IBIS Consultancy Policies
Our Vision
Our vision is to be a global leader in consultancy services, renowned for transforming cutting-edge research into actionable strategies that drive industry advancement and sustainable growth. We aspire to create an ecosystem where continuous learning, through professional mentoring and rigorous training, propels both individuals and organizations to new heights of achievement. At the heart of this vision lies our commitment to nurturing talent and providing insights that shape the future of business practices.
Our Mission
At Ibis Consultancy, our mission is to bridge the gap between academic research and practical application, fostering a symbiotic relationship with employers through dedicated recruitment services and bespoke training programs. We are committed to delivering best-in-class education, grounded in British values, that equips individuals with the skills necessary for professional excellence. Our comprehensive portfolio, including apprenticeships, vocational training, C-class training, and middle-level management training, is designed to cultivate leaders and innovators who can thrive in their respective fields.
Our Values
Empowering Future
We are dedicated to shaping the future of individuals and organizations by providing top-tier education, training, and development opportunities. This component of our mission highlights our focus on personal and professional growth, ensuring that our beneficiaries are well-equipped to face the challenges and seize the opportunities of tomorrow.
Reducing Footprint
A core tenet of our operation is our commitment to environmental sustainability. We recognize the importance of carbon reduction in mitigating the impact of climate change. Through our practices, partnerships, and educational offerings, we aim to reduce carbon footprints, promoting a healthier planet for future generations.
Strengthen Partnerships
Our success and impact are amplified through our relationships with employers and the broader community. We believe in building strong, mutually beneficial partnerships that enhance our ability to deliver on our promises of quality and excellence. These relationships are fundamental to our approach, enabling us to tailor our services to the evolving needs of the workforce and the environment.
Our governance structure is designed to encompass a broad spectrum of expertise and oversight, ensuring the highest standards of operational and strategic management. The Employers Advisory Group brings together industry leaders and professionals, providing valuable insights and guidance on market needs and trends. This ensures our educational offerings remain relevant and impactful. The Board of Directors, comprised of seasoned executives, sets the overall strategic direction and ensures accountability at every level of the organization. Supporting them is our Professional Services Team, which manages day-to-day operations, from human resources to financial management, upholding the efficiency and effectiveness of our services. Lastly, our Consultants/Trainers Team comprises experts and educators who deliver high-quality, specialized training and development, reflecting the latest in academic thought leadership and industry practice. Together, these components of our governance structure collaborate to fulfill our mission and drive our vision forward.
Board of Directors
The Board of Directors is pivotal to the strategic and operational oversight of our organization. It includes key executive roles such as the CEO, who provides overall leadership and strategic direction. The Financial Director oversees the organization’s financial integrity, managing budgets and financial planning to ensure sustainability and growth. The Marketing Director is responsible for brand strategy, market research, and driving customer engagement to increase market share and impact. Finally, the Human Resources Director ensures that the organization attracts, develops, and retains talented individuals, and they oversee the implementation of policies that support a productive and compliant workplace culture. Together, these roles collaborate to steer the organization towards its objectives while upholding its values and mission.
Employers Advisory Board
The Employers Advisory Board plays a crucial role in our educational framework, overseeing the quality and relevance of our materials, courses, and teaching methodologies. Composed of industry experts and seasoned professionals, this board ensures that our curriculum is aligned with current industry standards and future market trends. They provide strategic oversight and feedback, helping us to fine-tune our educational offerings to enhance employability and meet employers’ expectations. Their involvement guarantees that our courses are not only academically rigorous but also practically applicable, maintaining a high standard of teaching excellence that prepares students for real-world challenges. To join this board please send to office@ibisconsultancy.com
Professional Services Team
The Professional Services Team is integral to the backbone of our organization, tasked with maintaining high standards across various operational domains. The quality management sector ensures that all our processes and deliverables meet the stringent criteria for excellence. The customer relationship management arm is dedicated to nurturing strong, lasting relationships with our clientele, providing support and ensuring customer satisfaction. The recruitment services branch focuses on attracting and onboarding the finest talent, crucial for our growth and success. Facilities management is responsible for the upkeep and optimization of our physical assets, creating an environment conducive to productivity. Lastly, the media production team crafts compelling content and materials, crucial for our communication and educational efforts. This multidisciplinary team collectively upholds our commitment to quality, efficiency, and engagement in every aspect of our service delivery.
