Integrated integrity: embedding ethical & anti-corruption practices

Flemish government authoritiesCommittee of the Regions, 19th May

2015

Back to basics: foundations and structures

2005: Flemish government takes official decision to start integrated and coordinated integrity policy

Foundations integrity programme:- Internal Audit division (Audit Vlaanderen)- Ombudsdecree & whistleblower regulation- Code of conduct (1998, 2006, 2011)- Staff regulations - Integrity officer- Dilemma trainings

Integrity: broad concept, broad approach

• proper use of means• + proper behaviour towards people ->Multidisciplinary approach

Founded on 3 pillars:PreventionDetection/Control Reaction/Sanction-> balance in 3 pillars

Ombudsservice

HRRules &Regulations

Diversity

Towards integration

• Getting experts revelant related domains involved– Central: (virtual) integrity office – & in the different entities of

organisation: integrity network

• Leads to multidisciplinary approach (in policy, instruments and implementation)

(virtual) integrity office (since 15

March 2012)

Gathering central integritykey players :

– Internal audit– Well-being – Social services– Diversity & equal

opportunities– Training &

support (made to measure)

Main goals:

• Policy advice• Developing integrity tools• Measuring and evaluation of

policy results• Gathering and analyzing results

of integrity key players• Integrated instruments: central

channel to report wrong-doings• Centre of integrity expertise

(gathering good practices at home & abroad)

• Core actors deal with integrity cases

• Communications

Integrity network • At least 1 integrity contact person in each

entity (today 133 members)• Interaction: policy entire organisation and implementation and integrity practice in entities• Bringing multidisciplinary group

of entity key players together• Exchanging knowledge via online platform

and two network gatherings a year (kick-off 10th April 2014 Integrity event (210 attendants))

Embedding integrity in different domains of expertise (1)

• HRStaff

survey

Yearly appraisa

ls

Management

code

Coaching

managers (ethical leadershi

p-

Introduction new

employees/ swearing

in civil servants

Recruitment &

selection

Trainings (dilemmatraining, summer schools on integrity eg

social media, mobile

workforce

Sanctions

Embedding integrity in different domains of expertise (2)

• Well-being

Centre of expertise

Integrity & well-being

Uniform registration

system

Central point of contact

reports integrity & well-being

Central point of contact: report wrong doings integrity & well-being

Spreekbuis• for members of staff • facts & figures 2014:

- 274 contacts (183 email + 91 telephone)

- 87 cases, 3 main categories: Well-being at work: 84.6% (top 3: bullying, conflicts, performance appraisals) integrity: 12.8 % (improper use means: 7.7%, improper behaviour vs people: 5,1%) issues private life: 2.6%

Parallel workflow from report to case management

1700• for citizens, businesses…• facts & figures 2014:

- 175 questions and reports related to integrity & well-being, - 15 of which on integrity issuesFlemish government authorities

Embedding integrity in different domains of expertise (3)

• Audit, organisational development, risk management, BCM

Manual

integrity for entitie

s

Internal audits

including

integrity

Integrity risk analys

is

Manual

communi

cation integri

ty crisis

Embedding integrity in different domains of expertise (4)

• Rules & Regulations / Public procurement

Decree good

governance

Staff regulati

ons/ code of

conduct

Project ‘sanctions’

Research black list corrupt

suppliers

Looking back and forward: lessons learned & challenges Lessons learned

- Concept of integrity: make it concrete by linking it to different relevant domains- Get key actors (central and in

entitities) in those domains involved

- Concrete initiatives often result of fruitful cooperation between individuals, case related questions, hot topics

- Good interaction between policy and practice is must

- Integrity officer coordinates- Integrity officer + colleagues in

all entities to bring policy into practice

Challenges

• No judicial framework• No budget and

limited designated staff

• Scope & delimitation• Commitment key

players • Finding relevant and

measurable parameters

• Sanction policy: in search of fair and effective sanctions

Contactintegriteit@vlaanderen.be

www.bestuurszaken.be/integriteithttp://governance-flanders.be/integrity-0

kristien.verbraeken@kb.vlaanderen.beTel + 32 499 77 20 88

Twitter: @javamoka

LinkedIn: be.linkedin.com/in/kristienverbraeken