A central topic of the meeting was Mr. Flowers’ consideration of an offer from Madison, which has led to a dilemma for the Crescent City Commission. The competitive terms offered by Madison, including enhanced pension contributions, have made the decision challenging for Mr. Flowers, who has not yet signed a contract. The commission discussed whether to adjust their proposal to meet his requests for a split compensation plan during the probationary period, a flat moving expense reimbursement, and other contract modifications. These requests reflect a desire for greater job security and are seen as typical in municipal agreements, according to insights shared during the meeting.

The commissioners were urged to act swiftly to prevent losing Mr. Flowers to Madison, with suggestions to revise their salary offer, currently set at $110,000, to better align with market expectations. The urgency was compounded by concerns over the speed of Madison’s response during their commission meeting, which may have given them an advantage. Discussions revealed that Mr. Flowers had expressed a genuine interest in working for Crescent City, despite the attractive offer from Madison.

In addition to Mr. Flowers’ situation, the commission debated the broader hiring strategy, questioning the effectiveness of their previous candidate search and advertising efforts. A proposal was made to reopen the position for 90 days to attract a broader pool of candidates and to assess potential improvements in advertising strategies. There was a sentiment among some commissioners that the process felt rushed, limiting the diversity of the candidate pool, particularly as it occurred during a holiday period.

As part of the discussions, it was suggested that the city conduct informal salary studies by comparing compensation packages in similar-sized municipalities in Florida. These studies would help ensure that the commission’s offer is competitive and reflective of the responsibilities associated with the city manager role, especially considering the presence of an assistant city manager, a role not common in all small towns.

The interim city manager, Mr. Brillhart, also featured in the meeting as he requested a salary increase from $7,500 to $9,000 per month. The request was framed as an emergency item due to challenges in finding permanent housing and the need for continuity in management during the ongoing search for a new city manager. The commission agreed that the increase would not impact the budget as it would not include additional benefits such as retirement or health insurance.

The commission also recognized the importance of having clear and structured contracts to avoid complications seen in previous negotiations. A suggestion was made to consider using a “blank” contract template to prevent any potential offense to new candidates, allowing for a fresh start in negotiations. It was further proposed to schedule a workshop on February 12 to address contract and compensation packages comprehensively.

A commissioner noted the potential pitfalls of engaging in a “bidding process” and emphasized the need for caution in future negotiations to avoid being blindsided by higher offers from competing cities.