II Discussion/Action regarding the City Manager's Salary FOR OCTOBER 2, 2001 CITY COMMISSION MEETING
AGENDA ITEM NO. VII B.
TO: Honorable Mayor and City Commissioners
FROM: Jean Grafton, City Clerk
DATE: September 28, 2001
RE: Discussion/Action regarding the City Manager's Salary
Attached is the following information requested by Commissioner Anderson for this
item:
• Excerpt of Minutes for April 19, 2001, Commission Special Session. (pages 2 & 3)
• Transcript from tape near end of August 13, 2001 Budget Workshop.
• Employment Agreement with City Manager Gleason.
Human Resources will be providing additional information.
mg
cc: Jim Gleason, City Manager
Peggy Psaledakis, Human Resources Director
Wanda Horton, Finance Director
Ocoee City Commission Special Session
April 19,2001
James Fleming, 511 Orange Avenue, listed the following issues:
1) The 10% clause bothered him about the previous City Manager agreement.
2) He had looked through some of the resumes and found several that he felt were more
qualified than Mr. Gleason, but they did not live in Ocoee.
3) He wanted to be sure the City contributed to a pension program for the City Manager.
4) He believed there should be a training wage for the City Manager.
Former Mayor Dabbs, 619 Caborca Court, said he was disappointed that the process had
been short circuited and the public did not get a chance to speak. He asked about a reported
lunch attended by elected officials and Mr. Gleason. In response, several Commissioners
simultaneously said they had gone to supper to celebrate Commissioner Howell's winning the
election, that it was a purely social evening, and that Mr. Gleason was not present. Mr.
Dabbs said at least two commissioners had told him they were not going to hire Mr. Gleason
and also he objected to the new City Manager salary being the same as Mr. Shapiro's.
Former Commissioner Hager, 511 Orange Avenue, said there was no reason for her to
speak, as the decision had already been made, but she recalled the problems experienced by all
during Mr. Gleason's term as commissioner. She also recalled that both Commissioner
Johnson and Commissioner Anderson had told her they were not going to hire Mr. Gleason.
Martha Lopez-Anderson, 2438 Alclobe Circle, said it appeared the decision was made
Tuesday to hire the City Manager.
Lt. Goclon, Ocoee Police Department, said Mr. Gleason's lack of experience should not be a
hindrance as he had good department heads who were experienced. He added that, due to Mr.
Shapiro's management style, the years he was City Manager were difficult for staff, and Mr.
Gleason has treated employees decently as Acting City Manager.
At this point in the meeting a page by page review of the agreement began.
Page 2 2. Term: change 180 days to 90 days
3 A. Compensation and Benefits: There was discussion here regarding a chart
which had been distributed showing city manager salaries along with populations of various
cities. Without objection Commission agreed to leave the salary the same as the budgeted
amount ($84,635.20 annually) until the end of the fiscal year and the salary will be discussed
through the budget process and may he increased effective October 1 2001 as part of the
budget process. Mr. Gleason had distributed a list of contract discussion points which he said
was to show the amount needed for the City Manager to be paid more than the next highest
paid employee. He added he was aware of the budget issues and would not press for a higher
salary at this time.
Ocoee City Commission Special Session
April 19,2001
The visitors left the room and the discussion continued.
Page 3 & 4 4.A, B, C, D, and E. Without objection Commission agreed on standard
retirement. perks, insurance, professional dues, etc.
Page 4 F. Deferred Compensation: 10% of base salary up to $8,500 paid directly to
agency of the employee's choosing.
Without objection Commission agreed to include the City Manager when a cost of living
increase is provided other em 1p oyees.
Without objection Commission agreed to provide the City Manager a car every other year (not
a police interceptor car) and move the old car to staff use.
Page 7 & S. 7.A, B. Resignation and Termination: (Without cause) 3 months and benefits
through the 3r° month (health, life, disability)
Commissioner Parker asked if this Commission was under any legal obligation to go through
any application process. City Attorney Rosenthal responded, "No."
Commissioner Parker asked if this Commission was under any legal obligation to go through
any public going over of the applications once they were received. City Attorney Rosenthal
responded, "No."
Several members of the CACOPD arrived.
