Annual Employee Holiday Open House
I would like to invite each and every one of you to the Annual Employee Open House at City Hall on Thursday, December 8 from 9:00 – 11.00 a.m. We will celebrate with beautiful music and always terrific refreshments in a fruitcake free zone. We will again hold a food drive and for each item that you bring you will receive an additional raffle ticket and it sounds like we have great prizes again this year. The best part of the open house is the chance to meet up with coworkers that you may not have seen for a while and share a little holiday cheer.
There are a couple of unauthorized food competitions going on this year including a cookie bake off and a guacamole mud wrestling contest. I’m not sure that competition is quite in the holiday spirit of peace on earth etc. but the food should be great.
Unfortunately we know that it is not possible for everyone to make it to the Open House so we would encourage you to have your coworkers bring back some goodies for you.
Whether you can be here or not I want to take this opportunity to thank you for the great work that you do every day and express my appreciation for the positive attitude with which you approach serving our community.
Assets
This past week I had the opportunity to meet with the leadership of the new United Arizona Employee Association (UAEA) for what we call our “Chat with Charlie.” We use my favorite format for a chat by having those present ask questions and I answer. We had a wonderful and spirited discussion about a broad range of topics. There was one theme that came up about how we know we are valued in the work that we do especially when we see a lot of government employee bashing going on these days. That theme is worth pursuing.
It’s no fun to bust your hump serving people all day if you don’t feel valued in what you are doing. So how do we find that value? It is partly about compensation. Looking at compensation as the way to feel valued has been hard to come by lately in many lines of work. Recently I received an anonymous message from a City employee who was taking great exception to a comment I made about staff has the fun of implementing the strategic priorities City Council recently set. The writer said more work is not fun and also added the following comment,
“Most of us enjoy working for the City, and realize that cuts had to be made. Most of us come to work to provide for our families. We want fair pay, good benefits, a clean and safe work station, good tools and equipment to get our jobs done, proper training, to be treated fairly, and to be given equal opportunities.”
I wish that the writer had the confidence to use their name because I found value in the comments. I believe we do have basic needs that have to be met and that the City of Tempe has tried in the past and will continue to strive to provide those very things. But then the conversation with the leadership group progressed to asking if there could be opportunities to try different kinds of work within the City. We talked about learning new things and growing. I believe that most of us want to stretch our minds and take on changes that help us grow. I, for one, am often guilty of saying “I’ve seen this situation before.” The risk in that is not seeing things as they are but through a limited lens. However, I can get real excited about saying “This is a completely new situation, I’m going to have to learn about this.” We should find ways to help people who want to stretch.
We also talked about one supervisor who thanked all of her employees at the end of the day for their efforts. Doesn’t seem like such a big deal but it sure was to the person that made the comment. While it is important for supervisors to know how far a little “thank you” can go, we can all support one another with a simple acknowledgement.
One thing I know for sure is that most of us come to work every day with a very strong sense of the good that we do in the community. We might be working in the Courts and be loaded down with work but underneath all of that is also a sense that we are preserving a system of justice in our little corner of the world. We might be up to our keister in mud while fixing a water main but we know that we are also preserving a sense of safety and health for the people that depend on that water. We are fortunate enough to be able to see the good that comes from our work.
Thank you for your efforts today, you are our greatest asset.
Tempe creates outstanding value for those we serve through shared vision, superior service and sustainable practices.
Charlie Meyer
Monday, December 5, 2011
Thursday, July 14, 2011
Hiatus - July 11, 2011
A hiatus is defined as “a gap in a series” and the City Council has a hiatus in its normal biweekly Council meeting schedule since they will not be meeting again until August 18th. A hiatus hernia is a gap or tear in the diaphragm and has absolutely nothing to do with what I am writing about, but I didn’t want there to be any confusion between the two.
During this hiatus in Council schedule we get the opportunity to step back from the sometimes frantic pace of meeting schedules and take stock of where we are. Let us focus on enjoying the summer while we dig out from the coating of dust from last week’s dust storm.
Tempe Supervisors Association
The MOU for the TSA expired on June 30, 2011. Despite efforts to put a replacement agreement in place prior to the expiration, we were unable to come to a mutual agreement and have declared an impasse in the meet and confer process. In order to allow time for that process to occur, the City Council approved a 90 day extension of the existing terms and conditions of the current MOU.
Photo Enforcement
At the July 7th Council meeting (prior to the hiatus) the Council voted not to extend the contract with Redflex to operate our photo enforcement program. The contract has been the subject of litigation over whether the City is obligated under the contract to pay fees for individuals who attend driving school in lieu of paying a fine for the citation. The contract term had been extended through the normal annual renewal process a year ago and is now scheduled to expire in mid-July. So at a minimum, there will also be a hiatus in photo enforcement. In the meantime, we expect to discuss with City Council in the near future the pros and cons of the photo enforcement program and seek their direction on either a contract extension, a new request for proposal process, or discontinuation of the program.
Many believe that photo enforcement is used as a revenue tool for cities. When Tempe set up its most recent contract, it was set up to cover our costs and that is essentially what it has done. Its purpose, however, was to increase the safety of our streets and intersections. A review of accident data since the program has been in place suggest about a 25% reduction in accidents on City streets. It is difficult to isolate the reason for that reduction to photo enforcement especially in light of the fact that there is no direct correlation between the intersections with photo enforcement and the accident reductions. It could be that drivers don’t know which intersections have photo enforcement so they act as if all have it. It is also possible that other completely unrelated factors account for the accident reductions. So stay tuned, more to come on this issue.
Retiree Healthcare
City Council received a report at the July 7th Informal Review Session regarding the health care plan for retirees. A proposal for ensuring that a plan be provided both short-term and long-term was presented to Council. The plan calls for moving the retirees who are not yet eligible for Medicare to a Health Reimbursement Account similar to, but not the same as, the Group 3 active employees hired after June 1999. Those active employees become eligible for a Health Reimbursement Account after 10 years of service with a monthly stipend after that. In the case of the Group 1 and 2 retirees, they would receive a monthly stipend when retired, which would be used to pay for their health care on a pay as you go basis. The stipend amount proposed for these retirees would be set initially to cover the cost of the ASRS Health Plan with a contribution of $10 per month for retiree only (up from $0 currently) and $176 for retiree and dependent (currently $158 for retiree and spouse, $245 for retiree and family and $106 for retiree and children). While retirees would not be required to participate in the ASRS plan, it is likely that many would. That plan is a United Health Care group with approximately 12,000 members plus dependents. Council supported an option to provide a higher stipend for retirees who live outside Arizona since the ASRS plan carries a higher cost.
