Fort Walton Beach Council agenda — 08-27-13--regular — reading text

NraN fCNdOIT M Anderson: Great job of working with county and other municipalities on mutual projects and issues. Goodwin: None. gossom: Difficult to assess in short lime -frame. Needs to completely transition from "Director' to " Executive Officer" in terms of relationships, behaviors, appearance. disclosure, pnoritizing, communications, etc. Take the lead & remain in front of change. Differentiate between " urgent' and " important- priorities urgent make noise, only yield 20% retum; important are silent, yield 80% remm). Delegate wisely to direct reports. Increase time spent as a visionary and decrease time spent operationally. Has potential to be a snore and effective leader. _ Griggs: None. Jamieson: I can' t think of any negative or areas that need to be addressed. Mead: None. Rigdon: Mr. Beedie has shown the ability to have high standards in his type of work and communicates well with all workers. Rynearson: Mr. Beedie' s honesty & integrity are above reproach. He demands the same high ethical standards of his key staff and employees that he sets for himself.  15. 4.6 Charter Officer: Michael Beedie, City Manager Evaluation Period: 07/ 31/ 2012 —08/ 01/ 2013 min o t 0 1 m3 W 0Ou UCmaL N Mead ONTLL ry Rigdom Mr. Beedie has gone out into the community and worked with some departments such as the Fire & Sewer e and he needs to continue to make himself a better manager. Rynearsom Mr. Beedie has effectively and efficiently elevated the morale of the City employees to new levels and once a again made the City of Fort Walton Beach a good place to work. ReR T Anderson: Reduce " political" advice to Council Goodwin: While not a deficiency, Mr. Beedie should continue to develop and grow his assistance to Council in helping Council avoid potential pitfalls in budgeting human resources and community perception and outreach. gossom: Continue to develop as a visionary leader. Increase availability to City employees. Be in front of change. Restructure ineffective ( holdover) relationships with City employees and/ or direct reports that do not help them transition to the changed organizational responsibility /role. Expand reports regarding meetings with other government Jamieson: Again being new I have not seen any weaknesses. Mead: - Rieder: Mr. Beedie has strong management abilities. I know we all have weaknesses but I do not see any in him. Rynearson: None observed. Anderson: Return to weekly published departmental updates to Council and Mayor. Goodwim Assist Council and the City in marketing FWB; work with Council and industry stakeholders to attract desirable employers to FWB; continue to work to remove blight and promote redevelopment, including calming traffic where appmptiale gossom: Convey details when providing information ( ask if more information is needed). Differentiate between urgent and important and minimize time spent on urgent. Delegate operational and focus on long- term/ visionary. Transition fiom `Director to " Executive Officer". Establish official communication mechanisms for informing all employees of personnel and functional changes /events Griggs; Help homeowners —Review the burden of permit fees. Devise methods to bring new industry to City. Help existing small businesses —Review regulations & licensing fees. Actively and publicly support the military. Jamieson: Marketing our City to attract more people and to expand on our waterfront opportunities for the citizens of  ISAb FWB and those visiting our area and have them want to return again. Mead: Bodoni. Mr Beedie needs to continue in his management to better the City of Fort Walton Beach. Rynearson: A long term facilities upgrade, consolidation, or replacement plan for all City owned and operated buildings work locations. Nn N RNMC AllT  15. 4. c City of Fort Walton Beach Charter Officers Performance Evaluation Charter Officer: Hayward Dykes City Attorney Evaluation Period: 08/ 01/ 2012 — 08/ 01/ 2013 NC Charter Officers are evaluated annually on their professional, interactive, communication and F administrative skills. Each skill is scored as Outstanding, Exceeds Expectations, Meets Expectations, A Needs Improvement or Unacceptable. Certain skills can be scored as Not Applicable if it does not or pertain to the Charter Officer and Not Observed if Mayor or Council has not observed that particular trait. Each of these skills have been assigned a score from 0 - 5 in order to generate an evaluation score for kOmV each Charter Officer. The evaluation score will be used to award Charter Officers ( Employees) the same tm monetary gains as General Employees based on the criteria as directed by Council ( a Performance r Incentive check or Performance Evaluation Extra Leave Time). M The skills are scored as follows: NON LL NnQN_ Not YOTNQ'C a. Charter Officer Dykes' eollective evaluation is attached and his averaged scores are as follows: Administrative Skills As a contract employee, Mr. Dykes is not eligible for a performance incentive.  15. b. d City of Fort Walton Beach Charter Officers Performance Evaluation Score Sheet 0 Charter Officer: Hayward Dykes, City Attorney m A Evaluation Period: 07/ 31/ 2012 - 08 /01/ 2013 w' dV_ QQ CraCry 9 UU T y T rr 00