June 25, 2025 • 34 mins
What makes people stay in a job for nearly two decades? In this episode, longtime City of Milton employees Matt Marietta and Jeanette “JC” Citta share what it’s really like to help build a local government from the ground up and why they’ve never left. From folding tables and borrowed office space to shaping a culture rooted in purpose and people, Matt and JC offer a rare inside look at how Milton became the kind of workplace (and city) people are proud to be part of.
It’s an honest, thoughtful, and sometimes funny conversation about flexibility, community, and what matters most when it comes to staying power.
Looking for a new opportunity? Check out our openings: www.miltonga.gov/careers
Questions? Email them to hr@miltonga.gov
With the community in mind, this podcast explores the stories, people, and initiatives that make our community unique. Each episode offers insights into local government, highlights Milton's history and future developments, and showcases the vibrant arts, culture, and sustainability efforts shaping our city. Join the conversation, celebrate our community, and discover how we're building a better Milton together.
Do you have an idea for an episode or would like to request a specific topic to be covered? Email Christy Weeks, christy.weeks@miltonga.gov
Learn more about the City of Milton at www.miltonga.gov.
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Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Speaker 1 (00:07):
Welcome to Milton and Maine, the official podcast for
the city of Milton.
We want to bring you closer tothe heart of our community
through stories that inform,inspire and connect.
Each episode offers abehind-the-scenes look at the
people, projects and prioritiesshaping Milton, covering
everything from local governmentand future development to arts,
culture, sustainability andpublic safety.
(00:28):
Whether you're a resident, alocal business owner or just
curious about our city, this isyour front row seat to what
makes Milton special.
Welcome back to Milton in Maine.
I'm Christy Weeks, thecommunication manager for the
city of Milton, and I'm yourhost today.
Today we're going to talk aboutsomething that doesn't always
make the headlines but plays ahuge role in how organizations
function, and that's culture.
(00:48):
We're talking the lived-in,day-to-day kind that shapes how
people show up to work, howteams connect and what it really
feels like to be a part ofsomething bigger.
To help unpack that, I'm joinedby two people who don't just
understand the importance ofculture.
They've helped shape it here inMilton pretty much since day
one.
Matt Marietta, our humanresource director, and Jeanette
(01:09):
Sita as most of us know her asJC and she's our payroll and
benefits specialist have bothbeen with Milton since its
inception and have served invarious departments throughout
the city and that kind oflongevity gives them a rare
perspective not just on howMilton's organizational culture
has grown and shifted, but onwhy it matters and what it takes
(01:30):
to build something lasting.
So with these two on the micstoday, they're not just our HR
professionals, they areliterally part of the city's DNA
.
So, matt JC, welcome.
Speaker 3 (01:40):
Thank you, thank you.
Speaker 1 (01:42):
You both have recently taken on new roles in
HR and, with your history thatgoes way back into 2007, I'd
like for you both to walk usthrough your journey, matt.
Speaker 3 (01:56):
So, as you say, I deployed with the Milton Public
Safety Department back in 2007,right when they first formed.
Before coming to Milton I hadkind of made the tour of police
and fire services.
I was a police officer for awhile in the city of Roswell but
I've had a fire background aswell fire and EMS background in
(02:17):
Milton that was deploying as apublic safety department with a
combined police and firedepartment, and I'd always
wanted to do that and that wasintriguing to me.
So it was an opportunity to tryto build a department from the
ground up, and so as soon as Isaw the opening, I signed on.
Since that time, I started offas a lieutenant in uniform
patrol on the police side.
(02:38):
I got my emergency managementcertification and they pulled me
to admin and I went and got myfire certification and got my
EMT in the state of Georgia andtook a brief tour through the
city manager's office and thenin 2010 became a fire marshal, a
role that I had until 2016,when I was promoted to deputy
(02:58):
fire chief and I was deputy firechief of administration.
So I got to do a lot of budgetand capital projects.
Speaker 1 (03:07):
Right the behind the scenes stuff that nobody hears
about.
Yes, oh, lucky you.
Speaker 3 (03:10):
Exactly, yeah, so human resources and recruiting
and internal affairs was a bigpart of what I did.
So you know, while it seemskind of odd to pluck somebody
out of the fire department toput them in the role that I'm,
in now.
Speaker 1 (03:22):
I'm not going to lie.
I was like really.
Speaker 3 (03:30):
Yeah, out of the fire department to put them in the
role that.
I'm not going to lie, it wasn't.
I was like really Okay, um,there, there is a little bit of
a background there to support it.
And then, uh, academically I'vebeen educated in public
administration, so I've got apretty deep history and on the
admin side of government service, on the educational front too.
Speaker 1 (03:42):
That's amazing.
That's quite a journey.
It's not boring.
Speaker 3 (03:44):
No, it's been interesting, definitely not
boring.
Speaker 2 (03:47):
Yeah, jc, what do you got?
I came into the city of Miltonafter working in the corporate
world.
I fell in love with this area,which is what brought me to the
city of Milton before it becamea city, because my husband and I
were moving and we would travelthrough Milton to get to our
new area.
Yeah, I actually sent my resumein as soon as they published a
(04:10):
notice they were incorporatingthe city.
So the very first city managerway back then sent me an email
back and said okay, we haven'tstarted hiring yet, but I'll
move your resume Right.
Perfect perfect, I was the firstsecond person in the public
safety department to be hired.
I didn't know that, and Iworked with the public safety
(04:31):
director at that time, whoultimately became the city
manager of milton.
Okay, chris locker button.
Okay, city manager foralpharetta oh, look at that.
Speaker 1 (04:41):
I didn't know that this is going to be one of those
episodes where Christy learns alot.
Speaker 2 (04:46):
I'm just saying, and I actually was there from the
very beginning supporting policeand fire.
I was the only supportpersonnel on board so I carried
around a bunch of red foldersand a bunch of blue folders
everywhere we went and we weredown at the perimeter because we
had no offices in Milton at thetime.
I enjoyed that.
(05:08):
I continued on.
When they split the departments, I continued with the police
department.
At that point I always workedin the payroll sector as a
support person in fire andpolice and even when I moved to
City Hall for communitydevelopment lease, and even when
I moved to City Hall forcommunity development I handled
(05:29):
all the time sheets and itemslike that for Bob the director.
And so when this position cameup, I mean it was like perfect
for me, kind of a natural fit,even though I'm at retirement
age.
Speaker 1 (05:40):
I do not want to retire, but I felt like I needed
to do something that would keepme interested until I decided
to retire and I think that's animportant thing to keep in mind
as we're going along here,because I want to go back to
that, Because I think whathappens a lot of times within
different organizations ispeople get bored and they don't
have the opportunities availableto them, have the opportunities
(06:06):
available to them, or theydon't know how to find them or
access them, or they have thatmind speak that says you're not
qualified for that, Don't goover there.
And I and I want to circle backbecause I think that's pretty
cool.
Now I will say that when Ifirst got here, somebody told me
and I wish I could remember whoit was If you have questions,
you can go ask JC.
Speaker 3 (06:23):
JC knows.
Speaker 1 (06:25):
So she'll give you the history, She'll tell you
what's what.
Go ask JC.
And that advice has not failedme Every once in a while not
very often.
Speaker 2 (06:36):
I just love this area and I still do.
Speaker 1 (06:38):
Yeah, I agree, I feel very blessed to be here, but
what I really want to talk aboutis Milton's culture and how it
evolved, because both of youcame in the two of you in the
same department, but you'vemoved through departments over
the years and you've seen itfrom both sides without throwing
(07:00):
anybody under the bus.
What was the original culture?
I mean, what changes have y'allseen over the years?
Speaker 3 (07:09):
I thought it was interesting.
It wasn't what I expected,because you think, okay, this is
a brand new city in a growingarea, they want to do things
right from the ground up and sowe're going to bring in the best
and the brightest fromeverywhere and it's just going
to be great.
