Res No 079-23-16012RESOLUTION NO. 079-23-16012
A RESOLUTION OF THE CITY COMMISSION OF THE
CITY OF SOUTH MIAMI, FLORIDA, APPROVING AN
AGREEMENT WITH MOSAIC PUBLIC PARTNERS, LLC
FOR PROFESSIONAL EMPLOYMENT RECRUITING
SERVICES; PROVIDING FOR AUTHORIZATION;
PROVIDING FOR IMPLEMENTATION, CORRECTIO NS,
SEVERABILITY AND AN EFFECTIVE DA TE.
WHEREAS , th e City of South M iam i (the "City") is in need of professional employment
recruiting services for the p ositi on of C hief of Police, w hi ch w ill become vacant i n late August
(the "Services"); a nd
WHEREAS, filling th e position of Ch ief of Police timely is cri ti cal for t h e continued
operation a l continuity of the C ity P o li ce Depattme nt ; a n d
WHEREAS, identifying candid ates fo r Ch ief of Police th at a re qualified in their
experience, temperament, a nd a li g nment w it h th e C ity's p o licing objectives requ ires specific
expe rti se, m arket kno w l ed ge, an d an exten s ive professio nal network; a nd
WHEREAS, Mosaic Public Partners, LLC (th e "Consultant"), s pecializes in and h as a
pa rti c ular expertise in seeking qualified candidates for public secto r executive pos iti ons,
specifi call y police chief pos itions; and
WHEREAS , the Consultant s ubmitted a proposal for the Services 111 the am ount of
$27,500 .00 (the "Proposa l"); a nd
WHEREAS, in accordan ce w ith Articl e Ill, Section 5 of the C ity Charter, expert services
approved by the City Commission are not subject to competiti ve bidding require ments; and
WHEREAS t h e fee fo r the Services w ill b e charged to the Public Safety Contractual
Services account 001 -19 10-5 2 1-3450 w ith a bal a n ce of $9 0,935.00 before this req uest was m ade;
an d
WHEREAS, the C ity Co mmi ssion d esires to approve an agreem ent w ith the Consul ta nt
for the Services, in s ubs tant i a ll y th e fom1 attached hereto as Exhibit "A," consistent w ith th e
Proposal attached the reto and as Exh ibi t "B" to thi s Resolution ; and
WHEREAS , the execut io n of the Agreement is contingent upon Cons ultant's regis tration
w ith the F lorida Secretary of S t ate as a ut ho ri zed to do business in the State of Flo rid a a nd the
designation of a registered agent; and
WHEREAS, the C ity Commission fi nds th at this Resolution is in the b est interest and
welfare of the C ity.
Page I o f2
Res. No. 079 -2 3-16012
N OW, THEREFORE, BE IT RESOLVED BY THE CITY COMMISSION OF THE
CITY OF SOUTH MIAMI, FLORIDA, AS FOLLOWS:
Section 1. Recitals. The above-s t ated recita ls are true and co1Tec t and are incorporated
h erein by this refere nce.
Section 2. Approval. T h at the C ity Comm ission hereby approves the Agreement with
Cons ultant for the Services, in s ubs t antia ll y the form attach e d hereto as Exhibit "A,", a nd including
the Proposal attached hereto as Exhib it "B."
Section 3. Authorization. That th e C ity Commi ss ion hereby a uthorizes th e C ity
Manager to execute the Agreement, in s ub stantiall y the form attach ed hereto as Exhibit "A," w ith
the Cons ulta nt on b e ha lf of the Town, s ubj ect to the approval a s to form and legal s uffic iency by
the C ity Manager a nd C ity Attorney .
Section 4. Implementation. The City Manager is h e reb y a utho1i zed to take any and
a ll necessary action to implement the purposes of thi s Reso lu tion.
Section 5. C orrections. Con forming language or techn ica l scrivener-type corrections
m ay be made by the City A ttorney for any co nfonn ing amendments to be in co rporate d into the
fin a l resoluti on for s ig nat ure.
Section 6. Severabilitv. If a ny sect ion clau se, sentence, o r phrase of this Resolu tion
is for any reason held in valid o r unconstitutional by a court of competent juris diction, the ho lding
sh all not affect the va lidi ty of the remai nin g po11ion s of this Resolution .
Section 7. Effective Date. This Reso luti on s hall become effective immediately upon
adoption.
PASSED AND ADOPTED thi s 5th day of b:!ly, 2023 .
REA D AND APPROVED AS TO FORM,
LANGUAGE, LEGALITY AND
EXECUTION T REOF
WEI SS SEROTA HELFMAN COLE
& BIERMAN, P.L.
CITY ATTORNEY
Page 2 of 2
COMMISSION VOTE:
Mayor Fernandez:
Vice Mayor Boni c h:
Commi ss ioner Call e:
Commissio ner L iebman:
Commissioner Corey:
3-2
Yea
Nay
Yea
Nay
Yea
Agenda Item No:6.
City Commission Agenda Item Report
Meeting Date: July 5, 2023
Submitted by: Steven Kulick
Submitting Department: City Manager
Item Type: Resolution
Agenda Section:
Subject:
A RESOLUTION OF THE CITY COMMISSION OF THE CITY OF SOUTH MIAMI, FLORIDA, APPROVING AN
AGREEMENT WITH MOSAIC PUBLIC PARTNERS, LLC FOR PROFESSIONAL EMPLOYMENT RECRUITING
SERVICES; PROVIDING FOR AUTHORIZATION; PROVIDING FOR IMPLEMENTATION, CORRECTIONS,
SEVERABILITY AND AN EFFECTIVE DATE. 3/5 (CITY MANAGER)
Suggested Action:
Attachments:
CM_Memo_Professional_Employment_Recruting (1).docx
46T0539-Resolution Approving Professional Employment Recruiting - Police Chief v1.docx
Exhibit_A_PROFESSIONAL_SVCS_AGREEMENT.docx
2349 - Proposal - City of South Miami, FL - Chief of Police_D1.pdf
1
CITY OF SOUTH MIAMI
OFFICE OF THE CITY MANAGER
INTER-OFFICE MEMORANDUM
TO:The Honorable Mayor, Vice Mayor, and Members of the City Commission
FROM:Genaro “Chip” Iglesias,City Manager
DATE:July 5,2023
SUBJECT:Professional Employment Recruiting Agency
RECOMMENDATION:Staff recommends the subject item for approval.
BACKGROUND:The City is recommending hiring Mosaic Public Partners, LLC, a Professional
Employment Recruiting Agency to fill a critical director position, Chief of
Police, which will become vacant in late August. The Agency specializes
and has particular expertise in seeking qualified candidates in recruiting
government positions, specifically police chief positions. Furthermore, the
principal of the firm is a former police chief of a department similar to the
size of South Miami.
The position of Chief of Police will become vacant in late August, and filling
the position timely is critical for the continued operational continuity of
the South Miami Police Department. Therefore,due to the specialized
expertise of Mosaic Public Partners, competitive conditions shall be
waived in accordance with the City Charter, Article III, Section 5. “Powers
and Duties,” Subsection H.as the specialized services provided by the
Mosaic Public Partners are considered “Expert Services.”The referenced
section in the City Charter is summarized below:
ARTICLE III, Section 5, Subsection H.
All purchases shall be approved after competitive conditions shall have
been maintained and competitive bids sought from at least three different
sources of supply if available, such determination to be made by the
Commission, and, notwithstanding the foregoing, the City may make
purchases through other governmental agencies that have followed similar
bidding procedures. This subsection does not apply to the purchase of
legal and expert services that have been approved by the City
Commission. (Amended 2/8/00)
FUNDING:Not to exceed $27,500.00 charged to Public Safety Contractual Services
account 001-1910-521-3450 with a balance of $90,935.00 before this
request was made.
2
CITY OF SOUTH MIAMI
OFFICE OF THE CITY MANAGER
INTER-OFFICE MEMORANDUM
ATTACHMENTS:Resolution
Proposal Mosaic Public Partners
Professional Services Agreement
3
EXHIBIT A
PROFESSIONAL SERVICES AGREEMENT
BETWEEN
THE CITY OF SOUTH MIAMI
AND
MOSAIC PUBLIC PARTNERS
THIS AGREEMENT (this "Agreement") is mad e effective as of the 5th day of Julv, 2023 (the
"Effective Date"), by and between the CITY OF SOUTH MIAMI, a Florida municipa l corporat ion , (hereinafter
the "C ity"), and MOSAIC PUBLIC PARNTERS, LLC, a California limit ed liabi lity compa ny, (hereinafter, the
"Cons ultant").
WHEREAS, th e City requi res in surance brokerage serv ic es for the City's Emp loy ee Insurance Benefits
Plans Program; and
WHEREAS, the Consultant wi ll perform services on behalf of th e City, all as further set forth in the
Proposal dated June 291 2023, attached hereto as Exhibit "A" (the "Service s"); and
WHEREAS , the Consulta nt and City, through mutual negotiation , have agreed upon a fee fo r the Services ;
and
WHEREAS , the City desires to engage the Consu lt ant to perform the Services and provide the de li verab les
as spec ifi ed below.
NOW, THEREFORE, in consideration of the mutual covenants and conditions contained herein , the
Consu ltant and the City agree as follows:
1. Scope of Services.
1.1. Consu ltant s hall provide the Services set forth in the Propo sal attached hereto as Exhibit "A" and
in corporated here in by reference (the "Serv ices"). Consu ltant sha ll assign the key staff member(s)
identified in Exhibit "A" to se rve as the primary point(s) of contact w ith the City in connection
with the provi sio n of the Services. Assignment of key staff member(s) is subject to the final
approva l of the City Manager. Cons ultant sha ll not reassign or remove the key staff member(s) as
the main point(s) of contact w ith the City without the pri or writte n approval of the C ity Manager.
Consu ltant shall provide the City at least fourteen ( 14) days' notice of its intent to reassi g n or
remove the key staff me mb er(s) as the C ity 's main po int (s) of co ntact.
1.2. Co nsultant shall furni sh all reports, documents, and information obtained pursuant to this
Agreement, and recommendations during the term of this Agreement (here in after "Deli ve rable s")
to the C ity.
2. Term/Commencement Date.
2.1. The te rm of this Agreement sha ll be fr om the E · e Date through September 30, 2023, unl ess
earli e r terminated in accordance with Paragraph 8 .
2.2. Consultant agrees that time is of the essence and Consu ltant hall complete the Services within the
term of this Agreement, un less extended by th e City Manager.
3. Compensation and Pavment.
3.1. Compensation for Services provided by Consultant shall be in accordance with the Price Proposal
attached hereto as Exhibit "B." Consultant shall be compensated a flat rate lump sum fee in the
amount of$27,500.00.
3.2. Consultant shall deliver an invoice to City no more often than once per month detailing Services
completed and the amount due to Consultant under this Agreement. Fees shall be paid in arrears each
month, pursuant to Consultant's invoice, which shall be based upon the percentage of work completed
for each task invoiced. The City shall pay the Consultant in accordance with the Florida Prompt
Payment Act after approval and acceptance of the Services by the City Manager.
4. Subconsultants.
4.1. The Consultant shall be responsible for all payments to any subconsultants and shall maintain
responsibility for all work related to the Services.
4.2. Consultant may only utilize the services of a particular subconsultant with the prior written
approval of the City Manager, which approval may be granted or withheld in the City Manager's
sole and absolute discretion.
5. City's Responsibilities.
5.1. City shall make available any maps, plans, existing studies, reports, staff and representatives, and
other data pertinent to the Services and in possession of the City, and provide criteria requested by
Consultant to assist Consultant in performing the Services.
5.2. Upon Consultant's request, City shall reasonably cooperate in arranging access to public
information that may be required for Consultant to perform the Services.
6. Consultant's Responsibilities; Representations and Warranties.
6.1. The Consultant shall exercise the same degree of care, skill and diligence in the performance of
the Services as is ordinarily provided by a consultant under similar circumstances. If at any time
during the term of this Agreement or within two (2) years from the completion of this Agreement,
it is determined that the Consultant's Deliverables or Services are incorrect, not properly rendered,
defective, or fail to conform to City requests, the Consultant shall at Consultant's sole expense,
immediately correct its Deliverables or Services.
6.2. The Consultant hereby warrants and represents that at all times during the term of this Agreement it
shall maintain in good standing all required licenses, certifications and permits required under Federal,
State and local laws applicable to and necessary to perform the Services for City as an independent
contractor of the City. Consultant further warrants and represents that it has the required
knowledge, expertise, and experience to perform the Services and carry out its obligations under
this Agreement in a professional and first class manner.
6.3. The Consultant represents that as of the Effective Date, it is an entity validly existing, in good
standing under the laws of Florida, and authorized to business within the State. The execution,
delivery and perfonnance of this Agreement by Consultant have been duly authorized, and this
Agreement is binding on Consultant and enforceable against Consultant in accordance with its
terms. No consent of any other person or entity to such execution, delivery and performance is
required.
7. Conflict oflnterest.
7.1. To avoid any conflict of interest or any appearance thereof, Consultant shall not, for the term of
this Agreement, provide any consulting services to any private sector entities (developers,
corporations, real estate investors, etc.), with any current, or foreseeable, adversarial issues in the
City.
8. Termination.
8.1. The City Manager, without cause, may terminate this Agreement upon five (5) calendar days
written notice to the Consultant, or immediately with cause.
8.2. Upon receipt of the City's written notice of termination, Consultant shall immediately stop work
on the project unless directed otherwise by the City Manager.
8.3. In the event of termination by the City, the Consultant shall be paid for all work accepted by the
City Manager up to the date of termination, provided that the Consultant has first complied with
the provisions of Paragraph 8.4.
8.4. The Consultant shall transfer all books, records, reports, working drafts, documents, maps, and
data pertaining to the Services and the project to the City, in a hard copy and electronic format
within fourteen (14) days from the date of the written notice of termination or the date of expiration
of this Agreement.
