21-255 Bob Murray & Associates, Recruiting and hiring a Public Works DirectorServices related to recruiting and hiring a Public Works Director
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PROFESSIONAL/CONSULTING SERVICES AGREEMENT
1. PARTIES
This Agreement is made by and between the City of Cupertino, a municipal corporation (“City”),
and Bob Murray & Associates (“Contractor”), a Corporation for Services related to recruiting and
hiring a Public Works Director, and is effective on the last date signed below (“Effective Date”).
2. SERVICES
Contractor agrees to provide the services and perform the tasks (“Services”) set forth in detail in
Scope of Services, attached here and incorporated as Exhibit A. Contractor further agrees to carry
out its work in compliance with any applicable local, State, or Federal order regarding COVID-19.
3. TIME OF PERFORMANCE
3.1 This Agreement begins on the Effective Date and ends on June 30, 2022 (“Contract
Time”), unless terminated earlier as provided herein. Contractor’s Services shall begin on the
effective date and shall be completed by June 30, 2022. The City’s appropriate department head
or the City Manager may extend the Contract Time through a written amendment to this
Agreement, provided such extension does not include additional contract funds. Extensions
requiring additional contract funds are subject to the City’s purchasing policy.
3.2 Schedule of Performance. Contractor must deliver the Services in accordance with the
Schedule of Performance, attached and incorporated here Exhibit B.
3.3 Time is of the essence for the performance of all the Services. Contractor must have
sufficient time, resources, and qualified staff to deliver the Services on time.
4. COMPENSATION
4.1 Maximum Compensation. City will pay Contractor for satisfactory performance of the
Services an amount that will based on actual costs but that will be capped so as not to exceed
$27,000.00 (“Contract Price”), based upon the scope of services in Exhibit A and the budget and
rates included in Exhibit C, Compensation attached and incorporated here. The maximum
compensation includes all expenses and reimbursements and will remain in place even if
Contractor’s actual costs exceed the capped amount. No extra work or payment is permitted
without prior written approval of City.
4.2 Invoices and Payments. Monthly invoices must state a description of the deliverable
completed and the amount due for the preceding month. Within thirty (30) days of completion of
Services, Contractor must submit a requisition for final and complete payment of costs and pending
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claims for City approval. Failure to timely submit a complete and accurate payment requisition
relieves City of any further payment or other obligations under the Agreement.
5. INDEPENDENT CONTRACTOR
5.1 Status. Contractor is an independent contractor and not an employee, partner, or joint
venture of City. Contractor is solely responsible for the means and methods of performing the
Services and for the persons hired to work under this Agreement. Contractor is not entitled to
health benefits, worker’s compensation, or other benefits from the City.
5.2 Contractor’s Qualifications. Contractor warrants on behalf of itself and its subcontractors
that they have the qualifications and skills to perform the Services in a competent and professional
manner and according to the highest standards and best practices in the industry.
5.3 Permits and Licenses. Contractor warrants on behalf of itself and its subcontractors that
they are properly licensed, registered, and/or certified to perform the Services as required by law
and have procured a City Business License, if required by the Cupertino Municipal Code.
5.4 Subcontractors. Only Contractor’s employees are authorized to work under this
Agreement. Prior written approval from City is required for any subcontractor, and the terms and
conditions of this Agreement will apply to any approved subcontractor.
5.5 Tools, Materials, and Equipment. Contractor will supply all tools, materials and
equipment required to perform the Services under this Agreement.
5.6 Payment of Benefits and Taxes. Contractor is solely responsible for the payment of
employment taxes incurred under this Agreement and any similar federal or state taxes. Contractor
and any of its employees, agents, and subcontractors shall not have any claim under this Agreement
or otherwise against City for seniority, vacation time, vacation pay, sick leave, personal time off,
overtime, health insurance, medical care, hospital care, insurance benefits, social security,
disability, unemployment, workers compensation or employee benefits of any kind. Contractor
shall be solely liable for and obligated to pay directly all applicable taxes, fees, contributions, or
charges applicable to Contractor’s business including, but not limited to, federal and state income
taxes. City shall have no obligation whatsoever to pay or withhold any taxes or benefits on behalf
of Contractor. Should any court, arbitrator, or administrative authority, including but not limited
to the California Public Employees Retirement System (PERS), the Internal Revenue Service or
the State Employment Development Division, determine that Contractor, or any of its employees,
agents, or subcontractors, is an employee for any purpose, then Contractor agrees to a reduction in
amounts payable under this Agreement, or to promptly remint to City any payments due by the
City as a result of such determination, so that the City’s total expenses under this Agreement are
not greater than they would have been had the determination not been made.
6. PROPRIETARY/CONFIDENTIAL INFORMATION
In performing this Agreement, Contractor may have access to private or confidential information
owned or controlled by the City, which may contain proprietary or confidential details the
disclosure of which to third parties may be damaging to City. Contractor shall hold in confidence
all City information provided by City to Contractor and use it only to perform this Agreement.
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Contractor shall exercise the same standard of care to protect City information as a reasonably
prudent contractor would use to protect its own proprietary data.
7. OWNERSHIP OF MATERIALS
7.1 Property Rights. Any interest (including copyright interests) of Contractor in any product,
memoranda, study, report, map, plan, drawing, specification, data, record, document, or other
information or work, in any medium (collectively, “Work Product”), prepared by Contractor in
connection with this Agreement will be the exclusive property of the City upon completion of the
work to be performed hereunder or upon termination of this Agreement, to the extent requested by
City. In any case, no Work Product shall be shown to any third-party without prior written approval
of City.
7.2 Copyright. To the extent permitted by Title 17 of the U.S. Code, all Work Product arising
out of this Agreement is considered “works for hire” and all copyrights to the Work Product will
be the property of City. Alternatively, Contractor assigns to City all Work Product copyrights.
Contractor may use copies of the Work Product for promotion only with City’s written approval.
7.3 Patents and Licenses. Contractor must pay royalties or license fees required for authorized
use of any third party intellectual property, including but not limited to patented, trademarked, or
copyrighted intellectual property if incorporated into the Services or Work Product of this
Agreement.
7.4 Re-Use of Work Product. Unless prohibited by law and without waiving any rights, City
may use or modify the Work Product of Contractor or its sub-contractors prepared or created under
this Agreement, to execute or implement any of the following:
(a) The original Services for which Contractor was hired;
(b) Completion of the original Services by others;
(c) Subsequent additions to the original Services; and/or
(d) Other City projects.
7.5 Deliverables and Format. Contractor must provide electronic and hard copies of the Work
Product, on recycled paper and copied on both sides, except for one single-sided original.
8. RECORDS
Contractor must maintain complete and accurate accounting records relating to its performance in
accordance with generally accepted accounting principles. The records must include detailed
information of Contractor’s performance, benchmarks and deliverables, which must be available
to City for review and audit. The records and supporting documents must be kept separate from
other records and must be maintained for four (4) years from the date of City’s final payment.