Because the cost of the ASRS health plan is so much lower than the current City plan for pre-Medicare retirees, it makes it financially feasible for the City while keeping the retirees’ contribution to a minimal increase. The current City plan was compared to the ASRS plan by our actuaries and the ASRS plan was found to be equivalent to 95% of the current plan.
I would like to thank all the member of the task force that has been meeting on this weekly since April to try to craft a fair solution. I believe they succeeded. Council is expected to act on this new plan on August 18th with implementation by October 1. Meetings are being scheduled for current and future plan participant.
Tempe creates outstanding value for those we serve through shared vision, superior service and sustainable practices.
Charlie Meyer
During this hiatus in Council schedule we get the opportunity to step back from the sometimes frantic pace of meeting schedules and take stock of where we are. Let us focus on enjoying the summer while we dig out from the coating of dust from last week’s dust storm.
Tempe Supervisors Association
The MOU for the TSA expired on June 30, 2011. Despite efforts to put a replacement agreement in place prior to the expiration, we were unable to come to a mutual agreement and have declared an impasse in the meet and confer process. In order to allow time for that process to occur, the City Council approved a 90 day extension of the existing terms and conditions of the current MOU.
Photo Enforcement
At the July 7th Council meeting (prior to the hiatus) the Council voted not to extend the contract with Redflex to operate our photo enforcement program. The contract has been the subject of litigation over whether the City is obligated under the contract to pay fees for individuals who attend driving school in lieu of paying a fine for the citation. The contract term had been extended through the normal annual renewal process a year ago and is now scheduled to expire in mid-July. So at a minimum, there will also be a hiatus in photo enforcement. In the meantime, we expect to discuss with City Council in the near future the pros and cons of the photo enforcement program and seek their direction on either a contract extension, a new request for proposal process, or discontinuation of the program.
Many believe that photo enforcement is used as a revenue tool for cities. When Tempe set up its most recent contract, it was set up to cover our costs and that is essentially what it has done. Its purpose, however, was to increase the safety of our streets and intersections. A review of accident data since the program has been in place suggest about a 25% reduction in accidents on City streets. It is difficult to isolate the reason for that reduction to photo enforcement especially in light of the fact that there is no direct correlation between the intersections with photo enforcement and the accident reductions. It could be that drivers don’t know which intersections have photo enforcement so they act as if all have it. It is also possible that other completely unrelated factors account for the accident reductions. So stay tuned, more to come on this issue.
Retiree Healthcare
City Council received a report at the July 7th Informal Review Session regarding the health care plan for retirees. A proposal for ensuring that a plan be provided both short-term and long-term was presented to Council. The plan calls for moving the retirees who are not yet eligible for Medicare to a Health Reimbursement Account similar to, but not the same as, the Group 3 active employees hired after June 1999. Those active employees become eligible for a Health Reimbursement Account after 10 years of service with a monthly stipend after that. In the case of the Group 1 and 2 retirees, they would receive a monthly stipend when retired, which would be used to pay for their health care on a pay as you go basis. The stipend amount proposed for these retirees would be set initially to cover the cost of the ASRS Health Plan with a contribution of $10 per month for retiree only (up from $0 currently) and $176 for retiree and dependent (currently $158 for retiree and spouse, $245 for retiree and family and $106 for retiree and children). While retirees would not be required to participate in the ASRS plan, it is likely that many would. That plan is a United Health Care group with approximately 12,000 members plus dependents. Council supported an option to provide a higher stipend for retirees who live outside Arizona since the ASRS plan carries a higher cost.
Because the cost of the ASRS health plan is so much lower than the current City plan for pre-Medicare retirees, it makes it financially feasible for the City while keeping the retirees’ contribution to a minimal increase. The current City plan was compared to the ASRS plan by our actuaries and the ASRS plan was found to be equivalent to 95% of the current plan.
I would like to thank all the member of the task force that has been meeting on this weekly since April to try to craft a fair solution. I believe they succeeded. Council is expected to act on this new plan on August 18th with implementation by October 1. Meetings are being scheduled for current and future plan participant.
Tempe creates outstanding value for those we serve through shared vision, superior service and sustainable practices.
Charlie Meyer
Friday, July 1, 2011
Independence Day
There can be great value in looking back at the great documents that memorialize the foundations of this great nation of which we are all privileged to be part. The following excerpts are most of the Declaration of Independence. This document was not hastily thrown together by a bunch of radicals but rather represents the culmination of a long series of efforts by these loyal British citizens to be heard and ending with what most of them probably thought was their choice of last resort.
The Declaration of Independence ended up launching this unique American nation and it can also serve as a life lesson for work, home or community. King George III didn’t listen to his people, didn’t think he had to. He should have. His people in the colonies tried for decades to make it work and only then did they make the difficult but necessary decision to take action and set off on their own. They met his disrespect with respectful action. Not a bad model to live by. Please take a moment to read the words that helped make us independent while you are enjoying your holiday.
“When in the Course of human events, it becomes necessary for one people to dissolve the political bands which have connected them with another, and to assume among the powers of the earth, the separate and equal station to which the Laws of Nature and of Nature's God entitle them, a decent respect to the opinions of mankind requires that they should declare the causes which impel them to the separation.
We hold these truths to be self-evident, that all men are created equal, that they are endowed by their Creator with certain unalienable Rights, that among these are Life, Liberty and the pursuit of Happiness. That to secure these rights, Governments are instituted among Men, deriving their just powers from the consent of the governed, That whenever any Form of Government becomes destructive of these ends, it is the Right of the People to alter or to abolish it, and to institute new Government, laying its foundation on such principles and organizing its powers in such form, as to them shall seem most likely to effect their Safety and Happiness. Prudence, indeed, will dictate that Governments long established should not be changed for light and transient causes; and accordingly all experience hath shewn, that mankind are more disposed to suffer, while evils are sufferable, than to right themselves by abolishing the forms to which they are accustomed. But when a long train of abuses and usurpations, pursuing invariably the same Object evinces a design to reduce them under absolute Despotism, it is their right, it is their duty, to throw off such Government, and to provide new Guards for their future security.”
