code of conduct for victorian public sector employees
TRANSCRIPT
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Code of Conductfor Victorian Public Sector Employees
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Describes how we are expected to behave
towards the Victorian Government, community and
colleagues
May be supplemented by information in:
• Legislation
• Industrial agreements
• Awards
• Policies
• Procedures
Failing to comply with the code may be
misconduct
What is the code of conduct?
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Responsiveness
Integrity
Impartiality
Accountability
Respect
Leadership
Human rights
The code reinforces our values
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Why is a shared understandingof the values important?
Encourages high performance
Gives organisations the competitive edge
Provides organisational clarity in moments of crisis
Creates an organisation with increased agility and creativity
Enables strategic organisational learning and accelerated employee
capability and performance
Collins, J & Porras, J 1994, Built to last: Successful habits of visionary companies
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Demonstrating responsiveness
Advising Government
Remaining apolitical
Services to the community
Contributing to improvements
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Demonstrating integrity
Honesty at work
Using powers at work
Financial probity
Official information
Public comment
Reporting unethical
behaviour
Conflict of interest
Other employment
Public trust
Criminal offences
Drugs and alcohol
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Demonstrating impartiality
Decisions and advice
Gifts and benefits
Acting fairly
Implementing government
policies and programs
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Demonstrating accountability
Working to clear objectives
Being responsible for decisions and
actions
Work resources
Open to scrutiny
Ability to meet essential requirements
Compliance with legislation
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Demonstrating respect
Fair and objective treatment
Privacy and confidentiality
Maintaining confidentiality
Equity and diversity
Improving outcomes
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Demonstrating leadership
Leading by example
Managing staff
Supporting others
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Demonstrating human rights
Understanding human rights
Making decisions and providing
advice consistent with human rights
Implementing human rights
Protecting human rights
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Not just good versus bad
Intentional misconduct to benefit the organisationEg: An employee bypasses quality controls to meet a deadline
Intentional misconduct to benefit the individualEg: An employee embezzles funds from his or her employer
Unintentional misconduct to benefit the organisationEg: An employee uses confidential information improperly and there is no company policy against this
Unintentional misconduct to benefit the individualEg: An employee accepts lavish entertainment from a supplier without knowing company policy
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Decision making model
Define the problem
Identify and consider stakeholders
Identify underlying values, principles,
laws and policies
Specify and evaluate alternatives
Get another opinion
Make a decision and act
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Where to go for further information
A trusted colleague
Your manager
Human resource manager
Victorian Ombudsman: www.ombudsman.vic.gov.au
Equal Opportunity and Human Rights Commission:
www.humanrightscommission.vic.gov.au
Victorian Public Sector Commission: www.vpsc.vic.gov.au
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What to do next
Read the code of conduct
Lead your team in discussing a workplace problem in your next team
meeting
Start a discussion about the values the next time you have to make a
major decision
Examine your own behaviour and challenge misconduct in the
workplace
Speak to HR about how you can get involved in developing a values
based organisation
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Code of Conductfor Victorian Public Sector Employees