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Boyne City commission narrows pay and work expectations for interim city manager, punts final offer until background checks
Summary
The Boyne City Commission set salary and work‑expectation parameters for an interim city manager—favoring a 40–50 hour weekly workload or a flat weekly pay near $3,000, one scheduled remote day, and a city phone—and directed negotiations to continue pending a nationwide background check.
The Boyne City Commission agreed on salary and work‑expectation parameters for an interim city manager and instructed its attorney to negotiate terms with the leading candidate, with a final offer to be contingent on an in‑depth background check.
Commissioners coalesced around an expectation equivalent to 40–50 hours per week or a flat weekly pay roughly in the $3,000–$3,250 range, and they signaled support for one routinely scheduled remote work day after an initial onboarding period (week three). The commission also agreed to provide access to an existing city phone rather than authorize a new purchase.
The discussion followed brief briefings from staff about candidates’ proposals: one applicant proposed an $85 hourly 1099 arrangement while another proposed a flat $3,000 per week. Commissioners debated the merits of hourly billing versus a flat weekly fee, weighing predictability for payroll and the realities of a 24/7 leadership role that will require responsiveness outside normal office hours.
The commission asked the city attorney to use the $3,000/week figure as an initial bargaining point while clarifying whether the preferred candidate’s consulting commitments would conflict with the interim role. Commissioners emphasized the need for clear contract language that would allow payroll to be adjusted if a contracted week was partially missed.
Procedural next steps: the commission agreed to negotiate terms with the attorney and, only if the candidate accepts those terms, to run a nationwide background check and any standard pre‑employment screenings (drug test, physical) before bringing a final, contingent offer to the commission. Commissioners also set a closed‑session window on Thursday to review negotiation results and candidate materials ahead of the regular meeting.
The commission did not vote on a final appointment at the meeting; instead members said they wanted the attorney to return with a negotiated agreement and clarified contingencies for staff to implement before the public meeting where a formal action may be taken.
