During a recent government meeting, the city manager of New Rochelle provided insights into the responsibilities and evaluation processes for city employees, particularly commissioners. The city manager explained that they were appointed by the city council and served at their discretion.

To ensure accountability and performance, a formal annual employee evaluation system was implemented. This system required each commissioner to evaluate their deputies, creating a structured hierarchy of assessments. The city manager emphasized the importance of job specifications, stating that hiring decisions were based on clearly defined qualifications for each position, such as those for the police commissioner.

While the city manager expressed a reluctance to terminate employees, they acknowledged that there were instances over their 20-year tenure when difficult decisions had to be made regarding personnel. This structured approach to evaluations and hiring underscores the city's commitment to maintaining effective leadership and operational efficiency within its departments.