Ready, sir. Okay. Everybody else online, are you ready? Yes, sir. Okay. There's
a few of them on there.
Oh, okay. Okay, I'm going to go ahead and call this meeting to order. The time is 10.03,
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We're going to have our invocation led, which is going to
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Warner lead us in the pledge, and then we'll do our roll call. If I could please have everyone stand. Yeah.
And this is a poem that was shared with the Florida League of Cities yesterday that's been going around that during this troubling time, point to some silver linings. It's called, And the
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Some meditated, some prayed, some danced, some met their shadows and the people began to think differently and the people healed.
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in the absence of people living in ignorant, dangerous, mindless and heartless ways,
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the earth began to heal. And when the danger passed and the people joined together again, they grieved their losses and made new choices and dreamed new images and created new ways to live and heal the earth fully as they had been healed amen thank
you to
the flag of
the United States
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nation
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roll call okay
Mayor Williams
here
Deputy Mayor Goins here
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Garganese
present telephonically
interim City Manager Fuhrer
here
thank you
thank you ma'am Okay, we're going to move on to approve of agenda for special meetings of a
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what is the wishes of the council
motion to approve
motion from Councilwoman Warner
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all in favor signify by saying aye aye
aye aye
opposed it passes unanimously okay we're gonna move on to item number three which is Council Business
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So we
called
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this meeting as a special meeting to discuss the recruitment options for the city manager vacancy um so the plan of the agenda today um first we've invited Ken Parker who's a key advisor from FCCMA who will come speak on different options for the city manager selection process. He's provided each of you a memo, ‸ part of your packet that
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I don't know exactly when you received your packet but we put together a binder which I believe were delivered to you Friday over the weekend which was a copy of all of the proposals from each firms that were requested The firms for the proposals include um
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Mercer Group of Florida and Strategic Government Resources ‸ and there's a representative for each firm that will also do a brief representation of their um proposals. Two firms are available um over a webinar, so to speak, and then one um representative
for
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Mercer has come here in person so
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um and he'll review his options that he put together in the memo for you. uh
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Ken Parker I'm a senior advisor with the Florida City County Management Association uh So thank you for allowing uh us to be uh part of this discussion this morning. okay each of you received a copy of a memorandum that I prepared uh again provided to you and it uh basically goes through and outlines some items that, uh from a professional city manager standpoint that we believe are salient to this uh discussion this morning. okay first let me just state that FCCMA and the senior advisors cannot be involved as a uh
uh
to do help with your recruitment process. uh
we
are limited by our association's policy to only assist small cities in this process so we're you're outside of that particular realm so any comments that I'm making today uh do not include us as part of that process. So please understand that. The okay so what that really leaves you with is uh you know basically three options that you're out there and
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is okay from our standpoint and from a professional
manager's
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standpoint. If you have an internal candidate someone that you believe uh meets the criteria you should pursue that first before you pursue any other option. We believe that that is uh ‸ fair to anyone that would be applying uh to your uh to your situation. If you're just putting it out there to see what's out there but you're still intent on employing the internal candidate. uh That's not fair to the those that may apply and that's not also fair to your internal candidate. and I don't know if that's the case here or not but I want to put that on the record up front from that standpoint ‸ The second option is uh what we believe is the preferred option. And that is using a nationwide search firm. And there are some great benefits from doing that. First is that
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and they are out there uh helping uh managers that ‸ are looking for positions and cities who are looking for managers and bringing them together. uh uh To be uh ‸ to form a good partnership. the second thing is that uh they do very detailed work and when I say detailed work is thinking
about
things such as the background work. All of those types of things that you will need. uh When you're employing the next manager here in this city. That's what they do. Okay, and they're
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your position. And if you look at any of the brochures or any of the materials that they do.
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that present your city in the best light to encourage those individuals that may be interested ‸ in applying to be city manager here and
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Also, they are very good at calling individuals that they believe meet your profile and meet the requirements of this city. And so they are they reach out to individuals and they just don't wait for individuals to apply
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as a council. Secondly, the other option that is available to you is to do it internally. But that also
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especially as we're responding to this virus situation right now. Your city is heavily involved in those types of activities. But also right now, this is budget season. And so there are some limitations that you as a council and your staff, you know, are working under during this particular period of time that could hinder you
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obtaining the best quality of individuals that you want to be considered for the manager slot. ‸ Let me just kind of, you know, then move beyond that and just talk about some items that I believe that are extremely important. One is I put some policy questions together that you need to answer. And so I think that those are some things that you as a council need to discuss and need to kindly come to those decisions.
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decision? Since I understand there's an election possibility in November. I don't know how many council members are up for election, but that is also something that you should take into consideration. There isn't a right answer or wrong answer to that one. I've done,
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just like you did. They made the decision that they wanted to make that decision. I ‸ had another city council that I was working with and they said, we want to wait until after the election and see who's going to be seated at that time and let them make that decision. And so there are some of those policy questions such as that. But let me move forward and also saying whatever your decision is, you need to move forward in unity together. And that means that the decisions that the council makes needs to reflect the consensus of council and not necessarily an individual's position. And so be sure you know you understand those types of things.
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you about, and if I were involved, I would say it's the probably one of the most important things that you do is
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the candidate profile, that goes beyond what your charter requires. That goes beyond what your ordinances require. The candidate profile says, this is what are the characteristics that we want in our next city manager. It gives uh the um it gives the consultant and it gives whoever's working with you. ‸ okay These are the things that we think that we want in our manager. They also will use that profile in helping them when they are recruiting or when
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and saying, we believe that these candidates here are most meet. Or most likely meet your criteria. So, uh so, uh you know, kind of think through all of that. To me, that is important. The second item that I always suggest to city council is that this is your position. It is a key position. Maybe the most important decision this council may make the
next city manager is
who will be the next city manager. So, it's important that once that profile is developed that you adopt it. That is a council adopted profile. ‸ This is what we want. So, it should come back to this body. ‸ This body says, yes, this is what we want and this is our agreement. Secondly, is whenever any of the materials that are put together for recruitment should be adopted by the council. Because, see, that's your that's your document. That's what you're saying that you want to put out there in front of the uh in front of the city management community. And actually, it's what is sort of
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the potential candidate to you as a city and also to you as individuals. Okay, with that, okay, well the final item I wanted to cover just briefly and it relates to, okay, compensation. Okay, you'll need to have that discussion too. That needs to be a discussion with your consultant, that needs to be a discussion among yourself and
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Okay, and there are two components. There is actually three components of uh that I look
at
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is that you need to look at your internal pay. ‸ let me, because
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a good understanding of how that
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Secondly, there needs to be the, what I call the external, and that may be, you know, what is being paid in this particular area for a position as city manager. And a lot of times you don't necessarily know what everybody is being paid in this particular area. And third is what I call the external market. ‸ And that's what is cities of like size are being paid in this particular area. And not only their pay, but what is their compensation and those types of items. All of those are sort of the policy issues that this council needs to really think through to uh before uh you begin that formal process. Now also you need to have some latitude in that because you may find that perfect candidate and when you get into that discussions of the, of the, uh the particulars and all that, your, your council person who or whomever is negotiating on your behalf needs to have some flexibility.
