APECS Ethical Stance

The Ethical Guidelines contained in this document are indicators of that professionalism and the high standards seen as essential to the various relationships involved in Executive Coaching and Supervision. We want the safest and most effective conditions for clients (those being coached), the clearest and most transparent understanding with host companies who commission Executive Coaching and/or Supervision and the highest professional standards for our coaches and supervisors.

The Association for Professional Executive Coaching and Supervision (APECS) endorse and are signatories of 'The Global Code of Ethics for Coaches, Mentors and Supervisors', in partnership with other international and national membership bodies.

APECS Code of Ethics and Conduct

Global Code of Ethics

These Guidelines set out the principles, standards and sometimes procedures that guide our work. Members of APECS accept these as part of their contract with APECS and would be expected to tell APECS if there was any part or parts of the Guidelines with which they could not agree and which they could not practice. Failure to abide by these standards by any member of APECS may be reported to APECS for investigation under its Complaints Procedure. These procedures will be set out in a further document entitled "APECS Complaints Procedure".

Whatever the contracting arrangements are with a coaching client (individual) or his/her sponsoring organisation, it must be brought formally to the attention of the individual client and the sponsoring organisation that these Ethical Guidelines and the APECS Complaints Procedure exist and where to obtain copies if required.

For the purposes of this Code:

"Coach" refers to the person who carries out Professional Executive Coaching of the "Client", the individual receiving coaching. "Sponsoring Organisation" or "Sponsor" refers to the company, institution or body, which is funding the coaching. Professional Executive Coaching or "coaching" refers to a one-to-one developmental relationship with clearly focused aims related to the clients' effectiveness in a particular role in the sponsoring organisation. "Supervision" or "Supervisor" refers to the relationship between the coach and a qualified person who is not in any managerial relationship with the coach wherein the coaching work with particular clients may be discussed in strict confidence with the purpose of enhancing the quality of the coaching work and of ensuring client safety.

In general, Executive Coaches and Supervisors of Executive Coaches will behave in ways, which demonstrate;

respect for individuals and organisations (rights and dignity);

awareness of and sensitivity to difference (race, culture, gender, disability etc);

concern for fairness and justice at all levels of their work;

openness to new knowledge, competencies and attitudes that further the quality of their work;

the importance of context in their work;

commitment to establishing high quality and high level healthy relationships with individuals and organisations;

ensuring insights into the impact of their behaviour on others;

engagement with provisions that develop and enhance autonomy in individuals and organisations.

APECS Executive Coaches and Supervisors will hold firmly to the foundation principles underpinning ethical thinking and behaviour.

Autonomy - to help individuals and companies make their own decisions and move towards increasing self-authority.

Fidelity - to be faithful to contracts, relationships and promises made.

Beneficence - to do what benefits the well being of all.

Non-Maleficence - to avoid whatever might harm others.

Justice - to maintain fairness.

Caring for self - to look after oneself physically, emotionally, mentally and motivationally so that clients and organisations receive the best service possible.

These guidelines (values) will influence decisions made by Executive Coaches and Supervisors in areas such as:

qualifications;

ongoing professional development;

setting up and engaging in Executive Coaching and Supervision relationships;

boundary management;

requirements for supervision;

other requirements

The coach or supervisor will:

be properly qualified to carry out the work (see APECS Accreditation Criteria Guidelines);

ensure that the requirements of the coaching/supervision contract are within their professional ability to deliver or make clear to the client and the sponsor where the shortfall may be;

continue to learn and grow in their professional knowledge and expertise;

invest in personal development work to enhance their self-awareness and emotional balance;

work with an approved supervisor (see APECS Accreditation Criteria Guidelines) to ensure client safety, review their client case work and monitor their own well-being and effectiveness.

Executive Coaches and Supervisors with APECS will be committed to their own learning and development and take steps to ensure that they are up to date with current thinking and knowledge. They will review the steps they take to ensure this in professional supervision and they and their supervisor will agree an annual development plan that will be part of their supervisor's report.

The coach or supervisor will:

take proper steps to ensure a sound understanding of the nature of the sponsor's and clients expectations of coaching or supervision;

where there appears to be inappropriate expectations of understandings of the nature of coaching or supervision, the coach or supervisor will explain its limitations and uses appropriately and simply;

explain this Code of Ethics and Conduct to the Sponsor and the Client including the confidentiality requirements and the rare exceptions to it;

establish a clear contract with the Sponsor and the Client which covers:

the process of coaching or supervision

the aims of the specific coaching engagement or supervision

the duration, hours provision and periodicity of the engagement

specifically who will be involved in the process and at which stages

the matters of confidentiality and boundary management (see below)

fee and cancellation arrangement

The Coach or Supervisor will not in any way use his/her position of influence to take advantage of the Client and will always act in the Client's and Sponsor's best interests

The coach or supervisor will:

maintain proper confidentiality of personal information gained within the coaching/supervision context;

maintain confidentiality of the names and roles of those who are or have been coached or supervised;

maintain commercial confidentiality regarding any aspects of the Sponsoring Organisations business and plans;

only disclose information from the coaching or supervision context to the Sponsor with the specific permission of the Client and then only if there are special reasons why this is in the best interests of the Client;

be prepared to disclose to the Sponsor or the competent authorities any matter which indicates an illegal or illicit action by the Client or where there is a significant risk to another person or body should this not be disclosed. In such rare circumstances the Client should be given the first opportunity to disclose unless the timing indicates that urgent action is needed by the Coach/Supervisor.

