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Winter Springs commission approves internal search to fill city clerk post
Summary
The City of Winter Springs voted unanimously April 27 to run an internal recruitment for the city clerk position, with human resources and the city manager to present finalists to the commission; an interim appointment was discussed to cover Christian’s upcoming departure.
The City of Winter Springs commission on April 27 voted unanimously to proceed with an internal recruitment to fill the city clerk position.
City Manager Kevin Sweet told the commission he recommended an internal search led by the human resources office, with the manager’s office identifying finalists and presenting three finalists to the commission for interview and appointment. "My recommendation was that we manage an internal search, conducted and led by our human resources manager and the office of human resources in collaboration with myself," Sweet said.
Commissioner Victoria Bruce moved that the city proceed with an internal recruitment; Deputy Mayor Kate Resnick seconded the motion. Bruce said posting on LinkedIn and other job boards should be used in addition to internal outreach, and she suggested considering an outside recruiter if the internal process did not produce preferred candidates. "I like the idea of being internal to save costs, but I also would love to explore possibly having a recruiter to possibly look into this," Bruce said.
Sweet acknowledged executive search firms are available but said the city’s HR manager has experience leading high-level recruitments and the city could handle the process in-house. He warned a full external search could take three to five months. The commission discussed naming an interim to cover the vacancy; Sweet said staff had spoken with Tristan, who he said is willing to serve in an interim capacity and then return to a deputy role once a new clerk is appointed.
The motion to proceed with an internal recruitment carried unanimously. Christian’s last day was mentioned during discussion; commissioners agreed staff should start recruitment immediately and return to the commission if the in-house process fails to yield acceptable finalists.
Next steps: staff will post the position, begin the internal recruitment immediately, and present finalists to the commission for interviews and appointment. No dollar amounts or firm timelines for finalist presentation were provided at the meeting.
