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Code of Conduct for Employees
Introduction
This document sets out a Code of Conduct for all employees of English Partnerships. It is applicable to all employees and agency or contract employees engaged in a similar capacity as English Partnerships employees.
Duties and responsibilities
Employees of English Partnerships should familiarise themselves with the contents of the Code and should act in accordance with the principles set out in it.
Employees of English Partnerships have a duty:
- to discharge public functions reasonably and according to the law, and
- to recognise ethical standards governing particular professions.
The Chief Executive, as accounting officer for English Partnerships is responsible overall for propriety including conduct and discipline, working under the Board.
Breaches of the code may be subject to disciplinary procedure.
Accountability
Employees of English Partnerships should be aware:
- of their accountability to the Board of English Partnerships
- of the respective roles of the sponsor department (the DCLG) and English Partnerships as set out in the Financial Memorandum
- that the Minister responsible for English Partnerships is ultimately accountable to Parliament for its independence, effectiveness and efficiency.
The Board of English Partnerships has responsibilities as an employer. These are set out in the Code of Best Practice for Board Members.
Employees of English Partnerships should conduct themselves with integrity, impartiality and honesty. They should not deceive or knowingly mislead the Board, the sponsor department, Ministers, Parliament, customers or the public.
Conflicts of interest
Employees should abide by the terms and conditions of service and Financial Memorandum of English Partnerships in relation to private interest and possible conflict with public duty; the disclosure of official information; and political activities. They should not misuse their official position or information acquired in their official duties to further their private interests or those of others. Key employees, such as the Chief Executive, Directors, managers of large contracts, and employees working on contracts, should ensure that any possible conflicts of interest are identified at an early stage and that appropriate action is taken to resolve them.
Integrity
Employees of English Partnerships should not use their official position to receive, agree to accept or attempt to obtain any payment or other consideration for doing, or not doing, anything or showing favour, or disfavour, to any person. They should not receive benefits of any kind from a third party which might reasonably be seen to compromise their personal judgement and integrity. Under the Prevention of Corruption Act 1916, employees of English Partnerships (as for employees of other public bodies) may be required to prove that the receipt of payment or other consideration from someone seeking to obtain a contract is not corrupt.
Personal interest
- The integrity of English Partnerships employees must be beyond suspicion. Accordingly, if any employee has to deal in an official capacity with any matter in which he/she has a private interest, however slight and of whatever character, it is the employee's duty to disclose all the facts to his/her manager.
- An employee having a direct or indirect financial interest in any item of business of English Partnerships shall disclose the fact to his/her manager and shall not take part in any item of business in which he/she has a financial interest.
- An employee will not, by reason of (2) above, be disqualified from conducting an item of business in which the financial interest is so remote or insignificant that it cannot be reasonably regarded as likely to influence the employee. Also the tenure by an employee of a lease, tenancy or other interest in a dwelling may be disregarded, except in regard to a matter relating exclusively to that dwelling.
Relations with the public
Employees of English Partnerships who deal with the affairs of the public should do so sympathetically, efficiently, promptly and without bias or maladministration. Employees of English Partnerships should offer the public the highest standards of conduct and service. Employees should carry out their duties in compliance with the principles and standards set out in English Partnerships Citizen´s Charter and Open Government Scheme.
Use of resources and fraud
Employees of English Partnerships should endeavour to ensure the proper, economical, effective and efficient use of resources. Responsibilities of employees in respect of the prevention of fraud and the procedures to be followed where fraud is detected or suspected are set out in English Partnerships Fraud Policy Statement.
Corporate gifts and hospitality
The rules governing employees accepting or receiving gifts and/or corporate hospitality and those governing what gifts or hospitality English Partnerships can give are set out in the English Partnerships Corporate Gifts and Hospitality Statement.
Staff behaviour
Staff behaviour should be above reproach or criticism and harassment at work will not be permitted. Management and Staff Side have agreed guidelines for dealing with workplace harassment and these are set out in the Harassment Policy and Procedure.
Official information
Employees of English Partnerships owe a general duty of confidentiality to their employer at common law. They are therefore required to protect official information held in confidence. Nothing in the Code of Conduct should be taken as overriding existing statutory or common law obligations to keep confidential, or in appropriate cases to disclose, certain information.
Employee concerns about improper conduct
If employees of English Partnerships believe they are being required to act in a way which:
- is illegal, improper, or unethical;
- is in breach of a professional code;
- may involve possible maladministration, fraud or misuse of public funds or;
- is otherwise inconsistent with this Code;
they should either raise the matter through their line manager or Director or else approach in confidence English Partnerships nominated official, the Head of Assurance, who is entrusted with the duty of investigating employee concerns about illegal, improper or unethical behaviour. Employees should also draw attention to cases where:
- there is evidence of criminal or unlawful activity by others and may also report cases where they believe there is evidence of irregular or improper behaviour elsewhere in the organisation, but where they have not been personally involved, or if they are required to act in a way which, for them, raises a fundamental issue of conscience.
Where an employee has reported a matter covered in paragraph 12 above and believes that the response does not represent a reasonable response to the grounds of his or her concern, he or she may report the matter in writing to Robert Gilchrist, the nominated official within DCLG who will investigate the matter further.
After leaving employment
Employees of English Partnerships should continue to observe their duty of confidentiality after they have left the employment of English Partnerships.
© English Partnerships 2003-2008