Comments to Gig Harbor City Council on proposal for an employee survey

Here are the public comments received by the Gig Harbor City Council on Monday, Aug. 24, regarding a proposal for an employee satisfaction survey in the wake of complaints about Mayor Kit Kuhn. Residential addresses have been omitted.

Alan Anderson

When I started the local canoe and kayak race team, the first few years were challenging. I did not trust anyone with any of the tasks necessary to build a successful team, instead, I insisted on doing everything myself.

The young team stumbled along until I finally came to the realization that we would continue to struggle unless I learned to trust those around me.

Kit, I’ve known you for 20 years, I’ve seen the passion that you have for your community, and I believe you have the ability to shepherd the city through these difficult times.

I have zero knowledge about the interpersonal conflicts with staff that the press has been reporting on.

I do know that you have to encourage, appreciate, and trust those around you — and let them do their jobs.

Great leaders are best measured .... not by what they accomplish themselves, but rather, by what they have inspired those around them to accomplish.

Alan Anderson

Rahna Lovrovich

How much money is the City losing due to attrition? Turnover is expensive for any employer. But losing your best employees is even higher. Not only do you spend more in hiring and training, but perhaps more importantly, you lose the value and knowledge that those former employees were producing for the City of Gig Harbor.

In my opinion, the latter is even more crucial for municipalities,because all too often, new council members and new mayors may not be versed in running a decent-sized company and/or knowledgeable in supervision, management and most importantly good leadership.

While any organization that employs people will have some turnover, and elections may cause more than the average, the City of Gig Harbor has seen unprecedented turnover since 2017.

As someone who has many years of supervision/management experience under my belt, I firmly believe that having happy employees is extremely important for the survival and performance of any organization. Happier employees work harder, work better together in teams and are generally more productive.

Happy employees not only raise the organization’s productivity but also make it a magnet for the best talent out there. In addition, good employees often quit when they feel like they’re not sufficiently learning and growing.

I have had personal relationships with past and current employees since 2013. They have all been happy, professional, knowledgeable, hardworking people who truly exhibited a deep understanding of what makes Gig Harbor pecial. Prior to 2017, there was a sense of happy, productivity along with a dose of community pride emanating from city employees whenever I would visit City Hall.

However, that sense quickly turned into one of apprehension, anxiety, and depression. In addition, not too long ago, those city employees not part of the police department felt the need to form/join a union when they never felt the need to do so before. Why was that? And much more recently both the newly formed employee union and the police union came forward with some very grave concerns about the leadership at the City.

Something is obviously triggering these events and the citizens of Gig Harbor, and more importantly city staff, deserve to have this situation thoroughly vetted by an impartial third party, without any interference from the current administration.

Please vote to approve the request for the Employee Engagement Survey.

Rahna Lovrovich

(The writer is a former city council member)

Sarah Newmark

Like many Gig Harbor residents, I have been following the reporting of the loss of many long-term, talented members of city government. Exiting employees have shared experiences of a workplace environment which is degrading and unprofessional; one such instance resulted in a lawsuit against the city.

The mayor’s reported leadership style, including micromanaging as well as what sounds like possible anger management issues, is not compatible with the running of a professional staff and contributing to a positive working environment. I have also read the letters of support, extolling the mayor’s fine qualities and his hyperdedication to working as mayor of Gig Harbor.

I believe that both of these things can be true, and I am not in a position to judge in the “it’s culture change” or “there are serious leadership issues” debate. The fact remains that too many long-term and valued employees have left city government with quite an ax to grind, and that alone is an important reason for the City Council to explore why this has repeatedly occurred, setting aside any personality clashes or “style” issues.

Thus, I think it is imperative for the Council to vote in favor of hiring a professional, outside consultant to conduct an Employment Engagement Survey.

I have been on a number of non-profit boards, and all of them conducted annual surveys of their executive leaders in order to make sure that the organization was healthy and that the right leadership was in place. A professional employment survey benefits both the organization and the employee, as a well-done survey can help strengthen the team in place or make expert suggestions for corrections if deficits are found.

I believe that hiring a company to perform a professional employment survey should be the organizational norm so that everyone will always be able to work to his or her best capacity for the good of the organization.