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after they've had a candidate, they've hired the candidate and when it went wrong and they were about to terminate the candidate or terminate an individual, there were council members said, I didn't know that ‸ I didn't know that. I didn't know that. So be sure, whomever is involved, that there is a full discussion of that contract uh
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and it's on the public record and uh things of that sort. With that, I'm available to answer your questions. We are a resource.
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and we're always available. You have any questions? um
No, you did a great job of uh touching on some key points, some that I had identified already, but then some that I didn't. So appreciate it.
Yeah, I have a couple questions. um The first one,
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advise you on what they're seeing in the current marketplace and they can tell you more about that. But really, okay, what you're going ‸ normally find is that in Florida, and this is just my opinion, the consultants can tell you differently. What I've seen is that Florida managers are going to be applying at the very end because of the sunshine laws and all of that.
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to them. Okay, if you're doing it internally, they come here and those records become available immediately. so um So that, I would say probably in that one month, no longer than six weeks range.
Okay. And the second question is, um because of the situation that we're in now ‸ dealing with this pen what what time frame ‸ you think ‸ would be good for us to begin? Because ‸ there's a lot of updates being done, you know, weekly, daily. um To be fair to, if we do choose to go with a firm, it'll be a national search. So to be fair to those applicants, what what date do you feel or what month ‸ you feel
it'd
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be good to begin that process?
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1st or May 3rd, whatever it may be, you know.
Well, the advertisement process, okay, you know, one of the things, and I think the firms each will address this issue, but part of the developing of the profile normally is that there's a questionnaire, ‸ there's some meetings with you as individuals and all of that
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have written or what you have provided. And also ‸ from the standpoint as
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it's going to be a little more difficult in a one-on-one relationship.
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We can do it a lot of ways nowadays. yeah But that also, uh you know, has some impact on it. The second portion of that impact, though, probably comes more at the end of the process, and that's when you're doing the interviews. Right now, I think that uh some managers would be sort of kind of reluctant, you know, to even have their names put out there because some cities will look at it
as
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that you're abandoning us right now
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of the pandemic and all of that. And uh so you don't want to put your yourself in that in that boat nor do you want to put the candidate. So it's more probably on the back side of this, of this date type stuff. just That's just my opinion. That makes sense. yeah But your uh your presenters uh from the three firms, they may have a better picture of that than I do.
Okay. I appreciate your answers. Thank
you
thank you Yes.
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I was gonna ‸ say, yeah, I appreciate you being here and and sharing your experience with us. um so
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searches. And the idea that we would put off the decision really concerns me.
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leadership, abandoning that responsibility. I mean, certainly a board of directors would never do that. I mean, I can't imagine the non-profits that I work for would never have done that. um You're probably not aware, but there's a lot of interest in this position already. um This was a very highly paid position by our former city manager relative to other municipalities in our county. We already have people that are interested and even started lobbying before it was actually open. I
hope they weren't professional city managers.
uh Perhaps not, but
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a little bit of an issue.
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I mean, it's my understanding that according to our charter, which is the
council's our
constitution, this is,
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we have a responsibility to make this decision. Anthony, are you there? Yeah.
No, I'm here. I just wanted to, I put my phone on mute so it wouldn't be any interference. um Correct. City council makes this decision. uh
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um and it requires three votes of the city council. You know, other legal requirements are that the council needs to hire uh this uh candidate solely based on executive and administrative qualifications. And of course, council has the obligation to establish compensation and conditions of employment.
Okay. Great. Thank you. Well, we have six months to go until the election. And it occurs to me that
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I mean, if they don't like the city manager, if they have a different direction. I think one of the things when, in this whole transition process, because of everything that was happening, and also just the process itself, ‸ perhaps the public, I hope they understand, this was not a, at least for me, um our former city manager leaving was not, it wasn't personal, it wasn't a personality conflict. It was a shift. It was a shift that I wanted to see that was not happening, that I campaigned on, that ‸ my constituents voted me into office on, that was being resisted. So,
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this council as a whole. We are an elected body. So, that, that you know, that was, um i I appreciate your recommendations. I think the compensation, you know, we need to be solid on that. Understand the contract, um recruitment materials, that's important. um But I really feel like as a council, we need to make this decision. We have a responsibility to make this decision. And
it is
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part of our constitution that we make this ‸ decision. In terms of the pandemic, I hear, I kind of get a different sense. From from different folks, the staff, vendors, people in our community. You know, either step back, let's wait and see what happens. Step back, and this is not just with this decision, but with a lot of things, step back. But I think when you're in
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dependent on how we pull out of this, that we lean into it. And one of the things we've done, ‸ I'm proud that
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to have, to carry on our city business. We are getting into, that we're empowering all our people with technology, and we've got a good percentage of our staff working from home safely. So I feel like I want to lean into it. I want to make sure we're in the best position to take advantage of any opportunity that comes out of this really tragic event. so um again um your your advice, is I really appreciate you being here and sharing with us. And your organization is a great one. Thank
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pretty well qualified and knows where we're going and where we've been. And
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hiring a firm to do and
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That's all I have to say. Thank ‸ you.
Thank you, sir. um councilwoman Warner.
I also appreciate
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being here. It's um not the first time through this process for some of us. So um the um issues don't look like they've changed over the years. You still want the best candidate.
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firm. I i just don't think that you know staff should get to hire their boss.
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um I think we have a lot of factors we need to consider. Like you said,
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um the possibility that, I mean, we know we're going to have a minimum of two council positions changed over possibly three. It's been my experience that um sometimes your best candidates don't want to put themselves in the middle of that type of situation um because you're looking at, you know, maybe giving up a steady job, moving your family, sometimes clearly across the country and
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And then a month or two down the road, you're you're faced with, uh you know, having just bought a new house and and now you're out of the job. So there are, I know, um really, really good, smart candidates out there who would take that into consideration, which also makes me wonder if we would get the absolute best uh candidate if if those things were floating out there. I have no objection to uh fulfilling my responsibility. um ‸ I hired the last city manager and was in the process of hiring a couple of others as part of citizens committee. So um and that's another thing, you know, when you start involving your citizens in the process, you stretch out the entire process. And in this pandemic, getting citizen input is something we're going to have to be more creative about. We can't just have a community meeting like we've done in the past and allow the citizens to meet the candidates and and put their two cents worth in. So our staff's going to have to come up with some creative ways to to get that citizen input. um I would like to excuse me move forward in the process, um decide on a firm, sit down with that firm, it's look at a timeline. But for me, the very first question that needs to be answered is, um is our interim city manager interested in the job? Does he intend to apply for the position? And do, does this council want to consider that? And do we think he's qualified until we get that question answered? I
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mean, I'm with Mr. bobear and the I don't want to hire a firm only to find out that we have an internal candidate that uh was wanting the job all along. So that would be my first question is does Mr.
fuhrer
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have an interest in pursuing this as the next city manager? And uh have some council discussion on that before we um take the next step. That's it for me, Mr. Mayor.
