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From YouTube: City Council Study Session 17 Sep 2018
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A
B
All
right
good
evening,
everyone
and
welcome
to
the
city
of
Inglis
City
study
session
tonight
we
are
all
present,
except
for
councilmember
Barrentine.
At
this
point,
we
have
one
agenda
item
this
evening,
that
is,
the
interim
city
manager,
selection
process
discussion
and
our
human
resources
director
Maria
Gonzalez
is
here
to
lead
us
through
a
couple
documents
that
she's
put
together.
If
you
just
came
in
this
afternoon,
so
I
asked
that
hardcopies
be
put
in
front
of
you.
It's
also
online
for
anyone
that
wants
to
take
a
look
at
it.
C
B
C
Left
it
last
week,
I
was
going
to
contact
CCM,
a
ICMA
or
CML
and
I
contact
both
of
those
gentlemen.
Craig
he's
the
Craig
Koshien
is
the
senior
advisor
with
ICMA
and
I
also
talked
to
Sammy,
who
is
executive
director
of
CML,
which
is
a
Colorado
Municipal,
League
I
talked
to
both
of
them
and
in
front
of
you.
You
have
a
guy
for
each
one
of
those
organizations
that
talks
about
how
to
hire
a
high
level
administrative
forest
for
a
municipality
for
a
city.
C
C
C
That's
what
I
wasn't
too
worried
about
getting
them
today,
because
we
can
talk
about
those
steps
for
hiding
the
city
manager.
Okay,
so
things
that
we
need
to
discuss
tonight
that
are
very
important.
Is
everything
and
anything
that
has
to
do
with
the
interim
managers.
So
we
need
to
discuss.
How
do
you
want
to
go
about
it
and
come
up
with
a
timeline?
So
we
can
get
interviews
set
up
because
we
are
on
September
the
17th
already,
so
that
leave
us
two
weeks
with
Eric
here,
so
I
think
it
with
the
you
know.
C
Time
is
of
the
essence,
things
that
went
into
this
course
I'll.
Send
you
all
the
job
description
for
the
city
manager
and
it's
nothing
more
than
a
format
that
and
the
content
came
from
the
code.
The
city,
manager,
duties
and
and
responsibilities
are
pretty
well
spell
out
there.
So
I
just
put
it
on
a
on
a
HR
format
that
we
use
for
all
the
employees,
but
I
would
like
for
us
to
decide.
That's
that's
what
we
want
to
use
as
a
base,
because
it
will
be
the
base
for
the
interim
as
well.
C
Some
of
the
competencies
that
we
have
there
and
the
requisites
should
be
the
same
as
both
IT
ICMA
and
seniors.
Cml
said
he
has
to
be
somebody
that
is
very
well
versed
on
Public
Administration
I
had
discussions
with
a
lot
of
people
and
there
is
two
components
to
the
job.
Is
the
city
and
the
manager?
Okay,
the
manager
is
the
operations
I'm
not
too
worried
about
that,
because
we
have
very
qualified
people
run
in
the
city
and
we
have
taken
steps
for
the
city
to
keep
running.
That
is
not
a
major
concern.
C
Our
more
I'm
more
worried
about
the
city
side,
that's
because
that's
the
huge
part
that
we
need
to
keep
on
running
so
their
relationship
with
other
municipalities,
their
relationship
with
the
boards
and
commissions,
their
relationships
with
the
citizens
and
with
with
the
members
of
the
board.
That's
the
piece
that
we
need
to
address.
I
think
we.
B
C
B
D
Have
one
question
and
then
I
want
to
make
one
comment
also
so
how
many
people
I
mean
if
we
get
some
people
from
ICMA,
do
we
choose
how
many
that
we
want
to
look
at
yes,
and
will
they
give
us
resumes
or
something
to
look
out
before
we
decide
who
we
would
like
to
interview
it.
D
The
one
thing
that
I
wanted
to
say
I
know
that
there
was
some
concern.
We
have
gotten
some
emails
from
citizens
and
I
know
some
council
members
are
concerned
about
this.
We
have
somebody
that
is
interim
deputy
city
manager,
who
is
totally
capable.
If
we
don't
have
somebody
appointed
within
two
weeks,
we
will.
The
city
will
move
forward
because
we
have
direction
I.
E
C
G
You
director
Gonzales,
and
your
memo
titled
council
study
session
as
part
of
the
handouts
for
tonight
you
mentioned
both
ICMA
and
CML
entities
could
provide
us
with
a
list
of
the
contacts
in
the
relevant
mm-hmm,
the
respective
information
for
each
within
a
short
time
frame.
So,
given
what
you
know
right
at
this
moment,
what
is
a
short
timeframe
name?
They.
C
B
Understanding
and
I
think
it
really
depends
on
what
we
want
to
get
from
them,
but
I
I
would
recommend
as
a
starting
point
a
resume
and
a
letter
of
recommendation
from
some
class
payment.
Some
past
place
that
they
have
served
or
someone
who
knows
their
work.
That
would
be
a
minimum.
I
mean
I.
