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HomeMy WebLinkAbout13.-1 (Handout) Survey Comments - Feedback Received Comments Received via Feedback Form as of 4/1/2022 8:13 AJtern 13. (Handout) # Timestamp Name What did you think of the State of the District meetings?What worked?What didn't Any comments,questions,or suggestions?These could be related to what was discussed during (OPTIONAL) work?Are there any suggestions you'd make to improve them? the State of the District meeting or anything in general. 1 3/15/2022 9:05 1 don't agree with the comment that those working from home are having a"luxury"by any means.We are in fact balancing our workload,plus any additional stresses in the home. We have been FLEXIBLE,not afforded a luxury! I also think this"thank you'came a little too late.Our morale is gone. 2 3/15/2022 10:01 Unfortunately,there are people who choose to use situations like your State of the District Hello Roger.As one of the very few employees who has been at work continuously throughout the Address as a forum to air their displeasure in hopes of"rallying the troops"around them.It pandemic,I want to ask very frankly yet respectfully,will there be any"reward"for my(our)dedication to gives them a stage to put you on the spot to try to intimidate you into backing their cause. the District and our customers during this unprecedented and somewhat dangerous time?I don't mean to This made the meeting I"virtually"attended very uncomfortable toward the end.I think the sound ungrateful,I very much enjoy my job here at Central San and appreciate what it allows me to afford tension was very apparent by all whom attended.I understand the person's concern in my personal life,however with some employees not coming to work for nearly two years,it seems however,I don't agree with the way they handled it.With that said,I will continue on the somewhat unfair for those of us who continued to perform our duties in person at the office.Those that subject below to present my perspective of the,been at work/return to work issue. haven't reported in some time have been enjoyed lower fuel costs,less stress by not commuting and I won't even mention other"perks"of not getting up as early or verification of time spent actually working.I don't envy your position in situations such as this as there is probably no one answer to fix the whole problem.I trust you will do your best and support those who have supported you,the District and the Board through these turbulent times.Thank you for your time and consideration... 3 3/15/2022 10:16 They remind people they are part of a larger organization and team.Meetings at the The topic of addressing some staffs'feeling that they should be compensated for being required to work in department and district level should happen more often.For updates,it would be nice if person during COVID is a challenging one.I liked some people's comments to focus on clear differences- managers asked their staff for the accomplishments instead of creating the list themselves e.g.if someone required to work in person was not allowed by their supervisor to work remotely while so that all staff can feel represented. quarantining,then that could be addressed with a temporary solution.There can also be more recognition for the staff that are"required"to work in person-in some cases they just want to be recognized for how hard it can be.However,there should not be additional compensation for staff required to work in person. Other staff are being asked to stay home to protect those staff required to be there in person.There is disparity in how each division has been directed to work from home or come into the office.What might seem like a solution for those staff could unintentionally cause disparity elsewhere.I suggest focusing on temporary non-monetary recognition and address specific inequities re:leave for those staff that have actually been impacted.There are also plenty of ways any staff person can work remotely and provide value to the District so the issue of working remotely for in person staff should be resolved so that it doesn't continue to be an issue. 4 3/15/2022 10:38 Suggestion:Anonymous comments,questions before the meeting. Policy for office staff to have the option to work hybrid with remote maximum hours.Policy for required on- site/field staff to have flexibility in their schedules as well.Other agencies have a policy(even prior to COVID,obviously more so after)that is beneficial to all.Thank you. 5 3/15/2022 11:55 Showing what has been done and accomplished was a good touch,and touching on what It is nice that you feel the need to thank the operations department for what they have done.However,in is to come in the future was also nice to see as well. these trying times over the last two and a half years some may have felt that they were left out to the wolves.At this point,again it is nice that you feel the need to say thank you,but actions speak louder than words.A thank you after two and a half years,while it is a nice gesture might just fall short to a group that is disgruntled.Due to the distancing,and people not being out of work I truly believe that your group and the Operations group as a whole are at a completely different understanding of how the other feels.I cannot blame you,you have not been here to see it first hand.To add insult to the injury when the question about sick time and vacation compensation came up,it was obvious that this was not something that you'd like to entertain.What makes it feel like a slap in the face to us might be that other districts such as East Bay MUD have compensated their employees who were"essential"or sacrificial depending on how you choose to look at it,on top of their normal wages in an effort to truly show their appreciation for those who had sacrificed their own health and safety for the safety of their communities. 1of17 Comments Received via Feedback Form as of 4/1/2022 8:13 AM # Timestamp Name What did you think of the State of the District meetings?What worked?What didn't Any comments,questions,or suggestions?These could be related to what was discussed during (OPTIONAL) work?Are there any suggestions you'd make to improve them? the State of the District meeting or anything in general. 6 3/15/2022 11:55 1 think that instead of questions being submitted to Suzette ahead of the State of the Following up on the conversation regarding the consideration of making Work From Home an option for the District,an anonymous survey like this one could have been sent out prior to the meeting, future.I wanted to make sure that the employees that will not have this option and that have not had this and Rodger could have addressed some of the questions received then.It's always option for the last 2 years are also heard and considered for additional compensation.As mentioned at the intimidating to be candid and ask questions live with all of management/supervisors meeting,the Plant Operators fall under this category,but several employees within Engineering/Capital present. Projects also fall under this category.As it was briefly discussed during the meeting,there are direct financial costs when you compare a WFH employee and an Onsite Employee.Items that would fall under these direct cost would be commuting costs(gas,tolls,etc,vehicle maintenance),flexing your time while at home,and being able to drop off and pickup your school age kids at school vs an employee that has to be onsite at a fixed time and has to pay for pre and after school care(which is very expensive).The 1-2 hours everyday that employees at home get back into their lives by not having to get ready and drive to work versus an employee that is onsite.An onsite employee would love to have that time back to spend with their loved ones as well. I've also heard of some employees keeping their toddlers at home because they don't feel safe placing them in a daycare setting/daycare isn't available/want to avoid the cost associated with childcare. Meanwhile as an onsite employee that pays 20%of their income the last 2 years to childcare because they have no choice and have to be onsite.And to that end,I want to mention that daycares are open,while it might not be your daycare of choice,there are daycares open to care for your child.WFH should not be a substitute for having to pay for daycare. I hope that when you consider the WFH option,Rodger is getting the complete picture of what it means to be an Onsite employee vs a WFH employee,and that the financial and life implications associated are considered. Thank you for your consideration! 7 3/15/2022 13:00 1 appreciate that we held the discussion and that you allowed employees the opportunity to Regarding telework,it would be nice to have some reasonable level of flexibility(1-2 days of remote work a ask questions directly. week contingent on supervisor approval/performance?)on a more permanent basis.While not all can telework,one option we could offer the on-site operations/CSO/other folks is that they can work a 9/80"flex schedule"(currently offered),and require the admin/engineering/other employees that can telework choose between a flex schedule(9/80,contingent on approval/performance etc.)or telework(1-2 days/week, contingent on approval/performance).Just a thought on how to negotiate with some compromise so the on- site workers feel like they get a"win".I think this would get overwhelming support(can't please everyone, but at least hopefully a majority) g 3/15/2022 13:23 Wish you had more questions thrown your way.So here's one... work in the building is the only place I have to wear a mask in my life right now.When is the district going to revisit the Mandatory COVID-19 Vaccination Policy and drop it as a requirement of employment? ank you. 2of17 Comments Received via Feedback Form as of 4/1/2022 8:13 AM # Timestamp Name What did you think of the State of the District meetings?What worked?What didn't Any comments,questions,or suggestions?These could be related to what was discussed during (OPTIONAL) work?Are there any suggestions you'd make to improve them? the State of the District meeting or anything in general. 9 3/15/2022 13:38 Thank you for holding the State of the District and allowing time for people to ask questions Regarding the full return-to-office,I request that you thoughtfully consider leaving open the ability of a and voice concerns.It's important for the GM to interact with employees and remind us that hybrid schedule for those that can.I offer some points to consider: you are human and can understand and sympathize with us.I love this anonymous 1.Equity vs equality-Hybrid schedule options shouldn't be eliminated just because not every job makes it feedback idea and think this will provide the honest and open feedback you have stated a practical.A CSO rodding crew member cannot clean mains from home,but office staff can perform their desire for.Please forgive us if some employees are rude or callous in their comments,but duties from home,possibly with fewer distractions than they'd encounter in the office.People working from this allows us to be honest,without fear of retaliation.While there were many questions home may have more flexibility in their schedule,but also have additional costs related to heating/cooling, and comments heard in the meeting,there are many more that were not shared.This is electricity,internet,etc.that aren't covered by the district.People in the field get fresh air and sunshine, due to the structure and mentality within our organization.The hierarchy is rigid,and we are while office staff spend most of their time inside.In essence,each job has its pay,perks,pros/cons,and instructed not to communicate with those at higher levels,without having all our they will never be equal from one to another.Looking at the equity side,for employees that don't have the supervisors and an equally high-level manager present.I understand the need to filter ability to work a hybrid option,maybe accommodations can be made that don't cost the District money,but inappropriate comments and limit employees from taking up your valuable time,but this increase levels of happiness and morale.Are there staff that may benefit from or prefer a 9/80 or 4/10 runs contrary to your"open door"policy.I assumed,and have heard some affirmation,that alternative work schedule that wasn't available to them before?This eliminates travel time to/from office, this is due to fear of middle managers being deemed nonessential. reduces stress,and frees up family time.Can we do some outside of the box thinking? Back to the meeting,I truly appreciate you having all comments read and taken in real- 2.Full return to office-Let's be honest.If we return to the office full-time,with no hybrid option,we won't time,with clarifying questions asked and a dialogue formed,as opposed to a follow-up revert to offering a hybrid option later.Let's not work ourselves into a corner,but rather leave the option email with responses that may miss the intended subject or concern. open until further discussions can be had. 3.Childcare-The childcare landscape has changed,and many people still find it difficult to find adequate options. 4.Recruitment/retention-We live in a different world coming out of this pandemic(which we are not out of yet).People are leaving their jobs in record numbers for positions that offer more flexibility and better work/life balance.Central San has prided itself on recruiting,developing,and retaining the best and brightest over the years.Granted,you can't keep or please everyone,but this is an easy accommodation that makes the District a more attractive option for current employees and future candidates.Many employers are offering options for hybrid or permanent work-from-home options,so it seems this is the new "norm.,, 5.Future variants-Despite progress in vaccinations and lifting of many masking mandates,COVID is still here.There are reports that China is experiencing new outbreaks and going back into lockdowns.It's possible we may have a resurgence here in the US,so it would be beneficial to be prepared for that. Maintaining a hybrid model keeps us prepared for the unexpected. Thank you for your time and consideration. 10 3/15/2022 15:48 It seemed like employees did not want to speak up during the meeting.Its difficult for someone to say a question is anonymous when we are being asked to email questions directly to Christina and Suzette.Maybe in the future,have a form to submit questions anonymously in advance versus email an employee who works under Roger.I liked the message about Central San being the preferred employer,however there does not seem to be a clear picture on what this looks like.Will CentralSan being sending out an employee survey?Also,I do not feel like we hear enough about succession planning(this is from my perspective as a newer employee) 11 3/16/2022 12:47 1 would like to make a suggestion to go back to the O&M meetings we used to have.They were much more informative and gave operations and maintenance a chance to interact with each other.In person meetings make it a more personable experience and opportunities to come face to face with the GM.we seemed more like a family than adversaries then.and you fed us well too!:) 12 3/17/2022 9:19 1 think holding the meeting for 1 hour was a good amount of time.It allowed people to I've heard that sister agency,East Bay MUD has adopted a permanent hybrid schedule for employees.It provide comments and ask questions. would make sense for our management to talk with EBMUD management to understand how they have adapted to hybrid work from home schedule and allowed staff to feel like things are fair amongst groups. Perhaps some groups could work a 4/10 schedule or 9/80 schedule to allow for more flexibility in scheduling appts and vacations. 