Appointment of Erik Martin as the County Manager BEFORE THE BOARD OF COUNTY COMMISSIONERS
OF LEWIS COUNTY, WASHINGTON
Appointing Erik Martin as the County )
Manager ) RESOLUTION 18- Q 7
WHEREAS, the Board of County Commissioners (BOCC) of Lewis County has hired a County
Manager; and
WHEREAS, the BOCC has agreed to appoint Erik Martin to the position of County Manager; and
WHEREAS, the effective date of this appointment is August 1, 2018. Further that the terms of this
appointment shall be set forth in the attached contract agreed upon by both parties; and
NOW, THEREFORE BE IT RESOLVED, that the BOCC hereby appoints Erik Martin to the position of
County Manager.
PASSED IN REGULAR SESSION this j 54- day of 06/7) 4-(4----) , 2018.
BOARD OF COUNTY COMMISSIONERS
LEWIS COUNTY, WASHINGTON
APPROVED AS TO FORM: e.40/ - "% `.r
Jonathan L. ieyer, Prosecuting Attorney . Fund, Chi
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By: Depu y Prosecuting Attorney
S Robert C. Jackson, Vice Chair
ATTEST: Gary St per, Commissioner
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ieva Lester, Clerk of the Board : is SINCE i o;
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Contract of Employment
— between —
Lewis County, Washington, % Board of County Commissioners,
351 NW North Street, Chehalis, Washington 98532
(hereinafter referred to as the "County");
— and —
Erik Martin, of 2606 30th Avenue SE, Olympia, Washington 98501
(hereinafter referred to variously as "Mr. Martin" and as the "Employee").
Therefore the parties hereto contract as follows:
SECTION 1. EMPLOYMENT
The County employs Mr. Martin as County Manager to perform such duties as are
currently prescribed or may be prescribed by the Lewis County Board of Commissioners
(hereinafter referred to variously as the "Commissioners" and as the "Board"), in its sole
discretion. Such employment is at-will and may be terminated at any time, with or without
cause, subject only to the provisions of this Agreement. The current Description of Duties
(Job Description), prescribed by the Board of the said position comprises Exhibit A and
is incorporated by reference herein, and shall continue in full force unless and until
modified by the Board in its sole discretion.
SECTION 2. TERM
This Agreement shall be effective from 08/01/2018, until such time as it may be
terminated pursuant to any of the provisions set out hereinbelow. It may be terminated
in accordance with the provisions hereof at any time, with or without cause.
Employment Agreement: Erik Martin&Lewis County. October 2018
1
SECTION 3. DUTIES OF EMPLOYEE
The Employee:
a. Promises to diligently perform all duties assigned to him and will devote
substantially all of the Employee's efforts to those duties on a full-time basis and
to the best of the Employee's skill and ability.
b. Shall not engage in any other employment (either paid or unpaid) which, in the
sole opinion of the Commissioners, may interfere with his employment with the
County.
c. Shall faithfully adhere to the Code of Ethics for municipal officers RCW 42.23. The
employee also shall comply with the provisions of the Code of Ethics in Public
Service, RCW 42.52, construed such that each reference to "state officer" shall
include and encompass an officer of a municipal corporation.
d. Shall comply with the Lewis County harassment policy and complaint procedure
and immediately report to the Board's Chair any and all harassment, violations of
the policy, and complaints under the policy. Additionally, the Employee shall
immediately disclose to the Board's Chair any romantic or intimate relationship
between Employee and any subordinate employee.
f. Shall not disclose, during or subsequent to employment with the County, any
information that is generally not available to the public concerning the business or
affairs of the County which the Employee may have acquired in the course of, or
incidental to, his employment with the County. The prohibitions of this section shall
not apply to any information that is required by law to be divulged.
g. Shall leave in place, or return immediately upon termination of employment with
the County, all property of the County which was provided to or generated by the
Employee in the course of, or in connection with, his employment with the County.
Employee shall not copy or appropriate any intangible property of the County for
his own purposes or for the purposes of a third party.
h. All references herein to a State statute or to a Lewis County policy, ordinance, or
County Code provision shall be construed to include any future statute, policy,
ordinance, or code provision which amends, supplements, replaces, or supplants
such statute, policy, ordinance, or County Code provision.
