Promote integrity and accountability
Providing leadership to the APS on matters of integrity
Source of criteria: APSC Corporate Plan 2015–19, page 12
Measure: We will support the Integrity Agencies Group to ensure that integrity is embedded in entities. This will include identifying gaps in existing arrangements for dealing with integrity risks.
Result: The Commission continued to provide leadership on integrity by developing professional relationships with the government and the parliament, with the public, and with public servants. This included two meetings of the Integrity Agencies Group during the year.
Measure: We will develop practical tools to help managers identify and deal with behaviours that raise risks to integrity by June 2016.
Result: The Commission developed a kit of practical tools to help managers to identify and deal with integrity risks. It will be published in the first quarter of the 2016–17 financial year.
Performance analysis—corporate goal 3
The Commission published a new edition of Australian Public Service Values and Code of Conduct in Practice in February 2016.
The guide has been revised, restructured and significantly simplified, and pulls into one place Commission guidance on related topics such as bullying and harassment. Other changes include:
- revisions to take account of legislative change
- a clarification of expectations about public servants appearing in government advertising and information campaigns
- alignment of the definition of bullying with the definition in the Fair Work Act 2009
- new templates for the disclosure of private interests.
The guide is structured around the three professional relationships that are central to public servants: relationships with the government and the parliament, relationships with the public, and relationships with colleagues.
The guide deals with ethical problems that can arise in the workplace. While it does not have the answer to every ethical problem an employee may be faced with, it does provide principles that will point to an answer in many cases. The guide is aimed primarily at human resource practitioners for use when developing agency policies. Line managers may also find it helpful as a reference for dealing with issues relating to employee conduct. It is also a source of advice for APS employees on a range of topics, as a supplement to their own agency's policies.