The next section is a list of charges against King George III, which aim to demonstrate that he has violated the colonists' rights and is therefore unfit to be their ruler
“We, therefore, the Representatives of the united States of America, in General Congress, Assembled, appealing to the Supreme Judge of the world for the rectitude of our intentions, do, in the Name, and by Authority of the good People of these Colonies, solemnly publish and declare, That these United Colonies are, and of Right ought to be Free and Independent States; that they are Absolved from all Allegiance to the British Crown, and that all political connection between them and the State of Great Britain, is and ought to be totally dissolved; and that as Free and Independent States, they have full Power to levy War, conclude Peace, contract Alliances, establish Commerce, and to do all other Acts and Things which Independent States may of right do. And for the support of this Declaration, with a firm reliance on the protection of divine Providence, we mutually pledge to each other our Lives, our Fortunes and our sacred Honor.”
By the way…… on July 4, 1826 John Adams and Thomas Jefferson died fifty years to the day after both of them signed the Declaration of Independence that both played a role in drafting. They served together as President and Vice President, became bitter political rivals and eventually resumed a correspondence relationship in their later years signaling that we are capable of mellowing out in our golden years.
Charlie Meyer
The Declaration of Independence ended up launching this unique American nation and it can also serve as a life lesson for work, home or community. King George III didn’t listen to his people, didn’t think he had to. He should have. His people in the colonies tried for decades to make it work and only then did they make the difficult but necessary decision to take action and set off on their own. They met his disrespect with respectful action. Not a bad model to live by. Please take a moment to read the words that helped make us independent while you are enjoying your holiday.
“When in the Course of human events, it becomes necessary for one people to dissolve the political bands which have connected them with another, and to assume among the powers of the earth, the separate and equal station to which the Laws of Nature and of Nature's God entitle them, a decent respect to the opinions of mankind requires that they should declare the causes which impel them to the separation.
We hold these truths to be self-evident, that all men are created equal, that they are endowed by their Creator with certain unalienable Rights, that among these are Life, Liberty and the pursuit of Happiness. That to secure these rights, Governments are instituted among Men, deriving their just powers from the consent of the governed, That whenever any Form of Government becomes destructive of these ends, it is the Right of the People to alter or to abolish it, and to institute new Government, laying its foundation on such principles and organizing its powers in such form, as to them shall seem most likely to effect their Safety and Happiness. Prudence, indeed, will dictate that Governments long established should not be changed for light and transient causes; and accordingly all experience hath shewn, that mankind are more disposed to suffer, while evils are sufferable, than to right themselves by abolishing the forms to which they are accustomed. But when a long train of abuses and usurpations, pursuing invariably the same Object evinces a design to reduce them under absolute Despotism, it is their right, it is their duty, to throw off such Government, and to provide new Guards for their future security.”
The next section is a list of charges against King George III, which aim to demonstrate that he has violated the colonists' rights and is therefore unfit to be their ruler
“We, therefore, the Representatives of the united States of America, in General Congress, Assembled, appealing to the Supreme Judge of the world for the rectitude of our intentions, do, in the Name, and by Authority of the good People of these Colonies, solemnly publish and declare, That these United Colonies are, and of Right ought to be Free and Independent States; that they are Absolved from all Allegiance to the British Crown, and that all political connection between them and the State of Great Britain, is and ought to be totally dissolved; and that as Free and Independent States, they have full Power to levy War, conclude Peace, contract Alliances, establish Commerce, and to do all other Acts and Things which Independent States may of right do. And for the support of this Declaration, with a firm reliance on the protection of divine Providence, we mutually pledge to each other our Lives, our Fortunes and our sacred Honor.”
By the way…… on July 4, 1826 John Adams and Thomas Jefferson died fifty years to the day after both of them signed the Declaration of Independence that both played a role in drafting. They served together as President and Vice President, became bitter political rivals and eventually resumed a correspondence relationship in their later years signaling that we are capable of mellowing out in our golden years.
Tempe creates outstanding value for those we serve through shared vision,
superior service and sustainable practices.
Charlie Meyer
Tuesday, June 28, 2011
50/50
The Weekly………….…...................50/50……………………..……June 25, 2011
A few weeks ago, I discovered the first Friday in June is National Donut Day. I also discovered that June is National Accordion Awareness Month. Surprisingly, I received more than a few replies about accordions and polka music. Who knew we have so many polka fans amongst our ranks?
One minute wait time
Recently, I’ve noticed the ad for Scottsdale Memorial Hospital’s Emergency Room on an electronic billboard at the loop 101 / 202 interchange. The ad announces the actual wait time for emergency room services. While driving by, I’ve seen 1 minute wait time, 20, 45, etc. This makes me wonder. Since the wait time is only a minute, I guess it would be a good time to go home to dislocate a hip by falling off a ladder or simply sideswiping the car next to me on the 101.
Based on this wait time information should I plan my need for emergency room services? It’s an emergency, inherently - by definition, it is not planned. I really don’t understand advertising wait times. I have noticed shorter wait times occur very bright and early on weekend mornings. May I be so bold to suggest attempting any hazardous or even moderately hazardous chores early Saturday or Sunday morning? Nothing like firing up the chain saw at 5:00 am on a Saturday, just to be safe. I’m confident our Risk Management staff would concur with this plan of action. Of course, while you may get the work done safely, you may need medical attention after you neighbors are done with you because you woke everybody up at o-dark thirty.
And what’s the point of this balderdash of a story, you ask? Well, first it’s just an observation I wanted to share, more importantly it’s an offbeat segue to workplace safety. As I write this, the National Weather Service has issued an excessive heat warning for the Valley of the Sun. Really? It gets hot in the summer in the desert in the Valley of the Sun? What a surprise. On a serious note, sometimes the heat and its effects sneak up on us. I take this opportunity to remind everyone, particularly our very capable employees who work outdoors, to be mindful of the heat and take precautionary measures. Our Risk Management division in our Financial and Technology Department offer Heat Stress Prevention tips and a training course. Please take advantage of this opportunity. For further information check out:
http://www1.tempe.gov/riskmanagement/SafetySection/Heat_Stress_Intro.htm
Regardless of the emergency room wait time, health and safety for all our employees is essential.
To beat the heat, take advantage of some free events scheduled throughout the summer at The Tempe History Museum: http://www.tempe.gov/museum/events.htm
You sure can’t go wrong with a Brass Band Salute to Independence Day or Alice in Wonderland.
50/50 – A look into the way back machine and to the future
Back a half of century ago, in 1961, Tempe’s population was about 24,897 as counted in the 1960 census.
About town:
• Mr. Clyde Gilliland was our mayor from 1960-1961 and a council member from 1930 – 1961.
• The Tempe Police phone number was WO 7-3301 (WO is for Woodland) and Tempe Fire WO 7-2250.
