County administrator resignation and search process

2:56:34Uh thank you Madam Chairman Board. I'll try to be brief. As you are aware, um Many and I over the last several years have made several uh mission trips, short-term trips uh overseas to Um and we've been filling as part of that a call uh towards a new endeavor and er in an area of impact. So over that period of time. We've been working to prepare for and are now ready to announce that later this year we will be relocating overseas as part of a team that will be providing leadership training and development in local churches as well as working with the local nationals and establishing new churches.

2:57:04Therefore, while it saddens me uh to leave this outstanding team we've developed Um I am hereby resigning, announcing my resignation as county administrator, effective Thirtieth of September. Uh there's more details in the letter Joanne is passing out. I will say the words cannot express the appreciation have both for the the board. and for our team and the support you've given me over the last five years, all the work we've done uh Everything we could have we've accomplished would not have been possible without that support. Like I said, I want to be brief and thank you. And

2:57:35what I would ask board is that you would uh accept

2:57:40No. Yeah.

2:57:43And um direct uh me to have HR begin the process to hire a search firm to conduct a national search for a replacement.

2:57:50Well we're sorry to see to see you go, but I understand when these callings come you need to answer them. I do have a qu a are you is it with ICMI or IC

2:58:00I I would prefer that the organization we're working with uh to not be named, if you don't mind.

2:58:05No, okay. Just um I've been uh fan and follower of that organization through Dr. Gills. Um well Dan, we are sorry um that uh we're gonna lose you uh uh and you've been um Gosh, you've taken us you know f from uh well you've uh what new heights I would say in a in a challenging time and I think we had the right person for the right time. Um Going forward. Since

2:58:35it is kind of a short um resignation time and I think you Say that you have some PTO time. So July thirty first. Is your um last date? I'm I was just wondering and I don't even know if this is legal, but I was happy with the search company we had last time. And just in the for the sake of time and speed. Instead of going through all that RF whatever. That we just Use that same company we used before. I think

2:59:05Can we do that?

2:59:08We can try and see if somebody has them under contract that we can piggyback. Uh Uh otherwise you'd have to go through a competitive process.

2:59:16Yeah, and you know how long that takes and we wouldn't even have anybody For months and months and months. So that would be a suggestion I wanted to run it by my fellow board members. So that's the company we use to hire Dan and I thought they did a a good job.

2:59:31Dan probably thinks they did a good job.

2:59:35Some

2:59:35people say they don't really search, they just kinda broadcast the opening and then people kinda flock in and I kinda agree with that. So no matter who we use, I think the process can be somewhat similar. So I'm just going for speed here.

2:59:51Well we Madam Chair, so Well your HR director says it's exempt, but I haven't looked at the purchasing ordinance.

2:59:59It obviously will all wanna say some words before you go and and you know you've obviously had conversations with every commissioner before today so um we were aware um We will be missed, you know. So I'll I'll save it. I'll save it before you go. But uh we do

3:00:21have to um name an interim as well. So, I mean we have some time. But at the sam at the same time Um we probably I don't think we should wait until July to name so there Dan can work with that person f at least for that thirty day to get 'em, you know, again, they've been here, but at the same time, he probably needs to know at least about thirty days ahead of time. Is that probably about Is that fair? Yeah,

3:00:49I think if you named one at the the board meeting in New Port Richey next month that would give us some overlap time. Okay.

3:00:55Okay, so we'll look to name an interim At our next New Port Richey. And you're gonna double check that we can go ahead and just piggyback on that one. Mm-hmm. And we can talk about that at our Dade City meeting. Yeah, saves time. It's the r I think they're again it's just a posting of a job opening and We've done such a good job here, they're gonna flood in.

3:01:21No, can I ask let me ask you.

3:01:22Dan's gonna miss the new youth sports complex though.

3:01:26Wha wha what did you say?

3:01:30Gotcha.

3:01:31Moffitt.

3:01:32And Moffat. Yeah, sorry. That one too.

3:01:36I don't want to get into the weeds too much right now 'cause I know you need wanna go and we all already want to get out of here. Um

3:01:43But between now and then, I mean this is something I think every board member should think about to themselves too.

3:01:51You don't you don't always have to do a national search as well. Maybe There's a We wanna talk about people that are here before we go through that process. So I'm just

3:02:01putting it out there.