Contractor acknowledges that certain documents generated or received by Contractor in
connection with the performance of this Agreement, including but not limited to correspondence
between Contractor and any third party, are public records under the California Public Records
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Act, California Government Code section 6250 et seq. Contractor shall comply with all laws
regarding the retention of public records and shall make such records available to the City upon
request by the City, or in such manner as the City reasonably directs that such records be provided.
9. ASSIGNMENT
Contractor shall not assign, sublease, hypothecate, or transfer this Agreement, or any interest
therein, directly or indirectly, by operation of law or otherwise, without prior written consent of
City. Any attempt to do so will be null and void. Any changes related to the financial control or
business nature of Contractor as a legal entity is considered an assignment of the Agreement and
subject to City approval, which shall not be unreasonably withheld. Control means fifty percent
(50%) or more of the voting power of the business entity.
10. PUBLICITY / SIGNS
Any publicity generated by Contractor for the project under this Agreement, during the term of
this Agreement and for one year thereafter, will reference the City’s contributions in making the
project possible. The words “City of Cupertino” will be displayed in all pieces of publicity,
including flyers, press releases, posters, brochures, public service announcements, interviews and
newspaper articles. No signs may be posted, exhibited or displayed on or about City property,
except signage required by law or this Contract, without prior written approval from the City.
11. INDEMNIFICATION
11.1 To the fullest extent allowed by law, and except for losses caused by the sole and active
negligence or willful misconduct of City personnel, Contractor shall indemnify, defend and hold
harmless City, its City Council, boards and commissions, officers, officials, employees, agents,
servants, volunteers, and consultants (“Indemnitees”), through legal counsel acceptable to Cit y,
from and against any and all liability, damages, claims, actions, causes of action, demands,
charges, losses, costs, and expenses (including attorney fees, legal costs, and expenses related to
litigation and dispute resolution proceedings) of every nature, arising directly or indirectly from
this Agreement or in any manner relating to any of the following:
(a) Breach of contract, obligations, representations, or warranties;
(b) Negligent or willful acts or omissions committed during performance of the Services;
(c) Personal injury, property damage, or economic loss resulting from the work or performance
of Contractor or its subcontractors or sub-subcontractors;
(d) Unauthorized use or disclosure of City’s confidential and proprietary Information;
(e) Claim of infringement or violation of a U.S. patent or copyright, trade secret, trademark,
or service mark or other proprietary or intellectual property rights of any third party.
11.2 Contractor must pay the costs City incurs in enforcing this provision. Contractor must
accept a tender of defense upon receiving notice from City of a third-party claim. At City’s request,
Contractor will assist City in the defense of a claim, dispute, or lawsuit arising out of this
Agreement.
11.3 Contractor’s duties under this section are not limited to the Contract Price, workers’
compensation payments, or the insurance or bond amounts required in the Agreement. Nothing in
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the Agreement shall be construed to give rise to an implied right of indemnity in favor of
Contractor against City or any Indemnitee.
11.4. Contractor’s payments may be deducted or offset to cover any money the City lost due to a
claim or counterclaim arising out of this Agreement, a purchase order, or other transaction.
11.5. Contractor agrees to obtain executed indemnity agreem ents with provisions identical to
those set forth here in this Section 11 from each and every subcontractor, or any other person or
entity involved by, for, with, or on behalf of Contractor in the performance of this Agreement.
Failure of City to monitor compliance with these requirements imposes no additional obligations
on City and will in no way act as a waiver of any rights hereunder.
11.6. This Section 11 shall survive termination of the Agreement.
12. INSURANCE
Contractor shall comply with the Insurance Requirements, attached and incorporated here as
Exhibit D, and must maintain the insurance for the duration of the Agreement, or longer as
required by City. City will not execute the Agreement until City approves receipt of satisfactory
certificates of insurance and endorsements evidencing the type, amount, class of operations
covered, and the effective and expiration dates of coverage. Failure to comply with this provision
may result in City, at its sole discretion and without notice, purchasing insurance for Contractor
and deducting the costs from Contractor’s compensation or terminating the Agreement.
13. COMPLIANCE WITH LAWS
13.1 General Laws. Contractor shall comply with all local, state, and federal laws and
regulations applicable to this Agreement. Contractor will promptly notify City of changes in the
law or other conditions that may affect the Project or Contractor’s ability to perform. Contractor
is responsible for verifying the employment authorization of employe es performing the Services,
as required by the Immigration Reform and Control Act.
13.2 Labor Laws. Contractor shall comply with all labor laws applicable to this Agreement. If
the Scope of Services includes a “public works” component, Contractor is required to comply with
prevailing wage laws under Labor Code Section 1720 and other labor laws.
13.3 Discrimination Laws. Contractor shall not discriminate on the basis of race, religious
creed, color, ancestry, national origin, ethnicity, handicap, disability, marital status, pregnancy,
age, sex, gender, sexual orientation, gender identity, Acquired-Immune Deficiency Syndrome
(AIDS), or any other protected classification. Contractor shall comply with all anti-discrimination
laws, including Government Code Sections 12900 and 11135, and Labor Code Sections 1735,
1777, and 3077.5. Consistent with City policy prohibiting harassment and discrimination,
Contractor understands that harassment and discrimination directed toward a job applicant, an
employee, a City employee, or any other person, by Contractor or its employees or sub-contractors
will not be tolerated. Contractor agrees to provide records and documentation to the City on
request necessary to monitor compliance with this provision.
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13.4 Conflicts of Interest. Contractor shall comply with all conflict of interest laws applicable
to this Agreement and must avoid any conflict of interest. Contractor warrants that no public
official, employee, or member of a City board or commission who might have been involved in
the making of this Agreement, has or will receive a direct or indirect financial interest in this
Agreement, in violation of California Government Code Section 1090 et seq. Contractor may be
required to file a conflict of interest form if Contractor makes certain governmental decisions or
serves in a staff capacity, as defined in Section 18700 of Title 2 of the California Code of
Regulations. Contractor agrees to abide by the City’s rules governing gifts to public officials and
employees.
13.5 Remedies. Any violation of Section 13 constitutes a material breach and may result in City
suspending payments, requiring reimbursements or terminating this Agreement. City reserves all
other rights and remedies available under the law and this Agreement, including the right to seek
indemnification under Section 11 of this Agreement.
14. PROJECT COORDINATION
City Project Manager. The City assigns Kristina Alfaro as the City’s representative for all
purposes under this Agreement, with authority to oversee the progress and performance of the
Scope of Services. City reserves the right to substitute another Project manager at any time, and
without prior notice to Contractor.
