As a third party observing the situation at the Town of Orange Park, it’s clear that the significant decline in employee satisfaction cannot be overlooked. Employees are the backbone of any organization, and it’s concerning to see such low morale across various departments, especially at Town Hall. The results of the recent survey speak volumes about the lack of adequate leadership, insufficient compensation, and the absence of a supportive work culture.
When employees are feeling unheard and undervalued, as reflected in the survey’s findings, it’s essential for leadership to take immediate and effective action. The issues with micromanagement, stagnant wages, unsafe working conditions, and leadership disconnect must be addressed for the sake of not only the employees but also the community they serve.
Supporting the employees is not just about improving job satisfaction; it’s about recognizing the crucial role they play in ensuring the well-being of the town. A healthy, engaged, and motivated workforce is necessary for the town’s success and growth. Now is the time for the Town of Orange Park’s leadership to listen, acknowledge the concerns raised, and take concrete steps to rebuild trust, improve compensation, and create a work environment where employees feel valued, respected, and supported. This is not just an investment in the workforce—it’s an investment in the future of the entire town
I am the former Human Resources Manager of the Town of Orange Park, terminated on February 21, 2025.
When Sarah said the Town would have a hard time staying in black ink, she was correct. I advised no less than three people in leadership, including a Counsel member and the Interim Town Manager, that my forecasting models indicate the Town will be financially insolvent within 10 years, but most likely in less than 5, absent of significant changes.
I have a lot more to say, which will likely be public sometime next week.
I agree there is a lot of inefficiency and waste within the Town, all of which begins at the very top.
The circumstances around, what I believe to be, my wrongful termination will be released later next week unfortunately. I requested the Town engage in good faith discussions for possible institution of systemic changes, most of which would improve the overall operations, decision making, and fiscal efficacy for the benefit of residents and employees.
If the Town doesn't want to entertain these improvements, I have no choice but to go public and bring the issues to the attention of residents.
Simply put, I do not believe the Town is being governed according to the core values as established based on resident input: Accountability, Integrity, Ethics, Transparency, and Economic Stewardship.
Darn! If I knew how lax the background checks were to be a Town Manager, I would have applied!!!!
As a third party observing the situation at the Town of Orange Park, it’s clear that the significant decline in employee satisfaction cannot be overlooked. Employees are the backbone of any organization, and it’s concerning to see such low morale across various departments, especially at Town Hall. The results of the recent survey speak volumes about the lack of adequate leadership, insufficient compensation, and the absence of a supportive work culture.
When employees are feeling unheard and undervalued, as reflected in the survey’s findings, it’s essential for leadership to take immediate and effective action. The issues with micromanagement, stagnant wages, unsafe working conditions, and leadership disconnect must be addressed for the sake of not only the employees but also the community they serve.
Supporting the employees is not just about improving job satisfaction; it’s about recognizing the crucial role they play in ensuring the well-being of the town. A healthy, engaged, and motivated workforce is necessary for the town’s success and growth. Now is the time for the Town of Orange Park’s leadership to listen, acknowledge the concerns raised, and take concrete steps to rebuild trust, improve compensation, and create a work environment where employees feel valued, respected, and supported. This is not just an investment in the workforce—it’s an investment in the future of the entire town
Hi Tara,
I am the former Human Resources Manager of the Town of Orange Park, terminated on February 21, 2025.
When Sarah said the Town would have a hard time staying in black ink, she was correct. I advised no less than three people in leadership, including a Counsel member and the Interim Town Manager, that my forecasting models indicate the Town will be financially insolvent within 10 years, but most likely in less than 5, absent of significant changes.
I have a lot more to say, which will likely be public sometime next week.
I agree there is a lot of inefficiency and waste within the Town, all of which begins at the very top.
The circumstances around, what I believe to be, my wrongful termination will be released later next week unfortunately. I requested the Town engage in good faith discussions for possible institution of systemic changes, most of which would improve the overall operations, decision making, and fiscal efficacy for the benefit of residents and employees.
If the Town doesn't want to entertain these improvements, I have no choice but to go public and bring the issues to the attention of residents.
Simply put, I do not believe the Town is being governed according to the core values as established based on resident input: Accountability, Integrity, Ethics, Transparency, and Economic Stewardship.