04/22/1997 (2)
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COMMISSION
City Commission Minutes
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Mayor/Commissioner
Vice-Mayor /Commissioner
Commissioner
Commissioner
Commissioner
City Manager
Assistant City Manager
City Attorney
Director Office of Organizational & Employee
Development
Public Information Specialist
Board Reporter
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CITY COMMISSION SPECIAL MEETING
CITY OF CLEARWATER
April 22, 1997
Present:
Rita Garvey
J. B. Johnson
Robert Clark
Ed Hooper
Karen Seel
Elizabeth M. Deptula
Bob Keller
. Pamela K. Akin
Pamela Skyrme. Ph.D.
Diane FitzGerald
Patricia o. Sullivan
The Mayor called the meeting to order at 1 :00 p.m. at City Hall.
ITEM # 1 ~ Consideration of Ouestions for City Manaaer Candidates
The City Manager reported Robert Slavin, of Slavin ManagementConsultants, Inc.,
had forwarded a list of five finalists for the City Manager position: 1) Jim Blagg; 2} James
Oaken; 3) Robert LaSala; 4) Randall Reid; and 5) Michael Roberto. On April 25, 1997.
individual Commissioners will interview each candidate privately for one hour. On April 26,
1997. candidates will appear individually in Chambers before the Commission for one-hour
sessions to answer prepared questions. Commissioners can ask follow-up questions for
clarification. Resumes are included in the package of materials forwarded by Mr. Slavin.
Office of Organizational & Employee Development Director Pamela Skyrme recommended
considering the lawfulness of questions. The City Attorney reported Slavin Management
Consultants had completed credit and reference checks on each candidate. The City will
perform criminal checks later. Discussion ensued regarding lawful and unlawful questions.
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Dr. Skyrme recommended the Commission not rank the top candidates. During the
interview process, she suggested the Commission consider values reflected in the
candidates' answers and determine how candidates meet predetermined criteria. In
response to a question, the City Attorney said Commission interview notes are public
record. She recommended against scoring the candidates in the provided booklets. Dr.
Skyrme suggested keeping track of candidate answers should the decision require
documentation. She said questions from the group must reflect identified criteria and
consider preferred leadership styles and strategies. For fair comparison, she
recommended asking each candidate the same questions.
Dr. Skyrme reviewed four core cultures often used to organize frameworks for
development and planned change. Organizational effectiveness needs to be balanced with
integrity. The winning candidate should have the characteristics and leadership style
needed to mobilize staff to accomplish the Vision. She also reviewed typical strategies
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and leadership traits found in the core cultures. The City Attorney said the Vision
Statement reflects the City's principles of operation. Discussion ensued regarding
leadership styles and necessary skills.
It was felt the ability to build a team is important. It was suggested questions
regarding why candidates want to be Clearwater's City Manager, etc. are best asked
privately. Dr. Skyrme noted past behaviors can be excellent predictors of future
performance. Assistant City Manager Bob Keller suggested asking each candidate to
describe an experience and outcome related to a work situation where his leadership made
a difference. He recommended considering the appropriateness of stories candidates
choose to clarify points, indicating stories could divulge a great deal about the candidates.
Answers can reflect team leading skills, the ability to encourage creativity, involvement
with and inclusion of others, analytical skills, perseverance, listening skills, problem solving
processes, awareness of the "big picture," implementation skills, and follow-through
themes. Dr. Skyrme recommended follow-up questions not introduce new topics or
direction.
In response to a question, the City Attorney said candidates have a legal right to sit
in the audience during other interviews. It was recommended that practice be
discouraged. Concern was expressed some candidates also could gain an unfair advantage
by viewing earlier interviews on C-View TV. Consensus opposed broadcasting the
interviews live. The tape will be rerun several times.
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Dr. Skyrme said key criteria need to be identified. Preferred abilities include
teamwork, perseverance, ability to create a positive environment, ability to set and reach
goals, process management skills, ability to communicate long range vision, commitment,
innovation, initiation, and the abilities to act as a guide instead of a facilitator, to present
alternatives, and to communicate, including negatives and downsides. Mr. Keller said
differences exist between policy initiators and implementers, suggesting both traits are
necessary for critical decisions.
The meeting recessed from 2:55 to 3:07 p.m.
In response to a question regarding Mr. Slavin's sample interview questions, Dr.
Skyrme said the Commission needs to consider why each question should be asked as this
is the City's most important position. She recommended against basing decisions on "gut"
reaction. She suggested questions elicit answers that reflect the candidates' innovation,
analytical bent, perseverance, and background in overcoming obstacles.
It was felt staff should not push projects before the Commission without the City
Manager's prior support. The City Attorney said it is natural for staff members to
champion favorite projects. It was felt the City Manager should control staff
recommendations.
Dr. Skyrme suggested a background in community focus and involvement is
important. It was recommended that questions provide candidates the opportunity to
present their communication skills, report on their management style, and provide
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examples of perseverance, strength of character, personal creative contributions,
innovation, tough decisions, methods and processes to encourage team building,
collaboration, creativity, innovation, defining and prioritizing issues. past relationships with
unions, the media, local governments, citizen groups. etc.
Dr. Skyrme recommended the Commissioners document their decision should the
matter be disputed. The Commissioners reviewed the questions they felt were most
important. Dr. Skyrme noted the importance of formulating the type of answer and
information the preferred candidate should provide. She suggested processes described by
candidates are more important than outcomes.
The Commission reviewed questions proposed by Mr. Slavin, suggesting direction
and design. The position serves at the pleasure of the Commission. Dr. Skyrme
recommended the City Commission consider which standards to use to assess the new
City Manager's performance, what they hope will be accomplished during the first several
years, and completing the process for the Vision statement.
Dr. Skyrme reviewed the interview procedures. She recommended Commissioners
not physically react to answers by nodding. etc. Dr. Slcyrme will develop questions based
on today's discussion and distribute them to the City Commission. Commissioners will be
asked to share information gathered in the personal interviews when they meet to discuss
the candidates.
Consensus was to narrow the field at a special meeting immediately following the
(~ April 28, 1997, Work Session.
It was felt department directors should not meet with candidates privately as each
director has different biases. It was suggested a casual reception be.planned to allow the
Commission and department directors to mingle with the candidates in an informal setting.
A reception was scheduled for candidates to meet informally with Commissioners
and department directors at the Harborview Center on April 25/ 1997. from 5:00 to 6:30
p.m. The City Manager will host a breakfast for the candidates on April 26. 1997.
JTEM #2 - Adiournment
The meeting adjourned at 4:55 p.m.
ATTEST:~ [. !d.......{J'Q-
City Clerk -
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