A situation in which a city employee tried, in the words of City Attorney Kent Richins, “everything in their power to try to get rid of department heads and council members” has prompted some proposed changes to the city’s chain of command policy.
The council has discussed chain of command briefly in other meetings and has gone over the chain of command during a work session. Recently, they spent 20 minutes discussing language in the proposed changes.
Two main concerns have been voiced by council members, not being allowed to talk to city employees or employees not being able to talk to council members about “scope of employment” and council members being subject to “disciplinary action” for breaking the chain of command policy.
There is a need for a chain of command for municipal governments just as there are for businesses. Traditionally a chain of command is to go to the department head, then on up the chain of hierarchy within the organization.
Within the city of Worland that hierarchy is department head and then the mayor.
The council, per state statute, according to Richins, has legislative authority in the city. Although they do have the authority to approve certain appointments by the mayor, including department heads.
In listening to the discussions last week, I do not believe the council is trying to stir up trouble. They want to do what is best for the city and its employees. Several council members expressed concern about employees who may not be comfortable going to their department head or the mayor. Who then do they go to express concerns? What if concerns or issues are with their respective department head or mayor?
Richins admitted the language was somewhat vague and the issue “foggy.”
I believe that is what some members had concerns about — vague language for a policy in which they could be subject to disciplinary action.
Council member Barbara Brookwell had asked for clarification on some of the vague language before the proposed changes come to the council for a vote.
But therein lies another problem. When I began moving into management roles in newspapers I was counseled by several people to be cautious about putting too many “policies” in writing. If they are in writing they must be adhered to and there is no flexibility.
Having a policy with “foggy” areas would seem to provide that flexibility.
The city of Worland has a mayoral type of government. The mayor is elected by the people separately from the council. In some cities the mayor is elected from the council. In some cities they have a city manager who handles the duties that our mayor does.
Finding a chain of command policy that works for employees, department heads and all elected officials in Worland is not easy.
Employees should be able to visit with a council member without fear of disciplinary action. Council members should be trained to know when a discussion becomes inappropriate regarding the chain of command and can direct the employee to the appropriate person.
When writing a policy for council members on chain of command we must remember that these people are serving the entire community and that includes employees who may be in their respective wards.
They also are not necessarily well-versed in chain of command and I would hope that the Wyoming Association of Municipalities would have someone who could help train the council members in how to deal with employees rather than just telling the council they can’t talk to employees or if “scope of employment” comes up in a conversation then they just need to say “I can’t talk to you” and walk away. There must be a better way.
Scope of employment could mean anything to do with the city and every decision the council makes could impact those employees/residents. An employee, whether an employee or resident of the city, should be able to have their voice heard, while still following proper policy.
Perhaps it is like council member Wendy Fredricks said last week, maybe an employee just wants to vent. We have all had frustrating days at work and we vent and then it’s done. If council members can be given some proper guidance on dealing with those issues I feel that would work within the chain of command.
I realize we don’t want an employee talking to council members just trying to stir up trouble. That is not good for anyone.
I know the city has to try and develop a policy so they can avoid another situation like the one in which Richins eluded to, but I hope they can find common ground so everyone’s voice can be heard.
Karla Pomeroy
Northern Wyoming News
April 11
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