Because your Mini Mayor (credit Steve Lopez of the LA Times for that one) was slammed by the CLA's office for his budget relief ideas (employee furloughs, used car sales), all departments, including ITA are scrambling to cut and slash current and future FY expenditures.
Oddly though, as you all try to scrimp and save, ITA GM Randi Levin is having new designer carpeting and furniture installed upon her throne. Next time you are on the 14th floor at City Hall East don't forget to ask it they are giving tours of her new "baby blue room". One has to wonder about the disconnect that exists at that level. Didn't that entire floor just get new floor coverings last year? Apparently the new ITA motto is: "Do as I say, not as I do".
Word has also filtered in that about 480 of the 843 ITA employees filled out the voluntary "Work Furlough" survey. Of those 480 less than 20% agreed to give up any time. That's about 96 out of 840+ (11.5%). As the CLA stated a far cry than what the Mayor's proposal needed to make an impact on any "structural deficit".
Finally, utter shock and sadness this week amongst Rumblers, as it appears ITA Executive Officer Ken Simmons has survived another inquest into his management dalliances at ITA. Rumblings reads here that one of your former co-workers was denied her discrimination appeal on February 14th (see Item #7):
http://www.lacity.org/per/minutes/perminutes33150912_02142008.pdf
It appears that Simmons on-going outrageous behavior is not only being tolerated but re-enforced by the City Personnel/Civil Service Commission. Never fear, Rumblings is looking into the cost of outfitting all ITA staffers with mace and pepper spray.
Hey wait!, isn't yelling at employees considered a form of workplace violence? Did Simmons miss last years training classes for ITA managers on that very subject? Perhaps Anger Management classes are also in order, or maybe he needs blue carpet too; most would agree it's a very soothing color.
One also has to wonder about a General Manager that condones such behavior from her subordinates. Oh yeah, she didn't hear anything over the ocean breeze soundtrack playing in her newly updated digs.
Keep on Rumbling ITA!
Friday, February 29, 2008
Let them eat cake!
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4 comments:
First of all I want to thank you for having the courage to actually say what so many are already know but are afraid to say. I think Randi means well, but because she is new to the City and the why the City does things she has to rely on Ken.
We all know that Ken wanted her job so it kinda make one wonder who best interest he has in mind in the decisions he makes.
Randi does no better for herself by going into a into self-defeat mode by constantly cancelling meetings that she has called for. For instance - she has repeatly cancel the staff luncheon meetings that she has set up to boost morale. I guess she does not realize that she makes matters worst by placing her staff in second place to whatever else she has going.
I hope she takes these postings in a positive light as they are the most honest form of leave back she can get.
The Personnel Commission's minutes indicated that they wanted to have reports back in executive session (closed to the public) regarding what disciplinary action has been taken against Ken. Let's see if Randi LISTENS to them and does something about this guy.
She doesn't realize what a detriment he is to her organization. Maybe she should send a real survey to staff and ask for a vote of confidence on Ken....
It seems to me that all these things reported here by Rumblings are outward expessions of a General Manager who is overwhelmed by the responsibilities she has blindly accepted.
The psychology at work here is that when people feel overwhelmed, they will focus on what they can handle, and get rid of everything else. Rather than focus on building a strong and efficient department, lets paint the lobby, get new carpet, and everyone tidy up your cubicle.
From our GM's actions, it would appear that she has never worked in an organization of our size (the whole City and our department), or with the oversight and restrictions that come with government service. Her focus seems to be on desktop support for elected officials, and not much else. Everything else just exasperates her.
All of us who have weathered multiple GMs know that our department is constantly under attack by other departmental MIS sections. So why does our GM want to dispose of ITA's strategic strong points...the fiber optic plant and mainframe operations? The truth is she has not grasped the strategic value of these, and feeling overwhelmed, she wants to get rid of these things that complicate her life.
Randi may be an experienced manager, but she is no leader. To lead, you must have a vision of where you want to take the organization. You have to get your people behind you in support of your vision. She would prefer to contract that out.
I know she reads this blog, so Randi...you're in over your head.
P.S. Now that the Civil Service Commission has dismissed the complaint agains Ken Simmons, the plaintiff now has the right to take this to court. I would think that any jury would be sympathetic to the plaintiff. Have a nice day, Ken.
In case it disappears off of the Civil Service Commission web site:
7. DISCRIMINATION APPEAL
Consideration of adopting the Office of Discrimination Complaint Resolution’s finding that
there is insufficient evidence to support Janette ZATORSKI’S allegation of discrimination
based on sex and medical condition.
File No. 52158
COMMISSION ACTION:
Personnel Department staff investigated the complaint of discrimination based on sex and medical
condition and issued findings clearly stating displeasure with what was found in the investigation
relative to the history of complaints regarding the named party. The Office of Discrimination
Complaint Resolution issued a report with recommendations they believed would assist the
Department in ensuring there would be no further complaints of this nature. Ms. Zatorski perceived
the comment as threatening and although it was an ambiguous comment, staff found that the
comment was not intended to be a threat or to result in termination or dismissal. Staff did not find
unlawful behavior in that there was no causal link between Ms. Zatorski’s medical condition or sex
and any of the incidents for which she complained.
February 14, 2008.minutes 8
NEW BUSINESS 2-14-08
7. DISCRIMINATION APPEAL
Janette Zatorski
COMMISSION ACTION CONTINUED:
Ms. Zatorski stated that she has been a city employee for twenty-eight years and have received
accommodations and accolades throughout her career, without a single incident of conflict or trouble
with any supervisor. In March 2007, she was on medical leave and endured four surgeries and
treatment. During her absence, the Department hired a new general manager and executive officer.
She claimed that she endured both direct hostility from the executive officer and the general
manager upon her return to work. She stated that after she complained, she was harassed, retaliated
against, and her duties reassigned. She began to dread going to work because of the offensive
intimidating atmosphere and knowing that the hostile environment was not healthy, she could no
longer continue working for the Department. She therefore took a pay cut and demotion and
transferred to the City Planning Department. She claimed that before her incident, the male
executive officer engaged in angry outbursts against three other high-ranking female managers in
which one employee felt so threatened that she began carrying pepper spray to work. She stated that
despite a report acknowledging the supervisor’s unprofessional behavior, to the best of her
knowledge, nothing has been done. She believed the Commission should intercede by addressing
the executive director’s behavior and documenting that some disciplinary action is taken against the
employee. Ruben Vasquez, Personnel Director of Information Technology Agency, stated that any
personnel action taken against employees is a confidential matter. Personnel Department General
Manager, Margaret Whelan, stated that she would report to the Board in executive session regarding
any discipline implemented against the supervisor.
DENIED – Adopt staff’s finding that there is insufficient evidence to support the allegation of
discrimination based on sex and medical condition, on motion of Commissioner de los Reyes,
seconded by Commissioner Perez and unanimously carried.
Appearances: Janice Wood, Personnel Department staff
Ruben Vasquez, ITA Personnel Director
Janette Zatorski, Complainant
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