Each Executive Coach will choose a form of supervision and a supervisor that best fits their learning needs. In ongoing and regular supervision they will discuss confidentially their thoughts, feeling and reactions to their work at all levels: clients, relationships, interventions, contracts, impasses, joys, upsets etc. Supervision will be a forum for reflection on coaching work where supervisees will take responsibility for their own learning.

Supervisors will provide APECS with a short annual report on supervisees assuring APECS that they are working ethically and to an acceptable standard.

The Coach or Supervisor will ensure the safekeeping of all related records and data connected with the coaching contract and its delivery.

The Coach and Supervisor will have professional liability insurance of at least £1 million. Where necessary the Coach and Supervisor will have proper Public Liability and Employers' Liability Insurance cover.

The Coach and Supervisor will always observe and comply with any U.K. or E.U. requirements or those governing the geographic area in which they work.

APECS coaching and supervisory members will endeavour to behave in a way which models exemplary professionalism and which will reflect well on the Coaching and Supervision profession.

Should a situation arise where it appears that an APECS Coach or Supervisor has behaved in a way which is in breach of these Ethical Guidelines and if the matter can not be resolved by them or is of high importance then APECS can be approached to invoke its Complaints Procedures by contacting the association: info@apecs.org

The APECS Code of Ethics and Conduct sets out the principles, standards and sometimes procedures that guide our work. Members of APECS accept these as part of their contract with APECS and would be expected to tell APECS if there was any part or parts of the Code with which they could not agree and which they could not practise.

Failure to abide by these standards by any member of APECS may be reported to APECS for investigation under its Complaints Procedure. In the first instance, APECS will encourage any complaint to be raised with the APECS member concerned if it is reasonable and practicable to do so. Throughout the process, the complainant and the individual named in the complaint will be encouraged to resolve their differences, work on the issues involved, learn from the situation and come to an amicable resolution whenever possible.

A complaint may be made against a member of APECS by a member of the public, another APECS member, a client of an APECS member, an involved buyer of coaching or a coaching supervisor if:

there is deemed to be a breach of a clause in the APECS Code of Ethics and Conduct

a member is demonstrating behaviour which is deemed to be bringing APECS and/or the profession of coaching into disrepute

the matter is not already the subject of legal action or court proceedings

the complaint is not being made anonymously

the complaint is being made within one year of the alleged breach of the Code or behaviour having taken place.

The individual named in the complaint must be a member of APECS at the time of the complaint being made.

The complaint must be made in writing using the APECS Complaint Form and submitted by email to the APECS Membership Secretary who will verify that the individual named in the complaint is an APECS member, record the complaint and acknowledge its receipt within seven working days. The complaint will be then forwarded to the APECS Director for Governance. Complaints that do not meet the above criteria will not be heard. APECS will not entertain complaints from 3rd parties that do not directly involve APECS and/or its members.

Description text goes hereThe APECS Ethics and Complaints Committee (‘the Committee’) will investigate and seek to resolve any complaint against a member of APECS that cannot be resolved by the individuals concerned or by mediation.

The Committee must always have a majority of independent members, i.e. members who hold no Board or other management role in APECS. The Committee may include members of APECS. All Committee members are expected to exercise their own judgement without prejudice. Any Committee member with a conflict of interest in the matter, be it personal or professional, should declare this at the outset and disqualify themselves from participation.

It is important that each stage of the process is adequately documented. The deliberations of the Committee will be recorded and notes may be disclosed if required in a subsequent legal action. The process requires a reasonable timeline from submission of the complaint to final decision. The APECS Complaints Procedure is set out below.

We very much hope that complaints will be a rare occurrence for APECS. Should any issues arise, we hope that the first step will be for the individuals concerned (complainant and APECS member) to try to resolve the issue by talking to each other. If this fails, the next step would be to seek to address the issue through mediation. Should those attempts to resolve the issue both fail, the Complaints Procedure is as follows:

1. Initial Review of Complaint

The Director for Governance (DG) will review the Complaint Form for completeness and will contact the complainant within two weeks to request clarification and/or additional information if needed.

