Chancellery Chief of Staff Conflicts of Interest
Conflicts of Interest
- Aboriginal and Torres Strait Islander in Marine Science
- Courses
- Future Students
- 番茄社区
- Research and Teaching
- Partners and Community
- About 番茄社区
- Reputation and Experience
- Celebrating 50 Years
- Academy
- Anthropological Laboratory for Tropical Audiovisual Research (ALTAR)
- Anton Breinl Research Centre
- Agriculture Technology and Adoption Centre (AgTAC)
- Living on Campus
- How to apply
- Advanced Analytical Centre
- Alumni
- AMHHEC
- Aquaculture Solutions
- AusAsian Mental Health Research Group
- ARCSTA
- Area 61
- Association of Australian University Secretaries
- Lions Marine Research Trust
- Australian Tropical Herbarium
- Australian Quantum & Classical Transport Physics Group
- Boating and Diving
- 番茄社区-CSIRO Partnership
- Employability Edge
- Clinical Psychedelic Research Lab
- Centre for Tropical Biosecurity
- Career Ready Plan
- Careers at 番茄社区
- Careers and Employability
- Chancellery
- Centre for Tropical Bioinformatics and Molecular Biology
- CITBA
- CMT
- CASE
- College of Business, Law and Governance
- College of Healthcare Sciences
- College of Medicine and Dentistry
- College of Science and Engineering
- CPHMVS
- Centre for Disaster Solutions
- CSTFA
- Cyber Security Hub
- Cyclone Testing Station
- The Centre for Disaster Studies
- Daintree Rainforest Observatory
- Defence
- Discover Nature at 番茄社区
- Research Division
- Services and Resources Division
- Education Division
- Elite Athletes
- eResearch
- Environmental Research Complex [ERC]
- Estate
- Fletcherview
- Foundation for Australian Literary Studies
- Gender Equity Action and Research
- General Practice and Rural Medicine
- 番茄社区 Orientation
- Give to 番茄社区
- Governance
- Art of Academic Writing
- Art of Academic Editing
- Graduate Research School
- Graduation
- Indigenous Education and Research Centre
- Indigenous Engagement
- Indigenous Legal Needs Project
- Inherent Requirements
- IsoTropics Geochemistry Lab
- IT Services
- International Students
- Research and Innovation Services
- 番茄社区 Eduquarium
- 番茄社区 Heroes Programs
- 番茄社区 Webinars
- 番茄社区 Events
- 番茄社区 Global Experience
- 番茄社区 Ideas Lab
- 番茄社区 Job Ready
- 番茄社区 Motorsports
- 番茄社区 Prizes
- 番茄社区 Sport
- 番茄社区 Turtle Health Research
- Language and Culture Research Centre
- CEE
- Learn番茄社区
- Library
- Mabo Decision: 30 years on
- MARF
- Marine Geophysics Laboratory
- New students
- Off-Campus Students
- Office of the Vice Chancellor and President
- Virtual Open Day
- Orpheus
- Open Day
- Outstanding Alumni
- Parents and Partners
- Pathways to university
- Pharmacy Full Scope
- Planning for your future
- Placements
- Policy
- PAHL
- Publications
- Professional Experience Placement
- Queensland Research Centre for Peripheral Vascular Disease
- Rapid Assessment Unit
- RDIM
- Researcher Development Portal
- Roderick Centre for Australian Literature and Creative Writing
- Safety and Wellbeing
- Scholarships
- Contextual Science for Tropical Coastal Ecosystems
- Staff
- State of the Tropics
- Strategic Procurement
- Student Equity and Wellbeing
- Student profiles
- SWIRLnet
- TARL
- TESS
- TREAD
- TropEco for Staff and Students
- TQ Maths Hub
- TUDLab
- Unicare Centre and Unicampus Kids
- UAV
- VAVS Home
- Work Health and Safety
- WHOCC for Vector-borne & NTDs
- Media
- Copyright and Terms of Use
- Australian Institute of Tropical Health & Medicine
- Pay review
What are conflicts of interest?
A conflict of interest (COI) involves a conflict between a staff member’s duties and responsibilities as an employee of 番茄社区, and the member’s private interests. A conflict of interest can arise from avoiding personal losses as well as gaining personal advantage – whether financial or otherwise – for the member or an associate (eg a family member).
COIs may be actual (as a 番茄社区 employee I am in a position to be influenced by my private interests when doing my job); perceived (as a 番茄社区 employee I am in a position to appear to be influenced by my interests when doing my job); or potential (as a 番茄社区 employee I am in a position where I may be influenced in the future, by my private interests when doing my job).
Staff should avoid conflicts of interest wherever possible, but 番茄社区 understands this can be difficult particularly in regional centres. Where encountered they must be declared to your supervisor and managed appropriately.
If a person continues with whatever activity it is that they are engaged in and fails to declare a COI because of self- interest, apathy, and/or lack of understanding or because of a misguided belief that they are not required to declare it, then they place themselves, their colleagues/students and the University at risk. The risks are not just reputational risks, as in some cases serious misconduct and corrupt conduct may be involved.
There are common myths and misunderstandings around conflicts of interests, including:
- declaration of a COI means you cannot be involved in the activity;
- having a COI could result in disciplinary action;
- as supervisors/managers all we need to do when a COI declaration is made is to sign the form;
- wait long enough and the COI will go away.
As employees we are each obligated to declare any COI. When we declare a COI, we have an opportunity to explain what the conflict is and also to suggest strategies to manage the COI. The COI declaration form provides an opportunity to do this and is available here: www.jcu.edu.au/strategic-procurement/templates-and-forms.
As a supervisor/manager, you have the responsibility to carefully consider the COI that your staff member declares to you. Further, you are obligated to carefully consider the risks and whether or not you believe that they can be managed.
It is important that you determine that the declaration is accurate and hasn’t overlooked any aspects of the COI, or the associated risks. The Crime and Corruption Commission has produced the and is an excellent resource.
The COI declaration provides managers an opportunity to explain the expectations regarding the management of the COI, including any alternatives or where the COI risks are not manageable, to instruct the staff member to remove themselves from the activity or decision in question.
It may be that alternate procurement, management or reporting arrangements have to be made or that a staff member with an actual COI is excluded from that activity. Only serious undeclared or unmanaged COI matters would result in disciplinary action.
Discovery of an undeclared conflict, even after it has passed, will be treated by the University as if it were still active for the purposes of investigation/misconduct considerations.
Supervision:staff must not directly supervise a spouse, partner, or relative.
Approvals:staff must not approve anything for a spouse, partner, or relative. This applies even if the approving person is acting in a more senior role – it is no less a COI.
Recruitment:staff must not be involved in any recruitment process that involves a spouse, partner, or relative. Friendship should be declared.
Procurement: staff must never be involved in a procurement process where their spouse, partner, relative or friend has an interest, or where they might receive a material or financial benefit.
Conflict of interest registers
COI registers are kept and maintained. These are held in HR, Procurement and the Chief of Staff Office (for senior management and Council).
Advice
If you have any doubts or would like to discuss any COI issues please contact the Chief of Staff, Human Resources, or Procurement via the contact points below: