HomeMy WebLinkAbout08-19-2014 c8 mullinCOUNCIL MEETING: LY, (a
ITEM NO.:
I'd like to speak with you regarding the Employee and Leadership Development
Program.
As you know, this is a proposal for the city to provide a "one- stop" employee and
leadership development and core competency program" to its employees.
The cost- $170,000.
I'm not here to comment on the possible value of the program to either the city
or to its employees. I don't know how valuable this education experience will be
to either the employees or the city or ultimately for the folks who pay for it, the
taxpayers.
What strikes me is that the value of this kind of education is not easily measured.
I've taken several courses, seminars and the like that claimed to develop my
leadership abilities and make me more valuable to employers. And, yes, often I
did get some value, but sometimes not.
Note, I not claiming that I know this program will be useless. I'm confident that
some will get some benefit but I also think others will get little.
But the real question is- will taxpayers get $170,000 of benefit.
In that light I have a couple of suggestions. First, make it voluntary. Only make it
available to those who wish to step up and learn. If you have to prod someone to
Join in they will be reluctant learners.
Next, have the employees get some skin in the game. Have them do a portion of
the classes and workshops on their own time. Nights and weekends. I'd suggest
half the time.
And, have them pay half the cost.
We tend to value that which we pay for more than that which we obtain free.
That's just the way we are wired as humans.
And remember, if those folk who take the class do indeed become better
employees and hence fast track themselves into leadership positions with more
pay, why not have them pay a portion of the cost toward their own future salary
increases?
We all love free stuff but it is only when one must pay for the item, either via
time, effort or one's own cash, can we truly gage how valuable the education is to
the recipient themselves.
This council should ask- if an employee chooses not to participate because they
must invest some time and funds into the training- just how valuable is it to the
employee? If they will not invest into the effort for their own training, why
should taxpayers?
In closing, for all these reasons I suggest that this council instruct staff to:
A. Make it voluntary.
B. Have half the classes on employee's time
C. Have staff pay half the costs.
Which will, I submit, save taxpayers a boat load of tax dollars and saving
taxpayer's money is, in part I hope you will agree, your job description.
Thank you for your time.
Gordon Mullin
Presented to council 8/19/2014