HomeMy WebLinkAboutA037 - Discussion on City Attorney job description and hiring timeline (tabled from March 10, 2026, meeting)To:Mayor & City Council
From:Bethany Ballou, Director of Human Resources
Date:March 24, 2026
Subject:Amendments to City Attorney job description
Item No. 39
MEMO
The City Attorney has submitted his intent to retire in September 2026. The City
Council supervises this position and will have responsibility for hiring a new City
Attorney. The Human Resources staff has drafted a sample recruitment plan that
outlines the timeline and elements for this recruitment. This draft plan is modeled
after recruitment plans for department director positions across the organization
and includes a detailed schedule for a two-day, on-site candidate experience with
recommendations for:
Participants
Tours
Public interaction
City Council interaction
Employee involvement
The plan includes information on next steps following the on-site experience,
including reference checks, salary recommendations, and the offer process. If
Council chooses to move forward with the proposed plan, the City Attorney
position will be advertised in May with an anticipated start date for the City
Attorney in September.
When an employee's departure creates a vacancy in a position, it is customary to
review the existing job description and determine if updates are necessary. The
City Attorney job description has been reviewed with input from the current City
Attorney and Human Resources. While the education and experience
requirements, working conditions, physical requirements, and examples of
essential work are largely unchanged, a few minor changes have been
suggested to reflect current expectations for the role.
These changes included: 1) removal of the residency requirement, 2) removal of
the word "may" when it comes to assisting and monitoring outside counsel, 3)
Human Resources 515.239.5105 main
515.239.5142 fax
515 Clark Ave. P.O. Box 811
Ames, IA 50010
www.CityofAmes.org
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addition of construction law experience as a preferred qualification, 4) change
from "exposure to contract law" to "one year of experience in contract law" in the
minimum requirements, and 5) formatting changes that create a new paragraph
focused on the management of people.
It should be noted that a job description is designed to be broad in nature,
covering a wide array of possible work. It should not include specific
assignments, software, and tasks, as including this level of detail could rule out
qualified candidates and could limit the Council's ability to assign related but
unmentioned assignments in the future.
ATTACHMENT(S):
City Attorney Job Description 0226.pdf
Recruitment Plan for City Attorney.pdf
Human Resources 515.239.5105 main
515.239.5142 fax
515 Clark Ave. P.O. Box 811
Ames, IA 50010
www.CityofAmes.org
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CLASS TITLE: City Attorney 9366
DEFINITION: The City Attorney provides legal advice and services to the Mayor, City Council,
the City Manager, City Staff, Boards and Commissions, and, when available, to the city owned
Mary Greeley Medical Center in legal matters related to operations, services, and activities of the
municipality.
JOB FUNCTIONS:
Examples of Essential Job Functions: Under the direction of the Mayor and City Council, acts as
legal advisor and counsel for the City of Ames, its officers, departments, and city boards and
commissions; conducts legal research; advises city officials and staff concerning legality of
operations, policies, procedures, and activities. Drafts ordinances, resolutions, and other
documents as directed for review and action by the Mayor and City Council. Prepares and presents
staff memos, reports, other legal advice, documents, or correspondence as requested by the Mayor,
City Council, or city staff. Consults with City Manager’s Office to prioritize requests from City
departments for legal work. Represents and works with the City Assessor on matters related to
the assessors’ work as required by the Iowa Code. Drafts and/or reviews legal documents for Mary
Greeley Medical Center when requested by the hospital and/or as time allows. Attends City
Council, some board and/or commission and Board of Review meetings, and provides legal advice
and opinions as warranted and/or requested during the meetings or as referred for follow up.
Prepares opinions about questions of law regarding the interests of the city . Represents the City in
general litigation matters and prosecutes and defends all suits and actions to be brought and
pending in any court in the State of Iowa or United States . Attends administrative hearings and
other meetings to represent the City’s position.
Management of City Attorney’s Office: Follows City adopted policies and administrative
processes, including but not limited to, personnel policies; purchasing policies; pay and
classification systems; Civil Service practices and policies; and performance management, hiring,
and budget processes. Under the direction of the City Manager’s Office, assists in preparing and
administering the annual budget for the City’s Legal Department. Supervises legal professional
and support staff including leading staff in implementing department and city-wide goals and
objectives.
