How we define integrity
Integrity in the public sector is about doing the right thing.
This means demonstrating sound ethics and values through our work in a way that serves the best interests of the Victorian community and maintains trust in the public sector.
In practical terms, this means extra emphasis on:
- creating and maintaining a safe-to-speak-up culture
- providing frank and fearless advice
- consistently adopting merit-based recruitment practices
- rewarding our people not only for what they achieve but how they go about it
- actively considering and managing real and perceived conflicts of interest
- remaining apolitical
- ensuring compliance with all legislative frameworks, policies and practices to ensure we meet integrity standards.
About the framework
Strong integrity performance underpins public trust in government. It’s also a critical driver of public sector employee engagement and wellbeing.
To support and promote strong integrity performance, we have refreshed our framework for public sector integrity.
The framework has 4 parts:
- Outcomes – the benefits achieved when we act with integrity.
- Domains of integrity – what we need to build and sustain public sector integrity.
- Indicators – how we measure our progress in strengthening integrity.
- Foundations – the values and codes that guide our behaviour.
Your use of the framework
Under the heading ‘Domains of integrity’, find links to more information on integrity requirements, policies and resources.
These links give you the right guidance and support for yourself or your public sector organisation.
Your organisation doesn’t have to use this framework to replace any of its integrity frameworks or strategies. But you can use it to inform your organisation’s approach.
You should implement actions against all 7 domains of integrity to strengthen integrity in your organisation.
The framework
Presentation version
Download a copy of the Integrity Framework Presentation.
Victorian public sector integrity framework (PPT, 1.3MB)
1. Outcomes
- Increased public trust in government.
- Transparent public sector decision-making.
- Increased effectiveness and efficient use of public resources.
- Prevention of integrity risks before they arise.
- Reduced cost to government associated with integrity breaches.
2. Domains of integrity
Leadership
Leadership sets the ethical tone. Leadership that sets clear expectations and communicates about integrity, acts in the public interest and is accountable, supports workforce integrity.
It focuses on:
- behaviours
- culture setting
- staff perceptions
- integration into strategic and operational plans
- financial sustainability
- engagement with ministers and their offices.
Culture
Culture influences decision-making, priorities, attitudes and behaviours. This includes whether policies, processes and other internal controls are followed and implemented.
An integrity-based culture is one where staff at all levels are responsible for promoting integrity, which makes it safe to speak up and raise integrity concerns.
It focuses on:
- organisational values
- safety climate
- cultural safety
- attitudes
- workload and stress
- staff perceptions.
A good way to track your organisation’s integrity culture is through the People matter survey.
Capability
Capability is how integrity education, guidance and resources ensure that the workforce has the knowledge, awareness and skills to deliver on integrity obligations day to day.
It focuses on:
- guidance and training
- knowledge
- awareness
- skills
- resourcing.
Policies, processes and frameworks
Policies and frameworks set the integrity standards and obligations that are then operationalised through integrity processes. They set the parameters for what the workforce can and can’t do.
It focuses on:
- declaration of private interest
- conflict of interest
- financial management
- procurement
- pre-employment misconduct screening
- secondary employment practices
- management of separation risks
- records management
- information security
- gifts, benefits and hospitality
- public interest disclosures
- review of actions
- merit-based employment practices
- complaints processes.
Governance and accountability
Governance and accountability ensure effective oversight and accountability for integrity practice within the organisation. This supports trust in the integrity system through transparency of both performance and planned improvements.
It focuses on:
- clear governance and oversight
- consistent, timely reporting on integrity performance
- assurance over integrity policies, process and systems
- clarity of delegations
- compliance management.
Prevention of fraud, corruption and misconduct
Supports the prevention, the likelihood of detection, and appropriate responses to fraud, corruption and misconduct in line with the:
- Standing Directions and Instructions under the Financial Management Act 1994
- Fraud and Corruption Control Standard.
It focuses on:
- prevention strategies
- detection systems and internal controls
- investigation and response functions
- avenues for reporting
- monitoring instances of fraud, corruption and misconduct.
We haven’t developed indicators for this domain, as it’s outside the VPSC’s legislated functions.
Risk management
Integrity risks can lead to integrity breaches. Considered risk assessment helps agencies to meet public expectations. This supports greater awareness of and better responses to risks to protect public resources and the community.
It focuses on:
- integrity integrated into the risk management framework
- appropriate controls to mitigate integrity risk
- monitoring the effectiveness of controls in mitigating breaches.
We haven’t developed indicators for this domain, as it’s outside the VPSC’s legislated functions.
3. Foundations
The public sector values and codes of conduct underpin the framework’s domains of integrity and outcomes.
The public sector values are:
- responsiveness
- integrity
- impartiality
- accountability
- respect
- leadership
- human rights.
The codes of conduct are:
- the code of conduct for public sector employees
- the code of conduct for public sector employees of special bodies
- the code of conduct for directors of public sector entities.