Administrator process needs public input

This is the second editorial on the prospects of Sandpoint hiring a city administrator. I totally agree that it’s a good idea simply because it creates continuity between elected officials as they enter office and leave office. It’s the one person who will have the responsibility to make sure that policy and procedure is implemented for the city and a person who can keep budget requests in line with the goals of a council and mayor. It’s time.

I’m sure there are those in the community who think back to the days of the mayor having coffee at a local coffee shop, maybe Connie’s, listening to residents and tending to the city’s business and working through issues. Back in the day, it’s highly likely a few council members were also having coffee at that same booth and decisions may have been made long prior to the actual council meeting. But that’s not exactly legal anymore and it takes a lot more knowledge to run any organization let alone a city. Why you ask? One word — litigation. Let’s face it, we are in a litigious society and everyone is looking for someone to pay. Decisions have to be made that are bullet-proof, based on sound information with input from all department heads.

It’s too big of job for a mayor, especially one that is elected with possibly no business background or no time on the council.

But here is the key, the process has to include the public. How does that process look involving the public?

The biggest recommendation is to use an agency that specializes in searching for city administrators. Remember the old saying that the best candidate for a job isn’t the one looking? The best candidate is likely someone that a headhunter knows might be interested but is currently in a similar position for another city and not actively looking.

A great city administrator is likely currently employed but that is the person we want. If they are unemployed, it’s probably for a reason. (Business 101).

Have a headhunter get five strong candidates, currently working and present them to the council and mayor for consideration. Then the council and mayor pick three.

Here is the second major part of the process, involve stake-holders in the community in the process. Have a meet-and-greet, possibly at the Columbia Bank meeting room, possibly a luncheon and let stake holders meet each candidate. Solicit feedback from the stakeholders to use as a piece of the decision process.

Yes, department heads need to be involved in the meet-and-greet as well but involve the stake holders and community constituents that the elected board and mayor are working for. I’ve witnessed two cities do this process and it was amazing. The selected candidate had buy-in and instant rapport with the community because those stakeholders had already met them.

It may be necessary to have two meet-and greets to involve as many stakeholders as possible.

Finally, make sure the background check is a thorough check of all references from any prior city the applicant may have been employed by. A person who is not competent in their job simply has to move enough distance from that position so that a reference isn’t likely to indicate their incompetence. In other words, don’t hire someone who has had difficulty in another city.

Sandpoint is a great opportunity for a city administrator. It offers more than most communities in the country. It’s a great place to grab someone with experience for less money, simply because quality of life is so good. Don’t settle for someone who has never been in the role of a city administrator. It would be selling the community short.

Involve the community in the process. It will pay huge dividends.

• Jim McKiernan is publisher of the Bonner County Daily Bee. He can be reached at jmckiernan@bonnercountydailybee.com