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Address

Mailing Address:

Charlotte Mecklenburg Government Center
600 East 4th Street
Charlotte, NC 28202

Office Location:

Charlotte Mecklenburg Government Center
600 East 4th Street
Charlotte, NC 28202

MAP

Hours: Mon-Fri 8 a.m - 5 p.m.

Contact

County Manager's Office
980-314-2900

​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​The County Manager's Responses to Your Suggestions

Welcome to the County Manager’s Suggestion Box. In the interest of being transparent, the County Manager implemented this service to provide residents and employees the opportunity to provide their feedback on County services and programs. Check back here each month for new responses. Many of the suggestions received pertain to specific departments. While respecting anonymity, the County Manager has shared those suggestions with department directors. Department directors will provide responses and follow-up actions as appropriate.

We cannot respond publicly to messages related to employee job performance or direct complaints of specific people or employees. If you have a concern about a County employee or an ethics/fraud complaint, please submit it to the Fraud/Ethics Hotline at 888-225-2039 for appropriate follow-up.

Visit the archived page to view previous responses.


  
June 2019
Question: Weapon Screening

I think all county employees and visitors need to be screened for weapons. In light of what just occurred in Virginia Beach I'd like to see tighter security measures in place. Currently here at the community resource center, if we enter through the front door all we have to do is show our badge and we walk through the screener. The officers if they know us, they don't even look for our badges. I want to feel safe but it's hard to knowing an employee could carry into the building and no one would know.
The County Manager’s Office is working with Asset & Facility Management, Legal and others to develop enhanced security protocols for County buildings including additional screenings. The County Manager agrees that additional screening is necessary. We will update employees once the strategy and actions are finalized.
June 2019
Question: Sheriff

Can I suggest you severely reprimand the Sherrif for not keeping us safe. 287g needs to be brought back or he needs to be fired for insubordination.
(From the Mecklenburg County Sheriff’s Public Information Manager) The Mecklenburg County Sheriff’s Office has received your suggestions.  You state that Sheriff McFadden is not keeping the community safe.  You then requested the return of 287g, a voluntary agreement of which only 78 of more than 3000 counties in the nation participate.  If your concern about safety is based on the participation in the 287g program, you should know that more counties would participate if they felt it improved safety.  You then requested that the Sheriff be fired for insubordination.  Sheriff Garry L. McFadden ran for office with the promise to terminate 287g.  The citizens of Mecklenburg County elected Sheriff McFadden; therefore, he is fulfilling his promise and is being obedient to most citizens, which is not considered insubordination.
June 2019
Question: Comp/Class

I know you stated that HR is coming up with a new comp and class for the county. Will it be an increase in pay if staff falls short of the "new" compensation plan? Years ago, the county did a 1 to 1 move when the compensation changed. (Example, I was 99% of market, when the county updated the compensation for certain Job titles, they moved me to 99% of the new market rate) Will the theory be the same?
We are excited to be redesigning the County’s Classification & Compensation structure!  The project is tentatively scheduled for implementation in July 2020 and is broken into multiple phases. We are currently in the phase of redesigning the classification structure. Once that phase is complete, we will move into the compensation phase and the pay policies phase. Therefore, we do not yet know how employees will transition from the current compensation structure to the new compensation structure.
Once the redesign is complete, we will provide recommendations to the County Manager and she will in turn make recommendations to the BOCC. As details are finalized and the project is completed, we will begin a robust communication plan to employees.
June 2019
Question: Working From Home – Seems no Approval Needed

Staff decide on a daily basis when they want to work from home. Some staff work from home two consecutive days in a week. It is marked on their calendar as wfh. They just decide today I am going home to work from home - they get up and go home to work. They say that they can't concentrate at work or they have appointments so working from home is convenient. How does this measure against any work from home policy? Don't they need to tell their supervisor and get prior approval?
Per policy, all employees who telework must have a Teleworker’s Agreement signed by the employee and the Department Director/designee.  Specific hours and days of the week are defined in the agreement.  Employees can telework up to three days per week and must telework from a location in North Carolina.  Employees should utilize accrued time (sick and/or vacation) when managing personal appointments.  Personal appointments should not be handled during their telework schedule. Employees should seek approval prior to making any schedule changes to their signed teleworking agreement.
June 2019
Question: Working From Home

How can one work from home two consecutive days and then take vacation four days in a row
Please see above response regarding teleworking.  The Teleworking Policy can be found at the following link on page 72 of the Human Resources Policies & Procedures Manual. https://mecktech.sharepoint.com/departments/HR/Pages/EmployeeServicesCenter.aspx
June 2019
Question: Leadership Competencies for Supervisors and Managers

I believe it is difficult, if not impossible, to truly measure leadership skills from the top down. The measure of how well a person leads should include feedback from those who are being lead in order to produce usable data. 