And what I failed to realize inmy Pollyanna attitude was that,
(07:31):
while I didn't recognize thecultural piece of that, I
recognized the skill set.
You know, clearly educated,experienced, smart people from
all those jurisdictions werebeing brought in to work in the
city, but there wasn't a Miltonidentity.
So we had highly trained,highly educated people that were
(07:51):
bringing Fulton County'sidentity and Roswell's identity
and Marietta's identity andDeKalb County's identity, and
they're bringing this togetherand it was actually a little bit
more of a process to begin toidentify what it means to be
Milton.
Speaker 1 (08:07):
It didn't just happen .
Yeah, it didn't just happen.
It was a room full of minds.
Speaker 3 (08:12):
Yep, that's exactly what it was, and it was an
organic evolution.
It took us a little bit toreally get to the point where we
defined ourselves.
As you know, we're Milton, asopposed to the place that we
came from previously, and Ireally think a lot of that was
number one, the mindset of theproject, because I think we were
all signed on to trying toprovide government in a better
(08:33):
way absolutely so we had thisgoal that everybody, regardless
of where they came from or andhow they thought that should
look they still had thatoverarching goal to be driving
toward, which gave us a certainamount of cohesion from the
start.
And then the other piece wasthis community was so supportive
.
I've never worked anywhere Atthe time I was a police officer
(08:59):
I've never worked in a communitythat was as supportive as the
citizens.
Speaker 1 (09:00):
Well, if anybody's listened to this podcast before,
I've said it a thousand times,this community loves their first
responders like I've never seenPD fire all y'all.
So I speak highly of thesupport that the community
provides and I think that feedsa lot into how we continue to
evolve is because they respectus and they support, so it makes
(09:23):
it really easy to keep thatmove going forward as far as how
do we make this a better placewhich continues to evolve on the
daily?
What was your perspective, jc?
Because you come in on adifferent side than he did from
he's on first responder side.
Speaker 2 (09:40):
You were on support side of all of them and I had
never worked for a governmentbefore, always worked in the
corporate world.
Yeah, and you know, back thenwe were both, we had a corporate
entity working along with agovernment entity to start this
city.
So they brought the corporatemindset which you know was good
(10:02):
for us because we had gatherings, you know, we would do
Christmas together at lunch andThanksgiving together at lunch
and celebration parties andthings of that nature.
And it brought people closertogether, not from a job
perspective but from a peopleperspective.
And initially when I got here,things were crazy.
(10:25):
I mean, we were trying to hirea whole fire department, a whole
police department.
Speaker 1 (10:30):
Drinking out of that fire hose sounds like.
Speaker 2 (10:32):
And buying, literally , yeah, and buying everything
you needed for a fire stationand a police station, and so you
were constantly shopping.
Speaker 1 (10:40):
So procurement was a huge deal for you.
Speaker 2 (10:42):
For me it was, and that's how I got to know the
community the most Sure, becauseI'm a big believer in spending
money where you get your money.
Speaker 1 (10:50):
Right.
Speaker 2 (10:50):
And that was right here in the city of Milton.
That's how I looked at it.
Speaker 1 (10:54):
Wow, that's pretty cool.
So the fun thing is that you'restill the organizer of all
those events.
Every time all the fun stuffcomes out, there's JC's name.
I'm like that is awesome.
The older I get, it's not asoften Are you losing your party
planning skills.
Speaker 3 (11:11):
No, she hasn't lost the skills.
Speaker 2 (11:15):
She hasn't lost the skills, just the Physical
ability to keep going.
It's a lot.
Speaker 1 (11:19):
I mean planning events is a lot.
I've done it on a professionalside and one of my hobbies I
call it well, my husband callsit a hobby is I was director for
a pageant and that skill setgets worn out in a hurry when
you're planning big events,because it never fails there's
no pun intended.
(11:39):
There's fires to put outeverywhere all the time.
So I feel you.
I feel you Okay.
So what surprised you guys themost over the years?
As far as you know, that thingthat you didn't expect, that was
awesome, that you feel like isimportant for people to know.
Speaker 2 (12:01):
It's kind of hard.
Yeah, I know.
Speaker 1 (12:03):
I'm here, for the hard questions.
Speaker 3 (12:05):
Honestly, at this point in my career and after
having been here for 18 years,I'm surprised by the fact that,
like here's a perfect examplewhen we deployed, they said we
had 14 000 residents, based onthe, the estimates it's upwards
of 40, now 42 ish, yeah, yeahit's amazing this place still
feels like a small town this istrue I'm absolutely amazed at
(12:30):
just the community atmosphere.
Speaker 1 (12:31):
But that's by intent.
Speaker 3 (12:33):
Yes, and it's working , but it's by intent, but I
think it's also organic.
I think it's a testament to thepeople here, the people in
Milton.
It's a testament to the peoplethat are working for the city of
Milton.
It's kind of an all of theabove product no-transcript.
Speaker 1 (12:58):
We're going to start putting you in quotes.
Speaker 3 (13:01):
Based on the way, the style of development that we
have around here, the engagementof the community members, just
the whole thing.
Speaker 2 (13:08):
Yeah, I'm surprised anyone would have left working
for the city of Milton.
Speaker 1 (13:15):
Oh, that's a good prelude to the next question I
have for you, as we're sittinghere chatting.
Speaker 2 (13:19):
Because it's not just the camaraderie within, but it
is the supportive community.
I mean, when COVID hit I wentto all the local businesses.
I was constantly because wewere putting two new buildings
up fire and police stations andI needed to fill it to all the
local businesses.
I was constantly, because wewere putting two new buildings
up fire and police stations, and.
Speaker 1 (13:38):
I needed to fill it and those opened in 2020.
Speaker 2 (13:40):
Yeah, right in the heart.
Yes, it was.
Speaker 1 (13:44):
Not trying to make things difficult for you, jc,
but go ahead and keep procuringthings while we're in the middle
of COVID.
Yes, I had to, we had to, wehad someone on staff that built
these gorgeous buildings and weneeded to fill them.
Speaker 2 (14:01):
And you wanted to make sure that people knew they
were living in a city that cared.
Speaker 1 (14:06):
Right, I love that.
So, like I said, that's kind ofa really cool segue into
talking about how you both havegrown professionally over the
years throughout all this.
What is it about, milton, thatmade you want to stay?
What is it that makes peoplewant to stay that you can't
understand why anybody wouldleave you?
Speaker 2 (14:29):
know I love my job, I love the people I work with.
I would find it very difficultto change from what I know, and
I'm again at retirement age andI'm learning a whole new
position.
I look forward to it every day.
Yeah, and I'm sure noteveryone's made the same way.
I am Right.
Speaker 1 (14:50):
But that challenge is very important the
opportunities that have beenpresented and the fact that
they're open to you and anybodyelse in Milton to really look at
and say okay, so maybe yourgoal isn't to be the director of
the department that you're inin 10 or 15 or 20 years.
What is your goal and how canwe help Exactly?
(15:11):
And I feel like that's what itis here.
Speaker 3 (15:15):
I feel like, yes, we've grown.
We've grown as a government,we've grown as a city.
It dawned on me four or fiveyears ago.
I used to go around and tellpeople, oh, we're a new city.
And it dawned on me I can't saythat anymore.
We're not exactly a new city,especially not with other cities
incorporating around us.
But despite the fact that thecity, the composition, the
(15:39):
number of employees and thecomposition of the city has
changed over the last 18 years,we still have that core idea
that the fact that we've alwaysdone it that way isn't
necessarily the driving featureof who we are.
And clearly I've hadopportunities to be recruited
elsewhere at times and when Ilook at these places it's like
(16:02):
well, I don't want to go sit ina silo.
You know, I like the idea thatwe're always constantly trying
to find a better way to build amousetrap.
You know, just because it'salways been that way is not a
justification to continuing tobang our head against that same
wall.
It's not producing success.