Just
think.
B
That's
a
normal
concern,
just
a
very
you
know
and
I
think
actually
that,
because
they
know
I
think
they've
already
I,
don't
know
sure
if
they've
talked
to
enough,
but
Kraig
seemed
to
act
even
when
I
called
him
to
find
out
how
they
go
about
this,
he
said,
oh
I
can
think
of
three
or
four
people
right
now
and
I
can
think
of
someone
else,
and
he
said
it
just
depends.
If
you
want
us
to
do
this
or
not
so.
E
B
G
There's
one
mine
here
that
we
briefly
discussed
last
week
when
we
met
that
ID
I
just
want
to
remind
us
to
keep
in
front
of
mind.
If
you
will,
it
says,
first
and
foremost,
local
government
officials
must
avoid
acting
impulsively
and
succumbing
to
the
temptation
to
hardly
appoint
an
administrator
as
a
quick
fix
to
the
problems
of
vacancy
recruitment
and
selection.
We
do
need
an
interim
period
to
consider
carefully
the
criteria
we're
seeking
in
our
new
administrator,
so
I
I
understand.
G
F
H
B
C
For
the
interim,
we
will
make
the
discussion
about
if
we
want
to
consider
the
directors
or
just
the
names
that
they
ICMA
and
caml
will
give
us
the
saddest
question
that
we
have
to
have.
But
let
me
walk
you
through
some
sort
of
timeline.
We
will
have
to
establish
a
contract
with
that
person
and
I
will
engage.
You
know
the
city
city
attorney
to
work
on
that
contract.
For
the
interim
and
I
was
thinking
it
can
be
a
contract
for
six
months.
Now.
C
Let
me
run
you
through
those
six
months:
okay,
I'm,
giving
giving
us
the
whole
group
45
days
to
work
on
the
Job
Description
to
work
on.
What
is
it
that
we
want
from
that
person
to
be
ready
and
have
a
posting
like
they
call
it
in
the
in
the
guys,
ready
to
go
okay,
so
we'll
give
ourselves
45
days
or
less
I
mean
if
we'll
get
done
sooner
great.
Two
more.
B
C
Awful
really
concerned
for
they
in
it,
okay,
I'm,
pretty
sure
we
can
have
I,
would
I
would
venture
to
say
at
least
fine
names
with
their
resume
by
Friday.
Okay,
because
I
know
they
already
have
people
that
they
have
considered.
I
haven't
engaged
any
names
until
we
get
the
decision
on
it.
What
is
it
that
we
want
to
do
so?
I
can
I
can
pass
those
alone
and
we
can
interview
it.
That
will
be
up
to
you.
C
What
is
your
your
availability,
and
how
do
we
want
to
do
those
interviews,
okay,
I,
think
for
the
inner
room.
We
can
do
an
hour,
which
is
what
each
one
of
them's
and
you
need
to
tell
me.
How
many
do
you
need
and
we
can
space
them
out
according
to
your
availability,
so
that
will
depend
on
what?
What
time
do
you
have
available
to
do
that
and
as
I
was
saying,
I
mean
the
first
thing
that
we
need
to
get
done.
Is
that
Job
Description?
C
We
need
to
know
exactly,
and
we
need
to
be
all
in
agreement.
What
is
it
that
we're
looking
for,
because
yeah
I
is
true,
it's
an
interim
and
we're
gonna
get
people
that
know
how
to
do
the
job
and
it's
recommended
by
ICMA
and
CML,
but
we
still
want
to
know
what
is
it
that
we
want
from
that
person?
Okay,
so
that's
very
important
to
get
your
comments
in
on
the
job
description
once
we
we
do
the
deselection
we.
C
It
won't
take
us
more
than
a
week
to
get
that
person
on
own
place,
because
these
are
people
that
are
already
ready
to
go
and
our
local.
Those
are
the
people
that
they're
recommending,
so
they
will
be
ready
to
go
or
not
or
not.
They
will
turn
on
a
dime
as
this
pressure
set,
so
it
depending
on
your
availability.
We
can
have
it
on
within
30
days.
C
B
Seems
to
me
like
what
we're
talking
about
is
gathering
resumes
and
we
have
to
determine
also
with
those
from
internal
that
are
interested
in.
It
have
everyone's
resumes
in
track
and
we
probably
could
have
them
all
by
by
Monday
into
our
I
mean
by
Friday
and
into
our
files
by
Monday
to
possibly
take.
Maybe
we'd
have
to
have
a
special
session
next
week
to
look
them
over
and
decide
who
out
of
those
whether
there
four
to
six.
B
We
want
to
call
in
for
an
interview,
possibly
interview
them
the
week
after
that
and
make
a
decision
that
week.
We
could
maybe
have
a
two
different
nights.
Each
maybe
an
hour
and
a
half
interview
or
sometime
in
between
and
we
could
hire
by
the
third
or
fourth
week
is
a
possibility.
That
sounds
like.
C
B
So
and
then,
within
that,
we
need
to.
There
are
some
questions,
I
believe
any
one
of
these
we
saw.
