95-292ORiG!NAL
RESOLUTION
OF SAIlyT PAUL, M
Presented By
Referred To
Council File# g� a 7 1 --
GreenS6eet# �5n2A
Committee: Dace
�s
1 WHEREAS, a Qualifications and Examining Committee was established to
2 determine the qualifications of applicants for the position of Human Resources Director
3 of the City of Saint Paul pursuant to Secrion 12.121 of the City Charter; and
0
0
7
WHEREAS, the Examining Committee has completed its process and has
submitted five names of applicants for the position of Human Resources Director to the
Mayor for selection; and
WHEREAS, the Mayor has selected John Hamilton from this list of applicants to
be appointed to ihe position of Human Resources D'uector; now, therefore, be it
9 RESOLVED, that the Council of the City of Saint Paul hereby approves and
10 ratifies the appointment of John Hamilton as Human Resources Director of the City of
11 Saint Paul effective Wednesday, Mazch 22, 1995.
Requested by Department of:
Off' e of t:ie Ma o
_ ,�
By . �� �'�/
Fo pprov zd by City Attorney
By: '
Approved by Mayor for Submission to Council
By: ���, �,�� _
AdoptedbyCouncii: Date��„,� �a \q°1
Adoption Certified by Cou[icil Secretary
� �s-�.y.�/
DEPARTMENT/OPFICE/COUNGL DATE INITIATED GREEN SHEET �� �� O ��
' ce': f the Ma r 3 14 95 INITIAVDATE INITIAl1DATE
COMACT PEFiSON 8 PHONE I� 1 DEPAPTMENT DIflECfOR � CITY COUNCIL
RSSIGN ��� � CIT'ATTOFNEY S 3 y
Mdi' Shields 266-8512 � 0 �cmc�aK
MUST BE ON CAUNCIL AGENDA BY (DAT� NUYBFA FOR a gUDGET DIFECTOfl O FlN. & MGT. SERVICES D�q.
ROUiING
OROER � MAYOR (OR ASSISTAN'n �
Wednesda March 22 1995
TOTAL # OF SIGNATURE PAGES 1 (CLIP ALL LOCATIONS FOR SIGNATUR�
ACTION REQUESfED:
Approval and ratification by the City Council of the appoinfinent of John Hamilton to the tide of Human
Resources D'uector.
FECOMMENDA7IONS: Approve (A) or Feject ((i) pEHSONAL SEHVICE CONTRACTS MUST ANSWER TXE FOLLOWING �UESTIONS:
_ PIANN�NG COMMISSION _ CIVIL SERVICE COMMISSION 1. Has this personlfirtn ever worketl under a wntract for this tlepartment? -
_ CIB COMMITTEE _ YES NO
_ STAFF 2. Has [his personffirm ever heen a ciry employee?
— YES NO
_ DISTRIC7 cOUN7 _ 3. Does ihis person/firm possess a skill no[ nortnally possessed by any curren[ ciry employee?
SUPPORTS WHICN COUNCIL O&IECTIVE7 YES NO
Explain all yes enawers on separate sheet and attaeh to green shaet
��c�'�
INITIATING PROBLEM, ISSUE.OPPORTUNIN(Who. Whet, When, Where, Why�:
�IAR 14 i995
To appoint John Hamilton as the new Human Resources Director.
-'����� �����
ADVANTAGES IF APPROVED:
The approval of this Council Resolution appointing a Human Resources D'uector will contdbute to the
effectiveness of the daily operations of the Office.
DISADVANTAGES IFAPPROVED:
����T� ..
None.
�iAR ? � ���5
DISADVANTAGES IF NOTAPPflOVEO:
The Office will not have a properly appointed Director to act as the senior management official.
TOTAL AMOUNT OF 7RANSACTION S COS7/REVENUE BUDGETED (CIRCLE ONE) YES NO
FUNDIHG SOURCE ACTIVITY NUMBEH
FINANCIAL INFORMATION� (EXPLAIN)
Office of Human Resources
R�om 230 C�ty Hall Annex
25 G�est 4th
Saint Paul, Minnesota 55102
Employment Application
y's- z.
