DIFFERENT STROKES FOR DIFFERENT FOLKS, or so it seems with the hiring practice for filling Augusta’s government positions.
A few short years ago, the longtime director of the Augusta Animal Services retired. The assistant director was just a few months shy of the requirements for applying for the job.
Even though the assistant had the needed experience and could have moved into the position, she was ineligible to apply. When asked by a couple of us commissioners if the years required could be lowered, a resounding NO was the answer. Explanation was, “if we do it for one, we have to do it for everyone.”
Fast forward to the need to hire a new city administrator.
The required experience was lowered to only six months with no hesitation or the batting of an eye. Could this have been done so that the current interim administrator could apply? My guess would be a resounding YES!
The question should be whether the current interim administrator is experienced enough?
Takiyah Douse has been in the interim seat for a year. During this time there have been positives as well as negatives in the performance of her duties. Both should be considered and not taken lightly.
Douse was the city’s first director of Central Services. She did perform above expectations while fulfilling that position. Douse helped direct construction of the $ 1 billion-dollar 2023 budget by the position’s predecessor, Odie Donald ll. Does this help or hurt?
Did the fiasco of not helping reach a contract agreement for Augusta’s ambulance service help or hurt?
Did the failure to apply for the ambulance zone on Augusta’s behalf as instructed by the commission help or hurt?
Would it be a good guess if hired, Ms Douse would want and expect the same $240,000 plus backend benefits a year that was paid to the position’s predecessor?
Note that the vice president of the United States of America makes only $235,000 a year. The highest paid state governor is New York’s at $225,000 a year. The governor of Georgia makes $175,000 a year. These figures are from the Council of State Governments.
Now, the conundrum Augusta may find itself in is if the same $240,000 a year salary is not offered, for a number of valid reasons that may exi. Would this be cause for an EEOC grievance to be filed?
Here is a novel idea that Augusta should consider. Hire the candidate that is the best all-around candidate for the job or any job really. Be professional about hiring and set aside nepotism, cronyism, favoritism or any personal bias.
Do the right thing when hiring. Don’t underpay. However, DON”T giveaway the city coffers either.
Maybe the most professional way of hiring for the new administrator position, or any city director position, would be to scale down the size of the hiring group. The members of the group should have real experience with the knowledge of properly interviewing with lawful questions and paying attention to answers and responses.
A good fit hiring process could have the Human Resources Director Anita Rookard do her job first. Review all applications and present to the hiring committee a predetermined number of finalists. Maybe three to five candidates would be a good, efficient number, and Rookard would remain as part of the process.
An experienced panel consisting of Mayor Garnett Johnson, Super District 10 Commissioner Wayne Guilfoyle, District 4 Commissioner Alvin Mason and District 8 and Mayor Pro Tem Brandon Garrett should be put in place. Here is the reason for these picks.
Mayor Garnett Johnson built a very, very successful business from the ground up. He didn’t accomplish this by not knowing and learning how to hire the right people for the right job.
Commissioner Wayne Guilfoyle also built from scratch a highly successful business. The ability to hire the right people for the right jobs has been a mainstay in his business.
Commissioner Alvin Mason has owned and operated his own private business and built it having the practical knowledge of interviewing and hiring.
Mayor Pro Tem Brandon Garrett is currently sales manager for the firm he is with. His responsibilities are to interview, hire and oversee the highest qualified candidates so the company can stay at the top of its market.
So you see, five highly qualified individuals with the experience needed to accomplish the needed actions.
Remember the old saying, “Too many cooks in the kitchen spoil the broth.” Could it also be that too many commissioners hiring a candidate for a position spoils the process?
Let’s all pay close attention and see what happens.
