City Council Minutes - 03/01/2005 Agenda Item No.-4, /
For/Agenda of �-f ato• d5
COUNCIL MINUTES
TIGARD CITY COUNCIL MEETING
March 1, 2005
■ Mayor Dirksen called the meeting to order at 6:30 p.m.
■ Council Present: Mayor Dirksen; Councilors Harding, Sherwood, Wilson, and
Woodruff.
1. EXECUTIVE SESSION: The Tigard City Council went into Executive Session to
discuss the employment of a public officer and labor relations at 6:30 p.m. under
ORS 192.660(2)(a) and (2)(d).
Executive Session concluded at 8:28 p.m.
Meeting reconvened at 8:35 p.m.
Council Present: Mayor Dirksen; Councilors Harding, Sherwood, Wilson, and
Woodruff.
• Administrative Items
> After brief discussion, Council consensus was that it would like to continue
to receive Board & Committee Monthly Reports.
> Chamber Good Morning Tigard -Thursday, April 7, 7:30 -8:30 a.m. in Town
Hall - Mayor Dirksen and Councilor Harding will attend.
> Tigard Times Edition - "People You Should Know" for Portrait publication -
After brief discussion, Council consensus was to feature City of Tigard
Board and Committee members.
2. DISCUSSION -CITY MANAGER RECRUITMENT
Human Resources Director Zodrow reviewed the draft City Manager recruitment
brochure with City Council. Council discussed with Ms. Zodrow whether to use an
executive search firm, the City of Tigard Human Resources Department staff, or a
combination of the two. After discussion, consensus was for the Human
Resources Department staff to conduct the recruitment.
Council members discussed the general process; highlights of their"brainstorming"
remarks follow (note the following notes represented ideas offered by individual
City Council members and do not necessarily indicate Council consensus, but
were offered to Human Resources Director Zodrow as she develops information
for future Council consideration):
■ The recruitment announcement should be sent to both public (i.e.,
ICMA) and private organizations.
Council Meeting Minutes-March 1, 2005 page 1
■ Council members commented on the profile of what they would be
looking for in a City Manager. Each Council member rated each
area "high," "medium," or "low." Human Resources Director Zodrow
tabulated these ratings. (Examples of areas rated included
education, experience, community relations, administrative ability,
communications, budget, human resource, labor relations, economic
development, and innovation.)
• Council members reviewed elements of a candidate assessment
center, which could include four to five exercises over the course of
one day. Examples of exercises include a mock City Council meeting
with a presentation from the candidate, facilitating a citizen meeting,
and a written exercise.
■ Council members commented on the experience they would be
interested in seeing in candidates:
t experience with economic development or urban renewal;
do not need to have a City Manager background; that is, look
"outside the box." The private sector should not be excluded;
a successful candidate should possess a high level of
executive administrative experience (a senior-level manager).
■ Communication skills: articulates well both verbally and in writing—a
good public communicator; writing is succinct.
■ Community relations: ability to deal with diverse contacts including
volunteers and day-to-day public contacts. Promotes expanding
public outreach. Is able to.handle.controversy and different points of
view (inclusive).
■ Economic development— comments for this area included:
have expertise in this area
experience with urban renewal
■ ability to work with businesses
• a "planner"
ability to look at the "big picture"
understand the economies of the organization
■ is knowledgeable about how to recruit businesses in order to
compete with nearby cities
■ Innovation —comments for this area included:
• creative solutions for problems (demonstrated by candidates
previous successes)
• new approach
• ability to see the "big picture"; not a "micromanager"
• delegates
Council Meeting Minutes—March 1, 2005 page 2
• Land use—comments for this area included:
• due to the number of land use issues facing the City, a
successful candidate should have experience and
background in land use;
• an understanding of urban renewal; would be interested to
someone who was in the private sector ("on the other side of
the fence") and participated in an urban renewal project;
• someone who has experience in getting a "nice" project off
the ground.
Human Resources Director Zodrow advised she would develop material for
Council's review based on the comments she heard. With regard to the
posting of the recruitment advertising language, Council consensus was
that a salary dollar amount should not be posted. There was discussion
about the use of performance measures and goal setting. Human
Resources Director Zodrow noted she could include a statement about the
generous benefit package. It will be noted that this position participates in
the ICMA retirement plan (not PERS). This will be a national recruitment.
The proposed timeline Ms. Zodrow outlined was acceptable to the City
Council. Ads for this position will include national organizations for both the
private and public sectors. Ms. Zodrow confirmed with the City Council that
she could assure candidates that their names would be kept confidential for
the first two rounds of candidate selection/elimination (as confirmed with the
City Attorney).
3. ADJOURNMENT: 9:43 p.m.
Catherine Wheatley, City Recorder
Attest:
Mayor City of Tigard
Date:
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Council Meeting Minutes — March 1, 2005 page 3