10-21-14 Special Meeting Agenda CITY COMMISSION DERAIL(EACH
CITY OF DELRAY BEACH, FLORIDA had
SPECIAL MEETING- TUESDAY, OCTOBER 21, 2014
4:30 P.M.DELRAY BEACH CITY HALL
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The City will furnish appropriate auxiliary aids and services where necessary to afford an individual with a disability an
equal opportunity to participate in and enjoy the benefits of a service, program, or activity conducted by the City.
Contact the City Manager at 243-7010, 24 hours prior to the program or activity in order for the City to reasonably
accommodate your request.Adaptive listening devices are available for meetings in the Commission Chambers.
SPECIAL MEETING AGENDA
Pursuant to Section 3.12 of the Charter of the City of Delray Beach,the Mayor has instructed me to announce a Special
Meeting of the City Commission to be held for the following purposes:
1. Public Comment
2. Discussion and Shortlisting Selection of Final City Manager Candidates
Please be advised that if a person decides to appeal any decision made by the City Commission with respect to any
matter considered at this meeting, such person will need to ensure that a verbatim record includes the testimony and
evidence upon which the appeal is based.The City neither provides nor prepares such record.
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MEMORANDUM
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TO: Mayor and City Commissioners
FROM: Shirley McKennon, Director of Human Resources
Dot Bast, Human Resources Administrator
THROUGH: Noel Pfeffer, City Attorney
DATE: October 17, 2014
SUBJECT: AGENDA ITEM SP.2- SPECIAL MEETING OF OCTOBER 21,2014
DISCUSSION AND SHORTLISTING SELECTION OF FINAL CITY MANAGER
CANDIDATES
DISCUSSION
This item is before Commission to discuss the shortlisting for final selection of City Manager candidate.
MEMORANDUM
COLIN BAENZIGER&ASSOCIATES
TO: City Commission
Delray Beach
FROM: Colin Baenziger DATE: October 16, 2014
(561) 707-3537 (cell)
RE: County Manager Search Update: Recommended Candidates
My staff and I have completed the background materials for the candidates we are recommending.
It is an outstanding group and we believe whomever you select will do an excellent job as Delray
Beach's next City Manager.
The candidates we are recommending for your consideration are:
• Thaddeus Cohen: Mr. Cohen offers a wide variety of experience in both the public and
private sectors. He has been successful, for example, as the Assistant City Manager and
Community Redevelopment Agency Director for the City of Pensacola. He also served as
the Director of the Florida Department of Community Affairs. He is currently in the private
sector and prior to his government service,spent 20 years running his own architectural firm.
Mr. Cohen is particularly strong in development and redevelopment,has good financial and
planning experience, and has a positive approach to conflict resolution. Further, as a long
time Delray Beach resident, he is very familiar with the City's issues. Mr.Cohen possesses a
Bachelor Degree in Architecture from Kent State University.
• Donald Cooper: Mr. Cooper served as the City Manager for Port St. Lucie for nineteen
years. During his tenure,he was responsible for a vast proj ect installing utilities citywide and
for a number of significant economic development projects. The City grew from a
population of 56,000 to 165,000 and Mr. Cooper was responsible for ensuring the level of
city services met demand. He is currently working in the private sector as the Chief
Financial Officer/Chief Business Officer for Torrey Pines Institute of Molecular Studies. Mr.
Cooper also has twelve years as a City Manager in Colorado as well as a brief tenure with
Yakima, Washington. He has a Bachelor's Degree and an MPA from the University of
Colorado.
• Roberto Hernandez: Mr. Hernandez has 20 years of experience in the public sector and
has been highly successful serving in some very responsible and visible positions such as
Deputy County Administrator for Broward County,FL, and also Fulton County,GA. He is
also no stranger to city government having served as Deputy City Manager in Coral Springs.
In short,his experience covers the full gamut of local government although he has not served
as a City or County Manager. Mr. Hernandez has his Bachelor's Degree in Public
Administration from Florida International University and his MPA from Nova Southeastern
University.
Memo to the Mayor and City Commissioners,Delray Beach, October 16, 2014 Page 2
• Andrea McCue: Ms. McCue has been highly successful in both the public and private
sectors. For the last 10 years she has been the County Administrator and Chief Clerk for
Lancaster County,PA,which covers almost 1,000 square miles and provides services to just
over 500,000. Prior to that,she worked as a Financial Job Accountant and Account Manager
for RR Donnelley, the world's largest printing company. Her primary expertise lies in
finance and process improvement. She has a Bachelor's Degree in accounting from
Immaculata University.
