HomeMy WebLinkAboutAgreement - Pivotal
CITY OF SAN LUIS OBISPO
ON-CALL PROFESSIONAL SERVICES AGREEMENT
This agreement (Agreement) is made and entered into in the City of San Luis Obispo on
____________ by and between the City of San Luis Obispo, a municipal corporation and charter
city (City), and The Pivotal Group Consultants, Inc. hereinafter referred to as Consultant
(collectively referred to as the “Parties”).
WITNESSETH:
WHEREAS, on March 1, 2024, City requested proposals for Qualifications for Organizational
Development Services. ; and
WHEREAS, the City wants to engage a consultant for organizational development services.
(the “Services”); and
WHEREAS, Consultant is qualified to perform this type of Services and has submitted a
written proposal to do so, which has been accepted by City; and
NOW, THEREFORE, in consideration of their mutual promises, obligations, and covenants
hereinafter contained, the Parties hereto agree as follows:
1. TERM. The term of this Agreement shall be from the date this Agreement is made and entered,
as first written above, for 5 years, or upon acceptance and completion of said Services,
whichever occurs sooner.
2. INCORPORATION BY REFERENCE. City Request for Qualifications for Organizational
Development Services and Consultant's proposal are hereby incorporated in and made a part
of this Agreement, attached as Exhibit A. The City’s insurance requirements are hereby
incorporated in and made part of this Agreement, attached as Exhibit B. To the extent that
there are any conflicts between the Consultant’s fees and scope of work and the City’s terms
and conditions as stated herein, the City’s terms and conditions shall prevail unless specifically
agreed otherwise in writing signed by both Parties.
3. CITY’S OBLIGATIONS. For providing services as specified in this Agreement, City will pay and
Consultant shall receive therefor compensation as set forth in Exhibit A..
4. CONSULTANT’S OBLIGATIONS. For and in consideration of the payments and agreements herein
before mentioned to be made and performed by City, Consultant agrees with City to do everything
required by this Agreement including that work as set forth in Exhibit A.
5. PAYMENT OF TAXES. The contract prices shall include full compensation for all taxes that
Consultant is required to pay.
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6. LICENSES AND PERMITS. At all times during the term of this Agreement, Consultant shall
have in full force and effect, all licenses required of it by law for the performance of the
Services described in this Agreement. The Consultant shall procure all permits and
licenses, pay all charges and fees, and give all notices necessary under this Agreement.
7. COMPLIANCE WITH LAW. The Consultant shall keep itself informed of and shall observe and
comply with all applicable State and Federal laws and regulations, and county and City of San Luis
Obispo ordinances, regulations and adopted codes, which in any manner affect those employe d
by Consultant or in any way affect the performance of the Services pursuant to this Agreement.
The City, and its officers and employees, shall not be liable at law or in equity occasioned by failure
of the Consultant to comply with this Section. Failure to comply with local ordinances may result
in monetary fines and cancellation of this Agreement.
8. COMPLIANCE WITH INDUSTRY STANDARD. Consultant shall provide services acceptable to
City in strict conformance with the Agreement. Consultant shall also provide in accordance
with the standards customarily called for under this Agreement using the degree of care and
skill ordinarily exercised by reputable providers of such services. Where approval by the City,
the City Manager, the Mayor, or other representative of City is required, it is understood to be
general approval only and does not relieve Consultant of responsibility for complying with all
applicable laws, codes, policies, regulations, and good business practices.
9. INDEPENDENT CONTRACTOR.
a. Consultant is and shall at all times remain as to the City a wholly independent
contractor. The personnel performing the Services under this Agreement on
behalf of Consultant shall at all times be under Consultant's exclusive direction
and control. Neither City nor any of its officers, employees, or agents shall have
control over the conduct of Consultant or any of Consultant's officers, employees,
or agents, except as set forth in this Agreement. Consultant shall not at any time
or in any manner represent that it or any of its officers, employees, or agents are
in any manner officers, employees, or agents of the City. Consultant shall not incur
or have the power to incur any debt, obligation, or liability whatsoever against
City, or bind City in any manner.
b. No employee benefits shall be available to Consultant in connection with the
performance of this Agreement. Except for the fees paid to Consultant as provided
in the Agreement, City shall not pay salaries, wages, or other compensation to
Consultant for performing the Services hereunder for City. City shall not be liable
for compensation or indemnification to Consultant for injury or sickness arising
out of performing services hereunder.
10. PRESERVATION OF CITY PROPERTY. The Consultant shall provide and install suitable
safeguards, approved by the City, to protect City property from injury or damage. If City
property is injured or damaged resulting from Consultant’s operations, it shall be replaced
or restored at Consultant’s expense. The City’s facilities shall be replaced or restored to a
condition as good as when the Consultant began the work.
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11. IMMIGRATION ACT OF 1986. The Consultant warrants on behalf of itself and all
subconsultants engaged for the performance of the Services that only persons authorized
to work in the United States pursuant to the Immigration Reform and Control Act of 1986
and other applicable laws shall be employed in the performance of the Services
hereunder.
12. NON-DISCRIMINATION. In the performance of the Services, the Consultant agrees that
it will not engage in, nor permit such subconsultants as it may employ, to engage in
discrimination in employment of persons because of age, race, color, sex, national origin
or ancestry, sexual orientation, or religion of such persons.
13. PAYMENT TERMS. The City’s payment terms are 30 days from the receipt of an original
invoice and acceptance by the City of the materials, supplies, equipment, or services
provided by the Consultant (Net 30). Consultant will submit invoices monthly for actual
services performed. Invoices shall be submitted on or about the first business day of each
month, or as soon thereafter as practical, for services provided in the previous month.
Final June invoices shall be received no later than the 5th business day of July to meet
City fiscal year-end deadlines. Payment shall be made within thirty (30) days of receipt of
each invoice as to all non-disputed fees. If the City disputes any of Consultant's fees it
shall give written notice to Consultant within thirty (30) days of receipt of an invoice of
any disputed fees set forth on the invoice. Any final payment under this Agreement shall
be made within forty-five (45) days of receipt of an invoice, therefore.
14. INSPECTION. City shall at all times have the right to inspect the work being done under this
Agreement and Consultant shall furnish City with every reasonable opportunity and assistance
required for City to ascertain that the Services of the Consultant are being performed in
accordance with the requirements and intentions of this Agreement. All work done, and all
materials furnished, if any, shall be subject to the City’s inspection and approval. The inspection
of such work shall not relieve Consultant of any of its obligations under the Agreement.
15. RELEASE OF INFORMATION.
a. All information gained by Consultant in performance of this Agreement shall be
considered confidential and shall not be released by Consultant without City's prior
written authorization. Consultant, its officers, employees, agents, or subconsultants, shall
not, without written authorization from the City Manager or unless requested by the City
Attorney, voluntarily provide declarations, letters of support, testimony at depositions,
response to interrogatories, or other information concerning the work performed under
this Agreement. Response to a subpoena or court order shall not be considered
"voluntary" provided Consultant gives City notice of such court order or subpoena.
b. Consultant shall promptly notify City should Consultant, its officers, employees, agents,
or subconsultants be served with any summons, complaint, subpoena, notice of
deposition, request for documents, interrogatories, request for admissions, or other
discovery request (“Discovery”), court order, or subpoena from any person or party
regarding this Agreement, unless the City is a party to any lawsuit, arbitration, or
administrative proceeding connected to such Discovery, or unless Consultant is
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prohibited by law from informing the City of such Discovery. City retains the right, but has
no obligation, to represent Consultant and/or be present at any deposition, hearing, or
similar proceeding as allowed by law. Unless City is a party to the lawsuit, arbitration, or
administrative proceeding and is averse to Consultant in such proceeding, Consultant
agrees to cooperate fully with City and to provide the opportunity to review any response
to Discovery requests provided by Consultant. However, City's right to review any such
response does not imply or mean the right by City to control, direct, or rewrite said
response.
16. OWNERSHIP OF DOCUMENTS.
a. Consultant shall maintain complete and accurate records with respect to sales, costs,
expenses, receipts, and other such information required by City that relate to the
performance of the Services under this Agreement. Consultant shall maintain adequate
records of services provided in sufficient detail to permit an evaluation of services. All
such records shall be maintained in accordance with generally accepted accounting
principles and shall be clearly identified and readily accessible. Consultant shall provide
free access to the representatives of City or its designees at reasonable times to such
books and records; shall give City the right to examine and audit said books and records;
shall permit City to make transcripts or copies therefrom as necessary; and shall allow
inspection of all work, data, documents, proceedings, and activities related to this
Agreement. Such records, together with supporting documents, shall be maintained for a
period of three (3) years after receipt of final payment.
b. Upon completion of, or in the event of termination or suspension of this Agreement, all
original documents, designs, drawings, maps, models, computer files, surveys, notes, and
other documents prepared in the course of providing the Services under this Agreement
shall become the sole property of the City and may be used, reused, or otherwise
disposed of by the City without the permission of the Consultant. With respect to
computer files, Consultant shall make available to the City, at the Consultant's office and
upon reasonable written request by the City, the necessary computer software and
hardware for purposes of accessing, compiling, transferring, copying and/or printing
computer files. Consultant hereby grants to City all right, title, and interest, including any
copyright, in and to the documents, designs, drawings, maps, models, computer files,
surveys, notes, and other documents prepared by Consultant in the course of providing
the Services under this Agreement.
