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of the conclusion of mr crawford s employment as the city administrator by the first council meeting in august this was exactly two weeks from the date of the resolution crawford was to be terminated by september 1 as we noted in our previous post rescuing ann arbor s budget there were previous indications that mr crawford s rigorous budget approaches were causing some friction with mayor taylor this timetable of events is certainly suggestive the secrecy with which the process was accomplished was pronounced at some unknown time in may evidently a small group of employees approached mayor christopher taylor with some complaints according to the account by cm briggs see above a meeting was held in late may between mayor christopher taylor pro tem julie grand mr postema and mr crawford the investigator already had a contract in hand when she began her investigation on june 1 she completed her report on june 29 council held closed secret meetings on july 6 and july 12 mr crawford responded to their concerns with a memo july 13 in which he expressed remorse for his verbal carelessness gave himself a five day suspension and suggested a plan of study to enhance his dei diversity equity inclusion skills and practice sample complete the city s dei certificate program the two remaining sessions are inclusive leadership and tips for talking about taboo topics it was to no avail but at least some councilmembers were concerned about the secrecy and item dc 7 introduced by cm ramlawi and cm griswold on the july 20 agenda called for release of a redacted version of the salvatore report to the public with the stated goal of transparency it passed but not without addition dc 7b of the call to terminate the city administrator investigator jennifer b salvatore there were many procedural irregularities which would have been questioned strongly if any legal proceedings had been involved mr crawford was not represented by an attorney and he did not contest the decision he brought in an attorney only to negotiate a separation agreement ralph mckee a retired attorney with experience in litigation wrote to council with a detailed analysis of the investigation and the sparse explanation given in an agenda response memo by hr director tom guajardo mr mckee has generously given us permission to attach his analysis i recommend that if you have an interest and time you read mckee s statement in whole but this is not a bad summary the investigation conducted by attorney jennifer salvatore was incomplete and her investigative report is incomplete imprecise internally inconsistent and logically flawed it leaves numerous ambiguities and other flaws that undermine its factual conclusions tom guajardo human resources director mckee contrasts this report with the stark report which was prepared in 2019 as an investigation of allegations against the former human resources director robyn wilkerson like this incident the issue was about speech attributed to ms wilkerson it resulted in her resignation and the management of this situation was implicated informally and by rumor in the eventual termination of the former administrator howard lazarus this article in the ann arbor news contains many of the details it also identifies the new human resources director tom guajardo who began work for the city of ann arbor on january 25 2021 the wilkerson case has been used as the antecedent for the judgment of crawford but there were significant differences in the investigation and report in the previous case there were actual text messages that had been retained there were 25 witnesses who were known to the investigator but who were identified only by number in contrast the salvatore report was based only on comments by 5 employees and there was no textual evidence mckee comments excerpted the report unlike many of this type such as the stark report unfortunately does not identify which witnesses made which complaints and or other statements i am not suggesting that the witnesses interviewed should be identified by name or position only as is typical by number so it is impossible to tell for example whether one witness made say 5 of the complaints and the other witnesses one each or whether one of the witnesses made all of the complaints deemed most serious by salvatore and or the agenda response memo salvatore uses ambiguous terms like multiple and several instead of say 3 or better witnesses 1 2 and 5 this results in some pretty confusing possibilities on key points first several typically means 3 or more salvatore notes that several witnesses so 3 or more said that they didn t think they could work with crawford after the complaints interestingly the context suggests that either salvatore discussed other complaints with each of the complaining witnesses or they discussed them with each other and several thought crawford meant well suggesting that they could still work with him quoting from the salvatore report while mr crawford denied outright several of the most troubling allegations i e he denied the comment about hiring minorities the comment about the african american employee and the use of the term the blacks i do not find mr crawford s denials in this regard credible particularly where multiple individuals either heard the comments or heard about the comments at the time but mckee comments these conclusory comments particularly re the most troubling allegations are not well supported by salvatore s earlier imprecise descriptions of the actual interviews and crawford s denials are pretty strong as to those particular allegations again reading the mckee analysis in full is highly recommended these excerpts miss many important points made in the full analysis according to salvatore s own description she interviewed five only employees from remote locations via zoom she did not record the interviews but took notes she does not indicate that she transcribed the interview which would be a verbatim account but merely that she took notes as most habitual note takers will acknowledge written notes can be taken in a sort of personal shorthand which necessarily are filtered through the note taker s own language usage thus are subject to introduced overtones this is particularly concerning since she was grouping conclusions from these different individual interviews salvatore s analysis and conclusions about the veracity of the complaints were startling while mr crawford denied outright some of the allegations and sought to give explanatory context to some of the others she chose to dismiss his denials none of the individuals who reported the comments had any discernible motive to lie about them this is a remarkable statement considering that he was a top manager in the organization and many employees have general gripes and dissatisfaction with management in most organizations as the longtime financial manager mr crawford could have made numerous decisions over the years that would cause dissatisfaction considering the weight and potential impact of the testimony she should have sought some additional information finance department conflicts before taking on the role of administrator tom crawford spent many years as the city of ann arbor s finance director sometimes alluded to as the cfo in imitation of corporate titles mckee points out that the stark report documents serious friction between finance and human resources regarding a payroll system since we don t know who the