CODE OF CONDUCT
This policy reflects the vision,
aims and mission statement
of Dromore High School
Introduction
The Board of Governors of Dromore High School believes that a teacher has a
commitment to pupils, colleagues, parents, governors, employers, the community at
large, the Education and Library Board , and equally important, to the teaching
profession. Accordingly, the Governors have produced a professional code of conduct for
teachers, teaching in Dromore High School.
This code reflects the school’s Mission
Statement, values and beliefs, which is set out below. The code has drawn upon advice
from Unions and Associations.
In fulfilling the obligations of professional practice, a teacher should behave at all times
in such a manner as to demonstrate personal courtesy and integrity and to enhance the
dignity and standards of the teaching profession.
Teachers should strive constantly to develop professional skills and expertise.
POLICY INTO PRACTICE
1.
Pupils/students
Members of the teaching staff should:
 remember that the spiritual, moral, intellectual and physical welfare of the
pupils is the prime purpose and the first concern of education;
 behave with compassion and impartiality;
 be sensitive in expressing criticism of pupils and avoid hurtful comments of a
personal nature;
 do nothing to abuse, exploit or undermine the teacher/pupil relationship;
 respect the confidentiality of information relating to pupils unless its disclosure
is either required by law or is in the best interests of the particular pupil;
 ensure that reports on pupils are based on factual and objective information.
2.
Colleagues
Members of the teaching staff should:
 exercise the duty of care towards their colleagues;
 be aware of the professional needs of others;
 keep
in
confidence discussions with
colleagues concerning professional
problems;
 respect the professional standing of colleagues, particularly when making any
assessment or observations on their work;
 not denigrate a colleague in the presence of others;
 exercise maximum frankness and good faith in all matters relating to
appointments;
 take care to give references that are fair and truthful.
Policies plans/code of conduct
2
3.
Parents
Members of the teaching staff should:
 seek to establish a friendly and co-operative relationship with the parents of
pupils;
 not knowingly distort or misinterpret the facts concerning any aspect of the
educational development of their children;
 respect the joint responsibility which must exist between the school and the
parents for the education of their children;
 respect parental rights to enquiry, consultation and information with regard to
the educational development of their children.
4.
Governors
Members of the teaching staff should:
 seek to establish a friendly and co-operative relationship with members of the
governing body;
 not knowingly distort or misrepresent facts concerning the school;
 recognise
and
support
the
reasonable
discharge
of
the
corporate
responsibilities and duties of the governing body.
5.
Community
Members of the teaching staff should:
 promote a good working relationship with parents, governors and elected
representatives of the community in order to create a clear understanding by
them of the aims and objectives of the school;
 be aware of the involvement of the community in the life of the school and
understand its social and economic needs and problems;
 recognise the need of the community to use the school facilities subject to the
requirements of the school.
Policies plans/code of conduct
3
6.
Commitment to the Profession
In fulfilling obligations to the profession a teacher should:
 always pay proper regard to the safety and well-being of both pupils and
colleagues;
 respect and fulfil contractual obligations;
 respect the right of an individual to hold religious or political beliefs and not
seek to impose personal opinions in such matters;
 not misrepresent professional qualifications;
 not canvas directly or indirectly in order to secure an appointment
 in situations where the law requires it, make a declaration as to personal or
financial interests;
7.
Employers (including Education and Library Board and Governors)
Members of the teaching staff should:
 support
the
Employer
in
the
reasonable
discharge
of
its
duties
and
responsibilities;
 maintain a professional relationship with professional colleagues;
 be cognisant of the provisions laid down in the Employer’s regulations and
guidance documents;
 ensure that other commitments, for example part-time employment, do not
prejudice the capacity to render due service to the Employer;
 respect the provisions of the contract with the Employer;
 make careful and best use of all resources provided.
8.
Promoting and Marketing of Schools
Members of the teaching staff should:
 report results and achievements in an accurate, fair and balanced manner;
 avoid
comparisons
or
statements
which
denigrate
other
educational
establishments;
 avoid the practice of giving gifts or commercial incentives to prospective pupils
or their parents with the intention of inducing them to enrol.
Policies plans/code of conduct
4
Appendix 1
Bullying (Teachers and Pupils)
Bullying refers to an abuse or misuse of power by one employee over another, usually,
but not necessarily, by someone in authority towards a subordinate wush as the
teacher/pupil
relationship.
Bullying
is
more
than
strong,
firm
or
authoritarian
management. It is behaviour which makes the recipient feel threatened, humiliated
or patronised and creates an intimidating working environment. It is destructive rather
than constructive behaviour, e.g.
 shouting at colleagues, pupils, making persistent negative attacks on
an individual
 withholding information with the intent to affect performance or
isolating an individual from the rest of the team over a prolonged
period of time
 undermining an individual’s authority
 subjecting someone to public or private humiliation and ridicule
 using a position of power to deliberately undermine and belittle others
and/or influencing others to behave in a similar way.
Policies plans/code of conduct
5
Stages for Handling Complaints
Expression of concern to member of staff
STAGE ONE:
INFORMAL
Satisfactory outcome reached?
NO
STAGE TWO:
HEADTEACHERS
INVESTIGATION
YES
No further action
Complainant makes written complaint to Headteacher
Investigation conducted and reported to complainant
Satisfactory outcome reached?
NO
STAGE THREE:
GOVERNOR’S
REVIEW
YES
No further action
Complainant makes formal complaint to GB Complaints panel
Panel meeting of Governors
Complainant and Headteacher attend
Satisfactory outcome reached?
NO
STAGE FOUR:
REVIEW BY LEA
(where applicable)
YES
No further action
Complainant refers matter to LEA
Satisfactory outcome reached?
NO
STAGE FIVE:
BEYOND THE LEA
Policies plans/code of conduct
YES
Complainant appeals to:
Secretary of State or to Ombudsman
6
No further action