17. INDEMNIFICATION AND DEFENSE. To the fullest extent permitted by law (including, but
not limited to California Civil Code Sections 2782 and 2782.8), Consultant shall indemnify,
defend, and hold harmless the City, and its elected officials, officers, employees,
volunteers, and agents (“City Indemnitees”), from and against any and all causes of action,
claims, liabilities, obligations, judgments, or damages, including reasonable legal
counsels’ fees and costs of litigation (“claims”), arising out of the Consultant’s
performance or Consultant’s failure to perform its obligations under this Agreement or
out of the operations conducted by Consultant, including the City’s passive negligence,
except for such loss or damage arising from the sole or active negligence or willful
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misconduct of the City. In the event the City Indemnitees are made a party to any action,
lawsuit, or other adversarial proceeding arising from Consultant’s performance of this
Agreement, the Consultant shall provide a defense to the City Indemnitees or at the City’s
option, reimburse the City Indemnitees their costs of defense, including reasonable legal
fees, incurred in defense of such claims.
18. SUSPENSION OR TERMINATION OF AGREEMENT WITHOUT CAUSE.
a. The City may at any time, for any reason, with or without cause, suspend or terminate
this Agreement, or any portion hereof, by serving upon the Consultant at least thirty
(30) days prior written notice. Upon receipt of said notice, the Consultant shall
immediately cease all work under this Agreement, unless the notice provides
otherwise. If the City suspends or terminates a portion of this Agreement such
suspension or termination shall not make void or invalidate the remainder of this
Agreement.
b. In the event this Agreement is terminated pursuant to this Section, the City shall pay
to Consultant the actual value of the work performed up to the time of termination,
provided that the work performed is of value to the City. Upon termination of the
Agreement pursuant to this Section, the Consultant will submit an invoice to the City
pursuant to Section 14.
19. TERMINATION FOR CAUSE. If, during the term of the Agreement, the City determines the
Consultant is not faithfully abiding by any term or condition contained herein, the City
may notify the Consultant in writing of such defect or failure to perform. This notice must
give the Consultant a ten (10) calendar day notice of time thereafter in which to perform
said work or cure the deficiency.
a. If the Consultant has not performed the work or cured the deficiency within the
ten (10) days specified in the notice, such shall constitute a breach of the
Agreement and the City may terminate the Agreement immediately by written
notice to the Consultant to said effect (“Notice of Termination”). Thereafter,
neither party shall have any further duties, obligations, responsibilities, or rights
under the Agreement except to comply with the obligations upon termination.
b. In said event, the Consultant shall be entitled to the reasonable value of its
services performed from the beginning date in which the breach occurs up to the
day it received the City’s Notice of Termination, minus any offset from such
payment representing the City’s damages from such breach. “Reasonable value”
includes fees or charges for goods or services as of the last milestone or task
satisfactorily delivered or completed by the Consultant as may be set forth in the
Agreement payment schedule; compensation for any other work or services
performed or provided by the Consultant shall be based solely on the City’s
assessment of the value of the work-in-progress in completing the overall scope.
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c. The City reserves the right to delay such payment until completion or confirmed
abandonment of the project, as may be determined in the City’s sole discretion,
so as to permit a full and complete accounting of costs. In no event, however, shall
the Consultant be entitled to receive in excess of the not to exceed amount shown
in this Agreement.
20. INSURANCE. Consultant shall maintain prior to the beginning of and for the duration of this
Agreement insurance coverage as specified in Exhibit B attached to and made part of this
Agreement.
21. BUSINESS LICENSE & TAX. The Consultant must have a valid City of San Luis Obispo
business license & tax certificate before execution of the contract. Additional
information regarding the City’s business tax program may be obtained by calling
(805) 781-7134.
22. SAFETY PROVISIONS. The Consultant shall conform to the rules and regulations
pertaining to safety established by OSHA and the California Division of Industrial
Safety.
23. PUBLIC AND EMPLOYEE SAFETY. Whenever the Consultant operations create a
condition hazardous to the public or City employees, it shall, at its expense and
without cost to the City, furnish, erect and maintain such fences, temporary railings,
barricades, lights, signs and other devices and take such other protective measures as
are necessary to prevent accidents or damage or injury to the public and employees.
24. UNDUE INFLUENCE. Consultant declares and warrants that no undue influence or pressure
was used against or in concert with any officer or employee of the City in connection with the
award, terms or implementation of this Agreement, including any method of coercion,
confidential financial arrangement, or financial inducement. No officer or employee of the City
has or will receive compensation, directly or indirectly, from Consultant, or from any officer,
employee or agent of Consultant, in connection with the award of this Agreement or any work
to be conducted as a result of this Agreement. Violation of this Section shall be a material
breach of this Agreement entitling the City to any and all remedies at law or in equity.
25. ASSIGNMENT. The Consultant shall not assign, transfer, convey or otherwise dispose of
the contract, or its right, title or interest, or its power to execute such a contract to any
individual or business entity of any kind without the previous written consent of the City.
Because of the personal nature of the services to be rendered pursuant to this
Agreement, only employees of Consultant, shall perform the services described in this
Agreement. Consultant may use assistants, under their direct supervision, to perform
some of the services under this Agreement.
a. As required above, before retaining or contracting with any subconsultant for any
services under this Agreement, City must consent to such assignment of performance
in writing. For City to evaluate such proposed assignment, Consultant shall provide City
with the identity of the proposed subconsultant, a copy of the proposed written
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contract between Consultant and such subconsultant, which shall include an
indemnity provision similar to the one provided herein and identifying City as an
indemnified party, or an incorporation of the indemnity provision provided herein, and
proof that such proposed subconsultant carries insurance at least equal to that
required by this Agreement or obtain a written waiver from City for such insurance.
26. AMENDMENT. Any amendment, modification, or variation from the terms of this Agreement
shall be in writing and shall be effective only upon approval by the appropriate review
authority according to the City’s Financial Management Manual. Consultant shall not be
compensated for any services rendered in connection with its performance of this Agreement
which are in addition to those set forth herein, unless such additional services are authorized
by the City in advance and in writing.
27. COMPLETE AGREEMENT. This written Agreement, including all writings specifically
incorporated herein by reference, shall constitute the complete Agreement between the
Parties hereto. No oral agreement, understanding, or representation not reduced to writing
and specifically incorporated herein shall be of any force or effect, nor shall any such oral
Agreement, understanding, or representation be binding upon the Parties hereto. Each party
is entering into this Agreement based solely upon the representations set forth herein and
upon each party's own independent investigation of any and all facts such party deems
material.
28. NOTICE. All notices to the Parties hereto under this Agreement shall be in writing and shall be
sent either by (i) personal service, (ii) delivery by a reputable document delivery service, such
as, but not limited to, Federal Express, which provides a receipt showing date and time of
delivery, or (iii) United States Mail, certified, postage prepaid, return receipt requested. All
such notices shall be delivered to the addressee or addressed as set forth below:
To City: Human Resources
City of San Luis Obispo
949 Mill St.
San Luis Obispo, CA 93401
Attention: Diana Federico
To Consultant: The Pivotal Group Consultants, Inc.
PO BOX 212164
Chula Vista, CA 91921
Lyn P. Corbett, PhD.
Lyn@thepivotalgroup.com
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29. GOVERNING LAW. Any action arising out of this Agreement shall be brought in the
Superior Court of San Luis Obispo County, California, regardless of where else venue may
lie. The validity, interpretation, construction and performance of this Agreement, and all
acts and transactions pursuant hereto and the rights and obligations of the Parties hereto
shall be governed, construed and interpreted in accordance with the laws of the State of
California, without giving effect to principles of conflicts of law.
30. AUTHORITY TO EXECUTE AGREEMENT. Both City and Consultant do covenant that each
individual executing this Agreement on behalf of each party is a person duly authorized
and empowered to execute Agreements for such party.
IN WITNESS WHEREOF, the Parties hereto have caused this instrument to be executed the day and
year first above written.
CITY CONSULTANT
_______________________________
By: City Manager
_______________________________
APPROVED AS TO FORM:
_______________________________
By: J. Christine Dietrick, City Attorney
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The Pivotal Group Consultants, Inc.
Lyn P. Corbett PhD, President
Lyn@thepivotalgroup.com, (916) 420-0839
P.O. Box 212164 | Chula Vista, CA 91921
City of San Luis Obispo
Organizational
Development Services
RFP 2402-001
Exhibit A DocuSign Envelope ID: FC7C30B9-5733-4321-8260-FA8FC0560D0E
TPG Proposal
City of San Luis Obispo
Organizational Development Services
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Table of Contents
Submittal Forms .............................................................................................................................. 3
Proposal Submittal Summary ...................................................................................................... 3
Insurance Certificate ................................................................................................................... 5
References Form ......................................................................................................................... 6
TPG Billing Rate Form ............................................................................................................... 7
Statement of Past Contract Disqualifications .............................................................................. 8
Qualifications .................................................................................................................................. 9
Firm Experience .......................................................................................................................... 9
Key Project Personnel ................................................................................................................11
Work Program ............................................................................................................................... 14
TPG Approach ........................................................................................................................... 14
Trainings and Workshops ...................................................................................................... 15
Assessments ........................................................................................................................... 15
Coaching ................................................................................................................................ 17
Strategic Planning .................................................................................................................. 18
Services & Deliverables ............................................................................................................ 20
Sample Trainings Menu ............................................................................................................ 20
Resumes ........................................................................................................................................ 26
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TPG Proposal
City of San Luis Obispo
Organizational Development Services
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Submittal Forms
Proposal Submittal Summary
It is with great pleasure that The Pivotal Group Consultants, Inc. (TPG), submit a proposal for
services in response to the City of San Luis Obispo (the City) request for Organizational
Development Services.
We have reviewed the Request for Proposal (RFP) Scope of Work and we are able to provide all
organizational development consulting and coaching services and deliverables as stated in the
RFP, including:
✓ Organizational change management
✓ Team development
✓ Team building
✓ Strategic planning
✓ Group facilitation
✓ Process design
✓ Coaching: executive, leaders, onboarding, and transition
✓ Organizational design
✓ Program Design
✓ Assessments design and analysis; organization, team, individual.
