We have a clear set of rules and guidelines in place that govern how we work. They ensure we work for London in a responsible, efficient and effective way.
The GLA sets a budget for itself and the four functional bodies (Transport for London, the London Development Agency, the Metropolitan Police Authority, and the London Fire and Emergency Planning Authority). The Mayor sets the budgets unless the London Assembly can achieve a two-thirds majority in favour of alternative budget proposals.
See our budget section for more details.
Schemes of Delegation (decision-making)
While the Mayor is the GLA’s executive decision maker, he can, under the GLA Act, authorise staff to exercise most – but not all – of his powers. Mayoral Decision-Making in the GLA provides the framework within which the Mayor’s powers are retained by him, delegated to others, and exercised; that is, it is a scheme of delegation. It sets down the rules and parameters for and within which decision-making in the GLA takes place.
GLA decision-making interacts with that of its functional bodies when on of these bodies requires a formal decision from, or the consent of, the Mayor. This is particularly relevant to the two Mayoral Development Corporations: the London Legacy Development Corporation and the Old Oak and Park Royal Development Corporation. In the case of the former, a Governance Direction has been put in place to provide a framework within which these interactions take place.
The Scheme of Delegation for the Assembly details the functions of the London Assembly afforded to it under the GLA Acts which it has delegated to its committees and to GLA staff.
The Scheme of Delegation for the Head of Paid Service (Chief Executive) details the functions afforded to him/her under the GLA Act and other legislation which are delegated to GLA staff.
Contracts and Funding Code
The Contracts and Funding Code details how the Mayor, Elected Members and Officers must ensure that they can account clearly for expenditure and that the money is spent effectively, efficiently and in accordance with the GLA’s legal powers, duties and governance framework.
The GLA's risk management policy states how the organisation will ensure the successful delivery of its business through the effective management of risk.
Health and safety
The Health and safety policy describes the GLA's obligations and explains how the GLA expects to manage them.
The Information security framework aims to ensure that the GLA's information is kept safe and secure and that appropriate policies and procedures are in place to minimise any risk of misuse, loss or damage to information.
The purpose of the Records Management Policy is to establish a framework for the creation, maintenance, storage, use and disposal of GLA records, to support corporate governance and to facilitate compliance with the Freedom of Information Act 2000. The policy document incorporates the GLA's Retention Schedule and Historical Archiving Policy.
Human Resources policies and procedures
For information about working at the GLA, see our Jobs section which includes current vacancies, benefits of working for the GLA and standard terms and conditions.
The vexatious behaviour policy gives definitions of vexatious or abusive contact and outlines for staff a strategy for dealing with this type of contact.
Regulation of Investigatory Powers
The GLA's policy with respect to the Regulation of Investigatory Powers Act 2000, which is concerned with the regulation of surveillance by public authorities in the conduct of their legitimate business.
Planning Code of Conduct and protocols
The Planning Code of Conduct for elected and co-opted members of the GLA and the planning protocols for staff with delegated authority and all other staff have been produced to guide the way in which members and officers of the GLA deal with planning matters.
It also sets the standard of conduct which other parties to the process can expect of them. The Code is additional to the GLA Code of Conduct.
The Planning Code of Conduct and Protocols have been produced having regard to current best practice and guidance from Government, Local Government Association and Standards for England. They can be found on the high standards of behaviour page.
Protocol for Statutory Officers
The GLA has three statutory officers - its Head of Paid Service, Monitoring Officer, and Chief Finance Officer. There is a protocol outlining the roles and appointment processes for these posts.
Protocol for Mayoral appointments
The Mayor of London has the power to make a number of appointments. This protocol sets out the general principles and procedures to be followed where the Mayor is to exercise those powers.
In line with his commitment to promote transparency and accountability, the Mayor publishes details of all of his senior appointments online.
The Head of Paid Service's role
The Head of Paid Service of the GLA has particular responsibilities regarding staffing.
Pay policy statement
The GLA's Head of Paid Service is responsible for the terms of conditions, including pay, of the GLA's officers - in consultation with the Mayor and the Assembly. The document below provides the overall context within which decisions on staff pay are made.
Note that a seperate pay notice is issued by the Mayor of London and the Assembly in respect of their remuneration arrangements.
