a crucial step in the executive recruitment process. However, resumes may not fully reveal an individual's personal qualities and their ability to collaborate effectively 8 Zoho Sign Document ID:3292E235-WNK75QJRG60E_X3TUXJTTOFVQTX09PJP69GP-WPSZRO with others. In some instances, resumes might also tend to exaggerate or inflate accomplishments and experience. At SGR, we understand the significance of going beyond the surface level of a resume to ensure that candidates who progress in the recruitment process are truly qualified for the position and a suitable match for the organization. Our focus is to delve deeper and gain a comprehensive understanding of the person behind the resume, identifying the qualities that make them an outstanding prospect for your organization. During the evaluation of semifinalist candidates, we take the initiative to follow up when necessary, seeking clarifications or additional information as needed. This approach ensures that we present you with the most qualified and suitable candidates for your unique requirements. At SGR, our ultimate goal is to match your organization with individuals who possess not only the necessary qualifications but also the qualities that align with your organizational culture and values. Written Questionnaires As part of our thorough evaluation process, SGR will request semifinalist candidates to complete a comprehensive written exercise. This exercise is designed to gain deeper insight into the candidates' thought processes and communication styles.Our written instrument is customized based on the priorities identified by the Search Committee. The completed written instrument, along with cover letters and resumes submitted by the candidates, will be included in the semifinalist briefing book. Recorded One-Way Semifinalist Interviews Recorded one-way interviews will be conducted for semifinalist candidates. This approach provides an efficient and cost-effective way to gain additional insights to aid in selecting finalists to invite for an onsite interview. The interviews allow the Search Committee to evaluate technological competence, demeanor, verbal communication skills, and on-camera presence. Additionally, virtual interviews provide an opportunity for the Search Committee to ask candidates questions on specific topics of special interest. Media Searches-Stage 1 "Stage 1" of our media search process involves the use of the web-based interface Nexis DiligenceT'. This platform is an aggregated subscription-based platform that allows access to global news, business, legal, and regulatory content. These media reports at the semifinalist stage have proven helpful by uncovering issues that may not have been previously disclosed by prospective candidates. The recruiter will communicate any "red flags" or noteworthy media coverage to the Search Committee as part of the review of semifinalists with the Search Committee. Step 6:Search Committee Briefing to Select Finalists Prior to this briefing, SGR will provide the Search Committee with a briefing book on the semifinalist candidates via an electronic link. The briefing book includes cover letters, resumes, 9 Zoho Sign Document ID:3292E235-WNK75QJRG60E_X3TUXJTTOFVQTX09PJP69GP-WPSZRO and completed questionnaires. If applicable, a separate email with the link to view the recorded online interviews is sent to the Search Committee. The objective of this meeting is to narrow the list to finalists who will be invited to participate in onsite interviews. Step 7: Evaluation of Finalists Comprehensive Media Searches-Stage 2 "Stage 2" of our media search process includes the web-based interface Nexis Diligence'', supplemented by Google as an additional tool. By combining both resources, we offer an enhanced due diligence process to our clients, enabling efficient and thorough vetting of candidates and minimizing the risk of overlooking critical information.The Stage 2 media search consists of a more complex search, encompassing social media platforms, and has proven to be instrumental in identifying potential adverse news about the candidate that may not have been disclosed previously. The media search provides the Search Committee with an overview of the candidate's press coverage throughout their career. View a sample media report at: https://sgr.pub/SGRMediaRepQ. Background Investigation Reports Through SGR's partnership with a licensed private investigation firm,we are able to provide our clients with comprehensive background screening reports that include the detailed information listed below.View a sample background report at: https://sgr.pub/SGRBackgroundRepQrt. • Social security number trace • County wants and warrants for counties where • Address history candidate has lived or worked in previous 10 years • Driving record(MVR) • County civil and criminal search for counties where • Federal criminal search candidate has lived or worked in previous 10 years • National criminal search • Education verification • Global homeland security search • Employment verification for previous 10 years (if • Sex offender registry search requested) • State criminal court search for states where • Military verification(if requested) candidate has lived in previous 10 years • Credit report(if requested) DiSC Management Assessments(if desired,supplemental cost) SGR utilizes the DiSC Management assessment tool, which is among the most validated and reliable personal assessment tools available. The DiSC Management assessment