MEMO. District Manager Recruitment Process/Ad Hoc Peer Interview Committee

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1 Agenda: Item: 8a MEMO TO: From Subject: Board of Directors Acting District Manager District Manager Recruitment Process/Ad Hoc Peer Interview Committee Date: September 25, 2014 Recommendation It is recommended that the Board of Directors review this memo and adopt the attached Resolution appointing an ad hoc committee regarding the District Manager recruitment process and appoint members to the Committee. Background At the June 19, 2014 regular Board of Directors meeting, your Board dismissed District Manager Mueller without cause. To facilitate recruiting his replacement on July, 17, 2014 your Board approved Bob Murray & Associates to provide professional recruitment services. At a special board meeting on July 29, 2014 your Board met with Regan Williams of Bob Murray & Associates to discuss the recruitment process and identify the ideal qualifications for the new District Manager. Currently the District is engaged in a nationwide recruitment search with an application filing deadline of October 10, 2014 (see attachment). On September 16, 2014 the Personnel Committee met to discuss the actual selection process. With guidance from the Consultant, staff and Legal counsel, the committee decided on a two part interview process; a Peer Interview Panel, and the Board of Directors interview panel. The Peer group would provide input on the candidate, and the Board of Directors taking the Peer review group s input into consideration in their final decision.. 1

2 Agenda: Item: 8a Each Board member would select one individual to form a Peer Committee for a total of up to five (5) members. The Peer Committee would conduct a structured interview where the candidates are asked the same questions, which are to be developed by the Board with consultant guidance, to ensure consistency in the interview process. The Acting District Manager will facilitate the committee and represent the District in the interview. Board members shall nominate appointees to the committee from among professionals currently serving in a leadership position of comparable scope, responsibility, or leadership, in a business, a non-profit organization or a local, state or federal government agency, or currently serving as a local or regionally elected or appointed official or as staff to a qualified individual. To facilitate the appointment of the peer committee, and ensure their availability for the planned November 7, 2014 interview date, it is requested that Board members be prepared to appoint their selected appointee at the October 2, 2014 Board meeting. Interview Process On October 18, 2014 the Board of Directors will meet with the consultant to select the candidates to interview from among the candidate pool screened and vetted by the consultant, develop interview questions for both the Board and Peer Committee, and to review the selection and negotiation process with the consultant. On Friday November 07, 2014 the Board of Directors and Peer Interview Panel will conduct candidate interviews separately, in parallel. At the conclusion of the interviews, the Peer Interview Panel will meet with the Board in closed session to provide their input. The Board will continue meeting in closed session with the consultant on the selection process. Once the selection is made, and the candidate accepts the position the Board will announce the decision and adopt an employment contract and compensation package in open session. Summary At the June 19, 2014 regular Board of Directors meeting, your Board dismissed the District Manager Mueller without cause. To facilitate recruiting a replacement on July, 17, 2014 your Board approved Bob Murray & Associates to provide professional recruitment services. On September 16, 2014 the Personnel Committee met to discuss the selection process. With guidance from the Consultant, legal counsel and staff, the committee set forth a two part interview process. Staff recommends this process include an ad hoc committee of a Peer Interview Panel with one member representing District 2

3 Agenda: Item: 8a staff. The Board of Directors will consider input from the Peer Interview Panel in making its selection. It is recommended that the Board of Directors review this memo and adopt the attached Resolution appointing an ad hoc committee regarding the District Manager recruitment process and appoint members to the Committee. Rick Rogers Acting District Manager Attachment 3

4 Agenda: Item: 8a SAN LORENZO VALLEY WATER DISTRICT RESOLUTION NO. XX (14-15) SUBJECT: DISTRICT MANAGER RECRUITMENT PROCESS AD HOC PEER INTERVIEW COMMITTEE WHEREAS, on June 19, 2014 the Board of Directors dismissed the District Manager without cause; and WHEREAS, on July 17, 2014 the Board of Directors approved Bob Murray & Associates to provide professional recruitment services for a new District Manager; and WHEREAS, on September 16, 2014 the Personnel Committee met to discuss the selection process of the District Manager recommending that an Ad Hoc Committee of a Peer Interview Panel be utilized in the selection process; and WHEREAS, each Board member would appoint one (1) individual to form the Peer Committee for a total of five (5) members; and WHEREAS, the appointees to the committee should be currently serving in a leadership position of comparable scope, responsibility, or leadership, in a business, nonprofit organization or a local, state or federal government agency, or currently serving as a local or regionally elected or appointed official or as staff to a qualified individual. NOW THEREFORE BE IT RESOLVED by the Board of Directors of the San Lorenzo Valley Water District agreed to create an Ad Hoc Committee to participate in the selection process for a new District Manager. * * * * * * * * * * PASSED AND ADOPTED by the Board of Directors of the San Lorenzo Valley Water District, County of Santa Cruz, State of California, on the 2nd day of October 2014, by the following vote of the members thereof: AYES: NOES: ABSTAIN: ABSENT: Holly B. Morrison, District Secretary San Lorenzo Valley Water District

