AT-WILL EMPLOYMENT AGREEMENT BETWEEN CITY OF STOCKTON AND JOHNNY R. FORD AS CITY MANAGER
AT-WILL EMPLOYMENT AGREEMENT BETWEEN
CITY OF STOCKTON AND JOHNNY R. FORD AS CITY MANAGER
(AT-WILL AND NON-CLASSIFIED POSITION)
This At-Will Employment Agreement is made and entered into on November 19, 2025, by and between the City of Stockton, a California charter city and municipal corporation ("CITY") and Johnny R. Ford, an individual, ("EMPLOYEE") on the following terms and conditions set forth below (“AGREEMENT”). CITY and EMPLOYEE shall be collectively referred to as “PARTIES” or individually referred to as “PARTY.”
RECITALS
WHEREAS, the CITY requires the services of a City Manager; and WHEREAS, EMPLOYEE represents that he has the necessary and specialized education, experience, skills, and expertise required to serve as the CITY’s City Manager; and
WHEREAS, the City Council of the CITY (“CITY COUNCIL”) desires to appoint EMPLOYEE to the position of City Manager of CITY subject to the terms and conditions of the AGREEMENT; and
NOW THEREFORE, it is hereby agreed by CITY and EMPLOYEE as follows:
AGREEMENT
1. CITY EMPLOYMENT . The CITY hereby appoints EMPLOYEE as its City Manager, effective November 19 , 2025 (“EFFECTIVE DATE”), and EMPLOYEE hereby accepts such employment.
2. AT-WILL AGREEMENT. EMPLOYEE is at-will and serves at the pleasure of CITY COUNCIL and can be terminated at any time with or without cause.
EMPLOYEE’S at-will status means there is no guarantee as to length of time for employment. No CITY representative has authority to agree to anything contrary to EMPLOYEE at-will status unless it is specific, in writing, and signed by CITY COUNCIL.
3. TERM. This AGREEMENT shall commence on the EFFECTIVE DATE and shall end on November 20, 2028, at 5:00 p.m., unless previously terminated by either EMPLOYEE or CITY as provided in Section 7 [ SEPARATION] of this AGREEMENT, or unless extended in writing by mutual agreement and duly authorized and executed by both PARTIES.
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AT-WILL EMPLOYMENT AGREEMENT BETWEEN CITY OF STOCKTON AND JOHNNY R. FORD AS CITY MANAGER
4. CITY MANAGER’S COMMITMENTS.
a. DUTIES AND RESPONSIBILITIES.
i. EMPLOYEE shall perform all of the functions and duties of the City Manager as set forth in: the City Manager class specification attached hereto and incorporated herein by reference as Attachment “A,” which may be amended from time to time; the CITY’s Charter, Municipal Code, and rules, policies, procedures, regulations, ordinances and resolutions, which may also be subsequently amended from time to time. EMPLOYEE shall also perform other legally permissible and /or customary and appropriate duties and functions of the City Manager as the CITY COUNCIL may assign from time to tim e, together with such additional services consistent with the laws of the United States and State of California. ii. EMPLOYEE shall perform his duties to the best of his ability in accordance with the highest professional and ethical standards of the profession. EMPLOYEE shall devote his attention, skill, ability, and productive time to the performance of EMPLOYEE’S duties and responsibilities and CITY’s business.
iii. The CITY’s personnel rules, policies, procedures, regulations, ordinances and resolutions shall apply to EMPLOYEE in the same manner as applied to other unclassified/non-classified at-will Department Heads. As feasible, their provisions shall be read to apply in tandem with the terms of this AGREEMENT. However, to the extent an express provision of this AGREEMENT conflicts, this AGREEMENT shall govern.
b. CONFLICT OF INTEREST.
i. EMPLOYEE shall not engage in any business or transaction or shall have a financial or other personal interest or association, direct or indirect, which is in conflict with the proper discharge of official duties or would tend to impair independence of judgment or action in the performance of official duties. Personal as distinguished from financial interest includes an interest arising from blood or marriage relationships or close business or personal associations. ii. EMPLOYEE shall also comply with the conflict-of-interest provisions under California law and any conflict of interest code applicable to EMPLOYEE’s CITY employment. EMPLOYEE is responsible for submitting to Human Resources the appropriate conflict of i nterest statements prior to performing any services under this AGREEMENT, and thereafter as required by law.
