Meeting: December 16, 2025
16 ITEM BY MAYOR TOROSIS, MAYOR PRO TEMPORE ZWICK, AND
COUNCILMEMBER HALL
Request of Mayor Torosis, Mayor Pro Tempore Zwick, and Councilmember Hall that Council establish a formal performance evaluation process for the City Manager, City Attorney, and City Clerk.
Santa Monica’s City Charter grants the City Council exclusive authority to hire, supervise, and evaluate the City Manager, City Attorney, and City Clerk. Historically, evaluation practices have shifted with Council turnover, scheduling, and evolving procedural norms. As the city advances major initiatives like the Realignment Plan, it is critical for the Council to adopt a consistent, professionalized performance management framework that emphasizes accountability, organizational clarity, leadership development, and good governance.
According to the International City/County Management Association (ICMA), many cities now use formalized annual written evaluations that include aligned goals, key performance indicators, and structured opportunities for both collective and individual feedback. Oversight organizations such as ICMA and the California League of Cities identify such frameworks as best practices for promoting transparency between Council and the City Management Team, strengthening alignment between policy and execution, and reinforcing accountability. Establishing a structured process empowers the Council to provide clear direction and motivation while giving staff clarity on expectations, measurable goals, and opportunities for professional growth.
In order to reinforce the Council’s commitment to accountability and driving outcomes, WE THEREFORE MOVE THAT THE COUNCIL:
1. The Council establishes annual formal performance evaluations for the City Manager, City Attorney, and City Clerk using standardized evaluation forms.
Annual evaluation cycles will align with the budget process to reflect Council budget and policy priorities.
2. Authorize and direct the Mayor and Mayor Pro Tempore to prepare draft evaluation forms with support, as needed, from the Director of Human Resources to develop a 360 feedback process inclusive of direct reports of the City Manager, City Attorney, and City Clerk.
3. Agendize a closed session item no later than February 2026 to approve and adopt evaluation forms.
4. Agendize semi-annual closed session discussions six months into a review cycle to provide informal “check-in” feedback on performance. # # #