I am writing to express strong opposition to the proposed appointment and compensation package for Sara Pierce as Mendocino County’s Chief Executive Officer.

The Board should reject this employment agreement based on the following critical concerns regarding fiscal responsibility, policy adherence, and executive qualifications:
1. Excessive Compensation & Inconsistent Application of Policies
The proposed base salary of $275,000 per year—with an estimated total annual compensation package reaching $481,000—is unwarranted and financially irresponsible given Mendocino County's current fiscal constraints. Furthermore, compensation growth
must strictly adhere to established county guidelines. Under Resolution 24-074, Cost of Living Adjustments (COLAs) should be capped at the standard 1% rate. Exceeding these parameters sets a fiscally damaging precedent.
Additionally, the proposed contract appears to selectively apply Resolution 24-074 to grant enhanced perks:
Automobile Allowance Discrepancy: Resolution 24-074 specifies an auto allowance of $250 per month, yet this proposed contract
awards Ms. Pierce $400 per month. Given that many County Executive Office meetings are conducted virtually and Ms. Pierce resides inland near the County Administration Center without extensive monthly intra-county travel, there is no operational justification for a
$400 monthly allowance. Plus, it is well known that she works from home a majority of the time. This allowance is absurd.
Benefit Ambiguities: The contract states that the employee will receive benefits outlined in Resolution 24-074. The Board must clarify whether this implies future eligibility for longevity pay after seven years, or if other unstated benefits are being extended.
Selectively picking and choosing which resolution provisions apply—while inflating others—is an improper use of taxpayer funds.

2. Insufficient Executive & Local Government Experience
The Chief Executive Officer is the highest-ranking administrative official in Mendocino County, responsible for managing
multi-million-dollar budgets, guiding operating departments, and directing emergency responses.
While Ms. Pierce has held several acting and interim roles across county departments in recent years, short-term interim rotations
do not substitute for a proven, long-term track record of executive leadership in local government. Appointing an individual to lead the entire county administration without deep, seasoned leadership experience puts county operations and taxpayers at unnecessary risk.

3. Recommended Action
I urge the Board of Supervisors to select the Alternative Action noted in the agenda summary: Do not approve the Employment
Agreement. Instead, direct staff to initiate a competitive, transparent, and broader recruitment process for a fully qualified CEO
candidate, while capping executive compensation adjustments strictly in line with Resolution 24-074.