"Ethics is knowing the difference between what you have a right to do and what is right to do"


"Being good is good business"


"The time is always right to do what is right"


"The sole meaning of life is to serve humanity"


"Compassion and tolerance are not sign of weakness, but a sign of strength"


"A business that makes nothing but money is a poor kind of business"


"Do something for somebody every day for which you do not get paid"


Company Policies

Why having policies

Policies act as a guiding framework of reference for how the organisation deals with everything from its day-to-day operations or how to respond to requirements to comply with legislation, regulation and codes of practice.In order for Bulgaria Medical Travel Partner to operate efficiently, ensure uniformity and consistency in decision making and operational procedures as well as to foster stability and continuity we have put in place a number of policies. The policies we believe our clients should be informed about are presented below.

  1. General principles
    Bulgaria Medical Travel Partner LTD recognises that colleagues (employees, volunteers, students, apprentices, trustees & others who work within our organisation) gain information about individuals and organisations during the course of their work or activities. In the case of health-related information, it is classified as confidential sensitive information and is collected, processed and stored according to instruction from Article 23, section 4 from the Data Protection Law for processing personal data and its protection form illegal way of processing at the register “Clients” of the Bulgaria Medical Travel Partner LTD, which instruction is presented at the Data Protection Policy. In the remaning cases, most of the time the collected information will not be stated as confidential and lleagues may have to exercise common sense and discretion in identifying whether information is expected to be confidential. This policy aims to give guidance but if in doubt, seek advice from your line manager.
    1. Information received by Bulgaria Medical Travel Partner LTD, as part of the services it provides, will be considered to be information for Bulgaria Medical Travel Partner LTD to share with colleagues and use to deliver its aims and objectives.
    2. Colleagues should inform groups, organisations or individuals why they are requesting information and explain the purpose of storing and using this information. Colleagues should ask permission to keep and use this information
    3. Colleagues are able to share information with their Line Manager in order to discuss issues and seek advice. Colleagues will not disclose to anyone, other than their line manager, any information considered sensitive, personal, financial or private without the knowledge or consent of the individual, or an officer, in the case of an organisation
    4. Colleagues should avoid exchanging personal information or comments (gossip) about individuals with whom they have a professional relationship.
    5. Colleagues should avoid talking about organisations or individuals in social settings.
    6. There may be circumstance where colleagues would want to discuss difficult situations with each other to gain a wider perspective on how to approach a problem.
    7. If colleagues receive information from individuals outside Bulgaria Medical Travel Partner LTD regarding the conduct of a colleague or group, then this should be dealt with sensitively. The appropriate colleague should tell the individual about the Complaint Procedure and advise them accordingly.
    8. If employees are dissatisfied with the conduct of a colleague, and have sensitive information that could be evidenced through investigation, they should discuss it with the appropriate line manager under the Whistle Blowing Procedure. Any allegation, which is found to be malicious, or ill-founded, will be dealt with by Bulgaria Medical Travel Partner LTD under the Disciplinary Procedure
    9. Where there is a legal duty on Bulgaria Medical Travel Partner LTD to disclose information, the person that is affected will be informed that disclosure has or will be made.
  3. Why information is held
    1. Most information held by Bulgaria Medical Travel Partner LTD relates to Individuals or service users, members, employees, trustees, and volunteers.
    2. Information is kept to enable Bulgaria Medical Travel Partner LTD colleagues to understand the needs of individuals or service users in order to deliver the most appropriate services.
    3. Information about users may be kept for the purposes of monitoring our equal opportunities policy and also for reporting back to funders.
  5. Access to information
    1. Information is confidential to Bulgaria Medical Travel Partner LTD as an organisation and may be passed to colleagues, line managers or trustees to ensure the best quality service for users.
    2. Where information is sensitive, i.e. it involves disputes or legal issues, it will be confidential to the employee dealing with the case and their line manager. Such information should be clearly labelled ‘Confidential’ and should state the names of the colleagues entitled to access the information and the name of the individual or group who may request access to the information.
    3. Colleagues will not withhold information from their line manager unless it is purely personal to them and not business related.
    4. Users may see Bulgaria Medical Travel Partner LTD records which relate to them or their organisation.  The request must be in writing to the Managing Director giving 14 days’ notice. The letter must be signed by the individual, or in the case of an organisation’s records, by the Managing Director.
    5. Sensitive information as outlined in point 3.2 will only be made available to the person or organisation named on the file.
    6. Employees may see of their personnel records by giving 14 days’ notice in writing to the Managing Director.
    7. When photocopying or working on confidential documents, colleagues must ensure they are not seen by people in passing. This also applies to information on computer screens.
  7. Storing information
    1. General non-confidential information about organisations is kept in unlocked filing cabinets that are available to all Bulgaria Medical Travel Partner LTD colleagues.
    2. Information about volunteers, interns and other individuals will be kept in filing cabinets by the colleague directly responsible. Colleagues must ensure line managers know how to gain access.
    3. Employees’ personnel information will be kept in lockable filing cabinets by line managers and will be accessible to the Managing Director.
    4. Files or filing cabinet drawers bearing confidential information should be labelled ‘confidential’.
    5. In an emergency situation, the Managing Director may authorise access to files by other people.
    6. Ensure confidential documentation or personal data is shredded before putting in the recycling bins
  9. Duty to disclose information
    1. Bulgaria Medical Travel Partner LTD has a legal duty to disclose some information including:
      • Child abuse will be reported to the Children’s Services / Social Services Department
      • Drug trafficking, money laundering, acts of terrorism or treason will be disclosed to the police.
    2. In addition colleagues believing an illegal act has taken place, or that a user is at risk of harming themselves or others, must report this to the Director who will report it to the appropriate  authorities.
    3. Bulgaria Medical Travel Partner LTD should inform the users of this disclosure.
  11. Disclosures
    1. Bulgaria Medical Travel Partner LTD complies fully with the Data Protection Law from 2002 regarding the correct handling, use, storage, retention and disposal of Disclosures and Disclosure information.
    2. Bulgaria Medical Travel Partner LTD will request pre-employment Disclosure and Barring Service checks for new employees and volunteers whose posts involve contact with vulnerable children or adults, as specified by the Disclosure Section.
    3. Bulgaria Medical Travel Partner LTD will clearly state the need for, and level of, Disclosure on the recruitment advert.
    4. Disclosure information is always kept separately from an applicant’s personnel file in secure storage with access limited to those who are entitled to see it as part of their duties. It is a criminal offence to pass this information to anyone who is not entitled to receive it.
    5. Documents will be kept for a year and then destroyed by secure means.  Photocopies will not be kept. However, Bulgaria Medical Travel Partner LTD may keep a record of the date of issue of a Disclosure, the name of the subject, the type of Disclosure requested, and the position for which the Disclosure was requested, the unique reference number of the Disclosure and the details of the recruitment decision taken.
  13. Data Protection Act
    1. Information about individuals, whether on computer or on paper, falls within the scope of the Data Protection Act and must comply with the data protection principles. These are that personal data must be:
      • Obtained and processed fairly and lawfully
      • Held only for specified purposes
      • Adequate, relevant and not excessive
      • Accurate and up to date
      • Not kept longer than necessary
      • Processed in accordance with the Act
      • Kept secure and protected
      • Not transferred out of Europe
    2. Bulgaria Medical Travel Partner LTD will ensure that it copies with all aspects of the Data Protection Act. Please refer to Bulgaria Medical Travel Partner LTD Data Protection Policy for detailed information on how we will do this.
  15. Breach of confidentiality
    1. Colleagues who are dissatisfied with the conduct or actions of other colleagues or Bulgaria Medical Travel Partner LTD should raise this with their line manager using the grievance procedure, if necessary, and not discuss their dissatisfaction outside Bulgaria Medical Travel Partner LTD.
    2. Colleagues accessing unauthorised files or breaching confidentially may face disciplinary action. Ex-employees breaching confidentiality may face legal action
  17. Whistleblowing
    1. Any colleagues who have concerns about the use of Bulgaria Medical Travel Partner LTD funds, or any practice by any employee must comply with the requirements of the Whistle Blowing Policy.

