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Minutes 05-03-99MINUTES OF THE CITY COMMISSION WORKSHOP MEETING HELD IN CONFERENCE ROOM C, WEST WING, CITY HALL BOYNTON BEACH, FLORIDA, MONDAY, MAY 3, 1999 AT 6:30 P.M. PRESENT Gerald Broening, Mayor Henderson Tillman, Vice Mayor Nellie Denahan, Commissioner William Sherman, Commissioner Ronald Weiland, Commissioner Wilfred Hawkins, Interim City Manager Sue Kruse, City Clerk Dale Sugerman, Assistant to the City Manager Arthur Lee, Human Resources Manager Mayor Broening called the meeting to order at 6:34 p.m. and asked Mr. Lee to facilitate the meeting. Mr. Lee stated that the purpose of the workshop is to deal with the second phase of the search for a City Manager. The profile would be reviewed and updated. The role of Human Resources would be defined and compared to what the search firm would be performing on behalf of the City. Mr. Lee said he would also like a consensus from the Commission on the number of candidates that would be looked at during the screening process. Mr. Lee referred participants to the packet that he distributed which included: · Updated City of Boynton Beach City Manager Profile. · Agenda for tonight's meeting. · Checklist for use in verifying that a decision has been made on each of the items that will be discussed tonight. Commissioner Denahan noted that Page 5 of the Profile had not been updated. Mr. Lee said the purpose of the meeting was to modify and make additions to the profile, because this is not the final document. · A qualification checklist that will be used to make sure the qualifications are met. · A list of sources that have been contacted and the position has been forwarded to them for posting. The listing has also been posted in the Human Resources Office on Friday. · Copy of letter from Mr. Lee to Mr. James Mercer of The Mercer Group, Inc. Mr. Lee said that Mr. Mercer was going to try to attend tonight's meeting and booked a late flight, which would not arrive until approximately 6:35 p.m. Hopefully, Mr. Mercer would arrive at the meeting sometime around 7:00 p.m. · Updated posting for the City Manager position with the dates included. Mr. Lee noted the salary amounts had been corrected. MEETING MINUTES CITY COMMISSION WORKSHOP BOYNTON BEACH, FLORIDA MAY 3, 1999 Define Role of Human Resources Mr. Lee informed the Commission that he faxed all of the information handed out this evening to Mr. Mercer, including the minutes from the last workshop meeting. Mr. Lee stated he discussed with Mr. Mercer that the search would be a joint effort between Human Resources and the consultant. Mr. Lee said that the posting would be placed in other media sources simultaneously with the consultant searching for City Manager applicants. Mr. Lee stated that the consultant maintains a database, which would be utilized to recommend a small pool of applicants. Mr. Mercer requested that when Human Resources receives applications, they should be forwarded to him. However, Mr. Lee said that any applications received by Human Resources would be screened by Human Resources and both pools would be utilized to come up with a final group of candidates. Mayor Broening inquired if the consultant should do some initial screening. Mr. Lee stated staff is qualified to screen the applications received by the City and the consultant would screen the applications they receive. Mayor Broening indicated that he thought the consultant would be doing all the screening. Mr. Lee said the posting is already public and applications would be coming into the City. Mr. Lee stated Human Resources would like the opportunity to screen the applications that the City receives. Vice Mayor Tillman concurred with this procedure and stated the consultant would be used primarily for their database information. Vice Mayor Tillman pointed out that the consultant would not be working in-house with Human Resources to make decisions. Commissioner Denahan stated she was unaware that this decision had been made. Vice Mayor Tillman stated that when Human Resources issued the RFP it would be limited because the national consultant would be used in terms of only providing a databank. Commissioner Denahan requested that Mr. Lee go over the role of Human Resources since she didn't have the complete understanding of HR's role. Mr. Lee said that at the workshop it was discussed whether the national search firm would do the local search and there were four options given. One option was to have Human Resources conduct the entire search and the last option was to have a full RFP wherein the executive search firm would do everything. It was discussed that the search firm would have a smaller role because of the cost. It was emphasized that HR would do the recruitment and the City would primarily rely on the search firm for their national database to obtain a small pool of qualified candidates because of their expertise. Human Resources is qualified to conduct the interview process and facilitate the final decision. 