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AT-WILL EMPLOYMENT AGREEMENT BETWEEN CITY OF STOCKTON AND JOHNNY R. FORD AS CITY MANAGER
c. HOURS OF WORK.
i. EMPLOYEE is expected to engage in those hours of work that are necessary to perform the duties and fulfill the obligations of the City Manager position, which fall both within and outside of customary and normal business hours. EMPLOYEE shall be required to have an onsite presence at the CITY and/or CITY Hall during his work schedule as assigned by the CITY COUNCIL and subject to change from time to time. The position of City Manager shall be deemed an exempt position under state and federal wage and hour laws.
EMPLOYEE’S compensation (whether salary or benefits or other allowances) is not based on hours worked and EMPLOYEE shall not be entitled to any compensation for overtime.
ii. EMPLOYEE may engage in teaching, consulting, speaking, or perform other non- CITY connected activities for which he is compensated only with the express prior consent of the CITY COUNCIL.
d. DISABILITY OR INABILITY TO PERFORM. If, as the result of long-term or permanent disability, sickness, accident, injury, mental incapacity or other personal health-related reason, the CITY determines that EMPLOYEE is unable to perform his essential duties, with or without reasonable accommodation, after exhausting all available and authorized use of accrued sick leave, vacation, or other available and authorized paid/unpaid leave available under applicable CITY policies or state or federal law, the CITY COUNCIL may terminate EMPLOYEE, subject to any applicable limitations as provided in Article XII, Section 1200 of the CITY Charter. If the CITY COUNCIL does elect to terminate EMPLOYEE due to incapacity, EMPLOYEE shall be terminated without cause, as provided in Section 7.c [TERMINATION WITHOUT CAUSE] below. In exercising this option, the CITY will comply with its obligations under applicable state and federal disability and public retirement laws.
5. BASE SALARY.
a. On the EFFECTIVE DATE of this AGREEMENT, CITY shall compensate EMPLOYEE for his services rendered pursuant to this AGREEMENT a gross annual base salary of three hundred twenty -five thousand dollars ($325,000.00) payable in installments at the same time and in accordance with the CITY’s payroll procedures for other CITY employees, and subject to all applicable payroll taxes and withholdings.
b. At the discretion of the CITY COUNCIL , this AGREEMENT may be amended to incorporate any salary and/or benefit adjustments granted, provided, or required by the CITY COUNCIL. The CITY shall not at any time during the term of this AGREEMENT reduce the base salary, compensation, EXHIBIT 1
AT-WILL EMPLOYMENT AGREEMENT BETWEEN CITY OF STOCKTON AND JOHNNY R. FORD AS CITY MANAGER
or other benefits of EMPLOYEE, unless as part of a general CITY management reduction, and then in no greater percentage than the average reduction of all CITY Department Heads whose salaries, compensation or benefits are reduced.
c. The CITY COUNCIL shall conduct an annual performance evaluation of EMPLOYEE each year in the month of July to the extent feasible in accordance with specific criteria developed by the CITY COUNCIL or such member or members of the CITY COUNCIL it may designate for this purpose. The CITY COUNCIL may from time to time add to or delete such criteria as it may determine. If EMPLOYEE is on a leave of absence at the time of his annual evaluation he will be evaluated as soon as possible after his return to work. The CITY COUNCIL may, in its sole discretion, consider a salary and/or benefit adjustment in connection with the annual performance evaluation. In addition to the annual performance evaluation, the CITY COUNCIL may, in its sole discretion, conduct EMPLOYEE performance evaluations and/or reviews as frequently and as often as desired by the CITY COUNCIL.