Contractor Project Manager. Subject to City approval, Contractor assigns Gary Phillips as its
single Representative for all purposes under this Agreement, with authority to oversee the progress
and performance of the Scope of Services. Contractor’s Project manager is responsible for
coordinating and scheduling the Services in accordance with the Scope of Services and the Schedule
of Performance. Contractor must regularly update the City’s Project Manager about the progress
with the work or any delays, as required under the Scope of Services. City written approval is
required prior to substituting a new Representative.
15. ABANDONMENT OF PROJECT
City may abandon or postpone the Project or parts therefor at any time. Contractor will be
compensated for satisfactory Services performed through the date of abandonment, and will be
given reasonable time to assemble the work and close out the Services. With City’s pre-approval
in writing, the time spent in closing out the Services will be compensated up to a maximum of ten
percent (10%) of the total time expended to date in the performance of the Services.
16. TERMINATION
City may terminate this Agreement for cause or without cause at any time. Contractor will be paid
for satisfactory Services rendered through the date of termination, but final payment will not be
made until Contractor closes out the Services and delivers the Work Product.
17. GOVERNING LAW, VENUE, AND DISPUTE RESOLUTION
This Agreement is governed by the laws of the State of California. Any lawsuits filed related to
this Agreement must be filed with the Superior Court for the County of Santa Clara, State of
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California. Contractor must comply with the claims filing requirements under the Government
Code prior to filing a civil action in court. If a dispute arises, Contractor must continue to provide
the Services pending resolution of the dispute. If the Parties elect arbitration, the arbitrator’s award
must be supported by law and substantial evidence and include detailed written findings of law
and fact.
18. ATTORNEY FEES
If City initiates legal action, files a complaint or cross-complaint, or pursues arbitration, appeal, or
other proceedings to enforce its rights or a judgment in connection with this Agreement, the
prevailing party will be entitled to reasonable attorney fees and costs.
19. THIRD PARTY BENEFICIARIES
There are no intended third party beneficiaries of this Agreement.
20. WAIVER
Neither acceptance of the Services nor payment thereof shall constitute a waiver of any contract
provision. City’s waiver of a breach shall not constitute waiver of another provision or breach.
21. ENTIRE AGREEMENT
This Agreement represents the full and complete understanding of every kind or nature between
the Parties, and supersedes any other agreement(s) and understanding(s), either oral or written,
between the Parties. Any modification of this Agreement will be effective only if in writing and
signed by each Party’s authorized representative. No verbal agreement or implied covenant will
be valid to amend or abridge this Agreement. If there is any inconsistency between any term,
clause, or provision of the main Agreement and any term, clause, or provision of the attachments
or exhibits thereto, the terms of the main Agreement shall prevail and be controlling.
22. INSERTED PROVISIONS
Each provision and clause required by law for this Agreement is deemed to be included and will
be inferred herein. Either party may request an amendment to cure mistaken insertions or
omissions of required provisions. The Parties will collaborate to implement this Section, as
appropriate.
23. HEADINGS
The headings in this Agreement are for convenience only, are not a part of the Agreement and in
no way affect, limit, or amplify the terms or provisions of this Agreement.
24. SEVERABILITY/PARTIAL INVALIDITY
If any term or provision of this Agreement, or their application to a particular situation, is found
by the court to be void, invalid, illegal, or unenforceable, such term or provision shall remain in
force and effect to the extent allowed by such ruling. All other terms and provisions of this
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Agreement or their application to specific situations shall remain in full force and effect. The
Parties agree to work in good faith to amend this Agreement to carry out its intent.
25. SURVIVAL
All provisions which by their nature must continue after the Agreement exp ires or is terminated,
including the Indemnification, Ownership of Materials/Work Product, Records, Governing Law,
and Attorney Fees, shall survive the Agreement and remain in full force and effect.
26. NOTICES
All notices, requests and approvals must be sent in writing to the persons below, which will be
considered effective on the date of personal delivery or the date confirmed by a reputable overnight
delivery service, on the fifth calendar day after deposit in the United States Mail, postage prepaid,
registered or certified, or the next business day following electronic submission:
To City of Cupertino
Office of the City Manager
10300 Torre Ave.
Cupertino, CA 95014
Attention: Kristina Alfaro
Email: KristinaA@cupertino.org
To Contractor:
Bob Murray & Associates
1677 Eureka Rd., Ste. 202
Roseville, CA 95661
Attention: Gary Phillips
Email: garyp@bobmurrayassoc.com
27. EXECUTION
The person executing this Agreement on behalf of Contractor represents and warrants that
Contractor has full right, power, and authority to enter into and carry out all actions contemplated
by this Agreement and that he or she is authorized to execute this Agreement, which constitutes a
legally binding obligation of Contractor. This Agreement may be executed in counterparts, each
one of which is deemed an original and all of which, taken together, constitute a single binding
instrument.
IN WITNESS WHEREOF, the parties have caused the Agreement to be executed.
CITY OF CUPERTINO CONTRACTOR
A Municipal Corporation
By By
Name Name
Title Title
Date Date
Gary Phillips
Executive Vice President
Nov 18, 2021
Gary Phillips
Nov 18, 2021
Director of Administrative Services
Kristina Alfaro
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APPROVED AS TO FORM:
CHRISTOPHER D. JENSEN
Cupertino City Attorney
ATTEST:
KIRSTEN SQUARCIA
City Clerk
Date
Christopher D. Jensen
Nov 18, 2021
A Proposal to Conduct an Executive Recruitment
for the Position of
DIRECTOR OF PUBLIC WORKS
on behalf of the
1544 Eureka Road, Suite 280
Roseville, CA 95661
(916) 784-9080
(916) 784-1985 fax
EXHIBIT A-C
November 11, 2021
MR. GREG LARSON
INTERIM CITY MANAGER
CITY OF CUPERTINO
10300 TORRE AVENUE
CUPERTINO, CA 95014-3202
Submitted Via Email To: LauraM@Cupertino.org
Dear Mr. Larson:
Bob Murray & Associates is pleased to submit a proposal to conduct the Director of Public Works
recruitment for the City of Cupertino. The following details our qualifications and describes our
systematic—yet flexible—method of identifying, recruiting, and screening outstanding candidates
on your behalf. It also includes a proposed budget, timeline, and guarantee.
At Bob Murray & Associates, we pride ourselves on providing quality service to local
governments, non-profit agencies, and private firms. Our recruitment process helps you to
determine the direction of the search and the types of candidates you seek while capitalizing on
our decades of experience and vast network of contacts to reach those candidates. Our expertise
ensures that the candidates we present to the City of Cupertino will match the criteria you have
established, be a good fit for your organization, and be outstanding in their field.
