Repealed as of 1 January 2023 by the Secretary General Decision of 30 December 2022 on entry into force of the Staff Rules implementing Staff Regulations
Charter on professional ethics of 15 July 2005
II. INTERPERSONAL RELATIONS AND THE WORKING ENVIRONMENT
4. Dignity, mutual respect and courtesy
6. Discretion and respect for privacy
7. Use of the Organisation's property and resources
8. Professionalism and relations in the workplace
III. LIFE OUTSIDE THE WORKING ENVIRONMENT
12. Private life - enjoyment of privileges and immunities
IV. FAILURE TO OBSERVE ETHICAL STANDARDS
1. Council of Europe staff members are expected to base their work-related conduct on a set of ethical values that find expression in the internal rules of the Organisation.
These values are independence, integrity, respect and accountability.
2. The aim of this Charter is to provide, in as a comprehensive manner as possible, guidance on how staff members are expected to conduct themselves under the existing rules to ensure respect for each of these values. The Charter does not modify staff members’ legal obligations. It complements the Staff Regulations and should be read in conjunction with them.
II. INTERPERSONAL RELATIONS AND THE WORKING ENVIRONMENT
Diversity should be seen as an asset. Individuality, which is what makes each person unique - in terms of race, colour, social background, ethnic origin, age, marital or parental status, political, philosophical or religious beliefs[1], sex, sexual orientation or because of a disability or other characteristic – should be respected, and no discrimination or action that undermines people's individuality should be tolerated.
4. Dignity, mutual respect and courtesy
Respect for others, courtesy and politeness should be the rule in interpersonal relations, and no behaviour that undermines human dignity[2] or is contrary to any of these precepts should be tolerated. The working environment should make for frank, constructive and unambiguous communication, also allowing, where necessary, for duly justified professional criticism, which is essential for professional development[3].
Respect should be shown for the work of others, for example by acknowledging other people's contribution to a piece of work.
6. Discretion and respect for privacy
Respect for others' privacy is of prime importance, and this should be borne in mind as far as possible in the management of working time and through the exercise of discretion in respect of personal data. All personal information at the Organisation's disposal must be processed according to the rules on data protection[4].
7. Use of the Organisation's property and resources
Staff members should ensure that the Organisation's property and resources are used effectively, usefully, economically and responsibly.
Use of the Organisation's resources for personal purposes[5] is tolerated in so far as it takes place only exceptionally and on a limited scale, does not interfere with the work of the Organisation, does not tarnish its reputation and incurs only a marginal cost for the Council of Europe.
The Organisation's image and aim should not be used for personal ends other than those generally accepted (indication of the name of one's employer, for instance).
8. Professionalism and relations in the workplace
Staff members should observe the rules governing working hours[6], leave and absence[7].
They should do their work professionally, devoting themselves fully to their tasks, meeting the Council of Europe's legitimate expectations and complying with good working practices.
They are responsible for fostering team work, so that everyone can make a contribution and offer the benefit of his or her knowledge and skills. Moreover, staff members should make requests for leave and announce other absences as far in advance as possible so that tasks can be distributed accordingly among team members.
Staff members should keep themselves informed and help ensure that information other people need to carry out the tasks assigned to them circulates properly.
Staff members should provide those competent for determining their entitlement to any of the allowances under the Staff Regulations with full and accurate information concerning the relevant facts.
Staff members should comply with the regulations on smoking[8] and refrain from consuming alcohol during working hours[9]. Drunkenness during working hours is not tolerated.
Hierarchical superiors, by virtue of their position and their high profile, should set an example.
They should ensure harmonious working relations and foster team spirit by guiding, coaching and motivating their subordinates and proposing appropriate training. They have a duty of care in respect of the latter and should listen to them, and ensure that merit is objectively acknowledged and favouritism and prejudice are eschewed.
Superiors should clearly explain to their subordinates what work is expected of them and provide feedback on the quality of their work, so that the latter may, if necessary, remedy any shortcomings or continue to improve.
The hierarchical relationship applies only to instructions of a professional nature, and superiors should not ask their subordinates to carry out tasks of a private nature. In a case where they do so, their subordinates may refuse to perform such tasks.
Staff members should observe the utmost discretion in respect of facts and information that come to their attention in the performance or on the occasion of the performance of their duties.
They should not disclose, in any form whatsoever, to anyone not entitled to have knowledge of it, any document or information that has not been made public. In particular, no disclosure of information obtained in the context of confidential procedures should be tolerated.
