Prince Sultan University PSU
Policy Management System
Anti-Corruption and Bribery Policy

Policy Code: GV0013
Policy Name: Anti-Corruption and Bribery Policy
Handler: PSU President
Date Created: 15 July 2020
Date of Current Review:
(Click to see previous review dates)
Approved by: University Council
Date of Approval: 02/09/2020


  1. Introduction
  2. Definition
  3. Purpose
  4. Leadership Duties
  5. Faculty Duties
  6. Relationship Between Male and Female Students

Policy Statement

The university for good governance and professional practice does not tolerate any kind of corruption and bribery. All PSU’s community; administrative staff, academic staff, management, students must adhere strictly to this policy. The other stake holders providing services to the University or on its behalf should comply with the provisions of this policy. Any violations to this policy shall result to relevant disciplinary actions.

Background and Justification

In line with its core values and principles, the University should put all the means to combat corruption and bribery. The University shall have the power to prevent all kinds of corruption and bribery that may damage the reputation of the University.

Scope and Purpose

Principles of the Policy

  • No bribes shall be offered, gave, promised, paid, requested, or accepted in any form.
  • No facilitation payment shall be offered, gave, promised, paid, requested, or accepted in any form.
  • No gift or hospitality to a third party shall be offered, gave, promised, paid in the expectation to get any kind of advantage in return.
  • No gift or hospitality from a third party shall be accepted or requested in the expectation to get any kind of advantage in return.
  • Not to use one’s position wrongly to threaten or request certain benefits or decisions from others.


Bribery: It is an inducement or reward offered, promised, or provided in order to gain any commercial, contractual, regulatory, or personal advantage.

Corruption: It is the abuse of entrusted power for private gain

Facilitation payment: Payments that is typically small unofficial payments paid to speed up an administrative process or secure a routine government action by an official.

Third party: It may include agents and others who represent the University and suppliers, consultants and private sector partners who perform services for the University or on its behalf, wherever located in the world.

Responsibilities and Implimentation Strategies

  • The prevention, detection and reporting of bribery and other forms of corruption are the responsibility of all those working for the University or under the University’s control.
  • The University must keep financial records and have appropriate internal controls in place which will evidence the business reason for making payments to third parties.
  • All reporting will be handled sensitively and the University is committed to ensuring that no member of staff who reports a corruption concern in good faith suffers any detrimental effect for doing so.

Procedures for Handling Policy Violations

Modes of initiation of complaints on violations: (Any one of the following modes will be accepted)

  1. Report to the line managers Line managers are responsible for ensuring the implementation of this policy:
    • to record the complaint received from his employees
    • to investigate the complaint and verify the accuracy of the report and evidence
    • to submit the complaint to the disciplinary board through the Compliance Office
  2. Report to the Compliance Office
    The report can be verbal or written.
  3. Report through Google Form
    The form is available online at:

Procedures of the Office of Compliance and Legal Manager

Upon receiving the report of violation from any mode either (1) or (2) or (3) above the Senior Compliance and Legal Manager shall analyze the report and identify the type of cases either it is no basis (no prima facie) or disciplinary or a grievance.

On the other hand, if the report received from the complainant is not complete, the Senior Compliance and Legal manager may request further evidence from the complainant (if necessary) upon which the complainant shall response within 7 days. Otherwise, the report shall be considered as not valid and consequently it will be closed.

In a situation where the Senior Compliance and Legal Manager is satisfied there is a case (prima facie), it shall be presented either before the Grievance Board or Disciplinary Board, as the case maybe.

The respective Board shall conduct the hearing and gives initial recommendations. Such recommendations shall be forwarded to the Senior Compliance and Legal Manager for final decision.

Within 7 days after the final decision is issued by the Senior Compliance and Legal Manager, the affected party/ies may file an appeal. Such an appeal shall be presented before the Higher Disciplinary & Grievance Board (HDGB). The Senior Compliance & Legal Manager will update the decision/verdict of the HDGB who shall then release the said decision/verdict to the Office of President.

On the other hand, if no appeal is filed, the Senior Compliance & Legal Manager shall release the decision/verdict directly to the Office of President.