Signed  Date: November, the 7th , 2016 

Vesselina Iv. Dimova

Managing Director


Bulgaria Medical Travel Partner LTD may need to collect and use certain types of information about the Individuals who come into contact with Bulgaria Medical Travel Partner LTD in order to carry out our work. This personal information is collected and dealt with appropriately whether it is collected on paper, stored in a computer database, or recorded on other material and there are safeguards to ensure this under the Data Protection Law 2002. To perform the activity of intermediation in organising and conducting treatment of foreign citizens in the Republic of Bulgaria, Bulgaria Medical Travel Partner Ltd. collects relevant medical information from its clients. Pursuant to the Personal Data Protection Act, Bulgaria Medical Travel Partner Ltd. is registered as a data controller of sensitive information and complies with the instruction on personal data processing and protection against unlawful forms of processing in “Clients” Register of Bulgaria Medical Travel Partner Ltd., approved by the Commission for Personal Data Protection under Art. 23, para. 4 of the Personal Data Protection Act and shown below:

General provisions

Art. 1. There rules of procedure aim to regulate:

  • the Clients Register keeping, maintenance and protection which stores personal data of the persons that sought the services of Bulgaria Medical Travel Partner Ltd;
  • the obligations of persons processing personal data and the liability they bear in the event of failure to perform such obligations;
  • the required technical and organisational measures for the protection of the personal data of the aforementioned persons against unlawful processing (accidental or unlawful destruction, accidental loss or change, unlawful disclosure or access, unauthorised modification or dissemination and against any other unlawful forms of processing personal data);
  • personal data are any information relating to a natural person who is identified or can be identified directly or indirectly by reference to an identification number or to one or more specific factors that are property of the patient or the client. Personal data are an integral part of the official information. If announcement of documents containing personal data is required, such documents shall be duly provided;
  • processing of personal data is any operation or set of operations which is performed upon personal data, whether or not by automatic means, such as collection, recording, organisation, storage, adaptation or alteration, retrieval, consultation, use, disclosure by transmission, alignment or combination, blocking, erasure or destruction.

Purpose of the register

Art. 2. The register collects and stores personal data of the clients and persons who sought the services of Bulgaria Medical Travel Partner Ltd. in relation to its main activity, i.e. intermediation in organising treatment in Bulgaria in order to:

  • identify the persons and relationships;
  • comply with the statutory requirements of the Health Act, Medical Institutions Act, Insurance Code, Social Security Code, Accounting Act, State Archives Act, etc.;
  • use the data collected of the relevant persons for business purposes;
  • for all actions relating to the availability, modification and termination of the services offered by Bulgaria Travel Partner Ltd., such as preparation of any documents of the persons in this regard (contracts, additional agreements, documents certifying their medical status, certificates, statements, other certificates, etc.);
  • establish connection with the person by phone, send correspondence relating to the performance of its obligations under the general contractual terms or other civil contracts;
  • keep the accounts regarding the remunerations received in relation to the services provided.

Keeping the register

Art. 3. The register is kept on paper and electronically.

Art. 4. (1) Hard copies containing personal data are stored in folders of each client which are arranged in a cupboard.
(2) The cupboard shall be in a room intended for individual work of the manager of Bulgaria Medical Travel Partner Ltd.
(3) Only the person processing personal data is granted access to the files. Any possibility of granting another person access to personal data for their processing is limited and explicitly regulated in these Rules of Procedure.

Art. 5. (1) In the event of keeping the register electronically, personal data are entered on a hard disk on an isolated computer.
(2) Computers are housed in an isolated room intended for individual work of the person processing personal data in the register.
(3) Access to the operating system containing files for personal data processing is granted only to the person processing personal data through a password used to open these files. The protection of electronic data against unauthorised access, damage, loss or destruction is ensured by the maintenance of anti-virus programs, regular backups of data on separate disks and keeping of the information on paper.<

Personal data stored in the register

Art. 6. The register supports the following data types:

  • physical identity: name, personal identification number, address, telephone, passport details
  • corporate information: unified identification code/BULSTAT. Number of insurance policy, tax number
  • information on the medical status and documents certifying such status
  • documents certifying education: document proving acquired education, qualification or competence,
  • model form in the General Terms and Conditions of the contracts and on the website.

Collecting, processing and storing personal data

Art. 7. Personal data in Clients Register are collected upon the establishment of communication on the part of the client with a representative of Bulgaria Medical Travel Partner Ltd.

  • interview with the person
  • on paper: written documents such as applications, requests for specific services and regarding current issues in the process of work submitted by the person;
  • from external sources (from medical, insurance, social security and other institutions in compliance with statutory requirements).

Art. 8. In all cases in which it is required pursuant to a legal obligation, the persons whose data must be processed in the register shall submit the necessary personal data to the controller and to a person assigned for their processing, person processing personal data.

The staff processing personal data shall inform the person of the need to collect personal data and the purposes for which the data will be used.

Art.9. In addition to the aforementioned persons and in the cases specified herein above, limited access to personal data is granted to the accountant for the processing of personal data of the persons regarding the preparation of payment documents relating to the transfer of amounts and issuing invoices.

Art. 10. In the event that any change of personal data is needed, the persons shall provide these changes to the staff processing personal data at his or her request based on a legal obligation.

