City Council

MANISTEE CITY COUNCIL SPECIAL MEETING AGENDA TUESDAY, FEBRUARY 23, 2021 – 7:00 P.M. – VIRTUAL MEETING Good evening. Today is Tuesday, February 23, 2021. I am Heather Pefley, Clerk for the City of Manistee. The City Council’s February 23, 2021, Special Meeting is being conducted remotely, where all members of the City Council are in separate locations and not at the City Hall Council Chamber, will be called to order by Mayor Zielinski. As always, this meeting is being recorded and will be broadcast on Manistee TV Cable Channels 189/190 and available at manisteetv.org. City Council and City staff will have video and audio available for this meeting, members of the public will be audio only. The microphones of all members of the City Council, the City Manager, City Attorney, and City Clerk will always be live unless there is an audio disruption. Mayor Zielinski, we are ready to proceed with the meeting. I. Call to Order. a.) ROLL CALL. II. Citizen Comments on Agenda Related Items. Each person waiting in the virtual waiting room will be called individually by the City Clerk by the last four digits of their telephone number. Individuals will be asked if they have a comment or if they are passing. It is very important that those giving comment have a good phone connection and no sound or noise in the background (televisions and all forms of audio should be muted); otherwise, there will be disruptive audio. If the issue cannot be corrected by the caller, we will move on to the next person in line. We will now take public comments. The meeting discussion topics, for those that do not have an agenda are: • Consideration of engaging with the Michigan Municipal League to conduct a recruitment process to identify the next City Manager. III. Unfinished Business. a.) CONSIDERATION OF ENGAGING WITH THE MICHIGAN MUNICIPAL LEAGUE TO CONDUCT A RECRUITMENT PROCESS TO IDENTIFY THE NEXT CITY MANAGER. The Michigan Municipal League (MML), through their Executive Search service, assists communities with a recruitment process to identify their next City Manager. The MML is willing to assist the City in this process. The cost for their assistance is $17,000. This item was tabled at the February 16, 2021 Council meeting for consideration at tonight’s special Council meeting. There is a motion on the table to approve contracting with the MML, in the amount of $17,000, to assist the City in a recruitment process to identify the next City Manager and authorize the Mayor and City Clerk to sign the necessary documents. Motion was made by Bachman, second by Grabowski. IV. Concerns and Comments. a.) CITIZEN COMMENT. This is an opportunity for citizens to comment on municipal services, activities or areas of City involvement. Citizens in attendance via phone shall be recognized by the City Clerk for comments (limited to five minutes). Letters submitted to Council will not be publicly read. Every person waiting in the virtual waiting room will be called by the last four digits of their telephone number. The City Clerk will unmute and call on each person who has called into the meeting by the last four digits of their phone number; and ask if they would like to express any concerns or make any comments. The City Clerk will then call on City Staff and Elected Officials Once complete, they will turn the meeting back over to the Mayor for adjournment. b.) OFFICIALS AND STAFF. c.) COUNCILMEMBERS. V. Adjourn. TNT:km EXECUTIVE SEARCH Service Overview The Michigan Municipal League has been committed to providing the best possible advocacy, resources, and service to Michigan communities since 1899. We provide our members with the tools and knowledge they need to effectively manage and develop their communities. With the League’s intimate knowledge of communities’ needs and challenges, we are in a unique position to provide a comprehensive executive search service. The executive search service is a resource offered to strengthen the quality of municipal government and administration through successful placement of public leaders. The League is invested in the community before, during, and after the search and is dedicated to a long-term partnership. A typical League search takes at least 120 days and is customized to the specific needs of the community. We love what’s coming. Executive Search Overview Typical Service includes: • Up to FOUR personal visits with the search facilitator • Engagement of elected officials, department heads, and staff in the profiling process to facilitate consensus building around the necessary skills, knowledge, attributes, and team leadership expectations • An extensive community profile and recruitment brochure • Advanced marketing, including customized online advertising, targeted emails, and the League’s social media • Direct recruitment of passive candidates • Personal pre-screening of viable applicants and reference checks • Development of customized interview questions and the candidate selection format/process • Assistance with the conditional offer of employment, background check, and contract negotiation Package Price: $17,000 for members and $21,000 for nonmembers Enhanced Service includes: All Typical Services: • Up to FIVE personal visits with the search facilitator • Community roundtables during the profile processes • Open house during interview process Package Price: $19,000 for members and $23,000 for nonmembers For a less complex search, the Basic Service includes: Up to