| Principles |
Indicators |
Evidence |
| Ethics & morals |
| A signatory of the Convention on Business
Integrity will publish a policy statement articulating ethical and moral
standards, and stance against bribery and corruption, and will ensure
that such standards are promoted, understood and adopted throughout our
organisation |
The
organisation shall
- Articulate and document the values and policies which should be
identified with its operations and its staff;
- Ensure that its wider stakeholders are made aware of the values
and policies; and
- Ensure that all those who should abide by the values and policies
accept and abide by them.
|
Values
and policies should be set out formally in a written creed, code or
policy which clearly sets out the organisation's values and principles
and is provided to all the staff as part of their staff handbook
The policy should be prominently displayed at places of work
The policy should be promoted to key stakeholders including customers,
suppliers and shareholders
Stakeholders should be surveyed periodically to determine their
perceptions of how well the Signatory is living up to the principles
embodied in its policy and there should be evidence that the Signatory
is acting on the results of the surveys
Staff to sign undertaking on appointment and annually thereafter not to
engage in corrupt practices
Occasional random and documented audits of the way that people work |
| The
organisation shall support and implement all the laws of Nigeria |
Whilst
it may seem obvious to most that you would do this, it could be
reinforced in your code or policy statement. |
| Transparency &
accountability |
| A Signatory is committed to ensuring that policies
and procedures are designed to enhance transparency and accountability |
Accountability |
The
organisation shall ensure that effective checks and balances are built
into
- The power, authority, control and responsibility (decision making
and decision implementation) structure of the organisation;
- The financial and accounting systems of the organisation; and
- Internal policies and procedures such that they enhance
transparency and accountability.
|
Introduce
documented internal controls
Audit procedures regularly and document results |
| Self-disclosure and
scrutiny |
| The
organisation shall ensure that its stakeholders have timely access to
accurate information to which they have a right, whether this is by
scheduled acts of self-disclosure or by way of exhibiting a tolerance
for scrutiny. |
Examples
of information made available to stakeholders, such as annual reports
and accounts |
| Competence |
| A Signatory will undertake only to work within its
defined area of competenc |
The
organisation shall ensure that
- Articulated and documented policies will be used to match
knowledge, skill and experience of staff to roles; and
- it employs only individuals with records of trust, truthfulness
and integrity
|
Job
descriptions and person specifications for all roles and staff
References from previous employers which report on perceptions of
honesty and integrity |
| The
organisation shall ensure that staff participate in formal and informal
training programmes, workshops, seminars, or any other activity designed
to promote integrity and transparency. |
Evidence
of participation in training programmes; syllabus covered. |
| Will and power to do the
right thing |
| A Signatory will regularly monitor performance
against policies and procedures and will engage in continuous
improvement of those procedures |
Corruption and corrupt
practices |
| Under
no circumstances shall the organisation offer or accept bribes or any
other form of inducement to or from any person or institution, whether
in the public or private sector, nor engage in, promote, or condone any
form of corruption or corrupt practice. An inducement, for the purposes
of this standard, shall include obtaining by violence, threats or by
virtue of one's power or position, money, information or any other
advantage from another. Corruption and corrupt practices, for the
purposes of this standard, includes attempts to pervert or that which
perverts the legal or right procedure or the creation or use of
bottlenecks in any entity for the purpose of private profit or personal
gain. |
Principle
included in the policy statement |
| The
organisation shall issue a directive to all staff, agents and other
representatives to remind them of their legal, moral and professional
duty, not to demand or accept bribes or other form of inducement. |
Copy
of directive (for staff, included in staff handbook); staff to sign on
appointment and annually thereafter an undertaking not to engage in
corrupt practices |
| Whistleblowers |
| The
organisation shall issue a directive to all staff, agents, and other
representatives to report any corrupt practices taking place within the
organisation, irrespective of the hierarchy in which it occurs. |
Copy
of directive (for staff, included in staff handbook) |
Where
the whistleblower's potential or prospects may be endangered by such
action, the report can be made to an Ethics Counsellor
Where repeated consultations with an Ethics Counsellor fail to yield
satisfactory results, the whistleblower may seek further counselling
with a representative of CBi which may lead to the lodgement of a formal
complaint for investigation by CBi. |
For
larger organisations, the appointment of an Ethics Counsellor (who is a
member of senior management enjoying the trust and confidence of both
management and employees) to counsel in confidence with those wishing to
resolve ethical dilemmas or seeking clarification of the core values of
the organisation. SMEs may use an external Ethics Counsellor |
| The
organisation shall maintain a record of all whistleblower reports to
establish what happened, who did it, how it happened and what action was
taken; the organisation will allow sight of this to CBi on request. |
Record
of whistle blowing and actions taken |
| The
organisation shall cooperate with law enforcement agencies to ensure
that corrupt staff are brought to book in accordance with the law. The
organisation shall forward a record of any resulting conviction to CBi. |
Records
of referral and convictions |
| Audits |
| The
organisation shall itself undertake audits of all procedures relating to
this convention and shall maintain records |
Audit
records, together with recommendations for improvements and actions
undertaken |
| The
organisation shall engage in continuous enhancement of the effectiveness
of its processes through continuous review |
Evidence,
for example from board meetings, that issues are being debated and that
improvements are being sought |
| The
organisation shall submit itself to external audit by independent
assessors on a regular basis |
Audit
records, together with recommendations for improvements and actions
undertaken |
| Commitment |
| A Signatory will reward acceptable
behaviour within the organisation and will take action as necessary
where people engage in inappropriate behaviour |
The
organisation shall
- Articulate and document a formal reward system;
- Ensure that appropriate stakeholders are made aware of the
system;
- reward staff, agents or other representatives who show
themselves to be upright in all their dealings with, for and on
behalf of the organisation; and
- Ensure consistency in applying sanctions to those employees who
do not act in accord with the organisation's values and conventions.
|
Written
statement of reward system and sanctions included in staff handbook
Records of rewards given and sanctions applied to staff |
| The
organisation shall demonstrate over time its will and power to review
and enhance its integrity. |
Evidence,
for example from board meetings, that issues are being debated and that
improvements are being sought |