Speaker 1 (16:19):
And it's like that old adage the little girl that
asked her mom why she cuts theend off of her roast and she
goes I don't know.
Go ask grandma, grandma, why doyou cut the end off your roast?
And she goes I don't know.
So she asked her mom and hermom says she goes, I don't know.
So she asked her mom and hermom says well, it doesn't ever
fit in my pan.
So you know, people keep doingthe same thing because that's
the way you do it, instead ofkeeping the perspective open and
(16:42):
go OK, is there a better way?
Is there a different approachthat we're not looking for right
now?
Yeah, no-transcript trainings.
(17:19):
Here's your handbook.
You have to sign off on allthis.
What's that feel?
Speaker 3 (17:23):
I would hope for family, for inclusion, for a
sense of belonging.
I know that takes a while todevelop in a deep way, but I
want people to feel like they'vecome home yeah, and they can
ask.
Speaker 2 (17:35):
Ah, they can ask a question to anyone if they need
assistance, and they should beable to ask a question but
that's hard.
Speaker 1 (17:42):
As a new person and I say that because I came from a
company where I was there for 10years and it was much smaller
than this.
Right, it was a treatmentcenter in Colorado and this is
probably a terrible analogy Iknew where the bodies were
hidden.
You know what I mean.
I knew all the things.
So, and that's my comfort zoneis when I'm able to answer the
(18:06):
questions.
And I got here and I'm like you, I did not have government
experience.
I worked in the nonprofitSimilar restrictions, similar
boundaries in how you approachcommunications and then all of a
sudden I'm having to askquestions.
I'm like why don't I know this?
And that's hard, for I guessthat's an A-type personality
(18:27):
perspective.
I don't know, matt.
Speaker 2 (18:29):
Yes, but you know what?
I don't mind telling people Idon't know.
Meh, yes, but you know, I don'tmind telling people I don't
know, but I'll find out for youand that's how I learn.
If I'm not needing the answerand somebody else does, it still
helps me learn for the nextperson that needs that answer.
Speaker 1 (18:48):
That's a great perspective.
Yeah, we are always open to hey, I'll get back with you this
afternoon tomorrow, next week,and that answer is actually hard
for some people because maybetheir mindset was like mine is I
should already know.
But it's a really good practice.
I don't know, but I will getback to you.
(19:09):
That's a solid answer and andone that makes somebody else
feel comfortable not knowing.
Speaker 2 (19:15):
Yeah, I mean because none of us are perfect, we're
all going to have JC.
Speaker 1 (19:20):
Are you serious?
You're telling me that now?
Not a single one of us?
Not a single one of us.
Yeah, there's a learning curve.
For sure that happens, and it'sreally nice to be in a in an
area where that happens, and Iwill say that that did happen
for me.
I've met a lot of people.
I'm on the floor with parks andrec, so it's really hard to be
quiet and timid on the samefloor as parks and rec.
(19:42):
They force you out into fun.
End of story.
So let's kind of look at thisas, as you mentioned, matt,
you've been recruited by otherplaces in over the course of our
lives.
We've we've all seen how otherorganizations operate, or we've
heard, or our spouses areemployed someplace else and
(20:04):
they're going through a certainlevel of change or their own
perspective.
Now, even if it's just througha comparison, what do you think
Milton gets right that maybeother places might miss?
Thank you, loaded question.
Speaker 3 (20:23):
That's really hard, because if this whole
conversation wasn't predicatedon the idea of culture, I would
answer differently culture.
But you can answer that I meanyeah, I mean, that really is
like JC said it earlier.
It's the people that I come towork with every day.
Clearly, you know they'retaking care of us with the
tangibles and why I'm paying mymortgage and my car note, and
(20:46):
the vacation time and thebenefits are good.
Speaker 1 (20:49):
I'm going to say the benefits I'm telling you right
now from coming from an outsideperspective.
The benefits are a game changer.
It's not always just what yousee in your paycheck every day.
That's always nice, but more sothan that are the benefits that
you're offered, because I cantell you, I went and double
(21:09):
checked the math.
I was like this this can't beright.
Yes, I mean just even lookingat health insurance and things
like that, and the fact that thecity goes to length and you
guys are all still looking atbenefit packages.
It's not like we set it.
This is it.
This is what y'all get.
This is an ongoing thing fory'all.
Speaker 3 (21:28):
And I think that's because the city recognizes that
the people are at the core ofthe organization and you know,
that's who we're here, as HR, totake care of, and that involves
everything.
Speaker 2 (21:41):
And it also involves the money.
Yeah, I mean you've gotcitizens pay for the city, right
, and so you have to spend yourmoney wisely, and you do want to
get the biggest bang for yourbuck, so you have to constantly.
Speaker 1 (21:57):
And I noticed that even talking through some of the
conversations I had with citymanagement and stuff is very
focused on the right spending.
Right, it's not just spending,it's very intentional and it's
very there's processes and I'mkind of glad I'm not involved in
those conversations but I meanit's impressive and the city
(22:22):
management cares about itsemployees.
Speaker 2 (22:24):
I mean, they're employees too, but they also
know where their money comesfrom, sure, so you have to
balance that, but I know thatthe employees that are here,
they care about everyone, theywork for every one of them.
So it's very nice.
Speaker 1 (22:41):
Which is why we ended up on that list, you know, the
number one in customer serviceby government employees, which
is I think that came out veryshortly before I got here in
July.
So it's really cool to comeinto an organization that takes
pride in making sure thatthey're serving the community
that they're in, Because I thinkthat's a concept that can get
lost pretty quickly if you'renot outward focused.
Speaker 3 (23:04):
This organization is not government for government's
sake.
It's still mission driven.
Speaker 1 (23:08):
Again, we're putting you in quotes.
You're going to be my new quoteguy.
Every time I put out, I'm goingto Matt, you got any quick
quotes for me?
Speaker 3 (23:18):
That's one of the nice things, and I think that
comes back to that whole, thatwhole conversation of
flexibility.
We don't exist here as a citygovernment to perpetuate
ourselves.
We remain goal-oriented.
Speaker 1 (23:30):
Yeah.
So with that in mind, now thatwe know what we are here in the
city as to why our organizationdoes well, what kind of person
does well here, is that a legitquestion that we can kind of
look at.
Speaker 3 (23:47):
Yeah.
Speaker 2 (23:49):
I think it has to be someone that enjoys working.
Oh, Big difference in people.
You have to want to be here andyou have to want to do your job
.
Speaker 1 (24:01):
You have to want to serve the community.
That's what we do.
Speaker 2 (24:03):
Yeah, it's.
I think you know work ethic isa big thing and I enjoy every
day.
Speaker 3 (24:10):
I come into this office If you're a person that
says this is not in my jobdescription.
Speaker 2 (24:16):
this probably is not the place I mean you're talking
to two people who have made thetour of departments in the city
of Milton simply by you werestill fire marshal and you were
subbing in HR filling those gaps.
Speaker 1 (24:30):
So yeah, you can pretty much attest to that and
I'm sure Jay-Z's done that ahandful of times over her 18
years here.
Speaker 2 (24:37):
Yes, I've done a lot of work for the city.
One time the finance person wasout and I helped him out while
he was out of the office, firsta bit.
Yeah, and you were comm dev atthe time or were you still PD,
and I still answer questions forthe police department.
Speaker 1 (24:53):
I've been gone there for three and a half years, so
yeah, I think that's a greatpoint, because people do tend to
go.
That's not on my jobdescription, I'm not doing it,
and that really cuts your noseoff to spite your face if you're
looking long term, because youropportunities and how you
approach them are there if youallow them to be.
Speaker 2 (25:13):
Yes, ma'am and knowledge shared gives you great
benefit, right?
You know it really does right,I love that.
Speaker 1 (25:23):
I love that.
Before we wrap up, I just liketo do something a little
different.
I do.
I surprise everybody.
At some point in the worldwe're going to do rapid fire
questions.
They're not hard questions, Ipromise they're ones.