provides a comprehensive analysis and report on the candidate's preferences in five crucial areas: management style, directing and delegating, motivation, development of others, and working with their own manager.View a sample report at: hops://sgr.pub/SGRDiSCReport. For assessments of more than two candidates, a DiSC Management Comparison Report is included, offering a side-by-side view of each candidate's preferred management style. View a sample comparison report at: https://sgr.pub/SGRDISCCompare. First-Year Plan or Other Advanced Exercise SGR will collaborate with your organization, if desired, to create an advanced exercise for the finalist candidates. One such example is a First-Year Plan, where finalist candidates are io Zoho Sign Document ID:3292E235-WNK75QJRG60E_X3TUXJTTOFVQTX09PJP69GP-WPSZRO encouraged to develop a first-year plan based on their current understanding of the position's opportunities and challenges. Other exercises, such as a brief presentation on a topic to be identified by the Recruiter and Search Committee, are also typically part of the onsite interview process to assess finalists' communication and presentation skills, as well as critical analysis abilities. Step 8: Interview Process Face-to-Face Interviews SGR will arrange interviews at a date and time convenient for your organization. This process can be as straightforward or as elaborate as your organization desires. SGR will aid in determining the specifics and assist in developing the interview schedule and timeline. We will provide sample interview questions and participate throughout the process to ensure it runs smoothly and efficiently. 111 Stakeholder Engagement At the discretion of the Search Committee,we will closely collaborate with your organization to involve community stakeholders in the interview process. Our recommendation is to design a specific stakeholder engagement process after gaining deeper insights into the organization and the community. As different communities require distinct approaches, we will work together to develop a tailored approach that addresses the unique needs of the organization. Deliberations SGR will facilitate a discussion about the finalist interviews and support the Search Committee in making a hiring decision or determining whether to invite one or more candidates for a second interview. Reference Checks SGR uses a progressive and adaptive automated reference check system to provide insights on candidates' soft skills from a well-rounded group of references. References may include elected officials, direct supervisors, direct reports, internal organizational peers, professional peers in other organizations, and civic leaders. SGR's reference check platform is anonymous, proven to encourage more candid and truthful responses, thus providing organizations with more meaningful and insightful information on candidates. SGR delivers a written summary report to the organization once all reference checks are completed. The timing of reference checks may vary depending on the specific search process and situation. If finalists' names are made public prior to interviews, SGR will typically contact references before the interview process. If the finalists'names are not made public prior to interviews, SGR may wait until the organization has selected its top candidate before contacting references to protect candidate confidentiality. Step 9:Negotiations and Hiring Process Determine-Terms of an Employment Offer Upon request, SGR will provide draft employment agreement language and other helpful information to aid in determining an appropriate offer to extend to your preferred candidate. 11 Zoho Sign Document ID:3292E235-WNK75QJRG6OE_X3TUXJTTOFVQTXO9PJP69GP-WPSZRO Negotiate Terms and Conditions of Employment SGR will assist to whatever degree you deem appropriate in conducting negotiations with the chosen candidate. SGR will identify and address any special needs or concerns of the selected candidate, including potential complicating factors. With our experience and preparedness, SGR is equipped to facilitate win-win solutions to resolve negotiation challenges. Press Release (if requested) Until employment negotiations are finalized, you should exercise caution to avoid the embarrassment of a premature announcement that may not materialize. It is also considered best practice to notify all senior staff and unsuccessful candidates before any media exposure. SGR will assist in coordinating this process and in crafting any necessary announcements or press releases. Satisfaction Surveys SGR is committed to following the golden rule, which means providing prompt, professional and excellent communication while always treating every client with honor,dignity and respect. We request clients and candidates to participate in a brief and confidential survey after the completion of the recruitment process. This valuable feedback assists us in our ongoing efforts to improve our processes and adapt to the changing needs of the workforce. Post-Hire Services As part of our commitment to ensuring long-term success, SGR is pleased to offer a complimentary, four-hour, leadership development workshop for your organization within 12 months of the successful completion of the executive search. SGR Executive Recruitment clients would be responsible for the travel costs associated with facilitation only—no professional fee (a cost savings of up to $4,750)! Leadership development workshops are designed to support the