Frank, honest and evidence-based advice

Leaders in the Australian Public Service have a responsibility to serve the Government, the Parliament and the Australian public. They do so by providing advice that is relevant and comprehensive, is not affected by fear of consequences, and does not withhold important facts or bad news. These responsibilities are made clear in the Australian Public Service Commissioner’s Directions 2022.

Recent public, critical examinations of the APS have found that these principles have not always been upheld. The Royal Commission into the Robodebt Scheme highlights failures in providing frank, evidence-based advice and implementing programs in accordance with the law.

Rebuilding trust in the APS is a priority. It includes reinforcing a culture with integrity at its core. It includes creating an environment in which leaders and employees are robust in the way they formulate advice to Government, and authentic in how they put it forward. Rebuilding trust also means that public servants should have front of mind their responsibility to achieve the best results for the Australian community and the Government, as made clear in the APS Value – Committed to service.

There is a strong and renewed focus on strengthening leadership and integrity across the APS.

An inter-departmental committee has examined the recommendations arising from the Royal Commission into the Robodebt Scheme and is supporting the response from the Australian Government. The APS Integrity Taskforce has worked to identify system-wide improvements to support a pro-integrity culture at all levels. The final report of the taskforce is expected later in 2023.

A central team, based at the Australian Public Service Commission, has been established to inquire into alleged breaches of the Code of Conduct by APS employees, former APS employees and agency heads arising from Robodebt.

The Public Service Amendment Bill was introduced on 14 June 2023. Reforms include introducing stewardship as an APS Value. This captures the responsibility of all employees for an APS that is trusted, professional and effective into the future. Improved accountability measures include:

• strengthening the provision prohibiting ministers from giving direction on employment matters
• mandating agency capability reviews, long-term insights briefings and publication of agency APS Employee Census results.

The APS Academy continues to build leadership capability at all levels. In 2022, it introduced the Senior Executive Stewardship Program for Band 3 deputy secretaries and agency heads, with a focus on stewardship of the APS. The Strengthening Partnerships program was developed with an expert panel to help every APS employee understand their role, the role of their Minister and ministerial advisers and help build trusted and effective relationships.

In the 2023 APS Employee Census, two-thirds (66%) of respondents reported that their Senior Executive Service manager routinely promoted the use of data and evidence to deliver outcomes.

Building capability in digital and data supports evidence-based advice and decision-making across the APS. The recently released Measuring What Matters: Australia’s First Wellbeing Framework provides new opportunities to consider how to better link policies and programs with wellbeing metrics.

See also

Integrity – Robodebt Royal Commission, State of the Service Report 2022–23.

Appendix 5 – Public inquiries into the APS and APS agencies, State of the Service Report 2022–23.

Australian Government (n.d.) Australian Public Service Commissioner's Directions 2022, Federal Register of Legislation website, https://www.legislation.gov.au/Details/F2023C00686, accessed 5 October 2023.