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From YouTube: City Manager's ADHOC Committee Meeting 07/16/2019
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A
Call
the
meeting
to
order
of
the
city
manager
search
ad
hoc
committee.
The
time
is
5:30
7
meeting
starts
at
5:30,
there's
537,
so
I
just
want
to
remind
committee
members
appreciate
those
of
you
that
let
us
know
you're
on
your
way.
You
want
to
start
the
time
debates.
Meanwhile,
the
chair
would
cover,
and
so
just
as
a
reminder,
this
is
a
courtesy
reminder.
A
B
B
A
B
B
D
A
D
A
E
A
A
favor
all
the
favor
I
was
in
animus
rule
of
approval
of
the
minutes.
Let's
go
into
the
discussion
part
of
the
agenda
today,
I'd
like
to
welcome
mr.
Robert
East
Lavin,
who
was
the
the
president
of
slamming
management
consultants
out
of
Norcross
Georgia
and
also
as
colleague,
David
Craigs
who's,
the
Midwest
Regional
Director,
also
for
flat
forest
laven
management
consultants.
Today,
as
you
recall
the
event,
mr.
slab
in
my
video,
the
last
meeting
that
we
had
had
an
opportunity
to
visit
with
him
and
exchange
some
of
our
thoughts
today,
he
and
and
mr.
A
cranes
had
an
opportunity
to
tour
the
city
with
staff
and
some
of
the
members
of
the
committee
were
able
to
join
in
the
tour
and
had
a
good
opportunity
to
exchange
some
thoughts
and
ideas
about
Laredo.
So
we
like
to
welcome
mr.
Slovin
and
get
some
your
thoughts
and
your
impressions.
I
know.
This
is
welcome
to
Laredo
that
you
picked
a
very
nice
warm
day
to
comfortable
rate
and
I.
I
know
that
it's
been
a
very
unlikely
so
welcome,
sir.
F
Committee
I'm
Bob
Slayton,
and
it
was
warm,
but
it
was
a
beautiful
day.
We
had
an
opportunity
to
see
a
lot
of
of
the
city
and,
and
there
was
a
guided
tour
with
a
lot
of
input
from
the
members
of
the
I'd
have
committee
who
were
with
us
and
with
staff.
It
was
one
of
the
best
tours
I've
ever
had
of
a
community,
and
we've
worked
for
a
lot
of
communities.
So
you've
got
a
tremendous
City,
a
great
opportunity
for
the
next
city
manager
and
I'm
I'm.
F
A
We'd
like
to
get,
would
you
like
to
get
your
perceptions?
I
know
it's
only
been
one
day
first
day
here
and
you
had
already
an
opportunity
to
chat
with
a
couple
of
the
committee
members
and
I
know
you
made
over
lunch.
We
had
a
very
interesting
conversation
shared
some
more
views,
but
it's
an
opportunity
to
have
an
exchange
here.
A
Perhaps
we
could
we,
you
know.
I
will
tell
you
that
that,
in
our
conversations
to
the
committee
and
I'm
sure
you
know
Julia's
mr.
Reyes,
who
are
also
present,
will
join
me
in
saying
that
we've
had
a
very
you
know,
honest
and
frank
discussions
with
some
good
questions
in
answers
and
I
feel
very
comfortable
that
that,
in
the
short
period
that
we've
had
these
conversations
that
that
mr.
spiro
to
mister
Quiggins,
you
know
I
think
we
made
the
right
choice.
So
there's
an
opportunity
for
us
to
ask
any
questions.
They
have
a
series
of
questions.
A
Don't
ask
of
us
as
well
just
to
reinforce
some
of
our
thoughts
and
ideas.
So
I'll
start
off.
Maybe
we
should
have
the
committee
to
say
you
know
any
questions
you
may
have
in
your
background,
or
here
we
that
may
have
not
been
left
out
considered
in
the
in
in
in
the
last
video
conference
that
we
had.
You
know
I'd
be
glad
to
have
a
look.
That's
a
four
to
committee
members
with
wish
to
asking
questions.
Mr.
Garcia.
G
Where
we
took
them
today,
just
curious
on
the
tour
that
they
had
today,
what
part
of
the
radio
and
what
parts?
Because
you
know
what
there's
there's
eight
of
us
up
here
and
not
all
not
all
of
us
it
to
one
side
or
the
right
side
of
the
left
side.
You
know
what
in
the
middle,
so
I
just
want
to
make
sure
that
the
concerns
that
that
I
have
for
city
manager
not
be
the
same
as
the
group
that
you
met
with
or
being
at
one
side
or
another
side.
G
G
Certain
group
of
a
rail
and
that's
my
biggest
concern
of
what
I
want
to
see
I,
want
to
see
somebody
that's
coming
in
and
be
able
to
work
with
right
side,
the
left
side,
the
middle,
the
the
poor,
the
rich
middle
class.
That's
the
main
purpose.
What
we
did
as
a
superintendent!
That's
what
we
look
for
and
that's
my
the
biggest
concern
that
I
want
somebody.
That's
gonna
be
for
everybody
and
not
just
a
select
group.
F
B
A
Think
we
give
you
a
little
background.
They
started
with
the
city
downtown
area.
Look
at
the
historical
River.
The
city
is
a
tour
of
the
city
yeah
and
then
they
went
proceeded
north
and
correct
me.
