Public sector values

About the public sector values

The 7 core public sector values guide the ethics and behaviour of everyone who works in the public sector.

There’s a strong link between workplace culture and how staff perceive their organisation lives the public sector values.

Read more about the values in the code of conduct.

Key findings

The key findings are for the Victorian public sector.

The lowest levels of positive agreement were results for leadership and integrity.

This is consistent with previous surveys and reflects low confidence in:

• recruitment practices
• how leaders demonstrate honesty and integrity.

Improvements in positive views

Positive views of:

• integrity rose to 73% from 71% in 2021
• human rights rose to 81% from 77% in 2021.

Positive views that have stayed the same

Positive views of:

• respect was 79% in 2021 and 2022
• leadership was 73% in 2021 and 2022.

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Responsiveness

A commitment to responsiveness can help build trust and lead to better outcomes.

This graph shows the percentage of respondents who agree their workgroup seeks to deliver timely and quality advice and services.

The results combine agree and strongly agree to ‘my workgroup provides high-quality advice and services”.

Year 2023 2022 2021 2020 2019 2018 2017 2017 Filter by industry Whole of public sector Public entities Victorian Public Service Creative industries, finance, transport and other Police and emergency services Public health care TAFE and other education Water and land management Government schools Filter by demographic Overall Aboriginal and/or Torres Strait Islander Age Full-time or part-time Ongoing, fixed-term or casual Ongoing or fixed-term Cultural identity Disability Gender Gender identity Religion Headcount Full-time equivalent Employers Percentage of all employees by headcount Percentage of all full-time equivalent employees Remuneration Remuneration gap as an amount Remuneration gap as a percentage View as a number or percentage Percentage Number Salary Percentage of industry Percentage of total public sector workforce

 

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Integrity

It measures integrity as:

• being fair, honest and transparent
• conducting ourselves properly
• using public sector powers responsibly.

The Victorian community needs high trust in how everyone in the public sector works and what they do.

This graph shows the percentage of respondents who agree their organisation, managers and workgroup act with integrity.

Year 2023 2022 2021 2020 2019 2018 2017 2017 Filter by industry Whole of public sector Public entities Victorian Public Service Creative industries, finance, transport and other Police and emergency services Public health care TAFE and other education Water and land management Government schools Filter by demographic Overall Aboriginal and/or Torres Strait Islander Age Full-time or part-time Ongoing, fixed-term or casual Ongoing or fixed-term Cultural identity Disability Gender Gender identity Religion Headcount Full-time equivalent Employers Percentage of all employees by headcount Percentage of all full-time equivalent employees Remuneration Remuneration gap as an amount Remuneration gap as a percentage View as a number or percentage Percentage Number Salary Percentage of industry Percentage of total public sector workforce

 

Integrity – survey questions

The results combine agree and strongly agree answers to these statements:

• My manager demonstrates honesty and integrity
• My organisation is committed to earning a high level of public trust
• My organisation does not tolerate improper conduct
• I feel safe to challenge inappropriate behaviour at work
• Senior leaders demonstrate honesty and integrity
• People in my workgroup are honest, open and transparent in their dealings
• People in my workgroup appropriately manage conflicts of interest.

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Impartiality

This graph shows the percentage of respondents who agree their organisation and workgroup make objective and fair decisions:

• based on merit
• without bias, favouritism or self-interest.

Year 2023 2022 2021 2020 2019 2018 2017 2017 Filter by industry Whole of public sector Public entities Victorian Public Service Creative industries, finance, transport and other Police and emergency services Public health care TAFE and other education Water and land management Government schools Filter by demographic Overall Aboriginal and/or Torres Strait Islander Age Full-time or part-time Ongoing, fixed-term or casual Ongoing or fixed-term Cultural identity Disability Gender Gender identity Religion Headcount Full-time equivalent Employers Percentage of all employees by headcount Percentage of all full-time equivalent employees Remuneration Remuneration gap as an amount Remuneration gap as a percentage View as a number or percentage Percentage Number Salary Percentage of industry Percentage of total public sector workforce

 

Impartiality – survey questions

The results combine agree and strongly agree answers to these statements:

• My workgroup acts fairly and without bias
• People in my workgroup are politically impartial in their work.

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Accountability

This graph shows the percentage of respondents who agree that they and their workgroup:

• work to clear objectives
• are accountable for what they do and the resources they use.

