Following the annual evaluation of Lyon County Manager Dennis Stark, the Lyon County Commissioners last week approved awarding him a 2.5% salary increase.  The increase brings the Manager’s salary, including Employer Paid PERS, to $116,764. 

This salary is comparative to those of other area county managers. (See chart at end of story.)

The BOC also approved a 1% lump sum bonus payment for the Manager on the December 18, 2009 pay check if other County employees receive the bonus payment  The bonus will be awarded based upon the 2008-2009 audited unreserved ending general fund balance coming in at $225,000 higher than budgeted.  The audit report for the preceding fiscal year is generally submitted to the commissioners in November.

Each commissioner was asked to submit an evaluation form, grading the manager on General Administration (14 categories), External/Community Relationships (4 categories) and Personal Characteristics (6 categories).  Ratings ranged from 5 (Superior); 4 (Exceeds Expectations); 3 (Fully Competent); 2 (Generally meets Expectations); and 1(Does Not Meet Expectations). Each commissioner also had the opportunity to add personal comments.

The majority of ratings fell into the Fully Competent (3) category – totaling 43.

 The overall performance rating: (Each evaluation form contained a total of 25 categories)

·         Superior - 9

·         Exceeds Expectations – 36

·         Fully Competent – 43

·         Generally Meets Expectations – 25

·         Does Not Meet Expectations - 12

Starks highest ratings and positive comments came from his handling of the budget, with three of the five commissioners awarding him a 4; his Community Relationships, with four commissioners awarding him a 4; and Stress Management, with three commissioners awarding him a 4.

Starks biggest detractor was Commissioner Larry McPherson, who rated him a 1 (Does Not Meet Expectations) in 10 categories and a Generally Meets Expectations (2) in 12 categories.  His highest rating was a 3, (Fully Competent).   McPherson submitted no personal comments explaining his concerns.

The compilation for each commissioner:

·         Hunewill – 0-2-18-5-0

·         Mortensen – 0-19-6-0-0

·         Roberts – 1-4-11-7-2

·         Tibbals – 8-11-5-1-0

·         McPherson – 0-0-3-12-10

A brief summary of commissioner comments:

Hunewill – Strong points: The Manager consistently, or generally, meets job performance expectations; Weak points: Needs to be more outgoing with the public; Needs to open up and share his opinions, ideas, thoughts more; Communications with commissioners could use some improvement; Suggestions: The Manager needs to be more visible throughout the whole county

Mortensen – Strong points: Good communicator and seems well organized; Weak points: Providing last minute info for agenda items, however, I realize that it cannot be avoided sometimes; Suggestions: Having been a commissioner for only sevent months limits my knowledge of Dennis.

Roberts – Strong points: Strives for excellence; committed to Lyon County; possesses high ethical standard; fiscally conservative; sets reasonable goals; manages routine county matters in acceptable/professional manner; Weak points: Often reluctant or unable to communicate professional opinions; Opinions, when given, are brief in scope; Continue to seek BOC policy/goal sessions; Suggestions: Modify your 9/18/08 goals to include a more countywide vision; consider refining the evaluation tools to be used next year; General comments: Your efforts in developing the 2009/10 budget did not escape notice and I extend to you my highest marks in that regard.  Please extend my compliments to your staff as well.

Tibbals – Strong points: No comment; Weak points – No comment; Suggestions: Two county Commissioners should be selected to be on the negotiating committee; A balance sheet should accompany any budget presentation; Direction for improvement: County manager & staff are employees, they need to listen to the Commissioners, who are elected and reflect the wishes of the voters; County Manager should not allow staff to run his office.

McPherson – No comments submitted

COUNTY MANAGER SALARY COMPARISONS – 2008 figures:

·         Carson City - $129,536, plus $300/month auto allowance

·         Churchill County - $129,854, plus $300/month auto allowance

·         Douglas County - $127,504

·         Nye County - $118,000

·         Lyon County – $115,417 (2008) $116,764 (2009)