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Port Richey moves to hire Don King as city manager; council approves terms and transition plan
Summary
Council negotiated and signaled support for hiring Don King as the next city manager (start Jan. 5, 2026) with a compensation package that offsets pension and health costs by offering housing and vehicle allowances; interim manager Andrew Butterfield will be extended to provide turnover support.
Port Richey — The Port Richey City Council concluded Nov. 25 that Don King will become the city’s next manager, with a negotiated agreement that trades certain employer benefit costs for taxable allowances and a housing stipend. Council members instructed staff to finalize contract language and scheduled formal consideration on the Dec. 9 agenda.
Under the terms presented, King would begin Jan. 5, 2026, with a three‑year employment agreement. The package presented to council included a base salary of $150,000 plus a housing allowance of $1,650 per month and a $600 monthly vehicle allowance. King agreed to opt out of the Florida Retirement System (FRS) and to decline city health coverage; in return the city will pay taxable amounts in lieu of employer pension and benefit contributions. Staff presented a comparative all‑in cost analysis showing the city’s total outlay for the new manager would be lower than prior managers after accounting for pension and benefits.
City staff explained an earlier administrative misunderstanding about FRS classification: the city learned that the city manager classification carries a senior‑manager employer contribution rate (33.24%) that could not be reduced under the facts discussed. To avoid higher city employer costs, the incoming manager agreed to opt out of FRS, and the contract was structured to provide equivalent taxable compensation. The interim manager, Andrew Butterfield, also agreed to opt out of FRS for his final month to reduce costs while staff completes the transition.
Council discussed severance protections and added a tiered severance schedule in the draft contract to limit payouts for early termination: no severance in the initial six‑month period, then scaled percentages through the second year and full 20‑week statutory severance only after two years of service if terminated without cause. Other terms include up to $5,000 in relocation reimbursement, an annual performance review, and eligibility for discretionary incentive pay at council discretion.
Council members said the agreement balances fiscal restraint with the need to attract a qualified manager and asked staff to bring a final, typos‑corrected contract back for formal action on Dec. 9. Council also voted to direct staff to draft a short consultant (1099) extension for the interim manager to remain available for turnover support to the incoming manager; the extension will be reviewed at the next meeting.
