Date: September 17,2018
Copies sent to the following:
Major: Vern Halter
Borough Manager: John Moosey
Deputy Borough Manager: George Hays
City of Palmer City Council
Current & former employee comments regarding the Leadership!
The barriers to effective leadership was not knowing how to communicate with their people. Maybe the leader didn’t listen enough or they weren’t approachable or accessible. Or maybe they didn’t know how to articulate themselves or they were socially withdrawn. Having effective communication skills is vital when it comes to leadership. MSB EMS Responder.
Informal leaders who are attempting to share ideas are shot down. One of the barriers to effective leadership in the department, according to the responder, was that there is not enough freedom for free thinking leaders. Informal leaders are squashed and supervisory or positional leaders are very threatened by them. As a formal leader, don’t use your positional power to try to keep people in line. Use your positive influence, your vision, and your role model example. MSB EMS Responder.
Regardless of their position, whether it was a EMT, Paramedic, Driver, Captain, or Command Staff, they weren’t free enough in the department to really put their ideas out there, or say what’s wrong, or what needs to be fixed because they’re afraid they’ll be retaliated against. People need to feel safe in coming forward with their ideas, suggestions, and input. And if you’re the one coming forward, you need to do it with respect and humility. MSB EMS Responder.
I hope these introductory remarks seized your attention because I am writing to you in concerns to a grave and possible catastrophic situation that is occurring within the MSB emergency services under the Assembly’s and Directors watch. I am speaking in concerns to the state of Emergency Medical Services (EMS) to be specific.
I was employed with MSB EMS and have been involved with emergency services for over the past 15 years in various functions throughout the lower 48, and recently in Alaska. It is not until recently I have observed the magnitude of damages and destruction the MSB is currently on under the current management. Presently, EMS is in severe disarray and in danger of failing to deliver adequate services to the public. The MSB is suffering from severe staffing shortages and deficiencies with on-call and full-time employees resigning, quitting, or being terminated daily due to the hostile working conditions, and lack of support from management. Over the past 15 years I have seen employees come and go in varies agencies, however, this is the first time in my career that I have seen a mass exodus from one organization without anyone taking serious note of the public safety consequence this is creating. This disturbing rate of employee departures creates a public safety concern for the public and our communities due to the lack of EMS providers answering the calls for 911 emergency medical services.
Under the current management, rural areas such as Sutton, Butte, Talkeetna, Willow, and Trapper Creek have been decimated of their volunteer responders without a plan in place to provide sufficient service to the citizens. These on-call volunteers resigned, quit, or were terminated due to the hostile working environment, and lack of support under the current management. In Talkeetna EMS responders walked out over their disgust with managements performance. This continues to happen across the MSB without anyone taking notice.
Core areas such as Wasilla, Palmer, and West Lakes are simply hanging on by a strand with possible disruptions of emergency medical services due low staffing shortages. The public is oblivious that at any given time of the day when they call 911 for emergency medical services they may, or may not get an ambulance, or first responders depending on the day and the current staffing deficiencies. EMS repeatedly runs out of ambulances or does not have units available to provide medical services to the communities we are accountable for serving. The hostile working conditions are appalling, and the lack of support is causing responders to quit, and seek opportunities away from the MSB.
Other significant issues that are plaguing EMS, and creating a public safety hazards is that responders are not able to operate at their highest level of medical certification or licensure due to the poor organizational policies, and the current Medical Director tyranny temperament. For example, we have multiple EMTs that are trained as fully functional Paramedics; however, they are not allowed to operate as Paramedics based on organizational policies, and the Medical Director’s tyranny temperament. As well as Paramedics being demoted, hassled, chastened, and demeaned over insignificant transgressions of policies and procedures creating constant aggressive working conditions.
Recently EMT 3’s an ALS/ ACLS an advanced care provider had most of their advanced skills and abilities removed from them since the Training & Logistical Chief, as well as the Medical Director did not like the scope of practice that has been provided to theses responders, and stripped these providers of all their advanced skill level of practice. This move to strip EMT 3’s of their scope of practice was catastrophic to many of the rural communities. Many of these communities rely on EMT 3’s as their only source of an advanced prehospital medical care. Many of these communities do not have Paramedic level care, and Paramedic level care could be hours away when requested in the event of a significant emergency.