R OFF USE ANLY-
�Nd: �. � .� � �
NO:
Office: (612) 266-6500 �
7obline: (612) 266-6502
FaY: (612) 292-7656 ��ty of S`aint Paul
TDDIITY; (612) 266-6501 �� ; O �
and School Dis7rict #625 t � �
Social Security Number: Title of posarion(s) applying for: ,, ,. ,,,; ,, ,
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`��`I - �$ - `1g1`I i. �vman�SC�.�o���ro��,c
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Do you want to be contacted for a temporary po'sition? YES p NO [�Y
Name: �0 1n v� C F"� m �\"C'�.V�
Onc midale lazi
P110➢C:
Address 330'� C ��t��i�Q� � � \p ri � Home: ( (�O�) `�-"1`� ^ �00��
t1laa.con � �1 t wo�k: c�o4,� '�,4 -f�,���1
hty siate zip
�, � (Please sign application on back.)
Are you legally eligible for empioyment in the U.S.? (If hired by the Caty, you must show proof of
eligibility.)
YES � NO ❑
Have you ever been convicted of a misdemeanor or a felony? (Criminai history checks may be conducted.
Conviction of a crime related to this position may result in your being rejected for this job opening.)
YES ❑
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EMPLOYMENT APPLtCATtON (ConUnuedJ
NOTE: The information you provide on this application will be used to determine 'rf you meet the minimum qualifications for this position.
The information must be specific and complete on or before the last day tor filing or your application may be rejected. If you need more
space, attach additional pages to this application.
EDUCATION When you file this application, please present a photocopy of your transcript or diploma if any education
is required for Ynis job.
Have you graduated from hi9h school or received a GED? R� Yes ❑ N.o
License, registrations or certificates re uired tor this I!��
osition. (See minimum quahfications.) ���V��������»
- Expiration Licensing P�ease indicate if you have any of the foilowing
�, •� -- Date Agency �Quiretl for this position. (See mimmum quahfica-
tions ) Provide a photocopy with your application.
❑ MN CDL Class A Expires:
❑ MN CDL Class B Expires'
❑ MN Class C Expires:
E X PE R i E NC E � �Ot mark application "see resume." You may attach a resume in addition to compfeting this form. Do not
mark application "see previous application." You may submit additional sheets in this format if necessary.
Current or most recent employer. n
1. Name of Organization: �� � 1` \°Q�
Name of Dept./Div. tc��n�a�
Address:a��(l�anali L�'��Lr�a 1r��
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Phone No.' („C�8 ^ a(nle—`f�15 \
Your Job Title: �nY� `\Q._ �J�lt2 cEC�`
Supervisor: T \ R. �ncL��v� . ���0.�j�C__ _. _
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Major Duties or Responsibilities
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4.
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May we contact this employer for reterence?
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Employment Dates:
From: � � 3'�� To: ►a I� i I 93
Hours per week: �"� `�J — ' r J
Salary: $ $ � �- �n� . �
Reason for leaving: Exeic2� c �i � cz.ci.d"
o,o�mev�� Cs�h'CR�c'�.
% of time
forming duty
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2. Name of Organization:�Y�+�e -��an.���, Employment Dates:
Address: �19�� ��m�O�N���TSc,�� 1vcl�mnv�vg From: ?�$Z__ To: �`��
Phone No.: � \�1 ' �9 \ - � ��
Your Job Title: Q�.vn.ec�� l C2g t�11�
Hours per week: �"f 5' �JS
3. Name of Organization:�iphs��i�� Employm�e�nt �D�a�tes�: ,,,
Address Q�o��v,;,,S�2s£�-�d.tor�a From: 13_L`�I! J�. To: �� 3� ��1
Phone No.: �� ' �-L. � - G.� �� Hours per week: � �j' � �
YourJobTitle: ���ic ���p.��. � 1c�nc�, Salary: $ �3Cl.lOO.