With respect to the Director of Public Works recruitment and the City of Cupertino, Bob Murray
& Associates has a national network of contacts and unparalleled experience conducting successful
recruitments. With over 25 years of experience, we have conducted hundreds of searches for
municipal and special district executives, including those for Community Services, Public Works,
and Planning professionals. We are currently conducting the Public Works Director recruitment
on behalf of the California cities of Foster City, San Francisco, and Vacaville. We are also currently
conducting the Planning Manager recruitment on behalf of the City of Walnut Creek, CA, and the
Chief Building Official recruitment on behalf of the City of Newark, CA. Our extensive contacts
and knowledge of outstanding candidates will ensure you have a quality group of finalists from
which to select the City of Cupertino’s next Director of Public Works.
Recent Director of Public Works recruitments we have completed similar in size and scope to
your upcoming search include the following:
2021
City of Desert Hot Springs, CA (Principal
Planner)
City of Lincoln, CA (Director of Public Works)
City of Lompoc, CA (Electric Utilities Manager
City of Menifee, CA (Public Works
Director/City Engineer)
City of Martinez, CA (Planning Manager)
City of St. Helena, CA
2020
City of El Segundo, CA (Public Works
Director)
City of Healdsburg, CA (Planning & Building
Director)
City of Jurupa Valley, CA (Public Works
Director/City Engineer)
City of Lompoc, CA (Utilities Director)
Midpeninsula Regional Open Space District,
CA (Land and Facilities Services Manager)
City of Santa Clarita Valley Water Agency, CA
(Chief of Engineering)
2019
City of Long Beach, CA (City Traffic
Engineer)
City of Milpitas, CA (Principal Planner)
City of Moreno Valley, CA (Electric Utility
Chief Engineer)
County of Orange, CA (Assistant Director of
Public Works)
St. Helena, CA (Planning & Building Director)
City of Victorville, CA (Director of Electric
Utility Services)
2018
City of Boulder City, NV (Public Works
Director)
City of Boulder City, NV (Utilities Director)
City of Glendale, CA (Director of Public
Works)
City of Redwood City, CA (Public Works
Director)
City of Salinas, CA (Public Works Director)
City of San Carlos, CA (Director of Public
Works)
City of Santa Paula, CA (Public Works
Director)
We work as a team on every search at Bob Murray & Associates. Your Project Lead would be
Valerie Gaeta Phillips, who would not only direct and supervise the project team from beginning
to end but also serve as the Recruiter for the project as well.
To learn first-hand of the quality of our services and why the majority of our engagements come
from repeat and referred clients, we invite you to contact the references listed on page 16 of the
attached proposal.
We look forward to your favorable consideration of our qualifications. Please do not hesitate to
contact us at (916) 784-9080 with any questions.
Sincerely,
Valerie Gaeta Phillips
President, Bob Murray & Associates
TABLE OF CONTENTS
THE RECRUITMENT PROCESS ................................................................ 2
STEP 1 DEVELOP THE CANDIDATE PROFILE ........................................................ 2
Optional Service: Community and Staff Involvement ....................................................... 2
STEP 2 DESIGN/DISTRIBUTE BROCHURE AND ADVERTISEMENTS ................... 2
Reaching Diverse Candidates ......................................................................................... 3
STEP 3 RECRUIT CANDIDATES ................................................................................ 3
STEP 4 SCREEN CANDIDATES .................................................................................. 4
STEP 5 CONDUCT PRELIMINARY INTERVIEWS ...................................................... 4
STEP 6 SEARCH PUBLIC RECORDS ........................................................................... 4
STEP 7 MAKE RECOMMENDATIONS ....................................................................... 4
STEP 8 FACILITATE FINAL INTERVIEWS................................................................. 5
STEP 9 CONDUCT BACKGROUND AND REFERENCE CHECKS ............................ 5
STEP 10 ASSIST IN NEGOTIATIONS ......................................................................... 6
COMPLETE ADMINISTRATIVE ASSISTANCE ....................................... 6
COSTS AND GUARANTEE .......................................................................... 7
PROFESSIONAL FEE AND EXPENSES ...................................................................... 7
Optional Services ........................................................................................................... 7
GUARANTEE............................................................................................................... 8
RECRUITMENT SCHEDULE ..................................................................... 8
FIRM PROFILE .............................................................................................. 9
REFERENCES .............................................................................................. 16
THE RECRUITMENT PROCESS
Bob Murray & Associates’ recruiters are specialists in finding the perfect fit, providing security
and fairness to candidates and clients while ensuring the integrity of the search process. We
understand that superlative recruiting for the Director of Public Works will lead to superlative
results for the City of Cupertino. Outlined below are the steps in our proven recruitment process,
refined through our 30+ years of experience in executive search.
STEP 1 DEVELOP THE CANDIDATE PROFILE
Our understanding of the City of Cupertino’s needs will be key to a successful search. Valerie
Gaeta Phillips will meet with the Department of Human Resources and key stakeholders to learn
as much as possible about the ideal candidate for the Director of Public Works position. We want
to become familiar with the values and culture of the organization, as well as to understand the
current and future issues, challenges, and opportunities in the City of Cupertino.
Ms. Gaeta Phillips will review and help define the City and County’s wish-list regarding the ideal
candidate’s personality, management style, knowledge, skills, and abilities and will work with the
City and County to identify expectations regarding education and experience. The Department of
Human Resources and Ms. Gaeta Phillips will discuss compensation, benefits, and other key
information necessary to ensure that outstanding candidates are attracted to this opportunity.
The profile we develop together at this stage will drive subsequent recruitment efforts.
Optional Service: Community and Staff Involvement
We find that many of our clients value a recruitment process that opens the opportunity for
community members, business leaders, organization representatives, and employees to provide
input regarding the ideal candidate. Our recruiters are skilled in designing and facilitating forums,
town hall meetings, and online surveys that allow equitable involvement from a variety of
constituencies and in consolidating feedback into a cohesive narrative of common themes.
If the City of Cupertino so desires, we will work with the Department of Human Resources to
create a customized community and/or staff input process.
STEP 2 DESIGN/DISTRIBUTE BROCHURE AND ADVERTISEMENTS
Ms. Gaeta Phillips and your dedicated Recruitment Coordinator will use the candidate profile
developed with the City of Cupertino to create a professional recruitment brochure, with the
assistance of our professional graphic designer. The four-page, full-color brochure will describe
the community, organization, position, ideal candidate, and compensation and will include pictures
provided by the City of Cupertino that you feel best represent your organization and your
community.
Upon your approval, Ms. Gaeta Phillips will send the brochure by postal mail and email to a
targeted audience, personally inviting potential candidates to apply for the Director of Public
Works position. We will also place the recruitment brochure on our website, which attracts over
11,000 unique hits weekly and is a trusted resource for candidates seeking execu tive and
professional positions. Two sample brochures are included in this proposal package for your
reference.
Ms. Gaeta Phillips will also design an effective advertising campaign appropriate for the Director
of Public Works recruitment. Our broadest outreach comes through our active social media
involvement on Facebook, LinkedIn, and Twitter, where upcoming and current positions are
posted. Sources such as Western City Magazine, PublicCEO, and the Careers in Government website
will be used to reach an extensive local government audience, while position-specific postings will
be chosen to attract candidates who have built their careers in and are committed to the Director
of Public Works field.