3of17 Comments Received via Feedback Form as of 4/1/2022 8:13 AM # Timestamp Name What did you think of the State of the District meetings?What worked?What didn't Any comments,questions,or suggestions?These could be related to what was discussed during (OPTIONAL) work?Are there any suggestions you'd make to improve them? the State of the District meeting or anything in general. 13 3/17/2022 10:23 Only managers have cameras,everyone else does not.All computers in the district should Hello Roger, have cameras and all staff should have iPads or Microsoft surfaces to do their work,so that wherever they are,they can participate on video calls. We noticed of the staff that has been on site everyday for the past 2 years,only the management group has received a 13%pay raise,while everyone has received nothing by comparison. Its blasphemous that the crews that run the plant had to respond by typing instead of seeing a video and hearing audio.It seemed like they had a lot to say and you didn't wait Also,we've noticed that nearly every other municipal agency around us has received some kind of bonus long enough for them to type it out.Central San should do a better job. thanking them for their continued hard work and keeping their agencies open and successful. It would be justifiable that all staff that has been here on plant site since the beginning of the pandemic receive a one time 13%bonus based upon last year's total wage compensation. Please consider this as means necessary to keep morale high as we face uncertain economical and financial futures.Thank you 14 3/17/2022 13:26 How come Central San does not offer 4/10 schedules?If the message is that Central San wants to be known as employer of choice.Then it would seem Central San should support work life balance for all.4/10 work schedule from Monday through Thursday,and is closed on Friday,allowing employees more time to enjoy a work-life balance.I feel this is important as you hear and see employees getting burnt out,working overtime,and leaving due to work life balance.Being closed to the public also on Friday would help employee catch up on work without public disruption if they do need to work overtime or continue with their 5/8 schedule.So many employees are offered 9/80,but only some why?per supervisor per need per etc. 15 3/17/2022 13:58 Very helpful and informative.Thank you,Roger! I attended the Administration Dept meeting and agree with several of the comments regarding remote work. Since working remotely,I've found that I am more productive,happier,and doing higher quality work for the District.The simple reason is that my home provides a quiet workspace in which to focus,while my Central San cubicle does not.At the same time,thanks to MS Teams and other technologies,I still feel every bit as connected to my work group and the rest of Central San.Given Central San's commitment to being a preferred employer,keeping some level of flexibility for remote work would go a long way toward supporting employees'productivity,engagement,wellbeing,and loyalty. 16 3/19/2022 9:53 1 appreciate that Roger takes the time to do these meetings for staff.I liked that he had a In the State of the District meeting,I was disappointed that Roger seemed to be pushing back on the idea of presentation to accompany his remarks.Roger said some very kind words to mainly the hybrid work schedules,which would allow certain staff to work both at home and in the office.This is Managers.I wish he had recognized the lower-level staff members by name,so they felt something I'm very interested in.It seems like almost every other public agency in the Bay Area is appreciated,too.I really like that Roger said he was open to staffs input.I hope that's true, implementing some form of this and I think CCCSD needs to get on the bandwagon.If not,we'll be losing because it makes me feel cared about and I want to work for an agency where the General our younger/newer staff members that aren't held here with golden handcuffs.For post-PEPRA employees, Manager cares about the employees,values their input,and then responds with actions. I believe this is a necessity.CCCSD needs to look beyond money to compensate its employees and hybrid schedules and overall flexibility(such as allowing flexing of work hours for those that can't work from home) are great ways to do so.Other agencies have figured this out and we can too.Getting to work from home has allowed me to be a more involved and engaged parent and that means the world to me.It's also lowered my stress level,because I've avoided driving and gained more time in my day to do productive work-both for me and CCCSD.I really appreciate what CCCSD has done to keep me safe during the pandemic.Thank you. 4of17 Comments Received via Feedback Form as of 4/1/2022 8:13 AM # Timestamp Name What did you think of the State of the District meetings?What worked?What didn't Any comments,questions,or suggestions?These could be related to what was discussed during (OPTIONAL) work?Are there any suggestions you'd make to improve them? the State of the District meeting or anything in general. 17 3/21/2022 5:43 it was lack luster seemed to be only talking points to the board repeated to us felt Mr.Baily did not answer the question about the usage of time for operations/maint dept vs.HOB depts. getting depts back to the office is not the answer to the question.as of today the building is still not back. there have been first hand accts of Work from home employees 1)conducting meetings while taking kids to school 2)at park with kids while on work hours 3)seen walking dogs during the week(915 am on a wednesday down treat blvd.)back in March 2021. 4)attending meetings while in So.Cal 5)workers out of the area and not available via Telephone only thru email. is the dept sick time/vacation usage available to other depts? the issues above are concerning and i feel that Mr.Baily thinks that we would not see this.we also feel that if this would be brought up to HR or higher we will be told"well at least you have a job,you don't have to work here"that is why people do not speak up. i hope Mr.Bailey will address all comments from the(anonymous)questions or will they never get answered and hoping that time will wear us out. 18 3/22/2022 15:11 1)Quit asking for employee feedback and then ignoring the feedback.Staff gave extensive feedback during the March 2020 Employee Engagement Survey.Staff was told prior to completing the survey that the results would be complied and released,discussions would be held,and changes implemented.The results were never released,discussions were not held,no change was implemented,and the employee engagement effort was buried because management didn't like the feedback. 2)Staff is tired of the"flat staffing"and"do more with the same amount of staff'mandates instituted years ago.What has management implemented to streamline tasks and reduce workload?Nothing.All staff sees is more work to complete with less staff. 3)Your managers will not speak up because they are at will employees.If you want honest management feedback then ask for their feedback anonymously. 19 3/22/2022 15:31 1 would love to talk about hybrid work options and work flexibility.I would like to be on a committee to discuss these options.I am happy to talk anytime! On another note,I am wondering why we did an employee engagement survey in 2020 and never saw the results. 20 3/23/2022 11:21 There is a lot of dissapointment in the HR department-rules seem to apply to everyone but them-hope that their out of state staff is finally terminated once the board requires all to return to work as they have hired 2 additional people to fill that position.It's a bad look. 21 3/23/2022 13:11 It was good.I always enjoy this meeting.Interesting to hear news from outside of my The A&E department is in agreement that a hybrid schedule is doable,effective,and a must going forward. group,and how it will effect the upcoming year/future. This is just not my opinion,but the opinion of everyone I've talked to.If you don't believe me,please send out a survey.That being said,there are some employees that are taking advantage of the work from home situation right now and i do not appreciate that.I think a hybrid schedule will fix the problems that we are seeing from certain people working full time from home.Also,supervisors need to supervise,especially people working from home.Many professional businesses are offering hybrid schedules.This is not as controversial as POD makes it seem. 5of17 Comments Received via Feedback Form as of 4/1/2022 8:13 AM # Timestamp Name What did you think of the State of the District meetings?What worked?What didn't Any comments,questions,or suggestions?These could be related to what was discussed during (OPTIONAL) work?Are there any suggestions you'd make to improve them? the State of the District meeting or anything in general. 22 3/23/2022 15:07 Overall the meeting went well.Great to acknowledge all the different group.Would be Hybrid work schedules moving forward are the#1 topics of 2022.Central San should allow hybrid work excellent to have more examples and pictures from capital projects especially in the schedules when this flexibility benefits the employee and Central San.The reality is some job positions are collection system. more conducive to remote work than others.There are also phases of a capital project where remote work is more compatible.Central San should aim to offer hybrid schedules and alternative work schedules when possible for all staff(i.e.CSO 4/10hrs?).This allows Central San to continue to retain and attract the best talent.Another reality is current and future employees need more flexibility as housing prices in and around the service area continue to drastically increase(i.e.-3040%over the last two years)while compensation increases are tied to the CPI.Central San will struggle to retain and hire professional positions as neighboring agencies embrace hybrid work schedules. 23 3/23/2022 15:17 Overall good meeting.Appreciated the open dialogue and Roger asking for employees' I am grateful for the District's flexibility and support during the pandemic.Being able to work from home has feedback. made me appreciate the District even more because it has allowed me to achieve work life balance.I am more productive while working from home.For instance,Teams meetings are shorter and more effective and it is easier to focus on my work with less distractions.I spent less time commuting and help reduce my carbon footprint.I still go into the office,if needed,but I don't need to be there 40 hours a week to be productive and high-performing and to serve the District and our ratepayers effectively. I would like the District to offer a permanent hybrid work option to our employees.While I recognize that there are employees who are not able to perform their work from home,I don't think it's appropriate to compare different job classifications.During the pandemic,O&M staff was given the flexibility to work from home as well.The District has done a great job supporting our staff during the pandemic.District management has an opportunity now to make a positive difference,improve morale,and support our employees. Other public agencies have adopted hybrid work schedules and Central San should also consider a hybrid work option for our employees.There are systems and tools in place to ensure high productivity and engagement from employees while working from home. 24 3/23/2022 15:39 Working through unprecedented times makes for unprecedented challenges for each Despite the situations that necessitated distancing/lockdown,I appreciated Central San's pivot to allow workgroup,and to hear recognition of this is a little comforting.I appreciate the concise, work from home(wfh)during the pandemic.In particular,the IT department has been nothing but massively head-on approach to answer questions,especially the difficult ones.Although I wish there supportive in ensuring continued productivity.From no commute(unless I have work that requires being was more resolution at that point,I understand a lot of things are in progress. onsite)to the District-wide adoption of MS Teams messaging/meetings,I found myself more productive and efficient.I understand there is value in face-to-face interaction with coworkers and onsite work is inevitable at times,so I would appreciate Central San's support for a hybrid work schedule option.Considering other public agencies and plenty of companies elsewhere have adopted hybrid work schedules,it's clear that the traditional American workplace has changed and will continue to evolve-full/part-time wfh is an incredibly attractive and more common-place feature for job classifications that allow it. 25 3/23/2022 15:48 Very short.Little interaction.Have a meeting with each section instead of large group. Morale has changed with mandating the vaccine when other agencies,govt did not. 26 3/24/2022 7:45 What worked:Roger seemed very positive and upbeat.He also had many nice things to If Central San is to remain a leader in the industry,we need to recognize that a hybrid work schedule has say about our Department's accomplishments over the last year. become the new norm and offer it to our eligible employees.Nearly every other public agency is doing this. If Central San doesn't do so,we won't be able to attract and retain the high-caliber employees needed to What didn't work:Roger only thanked Managers for these accomplishments.Would have continue our high-level of achievement and innovation. been nice to be acknowledged as a lower-level staff member. Suggestions to improve:Thank all employees and call lower-level staff members out by name,so they feel appreciated,too. 6of17 Comments Received via Feedback Form as of 4/1/2022 8:13 AM # Timestamp Name What did you think of the State of the District meetings?What worked?What didn't Any comments,questions,or suggestions?These could be related to what was discussed during (OPTIONAL) work?Are there any suggestions you'd make to improve them? the State of the District meeting or anything in general. 27 3/24/2022 11:11 In light of the ongoing uncertainty about COVID-19 and considering other current economic factors,I support a hybrid work schedule for employees with suitable jobs.For other employees whose job duties preclude working from home,perhaps some other sort of work schedule flexibility or commute-expense subsidy can be provided by the District.These can be paid for using the potential operational savings from having fewer employees and visitors in the office.These actions should help keep our working conditions competitive with other employers with whom we share the Bay Area labor pool. 28 3/24/2022 15:16 The district states it wants to be the best employer for all it's employees,it should keep allowing its employees the option to work remotely.Or at least a hybrid schedule,with couple days in office and couple from home.Many employers have moved remotely.This helps many employees in many ways and it has been proven effective for over two years now. 29 3/24/2022 19:52 1 do not feel the State of the District was honestly spoken.Only management names were I am not sure how CCCSD can remain a preferred employer when it is clearly evident that Roger wants mentioned for praise.Isn't a good leader one who values everyone on their team,even everyone back in the office in person and will not listen to anyone's feedback about a hybrid option.Even ones who are not in management?My guess is that Roger won't even read these EBMUD is doing a hybrid remote work option for their employees.I see no consideration by Roger for being suggestions,this is just to check the box.If he did read them,he would take into compassionate to us,to work with a flexible solution.We will not be considered competitive and good luck consideration all the feedback that we are all asking for.Many people brought up a hybrid finding good talent.It is evident by his words and actions in the State of the District his mind is made up.He option for remote work,and it was quickly dismissed by him.Some made comments in the has an unwillingness to hear feedback,to be open and listen to feedback of his employees.Our opinions Teams chat.Again,dismissed.Why isn't he open to this?Because he already made up his are devalued and dismissed.I do not feel he has CCCSD's best interest in mind.So my suggestion is to not mind.And why even ask for suggestions when he will most likely ask a select few in worry about training and promotional opportunities-every company and agency offers those,and they are management and use that as his way of surveying the whole of CCCSD.That is a skewed for a select few in our agency.Focus on the changing workplace culture.He just wants to hurry up and get and inaccurate way to do a survey. us all back to the office without a thoughtful approach. 