• Tempe kids spent their summers swimming in the Olympic-sized pool at Tempe Beach Park.
• Ground was broken for Legend City, the Disneyland-inspired amusement park on the Tempe-Phoenix border.
• JB’s Family Restaurants were founded in Tempe.
• The Los Angeles Angels, then owned by Gene Autry, began playing baseball. These Angels now Spring train at Tempe Diablo Stadium.
• Top’s Liquors in the Tempe Center is open every night until 10 pm.
• Shalimar Country Club opened.
• On May 8, 1961 – nocturnal lights were reported over Tempe around University and Rural. UFO sites categorize this as a “UFO traveling in a straight line across the sky.”
• U.S. Senator and Tempean Carl Hayden attended the inauguration of John F. Kennedy.
• Southern Avenue was still considered south of town, although housing was rapidly being constructed to meet the needs of the booming population.
Some June 1961 Council Actions:
• Because City Manager Arthur Bunger moved to Prescott, City Council selected Mr. Louis Cooper from Fresno, California at a salary of $1,100 per month to report for duty July 17 as the new City Manager.
• Council also voted to remove “No Parking” signs from the west side of Dorsey Lane between Lemon and 8th Street.
• Council granted permission to the Kiwanis Club to hold their fireworks display on July 4th at the Stadium. (council meeting minutes did not mention which stadium)
• In budgetary matters, Council reduced the Police Department budget to $100,000 and added to the Fire Department budget. (minutes did not mention specific amounts). Also, authority was given to increase the Librarian and Assistant Librarian salaries to $350 and $325 respectively. (did not mention time period)
At Arizona State University:
• G. Homer Durham was their 11th president, ASU began awarding PhD degrees and 10,000 students were enrolled.
• Frank Kush was in his 3rd year as football coach.
• The Farmer Education Building was built in September.
• KAET Channel 8 signed on for the first time from a trailer on campus and offered ASU courses via television.
• A National Meteorite Symposium was held on campus.
A look forward to June 2061:
One may wonder what our future will bring. One may wonder:
• Will the US Post Office still exist?
• Will a checkbook still exist?
• Will the newspaper, book and land line telephone exist?
• Will television exist?
• Will big box retail stores exist or will on-line shopping continue to expand?
A look forward to June 2061:
• Will Shalimar golf course still be open?
• Will “No Parking” signs exist on the west side of Dorsey? For that matter, will the west side of Dorsey exist?
• Will the Kiwanis Club still display July 4th fireworks?
• Will the Tempe City Council, in June 2061, reduce the Police Department’s budget and increase the fire Department’s?
• Will the Angels remain our spring training team?
What will Tempe look like?
• Will our neighborhoods be safe, thriving and remain vibrant?
• Will commerce, jobs and employment opportunities exist and be booming?
• Will Tempe attract private investment?
• Will ASU remain the New American University?
• Will our local educational system be flourishing?
• Will Tempe Town Lake exist offering a variety of events, surrounded by mixed use development?
• How will we move from one place to another and what type fuel might we use?
How will Tempe continue to create outstanding value for those we serve through shared vision, superior service and sustainable practices?
Most importantly, will Tempe be a great place to raise a family, invest in a business, earn an education, learn to ride a bike, or enjoy an evening out? And, what might we be doing now to provide a proud, prosperous and successful Tempe in 2061?
Jeff Kulaga
Pinch Hitting for Charlie Meyer.
A few weeks ago, I discovered the first Friday in June is National Donut Day. I also discovered that June is National Accordion Awareness Month. Surprisingly, I received more than a few replies about accordions and polka music. Who knew we have so many polka fans amongst our ranks?
One minute wait time
Recently, I’ve noticed the ad for Scottsdale Memorial Hospital’s Emergency Room on an electronic billboard at the loop 101 / 202 interchange. The ad announces the actual wait time for emergency room services. While driving by, I’ve seen 1 minute wait time, 20, 45, etc. This makes me wonder. Since the wait time is only a minute, I guess it would be a good time to go home to dislocate a hip by falling off a ladder or simply sideswiping the car next to me on the 101.
Based on this wait time information should I plan my need for emergency room services? It’s an emergency, inherently - by definition, it is not planned. I really don’t understand advertising wait times. I have noticed shorter wait times occur very bright and early on weekend mornings. May I be so bold to suggest attempting any hazardous or even moderately hazardous chores early Saturday or Sunday morning? Nothing like firing up the chain saw at 5:00 am on a Saturday, just to be safe. I’m confident our Risk Management staff would concur with this plan of action. Of course, while you may get the work done safely, you may need medical attention after you neighbors are done with you because you woke everybody up at o-dark thirty.
And what’s the point of this balderdash of a story, you ask? Well, first it’s just an observation I wanted to share, more importantly it’s an offbeat segue to workplace safety. As I write this, the National Weather Service has issued an excessive heat warning for the Valley of the Sun. Really? It gets hot in the summer in the desert in the Valley of the Sun? What a surprise. On a serious note, sometimes the heat and its effects sneak up on us. I take this opportunity to remind everyone, particularly our very capable employees who work outdoors, to be mindful of the heat and take precautionary measures. Our Risk Management division in our Financial and Technology Department offer Heat Stress Prevention tips and a training course. Please take advantage of this opportunity. For further information check out:
http://www1.tempe.gov/riskmanagement/SafetySection/Heat_Stress_Intro.htm
Regardless of the emergency room wait time, health and safety for all our employees is essential.
To beat the heat, take advantage of some free events scheduled throughout the summer at The Tempe History Museum: http://www.tempe.gov/museum/events.htm
You sure can’t go wrong with a Brass Band Salute to Independence Day or Alice in Wonderland.
50/50 – A look into the way back machine and to the future
Back a half of century ago, in 1961, Tempe’s population was about 24,897 as counted in the 1960 census.
About town:
• Mr. Clyde Gilliland was our mayor from 1960-1961 and a council member from 1930 – 1961.
• The Tempe Police phone number was WO 7-3301 (WO is for Woodland) and Tempe Fire WO 7-2250.
• Tempe kids spent their summers swimming in the Olympic-sized pool at Tempe Beach Park.
• Ground was broken for Legend City, the Disneyland-inspired amusement park on the Tempe-Phoenix border.
• JB’s Family Restaurants were founded in Tempe.
• The Los Angeles Angels, then owned by Gene Autry, began playing baseball. These Angels now Spring train at Tempe Diablo Stadium.
• Top’s Liquors in the Tempe Center is open every night until 10 pm.