9. Insurance.
9.1. Consultant shall secure and maintain throughout the duration of this agreement insurance of such
types and in such amounts not less than those specified below as satisfactory to City, naming the
City as an Additional Insured, underwritten by a firm rated A-X or better by A.M. Best and
qualified to do business in the State of Florida. The insurance coverage shall be primary insurance
with respect to the City, its officials, employees, agents, and volunteers naming the City as
additional insured. Any insurance maintained by the City shall be in excess of the Consultant's
insurance and shall not contribute to the Consultant's insurance. The insurance coverages shall
include at a minimum the amounts set forth in this section and may be increased by the City as it
deems necessary or prudent.
9.1. I.Commercial General Liability coverage with limits of liability of not less than a $1,000,000
per Occurrence combined single limit for Bodily Injury and Property Damage. This Liability
Insurance shall also include Completed Operations and Product Liability coverages and
eliminate the exclusion with respect to property under the care, custody and control of
Consultant. The General Aggregate Liability limit and the Products/Completed Operations
Liability Aggregate limit shall be in the amount of $2,000,000 each.
9.1.2. Workers Compensation and Employer's Liability insurance, to apply for all employees for
statutory limits as required by applicable State and Federal laws. The policy(ies) must include
Employer's Liability with minimum limits of $1,000,000.00 each accident. No employee,
subcontractor or agent of the Consultant shall be allowed to provide Services pursuant to this
Agreement who is not covered by Worker's Compensation insurance.
9.1.3.Business Automobile Liability with minimum limits of$ l ,OOO,OOO per occurrence, combined
single limit for Bodily Injury and Property Damage. Coverage must be afforded on a form
no more restrictive than the latest edition of the Business Automobile Liability policy, without
restrictive endorsements, as filed by the Insurance Service Office, and must include Owned,
Hired, and Non-Owned Vehicles.
9.1 .4.Professional Liability Insurance in an amount of not less than One Million Dollars
($1,000,000.00) per occurrence, single limit.
9.2. Certificate of Insurance. Certificates of Insurance shall be provided to the City, reflecting the
City as an Additional Insured (except with respect to Professional Liability Insurance and
Worker's Compensation Insurance), no later than ten ( I 0) days after award of this Agreement and
prior to the execution of this Agreement by City and prior to commencing Services. Each
certificate shall include no less than (30) thirty-day advance written notice to City prior to
cancellation, termination, or material alteration of said policies or insurance. The Consultant shall
be responsible for assuring that the insurance certificates required by this Section remain in full
force and effect for the duration of this Agreement, including any extensions or renewals that may
be granted by the City. The Certificates of Insurance shall not only name the types of policy(ies)
provided, but also shall refer specifically to this Agreement and shall state that such insurance is
as required by this Agreement. The City reserves the right to inspect and return a certified copy
of such policies, upon written request by the City. If a policy is due to expire prior to the
completion of the Services, renewal Certificates of Insurance shall be furnished thirty (30)
calendar days prior to the date of their policy expiration. Each policy certificate shall be endorsed
with a provision that not less than thirty (30) calendar days' written notice shall be provided to the
City before any policy or coverage is cancelled or restricted. Acceptance of the Certificate(s) is
subject to approval of the City.
9.3. Additional Insured. Except with respect to Professional Liability Insurance and Worker's
Compensation Insurance, the City is to be specifically included as an Additional Insured for the
liability of the City resulting from Services performed by or on behalf of the Consultant in
performance of this Agreement. The Consultant's insurance, including that applicable to the City
as an Additional Insured, shall apply on a primary basis and any other insurance maintained by
the City shall be in excess of and shall not contribute to the Consultant's insurance. The
Consultant's insurance shall contain a severability of interest provision providing that, except with
respect to the total limits of liability, the insurance shall apply to each Insured or Additional
Insured (for applicable policies) in the same manner as if separate policies had been issued to each.
9.4. Deductibles. All deductibles or self-insured retentions must be declared to and be reasonably
approved by the City. The Consultant shall be responsible for the payment of any deductible or
self-insured retentions in the event of any claim.
9.5. The provisions of this section shall survive termination of this Agreement.
10. Nondiscrimination. During the term of this Agreement, Consultant shall not discriminate against any
of its employees or applicants for employment because of their race, color, religion, sex, or national
origin, and to abide by all Federal and State laws regarding nondiscrimination.
11. Attorneys Fees and Waiver of Jury Trial.
11.1. In the event of any litigation arising out of this Agreement, the prevailing party shall be
entitled to recover its attorneys' fees and costs, including the fees and expenses of any paralegals,
law clerks and legal assistants, and including fees and expenses charged for representation at both
the trial and all appellate levels.
11.2. IN THE EVENT OF ANY LITIGATION ARISING OUT OF THIS AGREEMENT ' EACH PARTY HEREBY KNOWlNGLY, IRREVOCABLY, VOLUNTARILY AND
INTENTIONALLY WAIVES ITS RIGHT TO TRIAL BY nJRY.
12. Indemnification.
12.1. Consultant shall indemnify and hold hannless the City, its officers, agents and employees,
from and against any and all demands, claims, losses, suits, liabilities, causes of action, judgment
or damages, arising from Consultant's performance or non-performance of any provision of this
Agreement, including, but not limited to, liabilities arising from contracts between the Consultant
and third parties made pursuant to this Agreement. Consultant shall reimburse the City for all its
expenses including reasonable attorneys' fees and costs incurred in and about the defense of any
such claim or investigation and for any judgment or damages arising from Consultant's
performance or non-perfonnance of this Agreement.
12.2. Nothing herein is intended to serve as a waiver of sovereign immunity by the City nor shall
anything included herein be construed as consent to be sued by third parties in any matter arising
out of this Agreement or any other contract. The City is subject to section 768.28, Florida Statutes,
as may be amended from time to time.
12.3. The provisions of this section shall survive termination of this Agreement.
13. Notices/Authorized Representatives. Any notices required by this Agreement shall be in writing and
shall be deemed to have been properly given if transmitted by hand-delivery, by registered or certified
mail with postage prepaid return receipt requested, or by a private postal service, addressed to the
parties ( or their successors) at the addresses I isted on the signature page of th is Agreement or such other
address as the party may have designated by proper notice.
14. Governing Law and Venue. This Agreement shall be construed in accordance with and governed by
the laws of the State of Florida. Venue for any proceedings arising out of this Agreement shall be
proper exclusively in Miami-Dade County, Florida.
15. Entire Agreement/Modification/Amendment.
15.1. This writing contains the entire Agreement of the parties and supersedes any prior oral or
written representations. No representations were made or relied upon by either party, other than
those that are expressly set forth herein.
15.2. No agent, employee, or other representative of either party is empowered to modify or
amend the terms of this Agreement, unless executed with the same formality as this document.
16. Ownership and Access to Records and Audits.
16.1. Consultant acknowledges that all inventions, innovations, improvements, developments,
methods, designs, analyses, drawings, reports, compiled information, and all similar or related
information (whether patentable or not) which relate to Services to the City which are conceived,
developed or made by Consultant during the term of this Agreement ("Services Product") belong
to the City. Consultant shall promptly disclose such Services Product to the City and perform all
actions reasonably requested by the City (whether during or after the term of this Agreement) to
establish and confirm such ownership (including, without limitation, assignments, powers of
attorney and other instruments).
16.2. Consultant agrees to keep and maintain public records in Consultant's possession or control
in connection with Consultant's performance under this Agreement. The City Manager or her
designee shall, during the term of this Agreement and for a period of three (3) years from the date
of termination of this Agreement, have access to and the right to examine and audit any records of
the Consultant involving transactions related to this Agreement. Consultant additionally agrees
to comply specifically with the provisions of Section 119.0701, Florida Statutes. Consultant shall
ensure that public records that are exempt or confidential and exempt from public records
disclosure requirements are not disclosed, except as authorized by law, for the duration of the
Agreement, and following completion of the Agreement until the records are transferred to the
City.
16.3. Upon request from the City's custodian of public records, Consultant shall provide the City
with a copy of the requested records or allow the records to be inspected or copied within a
reasonable time at a cost that does not exceed the cost provided by Chapter 119, Florida Statutes,
or as otherwise provided by law.
16.4. Unless otherwise provided by law, any and all records, including but not limited to reports,
surveys, and other data and documents provided or created in connection with this Agreement are
and shall remain the property of the City.
16.5. Upon completion of this Agreement or in the event of termination by either party, any and
all public records relating to the Agreement in the possession of the Consultant shall be delivered
by the Consultant to the City Manager, at no cost to the City, within seven (7) days. All such
records stored electronically by Consultant shall be delivered to the City in a format that is
compatible with the City's information technology systems. Once the public records have been
delivered upon completion or termination of this Agreement, the Consultant shall destroy any and
all duplicate public records that are exempt or confidential and exempt from public records
disclosure requirements.
16.6. Any compensation due to Consultant shall be withheld until all records are received as
provided herein.
16.7. Consultant's failure or refusal to comply with the provisions of this section shall result in
the immediate termination of this Agreement by the City.
16.8. Notice Pursuant to Section 119.0701l2){a), Florida Statutes. IF THE
CONSULTANT HAS QUESTIONS REGARDING THE
APPLICATION OF CHAPTER 119, FLORIDA STATUTES, TO THE
CONSULTANT'S DUTY TO PROVIDE PUBLIC RECORDS
RELATING TO THIS AGREEMENT, CONTACT THE CUSTODIAN
OF PUBLIC RECORDS.
Custodian of Records:
Mailing address:
Telephone number:
Email:
Nkenga "Nikki" Payne, CMC, FCRM
6130 Sunset Drive
South Miami, FL 33143
305-663-6340
NPayne@southmiamifl.gov
17. Nonassignability. This Agreement shall not be assignable by Consultant unless such assignment is first
approved by the City Manager. The City is relying upon the apparent qualifications and expertise of
the Consultant, and such firm's familiarity with the City's area, circumstances and desires.
18. Severability. If any tenn or provision of this Agreement shall to any extent be held invalid or
unenforceable, the remainder of this Agreement shall not be affected thereby, and each remaining term
and provision of this Agreement shall be valid and be enforceable to the fullest extent permitted by law.
19. Independent Consultant. The Consultant and its employees, volunteers and agents shall be and remain
an independent contractor and not an agent or employee of the City with respect to all of the acts and
services performed by and under the terms of this Agreement. This Agreement shall not in any way be
construed to create a partnership, association or any other kind of joint undertaking, enterprise or
venture between the parties.
20. Compliance with Laws. The Consultant shall comply with all applicable laws, ordinances, rules,
regulations, and lawful orders of public authorities in carrying out Services under this Agreement, and
in particular shall obtain all required permits from all jurisdictional agencies to perform the Services
under this Agreement at its own expense.
21. Waiver. The failure of either party to this Agreement to object to or to take affirmative action with
respect to any conduct of the other which is in violation of the terms of this Agreement shall not be
construed as a waiver of the violation or breach, or of any future violation, breach or wrongful conduct.
22. Survival of Provisions. Any terms or conditions of either this Agreement that require acts beyond the
date of the term of the Agreement, shall survive termination of the Agreement, shall remain in full force
and effect unless and until the terms or conditions are completed and shall be fully enforceable by either
party.
23. Prohibition of Contingency Fees. The Consultant warrants that it has not employed or retained any
company or person, other than a bona fide employee working solely for the Consultant, to solicit or
secure this Agreement, and that it has not paid or agreed to pay any person(s), company, corporation,
individual or firm, other than a bona fide employee working solely for the Consultant, any fee,
commission, percentage, gift, or any other consideration, contingent upon or resulting from the award
or making of this Agreement.
24. Public Entity Crimes Affidavit. Consultant shall comply with Section 287 .133, Florida Statutes
(Public Entity Crimes Statute), notification of which is hereby incorporated herein by reference,
including execution of any required affidavit.
25. Counterparts. This Agreement may be executed in several counterparts, each of which shall be
deemed an original and such counterparts shall constitute one and the same instrument.
26. Conflicts. In the event of a conflict between the terms of this Agreement and any exhibits or
attachments hereto, the terms of this Agreement shall control.
27. E-Verify Affidavit. In accordance with Section 448.095, Florida Statutes, the City requires all
contractors doing business with the City to register with and use the E-Verify system to verify the work
authorization status of all newly hired employees. The City will not enter into a contract unless each
party to the contract registers with and uses the E-Verify system. The contracting entity must provide
its proof of enrollment in E-Verify. For instructions on how to provide proof of the contracting entity's
participation/enrollment in E-Verify, please v1s1t: https://www.e-verify.gov/faq/how-do-i-provide-
proof-of-my-participationenrollment-in-e-verify. By entering into this Agreement, the Consultant
acknowledges that it has read Section 448.095, Florida Statutes; will comply with the E-Verify
requirements imposed by Section 448.095, Florida Statutes, including but not limited to obtaining E-
Verify affidavits from subcontractors; and has executed the required affidavit attached hereto and
incorporated herein.
I Remainder of page intentionally left blank.
Signature page and E-Verify Affidavit follows.I
E-VERIFY AFFIDAVIT
In accordance with Section 448.095, Florida Statutes, the City requires all contractors doing business with the City
to register with and use the E-Verify system to verify the work authorization status of all newly hired employees.
The City will not enter into a contract unless each party to the contract registers with and uses the E-Verify system.
The contracting entity must provide of its proof of enrollment in E-Verify. For instructions on how to provide
proofofthe contracting entity's participation/enrollment in E-Verify, please visit: https://www.e-
verify.gov/fag/how-do-i-provide-proof-of-my-participationenrollment-in-e-verify
By signing below, the contracting entity acknowledges that it has read Section 448.095, Florida Statutes and will
comply with the E-Verify requirements imposed by it, including but not limited to obtaining E-Verify affidavits
from subcontractors.
lltCheck here to confirm proof of enrollment in E-Verify has been attached to this Affidavit.
In the presence of:
~am~-j-~~
Wi:f.g Print~ame: Zl~<>N"' ).,vJe,e..
