Memo - Brimeyer FursmanDepartment of Administration
Memorandum
To:
City Council
From:
Jim Genellie
Date:
April 8, 2011
Subject:
Brimeyer Fursman
Jim Brimeyer and Richard Fursman will be here at 6:30 p.m. on Tuesday, April 12. They
will be discussing the process and schedule with the Council. Attached are some
documents from Brimeyer Fursman including a letter to the.Council, the Profile Survey,
and a sample letter which will be sent to individuals who might be interested in applying for
the Hopkins' position.
Below is the process outlined in the Brimeyer Fursman proposal:
The proposed process
Phase 1: Meet individually with the Mayor and Council, Department Heads, and key staff. Meet
with selected representatives from the community and/or conduct public forums.
Develop and present Position Profile.
Phase 2 1. Place announcements
2. Direct recruiting program
3. Collect and review resumes
4. Interview semi-finalists/Screen and evaluate
5. Prepare and present progress report
6. Assist elected board with the selection of top 5 candidates for interviews
Phase 3: 1. Reference checks - credential verification — credit report'— criminal check
2. Insights Personality/Management Profile
3. Coordinate candidates' interviews
4. Prepare schedule, questions, review sheets
5. Monitor interviews, facilitate candidate review session
6. Develop compensation package
7. Assist with negotiations
Phase 4: Onboarding: Program to assist with leadership transition
First performance review
Attached is the schedule for the 2004 interviews. Staff interviews took place on Friday
morning with a tour and a social event later that day. The 2010 process for police chief had
the tour and social on Thursday with interviews on Friday.
\Search 110408.doc
April 8, 2011
Dear Mayor, Council and Staff
Thank you for the opportunity to partner with you and the community as you begin the
search for a new Manager. Jim and I look forward to kicking things off on the 12th at the
council meeting. During that time we would like to:
• Review the process
• Firm up dates for
o Profile Approval
o Progress Report/Selection of Finalists
o Interviews
• Identify who will be involved from the City and Community and what level
o Chamber/Business Groups
o Boards and Commissions
o Local stakeholders
o Etc...
• Answer questions
To begin the process of recruitment we develop a Position Profile that describes the
community and the City Manager position. We use this as a consensus document and for
recruiting purposes.
Jim and I are planning on spending time to meet with the Mayor, Councilmembers,
department heads, and if desired, some community leaders, i.e., the School
Superintendent, Chamber Director, representative from Boards and Commissions, and
any prominent leaders the Council would like to include in the process.
I have attached an "Ideal Candidate Profile Survey" (and an accompanying letter, should
you need to send it out to people outside City Hall). Giving people the Survey in advance
of their meeting with us gives them to think about the type of information we include in
the Profile and it makes the discussion more efficient. The individual interviews usually
run about 30 minutes for each elected official and 20 minute with all others.
We would also meet with representatives from the media if you like to go over the
timetable and the process with them.
Other information we will need for the Profile includes:
- Community information
- Budget and/or financial summary
Official Statement — from a recent bond issue
- Job description
Organizational chart
- Description of the various departments
- Digital "pretty" pictures of the city and an electronic logo jpg files. We can also take
pictures.
Thanks for all your help. This is a big project and we appreciate your assistance.
Richard Fursman
Friday, December 10`' - continued
3:15 Candidates/Partners meet with school representatives and realtors — Hopkins Pavilion
3:45 Coffee: Candidates/Partners, Department Heads, staff,
community representatives, etc. - Hopkins Pavilion
4:15 Consultant meets with Department Heads — Hopkins Pavilion
6:00 Reception: Candidates/Partners and City Council/Partners- Performing Arts Center -
John Ireland School Community Room, 2nd floor
Saturday December 11 th
7:30 Council meets with Consultant
8:00 Individual interviews
to 12:15
12:15 Lunch: Council, Community Group and Consultant - City Council Chambers
Candidates on their own
1:00 — 3:30 Council interviews with each candidate - City Council Chambers
1:00 Getschow
1:30 Helie
2:00 Hylen
2:30 Treska
3:00 Wells
Jay
Thompson
Rooth 213
Rick
Brausen
Room 227
Gene
Maxwell
Cite
Manager's
Office
Community
Group -
Council
Chambers
Bruce
Rowan
Room
206/207
Diane
Johnson
finance
Director's
Office
8:00
Getschow
Helin
Hylen
Open
Treska
Wells
8:40
Wells
Getschow
Helin
Hylen
Open
Treska
9:20
Treska
Wells
Getschow
Helin
Hylen
Open
10:00 Break
10:15
Open
Treska
Wells
Getschow
Helin
Hylen
10:55
Hylen
Open
Treska
Wells
Getschow
Helin
11:35
Helin
Hylen
Open
Treska
Wells
Getschow
12:15 Lunch: Council, Community Group and Consultant - City Council Chambers
Candidates on their own
1:00 — 3:30 Council interviews with each candidate - City Council Chambers
1:00 Getschow
1:30 Helie
2:00 Hylen
2:30 Treska
3:00 Wells
City of Hopkins
City Manager
Interview/Selection Schedule
December 10 and 11, 2004
Friday, December 10'
9:45 Consultant meets with Candidates/Partners City Hall - Room 227
10:00 Candidates meet with staff - City Hall
Interview Schedule
11:45 to 12:10 Consultant meets with employee groups City Hall
12:00 Lunch: Candidates/Partners and Department Heads — Fire Station
1:15 to 3:00 Candidates/Partners tour City and facilities — Bus leaves Fire Station
Fire
Room 213
Admin.
