CityGate July 16 2013

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c11,<JAH Ass~c14ns. l~ ·
Cefe6rati.ng 'Ttventy <Years!
2250 East Bidwell Street, Suite 100 • Folsom CA 95630 • PH 916-458-5100 • FAX 916-983-2090
July 16, 2013
Gary Bushman
Director of Human Resources
Provo City
Provo City Center
351 West Center Street
Provo, UT 8460 I
RE: LETTER OF ENGAGEMENT TO CONDUCT AN EXECUTIVE SEARCH FOR THE POSITION OF

POLICE CHIEF FOR PROVO CITY, UTAH
Dear Gary:
Citygate Associates, LLC is pleased to once again have the opportunity to perform an executive
search for the position of Police Chief for Provo City, UT. Should the scope of work and cost
terms presented in the attachments be acceptable to the City, please sign this letter on the
following page and return it to us.
We look forward to serv ing Provo City on th is executive search!
Sincerely,
David C. DeRoos, MPA, CMC

President
cc: Steven Harman

Provo City Letter of Engagement
July 16, 2013
Page2
Acceptance ofCitygate's proposed scope of work and cost:
Name
1
Date 1
-----------------------------------@~~ll1!1SX'f:lt; ,:(
Provo City, UT
Executive Search for the Position of Police Chief
ATTACHMENT 1-CITYGATE'S SCOPE OF SERVICES
Citygate Associates operates on the premise that no two searches are the same. Each engagement
we undertake is custom designed to meet the specific and unique needs of our client. Based on
Provo's Request for Proposal, we are pleased to submit the following for your consideration.
Step 1 - Assisting in the Development of the Recruitment Brochure

Finding the right person for the Police Chief position is a matter of investing time and energy
getting to know ,and understand your organization's strategic goals, its unique organizational
culture and current and future objectives. Citygate Associates' previous engagements with Provo
City provide us with an understanding of the needs and expectations of all the position's
stakeholders. In accordance with the City's RFP, the City will prepare the recruitment brochure
and will submit it to the Project Manager prior to printing and distribution. The Project Manager
will review the draft recruitment brochure and will make constructive suggestions for changes if
merited.
Step 2 - Advertisement and Applicant Outreach

The City will take responsibility for preparing and placing advertisements in appropriate media.
The Project Manager will provide input regarding the advertisement text and selection of
appropriate media for placement of the ads. Citygate Associates recommends the use of
professional police associations, publications and web sites as the principal advertisement
sources. The Project Manager discourages the use of Internet job boards as they generally are
not used in the recruitment process for positions of this nature and will not result in attracting
qualified applicants. Citygate Associates will post the recruitment brochure on our web site
(www.citygateassociates.com) and will accept applications and resumes electronically. The City
will place a link on its employment web site that directs interested individuals to Citygate's
recruitment page. This will allow potential applicants to view and download the recruitment
brochure.
Citygate Associates will receive applications from interested individuals via email or fax.
Written acknowledgement of all applications will be made personally by the Project Manager
within twenty-four hours of receipt. Upon receipt of applications, the Project Manager will scan
the application material into our database and conduct a preliminary review of the applicant's
qualifications. '
Based on the RFP, the City will take responsibility for recruitment outreach. Recruitment
outreach is the most critical phase of the recruitment process. Recruitment outreach includes not
only an aggressive advertising campaign, but making direct contact either by telephone or email
to potential applicants to gauge their interest in the position and to encourage them to apply.
··n .
----------------------------------•a11G11t:ll)~nm :.c
Attachment 1-Citygate's Scope of Services page 1
Provo City, UT
As requested in the RFP, as an option, Citygate Associates is prepared to undertake the task of
recruitment outreach as part of this engagement. If desired by the City, Citygate Associates will
perform the following tasks:
• Developing a database of potential applicants in the region who appear to meet
the minimum qualifications for the position.
• Using our extensive industry contacts to obtain referrals of potential applicants.
• Distributing via email the recruitment brochure to potential applicants.
• Contacting by telephone or email potential applicants to encourage them to apply
for the position.
Citygate Associates has conducted a number of engagements within the public safety field and
we plan to use those contacts as a recruitment source.
The cost for performing this task is noted in Section 4.
Step 3 - Applicant Screening and Assessment

Our staff of professionals is well-skilled in screening and evaluating applicants. Each application
is carefully reviewed and the applicant's stated qualifications are evaluated against the
established screening criteria as listed in the recruitment brochure in terms of educational
qualifications, nature and type of prior work experience, record of achievements and interest and
motivation for the position. All applications will be reviewed and screened by the Project
Manager. Applications will be categorized into one of three categories - best qualified, qualified
and not qualified. The findings and results will be reviewed with the City and documented to the
City in a report.
After consulting with the City, the Project Manager will conduct detailed and comprehensive
face-to-face interviews with the best qualified applicants to obtain information about their
achievements, motivation, personality and organizational fit, management and leadership style as
well as a detailed review of their employment history. All of our decisions are documented and
supported by applying objective screening criteria established for the position. Interviews can be
conducted in Provo and we would request the City's assistance with logistics. Interviews will
also be conducted by telephone if necessary.
At this stage, we conduct a preliminary reference check on those applicants determined to be the
most qualified. The reference checks generally include current and former employers,
subordinate employees and, of course, supervisors/managers. Candidates are asked to provide
five work-related references and contact information at the time of application. We suggest this
requirement be included in the recruitment brochure with the statement that referen~es will not
be contacted until mutual interest is established. At this stage we will also conduct a review of
the applicant's background using public sources such as newspaper articles and an internet
Attachment 1-Citygate's Scope of Services ··n··

----------------------------------cir,in~1~=<Jnm page2
i(
Provo City, UT
search. We are sensitive of the need for confidentiality and respect the wishes of applicants
regarding contacts with their current employer if such contact potentially jeopardizes their
employment.
Step 4 - Applicant Referral and Client Interview

We provide the City with a detailed written report including our recommended finalists, a
narrative describing the results of our extensive applicant interviews and a summary of the
reference checks that we conduct along with copies of the application materials we received from
the candidates. Our report will categorize the interviewed candidates into three categories - best
qualified, qualified and not recommended for further consideration. We also provide a full and
complete description of our recruitment outreach efforts, if we are asked to perform that task.
The City will be responsible for making all travel and interview arrangements with the
candidates selected by the City for final interview.
At the client's request, we will design a final interview process. We can assist in developing
interviews (or other processes) with multiple interview panels comprised of department heads,
employee organizations and members of the community or others as may be desired. We can
prepare interview questions and rating forms for your use, if desired. We will also notify all
applicants, including the non-selected applicants, in a professional and dignified manner.
Step 5 - Appointment
Prior to the final appointment, Citygate Associates will coordinate the final background check in
collaboration with the client. The RFP states the City will conduct final reference and
background checks. Citygate Associates uses the services of a third party to conduct final
reference checks if desired by the City. The reference checking can be customized to suit the
City's needs, but generally includes a criminal records check, motor vehicle and driver's license
review, credit check to the degree it is permitted by law (recent changes in Federal law limits the
use of credit checks for employment purposes), verification of education and work history. If
desired, our third party firm is also able to conduct reference checks as well. To the extent it
may be required by Utah POST, it is suggested that the City make arrangements to conduct a
pre-employment psychological examination on the finalist and, in the event the finalist is from
out of state, that he/she meets all the State requirements necessary for certification.
Placement Guarantee
If the initial executive search effort is unsuccessful in making a placement, Citygate will
continue to recruit until the position is filled for the cost of reimbursable expenses only (no
professional fee). If the successful candidate is terminated or leaves the position voluntarily
within one year of placement, Citygate will re-initiate a one-time additional executive search for
the cost of reimbursable expenses only (no professional fee).
Attachment 1-Citygate's Scope of Services ··n··