newly appointed leader and foster a servant leadership culture within your team, enhancing collaboration and alignment across the organization. Standard leadership development workshops include the following topics: • Creating a Servant Leadership Culture • Governance • Team Building • Strategic Planning • Strategic Visioning For additional information on our leadership development workshops, please email trainingRgovernmentresource.com or visit https://www.governmentresource.com/leadership_ development-training-resources/workshops-retreats We offer additional post-hire services such as executive coaching, team-building retreats, and — performance review assistance at the six-month-or-one-year mark. For more information or to -- request a customized proposal, please visit hips://www.governmentresource.com/leadership= development-training-resources. 12 Zoho Sign Document ID:3292E235-WNK75QJRG6OE_X3TUXJTTOFVQTX09PJP69GP-WPSZRO Typical Timeline The timeline below is an example only, and we will work with you to finalize and approve a timeline,with adjustments made if needed after the position is posted. * Initial Steps Prior to Posting Position: • Contract Execution • Kickoff Meeting to Discuss Recruitment Strategy and Timeline • Organization/Position Insight and Analysis • Stakeholder Interviews and Listening Sessions Timing varies. • Deliverable:Draft Recruitment Brochure Estimated to take 2 weeks. • Deliverable:Recommended Ad Placements • Organization Approves Ad Placements • Search Committee Reviews and Approves Brochure Task Week • Post Position and Firm up Timeline • Recruitment Campaign and Outreach to Prospective Applicants Weeks 1-4 • Initial Screening and Review by Executive Recruiter • Search Committee Briefing to Review Applicant Pool and Select Week 5 Semifinalists • Questionnaires • Recorded One-Way Semifinalist Interviews Week 6 • Media Searches-Stage 1, as described in Approach/Methodology • Deliverable: Semifinalist Briefing Books via Electronic Link Week 7 • Deliverable: Recorded Online Interviews, if applicable • Search Committee Briefing to Select Finalists Week 8 • Comprehensive Media Searches-Stage 2,as described in Approach/Methodology • Background Investigation Reports Weeks 9-10 • Disc Management Assessments(if desired,supplemental cost) • First-Year Plan or Other Advanced Exercise(if desired) • Deliverable:Finalist Briefing Books via Electronic Link Week 11 • Face-to-Face Interviews • Stakeholder Engagement(if desired) • Deliberations Week 12 • Reference Checks(may occur earlier in process) • Negotiations and Hiring Process Timeline is dependent upon Search Committee availability and Holidays. Organization agrees to timely provide photos/graphics and information necessary to develop recruitment brochure, narrow candidate field, and conduct candidate screening;failure to do so,may in SGR's reasonable discretion,extend timeline and can negatively impact the outcome of the process. 13 Zoho Sign Document ID:3292E235-WNK75QJRG6OE_X3TUXJTTOFVQTX09PJP69GP-WPSZRO Fee Proposal Price: • Fixed Fee of$24,650 (reflects$750 discount) • Up to$2,500 in Ad Placements (billed at actual cost) The Fixed Fee includes: • Stakeholder Interviews and Listening Sessions • Production of a Professional Recruitment Brochure • Recruitment Campaign and Outreach: o Outreach to Prospective Applicants o Custom Graphics for Email and Social Media Marketing o Announcement in SGR's Servant Leadership e-Newsletter o Post on SGR's Website o Ad on SGR's Job Board o Two (2) Targeted Job Blasts to SGR's Opt-In Subscriber Database o Promotion on SGR's Linkedln • Application Management, Screening, and Evaluation • Semifinalist Evaluation: o Questionnaires for up to 15 Semifinalists o Recorded One-Way Interviews for up to 15 Semifinalists o Media Searches - Stage 1 Reports for up to 15 Semifinalists • Semifinalist Briefing Books via Electronic Link • Comprehensive Stage 2 Media Reports for up to Five (5) Finalists • Background Investigation Reports for up to Five (5) Finalists • Finalist Briefing Books via Electronic Link • Reference Checks for up to Five (5) Finalists • Up To Two (2) Onsite Visits by the Recruiter for 1-3 days each, Inclusive of Travel Costs Reimbursable Expenses not included in the Fixed Fee: • Ad placements will be billed back at actual cost with no markup for overhead. 14 Zoho Sign Document ID:3292E235-WNK75QJRG60E_X3TUXJTTOFVQTX09PJP69GP-WPSZRO Supplemental Services/Other Expenses not included in the fixed fee: • There may be additional charges for substantial and substantive changes made to the recruitment brochure after the brochure has been approved by the Organization and the position has been posted online. Organization would be notified of any supplemental costs prior to changes being made. • At your request, SGR can conduct an online stakeholder survey for $1,531 to help identify key issues or priorities that you may want to consider prior to launching the search. SGR provides recommended survey questions and sets up an online survey. Stakeholders are directed to a web page or invited to take the survey by email. A written summary of results is provided to the Organization. Please note that this type of survey 111 may extend the recruitment timeline. • Online interviews over and above the 15 included in the Fixed Fee-$256 per candidate. • Additional comprehensive stage 2 media reports over and above the maximum of five (5) included in the fixed price above-$766 per candidate. • Additional background