Employment Agreement: Erik Martin&Lewis County. October 2018
2
SECTION 4. COMPENSATION
a. The County shall pay the Employee, as compensation for services rendered, a
monthly salary calculated as per Grade 37, Step J, of the Lewis County Salary
Schedule. Any changes or adjustments to the said Schedule over time shall apply
to Employee.
b. Because Employee is engaged in a professional and executive capacity and
compensated on a predetermined salary basis, his position is exempt from the
provisions of the Fair Labor Standards Act and the Washington Minimum Wage
Act. The County will provide benefits subject to the terms and conditions of the
various county benefit plans for which the Employee is eligible in his position and
as those benefit plans may be amended from time to time. The County reserves
the right to amend or eliminate any benefit planc. At such time as Employee
separates from employment with Lewis County, all pay-outs or accrued annual
leave shall be made in accordance with Section 6.2.5 of the Employee Handbook,
as amended from time to time, and all pay-outs for accrued sick leave shall be
made in accordance with Section 6.3.7 (1) of the Employee Handbook, as
amended from time to time. These provisions shall hereinafter apply to all
references to "benefits," "annual leave," or "sick pay" in this Agreement. Provided,
no changes shall be made to the Employee Handbook shall be made that solely
applies to the County Manager.
d. Personal Time:
1. Eighty (80) hours of Personal Time will be granted to the Employee on January 1st
of each calendar year. Unused Personal Time shall expire on December 31St of
each calendar year, and shall not carry over from one calendar year to the next.
There shall be no restriction on the number of available hours of Personal Time
that can be requested for use at any one time, nor is there a timetable for use of
Personal Time within a calendar year.
2. Employee shall submit his requests for Personal Time to the Board of County
Commissioners, which, in its sole and exclusive discretion, shall decide whether
to grant or deny all or any portion of the requested leave. Employee's requests to
take annual leave shall by subject to the same requirement and to the same
Employment Agreement: Erik Martin&Lewis County. October 2018
3
discretion of the Board. Should the BOCC deny Personal Time to be used, then
the time denied shall roll over into the subsequent year provided the employee has
not used eighty (80) hours within the same calendar year. The time rolled over
may not exceed the amount denied. Should the employee not request the use of
Personal Time, then no time shall roll over. Provisions in the County's Employee
Handbook inconsistent with the provisions concerning personal time set out
hereinabove shall not apply to Employee.
3. The Board shall make reasonable efforts to permit Employee to utilize his leave
entitlements set out herein. However, the parties recognize that exigent
circumstances (including without limitation acts of God and unforeseeable
requirements for Employee's professional services or expertise) may from time to
time cause full utilization of Employee's leave entitlements to be either impractical
or impossible. In such instances Employee shall not be entitled to monetary or
other consideration for accrued but unused leave. However, Employee shall be
permitted to carry unused leave entitlements over into the next succeeding
calendar year. However, in no event may Employee's vacation leave accrual
exceed 240 hours.
SECTION 5. REIMBURSEMENT OF EXPENSES
a. Reimbursement for expenses incurred in the performance of Employee's job duties
will be made pursuant to the relevant sections of the Employee Handbook; however, use
of a County motor pool vehicle cannot be guaranteed.
b. In lieu of the County providing a vehicle to Employee on a full time basis, and given
the necessity for the Employee to sometimes have to respond immediately from his
home to handle exigent matters for the County, the Employee shall receive $400.00 per
month as compensation for the use of his personal vehicle. Employee shall be
responsible for all operation, maintenance and replacement costs associated with his
personal vehicle. Employee is not eligible to receive mileage reimbursement. Employee
may use a motor pool car if and when one is available for his use for County purposes
only in emergency situations and as approved by the BOCC.
