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HomeMy WebLinkAbout1993-02-10 Council Packet - Work Session, ManagerKenai City Council Work Session February 10, 1993 City Manager Hiring Criteria XMMI CO1R[ORIIT LIMAY C=r==CP ROOD[ 7:0® P.M. The work session began at approximately 7:00 p.m. in the conference room of the Kenai Community Library. Council present were Williams, Swarner, Smalley, Bookey and Monfor. Absent councilmembers were McComsey (sick) and Measles (out of town). Staff present were Freas, Graves, Brown, Howard, Kornelis, DeForest. Public present were Darryl Schaeffermeyer and Ethyl Claussen. To set criteria to evaluate applicants for the position of city manager. The criteria would include determining a point system, additional points of concern to address about each applicant, and how to make cuts. POINT SYSTRNoo It was determined that a point system of 0-5 be used. Zero the lowest score and five the highest score for each criteria. K-AIJ1M Monfor referred to the February 3, 1993 memorandum of Acting City Manager Brown. Monfor suggested that items 1(a) and 1(b) of the memorandum be used as criteria. 1) In the first reading of the resumes, make a conclusion as to basic qualifications of the applicant. These were set out in the detailed announcement attached. They were: (a) seven years of responsible management experience in a small or medium sized community with extensive personnel, budgetary, leadership, and communication skills; and (b) a minimum of a bachelor's degree in business, public administration, or a related field. No. 1 Criteria: Consensus reached: The first criteria be an absolute minimum of seven years of responsible supervisory wumgwwnt experience. The second criteria discussion followed. It was agreed that there should be a minimum of a bachelor's degree in business administration or related field. Discussion then developed as to what would be acceptable as a "related field." Williams asked if a retired military person who was in charge of a facility the size of Kenai would qualify as "related field." Smalley suggested it could relate. Swarner stated her first thought was KENAI CITY COUNCIL WORK SESSION FEBRUARY 10, 1993 PAGE 2 that the person needs to have a degree in Business Administration. Monfor stated information she learned at a seminar was that a person does not need a college degree -- some people are more successful without a college degree. No. 2 Criteria: Consensus reached: The second criteria be a minimum of a bachelor's degree. It was decided that a retired military person in charge of a facility the size of Kenai would probably have a degree. Smalley suggested the addition of a minimum of a BA or b® froik an aocrAited institution. Council agreed. Williams suggested more points could be assigned for higher degrees or double degrees. One point for the minimum and go up from there. No. 3 Criteria: Discussion of how "related fields" could accrue points. mach councilmember will determine how many points they feel each applicant should be awarded for their related fields. These points will be discussed at the time of review with all councilmembers. Brown suggested binders with a copy of all applications be distributed to all councilmembers. A table of contents would be included and the applications numbered. Notes could be made when reviewed. Williams suggested that the total number of applications be divided by seven; that amount of applications be placed in seven binders; each councilmember would receive a binder and would review those applications in that binder, making notes, etc. and then the binders would be traded to another councilmember until all councilmembers review all applications. Score sheets would be included for use by each reviewer. Work sessions: Work sessions will be set for reviewing the findings of the reviews. A time limit of two hours for each work session was set. Cuts: 50% cuts will be made at each work session until five finalists are determined. No. 4 Criteria: A consensus was reached that seven packets will be established with applications of the total number received divided by seven for council's review. There will be sweeps at each work session, and making cuts of 50% each tine. KENAI CITY COUNCIL WORK SESSION FEBRUARY 10, 1993 PAGE 3 Residency: Alaska residency was discussed. Councilmembers felt strongly that an applicant should be an Alaska resident. Graves suggested that it could be stated as "applicant 4~astrates knowledte of Alaska goverament, policies, etc." Council agreed. Years of ltxpearience: Consensus was that years of experience be awarded points as: 7 years = 0 and another point be awarded for each year of experience thereafter, up to five points. Question asked: Does an applicant with assistant city manager or other department head experience be awarded points the same as an applicant who was a city manager. Smalley stated he would like to split those applicants out giving points for experience as a city manager or acting city manager and other points for other city department personnel, i.e. 0-5 points for city manager, 0-5 points for acting city manager and 0-5 points for