30 3/28/2022 9:21 The world has evolved from this pandemic,communication tools are better than they've ever been,and the ability to successfully work remotely is completely feasible.Central San staff have proven this over the last two years.Part of being a leading utility,a utility of the future,is to incorporate leading utility practices. Flexibility with work schedule and hybrid options are what leading utilities offer.To continue to attract high quality talent,we need to be flexible.Many current and future employees have or will have families.Today's world is a lot different than it was-there are limited childcare options,hours are different,capacities are different,and they are not reliably open due to quarantine restrictions.Please continue to offer hybrid options for staff that allow them to focus on their work when they're at work-be part of the solution by offering what you've already been offering(and has been working!). 31 3/28/2022 10:40 Nice to highlight projects for each department.It would be good for department directors It seems like people that are known for nasty or confrontational comments are the ones Roger asks to and managers to acknowledge all that contributed down to the lowest staff level.Some do, speak up.I think it creates moments for more negativity.I understand if a question is asked and a response but not all. is needed,but I don't think those people should be volunteered.I don't believe that most staff share those negative thoughts about the District so perhaps staff that are more aware of the benefits of having a job here should be asked to speak up. 7of17 Comments Received via Feedback Form as of 4/1/2022 8:13 AM # Timestamp Name What did you think of the State of the District meetings?What worked?What didn't Any comments,questions,or suggestions?These could be related to what was discussed during (OPTIONAL) work?Are there any suggestions you'd make to improve them? the State of the District meeting or anything in general. 32 3/28/2022 11:25 The employees that work work through the pandemic(coming into work).Should be The employees that work work through the pandemic.Should get something.We were at the plant getting compensated.The employees that were able to work from home received a lot of work done to make Central Contra Costa safety for the environment&community. compensation(Gas,bridge tolls,wear/tear on their vehicles and got their house fix up).I don't want to talk about vacation and sick leaves,That will open a big can of worms. 33 3/28/2022 12:40 1 was disappointed that accomplishments were not acknowledged for all workgroups;that There seems to be a big disconnect with management's understanding of daily work and priorities. time was spent complimenting staff that are not within our Department Suggestion:develop an ad-hoc working group between staff,mid-management,executive team and the board to understand actual workload/demands,resources/staff,and priorities/expectations.I am constantly hearing about new initiatives,being tasked with new assignments that are always top priority,and then being questioned"where is this"and"why isn't this done"when I was told to drop it and work on something else.I have observed inequities in expectations and workload within the same division,which decreases morale and appears to be special treatment not afforded to all.I've heard how management tried to breakdown silos across departments(engineers vs.operations)years ago,but now I see silos between management and staff,characterized by a lack of trust and low morale. 34 3/28/2022 13:24 they are helpful and informative just listen to what concerns staff and find a viable solution that gives a true WIN to District as a competitive government employer. 35 3/28/2022 14:39 More state of the district meetings would be great.its important to know how well off the Why hasn't management fought for additional compensation to our frontline workers during the pandemic? district is doing.maybe reflect back how we were doing vs.going forwards? Many other city,county,and private businesses have provided a monetary amount to their frontline workers, why not ours? 36 3/28/2022 15:32 too much time spent talking about our"accomplishments"which sounds more like Roger said he wants this to be a preferred workplace.I say preferred for who?Our board and management management congratulating themselves.not enough time spent on questions/comments, severely overstepped their employees'rights in the last year in pushing their progressive vaccine and did not address any real issues facing the district. mandates,and even now won't revoke it even though it's obvious it was all virtue signaling.There's no benefit that justifies the mandate.Meanwhile,the unvaccinated among us continue to wear masks because the District holds to outdated(and proven wrong)science regarding masks("because it's our policy")and about who can get and spread covid(note:everyone).The county and state don't require masks anymore, but we do.and we still make the unvaccinated test twice weekly,a total waste of taxpayer money.Slow to adapt to real science,quick to embrace faulty information.The board,GM,and management have lost the confidence of many employees,and they are out of touch.While the world moves on from covid,we go backward with nonsensical rules(I heard we will be requiring all unvaccinated consultants and contractors who show up onsite to test too).Our GM appears to have one goal,to maintain his job.A real leader would take a stand and have an opinion on something,anything.Roger wouldn't give an opinion on the vaccine mandates last year when there was discussion.That may seem smart to avoid personal heat,but it's also weak leadership.Roger also won't say his opinion about the future possibility of hybrid/remote work.he is waiting until the board tells him what his opinion should be,then he'll comment on it.He's great at keeping his job and saying a lot of words that amount to little.This is still an okay job,but the culture has changed in the last several years and it truly is not a preferred workplace,or an industry leader of any kind(not any good kind anyway). 8of17 Comments Received via Feedback Form as of 4/1/2022 8:13 AM # Timestamp Name What did you think of the State of the District meetings?What worked?What didn't Any comments,questions,or suggestions?These could be related to what was discussed during (OPTIONAL) work?Are there any suggestions you'd make to improve them? the State of the District meeting or anything in general. 37 3/28/2022 16:23 What did I think about this meeting?Not much.As usual,very superficial glaze over large, The fact that this feedback form is anonymous,should say something.The current culture is such that complex engineering projects that are an essential core of what we do.At least that is what people are afraid to speak up.In the best case you will get a non answer,in the worst,you will be ridiculed. it used to be.Incorrect data given.Praising people by name who are focused on politically It is sad to see that incompetent people are given raises,promotions,even new positions are created for motivated projects,not on the project that are very complex and actually accomplish them.The message is:be compliant,do what you are being told,regardless how essential project is and something.Spent almost half of the meeting listening to people who don't want to go back you will be rewarded.Hard work,experience,and actual accomplishments are not rewarded,being"yes to the office?!What about people who never left the office?! man"is. Suggestions?GM should either learn what we actually do,or let other people speak.It is Fortunately,there are still a lot of people who work hard to make this district great.Not because they want very clear that this GMs priorities are to please the Board and not to know and understand to please GM or the Board.They love what they do,they care for their coworkers,they are proud of their hard work that a lot of people at this District actually do. accomplishments,they enjoy providing excellent customer service to public. Previous GMs actually walked the floors regularly,they knew names of their employees So,why don't we skip these kind of"check the box"meetings and let people do their work. (not just the ones on the 3d floor and those working on the"pet"projects),they actually cared about employees,not just kept saying that they do. 38 3/28/2022 18:45 It was good.Sometimes the words seemed a bit inflated and out of touch with reality for the The District is losing,and will continue to lose employees if the Board and GM continue to portray the folks on the front line. telework environment in such a negative way.A hybrid telework environment will be the norm for most organizations going forward and the District will not be as competitive if we don't consider this and allow flexibility.Morale is suffering and in need of more humanity for a better work/life balance by understanding what everyone has been through and continue to go through.More respect and basic kindness is also needed.DEI sounds interesting and could help with this,but if the Board and GM aren't 100%supportive, then they shouldn't waste staff time.Workload is a challenge for most groups and the only option is to hire temps/consultants,instead of building a stronger District with FTE's.It seems like keeping a flat O&M budget is more important that providing adequate resources. 39 3/28/2022 21:20 Hybrid work opportunities should be continued.The last two years show just how much everyone got done with remote work.Let the managers determine what works for their divisions.Telework is not vacation. People work hard.It's the wave of the now and the future. 9of17 Comments Received via Feedback Form as of 4/1/2022 8:13 AM # Timestamp Name What did you think of the State of the District meetings?What worked?What didn't Any comments,questions,or suggestions?These could be related to what was discussed during (OPTIONAL) work?Are there any suggestions you'd make to improve them? the State of the District meeting or anything in general. 40 3/29/2022 6:28 1 have a couple of points I would like to bring up,the first being the benefit of working from home that some in the district have been able to take advantage of for over two years.When compared to those required to be onsite daily,those at home have received what amounts to a pay increase by eliminating the need to pay for gas,bridge tolls,and in some cases child care,to perform their work daily.This amounts to thousands of dollars over the course of this time and is in addition to the amount of vacation and sick leave saved by being able to flex time to attend doctor's and other appointments,tend to their children,and work while on vacation.I believe if the vacation and sick leave usage of those working from home was compared to those who have been onsite fulltime that this fact would be apparent.I also believe this could be made more equitable by giving those onsite extra leave to make this situation equitable. My second point is on the massive capital project effort that the district is taking on over the next 10-20 years.This effort has begun and is putting a strain on all staff involved including the capital group itself as well as plant ops and maintenance.While I fully agree that this work is overdue and needs to happen as soon as possible for us to be able to maintain our high level of service and to protect the environment,I do not understand how we can assume that we can complete these projects successfully and safely with the current staffing levels.We are already stretched increasingly thin and this increase in work will only cause the projects themselves,as well as the operation of the plant,to suffer unless the numbers of staffing to facilitate this work are increased.Costly mistakes have already happened and I believe will continue unless we increase the number of employees overseeing and assisting with this effort.Consultants and other outside help,in some cases,can be very useful but can only do so much.The expertise of our staff is a critical component to completing these jobs safely and successfully yet we can only take so much time away from our other main duties before we are doing a subpar job at both tasks. 41 3/29/2022 7:58 1 enjoyed the State of the District meeting as it gives everyone in the district an opportunity The biggest issue is the modified work schedule.While I don't begrudge anyone the opportunity to work at to know what is going on. least part-time at home,the way it is coming across to other employees is creating a divide.Everyone regardless of position was hired knowing they would work onsite prior to the pandemic.With these unique circumstances people have had the opportunity to see how a modified schedule has been helpful to their personal life or work life balance.That being said many who keep operations running do not have that luxury nor does it decrease the risk of illness especially in departments that have to work with the public.If it is the Districts intention to be progressive and increase employee satisfaction and not just reduce Covid- 19 illness then the needs of all employees should be considered.There are many tangible benefits for those who work even part time from home like saving on rising transportation costs,being able to be home with their children or modifying work hours to fit in unexpected emergencies.I do not know what the answer is to make everyone feel included,whether that includes the option of a modified work schedule for other employees like four ten hour days and 3 days off or some other compensation.What I do know is some employees are coming across as if their work life balance is more important than others.So maybe the District should define what the reason for a modified schedule is for;Covid-19 or employee satisfaction. Either way consider those who still have a greater risk of getting ill at work dealing with the public or their employee satisfaction. Thank you RECEIVED SINCE LAST LIST WAS PROVIDED 10 of 17 Comments Received via Feedback Form as of 4/1/2022 8:13 AM # Timestamp Name What did you think of the State of the District meetings?What worked?What didn't Any comments,questions,or suggestions?These could be related to what was discussed during (OPTIONAL) work?Are there any suggestions you'd make to improve them? the State of the District meeting or anything in general. 