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