2 MEETING MINUTES CITY COMMISSION WORKSHOP BOYNTON BEACH, FLORIDA MAY 3, 1999 Commissioner Denahan stated that at the last Commission meeting, the Commissioners were not furnished with back up on what the consultant would be providing. Commissioner Denahan asked what the consultant has already dedicated for the amount of money they are charging. Mr. Lee said the $10,000 is an overall amount and Mr. Mercer has indicated that they are flexible and will work with HR to whatever extent HR would like them to work. Mr. Hawkins stated this was a "not to exceed amount". Mr. Lee noted that the consultant would be able to provide the City with the top candidates, which the City would not be able to obtain. Commissioner Weiland said he understood that Human Resources would be doing as much of the work as possible and to keep it local i.e., southeast coast versus national. Mr. Lee stated that is the consultant's expertise and the consultant has the ability to narrow the candidates. Commissioner Denahan stated she was of the opinion that the executive search firm only places executives and the City was going to utilize the consultant not only for their database, but also for their expertise. Mayor Broening said that this had been discussed. Commissioner Denahan stated she agreed with all the comments that had been made, but a primary factor in paying for the executive search firm was because they could remain objective as an outside search firm. Mayor Broening stated that for the amount of money being paid to the executive search firm, their participation would have to be limited. Also, Mayor Broening stated that staff is moro familiar with Boynton Beach and since Human Resources said they had the capabilities to do the work, the proceduro proviously outlined would be utilized. Mr. Hawkins noted that Mr. Mercer would be doing the work himself. Finalize City Manaqer Profile Mr. Lee said the profile has been updated. Mr. Lee said the profile was propared in-house by various individuals and departments. Mr. Lee said that Ms. Susan Berman proparod many of the visuals in the profile.Mr. Lee noted that the population figuro on the first page has been updated to 53,635. Mr. Sugerman stated that the word "Lagoon" should be added after the words "Lake Worth" in the second sentence of the first paragraph. Mr. Sugerman also suggested that the sentence in the second paragraph on Page 1 that roads "Rolling Hills, Lake Worth and the Intracoastal Waterway have added to the desirability of home sites throughout the City" should be deleted, since the sentence was not clear. Vice Mayor Tillman also agroed that this sentence should be stricken. 3 MEETING MINUTES CITY COMMISSION WORKSHOP BOYNTON BEACH, FLORIDA MAY 3, 1999 Mr. Sugerman noted in the third paragraph on Page 1 Motorola should be referred to as "their worldwide paging headquarters". On Page 2, Mr. Sugerman pointed out there was an extra space between "a" and "City Manager" in the next to the last line of the first paragraph. Commissioner Denahan requested under "Economic Development" on Page 5, the phrase "Implementation of the Marina Project would greatly support this goal" should be eliminated or rephrased, because the Marina Project is well underway. Also, Commissioner Denahan felt the paragraph entitled "Downtown Development" was outdated and needs to be updated as well. Commissioner Denahan said the entire page is outdated. Mr. Lee will update this information. Commissioner Sherman questioned the statement on Page 2 that reads "the City Manager...may reside outside the City while in office only with the approval of the Commission". Commissioner Sherman asked if there was a timetable when the City Manager must move into the City. Mr. Lee stated that normally a person is given one year to move into the City. Mr. Sugerman stated the language on the books says "may reside outside the City while in office, but only with the approval of the Commission". Mayor Broening noted that on page 1 it states the minority population is between 25-30% and page 6 states 23%. Vice Mayor Tillman stated that the second sentence of the second paragraph on Page 6 needs clarification and should be taken out. Also, Commissioner Denahan said the words "doing the right thing" are unclear and the remainder of the paragraph is too negative. Mr. Sugerman suggested that the last paragraph on Page 6 "Salary" should be split. "Applications must consist of cover letter, resume and five