You know, matt, first word thatcomes to mind when you think of
milton's workplace culture.
Okay, jc, favorite memory ormoment that made you proud to
(25:47):
work here.
Speaker 2 (25:49):
Goodness.
Speaker 1 (25:50):
Hard one.
It is a hard one.
Speaker 2 (25:52):
I don't have a single moment, I have multiple moments
, you know.
All of them, all of them.
I mean we have enjoyedChristmases together and
Thanksgivings together and wesupport people that are in need
and we support people that arein bereavement, even I mean it's
just a great it's a family.
Speaker 1 (26:12):
Correct me if I'm wrong, but you work with a
foundation as well.
Speaker 2 (26:15):
I do.
Speaker 1 (26:15):
Yeah, that podcast with Brian and Robin I had, I
learned a lot.
But it really makes you lookinternally and go, oh my gosh,
how can I be a part of somethingthat's bigger than me?
Speaker 2 (26:29):
Yeah, and I don't live in Milton, but I'm on the
foundation because I'm here.
Yeah, I do a lot of my personalbusiness in Milton.
I want to support the policeand the fire departments.
Speaker 1 (26:40):
I do too.
I keep trying to get Chief tomake me a position over there at
PD and it's no avail.
No, I'm totally kidding.
I love my job, I really do.
Somebody asked me yesterdaywhat do you do for the City of
Milton?
I'm communications manager.
Well, what do you do?
I go?
I communicate.
He looked at me like that'syour answer.
I was like yep, that's it,that's what I was hired to do.
(27:02):
I communicate.
Yep, that's what I communicate.
All right, matt, mostunderrated perk of working here
the views oh, that's a good one.
Speaker 3 (27:11):
I love it.
I love the change of seasonsaround here, driving through the
city, when the, when fall comesand the leaves change, and then
the leaves fall and you, youget the, the beautiful views of
the, the pastures, with the,with the horses and the cows,
and the trees are gone, and thenthe vibrant greens when spring
rolls around.
Yeah, the very brief yellowing.
(27:31):
It's not quite as pleasant whenall the pollen comes, but that
gives way pretty soon tosummertime and the kids playing
I don't know green.
Speaker 1 (27:43):
We do have a pretty cool location.
Speaker 3 (27:44):
I'm not going to lie.
Goodness, I love not going tolie.
Speaker 1 (27:46):
I love that I get to come here.
Speaker 3 (27:48):
Every year that I drive around this place, I'm
still constantly fascinated by anew green that I found in a
tree or a new animal runningthrough a field.
It's a beautiful environment tocome to work in.
Speaker 1 (28:05):
I have a section of road as soon as you cross out of
cherokee county into milton,coming down new bullpen road and
you've got that tree line,little windy road.
My from the day we moved hereto even today that is my
favorite part of the drive.
Yes, is coming through thatlittle section.
Yeah, except for in the winter.
I don't Except for in thewinter.
(28:25):
I don't like it in the winterand nobody told me about winter
here.
I wasn't in the Georgiabrochure that it got this cold
and that all the leaves would goaway.
But here we are anyway.
It's still worth it, jc.
Speaker 2 (28:38):
Last question Give us your best advice for a new team
member on day one your bestadvice for a new team member on
day one Come in with a smile onyour face and a willingness to
do whatever's needed and justenjoy meeting the people that
you're going to be working with,and that includes the people
that live here.
Speaker 1 (28:59):
Yeah.
Speaker 2 (28:59):
Because you answer to their questions, I mean.
So it's a great place to work.
I'm a big believer in positiveattitude.
It shows, so you have to comein with that positive attitude,
yeah.
Speaker 1 (29:16):
I agree, I'll tell you.
I remember walking into myinterview and it was a previous
HR specialist and she gave mereally I mean I've never had an
HR person ever tell me this shegoes just be yourself.
Nobody wants to see anythingother than who you are.
And I was like, well good,because I've been doing it for
like 54 years, I'm pretty goodat being me right now.
(29:38):
Took me a while to get there,but I'm good with that and I
think that that helped bring thelevel of anxiety and
nervousness that you normallywalk into an interview and made
that interview probably the mostfun I've ever had.
And that says a lot Becausewhen I left I was like, oh gosh,
I want to work there More thanI did when I applied for the job
(30:01):
.
I want to work there, I want tobe a part of that, that's right
.
I want to walk into that everyday.
Speaker 3 (30:08):
I think that's a good point.
This still provides for me,after 18 years, something to be
a part of.
Speaker 1 (30:14):
Yeah, and as humans, that's what we need.
Humans, we're not supposed tobe isolated.
I worked from home for sevenyears.
Right, that was rough, wasrough.
Now, love my husband, I do, Ipromise.
But two of us working from homefor seven years, one of us had
to go okay, I worked from homewith my husband during covid for
(30:34):
one week, one week and I had tocome back to the office calling
city manager.
Hey, can I?
Speaker 2 (30:42):
come back in, please.
The good thing is is I was overthe police department and I had
my own space so I could come inevery day, which was good,
because I did all the shoppingfor the toilet paper and the
paper towels.
Oh, they needed you.
Speaker 1 (30:55):
Although toilet paper was kind of hard to find back
then.
Speaker 3 (30:57):
Yes.
Speaker 1 (30:57):
And then we went through senior wars and they're
all like toilet paper trees andwe're like, hey, that's like a
hot commodity.
Don't do that.
Yes, Use something else.
So no, I get that because it isimportant to walk in and want
to be here, and that is what youget here every day.
Speaker 2 (31:15):
I'll put that down.
It's a great place to work.
It really is.
Speaker 1 (31:19):
Anything else before we wrap this up that you want
the listeners to know about HRor about the city or any of the
opportunities that we have goingon.
Speaker 2 (31:29):
Well, we have firefighter openings right now.
Speaker 3 (31:32):
We do have firefighter openings right now,
so check the website.
There's opportunities out there.
Speaker 1 (31:38):
Questions what happens if people have questions
?
Speaker 3 (31:40):
They're free to contact us.
They can email us at HR atMiltonGAgov.
Speaker 2 (31:46):
How many years now?
Speaker 3 (31:47):
I almost went back to the original email address.
That's how long you've been, asyou've reverted back to the
original.
Speaker 1 (31:53):
Okay, fair enough, you're off the hook.
So if you have questions aboutanything Milton related here in
City Hall or PD or Fire, you canreach out to those amazing
individuals.
And you do have an additionalteammate, ashley Kelly.
She is not with us today, butyou have an amazing individuals
and you do have an additionalteammate, ashley Kelly.
She is not with us today, butyou have an amazing team.
I often am starting to where Ipoke my head up over the thing
and I start pestering forquestions.
Speaker 2 (32:15):
Yes, yes, because the three of us work well together.
You do, we all three want tomake it a place where people
want to come to work.
Make it a place where peoplewant to come to work.
Speaker 1 (32:24):
Well, in my opinion, you're succeeding, so we
appreciate all that you do and,again, that email address is hr
at MiltonGAgov.
And, as we wrap this up, I justwant to say that culture isn't
something that you build onceand you forget about it.
It's something that lives andit evolves with people who show
up every day.
You guys talked a lot aboutshowing up every day, and you
(32:45):
guys talked a lot about showingup every day and putting your
best foot forward and reallyenjoying what you do, and I
think that's a really excellentadvice for people as they're
looking at opportunities across.
You know North Georgia up here.
Keep that in mind, and if thisconversation made you smile or
made you think or made you gogosh, that's the kind of place I
(33:06):
want to work.
Take a peek at the websiteMiltonGAgov, head over to the
human resources section andyou'll find our career page
there.
Again, questions can godirectly to them and I really,
really appreciate y'all takingtime out of your busy day,
because this is a very busydepartment, and I do appreciate
you taking the time.
Speaker 2 (33:25):
Thank you.
Speaker 3 (33:26):
Thank you very much.