We
also
have
questions
from
the
past.
We
need
to
pick
some
interview,
questions
that
we
all
feel
comfortable
with,
maybe
a
base
of
4
to
3
to
4.
We
all
say
we
definitely
are
and
then
what
else
do
you
want
to
add
in
I?
Will.
C
C
So
we
I
need
to
get
you
I
can
schedule
the
interviews,
that's
not
a
problem,
as
I
said,
I
can
get
resumes
by
Friday,
I
will
send
them,
and
then
we
can
talk
about
on
Monday.
Who
do
we
want
to
bring
for
an
interview?
Do
we
want
to
be
we?
Can
we
can
see
how
many
names
we
have
a
big
three
or
four,
then
I
will
schedule
and
get
your.
B
Availability,
it
might
be
good
for
us
to
do
a
doodle
calendar
thing
for
another
evenings
out
and
maybe
even
if
anyone
knows
there's
a
certain
day
that
they
could
take
time
that
we
might
be
able
to
do
a
couple
day
time
but
I
know
work
schedules
are
all
different,
so
don't
want
to
put
that
on
anybody.
I
think,
don't
remember
wink.
First,
thank
you
and
welcome
celts,
Barrentine.
B
G
B
E
A
C
Again,
for
the
interim
I
would
say
an
hour
I
think
is
plenty.
So
if
we
pick
four
that
will
be
four
hours
that
we
need
to
schedule
for
the
council
to
interview
and
then
we
need
to
discuss
them.
We
can
discuss
them
as
we
go.
We
can
discuss
them
at
the
end.
Whatever
the
preference
is
for
the
council,
we
can
do
either/or,
so
we
can
do
the
phone
interviews
and
then
you
know
this
cause
and
make
a
selection
or
we
can
discuss
each
candidate
after
they
do
they
do
their
interviews.
C
So
if
we
do,
each
candidate
I
mean
15.
Minutes
is
more
than
plenty
after
an
hour
of
interview,
so
we
can
do
one
hour
and
fifty
minutes
four
times
or
we
can
have
four
for
interviews
and
then
have
a
half
an
hour
or
45
minutes
to
make
the
discussion
among
all
the
candidates
I
mean
there
will
be.
What
is
your
preference.
B
C
If
we,
if
we
do,
two
and
two
I,
will
recommend
that
we
do
15
minutes
or
ten
minutes
after
each
interview
and
we
all
get
on
the
same
page
and
we
put
the
notes
because
that
way
we
have
in
write.
Therefore,
when
we
make
the
decision,
so
we
can
do
you
know
two
and
a
half
hours,
one
night
and
two
and
a
half
hours
another
night
on
on.
B
A
Didn't
pardon,
oh,
we
can
say:
do
we
have
study
session
items
on
Monday
or
cons.
A
E
B
C
Next,
the
next
meeting
shouldn't
take
that
long,
because
we're
gonna
have
the
resumes
ahead
of
time
and
we
just
have
to
decide
okay
out
of
all
the
applicants
that
we
have.
What
for
do
we
wanna
interview,
so
it
shouldn't
be
a
problem
that
you
already
have
items
on
that
agenda.
It
wouldn't
take
that
long.
Well,
I'm
eating
these
not
gonna,
be
long.
How.
B
About
if
we
do
this
well
plan
that
that
will
be
the
first
thing
on
our
agenda
and
that's
our
big
goal
for
that
the
24th
and
then,
if
the
other
two
items,
if
we
have
to
kick
one
off
we'll
do
that,
but
Mayor
Pro,
Tem
and
I
are
meeting
tomorrow
to
go
over
what
the
items
are
they're
worth.
There
were
four
at
one
time
and
then
it
looked
like
we
could
have
nothing
if
we
wanted
to
right.
I
E
C
Here,
can
you
tell
me
two
nights
that
you
can
do
like
two?
What
half
hours,
let's.
B
C
B
E
G
Isn't
there
dr.
cook
it's.
D
E
B
C
B
G
B
C
Let's
talk
about
the
candidates,
I
will
engage,
ICMA
and
see
a
man
tonight
when
we
finish
I
will
send
them
the
emails
and
start
collecting
the
information.
Do
we
want
to
the
two
directors
that
apply
get
you
their
resumes
as
well
for
the
meeting
on
the
24th,
you
want
to
take
a
look
at
him
or
you
want
to
discuss
now
or
how
do
you
want
to
dress
that
you
want
to
include
the
directors
on
it
on?
Do
you
wanna
do
only
ICM
a
CML
Christmas.
B
A
little
uncomfortable
deciding
one
way
or
the
other
on
the
two
that
have
come
in
until
they
apply
and
give
us
which
now
makes
me
think
of
something
about
we
don't
we
aren't
asking
for
a
recommendation
letter,
but
a
cover
letter
might
be
really
good
to
ask
him,
so
they
send
us
their
resume
and
a
cover
letter
of
intent.
Why
do
they
want
to
do
this?
I,
don't
know
if
that
makes
sense
to
anybody
else.
