Employees United Alliance could be established in VI- Stephon D. Mactavious
Mactavious described the meeting as impactful, honest and successful. “What stood out most was the openness of the conversation. We both share the same understanding: our people, our workers, are not just employees; they are the priority.”
He added that he was genuinely pleased that Mr Archer did not simply acknowledge concerns but was prepared to move towards putting solutions in place
Solutions coming
Mactavious listed what is coming for the public service following discussions with Mr Archer. Among them is the promotion of the complaints process across the Public Service. “So every public officer is reminded exactly how to raise a concern when something isn't right.”
Also, an Employee Engagement Survey is being developed as a genuine health check-up for the Public Service starting in October 2026. He said, “It will assess the workplace culture across Ministries and Departments, including the experiences of public officers and the quality of supervisory relationships. This will help to better understand the concerns being raised and identify areas requiring attention.”
Lastly, in time for End of Year Performance Appraisals, the 360 Degree Supervisory Feedback process, which already exists within the Public Service, will officially be extended to include all Departments. “This means feedback will no longer flow in one direction only. Public officers will have an opportunity to provide structured, confidential feedback for their supervisors as part of the appraisal process.”
Establishment of an Employees United Alliance
Mactavious revealed that during the meeting, Mr Archer shared the idea of establishing an Employees United Alliance. This would be a confidential space where public officers and employees across the Virgin Islands can bring workplace culture issues directly to him, without fear of identification.
“I intend to take this idea forward and work towards establishing the Alliance as a means of giving people a voice and ensuring their concerns can be raised and heard.”
The two men also agreed in writing to work together to address these concerns.
“When public officers bring workplace issues to me, following the chain of command, we can work towards meaningful solutions.”
He emphasised that he will remain on his side of the line, a distinction that matters. “My role is to listen to persons, represent their concerns and ensure their voices are heard. Maintaining that independence is essential to building trust.”
'Just the beginning; speak up'
Mactavious said this is just the beginning of meaningful change. He encouraged public officers to not be afraid to speak up.
“Your voice matters, and structures are being strengthened to provide a means for you to be heard.”
Mactavious said he intends to remain accountable to the people who placed their trust in him. He also promised to continue sharing updates on the progress of these initiatives and the work being done to improve workplace culture across the Public Service and the entire Virgin Islands.
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26 Responses to “Employees United Alliance could be established in VI- Stephon D. Mactavious”
But one day, they may awaken to the truth that God does not sleep. He sees what is done in the light and what is done in darkness. Nothing is hidden from Him.
That is why repentance is so important. Pride can blind the heart, and poor judgment can lead a person farther into darkness than they ever intended to go.
While there is still time, turn away from what is wrong and evil. Humble yourself, seek God, make things right where you can, and ask for His forgiveness or your rewards for all eternity will be a piece of paper of academic accomplishment. God is merciful, but His mercy, his silence, should never be mistaken for His absence or as a weakness on His part. Repent!
Anyone who worked with him at Pier Park knows the effort he put in one intelligent, respectful and pleasant young man. I prefer to deal within than any other manager in that Pier Park Management office. the management team needs to go asap. they feel they own the pier park.
A remark like this reads like it came from inside that organisation. If management wants to talk about reputations, maybe start closer to home. Word is two managers over there had a heated argument that nearly came to blows and I heard everything gets sweep under the rug. That's the kind of environment people are describing, and it's why good people keep leaving.
I don’t understand why we want to take everything from everywhere else and apply it here. Do we not have any visionaries left?