Introduction
STARS is the result of a unique and innovative collaboration and partnership of the community, individuals, corporations, health regions and government working together to meet a need.  Since 1985, this model has served the patient very well in providing and supporting the air medical care and transport of critically ill or injured individuals.

The STARS program is comprised of four pillars of focus:

• Patient Care and Transport
• Emergency Medical Communications
• Education and Research
• Fundraising and Community Partnerships

STARS is privileged to have an incredibly knowledgeable, passionate and committed group of individuals working within each of these diverse areas.  This Code of Conduct sets out the foundation from which we each operate, by briefly outlining the culture, values and beliefs shared by those who help STARS meet its lifesaving mission. We embrace the highest moral and ethical standards and respect for diversity and operate with integrity and fiscal prudence.

A strong culture is the essence of a successful and effective organi zation as it carries out its vision and mission.  The Code helps ensure that all of us within our varied and distinct roles, crew, staff, directors, and volunteers, are vectored in a single direction – providing the best possible care for the critically ill and injured.

We are collectively responsible and personally responsible in striving to meet the vision of saving lives and in doing so safely.

STARS Vision
Saving lives through partnership, innovation and leadership

STARS Mission Statement
STARS – dedicated to providing a safe, rapid highly specialized emergency medical transport system for the critically ill and injured.

In fulfilling this mission, we will:

• Be an innovative leader in the provision of excellence in pre-hospital mobile emergency medical care through service, communications, education, training, research and consultation to the communities we serve.
• Value and be responsive to the needs of individuals, communities, and emergency care providers and services.
• Expand knowledge and skills through innovative product design, research, simulation technology and ongoing professional development within the Chain of Survival.
• Optimize the development and responsible management of resources required to support the mission.

STARS Credo
We believe our first responsibility is to the patients we serve and that we cannot compromise the integrity of our mission.  Working as a team within the Chain of Survival, we will safely transport and care for our patients to the highest possible standard, continually striving for opportunities for enhanced care.

We are responsible to the men and women who comprise STARS.  We will clearly express requirements and expectations with sensitivity to the personal and professional needs of each individual in the performance of their duties.

We encourage innovation and excellence in a spirit of individual empowerment, and will offer training and coaching to foster personal growth.  As equals within a mission, we are committed to mutual support once decisions are made and to the swift resolution of inevitable conflicts.  As individuals, we use our own best judgment and accept responsibility for our action and inaction and accept the consequences of our decisions.

Our boards of directors, leadership teams, staff, crews and volunteers value the benefit of teamwork and appreciate the importance of individual efforts.

We are responsible to the community of generous individuals and corporate supporters, as well as to Alberta Health Services, who trust us to apply their funds effectively.  We will always apply cost effective, quality resources to our mission. 

We are responsible to our suppliers and vendors with whom we strive to create a climate of service partnership.  We will always negotiate to achieve the balance of price, availability and quality which meets our requirements for value.  A commitment to exceptional service and value by our vendors will be suitably recognized.

STARS will continue to evolve within the context of our unique mission.  Recognizing that an indicator of organi zational health is often the flux created by innovation and personal creativity, we will channel our growing energy into enhanced quality and greater community service.

STARS Values
How we define our values:

• The way we do our business
• Principles that guide our daily behaviours
• What we believe in
• How we will act at work
• They permeate everything we do
• They drive our decisions
• We react strongly when they are violated
• The last thing we will give up

STARS Values:

• Saving lives safely
• Teamwork
• Honesty, integrity and accountability
• Excellence and professionalism in all we do
• Community, family, partnerships
• Respect & support for each other
• Innovation
• Wellness and balance
• Continuous learning

STARS Code of Ethics

Introduction
We will act in a caring and compassionate manner and respect and be sensitive to the needs of others.

Simple Guiding Questions:
In considering whether a situation might involve an ethical conflict, ask yourself:

• Is this legal?
• Would I be violating any organi zational policies?
• Is it fair and honest?
• Is it fair in both the short and long term?
• Can this be justified to the public?
• How would I feel if this were on the front page of the newspaper tomorrow?

If you are in any doubt and would like further guidance in regard to a specific situation, please talk to your supervisor.