B
J
C
D
C
Let's
and
again
that
mean,
as
I
said,
the
idea,
let's
talk
about
the
criteria
and
the
job
description
as
I
said:
I.
Think
six
months
is
plenty,
so
it
will
cook
in
that
somebody
that
will
be
the
interim
for
six
months.
That
will,
with
the
contract
and
again
the
same
attorney
will
drive
that
that
piece
of
the
selection
process,
you
will
dry
the
contract
and
my
question.
B
B
C
Yeah
my
timeline
as
I
said
it's
like
45
days
to
get
a
posting
out
there,
and
then
we
need
to
give
them
60
days.
That's
also
on
the
guides.
That's
also
what
they
recommend
for
a
high
profile
position
like
this.
You
give
people
enough
time
to
get
together
whatever
material
we
ask
them
for
the
for
the
interviews.
C
C
I'm
just
talking
about
that
right,
so
we
have
30
days
for
interviews
and
then
we
have
15
days
to
do
they
offer
and
a
negotiation.
And
then
we
have
to
give
that
person
30
days
to
move
and
the
city
if
it's
somebody
that
is
no
local.
Okay,
that's
what
I
said
six
months,
because
that's
exactly
what
the
timeline
suggests
and
it
and,
as
I
said,
the
city
attorney
will
write
a
contract
in
a
way
that
if
we
get
somebody
earlier,
we
can,
we
can
just
move
with
a
new
person.
C
G
Can't
remember,
we
I
think
absolutely,
and
some
argue
that
come
here
has
an
unfair
advantage.
Perhaps-
and
perhaps
that's
the
case,
but
everyone
we
need
I-
think
that
all
candidates
for
the
permanent
position
should
be
evaluated.
Yes
at
once,
so
we
don't
exclude
anyone,
sure
someone,
but
the
person
who
has
the
intramural
if
that
person
does
apply,
could
even
be
at
a
disadvantage.
Maybe
they
perform
poorly.
G
C
Known
assists
and
I
will
agree
with
concept
come
so
member
wink
I
think
letting
the
interim
apply
is
the
best
practice.
As
I
said
last
week,
you
know
when
you
have
a
temp,
you
have
the
ability
to
see
how
the
person
work
already.
So
you
have
the
best
interview
possible.
So
that
would
be
my
recommendation
as
well.
That's.
J
B
It
doesn't
preclude
them
from
applying
to
the
city
manager
job.
The
reason
why
I
asked
the
question
is
because
the
process
for
the
inert
for
applying
for
the
interim
position
will
probably
look
quite
different
than
the
city
manager
position,
with
a
lot
more
documents
required.
So
I
was
thinking,
applications.
C
So
the
next
point
will
be
talk
about
the
job
description:
okay,
because
we
need
to
decide
what
the
criteria
is.
Those
were
the
two
biggest
that
I
have,
but
now
we
need
to
go
in
detail.
What
do
we
want
for
later
in
the
interim?
And
what
do
we
want
for
the
city
manager,
I,
think
they're,
very
similar
I,
don't
see
why
they
should
be
different
just
because
it
did
the
job
is
for
six
months
shouldn't.
C
G
E
G
Some
redundant
and
what
what
they're
describing
and
redundant
and
then
a
lack
of
sort
of
specificities,
for
example,
knowledge
might
mention
something
that's
mentioned
under
mathematics
and
under
analytics.
But
no
specific
skill
is
mentioned
under
skill.
It
was
just
sort
of
the
same
kind
of
mashed
potatoes
instead
of
meat,
a
whole
potato,
maybe
so
more
direct,
just
more
specificity,
and
so
maybe
you
all
don't
want
to
spend
that
much
time
on
it.
G
B
Great
thank
you.
I
have
a
question
of
clarity
for
all
of
us
for
a
minute
mice's
language,
that's
probably
pulled
from
the
Charter
too
so
question
maybe
for
the
city
attorney
is
when
we
tweak
this.
What
are
we
getting
into
legally
because
this
this
is
redundant
to
me
in
a
number
of
ways,
and
even
some
of
it
I'm
not
even
sure
what
what
some
of
it
might
mean
Wow
but
I
realized.
We've
got
to
stay
within
there
sure.
So
how
does
that
work?
The.
H
Charter
is
pretty
broad
in
what
the
requirements
are,
so
I
would
like
to
suggest
that
you
just
dive
into
it
and
then,
if
at
any
point,
I'm
concerned
about
a
legal
issue,
I'll
bring
it
to
your
attention
at
that
time
and
that
that
gives
you
the
the
broadest
scope
to
just
move
forward,
and
do
we
you
guys
want
to
do.
Okay,.
B
Great,
thank
you
so
in
the
short
term
of
hiring
an
interim
I,
don't
have
trouble
using
this,
although
we
might
need
to
like
clean
up
some
of
the
language.
What
I
found
and
I'd
love
to
hear
your
views
is
that,
in
my
view,
the
leadership
supervisory
piece
I
rate
it
as
a
big
number,
one
executive
level
management
as
a
number
two
and
administrative
and
operational
management
duties
as
a
three
sort
of
in
progression
of
what
we
really
need
them
to
be
able
to
do
on
the
high
level
on
down
to
staff
management
and
development
duties.
