Commission votes to restart city manager search after consultant steps back, directing charter officials to lead new process

The Sarasota City Commission on May 5 voted 3–2 to restart the process of recruiting a new city manager and to direct the city’s charter officials to lead the next phase of the search. Commissioners who supported restarting said the commission must lead and set clearer candidate criteria after internal disagreement and the recruiting firm’s decision to step back from a leading role.

Why it matters: The commission’s choice resets a high‑profile executive search and is likely to delay any appointment by months. Commissioners and staff warned that restarting would risk losing some active candidates; others said the prior process—criticized at an April 11 meeting—had damaged public confidence and warranted a fresh start.

What the commission decided: Following a presentation from HR Director Stacy Mason that summarized the current timeline and 44 active candidates, Commissioner Ahern Koch moved to begin a new search process, to have charter officials (auditor‑clerk and city attorney) procure or engage a search firm, and to return to the commission on May 12 with proposals for candidate criteria, timeline, budget and the role of any ad‑hoc committee. Commissioner Batiste seconded. The motion passed 3–2.

Why the motion was proposed: Supporters said the previous process exposed the commission to procedural confusion and undercut public trust. Opponents argued restarting would add months to the search and could scare off strong candidates who are currently available; they preferred to continue with the existing pool and proceed to finalist selection and on‑site interviews.

What staff described: HR Director Stacy Mason outlined a four‑step plan for the existing process: (1) May 12 — commissioners select candidates to receive full background packages; (2) late May–June — staff and a vendor assemble full background reports on selected candidates; (3) July–August — finalists are arranged for on‑site visits, public open houses, and interview panels; and (4) August — commission selects and negotiates a contract with the chosen candidate. Mason told commissioners the current pool includes 44 applicants and that a search vendor had offered assistance but would not serve in the lead role.

Concerns on both sides: Commissioners who opposed restarting said continuing allowed the city to retain candidates who were actively being considered and would avoid repeating a long engagement cycle; commissioners who supported restarting said charter officials should control procurement of a new vendor and the commission needs to set clearer selection criteria and public‑facing steps before proceeding.

Next steps: The commission scheduled a special meeting for May 12 to begin either process chosen by the body; staff will prepare background materials on the active applicant pool and options to procure a search firm. If the commission proceeds with restarting the search, staff and charter offices will return with procurement options, a proposed budget, and a recommended timeline; candidates from the current pool may be asked to reapply under any newly launched recruitment.

Quote: "The process can and should be led by the commission," HR Director Stacy Mason told commissioners as she reviewed the steps needed to assemble background packages on finalists.

Why this will attract attention: Hiring a city manager sets near‑term policy and administrative direction for the city and typically affects long‑term staffing, budgets, and relationships with regional partners; a delayed or contested process likely will draw public and media scrutiny.