Consultants/Trainers
Our team of 21 full-time consultants and trainers brings a wealth of knowledge and expertise across a diverse array of sectors. They are specialists in project management, adept at guiding initiatives from inception to successful completion. Their proficiency in strategy ensures that we navigate complex business landscapes effectively. The leadership experts among them are skilled in fostering strong leaders capable of steering teams towards excellence. Science and technology trainers keep us at the forefront of innovation, while our environmental sustainability experts are dedicated to integrating green practices into our curriculum. Marketing professionals craft strategies that resonate with current trends, and our public relations specialists excel in managing and enhancing our organizational image. In the specialized fields of food science, tourism, and hospitality, our consultants offer in-depth knowledge, ensuring that students and clients receive up-to-date and industry-relevant education and training. This diverse expertise allows us to provide a comprehensive learning experience that meets the needs of a rapidly evolving global market.
Commitment to achieving Net Zero
IBIS Consultancy is committed to achieving Net Zero emissions by 2045 with a 25% reduction by 2033.
Current Baseline 2023
Reflecting on 2022 activity January – Dec 2022
Scope 1 Level – 302
Emissions from fuel burned in owned or controlled assets
Scope 2 Level – 302
Indirect GHG emissions associated with the purchase of electricity, steam, heat, or cooling
Scope 3 level – 4,180
Business travel & Employee commuting
People
1. Appointing a designated manager.
2. All staff should complete an Environmental Awareness Course (digital).
3. Creating a cross-business working group and implementing capacity building and education awareness for staff.
Process
1-Reducing waste to landfill through new waste contracts.
2- Reducing emissions from business travel.
Policies
Continued energy efficiency KPIs across our offices & Introduce a new net zero procurement policy.
Initiatives
Launch new emission reduction initiatives for all our businesses.
Introduction
This Privacy Policy applies to https://ibisconsultancy.com (hereafter, “us”, “we”, or “IBIS Consultancy”). We respect your privacy and are committed to protecting personally identifiable information you may provide us through our Website. We have adopted this privacy policy to explain what information may be collected on our Website, how we use this information, and under what circumstances we may disclose the information to third parties.
Information we collect
We collect information in two ways: directly from your input and through automated technologies.
Direct Inputs
We collect personal information directly from you when you interact with our Website, for instance, when you sign up for our newsletters, fill our forms, or send us queries. The types of information we may collect include your name, email address, phone number, and any communication you exchange with us.
Automated Technologies
As you navigate through our Website, we may use automatic data collection technologies (including cookies) to collect certain information about your equipment, browsing actions, and patterns.
Use of your personal information
We may use your information in the following ways:
- To present our Website and its contents to you.
- To provide you with the services you request from us
- To enhance, modify, add or remove functionalities from our Website
- Communicate with you, such as by way of email alerts, notifications and/or provide you with related customer service.
- To send you marketing communication.
- Monitor and analyse trends, usage and activities in connection with our Website.
Sharing your information
We do not sell, rent or lease your personal information to third parties. However, we may share your personal data in the following situations:
- With service providers: We may share your personal information with service providers that perform services for us and help us operate our business such as website hosting, data analysis, information technology, and customer service.
Accessing and correcting your personal information
You can also request to access, correct or delete any personal information that you have provided us.
Changes to our privacy policy
We reserve the right to amend this privacy policy at any time without prior notice.
Contact us
If you have any questions about this Privacy Policy, please contact us by email at office@ibisconsultancy.com, or by mail at 37 Maidstone Innovation Centre, Gidds Pond Way, Weavering, Maidstone ME14 5FY
Introduction
IBIS Consultancy is committed to the highest standards of openness, probity, and accountability. An important aspect of accountability and transparency is a mechanism to enable staff and other members of IBIS Consultancy to voice concerns in a responsible and effective manner. Where an individual discovers information which they believe shows serious malpractice or wrongdoing within the organisation then this information should be disclosed internally without fear of reprisal, and there should be arrangements to enable this to be done independently of team management (although in relatively minor instances the Chief Executive Officer (CEO) would be the appropriate person to be told).
In relation to DFE funded Bootcamps and Apprenticeships the reporting mechanism is provided at the end of the Policy.
The Public Interest Disclosure Act, which came into effect in 1999, gives legal protection to employees against being dismissed or penalised by their employers as a result of publicly disclosing certain serious concerns. IBIS Consultancy has endorsed the provisions set out below so as to ensure that no members of staff should feel at a disadvantage in raising legitimate concerns. It should be emphasised that this policy is intended to assist individuals who believe they have discovered malpractice or impropriety. It is not designed to question financial, or business decisions taken by IBIS Consultancy, nor should it be used to reconsider any matters which have already been addressed under harassment, complaint, disciplinary or other procedures. Once the “whistleblowing” procedures are in place, it is reasonable to expect staff to use them rather than air their complaints outside SST.
