The work of SCS must not be compromised or affected by personal interest. A conflict of interest arises when a staff member is in a position to be influenced, or appear to be influenced, by private interests when doing their job.
A conflict of interest includes any circumstance, whether real, potential or perceived arising from a conflict between the performance of a staff member’s professional duties with SCS and their personal interests.
A conflict can arise where there is a reasonable expectation of a personal benefit, direct or indirect, for a staff member that could influence the performance of their duties. This benefit may be financial or non-financial.
How to behave and report situations of conflict of interest
Staff members must take suitable measures to avoid, or appropriately deal with, any situation or relationship they may have where a conflict of interest could, directly or indirectly, compromise the performance of their duties.
This includes promptly reporting any conflict of interest (including potential or perceived) to their Principal or manager as soon as the staff member becomes aware of it. The conflict, and how it has been mitigated or eliminated, is to be recorded on the Conflict of Interest & Gift/Benefits Register located on the SCS Governance Intranet page.
Questions to ask yourself to identify whether a conflict exists
A staff member may ask themselves the following questions to assist in identifying whether a situation or relationship is potentially a conflict of interest:
- Do I have personal interests that may conflict, have the potential to conflict or could be perceived to conflict with, my position at SCS?
- Could there be benefits for me now, or in the future, that could cast doubt on my objectivity in acting in the best interests of SCS?
- How will my involvement in the decision or action be objectively viewed by others?
- Does my involvement appear fair and reasonable in all the circumstances?
If a staff member is working at a school in which their child is enrolled, the staff member and Principal/manager are to ensure appropriate practices are employed to mitigate any conflict including the staff member not working directly with their child, not being involved in any assessment, reward or benefit and not being involved in any management of discipline of their child.
Staff members with children at any SCS school are to ensure any interactions about their children are in the capacity as a parent only and through the appropriate parent channels.
Staff members are also to recuse themselves from any action/decision that may involve a family member. Furthermore, a family member cannot be engaged in the same school or directorate as a staff member without the written approval of the Director, People & Culture.