Score: 0
(2/1/2)
Mendocino County Grand Jury
• 2024-2025
Healing the Toxic Culture in the City of Willits Workplace June 30, 2025 Healing the Toxic Culture in the City of
⚠️ Translation Notice: This content has been automatically translated. The original English text is the official version. Translation may contain errors.
⚠️ Este contenido ha sido traducido automáticamente. El texto original en inglés es la versión oficial. La traducción puede contener errores.
Findings and Recommendations 5 findings
F1
The Grand Jury found the existence of a toxic and intimidating workplace culture at the City of Willits office (excluding the Police Department). This has prompted highly qualified, dedicated workers to leave City employment.
Related Recommendations (1)
R1
The Grand Jury recommends the Willits City Council direct its City Manager to demonstrate compliance with the existing written Personnel Policies and Procedures Manual for the City of Willits,
F2
The Grand Jury found the Willits City Council failed to provide oversight of top management for compliance with personnel policies and procedures. 2024-25 Mendocino County Civil Grand Jury
Related Recommendations (1)
R2
The Grand Jury recommends the Willits City Council create a mechanism for compliance and oversight to ensure all personnel policies are being followed,
F3
The Grand Jury found the City of Willits employees do not have an effective avenue for bringing complaints to the attention of top management. This is due to the failure to follow the Willits Personnel Policies and Procedures Manual.
Related Recommendations (1)
R3
The Grand Jury recommends the Willits City Council direct the Willits City Manager to restore and fill the position of Human Resources Director
F4
The Grand Jury found the City of Willits presently does not have a Director of Human Resources. Portions of the Willits Personnel Policies and Procedures Manual expressly contemplate such a position as employees are instructed to seek help from the Director of Human Resources.
Related Recommendations (1)
R4
The Grand Jury recommends the Willits City Council conduct annual performance reviews of the Willits City Manager by April 30 of each year.
F5
The Grand Jury found that the Willits City Council had not conducted annual performance reviews of the Willits City Manager by April 30 of each year.
Related Recommendations (1)
R5
DEBATE AND DECORUM A. Getting the Floor 6 B. Questions to Staff 6 C. Interruptions 6 D. Points of Order 6 E. Point of Personal Privilege 6 F. Decorum and Order, Council and City Staff 7 G. Decorum and Order, Audience 7 H. Enforcement of Decorum 7 I. Failure to Observe Rules of Order 7 J. Serial Meetings 7 K. Use of Technology 8 Subject Page
Additional Recommendations 16
These recommendations are not explicitly linked to specific findings.
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R6MOTIONS A. Presentation of Motions 8 B. Second Required 8 C. Precedence of Motions 8 D. Particular Motions, Purpose and Criteria 8
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R7VOTING A. Voting Procedure 10 B. Change of Vote 10 C. Failure to Vote 11 D. Conflict of Interest 11 E. Reconsideration and Rescission of Prior Action 11 F. Lost Motions 11
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R8MINUTES A. Preparation of Minutes 11 B. Minutes of Hearings 12 C. Reading of Minutes 12
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R9ORDINANCES, RESOLUTIONS, AND CONTRACTS A. Preparation of Ordinances, Resolutions, and Contracts 12 B. Prior Approval by Administrative Staff 12 C. Enactment of Ordinances 12 D. Adoption of Resolutions 13
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R10PUBLIC HEARINGS A. Application and Definition 13 B. Rights of Interested Persons 13 C. General Procedure 13 D. Presentation of Evidence 14 E. Continuances 14 F. Decision 15 G. Record of Hearing 15
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R11The Council deliberates and takes action.
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R12MAYOR AND VICE MAYOR: 15 ELECTION/RESPONSIBILITY
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R13COUNCIL GOALS A. Council Goals are set every two years by the City Council and reviewed annually. B. Staff will prepare an update on City issues, trends, and demographics to assist the City Council with preparations for their goal setting process. C. In December, the Mayor shall determine the process and facilitator he/she wishes to use for the annual review for the goal setting. The goal setting session shall be held as early in the year as possible to allow for development of work plans and allocation of resources through the budget process. Goals shall be established for two fiscal years starting on July 1 and ending on June 30. D. In December, the Mayor shall determine the process and facilitator he/she wishes to use for the annual review for the goal setting. The goal setting session shall be held as early in the year as possible to allow for development of work plans and allocation of resources through the budget process. Goals shall be established for two fiscal years starting on July 1 and ending on June 30. E. The purpose of the goal setting process is to establish a limited number of high priority consensus goals that the City will focus on for the next year. F. Staff will develop draft work plans for each goal for approval by the City Council. G. The City Manager and City Attorney are active participants in the goal setting process. Other staff may also participate in goal setting at the direction of the City Council. H. Staff will take steps to distribute Council goals to staff and the public. I. The City Council will review progress on the goals quarterly.
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R14COMMUNICATIONS 17 Subject Page
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R15COUNCIL/STAFF RELATIONS 18
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R16COUNCIL COMMITTEES 18
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R17CITY BOARDS, COMMISSIONS AND COMMITTEES 19
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R18CONFIDENTIAL INFORMATION 19
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R19STATIONERY USE AND RELATED GUIDELINES 19
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R20GENERAL A. Councilmembers will inform the City Clerk as early as possible when they will be out of town or absent from a meeting by completing an Absence from City form. B. Travel arrangements for City related business is coordinated with the City Clerk. C. For eligible expenses (i.e., any events outside of Mendocino County), receipts and travel expense reports are to be submitted no later than 30 days after the date of the expenditure.
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R21CONDUCT BY COUNCILMEMBERS 20
Conclusions 1
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CL1With information gathered, the Grand Jury determined top management has allowed a toxic and intimidating workplace to develop by failing to follow or enforce written policies and procedures. Employees have no process available to address bullying or harassment by top management because there is no Director of Human Resources and because of the fear of retaliation. The City Council failed to provide effective oversight of top management. Specifically, the City Council has failed to follow express policies and procedures as identified in the Personnel Policies and Procedures Manual regarding oversight: “The City Council shall exercise control over personnel only through the City Manager.” Section 3, 3.1, page 20. The City Council also has not conducted the annual performance reviews as required by City Council Manual of Procedures and Protocols which reads, “the City Manager shall receive performance reviews by the Council by April 30 of each year.” (page 18, Section 15. H) DISCLAIMER One Grand Jury member was recused because of an employer/employee relationship with the City of Willits, and did not participate in interviews, meetings, investigations, discussions, voting or in writing this report.
Agency Responses 1
Government agencies' official responses to this report's findings and recommendations. Click on a response to see the structured breakdown.