• Shalimar Country Club opened.
• On May 8, 1961 – nocturnal lights were reported over Tempe around University and Rural. UFO sites categorize this as a “UFO traveling in a straight line across the sky.”
• U.S. Senator and Tempean Carl Hayden attended the inauguration of John F. Kennedy.
• Southern Avenue was still considered south of town, although housing was rapidly being constructed to meet the needs of the booming population.
Some June 1961 Council Actions:
• Because City Manager Arthur Bunger moved to Prescott, City Council selected Mr. Louis Cooper from Fresno, California at a salary of $1,100 per month to report for duty July 17 as the new City Manager.
• Council also voted to remove “No Parking” signs from the west side of Dorsey Lane between Lemon and 8th Street.
• Council granted permission to the Kiwanis Club to hold their fireworks display on July 4th at the Stadium. (council meeting minutes did not mention which stadium)
• In budgetary matters, Council reduced the Police Department budget to $100,000 and added to the Fire Department budget. (minutes did not mention specific amounts). Also, authority was given to increase the Librarian and Assistant Librarian salaries to $350 and $325 respectively. (did not mention time period)
At Arizona State University:
• G. Homer Durham was their 11th president, ASU began awarding PhD degrees and 10,000 students were enrolled.
• Frank Kush was in his 3rd year as football coach.
• The Farmer Education Building was built in September.
• KAET Channel 8 signed on for the first time from a trailer on campus and offered ASU courses via television.
• A National Meteorite Symposium was held on campus.
A look forward to June 2061:
One may wonder what our future will bring. One may wonder:
• Will the US Post Office still exist?
• Will a checkbook still exist?
• Will the newspaper, book and land line telephone exist?
• Will television exist?
• Will big box retail stores exist or will on-line shopping continue to expand?
A look forward to June 2061:
• Will Shalimar golf course still be open?
• Will “No Parking” signs exist on the west side of Dorsey? For that matter, will the west side of Dorsey exist?
• Will the Kiwanis Club still display July 4th fireworks?
• Will the Tempe City Council, in June 2061, reduce the Police Department’s budget and increase the fire Department’s?
• Will the Angels remain our spring training team?
What will Tempe look like?
• Will our neighborhoods be safe, thriving and remain vibrant?
• Will commerce, jobs and employment opportunities exist and be booming?
• Will Tempe attract private investment?
• Will ASU remain the New American University?
• Will our local educational system be flourishing?
• Will Tempe Town Lake exist offering a variety of events, surrounded by mixed use development?
• How will we move from one place to another and what type fuel might we use?
How will Tempe continue to create outstanding value for those we serve through shared vision, superior service and sustainable practices?
Most importantly, will Tempe be a great place to raise a family, invest in a business, earn an education, learn to ride a bike, or enjoy an evening out? And, what might we be doing now to provide a proud, prosperous and successful Tempe in 2061?
Jeff Kulaga
Pinch Hitting for Charlie Meyer.
Monday, May 23, 2011
We Get Our Work Done Through People
National Police Week Thanks to Sgt. Sean Still for letting me know about National Police Week, which occurs each year during the week in which May 15 falls, and which recognizes the service and sacrifice of U.S. law enforcement. National Police Week pays special recognition to those law enforcement officers who have lost their lives in the line of duty for the safety and protection of others. In 1962, President Kennedy proclaimed May 15th as National Peace Officers Memorial Day.
Please join me in recognizing our Police Officers for the tremendous work that they do in making our community safe and do this work recognizing the risk they take each day. When a Police Officer dies in the line of duty it is the kind of event that rocks an entire community. So let us support our officers and thank them for their contribution. I hope that we never have a loss of life in our community. Like they used to say at the end of roll call on Hill Street Blues, “Be safe out there.”
Employee Relief Fund
Thank you for your response to the appeal for Board members for the Employee Relief Fund. Several employees volunteered to serve and we will be making appointments shortly.
Getting Work Done Through People
A number of you responded to the follow up in the Weekly on what I will refer to as the relationship between an employee and their supervisor.
The following comment from an employee tees up the conversation, “I honestly believe a supervisor has a profound impact on the employee’s work attitude and willingness to get the job done.” An understatement if anything.
Here is a quote from one of my favorite management books, First, Break All The Rules:
“If she (your manager) sets clear expectations, knows you, trusts you and invests in you, then you can forgive the company for its lack of a profit-sharing program. But if your relationship with your manager is fractured, then no amount of in-chair massaging or company-sponsored dog walking will persuade you to stay and perform.”
Finally, the following quote if from one of our City supervisors which I found to show incredible insight into this all important relationship.
“One thing that I have picked up on is those types of comments (the disrespectful ones) generally come from supervisors that are in the mind set of managing an employee, which lies the real problem. In order to manage something one must have control over it. It’s my opinion that people can’t be controlled, but they can be led. I work under the notion that my primary responsibility is to get work done through people. The bottom line is, if I’m not able to lead my team and keep everyone performing as planned and expected, the team is not going to be successful with the task at hand.”
We have undertaken a number of initiatives within the City with the intent of doing all we can to ensure that we have healthy relationships between employees and supervisors. Those teams that are working through the Leadership Development Program on the disciplines of execution are helping to build a system in which we get work done through people. We are working on a Performance Management System that will center on the kinds of crucial conversations that make the supervisor/employee relationship work. Most workplaces never reach that high level of respect. We can.
Charlie Meyer
Please join me in recognizing our Police Officers for the tremendous work that they do in making our community safe and do this work recognizing the risk they take each day. When a Police Officer dies in the line of duty it is the kind of event that rocks an entire community. So let us support our officers and thank them for their contribution. I hope that we never have a loss of life in our community. Like they used to say at the end of roll call on Hill Street Blues, “Be safe out there.”
Employee Relief Fund
Thank you for your response to the appeal for Board members for the Employee Relief Fund. Several employees volunteered to serve and we will be making appointments shortly.
Getting Work Done Through People
A number of you responded to the follow up in the Weekly on what I will refer to as the relationship between an employee and their supervisor.
The following comment from an employee tees up the conversation, “I honestly believe a supervisor has a profound impact on the employee’s work attitude and willingness to get the job done.” An understatement if anything.
Here is a quote from one of my favorite management books, First, Break All The Rules:
“If she (your manager) sets clear expectations, knows you, trusts you and invests in you, then you can forgive the company for its lack of a profit-sharing program. But if your relationship with your manager is fractured, then no amount of in-chair massaging or company-sponsored dog walking will persuade you to stay and perform.”
