Executive Appointment Confirmation Hearing for Anne Marie Billingsley - August 8, 2025

On Friday, August 8, 2025, from 2:13 PM to 3:10 PM, the Anchorage Assembly held a work session to consider the confirmation of Anne Marie Billingsley as Chief Human Resource Officer / Human Resource Director. The hearing included introductions by Assembly members, opening remarks from Mayor Suzanne LaFrance and the nominee, and a question-and-answer session. Assembly members present included George Martinez, Daniel Bulland, Aaron Baldwin Day, Keith McCorman, Yaro Silvers, Anna Brawley, and Christopher Constant. The administration was also represented by the Mayor and the Clerk.

Opening Remarks

• Mayor Suzanne LaFrance introduced the nominee, noting that Anne Marie joined the municipality in September 2024 as an assistant municipal attorney and stepped into an acting HR role during a period of high turnover. The Mayor emphasized the importance of emotional context and the nominee's dedication to serving the municipality.
• Anne Marie Billingsley expressed gratitude and explained that she was initially conflicted about leaving her legal position but saw the potential to make a larger impact. She described the HR department as being in a crisis, with over 50% turnover over the past year and 11 out of 42 positions vacant. She noted that multiple employees are filling multiple roles, and she has been working alongside them to stabilize the department.

Discussion Items

• HR Department Challenges: Assembly members asked about the biggest issues facing the department. The nominee cited low morale, defensiveness due to past blame, and the need for grace as the department works to recover. She mentioned one-on-one interviews with staff to identify problems, with some easy fixes and others requiring long-term effort.
• Role of HR as Advisor vs. Controller: Several members raised concerns about HR accumulating too much power, with department heads unable to discipline staff or make personnel decisions. The nominee agreed that HR should be an advisor, not the decision-maker, and outlined steps to clarify that HR recommendations are recommendations, with escalation processes if departments disagree. She noted that some department heads prefer not to make those decisions, creating a balance.
• Qualifications and Experience: A member asked about balancing formal qualifications with practical experience. The nominee discussed a new raider program to empower departments to determine if experience is relevant, moving away from rigid degree requirements. She also addressed balancing representation of the organization with supporting individual employees, emphasizing accessibility and holistic problem-solving.
• Fire Service and Bargaining Units: A member asked about challenges in the fire service, such as non-standard schedules (24-hour shifts vs. 8-hour days), holiday pay, and staffing issues. The nominee confirmed that a Memorandum of Understanding was signed in July 2025 with the fire chief and IAFF president to create a labor relations action group. This group will address cross-staffing, alternate schedules, and other issues over multiple years. She acknowledged that HR plays a role in benefits like leave and holiday pay, but noted financial and operational complexity.
• Employee Life Cycle, Culture, and Retention: Members asked about improving morale, work-life balance, and employee support. The nominee described initiatives: a new employee orientation with cohorts, a leadership training RFP, IT liaison teams channels, and an employee life cycle solutions team. She also highlighted the upcoming employee satisfaction survey (finalizing questions with the Aleira group) and new exit interview surveys to understand why employees leave.
• Data and Key Performance Indicators: A member asked how the nominee would measure success. The nominee said she already feels progress (citing improved morale, a surprise birthday party), and tracks data on hires vs. separations, time to fill actions, and classification actions. She noted that a director of organizational development (Ron) runs statistics and reports.
• Workforce Study and Equity: The Assembly previously funded a workforce study, and the nominee confirmed that the Office of Equity and Inclusion (Kim) is involved in finalizing the employee survey questions and exit interview process. A member asked about ensuring the workforce is representative of the community; the nominee emphasized data collection but was challenged to focus on specific actions rather than just data. The nominee acknowledged the need for action but did not provide specific next steps.
• Code Revision (Title Three): A member raised the need to update the archaic HR code (Title Three). The nominee agreed and noted she has notes on code changes. The member suggested a Bill project rather than a consultant, with a goal of moving the project forward before April 2026. The nominee expressed willingness to collaborate.

Key Outcomes

• No formal vote was taken during this work session; the confirmation of Anne Marie Billingsley will be considered by the Assembly on Tuesday, August 12, 2025 (as AO 598-2025).
• The nominee's responses to questions were well-received, with several members expressing appreciation for her focus on employee morale, transparency, and the advisor role of HR.
• The hearing concluded with the chair thanking the nominee and adjourning the meeting.