Code of Professional Practice

It is widely recognized that training and development is an essential means to acquire the knowledge, skill and motivation to enable the progress both of individuals and of organisations - especially in times of technological and organisational change.

It follows that trainers, of today and of tomorrow, need to develop their professional competence and understanding to the fullest potential. They have to appreciate the full dimension of their role, to accept responsibility towards their own self development, as well as that of those they train, and to keep abreast of developments in learning and new approaches to training. They must also strive to keep in perspective the needs and aspirations of both individuals and organisations.

The International Communication Training Institute has published this Code of Practice for all personnel with a training assignment. ICTI commends the Code to all practising in the field of human resource development - particularly those working as Christians in media education and training.

1.      OBJECTIVE

The objective of the Code is to define standards of practice for all members of the Institute to follow as providers of specialised services in their professional relations with their employers, client organisations, trainees and students, fellow practitioners, mission agencies, churches and the general public. Whilst the Code is prescribed primarily for members of the Institute, it is hoped that all engaged as Christians in training and vocational development in media will adopt these principles.

2.      INTRODUCTION

The practice of Training and Development is the planned and structured approach to the process of using the potential and ability of people to develop further their skills, knowledge, attitudes and habits so that, at the given opportunity, they may be able to perform the duties and to discharge the responsibilities for which they are being employed or prepared or to which they may aspire competent. All who practice in this field should be aware that they are entrusted with the development of human resources.

The Code of Professional Practice relates to four aspects of members' behaviour, namely:

  1. Personal development and behaviour.
  2. Relations with the employing or client organisation and its staff.
  3. Relations with individuals for whose training, development or guidance members are responsible.
  4. Relations with other organisations and the working environment.

3.      PERSONAL DEVELOPMENT AND BEHAVIOUR

Members will:

1.      Work to the highest standards, complying not only with the law but also with published codes of practice and generally accepted best practice as it affects training and development.

2.      Maintain a programme of self-development and keep abreast of changes and developments relevant to the profession.  Self-development is recognised as professional, personal and spiritual.

3.      Conduct their activities with courtesy, integrity and humanity: respect the dignity and privacy of individuals and the confidentiality of information acquired in the course of such activities.

4.      Accept responsibility for their work and the effective use of resources entrusted to them without seeking undue personal gain or prestige; demonstrate by personal example and ordered approach, the self-discipline, spirituality and conduct expected of the Christian professional. Accept assignments within their own competence and, when required, seek appropriate expertise from properly qualified individuals.

5.      Act to enhance the credibility and good standing of the profession, and of the Institute and its members.

6.      Accept personal responsibility for assisting younger people to develop in the profession.

7.      Accept criticism and encourage feedback from others on training provided.

4.      RELATIONS WITH EMPLOYING OR CLIENT ORGANISATIONS AND THEIR STAFF

Members will:

1.      Respect the confidentiality of information acquired in the course of duty and refrain from using such confidential information for personal benefit, or in a way that may be detrimental to any employing organisation

2.      Immediately disclose to the client or employing organisation any personal interest which may conflict with its interests.

3.      Act honestly and loyally in carrying out the lawful policy and direction of the employing or client organisation, and refrain from damaging its image or reputation.

5.      RELATIONS WITH INDIVIDUALS FOR WHOSE TRAINING, DEVELOPMENT OR GUIDANCE MEMBERS ARE RESPONSIBLE

Members will:

1.      Strive to establish and maintain relationships with trainees and subordinates such as will ensure that effective learning and development take place.

2.      Encourage the spiritual and professional development of trainees and subordinates.

3.      Refrain from discriminating against individuals from prejudice on the grounds of origin, sex, status, age, ethnicity, beliefs or perceived contribution to society; and respect the dignity and privacy of the individual.

4.      Establish realistic plans to meet stated learning objectives.

5.      Pay proper regard to the safety and well-being of those personnel within their responsibility or sphere of influence.

6.      Refrain from working in any way or relationship that might place the Member at risk of accusation of inappropriate behaviour towards individuals of any sex.  In particular Members will avoid situations in which someone else might misinterpret their actions - especially when working with younger people.

6.      RELATIONS WITH OTHER ORGANISATIONS AND THE WORKING ENVIRONMENT

Members will:

1.      Make clear in any public statement whether they are acting in a personal capacity or representing any organisation.

2.      Be ready to share the results of research and the application of new knowledge and skills, to acknowledge the work of others and to give professional assistance in public affairs.

3.      Comply with and be subject to the Rules of the Institute and the regulations from time to time in force, in order to enhance the integrity and credibility of the profession and the Institute.

April 2014
Last modified: Monday, 23 May 2016, 12:00 PM