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Section 3 Employee Relations The Roseville Fire Department (referenced as "RFD" throughout this report) is a service organization. We must strive to provide consistent movement toward improving the service to our internal customers... our employees. A focus on improving the quality of our employees' working environment and their quality of life will facilitate improving the value of our employees, aid in recruitment and retention, and improve our employees' performance in serving our external customers. Accountability Accountable is defined as answerable, capable of being explained. Surveys conducted of our employees in 1999 revealed a concern; the lack, or perceived lack, of accountability that had taken hold in the department over the years. Examples included lack of consistent discipline, no action taken when an employee did not complete assignments or show up for an assigned shift, and the organization lacked diligence from some employees toward completing duties when they worked shifts. The citizens of Roseville expect excellent service from their fire department. When employees of the department perform at levels below organizational standards, those standards are effectively lowered. Accountability throughout the organization maintains the standard of performance the public expects to receive. Fire Administration has recognized employees and customers benefit from high levels of accountability. Objectives • Continue to develop and promote consistent actions (coaching, counseling and disciplinary procedures) when employees violate rules and regulations, policies, ordinances, laws, and other mandates. • Develop and implement programs to educate employees on the importance of accountability in the organization. • Develop and implement programs to continually reinforce and educate employees on issues /opportunities for which they will be held accountable. • Continue to develop and implement procedures for documentation of discipline issues. • Develop and implement procedures whereby disciplinary issues are administered by chief officers. • Develop and implement a procedure to track employee grievances for trends that may require changes to achieve a reduction in redundant grievances. 21