The Dade City Commission on Sept. 23 authorized the city attorney to finalize a proposed employment agreement for Marika Van Ervin to serve as city manager, after extended public discussion about salary, benefits, vehicle use and reimbursement for professional certifications.

Background and central points
The commission had appointed Van Ervin as acting city manager in October 2024 and later initiated a search for a permanent city manager. Negotiations produced a proposed employment agreement containing standard manager provisions: base salary, severance and termination terms, a take-home vehicle in limited circumstances, life-insurance provision, and incentives tied to professional certifications and educational milestones.

Commission discussion and agreed changes
Commissioners debated the base salary and accompanying incentives. Commissioners agreed by consensus to increase the previously negotiated $100,000 starting point to a negotiated base of $106,000 effective as discussed (the commission agreed that any across-the-board cost-of-living and merit increases adopted in the next fiscal year would apply thereafter). Commissioners also discussed an advertised higher starting salary range for the position but emphasized the city’s prior agreement with Van Ervin and the performance demonstrated in the interim role.

Vehicle and travel: The commission narrowed vehicle use to city business and emergency operations, directing that a city vehicle be made available for emergency response or other official city duties but that routine personal commute use not be a city-funded take-home use. Staff will include reimbursement language so the manager can be reimbursed for city-related mileage and travel in line with existing personnel policies.

Certifications and education: The agreement includes incentives for professional designations and degrees. Commissioners agreed to include a clawback (repayment) provision for certification reimbursements if Van Ervin leaves within the period specified in the city’s personnel policy (the commission asked staff to mirror the personnel-policy prorated repayment schedule, typically one year). Commissioners asked that any tuition/education reimbursement or certification payments include clear repayment terms if the manager departs within the specified period.

Severance and indemnification: The proposed agreement limits severance to 10 weeks (below the statutory maximum discussed in the meeting). The contract acknowledges applicable personnel rules for leave and benefits and clarifies indemnification limits for findings sustained against the manager; the city attorney noted a scrivener’s error in the statute citation in the draft contract that will be corrected.

Next steps and vote
The city attorney will incorporate the agreed changes (base salary set at $106,000, vehicle/emergency-use language, clawback terms consistent with personnel policy, clarification on the timing of raises and corrections to statutory citations) and present the revised contract to Van Ervin for signature. The commission voted 5–0 to authorize finalizing the contract with the amendments and to present it to Van Ervin. If Van Ervin executes the agreement, staff will note execution on a subsequent agenda; if she counters, the contract will return to the commission.