HomeMy WebLinkAboutResolution No. 26-101RESOLUTION NO. 26-101
A RESOLUTION OF THE CITY OF ATLANTIC BEACH, FLORIDA,
APPROVING AND ADOPTING THE CITY MANAGER SEARCH AND
SELECTION POLICY; AUTHORIZING THE CITY MANAGER TO
EFFECTUATE THE PROVISIONS OF THIS RESOLUTION; AND PROVIDING
AN EFFECTIVE DATE.
WHEREAS, the City Commission of the City of Atlantic Beach desires to establish a
transparent, merit -based, and legally compliant framework for recruiting, evaluating, and appointing an
Interim City Manager or permanent City Manager; and
WHEREAS, establishing a formalized policy ensures that all Commission discussions,
candidate evaluations, public record disclosures, and contract negotiations strictly adhere to Florida law
and public transparency standards; and
WHEREAS, the proposed City Manager Search and Selection Policy defines comprehensive
procedures for interim appointments, pre -approval of executive salary and benefits packages, search and
screening protocols, and final contract execution timelines; and
WHEREAS, the City Commission finds that adopting the City Manager Search and Selection
Policy is in the best interest of the City and promotes sound governance and operational stability.
NOW THEREFORE, be it resolved by the City Commission of the City of Atlantic Beach as
follows:
SECTION 1. The City Commission hereby approves and adopts the City Manager Search and Selection
Policy, attached hereto as Exhibit A and incorporated herein by reference.
SECTION 2. The City Commission hereby authorizes the City Manager to take all appropriate and
necessary actions in accordance with and to effectuate the provisions of this Resolution.
SECTION 3. This Resolution shall take effect immediately upon its passage and adoption.
PASSED AND ADOPTED by the City of Atlantic Beach, Florida, this 10th day of August, 2026.
Attest:
Donna L. Bartle, City Clerk
Approved as to form and correctness:
Jason aiel, t Attorney
EXHIBIT A
City Manager Search and Selection Policy
City of Atlantic Beach
1. Purpose
This policy establishes a transparent, merit -based, and legally compliant process for
recruiting, evaluating, and appointing an Interim City Manager or permanent City Manager.
2. Legal Compliance
All Commission discussion, deliberation, and voting on a City Manager or Interim City
Manager appointment shall occur in a properly noticed public meeting, consistent with
Florida law. Application materials and related communications are public records when
received, and candidates must be notified of that fact. Any exempt personal information for
the selected executive shall be handled in accordance with Florida law.
3. Interim Appointment
The City Commission may appoint an Interim City Manager by majority vote in a public
meeting. The interim appointment is exempt from the formal permanent -search process.
The Commission shall set interim compensation at the time of appointment, and the
agreement must comply with applicable statutory limits. The Interim City Manager shall
have full authority to perform the duties of the office.
4. Salary and Benefits Package
Before a permanent search begins, the Commission shall approve the salary range, benefits
framework, and estimated total employer cost of the position. The City shall present this
information publicly, including base salary and all employer -paid costs, to promote
transparency and avoid negotiation impasses. The approved package shall serve as the
basis for recruitment and final contract discussions.
5. Interim to Permanent Appointment
If the Commission selects the Interim City Manager as the preferred candidate for
permanent appointment, the City Attorney and authorized representative shall present a
written contract reflecting the approved salary and benefits package. Final negotiations
shall be completed within 14 calendar days, and the contract shall be returned to the
EXHIBIT A
Commission for ratification at the next available meeting. If negotiations fail, the
Commission shall begin a permanent search.
6. Permanent Search, Screening, and Final Selection
The permanent search may be led by an outside recruiter or by internal staff. The position
shall remain open for at least 45 days and be advertised through appropriate professional
and municipal channels. Staff shall screen applications, verify minimum qualifications, and
conduct background, reference, and credential checks as appropriate. The Commission
shall receive the semifinalist slate in a public meeting and vote to identify finalists. Finalist
interviews, public comment, and Commission deliberations shall occur in compliance with
Florida law. After the Commission selects a preferred candidate, the City Attorney and
authorized representative shall present a written contract reflectingthe approved salary and
benefits package. Final negotiations shall be completed within 14 calendar days, and the
contract shall be returned to the Commission for ratification at the next available meeting.
If negotiations fail, the Commission may proceed to the next -ranked finalist or direct staff to
continue the search.