NACONGO RUKWA YATEMBELEA NA KUPONGEZA MIRADI YA PLAN INTERNATIONAL NKASI

 

MJUMBE WA NACONGO RUKWA ATEMBELEA NA KUPONGEZA MIRADI YA PLAN INTERNATIONAL NKASI

Mjumbe wa Baraza la Taifa la Mashirika Yasiyo ya Kiserikali (NACONGO) Mkoa wa Rukwa, kwa kushirikiana Ignas Kipeta na Rukwa Association of NGOs (RANGO), wamefanya ziara maalum ya kutembelea na kukagua miradi mbalimbali ya maendeleo inayotekelezwa na Shirika la Plan International katika Mkoa wa Rukwa, hususan Wilaya ya Nkasi. Ziara hiyo imelenga kujionea utekelezaji wa miradi hiyo na mchango wake katika kuboresha huduma za kijamii.

Katika ziara hiyo, ujumbe ulitembelea Kata ya Mtenga, ambako Plan International imetekeleza mradi wa ujenzi wa Shule Shikizi ya Mtenga. Mradi huo umehusisha ujenzi wa madarasa mawili, vyoo vya kisasa, uchimbaji wa kisima cha maji safi na salama pamoja na ujenzi wa jengo la utawala. Hatua hiyo inalenga kuboresha mazingira ya elimu kwa watoto wa awali na shule za msingi.

Ujumbe huo pia ulitembelea Kata ya Kandasi katika Shule ya Msingi Malongwe, ambako walikagua ujenzi wa madarasa matatu yaliyokamilika na yako tayari kwa matumizi, yakiwa na jumla ya madawati 60, pamoja na mradi wa kisima cha maji safi na salama. Miradi hiyo imelenga kupunguza changamoto ya uhaba wa miundombinu ya elimu na maji kwa wanafunzi na jamii inayozunguka shule hiyo.

Katika kata hiyo hiyo, ujumbe ulitembelea Shule ya Msingi Kisura, ambako Plan International imekamilisha ujenzi wa vyoo viwili vya kisasa vyenye jumla ya matundu manane (8), vilivyozingatia mahitaji ya watu wenye ulemavu. Mradi huo umechochea uboreshaji wa usafi wa mazingira na afya ya wanafunzi.

Ziara hiyo iliendelea katika Kata ya Mkwamba, Kijiji cha Tambaluka, ambapo Plan International imetekeleza ujenzi wa vyoo vya kisasa pamoja na mradi wa uchimbaji wa kisima cha maji, miradi inayochangia kuboresha afya, usafi wa mazingira na ustawi wa wananchi wa kijiji hicho.

Aidha, katika Shule ya Msingi Lyele, utekelezaji wa mradi wa ujenzi wa vyoo vya kisasa na uchimbaji wa kisima cha maji unaendelea, huku katika Kata ya Kate, Shule ya Msingi Chine, kukitekelezwa miradi ya ujenzi wa madarasa na vyoo, yote ikilenga kuboresha mazingira ya kujifunzia kwa wanafunzi.

Wajumbe wa NACONGO na RANGO wameipongeza Plan International kwa mchango wake mkubwa katika sekta za elimu, maji na usafi wa mazingira, wakibainisha kuwa miradi hiyo inaleta mabadiliko chanya na ya kudumu katika maisha ya watoto na jamii kwa ujumla. Aidha, wametoa wito kwa wadau wengine wa maendeleo kuiga mfano wa Plan International kwa kushirikiana na serikali pamoja na wananchi wa vijiji husika katika kuleta maendeleo endelevu.

MACHIFU RUKWA WAIJIA JUU FICUHEMU MBELE YA DC NYAKIA WAMTAJA ANATOR NA M...

