In Transition
Background: The Society of Local Government Managers has existed as a
professional body for more than ten years. The Society is responsible
for the Profession of Local Government Management. Duties of the Society
include the establishment of standards of conduct to be honoured by
its members, monitoring the practice of the profession, conducting
reviews if requested, and taking discipline action against members
who do not adhere to the standards of the profession. The Society may
also become involved in other activities provided they do not conflict
with the legislated requirements of the profession. One area where
a desire to act has been expressed is to provide support to professional
managers that are “in-transition”. This transition may
be the result of a resignation or termination of employment. An “in-transition” stage
in an individuals’ career is usually very stressful. Managers
and administrators who have experienced being “in-transition” have
indicated that peer support was very valuable and one of the key factors
in helping the administrator continue and build a successful career.
Purpose: The “in-transition” Support Team” would
exist to provide support to individuals’ that are “in-transition”,
for whatever reason. Support could include actions such as calling or
visiting the individual to talk to them about their current situation.
This discussion could include topics such as how they feel, encouragement
to move forward with their career, reviewing with them (if they want)
the events that led to their current situation, and/or reviewing with
them some of the steps they should take to protect their interests (i.e.
If legal action is required to obtain appropriate severance or how to
take advantage of the tax laws with a severance payment etc).
Team Membership:
- Establish a team or committee through the recruitment of volunteers
to provide support for members that are In-Transition
- The team will consist of six CLGM members (or associate members
where deemed appropriate by the Board) that are mature in their career
and distributed geographically with at least one member from each
of the
northern, central and southern regions. It will be important that
the team members have skills that provide an appropriate mix of skills
- At least a portion of the team membership should
include members that have direct experience of being “in-transition”
Initiation of Team Action
- The team will be called into action when any
team member becomes aware of a CLGM member that is in an “in-transition” status.
The team member that becomes aware of such a situation shall contact
the
Secretary Treasurer/Registrar of the Society, who in turn shall
contact other appropriate team members and advise them.
- The team becomes aware of members “in-transition” either
through personal knowledge or are advised by the Registrar or another
member
- Prior to contacting the “in-transition” member
or the remainder of the team, the team member shall take necessary
steps
to ensure the
information regarding the status of the affected member is accurate.
- The team will select one of its members to take
the lead role for each “in-transition” instance
with the selected member having a personal connection with the “in-transition” member
where ever possible. While initial contact and support is important,
equally important is follow up contact, on an ongoing basis, therefore
team members are encouraged to make a number of contacts over a
period of time.
Team Responsibilities:
- The team will develop or use already available
resource materials that could be shared with members “in-transition”. These resources
could be discussed over the phone, delivered through the mail or in person,
or shared via Email or through the Society’s Web page.
- The team is to provide support for the “in-transition” member
in the form of referrals and/or encouragement to discuss specific
issues with appropriate professionals. It is not the role of
team members
to provide expert advice.
- The team shall meet annually to review instances
in which services were provided to “in-transition” members. Such reviews shall
include a sharing of experiences and strategies to assist members that
are “in-transition”
- Members of the team are encouraged to attend professional improvement
courses that will provide them with skills to assist in sitting
on the team.
- Team members may provide support to individuals that are
not CLGM members in the form of contact, but no resources
requiring a financial
commitment
on behalf of the society will be forwarded to non-members.
Adopted 02 December 2005
For more information on the In Transition Support Team,
please contact :
Linda M. Davies, CLGM
Executive Director/Registrar.
Box 308, Bruderheim, Alberta T0B 0S0
Telephone (780) 796-3836