investigation reports over and above the maximum of five (5) included in the fixed price above-$511 per candidate. • Additional reference checks over and above the maximum of five (5) included in the fixed price above- $256 per candidate. • DiSC Management assessments-$179 per candidate. • Semifinalist and finalist briefing materials will be provided to the Organization via an electronic link. Should the Organization request printing of those materials, the reproduction and shipping of briefing materials will be outsourced and be billed back at actual cost. • Additional onsite visits by the recruiter over and above the quantity included in the fixed price are an additional cost.Travel time and onsite time are billed at a professional fee of $1,021 per day. Meals are billed back at a per diem rate of $18 for breakfast, $20 for lunch, and $32 for dinner. Mileage will be reimbursed at the current IRS rate. All other travel-related expenses are billed back at actual cost with no markup for overhead. • SGR Executive Recruitment clients wishing to utilize the complimentary leadership development workshop would be responsible for the travel costs associated with facilitation only. Meals are billed back at a per diem rate of $18 for breakfast, $20 for lunch, and $32 for dinner. Mileage will be reimbursed at the then-current IRS rate. All other travel-related expenses are billed back at actual cost with no markup for overhead. • The organization bears the cost of candidate travel, and candidates are reimbursed directly by the organization. • If the organization desires any supplemental services not mentioned in this fee proposal, an estimate of the cost will be provided at that time, and no work shall be done without approval. Billing SGR will bill the fixed fee in four (4) installments: 30% upon contract execution, 30% after the applicant pool is presented, 30% after finalist interviews, and 10% upon acceptance of 15 Zoho Sign Document ID:3292E235-WNK75QJRG60E_X3TUXJTTOFVQTX09PJP69GP-WPSZRO employment. Ad placement expenses and supplemental services/other expenses will be billed as incurred or provided. Balances that are unpaid after the payment deadline are subject to a fee of 5% per month or the maximum lawful rate, whichever is less, on the owed amount every month, charged monthly until the balance is paid. Terms and Conditions • The organization agrees not to discriminate against any candidate on the basis of age, race, creed, color, religion, sex, sexual orientation, national origin, disability, marital status,or any other basis that is prohibited by federal, state,or local law. • The organization agrees to refer all prospective applicants to SGR and not to accept applications independently during the recruitment process. • The organization agrees to provide SGR with any candidates that were previously accepted as applicants for the given position before engaging SGR to conduct the recruitment for the subject position. • If the organization wishes to place ads in local, regional, or national newspapers, the organization shall be responsible for paying directly for the ads and for placing the ads using language provided by SGR. • The organization bears the cost of candidate travel, and candidates are reimbursed directly by the organization. Placement Guarantee SGR is committed to your satisfaction with the results of our full service recruitment process. If, for any reason, you are not satisfied, we will repeat the entire process one additional time, and you will be charged only for expenses as described in the Fee Proposal under Supplemental Services. Additionally, we promise not to directly solicit any candidate selected under this engagement for another position while they are employed with your organization. In the event that you select a candidate fully vetted by SGR, who subsequently resigns or is released for any reason within 12 months of their hire date, we are committed to conducting a one-time additional executive search to identify a replacement. In this case, you will only be charged for related expenses as described in the Fee Proposal. If your organization circumvents SGR's recruitment process and selects a candidate who did not participate in the full recruitment process, the placement guarantee will be null and void. Additionally, SGR does not provide a guarantee for candidates placed as a result of a partial recruitment effort or limited scope recruitment. 16 Zoho Sign Document ID:3292E235-WNK75QJRG6OE_X3TUXJTTOFVQTXO9PJP69GP-WPSZRO SGR Similar Recruitments Finance Recruitments, 2019-Present In Progress • Largo, Florida (pop. 82,000)-Procurement and Budget Director • Greenwich,Connecticut (pop. 63000) -Chief Financial Officer-Comptroller 2025 • Johnson County, KS(pop. 622,200) - County Auditor • Melissa,TX(pop.25,000) -Finance Director • Harris County ESD 48,TX(pop. 150,000) -Finance Director 2024 • Argyle,Texas(pop. 5,750)-Finance Director • Benton County,Oregon (pop. 97,000) -Chief Financial Officer • Clermont, Florida (pop.47,500) -Finance Director * • Fairfield, Connecticut(pop. 959,700) -Chief Fiscal Officer • Greenville Electric Utility System,Texas- Business Services Director * • Highland Park,Texas (pop. 8,900) -Director of Finance * • Independence, Missouri (pop. 123,000)-Finance Director • Lubbock,Texas (pop. 267,300) -Chief Financial Officer • Missouri City,Texas(pop.88,000) -Chief Financial Officer • Mustang Special Utilities District,Texas- Financial Services Manager • North