42 3/29/2022 6:28 1 have a couple of points I would like to bring up,the first being the benefit of working from home that some in the district have been able to take advantage of for over two years.When compared to those required to be onsite daily,those at home have received what amounts to a pay increase by eliminating the need to pay for gas,bridge tolls,and in some cases child care,to perform their work daily.This amounts to thousands of dollars over the course of this time and is in addition to the amount of vacation and sick leave saved by being able to flex time to attend doctor's and other appointments,tend to their children,and work while on vacation.I believe if the vacation and sick leave usage of those working from home was compared to those who have been onsite fulltime that this fact would be apparent.I also believe this could be made more equitable by giving those onsite extra leave to make this situation equitable. My second point is on the massive capital project effort that the district is taking on over the next 10-20 years.This effort has begun and is putting a strain on all staff involved including the capital group itself as well as plant ops and maintenance.While I fully agree that this work is overdue and needs to happen as soon as possible for us to be able to maintain our high level of service and to protect the environment,I do not understand how we can assume that we can complete these projects successfully and safely with the current staffing levels.We are already stretched increasingly thin and this increase in work will only cause the projects themselves,as well as the operation of the plant,to suffer unless the numbers of staffing to facilitate this work are increased.Costly mistakes have already happened and I believe will continue unless we increase the number of employees overseeing and assisting with this effort.Consultants and other outside help,in some cases,can be very useful but can only do so much.The expertise of our staff is a critical component to completing these jobs safely and successfully yet we can only take so much time away from our other main duties before we are doing a subpar job at both tasks. 43 3/29/2022 18:39 1 thought the SOD meeting was good.I really enjoyed listening to what Mr.Bailey had to I would suggest that Mr.Bailey let each manager in each work group decide if this works for them.That say.I like that he is requesting feedback from the employees.I think that shows that he way,he doesn't have to look like the bad guy.My guess is there are many managers who are probably really wants to do the right thing for us and really consider a hybrid option.I don't know why more open,innovative thinkers,who support this.They would support their employees with having a hybrid he wouldn't even consider it.The District would look quite the opposite of a competitive option.While we all know that there are some jobs can't be done with a hybrid option(so those managers public agency by not doing a hybrid option.Offering some kind of flexible work schedule don't really have much of a say).And then the other group of managers who just have an antiquated view of will help retain talented employees.The bigger issue to consider is what kind of talent will public agency,and the workers,with control issues.However,Mr.Bailey did point out the training and we be able to get when we are one of the only agencies to not offer this?I can easily promotional opportunities at the District in his SOD,and if those employees aren't happy with not having the answer this-employees who won't stay.Short retention.The bottom of the barrel.Is that opportunity to have some sort of hybrid(that can),they can move into another work group.There really is something Mr.Bailey wants to be remembered by? no downside to a hybrid option,except those who have an outdated way of thinking and should probably not be in a management role to begin with But there are plenty of downsides to consider by keeping the status quo and not being a visionary(even in a public agency this is important).I hope Mr.Bailey's SOD was filled with integrity and his moral compass has not been mislaid. 11 of 17 Comments Received via Feedback Form as of 4/1/2022 8:13 AM # Timestamp Name What did you think of the State of the District meetings?What worked?What didn't Any comments,questions,or suggestions?These could be related to what was discussed during (OPTIONAL) work?Are there any suggestions you'd make to improve them? the State of the District meeting or anything in general. 44 3/30/2022 8:14 Effective meeting,no suggestions. For the duration of the pandemic I have worked in-office.Turns out that it's better for me personally to maintain a separation between home and work. That said,there have been a handful of times over the last couple years that I have been grateful to be able to work from home.In January I came down with a cold(luckily not COVID),was sick enough to want to be in my PJs but did not feel good about working in-office.I was able to be productive from my home office which was a benefit to both the District and me.Another time I was able to spend a couple days with a dog that was ill and having accidents because he could not make it his typical 9 hours. Over the last couple years another advantage has become apparent:commute savings.Ever though I have a relatively easy commute(28 miles from Oakland)working from home results in an extra hour of time for myself and my family.Not to mention about$12 in gas savings. Personally,I don't think that 100%at home work should be on the table.There is value in face-to-face collaboration,plus a there is level of comradery that can't be achieved via remote work.This is less of an issue intra-workgroup.For example,the three members of the control group can function at a high level with Teams as a medium but maintaining a sense of alliance outside a workgroup is difficult without hallway encounters and post-meeting lingering. As you know we are not alone,many other Agencies are memorializing their hybrid work policies,EBMUD &SFPUC come to mind.My cousin is a Civil engineer for the City of Oakland,a few months ago their leadership decided to extend a full-time,work from home option to all staff. In short,having the flexibility to work from home can ease stress,save commutes,and generally add to quality of life.For these reasons I am requesting that Central San consider adopting a hybrid workplace policy. 45 3/30/2022 10:16 It was good,I was glad to hear from the GM that we are doing ourjobs well while working Since it has been noted my our GM that our work is getting done and Central San's service to our from home. customers has been maintained if not improved,many of my colleagues and I believe that we should be allowed to continue to work remotely or at least have a hybrid work schedule.This is becoming common for many companies and municipalities/districts and would not only be a benefit to Central San and the employees but also to our customers and the bay area in general by helping to lower congested commute traffic as well as reduce the negative environmental impacts that come from it.We do not see any reason that remote working shouldn't be option other than an antiquated idea of how an office must work and how business must be done. 46 3/30/2022 16:30 It's good that management is taking staff input seriously regarding the return to the office. Covid rates are rising in the UK again.We're not out of the woods yet and need to be cautious in returning to the office.While many of us can benefit from working on site again,it's prudent to phase the return gradually. Central San could begin by offering more flexible and/or remote work options.Silicon Valley has been actively encouraging work from home for over 20+years,not only to reduce office overhead costs but also to mitigate traffic.It is simply common practice.For those who are not able to work remotely,9/80's and 4/10's could be made more widely available and,managers could be allowed to exercise discretion in offering flex time. Allowing folks who feel well enough to work but are worried about being contagious would do everyone a favor by working at home.This would enable them to be far more productive than if they had to stay home and not work at all,or worse,come to the office and spread the infection to others who might have a more severe reaction.Families with kids could prevent the infection from spreading in schools and daycares as well.I read today that it is a myth we are now in the endemic phase.We need to remain cautious. 12 of 17 Comments Received via Feedback Form as of 4/1/2022 8:13 AM # Timestamp Name What did you think of the State of the District meetings?What worked?What didn't Any comments,questions,or suggestions?These could be related to what was discussed during (OPTIONAL) work?Are there any suggestions you'd make to improve them? the State of the District meeting or anything in general. 47 3/31/2022 8:55 Meeting was good,Thank you Roger.Working remotely from home is the best option for I have already been working from home remotely every day since Covid-19 Pandemic started 2 years ago. everyone who wants work from home or at the office. During that time,I have found that my focus and productivity have improved without daily office distractions and always meet ahead of the project deadlines.Couple weeks ago I started hybrid working from home and at the office,I find that working from home is healthier than at the office(mentally wise).I suggest that the employees can choose whether they want work from home or at the office. 48 3/31/2022 8:58 i forgot to add another comment..as of now the gas prices are high,the commute to the office and home,i would suggest that employees remotely working from home if they prefer to work from home..save$$for bills,grocery shopping,etc.. 49 3/31/2022 8:59 1 appreciate that Roger is listening to the 80%of the people that are at work. Things that I can do when working at home: watch my kids, not use my sick leave, commute on company time, save on bridge toll, keep my Teams checkmark green, move to Texas, wash my dishes, mow my lawn, go to the store, clean the grout, go on vacation, meet the minimum job requirements, I love it!!! 50 3/31/2022 9:00 The District should embrace a hybrid working model for its employees to the maximum extent possible after return to office begins.I recommend that department managers be given the discretion to determine whether or not employees in their individual work areas should be authorized to work in a hybrid capacity. Managers are the closest to the work and can best determine which units or personnel within those units could effectively complete work tasks under this kind of arrangement.They should also be supported in this effort by maximizing their ability to approve alternate work schedules/shifts for those staff who are required to be on-site or who cannot otherwise fully utilize a hybrid work arrangement. 51 3/31/2022 9:39 See attached.This response does not fit on the Excel sheet and I want to be absolutely sure the response is included in full. 13 of 17 Comments Received via Feedback Form as of 4/1/2022 8:13 AM # Timestamp Name What did you think of the State of the District meetings?What worked?What didn't Any comments,questions,or suggestions?These could be related to what was discussed during (OPTIONAL) work?Are there any suggestions you'd make to improve them? the State of the District meeting or anything in general. 52 3/31/2022 9:52 There are varying opinions of telework/hybrid amongst staff.The question of fairness and equity has been raised.Quite simply,there are 111 job classifications,which means all of ourjobs are different.Getting to equity is not possible.Some staff get to take a vehicle home when they are on-call to improve response times,inspectors get to commute to/from work in a district vehicle&gas;staff in the office are easily watched to make sure they are working,but field staff may have less oversight for personal business or break times,especially since GPS logs are not monitored;some staff get to charge overtime daily,others have been told no overtime;some have field jobs and were paid admin leave to stay home the first month (or more)under the County shutdown order,others were able to telework so they worked;some have 9/80 schedules or 4/10s and get to reduce their commute times,some chose to live close to work in a small house to minimize commute,others chose to live farther from work so they could have a bigger house for their family and accepted a longer commute;some field staff were put on different shifts during covid so they could still work,some may have been working 6 days on and 7 days off;some get paid extra for shift differential,mandatory holiday overtime,bilingual pay,extra licenses(PE,LS)even if they don't use that license in their daily job...so nothing is equal.It would be nice if the District could develop a policy that provides guidance for when tele-work could be authorized,like staying home with the sniffles so as not to infect others but they can still work and not overburden their co-workers,or allowing more flexible work hours to other groups that have not previously been allowed(such as 9/80s or 4/10s). 53 3/31/2022 10:01 As I mentioned in the MSCG conversation,I believe that remote/hybrid working will become more and more popular in the future,especially with younger employees and if we want to attract the best and brightest minds and retain the talent that we currently have,we should keep up with these market trends.Other municipalities in the area are allowing employees to have hybrid work schedules,and we should also not be afraid to evolve and adapt.As long as the work is being completed at a high level,I believe this will help increase employee morale for those who have the option. I realize that it is nearly impossible to keep everyone satisfied and have all elements of employment be equitable,but we should not let envy or spite from some deter us from implementing practices that benefit the organization as a whole.Comparison is the thief of joy,and employees can continuously look at what others are getting in pay,benefit tier,schedule,commute time,office space,boss/supervisor,etc.,and they will always find something to be envious or unhappy about.We should instead be very grateful that we all remained fully employed and were not shut down at all during the last two years like many people in the hospitality,restaurant,and entertainment and other industries were. Thanks for being open to feedback and having these genuine conversations,it is very much appreciated. 54 3/31/2022 10:17 1 appreciated Roger taking the time to meet with staff and talk about our accomplishments I would like to respectfully ask Roger to approve an option for a hybrid work schedule for applicable over the last year,as many of us worked from home.One small suggestion for employees.As a Dad of young kids,the pandemic has been a scary time,but getting to work from home improvement-it would have been great if Roger could have acknowledged staff beyond has been eye-opening in helping me realize a better work-life balance.By eliminating my commute and the Managers in his remarks about our accomplishments. spending less time getting ready for work,packing a lunch,etc.,I'm able to devote more time and be more involved with my kids.I understand that hybrid has been a challenging topic,as the field employees with jobs that can't be done from home are complaining it isn't fair and are looking for compensation for themselves.I think the key to bringing employees together around this issue is to support work and scheduling flexibility across our organization,so that all employees can have a better work-life balance and save on taking leave for various appointments.As a result of COVID,I've heard some work groups started working four-10s schedules,while the Operators switched to working 7-days on/6-days off.I've also heard that many field staff have been wanting 9/80 schedules,but have been denied.This is the kind of work and/or schedule flexibility that can be supported across the organization.We're a high-performing agency with a lot of really smart and creative people and I know we can figure this out in a way that's fair to all employees.Everyone at Central San knows what a great Dad Roger is and he also knows how fast our kids grow up.For our employees and their happiness,but more importantly,for the kids of Central San employees,I ask that we find a way to bring flexible work and scheduling options,including hybrid(where it fits),to all our staff. 