Employment Agreement: Erik Martin&Lewis County. October 2018
4
SECTION 6. PROFESSIONAL DEVELOPMENT
a. The County may pay Employee's reasonable, pre-approved professional dues and
subscriptions necessary for the Employee's continuing education, growth, and
advancement for the benefit of the County. At the discretion solely of the BOCC,
the County agrees to pay for Employee's professional memberships, and the
registration and reasonable travel and subsistence expenses at the meetings of
these associations that occur within the State of Washington. The County may, in
its discretion allow the attendance at meetings of any of these organizations that
occur out of state if the Employee presents information that indicates the County
will be benefited by the Employee's attendance at such meetings.
b. The County may pay reasonable, pre-approved travel and subsistence expenses
of the Employee for continuing education courses necessary for the Employee's
professional development for the benefit of the County.
SECTION 7. TERMINATION OF EMPLOYMENT
The County may terminate this Agreement at any time, with or without Cause.
a. Employee serves at the will and pleasure of the County, acting by and through its
Board of County Commissioners. Termination of employment shall be upon the
affirmative vote of a majority of the Board.
b. Termination of Employee's employment without Cause shall be effective 35
calendar days after written notice thereof is mailed by certified mail to the
Employee, or 30 calendar days after written notice thereof is hand-delivered to the
Employee, whichever is sooner.
c. Termination of employment also may occur by resignation of the Employee.
Termination by resignation shall be effective thirty (30) days after written notice is
mailed or delivered by the Employee to the Board. If the Employee resigns without
giving thirty (30) days' advance written notice to the Board, the resignation will be
effective immediately. In such event, Employee shall be entitled to receive only
earned pay, accrued annual leave and sick pay, and other such salary and benefits
already earned by the Employee.
Employment Agreement: Erik Martin& Lewis County. October 2018
5
d. The Board may, in its discretion and without notice, terminate the Employee for
Cause, effective immediately. For purposes of this Agreement, "Cause" shall
include: dishonesty; fraud; theft; intentional destruction of County property;
physical attack upon a fellow employee; intentionally being under the influence of
alcohol and/or illegal or recreational drugs while at work or performing the duties
of the Employee's employment; willful malfeasance, misfeasance, or gross
negligence in the performance of the Employee's duties; violation of any provision
of the Municipal Code of Ethics codified at RCW 42.23, as amended; violation of
any provision of the Code of Ethics of Public Service codified at RCW 42.52, as
amended (with every reference to the "State" being deemed a reference to Lewis
County); violation of the harassment policy of the County; violation of the policies
of the County applicable to electronic communications; breach of any provision of
this Agreement; conviction of a felony or for a crime of moral turpitude; or conduct
of the Employee outside of work that brings public discredit upon Lewis County.
e. All notices required or anticipated by this Agreement may be hand delivered, in the
case of the County, to the Chair from time to time of its Board of County
Commissioners; or they may be mailed to him (or to her, as the case may be) at
the address shown on the first page of this Agreement. All notices required or
anticipated by this Agreement may be hand delivered, in the case of Mr. Martin, to
him; or they may be mailed to him at the address shown on the first page of this
Agreement.
i. Either party may, at any time, provide the other party with a new address, in
writing, for service of notice by mail.
ii. In the case of any such notice provided to the County, a complete copy thereof
shall simultaneously be hand delivered to the Prosecuting Attorney or to a Civil
Deputy Prosecuting Attorney, or a complete copy thereof shall simultaneously
be sent by certified mail and addressed as follows: Civil Division, Prosecuting
Attorney's Office, 345 West Main Street, Floor 2, Chehalis, Washington 98532.
Employment Agreement: Erik Martin&Lewis County. October 2018
6
SECTION 8. SEVERANCE PAY
a. If the Board discharges the Employee for Cause, or the Employee resigns without
giving thirty (30) days' advance written notice, the County shall not provide
severance pay; however, the Employee shall be entitled to receive earned pay,
accrued annual leave and sick pay, and other such salary and benefits already
earned by the Employee.
b. If the Employee resigns and gives thirty (30) days advance written notice to the
Board, then the Employee shall receive all earned pay, and accrued annual leave
and sick pay, and, in addition, shall receive severance pay equal to one (1) month's
salary, provided, Employee first signs and returns to the Prosecuting Attorney a
release and does not timely revoke (if applicable), on a form acceptable to the
Prosecuting Attorney, releasing Lewis County, its Commissioners, elected
officials, employees, attorneys, and other agents, from any and all liability to the
fullest extent permitted by law.