Art. 11. (1) To protect personal data in case of emergency, accidents and disasters, the media where personal data are stored (both hard copies and electronic media), the computer systems and servers used for their processing shall be available only in premises protected against fire with extinguishing agents and provided backup power supply.

(2) Before starting the processing of personal data, Bulgaria Medical Travel Partner conducts a training for the persons who will process personal data as determined by the company where they become familiar with the necessary actions to be undertaken in case of emergency, accidents and disasters (fire, flood, etc.), in particular:

  • notify the competent rescue services;
  • cut the electricity supply from the affected building;
  • leave the building after locking the premises in which personal data are stored or processed, if possible;
  • notify the person responsible for personal data protection or another authorised representative of Bulgaria Medical Travel Partner Ltd.

Art. 12 (1)The assessment of the impact on the processed data from the register under Art. 11, para. 1 of the Ordinance is provided as follows:
1. for the Clients Register: an average level of impact;
(2) The impact assessment should be updated every two years or in the event of change in the nature of the processed personal data and the number of the affected natural persons.
Art. 13  Under this Instruction, pursuant to Art. 13 of the Ordinance, Bulgaria Medical Travel Partner Ltd. determines the average level of protection for Clients Register.

Art. 14 (1) After achieving the purpose of processing personal data or before suspending the processing of personal data, pursuant to Art. 25 of the Personal Data Protection Act, Bulgaria Medical Travel Partner:

  • destroys them in compliance with the procedures for the destruction of the different types of media set out in this Instruction; or
  • if it is provided for in the law and the purposes of processing are identical, Bulgaria Medical Travel Partner Ltd. transfers the relevant data to another data controller. In this case Bulgaria Medical Travel Partner Ltd. shall inform the Commission for Personal Data Protection in advance.(2) After achieving the purpose of processing, Bulgaria Medical Travel Partner Ltd. may keep the processed personal data as anonymous data for scientific and statistical purposes where in these cases Bulgaria Medical Travel Partner Ltd. shall inform the Commission for Personal Data Protection.

Allowing individuals to access their personal data

Art. 15. Clients have the right to access their personal data for which they submit a written application to the Manager to be persons processing personal data, including electronically, personally or through an authorised person. The submission of the application is free.

Art. 16. The application should contain a person’s name and other identifying data: personal identification number, workplace, description of the request, preferred form of providing access to personal data, signature, date and mailing address; power of attorney when the application is submitted by an authorised person. The application is recorded in the general reference register of the controller.

Art. 17. Access to the person’s data is provided in the form of:

  • information provided orally;
  • written statement;
  • review of the data by the person himself or herself or an authorised person;
  • providing a copy of the required information.

Art. 18. The term for examining the application and giving a decision is 14 days as from the date of submission of the application, respectively 30 days, when more time is needed for collecting the person’s personal data in the event of any difficulty in the activity of the controller. The decision is communicated to the applicant in writing, personally against signature or by mail with acknowledgement of receipt. When the data are non-existent or cannot be provided on a legal basis, the applicant is denied access to the data by means of a reasoned decision. The refusal to grant access may be appealed by the person before the authority specified in the letter and within the set term.

Art. 19. Access to the persons’ personal data contained on technical media is granted only to the person processing personal data.

Art. 20. In addition to the persons processing personal data, persons directly engaged in the preparation and verification of the legality of persons’ documents also have lawful access to such data, in particular these are: manager, chief accountant and the persons providing consultations in relation to the services provided. The persons processing personal data are obliged to grant these persons access at their request.

Art. 21. A person’s documents shall not be exported outside the building of the controller, unless this is duly required by the legal authorities (courts, prosecutor’s office, investigation authorities). These authorities’ access to personal data is lawful.

Art.22 (1) No consent is required by the person if the his or her personal data are processed only by a competent personal data state authority or under its control in relation to committing crimes, administrative offences and delict.   These persons are granted access to personal data and where needed, they are also provided the relevant conditions to work in the premises of the company.

(2) State audit authorities who have duly identified themselves with the relevant documents are also granted lawful access. Such documents are written orders of the competent authority stating the legal basis, the name of the persons and for the purposes of their activity they need to be provided access to the personal files of the staff.
(3) In the event of any change in the status of the company (reorganisation, liquidation and other) requiring transfer of the personal data registers from the company to another data controller, the register is transferred after the authorisation of the Commission for Personal Data Protection and in accordance with the procedure for the submission of the relevant application as specified herein above.

Art. 23. The data controller communicates his or her decision on granting or refusing access to the personal data of the relevant person to the third parties within 30 days as from the submission of the application, or respectively the request.

Art. 24. The personal data back up on technical media is performed regularly every 30 days by the person processing personal data in order to save updated information of the relevant persons. The information is recorded on disks and access to such disks is provided only to the person processing personal data.

Additional provisions

For the purposes of these Rules of Procedure:
§ 1. Data controller is Bulgaria Medical Travel Partner Ltd.,
§ 2. The person processing personal data is the Manager Veselina Iv. Dimova
§ 3. These Rules of Procedure are issued pursuant to Art. 24, para. 4 of the Personal Data Protection Act.
§ 4. These Rules of Procedure shall enter into force on16 May 2016 and after all persons for whom these Rules of Procedure create individual rights and obligations become aware of their contents against signature.
§ 5. A copy of these Rules of Procedure is available to the clients.
This Policy will be updated when necessary to establish the best practices in data management, security and control and to ensure compliance with all changes and amendments to the Personal Data Protection Act of 2002.

If you have any inquiries or questions related to this Policy, please don’t hesitate to contact the employee who is responsible for data protection in Bulgaria Medical Travel Partner Ltd:


Signed  Date: November, the 7th , 2016 

Vesselina Iv. Dimova

Managing Director

Why do we have an equalities policy?

An effectively implemented Equalities Policy will help us to:

  • Provide an environment conducive to the promotion of fair and equal opportunities to all staff
  • Ensure fair treatment for all job applicants and existing members of staff
  • Ensure fair treatment for all others with whom we have contact eg contractors and customers
  • Make the best possible use of our existing and potential workforce
  • Improve employment practices and staff morale
  • Attract, develop and retain the good quality staff who are essential for achievement of our business objectives
  • Avoid unlawful or unfair discrimination

Bulgaria Medical Travel Partner LTD believes that it is in everyone’s best interests to ensure that the experience, talents and skills available throughout this organisation are considered when employment or development opportunities arise.

What has it got to do with me?