Print Nam
Ti
Entity Name: -t,;.---=;....;..;.:~..:..=..;;;...._ ______ _
ACKNOWLEDGMENT
State of Florida
County of _______ _
The foregoing instrument was acknowledged before me by means of □ physical presence or □ on line notarization,
this __ day of ________ _, 20 __ , by · (name of person)
as _________________ (type of authority) for __________ (name
of party on behalfofwhom instrument is executed).
Notary Public (Print, Stamp, or Type as
Commissioned)
___ Personally known to me; or
___ Produced identification (Type of Identification:. _____________ _,
___ Did take an oath; or
___ Did not take an oath
SEE ATTACHED
CALIFORNIAACKNO\M..EDGMENl T 9f lAJ tJ."'?. 0-:,-\1'-! ~
CALIFORNIA ACKNOWLEDGMENT
A notary public or other officer completing this certificate verifies only the identity of the individual who signed the document to
which this certificate is attached, and not the truthfulness, accuracy, or validity of that document.
State of California )
County of Sonoma )
On jUL"-J \4, 1oZ3
I
before me, _~_H-_OIJ __ fl.c __ L_. _v\J_E_l _f2-_____ personally appeared
who proved to me on the basis of satisfactory evidence to be the person(s) whose name(~re subscribed to the
within instrument and acknowledged to me that@/she/they executed the same in(b_@ier/their authorized
capacity(ies), and that by~er/their signature(s) on the instrument the person(s), or entity upon behalf of which
the person( s) acted, executed the instrument.
I certify under PENALTY OF PERJURY under the laws of the State of California that the foregoing paragraph is
true and correct.
WITNESS my hand and official seal.
c:2%}-'~ 1• a no nae
SHONA L. WEIR
I-· Nowy Public• Caltfarnta f 5onom1 County I
Commission f 2349033
. M~ Col\'llft. Ex~'ft Mir 22. 2025
IN WITNESS WHEREOF, th e part ies he reto have caused this Agreement to be executed the day and year as fi rst
stated above.
By:----'------------------
Genaro "Chi p" Ig lesias
City Manager
Attest:
,CMC, FCRM
By:--------------
Weiss Serota Helfman Cole & Bierman, P.L.
City Attorney
Addresses for No tice:
Genaro "Chip" Ig les ias
.C ity of South M iami
Attn: City Manage r
6 130 Sunset Drive
So ut h Mi ami , FL 33 143
305 -668-25 I O (te lephone)
305-663-6345 (facs imi le)
chi p@so uthmiamifl.gov (emai l)
W it h a copy to :
We iss Serota He lfm an Co le & Bierman, P.L.
Attn: Lilli an Arango, Esq.
C ity of So uth M iam i Attorney
2800 Po nce de Leon Bo ul evard , Su ite 1200
Co ra l Gab les, FL 33 134
lara ngo@wsh-law.com (ema il )
CONSULTANT
By ~ f-(I_J,_
Name: (),er~i-Y I.. ND.~m~J
Title: H)(Jr/1)€/!. 4-11) .M,4\IA(-;1,./G PAf.>.-..€((
Entity: tv1o(AlC hf.lie ft,.f,T,Jff..{ µc,,.
Addresses for Notice:
§e€Gvf-lf (l. ~~r:,.J
_q.,__,t f,.._•_i,_-__.;.0_·_4'-1 _ob_. _____ (telephone)
---~-~--1-4-___ (facsimile) gre5@Mofc.:l p);(!l -UfV\. (emai l)
With a copy to:
____________ (telepho ne)
____________ (facs im il e)
____________ (email)
My Com pany Profil e I E-Ve ri fy 7/1 4/2 3, 1 :43 PM
IE An official we bsite of the Unite d States government Here's how Y.O U know
E-Verify Home Cases Reports Resources v 8 Jackie Nelson v
My Company Account
My Company Profi le
Company Information
Company Name
Mosaic Public Partners LLC
Company ID
2207565
Employer Identification Number (EIN)
873004553
DUNS Number
NAICS Code
561
Subsector
Administrative and Support Services
Edit Company Information
h t tps ://ever ify.uscis.gov/account/company/prof ile
Doing Business As (DBA) Name
Enrollment Date
Jul 12 , 2023
Unique Entity Identifier (UEI)
Total Number of Employees
5 to 9
Sector
Admini strative and Support and Waste
M a na g eme nt and Remed iation Serv ices
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Employer Category
Employer Category
None of these categories apply
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Company Addresses
Physical Address
224 Corte Colinas Verdes
Lincoln , CA 95648
Mailing Address
200 Gateway Drive #1908
Lincoln, CA 95648
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Hiring Sites
Number of Sites
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ht t ps :/Jeve r if y. u scis .gov/accoun I /company/pro f ile
Memorandum of Understanding
Vi ew Curre nt MOU
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EXHIBIT A
PROFESSIONAL SERVICES AGREEMENT
BETWEEN
THE CITY OF SOUTH MIAMI
AND
MOSAIC PUBLIC PARTNERS
THIS AGREEMENT (this “Agreement”) is made effective as of the 5th day of July, 2023 (the
“Effective Date”), by and between the CITY OF SOUTH MIAMI, a Florida municipal corporation, (hereinafter
the “City”), and MOSAIC PUBLIC PARNTERS, LLC,a California limited liability company, (hereinafter, the
“Consultant”).
WHEREAS, the City requires insurance brokerage services for the City’s Employee Insurance Benefits
Plans Program; and
WHEREAS, the Consultant will perform services on behalf of the City, all as further set forth in the
Proposal dated June 29, 2023, attached hereto as Exhibit “A” (the “Services”); and
WHEREAS, the Consultant and City, through mutual negotiation, have agreed upon a fee for the Services;
and
WHEREAS, the City desires to engage the Consultant to perform the Services and provide the deliverables
as specified below.
NOW, THEREFORE, in consideration of the mutual covenants and conditions contained herein, the
Consultant and the City agree as follows:
1. Scope of Services.
1.1.Consultant shall provide the Services set forth in the Proposal attached hereto as Exhibit “A” and
incorporated herein by reference (the “Services”). Consultant shall assign the key staff member(s)
identified in Exhibit “A” to serve as the primary point(s) of contact with the City in connection
with the provision of the Services. Assignment of key staff member(s) is subject to the final
approval of the City Manager. Consultant shall not reassign or remove the key staff member(s) as
the main point(s) of contact with the City without the prior written approval of the City Manager.
Consultant shall provide the City at least fourteen (14) days’ notice of its intent to reassign or
remove the key staff member(s) as the City’s main point(s) of contact.
1.2.Consultant shall furnish all reports, documents, and information obtained pursuant to this
Agreement, and recommendations during the term of this Agreement (hereinafter “Deliverables”)
to the City.
2. Term/Commencement Date.
2.1.The term of this Agreement shall be from the Effective Date through September 30, 2023, unless
earlier terminated in accordance with Paragraph 8.
2.2.Consultant agrees that time is of the essence and Consultant shall complete the Services within the
term of this Agreement, unless extended by the City Manager.
3. Compensation and Payment.
7
3.1.Compensation for Services provided by Consultant shall be in accordance with the Price Proposal
attached hereto as Exhibit “B.”Consultant shall be compensated a flat rate lump sum fee in the
amount of $27,500.00.
3.2.Consultant shall deliver an invoice to City no more often than once per month detailing Services
completed and the amount due to Consultant under this Agreement. Fees shall be paid in arrears each
month, pursuant to Consultant’s invoice, which shall be based upon the percentage of work completed
for each task invoiced. The City shall pay the Consultant in accordance with the Florida Prompt
Payment Act after approval and acceptance of the Services by the City Manager.
4. Subconsultants.
4.1.The Consultant shall be responsible for all payments to any subconsultants and shall maintain
responsibility for all work related to the Services.
4.2.Consultant may only utilize the services of a particular subconsultant with the prior written
approval of the City Manager, which approval may be granted or withheld in the City Manager’s
sole and absolute discretion.
5. City’s Responsibilities.
5.1.City shall make available any maps, plans, existing studies, reports, staff and representatives, and
other data pertinent to the Services and in possession of the City, and provide criteria requested by
Consultant to assist Consultant in performing the Services.
5.2.Upon Consultant’s request, City shall reasonably cooperate in arranging access to public
information that may be required for Consultant to perform the Services.
6. Consultant’s Responsibilities; Representations and Warranties.
6.1.The Consultant shall exercise the same degree of care, skill and diligence in the performance of
the Services as is ordinarily provided by a consultant under similar circumstances. If at any time
during the term of this Agreement or within two (2) years from the completion of this Agreement,
it is determined that the Consultant’s Deliverables or Services are incorrect, not properly rendered,
defective, or fail to conform to City requests, the Consultant shall at Consultant’s sole expense,
immediately correct its Deliverables or Services.
6.2.The Consultant hereby warrants and represents that at all times during the term of this Agreement it
shall maintain in good standing all required licenses, certifications and permits required under Federal,
State and local laws applicable to and necessary to perform the Services for City as an independent
contractor of the City. Consultant further warrants and represents that it has the required
knowledge, expertise, and experience to perform the Services and carry out its obligations under
this Agreement in a professional and first class manner.
6.3.The Consultant represents that as of the Effective Date, it is an entity validly existing, in good
standing under the laws of Florida, and authorized to business within the State. The execution,
delivery and performance of this Agreement by Consultant have been duly authorized, and this
Agreement is binding on Consultant and enforceable against Consultant in accordance with its
terms. No consent of any other person or entity to such execution, delivery and performance is
required.
8
7. Conflict of Interest.
7.1.To avoid any conflict of interest or any appearance thereof, Consultant shall not, for the term of
this Agreement, provide any consulting services to any private sector entities (developers,
corporations, real estate investors, etc.), with any current, or foreseeable, adversarial issues in the
City.
8. Termination.
8.1.The City Manager, without cause, may terminate this Agreement upon five (5) calendar days
written notice to the Consultant, or immediately with cause.
8.2.Upon receipt of the City's written notice of termination, Consultant shall immediately stop work
on the project unless directed otherwise by the City Manager.
8.3.In the event of termination by the City, the Consultant shall be paid for all work accepted by the
City Manager up to the date of termination, provided that the Consultant has first complied with
the provisions of Paragraph 8.4.
8.4.The Consultant shall transfer all books, records, reports, working drafts, documents, maps, and
data pertaining to the Services and the project to the City, in a hard copy and electronic format
within fourteen (14) days from the date of the written notice of termination or the date of expiration
of this Agreement.
9. Insurance.
9.1.Consultant shall secure and maintain throughout the duration of this agreement insurance of such
types and in such amounts not less than those specified below as satisfactory to City, naming the
City as an Additional Insured, underwritten by a firm rated A-X or better by A.M. Best and
qualified to do business in the State of Florida. The insurance coverage shall be primary insurance
with respect to the City, its officials, employees, agents, and volunteers naming the City as
additional insured. Any insurance maintained by the City shall be in excess of the Consultant’s
insurance and shall not contribute to the Consultant’s insurance. The insurance coverages shall
include at a minimum the amounts set forth in this section and may be increased by the City as it
deems necessary or prudent.
9.1.1.Commercial General Liability coverage with limits of liability of not less than a $1,000,000
per Occurrence combined single limit for Bodily Injury and Property Damage. This Liability
Insurance shall also include Completed Operations and Product Liability coverages and
eliminate the exclusion with respect to property under the care, custody and control of
Consultant. The General Aggregate Liability limit and the Products/Completed Operations
Liability Aggregate limit shall be in the amount of $2,000,000 each.
9.1.2.Workers Compensation and Employer’s Liability insurance, to apply for all employees for
statutory limits as required by applicable State and Federal laws. The policy(ies) must include
Employer’s Liability with minimum limits of $1,000,000.00 each accident. No employee,
subcontractor or agent of the Consultant shall be allowed to provide Services pursuant to this
Agreement who is not covered by Worker’s Compensation insurance.
9.1.3.Business Automobile Liability with minimum limits of $1,000,000 per occurrence, combined
single limit for Bodily Injury and Property Damage. Coverage must be afforded on a form
9
no more restrictive than the latest edition of the Business Automobile Liability policy, without
restrictive endorsements, as filed by the Insurance Service Office, and must include Owned,
Hired, and Non-Owned Vehicles.
9.1.4.Professional Liability Insurance in an amount of not less than One Million Dollars
($1,000,000.00) per occurrence, single limit.
9.2. Certificate of Insurance. Certificates of Insurance shall be provided to the City, reflecting the
City as an Additional Insured (except with respect to Professional Liability Insurance and
Worker’s Compensation Insurance), no later than ten (10) days after award of this Agreement and
prior to the execution of this Agreement by City and prior to commencing Services. Each
certificate shall include no less than (30) thirty-day advance written notice to City prior to
cancellation, termination, or material alteration of said policies or insurance. The Consultant shall
be responsible for assuring that the insurance certificates required by this Section remain in full
force and effect for the duration of this Agreement, including any extensions or renewals that may
be granted by the City. The Certificates of Insurance shall not only name the types of policy(ies)
provided, but also shall refer specifically to this Agreement and shall state that such insurance is
as required by this Agreement. The City reserves the right to inspect and return a certified copy
of such policies, upon written request by the City. If a policy is due to expire prior to the
completion of the Services, renewal Certificates of Insurance shall be furnished thirty (30)
calendar days prior to the date of their policy expiration. Each policy certificate shall be endorsed
with a provision that not less than thirty (30) calendar days’ written notice shall be provided to the
City before any policy or coverage is cancelled or restricted. Acceptance of the Certificate(s) is
subject to approval of the City.
9.3. Additional Insured. Except with respect to Professional Liability Insurance and Worker’s
Compensation Insurance, the City is to be specifically included as an Additional Insured for the
liability of the City resulting from Services performed by or on behalf of the Consultant in
performance of this Agreement. The Consultant’s insurance, including that applicable to the City
as an Additional Insured, shall apply on a primary basis and any other insurance maintained by
the City shall be in excess of and shall not contribute to the Consultant’s insurance. The
Consultant’s insurance shall contain a severability of interest provision providing that, except with
respect to the total limits of liability, the insurance shall apply to each Insured or Additional
Insured (for applicable policies) in the same manner as if separate policies had been issued to each.
