Kendrick promoted to HR director 

Bryan Kendrick, who has served as city clerk the past four years, has been promoted to director of human resources and risk management for the City of San Angelo.

Kendrick succeeds Lisa Marley, who has retired after 41 years in the industry.

Kendrick’s new duties will include managing the operations and activities of the City’s Human Resources and Risk Management Department; administering policies and procedures related to City employment; overseeing benefits, the City’s self-insurance fund, and its employee health clinic and wellness program; and serving as civil service director. Civil service is the set of laws governing the employment of firefighters and police officers.

“I believe our human resources are the key to the City’s success, both now and in the future,” Kendrick said. “When we have the right people in the right roles, it allows for the efficient delivery of programs and services for our residents. I am excited to get to work.”

Kendrick joined the City 10 years ago after having worked two years in the City of Dallas. In addition to serving as city clerk, he has worked in financial positions in the Budget office and at San Angelo Regional Airport. As city clerk, he managed the City’s records, administered City elections, processed requests for public information and served as the staff liaison to the City Council.

“City clerk is a demanding, high-level job that requires critical thinking and finely honed organizational skills,” City Manager Daniel Valenzuela said. “Those traits match up nicely with the job of our HR director. Bryan is a forward-thinking self-starter who has performed fantastically as city clerk. We expect the same from him in his new post.”

Deputy City Clerk Julia Antilley will serve as interim city clerk.

Human Resources

The Human Resources Department ensures all personnel policies adopted by the City Council are carried out in an equitable manner and to provide for the City's compliance with state and federal statutes involving personnel management.

The goals and philosophy are to provide for proper authority and responsibility involving policy and procedure; to standardize the administration of personnel matters; to provide a personnel management process that will facilitate the efficient and economical service to the public involving recruitment, selection and fair treatment; to ensure equal employment to all individuals without regard to race, color, religion, sex, national origin, age, disability or political affiliation, to affirm an equitable and impartial personnel policy; and provide for every employee the opportunity to advance and realize their maximum potential.

The Risk Management Division also falls under the umbrella of Human Resources.

City employees see pay, benefits improving

No one enters public service seeking wealth. But the City of San Angelo is committed to paying its public servants a salary that’s competitive with and commensurate to what their peers in other cities earn.

That was borne out again this year. Despite sluggish sales tax revenue in 2017, the City Council found a way to fund pay increases for City employees in 2018.

Firefighters received raises of 1 percent to 10 percent. Rank-and-file firefighters, who lagged farthest behind their peers in our 13 benchmark cities, received the largest raises. Civilian employees got raises of 1.5 percent. Police officers, the only City employees to receive raises in 2017, received 1-percent raises.

The salary bumps helped San Angelo keep pace with our benchmark cities. Our employees earn 90 percent to 94 percent what their peers do in those communities. That’s below the City Council’s goal of paying 95 percent of the benchmark average, but this year may represent a chance to narrow that gap.

Through the first four months of this fiscal year, sales tax collections were up nearly $430,000 over what was budgeted. That points to an improving economy moving forward, and should give the City Council more options as it works on the 2019 budget. Of course, employee salaries must vie for limited dollars with other priorities, including streets and a new police station, and with large capital improvement projects.

The City of San Angelo has lost and gained employees through the highs and lows of the oilfield. Our workers have learned that while the oil industry’s wages are a lure, they dry up as quickly as they appear. There are no booms and busts in city government.

Along with the certainty of a paycheck for a job well done, City employees enjoy comprehensive health insurance, a retirement plan, their own health clinic (with no co-pay), a robust wellness program and a slate of paid holidays.

The intrinsic value of serving one’s community – our family, friends and neighbors – cannot be quantified, of course.

To learn more about our job opportunities, visit for current openings and applications.

Benchmark cities

Every other year, the City of San Angelo surveys 220 job classifications against the salaries of these 13 comparably sized cities:

  • Abilene

  • Beaumont

  • Brownsville

  • Denton

  • Killeen

  • Lewisville

  • Lubbock

  • Midland

  • Odessa

  • Temple

  • Tyler

  • Waco

  • Wichita Falls

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