Largo staff proposes streamlined five-topic city manager evaluation with optional private follow-up

HR presented recommended changes to the city manager performance-appraisal form at the May 12 work session, saying the update reduces the number of evaluation topics and aims to make the annual review more useful and easier to complete.

"We also went from 7 key topic areas down to 5 being communication with the commission and citizens, execution of direction and responsibilities, financial management and budgeting, culture and workforce effectiveness, and then finally community and resident services," the HR director said, summarizing the proposed structure and the addition of prompts for strengths, areas for development and annual priorities.

The update would also change the rating scale from three points to a five-point scale so commissioners can avoid decimals and provide clearer scoring. Staff noted the city manager's employment agreement currently requires the review to occur in public; the option to conduct a private one-on-one follow-up discussion after commissioners submit scores would require amending that agreement.

Commissioners differed on the public-versus-private question. Some said keeping the evaluation discussion on an agenda makes the process more transparent and allows public comment; others said private follow-ups can encourage candid feedback and one-on-one coaching. Staff noted the compiled summary of scores and comments remains a public record either way, and the commission can choose how to structure the public presentation and any private conversations.

Staff will finalize draft language and place the revised evaluation form for commission review at a future meeting.