Equal opportunities impose rights and responsibilities for every member of staff. Everyone has a right to fair and dignified treatment. This means that no-one will be discriminated against nor harassed. Every member of staff has an obligation to ensure fair and dignified treatment. The contribution of everyone will be valued and everyone will be treated purely on their merits. Everyone must act fairly, within Companies House policy and the law. Failure to do so may lead to disciplinary action.

The Bulgaria Medical Travel Partner LTD Equalities Policy is issued to all members of staff and job applicants.

Policy statement

Bulgaria Medical Travel Partner LTD is an equal opportunities employer. Our aim is to be fair to everybody and to ensure that no job applicant or employee receives more or less favourable opportunities or treatment on the grounds of, for example:

  • Age
  • Race
  • Colour
  • Ethnic or national origin
  • Nationality
  • Sex / Gender
  • Transgender
  • Sexual orientation
  • Marriage and Civil Partnership
  • Disability
  • Religion or religious affiliation / Belief
  • Part-time working
  • Pregnancy and Maternity
  • Trade union membership and duties

There may be limited exceptions for positive action which is allowed by relevant legislation.
No-one will be disadvantaged by conditions or requirements which cannot be shown to be genuinely necessary for objective reasons. In addition, care should be taken when selection criteria such as sift conditions are set as some applicants may find these more difficult to meet due to their sex, race, marital status or disability etc.
Equal opportunities and equal treatment are the cornerstones of our recruitment and employment policy.

Personal development

Bulgaria Medical Travel Partner LTD is committed to encouraging all staff to make full use of their skills and talents and to helping staff progress and reach their full potential. Everyone will have equal access to any course which is appropriate to an individual’s current job or development within Bulgaria Medical Travel Partner LTD. We will encourage the development of the individual’s skills and knowledge for use in their work.

Where necessary, training courses will be provided to assist any group of individuals that are disadvantaged or belong to any ethnic minority to carry out successfully into the area of their choice, as well as to ensure balanced participation of men and women. This is the only form of positive action allowed on the basis of sex, race or disadvantaged individuals under member 7 of the Law for protection against discrimination 2006 and member 4 of the Law for equality between men and women from 2016.Statistical information will be used to monitor this policy.

Key concepts explained

There follows a brief explanation of some key equalities concepts.


Discrimination is unequal treatment of an individual because of their membership of a particular class or group, such as sex, race or trade union. It may be direct, for example, refusing to send someone on a training course because they are married or have children. It may be indirect, for example, declaring a post as being suitable only for a full-time member of staff without proper justification (that means establishing the need for a full-time member of staff rather than part-timers or job sharing).

Discrimination may be subtle and unconscious. It may not be easy to identify. For example, discrimination sometimes results from general assumptions about the capabilities, characteristics and interests of particular groups or individuals, which are allowed to influence the treatment of staff or job applicants.

Without appropriate awareness and safeguards, discrimination may occur in any area of recruitment and employment including:

  • Inappropriate questioning at interview
  • Inappropriate appointment to post
  • Allocation of volumes and/or type of work
  • Transfer decisions
  • Promotion and progression opportunities
  • Annual leave allocation
  • Special leave requests
  • Application of disciplinary action


As with sexual or racial harassment, any form of harassment or bullying will have the effect of causing undue stress on individuals and of demotivating them. Harassment of any kind will not be tolerated and serves to undermine the good team spirit which Bulgaria Medical Travel Partner LTD wishes to encourage.

Sex/Gender Harassment

Unlawful sex discrimination happens when someone is treated unfairly because of their gender. Women, men and transsexual people can all experience sex discrimination. Sex discrimination also includes treating someone less favourably because they are married or in a civil partnership: for example, by not hiring married women.

Disability harassment

Offensive or hostile behaviour or comments aimed at an individual because he or she is disabled, will also be harassment.

Resolving problems

Everyone must be sensitive to the effects their words and actions have on their colleagues and need to ensure that their attitudes towards others carry no trace of discrimination which can affect working relationships, behaviour or judgement.

Staff who are experiencing or are concerned about discrimination or harassment should discuss the problem with their line manager who must take appropriate action to try to resolve it, if possible. (If you do not feel able to discuss the problem with your line manager initially you may speak to the Director or other relevant manager). The advice of the Trade Union Representatives may also be sought.

Managers should be aware of any problem developing at an early stage and take corrective action to ensure that the situation is resolved in a conciliatory and effective manner and that staff do not feel excluded.

Staff are encouraged to make clear to their colleagues if conduct or comments are offensive to them.

Complaints procedure

If there are reasons why you do not feel you are able to speak to your line manager in the first instance, there are a number of different people you can speak to including:

  • Staff Counsellor
  • Diversity Advisor

However, the duty of confidentiality does not apply if:

  • There has been a breach of the law
  • There has been a breach of Bulgaria Medical Travel Partner LTD Disciplinary Procedures.
  • There is a risk of harm to the individual or to others.
  • The disclosure is in the context of legal or disciplinary procedures.
  • In any event, if the manager fails to act effectively to stop the discrimination or harassment, the individual may seek the assistance of the Director.

Where appropriate, a full enquiry will be conducted into the complaint and if it is considered that the behaviour of the individual is unlawful, unfair or unacceptable, disciplinary action will be taken by Bulgaria Medical Travel Partner LTD against that individual.

All staff are subject to the disciplinary rules and should remember that unfounded allegations of unfair treatment can themselves be distressing to the recipients of such complaints. Such unfounded allegations may lead to further disciplinary proceedings.

Further information and relevant legislation

Training on Equal Opportunities is given to all members of staff.  As part of the training further information is provided on relevant legislation including:

  • Constitution of Republic Bulgaria from 1991
  • Law for protection against discrimination 2006
  • Law for equality between men and women from 2016


Signed  Date: November, the 7th , 2016 

Vesselina Iv. Dimova

Managing Director

Organisational values

As a member of staff of Bulgaria Medical Travel Partner LTD I promise to abide by the fundamental values that underpin all the activity of this organisation. These are:


  • Everything Bulgaria Medical Travel Partner LTD does will be able to stand the test of scrutiny by the public, the media, charity and company regulators, members, stakeholders, funders, Parliament and the courts.
  • Integrity and honesty
  • These will be the hallmarks of all conduct when dealing with colleagues within Bulgaria Medical Travel Partner LTD and equally when dealing with individuals and institutions outside it.
  • Transparency.

Bulgaria Medical Travel Partner LTD strives to maintain an atmosphere of openness throughout the organisation to promote confidence of the public, stakeholders, staff, charity and company regulators and Parliament.

Additionally, I agree to the following points:

Law, mission, policies:

  • I will not break the law or go against charity or company regulations in any aspect of my role of trustee
  • I will support the mission and consider myself its guardian.
  • I will abide by organisational policies.

