1. Municipal leadership and management
Owen Sound's population has stagnated for more than two decades, while the size and cost of the municipal management structure have increased significantly. What changes would you make to ensure that the City's senior management structure is lean, accountable and focused on results rather than simply administering the status quo? Would you support recruiting a City Manager with a demonstrated record of organizational transformation, cost reduction and successful change management? Would you also support establishing fixed-term, renewable contracts for senior management positions, with a significant portion of compensation tied to measurable performance objectives established by Council?.
I believe Owen Sound should regularly benchmark its municipal management structure against municipalities of similar population, tax base, service responsibilities and geographic characteristics.
Before making cuts, I would want to identify comparable municipalities and examine their senior management structures, management-to-staff ratios, compensation costs, number of management positions and the services they deliver. We should then compare those results with Owen Sound.
My concern is that our municipal structure may be too top-heavy for a city of our size. I don't believe we should maintain positions or layers of management simply because they have always existed.
I would support an independent organizational review that looks at duplication, overlapping responsibilities, reporting structures and whether each senior management position is delivering measurable value to taxpayers.
My goal would not be to cut frontline staff or reduce essential services. It would be to make sure we have the right number of managers, the right responsibilities and clear accountability for results.
If the benchmarking shows that Owen Sound is carrying more senior management overhead than comparable municipalities, I would support restructuring and reducing duplication where appropriate .
Taxpayers should be able to understand what they are paying for - and what results they are getting in return.
Yes, absolutely. I would support recruiting a City Manager with a demonstrated record of organizational transformation, cost reduction and successful change management.
I would also be open to fixed-term, renewable contracts for senior management, with a meaningful portion of compensation tied to clear, measurable performance objectives established by Council.
However, I would want to understand the full cost and structure of such a system before committing to a specific compensation model. Performance incentives should result in better value for taxpayers, not simply higher compensation.
My approach would be straightforward: if we can make the City more efficient, reduce unnecessary costs, improve services and establish clear accountability - while being cost-effective - I am in favour of it.
Council should set clear expectations, measure results and hold senior management accountable for delivering them.