Therefore, my suggestion is to develop a survey/questionnaire to evaluate these qualities from the point of view of the subordinates in a quantifiable manner that will be included in the Annual Reviews for managers and supervisors.
A mechanism including a 360-feedback tool (or something similar) to provide objective feedback from supervisors, peers and subordinates will be included with future leadership development programming.
June 2019
Question: Reinstate County Courier Service

Hi, I work in a County facility open to the public but since the 2010 budget cuts we no loger have an internal courrier picking up/dropping off inner office mail.
Staff drive documents to other offices as needed which is does not seem to be the most efficient way to do it. Since the county is currently at a point where there are opportunities to improve efficiencies even if there seems to be a financial investment up front.
Please contact Mark Bevilacqua in the Asset and Facility Management Department.  Depending on your location, he may be able to set up a pick-up by the County Courier.
June 2019
Question: On Boarding (Still Waiting on IT)

Why why why does it take more than 10 days to get a CURRENT County employee (transfer) access to the new location? Set up in Outlook? Set up in Cisco? The staff person I spoke with in IT said he had 18 interns to do (they apparently are more important than full time staff) and he's the only one working this. Maybe add another staff to do this? Seems like more than 10 business days is a long time. The first 3 days are wasted because of IT.
There are several opportunities to improve the On-Boarding, Re-Boarding and Off-Boarding process for new, existing and departing staff as well as contractors.
Today, the HR recruiting and hiring process happens independently to the IT Security Access Request process which is required for the hiring manager to identify the systems access needs for the individual to perform their required work function.  When an existing County employee needs a “(transfer) access to the new location”, it is essential that information is provided so that IT Security understands what, if any, systems the individual had access to should no longer be provisioned.  If individual security profiles are not examined to ensure access to only those systems essential for their job function, this lack of control could expose the County to unanticipated risk.
It is also true that IT Security was surprised by an unanticipated workload that impacted full, as well as part-time resources, who identified need for system access.  We apologize for this inconvenience and productivity impact.
It is important to note that we have several efforts underway to significantly improve elements of the On-Boarding, Re-Boarding and Off-Boarding.  We will be outlining these efforts to provide executive county leadership with a status at our Quarterly IT Governance Meeting.
June 2019
Question: VCW Parking Lot

Can someone look into put speed humps in front of the IT suite space? Ever since the gates have been secured, it's been like a raceway. Speeding is a problem and nothing is there to slow people down. Myself and co-workers have almost been hit on a couple of occasions. Thank you
Asset and Facility Management will investigate installing speed bumps in front of Suite 5000.
June 2019
Question: MYEP

This year's MYEP program has been a train wreck! We didn't know who was assigned to us until the last minute. Our intern received a badge, but it didn't work on the building or printers. Who is coordinating this? It is poorly run and needs to be better organized.
Thanks for your feedback. The 2019 MYEP (Mayor’s Youth Employment Program) season has been challenging on a greater scale than in previous years. As you may know, Mecklenburg County partners with the City of Charlotte for this program each year.  To be transparent, the City of Charlotte experienced turnover which has impacted how we usually operate the program.   One of the measures we have consistently had in place to ensure effective communication was establishing a point of contact (POC) for those departments with more than 5 interns.  That POC provides the information to the MYEP Supervisors for their respective departments and any questions are addressed to that POC.  For those departments with 4 or less interns, communication was with the direct supervisors.  There was a drop-in MYEP Supervisor orientation held June 12, 2019 in which we were available to provide information/details and to answer any questions.

We experienced issues with delayed building access and intern placements this year due to the aggressive hiring timeline.  Each supervisor was asked to complete a ticket in Cherwell for a security request for each intern.  I apologize for any inconvenience this may have caused.

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Address

Mailing Address:

Charlotte Mecklenburg Government Center
600 East 4th Street
Charlotte, NC 28202

Office Location:

Charlotte Mecklenburg Government Center
600 East 4th Street
Charlotte, NC 28202

MAP

Hours: Mon-Fri 8 a.m - 5 p.m.

Contact

County Manager's Office
980-314-2900