Scope
This policy is designed to enable employees to raise concerns internally and at a high level and to disclose information which the individual believes shows malpractice or impropriety. This policy is intended to cover concerns which are in the public interest and may at least initially be investigated separately but might then lead to the invocation of other procedures e.g. disciplinary. These concerns could include:
- Financial malpractice, impropriety or fraud
- Failure to comply with a legal obligation or Statutes
- Dangers to Health & Safety or the environment
- Criminal activity
- Improper conduct or unethical behaviour
- Attempts to conceal any of these
Legislation, Guidance and Best Practice
The titles below indicate the legal framework that informs this policy. Each title is the most up to date version of each document to include ongoing revisions and outcomes of consultations. Each title is a hyperlink, which will take you straight to the document if you are viewing this policy electronically.
- Whistleblowing for employees
- The Whistleblowing Charity – Protect (speak up, stop harm)
- Contact Department for Education – webform – Complaints
- The National Society for the Protection of Children (NSPCC). If you are a professional with concerns about how child protection issues are being handled in your organisation, or another organisation, you should contact the national child abuse whistleblowing advice line on 0800 028 0285 or help@nspcc.org.uk.
- Keeping children safe in Education 2022
In the discharge of its functions, and in implementing this policy and procedure, IBIS Consultancy will remain mindful of its duty of care and other legal obligations. Such as, those it owes under the Health and Safety at Work Act 1974, the Data Protection Act 2018, the Safeguarding Vulnerable Groups Act 2006, Equality Act 2010, the Protection of Freedoms Act 2012, the Counter Terrorism and Security Act 2015.
Related policies
IBIS Consultancy will keep its policies and procedures on children, young people, and adults at risk at risk under review to take account of any new Government legislation, regulations, or best practice documents. This will ensure staff are kept fully up to date with their responsibilities and duties regarding the safety wellbeing of children, young people, and adults at risk.
The policy should be read alongside our policies and procedures on:
- Safeguarding, Child Protection and Prevent Policy and Procedure
- Recruitment and Selection Policy and Procedure
- Equality and Diversity Policy
- Health, Safety and Wellbeing
- General Data Protection Regulations (GDPR) Policy
Designated safeguarding team
- Designated Safeguarding Lead
- Deputy Safeguarding Lead
- Deputy Safeguarding Lead
Please note that all Skills Coaches can support with safeguarding issues.
Unless it is an emergency, please submit your Safeguarding Disclosure Form by email and the Designated Safeguarding Lead will deal with your report swiftly.
All staff are trained in safeguarding. Learners, parents, and careers can contact the Designated Safeguarding Lead directly by telephoning as above or by emailing office@ibisconsultancy.com.
Safeguards
Protection
This policy is designed to offer protection to those employees of the Company who disclose such concerns provided the disclosure is made:
- In good faith
- In the reasonable belief of the individual making the disclosure that it tends to show malpractice or impropriety and if they make the disclosure to an appropriate person (see below)
It is important to note that no protection from internal disciplinary procedures is offered to those who choose not to use the procedure. In an extreme case, malicious or wild allegations could give rise to legal action on the part of the persons complained about.
Confidentiality
IBIS Consultancy will treat all such disclosures in a confidential and sensitive manner. The identity of the individual making the allegation may be kept confidential so long as it does not hinder or frustrate any investigation. However, the investigation process may reveal the source of the information and the individual making the disclosure may need to provide a statement as part of the evidence required.
Anonymous allegations
This policy encourages individuals to put their name to any disclosures they make. Concerns expressed anonymously are much less credible, but they will be considered. In exercising this discretion, the factors to be taken into account will include:
- The seriousness of the issues raised
- The credibility of the concern
- The likelihood of confirming the allegation from attributable sources
Untrue allegations
If an individual makes an allegation in good faith, which is not confirmed by subsequent investigation, no action will be taken against that individual. In making a disclosure the individual should exercise due care to ensure the accuracy of the information. If, however, an individual makes malicious or vexatious allegations, and particularly if he or she persists with making them, disciplinary action may be taken against that individual.
Procedures for making a disclosure
On receipt of a complaint of malpractice, the member of staff who receives and takes note of the complaint, must pass this information as soon as is reasonably possible, to the appropriate designated investigating officer as follows:
- In the first case, all employees are specifically encouraged to raise any concern with the CEO. The concern will be discussed, and actions assigned as necessary.
If there is evidence of criminal activity, then the investigating officer should inform the police. IBIS Consultancy
will ensure that any internal investigation does not hinder a formal police investigation.
