2023 RivCoParks All-Staff Conference

RivCoParks held our 2nd ever all-staff conference on Wednesday, February 22, 2023. The theme of the day was Trails to the Top with over 100 employees in attendance, each participating in learning and team-building sessions.

The half-day conference included a welcome message from the Executive Team, an overview of the District by the General Manager, team activities, learning sessions on finance and planning, and employee recognition. If you missed the conference, or would like to look back on the information presented, here are the presentations for your reference:

GM Update - Overview and Direction

Finance Basics

Project Funding

Problem Solving Team Exercise

Employee Recognition: Service Awards, Nominations for 2022, Employee of the Year and GM Award Recipients

The day concluded with a Question & Answer Session, as well as team photos. You may view and download all of the team photos by visiting our staff photo site: https://rivcoparks.smugmug.com/AllStaff-Meeting-2023/

Questions & Answers

Team members had an opportunity to jot down their questions throughout the conference. Here are the questions addressed at the end of the day:

Question:

Due to the rising cost of living and the raising costs of food, gas, bills, etc., are there any plans to raise County employee salaries to a more sustainable amount?

Answer:

The County has taken several steps to increase employee salaries and benefits in the past year. As a provision of the SEIU MOU, a Minimum Salary Market Adjustment was conducted where:

• Individual Market Surveys were conducted for every SEIU-represented classification (including all Parks classifications).

• Classifications identified as having a minimum salary range below the market median were increased to equal the median of the comparable market.

• If the employee's salary was less than the new minimum salary for their classification, the employee's salary received an increase to the new minimum.

These adjustments were approved by the Riverside County Board of Supervisors (BOS) on July 12, 2022, and went into effect July 14, 2022. A total of 44 Parks classifications were included in this effort.

Starting January 1, 2023, minimum wage was increased to $15.50/hour which affected the starting salary for both Park Attendants and Public Service Worker classifications.

On Tuesday, January 10, 2023, the Riverside County BOS approved significant increases in medical benefit subsides for employees electing 2-party or family coverage. Human Resources sent a County-wide message to all employees with a description of the changes and included a PDF Announcement with more detailed information.

Question:

Who will run the off-road vehicle park? Will there be a charge to use the park?

Answer:

We're still in the early planning stages for development of an OHV Park. Most likely, we will contract with a private operator once an OHV park is built. As to the second part of your question, there will most likely be fees charged to use the park, similar to all of our park operations.

Question:

What is the update on the Hidden Valley well?

Answer:

The well needed a new pump and the work should be completed within the next week or so, pending weather conditions. There was a slight delay in getting the work scheduled as our service provider needed to re-register as a County vendor in order for their work to commence. Thank you for your patience.

Question:

Related to development impact fees (DIF):

1. Can current needs override original areas that DIF funding is allocated for?

2. Are expanded use funds generally spent on above-ground items (i.e., shiny new stuff)?

Answer:

1. For the past (2010 DIF needs list) new projects cannot override what was originally identified as a need. There will be a new approach for the new DIF needs list once approved and we'll have more flexibility to address current needs.

2. Expanded use funds can be used on above-ground or underground projects so long as the project expands the use of the park (allows us to serve more people, adds new functions, etc.).

Do you have a question that hasn't been answered yet or a suggestion you'd like to share? Submit your Feedback to the GM today!

COVID Closures and Cabin Use

Question:

Still not happy about this. Last year I tried to book a cabin and they said it was closed (becuase) of Covid. Okay. They were put on hold then [for an employee] and [their] folks got to stay there. I saw it twice. Why?

Answer:

NOTE: The individual named in your original question was removed due to the fact that several employees booked a stay during the pandemic, not just that individual.

During the past year and a half, we've had to make many adjustments to our operations, including reducing capacity of campgrounds, and during some times, full closures. Some of these changes were based on State mandates, and other times it was simply based on staffing levels and our ability to keep facilities clean and safe. That said, it may not have been clear to all employees (or volunteers) what facilities were still available to our workforce. For that, I apologize. The rapidly changing nature of the pandemic created challenges keeping pace with communication.

Throughout the pandemic, we have worked hard to support all employees and volunteers as each person has been impacted differently. We strived to make our facilities available to the greatest extent possible. Several employees, including the one you named in your original question, took advantage of using the Lawler Lodge and Alpine Cabins for a getaway. In addition, once cabins and campgrounds were open for use, several employees booked sites through normal reservation processes.

I'd like to emphasize that we strive to allow employees and volunteers to use our campgrounds, cabins and lodge, to help see the benefits and share their experiences with others. Using these spaces help our workforce to better understand the accommodations and amenities and give them a better understanding for promoting their use to guests. If you have had trouble booking a reservation through Guest Services, I encourage you to reach out to Chief Dustin McLain, Assistant Director Gettis, or directly through my office. We are eager to help ALL employees and volunteers in compliance with our policies in an effort to promote knowledge and awareness.

Technologies Creating Distractions

Question:

In Policy 3.1 - Office Practices, Section H. Attending Meetings - employees are directed to conduct themselves in a way that doesn't damage the reputation of the District. Employees are advised to arrive early and fully prepared to participate, be fully present and refrain from using cell phones or other devices that are a distraction.

I've been in too many meetings with District Staff where some are glued to their laptops or cellphones, working on other projects, and don't fully participate and miss important discussion points. As a Supervisor, the opportunity is available to manage down and write up employees for not abiding by policy. What is your suggestion for addressing issues with your own Supervisor? What is the preferred method if direct conversation is unsuccessful?

Thank you in advance.

Answer:

There’s no doubt about it, technology rules our world. As much as information and communication technologies can be used to help us be efficient, improve communication, and connect us with resources to make decisions, they can also be a huge distraction. Layer in the pandemic and forced virtual meetings, and digital distractions are even more prevalent. We have become dependent on devices to keep us connected to others. Getting emails in the middle of a meeting can draw your attention on screen…not to mention on your smart phone and smart watch simultaneously! The challenge becomes how to manage our time as well as our interruptions, while still using technology tools to help us stay on top of things. The important thing to keep in mind with the policy referenced above, is the INTENT. Then intent is to be fully present, respecting each other’s time, and getting the most value out of the time we spend together.

When in doubt, talk it out. The first step in correcting a problem is through direct communication. If you've already tried this as you indicated in your submission...try, try again. Whether it’s a supervisor to subordinate employee or the other way around, start with a conversation. It may be that the offending person is unaware of the distraction or how it’s impacting your time together. Sharing your observations and feelings is a step in the right direction. Be respectful and honest in your communication. Nine times out of ten, this will either fix the problem or at least create the opportunity to readdress it if it continues to occur. The next time your supervisor starts to "tune out," distracted by technology, point it out. A simple pause in your conversation and request for undivided attention is perfectly acceptable.

Perfectly imperfect. It’s important to remember we are all human and make mistakes. Brace yourself…even our leaders (or should I say especially our leaders?) aren’t perfect. It takes courage and leadership on your part to speak up to have a positive influence on the situation. There’s a concept introduced by John C. Maxwell in his book The 360 Degree Leader: Developing Your Influence, that any person in an organization, regardless of their position or title, can influence others in a positive way. I challenge you to seek out your influence in this situation to help create a more positive environment for the whole team. Here’s a link to a blog on the topic that might get you started.