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 1The Chief is all-The Chief is all-knowing, all-knowing, all-powerful, and powerful, and always right!always right!

Rule Number 2Rule Number 2Forget 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 CultureAn 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 encouragedencouragedIt is intended to It is intended to improve an improve an individual or the individual or the organizationorganization

Vision for CDF CultureVision for CDF CultureEmployees 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!

Vision for CDF CultureVision for CDF CultureOpen doorOpen doorExcellent Excellent communication communication exists between exists between management and management and laborlabor(Up and down)(Up and down)

Vision for CDF CultureVision for CDF CultureAn atmosphere An atmosphere of trust and of trust and confidence confidence exists in exists in SacramentoSacramentoAnd within and And within and between the between the UnitsUnits

Vision for CDF CultureVision for CDF CultureWe support and We support and depend on one depend on one another to another to accomplish a accomplish a greater goodgreater goodNo “I” in TEAMNo “I” in TEAM

Vision for CDF CultureVision for CDF CultureEvery 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

Vision for CDF CultureVision for CDF CultureSharing of power, Sharing of power, authority, and authority, and responsibility are responsibility are rewardedrewardedKnowledge is Knowledge is powerpowerOnly 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 discourageddiscouragedThis is the best This is the best way to lose way to lose power, authority power, authority and respectand respect

Vision for CDF CultureVision for CDF CultureWe try to catch We try to catch each other doing each other doing things rightthings rightRather than Rather than catching each catching each other doing other doing things wrongthings wrong

Vision for CDF Org. StructureVision for CDF Org. StructureImprove 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

Vision for CDF Org. StructureVision for CDF Org. StructureReduce the bottleneck or funnel Reduce the bottleneck or funnel

effect of decision-makingeffect of decision-making

Vision for CDF Org. StructureVision for CDF Org. StructureFlatten the Flatten the organizationorganizationLess levels top to Less levels top to bottombottomHave an effective Have an effective span of controlspan of controlDon’t build Don’t build kingdoms!kingdoms!

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

Vision for CDF Org. StructureVision for CDF Org. StructureFully 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!

Vision for CDF Org. StructureVision for CDF Org. StructureFoster organizational succession Foster organizational succession

planningplanning

Vision for CDF Org. StructureVision for CDF Org. StructureImprove upward mobility for all Improve upward mobility for all

classificationsclassifications

Vision for CDF Org. StructureVision for CDF Org. StructureMinimize dead-end jobs!Minimize dead-end jobs!

Vision for CDF Org. StructureVision for CDF Org. StructureLeaders are empowered and Leaders are empowered and

accountableaccountable

Vision for CDF Org. StructureVision for CDF Org. StructureRe-evaluate approval levelsRe-evaluate approval levels

Vision for CDF Org. StructureVision for CDF Org. StructureFocus on improved customer and Focus on improved customer and

employee satisfactionemployee satisfaction

Vision for CDF Org. StructureVision for CDF Org. StructureComing 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!

Vision for CDF Org. StructureVision for CDF Org. StructureImprove operational effectiveness!Improve operational effectiveness!

Vision for CDF Org. StructureVision for CDF Org. Structure

Improve Improve operational operational

and financial and financial efficienciesefficiencies

Vision for CDF Org. StructureVision for CDF Org. StructureDon’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 gra ms

C h ie f o fNo rth e rn

O pera tio ns

C h ie f o fSo u th e rn

O pera tio ns

Bo a rd o fFo re s try & F ire

P ro te ctio n

C hief Legal C ouncilC hief o f Legislation

AuditorEqual Em ploym ent O ffi 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 F ireMa rs h a 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 lvaSta te FireMa rsha l

Ru be n Grija lvaDire cto r

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

P ro t. P ro gra ms

Bill Ho e hma nC hie f o f No rthe rn

O pe ra tio ns

C a n da ce Gre go ryC h ie f o f So uthe rn

O pe ra tio n s

Bo a rd o fFo re s try & F ire

P ro te ctio n

G iny C handlerC hief Legal C ouncil

D ave T itusC hief of Legislation C athy S ahlm an

AuditorK aren C ohenEqual Em ploym ent Offi cer

Bill Ro b e rts o nDe puty Dire cto r

o f Mgmt Se rvice s

Bill S nyderD eputy D irector of

ResourceManagem ent

Mike J arv isD eputy D irector ofC om m unications

D ave Hillm anC hief of P revention& Law Enforcem ent

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

Fire Ma rs ha l

VacantD eputy D irector of

I nform ation &S tatistics

Next StepsNext StepsReady, Shoot, Ready, Shoot, Aim!Aim!FeedbackFeedbackTimelinesTimelines

Next StepsNext StepsIt ain’t over till It ain’t over till it’s over!it’s over!Discuss, decide, Discuss, decide, implementimplementRe-evaluate!Re-evaluate!