Code of Conduct

Every professional who works for The Staff Room Agency Limited must abide by the following codes of conduct:


The Staff Room expects the highest ethical standards from its employees in carrying out its business. This Code of Conduct (the Code) sets out those standards by which all employees and temporary staff are bound. It provides guidelines on the required behaviour in a wide range of situations, including use of social media. It also refers to relevant supporting policies provided during the registration process.

It is the responsibility of all employees to familiarise themselves with the details of the Code and its guidance. If any employee has any queries or concerns about how they should behave, they should contact Chris Wood, Director.

The Code applies to all employees and temporary staff.

All staff should follow the guidance in this important document.

The Purpose and Principles of the Code

The Code describes the principles by which The Staff Room expects its employees and temporary workers to conduct its business. It sets out the required standards of behaviour for its staff in carrying out this business. The Code deals with a wide variety of issues and situations relating to workplace conduct, but it is not intended to be exhaustive.

This Code of Conduct sets out principles by which The Staff Room is bound. These principles are as follows:

  • The Staff Room complies with laws and regulations.
  • We support those who have suspicions of any misconduct, malpractice, illegal or unethical behaviour and report their concerns in confidence to the appropriate channels.
Put the safety of the children first:
  • Take responsible steps to ensure all pupils under your supervision are safe.
  • Follow the school’s child protection policies and procedures. Familiarise yourself with the Safeguarding leads in the school in which you are working and their reporting procedures.
  • Ensure that relationships with pupils remain professional.
  • Always ask for support or help if you think your own actions could put pupils at risk.
  • Ensure that you take appropriate action (Whistleblowing) if you observe another member of staff having a negative impact on pupils.
Take responsibility for maintaining the quality of your profession.  Teaching and support staff should:
  • Meet professional standards that are relevant to your career level and role.
  • Learn from any feedback that colleagues provide.
  • Actively seek out opportunities to develop your knowledge and skills.
Teachers should:
  • Ensure teaching practices follow the curriculum.
  • Actively research your subject specialism and stay up to date with education resources and initiatives.
  • Set appropriate learning objectives, use a range of teaching methods to meet individual and group needs.
  • Have high expectations of pupils, inject confidence and set activities that challenge and support their skills.
Respect diversity and promote equality:
  • Act appropriately to all pupils, parents and colleagues no matter their socio-economic background, age, gender, sexual orientation, disability, race and religion.
  • Understand school equal opportunity policies and report unlawful discrimination and bullying.
Maintain professional relationships:
  • Develop supportive relationships with school colleagues.
  • Responsibly uphold school policies.
  • Participate in whole school activities.
  • Take responsibility for upholding the reputation of your profession out of working hours.
  • Take care of school property.
Maintain professional standards:
  • Under no circumstances should you use a mobile phone during teaching hours or within the classroom.
  • You must not communicate with any pupil outside of school, this includes on Facebook, Twitter or any other social networking website.
  • Present yourself in a fit state to carry out your duties.
  • Abide by the smoking policy of the school.
  • Always be conscientious with your timekeeping, arrive within good time to park and find reception.
  • Remain friendly and helpful during the day.

Code of Conduct: Guidance

The guidance in this Code of Conduct is organised into separate sections.

  • Data Protection & IT
  • Standards of personal behaviour
  • Environment
  • Raising concerns through confidential reporting

As already mentioned, a number of the principles outlined in this Code are supported by more detailed policies found on The Staff Room website. Reference to the relevant policy is given at the end of the particular guidance. All employees and temporary staff are required to comply with these policies.

Data Protection & IT

Data Protection

The General Data Protection Regulation and the Data Protection Act 2018 comprise the data protection regime that applied in the UK from 25 May 2018. This regime supersedes any previous legislation.

The Staff Room holds and processes information on its staff and other data subjects for administrative purposes. It will only collect and handle data for “legitimate interest” and in compliance with the data protection regime above.

For further information, employees should refer to the Data Protection policy.


The Staff Room is committed to the maintenance of the highest level of integrity in all its dealings with clients and staff and in the protection of personal information received in the process of providing a service.

Social Media

An employee or temporary staff may use social media, but it is suggested that any accounts be made private. Any use of social media must be respectful to The Staff Room’s reputation and that of all its staff. Employees must not disclose confidential information when using personal social media.

For further information, employees and temporary staff should refer to the Social Media policy.

Standards of Personal Behaviour

Equality, diversity and inclusion

An important core value of The Staff Room is the promotion of inclusivity and diversity. It seeks to ensure that the company is supportive of its staff and one where individual respect is shown to all members of staff, regardless of age, (dis)ability, gender, reassignment, marriage or civil partnership, pregnancy or maternity, race, ethnic background, culture, sexual orientation, religion or belief, sex or any other factor.

For further information, employees should refer to the Equal Opportunities policy.

Criminal offences

For the avoidance of doubt, an employee must inform The Staff Room in writing if they are under investigation for a criminal act (including road traffic offences) or have been arrested in connection with a criminal action. They must also inform their manager in writing if they have been found guilty and convicted of any offence or received a police caution. Failure to disclose this information may be treated as a disciplinary offence.


The Staff Room is committed to preventing, or, at the very least, minimising, any harmful effects it causes to the natural environment. It encourages all employees to conduct their work in accordance with the highest environmental practices and the minimising of waste.

Raising Matters of Concern: Confidential Reporting Procedure

Any individual who raises such a concern in good faith and in line with The Staff Room’s whistleblowing policy will not suffer any detriment or be penalised in any way.

For further information on the issue and on the procedure, employees should refer to the Whistleblowing Policy.