This Policy addresses the potential for undue influence and/or perceived impropriety when key judgements or decisions are made on the University’s behalf. This can arise in relation to an individual’s external or personal interests and relationships, and via the exchange of gifts and hospitality.
The Policy’s aims are:
1. To promote transparency in the conduct of the University’s business;
2. To prevent the misuse of authority and mitigate potential bias in judgement and decision making;
3. To ensure that the necessary audit trails are in place to protect the good standing of the University and of the individuals associated with it.
This Policy supersedes the following: Declaration of Interests Form and Guidelines (September 2018); Declaration of Interests Form and Guidelines for Council, lay members, UEB and Operations Group (July 2017); Declaration of Interests: Oversight and Scrutiny (May 2016); Hospitality and Gifts policy (2017); Declaration of gifts and hospitality form (September 2018).
Policy on managing conflicts of interest and gifts and hospitality (PDF , 1,855kb)
Applies to all those employed by or appointed to act on behalf of the University, and to all activity undertaken under the University’s auspices, including in the UK and overseas. This includes:
For the purposes of this policy, the terms below are used as a ‘catch-all’ in relation to the following:
‘Staff’ – all those employed by or appointed to act on behalf of the University, as listed above.
‘Line Manager’ - a member of Staff’s direct report. For the purposes of this policy, lay members of Council and its sub-committees should report to their committee Chair; the Vice-Chancellor to the Chair of Council, and the Chair of Council to the Chancellor in conjunction with the Registrar & Secretary, or the senior independent lay member of Council.
‘Departments’ – academic departments, professional services and wholly or majority-owned subsidiary and joint venture companies.
‘Heads of Department’ - HoDs, HoPS and Directors of subsidiary companies/joint ventures.
‘University Committees’ – UEB, Council and Senate, and all subcommittees of the latter two.
‘The University’ – the University and its wholly or majority-owned subsidiary and joint venture companies.
An individual’s ‘interests’ are defined as any activity or association which has a potential or actual bearing on matters relating to the business and activity of the University. They include both the direct interests of the person employed by or appointed to act on behalf of the University, and those of their family, partner or spouse and close personal friends, or other internal or external associates. Interests may be financial or non-financial in nature.
A conflict of interest arises where an individual’s interests may interfere, or be perceived to interfere, with their judgement in relation to activity taking place under the University’s auspices. This includes both corporate and academic matters. It does not imply an intention to behave improperly, but will need to be managed in order to protect the good standing of the individual and the integrity of the University’s activities.
Gifts: a tangible item or other benefit exchanged in the course of University activity or business.
Gifts offered may range in value, and may commonly include business and branded stationery, food and beverages, or corporate gifts such as ornamental items.
Hospitality: offers of refreshment, invitations to events, travel and/or accommodation by reason of or in connection with University activity or business. This includes gifts and/or hospitality offered to an individual’s family members where there is an actual or potential link to University activity or business.
The following activities are out of scope:
The University’s approach to handling potential and actual conflicts of interest has two elements:
The Policy also sets out principles for the exchange of gifts and hospitality, including a proportionate threshold for registering of gifts and hospitality (£40), with a requirement for gift/hospitality registers to be maintained at departmental/professional service level. These proposals have been developed in alignment with the University’s new Travel & Expenses Policy and with reference to the Financial Regulations.
1. In keeping with its public good purpose, the University values its links with outside bodies and encourages close liaison between its staff and industry, professional bodies, commerce, charities, Government departments and other academic institutions, both within the UK and overseas. In the interests of openness and transparency, and in order to protect the good standing of the University and its staff, the University will maintain a central Register of Interests, managed by the Governance & Assurance Office, using a standard declaration form, to be completed and stored electronically.
2. The University Executive Board (UEB) wishes to take a proportionate and risk-based approach to disclosures and declarations of interests. Accordingly, returns to the central Register are only required from staff who are involved in significant decision-making on behalf of the University. The following groups of staff must complete and submit an annual return to the central Register within one month of the start of the academic year:
The University may in due course add other roles to the above list as appropriate. If an individual has nothing to declare, a nil return should be submitted.
3. As part of their induction/handover process, new appointments to the above positions must complete a declaration to the central Register, or, where they have already made a return to the central Register for the year in question, update their entry to include their new role.
4. In addition to the central University Register, Departments should keep local Registers, using an electronic copy of the University’s standard form, to record annual declarations from any other members of staff who do not fall within the above groups but have interests to declare.
5. Staff must ensure that their record is kept up to date and report any substantive additions or alterations promptly to the relevant Register.
6. As set out in the table below, senior managers and Committee chairs should maintain oversight of all returns in their area, so that they are aware of the potential for any conflicts of interest and can manage their areas to avoid such situations from the outset. At the point of completing or updating a return, staff must therefore ensure that they have informed the person/people responsible for oversight in their area of any interests which raise concerns, and indicate in the confirmation cell on the return itself that they have done so. The relevant senior managers/Committee chairs or secretaries may request details of all returns from the central Register for their area from the Governance & Assurance Office if they so wish.
