Consultant presents code-of-ethics plan; committee discusses ethics office, hotline and timeline

Rumpf and Associates presented an initial report to the Committee on Accountability, Finance and Personnel laying out a plan for a comprehensive code of ethics for Milwaukee Public Schools and next steps toward implementation.

Ken Edwards of Rumpf and Associates summarized the consultant team's findings, saying the district's existing ethics provisions were scattered across multiple administrative procedures and the employee handbook and that a unified, proactive code could improve decision-making and trust. Edwards recommended six core elements: core ethical principles, implementation and evaluation of standards, addressing misconduct and disciplinary actions, managing the code (including an ethics committee), tone at the top and board and senior management responsibilities. He urged a "know the code, live the code" approach, annual training and a clear place for employees to seek guidance.

Among the specific recommendations were creation of an internal ethics committee of MPS leaders that would be overseen by the AFP committee of the board, establishment of local ethics officers (LEOs) and online tools to assist those officers, and an independent-managed hotline for ethics questions separate from the existing whistleblower channel. Edwards said the hotline and LEOs are intended to empower employees to ask questions and report concerns without fear, and that initial reporting volumes may increase as staff become comfortable using the resources.

Committee members asked how outside contractors would be handled; administration said the intent is a single code that would apply to employees and outside contractors doing business with the district. Board members also asked about independence of the ethics committee and hotline; Edwards and administration said the committee would be staffed primarily by district senior management and that the hotline would initially be managed independently (outsourced) while the district builds internal capacity. Members pressed about confidentiality and whether personnel concerns would require closed-session handling under Wisconsin law; administration said personnel specifics would be treated anonymously where required and legal counsel would advise on process.

Director Zombor said she liked the idea of an ethics committee but was concerned about independence if staffed only by administration. The superintendent and administration proposed providing a full implementation model and timeline by the end of the year, allowing recently hired HR leadership time to onboard and contribute. The item was informational and required no committee action at the meeting.