----------------------------------Ul(;~lt~!X:~m "c page3
Provo City, UT
ATTACHMENT 2-PROPOSED COST
Citygate Associates is prepared to enter into an agreement with Provo City to perform executive
search services using the shared services model described in the RFP, including the optional
recruitment outreach task, for a flat fee of$I0,500 plus expenses not to exceed $2,500. Expenses
include such items as recruitment advertising, printing and postage, supplies and consultant's
travel costs. Expenses do not include any reimbursement for candidate travel costs which
generally is provided directly by the agency to the candidate or for the services of a third party to
conduct the reference and background checks. The cost of that service is estimated to be between
$200 - $300 per candidate.
We will bill for one-third of the flat fee at the end of the first month, one-third of the remaining
flat fee balance at the end of the second month, and the final billing will occur at the conclusion
of the project for the remaining flat fee balance. We will bill for actual reimbursable expenses
monthly.
Our invoices are payable within thirty (30) days. Citygate's billing terms are net thirty (30) days
plus two percent (2%) for day thirty-one (31) and two percent (2%) per month thereafter.
Attachment 2-Proposed Cost ··n··

---------------------------------·(lif-:\lt'tlli<J~lt~ ~L( page4
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2250East Bidwe11Slreet. ';u1fe 100 • fnlsom CA ·,'i,,'r • ?H ,1e 1:a.5100 • f~:<. lfl·18.l·20q0
July 10, 2013
Mr. Gary Bushman

Director of Human Resources
Provo City
351 West Center Street
Provo, UT 84601
RE: P ROPOSAL TO CONDUCT AN EXECUTIVE S EARCH FOR THE POSITION OF POLICE CHIEF
FOR P ROVO CITY, UT
Dear M r. Bushman:
It is a pleasure to submit Citygate Associates, LLC's proposal to conduct an executive search for
the position of Police Chief for Provo City, UT. As you know from our prev ious executive
search for Provo City for the Police Chief in 2011 , our work product is superior, delivered on
time, comprehensive in scope, and is cost-effective.
As you requested, we have prepared this proposal based on the City's Request for Proposal
provided to us on July 3, 201 3 using a "shared services" model. This approach is similar to the
service we provided for your 20 11 Po lice Chief executive search, in which a shared services
model was used and Provo City and Citygate Assoc iates both agreed to perform elements of the
search process. We note, however, in this RFP that the City has asked fo r an optional outreach
service to be performed, which we have included in our cost proposal. Please note that our
proposal is flexible and can be amended to meet your needs and expectations.
INTRODUCTION TO C tTYGA TE
Citygate Associates, LLC, founded in 1990, is dedicated to providing executive search and
recruitment services for public sector agencies. Citygate's mission is "The Business of Better
Government." As you may know, Citygate specializes in Local Government Management
Consulting, and through our "Virtual City Hall" model, our firm provides consulting services
across the fu ll array of municipal functions, including law enforcement. Our vast experience with
all aspects of Jaw enforcement management ensures you that we have an in-depth understanding
of the challenges faced by cit ies and that we will put that knowledge and experience to use on
behalf of Provo City. Additionally our cadre of senior municipal practitioner-consu ltants who
Provo Crty, UT Executive Search
July 10, 2013
Pagel
provide a multi-disciplinary perspective and network creates a unique synergy that results in a
potent and highly successful executive search practice.
Steven A. Harman will be the Project Manager for this assignment. As you know, Mr. Harman
was a member of the Project Team that conducted a management review of the Provo City Police
Department and was the Project Manager for Provo's recent Police Chief executive search which
resulted in the hiring of Mr. Rick Gregory. Mr. Harman retired as Director of Human Resources
for the City of Livermore, CA and joined Citygate Associates. He has more than thirty-six years
of public sector human resource management experience. He has conducted numerous executive
searches during his career. In addition to his thirty-six years of public sector human resource
management experience, Mr. Harman has served two terms on the Board of Directors for the
International Public Management Association for Human Resources (IPMA-HR). Steve holds an
IPMA-CP, the highest level of certification offered to public sector human resource
professionals.
We strongly believe that our knowledge of, and prior experience with the Provo City Police
Department, the Municipal Council and Mayor Curtis and the Provo community will ensure a
successful search process. On this basis, we enthusiastically look forward to serving Provo City,
UT.
* * *
As President of the firm, I am authorized to execute a binding contract on behalf of Citygate.
Please feel free to contact me at (916) 458-5100, ext 101 or via e-mail at
dderoos@citygateassociates.com.
Sincerely,

President
cc: Steven Harman
-----------------------------------(lf:'(!!ltlli\Ki1!~.U(
Provo City, UT
Proposal to Conduct an Executive Search for the Position of Police Chief
TABLE OF CONTENTS
Section
Cover Letter ...................................................................................... Precedes Table of Contents
Section 1-Firm Experience and Recruitment Approach ......................................................... 1
1.1 Citygate Associates Profile ... .. ........... ............... .. ....... ........ ..... .. ...... .... ....... ..... .. I
1.2 Firm Qualifications ........................................................................................... 1
1.3 Citygate's Method of Conducting Executive Searches .................................... 2
Section 2-Citygate's Project Team ............................................................................................. 6
2.1 Project Team Experience .................................................................................. 6
Section 3-Executive Search Experience..................................................................................... 9
Section 4-Proposed Cost ·····················································································~·····················12
4.1 Determination of Total Costs for Executive Search ....................................... 12
Appendices
Appendix A Code of Ethics
Appendix B Project Team Resumes

Steven A. Harman, MPA, IPMA-CP ....................................................................... 1
Chief James Davis ....................................................................................................4

David DeRoos, MPA, CMC .................................................................................... 7
Table of Contents ··n··

