The results of survey of county employees conducted more than a decade ago are strikingly similar to those found in a survey in 2023.
Both surveys reflect inner conflict in the county government center.
John Scholten, former superintendent at Glen Lake Community School, conducted the most recent employee survey in 2023 working as a consultant for the Michigan Leadership Institute.
“The job needed an outside perspective and I had moved away long enough, so I took it on,” said Scholten, who went on to retire as superintendent of Petoskey Public Schools.
He surveyed 85 of 100 employees in the building using open-ended questions to elicit responses. The survey asked employees to rate the work culture on a scale from one to 10, with one being broken and 10 being healthy.
The average score was a “concerning” 3.8.
More than 72% of workers rated the work culture as so low, it indicates major problems exist within the walls of the government building.
More specifically, those surveyed pointed fingers at the county clerk’s office as the source of conflict.
“When (Janik, retired county administrator) came in 2012 he did his own survey. My results are the same thing he found,” Scholten said this week.
In July 2012 Janik presented the county board with the results of his survey which he sent to all county employees, asking them to list the top five strengths, weakness, opportunities and threats (SWOT) and received 46 responses.
Survey results showed that 74% saw the quality to services/accessibility for residents as the top strength of the government employees.
Seventy-two percent saw experienced/ dedicated employees; 60%, fiscal responsibility as a high priority and 52% considered the newly constructed courthouse as a strength, Thirty-eight recognized leadership in the Equalization, Planning and Emergency Management departments. While 24% saw the survey and new “positive” attitude in the building and a spirit of teamwork.
Weaknesses:
• 62% saw internal conflicts between department/employees as their biggest weakness.
• 58 % said “micro-management/ personal agendas by certain board/elected officials as a demerit.
• 44% said that technology/ web-based services need to be upgraded/greater utilized by the public.
• 38% were concerned about a lack of opportunities for young employees and a need for professional development opportunities.
Opportunities identified in the same survey included: review/ restructure duties of various departments; greater cooperation between the county/townships and villages; upgrade/ increase technology and internet options and programs; increase services/ housing/ employment options for younger generation; a new “team approach” between elected and appointed officials/ board.
At the top of the “threats” to the county, 64% identified staffing issues and lack of “team approach” — turf wars.