Conflicts of interest:

  • I will always strive to act in the best interests of the organisation.
  • I will declare any conflict of interest, or any circumstance that might be viewed by others as a conflict of interest, as soon as it arises.
  • I will submit to the judgment of the board and do as it requires regarding potential conflicts of interest.

Person to person:

  • I will not break the law, go against charity or company regulations or act in disregard of organisational policies in my relationships with fellow trustees, staff, volunteers, members, service recipients, contractors or anyone I come into contact with in my role as trustee.
  • I will strive to establish respectful, collegial and courteous relationships with all I come into contact with in my role as trustee.

Protecting the organisation’s reputation:

  • I will not speak as a member of staff of this organisation to the media or in a public forum without the prior knowledge and approval of the Chief Executive or Chair.
  • When I am speaking as a member of staff of this organisation, my comments will reflect current organisational policy even when these do not agree with my personal views.
  • When speaking as a private citizen I will strive to uphold the reputation of the organisation and those who work in it.
  • I will respect organisational, board and individual confidentiality.
  • I will take an active interest in the organisation’s public image, noting news articles, books, television programmes and the like about the organisation, about similar organisations or about important issues for the organisation.

Personal gain

  • I will document expenses and seek reimbursement according to procedure.
  • I will not accept substantial gifts or hospitality without prior consent of the Chief Executive or Chair.
  • I will use organisational resources responsibly, when authorised, in accordance with procedure.

In meetings:

  • I will strive to live up to the trust placed in me by Bulgaria Medical Travel Partner LTD.
  • I will abide by organisational procedures and practices.
  • I will strive to attend all meetings, giving apologies ahead of time to the Chair if unable to attend.


Signed  Date: November, the 7th , 2016 

Vesselina Iv. Dimova

Managing Director

Bulgaria Medical Travel Partner LTD is committed to ensuring that vulnerable people who use our services are not abused and that working practices minimise the risk of such abuse. Staff of Bulgaria Medical Travel Partner LTD have a duty to identify abuse and report it.


Vulnerable adults are people who are over 18 years of age and are getting or may need help and services to live in the community. Vulnerable adults may be unable to take care of themselves and unable to protect themselves from harm or exploitation by other people.

Abuse can include:

  • physical,
  • financial,
  • material,
  • sexual,
  • psychological,
  • discriminatory,
  • emotional abuse,
  • neglect.

Abuse can take place in any setting, public or private, and can be perpetuated by anyone.

Rights & Responsibilities

Responsibilities of Bulgaria Medical Travel Partner LTD Directors:

  • To ensure staff are aware of vulnerable adult’s need for protection
  • To notify the appropriate agencies if abuse is identified or suspected
  • To support and where possible secure the safety of individuals and ensure that all referrals to services have full information in relation to identified risk and vulnerability
  • To Criminal Records Board (CRB) check staff that have access to or work with Vulnerable Adults

Responsibilities of Bulgaria Medical Travel Partner LTD Staff:

  • To be familiar with the vulnerable adult protection policy
  • To take appropriate action in line with the policy of Bulgaria Medical Travel Partner LTD
  • To declare any existing or subsequent convictions

Support for those who report abuse

All those making a complaint or allegation or expressing concern, whether they are staff or service users or carers or members of the general public should be reassured that:

  • They will be taken seriously
  • Their comments will usually be treated confidentially, but their concerns may be shared with the appropriate authorities if they or others are at significant risk

The Vulnerable Adult has the right:

  • To be made aware of this policy
  • To have alleged incidents recognised and taken seriously
  • To receive fair and respectful treatment throughout
  • To be involved in any process as appropriate
  • To receive information about the outcome

We are also committed to reviewing our policy and good practice annually.


Signed  Date: November, the 7th , 2016 

Vesselina Iv. Dimova

Managing Director


This policy aims to clearly set out the expectations Bulgaria Medical Travel Partner LTD has of its staff and volunteers in relation to professional boundaries whilst on and off duty.


Bulgaria Medical Travel Partner LTD  expects members of its staff and volunteers to bring a wide variety of experience from their own lives to the job.  We want people to be friendly, open and relaxed in the way that they work and in their working relationships with people.
At the same time, it is important that we remain professional to prevent unwanted incidents and to safeguard people from abuse.  We have to make careful enquiries before employing members of staff and require them to follow a code of conduct.  The way we behave has to be consistent with Bulgaria Medical Travel Partner LTD’s Code of Conduct,Adults Policies, and Health and Safety requirements for example.

The relationships staff develop with users of our services are of a professional nature: the development of personal/social relationships with participants is not permitted.

If the situation arises where a ‘friend’ of a member of staff requires the support of Bulgaria Medical Travel Partner LTD, the member of staff has a responsibility to inform his/her manager immediately, in order for an appropriate strategy to be put in place. This will reduce the likelihood of a breach of professional boundaries to safeguard both member of staff and the participant.

So the golden rules for employees are:

  • Establish clear boundaries at the onset of a working relationship with a participant
  • Think carefully about your actions and their likely impact
  • Talk to people about what you propose to do

Bulgaria Medical Travel Partner LTD expects its managers to:

  • Monitor the relationships that develop between the people support and employees
  • Think carefully about your actions and their likely impact
  • Talk to people about what you propose to do

Things you should never do:

  • Give participants personal information including where you live or your phone number
  • Divulge or discuss your religious or political persuasion with participants
  • Invite participants to your home
  • Arrange to meet socially
  • Enter into any kind of sexual relationship with a participant
  • Borrow money from a participant
  • Accept gifts or free service from a participant or their relatives*
  • Buy any goods from, or sell goods, to a participant
  • Be the beneficiary or executor of the Will of a participant
  • Abuse people, physically, sexually, financially verbally or in any other way
  • Allow your own personal circumstances or friendships with other staff detract your own or the staff teams focus from that of our participants and service delivery
  • Allow your relationships with staff from partner/external agencies to detract your focus from that of our participants and service delivery, or lead to a breach of confidentiality
  • Bring Bulgaria Medical Travel Partner LTD  into disrepute or damage its reputation through your behavior
  • Have participants on your personal facebook account
  • Tweet to participants
  • Put any information about Bulgaria Medical Travel Partner LTD on any social media platform (with the exception of Bulgaria Medical Travel Partner LTD own facebook account
  • Put images on facebook sites that are unsutable when your privacy is open that could bring Bulgaria Medical Travel Partner LTD into discrepute

(* Please note that small gifts with a nominal value of less than £5.00 can be accepted, if refusal would be likely to cause offence. If this happens tell your manager about it as soon as you can and s/he will keep a record)
Equality and Diversity

We aim to be an organisation that values, recognises and responds to the diverse needs of members and those we serve.  We will not discriminate against any person or other organisation on the grounds of race, ethnic origin, disability, gender, sexuality, age, class, appearance, religion, responsibility for dependants or any other matter which causes a person to be treated with injustice.