THREE personal visits with the search facilitator, which includes one day dedicated to interviews • A community profile and recruitment brochure • Standard marketing and advertising • Personal pre-screening of viable applicants and reference checks • Development of customized interview questions and the candidate selection format/process • Background check Package Price: $14,000 for members and $17,000 for nonmembers Optional Services (Priced per service in addition to package cost): • Community outreach meetings and public forums • Social event or non-traditional setting for candidate screening • Preliminary background checks at point of interview • Media packet with press releases provided for the local media at key points We love what’s coming. Services at a Glance SEARCH TASKS Search Levels PROFILING PROCESS Basic Typical Enhanced Engagement of Elected Officials • • • Engagement of Department Heads and Staff • • Engagement of Community Members • Review Compensation Package • • • Standard Candidate Profile and Brochure • n/a n/a Extensive Candidate Profile and Brochure • • ADVERTISING & MARKETING Basic Typical Enhanced Placement in League Classifieds Website • • • Standard Advertising (up to 3 job boards) • n/a n/a Advanced Advertising • • Social Media Announcements • • • Direct Recruitment of Passive Candidates • • SEARCH TASKS Search Levels CANDIDATE SCREENING & SELECTION Basic Typical Enhanced Pre-Screening Activities/Application Analysis • • • Develop Standard Interview Format and Questions • n/a n/a Develop Robust Interview Format and Questions • • Attendance During Interview Process • • • Assist and Attend Open House Function • Extend Conditional Offer w/ Sample Contract • • • Initiate Contract Negotiations • • Conduct Full 3rd-party Background Check • • • OUR GUARANTEE Basic Typical Enhanced *Applies to municipal executives only Our One-Year Guarantee • n/a Our Two-Year Guarantee • We love what’s coming. Prepared by the Michigan Municipal League Mandy M. Reed, PHR Heather Elliott Manager, Human Resources Human Resources Assistant 1675 Green Road 1675 Green Road Ann Arbor, MI 48105 Ann Arbor, MI 48105 734.669.6361 734.669.6362 mreed@mml.org helliott@mml.org MICHIGAN MUNICIPAL LEAGUE EXECUTIVE SEARCH PROPOSAL City of Manistee February 16, 2021 Prepared by the Michigan Municipal League Mandy M. Reed, PHR Manager, Human Resources 1675 Green Rd Ann Arbor, MI 48105 734.669.6361 mreed@mml.org 1 MICHIGAN MUNICIPAL LEAGUE City of Manistee Roger Zielinski, Mayor 70 Maple Street Manistee, Michigan, 49660 February 16, 2021 Dear Mayor Zielinski, The Michigan Municipal League is pleased to offer the City of Manistee our assistance in selecting its next City Manager. The League is committed to strengthening Michigan communities, and works hand- in-hand with our members to provide the tools needed to effectively manage and develop their city. This close relationship gives the League a deep understanding of a community’s needs and challenges, and makes us uniquely qualified to provide a comprehensive executive search service. The League’s executive search service is designed to ensure the best possible match between a community and its top administrator, with the ultimate goal of providing them with a highly-qualified leader who will add tremendous value to the city. To that end, we are dedicated to serving the needs of our clients before, during, and after a search process. Our service is focused exclusively on Michigan communities, but our recruitment is nationwide. We manage an unparalleled network of applicants, almost half of whom are from outside the state. Each search process is tailored to meet the community’s specific needs and goals. We work closely with our clients to gain a full understanding of the priorities as a basis for structuring the search process. We facilitate consensus-building around the attributes a community is looking for to gain a complete picture of the desired candidate’s experience, qualifications, and management style. This helps to ensure the best possible employment match, resulting in a successful, long-term placement. A typical search requires at least 120 days to complete. The timeline varies on a number of factors including the timing of ad placement, the availability of candidates, city officials, and the needs of the city. Feel free to contact the League with any questions or to request an in-person presentation from one of our search facilitators. Thank you, Mandy Reed 1  MICHIGAN MUNICIPAL LEAGUE PROPOSAL FOR EXECUTIVE SEARCH City Manager - City of Manistee SERVICE SUMMARY Our executive search service includes the following activities, which are accomplished over the course of up to four personal visits with the search facilitator: Profile Phase (Page 5) • Engagement of elected officials and city staff in the profiling process to facilitate consensus building around necessary skills, knowledge, attributes, and team leadership expectations; • Development of an extensive candidate and community profile featured within a professionally designed recruitment brochure; • Review of current compensation and benefits packages, and recommendations based on market conditions Advertisement Phase (Page 6) • Featured placement in League’s online classifieds which receive 5,000+ hits per week; • Advanced marketing and promotion of position utilizing nationwide recruitment boards as well as the League’s social media outlets with more than 5,000 followers; • Direct recruitment