Laserfiche WebLink
City Council Minutes <br />May 24, 2004 Page 4 <br /> <br /> · Discuss reduction in force, pay impact with Council/City Administrator/Staff <br /> · Framework/guidelines for Council/Staff communication and interact/on <br /> <br />Steady, consistent growth toward approved plans and Council direction shared with <br />commissions and staff. (This is two issues combined.) <br /> <br />What is the question that we should ask that will address the issue? <br /> <br />· How do we develop plans for growth that are understood and can be implemented <br /> by the Boards/Commassions/Staff?. <br /> <br />Why is this an issue? <br /> <br /> · Boards/Commissions/Staff sometimes advocate their own beliefs (differently than <br /> as directed) <br /> · Boards/Commissions/Staffneed clarity on the desired end "result" <br /> <br />Consequences of this issue: <br /> · Boards/Commissions/Staff will "advance,, an agenda <br /> o sometimes lacking clear direction <br /> o in spite of direct/on <br /> · Cause confusion <br /> · Disputes - change in leaderskip <br /> · No action taken <br /> · "Hurt" feehngs <br /> · Less than preferred results <br /> · Council derisions are uncertain <br /> · Improper use of staff time <br /> · Public confusion/acceptance <br /> · Developers plan/control the agenda <br /> · Board/Commission confusion on direction <br /> <br />What are the practical alternatives, dreams, or visions we might pursue to address <br />this strategic issue? <br /> <br />Vision <br /> <br />· Improved staff communication on policy issues <br /> o impacts of choices <br /> o share info <br /> · Internal check and balance (Council/staff check in from Ume to time) <br />· Training for boards/commissions (roles/responsibilities, expectations, legal issues <br />· Have boards/commissions give options to Council rather than recommendation <br />· Pass various "plans" <br />· Pre-appointment (to boards/commissions) <br /> o outline expectations <br /> o roles <br />· Set standard questions for board/commission interviews <br /> <br /> <br />