City of Kalamazoo - June 16, 2025 Committee of the Whole Meeting

Updated 1 day ago

The Kalamazoo City Commission convenes to review presentations from three executive search firms: SGR, CPS HR, and Ralph Anderson & Associates. The purpose is to select a firm to conduct a national search for a new city manager. Each firm presents their approach, highlighting community engagement strategies and commitments to diversity, equity, and inclusion. Commissioners ask questions to clarify the firms' methods, timelines, and success metrics. Public comments emphasize the importance of community involvement in the selection process. The Commission plans to further discuss the decision after gathering community feedback.

Chapters

Call to Order and Roll Call (00:02:54)
The meeting was called to order and a roll call was conducted to establish attendance.

The meeting was officially called to order. Clerk Burle conducted the roll call, noting the presence of commissioners and the mayor. Commissioner Decker was noted as absent, and a motion was made and passed to excuse Commissioner Decker.
Approval of Motion to Excuse Absence (00:03:18)
A motion was approved to excuse Commissioner Decker's absence from the meeting.

Commissioner Cooney made a motion to excuse Commissioner Decker's absence, which was seconded by Commissioner Wilson. The motion was passed unanimously with all commissioners present voting in favor.
Public Comment Period (00:03:41)
Public comments were made by community members, focusing on meeting times and community engagement.

During the public comment period, Charla Davis and Mag Adams, among others, addressed concerns about the meeting's start time potentially excluding workers and emphasized the importance of community input in decision-making processes. They requested opportunities for community engagement beyond the public comment session.
Introduction of Executive Search Firm Presentations (00:10:36)
The process for executive search firm presentations was introduced.

James Henderson, the HR director, introduced the topic of executive search firm presentations for the city manager search process. Three firms were identified as finalists: SGR, CPS HR, and RAF Tous. The presentation format and time allocations were discussed.
SGR Presentation Begins (00:17:04)
SGR began their presentation for the city manager search process.

Rebecca Flurry, representing SGR, began the presentation by introducing herself and the firm. She emphasized SGR's commitment to local government through servant leadership, detailing the firm's approach to executive recruiting and community engagement. The team involved in the process, including Jeff Ty, was introduced.
SGR's Community Engagement Approach (00:21:01)
SGR outlined their approach to community engagement in the recruitment process.

SGR's community engagement strategy focuses on building public trust, gaining broad representation, and understanding local interests to ensure a good candidate fit. The approach includes facilitated sessions, surveys, and making recruiters available in community gathering places. The firm emphasized the importance of listening to understand community needs.
SGR's Recruitment and Selection Process (00:23:19)
An overview of SGR's recruitment and selection process was provided.

SGR described their recruitment process, which includes a media campaign, candidate triage, and collaboration with the city commission to identify semi-finalists and finalists. Background checks and in-depth media searches are conducted for finalists, with detailed candidate packets prepared for commission review.
SGR's Communication and Performance Tracking (00:28:23)
SGR highlighted their communication and performance tracking methods.

SGR committed to providing weekly updates to the commission and more frequent informal updates to the staff representative. The firm emphasized their proactive communication strategy to keep the commission informed throughout the recruitment process.
SGR's Network and Reach (00:29:06)
SGR's extensive network and reach for executive recruitment were discussed.

SGR detailed their large subscriber base and extensive reach through newsletters, social media, and professional networks. They highlighted the effectiveness of their direct outreach and the success rates in sourcing semi-finalists from their network. The firm's experience with numerous executive searches was showcased.
Diversity, Equity, and Inclusion Efforts (00:34:14)
The discussion focused on SGR's commitment to diversity, equity, and inclusion in candidate recruitment, highlighting their partnerships and statistics.

SGR emphasized their dedication to embracing diversity, equity, and inclusion by working with organizations like the International Hispanic Network and the League of Women in Government. They presented statistics showing a higher percentage of female and people of color candidates placed by SGR compared to national averages. They acknowledged the need for continuous improvement and their efforts to grow networks and partnerships to ensure a diverse candidate pool.
Why Kalamazoo Stands Out (00:36:12)
Kalamazoo's strengths include community engagement, professional excellence, and strategic partnerships, making it an attractive place for candidates.