Monitoring and Review

The Senior Management Team will regularly review the operation of this policy.


Signed  Date: November, the 7th , 2016 

Vesselina Iv. Dimova

Managing Director

Overall and final responsibility for health and safety in Bulgaria Medical Travel Partner LTD is that of the Managing Director. The objective of this policy is to attain and maintain high standards of health and safety performance throughout Bulgaria Medical Travel Partner LTD and detail standards expected of employees and others who may under take work on Bulgaria Medical Travel Partner LTD behalf. Bulgaria Medical Travel Partner LTD is committed to the continual improvement in H&S management and H&S performance.
The Law for Health and Safety of the Working Conditions from 1999 imposes a statutory duty on employers to ensure in so far as is reasonably practicable the health and safety of their employees whilst at work. This duty also extends to others who may be affected by that work.

Bulgaria Medical Travel Partner LTD will comply with the Health and Safety at Work Act, Regulations subsequently lain under it and other relevant legislation and meet the standards required therein.  Employees also have a statutory duty to take care of themselves and others who may be affected by their acts or omissions.
To enable these duties to be carried out, it is our intent to ensure that responsibilities for health and safety matters are effectively assigned, accepted and fulfilled at all levels within our organisational structure.

We will, so far as it is reasonably practicable, ensure that:

  • adequate resources are provided to ensure that proper provision can be made for health and safety
  • we comply with all H&S and other relevant legislation as set out in the Legal Register
  • H&S objectives will be set annually and reviewed on an annual basis
  • hazards will be identified and the risk of injury, disease or dangerous occurrence will be minimised by the achievement and maintenance of high standards of health and safety
  • risk assessments are carried out and periodically reviewed
  • systems of work are provided and maintained that are safe and without risks to health
  • arrangements for use, handling, storage, and transport of articles and substances for use at work are safe and without risks to health
  • all employees are provided with such information, instruction, training and supervision as is necessary to secure their safety and health at work and the safety of others who may be affected by their actions
  • in accordance with the Legislative Regularion for the complulsary initial and regular medical health check ups of the employes from 1987  annual health screening will be provided for employees
  • accidents and cases of work-related ill health are prevented and provide adequate control of health and safety risks from work related activities
  • emergency evacuation procedures are implemented, tested and maintained
  • the provision and maintenance of all equipment it is safe and without risk to health
  • there are robust control measures for controlling contractors working on site
  • the working environment of all employees is safe and without risks to health and that adequate provision is made with regard to the facilities and arrangements for their welfare at work
  • the place of work is safe and that there is safe access to and egress from the work place
  • monitoring activities and inspections are undertaken to maintain agreed standards.
  • this Health and Safety Policy will be reviewed at least annually, amended and updated as and when necessary. Communication of any such changes will be made to all employees
  • there are established and maintained effective procedures for consultation and communications between all levels of management and employees on all matters relating to health, safety and welfare.

It is the duty of all employees at work:

  • to take reasonable care for the health and safety of themselves and of other persons who may be affected by their acts or omissions at work and co-operate with us in fulfilling our statutory duties
  • not to interfere with or misuse anything provided in the interest of health and safety.


Signed  Date: November, the 7th , 2016 

Vesselina Iv. Dimova

Managing Director

Bulgaria Medical Travel Partner LTD Limited was established in 2016 as medical tourist facilitator acting on the territory of Bulgaria that is not working exclusively with any particular hospital or hospital group. The aim of the company is to provide the clients with a range of safe, transparent, highly effective, world-class and affordable medical treatments; to be an active partner between the patient, and the medical provider; to help clients make informed decisions about the most relevant medical treatment; to provide solutions tailored to customers needs and expectations and to provide considerate service for all our patients’ requirements so that they can experience comfortable, stress-free and hassle-free medical travel. We are based in Sofia, Bulgaria, as well as having employees in North London/South Hertfordshire region of the UK.

Quality is important to our business because we value our customers. We strive to provide our customers with products and services which meet and even exceed their expectations.

We are committed to continuous improvement and have established a Quality Management System which provides a framework for measuring and improving our performance.

We have the following systems and procedures in place to support us in our aim of total customer satisfaction and continuous improvement throughout our business:

  1.     regular gathering and monitoring of customer feedback
  2.     a customer complaints procedure
  3.     selection and performance monitoring of suppliers against set criteria
  4.     training and development for our employees
  5.     regular audit of our internal processes
  6.     measurable quality objectives which reflect our business aims
  7.     management reviews of audit results, customer feedback and complaints


Our internal procedures are reviewed regularly and are held in a Quality Manual which is made available to all employees.

This policy is posted on the Company Website and can also be found in the staff handbook.

Though the Managing Director has ultimate responsibility for Quality all employees have a responsibility within their own areas of work so helping to ensure that Quality is embedded within the whole of the company.

The policy review date is November 2017.


Signed  Date: November, the 7th , 2016 

Vesselina Iv. Dimova

Managing Director

Bulgaria Medical Travel Partner Ltd is committed to providing a high quality service to everyone we deal with. In order to do this we need you to give us any comments about our service, and to tell us when we get things wrong. We want to help you resolve your complaint as quickly as possible.

We treat as a complaint any expression of dissatisfaction with our service which calls for a response. We listen to your complaints, treat them seriously, and learn from them so that we can continuously improve our service.

What is a complaint?

A complaint is an expression of dissatisfaction, whether justified or not.

Our policy covers complaints about:

  • the standard of service we provide
  • the behavior of our staff,
  • any action or lack of action by staff affecting an individual or group

Our complaints policy does not cover:

  • comments about our policies or policy decisions
  • dissatisfaction with our policies or decisions
  • matters that have already been fully investigated through this complaints procedure,
  • or anonymous complaints.

Our standards for handling complaints

  • We treat all complaints seriously, whether they are made by telephone, by letter or by email.
  • You will be treated with courtesy and fairness at all times. We would hope, too, that you will be courteous and fair in your dealings with our staff at all times.
  • We will treat your complaint in confidence within the organisation.
  • We will deal with your complaint promptly. We will acknowledge receipt of a written complaint within five working days and we will send you a full reply within 20 working days of receipt. If we cannot send a full reply within 20 working days of receipt we will tell you the reason why and let you know when we will be able to reply in full.
  • We will publish information in our annual report on the numbers and categories of complaints we receive, and the percentage of complaints upheld.
  • We will not treat you less favorably than anyone else because of your:- sex or marital status: this includes family status, responsibility for dependants, and gender (including gender reassignment, whether proposed, commenced or completed)
    – sexual orientation
    – colour or race: this includes ethnic or national origin or nationality
    – disability
    – religious or political beliefs, or trade union affiliation, or
    – other unjustifiable factors, for example language difficulties or age.

