The search for the individual who will replace Morris Madrid as Truth or Consequences’s city manager is underway. Recruitment ads have been placed, and the deadline for applications set for March 12. But it is not too late for the city commission to ensure that the best possible candidate is chosen.
In fact, it’s essential the commission makes the right choice this time. T or C is crying out for effective, budget-conscious and service-oriented management that is responsive to constituent needs and concerns. There is no time to waste in finding an experienced leader who can assemble and inspire a competent management team and, as a first order of business, formulate a comprehensive plan to address T or C’s problems and capitalize on its assets.
State law vests the hiring decision in the city commission. The revolving door of inept, disengaged and autocratic city managers the town has endured in recent history shows us that the commissioners are poor judges of character and competence.
The Sun calls for the commission to entrust the search to qualified members of the public. We’ll define what we mean by qualified in a moment.
First, let us address the objection that the public can’t handle such an awesome responsibility. Conducting an executive search is not rocket science. It’s more like baking a cake: the recipe for success is already known. It just takes a firm commitment to following agreed upon procedures. No shorting on ingredients, like an intensive recruitment effort; no dispensing with important steps, like thorough vetting and background checks.
The internet abounds with tried-and-true guidance from executive search firms and human resources departments. So, we won’t address all the components of a successful executive search, other than to point prospective search committee members to this online tutorial that a Google search uncovered. Although written for a not-for-profit board of director charged with recruiting an executive director, it outlines the basics of organizing and carrying out an effective search from start to finish.
This editorial will focus instead on what will be needed to get the city manager search off to a good start.
The first step is for the commission to name a strong chair of the search committee. The ideal chairperson, states the abovementioned tutorial offered by the Bridgespan Group, a Boston firm specializing in not-for-profit management consulting,
will be a strong leader, a consensus builder, an effective communicator, and a person who has the time and dedication to see the search through to completion. Leadership skills are crucial. The search chair will need to keep the committee focused throughout the search process, and to build consensus among committee members. It is also important for the search chair to lead the group to make decisions in situations when full consensus isn’t possible.
The Sun recommends that the commission recruit a person with deep knowledge of government administration to serve as chair on a volunteer basis. While it may not be necessary for the chair to live outside Sierra County, it is essential that the chair not be encumbered with even the appearance of a conflict of interest regarding who is selected as city manager.
We would try to recruit someone like Janet Porter Carrejo, who was Sierra County manager from 2005-2013. In our experience, Porter Carrejo was smart, always prepared and a straight shooter who recognized that citizens sat atop the county’s organizational structure. “You see this paperclip,” she was fond of saying to visitors to her office. “It belongs to the public.”
Whoever is enlisted to chair the search committee, the Sun calls upon that person to ensure robust public participation in the vetting and selection processes. This can be accomplished in two meaningful ways: through selecting qualified T or C residents to serve on the search committee and soliciting input from the general public.
The size of an effective search committee is generally agreed to be five to seven members. The Sun recommends the creation of a committee of five, comprised of the chair and four residents of Truth or Consequences.
The commission should immediately and actively solicit applications from the members of the public who wish to serve on the search committee. After reviewing them, the search committee chair should empanel four citizens who represent the town’s diversity and various stakeholder groups AND who are qualified to judge job candidates because of their own backgrounds in finance, administration, human resources, engineering, project management and the like.
A diverse search committee will bring differing expertise and experiences to bear on such important search committee responsibilities as reaffirming the city manager’s job description (which is prescribed by law), identifying all the qualifications needed to fulfill the job, assessing candidate applications, interviewing and vetting a short list of candidates, and narrowing the list to two candidates to be presented to the commission for a final vote. The committee’s diverse points of view will help to ensure that individual bias does not distort decision making. All members of the committee will have an equal vote.
When a short list of candidates has been identified, the search committee should hold a virtual workshop to engage the public in the candidates’ vetting. In addition to the committee’s private interviews with the candidates, the workshop will provide an opportunity for residents to ask questions and take the measure of each applicant. If a candidate is unwilling to be quizzed in public by her potential constituents, she is not the right person for the job.
The search committee must make a special effort to ensure that the workshop is well-publicized and -attended. All committee members will be required to be present and to be active listeners. At the end of the workshop, the candidates should be excused, and the attendees enabled to indicate the preferences by rank voting. If the short list consists, for example, of three candidates, the attendees would be asked to indicate their first, second and third choices. The committee should work with the city clerk to establish procedures for conveying, recording and tallying these votes.
The ranked vote will give the search committee another key metric for narrowing the short list to two candidates to go before the city commission. The commission should conduct its final interviews and its hiring deliberations in public. The willingness to take constituents’ opinions into serious consideration at every step of the search will spare the commission from hiring an individual who is not inclined or able to meet the community’s stated expectations. A sincere desire to serve the public and a demonstrated ability to make government responsive to the needs of everyday citizens aren’t the only qualifications for the city manager’s job, but they are important ones.
I absolutely agree. The city commission should appoint a committee to review resumes and be a part of the final interviews. Public participation is what a democracy is all about. In a small city like ours, it would be a very easy process to find people who have experience in government and/or other organizations to help the commission make this decision. One obvious benefit to this would be that the commission itself would not have to shoulder the blame alone if the next city manager screws up!
I brought this up as part of public comment during today’s city Commission meeting (2-24-2021). However, as I choose to have the city clerk read my comments (as that is the only way they will go into the minutes), that part of my remarks were not read aloud as the allotted three minutes for comment ran out. One of the commissioners responded by saying that selecting a manager was the commissioners’ job and assistance was not needed.
Personally, I feel there should be an advisory board of residents to at least assist in the selection process for our next city manager.
I am sure there are several other residents that have also had experience in hiring for upper-level management positions that would be happy to assist in the process. It would also go along way to letting the residents feel that they are being listened to and are part of the city’s decisions that directly impact them.
I guess we will see….