We have included a proposal that outlines our approach and strategies for completing all services
in this RFP. Also included in this proposal is information regarding TPG key personnel, firm
qualifications, references, sample work, and our consulting rates.
Dr. Lyn Corbett, President, will serve as the primary point of contact for the project. We look
forward to hearing from you.
Sincerely,
Lyn P. Corbett PhD
President | The Pivotal Group Consultants, Inc.
Lyn@thepivotalgroup.com, (916) 420-0839
P.O. Box 212164 | Chula Vista, CA 91921
DocuSign Envelope ID: FC7C30B9-5733-4321-8260-FA8FC0560D0E
TPG Proposal
City of San Luis Obispo
Organizational Development Services
Page 4 of 37
DocuSign Envelope ID: FC7C30B9-5733-4321-8260-FA8FC0560D0E
TPG Proposal
City of San Luis Obispo
Organizational Development Services
Page 5 of 37
Insurance Certificate
DocuSign Envelope ID: FC7C30B9-5733-4321-8260-FA8FC0560D0E
TPG Proposal
City of San Luis Obispo
Organizational Development Services
Page 6 of 37
References Form
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TPG Proposal
City of San Luis Obispo
Organizational Development Services
Page 7 of 37
TPG Billing Rate Form
Service Description TPG Service Rate
TPG Consulting Fee (in person) $495 / hour
TPG Consulting Fee (virtual) $395 / hour
Individual/Group Coaching (in person) $395 / hour
Individual/Group Coaching (virtual) $295 / hour
Training (in person) $495 / hour
Training (virtual) $395 / hour
Creating Customized Training Course/Program $900
Assessment design/prep & analysis (individual
assessment prices vary depending on assessment)
$800
Retreat Facilitation (in person) $1,200
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TPG Proposal
City of San Luis Obispo
Organizational Development Services
Page 8 of 37
Statement of Past Contract Disqualifications
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TPG Proposal
City of San Luis Obispo
Organizational Development Services
Page 9 of 37
Qualifications
Firm Experience
The Pivotal Group Consultants, Inc. (TPG) is a minority-owned and led consulting firm based in
San Diego, California, offering an array of services to improve organizational capacity through
innovative strategic planning, organizational and leadership development, professional training
services, board development, research and evaluation, and professional coaching. TPG was
founded in 2013 by Dr. Lyn Corbett and Dr. Takisha Corbett to assist public agencies, nonprofit
organizations, foundations, and private businesses throughout California and nationally as they
enhance their mission-driven impact and build capacity to promote growth within the
communities they serve. The outstanding quality of our work has been recognized locally,
nationally, and internationally including by the International Economic Development Council.
TPG has supported the professional growth of hundreds of individuals through the application of
facilitated trainings, workshops, and personal coaching since its founding in 2013. The TPG
team has extensive background and familiarity with a variety of topical content and with
providing expert training and organizational development workshops for government agencies.
Our frequent work with California local government and public sector institutions has provided
us with the experience to design our courses in a manner that is tailored specifically to be
engaging, relevant, and customized to the needs of San Luis Obispo. TPG understands that the
goal of developing a single leader must always be pursued within the larger objective of
achieving organizational success. Thus, TPG will produce organizational development services
that build upon San Luis Obispo’s efforts and successes.
We have committed our work to helping institutions address challenges in innovative and
creative ways and have supported the professional growth of hundreds of individuals through the
application of facilitated leadership trainings, workshops, and personal coaching. Highlighted
here are examples of recent work that we have completed for clients particularly relevant to the
initiative outlined by the City of San Luis Obispo:
• City of Hayward
Organizational and Leadership Development
The City of Hayward City Council embarked on a journey with TPG to enhance the
collaborative dynamics and performance effectiveness of key city officials including the
City Attorney, City Clerk, and City Manager. The endeavor was focused on not only
evaluating the current operational effectiveness but also fostering a conducive
environment for strategic initiatives. TPG introduced a respectful and efficient evaluation
process tailored for the key city officials. The process kicked off with the implementation
of a 360-degree feedback mechanism, followed by individualized coaching sessions
aimed at addressing the identified areas of improvement. Engagements with the City
Council were facilitated to foster a collaborative dialogue, aligning the council and the
key officials towards a common goal. Additionally, TPG had the privilege of working
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TPG Proposal
City of San Luis Obispo
Organizational Development Services
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closely with the Mayor and the City Council members in conceptualizing and
successfully implementing a strategic initiative. This multifaceted approach ensured an
enriching learning experience for the key officials, a collaborative atmosphere among the
council and the officials, and a successful implementation of the strategic initiative,
resonating with the City of Hayward City Council’s overarching objectives.
• County of Sonoma Human Services Department
Leadership Development Design, Facilitation, and Management
TPG administered The Five Behaviors of a Cohesive Team assessment-based learning
experience designed to help individuals and organizations reveal what it takes to build a
truly cohesive and effective team in the most approachable, competent and effective way
possible. Through TPG facilitation and retreats, staff was unified and energized, gaining
an appreciation for each other and working together to achieve the department’s mission.
TPG organized and scheduled design, meeting facilitation, and follow-up based on
Sonoma County prioritizations and needs. Tasks included attending meetings, co-
developing overarching retreat goals, meeting with any committees, developing retreat
pre-work and agendas, developing handouts, facilitating discussions, and confirming
follow-up assignments. Additionally, TPG administers follow-up coaching.
Leadership Transition Consultation
Sonoma County, faced with the critical task of facilitating a smooth transition for a
director position held for 30 years, enlisted TPG expertise to guide this transition while
ensuring alignment with the county's strategic objectives and operational goals. TPG, led
by Consultant Lyn Corbett, crafted a tailored approach comprising Meeting Planning and
Facilitation, and Leadership Transition Facilitation. Initially, we organized and conducted
meetings focused on understanding Sonoma County's priorities, co-developing meeting
goals, and ensuring a clear follow-up on assignments. To address the leadership
transition, a meticulous plan was devised to ensure a seamless transition for the long-
standing director position. Engagements with key stakeholders were carried out to
understand and address expectations and concerns. Additionally, personalized executive
coaching sessions were provided to the incoming director to assist in assimilating the
organizational culture and identifying innovative strategies moving forward. The holistic
approach ensured a smooth leadership transition alongside a well-facilitated meeting
process, aligning with Sonoma County's strategic and operational objectives.
• San Diego County Salvation Army
Professional Development and Training Services
TPG designed and facilitates an employee wide leadership and management training
program to ensure that leadership and professional development are embedded deeply
within The Salvation Army culture. TPG created a website employees can use to sign up
for live and on-demand courses on a range of professional development topics and
assessments (including Gallup’s CliftonStrengths) facilitated by TPG.
Leadership Academy Cohort Program
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TPG Proposal
City of San Luis Obispo
Organizational Development Services
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Delivered a multi-year, 6-month Leadership Academy for select leaders and emerging
leaders to promote professional development and culture growth. This 6-session training
(per cohort) included:
o Monthly workshop sessions (2-4 hours; mix of in-person and virtual)
o Session Themes: personal development, leadership, and management (specific
topics are similar to those suggested in this proposal).
o Monthly, 1:1 virtual coaching sessions. Strength-based, goal-focused sessions to
assist ongoing professional development.
• County of Santa Clara
Training and Organizational Development Professional Services
TPG has a multi-year contract with the county to provide a variety of services for
employees and have been identified as a preferred vendor for the following trainings:
Training services:
o Communication Skills
o Critical Thinking/Problem Solving
o Leadership
o Presentation Skills
o Supervisory Skills
o Teamwork
o Train-the-trainer
Organizational Development Services:
o Coaching Services
o Consultation sessions for program interventions
o Facilitation of staff retreats and planning sessions
o Leadership Assessments
o Mentoring Programs
o Organizational Assessments
Key Project Personnel
TPG’s key asset is our highly skilled core team members who have worked together for many
years. Collectively, our team brings our training in leadership, strategic planning, staff and
community engagement, research, and evaluation to every engagement. Our team is made up of
researchers, professors, nonprofit and public service practitioners, and leadership theory experts
who have extensive experience with helping organizations implement organization development.
The outstanding quality of our work has been recognized locally, nationally, and internationally
including by the International Economic Development Council.
As a seasoned consulting firm, we possess the essential resources, extensive experience, and
proven capability to effectively oversee and ensure the on-time execution of day-to-day activities
involved in facilitating organization development for our clients. Our dedicated team of experts
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is well-versed in navigating the intricacies of governmental processes and regulations, enabling
us to provide comprehensive guidance and support throughout the project. With a track record of
successful projects and a commitment to delivering results, we stand ready to collaboratively
steer the City toward its goals with precision and timeliness.
See end of the proposal document for copies of Key Personnel Resumes.
Dr. Lyn Corbett, President, will serve as the primary point of contact and project lead. Lyn has
over 20 years of experience working with governments and organizations across the country to
help increase their mission-driven impact and expand their community reach. Dr. Corbett
approaches each opportunity with the understanding that individuals and organizations often
already possess the tools and assets they need to succeed. He takes a strengths-based approach,
allowing individuals and organizations to achieve better results, maximize resources, and
increase the impact on the communities they serve. Additionally, Dr. Corbett has an extensive
background in leadership and executive development and has worked extensively with mayors,
city councils, and public sector departments. He has led strategy and development projects with
the City of San Diego, the Berkeley Public Library, the University of San Diego, as well as
myriad other government and nonprofit institutions. Lyn teaches Leadership, Strategic Planning
and Strategic Management graduate-level courses at the University of San Diego and Point
Loma University and is an adjunct professor at the University of San Francisco. Previously, Lyn
was the Director of the Office of Youth Development for the City of Sacramento. Lyn holds a
PhD in Leadership Studies from the University of San Diego. He has an MA in Public
Administration with an emphasis in Nonprofit Management from New York University. He is a
Certified Governance Trainer with BoardSource, a Leadership Challenge Certified Facilitator, an
Everything DiSC Workplace Certified Facilitator, a Gallup Strengths Certified Coach, and a
member of the International Coaching Federation.