references" should be a separate paragraph and should not be attached to "salary". Mr. Sugerman stated that since salary is addressed on page 8, it should be deleted from page 6. Commissioner Denahan inquired if a range of salary should be stated. After a lengthy discussion, it was decided that no salary range would be listed in the profile and it would remain as currently stated--"negotiable". Mr. Lee noted that the posting is already out with the salary being listed as "negotiable". Commissioner Denahan felt that it was important to state a salary range. Mayor Broening said that every application would be individually reviewed and salary ranges can be determined at that time. 4 MEETING MINUTES CITY COMMISSION WORKSHOP BOYNTON BEACH, FLORIDA MAY 3, 1999 Decide on Number of Applicants to be included in Final Screening Mr. Lee said the Commission must decide how many applicants they would like to screen. Human Resources can screen the applicants down to any number that the Commission would like. Mr. Lee suggested the figures 15, 10, or 5. Mr. Lee suggested that Human Resources could screen the applicants down to 10 and then the Commission could screen them down to five. Mr. Lee asked for direction on this. Commissioner Denahan said she would like to see at least 10 people interviewed and Commissioner Weiland said he would like to see 10 to 15 people interviewed. It was decided that Human Resources would screen the applicants down to ten and the Commission would screen it down to five. Selection Process Mr. Lee said that during the last process there was a group interview, but there were also one-on-one interviews. First the candidate would come before the Commission in the Chambers and certain questions were asked. Then the candidate had an opportunity to meet individually with each of the Commissioners. Mayor Broening asked if the group interview was necessary and Vice Mayor Tillman stated it was. Vice Mayor Tillman said that during the last interview the leading candidate did not do well during the group interview. Vice Mayor Tillman said the group interview is very important. Vice Mayor Tillman said the interview process should stay the same with the group interview and the one-on-one interviews. Commissioner Denahan asked how the interview process worked. Vice Mayor Tillman stated that in the morning the individual interviews were conducted and in the afternoon the group interviews took place. Vice Mayor Tillman stated that each individual applicant received approximately 10 minutes during the group interview and in the morning the candidates were afforded between 15 to 20 minutes each. Mr. Hawkins stated that the consultant could assist with preparing a final matrix to be used for scoring the interviews. Vice Mayor Tillman stated that once the rules are in place they must be followed. Vice Mayor Tillman also said it is important to designate the candidates as one through five so if the first chosen candidate refuses the position, the second place candidate can be offered the position and so on. Summary The consultant will Provide Human Resources with their top candidates. Human Resources will develop the selection process. (It was decided that HR would prepare a matrix without the assistance of the consultant.) 5 MEETING MINUTES CITY COMMISSION WORKSHOP BOYNTON BEACH, FLORIDA MAY 3, 1999 · Human Resources would select ten applicants and the Commission would screen those down to five. · The final five would be interviewed. ADJOURNMENT There being no further business, the meeting properly adjourned at 7:35 p.m. City OF BOYNTON BEACH ATTEST: City Clerk Commissioner Commissioner Recording Secretary (two tapes) Commissioner 6 The City of Boynton Beach, Florida Employment Opportunity 100 E, Boynton Beach Boaleuard FO, Box Boynton Beach, Florida 33425-0310 Human Resources Phone: (561) 742-6275 FAX: (561) 742-6274 CITY MANAGER May 1, 1999 ANNOUNCEMENT # 99-46 THIS POSITION IS OPEN TO CITY EMPLOYEES AND THE GENERAL PUBLIC The City of Boynton Beach is a culturally diverse community with a population of 53,635. Boynton Beach has multiple gateways to rail, road, air and sea transport; is centrally located between Palm Beach and Fort Lauderdale and is directly connected to the Interstate and State highway systems as well as the Florida Turnpike. Our neighborhoods are the home to 28 different city maintained parks with a wide range of featured activities. Other city features include the Art Center, Tennis Center and a wide variety of athletic fields and specialized facilities. Boynton Beach is perfectly located to experience all the cultural activities offered in Palm Beach County. Our city is home to private, semi-private and public golf courses, in addition to its own highly