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Confidential — for Internal Use Only
Associate Handbook August 2016 |
69
PROMOTIONS AND TRANSFERS
ICMA‑RC encourages associates to strive for professional development opportunities within the corporation.
The following are policies and procedures for promotions and transfers.
Definition of Promotions and Transfers
A promotion is an advancement to a position with increased complexity and/or responsibility. Promotions
may occur based on reorganization, career progression, competitive posting process, or as a result of a position
reclassification (upgrade). Selections are made based upon business need as well as the experience, skill and
knowledge of the applicant(s). An associate’s salary may be adjusted as a result of the promotion.
A transfer is a placement in another job within the same salary range and with an equivalent level of job
responsibility within or outside of the associate’s current division.
Merit Increase Consideration
An associate who is transferred to a lateral position at the same salary is eligible for merit increase consideration
during the next review cycle. An associate who is promoted with a salary increase is also eligible for merit increase
consideration during the next review cycle, unless stipulated otherwise and documented on the personnel action
form completed at the time of the promotion. Following the promotion or transfer, Human Resources will give
the associate written confirmation of merit increase consideration. The supervisor must discuss each case with
Human Resources before the announcement is made or the associate is notified of a merit increase.
Note:
Associates should review the “Recruitment” section in this chapter before applying for a new position.
(See
page 65.)
PERFORMANCE PLANNING AND ASSESSMENT
The ICMA‑RC planning and assessment process, called P3, for Peak Performance Power, is designed to create
an opportunity for you and your supervisor to jointly establish clear expectations of performance and behavior
at the beginning of the planning period and to evaluate the achievement of those objectives at the end of
the review period. The process also provides an opportunity for open and candid discussions regarding your
performance, strengths and areas for improvement, professional development, or any other concerns. If you
have not completed your plan by mid-April, talk with your supervisor about getting it done.
This annual process is required and is directly linked to our compensation plan. It is important, therefore, to
understand the performance expectations that have been established between you and your supervisor. This
process includes a midyear review, allowing you and your supervisor an opportunity to discuss your progress
toward your goals and to make any adjustments that might be necessary.
In addition to the midyear and annual performance assessment, interim progress reports or assessments may
be conducted at any time during the year. Either you or your supervisor may request an interim progress
report or assessment. It is suggested that the performance management form be used for the interim review. In
some cases an interim review may lead to a more formal performance improvement plan.