`f '� t —� ` y
Supervisor. ����Q l: . L�,C1Y�Q Reason for leaving: S'�V�-\ Oty�c� � �S1c�r�SB
Major Duties or Responsibilities I % of time
performing duty
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4. Name of Organizatiorc �y.'�ca�'�iane` i11 ir�� Employment Da
Address:4cK.� � \e�.� From:_Z! �1� To: _ _)8 �'l1
Phone No:. Ur.�y�c�.�v� Hours per week: y�l' ��
Your Job Title: ��c'�� d.-T ��nv4�pt� Salary: $ �a < <
Supervisoc c�carnoc Z � M Mor-R�� Y r Reason for leaving: oS � e
Major Duties or Responsibilities % ot time
_ _ _ pertorming duty
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EMPLOYEE CERTIFICATION:
BEFORE SIGNING THIS APPLICATION
READ THE FOL�OWWG WAIVER CAREFULLY:
'9� KGI; 23 "�"
1. � have read and understood the job announcement tor the posdion for which I am applying.
2. f certify that all the information 1 have provided on [his application is true and complete to the besi of my krrowledge. I understand that
giving false information or omitting requested information could result in rejection of my application or dismissal it I am hired. '
3. I authorize the Saint Paul Otfice of Human Resources to verify this information to determine whether or not I am qualified for the
position for which I am applying.
4. I, herebv authorize all current and previous employeis to release job related information upon the written request of the Saint Paul
Office ofi Human Resources. However, I understand that if, in the Work Experience section, I have answered "No" to the question,
"May we contact your present employer?", contact with my current employer will not be made without my specific authorization.
5. I, herebv, authorize the Saint Paul Otfice of Human Resources to conduct a criminal history check and have access to sych records
for purpases of determining my efigibility for employment with the City. '
6. I understand that iT is my responsibility to notify the Saint Paul Office of Human Resources in writing of any changes to information
reported on this application.
7. As part of this application and in consideration of being permitted to take the examination for the position{s) herein applied tor, in-
cluding such practical information tests the Office of Human Resources shall deem necessary to determine my personal fit�ess, skill,
and eligibility, I, the undersigned applicant, do hereby, expressly and voluntarify release, relinquish, and Sorever discharge the City of
Saint Paul, its agents, officers or employees, from any and all claims, demands, or causes of action, including specifically, all acts of
active or passive negVigence on the part of the City, fts agents, officers, or employees, for any damage or injury that i might sustain in
connection with, or by reason of, my participating in said examin3tion, it being fully understood that I do, hereby, wluntarily assume all
risks of whatever nature in connection therewith.
�cUem�r a-0. \��'�,
DATE
OFFICE OF HUMAN RESOURCES
230 CITY HALL ANNEX
25 WEST 4TH STREET
ST. PAUL, MN 55�02-1676
TITLE:
�s �.�.z.,
JOHN C. HADaI.TON
3302 Grandview Boulevard
Madison, Wisconsin 53713-3442
(608)274-6817
SIIMMARY
Accomplished problem-solver with wer 20 years of pmgessive human resource development and management
experience sceking a senior or executive level positian. Background includes demonstrated knowledge and ability
as an individual conm'butor and manger in all traditional human resource functions. Adept at producing bottom-
]ine results through innovative human resource and business practices, with a uack record of consistently meeting
or exceeding eshblished performance expectations and goals. Creative and ]righly motivated professional known
for creating a climate of bigh performance and excellence for stafr'and organi�afion.
EXPERIENCE
1989 to 1994
C1TY OF MADISON
Madison, Wisconsin
Human Reaource Director for the City of Madison responsible for all human resources and labor relations
functions for a work force of 2,500+ employees, represented by ten labor organi�ations. Managed a staff of twenty-
five employees.
• Consolidated and integrated seven separate functions into a unified department st:uc[ure
resulting in improved responsiveness, effectiveness and cus[omer service.
• Reframed and directed consultant designed c3assification and compensation shidy resniting
in annual savings of �1,200,000 to 52,000,000.
• Member of Quality Improvement Steering Committee and responsible for the management of
staFf ckiarged with leading City-wide Total Quality Management efforts.
• Provided leadership in the design and imglementation of City's first Stcategic Management
System.
1987 to 1989
dOHN C. HAMII.TON & ASSOCIATES
Indianapolis, Indiana
Self�mptoyed providing consultation, in Vaining, ozganization development, quality and productivity
improvement, and performance management to a variery of profit and not-for-profit organizarions.
• Developed "Pay for Performance" systems to imprrne aligament and linkage between
missions, perforn�ance expectations, resiilts and compznsation.
