As a City Manager, I have developed reasonable levels of knowledge in the theory, policy, principles and practices of the city management profession as applied to the United States, including fundamentals of modern executive and administrative planning, management, and control. Thorough knowledge of federal, state and local laws, regulations and policies applicable to structure, functions, programs, and practices in conducting public services through City government.
This does not mean that I am also a lawyer, engineer, zoning administrator, safety coordinator, etc. My skills show in the fact that I’m committed to safety and have identified changing conditions within the organization requiring me to recommend an appropriate action for you to take.
When I arrived the city had limited safety training, no written program and no safety manager. The City now has written policies and procedures for workplace safety and departments that meet the base state regulation and may have monthly meetings, videos for most training situations and outside training. However, with reduce management staff and a culture that does not always value safety – the MEUW program offers an outstanding way to maintain the commitment the City makes in the personnel handbook:
“The City is committed to providing a safe and healthful working environment in compliance with relevant federal and state safety laws and guidelines.”
Safety programs are important because it has become too costly to have employees injured on the job. Many cities have no idea what the total cost of accidents and injuries were to their organization. When most organizations compile their true costs, the costs are almost always greater than the safety program. If for monetary reasons alone, you institute a cost effective safety program, you will be financially rewarded.
The City also has to seriously consider it’s the moral obligation that as an employer it must provide a safe and healthful work place. A moral consideration may not motivate some decision makers very much, some possibly not at all; but after a serious injury the top decision makers of the organization are usually emotionally upset as they contemplated the pain and disability created as a result of the accident. These genuine feelings almost always result in corrective action taken to prevent a re-occurrence. Decision makers cannot undo the serious consequences of these past accidents but future accidents can be prevented.
Another benefit of the moral response is the improved morale for employees. No one wants to work for a company that has little or no regard for him as a person. Often we assume that worker's primary motivation is monetary. Many studies show it as being fourth or fifth out of ten, rating below job security, job satisfaction, etc., once income is sufficient to cover the basic needs.
Employees tend to have a surprising lack of innate self-protectiveness on the job. However, when provided with good job instruction, proper feedback on their performance and some basic training in safe work procedures, will do the job safely.
The City also has a legal obligation to provide a safety program. There are numerous federal and state laws and codes that must be met. State and federal agency requirements can be met with a properly designed and implemented safety program.
The greater goal is to engage the workforce at all levels within the city and do so in a manner that actually changes the culture. Culture ultimately determines results.
This does not mean that I am also a lawyer, engineer, zoning administrator, safety coordinator, etc. My skills show in the fact that I’m committed to safety and have identified changing conditions within the organization requiring me to recommend an appropriate action for you to take.
When I arrived the city had limited safety training, no written program and no safety manager. The City now has written policies and procedures for workplace safety and departments that meet the base state regulation and may have monthly meetings, videos for most training situations and outside training. However, with reduce management staff and a culture that does not always value safety – the MEUW program offers an outstanding way to maintain the commitment the City makes in the personnel handbook:
“The City is committed to providing a safe and healthful working environment in compliance with relevant federal and state safety laws and guidelines.”
Safety programs are important because it has become too costly to have employees injured on the job. Many cities have no idea what the total cost of accidents and injuries were to their organization. When most organizations compile their true costs, the costs are almost always greater than the safety program. If for monetary reasons alone, you institute a cost effective safety program, you will be financially rewarded.
The City also has to seriously consider it’s the moral obligation that as an employer it must provide a safe and healthful work place. A moral consideration may not motivate some decision makers very much, some possibly not at all; but after a serious injury the top decision makers of the organization are usually emotionally upset as they contemplated the pain and disability created as a result of the accident. These genuine feelings almost always result in corrective action taken to prevent a re-occurrence. Decision makers cannot undo the serious consequences of these past accidents but future accidents can be prevented.
Another benefit of the moral response is the improved morale for employees. No one wants to work for a company that has little or no regard for him as a person. Often we assume that worker's primary motivation is monetary. Many studies show it as being fourth or fifth out of ten, rating below job security, job satisfaction, etc., once income is sufficient to cover the basic needs.
Employees tend to have a surprising lack of innate self-protectiveness on the job. However, when provided with good job instruction, proper feedback on their performance and some basic training in safe work procedures, will do the job safely.
The City also has a legal obligation to provide a safety program. There are numerous federal and state laws and codes that must be met. State and federal agency requirements can be met with a properly designed and implemented safety program.
The greater goal is to engage the workforce at all levels within the city and do so in a manner that actually changes the culture. Culture ultimately determines results.
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