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Code of Practice and Executive Interims
The ‘Interim Management Service’ is a powerful and leading management resource, promoting common interests of all its members on the highest standards of professional service practise.
The industry itself has in fact become self-governing due to the fact that ‘the department of Education and Employment’ had statutory control of the employment industries, but was deregulated in 1995. Establishing and maintaining best practice has now become the responsibility of the industry. As the established lead body Aties ( The Association of Temporary and Interim Executive Services ) fulfils this role for the ‘Interim Management’ sector. The development of a full and comprehensive code of practice has been an important part of this process.
The provision of ‘Interim Management’ Services is a professional practise. Any profession is characterised by its integrity and thoroughness of its practitioners. Members should indeed maintain the highest standards of professional work and behaviour., so that their actions reflect favourably on the Association, its members, their clients and ‘Interim Managers.’ In this, members will serve their clients in a professional manner, including the performance of the following services:-
Gain a very clear appreciation of the client’s organisation and requirements and therefore to provide objective professional advice on the appropriateness of ‘Interim Management.’
To this end make a thorough evaluation of ‘Interim Managers;’ to include personal; interviews and careful assessment of the individual’s suitability and qualifications.
To provide a written statement setting out the description, character and scope of the services to be provided by the member and ‘Interim Manager.’
Finally to make a comprehensive search for appropriately qualified ‘Interim Managers.’
Members should always regard all information as being totally confidential and should require their ‘Interim Managers’ to give a similar undertaking.
Members should also conduct their promotion, public relations and new business activities in a professional manner that involves no representations, whether expressed or implied, that are either; deceptive, false or otherwise misleading. Neither should the Association or its members engage in any unlawful restraint of trade or unfair method of competition and should state their terms of business to clients without ambiguity.
Obviously, where applicable, members shall make themselves and their staff fully aware of the provisions of the Employment Agencies Act 1973 and its regulations and any other relevant legislation. Such legislation must be complied with the spirit and letter of the law. Breach of the law would be deemed to be a breach of the code. There should also be
a positive policy towards equal opportunities in employment, together with a full compliance, relating to tax and National Insurance.
When and if a dispute arises between members and their client, the Federation of Recruitment and Employment Services would act as arbitrator and its decision would be binding and final.
Finally members should also ensure that prior to commencement of work the ‘Interim Manager’ should be fully briefed as to the scope of work, relevant responsibilities and also time period of the assignment, together with the relevant contractual arrangements with the client.
About the Author: J Hadley writes on behalf of Executive Interims - Supply Chain Practice. See: http://www.executive-interims.co.uk
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