regarded municipal facility. The Boynton Beach Mall anchor stores from most major chains and are intermixed with unique shops that will meet all your needs. No city is complete without first class medical facilities, Boynton Beach is proud to be home to Bethesda Healthcare System, a community owned, not-for- profit facility that has been ranked in the top 100 hospitals in the United States. Educational facilities in the immediate area include highly ranked universities, colleges, business and trade schools. The City of Boynton Beach in its quest to become a "World Class City" instituted a team-base management program, Architecture for Excellence in 1998; 60% of the workforce has been through the process. This program is expected to be completed by the end of fiscal year 1999-2000. The City of Boynton Beach is a full service City governed by a Commission/Manager form of government with a Mayor and 4 commissioners, with a budget allocation of $37,970,000 general fund and $93,459,000 total budget. The City of Boynton Beach 1 O0 E. Boynton Beach Boulevard P.O. Box 310 Boyntor~ Beach, Florida 33425-0310 Hunmn Resources: (561) 742-627.5 FAX: (551) 742-6274 April 28, 1999 Mr. James Mercer The Mercer Group, Inc. 5579B Chamblee Dunwoody Road Suite 511 Atlanta, GA 30338 Dear Mr. Mercer: Congratulations on receiving the approval from our City Connnission to proceed with assisting our team in the City of Boynton Beach's City Manager search. Pursuant to our discussion, I am faxing you relevant information to get you up to speed in this process. A workshop meeting is scheduled at the city hall complex this coming Monday, May 3rd, at 6:30 P.M. I would hke for you to be there, if possible. At this meeting, it is our intent to finalize the profile and address other concerns the commission may have regarding the City Manager process. I am faxing you the following information: Sample Profile for City Manager · Employment Opportunity Bulletin · Outline of Options from first workshop · Sources of Advertising we are using · City Manager Profile Rating Document · Newspaper Articles Hopefully, these documents will be of some assistance to you in developing a strategic approach for this very critical position. We look forward to meeting and working with you. Please advise, if you will be available for the workshop. I need to know as soon as possible. Hu~an Resources Manager "An Equal Opportunity Employer" City of Boynton Beach, Florida-City Manager City Manager Profile City of Boynton Beach, Florida EDUCATION & EXPERIENCE (choose one) No degree required Must have BA/BS in related field Must have MBA/MPA Equivalent combination of education, training and experience EXPERIENCE (choose one) Must have experience as City or County Manager Must have experience as an Assistant City or County manager if no City/County manager experience _ Willing to interview senior level Department Heads as well as Assistant City Managers and City Managers No firm requirements for experience Minimum number of years of experience in local government (choose one) 0-3 5-10 10-15 15+ MANAGEMENT STYLE .(choose one in each group) _ Internally focused _ Active, out and about, well known by community _ Adjusts style to fit Council's expectations _ Big Picture/Visionary _ Detail oriented. Focuses on day-to-day Both HI. _ Strong leader who sets tone for organization Facilitative team leader _ Adapts style specific to Council and organization's needs AREAS OF EXPERTISE Rank 1 (most important) through 10 (least important) Union/Labor Relations _ Financial Management/Budgeting _ Redevelopment (Commercial Corridor) Economic Development _ Community Policing _ Intergovernmental Relations (School District, County, etc.) _ Neighborhood Revitalization Utilities Administration (Water & Sewer) _ Experience working with diverse community groups Parks and Recreation planning and development GEOGRAPHIC PREFERENCE (choose one) _ Must currently be working in Florida Must have Florida experience if not currently working in Florida Prefer someone from Florida but willing to consider out of state candidates with strong qualifications Prefer someone from the Southeast, Northeast, or Midwest _ No geographic preference SALARY Highest base salary willing to start the new City manager at on hiring (choose one) _ $75,000 orless _ $76,000- $80,000 $81,000- $85,000 $86,000- $90,000 $91,000- $95,000 _ $96,000- $100,000 _ $101,000 ~ $105,000 _ $106,000+ SEVERANCE AGREEMENT How many months salary are you willing to pay if candidate is fired for reasons other than gross negligence or malfeasance? 3 months 4 months 5 months 6 months 8 months _ 1 year The City Manager posting has been forwarded to the following sources for advertising: FLORIDA LEAGUE OF CITIES Data Gram - posting will be published 4/30/99 and 5/15/99 Internet - immediate pUBLIC SECTOR JOB BULLETIN (Local & State Government) Posting appeared on the Inter net 4/29/99. Will be published in newsletter 5/14/99 ICMA Posting will be published in news letter on 5/10/99 THE CITY OF BOYNTON BEACH, FLORIDA CITY MANAGER PROFILE THE COMMUNITY  City of Boynton Beach, Florida Manager The C1" of Bo ton Beach is a / ~%~' 'Ly yn ' vibrant comm~ity located 13 miles south of West Palm Beach, the cou~ seat of Palm Beach County. The City covers an area 9f about 15 square miles, bound on the east by Lake Worth/and thehnd the Intracoastal Waterway, except for a small recent annexation which extends to the Atlantic Ocean. The City of Delray Beach is located immediately south of Boynton Beach with unincorporated Palm Beach County to the west and the City of Lantana to the north. U.S. Highway 1 passes through the heart of the City. Boynton Beach's population has grown steadily in recent years and recently topped the 53,635 mark. Boynton Beach is a culturally diverse community with a minority population estimated at 25- 30%. Boynton Beach benefits from balmy ocean breezes which cool in the summer and the warm gulf stream air which moderates during the winter resulting in average temperatures in the mid 70's. Residents and visitors alike enjoy relaxed lifestyles geared to the outdoors because of the mild climate and excellent recreational facilities. The general terrain of the City is somewhat higher than that of the other area of the lower Florida east coast. ~!!_% ~ ~lco ur,,,~u and ~_A I cb-as to ~ll~_o~f home~,.'tes-tttrou-ghout t ecl , ~ i~. Boynton Beach does not have a traditional downtown but does have many small commercial and business concerns, including more than a dozen shopping centers and Boynton Beach Mall which opened in 1985 with five department stores and 140 specialty shops. West Palm Beach, fifteen minutes north, and Fort Lauderdale, thirty minutes south of Boynton Beach provide numerous cultural advantages found in large metropolitan areas. The major segments of Boynton Beach's economy are retail and wholesale trade, real estate and finance, tourism, agriculture, professional services and light manufacturing. Motorola Corporation has completed construction of a 349,000 square foot manufacturing facility in the City. This facility houses the company's paging products division, which manufactures beepers. Motorola recently expanded the facility by 83,564 square feet. The City is seeking light industry, which would be compatible with the overall plan of community development. In summary, Boynton Beach is a growing, culturally diverse community located on the suburban corridor between Fort Lauderdale and West Palm Beach. The City is at an important juncture in its history with local government playing a key role in the future course and direction of the community. City of Boynton Beach, Florida -City Manager THE GOVERNMENT The City of Boynton Beach is a municipal corporation organized and existing under the laws of the State of Florida. The City was incorporated in 1920 and is governed by a City Commission consisting of four members who are elected fi:om districts to serve staggered two-year terms and a Mayor elected at large for a two-year term. The Vice- Mayor is chosen by the Commission on an annual basis. Commission members are elected by district in at-large elections. The current Commission functions as a team and is focused on strategic issues and problems facing the community. Administration of the operations of the City is carried out by a.~ City Manager who is appointed by the City Commission. ~ The City of Boynton Beach provides the full range of municipal services including police, fire, emergency medical services, planning and zoning, sanitation, highways and streets, recreation services, park facilities, public improvements, water and sewer, and general administrative services. The City currently employs 714 full-time and 128 part-time employees. The City Hall/Municipal Complex has a total of 57,486 square feet. Adjoining the complex are the Police and Fire Departments. The complex also includes a fully equipped employee gym. The City also owns and operates a 27 hole, full service golf course with 18 holes of championship play and a 9 hole executive course. The City has a total annual budget of $93 million with a general fund of $38 million. THE POSITION OF CITY MANAGER Boynton Beach adopted the Council-Manager form of government in 1960. The ordinance for the position includes the following: Pursuant to the provisions of the Section 49 of the City Charter, the City Commission shall by resolution appoint a City Manager for an indefinite term. The Manager shall be appointed solely on the basis of his/her executive and administrative qualifications. He/she need not be a resident of the City or State at the time of his/her appointment but may reside outside the City while in office only with the approval of the Commission. Upon appointment of an individual to the office of City Manager and during his/her tenure of office, the City shall, at its expense, procure and maintain a proper fidelity and indemnity bond in the minimum amount of ten thousand dollars ($10,000.00) covering any person so appointed to the said office of the City Manager in connection with the exercise and executive of the duties of said office. The appointment and removal of the City Manager shall be by four-fifths vote of the City Commission. 2 City of Boynton Beach, Florida -City Manager The City Manager shall be the chief administrative officer of the City and be responsible to the Commission for the administration of all City affairs placed in his/her charge under the City charter, Code of Ordinances or assigned to him/her by the City Commission. He/she shall have the power and duty to: Appoint, and when necessary for the good of the City, suspend or remove -all employees and appointive administrative officers of the City, except the City Attorney, or as otherwise provided by law, subject to the provisions of the municipal civil service merit system. Further, he/she may authorize any administrative officer who is subject to his/her direction and supervision to exercise these powers with respect to subordinates in that officer's department, office or agency. b) Recommend, in his/her discretion, to the Commission the creation of the position of Assistant City Manager or designate with the Commission's consent an employee of the City to act in this capacity. c) Direct and supervise the administration of all departments, officers and agencies of the City, except as otherwise provided by the charter or by law. See that all ordinances, provisions of the charter and acts of the Commission, subject to enforcement by him/her or by officers subject to his/her direction and supervision, are faithfully executed. e) Prepare and submit the annual budget and capital program to the Commission and be responsible for its administration after adoption. Prepare and submit to the Commission and make available to the public a complete report on the finances and administrative activities of the City as of the end of each fiscal year. g) Make such other reports as the Commission may require concerning the operations of the City departments, offices and agencies subject to his/her direction and supervision. h) Keep the Commission fully advised as to the financial condition and future needs of the City and make such recommendations to the Commission concerning the affairs of the City, as he/she deems desirable. i) Perform such other duties as are specified in the City charter or may be required by the City Commission. City of Boynton Beach, Florida -City Manager The City's charter includes the following language: Administrative officers, departments and agencies. The government of the City shall be carried on by the Mayor and City Commission. They shall appoint a City Manager and City Attorney, who both shall serve at the pleasure of the City Commission. There shall also be such other officers; departments and agencies as may be established from time to time by ordinance to perform such duties and receive such compensation as may be prescribed by resolutions adopted by the City Commission. All other officers of the City shall be appointed by the City Manager subject to confirmation by the City Commission. Supervision by City Manager. Each department, office and agency under the direction and supervision of the City Manager shall be administered by an officer appointed by and subject to the direction and supervision of the City Manager. With the consent of the Commission, the City Manager may serve as the head of one or more such departments, offices or agencies or may appoint one person as the head of two or more of them or may combine the functions of any offices specified in this charter which may be appointed by him/her. Commission/Manager integration with administration. The City Commission or its members shall deal with City officers and employees who are subject to the direction and supervision of the City Manager solely through the Manager, when such dealings involve giving orders or making request for services to any such officer or employee. All employees and officers shall be permitted to provide information to any Commissioner or member of the public upon request. City of Bo£nton Beach, Florida -City Manager ISSUES AND CHALLENGES FACING THE NEW CITY