9.4. Deductibles.All deductibles or self-insured retentions must be declared to and be reasonably
approved by the City. The Consultant shall be responsible for the payment of any deductible or
self-insured retentions in the event of any claim.
9.5.The provisions of this section shall survive termination of this Agreement.
10. Nondiscrimination.During the term of this Agreement, Consultant shall not discriminate against any
of its employees or applicants for employment because of their race, color, religion, sex, or national
origin, and to abide by all Federal and State laws regarding nondiscrimination.
11. Attorneys Fees and Waiver of Jury Trial.
11.1.In the event of any litigation arising out of this Agreement, the prevailing party shall be
entitled to recover its attorneys’ fees and costs, including the fees and expenses of any paralegals,
law clerks and legal assistants, and including fees and expenses charged for representation at both
the trial and all appellate levels.
10
11.2.IN THE EVENT OF ANY LITIGATION ARISING OUT OF THIS AGREEMENT,
EACH PARTY HEREBY KNOWINGLY, IRREVOCABLY, VOLUNTARILY AND
INTENTIONALLY WAIVES ITS RIGHT TO TRIAL BY JURY.
12. Indemnification.
12.1.Consultant shall indemnify and hold harmless the City, its officers, agents and employees,
from and against any and all demands, claims, losses, suits, liabilities, causes of action, judgment
or damages, arising from Consultant’s performance or non-performance of any provision of this
Agreement, including, but not limited to, liabilities arising from contracts between the Consultant
and third parties made pursuant to this Agreement. Consultant shall reimburse the City for all its
expenses including reasonable attorneys’ fees and costs incurred in and about the defense of any
such claim or investigation and for any judgment or damages arising from Consultant’s
performance or non-performance of this Agreement.
12.2.Nothing herein is intended to serve as a waiver of sovereign immunity by the City nor shall
anything included herein be construed as consent to be sued by third parties in any matter arising
out of this Agreement or any other contract. The City is subject to section 768.28, Florida Statutes,
as may be amended from time to time.
12.3.The provisions of this section shall survive termination of this Agreement.
13. Notices/Authorized Representatives.Any notices required by this Agreement shall be in writing and
shall be deemed to have been properly given if transmitted by hand-delivery, by registered or certified
mail with postage prepaid return receipt requested, or by a private postal service, addressed to the
parties (or their successors) at the addresses listed on the signature page of this Agreement or such other
address as the party may have designated by proper notice.
14. Governing Law and Venue. This Agreement shall be construed in accordance with and governed by
the laws of the State of Florida. Venue for any proceedings arising out of this Agreement shall be
proper exclusively in Miami-Dade County, Florida.
15. Entire Agreement/Modification/Amendment.
15.1.This writing contains the entire Agreement of the parties and supersedes any prior oral or
written representations. No representations were made or relied upon by either party, other than
those that are expressly set forth herein.
15.2.No agent, employee, or other representative of either party is empowered to modify or
amend the terms of this Agreement, unless executed with the same formality as this document.
16. Ownership and Access to Records and Audits.
16.1.Consultant acknowledges that all inventions, innovations, improvements, developments,
methods, designs, analyses, drawings, reports, compiled information, and all similar or related
information (whether patentable or not) which relate to Services to the City which are conceived,
developed or made by Consultant during the term of this Agreement (“Services Product”) belong
to the City. Consultant shall promptly disclose such Services Product to the City and perform all
actions reasonably requested by the City (whether during or after the term of this Agreement) to
establish and confirm such ownership (including, without limitation, assignments, powers of
attorney and other instruments).
11
16.2.Consultant agrees to keep and maintain public records in Consultant’s possession or control
in connection with Consultant’s performance under this Agreement. The City Manager or her
designee shall, during the term of this Agreement and for a period of three (3) years from the date
of termination of this Agreement, have access to and the right to examine and audit any records of
the Consultant involving transactions related to this Agreement. Consultant additionally agrees
to comply specifically with the provisions of Section 119.0701, Florida Statutes. Consultant shall
ensure that public records that are exempt or confidential and exempt from public records
disclosure requirements are not disclosed, except as authorized by law, for the duration of the
Agreement, and following completion of the Agreement until the records are transferred to the
City.
16.3.Upon request from the City’s custodian of public records, Consultant shall provide the City
with a copy of the requested records or allow the records to be inspected or copied within a
reasonable time at a cost that does not exceed the cost provided by Chapter 119, Florida Statutes,
or as otherwise provided by law.
16.4.Unless otherwise provided by law, any and all records, including but not limited to reports,
surveys, and other data and documents provided or created in connection with this Agreement are
and shall remain the property of the City.
16.5.Upon completion of this Agreement or in the event of termination by either party, any and
all public records relating to the Agreement in the possession of the Consultant shall be delivered
by the Consultant to the City Manager, at no cost to the City, within seven (7) days. All such
records stored electronically by Consultant shall be delivered to the City in a format that is
compatible with the City’s information technology systems. Once the public records have been
delivered upon completion or termination of this Agreement, the Consultant shall destroy any and
all duplicate public records that are exempt or confidential and exempt from public records
disclosure requirements.
16.6.Any compensation due to Consultant shall be withheld until all records are received as
provided herein.
16.7.Consultant’s failure or refusal to comply with the provisions of this section shall result in
the immediate termination of this Agreement by the City.
16.8.Notice Pursuant to Section 119.0701(2)(a), Florida Statutes.IF THE
CONSULTANT HAS QUESTIONS REGARDING THE
APPLICATION OF CHAPTER 119, FLORIDA STATUTES, TO THE
CONSULTANT’S DUTY TO PROVIDE PUBLIC RECORDS
RELATING TO THIS AGREEMENT, CONTACT THE CUSTODIAN
OF PUBLIC RECORDS.
Custodian of Records: Nkenga “Nikki” Payne, CMC, FCRM
Mailing address:6130 Sunset Drive
South Miami, FL 33143
Telephone number:305-663-6340
Email:NPayne@southmiamifl.gov
12
17. Nonassignability.This Agreement shall not be assignable by Consultant unless such assignment is first
approved by the City Manager. The City is relying upon the apparent qualifications and expertise of
the Consultant, and such firm’s familiarity with the City’s area, circumstances and desires.
18. Severability. If any term or provision of this Agreement shall to any extent be held invalid or
unenforceable, the remainder of this Agreement shall not be affected thereby, and each remaining term
and provision of this Agreement shall be valid and be enforceable to the fullest extent permitted by law.
19. Independent Consultant. The Consultant and its employees, volunteers and agents shall be and remain
an independent contractor and not an agent or employee of the City with respect to all of the acts and
services performed by and under the terms of this Agreement. This Agreement shall not in any way be
construed to create a partnership, association or any other kind of joint undertaking, enterprise or
venture between the parties.
20. Compliance with Laws. The Consultant shall comply with all applicable laws, ordinances, rules,
regulations, and lawful orders of public authorities in carrying out Services under this Agreement, and
in particular shall obtain all required permits from all jurisdictional agencies to perform the Services
under this Agreement at its own expense.
21. Waiver. The failure of either party to this Agreement to object to or to take affirmative action with
respect to any conduct of the other which is in violation of the terms of this Agreement shall not be
construed as a waiver of the violation or breach, or of any future violation, breach or wrongful conduct.
22. Survival of Provisions. Any terms or conditions of either this Agreement that require acts beyond the
date of the termof the Agreement, shall survive termination of the Agreement, shall remain in full force
and effect unless and until the terms or conditions are completed and shall be fully enforceable by either
party.
23. Prohibition of Contingency Fees.The Consultant warrants that it has not employed or retained any
company or person, other than a bona fide employee working solely for the Consultant, to solicit or
secure this Agreement, and that it has not paid or agreed to pay any person(s), company, corporation,
individual or firm, other than a bona fide employee working solely for the Consultant, any fee,
commission, percentage, gift, or any other consideration, contingent upon or resulting from the award
or making of this Agreement.
24. Public Entity Crimes Affidavit. Consultant shall comply with Section 287.133, Florida Statutes
(Public Entity Crimes Statute), notification of which is hereby incorporated herein by reference,
including execution of any required affidavit.
25. Counterparts. This Agreement may be executed in several counterparts, each of which shall be
deemed an original and such counterparts shall constitute one and the same instrument.
26. Conflicts.In the event of a conflict between the terms of this Agreement and any exhibits or
attachments hereto, the terms of this Agreement shall control.
27. E-Verify Affidavit. In accordance with Section 448.095, Florida Statutes, the City requires all
contractors doing business with the City to register with and use the E-Verify system to verify the work
authorization status of all newly hired employees. The City will not enter into a contract unless each
party to the contract registers with and uses the E-Verify system. The contracting entity must provide
its proof of enrollment in E-Verify. For instructions on how to provide proof of the contracting entity’s
13
participation/enrollment in E-Verify, please visit: https://www.e-verify.gov/faq/how-do-i-provide-
proof-of-my-participationenrollment-in-e-verify. By entering into this Agreement, the Consultant
acknowledges that it has read Section 448.095, Florida Statutes; will comply with the E-Verify
requirements imposed by Section 448.095, Florida Statutes, including but not limited to obtaining E-
Verify affidavits from subcontractors; and has executed the required affidavit attached hereto and
incorporated herein.
[Remainder of page intentionally left blank.
Signature page and E-Verify Affidavit follows.]
14
E-VERIFY AFFIDAVIT
In accordance with Section 448.095, Florida Statutes, the City requires all contractors doing business with the City
to register with and use the E-Verify system to verify the work authorization status of all newly hired employees.
The City will not enter into a contract unless each party to the contract registers with and uses the E-Verify system.
The contracting entity must provide of its proof of enrollment in E-Verify. For instructions on how to provide
proof of the contracting entity’s participation/enrollment in E-Verify, please visit: https://www.e-
verify.gov/faq/how-do-i-provide-proof-of-my-participationenrollment-in-e-verify
By signing below, the contracting entity acknowledges that it has read Section 448.095, Florida Statutes and will
comply with the E-Verify requirements imposed by it, including but not limited to obtaining E-Verify affidavits
from subcontractors.
☐Check here to confirm proof of enrollment in E-Verify has been attached to this Affidavit.
In the presence of: Signed, sealed and delivered by:
Witness #1 Print Name: Print Name:
Title:
Witness #2 Print Name: Entity Name:
ACKNOWLEDGMENT
State of Florida
County of
The foregoing instrument was acknowledged before me by means of ☐physical presence or ☐online notarization,
this day of , 20 , by (name of person)
as (type of authority) for (name
of party on behalf of whom instrument is executed).
Notary Public (Print, Stamp, or Type as
Commissioned)
Personally known to me; or
Produced identification (Type of Identification:)
Did take an oath; or
Did not take an oath
15
IN WITNESS WHEREOF, the parties hereto have caused this Agreement to be executed the day and year as first
stated above.
CITY OF SOUTH MIAMI
By:
Genaro “Chip” Iglesias
City Manager
Attest:
By:
Nkenga “Nikki” Payne, CMC, FCRM
City Clerk
Approved as to form and legal sufficiency:
By:
Weiss Serota Helfman Cole & Bierman, P.L.
City Attorney
Addresses for Notice:
Genaro “Chip” Iglesias
City of South Miami
Attn: City Manager
6130 Sunset Drive
South Miami, FL 33143
305-668-2510 (telephone)
305-663-6345 (facsimile)
chip@southmiamifl.gov (email)
With a copy to:
Weiss Serota Helfman Cole & Bierman, P.L.
Attn: Lillian Arango, Esq.
City of South Miami Attorney
2800 Ponce de Leon Boulevard, Suite 1200
Coral Gables, FL 33134
larango@wsh-law.com (email)
CONSULTANT
By:
Name:
Title:
Entity:
Addresses for Notice:
(telephone)
(facsimile)
(email)
With a copy to:
(telephone)
(facsimile)
(email)
16
ATTACHMENT B
DECLARATION/AFFIDAVIT OF REPRESENTATION
This affidavit is not required for compliance with the City’s Solicitation; however, it may be used to avoid the need
to register members of your presentation team as lobbyists. Pursuant to City Ordinance 28-14-2206 (c)(9), any person
who appears as a representative for an individual or firm for an oral presentation before a City certification, evaluation,
selection, technical review, or similar committee, must list on an affidavit provided by the City staff, all individuals
who may make a presentation. The affidavit must be filed by staff with the Clerk's office at the time the committee's
proposal is submitted to the City Manager. For the purpose of this subsection only, the listed members of the
presentation team, with the exception of any person otherwise required to register as a lobbyist, must not be required
to pay any registration fees. No person may appear before any committee on behalf of an anyone unless he or she has
been listed as part of the firm's presentation team pursuant to this paragraph or unless he or she is registered with the
City Clerk's office as a lobbyist and has paid all applicable lobbyist registration fees.
Pursuant to '92.525(2), Florida Statutes, the undersigned, ________________, makes the following declaration under
penalties of perjury:
Listed below are all individuals who may make a presentation on behalf of the entity that the affiant represents in
connection with Request for Proposals (RFP) No. .
Please note; No person may appear before any committee on behalf of anyone unless he or she has been listed
as part of the firm's presentation team pursuant to this paragraph or unless he or she is registered with the
Clerk's office as a lobbyist and has paid all applicable lobbyist registration fees.
NAME TITLE
For the purpose of this Affidavit of Representation only, the listed members of the presentation team, with the
exception of any person otherwise required to register as a lobbyist, will not be required to pay any registration fees.
The Affidavit of Representation must be filed with the City Clerk's office at the time the committee's proposal is
submitted to the City as part of the procurement process.
Under penalties of perjury, I declare that I have read the foregoing declaration and that the facts stated in it are true
and specifically that the persons listed above are the members of the presentation team of the entity listed below.
STATE OF FLORIDA )
) ss:
COUNTY OF ________________)
The foregoing instrument was acknowledged before me by means of physical presence or online
notarization this day of , 20 , by ,
on behalf of . She/He is personally known to
me or has produced as identification.
