CONTRACT 4883C Amendment CLOSED Agreement No. 4883C
Agreement No. 4883-C
THIRD AMENDMENT
TO THE AGREEMENT NO. 4883 BETWEEN
THE CITY OF EL SEGUNDO AND
WILLIAM AVERY &ASSOCIATES, INC.
THIS THIRD AMENDMENT ("Amendment") is made and entered into this 28th
day of December 2016, by and between the CITY OF EL SEGUNDO, a general law city
and municipal corporation existing under the laws of California ("City"), and WILLIAM
AVERY & ASSOCIATES, INC., a California corporation ("Consultant"). The parties
agree as follows:
1. The City and Consultant entered into Professional Services Agreement No. 4883
("Agreement"), dated July 30, 2015, for professional recruitment services.
2. Pursuant to Section 35 of the Agreement, the City desires to amend Section 2 of
the Agreement ("Scope of Services") to add additional recruitment services, as
specified in Exhibit A, which is incorporated by reference. In exchange for
Consultant's services related thereto, the City agrees to pay Consultant for such
services. The total, not-to-exceed amount of the Agreement is hereby amended
to One Hundred Thousand dollars ($100,000) per fiscal year.
3. The Parties also desire to extend the term of the Agreement to expire on
September 30, 2018.
4. This Amendment may be executed in any number or counterparts, each of which
will be an original, but all of which together constitutes one instrument executed
on the same date.
5. Except as modified by this Amendment, all other terms and conditions of
Agreement No. 4883 remain the same.
[SIGNATURES ON FOLLOWING PAGE]
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Agreement No. 4883C
IN WITNESS WHEREOF, the parties hereto have executed this Amendment the
day and year first hereinabove written.
CITY EL SF-%UNDO W [AM AV & SSOCIATES, INC.
enter�4
Greg enter Mliarn Avery
City 1nager President
ATTEST,
Taxpayer ID No. 95-4001710
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APPROVED AS TO FORM:
Mark D. Hensley,"'
City Attorney ,
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Agreement N
AVERY
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Scope of Services
City of El Segundo
Recruitment Team for the City of El Segundo
Bill Avery will serve as the Project Lead for these assignments and will be supported by the
administrative team of Avery Associates. Mr. Avery will be personally involved in client meetings,
development of the ideal candidate profile and search strategy, candidate outreach, interview and
assessment of candidates, presentation of candidates, attendance at final interviews, final
referencing and will be available throughout the search process to provide other related consulting
services. Mr. Avery will have involvement in all aspects of the recruitments with the exception of
clerical and administrative tasks.
Recruitment Plan
L Position Profile and r i,!.nizational Assessment,
The initial assessment phase is a critical component of the search process. Mr. Avery will
meet with the key decision makers to discuss the organizational needs and position
requirements. Our goal for this aspect of the recruitment process is to:
• Understand the City's priorities for these positions.
• Develop a clear understanding and consensus on the expertise, experience,
education, performance attributes and operational style of the ideal candidate to
help ensure a successful match.
• Discuss the goals, objectives, deliverables, and challenges related to these
positions.
• Gain insight of the various organizational dynamics and departmental issues that
exist within the organization.
• Identify the compelling aspects to these opportunities.
The formal position descriptions and ideal candidate profiles would be developed from the
above discussions and incorporated into the formal position announcement. The candidate
William Avery&Associates, Inc.
Labor Relations/Executive Search
3% N.Santa Cruz Ave.,Suite A
Los Gatos,CA 95030
408.399.4424
Fax:408.399.4423
www.averyassoc.net
Agreement No. 4883C
profile is also utilized in various other means as a marketing tool, for advertising copy,
postings, and for other announcements.
II. Search Stratevv and Outreach Efforts
The search strategy is developed in conjunction with the organizational assessment. We feel
it is critical to develop a high level of visibility with a comprehensive outreach program
supplemented by a focused targeted recruitment approach. We would incorporate the
following elements into these searches:
• Development of a targeted candidate lists based on our extensive database of key
executive contacts, referrals and recommendations from key sources, and other current
and former City Management personnel who have extensive contacts and networks in
this area.