Other Job Functions: Conducts special projects and research assigned by the Mayor, City Council,
or the City Manager. With approval of the City Council, may conduct special projects and research
for Mary Greeley Medical Center and City Boards and Commissions. Assists and/or monitor the
performance of legal work by outside counsel retained by the city to represent its interest where
appropriate. Performs related duties and responsibilities as required.
EXCELLENCE THROUGH PEOPLE:
Each city employee is expected to continually strive to bring shared values to life through our
Excellence Through People (ETP) organizational culture. ETP values include: committing to
continuous improvement; inspiring creativity and innovation; being customer driven; making data -
driven decisions; championing employee involvement; striving for excellence; having fiscal
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City Attorney – Page 2
stewardship; acting with honesty and integrity; exhibiting leadership; choosing a positive attitude;
respect and dignity for one another; promoting safety and wellness; and cultivating teamwork. For
leaders, this includes creating a work culture that brings these values to life. For all employees,
this includes maintaining a Total City Perspective. The purpose of ETP is to deliver e xceptional
services to the public at the best price, and for employees to experience an enjoyable and
stimulating work environment.
EQUIPMENT:
Examples of Equipment Used on the Job: Operates a variety of office equipment including but not
limited to a personal computer, copier, telephone, or related devices. Uses various software
systems including but not limited to Microsoft Office Suite, databases, and legal management
systems.
PHYSICAL AND ENVIRONMENTAL CHARACTERISTICS:
General Physical Characteristics: The work involves sitting 85 percent of the time; standing and
walking 15 percent of the time; frequently lifting objects under 10 pounds; infrequently lifting
objects from 10 to 25 pounds; and infrequently lifting objects from 25 to 50 pounds
Vision Requirements: The minimum standard for use with those whose work deals largely with
preparing and analyzing data and figures, accounting, transcription, computer terminal, extensive
reading, visual inspection involving small defects or parts, use of measurement devic es, or
assembly of parts at distances close to the eyes.
Required Physical Activities: Climbing, stooping, kneeling, crouching, reaching, standing,
walking, lifting, finger dexterity, grasping, talking, and hearing.
Environmental Conditions: The work is performed inside and occasionally outside and
occasionally includes being exposed to noise and/or vibration.
EMPLOYMENT STANDARDS:
Education and Experience: Graduation from an ABA-accredited law school with a Juris Doctorate
degree and admission to practice in Iowa state courts and federal courts or obtaining admission
within six months of appointment. Five (5) years’ experience in general legal practice.
Must have at least one year of experience in litigation, negotiation, and contract law. Some
experience in municipal or government law
Additional Requirements:
Must pass a credit and background check.
Preferred Experience: At least three (3) years of experience in the management and supervisory
capacity of legal staff and/or department. At least one (1) year of experience in real estate or
construction law.
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City Attorney – Page 3
Knowledge, Skills, and Abilities: Knowledge of modern and complex principles and practices of
criminal, constitutional, municipal, human resources, labor relations, and contract law; methods
and techniques of legal research; courtroom procedures; principles of legal and business letter
writing and report preparation; English usage, spelling, grammar and punctuation; pertinent
Federal, State, and local laws, codes and regulations. Ability to organize, interpret and apply legal
principles and knowledge of legal problems; present statements of law and fact clearly and
logically; prepare clear and concise legal position papers; conduct research on legal problems and
prepare sound legal opinions; gain cooperation through discussion and persuasion; properly
interpret and make decisions in accordance with laws, regulations and policies; communicate
concisely and clearly both orally and in writing; establish and maintain effective working
relationships with those contacted in course of work; make sound decisions and use good
judgment, determine the appropriate approach to use for lawsuits, and demonstration of intellectual
capabilities. Ability to plan and supervise the work of professional staff. Ability to understand and
follow oral and/or written policies, procedures, and instructions.
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Recruitment Plan for City Attorney
The recruitment plan consists of several elements including:
• Advertising
• Application Review
• Phone Interviews
• Onsite Experience
• Selection
• References
• Contingent Offer
• Final Offer
The following is an estimated timeline and description of events:
Advertising:
March: Mayor will meet individually with Legal Office staff members to listen to desired
characteristics of the next City Attorney. Feedback is incorporated into the brochure
and ads.
Mid-April: HR staff will work with the Communications and Outreach team to develop a
brochure for this position.