Thank
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from everyone, some very good comments. And um and and like I said, i'm
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i greatly appreciate it. So um
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if you want to thank you. and uh
Mayor, members of the council,
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I've left some of my business cards. Y'all feel free to call us.
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and uh And if you need some, uh you know, those types of things, we'll be glad to do that. Now, we will never provide a recommendation on any candidate.
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Yeah. Okay.
And so please understand that.
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All
right. Thank you, sir. Thank you. And just one thing. I know we've heard a lot about the best candidate, but I don't know if we're, if any city ever know they got the best candidate, because there's a lot of good candidates out there. i i What I look for in a candidate, just someone that that um understands the needs of our community or are willing to understand the needs of our community. One that um that's gonna uh ‸ you know, understand that the the council is the policy makers as well as um just kind of
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the needs of the council based on um our community. and and uh
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we want to move our city forward. And uh
uh
so, but but thank you, sir.
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appreciate that and be safe.
okay um next um presenting is the strategic government resource and i'm going to switch to
Mr. Mayor.
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Yes, sir.
Did we ask the acting city manager if he was interested in that? I
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cut off
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[00:32:48] ▶ Play Jake Williams Jr. (Speaker 1) + overlapping voice · overlapping voices · Machine re-recognized
That was a question but we're gonna... I guess we can address that right toward the end and give him a chance to sit there and sweat it out and think on it. And
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also at the end, Samantha's received some e-comments
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after the presenters present their proposals. ‸ Thank
you, ma'am.
‸ So next we have Doug Thomas here from Strategic Government Resources. He's available. You ‸ should be able to see him on your monitor. ‸ And he's called in to the joint conference call.
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Doug.
Hey, Doug, welcome.
Great, thank you. I'm not sure, ‸ am I on your screen? I'm about to do a presentation, but I don't show that I'm on your videos on. So I want to make sure that you can see what I'm about to refer to.
Yes, sir.
Yes, they can see you.
Great, super, thank you. Well, first and foremost, thanks for shortlisting us as one of three of your ‸ consulting firms that you're interested ‸ in talking with this morning to learn more about the search process, especially during these unique and challenging times we find ourselves in. And I would first and foremost say I think Ken Parker, who's a friend and a colleague, did a great job in terms of setting the stage for you and the types of questions and issues that any council would want to have to address as they go through this process. What I've discussed with Tammy ‸ is having a very short PowerPoint presentation. I'll kind of talk through that, but you'll be able to see that, and I'll certainly provide that as part of the process so that you can continue your deliberation. So let me go ahead and load that. And just if someone can give me a heads up when it pops up so I know that it's there. Is that showing now?
Yep, we can see it.
Great, okay, super. All right, well, once again, I appreciate the opportunity to be here, and thanks for your flexibility.
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clients today, which prevented me from being on the road. So I truly appreciate your flexibility in allowing me to do this remotely as well. So let's talk a little bit about SGR. Many of you are familiar with SGR, and I'll talk a little bit about a seminar that I had done with you back about a year and a half back in December for strategic planning and governance workshops. But I want to just highlight the fact that we are a full-service local government consulting firm. And so I think that makes us slightly different than those firms that are solely involved predominantly in executive recruitment. So in addition to executive recruitment, which we're one of the leading firms
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We're training about 1,000 employees a month, either on-site or remotely. We do a lot of online training. Obviously, more so of that now. We've been pivoting and doing some additional work on that front in post-COVID-19 scenarios.
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We have
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time that are in interim capacities across the country.
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group, done some strategic planning and some consulting operations. And the bottom line I want to emphasize is that because we are fully integrated in local government operations, we have a sense of understanding the totality of the government functions as opposed to firms that may simply be involved in an executive recruitment-type background. That gives us, I think, a better sense of understanding the issues and challenges that are facing local governments. Many of you, I think all but one of you, had a chance to meet with me when I did a session. You may recall what we did at Governance and Strategic Visioning Workshop back in December of 2018.
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as a team. As you can see ‸ the background, I'm not going to go through the effort, but in summary, about 35 years in local government operations in Maryland, Michigan, and here in Florida, I'm a good example of why I believe SGR is a good company.
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years ago. And I was so impressed with the quality of the firm and the quality of the process that the principal of the firm and I kind of hit it off. His style and my style are very similar. That led to eventually him asking if I wanted to work for communities across the country as opposed to one particular community. And after about two to three months of a yes, no, and maybe, and talking to a lot of friends and colleagues, I ultimately decided that this could be a fun second chapter of my career. So I joined the firm on a full-time basis and retired from the city of Lakeland. And I gave Ron the commitment of a two-year window.
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Well, as I mentioned, that was almost five years ago. So it really has been a pleasure and opportunity for me to work with communities in a variety of different functions.
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strongly about how well we do what we do,
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and joining it on
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then. I want to just highlight the processes that we use that
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And these are five steps. And they're understanding ‸ what you're looking for and the needs and desires of the organization, the community. We'll talk a little bit about the marketing, talk a little bit about our vetting to make sure that you fully understand what the candidates are all about and their background and vice versa. We want to make sure the candidates fully understand what's going on so we can try to
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that may take place in the ‸ recruitment process. And then certainly we're in unique times. ‸ Our process has been smooth and seamless. It's user-friendly for both candidates and the clients. And we can talk a little bit more about what that looks and feels like in the current COVID-19 pandemic environment, which we find ourselves operating in. So it really starts off first and foremost with us understanding what's going on in your organization. As I say, I think I've got somewhat of a head start. I've certainly, I've known your previous manager, certainly know Matt as well. Matt, as you may recall, worked for the city of Lakeland, worked in our
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So
I
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followed his career doing well.
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a very strong, strong manager and a great municipal leader as well. So I already have somewhat of an understanding of your operation. But obviously that's been a little bit of time now and things have changed and moved around. We would typically spend time with each of you. Normally, if we're in a travel mode, do that from the face-to-face environment. If not, we've been certainly doing that remotely with video interview type processes.
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We would want to meet with your senior staff and meet with various community stakeholders so we can understand the perspectives ‸ because whoever's in this position is going to navigate in three different environments. One is clearly clicking with you as a board. You're the policymaking board and there's a unique relationship between the city manager and the elected officials. But similarly, every organization has a culture and that culture is typically defined by the leadership and the folks that are within your organization.