5 SAN LORENZO VALLEY WATER DISTRICT, CA INVITES YOUR INTEREST IN THE POSITION OF DISTRICT MANAGER

6 The San Lorenzo Valley Water District is headquartered in the THE COMMUNITY community of Boulder Creek, located in the beautiful The San Lorenzo Valley Water District is mountains of northern headquartered in the community of Boulder Santa Cruz County. Creek, a small town located approximately 45 minutes southwest from San Jose in the beautiful mountains of northern Santa Cruz County. Boulder Creek and the many other small communities in the San Lorenzo Valley enjoy a prime location: They are centered in a Redwood forest yet have access to the bustle and attractions of Silicon Valley, Santa Cruz, Monterey Bay, and the Pacific Ocean. Originally settled to provide a trade goods center for the burgeoning Gold Rush cities, the San Lorenzo Valley soon became a desirable location for the summer homes and fishing spots of residents throughout the region. Big Basin State Park now comprises much of the landscape, along with Henry Cowell Redwoods State Park, Fall Creek State Park, and Loch Lomond Recreation Area. Along with the recreational opportunities presented by the wide range of terrain, Valley residents enjoy excellent educational options (such as award-winning elementary and secondary schools and nearby University of California, Santa Cruz) and an enjoyable mix of dining and shopping options that appeal to down-home and uptown sensibilities. One thing all residents treasure is the natural beauty throughout the Valley. The San Lorenzo Valley attracts a diverse cross-section of individuals. Engineers, technicians, and managers from the Silicon Valley mingle with artists, musicians, writers, and craftsmen to form a unique community. More than half of the Valley s residents commute to the Silicon Valley or other Santa Cruz County jobs and appreciate returning to their quiet mountain homes and excellent quality of life. Residents are known for their strength and independence; they are active in the goings-on in their communities and engaged in the services provided by agencies such as the San Lorenzo Water District. THE DISTRICT The San Lorenzo Valley Water District (SLVWD) serves more than 7,300 metered connections in the communities of Boulder Creek, Brookdale, Ben Lomond, Zayante, Scotts Valley, Manana Woods, and Felton. Its mission is to provide its customers and all future generations with reliable, safe, and high-quality water at an equitable price; to create and maintain outstanding customer service; to manage and protect the environmental health of the aquifers and watersheds; and to ensure the fiscal vitality of the San Lorenzo Valley Water District. The District sources half of its water from deep wells and half from mountain-side surface intakes, providing water to these communities through a network of water lines totaling more than 150 miles. Operations are monitored and controlled through a SCADA system. Its annual Water Quality Report indicates that SLVWD supplies drinking water that meets or exceeds State standards. The District is governed by a five-person Board of Directors elected to four-year terms by registered voters within the District s boundaries. The Board is responsible for establishing policy relative to the SLVWD s mission, goals, and operations. The District Counsel and District Manager are appointed by the Board. The District Manager is responsible for the implementation of Board policy in the functions, services, and activities of the District and oversight of the Administrative, Finance, Engineering, Watershed, and Operations Departments. SLVWD has a FY2014/2015 budget of $7 million and staff of 24 full-time employees. ISSUES, CHALLENGES, & OPPORTUNITIES The San Lorenzo Valley Water District benefits from a great staff with sound institutional knowledge and a community that pulls together to face challenges. It has excellent opportunities for water resource sustainability, with good existing sources of stream- and well-water and watershed property that encompasses 2,500 acres of land which is managed by the district, as well as the opportunity to use 300 acre-feet of local reservoir water. The District and the community have a strong history of environmental awareness, and the community has responded positively to SLVWD s request to reduce water usage by 20%. Although the SLVWD is managing its resources well in California s severe drought conditions, it encourages smart water use through an expanding array of

Seventy percent of SLVWD s pipeline is more than 70 years old, and water storage systems include redwood tanks that are prone to leakage.

