Milton-Freewater City Councilor Destiny Jensen has initiated an informal survey targeting the city’s 66 full-time employees, revealing significant dissatisfaction with the local government’s internal operations. The survey, which Jensen distributed in July, raises questions about the leadership of City Manager Chad Morris and highlights persistent issues such as low employee morale and ineffective human resources practices.
Jensen’s survey was prompted by a series of anonymous emails she received, detailing grievances from city employees about various aspects of governance. Following this, other council members expressed skepticism regarding the validity of the survey’s findings, suggesting the need for legal counsel before making any public comments.
On August 27, 2023, David Blanc, the city’s attorney, stated he could not provide insights into the situation at that time. The survey, which consisted of six questions, was disseminated using city email addresses, making the responses accessible as public information. The East Oregonian newspaper acquired the survey results and related communications through a public records request.
Jensen, who took office in January 2024 after running unopposed for an at-large representative position, aimed to foster trust and collaboration within the city government. Since February 14, 2023, Jensen has been receiving anonymous complaints about city management, prompting her to bring her concerns to the council. “I told them of my huge concerns and felt like they treated me like I was a kid,” she remarked, expressing her frustration about the council’s response.
The survey garnered 29 responses, with employees rating various issues on a scale from zero to 10. Among the complaints were concerns about Morris’ leadership style, potential budget miscalculations, and allegations of the HR department’s lack of communication. Some responses indicated that “good” employees were considering leaving their positions due to the prevailing atmosphere.
Jensen’s inquiries also included questions regarding employee safety in volatile situations, particularly related to discussions around concealed carry policies in the workplace. In a bid to gather more comprehensive employee feedback, she sought to send out an anonymous survey that would require all employees to participate, describing it as an efficient way to gauge staff morale.
The League of Oregon Cities noted that Jensen’s approach is atypical. According to Kevin Toon, the organization’s communications director, employee satisfaction is generally assessed through formal processes involving department heads or as part of a city manager’s annual evaluation.
During a council work session on July 28, Jensen expressed her desire to meet with city employees, a request that Morris deemed legal. Following this, she independently distributed the survey, instructing employees to submit their responses to her home mailbox by August 11. This method raised concerns regarding the legality of using a mail receptacle for unauthorized items, which could lead to fines or imprisonment if fraudulent intent is involved.
In a follow-up email, Jensen emphasized that the responses would remain confidential and anonymous, promising to share the results with all employees on August 12. Despite her assurances, some city officials have raised doubts about the authenticity of the responses, as some were returned with names attached. Furthermore, it was suggested that not all city employees had received the survey, with approximately 13 staff members, including department heads, reportedly excluded from the distribution.
Council members have expressed a desire for unity in addressing the issues raised, with Council President Steve Irving remaining silent on the controversy. Councilor Emily Holden stated she is awaiting legal guidance on how to handle the sharing of anonymous complaints to ensure the protection of citizens. Meanwhile, Council member John Lyon emphasized the need for the council to present a united front, acknowledging that achieving this can be challenging.
As the city grapples with these revelations, Morris, who has been in his role for 15 months, noted that the council had previously agreed to wait for a collective approach to staff survey questions. He expressed concerns about the methodology used in Jensen’s survey, stating that it did not adhere to established industry standards.
“I’m looking forward to the resolution of this situation,” Morris said, acknowledging that it is not unusual for employee dissatisfaction to arise during leadership transitions. The council’s ongoing discussions aim to create an official staff survey that aligns with best practices, ensuring that employee feedback is collected in a manner that fosters trust and collaboration within the city government.