Michael Peevey,
President
California Public Utilities Commission
505 Van Ness Avenue
San Francisco, California 94102

Organizational Advocacy within the CPUC and What Now?!

Dear President Peevey:

On Wednesday February 5, 2003, at 4PM, I met with Wes Franklin, Executive Director, Gary Cohen, Chief Counsel, Peter Arth, Jr. (current position not known), Diana Lee., and Legal Counsel for Personnel Matters and Patrick Mcdermott, Labor Relations Officer.

The meeting was arranged by your representatives named above to discuss my two emails sent to you about staff anxieties and anger about your decision to appoint William Ahern, Ph.D as the new Executive Director of the Commission. As a result of the meeting, The Concerned Staff Committee considers that matter resolved.

However, I have been directed by the Concerned Staff Committee to let you know about the following issues:

For over sixteen years the Concerned Staff Committee and our Newsletter What Now?! Fostered activities designed to maintain the processes of Organizational Advocacy within the CPUC. We intend to continue with increased Vigor and Vigilance. We want real changes in this Commission.

We recommend that directors, program managers and supervisors read and understand Jane Galloway Seiling’s book(2001) The Meaning and Role of Organizational Advocacy: subtitle: Responsibility and Accountability in the workplace.

We believe that an understanding of the processes of Organizational Advocacy by top management will enhance fruitful communication between management and What Now?!

Our objective is always to achieve an understanding around the issue we bring to your attention.

We want to make clear to you that we will do our best to understand your point of view about the issues we raised.

We share your concern to restore this Commission’s past Glory. We would like to know how you will achieve that when you are surrounded by some directors and managers who were responsible for the deterioration of this Commission.

Many were happy when President Loretta M. Lynch fired some directors, demoted others. Such measures were long overdue.

While we cheered Loretta M. Lynch actions on getting rid of some of the incompetent directors, we were amazed that Loretta M. Lynch did not fire or demote Paul Clanon and Douglas Long. We felt that Paul Clanon and Douglas Long were directly involved in the Energy Deregulation and there fore; they were part of the team which created the Energy Debacle. And of course are partly responsible for the replacement of the State’s 20 billion dollars budget surplus with a 30 billion dollars Budget deficit.

We know they stayed because Clanon and Long misrepresented their role in the Energy Deregulation process.

We will make a formal presentation to you about Energy Director Paul Clanon tenure in this Commission.

We have concerns around George Carazo’s stewardship as Personnel Manager and recently as Director of Human Resources. Basic problem with George is that he refused on many occasions to put a check to the actions of senior management even though he knew decisions made would result in lawsuits.

We would like you to restore the promotional test result practice of open listing of the Test results with names attached by ranks so that unfairness could be detected by public inspection of the lists.

Our corrupt management imposed the no name ranking as way to continue practicing Nepotism, Favoritism and allied corrupt activities.

For over twenty years, the Concerned Staff Committee has called for honest, fair and competent managers.

The bedrock of dishonesty and incompetence resides within a group in the Commission with a self-label “The Management Team”. Over the years this management team activities not only destroyed creativity and innovation but demoralized staff of the Commission. Many talented employees exited the Commission for other agencies where the environment was healthy for professional growth and development.

A few of us stayed and continued to chip away at the pernicious and pervasive corruption, dishonesty, and incompetence of this “The Management Team”.

We hope you can provide us with honest and competent managers.

Louis V. Gerstner,Jr., comments on Corporate Malfeasance.

“No one should be entrusted to lead any business or Institution unless he or she has impeccable personal integrity .What’s more, top-rung executives have to ensure that the organizations they lead are committed to a strict code of conduct. This is not merely good corporate hygiene. It requires management discipline and putting in place check and balances to ensure compliance.” From his book “Who says Elephant can’t Dance?”.

Yours truly,