6. BENEFITS.
a. BENEFITS. Except as set forth in this AGREEMENT, CITY agrees to provide EMPLOYEE with the benefits provided under the “City of Stockton Unrepresented Management/Confidential and Law Employees’ Compensation Plan” for employees designated under the Management Plan “MA” and/or “Department Heads,” dated May 15, 2024, and as may be amended by the CITY COUNCIL from time to time, as set forth in Section
5.b, above.
b. PROFESSIONAL DEVELOPMENT . The CITY agrees to pay for reasonable sums of professional dues, conference and meeting registrations, subscriptions, travel and subsistence expenses of EMPLOYEE for professional development and participation to adequately pursue necessary official and other functions of the CITY , in appropriate organizations such as, but not limited to, the League of California Cities, subject to prior review and approval by CITY. Notwithstanding the foregoing, the CITY COUNCIL shall have discretion to establish appropriate amounts, in the annual CITY budget or otherwise, of official and professional development expenses and travel costs.
c. AUTOMOBILE ALLOWANCE. EMPLOYEE shall be provided a monthly auto allowance of five-hundred dollars ($500.00) in exchange for making a vehicle available for EMPLOYEE’s own use for CITY -related business and/or functions during, before, and after normal work hours. EMPLOYEE is not eligible for the benefit in Section 7 [Mileage Reimbursement for Private Vehicle Use] of “City of Stockton Unrepresented Management/Confidential and Law Employees’ Compensation Plan” dated EXHIBIT 1
AT-WILL EMPLOYMENT AGREEMENT BETWEEN CITY OF STOCKTON AND JOHNNY R. FORD AS CITY MANAGER
May 15, 2024, and as may be amended by the CITY COUNCIL from time to time.
d. CITY TECHNOLOGY. EMPLOYEE shall be provided a monthly technology allowance of four-hundred dollars ($400.00) to cover the cost of purchasing and maintaining a personal computer and/or laptop, cellular telephone and related telecommunications and internet service for EMPLOYEE’s own use for CITY -related business and/or functions while working at home or traveling.
e. DEFERRED COMPENSATION — SECTION 401(A) PLAN. CITY shall contribute an amount equal to nine percent (9 %) of EMPLOYEE’s base salary to a Section 401(a) deferred compensation plan, subject to the rules of the plan. This payment shall be in addition to the base salary and shall be made in equal installments at the same time that the EMPLOYEE’s base salary is paid.
f. VACATION LEAVE. EMPLOYEE is eligible for Vacation Leave pursuant to the requirements regarding Maximum Vacation Accrual, Vacation Scheduling, Holiday during Vacation, Cash Payment Option, and Vacation Cash Out Upon Separation as provided in Section 6 [VACATION LEAVES] of the “City of Stockton Unrepresented Management/Confidential and Law Employees’ Compensation Plan” for employees designated under the Management Plan “MA” and/or “Department Heads,” dated May 15, 2024, and as may be amended by the CITY COUNCIL from time to time.
Notwithstanding the foregoing, EMPLOYEE shall accrue Vacation Leave up to one-hundred and sixty (160) hours per fiscal year. EMPLOYEE shall accrue Vacation Leave in twenty-six (26) equal amounts on a bi-weekly payroll basis (26 pay periods). Further, on the EFFECTIVE DATE of this AGREEMENT, EMPLOYEE shall be credited one-hundred and sixty (160) hours of Vacation Leave in his vacation leave bank.
g. SICK LEAVE. EMPLOYEE is eligible for Sick Leave pursuant to Section 8 [ SICK LEAVE] of the “City of Stockton Unrepresented Management/Confidential and Law Employees’ Compensation Plan” for employees designated under the Management Plan “MA” and/or “Department Heads,” dated May 15, 2024, and as may be amended by the CITY COUNCIL from time to time. Notwithstanding the foregoing, on the EFFECTIVE DATE of this AGREEMENT, EMPLOYEE shall be credited one-hundred and twenty (120) hours of Sick Leave in his sick leave bank.
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AT-WILL EMPLOYMENT AGREEMENT BETWEEN CITY OF STOCKTON AND JOHNNY R. FORD AS CITY MANAGER
7. SEPARATION.
a. RESIGNATION. EMPLOYEE may resign from the position of City Manager at any time and agrees to provide the CITY COUNCIL with a minimum of 30 days advanced written notice of the date of EMPLOYEE’s last date of employment, unless the PARTIES otherwise agree in writing. If EMPLOYEE resigns from CITY employment he shall not be entitled to any SEVERANCE PAY as set forth in Section 7.c., nor continued compensation and benefits and EMPLOYEE shall only be entitled to the compensation accrued up to the date of termination, and such other termination benefits and payments as may be required by law or applicable provisions of the “City of Stockton Unrepresented Management/Confidential and Law Employees’ Compensation Plan” for separated employees designated under the Management Plan “MA” and/or “Department Heads ,” dated May 15, 2024, and as may be amended by the CITY COUNCIL from time to time.
