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Council approves retired-annuitant agreement to keep Chief Armendariz on as interim while city recruits next police chief
Summary
Council authorized a retired-annuitant employment agreement with Chief Rick Armendariz to serve as interim police chief after his August 21 retirement, at an hourly rate of $176.65 for up to 960 hours while the city conducts a recruitment expected to last roughly three to four months.
The City Council approved a retired-annuitant employment agreement on Aug. 12 to retain Police Chief Rick Armendariz as interim chief following his scheduled retirement on Aug. 21. The agreement allows his return as a retired annuitant during the executive recruitment process to prevent leadership gaps.
City staff explained the terms: the annuitant rate is $176.65 per hour, with no other benefits or incentive compensation to be provided during the appointment, consistent with CalPERS rules. The annuitant term is limited to a maximum of 960 hours or until a permanent chief is appointed. Director Andel briefed the council that a national search firm — a recruiter specializing in executive police chief searches — has been retained and the process will include meetings with the mayor and council, stakeholder panels and community input.
Council members asked for specifics about the recruitment timeline and stakeholder participation. City Manager Jim Vanderpool said the recruiter would meet with each councilmember and hold stakeholder and community panels; he estimated the recruitment process would take about three to four months with selection anticipated in November and background checks and appointment to follow.
Council asked about operational continuity and whether major decisions would be reserved for the incoming chief. Vanderpool said the interim chief would retain full authority to perform essential functions and the city would avoid implementing major structural changes until a permanent chief is in place. Council voted 7-0 to approve the retired-annuitant agreement.
The council asked staff to ensure broad community outreach for the recruitment, including resident input and a community panel that could include school and nonprofit representatives, business leaders and neighborhood residents, and to include labor representatives from the three bargaining units in the process.
