| Field | Value |
|---|---|
| N/A | |
| Question 1: Please select the response indicating your level of agreement with each of the following statements based on your experience, opinions, or perceptions. | N/A |
| Question 2: How familiar are you with the following policies? | N/A |
| Question 3: I know where to seek advice on the following: | N/A |
| Question 4: How familiar are you with the functions and responsibilities of the following roles or offices? | N/A |
| N/A | |
| Question 1: Please mark the response indicating your level of agreement with each of the following statements based on your experience, opinions, or perceptions. | N/A |
| N/A | |
| Question 1: When was your last ethics training? | 6 to 10 years ago |
| Question 2: In 2017, the City of Philadelphia expanded its Integrity Officer Program to have Integrity Officers in departments to disseminate information about ethics policies and procedures. Do you know who is your department’s Integrity Officer? | No |
| Question 3: How familiar are you with Integrity Week – a week of events for all City employees to build awareness about ethics and integrity in City government? | glikertcol8577719a7 |
| Question 4: What ethical issues or programs would you like to know more about through training or other outreach? | N/A |
| Question 5: In your opinion, what is one thing the City could do to build a strong ethical culture in City government? | The City should do a better job at interviewing Deputy Administrators and their credentials. Also, should be re- interviewed with every change of Mayor. (since they are appointed) They do not have to punch in and out on a time clock, like we do. So , they come in whenever they want like 11 - 12 am and leave anytime they like. They are the people who make it harder for employees who do a good job, if they are not liked by the Deputy Administrator. Then you are not acknowledge for your work While others because they are friends can do what ever they like, In other words, no matter what work you do that Deputy Administrator will not recognize nor give you credit for. Therefore giving you a bad annual review even when your supervisor would like to give you a better review the Administrator will override the supervisor. And if they really do not like you, you get a SPECIAL ANNUAL review, that they find something wrong with you because you question there authority. Therefore giving you a disadvantage for when test come up for advancement. So putting smart and fair qualified people in place could change the dynamics of a whole department. I kind of feel what is the point of this survey? Feeling unheard for years while working in a hostile and retaliatory environment. |
| N/A | |
| How long have you been employed with the City of Philadelphia? | 11 years or more |
| In your current position, are you directly responsible for supervising or managing staff? | No |
| Your age category? | 65+ years |
| Department Name? | Office of Property Assessment |
Top