May 1: Post position on City Website (Governmentjobs.com), Iowa Bar Association,
Indeed, ISU Alumni Association, University of Iowa, and Drake Law Schools,
International Municipal Lawyers Association, and Iowa League of Cities. HR Director
will also push the posting to individuals who may be interested in the opportunity. The
position will be posted until May 31.
Application Review: May 1-June 5, HR Director will review each application and
screen for minimum qualifications. Passing applicants will move to review by a City
Council subcommittee consisting of the Mayor and two City Council members appointed
by the Mayor. The subcommittee and HR Director will determine which candidates will
be invited to participate in phone interviews. This determination will be based on a
score of application materials and answers to supplemental questions.
Phone Interviews: June 8-10, depending on number of candidates. The Mayor, two
members of City Council (appointed by the Mayor), one Assistant City Manager, and HR
Director will participate in phone interviews and make a determination , based on scores,
which candidates to invite for the on-site experience.
On-Site Interview Experience: June 15-26, the On-site Experience consists of several
elements over two days that will help City Council make the hiring decision , outlined
below.
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Day 1
Duration Activity Those Involved Notes
30 minutes HR Intro Bethany Ballou, HR
Director
Discuss schedule,
review benefits
15-30 minutes Council Intro Mayor Welcome, initial
conversation
90 minutes Panel Interview City Council, HR
Director
Formal interview –
closed session
upon candidate
request
45 minutes Meet and Greet
with Legal
Department
Legal Dept
employees
Conversation starter
questions,
opportunity to get to
know the candidate
30 minutes Lunch Break Candidate We will bring lunch in
for the candidate,
and they can relax on
their own for a few
minutes before
continuing the day
60 minutes ELT Interview Executive
Leadership Team
(department heads)
ELT-led interview –
opportunity to
interact with
candidate
15 minutes Break Candidate
2 hours, 15 minutes City Tour Keith Abraham,
Parks and
Recreation Director
and/or John Dunn,
WPC Director
Opportunity for
candidates to see
Ames and various
City facilities and
projects
30 minutes Prep/set up for
public presentation
Candidate (HR
Director will help
with setup)
Council Chambers
60 minutes Public Presentation Candidate, Council,
Public
Opportunity for public
to meet candidate
and provide feedback
(using feedback
forms). HR will
specifically invite
people as directed. A
press release will
announce all
candidates and
public presentation
times
7
60-90 minutes Dinner Candidate, Mayor,
two City Council
members
(appointed by the
Mayor), ISU City
Council
representative,
Human Resources
Director
Opportunity to dig
deeper into
expectations and the
role in general – as
well as provide the
candidate time to ask
questions in a less
formal setting
Day 2
90 minutes Written Exercise Candidate Review a vendor
contract and make
recommendations for
a contract that best
reflects the City’s
interests.
60 minutes City Hall Tour Assistant City
Attorney
Tour the office
spaces, make
introductions, and
talk departments
interact with Legal
15 minutes Break
90-120 minutes Lunch with City
Manager
Steve Schainker,
Brian Phillips, Pa
Goldbeck, Bethany
Ballou
Explore the
relationship and
cooperation between
the CMO and Legal
departments
30-60 minutes Closing Discussion
with the Mayor
Mayor and Human
Resources Director
Wrap up experience
Debrief: June 29-July2 (potentially June 30 – 5th Tuesday). Following the on-site
experience, City Council, City Manager, and the Human Resources Director will debrief
and discuss all candidates interviewed with the goal of selecting a finalist and to begin
reference checks.
Finalist Reference Checks: July 2-10. The Human Resources Director will conduct
reference checks and provide the Council a confidential summary of the findings
Conditional Offer: July 14-16. City Councill, in closed session, will determine an
acceptable salary for the selected candidate based on a recommendation from the
Human Resources Director (considering education, experience, and internal equity.
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The Human Resources Director will make a verbal offer and follow with a written offer
letter.
Acceptance and Background Check: July 27-31. Human Resources will conduct a
comprehensive criminal background check following the candidate’s acceptance of the
City’s offer. This process can take anywhere from 24 hours to a week or longer,
depending on the locations in which the candidate has lived.
Final Offer: July31-August 3. Once the background check has been completed,
Human Resources will issue a final offer letter.
Start Date by early September, depending on the selected candidate’s
commitments.
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