Commissioner Johnson stated for the record: "I've sat at - and he was making enuendos about
us having lunch the other day - but, let me tell you something, I have sat at plenty of lunch
tables with ex-Mayor Dabbs - publicly I'll tell you - ain't got nothing to do with what we were
doing with city business - but we sat with City Manager Ellis Shapiro setting right there with
us. So there ain't no difference if any one of them is along. But I'm telling you. That's a fact
of life. I'm telling you, it burns my gut to be told just because you make a vote, you know,
you're, in the sunshine law, you've done something wrong or you're - You know I sit with
these people, in tables with them eating, and sitting at places, and all of a sudden it's wrong
when we go and do it with somebody else. So don't tell me that. And another thing I want on
record, and I wanted Goclon to come back in here, but he's probably gone. But I'll tell you
for public record and I hope - I wish you'd give him a copy of this. How long did he say he'd
been working here? (Response from voices at the table: 12 years) Well, he can...he's made a
misnomer or mis-statement. I'm going to tell you right now, we, whether you wouldn't want
to think so or not, but this is my opinion and I can verify it through plenty of people, and Jim
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Transcript of portion near the end of the Budget Workshop held on August 13, 2001:
Human Resources Director Psaledakis pointed out when Commission had contracted
with City Manager for his services, there was discussion that Commission would
discuss his salary for the next fiscal year, and that also needs to be addressed by the
elected officials. She said funds have been budgeted as requested by Commissioner
Anderson. The budgeted amount is $20,000.
Commissioner Johnson asked for a consensus concerning an increase for the City
Manager. All said yes except Mayor Vandergrift.
EMPLOYMENT AGREEMENT
This Employment Agreement ("Agreement") is made and entered into as of the 1" day of
May, 2001 by and between the CITY OF OCOEE (hereinafter referred to as the "City"), a
municipal organization organized and existing under the laws of the State of Florida, with its
office located at City Hall, Ocoee, Florida and JIM GLEASON (hereinafter referred to as the
"Employee").
NOW THEREFORE, in consideration for the mutual covenants contained herein, the
parties agree as follows:
1. Employment and Duties
A. Employment Duties: The City hereby agrees to employ Employee as City
Manager and Employee agrees to accept such employment, all subject to the terms and conditions
set forth in this Agreement. Unless otherwise provided herein, the Employee shall devote his full
time as City Manager and carry out to the best of his ability all duties imposed on him by the City
Charter, City Ordinances as they now exist, or from time to time may be changed by the City of
Ocoee, and such other duties as the City Commission may from time to time require of him.
Employee will be in active charge of the management and operation of the City, including the
hiring, supervision, evaluation and discipline of all City employees subject to the applicable laws
of the United States, the State of Florida, and Charter and Ordinances of the City now in
existence or as subsequently adopted, altered or amended by the City.
B. Individual Commission Members: Individual members of the City Commission
shall not involve themselves in the day-to-day management of the City, including the
nn6 215780.4
administration of the employment policies of the City relating to hiring, evaluation, discipline,
retention and supervision, unless otherwise specifically provided herein, or as specifically
provided in the City Charter or Ordinances now in existence or as may be subsequently altered,
adopted or amended; provided, however, the City Manager, shall keep the City Commission
advised of all disciplinary actions more severe than a suspension without pay and all terminations
of City employees which are involuntary, except termination of probationary employees. The
City Manager shall also advise the City Commission of any and all demands for arbitration,
administrative charges or litigation and keep the City Commission updated as to the status of
same. The City Commission shall retain the sole and exclusive right to determine whether to
settle (including the terms of any settlement) or contest any and all claims, or threatened claims
involving the City, and employees acting within the scope of their authority as City employees,
including those claims related to the City personnel rules and regulations, except when by official
action, the City Commission determines otherwise, or the law otherwise provides.
2. Term
The term of employment under this Agreement will commence April 19, 2001 and end
April 18, 2002, unless earlier terminated by either party as provided in Paragraph 8 below.
The Agreement shall automatically renew for periods of one year unless either party gives
the other written notice of its intent to modify or terminate same not less than ninety (90) days
prior to April 18, 2002 or ninety (90) days prior to April 18 of any renewal year-of the
Agreement.