• Designed and implemented training progams for improving skills and results in selling,
negotiating, performance management, communication, problem-solving and leaderst�ip.
1972 to 1987 INDIANA NA1'IONAL CORPORATION
Indiaaapolis, Indiana
First Vice Pmsident & Director - Organizarion I�eevefapneat and Training (1477-198'�
Responsibte for providing consul[ing services, organization development, compensarion and performance systems,
9us�lity and productivity initiatives, employee relations, leaderslrip, management and team development, systems
change and human systems pro�ams for 3,000+ employ�s. Managed a sta8' of twelve professional consultants
and trainers.
• Conceived, designed and implemented Quality and Productivity Improvement effort tl�at
tesulted in annual peisonnel savings of wer 53,20(1,0�0, wLile improving customer service
and profitability with no layoffs.
• Created and implemented a comprehensive Organi7ation Development and Training effort
including the design and implementation of 24 coiporate wide uaining piograms.
• Developed and implemewsd stretegies in Card Services Department tkiat improved
productivity, qualit�� and service resulling in profit improvement of over S2,500,000 within
the first 18 montts of implementation.
• Desi�ed a crass-functional team appra3ch that mduced project cycle time by over 50°!0 on
user systems des�gn and implementalion.
John C. Hamilton
Page Two
Manager - Corporate Recrniting (1914197�
�^S 3-9 �--
Responsible for all selection, placement, career planning and affumative action for professional, technical,
managerial and executive peisonnel.
• Designed and implemented Affumarive Action Program and consistently met or exceeded
recnritment goaLs for targeted recruitment and promotion.
• Created "I.eaxning In The Bank" program which more tlian doubled the previous movement
of female employces into management ranks.
• D'u� successful campaign to thuart union organizing attempt, and developed internal
training and education for maintaining a union free em�ironmenC
Corporate Recruiter (1972-1974)
Responsble for pmfessional, technical, managerial and exeaitive selection and placement, college relations and
�PPo�g Programs.
Reduced recruitment expenses by 50°/y while exceeding ezpectations for quantity, quality
and special empUasis reauitmeni targeu.
• Staff'ed through direc[ recnritment rivo new subsidiaries and one new division exceeding
e�pectations for quality and timeliness ai less than half of anticipated cost.
• Researched, designed and implemented Pedormance Review System covering approximately
700 exempt staff members.
1971-1972
INTERNATIONAL BIISINESS ASSOCIATES
Cincinnafi, Olrio
Placement Manager for a private personnel ieccuiting and general employment service. Responsible for the
recnritment and placement of technical, adwinistraflve and manage:ial personnel, hiring and training of staff and
general office administration. Consistendy lead office in personal and group production and pmmoted to
Placement Manages after 6 months of employment
EDUCATION
University Associates, San Diego, Califomia. Completed course work for a Master of Human Resource
Development.
University Associates, San Diego, California. Compieted Laboratory Education Intern Progasu with focus on
training design and facilitation, consulting sldlls and organization development, 1979
Indiana University/Purdue Universiry, Indianapolis, Indiana. Have completed 18 hours graduate level courses in
Organization Beha�ior and Industrial Psychology.
Mianri University, paford, Oluo, BS, Business Administration, 1971.
AfFII,tATTONS
I have se:ved on the faculty of the following institutions: The Graduate School of Banldng, University of
Wisconsin; The School for Bank Adm;n;�ri�, University of Wisconsin; The Graduate School of Retail Bank
Management, University of V'uginia; The Southwestem Graduate School of Banking, Southem Methodist
University; The Indiana Bankers Asso�iation School of Banking, The Cannon Financiai Institute, Universiry of
North Carolina and University of Notre Dame, teaching courses in Leadeiship, Power, Influence, Managing
Change, Performance Management, Problem-Solving and Communiptions.
Community Service Council of Indianapolis, past CLair of Advisory Board for the developmem of Employee
Assistance Programs.
Indiana Golden Gloves, Inc., past Chair, President, Treasurer and To»*++A*�ent DirecWr.
Marion County Association for Retarded Citizens, past Ct�air of Steering Committee for "Punch Out For C6arit}�'.
Society For Auman Resowce Management, past President and Board Member of the Indianapolis Chapter.
Variery Club Internationat, past President of the Indianapolis Variety Club Tent 10.