Returns |
Responsible for oversight |
Departmental senior teams / local departmental registers |
Heads of Department |
Heads of academic departments |
Relevant Deans of Faculty |
Heads of Support Services |
Registrar & Secretary (or his/her delegate) |
Directors of University subsidiary companies |
University Subsidiaries Management Group |
Council, UEB and Senate |
Registrar & Secretary, delegated to the Head of Governance & Assurance |
Other University Committees |
Committee secretaries, liaising with Committee Chairs |
1. Where potential or actual conflicts of interest arise in the course of University business, these must be actively managed on a case by case basis according to the procedures set out below in order to protect the good standing of the individual and the integrity of the University’s activities. This applies to all staff regardless of whether or not the interest in question has been formally declared in a Register. It is particularly important to address potential or actual conflicts of interest arising from personal relationships, including family, a partner or spouse or close personal friends.
2. The University has detailed procedures in place for managing conflicts of interest in certain areas, as set out in the table below.
HR Policy |
The Policy on Personal Relationships identifies appropriate behaviour where personal relationships overlap with professional ones, so that members of staff are not open to potential, perceived or actual impropriety, bias, abuse of authority, discrimination, conflict of interest or favouritism, and the safeguarding of students is ensured. The Recruitment Policy sets out the procedure to be followed if a member of staff involved in the recruitment process has a close personal or familial relationship with an applicant. |
Procurement |
Financial Regulation 11.1.2. debars staff from signing or authorising a University Purchase Order or Contract where they also have an interest in the activities of the other party |
Research & Enterprise |
Code of practice and principles for good ethical governance [currently under review] Policy on work with outside bodies by members of University staff. Addresses conflicts between the University's interests and those of other organisations. |
Assessment |
The University Guide to Assessment, Standards, Marking and Feedback sets out procedures for:
Further supporting documents: External Examiners for taught programmes:
Examiners for research degrees:
|
External assessors (teaching quality) |
UTC guidance on the Role of External Assessors in Periodic Reviews and Other Visits, paragraph 2.5 sets out restrictions placed on the appointment of external assessors to ensure their impartiality External Assessors for new programme approval are required to satisfy certain criteria in order to assure their independence. |
3. Procedure for committee or panel meetings where formal decisions are being taken:
Where a committee or panel is undertaking business outside the context of a formal meeting, the same principles apply, ie, the interest should be declared; the member should recuse themselves from any related discussion or decision-making; and appropriate records should be kept by the secretary.
4. For other instances where a potential or actual conflict of interest arises, the procedure is as follows:
a. Before any further activity of relevance takes place, the issue must be referred to the line manager/ equivalent of the individual concerned (or to the line manager above if the issue also involves the former). Staff are expected to take responsibility for identifying and referring any potential or actual conflicts of interest which concern them, although issues may also be raised by a third party.
b. The individual concerned and his/her line manager or equivalent must agree between them proportionate measures to manage the situation in order to mitigate the risk of undue influence and/or perceived impropriety. The outcome will be one of the following:
Decision-making may be escalated as necessary according to the degree of risk involved or the nature of the decision to be taken. A flowchart for the procedure is provided in the Supporting Information (see column opposite).
c. The line manager must keep a record summarising the situation and what has been agreed in a central and accessible location within the department, and inform any relevant colleagues of the agreed approach. Depending on the nature of the interest, it may further be decided that the individual should record it in the relevant Register of Interests, if this is not already the case.
d. The individual concerned is responsible for adhering to what has been agreed, and should keep the situation under review, making further referrals if necessary.
1. Gifts and hospitality play an important part in HE, for example to strengthen a business relationship or to improve the profile of the University. In particular, they form a key feature of international relationships, rooted in cultural custom and politeness.
2. Key principles for the exchange of gifts and hospitality:
3. Offers of gifts and/or hospitality which run counter to these principles should be politely declined, making reference to the University’s position. However, there may be instances where it is not possible to refuse a gift without causing offence. In such cases, staff should consider donating the gift to their department or to charity to avoid the perception of undue influence. Staff who are uncertain or concerned about the propriety of an exchange of gifts/hospitality (either given or received) should seek advice from their line manager/equivalent in the first instance (or, if the latter is also a beneficiary, from the line manager above). Further advice may also be sought from the Governance & Assurance Office in the first instance, who will refer on to the Finance Department and/or the International team as appropriate. Decision-making may be escalated via the routes set out in the flowchart provided in the Supporting Information (opposite), according to the degree of risk.
