The methodology used to determine the $100 million amount; The projected project costs and expenditures intended to be reimbursed; The assumptions used in determining the amount of financing required; Any feasibility study, financial impact analysis, debt analysis, or independent financial review conducted in connection with the proposed financing;
The anticipated interest rate, debt-service costs, and total repayment obligation; The expected term of the proposed debt;
The source or sources of funds that will ultimately be used to repay the debt; Whether the proposed bonds are general obligation bonds or another form of municipal financing; Whether repayment could require increased taxes, fees, assessments, reductions in services, or other obligations affecting Yountville residents; and
The financial risks to the Town if project costs exceed projections or anticipated revenues do not materialize.
This question is particularly important in light of the financial gap associated with workforce and subsidized housing discussed in the Burbank Housing presentation.
Before the Town undertakes a financial obligation of this magnitude, residents should be able to see the financial assumptions and analysis supporting the decision.
If such an analysis has already been performed, I respectfully request that it be made readily available to the public.
2. Town Manager Compensation — Salary Increases and Bonus The July 15, 2025, action concerning the Town Manager's employment agreement establishes an annual base salary of $286,440 and provides for five-percent annual salary increases from 2026 through 2030, subject to a satisfactory or better annual performance evaluation.
The agreement also provides $21,483 in bonus compensation.
I respectfully request clarification regarding the standards and accountability mechanisms associated with this compensation.
Specifically:
1. What objective performance metrics determine whether the Town Manager qualifies for the $21,483 bonus?
2. Are those metrics established in writing?
3. Are they available for public review?
4. Are the metrics measurable and independently verifiable?
5. Is there a graduated bonus structure based upon the level of performance achieved?
6. Or is the bonus an all-or-nothing payment based upon receiving a satisfactory performance evaluation?
7. Who conducts and approves the performance evaluation?
8. Does the Council publicly document the reasons for awarding the bonus?
9. What specific justification supports the five-percent annual salary increases through 2030?
10. What will be the projected total cost to the Town of these salary increases over the life of the agreement?
Performance-based compensation can be a reasonable management tool. However, for taxpayers to have confidence in such a system, the performance standards should be clear, measurable, transparent, and meaningfully connected to the compensation being awarded.
3. Interim Town Manager — Additional Compensation
I also request clarification regarding the additional compensation provided to the Interim Town Manager.
The staff report references Section 5.D.18 of the Town's Personnel Rules and Policies, which establishes a minimum out-of-class pay increase of five percent of an employee's base hourly equivalent wage. The report states that serving as Interim Town Manager involves increased responsibilities and therefore justifies additional compensation.
I respectfully request that the Town identify the specific additional duties and responsibilities that justify this increase.
If the individual was appointed Interim Town Manager with the understanding that the position would involve performing the duties of Town Manager, I would like to understand why those duties constitute an additional assignment rather than the expected responsibilities of the interim position.
If the duties changed after the appointment, I request that the Town identify what specifically changed.
I am also concerned about the fiscal-impact section of the staff report, which states:
Fiscal Impact: No
Currently Budgeted: N/A
Where is it Budgeted: N/A
Mandatory or Discretionary: Mandatory
Staff Resource Impact: No
These statements appear difficult to reconcile.
If the Town is providing additional compensation to an employee, there is a financial cost. If the expenditure is not currently budgeted, the public should be told how that cost will be funded.
I therefore respectfully request clarification of:
The exact amount of the additional compensation;
The effective date and duration of the increase;
The specific duties supporting the increase;
The authority under which the increase is considered mandatory; Why the fiscal impact was identified as "No";
Why the expenditure was identified as "N/A" under the budget categories; Which existing appropriation or fund will pay for the additional compensation; and Whether the compensation will create any additional current- or future-year budget obligations.
4. Christmas/New Year's Holiday Compensation
I also request clarification regarding paid time provided to employees during the Christmas and New Year's holiday period.
The Town's personnel policies already provide full-time regular employees with three floating holidays, or 24 hours, each year, which may be taken at mutually agreeable times. Regular part-time employees working more than 20 but fewer than 40 hours receive 12 hours under the applicable provision.
Given this existing benefit, I would like the Town to explain the additional paid time provided during the Christmas/New Year's period.
Specifically:
How many hours of paid time are provided?
Which employees are eligible?
What is the estimated annual cost to taxpayers?
How does this benefit interact with the three floating holidays already provided? Has the Town evaluated whether these benefits overlap?
Is this benefit provided pursuant to a personnel policy, ordinance, resolution, memorandum of understanding, or individual employment agreement?
I am not suggesting that Town employees should not receive reasonable compensation or benefits. Rather, I am asking that the Town clearly account for the total cost of compensation and benefits and explain the rationale for overlapping or additional benefits.
Request for Public Accountability
The individual issues described above may appear to be separate personnel or financial matters.
Collectively, however, they raise an important question about the Town's approach to fiscal responsibility and public accountability.
The Town is entrusted with taxpayer funds. Residents should be able to understand not only whether an expenditure is technically permissible, but also why it is necessary, how much it will ultimately cost, how it is being funded, and what long-term obligations it creates.
I respectfully request that the Town Council:
1. Provide written responses to the questions raised in this public comment;
2. Make supporting financial analyses and documentation available to the public;
3. Clearly identify the funding source for new or increased expenditures;
4. Provide measurable performance criteria when approving performance-based compensation;
5. Clearly distinguish between mandatory and discretionary expenditures; and
6. Ensure that future staff reports accurately describe the fiscal impact of compensation and other financial commitments.
Transparency is particularly important when decisions involve millions of dollars in public financing or long-term personnel obligations.
A fiscally responsible government should not simply ask whether it can afford something today. It should also ask whether it is prudent, sustainable, properly justified, and fair to the residents who will ultimately bear the cost.
I respectfully ask the Mayor and Town Council to provide the public with the documentation and explanations necessary to evaluate these decisions and to ensure that Yountville's financial commitments are made with appropriate diligence, transparency, and accountability.
Thank you for placing this comment into the official meeting record and for addressing these concerns.
Respectfully submitted,
Timothy Dowling
Yountville Resident / Taxpayer
9/14/26