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HomeMy WebLinkAbout2003/12/22 - ADMIN - Agenda Packets - City Council - Regular City Council Special Meeting December 22, 2003 – 6:00 p.m. Westwood Room The Council will convene in the Westwood Room to interview Thomas K. Harmening for the position of City Manager. Document Auxiliary aids for individuals with disabilities are available upon request. To make arrangements, please call the Administration Department at 952/924-2525 (TDD 952/924-2518) at least 96 hours in advance of meeting. St. Louis Park City Council Special Meeting Agenda Item: 122203 - 1 - City Manager Interview Page 1 of 12 1. Interview for City Manager Position On Monday December 22, 2003, the Council will interview Tom Harmening for the position of City Manager. A copy of the interview questions have been given to Tom. Interview is scheduled as follows: 6:00pm Council discussion of interview process • Nancy Gohman, HR Director, will discuss interview questions. • Any changes to questions? • Discussion of the evaluation worksheet and how it is used. • Council will determine the order of asking interview questions. • After interview is completed, Nancy will meet with the Council to discuss results. 6:30pm Interview with Tom Harmening At completion of interview: Nancy will meet with Council. The following materials are included in this packet. 1. Resume and cover letter from Tom 2. City Manager Profile 3. Interview Questions 4. Evaluation form for Council to use for interview 5. Department Head comments from their interview with Tom. • Department Heads met in 2 small groups the week of December 15th and interviewed Tom. • Results are attached as “Panel 1 & Panel 2” 6. Two samples of City Manager contracts • Charlie Meyer – some language is out of date • Sample contract – from Attorney Roger Knutson • Regional Salary data for 2004 Options for Council Action: A. Motion to direct staff to enter into contract negotiations with Thomas K. Harmening for appointment as City Manager B. Motion to continue discussion regarding recruitment of City Manager. December 4, 2003 Honorable Mayor and City Council City of St. Louis Park 5005 Minnetonka Boulevard St. Louis Park, MN 55416 Dear Mayor and City Council Members: Please accept this letter and attached resume as an indication of my interest in the position of City Manager for the City of St. Louis Park. As outlined in my resume, I have the desired educational degrees and over 21 years of experience working for city government in the areas of city administration and community development. During my 21 years of public sector experience I have successfully demonstrated my ability to develop and lead strong organizational teams, foster strategic and innovative thinking, work productively with city council members, citizens, and other stakeholders, and deliver positive and tangible results. During my eight years of employment with the City of St. Louis Park I have enjoyed the opportunity to work closely with the City Council, staff and the community to advance the principles of Vision St. Louis Park and the City’s mission and values. I believe much has been accomplished and the City is moving in a very positive direction. Due to the role I have played in St. Louis Park, I feel uniquely qualified to serve as your City Manager and I would very much like to work with you to build on the momentum and progress already achieved. I am very interested in meeting with you at your convenience to further discuss my background and experience as it relates to the City Manager position for the City of St. Louis Park. Sincerely, Thomas K. Harmening RESUME THOMAS K. HARMENING 1220 Bluebill Bay Road Burnsville, MN 55306 Phone: (952) 892-3880 Home (952) 924-2580 Work EMPLOYMENT 4/95 – Present CITY OF ST. LOUIS PARK, MN Community Development Director/Executive Director of Housing Authority/ Deputy City Manager (6/03)/ Interim City Manager (12/03) Job Responsibilities: ¤ Responsible for the leadership, management & supervision of the Community Development Department including the divisions of Planning/Zoning, Housing, and Economic Development ¤ Develop and implement long range plans, strategies, policies and programs in alignment with the City’s overall goals and objectives ¤ Work productively with the business community, neighborhood organizations, citizens, developers, other agencies and governmental units ¤ Oversee the preparation of reports and recommendations to the City Council, Economic Development Authority (EDA), Planning Commission, BOZA, and Housing Authority Board ¤ Manage all aspects of the department’s budgets, including the EDA and Housing Authority ¤ Perform City Manager duties when the City Manager is not available ¤ Act as Interim City Manager due to vacancy in position 7/90 – 4/95 CITY OF HOPKINS, MN Community Development Director Job Responsibilities: ¤ Directed and coordinated the activities of the Community Development Department including the divisions of Planning and Economic Development/HRA, Inspections, and Assessing ¤ Developed long range plans, work programs, and policies for all Community Development activities ¤ Provided technical counsel to the City