Thanks Avri These documents are actually very interesting and from tone and content it becomes clear that there is a strong us , (meaning ICANN.org staff), and them, (meaning ICANN community). It's highly appropriate for a mid-sized corporation, the key question is if this is the right approach for a multi stakeholder governance context. Personally I think that gives the current staff/community relationship reality, it is not. Yours Klaus On 2/4/2017 11:31 PM, avri doria wrote:
-------- Forwarded Message -------- Subject: Response for WS2 Sub Group on Staff Accountability. Date: Sat, 4 Feb 2017 16:47:37 +0000 From: Karen Mulberry <karen.mulberry@icann.org> To: avri doria <avri@acm.org>, Jordan Carter <jordan@internetnz.net.nz>, ws2-diversity@icann.org <ws2-diversity@icann.org> CC: León Felipe Sánchez Ambía <leonfelipe@sanchez.mx>, Mathieu Weill <mathieu.weill@afnic.fr>, Thomas Rickert (thomas@rickert.net) <thomas@rickert.net>
Dear CCWG Accountability WS2 Subgroup on Staff Accountability,
Please find attached here policies which relate to staff’s accountability. These will be posted shortly on _ICANN.org_ for broader community access.
These policies are:
· Anonymous Hotline
· Confidentiality
· Conflict of Interest
· Employee Conduct & Work Rules
· Equal Employment
· Fraud
· Open Door
· Outside Business Interests
· Prohibition of Workplace Harassment
The ICANN CEO is responsible at the overall level for the ICANN organization staff member’s accountability, as noted in prior responses as well. In relation to staff accountability, there are many ways that ICANN holds staff accountable to these employment policies. Adherence to these policies is a fundamental expectation underlying the work of every ICANN Organization Staff member.
As to adherence, ICANN Organization’s management, led by the CEO, is responsible for managing all staff members’ adherence to policies. The policies themselves set out reporting chains, and investigatory processes that are each followed. There are multiple ways to ensure adherence and it is through the management chain, and well-established Human Resource practices, that potential violations from the policies are reported and investigated. The Complaints Officer, once established, could serve an important role in identifying violations of employment policies. Under ICANN’s new Bylaws, the community’s ability to directly hold staff accountable are also enhanced, through the availability of a broadened IRP and Reconsideration. While the Office of the Ombudsman does not have jurisdiction over HR matters, community complaints of unfairness of staff members can be taken to the Ombudsman.
In addition, as the policies also identify issues that could result in violations of laws, the applicable legal systems and California Attorney General also could reach ICANN organization staff member conduct. ICANN is governed by California laws and regulations, U.S. Federal laws and regulations (including laws related to ICANN’s tax exempt status), law and regulations of other places that it has employees, and is guided by best practices under those schemes.
All staff members are regularly informed of staff policies through the annual confirmation process, training programs and intranet blogs, as well as at any point when an issue or question is raised that addresses one of the policies. Employment policies are always available to staff through ICANN’s intranet.
We hope the information is helpful. The point person for future questions on human resources is Diane Schroeder, who is happy to participate on sub-group team calls if requested.
/Karen Mulberry/
Multistakeholder Strategy and Strategic Initiatives (MSSI)
ICANN
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