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time talking with all the leaders about what's going on and their perceptions and issues and challenges and dynamics of the organization. And the third element that we try to spend time with as well is your community stakeholders and your leadership. And these could be intergovernmental partners. It could be chamber of commerce. It could be school systems. It could be any number of folks.
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And basically, what we're trying to get is those three circles will eventually overlap. And we're trying to find candidates that sit in the middle of all three of those circles.
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your staff and working with community stakeholders, understanding what's going on ‸ as we start to develop the profile that Ken spoke of earlier. Now, the profile is really a piece of it. That's how we're going to market your organization. But basically, our approach is not only are we going to take the information we gather
to you on
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demographics and information about the organization and the budget and the dynamics and things of that nature.
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down and working with each of you and your team.
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Most of
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The folks that work with me are typically in the profile development are special. They're PIOs, public information or communication directors, so they kind of understand your nature and culture and will work to actually market your position because many of the folks that will apply to this position may never have been in Florida or they may have never been in your community, although we will certainly see a number of Florida managers that will certainly apply for this position as well. I want to talk a little bit about social media marketing. We're one of the only firms that we're aware of that has a full-time social media marketer
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social media marketing has become an extensive outreach because a good portion of candidates that will ultimately apply for this position consider themselves as passive candidates.
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position. And so they're not going to be looking for your trade associations and the municipal league postings and ICMA postings. They may or may not come across that, as you can see, 75% of those people that are employed don't consider themselves active candidates. They're passive. So if you don't reach out and talk to them, you're missing a considerable amount of potential prospects that could be a great fit.
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different formats. They're tailored. All our ads are tailored based upon the format of the program that's being used. And we also highlight the time when the research has indicated where passive candidates are often on these sites. So this is an extensive outreach that we're involved with. You've seen an example of the brochure.
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what life looks and feels like there. We'll talk about your organization and the governance of the structure, how you're set up,
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occurring. All those things are important elements for candidates to understand. I will identify from my previous discussions with you and the staff and your citizen stakeholders the challenges and opportunities. What are the things that the next manager will likely be facing in the next three to five years if they're appointed? So those will vary from community to community, but they'll certainly be a reflection of what's going on in your particular area and the particular challenges that you think are going to be real out there. Then as part of those conversations, we're going to identify what you think are the attributes in the ideal candidate in terms of their background, their style, their experience, mannerisms, communication, things of that nature. So we'll identify that because we want candidates to use that as a lens to understand how they may or may not fit into this position. Then obviously every position will have education requirements and experiential requirements. We'll have information about compensation and benefits and then certainly how you can go ahead and apply.
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the general area, any strategic planning documents you got, budgets, things of that nature.
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is to try to let candidates understand what's going on in the organization and provide that information as easy as possible for them. Now when I mentioned about social media and marketing, one of the important things is the fact these passive candidates that I spoke of earlier, this particular chart demonstrates ‸ that although we will recommend and work with you to post the position in the various state and national associations, ICMA, FCCMA,
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to get a handful of those candidates that will typically apply. 10% or so come from other sources, 10% from state trades and 15% from the national trades. That would be the ICMAs of the world, if you will. What we have traditionally found is that 65% of the candidates, almost two-thirds of our candidates that council select as semi-finalists, have heard about the positions through something we have done directly. So this gets back to that importance of social media. So in this case, two-thirds of the candidates that typically are selected may not have otherwise applied for the position if you had not used a firm that does an extensive outreach in terms of social media and aggressive marketing and contacts from other recruiters that people had known across the business. One of the things, as a former city manager, the last thing you want to do is catch your elected board off guard. So our process is pretty extensive in vetting individuals.
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I'm coordinating with other recruiters, if they've been involved in other searches, my recruitment coordinator and I are cross-checking things to make sure we haven't missed anything. When they apply, they answer a very short, brief questionnaire to allow us to understand some insights that they may not have identified as part of their application. We utilize both online recorded interviews and then lately, as the COVID-19 environment has unfolded, certainly two-way interview processes as we've gone forward. And then at the end of the process, as we get into finalists that are ultimately selected for your final consideration,
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communities and where the individuals may have worked in the past,
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things as well. Some other options we provide are
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As I mentioned, we'll do all the background work. We typically, on your finalists, we'll work with you as we go through an interview process to develop a pretty extensive help you with questionnaires and formatting and the logistics of that. We also provide typically a response where candidates are asked, the finalists are asked to develop what we call a first-year game plan and how they would orient themselves to the position and the steps they'll take in the first 30, 60, 90, 180 days in the balance of the year. That'll provide some additional normative insights in terms of their philosophies and efforts. As I mentioned, recognizing that I know your community well, I've certainly been active here in the state of Florida, ‸ been on the board of directors and pretty regular speaker at state conferences and events, not only here but in other parts of the country. We're still very much embedded in local government operations. So candidates have a pretty high level of comfort with
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and we understand the communities we're working for and we can provide them insight so they can fully understand what they're considering. And as I mentioned,
we
try to keep our candidates fully up to date throughout the process. So once they're in our effort and you're part of our search process, every Friday we send a clipping service, whether it's good news, bad news or otherwise, to all the candidates about when you've been in the news, just to keep them in touch because we don't want them ‸ to get to the deeper into the process and say, gee, I wish I would have known about this issue or that issue or what's going on.
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especially as you get them towards the finalist effort. So we do a lot of keeping in touch with those candidates. ‸ Our process is pretty straightforward.
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It's broken down into a professional fee and expenses. And then
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to get a sense of what worked, what didn't work, any insights.
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and tweaking it to make it work for all parties as well. So in the essence, what I guess I can tell you is that you've got three recruiting firms. They're all very qualified firms. I want to try to distinguish why I believe SGR is the best of those three.
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Our CEO,
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This is pre-COVID-19 almost every three weeks, although his active schedule has still been pretty involved in terms of speaking to groups through video conferencing. I speak typically about once a month at different state or national groups or local organizations about things involving local government practices and best management practices. Our base is very strong with regards to subscribers to what we call our 10 in 10 update on leadership and innovation. It goes out to over 50,000 people every Tuesday morning.
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apply and things of that nature. We'll also send it out, information to about 4,000 senior local government officials.
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certainly helps out in terms of additional outreach. So our goal here is not to say we're going to go out and get you candidates. We're certainly, our approach is to find the ones that click, and we stand behind that with a service guarantee as well. And then lastly, I just want to highlight that we have the National Research Center, which we engaged a little while back to do a survey of us relative to 14 national and regional public management search firms.
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received the highest overall rating and the highest rating for each specific measure in terms of understanding management, being leading edge thinkers, providing innovative services solutions, high quality and thorough vetting of our background, things of that nature. So with that, that's kind of a quick overview. I appreciate the opportunity to present, and I'll stop sharing the screen, and we can go into any Q&A that you may have from there.
Thank you, sir. Comments, any council members have any questions?
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‸ No questions, sir. Thank you.
Thank you.