of passive candidates through an exclusive direct email to Michigan municipal managers and others as appropriate Screening & Shortlist Phase (Page 6) • Pre-screening activities including review of social media activity, general online screening, and other public information; • Application analysis, personal screening of viable candidates, and reference checks; • Develop a shortlist of candidates to present for the city’s consideration Interview & Selection Phase (Page 7) • Guidance and recommendations on a robust interview format and process; • Development of customized interview questions and attendance during the entire interview process Final Phase (Page 8) • Extension of the conditional offer of employment and initiation of contract negotiation; and • Completion of a full background check performed by a third-party of selected finalist. Optional Services Available • Solicitation of feedback from city-identified stakeholders (community, neighborhood, and business leaders) during the profiling process to gather input as well as seeking stakeholders’ prerequisites for an administrative executive (page 5); and • Assistance with, and attendance at, a public forum for an informal “meet and greet” function to solicit community feedback of semi-finalists. (page 7). 2  MICHIGAN MUNICIPAL LEAGUE Why the League The Michigan Municipal League has been committed to providing the best possible advocacy, resources, and services to Michigan’s communities since 1899. With the League’s intimate knowledge of the needs and challenges facing local government, we are in a unique position to provide a comprehensive executive search service for Michigan’s communities. The League offers executive search services as a resource to Michigan’s communities to help strengthen the quality of municipal government and administration through the successful placement of public leaders. Key features of the League’s search services include the following: • The League has been providing executive search services exclusively to Michigan communities since 1998! • All four of our recruiters are highly respected former public administrators in Michigan, each with decades of local government experience and proven records of success. • Every search is facilitated by one of our highly specialized recruiters who work closely and collaboratively with our community clients throughout the entire search process. • The League and its recruiters have extensive knowledge of Michigan’s Freedom of Information Act (FOIA) and Open Meetings Act (OMA), and how they impact the recruitment process. • We utilize state, national, and international recruitment and promotion sources to solicit a broad pool of potential candidates, including a variety of customized web announcements, our own exclusive email database, and our strong social media presence. Through these efforts, we’ve found that almost half of our applicants come from out of state! • While our reach is far and wide, our small team approach allows for excellent customer service, close communication and collaboration with clients, and strong and effective communication and collaboration with other League recruiters which helps ensure a successful search. As Michigan’s most dedicated and longest-serving association for Michigan municipal government, we offer an abundance of programs and services beyond executive searches to help our member communities sustain highly livable, desirable, and unique places within the State. These include state and federal advocacy, placemaking and engagement techniques, legal and insurance services, education on a multitude of municipal topics, and so much more. When you work with the League, you aren’t just selecting a recruitment firm. You are reaffirming a partnership established over 100 years ago that is dedicated to help inspire positive change for Michigan’s greatest centers of potential: its communities. 3  MICHIGAN MUNICIPAL LEAGUE YOUR FACILITATOR One of the League’s search facilitators will be assigned to the City of Manistee’s executive search. All of our facilitators understand the unique skills and abilities required to succeed in this environment. They are among the most highly-regarded and well-respected public managers in the state and bring immeasurable credibility to a search process. They have well-established professional networks and are highly trusted and approachable within the public employment field. KATHIE S. GRINZINGER Kathie S. Grinzinger, our lead executive recruiter, has an extensive background in human resources including organizational and employee development; job description analysis; selection processes; and evaluation. She served as the assistant city manager and then city manager for the City of Mt. Pleasant for 25 years before her recent retirement. Grinzinger has served as the President of the Michigan Municipal Executives, served on the Michigan Municipal League Board of Trustees and multiple League policy committees. She is a retired member of the International City/County Managers Association, and has served with distinction on many other boards. GLENN ANDERSON (sub-contractor) Glenn Anderson Mr. Anderson has over 38 years of successful municipal management, downtown development, community development, and economic development experience. He has served as village manager with the Village of Baraga, the Village of Ontonagon, and as City Manager with the City of Hancock. He has served on the Board of the Portage Lake