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3. Compensation & Benefits
A. The City will pay Employee for all services rendered and performed hereunder, a
base salary of $84,635.20 per annum, in equal installments paid bi-weekly (26 pay periods per
annum), or as otherwise mutually agreed; provided, however, that unless otherwise agreed to by
the City and Employee, the Employee's salary shall automatically increase based on cost of living
increases (COLA's), if any, uniformly provided by the City to Department Directors of the City
on the same basis and under the same conditions provided to said Department Directors.
B. Employee's job performance will be reviewed and evaluated annually by the City
Commission prior to Employee's anniversary date of employment under this Agreement and shall
be discussed with Employee by the City Commission or its designee. Other reviews may be
conducted at the discretion of the City Commission.
C. Increases in Employee's base salary, shall be negotiated by the City Commission,
or its designee, with the Employee in conjunction with the adoption of the City's fiscal year
budget. As part of the budget review process for the City's FY 2001/2002 budget, the City
agrees to discuss with the employee a salary increase which would be effective on October 1,
2001. Also as a part of the budget review process for each fiscal year thereafter, the City agrees
to discuss with the Employee a salary increase which would be effective on October 1 of that
fiscal year. Any salary increase for Employee must be approved by the City Commission, but
does not require a formal amendment to this Agreement; provided, however, that the COLA
increases referenced above shall not require any specific approval by the City Commission.
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4. Frio a Benefits
A. (1) Employee shall be eligible for and participate in all fringe benefits
uniformly provided to Department Directors of the City on the same basis and under the same
conditions as provided to said employees, unless otherwise specifically provided herein, or unless
the Employee and City Commission mutually agree otherwise.
(2) Employee shall be eligible for life insurance at two (2) times his annual
salary as outlined in the current insurance contract, up to a maximum of$175,000.
B. Vehicle: Employee shall be assigned a City vehicle under the following
conditions:
(1) The City shall pay all insurance premiums on said vehicle.
(2) The City shall be responsible for all expenses related to the vehicle and
keep it in good working order.
(3) The Employee shall personally keep the vehicle in tidy condition at all
times.
(4) The Employee shall be allowed to use the vehicle for personal use within
the Tri-County League of Cities boundaries.
The Employee will be provided with a new vehicle every three years.
C. Equipment: The City will furnish Employee a beeper, a cellular telephone and a
personal digital assistant (PDA) to he used exclusively for City business. Use of the cellular
phone to contact Employee's spouse or other members of his family residing with Employee shall
4
be considered the business of the City. Use of the PDA shall be subject to the same guidelines
applicable to members of the City Commission. Employee may use the telephones, including
cellular telephones, for personal matters provided he reimburses the City for the cost of all such
calls above the regular monthly bill.
D. Dues and Subscriptions: Subject to presentation of proper receipts or invoices
and the appropriation of funds as part of the City's annual budget, City agrees to pay for the
professional dues and subscriptions reasonably necessary for Employee's continuation and full
participation in national, regional, state and local associations and organizations which Employee
determines are necessary and desirable for his continued professional participation, growth and
advancement, and for the good of the City.
Additionally, the City shall pay for other memberships and subscriptions on behalf of the
Employee, which the City Commission, in its exclusive discretion, approves in advance.
E. Conventions:
(1) City hereby agrees to budget and to pay the registration fees, travel and
subsistence consistent with subparagraph 3 below for attendance by Employee as a
member in good standing to the annual meeting or convention of the International City
Management Association, the Florida League of Cities, Florida City and County
Manager's Association and the National League of Cities.
(2) Additionally, the City shall pay for all other meetings, seminars and short
courses attended by the Employee, which the City Commission, in its exclusive discretion
approves in advance.
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(3) All expenses shall be reimbursed in accordance with the City policy
applicable to all employees.
F. Deferred Compensation: In addition to the salary paid to the Employee, the City
agrees to contribute ten percent (10%) of the base salary of Employee, up to 38,500.00 annually,
into a deferred compensation or retirement plan on Employee's behalf, such plan to be designated
by Employee, with such contributions being in equal proportionate amounts each pay period. The
payments made hereunder are made in lieu of Employee's participation in the City Retirement
Plan, which he voluntarily elects not to participate in. The City agrees while Employee is
employed by the City to execute all necessary agreements in connection with any such deferred
compensation or retirement plan in order to allow for Employee's continued participation therein.