If
I'm
wrong,
proceeded
north,
you
know
to
check
out
the
resident,
took
the
loop
check
out
parts
of
the
little
clue.
The
University
checked
out
some
for
the
residential
areas.
When
you
know
the
north
part
of
town,
correct
jump
in
anytime,
yeah.
B
H
B
All
the
way
down
through
cuatro
Vientos,
then
back
on
Luke
20
from
there
we
did
not
do
Clark.
We
proceeded
all
the
way
up
to
Ben
unis
trade,
the
Le
sames
arena
area
back
on
the
loop
towards,
and
we
showed
him
the
airport
because
we
passed
the
loop
they're
headed
back
on
the
loop
20
Tammy,
you
back
onto
the
loop
and
we.
G
G
G
I
G
The
group
from
the
base
DC-
yes,
then
we
go
to
the
we
we
stopped
at
that
office
and
talked
with
them.
Those
are
the
people
that
are.
There
are
big
holders
in
our
community
I
think
a
little
bigger
than
my
opinions
and
chamber
I
think
they
should
be
against
the
same
write
em
I,
wanted
on
information
for
our
community
chamber
has
one
cited
and
another
chamber,
but
we
there's
there's
a
lot
of
people
out
there,
giving
information
on
all
of
the
rail
again
a
partner.
A
Yeah,
the
initial
that
the
tour
was
intended
to
be
basically
a
wicket
or
the
windshield
tour
of
some
of
the
highlights
of
the
karate
there.
There
are
areas
that
perhaps
may
not
may
not
fit
into
there
with
no
other
reason,
other
other
than
the
limited
of
time
and
I'm
sure
there'll
be
other
opportunities
that
we
could
reinforce
some
of
those
visits
to
some
specific
areas
of
her
future
visit
as
well.
But
for
the
continuum
you
know
to
know
all
they
did
go
through
industrial
parks.
A
They
went
to
Milo
industrial
park,
I
think
it
was
which
one
was
it
yeah.
It
was
and
then
continued
on
off
to
the
mines,
rode
in
the
mines,
rode
to
the
max
Mandel
course:
okay
chances,
he
the
asset
of
our
River,
the
beauty
of
our
River
and
then
they
on
their
way
back,
were
able
to
tour
the
world
crate
bridge,
correct
and
put
them
on
inspiration
points.
They
could
see,
hopefully
see
the
truck
activity
which
we
talked
about
over
lunch
and
that
pretty
much
after
the
world
after
the
World
Trade
bridge.
What
happened
after
that.
I
I
G
I
think
it'd
be
a
good
idea,
a
shirt
of
the
chair
that
maybe
getting
getting
maybe
two
or
three
people
within
all
these
I
think
the
key
players,
but
not
keep
their
teeth
industries
in
one
room.
So
you
don't
have
to
spend
all
your
time
traveling
and
have
a
powwow.
You
know
what
there,
where
you
can
go
back
and
forth
stead
of
true
getting
a
card.
You
wasting
time
going
from
back
to
back
that
you
bring
everybody
in
and
have
those
questions
you
can
get
the
field
of
of.
G
F
Think
well,
we
got
out
of
today
or
I
got
out
of.
It
was
a
sense
of
the
diversity
of
the
geography
and
certainly
the
diversity
of
the
community
itself,
in
terms
of,
as
you
mentioned
earlier,
rich
and
poor
and
everything
in
between
and
what's
new
and
what's
old
and
what's
traditional,
its
historic
and
what's
treasure
here
and
and
the
opportunity
for
that
this
community
has
to
capture
and
what
it
has
and
maintain
the
quality
of
that
Plus
opportunities
to
grow
and
become
something
far
beyond
so
well.
A
Got
there
again
for
lunch
over
lunch,
yeah,
but
I
think
we'll.
Definitely
there
will
be
other
areas
than
anyone
has
any
suggestions
have
the
other
areas
that
you
feel
the
important
for
them
to
have
a
better
grasp
of
balance
and
understanding
feel
free
to
submit
those
to
us
and
we'll
go
ahead
and
make
sure
that
we
incorporate
them
there
for
future
visits
as
well.
Thank
you,
doctor.
A
C
F
F
I've
got
texture
to
it,
it's
got
its
it's
the
people
in
the
community
and
the
not
just
the
attributes,
not
what
you
read
about
what
you
have
to
be
here
to
feel
there
is
a
real
sense
of
pride
of
people
working
together
with
each
other
and
and
seem
to
really
support
each
other
well
and
our
genuinely
fond
of
each
other
didn't
hear
a
negative
comment
made
by
anybody
about
anything
here.
It's
a
diverse
community,
that's
clear!
F
A
J
Just
want
to
say
you
know,
thank
you,
for
you
know,
coming
down
to
Laredo
I
want
to
congratulate
the
city
staff
for
the
work
you
did
on
the
tour
I.
Think
for
you
know,
folks,
like
you
all
who
have
a
tremendous
amount
of
experience,
our
professional
and
and
again,
you
know
pick
up
on
a
lot
of
things.
Just
by
giving
you
know
being
given
a
tour,
I
I
think
was
very,
very
important.
Is
there
a
need
to
meet
with
certain
groups
in
the
future?
J
Absolutely,
but
I
think
you
got
a
flavor
for
the
economic
diversity
that
exists
here
in
Laredo,
educational
institutions,
hospitals,
the
historical
aspect
of
our
city,
retail,
the
importance
of
trade,
so
I
I
for
one
believe
that
the
trade
was
that
the
tour
was
was
very,
very
worthwhile
and
I
think
it
probably
did
a
lot
for
you
guys
to
you
know,
get
an
idea
of
the
city
the
layout,
and
you
know
what
it
has
to
offer
right.
You're.
F
A
E
I
wanted
to
be
there
today
and
I'm
sorry
that
I
wasn't
able
to
be
there
today.
I
had
a
personal
emergency
at
my
office,
but
I
want
to
echo
what
mr.
Garcia
said.
I'm
too
concerned
that
everybody
that
the
next
city
manager
is
inclusive
and
and
you've
seen
the
diversity
of
our
population
and
just
the
way
you've
seen
how
welcoming
everyone
is
here
to
you
and
they
will
be
to
our
new
city
manager.
I
hope
our
new
city
manager
remembers
to
be
welcoming
to
all
the
different.
E
You
know,
groups
that
we
have
here,
I
think
that
in
the
past
a
lot
of
people
have
felt
distant
disenfranchised,
and
so
that's
what
I'm
looking
forward
to
seeing
in
our
next
city
manager
and
I
too,
would
like
to
thank
you
for
taking
the
time,
because
that's
a
long
tour
and
and
thank
you
for
being
here
and
we
respect
to
have
a
great
working
relationship
with
you
to
find
the
perfect
person
for
our
city.
Thank.
F
You
I
think
today
was
real
helpful
and
that
it
gave
us
a
sense
of
what's
on
the
ground.
What's
here
and
I,
think
the
opportunity
to
meet
with
some
of
the
community
leaders
in
the
near
future
would
be
helpful
and
to
do
it
in
one
location
that,
and
it
would
be
helpful
to
have
had
the
experience
of
the
tour
before
having
that
meeting,
because
we'll
know
what
they're
talking
about.
D
Thank
you
Jim,
yes,
I'd
like
to
thank
you
all
for
being
here
today.
My
question
is:
what
is
it
sin
when
you
did
your
research
on
radar
and
the
Tor
etc?
What
are
the
perceived
barriers
or
the
real
barriers
that
are
going
to
keep
the
best
candidate
from
from
coming
here?
What's
keeping
you
up
at
night
regarding
this
project,
nothing.
F
So
far
I
you
know
every
manager
candidate
for
manager
has
their
own
personal
and
professional
aspirations.
It's
going
to
be
something
that'll
appeal
to
some
people
and
not
others.
I
think
what
the
message
that
needs
to
get
out
is
the
opportunity
here.
This
isn't
simply
a
border
town
that
is
stereotypical
of
any
place.
It's
a
and,
as
I
said
earlier,
it's
a
place
that
offers
a
lot
of
opportunity.
If
we
can
get
that
message
to
people,
I
think
it'll
open
the
eyes
of
a
lot
of
people
who
might
not
think
about
Laredo.
F
F
People
who
will
welcome
and
and
value
that
are
the
people
and
see
the
great
attribute
that
is
to
this
community.
The
folks
were
looking
for
the
ones
that
are,
or
there
are
more
traditionalist
city
managers
are
probably
not
the
ones
that
will
be
most
interested
in.
This
is
people
who
really
are
interested
in
capturing
what
you
have
and
moving
for
thank.
D
K
F
We
can
look
at
the
Charter
and
that
says
pretty
well
prescribes
the
minimum
qualifications
for
the
job.
But
is
this
a
type
of
discussion
which
talking
about
soft
skills
as
Dave
brings
describes
and
the
most
important
as
it
gets
to
the
ideal
candidate
and
which
will
really
fit
here?
A
lot
of
folks
will
meet
the
Charter
requirements,
but
it's
going
to
take
a
unique
person
to
to
fit
the
community
well
and
to
serve
you
well.
So
that's
comments
are
good.
I'm.
F
Certainly,
you
said
when
we
were
talking
over
the
system.
I
really
do
understand
completely
why
you
said
it
after
being
here
for
the
time
we
have
it's
and
I
particularly
appreciate
that
it's
it
would
be
very
helpful
and
useful,
and
it
would
also
probably
if
somebody
is
bilingual,
how
we
have
an
appreciation
for
the
culture
they'll
find
here
as
long
as
it's
not
a
requirement,
because
we
don't
want
to
be
too
limiting
and
in
our
recruitment,
but
there
are
people
all
over
the
United
States
who
speak
or
bilingual.
F
A
J
Could
just
make
comment
on
what
this
gala
said
and
and
I
and
I
agree
with
their
100%
that
you
know
traditionally
the
people
embrace
the
king
or
the
queen,
but
it's
important
for
the
king
and
the
queen
to
love
the
people,
yes
and
I.
Think
that's
what
you're
trying
to
say
and
if
you,
and
if
you
love
the
people,
you're
gonna,
listen
to
them,
whether
it
be
an
individual
or
whether
it
be
like
mr.
J
gotta
see
us
that
you
know
different
organizations,
different
segments
of
our
of
our
local
community
here
and
and
if
you
don't
have
that,
then
you're
gonna
have
something
similar
to
what
we've
had
in
the
past
here
in
Laredo
and
I.
Think
you
know
for
miss
Gables
information.
