Marcus Reed

Background

About Marcus Reed

City of Westfield Fire Department From 2016-2021 the organization was engaged in processes to connect the workers with managers & the organization to the community. Trust and transparency improved allowing members to engage in frank, courteous, and professional discourse in a retaliatory free environment. Below are some additional highlights: LABOR - MANAGEMENT WFD enjoys a very positive labor-management which allowed the organization to make improvements in job satisfaction for the firefighters which translated into improved service to the citizens. MENTAL HEALTH & WELLNESS The 2022 budget included funding for a Behavioral Health Specialist for public safety employees and support of the Wellbeing Coalition of Westfield to support mental health issues community wide. We partnered with ProTeam Tactical to address work related injuries faster, and functional movement to reduce the likelihood of musculoskeletal injuries. PROFESSIONAL DEVELOPMENT Linked professional development to the promotional process, formalized career paths, created engineer/driver positions, created probationary task books for company officers & battalion chiefs, gave access to professional coaching to leaders. RECRUITMENT & HIRING Established hiring process geared towards character vs credentials. Utilized lateral hiring practices to ensure employees were not overworked due to vacancies & retirements. PLANNING Inherited a strategic plan that was worked through to completion, then developed multiple 3- year planning cycles moving forward. Outcomes included improving ISO rating, staffing plan in 2021 that was adopted by city council included an additional 33 firefighters, building 2 new fire stations with plans for a third in 2027. ORGANIZATIONAL DOCUMENTS Developed Annual Budget Document, 5-Year Capital Plan, Fleet Plan with neutral third-party audit of the City, water system, roadways, and anticipated building construction in order to ensure fleet purchases meet the community needs. ORGANIZATIONAL CULTURE Addressed the lack of transparency through frequent and improved internal communications, psychological safety prioritized and practiced, and instituted a reliability management program to understand why a negative outcomes occurred rather than reacting to outcomes.