Manager, City Council, Planning Commission, and HRA. ¤ Prepared annual departmental budget and monitored expenditures ¤ Served as primary contact to community business organizations; worked with neighborhood organizations as appropriate ¤ Oversaw preparation of Capital Improvement Plan 1/86 – 7/90 CITY OF HASTINGS, MN Director of Planning & Transit Job Responsibilities: ¤ Reviewed and made recommendations on all land use applications, platting, and development proposals ¤ Administered the Comprehensive Plan and Zoning Ordinance ¤ Developed Capital Improvement Plan ¤ Developed new land use regulations ¤ Prepared and negotiated development agreements ¤ Oversaw park location and development ¤ Responsible for agendas and research necessary for City Council and Planning Commission meetings ¤ Oversaw and directed all activities of the local paratransit system 9/88 – 3/89 CITY OF HASTINGS, MN Interim City Administrator Job Responsibilities: ¤ Oversaw all operations and functions of the City and it’s employees while fulfilling duties as Director of Planning and Transit (see above) ¤ Served as primary contact to the City Council ¤ Responsible for all other matters inherent to this position/role 9/82 – 1/86 CITY OF WATERTOWN, MN City Administrator/Zoning Administrator/Planner/HRA Director Job Responsibilities: ¤ Oversaw the operations and functions of the City and employees ¤ Acted as liaison between the City Council and various governmental agencies and local organizations ¤ Administered the Comprehensive Plan and Zoning Ordinance ¤ Responsible for agendas and research necessary for City Council, Planning Commission, and HRA meetings ¤ Performed primary research on various issues ¤ Responsible for grant development and administration EDUCATION M.A. Mankato State University (Graduated in Fall, 1988) Urban and Regional Studies Institute Emphasis: Management, land use planning, downtown revitalization, grants administration, urban law B.S. Mankato State University (Graduated in Spring, 1981) Urban and Regional Studies/Geography Emphasis: land use planning, policy analysis, grants administration, surveying MEMBERSHIPS American Planning Association (APA) Minnesota Chapter of American Planning Association (MNAPA) Economic Development Association of Minnesota (EDAM) National Association of Housing & Redevelopment Officials (NAHRO) REFERENCES Available Upon Request City Council – City Manager Interview 12/22/03 Background and experience 1. Please describe your background and experience as it relates to our City Manager position. Vision 2. Given what you know about the city, please identify what you see as your short, medium and long term needs of the city? • If you could project three years into the future, what might be 3 or 4 new issues or challenges do you foresee that the city will want or need to address? Why? • If you could change something at the City what would you change and why? General knowledge of operations 3. What areas of city operations are you least familiar with, and how would you plan to get up to speed to learn the issues and opportunities in those departments? • After review of departments you find changes need to be made to improve service delivery and communication with residents. How do you handle this situation? • What role does the city manager play in setting up goals and in day to day operations of city departments? Interpersonal relationships/Communication 4. Tell us about a recent situation where solving a conflict was part of the resolution. • What steps, specifically, did you use to resolve this issue? (conflict) • What process did you use to get everyone on the same page? 5. Tell us about a time you went the “extra mile” to satisfy a cohort? A citizen? 6. What is your style of Management? Why is it effective for you? 7. Tell me about the worst communication problem you have experienced. • What was misunderstood? • What was the outcome? • What did you learn from it? Financial/Budget/Shared services 8. Describe the budget process you would use in St. Louis Park. • Do you have ideas for means of additional funding? • Do you have ideas for shared or joint services? 9. Due to budget constraints, we are involved in a study with a number of other cities, exploring the possibility of consolidation of dispatch. The budget for funding dispatch ($400,000) has been patched with other funding sources through 2004 so the study can be completed. • How do you plan to get up to speed on this study? • How would you handle the situation if various members of our police or fire department do not agree with the recommendation of the consultant? Working with elected officials 10. We are interested in knowing about your plans for communication with the City Council. Can you share three of your communication strategies that come to mind? 11. How do you assess your working relationships with our state legislators and county commissioners? Supervision/Leadership 12. What challenges do you anticipate in this position? 13. As City Manager, you will be supervising people who have been your peers. How do you think this will affect your relationships with them, and how would you plan to handle any role conflicts that may arise? 