Can Hiring a Court Manager Be Merit-Based?

December 16th, 2025, Court Leader’s Advantage Podcast Episode

Brought to You in Cooperation with the National Association for Court Management

There are strong arguments favoring selection of court managers based on objective merit-focused criteria. While there is little desire to expand the “merit system” to the managerial level, hiring and promotion decisions rooted in proven competence and performance can certainly strengthen both leadership quality and institutional integrity.

Yet just beneath the surface lies a dilemma courts have wrestled with for decades: what exactly counts as “merit,” and how objective can we really be in a system shaped by politics, personalities, and pressure?

Is managerial hiring grounded on objective criteria even possible in our court system? Can the administrative machinery ever be fully insulated from the political milieu in which courts operate? This tension creates a shadow over the ideal of purely merit-based hiring, as political alignments and institutional loyalties can sometimes weigh as heavily as managerial skill.

Selection based on objective criteria prioritizes quantifiable results, efficiency, budgeting, and project outcomes, yet this focus risks pushing aside intangibles such as empathy, fairness, and cultural awareness. So the question becomes: can we measure what truly matters, or are we only measuring only what is immediately measurable?

Are Merit-Based Decisions Possible?

Consider these six commonly used criteria:

Effective Communication and Interpersonal Competence

Determining if a candidate can effectively communicate and demonstrate interpersonal competence is one of the more objective criteria, however, an interview might have to choose between interpersonal competence and say legal, or court operational knowledge.

Leading Teams and Analyzing Problems

Leading court teams and analyzing complex problems are vital in court administration, but with few objective measures, an interview panel might favor the candidate who tells the more compelling story.

Education, Certifications, & Professional Development

Degrees and certifications, which show one’s continuing professional development might be the most objectively measured criteria.

Knowledge of the Law, Court Operations, or Technology

Legal, technical, or operational expertise is easier to objectively assess, however candidates outside the court system are at a huge disadvantage compared to internal candidates.

Fresh Thinking and Innovation

Demonstrations of fresh thinking and innovation in an area outside the courts can be challenging for an interview panel to assess how a candidate might perform in a court environment.

Loyalty to the Court

Loyalty to the Court can be highly subjective and might not even be discussed during the hiring process.

This month, we are exploring merit selection. Can truly objective, measurable criteria be applied when choosing court management leaders, or is the ideal of merit always just slightly out of reach?

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Today’s Panel

Zenell Brown is the Fairness & Accountability Administrator for the Michigan State Court Administrative Office. She has garnered respect for her ethical leadership and innovation. Zenell has built her approach on three pillars: communication, leadership responsibility and accountability, and diversity and inclusion.

She has shared her “Justice for All” leadership and organizational wisdom at local, state, and national level conferences for court managers and teams.

Zenell continues to add to her current credentials of Juris Doctor (Wayne State University Law School), Public Service Administration Graduate Certificate (Central Michigan University), Court Administration Certificate (Michigan State University), and Certified Diversity Professional (National Diversity Council-Diversity First).

Whitney R. Blighton is a seasoned professional with over two decades of public service experience, stands out as an energetic and self-motivated leader. Her track record of delivering desired outcomes in rapidly evolving environments spans across multiple states, including Washington, North Carolina, and Florida.

Whitney currently serves as a Senior Management Analyst at Clark County Superior Court. Her responsibilities encompass complex tasks related to court operations, including budgeting, financial planning, and organizational analysis. Notably, she oversees substantial grant funds and manages a significant operating budget. Whitney’s ability to gather and analyze information, devise innovative solutions, and provide strategic recommendations has been instrumental in the court’s success.

Whitney’s impact extends beyond her professional roles. She currently serves as one of ten board directors, embarking on a three-year term. In this capacity, she holds the position of Vice-Chair on the Membership committee and also contributes to the social media sub-committee as the secretary. Whitney’s collaborative spirit makes her a go-to person for community collaboration and project development.

Whitney received her Master’s in Business Administration (MBA) from Western Governor’s University. She received her Bachelor of Science in Health Sciences with a focus on Nutrition from Oregon State University. Whitney is a Certified Court Manager recognized by the National Association for Court Management, and is a NACM Core Champion for her exceptional contributions to court management

Erica M. Payne-Santiago has dedicated over 25 years to public administration, serving within the nonprofit sector and the judiciary. Since 2016, she has been serving as the Deputy Court Administrator and Jury Commissioner for the Circuit Court of Prince George’s County. In this capacity, she has consistently demonstrated modernized leadership, introduced innovative technological advancements, and spearheaded forward-thinking initiatives to enhance court operations.

Over the past decade within the Court System, she is unwavering in her commitment to ensure that every courthouse visitor receives the highest standard of customer service and is treated with the utmost dignity and respect. Furthermore, she is dedicated to making justice accessible to everyone through meticulous case management operations and by maintaining a safe and thriving environment for all courthouse employees and visitors.

Erica is a dedicated public servant, demonstrating a profound commitment to the advancement of both the courts and the community. In 2024, she was recognized for her outstanding leadership and dedication as part of the Conference Development Committee, having been an active member of the National Association of Court Management (NACM) for over a decade. Consequently, she takes great pride in recently being sworn in as a new member of the 2025 NACM Board of Director, where she will serve as Co-Chair of the Communications Committee. Additionally, she is a member of the Maryland Mid-Atlantic Association for Court Management (MAACM). Through her involvement with the Administrative Office of the Courts (AOC), she plays a pivotal role in assessing and advancing court operations across the State of Maryland by serving on a variety of committees. Moreover, Erica has been serving as the elected President of the Homeowners Association Board (HOA) in Clinton, Maryland, for three years, including her current term from 2022 to 2025.

Prior to her extensive involvement in Court Administration, Erica worked with several non-profit agencies leading and managing programs that supported women, girls, at-risk youth, and Fortune 500 company board governance. She holds a Bachelor of Science in Social Work from Bowie State University and is a proud graduate of the District of Columbia Superior Court Management Training Program in which she earned a Certificate in Management/Leadership. Erica is achieving her master’s degree while simultaneously becoming a Certified Public Manager (CPM) from the prestigious University of Baltimore in Public Administration, which program is amongst the top 25% in the Country.

Beth Urban has been devoted to public service and human resources, working in both the Judicial and Executive branches of state government. She strongly believes that employees are a company’s most valuable asset and is passionate about supporting them.

Initially, Beth worked as an Employment Representative, where she assisted job seekers in finding employment opportunities and achieving their career goals.

Subsequently, she served as a Human Resources Specialist, conducting research and analysis of classification and compensation projects for Executive Branch employees. Beth’s leadership abilities led her to be promoted to a Human Resources Manager role, where she managed employee and employer relationships while working towards achieving organizational objectives.

In 2006, Beth joined the Unified Judicial System as a Human Resources Manager and was later promoted to Director of Human Resources in 2010. She holds a Bachelor of Science Degree in Sociology, with a concentration in Human Resources and a Minor in Economics and Psychology, which she earned from South Dakota State University in 1993. Additionally, in May 2009, she completed the Court Executive Development Program, earning her fellowship in the Institute of Court Management.