This AGREEMENT shall terminate upon the date of EMPLOYEE’s last date of employment.
b. REMOVAL.
i. EMPLOYEE is an at -will employee serving at the pleasure of the CITY COUNCIL . EMPLOYEE has no constitutionally protected property or other interest in his employment as City Manager .
Nothing in this AGREEMENT shall be construed to create a property interest for EMPLOYEE in the position of City Manager.
EMPLOYEE may be terminated, with or without cause, subject to any applicable limitations which are now, or which may in the future, be included within the CITY Charter, CITY Municipal Code and this AGREEMENT.
c. TERMINATION WITHOUT CAUSE.
i. The CITY COUNCIL may terminate EMPLOYEE at any time, with or without cause, by a majority vote of its members , except that the EMPLOYEE shall not be terminated on or before November 19, 2026, except as provided in Article XII, Section 1200 of the CITY Charter. ii. If the CITY COUNCIL terminates EMPLOYEE as the City Manager without cause, (cause is defined in Section 7.d.ii below), on or after November 20, 202 6 EMPLOYEE shall be entitled to the
compensation accrued up to the date of termination, and such other termination benefits and payments as may be required by law or applicable provisions of the “City of Stockton Unrepresented Management/Confidential and Law Employees’ Compensation Plan” for terminated employees designated under the Management Plan “MA” and/or “Department Heads,” dated May 15, 2024, and as may be amended by the CITY COUNCIL from time to time . This EXHIBIT 1
AT-WILL EMPLOYMENT AGREEMENT BETWEEN CITY OF STOCKTON AND JOHNNY R. FORD AS CITY MANAGER
AGREEMENT shall terminate upon the date of EMPLOYEE’s
termination, as set by the CITY COUNCIL.
iii. I f the CITY COUNCIL terminates EMPLOYEE as the City Manager without cause, (cause is defined in Section 7.d.ii below), on or after November 20, 2026 EMPLOYEE shall be entitled to an amo unt equal to nine (9) months base salary as severance (“SEVERANCE PAY”) conditioned upon EMPLOYEE ’s execution of a settlement agreement (i) waiving any and all claims EMPLOYEE may have against CITY as well as any other present or former employees, officers, directors, elected and appointed officials, agents, attorneys, affiliates, predecessors, successors, assigns, departments and divisions, insurers, representatives, and all persons acting by, through, under or in concert with any of them, and each of them, past and present ; (ii) including a general release of all known and unknown claims and all other disputes of every kind or nature related to or arising out of EMPLOYEE’s employment with CITY, including but not limited to the termination of said employment and the AGREEMENT; (iii) a California Civil Code section 1542 waiver; and (iv) any other waivers, provisions, clauses, terms and/or conditions, deemed appropriate by the CITY COUNCIL at the time of the termination of EMPLOYEE’s employment, under the facts and circumstances of such termination. In order for EMPLOYEE to be eligible for the SEVERANCE PAY, the settlement agreement must be executed by the EMPLOYEE no later than twenty-one (21) days after the date upon which the final settlement agreement is presented to EMPLOYEE and not revoked by the EMPLOYEE after he
executes the settlement agreement, in the timeline permitted by law under the Age Discrimination in Employment Act of 1967 and/or Older Workers Benefit Protection Act, if applicable.
All SEVERANCE PAY required under this Section 7.c. is subject to the limitations set forth in Government Code Sections 53260 and 53261. Notwithstanding any other provision of this AGREEMENT , should the SEVERANCE PAY required under this Section 7.c. exceed the amount authorized to be paid under Government Code Section 53260, then the amount to be paid to EMPLOYEE shall be reduced in the amount necessary to comply with such statute. d. TERMINATION FOR CAUSE.
i. Within Twelve Months from the Effective Date
(1) Notwithstanding the provisions of Section 7. c.