If you are a professional with concerns being handled in your organisation, or another organisation, you should contact the national whistleblowing advice line on 0800 028 0285 or help@nspcc.org.uk.
Timescales
Due to the varied nature of these sorts of complaints, which may involve internal investigators and / or the police, it is not possible to lay down precise timescales for such investigations. The investigating officer should ensure that the investigations are undertaken as quickly as possible without affecting the quality and depth of those investigations.
The investigating officer, should as soon as practically possible, send a written acknowledgement of the concern to the complainant and thereafter report back to them in writing the outcome of the investigation and on the action that is proposed. If the investigation is a prolonged one, the investigating officer should keep the complainant informed, in writing, as to the progress of the investigation and as to when it is likely to be concluded.
All responses to the complainant should be in writing and sent to their home address.
Investigating procedure
The investigating officer should follow these steps:
- Full details and clarifications of the complaint should be obtained.
- The investigating officer should inform the member of staff against whom the complaint is made as soon as is practically possible. The member of staff will be informed of their right to be accompanied by a representative at any future interview or hearing held under the provision of these procedures.
- The investigating officer should consider the involvement of the Company accountants and the Police at this stage.
- The allegations should be fully investigated by the investigating officer with the assistance where appropriate, of other individuals / bodies.
- A judgement concerning the complaint and validity of the complaint will be made by the investigating officer. This judgement will be detailed in a written report containing the findings of the investigations and reasons for the judgement.
If the complainant is not satisfied that their concern is being properly dealt with by the investigating officer, they have the right to raise it in confidence with the CEO.
If the investigation finds the allegations unsubstantiated and all internal procedures have been exhausted, but the complainant is not satisfied with the outcome of the investigation, the Company recognises the lawful rights of employees and ex-employees to make disclosures to prescribed persons (such as the Health and Safety Executive), or, where justified, elsewhere.
Apprenticeships
This is to make sure that all applicants, learners and staff are aware of the Ofsted contact details. His Majesty’s Chief Inspector of Education, Children’s Services and Skills (‘the Chief Inspector’). Contact them about matters relating to the welfare of children provided with accommodation by boarding schools, colleges and residential special schools.
The Chief Inspector
Ofsted
Piccadilly Gate
Store Street
Manchester
M1 2WD
0300 123 3155
whistleblowing@ofsted.gov.uk
Skills Bootcamps
This is to make sure all applicants, learners and staff linked to DFE funded Skills Bootcamps delivery are aware of the Authority’s (DFE) Whistleblowing and Complaints policies and processes.
Whistleblowing involves entering a ‘whistleblowing’ webform on the ‘Contact the Department for Education’ page, which can be found here: Contact the Department for Education – webform – Complaints
Administration
This policy must be reviewed and approved annually AS A MINIMUM or when legislative or policy amendments dictate. All changes must be signed off in accordance with the below document control and revision history statement.
Purpose
The Complaints and Appeals Policy and Procedure aims to provide a fair and efficient process for addressing and resolving complaints, appeals, and grievances.
It reflects our commitment to rectifying any mistakes, learning from them, and implementing necessary changes to enhance our services.
This policy also recognizes the importance of treating all complaints and appeals with respect and consideration at every stage, and outlines the procedures for mediation, if required. In cases involving safeguarding or prevent strategy, relevant policies will be invoked. Confidentiality of information shared during the process is maintained, except when it is essential to advance the complaint or ensure the safety of individuals.
Scope
This policy applies to all learners, employers, and staff members associated with IBIS Consultancy Ltd. It covers complaints, appeals, and grievances related to coursework marking and grading, other students, course tutors, non-academic staff, and unfair treatment at the place of apprenticeship (workplace). For complaints regarding unfair coursework marking and grading, relevant awarding bodies’ academic appeals policies and procedures may be referred to. However, certain issues, such as services outside our control, criminal offenses, and matters dealt with under other procedures like disciplinary procedures, are excluded from the complaints process.
Confidentiality
IBIS Consultancy treats all appeals, complaints, and grievances with utmost importance, respect, and sensitivity. Information provided by the individuals making an appeal, complaint, or grievance is kept confidential within the company on a “need to know” basis, unless it is necessary for addressing the complaint or safeguarding purposes. The involved parties are informed and provided with a right of reply as part of this policy. However, exceptional circumstances may require information sharing without prior notification, such as situations posing a risk of harm. If a learner is under 18 years old, IBIS Consultancy reserves the right to contact their parent or guardian, unless it poses a safeguarding risk.
Complaints Procedure
IBIS Consultancy Ltd aims to address complaints promptly and fairly. The Complaints Policy and Procedures are designed to:
- Improve services provided to learners, employers, staff members, and the local community.
