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6 <br /> <br />can always be found if the council is willing to look far <br />enough for them. <br /> <br /> Of the 312 managers appointed in 1964, 84% had <br />previous public administration experience as assistant <br />managers, administrative assistants, interns or in other <br />municipal administrative positions. A total of 102 of <br />those appointed were managers promoted from other cities <br />and 35 were former managers re-entering the profession. <br />only 7% of the managers came from nongovernmental positions <br />compared to 9% in 1963, 17% in 1950, and 27% in 1939. <br />Also, 67% of ali manager appointments in 1964 were from <br />outside the city compared to 73% fgr the ten-year period <br />1950-59 and 58% for the decade 1940-49. These data <br />substantiate the trend towards' the increasing <br />professionalization of municipal management, according to <br />the International City Managers' Association. <br /> <br /> A total of 116 men who were city managers sometime <br />during 1964 were not in office at the end of the year. <br />This represents a turnover of 6.4% as compared with 6.8% in <br />1963 and 7.5% in 1962. The average tenure of 26 managers <br />who died in office or retired was 13.9 years for all cities <br />served and 10.4 years per city. Of the 90 managers who <br />resigned or were removed from office, 90 had served only <br />one city with an average tenure of 3.8 years while the <br />remaining 40 managers, who had served from 2 to 6 cities <br />each, had an average tenure of 8.5 years for all cities <br />served and 2.9 years per city. (Information from the <br />Municipal Year Book 1965, published by the International <br />City Managers' Association.) <br /> <br />5. COST OF GOVERNMENT <br /> <br />a. Manager as additional position <br /> <br /> 9pponents argue: Since the manager is an additional <br />officer small municipalities cannot afford to hire a <br />manager. <br /> <br /> Proponents reply: Over the years many municipalities <br />over 5,000 have enjoyed the benefits of the plan without <br />straining their budgets. In the smaller communities where <br />managing in itself is not a full-time responsibility the <br />position can be combined with some other municipal office <br />-- manager-engineer, manager-utility superintendent, <br />manager-attorney. Where the manager is a full-time officer <br />he can more than justify the salary paid him by reducing <br />waste and inefficiency. <br /> <br />-26- <br /> <br /> <br />