Dr. Takisha Corbett, Director of Organization Development and Assessments, has extensive
research qualifications that contribute to her work in planning sessions, reviewing, assessing, and
evaluating industry-specific research. She has extensive leadership and business experience and
understands the importance of organizational development as foundational to ensuring overall
organization success. She excels at developing systemic practices that seamlessly integrate data
collection, daily processes, and analysis of outcomes. Using real time data, she has guided
individuals and organizations to make strategic decisions to accomplish mission-centered goals.
Takisha’s background and experience as a clinical psychologist uniquely qualifies her to use
theoretical applications in a meaningful and impactful way. More and more, psychologists are
being used to evaluate company goals, work strategies, and employees to assess areas and tools
for improvement. Prior to beginning her doctoral work, Takisha held leadership and senior
leadership positions while working for national child welfare and nonprofit organizations.
Takisha holds a PhD in Psychology from Fuller Graduate School of Psychology, an MA in
Psychology from Pepperdine University, and an MA in Theology from Fuller Theological
Seminary.
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Kirsten Navis, Consultant, has been a lead consultant with TPG since 2018. She has over a
decade of experience in the nonprofit sector and in multi-cultural and international contexts
across consulting, organizational development, fundraising, and international development. She
has a strong commitment to cultivating inclusion and building multicultural workplaces. At TPG
she administers assessments, facilitates client strategy sessions, analyzes qualitative and
quantitative data while applying theoretical framework to identify gaps, evaluate problems and
synthesize recommendations. She also researches sector-specific information and helps develop
strategies and action plans for clients. Over the last five years she has been a key consultant in
facilitating the development of strategic plans for institutions across the country. She has helped
clients to realize planning goals through research and facilitation, as well as producing material
for evaluations, reports, and final strategic plan documents. She has significant experience
facilitating team and executive level retreats and board meetings for local governments and
nonprofit institutions. At TPG she likewise manages multi-year training programs for clients.
Kirsten is a CliftonStrengths Coach and holds an MA in Nonprofit Leadership and Management
from the University of San Diego.
Samantha Jenkins, Leadership Coach with TPG since 2022, is a Navy veteran and community
advocate with expertise in leadership and military lifestyle coaching and mentoring, and
organization development, training development and delivery. Samantha has over 20 years of
experience working in the nonprofit and public sectors. Her work is centered on a drive to
support organizations in building their capacity for improved diversity, equity, and inclusion and
as a veteran, her insight into working with military communities is yet another part of her
intersectional identity that she brings to engaging diverse groups of clients. In addition to holding
a Leadership Coaching Certificate from the University of San Diego School of Leadership and
Education Sciences, Samantha holds an MA in Nonprofit Leadership and Management from the
University of San Diego, a certification in Board Governance, and a BA in Organizational
Management.
Loretta Turner, Leadership & Executive Coach with TPG since 2021, is a San Diego-based
accredited leadership coach and nonprofit consultant with over a decade of experience in the
nonprofit and wellness sectors. She is an exceptionally conscious social entrepreneur, executive
coach, leadership educator, and wellness practitioner with expansive reach and experience across
the social impact landscape. Loretta advocates for better systems that support the wholeness, joy,
resiliency, and sustainability of the nonprofit and social impact workforce, and enjoys blending
the boundaries between doing good and being well. In addition to being a Professional Certified
Coach with the International Coaching Federation, Loretta holds an MA in Nonprofit
Management and Leadership from the University of San Diego and a BA in Psychology from
Ramapo College of New Jersey.
Seth Lemerman, Leadership & Executive Coach with TPG, is dedicated to social and
educational equity, with a career spanning 15 plus years of talent development experience in the
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NYC public education system, San Diego region, and across the U.S. Seth is known for strong
and reflective leadership, solutions-focused coaching, strategic thinking, and building
relationships to maximize the impact of my organization’s mission and goals. In addition to
being a Professional Certified Coach with the International Coaching Federation, Seth holds an
MA in Politics and Education from Columbia University, an MS for Teachers from Pace
University, and a BA in Psychology from Indiana University.
Work Program
TPG Approach
TPG will provide the City of San Luis Obispo (the City) with a consulting team equipped to
deliver all organizational development services; it is our intention to work collaboratively with
the City Human Resources to support the project outcomes and action plan strategies. TPG
understands that the goal of developing a single leader must always be pursued within the larger
objective of achieving organizational success. Thus, TPG will produce services that build upon
the City’s prior efforts and successes.
We believe effective organizational development strategies are customized to an organization’s
culture, team dynamics, development needs, strategic issues, and priorities. Our approach to
these services entails custom designed planning processes that provides a combination of one-on-
one and team planning meetings and data review, resulting in a customized approach to each
service we provide the City. By using qualitative and quantitative approaches to gathering data,
the information gathered during the planning phase will identify gaps, assess capacity, and
provide the information necessary for the City to determine organization development priorities
and direction.
We know that to gain the interest and engagement of the City’s various departments and
individuals, we need to speak to the areas that address the specific needs that each respective
entity cares about and feels they can influence. We will set the project scope and timelines of the
projects in conjunction with the preferences of the City. Our approach and messaging will be
tailored to specific audiences and roles. We will emphasize immediate applicability of learning
so that participants can see the value of their participation. We apply a quality improvement
approach to all training and organizational development, evaluating and learning from each
activity to refine our approach. Additionally, our firm brings a nuanced understanding of the
challenges of integrating cultures, workflows, care processes and data. In a spirit of equity, we
offer new ways of bringing people together to think differently about long-standing challenges.
We believe Diversity, Equity, Inclusion, and Belonging (DEIB) should not be seen as a separate
action but be embedded throughout the project and seen as a common practice. We believe the
case for diversity, equity, and inclusion extends beyond social and moral reasoning and
organizational optics. Foremost, diversity has been associated with an improved learning
environment for all learners. Awareness and appreciation for varied perspectives is developed
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after exposure to diverse learning communities. Our project process will be embracing and
inclusive.
Trainings and Workshops
We intend to partner with the City and/or specific departments and agencies to create a safe,
stimulating environment where all participants can identify obstacles and reach their highest
potential. We have extensive experience conducting trainings for all audience levels and leading
participants in a process of identifying and building on their strengths. Additionally, TPG has a
breadth of experience in applying adult learning theories and practices to curriculum design,
development, and delivery and can custom design courses in our areas of expertise. It is our
regular practice to incorporate effective training methods using training aids, support materials,
blended learning, and additional training methods within our courses.
Our approach and messaging with trainings is tailored to specific audiences and roles. We
emphasize the direct impact of leadership development and highlight the opportunity it is to
participate in professional development, so that the participants at all levels will understand the
value of their participation. We believe effective group workshops are customized to an
organization’s culture, team dynamics, development needs, strategic issues, and priorities. We are
prepared to customize and structure these workshops, including training sessions and team-
building activities that will unify and energize participants by helping them appreciate each other
and work together to achieve the team and the City’s mission.
We recognize the important work that employees are doing and value their time. As such, we
strive to deliver our training in ways that encourage participation. Our consultants are flexible
and can divide modules. We can offer trainings and workshops in full-day, ½-day, and 1-2-hour
segments.
Assessments
A pivotal aspect to organizational and leadership development is assessment and evaluation. We
use researched-validated assessment measures that can be customized to meet your unique needs.
Our consultants are certified and authorized partners for a variety of solutions and will work
directly with your organization to design an approach. In addition to the actual assessment, we
work with teams and individuals to interpret the results and create action plans for moving
forward. We can offer various assessments that incorporate online delivery methods to ensure
accessibility for everyone.
Assessments are a reliable way to collect objective, real-time information. The Pivotal Group
Consultants, Inc. offers tools to meet individual, team, or organizational assessment needs. We
believe assessments provide the data to support the deep realization that actions are expressions
of impact. Assessments, like a single photograph, only capture a single moment in time, and
require a further review to comprehend context. We seek to take a strengths-based approach,
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giving equal attention to both areas of strength and areas of development when identifying a path
forward.
• CliftonStrengths Gallup's Strengths Meta-Analysis examines the relationship between
strengths-based development and business performance outcomes. A meta-analysis is a
comprehensive validation approach that far surpasses the evidence provided from any
one study. This inaugural study shows that strengths-based development has a significant
effect on key performance outcomes, regardless of an organization’s industry or
geography. Creating a strengths-based workplace and investing in employee talent with
the Clifton StrengthsFinder not only brings out the best in employees — it improves
organizational success.
Whether you're trying to discover your own strengths, empower your team to develop
theirs, or create a strengths-based culture throughout your organization, Gallup’s
CliftonStrengths Assessment can help. The assessment measures your talents -- your
natural patterns of thinking, feeling and behaving -- and categorizes them into the 34
CliftonStrengths themes. Completing the online talent assessment (formerly the Clifton
StrengthsFinder®) is your way to: discover what you naturally do best, learn how to
develop your greatest talents into strengths, and use your personalized results and reports
to maximize your potential. CliftonStrengths 34 also gives you a new way to think about
how you work with others and the unique role you play on the teams you belong to. The
CliftonStrengths domains help explain how you use your CliftonStrengths to contribute
and succeed when you join, create or lead a team.
