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 facts
Improvements in performance against the values
responsiveness rose to 82% from 81% in 2023 human rights rose to 82% from 81% in 2023 accountability rose to 76% from 75% in 2023 leadership rose to 74% from 73% in 2023.
Positive views that have stayed the same
respect was 80% in 2024 and 2023
impartiality was 75% in 2024 and 2023
integrity was 73% in 2024 and 2023.
Responsiveness
A commitment to responsiveness can help build trust and lead to better outcomes.
The results combine agree and strongly agree answers to this statement:
My workgroup provides high-quality advice and services. Integrity
We define 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.
The results combine agree and strongly agree answers to these statements:
People in my workgroup are honest, open and transparent in their dealings
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
People in my workgroup appropriately manage conflicts of interest
My manager demonstrates honesty and integrity
Senior leaders demonstrate honesty and integrity. Impartiality
We define impartiality as making objective and fair decisions:
based on merit
without bias, favouritism or self-interest.
The results combine agree and strongly agree answers to these statements:
People in my workgroup are politically impartial in their work
My workgroup acts fairly and without bias. Accountability
Employees and workgroups show accountability when they:
work to clear objectives
are accountable for what they do and the resources they have.
The results combine agree and strongly agree answers to these statements:
Senior leaders provide clear strategy and direction
I clearly understand what I am expected to do in this job
My workgroup has clear lines of responsibility
I understand how my job helps my organisation achieve its goals
My workgroup uses its resources well. Respect
Employees, managers and workgroups show respect for their colleagues, other public officials and members of the community by:
treating them fairly and objectively
ensuring freedom from discrimination, harassment and bullying
using their views to improve outcomes on an ongoing basis.
The results combine agree and strongly agree answers to these statements:
People in my workgroup treat each other with respect
My manager listens to what I have to say
My manager treats employees with dignity and respect
My organisation encourages respectful workplace behaviours
My organisation takes steps to eliminate bullying, harassment and discrimination. Leadership
Leading by example is important to developing a positive workplace culture and helps build trust with the Victorian community.
The results combine agree and strongly agree answers to these statements:
Senior leaders model my organisation's values
My manager models my organisation’s values. Human rights
Under the Victorian Charter of Human Rights and Responsibilities , organisations must consider human rights in how they work and act.
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. Data sets, key terms and how we prepare data