---------------------------------•(!ff-i?il!m't<.•~,t~:..t pagei
Provo City, UT
SECTION 1-FIRM EXPERIENCE AND RECRUITMENT APPROACH
1.1 CITYGATE ASSOCIATES PROFILE
Citygate Associates, LLC founded in 1990, is dedicated to providing executive search and
recruitment services for public sector agencies. Citygate' s mission is "The Business of Better
Government." Citygate provides executive search and human resources consulting services, and
through our "Virtual City Hall" model, also provides consulting services across the full array of
municipal functions, including law enforcement. Our cadre of senior municipal practitioner-
consultants who provide a multi-disciplinary perspective and network creates a unique synergy
that results in a potent and highly successful executive search practice.
Citygate Associates was established on January 1, 1990 in Sacramento, CA as a sole
proprietorship. The company incorporated in May 1991 as a Chapter S Corporation and was
reincorporated as a Limited Liability Corporation (LLC) in January 2000. David C. DeRoos is
Citygate's President and sole owner.
We invite you to visit our web site at www .citygateassociates.com to learn more about our
services and practice areas.
1.2 FIRM QUALIFICATIONS
When it comes to selecting a recruitment firm we know there are many choices available to
Provo City. What sets Citygate Associates apart is that all of our consultants bring many years of
executive-level public agency experience, including the areas of city management, public safety,
community development and land use planning, economic development, and human resources.
We understand the challenges and opportunities that face public agencies and we bring our
varied backgrounds and experiences to help you identify the best person for your job!
Unlike most other search firms, Citygate Associates' extensive knowledge of local government
through our nearly 300 consulting engagements puts us in the enviable position of working with
some of the leading public sector managers in the country. It is through our extensive and well-
developed industry contacts that we are able to identify and recruit candidates that meet our
client's specific needs and expectations. Other recruitment firms tend to rely on their database of
unsuccessful individuals they recruited from other searches. Our proven method of executive
search provides Provo City with the peace of mind knowing that candidates referred for
consideration have the skills, competency, experience and interpersonal skills to ensure success
on the job.
Citygate Associates is not a high volume recruitment firm; this allows us to focus our full energy
and attention on your recruitment. In fact, our highly experienced recruitment Project Manager,
-----------------------------------(:lf~~l!:l!YXJ~lts
Section 1-Firm Experience and Recruitment Approach page 1
:i(
Provo City, UT
Steven Harman, will perform all elements of the recruitment, providing Provo with the simple
assurance that we are going to fully understand and appreciate your organization's culture and
ensure that the recommended applicants align with and support your organization.
As you know, Citygate Associates is quite familiar with the Provo City Police Department and
community through our previous engagements which included a management review of the
Police Department and the recruitment of Chief Gregory. We strongly believe that our
knowledge of, and prior experience with the Provo City Police Department, the Municipal
Council and Mayor Curtis and the Provo community will ensure a successful search process.
1
1.3 CITYGATE S METHOD OF CONDUCTING EXECUTIVE SEARCHES
Citygate Associates operates on the premise that no two searches are the same. Each engagement
we undertake is custom designed to meet the specific and unique needs of our client. Based on
Provo's Request for Proposal, we are pleased to submit the following for your consideration.
Step 1 - Assisting in the Development of the Recruitment Brochure

Finding the right person for the Police Chief position is a matter of investing time and energy
getting to know and understand your organization's strategic goals, its unique organizational
culture and current and future objectives. Citygate Associates' previous engagements with Provo
City provide us with an understanding of the needs and expectations of all the position's
stakeholders. In accordance with the City's RFP, the City will prepare the recruitment brochure
and will submit it to the Project Manager prior to printing and distribution. The Project Manager
will review the draft recruitment brochure and will make constructive suggestions for changes if
merited.
Step 2 - Advertisement and Applicant Outreach

The City will take responsibility for preparing and placing advertisements in appropriate media.
The Project Manager will provide input regarding the advertisement text and selection of
appropriate media for placement of the ads. Citygate Associates recommends the use of
professional police associations, publications and web sites as the principal advertisement
sources. The Project Manager discourages the use of Internet job boards as they generally are
not used in the recruitment process for positions of this nature and will not result in attracting
qualified applicants. Citygate Associates will post the recruitment brochure on our web site
(www.citygateassociates.com) and will accept applications and resumes electronically. The City
will place a link on its employment web site that directs interested individuals to Citygate's
recruitment page. This will allow potential applicants to view and download the recruitment
brochure.
n.
----------------------------------•CJIY.ifllt~11~n1tlltC
Section 1-Firm Experience and Recruitment Approach page 2 ..
Provo City, UT
Citygate Associates will receive applications from interested individuals via email or fax.
Written acknowledgement of all applications will be made personally by the Project Manager
within twenty-four hours of receipt. Upon receipt of applications, the Project Manager will scan
the application material into our database and conduct a preliminary review of the applicant's
qualifications.
Based on the RFP, the City will take responsibility for recruitment outreach. Recruitment
outreach is the most critical phase of the recruitment process. Recruitment outreach includes not
only an aggressive advertising campaign, but making direct contact either by telephone or email
to potential applicants to gauge their interest in the position and to encourage them to apply.
As requested in the RFP, as an option, Citygate Associates is prepared to undertake the task of
recruitment outreach as part of this engagement. If desired by the City, Citygate Associates will
perform the following tasks:
+ Developing a database of potential applicants in the region who appear to meet
the minimum qualifications for the pos!tion.
+ Using our extensive industry contacts to obtain referrals of potential applicants.
+ Distributing via email the recruitment brochure to potential applicants.
+ Contacting by telephone or email potential applicants to encourage them to apply
for the position.
Citygate Associates has conducted a number of engagements within the public safety field and
we plan to use those contacts as a recruitment source.
The cost for performing this task is noted in Section 4.
Step 3 - Applicant Screening and Assessment

Our staff of professionals is well-skilled in screening and evaluating applicants. Each application
is carefully reviewed and the applicant's stated qualifications are evaluated against the
established screening criteria as listed in the recruitment brochure in terms of educational
qualifications, nature and type of prior work experience, record of achievements and interest and
motivation for the position. All applications will be reviewed and screened by the Project
Manager. Applications will be categorized into one of three categories - best qualified, qualified
and not qualified. The findings and results will be reviewed with the City and documented to the
City in a report.
After consulting with the City, the Project Manager will conduct detailed and comprehensive
face-to-face interviews with the best qualified applicants to obtain information about their
achievements, motivation, personality and organizational fit, management and leadership style as
well as a detailed review of their employment history. All of our decisions are documented and
supported by applying objective screening criteria established for the position. Interviews can be
Section 1-Firm Experience and Recruitment Approach ··n··

----------------------------------•<111'.r.lt,iS)i<J~lticl( page3
Provo City, UT
conducted in Provo and we would request the City's assistance with logistics. Interviews will
also be conducted by telephone if necessary.
At this stage, we conduct a preliminary reference check on those applicants determined to be the
most qualified. The reference checks generally include current and former employers,
subordinate employees and, of course, supervisors/managers. Candidates are asked to provide
five work-related references and contact information at the time of application. We suggest,this
requirement be included in the recruitment brochure with the statement that references will not
be contacted until mutual interest is established. At this stage we will also conduct a review of
the applicant's background using public sources such as newspaper articles and an internet
search. We are sensitive of the need for confidentiality and respect the wishes of applicants
regarding contacts with their current employer if such contact potentially jeopardizes their
employment.
Step 4 - Applicant Referral and Client Interview

