HomeMy WebLinkAbout2009 01 26 Regular 607 Consider Options for Proceeding with Procurement of Permanent City Manager and Approve Salary for Interim City ManagerCOMMISSION AGENDA
ITEM 607
January 26, 2009
Regular Meeting
Consent
Informational
Public Hearin
Re ular X
MGR. /DEPT.
Authorization
REQUEST: Interim City Manager requesting the Commission to consider options for proceeding with
procurement of a permanent replacement for the former City Manager and to approve a salary for the
Interim City Manager.
PURPOSE: This agenda item is needed for the Commission to consider options for proceeding with procuring a
replacement for the former City Manager and to approve a salary for the Interim City Manager.
CONSIDERATIONS:
City Manager Replacement
At the January 12, 2009 Commission meeting, the Commission directed staff to bring back options for proceeding
with procurement of a permanent replacement for the former City Manager. In that regard, the following
suggested process and associated information is provided.
This process of procuring a new City Manager may be accomplished in two steps.
Step 1: Identify the attributes you are looking for in a City Manager (i.e., Candidate Profile)
Initially, it is very important for the Commission to discuss and identify those specific attributes and
characteristics it desires in its new City Manager. (Note: Based on our research, a Winter Springs Job
Description for its City Manager position does not exist). For example, it would be important to identify:
• The specific educational requirements the Commission requires and/or prefers (e.g., Masters Degree in
Business Administration, Public Administration or related field),
• The specific years and position experience required (e.g., minimum 5 years progressive experience as a
City Manager or Assistant City Manager in a full service City with aCommission-Manager form of
government),
• The type of experience and/or characteristics deemed important (e.g., must be accessible and visible in the
community, must possess experience with development and re-development projects, must possess a
strong financial/budgeting background, must be an effective communicator, must possess the ability to
develop relationships with stakeholders, etc.)
• Any other factors deemed important.
Step 2: Determine aprocess/strategy for procuring a person with those characteristics and attributes.
Once the characteristics and attributes that the Commission desires in a new Manager are identified, there are
three basics options for procuring a person that possesses those traits, as follows:
1. Hire an Executive Recruitment Firm that specializes in City Manager searches.
Advantages of this option include expertise in recruitment of City Managers. A disadvantage would
be cost. Typical searches of this type for Cities of our size would cost between $20,000 and $25,000.
2. Perform the search in-house.
City staff has the expertise and is fully prepared to perform the search in-house. Advantages of this
option include significant cost savings over an executive recruitment firm. Additionally, this option
affords the utilization of a citizen review committee, if deemed appropriate and useful.
3. Utilize an ICMA "Range Rider" former City Managers) to perform the Manager search process.
Advantages of this option include cost savings and City Manager experience in the search process.
Ultimately, the goal is to procure the right person for the job at this point in the history of the City. Unfortunately,
no one process guarantees the successful procurement of a Manager that meets the desired attributes of the
Commission. Each option has its merits and limitations and each has, historically, produced successes and
failures.
Interim City Manager Compensation
At the January 12, 2009 Commission meeting, the Commission directed the Interim City Manager to bring back a
recommended salary for the Interim City Manager.
The following information was used in determining the recommended salary for the Interim City Manager.
• Authority
City Personnel Polices, Section 16.2 states the following:
Employees temporarily reassigned for a period exceeding 30 calendar days in
any given calendar year to a higher classification level, other than to fill in for
personal leave or similar absences, shall be granted a five percent increase or
the minimum level of the new pay grade, whichever is greater, for the duration of
the temporary assignment. Regular increases shall be granted during the period
of reassignment.
There is no approved pay range in the City pay plan for the position of City Manager. Accordingly, the
following salary "range" information, and its source, is provided for reference and comparison.
• Salary Reference Data
1. Florida League of Cities Salary Survey range data for cities in Seminole County:
Min $135,000
Max $177,971
2. Florida League of Cities Salary Survey data for All Cities/Counties in Florida:
Min $90,882
Max $144,592
Avg $142,665
3. ICMA Salary Survey range data for cities in Central Florida:
Min $120,000
Max $170,850
4. Seminole County area City Manager Salary Survey Data:
Min $135,000 (Oviedo Manager - 6 month tenure)
Max $177,971 (Altamonte Springs Manager - 26 year tenure)
5. City of Winter Springs Department Heads Salaries:
Current Base Salaries for Winter Springs Department Heads vary as follows:
Lowest $82,300
Highest $117,000
Based on the above information/data, it is recommended that the Commission approve a salary for the Interim
City Manager of $108,000.
FUNDING:
Sufficient funds are available in the City Manager's Personnel Budget to cover the delta between the Interim City
Manager's current salary and the recommend salary.
RECOMMENDATION:
The Interim City Manager recommends that the City Commission do the following:
1. Consider astrategy/process for procuring a permanent City Manager and provide further direction to
staff.
2. Choose from one of the following options regarding the Interim City Manager's Salary:
a. Approve a salary of $108,000 for the Interim City Manager for the duration of his tenure as
Interim City Manager, retroactive to January 12, 2009, or
b. Approve some other salary amount for the Interim City Manager, as deemed appropriate, for the
duration of his tenure as Interim City Manager, retroactive to January 12, 2009.
ATTACHMENTS:
COMMISSION ACTION: