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<br />34 <br /> <br />August19,1988 <br /> <br />To: Mayor Morris <br /> Members of the City Counc-il <br />From: Billy G. Moore~ <br />Subj: Replacement for City Manager <br /> <br />As I will be unable to attend the meeting of August 22, I offer <br />the following for your consideration and to be entered into the <br />record: <br /> <br />I have given careful consideration to the matter of choosing <br />a replacement for the City Manager. I have discussed several <br />options with members of the community. I have discussed the <br />matter at length with each and all of you. And I have had both <br />informal and formal interviews with the current Assistant City <br />Manager. I have conaluded that I would support offering the <br />position to Larry Gilley at a beginning salary of $51,060 plus <br />car allowance and the usual benefits accompanying the position. <br />I would propose a formal assessment at three months and an eval- <br />uation at six months, at which time the position and the indi- <br />vidual's pe~formance would be reviewed. I would suggest thirty <br />(30) days' severance allowance should either party elect to ter- <br />minate the arrangement: however, I could agree to mutual sixty <br />days, if that be the consensus. Mr. Gilley has earned promotion. <br /> <br />In my opinion, there are several important conditions which <br />recommend this course of action: <br /> <br />1. <br /> <br />A current employee turnover rate needing stabilization <br /> <br />Continuity for the work we have begun, which is now <br />starting to bear fruit <br /> <br />2. <br /> <br />3. <br /> <br />Significant savings in personnel costs, both by the <br />temporary attrition of the executive position of Assist- <br />ant Manager, and in light of the very real possibility <br />that the "best" candidate emerging from a search, if he <br />or she had the training, talent and experience we need, <br />would demand a very significant salary upgrade to come <br />to San Marcos <br /> <br />4. <br /> <br />The ability of the incumbent to continue with the cur- <br />rent agenda without interruption for a learning period. <br /> <br />The interest and experience of the incumbent in high- <br />priority activities such as teambuilding, personnel <br />effectiveness, economic development, budgeting and <br />management information, as well as open communication. <br /> <br />5. <br />