Third Party Reporting

Complainants may wish to have a third party act on their behalf.  A third party is any person or organisation acting on behalf of or making enquiries for the complainant.

Where a third party is helping a complainant with a particular complaint and written authority is held to that effect, if the representative asks to be kept informed of progress on the complaint all possible steps will be taken to ensure that this happens.


All complaints received will be dealt with confidentially and in accordance with the requirements of the data protection law of 2002

How to Complain

You can make a complaint to the addresses in section 9 below in a number of ways:

  • By telephone
  • By email
  • In writing or letter

We have a two-stage complaints procedure. At each stage it will help us to resolve your complaint quickly if you can give us as much clear detail as possible, including any documents and correspondence and stating that you are making a complaint in line with our procedure.

The stages of the complaints procedure

Stage 1
This is the first opportunity for the organisation to resolve a complainant’s dissatisfaction, and the majority of complaints will be resolved at this stage. In the first instance, we will try to get your complaint resolved by the Director.

Stage 2
If you are dissatisfied with this response you may request a review.
At each stage please send your complaint or request for review to the Director using the contact details given in section 9.

Timescales for handling a complaint

Stage 1 – maximum 20 working days
Acknowledgement within 5 working days
Full response within 20 working days

Stage 2 – maximum 20 working days
Acknowledgement within 5 working days
Full response within 20 working days

Extending time limits

We aim to complete all complaints within the timescales above; however, if a complaint is very complex it may occasionally be necessary to extend the time limit.  If this is the case we will keep the complainant informed of progress with the investigation, the reasons for the delay, and inform them of the new deadline.

Following any stage of the procedure, a complainant has a maximum of 28 days from the date of the final response to request that their complaint be progressed to the next stage.


When we get things wrong we will act to:

  • accept responsibility
  • explain what went wrong and why, and
  • put things right by making any changes required.

The action we take to put matters right (ie redress) in response to a complaint, can include any combination of the remedies set out in the “menu” below.  The general principle we follow is that a complainant should, so far as possible, be put in the position he or she would have been in, had things not gone wrong.

The remedy chosen needs to be proportionate and appropriate to the failure in service, and take into account what people are looking for when they complain.  An apology is normally appropriate, but other action may also be necessary.

  • A sincere and meaningful apology, explaining what happened and or what went wrong) - an apology is not an acceptance of liability.
  • Remedial action, which may include reviewing or changing a decision on the service given to an individual complainant
  • Provide service desired by complainant (immediately, if appropriate)
  • Putting things right (for example change of procedures to prevent future difficulties of a similar kind, either for the complainant or others)
  • Training or supervising staff; or any combination of these
  • Financial compensation.


In the majority of cases, remedies other than financial compensation will satisfy the complainant.  Financial compensation is therefore a final option, and will only apply in cases where the loss or suffering is considered to warrant such a payment.

In circumstances where it is decided that our action or lack of action has resulted in maladministration, if the complainant has suffered direct or indirect financial loss, compensation maybe payable.

Where it is decided following investigation of a complaint, that a complainant has suffered an injustice and or hardship resulting in direct or indirect financial loss, due to maladministration, we will determine whether compensation is an appropriate remedy by looking at all the evidence, including how much the complainant can demonstrate they have lost, or what extra costs they have incurred as a result of our maladministration.

The reason for our decision will be recorded by the decision maker and included in our response.


Quality of service is an important measure of the effectiveness of our organisation.  Therefore we believe that learning from complaints is a powerful way of helping to develop the organisation and increase trust among the people who use us.  As well as learning from your complaints we are also interested in other ideas you may have on how we might do things better. We would also like you to tell us when we do things well. If you have a comment to make about our decisions, it will be addressed by the team concerned as rapidly as possible.

You can make your comments by telephoning, in writing or you can email us. We will use your comments to help improve our service and the way we do things. However, the two-stage procedure outlined above does not apply to comments.

Recording complaints

We will log all complaints we receive so that we can monitor the types of problems, the best way to sort them out and how long we are taking to deal with them. This also helps us to take a closer look at how we can improve our own service delivery.

We will handle your information in line with data-protection legislation.

Contacting us

All complaints and requests for review under our complaints procedures should be sent to one of the following addresses:

Vesselina Iv. Dimova

Managing Director

Bulgaria Medical Travel Partner Ltd

tel: +359 88 44 53 8 99; +44 20 3778 0379



Bulgaria Medical Travel Partner Ltd is committed to equal opportunities and our aim is to make our complaints policy easy to use and accessible to all of our customers. Staff will provide information on the complaints procedure for anyone wishing to make a complaint and provide assistance they may reasonably require e.g. language line translation


Signed  Date: November, the 7th , 2016 

Vesselina Iv. Dimova

Managing Director


The word whistleblowing in this Policy refers to the disclosure internally or externally by workers of malpractice, as well as illegal acts or omissions at work.

Policy statement

Bulgaria Medical Travel Partner LTD is committed to achieving the highest possible standards of service and the highest possible ethical standards in public life and in all of its practices. To achieve these ends, it encourages freedom of speech. It also encourages staff to use internal mechanisms for reporting any malpractice or illegal acts or omissions by its employees or ex-employees.

Other policies and procedures

Bulgaria Medical Travel Partner LTD has a range of policies and procedures, which deal with standards of behaviour at work; they cover Discipline, Grievance, Harassment and Recruitment and Selection. Employees are encouraged to use the provisions of these procedures when appropriate. There may be times, however, when the matter is not about your personal employment position and needs to be handled in a different way. Examples may be:

  • Malpractice or ill treatment of a client/customer by a senior member of staff
  • Repeated ill treatment of a client/customer, despite a complaint being made
  • A criminal offence has been committed, is being committed or is likely to be committed
  • Suspected fraud
  • Disregard for legislation, particularly in relation to health and safety at work
  • The environment has been, or is likely to be, damaged
  • Breach of standing financial instructions
  • Showing undue favour over a contractual matter or to a job applicant
  • A breach of a code of conduct
  • Information on any of the above has been, is being, or is likely to be concealed

This list is not exhaustive.

Bulgaria Medical Travel Partner LTD will not tolerate any harassment or victimisation of a whistleblower (including informal pressures), and will treat this as a serious disciplinary offence, which will be dealt with under the Disciplinary Rules and Procedure.

Role of Trade Unions

Bulgaria Medical Travel Partner LTD recognises employees may wish to seek advice and be represented by their trade union(s) officers when using the provisions of this policy, and acknowledges and endorses the role trade union officers play in this area.

