There are three elements of the Integrity Framework.
These are supported by different policies, processes, systems and expectations designed to embed integrity in everyday decision-making and ensure actions are robust, consistent and transparent.
The supports outlined below provide guidance on how to build structural and behavioural integrity in a team or agency. Use the following examples to identify focus areas for agency improvement or development.
- Directions are issued in accordance with legislative obligations and frameworks.
- The proper policies and practices are in place to support a culture of integrity at all points of the employee lifecycle.
- Sector-wide training programs include raising awareness of relevant integrity risks.
- Systems support robust and reasoned decision making.
- Conflicts of interest and gifts and benefits are declared and managed appropriately.
- Agencies have policies in place to support robust and transparent decision-making.
- Employee use agency systems and policies, and are held accountable if they do not.
- Agencies have effective and current risk management plans and strategies in place to identify and address non-compliance.
- Agencies have appropriate recruitment processes in place to select employees with high levels of integrity, and clearly articulate expectations when onboarding.
- Employees understand and adhere to agency reporting requirements, which includes wider public officer reporting obligations
- Our people know what is expected in their behaviour and conduct.
- Our people provide frank and fearless advice, lead by example, demonstrate courage and fairness, and are empowered to speak up when necessary.
- Our people understand how the public sector values relate to their role, and how to incorporate these values in everyday decision making.
- Our people seek advice when necessary, and are held accountable for their actions.
- Our leaders demonstrate exemplary behaviours, and role model accountability for decisions and actions.