HomeMy WebLinkAboutOctober 12, 1992CALL TO ORDER
REGULAR COUNCIL MEETING
AGENDA
Monday, October 12, 1992
6:30 to 10:00 p.m.
1. Pledge of Allegiance
6:30-7:30 PM 2.
Presentation From
Prior Lake Zoning
Ordinance
Marianne
Code
Whiting on the
and Subdivision
7:30-8:30 PM 3.
Discussion on Shoreland
With Steve Grittman,
Consultants
Management
Northwest
Ordinance
Associated
8:30-10:00 PM 4.
Interview and Discuss City Manager Search Firm
Proposals
5. Adjourn
"A10122"
4629 Dakota St. S.E., Prior Lake, Minnesota 55372 / Ph. (612) 447-4230 / Fax (612) 447-4245
AN EQUAL OPPORTUNDFf EMPLOYER
PUBLIC MANAGEMENT CONS UL TANTS
4544 IdS CENTER · MINNEAPOLIS, MN 55402
PHONE (612) 337-5808
October 5, 1992
The City Council
City of Prior Lake
4629 Dakota Street
Prior Lake, MN 55372
Dear Mayor and Council Members:
I am pleased to offer our firm's services to assist Prior Lake in its recruitment and evaluation of
candidates for the position of City Administrator.
As any City Council approaches a recruitment and evaluation effort, it is not uncommon for it to
become bogged down in purely "mechanicai" aspects of the process. One advantage which an
outside consulting firm offers is tile ability to keep this process moving, so that the Council can
cc, ncentrate on its primary respon~,;';bility - selecting that individual for the position who best fits the
cc, mmum~y s needs.
A second advantage which an outside firm off~-rs is an independent source of information on a
community for prospective applicants. Our experience indicates that frequently the best applicants
for a position may not apply without this type of information. This is particularly true for candidates
from outside of the local area.
Proposed Services
As you are aware, there are a number of steps which go into any successful recruitment and
evaluation effort. Shown below are the specific steps which we recommend in this regard and which
we are prepared to conduct for Prior Lake.
Meet with the Mayor and Council Members individually to discuss their perceptions of the City's
needs, the role of the City Administrator and the leadership style which they feel is most
appropriate for an Administrator.
Review all applicable written materials reg~rdi~'~g the City and the City Administrator's position,
and meet individually with City ctepartmea.~ h~za,i,a to learn more about the City's needs, programs
and operations.
If necessary, meet with the City Council as', a group to develop a consensus "profile" of the type
of candidate best fitting the City's needs.
Prepare and publish appropriate announcements of the opening for City Administrator, and
receive all applications for the position.
Correspond with applicants to notify them that their applications have been received, to provide
them with information on the City and to keep them informed of their status in the selection
process.
6. Conduct a comprehensive "executive search", in order to locate additional applicants for the
position.
Screen the applications which are received, determine which applicants may be appropriate for
further consideration, and prepare a written report summarizing the background of each such
applicant.
8. Review with the City Council the applications which have been received, and recommend a group
of candidates for consultant testing and interview.
9. Field test or test through the mail all candidates who are selected by the City Council, and
personally interview those candidates whose test results meet predetermined selection criteria.
10. Review with the City Council the candidates who have been interviewed, and recommend a final
group of candidates for their consideration.
11. Prepare a comprehensive written report on the candidates who are selected by the City Council
as finalists for the position, which will include a psychological evaluation of each such
candidate, and contact appropriate references on the candidates.
12. Assist the City Council in conducting interviews with the final group of candidates, including the
development of an interview format, and assist in their evaluation of the candidates who have
been interviewed.
13.
On behalf of the City, negotiate terms and conditions of employment with the candidate selected
by the City Council for the Administrator's position, and if applicable prepare an employment
agreement with the successful candidate.
14. Throughout the above process keep the City Council advised as to proper recruitment,
evaluation and employment procedures and techniques.
While we recommend each of the above st,~ps, ~,,'e also are willing to eliminate individual steps within
this process. For example, a City Council ma'v choose not to participate in the intermediate review
of candidates (step 8). A City Council also may choose not to conduct an "open" recruitment
process (steps 4 and 5).
A timetable for the recruitment and evaluation of a City Administrator obviously is dependent upon
the number of steps which are undertaken and upon availability of the City Council. Assuming no
delays in the latter regard, however, the full process which we recommend normally can be
completed within ten to tyvelve weeks. If steps 4, 5 and 8 are eliminated, such a process can be
completed within as little[as six weeks.