Finally, the following quote if from one of our City supervisors which I found to show incredible insight into this all important relationship.
“One thing that I have picked up on is those types of comments (the disrespectful ones) generally come from supervisors that are in the mind set of managing an employee, which lies the real problem. In order to manage something one must have control over it. It’s my opinion that people can’t be controlled, but they can be led. I work under the notion that my primary responsibility is to get work done through people. The bottom line is, if I’m not able to lead my team and keep everyone performing as planned and expected, the team is not going to be successful with the task at hand.”
We have undertaken a number of initiatives within the City with the intent of doing all we can to ensure that we have healthy relationships between employees and supervisors. Those teams that are working through the Leadership Development Program on the disciplines of execution are helping to build a system in which we get work done through people. We are working on a Performance Management System that will center on the kinds of crucial conversations that make the supervisor/employee relationship work. Most workplaces never reach that high level of respect. We can.
Charlie Meyer
Tempe creates outstanding value for those we serve through shared vision, superior
service and sustainable practices.
Wednesday, May 18, 2011
Life Saving Work
Life Saving Work
Sometimes saving a life is the work of a City employee. They don't go about looking for credit or notoriety but saving a life is not in every job description. In recent budget forums some of the participants suggested that City employees were paid, on average, more than the average pay in Arizona. My response was that we require specialized training that is not "average". The following communication does a great job of illustrating how our police and fire personnel both work together and apply specialized training to do a job on which you can hardly place a value. I would like to add my thanks and appreciation to all the employees involved in this extraordinary effort. I have removed all the names to protect the confidentiality of the family and to ensure that everyone involved can share in the credit.
"Chief Valenzuela,
On behalf of the men and women of the Tempe Police Department, I would like to take this opportunity to both thank and formally commend the men and women of the Tempe Fire Department; specifically, those assigned to “A” Shift - E273, LT273, E274, BC 271, and M271. As you may have heard, at approximately 1937 hours, personnel from our respective departments responded to a drowning call. The victim - a 1 year old male - had been left unattended by his father for a brief period of time during which he fell into the backyard pool where he remained for what is believed to be several minutes. His father discovered his son, rescued him, and called “911.” Within two minutes of the call, two police officers arrived on scene and took over CPR from the father. Within four minutes of the call, E273 arrived and fire personnel began working tirelessly to save the baby’s life.
As the on-duty Watch Commander for the PD, I responded to the scene and was immediately impressed by the organization, teamwork (both with each other and with police personnel), communication, and sheer determination of all of the Tempe Fire Department personnel who responded to save this boy’s life. Observing the heroic actions of all of the fire personnel involved was nothing less than impressive. It was clear that each person clearly knew what their role(s) and responsibilities were and everyone acted in a manner which exuded knowledge, expertise, confidence, and a will to succeed. Moreover, the leadership of all of the fire command personnel was nothing less than stellar!
There is no doubt that drowning calls involving children are some of the hardest calls public safety professionals have to respond to and yet we go and do our best. At this time, I am pleased to report that the men and women under your command gave “their best” tonight and the baby went from being clinically dead to being a victim with a fighting chance; his heart is beating, his blood pressure is back, his eyes and pupils are tracking, and he is fighting his breathing tube. Though the baby’s cognitive function is unknown at this time - and he has a very long way to go - he has been given a second chance at life; a chance made possible by the actions and professionalism of each and every Tempe Fire employee who responded to this call.
In closing, please accept this service commendation and pass along my gratitude to those involved as their actions reflected highly not only upon themselves, but the entire Tempe Fire Department.
Respectfully,
Lt. Scott Smith
Patrol Operations"
Benefits Fair 2011
A quick reminder that the Benefits Fair is at the Tempe Center for the Arts on 5/10 from 9:00 – 2:00.
If you don't like it you can find another job
Last week I had a City employee tell me that he had been told by a supervisor "If you don't like it you can find another job." I can think of three reasons why one might hear a statement along those lines.
1. You are really not the right fit for the position that you are currently in but with guidance and coaching we can find just the right fit for you where you feel you are making your maximum contribution to the City.
2. The organization is headed in a direction that you are not really on board with and staying in your current job is just going to frustrate you and your coworkers.
3. I am the boss and I want things done my way without question and so I will use that statement (whether I mean it or not) to create a sense of fear and intimidation.
Unfortunately, this employee was sure that it was the third reason and based on the circumstances explained to me I would be inclined to agree. Fear and intimidation are lousy ways of getting the job done. Using such tactics may get the immediate task completed but will leave an employee who is demoralized and ends up just going through the motions. You end up being in it just for the paycheck. I recently read an interesting perspective on tactical vs strategic. In playing pool (billiards for you sophisticates) the tactic is to get the ball in the pocket. Strategy is to get the ball in the pocket and also to place the cue ball to set up your next shot. Treating a subordinate with disrespect may be a tactic to get a task done (although I would argue that there are plenty of better ways) but it will never accomplish the strategy of leaving that employee feeling as though they have been set up to be more effective for the next task. I hope that the situation described could not happen today but I probably know better. So just for the record, using fear and intimidation tactics is not acceptable.
As to the other two circumstances, either one can be the most respectful and rewarding of choices. When you are not a good fit for the job you are in, you don't feel good about youself and you know that others see the same thing. Working for an organization that is willing to help an employee find the right job to utilize their best talents and abilities is a rare and wonderful thing. I have seen employees who were truly struggling who made a job change and then excelled in their new position. You never forget those cases.
Not agreeing with organizational direction is a bit trickier. I have found myself in that circumstance once and had to make the choice to move on or I would have been miserable. But each of us has the responsibility to think through the situation facing us and make sure our concerns are really about not agreeing with the direction of the organization and not just a reluctance to change.
The disciplines of execution about which I have written recently are intended to create a systeem in which employees are encouraged to set stretch goals for the good of the City. The Department Director sets the direction and employees are given training and tools to set their own goals and hold each other accountable for success. No fear and intimidation tactics involved. The strategy is to make each of us a little more capable, a little more productIve and a lot more proud of the work we do and the good we accomulish doing it. Keep up the good work.
Tempe creates outstanding value for those we serve through shared vision, superior service and sustainable practices.
Charlie Meyer
Sometimes saving a life is the work of a City employee. They don't go about looking for credit or notoriety but saving a life is not in every job description. In recent budget forums some of the participants suggested that City employees were paid, on average, more than the average pay in Arizona. My response was that we require specialized training that is not "average". The following communication does a great job of illustrating how our police and fire personnel both work together and apply specialized training to do a job on which you can hardly place a value. I would like to add my thanks and appreciation to all the employees involved in this extraordinary effort. I have removed all the names to protect the confidentiality of the family and to ensure that everyone involved can share in the credit.