5. Extent of Services and Hours of Work
A. Except during periods of illness, vacation, or absences of a day or more authorized
by the Mayor, or his designee, Employee will devote his best efforts to the performance of his
duties and responsibilities under this Agreement. Nothing herein will limit Employee's right to
make passive investments, to participate in charitable service and organizations, other community
activities and trade and professional organizations or to undertake other activities which do not
interfere with the performance of his duties hereunder, it being mutually agreed that his
participation in charitable service, other community activities, and trade and professional
organizations is to the benefit of the City. Employee shall not otherwise be employed on a full or
part-time basis without the written permission of the City Commission.
B. Employee shall be "on-call" 24 hours a day and agrees to make himself available
as needed. It is recognized that Employee's duties as City Manager require a great deal of time
6
outside of normal office hours. It is also recognized that Employee is required to devote an
unspecified amount of time and energy to carry out those duties with the highest amount of
professionalism possible and that because of the "24-hour" nature of his responsibilities,
interference with his private life is to be expected. That being the case, the parties recognize that
Employee may choose to take occasional personal time off within the general area of the City of
Ocoee during the City's normal business hours, when his duties allow and his absence will not
interfere with the efficient operation of City business; provided, however, that he is at all times
reachable by telephone or beeper and thereafter is immediately available, except during periods of
illness, vacation and absences approved by the Mayor or his designee. This time off is not
considered vacation nor compensatory time. Employee agrees that at all times, including personal
time as set forth herein, he will conduct himself in a professional manner and not bring discredit
to the City or to the operation of its business. The Commission will consider Employee's use of
personal time off during its annual performance evaluation of him.
6. Indemnification and Cooperation
A. The City shall defend, hold harmless and indemnify Employee against any tort,
professional liability claim or demand or other legal action for which the City is legally
responsible for actions of Employee acting in his capacity as the City Manager and which are
within the scope of his authority and employment as City Manager, subject to applicable law and
the City Charter and Ordinances, and any limitations contained therein.
B. In the event of actual or threatened litigation and/or administrative proceedings
involving the City which arise out of the operation or actions which occurred or are alleged to
have occurred while Employee was the City Manager of the City of Ocoee, Employee will
7
cooperate with the City and its counsel in assisting the City in every legal manner to prevail in
said action. The City shall pay Employee's reasonable travel expenses and subsistence expenses
incurred away from his home incurred in preparation for and actual discovery, settlement and trial
of all said matters.
C. Employee further agrees that unless required by law, he will not cooperate with or
assist any party, person, or entity who has, had or may have, or asserts that he has or may have
any claim or any nature against the City, its agents, officers, employees, City Commission
members or representatives, without the express written permission of the City Commission, or
its designee.
D. Employee shall not disclose any confidential information involving the business of
the City to any person or entity without the written permission of the City Commission, or its
designee, unless required to do so by law.
E. Restrictions set forth in subparagraphs C and D above shall not apply in instances
of governmental entities with jurisdiction over a claim of a violation of law.
7. Resignation and Termination
A. Resignation: Should Employee resign his employment:
1. Employee shall receive no severance pay or benefits under this Agreement,
except as may be otherwise provided in the City Personnel Rules and Regulations applicable to
him if he resigns his employment.
2. This Agreement (except for paragraphs 6B, 6C and 6D which shall remain
in force and effect for as long as the law allows) shall be automatically canceled, and except as to
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those paragraphs that continue in effect, neither Employee nor the City shall have any further
obligation one to the other under this Agreement or otherwise.
B. Termination by the City:
1. Subject to the procedures set forth in Article IV, § C-22 of the City
Charter, Employee and this Agreement may be terminated at any time at the will and pleasure of
the City Commission.
2. Except as provided in paragraph 7B(3) below, and subject to subparagraphs
711(2) c - e below, if Employee is involuntarily terminated during the term of this Agreements he
shall be paid severance pay under the conditions set forth in subparagraphs 7B(2) (a) - (j) below.