public works director (as an example). Smalley added, the points should be awarded with what is the best interest of the city. Williams added that brings a philosophical question of whether a city manager of a large city be awarded more points than a city manager of a smaller city. Brown stated that in his February 3, 1993 memorandum, referred to previously in the discussions, paragraph 1(a) states seven years of experience of a small or medium sized community. This was part of the information sent to applicants. Brown asked if council is looking for someone that was/is a city manager. Monfor stated she did not know if she would prefer someone with city manager experience or political background. Monfor suggested that they wait until they see the resumes. Smalley stated he would prefer that criteria be set now. Swarner stated she likes Browns suggestion for awarding points for department heads, etc. Consensus: If the applicant is not a city manager, the applicant receives 0; if the applicant has city manager experience, they receive up to five points. 0-3 as to how experienced each councilmember believes the applicant is. It will be a judgment call by each councilaeober. greater weight will be given to city manager experience versus department head experience. KENAI CITY COUNCIL WORK SESSION FEBRUARY 10, 1993 PAGE 4 Williams asked if the applicant should be able to demonstrate knowledge of the federal level. Smalley stated he would prefer legislative experience -- more state than federal. Consensus: Legislative experience. Smalley stated he believes there will be a number of applicants with legislative experience. Williams asked if experience with public housing should be considered. Smalley stated maybe as a subsidiary. Williams asked if more points should be given for acknowledgements of recognition of work as a city manager (awards, etc.). Smalley stated no. Monfor stated some, if they are legitimate. Smalley stated he would have a hard time giving points for awards, however, maybe at the bottom of the list and giving little weight. Monfor stated that if the person's city received an All -America City award within the last five years, she would give a lot of credence. Discussion followed regarding points for a city manager versus an assistant city manager. Also discussed was points for an applicant from a third-class city versus a first class city. Monfor stated the amount of information forwarded in a resume will depend upon what resume school they use. Some will be longer, some shorter. Monfor was concerned that perhaps not all the information council hopes to get from a resume will not be on the resume. Williams suggested that upon review, if council wishes to get more information from an applicant, they can contact them and request additional information. Community Affairs i Civic Groups: Amount of points = 0 to 5. Monfor asked how questions can be asked of an applicant in regard to sex crimes, etc. Graves suggested that the applicant be asked if he/she has been convicted of a crime. Williams asked about waivers being signed to have background checks done on applicants. Graves suggested that only the final five to ten be requested to sign waivers. Smalley asked if a waiver could be faxed. Graves stated he would want a signed original in hand. Economic Development: Williams asked if council would want to give points for experience in economic development. Consensus: Yes, 0 to S. KENAI CITY COUNCIL WORK SESSION FEBRUARY 10, 1993 PAGE 5 Brown suggested that the criteria list not include things that can be asked later. Specific items will, most likely, be included in the resume. Graves asked if things like civic activities should be rated as high as city manager experience? Graves suggested community affair information be used later in the reviews. Williams stated that he would like someone that will take an active part in the community. A public relation -type person. Smalley asked if acknowledgements and recognition information be placed at the bottom. Williams suggested they stop here and then when down to the final reviews, meet again and set up questions to ask and then add civic groups, etc. Graves stated that how the applicant relates to the community can be asked during the background check. Monfor stated she feels comfortable with that. Smalley asked how a spread sheet will be devised to know how applicants scored. Williams stated that Administration will take the score sheets, add them up, and report back to council. Smalley suggested then another packet be forwarded to council of the finalists. Brown suggested that the first scoring be done using items 1(a) and 1(b) of his memorandum and then what is left, do the rest of the scoring. Howard stated there are some resumes coming in that do not have either of those items. Gleason & Associates, Inc. Smalley asked what response should be given to Gleason & Associates. Williams and Bookey stated no; Monfor stated to wait; and Smalley stated it is council's responsibility. Monfor stated council should give a lot of thought to traveling money and who will go to do background checks from where the applicants are