Compliance:
All personnel are expected to adhere to and embrace the STARS Code of Conduct, which includes a Code of Ethics.  Personnel who have complied with these Codes and are challenged by external sources will be fully supported by the organi zation. Consequences to breach of the Code are outlined in STARS’ policies and action may include termination of employment or contractual relationship. In interpreting the Code, the spirit and the literal meaning will be taken into account. 

Elements

Conflict of Interest:
All personnel are expected to conduct their activities to avoid entering, or appear to enter, into a position where their personal interests, business interests, or activities might be, or appear to be, in conflict with those of STARS or its stakeholders.  Conflict of interest situations are those which may compromise the reputation of the organi zation, the financial status of STARS, the interests of persons served by STARS or the performance of personnel.

Personnel must declare any potential or perceived conflict of interest to their immediate supervisor.  He or she is responsible to inform management or the Board as appropriate.

Please discuss significant outside interests which may impact on your performance, time, or objectivity, such as additional employment, volunteering and directorship opportunities, with your manager prior to acceptance.

Gifts, Entertainment and Bribery:
We will not give or receive gifts or any other personal benefit or privilege that could in any way influence, or appear to influence, the organi zation’s relationships and affiliations or create the perception that an obligation is created or expected of the individual. 

STARS must not contribute to any political party, organization or any political candidate for or who holds public office.

Integrity of Financial Information:
The leadership team and other interested parties must have complete and accurate financial information in order to make informed decisions.

Protection and Use of STARS Property: (including all STARS related entities)
Managers and personnel are responsible for the protection of all STARS property and records.

Privacy and Confidential Information:
STARS care providers, staff and volunteers are expected and obliged to hold any information regarding a patient or personnel information in confidence.  Current privacy legislation clearly outlines responsibilities for the collection, use and disclosure of both personal and health information as well as responsibilities for the protection of personal and patient information against loss, theft, unauthorized access, alteration or misuse. This includes dissemination of information both within and external to STARS.

Personnel must not use confidential information for unauthorized purposes.

Departing personnel who have had access to confidential information have a continuing responsibility to protect this information and shall return all proprietary and confidential information in your possession upon departure from STARS.

It is the responsibility of each member of STARS to know what information is confidential and how privacy legislation affects their handling of information.  If there are any questions, STARS’ privacy officer is available for assistance.

Media and Communications:
A Communications Policy is in place to provide guidance for public communications and outlines the official designated spokesperson for the organization. (Ref. Policy 305.3.2) Normally, all non-operational contact with the media is reviewed by the Public Information Officer, with vetting and possible handling through the Executive Office.  A “Use of Communications Resources” policy related to voicemail, email, internet, computer use, and other resources is in place. (Ref. Policy 506.7)

Safety and the Environment:
STARS is committed to saving lives in an environment that has the highest regard for the health and safety of our personnel and the general public.  STARS is committed to ensuring safety is top of mind and that safety is a core element of our culture.

Wellness:
STARS believes that wellness and good health must be a shared responsibility between the individual and the organi zation.  As individuals, we recognize that we each need to feel well and be healthy in order to be productive and effective.  The organi zation is committed to providing support to our personnel in their wellness endeavours, both philosophically and in assessing and implementing programs to foster wellness.

Supporting the Code of Conduct
Each new volunteer and employee will sign a certificate of acceptance substantially in the form attached to this Code and may be asked to renew commitment by a re-certification.

Detailed policies and procedures are in place to support the Code of Conduct and the Code of Ethics.  The STARS Policies and Procedures Manual is available and accessible to personnel through the STARS intranet.

In the event that personnel, volunteers or a stakeholder wishes to address a complaint, procedures have been outlined in STARS policy and procedure manual, with progressive approaches to individual involved, supervisor or manager, Committee Chairperson or Board, as required. (Ref. Policy 102.5.3).  In addition, a STARS Hotline has been established and mechanisms put in place for confidential and anonymous reporting of significant financial or workplace issues. These mechanisms are put in place to ensure accountability and transparency in STARS operations and to ensure that issues or concerns are appropriately addressed and resolved.

Approved by:	STARS Board of Directors
	STARS Foundation Board of Directors
Date approved:	March 24, 2006

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