Notary Public
Print Name
17
EXHIBIT B
PRICE PROPOSAL
18
EXECUTIVE SEARCH PROPOSAL
DATE SUBMITTED
JUNE 29, 2023
SUBMITTED TO
Mr. Genaro “Chip” Iglesias, City Manager
City of South Miami
CHIEF OF POLICE
CITY OF SOUTH MIAMI FLORIDA
PREPARED BY
GREG NELSON
MOSAIC PUBLIC PARTNERS
200 Gateway Dr., #1908, Lincoln, CA, 95648
916-550-4100
greg@mosaicpublic.com
connect@mosaicpublic.com
19
DEAR MR. IGLESIAS:
Mosaic Public Partners is pleased to have the opportunity to present our qualifications and approach to your
executive search needs for the position of Chief of Police. Mosaic Public Partners was founded on the principles
of providing higher levels of innovation and client collaboration to complement the tried-and-true principles
of executive search. By using private-sector technologies and search methodologies, we can deliver a better
client experience and results, while staying within the constraints of the public sector.
Members of our project team are seasoned public sector executives who have a true passion for the work of
public agencies. We understand the challenges that public agencies face and their unique needs. Our consul-
tants have conducted over two hundred executive searches across the United States, bringing both experience
and a national perspective on current trends and issues.
If awarded the search for the City of South Miami, both principals of the firm would be assigned to lead the
search, supplemented by a Senior Consultant. All three members of the project team are former Police Chiefs,
with strong national networks. Additionally, Mr. Nelson led a police department of 56 sworn officers, nearly the
same size as the South Miami Police Department. We believe our experience as police executives, our strong
national network of police executive candidates, and our firm’s solid reputation make us the ideal partner to
assist the City of South Miami on this search.
After reviewing our proposal, please contact us at (916) 550-4100 if you have questions or need additional
information. We look forward to hearing from you and hope to have the opportunity to work with you on this
important recruitment.
Best Regards,
RE: PROPOSAL TO PROVIDE EXECUTIVE SEARCH SERVICES – CHIEF OF POLICE
June 29, 2023
Mr. Genaro “Chip” Iglesias
City Manager
City of South Miami
6130 Sunset Drive
South Miami, FL 33143
Bryan Noblett
Founder and Managing Partner
bryan@mosaicpublic.com
Greg Nelson
Founder and Managing Partner
greg@mosaicpublic.com
20
INDEX
1 Professional Qualifications
3 Why Choose Mosaic Public Partners?
4 Relevant Experience
6 Approach and Search Methodology
6 Project Management
6 Candidate Profile Development
7 Outreach and Recruiting
8 Candidate Screening and Evaluation
8 Background and Final Qualification
9 Closeout Communications
9 Executive Search Timeline
11 Project Team
15 Cost of Services
17 Appendix
21
1
PROFESSIONAL QUALIFICATIONS
Mosaic Public Partners was founded to create a better partner for public agencies needing to fill critical
positions. We bring higher levels of innovation and client collaboration to the tried-and-true principles
of executive search. Using private sector technologies and search methodologies, squared within the
constraints of the public sector, allows us to deliver an improved client experience and better results.
We are seasoned public sector executives who have profound respect for the work of public agen-
cies. We are passionate about placing today’s public leaders, which enables public agencies to deliver
exemplary leadership to their constituents.
Mosaic Public Partners is a Limited Liability Company (LLC) registered in the state of California. Mr. Greg
Nelson and Mr. Bryan Noblett are the founders and managing partners of Mosaic Public Partners with
a 55% and 45% respective ownership, and both have the authority to bind the firm. There are no known
conflicts of interest related to this executive search and no subcontractors are utilized. Mosaic Public
Partners has never been involved in litigation, nor has it been involved in any form of financial insol-
vency.
MOSAIC APPROACH
Placing today’s public leaders is our mission. Aligning the right candidates with the right opportunities
helps our clients to build effective teams. We enjoy building relationships with the people involved in
our searches, whether it is the candidates, hiring managers, team members or stakeholders. Establish-
ing meaningful connections with those involved in our search processes is the basis from which we
derive our success as a trusted partner and client-focused search firm.
CLIENT FOCUSED
Mosaic Public Partners provides a client-focused, customized approach to every search. We create
an open, transparent, and interactive search process for both our clients and candidates. As a small
firm we remain highly responsive to client needs and objectives, along with being personally available
during the search process. Honest communication, collaboration, and connecting with people are key
components in a successful search. At Mosaic Public Partners, we pride ourselves on excellent cus-
tomer service, agility, and responsiveness. We tailor our workload so that we can be readily available to
assist with all elements of the search process for our clients and candidates alike.
Our use of innovative technology allows our clients unparalleled real-time access and visibility of the
search process. Our commitment is that our clients have a 360-degree view of all elements of their
recruitment at any time. We are proud to bring private sector technology to our public sector searches
to make them as efficient and transparent as possible for our clients.
22
2
PROFESSIONAL QUALIFICATIONS
TRUSTED PARTNERS
Our founding partners are two former public safety executives, each with exemplary service
careers. We understand local government and the importance of accountability and responsive-
ness. Our combined career histories exemplify professionalism and a dedication to public service,
along with a keen understanding of what it takes to be an effective leader in a public sector
environment. Leveraging our public service careers, we became experienced executive search
consultants, bringing with us a continued dedication to public service and an ethical, confidential,
and discrete approach to assisting public agencies in the executive search process. Mosaic Public
Partners is your trusted partner in placing today’s public leaders.
COMMITMENT TO DIVERSITY, EQUITY, AND INCLUSION
The Mosaic Team celebrates and prioritizes diversity, equity, and inclusion in its search practices and
in its own organizational culture. We understand the dynamic nature of diverse teams and our clients’
need to build organizations that are as representative of the communities they serve as possible.
Simply stated, the need for public employers and public sector search firms to build recruitment
processes anchored by a commitment to diversity, equity, and inclusion is more important now
than ever. Mosaic Public Partners is committed to ensuring outreach to diverse candidate pools via
inclusive and strategic advertising, targeted outreach, and other methods which are all intended to
deliver a diverse, highly qualified candidate pool to our clients. Evidence of this commitment can be
seen in the placements we have made over the past several years.
23
3
COLLABORATION
Mosaic Public Partners believes that
executive searches are more successful
when the consultants and clients work
closely together throughout the engagement.
We treat each search as a true partnership
with our clients.
WHY CHOOSE MOSAIC PUBLIC PARTNERS?
NATIONAL REACH
While we have extensive experience conduct-
ing searches in the West, our work across the
nation brings a valuable perspective on issues
and candidate markets to our clients. We invite
you to view our consultants’ body of executive
search experience at:
mosaicpublic.com/consultant-portfolio
INNOVATION
Applying private sector technologies to the tried-and-
true practices of public sector searches allows Mosaic
Public Partners to deliver needed agility and improved
communications to our clients.
DIVERSITY
Today’s public sector leadership teams thrive
when they are diverse in background and
thought. Today’s public sector leadership teams
thrive when they are diverse in race, ethnic
and cultural identity, gender, background and
thought. Mosaic Public Partners is here to
assist, guide, and lead in that endeavor.
EXPERIENCE
Public service is the world in which we have lived. Our
search team has over 100 years of public service experience.
Having attained executive level positions in our public sector
careers has given us valuable insight and an advantage in
understanding and responding to the nuances and chal-
lenges of selecting public sector leaders.
SERVICE
Our team will be your partner from start to finish. We are
committed to providing excellent service to clients and
candidates alike, as well as representing our clients at
the highest level.
24
4
RELEVANT EXPERIENCE
4
Our consultants have conducted Police Chief recruitments in the last several years that we feel
have positioned us to successfully complete this search on behalf of the City of South Miami. Below
is a list of those searches we feel are most relevant, some of which is attributed to the consultants’
tenure at a prior firm.
City of Victoria – Victoria, TX
Population – 65,400
Chief of Police (2023)
City of Ukiah – Ukiah, CA
Population – 17,000
Chief of Police (2023)
City of Lawrence – Lawrence, KS
Population – 95,000
Chief of Police (2021)
City of Martinez – Martinez, CA
Population – 37,000
Chief of Police (2023)
25
5
ADDITIONAL EXPERIENCE
5
CLIENT POSITION
2023 City of Sunnyvale – Sunnyvale, TX Chief of Police*
2023 City of Novato – Novato, CA Chief of Police*
2023 Town of Little Elm – Little Elm, TX Assistant Chief of Police*
2023 City of Denton – Denton, TX Chief of Police
2021 City of Pismo Beach – Pismo Beach, CA Chief of Police
2021 City of Bozeman – Bozeman, MT Chief of Police
2021 City of Santa Monica – Santa Monica, CA Chief of Police
2021 University of New Mexico – Albuquerque, NM Chief of Police
2021 King County – Seattle, WA Director for the Office of Law Enforcement Oversight
2021 City of Austin – Austin, TX Chief of Police
2020 City of Sanger – Sanger, CA Chief of Police
2020 City of San Marcos – San Marcos, TX Chief of Police
2020 City of Seattle – Seattle, WA Community Police Commission Executive Director
2020 City of Salem – Salem, OR Chief of Police
2020 City of Emeryville – Emeryville, CA Chief of Police
2020 City of Boise – Boise, ID Chief of Police
2020 City of Bishop – Bishop, CA Chief of Police
2020 City of Richmond – Richmond, TX Chief of Police
2020 City of Fresno – Fresno, CA Chief of Police
2020 City of Elk Grove – Elk Grove, CA Captain
2019 City of Hayward – Hayward, CA Chief of Police
2019 City of Elk Grove – Elk Grove, CA Chief of Police
2019 City of Vallejo – Vallejo, CA Chief of Police
2019 City of Concord – Concord, CA Chief of Police
2019 City of Elk Grove – Elk Grove, CA Assistant Chief of Police
2018 City of Richland – Richland, WA Chief of Police
2018 City of Clearlake – Clearlake, CA Chief of Police
2018 City of West Linn – West Linn, OR Chief of Police
2018 City of Denton – Denton, TX Chief of Police
2018 City of Pacific Grove – Pacific Grove, CA Chief of Police
2017 Town of Gilbert – Gilbert, AZ Chief of Police
2017 City of Seattle – Seattle, WA Office of Police Accountability Director
2017 City of Hayward – Hayward, CA Chief of Police
2016 City of Morro Bay – Morro Bay, CA Chief of Police
2016 City of Tualatin – Tualatin, OR Chief of Police
2016 City of Indio – Indio, CA Chief of Police
2015 City of Martinez – Martinez, CA Chief of Police
2015 City of Pacific Grove – Pacific Grove, CA Chief of Police
2015 City of Bishop – Bishop, CA Chief of Police
The following is the full consultants’ track record in conducting police executive searches, some of which are
attributed to their work with a prior firm. Those searches identified with an asterisk (*) are current recruitments.
26
KICKOFF
PROJECT MANAGEMENT
The Mosaic Team will meet via videoconference with the City Manager, personnel manager, and others,
as appropriate. The objectives of this meeting are to learn points of contact and communication pref-
erences, conduct a stakeholder analysis, develop the project timeline, and to create the preliminary
selection process.
During this phase of the project, the consultants will review the organization’s job description and review
the salary and benefit offering for competitiveness in the market.
The consultants will conduct a stakeholder analysis with the City to determine the level and manner of
community and stakeholder engagement necessary for a successful process.
CANDIDATE PROFILE DEVELOPMENT
Based on the project management kickoff meetings, Mr. Nelson and Mr. Noblett will meet with the iden-
tified stakeholders to solicit input on the desired qualities sought in the next Chief of Police, as well as
anticipated challenges and opportunities they will face. The project team will also gather important docu-
ments, information, and media from the City to be used in the development of the candidate profiles.
The Mosaic Public Partners team will meet with City leadership and stakeholders individually or in small
groups to gather their input relative to the desired characteristics sought for candidates, as well as chal-
lenges and opportunities facing the South Miami Police Department.
Likewise, we believe it is very important to meet with the Mayor and each member of the City Commission
in order to gain their respective input into the characteristics needed for the next Chief of Police.
Utilizing the input received, Mosaic Public Partners will create a candidate profile that accurately and
attractively presents the opportunity to prospective candidates. Once approved by the City, this candidate
profile serves as the standard by which all prospective candidates are evaluated, as well as for guiding the
search strategies. Once approved by the City Manager, this candidate profile serves as the standard by
which all prospective candidates are evaluated, as well as for guiding the search strategies.
APPROACH AND SEARCH METHODOLOGY
6
We approach every executive search as a partnership with our client. In this light, we use a proven
framework as the foundation for the project and collaboratively tailor the work plan to meet the unique
needs and wishes of our clients. In every search, we aim to provide our client with three deliverables:
1) a diverse selection of qualified candidates, 2) a thoughtful, inclusive, and well-communicated search
process, and 3) sound advice and consultation. The following is a representation of the approach and
methodology to a Mosaic Public Partners Search.
27
APPROACH AND SEARCH METHODOLOGY
7
A sample brochure from the City of Victoria, Texas Police Chief recruitment is included in this proposal as
a visual example of the quality way in which we represent our clients and market their search to potential
candidates.
The City Manager and personnel manager will be provided with online access to Mosaic Public Partners’
recruitment software through a client portal that ensures the search strategy and approach are properly
calibrated for success. Our goal is to ensure that our clients are continually kept updated on the status of the
recruitment.
OUTREACH
OUTREACH AND RECRUITING
Based upon the search strategy developed with the City, Mosaic Public Partners will immediately launch a
targeted and comprehensive search effort that sources candidates from five primary categories.