"Chief Valenzuela,
On behalf of the men and women of the Tempe Police Department, I would like to take this opportunity to both thank and formally commend the men and women of the Tempe Fire Department; specifically, those assigned to “A” Shift - E273, LT273, E274, BC 271, and M271. As you may have heard, at approximately 1937 hours, personnel from our respective departments responded to a drowning call. The victim - a 1 year old male - had been left unattended by his father for a brief period of time during which he fell into the backyard pool where he remained for what is believed to be several minutes. His father discovered his son, rescued him, and called “911.” Within two minutes of the call, two police officers arrived on scene and took over CPR from the father. Within four minutes of the call, E273 arrived and fire personnel began working tirelessly to save the baby’s life.
As the on-duty Watch Commander for the PD, I responded to the scene and was immediately impressed by the organization, teamwork (both with each other and with police personnel), communication, and sheer determination of all of the Tempe Fire Department personnel who responded to save this boy’s life. Observing the heroic actions of all of the fire personnel involved was nothing less than impressive. It was clear that each person clearly knew what their role(s) and responsibilities were and everyone acted in a manner which exuded knowledge, expertise, confidence, and a will to succeed. Moreover, the leadership of all of the fire command personnel was nothing less than stellar!
There is no doubt that drowning calls involving children are some of the hardest calls public safety professionals have to respond to and yet we go and do our best. At this time, I am pleased to report that the men and women under your command gave “their best” tonight and the baby went from being clinically dead to being a victim with a fighting chance; his heart is beating, his blood pressure is back, his eyes and pupils are tracking, and he is fighting his breathing tube. Though the baby’s cognitive function is unknown at this time - and he has a very long way to go - he has been given a second chance at life; a chance made possible by the actions and professionalism of each and every Tempe Fire employee who responded to this call.
In closing, please accept this service commendation and pass along my gratitude to those involved as their actions reflected highly not only upon themselves, but the entire Tempe Fire Department.
Respectfully,
Lt. Scott Smith
Patrol Operations"
Benefits Fair 2011
A quick reminder that the Benefits Fair is at the Tempe Center for the Arts on 5/10 from 9:00 – 2:00.
If you don't like it you can find another job
Last week I had a City employee tell me that he had been told by a supervisor "If you don't like it you can find another job." I can think of three reasons why one might hear a statement along those lines.
1. You are really not the right fit for the position that you are currently in but with guidance and coaching we can find just the right fit for you where you feel you are making your maximum contribution to the City.
2. The organization is headed in a direction that you are not really on board with and staying in your current job is just going to frustrate you and your coworkers.
3. I am the boss and I want things done my way without question and so I will use that statement (whether I mean it or not) to create a sense of fear and intimidation.
Unfortunately, this employee was sure that it was the third reason and based on the circumstances explained to me I would be inclined to agree. Fear and intimidation are lousy ways of getting the job done. Using such tactics may get the immediate task completed but will leave an employee who is demoralized and ends up just going through the motions. You end up being in it just for the paycheck. I recently read an interesting perspective on tactical vs strategic. In playing pool (billiards for you sophisticates) the tactic is to get the ball in the pocket. Strategy is to get the ball in the pocket and also to place the cue ball to set up your next shot. Treating a subordinate with disrespect may be a tactic to get a task done (although I would argue that there are plenty of better ways) but it will never accomplish the strategy of leaving that employee feeling as though they have been set up to be more effective for the next task. I hope that the situation described could not happen today but I probably know better. So just for the record, using fear and intimidation tactics is not acceptable.
As to the other two circumstances, either one can be the most respectful and rewarding of choices. When you are not a good fit for the job you are in, you don't feel good about youself and you know that others see the same thing. Working for an organization that is willing to help an employee find the right job to utilize their best talents and abilities is a rare and wonderful thing. I have seen employees who were truly struggling who made a job change and then excelled in their new position. You never forget those cases.
Not agreeing with organizational direction is a bit trickier. I have found myself in that circumstance once and had to make the choice to move on or I would have been miserable. But each of us has the responsibility to think through the situation facing us and make sure our concerns are really about not agreeing with the direction of the organization and not just a reluctance to change.
The disciplines of execution about which I have written recently are intended to create a systeem in which employees are encouraged to set stretch goals for the good of the City. The Department Director sets the direction and employees are given training and tools to set their own goals and hold each other accountable for success. No fear and intimidation tactics involved. The strategy is to make each of us a little more capable, a little more productIve and a lot more proud of the work we do and the good we accomulish doing it. Keep up the good work.
Tempe creates outstanding value for those we serve through shared vision, superior service and sustainable practices.
Charlie Meyer
Monday, May 16, 2011
National Public Works Week
In the last Weekly I wrote about the expression "if you don't like it you can find another job.". Needless to say, I got feedback...on both sides. I heard from employees who said that exact thing has happened to them personally. I heard from managers and supervisors who were frustrated with employees who either were under performing or who were unwilling to get on board with a new direction. I heard that my statements were undermining to supervisors.
The following quote is part of the feedback, "Management isn't worried about how unhappy we are or how unfairly we feel we're being treated. We were told "there are no jobs out there now" so you won't go anywhere. The manager said we "choose our attitude when we come to work" and that "low morale is a direct result of bad attitudes". I'm sure you can imagine how well that went over!"
So who's right? I would say neither and both. (You knew I was going to say that). Management has the responsibility to set direction for the organization or the work unit and to ensure that the employees they supervise perform well. I personally have had to make a lot of decisions about setting direction for the organization, sometimes it was unpleasant and done out of sheer necessity and sometimes it was based on deep conviction on how to best achieve outstanding value for those we serve. I have had department heads who have come to me and asked if I wanted them to resign so I could move on with a new direction. My answer was that I wanted them to stay and help me take the organization in a new direction but that it was really their choice as to whether that direction was something they could work with. I know that people have made the choice to leave for that reason. Those type of brutally honest conversations are rare but they are rarely unproductive. The reason that those conversations are so rare is because of the whole power structure thing where an employee who exposes their vulnerability feels as though doing so will be held against them. I doubt that a truly genuine, honest conversation often ends in someone getting fired. My job number one is to help the people that report directly to me get their jobs done. Sometimes they need money or staff or advice but often they just need to know that I will support them in what they are doing. Seldom have I ever had to countermand a department head.