MATOKEO YA DARASA LA SABA 2023 / 24

 

NATIONAL EXAMINATIONS COUNCIL OF TANZANIA

PSLE-2023 EXAMINATION RESULTS

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ARUSHA	DAR ES SALAAM	DODOMA
IRINGA	KAGERA	KIGOMA
KILIMANJARO	LINDI	MARA
MBEYA	MOROGORO	MTWARA
MWANZA	PWANI	RUKWA
RUVUMA	SHINYANGA	SINGIDA
TABORA	TANGA	MANYARA
GEITA	KATAVI	NJOMBE
SIMIYU	SONGWE

MASO CODE OF CONDUCT FOR NON-PUBLIC EMPLOYEES & CONFLICS OF INTEREST

 

              MALAIKA SOCIAL ORGANIZATION (MASO)

                    

CODE OF ETHICS

 

 

 

 

Level

MASO Employed Staff only

 

 

 

MASO CODE: 107663-7

 

 

 

Drawn By:	Location: Msakila Road,
MASO	Phone: +255 763744649
P. O. Box 489,	Email:	malaikaorganization@gmail.com
Sumbawanga Municipal,
Rukwa Regional,
Southern Highlands Zone,
Tanzania,
East Africa

Table of Contents

1.     MASO CODE OF CONDUCT FOR NON-PUBLIC EMPLOYEES....................................... 2

1.1.         Institutional Code of Conduct............................................................................................ 2

1.2.         General Employee Conduct............................................................................................. 2

1.3.         Conflicts of Interest........................................................................................................... 2

1.4.         Outside Activities, Employment, and Directorships.......................................................... 2

2.     INSTITUTIONAL CODE OF CONDUCT................................................................................ 3

2.1.         Relationships With Clients and Suppliers.......................................................................... 3

2.2.         Gifts, Entertainment, and Favors...................................................................................... 3

2.3.         Kickbacks and Secret Commissions................................................................................ 3

2.4.         Institution Funds and Other Assets................................................................................... 3

2.5.         Institution Records and Communications......................................................................... 3

2.6.         Dealing With Outside People and Institutions................................................................... 4

2.7.         Prompt Communications.................................................................................................. 4

2.8.         Privacy and Confidentiality............................................................................................... 4

1. 

MASO CODE OF CONDUCT FOR NON-PUBLIC EMPLOYEES

 

1.1.      Institutional Code of Conduct:

The Institution and its employees must, at all times, comply with all applicable laws and regulations. The Institution will not condone the activities of employees who achieve results through violation of the law or unethical occupational dealings. This includes any payments for illegal acts, indirect contributions, rebates, and bribery. The Institution does not permit any activity that fails to stand the closest possible public scrutiny.

 

All occupational conduct should be well above the minimum standards required by law. Accordingly, employees must ensure that their actions cannot be interpreted as being, in any way, in contravention of the laws and regulations governing the Institution’s operations.

 

Employees uncertain about the application or interpretation of any legal requirements should refer the matter to their supervisor, who, if necessary, should seek appropriate legal advice.

 

1.2.      General Employee Conduct:

The Institution expects its employees to conduct themselves in a occupational like manner. Drinking, gambling, fighting, swearing, and similar unprofessional activities are strictly prohibited while on the job.

 

Employees must not engage in sexual harassment, or conduct themselves in a way that could be construed as such, for example, by using inappropriate language, keeping or posting inappropriate materials in their work area, or accessing inappropriate materials on their computer.

 

1.3.      Conflicts of Interest:

The Institution expects that employees will perform their duties conscientiously, honestly, and in accordance with the best interests of the Institution. Employees must not use their positions or the knowledge gained as a result of their positions for private or personal advantage. Regardless of the circumstances, if employees sense that a course of action they have pursued, or are presently pursuing, or are contemplating pursuing may involve them in a conflict of interest with their employer, they should immediately communicate all the facts to their supervisor.

 

1.4.      Outside Activities, Employment, and Directorships:

All employees share a serious responsibility for the Institution’s good public relations, especially at the community level. Their readiness to help with religious, charitable, educational, and civic activities brings credit to the Institution and is encouraged. Employees must, however, avoid acquiring any occupational interest or participating in any other activity outside the Institution that would, or would appear to:

 

¾     Create an excessive demand upon their time and attention, thus depriving the Institution of their best efforts on the job.

¾     Create a conflict of interest - an obligation, interest, or distraction - that may interfere with the independent exercise of judgment in the Institution’s best interest.

