Objective
This Conflict of Interest and Mitigation Policy is intended to increase the awareness of core team, assessors and administrative staff at PVRSCPL to the potential for conflicts
of commitment and interest, and to establish procedures whereby such conflicts may be avoided or managed in a transparent fashion.
Introduction
Core team and staff members at PVRSCPL owe their primary professional loyalty to the organization, and their primary commitment of time and intellectual energies should be to the organisations Standard Operating Procedures (SOP) implementation at PVRSCPL consisting to different associated clients/Sector Skill Councils and Schemes that we work with. The specific responsibilities and professional activities that constitute an appropriate and primary commitment will differ it’s time to time targets and ethical
way of achieving organizational goals and they should be based on a general understanding between the staff and his or her task ‘Lead’ or organisation ‘Founder Director’.
Conflicts of interest
Attempts of team/staff to balance PVRSCPL responsibilities with external activities can result in conflicts regarding allocation of time and energies. Conflicts of interest exist when an individual’s external interests or personal, family, or financial considerations could improperly or adversely influence execution of his/her responsibilities at PVRSCPL. Staff at PVRSCPL must ensure that their activities on and off duty do not compromise the integrity of the company. External activities may require significant time commitment from PVRSCPL staff such that they are unavailable to effectively discharge their prescribed duties towards PVRSCPL. Confidential information available to the staff member in the context of work at the PVRSCPL may be valuable in external or personal contexts, and use of such information for external or personal purposes will constitute misuse of such information and will fall within the ambit of conflict of interest.
Conflicts of interest often arise at the intersection of two fundamental missions: to push the boundaries of knowledge and to transfer that knowledge to the outside entities. There may be, for example, significant personal financial incentives related to outside consulting, or being involved with other organization or assessment company. Staff relationships with Training Providers in Skill Ecosystem can frequently present multifaceted conflicts of interest. Such conflicts be disclosed and then eliminated, mitigated or managed.
Training and Awareness of Policy Core team, staff and assessors must familiarize themselves with this Policy and participate in periodically held training sessions. Operations lead, Staff and Assessors should additionally be trained on their specific responsibility to evaluate and effectively address conflicts of interest.
Disclosure of Conflicts Disclosure is the key mechanism to bring potential conflicts of interest to light for evaluation and possible oversight. The responsibility for avoiding potential, apparent or actual conflicts of interest begins with the individual. If a situation arises that could present a conflict of interest, the staff/assessor must make full disclosure of the relevant information to his/her respective head of institution. PVRSCPL requires that staff file a disclosure form when there is a potential conflict arising, which will be considered by the Founder Director of PVRSCPL for appropriate decision.
External consulting of PVRSCPL Staff and receipt of financial remuneration from outside entities The primary allegiance of PVRSCPL staff any external consulting activities must not be in conflict with this primary mandate. The consulting should be separate from the primary objective of PVRSCPL.
Bribery, Gifts, meals, travel, entertainment Staff, Assessors must not directly or indirectly solicit or accept from any partner or competitor in skill eco system in terms of Cash or cash equivalents. This includes actual and potential business partners or competitors if a gift is received nonetheless, it must be not accepted. If it influences or could be perceived as influencing the Ethical Policy of Company.
Conflict of Interest & Mitigation Strategy
The Founder Director is responsible for implementing the conflict of interest & mitigation strategy and will appoint a committee for assessing any potential conflict of interest. The committee may comprise of
organization advisor, members of the staff or other well qualified individuals either from within or outside of the organisation. The mandate of the committee will be to:
• Consider whether a conflict exists.
• Evaluate the severity of the conflict.
• Recommend to the competent authority the steps necessary, in its view, to resolve the conflict.