Our Experience
Public Management Consultants was formed in February, 1979. We specialize in personnel
management, executive search and organizational development, offering services primarily to
public-sector clients. Our specific area of expertise is the in-depth assessment of candidates for
managerial and staff positions. Included as Attachment A is a list of governmental clients for which
our firm has provided similar counsulting services in recent years.
I personally would serve as the principal consultant for this project. I would be responsible for all
contacts with City officials, for the evaluation of applications and for interviewing candidates. Dr.
Robert Hobert would assist in this project, and he would be responsible for the evaluation of
candidates' psychological and intellectual data. Resumes for Dr. Hobert and me are included as
Attachments B and C.
I feel that our firm occupies a singular position among the firms which offer executive search
services. While it is easy to focus on the "recruitment" aspects of such a process, it really is the
"evaluation" aspects of this process which most City Councils find the more difficult. And, as I have
noted, our firm specializes in the assessment and evaluation of candidates for this type of position.
I also would like to note that the assessment of candidates is an integral part of the process which we
recommend. Such data would be utilized to select candidates both for initial interview by our firm
(step 9) and for final interview by the City Council (step 11). These services are included in our base
fee; they are not quoted as an optional service at an additional fee.
Requested Compensation
Our firm will provide the services outlined above at a total fee of Eleven Thousand Dollars
($11,000). Our only charge in addition to this would be for the reimbursement of any direct
expenses incurred in conducting candidate interviews outside the Twin Cities metropolitan area. All
fees would be billed on a "progress" basis. If the City Council chooses to eliminate any steps in the
above process, our fee would be adjusted accordingly.
I hope the above information accurately com;eys the as,,~istance which we are prepared to provide the
City in this matter. I also would welcome ti~e opportunity to meet personally with you, in order to
discuss further our firm and the services which we propose.
Very truly yours,
LDT:cm
Enclosures
Attachment A
RECENT RECRUITMENT AND
EVALUATION PROJECTS
City of Inver Grove Heights - recruitment and evaluation of
candidates for the position of City Administrator
City of Oakdale - recruitment and evaluation of candidates for the
position of City Administrator
City of South St. Paul - recruitment and evaluation of candidates
for the position of City Administrator
City of Owatonna - recruitment and evaluation of candidates for
the position of City Administrator
City of Maplewood - evaluation of candidates for the positon of
City Manager
City of Warroad - recruitment and evaluation of candidates for the
position of Police Chief
City of Maplewood - recruitment and evaluation of candidates for
the position of Staff Services Coordinator
City of Cottage Grove - recruitment and evaluation of candidates
for the position of Finance Director
City of Wayzata - recruitment and evaluation of candidates for
the position of Finance Director
City of North St. Paul - recruitment of candidates for the
position of Finance Director
City of Wayzata - evaluation of candidates for the position of
City Assessor
City of Wayzata - evaluation of candidates for the position of
Building Inspector
City of Wayzata - recruitment and evaluation of candidates for the
positon of Bar Manager
Attachment B
RESUME - LARRY D. THOMPSON
Personal Information
Date of birth:
Residence:
July 23, 1943
3328 Idaho Avenue South
St. Louis Park, Minnesota
Education
Graduate:
Undergraduate:
University of Minnesota; Minneapolis, Minnesota
emphasis in public administration (1965-66)
and in psychology (1988-91)
awarded M.A. in 1991 (psychology)
Drake University; Des Moines, Iowa
emphasis in political science and psychology
awarded B. A. in 1965
Professional Experience
1979 - present:
President and Principal Consultant
Public Management Consultants
1968 - 1979:
1966 - 1968:
City Manager
City of Wayzata, Minnesota
Assistant to the Village Manager
Village of Park Forest, Illinois
1965 - 1966:
Administrative Intern
City of Richfield, Minnesota
Affiliat~ons and Memberships
International City Management Association
Minnesota State City Managers' Association
Metropolitan Area Management Association
Rotary International
Municipal,Clients
City of Anoka
City of Apple Valley
City of Bloomington
City of Brainerd
city of Chaska
City of Cottage Grove
City of Farmington
city of Golden Valley
City of Inver Grove Heights~
City of Mankato
City of Maple Grove
City of Maplewood
City of North St. Paul
City of Oakdale
City of Orono
City of Owatonna
City of Plymouth
City of Rosemount
City of St. Peter
city of South St. Paul
City of Warroad
city of Wayzata
City of White Bear Lake
Other Governmental Clients
Minnesota Department of Public Safety
Minnesota State Energy Agency
Minnesota Police Recruitment System
Suburban Police Recruitment System
Metropolitan Council
Mounds View School District
Westonka School District
Attachment C
RESUME - ROBERT D. HOBERT
Personal Information
Date of birth:
Residence:
June 25, 1935
717 Kenwood Parkway
Minneapolis, Minnesota
Education
Graduate:
Undergraduate:
University of Minnesota; Minneapolis, Minnesota
emphasis in industrial/organizational psychology
awarded Ph.D. in 1965
University of Minesota; Minneapolis, Minnesota
emphasis in psychology
awarded B.A. in 1957, magna cum laude
Professional Experience
1985 - present:
Founder and Chairman
Business Testing Service, Inc.