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Great. Okay. We appreciate it as well. And we're here for any follow-up questions that may take place. I know this is obviously the most important, if not the most important, certainly one of the most important decisions you make as a council, as Ken also said as well. So we're here to help you through that process and wish you the best of success and wish everyone to stay safe as we continue to work through this challenging environment.
Yes, sir. We appreciate it. And you stay safe as well.
Thank you so much. You take care.
Thank you.
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Sorry. I'm trying to connect with the next presenter. So next presenting is Colin
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Sorry, we're getting connected. A copy of his presentation.
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Instead, he's going to be on the camera speaking to you. He's going to refer to his presentation, which I provided y'all a copy of. Also, he provided a memo, which I provided to y'all as part of the record, a memo subject recruiting during a pandemic. He may refer to that as well.
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He provided two documents. One was the actual proposal. The second one was an appendix of different recruitment materials and examples of his products of his firm. So I'll turn it over to Colin now. Colin, can you hear us okay?
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Yes,
we can
hear you.
Colin, can you hear us okay?
Yes, I can. I'm sorry.
Okay. It
took me a minute to get on. And my apologies.
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So all of a sudden, I noticed he was off. And I'm trying to, oh, my goodness. Anyway, my apologies. Should I get started?
Yes, go ahead.
Okay.
Okay. Well, my name is Colin Benziger. I am the owner and principal of Colin Benziger & ‸ Associates. My firm has been doing business as a national recruiting firm since 1997.
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I mean remotely, and to be talking to you.
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the city manager search for. It's nice to be one of the top, one of the three finalists, and we know we will do a great job for you. Together, you and us working together will make this happen.
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way of introduction, we are a nationally recognized firm. I said ‸ that. All we do is executive search, and that's important because that's our focus. We don't, nothing else gets in the way. There's no conflicts or anything. All we do is executive search.
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I'd done recruiting, but I'd done it as a manager, not as a ‸ recruiter.
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a number of clients. But I'd say about 2003, we were doing pretty well. My goal when I started was to dominate Florida. I didn't have any desire to be a national firm at the time.
And
as I went forward, I found that that was probably not a good business strategy because things can happen in one state. If you're wedded to one state, you can have some issues. We also found that there was a demand for our services. When we started, we thought that if we gave a quality product, i.e. found the right people, if we had good ‸ communications with our clients, if we worked with integrity, and we finished everything on time, that we would be successful at a reasonable price.
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1997, I had no clients. I'd never been a search firm, worked in a search firm. Today, about 23 years later, we have, I'd say, done over 200 city manager searches. We've done approximately two-thirds of the city manager searches in the state of Florida since we started.
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our other competitors combined. I'm going to move the screen here out of the way.
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and it's a little distracting, so I'm just going to hide your screen so I can't see what's going on in the meeting at the moment. But, fast forward, as I said, we've done over 200 city manager searches,
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and we worked in 32 states. And as I said, we dominate Florida. We have done, as I said, more than twice as many searches as all the other firms combined since about 2005. You know, in your own county,
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who's in Titusville, Courtney Barker in Satellite Beach, Scott Morgan in West Melbourne, Jim McKnight in Cocoa Beach. They're all active city managers right at the moment. Previously, we found Howard Tipton for Brevard County, Lee Feldman in Palm Bay, David Green over in Cape Canaveral, and Mike McNeese in Melbourne. So, you know, we've got quite a track record in your county, and we think a very successful one, and that's the kind of success we want to bring to you. What we offer is a problem-free search.
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and we've learned from the mistakes of our competitors as well as ourselves. We've made a few,
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not as many, not too many,
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of course, over the course of a lifetime.
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then. But we've gotten to the point where our search is problem-free. We're going to do that by listening to you. It's very important that we get the right person fit in your community with your corporate or governmental culture. And we do that by a lot of in-depth listening and research on Cocoa Beach.
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has Cocoa in it already. We will sit down, spend time with each of you. Fortunately, we know the community. We're just up the road in Daytona Beach. As I said, we work extensively in Cocoa. And so, but we do need to get to know your problems, your issues.
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need to know what makes it a great place to live, work, and play from your point of view and to be the city manager.
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And if you'd like to involve a citizens panel, citizens discussions, we can certainly do that. We can do a community survey that will give us input on the ‸ internet through ‸ like Survey Monkey, that type of an engine that creates a survey.
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That's part of what I said earlier when I said with integrity. We're going to give you a timeline And we're going to give you a price. and we will meet that timeline.
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We've never asked for more money in a search, no matter what the circumstances were. We just feel that we're the experts and there shouldn't be unforeseen circumstances if we're the experts. And so, we've never asked for more. Once or twice, I suspect I've been in a situation where I could have and probably should have, but I didn't. What we offer as well is a very, very good background checks.
In
fact,
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candidates will tell us that they're the best in the business. You look at your ‸ proposal we submitted, one of our appendices is an article that Dale Martin wrote in the Fernand Medina Beach newspaper. It was kind of a weekly column he does in that particular column. He talked about our background checks process. He talked about the fact that we're the best he'd ever been through and we're routinely told that. We also are told routinely by candidates we do the best job of communicating with them. It's important, obviously, that we communicate with you. It's a
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But it's also key that we keep the candidates in the loop so that we know that they'll be available when they come in to interview and also that they fully understand the opportunity so that when they come in, they're ready and they're willing and they're excited about this opportunity. The other thing that's important is to really, as I said, keep to the timeline, and then to, now, let me just back off one second. If you want to change the timeline at any time, we're willing to do that. We'll work with you on that. But from our point of view, once we ‸ start a timeline, once we agree to a schedule, then that's locked in solid and we won't miss it. We won't miss a date.
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The last thing, I guess, I'd like to say is that in terms of offering a problem-free search,
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going to give it to you.
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brochure. All of our people have been city managers except for Ms. Kwan. She runs her backroom operation. But we have probably a cumulative experience in that project team of 90 years and local government of one sort or another. Rick and Steve have both been city managers ‸ as well as utility directors and such. And I've been a city manager. I've also served on a board of a master homeowners association of 22,000 people. Obviously, not the same as being on a board with the city, but in terms of the manager board relationship, I'm familiar with it. So, that's kind of it in a nutshell. This is not a job we really want. I don't want to take an awful lot more of your time, but our price is guaranteed, as I said, and we'd like to be your consultant. We'd like to bring the same level of expertise and talent to your community. We will find you the right people. And by that, I mean people. I say people because we're not going to bring just one candidate that's going to be great. We're going to bring you five. The only place you're going to have trouble in this search is choosing between those five. Otherwise, it will be problem free.
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most consulting firms promise, but 125%. And with that, I'll be happy to take any questions you might have.
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sir. Thank you.
Okay.
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Thank you, sir. No questions. No one has any questions.
Thank you, Colin. Well,
thank
you, sir.