Speaker 1 (33:27):
Thanks, everybody, for tuning in today.
We'll be back next time.
Stay tuned, stay safe and havea great week.
Thanks for listening to Miltonin Maine.
We hope this episode gave youfresh insights into what makes
our city so special.
Stay connected and don't missan episode by subscribing to
this podcast on your favoriteplatform and following us on
(33:48):
social media for all updates.
And, of course, if you want tolearn more about the city, visit
us online at wwwmiltongagov forresources, news and upcoming
events.
Until next time, thanks forbeing part of the conversation
and we'll see you on the nextMilton and Maine.
Welcome to Milton and Maine, the official podcast for
the city of Milton.
We want to bring you closer tothe heart of our community
through stories that inform,inspire and connect.
Each episode offers abehind-the-scenes look at the
people, projects and prioritiesshaping Milton, covering
everything from local governmentand future development to arts,
culture, sustainability andpublic safety.
(00:28):
Whether you're a resident, alocal business owner or just
curious about our city, this isyour front row seat to what
makes Milton special.
Welcome back to Milton in Maine.
I'm Christy Weeks, thecommunication manager for the
city of Milton, and I'm yourhost today.
Today we're going to talk aboutsomething that doesn't always
make the headlines but plays ahuge role in how organizations
function, and that's culture.
(00:48):
We're talking the lived-in,day-to-day kind that shapes how
people show up to work, howteams connect and what it really
feels like to be a part ofsomething bigger.
To help unpack that, I'm joinedby two people who don't just
understand the importance ofculture.
They've helped shape it here inMilton pretty much since day
one.
Matt Marietta, our humanresource director, and Jeanette
(01:09):
Sita as most of us know her asJC and she's our payroll and
benefits specialist have bothbeen with Milton since its
inception and have served invarious departments throughout
the city and that kind oflongevity gives them a rare
perspective not just on howMilton's organizational culture
has grown and shifted, but onwhy it matters and what it takes
(01:30):
to build something lasting.
So with these two on the micstoday, they're not just our HR
professionals, they areliterally part of the city's DNA
.
So, matt JC, welcome.
Speaker 3 (01:40):
Thank you, thank you.
Speaker 1 (01:42):
You both have recently taken on new roles in
HR and, with your history thatgoes way back into 2007, I'd
like for you both to walk usthrough your journey, matt.
Speaker 3 (01:56):
So, as you say, I deployed with the Milton Public
Safety Department back in 2007,right when they first formed.
Before coming to Milton I hadkind of made the tour of police
and fire services.
I was a police officer for awhile in the city of Roswell but
I've had a fire background aswell fire and EMS background in
(02:17):
Milton that was deploying as apublic safety department with a
combined police and firedepartment, and I'd always
wanted to do that and that wasintriguing to me.
So it was an opportunity to tryto build a department from the
ground up, and so as soon as Isaw the opening, I signed on.
Since that time, I started offas a lieutenant in uniform
patrol on the police side.
(02:38):
I got my emergency managementcertification and they pulled me
to admin and I went and got myfire certification and got my
EMT in the state of Georgia andtook a brief tour through the
city manager's office and thenin 2010 became a fire marshal, a
role that I had until 2016,when I was promoted to deputy
(02:58):
fire chief and I was deputy firechief of administration.
So I got to do a lot of budgetand capital projects.
Speaker 1 (03:07):
Right the behind the scenes stuff that nobody hears
about.
Yes, oh, lucky you.
Speaker 3 (03:10):
Exactly, yeah, so human resources and recruiting
and internal affairs was a bigpart of what I did.
So you know, while it seemskind of odd to pluck somebody
out of the fire department toput them in the role that I'm,
in now.
Speaker 1 (03:22):
I'm not going to lie.
I was like really.
Speaker 3 (03:30):
Yeah, out of the fire department to put them in the
role that.
I'm not going to lie, it wasn't.
I was like really Okay, um,there, there is a little bit of
a background there to support it.
And then, uh, academically I'vebeen educated in public
administration, so I've got apretty deep history and on the
admin side of government service, on the educational front too.
Speaker 1 (03:42):
That's amazing.
That's quite a journey.
It's not boring.
Speaker 3 (03:44):
No, it's been interesting, definitely not
boring.
Speaker 2 (03:47):
Yeah, jc, what do you got?
I came into the city of Miltonafter working in the corporate
world.
I fell in love with this area,which is what brought me to the
city of Milton before it becamea city, because my husband and I
were moving and we would travelthrough Milton to get to our
new area.
Yeah, I actually sent my resumein as soon as they published a
(04:10):
notice they were incorporatingthe city.
So the very first city managerway back then sent me an email
back and said okay, we haven'tstarted hiring yet, but I'll
move your resume Right.
Perfect perfect, I was the firstsecond person in the public
safety department to be hired.
I didn't know that, and Iworked with the public safety
(04:31):
director at that time, whoultimately became the city
manager of milton.
Okay, chris locker button.
Okay, city manager foralpharetta oh, look at that.
Speaker 1 (04:41):
I didn't know that this is going to be one of those
episodes where Christy learns alot.
Speaker 2 (04:46):
I'm just saying, and I actually was there from the
very beginning supporting policeand fire.
I was the only supportpersonnel on board so I carried
around a bunch of red foldersand a bunch of blue folders
everywhere we went and we weredown at the perimeter because we
had no offices in Milton at thetime.
I enjoyed that.
(05:08):
I continued on.
When they split the departments, I continued with the police
department.
At that point I always workedin the payroll sector as a
support person in fire andpolice and even when I moved to
City Hall for communitydevelopment lease, and even when
I moved to City Hall forcommunity development I handled
(05:29):
all the time sheets and itemslike that for Bob the director.
And so when this position cameup, I mean it was like perfect
for me, kind of a natural fit,even though I'm at retirement
age.
Speaker 1 (05:40):
I do not want to retire, but I felt like I needed
to do something that would keepme interested until I decided
to retire and I think that's animportant thing to keep in mind
as we're going along here,because I want to go back to
that, Because I think whathappens a lot of times within
different organizations ispeople get bored and they don't
have the opportunities availableto them, have the opportunities
(06:06):
available to them, or theydon't know how to find them or
access them, or they have thatmind speak that says you're not
qualified for that, Don't goover there.
And I and I want to circle backbecause I think that's pretty
cool.
Now I will say that when Ifirst got here, somebody told me
and I wish I could remember whoit was If you have questions,
you can go ask JC.
Speaker 3 (06:23):
JC knows.
Speaker 1 (06:25):
So she'll give you the history, She'll tell you
what's what.
Go ask JC.
And that advice has not failedme Every once in a while not
very often.
Speaker 2 (06:36):
I just love this area and I still do.
Speaker 1 (06:38):
Yeah, I agree, I feel very blessed to be here, but
what I really want to talk aboutis Milton's culture and how it
evolved, because both of youcame in the two of you in the
same department, but you'vemoved through departments over
the years and you've seen itfrom both sides without throwing
(07:00):
anybody under the bus.
What was the original culture?
I mean, what changes have y'allseen over the years?
Speaker 3 (07:09):
I thought it was interesting.
It wasn't what I expected,because you think, okay, this is
a brand new city in a growingarea, they want to do things
right from the ground up and sowe're going to bring in the best
and the brightest fromeverywhere and it's just going
to be great.
And what I failed to realize inmy Pollyanna attitude was that,
(07:31):
while I didn't recognize thecultural piece of that, I
recognized the skill set.
You know, clearly educated,experienced, smart people from
all those jurisdictions werebeing brought in to work in the
city, but there wasn't a Miltonidentity.
So we had highly trained,highly educated people that were
(07:51):
bringing Fulton County'sidentity and Roswell's identity
and Marietta's identity andDeKalb County's identity, and
they're bringing this togetherand it was actually a little bit
more of a process to begin toidentify what it means to be
Milton.
Speaker 1 (08:07):
It didn't just happen .