We provide the City with a detailed written report including our recommended finalists, a
narrative describing the results of our extensive applicant interviews and a summary of the
reference checks that we conduct along with copies of the application materials we received from
the candidates. Our report will categorize the interviewed candidates into three categories - best
qualified, qualified and not recommended for further consideration. We also provide a full and
complete description of our recruitment outreach efforts, if we are asked to perform that task.
The City will be responsible for making all travel and interview arrangements with the
candidates selected by the City for final interview.
At the client's request, we will design a final interview process. We can assist in developing
interviews (or other processes) with multiple interview panels comprised of department heads,
employee organizations and members of the community or others as may be desired. We can
prepare interview questions and rating forms for your use, if desired. We will also notify all
applicants, including the non-selected applicants, in a professional and dignified manner.
Step 5 - Appointment
Prior to the final appointment, Citygate Associates will coordinate the final background check in
collaboration with the client. The RFP states the City will conduct final reference and
background checks. Citygate Associates uses the services of a third party to conduct final
reference checks if desired by the City. The reference checking can be customized to suit the
City's needs, but generally includes a criminal records check, motor vehicle and driver's license
review, credit check to the degree it is permitted by law (recent changes in Federal law limits the
use of credit checks for employment purposes), verification of education and work history. If
desired, our third party firm is also able to conduct reference checks as well. To the extent it
may be required by Utah POST, it is suggested that the City make arrangements to conduct a
··n··
----------------------------------•(1!K1,,1tm~m~tt(
Section 1-Firm Experience and Recruitment Approach page4
Provo City, UT
pre-employment psychological examination on the finalist and, in the event the finalist is from
out of state, that he/she meets all the State requirements necessary for certification.
Section 1-Firm Experience and Recruitment Approach ··n··

-------------------------------------GIT-l~ll:~liCmO ,l( pages
Provo City, UT
Proposa l to Conduct an Executive Search for the Posit ion of Police Chief
S ECTION 2- C ITYGATE'S PROJECT T EAM
2. 1 PROJECT TEAM EXPERIENCE
Citygate Associates staffs its consulting projects with senior consultants who have extensive
practitioner experience. For executive search engagements, we assign highly experienced
individuals who have dedicated their careers to improving public service. Resumes for these
consultants are included with this proposal as Appendix B .
Mr. Steven A. Harman, MPA, IPMA-CP, Senior Consultant and Project Manager
Mr. Harman leads C itygate Associates Executive Search practice area. Steve
has thirty-six years of public agency human resource management
experience. Prior to his retirement in 2008, he served as the Director of
Human Resources for the cities of Livermore, Vallejo and San Leandro, and
was Director of Personnel for Butte County, CA. Steve is widely regarded
for his expertise in recruitment and assessment. He has conducted numerous
executive level searches using the latest and most effective recruitment
technologies. Mr. Harman has conducted hundreds of successful searches
including city attorneys, police and fire chiefs, department heads, division managers and other
key governmental positions. He is particularly skilled in identifying talented individuals who
have the requisite experience and record of achievement. Steve is also a certified expert witness
in California State and Federal Courts in matters pertaining to employment discrimination and
assessment. He regularly teaches seminars and workshops in recruitment and assessment. Mr.
Harman is active in the profession; he was on the Board of Directors of the International Public
Management Association for Human Resources (IPMA-HR). He holds an IPMA-CP, which is
the highest level of profess ional certification offered to public sector human resource
professionals.
As Senior Consultant and Project Manager, Mr. Harman will be responsible for day-to-day
management of the project(s), including detailed planning and scheduling of tasks, conducting
interviews and reviewing documents, preparation ofwork products, and direct participation in key
activities with the client.
··n .
-----------------------------------1111-.0I C1l('l'"illt,(
Section 2-Citygate's Project Team page 6
Provo City, UT
Chief James R. Davis, Law Enforcement Practice Leader and Technical Resource
Ch ief James Davis has more than thirty-four years of public safety
experience. Having served in every capacity in the El Cajon Police
Department, Mr. Davis retired in 2004. Mr. Davis led an organization of
more 312 people with an annual budget of more than 24 million dollars. He
went on to consult on regional, state, national and international issues and
has led two successful Bond Measure campaigns. He accepted an
appointment from the California Governor as the Chairman of the Board of
Parole Hearings. He served the administration in that capacity until 2008.
Mr. Davis has his Bachelor of Science Degree in Business Management. Among his many
educational accomplishments, Mr. Davis is a graduate of the California Command College,
Senior Management Institute for Police (Police Executive Research Forum and Kennedy School
of Government) and the FBI National Academy. His professional associations include the
International Association of Chiefs of Police, Police Executive Research Forum, California
Police Chiefs Association and the California Police Officers Association. Mr. Davis is active in
his community and was honored as the 2005 Citizen of the Year. Chief Davis was a member of
the Project Team that conducted a management review of the Provo City Police Department and
also assisted in the recruitment of Provo's recent Police Chief which resulted in the hiring of Mr.
Rick Gregory.
As Law Eriforcement Practice Leader and Technical Resource, Chief Davis will be available as
necessary to provide technical expertise at no additional fee to the City.
Mr. David C. DeRoos, MPA, CMC, Citygate President and Project Director
Mr. DeRoos has nearly 30 years experience as a consultant, preceded by 5
years as an assistant to a local government administrator. He earned his
undergraduate degree in Political Science/Public Service (Phi Beta Kappa)
from the University of California, Davis and holds a Master of Public
Administration degree from the University of Southern California. He also
holds a Certificate in Public Sector Labor Management Relations from UC
Davis. Prior to becoming a Principal in Citygate in 1991, he was a Senior
Manager in the local government consulting division of Ernst & Young. Mr.
DeRoos has provided oversight for nearly 300 consulting engagements, including Citygate's
management review of the Provo City Police Department and many other law enforcement
reviews.
As the Project Director, Mr. DeRoos will be responsible for ensuring the search is conducted
smoothly and efficiently within the schedule and budget allocated, and that project deliverables
meet Citygate 's quality standards, as well as the expectations of the City.
Section 2-Citygate's Project Team ··n··

------------------------------------(;IG1 [11'lfl ,C page?
Provo City, UT
Each member of the Project Team adheres to the Code of Ethics adopted by the Institute of
Management Consultants (IMC). A copy of this code is presented in Appendix A, at the end of
the proposal.
Below, Citygate provides an organization chart depicting our Project Team members for this
executive search project.
Project Team Organization Chart
Provo City, UT
Citygate President/
Project Director
Steven Harman, MPA
Senior Consultant/
Project Manager
James Davis
Law Enforcement Practice

Leader / Technical Resource
Section 2-Citygate's Project Team ··n··

---------------------------------1111111111-0fhifllt,~}~Am pages
,LC
Provo City, UT
SECTION 3-EXECUTIVE SEARCH EXPERIENCE
Steven Harman has conducted numerous high level executive searches while with Citygate and
during his thirty-six year public agency human resources career. Listed below is a summary of
the searches he has conducted.
The table below provides information regarding recent searches conducted by Steven Harman.
Listing of Prior Search Activities
Target Market I
Agency I Client Length of
Title Date Contact Recruitment Outcome
City of Los Angeles

