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Employee 4: <br /> <br />1. In what areas does the City Manager's performance meet your expectations? <br /> <br />Attending meetings, dealing with budget, setting priorities for the organization. <br /> <br />2. In what areas does the City Manager's performance exceed your expectations? <br /> <br />Displaying enthusiasm in memos and e-mails, commitment to diversity. <br /> <br />3. What steps can be taken to improve the City Manager's performance? <br /> <br />Better communication with workers at various job sites. Take more time to interact with <br />workers and actually see in the field what city employees do. Most workers know almost <br />nothing about our City Manager, except for the occasional e-mail correspondence. <br /> <br />Most workers I talk with think the City Manager gives lip service to valuing city <br />employees, and that his praise for city workers runs shallow. <br /> <br />Where the "rubber meets the road" is in how the City Manager follows through with <br />action in regards to treatment of city employees, and he showed an extreme "hard-ball" <br />and callous approach to negotiating the AFSCME contract this year. <br /> <br /> Being treated this way makes many people feel like they are NOT actually valued, except <br /> in words, and this approach leans many people to no longer respect the City Manager as a <br /> leader. <br /> <br /> Employee 5: <br /> <br /> 1. In what areas does the City Manager's performance meet your expectations? <br /> <br /> While I do not have enough visibility at this point to fully comment on Mr. Taylor's <br /> performance in detail, I am very interested in his response to and approach to handling <br /> the ICMA/Perf Management Review. Prior to coming to the City as an employee, I was <br /> very impressed with the fact that the City of Eugene was willing to have a level of <br /> transparency and publish the report and subsequent recommended action plan for its <br /> citizens. I'm very proud to be a part of an organization that has a willingness to ask <br /> tough questions and be evaluated on its performance in the public eye. I attribute this <br /> willingness to Mr. Taylor's leadership and his leadership team. While no organization is <br /> perfect, it is refreshing to see an organizations leadership work through tough issues <br /> toward a better overall organization. <br /> <br /> City Manager Evaluation 3 July 2005 <br /> Employee Comments <br /> <br /> <br />