Consultant kicks off Montpelier city manager search; council signals desire for transparent public input

The Montpelier City Council held a kickoff session with consultant Ian Coyle of Pracademic Partners to define the recruitment process for a new city manager and to set expectations for council involvement and public engagement.

Ian Coyle said his firm would begin with an intake and needs assessment with council and staff, produce a recruitment profile, post the vacancy broadly and run a multi‑stage screening and finalist process including public forums: “we're casting that net as wide and encompassing and as, you know, equitable and diverse as we possibly can.”

Why it matters: the city manager role directs daily municipal operations and budgets; council members said this selection is one of the most consequential decisions they will make and asked for a clear, transparent process with opportunities for residents and staff to provide input.

Council priorities and process questions - Council members sought clarity on who will “own” the process and how the council should be involved at each stage. Councilor Ben said the council must own the decision and requested a transparent, web‑posted timeline so the public can track progress. - Members discussed whether to appoint a smaller search committee or have full‑council engagement at all stages. Several members favored full council involvement while also including staff and community voices in advisory or consultative roles.

Public and staff engagement - Coyle outlined multiple engagement options: a short online survey for broader input, a public facilitated forum or forums, and targeted department‑head input. He recommended a three‑pronged outreach approach (digital survey, paper availability and at least one facilitated public session) to reach different audiences. - Council and staff asked the consultant to produce a concrete proposal that lists roles, a proposed timeline, sample survey text and a communications plan; communications director Evelyn was identified as a city contact for outreach.

Timeline considerations - The consultant described a common search timeline: a 3–4 week recruitment posting, virtual first‑round interviews, and an in‑person finalist round. Council members noted budgeting and election calendars; several asked for a timeline that would avoid bringing a new manager in the middle of the city’s budget work and would finish before the new council is seated in the spring if possible.

Next steps - Coyle agreed to provide a written proposed process, two or three timeline scenarios, and recommendations for public engagement and advisory group structure. Council members asked to receive that document quickly so they could approve a posting and get the public needs assessment underway.

Ending: the consultant said he would work with city HR (Tanya) and communications (Evelyn) to prepare materials and weekly status updates; council members asked for a written proposal and a clear communication plan before posting the vacancy.