III. LIFE OUTSIDE THE WORKING ENVIRONMENT
Staff members should refrain from any act and, in particular, any public expression of an opinion that is contrary to the principles enshrined in the Statute of the Council of Europe or is likely to tarnish the Organisation's image[10] or undermine the dignity or integrity of their post. Staff members should exercise reserve and behave with moderation, restraint and propriety.
They should, whenever the opportunity arises, make known the Organisation's objectives and activities.
12. Private life - enjoyment of privileges and immunities
Staff members' private lives are their own business, but they should remain vigilant as situations may occur in which their behaviour could affect the Organisation's reputation and interests.
Any privileges and immunities staff members enjoy are conferred in the interests of the Organisation alone, and not for their personal benefit. These privileges and immunities should be used in the spirit in which they were granted.
Staff members should, in any event, strictly observe the law and honour their private obligations.
If they break the law, they should not attempt to take advantage of the immunity attached to their post in order to shirk their responsibilities.
Conflicts of interest arise when staff members have personal interests or contacts that might distort their judgment and hinder the impartial and objective performance of their duties.
Staff members should ensure that their personal interests do not conflict with those of the Organisation, whether such a conflict is real, potential or susceptible to being viewed as such.
They should, on their own initiative, inform their superiors of any possibility of a conflict of interests in the performance of their duties.
They should perform their official duties in such a way as to preserve their personal integrity and that of the Organisation.
Staff are prohibited from soliciting or provoking any intervention by political or other personalities with a view to obtaining promotion or any other career advantage[11].
Staff members may not accept personal favours[12] that are likely to undermine their honesty and integrity, these being key values.
Keeping this in proportion, staff members may accept gestures such as gifts or invitations, provided that these are not encouraged, they are merely a token of courtesy or hospitality and they do not undermine staff members' independence.
Staff members may not engage in activities outside the Council of Europe that are incompatible with the Organisation's interests, as defined in the Statute of the Organisation.
Moreover, since their principal professional responsibility concerns the Organisation’s activities, staff members wishing to do paid or unpaid work outside the Council of Europe should obtain prior permission[13].
IV. FAILURE TO OBSERVE ETHICAL STANDARDS
16. Staff members may report to a hierarchical superior any instruction that they consider contrary to the regulations or manifestly incompatible with these provisions.
17. The Director of Human Resources is responsible for ensuring that this Charter is observed and for promoting the evolution of the Organisation’s ethics.
18. Guidance on all matters and situations covered by the Charter may be sought from the Mediators.
19. The Council of Europe's Ethical Charter cannot bear fruit unless all concerned uphold it with the utmost conviction, regardless of their duties, responsibilities or hierarchical position.
20. Each staff member is expected to act in keeping with this Charter and actively defend it. Staff members are individually and collectively responsible for ensuring that it is observed.
21. As the Charter is destined to evolve, staff members have a duty to keep themselves regularly informed; the Organisation, for its part, will make sure to inform staff members of any changes.
Issued in Strasbourg on 15 July 2005
Secretary General
Terry DAVIS
[1] Provided such beliefs are not at variance with the fundamental principles enshrined in the Council of Europe Statute.
[2] Instruction No. 44 of 7 March 2002 on the protection of human dignity at the Council of Europe deals more particularly with sexual and psychological harassment.
[3] Also in connection with the application of Rule No. 1174 of 17 March 2004 on staff appraisal.
[4] As set out in the Regulation of 17 April 1987 outlining a data protection system for personal data files in the Council of Europe.
[5] Instruction No. 47 of 28 October 2003 lays down rules governing the use of computer facilities, computerised data and telephones.
[6] Office Circular No. 677 of 14 March 1988.
[7] Rule No. 1205 of 1 January 2005.
[8] Note to staff members of 25 July 1996.
[9] Note to staff members of 21 April 1988.
[10] Instruction No. 32 of 24 February 1994 specifies the conditions under which contacts may be established with the media and statements may be made at conferences. Office Circular No. 665 of 12 December 1983 deals more specifically with relations with the media. Instruction No. 32 of 24 February 1994 also covers secondary and unofficial activities of staff members, in particular political activities (which are also dealt with in Office Circulars Nos 308 of 20 March 1959 and 444 of 15 November 1968).
[11] Office Circular No. 220 of 28 December 1958.
[12] Instruction No. 53 of 15 July 2005 on the acceptance of fees, gifts, decorations or honours, invitations and other advantages from third parties.
[13] Instruction No. 32 of 24 February 1994 covers secondary and unofficial activities of staff members (which are also dealt with in Office Circulars Nos 308 of 20 March 1959).