14 of 17 Comments Received via Feedback Form as of 4/1/2022 8:13 AM # Timestamp Name What did you think of the State of the District meetings?What worked?What didn't Any comments,questions,or suggestions?These could be related to what was discussed during (OPTIONAL) work?Are there any suggestions you'd make to improve them? the State of the District meeting or anything in general. 55 3/31/2022 11:18 1 think it would be very helpful if the discussion for returning to the office could focus more on schedule flexibility than remote work.This flexibility looks different to every individual but maybe what should be considered is what flexibility works within work groups(e.g.field crews,plant staff,public facing positions vs non-public facing positions). Continuing to have these discussions in large groups is creating a division within the organization.It might be more productive and more unifying if every employee was given the opportunity to meet in smaller groups(with very specific ground rules)to discuss what options they see for flexibility in their work schedule.You may be surprised at the suggestions that are received and how easy it may be to provide flexibility within the entire organization. BUT---the bigger reality is the leadership of this organization must be open to listen and consider what is presented to them and not discount anyone's opinion or suggestion. 56 3/31/2022 11:33 1 DONT GOT NO SUGGESTION FOR THIS. I DONT WORK IN THE OFFICE.I LIKE MY JOB AND NOT SITTING AT A DESK.I KNOW SOME PEOPLE WHO CANT WORK A HYBREAD SCHEUDLE ARE BOTHERED.BUT THEY ARE JUST TRYING TO GET SOMETHING LIKE THEY ALWAYS DO.I PERSONALLY WOULD LIKE TO SEE A FLEXIBIL SCEDULE FOR US THAT WORK OUT OF THE OFFICE.LIKE A 9/80 OR WORKING FOUR TENS.I THINK THIS WOULD MAKE IT FARE ACROSS THE TABLE FOR ALL THOSE WHO DONT HAVE NO OPTION TO WORK FROM HOME.I KNOW SOME GROUPS ARE DOING FLEXIBIL HOURS NOW LIKE OPERATORS.I WOULD NEVER WANT TO WORK FROM HOME EVEN IF IT WERE AN OPTION.I GET UP EARLY AND GET OFF EARLY ENOUGH THAT I CAN TAKE CARE OF MY PERSONAL STUFF.EVERYONE HEAR SHOULD BE ALLOWED SOME FLEXIBIL WORK HOUR OPTIONS AND THATS HOW YOU MAKE IT WORK. 57 3/31/2022 11:49 Typical meeting.not sure how to improve it It was nice to finally hear,whether I agree with it or not,that working remote will not be permanent.Finally an answer to the questions we have all been asking!How the District gets people to come back is really important.There are already messages flying back and forth amongst employees about the"haves and the have nots."How people are brought back to the office needs to be done equally across the board.The "phasing"that was mentioned will just come off as those that have to come back are less important than those getting to stay at home longer.As was mentioned during public comment at one of the last Board meetings,employee morale is TERRIBLE.I don't think the issue of not being able to continue with remote working created the poor level of moral,but the uncertainty of if remote work would be allowed to continue and the unequal distribution of the allowance to work remotely really has added to it. 58 3/31/2022 12:18 Thank you for the presentation.It was very informative. I hope Central Can will continue to discuss the possibility of a hybrid work schedule or other alternative schedules. 59 3/31/2022 12:43 1 greatly appreciate our General Manager's transparency and willingness to include staff in I highly value the hybrid model that we have adopted during the pandemic.From my perspective,working complex,and often difficult,conversations that affect us as an organization. remotely has been a seamless experience and I am able to complete projects on time and efficiently. Teams meetings have been a wonderful tool and create a space for productive discussion/collaboration. Working from home allows me to fulfill family commitments more consistently while maintaining work priorities.Internal studies surrounding productivity during the pandemic do not seem to indicate a dip in output or quality of work.If a goal of the organization is to create a better work-life balance while remaining productive and competitive in the job market,considering a hybrid work model moving forward appears to be a step in the right direction. 60 3/31/2022 13:02 1 feel Central San should consider continuing hybrid work schedule options for applicable groups. Understanding it is not feasible for all types of work conducted at Central San,and details would need to be worked out for parity amongst groups allowed to work hybrid schedules versus those who are unable, reducing commute loads supports Central San's mission of protecting public health and the environment by lowering the carbon footprint and resource consumption associated with Central San.Central San continued to meet or exceed its goals during the Covid-19 Pandemic while a great deal of work was completed from home work spaces.The previous two years demonstrate efficiencies can be maintained even when select workgroups and/or employees are not physically at the office everyday. 15 of 17 Comments Received via Feedback Form as of 4/1/2022 8:13 AM # Timestamp Name What did you think of the State of the District meetings?What worked?What didn't Any comments,questions,or suggestions?These could be related to what was discussed during (OPTIONAL) work?Are there any suggestions you'd make to improve them? the State of the District meeting or anything in general. 61 3/31/2022 14:42 1 think it was extremely informative.It may help to have a designated speaker for each I'm grateful for the opportunity to work remotely during this pandemic.It has afforded me an opportunity to department that staff is comfortable with sharing their collective issues or questions. care for my aging parents-keeping them safe and continue my job without much interruption.It's also been comforting for me and my husband with our pre existing conditions to limit our exposure to those outside of our immediate family/social groups.These past two years have been a source of fresh air.Though I understand that things must return to some state of"normal",I think the District would be remiss to not consider the option of a hybrid work environment-to keep protecting employees,public health and the environment.We are reducing traffic on the roads,cutting the amount resources the district is using and still effectively getting ourjobs done.Is this 100%fair to those with positions that cannot be worked remotely? No.But I also appreciate those employees and their work and support those employees being compensated in some sort of way.Not just because of the pandemic,but because of the nature of their jobs.They are the front line to all types of things(known and unknown)and take these front line issues home to their families.I applaud the job the District has done in trying to keep the employees and the public safe.It has truly meant the world to me and my family as I was extremely worried what the future would look like when Covid first began.Thank you for always being available to listen. 62 3/31/2022 14:57 1 like the idea of these meetings but I think more could be done to make it more interactive Thank you for soliciting our feedback.In short,I think we have proved that Central San can remain efficient and engaging.Perhaps attributing each accomplishments to specific staff members might and effective and excel in all aspects of our business while offering the option to work from home for eligible make it more personal for us. employees.If we can find a way to continue that and make adjustments to ensure continuity of our high level of service,I would really appreciate having the possibility of a hybrid work schedule in the long term. Throughout the pandemic,I have been grateful for the measures the Board and management have taken to keep us remote workers,the frontline onsite workers,and the customers safe.I know there have been no easy decisions,and hardly any(if any)have been unanimously popular.As we move into a new age of the modern workplace,I believe the District can demonstrate agility(in creating flexible options for its workforce),adaptability(to compete in an evolving workplace,and be ready to respond to possible future variants),and innovation(leveraging technology to be enhance employee productivity and wellbeing). Offering hybrid schedules in the long term will allow Central San to be more competitive in the Bay Area job market,preserving our reputation as an employer of choice.Because some of our sister agencies have already set the precedent,we would not have to.Reducing workers'gas emissions will contribute to our mission of protecting the environment.And of course,for those hybrid employees,it will increase employee morale and dedication to the District. I am excited to return to the office,see coworkers again in person,and rebuild our sense of community,but I think we can have the best of both worlds and make Central San an even better place to work post pandemic.Having seen what we've done to respond to Covid,I am confident that we can combine technology,transparency,and accountability to make the transition to long-term hybrid work a seamless "new normal." I empathize with the concerns from my colleagues who do not have the option of working from home due to their job duties.I think it is worth noting that even before the pandemic,there have always been inequities among different job classes.Hopefully there can be a way to give all employees some sort of added flexibility that is appropriate for their job class. This is not an easy decision to make,and I really appreciate you asking for our opinions. 63 3/31/2022 15:25 See attached.This response does not fit on the Excel sheet and I want to be absolutely sure the response is included in full. 16 of 17 Comments Received via Feedback Form as of 4/1/2022 8:13 AM # Timestamp Name What did you think of the State of the District meetings?What worked?What didn't Any comments,questions,or suggestions?These could be related to what was discussed during (OPTIONAL) work?Are there any suggestions you'd make to improve them? the State of the District meeting or anything in general. 64 3/31/2022 16:00 Seems like a simple answer to me.Everyone needs to get back to the work like the rest of us.We have been here through COVID and followed all the rules and in return we are forced to get vaccinated and do our jobs the way we always have.How is it some groups get more respect than others.How come some of these guys(inspector)get to drive there trucks home everyday and some of us drive our own car to work and then get in a work truck.Other people get to be at home all day while we are at work.Seems like it is time to go back to the way things were before COVID whether people like it or not. 65 3/31/2022 16:19 See attached.This response does not fit on the Excel sheet and I want to be absolutely sure the response is included in full. 66 3/31/2022 16:40 Overall I think the event was well organized and executed Over the past 2 years of remote work experience,I think CentralSan employees have proved time and again that they can function well and perform tasks at levels equivalent to on-site performance.I think offering some sort of hybrid model or at least some flexibility on remote work going forward,will go a long way in achieving the"Preferred Employer'status. 67 3/31/2022 16:57 1 think the meetings are effective. It would be great if we can adopt the Hybrid model for our workplace.A hybrid model would boost moral and encourage a positive workplace environment.Other benefits include save time from being stuck in traffic,better for the environment,and cost saving from spending less on gas.As a result,we are less fatigue which,allows us to be more productive and effective with our job duties. 68 3/31/2022 17:49 See attached.This response does not fit on the Excel sheet and I want to be absolutely sure the response is included in full. 69 3/31/2022 19:29 See attached.This response does not fit on the Excel sheet and I want to be absolutely sure the response is included in full. 17 of 17 4/1/22,8:06 AM Anonymous Feedback for Roger-SURVEY CLOSES MARCH 31 Response #51 Anonymous Feedback for Roger - SURVEY CLOSES MARCH 31 Our General Manager, Roger Bailey, recently held State of the District meetings with each department. The goal of these meetings was for Roger to acknowledge and thank you for all your achievements and dedication, especially during the pandemic, and to solicit comments, questions, and suggestions. Thank you for participating in the meetings. If you would like to relay anything further to Roger, you may use this online form which is defaulted to be an ANONYMOUS response. While it is set up to be untraceable,you may enter your name in the not-required "Name" field if you would like Roger to follow up with you. You can submit this form more than once, and the form will be open until **MARCH 31**. Roger is taking all your thoughts into consideration, so please use this opportunity to respectfully let him know how you feel as we try to remain flexible, professional, compassionate, and thoughtful in our workplace, and to evolve and adjust as needed to remain a preferred employer. As always, you can interoffice messages to Roger in hard copy or work with Suzette to get in touch with him and/or schedule time to meet with him directly. Name (OPTIONAL) What did you think of the State of the District meetings? What worked? What didn't work? Are there any suggestions you'd make to improve them? https://docs.google.com/forms/d/1 UiXGchi6FxxSeF319_iKOmSv1 Us6U60UXnrAgvgnf8Q/edit#response=ACYDBNjDvOFiQp4Jg_ZLRLBGDyfKn_MfxA... 1/3 4/1/22,8:06 AM Anonymous Feedback for Roger-SURVEY CLOSES MARCH 31 Any comments, questions, or suggestions? These could be related to what was discussed during the State of the District meeting or anything in general. Roger, Thank you for allowing us this opportunity to provide feedback. I will be echoing and expanding on the comments I made at the meeting we both attended on March 29 with the MS/CG Executive Team re Return to Office. Moving forward, I think it is in the best interest of Central San and its employees to allow for a permanent hybrid option for work where feasible. Our industry and the world as a whole are trending towards allowing more remote work options and Central San should continue to remain competitive and innovative. To my knowledge,the following agencies have officially announced or are considering hybrid work policies: Contra Costa County, City of Concord, EBMUD, SFPUC, San Jose, West County Wastewater District, DSRSD, CCWD, Zone 7, Valley Water, City of San Ramon, City of Livermore, City of Dublin, and City of Pleasanton. Regarding equity, employees at