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778 8 5 There seems to be a current atmosphere of distrust in the City of Eugene. I live in the city limits <br /> and do not approve of actions taken by the police department against demonstrations. I will never <br /> forget the June ls' incident at Broadway and Charnelton. Community policing is the only possible <br /> future I see for Eugene — the sooner the better. Poor management appears to hav contributed to <br /> the current financial problems. We, the workers, are expected to do more and more with less time <br /> and fewer employees. The City Council is not receiving accurate council from City Manager or it <br /> is not listening. The mayor of Eugene is spending money which is not available on much needed <br /> youth programs. <br /> 202 8 5 Upper management needs to praise the worker's when they do good jobs. We need more <br /> cooperation between the work crews. Bring our wages up to scale so the workers have a better <br /> attitude to produce better work. <br /> 149 8 5 # 1 Not in my work group <br /> #2 Working no matter where you are <br /> #6 Knowing where to direct calls can be very confusing <br /> #16 Learning is an on -going process <br /> Would like to be able to direct calls to different departments more efficiently. Do not like to <br /> transfer citizens to a different department or division after they have been transferred to us. All <br /> frontline staff should have customer service training. Most staff are very friend') — but "one" <br /> habitually rude or unknowledgeable person reflects on every citizen employee. <br /> 390 8 5 Information that is important to an employee's day -to -day workload and have an immediate impact <br /> does not always trickle down far enough. Execs are viewed as an unaccessible group. Not in touch <br /> with the average workers. Own department is so big most line employees don't recognize the <br /> Exec or City Manager. The nature of government employment can lead to morale problems <br /> because compensation is not based on merit. No rewards for excelling. Eventually people settle <br /> into a pattern of just doing what is required. Ambitious employees can feel stifled by the system. <br /> 641 8 5 We have an employee in our work section who can't pull their weight. Other employees they <br /> work with constantly are picking up after this person. We are stuck with this employee because all <br /> the supervisors above us agree they can't do anything because of who this person is. We have <br /> tried for years to educate this person, but there has been no improvement or this person re- lapses <br /> • into old bad habits. It is quite an energy drain and morale drain <br /> 388 8 5 If the city of Eugene (as an employer) has faults, it's that they (we) are over accommodating to <br /> some employees and some citizens. There are a hand full of employees who believe the city owes <br /> them everything (flex work hours, time off to care for any family member no matter how remote, <br /> 100% medical coverage, light duty if injured off the job, etc.) These same employees feel no sense <br /> of obligation to the city as an employer or to the taxpaying or rate - paying citizens as customers. <br /> Managers, supervisors and co- workers feel obligated to do all we can to retain these folks when <br /> we should be working to replace them. Some citizens.expect the city should provide every service <br /> they can think of and these same few continue to write and call. There needs to be a point when we <br /> enact an "ignore them" policy and focus our work efforts on citizens with legitimate concerns. <br /> 272 8 5 What kind of survey is this? <br /> • <br />