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
Vision for CDF CultureVision for CDF Culture
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!
Vision for CDF CultureVision for CDF Culture
Open doorOpen door
Excellent Excellent communication communication exists between exists between management and management and laborlabor
(Up and down)(Up and down)
Vision for CDF CultureVision for CDF Culture
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
Vision for CDF CultureVision for CDF Culture
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
Vision for CDF CultureVision for CDF Culture
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
Vision for CDF CultureVision for CDF Culture
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
Vision for CDF CultureVision for CDF Culture
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
Vision for CDF Org. StructureVision for CDF Org. Structure
Reduce the bottleneck or funnel Reduce the bottleneck or funnel effect of decision-makingeffect of decision-making
Vision for CDF Org. StructureVision for CDF Org. Structure
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
Vision for CDF Org. StructureVision for CDF Org. Structure
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!
Vision for CDF Org. StructureVision for CDF Org. Structure
Foster organizational succession Foster organizational succession planningplanning
Vision for CDF Org. StructureVision for CDF Org. Structure
Improve upward mobility for all Improve upward mobility for all classificationsclassifications
Vision for CDF Org. StructureVision for CDF Org. Structure
Minimize dead-end jobs!Minimize dead-end jobs!
Vision for CDF Org. StructureVision for CDF Org. Structure
Leaders are empowered and Leaders are empowered and accountableaccountable
Vision for CDF Org. StructureVision for CDF Org. Structure
Re-evaluate approval levelsRe-evaluate approval levels
Vision for CDF Org. StructureVision for CDF Org. Structure
Focus on improved customer and Focus on improved customer and employee satisfactionemployee satisfaction
Vision for CDF Org. StructureVision for CDF Org. Structure
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!
Vision for CDF Org. StructureVision for CDF Org. Structure
Improve operational Improve operational effectiveness!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. Structure
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
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