B
I
can't
imagine
in
six
months,
although
there
could
be
personnel
issues
that
they
will
have
to
deal
with,
that
they're
we're
not
asking
them
to
do
a
whole
bunch
of
reviews
and
stuff
where
they
have
not
been
here
to
be
able
to
do
that
in
the
interim
capacity.
So
I
just
want
to
make
sure
we're
not
asking
the
person
to
do
something.
That's
really
not
expected
in
the
next
four
months
or
so
councilmember
wink.
G
Thank
you.
I
too,
made
note
of
that
section.
All
the
headers
under
that
section
they
just
seemed
broad
in
the
little
yeah
unfounded
in
places
and
I
think
it
would
be.
It
would
be
good
to
sit
down
and
really
think
about
what
we're
asking
for
and
what
we
want
and
we
can
define
them
more
narrowly
I
think
if
we
do
that,
maybe
even
in
an
hour
with
good
concentration,
maybe
then
by
then
the
list-
oh
well.
Actually,
that's
not
true.
G
Okay,
so
I
am
not
pleased
with
that
that
list
of
headers
under
that
section
and
then
secondly,
more
pointedly
to
your
your
comment:
I
am
afraid
to
modify
the
the
city
manager
position
description
because
then
I
mean
if
an
interim
manager
is
an
interim
manager
correct.
So
if
a
city
manager,
a
permanent
city
manager
duty
arises,
then
the
inter
manager
doesn't,
who
does
it
I
think
they
have
to
do
so.
C
C
Do
we
want
to
like
it
says
here
ten
years
of
experience,
okay,
we're
going
to
use
that
criteria
for
the
interim
or
are
we
gonna
change
the
period
I
believe,
like
you
said,
I
mean
the
Job
Description
should
be
the
job
description,
whether
it
is
an
interim
or
not,
but
again
that's
a
decision
for
the
council.
It's
not
my
decision
to
make
so.
B
I
Mean
that
specific
one,
that's
me
would
be
a
change
in
qualification
as
opposed
to
a
change
in
expected,
Duty
or
role
mom
and
so
I'd
be
more
willing
to
make
compromises
there.
If
we
felt
that
that
was
needed
and
I'm
not
sure
what
kind
of
idea
they've
given
you,
if
we
have
a
ten-year
requirement
just
with
the
specific
qualification,
does
that
limit?
How
many
folks
that
we
were
to
see
back
if
it's
ten
years
means
we
get
two
candidates
as
opposed
to
five
years,
getting
us
more
yeah.
C
I
And
I
guess
to
the
point
that
you
guys
have
made
I
find
this
pretty
broad
in
some
cases
vague.
Almost
you
know
if
I'm
the
city
manager
and
I
read
this
I,
don't
think
this
is
gonna.
Tell
me
what
I
need
to
do
every
day
day
in
day
out,
and
that
leads
to
my
question
a
little
further
down
the
road
who
trains
this
person.
You
know
we
don't
have
that
manager
that
a
system
in
general
right
now
who
will
be
in
charge
of
making
sure
this
person
is
functioning
well
and
just
that's.
C
That's
that's
exactly
what
we
have
10
years
of
experience.
They
will
have
the
training
already
on
what
a
city,
man
and
your
doors
and
that's
what
we
have
enacting
the
every
city
manager
that
will
give
them
the
details
of
the
operations
and
we
have
the
directors
that
will
give
them.
I
mean
a
city
manager
or
or
a
interim
city
manager
shouldn't
be
an
expert
on
any
of
the
areas.
C
There
should
be
an
expert
on
managing
all
the
areas
well
and
ask
what,
when
we
can
no
lose
sight
of
that,
that's
what
we
asked
for
10
years
of
experience,
that's
the
training
that
they
have
and
many
of
the
people
that
I
was
talking
to
create
this
morning.
Many
of
the
people
that
they
will
suggest
is
people
to
have-
maybe
maybe
two
or
three
cities
even
experience,
so
it
will
be
a
very
broad
perspective
and,
and
we
will
enrich
the
city
by
bringing
that
type
of
talent.
It's.
B
A
good
question
that
you're
asking
them,
because
ultimately
we
are
their
boss,
and
so
we
are
gonna
have
to
work
together
to
help
them
become
successful
for
that
interim
period
as
well
as
language.
So
one
of
the
things
that
we
did
when
we
hired
city
manager
Keck
was
to
come
up
with
some
priorities
of
what
we
wanted
him
to
do
within
the
first
60
to
90
days
and
then
some
hot
spots.
B
C
B
A
B
J
I
C
B
C
B
I,
don't
remember
wink,
that's
what
you
were
volunteering
to
do.
Right,
yester
is
to
really
get
down
to
the
MIDI
on
the
long
term.
In
back,
because
tonight
drop
we're
gonna
basically
use
this,
and
if
are
we
okay
with
the
10-year
thing?
