CITY COUNCIL STAFF REPORT
MEETING DATE: March 2, 2016
PREPARED/APPROVED BY: Steve Tate, Mayor
Title
CITY MANAGER AMENDED AND RESTATED EMPLOYMENT AGREEMENT
END
RECOMMENDATION(S)
RECOMMENDATION
Approve the City Manager’s Amended and Restated Employment Agreement.
BODY
COUNCIL PRIORITIES, GOALS & STRATEGIES:
Ongoing Priorities
Enhancing public safety
Protecting the environment
Maintaining fiscal responsibility
Supporting youth
Fostering a positive organizational culture
Preserving and cultivating public trust
2016 Focus Areas
Planning Our Community
Developing Our Community
Enhancing Our Services
Improving Our Communication
Participate in Regional Issues
REPORT NARRATIVE:
Steve Rymer assumed the role as Morgan Hill's City Manager on February 4, 2013. Annually, the City Council is required to evaluate the City Manager's performance. The primary purpose of the evaluation is to facilitate open and frank discussion, define roles and expectations, identify performance strengths and weaknesses, and provide an opportunity for the City Manager to take affirmative action to address weaknesses and areas needing improvement. As part of this process, the City Council and City Manager review the existing City Manager Employment Agreement and agree upon any amendments to compensation or any other terms.
As a result of Mr. Rymer’s successful third year as Morgan Hill’s City Manager, I am recommending that the City Manager's Employment Agreement be amended and restated. A few key revisions include:
• Five percent (5%) salary merit increase for his 2015 performance retroactive to the pay period ending on February 13, 2016
• The term of agreement to expire on June 30, 2018
• Administrative leave increased by 20 hours each fiscal year
• Administrative leave maximum accrual increased by 40 hours
COMMUNITY ENGAGEMENT: Inform
ALTERNATIVE ACTIONS:
Direct Council’s negotiation team to continue discussions with Rymer and return with different terms.
PRIOR CITY COUNCIL AND COMMISSION ACTIONS:
The City Manager performance evaluation takes place annually at the beginning of the year during noticed closed session.
FISCAL AND RESOURCE IMPACT:
A 5% merit increase equals $10,800 annually and would bring Rymer’s annual salary to $228,000.
CEQA (California Environmental Quality Act):
Not a Project
LINKS/ATTACHMENTS:
Amended and Restated Employment Agreement