Managing a Potential Conflict of Interest or Conflict of Commitment

What are some of the ways in which COI/COC managers could address potential COI/COCs? 

A COI/COC manager may select one or more of a range of actions, some of which are described below.

• Document that the staff member has disclosed the potential COI/COC, with no further action required. 
• Adjust the work schedule for staff member so that the outside activity/employment does not cause a time conflict with the U-M activities.
• Disclose the situation to appropriate personnel within the U-M or to appropriate persons or organizations outside the U-M.
• Modify the staff member’s duties with regard to managing, supervising, evaluating, or mentoring other persons where those activities contribute to the potential COI/COC. 
• Request competitive bids for a service/product provided by an entity where the staff member has a financial interest.
• Obtain Regents’ approval to proceed with a contract where the staff member has a special interest (including financial) in the outside supplier/vendor/consultant.
• Prohibit the staff member from being involved in decision-making related to the outside activity/employment.  Examples:  no involvement in drafting a Request for Qualifications (RFQ), no involvement in selecting consultants, no oversight of outside entity when that entity is doing work for U-M, etc.
• Prohibit the staff member from participating in the outside activity/employment.