It's
being
it
that's
what
I
thought
was
being
suggested
I'm
trying
to
get
okay
council
mere
parent
I?
Maybe
it
changes
it
for
you,
yeah.
J
It
does
I
think
that
we
should
do
too
I
think
that
it
should
be
revisited
after
the
interim
is
in
there
and
kind
of
revamp
that
so
that
when
we
put
that
document
out
there
that
we
have
that
unknown
I,
don't
think
the
estimable
group
should
come
up,
but
we're
all
the
bosses
and
I
think
we
should
all
participate
in
that
process
on
a
bigger
scale
and
a
little
concerned
about
that.
But
whatever
y'all
decide.
B
J
I
I
Yes,
sir,
yes
I
will
I
think
that
I
still
prefer
one
job
description
for
both
roles
in
term
in
full-time
I.
Don't
want
to
water
down
one
for
the
interim
and
think
that
this
is
impressive.
All
will
be
for
potentially
shorter
period
of
time.
That
person
could
end
up
being
permanent.
So
I
do
like
the
approach
of
one
one
job
description
for
both
roles:
Thank
You,
councilmember,.
B
G
C
G
E
B
Yeah
I
do
a
little
bit.
I
guess
I'm,
not
so
worried
about
this
for
the
interim.
As
long
as
we'd
agree
on
what
the
qualifications
are
as
a
way
to
get
us
going
on
the
interim,
then
I
would
like
to
spend
a
little
bit
more
time
on
what
it
is.
We're
looking
for
in
the
next
full-time,
permanent
city
manager
and
I,
would
even
like
to
ask
manager
Keck.
He
would
look
this
over
I
know
at
different
points.
B
He
has
said
that
this
is
not
when
he,
when
we
were
doing
his
review,
that
this
is
not
a
very
useful
document.
There
are
many
other
things
he
would
want
to
be
reviewed
on
that
are
not
necessarily
fully
clearly
articulated
here.
So
I'd
love
to
hear
what
some
of
those
are,
and
that
might
take
a
little
bit
more
time.
I
don't
want
to
hold
our
interim
hiring
up
for
that
and
I.
It's
not
that
I.
Don't
think
this
is
a
great
document
to
get
an
interim
I
think
we
can
do
just
fine
with
it.
B
I'm
just
worried
that
we're
gonna
hold
off
on
that
part
when
we
want
to
get
things
kind
of
settled
and
spend
time
on
what
the
next
stage
is,
and
maybe
there
are
some
major
content
areas
that
we
want
to
change
here,
but
I
I
don't
know,
we've
never
looked
at
it.
The
whole
of
eight
years
nine
years
I've
been
on
I
offer
that
as
another
alternative
way
to
looked
at
it
said
or
asked
a
question.
Yeah.
C
So
if
I
can
offer
some
I
mean
the
job
description
is
not
a
detail,
description
of
what
that
person
is
gonna.
Do
they.
After
day
after
day,
the
job
description
is
what's
gonna,
come
we're
gonna,
get
the
job
description
and
we're
gonna
come
up
with
what
they
call
the
posting.
So
this
is
some
again
when
we
said
you
have
to
have
ten
years
of
management
you
will
have
to
spell
out.
You
have
to
have
this
department
and
that
department,
how
many
people
and
that's
does
things
that
people
assume
when
they
read
the
job
description.
C
So
what
this
group
is
gonna
be
doing
is
working
on
the
language
more
than
and
then,
if
the
council
wants
to
add
things
that
are
not
here,
because
they
are
not
in
the
Charter,
we
can
add
them
to
the
job
description.
So
this
group
is
not
to
come
up
with
the
NASA
manual
of
how
to
do
the
city
manager
job.
It's
just
a
job
description
and
by
definition,
there
are
very
brief
documents.
There
are
young
people
to
get
an
idea.
What
we're
looking
for.
C
So
in
just
two
years
everybody's
mind:
Erica
Rory,
look
over
this
document
and
he
agree
yeah.
This
document
has
been
review
by
Eric
before
I.
Send
it
to
you.
So
he
agreed
that
that
was
a.
It
was
pretty
close
to
what
they
did.
The
code.
The
Charter
says
about
the
city
manager
so
and
again,
I
I,
don't
think
alison
has
reviewed
the
Job
Description,
but
I
will
I
will
be
very
comfortable,
sending
it
to
her
and
making
sure
you
know
it's
comparable
to
the.
B
D
C
If
I
can
offer
a
suggestion,
let's,
let's
meet
by
Friday,
let's
work
on
the
language:
let's
get
a
dog
coming
out
there
we'll
send
it
to
everybody,
and
if
you
think
there
is
something
major
that
you
think
it's
missing,
we
can
add
it
to
the
to
the
document
and
discuss
it.
I'm
on
the
whole
group,
I
think.
B
That
makes
sense,
and
if
we,
if
we
discover
in
a
month
like
oh,
my
goodness,
we
got
a
real,
we
do
something.
We
can
always
do
that
too.
So
we're
not
bound
by
anything.
