The State election will be held on Saturday 26 November 2022. During the caretaker period (commencing 6.00 pm on Tuesday 1 November 2022) content will only be added to this website in line with the caretaker conventions.
Model integrity performance goal
These model integrity performance goals, measures and discussion prompts are for public sector executives to use in their performance development plan (PDP).
The Victorian Public Sector Commission (VPSC) has developed a model integrity performance goal for public sector executives to use in their performance development plans (PDP).
Including a performance goal focused on integrity emphasises that ethical behaviour is a key element of a leader’s performance. It’s important because leaders are role models, setting the tone and expectations that then influence the behaviour of all staff.
How we do our job in the public sector is as important as the results we deliver. Including this model goal in an executive’s PDP is one way to demonstrate that integrity and behaviour are valued as equal to the delivery of outcomes.
To help executives implement this goal, we’ve also included performance measures and discussion prompts.
Model goal: role model and embed an effective integrity culture (all executives)
Public sector executives are encouraged to use this goal and select the relevant measures for their role.
For each measure, we’ve included example performance discussion prompts to add to the PDP.
Monitors and (where appropriate) supports improvement in branch or division’s performance on the People matter survey ‘safe to speak up’ and ‘safety climate’ questions.
As a leader, contributes to a positive team culture by setting clear expectations, encouraging open communication, involving their team in decisions, promoting respectful conversations, and creating an environment where it’s acceptable to make mistakes and learn from them.
Encourages reports of wrongdoing, takes them seriously and ensures issues are promptly and appropriately managed, including protecting staff who speak up.
Example performance discussion prompts:
Embeds proactive integrity conversations into branch or division meetings, performance reviews, program reviews and evaluations to support a pro-integrity culture.
Initiates difficult integrity conversations early, in response to emerging integrity issues or concerns.
Develops or leads an initiative to generate a conversation about integrity in the team and branch.
Example performance discussion prompts:
Shares information with their team about how decisions have been made including being transparent about one’s own roles and actions and acknowledging own mistakes.
Demonstrates support for reviews and audits of team’s work and encourages team members to view these as an opportunity for improvement.
Documents advice and decisions consistently and encourages team to maintain strong record-keeping practices.
Example performance discussion prompts:
Takes steps to ensure team members understand their roles and responsibilities to provide full, frank and fearless advice to senior executives and have supported them to do so, including by being open to receiving such advice and responding appropriately.
Can provide an example of providing difficult advice to a minister and senior executives, including keeping appropriate records of decision making.
Example performance discussion prompts:
Has completed all declarations and forms for private and conflicts of interest related to their employment and revisited these if circumstances change.
Has completed all required declarations for gifts, benefits and hospitality.
Can demonstrate that their branch or division implements the relevant financial management and procurement policies and processes.
Performs due diligence on all use of public sector financial resources to ensure value for money and public trust in expenditure decisions.
Example performance discussion prompts:
Has ensured that fraud, corruption and other risks within their team are identified and managed.
Has ensured team members complete all required integrity declarations and forms and appropriately managed risks arising from these.
Has ensured that recruitment is merit-based and conducted in accordance with Victorian public sector employment principles and relevant policies (for both executives and non-executive staff).
Resources
Further resources to support executives to understand their integrity obligations are available on the VPSC website. The Australian Public Sector Commission has also produced resources on leadership and integrity culture.
