Financial Controls
Internal financial control procedures ensure that all funds are used effectively and minimize the risk of funds being misused. We follow principles of best practices in financial management.
How we are run
Governance and Accountability
We are accountable for our actions and our results.
Our structure
Good Governance
The governing structure of our local organization is transparent and conform to relevant laws. We seek to follow the principles of best practices in governance.
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A governing body
Which supervises and evaluates the executive director and oversees program and budgetary matters. It defines overall strategy, consistent with the organization’s mission, ensure that resources are used efficiently and appropriately, that performance is measured, that financial integrity is assured, and that social commitment is maintained.
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Written procedures
Determining the appointment, responsibilities, and terms of members of the governing body, and preventing, as well as managing conflicts of interest.
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A regular general meeting
With the authority to appoint and replace members of the governing body.
Our management
Professional Management
We manage our organizations in a professional and effective manner. Our policies and procedures seek to promote excellence in all respects.
Evaluation
We seek to improve our effectiveness on an ongoing basis. We have defined evaluation procedures for our boards, staff, programs, and projects based on mutual accountability.
Partners
Our organizational integrity includes ensuring that our partners also meet the highest standards of honesty and accountability, and that they take all steps to ensure that they have no dealings with organizations, or persons involved in illegal or unethical practices.
Human Resources
Our performance and success reflect the quality of our staff and volunteers and management practices, and we are committed to investing in human resource development.
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Remuneration and benefits should strike a balance between public expectations of nonprofit organizations and the need to attract and retain the staff that we need to fulfill our mission. Our human resources policies seek to conform fully with relevant international and national labor regulations, in addition to applying the best voluntary sector practices in terms of employee and volunteer rights and safety, health and hygiene at work and work/life balance. Human resources policies include procedures for evaluating the performance of all staff on a regular basis.
Bribery and Corruption
Human resources policies specifically prohibit acts of bribery or corruption by staff or other persons working for, or on behalf of, the organization.
Whistle-blowers
Staff members are encouraged to draw management’s attention to activities that may not comply with the law or our mission and commitments.
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Documents
Our policies and regulations
We share our policies openly: feel free to use them and adapt them to your organisation’s needs.
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Human Resources PolicyOpen002
Administrative, Financial, Accounting and Procurement PolicyOpen003
General Risk Management PolicyOpen004
Travel PolicyOpen005
Environment Protection PolicyOpen006
Safeguarding PolicyOpen007
Gender Equality and Social Inclusion PolicyOpen008
Data Protection PolicyOpen009
Social Media PolicyOpen010
Human Trafficking PolicyOpen011
Recruitment and Staff Evaluation PolicyOpen011.2
CERC OrganogramOpen012
Anti-Corruption and Gift PolicyOpen013
Anti-Harassment Policy and Complaint ProcedureOpen014
Conflicts of Interest PolicyOpen
Due diligence action plan – Education Out Loud (signed)Open
CERC’s action plan in response to the due diligence recommendations of Oxfam IBIS for Education Out Loud (Year Zero, April–December 2021), signed and stamped by CERC in February 2022. See its compliance level and the charts
Documents
Bylaws and membership policy
Legal status
A registered non-profit organisation
F.92/42579
Non-profit registration
JUST/SG/20/21311/2021
Legal personality (Ministry of Justice)
Special consultative status
United Nations ECOSOC
How we relate to our stakeholders
We hold ourselves to the standards we ask of others. These policies guide our relations with stakeholders.
Our Financial Accountability
We are a not-for-profit organisation funded by donations from our supporters and grants from philanthropic organisations (see our funders). Every grant is accounted for, year by year, and our accounts are audited by independent auditors.
Questions: donate@cerc.cd
Annual reports and audited financial statements
Compliance with our financial policies – overview
Administrative, Financial, Accounting and Procurement Policy
Our Anti-corruption policy
In 2017, CERC adopted an anti-corruption policy, and in December 2020, CERC revised its policy to align it to evolving best practices of accountability in the non-profit sector.
The policy’s goal is to prevent fraud and corruption in CERC-supported projects, and in contracts at the local and national levels.
Safeguarding and Child Protection policy
CERC’s clear and unequivocal safeguarding policy, aims to make sure no child or young person who is associated with CERC comes to any harm. CERC has a zero-tolerance policy for bullying, discriminatory behaviour, and sexual harassment. This is set out in our Child Protection Policy.
Whistleblowing
Speaking up safely
Centre de Recherche sur l’Anti-Corruption (“the CERC”) is seriously committed to maintaining practices of internal accountability.
How our whistleblowing policy works
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Who can report, and to whom
If a staff member, consultant, board member, grantee, partner, volunteer or member of the public believes that the CERC – through acts of any of its employees or involved agents – is in violation of any applicable laws or its ethical obligations (including any allegations of possible fraudulent or dishonest use or misuse of resources or property), such conduct should be immediately reported to the CERC’s Executive Director.
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If the individual does not feel comfortable reporting these complaints and concerns through standard channels, he/she may report directly to the Board of Director. Such a report may be made in writing, by email or orally and should contain information sufficient for the CERC’s Board of Director to investigate the matter.
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Named or anonymous
CERC encourages individuals to include their names in reports in order to allow for appropriate follow-up questions and investigation, but reports may be made anonymously if so desired.
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All individuals should act responsibly and truthfully in making allegations, responding to allegations, and providing information in an investigation.
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Investigation and confidentiality
All complaints made under this policy will be investigated as promptly as possible.
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Information provided by a whistleblower will be treated in full confidence by the CERC, except in instances of legal obligation in which it may have to disclose such information to the police or other public authorities.
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Protection from retaliation
CERC staff members, consultants, board members, grantees, partners, or volunteers may not retaliate against a whistleblower for informing the organization’s management about an activity which he/she believes to be illegal, fraudulent, dishonest or unethical.
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Prohibited retaliation includes any action adversely affecting the terms or conditions of the whistleblower’s employment or position within the organization, including but not limited to, threats of physical harm, loss of job, punitive work assignments, or impact on salary or fees. Whistleblowers who believe that they have been retaliated against may file a written complaint with the President of the Board. Any complaint will be promptly investigated and appropriate disciplinary measures taken if the allegations of retaliation are substantiated.
Report a concern
Contact the Executive Director
Reports may be made in writing, by email or orally, and should contain enough information for the matter to be investigated. You may include your name, or report anonymously.
If you do not feel comfortable using this channel, you may report directly to the Board of Directors.