Richland Hills,Texas (pop. 80,000) -Director of Finance • Pasadena,Texas (pop. 152,000) -City Controller • Plainview,Texas (pop. 20,000) -Chief Financial Officer * • Spring Fire Department,Texas (pop. 168,000) -Finance Director • Terrell,Texas (pop. 19,000)-Senior Budget Analyst * • Texas City,Texas (pop. 55,600) -Director of Finance • Wichita Falls, Texas(pop. 103,000) -Chief Financial Officer * 2023 • Amarillo,TX(pop. 200,000) -Purchasing Manager * 17 Zoho Sign Document ID:3292E235-WNK75QJRG6OE_X3TUXJTTOFVQTXO9PJP69GP-WPSZRO • Astoria, OR (pop. 10,000) - Finance&Administrative Services Director • Brentwood, MO (pop. 8,000)-Finance Director • Brookings, SD (pop. 24,000) -Chief Financial Officer * • Brushy Creek Municipal Utility District,TX (pop. 23,000) - Controller • Cedar Hill,TX(pop.49,000) -Director of Finance* • Fort Worth Employees' Retirement Fund,TX- Executive Director • Green Cove Springs, FL(pop. 8,000) - Finance Director • Humble,TX(pop. 17,000) - Finance Director * • Hutto, TX (pop.40,000)-Finance Director • Laredo,TX(pop. 256,000) -Financial Services Director • Nederland,TX(pop. 19,000)-Finance Director • Port Arthur,TX (pop. 57,000) - Director of Finance • Pueblo City-County Library District,CO (pop. 170,000)-Chief Financial Officer • Richardson,TX (pop. 122,000) -Director of Finance • Shawnee, KS (pop.70,000) -Finance Director * • Smith County ESD 2,TX-Senior Accountant • Sunnyvale,TX(pop. 8,500) -Assistant Town Manager/CFO • Sweetwater, TX(pop. 11,000) -Finance Director * • The Colony,TX (pop. 45,000) - Finance Director 2022 • Avondale, AZ (pop. 90,000) -Finance&Budget Director • Banning,CA (pop. 31,000) - Finance Director • Brownsville, TX(pop. 187,000) -Chief Financial Officer • Cape Coral, FL(pop. 200,000) -Deputy Financial Services Director * • Clark County Aviation Department, NV(pop. 2.3M) -Financial Controller • Coppell,TX(pop. 43,000) -Chief Accountant * • Fair Oaks Ranch,TX(pop. 11,000) - Finance Director * • Flagler Beach, FL(pop. 5,000) -Finance Director * • Fort Worth,TX (pop. 900,000) -Chief Procurement Officer • Glendale, AZ(pop. 250,000)-Budget&Finance Director • Glenpool, OK (pop. 14,000) -Finance Director * • Killeen,TX(pop. 156,000) - Executive Director of Finance • Lane County, OR (pop. 383,000) -Financial Services Manager/County Treasurer • Lubbock Power&Light, TX(pop. 266,000) -Chief Financial Officer • Richardson, TX(pop. 120,000) -Assistant Director of Finance * • San Jacinto River Authority,TX-Procurement Manager • Snoqualmie,WA(pop. 14,000) - Finance Director• Waco,TX (pop. 140,000) - Chief Financial Officer 18 Zoho Sign Document ID:3292E235-WNK75QJRG6OE_X3TUXJTTOFVQTX09PJP69GP-WPSZRO 2021 • Allen,TX (pop. 107,000) -Chief Financial Officer • Blaine,WA(pop. 5,000) - Finance Director * • Denton County Transportation Authority (DCTA), TX - Manager of Contracts and Procurement * • Fairfield,CT(pop. 61,000)-Budget Director • Fort Smith,AR(pop. 90,000) -Deputy Director of Finance and Accounting • Glenpool, OK(pop. 14,000)-Finance Director • Grand Prairie, TX(pop. 195,000) -Chief Financial Officer * • Lubbock,TX(pop. 250,000)- Director of Internal Audit • Marble Falls,TX(pop. 7,000)- Finance Director * • Midland,TX(pop. 135,000)-Director of Finance • North Texas Municipal Water District-Deputy Director of Finance &Administration • Pearland, TX(pop. 122,000) -Chief Financial Officer • Port St. Lucie, FL (pop. 200,000)-Budget Director * • Port St. Lucie, FL (pop. 200,000) -Procurement Director 2020 • Addison,TX(pop. 15,000) -Chief Financial Officer • Baytown,TX(pop.82,000) -Finance Director • Dallas County,TX (pop.2.5M)-Budget Director • Durango,CO (pop. 19,000) -Finance Director • Hartford, CT (pop. 123,000) -Chief Financial Officer • Johns Creek,GA(pop. 84,000) -Finance Director • Lea County, NM (pop.68,000) -Assistant Finance Director * • Midland,TX (pop. 135,000) -Director of Finance • Mount Pleasant,TX (pop. 16,000) - Director of Finance * • Temple,TX(pop.79,000) - Financial Analyst * • Webster,TX (pop. 11,000) -Finance Director * 2019 • Bainbridge Island,WA (pop. 23,000) - Finance and Administrative Services Director • Dallas County,TX(pop.2.5M) - Purchasing Director • Denton,TX(pop. 136,000) -Assistant Director of Finance * • Fort Smith,AR (pop. 90,000) - Finance Director * • Shawnee, KS(pop. 66,000)-Finance Director * *Limited scope recruitment 19 Zoho Sign Document ID:3292E235-WNK75QJRG6OE_X3TUXJTTOFVQTXO9PJP69GP-WPSZRO m. 4 4:* ' ., ,..., 7 4.4,, . „dr..1,,., ,41f so ;b DIRECTOR OF are you a visionary leader with expertise in planning, zoning, permitting, and historic preservation? Do DEVELOPMENT you thrive in balancing economic growth with a community's historic charm? If so, Fredericksburg SERVICES invites you to apply to be its next Director of Annual Salary: Development Services. Targeted at +\- $160,000, We're looking for a dynamic, solutions-driven leader who DOE/DOQ is: °.t • A strategic manager with a robust track record in ,I, 'I-E CITY OF 41: 6 4. Fredericksburg,Iexas development services • Expert leadership in planning and permitting processes and management • A strong communicator who builds trust with stakeholders Lead with integrity while ensuring excellence in service to our community - read on to learn more! 20 itli Executive Recruitment Provided by SCAR AO Zoho Sign Document ID:3292E235-WNK75QJRG60E_X3TUXJTTOFVQTX09PJP69GP-WPSZRO ABOUTTHE ��.1�y COMMUNITY 11,500. Nestled in the heart of the Texas Hill Country, Fredericksburg is a vibrant city