R-65-03 Authorizing Execution Of An Agreement With Resource Management Associates For Recruitment and Selection Of Police Chief CandidatesRESOLUTION
RESOLUTION AUTHORIZING EXECUTION OF AN AGREEMENT
WITH RESOURCE MANAGEMENT ASSOCIATES FOR
RECRUITMENT AND SELECTION OF POLICE CHIEF CANDIDATES.
WHEREAS, the Village of Lemont desires to enter into an agreement with Resource
Management Associates for the purpose of recruitment and selection of Police Chief candidates; and
WHEREAS, the Proposal attached hereto outlines the terms and conditions of the
Agreement between the Village of Lemont and Resource Management Associates.
NOW, THEREFORE, BE IT RESOLVED BY THE PRESIDENT AND BOARD OF
TRUSTEES that the Village President is hereby authorized to execute the Proposal for Recruitment
and Selection of Police Chief Candidates between the Village of Lemont and Resource Management
Associates attached hereto as Exhibit A.
PASSED AND APPROVED BY THE PRESIDENT AND BOARD OF TRUSTEES OF
THE VILLAGE OF LEMONT, COUNTIES OF COOK, WILL, AND DU PAGE, ILLINOIS,
on this 25th day of August , 2003.
Debby Blatzer
Peter Coules
Brian Reaves
Steve Rosendahl
Ronald Stapleton
Jeanette Virgilio
Att
AYES NAYS PASSED ABSENT
V
HARLENE SMOLLEN, Village Clerk
L gte
JO N F. PIAZ Village Pr dent
ESOURCE
ANAGEMENT
SSOCIATES
August 21, 2003
Mr. Gary Holmes
Village Manager
Village of Lemont
418 Main Street
Lemont, IL 60439
Dear Mr. Holmes:
17037 South Oak Park Avenue
Tinley Park, Illinois 60477
(708) 444 -2326
Fax (708) 444 -2844
Email: RMA96(et?AOL.COM
Thank you for contacting me regarding our interest in assisting you in recruiting and
evaluating candidates for the position of Police Chief. It is my understanding that your chief
plans on retiring next January and that you are interested in obtaining the services of a
qualified firm to assist you in conducting the search process. I am pleased that you have
asked me to submit this proposal. We would welcome the opportunity to assist you in this
important endeavor.
Based upon our experience in recruiting persons to serve in executive -level positions in
public safety organizations, I am confident that we will be able to assist the Village Board in
identifying qualified persons who will be willing to assume the challenges associated with this
position.
Scope of Services
Based upon my understanding of your interests, we propose to perform the following tasks:
1. Upon receiving your authorization to proceed, I will schedule a meeting with you
to develop a suitable schedule and timetable for the completion of the project in the
most expeditious and cost - effective manner.
2. One of the key goals in the recruitment effort is the development of a Position
Profile, which will assist us in identifying particular skills, abilities and personal
attributes of the successful candidate. The Position Profile is created following a
review of organizational and community data (job description, organization chart,
budget, demographic data, etc.) as well as upon information provided from a number
of sources including elected and appointed Village officials and members of the police
department.
Mr. Gary Holmes
July 25, 2003 - page 2
a. We propose to conduct interviews with yourself, members of the Village
Board as well as selected Village staff for the purpose of identifying key
characteristics of the position as well as short -term and long -range goals for
the police department.
b. We also propose to meet with selected members of the police department
to obtain their views concerning the position as well as the current and future
needs of the police department.
3. We will be responsible for receipt and acknowledgment of applications as well as
for their preliminary screening as they are received. As applications are received, we
will screen them to ensure that they meet the minimum requirements for this position.
We will also conduct telephone interviews with those candidates who appear to best
meet the needs of the Village and with persons who have knowledge of the
candidate's professional reputation, job performance and character. These interviews
will be intended to aid in determining a candidate's suitability for the position as well
as to determine whether in fact the candidate is seriously interested in the position
and would be willing to accept the position if it were offered.
4. Following the preliminary screening and secondary assessment, we will meet with
you to review the results of the screening process and to determine a list of semi-
finalists.
5. Subject to your approval, we will prepare a questionnaire to be administered to all
semi - finalists. It is anticipated that this questionnaire would be administered to no
more than ten or fifteen semi - finalists.
6. Following receipt of the completed questionnaires, we will meet with you to review
and evaluate them and to determine a list of finalists who will be invited to come to
the Village to participate in a final assessment process to consist of interviews with
community representatives and Village staff and to participate in an assessment
center. It is anticipated that the number of finalists would be no more than six.
7. We will be responsible for conducting background checks of the six finalists prior
to their invitation to participate in the final candidate evaluation process.
8. We will design and administer an assessment center process to consist of a series
of situational exercises and scenarios designed to allow candidates to demonstrate
their qualifications and suitability for the position. The specific exercises will be
designed to reflect the unique nature and conditions of the Village of Lemont and its
police department.
Candidates will be evaluated in this process by a panel of qualified authorities having
Mr. Gary Holmes
July 25, 2003 - page 3
extensive experience in police service management, public management and
personnel administration. Typically, the assessment panel consists of a Police Chief,
a Village Manager and a third person with extensive experience in public
management.
