Code of Conduct LVSC February 2016 1 of 4 Code of Conduct for LVSC members
Scope of the code of conduct
The code of conduct relates to the professional activities of members of the LVSC and aims to guarantee the quality of supervision/coaching, as performed by supervisors/coaches (hereinafter referred to as professional supervisor) towards their supervisees/clients and towards the organisations with which these supervisors/coaches have an agreement. The code of conduct does not apply to work supervision, consultation or other guidance activities that cannot be classified as supervision or coaching.
1. General
1.0 A professional supervisor must act as befits proper performance of duties, with the code of conduct as a guideline. 1.1 The professional supervisor respects differences in ethnicity, beliefs, gender and social status of the client(s). 1.2 The professional supervisor ensures that the client and, if applicable, the organisation is aware of the code of conduct.
2. Supervision contract with clients
2.0 Supervision is provided in accordance with a contract agreed between the professional supervisor, client and - if applicable - client, which includes a written agreement. In some situations, there may be two types of supervision contracts.
2.1 Contract content In each coaching agreement, the following arrangements are recorded in writing:
2.1.1 The goals to be formulated at the start of the coaching, or how the goals will be achieved.
2.1.2 The number, duration, frequency of the agreed sessions, place of meeting, fee (if applicable).
2.1.3 Agreements on confidentiality by the professional coach regarding what is brought in by the client.
2.1.4 The evaluation and assessment moments as well as the procedures according to which the evaluation and possible assessment will take place, taking into account the client's training or work situation.
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2.1.5 If group coaching is involved, the professional coach requires clients to promise that they will commit to confidentiality with regard to the input of fellow clients.
2.1.6 If the coaching is commissioned by an educational program: – what the professional coach reports to the program and also – that the report is discussed with the client before it is given to the program.
2.1.7 If reporting is required in coaching commissioned by an organisation, the contract stipulates that the professional coach prepares with the client what information will be given to the organisation.
2.1.8 If coaching takes place on behalf of a client, reporting by the professional coach to third parties does not occur, unless the client and the professional coach consider it useful to inform the organisation via reporting.
2.2 Coaching agreement with educational programs and organisations
2.2.1 The contract between the professional coach and the educational program or organisation is based on the code of conduct for LVSC members.
2.2.2 The contract between the professional coach and the educational program or organisation stipulates: the purpose of the coaching, number of meetings, reporting and fee (if applicable).
2.2.3 In contact with an organisation, it is the task of the professional coach to be aware of the organisation's policy regarding coaching and, if possible, to contribute to the development of that policy.
3. Confidentiality
3.1 A professional coach is obliged to maintain confidentiality regarding what has come to his knowledge during the coaching, based on entering into a functional relationship of trust with a client.
3.2 Based on this obligation, the professional coach ensures that the material that has come to his knowledge is treated confidentially.
3.3 The professional coach does not contact third parties about his work with the client, with the exception of the exceptions mentioned in articles 3.5 and 4.
3.4 Permission from the client does not automatically release the professional coach from his obligation of confidentiality.
3.5 A professional coach must invoke the right to refuse to give evidence in any legal proceedings.
Consultation with colleagues is recommended, or possibly with the confidential advisor of the LVSC.
3.6 Confidentiality and intercollegiate consultation
3.6.1 An exception to the obligation of confidentiality referred to in Article 3 is the situation in which the professional coach believes that he must consult with colleagues, or considers consultation necessary with experts who are also bound by confidentiality.
In such cases, the professional coach will guarantee the privacy of those to whom the consultation relates and anonymise the material.
3.6.2 In training courses, where familiarity with a client is usually high due to the nature of the situation, the professional coach must contribute to ensuring that very careful rules are drawn up with regard to consultation situations in which client study results are discussed. The professional coach must ensure that what is discussed about the results Code of Conduct LVSC February 2016 3 of 4 of the coaching does not harm the client's privacy. The professional coach must discuss with the client in advance what he will bring up.
3.6.3 In situations where the client's interests are at stake and the professional coach benefits from consultation, it is recommended to consult a (colleague) registered supervisor or coach or an expert, or possibly the confidential advisor of the LVSC.
3.7 Confidentiality and social media
3.7.1 The above provisions also apply to the use of social media.
4. Exemption from the obligation of confidentiality
4.0 The professional coach may be made aware of information that brings him into conflict with his obligation of confidentiality. Situations may arise in which the vital interests of clients or others may be seriously harmed.
The professional coach may consider himself relieved of his obligation of confidentiality if all the conditions mentioned below in 4.1 to 4.3 have been observed:
4.1 If not lifting the obligation of confidentiality leads to a violation of the physical and/or mental integrity of the client or others.
4.2 If the problem in question seems unsolvable without lifting the obligation of confidentiality.
4.3 If the professional coach has made every effort to bring the data in question to the outside world, possibly together with the client.
4.4 If the professional coach intends to lift the obligation of confidentiality, he must consult a (colleague) registered supervisor or coach to assess the conditions mentioned under 4.1 to 4.3. The professional coach informs the client of this.
4.5 If, after the consultation referred to in 4.4, the professional coach decides to lift the confidentiality, he must inform the client before doing so.
5. Professionalism and integrity
5.1 Professional coach
5.1.1 A professional coach should not have or enter into friendly, sexual or otherwise non-professional relationships with clients.
5.1.2 The professional coach is expected to ask the client only for information that is relevant to the coaching in question.
5.1.3 The professional coach avoids professional dual roles as much as possible. Where dual roles are unavoidable, they are clarified and carefully handled so that the client's interests are not harmed.
5.2 Referral: if the client's situation or questions fall outside the learning objectives of coaching, the client must be referred to the most appropriate help and/or guidance.
The professional coach justifies this referral decision to the client.
5.3 Handling coaching material: After the final evaluation, the material submitted by the client will be destroyed unless otherwise agreed.
The professional coach may retain his own notes, evaluation and assessment data. This data must be destroyed after three years.
6. Sanctions Code of Conduct LVSC February 2016 4 of 4 6.0 A condition for membership of the LVSC is endorsement of the LVSC code of conduct. If a supervisor/coach does not comply with the provisions of the code of conduct, a complaint can be submitted to the Board of Discipline by interested parties. The powers of the Board of Discipline and the procedures to be followed when submitting and handling complaints are laid down in the regulations of the Board of Discipline.
7. Evaluation 7.0 It is the responsibility of LVSC to regularly evaluate this code of conduct and to further develop it in accordance with the experience gained. The evaluation of the code of conduct takes place every five years.