that blends small-town charm with a thriving economy. With a population �� of approximately 11,500, the city's rich German heritage, scenic landscapes, I`: .. i and strong tourism industry make it a $63,500 highly desirable place to live and work. Located 70 miles west of Austin and �` San Antonio, Fredericksburg is known for: a __. ,. • Over 75 wineries and award- MEDIA'.. I;rnl winning restaurants $475,000 • Historic Main Street, lined with AVERAGE i,I')N1HLY -WO boutique shops and preserved $1,650 architecture S .. • Outdoor recreation, including hiking at Enchanted Rock and community History C - _ti cycling scenic trails C� • Year-round events, such as the . annual Oktoberfest and FBG Food Tourism & Wine Fest C� Founded in 1846 by German settlers, PromotionaiVideo Fredericksburg maintains its historic �� character while embracing smart, sustainable growth. r. GOVERNANCE & ORGANIZATION II Fredericksburg operates under a Council-Manager government with a Mayor and four City Council members, elected at-large for :, i two-year terms (maximum of four consecutive terms). services, including: 'i " °v `_, ,\. The City provides a full range of essentialg V ' -' • , ,-�u•.,` ' ,,, • Development Services - Plain ing, zoning, permitting, and °.1: ' -- s '.. \ V A 1/4: historic preservation , • Public Works & Utilities- Infrastructure, including water, ' \ N v` ' ; I wastewater, electric, solid waste, and transportation ,. i . • Parks & Recreation - Parks, trails, and community programming , - �", _,,; ;; ';' Zoho Sign Document ID:3292E235-WNK75QJRG60EX3TUXJTTOFVQTX09PJP69GP-WPSZRO rr r •• jI ; I _i r II 11)) -J 3{1. r I ^'zt ' + ' '1. Ise , 1,IrrI / w•1 w ; 1 • y .. .. THE JOB The Development Services Department plays a key DEPARTMENT STRUCTURE role in preserving Fredericksburgs character while supporting responsible growth. This department DIVISIONS oversees planning, zoning, permitting, inspections, and • PLANNING&ZONING historic preservation, working closely with the Planning • BUILDING&PERMITTING & Zoning Commission, Zoning Board of Adjustment, • HISTORIC PRESERVATION and Historic Review Board. ilk EMPLOYEES Reporting to the Assistant City Manager, the Director DEVELOPMENT SERVICES DIRECTOR,SENIOR of Development Services: PLANNER,PLANNER I,STR SPECIALIST, BUILDING OFFICIAL,BUILDING INSPECTOR, • Leads a high-performing department focused BUILDING SERVICES COORDINATOR on efficiency and customer service • Oversees zoning, and permitting activities ��� DEPT. BUDGET • Plans for the implementation of the Unified $1 •44 Development Code (UDC) are underway and MILLI 0 N will be led by the new director KEY PROJECTS FOR 2025 • Engages with elected officials, developers, and UNIFIED DEVELOPMENT CODE(UDC): residents to drive smart growth DEVELOP AND ADOPT CITYWIDE DEVELOPMENT GUIDELINES • Champions historic preservation while COMPREHENSIVE PLAN ADOPTED IN 2024:: balancing economic development ALIGN ZONING POLICIES WITH THE CITY'S LONG- I tiffiVf IOI SHORT-TERM RENTAL(STR)POLICY:REFINE REGULATIONS TO BALANCE TOURISM AND NEIGHBORHOOD NEEDS Full Job Description C' 22 Zotio Sign Document ID:3292E235-WNK75QJRG6OE_X3TUXJTTOFVQTXO9PJP69GP-WPSZRO _ ... j. 1 • . 1 11111 I141 1111 I t ItII . atll 111 11111 1 Hill •�� II „ IIIIII$UIIpPllJI InllllilN'IIIIUI 11lIlll i'1IPt* nununu uuulnuui utnn►u.mmutnu + i lit ;nueunr;i 11h1 l' . .a III I 1 iris M \ ' / . , L • ,t I A r _ -,-,,,,- I D EAL CANDIDATE The ideal candidate is a seasoned development professional with extensive expertise in planning, zoning, permitting, and historic preservation. As a strategic leader, they will effectively manage a high- profile department while excelling in stakeholder engagement, fostering strong communication with officials, developers, and residents. With a deep understanding of development regulations, permitting systems, annexation processes, development agreements, and comprehensive planning, they will serve as a technical expert, ensuring responsible and sustainable growth. Balancing development with preservation, they will champion thoughtful planning that aligns with community values. Their political acumen will enable them to navigate small-town dynamics, build consensus, and foster trust among diverse stakeholders. This individual will play a key role in shaping the community's future while maintaining its historic character and long-term sustainability. EXPERIENCE & QUALIFICATIONS REQUIRED: t Bachelor's degree in Urban Planning, Architecture, Public Administration, or related field • 10+ years in planning, development services, or a related field, including 5+ years in a leadership role ▪ AICP Certification PREFERRED: • Master's degree in Planning, Public Administration, or a related field • Experience in historic district preservation, UDC implementation, and affordable housing programs • Familiarity with permitting systems such as MyGovernmentOnline (MGO) M a ' , '121 : ! . f• t i ', its w 1 A' 'F';: yp - 2 n Zoho Sign Document ID:3292E235-WNK75QJRG60EX3TUXJTTOFVQTX09PJP69GP-WPSZRO � i_. ^s.. •.", • `e •.i 1. .tf ,.- -#,.i - ;• 5A l �? • A .LRpM'IEN IN '”Al � - tfr - „44; . turrirl;s&ttrq w ' _ e.c SISTER CITY x a f ,� GUM : �1 th t�itttih iur . -;., „ice e°1 r ' • ` -.