Letter to the Editor: Hannibal’s Third Ward representative proposes policies to promote accountability, transparency

EDITOR’S NOTE: The item proposed below by Stephan Franke was tabled during Tuesday’s meeting of the Hannibal City Council by a 6-1 vote, with Franke the lone “no” vote. 

As part-time elected representatives with other full-time jobs, there is a restriction on how much we as councilpeople can learn about our own government. Additionally, often times there are “fires” to put out which make it difficult to focus on the long term. In other words, the urgent can crowd out the important.

Hannibal’s city charter provides “… all powers of the city shall be vested in the council, which council shall enact municipal legislation as in this charter provided, adopt budgets, determine policies … by duly enacted ordinances of this city not in conflict with this charter.”

In a town/region such as ours, where our pool of employees is smaller and attracting outside talent is challenging, there is an even greater urgency to learn from ourselves.

I propose we use our existing human relations counsel, Jackson Lewis, to conduct exit interviews with our employees in perpetuity until/if we hire a dedicated human resources administrator.

Using an independent third party to conduct exit interviews assures unbiased anonymity and that appropriate information will reach City Council as needed. Additionally, outsourcing this service will reduce the work burden internally allowing staff to concentrate on their areas of expertise.

Each exiting employee should receive a written questionnaire. For those who are full-time (read: not seasonal), a followup oral interview is appropriate. Other measures can be taken on an “as needed basis” as determined by human relations counsel to inform us that we are providing the best workplace environment for our employees to grow and thrive — and if not, to adopt policies through the passage of ordinances that will clearly articulate the best practices for the workplace.

Additionally, conducting annual Leadership 360 surveys is a step toward further building a system where continuous improvement is a core value. A Leadership 360 survey is an anonymous survey where leaders receive feedback from their colleagues and subordinates on their skills, effectiveness, behaviors, etc. After the results are compiled, the City Council gets the results, and the leaders will receive private coaching from a certified professional.

I propose we seek out a firm to conduct annual Leadership 360 surveys and coaching in perpetuity for those employees who directly report to City Council — the city clerk and city manager. The clerk and manager also should be empowered with the authority to implement this vital continuing education tool with their own employees as they see fit.

EDITOR’S NOTE: After the conclusion of Tuesday night’s meeting, Franke sent the following statement to Muddy River News.

“I am disappointed this important issue of providing transparency and accountability to our citizens was judged to not even deserve a public discussion. Clearly the mayor and the council have been intimidated by threats of the city clerk and city manager, who have been opposed to having a public discussion about this initiative for establishing a process for transparency and accountability to the council and our citizens as to how our city employees are managed and supervised since last fall.”

Stephan Franke
Third Ward
Hannibal City Council
Hannibal, Mo.