A vote by a majority of the City Commission to offer Employee the opportunity to voluntarily
resign in lieu of involuntary termination, shall be considered an involuntary termination under and
subject to the conditions set forth in this subparagraph 7B(2) below:
(a) Three (3) months base salary; provided, however, there shall be no
severance due in the event this Agreement is not renewed or
extended.
(b) City shall continue to pay for the premium necessary to provide
Employee group medical insurance during the period he receives
severance under paragraph 7B, just as if he had remained actively
employed during the period he receives severance, but subject to the
conditions set forth in subparagraph 7B(2)e below.
9
(c) Employee complies with paragraphs 6B through 6D of this
Agreement (Confidentiality and Cooperation).
(d) The severance payments to Employee shall be reduced by any
amounts received from wages from other employment (except other
employment Employee held which was approved by the City under
paragraph 5A), disability insurance, social security or life insurance,
if any, provided by the City.
(e) The City shall no longer be obligated to pay the premiums for
Employee's group medical insurance under subparagraph 7B(2)b
above once Employee has obtained employment with another
employer who offers group medical insurance for which Employee
meets that employer's eligibility requirements (and assuming any
waiting periods have passed) or after the period during which
Employee receives severance pay from the City, whichever first
occurs.
(f) As a condition to payments provided under this subparagraph 7B(2),
the City may require Employee to provide a statement of earnings
on not more than a monthly basis, which statement shall include the
name and address of all employers. The City reserves the right to
verify such reports.
(g) Upon termination of this Agreement, neither Employee nor the City
shall have any obligation one to the other except as set forth in
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Paragraph 6B through 6D, for accrued benefits, if any, to which
Employee is entitled, if any, under the City Personnel Rules and
Regulations applicable to him as an involuntarily terminated
Employee, or as otherwise provided in this Agreement.
(h) Employee shall execute a release of all officers, directors, members,
City Commission members, employees and representatives of any
and all rights he/she has, had or may have arising out of his
employment or the cessation thereof under this Agreement and all
applicable federal, state and local laws, including but not limited to
claims of illegal discrimination, intentional and unintentional torts
and all other types of claims whether known or unknown through the
date of his termination.
(i) In the event the form of government of the City is changed to a
"strong Mayor" or similar form of government for which there is no
City Manager, Employee may elect to voluntarily resign, in which
event said resignation shall be treated as an involuntary termination
under paragraph 7B and shall be subject to all of the subparagraphs
set forth therein; provided, however, unless released by the City, the
Employee agrees to remain actively employed for thirty (30) days
after the "strong Mayor" or other chief executive officer under a
similar form of government takes office and during that time assist
in the transition.
A 11
(j) In the event Employee is entitled to severance pay from the City, the
City shall in addition to the severance pay, pay Employee the
amount of premium the City would have paid for employee life
insurance and disability insurance had he remained employed during
the period of his receipt of severance pay.
3. The City shall have no obligation to pay any compensation or to provide
Employee group medical insurance under paragraph 7B(2) hereunder unless otherwise required by
law if Employee is terminated for any or a combination of the following reasons:
(a) Dishonesty with respect to the business and operation of the City.
(b) Violation of the City drug policy.
(c) Refusal to cooperate in an investigation involving any aspect of the
business or operation of the City conducted by or at the direction of
the City Commission.
(d) Conviction or pleading guilty nolo contendere to a felony or crime
involving moral turpitude.
(e) Causing the City to be found in violation of law through gross
neglect or willful or intentional conduct by Employee.
Except as may otherwise be required by the City Charter, in the event Employee is charged with
a felony or crime involving moral turpitude, the City shall have no obligation to pay Employee
under paragraph 7B(2) unless and until a judgment of acquittal is entered by the Court.
12
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8. Notice and Consent:
Any written or other notice required by this Agreement shall be deemed delivered as
follows:
A. As to the City, when delivered by personal service to the City Clerk at the City
Hall during the regular business hours of the City, or by Certified or Registered mail to the City
Clerk at the City Hall, said delivery to be verified by an executed Certified or Registered mail
receipt, signed by the City Clerk or the City Clerk's designee.