1972 - 1985:
Co-founder and Managing Partner
Hobert-Martin Consulting Psychologists, Inc.
1964 - 1972:
Staff Psychologist, Partner and Office Manager
Humber, Mundie and McClary
(consulting psychologists)
1961 - 1964:
Project Director, Marketing Research
Grocery Products Division
General Mills, Inc.
1959 - 1961:
Research Assistant
Industrial Relations Center
University of Minnesota
1957 - 1958:
Offensive Tackle
Winnipeg Rugby Football Club
Affiliations and Memberships
Minnesota State Board of Examiners in Psychology
American Psychological Association
International Association of Applied Psychologists
Rotary International
Municipal Clients
Consultant for psychological evaluation~ -
Alexandria Police Department
Anoka Police Department
Apple Valley Police Department
Bloomington Police Department
crystal Police Department
Elk River Police Department
Lakeville ~Police Department
Linc Lakes Police Department
Maplewood Police Department
Milaca Police Department
Minnetonka Police Department
New Ulm Police Department
North St. Paul Police Department
Northfield Police Department
Orono Police Department
Plymouth Police Department
Richfield Police Department
Robbinsdale Police Department
Roseville Police Department
Shakopee Police Department
St. Louis Park Police Department
Wayzata Police Department
White Bear Lake Police Department
Consultant in stress evaluation procedures - Special Operating
Division, Minneapolis Police Department
Other Governmental Clients
Minnesota Department of Public Safety
Minnesota State Highway Patrol
Minnesota Police Recruitment System
Suburban Police Recruitment System
Anoka County Sheriff's Department
Metropolitan Airport Police Department
The Bnmeyer Group, nc.
EXECUTIVE SEARCH CONSULTANTS
One Tenth Ave. South
Hopkins, MN 55343
October 6, 1992
Mr. David Unmacht
City Manager
City of Prior Lake
4629 Dakota St. SE
Prior Lake, MN 55372-1714
Dear Dave:
Thank you for inviting The Brimeyer Group, Inc. to submit a proposal to assist the City
Council as a consultant in the search for a City Manager. Our firm and the personnel working
on this project are' well qualified to assist you in making this most important decision. Our
success in executive search, particularly the public sector, will serve well to assist you.
Enclosed is some information describing our background in public sector search. Responsibility
for the search will be under the direction of James Brimeyer assisted by Deborah Padgett. A
biographical sketch for Mr. Brimeyer and Ms. Padgett is provided. Jim has twenty years
experience in public sector management and has been involved in executive search since July,
1988. Included is a list of references for Mr. Brimeyer which represents both clients and
professional acquaintances, and a list of recent clients.
The procedure we will follow is included. This is the standard procedure used in a majority of
our public sector searches.
We very much look forward to working With the City Council in what must be considered a
most challenging and exciting effort. I am anxious to visit with the City Council on Monday,
October 12th to discuss the search process and am sure you will be convinced our firm is best
suited to assist you.
Very truly yours,
President
JB/pw
enclosures
(612) 945-0246 · fax (612) 933-1153
CITY MANAGER
CITY OF PRIOR LAKE, MINNESOTA
A PROPOSAL SUBMITTED BY:
THE BRIMEYER GROUP, INC.
EXECUTIVE SEARCH CONSULTANTS
ONE TENTH AVE. S.
HOPKINS, MN 55343
October 6, 1992
City of Prior Lake
Page One
I. INTRODUCTION
The Brimeyer Group, Inc. assists clients in the search for and selection of professionals who
exceed client expectations. We see our role as an extension of the clients' human resource
efforts. We're committed to completing critical staffing assignments on time and within
budget. Through performance, we're striving to earn a reputation that places us at the top of
our profession.