Jerry
did
a
very
good
job
of
explaining
to
these
gentlemen,
some
of
the
strengths
and
weaknesses
that
we've
had
in
the
past
and
how
it
has
had
an
impact
on
the
progress
or
the
ability
of
the
city
to
move
forward,
and
so
for
Jerry.
Thank
you
for
that.
J
You
know
he.
He
went
into
some
some
detail.
You
know
about
about
some
of
the
past
managers
and
I
I.
Think
it's
important
for
these
know
that
and
understand
that,
so
that
moving
forward
you
know
we
can.
We
can
select
a
candidate
that
will
do
and
be
there
for
everything.
You
know
that
we're
all
expressing
I
think
that's
real
important.
We.
F
Lunch
one
of
the
things
we
do
before
you
meet
the
candidates.
We
go
meet
them
in
their
work
location
and
what
we're
interviewing
them?
There's
no
question
about
it.
Nobody
knows
why
we're
in
town
but
us
and
the
candidate,
but
we
want
to
see
that
person
in
their
work
location.
We
wanted
them
to
show
us
their
City
Hall.
F
We
wanted
to
walk
tour
us
through
the
building
their
buildings,
they're
working
and
frequently
have
the
opportunity
to
walk
with
the
manager
unannounced
into
into
a
work
area,
and
it's
interesting
to
see
how
people
are
reacting
to
the
individual.
What
types
of
weather,
whether
there's
a
friendly
interaction,
whether
there's
a.
F
Standoff,
that's
not
healthy,
whether
they've
ever
seen
the
manager
before
it's
easy,
get
a
lot
of
insight
and
what
you're
getting
inside,
what
we're
getting
insights
into?
It's
exactly
the
types
of
things
we're
talking
about
now,
how
they
manage
not
what
they
do.
What
they
do
is
he
is
pretty
much
prescribed,
but
how
they
do.
It
is
what's
critical
to
their
success
in
a
given
location,
I'm.
E
F
Question
about
it.
This
is
a
very
sensitive
part
of
what
we
do
and
we
learned
a
lot
and
what's
in
our
minds,
is
what
what
you've
told
us
you're
looking
for
and
obviously
we're
getting
answers
to
questions
in
it.
They
told
us
a
lot
about
themselves
before
we
spend
the
time
and
resources
to
to
visit
them.
So
we
want
them
to
show
us
some
of
what
they
said.
F
They've
done,
but
we
really
are
interested
in
how
they're
doing
it,
and
there
are
times
when
we
are
able
not
only
to
talk
to
folks
who
they
work
with,
but
to
do
referencing
with
them.
It
just
depends
on
us
and
they
what's
sensitive
there,
we
do
reference
when
we
do
reference
checks.
We
talk
to
not
only
their
supervisors
and
their
colleagues,
but
therefore
their
subordinates,
and
not
necessarily
people
who
are
current
subordinates,
but
previous
ones,
I.
F
A
Of
the
things
that
I
would
like
to
just
for
purposes
of
dialogue,
is
that
there's
no
reason
that
we
should
not
have
one-on-one
dialogue
and
discussions
for
those
of
you.
They
were
not
privy
to
today
in
the
tour
it
was,
it
was
an
opportunity
to.
You
know,
get
a
chance
to
chat
one-on-one,
but
is
there's
nothing
to
preclude
us
from
what's
a
mister?
Is
he
really
one
of
you
who
not
to
have
a
conversation
with
you
or
mr.
Cravens
about
you
know
your
thoughts
individually
as
well?
Yes,
so
you
could
provide
your
you
know.
A
G
One
good
idea
and
before
before
you
need
that
this
assistant
city
manager
and
our
and
the
city
attorney
sit
down
just
let
him
give
him
an
idea
of
what's
what
litigation
is
pending
on
the
city.
So
whoever
we're
looking
for
is
aware
of
different
different
things
that
that
that
the
cloud
over
the
city
right
now
so
they're,
aware
of
what
they're
getting
himself
is
to
do
and
nothing
that
communities
a
perfect
place.
But
so
many
things
out
still
not
resolved
yeah.
They
need
to.
A
A
So
you
know
that
this,
you
know
full
disclosure
of
everything,
there's
not
going
to
be
no
secrets.
There's
everything's,
it's
public,
it
can't
be
shared.
It
will
be
shared
with
the
circus,
with
the
committee
I
mean
and
with
a
search
verb
as
well,
so
that
they
know
exactly
what
is
out
there
in
the
public.
Well
yeah.
So
it
would
be
somebody's
and
why
I
saw
this
or
did
saw
that
you
know
won't
catch
you
by.
F
One
of
the
things
we
learned
I
had
read
some
articles
in
the
I
guess,
googling
about
investigations,
negative
events
that
have
taken
place
comforted
to
find
out
that
they
were
not
targeted
at
people
who
work
in
this
building
or
people
who
sat
on
their
diets,
but
at
other
folks,
and
some
meant
they
were
mentioned.
Names
mentioned
in
the
article
of
people
who
were
city
employees
and
on
the
council,
but
the
reality
was
they
were
not
the
people
who
were
indicted
and
they
were
not
the
one
said.
F
F
A
The
tour
was
taken.
There
was
a
one
day
deal
that
the
other
opportunities,
mister
slamming
and
his
team
to
be
coming
back
and
meet
with
the
committee
and
communicate
with
the
committee
and
with
the
staff
as
a
progress
based
on
what
what
we
have
submitted
to
him
so
for
to
initiate
a
search.