-,+ _ ^' Vie_ V is SALARY & BENEFITS • Compensation: Targeted at +\- 5160,000, DOE/DOQ • Health Benefits: Medical coverage provided; optional dental, vision, life, and disability plans • Paid Leave: Vacation, sick leave, holidays; first-year PTO accrues at 8 hours per month • Retirement: Texas Municipal Retirement System (TMRS) - 7% employee contribution, 2:1 City match • Additional Perks: • Flexible scheduling • Discounted gym memberships • City-issued cell phone • Professional development opportunities HOW TO APPLY Apply Here C For more information, contact: Clay Pearson, Senior Vice President ClayPearsonPgovernmentresource.com The City of Fredericksburg, TX, is an Equal Opportunity Employer and values diversity in its workforce. Finalists will be subject to a comprehensive background check. 24 Zoho Sign Document ID:3292E235-WNK75QJRG6OE_X3TUXJTTOFVQTXO9PJP69GP-WPSZRO Agreement for Executive Recruitment Services("PROJECT") to City of Port Arthur,Texas("CLIENT")between CLIENT and Strategic Government Resources,Inc.,DBA SGR("SGR") SGR and CLIENT (together, "Parties") agree as follows, effective upon the date of the later signature below, in consideration of the mutual promises contained in this Agreement and other good and valuable consideration,the sufficiency of which each Party hereby acknowledges. 1. SGR promises and agrees: A. To perform the services described in SGR's Proposal for PROJECT dated May 1, 2025 ("PROPOSAL")substantially in the timeframe projected in the PROPOSAL. B. To honor the Placement Guarantee stated in the PROPOSAL. C. To comply with all applicable open records, public information and similar laws, and consult with CLIENT if SGR is asked for information before disclosure, unless prevented by court order or law from doing so. 2. CLIENT promises and agrees: A. To pay SGR promptly as billed or invoiced for such services in accordance with the amounts stated in PROPOSAL, including Reimbursable Expenses and costs of any Supplemental Services or Other Expenses that CLIENT selects. Balances that are unpaid after the payment deadline are subject to a fee of 5%per month or the maximum lawful rate, whichever is less, on the owed amount every month,charged monthly until the balance is paid, B. To timely provide photos/graphics and information necessary to develop recruitment brochure,narrow candidate field,and conduct candidate screening and interviews; failure to do so may, in SGR's reasonable discretion, extend timeline and can negatively impact the outcome of the process. C. To respond to drafts of documents and reports in a timely manner; failure to do so may, in SGR's reasonable discretion, extend timelines and can negatively impact the outcome of the process. D. To refer all prospective applicants to SGR and not to accept applications independently during the recruitment process. E. To provide legal opinions to SGR regarding when and if any information relating to the PROJECT must or should be released in accordance with public information laws or legal process. F. That if CLIENT receives an open records request related to this PROJECT, CLIENT shall notify and share the request with SGR in writing as soon as possible but within no more than three (3) business days of receipt and that CLIENT shall provide sufficient time for SGR to notify and provide advance notice to the impacted individuals prior to CLIENT releasing the required information with protected information redacted. G. To directly reimburse finalists for travel-related expenses relating to in-person interviews. H. That CLIENT is ultimately responsible for candidate selections and CLIENT will not discriminate against any candidate on the basis of age, race,creed, color, religion, sex, sexual orientation, national origin, disability, marital status, or any other basis that is prohibited by federal,or applicable state, or local law, I. To comply with the Fair Credit Reporting Act. J. To cooperate with SGR and not impede SGR from performing its obligations to CLIENT. Page 1 of 4 25 Zoho Sign Document ID:3292E235-WNK75QJRG6OE_X3TUXJTTOFVQTXO9PJP69GP-WPSZRO 3. Additional Terms and Conditions: A. The PROPOSAL is incorporated herein for all purposes including all terms defined therein, but if there is any conflict or inconsistency between the terms or conditions of this Agreement,this Agreement controls. B. SGR may substitute personnel other than those initially placed, who have substantially equivalent training and experience and subject to approval of CLIENT, due to factors such as SGR employee/consultant turnover,developing needs of the PROJECT,or CLIENT's request. C. CLIENT grants SGR permission to use any name, logo, or other identifying mark of CLIENT in SGR's social media content to refer to the relationship established by this agreement. D. Remedies i. CLIENT can terminate this agreement at any time for no reason upon giving SGR seven(7)days advance written notice of the termination date. In such an event, SGR shall be compensated for all work satisfactorily performed up to and through the termination date. ii. SGR can terminate this agreement upon seven(7)days advance written notice of the termination date to CLIENT if CLIENT has failed to promptly pay in full any undisputed portion of any bill or invoice (if the dispute is in good faith) or has failed to perform its contractual promises in a manner that materially impedes SGR's ability to successfully perform its obligations, including identifying and attracting qualified candidates. In such an event, SGR shall be compensated for all work satisfactorily performed up to and through the termination date. E. CLIENT acknowledges that the nature of executive recruitment is such that SGR engages in discussions with prospects through the process who