Assistant General Maggie Whelan ,
Manager - Information National
02/13 General Manager - Appointment made
Technology Agency 5 months
Personnel
(213) 473-9394
City of Los A ngeles
General Manager - Maggie Whelan,
Information Technology National
12/12 General Ma nager - Appointment made
Agency 3 months
Personnel
(213) 473-9394
City of Los Angeles
Maggie Whelan,
Deputy Planning Director 12/11 National
General Manager - Appointment made
6 months
Personnel
(213) 473-9394
Contra Costa County
Sanitary District
Human Resources Randall M. Musgraves
Regional
Manager 09/ 11 (Retired) Appointment made
Director of 3 months
Administration
(925) 229-7336
City of Provo
Police Chief 06/11 National
John Curtis, Mayor Appointment made
5 months
(80 1) 852-6100
City of Los Angeles
General Manager Maggie Whelan ,
National
Animal Services 06/10 General Manager - Appointment made
7 months
Personnel
(213) 473-9394
'
n..
--------------------------------------('l:,'1 "\ .\lt .(
Section 3-Executive Search Experience page 9 ..
Provo City, UT
Target Market/
Agency I Client Length of
Kelseyville Fire
Protection District,
Fire Chief California
04/09 Kelseyvi lle, CA Howard Appointment made
5 months
Strickler, Fire Chief
(707) 279-4268
City of Livermore, CA,
Assistant Community Marc Roberts, CD Northern California
10/08 Appointment made
Development Director Director 2 months
(925) 960-4400
Marc Roberts, CD Northern California
Planning Manager 08/08 Appointment made
Director 3 months
(925) 960-4400
City of Livermore, CA
Dan McIntyre, Director Northern California
Public Works Supervisor 05/08 Appointment made
of Public Works 2 months
(925) 960-8000
City of Livermore, CA
Dan McIntyre, Director Northern California
Public Works Manager 03/08 Appointment made
of Public Works 2 months
(925) 960-8000
Stephen Sweeney, California
Police Captain 02/08 Appointm ent made
Police Chief 3 months
(925) 37 1-4900
City of Liverm ore, CA
Water Resources Western United
Dan McIntyre, Director
03/07 States Appointment made
Operations Supervisor of Public Works
3 months
(925) 960-8000
Western United
Safety and Risk Analyst John Pomidor, City
11 /06 States Appointment made
Attorney
4 months
(925) 960-4150
Senior Assistant City Western United
John Pomidor, City
08/06 Stat es Appointment made
Attorney Attorney
4 months
(925) 960-4150
Assistant Library Director Susan Gallinger, California
03/06 Appointment made
Library Director 3 months
(925) 373-5509
-------------------------------------01(.1 "\Yl<,Oltl.K
Section 3-Executive Search Experience page 10
Provo City, UT
Proposal to Conduct an Executive Search for th e Positio n of Police Ch ief
Target Market/
Agency / Client Length of
Public Works City of Livermore, CA

Dan McIntyre, Director California
Maintenance Division 12/05 Appointment made
Manager of Public Works 3 months
(925) 960-8000
Police Department City of Livermore, CA,

San Francisco Bay
Stephen Sweeney,
Business Services 10/05 Area Appointment made
Manager Police Chief
2 months
(925) 371-4900
Western United
Marc Roberts , CD
Assistant City Engineer 10/05 States Appointment made
Director
4 months
(925) 960-4400
Executive Director, Tri City of Livermore, CA,

National
Valley Community Linda Barton, City
07/05 Recruitment Appointment made
Television Manager
4 months
(925) 960-4040
San Francisco Bay
Deputy City Clerk Linda Barton, City
07/05 Area Appointment made
Manager
2 months
(925) 960-4040
n.
-------------------------------------Clt:;l•'.1\ -X.hlt
Section 3-Executive Search Experience page 11 ..
,c(
Provo City, UT
SECTION 4-PROPOSED COST
4.1 DETERMINATION OF TOTAL COSTS FOR EXECUTIVE SEARCH
Citygate Associates is prepared to enter into an agreement with Provo City to perform executive
search services using the shared services model described in the RFP for a flat fee of$9,000 plus
expenses not to exceed $2,000. Should the City request Citygate Associates to conduct the
optional recruitment outreach task, our flat fee is $10,500 plus expenses not to exceed $2,500.
Expenses include such items as recruitment advertising, printing and postage, supplies and
consultant's travel costs. Expenses do not include any reimbursement for candidate travel costs
which generally is provided directly by the agency to the candidate or for the services of a third
party to conduct the reference and background checks. The cost of that service is estimated to be
between $200 - $300 per candidate.
We will bill for one-third of the flat fee at the end of the first month, one-third of the remaining
flat fee balance at the end of the second month, and the final billing will occur at the conclusion
of the project for the remaining flat fee balance. We will bill for actual reimbursable expenses
monthly.
Our invoices are payable within thirty (30) days. Citygate's billing terms are net thirty (30) days
plus two percent (2%) for day thirty-one (31) and two percent (2%) per month thereafter.
Section 4-Proposed Cost ··n··

----------------------------------(JIJ:lfilt~~~ifilti:L( page 12
APPENDIX A
CODE OF ETHICS
.
---------------un~.,!!tli'(.:!f!UUC n··
CODE OF ETHICS
CLIENTS
1. We will serve our clients with integrity, competence, and objectivity.

2. We will keep client information and records of client engagements confidential and will
use proprietary client information only with the client's permission.
3. We will not take advantage of confidential client information for ourselves or our firms.
4. We will not allow conflicts of interest which provide a competitive advantage to one
client through our use of confidential information from another client who is a direct
competitor without that competitor's permission.
ENGAGEMENTS
5. We will accept only engagements for which we are qualified by our experience and
competence.
6. We will assign staff to client engagements in accord with their experience, knowledge,
and expertise.
7. We will immediately acknowledge any influences on our objectivity to our clients and
will offer to withdraw from a consulting engagement when our objectivity or integrity
may be impaired.
FEES
8. We will agree independently and in advance on the basis for our fees and expenses and
will charge fees and expenses that are reasonable, legitimate, and commensurate with the
services we deliver and the responsibility we accept.
9. We will disclose to our clients in advance any fees or commissions that we will receive
for equipment, supplies or services we recommend to our clients.
PROFESSION
10. We will respect the intellectual property rights of our clients, other consulting firms, and
sole practitioners and will not use proprietary information or methodologies without
permission.
11. We will not advertise our services in a deceptive manner and will not misrepresent the
consulting profession, consulting firms, or sole practitioners.
12. We will report violations of this Code of Ethics.
The Council of Consulting Organizations, Inc. Board of Directors approved this Code of Ethics
on January 8, 1991. The Institute of Management Consultants (IMC) is a division of the Council
of Consulting Organizations, Inc.
Appendix A-Code of Ethics ··n··

