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Dennis is very clear on his direction when he makes a decision and is willing to stand by it if he believes it is in the best interest of the organization. While he is open to input from others, he does keep his eye on the long range goal. An example of this is his resilience during the AFSCME bargaining, in spite of both internal and external pressure. The City set a goal a decade ago to implement cost sharing for all employee groups. Although it wasn't easy, he held the line with AFSCME and kept sending the bargaining team back to the table to try to reach resolution. He was ultimately willing to compromise a little but not to back away from the issue he felt was most critical for the organization. 3. What steps can be taken to improve the City Manager's performance When I gave feedback last year, the area I noted for improvement was his management of the people that reported to him. I still feel this is the most critical area for him to focus on to enhance his effectiveness in the organization. Although I recognize he has worked to bring the Execs together as a team and to begin strategic planning for the organization, I still do not see the Executive Team as a whole showing the leadership for the organization I would hope for. One example of this is the way the organization works together. Dennis has said he wants us to live by "one organization, one voice" but I don't believe this is consistently followed in the organization and there seems to be little if any accountability. There also does not seem to be accountability from the top down for some of the key initiatives we have, such as diversity. If the managers that worked for Dennis were held to the high standards Dennis holds for himself, this organization would be vastly improved. City Manager Evaluation 5 July 2005 Division Manager Comments