Code of Conduct for Victorian Public - PowerPoint Presentation

1. Code of Conductfor Victorian Public Sector Employees

2. Describes how we are expected to behave towards the Victorian Government, community and colleagues May be supplemented by information in:LegislationIndustrial agreementsAwardsPoliciesProcedures Failing to comply with the code may be misconductWhat is the code of conduct?

3. Responsiveness IntegrityImpartialityAccountabilityRespectLeadershipHuman rightsThe code reinforces our values

4. Why is a shared understandingof the values important?Encourages high performanceGives organisations the competitive edgeProvides organisational clarity in moments of crisisCreates an organisation with increased agility and creativityEnables strategic organisational learning and accelerated employee capability and performanceCollins, J & Porras, J 1994, Built to last: Successful habits of visionary companies

5. Demonstrating responsivenessAdvising GovernmentRemaining apoliticalServices to the communityContributing to improvements

6. Demonstrating integrityHonesty at workUsing powers at workFinancial probityOfficial informationPublic commentReporting unethical behaviourConflict of interestOther employmentPublic trustCriminal offencesDrugs and alcohol

7. Demonstrating impartialityDecisions and adviceGifts and benefitsActing fairlyImplementing government policies and programs

8. Demonstrating accountabilityWorking to clear objectivesBeing responsible for decisions and actionsWork resourcesOpen to scrutinyAbility to meet essential requirementsCompliance with legislation

9. Demonstrating respectFair and objective treatmentPrivacy and confidentialityMaintaining confidentialityEquity and diversityImproving outcomes

10. Demonstrating leadershipLeading by exampleManaging staffSupporting others

11. Demonstrating human rightsUnderstanding human rightsMaking decisions and providing advice consistent with human rightsImplementing human rightsProtecting human rights

12. Not just good versus badIntentional misconduct to benefit the organisationEg: An employee bypasses quality controls to meet a deadlineIntentional misconduct to benefit the individualEg: An employee embezzles funds from his or her employerUnintentional misconduct to benefit the organisationEg: An employee uses confidential information improperly and there is no company policy against thisUnintentional misconduct to benefit the individualEg: An employee accepts lavish entertainment from a supplier without knowing company policy

13. Decision making modelDefine the problemIdentify and consider stakeholdersIdentify underlying values, principles, laws and policiesSpecify and evaluate alternativesGet another opinionMake a decision and act

14. Where to go for further informationA trusted colleagueYour managerHuman resource managerVictorian Ombudsman: www.ombudsman.vic.gov.auEqual Opportunity and Human Rights Commission:www.humanrightscommission.vic.gov.auVictorian Public Sector Commission: www.vpsc.vic.gov.au

15. What to do nextRead the code of conductLead your team in discussing a workplace problem in your next team meetingStart a discussion about the values the next time you have to make a major decisionExamine your own behaviour and challenge misconduct in the workplaceSpeak to HR about how you can get involved in developing a values based organisation

16. Services to the communityA member of the public has been put through to Kylie’s area by mistake. Kylie attempts to answer the call, but she has doubts about the quality of the advice she is providing.QuestionsKylie is trying to give good customer service, but what might be the consequences of her advice if it isn't correct? What is more important in this situation, responding in a timely way or giving the correct advice?

17. Reporting unethical behaviourGina’s manager threatens to dismiss her if she ‘blows the whistle’ on fraud within their section. QuestionsIf Gina decides not to report the fraud what will be the repercussion for her organisation and for her?Is Gina protected from retaliation if she reports the fraud? How?Who should she report the fraud to? Should she also report her manager’s threat?

18. Gifts or benefitsHugh is a member of a committee that awards financial grants to small business. He accepts a bottle of wine from a prospective grant recipient. QuestionsIs it appropriate to receive a gift in this situation? Even if the gift wouldn’t influence Hugh’s decision, is there anything wrong with accepting it? Other organisations who didn't receive the grant learn about the gift. What might be the consequences?

19. Working to clear objectivesGary organises work around his incoming emails. He acts on other matters only when they escalate. When Wendy asks Gary to respond to an urgent matter, he says ‘I’ve got 54 emails to deal with first’.QuestionsIs Gary taking the right approach to his work? What should Wendy do if Gary won't attend to the urgent matter until after he has addressed his emails? What responsibility does the manager have to ensure Gary sets the right priorities?

20. Improving outcomesRebecca constructively challenges her colleagues’ ideas. Her colleagues dismiss her input, and as a consequence, she feels isolated and is increasingly reluctant to give her opinion on key issues.QuestionsHow should Rebecca’s colleagues have reacted to her? How could the manager ensure everyone listens to and values all opinions?

21. Supporting othersBarry has trouble completing his work on time no matter how hard he tries or how he organises his time. He doesn’t tell his supervisor for fear of being considered incompetent.QuestionsDoes Barry’s supervisor have a role to play in monitoring the workload of his staff? How could Barry determine whether he has an unreasonable workload? What options does Barry have to alleviate the situation and get the work done?

22. Implementing human rightsMeg has recently become a parent. Although she returns to work part-time, her manager does not reduce her workload. Meg is depressed that she will have to do the same amount of work, in fewer hours and for less pay. She then discovers this has happened to other women in her organisation.QuestionsHow are Meg’s human rights being violated?How is she being discriminated against?What laws protect her?

23. Code of Conductfor Victorian Public Sector Employees