• Advertising Campaign: Advertisements will be placed in sources targeted at attracting a diverse
selection of highly qualified candidates. In addition to advertising with a variety of state/regional police
chief associations, ads will also be placed with nationally recognized law enforcement associations
such as:
• IACP – International Association of Chiefs of Police
• FPCA – Florida Police Chiefs Association
• PERF – Police Executive Research Forum
• NAWLEE – National Association of Women Law Enforcement Executives
• HAPCOA – Hispanic American Police Command Officers Association
• NOBLE – National Organization of Black Law Enforcement Executives
• NAPOA - National Asian Peace Officers Association
• Website and Social Media Campaign: Mosaic Public Partners provides a comprehensive social
media marketing campaign that includes custom graphics, eye-catching photos and distribution on
LinkedIn and Facebook accounts to share the position with potential candidates. Social media posts
are crafted at several points throughout the recruitment process. In addition, partners and recruiters
share Mosaic Public Partners blog and social media posts on their respective LinkedIn accounts.
Mosaic Public Partners will also highlight the position on our website with a blog post, listing in our
“Upcoming Career Opportunities,” and ultimately on our “Careers” page once the position is open.
• Direct Outreach: The search consultants have an extensive candidate network across the nation.
These networks will be leveraged to identify and recruit candidates that appear well matched to the
candidate profile.
• Indirect Outreach: By using the same candidate networks, Mosaic Public Partners can seek nomina-
tions from other leading public sector executives who often provide excellent insight into rising talent.
28
APPROACH AND SEARCH METHODOLOGY
8
• Researched Outreach: Using the search strategy as a guide, Mosaic Public Partners will ap-
ply innovative technologies to find and recruit candidates that may not have been identified
through other methods.
Each potential candidate is personally engaged by the search consultants and many hours are
typically spent answering questions and providing information to candidates to minimize any
barriers that may be a discouragement.
CANDIDATE SCREENING AND EVALUATION
The search consultants perform an initial evaluation of candidates based upon their submitted mate-
rials. Candidates who are well aligned with the candidate profile, along with all internal candidates, are
interviewed via videoconference to further evaluate their qualifications and suitability for the position.
Candidates who are well matched to the candidate profile are identified and a thorough Internet and
news search is conducted to help understand each candidate’s public persona, as well as to ensure
that any items that may be seen as controversial are known and understood.
SELECTION
PRESENTATION OF CANDIDATES
During a meeting with the City, the search consultants will present the candidates that submitted
interest in the position. The meeting will be facilitated by Mosaic Public Partners’ innovative client
portal which provides the City with direct access to all candidate materials. From this meeting, a
small group of candidates is invited to participate in the selection process.
SELECTION PROCESS
Having previously designed the selection process collaboratively with the City, the search con-
sultants will provide on-site facilitation of the interviews. A typical interview process for a Chief of
Police will involve multiple interview panels which represent community and staff perspectives.
Mosaic Public Partners will design and provide tailored interview materials for all interview panels
and ensure the City retains the completed materials for records retention needs.
Customarily, this initial round of interviews will reduce the field of candidates to a smaller num-
ber who are then invited for a second interview with the City Manager and others, if desired. The
search consultants are ordinarily not on-site for this second interview unless it occurs in conjunc-
tion with the first interview.
29
APPROACH AND SEARCH METHODOLOGY
9
BACKGROUND AND FINAL QUALIFICATION
Once the City has identified its candidate of choice, the search consultants will perform a thorough back-
ground investigation of the candidate, accompanied by a series of consultant-driven reference checks
that seek input from people with a variety of perspectives to the candidate.
NEGOTIATION
Mosaic Public Partners will negotiate on the City’s behalf to succeed in reaching an agreement with the
selected candidate. Across earlier candidate conversations, the search consultants attempt to ensure the
candidate’s salary and benefit expectations are in accord with the City’s to prevent surprises at this critical
culmination of the recruitment.
CLOSEOUT COMMUNICATIONS
Throughout the search process, Mosaic Public Partners maintains professional communications with
all candidates involved. We realize that we are representing the City of South Miami throughout the
recruitment and ensure that each person we interact with is left with a favorable impression of the
City. In this final communication, we inform all candidates who were not selected of their status and
the City’s appreciation for their interest.
At the beginning of each search engagement, Mosaic Public Partners meets with clients to col-
laboratively craft a work plan and timeline that best aligns with our client’s needs. Our consultants
will suggest best practices and share examples from prior engagements to tailor a process that is
thoughtful and well communicated.
The typical duration of a search project is 12-17 weeks. Additionally, the selected candidate will cus-
tomarily need to provide 30-days for notice and transition, if selected from outside of the organization.
This brings the total duration to approximately 16-21 weeks. A customized will be crafted in collabora-
tion with the City during the first step of the search engagement. We are confident that we can deliver
a successful search effort that meets the needs of the City of South Miami.
The following timeline represents the key milestones of an executive search, including tasks and
approximate durations.
EXECUTIVE SEARCH TIMELINE
30
10KICKOFFProject Management
Pre-kickoff meeting: project schedule, stakeholder analysis,
communication methods, collection of background material
Candidate Profile Development
Client input meetings, stakeholder input meetings
Drafting and layout of candidate profile
1–2 Weeks
OUTREACHOutreach and Recruiting
Advertising strategy and campaign
Candidate research and identification
Seek nominations
Recruit candidates
Candidate Screening and Evaluation
Paper screening
Screening interviews
News and internet research
4 Weeks
2 Weeks
Presentation of Candidates
Client meeting to review candidates and select those to advance
Candidate updates
Selection Process
Consult and design interview process
Facilitation of on-site interview process, typically 4-7 candidatesSELECTION 1 Week
2-3 Weeks
Background and Final Qualification
Background investigation and thorough reference checks for finalist candidate
Negotiation
Negotiation with final candidate
Assistance with offer letter and employment agreement
Closeout Communications
1-2 Weeks
1 Week
Concurrent
EXECUTIVE SEARCH TIMELINE
31
11
PROJECT TEAM
If awarded the search, both Founders and Managing Partners of the firm and
a Senior Consultant would serve on the project team, supported by the firm’s
Business Support Manager, Administrative Services Manager, a Research Asso-
ciate, and a Graphic Designer.
GREG NELSON
FOUNDER & MANAGING PARTNER
For the better part of a decade, Mr. Nelson has led a successful executive search practice for a
national search firm. In his role, Mr. Nelson has successfully recruited public sector executives on a
national scale for a diverse array of fields and positions. His work has included positions with intense
community interest, high levels of stakeholder involvement, and those with political sensitivities.
In the first twenty years of his career, Mr. Nelson served leadership roles in municipal government,
culminating as the Chief of Police for a 70 member police department. Under his tenure, the City
increased employee engagement, citizen satisfaction (amongst the highest in a national survey),
and made drastic improvements in the labor-management climate. He created public-private
partnerships that allowed for superior levels of service during budget shortfalls, while enhancing
relationships with stakeholders in the community. Additionally, he has provided expert testimony for
state and local legislative bodies. Mr. Nelson was a co-founder of a municipal Human Rights Commit-
tee, engaging businesses and citizens in workshops and community dialogue on diversity and social
equity issues, in and out of the workplace.
Mr. Nelson holds a Master’s degree in Public Administration from the University of Illinois-Springfield
with a graduate certificate in Public Sector Labor Relations.
As a founder of Mosaic Public Partners, Mr. Greg Nelson leverages decades of experience in the pub-
lic sector with many years of successful experience leading executive searches for a variety of client
roles across the nation.
32
12
BRYAN NOBLETT
FOUNDER & MANAGING PARTNER
Bryan Noblett spent over 34 years working as a public safety leader in the
Greater Sacramento Region. The majority of his career was spent working in
leadership and executive level roles. Bryan placed a strong focus on staff devel-
opment and on ensuring his organization was responsive to community needs
throughout his career. He possesses a strong commitment to customer service
and worked diligently as a municipal government executive to ensure his organization was focused
on partnering with the community it served. In addition, Bryan is well-versed in labor negotiations and
working collaboratively with labor groups to achieve successful outcomes. Bryan’s passion for leader-
ship development, talent assessment and public service led him to accept a position with a nationally
recognized public sector search firm shortly after his retirement. Bryan holds a bachelor’s degree in
Criminal Justice, a master’s degree in Organizational Leadership and has attended several prestigious
professional development courses.
As a long-time contributor to city executive teams, Bryan possesses a thorough understanding of
all areas of public sector leadership. He spent the last 3+ years partnering with municipal clients and
communities across the country by assisting them in recruiting talented leaders to serve as Police
Chiefs, City Managers, Chief Financial Officers, and other executive-level leadership positions. Bryan
deeply values his connections with people, which has led to several outstanding placements and
ongoing relationships with clients and candidates alike.
As a founder of Mosaic Public Partners, Bryan is very excited to focus on client needs and work with
candidates to place today’s public leaders.
PROJECT TEAM
33
13
JACQUELINE SEABROOKS
SENIOR CONSULTANT
Jacqueline “Jackie” Seabrooks has been involved in the dynamic environs of
public sector work for almost four decades. Ms. Seabrooks has held increasingly
responsible positions in both state and municipal public safety organizations. Ms.
Seabrooks has substantial senior executive experience and a strong reputation
for service-oriented, values-based leadership carried out in a manner which pro-
motes effectiveness and consistency in the carrying out of the best and most promising workplace
practices. Jackie has extensive experience in the areas of employer-employee relations, budgeting,
building collaborative teams with both internal and external organizational stakeholders, mentoring/
coaching, staff and organizational development, and labor-management relations. Over the course of
her career, Ms. Seabrooks was committed to promoting principles of equity, diversity, and inclusion in
her leadership.
Ms. Seabrooks holds a Master’s degree in Public Administration from California State University, Long
Beach. She has attended an array of executive development courses to include offerings by the pres-
tigious Harvard University’s Kennedy School of Government, the FBI’s National Academy, and Boston
University’s Senior Management Institute for Police.
As a Senior Consultant with Mosaic Public Partners Ms. Seabrooks leverages her extensive public
sector leadership experience, which includes eleven years of service as a municipal police chief, to
facilitate the selection and placement of those public sector executives ready to meet the leader-
ship demands of the 21st Century. Based in Dallas, Texas, Jackie is elated to be part of Mosaic Public
Partners, joining managing partners Greg Nelson and Bryan Noblett, to foster continued public sector
excellence through the placement of today’s and tomorrow’s committed leaders.
PROJECT TEAM
34
14
SHERI NOBLETT
BUSINESS SUPPORT MANAGER
Sheri Noblett spent over 30 years working in the public sector in the Greater
Sacramento Region. Over the course of her career, she had direct involve-
ment in the design and implementation of numerous infrastructure and
leisure service projects that improved the lives of many in the region. Sheri is
a highly skilled project manager and utilized her keen organizational skills to
deliver stellar projects on time and on budget.
Her extensive experience in the public sector and working in collaboration with multiple project
stakeholders makes Sheri a valued partner with respect to integrating the input from others to
deliver the best possible project outcomes. She possesses a strong customer service orienta-
tion and has a wealth of understanding of municipal service. Sheri holds a bachelor’s degree in
Landscape Architecture, is licensed in California and possesses many certifications that bol-
stered her public service career.
JACKIE NELSON
ADMINISTRATIVE SERVICES MANAGER
Jackie Nelson has dedicated over 30 years to public service holding leadership
roles of increasing responsibility with significant statewide oversight. Having
served in a large public safety agency at an executive level, Jackie focused on
employee engagement, agency accountability, and commitment to the com-
munities served. With her broad experience, Jackie was a valued team member
known for leading inclusive teams, creating valuable networks, and connecting
with people. As the Deputy Director for the Department of Public Safety in the
State of Nevada she became the highest -ranking female executive in her agency’s history, paving
the way for others to follow.
Sought out for her strategic acumen, project management, and ability to successfully lead a team,
Jackie was often selected to lead critical projects. In California, Jackie spearheaded the largest orga-
nizational and regulatory mandates in her agency’s history. Jackie holds a Bachelor’s degree from the
University of Nevada-Reno.
PROJECT TEAM
35
COST OF SERVICES
15
Our flat fee to provide executive search services as outlined in this proposal for the
position of Chief of Police is $27,500. The flat fee includes both professional services
and consultant expenses related to the aforementioned work plan. These expenses
include graphic design, advertising, consultant travel, administrative support, printing,
postage, technology, educational verification and a background check on the selected
candidate.
Invoicing will be in four installments:
1. Upon Execution of the Professional Services Agreement: $8,250
2. After Presentation of Candidates: $8,250
3. After Initial Interviews: $8,250
4. After Accepted Offer of Employment: $2,750
The flat fee is based upon one consultant trip for the search consultants, Mr. Noblett and Mr.
Nelson, to facilitate candidate interviews. All other client meetings will be conducted via vid-
eoconference or teleconference. Any additional expenses will be invoiced at the end of the
project and are supplemental to the flat fee. Candidate travel expenses shall be the respon-
sibility of the City of South Miami.
The cost proposal and professional search services referenced herein are valid for 120 days
from date of submittal.
$27,500 FLAT FEE
OPTIONAL SERVICES
Should the City be interested in a utilizing a survey to extend opportunities for employees of
the City South Miami and/or the community to provide input into the recruitment and selec-
tion of the next Chief of Police, Mosaic Public Partners will develop a survey instrument and
provide a summary report to help inform the selection. The City would be responsible for any
announcements to create awareness of the survey opportunity. The optional fee for either an
employee or community survey is $2,500 or $5,000 for both.
A sample departmental survey from the City of Denton, Texas recruitment is included in this
proposal as an example of the value and expectations a survey can provide the City.
36
16
GUARANTEE
Mosaic Public Partners offers the industry-standard one-year guarantee on our full search
process. If, within a one-year period after appointment, the selected candidate voluntarily
resigns or is dismissed for cause, Mosaic Public Partners will conduct another search effort
without additional fees for professional services. The City would be expected to reimburse
the firm for all expenses incurred, which are approximately 30% of the flat fee.
If a placement is not made in the first search attempt, Mosaic Public Partners will con-
duct a second search effort with no charge for professional services. The City would be
expected to pay for all expenses incurred.
Mosaic Public Partners will never actively recruit our placement while they are employed
with the City.
