The focus was on creating a leadership team that would encourage an open, inclusive, and collaborative organizational culture. Department leaders began the update of the supervisory structure by clarifying the sergeant's role; the roles of the other ranks would be designed to relate to the activities of this first-line supervisor. Once this linchpin position was defined, agency leaders defined the corporal's job as an assistant to the sergeant. Next, leaders focused on lieutenants, the organization's administrators. The deputy chief's position was eliminated, as administrative responsibilities were divided among the lieutenants. After completion of the job descriptions, leaders updated performance evaluations to ensure that they assessed key performance areas for each rank. The new performance evaluations clearly identify where an employee is not meeting standards; this may result in a pay loss. Leaders also addressed the selection system for promotions. The new system provides orientation in advance that explains the components of the promotion process, qualification standards, and grading methods. The selection process requires that candidates pass each graded component of the process. Those who qualify in all areas are then placed on a promotion list to fill vacancies as they occur. After selecting and training new leaders, improvement in communication became the focus. The decisionmaking process was redesigned to be conducive to communication among all levels of the department in accordance with the principles of participatory management. The selected leadership team has already begun shaping a new vision for the organization; and the agency continues to refine its leadership development efforts as team needs change.