workplace ethics presantation 2016
TRANSCRIPT
Integrity Management Unit
Ignite Enrich Inspire
Ignite Enrich Inspire
• Welcome • Introductions • Rules of Engagement • Purpose • The Way Forward
Rules of Engagement
• Tolerance & patience
• Respect
• Participate fully
Why a workshop on Workplace ethics? Purpose
• In the pursuit of excellence the NPA has developed this programme to assist officials to conduct their work in an ethical manner to earn and maintain the confidence of their team members, colleagues, employers and the public.
• Integrity in the work place is imperative for a healthy working environment.
Who are you? Describe yourself …
1. What is your most important
value and why?
2. How do people perceive you?
3. Tell us one thing about yourself
that people don’t know.
Values
Our operating philosophies
Rules/Codes/Values
• Accountability
• Credibility
• Integrity
• Professionalism
• Service Excellence
Reflections – NPA Values
Branding
Personal Branding• Your personal brand matters• Your brand is your reputation. It’s your calling
card. It’s what you’re known for and how people experience you.
• It’s about bringing who you are to what you do and how you do it.
• Delivering your brand clearly and consistently will create a memorable experience in the minds of those you interact with and can open doors to new opportunities.
Organisational Branding• Every organisation has a brand – whether they like the idea or not.
Your brand is a collection of perceptions about your organisation formed by every communication, action and interaction.
• It’s what people say, feel and think about your organisation – the collective set of expectations and beliefs about what you do and how well you do it.
• A strong brand not only helps to position an organization at a desired level in their service area, but it can also move constituents to action. It helps develop trust and, in turn, loyalty, allowing organizations to create sustainable relationships with their constituents.
The Globe @ a Glance
Comment on these Brands…
Are you an NPA Brand Ambassador?
How do you contribute to Brand South Africa?
Public Sector: Brand Perception
Professionalism
DressTrustworthyCompetentRespectfulConsiderateCourteousCooperativeCommitted
Avoid gossip
• Integrity is one of the fundamental values that employers seek in the employees that they hire.
• It is the hallmark of a person who demonstrates sound moral and ethical principles at work.
• Self reflection
Honesty and integrity
• Respect for self and for others• Treat people with courtesy, politeness, and kindness.• Encourage co-workers to express opinions and ideas.• Listen to what others have to say before expressing your
viewpoint. • Never speak over, butt in, or cut off another person.• Never insult people, name call, disparage or put down
people or their ideas.
Respectfulness
• Acknowledge other’s contribution• Show gratitude• Learn from others • Maintain sense of humor • Admit mistakes • Let people do their jobs
Humility
• Who are open to new ideas, • flexible enough to work through
challenging issues, and generally able to cope when things don't go as planned.
• Embrace others’ strength and weaknesses
• Adapt your behaviour to accommodate others
Adaptability
• Show Up for Work• Punctuality • Preparedness• Do Your Job• Support Others• Meet Deadlines• Be a Team Player• Deliver work on time
Dependability
Attitude
Attitude Determines Your Altitude
Your attitude can determine how high you get to the top.
Even a pilot needs knowledge to fly, and land in a safe spot.
Being negative paralyzes a man, causing him to stop.
It can only burden him down, causing him to drop.
If you plan to get ahead in life, watch those you are hanging around.
If you find they're not moving on, don't let them pull you down.
Keep a positive attitude, no matter what is said.
Let them see you soar like an Eagle, far above their head.By, Sandra J. Nailing
• Aim to be outstanding• Put extra hours• Attention to detail• Devotion to excellence• Passion • Assisting Co-Workers
Dedication
Accountability• Being prepared to take responsibility for our own work,
make commitments, find solutions and be accountable for the results.