Designated officers

The following people have been nominated and agreed by Bulgaria Medical Travel Partner LTD as designated officers for concerns under this procedure. They will have direct access to the most senior person in the organisation.

Vesselina Iv. Dimova

Managing Director

Bulgaria Medical Travel Partner LTD

tel: +359 88 44 53 8 99;+44 20 3778 0379

e-mail: v.dimova@bmtpartner.co.uk

Role of designated officer

Where concerns are not raised with the line manager, the designated officer will be the point of contact for employees who wish to raise concerns under the provisions of this policy. Where concerns are raised with him/her, he/she will arrange an initial interview, which will if requested be confidential, to ascertain the area of concern. At this stage, the whistleblower will be asked whether he/she wishes his/her identity to be disclosed and will be reassured about protection from possible reprisals or victimisation. He/she will also be asked whether or not he/she wishes to make a written or verbal statement. In either case, the designated officer will write a brief summary of the interview, which will be agreed by both parties.

Role of the most senior person in the organisation

The designated officer will report to the most senior person in the organisation, who will be responsible for the commission of any further investigation.

The investigation

The investigation may need to be carried out under the terms of strict confidentiality i.e. by not informing the subject of the complaint until (or if) it becomes necessary to do so. This may be appropriate in cases of suspected fraud. In certain cases, however, such as allegations of ill treatment of clients/customers, suspension from work may have to be considered immediately. Protection of clients/customers is paramount in all cases.

  • The designated officer will offer to keep the whistleblower informed about the investigation and its outcome.
  • If the result of the investigation is that there is a case to be answered by any individual, the Disciplinary Rules and Procedure will be used.
  • Where there is no case to answer, but the employee held a genuine concern and was not acting maliciously, the designated officer should ensure that the employee suffers no reprisals.
  • Only where false allegations are made maliciously, will it be considered appropriate to act against the whistleblower under the terms of the Disciplinary Rules and Procedure.


If the concern raised is very serious or complex, an inquiry may be held.

  • Bulgaria Medical Travel Partner LTD recognises the contribution the trade union(s) can make to an inquiry, and agrees to consult with the trade union(s) about the scope and details of the inquiry, including the implementation of the recommendations of the inquiry. Bulgaria Medical Travel Partner LTD LTD recognises that in many cases it will be desirable that a trade union(s) representative will be appointed to the panel of the inquiry.

Following the investigation

The most senior person in the organisation will brief the designated officer as to the outcome of the investigation. The designated officer will then arrange a meeting with the whistleblower to give feedback on any action taken. (This will not include details of any disciplinary action, which will remain confidential to the individual concerned).The feedback will be provided within the 20 working days following the outcome of the investigation.

  • If the whistleblower is not satisfied with the outcome of the investigation, Bulgaria Medical Travel Partner LTD recognises the lawful rights of employees and ex-employees to make disclosures to prescribed persons (such as the Health and Safety Executive, the Audit Commission, or the utility regulators, or, where justified, elsewhere.

The Law

This policy and procedure has been written to take account he requirements of the personal data protection law of 2002 which protects workers making disclosures about certain matters of concern, where those disclosures are made in accordance with the law provisions.


Signed  Date: November, the 7th , 2016 

Vesselina Iv. Dimova

Managing Director

Bulgaria Medical Travel Partner LTD recognises the need for the business to operate in a more sustainable fashion, addressing economic, social and environmental considerations. It is the company’s aim to operate in a sustainable way so that these considerations become an integral and fundamental part of its business operations.
Bulgaria Medical Travel Partner LTD is aware that its day to day operations impact on the natural environment. All significant environmental impacts of the company’s operations will be assessed and objectives and targets will be set and reviewed, to promote the continual improvement of our environmental performance.

Bulgaria Medical Travel Partner LTD will:

  • Promote a sense of responsibility for the environment within the organisation and ensure that this policy is communicated and implemented at all levels within the workforce.
  • Take all reasonable steps to ensure that any incidence of pollution is prevented.
  • At a minimum comply with all relevant local, national and international legislation and codes of practice.
  • Provide appropriate resources and the necessary training for staff, to ensure that they are able to fulfil the commitment given in this policy.
  • Minimise energy, water and material use, and the generation of waste from all of the company’s operations.
  • Promote active involvement in supporting the local community and the improvement of our local environment.

This policy document is available on request to any interested external parties.


Signed  Date: November, the 7th , 2016 

Vesselina Iv. Dimova

Managing Director

We believe in Lifelong Learning and Continuing Professional Development for all staff.


We will develop our Continuing Professional Development programme through partnerships with other colleges, universities, our community, the voluntary sector and external agencies.


We will ensure quality assurance of Continuing Professional Development providers by monitoring and evaluating procedures and processes.

Criteria and strategies for the allocation of funding to support Continuing Professional Development

All staff will have a Performance and Development Review session at least once per year in line with Performance and Development Review.


  • To enable progress to be reviewed and new objectives to be identified
  • To ensure that line managers are able to develop staff to meet their team objectives
  • To ensure each member of staff has a developmental interview in which they are able to discuss openly their Continuing Professional Developments needs.

The Process:

  • Prior to the Performance and Development Review session the member of staff will be asked to complete the preparation form. This will be returned to the line manager before the review takes place.
  • At the review, each member of staff will discuss their needs and their own personal aspirations with their line manager.
  • The forms will then be passed on to the Director.
  • All applications for support or cover will be processed with a request form which will enable monitoring of Continuing Professional Development to take place.
  • Outcomes of the training must be shared with colleagues.

Types of Continuing Professional Development Activities

  • Attending conferences, courses, workshops or seminars
  • Studying for professional qualifications
  • Networking activities
  • Acting as mentor to a colleague

Contribution to cost

Staff must guarantee at least 2 years service following completion of CPD costing over 100.00 BGN. In the event of leaving staff will be expected to repay on a sliding scale.

  • After 6 months service 75%
  • After 12 months service 50%
  • After 18 months service 25%

Effective Continuing Professional Development

  • Has opportunities for research, reflection, review and for sharing
  • Is relevant to staff needs
  • Is well-structured and focused
  • Has presenters who have recent and relevant experience and can offer positive solutions
  • Is value for money
  • Improves expertise and efficiency relevant to Bulgaria Medical Travel Partner Ltd

Continuing Professional Development Outcomes:

We want to encourage high quality professional development because:

Staff who are trained to a high standard:

  • Enjoy their job
  • Are more confident
  • Contribute to school improve


Signed  Date: November, the 7th , 2016 

Vesselina Iv. Dimova

Managing Director