Water and Sewer Authority, and served as President of the Michigan Tech SmartZone Board of Directors. He received his Bachelor’s degree from Carthage College and his Master’s degree from Northern Michigan University. JEFFREY L. MUELLER Jeffrey L. Mueller is an experienced and respected management professional. He has over 35 years of municipal experience, is an ICMA credentialed manager and a member of the Michigan Municipal Executives. Association. He has worked for the City of Lathrup Village, City of Madison Heights, and the City of Grosse Pointe Park. He has also served as the chair of the South Oakland County Water Authority, South Oakland County Resource and Recovery Authority, and the Michigan Municipal League Centennial Youth Committee. He received his Bachelor’s Degree from Western Michigan University and attended the Institute for Public Administration at Central Michigan University. JERRY RICHARDS Jerry Richards is an experienced local government manager with private sector experience in marketing, engineering, and recruitment services. He has served as both a township and city manager, in Meridian Charter Township, the City of Ludington, and the City of Corunna. Jerry was professionally recognized as the Local Government Manager of the Year in 2009 by his peers. He was a Board Member of the Michigan Municipal Executives, a six-year member of the MDOT Asset Management Council, and a founding member and chair of the Michigan Local Government Benchmarking Consortium. He has been conducting public executive searches since 2013. In addition to a Bachelor Degree in Electrical Engineering, Jerry holds a Master’s in Public Administration from Western Michigan University. Additional Project Team Mandy Reed will serve as the primary point of contact regarding negotiation and contractual matters and will provide overall project oversight and administration. Ms. Reed serves as the League’s Human Resources Manager administering all internal HR functions as well as managing the League’s executive search and HR consulting services. Ms. Reed joined the League in 2006, is a graduate of the University of Michigan, and is a certified professional in Human Resources. Heather Elliott will serve as the project coordinator for this search providing research, task coordination, and administrative support, and will be available to the city during every step in the process. Ms. Elliott is a graduate from Ferris State University with a concentration in political science. 4 Additional internal staff may be utilized to assist with media and press releases, clerical, financial, and other tasks related to this project.  MICHIGAN MUNICIPAL LEAGUE SEARCH PROCESS Profiles Phase To begin the search process, the search facilitator will coordinate a work session with council as well as meet with staff to develop a comprehensive recruitment profile. During these sessions, the facilitator will spur the development of an ideal recruitment profile that the city can agree on and be proud of. This ensures the quality of applicants recruited, as well as manages and clarifies the expectations of the new position. • The recruitment profile has two primary components:  The Candidate Profile details the qualifications, experience, and professional characteristics required for the position. It is designed to reflect the goals and priorities of the community, and goes beyond what is normally found in succinct ad language. The completed profile is used throughout the selection process as an objective tool for determining the most appropriate candidates to be interviewed, and ultimately a final selection. An essential part of developing the candidate profile is for the community leaders to work with the facilitator to make sure desired qualifications match available financial resources.  The Community Profile provides a description of the position, the organization (i.e. organizational structure, culture, services provided, etc.), and the community itself. This component is an excellent opportunity to highlight the quality of life aspects of your city or region to prospective candidates (i.e. local and regional attractions, school systems, community strengths, and cultural or entertainment opportunities.) • The profile is used to develop a professionally designed recruitment brochure that will be featured on the League’s classifieds page, which receives an average of 5,000 hits per week. • During the profiling meeting, the facilitator will provide salary information and recommendations in order to attract the best applicants. • Note: It is important for council to consider the salary recommendations carefully to create a competitive posting, one which will attract candidates to meet your expectations. If the community chooses to offer a compensation package outside of the range of the facilitator recommendations, we cannot guarantee a successful recruitment. • Optional: We are happy to facilitate a third session to meet with city-identified stakeholders, such as community and/or business leaders, to gather additional input on the prerequisites for an administrative executive. 