This Guideline is intended as a basis to support public sector agencies in the design and implementation of effective induction systems.

Induction Guideline

This Guideline is intended as a basis to support public sector agencies in the design and implementation of effective employee exit feedback systems.

Employee Exit Feedback Guideline

This Guideline is intended as a basis to support public sector agencies in the design and implementation of effective performance management and development systems.

Performance Management and Development Guideline

This Guideline has been developed as part of the Volunteering Strategy for South Australia 2021-2027 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.

Volunteers Guideline

The 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 is currently under review. Contact publicsector@sa.gov.au for further information.

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.

Domestic and Family Violence Guideline

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.

Guideline of the Commissioner for Public Sector Employment: Recruitment 
Attachment 1 - Pre-Employment Declaration

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.

Review of Employment Decisions

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.

Management of Unsatisfactory Performance Including Misconduct

Attachment Flow Chart

• 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

Template for Notification of Intention to Terminate Employment

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.

Gifts and Benefits

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.

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.

Extent of obligation on employees to report 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.

Power to require medical examination 
Power to require medical examination - FAQs

This Guideline is now covered by the Premier and Cabinet Circular PC 002 – Briefing Requests from Members of Parliament. Please refer to the Department of the Premier and Cabinet’s website to view the circular.