It's
yeah,
I
do
have
a
question.
It's
the
state
effective
on
here,
says
September
2018
and
then
date
reviewed
September
2019.
What
does
that
mean.
B
C
C
B
C
I
would
like
to
address
some
of
the
questions
that
the
council
asked
the
last
time.
I
did
I
did
verify
with
both
of
the
organization's.
There
will
be
no
charge
since
they
don't
provide
a
service.
They
will
provide
us
with
names.
We
have
to
do
all
the
work,
so
I
do,
but
I
did
better
if
I
with
both
of
them
and
they
will
offer
their
advice.
It's
included
in
your
membership,
that's
what
they
say.
Okay,
so
there
will
be
no
additional
fee
for
that
again.
C
Both
organizations
are
gonna,
give
us
potential
candidates
and
we
will
have
to
come
up
with
the
way
that
we're
gonna
decide
who
the
candidate
will
be.
They
again.
They
will
recommend
people
that
they
have
confidence.
They
can
do
the
job
okay,
they
won't
just
pop
up
names,
the
people
that
come
to
them.
Actually,
mr.
C
E
C
They
will
provide
their
resumes
and
their
references
to
counsel
for
consideration.
So,
yes,
they
will
provide
us
with
their
their
background
information
and
a
list
of
cities
that
they
have
served
and
recommendations,
and
things
like
that
we
will
have
to
come
up
with
a
criteria.
As
we
said,
there
is
a
couple
of
very
good
checklist
on
on
one
of
the
guides
that
we
have
there
for
things
that
we
should
look
for
and
they
they
would
both
provide
names
and
contact
information
with
in-depth,
very
short
time.
C
G
G
B
Great
I
have
one
more
thing
related
to
this,
that
just
in
terms
of
communicating
with
one
another
and
also
with
the
city,
employees
I
just
think
these
kinds
of
times
when
you
have
a
major
shift
in
top
leadership
and
when
it's
it's
appeared
to
be
somewhat
contentious
over
time.
For
someone,
although-
and
we
know
that
manager
Keck
has
found
a
great
place
that
I
really
want
to
make
sure
we
communicate
with
the
employees.
Well,
so
could
we
come
up
with
a
communication
plan
and
then
also
agree?
I
mean
we're
just
continuing
to
use.
B
You
know
our
management
system
for
document,
so
we
all
log
into
and
anything
that
I
get
I
would
send
to
her
or
anyone
else
to
send
out
to
all
of
you
and
if
you
have
something
to
that,
you
found
if
you
can
do
the
same,
but
I
just
want
to
make
sure,
particularly
with
employees,
that
we
not
lose
some
of
our
top
talent
that
they
know
we're
really
moving
forward,
that
we
believe
in
them
know
that
they're
doing
great
work.
So
how
did
what's
the
best
way
to
keep
communicating
in
this
interim
the.
C
Thing
that
worked
the
best
for
the
employees
is,
it's
all
employee,
email,
that's
a
way.
We
can
reach
everybody,
so
it
will
be
good
for
the
council
to
put
together
some
communication
for
the
employees
and
tell
them
you
know
we
are
working
on
this.
We
have
the
best
interests
of
the
city
at
heart
and
we
are
we're
considering
every
single
candidate
that
will
be
good
for
the
city
of
Englewood,
so
I
think
it
will
be
good
for,
for
you
guys
to
come
up
with
with
some
communication.
That
is
an
amazing
idea
that.
B
C
Send
that
anytime
I
mean
we
I
will
come
up
with
a
communication
when
we
started
the
process,
we
need
to
communicate
with
employees,
but
we
also
need
to
communicate
with
the
candidates.
We
cannot
forget
that
piece
and
those
are
different,
be
I
will
be
a
great
idea
for
the
council
to
send
a
memo
to
all
the
employees
up.
I
mean
it
doesn't
have
to
be
a
memo.
C
You
know
some
some
sort
like
like
the
email
that
you
send
telling
them
they
would
the
I
Erika's
leaving,
but
we
have
you
know
the
operations
are
gonna,
keep
continuing
and
we
are
looking
for
an
interim
already.
We
have
a
process,
we're
looking
for
candidates
already
and
we
also
discussing
how
to
hire
the
manager
that
will
come.
I
mean
letting
them
know
what
you
guys
are
doing
to
ensure
that
the
city
continues
to
its
operations,
and
you
know
it's
not
going
by
the
sideways
or
it's
gonna
stop
or
anything
like
that.
C
That
is
very
important
for
employees
and
it's
also
very
important
for
citizens.
That's
I
think
it
would
be
my
recommendation
that
you
also
come
up
with
communication
for
the
citizens.
Tell
them,
then,
besides,
you
know
the
people
that
look
at
the
website
and
see
the
medians,
but
as
insure
people
that
you
know,
services
are
gonna
continue.
Even
if
we
go
over
when
when
Eric
leaves,
okay
I
think
it's
very
important
that
you
guys
assure
the
citizens
that
we
already
have
things
in
place
that
we're
looking
for
an
inner
room.
