The Town of Innisfail has fired yet another fire chief. That's two in as many years. Good help is hard to find. But is good help hard to keep?
Our fire chief Dean Clark was fired three weeks ago, although the town may use the euphemism “parted ways” or the like in eventual press releases. Semantics aside, the chief administrative officer informed Chief Clark he is no longer employed by the town, effective immediately. Clearly, he was fired, punted, given the boot.
Why was he being “let go?” To my knowledge, no reason was given, other than “without cause,” a generic human resources, labour relations and legal term, which means “go away, we don't like you or want you, we're not telling you why, but here's a lot of money so you can't sue us.”
Chief Clark assumed his position as Innisfail fire chief less than two years ago. He brought with him over two decades of firefighting experience. He was formerly fire chief of Yorkton, Sask. as well as president of the Saskatchewan Association of Fire Chiefs.
During his short tenure, he virtually doubled the hours of training for all firefighters, at the same time reducing costs to the town by thousands of dollars. This was due to his council-approved restructuring of the pay scale for firefighters, based on experience and training levels.
I know several of the department's members personally, and many more casually. I have met Chief Clark on many occasions and have been more than impressed by his knowledge, experience, humour and overall passion for firefighting, as well as for inspiring and educating those around him.
I know for a fact that many, if not all, of the fire department's members are shocked, confused and angry at all of this. They are in disbelief, shaking their heads and wondering why.
They know and admire Chief Clark as a man of great integrity, dedication and leadership. A man they would figuratively and of course literally follow into a burning building. Why would they do that? Simply put, trust.
Prior to Chief Clark's tenure, Innisfail hired Chief Dan Ross in February 2014.
Innisfail's first full-time fire chief brought with him as well, over two decades of experience. Alas, his job also suddenly ended about eight months later!
As reported in the Oct. 21, 2014 Innisfail Province “...Dan Ross and the town ‘parted ways,' said Helen Dietz, the town's chief administrative officer.”
In light of this recent development with Chief Clark, I spoke with Chief Ross, now chief of Charlie Lake Fire Deptartment this week about his own “parting” with Innisfail.
He told me simply that he was “fired.” There was no parting of ways, or any such euphemism. The town's CAO came to his office, unceremoniously presented him with an envelope of papers, and he was “abruptly dismissed and told to get out.”
Chief Ross also told me that six weeks prior to this, he received a positive performance review and that in the interim nothing negative had been mentioned.
He told me, “To this day, I don't know why I was fired.”
So now what will happen when the next fire chief candidate does a quick internet search to find out why there have been two chiefs fired in as many years? Will this experienced professional give a serious consideration to a position in Innisfail? Or will we end up having to hire a far less experienced chief? What about training, leadership, public safety?
These particular dismissals without cause of our fire chiefs Clark and Ross appear to be a symptom of an even greater problem. There seems to be something seriously dysfunctional in our town's upper management.
Firing without cause costs a great deal of money for the town and the taxpayers in terms of severance pay, recruitment for replacement, orientation, training, relocation, etc.
However, and perhaps more importantly, the cost that will not be on the next town agenda or budget, is the cost to the reputation of these good men. It's outrageous and unconscionable.
These specific firings are quite troubling. Yet, while these are somewhat higher profile cases, there seems to be an even greater problem at our town office.
I have heard directly from several people, and about many others indirectly, how they end up having to quit their jobs at the town due to health reasons caused by undue stress related to upper management's culture.
Several have cited a fear of speaking their minds, or going on record due to a confidentiality agreement they had signed with the town.
Case in point, a year or so ago, it was well documented in the Innisfail Province that Tammy Oliver-McCurdie, the team lead for Family and Community Support Services, and two of her colleagues resigned abruptly due to management issues. What causes professionals to decide as such?
These are significant departures; however, I feel there are even more that we are not aware of.
This is a wonderful, beautiful town. I truly love it. I plan to stay for quite some time. And it's because of this love that I need to question why so many people have left its municipal employ.
What is the culture in this office that results in skilled, passionate and wonderful people leaving, voluntarily or otherwise?
I ask you all, and especially former or current employees of the town, what has happened? Why is there such dissension? Will you speak out?
I ask our mayor and councillors, please look into this. Talk to all the staff, not just through “proper channels.” You owe it to your staff. You owe it to yourselves. You owe it to us. To Innisfail.
Questions must be asked and answered!
Why is the town firing fire chiefs?
How much has this cost the town in related severance?
How much has and will this cost in future recruitment/headhunting?
How can the town recruit any professional with this history?
What is the turnover rate of town employees compared to comparable sized towns over the last five years?
Does the town do exit interviews with staff when they leave?
If not, why not?
If so, who conducts them, and do the mayor and councillors have access to the results of these interviews?
But really, the most important question we all have to ask is why?
Why is good help not easy to keep?
Jim Carroll
Innisfail
