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Employee Code of Conduct

The Board of the NWDA has agreed the following Code of Conduct for its staff. This Code will be an integral part of the staff handbook that forms part of the terms and conditions of the contract of employment for all staff. The Board's responsibilities as an employer are set out in their own Code of Practice and reflected in the policies it has adopted for staff. Any queries about it should be addressed to the Chief Executive. 1. Duties and responsibilities It is of the utmost importance that the NWDA maintains public confidence in its integrity, and that of its staff. Staff should, at all times, act in the public interest. They have a responsibility to act fairly, objectively and in good faith. They should be familiar with the corporate strategy, its main aims and objectives, and the internal management and control systems that relate to their work. These will be set out in the NWDA’s management statement, corporate plan, financial regulations and its equal opportunities policy. Staff are expected to familiarise themselves with the contents of this Code of Conduct and act according to the principles set out in it. Staff have a duty to: • discharge their functions reasonably and according to the law, including international law and treaty obligations, and to uphold the administration of justice • to recognise ethical standards covering particular professions The Chief Executive, as accounting officer, has overall responsibility, working under the Board, for propriety in a broad sense, including conduct and discipline. 2. Accountability Staff should serve the NWDA in accordance with the principles set out in this Code and recognising: • their accountability to the Board • the respective roles of the NWDA and its sponsor department, The Department for Business, Enterprise & Regulatory Reform (BERR), as set out in the management statement • that the minister responsible for the NWDA is ultimately accountable to Parliament for its independence, effectiveness and efficiency.

NWDA staff should conduct themselves with integrity, impartiality and honesty. They should not deceive or knowingly mislead the Board, ministers, Parliament or the public. 3. Conflicts of interest Staff should abide by the rules with regard to private interest and possible and potential conflict with public duty; the acceptance of gifts and hospitality; the disclosure of commercial, personal and confidential information and political activities. They should not misuse their official position or information acquired in their official duties to further their private interests or those of others. All staff should ensure that any possible conflicts of interest are identified at an early stage and that appropriate action is taken to resolve them. This is particularly important for those working on contract procurement. 4. Integrity Staff should not use their official position to receive, agree to accept or attempt to obtain any payment or other consideration for doing, or not doing, anything, or showing favour, or disfavour to any person. They should not receive benefits of any kind from any third party that might reasonably be seen to compromise their personal judgement and integrity. Under the Prevention of Corruption Act 1916 employees of public bodies may be required to prove that the receipt of payment or other consideration from someone seeking to obtain a contract is not corrupt. 5. Relations with the public Staff who deal with the public should do so sympathetically, efficiently, promptly and without bias or maladministration. The public is entitled to expect the highest standards of conduct and service from all NWDA staff. 6. Use of resources Staff should try, at all times, to ensure the proper, economic, effective and efficient use of resources. 7. Confidentiality Staff owe a general duty of confidentiality to their employer under common law. They are therefore required to protect official information held in confidence. Nothing in this Code should be taken to override existing statutory or common law obligations to keep confidential, or to disclose, certain information. Subject to the proviso above, staff should act at all times in accordance with the Code & Practice on Access to Information. 8. Staff concerns about improper conduct If staff believe that they are being required to act in a way which: • is improper, illegal or unethical • is in breach of constitutional convention or a professional code • may involve possible maladministration, fraud or misuse of public funds • is otherwise inconsistent with this Code

They should either raise the matter through their line manager, any of the NWDA directors, the Chief Executive or the Head of Human Resources, who will treat the matter in confidence in accordance with the whistle blowing procedure Staff should also draw attention to cases where: • they believe there is evidence that the rules of propriety have been breached elsewhere in the NWDA, but where they have not been personally involved • there is evidence of criminal or unlawful activity by others • they are required to act in a way that, for them, raises a fundamental issue of conscience. Where a member of staff has reported a matter covered in paragraphs 8.1 and 8.2 above, and believes that the response does not represent a reasonable response to the grounds of his or her concern, he or she may report the matter to the Regional Director in GONW who will investigate the matter further, and failing that, to the Permanent Secretary of the The Department for Business, Innovation & Skills (BIS). After leaving employment Staff should continue to observe their duty of confidentiality after they have left the NWDA’s employment. Staff should be aware of and abide by any rules on the acceptance of business appointments after resignation or retirement. Terms and conditions of service This Code will be part of the NWDA’s Terms and Conditions of Service and Employment and is applicable to all staff. Staff who breach the Code may be subject to disciplinary action.