ADDTTIONAL EDIICATION OR TRAINING � � � �""
John C. Hamilton
PROGRAM TITLE
Design For User Department Managers
Advanced Selection Interview
Performance Appraisal
Career Paih Planning
Performance Analysis Workshop
Creating A Positive Work Environment
Managing For Perfotmance Imptwement
Mainiaining A Non-Union Environment
Organizational Development Skills
Consultation Skills
Values Clarification
Kepner-Tregce Systematic Tliinking
Executive Appreciation
Course Design In Eaperiential Training
Kepner-Tregce Systematic Thinking
Service Apex
Organizational Development
Situa6onai Leadership
Advanced Situational Leaderslrip
I3euro-Linguistic Pxogxamnung
Kepner-Tregce Systematic Thinking
Leader Development Institute
Team Building And Interteam Relaflons
Laboratory Education Intem Progam
Precision Meeting Skills
Group Relations Co�erence
Innovaave Teamwork Program
OPtimal I.earnin$
The Human Element
The Art Of Negotiation
DAYS
S
5
2
2
3
2
5
2
5
2.5
2.5
2
2.5
5
2.5
2.5
4
2
12
5
25
1
2
5
3
2
DAfiE SPONSORING ORGA1vIZATiON
12/72 Iniemarional Business Machines
4l73 Psychological Corporation
9l73 American Management Association
3l74 Amedcan Management Association
1/77 Praxis Corpotation
3l77 Scou Myers, Inc.
2l78 University of Michigan
4J78 CLarles Hughes, Inc.
8l78 University Associates, Inc.
8l78 University Associates, Inc.
2/79 I.earning Resources Coiporation
3/'I9 KeQner-Tregce, Inc.
5l79
7/79
T P�min Resources Corporation
Indiana Naaonal Corporaflon
8/79 University Associates, Inc.
9/79 Center For I,eadership Smdies
2l80 Center For Leadership Studies
2/80 Grinder & Associates, Inc.
3/80 Kepner-Tregce, Inc.
4l80 University Associates,lnc.
6/79-8/80 Unive�ity Assa;iates, Inc.
9l80 Grinder & Associates, Inc.
I1{80 A. K Rice Institute
9/81 Synectics, Inc.
3l83 Bac7ak Educationai Instimte
9185 Will Schutz Associates
2 11/85 NegotiaTion Institute
�i s-�.y�
Introduction To The De mino Philosuphy
Second Annual Hunter Confezence On
Q�tY
Third Annual Hunter Conference On Quality
Worker's Compensation Seminar
Coordination Of TreatmenY And Se:vices
For Injured Workers
Depression And Chronic Fatigue Syndrome
The FLSA - 5 Years Later
Disabled Employees In The Workplace
Evaluation Of Impairment And Performance
Iabor And Employment Law Symposium
Heatth Caze Reform: Cost Containment
And Incceased Accessibility
Managing Difficult Personalities And
Behavioral Disabilities In The Workplace
Leaming Orgazri�aUons: The Appliptions
Of I.earning Sryles To Team Learning
Myers-Briggs T�e Indicator: Qualifying
Program
1
3
3
1
1
.5
1
I
1
.5
.5
��
1
5
3/89
4/49
5/90 Madison Area Quality Improvement Network
9/90 Wisconsin State Bar AssociaUon
10/90 Chiron, LTD
6/91 Intracorp
9/91 Labor Relatians Information Systems
2/92 Professional Training Services
2/92 University of Wisconsin
4/93 Quarles and Btady
6J93 Michael Best & Friedrich
5193 Tonilinson, Gilman, Rikkers S.C.
�/93 Madison Area Quality Improvement Network
�/93-8(93 Temperament Research Institute
Quality and Productiviry
Madison Area Quality Impravement Network
GRADUATE EDUCATION
COURSE
Industrial Psycho]ogy - PSY 570
Organizaflonal Behavior And Human
Performance - BUS Z502
Organizational Behavior And
Organizational Effectiveness - BUS Z503
Or e`aTj 7 ASj onal Psychology - PSY 572
Psychology OFIndustrial Training - PSY 57d
HOURS
3
3
3
3
3
DATE UNIVERSTPP
8/73 Purdue University
If74 Indiana University
8l74 Indiana University
1/75 Pardue University
1/79 Purdue University
-2-
l`'S a-5�.