7 rebates, community outreach, and tiered water rates. These assets will be invaluable to the new District Manager when working with the Board and staff to address the District s aging infrastructure, as SLVWD faces challenges from a number of sectors. Seventy percent of SLVWD s pipeline is more than 70 years old, and water storage systems include redwood tanks that are prone to leakage. Large lot sizes, low-density residential development, and mountainous terrain lead to a higher-than-average cost of operation and maintenance. In addition, historical piping (and other utility) documentation is sometimes missing or incomplete. The area is subject to natural events from time to time, including winter storms with heavy rains and earthquakes. Additionally, the District s monitoring and information management systems are in need of updating. SLVWD s infrastructure issues have been increased due to a number of mergers with neighboring districts that had unmet infrastructure update needs of their own. SLVWD is currently in the process of completing a merger with Lompico County Water District (LCWD), which has its own infrastructure challenges. In order to ensure the merger does not add undue stress to SLVWD s infrastructure, LCWD s existing ratepayers will be asked to approve a special surcharge and a bond measure for areas formerly covered by LCWD when the merger moves forward. SLVWD plans to meet its own infrastructure needs with $25 million in existing funding for capital projects and a proposed 10% rate increase each year for the next three years. Additional funding requirements may need to be met through financing. THE POSITION The District Manager, under policy direction of the Board of Directors, provides overall executive direction for the District. This is the top-level executive position accountable to the Board for day-to-day and long-term operations and activities of the SLVWD. The District Manager also represents the Board and District in various public, private, and governmental matters. Responsibilities of the District Manager include establishing overall strategic plans, long-term goals, and objectives; keeping the Board informed of District activities, laws, issues, or problems that may affect District operations; providing guidance and direction to management staff; directing the District s fiscal and administrative matters; providing final authority on District personnel matters, including employment and discharge of all staff; and directing the initiation and execution of consulting and contract services and agreements. The individual chosen for this position will be known as a relationship builder. It is expected that the District Manager will personally perform or monitor the evaluation of legislation, trends, and issues affecting the District. The District Manager also attends Board meetings outside of regular working hours and must be available for emergency response and on-call situations. Candidates are encouraged to review the full job description available at on the SLVWD s website, THE IDEAL CANDIDATE SLVWD desires a strong leader, effective manager, and creative thinker to serve as the new District Manager. An innovative, forward-thinking problem-solver who has the ability to build and inspire the confidence of strong teams will be valued, as will an individual who embraces a collaborative approach while demonstrating the ability to act decisively once all input has been collected. The new District Manager must have ethics above reproach and the personal integrity to garner the respect of the Board, District staff, and community. Excellent communication skills are essential, and the ideal candidate will exhibit an open-minded, approachable, and responsive demeanor. The District Manager must view the Board as a partner in achieving SLVWD s mission and goals and will possess the strength of character to provide straightforward, honest information to the Board regardless of whether or not it will be what the Board wants to hear. The ideal candidate will ensure the same balanced, well-rounded information is provided to each member of the Board and to staff members and will make certain

that the District continues positive movement regarding identified goals.

The individual chosen for this position will be known as a relationship builder.

8 that the District continues positive movement regarding identified goals. SLVWD will also value an individual who institutes succession planning and outreach to junior professionals so that the District s staff remains strong. The individual chosen for this position will be known as a relationship builder. SLVWD s ratepayers rightfully expect transparency and the ability to provide input regarding District operations, and the new District Manager will use appropriate traditional and new media sources to ensure this expectation is met. An individual with the ability to support and increase public outreach and communication and develop community connectivity will be valued, and it is desirable that the chosen candidate live within District boundaries. The new District Manager must also develop positive working relationships with County, regional, State, and Federal agencies to ensure the District s water needs are met. The District must be particularly sensitive to environmental concerns, and the selected candidate will have to forge close working relationships with relevant agencies, including the Department of Public Health, the State Water Resources Control Board, and the Department of Fish and Wildlife, as well as regional environmental organizations such as the Sempervirons Fund, the Sierra Club, the Coastal Watershed Council, and other local groups. Candidates for this position should possess strong experience regarding fiscal and budgetary planning, as the District Manager holds an important position regarding the District s financial stewardship. A candidate with experience in working with elected officials and relevant State and Federal Agencies is sought. Candidates must possess knowledge of the functions, authorities, and responsibilities of water districts; water treatment and distribution principles and practices; and applicable Federal, State, and local laws, codes, and regulations. A Bachelor s Degree in Business or Public Administration, Engineering, or a related field and five years of increasingly responsible upper-level management experience in a public sector setting (preferably in the area of water treatment and distribution) are required, as is possession of a valid Class C California Driver s License and a safe driving record. A master s degree is desirable. COMPENSATION The salary for the previous District Manager was $144,552 annually; the salary for the new District Manager is under review and will be competitive depending upon qualifications. The District also offers an attractive benefits package, including: Retirement Existing PERS Members 2%@60; New PERS Members 2%@62. Medical Insurance CALPERS as provided to other management employees. Annual Leave Administrative Leave Accumulates at a rate of one day per month of service. Vehicle Allowance $350/month. TO APPLY If you are interested in this outstanding opportunity, please visit our website at to apply online. Filing Deadline: October 10, 2014 Following the closing date, resumes will be screened according to the qualifications outlined above. The most qualified candidates will be invited to personal interviews with Bob Murray and Associates. A select group of candidates will be asked to provide references once it is anticipated that they may be recommended as finalists. References will be contacted only following candidate approval. Finalist interviews will be held with the San Lorenzo Valley Water District. Candidates will be advised of the status of the recruitment following selection of the District Manager. If you have any questions, please do not hesitate to call Mr. Regan Williams at: (916)

MIDPENINSULA REGIONAL OPEN SPACE DISTRICT GENERAL COUNSEL

MIDPENINSULA REGIONAL OPEN SPACE DISTRICT GENERAL COUNSEL THE DISTRICT Open space lands offer a respite from everyday life, a source of clean air and water, and local agriculture as well as an opportunity