Yeah, it didn't just happen.
It was a room full of minds.
Speaker 3 (08:12):
Yep, that's exactly what it was, and it was an
organic evolution.
It took us a little bit toreally get to the point where we
defined ourselves.
As you know, we're Milton, asopposed to the place that we
came from previously, and Ireally think a lot of that was
number one, the mindset of theproject, because I think we were
all signed on to trying toprovide government in a better
(08:33):
way absolutely so we had thisgoal that everybody, regardless
of where they came from or andhow they thought that should
look they still had thatoverarching goal to be driving
toward, which gave us a certainamount of cohesion from the
start.
And then the other piece wasthis community was so supportive
.
I've never worked anywhere Atthe time I was a police officer
(08:59):
I've never worked in a communitythat was as supportive as the
citizens.
Speaker 1 (09:00):
Well, if anybody's listened to this podcast before,
I've said it a thousand times,this community loves their first
responders like I've never seenPD fire all y'all.
So I speak highly of thesupport that the community
provides and I think that feedsa lot into how we continue to
evolve is because they respectus and they support, so it makes
(09:23):
it really easy to keep thatmove going forward as far as how
do we make this a better placewhich continues to evolve on the
daily?
What was your perspective, jc?
Because you come in on adifferent side than he did from
he's on first responder side.
Speaker 2 (09:40):
You were on support side of all of them and I had
never worked for a governmentbefore, always worked in the
corporate world.
Yeah, and you know, back thenwe were both, we had a corporate
entity working along with agovernment entity to start this
city.
So they brought the corporatemindset which you know was good
(10:02):
for us because we had gatherings, you know, we would do
Christmas together at lunch andThanksgiving together at lunch
and celebration parties andthings of that nature.
And it brought people closertogether, not from a job
perspective but from a peopleperspective.
And initially when I got here,things were crazy.
(10:25):
I mean, we were trying to hirea whole fire department, a whole
police department.
Speaker 1 (10:30):
Drinking out of that fire hose sounds like.
Speaker 2 (10:32):
And buying, literally , yeah, and buying everything
you needed for a fire stationand a police station, and so you
were constantly shopping.
Speaker 1 (10:40):
So procurement was a huge deal for you.
Speaker 2 (10:42):
For me it was, and that's how I got to know the
community the most Sure, becauseI'm a big believer in spending
money where you get your money.
Speaker 1 (10:50):
Right.
Speaker 2 (10:50):
And that was right here in the city of Milton.
That's how I looked at it.
Speaker 1 (10:54):
Wow, that's pretty cool.
So the fun thing is that you'restill the organizer of all
those events.
Every time all the fun stuffcomes out, there's JC's name.
I'm like that is awesome.
The older I get, it's not asoften Are you losing your party
planning skills.
Speaker 3 (11:11):
No, she hasn't lost the skills.
Speaker 2 (11:15):
She hasn't lost the skills, just the Physical
ability to keep going.
It's a lot.
Speaker 1 (11:19):
I mean planning events is a lot.
I've done it on a professionalside and one of my hobbies I
call it well, my husband callsit a hobby is I was director for
a pageant and that skill setgets worn out in a hurry when
you're planning big events,because it never fails there's
no pun intended.
(11:39):
There's fires to put outeverywhere all the time.
So I feel you.
I feel you Okay.
So what surprised you guys themost over the years?
As far as you know, that thingthat you didn't expect, that was
awesome, that you feel like isimportant for people to know.
Speaker 2 (12:01):
It's kind of hard.
Yeah, I know.
Speaker 1 (12:03):
I'm here, for the hard questions.
Speaker 3 (12:05):
Honestly, at this point in my career and after
having been here for 18 years,I'm surprised by the fact that,
like here's a perfect examplewhen we deployed, they said we
had 14 000 residents, based onthe, the estimates it's upwards
of 40, now 42 ish, yeah, yeahit's amazing this place still
feels like a small town this istrue I'm absolutely amazed at
(12:30):
just the community atmosphere.
Speaker 1 (12:31):
But that's by intent.
Speaker 3 (12:33):
Yes, and it's working , but it's by intent, but I
think it's also organic.
I think it's a testament to thepeople here, the people in
Milton.
It's a testament to the peoplethat are working for the city of
Milton.
It's kind of an all of theabove product no-transcript.
Speaker 1 (12:58):
We're going to start putting you in quotes.
Speaker 3 (13:01):
Based on the way, the style of development that we
have around here, the engagementof the community members, just
the whole thing.
Speaker 2 (13:08):
Yeah, I'm surprised anyone would have left working
for the city of Milton.
Speaker 1 (13:15):
Oh, that's a good prelude to the next question I
have for you, as we're sittinghere chatting.
Speaker 2 (13:19):
Because it's not just the camaraderie within, but it
is the supportive community.
I mean, when COVID hit I wentto all the local businesses.
I was constantly because wewere putting two new buildings
up fire and police stations andI needed to fill it to all the
local businesses.
I was constantly, because wewere putting two new buildings
up fire and police stations, and.
Speaker 1 (13:38):
I needed to fill it and those opened in 2020.
Speaker 2 (13:40):
Yeah, right in the heart.
Yes, it was.
Speaker 1 (13:44):
Not trying to make things difficult for you, jc,
but go ahead and keep procuringthings while we're in the middle
of COVID.
Yes, I had to, we had to, wehad someone on staff that built
these gorgeous buildings and weneeded to fill them.
Speaker 2 (14:01):
And you wanted to make sure that people knew they
were living in a city that cared.
Speaker 1 (14:06):
Right, I love that.
So, like I said, that's kind ofa really cool segue into
talking about how you both havegrown professionally over the
years throughout all this.
What is it about, milton, thatmade you want to stay?
What is it that makes peoplewant to stay that you can't
understand why anybody wouldleave you?
Speaker 2 (14:29):
know I love my job, I love the people I work with.
I would find it very difficultto change from what I know, and
I'm again at retirement age andI'm learning a whole new
position.
I look forward to it every day.
Yeah, and I'm sure noteveryone's made the same way.
I am Right.
Speaker 1 (14:50):
But that challenge is very important the
opportunities that have beenpresented and the fact that
they're open to you and anybodyelse in Milton to really look at
and say okay, so maybe yourgoal isn't to be the director of
the department that you're inin 10 or 15 or 20 years.
What is your goal and how canwe help Exactly?
(15:11):
And I feel like that's what itis here.
Speaker 3 (15:15):
I feel like, yes, we've grown.
We've grown as a government,we've grown as a city.
It dawned on me four or fiveyears ago.
I used to go around and tellpeople, oh, we're a new city.
And it dawned on me I can't saythat anymore.
We're not exactly a new city,especially not with other cities
incorporating around us.
But despite the fact that thecity, the composition, the
(15:39):
number of employees and thecomposition of the city has
changed over the last 18 years,we still have that core idea
that the fact that we've alwaysdone it that way isn't
necessarily the driving featureof who we are.
And clearly I've hadopportunities to be recruited
elsewhere at times and when Ilook at these places it's like
(16:02):
well, I don't want to go sit ina silo.
You know, I like the idea thatwe're always constantly trying
to find a better way to build amousetrap.
You know, just because it'salways been that way is not a
justification to continuing tobang our head against that same
wall.
It's not producing success.
Speaker 1 (16:19):
And it's like that old adage the little girl that
asked her mom why she cuts theend off of her roast and she
goes I don't know.
Go ask grandma, grandma, why doyou cut the end off your roast?
And she goes I don't know.
So she asked her mom and hermom says she goes, I don't know.
So she asked her mom and hermom says well, it doesn't ever
fit in my pan.
So you know, people keep doingthe same thing because that's
the way you do it, instead ofkeeping the perspective open and
(16:42):
go OK, is there a better way?
Is there a different approachthat we're not looking for right
now?
Yeah, no-transcript trainings.
(17:19):
Here's your handbook.