• Job postings on Internet-based job boards, association-based web sites that are unique
to specific disciplines and/or to the public sector in general.
• Original research, which consists of identification and contact of current incumbents or
other candidates who meet the various profiles but are not actively seeking other
employment. This is the crux of our direct and aggressive phone and email outreach
approach. It's our experience that despite extensive mailing, postings and
announcements, many will not know of a position being available.
• Print advertising in various periodicals related to the public sector or to these
disciplines. Regular distribution magazines such as JOBS AVAILABLE magazine get
a high degree of visibility.
• Development and distribution of the comprehensive position announcement to various
city, county, and state departments, as well as agencies throughout the state and
country.
III. Candidate Assessment
Our assessment process involves several "tiers" of evaluation. Candidates responding to
these positions will be initially evaluated based on their resume and if appropriate, a phone
"screening" by a firm Consultant. Candidates who pass the initial "qualifying" criteria are
then scheduled for a formal face-to-face interview with the primary consultant in charge of
the project. These extended personal interviews typically take one hour and a thorough
discussion of their experience, accomplishments, management philosophy and interpersonal
style takes place.
In interviewing candidates, we utilize a methodology based on "behavioral" interview
techniques. Fundamentally, this approach explores a candidate's past accomplishments and
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Agreement No. 4883C
experiences. The philosophy here is that the best indicator of future performance is
assessing past behavior. This methodology allows the firm to "project" how a candidate
would approach and address challenges in the new position and help ensure a positive match
with the organization.
Those individuals who best fit the position requirements will have a Candidate Assessment
Report developed by the project lead that conducted the interview. Additionally, two
preliminary, initial reference interviews are performed on these candidates. The reference
interviews provide our clients with additional insights on the candidate's "behavior" and
style.
IV. Candidate Presentation
Upon completion of formal interviews and preliminary reference interviews, a
recommendation of finalist candidates for your consideration is made. We feel our
extensive screening, interview, and initial reference process combined with the candidate
insights provided by our detailed Candidate Assessment Report gives our clients an in-depth
and detailed background on each recommended finalist. Our clients frequently comment on
the value this background provides.
The final candidates are presented in our candidate presentation "book." Each
recommended finalist will have a candidate profile consisting of a candidate summary sheet,
a cover letter, resume, the Candidate Assessment Report (based on the formal interview),
and two initial candidate reference interviews. Others who have interviewed or given
secondary consideration will also be included in the book.
V. Selection
e I ec1i on Process
Once the final candidate interview group is identified, we will assist in the structuring of the
interview processes and coordinate the interview scheduling activity. Our firm will also
provide candidates with guidance related to travel planning, hotel accommodations, as well
as other interview planning issues.
VI. Position Closure
Based on the firm's experience in human resource management and executive search, we are
able to assist our clients in the formulation of appropriate compensation and other employment
arrangements. We will be available throughout our retention to assist in this process.
Timeline
Our experience reflects the approximate timeline from initial client meeting to offer acceptance will
take a minimum of four months. The key activities and timeframes are as follows:
Agreement No. 4883C
Initial client meeting to identify and develop specifications week 1
Develop job announcement & secure related materials from client week 3
Advertising developed and website postings week 4
Print and distribute job announcement week 5
Outreach period week 6-12
Assessment/evaluation/referencing of candidates week 11-14
Candidates presented and discussed with clients week 15
Final interviews week 16-17
Offer extended week>17
Guarantees and Ethics
Whenever William Avery & Associates, Inc. is retained; we make several guarantees and
commitments to a client. Due to our experience, knowledge and success within the management-
consulting field, we assure a client that we will only present candidates who meet a substantial
majority of the ideal qualifications that you have outlined. We are also committed to continue our
search efforts until a successful candidate is employed.
It is also our practice to replace a candidate who may voluntarily resign during the first year of
his/her employment. This same commitment applies if the client finds it necessary to terminate or
to request the resignation of the selected individual in the first year for any reason. In either case,
we invoice a client only for out-of-pocket expenses incurred in identifying a replacement.
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