INSURANCE
Mosaic Public Partners maintains the following insurance coverage:
Errors and Omissions/Professional Liability $2,000,000
General Liability/Commercial $2,000,000
Automobile Liability (hired/non-owned) $1,000,000
Workers Compensation $1,000,000
Cyber/Data Breach Liability $2,000,000
COST PROPOSAL AND GUARANTEE
37
APPENDIX
SAMPLE CANDIDATE PROFILE
&
DEPARTMENT SURVEY RESULTS
17
38
City of Victoria, Texas
CHIEF OF POLICE Recruitment Services Provided By
39
The Opportunity
The City of Victoria, Texas offers a stellar career
opportunity to collaborative law enforcement
leaders as it seeks to identify its next Chief
of Police. Under the skillful leadership of its
previous Chief, the Victoria Police Department
has evolved into a modern, progressive public
safety organization with a keen focus on
community service and crime management
through a lens of procedural justice.
40
Victoria is in the heart of the Golden Crescent of South
Texas with a diverse population of approximately
67,000 and encompasses approximately 37 square
miles. As one of the state’s oldest and most historic
cities, Victoria is where the legendary Texas cattle
industry began. The original colony, founded in 1824,
was named for the first president of Mexico, Don
Guadalupe Victoria. The town was established as a
site known earlier as Cypress Grove due to the prev-
alence of cypress trees growing along the banks of
the Guadalupe River. Victoria was established as the
county seat of Victoria County on May 17, 1836, making
it one of the very first towns to be incorporated by the
Republic of Texas.
Today, Victoria remains at the forefront of new busi-
ness and technology. Strong industries such as
plastics manufacturing, petrochemical, industrial
chemical plants, oil and gas explorations, and a
growing medical service community are some of the
hallmarks of Victoria’s business portfolio. The pres-
ence of a high-speed fiber optics technology network,
higher education, and a strong retail trade sector
makes Victoria an outstanding location for residents
and businesses alike.
Education is of critical importance in Victoria, as
evidenced by the presence of two higher education
campuses in the City: The University of Houston at
About Victoria
Victoria and the two-year Victoria College. In terms
of public education, the Victoria Independent School
District provides service to some 17,000 students via 17
elementary campuses, four junior high schools, and
two high schools. In addition, Victoria also has two
private high school campuses.
In terms of outdoor activities, the Coastal Plains region
of Texas is known for hunting, fishing, and birding. The
City also offers many public park spaces, including
Riverside Park, which incorporates a top-notch golf
course, expansive disc golf course, the Texas Zoo, stops
along the Texas Paddling Trail, a baseball stadium,
soccer complex, walking trails, and many other ame-
nities across 660 acres. Victoria additionally boasts
a variety of recreational activities for residents and
visitors, as well as cultural pursuits such as the Victoria
Symphony, local theater, and several museums
celebrating its heritage. The city is a welcoming com-
munity with friendly residents and provides a great
climate and hospitality for visitors. Given the proximity
of the major cities of South Texas and the short dis-
tance to the Texas coast, Victoria is ideally situated
for permanent residents, visitors and those who come
during the winter for the ideal climate.
41
The City of Victoria was incorporated in 1915 and
adopted its home rule charter in 1956. The Charter
provides for a council-manager form of govern-
ment with a City Council comprised of the Mayor
and six Council members. The Mayor is elected
at-large for a three-year term. Four Council mem-
bers are elected from single-member districts and
two members are elected by super districts. All
terms are three years with a limit of four consecu-
tive terms. The Council appoints the City Manager,
City Attorney and the Municipal Court Judge.
Victoria is a full-service municipality, providing
general administrative services, police and fire
protection, emergency ambulance service, high-
ways and streets, water and sanitary sewer utilities,
parks and recreation, planning, and solid waste
residential service.
City Government
42
The Victoria Police Department (VPD) prides itself in
providing high-level professional services to its com-
munity by embracing 21st Century policing principles.
VPD staff are committed to serving the community
through core values of Integrity, Professionalism, Pride
in Service, and Respect. Strong community support
for the Victoria Police Department exists due to the
demonstrated commitment of the staff to be trust-
worthy and transparent in their delivery of service.
The stated mission of the VPD is, “To reduce crime and
the fear of crime through outstanding police services
in partnership with the community.”
VPD delivers service to the community through 167
full-time employees and a FY 2022-2023 budget of
$17 million. The Police Department has three divi-
sions (Patrol, Investigations, Support Services and
Budgetary Oversight) that are each led by captains.
Executive leadership is provided by the Chief of Police
and two Deputy Chiefs. Services provided by the
Victoria Police Department include:
The Department
• 911 Communications
Center
• Bicycle Patrol
• Community
Engagement Unit
• Patrol
• K-9
• Investigations
• Records
• Victim Services
• SWAT
Highlights achieved by the Victoria Police Department
during FY 2022 include receiving the Texas Police
Chief’s Association Best Practices recognition for
the 4th consecutive year and significantly increased
community engagement events.
VPD reduced violent Part I Crimes during FY 2022,
compared to 2021 statistics, by nearly 24% and
decreased property crime by almost 16%, with an
overall crime reduction of nearly 17%. The Police
Department implemented a data-driven approach
to identify two areas accounting for nearly 50% of
the crime in Victoria. Utilizing the data acquired, VPD
decreased crime in these identified areas by over
30%. The Department is proud of its crime reduction
efforts and is on a path to continue this outstanding
work under the leadership of its next Chief of Police.
167 FTEEmployees$17MOperating Budget
43
Appointed by the City Manager, the Chief of Police leads the Police
Department and its staff in the delivery of public safety services to
those who live, work, and visit Victoria. The next Chief will be a visible
leader in the community and in the Police Department. Some of
the essential functions of the Chief of Police include, but are not
limited to, the following:
• Leads the Police Department in creating and maintaining
trust-based community connections with a commitment to
effectively serve all of Victoria’s diverse community.
• Plans, directs, and coordinates the activities and operations
of the department, developing and administering strategic
plans to ensure that police services are efficient, effective,
and consistent with organizational values.
• Directs and coordinates community-oriented problem-solv-
ing efforts related to the Department’s Community Oriented
Policing program.
• Provides counseling, mentoring, and coaching to subordinate
managers, ensures appropriate action of subordinate super-
visors on disciplinary actions, and guarantees compliance
with all Department and City policies.
• Establishes and/or approves performance standards govern-
ing the quality and quantity of work in the Police Department;
evaluates subordinates’ progress toward accomplishments
of long-term goals as well as daily activities.
• Participates as an active, engaged member of the City
Executive Team and as a community leader.
The Position
44
Challenges & Opportunities
The next Chief of Police for the City of Victoria will have the opportunity to
lead an organization which has been positioned for success by the pre-
vious Chief, along with addressing some of the following challenges and
opportunities:
• The next Chief will have the exciting opportunity to influence and assist
with the design and construction of a $30 million public safety building
that is currently in the design phase.
• Community policing in Victoria is currently in a good place, but the next
Chief will have the opportunity to find innovative ways to continue to
nurture a collaborative, trust-based relationship with the community.
• The City of Victoria and its residents place a high value on public safety.
The next Chief of Police will have the opportunity to enhance and further
develop the Department’s intelligence-led policing efforts.
• A challenge for the next Chief will be to examine and identify career
development opportunities within the Police Department to ensure staff
are trained and ready for future assignments, promotions, and career
advancement.
• While strides have been made in technology in recent years, an oppor-
tunity exists to look for innovative ways to leverage technology to make
Victoria as safe as possible.
• The next Chief will need to work with command staff and City leadership
to address retention and recruiting in creative ways to ensure staffing is
sufficient to support Department initiatives.
45
The ideal candidate for the Chief of Police in the City of Victoria will pos-
sess certain traits and experiences that will likely lead to success:
• The next Chief of Police will have a demonstrated record of collabora-
tion and dedication to community connection. Modeling this behavior is
essential to success.
• A high level of visibility and presence in the Department and commu-
nity are essential.
• The next Chief will bring a commitment to mentoring and staff devel-
opment through training to all members of the organization.
• A strong, engaged and honest communicator who embraces col-
laborative leadership efforts within the Department and the City
organization. A leader who exhibits respect, humility, and kindness is
strongly desired.
• A collaborator who effectively engages with other City departments,
regional partners, service organizations, and business partners.
• The next Chief will have demonstrated experience in leading and
implementing effective crime control efforts in order to continue the
recent success of the Department in this regard.
• A fair and consistent leader who will continue to nurture an orga-
nizational culture which features mutual trust, teamwork, and
accountability.
• Demonstrated experience as a progressive and innovative thinker who
is open to exploring new ideas, programs, or service delivery methods
will benefit the next Chief.
• Commitment to procedural justice, both inside and outside the organi-
zation, will be an important area of focus.
• Experience with overseeing public safety facility construction projects
will be valuable.
Ideal Candidate
46
Any combination of related education, experience,
certifications, and licenses that will result in a candi-
date successfully performing the essential functions
of the job is qualifying. The most attractive candidates
will possess the following:
Education: A bachelor’s degree in criminal justice,
criminology, police administration, public admin-
istration, business administration or a related field.
Graduation from the F.B.I. National Academy, Senior
Management Institute for Police, Southern Police
Institute or a similar professional leadership program
is highly desirable.
Experience: At least ten (10) years in municipal law
enforcement, with a minimum of the last five (5) years
of experience in a senior command-level position.
Certification: Must have Texas Commission on Law
Enforcement (TCOLE) intermediate certification or
equivalent certification from another state with the
ability to obtain TCOLE intermediate certification.
Additional preferences: Experience as a Chief of
Police, Assistant Chief, Deputy Chief, or a command
level officer in a community of similar size and com-
plexity to Victoria is a plus.
Qualifications
47
The salary range for the Chief of Police is $125,000 -
$150,000, with placement in the range dependent on
qualifications. In addition, an excellent executive benefit
package is provided as outlined below. Key benefits
include:
• Retirement: Retirement is provided through TMRS.
Employees contribute 6% of salary, with a city match
of 2 to 1 upon retirement. Employees vest with 5 years
of service and are eligible to retire with 20 years of
service at any age, or with 5 years of service at age 60.
• Medical, Dental and Vision Insurance: Cafeteria plan
that includes a variety of medical, dental and vision
plan options for employees and dependents.
• Personal Time Off (PTO): PTO is accrued in lieu of
vacation and sick leave at a rate of 18 hours per month
up to a maximum total balance of 1,040 hours.
• Holidays: 15 observed holidays.
• Vehicle: A City fleet vehicle is provided for official use.
• Technology Allowance: A cell phone, laptop computer,
and other equipment are provided by the City.
• Deferred Compensation: The City provides a voluntary
deferred compensation plan for employees.
• Relocation Aassistance: Relocation assistance is
available for the successful candidate per City policy.
Compensation
& Benefits
48
Interested candidates should submit a comprehensive résumé and compelling cover letter online at mosaicpublic.com/careers no later than Friday, February 17th, 2023.
Confidential inquiries are welcomed to Chief Bryan Noblett (ret.) or Chief Greg Nelson (ret.) at (916) 550-4100.
This recruitment incorporates existing rules and regulations that govern public sector recruitments in the State of Texas. In accordance with public disclosure/open record laws,
information submitted for consideration may be made available to the public upon request by interested parties.
The City of Victoria is an Equal Opportunity Employer.
The Recruitment Process
49
City of Denton, Texas
CHIEF OF POLICE
DEPARTMENT SURVEY RESULTS
50
HOW LONG HAVE YOU WORKED FOR THE DENTON POLICE DEPARTMENT?DO YOU HOLD A SWORN OR NON-SWORN POSITION WITH THE DEPARTMENT?
WHAT IS YOUR AGE GROUP?
DENTON POLICE DEPARTMENT
(49.60%) LESS THAN 5 YEARS
(16.00%) 19-29
SWORN
71.20%
NON-SWORN
26.40%
(10.40%) 5–10 YEARS
(28.00%) 30-39
(8.00%) 10–15 YEARS
(32.00%) 40-49
(14.40%) 15–20 YEARS
(20.00%) 50-59
(17.60%) 20+ YEARS
(1.60%) 60+
(2.40%) PREFER NOT TO ANSWER
DEPARTMENT SURVEY RESULTS
PREFER NOT TO ANSWER
2.40%
51
What do you believe should be the most important
priorities for the next Chief of Police?
DENTON POLICE DEPARTMENT
DEPARTMENT SURVEY RESULTS
1Be a visible and inspiring leader to members of the Denton Police Department
2Career development, mentoring, and succession planning within the police department
3A strong focus on staffing and strategic deployment of staff
4Improve the recruitment and retention of officers
5Increase community engagement and community policing
6Improve service delivery through enhanced data analysis and associated strategies
7Increase the Police Department and City focus on creatively addressing issues surrounding
homelessness and mental health response
8Assist and collaborate with other city departments to improve the City’s overall service delivery
9Increase the focus on diversity, equity and inclusion in the Denton Police Department
10Improve the Police Department’s transparency efforts and data reporting to the community
52
DENTON POLICE DEPARTMENT
An honest, effective, engaging, and transparent communication style
A team-oriented, problem solving orientation
A commitment to the mentorship and professional development of the members of the Denton Police Department
The ability to create and lead a values-driven organization
A progressive leader who can harness ideas and contributions from a multi-generational workforce
A track record of being a collaborative leader and partnership builder
A commitment to modern policing methods that are in keeping with community expectations
Expertise in policy development
DEPARTMENT SURVEY RESULTS
1
2
3
4
5
6
7
8
What do you believe are the most important
characteristics to have in the next Chief of Police?
53
DENTON POLICE DEPARTMENT
The following is an inclusive list of the free responses received. Fifty-three of the 125 respondents provided an additional comment to this
question. The responses have been grouped in themes or concepts for organizational clarity.
POLITICS
• Don’t bow or swing to every political check-mark program that
superficially makes them look good.
• Do not base selection on race. Qualifications matter, not skin color.