Suggested Director of Public Works-specific advertising sources for the City of Cupertino’s search
include:
American Public Works Association
Public Works Jobs Online
Society of Hispanic Engineers
American Society of Civil Engineers
Society of Female Engineers
Bob Murray & Associates does not typically place ads with job aggregators or general job posting
sites such as CareerBuilder, Monster, or Indeed, as we have found that the broad reach of these
sites does not necessarily lead to quality candidates for executive and professional positions.
Reaching Diverse Candidates
Bob Murray & Associates, a woman- and minority-owned business, is proud of its commitment
to attracting and placing diverse candidates. Not only do we pl ace advertisements with websites
designed to attract minority and female candidates, but our President, Valerie Phillips, is a member
herself of many diversity-focused organizations including the Local Government Hispanic
Network, the League of Women in Government, the Professional Women’s Network, Mexican
Professionals, and Women Leading Government. She networks frequently with fellow members
to gain insight into which potential candidates are leaders in their field.
Ms. Gaeta Phillips will seek to reach candidates in communities and organizations with
demographic profiles and populations served like that of the City of Cupertino, to maximize the
potential for individuals from a wide variety of backgrounds, cultures, physical abilities, life
experiences, and gender to be considered for the Director of Public Works position.
STEP 3 RECRUIT CANDIDATES
The strongest candidates are often those who are successful and content in their current positions
and need to be sold on a new opportunity. Our extensive network of contacts, developed through
over 1,400 successful placements, is a primary source for identifying and obtaining referrals for
these candidates. Our in-house database of 40,000 current and former executive and professional
candidates is a valuable resource that can only be built over time—time that we have invested into
perfecting our process for finding the right candidates for our clients. Our aggressive outreach
efforts are focused on phone calls to personally invite potential applicants, answer questions, and
allay any reservations, and these efforts are essential to the success of the Director of Public Works
recruitment.
STEP 4 SCREEN CANDIDATES
Following the closing date for the recruitment, Ms. Gaeta Phillips will screen all resumes we have
received, using the criteria established in the candidate profile as a basis upon which to narrow the
field of candidates. Internal candidates receive sensitive consideration, and Ms. Gaeta Phillips will
discuss with the Department of Human Resources how the City of Cupertino wishes to proceed
with these candidates.
STEP 5 CONDUCT PRELIMINARY INTERVIEWS
Ms. Gaeta Phillips will personally interview the top 10 to 15 candidates from the resume screening,
with the goal of determining which candidates have the greatest potential to succeed in your
organization. To reduce travel-related expenses to our clients and increase efficiency in the search
process, these interviews are typically conducted via Skype, FaceTime, or other convenient
videoconferencing applications.
During these in-depth interviews, Ms. Gaeta Phillips will explore each candidate’s background and
experience as it relates to the Director of Public Works position, such as significant
accomplishments, size and scope of responsibility, and organizational culture. In addition, Ms.
Gaeta Phillips will discuss with the candidates their motivation for applying for the position and
assess his/her knowledge, skills, and abilities. We will devote specific attention to establishing the
likelihood of the candidate’s acceptance of the position if an offer of employment is made.
STEP 6 SEARCH PUBLIC RECORDS
Under the direction of Ms. Gaeta Phillips, your dedicated Recruitment Coordinator will conduct
a review of published print and online articles for each recommended candidate. Sources include
Lexis-Nexis™, Google, social media, and our contacts in the field. This will alert Ms. Gaeta
Phillips to any further detailed inquiries we may need to make before our recommendations are
finalized.
STEP 7 MAKE RECOMMENDATIONS
Based on our findings during the preliminary interview process, Ms. Gaeta Phillips will
recommend a limited number of candidates for your further consideration. She will make specific
recommendations and will help facilitate discussions regarding the cand idate pool, but the final
determination of those to be considered will be up to you.
We typically recommend 6-8 candidates that we feel will best match your expectations, and we
prepare a detailed written report on each candidate. This bound report provided to each member
of the decision-making body includes:
Candidate list with Recommended Finalists identified in Group 1 and Group 2 (primary
and secondary recommendations), as well as Internal candidates
Summary of experience, education, and salary information for each Recommended
Finalist candidate
Complete cover letter and resume for each Recommended Finalist candidate
List of Other Applicants (those who did not meet minimum qualifications or were otherwise
unsuitable, based on our screening process)
Bob Murray & Associates maintains all search records for a period of seven (7) years following
each recruitment, and we are happy to forward cover letters and resumes for each applicant by
postal mail or email as soon as the recruitment closes to new applications.
STEP 8 FACILITATE FINAL INTERVIEWS
Our years of experience will be invaluable as we help you develop an interview process that
objectively assesses the qualifications of each candidate. We will work with the City of Cupertino
to craft and implement an interview approach that fits your needs. This may include individual
and panel interviews by the Department of Human Resources and key stakeholders,
community/employee interview panels, writing and presentation samples, meet-and-greets, or
another specialized process element Ms. Gaeta Phillips helps the City of Cupertino to design.
Ms. Gaeta Phillips will be present on-site during the interviews to facilitate as necessary during the
process and to guide discussion to consensus regarding final candidates. Bound interview books
will be provided to each interview panel member containing:
Recruitment brochure with candidate profile
Interview schedule
Suggested interview questions
Experience summary, cover letter, resume, and rating form for each
candidate
Ranking forms for use during the panel interview process
We will work closely with your staff to coordinate and schedule interviews and candidate travel.
Our goal is to ensure that each candidate has a very positive experience, as the way the entire
process is conducted will influence the final candidates’ perception of your organization.
STEP 9 CONDUCT BACKGROUND AND REFERENCE CHECKS
Ms. Gaeta Phillips and your Recruitment Coordinator will conduct detailed reference checks for
up to three (3) final candidates. To gain an accurate and honest appraisal of the candidates’
strengths and weaknesses, we will talk candidly with people who have direct knowledge of their
work and management style. In addition to gaining a 360-degree view of candidates from the
perspective of their supervisors, subordinates and peers for the past several years, we will make a
point of speaking confidentially to individuals who may have further insight into a candidate’s
abilities but who may not be on their preferred list of contacts.
Your Recruitment Coordinator will work with candidates and our professional backgrounding
firm, HireRight, to conduct credit, civil litigation, and motor vehicle record checks and verify
candidates’ degrees.
