From: Greene, Vibert Sent: Wednesday, January 12, 2005 3:19 PM To: Larson, Stephen; Peevey, Michael R. Cc: Young, Karen; Sanchez, Danilo E.; Appling, Dana; Smith, Richard; Carazo, George A.; Hopper, Cathleen; Effross, David; Fanusie, Yaya Subject: Hello Steve, It’s a step in the right direction to improve the morale at the Commission. However, I think you are putting the cart before the horse—it is an establish fact that the reason for low morale and low productivity at the Commission are due mainly to poor management--this includes the supervisors and the managers--practices. The focus of your training memo/efforts is directed towards the employees—you are saying they are the problem—that if they have more training they will do a better job. The real problem is not the employees it’s management. They are the ones that should be given serious training. Also the selective process this Commission uses to promote/select managers and supervisors is seriously flawed—it is based on the good old boys/gals club. And anyone who does not belong to that club and do not rubber stamp management wants and wishes gets sidelined, marginalized and ridiculed. They are called “disgruntled” and or “not a team player”. I have seen training seminars on the bulleting board for supervisors etc. However, it is the type of training and selection process for managers that need to be address first. Then, you can consider training, as appropriate, for the employees. You said you want an honest input—well here it is.