Top management committed to the safeguarding of impartiality for that particular reason, top management has derived an impartiality policy as per the requirements of the standard ISO/IEC 17021:2011. To safeguard the auditing and decision making in the context of the issuance of certificate. We have rules and regulations that control the implementation and adherence to ensure a fair, robust and high quality of service is delivered to our customers.
QRS has an independent committee, who oversees the rules and guidance of our impartiality process are implemented and adhered to. Each employee or associate has the responsibility to comply with the process and guidelines for impartiality. Any instance where an employee, associate or customer feel there is a threat to our impartiality you are welcome to contact our Chief Executive Officer, who has authority to initiate a full investigation into your enquiry.
We recognize the following statements as threats to our impartiality:
Conflict of Interest
A conflict of interest is any circumstance where the interest of Quality Registrar Systems differs from those of an individual acting on behalf. This may be in the form of an associate performing assessment for a party they have close business of personal relationships with. This kind of scenario must be avoided to eradicate any influence of the assessor’s judgment and lack of impartiality.
We recognize the following scenarios as conflicts of interest:
As employees of QRS all members of the staff have a duty of fidelity to QRS under their contracts of employment and signed confidentiality agreements. All members of staff are obliged to give prime commitment of time and intellectual ability/ energy for the benefit and well be-being of QRS.
Specific responsibilities and activities that constitute this commitment will differ according to specific roles, but must be based on an understanding of what is acceptable between the individual member of staff and QRS.
It is not acceptable for an individual’s action or decisions made in course of his/her activities to be determined by consideration of personal goals, other than normal aspiration and behaviors related to promotion or professional development. such behavior calls into question the professional objectivity and ethics of the individual and reflects negatively on QRS.
This document provides the opportunity to record and concern they may have in relation to the possibilities that a conflict of interest could arise in their own area of net work. In official acknowledging any such possibility, the individual is reassured that QRS is aware of the situation and that appropriate action, if any is needed, will be taken; this is very often all that is required to allay both the individual sense of vulnerability and QRS concern.
This policy is therefore designed to:
Limitation on Outside Professional Activities
QRS encourages staff to become involved in knowledge and technology transfer activities to benefit not only the staff member’s continual professional development, but also QRS and their registered clients.
However the knowledge and the technology transfer process can create potential conflict of interest, particularly when there is opportunity for personal gains on the part of the member of staff or any agents assisting in transfer.Staff must not allow other activities to detract from their obligation to QRS. a member of staff must not have significant outside managerial responsibilities such as directorship, nor provide and consultancy services to QRS clients.
A member of impartiality committee should avoid getting into a position where his\her private interest conflict with QRS.
Guideline for Policy Implementation
Untitled-13All members of the staff, including must initially certified their compliance with this policy by signing a confidentiality agreement, and update their declaration if appropriate when circumstances changes. In signing this agreement each member of staff undertake to disclose any existing or potential conflict of interest. If a member of staff’s circumstances changes during a year, a revised attachment to the confidentiality agreement shall be completed as soon as possible after the member of staff is aware of the changes in circumstance. Appeal of decision should be made to the General Manager in writing, who may refer the appeal to the impartiality committee.