complainants are we don t know what managerial decisions may have affected them at some point and we learned later that a number of high ranked employees were considered to be underpaid as we noted earlier budgets and fiscal responsibility were a major focus of mr crawford s administration the administrator s budget passed in may included eliminating some positions and placed limitations on the expanding sustainability department in 2020 with the pandemic that had just hit ann arbor and the rest of the state crawford proposed salary freezes salary cuts and held out the possibility of voluntary furloughs top officials did take temporary salary cuts including the administrator himself these uncertainties and possible salary reductions would have been sure to cause resentment and then in case her dismissal of any motivation on the part of the employees was not sufficient salvatore then makes the startling allegation that crawford had memory issues really was there a diagnosis offered by a mental health professional were there examples that could document this condition one can only imagine the course of events if mr crawford had thought to obtain legal counsel but as it was he accepted his fate and negotiated a settlement after which he resigned gracefully with this letter crawford resignation letter in the letter he does not admit to any specific offense but acknowledges that i have not always been at my absolute best which i now understand created hurt distrust and anxiety amongst some staff and apologizes to those who were affected bypassing human resources director one of the many irregularities in this process was that the standard accepted means of bringing complaints about behavior in this case mostly comments about race issues within an organization is to take them to the human resources department hr departments generally moderate and investigate such complaints and attempt to determine their veracity and to suggest a course of action whether it is remedial training compensation for damages or termination in extreme cases in this case the investigator salvatore appeared to play the role of hr with a series of judgments as to which provision of the hr policies were or were not violated she also suggested remedial action more dei training a separate dei administrator this had already been decided by council and the city should consider incorporating into mr crawford s annual performance evaluation process a robust 360 review soliciting feedback from mr crawford s direct reports on his management style and leadership around dei issues in order to better understand if there are further and additional concerns in this area beyond the issues that have been the subject of this investigation the suggestion of a 360 review seems a sensible solution these are often conducted in organizations anonymous comments on a person s job performance and behavior are solicited from other employees in every relation to the person being evaluated so supervisors peers and subordinates are invited by a typically outside consultant to submit frank evaluations which are then summarized in such a way as to avoid identification of the commenters this presumably gives a well rounded perspective ms salvatore does not suggest termination and the general tone of the conclusions appears to indicate that this is a fixable problem the new hr director meanwhile was left completely out of the loop the justification given by cm briggs is that they the complainants did not bring these concerns to the hr director because the hr director reports to the city administrator this is disrespectful to both men it assumes that mr crawford would take punitive action and that tom guajardo is incapable of managing this situation as any hr professional would a last minute intervention as stated here the salvatore report did not suggest termination and instead offered means by which the future behavior and performance of the administrator could be ameliorated there was no particular basis for the council to fire him based on this report the last tool available was to bring in the human resources director who up to now had not been involved the agenda for july 20 included an item dc 7 that would make the salvatore report public with redactions as well as tom crawford s july 13 memo apologizing and promising to amend his own actions the item was introduced by cm ali ramlawi and kathy griswold in an effort to bring public transparency to what had so far been a secret discussion but at the last minute an amendment to this resolution sponsored by mayor taylor and cm erica briggs jen eyer and linh song was offered it contained these phrases resolved that the city attorney work to establish the details of the conclusion of mr crawford s employment as the city administrator by the first council meeting in august resolved that the city attorney advise the city council on relevant details and any necessary agreements concerning the conclusion of mr crawford s employment as city administrator before the first meeting in august the agenda response memo on council agendas it has been customary to include an agenda response memo at the beginning of the agenda this is usually issued by the administrator in response to council questions generally the answers to specific questions are prepared by appropriate staff depending on the department to which the inquiry is directed at times this period is also used to introduce new staff or to have a staff answer questions in person if the intent is to allow council to seek information about a particular program in the case of the crawford termination an agenda memo appeared on the council agenda only hours before the actual meeting it proved to be critical in justifying the termination of mr crawford the authors were indicated as john fournier and tom guajardo note that the title indicates that this is a staff introduction a series of emails sent between officials on that very day laid the basis for a human resources contribution which as noted had not been solicited to date a foia initiated by former cm jack eaton is excerpted here email thread 7 20 21 the july 20 email thread makes it clear that mr guajardo who up to now had been excluded from all consideration of this case was not particularly aware of developments at 8 29 a m mayor taylor sent a request to staff please provide information regarding hr policies and practices in the city concerning protected class inappropriate comments or conduct sara higgins the staff person who was responsible for arranging the agenda replied i will note this as a staff introduction request for agenda item dc 7 higgins then emailed the hr director i will add you as the contact for this staff introduction request for agenda item dc 7 and i will also send you the meeting request with the zoom link for the council meeting guajardo replied sara can someone please clue me in as to what dc 7 is this would probably be good information to have if i am having to speak to it it is still not quite 9 00 a m but at 9 19 john fournier the assistant city administrator writes to higgins guajardo and the city attorney stephen postema as well as margaret radabaugh an assistant city attorney team let s let stephen take the lead on this one if he sees utility in including mr guajardo then we will accommodate but we will defer to him tg let s talk about it at 10 am tg refers to guajardo so you will note that having included the hr director in this discussion he is now being backed out at 9 2...