c. If the Board discharges the Employee, other than for Cause, the Employee shall
receive all earned pay, accrued annual leave and sick pay, and, in addition, shall
receive severance pay, equal to six (6 month's salary, including in the calculation
of the six (6) months' salary the thirty (30) or thirty five (35) days' notice period
referenced in Section 7(b); provided, Employee first signs and returns to the
Prosecuting Attorney and does not timely revoke (if applicable) a release, on a
form provided by the Prosecuting Attorney or, if the Employee chooses, an
alternative form acceptable by the Prosecuting Attorney, releasing Lewis County,
its Commissioners, elected officials, employees, attorneys, and other agents, from
any and all liability to the fullest extent permitted by law.
d. The parties acknowledge that a political process is under way which may see the
adoption of a county charter. In the event that the adoption of a county charter
causes the position of County Manager to be eliminated, or in the even that a
provision of the county charter relieves the Employee of his employment as county
manager, then the Employee shall receive all earned pay, accrued annual leave
and sick pay, and, in addition, shall receive severance pay, equal to six (6) month's
Employment Agreement: Erik Martin&Lewis County. October 2018
7
salary, including in the calculation of the six (6) months' salary the thirty (30) or
thirty five (35) days' notice period referenced in Section 7(b); provided, Employee
first signs and returns to the Prosecuting Attorney and does not timely revoke (if
applicable) a release, on a form provided by the Prosecuting Attorney or, if the
Employee chooses, an alternative form acceptable by the Prosecuting Attorney,
releasing Lewis County, its Commissioners, elected officials, employees,
attorneys, and other agents, from any and all liability to the fullest extent permitted
by law.
SECTION 9. DEATH OR DISABILITY
If the Employee dies or becomes permanently disabled and unable to perform the
work described in Exhibit A, as amended, the employment relationship shall be
terminated as of the last day of the month during which death or permanent disability
occurs. Upon the death or permanent disability of the Employee, neither the Employee
nor he or his beneficiaries or estate shall have any further rights against the County,
except the right to receive:
a. The unpaid portion of salary for the month in which employment ends, as
well as accrued, unused annual leave and sick pay.
b. Reimbursement of any unpaid business expenses; and,
c. Life insurance, disability insurance, and/or any other post-termination
benefits in accordance with the terms and conditions of the applicable
benefit plans, if any.
Employee shall be deemed to suffer permanent disability in any instance in which
his health or physical condition render him unable to perform any essential functions
described in Exhibit A, as amended, without reasonable accommodation as required by
either state of federal law.
For purposes of this Section, Employee's essential job functions shall include
those set out in Exhibit A.
Employment Agreement: Erik Martin&Lewis County. October 2018
8
SECTION 10. INDEMNIFICATION
Whenever an action or proceeding for damages is brought against the Employee,
allegedly arising from actions or omissions of the Employee while performing or in good
faith purporting to perform his official duties, the following provisions shall supplement the
provisions of RCW 4.96.041 and Lewis County Resolution 87-26, which are incorporated
herein by this reference:
a. Within ten (10) days of receipt of notice of the existence of an action or proceeding
for damages, the Employee shall submit a written request to the Clerk of the Board
asking that the County defend and indemnify the Employee, including his marital
community, if applicable.
b. Upon receipt of such a written request from the Employee, the Board shall, within
a reasonable time, make a prima facie determination whether the action or
proceeding arose from actions or omissions of the Employee while performing or
in good faith purporting to perform his official duties. If the finding is in the
affirmative, the necessary expense of defending the Employee and his marital
community in the action or proceeding shall be paid by the County. If the answer
is in the negative, no defense shall be provided and no expenses paid by the
County.
c. In the event the action or proceeding results in an award of damages against the
Employee or his marital community, the County shall indemnify the Employee for
the damages award unless the finder of fact determines that the act(s) or
omission(s) giving rise to the action or proceeding did not arise from the good faith
performance of an official duty, or unless a court of competent jurisdiction has
ordered otherwise.