14. If you are promoted to City Manager, how do you envision filling the role of Director of Community Development? General 15. While not a requirement, the Council believes that it is beneficial for our City Manager to live in SLP. To what extent would you be willing to consider such a move within the next year or two? Would there be anything that the Council could do to assist you in such a move? 16. What do you feel you will bring to this position? 17. What is your level of interest in this position? 18. What questions do you have for the Council? City Manager Interview Evaluation Worksheet 12/22/03 Candidate: Thomas K. Harmening Instructions: complete this report after the interview. Consider each factor independently, and then evaluate the candidate by checking the appropriate category. Above Below Suitability High Average Average Average Low Relevance of background to our city _____ _____ ______ ______ ____ Education _____ _____ ______ ______ ____ Practical Experience _____ _____ ______ ______ ____ Above Below Background/Experience High Average Average Average Low Vision _____ _____ ______ ______ ____ General knowledge with operations _____ _____ ______ ______ ____ Interpersonal relationships _____ _____ ______ ______ ____ Communication _____ _____ ______ ______ ____ Budgeting _____ _____ ______ ______ ____ Finance _____ _____ ______ ______ ____ Shared services _____ _____ ______ ______ ____ Working with elected officials _____ _____ ______ ______ ____ Supervision _____ _____ ______ ______ ____ Leadership _____ _____ ______ ______ ____ Interest in position _____ _____ ______ ______ ____ Professional Motivation _____ _____ ______ ______ ____ Applicability of experience _____ _____ ______ ______ ____ Candidate: Thomas K. Harmening Page 2 Personal reaction I could work well with this individual _____Yes _____No I would be proud to have the City represented by this person _____Yes _____No I expect this person would work effectively with others. _____Yes _____No Overall Appraisal: Excellent_____ Above Average_____ Average_____ Below Average_____ Low_____ Conclusion: Would you hire this person? Enthusiastic Yes_____ No_____ Uncertain_____ Comments: Reviewed by: _________________________________________ EMPLOYMENT AGREEMENT AGREEMENT made this ______ day of _______________ 19____, by and between _____________________________________________________ ("Employer"), and ______________________________________ ("Employee"). The parties agree as follows: 1. POSITION. Employer agrees to employ Employee as its ___________________________ [fill in position]. Employee agrees to serve as ___________________________ [fill in position] in accordance with the attached position description. 2. MOVING AND RELOCATION ALLOWANCE. Employer shall pay the actual costs of moving, temporary living, and relocation and travel allowance for the Employee. Payment shall be made with Employee's first payroll check. 3. PENSION PLAN. Employer shall contribute to PERA as required by State law for Employee or an alternate pension plan, if selected by Employee, authorized by State law. 4. PERA BUY BACK [if applicable]. Employer shall make a one time buy back payment of $_______________ to Employee's PERA account on or before _________________, 19____, in addition to the regular payments made by the Employer. 5. DEFERRED COMPENSATION. Employer shall pay _____% of Employee's gross salary into an approved Section 457 Deferred Compensation Plan selected by Employee. 6. SALARY. Employer shall pay Employee a salary of $________________ per year starting _________________, 19____. Employee shall be given an annual salary and performance review. 7. SICK LEAVE. Effective Employee's first day of employment, Employee shall be credited with ______ days of accrued sick leave. In addition, Employee shall accrue sick leave at the highest rate granted the most senior union or non-union employee. Accrued sick leave may be carried over from year to year. When Employee leaves employment, Employee shall be paid [his/her] accrued sick leave. 8. VACATIONS. Effective Employee's first day of employment, Employee shall be credited with ______ days of accrued vacation leave. In addition, Employee shall accrue vacation at the highest rate granted the most senior union or non-union employee. Accrued vacation leave may be carried over from year to year. When Employee leaves employment, Employee shall be paid [his/her] accrued vacation leave. 9. HOLIDAYS. Employer shall provide Employee the same holidays as enjoyed by other non-union employees. 10. LIFE INSURANCE. Employer shall provide life insurance at the rate of _____ times salary. 11. GENERAL INSURANCE. Employer shall provide Employee the same group hospital, medical, dental, life and disability insurance benefits as provided to all other non-union employees. 12. DUES AND SUBSCRIPTIONS. Employer shall budget and pay the professional dues and subscriptions for Employee which are necessary for Employee's continued participation in national, regional, state and local associations necessary and desirable for Employee's continued professional participation, growth and advancement. 