Archived Story
City needs to focus on depth chart
Published 9:00am Friday, July 20, 2012Most Ironton residents don’t think about what happens when they flush their toilets. And next week, for the first time in more than 20 years, the main individual who did will no longer be employed with the city.
Wastewater superintendent John Haskins tendered his resignation earlier this month, effective July 24. Not only does the city lose an employee who has served residents for more than two decades, it also loses an individual who has very specific certifications and trainings. He will be hard to replace, especially at a salary level that doesn’t stack up well with similar positions across Ohio.
Haskins, by most accounts enjoyed his job, but cited a number of frustrations tied to the city’s ongoing financial challenges.
His resignation perfectly illustrates two major problems the city faces: getting its unions to be a part of the solution rather than part of the problem and creating a leadership team that has the depth for the future.
Haskins cited manpower issues, lack of equipment and problems with an employee who wouldn’t show up for work. Wastewater is an enterprise fund that pays for itself but, like several others within the city, is being crippled by employee benefit packages that are unsustainable and the unwillingness of the union to accept concessions rather than forcing layoffs.
This also shows that the city hasn’t put much thought into creating depth in its departments. What plan was in place if Haskins retired or was injured? Could the city have determined his successor and started a training program years ago? What about the city’s other departments? What happens if some of those individuals leave?
These are two fundamental components that must be resolved if the city is ever going to move forward.
It isn’t enough just to respond to the crisis at hand. Ironton must think progressively and prepare for the future.
Mick–Evidently, the writer of this article feels that Ironton’s progress or survival should rely on underpaid workers with substandard benefits. This way of thinking breeds inferior services.
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The above is no excuse not to do your job. If your performance is lousy, where is the incentive to hand out raises?
As far as worker not showing up for work, a meeting should have followed with the worker,supervisor and mayor. Then start recording improvements,or not, on performance.
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Aren’t you one of those anti-big government republicans?
Why don’t you guys get together and figure out a free-market solution for this and show us how it’s done?
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Evidently, the writer of this article feels that Ironton’s progress or survival should rely on underpaid workers with substandard benefits. This way of thinking breeds inferior services. It is obvious, an increase in City Income Tax is long over due. What is the Mayor’s salary? What benefits does he receive? Is there a city position that could be eliminated and the duties assumed by the mayor? Is it financially feasible for Ironton to remain incorporated? It appears there has been a management problem in the Wastewater department (employee who wouldn’t show up for work) Why wasn’t disciplinary action taken? Over the past several years there has been drastic increases in the cost of everything, this includes services.
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When the mayor won’t allow disciplinary action to be carried out by the supervisors there is definitely a management problem. His decisions are based on what is best for the unions only not what is best for the city.
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