[TERMINATION WITHOUT CAUSE], the CITY COUNCIL
may terminate EMPLOYEE for incompetence, malfeasance,
misfeasance, or neglect of duty on or before November 19, EXHIBIT 1
AT-WILL EMPLOYMENT AGREEMENT BETWEEN CITY OF STOCKTON AND JOHNNY R. FORD AS CITY MANAGER
2026 as provided in Article XII, Section 1200 of the CITY Charter.
(2) In the event the CITY terminates EMPLOYEE for
incompetence, malfeasance, misfeasance, or neglect of duty on or before November 19, 202 6, as provided in Article XII, Section 1200 of the CITY Charter, then the CITY may
terminate this AGREEMENT upon exhaustion of the
procedures provided in Article XII, Section 1200 of the CITY Charter, as applicable. Upon termination of this
AGREEMENT, EMPLOYEE shall no longer be employed by
the CITY and this AGREEMENT shall terminate.
EMPLOYEE shall not be entitled to any SEVERANCE PAY
as set forth in Section 7.c., and shall only be entitled to the compensation accrued up to the date of termination, and such other termination benefits and payments as may be required by law or applicable provisions of the “City of Stockton Unrepresented Management/Confidential and Law
Employees’ Compensation Plan” for terminated employees
designated under the Management Plan “MA” and/or
“Department Heads ,” dated May 15, 2024, and as may be amended by the CITY COUNCIL from time to time.
ii. After Twelve Months from the Effective Date.
(1) Notwithstanding the provisions of Section 7.c.
[TERMINATION WITHOUT CAUSE] , on or after November
20, 2026 the CITY COUNCIL may terminate EMPLOYEE for
cause. As used in this section, “cause” shall mean only one or more of the following:
(a) Incompetence, such as but not limited to failure of EMPLOYEE to comply with the standards for the
position of City Manager
(b) Neglect of duty, such as but not limited to failure to timely perform the duties required of EMPLOYEE's
position or failure to implement policy directions of the
CITY COUNCIL
(c) Any grossly negligent action or inaction by
EMPLOYEE that materially and adversely: (1) impedes
or disrupts the operations of CITY or its organizational units; (2) is detrimental to employees or public safety; or (3 ) violates CITY ’s properly-established rules or
procedures
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AT-WILL EMPLOYMENT AGREEMENT BETWEEN CITY OF STOCKTON AND JOHNNY R. FORD AS CITY MANAGER
(d) Dishonesty involving employment
(e) Being under the influence of alcohol or intoxicating drugs while on duty
(f) A bsence without leave
(g) Conviction of a crime or conduct constituting a violation of state or federal law that renders it more difficult for EMPLOYEE to deliver public service. “Conviction”
includes entry of a plea of nolo contendere or a plea
bargain
(h) Improper or unauthorized use of CITY property
(i) Failure to engage or participate in good faith in an interactive process to attempt to identify an effective reasonable accommodation to resolve a physical or
mental infirmity(s) or defect(s) affecting job
performance when it is within the capacity of the
EMPLOYEE to do so
(j) Acceptance from any source of any emolument,
reward, gift, or other form of remuneration in addition to EMPLOYEE’s regular compensation, as a personal
benefit to EMPLOYEE in connection with actions
performed in the normal course of EMPLOYEE’s
assigned duties
(k) Falsification of any CITY report or record or of any report or record required to be, or, filed by EMPLOYEE
(l) Engagement in prohibited harassment, discrimination, retaliation, or abusive conduct
(m) Engaging in any incompatible activity or prohibited conflict-of-interest
(n) A material breach of this AGREEMENT
(2) For purposes of this provision, a determination that “cause” exists shall be based on demonstrable, or otherwise
reasonably proven, sustained, corroborated, or admitted conduct.