What
are
the
things
number
of
things
that
will
probably
be
coming?
That
will
be
some
discussions.
Further
discussions
about
that
may
come
up
here
in
the
process
of
the
search.
A
There's
been
some
some
discussion,
some
question
in
regards
to
compensation
or
packages,
and-
and
we
want
to
make
sure
that
that
we
rely
on
your
experience
and
your
you
know,
because
what's
out
there
in
the
market
and
what's
going
and
make
something
with
the
basic,
the
basic
fundamental
requirements
are
very
clear
that
basic
points
in
the
Charter
and
then
we
have
the
additional
preferred
issue.
You
know,
qualifications
that
all
of
us
been
able
to
share
with
you
all
and
I'm
sure
that
any
clarification
you
come
back
to
us
and
we
can
have
that
discussion.
F
And
comment
about
terms
of
compensation-
that's
kind
of
tough
at
this
point
in
the
process,
because
any
managers
are
compensated
on
the
basis
of
negotiated
settlement
between
the
council
and
the
and
themselves
and
and
those
negotiations
are
different
for
each
manager
and
they're,
usually
based
on
what
the
needs
are
for
that
manager
commented
earlier.
If
you've
got
a
younger
person
raising
a
family,
they
thought
they
might
want
their
compensation
more
and
spendable
income
and
what
some
wouldn't
it
would
somebody
who's
in,
maybe
their
50s
and
they're
looking
to
build
wealth.
F
So
you
have
a
contract
with
your
performing
managers,
which
is
very
common.
It's
different
than
anything
I've
ever
seen,
but
it's
very
typical
of
the
type
of
contract
that
employment
agreement
that
cities
enter
into
with
their
managers
I.
Also
provided
you
a
copy
of
ICM
International,
city/county,
Management,
Association,
sample
contract
and
staff,
provided
you
with
a
survey
I,
think
produced
by
the
Texas
Municipal
League,
the
salary
survey,
and
if
you
don't
have
you
will
that
kind
of
shows
what
other
Texas
cities
are
paying
their
managers?
F
But
my
advice
you
they
keep
your
thoughts
open
about
that,
and
the
first
of
all
know
that
you,
the
ballpark,
is
probably
in
terms
of
salary,
is
probably
the
ballpark
that
your
and
we
ran
before
and
that
it's
most
likely
the
about
what
you're
going
to
have
to
pay,
or
maybe
a
little
more
in
the
future.
It's
certainly
typical
of
what
we're
seeing
in
Texas
for
a
city
of
this
size,
and
these
jobs
are
evergreen.
They
don't
have
terms
on
them.
In
fact,
I.
F
Don't
think
you're,
not
sure
whether
you
said
the
state
law
doesn't
allow
it
or
look
I'm
turn
it
on
the
law.
So
what
you'll
end
up
with
is
a
an
agreement
that
specifies
that
the
manager
works
at
the
pleasure
of
the
council,
and
there
will
probably
be
a
couple
of
things
in
there
that
protect
that
person
from
arbitrary
termination
for
severance
and
some
vision.
That
says
that
you
have
that
the
person
is
evaluated
based
on
performance.
F
A
A
I
guess
we
get
to
the
point
that
say
we
have
three
candidates,
two
candidates
and
it
boils
down
to
a
compensation
package
to
the
end
to
the
individual
candidates
that
there's
there
one
over
the
other.
That
discussion
who
has
to
be
made
decision.
You
know
the
discussion
has
to
be
made
beforehand
before
actually
making
it
reaching
a
final
decision,
because
you
reach
the
final
decisions,
because
a
person
is
preliminary
agreed
to
the
basic
terms
of
employment.
A
I
A
I
A
range
right,
I,
don't
think
they're
asking
for
the
salary
to
be
tied
to
that
one
individual.
No,
they
just
wanted
something
separately
to
say
what
are
my
guy,
you
know
recommend
some
guidelines
that
they
may
or
may
not
use
I
think
that
I'm,
not
speaking
for
them,
but
nine
individuals
will
maybe
one
candidate
will
stick
out
and
that's
what
they
want
and
they'll
negotiate
that
internally
I.
A
Think
it's
important
for
the
firm
to
know
that
that
that,
if
we're
looking
for
a
range,
you
know
the
range
can
be
to
be.
You
know
from
$1
to
$3.
Whatever
that
you
know
we
we
have
all
we
know
right
now
is
what's
what
based
on
our
experience
right
now,
what
is
on
the
record
here
in
Verona?
What's
what
those
packages
a
bit
and
I,
don't
think
I
would
be
out
of
place
to
say
that
there's
been
some.
A
A
So
I
think,
having
said
that,
then
I
think
what's
important
for
it,
for
for
the
firm
to
understand
that
when
you
look
at
what's
out
there
in
the
market
with
what
the
basic
market
practices
are
based
on,
what
our
wishes
are,
that
would
be
a
reasonable.
You
know
something
to
consider,
not
that
it's
there
that
this
is
what
they
would
recommend,
but
this
is
right
now,
but
it
would
be
some
discussion
you
know.
Is
that
something
fair?
Yes,.