STEP 10 ASSIST IN NEGOTIATIONS
We recognize the critical importance of successful negotiations and can serve as your
representative during this process. Ms. Gaeta Phillips knows what other organizations have done
to put deals together with great candidates and what the current market is like for Director of
Public Works positions in organizations like the City of Cupertino’s. She will be available to advise
you regarding current approaches to difficult issues, such as housing and relocation. We will
represent your interests and advise the chosen candidate and you regarding salary, benefits, and
employment agreements, with the goal of putting together a deal that results in the appointment
of your chosen candidate. With our proven experience and vested interest in a positive outcome,
we can turn a very difficult aspect of the recruitment into one that is straightforward and agreeable
for all parties involved.
COMPLETE ADMINISTRATIVE ASSISTANCE
We receive many unsolicited testimonials each year from clients and candidates alike noting our
prompt, considerate, accurate, and professional service during the search process. Throughout the
recruitment, in time intervals that suit the City of Cupertino, we will provide you with updates on
the status of the search and attend to all administrative details on your behalf.
Candidates receive immediate acknowledgement of their applications, as well as personal phone
calls and/or emails (as appropriate) advising them of their status at each critical point in the
recruitment. Candidates who receive preliminary or final interviews and are not chosen to move
forward in the interview process will receive personal calls from Ms. Gaeta Phillips on behalf of
the City of Cupertino.
It is our internal company standard that all inquiries from clients and candidates receive a response
within the same business day whenever possible, and certainly within 24 hours if the inquiry is
received during the work week. Ms. Gaeta Phillips will be available to the City of Cupertino by
office phone, cell phone, and email at any time to ensure a smooth and stress-free recruitment
process.
COSTS AND GUARANTEE
PROFESSIONAL FEE AND EXPENSES
The fixed, flat professional services fee for conducting the Director of Public Works recruitment
on behalf of the City of Cupertino is $21,000. Services provided for in this fee consist of all steps
outlined in this proposal, including a meeting on site. The professional fee does not limit the
amount of time invested by Bob Murray & Associates in promoting a successful outcome for this
project. In fact, our mission for this project is to ensure we assist in identifying the right candidate
for the City of Cupertino. Therefore, Ms. Gaeta Phillips will contact the City and County at the
first anniversary of the placement to confirm an effective transition has occurred.
The City of Cupertino will also be responsible for reimbursing expenses Bob Murray & Associates
incurs on your behalf. We estimate expenses for this project not to exceed $6,000. Reimbursable
expenses include (but are not limited to) such items as the cost of recruiter travel; clerical support;
brochure development; placement of ads; credit and civil background checks; education
verification; and public records searches. Postage, printing, photocopying, and telephone charges
are allocated costs and included in the expense estimate. In no instance will expenses exceed this estimate
without prior approval from the City of Cupertino.
Expense reimbursement for candidate travel related to on-site interviews will be the responsibility
of the City of Cupertino.
Optional Services
Community/Staff Input Forum: $1,500/day, plus travel expenses
Online survey with analysis of results: $250
Additional on-site meeting days: $1,500/day, plus travel expenses
Additional background checks: $250/candidate
Additional reference checks: $500/candidate
Other services: $250/hour or $1,500/day
Professional Fees and Reimbursable Expenses
Professional Services (Fixed Flat Fee) $21,000
Reimbursable Expenses
Example costs and approximate amounts include:
Brochure Design and Printing ($1,275)
Advertising ($3,000)
Background Checks – 3 candidates ($550)
Consultant Travel ($600)
Other expenses – supplies, shipping, clerical ($575)
$6,000
Not-to-Exceed Total $27,000
EXHIBIT A & C
GUARANTEE
Should a candidate recommended by our firm position resign or be terminated within the first 12
months of employment, we will provide the City of Cupertino with professional services to secure
a replacement. Services will be provided at no cost, aside from expenses incurred on the City of
Cupertino’s behalf during the new search. We are confident in our ability to recruit outstanding
candidates and do not expect the City and County to find it necessary to exercise this provision
of our proposal.
RECRUITMENT SCHEDULE
We are prepared to start work on this assignment upon receipt of a signed professional services
agreement or other written, authorized notification. A full search can be completed in 13-16 weeks
from the date of initial meetings with our client.
The final recruitment schedule will be determined in collaboration with City of Cupertino. A
typical timeline of tasks and events is included here for reference.
EXHIBIT B - SCHEDULE OF PERFORMANCE
FIRM PROFILE
OUR STAFF
Bob Murray & Associates is a small firm focusing exclusively on executive search services. We
have a team of twelve (12):
Bob Murray, Founder
Valerie Gaeta Phillips, President
Gary Phillips, Executive Vice President
Regan Williams, Vice President
Joel Bryden, Vice President
Yasmin Beers, Senior Executive Recruiter
Carmen Valdez, Senior Executive Recruiter
Adele Fresé, Senior Executive Recruiter
Amber Smith, Principal Recruitment Coordinator
Sky Baclig, Senior Recruitment Coordinator
Alexandria Kopack, Senior Recruitment Coordinator
Gini Herndon, Contracts Administrator/Bookkeeper
BOB MURRAY, FOUNDER
Mr. Murray—known simply as “Bob” to his clients and candidates throughout the western U.S.—
brings over 40 years’ experience as a recruiter and is recognized as one of the top local government
recruiters in the nation. He conducted hundreds of searches for cities, counties, and special
districts and was called on to conduct searches for some of the largest, most complex organizations
in the country—and some of the smallest. Bob conducted searches for chief executives,
department heads, professional and technical positions, taking the lead on many of the firm’s most
difficult assignments with great success. His clients retained him again and again, given the quality
of his work and success in finding candidates for difficult to fill positions.
As our Founder, Bob currently takes on few searches personally but continues to be an active
presence at Bob Murray & Associates, providing valued insight and experience to our team
members regarding all aspects of the recruitment process.
Mr. Murray received his Bachelor of Science Degree in Criminology from the University of
California at Berkeley with graduate studies in Public Administration at California State University
at Hayward.
VALERIE GAETA PHILLIPS, PRESIDENT AND RECRUITER
Ms. Gaeta Phillips has over 18 years of recruiting experience, including more than a decade of
recent experience in executive search for public, private, and startup companies nationwide. Since
joining Bob Murray & Associates, Valerie has completed over 165 searches in a diverse range of
fields, including city and general management, planning, finance, human resources,
transportation, communication and public relations, community and economic development,
information technology, parks and recreation, and operations. She has recruited at all levels of
municipal and non-profit organizations, from technicians and engineers to Executive Directors
and Chief Executive Officers.
Valerie is valued for her passion for finding and retaining the most outstanding candidates for
even the most difficult or untraditional assignments and for her com mitment to her clients’
success; she is also active in a variety of industry organizations and in diversity -focused
associations. Valerie is called upon often to serve as an expert speaker on topics such as managing
one’s online reputation, diversity issues in municipal and non-profit leadership, and how to identify
a good “fit” for organizational culture.
