Quality Assurance unit
he quality assurance unit is directed by the president/chairman of board (Dr. Abeer El Guindy) and 12 vice presidents who are responsible for 12 the standards which are inspected during the accreditation process. The 12 standards are listed as follows: Standard 1: Strategic Planning Standard 2: Leadership and Governance Standard 3: Quality management and development Standard 4: Faculty and support staff Standard 5: The administrative staff Standard 6: Financial and material resources Standard 7: Academic Standards and Educational Programs Standard 8: Teaching and Learning Standard 9: Students and alumni Standard 10: Scientific Research and Scientific Activities Standard 11: Postgraduate Studies Standard 12: Community Participation and Environmental Development
Four committees emerge from the unit that enable it to perform the tasks entrusted to its implementation, namely, the Committee of Internal Audit, the committee of Training and publication for Quality Culture, Committee of Questionnaire Design, Execution and Analysis, Committee of Student Participation, in addition to standards coordinators and quality coordinators at scientific Departments (Annex 3-1-3) The unit’s board of directors meet once a month to discuss the unit’s tasks and committee reports. The institution study programs are accredited at the level of undergraduate programs (Main stream program and Credit hour system program) as well as postgraduate programs (Clinical Master Degree program, Academic master degree program and Doctorate Degree) The Quality Assurance Unit has a fixed office, and the faculty supplies it with all the appropriate resources and equipment to carry out its activities at an optimum level.
Grievance Procedures for All Administrative Staff Members:
1. A complaints box is available on the ground floor of the Faculty.
2. An electronic mechanism is available through the link announced below:
Code of Conduct and Ethics of Public Service
First: Vision and Objectives of the Code
Vision:
To standardize the State’s administrative apparatus in terms of the principles and values that ensure ethical conduct of public employees, in line with Egypt’s Vision 2030 — aiming to improve the management of state resources and respond effectively to citizens’ aspirations.
Objectives:
- Establish a common and agreed-upon value framework among all employees in the state administrative apparatus.
- Unify accountability and disciplinary standards.
- Achieve a balance between the rights and duties of both parties — the employing authority and the public employee.
- Build an efficient and effective administrative apparatus that enhances the management of state resources and improves citizen satisfaction, in alignment with Egypt Vision 2030.
Introdu ction
The focus on codes of conduct and ethics in public service represents one of the key approaches to developing public administration. These codes serve as a guide for public employees, fostering ethical harmony, consistency, and coherence within the State’s administrative system.
The true success of the government depends on the public servant — on their competence, efficiency, and ability to fulfill their responsibilities in delivering public services, treating citizens with respect, and facilitating their needs regardless of their growing and diverse demands.
Reference Framework of the Code
The reference framework of this Code is based on the following legal and institutional provisions:
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Article (218) of the Constitution:
States the commitment to promoting integrity and transparency values to ensure the proper performance of public service and the protection of public funds. -
Article (8) of the United Nations Convention against Corruption:
Provides that: “Each State Party shall endeavor to apply, within its own institutional and legal systems, codes or standards of conduct for the correct, honorable, and proper performance of public functions.” -
Egypt Vision 2030 – Axis of Transparency and Efficiency of Government Institutions:
Emphasizes the activation of professional codes of conduct for employees within the State’s administrative apparatus as part of the implementation policies of the National Strategy for Preventing and Combating Corruption. -
Article (57) of the Civil Service Law No. 81 of 2016:
States that: “An employee must comply with the codes of conduct and ethics of civil service.” -
Article (149) of the Executive Regulations of the Civil Service Law:
Specifies that: “The employee shall, in particular, adhere to the provisions of the Code of Conduct and Ethics of Civil Service.” -
National Anti-Corruption Strategy (2019–2022)
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National Strategy for the Empowerment of Women (2017)
Institutional Reference Framework
The Governance Center at the National Institute for Governance and Sustainable Development, affiliated with the Ministry of Planning, Follow-up and Administrative Reform, undertook the following:
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Conducting comparative studies of regional and international codes of conduct in both public and private sectors.
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Organizing a series of workshops to operationalize governance mechanisms in drafting and developing the Code. These workshops gathered insights from the academic community, civil society organizations, the media, the business sector, CEOs, local officials, and regulatory authorities.
To view the Code of Professional Conduct document: Code of Professional Conduct
Annual Performance Evaluation Criteria for the Administrative Staff
Mechanism for Preventing Conflicts of Interest within Academic Departments
This mechanism aims to promote integrity and transparency in academic and administrative activities within the college’s academic departments. It ensures the avoidance of any situations that may lead to a conflict of interest, thereby serving the public good and maintaining impartiality in decision-making.
Definition of Conflict of Interest
A conflict of interest is any situation in which the personal, familial, financial, or professional interests of a faculty member or employee could influence their academic or administrative decisions within the academic department.
Examples of Conflicts of Interest
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Supervising or evaluating students who have a family relationship or personal interest with the faculty member.
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Participating in appointment or promotion decisions involving individuals with whom the member has familial or financial ties.
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Using departmental resources or facilities for personal benefit outside the scope of academic work.
Procedures for Disclosure of Conflicts of Interest
1. Periodic Declaration
All faculty members and employees are required to disclose any potential conflicts of interest by completing an official declaration form.
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This declaration must be updated annually or whenever a change in circumstances occurs.
2. Periodic Review
The head of the department shall review all declarations and notify the college administration of any cases that require action.
Management of Conflict of Interest Cases
If a conflict of interest case is identified, it shall be handled through the following steps:
1. Exclusion of the Member
The concerned member shall be excluded from participating in any decision related to the case.
2. Appointment of a Substitute
Another faculty member from the department or the college shall be assigned to ensure the continuity of work without delay.
3. Documentation
All steps and actions taken regarding the case shall be properly documented to ensure transparency and protect rights.
Template of the Mechanism for Preventing Conflicts of Interest for Examination Control Committee Members
This mechanism aims to ensure transparency and integrity in the work of the Examination Control Committee and to maintain the impartiality of its members. It seeks to prevent any negative influence on the committee’s decisions resulting from personal or professional conflicts of interest.
Definition of Conflict of Interest
A conflict of interest is any situation in which a member’s objectivity may be affected by personal, familial, financial, or any other relationships that could influence the performance of their official duties.
Procedures for Disclosure of Conflicts of Interest
Each committee member must complete a written declaration confirming that no conflict of interest exists or disclosing any potential cases of conflict.
This declaration shall be updated periodically before the start of each examination session or whenever a change in circumstances occurs.
Management of Conflict of Interest Cases
If a conflict of interest is identified, the concerned member shall be excluded from participating in discussions or decisions related to the conflicting case.
A substitute member shall be assigned to ensure the continuity of work without delay.
All disclosures and correspondence related to conflicts of interest shall be kept in special records to ensure transparency.
Responsibilities of Members
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Members must immediately report any conflict of interest upon its occurrence or discovery.
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Members must refrain from participating in any decisions or tasks that could be influenced by personal interests.
Penalties
In case of failure to disclose a conflict of interest or non-compliance with the stated procedures, appropriate disciplinary actions shall be taken, which may include a formal warning or removal from the Control Committee.
Declaration Signature
Each member is required to sign the declaration.