now residing. Consensus was that it should be someone from council. Monfor stated that Graves will know how and what to ask. Monfor suggested that they check friends, employee, peers, etc. Graves cautioned that if two councilmembers travel together, it may be perceived as a violation of the Open Meetings Act. Monfor suggested that it be a councilmember and staff member or a councilmember alone. Williams stated he would be willing to take it to court if two members traveling together would be KENAI CITY COUNCIL WORK SESSION FEBRUARY 10, 1993 PAGE 6 challenged. Monfor stated she would not want one councilmember to go alone. The same questions should be asked to the same kind of people. Graves stated that if two councilmembers travel together, they will be doing public business. Williams suggested that councilmembers will have to be more blunt and direct during council meetings with regard to issue of the Open Meetings Act. Smalley suggested that Graves check the law in regard to the Open Meetings Act and produce an opinion. There was continued discussion regarding the Open Meetings Act. Questions were raised about council traveling to Juneau to AML, etc. Williams suggested that they would travel to only two applicants. Monfor suggested that fourteen -day tickets be purchased. Swarner asked about paying for a spouses' travel to Kenai. Monfor suggested the applicant pay for their spouses' travel. Kornelis stated he first interviewed applicants for the building inspector position by telephone conference call first. He used a list of questions and then decided who to ask to travel to Kenai. Monfor suggested that council could do an interview with the last third and pick three to five finalists from there. Then travel. Kathy Scott stated her experience in Homer during a city manager search. Scott stated they had interview questions from commissioners in order that other input would be used. The commissioners devised questions and forwarded them to the council. This also incorporated citizen involvement. The finalist interviews were on site and during an open meeting. The trust level was much better. Scott also stated that it is important to remember that how much time taken between receiving applications and setting up interviews. If an applicant is very good, they will be looking for other positions as well and could be hired. Smalley asked again how many applicants does council want to bring to Kenai. Swarner asked again about spouse travel. Smalley stated he did not object to paying for three finalists to travel to Kenai. Three would give options. Money well spent. Swarner suggested 14-day tickets be purchased. Monfor stated that during the school district superintendent search, the applicants stayed in hotels and did not meet any of the school KENAI CITY COUNCIL WORK SESSION FEBRUARY 10, 1993 PAGE 7 board until the actual interview. They first had a closed interview with the school board and then one in an open meeting in order that there was community access. How many personal interviews will be determined after the third cut. At that time whether to pay for a candidate's spouse will be determined as well. It was suggested that telephonic interviews be given to five finalists. Scott stated that the biggest flaw Homer's council had was that they did not go far enough in the background check. (They did the background checks themselves.) Monfor stated they must live inside the City of Kenai. Graves stated that is in the Code. Work Session: A work session was set for March 22, 1993 from 7:00 p.m. - 9:00 p.m. in the Library conference room. Freas will advertise the work session. Public copies of applications: One complete volume of all applications will be available at city hall for public review. That copy will be taken to work sessions as well to be shared by the public. Council will receive copies and Howard will keep the original applications. The work session ended at approximately 8:45 p.m. Notes transcribed by: Carol L. Fr , City Clerk 1791-1ft1 CITY OF KENAI etzjq, 4 44u" _ 210 FICALAO KOM, ALAM Y4a11 TELEPHONE = - 75W FAX 907-283-3014 TO: Kenai City Council FROM: Charles A. Brown, Acting City Manager e-p DATE: February 3, 1993 SUBJECT: February 10, 1993 Work Session City Administrator Resume Evaluation Criteria Ads for the City Manager position have been placed. We have already received a number of resumes; interest appears to be substantial. After the March 15 deadline, Kim will prepare a binder for each of you (and the Peninsula Clarion), with a table of contents and copies of indexed resumes. They will be available at the March 17 Council meeting. The February 10, 1993 work session is for Council to develop evaluation criteria. I do not wish to impose any particular method that I would use, but a simple two-step method may speed things up for you while providing adequate documentation: 1) In the first reading of the resumes, make a conclusion as to basic qualifications of the applicant. These were set out in the detailed announcement attached. They were: (a) seven years of responsible management experience in a small or medium sized community, with extensive personnel, budgetary, leadership, and communication skills; and (b) a minimum of a bachelor's degree in business, public administration, or a related field. You could use the table of contents in your binder to quickly indicate elimination of those who do not meet the basic qualifications. 