d. Except as specifically directed by the Board, through its legal representative, the
Employee may not engage in the following acts with respect to actions or
proceedings for damages defended pursuant to this Agreement: (1) negotiate or
otherwise effect the settlement of said action or proceeding; (2) admit liability on
the part of the County, including admissions of personal liability. Additionally,
Employee may not sign, agree to, or ratify a collective bargaining agreement or an
amendment to a collective bargaining agreement unless expressly instructed to do
Employment Agreement: Erik Martin&Lewis County. October 2018
9
so by the Board. A violation of this provision shall constitute breach of this
Agreement and shall result in the denial of defense and indemnification.
e. The County shall not be required to defend or indemnify the Employee in criminal
proceedings, or in civil proceedings in which the Employee is the plaintiff, or in
actions brought against the Employee by the County (other than derivative actions
asserted by third parties on behalf of the County), to the extent the Board makes
a prima facie finding and/or it is finally adjudicated that the Employee did not act in
good faith and in the reasonable belief that the Employee's actions were
appropriate in the discharge of the Employee's duties for the County, or to the
extent prohibited by law.
f. This indemnification provision shall survive termination of this Agreement. The
Employee agrees to cooperate and participate as necessary to defend an action
or proceeding. If the Employee is no longer a County employee at the time of such
defense, the County shall compensate the Employee at an hourly rate equal to the
adjusted hourly rate of the Employee's final salary while employed by the County,
and in addition, will reimburse the Employee for reasonable travel and lodging
expenses directly related to the Employee's participation in said defense.
g. Nothing contained herein shall be construed to limit the County's discretion per
RCW 4.96.041(4) to pay or not to pay any award of punitive damages.
SECTION 11. PUBLIC RECORDS ACT
Employee shall at all time (both during and subsequent to the term of this
Agreement) render all possible assistance to the County in fulfilling the County's
obligations to third parties pursuant to Washington's Public Records Act, including any
necessary travel and/or testimony. If County requests such assistance subsequent to the
termination of this Agreement, then County shall compensate Employee for all hours
spent in rendering such cooperation at Employee's hourly rate of take-home pay effective
on the date prior to his termination of County employment (less benefits). All such
remuneration shall constitute taxable income of Employee. County also shall reimburse
all expenses necessarily incurred by Employee in rendering such assistance.
Employment Agreement: Erik Martin&Lewis County. October 2018
10
SECTION 12. AMENDMENT; AUTHORITY TO AMEND OR TO GIVE NOTICE
The terms of this Agreement may not be altered, amended, or otherwise modified
except by the express, written consent of the parties. Employee acknowledges that only
a majority of the members from time to time of County's Board of County Commissioners
have authority to give any notice required or anticipated by the Agreement, or to amend
or to waive any provision hereof. Accordingly, Employee stipulates that he shall at no
time assert that any other officer or employee of the County (including any one member
of its Board of County Commissioners) has apparent or ostensible authority to amend,
modify, or waive any provision of this Agreement, or to give any notice required or
anticipated by this Agreement.
SECTION 13. SEVERABILITY
If any section or other provision of this Agreement is held to be invalid or
unenforceable, the remaining sections or provisions shall remain in full force and effect.
SECTION 14. ASSIGNMENT OR DELEGATION
The Employee may not assign any right under this Agreement, nor may he
delegate any benefit, or interest arising pursuant to this Agreement, without the express,
written consent of the Board; any purported assignment without such consent will be void
and in no event will the County honor such an assignment. However, nothing herein shall
be construed to limit the right of Employee to allocate and reallocate the day-to-day work
of his Department among himself and its other staff members.
SECTION 15. BINDING EFFECT
This Agreement is for the benefit of, and shall remain binding upon, the respective
legal representatives and successors of the parties.
SECTION 16. HEADINGS
The section headings in this Agreement are for reference only and shall not by
themselves determine the construction or interpretation of the Agreement.
Employment Agreement: Erik Martin&Lewis County. October 2018
11
SECTION 17. APPLICABLE LAWS
Both the County and the Employee agree to abide by all applicable federal, state,
and local laws. This Agreement shall be governed by the laws of state of Washington
excluding Washington's choice of law rules.
SECTION 18. WAIVER AND CONSENT
No waiver or consent, express or implied, by either party, to any breach or default
by the other party of any or all of its obligations under this Agreement, will be valid unless
it is in writing and stated to be a "waiver" or "consent."
