Code of Conduct

The guiding principles of the Derby Local Involvement Network (LINk) are those laid down by the Nolan Report into standards in public duties. These can be summarized as:


Acting only in terms of the public interest, not in order to gain financial or other benefits for self, family or friends.


Not be placed under any financial or other obligation to outside individuals or organisations that might seek to influence the performance of official duties.


Make decisions on merit and the basis of evidence.


Be accountable for decisions and actions to the public and submit to whatever scrutiny is appropriate.


Be as open as possible about all decisions and actions.  Give reasons for decisions and restrict information only when the wider public interest clearly demands.


Declare any private interests relating to public duties and take steps to resolve any conflicts arising in a way that protects the public interest.


Promote and support these principles by leadership and example.

Organisational values

All members of Derby LINk undertake to abide by the fundamental values that underpin all the activity of this organisation.  These are:


Everything Derby LINk does will be able to stand the test of scrutiny by the public, the media, regulators, members, stakeholders, funders, The Department of Health and the courts.

Integrity and honesty

These will be the hallmarks of all conduct when dealing with colleagues within Derby LINk and equally when dealing with individuals and institutions outside it.


Derby LINk strives to maintain an atmosphere of openness throughout the organisation to promote confidence of the public, stakeholders, staff, regulators and other bodies, through regular reporting on its activities.

Additionally, members must agree to the following points:

Law, mission, policies

  • Not to break the law or go against regulations in any aspect of the role of member.
  • To support the mission of the LINk and consider themselves its guardian.
  • To abide by organisational policies.

Conflicts of interest

  • To always strive to act in the best interests of the organisation.
  • To declare any conflict of interest, or any circumstance that might be viewed by others as a conflict of interest, as soon as it arises.
  • To submit to the judgment of the Steering Group or any relevant committee and do as it requires regarding potential conflicts of interest.

Person to person

  • Not to break the law, go against regulations or act in disregard of organisational policies in any relationships with fellow members, staff, volunteers, service recipients, commissioning bodies, or anyone else a member may come into contact with in their role.
  • To establish respectful and courteous relationships with all contacts within the role of member.

Protecting the organisation's reputation

  • Not to speak as a member of the organisation to the media or in a public forum without the prior knowledge and approval of the Communications Officer, Communications Group, or LINk Chair.
  • When prior consent has not been obtained, to inform the Chair or Communications Officer at once when someone has spoken as a member of the organisation to the media or in a public forum.
  • When speaking as a member of the organisation, any comments will reflect current organisational policy even when these do not agree with personal views.
  • When speaking as a private citizen, to strive to uphold the reputation of the organisation and those who work in it.
  • To respect organisational, and individual confidentiality.
  • To take an active interest in the organisation's public image, noting news articles, books, television programmes and the like about the organisation, about similar organisations, or about important issues for the organisation.

Personal gain

  • Not to gain personally, materially or financially from the role of member, nor to permit others to do so as a result of the member's actions or negligence.
  • To document expenses and seek reimbursement according to procedure.
  • Not to accept substantial gifts or hospitality without prior consent of the Chair.
  • To use organisational resources responsibly, when authorised, in accordance with procedure.

In meetings of the LINk and it's committees

  • To embody the principles of leadership in all actions and live up to the trust placed in members by the Derby LINk.
  • To abide by governance procedures and practices.
  • To strive to attend all relevant committee meetings where a member serves on that committee, giving apologies ahead of time to the Chair if unable to attend.
  • To study the agenda and other information sent out in good time prior to any meeting and be prepared to debate and vote on agenda items during the meeting.
  • To honour the authority of the Chair of any meeting and respect his or her role as meeting leader.
  • To engage in debate and voting in meetings according to procedure, maintaining a respectful attitude toward the opinions of others while making one's own voice heard.
  • To accept a majority vote on an issue as decisive and final.
  • To maintain confidentiality about what goes on in the meeting unless authorised by the Chair or that committee to speak of it.

Enhancing governance

  • To participate in induction, training and development activities for members.
  • To continually seek ways to improve governance practice.
  • To strive to identify good candidates for membership and support the appointment of new members on the basis of merit.
  • To support the Chair in his/her efforts to improve his/her leadership skills.
  • To support the LINk Manager in his/her executive role and, with my fellow  members, seek development opportunities for him/her.

Leaving the LINk

  • All members must understand that substantial breach of any part of this code may result in their removal from membership of the Derby LINk.
  • Should any member resign from any committee or from the LINk, they will inform the Chair in advance in writing, stating their reasons for resigning.  Additionally, members agree to participate in an exit interview, if required.

This policy shall be reviewed at least annually and rests with the Recruitment and Management Group.