3:02:04So do we have to go out nationally or can we hire from within? It's I don't I don't think

3:02:09I've ever seen

3:02:10where

3:02:10anyone hired the right-of-way. We

3:02:11legally have to post

3:02:13the job.

3:02:13Right.

3:02:14We have to legally post the job. You don't have to

3:02:15legally go

3:02:15up to an actual search.

3:02:19You could actually use HR to do it um or use a national search firm. I've seen cities and counties do a fr wide variety. Um So I think ultimately it's a board decision and board direction and we will follow uh how you uh direct us.

3:02:35I and I say that because we have to be very conscious of um some of the things that have been worked on recently. Um We have Moffat for example and um You know, s some of our internal staff are probably more are gonna definitely be more in tune of what's been going on and been a part of that process for a while. So those are things we're gonna wanna consider. That's my opinion.

3:02:56Yeah.

3:02:57I'm sure. Yeah, and I'd like to say Dan, I think you've done a phenomenal job here. Uh you know The process we had last time was I think we did a great job with it. Uh we made a great selection. Um One of the things I really liked that you were a an engineer that had worked very closely with the Army Corps because the tremendous success of getting Ridge Row done, which was such a critical piece for us, was phenomenal. Um working with Moffitt coming in was part of that process and has led to some great things for the future of Pasco. So I think uh

3:03:27as we go through if we're gonna go if we are gonna consider both, which I think we need to consider both between you know, hiring from within or or or going both uh at the interim I think all the awards we won we kinda wanna stack those up so the people can see what we've done here and what's going on. Uh I do think we get some qu good qualified candidates here as well that I think if they Come out to say, Look, I want to do it. Uh they should reach out to each one of us individually and and talk with us. Um And then we can kind of consider the process. Maybe in the next meeting we can have more

3:03:58of a discussion and and kind of take that approach. Uh I wanna I just I I will tell you the the one thing that uh that troubles me are the timing of him leaving right now. to what Nikki just mentioned is this in taking over the jail is such a big, big deal Do we have the time and will we have the capacity with him gone? With all this stuff going on, is this the right time to make this happen right now?

3:04:20We don't have a choice.

3:04:21Uh we've got a choice.

3:04:25Commissioner

3:04:25Weightman.

3:04:27The jail, yes. Oh. Not not Dan leaving the jail the jail, I think, is what the commissioners

3:04:34between the various teams working on it, there's a I mean there's a lot of teams working to try to make that happen. We have always said all along since it was the the Sheriff that that one October was a very aggressive date. That we would do our best, but it was still very aggressive. of date and as we got more fidelity in what needed to happen, that date may float. So I I mean that we've always kind of said that with him. And so we're gonna try to hit the date but we've always said that's a very aggressive date even The first

3:05:04time you mentioned it to us, so it was gonna be tough.

3:05:06Well if we get flexibility, okay. But we d uh I'm just like aga again as Nicky says, all that we've got to do that We may have to move that date back a bit. So we just got to be ready for that as we go forward.

3:05:16Madam Chair, there's there

3:05:17is

3:05:17a resolution that will be coming to you at the next board meeting and it says fiscal year twenty twenty three. It does not have October one in in the resolution.

3:05:25Oh. But that's no no no. That so So the last day? That's our resolution that ha that the Chair has not vetted that. The The issue was that We had concerns about October first, so we didn't want to bind you to October first. But that's still gonna have to be a negotiation between you and the sheriff.

3:05:51And whether we hire someone from the outside or within, is there funding to hire someone sooner so there isn't that extra gap? Because I feel it's very important if someone's gonna be a newest county administrator is coming in, they shouldn't be coming in the day we take over the jail.

3:06:10Yeah.

3:06:11His funding stays.

3:06:13So

3:06:13that person is a good thing.

3:06:14Yeah, we'll figure that's I mean we'll figure we'll figure that out. I mean I I understand the concern and I I agree with it, but we'll figure that out.

3:06:21There's never a good time.

3:06:23No. Bad bills run out.

3:06:25All right.

3:06:25It's time to go.

3:06:27Sounds good.

3:06:28Is that it? Do you have

3:06:28anything else? I would I would like a motion and uh approval at least to accept the letter resignation and at least have me start the HR process. So move.

3:06:37Move to continue.

3:06:39There you go. All right, so move.

3:06:42All in favor? Aye. Okay. Words are

3:07:19What's the right-of-way?