Council directs staff to appoint internal interim and start recruitment planning for city manager

City human resources staff briefed the council on options for succession planning and the timing and costs of a full city manager recruitment.

Megan Gilbrecht, director of human resources, said a typical national recruitment can take four to six months and cost roughly 20–25% of the first‑year salary of the new hire. She presented three options: appoint an interim now (staff recommendation), appoint an interim later, or not appoint an interim and proceed directly to hiring a new manager. She also outlined three approaches to the full recruitment: delay pending an interim, start after the current manager departs, or start immediately.

Council members debated tradeoffs including continuity, the effect on staff morale, the budgetary consequence of paying two managers at once, and whether to prioritize an internal candidate. Several members argued an internal interim would preserve institutional knowledge and minimize disruption; others urged beginning the full recruitment immediately to avoid a protracted gap. The council authorized staff to identify internal interim candidates, consult recruiting firms to compare approaches and costs, and return with a recommended process and timeline. A closed session to discuss individuals occurred; council reconvened with no final action taken in open session.

The outgoing city manager—s last official day was noted in staff materials as March 31, 2026, followed by use of accrued leave through May 30, 2026; council discussed phased transition approaches and the possibility of a working interview for an internal interim.