2) Use a point -based evaluation system (devised at this February 10, 1993 work session?) to grade the remaining applicants. Give stronger weight, more points, for qualifications you desire the most. For example, more points might be awarded for more years of experience, or for experience as a City Manager rather than an assistant City Manager, or for a master's degree. The system is entirely up to Council and is what I assume is the purpose of the February 10 meeting. I believe that the Council will do an excellent job of evaluating the applicants based upon the resumes and reducing the field to, say, five finalists. You know what you want on paper and you'll devise objective criteria. However, my experience indicates that at this point, the job becomes increasingly difficult and prone to critical errors. The next phase involves reference checks, verification of education, and judgments based upon discussions with co- workers and other legislative bodies. This leads me to a proposal. Early on, Council rejected the notion of hiring an executive search firm to collect applications and narrow the field to finalists. I believe you were right' that's the easy part anyway. David Gleason (see attached January 29, 1993 letter), proposes the opposite. He would visit the finalist's hometown and talk to her co-workers and Council face-to- face, read past newspaper stories at the local library, prepare a full background check, and write a book on her for your use. This approach sounds interesting. It could save you time and mistakes. I talked to Mr. Gleason by phone yesterday. He's been doing this since 1984. He's sending some samples of his work and references so we can check him out, if you are interested. His cost is $1,200 per finalist, plus travel expenses. That's a lot of money, and might cost $12,000 or so for five finalists. However, if as a result of his work, you decide to interview, say, two finalists instead of five, you just recouped a substantial part of his fee by not paying travel expenses for the three other finalists. He assured me that he keeps expenses to a minimum. This is just a different approach you may want to consider. 1791-1991 CITY OF KENAI ,04:1a� 4 4ia 210 FIDALGO KENAI, ALASKA 99611 TELEPHONE 283-7535 FAX 907-283-3014 The City of Kenai, Alaska is searching for a city manager. The deadline for receipt of applications is March 15, 1993. Application should be made by submitting a detailed resume and cover letter to Kim Howard, Administrative Assistant, at the above address. Resumes will become public information. Faxed resumes will not be accepted. Introduction to the Citv of Kenai The City of Kenai, population approximately 7,000, is the largest city in the Kenai Peninsula Borough, which lies southwest of Anchorage. Kenai is 70 air miles and 150 road miles from Anchorage. The Kenai Peninsula Borough is considered a prime recreational area for Southcentral Alaska, providing fishing, hunting, and winter sports opportunities. The City is approximately forty-five square miles in size, and is situated at the mouth of the Kenai River on the east side of Cook Inlet. The City of Kenai is the primary commercial and shopping center for the Kenai Peninsula. It is linked to Anchorage by road and by commercial air service. Kenai's economy is based primarily on fishing and fish processing, oil and gas, and, increasingly, tourism. The Citv adoated a home rule charter in 1963 and has operated under a city manager form of government since that date. Since 1980, the City has had one city manager, appointed by a city council consisting of a mayor and six councilmembers. In 1992 the City of Kenai was the recipient of the All -America City award. Manacement of the City The city manager is the chief administrative officer of the City and reports directly to the city council, as do the other council appointed of'icers, the ci- attorney and the city clerk. The city manager is responsible for .recting the policy of council. The Cit7 emp_cys approximately _20 employees, inciudinq eight department "-eats that report to the city manager. The City provices a wide range of services, including police and ._re, water and sewage treat:7ent, street maintenance, municipal airpor-, senior citioen wer%,_ces, _ibrary, and parKs and recreation. _e Kenai Poni::suia _ an crovices solid waste disposal, -ax ,_ :ilection, ;issessi::q, puoiic ecucation. Finances of the City The City of Kenai enjoys a reputation of being a well -managed and well -financed city. The property tax base is assessed at approximately $282 million; the City's property tax rate is 3.5 mills, one of the lowest in the state of Alaska. The City levies a 3% general sales tax. The general fund budget of $7,000,000 is financed primarily by property taxes (14%), sales tax (40%), state revenue sharing (15%), and interest revenue (10%). All annual