Agenda 12/15/2020 Item # 2A12/15/2020
EXECUTIVE SUMMARY
Recommendation to evaluate quotations from qualified executive search firms and finalize the
process to be used to recruit candidates to fill the forthcoming County Manager vacancy.
OBJECTIVE: To secure approval from the Board on the strategy to recruit and select a County Manager
by June 1, 2021.
CONSIDERATIONS: County Manager Leo Ochs will retire from County service effective May 31, 2021.
On December 8, 2020, the Board provided direction to staff to seek quotes from executive recruitm ent
firms as well as to post the vacancy announcement through the County’s website to interested candidates.
On Wednesday, December 9, 2020, the County Manager job announcement was released on the County’s
website as well as through GovernmentJobs.com, Indeed, ZipRecruiter and LinkedIn. The verbiage of the
announcement is included as Exhibit A.
On the same date, Procurement Services released a Request for Quotes (RFQ) through BidSync to vendors
interested in providing pricing for their firm to conduct an executive recruitment to fill the position of
County Manager. The RFQ is included as Exhibit B. During the December 15, 2020 meeting, the Board
will be provided with a summary of the firms that provided quotes, ranked for consideration based on
specific criteria.
To arrive at a course of action to conduct this recruitment, the Board should consider the key decision
points listed below. The steps provided represent a typical recruitment and selection process, and the areas
requiring decisions or approval.
Point #1 - Methodology of recruitment to fill the County Manager vacancy.
Options:
A. Hiring of a search firm with extensive expertise and knowledge of recruiting for
executive-level positions for cities and counties.
B. Use of internal staff resources.
C. The Board assumes the responsibility of conducting the recruitment, with support
from agency staff.
Point #2 - Involvement of the BCC during the recruitment and selection process. (The level of
involvement and frequency of decisions needed from the Board will be based on the recruitment
methodology selected).
Options:
A. All BCC participates, either during regular meeting dates or in a workshop format.
B. The Board elects a sub-committee to conduct the recruitment in publicly noticed
workshop sessions.
C. The Chair or another designated Commissioner leads the recruitment, with reports
back to the rest of the Board at given intervals.
Needs Assessment/Information Gathering (2 - 3 weeks)
• Development of position profile
• Options:
o Individual discussions with Commissioners
o Questionnaire completed by Commissioners
o Workshop discussion facilitated by staff or recruiter
Action required: Approval of final profile document
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Step One Recruitment
• Position posted (4 - 6 weeks)
• Application review/compilation of Candidate Summaries (2 - 3 weeks)
• Development of top 25 candidate list
Action Required: Review top 25 candidates, narrow to 10-12 candidates for closer review
Step Two Candidate Review
• Obtain additional candidate information re: training, education, experience, approach, etc.
• Conduct telephone interviews
• Conduct internet search
• Develop candidate profile
Action Required: Review candidates, narrow to 2-4 candidates for face to face interview
Step Three Reference Check, Interview, Selection
• Conduct reference check, compile data
• Conduct interview, public meeting
Action Required: Deliberation and selection
o Authorization to negotiate
o Contract development
FISCAL IMPACT: The exact costs for the services of an executive search firm are not known, as receipt
of the quotes is still pending. Based on previous searches, the County anticipates the fees to range from
$20,000 - $35,000. Additional costs may be incurred if the Board approves travel for finalist candidates,
estimated not to exceed $9,000.
GROWTH MANAGEMENT IMPACT: There is no growth management impact associated with this
Executive Summary.
LEGAL CONSIDERATIONS: This item has been reviewed by the County Attorney. The Collier
County Procurement Ordinance provides that personne l and recruitment services may be exempted from
the competitive process based upon the determination of the County Manager or Procurement Services
Director that approval of such an exemption waiver is in the best interest of the County, and that the
Board of County Commissioners shall have the authority to waive any and all Procurement Ordinance
provisions upon formal Board action. With that noted this item is approved as to form and legality and
requires majority vote for Board action. -JAK
RECOMMENDATION: That the Board provide direction on the process and steps to recruit a County
Manager.
Prepared By: Amy Lyberg, Division Director, Human Resources
Attachments: Exhibit A - County Website Announcement of County Manager vacancy
Exhibit B - Request for Quotes (RFQ)
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COLLIER COUNTY
Board of County Commissioners
Item Number: 2.A
Doc ID: 14442
Item Summary: Recommendation to evaluate quotations from qualified executive search firms
and finalize the process to be used to recruit candidates to fill the forthcoming County Manager vacancy.
Meeting Date: 12/15/2020
Prepared by:
Title: Director - Operations Support – Administrative Services Department
Name: Michael Cox
Submitted by:
Title: County Manager – County Manager's Office
Name: Leo E. Ochs
Approved By:
Review:
County Attorney's Office Jeffrey A. Klatzkow Additional Reviewer Completed 12/14/2020 11:29 AM
County Manager's Office Leo E. Ochs Level 4 County Manager Review Completed 12/14/2020 11:38 AM
Board of County Commissioners MaryJo Brock Meeting Pending 12/15/2020 11:00 AM
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