REFERRALS FROM MAYOR & COUNCIL
COUNCIL MEETING OF MARCH 27, 2012
TO THE MAYOR:
1. FIRE & EMS DEPARTMENT:
Have the staff to bring forward a review of the hiring process of the Fire
Department. (Request of Councilor Woodson)In what area is the city government
focusing on for recruiting purposes and why are we unable to retain Latinos?
(Request of Councilor Woodson) Also, provide information on the number of
Asians that are represented in the hiring process. (Request of Councilor
Woodson) Have the staff to put together some type of plan to more actively
recruit minorities to include women. (Request of Councilor Barnes)
RESPONSE:
Please see report from Fire/EMS Chief Jeff Meyer below. Human Resources will
provide additional information regarding the overall CCG policy on recruiting
and retaining Latinos and other minorities by Tuesday, April 24, 2012.
Attachment 1: Fire/EMS Hiring Process Overview
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2. MUSCOGEE COUNTY PRISON:
Let?s make sure that all of the employees with the Muscogee County Prison
receive a copy of the state law that outlines and determines this promotional
policy. (Request of Mayor Pro Tem Turner Pugh)
RESPONSE:
Warden Hamrick advised that a copy of the State Law has been posted on the
Employee Bulletin Board and copies provided to the shift supervisors to pass
out to the staff at shift briefings. A copy of both the CCG Policy and the
State Law regarding promotions are attached below.
Attachment 2: MCP - State Law and CCG Policy on MCP Promotions
REFERRALS FROM MAYOR & COUNCIL
COUNCIL MEETING OF MARCH 27, 2012
PAGE ? 2
TO THE CITY MANAGER:
3. DUI POLICY:
Provide a copy of all of the DUI Policies within the City Government to the
members of Council. (Request of Mayor Pro Tem Turner Pugh) Let?s, have the
staff to list for discussion at a work session the DUI Policies. (Request of
Councilor Woodson)
RESPONSE:
Per Human Resources Director Tom Barron:
The only city-wide DUI policy is contained in our Drug & Alcohol policy
(attached). See Section V subsections (4) and (5). Although some departments
may have, additional DUI policy or procedure HR does not have those records.
Per Asst. to City Manager Liz Turner:
An email was sent to all department heads requesting a copy of their internal
DUI Policy. Attached are responses from METRA Transit, Fire/Emergency Medical
Services and a copy of the overall City Policy from Human Resources.
Attachment #3: CCG DUI Policy, METRA Transit and Fire/EMS Policies
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4. STRATEGIC ACTION PLAN:
Have the staff to provide a copy of all of the Strategic Action Plans from each
of the department within the City Government. (Request of Councilor Davis)
RESPONSE:
Per DCM Lisa Goodwin:
A copy of the Strategic Action Plan will be provided to the Mayor/Council on a
CD at the April 10th Council Meeting.
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REFERRALS FROM MAYOR & COUNCIL
COUNCIL MEETING OF MARCH 27, 2012
PAGE - 2
5. HEALTH PROGRAM:
Have the staff to conduct some research into having a trainer or consultant /
dietician for the whole city government to establish some type of program
dealing with physical health, as well as, diet and other areas that could
eventually save money in the healthcare plan. (Request of Councilor Davis)
RESPONSE:
Per Human Resources Director Tom Barron:
The Health Program is a part of the clinic proposal. The evaluation committee
is currently going through the proposals that were returned as part of the
recent RFP. If the clinic is not approved, we can look at the
coaching/counseling option only.
6. CITY DEPARTMENTS:
Have the staff to provide information to show what has been done to prepare
staff or identify employees that have the potential to be mentored to move up
within the city?s departments. (Request of Councilor Woodson)
RESPONSE:
Per Human Resources Director Tom Barron:
Our primary method for preparing staff for advancement is training programs
conducted through The Learning Center. Our current program is the Internal
Certification Program (ICP) that started in August of 2009. The primary goals
of the ICP are 1) to prepare employees for supervision or management and 2) to
help existing supervisors and managers develop better management skills. To
date 90 employees have completed all or portions of this training. Prior to
ICP, we were offering the Management Development Program (MDP) through the
University of Georgia. MDP was similar to ICP and about 250 employees
matriculated from the MDP program. Attached is a copy of the ICP program
booklet.
A formal succession plan is being developed and a draft policy is being
prepared. We hope to complete this project in the near future.
Attachment #4: Internal Certification Program
REFERRALS FROM MAYOR & COUNCIL
COUNCIL MEETING OF MARCH 27, 2012
PAGE - 3
7. EMPLOYEE COACHING / TRAINING:
Let?s make sure that the staff at Parks & Recreation has had communication
with CORTA or any other organization that would be affected in any way with the
employee coaching and training so that we may get their input. (Request of
Mayor Tomlinson)
RESPONSE:
Per Parks/Rec. Director James Worsley:
The Parks and Recreation staff will communicate with CORTA and/or other
organizations that would be affected in any way with the employee coaching and
training to get their input. Any information will be included in the follow up
presentation.
Attachments