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OPINION
While we would love to print nothing but “good news” week after week, unfortunately the news isn’t always rosy. Still, citizens deserve to know what is going on in their community, and they rely upon us to keep them informed. That is why this newspaper recently printed a summary of the findings of Phase I of the on-going audit process of the City of Fountain. These findings (which included both “concerning“ and positive information) were also presented at a recent City Council, and are available for review at the city’s website (www.fountaincolorado.org) Since then, at least one councilmember seems to have made it his duty to point out that the information in the Phase I report (and in our story) “was not factual.” His comments have led some to feel that he is simply dismissing the Phase I findings as pure hearsay or “some city employees’ grievances.” Some worry that he, and possibly other council members and/or administrators aren’t giving much credence to the areas of concern listed in the report. I hope that is not the case, just as I have to question the wisdom (or lack thereof) in doing so. Indeed, the Phase I process did give a venue for the diverse city staff to discuss what works and what doesn’t- through open and confidential options to voice concerns, problems, etc, without fear of reprisal. I ask you, shouldn’t their perceptions and concerns be given serious attention? The report itself stresses the importance of employee feedback pointing out “the consulting team gains valuable insight into issues facing the city” by involving employees. Surely, a happier workforce makes for more positive and pleasant dealings for everyone. And, since our tax dollars pay the salaries of the city employees, don’t we want to be sure they are properly supported and trained, and provided with whatever is necessary and feasible - to ensure the most productivity and the best public service to those they interact with; as well as ensuring their (on-the-job) safety/wellness as best, too? We all know (whether we want to admit it to ourselves or not) there’s most always room for improvement, so I hope to see Councilmember Craighead and all of our city leaders consider any critiques from this audit in a positive light- and bring about positive changes from it (after all that is what an All-America City would do!) This study was conducted by the firm chosen by the city council itself. And, (to quote the report), “best practice methods for conducting the study that maximized participation and RESULT VALIDITY,” were used! Just so we are all clear here- validity translates to (from the dictionary’s definition of valid): sound or well-grounded, capable of being justified, legally sound, executed with proper formalities.” Also, for the benefit of Councilmember Craighead and anyone else who feels the Phase 1 report came solely from employee interviews, I’d like to quote the report itself: “In February 2007, the City of Fountain, Colorado, retained Evergreen Solutions to conduct a Phase I Management Study of the City’s Operations. In conducting this study Evergreen Solutions was tasked with analyzing the management and organizational structure of the city, collecting preliminary data on city operations and organizational practices; establishing the fiscal status of the city, and • conducting a preliminary diagnostic review of City operations; identifying issue areas within City departmental and functional operations; • developing a detailed set of protocols for an in-depth management review of City (to be called Phase II); and • submitting a report and presentation outlining findings, issues, and recommendations for the Phase II approach.” As indicated in the report, the consulting team examined the city’s existing organizational structure through a review of organization charts, policies and procedures manual, budget documents, financial reports, existing studies, goals and objectives and accomplishments over the past several years. The purpose was to obtain a solid understanding of the City’s current organizational structure, a necessary first step in providing solutions for issues that are uncovered during the course of the study. How is that not factual??? “Anti-Fountain” or “Anti-All-America City” you say? “Not us,” would be my response. While I fully support anyone’s right to say so- I also wish to assure you and all of our readers that this newspaper couldn’t be prouder of Fountain’s All-America City title and other achievements in recent years. Keeping readers informed is a responsibility that we do not take lightly, which sometimes means printing the less-than-pleasant news as it develops. We are not a branch of city government- or a city-owned newspaper- we are an independent and free press- just as our forefathers meant- and it’s our job to keep “the people” informed. That said, our story reported the Phase I findings- not our personal opinions. Yes, we sometimes get creative with the words in headlines to get a readers attention, but we do our best to be sure they are reflective of the story content, too. Above, I mentioned the pride we feel about Fountain being an All-America. I was blessed to be involved in the application process and during the competition, too. And now seems like a good opportunity to mention one of thee main focuses of the All-America City competition was on how our citizens- government – schools- churches- businesses- non-profits- the military community- and more collaborate and work together for the common good. Along that line of thinking, I would encourage all of the City Council, administrative staff members as well as the rest of the city staff to consider making a bold “All-America City” move at this time- to embrace the audit report findings. (No Councilmember Craighead, I’m not asking you to take it as all factual data if you don’t wish to!)- But please keep an open mind regarding the areas of concern. Employee morale is crucial to ensure the best in public service will be provided. In light of the “anecdotal findings” regarding the Human Resources department, I would hope that in the spirit of the All-America City honor, our council, city administrators including the HR director herself would welcome the critiques and do whatever is necessary to improve employee relations and morale. A random web search I recently conducted came up with several examples of HR mission statements from other cities, two of which I’m re-printing below. Consider it food for thought, if you will! • The mission of the Human Resources Department is to make employment with the City of Stafford a mutually beneficial and enjoyable experience for everyone. And from Hampton, Virginia: Hampton’s website also included statements from employees to include: Hampton makes a virtue out of fiscal necessity by constantly looking for better ways to do things. Every day I make a difference - streets are cleaner, someone has learned something - [and] my city benefits. Hampton is an outstanding example of someone being in touch with the citizens and customers. And it gives us a sense of pride as employees to know that we are doing such a good job. Every day I love coming to work. Each day is something challenging and different. Each builds toward the greater goal, which is to provide service to our customers. It’s so much fun, there are many things going on and I am so glad to be a part of all of this. I hope I have been as good for the City as it has been for me. Hampton’s Mission statement sums it up this way: The Hampton Human Resources Department: Talk about employee morale- wow!
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