cifically to the insurance industry. In some of the indicators against which Nationwide was evaluated, they continued very strong; in others, their position weakened from the prior year. NACo and the NACo Deferred Compensation Advisory Committee will continue to monitor Nationwide as economic conditions change in 2010. The NACo deferred compensation program, also known as a 457 program, is a voluntary investment program that gives county employees the opportunity to save regularly for their retirement on a pre-tax basis. One of the investment options available to participants is a fixed annuity that offers county employees the opportunity to earn an investment return at a fixed rate that is established quarterly by Nationwide. In addition, on an annual basis, Nationwide sets an investment rate minimum (or floor) for the year. According to the study, the 2008 return on this investment option placed highest among its competitors. The report was released at the November 4, 2009 meeting of NACo’s Deferred Compensation Advisory Committee, held in Monterey County, California. This study has been conducted every year since 1989, and the NACo program has always come out on top. “Our 29-year partnership with NRS continues to deliver a quality program that helps county employees save for a more comfortable retirement – this is more important than ever in today’s economy,” said Larry Naake, NACo executive director. The competitive interest rate test concluded that Nationwide met its contractual requirement to equal or exceed the top one-third of its competitors. This study reviewed the fixed annuity option offered by Nationwide and its nine largest competitors. The consultants’ analyses are only one feature of NACo’s deferred compensation program that distinguishes it from others. As a result of NACo’s Deferred Compensation Advisory Committee, the NACo program is the only one in the country that receives oversight and is advised by county participants. It also benefits from the oversight and endorsement of 41 state associations of counties. (For further information on NACo’s Deferred Compensation program, please contact Lisa Cole at NACo at 202-942-4270 or lcole@naco. org or www.nrsforu.com)
COUNTY LINES, SPRING 2010
The National Association of Counties (NACo) is committed to the highest standards of conduct by and among county oficials in the performance of their public duties. Individual and collective adherence to high ethical standards by public oficials is central to the maintenance of public trust and conffdence in government. While county oficials agree on the need for proper conduct, they may experience personal conffiict or diflering view of values or loyalties. In such cases the principles contained in this Code of Ethics provide valuable guidance in reaching decisions which are governed, ultimately, by the dictates of the individual conscience of the public oficial and his or her commitment to the public good. Certain of these ethical principles are best expressed as positive statements: actions which should be taken; courses which should be followed; goals which should permeate both public and private conduct. Other principles are expressed as negative statements: actions to be avoided and conduct to be condemned. The Code of Ethics for County Oficials has been created by and for elected county oficials. However, these principles apply to the day to day conduct of both elected and appointed offfcials and employees of county government. NACo recognizes that this Code of Ethics should serve as a valuable reference guide for all those in whom the public has placed its trust.
Properly administer the aflairs of the county. Promote decisions which only benefft the public interest. Actively promote public conffdence in county government. Keep safe all funds and other properties of the county. Conduct and perform the duties of the ofice diligently and promptly dispose of the business of the county. Maintain a positive image to pass constant public scrutiny. Evaluate all decisions so that the best service or product is obtained at a minimal cost without sacriffcing quality and ffscal responsibility. Inject the prestige of the ofice into everyday dealings with the public employees and associ ates. Maintain a respectful attitude toward employees, other public oficials, colleagues and as sociates. Eflectively and eficiently work with governmental agencies, political subdivisions and other organizations in order to further the interest of the county. Faithfully comply with all laws and regulations applicable to the county and impartially apply them to everyone. Engage in outside interests that are not compatible with the impartial and objective performance of his or her duties. Improperly inffiuence or attempt to inffiuence other oficials to act in his or her own benefft. Accept anything of value from any source which is oflered to inffiuence his or her action as a public oficial. The ethical county oficial accepts the responsibility that his or her mission is that of servant and steward to the public. 55