cZ� o� sa�r P�r
HUMAN RESOURCES DIRECTOR
Supplemental Application Form
NAME: John C. Hamilton
ID# �����
Ptease answer the following questionr, and submit this complete form with your apPlicatiorr, if possible. If
submitting separately, this form must be received in the Ojjue of Hu»ran Resou�ru NO LATER THAN
4:30 p.m.. Wednesday. November 23 1994. Your recporues must be ty�ewritterr. Linsit your resporrses to the
space provided for each question,
1. Descn'be your areas of Human Resources expertise and any leadership role you played.
I am a human resource professional with wer Ywenty-two years of experience in the fieid, and I
have spent approximately eighteen of those years in the following leadership roles: Placement
Manager, Manager of Corporate Recruiting, Director of Organization Development and Training
and Human Resource Director. I have direct or managerial experience in all azeas comprising a
contemporary Human Resource Department, including, affirmative action, benefits, classification
and compensation, � compliance and regulatory issues, disability rights, eraployee assistance,
employment and recruitment, employee and labor relations, records, safety, organization
development, training and worker's compensation.
2. List three (3) issues critical to the Human Resource function today and what you have done to stay
current with those issues.
Benefit administration and cost containment issues, compliance and regulatory issues, and quality
and producdvity issues. To stay current with the above topics, I have done substantial research
and reading, attended many conferences, workshops, briefings, updates and focus groups.
Additionally, I have engaged in considerable peer interaction and debate on these topics and
remain active in the Society For Human Resource Management. I consider myself a voracious
reader of books and articles indigenous to the fieid of Human Resource Development and
Management.
3. Do you have experience re-engineering or reinventing a program or process? If "yes," please
BRIEFLY state what the program or process was, when it took place, and what your involvement
with it was.
Yes, I have e�erience in re-engineering or reinventing programs and processes. I have had
involvement as an individual contributor charged with re-engineering or reinventing progran�s or
processes, specifically, performance managemem systems, compensation systems, training
development and delivery, work flow and job enrictunent efforts. My eafperience also includes
macro and micro level work as an individual contributor, Director, or Project Manager for re-
engineering or reinventing programs or processes, for full business cycles at the organization,
group, division department, and individual level. This work has spanned most of my career and
has included both social and technicai systems work.
�'s �.� �
4. Do you have eaperience building active partnerships with diverse groups, ie., gjoups with
conflietuig positions andior philosophies? If "yes," please BRIEFLY state what the situation was,
including the outcome, when it took place, and what your role was.
Throughout my career I have been involved with conflict resolution and team or group
development efforts at the dyadic, intra and inter group and intra and inter organizafional level. A
specific situation involved two groups going through a major conversion and upgrade, with very
high stakes in dollazs and people, there was a general lack of trust and confidence on both parties
as to the other's ability to provide the necessary resources in a timely way. My role was to work
with the tvro groups to insure the success of ttris specific project while building a foundation for
future joint efforts. I facilitated a series of interventions, including an image exchange, joint
problem solving, role negotiation and project planning. I also provided slall building and
readiness trainuig for both groups individually and collectively. The outcomes were substantial
and resulted in a fifty percent reduction in time and resources, improved group relations and
satisfaction and a commitment to expand the use of this model to all future projects.
5. Do you have experience leading an organization or department through a major structural or
cultural change? If "yes," piease BIZIEFLY state what the situation was, including the outcome,
when it took place, and what your role was.
Yes, it was my charge when I joined the City of Madison to consolidate the Human Resource
Department into a unified and customer focused provider of quality service. Before 1989 the
various components of the department were fragmented in their focus and reporting relationships
and there was a general lack of customer sensitivity, inter unit cooperation and high levels of
conflict between certain units or functions. During my five years as the Iiuman Resource Director
the department was consolidated and unified, which resuited in improved eff'ectiveness,
responsiveness and customer secvice for the City and its employees. The intemal working
relarionships were improved in several azeas and corrective measures were under way in areas
where they were not at a satisfactory level. I also have eaperience leading a 3,200 employee
organization through a system wide cultural change and quality and productivity initiative.