• Pat Salerno: Mr. Salerno was the City Manager of Coral Gables, FL, for five years. He
was previously the City Manager of Sunrise,FL,for eighteen years and the County Manager
of Cobb County, GA. He has an extremely strong background in economic development
and neighborhood renaissance programs. In fact,he is recognized as the driving force behind
the transformation of Sunrise from a retirement community into a retail/office/entertainment
hub. He possesses a Master Degree in Public Administration from the University of
Oklahoma.
• Terry Stewart: Mr. Stewart is currently the Interim City Manager in Delray Beach, and
most recently served as Town Manager in Ft.Myers Beach and as the City Manager in Cape
Coral before that. During his eight year tenure in Cape Coral,he professionalized the city
government and led the effort to deliver high quality governmental services while the City's
population increased by approximately 50% to 162,000. He was also the Assistant City
Manager in Pembroke Pines. He has an MPA from Nova Southeastern University, is an
ICMA Credentialed Manager, and has done a good deal of work with school districts and
systems.
• George Wagner: Mr. Wagner has worked in Hunterdon County,NJ for the past 35 years
and for the last year as the Interim County Administrator. The County lies halfway between
New York and Philadelphia and is transitioning to being an exurb of the two cities.
Although Mr.Wagner's background is primarily in public safety,his abilities and knowledge
extend far beyond that realm. He is particularly strong in process improvement and
administration. Mr.Wagner has a Bachelor of Science,Law and Justice from Trenton State
College and an MPA from Rutgers University.
• Michael Woika: Mr.Woika has been in local government for the last 30 years. He has been
an Assistant City Manager in Boca Raton since 2004 and his career centered in utilities prior
to that. In Boca Raton, he has overseen utilities, economic development, public works,
finance, recreation and IT. He also developed and implemented Quality Boca, the City's
program to enhance customer service,process improvement and employee development. Mr.
Woika is an out of the box thinker and has a Bachelor of Science and Master of Engineering
in civil engineering from Pennsylvania State University and an MBA from the University of
Phoenix in Denver, CO.
Memo to the Mayor and City Commissioners,Delray Beach, October 16, 2014 Page 3
Next Steps
I will be available to discuss the candidates with you over the next few days. On Tuesday, either
October 21" or 28th should any of you wish to meet with me in person to discuss the candidates.
That evening we will select finalists.
A reception for the candidates will be held the evening of November 5th. One-on-one interviews
with the finalists will be held from 10 a.m. to 3:30 p.m. on the 6th and full Commission interviews
will be held beginning at 9 a.m. on the 7th. The Commission can either make the decision on the 7th
or wait until November 10th.
If you have any questions,please do not hesitate to contact me at (561) 707-3537
Section I
Suggested Interview Schedule
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Section 3
Candidate Materials: Reviewing and
Interpreting Them
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Section 3
Suggestions for Reviewing Candidate Materials
The materials contained herein are prepared to provide you with information concerning the
candidates we are recommending you consider. The materials we and the candidates prepare are
designed to provide you with information first and foremost concerning the candidate's ability to
do the job. You can then review the materials and determine which candidates you wish to
interview.
As you can see, what we have for each candidate is often fairly extensive. When you review the
materials,we recommend you begin with:
• The Candidate's Resume. This document provides a brief history of the candidate's
employment and possibly some personal information.
• The Candidate's Cover Letter and Introduction. These have been prepared by the
candidate and offer insight into what the individual feels is important and his/her ability
to communicate.
• The References. These materials provide information concerning what people who know
the candidate think about the individual. It is important to note that people are often
reluctant to say anything negative about a candidate so even though we push fairly hard
to get them to identify weaknesses, the weaknesses and negatives are often limited.
Further, if a candidate's references are poor or if we see significant red flags, we
generally do not present that individual. We also attempt to reach references who know
the candidate but were not provided.
The other materials for each candidate are important as well but probably do not need the same
level of attention. They are:
• The Internet / Newspaper Archives Materials. These materials provide information
concerning the issues the candidate has dealt with and what he/she has done well and not
so well. We do not recommend that you read these materials word for word but rather
you scan them and carefully read the sections you feel are the most important. Please
also see the following document for comments concerning the Internet's Imitations.
