Five Fort Smith City Directors discuss preferences on hiring new city boss

At least three Fort Smith City Directors say government leadership experience is not a necessity in the search for a new city administrator, with Vice Mayor Kevin Settle hoping to have a new person on the job by the end of the year.

The search for a new city administrator began following the July 10 sudden resignation of City Administrator Ray Gosack. After serving almost 12 years as a Fort Smith deputy city administrator, Gosack was hired Jan. 4, 2011 as city administrator.

Deputy City Administrator Jeff Dingman was named interim city administrator, and he has said he will apply for the job.

The City Wire recently submitted several questions about the search for a new city boss to Mayor Sandy Sanders and the seven City Directors. Directors George Catsavis, Don Hutchings, Keith Lau, Mike Lorenz and Kevin Settle responded. Sanders, and Directors André Good and Tracy Pennartz did not respond. Following were the questions asked of the elected officials.
• When would you hope to have a person hired for the job? 60 days? 90 days? by the end of the year? other?

• Do you believe viable candidates should have municipal or some other form of government sector leadership?

• How many years of experience do you prefer, and does it matter the size of the city/county government in which that experience was obtained?

• Would you consider a person with a broad and successful business background for the job even if that person does not have experience in managing a public body? Please explain.

• Fort Smith has never had a minority (female, non-caucasian, etc.) in the top spot. Do you think the city should do more to encourage more minority applicants?

• Do believe there is an advantage, disadvantage or neither to hiring from within the ranks to fill the top spot? Please explain.

• Are you a supporter of the form of government under which the city now operates?

• What do you think should be some of the top priorities of the person hired as city administrator?

TIMELINE, EXPERIENCE
As to hiring a new top boss, the consensus among the five responses would be 90 days at the earliest, with it possibly taking up to six months. One Director is not interested in setting an expectation for time to hire.

“I don't have a timeline,” said Director Keith Lau. “I want the right person for the job and if it takes months to find that person then so be it.”

The type of experience drew mixed responses among the five. Director Hutchings said government experience “would be extremely important” and “is a must for me.”

“This job is too crucial to hire a rookie,” Hutchings said.

But the other Directors were not so adamant about government experience. Directors Settle and Catsavis said they would consider a person with a business/private sector background only, but preferred some level of government experience.

Director Lorenz said if the person doesn’t have government time, they need to have managed an organization similar in size.

“I am open to non-governmental experience as a good leader can successfully lead regardless of prior experience. The experience should be in a similar size organization in regards to personnel and revenue whether it be governmental or private sector experience,” Lorenz said.

Lau seemed to prefer a private sector background over public sector.

“I would definitely welcome a person with a broad and successful business background. I think a person with such a  background is perfect for the position,” Lau said.

MINORITY RECRUITMENT, FORM OF GOVERNMENT
On the point of minority applicants, all the Directors who responded were open to considering all applicants regardless of race, gender and other backgrounds. Lorenz said he hoped for a “very diverse applicant pool,” and Catsavis said the city should encourage more minority applicants. Lau took a different angle with his response.

“The fact on whether a candidate is a minority or not  has no bearing on my hiring decision. Should we encourage more minority applications? Of course we should. The real test is finding a candidate who if hired  is willing to make the commitment to assuring  our work force is representative of our population,” Lau noted.

On the question of hiring from within, the consensus of the Directors who responded was that they do not see it as an advantage or disadvantage. Hutchings said he preferred an insider.

“It helps to know our history,” he explained.

All five Directors said they support the current form of government. Catsavis said no form of government has all the answers.

“I've been on the board over six years and I have no problem with the current form of government. Is it perfect? No, but government is government no matter what form of government you have. It just boils down to the people you have running it,” he said.

As to top priorities for the new person, the responses were broad. Following are their responses, with only minor edits for clarity.

• Director Catsavis
“The top priorities I’m looking for from a new city administrator is someone who will promote business growth, have a good working relationship with the board, promote a business friendly atmosphere, (and) have good interaction with the public.”

• Director Hutchings
“Good ‘abs.’ Aggressive But Submissive. What I mean by that is finding a leader who isn't afraid to think outside the box and take us to new plateaus, but is also humble enough to help the least & lowest on our city's team.”

• Director Lau
“The top priorities should be:
Cost Control when implementing our $480 million EPA consent decree.
Structuring long term sustainable  fix to our underfunded pension obligations.
Balanced budgets and managing financial results in the current operating year.
A fixed asset program to account for assets being purchased.
A centralized purchasing program.
A enterprise information system linking all departments together.
Re-engineering our processes with the customer/ citizen in mind.
Demanding a workforce which is representative our our population.”

• Director Lorenz
“I do not want to get into specific priorities because I believe those should be determined by the administrator but the next administrator must be able to improve communication from citizens through the elected board and staff in a manner that promotes positive relationships and be a strong leader that is not afraid to step up, make the tough decisions and lead the city into the future. Also expect a pro-active thought process that will look to resolve issues before they become an issue and be able to transform the culture of city government.”

• Director Settle
“Working through the consent decree, improve communications, Police and Fire Pensions, General Fund balances, and balanced budgets.”