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306 8 5 1 feel that the City, on all levels, tries very hard to be the best. I feel very informed but the nature of my position keeps me informed. More communication to all staff from our department head and other managers would help us feel better informed and would help with the understanding of the Exec role. It seems at times that supervisors and managers are reluctant to handle the smaller problems in the work units. I don't know if their workload is so heavy, they aren't as aware, or if staff doesn't feel comfortable to discuss with the supervisor. It also seems that when problems are addressed, they tend to change a policy rather than deal with the small number of situations that violate policy. (I.E. Supervisor that handles sick leave issues by making decisions that affect work unit as opposed to dealing with individual employee.) 140 8 5 #48 Not all on same page 702 8 5 #1 This does not pertain to exempt staff #6 It is common practice in my department to have crucial info withheld until very late in the game. This is not only frustrating but often prevents a smooth and knowledgeable work flow. # 13 This does not include exempt staff #16 Requests to attend trainings usually result in verbal belittling about expecting to get free schooling from the city when we should be working #18 We continuously beg for the right tools and safety concerns are laughed at. #21 When confronted about breaching confidence my supervisor laughed and said he would discuss what he pleases with whoever he pleases. #34 This diversity crap is getting in the way of us getting the job done. #35 We do get kudos via e-mail from those we provide service to. #37 In my immediate work unit, yes but not in the division. #38 Again, in my work unit, yes but not in the division. #46 Encouraged is too strong a word. #48 Not everyone promotes the same agenda #50 The employees work together very well #56 not at PWM #58 In my work unit that is called "failure to go through proper channels" and equates to insubordination. #67 - #69 This survey is supposed to be anonymous and confidential. Respectfully decline to answer these. If a supervisor is known to have repeatedly shown complete disregard for being truthful, for taking employees safety seriously, reliability, etc.. The result is that the employees will be in the position to continually question the info provided them and to be hesitant to follow instructions blindly due to concerns for their personal safety or the safety of others. How can this possible benefit any of us? This is a huge problem with several people at PWM and has wide reaching effect. Also — in the stats, if you "throw out" all the "I don't know" answers, the results of the survey misses some serious information being provided. 282 8 5 Based on the results as well as the overall percentage of employee satisfaction one can almost be happy with the results. However, looking at individual divisions, city managers might not be aware of the need for improvement. While I appreciate city managers fostering diversity, we are still a long, long way to go. My division is ready to move away from "diversity" in writing and actually move into the "action" phase. Although we have an employee yearly training for our division, in which employees are recognized for their work, an active involvement from city managers can keep the morale in the pluses. Thank you. 279 8 5 Questions that don't pertain to the city's well being shouldn't be asked — questions #67 and #68 262 8 5 I'm tired of being brain washed in diversity that's all we hear.about. Need more career development opportunities in lower class jobs in city seems to benefit high class jobs.