We obtained this internal draft of a memo circulating in Dawn Zimmer’s camp, regarding how they would conduct themselves once in City Hall. It’s not too juicy, but definitely has some corruption-fighting practices that are worth debating in Hoboken.

It mentions that “City employees living in ‘affordable housing’ must meet standard financial screening qualifications or pay a variable surcharge based on family income, and not own other housing.” Not sure why a city would have the power to demand that if the affordable housing they live in is not run by the city.

Here’s an interesting one: “Senior Staff and Directors will sign an agreement not to work for a developer with whom their office has had a business relationship for one year after leaving City employment.”

Is it about time? What are your thoughts?

From: DZ

To: Campaign Leadership

Internal Draft – FOR DISCUSSION PURPOSES ONLY – please send me your comments ASAP

This draft reflects our overall approach to governance but is subject to additions, deletions, editing etc.

ZIMMER CAMPAIGN RUNOFF

PRINCIPLES OF PROFESSIONAL CONDUCT, INCLUSIVITY AND TRANSPARENCY

Introduction

The Zimmer Campaign is committed to the highest standards of professional conduct in City Hall and all city-related agencies (e.g., HHA, Parking Authority, HUMC, B.O.E.).

During the RUNOFF we will be asked about governance. Therefore it is appropriate to start developing the Standards, based on national “Best Practices” in Municipal Government, which would guide a Zimmer Administration, if elected. .

Working Principles (for Day1)

1. A Conflict of Interest Policy will be developed and fully enforced.

2. There will be an open recruitment and selection process for all senior staff and Directorship positions (some “Acting” appointments will be made, as necessary and appropriate, to be able to govern on July 1).

3. Before appointment to a senior staff or Directorship position, selected candidates will be required to complete the Conflict-of-Interest questionnaire and where appropriate, take actions to remove any “appearances of conflict.”

4. Senior Staff and Directors must disclose all family members currently employed by the City. Prospectively, Mayor’s Office approval is required before any family members can become employed by the City.

5. There will be an RFQ/ RFP process for all Professional Services contracts (except where a stipulated process is required by law).

6. Every Director and Agency head will be required to complete and submit an audit within 30 days identifying and correcting: embedded inappropriate behavior; inefficient business practices unexplained no-bid contracts; failures to monitor payments owed the city; current job descriptions; and incumbents who do not have required credentials.

7. The CFO and General Counsel will: conduct program and contract audits; investigate allegations of fraud, waste, and abuse; confirm adequacy of internal controls; assure compliance with City policies and procedures, Federal and State laws, regulations and grants.

8. All initial contacts from developers will be reported immediately to the Mayor’s Chief of Staff. Senior Staff and Directors will sign an agreement not to work for a developer with whom their office has had a business relationship for one year after leaving City employment.

9. City employees living in “affordable housing” must meet standard financial screening qualifications or pay a variable surcharge based on family income, and not own other housing.

10. Any City program or agency with a “waiting list” such as Affordable Housing is required to have a fully transparent process.

11. A "hot-line" will be established so Hoboken residents can anonymously report inappropriate and unacceptable public sector behavior.

12. There will once a month "Mayor's Open Door" where residents, community groups and business owners can explain their ideas and concerns directly to the Mayor.

13. The Mayor will hold a quarterly Community Forum rotating through each of the six wards.