REASONS TO RE'FAIN A SEARCH FIRM
Direct Recruiting:
Our research staff will identify the most desirable candidates and we
will make direct contact with those candidates to develop their interest.
Many organizations appreciate the value of our direct approach on their behalf.
Confidentiality:
We ha~,e the benefit of being able to keep your organization's confidentiality
when approaching candidates, when this is important to you.
Third Party Objectivity:
As a third party we are in a better position to advocate for you than you
are for yourself. It's much like attorneys being able to represent their
clients more effectively than clients representing themselves.
Profitable Time Management:
Every search, properly conducted, takes scores of hours. When you're
busy managing your organization, the hours you spend on search work reduces
the hours available to your organization. Making us responsible for the
recruiting work frees you to focus your time, energy and intelligence
· on serving normal business needs.
Efficiency:
We recruit in the marketplace daily and as such need much less time to
get into action than organizations who recruit on an occasional basis.
City of Prior Lake
Page Two
Selective Interviewing:
We can recruit from among the best qualified, rather than from the first
which present themselves, i.e. we work from the top down rather than
from the bottom up, which can be the case when hiring through an
announcement.
Commitment to Excellence:
Enlightened candidates recognize that the investment you've made by
hiringus is a clear statement of your commitment to continued quality
growth in your organization. Most desirable candidates want to be part of
an organization that demonstrates a willingness to invest in its future.
ADVANTAGES OF SELECTING THE BRIMEYER GROUP
A. James Brimeyer has extensive experience in identifying and recruiting
public officials including work for a number of cities and semi-public agencies.
B. The Brimeyer Group, Inc. is committed to accurately portraying all candidates
to the City Council so that the Council's satisfaction may be assured.
C. The Brimeyer Group, Inc. is likewise committed to accurately portraying the
position to the candidates to prevent unrealistic expectations.
D. The Brimeyer Group, Inc. can conduct a cost effective search. We will
maintain constant contact with the Council. We will also keep the
candidates informed as the process proceeds.
E. The Brimeyer Group can develop, at no extra charge, a Work Program for the
successful candidate which outlines the expectations of the Council, the
City Manager and City staff.
F. Research Staff and support personnel are assigned to each engagement on an
"as needed" basis.
City of Prior Lake
Page Three
PRIMARY CONSULTANT
James Brimeyer:
Jim has twenty years of experience in public sector management and hai' been involved in
executive search since July, 1988. Mr. Brimeyer served in public administration in four cities,
three as City Manager, including his last position in St. Louis Park, Minnesota (pop. 45,000),
with a budget of $28 million and 230 employees. He also served in Worthington, Ohio, and '
Wooddale, Illinois. He began his career as Assistant City Manager in Park Ridge, Illinois,
after obtaining a Master's degree in Public Administration from Northern Illinois University.
His bachelor's degree is from Loras College in Dubuque, Iowa.
Mr. Brimeyer has concentrated his efforts in public sector recruiting at the top management and
mid-management levels. He also performs executive search for private sector organizations that
have a relationship with municipalities, counties, and other public sector agencies. He has
acted as a facilitator for strategic planning and goal setting activities for several organizations,
at both policy-making and administrative staff levels.
Mr. Brimeyer is past President of the Ohio City Management Association. He belongs to the
International City Management Association, the Metropolitan Area Management Association,
the Minnesota City Management Association, the National Forum for Black Public
Administrators, and the Solid Waste Association of North America. He is active in the
Twinwest Chamber of Commerce and currently serves as a member of the Economic
Development Committee. He is Past President of the St. Louis Park Rotary and currently
serves as President of the Rotary Foundation.
Mr. Brimeyer is an adjunct faculty member in the Graduate School of Public Administration at
Hamline University.
II. THE SEARCH PROCESS
We anticipate the search for the City Manager of the City of Prior Lake will normally take
from three to four months (90 to 120 days) from the time we are retained to the time the City
Council makes an offer. This is somewhat dependent on the ability to place the announcement
in the appropriate professional and trade publications, the time required to screen candidates,
and the availability of the Council to review consultant reports and conduct final interviews. In
consultation with the Council, we will develop a target date for the reporting of the new City
Manager.
City of Prior Lake
Page Four
Conducting a search involves a process that can have far-reaching ramifications for the success
or failure of an organization. To insure success, we will use the following process:
1. Position Profile
During this initial phase our consultants will meet with the City Council as a group and/or , '
individually, to learn more about your goals and objectives. We will spend the necessary time
to gain a clear understanding of the organization and the type of person needed. Critical
factors to be determined include position responsibility and authority; reporting relationships;
educational and experience requirements; personal and leadership qualities; management style;
and the organizational environment in which the City Manager must function.