Central San have always have different roles with different demands and different levels of compensation. For example, CSO field staff need to drive around all day and risk their lives on the road, but they have never demanded all employees should drive to multiple sites a day and perform their duties at different locations. I acknowledge the hyperbolic nature of the previous statement, but I believe it reflects the simple truth that specific jobs have specific requirements. As has been demonstrated throughout the ongoing pandemic, employees who primarily perform their work on the computers have been able to remain effective without being physically at the office. Goal 2 of the Strategic Plan includes promoting sustainability. In July 2020, The Bay Area Air Quality Management District (BAAQMD) asked Bay Area employers to sign the Cut the Commute Pledge to extend remote work options for employees and maintain our air quality progress even after shelter-in-place orders are eased. "The clean air we have experienced since the Bay Area was ordered to shelter in place on March 16 is due, in part,to the accompanying dramatic reduction in vehicle traffic on our roads. Transportation is the #1 source of air pollution in the region and taking cars off the road significantly improves the quality of our air. Allowing employees to work from home can be a big part of the solution to keeping our skies blue. Teleworking benefits include: Reduced traffic congestion, Cost savings for employers and employees, Improved employee recruitment and retention, Improved work-life balance and Increased ability to effectively continue business as a part of a disaster recovery or emergency plan. " https://www.baagmd.gov/news-and-events/page-resources/2020-news/071320-cut-the-commute Additionally, there is an environmental benefit to using less electricity and natural gas in the offices. To illustrate this,the electricity usage in kWH for HOB in the past 4 calendar years were as follows: 2018 2759 2019 3668 2020 1764 2021 1759 Electricity usage in HOB in the last 2 calendar years was —45% lower. understand you are in a tough position and are trying to do what's best for the District. Thank you for taking the time to consider my feedback. https://docs.google.com/forms/d/1 UiXGchi6FxxSeF319_iKOmSv1 Us6U60UXnrAgvgnf8Q/edit#response=ACYDBNjDvOFiQp4Jg_ZLRLBGDyfKn_MfxA... 2/3 4/1/22,8:05 AM Anonymous Feedback for Roger-SURVEY CLOSES MARCH 31 Response #63 Anonymous Feedback for Roger - SURVEY CLOSES MARCH 31 Our General Manager, Roger Bailey, recently held State of the District meetings with each department. The goal of these meetings was for Roger to acknowledge and thank you for all your achievements and dedication, especially during the pandemic, and to solicit comments, questions, and suggestions. Thank you for participating in the meetings. If you would like to relay anything further to Roger, you may use this online form which is defaulted to be an ANONYMOUS response. While it is set up to be untraceable,you may enter your name in the not-required "Name" field if you would like Roger to follow up with you. You can submit this form more than once, and the form will be open until **MARCH 31**. Roger is taking all your thoughts into consideration, so please use this opportunity to respectfully let him know how you feel as we try to remain flexible, professional, compassionate, and thoughtful in our workplace, and to evolve and adjust as needed to remain a preferred employer. As always, you can interoffice messages to Roger in hard copy or work with Suzette to get in touch with him and/or schedule time to meet with him directly. Name (OPTIONAL) What did you think of the State of the District meetings? What worked? What didn't work? Are there any suggestions you'd make to improve them? I'm new to the district and the meeting served as an opportunity to hear directly from Roger. https://docs.google.com/forms/d/1 UiXGchi6FxxSeF319_iKOmSv1 Us6U60UXnrAgvgnf8Q/edit#response=ACYDBNhBUy3kpthlpcSOFEOKZdHdIaHj8F... 1/3 4/1/22,8:05 AM Anonymous Feedback for Roger-SURVEY CLOSES MARCH 31 Any comments, questions, or suggestions? These could be related to what was discussed during the State of the District meeting or anything in general. Hello Roger, appreciate the opportunity to provide feedback to the State of the District meeting and the post-meeting discussion. Since joining Central San in July 2021, I've worked remotely and onsite. As an administrative assistant, a portion of my position's assigned tasks requires me to be in the office. The ability to work in the office and remotely has been a benefit that I know is COVID driven, but a benefit nonetheless. This hybrid schedule has allowed for a work/life balance that promotes employee health and well-being while maintaining, if not increasing, productivity. It helps prevent burnout (a real issue and something I, unfortunately, experienced with my previous employer of 14 years). Additionally, a hybrid work schedule can be an attractive benefit for staff retention and future staff recruitment. I hope as we move forward in the "return to the office" process, Central San, with your guidance, will consider offering a permanent option for a hybrid work schedule. Many positions and job descriptions exist within Central San, so a "one-size fits all" approach isn't appropriate. I understand jobs that require employees to work onsite only may see the hybrid work option as unfair. Modifications to their current schedules could provide flexibility in their work week, e.g., four days at ten hours onsite and three days off or variations on this theme. I'm not familiar with the current scheduling practices of our onsite teams; however, I did some online research and found the following ideas on the NACWA Engage forum regarding different schedules for Plant Operator Shifts and Schedules: • From the City of Lawrence (KS) Municipal Services and Operations: We switched to 7-on and 7-off (12- hour shifts) a few years ago, and we have received good feedback from staff. They generally work rotations, so they are on days two months and nights one month. There are a few M-F 8 hour assignments as part of the rotation that each operator will hold for a month or two throughout the year. • From the Madison (WI) Metropolitan Sewerage District: We have struggled to find a sound coverage combination and provide "quality of life" for operators. We run a single facility staffed full time. We recently went to planning for 2-persons on duty at all times (until early 2020, we had weekends, holidays, and gap periods with a single operator monitoring plant and collection system). ... We currently have ten operators to provide coverage and use a system I was cool to (sic) but willing to try when operators suggested it. ...-they generally seem to like it, and it seems to be working. I call it a 5-2 rotation;the base shifts are 12-hour with paid lunch they take when they can work it in during a shift. Shifts are 6:30 - 6:30 am/pm for the 12-hour shifts. We have four pairs of operators, and they work in a pay period: Mon &Tues, Fri-Sun, and then Wed &Thur before it repeats. So in the two-week pay period, they work seven 12-hour shifts (60 hours week 1 and 24 hours week 2) with one weekend off. The OT they make in week one can be used to cover the time in week 2. The operators do not "flip-flop" days and nights (which was frankly the biggest downside our staff cited to shifts they wanted to eliminate). So, that accounts for 8 of the operators. The remaining two operators are assigned one each to day and night shifts. They start shifts at 6:30 but finish at 3 with a 30-minute meal break. These operators work M-F but are also looked to first for fill-in. Because of the OT potential for the 12-hour operators,they typically work their time off for the 24 hour week, which complements these operators in that they might work 8 hrs each M &T,then 12 hours W &Th https://docs.google.com/forms/d/1 UiXGchi6FxxSeF319_iKOmSv1 Us6U60UXnrAgvgnf8Q/edit#response=ACYDBNhBUy3kpthlpcSOFEOKZdHdIaHj8F... 2/3 4/1/22,8:05 AM Anonymous Feedback for Roger-SURVEY CLOSES MARCH 31 covering off staff and have their 40 in 4 days and still retain their weekend. It won't be easy to implement something new for staff, and it will most likely require some compromise and dialogue to iron out the details, but it will be worth the effort for Central San in the long term. Thank you for your time. _........................................................................................................................................................................................................................................................................................................................................................ This content is neither created nor endorsed by Google. Google Forms https://docs.google.com/forms/d/1 UiXGchi6FxxSeF319_iKOmSv1 Us6U60UXnrAgvgnf8Q/edit#response=ACYDBNhBUy3kpthlpcSOFEOKZdHdIaHj8F... 3/3 4/1/22,8:06 AM Anonymous Feedback for Roger-SURVEY CLOSES MARCH 31 Response #65 Anonymous Feedback for Roger - SURVEY CLOSES MARCH 31 Our General Manager, Roger Bailey, recently held State of the District meetings with each department. The goal of these meetings was for Roger to acknowledge and thank you for all your achievements and dedication, especially during the pandemic, and to solicit comments, questions, and suggestions. Thank you for participating in the meetings. If you would like to relay anything further to Roger, you may use this online form which is defaulted to be an ANONYMOUS response. While it is set up to be untraceable,you may enter your name in the not-required "Name" field if you would like Roger to follow up with you. You can submit this form more than once, and the form will be open until **MARCH 31**. Roger is taking all your thoughts into consideration, so please use this opportunity to respectfully let him know how you feel as we try to remain flexible, professional, compassionate, and thoughtful in our workplace, and to evolve and adjust as needed to remain a preferred employer. As always, you can interoffice messages to Roger in hard copy or work with Suzette to get in touch with him and/or schedule time to meet with him directly. Name (OPTIONAL) What did you think of the State of the District meetings? What worked? What didn't work? Are there any suggestions you'd make to improve them? https://docs.google.com/forms/d/1 UiXGchi6FxxSeF319_iKOmSv1 Us6U60UXnrAgvgnf8Q/edit#response=ACYDBNiJ3b1 KIF2xEYz5swglaOKH E2gFE91... 1/2 4/1/22,8:06 AM Anonymous Feedback for Roger-SURVEY CLOSES MARCH 31 Any comments, questions, or suggestions? These could be related to what was discussed during the State of the District meeting or anything in general. The pandemic threw all of us into a world of change that nobody could have predicted. While there were many difficult times,there was also adaptation and adjustments that were made that would have never been possible without the pandemic. Meetings could be joined from anywhere, no longer requiring physical presence. Work can become more efficient by reducing time wasted to travel to the countless number of meetings that occupy our schedules in a year. No more wasted hours on the road, risking accidents, to only perform the same job that can be performed at home. There are also environmental benefits experienced by all by reducing unnecessary travel and daily commute. If a job can be done remotely, and proven so in the last two years, why would it make sense to require everyone back 100% of the time? This is highlighted by the fact that there are multiple agencies and cities locally to the District that are offering a hybrid schedule. How will Central San retain its competitiveness in an environment where other employers have listened and are now offering this benefit? Are recruitments easy right now? With rising gas and housing prices (and some employees being priced out of the area that the District serves) will current and future employees be interested in a position that is 100% in person when not needed, or will they find a different employer that offers different solutions to the balance of work and life? Just to be clear I don't think 100% remote is the correct balance either, but for some positions I can see there being a mostly remote option, some being split, and others a mostly or all at District premises requirement. I've heard that some other employees that will not be able to work from home say it's not fair and that if this telework option remains, that they should be compensated extra. What I see is an opportunity to review the work life balance for all District employees in offering alternative work schedules. I've personally worked a schedule across the street at the County doing road maintenance on a 4-day, 10-hour schedule. I loved it because I was already at work and a few extra hours of work was well worth having 3-day weekends all the time. Some of the work groups at Central San are offered alternative work schedules, while others are told no by Management no matter how much employees want it,the work would allow it (like in design phase for Capital), or what savings could be obtained by the District. 4/10s or 9/80s may not work for all situations, but what I heard from past discussions is that there was no discussion only a no. Change is hard, but look what can be accomplished. If Ops could work 4/10s or 9/80s,they will get an extra day or two off every two weeks. That gives them an entire day to: reduce their commute and their transportation costs, spend more time with the family and friends, schedule appointments so they don't need to take time off, etc. Maybe there can be some shuffling of work groups for those that would like alternative schedules and those that want the regular schedule; it will take work. There is a chance here for the District to offer something to employees instead of take. Get with the times or get left behind. This content is neither created nor endorsed by Google. Google Forms https://docs.google.com/forms/d/1 UiXGchi6FxxSeF319_iKOmSv1 Us6U60UXnrAgvgnf8Q/edit#response=ACYDBNiJ3b1 KIF2xEYz5swgla0KHE2gFE91... 2/2 4/1/22,8:06 AM Anonymous Feedback for Roger-SURVEY CLOSES MARCH 31 Response #68 Anonymous Feedback for Roger - SURVEY CLOSES MARCH 31 Our General Manager, Roger Bailey, recently held State of the District meetings with each department. The goal of these meetings was for Roger to acknowledge and thank you for all your achievements and dedication, especially during the pandemic, and to solicit comments, questions, and suggestions. Thank you for participating in the meetings. If you would like to relay anything further to Roger, you may use this online form which is defaulted to be an ANONYMOUS response. While it is set up to be untraceable,you may enter your name in the not-required "Name" field if you would like Roger to follow up with you. You can submit this form more than once, and the form will be open until **MARCH 31**. Roger is taking all your thoughts into consideration, so please use this opportunity to respectfully let him know how you feel as we try to remain flexible, professional, compassionate, and thoughtful in our workplace, and to evolve and adjust as needed to remain a preferred employer. As always, you can interoffice messages to Roger in hard copy or work with Suzette to get in touch with him and/or schedule time to meet with him directly. Name (OPTIONAL) https://docs.google.com/forms/d/1 UiXGchi6FxxSeF319_iKOmSv1 Us6U60UXnrAgvgnf8Q/edit#response=ACYDBNhbFEjePUCAc71 gKBXvG-MnwcfQs... 