Rabbi Sarah Newmark

Mimi Jansen

I want to thank the Mayor and Council for the opportunity to submit a comment in support of the Employee Engagement Survey.

During my tenure as the City’s Interim Director and Administrative Assistant or the Tourism & Communications Department, I have observed, and was a target of, the Mayor’s mercurial and often-times uncalled for admonishments. There were instances where my professionalism and expertise were called into question, for reasons that were unfounded, and I would be subjected to loud scoldings and belittlement.

Yet, I was also praised by the Mayor, (which I did appreciate), for my proficiency in areas that helped with the running of the department, so I was confounded by it. It was frustrating, because while there was acknowledgment by the Mayor of the high level of productivity by the department staff, (which consisted of 1.5 full-time equivalents at that time), there would also be delays or obstacles that he caused because of either personal bias or reasons that were not grounded in professional knowledge of the subject at hand.

As the Interim Director of Tourism and Communications, I was asked by the mayor to use my personal Facebook account to defend perceived allegations against the Mayor in council members’ official Facebook pages, which I refused to do. Two weeks after the Mayor’s request, and my subsequent refusal, a Personnel Action Form was produced by the administration that stated I was to be removed from the Interim Director position and placed back in the Administrative Assistant position.

Publicly,the reason given for the unwarranted demotion was because of the Guilds, which was not true. I believe the reason for the demotion and why I was ultimately denied the permanent Director position that I had applied for, and had community support for, was because of this refusal.

Despite everything that’s happened I still loved the work, care about the community, and miss it.

I support the council bill that’s been brought forward by Council members Woock, Denson and Rodenberg, and I hope that all of Council will be supportive too. The survey will provide insightful information on the work conditions and environment for City staff.

Mimi Jansen

Nicole Jones-Vogel

Good evening Mayor and Council, thank you for the opportunity to submit comments on New Business Item 3 — Employee Engagement Survey sponsored by Council members Woock, Denson, and Rodenberg.

I commend the Council for taking up this item and I fully support this action.

Park-related actions are one of the most publically visible items the City takes. Following process, providing community input, and relying on the Parks Commission is critical to achieving a high-level of success. The mayor, against advice from staff and comments from Council, proceeded to advocate for Masonic Lodge improvements outside of the public process and without Parks Commission review and input.

Mayor Kuhn cherry-picked public input on planning studies and expected that the results of public process were his vision.

Many times, when presenting my professional opinion I felt dismissed, belittled, and scolded and was told I was “overcomplicating things”; as time went on, my input was not sought and I was told to “comply.” During one specific situation Mayor Kuhn told me I was “untrustworthy” and “pushing my own agenda” and that he had little faith that I could adequately complete upcoming projects successfully.

Shortly after I was placed on an Employee Coaching Plan — where I was told I needed to adhere to the Employee Conduct Policy, specifically being more supportive of the Administration and being more customer-service oriented. I asked repeatedly for examples and none were provided.

The section of the policy that gives me such pause, is the section on insubordination and that staff shall “submit to the established authority.” This policy has been weaponized by the administration and used against me to stifle my professional input which led to an internal ethical dilemma for which I was unwilling to compromise.

I would like to encourage the Council to include review of the Employee Conduct Policy as a first action step to remove the ability for the Administration to reprimand City staff for providing sound professional input.

Working for the City of Gig Harbor as the Parks Manager was an honor — our citizens are giving of their time and resources and it was a privilege to serve them.

Nicole Jones-Vogel

Teamsters Local Union 313

This letter is written in full support of the employee survey requested by Council members Le Rodenberg, Jennie Woock, and Robin Denson.

Teamsters Local Union 313, representing supervisors at the City of Gig Harbor, have dealt with several issues regarding the unfair treatment of staff. Several have already told their stories, and several are still too afraid to do so.

If the mayor and administration are being truthful, then why are they so adamant about not doing this employee survey?

We believe the most efficient way to resolve these issues is to move forward with the confidential employee surveys and find out the best way to improve employee morale. We can also reassure you, this has nothing to do with politics!

Please do the right thing and approve the employee surveys.

Terra Ament,

Teamsters Local Union 313

RELATED STORY: In setback for mayor, Gig Harbor City Council commissions survey on employee morale

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This story was originally published August 26, 2020 at 12:00 AM.