1 CITY OF BARTOW 2007 EMPLOYEE SURVEY RECEPTION, ADMIN SUPPORT, PERSONNEL, CLERKS, BUIILDING DEPARTMENTS COMPILATION N=7

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1 1 CITY OF BARTOW 2007 EMPLOYEE SURVEY RECEPTION, ADMIN SUPPORT, PERSONNEL, CLERKS, BUIILDING DEPARTMENTS COMPILATION N=7 A RATING SCALE TO ASSESSEMPLOYEE SATISFACTION Criteria 1. Cooperation: Team members work well together. 2. Openness: Everyone is encouraged to say what is on his/her mind without fear of reprisal Communication: My immediate supervisor listens to and responds to my ideas and suggestions. %= Communication: My department supervisor/section superintendent listens to and responds to my ideas and suggestions. N= 6 %= 86% 5. Communication: My department director listens to and responds to my ideas and suggestions. 6. Conflict: ments are faced up to & worked through fully. 7. Support: Praise, recognition, etc. are given enthusiastically. 8. Mutual Respect: Team members show one another respect and avoid sarcasm, put down, etc. %=14% 9. Commitment: Everyone is dedicated to furthering team goals & productivity. 10. Atmosphere: The climate is such that people are willing to put forth their best effort. 11. Cohesion: Team members see themselves as a tight-knit group. 12 Team Input: All team members are encouraged to contribute. 13. Pride: People feel good about being a team member. 14. Decisions: Everyone has the fullest opportunity to participate in decisions that affect the group.

2 2 Criteria Trust: I trust the people I work with. 16. Trust: I trust when I tell my supervisor something confidential it will be honored. 17. Upfront: I m open and honest in addressing issues with my supervisor. 18. Fairness: I am treated fairly (i.e. I get my fair share of workplace opportunities, etc.) 19. Fairness: I believe all departments within the City are treated fairly and equitably. We are all provided the same or similar treatment Ethics: I feel I am treated in an upfront, honest manner by those I work with and for. 21. Safety: I always use safe work and environmental practices. 22. Safety: My co-workers always use safe work and environmental practices. 23. Dedication: I feel those within the City consistently strive to do their best and offer the highest quality. 24. Innovation: New and better approaches to the job are encouraged and rewarded. 25. Feedback to Leader: Boss is very open to suggestions about the improvement of his/her performance. 26. Awareness: Management knows what is going on in our department/division. 27. Recognition: I am recognized for my accomplishments and superior contributions to the City. 28. Qualifications: Qualifications for my job and what it takes to be promoted are well documented. 29. Health Benefits: I feel the City s health care benefits (insurance) meet mine & my family s needs for our health and well being.

3 3 Criteria 30. Training: I feel I was trained adequately to perform my job. 31. Training Impact: Training classes I have attended have positively contributed to my skills and abilities in performing my job Service: Customer service is a priority for those in our City. We regularly identify gaps in service and strive to improve. 33. Work Life: Our City is structured in such a way that people can productively perform and achieve optimum results. $= 28% 34. Equipment: I have the proper and necessary equipment and tools to perform my job. 35. Satisfaction: My interests, skills, and values are a good match with my job. What s the #1 thing you d like to see happen within the City that could positively impact the work environment? - A better open door policy with City Manager. Any mention about Electric Department and their policies you are stepping on City manager s toes. Electric Department believes that they are the ones that keep the City going. - Need to have better communication. - Merit increases, teamwork needs to be done more effectively. Customer service needs to be taken more seriously. Some people who work here do not know the meaning of customer service. - We need annual evaluations. Current City Manager has told us as long as he s here there will never be evaluations. - Improve the office environment by renovation and remodeling of City Hall. Purchase decent office furniture instead of BYI construction and hand-me-downs. Design for people not space. - Need to strengthen cooperation and trust. - Each department needs to be treated equally to other departments. Admin assistants are paid differently based on who you work for, same for supervisors. What could the City do to better retain and motivate employees? What keeps you here? - Treat everyone fair. What is done for one needs to be done for all. If you give a party, bonus, raise to one, you need to do it for all, or at least explain why you are treating someone differently. What keeps me here is my paycheck.

