Town Holiday Dec. 24-26

Most municipal offices will be closed Dec. 24-26. Please view the holiday service schedule for information about changes to trash and recycling pickup and other services. More...


Connections. Choices. Community.

Under the leadership of Town Manager Roger Stancil, the Manager's Office Team is responsible for carrying out policy decisions of the Mayor and Council and for overseeing the delivery of all Town services.

For additional information about the Manager's Office or some of the dynamic Townwide initiatives it oversees, please click the corresponding logo or link below.

Our Mission: Respectful, responsible, sustainable and strategic leadership.


Town ValuesTown of Chapel Hill Values

The Senior Management Team and the Employee Forum adopted values for Town of Chapel Hill employees on April 28, 2011. Our values are the basis for our choices. They are reflected in our behavior and decisions every day. They are our compass as we accomplish our mission and objectives.

Chapel Hill 2020

Chapel Hill 2020

The Chapel Hill 2020 comprehensive plan is a reflection of the values, aspirations, and ideas of the community. The participants in the Chapel Hill 2020 process envisioned a town that is accessible, affordable, and sustainable; asserted the importance of protecting the community's natural resources; and emphasized the importance of a vibrant downtown and active neighborhoods.

Work Smart 2The Work Smart and "If I Were the Boss..." Campaigns

Work Smart and "If I Were the Boss..." are ongoing, internal cost savings campaigns. Work Smart addresses organization-wide non-personnel costs such as utilities, fleet, copiers and printers. An example of a Work Smart initiative is our new videoconferencing capabilities, designed to help us save fuel, money and time by providing a meeting option that does not require vehicle travel from one Town facility to another.

"If I Were the Boss..." provides employees at all levels of the organization with an opportunity to submit process improvement ideas directly to the Manager's Office. All ideas are considered and findings reported back to Town staff on a quarterly basis. Residents and business owners are also welcome and encouraged to share their process improvement ideas directly with the Manager's Office. Simply send an email to with "Work Smart" in the subject line.

PBBPriority Based Budgeting

Beginning with the FY2012-13 budget the Town will be developing a new process to help support decision making. The Town will be incorporating Priority Driven Budgeting techniques to provide a budget structure that facilitates making difficult decisions in times of scarce resources. Priority Budgeting is a new approach to making budgetary decisions that works by determining the relative value to the community of each service that the Town provides.


Wellness@Work is a new comprehensive wellness program for employees of the Town of Chapel Hill. The program is a partnership between UNC Health Care Department of Family Medicine and the Town of Chapel Hill. The overall goals of the program include reducing high-risk health behaviors, improving prevention of chronic health conditions, and working to reduce the health care costs and insurance premiums of the Town of Chapel Hill. Educational programming is developed in partnership with the employee wellness committee and focuses on reducing the risk of heart disease, diabetes, obesity, and other chronic health conditions. The Ombuds Office is also a component of the Town's employee wellness initiative.


Workforce of the Future


As we refine Chapel Hill 2020 as a guiding document for our Town’s operations, we are looking for more effective and efficient ways of doing the Town’s business. Over the last few years, multiple initiatives have been introduced to build a nimble, adaptable organization at the Town of Chapel Hill that is based on the Town’s RESPECT values of Responsibility, Equity, Safety, Professionalism, Ethics, Communications and Teamwork. We are adding several new efforts that will continue the work of building our organization. They include development of a new Employee Performance Management and Development System, a study of the current Employee Classification and Compensation philosophy and practices, a revamping of some longstanding administrative personnel policies and procedures, and an Employee Engagement Study with the aim of learning more about how employees

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