B. As to Employee, by personal service to him or via Certified or Registered mail to
him at the most recent mailing address set forth in the City's personnel records.
9. Miscellaneous:
A. The City Personnel Rules and Regulations as they now exist or as they may be later
modified by the City shall apply to Employee except:
1. When inconsistent with this Agreement or the City Charter.
2. Section 12.09 Longevity Pay, Section 15 (Disciplinary Action/Termination)
and 16 (Grievance Procedure), shall not apply to Employee.
B. The Mayor, or his designee, shall be the Commission Member with whom
Employee shall coordinate contact between the City Commission and his office with respect to off
duty time.
13
C. Employee shall reside within the City limits of the City of Ocoee unless the City
Commission agrees otherwise. If the City Commission so agrees, the agreement shall last
through the term of this Agreement.
D. This Agreement shall be interpreted, construed and governed according to the laws
of the State of Florida. In the event of litigation to enforce this Agreement, the prevailing party
shall be entitled a reasonable attorney's fees and costs in addition to any other relief to which the
prevailing party is entitled in accordance with applicable law.
E. No amendment or variation of the terms and conditions of this Agreement shall be
valid unless in writing and signed by the parties.
F. The Employee's rights and obligations under this Agreement are personal and are
not assignable; provided, however, in the event of Employee's death any accumulated but unused
benefits to which an Employee's heirs and executors are entitled under the City Personnel Rules
and Regulations shall inure to the benefits of Employee's heirs and executors to the same extent as
all other City Employees.
G. The invalidity or unenforceability of any particular provision of this Agreement
shall not affect the other provisions hereof, and this Agreement shall be construed in all respects
as if such invalid or unenforceable provisions were omitted.
Ii. This Agreement supersedes any and all other understandings or agreements,
whether written or oral, and constitutes the complete and full agreement between the parties, and
may be modified only by the written agreement of Employee and the City Commission.
14
006.215780.4
I. Employee waives any and all rights he has under the Employment Agreement
between himself and the City dated January 16, 2001 in his capacity as Acting City Manager,
including but not limited to any and all rights to notice, severance pay, benefits and the vehicle
referred to in said Employment Agreement, and understands that with the execution of this
Agreement the former agreement no longer has any force and effect.
IN WITNESS WHEREOF, the parties hereto have set their hands and seals as of the day
and year first above written. 7
i'
CITY OF OCOEE, FLORIDA EtL
PLOYEE
By:' Cl✓'o( /C - __
S. Scott Vandergrift, Mayor Jim Gleas•p
Attest: ,'\
Jit Grafton, City i1 lerk
[SEAL]
Dated: May a , 2001 Dated: May 3 , 2001
For use and Reliance Only Approved by the Ocoee City Commission
by the City of Ocoee. at a meeting held on May 1, 2001 under
Approved as to form and legality Agenda Item No. VII.C.
this i day of May, 2001.
Foley & I„prdner
City Attorney
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FOR OCTOBER 2,2001 CITY COMMISSION MEETING
AGENDA ITEM NO. VII B.
TO: The Honorable Mayor and Members of the Commission
FR: Peggy Psalcdakis, H R Director 4
DA: October 1, 2001
RE: Discussion/Action regarding the City Manager's Salary
Attached is the following information requested by Commissioner Anderson for this
item:
1. Survey on City Managers requested by Commissioner Anderson and submitted to
the Commission on October 6, 2000
2. Current Salary $84,635.00
3%COLA(10/01/01) 2,539.00
TOTAL $87,174.00
3. Additional Amount Budgeted in Salaries $20,000
5% increase $4,358.70
10% increase $8,717.40
15% increase $13,076.10
20% increase $17,174.80
4. Current retirement amount budgeted is $9,464.00
5. Current maximum allowed$8,500.00
6. Future allowable amounts
2002 11,000.00
2003 12,000.00
2004 13,000.00
2005 14,000.00
2006 15,000.00
cc: City Manager
'City Clerk
Finance Director
TO: COMMISSIONER,ANDERSON
FR: PEGGY PSALEDAKIS, FI R DIRECTO tt
DA: OCTOBER 6,2000
SU: REQUESTED CITY MANAGER SURVEY
On or about September 25,2000 you asked if we could do a survey for you for purposes
of gathering information concerning pay for City Managers. We discussed your concerns
at length and the questions you wanted asked on this survey. You also advised me as to
what jurisdictions you wanted surveyed. You gave us a time line of three weeks.