13. PROFESSIONAL DEVELOPMENT. Employer shall budget and pay the travel and subsistence expenses of Employee for professional and official travel, meetings and occasions adequate to continue the professional development of Employee and to adequately pursue necessary official and other committees thereof which Employee serves as a member. Employee shall use good judgment in [his/her] outside activities so [he/she] will not neglect [his/her] primary duties to the Employer. Some of the seminars Employee expects to attend include, but are not limited to, the following: ____________________ ____________________________________________________________ [fill in]. Employer shall also budget for and pay the travel and subsistence expenses of Employee for short courses, or seminars that are appropriate for [his/her] professional growth. 14. CIVIC CLUB MEMBERSHIP. Employer recognizes the desirability of representation in and before local civic and other organizations. Employee is authorized to become a member of such civic clubs or organizations as deemed appropriate by [him/her] and at Employer's expense. 15. AUTOMOBILE. Employee shall be paid a monthly allowance for use of [his/her] personal automobile for Employer business within _________________________ ____________________________ [fill in] area at such rate as may be fixed from time to time by Employer. If Employee uses [his/her] own automobile for Employer business outside this area, then Employer shall reimburse Employee for the business use of [his/her] personal automobile on a per mile basis and at a rate equal to what Employer reimburses all other employees for business use of a personal automobile. 16. GENERAL EXPENSES. Employer shall reimburse Employee miscellaneous job related expenses which it is anticipated Employee will incur from time to time. 17. HOURS OF WORK. It is understood that the position of _______________________________ [fill in position] requires attendance at evening meetings and occasionally at weekend meetings. It is understood by Employee that additional compensation and compensatory time shall not be allowed for such additional expenditures of time. It is further understood that Employee may absent [himself/herself] from the office to a reasonable extent in consideration of extraordinary time expenditures for evening and weekend meetings at other than normal working hours. 18. TERMINATION BENEFITS. In the event that Employee is terminated by the Employer during such time that Employee is willing and able to perform the duties of _____________________________ [fill in position], then in that event, Employer agrees to pay Employee at the time of receipt of [his/her] last pay check a lump sum cash payment equal to ________ months aggregate salary and to continue to provide and pay for the benefits set forth in paragraphs 10, 11, and 12 above for a period of one year following termination (collectively "termination benefits"). However, in the event Employee is terminated because of [his/her] conviction for an illegal act involving personal gain to Employee, then Employer shall have no obligation to pay the termination benefits. If Employer at any time during the employment term reduces the salary or other financial benefits of Employee in a greater percentage than across-the-board reduction for all non-union employees, or if Employer refuses, following written notice, to comply with any other provisions of this Agreement benefiting Employee or Employee resigns following a formal suggestion by Employer that [he/she] resign, then Employee may, at [his/her] option, be deemed to be "terminated" on the effective date of Employee's resignation and the Employee shall also be entitled to receive the termination benefits set forth above. If Employee voluntarily resigns [his/her] position with Employer, Employee agrees to give the Employer thirty (30) days advance notice. If Employee voluntarily resigns [his/her] position with Employer, there shall be no termination pay due to Employee. 19. GENERAL CONDITIONS OF EMPLOYMENT. Nothing in this Agreement shall prevent, limit or otherwise interfere with the right of Employer to terminate the services of Employee at any time, for any reason, subject only to the provisions of this Agreement. Furthermore, nothing in this Agreement shall prevent, limit or otherwise interfere with the right of Employee to resign at any time from [his/her] position with Employer, subject only to the provisions of this Agreement. 20. INDEMNIFICATION. Employer shall defend and indemnify Employee pursuant to Minn. Stat. § 466.07 and § 465.76. In addition, Employer shall defend, hold harmless, and indemnify Employee from all torts; civil damages, penalties, and fines; violation of statutes, laws, rules, and ordinances, provided the Employee was acting in the performance of the duties of the position. IN WITNESS WHEREOF, Employer has caused this Agreement to be signed and executed on its behalf by its __________________ and ___________________ [fill in], and Employee has signed this Agreement, in duplicate, the day and year first written above. EMPLOYER: BY: ______________________________ Its AND ______________________________ Its EMPLOYEE: __________________________________