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2.  INSTITUTIONAL CODE OF CONDUCT

 

2.1.      Relationships With Clients and Suppliers:

Employees should avoid investing in or acquiring a financial interest for their own accounts in any occupational Institution that has a contractual relationship with the Institution, or that provides goods or services, or both, to the Institution if such investment or interest could influence or create the impression of influencing their decisions in the performance of their duties on behalf of the Institution.

 

2.2.      Gifts, Entertainment, and Favors:

Employees must not accept entertainment, gifts, or personal favors that could, in any way, influence, or appear to influence, occupational decisions in favor of any person or Institution with whom or with which the Institution has, or is likely to have, occupational dealings. Similarly, employees must not accept any other preferential treatment under these circumstances because their positions with the Institution might be inclined to, or be perceived to, place them under obligation to return the preferential treatment.

 

2.3.      Kickbacks and Secret Commissions:

Regarding the Institution’s occupational activities, employees may not receive payment or compensation of any kind, except as authorized under the Institution’s occupational and payroll policies. In particular, the Institution strictly prohibits the acceptance of kickbacks and secret commissions from suppliers or others. Any breach of this rule will result in immediate termination and prosecution to the fullest extent of the law.

 

2.4.      Institution Funds and Other Assets:

Employees who have access to Institution funds in any form must follow the prescribed procedures for recording, handling, and protecting money as detailed in the Institution’s policies and procedures or other explanatory materials, or both. The Institution imposes strict standards to prevent fraud and dishonesty. If employees become aware of any evidence of fraud and dishonesty, they should immediately advise their supervisor or seek appropriate legal guidance so that the Institution can promptly investigate further.

 

When an employee’s position requires spending Institution funds or incurring any reimbursable personal expenses, that individual must use good judgment on the Institution’s behalf to ensure that good value is received for every expenditure.

 

Institution funds and all other assets of the Institution are purposed for the Institution only and not for personal benefit. This includes the personal use of Institutional assets, such as computers.

 

2.5.      Institution Records and Communications:

Accurate and reliable records of many kinds are necessary to meet the Institution’s legal and financial obligations and to manage the affairs of the Institution. The Institution’s books and records must reflect in an accurate and timely manner all occupational transactions. The employees responsible for accounting and recordkeeping must fully disclose and record all assets, liabilities, or both, and must exercise diligence in enforcing these requirements.

 

Employees must not make or engage in any false record or communication of any kind, whether internal or external, including but not limited to:

¾     False expense, attendance, production, financial, or similar reports and statements

¾     False advertising, deceptive marketing practices, or other misleading representations

 

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2.6.      Dealing With Outside People and Institutions:

Employees must take care to separate their personal roles from their Institution positions when communicating on matters not involving Institution occupational. Employees must not use Institution identification, stationery, supplies, and equipment for personal or political matters.

 

When communicating publicly on matters that involve Institution occupational, employees must not presume to speak for the Institution on any topic, unless they are certain that the views they express are those of the Institution, and it is the Institution’s desire that such views be publicly disseminated.

 

When dealing with anyone outside the Institution, including public officials, employees must take care not to compromise the integrity or damage the reputation of either the Institution, or any outside individual, occupational, or government body.

2.7.      Prompt Communications:

In all matters relevant to clients, suppliers, beneficiaries, government authorities, the public and others in the Institution, all employees must make every effort to achieve complete, accurate, and timely communications - responding promptly and courteously to all proper requests for information and to all complaints.

 

2.8.      Privacy and Confidentiality:

When handling financial and personal information about customers or others with whom the Institution has dealings, observe the following principles:

 

•     Collect, use, and retain only the personal information necessary for the Institution’s occupational. Whenever possible, obtain any relevant information directly from the person concerned. Use only reputable and reliable sources to supplement this information.

•     Retain information only for as long as necessary or as required by law. Protect the physical security of this information.

•     Limit internal access to personal information to those with a legitimate occupational reason for seeking that information. Use only personal information for the purposes for which it was originally obtained. Obtain the consent of the person concerned before externally disclosing any personal information, unless legal process or contractual obligation provides otherwise.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

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