Plans and policies
In accordance with the Freedom of Information Act 2000, the following information is available:
- Procurement procedures and contracts awarded
- Annual Review and Annual Report and Accounts
- Corporate plan
- Disability Equality Scheme 2007 - 2009
- Document management policy
- Board minutes
- Freedom of information
- Diversity Equality Scheme 2008 - 2009
Corporate plan
The corporate plan sets out the mission and objectives for the Standards Board for England on a three-year rolling basis and is updated every year.
Disability equality scheme 2007 - 2009
The Disability Equality Scheme sets out our committment to providing fair treatment and access to disabled people. It applies to both Standards Board employees and to our external customers and stakeholders.
Document management policy
Cases not referred for investigation
Allegations that are not referred for investigation are retained in full for two years from the date of the decision not to investigate and then destroyed. We have the option to retain cases if the complainant provides insufficient information for an investigation, or if there is ongoing correspondence on file.
This policy was agreed on 17 May 2006 and implemented on 11 July 2006.
Cases referred for investigation
Allegations that are investigated are retained in full for 14 months from the date the final report is issued. After 14 months the file is partially destroyed. The following information is kept on file:
- the original allegation from the complainant and any supporting papers
- the ethical standards officer’s draft and final reports
- correspondence, representations and legal comments associated with the ethical standards officer’s reports
- the Adjudication Panel for England’s or standards committee’s decisions (if applicable)
Additional documents may be retained in landmark cases.
This policy was agreed on 22 September 2005 and was implemented on 31 October 2005.
Diversity Equality Scheme
This Diversity Equality Scheme has been designed to ensure that the concept of equal access is integral to the planning and performance process – flowing both ways from our higher level strategy to the individual planning process. It is a clear statement of our intent that all members of the organisation are responsible for consideration of diversity in the way that they work.
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