operating fund budgets total approximately $10.6 million. Capital project expenditures for the most recent year, ending June 30, 1992, totalled $8 million. The fund balance of the general fund is approximately $10 million, and the fund balances of all governmental fund types total approximately $18 million. Qualifications of the City Manager The next city manager should be experienced with the rewards and difficulties of managing a full -service city. The ideal candidate will have at least seven years of responsible management experience in a small or medium sized community, with extensive personnel, budgetary, leadership, and communication skills. A minimum of a bachelor's degree in business, public administration, or a related field is required. The starting salary will be dependent upon qualifications. Employment benefits include enrollment in the State of Alaska Public Employee's Retirement System, paid 'health and life insurance, and optional employee -paid I.C.M.A. deferred compensation. The manager position is not eligible for social security coverage. GLEASON & ASSOCIATES, INC. Executive Recruitment Specialists January 29, 1993 � 3 Kim Howard Administrative Assistant City of Kenai '�+► ''„e�' 210 Fidalgo Avenue Kenai, AK. 99611 Dear Ms. Howard: I am writing in reference to your vacancy announcement for the position of City Manager. Even though you have already begun your search, I would Pike to draw your attention to an option that we have provided for other cities which greatly enhanced their search process. This is how our CANDIDATE PROFILE option works. Once you have identified the finalist(s) for the position, we send a representative to the candidate's home city. During this two day on -site visit, the candidate is interviewed and further evaluated using our proven evaluation format. During this time, we have a chance to gain additional insight by seeing the candidate in his/her work environment. After we have completed the on -site visit, we then gather all pertinent data and compile the CANDIDATE PROFILE for our client. it consists of: - THE CANDIDATE OVERVIEW - WORK RELATED EXPERIENCE (DETAILED) - MANAGEMENT STYLE ANALYSIS (PROFESSIONAL STRENGTHS/WEAKNESSES) - CONFIDENTIAL REFERENCE CHECKS AND INTERVIEWS - PROFESSIONAL ACCOMPLISHMENTS (AS THEY RELATE TO YOUR POSITION) - ACADEMIC VERIFICATION AND CONFIRMATION - OTHERWISE UNAVAILABLE BACKGROUND INFORMATION (JOB -RELATED) This option has been very popular among those who wish to conduct their own search and recruitment, but still feel the need to verify vital information prior to making that all important hiring decision. Why not provide your agency with a detailed, job related analysis about the person(s) you are about to hire? Please feel free to contact me personally for details. i Sine y David Gleason �`- Senior Associate DPG/lb 444 S.E. l lth Avenue • Forest Lake, Minnesota 55025 (612) 464-3588 N Og cD N p p� N a D? C O W N= N O C w c car x ry Co 0 H 3 0 CE CD a w D D 1 CD 1 to a V O G7 O j W IU W N O 1v1 C)) Co Ut O O 8 dWi O a � O rt A -4 4 j°'c°�'ocniu�j�c�"jvcniQ"�'- O Z5 N CO O W GJ t0 VP W cn C) CC'n O d W Qf O O 0 A 0 4 V M 0 0 WD oo A 0V0 4 n V CO 0V iW 0)V8 N pO CO B S� A O O A O S .P A A 0 0 0 0 0 00 0 0� o o 0 0+ o 0 0 0 0 0 0 a 0s w c 10 GLEAS +t & ASSOCIATES, INC. Executive Re anent Speclakts February 3, 1993 Mr. Charles Brown Acting City Manager City of Kenai 210 Fidalgo Avenue Kenai, AX. 99611 Dear Mr. Brown: Thank you for you phone call yesterday regarding the Candidate Profile. As discussed, I am enclosing a sample Profile which will give you an idea of the format and style we provide you with. (See pages 12 - 28 for Profile) As you will see,the Candidate Profile is broken down into five primary areas: - CANDIDATE OVERVIEW A brief description of the candidate and his/her present position. Up -dated information regarding the organization and community are also contained. Pertinent information regarding the Candidate and his/her position within the system are detailed. - EXPERIENCE Information obtained in this portion is developed not only through review of the Candidate's application material, but our thorough comparison of that information and our interview(s) We meet with the candidate personally for a preliminary interview, and seek out and obtain data to use in the development of this area. (This interview is videotaped, and the tape is then sent along with the Profile back to you) Obviously we follow all applicable state and and federal guidelines regarding Data Privacy Act, relase of information, etc. We also obtain a signed waiver and release from each Candidate to contact references and seek out job -related information concerning their background. We provide you with an in-depth evaluation of job related experience which will allow you to gain a much better overall picture of the candidate and his/her work history. We attempt to identify particular strengths, as well as weaknesses as they relate to your particular needs. - MANAGEMENT STYLE The Candidate's management style is closely evaluated to insure that his/her abilities are in "Synch" with our client. Many times, management style or abilities simply are not apparent through traditional application methods. 