You have to sign off on allthis.
What's that feel?
Speaker 3 (17:23):
I would hope for family, for inclusion, for a
sense of belonging.
I know that takes a while todevelop in a deep way, but I
want people to feel like they'vecome home yeah, and they can
ask.
Speaker 2 (17:35):
Ah, they can ask a question to anyone if they need
assistance, and they should beable to ask a question but
that's hard.
Speaker 1 (17:42):
As a new person and I say that because I came from a
company where I was there for 10years and it was much smaller
than this.
Right, it was a treatmentcenter in Colorado and this is
probably a terrible analogy Iknew where the bodies were
hidden.
You know what I mean.
I knew all the things.
So, and that's my comfort zoneis when I'm able to answer the
(18:06):
questions.
And I got here and I'm like you, I did not have government
experience.
I worked in the nonprofitSimilar restrictions, similar
boundaries in how you approachcommunications and then all of a
sudden I'm having to askquestions.
I'm like why don't I know this?
And that's hard, for I guessthat's an A-type personality
(18:27):
perspective.
I don't know, matt.
Speaker 2 (18:29):
Yes, but you know what?
I don't mind telling people Idon't know.
Meh, yes, but you know, I don'tmind telling people I don't
know, but I'll find out for youand that's how I learn.
If I'm not needing the answerand somebody else does, it still
helps me learn for the nextperson that needs that answer.
Speaker 1 (18:48):
That's a great perspective.
Yeah, we are always open to hey, I'll get back with you this
afternoon tomorrow, next week,and that answer is actually hard
for some people because maybetheir mindset was like mine is I
should already know.
But it's a really good practice.
I don't know, but I will getback to you.
(19:09):
That's a solid answer and andone that makes somebody else
feel comfortable not knowing.
Speaker 2 (19:15):
Yeah, I mean because none of us are perfect, we're
all going to have JC.
Speaker 1 (19:20):
Are you serious?
You're telling me that now?
Not a single one of us?
Not a single one of us.
Yeah, there's a learning curve.
For sure that happens, and it'sreally nice to be in a in an
area where that happens, and Iwill say that that did happen
for me.
I've met a lot of people.
I'm on the floor with parks andrec, so it's really hard to be
quiet and timid on the samefloor as parks and rec.
(19:42):
They force you out into fun.
End of story.
So let's kind of look at thisas, as you mentioned, matt,
you've been recruited by otherplaces in over the course of our
lives.
We've we've all seen how otherorganizations operate, or we've
heard, or our spouses areemployed someplace else and
(20:04):
they're going through a certainlevel of change or their own
perspective.
Now, even if it's just througha comparison, what do you think
Milton gets right that maybeother places might miss?
Thank you, loaded question.
Speaker 3 (20:23):
That's really hard, because if this whole
conversation wasn't predicatedon the idea of culture, I would
answer differently culture.
But you can answer that I meanyeah, I mean, that really is
like JC said it earlier.
It's the people that I come towork with every day.
Clearly, you know they'retaking care of us with the
tangibles and why I'm paying mymortgage and my car note, and
(20:46):
the vacation time and thebenefits are good.
Speaker 1 (20:49):
I'm going to say the benefits I'm telling you right
now from coming from an outsideperspective.
The benefits are a game changer.
It's not always just what yousee in your paycheck every day.
That's always nice, but more sothan that are the benefits that
you're offered, because I cantell you, I went and double
(21:09):
checked the math.
I was like this this can't beright.
Yes, I mean just even lookingat health insurance and things
like that, and the fact that thecity goes to length and you
guys are all still looking atbenefit packages.
It's not like we set it.
This is it.
This is what y'all get.
This is an ongoing thing fory'all.
Speaker 3 (21:28):
And I think that's because the city recognizes that
the people are at the core ofthe organization and you know,
that's who we're here, as HR, totake care of, and that involves
everything.
Speaker 2 (21:41):
And it also involves the money.
Yeah, I mean you've gotcitizens pay for the city, right
, and so you have to spend yourmoney wisely, and you do want to
get the biggest bang for yourbuck, so you have to constantly.
Speaker 1 (21:57):
And I noticed that even talking through some of the
conversations I had with citymanagement and stuff is very
focused on the right spending.
Right, it's not just spending,it's very intentional and it's
very there's processes and I'mkind of glad I'm not involved in
those conversations but I meanit's impressive and the city
(22:22):
management cares about itsemployees.
Speaker 2 (22:24):
I mean, they're employees too, but they also
know where their money comesfrom, sure, so you have to
balance that, but I know thatthe employees that are here,
they care about everyone, theywork for every one of them.
So it's very nice.
Speaker 1 (22:41):
Which is why we ended up on that list, you know, the
number one in customer serviceby government employees, which
is I think that came out veryshortly before I got here in
July.
So it's really cool to comeinto an organization that takes
pride in making sure thatthey're serving the community
that they're in, Because I thinkthat's a concept that can get
lost pretty quickly if you'renot outward focused.
Speaker 3 (23:04):
This organization is not government for government's
sake.
It's still mission driven.
Speaker 1 (23:08):
Again, we're putting you in quotes.
You're going to be my new quoteguy.
Every time I put out, I'm goingto Matt, you got any quick
quotes for me?
Speaker 3 (23:18):
That's one of the nice things, and I think that
comes back to that whole, thatwhole conversation of
flexibility.
We don't exist here as a citygovernment to perpetuate
ourselves.
We remain goal-oriented.
Speaker 1 (23:30):
Yeah.
So with that in mind, now thatwe know what we are here in the
city as to why our organizationdoes well, what kind of person
does well here, is that a legitquestion that we can kind of
look at.
Speaker 3 (23:47):
Yeah.
Speaker 2 (23:49):
I think it has to be someone that enjoys working.
Oh, Big difference in people.
You have to want to be here andyou have to want to do your job
.
Speaker 1 (24:01):
You have to want to serve the community.
That's what we do.
Speaker 2 (24:03):
Yeah, it's.
I think you know work ethic isa big thing and I enjoy every
day.
Speaker 3 (24:10):
I come into this office If you're a person that
says this is not in my jobdescription.
Speaker 2 (24:16):
this probably is not the place I mean you're talking
to two people who have made thetour of departments in the city
of Milton simply by you werestill fire marshal and you were
subbing in HR filling those gaps.
Speaker 1 (24:30):
So yeah, you can pretty much attest to that and
I'm sure Jay-Z's done that ahandful of times over her 18
years here.
Speaker 2 (24:37):
Yes, I've done a lot of work for the city.
One time the finance person wasout and I helped him out while
he was out of the office, firsta bit.
Yeah, and you were comm dev atthe time or were you still PD,
and I still answer questions forthe police department.
Speaker 1 (24:53):
I've been gone there for three and a half years, so
yeah, I think that's a greatpoint, because people do tend to
go.
That's not on my jobdescription, I'm not doing it,
and that really cuts your noseoff to spite your face if you're
looking long term, because youropportunities and how you
approach them are there if youallow them to be.
Speaker 2 (25:13):
Yes, ma'am and knowledge shared gives you great
benefit, right?
You know it really does right,I love that.
Speaker 1 (25:23):
I love that.
Before we wrap up, I just liketo do something a little
different.
I do.
I surprise everybody.
At some point in the worldwe're going to do rapid fire
questions.
They're not hard questions, Ipromise they're ones.
You know, matt, first word thatcomes to mind when you think of
milton's workplace culture.
Okay, jc, favorite memory ormoment that made you proud to
(25:47):
work here.
Speaker 2 (25:49):
Goodness.
Speaker 1 (25:50):
Hard one.
It is a hard one.
Speaker 2 (25:52):
I don't have a single moment, I have multiple moments
, you know.
All of them, all of them.
I mean we have enjoyedChristmases together and
Thanksgivings together and wesupport people that are in need
and we support people that arein bereavement, even I mean it's
just a great it's a family.
