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THE REORGANIZATION PLAN <br /> Phase I <br /> Many effective organizations in both the public and private sector, emphasize <br /> goal attainment through task forces, rather than a rigid "pyramid" of hierarchical <br /> command. Further, to accommodate this function, broader job classifications that allow <br /> all administrative employees to assume more responsibility that cut across <br /> "departmental", or "division" activities becomes necessary. No additional positions are <br /> recommended at this time. <br /> Our proposal attempts to better deal with the press of many demands, from the <br /> municipal organization as well as from the community, in a more efficient and timely <br /> manner. To accomplish this without hiring additional employees, we must better match <br /> the talents and skills of existing employees with the tasks and initiatives to be done. <br /> This means some reassignment, and some promotion of personnel. In no case, <br /> however, has any existing service been decreased from that which is currently available. <br /> To the contrary our attempt here is to strengthen and make services provided bv <br /> the City to be more cost effective. <br /> The proposed structural and personnel changes should be considered the first <br /> phase of a reorganization program that is underway. It is anticipated that further <br /> changes will be recommended. <br /> While the structure realigns some functions and services, it will also emphasize <br /> cross-departmental cooperation and task forcing, as opposed to more traditional "chain <br /> of command" attitudes. It is important to realize that these changes do not "lock <br /> 1 <br />