(3) In the event the CITY terminates EMPLOYEE for cause, on or after November 20, 2026 then the CITY may terminate this AGREEMENT immediately, and EMPLOYEE shall no longer
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AT-WILL EMPLOYMENT AGREEMENT BETWEEN CITY OF STOCKTON AND JOHNNY R. FORD AS CITY MANAGER
be employed by the CITY and this AGREEMENT shall
terminate. EMPLOYEE shall not be entitled to any
SEVERANCE PAY as set forth in Section 7.c., and shall only be entitled to the compensation accrued up to the date of termination, and such other termination benefits and
payments as may be required by law or applicable provisions of the “City of Stockton Unrepresented
Management/Confidential and Law Employees’
Compensation Plan” for terminated employees designated
under the Management Plan “MA” and/or “Department Heads,” dated May 15, 2024, and as may be amended by the CITY
COUNCIL from time to time.
e. RETURN OF CITY PROPERTY. Upon the expiration or termination of this AGREEMENT for any reason, EMPLOYEE’s resignation or termination from the City Manager position, EMPLOYEE agrees to immediately surrender any and all writings containing information relating to the conduct of the CITY’s business prepared, owned, used, or retained by EMPLOYEE regardless of physical form or characteristics, and any and all property, equipment, tools, or other materials of whatever nature provided to EMPLOYEE by CITY in his capacity of City Manager.
8. INDEMNIFICATION.
a. In accordance with and to the extent provided by California's Tort Claims Act (Government Code § 825 et seq.) and Government Code sections 995- 996.6, the CITY shall defend and indemnify EMPLOYEE against and for losses sustained by EMPLOYEE in direct consequences of the discharge of EMPLOYEE's duties on the CITY's behalf for the period of EMPLOYEE's employment. Nothing in this AGREEMENT shall expand the CITY’s defense and indemnification obligations beyond those provided in the Government Code Tort Claims Act (Government Code § 825, et seq.) and Government Code sections 995-996.6.
b. I n the event EMPLOYEE receives any payment as paid leave pending an administrative investigation, or funds for the legal criminal defense of EMPLOYEE, or as any cash settlement related to the termination of EMPLOYEE it s hall be fully reimbursed to the CITY if EMPLOYEE is convicted of a crime involving an abuse of his office or position, as provided by Government Code sections 53243 — 53243.4. Nothing in this Section
8.b. entitles EMPLOYEE to any of the above listed payments described in Section 8.b. CITY and EMPLOYEE agree that it is their mutual intent to fully comply with Government Code sections 53243 – 53244, as applicable. c. Upon conviction as set forth in Government Code sections 7522.72 or 7522.74, EMPLOYEE may forfeit the rights and benefits in accordance with those sections.
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AT-WILL EMPLOYMENT AGREEMENT BETWEEN CITY OF STOCKTON AND JOHNNY R. FORD AS CITY MANAGER
d. This Section 8 [INDEMNIFICATION] shall survive termination of this AGREEMENT.
9. BONDING. CITY shall bear the full cost of any fidelity or other bonds the CITY requires of EMPLOYEE under any law or ordinance or otherwise.
10. AMENDMENTS. This AGREEMENT may only be modified in writing and duly authorized and executed by both PARTIES.
11. SEVERABILITY. If any provision of this AGREEMENT is found by a court of competent jurisdiction over the PARTIES to be illegal or unenforceable, the remainder of this AGREEMENT shall not be affected and shall remain in full force and effect to the greatest extent permitted by law, unless the parts found to be illegal or unenforceable are wholly inseparable from the remaining portion of this AGREEMENT.
12. JURISDICTION AND VENUE . Any dispute concerning this AGREEMENT shall be governed by the laws of the State of California, and the PARTIES agree that venue shall be in San Joaquin County, California.
13. ENTIRE AGREEMENT. This AGREEMENT and its Attachment contains the entire agreement of the PARTIES and no promise, representation, warrant or covenant not included in this AGREEMENT has been or is relied on by any PARTY hereto.
14. NOTICE.
Any notices, including change of address of either PARTY during the term of this AGREEMENT, which EMPLOYEE or the CITY shall be required, or may desire, to make pursuant to this AGREEMENT shall be in writing and shall be either hand- delivered or sent by prepaid first class mail and addressed as follows:
TO CITY: Mayor
City of Stockton
425 N. El Dorado Street
Stockton, CA 95202
TO EMPLOYEE: Johnny R. Ford
[Most recent address on file with Human Resources]
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AT-WILL EMPLOYMENT AGREEMENT BETWEEN CITY OF STOCKTON AND JOHNNY R. FORD AS CITY MANAGER
IN WITNESS WHEREOF, CITY has caused this AGREEMENT to be signed and executed on its behalf by its Mayor, and duly attested by its City Clerk, and EMPLOYEE has signed and executed this AGREEMENT, as of the day and year first above written.
