Compliance with public sector standards and ethical codes

Minimum standards (the Standards) of merit, equity and probity are to be complied with under section 21 of the Act. These Standards relate to a number of human resource activities and are collectively referred to as the Public Sector Standards in Human Resource Management. Standards exist for employment, performance management, grievance resolution, redeployment, termination and discipline.

In accordance with section 31(1) of the Public Sector Management Act 1994 [the Act], departments are required to report on the extent of compliance with public sector standards, codes of ethics and any relevant code of conduct. In addition to this compliance report, significant actions are undertaken to promote compliance.

The department administers its business in accordance with the Public Sector Standards, the Western Australian Public Sector Code of Ethics and its own Code of Conduct. The department is committed to fostering an organisational culture based on ethical, transparent and accountable behaviour. Employees are actively encouraged to demonstrate high standards of conduct and integrity at all times.

The department’s Code of Conduct is aligned with the Public Sector Commissioner’s Instructions No. 7 – Code of ethics and No. 8 – Codes of conduct and integrity training. The Code of Conduct guides employees’ behaviour in line with the standards of conduct and integrity required as a public officer, and outlines detailed processes on reporting misconduct or suspected breaches of the code.

All employees are provided with a copy of the Code of Conduct and are required to acknowledge their understanding of its intent annually through the department’s performance management process.

As at 30 June 2017, 99.3 per cent of employees had confirmed they have received and read the Code of Conduct and sought explanation where necessary from their manager.

Training in Accountable and Ethical Decision-Making (AEDM) is compulsory for all new employees, and is delivered face-to-face. Refresher training is required every three years and is provided online.

The department provides AEDM training online for contractors and short-term agency staff who provide a service for three months or longer. The content of online training programs is regularly reviewed to ensure employees are provided with up-to-date information. As at 30 June 2017:

• 92 per cent of employees had completed the AEDM training
• 92 per cent of employees had completed refresher training
• 57 per cent of contractors had completed AEDM training.

To further increase awareness of meeting these codes and obligations as a public officer, Conflict of Interest training has also been introduced.

New employees are required to attend induction sessions that detail their responsibility to comply with the Code of Conduct, and emphasise an employee’s obligation to report suspected unethical behaviours or actions.

As part of the department’s Essentials Training program, Manager Induction training has continued to be rolled out to new managers. New, acting and recommended managers/supervisors are provided training in their corporate responsibilities, with a strong focus on compliance and governance.

Breach of Standard claims

Breach of Standard claims may be made for all Standards other than the Discipline Standard.

In 2016-17 there were two claims lodged against the Employment Standard, two breach claims lodged against the Performance Management Standard and two breach claims lodged against the Grievance Management Standard. All claims were reviewed by the Public Sector Commissioner with no breaches found.