A
F
F
A
F
That's
right,
mr.
chairman,
the
reality
is
that
these
things
are
tailored
to
the
needs
of
a
particular
candidate,
and
it's
really
hard
to
anticipate
that
and
I'm
not
sure
it's
particularly
useful
to
go
in
there
with
a
mindset
as
long
as
you
go
in
there
with
some
kind
of
parameters
in
terms
of
this
is
well.
This
is
what
the
package
is
going
to
cost
the
city
of
lorraine
open,
and
these
are
the
things
we
won't
do.
F
H
F
F
You
will
know
and
when
before
you
choose,
who
you
want,
an
interview
will
be
a
progress.
Meeting
and
you'll
have
what
we
call
semi-finalists
candidates.
You'll
know
what
they're
making
well
have
a
pretty
good
idea,
what
their
salaries
are
and
the
compensation
program
is
so
you'll
have
some
indication
of.
If
you
choose
candidate
two,
maybe
you
have
to
pay
more
than
you
would
candidate
three
because
of
their
present
compensation.
But
then
there
are
other
factors
that
are
hard
to
factor:
somebody's
from
California
they're,
paying
a
huge
amount
of
money
to
live.
F
If
they
come
here,
they're
most
likely
not
gonna
have
to
pay
that
amount
of
money
to
live.
I.
Guess
what
part
of
what
I'm
saying
our
temp
thing
to
say
is:
maybe
we
ought
to
wait
till?
We
know
who
the
candidates
are?
Have
some
idea
about
what
what
the
parameters
are,
what
you're
not
going
to
pay
and
I
think
that's,
probably
the
best
advice
you
can
give
to
the
council
right
now,
because
we
really
don't
know,
look.
E
J
I
I
would
like
to
you
know:
have
you
all
give
us
some
suggestions
down
the
road
or
your
thoughts
on
what
we
discussed
earlier
about?
You
know
pay
for
performance,
you
know
maybe
five
or
ten
measurable
goals
and
and
you
have
a
base
salary
and
then
something
very
attractive
as
the
individual.
He
or
she
accomplishes
these,
these
very
measurable
goals
that
would
take
them
over
and
above
what
they
would
make
with
just
a
salary.
You
know,
because
we
really
like
I've
mentioned,
we
have
a
lot
of
potential
in
this
city
and
we
need
an
individual.
J
You
know,
work
on
goals
too,
and
and
and-
and
you
know,
get
the
team
to
work
to
you
know,
take
the
city
to
another
level
and
and
I
think
that
would
be
worth
every
dollar
of
taxpayer
money
if
we
could
find
an
individual
who's
willing
to
take.
You
know
that
kind
of
a
package
just
I'm
sure
there's
pros
and
cons
to
it,
but
just
something
to
think
about
I,
don't
think
it's
been
done
in
the
past
and.
J
F
Of
performance
systems
are
based
on
pre,
established
goals
have
began
that
are
set
at
the
beginning
of
the
evaluation
period
and
there,
and
if
they
achieve
them,
they
receive
either
of
rays.
Sometimes
it's
Priya
staff
read
ascribed
or
predetermined.
Sometimes
it's
not,
and
we
can
help
you
work
that.
F
F
That's
putting
money
at
risk,
I
don't
know
we
can
talk
about
it,
I
my
that
does
suggest
something
that
is
been.
My
experience
has
worked
in
some
places
and
not
on
others
where
there
is
a
program
in
place
for
employees,
including
managers
that
that
has
is
based
on
a
performance
pay
and
it's,
and
as
long
as
the
elected
body
is
willing
to
support
that
system,
then
it
works.
F
But
if
councils
change
and
the
and
the
new
policy
is
to
not
support
it,
it
can
be
detrimental
you're
talking
about
one
employee,
the
city
manager,
then
it's
probably
easier,
but
if
you're
talking
about
what
compensation
systems
based
on
that
it
can
be
different.
No,
this
would
just
be
for
the
same
management.
A
A
But,
yes,
how
do
you
communicate
your
counsel,
communicate
to
the
city
manager?
The
dialogue
have
understanding
that
you
are
meeting
our
expectations
or
you're
not
meeting
our
expectations,
whether
it
be
in
the
form
of
an
evaluation
or
whether
it
be
a
formal
review,
but
I
think
that
perhaps
some
of
the
challenges
that
we've
had
is
that
everybody
thinks
it's.
A
We
also
may
consider
making
some
recommendations
and
how
do
we
make
sure
that
Canada
that
we
did
recommended,
maybe
hopefully
selected
that
is
that
is
that
is
meeting
the
goals
and
objectives
you
particularly
have
in
your
contract,
search
that
you
want
the
Canada
state
with
two
years
guarantee
at
least
two
years?
Yes,
sir
well
I
guess
you
came
to
that
conclusion
because
you
know
there
has
to
be
some
risk
results
and
some
accountability
and
I.
Think
in
some
regards
you
know,
I
think
the
county
needs
I
mean
the
county.
A
The
city
needs
to
understand
that
we
there
may
be
some
series
of
recommendation
men.
That's
the
wishes
of
this
committee
to
say
that
if
whatever
individual
is
selected
that
there
was
their
worst,
both
ways
that
even
he
or
she
may
do
a
self-evaluation
and
then
meet
an
evaluation
process
after
exit
a
period
of
time,
so
that
you
know
where
you
know
each
other
stands.
F
F
F
H
A
H
D
D
D
H
G
C
Doctor
this
is
excellent
conversation
and
as
we
go
down
the
road
I
think
we
should.