• The Background Checks. For the most part, the City and County Manager Candidates we
present tend to have very few if any items of note on their records.
It is important that you understand what is provided in the background checks and what it not.
First, National Criminal Information Center (NCIC) is the gold standard for reviewing
someone's criminal part. Its use, however, is limited to law enforcement agencies and for
specific purposes. It is not something we have access to. Our nationwide criminal checks are
run through a database assembled from data from a wide range of state and local agencies and is
not as complete as the NCIC database. Nonetheless, we have confidence in it and have used it
Page 2 of 5
Section 3
successfully for years. Further, we supplement it with checks of the databases of the county and
state of residence.
You also need to be aware the criminal databases we use contain convictions and not allegations,
complaints, or arrests (unless these lead to a conviction). We also do not check records in family
court. The reason is cases are often emotional and parties are not always truthful in attempting to
achieve their desired goal. If the allegations are serious and substantiated, they are generally
found in the criminal records or covered in the newspaper, at least for people with significant
positions in the public sector. Further, a substantial body of law exists concerning what can and
cannot be considered in government employment. For example, it is illegal to use a bankruptcy
as the basis for not considering a candidate.
Overall, we try to focus on someone's ability to perform the duties of their job. We do not delve
into their personal lives which can be murky. It should also be noted that a large body of law
exists concerning what can and cannot be considered and it varies from state to state. We try to
stay safely on the right side of the line,both for our own sake and that of our clients.
The other thing to consider is we do not want you to be surprised. Even if you cannot legally use
a matter in your decision making, if it has been reported, we want you to hear about it from us
rather than a third party. That way we can present you with a fair and unbiased analysis of the
situation and you can determine what weight is appropriate to give the matter in your decision
making.
Page 3 of 5
Section 3
Interpreting the Internet
When considering material gathered from the Internet, it is important to read carefully and to
understand the Internet's limitations.
In part of each candidate's materials is what CB&A's staff gleaned from the Internet and from
newspaper archives concerning the semi-finalists. While we would like to think everything
published is accurate,we know it is not. For example:
1) Some news sources have biases concerning particular individuals or write with
incomplete information. Further, reporters have different capabilities and some do
not understand the matters they are reporting on. Hence the story may not be
accurate.
2) Occasionally, governments purposely provide information to the media that is not
accurate or the full story, particularly when someone is leaving their employment.
3) Some elected officials occasionally make allegations concerning managers or staff
members for political reasons whether or not the allegations are based in fact.
Further, officials sometimes shoot from the hip without a complete understanding of
the real issue and/or all the facts.
4) Some residents make allegations that are inaccurate or untrue and which are repeated
in the media.
5) A manager may be blamed for issues and problems that come to the surface during
his/her tenure but existed long before the individual took office. In fact, occasionally
a manager uncovers a problem and is dealing with it. That very action can bring
problems to light and result in a news story that reflects badly on the manager who is
actually trying to fix the problem rather than the manager who let it fester for years
and did nothing.
6) Managers may have more articles than, say, assistants because of the nature of their
work. Assistants tend to be much lower profile and hence, less is written about them.
Further when assistants make mistakes, the manager tends to get blamed.
Further, the Internet changes daily. Articles are added and removed. What is provided here is a
snapshot in time concerning what was available on the Internet the day(s) we did the research. If
someone were to search the internet tomorrow concerning information on these candidates,
additional information or less information might be found. Search engines take up to six weeks
to "find" stories after they are posted on websites. By the same token, a story appearing on a
website yesterday may be deleted and may not be there tomorrow.
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Section 3
We should also note we have not included everything we found. Many articles mentioning the
candidate's name have little if any relevance to the candidate's qualifications. Hence these are
often been excluded. Further, if multiple articles exist concerning the same issue,we often select
the most relevant and complete articles and do not include the rest.
Where issues of concern were found in the following articles, we have attempted to research
them and determine their true nature. Where we found information that we believed was serious
in nature and the result of the candidate's actions or that would could potentially embarrass you,
our client, we would have dropped the candidate from consideration and his/her information
would not be in this notebook.
One final note is that we generally do not include information from blogs as they are notoriously
slanted and unreliable.
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