Bay City Commission to hold second interviews for two city-manager finalists

On June 8, 2026, the Bay City Commission voted to invite Rick Haymon and Brian Chapman to return for second interviews as finalists for the city manager position, approving a motion after public comment and extended procedural discussion.

Consultant James Vrano, who led the panel through the selection process, told commissioners the vote would identify a "preferred candidate" and that any subsequent hire would still require a negotiated employment agreement and legally required pre-employment steps. He cautioned the commission not to discuss protected-class information in evaluating candidates and said, "all your votes must be public and open." (James Vrano)

The action followed a public-comment period in which several residents urged commissioners to favor a local candidate. Resident Devin Pome read a letter of recommendation into the record and said, "I strongly believe that he'll be a tremendous asset to our city," referring to Rick Haymon. Dustin Casic, another resident, stressed local accountability and cited rising property taxes as a reason to choose a manager who understands local needs.

Commissioners debated procedure before the vote. Several members argued for discussing all candidates or for narrowing to two finalists and conducting new, focused interviews. Commissioner Dit moved that "the commission as a whole request Mr. Rick Haymon and Mr. Brian Chapman to return for a second interview with a new set of questions to be posed to the commission and the consultant." (Commissioner Dit)

The motion was seconded and carried in a roll-call vote the chair announced as passing with six yes votes, one no vote and two abstentions. Commissioners discussed scheduling options (June 22, June 23–24 and June 29 were mentioned) and asked that suggested interview questions be submitted promptly; the consultant said the department-head survey and other feedback would be released the next day to aid the commission's evaluation.

Vrano and commissioners also noted legal and procedural contingencies: pre-offer background checks and other vetting steps are limited until an offer is made, but drug tests, physicals and final background checks are typical pre-employment conditions. The consultant said the commission should identify an official who will work with him and city staff to draft an employment agreement if a candidate is selected.

The commission concluded the meeting after the vote and directed staff and the consultant to arrange the next steps for the second-round interviews. No employment offer was made at the meeting; the vote established the two finalists to return for further public interviews and allowed the process to move to the next stage.