This document received Board approval in July 2005. A minor amendment was made in August 2006.
Should you have any queries regarding this document, please contact the Chief Executive of HGCA.
This document sets out a Code of Conduct for staff of the HGCA. It is based on the Model Code for Staff of Executive Non-Departmental Bodies issued by the Cabinet Office (Office of Public Service) in August 1996. It forms part of our Conditions of Service.
1. HGCA staff (hereinafter "staff") should familiarise themselves with the contents of the Code and should act in accordance with the principles set out in it.
2. Staff have a duty:
3. The Chief Executive, as Accounting Officer, is responsible for propriety in a broad sense, including conduct and discipline, of those working at HGCA.
Staff should serve HGCA in accordance with the principles set out in this Code and recognising:
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the provisions of the Cereals Marketing Act 1965, as amended, the Corn Returns (Delegation of Functions) Order 1981 and the Agricultural Marketing Act 1983;
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HGCA's agreements with other bodies;
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the position of DEFRA as HGCA's sponsoring department, including the fact that Agriculture Ministers are ultimately accountable to Parliament for the HGCA's independence, effectiveness and efficiency.
5. Staff of the HGCA should be aware of their accountability to the Board.
6. The Board has responsibilities as an employer. These are set out in its own Code of Best Practice for Members of the Board of HGCA. (The staff handbook shows how these have been discharged.)
7. Staff should conduct themselves with integrity, impartiality and honesty. They should not deceive or knowingly mislead the Board, the sponsor department, Ministers, Parliament, other bodies, or the public.
8. Key members of staff, such as the Chief Executive, Director of Finance & Business Services, managers of large contracts, and staff working on contracts, should ensure that any possible conflicts of interest are identified at an early stage and that appropriate action is taken to resolve them.
9. Staff should not misuse their official position or information acquired in the course of their official duties to further their private interests or those of others.
10. Staff should not use their official position to receive, agree to accept or attempt to obtain any gift, or consideration for doing, or not doing, anything or showing favour, or disfavour, to any person in their official capacity. They should not receive benefits of any kind from a third party which 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.
11. 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 as laid down in HGCA Citizen's Charter.
Staff should endeavour to ensure the proper, economical, effective and efficient use of resources.
13. Staff owe a general duty of confidentiality to HGCA under common law. They are therefore required to protect official, commercial or private information held in confidence. Nothing in the Code should be taken as overriding existing statutory or common law obligations to keep confidential, or to disclose, certain information. Staff should act in accordance with the HGCA Code of Openness.
14. If staff believe they are being required to act in a way which:
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is illegal, improper, or unethical;
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is in breach of a professional code;
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may involve possible maladministration, fraud or misuse of public funds; or
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is otherwise inconsistent with this Code;
they should either raise the matter through the management line or else approach in confidence the nominated Board Member 1 entrusted with the duty of investigating staff concerns about illegal, improper or unethical behaviour.
Staff should also draw attention to cases where there is evidence of criminal or unlawful activity by others. Cases may also be reported where they believe there is evidence of irregular or improper behaviour elsewhere in the organisation, but where they have not been personally involved, or if they are required to act in a way which, for them, raises a fundamental issue of conscience.
15. Where a member of staff has reported a matter covered in paragraph 14 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 in writing to a nominated official in the sponsor department 2 who will investigate the matter further.
16. Staff should continue to observe their duties of confidentiality (see paragraph 13 above) after they have left the employment of HGCA.
1 Mr Stewart Vernon
2 Mr Brian Harding, Director of Sustainable Food Chain, DEFRA | 