444 S.E. 1 Ith Avenue a Forest Lake, Minnesota 55025 (612) 464-3588 G S N & ASSOCIATES, INC. ExwAlve Rtom t'ient Specloosts MANAGEMENT STYLE (CONTINUED) We examine very closely that Candidates "style" of management. This is accomplished by being there with the applicant during the course of his/her everyday routine. We also speak with various sources both within the organization, as well as outside to determine the true nature of his/her style of management. Examination of existing policies, or professional accomplishments are undertaken to further evaluate the individual. Also included in this evaluation area of the Candidate is his/her leadership style, written and oral communication skills, attitude, and a variety of other job -related abilities. - CONFIDENTIAL REFERENCE CHECKS After obtaining the necessary written release forms from the Candidate, we interview a number of his/her references. These interviews are conducted face to face with the individual. We provide our client with the names, addresses, and phone numbers of the references, as well as the place, date, and time of our interview. We solicit not only those references which the applicant provides, but do a considerable amount of "digging" on our own to seek out as much information as possible regarding the applicant and his/her job -related abilities. Once again, we attempt during this process to identify professional strengths and weaknesses of the applicant. ACADEMIC AND PROFESSIONAL ACCOMPLISHMENTS We seek out and verify the Candidate's adademic accomplishments and Degree completions. We verify with the Regi.strar that the applicant has attended that particular University or College, and if, and when, a degree was conferred. We also closely review the applicant's professional accomplishments and awards for verification. Unfortunately, sometimes individuals over -state, or simply lie about their professional accomplishments. Obviously, the information found within our sample Candidate Profile is based upon a Police Chief position, but I am currently out of the sample Profiles for the position of City Manager. 444 S.E. 1 lth Avenue • Forest Lake, Minnesota 55025 (612) 464-8588 GLEASON & ASSOCIATES, INC. ExecuWe Recrutment specicdists Since you are considering using this option prior to bringing in the finalists, I would like to draw your attention to our videotaping services. As mentioned, we now have the capability to videotape our interview with each finalist during the on -site visit. I believe this would be even more advantageous to you and the city. It will allow you to view the candidate, and when combined with our Profile, will provide your city with an exceptional view of the applicant and his/her abilities. FEE STRUCTURE As mentioned, the cost for the above mentioned services are as follows. - Professional Fee/ $1,200.00 Per Candidate EXPENSE POLICY - Our client reimburses our firm for all approved travel related expenses. We have a computer based reservation system which allows us to lock in the least expensive air -fares available at any given time. Travel expenses included air -fare, car rental while on site, meals, lodging at cost. All expenses are supported by receipt. The only additional expense involved with this option is reimbursement (actual cost) for long-distance phone calls to the client city, and between Candidates, references, etc. I have already contacted by phone the last two cities who have utilized this particular option, and they are sending along letters of reference to you directly. If necessary, I would be happy to provide you with additional names and phone numbers of numerous other agencies who we have assisted. I am also enclosing one of our brochures. It will provide you with other information concerning our firm and services. As mentioned, we do provide a full line of recruitment and search options. Should you desire, we can further assist you with consulting services during your recruitment and search stages. As you know, this is a critical time in the process, and it is important that you conduct a defendable, reliable, search and recruitment procedure. We stand ready to assist you with this important hiring decision. Please let me know if there is anything further I can provide. Thank you for your time and consideration of our services. Siriaerely David Gleason Senior Associate DPG/lb 444 S.E. 11th Avenue • Forest Lake, Minnesota 55025 (612) 464-3588 GR A ASSOCIATES, INC. Execs ReCnAtment Spedofists REFERENCES BELOW IS A PARTIAL LISTING OF AGENCIES WHO HAVE UTILIZED ONE OR MORE OF OUR ADMINISTRATIVE SERVICES. IF YOU WOULD LIKE NAMES AND PHONE NUMBERS OF SPECIFIC CONTACTS, OR ADDITIONAL INFORMATION PLEASE LET US KNOW. REDWOOD FALLS, MINNESOTA BRAINERD, MINNESOTA LITCHFIELD, MINNESOTA OTTUMWA, IOWA KEOKUK, IOWA MANDAN, NORTH DAKOTA CONCORD, NEW HAMPSHIRE AUBURN, MAINE PIERRE, SOUTH DAKOTA NORTHGLENN, COLORADO LENEXA, KANSAS BAXTER SPRINGS, KANSAS JUNCTION CITY, KANSAS MERRIAM, KANSAS STERLING, MASSACHUSSETTS 444 S.E. 1 lth Avenue • Forest Lake, Minnesota 55025 (612) 464-3588