EMPLOYEE
JOHNNY R. FORD
CITY OF STOCKTON
CHRISTINA FUGAZI
MAYOR
ATTEST:
_____
KATHERINE D. ROLAND, CMC, CPMC
CITY CLERK
APPROVED AS TO FORM:
LORI M. ASUNCION
CITY ATTORNEY
EXHIBIT 1
City of Stockton
City Manager
CLASS CODE 00005
REVISION DATE November 23, 2004
DEFINITION
Under policy direction of the City Council, plans, organizes, coordinates and administers through management staff, all City functions and activities; provides policy guidance and coordinates the activities of department heads; fosters cooperative working relationships with civic groups, intergovernmental agencies and City staff; performs related work as assigned.
CLASS CHARACTERISTICS
This class has overall responsibility for policy development, program planning, fiscal management, administration and operation of all City functions, programs and activities. The incumbent is responsible for accomplishing Council/City goals and objectives and for ensuring that the community is provided with desired and mandated services in an effective, cost efficient manner.
PRINCIPAL DUTIES (Illustrative Only)
1. Plans, organizes, coordinates, and directs through City officers, department heads, and support staff the work of the City; coordinates the work of City departments reporting directly to the City Council.
2. Develops and directs the implementation of goals, objectives, policies, procedures, and work standards for the City.
3. Works closely with the Mayor, City Council, boards and commissions, a variety of public and private organizations, and citizen groups in implementing programs and projects to solve identified problems.
4. Advises the City Council on issues and programs; prepares and recommends long-range plans for City services and programs and develops specific proposals for action on current and future City needs.
5. Makes final interpretations of City regulations and various ordinances, codes and applicable laws to ensure compliance.
6. Has responsibility for the preparation and administration of the annual budget for the City.
7. Represents the City in contacts with governmental agencies, community groups, and various business, professional and other organizations directly or through subordinate staff. 1/24/25, 7:04 PM City of Stockton - Class Specification Bulletin https://www.governmentjobs.com/careers/stockton/classspecs/newprint/26105 1/3 EXHIBIT 1
8. Coordinates the preparation of a wide variety of reports or presentations to the City Council or outside agencies.
9. Directs the selection, supervision, and the work evaluation of departmental personnel.
10. Monitors and directs Citywide employee relations staff development and grievance procedures; directs the development and implementation of management systems, procedures and the application of standards for program evaluation on a Citywide basis.
QUALIFICATIONS
Knowledge of:
Administrative principles and methods, including goal setting, program and budget development and implementation and employee supervision;
Principles, practices and program areas related to the management of municipal functions;
Applicable legal guidelines and standards affecting City administration;
Funding sources impacting program and service development;
Social, political, and environmental issues influencing municipal program administration.
Skill in:
Planning, organizing, administering, and coordinating a variety of large and complex municipal services and programs;
Selecting, motivating, and evaluating staff and providing for their training and professional development;
Developing and implementing goals, objectives, policies, procedures, work standards, and internal controls;
Analyzing complex technical and administrative problems, evaluating alternative solutions and adopting effective courses of action;
Preparing clear and concise reports, correspondence, and other written materials;
Establishing and maintaining cooperative working relationships with the City Council, and a variety of citizens, public and private organizations, boards and commissions, and City staff;
Exercising sound, independent judgment within general policy guidelines.
Other Requirements:
Must possess a valid California driver's license.
A typical way of gaining the knowledge and skills outlined above is:
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Equivalent to graduation from a four-year college or university and substantial management and administrative experience in a large municipal government or similar public agency setting.
HISTORICAL NOTE
Established: 07/01/1923
Resolution: CC 6113
Exempted: 04/14/1941
Ordinance: 1606
Spec Amended: 03/21/1968
Resolution: CS 3827
Exempted: 11/12/1985
Resolution: CC85-0684
Exempted: 11/12/1985
Resolution: CC85-0684
Unit: Unrepresented/CM
Employment Status: At-Will
FLSA Status: Exempt
CS Status: Unclassified
1/24/25, 7:04 PM City of Stockton - Class Specification Bulletin https://www.governmentjobs.com/careers/stockton/classspecs/newprint/26105 3/3 EXHIBIT 1