Embedding the APS Values: Framework and checklist

APS Values framework

The APS Values Framework
Chart: The APS Values Framework

Building a fair and robust environment to inspire public trust, give APS employees confidence and improve organisational performance.

The APS and its relationship with Government and Parliament

The APS is apolitical, performing its functions in an impartial and professional manner. (s. 10(1)(a) of the PS Act)
The APS is openly accountable for its actions, within the framework of Ministerial responsibility to the Government, the Parliament and the Australian public. (s. 10(1)(e) of the PS Act)
The APS is responsive to the Government in providing frank, honest, comprehensive, accurate and timely advice and in implementing the Government’s policies and programs. (s. 10(1)(f) of the PS Act)

The APS and its relationship with the public

The APS delivers services fairly, effectively, impartially and courteously to the Australian public and is sensitive to the diversity of the Australian public. (s. 10(1)(g) of the PS Act)
The APS provides a reasonable opportunity to all eligible members of the community to apply for APS employment. (s. 10(1)(m) of the PS Act)

The APS and workplace relationships

The APS is a public service in which employment decisions are based on merit. (s. 10 (1)(b) of the PS Act)
The APS provides a workplace that is free from discrimination and recognises and utilises the diversity of the Australian community it serves. (s. 10(1)(c) of the PS Act).
The APS establishes workplace relations that value communication, consultation, co-operation and input from employees on matters that affect their workplace. (s. 10(1)(i) of the PS Act)
The APS provides a fair, flexible, safe and rewarding workplace. (s. 10(1)(j) of the PS Act)
The APS focuses on achieving results and managing performance. (s. 10(1)(k) of the PS Act)
The APS promotes equity in employment. (s. 10(1)(l) of the PS Act)
The APS provides a fair system of review of decisions taken in respect of APS employees. (s. 10(1)(o) of the PS Act)

Personal behaviour in the APS

The APS has the highest ethical standards. (s. 10(1)(d) of the PS Act)
The APS has leadership of the highest quality. (s. 10(1)(h) of the PS Act)
The APS is a career-based service to enhance the effectiveness and cohesion of Australia’s democratic system of government. (s. 10(1)(n) of the PS Act)

Promoting the APS Values: A checklist for Agency Heads

The aim of this checklist is to help Agency Heads assess how well the APS Values and Code of Conduct are being integrated into the management and culture of an agency and to identify areas for improvement.

1. Commitment

In what ways do senior leaders demonstrate visible and strong commitment to the APS Values?
How do senior leaders encourage employees to raise questions about ethical dilemmas?
How is it ensured that employees know they will not be victimised for raising ethical issues?
How do senior leaders communicate to employees that conduct consistent with the APS Values and Code of Conduct is expected and that misconduct will not be tolerated?
Are the Values integrated with strategic direction-setting to allow values-based decision making to cascade through planning and performance frameworks at all levels?
Do learning and development programs aimed at leaders and managers include guidance on modelling the APS Values and their responsibilities to staff, and training in coaching and mentoring for values-based decision making?
Is information about the APS Values and the Code of Conduct included in induction programs?
How are APS employees informed about the standards of conduct expected of them?
Are there learning and development programs available to all employees that address their responsibilities under the APS Values and Code of Conduct and handling tensions inherent in the APS Values, develop skills for ethical analysis and reasoning and provide sources of guidance and direction?

2. Management

How do management policies and practices reflect the APS Values and Code of Conduct?
Are all instructions and guidance to employees, including chief executive instructions, people management rules and guidance, and advice on communications with ministers' offices and the media, consistent with and supportive of the APS Values and Code of Conduct?
Is a commitment to the APS Values and Code of Conduct set out in key corporate documents such as the corporate plan, service/client charters and workplace agreements?
How is it ensured that the APS Values and Code of Conduct are integrated into the performance management framework?
Are relevant legislation and rules clearly set out in instructions and guidance to employees?
Where written instructions and guidance create latitude for decision making is reference made to the APS Values and Code of Conduct?
Do instructions, advice and guidance actively encourage day-to-day observance of the APS Values and Code of Conduct?
Are instructions, advice and guidance aimed at all employees easily accessible? Is there good cross-referencing and, if this is made available electronically, good key word search facilities?

3. Assurance

What measures are in place to ensure that internal control systems, such as internal audit, fraud control strategies and risk assessment, are functioning and effective?
How is it ensured that the agency's procedures for determining whether an employee has breached the Code of Conduct are effective? How is it ensured that sanctions for breaches of the Code of Conduct are reasonable and have regard to relevant legal principles? How is it ensured that there is broad consistency of decision making with respect to sanctions across the agency?
How is it ensured that employees are encouraged to expose wrongdoing without fear of victimisation and are aware of agency whistleblowing procedures?
How are decision making review systems (both internal and external) used to provide systematic feedback on agency systems and procedures and their consistent support of the Values?
How is it ensured that employees are aware of the agency's review of action scheme? How is it ensured that employees are informed of their review rights, including how to seek a review?
How are customer (or client) and staff surveys used to assess how the agency is upholding the APS Values?
How is it ensured that tenderers, contractors and suppliers understand what is expected of them and the APS employees they have contact with, in terms of the APS Values and Code of Conduct, and the standards of behaviour they should exhibit when tendering for a contract and in delivering their contractual obligations? How are these expectations enforced?
How is it ensured that records are created and maintained that meet accountability requirements (including compliance with legislation), business needs and community expectations? Subject to any limitation required by legislation, how is it ensured that decision making processes are transparent and open to public scrutiny?
How is adherence to the APS Values and Code of Conduct monitored within standard corporate reporting and management information systems?

Important note: The action suggested by this checklist is not intended to address all of an Agency Head's responsibilities to promote and uphold the APS Values under thePublic Service Act 1999 (PS Act). In particular, Agency Heads must comply with the Public Service Commissioner's Directions 1999 on each of the APS Values.

APS Code of Conduct

The Code of Conduct requires that an employee must:

behave honestly and with integrity in the course of APS employment.
act with care and diligence in the course of APS employment.
when acting in the course of APS employment, must treat everyone with respect and courtesy, and without harassment.
when acting in the course of APS employment, must comply with all applicable Australian laws.
comply with any lawful and reasonable direction given by someone in the employee's Agency who has authority to give the direction.
maintain appropriate confidentiality about dealings that the employee has with any minister or minister's member of staff.
disclose, and take reasonable steps to avoid, any conflict of interest (real or apparent) in connection with APS employment.
use Commonwealth resources in a proper manner.
not provide false or misleading information in response to a request for information that is made for official purposes in connection with the employee's APS employment.
not make improper use of:
1. inside information or
2. the employee's duties, status, power or authority
in order to gain, or seek to gain, a benefit or advantage for the employee or for any other person.
at all times behave in a way that upholds the APS Values and the integrity and good reputation of the APS.
while on duty overseas must at all times behave in a way that upholds the good reputation of Australia.
except in the course of his or her duties as an APS employee or with the Agency Head's express authority, not give or disclose, directly or indirectly, any information about public business or anything of which the employee has official knowledge.

The Code of Conduct is set out in section 13 of the Public Service Act 1999.

For further information about Embedding the APS Values and The APS Values Framework please contact the APS Commission helpline on (02) 6202 3859.

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