With Council approval, we will also meet with key staff to further assess the climate within
which the selected candidate must operate. In addition, we anticipate meeting with community
leaders to gather additional information. As a result of these meetings we will reach an
understanding of what type of personality, human chemistry, and interaction style is desired and
we will draft a Position Profile.
A great deal of emphasis is placed on this critical specification analysis stage to determine the
position content and the environment. Without this information, it is difficult to determine how
potential candidates will affect the City's plans and organizational team. Prior to meeting with
the Council and key employees we will supply a list of questions to assist the interviewees in
assembling their ideas on what should be included in this job profile.
During the meeting with the Council, agreement will be reached concerning the number of
qualified candidates that will be interviewed before making a final decision.
Once a consensus is reached on the requirements of the position and the qualifications of the
ideal candidate, we will prepare a detailed Position Profile and an appropriate presentation of
the opportunity and present it to the Council for approval.
2. Recruit Candidates and Place Announcements
We will conduct a comprehensive program to contact sources and identify suitable candidates.
In addition to announcing the position in the appropriate professional and trade journals, we
will identify potential candidates through personal contacts with public sector professionals and
other members of local government organizations throughout the United States. In addition, we
will use our research staff to identify comparable organizations from which key individuals can
be contacted. Based on the sources available to us, we will identify specific individuals with
established patterns of accomplishment, contributions, and success.
City of Prior Lake
Page Five
3. Review Resumes and Screen Candidates
Numerous prospects will be screened against the Position Profile. From these individuals we
will compile a broad list of prospects for the job. An initial confidential phone contact will be
made to promising candidates to determine their suitability and interest.
4. Candidate Evaluation and Interviews; Background Checks
After our research and sourcing is completed, several qualified candidates emerge for
evaluation and comparison. Interviews will be scheduled with the most promising individuals.
Thorough, intensive, one-on-one interviews will be conducted with the leading candidates by
our staff.
During these interviews, the consultant will further assess the individual's qualifications,
accomplishments and suitability for the City of Prior Lake position and personal situation. Our
in-depth evaluation and appraisal techniques will cover issues such as work experience,
education, professional development and achievement, career objectives, and business
philosophy. Such on-the-scene reviews of a candidate's present operations can be very helpful
in assessing qualifications and potential.
Along with the field interviews, we will investigate the backgrounds of the most promising
candidates through discreet telephone and personal reference checks. We will talk with peers
and former associates of these prime candidates. It is our practice to speak directly with
individuals who are, or have been, in positions to evaluate the candidates' job performance.
In order to minimize costs associated with traveling to personally interview potential candidates,
The Brimeyer Group offers the option of engaging a professional interviewing firm to video
tape the candidates' response to our questions. This video taped interview will be followed up
with a detailed telephone interview through our office.
5. Progress Report
Following the screening and background investigation, we will prepare a Progress Report.
This Progress Report will provide specific information on the individual's educational and work
history; accomplishments and growth potential; strengths and poss:.ble limitations. We will
personally deliver and review these reports with the Council. On the basis of this review,
final candidates will be selected for interviews in Prior Lake.
City of Prior Lake
Page Six
Assessment
The Brimeyer Group has on retainer a management psychologist who will conduct interviews
and administer a highly developed battery of tests designed to measure motivation, managerial
style, and personal compatibility. The assessment services include: -
Understanding the Position Profile;
Testing and Interviewing for skills, goals, background,
experiences, strengths and weaknesses;
Interpretation of test/interview data;
Verbal feedback and written report.
The City Council will learn:
Insights into strengths, weaknesses and likelihood of success for each final
candidate before hiring;
How to best manage/work effectively with the candidate;
Suggested development program to meet identified needs.
The above is available at the option of the Council and subject to Council approval since the fee
for this service is not part of our regular search fee.
6. Interviewing
At this point The Brimeyer Group, Inc. will present our list of finalists. We will arrange a
schedule of interviews of final candidates with the Council and will coordinate travel
arrangements.
Extensive background material will be furnished to each member of the Council on each
candidate prior to the interview. If possible, all interviews will be scheduled within a period of
one to two days, depending upon the desire of the Council. One of the primary consultants
will be present at each interview.
Prior to these interviews, we will, if desired, provide the Council with some helpful material on
interviewing techniques and will discuss the proposed procedure to be used in the selection
process, including an evaluation form and a list of questions for possible use by the Council.