may or may not ultimately become a candidate, and that SGR is utilizing its proprietary network of relationships to identify and engage prospective candidates, and that premature release of such proprietary information, including names of prospective candidates with whom SGR may be having conversations as part of the recruitment process, may be damaging to the prospects, CLIENT, and SGR. Accordingly, CLIENT acknowledges and, to the extent permitted by law, agrees that all information related to this search is proprietary, and remains the property of and under the exclusive control of SGR, regardless of whether such information has been shared with CLIENT. F. There are no third-party beneficiaries to this Agreement. G. If any term or condition of this Agreement is invalidated by final judgment of a court of competent jurisdiction or becomes impossible to perform, the Parties will confer about whether to continue performance without amending the Agreement, without prejudice to either Party's right to terminate the Agreement without cause. H. This Agreement embodies the complete and final understandings, contract, and agreement between the Parties, superseding any and all prior written or verbal representations, understandings, or agreements pertaining to this PROJECT. This Agreement can be modified only by signed written amendment. Electronic communications purporting to amend this Agreement will be effective only if the electronic communication includes specific reference to this Agreement or PROJECT. I. This Agreement will be governed by the substantive laws of the State of Texas without regard to the jurisdiction's choice-of-law doctrines. Venue for any litigation relating to this Agreement will be exclusively in Jefferson County of the State of Texas. Page 2 of 4 26 Zoho Sign Document ID:3292E235-WNK75QJRG6OE_X3TUXJTTOFVQTXO9PJP69GP-WPSZRO J. To the extent it may be permitted to do so by applicable law, CLIENT does hereby agree to defend, hold harmless, and indemnify SGR, and all officers, employees, and contractors of SGR,from any and all demands, claims, suits, actions, judgments, expenses, and attorneys' fees incurred in any legal proceedings brought against them as a result of action taken by SGR, its officers, employees, and contractors, providing the incident(s), which is (are) the basis of any such demand, claim, suit, actions, judgments, expenses, and attorneys' fees, arose or does arise in the future from an act or omission of SGR acting within the course and scope of SGR's engagement with CLIENT; excluding, however, any such demand, claim, suit, action, judgment, expense, and attorneys' fees for those claims or any causes of action where it is determined that SGR committed official misconduct, or committed a willful or wrongful act or omission,or an act or omission constituting gross negligence,or acted in bad faith.In the case of such indemnified demand,claim, suit, action, or judgment, the selection of SGR's legal counsel shall be with the mutual agreement of SGR and CLIENT if such legal counsel is not also CLIENT's legal counsel. A legal defense may be provided through insurance coverage,in which case SGR's right to agree to legal counsel provided will depend on the terms of the applicable insurance contract. The provisions of this paragraph shall survive the termination, expiration, or other end of this agreement and/or SGR's engagement with CLIENT. K. Notices related to this Agreement will go to the respective Parties as follows but either Party can change the addressee for notices to that Party by written notice to the other Party. i. For the purposes of this Agreement, legal notice shall be required for all matters involving potential termination actions, litigation, indemnification, and unresolved disputes.This does not preclude legal notice for any other actions having a material impact on the Agreement. ii. Any notice required be given by this Agreement shall be deemed to have been given within three(3)days of emailing or depositing in the mail. Legal Notices: SGR CLIENT Attn: Melissa Valentine,Corporate Secretary Attn: PO Box 1642 Address: Keller,TX 76244 Melissa Govern mentResource.com Email: PROJECT Representative: SGR CLIENT Jennifer Fadden Name: Chief Operating Officer Title: JenniferFadden( GovernmentResource.com Email: 817-337-8581 Phone: Page 3 of 4 27 Zoho Sign Document ID:3292E235-WNK75QJRG6OE_X3TUXJTTOFVQTXO9PJP69GP-WPSZRO Billing and Invoicing: SGR CLIENT Attn: Finance Name: Finance PGovernmentResource.com Title: 817-337-8581 Email: Phone: L. Unless sooner terminated, this Agreement shall terminate at such time as the PROJECT is completed and the requirements of this Agreement are satisfied, except that duties of payment, information disclosure, placement guarantee, and any representations and warranties survive this Agreement. M. The Parties and each individual who executes this Agreement on behalf of a Party represent and warrant to the other Party that as to each Party's respective signatory, that signatory is authorized by their Party to execute this Agreement and to bind their Party hereto. N. Time is of the essence to this Agreement. O. This Agreement may be executed in counterparts which together will comprise the Agreement. P. This Agreement is subject to appropriation of funds by CLIENT. SGR CLIENT 0.k*- Impfust Signature Printed Name: Jennifer Fadden Printed •ame: Ro,r,o,.a Title: COO Title: Gi{./ 1-1c ,tec Date: May 19 2025 12:03 CST Date: 5-5-2025 Page 4 of 4 28