[{"_1":2,"_87":-5,"_88":-5},"loaderData",{"_3":4,"_26":27},"root",{"_5":6,"_17":10,"_18":19,"_20":21,"_22":10,"_23":-5,"_24":-5,"_25":10},"user",{"_7":8,"_9":10,"_11":10,"_12":-5,"_13":-5,"_14":15,"_16":-5},"roles",[],"isAuthenticated",false,"isPremium","planName","subscriptionStatus","featureFlags",{},"insightsBudget","isDevelopmentHost","userPreferences",{},"recaptchaSiteKey","6LcvOJcUAAAAAHsB-gPGfGktcRlKpH7OTIU_dMTD","isImpersonating","impersonation","affiliateStatus","isFreedomPortal","routes/v2/article/layout",{"_28":29,"_30":31},"notFound",true,"relatedArticles",[32,75],{"_33":34,"_35":36,"_37":38,"_39":40,"_41":42,"_43":44,"_45":46,"_47":48,"_49":50,"_51":52,"_53":54,"_55":56,"_57":58,"_59":60,"_61":62,"_63":64,"_65":66,"_67":68,"_69":70,"_71":68,"_72":73,"_74":73},"mediaId",6481708,"mediaKeyId","5483621-a0d3dc4f96a2dc497919371d66a456be","parentId",5483621,"title","OSAC reviews council staffing, charter review, project alignment and communications on work plan","audioSeconds",522,"startMs",3988000,"endMs",4510000,"viewUrl","/Search/View?dp=1&key=5483621-a0d3dc4f96a2dc497919371d66a456be&start=3988&end=4510","thumbnailUrl","https://assets.pipeline.soar.com/5483621-a0d3dc4f96a2dc497919371d66a456be/thumbnail_3988000.jpg","articleUrl","/articles/6481708/Tacoma/Pierce-County/Washington/OSAC-reviews-council-staffing-charter-review-project-alignment-and-communications-on-work-plan","mediaUrl","https://secure.pipeline.soar.com/6481708-1beb4251756632a4210b5e25cf4b52c0/orig.mp4?Expires=1770486969&Signature=R7w8iyNISVzXO~Q7iXGcKL7pU67Pi5FS0EE6Al1HBmAiVuZBhR8RX3vJs6CRKQZVQbxGzXgQ8RXhN3d9XtaKZFxJNXEUoo0UadNKpatBmS7VKDQf7isuGws~dGyzo51PTXRyZyHE2k5DVZ6JSki50h5focyOr62wOsBBg5GWP7-PtG134~yzUdcx-lwTwkZ83EUZwON71Ydqyll8HamoXxA-Y0Fd8KUXueBPQiHyXe~~tp3E08OHgnCHXrgVlKqB0sbf~EH615FSqgAhYoJDsFPsGR5EWFSqBgFKNYmPbUMcz0a9E-D~MVNootEeafmn~TkI~z8VdHD-ZAQkMUIjow__&Key-Pair-Id=KUT5TJCACFTXG","author","Tacoma","date","2025-07-25T00:00:00Z","article","Operation Operational Strategy and Administrative Commission members used the July 25 meeting to review and prioritize a work plan of governance items including council staffing, charter review timing, council project alignment, the legislative sponsorship process, internal communications, and retreat planning.

Committee staff presented a roadmap of administration planning and work items for 2025–26 and outlined definitions, concerns, and goals for each item. The council‑staffing item centers on whether to change staffing support and resource allocation for council members following recent changes to the council rules; committee members asked staff to explore hiring timelines and whether mid‑biennium budget adjustments (\"mid‑mod\") are a viable funding source for any changes.

On the charter review process, the committee said it wants to prioritize completing assigned items during the current council term when possible, and requested staff detail whether the charter requires a charter review committee or whether the city can use other review structures. Committee members discussed how recommendations from the 2024 charter review had been delegated to committees and expressed a desire to close out those items or make clear recommendations to a future council.

The committee raised recurring operational problems about coordination: overlapping council member projects can create duplicate requests to staff and inconsistent direction to departments. Members discussed creating a shared, visible tool (for example, a shared board or tracker) where council members can list projects and allow colleagues to join or avoid duplicate work. Committee members emphasized that populating and maintaining such a tool would be the council's responsibility.

On internal communications, members identified inconsistent department‑level presentation styles and a lack of organization‑wide branding as obstacles to clear public messaging. Several members suggested more polished visuals and infographics, frequent workforce‑analytics dashboards, and a more coordinated rollout (a single, noticeable change rather than incremental adjustments) to improve public understanding and trust.

Retreat planning was discussed as well: OSAC could serve as a planning forum to ensure annual retreat structure and agenda reflect collective council priorities and balance strategic versus tactical goals; the mayor's office will continue to coordinate but the committee offered to shape retreat objectives.