How about the employee, what do they need? Whether there are jobs out there or not is not the point. We don't want to lose productive employees regardless of the job market - that just makes no sense. We do choose our attitude when we come to work...and when we go home and to a ball game or a movie. If you expect the Cubs to win the world series and then get angry when they don't then you will be angry for a long time. Again that is not the point. Your job is to come to work and be productive for those we serve. That productivity is compromised when your relationship with your boss is broken. Absent trust, both of you will assume the worst about the other and both of you will be frustrated and angry. If a City Councilmember questions or criticizes something I am doing my first reaction is to become defensive. I have learned that defensiveness is seldom productive. My second reaction is to talk to them and try to find out what they are thinking. It is seldom what I initially assumed.
Here is my antidote to "if you don't like it you can find another job". Start a conversation. Supervisors start with "how can I help you get to where we need to go?". Supervisees start with a statement of what you need in order to get on board. I know it sounds too simplistic, but if anyone knows a better way please let me know.
Welcome to National Public Works Week 2011!
During the week of May 15 through May 21, 2011, the City of Tempe is celebrating the hard work and dedication of the many public works professionals who provide quality, reliable and sustainable infrastructure systems collectively known as public works.
This nationally recognized event is a way to honor and thank the many employees of Public Works, which is YOU, the ones doing the important work. During the next Council meeting, Thursday May 19, Mayor Hugh Hallman will be reading a Proclamation in recognition of National Public Works Week, we have invited your colleagues, the 12 – 2010 - Public Works Employees of the Month to celebrate with the Mayor & Council and have their photo taken at the meeting.
Thank you to all the Public Works employees past and present that do so much to make our City work.
Apply to be an Employee Relief Fund Board Member!
Remember the Employee Relief Fund? Well not too long ago it was on life support and at risk of going broke. We made a decision to run an ERF campaign as part of the United Way campaign. While it may have lessened our results for the United Way, it was an amazing success for the ERF. We now have more funds in the ERF than at any time in it's entire history and over three times as much as we did at the bottom about a year and a half ago. What a success story!
But with success comes responsibility. We need board members to help make the decisions about providing help. I would ask you to consider helping your fellow employees in need by serving on the board.
There are currently three pending vacancies on the ERF Board that must be filled. To apply, please send an e-mail before May 31, 2011 to the ERF Chair, at rick_rager@tempe.gov. Briefly explain why you would like to be on the Board and the contributions you believe you could make. If you have an interest or background in accounting or familiarity with Excel or the PeopleSoft Financial system please indicate, though such knowledge is not required. The City Manager will make the final decision and appointments will be for a two-year term.
Tempe creates outstanding value for those we serve through shared vision, superior service and sustainable practices.
Charlie Meyer
The following quote is part of the feedback, "Management isn't worried about how unhappy we are or how unfairly we feel we're being treated. We were told "there are no jobs out there now" so you won't go anywhere. The manager said we "choose our attitude when we come to work" and that "low morale is a direct result of bad attitudes". I'm sure you can imagine how well that went over!"
So who's right? I would say neither and both. (You knew I was going to say that). Management has the responsibility to set direction for the organization or the work unit and to ensure that the employees they supervise perform well. I personally have had to make a lot of decisions about setting direction for the organization, sometimes it was unpleasant and done out of sheer necessity and sometimes it was based on deep conviction on how to best achieve outstanding value for those we serve. I have had department heads who have come to me and asked if I wanted them to resign so I could move on with a new direction. My answer was that I wanted them to stay and help me take the organization in a new direction but that it was really their choice as to whether that direction was something they could work with. I know that people have made the choice to leave for that reason. Those type of brutally honest conversations are rare but they are rarely unproductive. The reason that those conversations are so rare is because of the whole power structure thing where an employee who exposes their vulnerability feels as though doing so will be held against them. I doubt that a truly genuine, honest conversation often ends in someone getting fired. My job number one is to help the people that report directly to me get their jobs done. Sometimes they need money or staff or advice but often they just need to know that I will support them in what they are doing. Seldom have I ever had to countermand a department head.
How about the employee, what do they need? Whether there are jobs out there or not is not the point. We don't want to lose productive employees regardless of the job market - that just makes no sense. We do choose our attitude when we come to work...and when we go home and to a ball game or a movie. If you expect the Cubs to win the world series and then get angry when they don't then you will be angry for a long time. Again that is not the point. Your job is to come to work and be productive for those we serve. That productivity is compromised when your relationship with your boss is broken. Absent trust, both of you will assume the worst about the other and both of you will be frustrated and angry. If a City Councilmember questions or criticizes something I am doing my first reaction is to become defensive. I have learned that defensiveness is seldom productive. My second reaction is to talk to them and try to find out what they are thinking. It is seldom what I initially assumed.
Here is my antidote to "if you don't like it you can find another job". Start a conversation. Supervisors start with "how can I help you get to where we need to go?". Supervisees start with a statement of what you need in order to get on board. I know it sounds too simplistic, but if anyone knows a better way please let me know.
Welcome to National Public Works Week 2011!
During the week of May 15 through May 21, 2011, the City of Tempe is celebrating the hard work and dedication of the many public works professionals who provide quality, reliable and sustainable infrastructure systems collectively known as public works.
This nationally recognized event is a way to honor and thank the many employees of Public Works, which is YOU, the ones doing the important work. During the next Council meeting, Thursday May 19, Mayor Hugh Hallman will be reading a Proclamation in recognition of National Public Works Week, we have invited your colleagues, the 12 – 2010 - Public Works Employees of the Month to celebrate with the Mayor & Council and have their photo taken at the meeting.
Thank you to all the Public Works employees past and present that do so much to make our City work.
Apply to be an Employee Relief Fund Board Member!
Remember the Employee Relief Fund? Well not too long ago it was on life support and at risk of going broke. We made a decision to run an ERF campaign as part of the United Way campaign. While it may have lessened our results for the United Way, it was an amazing success for the ERF. We now have more funds in the ERF than at any time in it's entire history and over three times as much as we did at the bottom about a year and a half ago. What a success story!
But with success comes responsibility. We need board members to help make the decisions about providing help. I would ask you to consider helping your fellow employees in need by serving on the board.
There are currently three pending vacancies on the ERF Board that must be filled. To apply, please send an e-mail before May 31, 2011 to the ERF Chair, at rick_rager@tempe.gov
Tempe creates outstanding value for those we serve through shared vision, superior service and sustainable practices.
Charlie Meyer
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