5  MICHIGAN MUNICIPAL LEAGUE Advertisement Phase In order to recruit and select the most qualified candidates, it is necessary to effectively market the position to widest and most appropriate audience. To accomplish this, we will develop an outreach and advertisement campaign that includes placing advertisements in various professional publications specific to the area of expertise being sought, such as: • Utilization of our extensive network of professional contacts to identify professionals in transition and managers who may have an interest in the opportunity; • Featured placement on the League’s Classified Ads website, featuring the full recruitment brochure; • ICMA Website; • League social media outlets; • Professional associations as appropriate (i.e. MGFOA, MAP, MME, etc.); and • Other professional organizations as appropriate to encourage a diverse pool of candidates. Screening & Shortlist Phase We receive resumes directly and assess each applicant against the criteria established in the recruitment profile to identify viable candidates who most closely meet the municipality's requirements. Following the closing date for receipt of resumes, the League will proceed with resume review and prescreening interviews by: • Assessing each applicant against the criteria established in the recruitment profile. • Conducting initial prescreening and online searches, as well as screen the top candidates either by phone or in person. • Conducting preliminary reference reviews to verify an applicant’s prior work history and learn more about the candidates’ experience, past performance, and management style. At the conclusion of the initial screening process, we will: • Present a confidential summary of the applicants and their qualifications. This serves as the basis for a suggested “shortlist” of candidates for further consideration. • After discussion and consideration, Manistee officials will determine whom to invite for personal interviews. • Note: Once invitations to interview have been extended and accepted, the names and resumes of candidates are no longer protected by confidentiality. Until that time, we closely guard the identity of confidential applicants to ensure your search process yields the strongest pool of candidates. Please note that we do not ever release the name, resume, other identifiers, or application materials of confidential applicants who are not qualified candidates. We only lift confidentiality for candidates who agree to participate in the interview process. 6  MICHIGAN MUNICIPAL LEAGUE Interview and Selection Phase Once a list of final candidates has been developed, we will: • Assist in coordinating and scheduling interviews; • Offer recommendations on an appropriate and robust interview format and process; • Develop interview questions that focus on the priorities outlined within the candidate profile; • Offer guidance and advice concerning appropriate interview topics; and • Attend and participate in the entire interview process. At the conclusion of the interview process, the facilitator will: • Facilitate discussion and evaluation of each candidate. • Help the community reach consensus on a final candidate from the finalists provided. In the unlikely event that consensus cannot be reached by the elected body, the parties agree that the League will have met its contractual obligation. • Note: While our executive search facilitators have extensive experience in the field of human resources, and specifically interview and selection, they are not attorneys. It is always advisable for the municipal attorney to be apprised of the proposed interview and selection process. • Note: Keep in mind that our search facilitators do not presume to choose the best candidate for the position. That important decision is completely at the discretion of the municipality. Rather, we aide in assessing interview responses and how they relate to the objective criteria established in the candidate profile and provide related guidance and expertise. • Optional: To further citizen engagement in the process, we are available to coordinate and attend community forums, held as an informal “meet and greet” between candidates and residents to gather community feedback of the semi-finalists. A summary of collected comments can be provided to the elected officials as they move into the final decision phase of the process. 7  MICHIGAN MUNICIPAL LEAGUE Final Phase After the community has chosen a candidate, the search facilitator will perform the following tasks: • Extend a conditional offer on behalf of the client and initiate contract negotiations between the two parties. Please note that the facilitator does not advocate for either party. • Initiate a thorough background check, as well as conduct additional reference reviews as necessary. The background check is processed by a contracted third party who specializes in employment investigation and includes:  Federal, state, and county criminal check;  Civil record search;  Employment and education verification;  Credit and driving check; and  Sex offender registry. • Once an agreement is reached with the individual selected for the position, the facilitator will perform closing tasks, such as personal notification of unsuccessful candidates. • Note: In the unlikely event that an offer is withdrawn from the finalist, the finalist withdrawals from the search, or if negotiations fall through, the League will work with the city to determine what additional steps should be taken. There are generally a few different options available to address these situations and your search facilitator will work with the City to determine the best option for your community. Under certain circumstances, however, additional fees may apply. Search Timeline Timing is critical in an executive search and any delay in action