Churchill County commissioners unanimously appointed Joe Sanford as interim county manager June 4 while beginning the process of recruiting a permanent replacement for former County Manager Jim Spross.
The board directed the District Attorney's Office to seek proposals from outside recruitment firms to conduct the county manager search and approved keeping Sanford's salary at its current level for the first 120 days of the interim appointment.
Discussion focused on how to proceed with the hiring process following concerns arising from the county's previous recruitment effort, which led to an Open Meeting Law complaint and findings by the Nevada Attorney General.
Commissioners discussed several options, including hiring an outside executive recruitment firm, accepting applications directly through the county, or making a direct appointment. Board members generally agreed that using an outside firm would provide a more transparent process while protecting applicants who may not want their applications made public.
Chief Deputy District Attorney Wade Carner said recruitment firms typically charge a percentage of the position's salary.
"That's the typical fee structure for those types of recruitments. You know, unfortunately, we were trying to save the taxpayers' money last time. It didn't work out as we had planned, so it's going to cost money this time," Carner said.
Commissioners also emphasized the need to maintain county operations during the hiring process, which they estimated could take up to 120 days.
Sanford, who currently serves as assistant county manager and Human Resources director, said he was willing to assume the interim role and noted that he has worked closely with Spross on county operations, projects, and day-to-day management.
"I am briefed on the vast majority of actions that are currently going on in front of the county, operations, and day-to-day activities. And so, yes, I would be willing to be the interim county manager," Sanford said.
Commissioners also discussed the future structure of the county manager's office, including whether the assistant county manager and Human Resources director positions should remain combined.
Commissioner Eric Blakey expressed concerns about housing Human Resources within the county manager's office.
"I do have a concern with the HR director being in the county manager's office. I feel that it needs to be separate," Blakey said.
The board also considered whether Churchill County still needs an assistant county manager position. Some commissioners supported retaining the position because of the county's workload, while others questioned whether a grant writer or another position might provide greater benefit.
Commission Chair Myles Getto spoke in favor of retaining the position, citing ongoing NAS expansion projects, range expansion work, and administration of major grant-funded projects.
"The amount of work that the county manager's office has to do to get all this done and get it done correctly. I think you need that other position to help out with that situation," Getto said.
Alexa Robinson also supported maintaining an assistant county manager position.
"I just see the value in the position because the county manager's position, they're making daily, high-level, intense decisions. A lot of it can become a decision vacuum," she said.
While no formal action was taken regarding the office structure, commissioners generally agreed they would likely separate the positions in the future while leaving the current arrangement in place during the transition.
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