HomeMy WebLinkAboutFwd: Thoughts or Feedback
Mike Plane
From:Shayne Nope
Sent:Tuesday, May 24, 2022 04:06
To:Gretchen Scott; Kristen Kohntopp
Subject:Fwd: Thoughts or Feedback
See email thread below. Thought you might find it interesting.
Sent from my iPhone
Begin forwarded message:
From: Warren Wilson <wwilson@postfallsidaho.org>
Date: May 23, 2022 at 7:14:36 PM EDT
To: "ADAMS, RANDY" <radams@cdaid.org>, Bill Nary <bnary@meridiancity.org>, Michael Kirkham
<MKirkham@idahofallsidaho.gov>, Shayne Nope <snope@tfid.org>, "Charles
Wadams (cwadams@GARDENCITYIDAHO.ORG)" <cwadams@gardencityidaho.org>, Kayla Hermann
<khermann@cityoflewiston.org>, mbautista@ci.moscow.id.us
Cc: Kurt Starman <kstarman@meridiancity.org>
Subject: RE: Thoughts or Feedback
\[EXTERNAL SENDER\]
Post Falls has recently been looking at succession planning but we don’t have a good policy to address
this yet. We generally do either an internal or external recruitment but it seems a bit silly when there is
one obvious internal candidate who has been prepared to step into that role. We have, on rare
occasion, just filled the position (our rule isn’t mandatory, it’s more silent on the issue) with the obvious
choice but I’m not crazy about that. I hope to craft something in the near future.
Warren
From: ADAMS, RANDY <RADAMS@cdaid.org>
Sent: Monday, May 23, 2022 3:15 PM
To: Bill Nary <bnary@meridiancity.org>; Michael Kirkham <MKirkham@idahofallsidaho.gov>; Shayne
Nope <snope@tfid.org>; Charles Wadams (cwadams@GARDENCITYIDAHO.ORG)
<cwadams@GARDENCITYIDAHO.ORG>; Kayla Hermann <khermann@cityoflewiston.org>;
mbautista@ci.moscow.id.us; Warren Wilson <wwilson@postfallsidaho.org>
Cc: Kurt Starman <kstarman@meridiancity.org>
Subject: RE: Thoughts or Feedback
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unless you recognize the sender and know the content is safe.
We don’t have a formal succession plan. When the City Attorney position came open recently, City staff all thought
there was a logical successor in-house, but one city councilmember wanted an external recruitment. We did an
external recruitment and still ended up promoting from within the department.
Our Personnel Rules generally govern hiring, in a manner probably similar to yours, with both internal and external
recruitments happening. I can’t say the Rules have been applied consistently or with a great deal of logic.
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Rule 9, Section 2, provides:
Whenever a vacancy is to be filled, the department head, or designee, shall notify the Human Resources Director.
If there is no re-employment list available for the class, the department head, or designee, shall have the right to
decide whether to fill the vacancy by reinstatement, transfer, demotion, appointment from an entry level or
promotional eligibility list, or appointment from a new recruitment.
We generally do external recruitment for vacancies. However, there is a separate rule for promotions. Rule 13,
Section 2, says:
Insofar as consistent with the best interests of the competitive service, all vacancies in the competitive service may
be filled by promotion from within the competitive service, after a promotional examination has been given and a
promotional list is established. If, in the opinion of the Human Resources Director and the Department Head, a
vacancy in the position could be filled better by an open-competitive examination instead of promotional
examination, then such arrangements for an open-competitive examination and for the preparation and
certification of an open-competitive employment list shall be made.
Although the Rule talks about examinations and promotion list, in practice this Rule applies even when there is no
examination or list. We recently hired a new Fire Chief by promotion from within. There had been some discussion
of doing an external search, but the Fire Union wanted an internal recruitment only and the City went along with
the Union request.
About 7 years ago, we did an external recruitment for a new Police Chief. I don’t know why it was determined to
go external. However, when a Captain’s position opened up a couple of years later, the new Chief wanted an
external recruitment, which made some lieutenants in the department upset. That recruitment led the City to hire
a Captain from the same out-of-state department our new chief had come from.
So, our policy is kind of flexible.
Randall R. Adams
City Attorney/Legal Services Director
(208) 769-2350
radams@cdaid.org
From: Bill Nary <bnary@meridiancity.org>
Sent: Monday, May 23, 2022 2:50 PM
To: Michael Kirkham <MKirkham@idahofallsidaho.gov>; Shayne Nope <snope@tfid.org>; Charles
Wadams (cwadams@GARDENCITYIDAHO.ORG) <cwadams@GARDENCITYIDAHO.ORG>; Kayla Hermann
<khermann@cityoflewiston.org>; mbautista@ci.moscow.id.us; wwilson@postfallsidaho.org; ADAMS,
RANDY <radams@cdaid.org>
Cc: Kurt Starman <kstarman@meridiancity.org>
Subject: Thoughts or Feedback
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opening attachments or clicking links, especially from unknown senders.
I was reaching to just a few in-house attorneys on this recent issue because I don’t think many contract counsel
would get involved in this area. Have any of you worked with your HR Department or Manager on a policy
regarding Hiring, Recruitment, Selection, Promotion, Transfers etc.? Our current policy mandates that all City
hiring must go thorough an internal and sometimes external process. Some our departments are wanting to
create a succession plan for future promotions that would not require any process for hiring or promotion from
internal candidates. Have your City’s addressed this issue and if so can you share with your way of addressing this?
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Bill Nary | City Attorney & Risk Manager
City of Meridian | City Attorney’s Office
33 E. Broadway Ave., Meridian, Idaho 83642
Phone: | (208) 898-5506
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