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and together we will get you a great city manager. Just as we have for a number of other communities in Brevard County.
Thank you, sir. And be safe.
Thank you. You too. Bye-bye. Bye-bye.
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The last firm to present is the representative is here in person, Donna Higginbotham. She represents the Mercer Group of Florida and she's here in the council chamber. So I'll invite her up next.
Welcome.
Good morning, Honorable Mayor Williams, council members. It's a pleasure to be here
today.
I feel like I'm back home because Melbourne was our home for many years and my husband was the town manager of Melbourne Beach. We loved it here And so it's a pleasure to be back here to visit with you.
I'll tell you
a little bit about our firm. Jim Mercer started the firm in 1990. Through that, he grew with more consultants. At that time, my husband was a city manager. In 1984, he was ‸ brought to Florida with the city of Gainesville. and from there, he served five cities
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So I have the perspective of hearing the back stories over dinner of being a city manager and I also have the experience of having my own career of nearly 30 years of recruiting ‸ and training in a different field. in
the state So
when my husband decided to retire in 2010, he joined forces with Mr. Jim Mercer And he was going to work
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primarily. However, he did have assignments in other states and typically
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would call in January or February. I think they got a kick out of asking consultants to come from Florida to the northern regions. but he always went. His motto, as is in this area at Cape Canaveral, failure is not an option. We do whatever it takes as well. In 2017, I retired from my career for the third time. and it stuck and I joined my husband full time. From 2010 to 2017, I had been working with him part time and in 2017,
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Shortly thereafter, we discovered that my husband was ill And a year ago yesterday he passed away But he always wanted me to continue his work. He said, you know, Donna, you read the tea leaves a little bit better than I do and
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that if I don't make it through this challenge that we're going through, I want you to continue my work. and I have. One month after his passing,
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today and
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Currently, I ‸ have three searches going But
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100%, 125, 150% to this particular search. We have a seven-step process that is outlined in page seven of the proposal that I submitted. We also have a one-year guarantee if for any reason your city manager should not be employed by the city of Coco within that one-year time period,
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would be our advertising ‸ expenses. We also have social media and we ask every applicant, where did you hear about our search And they're hearing it from Twitter, Instagram, Facebook, ICMA, FCCMA, Florida League of Cities. It's a variety of places but the majority are coming from our social media outreach ‸ as well. We do have a flat fee. You will have no additional fees for the Mercer Group Florida. There will be expenses of bringing the candidates in, however many that you choose, but there is no additional fee to the Mercer Group. We will meet with each one of you individually to find out your needs. I think this is a great time to be starting a search because so many things that we do can be done electronically and over the phone.
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you would like to be face-to-face during these challenging days. I spend no less than an hour on the phone with each applicant that meets your minimum qualifications and it's likely to take an hour and a half to two hours. You will receive a thumb drive of every candidate and every piece of information that I have on that candidate.
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When we present our recommendations of semifinalists, we will present five to ten that we have vetted that we feel will be the best fit for your city. And from there, you can narrow it down to those that you wish to bring to the city of Cocoa for those face-to-face interviews.
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year it is not a good fit for you, we'll do the search over again because failure is not an option. At this time, I will open it up for questions if any of you have any questions for me.
Councilwoman Cox.
Yeah.
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be looking for in the chief of police?
Yes.
So, it seems to me the time you spend, you know, getting to know us would be very useful if we were to have,
if
we choose a professional service for that job as well.
And our way of doing business is should you employ us, then we will give a discount for additional searches that we would do.
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that the police chief was retiring at the end of the year. and ‸ they gave additional pricing ‸ on that as well. But for this meeting, I didn't include that as far as the information I gave you all.
‸ Okay. Thank you. Any other comments? Anyone?
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any comments?
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Thank you.
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Mr.
Mayor, council members, thank you for your time. I would love to do this search for you.
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Have a great day.
You too. Thanks.
And also, I wanted to highlight a couple things I included in the agenda item for each of y'all. As you can see, the proposal documents are rather lengthy in some degree. So I try to give y'all bullets as far as references, page numbers, reference to their fees that were proposed. And I wanted to also say in addition, each firm has given a warranty or a guarantee as well.
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was on page 33, His was a one-year warranty as well, which was, the only cost to the city would be a reimbursement of expenses only. and there was other details included as well in his warranty Mercer group. That one was on page 13 of her proposal as well with other details.
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only cost of the city as well would be the reimbursement of expenses.
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with
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the expenses could also be the ‸ background check fees, I believe. ‸ So, Samantha also received some e-comments from ‸ citizens, I believe. So, if you'd like, I could have, we could have her read those comments as part of the meeting.
Yes, you can. Go ahead.
Okay. And I believe some of these, council, you may have already received in an email as
well, but I'll read them into the minutes too.
So, the first one I received was from Emma Kirkpatrick, the president of the Historic Cocoa Village Main Street. She says,
the
Historic Cocoa Village Main Street has a strong vested interest in the selection of a new city manager for
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through membership and mandate and contract with the city for the commercial and residential population. We propose that council use this opportunity in the most transparent and broad reaching manner as is consistent with the city's policy of hiring professional services to coordinate major
visioning
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and development processes. We support the hiring of a professional search company to aid in the candidate selection process. Given the unique diversity of our city, we understand the need for multiple needs and interests to be well represented. This can be provided during the selection process by soliciting constituency input and participation as part of screening. While selection lies with the council community familiarity with and support of the candidates would lay the groundwork for smooth transition and future successful interactions and relationships. We strongly believe that the social and economic vibrancy of the village is paramount to the future of the city. We will gladly work with council in any way we can to help with this critical and pivotal decision. And then I had two more. The first one here is from one of our citizens, Connie Harvey. She says,
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I am writing today to strongly advocate for engaging a professional selection firm to recruit a new city manager and ensuring public involvement throughout the process. A professional selection firm will be instrumental in guiding the process to help ensure
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has the opportunity to select from a wide range of highly qualified candidates with demonstrated success and to help ensure that a transparent selection and evaluation criteria is employed that is above reproach. Public input at multiple points throughout the process that is representative ‸ of a variety of constituent groups and stakeholders in the village and throughout the city boundaries, including residents, merchants, restaurateurs, professionals, community coalitions and alliances and nonprofits is critical. Strong working relationships between professional leadership of the city and key constituent groups are critical to our success. While it is understood that the city council will cast the final vote of the new administrator, I urge you to ensure that these groups have a voice. This is likely the most important decision you will make now more than ever. There is no, there is so much potential ‸ for our community and the executive hired for this position will without a doubt be instrumental in whether our city continues to move forward or not. Let's move forward. Thank you for your service to our community. Kind regards, Connie Harvey.
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I urge the council to focus today's deliberations on the thoughts provided by Mr. Ken Parker of the FCCMA. He poses key questions for consideration before embarking on a manager search and three candidate search options. My takeaways and conclusions.
