The Salvation Army continually works at putting good organisational policies and processes in place, towards good governance standards and in compliance with the code of governance for Charities and Institutions of Public Character.


Donor Confidentiality Policy

The Salvation Army respects donors’ confidentiality. All information and records will be kept confidential. The donor’s name or other details will not be published in any corporate collateral unless permission has been obtained from the donor. The Salvation Army also respects the donor’s decision to be excluded from the donors list or to restrict the frequency of solicitations through the use of mailings, email, telephone or other approaches.


Conflict of Interest Policy

The Salvation Army’s Conflict of Interest Policy aims to protect the organisation’s welfare and best interests over and above all priorities and objectives. The policy mandates that no key personnel of The Salvation Army shall be involved in activities that violate the principles of the organisation and derive any personal profit or gain, directly or indirectly, by reason of his or her work with The Salvation Army. Each key person shall disclose to the Finance Council of personal interest which he or she may have in any matter pending before the organisation and shall refrain from participation in any decision on such matter, upon his/her taking up of the employment/appointment in the organisation. Annual declaration of interests by key personnel is required. He/She shall fully disclose to the Finance Council in the event a conflict of interest situation may arise.


Reserve Policy

The policy defines reserve as that part of the income funds that is freely available for its operating purposes not subject to commitments, planned expenditure and spending limits. It does not include endowment funds, restricted funds and designated funds. In the audited financial statements, this reserve is termed “unrestricted reserve”. The reserve provides financial stability and the means for the development of our principal activity. The reserve is to be established at a level equivalent to two times the amount of annual operating expenditure. The level of the reserve is being reviewed annually.


Position on Gambling

The Salvation Army believes that gambling has serious and adverse effects upon vulnerable individuals and their families and upon the very fabric of society. Compulsive and addictive gambling is a serious social problem and creates many casualties in society, as it promotes and condones false values and is therefore detrimental to the spiritual and moral well-being of those who participate in gambling. The Salvation Army worldwide cares and rehabilitates such vulnerable casualties of gambling. Therefore, The Salvation Army in the Singapore, Malaysia and Myanmar Territory will refrain from receiving or applying for funding from any lottery or gambling source.


Fraud Control Strategy

Fraud is a criminal act that will not be tolerated by The Salvation Army. Fraud (includes finances, material and property) perpetrated by anyone in the organisation will be referred for investigation and the matter be reported to the Finance Council. Any allegation of fraud will be treated with confidentiality. This policy statement outlines detailed steps on the identification of suspected or actual fraud. It includes investigation, recommendations of action to be taken such as reporting to the Police and informing The Salvation Army International Headquarters, disciplinary action and recovery of debt. Appropriate counselling will be made available to all affected parties. Prevention is imperative and all heads, managers and supervisors must meet their responsibilities in preventing fraud and, wherever possible, adopt the necessary procedures and policies to minimise the risk of it happening.


Whistle Blowing Policy

The Salvation Army is committed to maintaining a high standard of moral and ethical conduct; and complies with accounting, financial reporting, internal controls, corporate governance, auditing requirements and any relevant legislation. In line with this commitment and our belief in open communication and transparency, the Whistle Blowing Policy aims to provide an avenue for employees, volunteers and external parties to raise concerns, and offer reassurance that they will be protected from reprisals or victimization for whistle blowing in good faith.


Human Resources Management

The Salvation Army management accepts the responsibility for good employee relations within relevant legislation and labour framework. The Human Resources Department is responsible for administering the personnel policies and procedures concerning employment matters. All employees are given an Employee Manual. Guidelines are also established for effective management of our volunteer resources. A risk register is maintained to monitor areas of staffing, competency deficiency and work place, safety and health. We recognize that attracting, retaining and motivating people requires innovative integration and enhancement of our reward, performance, learning and development management practices.

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