senior planner

executive administrative assistant

technical analyst

service technician

senior maintenance person

Parkland County

Parkland County’s Peace Officer program is legitimately the blind leading the blind. Delusional “leaders” that spend more time micromanaging minor daily activities, worrying about what people think, and throwing temper tantrums in closed door meetings when they don’t get their way or if someone ruffles their feathers. Unfortunately somewhat of a kindergarten like atmosphere at times. 

A cleansing of the department needs to be done, and a fresh start is needed. It is astounding that anyone in the upper echelons of the county has not looked down to their shell of a department and thought “Why do people keep quitting every month? Why have we lost 20+ officers within a few years?”.  It speaks volumes of the deception that goes on, which should not be happening ESPECIALLY in a law enforcement role. How does this county not care about employee retention? 

If you are seeking a fulfilling career with a reputable employer, keep on looking because this department is not the one for you. They deceive you by pretending to be a buttoned up, proper regimental department. The childish behaviour from the management and staff members hampers that image greatly. The supervisors for each department wear white shirts and consider themselves inspectors, however there aren’t even Sergeants within Parkland County which makes their entire rank structure questionable.  Outside agencies shudder when the words “Parkland County” are brought up at social gatherings and training sessions.  

There is no other better fitting word for the department than cancerous. Serious allegations are covered up by the management, and complacency is encouraged. People sworn in to enforce the law are stealing time constantly, being dishonest, and doing the bare minimum to collect their inflated paycheques. If only a ratepayer could see what happens during the day to day of these individuals, they would be in awe.

I have spoken to several colleagues that had applied for Parkland County’s many vacant peace officer positions. They did the ride along portion and withdrew from competition because of the environment,and lack of motivation from the officers. Awful equipment, overwhelming workload at times, poor team work, and overall bad vibe is what’s shown to applicants.It was a laughable moment whilst driving around town the other day, I saw an ex-admin in uniform.It appears they have resorted to hiring an inexperienced ex-admin as an officer due to an extreme disinterest to external applicants.  I am pleased to see outsiders are starting to see the reality this dumpster fire of a department is. Talk about scraping the bottom of the barrel. 

Prepare to be overworked, and expected to do the work on your own in a department of 15 or so officers. Parkland County has an incredibly high call volume for minor, petty bylaw matters. This is expected in the bylaw world, which is what you sign up for. However, be prepared to have 5+ officers on a shift at a time, and hear compete radio silence when a complaint comes in. This is the norm within their department, and it is sad to see. Officers would rather hang out at the fire halls for hours on end ,or go home on shift for extended periods of time, hanging their coworkers out to dry. 

It has been years since I started with the County, and it’s the same problems still arising. It’s crazy how things don’t change..maybe they will some day.

Hey fellow worker, there's a good chance you're reading this review because you're doing your research on working at Parkland County (or you're an existing employee). Let me present you with some facts so you know what you're signing up for.

Parkland County is a local government job which usually means good benefits, decent pay, pension plan, and above all else, stability. I'm here to tell you that stability is the last thing you'll find here. Parkland is run with a private sector mentality. You don't matter here. They leverage a system in HR called "rank and yank" that rates employees against one another and if you aren't cutting it for whatever reason, you're gone. Google the term. Big companies once used it but most have stopped. It pits people against one another, builds resentment, and even generates lawsuits, all based on the perception of you. Parkland will keep the results of this "calibration" very secret and you'll never know where you stand. But Parkland feels like it is a great system and the new way of doing things. If you're lucky enough to be spared and continue working there, you'll probably never see another development opportunity such as training or a conference in your career with them unless you rank among the elite. And that's almost impossible since even contractors/consultants are valued and trusted more than the employees themselves.

When you come to the office, you'll naturally want to please your new boss by doing a good job. You'll want to get to know staff but will sense that something is off. Once you understand what's really happening , you'll understand that staff are sad, they want to keep their heads down to keep a job, and they don't feel valued, trusted, or appreciated. Expect to work overtime and don't expect to be compensated for it. Fear is the motivation at Parkland. Employee wellness is not considered in the slightest. Culture isn't even on their radar.

Parkland has too much money and poor leadership. They want to do every project they possibly can. Some projects are outrageous and cost a fortune and don't seem to be in the best interest of the residents and businesses. Money is burned faster than you can possibly imagine. It's heartbreaking.

Good people have quit the organization. They are the envy of all others trying to get out as well.

Unless it sees a complete overhaul of the management team (and elected officials since they're seemingly OK with all of this), nothing will change. Please consider all of this before signing that offer letter.

My experience with Parkland County highlighted significant cultural and leadership challenges that prospective applicants—particularly external candidates—should carefully consider.