7. Selection
After the personal interviews, we will meet with the Council to review the individual ratings
and assist in determining the top candidate. The consultant will assist in this process to the
extent requested by the Council.
City of Prior Lake
Page Seven
8. Negotiating Compensation Package
The Brimeyer Group, Inc. will take great care that the Council secures an acceptance from the
most desired individual. We will recommend a compensation package calculated to attract the
finalist and will participate in the final negotiations. If any concerns arise in the final hour, by
working as a third-party intermediary, we can work out and resolve important details of the
offer which may have significant bearing on its final acceptance or rejection.
9. Additional Services
A. If requested by the Council, The Brimeyer Group, Inc. can act as a spokesperson with the
media, when appropriate, in order to maintain the integrity of the selection process as well as to
protect the confidentiality and privacy of the candidates who are not hired.
B. We pay careful attention to all circumstances arising from a job change, which include not
only adjustments in compensation and benefits, but also spouse careers, real estate issues, and
relocation details. Lifestyles, personal values and two career marriages are only three of the
factors that influence an executive's decision to change jobs. We will assist the candidate's
family in making career moves and relocation adjustments.
C. After the candidate is employed, we will follow up with both the Council and the candidate
to insure a smooth transition and satisfactory completion of the assignment. We will make
contact to assess the fit from both the Council's and the candidate's points of view. In the
unlikely event that unexpected concerns have developed, this follow-up contact is intended to
identify potential issues early in the hope that adjustments can be made, if necessary.
HI. WORK PROGRAM {PERFORMANCE EVALUATION)
If requested by the Council, we agree to assist the Council and City Manager in developing a
Work Program after a six month period which outlines the expectations of the Council, City
Manager and staff. This can be done by utilizing both personal and phone contacts. The only
cost incurred for this service will be any cost associated with a visit to the community and other
out-of-pocket expenses. The Work Program will contain objectives for the City Manager to
accomplish in the ensuing 12-18 months.
IV. GUARANTEE
If the City Council utilizes the entire process as described, The Brimeyer Group offers an 18
month guarantee on the effectiveness of the City Manager. Should the Council determine it
necessary to terminate the City Manager due to failure to adequately perform the duties as
specified in the Profile and as represented by the process, we will refill the position at no
additional fee and will charge expenses only. We offer this assurance because of our
confidence in the thoroughness and accuracy of the process. Should there be substantial
changes in the political situation in Prior Lake and a decision is made to terminate the City
Manager for reasons other than failure to perform the administrative duties as specified in the
Position Profile, this guarantee is subject to negotiations between the City Council and The
Brimeyer Group.
City of Prior Lake
Page Eight
V. COSTS
The Brimeyer Group, Inc. will bill expenses directly related to the assignment with the City
Council's prior approval. Necessary expenses include travel, meals and lodging; long distance
telephone; special research; credential verifications; courier service; administrative expenses;
and the cost of placing announcements. Should the Council choose to utilize the option of
video taped interviews, additional costs will be incurred which will most likely replace some
travel expense. Based on our experience expenses would be in the range of $500-$1,000. The
estimate does not include any costs associated with candidates' expenses for the final interview
process.
VI. FEE FQR SERVICE
For this assignment, we propose a fee of one-fourth of the annual compensation, not to exceed
$14,000. The fee includes the following services.
Meeting with the City Council, Staff, and other individuals
Development of the Position Profile, using existing information
Drafting Position Profile
Presentation for approval
Contacting sources
Screening
Checking references
Interviews
Preparation and presentation of Progress Report.
Coordinating the schedule for psychological assessment and video-taped interviews
Schedule and coordinate candidates' interviews with the City Council
Participating in interviews
Developing compensation package
Participate in negotiations
Counseling
Spouse relocation
Development of Work Program (six months after employmenO
Our payment policy on searches is one-third of the fee due upon signing this agreement; one-
third after presentation of the Progress Report; and the balance due 10 days after the search has
successfully been completed, whether the agreement is oral or written. In the event the City
Council terminates this agreement during the search we will retain the progress payments to
that point. The placement fee is non-refundable.
~a~es L. Brimeyer
President
The Brimeyer Group, Inc.
