If you would like to request mediation, please contact Learning and Organizational Development (L+OD) or the L+OD manager to talk about options. The Library works with outside mediators who are not Library or County employees.  

What is mediation?

Mediation is...

• Mediation is a choice. Mediation provides participants with a voluntary opportunity to resolve their own conflict before other options are considered. Each individual participant reserves the right to disengage from and end the mediation at any point during the process.
• Mediation is a confidential process, meaning the content of the mediation sessions (what is said or discussed) is inherently confidential, participants mutually decide what and how to share the outcomes of a mediated agreement or session content. In addition, mediators are bound by confidentiality, and can only speak to the information that participants agree is okay to share with others.
• Mediators are neutral parties and facilitate the process to meet the needs and commitment levels of the participants.
• Mediation is about being open to other perspectives and new solutions. The mediation processes focuses on listening, creating deeper understanding of the situation, and finding mutually agreeable solutions.

Mediation is not...

• Mediation is not involuntary. The mediation process works best when participants want to engage in creating solutions. Mediation can be offered, or strongly suggested as an option, not as a directive.
• Mediation is not for those who are currently going through formal grievance or disciplinary processes. Mediation is a more viable option once such processes are concluded.
• Mediation is not a process where all the details are reported out to supervisors, Human Resources, or documented in a personnel file. The mediated agree may be shared with supervisors or Human Resources, but only if the parties agree to do so.
• Mediation is not discipline. The mediation process is separate from other HR processes, in that participation and the resulting outcomes are not used as an indication of negative performance.
• Mediation is not driven by "who is at fault", nor is it the space, for participants to debate, fight, or assign blame.

Important Considerations

• Mediated agreements do not replace any Multnomah County Personnel Rules. Participants will always be accountable for Multnomah County’s expectations regarding workplace performance and behavior, regardless of any mediated agreement.
• Mediation and resulting agreements do not shield participants from current or future discipline. Being in mediation or having a mediated agreement in place doesn’t stop discipline from occurring, when unacceptable behavior occurs outside the mediation session. Participants are always accountable for their performance and behavior in the workplace before, during, and after mediation.

Learn more about mediation on the county commons.