City of Henderson, Neveda

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3 days ago

Vehicle Mechanic – new

City Of Henderson Henderson, KY

May provide direction, guidance and assistance to employees, inmates, or other individuals as assigned; may organize and prioritize workload; may… jobsradar.com


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Oasis in the Desert

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City of Henderson, Neveda Reviews

3.6
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  • A mixed bag. Some great aspects, some terrible.

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Anonymous Employee
    Current Employee - Anonymous Employee
    Doesn't Recommend
    Negative Outlook

    Pros

    The shining star is that work life balance is top notch. People here work 38 hours per week (outside police/fire at least). The office is a ghost town at 5:30pm. Since very few people work any overtime, you won't be expected to work overtime either. Plenty of vacation time and usually not many problems in actually using it. Having Fridays off is a huge benefit. Pay is decent, still top of the local government employers, but whereas pay used to be on par with private sector, that's really no longer the case.

    Cons

    - Constant management change. The city churns through senior management which creates a constant change of priorities. - Due to the nature of government work there is a lack of objective goals (which would typically be profit in the private sector) so management at all levels has to come up with some form of goals to demonstrate they are doing a good job. These goals can often be completely abstract and generally worthless. They often involve winning "awards" (which are usually essentially purchased) which management can point at a say "see.. that person/group said I am doing a good job.". These ridiculous goals flow down and staff wastes time collecting statistics on things nobody cares about to go in a report which nobody will read. - Tons of CYA and liability transfer. Very few decisions are ever made individually, even by senior management. Everyone here is in the business of not being personally responsible for any decisions made. - Very few opportunities for advancement. This is part pro, part con. People work here for their entire career. It's not uncommon to find people who are in their 20th year of employment with the City. That also means unless someone is retiring then there are very few openings. - Pay and benefits are on the decline for the foreseeable future. The reality is there are few options for the City to increase revenue. The money simply isn't there for much in the way of raises. Any money that is available, fire and police are first in line with their hands out. Not all staff are unionized at the city. If you're hired into the non-union (non-represented) group, expect to receive the short end of the stick consistently. - The "pay for performance" system for non-represented is a joke. You can get a 2% or 3% raise or bonus. 3% is for "high performers" 2% is for everyone else. A 1% "high performer" differential is insulting. On top of that, management wants to keep the number of "high performer" bonuses/raises at a bare minimum. Meanwhile the unions continue to negotiate for base wage increases which compound and increase their future retirement benefits.

    Advice to Management

    - Stability in management is key. The constant changing of priorities (let's do bicycle everything today, now bicycle nothing) makes it difficult to ever make any forward progress. - Work on developing better goals. Goals that actually result in improvements that benefit the city and citizens rather than goals that simply puff up the reputation of senior management would be welcomed. - True fairness amongst the unions and non-represented. I believe in the past this was the goal, but it's quite clear that is no longer the case over the last few years.


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