• I would also request a Police Chief who is willing to continue
addressing the issues and consequences of current police
culture and how it affects service delivery. This is both within our
organization as well as the consequences of failings by officers
outside our organization. I would like to see our department con-
stantly striving to do better, acknowledge mistakes and failures,
and make a commitment to our citizens to own those failures as
officers while continuing our services with respect for our citizens.
• I believe the next chief should be able to effectively communicate
with city council and the city managers on the need for more
personnel in an extremely fast-growing city while explaining to
the citizens the need for the staffing to make Denton a safe city
for their families
DEPARTMENT SURVEY RESULTS
LEADERSHIP
• A Chief is a leadership position. The Chief needs to continue
a supportive environment for his/her police officers. Officers
under their command should know that the Chief will be fair and
impartial to their officers. The Chief should support and recognize
officers working hard, doing the right thing. A heavy handed and
micromanaging Police Chief would create an environment that is
unsuitable for working in our already stressful profession.
• We need an actual leader. Not someone who will say they are a
leader, quote leadership nonsense and never be seen doing the
job or interacting with those doing the job. We have had enough
administrators and we need an actual leader.
• If there was a choice, I would have made “A leader willing to hold
individuals and departments accountable,” as my number 2 option
under question #5.
• He/She should be an innovative leader and a people person.
• Please consider the importance of hiring a new Chief that will help
to continue to build on the foundation that Chief Dixon has created
by his leadership. And, please consider a person’s soft skills when
Is there anything else you would like to share regarding
the selection of our next Chief of Police?
54
DENTON POLICE DEPARTMENT
considering staffing (“book smart” is not always the best factor
for selection). Thanks!
• Be in line with Chief Dixon’s vision for the department, be
approachable and have an open door, be one that remembers
what it is like to be the working folks, not career admin mentality
• The ability to lead a values-driven organization would be high on
my list of characteristics of a new chief. However, we do not need
our values-driven organization to be created. Words mean things
and pulling bullet points out of a leadership school manual is not
a recipe for finding a good chief. If their resume says that they
have created values-driven organizations, then we can probably
read about that in a national newspaper. We should dig into
what the people in the lower echelons of their organization and
community feel about them before bringing them here.
• Truly look for the best candidate, no compromise or justification.
Someone who had demonstrated leadership, not just climbed
the ladder. Look for someone who is not just looking for the next
best thing.
• Respect, Honesty, & Compassion; someone who will work will
with Chief Dixon.
DEPARTMENT SURVEY RESULTS
COMMUNITY
• We must continue to build a positive relationship with the community.
• I want someone who is going to continue what we have started at
DPD the last several years. We are finally headed in a good direc-
tion, and I would like that to continue. After a long time of status
quo, it is a great feeling to being progressive and catching up to
modern policing. The transparency and accountability are great
and have tremendously helped the department. These things need
to continue so we as a department can be better.
STAFFING
• One of the biggest issues of any department is staffing. I would like
to see a Chief with a plan to recruit, retain, and have quality officers
to help with staffing levels. I would also like to see promotions and
special assignments attained by only merit and not based upon
the desire for diversification. Diversity is a priority but should be
secondary to having the right person for the position.
• I believe the Denton Police Department is a diverse and inclusive
department that has made huge strides in forming relationships
within the community. But our biggest problem is hiring and reten-
tion. Every agency in the country is struggling with that. Community
policing, homeless outreach, effective problem solving are all
great ideas and programs. But if we don’t have the officers to staff
Is there anything else you would like to share regarding
the selection of our next Chief of Police? (Continued)
55
DENTON POLICE DEPARTMENT
positions, employees are left feeling over-worked, under-valued
and less safe. The next chief should be someone current employ-
ees are excited to work for and someone who draws future
employees to the agency. We need a visible, inspiring leader
who’s primary focus is the well-being of employees. Hiring and
retention is a major part of that.
PROACTIVE POLICING
• We need a chief who is going to support and grow our proactive
policing efforts
• Our next Chief needs to come from a proactive policing back-
ground. We need to expand our specialty units, especially K9,
SWAT, and Interdiction and our next Chief needs to make these
things a priority. In order to do this, we first need an increase in
hiring to keep up with our growth rate as a city. We cannot con-
tinue to have the city growing at the rate that it is without hiring
more officers to keep up with this. Our next Chief has to focus on
hiring and expanding the department. We need a leader who will
stand up for the department and not allow the council or the city
to put us into a corner. Now more than ever we are being scruti-
nized and railroaded. Our next Chief needs to stand up for officers
when they are in the right and not cave to political pressure.
DEPARTMENT SURVEY RESULTS
• In question 4, the survey did not include any choices on enforcing
the laws, which is what we “do”. We need a Chief who will con-
tinue what Chief Dixon has started and continues to allow officers
to do their jobs.
DEPARTMENTAL VISION AND GROWTH
• Someone who is going to help the department grow in the right
direction and that is willing to get to know their employees and
listen to what we have to say.
• Don’t pick someone who will send us backwards.
• I’m hopeful they will have a similar vision for the department and
will continue to move forward vs. backward.
• Ability to think outside the box and do what is best for the depart-
ment even if the decision might not be popular.
• I feel like we’re about 3/4 through a conversion from “old to new”
and we need a Chief who will finish the job, and then keep us up to
date on modern policing strategies.
• We have a solid department that has made tremendous prog-
ress in the past four years, so it’s imperative that the next Chief of
Police retains this focus. Some especially important aspects that I
would like to highlight are being an excellent communicator both
Is there anything else you would like to share regarding
the selection of our next Chief of Police? (Continued)
56
DENTON POLICE DEPARTMENT
internally and externally, bringing experience and perspective
from other agencies to the table, and being an open-minded,
progressive problem solver.
COMMITMENT TO THE DEPARTMENT AND STAFF
• Be committed to the police department and not just use the
position as a steppingstone to further their own career.
• Officer Focused - Morale is declining
• I think moving forward, it is imperative that our new Chief will
stand by his/her officers when in the right and be fair & practical
when wrong. The ability to understand officers are human and
will make mistakes. Addressing honest mistakes as they should
be treated, and intentional mistakes accordingly.
• A chief who has their officers’ backs and who does not succumb
to the pressure of politics by sacrificing effective policing for
appeasing of the few.
• A chief that cares about his/her employees and their family -
sworn or not.
• We need to break up silos. We need improved communication
up and down the line. It would be nice if more than the exec team
had input in the path of the organization.
DEPARTMENT SURVEY RESULTS
• He needs to care about supporting the department and all the
people, not the growth of his own career path.
• The next Chief of Police should have the ability to use qualita-
tive and quantitative methods to continue the trajectory of the
Department, encourage innovation, development of all sworn and
non-sworn employees, and create a positive employee experience
from the moment an employee is hired to the day they retire. The
next Chief should also be able to identify headwinds that could
negatively impact our mission and the service we provide within
our community.
• Develop a good relationship with your dispatchers and dispatch
leaders. Be visible. We are often forgotten and the relationship
between us and police is very important.
• I would like to see us move away from the knee jerk reaction
responses to situations. We also have to get away from one officer
ruins it for all. That one officer should ruin it for themselves not for
everyone doing the right thing. If we have an issue with someone
we need to go to that person and deal with it, not try to apply it to
the whole department.
• I believe we need another strong Chief like Chief Dixon. A lot of the
supervisors at the Sergeant and Lieutenant level are not of the
quality that a lot of us are used to seeing. I would like the new Chief
Is there anything else you would like to share regarding
the selection of our next Chief of Police? (Continued)
57
DENTON POLICE DEPARTMENT
to be able to have the opportunity to give these supervisors all
the opportunities available to allow these supervisors to improve
and excel. With that being said, if those supervisors do not show
improvement the chief should be able to handle that accord-
ingly. I believe this process has been started by Chief Dixon, but it
needs to be seen through. Ultimately, I want to see the work that
we do as law enforcement be held on the highest pedestal of
all the work that is being done by personnel at the department.
More and more sworn personnel are being tasked with non-law
enforcement duties. I understand that is the way the world is right
now, but that also allows for our actual work to fall by the wayside
sometimes. Chief Dixon will know the next Chief when he sees
them, most of us trust him to be able to identify his successor.
• A leader who truly embraces equality across its members - both
sworn and non-sworn. An agency that treats its members and
values its members - in action and not just policy - differently
based on sworn/non-sworn status cannot claim to fairly treat its
diverse population fairly when it cannot treat its own member-
ship fairly.
• The Chief should be a person who can give everyone a voice
and space to create teams that feel heard and valued. This will
ensure that our staff do the same when interacting with citizens,
improving trust, legitimacy, and officer safety and wellness.
DEPARTMENT SURVEY RESULTS
• Everyone within the department needs to be treated with dignity,
value and worth. Depending on who you are within the department,
one is often disregarded, dismissed, or ignored, while sworn or
those who have executive, management or supervisory positions
are given more credence and acknowledgement. Old school
mentality (good ole boy) needs to be dismantled and those who
are in positions of authority need to have their egos checked at the
door. There has to be an alternative method of promoting those in
leadership positions other than scoring high on an exam. Good test
takers do not necessarily make or become good leaders.
MISCELLANEOUS
• Whoever we get will have a tough act to follow.
• Chief Dixon should stay.
• Comes from a larger agency.
• I do not like the word “progressive” in association with a new Chief
of Police. It implies “woke” mentality, which has been a disaster in
other cities throughout the metroplex and across the nation. You can
harness ideas and contributions without being progressive. I’d like
to see our Chief also maximize the inclusion of non-sworn personnel
in the future plans for the department. This will require a change in
culture to include professional staff as equals to sworn personnel.
Not all civilians are clerical staff.
Is there anything else you would like to share regarding
the selection of our next Chief of Police? (Continued)
58
DENTON POLICE DEPARTMENT
• Someone who will create stability within the department.
Someone who is willing to engage in criminal enforce-
ment, not the enforcement of social values, expectations, or
experimentation.
• Someone who will allow officers to make sound professional
decisions instead of relying on 700 pages of policy. Someone
that cares about the safety of the community and not building a
resume.
• Update CAD and report writing system. Don’t have patrol officers
filing their own cases. It takes an extended amount of time to file
a simple case.
DEPARTMENT SURVEY RESULTS Is there anything else you would like to share regarding
the selection of our next Chief of Police? (Continued)
59
DENTON POLICE DEPARTMENT
This report summarizes the results of the Staff Input Survey con-
ducted as part of the City of Denton’s Chief of Police recruitment
and selection process. The survey was customized by Mosaic Public
Partners to allow respondents the ability to provide input regarding
the desired attributes and priorities for the next Denton Chief of
Police. The survey was electronically distributed to approximately
270 PD staff members and the staff was afforded approximately two
weeks in June to respond. A total of 125 responses were gathered
while the survey was open, which means approximately 46% of the
department staff chose to provide their input as part of this recruit-
ment process.
A total of six questions were asked as part of the survey. The first
three questions were designed to collect demographic information
from the respondents. Questions 4 and 5 were designed to elicit
information from staff regarding the ranking of priorities the next
Chief should focus on and a ranking of the most important char-
acteristics they are seeking in their next leader. The final question
provided a free response opportunity for respondents to include any
additional thoughts they desired to share regarding the selection of
the next Chief.
Demographic Information – Questions 1 - 3
The majority of the survey respondents were less tenured members
of the organization, as the results indicate approximately 50% of
respondents have spent less than five years with the department.
DEPARTMENT SURVEY RESULTS SUMMARY
The least represented group of staff to respond were those with 10-15
years with the Denton Police Department (8%). Sworn members of the
organization made up 71% of the respondents. Survey participants were
also asked to identify their age group (if they desired to do so) and the
largest group represented was the 40-49 age group.
Ranking of next Chief’s Priorities – Question 4
• During extensive outreach in the initial stages of the recruitment,
stakeholders were asked to identify challenges and opportunities
the next Chief of Police will face in Denton. Those responses were
gathered by the recruitment team and became the ten priorities
the staff were asked to rank in order of importance. The top three
priorities for the next Chief as identified by survey respondents are:
• Be a visible and inspiring leader to members of the Denton Police
Department - 49 respondents (39.84%) ranked this as their top
priority.
• A strong focus on staffing and strategic deployment of staff - 29
respondents (23.20%) ranked this as their second top priority.
• Career development, mentoring, and succession planning within
the police department - 11 respondents (9.09%) ranked this as their
third top priority.
60
DENTON POLICE DEPARTMENT
Ranking the most important characteristics for the next Chief –
Question 5
Survey participants were provided with a list of important charac-
teristics the next Chief should possess. Per the input provided by the
respondents, the top three characteristics they are seeking in their
next Chief are:
An honest, effective, engaging, and transparent communication style
– 62 respondents (50.82%) identified this as the top characteristic.
A team-oriented, problem-solving orientation – 22 respondents
(18.18%) selected this as their second most important characteristic.
A commitment to the mentorship and professional development
of the members of the Denton Police Department – 9 respondents
(7.38%) selected this as their third most important characteristic
sought in their next Chief.
Free-Response - Question 6
In the final survey question, respondents were provided with the
opportunity to add anything else they would like to share regard-
ing the selection of their next Chief of Police. There was a total of 53
responses in this section of the survey. To provide logical groupings for
the responses, they were grouped into the following themed general
categories: Politics, Leadership, Community, Staffing, Proactive Policing,
Departmental Vision and Growth, Commitment to the Department,
Officers, and Staff, and Miscellaneous. As the reader will note in the
following section, the category garnering the most responses is one
that speaks to the next Chief’s ‘Commitment to the department,
officers and its staff.’ The “Leadership” category contains the next most
responses.
It is quite clear from the free-response comments that staff feel much
progress has been made under the leadership of Chief Dixon and they
appear to be desirous of continuing this path of progress. Chief Dixon’s
style of leading from the front in a visible, compassionate, and respect-
ful manner has resonated with many staff members and they appear
to be seeking similar attributes in their next Chief as well.
DEPARTMENT SURVEY RESULTS SUMMARY
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MOSAIC
PUBLIC PARTNERS
Placing todays public leaders