Ms. Gaeta Phillips, along with Executive Vice President Gary Phillips, has a passion for helping
people, evidenced by fundraising, sponsorship, and involvement in raising awareness for
organizations such as Autism Speaks, the UC Davis M.I.N.D. Institute, and the Northern
California Special Olympics.
GARY PHILLIPS, EXECUTIVE VICE PRESIDENT AND RECRUITER
Since joining Bob Murray & Associates, Mr. Phillips has completed over 125 searches for
executives and professionals in a wide variety of fields including animal services, city and general
management, planning, legal counsel, cyber security, and human resources. Gary’s clients have
ranged from municipal government to non-profit and private sector organizations, and he has
sourced outstanding candidates for positions from the level of division managers up to City
Managers, Executive Directors, and General Managers.
Gary started his career with a New York-based Fortune 100 company and quickly became a Senior
Manager, building and running a large customer service organization that eventually expanded to
13 countries in Europe. He proceeded to hold senior leadership positions in several Fortune 500
companies, with noted successes such as building an organization from two to 250 employees
worldwide and growing a company from 800 to 1200 employees.
As part of an executive acquisition and recruiting team, Gary helped build a start-up enterprise
software company in San Francisco, recruiting top-notch talent and building a world-class
organization. He has maintained customer relationships in the public sector and the private sector,
including medical and financial institutions. He prides himself on finding key talent and offering
the best customer service to his clients.
Mr. Phillips, along with Ms. Gaeta-Phillips, is involved in his community as a soccer coach, as an
organizer of fundraisers for Autism Speaks and the UC Davis M.I.N.D. Institute, and as a sponsor
of the Northern California Special Olympics. Mr. Phillips received his Associate of Science degree
and completed additional coursework at Rochester Institute of Technology, NY.
REGAN WILLIAMS, SENIOR VICE PRESIDENT AND RECRUITER
Mr. Williams brings 30 years of local government experience to Bob Murray & Associates and has
over 17 years of experience in executive recruitments with our firm. In his time with Bob Murray
& Associates, Regan has conducted over 275 executive searches ranging from managers and
department heads to City Managers, Executive Directors, and General Managers. If Regan were
to have a recruiting specialty, it would be public safety positions: he has personally conducted over
60 Police Chief and 20 Fire Chief recruitments.
Prior to joining Bob Murray & Associates, Regan served as Director of Public Safety with the City
of Sunnyvale, CA. He was involved in the development of some of Sunnyvale’s most innovative
public safety programs and has a national reputation for excellence in law enforcement, as well as
in law enforcement executive recruiting. Regan’s clients find his prompt and personal attention,
insight, and expertise in recruitment and selection an asset. He is often called upon to recruit for
difficult-to-fill law enforcement positions, such as the position of Police Chief or City Manager in
challenging political environments.
Mr. Williams received his Bachelor of Science Degree in Administration of Justice from San Jose
State University. He is also a graduate of the FBI National Academy.
JOEL BRYDEN, VICE PRESIDENT AND RECRUITER
Mr. Bryden has over 30 years of local government experience that he brings to the firm, having
retired as Chief of Police in Walnut Creek, CA prior to joining Bob Murray & Associates in 2013.
Throughout his career, Joel has been involved in public sector consulting, with vast experience in
hiring and promotional processes, as well as interviewing candidates for advancement in all aspects
of local government.
Joel has a solid reputation as a leader in the public sector and his ability to find and evaluate
outstanding applicants for our clients is invaluable in the search process. Since joining Bob Murray
& Associates, Joel has conducted over 100 recruitments in a broad range of sectors including
police, fire, building, planning, city management, and general management. He is often called upon
to recruit specialized or difficult-to-fill positions, such as Independent Police Auditor.
Mr. Bryden is a graduate of the FBI National Academy and obtained his Bachelor of Arts Degree
in Communication from San Diego State University. He is currently based in Walnut Creek, CA.
YASMIN BEERS, SENIOR EXECUTIVE RECRUITER
Yasmin Beers brings over 33 years of municipal government experience to Bob Murray and
Associates. Yasmin retired as the City Manager for Glendale with a population of over 200,000.
She served as Chief Executive Officer overseeing close to 2,000 employees serving in Police,
Fire, Public Works, Parks, Community Development, Library Arts & Culture, Innovation
Performance & Audit, and Water & Power to name a few.
Yasmin’s three decades of experience in public service brings extensive background in public
sector finance, human resources management, contract negotiations, strategic planning &
organizational leadership, policy development, emergency response & planning, team building
and performance improvement. Throughout her career, Yasmin has had a great deal of
experience in recruiting, selecting and hiring employees for executive and management level
positions with a focus on the organizational needs and culture.
Yasmin currently serves on the Glendale Adventist Medical Center’s Civic Advisory Board and
the Advisory Board for Village Christian School. Yasmin is a past member of Soroptimist
International of Glendale where she served as President in 1999/2000. She is a past board
member of Glendale Healthy Kids, Salvation Army and the American Red Cross. In 2011 the
Glendale Chamber of Commerce recognized Yasmin as Woman of the Year; in 2013 she was
the recipient of The Armenian American Woman of Excellence Award; in 2014 Yasmin was
recognized by the Glendale Educational Foundation for her distinguished service and
philanthropic efforts; in 2015, YWCA awarded Yasmin with the Heart & Excellence Award; in
2017, she was recognized by Business Life Magazine as a Women Achiever; and in 2018 the
California State Senate recognized Yasmin as one of the Woman of the Year, each a tribute to
her core values that represent her civic responsibilities, volunteerism and community service.
Yasmin has a Bachelor of Arts degree in Political Science from California State University,
Northridge and a Master’s degree in Organizational Leadership from Woodbury University.
CARMEN VALDEZ, SENIOR EXECUTIVE RECRUITER
Carmen Valdez provides executive recruitment and human resource services to municipal
government agencies and non-profits. She has more than 25 years’ experience in executive
search, general human resources, classification and compensation, testing, policy development,
performance management, team building, organizational development, discipline, and other
employee relations activities.
Carmen has most recently been consulting with Municipal Resource Group, prior to which she
spent over 30 years with the City of Milpitas, a Silicon Valley city of 70,000 residents. In this
capacity, she was responsible for collective bargaining, PEPRA and Affordable Care Act
implementation, modernizing Human Resource services to improve efficiencies and reduce
costs, revamping the Workers Compensation service delivery and completing a City-wide
strategic plan. Carmen also spent almost 2 years as the Director of Recreation Services.
In addition to her significant experience in the public sector, Carmen earned a Bachelor of Arts
degree in Business from University of Phoenix. She is also a member of Local Government
Hispanic Network and League of Women in Government. She is an avid runner and enjoys
giving back to her community.
ADELE FRESÉ, SENIOR EXECUTIVE RECRUITER
Adele Fresé brings 27 years of local government experience to Bob Murray & Associates, having
retired as Chief of Police in Salinas, CA prior to joining the firm in 2021. Adele began her public
service career in 1985 as an active-duty member of the United States Marine Corps before serving
the City of Corpus Christi for 20 years.