The speaker praised Kalamazoo for its rich tradition of professional excellence, strong community engagement, and strategic partnerships with organizations such as Western Michigan University. They highlighted the city's long tenure of city managers, community passion, quality of life, and strategic environment as key factors that make Kalamazoo appealing to potential candidates. The speaker emphasized Kalamazoo's reputation for valuing professional excellence and its commitment to strategic planning and placemaking.
Candidate Search and Recruitment Process (00:41:36)
The recruitment process involves a nationwide search and strategic outreach to potential candidates, including those not actively seeking new roles.

The speaker outlined SGR's comprehensive approach to executive recruitment, which includes a nationwide search for candidates and strategic outreach to both active and passive candidates. They explained the importance of understanding Kalamazoo's specific needs and tailoring the recruitment strategy accordingly. SGR's process involves engaging with a national candidate pool, leveraging their extensive network, and ensuring that candidates meet the profile and values of the community. The speaker reassured the commission that SGR is committed to conducting a thorough and effective search for the ideal candidate.
Evaluation of SGR's Past Performance (00:49:50)
The commission inquired about SGR's past recruitment performance, specifically in similar-sized cities, to gauge their effectiveness in placing diverse candidates.

Commissioners asked for specific examples of SGR's successful placements in similar-sized cities and the diversity of those candidates. The speaker provided data showing that SGR had placed candidates who were women and Latino men, supporting their commitment to diversity. The commission was interested in understanding how SGR's recruitment methods have led to successful outcomes and how they plan to replicate that success in Kalamazoo.
Discussion on Salary and Benefits (00:52:52)
The commission discussed the importance of offering a competitive salary and benefits package to attract top candidates for the city manager position.

The discussion focused on determining a competitive salary range for the new city manager, considering the current manager's salary and regional and national comparisons. The speaker emphasized the importance of offering a salary and benefits package that would not deter potential candidates from applying. They acknowledged that new managers may command higher salaries than their predecessors, but stressed the importance of remaining competitive to attract the best talent. The commission was advised to have a clear understanding of the salary and benefits to be included in the recruitment materials.
Introduction to Budget and Infrastructure (01:01:04)
Discussion on the city's commitment to infrastructure and budgeting, highlighting transparency and prioritization of community needs.

The speaker praised the city for its dedication to infrastructure and transparency in budgeting. They emphasized the importance of recognizing community priorities and how the budget reflects these priorities. The discussion also touched on the need for candidates to be aware of these priorities in their initiatives.
City Manager Recruitment Process (01:02:24)
Discussion on the ideal pool of applicants for the city manager position and the city's enticement as a potential employer.

The discussion focused on the characteristics of an ideal pool of applicants for the city manager position, including regional and national representation. The speaker highlighted Kalamazoo's attractiveness as an employer due to its community and opportunities for professional growth. There was an emphasis on finding candidates who are a good fit for the community and who are interested in advancing their careers.
Presentation by SGR on City Manager Search (01:04:34)
SGR presented their proposal for finding the next city manager, emphasizing the importance of listening to the community's needs.

Rebecca from SGR concluded the presentation by thanking the commission for considering SGR to find the next city manager. She reiterated the importance of community input in the search process and expressed gratitude for the commission's time and questions.
Introduction of CPS HR Consulting (01:07:06)
Introduction of CPS HR as a national HR firm specializing in executive recruitment, with a focus on public sector clients.

Dave Nemeyer introduced CPS HR as a national HR firm that focuses on executive recruitment, particularly for public sector clients. The firm also offers services such as HR training and salary surveys. Dave emphasized the firm's commitment to serving local and state governments and introduced his colleague Rachel.
Community Engagement in City Manager Search (01:09:00)
Discussion on the importance of community engagement in the city manager search process, including surveys and meetings.

Dave talked about the importance of community engagement in the city manager search process. CPS HR uses surveys and stakeholder meetings to gather input on what the community wants in a city manager. The goal is to understand the attributes and priorities that stakeholders value. Community meetings and personal outreach are part of the firm's strategy to ensure comprehensive feedback.
Reporting and Performance Tracking (01:12:03)
CPS HR's commitment to transparency and active communication throughout the recruitment process, with performance tracking tools.

Rachel discussed CPS HR's approach to transparency and communication with clients during the recruitment process. The firm provides updates and uses tools like Google Analytics to track candidate engagement. They ensure no surprises at the end of the recruitment by keeping clients informed of candidate feedback and recruitment efforts.
Onboarding and Recruitment Timeline (01:17:18)
Details on CPS HR's onboarding process and the importance of setting a recruitment timeline for stakeholder engagement.

