[Source of criteria: APSC Corporate Plan 2017–18, page 14.]
Activity: Evaluate agency approaches to embedding the APS values
Key performance indicator: APS agencies have measures in place to embed the APS values effectively.
Measure: By 30 June 2018 develop and scope an evaluation of agency approaches.
2017–18 result: Initial scoping of an evaluation of agency approaches has been completed.
Key performance indicator: Census data indicates that managers and employees understand their professional obligations as APS employees.
Measure: By 30 June 2019:
- evaluate agency approaches using a mix of qualitative and quantitative measures
- research relevant jurisdictions to identify best-practice approaches
- promote best-practice approaches to APS agencies.
- continue publication of timely, relevant, accessible guidance on integrity issues in the APS.
2017–18 result: In progress. Guidance on integrity issues in the APS continues to be published.
Activity: Ensure approaches to integrity issues align with future workplace arrangements
Key performance indicator: Feedback from agencies indicates a reduction in the average time taken to complete inquiries.
Measure: Arrangements for inquiries into conduct are revised to make them simpler and more flexible.
2017–18 result: A number of initiatives have been developed; consultation with relevant agencies is complete.
Key performance indicator: Proportion of completed misconduct cases referred for review to the MPC declines.
Measure: New arrangements are released and implemented by agencies.
2017–18 result: While the proportion of completed misconduct cases referred for review to the MPC remains broadly comparable with that for previous years, new arrangements have been developed in consultation with agencies to facilitate better decision making.
Performance analysis: strategic priority 4
EVALUATE AGENCY APPROACHES TO EMBEDDING THE APS VALUES
Initial scoping of an evaluation of agency approaches to embedding the APS values has been completed. This scoping mapped out the qualitative and quantitative criteria necessary to accurately capture how successfully the values have been embedded in APS workplaces. Along with determining the preferred tools and methodologies, the scoping study has positioned the evaluation to boost the Commissioner’s function in upholding high standards of integrity and conduct in the APS.
Ensure approaches to integrity issues align with future workplace arrangements
The Commission has worked to better position itself to lead the APS in responding to emerging and potential future integrity matters. The APS Values and Code of Conduct underpin this activity, demonstrated by the Commission’s release during the reporting year of an updated version of Handling Misconduct. The year also saw the release of the Commission’s guidance on employee obligations in using social media.
Among examples of this work was developing proposals to:
- reform the policy relating to prospective employees’ requirement to disclose historical APS Code of Conduct determinations
- streamline Code of Conduct investigations to provide the option of an expedited, less-expensive process where appropriate
- update agency guidance on disclosing Code of Conduct investigation outcomes to complainants.