In addition to issuing Determinations and Guidelines, the Commissioner will occasionally publish other information relevant to public sector employees.
The inaugural elections for the Local and State First Nations Voice occurred on 16 March 2024. Below is some general guidance and information for public sector employees elected to the Voice regarding their obligations.
Code of Ethics for the South Australian Public Sector
Public sector employees elected to the Voice remain bound by the Code of Ethics for the South Australian Sector at all times, both in and outside of the workplace.
A public sector employee elected to the Voice may be allowed to engage in conduct that is intended to influence public opinion on an issue or promote an outcome in the public interest. This includes if their comments may prejudice the government or public sector agency in the conduct of its policies – in contrast to public sector employees not elected to the Voice, who may not make comments of that nature. These additional provisions extended to Voice members are consistent with provisions for governing members of public sector representative organisations, such as unions.
Public sector Voice representatives will be under an obligation to ensure that they do not disclose:
- information in breach of intellectual property rights;
- information contrary to any law or legal instructions or directions;
- information with a view to securing a pecuniary or other advantage for themselves or others; or
- information of commercial value.
First Nations Voice Code of Conduct
The First Nations Voice Act 2023 provides for the publication of Codes of Conduct for the Local and State First Nations Voices.
Both the Voice Code and the Code of Ethics for the South Australian Public Sector apply to public sector employees elected to the Voice. Public sector employees elected to the Voice should have regard to and familiarise themselves with both Codes.
Remuneration
Public sector employees elected as a member of the Voice will be entitled to any remuneration, allowances and expenses as determined by the Governor in accordance with the First Nations Voice Act 2023.
Leave
The Commissioner for Public Sector Employment has determined that public sector employees elected to the Voice may apply for uncapped special leave with pay for the purpose of fulfilling their Voice-related duties. This mirrors leave arrangements available to public sector employees who are Defence Force Reservists. For any public sector employees elected to the Voice who are not covered by the Commissioner’s determinations, agency chief executives are encouraged to adopt the same approach as set by the Commissioner.
Please refer to Determination 3.1 for further information regarding criteria for special leave with pay applications relating to the Voice.
If you are unsure whether it applies, please seek clarification from your agency HR unit.
Conflict of Interest
In accordance with the Code of Ethics for the South Australian Public Sector, public sector employees elected to the Voice must avoid actual or perceived conflicts of interest, and ensure their personal or financial interests, or those of their family members, friends or associates, do not influence or interfere with the performance of their role.
Public sector employees elected to the Voice must disclose in writing to their chief executive or agency head any actual or potential conflicts of interest at the earliest available opportunity and comply with any lawful and reasonable direction issued to them to resolve the conflict.
Where can I get more information?
If you have questions about how your election to the Voice may impact your responsibilities as a public sector employee, please speak with your human resources team in the first instance.
General questions about the information provided on this page can be directed to OCPSE at publicsectorhr@sa.gov.au.
General questions about the Voice can be directed to the Office of the Commissioner for First Nations Voice at voicetosaparliament@sa.gov.au.
On 14 October 2023, Australians will vote on a significant referendum to constitutionally establish the Aboriginal and Torres Strait Islander Voice.
As the referendum approaches, take the time to explore reliable resources, engage in respectful conversations that consider different perspectives, and continue to maintain the high standards of the South Australian public sector.
Public Sector Mobilisation for a Major Emergency
Direction Public Sector Mobilisation for a Major Emergency
South Australian Public Sector Mobilisation Policy
Leading through COVID-19 - Manager Toolkit
Working From Home Guides
Family and Domestic Violence Information Sheet
Healthy Workplaces
COVID-19 Management Guide
COVID-19 Support Wellbeing
COVID-19 Ergonomics at Home
COVID-19 Using the Mentally Healthy Workplaces Toolkit
COVID-19 Injury Management Information Sheet
COVID-19 Workforce Considerations for the South Australian public sector
National Framework for Public Sector Mobility
The National Framework for Public Sector Mobility has been developed to facilitate successful rapid surge mobility across jurisdictions. It will enable our public sectors to continue to respond to the unprecedented challenges COVID-19 has presented, and the continued delivery of critical services to Australians, when they need them most.
The Framework was endorsed by the Commonwealth, State and Territory Public Sector Commissioners on 30 July 2020. This will be supported by a suite of material for effective implementation between jurisdictions.
There is a Memorandum of Understanding between the Australian Defence Force and the South Australian Public Sector regarding the administration of reservists undertaking reserve service under the Defence Reserve Service (Protection) Act 2001.
The Government supports access to flexibility at all levels across the South Australian Public Sector, and a culture where working flexibly is considered business as usual. Flexibility can take many forms and it is important to support our people to find the right balance between work and other responsibilities and interests. Redesigning roles to enable people to take up flexible arrangements, including part-time employment, will also open up opportunities for talented South Australians to join the South Australian Public Sector and contribute to strengthening our public sector.
Our approach to flexibility is underpinned by the Code of Ethics for Public Sector Employees and the Public Sector Values.
Flexibility at Work- Information for Managers and Employees
Flexible Workplaces Cultural Readiness Assessment Tool
The South Australian Public Sector Fraud and Corruption Control Policy was developed in consultation with public sector agencies to assist them in the prevention, detection and response to activities labelled or defined as fraud or corruption, other criminal conduct, misconduct and maladministration within the sector.
To be eligible for employment in the South Australian Public Sector, candidates are required to complete a Pre-Employment Declaration.
The Premier has issued a Direction which requires agencies to seek the information contained in this Pre-Employment Declaration prior to making an offer of employment to any prospective employee.
Agencies must use this Pre-Employment Declaration as a minimum standard. Further details of the pre-employment screening requirements are included in the Commissioner’s Guideline for Recruitment.
This information sheet outlines the requirements for a public sector employee if they are a successful candidate in a state or federal election.
Technology has forever changed the way people communicate and share information. While the wide range of technologies commonly referred to as social media are fundamentally no different to other forms of communication, they connect large numbers of people with relative ease.
We want to put citizens firmly at the centre of government service delivery and information distribution. Social media technologies can support this aim because they are intrinsically about dialogue and engagement within and between individuals and communities.
Updated guidance for agencies and employees on the opportunities and risks associated with social media is anticipated in 2024.
This guide has been developed to assist agencies to build workforce planning capability so they are better positioned to meet their strategic and business plans.
A practical guide for decision makers, managers and human resource officers in the South Australian Public Sector.
To access please click here.