You
know
work
on
that
I'd
like
to
step
back
a
little
bit,
just
ask
them
up
the
process.
If
you
had
a
chalk
board-
and
you
tell
me
you
know
this-
is
the
time
line,
I'm
gonna
collect
as
but
you
can't
do.
Canada's
I
can't
I'm
the
first
filter.
You
guys
are
the
second
filter
in
an
ideal
world.
D
F
F
There
are
a
job
announcement
which
we
post
with
ICMA
and
on
our
website,
your
website
with
other
professional
associations,
and
that
can
be
that
can
happen
right
away
the
recommended
and
advisable
to
leave
this
open
until
filled,
rather
than
put
a
firm
final
filing
date
on
it,
but
in
the
draft
of
the
recruitment
profile
that
you've
got
suggest
August
26
as
the
soft
first
review
date.
Assuming
that
holds
that's
when
we
would
focus
on
the
group,
we
have
assuming
I
think
it's
a
safe
assumption.
We
will
have
quality
sufficient
quality
among
that
group.
B
F
It
it
answers
some
questions
that
are
important
because
of
the
types
of
things
we're
talking
about
tonight
and
their
backgrounds
as
it
relates
to
those
things,
but
it
also
shows
you
how
they
write
and
how
well
they
can
communicate
with
you
that
takes
a
couple
of
weeks
if
we're
into
August
26,
where
it
takes
a
couple
of
weeks
half
a
month
to
get
all
of
that.
That
supplemental
questionnaire
completed
the
report
prepared
and
for
us
to
be
here
so
we're
talking
September
early,
mid
September.
F
G
F
F
F
Our
Billa
is
when
we
announce
the
job
and
get
it
to
the
publication's
it
used
to
be,
and
former
answer
to
your
question
would
be
no
it's
not
enough
time,
but
in
today's
world,
where
everything
is
electronic,
we
place
an
ad
and
ICM
a
newsletter.
I,
say
ma
with
I,
see
ma
today
we're
getting
responses,
sometimes
by
the
end
of
the
day,
and
you
know,
use
multiple
sources.
Women
managers,
panic
managers,
african-american
managers
of
Texas,
Municipal,
League,
National,
League
of
Cities
reality
is
we
put
it
in
ICMA
everybody?
F
That's
qualified
has
seen
it
and
they're,
seeing
it
multiple
times
when
we
use
the
other
publications
value
of
the
other
publications
is,
if
we're
sincerely
interested
in
diversity.
We
make
that
outreach
effort
and
we
tell
people
yeah.
You
may
have
seen
this
other
places,
but
we
are
serious
about
this
and
in
addition
to
that
we
do
our
own
networking.
So
it's
enough
time.
G
Superintendent,
sir,
we
hired
we
hired
a
company,
they
came
in
with
I
believe
they
were,
they
went
out.
There
broke
it
down
from
nine
to
five
for
four,
then
administration
broke
it
down
to
three
and
then
the
three
were
presented
to
the
board
in
executive
session.
We
value
we
interviewed
all
of
three
over
the
same
time
and
then
Maidan.
We
voted
on
who
our
recommendation
with
so
well.
The
committee
didn't
make
the
recommendation
for
us.
G
They
gave
us
a
pool
of
three
people
and
with
these
three
people
that
that
we
said
that
I
would
say
we
send
the
City
Council.
They
interview
them
those
three
and
make
a
decision
based
on
those
three
and
I
think
it
worked
on
three
or
four.
Whatever
we
decide
to
do,
but
I
think
that
they
need
to
make
a
religion
if
you
get
10
or
12,
you
break
it
down
to
6.
This
community
work
interview
those
break
those
down
to
3
or
4.
This
is
what
we're
sending
the
council
and
that
they
make
a
recommendation.
F
G
That
we
were
just
we
were
actually
the
boil
it
when
they
came
in
here
this
is
they
didn't
rank
up
for
us
they're
telling
them?
That's
your
that's
up
to
you
are
we're
not
going
I
gave
him
one
hundred
and
seventy
and
eighty
now
there
are
three
candidates.
You
are
interview
and
we
were
fine
with
the
three,
because
those
are
the
three
I
will
recommend
it
to
us.
They
they
didn't
put
them
in
in
first
second
and
third
days,
and
these
are
the
three
that
you
need
to
look
at
and
maybe
they.
G
G
F
F
A
Speaking
about
the
process,
one
of
the
things
that
I
that
I
want
to
challenge
the
committee
and
I
want
to
ask
for
this
committee,
because
this
is
this,
with
all
exceptions
or
beheadings,
as
we
appointed
to
this
to
serve
now.
We
want
to
this
is
a
very
important
decision
and
we
have
our
share
of
experiences
and
we
are
being
looked
upon.
A
It's
it's
not
a
partial
six,
four
votes,
five,
five,
whatever
the
kind
of
you
know
all
something
we
see,
but
we've
got
to
come
in
here
with
the
best
recommendation,
good
recommendations,
and
then
we
hope
we
all
in
this
group
and
I
believe
we
do
have
that
ability
of
the
white
quarter.
The
people
that's
makeup
of
this
committee.
We
can
reach
that,
but.