• The Leadership Challenge The Leadership Challenge is based on the Leadership
Practices Inventory (LPI) 360 Assessment, an observer-based tool for leaders and
managers at all levels in an organization—commercial and nonprofit, healthcare and
government—that incorporates the LPI Self instrument (completed by the Leader) and
the LPI Observer that gathers important insight from bosses, coworkers, direct reports,
and others who have direct experience of the individual leader in a leadership role. The
LPI 360 is positively related to both the effectiveness of leaders and their level of
commitment, engagement, and satisfaction. Independent studies consistently confirm that
the LPI has very strong reliability and validity. Today it is one of the most widely used
360-degree leadership assessment instruments available.
o Outcomes: Participants gain perspective into how they see themselves as a
leader, how others view them, and what actions they can take to improve
leadership practices and be more effective in their workplace.
• Everything DiSC® Everything DiSC® solutions provide rich, versatile learning
programs that offer personal insight for learners at every level of an organization, using a
consistent language of DiSC®. Using a research-validated learning model, each solution
provides in-depth information including tips, strategies, and action plans to help learners
become more effective in the workplace. All Everything DiSC solutions include
unlimited access to complimentary follow-up reports and MyEverythingDiSC®, the
interactive learning portal exclusive to Everything DiSC.
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Everything DiSC® is a personal development learning experience that measures
preferences and tendencies based on the DiSC® model. This simple yet powerful model
describes four basic styles: D, i, S, and C, and serves as the foundation for the Everything
DiSC Application Suite. Participants receive personalized insights that deepen their
understanding of self and others, making workplace interactions more enjoyable and
effective. The result is a more engaged, collaborative workforce that can spark
meaningful culture improvement in your organization—whether your workforce is
remote, in the office, or somewhere in between.
o Outcomes: Participants gain insights that will help them better understand
themselves and others, including actionable ways to strengthen their relationships
in the workplace.
• The Five Behaviors of a Cohesive Team The Five Behaviors of a Cohesive Team™ has a
simple goal: To facilitate a learning experience that helps professionals and their
organizations discover what it takes to build a truly cohesive and effective team. The Five
Behaviors™ profile, which provides both individual and team feedback, is grounded in
the model described in The Five Dysfunctions of a Team, the internationally best-selling
leadership fable by Patrick Lencioni. With this program, participants will learn how, as a
team, they score on the key components of the model.
The Five Behaviors® solutions can help you activate your team’s ability to drive results
through cohesive teamwork, whether it is with our Personal Development solution which
helps individuals learn the skills they need to “team” effectively, or our Team
Development solution which helps intact teams gain the know-how to work better
together. Both solutions use the framework of best-selling author Patrick Lencioni’s
model for teamwork which focuses on Trust, Conflict, Commitment, Accountability, and
Results. This framework is combined with personalized insights to create powerful,
customized, and authentic team development solutions that empowers both teams and
individuals to make lasting change.
Coaching
Our professional coaching is personalized and tailored to the unique needs of our participants.
We understand that the goal of developing a single leader must always be pursued within the
larger objective of achieving organizational success. We assist participants with developing their
professional capacity, promoting personal growth, and enhancing their ability to discover and
implement goals. We take a strengths-based approach to coaching, giving equal attention to both
areas of strength and areas of development when identifying a path forward for participants. We
believe leadership and creating a coaching culture are important components to organizational
success. We help our participants set realistic goals that are attainable and translate those gains
into individual growth and successes for their organization. We coach individuals and groups at
all stages of their career and profession, including entry level, management, and executives. We
also specialize in coaching individuals through onboarding and transitions.
• We can work directly with individuals, teams, or groups to design and provide specialized
coaching plans to support and develop their leadership. Our coaching approach includes:
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o Pre-coaching analysis and planning
o Data gathering
o Goal setting
o Coaching measuring and results report
Strategic Planning
The Pivotal Group strategic planning process demystifies strategic planning and makes it
understandable and accessible. TPG approaches the strategic planning process in 3 phases:
Evaluate – Validate – Integrate. This three-step approach has been tested in hundreds of strategic
planning efforts and provides a simple and flexible strategic approach to thinking, acting, and
learning.
Furthermore, our strategic planning model is structured to be adaptable depending on
organization needs (including time and size) and our strategic planning services range from
multi-month Strategic Planning to single-day Strategic Planning Workshops.
See the following for the full TPG Strategic Planning Process:
1. Phase One: Evaluate
Organization, Community & Industry Data Collection
The first phase is to identify the organization strategic direction. This phase is tactical in nature
and will provide data to assess the organization’s infrastructure, programs, and services, and to
discuss the planning approach and establish expectations.
Key components of this stage include:
• Strategic Planning Committee Meetings – Conversations with senior leadership and the
board as well as with a variety of interested parties to gain an understanding of the
organizational culture, and to identify the key questions for the planning process.
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• Document Synthesis – Gathering and reviewing organization documents to assess
infrastructure, programs, and services.
• Capacity assessment tools – Measure institutional and board core capacities such
leadership, management, and technical. This level of detailed analysis will provide a
strong foundation for the subsequent phases.
• Phase 1 Conclusion – Meeting with the strategic planning committee and other
identified key individuals to discuss findings and next steps.
2. Phase Two: Validate
Strategy Workshop Kickoff, Research and Assessment, and Key Informant Interviews
Phase 2 builds on the information gathered during Phase 1 with a focus on clarifying mission,
vision, and core values and gathering data from key stakeholders. TPG believes strategy always
begins with an understanding of the organization’s core identity and seeks to leverage its core
strengths and qualities to be most effective. Combining both qualitative and quantitative
approaches will provide a strong foundation for completion of this project.
Key components of this stage include:
• Strategy Workshop Kickoff– Convene stakeholders (board members, staff members and
other key individuals) identified by organization to participate in structured, highly
participatory exercises facilitated by TPG.
• Strategic Planning Committee Meetings – Guided discussions regarding mission,
vision, and values and strategic priorities to identify challenges and opportunities and
validate data and feedback. This process will be used to develop strategies to promote
overall planning and sustainability.
• Stakeholder Interviews/Surveys – TPG will conduct interviews or surveys with internal
and external stakeholders identified by organization.
• Compile Data and Research – TPG will analyze the findings from the above activities
for common themes and meet with organization to discuss the findings and next steps.
3. Phase Three: Integrate
Strategic Action Plan Development, Final Strategic Plan, Develop Implementation Plans
Phase three will entail completing all identified deliverables and presenting draft and final
strategic plans. Organization leadership, board, and staff will be engaged around strategies to
progress with and monitor progress on the strategic plan.
Key components of this stage include:
• Strategic Action Plan – Subcommittees will be established around identified priority
areas to produce a strategic action plan (identifying intermediate goals, responsibilities,
activities, and timelines) to be included in the final strategic plan document. Groups will
meet 1-2 times during phase 3 and utilize tools that address the priorities facing the
organization. TPG will facilitate subcommittee meetings as needed.
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• Finalized Strategic Plan – This includes both an internal plan document and a public-
facing document for publishing and distribution. The full internal strategic plan will
include all the content developed on the Strategic Action Plans as well as
metrics/outcome measures. The public-facing document includes the mission, vision,
values and the high-level strategy goals and objectives. We work with a graphic designer
to develop a document that is visually impactful.
• Implementation – Engage with planning committee regarding strategies to keep the
strategic plan a document that can be used as a vehicle to increase the organization’s
reach and impact. TPG will provide recommendations for a strategic planning tracking
platform.
Services & Deliverables
TPG is prepared to provide all organizational development consulting and coaching services and
deliverables as stated in the RFP, including:
✓ Organizational change management
✓ Team development
✓ Team building
✓ Strategic planning
✓ Group facilitation
✓ Process design
✓ Coaching: executive, leaders, onboarding, and transition
✓ Organizational design
✓ Program Design
✓ Assessments design and analysis; organization, team, individual.
Sample Trainings Menu
See tables below for a sample of TPG trainings we offer.
Category Analytical Skills
Course Title Critical Thinking
Description Critical thinking provides you with the skills to analyze and evaluate
information. With these skills, you are able to obtain the greatest
amount of knowledge from a piece of data. It provides the best chance
of making the correct decision, and minimizes damages if a mistake
does occur.
Learning
Objectives
Participants will be able to:
• Differentiate between and engage in critical thinking, non-linear
thinking, and logical thinking.
• Evaluate new information using critical thinking skills and
frameworks and apply them to several case studies.
• Take different perspectives to analyze and solve problems.
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• Synthesize and apply new skills to create action plans and
evaluations.
Outcomes This workshop will lead participants to be a more rational and
disciplined thinker. It will reduce their bias which will provide a greater
understanding of their environment. This workshop will provide
participants the skills to evaluate, identify, and distinguish between
relevant and irrelevant information which will provide an incredible
boost in performance.
Category Communication (Mass & Written)
Course Title Train-the-Trainer
Description Whether you are preparing to be a professional trainer, or you are
someone who does a bit of training as part of their job, you always want
to be prepared. Participants will understand that training is a process
where skills, knowledge, and attitudes are applied in a unique way.
Learning
Objectives
Participants will learn:
• Understand the components and merits of training and
facilitation including: gathering materials, creating a lesson plan,
choosing appropriate activities, preparing for the workshop,
delivery tips, keeping in interactive, dealing with difficult
participants, and tackling tough topics.
Outcomes This workshop will provide participants the skills to help them deliver
engaging and compelling workshops. Skills such as facilitating, needs
analyses, and managing tough topics will give your trainees what they
require to become a trainer themselves.
Category Communication (Mass & Written)
Course Title Presentation Skills
Description Many studies have found that public speaking is the number one fear
amongst most people, outranking flying, snakes, insects, and even
death. Ironically, it is also one of the skills that can make or break a
person’s career. Participants will be provided a strong set of skills that
will complement their current presentation skill set.