The committee asked staff to produce a forecast calendar for future OSAC agendas, to gather additional detail on the timing and budget implications of proposed staffing changes, and to return with background materials (for example, charter review rules, staff capacity estimates, and proposals for a shared council work tracker).","mediaType","Video","parentTitle","Tacoma - 20250725 Operational Strategy and Administrative Committee","oneSentenceSummary","The commission reviewed a multi‑item work plan including council staffing questions, prioritization of charter review items, council project alignment, legislation sponsorship process, internal communications improvements, and retreat planning; staff will follow up on timelines and model options.","taxTitle","Tacoma, Pierce County, Washington","taxId",2675,"location","headline","","shortSummary",{"_33":76,"_35":36,"_37":38,"_39":77,"_41":78,"_43":79,"_45":80,"_47":81,"_49":82,"_51":83,"_53":84,"_55":56,"_57":58,"_59":85,"_61":62,"_63":64,"_65":86,"_67":68,"_69":70,"_71":68,"_72":73,"_74":73},6481711,"Tacoma committee narrows competencies for permanent city manager, schedules full card-sort and community survey",4901,67000,4968000,"/Search/View?dp=1&key=5483621-a0d3dc4f96a2dc497919371d66a456be&start=67&end=4968","https://assets.pipeline.soar.com/5483621-a0d3dc4f96a2dc497919371d66a456be/thumbnail_67000.jpg","/articles/6481711/Tacoma/Pierce-County/Washington/Tacoma-committee-narrows-competencies-for-permanent-city-manager-schedules-full-card-sort-and-community-survey","https://secure.pipeline.soar.com/6481711-9e79f9f85e68ecc8a7cee87a2e816b0e/orig.mp4?Expires=1770486969&Signature=keJSeJKZiW2VFGXEzGR47Ek2rgnzEzyFrtEar9t9PJbnhnhuKhcu~pWovHAK-rw2I10Ui2h-2NnBQ9LX-LDe4qDPKqxkGoiv6nV8EfGfxd5qG6TVvrtiNzwtoygVOMG67MW4E1uz5m6Nq5YQlt3hRp7r6R~A4HQY6qdeGhKZ5sUsrVr0gWIYeqURy~eNPbCUpxIwfQjFuBr37dvURGDoobWSR696W~QL~P3RhiAtHBlaLp~M5cdtJdeQM1cYAu4f5njYGqUAwFwmD8h6WAyRhQJ16d0yzuC-iwIAzCKLjxsyvI1pALkvf-pjacGCkiQj2gAdPJ~FqMJLcPwTxsuC6g__&Key-Pair-Id=KUT5TJCACFTXG","Operation Operational Strategy and Administrative Commission members on July 25 took a deeper dive into the recruitment process for a permanent city manager, heard HR staff explain the Korn Ferry competency framework, and agreed on next steps including a 90‑minute card‑sort exercise with the full council and a public survey to gather stakeholder input.

Cheryl Billman, assistant HR director for Talent Solutions, and Keith Gulley, HR manager over recruitment, presented the Korn Ferry Competency Framework and asked the committee to identify the key leadership behaviors the city should prioritize when hiring a permanent manager. Billman described Korn Ferry as a \"strategic talent tool\" used to define \"skills, behaviors, and personal attributes for a given position,\" and said the framework helps translate selected competencies into structured, behavioral interview questions.

Committee members discussed what the city manager should deliver. Several members emphasized communication — both with the council and with the public — and a consistent, more sophisticated citywide approach to branding and external messaging. Committee Member Bushnell and others said the manager should be able to connect strategic plans (Tacoma 2025/2030, the housing action strategy) to budget decisions without losing sight of the organization's broader goals. Emotional intelligence, steadiness and \"thick skin,\" the ability to nurture and delegate to department directors, and the capacity to get work done through others repeatedly surfaced as distinguishing competencies.

Billman outlined parts of the card‑sort process used in prior, abbreviated work earlier in the year: participants narrow a set of 38 competencies to a shorter list and then identify the 5–7 most important competencies for recruitment and interview design. She also explained that Korn Ferry can indicate which competencies are common and easy to develop and which are rare and harder to find in the labor pool — information that can shape whether the city should prioritize finding a candidate with a given ability or plan to develop it after hire.

The committee agreed on several concrete next steps. Staff will develop a short community survey based on the five discussion topics used at the meeting; the committee asked to review the survey before it is released. The committee also agreed to a 90‑minute committee‑of‑the‑whole card‑sort and discussion, and asked staff to confirm an August 5 meeting date for that exercise. HR staff will return with a city manager position description and the prior position description questionnaire (PDQ) for review.

Members discussed scope and timeline: the committee can conduct an internal mini card sort to narrow competencies and then present a refined set to the full council for confirmation. Billman and Gulley recommended narrowing first to roughly a dozen, then asking the council to select a final 5–7 competencies to guide the recruiter and interview materials. Several members said the committee should aim to complete these steps in time to align with the biennial budget calendar and the planned February–March start window discussed earlier with HR.

The meeting produced no formal hiring decision; rather, the committee set the recruitment process and information‑gathering steps staff should take next. Staff committed to produce materials that would support structured, behavior‑based interviews tied to the competencies the council eventually selects.","OSAC heard HR staff explain the Korn Ferry competency framework, discussed priorities for a permanent city manager (communication, culture, emotional intelligence, ability to get work done through others), and agreed to a committee-of-the-whole card-sort and a community survey to inform recruitment.","actionData","errors"]

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OSAC reviews council staffing, charter review, project alignment and communications on work plan

Tacoma committee narrows competencies for permanent city manager, schedules full card-sort and community survey