Corporate Governance Framework Agreement for the GLA Group
Covers the powers and duties of the GLA Group and sets out their respective roles and responsibilities and how they should relate to each other. The framework is based on the Nolan principles.
Meetings of the London Assembly and its committees are open to the public, and meetings papers including reports are published on the website. See the Assembly public meetings page.
The London Assembly holds the Mayor to account through investigations of his strategies, decisions and actions.
Mayor's Question Time
There are ten Mayor's Question Time meetings of the London Assembly each year, open to the public, where the Mayor responds to questions from Assembly Members. The questions and answers are available as a searchable database, Mayor's Answers to London.
Code of conduct
The Code of Conduct of the Greater London Authority sets out how our Members must conduct themselves when performing their functions, and how unacceptable behaviour will be dealt with. Members are defined as "the Mayor of London, the Deputy Mayor of London, the Deputy Mayor for Policing, Members of the London Assembly and any independent person appointed by the Authority to assist with the discharge of the ethical standards functions".
Code of Ethics and Standards for Staff
The Code of Ethics and Standards for Staff lists the standards of behaviour that are expected of our staff, and includes whistleblowing and disciplinary and grievance procedures.
The Greater London Authority's values are embedded within its competency framework, which outlines the behaviours that are needed for the GLA to perform effectively.
This framework forms the basis of how the GLA manages people, particularly in recruitment and selection, performance management and development.
This sets down a general framework for the interaction between elected Members and officers, to seek to ensure that they work together effectively and efficiently to conduct the business of City Hall.
Code of conduct on the receipt of gifts and hospitality
The procedures and guidelines for our staff and Members on the receipt of gifts and hospitality.
Register of Interests
The Mayor and Assembly Members are required to declare their personal interests in the Standing Register of Interests. In addition, declarations are made and published by members of the Mayoral team, the independent members of the Standards Committee, and our senior staff.
Use of resources
All our guidance on use of resources is incorporated in this single document, together with advice received from two Counsels on the use of resources and the new Code of Recommended Practice on Local Government Publicity.
This includes the use of our statutory powers, Mayor’s and Assembly Members’ duties, rules for our staff, use of our resources and facilities, publicity and communications, and the pre-election period rules.
Guidelines on representation: Lobbying
The practice of lobbying in order to influence political decisions is a legitimate and necessary part of the democratic process. Individuals and organisations reasonably want to influence decisions that may affect them, those around them, and their environment.
The Mayor and the Assembly understand that lobbying is not just practised by professional lobbying firms or public relations firms with multiple clients. They also recognise that it is undertaken by paid staff and by members of business and trade associations, individual companies, trade unions, charities, churches, voluntary organisations and other individuals and groups, many of whom have no professional staff and only very limited resources.
They recognise, therefore, that it is essential that this constituency of interests should be able to lobby the Mayor and Assembly on an equal basis and have therefore drawn up guidelines which should be followed by Members and officers at all times.
We have set out guidance on how staff can raise concerns about malpractice in the workplace where they believe the public interest is not being served. Although primarily for staff, our Whistleblowing Policy and associated guidance also explains how others can raise concerns with us about our work.
Tackling fraud, corruption and money-laundering
Our Anti-Fraud and Corruption Policy and Response Plan covers our approach to tackling fraud and corruption and managing the associated risks. The policy also establishes how suspected fraud should be reported, and how we will respond to and investigate allegations of fraud or corruption.
The GLA also has in place an Anti-Money Laundering Policy. This covers, in particular, the checks we will undertake when we make interest free loans and recoverable grants
to other entities and individuals.
Politically restricted posts
Certain posts are subject to restrictions on the political activity of the postholder under the Local Government and Housing Act 1989.
Details of the restrictions and the procedure for employees to apply for their post to be exempt from the classification of “politically restricted” are set out in the following guidance:
The GLA's Sustainability policy states how the organisation commits to reducing its impact on the local and global environment.
Our business plan
Decision making frameworks
The GLA's Standing Orders is a set of rules governing the way the Assembly, Mayor and specific GLA staff operate.
Equality is one of our corporate governance principles. The 'Equalities framework' sets out the Mayor's vision of a London where there are Equal Life Chances for All.
Historical archiving policy
The Mayor is determined that the GLA leads the way in openness and transparency.