1/5 4/1/22,8:06 AM Anonymous Feedback for Roger-SURVEY CLOSES MARCH 31 What did you think of the State of the District meetings? What worked? What didn't work? Are there any suggestions you'd make to improve them? I think overall it was pretty good. I feel I learned a lot about the district and really appreciated the balance of info shared and hearing what you found important to share. I would have liked a broader diversity of conversation in the question and answer section, but recognize that return to work and potential of hybrid schedules is at the top of people's minds. I also like that you asked to hear the good,the bad, and the ugly from staff but think its a little naive (no offense) to think staff will share major or even minor concerns about the state of the district when their managers and directors are in the same meeting. Speaking from experience, directly discussing areas of improvement within our department to the higher ups isn't appreciated. Five suggestions to consider for these meetings: 1) Make them longer, 1.5 hours maybe,to allow for more open discussion 2) Have them more often. Maybe twice a year? One state of the district with substantial open time for discussion, and one focused on staff questions and concerns. More face time with you will not be a bad thing. 3) Allow staff to submit questions to you prior to the meeting (anonymously or not). This would allow staff who are not comfortable with speaking up an opportunity to get their question to you, but also have it answered in the meeting which might make them feel more heard and connected to the meeting. This would be the biggest plus, potentially getting more engagement from staff who may not normally actively participate, but who have good contributions. 4) As difficult and uncomfortable it might be for the department managers and directors, but hold these meetings without them present (I would include HR though to help with staffing and HR specific questions). Scary thought, I know, but I bet you'd get more out of them and insight into staff's troubles, concerns, and areas of satisfaction. 5) For the question and answer section, have very macro topics to help guide the conversations/comments/question. Examples: "What is going well at Central San?", "Has Central San improved as an organization in the last X number of years?", "Has your department improved in the last X number of years?", "Where could Central San or your department improve in the next X number of years?", "What are your major questions or concerns you'd like to share with me or the executive team?" https://docs.google.com/forms/d/1 UiXGchi6FxxSeF319_iKOmSv1 Us6U60UXnrAgvgnf8Q/edit#response=ACYDBNhbFEjePUCAc71 gKBXvG-MnwcfQs... 2/5 4/1/22,8:06 AM Anonymous Feedback for Roger-SURVEY CLOSES MARCH 31 Any comments, questions, or suggestions? These could be related to what was discussed during the State of the District meeting or anything in general. Excuse any typos. It is a bit long and not prewitten somewhere else. Since the discussion of returning to work and the potential hybrid schedule is on so many people's minds, including mine, I wanted to share my thoughts for consideration. I prefer coming to the office on a whole. I think there are substantial benefits to culture, relationships, comradely, efficiency of team problem solving, and connection to the place that builds loyalty. I work well at home, but my home is not fully conducive for a strong working environment and I really enjoy having separation between my work and my personal space/life. I don't want to look at my work computer when I walk by it or feel some unstated pressure to check emails on days off. I really value my job and really value my time away form the office as well. Working from home the last couple years really showed me that I am a happier worker when my work is not in my personal space. I am someone with lots of hobbies and extracurricular activities and it can be distracting sometimes when I am working from home and something personal piques my interest. With all that being said, I recognize that not everyone is like me. Not everyone appreciates the in-person relationship building as I do. Not everyone like the impromptu questions or requests that come when someone sees you in your office and come by. Not everyone likes having the work life and personal life separation as much as I do. Not everyone like the people they work with or have significant tension with a boss or coworker that makes the work place toxic for them. Some people have homes conducive to a private office space. Some people have children at home that need some level of their attention. Some people have significant expenses added if they cannot be at home. Some have medical conditions that may impact truancy if required to come into the office every day. Some people are strong introverts that have anxiety in the work place but are amazing employees and assets to the district. Some have other reasons. I feel that the opportunity for staff to work a hybrid schedule could provide productivity improvements, emotional benefits, and financial benefits to others. It is difficult for me to think of a scenario where us as a thoughtful organization would not provide this as an option for staff who's job duties allow it. I am also concerned with remaining a competitive organization for bringing on strong and diverse talent, especially as younger generations become a larger portion of our workforce. I worry that child care costs will not go down and workplaces that do not provide a work from home option, even in a flexible or part time sort of way, will reduce the number of women in the Central San workforce, which would be regressive in my eyes. The list of arguments for hybrid schedule is extensive. Central San cannot be seen as an antiquated organization if it wants to compete in the coming years and decades. Wastewater is already not the sexiest field, especially with the exciting tech firms in the region. I also recognize that there are staff or job classes who may not benefit from being able to work from home at all or as much as someone in my position might be able to. My thoughts are conflicted about this.lf someone at CSO is uncomfortable with me working from home and what that opportunity too,they could retrain and get a job in a position that allows that. That type of thinking is dismissive and does not hold empathy for their real desire for equity in the workplace, which we all want. The reality is, that someone who runs a rodding truck cannot work from home the same way I can who relies on a keyboard and fast internet connection, but I do think it fair to give them more opportunity to improve their work life balance. I feel the conversation about hybrid schedules should be holistic and really be a conversation about opening https://docs.google.com/forms/d/1 UiXGchi6FxxSeF319_iKOmSv1 Us6U60UXnrAgvgnf8Q/edit#response=ACYDBNhbFEjePUCAc71 gKBXvG-MnwcfQs... 3/5 4/1/22,8:06 AM Anonymous Feedback for Roger-SURVEY CLOSES MARCH 31 up opportunities for more flexible schedules and allow more alternative work schedules at Central San. This included 9/80s, 4/10s, or even matching the work schedules of the plant operators. I know the Operations department staff and other field work groups like Environmental Compliance and Construction Inspection feel the most slighted by the idea that they are being left out of the opportunity to change. However, for many of these groups these alternative work schedules that increase one's days off during the week also benefit Central San by increasing wrench time and reducing set up/take down/and yard time. Providing these alternate work schedules as real options for all staff could totally alleviate the many of these strong feeling that someone is getting something they are not while also keeping Central San competitive and saving some money in the process. Providing more alternate work schedules could be a fantastic method of creating addition equity across the distinct as part of the hybrid work schedule conversation and even independent of it. Now, I know some work groups, like the permit counter, would really need to consider how to provide these alternate work schedules to their staff without sacrificing service to the public, but I have full confidence that it could be done whether by staggering the alternate schedules of staff in the same work groups or another creative method. It is also true,that maybe it does not make sense for some groups for a real reason and they unfortunately get the short stick. One of the comment's I've hear regarding staff working from home, either part or full time is the issue of "are they actually working". I understand what people are trying to say and I hear them. I have always been in the mindset that if staff are not meeting expectations or are not working,this is a supervisory problem, not a location of work problem. We have field staff in many different work groups who are less connected to their supervisor during the work day than I am in my home dozens of miles from mine. There is plenty of room for abuse of lax supervision whether I am in my cube, at home, or working in one of the tunnels on the plant. This argument is a red herring that masks the real issue of hardworking staff feeling there are other people doing less than them and not being held accountable. I feel it is important for the management team to squash this suggestion not because someone might be offended by it, but because of how it can impact Central San's culture by seeding a dangerous mindset that might foment self-justifying diminutive personal expectations of the level of work they feel entitled to perform. It is always a downward spiral if people perceive lack of accountability in others (and their own) productivity or value add. With a strong culture of trust, value setting, and accountability,this concern should be minimized, regardless if someone is working from home, in the office, or in the field. As a brief comment, I know the plant operators have voice concerns for allowing staff to work from home since they cannot and their is a perception that these staff are getting a benefit by saving some amount of sick leave. I however have less empathy for them on this topic and they are the least justified is expressing this concern. CSO, plant maintenance, and a few other groups are more justified in their concern (real or not). With plant ops current work schedules, operator can have several days off in a row that allow for the scheduling of doctor's appointments without taking sick leave or take vacations without taking vacation time. Now that is a schedule I could get behind! I know I've said a lot, so in conclusion, we at Central San need to continue being forward thinking to help address Central San's staffing challenges because it is not getting easier to gain and keep staff at Central San. Now is the time to think holistically about staffing schedules and work from home opportunities and how it could benefit Central San staff and the district as a whole by support our most important assets, its employees. This content is neither created nor endorsed by Google. https://docs.google.com/forms/d/1 UiXGchi6FxxSeF319_iKOmSv1 Us6U60UXnrAgvgnf8Q/edit#response=ACYDBNhbFEjePUCAc71 gKBXvG-MnwcfQs... 4/5 4/1/22,8:00 AM Anonymous Feedback for Roger-SURVEY CLOSES MARCH 31 Response #69 Anonymous Feedback for Roger - SURVEY CLOSES MARCH 31 Our General Manager, Roger Bailey, recently held State of the District meetings with each department. The goal of these meetings was for Roger to acknowledge and thank you for all your achievements and dedication, especially during the pandemic, and to solicit comments, questions, and suggestions. Thank you for participating in the meetings. If you would like to relay anything further to Roger, you may use this online form which is defaulted to be an ANONYMOUS response. While it is set up to be untraceable,you may enter your name in the not-required "Name" field if you would like Roger to follow up with you. You can submit this form more than once, and the form will be open until **MARCH 31**. Roger is taking all your thoughts into consideration, so please use this opportunity to respectfully let him know how you feel as we try to remain flexible, professional, compassionate, and thoughtful in our workplace, and to evolve and adjust as needed to remain a preferred employer. As always, you can interoffice messages to Roger in hard copy or work with Suzette to get in touch with him and/or schedule time to meet with him directly. Name (OPTIONAL) ......................................................................................................................................................................................................................................................................................................................................................... What did you think of the State of the District meetings? What worked? What didn't work? Are there any suggestions you'd make to improve them? Thank you for having this meeting and having this dialog. Allocating more time for feedback would be great, and this anonymous follow-up survey is helpful. .......................................................................................................................................................... https://docs.google.com/forms/d/1 UiXGchi6FxxSeF319_iKOmSv1 Us6U60UXnrAgvgnf8Q/edit#responses 142/144 4/1/22,8:00 AM Anonymous Feedback for Roger-SURVEY CLOSES MARCH 31 Any comments, questions, or suggestions? These could be related to what was discussed during the State of the District meeting or anything in general. Thank you, Roger, for giving us an opportunity to give you feedback and input on issues that matter to us. Many have spoken at the meeting about favoring the ability to continue working from home in a hybrid manner. I too would like to agree with that. We have learned in the past 2 years that we can accomplish a lot of things remotely, and most cases- even more efficiently and productively. The ability to work from home has been God-sent and so critical to my mental well-being, especially during the height of the pandemic. The workload for admins doubled when we transitioned to working from home and when everything was switched over to digital/electronic. The work and tasks have multiplied for us admins because everything suddenly channeled and filtered through us. We learned new systems, new tools, new Oracle, managed all the paperwork and deadlines, and supported multiple projects — and we really felt the burden to make sure nothing skipped a beat. And I think we were able to get through (and continue to) manage the heavy demanding workload because we are afforded the opportunity to work from home. WFH allowed me to keep up with the volume of work since I was able to stretch out my day and work past my "clock-out"time and work later if I needed to. (as opposed to staying late on campus, which I do not feel comfortable doing). I think for me, the flexibility has relieved my stress level many fold. "Flexibility" gives me motivation to not just do my job, but to do it well. Flexibility also means being able to balance life events and demands (kids, family, health), while still being able to do our job well. It is also a morale boost to know that the District trusts us, and that we can work in an honor system — where supervisors, peers, or co-workers do not have to question whether we actually are "working" at home. (We should probably work towards dispelling the false perception that you can only qualify your work if you're physically at the office — because that is so remote from the truth). You have mentioned a few times during the