4 4 - Merit increases. Get paid for the job you do. Some people do not care if they do a good job because they will get the same increase as everyone else. When people are leaving in high numbers, it should be investigated as to why and actions taken to solve. - A lot of employees feel like step children because of the way the Electric Department is treated by management. - Fairness. - Periodically remind employees of the cost of the health benefits provided to them for free and compare it to what it would cost them if not provided. Health benefits are a big plus to me. What type of recognition programs would you like to see offered? - Merit increase. People will work harder to gain. If there is no incentive, there may be no effort. The people who are conscientious will always do a good job. Slackers need to be removed from the work place and replaced with conscientious employees. - Awards. - Having top management respond if you say Good morning, simple recognition as a valued human being. That s the first step, next we can move onto thank you. - Any recognition at all would be nice. I really don t think the City offers any sort of recognition. - Department-level employee of the month, with either a cash or gift card bonus or comp time offered. - Bring back years of service awards. Used to receive book with options to select gifts/awards for years of service, Joe and Linda stopped that and all other forms of positive recognition. In what ways can teamwork be improved? - This is the $1,000,000 question all GODD managers should be asking. Unfortunately, I don t have any suggestions. - I think it would help morale by offering outside things. A city sponsored baseball team, bowling, anything to get away from the city work atmosphere would be good to form a bond with others. - If employees would look at others and realize that it takes all of us to perform our jobs well and we all need to help each other. - Have city leaders who respect and care about employees and citizens. - True open communication. Example: The new newsletter is a disaster. Like other things, it s not a committee. The favorites dictated, This is what we re going to do. One person so upset walked out of the meeting. - Merit increases. People should be willing to help fellow workers achieve goals. Don t take the attitude that it is not their job to help anyone but themselves.

5 5 What are the issues that positively impact quality of service in your department? - Getting inspections done as quickly as possible and having a good relationship with contractors and customers. - Within our department, I think we listen to the citizens. We don t give them the run around or pass them off to another department. - The support of my supervisors and their understanding of how a municipal government should function and support its citizens. - Training. - Honesty. The ability to work together and get things done. What are the issues that negatively impact quality of service in your department? - Some departments give citizens the run around, pawn them off on others rather than do the job. - Department Head sometimes letting things slide by that shouldn t allowing customers to do jobs that by state law are illegal. - People (citizens) expecting the City to fix ALL their problems and the misperception that the City could even do this. - Distribution of workload. - Gossip. Some people are not team players. The way the office is set up. Too many distractions. No orientation for new hires. What are the issues that positively impact quality of service in our City? - Nothing at this time. - Training. - The City Manager is very conscientious and does his job well. The positive attitudes are great and hopefully will overcome the negative attitudes. - We do have some employees that provide exceptional service and the citizens know who they are and come back to them. - There s lots of challenges and no one wants to talk about the 800 pound gorilla in City Hall, so until it s addressed, nothing. What are the issues that negatively impact quality of service in our City? - Each department is treated differently. - Public Works needs help. They are always told they re not in the budget. They struggle with facility and having proper equipment. Quite a difference from the Electric Department that gets what they want whenever they want (equipment, personnel, facilities). - Employees not working together. Employees of one department stabbing employees of another department in back for self-gain. - Some citizens believe the City should be the ultimate solver of all problems and don t want to be told that we cannot provide that level of service. They then develop and spread negative attitudes when they can t be satisfied. - Hostility because of lack of training in customer service.

