Code of Conduct

Code of Conduct for all staff associates and service providers MS TCDC

1.0 Background

MS TCDC is a training institution whose products are largely training services and tailor made/consultancy services. The other products are conference and accommodation facilities but training and tailor made services account for the largest percentage of services. It is imperative that all staff have clear modalities of engagement, conduct and behaviour with the TCDC clientele in order to preserve the integrity and credibility of the institution. As an abuse of a staff members mandate and power can very easily compromise MS TCDC’s image. It is in this spirit that the code of conduct is developed. The code of conduct is meant to spell out the standards and expected behavior and conduct of the staff while on duty and the implications of misconduct while off duty. As an institution that promotes governance training and transparency, personal accountability is crucial in promoting the broader organizational goals. The code of conduct is meant to help staff members consciously “Walk the Talk”.

  1. Objectives of the code of conduct
  1. To ensure all staff members uphold the values and principles of democracy, transparency, integrity, honesty, resilience, forthrightness in the execution of their duties.
  2. To clarify the implications in the event that these standards are abused or not adhered to.
  3. To ensure that staff members shall not directly or indirectly misrepresent their professional credentials, skills, training, identity or services.
  4. To stimulate a sense of self regulation, self control and exemplary conduct among the staff.
  5. To explain the complex and interdependent relationship between the institution, staff members and the need to preserve both spaces for mutual self respect and accountability.

3.0 Definition and clarification of Terms

3.1 Sexual exploitation

Sexual coercion and manipulation (includes all types of sexual acts) by a person in a position of power providing any type of assistance in exchange for sexual acts. In these situations, the potential victim believes she/he has no other choice than to comply; this is not consent and it is exploitation. Some examples include, but are not limited to:

  • Staff members insisting on (or accepting) sex in exchange for passing grade or admission to class or sexual favors with a participant or fellow employee.
  • Or withholding access to scholarships, not approving an employee’s work support requests, threatening to make false claims about an employee in public, etc.

3.2 Abuse of power

Abuse of power includes any abusive behavior (physical, psychological, sexual or emotional) by the staff member.

3.3 Sexual harassment

Sexual harassment means any unwelcome sexual advance, comment, expressed or implied sexual demand, touching, pinching, patting, grabbing, joke, gesture, rape, sexual battery and molestation, or any other communication or conduct of a sexual nature, whether verbal, written or visual by the staff member.  


3.4 Sexual abuse

Sexual abuse is actual or threatened physical intrusion of a sexual nature, including inappropriate touching, by force or under unequal or coercive conditions or any sexual assault by the staff member.

3.5 Harassment

Harassment means any unwelcome comment or behaviour that is offensive, demeaning, humiliating, derogatory, or any other inappropriate behaviour that fails to respect the dignity of the course participants.

3.6 Minor

A person under age 18 (a child according to the definition in the Convention for the Rights of the Child, ICRC).

3.7 Protection and safety

Ensuring that individual basic human rights, welfare and physical security are recognised, safeguarded and protected in accordance with international standards.

3.8 Responsibility and accountability

TCDC entrusts its clients (course participants) to the trainers – and also other staff members (as is the case with home stays and any administrative tasks)  hence holding the staff members in trust. It is imperative for the staff to be accountable and transparent to the clients in the execution of duty. A breach of the code of conduct will call for sanctions established with the administrative rules and procedures TCDC staff.

3.9 Discrimination

Discrimination means exclusion, special treatment or favors, or action against a TCDC client or a TCDC employee based on social status, marital status, political affiliation, gender, race, nationality, ethnicity, age, sexual orientation, religion, relationship or disabilities

3.10 Respect

Respect means a staff member will respect other employees and clients, their rights, as well as their right to privacy especially when handling private and personal information.