• Compliance (laws, regulations, rules, policies)• Accurate reporting• Accept personal responsibility for actions• Protecting NPA assets and records• Adhere to the NPA Code of Ethics and Code of
Conduct and the organisations values, policies and procedures
CollaborationWhen two or more people work together through idea sharing and thinking to accomplish a common goal•Access to Skills and Strengths•Develop Employee Skills•Solve Problems and Innovate Faster•Work Efficiency (Divide and Conquer)
Ignite Enrich Inspire
Technology: the impact of Social Media
The Lens of Ethics
Ethical decision makingThe decision making process takes the form of a set of "filters". At key steps in the decision making process, the decision maker can stop and run his/her considerations through these filters. To make it easy to understand and apply these filters we suggest the acronym, PLUS.•P = Policies• Is it consistent with the NPA policies, procedures and guidelines?•L= Legal• Is it acceptable under the applicable laws and regulations?•U = Universal• Does it conform to the universal principles/values that the NPA has
adopted?•S= Self• Does it satisfy my personal definition of right, good and fair?
Ethical decision making
• For guidance:– Speak to your manager– Speak to a manager whose judgement you
trust– Speak to our Ethics Officers, Ethics
Ambassador
NPA Gift Policy
In terms of the Gifts Policy NPA officials may not:• Accept or solicit any gifts.
• Accept loans from service providers.
• Procure goods or services for personal use at a discounted rate not offered to the general public.
• Derive any additional benefit or discount from vendors who do business with the NPA.
NPA Gift Policy – Conflict of Interest
Answer the following questions. • What do you understand by a Conflict of Interest?
• Name two examples where an NPA employee can be conflicted?
• What must an employee do in the event that he/she is conflicted?
NPA Gift Policy – Conflict of InterestDefinitionA conflict of interest involves a conflict between the public
duty and private interests of a public official in which the
public official has private capacity interests which could
improperly influence the performance of their official duties
and responsibilities.
Examples of possible Conflict of Interest situations• Gifts and other forms of benefits
• Affiliations with for-profit and non-profit organisations, other government entities and government owned corporations
• Affiliations with political, trade union or professional bodies
Public Service Act, Section 30Ethical conduct: An employee shall— If he or she has permission in terms of section 30 of the Act to perform outside remunerative work, not— (i) perform such work during official work hours; and (ii) use official equipment or state resources for such work. An application by an employee to perform remunerative work outside his or her department shall be in accordance with the process determined by the Minister and in the form issued by the Minister.Employee completes form, submits to Ethics Officer (EO). 30 days starts.
Performance of remunerative work
Performance of remunerative work
Applicant EO (3)
Supervisor (5)
AnalyseHRID CONFLICTRecommend (7 days)
Executive (30 days)•Sign•Approve•Disapprove
Certificate: 12months
Whistle Blowing Policy
WHISTLE-BLOWING POLICY• To Protect and encourage employees to
blow the whistle on genuine concerns about criminal conduct and malpractices
• Employees’ have the responsibility to disclose criminal conduct and malpractice in the workplace
• Assures employees that NPA management will not tolerate harassment or victimization
(Not applicable to personal grievances)
Whistle Blowing Policy
Obligation to report:
The policy clearly indicate the duty on all NPA members to report on criminal conduct and malpractice. - In terms of the Public Service Regulations, 2001 and the Prevention of Corrupt Activities Act, 2004
Whistle Blowing Policy
Protection under Protected Disclosures Act, 2000.
It clearly states that NO “employee shall be victimised or penalised by the NPA or an employee of the NPA as a direct or indirect result of having made a PROTECTED disclosure”)
Whistle Blowing Policy
Manner of reporting and protection of identity:
• Disclosure can be in writing or oral.• Whistle blowing raised anonymously
may not be investigated (possibility)• Some cases of criminal conduct of the
law may require the disclosing of a whistle blowers identity
• The toll free number of the NPA Service Delivery Hotline: 0800 212 580
Whistle Blowing Policy
How to raise concern internally:
• Line manager• Head of BU• Head of IMU• Head of Administration• NDPP
Whistle Blowing Policy
How reported matter will be handled:
• The NPA will investigate misconduct and malpractices committed by its own employees
• The NPA will acknowledge receipt of report within 7 days
• Confidentiality • All investigations will be “conducted and
finalised without unreasonable delay”• The complainant will be informed of the
outcome of the matter investigated
• Be unstoppable • Seek better ways and innovative answers• Have purpose• Be resilient • Push ahead
The way forward
Taking responsibility: It is really up to you…