SECTION 19. MEDIATION & ARBITRATION
Any controversy or claim arising out of or relating to this contract, or the breach
thereof, shall be submitted to non-binding mediation administered by the Washington
Arbitration and Mediation Service (WAMS) under its Mediation Rules, the parties agree
to attempt in good faith to resolve their dispute through such mediation.
SECTION 20. VENUE
Venue for any legal action or legal proceeding arising under or in any way relating
to this Agreement shall lie exclusively in the Superior Court of Washington for Cowlitz
County, at Kelso; or in the United States District Court for the Western District of
Washington, at Tacoma.
SECTION 21. ENTIRE AGREEMENT
This Agreement, including attached Exhibits referenced herein, constitutes the
entire agreement between the parties and supersedes all prior oral or written agreements
or understandings between the parties with respect to the subject matter of this
Agreement. Where this Agreement does not address personnel policies and procedures
adopted in the Employee Handbook, the Employee Handbook shall be determinative in
any dispute. Where this Agreement addresses matters not contained in the Employee
Employment Agreement: Erik Martin&Lewis County. October 2018
12
Handbook, or where it may specifically contradict the Employee Handbook, it is the
express intent of the County and Employee that this Agreement shall be determinative.
SECTION 22. TRANSITIONAL PROVISIONS
Mr. Martin's employment as Lewis County Public Works Director shall terminate as of
11:59 p.m. on the calendar day immediately prior to the effective date of this Contract of
Employment. No severance pay shall be due to Mr. Martin consequent to the termination
of his employment as Public Works Director. All leave which he has accrued as of that
date shall continue to be held by Mr. Martin as accrued leave entitlements in his new
capacity as County Manager, and no pay-out of any accrued leave shall occur at that
time.
SECTION 23. AGREEMENT READ AND UNDERSTOOD BY EMPLOYEE
Employee acknowledges that he has read and understood each and every section and
provision of this Agreement. Employee further acknowledges that he has had ample
opportunity to consult with an attorney of his own choosing before signing this Agreement.
IN WITNESS WHEREOF the parties have executed this Agreement on the 181— day of
6),m, �___--- , 2018.
LEWIS COUNTY B• A RD OF COUNTY COMMISSIONERS
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• . Fund, C-�ti r
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Robert C. Jackson, Vice Chair
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Gary Starfiper, Commissioner
ERIK MARTIN
Erik artin
Employment Agreement: Erik Martin&Lewis County. October 2018
13
Employment Agreement: Erik Martin&Lewis County. October 2018
14
Attachment "A"
COUNTY MANAGER
JOB DESCRIPTION
LEWIS COUNTY
«.,t.
job Title:County Manager Job Code: BC100
Pay Grade:37 Effective Date:January 2018
FLSA:Exempt Revision Date:January 2018
NATURE OF WORK
Under general direction,plans,organize and coordinate the management of executive and administrative
functions assigned by the Board of County Commissioners. Responsible for the planning, directing,
organizing, staffing and motivating the directors and managers of the functional areas assigned; and
supervises assigned personnel.
ESSENTIAL FUNCTIONS:
The following duties ARE NOT intended to serve as a comprehensive list of all duties performed by all employees in this
classification, only a representative summary of the primary duties and responsibilities. Incumbent(s) may not be
required to perform all duties listed and may be required to perform additional,position-specific duties.
• Serve as adviser and support the Board of County Commissioners by keeping them informed on key matters,
facilitate discussion on critical issues and support their deliberations with information on future trends and
appropriate alternatives.
• Work with the Board of County Commissioners to develop and implement its goals,vision,and strategic public
policy. Manage all appointed department heads under the jurisdiction of the BOCC.
• Develops, presents, and monitors the County's annual budget for approval by the Board of County
Commissioners(BOCC).
• Provide recommendations on a variety of political,policy,administrative and managerial matters. Research
issues and problems,develop recommendations and repot results to Board of County Commissioners.
• Develop,recommend,and implement administrative policies and procedures that foster effective and efficient
operation of County government, as adopted by the Board. Implement projects and plans developed by the
Board of County Commissioners.
• Act as intermediary between Board of County Commissioners and appointed department heads,managers,and
as liaison with other elected officials.
