Catch22 reserves the right to amend this policy, following consultation, where appropriate.
Date of last review: November 2025
Date of next review: November 2026
What is the policy about?
The Conflict of Interest Policy ensures transparency and the avoidance of any conflicts that could compromise the integrity of Catch22 Colleges’ operations, particularly in the areas of delivery, teaching, assessment, and quality assurance. This policy outlines the procedures for identifying, disclosing, and managing conflicts of interest to protect the interests of students, staff, and the organisation.
Who does this policy apply to?
This policy applies to all Catch22 Colleges employees, sessional staff, and anyone involved in the delivery, assessment, or quality assurance of qualifications and curriculum. It includes potential or actual conflicts of interest in relation to professional responsibilities, assessments, and external organisations.
Policy requirements
Definition of conflict of interest
A conflict of interest arises when an individual’s personal, professional, or external interests could, or appear to, conflict with their responsibilities at Catch22 Colleges. This includes any situation where impartiality, objectivity, or integrity might be compromised.
Examples of conflict of interest
- Tutors/Teaching Assistants delivering lessons or assessments for family members or close friends.
- Internal Quality Assurers (IQA) assessing or quality assuring work by individuals they are related to or have personal relationships with.
- Invigilators overseeing exams for family members or their own students.
- Staff members working for or with a competing organisation outside of their employment at Catch22 Colleges.
This list is not exhaustive. Please speak to your line manager if you have any questions or concerns about conflict of interest.
Process for declaring conflicts of interest
- Form completion
- All staff, including new employees and sessional staff, are required to complete a Conflict of Interest Declaration Form at the start of employment.
- The form must be completed annually by all staff to confirm any existing or new conflicts.
- If a new conflict arises during the year, the form must be promptly updated and submitted.
- Form submission
- The completed Conflict of Interest Declaration Form should be submitted to the staff member’s line manager.
- Line managers are responsible for reviewing the forms and, where conflicts are disclosed, reporting these to Senior Operations Managers.
- Evaluation of Conflicts
- Senior Operations Managers will evaluate disclosed conflicts and assess the level of risk.
- Where no risk or minimal risk is identified, no further action may be required.
- If a significant conflict is identified, appropriate steps will be taken to mitigate any risk to the integrity of the educational process.
- Where a conflict of interest has been identified actions will be recorded on the ‘Conflict of Interest Declaration Form – Actions’ and stored alongside the submitted form.
Actions following conflict identification
- If a conflict is deemed significant, actions may include reassignment of teaching duties, reallocation of quality assurance tasks, or arranging alternative exam invigilation.
- All actions taken will prioritize the interests of students, ensuring no undue disadvantage is placed upon them.
Monitoring and record keeping
- A central record of all disclosed conflicts of interest will be maintained and monitored by senior management.
- These records will be retained for a minimum of 18 months and will be available for inspection by internal and external auditors.
Review and accountability
The policy will be reviewed annually, or as necessary, to ensure its continued relevance and effectiveness. Senior Leadership Team (SLT) will work collaboratively with any external parties in the case of external conflicts of interest to find suitable solutions.