I
think
it's
important
for
both.
F
C
I
B
I
We
seem
to
be
stating,
with
a
pretty
high
degree
of
certainty,
we're
not
going
to
have
an
intern,
an
interim
manager
in
place
by
10
3.
So
in
that
communication
we
make
to
City
and
staff,
it
might
not
hurt
to
even
introduce
acting
deputy
city
manager,
Hargrove
now
and
I'm
very
thrilled
to
the
chill
we
step
into
that
role
for
as
long
as
she
needs
to,
and
so
just
so
that
I
can
go
through
the
timeline
correctly.
You
folks
are
kind
enough
to
get
together
good
evening,
so
that
I'm
going
is
correctly.
I
I
And
you're
you're
expecting
the
names
back
by
Friday
afternoon
as
well,
and
then
we
will
be
provided
those
resumes
on
that
same
day,
yes
or
review
for
the
following
Monday.
When
we
would
have
interviews
so
do
we
need
to
select
how
many
people
we
are
going
to
or
do
we
need,
assign
how
many
people
we're
gonna
interview
now,
because
how
will
we
notify
them
when
the
interviews
come
in
of
how
many
let.
I
E
C
So
you
will
have
the
resumes
and
we
okay,
we
got
15,
oh
wow.
How
many
do
we
want?
We
like
five?
Okay,
let's
interview
five?
Does
we
have
some
flexibility
there
regarding?
You
know
how
many
candidates
we
get
and
how
many
do
you
like,
and
how
many
you
want
to
interview.
I
mean
it
will
be
your
time,
so
we
can
make
that
decision
on
the
24th
and
then
we
set
up
the
interviews
for
the
second
and
the
third.
Thank.
E
K
K
B
K
Just
wanted
to
interject
that
that
one
of
my
duties
in
that
position
is
to
help
with
communications
and
I
appreciate
that
you
recognize
that
is
very
important
and
I'll
be
very
happy
to
work
with
counsel
and
make
sure
that
that
is
is
top
of
our
priority
list.
And
then,
where
we'll
be
on
that.
Thank
you.
C
B
B
B
I
B
I
think
the
the
the
time
on
Friday
will
be
actually
about
the
Job
Description
I.
If
you
want
us
to
during
that
time,
pull
out
what
we
think
the
major
criteria
are
I
mean
and
bullet
like
five
to
six
things
that
we
see
that
are
looming
from
this.
That
need
to
be
considered
in
someone's
qualifications
and
background.
We
can
do
that.
I
would
imagine.
C
B
Night
and
if
you
see
something
glaringly
missing
there,
strangely
written,
we
can
do
do
that,
but
we
do
need
to
have
some
decision
on
Monday
night
and
how
we
want
to
go.
You
know,
how
are
you
know?
Winter
went
down,
I
don't
want
to
set
that
number
tonight,
just
because
we
have
no
idea
how
many
we're
gonna
get
maybe
only
two
come
forward,
and
then
we
have
two
internal
and
two
outside
and
my
prize
say:
let's
interview
them:
all
I
want
to
have
some
comparison.
B
B
A
C
H
So
right
at
the
moment
you
instead
of
using
manager,
kicks
since
he's
working
on
some
whatever
it
is.
He
needs
to
do
to
it
to
wine
things
down,
fancy
sure
you
are
working
through
deputy
acting
director
hard,
not
at
all,
so
please
email
her
directly
and
do
not
hit
reply
all
too
so
that
we
do
not
have
any
concerns
about
open
meetings
violations
and
she
will
make
sure
that
everybody
sees
everything.
I
B
B
Be
awesome,
yeah,
it's
good
to
know
the
communication
is
now
under
you
yeah,
that's
great.
Maybe
we
can
have
a
conversation
later
with
all
of
us
about
what
that's
gonna
mean,
but
for
now
it's
nice
to
know
that
you're,
the
key
person
for
that.
Oh,
the
citizen
is
gonna,
be
coming
out,
so
we
can
actually
get
this
in
the
citizen
with
some
kind
of
general
kind
of
timeline.
Given
the
important
piece
of
Susan,
we.
B
Right,
so
are
you,
okay?
Are
you
all,
okay,
with
my
working
with
director
Gonzalez
on
summarizing,
what
we've
done
here
and
figuring
out
a
way
to
communicate
that
to
the
employees,
whether
it's
through
the
directors
or
through
the
email,
maybe
both
actually,
obviously,
both.
Are
you?
Okay
with
that?
Do
you
want
to
see
a
draft
of
that
before
it
goes
out,
or
what
do
you
want.
H
D
B
I
would
love
to
send
you
a
job
because
I
would
prefer
nice
to
know
it.
So
other
people
saying
yeah
that
looks
great,
so
we'll
do
that
and
we'll
try
and
get
something.
Maybe
we
can
do
that
on
Friday
and
y'all
can
look
at
it
and
we
send
it
on
on
Monday
I
mean
directors.
Everybody
and
people
do
watch
the
meetings
and
directors
to
explain
what's
gone
on
at
the
last
meeting.