C
G
G
C
E
A
C
G
F
A
We
in
the
process
as
well
to
you,
we
understand
already
the
timetable
and
how
you're
going
to
go
about
it,
the
search
going
through
your
sources
and
then
eventually,
you
know,
hopefully
identify
at
the
whatever
that
meeting
would
be
perhaps
by
September
to
come
back.
Is
that
correct?
What's
a
number
of
individuals
that
you
are
considering
for
reviewing?
Is
that
September
5
time
for
any
one
of
your
major
committees,
aware
of
the
timetable
we're
looking
at
as
well
and
in
the
opposite?
G
A
G
A
I
think
you
don't
think
there's
anybody
in
this
form
right
here
would
disagree
with
you,
but
you're
gonna
see
I.
Think
we
I
think
it's
it's
commendable
to
wait.
The
city
has
continued
to
operate
as
it
is
right
now.
So,
thank
you.
The
staff
as
well
for
your
support
and
this
I
know
you
got
your
hands
full.
You
got
your
plate
full
you
know,
but
but
I
suppose
so
right
now,
we've
heard
from
mr.
mr.
Slavin
is
anyone?
Would
you
like
to
be
in
the
observations,
any
thoughts
about
your
visit
as
well.
E
A
F
Talked
about
a
lot
of
those
things
today,
I
was
interested
in
some
things
that
would
help
us
sell
the
city.
We
talked
to
staff
about
it.
We've
tough,
you
folks
about
it
interested
in
some
of
the
things
that
that
would
characterize
an
ideal
candidate.
Some
of
that
information
came
to
us
today,
some
of
it
in
writing
that
will
go
into
the
profile
that
I
want
you
to
take
a
look
at
and
and
comment
about.
F
The
announcement
that
I
will
put
together
is
basically
a
little
information
about
the
city,
little
information
about
the
way
it's
organized
talking
about
the
requirements
of
the
job,
not
necessarily
all
the
details
about
ideal
candidates
that
will
be
in
the
profile.
It
will
refer
to
the
profile
so
we'll
need
to
have
that
follow.
F
A
lot
of
similar
same
as
the
information
and
the
first
part
of
the
profile
draft,
which
has
been
reviewed
and
is
continuing
to
be
reviewed.
In
fact,
they
kept
reviewing
it
today
and
giving
me
different
versions
of
us.
Oh
I
know
they're
looking
ahead
and
they're
improving
it.
So,
yes,
it'll
go
with
them
before
any
place.
F
That
what
affirmations
of
profile-
that's,
not
the
announcement
that
is
missing
some
information
and
that
information
you'll
see
where
it
says
to
be
completed,
or
something
like
that.
That
information
is
what
I've
gathered.
What
we've
gathered
over
here
today
and
and
but
what
is-
and
that
is
not
the
information
that
we
need
for
the
announcement,
which
is.
A
F
Yes,
the
question
about
what
needs
whether
or
not
the
staff
foolproof
but
they're,
going
to
take
see
next
within
a
very
short
time,
with
a
day
or
two
is
a
what
we
call
a
job
announcement
which
is
basically
classified
ad,
which
is
based
on
the
information
is
in
there.
But
what
is
missing
from
that
would
not
go
into
the
announcement
anyway.
A
I
A
And
that's
along
the
same
well,
we
had
discussion
about
the
compensation.
How
would
it
go
about
through
the
discussion
about
the
compensation
package
and
try
to
ask
the
candidates
to
consider
what
their
ask
is,
and
we
would
come
back
at
a
later
date
to
present
that
to
the
committee?
Is
that
correct?
Yes,.
F
A
A
A
Well,
I
would
have
the
discussion
about
what
we
heard
write
down.
Regards
the
you
know.
The
last
item
on
the
agenda
is
to
schedule
the
next
meeting
and
I
think
it's
important
I.
Guess
we
get
some
thoughts
from
you
all
that
the
the
continuity
of
these
meetings
and
where
we
could
be
there's
August
25th
date,
that's
already
bit,
let's
put
before
us
for
them
do
the
admission
research
and
then
we're
talking
about
September.
So
what
we
could
do
is
we
could
let
you
know
either
decide
right
now
or
go
to
the
same
process.
A
We
did
here
this
nice
to
have
that
the
fingers
this
allow
us
to
reach
out
to
you
for
a
possible
next
meeting
date,
rather
than
try
to
schedule
one
today
and
allow
them
to
roll
out
the
brochure
and
see
what
kind
of
response
to
get
and
then
let's
get
back.
Does
that?
Would
that
be
appropriate
for
you
all?
We.
A
A
I
F
G
A
You
can
communicate
to
it,
I
don't
know
which
way
does
the
best
way
to
communicate
by
text.
Hey,
you
know,
I
need
you
did.
Let
us
know
that
you're
here
on
your
way,
because
right
we
do
want
to
make
sure
there's
that
someone
is
showing
up
what
so
we
don't
have
a
quorum.
You
know
dissipated
and
form,
or
not
so.
A
It's
basically
its
intended
to
just
as
a
reminder
that
you
know
is,
but
you're
always
call
it.
My
military
background,
there's
five
to
thirty
who
start
531.
When
I
could
change
the
hour,
we
could
change
about
what
we
could
change
it
to.
Let's
all
start
at
that
time,
you
know,
but
just
let
us
know
if
you're
under
labor,
communicate
or
you're
not
to
be
able
to
make
it
yeah
yeah
all
right.
Double
unity
for
the
business.