There is strong internal promotion culture, which in itself can be positive; however, in practice at Parkland County, I witnessed individuals being advanced into leadership roles without the depth of experience or education typically expected at those levels. Staff below the director are forced to “carry” this incompetence and all the while smile while dealing with angry  County residents.   Perceptions of favouritism and known pre-existing personal relationships within senior leadership circles makes it difficult for external hires to integrate or succeed long term.

External candidates, especially at the Director level, should be aware of a pattern of relatively high turnover in Finance, information Services, and Planning and Development.  This revolving door in directors has created operational instability, with frontline staff and mid-level leaders frequently carrying significant responsibility without consistent direction, authority, or corresponding compensation.

Strategic direction from the executive level is  inconsistent and, reactive—shifting based on political pressures or the need to align with Council expectations. This can make long-term planning and organizational alignment difficult. 

The organization has promoted its leadership development initiatives; however, the approach does not align with what many would consider formal or widely recognized municipal leadership training standards. For example the Senior Leadership Team has hired a Symphony Conductor / Evangelical Pastor from Seattle as a leadership coach/trainer for Directors.  Do not expect a structured, competency-based executive development program, rather a read this book and you’ll learn how to lead. 

Overall, if you are considering joining as an external hire, it would be prudent to maintain flexibility in your career planning and ensure you have a clear understanding of expectations, reporting relationships, and organizational dynamics.  Essential to maintaining a few options as fitting into the cultural landscape is difficult. 

Is complacency your thing? Do you like to show up 1.5 hours late to work every day? Like working with unmotivated “officers”? Then Parkland County is the place for you! 
The work environment is nothing less than toxic from top to bottom. From snitch coworkers to delusional management, it’s very forgettable. For whatever reason they have developed themselves into a silo from outside agencies, and prefer to do things the “Parkland way”. They have lost respect from the local RCMP that don’t even wave when you drive past them anymore on the street. It’s unfortunate the way that they cover up serious accusations for the old slugs that just arrive for a paycheque and nothing more. I’m not really sure why no person that oversees this department hasn’t wondered why they have to keep posting for CPO1 jobs 3-4 times a year. If you are looking for a steady job with a good supporting cast, I suggest you go elsewhere. The “patrol” members consistently avoid taking complaint files and dump the work on anyone underneath the bylaw side. If you are a motivated person, go elsewhere. Parkland County only wants to invest in complacent people who will be their whipping boys and yes men. Their incredibly high turnover rate should raise some red flags for anyone thinking of applying. It’s not a place where you can further your career and quite frankly, it’s an embarrassment to law enforcement. 
Bear in mind not all of the people within this agency are like this. There are some well respected within their walls, however the bad outweighs the good by a staggering margin. 
Don’t let the pay fool you. Elsewhere in the province, most agencies are making about the same salary. The benefits are awful, especially those of us with kids. You pay union dues for spineless union reps that bend over for management and give them information behind the scenes. 

This place has had potential, but until some serious changes happen, avoid avoid avoid. 

Oh hope you enjoy cleaning up cat turds!

Parkland County no longer has the benefits of working for a municipality. What has changed over the last few years: 

1. Compensation increases- used to be like any other government job where you normally knew what you’d be making year to year. Parkland has now switched to a calibration process which is viewed more as a popularity contest. Increases for most staff are minimal to none.

2. Job security- it’s not a joke when people wait for the weekly announcements of who is fired. Senior management has apparently taken leadership courses at Harvard and Queens but they can’t find a way to mentor and help improve their staff.

3. Responsibility with taxpayers money- while staff are hearing they must cut back and very little wage increases are happening, management decided in the last year to do a massive unnecessary renovation to the front offices, removing an already beautiful lobby and reception area. Also a leading edge ERP project which are normally very costly. It’s not clear what value the residents are getting out of this. 

4. Transparency and fairness- most governments are held to a responsibility and some even have rules, that they must have fair competitions for every job opening. What parkland does is make up jobs for the few favourites and don’t announce anything until they are already in the new position, giving most people no opportunity to apply. 

5. Training opportunities- most requests for training and conferences are denied. A huge training budget was polled into one in the last few years and now only the favourites get approved. Most people are falling behind in their fields due to a lack of training not allowing knowledge to stay current. 

I would not recommend working at Parkland County for these reasons.

A complete rework of Parkland County needs to be done from top to bottom. Parkland County used to be tolerable to work for but in the past 4-5 years has taken a sharp nosedive, especially their Enforcement Services division who lost 7 people of a 16 person department in a single year. Management is overbearing, micromanaging, and harasses their employees with deragatory comments always saying that "The grass isn't greener on the other side and if you don't like it you can quit and find a new job." This mindset has resulted in only the most toxic of staff to stay long term and all the good natured people with a "go getter" attitude to quit to other agencies. For and agency that used to be good to work for and with its sad to see how far it has fallen the past few years.