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The election, which could replace the majority of council suggests not. Our best candidates may not apply due to the uncertainty the election poses and the new council will be the one to work with the new manager. Also, we are dealing with a pandemic and the budget season. We should avoid additional instability at this key time. We can all be confident in the corporate knowledge, stability, and leadership of interim manager
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‸ provides. Mr. Parker's timeline suggests a process of over six months. We should wait. We must have citizen involvement in this process and the council must take time to incorporate that involvement. Selecting our next manager will be one of the largest determinants of
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It should be the major focus of our near-term efforts, should not be rushed, and should be aided by skilled professionals. But it is premature to hire those professionals before the election. Please focus on Mr. Parker's letter and
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His letter was in response to a request from the city.
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ones because I just received a bunch of emails. Okay, nope, I think that's it.
Thank you, ma'am. You're welcome. Appreciate it. Okay.
So, ‸ I wanted to review the requested action on the agenda item.
It
was rather lengthy, but my goal was to not come back multiple times for a budget amendment and that sort of thing. So the requested action was to review the options related to the city manager recruitment process and provide consensus of an option. If a decision is made to use executive search firm requesting action of firm selection and authorized staff to begin steps to coordinate the search with the selected firm and to work with the city attorney to negotiate contract terms for the mayor to sign.
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that we have a contract in place, one to protect the city for the warranty ‸ and other things that we would put into the agreement.
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amending the fiscal year 2020 budget and the attached budget adjustment form number 20-058-T transferring budget to the city manager's operating account from general fund contingency. And what the budget amendment request was to also cover potential travel expenses for any final candidates, which is estimated depending on where that candidate where they're coming from. so it's very, you know, at that time
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sure the budget was there so we wouldn't have to come back, you know, for different requests.
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few emails that came in but just like these individuals there
are
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others that ‸ stated their opinions that well referenced to what they'd like to see in the city manager.
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which is the question
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to our interim city manager. ‸ maybe that's something we can handle first and then get into the discussion.
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was copied on an email from a member of the public ‸ sent to you all to the city city council account
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If you don't mind, I can read that in first.
Okay. Okay.
It starts out from Dave Prather [address] unit 401. It says Thanks for yet another task of being on city commission.
You
are appreciated even though it may not seem that way at times. I'll use bullets to be ‸ brief. Hire a search firm or Matt Make sure they include meaningful community input in both selection and hiring criteria. Be sure they seek an individual with experience in cities of similar demographic history. Must have high ratings for supporting small non-chain businesses. Should have water experience, lakes, riverfront or significantly green space and parks experience. A track record of three years experience including community economic growth and ability and desire to live in the city of Coco within 12 months of starting the position. Our community can help make this happen. Thanks for your time and consideration of this input.
And I believe our charter says what six months right?
I think so.
Or 60 days.
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switched to six months. ‸ I
thought
it was okay. I
thought we'd made some changes because of what ‸ well maybe not. I was going to say ‸ the real estate market.
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their homes or whatever if they had homes that made some decisions.
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‸ I'm sure we can work with them ‸ once we have a candidate.
It could be part of the agreement part of the final contract.
Okay. Okay.
Yeah. So with that I just want to make the statement with the timing of everything somewhat unexpected. The onset of a public health emergency. Really just trying to ‸ get my feet under myself and get the organization in a place where we can respond to the COVID-19 virus appropriately as well as myself determine what my intent would be and that's through looking into these kind of matters.
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within the organization they need to clearly state what their intent is out of fairness for the entire process. And so with that ‸ I'm prepared to do that today.
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one it does state however employee and employer acknowledge and agree that employee will be considered along with any other candidates for the permanent city manager position at such time the city council determines in its sole discretion it is the city's best interest to appoint a qualified person to serve as its permanent city manager. So through that language and just so you can get a clear response from myself I would be interested in pursuing the opportunity if it were offered and I will ‸ in accordance with the interim city manager's contract just make the statement that I will continue to conduct the duties from that position free from any interference with a process that may occur or influence outside of the way I would typically conduct myself.
‸ Thank you sir. Okay we have
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looking at ‸ No I just wanted to say I
just wanted to express my appreciation for Matt ‸ and acknowledge what a sharp guy you are and refer back to my earlier comments just that it wasn't you know the change we were making was not based on a personality or some fault but it was just a shift I want to see take place that may very well happen under
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we haven't had an opportunity to work together independently so
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him in position permanently so I would vote to go with the executive search firm
councilwoman Warner
I hesitate to spend $20,000
to
$30,000
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Mr. Parker said put a lot of people through the process of the search because you know putting together your resumes and ‸ all of that stuff ‸ if you are looking for a job is you know definitely not ‸ an exercise you want to do in futility so it is my suggestion that and I have with the presentations I ‸ do have my ‸ preferences and
my i've
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ranked my choices for the search firm and
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are to move forward however I think we as individual council members before I say yes let's go with a nationwide search
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see what his vision is for Coco I would like to get that out of the way before I move forward with the search I'd like an opportunity to sit down with Matt
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he thinks the city should be going one-on-one interviews with him and then ‸ address whether or not we move forward with Matt or go with a search firm at the next regular council meeting that's my two cents worth
thank you ma'am councilman
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yes sir thank you yeah I'm in favor of Matt probably being appointed to the city manager's job I can't do spending $40,000 when we have an in-house candidate that knows the background of the city and knows the future of the city what we want from him and he knows the employees very well he works well with the department heads and I think he would be a great candidate for the city manager's position and I would like to hold off on appointing a church firm until we finish this resolution thank you
thank you sir deputy mayor
I know it was two things that I in my mind when we got to this point of making this decision or making a decision on the process I said either Matt is going to be the city manager or whoever we choose to be the city manager has to bring along Matt back with him that was the two things in my mind that I ‸ had my feet in concrete on I asked Matt I think maybe once about the decision I didn't get rid of a clear answer at that time but it was I think it was doing a lot of issues with the pandemic and a lot of things ‸ going on at the time as well
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have a detailed conversation with Matt about what he just stated because he sparked my interest just by him saying that but I'm not against going with the search firm but I would love to have that conversation I know we have some great candidates also that I believe that we have locally as well
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my mind changed once I seen the numbers about using a search firm because now that the numbers are not
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$24,000 whatever the case may be but I'm not opposed to going with a search firm so I say that and that's what the recommendation also for several emails that I received last night all this morning phone calls and texts so I'm also listening to the community as well not just myself so I don't I don't
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but regardless of what happens whoever we hire if we hire Matt or not if it's someone else opposite of him I want to make sure that's the stipulation where he still would be the city manager regardless so that's my take
thank you sir
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yeah I had had a conversation with Matt back in February about this very issue and at that time he expressed to me that he was not interested in the permanent position which is you know in his comments today were new to me which is why I would like an opportunity to sit down and speak with him before we choose a search firm because our last conversation which was actually
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he indicated ‸ that at that time he was not planning to seek the job permanently so I'm just not comfortable making any other steps until I have an opportunity to have a conversation with Matt about this change and what brought about this change and where he thinks he can go ‸ so I think councilman deputy mayor
goins
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and I are kind of on the same page we both feel like we need to have a conversation before we can make any further decisions
thank you ma'am councilman cost just
a quick question all right did you ‸ you must have had the conversation then and you are willing to live in Coco
yes
okay
thank you ma'am I too have had a conversation with Matt and I know it was undecided and I mean I guess he's had some second thoughts and ‸ I just know
there are
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some very important questions that I'm going to have to ask of him because
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to see in a city manager within our city not just residents but I spoke to business ‸ owners
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few individuals so ‸ got some real firm comments on reference to what they'd like to see
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he gave us a resume
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but I know that he do have some experience and I know that he's been doing a pretty excellent an excellent job as an intern man even as an assistant city manager in the past since I've been elected to office so I would like the opportunity as well to sit down and talk to him as well and talk a little bit more into details addressing and
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with reference to us moving forward with the city manager as well as another tough decision when it comes to ‸ police chief and what they're looking for in a police chief that's going to be another discussion that I'd like to have with the city manager as well moving forward and I can tell you the biggest thing I've heard is we don't want this same old same old that we've had every year year in and year out but I would like to, if we can, if we can pick a firm, that we can pick this out on a firm here today but at the same time let's sit on have those discussions with Matt
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and then once we've determined what will be then we can come back and we have the firm already selected and then we can just go ahead and move forward instead of you know
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and then we can
get the ‸ city attorney directions to start entering a negotiation with that firm if ‸ that be the case.