-----------------------------------Cll'f::,flfftm~ittlD ,K page 1
APPENDIX B
PROJECT TEAM RESUMES
··n··
---------------arronrtaiS¥<:1fflti.lK
CITYGATE AsSOCIATES, LLC STEVEN HARMAN, l\.'1PA, IPMA-CP
Mr. Harman leads Citygate Associates' Executive Search practice area. Steve has thirty-six years
of public agency human resource management experience. Prior to his retirement in 2008, he
served as the Director of Human Resources for the cities of Livermore, Vallejo and San Leandro,
and was Director of Personnel for Butte County, CA. Steve is widely regarded for his expertise
in recruitment and assessment. He has conducted numerous executive level searches using the
latest and most effective recruitment technologies.
Mr. Harman is active in the profession; he was on the Board of Directors of the International
Public Management Association for Human Resources (IPMA-HR) and is currently on the Board
of Directors of the IPMA-HR Certification Council. He holds an IPMA-CP, which is the highest
level of professional certification offered to public sector human resource professionals.
During his tenure as Director of Personnel for Butte County, CA Mr. Harman conducted
numerous searches for key leadership and management positions including Director of
Environmental Health, Health Officer, and other positions of a similar nature, including staffing
for a large correctional facility. Before that, Mr. Hannan was Assistant Personnel Director for
the City of Stamford, CT where he was responsible for conducting numerous searches for
leadership, management and technical positions in the City's Department of Public Health. Mr.
Harman has direct hands-on experience with the operation, management and goals of public
health agencies.
Related Experience Includes:
+ Conducted a successful executive search for a Police Chief for Provo City, UT.
+ Served as Project Manager for a review of the Provo City, UT Police
Department's leadership and management approach to implementing its policies
regarding the standards of conduct and ethics.
+ Conducted an executive search for the position of Deputy Planning Director for
the City of Los Angeles.
+ Conducted an executive search for the Los Angeles Animal Services General
Manager.
+ Conducted a search for the City of Los Angeles' Information Technology Agency
for the positions of General Manager and Assistant General Manager.
+ Conducted an executive search for Human Resources Manager for the Central
Contra Costa Sanitary District.
+ Performed a successful recruitment of a Fire Chief for the Kelseyville Fire
Protection District.
+ Served as Project Manager for Citygate's review of the Goodyear, AZ Police
Department.
+ Served as Project Manager for a Management Review of the Police Department
for the City of Maricopa, AZ.
+ Conducted hundreds of successful searches including fire chiefs, police chiefs,
city attorneys, department heads, division managers and other key governmental
positions.
··n
----------------------------------•af7;llln:n~iftlU.u.c
Appendix B-Project Team Resumes . page 1
+ Serving as Human Resources Consultant for a patrol division work load and
alternative scheduling plan for the Santa Monica Police Department.
+ Serving as Human Resources Consultant for a project to provide a feasibility
study for a public safety Joint Powers Authority for the Cities of Adelanto,
Hesperia, Victorville and Town of Apple Valley.
+ In collaboration with ADHR Consulting, conducted a comprehensive financial,
operational and staffing analysis to assess the impact of bring IT services in-house
rather than continuing it as a contract services for the City of San Mateo, CA.
Once the analysis was completed, he conducted recruitments for all levels of
positions; from entry-level technicians through executive leadership
classifications. The tasks included developing a targeted recruitment plan for each
position to ensure that interested and qualified applicants were quickly recruited,
tested and assessed; background investigations completed and offers of
employment were extended.
+ In collaboration with ADHR Consulting, conducted multiple executive searches
for staff level IT positions for the City of Mountain View, CA. Positions included
system analysts, technicians and management level positions.
+ Served as Project Manager for Citygate's analysis of the Human Resources
Division for the City of Vista, CA. This review included an analysis of the
Division's effectiveness and efficiency, use of technology, timeliness of
recruitments, workload and assessment of the organization's expectations of the
Human Resources functions by the user departments.
+ Developed and implemented human resources strategic plans so that the goals of
the human resource program were aligned with the organizational goals and
objectives.
+ Developed and implemented comprehensive employee compensation policies and
procedures.
+ Directed organization-wide classification and compensation studies for two public
agencies - Butte County, CA and the City of San Leandro, CA.
+ Developed for City Council approval a comprehensive employee compensation
policy which required an annual "total compensation" salary and benefit study
and report for benchmark job classes.
+ Conducted numerous compensation studies for executive level positions including
City Manager, City Attorney, Finance Director, Director of Library Services,
Police and Fire Chief, Director of Economic Development, and Community
Development Director among others.
+ Developed and implemented strategies for compliance with Accounting Standard
#45 and reducing long-term liabilities for retirement health insurance.
+ Successfully negotiated more than 50 labor agreements all within bargaining
parameters; concurrently developing a high level of trust with representatives of
organized labor.
+ Successfully negotiated the consolidation of two municipal fire departments.
n··
-----------------------------------OOCilllmi<J!ID :.iC
Appendix B-Project Team Resumes page2 ..
+ Served as Program Chair for the 2006 IPMA-HR International Training
Conference, Solving the Generational Collide, Las Vegas, Nevada, October 2006.
+ Presented at numerous human resource management conferences.
+ Served as a certified expert witness in state and federal court in matters pertaining
to recruitment and selection, assessment and employment discrimination.
+ .Received the 2005 NCCIPMA-HR Agency Award of Excellence.
Detailed Work Experience
+ Director of Human Resources, City of Livermore, CA (9/2002-9/2008)
.> As a member of the City's leadership team, responsible for formulating
and implementing human resource policies, practices and procedures for
an organization with more than five hundred employees. Facilitated
annual leadership team retreats and other organization-wide planning
activities. Supervised a staff of eight engaged in recruitment,
classification, training and development, employee benefits management,
labor relations and related functions. Managed a departmental budget of
$1.2 million and an employee benefits budget of more than $5 million.
Designated as the chief spokesperson for the labor relations program.
+ Director of Human Resources, Labor Relations and Risk Management, City of
Vallejo, CA (3/2000-9/2002)
.> As a member of the City's executive management teams, was responsible
for the full range of human resource and risk management activities for
this city of 120,000 population. Supervised a staff of sixteen engaged in
recruitment, classification, training, benefits, risk management and labor
relations functions. Served as Executive Secretary to the Civil Service
Commission. Managed a departmental budget of $1.2 million and a risk
management budget of more than $6 million. Personally responsible for
directing an effective, proactive labor relations program.
+ Human Resources Director, City of San Leandro, CA (1994-3/2000)
.> Reporting to the City Manager, responsible for managing and directing the
human resource program for this city of75,000 population. Managed and
directed a six person staff performing the traditional personnel
management functions including recruitment, classification and
compensation, employee benefits management, training and development
along with related administrative and managerial responsibilities.
+ Human Resources Director, Butte County, CA (1992-1994)
.> Reporting to the County Administrator, was responsible for managing and
directing the human resources program for an organization with 1,700
employees. Supervised a staff of eight.
Appendix B-Project Team Resumes ··n··

