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<br />actiVities to support the candidacy of individuals running for any city.
<br />county, special district. school, state or federal offices. Specifically, they
<br />shall not endorse candidates, make financial contributions, sign or
<br />circulate petitions, or participate in fund-raising activities for
<br />individuals seeking or holding elected office.
<br />
<br />EucnONS IN THE CouNcn.-MANAGER l'1AN. Members may assist in
<br />preparing and presenting materials that explain the council-manager
<br />form of government to the public prior to an election on the use of the
<br />plan. If assistance is required by another community. members may
<br />respond. An activities regarding ballot issues should be conducted
<br />within local regulations and in a professional manner.
<br />
<br />PREsENTATION or Issm:s.. Members may assist the governing body in
<br />presenting issues involved in referenda such as bond issues,
<br />annexations. and similar matters.
<br />
<br />8. Make it a duty continually to improve the member's professional
<br />ablllty and to develop the competence of associates in the use of
<br />management techniques.
<br />
<br />GUIDEUIIIES
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<br />SELP-AssESSMENT. Each member should assess his or her professional
<br />sJdUs and abilities on B periodic Oasis.
<br />
<br />PROFESSIONAL DEVELOPMENT. Each member should commit at least
<br />40 hours per year to professional development activities that are based
<br />on the practices identified by the members of leMA.
<br />
<br />9. Keep the community Infonned on local government affairs; encourage
<br />communication between the dtizens and all local government officers;
<br />emphasize friendly and courteous service to the public; and seek to
<br />improve the quallty and image of public service.
<br />
<br />10. Resist any encroachment on professional responsibiUties, believing the
<br />member should be free to carry out offidal policies without
<br />interference, and handle each problem without discrimination on the
<br />basis of prindple and justice.
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<br />OUIDEUIIIE
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<br />INFoRMATION Sa.uaNc. The member should. openly share information
<br />with the governing body while diligently carrying out the member's
<br />responsfbilides as set forth in the charter or enabUng JegisJation.
<br />
<br />11. Handle all matters of personnel on the basis of merit so that fairness
<br />and impartiality govern a member's decisions, pertaining to
<br />appointments, pay adjustments, promotions, and disctpUne.
<br />
<br />OUIDEUIIIE
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<br />EQUAL OPPORTUNITY. Members should develop a positive program
<br />that wiU ensure meaningful employment opportunities for all
<br />segments of the community. Au progr.uJlS, practices. and operations
<br />should: (1) provide equality of opportunity in employment for all
<br />persons; (2) prohibit discrimination because of race, color. religion,
<br />sex. national origin, political affiliation, physical handicaps, age. or
<br />marital status; and. (3) promote continuing programs of affirmative
<br />action at every level within the organization.
<br />
<br />It should be the members' personal and professional responsibiUty to
<br />actively recruit and bin! minorities and women to serve on professional
<br />staffs throughout their organizations.
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<br />12. Seek no favor; believe that personal aggrandizement or profit secured.
<br />by confidential information or by misuse of public time is dishonest.
<br />
<br />GUIDEUIIIES
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<br />GIFTS. Memben should not directly or indirectly saUdt any gift or
<br />accept or receive any gift--whether it be money. services, loan. travel,
<br />entertairunent, hospitality. promise, or any other fonn--under the
<br />foUowing circumstances: (1) it could be reasonably inferred. or
<br />
<br />expected that the gift was intended to influence them in the
<br />performance of their officla1 duties; or (2) the glft was intended to
<br />serve as a reward for any offictat action on their part.
<br />
<br />It is important that the prohibidon of unsolicited gifts be limited to
<br />clrcum5t:ances related to improper influence. In de minimus situations,
<br />such as meal checks, some modest maxitmtrn dollar value should be
<br />determined by the member as a guideline. The guideline is not intended
<br />to isolate members from nonnal social practices where gifts among
<br />ftienc::k. associates, and relatlws are appropriate (or certain occasWnf.
<br />
<br />INvEsnmNrs '" CONflIcr WITH DPfiCIAL Durms. Member should
<br />not invest or hold any investment, dlrertly or indirectly. in any
<br />financial business, commercial. or other private tnmsaction that creates
<br />a conflict with their official duties.
<br />
<br />In the case of real estate. the potential use of confidential information
<br />and knowledge to further a member's personallntefE5t requires special
<br />consideration. This guideline recognizes that members' ot1ictaI actions
<br />and decisions can be tnfluern:ed if there is a conflict with personal
<br />investments. Purchases and sales which might be interpreted as
<br />speculation for quick profit ought to be avoided (see the guideline on
<br />"Confidential Wonnatlon ").
<br />
<br />Because personal investments may prejudice or may appear to intluence
<br />oftidat actions and decisions, members may, in concert with their
<br />governing body, provkie for disclosure of such bwestments prior to
<br />accepting their position as local government administra1:or or prior to any
<br />ortidaI. action by the governing body that may affect sum in~tment5.
<br />
<br />PERSONAL Rn..ttrONSHIPS. Member should disclose any personal
<br />relationship to the governing body in any instance where there could
<br />be the appearance of a conflict of interest. For example, if the
<br />1IlBJ'1aget"s spouse works for a developer doing business wlth the local
<br />government, that fact should be disclosed.
<br />
<br />CONFIDENTIAL INFORMATION. Memben> should not disclose to
<br />others, or use to further their personal interest, confidential
<br />infonnatlon acquired by them in the course of their official duties.
<br />
<br />PRIVATE ~. Members should. not engage in, solidt,
<br />negotiate for, or promise to accept private employment, nor should
<br />they render services for private interests or conduct a private business
<br />when such employment, service, or business creates a conflict with or
<br />impairs the proper discharge of their official duties.
<br />
<br />Teaching, lecturing, writing, or consulting are typical activities that
<br />may not invOlve contlict of interest, or impair the proper discharge of
<br />their official duties. Prior nottficaUon of the appointing authority is
<br />appropriate in all cases of outside employment.
<br />
<br />~TION. Members shouki not represent any outside interesl
<br />before any agency, whether pubUc or private, except with the
<br />authorization of or at the direction of the appointing authority they serve.
<br />
<br />ENooRSEMENTS. Members should not endorse commercial products
<br />or services by agreeing to use their photograph, endorsement, or
<br />quotation in paJd or other commerdal advertisements, whether or not
<br />for compensation. Members may. however, agree to endorse the
<br />following, provided they do not receive any compensation: (1) books
<br />or other pubUcations; (2) professional development or educational
<br />services provided by nonprofit membership organizations or
<br />recogni2ed educational instltudons; (3) products and/or services in
<br />which the local government has a direct economic interest.
<br />
<br />Members' observations, opinions, and analyses of commerdal
<br />products used or tested by their local governments are appropriate and
<br />useful to the profession when included as part of professional articles
<br />and reports.
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<br />ICMA Code Of Ethics ~th Guidelines. Keep for ,...... Ii...
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