City Manager Uncertainty and Political Gamesmanship Cast Shadow Over Stalled Collective Bargaining Negotiations in Alamogordo

Alamogordo, NM – The City of Alamogordo’s protracted search for a permanent city manager—plagued by a decade of high turnover, finalist withdrawals citing political interference, ethics investigations into alleged bias, and ongoing February 2026 interviews for remaining candidates—has deepened challenges in collective bargaining with public safety unions, notably the Alamogordo Public Safety Officers Association (APSOA), affiliated with the Fraternal Order of Police and representing police personnel.

Confidential sources, speaking anonymously to protect against potential retaliation, highlight how the persistent leadership instability exacerbates an already sluggish negotiation timeline. The uncertainty surrounding who will ultimately lead the city—amid resident pushes for Acting City Manager Dr. Stephanie Hernandez’s permanent appointment versus continued national recruitment—has led to a cautious, wait-and-see posture on both sides. Union representatives and city officials alike appear reluctant to commit to major concessions or aggressive timelines, anticipating that a new permanent manager could introduce different priorities, a more collaborative style, or fresh fiscal strategies that might resolve longstanding impasses more equitably.

This dynamic compounds several inherent difficulties in the bargaining process. Negotiations, which commenced in December 2024, have advanced minimally despite the contract’s June 30, 2025, expiration. Early sessions lacked substantive proposals from the city, focusing instead on informational exchanges like budget overviews and departmental plans, with denials on key union requests such as incorporating additional positions. A February 2025 prohibited practices complaint to the New Mexico Public Employee Labor Relations Board (PELRB) further complicated matters, alleging improper withholding of disciplinary records critical for effective union representation—requiring members to pursue formal grievances or IPRA requests instead, which delayed advocacy and heightened tensions over access to essential information.

Subsequent union efforts to secure counteroffers encountered repeated hurdles: explanations of extensive legal and financial reviews, a missed April 2025 timeline promise, and interim disputes over certification tied to historical union affiliations (resolved via prior notifications). The process paused entirely during the fire department’s successful severance to form a separate unit under the International Association of Firefighters (IAFF), certified around June 30, 2025, allowing independent bargaining tracks but splitting focus and resources. A mid-2025 memorandum of understanding proposal for specialty pay adjustments for traffic officers—positions not addressed in the existing agreement—was rebuffed as piecemeal bargaining, underscoring broader reluctance to tackle isolated issues amid the overall stalemate.

These protracted delays have amplified frustrations among public safety personnel, who report eroded morale from perceived inequities between departments, stagnant progress on wages and benefits, and a sense that fiscal conservatism—while necessary for budget discipline—has created a personal at times of overridden equitable treatment. Sources acknowledge the city’s difficult balancing act: upholding fiscal responsibility, navigating tight budgets, and ensuring any agreements align with long-term financial sustainability, particularly in a community facing development challenges and infrastructure needs.

Political layers intensify the strain. Reports of insider networks influencing the city manager selection—contributing to external candidate exits and accusations of leaks from executive sessions—mirror longstanding commission divisions. Commissioners Josh Rardin and Stephen Burnett have not historically supported  collective bargaining efforts and have opposed pay increases, robust transparency initiatives, or heightened accountability in labor and public safety contexts

When former Mayor Susan Payne successfully championed a landmark first responder pay increase, the pair vehemently opposed it, resulting in loud, unprofessional outbursts by Rardin—backed by Burnett—during executive session debates, revealing entrenched resistance to such priorities. His history of outburst and conversations he had overheard by others on the golf course led to ethics investigations into his temperance and behavior when Payne was Mayor. 

With these bargaining challenges layered atop pending legal actions involving the city, the drawn-out manager recruitment (including recent controversies and a history of short tenures disrupting continuity), and the District 5 commissioner appointment process (applications closed earlier in 2026), the community faces mounting governance pressures. Stakeholders stress that appointing a permanent, seasoned city manager with proven stability—and an open-minded District 5 commissioner attuned to Alamogordo’s local dynamics—is crucial for injecting transparency, accelerating fair resolutions in labor talks, restoring departmental morale, and advancing effective governance. 

Sources:

• Public reports from 2nd Life Media Alamogordo Town News on former Mayor Susan Payne’s tenure, pay initiatives for police and fire personnel, and commission dynamics.

• Salary data from historical sources including GovSalaries (e.g., 2018 ranges), Indeed, and local job postings/context from 2018–2019.

• Current salary estimates from ZipRecruiter, Salary.com, Indeed, and City of Alamogordo employment opportunities (as of early 2026).

• New Mexico Public Employee Labor Relations Board (PELRB) and Public Employee Bargaining Act (PEBA) statutory framework for charter city bargaining processes.

• Confidential sources, IPRA requests from various public agencies. 

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