• Establish and maintain continuing liaison and positive relationships with citizens'interest groups,committees
and boards,other local governments and the general public.
• Function as public information officer for the Board of County Commissioners' Office, maintaining a good
working relationship with media sources and public interest groups.
• Facilitate appointment, and then supervise and evaluates the duties and performance required of appointed
department heads and managers of county departments,offices and functional areas delegated to this position
by the Board of County Commissioners.When necessary,recommend to the Board of County Commissioners
the sanction or removal of appointed department heads and managers.
• Coordinate and facilitate the activities of county departments, offices and functional areas delegated by the
Board of County Commissioners,to carry out the strategic plans,uphold core values,and implement policies
and programs of the Board of County Commissioners.
• Conduct research and special studies as requested; prepare reports with recommendations for appropriate
action.
Page 1 of 2
Job Title: County Manager Job Code: BC100
• Prepare or delegate the preparation of a variety of documents, including resolutions, ordinances, contracts,
correspondence, memoranda, repots, media releases, speeches, official documents and similar materials on
behalf of the Board of County Commissioners'Office.
• Develop, implement and monitor budgets for departments and functions delegated by the Board of County
Commissioners. Coordinate multiple funding sources necessary to finance different County operations in
accordance with applicable federal and state laws;develop and identify alternate revenue sources as necessary.
• Supervise the budget process from initial preparation through adoption; monitor the budget status. Provide
financial analysis and recommendations on all issues affecting the operations and fiscal integrity of the County.
Approve budget changes in compliance with County policy.Provide the Board of County Commissioners with
recommendations concerning department staffing,structure,and strategic allocation of County resources.
• Provide selected centralized management functions for technology, capital facilities planning, human
resources,labor relations and labor negotiating efforts,public contracting,purchasing,risk management and
other support functions.
• Ensure compliance with state and federal laws, ordinances, service contracts and all orders, policies, rules,
procedures and regulations adopted by the Board of County Commissioners.
• Serves on various committees and acts as a representative of the County to outside agencies;liaises with other
government entities regarding departmental projects and issues.
• Prepares and maintains a variety of departmental records,reports,and documentation.
WORKING ENVIRONMENT/PHYSICAL DEMANDS:
Work is performed in a standard office environment and in and around County facilities; subject to sitting and
standing for extended periods of time,light physical demands,and frequent use of personal computers.
EMPLOYMENT STANDARDS:
Bachelor's Degree in Business Administration,Public Administration,or a closely related field;AND seven(7)years'
experience overseeing assigned county operations.
A valid Driver's License is required.
KNOWLEDGE AND SKILLS:
Knowledge of:
• Knowledge of principles,methods and techniques of public administration,including policy and decision-
making,budget preparation and administration,personnel management.
• County policies and procedures.
• General county government operations,policies,and procedures.
• Knowledge of the federal,state,and local laws regarding the conduct of business by a County's legislative body
• Regulations governing County fiscal and budget activities.
• Fiscal policies,procedures,resolutions,and ordinances.
• Regulations and standards governing departmental operations.
• Processes for preparing and administering budgets.
• Supervisory principles,practices,and methods.
Skills in:
• Directing and coordinating the County's operations.
• Ability to communicate effectively in oral and written communications with diverse groups.
• Facilitating the delivery of high quality service in an efficient,effective,and safe manner.
• Monitoring and maintaining compliance with regulations governing county activities.
Page 2 of 3
Job Title: County Manager Job Code: BC100
• Establishing and maintaining effective working relationships with staff,County departments,outside agencies,
vendors,contractors,and the general public.
• Developing and administering budgets and monitoring departmental expenditures.
• Supervising,leading,and delegating tasks and authority.
Page 3 of 3
BOCC AGENDA ITEM SUMMARY
Resolution: BOCC Meeting Date: Oct 01, 2018
Suggested Wording for Agenda Item: Agenda Type: Consent
Appointing Erik Martin as the County Manager.
Contact Archie Smith Phone: 3607402747
Department: Human Resources
Action Needed: Approve Resolution
Description
Appointing Erik Martin as the County Manager.
Cover Letter To
Renee Sheppard
Becky Butler
Lara McRea