----------------------------------•<1rron11nu~nm page3
tte
CITYGATE ASSOCIATES, LLC CHIEF JAMES R. DAVIS
Chief James R. Davis has more than thirty-four years of public safety experience. Having served
in every capacity in the El Cajon Police Department, Mr. Davis retired in 2004. Mr. Davis led an
organization of more 312 people with an annual budget of more than 24 million dollars. He
accepted an appointment from the California Governor as the Chairman of the Board of Parole
Hearings. He served the administration in that capacity until 2008. Mr. Davis has his Bachelor of
Science Degree in Business Management. Among his many educational accomplishments, Mr.
Davis is proud to be a graduate of the California Command College, Senior Management
Institute for Police (Police Executive Research Forum and Kennedy School of Government) and
the FBI National Academy. Chief Davis teaches a class on Probation, Prisons and Parole at
Southwestern College. His professional associations include the International Association of
Chiefs of Police, Police Executive Research Forum, California Police Chiefs Association and the
California Police Officers Association. Mr. Davis is active in his community and was honored as
the 2005 Citizen of the Year.
Relevant Experience Includes:
+ Served as Lead Consultant for a review of the Provo City, UT Police
+ Served as a technical resource for Citygate's successful executive search for a
Police Chief for Provo City, UT.
+ Currently serving as Law Enforcement Practice Leader and Lead Consultant for a
police services consolidation or contract for shared services analysis for the cities
of Brea, Buena Park, Fullerton, La Habra and Yorba Linda.
+ Currently serving as Law Enforcement Practice Leader and Lead Consultant for a
police dispatch shared services analysis for the cities of Brea, Buena Park,
Fullerton, La Habra and Placentia.
+ Served as Law Enforcement Practice Leader and Lead Consultant for a
Management Review of the Police Department for the City of Maricopa, AZ.
+ Served as Law Enforcement Practice Leader and Lead Consultant for Citygate's
review of the Goodyear, AZ Police Department.
+ Serving as Lead Consultant for a patrol division work load and alternative
scheduling plan for the Santa Monica Police Department.
+ Served as Law Enforcement Specialist for Citygate's police department
consolidation feasibility assessment for the cities of Burlingame and San Mateo,
CA.
+ Served as Law Enforcement Specialist for Citygate's project to provide the
Sheriff-Coroner-Marshal Department of Placer County with professional
technical services related to development impact planning as it relates to Police
Protection and Prevention services.
+ Served as Law Enforcement Specialist for Citygate's project to provide an update
of Master Needs Assessment and Police/Fire Development Impact Fees for the
Appendix 8-Project Team Resumes ··n··

----------------------------------·O!l':Jll!tiffi'tC!mt~ U( page4
City of Cloverdale, CA. This study provided a detailed, specific issue analysis
with recommendations for implementation, including the formulation of
development impact fees.
• Commissioner and chairman, Board of Parole Hearings, Appointed by Governor
Schwarzenegger to The Board of Parole Hearings as Commissioner on February
14, 2006, and as Chairman on June 28, 2006 to October 2008.
• Consultant and Advisor (January 2005 to February 2006).
), Clients include Civilian Police International (CPI), Citygate Associates
and the Grossmont Union High School District(GUHSD). Contracted by
CPI to provide expertise on restructuring and training of Afghan National
(Civilian) Police. Contracted by Citygate to advise on best practices for
the effective and efficient delivery of public safety services. Asked by the
Superintendent to review District security policies and practices.
• Chief of Police (December 2000 to December 2004).
), Served as Chief of Police of El Cajon, California, a mixed density, diverse
city of I 00,000 east of San Diego. Innovations include the introduction of
Community Oriented Policing, the application of technology to patrol
services and criminal investigations, reorganized the forensic laboratory
and department wide foundational training on "hypervigilance" and ethics.
Secured passage of Proposition O to provide $62 million for public safety.
Recognized by PERF for "Best Police Practices." Featured speaker and
presenter at state and national conferences. Retired.
As Chief of Police for El Cajon, spearheaded crime control and
technology initiatives for the entire San Diego Region:
• Chaired Automated Regional Justice Information System (ARJIS)
Management Committee and developed programs for regional
research and expanded sharing of information across jurisdictional
boundaries.
• Asked to help design and served as founding member of the San Diego
Association of Governments (SANDAG) Public Safety Committee.
• Served as member of the National Institute of Justice, Border Research
Technology Advisory Committee.
• Initiated the establishment of the Narcotic Information Network
(NIN), coordinating narcotics investigations between local, state and
federal agencies.
• Served on the California Department of Motor Vehicles Director's
Advisory Committee, significant focus on biometrics.
• Patrol Officer to Captain (October 1974 to December 2000).
), Achieved rank of Captain with El Cajon Police department in a career that
included the following:

----------------------------------QOOftll~ftll} l( page 5
• Special Investigations and SWAT Commander;
• Traffic Division Commander;
• Investigations Division Commander;
• Captain of Operations Bureau, including critical incidents, planning,
program management, budgeting, personnel, interaction with the
community, other governmental agencies and City Council on all
issues relating to the Patrol, Traffic, Communications, Reserves,
Cadets and Animal Control Divisions;
• Captain of Support Bureau, including coordination with other local
state and federal agencies on sensitive investigations, planning,
program management, budgeting, personnel, interaction with the
community, other governmental agencies and the City Council on
issues relating to the Investigations, Special Investigations, Training
and Forensic Laboratory Divisions.
Education and Advanced Training:

+ Bachelor of Science, Organizational Management, Christian Heritage College
+ Associated Arts, Administration of Justice, Grossmont College
+ Senior Management Institute for Police, Police Executive Research Forum
(PERF)
+ California Command College, California
+ FBI National Academy, Quantico, Virginia
+ Executive Development, Justice Training Institute, California
+ DEA, Drug Unit Commanders Academy, Quantico, Virginia
Community Leadership:
+ Community leader active in many charitable and service organizations including:
)- El Cajon Citizen of the Year, 2005;
> Founder, past president and current board member of Stoney's Kids, a
private non-profit corporation supplying funding for a variety of youth and
educational programs;
President of the Rotary Club of EI Cajon Foundation and established
innovative programs for middle school students in reading and math;
K-16 Executive Advisory Committee working on coordination of
curriculum, kindergarten through college, and an innovative program to
track student achievement;
Community member of an Achievement Gap Task Force for the Cajon
Valley Union School District, working on resolving the underlying issues
causing differences in student achievement.

-----------------------------------•aoon1tflSue1~m a<. page6
CITYGATE ASSOCIATES, LLC DAVID C. DEROOS, MPA, CMC
Mr. DeRoos is the President of Citygate Associates, LLC and former Deputy Director of the
California Redevelopment Association. He earned his undergraduate degree in Political
Science/Public Service (Phi Beta Kappa) from the University of California, Davis and holds a
Master of Public Administration degree from the University of Southern California. Mr. DeRoos
has over five years of operational experience as a local government administrator in land use
planning, budgeting, and personnel, and nearly 30 years of consulting experience performing
operations and management reviews of local government functions. Prior to joining Citygate in
1991, he was a Senior Manager in the State and Local government consulting division of Ernst &
Young.
Relevant Experience Includes:
+ Served in an oversight capacity for an executive search for the Police Chief for
P~ovo City, UT.
+ Served in an oversight capacity for a review of the Provo City, UT Police
+ Served in an oversight capacity for an executive search for the position of Deputy
Planning Director for the City of Los Angeles.
+ Served in an oversight capacity in a search for the positions of General Manager
and Assistant General Manager for the City of Los Angeles Information
Technology Agency.
+ Served in an oversight capacity for an executive search for Human Resources
Manager for the Central Contra Costa Sanitary District.
+ Served in an oversight capacity for an executive search for the Los Angeles
Animal Services General Manager.
+ Served in an oversight capacity for a successful recruitment of a Fire Chief for the
Kelseyville Fire Protection District.
+ Served in an oversight capacity for Citygate's review of the Goodyear, AZ Police
Department.
+ Served in an oversight capacity for a Management Review of the Police
Department for the City of Maricopa, AZ.
+ Serving in an oversight capacity for a police services consolidation or contract for
shared services analysis for the cities of Brea, Buena Park, Fullerton, La Habra
and Yorba Linda.
+ Serving in an oversight capacity for a patrol division work load and alternative
scheduling plan for the Santa Monica Police Department.
+ Serving in an oversight capacity for a project to provide a feasibility study for a
public safety Joint Powers Authority for the Cities of Adelanto, Hesperia,
Victorville and Town of Apple Valley.