MANAGER The City Commission recently identified five areas of emphasis related to the community in their annual goal setting sessions. They include: Economic Development. Boynton Beach would like to attract additional tenants to the Quantum Industrial Park and bring new businesses to the entire community. Implementation of the Marina Project would greatly support this goal. Downtown Development. Although Boynton Beach does not have a traditional downtown, it does have commercial districts in the older part of the community that need to be upgraded and improved. The implementation of Phase One of the development of the Western Cultural Corridor on Ocean Avenue includes the restoration of the 1913 Elementary School and the completion of a Leathers Playground. Education Partnership. The City would like to increase community and commission participation with the local school advisory Committees (SAC) and the Palm Beach School Board to ensure that the needs and concerns of Boynton Beach are considered when education decisions are made. The City will need to pay continued attention to the implementation of the Poinciana Magnet Program as well as the constTuction of a new high school (Boynton Beach does not currently have a high school and sends its children to several high schools in neighboring communities). Neighborhood Revitaligation. The focus will be to establish an integrated, interdepartmental approach to addressing a variety of problems in neighborhoods. A strong partnership between city government and residents need to be developed. Public Safe~. The implementation of a department-wi& program of community policing is a priority of the City Commission. Funds have been budgeted to assist in training all of the officers in community policing. The Department has added a new Marine Unit to assists in marina safety and drug interdiction. In addition, the City Commission has challenged City employees to provide quality services to citizens in a cost effective manner. The following four areas were identified for intemal emphasis: Enhancement of the City's financial strength as the City continues to recover from past deficit positions. Investment in the technological tools and processes needed by the employees to allow then to reach their fullest potential. Establishment of a method to encourage employee initiative and reward employees who demonstrates flexibility, responsiveness and innovation. City of BoynWn Beach, Florida -City Manager Provision of a working environment that is committed to excellence, values respect for others, provides competitive salaries and fringe benefits, along with training geared toward individual skill enhancement and customer service improvement. Other issues identified in discussions with City Commissioners specifically related to the cultural diversity of our community. Boynton Beach has a population that is about 23% African American with several different leaders and subcommunities (Haitian, etc.) In addition, the city has a sizable retirement community (estimated as much as 35-40% of the community), and vastly growing Hispanic population. The new City Manager will need to be part of the team with the City Commission that projects an image of progress, professionalism, and doing the right thing. Boynton Beach has made significant strides the past few years to overcome a poor image created by the past Commissions and negative publicity. The City has greatly improved citizens' faith in their government and this needs to be continued. THE CRITERIA EDUCATION The new City Manager should have the minimum of a BA/BS in business/public administration or a related field plus six (6) years experience in public administration at the level of Chief Administrative Officer or Department Head; or comparable experience in private sector at same level; or any equivalent combination of education, training and esperience which meets position requirements. DESIRED ATTRIBUTES MPA/MBA; seven to ten years progressively responsible experience; five years performance as City/County Manager, Assistant City/County Manager/Chief Executive Officer. Ideal candidate will have broad municipal management experience with a demonstrated track record with economic development/downtown revitalization, strong financial management, leadership, team- based management and consensus-building skills, along with strong interpersonal and communication skills. ~pplications must consist of cover letter, resume and five SALARY Negotiable. references ! MANAGEMENT STYLE City of Boynton Beach, Florida -City Manager Able to facilitate change. Sensitive to where Boynton Beach is now and what it will take to move further. Friendly, personable and empathetic, yet tough and able to get to the