Council
Chambers
Facilities
City Manager's
Office
Department
Heads
Room 227
Police
Room
206/207
Public Works
Raspberry B
10:00
Getschow
Helin
Hylen
Open
Treska
Wells
10:20
Helin
Hylen
Open
Treska
Wells
Getschow
10:40
Hylen
Open
Treska
Wells
Getschow
Helin
11:00
Open
Treska
Wells
Getschow
Helin
Hylen
11:20
Treska
Wells
Getschow
Helin
Hylen
Open
11:40
Wells
Getschow
Helin
Hylen
Open
I Treska
11:45 to 12:10 Consultant meets with employee groups City Hall
12:00 Lunch: Candidates/Partners and Department Heads — Fire Station
1:15 to 3:00 Candidates/Partners tour City and facilities — Bus leaves Fire Station
This is a sample letter that may be sent out with the Ideal Candidate
Profile Survey to people the Council would like to include in the
development of the Profile.
DATE
<name>
<address>
Dear
The City of Hopkins has retained the executive search firm Brimeyer Fursman llc,., to assist them in
the selection and hiring of a City Manager. As part of the search process, The Brimeyer Group will be
creating a document describing the community, position, background and experience, and position
priorities. We invite your participation in this process.
Enclosed is an Ideal Candidate Profile Survey to assist you in assembling your ideas on the position.
There are three ways you may offer your opinions:
1. Representatives from The Brimeyer Group will be at City Hall at . They will
be available to talk with you privately. Please call to schedule an appointment.
2. You may call Richard Fursman at 651-338-2533 to give them your information.
3. You may fill out the survey and send it directly to;
Richard Fursman
1666 Village Trail East
Suite 7
Maplewood, MN 55109
We appreciate your interest and participation.
Very truly yours,
Mayor and City Council
. City Manager
IDEAL CANDIDATE PROFILE SURVEY
The ideal candidate for the City Manager of the City of Hopkins should possess the following skills,
competencies, knowledge, experience levels, interpersonal style, and management style.
BACKGROUND/EXPERIENCE
EDUCATION LEVEL
College Degree
Advanced Degree
Professional Memberships
YEARS OF EXPERIENCE
BACKGROUND AND EXPERIENCE OF IDEAL CANDIDATE
-2-
Please note the most important areas of experience and demonstrated expertise. You mayrate
them on a 1-5 scale with 1 being most important.
Budget preparation and presentation
Budget policy and structure tied to strategic planning
Financial forecasting, monitoring and reporting
_ Formal reporting and liaison with elected officials
_ Public financing techniques (TIF, bonds, grants, etc.)
Economic development and redevelopment
Housing development/redevelopment
Downtown development/redevelopment
Planning and Zoning
Annexation
Performance evaluation, staff development, team building
Strategic Planning
Utilities (water, sewer)
Election duties
Computers/Technology
_ Working with the County and adjacent communities
_ Involvement in professional and community organizations
Infrastructure repair/replacement
Comprehensive Plan
Building/zoning code enforcement
-3 -
MANAGEMENT STYLE/PERSONALITY
Please list important leadership styles or attributes.
L
2.
3.
4
5.
PRIORITIES
What are some of the priorities the person should deal with in the first 6 to 12 months on the
lob?
1.
2.
3.
4.
5.
6.
-4 -
What skills not currently inherent in the staff would you particularly want to see in the
incoming City Manager?
What specific programs or services and technical capabilities, not currently being offered
through the Manager's office, would you like to see offered?
Importance of being local (Minnesota) versus relocated?
Are there any individuals known to you who should be recruited for this position?
Do you have any questions about the process?
Completed by (optional)