Dave explained the onboarding process once CPS HR is contracted. The firm prioritizes gathering information from stakeholders to define the attributes needed in the next city manager. Setting a recruitment timeline early is crucial to avoid delays. CPS HR emphasizes the importance of tailoring the recruitment to the community's unique needs.
Innovative Recruitment Ideas (01:23:29)
Suggestions for innovative recruitment methods, including video brochures and virtual town halls to engage candidates.

Dave suggested innovative ideas to enhance the recruitment process, such as including a video with a personal touch in the recruitment brochure. Virtual town halls can be used to engage candidates and allow residents to ask questions. These methods aim to make the recruitment process more interactive and appealing.
Commitment to Diversity, Equity, and Inclusion (01:26:55)
CPS HR's strategies to ensure diversity, equity, and inclusion in the recruitment process, with targeted outreach efforts.

Rachel outlined CPS HR's commitment to diversity, equity, and inclusion in their recruitment processes. The firm targets diverse candidate pools through professional networks and uses tools to minimize unconscious bias. They challenge selection committees to maintain open and equitable recruitment practices.
Why Kalamazoo is an Attractive Opportunity (01:28:42)
Discussion on Kalamazoo's attractiveness as a place to live and work, emphasizing its community attributes and stability.

Dave highlighted Kalamazoo's reputation as a desirable place for city managers, emphasizing its community attributes, stability, and opportunities for professional growth. The city's diversity, educational institutions, and unique downtown contribute to its appeal. This reputation aids in attracting strong candidates for the city manager position.
Discussion of Recruitment Strategies and Challenges (01:34:08)
The discussion focuses on recruitment strategies and challenges in the Midwest, particularly for cities like Grand Rapids.

The speakers discuss their experiences and strategies in recruiting candidates for city management positions in the Midwest. They emphasize understanding local challenges and engaging with the community.
Differences in Recruitment for Smaller vs Larger Populations (01:35:56)
The approach to recruiting for smaller populations versus larger cities is explored, highlighting stakeholder outreach needs.

The discussion highlights the differences in recruitment strategies for smaller towns like Carbondale and larger cities like Cincinnati. Stakeholder outreach is emphasized as a key component.
National Search and Outreach Efforts (01:36:56)
The firm's national search approach goes beyond posting jobs, including outreach to passive candidates.

The speakers explain their approach to conducting a national search, which includes reaching out to passive candidates and utilizing networks and databases to find ideal candidates.
Outreach Techniques and Success Rates (01:38:00)
The firm discusses various outreach techniques and their success in engaging candidates through personal outreach.

Various outreach techniques are discussed, including e-blasts, LinkedIn research, and headhunting efforts. The importance of personal outreach and engaging passive candidates is emphasized.
Timeline for Recruitment Process (01:40:00)
The timeline for the recruitment process is outlined, focusing on stakeholder input and candidate selection phases.

Details of the recruitment timeline are provided, with emphasis on stakeholder input, outreach, and the selection of candidates. The need for flexibility and thoroughness is highlighted.
Ideal Salary Range and Competitive Market (01:42:00)
Discussion on determining ideal salary range and understanding the competitive market for city managers.

The speakers discuss how to determine an ideal salary range for city managers based on market and community size. They also talk about the competitive nature of the market due to retiring baby boomers.
Importance of Diversity and Non-Traditional Networks (01:44:00)
Strategies for reaching out to diverse and non-traditional networks to find city manager candidates.

The importance of reaching out to diverse and non-traditional networks, such as women in government and national black public administrators, is discussed as a way to find qualified candidates.
Community Promotion and City Features (01:46:00)
Discussion on promoting community features and unique aspects of Kalamazoo to attract candidates.

The speakers talk about the unique aspects of Kalamazoo, such as its diverse downtown and community initiatives, that should be highlighted to attract potential city manager candidates.
Red Flags and Candidate Concerns (01:48:00)
Potential red flags for candidates and how the city can address them to attract strong candidates.

Discussion on what red flags candidates might see when considering a position, such as council harmony and community desirability, and how to address these concerns to attract candidates.
Introduction of Recruitment Process (02:03:20)
Discussion on the recruitment process and candidate updates for the city manager position.