Mayor Lydia Andren
City of Prior Lake
CITIZENS FORUM
COMPARISON STUDY SUMMARY DATA
COMPARISON STUDY for minimum requirements in residential development
1. LOT SIZE
2. HOUSE SIZE
3. TRANSITIONAL ZONING
4. BUILDING PERMITS
Single Family
Two Family
1990 and !991
CITIES SURVEYED
APPLE VALLEY
EAGAN
CHANHASSEN
BELLE PLAINE
INVER GROVE HEIGHTS
EDEN PRAIRIE
NEW PRAGUE
ROSEMOUNT
SHAKOPEE
SAVAGE
LAKEVILLEL
CHASKA
-1-
CITIES WITH MINIMUM LOT SIZES LARGER THAN PRIOR LAKE (IN SQUARE FEET)
APPLE VALLY 11,000
EAGAN 12,000
CHANHASSEN 15,000
BELLE PLAINE 12,000
INVER GROVE HEIGHTS 12,000
SAVAGE 10,890
LAKEVILLE 11,000
CHASKA 11,500
* Belle Plaine
* Chaska
* Lakeville
R-3 Zone - Original Central City
Very small lots.
These minimums are no longer
used in developments.
R-1 .Zone'..e Old Downtown: Area
R-2 Zone - Oldest Established Neighborhoods
Very small lots.
These minimums are no longer
used in developments.
R-3 Zone - Downtown Area and Areas
that ~ere developed to
encourage growth.
City Staff said they have
no plans to use R-3 Zoning
in new developing areas.
They have enough small lots.
CITIES WITH MINIMUM LOT SIZES SMALLER THAN PRIOR LAKE
Eden Prairie 9,500
New Prague 9,000
Shakopee 9,000
CITY WITH MINIMUM LOT SIZE THE SAME AS PRIOR LAKE
Rosemount 10,000 They are working to upgrade
these minimums
-2-
MINIMUM LOT SIZES FOR RESIDENTIAL TWO FAMILY (twin homes, duplexes,
side by sides), IN SQUARE FEET
CHANHASSEN
20,000
CITIES WITH 15,000 SQUARE FOOT MINIMUM LOT SIZE TWO FAMILY
Apple Valley
BELLE PLAINE
LAKEVILLE
EAGAN ~
INVER GROVE HEIGHTS
PRIOR LAKE
CITIES WITH LOT SIZES LESS THAN 15,000 SQUARE FEET ~ TWO F~MILY
New Prague 8,000
Savage 10,000
Shakopee 11,000
Rosemount 12,000
Eden Prairie 13.000
~ITIES WITH TRANSITIONAL ZONING: NONE
Five cities addressed this issue in the following manner
1. Building Policies
2. Comprehensive Plans
3. Land Use Plans
4.'Zoning
5. Ordinances
BUILDING PERMITS ISSUED'.FOR 1990 and 1991
This data does not indicate growth being affected in areas with
greater minimums in lot size or minimums in housing requirements
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UNSOLICITED COMMENTS FROM PLANNING STAFF IN VARIOUS CITIES
1. We found that larger lots brought in quality developers.
The homes were not necessarily larger but the quality was better.
There were more creative lines in the development, not
particularly in the homes al%hough that improved.
One subdivision we have is a real credit to the developer
2. Prior Lake is beautiful but I prefer areas with more openess.
3. Your city is unique and a very desirable area because of it's
natural amenities. Over crowded developments would destroy
that desirability.
I get a sense of well being just driving in to Prior Lake.
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LOT SIZE PROPOSAL
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In a development, the lot size will average 15,000
square feet with a minimum allowable lot I2,500 sq.ft.
This is intended primarily for open field'areas
opposed to environmentally sensitive areas.
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To minimize environmental disruption and to preserve
areas with natural amenities (hills, woodlands, etc.)
lots will average 20,000 sq.ft., minimum 15,000 sq.ft.
Suggested areas may' include Pike Lake and the lake ares, s
of Vierling's property.
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In order to maintain the coun~Cy feeling and to
preserve unique environmental features (wetlands,
wildlife, etc.) areas will be designated "environ-
mentally sensitive area". They will feature ].ar~e
lots (1} acre minimum) to maintain the integrit~
of the natural design, Suggested areas include
Jeffer's property.
OTHER REQUESTS
~,~'Continue to define, strengthen, and increase minimum stan-
dsrds to maintain our natural amenities and attract quality'
develo, pets,
*Request for specific, detailed language rather than subjective.
Remove the po~S~b~:lity ~f-=a~bigui'ty and interpretation ar, d
~ace with clear, outlined expectations. Results - stanila, rds
which prOmote consistency'.
~Zoning ordinance include specific detailed guidance towar~]s
the 'preservation of our natural amenities. E.g. Require,
rather encourage, "preservation and enhancement o~-desxrable
site cha. rac'heristics and open,spaces. More efficient use of
land, open space and public facilities."
