Athens-Clarke County Appoints New City Manager with Emphasis on Sustainable Development Goals

Introduction

Robert “Bob” Cowell has been selected as the sole finalist for the position of Athens-Clarke County’s next city manager. His extensive experience in managing college-town governments aligns with the county’s commitment to sustainable development and community well-being.

Professional Background and Experience

• Most recently served as city manager in Roanoke, VA, a city comparable in size to Athens-Clarke County.
• Previous roles include assistant city manager and interim manager in Amarillo, TX; executive director of planning and development services in College Station, TX; and planning director in Monroe County, IN.
• Educational qualifications include a bachelor’s degree in aeronautics with a specialization in administration from St. Louis University and a master’s degree in urban planning from the University of Tennessee.
• Certified planner and city manager; member of the Congress for the New Urbanism, advocating for walkable, mixed-use communities.

Commitment to Sustainable Development Goals (SDGs)

Cowell’s career reflects a strong alignment with several United Nations Sustainable Development Goals, including:

1. SDG 11: Sustainable Cities and Communities – His involvement with the Congress for the New Urbanism promotes walkable, mixed-use communities that enhance urban sustainability.
2. SDG 9: Industry, Innovation, and Infrastructure – Led infrastructure progress and downtown development initiatives in previous roles.
3. SDG 16: Peace, Justice, and Strong Institutions – Demonstrated thoughtful leadership and community engagement to foster inclusive governance.
4. SDG 3: Good Health and Well-being – Managed public safety initiatives and pandemic response efforts in Roanoke.

Controversies and Leadership Challenges

• Resigned from Roanoke City Manager position in May 2024 following allegations of a “toxic” work environment created by an assistant city manager.
• Addressed the issue by demoting the deputy involved and allowing retirement rather than termination.
• Defended his tenure by highlighting achievements in public safety, infrastructure, and pandemic management.
• Athens-Clarke County officials, including Mayor Kelly Girtz, conducted due diligence and expressed confidence in Cowell’s capabilities despite the challenges.

Recruitment Process and Selection

1. The recruitment attracted 50 candidates, narrowed down to four by a committee of commissioners.
2. Cowell was selected as the sole finalist after consultations with the mayor, commission, and community stakeholders.
3. His appointment is expected to be ratified by the commission in a meeting scheduled for July 15, 2025.
4. Projected start date for Cowell is July 28, 2025.

Significance for Athens-Clarke County

• Cowell’s leadership is anticipated to advance Athens-Clarke County’s efforts towards sustainable urban development and community resilience.
• His experience in managing cities with major public universities supports the county’s focus on inclusive growth and educational partnerships.
• Commitment to SDGs will guide policy-making to enhance quality of life, infrastructure, and governance.

Conclusion

Robert “Bob” Cowell’s appointment as Athens-Clarke County’s city manager represents a strategic move to integrate sustainable development principles within local government operations. His background and vision align with the county’s dedication to achieving the Sustainable Development Goals, ensuring a vibrant and resilient community for all residents.

1. Sustainable Development Goals (SDGs) Addressed or Connected

1. SDG 11: Sustainable Cities and Communities
   • The article discusses city management, urban planning, community development, and infrastructure progress, all of which relate to making cities inclusive, safe, resilient, and sustainable.
2. SDG 5: Gender Equality
   • The mention of a “toxic” work environment involving the berating of a female subordinate highlights issues of workplace equality and gender-based discrimination.
3. SDG 16: Peace, Justice, and Strong Institutions
   • The article touches on governance, leadership accountability, and the handling of complaints within local government institutions.
4. SDG 3: Good Health and Well-being
   • Reference to the city’s handling of the pandemic relates to public health and well-being.

2. Specific Targets Under Those SDGs

1. SDG 11: Sustainable Cities and Communities
   • Target 11.3: Enhance inclusive and sustainable urbanization and capacity for participatory, integrated, and sustainable human settlement planning and management.
   • Target 11.6: Reduce the adverse per capita environmental impact of cities, including by paying special attention to air quality and municipal and other waste management.
2. SDG 5: Gender Equality
   • Target 5.1: End all forms of discrimination against all women and girls everywhere.
   • Target 5.5: Ensure women’s full and effective participation and equal opportunities for leadership at all levels of decision-making in political, economic, and public life.
3. SDG 16: Peace, Justice, and Strong Institutions
   • Target 16.6: Develop effective, accountable, and transparent institutions at all levels.
   • Target 16.7: Ensure responsive, inclusive, participatory, and representative decision-making at all levels.
4. SDG 3: Good Health and Well-being
   • Target 3.d: Strengthen the capacity of all countries for early warning, risk reduction, and management of national and global health risks.

3. Indicators Mentioned or Implied to Measure Progress

1. SDG 11 Indicators
   • Proportion of urban population living in slums, informal settlements, or inadequate housing (implied through urban planning and community development efforts).
   • Number of cities implementing integrated policies and plans towards inclusion, resource efficiency, mitigation, and adaptation to climate change (implied by infrastructure progress and planning initiatives).
2. SDG 5 Indicators
   • Proportion of women in managerial positions and leadership roles within local government (implied by workplace environment and gender equality issues).
   • Incidence of gender-based violence and discrimination in the workplace (implied by the “toxic” work environment complaint).
3. SDG 16 Indicators
   • Proportion of local government complaints resolved through transparent and accountable processes (implied by handling of complaints and governance practices).
   • Level of public trust in local government institutions (implied by leadership accountability and public statements).
4. SDG 3 Indicators
   • Capacity of local health systems to respond to pandemics and health emergencies (implied by the city’s handling of the pandemic).

4. Table of SDGs, Targets, and Indicators

Source: flagpole.com