4. In order to avoid misunderstanding or offence, departments are encouraged to make the University’s policy clear to their students from the outset, and to emphasise that gifts and offers of hospitality to staff are not expected. Likewise, those organising overseas visits should seek mutual understanding in advance regarding acceptable hospitality and gifts. Further advice may be sought from the International team.
5. Departments must maintain their own Gifts and Hospitality register at a local level in electronic format, using the template provided in the Supporting Information (see column opposite). Registers for Council and its sub-committees and for UEB will be kept by the Governance & Assurance Office on behalf of the Registrar and Secretary. For University-level international visits, staff are advised to use the register maintained by the International team in order to help maintain an overview of the University’s global relationships.
6. Where gifts/hospitality are given or received over the value of £40 per person * (including the cumulative value of repeated low-level instances over a short period of time), the member of staff concerned must (a) inform his/her line manager, and (b) record the transaction in the relevant local Gifts and Hospitality register. This may be done at group level where appropriate. Where the exchange of gifts/hospitality is a regular occurrence between two parties, staff may choose to register all exchanges for the sake of transparency. If in doubt, staff are advised to make a declaration.
7. All gifts/hospitality which are declined as counter to University policy must also be recorded, regardless of value.
8. Staff are responsible for submitting complete and accurate information to the relevant register in a timely fashion. It is entirely acceptable for individuals to keep modest items such pens, keyrings or food/drink for personal use. Symbolic corporate gifts such as ornamental items should be retained by the University (for example, to display within the relevant department) and their location noted in the relevant gift/hospitality register.
* This aligns with the University’s usual limit for hospitality expenditure per capita, above which expenditure requires formal written approval by the budget holder; and sits within the upper limit of £50 for expenditure on gifts given in the University’s name, as agreed with HMRC. See the Travel & Expenses Policy for further details. The requirement to record the transaction in the relevant Gifts and Hospitality register is in addition to any approvals and/or declarations required under the Travel & Expenses Policy.
1. If a member of the University has concerns relating to a potential breach of this policy, these can be raised via the following routes:
Concerns involving |
Point of referral |
Heads of academic departments |
Relevant Faculty Dean |
Heads of professional support services |
Head of Directorate / Registrar & Secretary / Director of Finance as appropriate |
Heads of professional support Directorates within Support Services |
Registrar & Secretary |
Members of UEB, including Director of Finance |
Vice-Chancellor |
The Registrar & Secretary or the Vice-Chancellor |
Chair of Council or Chair of Audit and Risk Committee |
Members of Council and its subcommittees, including Chair of Council |
Senior Independent Lay Member of Council or Registrar & Secretary |
Senior Independent Lay Member of Council |
Chair of Council or Chair of Audit and Risk Committee |
Other staff |
Relevant Head of Department for the individual concerned |
2. Concerns can also be raised via the University’s Speak Up (Public Interest Disclosure) policy.
3. Advice may be sought from one or more of the following according to the nature of the case: Governance and Assurance Office, Finance Department, HR, Research & Enterprise, Student and Academic Services, or other relevant professional support services. Cases which involve potential financial misconduct must be referred to the Finance Department immediately. Cases with potential implications for research integrity must be referred to the Research Strategy and Policy Office for investigation under the University’s Research Misconduct Policy and Procedure.
4. Failure to comply with this policy and associated procedures may result in disciplinary action under the University’s Disciplinary Procedure. Where individuals are not formally employed by the University and are found in serious and/or repeated breach of this policy, the University will consider the need to terminate the association.
1. It is the fundamental responsibility of the individual to make the necessary declarations, flag up potential conflicts of interest and abide by any agreed actions.
2. Heads of Department are responsible for:
3. Annual assurances are required from Heads of Department and secretaries to University Committees that the policy has been fully implemented within their area of responsibility. Outcomes will be reported to UEB, Audit and Risk Committee and Ethics Framework Governance Committee as required.
4. Registers of Interests and Gift/Hospitality Registers must be available for inspection in pursuit of legitimate University business, including internal audit. Declarations of interest for Council and UEB, redacted to protect sensitive information, are made publicly available online.
5. Records relating to handling of conflicts of interest may only be accessed in pursuit of legitimate University business and in line with University GDPR policies.
6. All records relating to this policy must be retained for a minimum of six years.
Policy approved by EFGC on the recommendation of UEB: 29 July 2020
Review cycle: 3 years
Advice
Dr Alice Wakely
Senior Governance and Assurance Officer
alice.wakely@york.ac.uk
01904 326544The Governance & Assurance Office
governance@york.ac.uk
Supporting information
- What do I need to do? Quick guide for staff (PDF , 132kb)
- Procedures for declaration of interests
- Flowchart: generic procedure for managing conflicts of interest (PDF , 131kb)
- Flowchart: procedures for the exchange of gifts and hospitality (PDF , 91kb)
- Template for gifts and hospitality registers (PDF , 102kb)
- Frequently Asked Questions (PDF , 59kb)
Other useful links