meeting how you would like to see Central San be the Preferred Place of Employment. As someone pointed out during the meeting, in order to be a preferred place to work, the District has to take into account— that today's employees are valuing work flexibility just as much as they do their 401 K, and that "employers who do not offer flexibility will see increased turnover.." (according to Harvard Business Review). Many public and private sectors have already implemented this arrangement and is becoming an acceptable and standard practice. The downside to working from home though is the lack of face-to-face interaction with people, which I think is very important for synergy and communication. And as admin,there are certain tasks that we can only do successfully on campus. That is why a hybrid work arrangement is worth considering. A "3-day on- campus/2-day WFH arrangement" will do wonders. The other reason to consider a hybrid schedule is — GAS PRICE and increasing bridge toll. This is significant to me because I live on the other side of the bridge. The annual COLA increase is not even sufficient to cover the rising expenses. Any cost savings is appreciated. realize that not everyone can work from home; and I understand the concern for fairness. Our essential workers who worked in the field at the height of COVID (or those who had to report to work because of active construction projects) without the security of vaccination, are heroes and are to be commended for sticking it out and for doing their job at a very scary time. For that, I hope they do get some type of compensation- a bonus, or something to acknowledge the District's appreciation — maybe extra paid hours, or hazard pay bonus. ??? https://docs.google.com/forms/d/1 UiXGchi6FxxSeF319—iKOmSv1 Us6U60UXnrAgvgnf8Q/edit#responses 143/144 4/1/22,8:00 AM Anonymous Feedback for Roger-SURVEY CLOSES MARCH 31 But regarding fairness, we can't really compare an office worker to a field employee — the job scopes are completely different, and the pays are different. We all signed up for what we signed up for and the solution is probably not a one-size fit all. The flexibility of WFH is a value to most of us office-workers, and it has proven to be productive and efficient. But what is an equivalent "perk" for the field employees? I don't know. But I trust that the District will really try to figure out what is equitable for all — not necessarily the same — but equitable. Please do not dismiss and disqualify the option for office-workers to WFH just because it doesn't work for everyone. Please come up with an equitable and creative option for the field employees (that works for them) so Central San can truly be THE preferred place to work. Thank you for taking the time to read my very long feedback. Much appreciation! This content is neither created nor endorsed by Google. Google Forms https://docs.google.com/forms/d/1 UiXGchi6FxxSeF319—iKOmSv1 Us6U60UXnrAgvgnf8Q/edit#responses 144/144 To: Suzette Crayton Subject: "State of the District" Date: Wednesday,March 9,2022 12:31:32 PM Hi Suzette, I just listened to the "State of the District" meeting from yesterday. Great meeting by the way. Since being here as a temporary Administrative Assistant I have really enjoyed working here and definitely would love to become a permanent member of staff when the opportunity shows up. I did have somethings to pass on to Roger if you think they would have value for consideration. I wanted to share a little about my experience and others experiences as Temporary Employees. Some of the Temps have been temporary for quite long periods. One of the difficulties facing the Temps is the cost of medical. Since medical in California is now mandated but we don't qualify for assistance through Covered California,the cost is truly enormous for us. I am wondering if it would be in the realm of possibility to discuss and consider allowing Temps to have some limited benefits after perhaps 6 months. Maybe a significant subsidy towards their medical might be a possibility if the position continues for a long period. Also, regarding the work from home discussion. Another great discussion by the way. I spent my fist year and a half of the pandemic working from home for my former employer. I agree with Roger that there is definitely something missing from the in person collaboration and relationships.That said, there is much value added for employees cutting the cost of commuting (fuel costs are getting crazy), cutting down on the major stress from other drivers who are reckless and the time wasted spent driving, cutting down on childcare costs and increasing time with family that would otherwise be spent driving in a hostile environment. With the economy facing high inflation rates, personal budgets are going to be really pushed. I am very much in favor of a hybrid (when the position allows for it) as it seems to favor both ends. To me a hybrid would be something in the realm of two days telecommuting and 3 days in person on campus.The current position I hold as a Temp now does not allow for that kind of hybrid and I am okay with that because it is understood as part of what is possible or not possible with this position. So, I think having it available for those positions that can have it and not for those that rely on in person work would be understood as part of the job. As far as productivity, I personally was more productive when I worked from home. I typically ended up getting up a half hour later than my normal commute time and often ended up continuing to work until the job was done, rather than at a specific time. For me, the time I would have spent commuting translated into getting things done and then being able to move right into family time without stress or wasted time. I just wanted to add my insight to those two topics in case it had any value for discussions. Please let Roger know that I really admire his culture of being approachable by anyone. I also am in awe of the work/life balance and care for the employees overall wellbeing that he expresses. It's wonderful and a breath of fresh air. Thank him for holding true to that. Thank you, To: Roger Bailey Subject: Opinion-Hybrid work schedules Date: Friday,March 18,2022 4:58:09 PM Roger, I know there is an anonymous form I could fill out to give you feedback about our State of the District meeting, but I wanted to write to you personally in case you would like to discuss further. I felt you were very open during this State of the District and genuinely seeking input from staff. I would like to share my opinion about hybrid work schedules. Since the pandemic started, Environmental Compliance has been working 50%from home.This helped thin out the office with half the staff on site one week and half the staff at home. At first, breaking our mold was scary and I thought we couldn't sustain this model long term. As time went on, I learned that not only were we successful, but we were more efficient. Splitting our time allowed us to focus on our tasks (office vs. field). Myself and several other staff also realized the benefit of work-life balance, which is something Central San needs to consider to be competitive in the changing workforce landscape. As a mother, work-life balance is particularly meaningful to me. In the State of the District, you discussed being an employer of choice. Allowing hybrid work schedules would further that goal. There are two distinct time periods to consider. The first is the present and working from home during the pandemic. During the pandemic, employees working on site and with the public assumed greater risk because they had higher exposure to each other and the outside world. The purpose of working from home was to reduce risk.The second is the future and working from home as part of a hybrid schedule. It allows flexibility, work-life balance, and potential cost savings to Central San through reduction in overhead (e.g. lighting, water use, etc.). Looking at the big picture, we would contribute to decarbonization with less employees commuting to work daily. As stewards of the environment, this fits perfectly with our mission. (side note: I just finished my Master's Degree in Sustainability Leadership at Arizona State, so I'm a bit passionate about that last point!). I know there is a question of compensation for employees on-site vs. off-site.This is not an easy question to tackle, but it can be done, and it shouldn't stop us from considering hybrid work schedules in the future. Looking at the two time periods, we can separate compensation into a time when working on-site is hazardous vs. a future when working on-site is a function of the job. There are ways to compensate both. I don't want to take up too much of your time via email, but I would love the opportunity to discuss further. If you are open to it, I can work with Suzette to set up a meeting. I see many other government agencies starting to offer permanent hybrid work schedules. I don't want Central San to lose good people to "greener pastures". As our leader, I think you have a great opportunity to keep our workforce happy while realizing other benefits. Thank you and happy weekend, To: Suzette Crayton Subject: Question for Roger Date: Wednesday,March 9,2022 9:38:58 AM Roger, I didn't bring this question up in the meeting, but I know that I have been asked about it and individuals have expressed to me about it. Question: Employees who have been coming to work the entire time of the Pandemic because of theirjob in Operations, Maintenance, Capital Projects, etc. They feel that individuals who have been working from home have received an economic advantage over them because these individuals did not have to pay for Transportation costs (Fuel or Bridge tolls)for 2 years. This could be as much as $50 per week or$2,500 for the year. Thanks, Managers' Forum — Tuesday 22, 2022 1 would like to get each of your thoughts on the following: • What's your recommendation regarding the disposition of Telework options? (Continue, discontinue, or modify) • What do you perceive to be the pros and cons of your recommendation(s)? • How would you mitigate the concerns or the disadvantages of your recommendations? (�) — Want to make sure we capture hybrid employees that are already onsite in the count of how many employees are coming into the office. Should implement telework options but in line with other agencies and find out what their experiences have been. Might help recruiting. Interns and applicants are asking if telework is an option. (2) — Yes. Telework by itself is not a reason but a factor in the recruiting. Every one of my staff that has been teleworking, has come to the office at one time or another. Options and flexibility are key. The ones in the office, have been more comfortable without the density of employees in the office. Equity is an issue of staff that has no telework option. Have implemented 9/80s for the Permit Counter staff. There should be some flexibility on how each Manager limits their staff depending on work needs. Hybrid should be privilege and if someone abuses it, Central San should have the ability to take it away. (3) — Should be some flexibility. I don't think it should continue as is because we miss out on some things and personal contact. Ability to give Manager's flexibility to use their staff in certain ways. There are some employees that are an issue with efficiency in working from home, but I don't have a lot of them. Important for family balance and kids in school. We don't know the covid climate going forward, so important to have some flexibility but not forever. Modify as needed over time as situation changes. Let staff know it will be re-evaluated at any time It all comes down to how well Managers are managing their staff. I think overall it is working well. (4) — Discontinue. All pros in my mind to discontinue. Capital has been back or here the entire time. I feel the mitigation of concerns has been addressed. Would not do anything passed a 30-day notice to return to office. Managers have been afforded options as At-Will employees, but everyone else is not At-Will and should not be afforded the flexibility. (5) — Discontinue. Face to face is the riches communication channel and we have lost a lot with telework. If there is no pandemic, there should be no telework. 9/80s have worked. Flexibility is a pro in staying with the trends, but 9/80 schedules could resolve that. think 9/80s will attract people. TEAMS is not effective for certain things. If it is not covid related, consider 9/80s but no telework but if you do, think about parody which is difficult. (6) — Yes. Those that have proven they can work from home, should continue. Hybrid should be continued if your staff is able to telework and do their jobs. I would suggest 3 days in office for my staff. You either telework or you can work a 9/80; but not both. I support telework hybrid over 9/80. These schedules are a privilege and should be allowed at discretion of Manager and be consistent with what other agencies are doing. We need to get data on losing recruits to see if it really adds up. Onsite workers may not be able to telework, so there may need to be some equitable work around. (7) — Allow for hybrid moving forward; works well for my division. Some staff are on a 4/10 schedule to reduce Covid exposure. Some staff currently have one week of fieldwork alternating with one week of telework to reduce covid exposure from shared office spaces. Many staff are more productive when teleworking. If there are performance issues with people working from home, you will likely have the same performance issues with them in the office and these issues need to be addressed by managers and supervisors. Having collaboration days on-site with employees would be beneficial — recommend a hybrid schedule for those who can work remotely with a minimum number of days in the office. Incentive for transit and some flexibility, might be helpful for those who do not have the capacity in their jobs to participate in telework. (s) — Discontinue. There are going to be employees that feel that there is more equity, and there are going to be staff that must come in that is not going to feel that way We have had alternate work schedules for the last 7 weeks. Everybody has different circumstances and ideas of what is fair. When we took the positions, we knew what we were getting into even in a pandemic. (9) — Don't have an issue with whatever is decided. Most of my employees have been in the office and like it. Occasionally they can work from home, and I would like for them to have that ability going forward. Some are better at home workers, and some are better in the office. Big problem of course is employees that are not going to want to come back and how will we approach that. Things go in eb and flow; I would not worry about those that have to come in because that is what your job required. Most operators have the advantage of working 7 days and being off 6. That is a perk of the job. Would be easier for staff to come back without exception if there were no exceptions for vaccine implementation. (10) — Hybrid option going forward should be allowed. I see myself being in for Board and Committee meetings. Work life balance is what this day and age is about. Three in office and two out of office days works. You see face to face more on virtual meetings than in person because people are still scared. Board meetings and certain other things would be better in person. Hybrid for everything else. I have had candidates ask the question about hybrid. Everyone gets benefits at some point or another, so I don't see a way to make everyone equal.