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inconsistencies. The second step would be to formulate strategies for change and then bring a <br />plan of action to the City Council for consideration and approval. <br />After interviews with staff were completed, the Administrator met with each department director <br />to assess the results. The Management Team also discussed change strategies during several <br />directors' meetings in which the how, what, and why questions were put forth. <br />III. EMPLOYEE INTERVIEWS <br />The City Administrator drafted a list of questions and asked the department directors to review <br />them. <br />January through March 2011, 20 Lino Lakes employees in city hall were interviewed. Prior to <br />each interview, the employee was asked to review his or her job description and the following <br />list of questions: <br />1. Review your job description. Have any of your responsibilities changed? <br />2. What do you do on a typical day at work? <br />3. When you think about going to work, what do you look forward to doing? <br />4. What excites and challenges you in your job? <br />5. What, if anything, do you dread when you think about going to work? <br />6. How is your work regulated or monitored? <br />7. What do you think your supervisor expects from you? <br />8. What are your expectations of your supervisor? <br />9. How would you describe your supervisor's leadership style? <br />10. How do you find out what is going on in the organization? <br />11. In your opinion, what does your department do well? <br />12. What would make your department more effective? <br />13. If you had a magic wand, what specifically would you change in your department? <br />Using this format, eight employees in Community Development were interviewed, four <br />employees in Public Services /Parks & Recreation, three in Finance, two in Administration, and <br />three support staff employees in the Police Department'. Six employees in the Public Works <br />Department were also interviewed, but the interviews were less formal and the questions more <br />open- ended. The average interview took between 90 minutes and two hours to complete. <br />1 An assessment of the entire Police Department was not performed in order to give the recently -hired Police Chief <br />time to evaluate his department. <br />2 <br />