*Preservation of wetlands- Open these areas to public viewi~'~g
b~ creatir,g a 25' buffer zone, create trails and paths for
all to enjoy.
*Preservation and enhancement of trees - Require ~ instead
one 1 balled and burlapped street tree.
*~iain'tain diversity of lot sizes - Strengthen ordinsnce
langu~e to reflect r..e..quire~ents or enforcement rather t~an
"encouragement" .
In summary we want to send a message to the developm~.~']t
community and both current and potential residents t)mt
our standards clearly' ~]efine what we want and the existing
amenities we intend to keep.
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THE ASSESSMENT AND SELECTION OF
CANDIDATES FOR KEY POSITIONS
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PERSONNEL DECISIONS, INC.
Build i ngjS~,uccessful Organizations
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PERSONNEL DECISIONS, INC.
Corporate Offices
2000 Plaza VII Tower
45 South Seventh Street
Minneapolis, Minnesota 55402-1608
612/339-0927
THE ASSESSMENT AND SELECTION OF
CANDIDATES FOR KEY POSITIONS
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I. 'THE PURPOSE
To assist organizations and agencies of government in the ~elec-
tion of individuals most qualified to assume key leadership and
managerial roles~ to allow decision makers to predict~ with the
highest degree of confidence~ how the selected individual wi]!
cope with job demands.
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II. THE PROCESS
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Job Analysis -- determination of the critical knowledge,
skills, and abilities necessary for successful job
performance.
Recruitment -- designation of the candidate pool; may involve
advertisement and active solicitation of candidates.
Screening Methodologies -- designed to reduce the size of the
candidate pool to a more manageable number using low cost/high
yield techniques.
1. Application Screening -- an objective "scoring" of
applications against performance criteria.
Accomplishments Record Index -- a targeted technique
designed to elicit further information from candidates
in critical areas.
3. Essay Questions -- responses to key issues pertinent to
the position and organization.
Written Assessment Techniques -- a variety of powerful tools
to measure important aspects of the candidate's abilities.
Aptitude Testing -- normative information regarding the
candidate's ability to work with words and numbers,
reason effectively, and draw logical conclusions.
Personality Inventories -- crucial information about
leadership style, ability to work with others, conflict
resolution strategies, and behavior under stress.
Practical Exercises -- simulations of actual on-the-job
tasks designed and administered in a standard fashion so
that meaningful comparisons between candidates can be
made. In most cases, performance can be compared against
national norms.
"Live" Assessment Techniques -- designed to supplement written
assessments and testing to complete the total picture of a
candidate's skills and abilities.
Oral Interviews -- increasing the information yield from
this traditional assessment method by careful planning,
standardization, and training in interviewing skills and
evaluation of responses.
a. The Oral Interview Panel -- interview design and
training of panel members from the client agency.
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b. The PDI "In-depth" Interview -- an interview
conducted by a PDI staff member.
Practical Exercises -- face-to-face simulations requiring
the candidate to demonstrate important job-related
abilities.
a. Individual Exercises -- simulations of critical
interactions with peers, subordinates, and superiors.
Group Exercises -- assessments with groups of
candidates,designed to measure leadership, problem
solving, and communication skills.
The Assessment Center -- the most intensive -- and
productive -- method to obtain information about candidates.
Involves all of the above methodologies.
Auxiliary Sources of Information -- for finalist candidates,
added information regarding their record of performance.
Reference Checking -- gathering information from
individuals who have direct knowledge of the
candidate's work history.
2. Background Checking -- further investigation regarding
candidate's performance record.
THE ADVANTAGE OF MULTIPLE ASSESSMENT PROCEDURES
POSITION
REQUIREMENTS
STANDARDIZED
TESTING
SELF-REPORT.
(RESUME, INTERVIEW)
SIMULATIONS
(ASSESSMENT CENTERS)
OTHER PEOPLE
(REFERENCE CHECKING)
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II1.. BENEFITS TO THE CLIENT ORGANIZATION
A flexible selection system designed to yield the highest
quality information adaptable to the client's specific
needs and resources.
A process resulting in maximum credibility with candidates
and decision makers alike.
An increase in the evaluation skills of the involved decision
makers.
A process which is legally defensible and conforms to the
Federal Uniform Guidelines on Employee Selection.
Feedback (if desired) to both successful and unsuccessful
candidates regarding strengths, weaknesses, and development
suggestions.
A process backed by the resources and expertise of a national
leader in assessment and selection.
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