6 6 - Poor customer service. Too many people with bad attitudes. Too many people act like they are owed more than they get. No matter what, there will be people who you cannot please. - No trust, no confidentiality, no consistent organizational structure, no fairness. Vindictive city leadership. City leaders who take pleasure in belittling employees. - Poor/no training. - Open communication is not encouraged and is actually discouraged. If someone speaks up or asks questions in committee meetings, they are later called into the office and threatened. - Poor training the same EAP courses over and over and over. We need real, professional training. What do you bring to the City? How do you add value (personally and professionally)? Because you live here/work here how is the City different? - Honesty. Team attitude. I love my job and feel blessed to have it. I strive to do the best job I can. I am happy to help fellow co-workers and the customers. I feel as though I have a great work ethic. - Professional skills, suited to job. Ability. I go beyond job description and duties. - I m very reliable and always strive to do my job to the best of my ability. I m honest and have always used good work ethic. - Positive thinking years of mature, professional work ethics and common sense; a high level of customer service ability combined with that and empathy to deal with the wide variety of citizen contact presented to me. - Loyalty and dedication. I know more than they give me credit for. What can you do to make the City and your job better? - Try my best every day to do the best job I can and continue to learn and improve all the time. - Continue education. - Always strive for perfection. - Bring togetherness through understanding of fellow employees and helpfulness. - Keep a positive attitude. Don t fall into the gossip train and be there to help whoever needs you. Be flexible. - It s beyond my control. Top management needs to change. Hire top leaders who do not hold disdain for citizens and employees. We have an Assistant City Manager who has commented on numerous occasions, I m a bitch and I don t care. People are made to feel as though they re disposable. One employee got sick. Once diagnosed, they were fired. Another got so depressed over the loss of a job committed suicide. If you get sick here, they will get rid of you.

7 7 Additional Comments/Thoughts (please feel free to add a separate piece of paper): - I feel that evaluations and rewards are necessary to weed out the poor employees and to keep good employees. - The fact that the City Manager and Electric Department Head are related really puts a strain on employees. Electric Department always has the best treatment and always gets everything they want. - I hope the employees take this survey seriously and that they provide usable results. - An Assistant City Manager who has no visible responsibilities. Every Friday is her hair and nail day cannot be found. How long have you worked for the City Bartow? > 20 Years Yrs 6-10 Yrs 3-5 Yrs 1-2 Yrs <1 Yr No Answer

8 8 CITY OF BARTOW 2007 EMPLOYEE SURVEY ADMIN, PERSONNEL, CLERKS, BUILDING DEPARTMENTS COMPILATION N= 7 Respondents SUMMARY OF STRENGTHS: SAFETY (Item #21) I always use safe work and environmental practices. 57% 43% 0% 0% COMMUNICATION (Item #3) My immediate supervisor listens to and responds to my ideas and suggestions. 43% 57% 0% 0% SAFETY (Item #22) My co-workers always use safe work and environmental practices. 43% 57% 0% 0% EQUIPMENT (Item #34) I have the proper and necessary equipment and tools to perform my job. 28% 71% 0% 0% COMMUNICATION (Item #3) My department director supervisor listens to and responds to my ideas and suggestions. 28% 71% 0% 0%

9 9 CITY OF BARTOW 2007 EMPLOYEE SURVEY ADMIN, PERSONNEL, CLERKS, BUILDING DEPARTMENTS COMPILATION N= 7 Respondents SUMMARY OF CHALLENGE AREAS: FAIRNESS (Item #19) I believe all departments within the City are treated fairly and equitably. We are all provided the same or similar treatment. 14% 0% 14% 71% DEDICATION (Item #23) I feel those within the City consistently strive to do their best and offer the highest quality. 0% 14% 57% 28% QUALIFICATIONS (Item #28) Qualifications for my job and what it takes to be promoted are well documented. 0% 14% 71% 14% ATMOSPHERE (Item #10) The climate is such that people are willing to put forth their best effort. 14% 14% 28% 43% HEALTH BENEFITS (Item #29) I feel the City s health care benefits (insurance) meet mine and my family s needs for our health and well being. 14% 14% 28% 43%

10 10 CITY OF BARTOW 2007 EMPLOYEE SURVEY ADMIN, PERSONNEL, CLERKS, BUILDING DEPARTMENTS COMPILATION N= 7 Respondents SUMMARY OF CHALLENGE AREAS: COMMITMENT (Item #9) Everyone is dedicated to furthering team goals and productivity. 0% 43% 14% 43% TRUST (Item #15) I trust the people I work with. 0% 43% 14% 43%

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