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City administrator scores 4.0 out of 5 in annual review; board discusses evaluation changes
Summary
Staff presented the city administrator's annual evaluation showing a 4.0 overall rating and 100% participation by elected officials; board members praised fiscal management and cybersecurity response while urging greater delegation, innovation and a new staff-evaluation rollout in Dayforce next year.
Patton presented the city administrator's annual performance evaluation to the Board of Mayor and Aldermen and summarized results: the board's averaged overall score for the city administrator was 4.0 out of 5, with fiscal management the highest-rated category (4.4) and flexibility/adaptability the lowest (3.67). Patton said elected officials achieved 100% participation in the evaluation process this year, up from 80% the prior year.
"We had 100% participation of all elected officials this year," Patton said, and he described common themes in the written comments: praise for professionalism, fiscal management and communication during the budget season and the recent cybersecurity event, along with repeated encouragement to delegate more to staff and pursue modernization and innovation. He also noted concerns about time spent on recorder duties and accountability of certain department heads.
Board members discussed options for improving the evaluation process and the manager's development plans. Several members suggested a midyear self-evaluation and more regular check-ins rather than a single annual review. Patton described a planned shift to a new staff-evaluation approach using Dayforce that will include employee self-assessments and supervisor reviews; the goal is to complete programming and training in early 2026 and begin staff reviews then.
Patton and other board members emphasized protections against retaliation in staff feedback and said supervisors will have the employees'self-assessment during review conversations. No formal disciplinary actions were recorded in the workshop transcript; the item was presented as an evaluation summary and discussed for process improvements.
Next steps: staff will proceed with Dayforce programming for staff evaluations and consider midyear administrator self-assessment if the board wishes to add it to future practice.
