CDF Organizational Design Ruben Grijalva, Chief Director / State Fire Marshal May 22, 2006

CDF Organizational DesignCDF Organizational Design

Ruben Grijalva, ChiefRuben Grijalva, ChiefDirector / State Fire MarshalDirector / State Fire Marshal

May 22, 2006May 22, 2006

Rule Number 1Rule Number 1

The Chief is all-The Chief is all-knowing, all-knowing, all-powerful, and powerful, and always right!always right!

Rule Number 2Rule Number 2

Forget Rule Forget Rule Number 1!Number 1!

Don’t treat the Don’t treat the Chief that way.Chief that way.

We are all in this We are all in this together!together!

Vision for CDF CultureVision for CDF Culture

An atmosphere An atmosphere of openness.of openness.

Freedom from Freedom from fear is the normfear is the norm

Vision for CDF CultureVision for CDF CultureConstructive Constructive criticism is criticism is accepted and accepted and encouragedencouraged

It is intended to It is intended to improve an improve an individual or the individual or the organizationorganization


Employees have Employees have the freedom to the freedom to succeed…and to succeed…and to failfail

Without ending Without ending up in Blythe!up in Blythe!


Open doorOpen door

Excellent Excellent communication communication exists between exists between management and management and laborlabor

(Up and down)(Up and down)


An atmosphere An atmosphere of trust and of trust and confidence confidence exists in exists in SacramentoSacramento

And within and And within and between the between the UnitsUnits


We support and We support and depend on one depend on one another to another to accomplish a accomplish a greater goodgreater good

No “I” in TEAMNo “I” in TEAM


Every employee Every employee should view should view

themselves as themselves as coaches, coaches, teachers, teachers, mentorsmentors We all have a We all have a

responsibility to responsibility to prepare the next prepare the next

generationgeneration


Sharing of Sharing of power, authority, power, authority, and and responsibility are responsibility are rewardedrewarded

Knowledge is Knowledge is powerpower

Only when it is Only when it is shared!shared!

Vision for CDF CultureVision for CDF CultureWalls, turf, and Walls, turf, and hoarding of hoarding of power and power and authority is authority is discourageddiscouraged

This is the best This is the best way to lose way to lose power, authority power, authority and respectand respect


We try to catch We try to catch each other doing each other doing things rightthings right

Rather than Rather than catching each catching each other doing other doing things wrongthings wrong

Vision for CDF Org. StructureVision for CDF Org. Structure

Improve organizational decision-Improve organizational decision-making through a process of making through a process of

consensus buildingconsensus building

But, not to the point of But, not to the point of stagnation and indecisionstagnation and indecision


Reduce the bottleneck or funnel Reduce the bottleneck or funnel effect of decision-makingeffect of decision-making


Flatten the Flatten the organizationorganization

Less levels top to Less levels top to bottombottom

Have an effective Have an effective span of controlspan of control

Don’t build Don’t build kingdoms!kingdoms!

Vision for CDF Org. StructureVision for CDF Org. StructureUnity of Unity of CommandCommand

Every Every employee employee should know should know who they who they report toreport to

Improve Improve organizational organizational communication communication through the through the organizational organizational structurestructure


Fully integrate Office of the State Fully integrate Office of the State Fire Marshal into CDFFire Marshal into CDF

Recognize the legislative Recognize the legislative mission!mission!


Foster organizational succession Foster organizational succession planningplanning


Improve upward mobility for all Improve upward mobility for all classificationsclassifications


Minimize dead-end jobs!Minimize dead-end jobs!


Leaders are empowered and Leaders are empowered and accountableaccountable


Re-evaluate approval levelsRe-evaluate approval levels


Focus on improved customer and Focus on improved customer and employee satisfactionemployee satisfaction


Coming to work Coming to work should be fun, should be fun,

because because employees get a employees get a

chance to do chance to do what they do what they do best…every best…every

day!day!


Improve operational Improve operational effectiveness!effectiveness!


Improve Improve operational operational

and financial and financial efficienciesefficiencies


Don’t build kingdoms!Don’t build kingdoms!

CDF Organization ChartCDF Organization Chart

Chief D eputyD irecto r

S tate FireMarshal

D irecto r

C h ie f o f F ireP ro te ctio nP ro g ra ms

C h ie f o fNo rthe rn

O pe ra tio ns

C h ie f o fSo u the rn

O pe ra tio ns

Bo a rd o fFo re s try & Fire

P ro te ctio n

C hief Legal C ouncil

C hief of Legislation

Auditor

Equal Em ploym ent Offi cer

De putyDire cto r o f

Mgmt Se rvice s

D eputy D irectorof ResourceManagem ent

D eputy D irectorof

C om m unications

C hief ofPrevention & Law

Enforcem ent

As s is ta n tS ta te FireMa rs ha l

D eputy D irectorof I nform ation &

S tatistics

CDF Organization ChartCDF Organization Chart

C rawford TuttleC hief D eputy

D irector

Rube n Grija lvaS ta te FireMa rs ha l

Rube n Grija lvaDire cto r

Ke n McLe a nC h ie f o f F ire

P ro t. P ro g ra ms

Bill Ho e hma nC h ie f o f No rthe rn

O pe ra tio ns

C a nda ce Gre go ryC h ie f o f So u the rn

O pe ra tio ns

Bo a rd o fFo re s try & Fire

P ro te ctio n

G iny C handlerC hief Legal C ouncil

D ave T itusC hief o f Legis lation

C athy S ahlm anA uditor

K aren C ohenEqual Em ploym ent O ffi cer

Bill Ro be rts o nDe puty Dire cto r

o f Mgmt Se rvice s

B ill S nyderD eputy D irector of

ResourceManagem ent

Mik e J arv isD eputy D irector ofC om m unications

D ave Hillm anC hief o f P revention& Law Enforcem ent

Ka te Da rga nAs s is ta n t S ta te

Fire Ma rs ha l

V acantD eputy D irector of

I nform ation &S tatistics

Next StepsNext Steps

Ready, Shoot, Ready, Shoot, Aim!Aim!

FeedbackFeedback

TimelinesTimelines

Next StepsNext Steps

It ain’t over till It ain’t over till it’s over!it’s over!

Discuss, decide, Discuss, decide, implementimplement

Re-evaluate!Re-evaluate!

Documents

CDF Organizational Design Ruben Grijalva, Chief Director / State Fire Marshal May 22, 2006