Guidelines of the Commissioner for Public Sector Employment provide guidance on the application of a number of public sector employment matters. They are not binding in nature.
The Commissioner is empowered under section 14(d) of the Act to issue guidelines relating to public sector employment matters.
This Guideline is intended as a basis to support public sector agencies in the design and implementation of effective induction systems.
This Guideline is intended as a basis to support public sector agencies in the design and implementation of effective employee exit feedback systems.
This Guideline is intended as a basis to support public sector agencies in the design and implementation of effective performance management and development systems.
This Guideline has been developed as part of the Volunteering Strategy for South Australia 2014-2020 to acknowledge and take a consistent approach to the management and support of volunteers across the public sector, and maximise the effective use of their skills and experience.
An online learning module, Implementing the Commissioner’s Guideline – Volunteers, has been developed to assist those who are responsible for public sector volunteer programs or who provide advice about managing volunteers. This module supports the Guideline of the Commissioner for Public Sector Employment: Volunteers.
If you experience any access issues with this course, please update your browser or try a different browser.
This Guideline is intended to support employees who are suffering from or escaping domestic/ family violence, by supporting them to maintain their employment and wages while taking action to break the cycle of domestic/family violence.
This Guideline is intended to outline good practice procedures and principles for recruitment. This Guideline has been written for application across the South Australian Public Sector, irrespective of employment arrangements.
This Guideline is intended to inform and help employees and managers when dealing with grievances against reviewable employment decisions in the context of employment under Part 7 of the Public Sector Act 2009.
This Guideline is intended to assist human resources practitioners, decision makers and other managers in public sector agencies to manage the suspected, alleged and proven employee unsatisfactory performance, including misconduct.
- Sample Letter A. Notifying of intent to suspend from duty without remuneration and managerial directions
- Sample Letter B. Combining allegations of misconduct – opportunity to respond – and notice of probable disciplinary sanctions in event allegations found proven – opportunity to respond - managerial directions
- Sample Letter C. Notifying of findings of fact and intended disciplinary sanctions – managerial directions
- Sample Letter D. Notifying of findings of fact and notice of decision as to imposition of disciplinary sanctions – managerial directions [relevant to correspondence putting allegations of misconduct and notifying of probable sanctions if allegations found proven]
- Sample Letter E. Imposition of disciplinary sanctions – managerial directions
- Sample Letter F. Notifying of intent to suspend from duty without remuneration and managerial - directions
- Sample Letter G. Notifying suspension from duty without remuneration and managerial directions
This Guideline is primarily intended to help employees and agencies in the public sector decide what to do when offered gifts or benefits in the course of employment activities. This Guideline should also be considered by public sector employees when giving gifts to others.
This Guideline is intended to help agencies manage those employees who may be declared excess to the requirements of an agency (where the role assigned to them at their substantive classification/remuneration level is no longer required or they cannot perform the duties).
Please see here for detailed information regarding the management of excess employees.
This Guideline is intended to help employees understand their obligations to report that they have been charged with a criminal offence.
This Guideline and the accompanying frequently asked questions document is intended to provide guidance to managers and employees when an employee is required to undergo a medical examination in accordance with section 56 of the Public Sector Act 2009.
This Guideline provides guidance for situations where members of parliament request information that is not publicly available from public servants, officers of statutory authorities and other public sector employees.
Where a Member of Parliament makes an enquiry that is not a request for a briefing on major policies or legislation and does not relate to confidential matters, the correspondence should be facilitated in a timely and professional manner, as per usual practice. That is, any information that would be provided to a member of the public should also be provided to Members of Parliament.