Shame on the City Council

In leadership roles within public agencies, the common practice often involves promoting the next person in line for a position. While this approach may have its merits, it’s not always the wisest strategy. Promoting employees solely based on their tenure comes with a set of advantages and disadvantages that warrant careful consideration:

Advantages of Tenure-based Promotion:

1. Loyalty and Stability: Long-term employees often exhibit a strong sense of loyalty to the organization and possess an in-depth understanding of its culture and operational processes.
2. Employee Morale: Recognizing and rewarding tenure can significantly boost morale and motivation among staff, as it demonstrates the company’s commitment to and respect for their years of service.
3. Retention: Tenure-based promotion can encourage employees to stay with the company for an extended period, as they perceive their tenure as valuable and a potential pathway to career advancement.
4. Predictability: It offers a clear and predictable route for career progression, simplifying human resources planning and employee expectations.

However, while these advantages are compelling, there are critical downsides to consider as well, particularly when it comes to the El Cerrito City Council’s approach. The Council did not consider anyone else besides the Assistant City Manager. 

Disadvantages of Tenure-based Promotion in the El Cerrito City Council:

1. Skill Mismatch: Tenure doesn’t necessarily correlate with skill or leadership ability. Promoting employees solely based on tenure can lead to placing individuals in roles for which they are ill-suited. In the case of El Cerrito, this mismatch became apparent when the city’s bond rating dropped precipitously. The bond rating has yet to recover.
2. Complacency: Relying solely on tenure as a promotion basis may foster employee complacency. They might rest on their laurels rather than actively striving to develop new skills or enhance their performance. El Cerrito’s city staff, for instance, appeared to be complacent, failing to improve their mediocre performance.
3. Lack of Innovation: Long-term employees may resist change, potentially stifling innovation and the introduction of fresh ideas. Even when the State Auditor raised concerns about El Cerrito’s governance, the initial response of city management was to discredit the Auditor rather than address the issues, leading to a lack of progress and innovation.
4. Potential for Stagnation: An organization that predominantly promotes based on tenure may become stagnant, lacking diverse perspectives and fresh approaches to problem-solving. El Cerrito’s reliance on external consultants for financial and information technology matters is a testament to this stagnation.

In light of these disadvantages, it is evident that the El Cerrito City Council’s decision to promote solely based on tenure has been detrimental. Despite the State Auditor’s damning assessment and the city’s declining performance, the council has failed to take corrective action. There are no established performance standards or a clear plan for rectifying past mistakes, leaving the city and its citizens in a precarious situation.