Copyright © 2008 by the International City/County Management Association
ICMA Code of Ethics
With Guidelines
The ICMA Code of Ethics was adopted by the ICMA membership in 1924, and most recently
amended by the membership in May 1998. The Guidelines for the Code were adopted by the
ICMA Executive Board in 1972, and most recently revised in July 2004.
The mission of ICMA is to create excellence in local governance by developing and fostering professional local government
management worldwide. To further this mission, certain principles, as enforced by the Rules of Procedure, shall govern the
conduct of every member of ICMA, who shall:
1. Be dedicated to the concepts of effective and democratic
local government by responsible elected officials and
believe that professional general management is
essential to the achievement of this objective.
2. Affirm the dignity and worth of the services rendered by
government and maintain a constructive, creative, and
practical attitude toward local government affairs and a deep
sense of social responsibility as a trusted public servant.
Guideline
Advice to Officials of Other Local Governments. When
members advise and respond to inquiries from elected or
appointed officials of other local governments, they should
inform the administrators of those communities.
3. Be dedicated to the highest ideals of honor and integrity
in all public and personal relationships in order that the
member may merit the respect and confidence of the
elected officials, of other officials and employees, and of
the public.
Guidelines
Public Confidence. Members should conduct themselves
so as to maintain public confidence in their profession, their
local government, and in their performance of the public
trust.
Impression of Influence. Members should conduct their
official and personal affairs in such a manner as to give the
clear impression that they cannot be improperly influenced
in the performance of their official duties.
Appointment Commitment. Members who accept an
appointment to a position should not fail to report for that
position. This does not preclude the possibility of a member
considering several offers or seeking several positions at the
same time, but once a bona fide offer of a position has been
accepted, that commitment should be honored. Oral
acceptance of an employment offer is considered binding
unless the employer makes fundamental changes in terms of
employment.
Credentials. An application for employment or for
ICMA’s Voluntary Credentialing Program should be
complete and accurate as to all pertinent details of
education, experience, and personal history. Members
should recognize that both omissions and inaccuracies must
be avoided.
Professional Respect. Members seeking a management
position should show professional respect for persons
formerly holding the position or for others who might be
applying for the same position. Professional respect does
not preclude honest differences of opinion; it does preclude
attacking a person's motives or integrity in order to be
appointed to a position.
Reporting Ethics Violations. When becoming aware of a
possible violation of the ICMA Code of Ethics, members
are encouraged to report the matter to ICMA. In reporting
the matter, members may choose to go on record as the
complainant or report the matter on a confidential basis.
Confidentiality. Members should not discuss or divulge
information with anyone about pending or completed ethics
cases, except as specifically authorized by the Rules of
Procedure for Enforcement of the Code of Ethics.
Seeking Employment. Members should not seek
employment for a position having an incumbent
administrator who has not resigned or been officially
informed that his or her services are to be terminated.
4. Recognize that the chief function of local government at
all times is to serve the best interests of all of the people.
Guideline
Length of Service. A minimum of two years generally is
considered necessary in order to render a professional
service to the local government. A short tenure should be
the exception rather than a recurring experience. However,
under special circumstances, it may be in the best interests
of the local government and the member to separate in a
shorter time. Examples of such circumstances would
include refusal of the appointing authority to honor
commitments concerning conditions of employment, a vote
of no confidence in the member, or severe personal
problems. It is the responsibility of an applicant for a
position to ascertain conditions of employment.
Inadequately determining terms of employment prior to
arrival does not justify premature termination.
5. Submit policy proposals to elected officials; provide
them with facts and advice on matters of policy as a
basis for making decisions and setting community goals;
and uphold and implement local government policies
adopted by elected officials.
Copyright © 2008 by the International City/County Management Association
Guideline
Conflicting Roles. Members who serve multiple roles--
working as both city attorney and city manager for the same
community, for example--should avoid participating in
matters that create the appearance of a conflict of interest.
They should disclose the potential conflict to the governing
body so that other opinions may be solicited.
6. Recognize that elected representatives of the people are
entitled to the credit for the establishment of local
government policies; responsibility for policy execution
rests with the members.
7. Refrain from all political activities which undermine
public confidence in professional administrators. Refrain
from participation in the election of the members of the
employing legislative body.
Guidelines
Elections of the Governing Body. Members should
maintain a reputation for serving equally and impartially all
members of the governing body of the local government
they serve, regardless of party. To this end, they should not
engage in active participation in the election campaign on
behalf of or in opposition to candidates for the governing
body.
Elections of Elected Executives. Members should not
engage in the election campaign of any candidate for mayor
or elected county executive.
Running for Office. Members shall not run for elected
office or become involved in political activities related to
running for elected office. They shall not seek political
endorsements, financial contributions or engage in other
campaign activities.
Elections. Members share with their fellow citizens the
right and responsibility to vote and to voice their opinion
on public issues. However, in order not to impair their
effectiveness on behalf of the local governments they
serve, they shall not participate in political activities to
support the candidacy of individuals running for any city,
county, special district, school, state or federal offices.
