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I worked at ICMAPros
Close to Metro and Union StationCons
1. Benefits are poor. When confronted, the crackpot HR team will have endless excuses but then they are busy organizing yoga classes and hot dog lunches
2. If they mention something at your interview, get it in writing. If not, never expect an acknowledgement.
3. Systems and technology are to be treated as four letter words and have no place at this organization. The systems they do have are woefully out of date and the solution will be a new spreadsheet.
4. Financial data is inaccurate at best but it is your fault if it is wrong. Each team attempts to work around the incompetent finance department with QuickBooks. Everything is paper-dependent and do not suggest a change because it has always been this way...maybe worse before the printing press.
5. You are working in a strict caste system. Leadership team knows nothing about city management and is a group of oblivious friends. They rarely connect to program managers and god forbid to other employees. Don't make suggestions....things have always been this way and are not welcome to change. The exec director has been absent for years and attempts to connect through a blog that is usually 6 months out of date. The COO was created to cover the absent CEO and was the CFO that created constant financial crisis management. All are paid to manage a misreoresented shadow organization. The salaries were set based upon international grants that cause repeated convulsion of staffing and pay/benefits. They are far higher than other nonprofits.
6. Raises are never (unless you are part if the high-performing leadership team). HPO is to be taught to every new employee; just don't expect anyone in Leadership to lead with the concept. The organization also likes to teach to city managers; don't expect it to be used at ICMA.Advice to ManagementAdvice
The BOD is appointed for short terms so they can be kept in the dark about the absentee management and complete failure in organizational culture. Problems can be solved with the magical two-hour appearance of the CEO who steps from behind the curtain to shower the staff with drivel. Perhaps a focus on members instead if every grant that can justify the overpriced salaries of Leadership team might be a welcome change. Maybe the board should demand and read exit interviews or see if policies are current.Doesn't RecommendNegative OutlookDisapproves of CEO