9. We will assist you in developing, scheduling, and coordinating individual candidate
interviews with yourself, the Village Board, Village staff, police department
representatives, and community representatives. We propose, in the interest of
expediency, that these interviews be arranged simultaneously with the assessment
center.
10. We will provide any other services needed or desired by the Village to ensure the
timely and satisfactory conclusion of the search process.
Project Timetable
We are prepared to commence work on the tasks outlined herein within one week following
notification of proposal acceptance. Initial recruitment of candidates can be completed within
60 days after commencement of the project (subject to advertisement deadlines and
publication dates). Final candidate evaluation, including preliminary background
investigations, can be completed within 45 days after completion of the recruitment process.
Project Staff
A small full -time staff, supplemented by a solid network of part-time consultants with
experiences covering a broad range of specialties, allows us to respond to a wide range of
municipal problems in the most cost - effective and expeditious manner possible. The
activities include written promotional examinations, assessment centers, executive searches,
organization studies, and various kinds of operational surveys.
Charles D. Hale, the President of Resource Management Associates, will serve as the
Project Manager and will have primary responsibility for all on -site project tasks. Mr. Hale
has nearly 30 years of practical and consulting experience in the public sector. Since 1974,
Mr. Hale has served as a consultant to over 200 municipalities throughout the United States.
From 1974 to 1981, Mr. Hale was a Principal Associate with a Public Administration
Service, where he specialized in public safety consulting projects. Mr. Hale has a Master's
Degree in Criminal Justice from California State University at Long Beach. Mr. Hale is the
author of several leading texts in the field of law enforcement, including Police Patrol:
Operations and Management, published by Prentice -Hall, and The Assessment Center
Handbook for Police and Fire Personnel, published in 1999, and has designed and
administered over 250 assessment centers for police and fire personnel. In addition, he has
conducted executive search projects for a variety of municipal positions in Alsip, Calumet
Park, Countryside, Itasca, Lemont, Lombard, Midlothian, New Lenox, Mount Prospect,
Northbrook, Oak Lawn, Park Forest, Peoria, Richton Park, Rockford, Roselle, St. Charles,
Sauk Village, Shorewood, Tinley Park, University Park, Woodridge, and Worth.
Mr. Gary Holmes
July 25, 2003 - page 4
Our Qualifications
Resource Management Associates, Inc. was created in 1981 to serve the exclusive
interests of public management. It comprises a small full -time staff and an extensive network
of consultants who are both active and retired members of the municipal service. The firm
specializes in providing technical assistance and consultant services to municipal
governments in the field of executive recruitment, personnel management, police and fire
organization and staffing, and promotional testing. The diversity and range of the firm's
undertakings increase each year and it has managed to maintain a record of workmanship,
timely delivery of work products, and client satisfaction that is second to none in the industry.
We have established a solid reputation for professional work and client satisfaction. You are
invited to contact representatives of any of our former clients regarding the quality of our
work. Some of these are listed below:
Mr. John Novinson
Village Manager
Northbrook, Illinois
(847) 272 -5050
Mr. Robert Palmer
Village Manager
Hazel Crest, Illinois
(708) 335 -9600
Mr. Richard Dieterich
Village Manager
Sauk Village, Illinois
(708) 758 -3330
Mr. Michael Janonis
Village Manager
Mount Prospect, Illinois
(847) 392 -6000
Mayor Arnold Andrews
Alsip, Illinois
(708) 385 -6902
Mr. Thomas DeGuilio
Town Manager
Munster, Indiana
(219) 836 -6905
A list of other executive recruitment projects Mr. Hale has conducted is enclosed with this
proposal.
Project Costs
Based upon our estimate of the total staff time required to complete the tasks outlined above,
we will agree to perform the work outlined herein for the amounts listed below. We will be
happy to negotiate the services listed as well as their associated costs in order to
accommodate your needs and to be as competitive as possible.
1. Development of Position Profile
2.0 days @ $750 /day $ 1,500.00
2. Candidate screening, to include telephone interviews
Mr. Gary Holmes
July 25, 2003 - page 5
and reference checks - 4.0 days @ $750 /day $ 3,000.00
3. Prepare and evaluate completed applicant questionnaires
2.0 days @ $750 /day $ 1,500.00
4. Design and administer assessment center
3.0 days @ $750 /day $ 2,250.00
Assessor Fees $ 1,750.00
5. Assist with staff and community interviews No charge
6. Conduct detailed background investigation on
selected candidate $ 1,500.00'
Total Cost $ 11,500.00
The fees quoted above do not include staff or assessor travel, lodging or meals, nor do they
include travel, lodging or per diem associated with final background investigations, if
required. These fees also do not include advertising fees, which will be the sole responsibility
of the Village. We assume that the Village will provide suitable facilities in which to conduct
the final candidate evaluation, including the assessment center.
Conclusion
Thank you again for the opportunity to submit this proposal. If you have any questions
concerning anything contained herein, please contact me. We would welcome the
opportunity to assist you in this important undertaking.
Sincerely,
(CfarIes D. Hale
President
Accepted:
age President
Enclosures: (1) List of Executive Recruitment Projects
'Does not include travel costs.
NE SMOLLEN, Village Clerk
Date