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Strategy and corporate governance
From Office of the Commissioner for Environmental Information (OCEI)
Published on
Last updated on
This Statement of Strategy sets out our key objectives to 2025. The Statement has been developed in consultation with our external stakeholders and with staff from each of the individual Offices and Business Units.
Corporate governance is the systems, principles and processes by which organisations are controlled.
The principles of corporate governance are based on managing the organisation with:
- Integrity and fairness
- Being transparent
- Making all the necessary disclosures
- Complying with relevant legislation
Good governance assists with efficient and effective management. Good management translates into value and excellent customer service for our stakeholders.
This document sets out how the Office of the Commissioner for Environmental Information operates. We aim to have best practice structures, processes and systems that support the successful operation of duties. We strive to carry out our duties in an ethical, accountable, transparent and effective manner. Good corporate governance is essential to support the delivery of the organisation's strategic priorities. Our stakeholders can be assured that good governance policies and practices are part of the culture of the organisation.
The Office established a PSD Committee in 2018 to assess the human rights and equality issues which arise in relation to the functions of our statutory bodies, as well as our corporate functions as an employer and purchaser of goods and services. The Committee developed an initial action plan, which was incorporated into the Office’s strategy statement for 2019-2021. The PSD Committee was refreshed in 2022 to further build on work already underway to promote, Human Rights, Equality and Diversity in the Office. The PSD Committee has re-assessed our Public Sector Duty and has produced an Action Plan for 2022 – 2025.
The Protected Disclosures Act 2014 provides safeguards for workers who raise legitimate concerns regarding actual or potential wrongdoing in the workplace. The Office has developed procedures in line with the 2014 Act, which have been approved by the Management Team. The procedures detail:
- How staff members can make a protected disclosure
- What happens when a disclosure is made
- What the Office will do to protect the discloser
The Office recognises the importance of ensuring that staff feel supported in the workplace. The process supports the Office’s commitment to ensuring that the culture and working environment encourages and facilitates staff in ‘speaking up’ on any issue that impinges on the Office’s ability to carry out its responsibilities.
Section 22 of the 2014 Act requires every public body to prepare and publish an annual report in relation to protected disclosures received under the provisions of that Act. The table below indicates the position:
| Year | Protected Disclosures Received |
| 2016 | Nil |
| 2017 | Nil |
| 2018 | Nil |
| 2019 | Nil |
| 2020 | Nil |
| 2021 | Nil |
| 2022 | Nil |