Performance Management

Part ii

Karen Pinkos is the City Manager for the City of El Cerrito. As the City Manager, Karen serves as the City’s chief executive officer and is responsible for the management of all affairs and departments operating within the City. Karen is committed to the mission, vision, and values of El Cerrito and works with the City Council to turn policies into results for the residents, businesses, and visitors of our community.

The community recently received good news.

After years of plummeting, the sales tax and bond ratings have rebounded. But for how long? How does the Council sustain the growth?

Has anyone else wondered about the requirements for the CM? How does the Council determine contract extensions, salary increases and other perks?

El Cerrito City Council, please do share.

EECRG conducted some research and consulted with Council members from healthier cities that are of similar size. There were common themes among them. One theme centered around, transparency and accountability. Community leaders also stressed the importance of honoring your commitments. For example, the El Cerrito website says the city manager turns policies into results.

Has anyone seen such policies?  And if so, where are the results?  

EECRG was able to speak to 11 of the 13 community leaders we reached out to. Read on for more of their feedback:  

 

Managing a City Manager’s performance involves several key steps:

 

1. Setting Clear Expectations: Define the City Manager’s role, responsibilities, and performance metrics. These should align with the company’s strategic goals. Enlist the CM in establishing those goals

 

2. Regular Performance Reviews: Conduct regular evaluations to assess the CM’s performance against established criteria. These reviews should be conducted quarterly and eventually annually.

 

3. Goal Setting: Collaboratively set specific, measurable, achievable, relevant, and time-bound (SMART) goals with the CM. These goals should tie into the city’s objectives.

 

4. Feedback and Communication: Maintain open and honest communication with the CM. Provide constructive feedback and encourage them to seek input from the the council, executives, and employees.

 

5. Accountability: Hold the CM accountable for their actions and decisions. Ensure they are aligned with the city’s values and culture.

 

6. Compensation and Incentives: Consider linking compensation and incentives to performance outcomes. This can motivate the CM to achieve established goals.

 

7. Professional Development: Support the CM’s growth by providing opportunities for professional development and training.

 

8. Succession Planning: Develop a succession plan to ensure a smooth transition if the CM’s performance falters or they decide to leave.

 

9. Board Oversight: The City Council is crucial in overseeing CM performance and making necessary decisions, including retention or replacement.

 

10. Adaptability: Be prepared to adapt the performance management process as needed to address changing business conditions and strategic priorities.

Ultimately, effective CM performance management is a dynamic process that requires ongoing attention and collaboration between the CM and the Council.

How does El Cerrito line up?