Adele has extensive experience in hiring and promotional processes, as well as interviewing
candidates for advancement in all aspects of local government.
During her 7 years as a Chief of Police, Adele exercised strong leadership and implemented
monumental changes leading to the diversification of her agency’s sworn staff. Adele’s
commitment to collaboration with the public and law enforcement agencies earned her the Partner
of the Year Award from Homeland Security Investigations, and her Department the Community
Policing Award from the Community Policing Institute of California.
Adele received her Bachelor of Science degree in Criminal Justice Administration from California
State University at Hayward, and a minor degree in Sociology. She earned a Master of Science in
Public Safety, completed the Senior Executives in State and Local Government program at the
Harvard Kennedy School, and PERF’s Senior Management Institute for Police. She is a Texas
Certified Public Manager.
AMBER SMITH, PRINCIPAL RECRUITMENT COORDINATOR
As Principal Recruitment Coordinator with Bob Murray & Associates, Ms. Smith acts as a liaison
between clients and candidates from beginning to end of each recruitment process. Under the
direction of each client’s assigned Recruiter, Amber is responsible for the development and
distribution of position recruitment and advertising materials, client research, reference and
background checks, responding to requests for proposals, and providing a broad range of support
services for the recruiting team. She also provides leadership for our in-house staff and is an
invaluable resource.
Amber brings over a decade of client-oriented customer service, administrative, and management
experience to Bob Murray & Associates. Since joining our team in 201 3, she has shown a
commitment to working as a partner with clients and candidates to provide a quality service and
experience.
Ms. Smith received her Bachelor of Arts degree in Business Administration from La Sierra
University, Riverside, California.
SKY BACLIG, SENIOR RECRUITMENT COORDINATOR
A Ms. Baclig is a Senior Recruitment Coordinator with Bob Murray & Associates and is an
essential part of our hiring experience. She partners closely with the executive recruiters to support
hiring initiatives and is responsible for facilitating the movement of ca ndidates through the
recruitment process.
Her responsibilities entail everything from creating marketing materials, posting available positions
to job boards, candidate research, interview scheduling, conducting background checks, and
ensuring the overall hiring process runs smoothly.
Sky graduated from California State University Sacramento with her bachelor’s degree in Liberal
Studies. She has over a decade of client service experience and 5 years in Human Resources. She
possesses thorough knowledge of Human Resources best practices and relies on her service-
oriented attitude to support management/clients and team.
She has a passion for helping people and connecting both personally and professionally. Outside
of the workplace, Sky likes to spend time with her family, her dog, Oliver, and travel the world.
ALEXANDRIA KOPACK, SENIOR RECRUITMENT COORDINATOR
Alex is a Recruitment Coordinator with Bob Murray & Associates, and partners closely with each
executive recruiter to support both the client and candidates through the entire recruitment
process. Alex’s responsibilities include posting available positions to job boards, interview
scheduling, conducting background checks on candidates, and creating marketing materials for
each search.
Alex graduated with a bachelor’s degree in Business Administration from Boise State University.
She has several years of experience in many different office settings and is eager to assist in the
hiring process.
In her spare time, Alex enjoys spending time with her husband, family, and poodle (Theo), as well
as playing tennis whenever weather allows.
GINI HERNDON, CONTRACTS ADMINISTRATOR/BOOKKEEPER
Ms. Gini Herndon is the Contracts Administrator/Bookkeeper at Bob Murray & Associates. Ms.
Herndon is the first point of contact at Bob Murray & Associates and has an extensive
administrative background in business law.
Ms. Herndon is known for her collaborative approach as she works closely with our internal team
and clients to ensure a successful search. As a first point of contact, Ms. Herndon is highly
professional and maintains a high level of confidentiality and sensitivity.
CORPORATION
Bob Murray & Associates was founded in May 2000 and operated under the corporation name
MBN Services, Inc. until June 2014; our new corporation name is GVP Ventures, Inc.,
incorporated in California in 2014. Contact information for the corporation and the firm is as
follows:
GVP Ventures, Inc. OR Bob Murray & Associates
1544 Eureka Road, Ste. 280
Roseville, CA 95661
(916) 784-9080
apply@bobmurrayassoc.com
Our corporation and firm are financially sound (and have been so since 2000), with documentation
from our accountant available to your organization prior to final execution of a professional
service agreement. We have never been involved in any litigation, aside from our personnel serving
as expert witnesses when called to do so.
PROFESSIONAL ASSOCIATIONS
Our firm, represented by either our President or our Executive Vice President, are involved in
the following organizations to remain engaged with current and future issues relevant to the
work we conduct on behalf of clients like City of Cupertino:
California Special Districts Association – Member
California City Management Foundation (CCMF) – Member
International City/County Management Association (ICMA) – Member
League of California Cities – League Partner
League of Women in Government – Sponsor/Member
Municipal Management Association of Northern California (MMANC) –Sponsor/Member
Municipal Management Association of Southern California (MMASC) –Sponsor/Member
National Forum for Black Public Administrators (NFBPA) – Committee member for
Marketing and Branding
Members of our leadership team not only attend events sponsored by these associations but are
also frequently called upon to serve as panel members and to provide specialized lectures regarding
industry-specific issues.
Recent and upcoming speaking engagements and trainings provided by our staff include:
“Role of the Chief” class, presented by Joel Bryden on behalf of the California Police
Chiefs Association
Organization of Latino Affairs invited speaker, Valerie Phillips for Hispanic Heritage
Month; and
“The Next Step on Your Career Ladder: A Rung Up or a Missed Step? What City Managers
are Seeking to Create a Dream Team,” Bob Murray & Associates is a leading participant
on the MMANC 2019 Conference Panel
REFERENCES
Clients and candidates are the best testament to our ability to conduct quality searches. Clients
for whom Bob Murray & Associates has recently conducted similar searches are listed below:
CLIENT: City of Foster City, CA
POSITION: Public Works Director
REFERENCE: Ms. Maria Saguisag-Sid, Human Resources Director
(650) 286-3205
CLIENT: City of St. Helena, CA
POSITION: Public Works Director
REFERENCE: Mr. Alan Galbraith, Mayor
(707) 419-9367
Ms. Kathy Robinson, Human Resources & Information Technology
Director
(707) 968-2741
We appreciate the City of Cupertino’s consideration of our
proposal and look forward to working with you.
Services related to recruiting and hiring a Public
Works Director
Final Audit Report 2021-11-19
Created:2021-11-18
By:City of Cupertino (webmaster@cupertino.org)
Status:Signed
Transaction ID:CBJCHBCAABAA-tOOHdb7dDt7F8c0Z4qL5OJU5pJzIIQ5
"Services related to recruiting and hiring a Public Works Director
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