The Longwood City Commission on July 21 approved a recruitment plan and a salary range for the city clerk position, and directed staff to seek an internal interim appointment while the permanent recruitment proceeds.

Commissioners received a recruitment outline from Maggie Ridhore, Human Resources director. Ridhore said the job description calls for five years of government experience and a bachelor’s degree; city clerk certification is “preferred.” She recommended a 30-day posting on municipal job boards (including the Florida League of Cities and the Florida municipal clerk website), HR screening of applicants to present qualified candidates to the commission, and a timeline that could place a new start date in September if notice periods and negotiations align.

Commissioners discussed whether to begin with internal candidates and whether to select an interim clerk when the current clerk retires. The commission directed staff to include internal applicants by default and to consider internal candidates for an interim appointment; commissioners agreed an interim appointment should be internal where possible. Current City Clerk Michelle Longo was expressly invited to participate in the recruitment process.

On a motion by Commissioner Boney, seconded by Commissioner Morgan, the commission voted to post the position with a salary range of $107,000 to $143,000 and the modifier “salary commensurate with experience.” Deputy Mayor Shoemaker voted no; Commissioners Boney, McMillan, Morgan and the mayor voted yes. The motion passed 4–1.

Commissioners also asked staff to survey comparable city clerk salaries in surrounding jurisdictions before final offers are made. Ridhore said preliminary research showed Longwood’s proposed band is competitive in Seminole County but that pay varies with reporting structure and experience. Ridhore noted the posted range is intended to attract candidates at several experience levels, and that HR will make the full application pool available to commissioners for transparency.

The commission directed HR and the city manager to proceed with the recruitment process and to return an interim appointment for commission consideration at the next meeting if an internal candidate is selected. The commission will formally appoint a permanent city clerk at a future public meeting and the city attorney will handle contract negotiations once the candidate is selected.