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City of Louisville <br />Focus Group Project — New City Manager Search -August 2017 <br />WHAT DOES SUCCESS LOOK LIKE? WHAT SHOULD HE/SHE ACCOMPLISH IN THE FIRST <br />12 TO 18 MONTHS? <br />12 <br />City managers are responsible for creating results and outcomes that benefit the City, as <br />well as staff and staff operations. A performance metrics process allows all to <br />understand the goals and objectives, and a clear understanding of what successful <br />outcomes would look like. As you review the items below, you will see many are aligned <br />to the desired characteristics and traits of an effective manager. <br />15 <br />STAFF <br />BOARDS/COMMISSIONS <br />RESIDENTS <br />• <br />Vision/Mission/Values <br />• Hasn't been asked to <br />• <br />Accomplishment toward <br />and a strategic plan (with <br />leave! <br />targeted goals set by <br />reasonable number of <br />• Is visible throughout the <br />Council <br />priorities) <br />community <br />• <br />Citizen survey results are <br />• <br />Clarified roles and <br />• Able to articulate how our <br />positive; positive survey <br />responsibilities <br />Boards contribute; for <br />results <br />• <br />Reasonable workload for <br />example — able to <br />• <br />Employee/Staff: <br />staff was discussed by all <br />articulate how Arts and <br />o Employee <br />three employee groups; <br />Culture fits in this <br />engagement survey <br />increased staffing levels <br />community <br />results are good <br />or a plan to accomplish <br />• No negative press in the <br />o Increased staff <br />that <br />newspaper; limited <br />morale, especially <br />• <br />Staff feels appreciated <br />negative press <br />senior staff <br />• <br />We are making <br />• Will recognize and <br />o High confidence in <br />meaningful contributions <br />respond effectively to <br />staff and leadership <br />to our City in all that we <br />changing trends <br />o Staff attrition is low <br />do; we are proud to show <br />• Re -energized department <br />• <br />Priorities: <br />our City to our family <br />members <br />heads who feel like they <br />have focus and support <br />o Will have clear, <br />established and <br />• <br />Great relationships <br />• Fewer complaints from <br />measurable priorities <br />created with regional <br />citizens; a positive <br />that are focused and <br />partners <br />perception with data from <br />tied into a Strategic <br />• <br />Council <br />citizen survey; a happier <br />Plan <br />o More consensus- <br />community <br />o Prioritized tasks and a <br />based and civilized <br />• Positive progress on <br />clear focus <br />discussions with <br />Council's Action Plans and <br />• <br />Pass a budget by end of a <br />Council <br />Council's goals <br />full year <br />o Enhanced trust <br />• Improved staff <br />• <br />Council meetings: <br />among Council and <br />satisfaction/engagement/ <br />o Work with Council for <br />staff <br />morale as indicated on <br />better meeting <br />• <br />Manager has earned our <br />trust by getting to know <br />us <br />the employee survey <br />management <br />o Steam line process for <br />Council meetings <br />• <br />Successfully initiated <br />change <br />o More time for citizen <br />review of packets; <br />• <br />Employee retention <br />longer lead time <br />15 <br />