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Public Works Comments <br /> 215 8 Too much diversity is not a good idea. 1 think we're doing an overkill on it. We already understand <br /> it. <br /> 216 8 Too much diversity training is overkill. To iive in society today 98% of the population are aware. <br /> Don't punish 98% of the people for a small majorities (sic) ignorance. Problems should be dealt <br /> with on a one -on -one situation, not the ent.re work force. <br /> #68 - Aren't we all equal. If you're diverse why is this important? <br /> 817 8 #I4 How about admin people of other departments. They have their nose in the air. <br /> 442 8 1 There is often an extreme lack of direction in some work groups; employees feel left out of the <br /> loop and are unsure of how to proceed wit. job duties. People are often not recognized for their <br /> hard work. Some people spend too much ti "promoting" themselves and are rewarded more for <br /> their ability to sell themselves than for moceling consistent quality work. <br /> 671 8 1 I think executive and division managers se: the tone for the organization. When some do not lead <br /> by example, I think the organization / employees lose out. Example: Its no secret to think <br /> performance evaluation are a waste of time. Consequently they are not done. This "attitude" has a <br /> domino effect. <br /> I enjoy working for the organization . I've peen fortunate to have good supervisors and work <br /> groups and I feel the work I do is an important contribution to both the organization and <br /> community. <br /> 438 8 1 Employees need more recognition/feedba6. <br /> 684 8 2 Overall work, with the City of Eugene orga_ has been a great experience. I have learned <br /> and also shared some of my experiences wih fellow co- workers. <br /> 685 8 3 Questions about feeling valued are hard to answer. I feel we are treated well but rewards are not <br /> explicit. <br /> Also, questions about executive managers are hard to answer. They may have more of an effect <br /> on us that we know, but if we are once or twice removed from them in the hierarchy, it's hard to <br /> know. We rarely see of hear from them. <br /> 667 8 3 "More value should be puton work - the main reason we're here. The City is far too much care <br /> giver. My feelings should be my responsibility. As a taxpayer, I resent the time and money spent <br /> to make employees happy. In my experience, if people are determined to be dissatisfied, nothing <br /> the City can do will fix it. They should move along to some other organization. <br /> 699 8 3 #40 Strongly Agree- Having a quality management staff in our division helps with <br /> this. <br /> #44 Don't know -Not much opportunin for recognition. <br /> #51 Agree -They are listed in a frame on many walls. <br /> #57 Agree -All city meetings at the Holt Center may not always be well attended, but <br /> they are important. <br /> #61 Agree -But over emphasized. Too many e- mails. <br /> Jim Johnson is obviously very hard working. dedicated, and diplomatic. He is friendly to <br /> acknowledge city staff and knows many staff names. He communicates issues well and often. <br /> The city departments appear to be all working diligently to accomplish the city missions and goals. <br /> As a Public Works employee, I am very concerned about a department reorganization with the <br /> recent loss of Chris Andersen. I hope employees of PW will be given an opportunity for input. <br /> Les Lyle and Jeff Lankston seem to be doing a good job as AIC's. <br /> Why wasn't the city's health and benefit program asked about in this survey? <br />