The meeting began with a discussion regarding the recruitment process for the city manager position. The recruitment team explained the steps involved, including candidate updates and the handling of economic factors that might affect the process.
Diversity, Equity, and Inclusion Discussion (02:05:00)
Clarification on diversity questions within the recruitment process and how they are used.

Commissioner Decker raised questions regarding the diversity, equity, and inclusion (DEI) aspects of the recruitment process. Clarifications were provided on how certain diversity questions are used as part of the recruitment strategy.
Art Commission Mention (02:07:28)
Brief mention of the Art Commission and scheduling considerations.

There was a brief mention of the Art Commission, indicating that there would need to be scheduling considerations made for a future discussion.
Introduction of Pamela Whiteman (02:11:10)
Introduction of Pamela Whiteman from RAF Telus, presenting the city manager search proposal.

Pamela Whiteman from RAF Telus was introduced to present the proposal for conducting the city manager search. She introduced herself and her team, emphasizing their expertise in helping local governments with management consulting.
City Manager Search Presentation (02:12:00)
Presentation on the city manager search process and proposal by RAF Telus.

Pamela Whiteman presented the city manager search proposal, highlighting the approach RAF Telus would take, the team's experience, and their commitment to diversity, equity, and inclusion. She detailed the steps involved in the search and how they would engage with the community.
Questions to RAF Telus (02:22:52)
Commissioners asked questions about the recruitment process, diversity, and candidate outreach.

Commissioners asked various questions to Pamela Whiteman about the recruitment process, how the firm would ensure a diverse candidate pool, how they would conduct outreach to potential candidates, and how they plan to advertise the position effectively. The discussion also covered how they would sell Kalamazoo to potential candidates and the competitive nature of the current market.
Closing Remarks (02:36:58)
Final remarks from a former government employee expressing gratitude and willingness to answer future questions.

A former local government employee thanks the attendees for the opportunity to speak and expresses gratitude for their work. They express hope to return to the city and offer to answer any questions the attendees might have in the future.
Discussion on Recruitment Process (02:37:28)
Discussion with a senior manager from Ralph Tellis about the recruitment process and their role.

The senior manager from Ralph Tellis explains their role in the recruitment process, confirming they will be the main point of contact and will lead the work, with support from recruitment specialists and colleagues with city management experience.
Planning the Next Steps for Recruitment (02:38:35)
Discussion on planning the next steps for the recruitment process and scheduling future meetings.

The team discusses the need to plan the recruitment process carefully, considering various recommendations and timeframes. They emphasize the importance of not moving too quickly but also being aware of the deadlines.
Community Involvement and Feedback (02:39:02)
Proposal to involve the community in the recruitment process by holding a meeting next Monday for public feedback.

Commissioner Cooney suggests allowing the community to comment on the recruitment process by holding a meeting next Monday. The aim is to make a decision then, rather than rushing it tonight, ensuring the community has a chance to participate.
Scheduling and Logistics for Next Meeting (02:39:23)
Logistical planning for the next meeting, including closed session and public comment arrangements.

Discussion on the schedule for the next Monday's meeting, including the timing of the closed session and the subsequent public session. The possibility of holding the closed session first and then moving to the public session is considered, with logistical details discussed.
Public Comment and Agenda Planning (02:40:19)
Discussion on how public comments will be handled during the next meeting and the planning of the agenda.

The team discusses when public comments will be allowed during the next meeting and the structure of the agenda. They decide on having public comments both before and during the agenda discussion, ensuring community feedback is incorporated.
Follow-up on Firm Selections and Feedback (02:45:01)
Confirmation of receiving follow-ups from firms before the next meeting for informed decision-making.

Commissioner Wilson requests that any follow-ups from the firms be received before the next meeting to allow for a well-informed decision. The team agrees on the importance of timely follow-ups to assist in the selection process.
Acknowledgements and Gratitude (02:45:35)
Expressions of gratitude towards colleagues and participants for their efforts and involvement.

The chairperson and other commissioners express thanks to colleagues for their hard work and dedication, especially over the holiday weekend, and to the attendees for their interest and participation, encouraging them to share their experiences with others.
Adjournment (02:47:15)
Closing of the meeting with a reminder of the upcoming business meeting agenda.

The meeting is adjourned with a reminder of the upcoming business meeting and its full agenda. The chairperson thanks everyone for their contributions and participation during the session.