Year 2023 2022 2021 2020 2019 2018 2017 2017 Filter by industry Whole of public sector Public entities Victorian Public Service Creative industries, finance, transport and other Police and emergency services Public health care TAFE and other education Water and land management Government schools Filter by demographic Overall Aboriginal and/or Torres Strait Islander Age Full-time or part-time Ongoing, fixed-term or casual Ongoing or fixed-term Cultural identity Disability Gender Gender identity Religion Headcount Full-time equivalent Employers Percentage of all employees by headcount Percentage of all full-time equivalent employees Remuneration Remuneration gap as an amount Remuneration gap as a percentage View as a number or percentage Percentage Number Salary Percentage of industry Percentage of total public sector workforce

 

Accountability – survey questions

The results combine agree and strongly agree answers to these statements:

• I understand how my job helps my organisation achieve it’s goals
• I clearly understand what I am expected to do in this job
• My workgroup uses its resources well
• My workgroup has clear lines of responsibility
• Senior leaders provide clear strategy and direction.

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Respect

This graph shows the percentage of respondents who agree that their manager and workgroup show respect for their colleagues, other public officials and members of the Victorian community by:

• treating them fairly and objectively
• ensuring freedom from discrimination, harassment and bullying
• using their views to improve outcomes on an ongoing basis.

Year 2023 2022 2021 2020 2019 2018 2017 2017 Filter by industry Whole of public sector Public entities Victorian Public Service Creative industries, finance, transport and other Police and emergency services Public health care TAFE and other education Water and land management Government schools Filter by demographic Overall Aboriginal and/or Torres Strait Islander Age Full-time or part-time Ongoing, fixed-term or casual Ongoing or fixed-term Cultural identity Disability Gender Gender identity Religion Headcount Full-time equivalent Employers Percentage of all employees by headcount Percentage of all full-time equivalent employees Remuneration Remuneration gap as an amount Remuneration gap as a percentage View as a number or percentage Percentage Number Salary Percentage of industry Percentage of total public sector workforce

 

Respect – survey questions

The results combine agree and strongly agree answers to these statements:

• My manager treats employees with dignity and respect
• My organisation takes steps to eliminate bullying, harassment and discrimination
• My organisation encourages respectful workplace behaviours
• People in my workgroup treat each other with respect.

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Leadership

Leading by example is important to developing a positive workplace culture and helps build trust with the Victorian community.

This graph shows the percentage of respondents who agree their leaders apply and promote the Victorian public sector values.

Year 2023 2022 2021 2020 2019 2018 2017 2017 Filter by industry Whole of public sector Public entities Victorian Public Service Creative industries, finance, transport and other Police and emergency services Public health care TAFE and other education Water and land management Government schools Filter by demographic Overall Aboriginal and/or Torres Strait Islander Age Full-time or part-time Ongoing, fixed-term or casual Ongoing or fixed-term Cultural identity Disability Gender Gender identity Religion Headcount Full-time equivalent Employers Percentage of all employees by headcount Percentage of all full-time equivalent employees Remuneration Remuneration gap as an amount Remuneration gap as a percentage View as a number or percentage Percentage Number Salary Percentage of industry Percentage of total public sector workforce

 

Leadership – survey questions

The results combine agree and strongly agree answers to these statements:

• My manager models my organisation’s values
• Senior leaders model my organisation’s value.

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Human rights

Under the Victorian Charter of Human Rights and Responsibilities, organisations must consider human rights in how they work and act.

This graph shows the percentage of respondents who agree that human rights are understood and applied in their organisation.

Year 2023 2022 2021 2020 2019 2018 2017 2017 Filter by industry Whole of public sector Public entities Victorian Public Service Creative industries, finance, transport and other Police and emergency services Public health care TAFE and other education Water and land management Government schools Filter by demographic Overall Aboriginal and/or Torres Strait Islander Age Full-time or part-time Ongoing, fixed-term or casual Ongoing or fixed-term Cultural identity Disability Gender Gender identity Religion Headcount Full-time equivalent Employers Percentage of all employees by headcount Percentage of all full-time equivalent employees Remuneration Remuneration gap as an amount Remuneration gap as a percentage View as a number or percentage Percentage Number Salary Percentage of industry Percentage of total public sector workforce

 

Human rights – survey questions

The results combine agree and strongly agree answers to these statements:

• I understand how the Charter of Human Rights and Responsibilities applies to my work
• My organisation encourages employees to act in ways that are consistent with human rights.

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Data set

This .CSV file has the data for each survey question on this page.

Public sector values 2022 (3kb)