- Clarify procedures for handling complaints.
- Ensure sensitivity to issues of confidentiality.
- Encourage problem resolution through informal means.
- Record complaint details and measure the effectiveness of resolutions.
- Facilitate regular monitoring and review within the quality assurance framework.
Who can complain
Complaints can be made by learners (apprentices and boot campers), employers, and staff members.
What can be complained about
Complaints can be made regarding unfair coursework marking and grading, complaints against other students, course tutors, non-academic staff (management), and unfair treatment at the place of apprenticeship (workplace). Relevant awarding bodies’ academic appeals policies and procedures may apply to complaints about unfair coursework marking and grading.
Issues excluded from complaints procedures
The following issues are excluded from the complaint procedures:
- Services outside our control, such as funding criteria, eligibility, and external exams provided by partners or external providers.
- Issues involving criminal offenses.
- Matters dealt with under other procedures, like disciplinary procedures.
If a complaint is found to be malicious, appropriate action may be taken against the complainant.
Possible outcomes of complaints
Possible outcomes of complaints include:
- An apology and/or appropriate redress.
- Correction of any error.
- Improvement in services.
The Process of a Complaint
The complaint process involves three stages.
Monitoring and review
Confidential records of all complaints will be maintained, including the number and types of issues without disclosing individuals’ names or specific courses. Regular monitoring and review of these records will occur within the quality assurance framework.
Training and support
Staff involved in implementing this policy and its procedures will receive appropriate training and support. Support will be provided to staff who are the subject of a complaint, recognizing the potential stress associated with the process. Staff affiliated with a recognized trade union may seek guidance from their representative during the complaint investigation.
Further information
For guidance on the interpretation of this policy and procedures, all individuals involved in the investigation, resolution, or recording of complaints should refer to the Complaints Procedure.
Stages of the complaint procedure
Stage 1 – Informal
Discuss the issue with the appropriate person verbally, outlining the nature of your concern, and aim to resolve it informally. Complaints should be resolved quickly, preferably within a maximum of 5 working days. It is encouraged to submit all complaints in writing using The Complaints Form for record purposes.
Stage 2 – Formal
If the complaint cannot be resolved at Stage 1, notify a senior member of staff (Skills Coach or Trainer) within 5 days, and a meeting will be arranged. Following the meeting, a written outcome and proposed actions will be provided.
At this stage, the complaint should be submitted in writing along with any supporting evidence.
A response will be provided within 5 working days after the meeting, with a maximum of 10 days if meeting outcomes need consideration. The outcome and proposed actions will be communicated.
Stage 3 – Final Stage
If not satisfied with the Stage 2 response, the decision can be appealed to the final committee, which includes an independent person. Appeals can be sent to office@ibisconsultancy.com
.
The appellant may be accompanied by someone, and evidence from Stage 2 will be reconsidered.
The complaint should be submitted in writing if not previously done so.
The outcome will be communicated in writing within 15 working days. The decision at this stage will be final. All complaint records will be stored securely to ensure confidentiality and an auditable trail.
Stage 4 – External complaints
If not satisfied with the outcome, individuals can contact the relevant stakeholders, such as ESFA, DFE, or the specific awarding body.
Appeals procedure
Learners have the right to appeal any assessment decision at any stage of the process. The appeals procedure is available to all learners.
Stage 1
Appeals against the decision should be made within 10 working days by seeking clarification from the relevant teaching staff. Clarification can be requested verbally or in writing. Every effort will be made to resolve the situation at this stage.
Stage 2
Notify the Quality Assurance (QA) department of the intention to appeal in writing. The QA will reassess the work and provide written feedback within 20 working days from receiving the appeal intention. Every effort will be made to resolve the situation at this stage.
Stage 3
Complete the Appeals Form online. A meeting will be arranged within 10 working days, involving the relevant teaching staff from Stage 1, QA from Stage 2, and an independent staff member. The outcome will be communicated by letter within 20 working days. Every effort will be made to resolve the situation at this stage, and the assessment decision will be final.
Stage 4
If the complaint remains unresolved within the given timescales, individuals should contact the relevant awarding body, which will have its own Complaints and Appeals Procedures.
For appeals, contact office@ibisconsultancy.com
.
Administration
This policy must be reviewed and approved annually AS A MINIMUM or when legislative or policy amendments dictate.
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Contact Information
- +44 1622 37 0617
- 37 Maidstone Innovation Centre, Gidds Pond Way, Weavering, Maidstone ME14 5FY
- Mon-Fri 9:00AM - 5:00PM
- office@ibisconsultancy.com