Code of Conduct

Code of Conduct

CODE OF CONDUCT FOR STAFF (AND VOLUNTEERS)                              

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Author:  Milly Wildish     Date: 01/09/2020    Date for review: 01/09/2021

STATEMENT OF INTENT

  • Providing consistency in terms of expected conduct
  • Setting out standards of conduct which staff are expected to follow when within, or representing the organisation
  • Ensuring that the organisation provides a high-quality service and to promote confidence in the integrity of the organisation to all coming in to contact with it
  • Defining the required levels of professionalism to ensure the well-being of the organisation, its staff and its service users

LEGISLATION

SCOPE

This section outlines who the policy will apply to;

  • All tiers of management
  • Members of staff regardless of contract type or length of service
  • Volunteers

ROLES AND RESPONSIBILITIES

Management 

  • Implementing this policy
  • Reporting to the board (where appropriate)
  • Ensuring continuous reviews
  • Providing appropriate training / induction

Ian Hargreaves is head of discipline

Staff

  • Ensure they read and follow this Policy and adhere to any relevant guidance or in-house material relating provided
  • Attending training as and when required
  • Report any concerns/issues as and when they arise
  • Maintain high standards of attendance and punctuality
  • Never use inappropriate or offensive language whilst working for the organisation
  • Treat others with dignity and respect
  • Show tolerance and respect for the rights of others
  • Not undermine fundamental values, including democracy, the rule of law, individual liberty and mutual respect, and tolerance of those with different faiths and beliefs
  • Express personal beliefs in a way that will not overly influence others, and will not exploit service user’s vulnerability or might lead them to break the law
  • Understand the statutory frameworks they must act within
  • Adhere to their Registered Bodies’ Code of Practice / Standards
  • Avoiding a position where duty and private interests conflict
  • Devoting your full time, attention and abilities to your duties during your working hours and to act in the best interests of the organisation at all times
  • Undertaking any employment or engagement which might interfere with the performance of your duties or conflict with the interests of the organisation
  • Providing formal notification of any employment or engagement which you intend to undertake whilst in the employment of the organisation (including any such employment or engagement which commenced before your employment began with the organisation)
  • Exchanging personal contact details
  • making online associations/friendships with current service users via social networking sites
  • using texting/email facilities on either their mobile phone or PC/Mac to communicate with current service users
  • Ensuring time spent one-to-one takes place in a public place that others can see and gain access to
  • Ensuring a colleague or line manager knows that one-to-one time is taking place
  • Staff should avoid contact with service users outside of working hours if possible
  • If a staff member is concerned at any point that an interaction between themselves and a service user may be misinterpreted, this should be reported to their line manager.
  • Staff will not use technology to view material that is illegal, inappropriate or likely to be deemed offensive.
  • Staff will not use personal mobile phones and laptops, or equipment for personal use, in working hours or in front of service users.
  • Staff will also not use personal mobile phones or cameras to take pictures of service users.
  • We have the right to monitor emails and internet use on the organisation’s IT system
  • Staff shall maintain the appropriate levels of confidentiality with respect to service user’s records and other sensitive matters
  • Staff should take care not to discuss issues of particularly sensitive matters within the community which could cause distress to staff, service users or parents
  • Staff should not use information that their role affords them access to for a purpose other than what it was collected and intended for
  • acting in a fair, courteous and mature manner to service users, colleagues and other stakeholders
  • co-operating and liaising with colleagues, as appropriate, to ensure services are delivered in a coherent and comprehensive manner
  • adopting a positive attitude to the aims of the organisation
  • respect for the organisation’s property
  • maintaining the image of the organisation through standards of dress, general courtesy, appropriate communication
  • taking responsibility for the behaviour and conduct of service users where appropriate to do so
  • being fit for work (ie not adversely influenced by drugs, alcohol, etc.);
  • being familiar with job requirements (eg proper preparation, use of suitable methods/systems, maintenance of appropriate/required records, etc), including keeping up-to-date with developments relevant to the job.
  • being familiar with organisational procedures
  • respect for the rights and opinions of others
  • not acting in a way that would bring the organisation into disrepute. This covers criminal offences, as well as negative comments about the organisation in any media
  • Declaring any gifts or hospitality provided to them that could be perceived as relating to their role

CODE OF CONDUCT

General Standards

EXCLUSIVITY OF SERVICE

SAFEGUARDING

Staff will observe proper boundaries with service users that are appropriate to their professional position. They will act in a fair and transparent way that would not lead anyone to reasonably assume they are not doing so. This should include (but is not limited to):

ACCEPTABLE USE OF TECHNOLOGY

CONFIDENTIALITY

HONESTY AND INTEGRITY