heart of an issue quickly. Need to coach and delegate. Open to the idea of pfivatization, if it makes sense. Able to face adversity and difficult situations in a very calm and collected manner. Has a big picture perspective yet also pays attention to detail. Trusts what they hear from staffbut also verifies information. Proactive and a strong implementor of programs and changes. Customer focused. Able to stand up to factions in the community in a straightforward professional manner. Firm but fair in his/her dealings with staff. Consistent and above-board in providing all of the Commissioners with the same level of information and communication. Lets Department Heads do their jobs, not a micromanager. A facilitative leader with a strong team-based management philosophy. PERSONAL TRAITS/INTERPERSONAL STYLE } Unquestioned honesty and integrity. } Able to anticipate issues before they become issues. } Perceptive and able to quickly size up situations and people that may not always appear to be what they are on the surface. } Need to be calm and cool under fire and able to deal with adversity in a non- emotional way. } Should sincerely enjoy the work of being a City Manager } Likes to be involved in the community and be accessible to citizens. } Dedicated dynamic and a tireless worker. City of Boynton Beach, Florida -City Manager THE COMPENSATION The City of Boynton Beach is willing to offer a salary that is competitive and appropriate for the market. In addition, the City offers a competitive benefit plan including their own retirement plan. The City of Boynton Beach, Florida Employment Opportunity 1 O0 E. Boynton Beach Boulevard P.O. Box 310 Boynton Beach, Florida 33425-0310 Human Resources Phone: (561) 742-6275 FAX: (561) 742-6274 CITY MANAGER Date: ANNOUNCEMENT # 99-. ....... THIS POSITION IS OPEN TO CITY EMPLOYEES AND THE GENERAL PUBLIC The City of Boynton Beach is a culturally diverse community with a population of 53,635. Boynton Beach has multiple gateways to rail, road, air and sea transport; is centrally located between Palm Beach and Fort Lauderdale and is directly connected to the Interstate and State highway systems as well as the Florida Turnpike. Our neighborhOods are the home to 28 different city maintained parks with a wide range of featured activities. Other city features include the Art Center, Tennis Center and a wide variety of athletic fields and specialized facilities. Boynton Beach is perfectly located to experience all the cultural activities offered in Palm Beach County. Our city is home to private, semi-private and public golf courses, in addition to its own highly regarded municipal facility. The Boynton Beach Mall anchor stores from most major chains and are intermixed with unique shops that will meet all your needs. No city is complete without first class medical facilities, Boynton Beach is proud to be home to Bethesda Healthcare System, a community owned, not-for- profit facility that has been ranked in the top 100 hospitals in the United States. Educational facilities in the immediate area include highly ranked universities, colleges, business and trade schools. The City of Boynton Beach in its quest to become a "World Class City" instituted a team-base management program, Architecture for Excellence in 1998; 60% of the workforce has been through the process. This program is expected to be completed by the end of fiscal year 1999-2000. The City of Boynton Beach is a full service City governed by a Commission/Manager form of government with a Mayor and 4 commissioners, with a budget allocation of $37,970.00 general fund and $93,459.00 total budget. CITY MANAGER SEARCH RATING 0-5 April 20, 1999 0 anding (5) ~ ~---- lV~_ ~ than Satisfactory (4) Satisfactory (3) LARGE FIRMS SMALL FIRMS Marginal (2) DMG SLAVIN ~ BAENZIGER LaRUE Poor(l) $14,500 $12,550 !i~ i:ii!~i!i $8,250 $9,200 Insufficient Information (0) ~ ~ 1. Experience in conducting City Manager ~i~i~ ~' Search. 5 5 ~ ?~iii~i 5!~i.~ 3 3 2. Experience in conducting search in South *~ ~ East Florida. 5 5 3 3 3. Experience and familiarity locally/South Florida area. 4 4 5 5 4. Experience/credentials of staff. 4 5 3 3 5. Success in Executive Placement. 4 5 3 3 6. Data Base. 5 5 ~ i~: :~ 2 2 7. Costs. 3 4,,~,~,: ,, ,,~,~,,,,,,, ~. ,~,,: ::? ~ 5 4 8. Timetable. 9. Methodology. 4 5 3 3 10. Ability to work with Human Resources ~*~* ''~: ® ~' Staff/City Commission. 4 4 ~i ~,~ ~i ~ 5 5 TOTAL 42 46 ~:: ~i~:~ ~: 36 35 RATING SMALL FIRMS RATING 1. BAENZIGER (36) '"' LARGE FIRMS RATING 1. SLAVIN (46) '2. MERCER (45) 3. DMG' (42) 2. LaRue (35) TIMETABLE ACTION NUMBER OF DAYS DATE Advertising 30 May 1st - 31st Screening 10 June 1 st - 10th Selection Process 10 June 11th - 20th Job Offer 10 July 1 st