I am pleased to submit to you the results of the requested survey. I also have a copy of all
the responses I received which were faxed to me and signed by the individuals
completing the survey. If you wish copies of those, please advise me. I do have all of
them available for inspection.
If this office can be of further assistance to you in any way, do not hesitate to contact us.
Respectfully submitted,
7y
Peggy Psaledakis
FI R Director
cc: Mayor
Members of the Commission
City Manager
CITY OF OCOEE, FLORIDA
2000 CITY MANAGER SURVEY
CITY Of CITY OF OSCEOLA
QUESTION? APOPKA ALTAMONTE CLEARWATER SANFORD OVIEDO
SPRINGS MAITLAND COUNTY BOCC -. .
Open Position. Info on
What is the current salary for your City Manager/City $128,400 includes Too busy w/Budget.
$97,394.44 S112867 $92$00 Deferred Com p
prior City Mgr. $100,940 Cannot respond.
Administrator? p 5110,000
will the current salary change on October 1,2000?If yes,what will it $10081fi2] No Yes,$98,000 Same-Board reviews NIA-Position filled by No Salary Range
change to? on Annv Date. Interim Asst CM.
Is your City 1.lanageri City Atlministratw under contact?If yes,for how Yes.Under contract for Open-Ended
long? No,Appointed No years. Yes,3 years. Employment Yes
Agreement Letter.
If removed by Board-12 roo,will rouse m
Do you pay a severance pay under the contract?Vilna:is the severance mos salary.Unless illness-9mos salary •
No No Yes,3 months pay removed for felony or prior to 6/99,6 mos Yes,6 months pay.
Pay? thereafter.None if for
moral turpitude. nn„ Lim,giggwn
'Home Rule Charter
Do you require a degree for the Ciry Manager/City Admin'strator?What Bachelors Public Minimum Bachelor's, Master's Degree 4 Year Degree,
Admin. Prefer Masters. preferred. Master's Degree and/or Master's preferred. Bachelors Degree
degree level do you require? experience.
Bachelors in Political
What degree level does your City Manager/City Administrator actually Bachelors&Certified BS Degree 8 graduate Master's in Public Masters in Public
possess? Public Manager. Silence 8 all course Masters Degree work. Admin. Admin.
work toward Master's.
How long has the individual you employ as the City Manager/City 19 years 17 years 5 years Aug-00 3 years Since 7/31198
Administrator held this position within your judsdic'Jon?
Prior to being employed by your jurisdiction,how many prior years of None. Finance 8 Prior employment in
experience did your City ManageriCity Administrator have as a City Personnel Director 9 years No respond. Approx 28 yrs. 10 Years Planning Area for
Manager/City Administrator? w/the City. Seminole County.
Ilia msdnyro —
Pension,Health Ins. Hcal:h,Life,Car
Same as Employees- 401,Medical&Dental
b:Tat benefits Co you provide CityManager/CityCity ( Same as regular full- Car allowance,phone, Ins.&Dependents, Did not call back
for theAdministrator? Car Business allowance,De`erred time employees. travel expenses 8 7% p w/response.
Only) Comp. City vehicle,Life Ins,
Deferred Comp Health. 1c arl log cn y
Llty of Ocoee Human Resources Department Page 2 10/6/2000
CITY OF OCOEE, FLORIDA
2000 CITY MANAGER SURVEY
QUESTION? LAKELAND OCOEE
What is the current salary for your City Manager/City $115,336 564,63sz0
Administrator?
Will the current salary change on October 1,2000?If yes,what w..i it To be decided during
No
change to? Ocolober
5/5/97-5/4/99 Auto
Is your Ciy ManagerlChy Administrator under contract?If yes,for h_w No Renew ea/year unless
long? either gives written
notice.
Doyou pay a severance payunder thecontract? If any,would be No,if contact not
What is the severce decided by the City extended.Yes,2 mos
pay? Commission if extended.
