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Council expands city appointee evaluation process to include second‑level reports; ClearCareer to conduct interviews
Summary
The Administrative Services Committee and council agreed that the annual evaluations of top city appointees will include interviews of direct reports and one additional level down. A consultant, ClearCareer Professionals, will conduct interviews and provide a summary; schedule updates were also announced.
The Administrative Services Committee reported a recommendation to broaden the city’s annual evaluation process for council appointees. Council agreed to include interviews with appointees’ direct reports and one additional management layer below them (a “plus‑one” level) as part of the review.
Committee chair Councilmember Beard said the committee considered consolidation of each appointee’s packet so reviewers would not need to flip among documents. Michael Bates of ClearCareer Professionals said his team has begun scheduling interviews with appointees and requested lists of direct reports; he asked council to note a calendar change that moves the last evaluation date to Monday, Nov. 3.
Staff and committee members asked for consistency in interview format; Mayor Pro Tem Luck asked that all interviews be performed the same way (for example, all in person or all virtual) so appointees receive equal treatment. Staff agreed to include a short self‑evaluation for each appointee and to compile two years of compensation and benefits history for council review; contracts will be provided to the consultant where applicable.
Council members discussed the merits and drawbacks of going one level deeper than direct reports. Consultants said it is uncommon to go beyond direct reports and that many concerns can surface during interviews with direct reports; nevertheless council voted by consensus to include the second level in this cycle. The council emphasized that interviews should be structured and consistent across appointees.
Staff said the process will be coordinated with Human Resources, the city attorney’s office (for judges and other legally sensitive positions), and ClearCareer Professional’s schedule. Bates said he had already contacted appointees and would set interviews between Sept. 23 and Oct. 4, and that the consultant will provide packets to council ahead of deliberations.
Ending: The council approved by consensus the committee’s approach to expand interviews to one level below direct reports and asked staff and the consultant to proceed with the revised schedule and standardized interview procedures. Final evaluations will be presented later this year.