Ultimately, Parkland County as a whole, but especially it's Enforcement Services branch, is full of bullying management, backstabbing co-workers, constant lack of support. It has union stewards investigate members for wrongdoing and turns the information over to management for performance logs. Also very against training in general, only giving courses to 3-4 people out of the 16 person department. I would advise anyone looking at getting into enforcement and peace officer work to avoid Parkland County as more often than not employment in Enforcement Services for Parkland County turns into career suicide.

To start it was a great place to work but quickly learned that the staffing levels are extremely top heavy and good staff are abused.

Lower staff have too many bosses to report to, some supervisors have only one staff member to supervise. Not sure one staff member needs one or two supervisors, a manager, and a general manager. 

Lots of nepotism, family gets hired without proper hiring practices.

Staff that should NOT be allowed to be in contact with residents are out and about driving and NOT doing their jobs but it is over looked. 

People on stress leave constantly, staff working on weekends after hours not paid and in secret so that can get their work done and not get in trouble for not keeping up. 

If you are on the popular team, you can do no wrong and If you are tired, its okay, go have a nap in the spare room, see you in a few hours.

BUT if you are not, then no you cannot take a break, if you do you are chastised by staff, if you leave on time, you are chastised by staff, if you need to take a day off for medical reasons you can not, and if you have EDO's be careful, if you are not on the popular side, you will have your EDO's taken away as management tries to push you out. 

When a manager does not like you they make things up about you and report you to HR, when you go to HR to report bullying by management your emails and concerns are mysteriously removed from your record so there is no record of your complaint. 

Management is paid too much and is too top heavy yet they fire base level staff so management can keep their cushy high priced jobs.

If you need to have surgery, don't tell your boss, they will fire you.

In my opinion, since coming aboard two years ago, the staff leadership has muddled through, utilizing private sector tactics in a municipal setting to deceive both council, EC, and staff. Long term employees who have proven themselves with ethics and abilities have been bullied or released in order to push twisted agenda’s to create a false sense of workplace safety and organizational success. New hires are not chosen by their abilities and accomplishments but through prior friendships with the leadership. With every new friend added to the mix, the environment becomes increasingly nasty. Safety stats, budget numbers, and communications are manipulated to hide the truth from council, staff, and taxpayers. Of interest staff and residents are told that decreasing tax revenue will have significant negative impacts going forward, yet new positions and promotions keep forming to support the CAO.  As  staff are directed to cut costs and services, grossly expensive training programs are approved for the leadership groupies. Staff perks are slowly being removed as part of the cuts. Does council realize what is happening and can you imagine the impacts on staff and residents if they do? As an agent of customer service to the residents I am sick to my stomach each day and push for change. I hold out hope for a return to greatness so we can attract high quality employees back to the organization. Do you want to work here?

A super supportive team atmosphere with experienced team members. Things had been on the upswing in the last year and management was working progressively to improve the work culture and provide a more flexible and laid back environment. Management recognized peoples strengths and granted opportunities that best utilize these skills. 
Very inclusive workplace for all employees including those from diverse cultural and religious backgrounds. I felt like I could truly be myself and was generally respected for my beliefs by my peers. 

My position offered unique opportunities to work within the community, and community policing is highly encouraged in the department. Officers enforce a variety of bylaws and have the opportunity to work closely with animals and families. 
If your interested in doing traffic and traffic only, keep in mind you might have to deal with the occasional dog or unsightly file. Recent budget changes have made conference attendance less frequent, an area of improvement for the County for sure. However there were  social club activities/ lunches/ golf tournaments and opportunities to get together with other county employees socially which was a bonus.

A great place overall and I will always think proudly on my time at Parkland County!

In the beginning this was a wonderful place to work.  However, poor leadership by council, CAO and the executive team has led this place to be a place where you are bullied, belittled and made to feel absolutely worthless.

Do not expect raises unless you are good at the popularity game - which is not only unethical, but unprofessional.  
Do not expect training unless you are upper management on your way to retiring, and again, good at playing the popularity game.
There is no work life balance - at all (Unless you are on the administration side of the building).  You are bullied and threatened if you don't meet deadlines and the lower on the totem pole, the more you are expected to do.
It's true - if you are still there Thursday, you are considered to have had a good day.  The number of people walked out the door due to "business reasons" is appalling - it's a horrible misuse of taxpayers dollars.  No one in the private industry would ever do this - it's expensive to walk them out and even more expensive to replace them.
The culture is toxic - they make you feel worthless, useless and stupid.  leadership is full of bullies.  

It's too bad the residents do not know enough to demand answers.  Parkland County needs a complete overhaul - council, CAO and executive team.  They have no idea how to run an organization and in the private world, they would be the ones that are being fired, instead of all the good employees they are walking out.

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Senior planner 1 salary reported	$109,784 per year
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Technical analyst 1 salary reported	$90,726 per year
Service technician 1 salary reported	$97,839 per year
Senior maintenance person 1 salary reported	$26.79 per hour

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