My sources tell me the second employee planned to be given a $10,000 share of Glenda White's salary upon her release, Shep Coggin, is a relative of the City Attorney's Assistant Janet Matteson.
This is unconfirmed.
Yesterday I made a public records request that, if fulfilled, would capture all the documents I have in my possession already and others I know about. I can't disclose the documents I already have officially until the records request is complied with. That way the City has to provide all documents or gets to explain to the State Attorney why I have documents that the City didn't turn over as part of my request.
Other items of note:
- As of today, there is no job classification for Assistant Port Director http://www.ci.pensacola.fl.us/DocumentCenter/Index/115
- Amy Miller has failed to perform her job as detailed in the job classification for Port Director. Her job classification states:
- Selects personnel for the department, participates in the training and development of personnel, and responsible for various personnel matters (i.e., disciplinary action, etc.) in cooperation with Human Resources. http://www.ci.pensacola.fl.us/DocumentCenter/View/5593
- Amy Miller circumvented HR in the case of Glenda White by allegedly conspiring with a direct report to terminate her for the direct reports financial gain outside the knowledge of HR.
- The City Employee Manual states: Discrimination against any person in recruitment, examination, appointment, training, promotion, retention, discipline or any other aspect of personnel administration or non‐merit factors because of political or religious opinions or affiliations, or because of race, age, sex, disability, national origin, marital status, or any other legally protected status is prohibited.
- The HR Manual also states: Performance evaluations should be conducted annually, on the anniversary of entry into the classification. However, new employees should be introduced to the rating criteria within the first two weeks of employment. Supervisors should use this time to explain specific responsibilities and expectations so there are no surprises when the first evaluation occurs. If an employee is experiencing performance issues during the year, supervisors should meet to discuss performance issues and expectations in an effort to correct the problems and answer questions the employee may have. These sessions should be documented. Supervisors are encouraged to document performance on a continual basis. Make daily or weekly notes about positive and negative performance, since the annual evaluation should represent performance for the entire year. Documentation should be behavior‐ based. For example, documenting what the employee said or what the employee did— these objective notes will be beneficial during the rating process.
- The Manual continues: When the employee’s anniversary date approaches and it’s time to conduct the evaluation, the supervisor is responsible for reviewing and rating the employee on the approved form. The supervisor should meet privately with the employee to discuss both positive and negative behavior during the rating period. The form contains a section for employees to submit a written response to any performance evaluation. Written responses must be free of profane, discriminatory, abusive, or inflammatory language. After the supervisor meets with the employee and the employee has an opportunity to comment, the rating supervisor’s supervisor is asked to review and sign the evaluation form. http://www.ci.pensacola.fl.us/DocumentCenter/View/127