ICMARC Associate Handbook August 2016

Confidential — for Internal Use Only

Associate Handbook August 2016 |

An Associate’s Role in the Performance Management Process

You should be familiar with the responsibilities of your position as well as any specifically established goals,

objectives, or performance and behavioral standards. The active participation of both you and your supervisor

is important for the performance management process.

During the end-of-year self-review process, you will be able to enter your own comments on the P3 form

concerning your performance during the year.

Signing the Performance Planning and Assessment Form

Your electronic signature on the form indicates that you have read and discussed the assessment with your

supervisor and that you have both had an opportunity to provide written comments. Your electronic signature

is part of the process and does not necessarily indicate your agreement with the assessment.

Appeals

Appeals related to the performance assessment or performance plan must follow the procedures set forth in

the problem-solving and formal appeals process.

(See next section.)

PROBLEM SOLVING AND FORMAL APPEALS PROCESS

ICMA‑RC believes that open communication is critical to the success of the corporation, especially in

resolving any problems or concerns that might arise. There are several avenues available to you in your efforts

to address problems and concerns:

Working with your supervisor within your division through the normal channels

The Peer Roundtable

The Formal Appeals Process

Working with Your Supervisor within Your Division

You are encouraged to discuss professional problems and concerns with your immediate supervisor. (If the

problem directly involves the immediate supervisor, you should go to the next level of management.) If the problem

still is not resolved, you should discuss it further with your division head or, if appropriate, your HR manager or

head of Human Resources. Or, if you prefer, you may choose to present your concern to the Peer Roundtable.

Peer Roundtable

The Peer Roundtable was set up to address problems you have been unable to solve or hesitant to pursue

through normal channels. It offers a readily available alternative to the corporation’s normal channels of

problem resolution when you believe those channels have not been or will not be effective.

The Roundtable consists of seven to ten associates who are representative of ICMA‑RC’s diverse population.

Members agree to be open, objective, honest and willing to express their opinions with sensitivity and respect.

You can meet with the Roundtable members to discuss employment concerns relating to issues such as career

advancement, diversity in the workplace, promotional opportunities, interpersonal matters, or any other

situations that may be detracting from your work performance, progress or job satisfaction.