Commission approves amended city manager contract after debate over pay, comp time and term

The Lynn Haven City Commission voted 4-1 to approve a second amendment to City Manager Vicky Gaynor’s employment agreement, amending the contract term to end Sept. 30, 2027, and making several clarifying changes to leave and benefits.

The vote came after weeks of discussion and a lengthy public comment period. Commissioner Purnell moved the amendment with a change to the contract term; Commissioner Vandegrift seconded. The final roll call was: Commissioners Purnell, Vandegrift and Peebles and Mayor Nelson voting yes; Commissioner Ward voting no.

The measure drew sustained debate among commissioners over three main issues: whether to extend the contract term beyond the manager’s current end date, how to treat overtime and compensatory time for a salaried official, and whether to tie future raises to an objective evaluation schedule. City Attorney (City Attorney) reminded commissioners that the existing contract already “provides currently, that a review and evaluation shall be conducted annually in advance of the adoption of the budget,” and that the form of the evaluation can be developed jointly by the manager and the commission.

Commissioner Peebles urged a clearer schedule and a simplified approach to overtime, saying he would favor allowing compensatory (“comp”) time with a cap and the option for the manager to sell back unused personal time off (PTO) when appropriate. Peebles said an explicit schedule for evaluations and any merit adjustments would provide consistent expectations for the commission and the manager going forward.

Commissioner Vandegrift said he supported linking any merit increase to evaluation outcomes so the board could plan for potential cost impacts in the budget process; he described the amendment now before the commission as a practical step to formalize benefits and allowances the manager had been receiving. Commissioner Ward said he opposed extending the term to Dec. 2027 and favored leaving the contract on its current schedule so newly elected commissioners in 2027 would have input on a successor.

City Manager Vicky Gaynor did not propose new compensation during the public hearing; most detailed pay figures were cited by public commenters. In public comment, Tony Bostick urged commissioners to approve a salary increase for the manager, citing the city’s improved financial position and grant success during her tenure. By contrast, Jerry Parker criticized past decisions and said the manager had received prior raises and cost-of-living adjustments.

Human-resources staff clarified how leave and holiday pay work under current city practice. Ms. Hodges said, “Currently, under the city of Lynn Haven, all holidays are holiday leave credits. It's not PTO. And we cannot pay buy back or get paid for our holiday leave.” She also confirmed that the contract allows the manager discretionary use of compensatory time but that the personnel manual does not currently cap accruals.

The resolution also directed that the pension-multiplier idea be explored, with the commission asking staff to return with cost estimates and process steps if it is pursued further. Commissioners emphasized that any pension change would require separate review by the pension board and further public process.

The amendment that passed included these formal elements: the contract term changed to Sept. 30, 2027 (motion by Commissioner Purnell; second by Commissioner Vandegrift); language clarifying comp time and leave remained discretionary under the contract but staff was asked to return with options for caps and sale-back mechanics; and the commission authorized further study of a pension multiplier. The motion passed 4-1.

Less contentious items discussed alongside the contract amendment included clarifications of vehicle and cell-phone allowances (addressed as formalizing previously practiced benefits) and direction to have an evaluation schedule developed and adopted in time to inform future budget cycles. The commission instructed staff to draft clearer language on comp-time caps and evaluation timing for a future meeting.

The commission’s action closes the immediate negotiation but leaves follow-up tasks: staff analysis of comp-time caps and sale-back policy, a cost estimate and legal path for any pension-multiplier change, and a proposed schedule and scoring rubric for future annual evaluations. Public commenters requested fuller budget detail and explanations of where any pay increases would be funded; staff noted those budget impacts would be reflected in upcoming budget documents when required.