-----------------------------------(ll~l!~~ID page7
LL(
+ Served as Project Manager for an organizational review and analysis of the
Information Technology department as part of a citywide review for the City of
Delano, CA. This study also included the following functional areas: Community
Correctional Facility, City Manager, Administration/Human Resources, Police,
Finance, Community Development, Public Works, Community Services, and City
Clerk.
+ Served as Project Manager for Citygate's independent review of policies and
practices of the California Department of Developmental Services. In a separate
study for DDS, Mr. DeRoos served as Project Manager for the formulation of a
core staffing and budget model for a $300 million annual operating budget to run
21 statewide non-profit regional centers.
+ Provided human resources consulting services including professional
development, training, and a diagnostic organizational assessment for an
anesthesiology group for Palomar Pomerado Health in San Diego County.
+ Served in an oversight capacity for Citygate' s project to provide the Sheriff-
Coroner-Marshal Department of Placer County with professional technical
services related to development impact planning as it relates to Police Protection
and Prevention services.
+ Served as Project Director for a performance audit of the Community
Development Department for Clark County, Washington. The study included the
divisions of Planning, Customer Service, Development Services, Building,
Engineering, Code Enforcement, and Fire. The goal of the project was to provide
recommendations to support increased efficiencies, effectiveness, timeliness, and
customer service.
+ Served in an oversight capacity for an organizational and functional analysis of
the Department of Planning and Land Use and associated land development
services for San Diego County. This study included a classification and
compensation study of the DPLU Executive Team.
+ Project Manager for a management review of the Planning Department for the
City of Bellevue, Washington. The study focused on the Department's efficiency
and effectiveness in four primary areas: (1) the process used to formulate sub-area
plans and their level of integration with the City's Comprehensive Plan; (2) how
transportation planning is linked with implementation of public infrastructure
projects; (3) the effectiveness of the City's human services grant allocation
process; and (4) employee productivity within the professional planning
classifications.
• Served in an oversight capacity for an organizational review of the Information
Services department as part of a citywide review for the City of Colton. The
following departments were also included in the study: City Manager; City Clerk;
Human Resources; Finance; Purchasing; Treasurer; Redevelopment and
Economic Development, Community Development; Fire; and Community
Services.

-----------------------------------(llKiltftllWXlnI!)\lC page8
+ Served as the Project Director for a management assessment of the Information
Technology division as part of a citywide review for the City of Covina, CA. The
municipal departments also included in this assessment were: the City Manager's
office; Public Works; Development Services; Parks and Recreation; Finance; the
City Clerk office; Personnel and Risk Management; Redevelopment and Housing;
and the City Library.
+ Served as the Project Director for a management audit of the City of Glendora' s
Police, Community Services, Public Works, Administration, City Clerk, Finance,
Planning, and Public Library.
+ Performed eight General Management and Operations Studies for the City of
Ogden, Utah's Police, Fire, Redevelopment Agency, Community Services,
Community Development, Code Enforcement, Public Works, and Animal Control
as Project Director.
Mr. DeRoos is a member of several professional and civic associations. He has taught for the
U.C. Davis Extension College and for graduate classes in Public Administration, Administrative
Theory and Labor Relations for Golden Gate University, and Non Profit and Association
Management for the University of Southern California. He speaks and trains :frequently on the
topic of Leadership, Character and Values, and has also been a speaker for the American
Planning Association (APA), written for the California APA Newsletter and the California
Redevelopment Journal, and has been a speaker on redevelopment, Base Closures, and related
issues across the US. Mr. DeRoos holds a certificate in Public Sector Labor Management
Relations from U.C. Davis, and is a Certified Management Consultant (CMC).
··n--.
-----------------------------------COC:."llt<n!'Xl~IBJ.C
Appendix B-Project Team Resumes page9

CityGate July 16 2013

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• •

July 16, 2013

RE: LETTER OF ENGAGEMENT TO CONDUCT AN EXECUTIVE SEARCH FOR THE POSITION OF

David C. DeRoos, MPA, CMC

cc: Steven Harman

Acceptance ofCitygate's proposed scope of work and cost:

ATTACHMENT 1-CITYGATE'S SCOPE OF SERVICES

Step 1 - Assisting in the Development of the Recruitment Brochure

Step 2 - Advertisement and Applicant Outreach

Step 3 - Applicant Screening and Assessment

Attachment 1-Citygate's Scope of Services ··n··

Step 4 - Applicant Referral and Client Interview

Attachment 1-Citygate's Scope of Services ··n··

ATTACHMENT 2-PROPOSED COST

Attachment 2-Proposed Cost ··n··

July 10, 2013

Mr. Gary Bushman

David C. DeRoos, MPA, CMC

cc: Steven Harman

Appendix B Project Team Resumes

Chief James Davis ....................................................................................................4

Table of Contents ··n··

SECTION 1-FIRM EXPERIENCE AND RECRUITMENT APPROACH

1.1 CITYGATE ASSOCIATES PROFILE

1.2 FIRM QUALIFICATIONS

Step 1 - Assisting in the Development of the Recruitment Brochure

Step 2 - Advertisement and Applicant Outreach

Step 3 - Applicant Screening and Assessment

Section 1-Firm Experience and Recruitment Approach ··n··

Step 4 - Applicant Referral and Client Interview

Section 1-Firm Experience and Recruitment Approach ··n··

S ECTION 2- C ITYGATE'S PROJECT T EAM

2. 1 PROJECT TEAM EXPERIENCE

Section 2-Citygate's Project Team ··n··

Project Team Organization Chart

David C. DeRoos, MPA, CMC

Steven Harman, MPA

Law Enforcement Practice

Section 2-Citygate's Project Team ··n··

SECTION 3-EXECUTIVE SEARCH EXPERIENCE

Listing of Prior Search Activities

City of Los Angeles

Public Works City of Livermore, CA

Police Department City of Livermore, CA,

Executive Director, Tri City of Livermore, CA,

SECTION 4-PROPOSED COST

4.1 DETERMINATION OF TOTAL COSTS FOR EXECUTIVE SEARCH

Section 4-Proposed Cost ··n··

1. We will serve our clients with integrity, competence, and objectivity.

Appendix A-Code of Ethics ··n··

PROJECT TEAM RESUMES

Appendix B-Project Team Resumes ··n··

Appendix 8-Project Team Resumes ··n··

Appendix B-Project Team Resumes ··n··

Education and Advanced Training:

Appendix B-Project Team Resumes ··n··

Appendix B-Project Team Resumes ··n··

Appendix B-Project Team Resumes ··n··

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