can often result in losing a highly sought-after candidate. We encourage our client communities to establish a well-defined project timeline with the search facilitator at the first meeting to ensure the process moves quickly and positions the community to compete for the best talent. An approximate timeline is provided below with the first profiling meeting as the start date. WEEK 1-3 Hold Initial Meeting(s): Create Profiles, Recruitment Strategy, Ad Language WEEK 3 Place Advertisements WEEK 3-6 Direct Recruitment, Active Solicitation of Candidates WEEK 3-7 Application Screening, Initial Reference Checks WEEK 8-9 Develop Short List, Meet and Review Candidates WEEK 11-12 Conduct Interviews WEEK 13-14 Extend Conditional Offer WEEK 15 Conduct Background Check WEEK 16 Perform Close Out Activities 8  MICHIGAN MUNICIPAL LEAGUE Our Clients The League has completed hundreds of executive searches since 1998. Many of our clients return to the League for executive search assistance because of their satisfaction with our work and their trust in the League to do its best for their community. Listed below are searches the League has performed in recent years: Client Position Year Population East Grand Rapids City Manager 2021 1,642 Elk Rapids Village Manager 2021 1,642 Riverview Police Chief 2020 12,486 Clare City Manager 2020 3,118 Flint Finance Director 2020 102,434 Flint Human Resources Director 2020 102,434 Ogemaw County County Administrator 2020 21,699 Vassar City Manager 2020 2,697 Quincy City Manager 2020 1,652 Ishpeming City Manager 2019 6,445 Grosse Pointe Park City Manager 2019 11,125 Sault St Marie City Manager 2019 13,631 Albion City Manager 2019 8,285 Scottville City Manager 2019 1,214 Caledonia Village Manager 2019 1,511 Ludington City Manager 2019 8,061 Gladwin City Manger 2019 2,884 Battle Creek Fire Chief 2018 52,347 Dewitt Township Township Manager 2018 14,321 Hancock City Manager 2018 4,634 Hart City Manager 2018 2,126 Stanton City Manager 2018 1,417 Cass City City Manager 2017 2,428 Eaton Rapids City Manager 2017 5,214 Emmet County County Administrator 2017 32,694 Fraser City Manager 2017 14,480 Gladstone City Manager 2017 4,973 Lathrup Village City Administrator 2017 4,075 Otsego City Manager 2017 3,956 Rockford City Manager 2017 5,719 St. Johns City Manager 2017 7,865 Allegan City Manager 2016 4,998 Benton Harbor Finance Director 2016 9,889 Berkley City Manager 2016 14,970 Bloomfield Hills City Manager 2016 3,869 Durand City Manager 2016 3,446 Elk Rapids Village Manager 2016 1,642 Flint DPW Director 2016 97,738 Frankenmuth City Manager 2016 4,944 Grand Rapids City Attorney 2016 196,251 Grand Traverse County Finance Director 2016 91,914 Grand Traverse County Human Resources Director 2016 91,914 Gratiot County County Administrator 2016 40,932 Lowell City Manager 2016 3,783 Mount Clemens City Manager 2016 16,340 Scio Township Township Manager 2016 17,423 St. Joseph Public Safety Director 2016 9,804 St. Joseph Finance Director/Clerk 2016 9,804 Union Township Township Manager 2016 7,615 Washtenaw County County Administrator 2016 364,752 Ypsilanti City Manager 2016 21,018 Bridgeman City Manager 2015 2,249 9  MICHIGAN MUNICIPAL LEAGUE Pricing The League provides a fixed price of $17,000 for the standard executive search services outlined within this proposal, which includes both professional fees and project expenses (advertising, travel, etc.). Additional fees for optional services are provided below. Optional Services Available (check those that are applicable) Third profiling session with city-identified stakeholders: $1,000 Public “meet and greet” function of semi-finalists during interview stage: $1,000 Services performed that extend beyond the scope of this proposal, including additional visits with the facilitator, will be billed at a rate of $75 per hour plus the actual cost of related expenses. This quoted price is guaranteed for 90 days from the date of this proposal. Invoices for the League services shall be submitted in two installments: at the halfway point and upon completion. Invoices shall be payable within 30 days. Terms of Service This agreement is effective upon execution. This agreement may be terminated by the client or the League should the other fail to perform its obligations hereunder. In the event of termination, the client shall pay the League for all services and expenses rendered to the date of termination. Our Promise The League is committed to providing the best possible outcome and employment match for the community. Therefore, we strongly encourage the management professionals placed to comply with Tenet 4 of the ICMA Code of Ethics, which sets a term of employment with a local government. In the highly unlikely event that the incumbent voluntarily vacates the position within a year of placement, the League will offer another search with direct advertising costs being the only cost to the community. The League welcomes the opportunity to assist the City of Manistee with the search for its next City Manager Please feel free to contact me with questions about our service or this proposal. Please provide authorized signature below to officially engage the League to provide the executive search services outlined within this proposal dated February 16, 2021. IN THE AMOUNT OF $_______________________________________________________ AUTHORIZED SIGNATURE ___________________________________________________ TITLE _______________________ DATE _________________ 10