Learning
Objectives
Participants will be able to:
• Learn techniques for creating the program, choosing the best
delivery method, overcoming nervousness, and utilizing various
visual aids (flip charts, PowerPoint, Whiteboard, video/audio).
• Understand the differences and merits of nonverbal and verbal
communication methods.
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Outcomes This workshop will give participants some presentation skills that will
make speaking in public less terrifying and more enjoyable. Participants
will learn how to create a compelling program and engage the audience.
Category Communication (Verbal)
Course Title Coaching – Unlocking Employees Potential
Description Coaching as a leadership style improves communication and trust
between managers and employees and leads to higher employee
performance.
Learning
Objectives
Participants will learn:
• Trusting partnerships are the core of coaching conversations
• Using powerful questions can raise employee awareness &
responsibility, leading to higher performance
• Using the GROW coaching model and active listening can
maximize employee potential
Outcomes This workshop will give participants the understanding of when to
effectively utilize coaching conversations and the tools to do so.
Category Communication (Verbal)
Course Title Everything DiSC
Description Everything DiSC® solutions provide rich, versatile learning programs
that offer personal insight for learners at every level of an organization,
using a consistent language of DiSC®. Using a research-validated
learning model, each solution provides in-depth information including
tips, strategies, and action plans to help learners become more effective
in the workplace. All Everything DiSC solutions include unlimited
access to complimentary follow-up reports and MyEverythingDiSC®,
the interactive learning portal exclusive to Everything DiSC.
Outcomes Participants gain insights that will help them better understand
themselves and others, including actionable ways to strengthen their
relationships in the workplace.
Category Communication (Verbal)
Course Title Communication Strategies
Description For the better part of every day, we are communicating to and with
others. Whether it’s in the speech you deliver in the boardroom, the
level of attention you give your spouse when they are talking to you, or
the look you give the cat, it all means something.
Learning
Objectives
Participants will be able to:
• Understand components of communication barriers, paraverbal
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communication, non-verbal communication.
• Learn techniques for active listening, asking good questions,
clear speaking, mastering the art of conversation
• Evaluate new information using critical thinking skills and
frameworks and apply them to several case studies.
Outcomes This workshop will help participants understand the different methods
of communication and how to make the most of each of them. These
strategies will provide a great benefit for any organization and its
employees. They will trickle down throughout the organization and
positively impact everyone involved.
Category Employee Engagement & Well-Being
Course Title Leadership Practices Inventory-360 Review
Description The Leadership Challenge® is based on the Leadership Practices
Inventory (LPI) 360 Assessment, an observer-based tool for leaders and
managers at all levels in an organization that incorporates the LPI Self
instrument (completed by the Leader) and the LPI Observer that gathers
important insight from bosses, coworkers, direct reports, and others who
have direct experience of the individual leader in a leadership role. The
LPI 360 is positively related to both the effectiveness of leaders and the
level of commitment, engagement, and satisfaction.
Outcomes Participants gain perspective into how they see themselves as a leader,
how others view them, and what actions they can take to improve
leadership practices and be more effective in their workplace.
Category Employee Engagement & Well-Being
Course Title Time Management
Description Time management training most often begins with setting goals and
developing an action plan. Routine tasks are given less focus to free
time to work on tasks that contribute to important goals. This entire
process is supported by a skill set that should include personal
motivation, delegation skills, organization tools, and crisis management.
Learning
Objectives
Participants will be able to:
• Learn techniques for effective goal setting, prioritizing time
(80/20 rule), planning wisely, tackling procrastination, crisis
management, organizing the workspace, better delegate,
determining if meetings are necessary.
• Evaluate new information using critical thinking skills and
frameworks and apply them to personal action plan.
Outcomes Participants be able to plan and prioritize each day’s activity in a more
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efficient way, overcome procrastination, handle crises effectively,
organize their workspace/workflow, delegate more efficiently, use
rituals to make life smoother, and plan meetings more appropriately and
effectively.
Category Leadership
Course Title Adaptive Leadership
Description They say leaders are born, not made. While it is true that some people
are natural leaders, most leaders develop during adversity or challenges.
Often, people who have never had a leadership role will stand up and
take lead when a situation requires it.
Learning
Objectives
Participants will be able to:
• Understand components of leadership: characteristics, historical
examples, Great Man Theory, Trait Theory, transformational
leadership, situational leadership, and adaptive leadership.
• Develop a personal inventory of leadership goals, and strategies
for influencing and enabling others to act.
• Evaluate new information using critical thinking skills and
frameworks and apply them personal goals.
Outcomes This workshop will help build the confidence it takes to lead. The more
experience you have acting as a genuine leader, the easier it will be for
you. Taking on this role will become natural and rewarding.
Category Leadership
Course Title Strategic Thinking
Description This course presents models of leadership and strategy, combined with
ideas for practical implementation. The course materials are designed to
help participants acquire the skills needed to develop and implement
strategy.
Learning
Objectives
Participants will be able to demonstrate:
• An increased capacity to work through ambiguity, complex
problem-solving, and effective inquiry.
• Fundamental knowledge of the connection between strategy,
organizational, effectiveness and the role of leadership.
• Fundamental knowledge of the core elements of strategy:
outcomes, measures, assets, behaviors, values, environmental
analysis, obstacles, and engagement processes.
• An introductory understanding of obstacles to strategic change
and various strategies for overcoming barriers within the
organizational transformation process.
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• Analyze complex organizational challenges, determine leverage
points for strategy
• Develop alternative courses of actions, and a preferred set of
action recommendations.
Outcomes Participants will be able to apply practices and activities for the
development and application of strategy and positioning. Participants
will focus on developing traction within their teams and organization
and managerial situations.
Category Supervisory Skills
Course Title Building Effective Teams
Description Teams are keystone in any organization. The key to successful team
building is addressing the importance of chemistry. By staying aware of
the team dynamics as you build the group, you will increase the chance
of avoiding pitfalls and developing a sense of unity.
Learning
Objectives
Participants will be able to:
• Understand components of team dynamics, developing model
teams, factors that influence chemistry, the merits of diversity,
creating vision and goals.
• Learn techniques for establishing roles, leadership functions,
developing cohesion, building relationships, and directing the
team.
• Evaluate new information using critical thinking skills and
frameworks and apply them to several case studies.
Outcomes The workshop participants will become equipped to develop effective
teams and learn specifics of how building a team through chemistry will
lead to success.
Category Supervisory Skills
Course Title Delegate to Maximize Effectiveness & Efficiencies
Description Effective delegation is an essential skill for developing staff skills and
leadership and saving supervisors precious time.
Learning
Objectives
Participants will be able to:
• Define delegation,
• Explore why delegation is so important,
• Learn about different delegation tools and frameworks,
• Learn the traits of great, effective delegators
Outcomes The workshop participants will become equipped to use a 3-step
delegation process, identify the levels of delegation and authority, and
explore feedback as a tool to develop and recognize employees
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Category Supervisory Skills
Course Title Essential Skills for Supervisors
Description Every company wants to have the best and brightest employees, and
with Talent Management that can be achieved. With a company’s
workforce generally being its highest cost, does it not make sense to
invest in it? With effective supervisory skills, you are developing a
more skilled workforce, and attracting better and more skilled new
hires.
Learning
Objectives
Participants will be able to:
• Understand components of talent management and performance
management, and the merits of talent reviews (such as 350
feedback).
• Learn techniques for executing succession and career planning,
employee engagement, competency assessments, coaching, and
employee retention.
• Evaluate new information using critical thinking skills and
frameworks and apply them to several case studies.
Outcomes This workshop will help participants become better equipped to recruit
the correct people and keep a talented workforce that translates into
better performance and higher productivity in their teams and reduce
costs of training and retaining.
Resumes
See the following 11 pages for Key Personnel Resumes.
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DR. LYN PRICE CORBETT, PHD P. O. Box #212164, Chula Vista CA 91921
916.420.0839 lyn@thepivotalgroup.com
DR. LYN PRICE CORBETT, PHD P. O. Box #212164, Chula Vista CA 91921
916.420.0839 lyncorbett@gmail.com
EXECUTIVE PROFILE
Visionary and goal-oriented professional with broad-based experience in leading private and nonprofit
organizations to achieve mission-oriented goals; complemented with expertise in program development,
implementation, evaluation and strategy development, and community relationship management.
AREAS OF EXPERTISE
Leadership Development
Strategic Planning
Research and Evaluation
Community Outreach and Engagement
Talent Development
Impact Evaluation
Fund Development
Organizational Capacity Building
THE PIVOTAL GROUP CONSULTANTS INC. | SAN DIEGO, CA
PRESIDENT JUN 2012 – PRESENT
Provide organizational development consulting services to new and established organizations spanning
public agencies, nonprofit organizations, private businesses, and foundations.
KEY HIGHLIGHTS
✓ Facilitated strategic planning and organizational development efforts for local, regional, and national
organizations with a focus on capacity building and increasing community presence.
✓ Assisted various organizations in attaining more than $6M in grants that improved overall
organizational position and increased the capacity to deliver additional high-quality local and statewide
programs and services.
THE UNIVERSITY OF SAN DIEGO, THE NONPROFIT INSTITUTE | SAN DIEGO, CA
DIRECTOR OF GOVERNANCE AND COMMUNITY PROGRAMS JUN 2016 – PRESENT
Develop and implement the community-based learning and training programs by partnering with internal
and external stakeholders to increase the impact of the sector. Collect, analyze, and present annual findings
of the state of San Diego’s nonprofit sector, as well as key trends and perspectives from leaders in
nonprofits and philanthropy.
Key Highlights
✓ Developed and implemented innovative outreach strategies and community programming, including
several high-impact programs, a methodology for participation, program design, and implementation.
✓ Developed a comprehensive award-winning program design that incorporated cohort model
programs, large scale training events and cross-sector partnerships.