That works for me.
So
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that?
Councilwoman
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the light.
Yeah.
Councilwoman
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And I would agree with that. I don't want to be slow rolled though so I'm hoping that we can have those conversations in the next week and address this at the next council meeting so that we can begin our timeline. Is that possible?
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and maybe Anthony can help guide us on this
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as far as the selection of the firm or?
I
think we can select the firm. Can we
select without having a contract? That's the Anthony question.
‸ If we
determine
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to look at other candidates.
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go ahead and give Anthony ‸ direction and go ahead and start negotiating with them. But I mean we could just select one for now so we're not.
‸ Okay so but the selection would be contingent on if Matt.
What
happened
with Matt.
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if we if we vote on a firm can we can we vote on it without having a contract because wouldn't that potentially say that they have the contract?
The motion I would.
I'm
just
asking I don't know.
Yeah go ahead.
Well what you can do is just provide ‸ you can select the top ranked firm in the council's discretion and then direct that a contract at least be negotiated and prepared and the contract could be placed on a subsequent city council agenda for approval. That's one way to handle it. I don't think it would be complicated to do a contract. You know my firm is actually, for the record
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represented cities that hired two out of the three cities so we've done contracts with two out of the three proposers.
Yes sir.
Okay.
Thank you sir.
I'll make a motion to select the firm Mercer group.
I'll second that motion.
We got a motion from Deputy Mayor
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from Councilwoman
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We
should
have discussion then
yeah
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second. And from Councilman
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to
have discussions at this time.
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Thank you.
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Councilman Warner.
Yeah I just want to say that ‸ I feel
we're
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very fortunate to have three good firms to choose from and SGR and Doug Thomas we do have a previous relationship with. They've done good work for us in the past but like Deputy Mayor Goins and
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My preference was for the Mercer group for several reasons not the least being the reasonable nature of their fees. But also ‸ I think we're going to get more personal service I guess is the way to put it, more of a one-on-one relationship which is kind of what I'm looking for.
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a small town, and I get the feeling that Mrs. Higginbotham recognizes that and and will do an excellent job for
us.
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Thank you ma'am.
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but just as much so was the process and the I actually ‸ I called references and Donna had great references and just as
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the other references I called from the other firms. That those, because a part of this hiring process and, you know as I understand it may be one of the most crucial parts is to be able to ask those uncomfortable questions to really get after what we want and, you know, why we're in this process and I just feel confident that she would be the one to do that.
Thank you ma'am
and I'd like to thank all the, all three groups for permitted for submitting their proposals. We really do appreciate your your comments and your statements and your presentation. That being said we got a motion from Deputy Mayor Goins a second from
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All in favor signify by saying aye.
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Thank you ma'am.
Okay so with that so we'll schedule the or Matt will work with y'all to schedule each of y'all's individual meetings and the selection of the firm, the agreement, we'll start working on with her. She did include a draft agreement Anthony and her proposal. So we can work with that.
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we end up going.
Yeah so the meeting is a week from tomorrow. So, so ‸ did
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want to do that at that meeting? The agenda's not published yet. Okay so as far as the
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the ‸ budget resolution. If you like, since the, her fee was lower than the other firms, we can spend this form and have budget transfer to be exactly what, the request can be exactly what the fee will be. And ‸ then we'll also include the transfer for the expenses related to final candidate travel as well.
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so just to be clear, the motion that you made was to select the firm.
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because we'll bring that back to the next meeting.
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some negotiating I guess possibly. ‸ and so we'll be ready, set to go in case, you know, we decide to go a lot of the ‸ way. ‸ And then the next motion you need is on the, the budget the
No that's what she just announced.
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agreement and the budget budget resolution motion because the budget amendment that was attached to this for $26,500 the her fee, that we'll do ‸ is $17,500 plus the additional budget we requested for the travel expenses for final candidates.
I
got you and I'm looking right at it and
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Thank you ma'am I appreciate that. Thank you everyone. I had one thing too. Yes sir. Is this the time
to discuss also the, ‸ getting a lot of emails about citizen input. So should we discuss that now or
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something we need to wait on to the next meeting. Her
proposal includes citizen input.
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and. that
will be part of the one-on-one meetings with Donna will be to give her, what you're looking for as far as the process goes. And then she would develop that process, once that, she gets input from all ‸ y'all that will come back. ‸ to city council.
I know we're all smart and we just need to remember that, you know, this is, you know, the city manager, whoever it may be, and police chief is going to represent all of Coco. Yeah. And so no one individual you know, they just got to understand that's what the majority of the citizens want and ‸ groups. And, so we just got to make sure we remind ourselves that, you know, of that.
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you may see it's
already hit the newspaper.
‸ And then also just a reminder that time out also this Sunday again,
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in, a lot of the business, local businesses have reached out. And once again, they can be serving about a thousand, meals this this coming Sunday same time,
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But, we appreciate all the businesses that have stepped up and these efforts. It's been, it's been quite a few of them and we're so I know I'm grateful very grateful.
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Motion to adjourn.
Get a motion from Councilman
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Second.
Second from Councilwoman Warner. All in favor signify by saying aye. Aye. Opposed.
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unanimously.
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All right have a good day. Thank you have a good day. Thank you to everyone.