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Council frames city manager recruitment: salary range approved, residency to be listed as preference
Summary
Councilors approved a competitive salary range proposed by staff and told the executive search consultant to advertise residency within city limits as a preference rather than a strict requirement; council discussed a 12–18 month grace period and other negotiable contract terms.
Kalispell councilors asked staff and their executive search consultant to advertise the open city manager position with a competitive salary range recommended by staff and to treat residency in Kalispell as a preference—not a hard requirement—while retaining the option to negotiate residency in a final contract.
Human Resources Director Denise told council that GMP Consultants was hired as the executive search firm and requested direction on a salary starting range and residency requirements. “GMP consultants was hired to be our executive search firm for our open city manager position,” Denise said when introducing the recruitment item.
Councilors debated whether the city manager should be required to live in city limits. Several members, including Councilor Dowd, said the manager’s residence within the city helps ensure that the manager experiences city services and local issues firsthand; others cautioned that a strict residency requirement could reduce the candidate pool. A common compromise among councilors was to advertise residency as “preferred” and allow a negotiated grace period (councilors discussed 12–18 months) for a new hire to relocate if needed.
Councilors also signaled support for the salary range presented in the recruitment packet, which staff said was developed from data across Montana cities to remain competitive and allow flexibility based on experience. Councilors noted that residency language and other contract specifics remain negotiable during offer and contract discussions.
The council gave staff and GMP Consultants direction to proceed with recruitment materials that list residency as preferred and to advertise the approved salary range. Councilors emphasized that residency preference may be a factor in candidate evaluation but should not be an absolute disqualifier during initial recruitment.
No hiring decision was made at the work session. Staff said they will proceed with the recruitment process and return to council with candidates for later interview and formal selection.
