Dunedin City Commission Workshop – June 3, 2025

The Dunedin City Commission convened a workshop on June 3, 2025, at 9:00 a.m. to discuss two main topics: the 2025 City of Dunedin Employee Experience Survey and an update on the city's grant program. The meeting included presentations from staff and an external consultant, followed by commission questions and discussion. No formal votes were taken, but direction was given for follow-up actions.

Employee Experience Survey

• Presentation: Human Resources/Risk Management Director Theresa Smalling and Dr. Stephen Neely (Forward Analytics) presented results of the anonymous survey (open March 4–25, 2025). The response rate was 45% (190 of 423 employees).
• Key Findings:
  • High individual satisfaction (90% feel belonging) but only 60% perceive high overall workplace morale.
  • Strong mission alignment: 94.2% proud of work, 93.7% see how job contributes to city goals.
  • Organizational values alignment nearly 90%, but accountability perceptions low: 57.7% believe employees are held accountable.
  • Supervisor relationships are a major strength (above 80% positive).
  • Cross‑department communication is the weakest area: only 53.8% feel departments communicate well.
  • Wellness offerings need better timing and relevance.
• Commission Questions: Commissioners asked about departmental response rates, validity (margin of error ~5%), comparisons to the 2019 survey (none done due to demographic changes), and recommendations for improvement. Dr. Neely suggested liaison models, communicating accountability mechanisms, career‑planning in evaluations, and leveraging communication channels to reinforce values.
• City Manager Comments: City Manager Jennifer Bramley celebrated innovation, values alignment, and supervisor relationships. She acknowledged silos and accountability perceptions and committed to developing action plans with department directors, including addressing interdepartmental communication and workload equity. She will communicate survey results and planned actions to employees.
• Outcome: The commission supported regular surveys (annual or biennial), deeper analysis of cross‑department communication (e.g., focus groups), and tracking trends over time.

Grant Program Update

• Presentation: Strategy & Sustainability Manager Nicole Delfino and Grant Program Specialist Camille Zoller provided an update on the city's new grant program, established with the December 2024 hire of Zoller.
• Key Developments:
  • Compiled a comprehensive grant application database (GAD) covering the past five years, including both successful and unsuccessful applications.
  • Updated the grant procurement policy (approved April 2025) to allow faster staff application submissions.
  • Notable 2025 successes: Award of $4.6 million from the USDA Emergency Watershed Protection (EWP) program for drainage clearing and stabilization, but funding is paused due to a federal moratorium.
  • Active applications: Five projects submitted for Hazard Mitigation Grant Program (HMGP) under Hurricanes Helene and Milton; applications for TD Charitable Foundation, T‑Mobile Hometown Grants (not selected), and FDOT District 7 Discretionary funding for the Freebee Loop.
  • Requested $5 million for Marina Hurricane Recovery and $850,000 for Stormwater System Recovery from the state legislature.
• Discussion: Commissioners asked about the process for matching grants to budgeted projects, potential impacts of federal funding freezes on state grants, and opportunities to fund internships (e.g., ICMA fellowship). The grant specialist emphasized that most applications target already‑budgeted capital projects.
• Outcome: The commission expressed support for the grant program's organized approach and encouraged continued pursuit of state and private funding to offset general fund costs (e.g., Freebee Loop).

Informational Items

• Mayor Freaney noted the success of the PRIDE Family Fest (first‑time event) which raised about $1,000 for the Dunedin Chamber of Commerce. Commissioners also attended Dunedin High School graduation and commended the graduates and school administration.

Key Outcomes

• No formal votes or resolutions were adopted. The commission directed staff to:
  • Develop and present an action plan to address employee survey findings, especially cross‑department communication and accountability perceptions.
  • Continue applying for grants despite federal uncertainty, with a focus on state and private sources.
  • Consider conducting the employee survey every one to two years and enabling trend analysis.
• City Manager Bramley committed to reporting back on actions taken as a result of the survey.