The DG will contact the APECS member named in the complaint to let him/her know that a complaint has been submitted. A copy of the Complaint Form and any supporting materials will be provided to the APECS member named in the complaint.

If the complainant has not yet raised their complaint with the APECS member concerned in an attempt to resolve the issue, they will be encouraged to do everything they can to resolve the issue in a way that is mutually agreeable, including independent mediation. Any costs incurred will be the responsibility of the parties involved.

If discussion or mediation succeed in resolving the issue, the complainant will be required to confirm in writing to the APECS member named in the complaint and to the DG that their complaint has been resolved to their satisfaction. This confirmation will be recorded by APECS.

2. Review by Ethics and Complaints Committee

If discussion/mediation fails to resolve the issue, the DG will forward the formal written complaint to the APECS Ethics and Complaints Committee (‘the Committee’). The Committee will request a formal written response to the complaint from the APECS member concerned within three weeks. The Committee will then review the steps taken, request additional information or clarification from the complainant or the APECS member named in the complaint, or investigate the complaint further, if needed before making a decision. The Committee may decide to speak to the complainant and/or the APECS member named in the complaint, or a third party if needed, via Zoom or similar.

3. Decision by Ethics and Complaints Committee

The Committee will decide if:

there has been a breach of a clause in the APECS Code of Ethics and Conduct

the APECS member named in the complaint has demonstrated behaviour which brings APECS and/or the profession of coaching into disrepute.

If the decision of the Committee is that there has been no breach of the Code, nor has the APECS member named in the complaint demonstrated behaviour which brings APECS and/or the profession of coaching into disrepute, the case will be closed and the complainant and APECS member named in the complaint will be advised of this in writing by the Chair of the Committee.

If the decision of the Committee is that there has been a breach of the Code and/or the APECS member named in the complaint has demonstrated behaviour which brings APECS and/or the profession of coaching into disrepute, the Committee will determine the appropriate remedial actions or sanctions.

Remedial actions or sanctions may require further training or supervision or the removal of APECS accreditation and membership.

The complainant and the APECS member named in the complaint will be informed of the Committee’s decision in writing and asked to confirm in writing their acceptance of the Committee’s decision and the remedial actions or sanctions.

If the APECS member named in the complaint accepts the remedial actions or sanctions, the case will be closed and confirmation provided in writing to the APECS member and complainant.

APECS cannot guarantee any specific outcome and is therefore not liable for any result. APECS and its agents are not a court of law and this is not a legal procedure.

4. Appeals Procedure

If the APECS member named in the complaint does not accept these remedial actions or sanctions, he/she may appeal in writing, within four weeks of the date of the decision, to the Chair of the Board of APECS, clearly outlining the grounds on which their appeal is being made. No new evidence will normally be accepted in considering the appeal unless in exceptional circumstances.

The appeal will be reviewed by the Chair, an APECS Board Director and two APECS members with no previous involvement in the case. A decision will be made within eight weeks of receiving notification of the appeal and communicated to the complainant and the APECS member named in the complaint. The Chair of the Board’s findings will be final and binding on all parties.

5. Timescales

As a volunteer organisation, APECS will seek to respond to a complaint within the following timescales, but cannot commit always to do so:

Membership Secretary verifies APECS membership of person named in the complaint and acknowledges receipt of complaint

- Within 7 working days of receiving complaint

APECS Ethics & Complaints Committee reviews steps taken, requests additional information or clarification if needed and makes decision

- Within 4 weeks of receiving Complaint Form

APECS Ethics & Complaints Committee advises complainant and APECS member named in complaint of decision

- Within 8 weeks of being advised of outcome of discussion/ mediation

APECS Ethics & Complaints Committee advises complainant and APECS member named in complaint of decision

- Within 5 working days of decision being taken

Any appeal to be made in writing Within 4 weeks of decision being communicated

Appeal considered and decision taken

- Within 8 weeks of appeal being made

6. Confidentiality

The APECS Complaints Procedure is intended to be confidential in nature. It is the intent of APECS that specific information about complaints made and the parties named in the complaints will not be disclosed to third parties not involved in the process unless required by law. Some facts and information derived from the complaint and its investigation and findings may be shared and used by APECS for learning and continuous improvement purposes, whilst maintaining the anonymity of the complainant and the APECS member named in the complaint.

Members of the Ethics and Complaints Committee, the Board, and others who in their role or expertise are involved in the handling of a complaint have an obligation of confidentiality as to the information about the complaint and/or appeal, that has come to their knowledge.

This obligation of confidentiality will remain in force after the termination of the work for the Ethics and Complaints Committee or for APECS. The obligation of confidentiality ceases only if a legal ruling obliges the person involved to disclose information.

Members of the APECS Ethics and Complaints Committee, the Board and the administration team are bound by the EU General Data Protection Regulations (GDPR) that came into force in May 2018.