CENTER OF PRAISE MINISTRIES, INC. | SACRAMENTO, CA
CHIEF ADMINISTRATIVE OFFICER JUN 2010 – JUN 2015
Provide overall strategic, fiscal, and operational direction to organization leadership, and staff, of a 25-year-
old faith-based community organization.
KEY HIGHLIGHTS
✓ Successfully redefined the organization’s mission and vision to support the rollout of an integrated
growth strategy to improve community partnerships and services across multiple locations.
o Created volunteer training programs and increased volunteer base by 40%, resulting in more
than 1,200 volunteers serving annually.
PROFESSIONAL EXPERIENCE
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✓ Developed and launched media and technology strategy to advance all aspects of organizational
outreach and communication, ultimately raising organizational presence and influence locally and
nationally.
THE CITY OF SACRAMENTO—OFFICE OF YOUTH DEVELOPMENT | SACRAMENTO, CA
DIRECTOR DEC 2007– OCT 2010
Recruited as the first Director of the Office of Youth Development in charge of formulating and
promoting city policies for youth welfare and establishing community-based partnerships to ensure the
successful implementation of youth development initiatives.
KEY HIGHLIGHTS
✓ Developed and implemented a city policy that enabled volunteerism among city employees for up to
40 hours annually to mentor children and youth in local public schools.
✓ Established grant opportunities and structures that included distributing $1.5M in grants for new and
innovative programs for youth and families throughout Sacramento.
ADDITIONAL EXPERIENCE
SIERRA HEALTH FOUNDATION | SACRAMENTO, CA
CONSULTANT AND LEAD FACULTY – SIERRA HEALTH FOUNDATION OCT 2014 – MAY 2018
Developed and implemented a 12-month Health Leadership Program with the University of San Francisco
School of Management and UC Davis Institute of Health Population Management focused on developing
nonprofit leadership in organizations working to improve community health while reducing health
disparities through organizational capacity building and policy change.
Provided leadership and support for the Community Responsive Grant Program including identifying
potential grantees, reviewing grant proposals, and presenting recommendations. Also provided expertise
for crucial priority areas impacting communities of color: Black Infant Child Death Prevention, My
Brother’s Keeper – Sacramento, Asthma Mitigation Project.
SACRAMENTO RESPITE COLLABORATIVE | SACRAMENTO, CA
GRANT MAKING AND EVALUATION COMMITTEE CHAIR FEB 2012 – JAN 2015
Served as Chairperson of a regional foundation workgroup responsible for providing technical support on
funding priorities, program evaluation, and impact analysis.
Set direction for funding allocation of $5M to increase mental health service options for alternatives to
hospitalization for community members experiencing a mental health crisis.
EDUCATION
PHD, ORGANIZATIONAL LEADERSHIP AND CONSULTING | UNIVERSITY OF SAN DIEGO, CA
DISSERTATION: THE STRENGTHENING OF CIVIL SOCIETY: NONPROFIT CAPACITY BUILDING IN THE CITY OF SAN
DIEGO [2020]
MASTER OF PUBLIC ADMINISTRATION IN NONPROFIT MANAGEMENT | New York University, New York, NY
[1997]
BACHELOR OF SCIENCE IN CRIMINAL JUSTICE | Saint John’s University, Queens, NY [1993]
HONORS AND CERTIFICATIONS
Cornell University Diversity and Inclusion Certificate [ANTICIPATED, APRIL 2021]
California Assembly Member Dr. Shirley N. Weber Volunteer of the Year Award [2020]
ACC Certified Coach, International Coaching Federation [2020]
Adjunct Faculty Member of the Year, University of San Diego, [2019]
University of Cambridge – Learn to Lead Program, Leadership Fellow [2017]
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DR. TAKISHA CORBETT, PHD
P. O. Box #212164, Chula Vista CA 91921
(916) 606-8717 takisha@thepivotalgroup.com
California Clinical Psychology License: PSY31413
Registered Health Service Psychologist #57061
EDUCATION
Fuller Graduate School of Psychology (APA Accredited) (Sept 2009 – Sept 2016)
Fuller Theological Seminary, Pasadena, California
Degree: M.A. Psychology
Degree: M.A. Theology
Degree: Ph.D. Psychology
Pepperdine University, Los Angeles, California
Degree: M.A. Psychology
California State University, Fullerton, Fullerton, California
Degree: B.A. Psychology
LICENSED CLINICAL PSYCHOLOGIST & OTHER OCCUPATION EXPERIENCE
Senior Mental Health Clinician (April 2022 – Present)
Long Beach City College District
• Provides lead direction, consultation, training and supervision to staff and interns;
evaluates the work of assigned technical and support staff; administers specified program
area; provides education and consultation to assigned staff, students, faculty, community
agencies and the public; participates in quality assurance/peer review functions; provides
direction for mental health services and related campus activities.
Clinical Psychologist (April 2020 – Present)
Pacific Neurobehavioral Clinic, PC
• Therapy. Provide individual short-term and long-term treatment to adults including
college students, active -duty military, veterans, and older adults. Perform initial
screening and assessments, diagnostic formulation (DSM 5), and develop treatment plans.
• Testing. Administer psychological and neuropsychological batteries to individuals referred
for diagnostic clarification, ADHD screening, learning disorders, and screening assessment of
neurocognitive functioning. Assessments included clinical interviewing; administration,
scoring, and interpretation of psychological and neuropsychological batteries; integration of
test results with medical record data, current research literature, consultation with medical
providers, and DSM 5 diagnostic criteria. Provided feedback and consultation as needed to
the referring psychiatrist or physician.
Health Educator 3 (October 2019 – Present)
University of California, San Diego: School of Medicine, Department of Pediatrics
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• Provide direction and oversight for NIH funded grant exploring clinical interventions to
improve pediatric obesity treatment outcomes (Rhee: R01DK106157). Provided clinical
supervision of treatment interventions (group treatment and family coaching); lead group
treatment; developed, trained, and supervised qualitative analysis of video coding on parent-
child feeding behaviors.
Director of Organization Development and Assessments (January 2014 – Present)
The Pivotal Group Consultants, Inc.
• Provide direction and unique design for change process for organization development,
training, and leadership development. Work with organizations to define clear objectives and
identify appropriate assessment tools to support short and long-term goals. Provide executive
coaching to individuals, business owners, managers, project leaders, executives, senior
leadership members, and board members.
Program Operations Manager (January 2004 – June 2009)
Boys Town California, Inc., Los Angeles and Orange County, California
• Oversaw all Boys Town California program operations in Los Angeles and Orange Counties
including In-Home Family Services, Treatment Family Homes, and Intervention and
Assessment Service Centers providing treatment to underserved youth and families; served
more than 600 youth and families per year. Provided clinical oversight on youth and family
treatment plans across all programs, using cognitive and behavioral interventions, goal setting
strategies, and outcome measurements.
• Provided consultation and support to Program Directors to ensure quality clinical outcomes
with at risk youth and families, effective staff development, adherence to annual budget, and
compliance with all licensing and contracting agency regulations.
• Designed and implemented annual training and education plan.
VOLUNTEER ACTIVITIES
• Voting Member of the Chula Vista Police Department Chief's Community Advisory
Committee, 2017-present
• Delta Sigma Theta Sorority, Inc., A service sorority, 1996-present
• Board Member, South Central Los Angeles Regional Center, Friends of SCLARC, 2009-
2013
• Sarah’s Daughters, A Faith-Based Mentoring Program, 2005-2011
• Big Brother Big Sister of Los Angeles and Inland Empire, 2001-2008
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Kirsten Bolter Navis Alameda, California
262-672-3982 | kirsten@thepivotalgroup.com
EDUCATION
University of San Diego Graduate School of Leadership and Education Sciences
San Diego, CA
Master of Arts in Nonprofit Leadership and Management (2017)
Houghton College
Houghton, NY
Bachelor of Arts in International Relations, Minor in Islamic Studies (2010)
EXPERIENCE
The Pivotal Group Consultants, Inc., Remote/San Diego, CA/Washington, DC/Alameda, CA,
Consultant (Nov 2018-Present)
• Met and collaborated with clients and external vendors while representing TPG to
developed multi-year strategic plans for nonprofit client organizations
• Facilitated board and leadership meetings and team retreats
• Developed content for team building presentations and activities
• Crafted surveys for staff, board, and external stakeholders; analyzed qualitative and
quantitative data while applying theoretical frameworks to identify gaps, evaluate
problems, and synthesize recommendations
• Researched sector specific information and wrote literature reviews to drive
recommendations and conclusions; developed strategies and action plans for clients;
drafted and designed content for final products
• Wrote bids and applications for approved contractor status for California municipal and
county government which were awarded
• Evaluated, scored, and recommended grantee applications on behalf of client foundations
• Managed the planning process and project timelines for the TPG team
• Recent clients include national and regional industry associations such as Sacramento
Steps Forward, Richmond Neighborhood Housing Services, Circulate San Diego,
Biocom, Privacy Rights Clearinghouse, and Public Health Alliance.
Univ. of San Diego Nonprofit Leadership and Mgmt. Program, San Diego, CA, Graduate
Student Consultant (Aug 2015-May 2017)
• Consulted with several local nonprofits to produce various deliverables including board
manuals, by-law revisions, financial risk and opportunities assessments, volunteer
program assessments, marketing and fundraising plans, performance management
designs, strategic framework reports, etc.