3.11 Discipline and Diligence

For efficient performance a staff member will perform his/her duties diligently and with a high degree of discipline. A staff member shall therefore use the time, skills and expertise one has so as to attain the expected goals. Staff members are expected to:

  1. Obey the MS TCDC Staff Manual, Decisions should not be biased because of social status, marital status, political affiliation, gender, race, nationality, ethnicity, age, sexual orientation, religion, any relationship or disabilities
  2. Obey and effect policy directives.
  3. Carry out assigned duties efficiently, where a staff member considers that he/she is being asked to act improperly he/she shall report the matter to his/her head in accordance with the laid down procedures.
  4. Refrain from any conduct which might impair one's work performance;
  5. Keep punctuality with respect to hours of arrival at   work, at all official appointments or engagements and not absent oneself from duty without proper authorization or reasonable cause;
  6. Avoid the use of rude and abusive language.
  7. Finish assigned duties within required time and standards.

3.12 Private Life

While out of office, a staff member will conduct his/her personal life in such a manner that it does not affect his/her services or bring the Centre into disrepute. He/she is therefore required to refrain from becoming drunk and any other unacceptable behavior when in the present of clients.

He/she must at no time engage in illegal behavior such as using narcotic drugs.

MS TCDCs trainings focus on human rights and good governance. Staff members must also in their private lives practice good governance and respect human rights. Examples of behavior that staff members will refrain from are:

  • Contribute to corruption by paying or accepting bribes.
  • Unauthorised payment to short cut public services.
  • Any type of violence including against own children, spouse and family members
  • Any type of intimidation or discrimination of people on the basis of their social status, marital status, political affiliation, gender, race, nationality, ethnicity, age, sexual orientation, religion, relationship or disabilities

3.12 Secrecy and Confidentiality

A trainer shall not disclose Secrecy and confidential or official information which has confidentiality been communicated to or has been availed while discharging official duties without due permission. A staff member shall continue to maintain secrecy and confidentiality of official information even after one has left the Centre.

3.13 Pursuing of Excellence in Service

Since the TCDC is geared to be the Centre of Excellence staff member will do the service as following:-

  1. Strive to achieve the highest standards of performance.
  2. Strive to acquire new knowledge and skills continuously and use them effectively.
  3. Recognize the need for training and strive to get such training.

4.0 Expected conduct:

For the time that an staff member is temporarily or permanently employed by MS TCDC he/she is expected to:

  1. Exercise greater moral conduct/responsibility during and after training hours. Staff is expected to be sober, alert and fully engaged in the training. Any signs of intoxication, drunkenness or hysteria will tantamount to caution and eventually disciplinary action.
  2.   Be politically conscious and not jeopardize the good institution’s relations by making political pronouncements on behalf of the institution.
  3. Ensure that all immigration procedures permitting the staff member to operate have been fulfilled.
  4. Abstain from sexual relationships/derive sexual favours from course participants or declare his/her intentions to the Training Division Manager or another member of the leadership team.
  5. Not conduct private consultancies during his/her tenure of service with TCDC. This includes during the time staff member is on leave.
  6. Not negotiating a cheaper consultancy fee with TCDC clientele and hence compromising TCDC’s marketing niche. The staff member is required to declare all personal involvement with any consultancy firm, teaching institution or CSO to the Head of Department.
  7. Engage in aggressive arguments, fights, coercive actions and obscene language with fellow trainers.
  8. Not engage in any forgery of any kind.
  9. Ensure that family matters/private space issues do not affect relations with fellow staff and affect performance and expected delivery.
  10. Ensure timely preparation of training manuals, plans, sessions and explain unnecessary absentism.
  11. Avoid incidences of extorting money from participants for purposes of enabling them access the courses through scholarships.
  12.  Hold confidential all privileged information, which shall not be released to a third party without consent of the Centre, unless required by law.
  13. Be professional and comply with all policies and procedures of the Centre.

Consequences of failing to adhere

The consequences of failing to adhere to the above mentioned code of conduct will be  subject to disciplinary  action as stipulated in the MS TCDC Staff Manual.