Do you require a degree for the City Manager/City Administrator?V.riat Masters Degree Bachelor's Degree
degree level do you require?
What degree level does your City Manager/City Administrator acta:y Masters Degree Bachelor of Ara
possess?
How long has the individual you employ as the City Manager/Ciy 15 years 11 years
Administrator held this position within your jurisdiction?
Prior to being employed by yourjurlsdfcton, how many prior years of Asst CM from 1968 to
experience did your City Manager/City Administrator have as a City 1985 15 years
Manager/City Administrator
Some are same as
What benefits do you provide for the City ManageriCity Adm:nisba:cr? Some are same as other employees.
other City employees. Vehicleide,Deferred
Comp.
City of Ocoee Human Resources Department Page 3 10/6/2000
CITY OF OCOEE, FLORIDA
2000 CITY MANAGER SURVEY
CITY Of ORANGE -
SEMINOLE CITY Of - CITY OF KISSIMMEE
QUESTION? DAYTONA COUNTY WINTER PARK
COUNTY ORLANDO EDGEWATER UTIL. AUTH.
BEACH GOVERNMENT
What is the current salary for your City Putanager/City 5120,972.80 S153,816.00 5112,37820 $145226.00 9108,633.82 $99,850 Too busy w/Budget.
Administrator? Cannot respond.
MI the current salary change on October 1,2000?If yes,what nil L No,Contract is from Probably,4%on
o June to June Annversary date of Yes, $116,190.40 Yes,4% $110.806.59 No
change to. appointment
Yes,Yearly at No,Appointed Position. Employment Contract
Is your City Manager/City Administrator under contract' If yes,far hcu Yes, Indefinite based 2/99-12/02.Serves at Yes,At will of the
Discreation of County Serves at the pleasure Yes
long? Commission of the Mayor. on CityCommission. the pleasure of County Commission.
Chairman.
No. lma pay ai:er2 Yes,6 mos salary at Yes.Sum equal to Yes,6 mos.90 day
Do you pay a severance pay under the contract?What is the severance Yes, Lump sum equal yrs. 1 mo each add'l time of termination, annual salary.Lite& notca lump sum of 90 No •
? to 6 mos salay year,not to exceed 8
Pay? unless on illegal act. Health Ins.for 3 mos. days.
mos.
r es, murewr in rabic Masters&2 yrs as Yes,Buslness Admin,
or Business Admin Yes, Masters-Public
Do you require a degree for the City Manager/City Administrator?that Mgr or Ass't Mgr or Public Admin,Finance Bachelor's in Public
Yes,Masters Degree required.Masters Admin or closely
degree level do you require?
Preferred.(or related. Bachelor'sy&5 rs or Economics-Master's Admin
I I a„ ',aioro r..—i,) w/same. preferred.
Master's- Bachelors Civil
What decree level does your City Manager/City Administrator actually 1.laste(s Decree I Geography/Land Use Master's-Public Admin Engineer.Masters Bachelor's Engineer Bache:ors in Public
possess? Planning.Bacheors- Environmental Admin
Geography. Engineer. I
1 2 years,promoted
How long has the individual you employ as the CCityManager/C09: A
1 1/2 years Fromm DeputyDeputy)
yrs 6 years 1 1/2 years 7 112 years 1 year
Administrator held this position wiL9in your jurisdiction? D sdlction? as Deputy)
Prior to beingemployed l y yearsNone. Hired w/City as None.14 1/2
by your'udsdicEon,how man prior a` yrs of None.He was Director
mist experience did your City Manager/City Adminrator have as a CiCityUnable to obtain Planning/Zoning 22 years service w/Orange Unknown
Manager/City Administrator?ist •
information. Bureau Chief then County. of PW from 8/20/73.
Deputy CAD.
vvrtui 4,1 aeu,rr,,,e7 Same as County Car
Deferred Comp Health, Life,Deferred
Same as ot-er County Employees except the allowance.$300,000 None
What benefits do you provide for the City Manager/City Adrminisfr ter-+ Employees. contribution.Other Comp&Personal County pays for Life.401A.451®34
same as Mgmt Leave. Deferred Comp. add!457 matching 3%.
1-9
City of Ocoee Human Resources department Page« Page 1 10/6/2000