Flexible working is good but the council stretch the word flexible to their own needs and beyond reasonable expectation in some case's. Following the completion of academic teaching and practical training the job is very satisfying and you go home feeling satisfied after a days work. Following 16 years in Council you learn the council way of operating, you learn from key personnel that has been successful over many years, but change is inevitable and required as legislation changes. Unfortunately with the current cutbacks from central government affecting the workforce structure many of these key personnel are being made redundant or pensioned off leaving a workforce without skills necessary to complete the work. With these cutbacks the management structure is quickly becoming poor and lacking experience of the role they command. Management are there to support and provide skill to the lower ranks, but what if you have a manager who is not trained in your particular skills and fails to understand the legislation you impose on the community? Failure. The councils are already suffering from financial cutbacks but these managers are wasting what remains of the scattered budgets which results in further cutbacks including redundancy. This has a knock-on effect of leaving the workforce under increasing demands which can cause fatigue/stress and an increasing number of sickness days which also contributes to the lacking numbers of staff in the workplace. So the stress increases on the remaining workforce.
The hardest part of the council role is possibly change, no one likes change as they become settled in their practice and in some case's they become complacent. They fail to acknowledge change and the need for change as the role demands.
For myself, some the best days were making changes in the community where necessary to satisfy legislation, (UK and European law). A sense of achievement that a business or individual is prepared to accept the change with minimal enforcement. Unfortunately there are occasions when enforcement is required when individuals fail to comply and court proceedings are required. This becomes a more specialist role, and if the training has been fully completed then workplace confidence is demanding and a sense of achievement on winning a case can provided job satisfaction, but not necessarily workplace security. Don't be misguided by success. If your face doesn't fit or you advise a manager you dissagree your days are numbered. Management fail to accept they can be wrong especially if they are not familiar with the working practise of their employee's. This occurs with the increasing numbers of restructure and manager's are appointed another department to lead. Have faith in your employee's as they have been trained with a specific task at hand and if your a manager of another department then accept you may lack sufficient understanding and skills in the specific duties of your employee's. Now who needs training?