San Diego River Park Foundation, San Diego, CA, Administrative Associate (Jan 2016-Sept
2017)
• Processed all donations and grants in DonorPerfect, generated membership renewal
notices, donor receipts, and recognition/appreciation documents
• Prospected potential grants and foundations, tracked proposal and reporting deadlines
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• Database processing and cleaning of donor tracking system
• Filed annual property tax statements for foundation land acquisitions
Mennonite Central Committee, Santa Cruz, Bolivia, Connecting Peoples Facilitator (Oct
2011-Jan 2015) and Field Office Accountant (June 2014-Jan 2015)
• Recruited, supervised, and mentored an international team of 5 junior staff (and grew it to
7) who were seconded to local partner organizations
• Designed and implemented on-boarding and off-boarding orientations and de-briefing
sessions for all incoming and outgoing staff, provided HR support for team
• Developed objectives, tracked, and measured impacts for three-year project plan,
allocating and managing its $130k annual budget, which was used as a regional best
practice model for projects focused on peacebuilding, advocacy, and intercultural
exchange
• Planned and coordinated professional development meetings and retreats to foster worker
self-care and facilitate constructive relationships in a multicultural and bilingual team
• Provided financial accounting for the Bolivia field office to balance the $770k annual
country program budget and reconcile expense reports for 24 workers
KIPP DuBois Collegiate Academy, Philadelphia, PA, Academic Support (Sep 2010-June 2011)
• Provided individual and group-based supplemental learning support to students
• Input and analyzed benchmark data, consolidated, and reported results to administrators
Hope Refugee Services, Buffalo, NY, Refugee Case Worker/ESL Co-Teacher (May-Aug 2009)
• Advocated and mediated for refugees between social services, healthcare providers,
landlords, telecommunications providers, and various businesses
• Co-taught an 8th grade ESL summer school program through Buffalo Public Schools
Food for the Hungry International, Apac, Uganda, Junior Project Officer (Oct 2008)
• Conducted a community needs assessment through qualitative and quantitative research
• Surveyed Food For the Hungry International’s child development programs in two rural
communities
SKILLS
• Managerial and leadership experience in cross-cultural, multi-lingual contexts
• Training with CliftonStregnths Coaching
• Customer service, interacting with high-level donors, and managing client relationships
• Data gathering, manipulation, and presentation using Survey Monkey and Excel
• Fluency in Microsoft Access, Powerpoint, DonorPerfect, SmartSheet, Google Drive,
FasWin accounting software, multiple video conferencing platforms
• Grant writing, grantmaking and evaluating
• Event planning, organization, and logistics for large groups of people in multicultural
contexts
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EXHIBIT B
INSURANCE REQUIREMENTS FOR PROFESSIONAL SERVICES
Without limiting CONSULTANT’s indemnification of CITY, and prior to commencement of Work,
CONSULTANT shall obtain, provide and maintain at its own expense during the term of this AGREEMENT,
policies of insurance of the type and amounts described below, and in a form satisfactory to CITY.
General liability insurance. CONSULTANT shall maintain commercial general liability insurance with
coverage at least as broad as Insurance Services Office form CG 00 01, in an amount not less than
$1,000,000 per occurrence, $2,000,000 general aggregate, for bodily injury, personal injury, and property
damage. The policy must include contractual liability that has not been amended. Any endorsement
restricting standard ISO “insured contract” language will not be accepted.
Professional liability (errors & omissions) insurance. CONSULTANT shall maintain professional liability
insurance that covers the Services to be performed in connection with this AGREEMENT, in the minimum
amount of $1,000,000 per claim and in the aggregate. Any policy inception date, continuity date, or
retroactive date must be before the effective date of this AGREEMENT and CONSULTANT agrees to
maintain continuous coverage through a period no less than three (3) years after completion of the
services required by this AGREEMENT.
Workers’ compensation insurance. CONSULTANT shall maintain Workers’ Compensation Insurance
(Statutory Limits) and Employer’s Liability Insurance (with limits of at least $1,000,000). CONSULTANT
shall submit to CITY, along with the certificate of insurance, a Waiver of Subrogation endorsement in favor
of CITY, its officers, agents, employees, and volunteers.
Proof of insurance. CONSULTANT shall provide certificates of insurance to CITY as evidence of the
insurance coverage required herein, along with a waiver of subrogation endorsement for workers’
compensation. Insurance certificates and endorsements must be approved by CITY’s R isk Manager prior
to commencement of performance. Current certification of insurance shall be kept on file with CITY at all
times during the term of this contract. CITY reserves the right to require complete, certified copies of all
required insurance policies, at any time.
Duration of coverage. CONSULTANT shall procure and maintain for the duration of the contract insurance
against claims for injuries to persons or damages to property, which may arise from or in connection with
the performance of the Work hereunder by CONSULTANT, his agents, representatives, employees or
subconsultants.
Primary/noncontributing. Coverage provided by CONSULTANT shall be primary and any insurance or self-
insurance procured or maintained by CITY shall not be required to contribute with it. The limits of
insurance required herein may be satisfied by a combination of primary and umbrella or excess insurance.
Any umbrella or excess insurance shall contain or be endorsed to contain a provision that such coverage
shall also apply on a primary and non-contributory basis for the benefit of CITY before the CITY’s own
insurance or self-insurance shall be called upon to protect it as a named insured.
CITY’s rights of enforcement. In the event any policy of insurance required under this AGREEMENT does
not comply with these specifications or is canceled and not replaced, CITY has the right but not the duty
to obtain the insurance it deems necessary, and any premium paid by CITY will be promptly reimbursed
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by CONSULTANT or CITY will withhold amounts sufficient to pay premium from CONSULTANT payments.
In the alternative, CITY may cancel this AGREEMENT.
Acceptable insurers. All insurance policies shall be issued by an insurance company currently authorized
by the Insurance Commissioner to transact business of insurance or is on the List of Approved Surplus Line
Insurers in the State of California, with an assigned policyholders’ Rating of A- (or higher) and Financial
Size Category Class VII (or larger) in accordance with the latest edition of Best’s Key Rating Guide, unless
otherwise approved by the CITY’s Risk Manager.
Waiver of subrogation. All insurance coverage maintained or procured pursuant to this AGREEMENT shall
be endorsed to waive subrogation against CITY, its elected or appointed officers, agents, officials,
employees and volunteers or shall specifically allow CONSULTANT or others providing insurance evidence
in compliance with these specifications to waive their right of recovery prior to a loss. CONSULTANT
hereby waives its own right of recovery against CITY and shall require similar written express waivers and
insurance clauses from each of its subconsultants.
Enforcement of contract provisions (non estoppel). CONSULTANT acknowledges and agrees that any
actual or alleged failure on the part of the CITY to inform CONSULTANT of non-compliance with any
requirement imposes no additional obligations on the CITY nor does it waive any rights hereunder.
Requirements not limiting. Requirements of specific coverage features or limits contained in this Section
are not intended as a limitation on coverage, limits or other requirements, or a waiver of any coverage
normally provided by any insurance. Specific reference to a given coverage feature is for purposes of
clarification only as it pertains to a given issue and is not intended by any party or insured to be all
inclusive, or to the exclusion of other coverage, or a waiver of any type. If the CONSULTANT ma intains
higher limits than the minimums shown above, the CITY requires and shall be entitled to coverage for the
higher limits maintained by the CONSULTANT. Any available insurance proceeds in excess of the specified
minimum limits of insurance and coverage shall be available to the CITY.
Notice of cancellation. CONSULTANT agrees to oblige its insurance agent or broker and insurers to provide
to CITY with a thirty (30) day notice of cancellation (except for nonpayment for which a ten (10) day notice
is required) or nonrenewal of coverage for each required coverage.
Additional insured status. General liability policies shall provide or be endorsed to provide that CITY and
its officers, officials, employees, and agents, and volunteers shall be additional insureds under such
policies. This provision shall also apply to any excess/umbrella liability policies.
Prohibition of undisclosed coverage limitations. None of the coverages required herein will be in
compliance with these requirements if they include any limiting endorsement of any kind that has not
been first submitted to CITY and approved of in writing.
Separation of insureds. A severability of interests provision must apply for all additional insureds
ensuring that CONSULTANT’s insurance shall apply separately to each insured against whom claim is made
or suit is brought, except with respect to the insurer’s limits of liability. The policy(ies) shall not contain
any cross-liability exclusions.
Pass through clause. CONSULTANT agrees to ensure that its subconsultants, subcontractors, and any
other party involved with the project who is brought onto or involved in the project by CONSULTANT,
provide the same minimum insurance coverage and endorsements required of CONSULTANT.
CONSULTANT agrees to monitor and review all such coverage and assumes all responsibility for ensuring
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that such coverage is provided in conformity with the requirements of this section. CONSULTANT agrees
that upon request, all agreements with consultants, subcontractors, and others engaged in the project
will be submitted to CITY for review.
CITY’s right to revise specifications. The CITY reserves the right at any time during the term of the
contract to change the amounts and types of insurance required by giving the CONSULTANT ninety (90)
days advance written notice of such change. If such change results in substantial additional cost to the
CONSULTANT, the CITY and CONSULTANT may renegotiate CONSULTANT’s compensation.
Self-insured retentions. Any self-insured retentions must be declared to and approved by CITY. CITY
reserves the right to require that self-insured retentions be eliminated, lowered, or replaced by a
deductible. Self-insurance will not be considered to comply with these specifications unless approved by
CITY.
Timely notice of claims. CONSULTANT shall give CITY prompt and timely notice of claims made or suits
instituted that arise out of or result from CONSULTANT’s performance under this AGREEMENT, and that
involve or may involve coverage under any of the required liability policies.
Additional insurance. CONSULTANT shall also procure and maintain, at its own cost and expense, any
additional kinds of insurance, which in its own judgment may be necessary for its proper protection and
prosecution of the work.
Verification of Coverage. Contractor shall furnish the City with a certificate of insurance showing
maintenance of the required insurance coverage, as well as endorsements effecting general liability
coverage.. All endorsements are to be received and approved by the City before work commences.
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