The Operational Strategy and Administrative Committee of the City of Tacoma on Oct. 10 voted to send a community input survey for the permanent city manager recruitment and asked staff to finalize the recruitment timeline and coordinate OSAC input on interview panelists.

The committee heard from Human Resources staff and Kaufman consultant Cliff Moore about proposed milestones for the recruitment, including launching outreach, an initial review window, preliminary Zoom screening interviews, and a later in‑person finalist day at the convention center. Moore told the committee that “we normally recommend that [a posted position] stays open for at least 5 weeks,” and that he would begin preliminary Zoom interviews as candidates arrive.

Why it matters: The committee’s decisions set the schedule and public-engagement approach for hiring the city’s next permanent manager. Committee members and staff flagged holiday scheduling, onboarding of newly elected council members, candidate availability and the need for broad community input as reasons to adjust the timeline rather than rush to fill the post before year end.

Committee discussion focused on timing and structure. Human Resources’ proposal included launching outreach in mid‑November with roughly a 30‑day collection window, followed by screening and a presentation of semifinalists in mid‑January to allow newly elected council members and the mayor time to review. Members raised the practical difficulty of convening interviews during late December holidays; Council Member Bushnell said the schedule should allow new council members to “understand and digest what the process has been and what we’ve gone through” so they would not feel the need to “come in and blow the whole thing up.” Council Member Scott also urged more time for new members to review the process and suggested delaying final candidate selection until after they are onboarded.

The committee reviewed proposed interview steps: a first round of virtual interviews, then a one‑day in‑person finalist session at the convention center where candidates would rotate through multiple panels (OSAC or full council, community leaders, city leadership and an optional fourth panel), followed by community reception and written or QR‑code comment cards. Staff recommended the first round remain in executive session (evaluation of qualifications), with the in‑person finalist day treated as a public event that includes community interaction and comment cards to inform council.

Human Resources and Kaufman discussed practical scheduling: allowing several weeks for outreach and screening; building time for candidates who must give notice or travel; and planning a two‑day finalist engagement (day 1 panels and a reception; day 2 possible one‑on‑one or smaller follow‑ups). Kaufman noted it may start some preliminary interviews before a formal first review date when necessary to keep the schedule moving.

Formal actions: OSAC approved three motions by voice vote. The first directed Human Resources staff to post the city manager recruitment community input survey at the earliest opportunity, targeting Oct. 17 to launch the survey. The second directed staff to finalize the recruitment schedule and coordinate OSAC input on panelists to inform the next OSAC meeting. Both motions were moved, seconded and adopted by the committee by voice vote (recorded as “Aye”).

Staff next steps include finalizing the posting dates, launching the stakeholder survey, confirming whether a subset of council or the full council will select semifinalists, and returning with a proposed finalist schedule and panelist suggestions at the committee’s next meeting.

Votes at a glance:
• Motion: Direct Human Resources to post the city manager recruitment community input survey at the earliest opportunity (target Oct. 17). Outcome: adopted (voice vote: “Aye”).
• Motion: Direct staff to finalize the recruitment schedule and coordinate OSAC input on panelists to inform the next OSAC meeting. Outcome: adopted (voice vote: “Aye”).

The committee also agreed to avoid scheduling key decision meetings in the holiday window and to involve outgoing and newly elected council members in review of semifinalist materials before finalists are invited for in‑person interviews.