The Medical Director a contract employee that has been permitted to operate unrestricted and has been involved in employee disciplinary activities without due process to the employee through human resources or union representation per the collective bargaining agreement. The Medical Director has been engaged in employee intimidation, coercion, and other aggressive behaviors against employees while management sits backs and supports his actions. Recently the Medical Director coerced a Paramedic Supervisor employee not to seek union representation, or file a grievance when they had been wrongfully punished by the management. The Medical Director threated to pull his medical sponsorship from the employee if the employee progressed with the union process. However, he stated that he would continue to sponsor the employee as long as the employee did not seek union representation, and or proper progressive employee disciplinary procedures. This is only one example of intimidation and coercion, that goes unreported and hidden daily. The Medical Director is extremely involved in daily operations exceeding his contract terms and conditions creating operational vulnerabilities based on his lack of operational experiences within EMS services only creating a substantial public safety risk.
Under the current management, the MSB face a severe nepotism issue with two management level employees being in positions of authority directly underneath one another in the Chain of Command chart. The Chief of EMS is married to the Training and Logistics Assistant Chief. Both having the authority to discipline employees and create policies and procedures without the proper checks and balances. Upon the new Chief of EMS assuming control of our department, it was advised that her husband the Training and Logistics Assistant Chief was going to answer directly to the Director of EMS (Director 3). However, all employees full time and part-time employed by EMS must answer to the Chief of EMS creating a significant conflict of interest due to nepotism. Recently the Chief of EMS, and the Training and Logistics Assistant Chief son was recently hired as a part-time EMT creating yet another conflict of interest under the nepotism policy. There are rules and procedures within the MSB addressing issues such as nepotism that have been designed for this very exact reason that are often ignored, or manipulated to suit those we desire to place in these positions as we desire.
The unpredictability of the EMS Chief position has an average career span of about year and half before they call it quits, or are terminated for again varies infractions that are never to be made public due to employee confidentiality concerns. How can you expect a department to function professionally when the department head is continuously changing under turmoil at an alarming rate?
The morale under the current management is at an all-time low. Employees both full-time and part-time feel unappreciated, and devalued. Employees are often walking on eggshells in an attempt to avoid displeasing management in attempts to avoid being harassed or retaliated against under our current authoritarian management system for minor infractions, or at the whim of the Medical Director’s temperament.
Current fulltime employees are not seeking promotional opportunities such as EMT moving up to Paramedic, and Paramedics not moving up to Paramedic Supervisor. Employees are simply not applying for the current positions, and have no aspirations to seek additional responsibilities under the current oppressive management due to the hostile working environment, and lack of support. Fulltime, as well as on-call employees are often fearful to voice their concern, or disagreement over concerns or topics with management. They often feel if they voice their concerns, they become a target only to be forced out for not conforming to the managements every desire, or demands. Employees are demoralized, fed up, and beat down under the current management system. These factors affect public safety, and patient care directly.
Many of the EMS employees are hopeful that the lawsuit filed by our former EMS Director will bring attention to the problems that are plaguing EMS, and the hostile working environment under our current management. Multiple other employees present, and former have reached out to the attorney that is handling the lawsuit on behalf of our former EMS Director hoping to provide information to the legal team to only build a stronger case against the borough. Employees are very optimistic that this lawsuit cleans house again as it did about five years ago under similar circumstances.
There are a few options that you can consider after reading this letter, You can ignore the problem and act as if it is not happening and hope for the best. By neglecting the situations and current conditions that are occurring the problem will only continue to grow simply creating more of a public safety concern until we have complete catastrophic failure of services with no ambulances or providers answering medical calls. Possibly more lawsuits, and complaints being brought forth by current and former employees for hostile working conditions. Ongoing retention of quality employees will only continue to worsen, and recruiting will be impacted. You have the option to thoroughly investigate the issues and concerns plaguing EMS and make changes that will eliminate such problems in the future. This option will allow EMS to grow and provide emergency medical services to the citizens of our communities and provide public safety to the communities that we all serve. In conclusion, you have a few options to consider. Time and actions will determine your course of action in regards to the current working conditions and public safety concerns.