Fort Pierce commission accepts police chief's resignation, names deputy as acting chief

FORT PIERCE, Fla. — The Fort Pierce City Commission on Monday accepted the resignation of Police Chief Diane Hobby Verney and placed her on administrative leave with pay for 90 days, then named a deputy chief to lead the department during the transition.

In a resignation letter read into the record by resident Lehi Finney, Chief Diane Hobby Verney wrote, "Therefore, I am formally tendering my resignation effective 90 days from the acceptance date of the commission." The resignation followed a February–May review by the Center for Public Safety Management (CPSM) and several days of public comment.

The resignation drew numerous supporters to the podium during the meeting's public comment period. Several residents and clergy credited the chief with community engagement programs and reducing violent incidents; others — including current and former employees — raised concerns about workplace climate, pay and staffing.

Commission discussion focused on three linked problems raised in the CPSM report and by employees: leadership and workplace climate, a persistent staffing shortfall, and limited city finances. Commissioner Taylor said she had spent months meeting with officers and that, beyond pay, "the mismanagement in the leadership and not feeling supported" drove current problems. Commissioner Gaines stressed due process and urged Human Resources and the city manager to investigate internal complaints before taking personnel action.

Motion and votes - Commissioner Taylor moved to accept Chief Diane Hobby Verney's resignation and to place her on administrative leave; the motion was seconded. The commission voted 3–2 to approve the motion: Commissioner Broderick and Commissioner Taylor voted yes; Mayor Hudson voted yes; Commissioners Gaines and Johnson voted no. The motion authorizes the chief to remain an employee on paid administrative leave for 90 days from the commission's acceptance, with continuation of health insurance during that period. - The commission then voted unanimously to appoint a deputy chief as acting chief of police for the 90-day period while the city manager and Human Resources coordinate next steps.

Contract and benefits City Attorney and HR staff briefed the commission on contract language discussed during the meeting. Under the chief's contract (cited in the meeting as Section 17), a voluntary resignation may include a 90-day notice period; staff explained that while a voluntary resignation typically does not trigger additional severance, an employee who remains on payroll during the notice period continues to receive salary and employer-paid portions of health and life insurance for those 90 days. HR said the chief may later be eligible for continuing coverage under retirement rules or COBRA after the employment separation.

CPSM report, staffing and budget context Commissioners and staff repeatedly returned to findings and recommendations from the CPSM executive summary. Commissioners described the department as carrying an approximate 17% staffing shortfall and said that the city's overall budget is approximately $63 million a year, with roughly $23 million allocated to public safety. Several commissioners and public speakers framed recruitment and retention as driven by pay competition from neighboring agencies: one speaker cited comparative officer and supervisory pay in Port St. Lucie.

Commissioner discussion also raised operational alternatives, including narrowing the city's policing footprint or partnering with the county sheriff's office for some patrol responsibilities to reduce costs. Commissioner Broderick and others asked the city manager and finance director to provide specific, rounded estimates of the additional annual dollars required to implement the CPSM recommendations (personnel, equipment, training and added shifts) so commissioners and the public can evaluate tradeoffs during the upcoming budget season.

Interim leadership and next steps City Manager Chess (as identified in the meeting) recommended appointing Deputy Chief Bridal (identified in the record as a long-serving deputy who is in the department's DROP program) to serve as acting chief during the 90-day administrative leave. Deputy Chief Bridal accepted the temporary assignment on the record. The city manager and HR said they will work with Bridal on operational responsibilities and will return to the commission before the end of the 90 days with a recommendation for any interim or permanent appointment and with a plan for recruitment.

Recruitment and process questions Commissioners discussed whether to engage an outside executive search firm for a national recruitment and how to fund such a search. HR and the city manager said the department can run a search internally or retain a search firm; commissioners asked staff to provide options and cost estimates before committing to a specific approach. Several commissioners asked that future special meetings be scheduled at times that better enable working residents to attend.

Public comment and community concerns More than two dozen residents and local leaders spoke during public comment. Many praised Chief Diane Hobby Verney for community programs, including neighborhood outreach events and initiatives in Lincoln Park and South Beach. Others described personal negative experiences with the department and urged investigations into discipline, training and workplace climate. Multiple speakers urged the commission to invest more in pay and staffing rather than focusing solely on leadership changes.

What this decision does — and does not — do The commission's vote accepted the chief's letter of resignation and placed her on paid administrative leave for the contract's 90-day notice period; it did not terminate the chief for cause. Staff clarified that any decision to terminate for cause would be a separate personnel action and could have different severance implications under the contract. The commission also authorized the acting chief appointment for the 90-day period and directed the city manager and HR to return with budget figures, a recruitment plan and recommendations for interim or permanent leadership.

The commission scheduled follow-up work during the city's budget season: staff will prepare capital and operating estimates tied to CPSM recommendations so the commission can weigh options — including pay scale adjustments, staffing increases and potential service-sharing agreements — during the budget review cycle.

Ending The commission's acceptance of the resignation and appointment of an acting chief sets a short-term leadership plan while staff and elected leaders consider longer-term funding and structural responses to the CPSM report and employee concerns. The city manager and HR will return to the commission with cost estimates, a recruitment plan, and any recommended policy or organizational changes.