Austin City Terminated Project Manager During Probation
The 2025 firing highlights how local city agencies document performance for at-will staff during initial service periods.
Updated on Oct. 13, 2026 in Remote Work
Live Poll
Do you trust your local government to maintain transparent and accountable internal employment and financial practices?
In 2025, the city of Austin terminated Katie Kam, a project manager for Capital Delivery Services, during her six-month probationary period. The city released 34 pages of performance documentation related to the dismissal.
Why it matters
This case illustrates the standard documentation requirements city departments follow when managing at-will employees. It also underscores the importance of clear performance standards for businesses operating under similar probationary employment models.
The city released 34 pages of documentation regarding the termination of an employee who served during a standard six-month probationary period. The city maintains at-will status for staff in non-sworn roles during this initial timeframe.
The players
Katie Kam
A former project manager for the city of Austin and current candidate for the District 9 City Council seat.
Austin Human Resources Employee Relations
The division responsible for reviewing performance documentation for non-sworn city employees.
The details
Under Municipal Civil Service Rule 4, city departments must submit evidence of behavioral or performance issues to Human Resources before terminating a worker within their first six months. In this instance, the pre-termination notice issued in December 2025 cited excessive email correspondence and actions that allegedly exceeded the scope of the project manager role. The former employee, currently a candidate for the District 9 City Council seat, maintains the termination was retaliatory following her report of billing discrepancies to the Austin Auditor's Office.
Timeline
2025: Katie Kam worked for Capital Delivery Services.
December 2025: Kam received a pre-termination review notice.
October 13, 2026: Article published regarding Kam's termination.
Market Landscape
The dismissal adhered to the procedural framework set by Municipal Civil Service Rule 4 for probationary staff. The incident highlights the city's approach to audit transparency, alongside pending local debates regarding Proposition I's proposal to mandate regular external audits.
Business owners should ensure all disciplinary actions are thoroughly documented before finalizing termination, particularly for employees within a defined probationary window. Clear communication regarding role expectations can mitigate the risk of disputes and help manage at-will employment relations.
The takeaway
Maintaining meticulous internal documentation is essential when managing personnel during at-will probationary periods. Operators should review their own performance tracking procedures to ensure they align with stated role expectations and internal policy requirements.
Further reading
For more on managing employee performance in the public sector, read our coverage of Remote Work.
Source note: This article includes information reported by KXAN.
Live Poll
Do you trust your local government to maintain transparent and accountable internal employment and financial practices?