Speaker 1 (26:12):
Correct me if I'm wrong, but you work with a
foundation as well.
Speaker 2 (26:15):
I do.
Speaker 1 (26:15):
Yeah, that podcast with Brian and Robin I had, I
learned a lot.
But it really makes you lookinternally and go, oh my gosh,
how can I be a part of somethingthat's bigger than me?
Speaker 2 (26:29):
Yeah, and I don't live in Milton, but I'm on the
foundation because I'm here.
Yeah, I do a lot of my personalbusiness in Milton.
I want to support the policeand the fire departments.
Speaker 1 (26:40):
I do too.
I keep trying to get Chief tomake me a position over there at
PD and it's no avail.
No, I'm totally kidding.
I love my job, I really do.
Somebody asked me yesterdaywhat do you do for the City of
Milton?
I'm communications manager.
Well, what do you do?
I go?
I communicate.
He looked at me like that'syour answer.
I was like yep, that's it,that's what I was hired to do.
(27:02):
I communicate.
Yep, that's what I communicate.
All right, matt, mostunderrated perk of working here
the views oh, that's a good one.
Speaker 3 (27:11):
I love it.
I love the change of seasonsaround here, driving through the
city, when the, when fall comesand the leaves change, and then
the leaves fall and you, youget the, the beautiful views of
the, the pastures, with the,with the horses and the cows,
and the trees are gone, and thenthe vibrant greens when spring
rolls around.
Yeah, the very brief yellowing.
(27:31):
It's not quite as pleasant whenall the pollen comes, but that
gives way pretty soon tosummertime and the kids playing
I don't know green.
Speaker 1 (27:43):
We do have a pretty cool location.
Speaker 3 (27:44):
I'm not going to lie.
Goodness, I love not going tolie.
Speaker 1 (27:46):
I love that I get to come here.
Speaker 3 (27:48):
Every year that I drive around this place, I'm
still constantly fascinated by anew green that I found in a
tree or a new animal runningthrough a field.
It's a beautiful environment tocome to work in.
Speaker 1 (28:05):
I have a section of road as soon as you cross out of
cherokee county into milton,coming down new bullpen road and
you've got that tree line,little windy road.
My from the day we moved hereto even today that is my
favorite part of the drive.
Yes, is coming through thatlittle section.
Yeah, except for in the winter.
I don't Except for in thewinter.
(28:25):
I don't like it in the winterand nobody told me about winter
here.
I wasn't in the Georgiabrochure that it got this cold
and that all the leaves would goaway.
But here we are anyway.
It's still worth it, jc.
Speaker 2 (28:38):
Last question Give us your best advice for a new team
member on day one your bestadvice for a new team member on
day one Come in with a smile onyour face and a willingness to
do whatever's needed and justenjoy meeting the people that
you're going to be working with,and that includes the people
that live here.
Speaker 1 (28:59):
Yeah.
Speaker 2 (28:59):
Because you answer to their questions, I mean.
So it's a great place to work.
I'm a big believer in positiveattitude.
It shows, so you have to comein with that positive attitude,
yeah.
Speaker 1 (29:16):
I agree, I'll tell you.
I remember walking into myinterview and it was a previous
HR specialist and she gave mereally I mean I've never had an
HR person ever tell me this shegoes just be yourself.
Nobody wants to see anythingother than who you are.
And I was like, well good,because I've been doing it for
like 54 years, I'm pretty goodat being me right now.
(29:38):
Took me a while to get there,but I'm good with that and I
think that that helped bring thelevel of anxiety and
nervousness that you normallywalk into an interview and made
that interview probably the mostfun I've ever had.
And that says a lot Becausewhen I left I was like, oh gosh,
I want to work there More thanI did when I applied for the job
(30:01):
.
I want to work there, I want tobe a part of that, that's right
.
I want to walk into that everyday.
Speaker 3 (30:08):
I think that's a good point.
This still provides for me,after 18 years, something to be
a part of.
Speaker 1 (30:14):
Yeah, and as humans, that's what we need.
Humans, we're not supposed tobe isolated.
I worked from home for sevenyears.
Right, that was rough, wasrough.
Now, love my husband, I do, Ipromise.
But two of us working from homefor seven years, one of us had
to go okay, I worked from homewith my husband during covid for
(30:34):
one week, one week and I had tocome back to the office calling
city manager.
Hey, can I?
Speaker 2 (30:42):
come back in, please.
The good thing is is I was overthe police department and I had
my own space so I could come inevery day, which was good,
because I did all the shoppingfor the toilet paper and the
paper towels.
Oh, they needed you.
Speaker 1 (30:55):
Although toilet paper was kind of hard to find back
then.
Speaker 3 (30:57):
Yes.
Speaker 1 (30:57):
And then we went through senior wars and they're
all like toilet paper trees andwe're like, hey, that's like a
hot commodity.
Don't do that.
Yes, Use something else.
So no, I get that because it isimportant to walk in and want
to be here, and that is what youget here every day.
Speaker 2 (31:15):
I'll put that down.
It's a great place to work.
It really is.
Speaker 1 (31:19):
Anything else before we wrap this up that you want
the listeners to know about HRor about the city or any of the
opportunities that we have goingon.
Speaker 2 (31:29):
Well, we have firefighter openings right now.
Speaker 3 (31:32):
We do have firefighter openings right now,
so check the website.
There's opportunities out there.
Speaker 1 (31:38):
Questions what happens if people have questions
?
Speaker 3 (31:40):
They're free to contact us.
They can email us at HR atMiltonGAgov.
Speaker 2 (31:46):
How many years now?
Speaker 3 (31:47):
I almost went back to the original email address.
That's how long you've been, asyou've reverted back to the
original.
Speaker 1 (31:53):
Okay, fair enough, you're off the hook.
So if you have questions aboutanything Milton related here in
City Hall or PD or Fire, you canreach out to those amazing
individuals.
And you do have an additionalteammate, ashley Kelly.
She is not with us today, butyou have an amazing individuals
and you do have an additionalteammate, ashley Kelly.
She is not with us today, butyou have an amazing team.
I often am starting to where Ipoke my head up over the thing
and I start pestering forquestions.
Speaker 2 (32:15):
Yes, yes, because the three of us work well together.
You do, we all three want tomake it a place where people
want to come to work.
Make it a place where peoplewant to come to work.
Speaker 1 (32:24):
Well, in my opinion, you're succeeding, so we
appreciate all that you do and,again, that email address is hr
at MiltonGAgov.
And, as we wrap this up, I justwant to say that culture isn't
something that you build onceand you forget about it.
It's something that lives andit evolves with people who show
up every day.
You guys talked a lot aboutshowing up every day, and you
(32:45):
guys talked a lot about showingup every day and putting your
best foot forward and reallyenjoying what you do, and I
think that's a really excellentadvice for people as they're
looking at opportunities across.
You know North Georgia up here.
Keep that in mind, and if thisconversation made you smile or
made you think or made you gogosh, that's the kind of place I
(33:06):
want to work.
Take a peek at the websiteMiltonGAgov, head over to the
human resources section andyou'll find our career page
there.
Again, questions can godirectly to them and I really,
really appreciate y'all takingtime out of your busy day,
because this is a very busydepartment, and I do appreciate
you taking the time.
Speaker 2 (33:25):
Thank you.
Speaker 3 (33:26):
Thank you very much.
Speaker 1 (33:27):
Thanks, everybody, for tuning in today.
We'll be back next time.
Stay tuned, stay safe and havea great week.
Thanks for listening to Miltonin Maine.
We hope this episode gave youfresh insights into what makes
our city so special.
Stay connected and don't missan episode by subscribing to
this podcast on your favoriteplatform and following us on
(33:48):
social media for all updates.
And, of course, if you want tolearn more about the city, visit
us online at wwwmiltongagov forresources, news and upcoming
events.
Until next time, thanks forbeing part of the conversation
and we'll see you on the nextMilton and Maine.
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