Specifically, they shall not endorse candidates, make
financial contributions, sign or circulate petitions, or
participate in fund-raising activities for individuals
seeking or holding elected office.
Elections in the Council-Manager Plan. Members may
assist in preparing and presenting materials that explain the
council-manager form of government to the public prior to
an election on the use of the plan. If assistance is required
by another community, members may respond. All
activities regarding ballot issues should be conducted within
local regulations and in a professional manner.
Presentation of Issues. Members may assist the governing
body in presenting issues involved in referenda such as
bond issues, annexations, and similar matters.
8. Make it a duty continually to improve the member's
professional ability and to develop the competence of
associates in the use of management techniques.
Guidelines
Self-Assessment. Each member should assess his or her
professional skills and abilities on a periodic basis.
Professional Development. Each member should commit
at least 40 hours per year to professional development
activities that are based on the practices identified by the
members of ICMA.
9. Keep the community informed on local government
affairs; encourage communication between the citizens
and all local government officers; emphasize friendly
and courteous service to the public; and seek to improve
the quality and image of public service.
10. Resist any encroachment on professional
responsibilities, believing the member should be free to
carry out official policies without interference, and
handle each problem without discrimination on the basis
of principle and justice.
Guideline
Information Sharing. The member should openly share
information with the governing body while diligently
carrying out the member's responsibilities as set forth in the
charter or enabling legislation.
11. Handle all matters of personnel on the basis of merit so
that fairness and impartiality govern a member's
decisions, pertaining to appointments, pay adjustments,
promotions, and discipline.
Guideline
Equal Opportunity. All decisions pertaining to
appointments, pay adjustments, promotions, and discipline
should prohibit discrimination because of race, color,
religion, sex, national origin, sexual orientation, political
affiliation, disability, age, or marital status.
It should be the members' personal and professional
responsibility to actively recruit and hire a diverse staff
throughout their organizations.
12. Seek no favor; believe that personal aggrandizement or
profit secured by confidential information or by misuse
of public time is dishonest.
Guidelines
Gifts. Members should not directly or indirectly solicit any
gift or accept or receive any gift--whether it be money,
services, loan, travel, entertainment, hospitality, promise, or
Copyright © 2008 by the International City/County Management Association
any other form--under the following circumstances: (1) it
could be reasonably inferred or expected that the gift was
intended to influence them in the performance of their
official duties; or (2) the gift was intended to serve as a
reward for any official action on their part.
It is important that the prohibition of unsolicited gifts be
limited to circumstances related to improper influence. In
de minimus situations, such as meal checks, some modest
maximum dollar value should be determined by the member
as a guideline. The guideline is not intended to isolate
members from normal social practices where gifts among
friends, associates, and relatives are appropriate for certain
occasions.
Investments in Conflict with Official Duties. Member
should not invest or hold any investment, directly or
indirectly, in any financial business, commercial, or other
private transaction that creates a conflict with their official
duties.
In the case of real estate, the potential use of confidential
information and knowledge to further a member's personal
interest requires special consideration. This guideline
recognizes that members' official actions and decisions can
be influenced if there is a conflict with personal
investments. Purchases and sales which might be
interpreted as speculation for quick profit ought to be
avoided (see the guideline on "Confidential Information").
Because personal investments may prejudice or may appear
to influence official actions and decisions, members may, in
concert with their governing body, provide for disclosure of
such investments prior to accepting their position as local
government administrator or prior to any official action by
the governing body that may affect such investments.
Personal Relationships. Member should disclose any
personal relationship to the governing body in any instance
where there could be the appearance of a conflict of interest.
For example, if the manager's spouse works for a developer
doing business with the local government, that fact should
be disclosed.
Confidential Information. Members should not disclose
to others, or use to further their personal interest,
confidential information acquired by them in the course of
their official duties.
Private Employment. Members should not engage in,
solicit, negotiate for, or promise to accept private
employment, nor should they render services for private
interests or conduct a private business when such
employment, service, or business creates a conflict with or
impairs the proper discharge of their official duties.
Teaching, lecturing, writing, or consulting are typical
activities that may not involve conflict of interest, or impair
the proper discharge of their official duties. Prior
notification of the appointing authority is appropriate in all
cases of outside employment.
Representation. Members should not represent any outside
interest before any agency, whether public or private, except
with the authorization of or at the direction of the appointing
authority they serve.
Endorsements. Members should not endorse commercial
products or services by agreeing to use their photograph,
endorsement, or quotation in paid or other commercial
advertisements, whether or not for compensation. Members
may, however, agree to endorse the following, provided
they do not receive any compensation: (1) books or other
publications; (2) professional development or educational
services provided by nonprofit membership organizations or
recognized educational institutions; (3) products and/or
services in which the local government has a direct
economic interest.
Members' observations, opinions, and analyses of
commercial products used or tested by their local
governments are appropriate and useful to the profession
when included as part of professional articles and reports.