Opinions please- new job

[Workingworld12]

I started in April. Below is a summary. Names changed.

a summary of my work since I started..

1. No handover
2. No induction
3. No independent learning of what parks do, so dependent on the existing members of staff' version - later on, found to be incorrect and subsequently been a focus has been on updating the correct documents
4. There was very poor communication between team members, no team meetings; There are regular meetings now, with documented minutes and a happy office team
5. No existing or contemporary schedules for the teams, what was had was deleted or manipulated; there is huge resistance for change, and these are being rebuilt based on worker's testimonials
6. No system software for parks
7. No clarity between what is city works and what is private works for the city Council meaning Council officers, councillors, members of the public can request/demand/complaint , taking time to investigate
8. Access to gcis maps, itrent, agresso, jama, Davis, Aaron, versaa, ql, workbooks was provided but not the training
9. Still no access to ezytreev- it were meant to come back to me but haven't
10. No training on the parks budget
11. No training on estimating quotes
12. No buddy system/ mentoring with other managers from similar levels
13. No admin support – there is a gap in what the customer service hub did and what the business support officer used to do
14. Cleaner/ customer service support no under parks Remittance affecting the service provided.
15. Forms completed on paper and then scanned: rtw, return to work, ppe inspections
16. The supervisors had no access to the training matrix, so not aware whose refreshers had expired. Training was determined by the previous manager and a supervisor
17. L&D have a list of new starters but adequate training is not organised because they are waiting for the department to request. But given the culture that a qualified member of staff could train an agency staff, and the current management expecting L&D to organise, meant the flaw was detected in Nov 2024. The supervisors didn't know either because they had not been allowed access.
18. The fact that supervisors left and the knowledge and information went you them poses a significant risk. T left in March, F left in May, B left in June; B and A started in June and July respectively, meaning that the first 3 months were dedicated at resolving the grass queries, complaints, schedules and quoting for jobs. T left in November and we’re picking up the pieces of what he didn’t do.
19. The locks for the parks office were approved by R back in June when I’d parked it and queried the cost with D M.- I asked for the quote itself and if 3 different quotes. No answer received. The October’s finance meeting was booked on 24th Oct for 29th Oct and was on leave. I asked the head of finance to move it to the day after but was ignored.

I get 150 emails a day plus calls plus teams, 3/4 meetings a day, plus 8 WhatsApp groups. Contract is 37 hours, never claimed overtime but work on average 42-44 hrs a week. Don't want to give up but how can I carry on?

Is it local government?

Since April. I don't think I have been given the tools to do my job properly. I'm in probation so no rights. I feel I have been set to fail.

You can ask for training

honestly, the fact that you've managed to organise regular team meetings, update documents, and sound relatively productive is impressive given the sound of things!

make sure you put yourself first and prioritise your well-being. do you think you could push for admin help or training to HR or leadership team?

Head of department. Yes, raised with my line manager, director of environmental services. No response.

Yes

Cross posted