Performance measure 1

Promote and uphold the high standards of integrity and conduct within the APS

Contribute to a pro-integrity culture across the APS through performance of statutory functions and reform initiatives.

Why do we measure this?

1.1.1 The Integrity Roadmap is the Commission’s commitment to shaping a pro-integrity culture for the APS, in partnership with APS agencies. The Roadmap consolidates a high volume of integrity initiatives led or co-led by the Commission. The Roadmap is a framework for the Commission to prioritise and sequence the initiatives into forward work plans and progressively embed them as business-as-usual. Implementation and the ongoing maturity of these initiatives strengthens the Commission in exercising its statutory integrity related functions.

1.1.2 The Commission’s legislative functions* to promote and uphold high standards of integrity and conduct in the APS include driving reforms to workforce management, promoting the APS Values, Employment Principles and Code of Conduct, evaluating the extent to which Agencies incorporate and uphold the Values and Employment Principles and the adequacy of their systems and processes for ensuring compliance with the Code of Conduct, and providing advice and assistance to Agencies on public service matters.

*Under sections 41 (1)(b), and 41(2)(b), (e), (f), (h) and (l) of the Public Service Act 1999

Data source

1.1.1 The APSC Integrity Roadmap, supplemented by twice-yearly reporting on individual initiatives.

1.1.2 The APS Employment Policy Database and Ethics Advisory Service Database.

Methodology

1.1.1 All initiatives have been analysed to understand when each can be declared complete. Initiative progress updates will capture requisite information bi-annually, until each initiative is complete. Progress update information is saved in Share+. Initiative leads will provide progress against each initiative, including milestones, risks, intended outputs and outcomes on a bi-annual basis via an approved reporting template.Initiative progress updates will be verified by the ‘owning’ SES Band 1, then will be quality checked for completeness and collated by the Program Management Office. Information will be drawn from the progress updates as required, including to provide the Executive Board periodical updates on tracking for the achievement of this planned performance result.

1.1.2 To determine the performance results, Excel spreadsheets for each advice line will be used to determine the percentage of the total queries received for the reporting period, that were within the timeframes as outlined in the applicable Service Charters, as follows:

1.1.2.1 Employment policy advice service: client service charter: Telephone calls will be responded to promptly. The service charter outlines circumstances when calls may not be answered. Email enquiries are to be responded to within 3 days, although for complex queries that require a longer timeframe, the recipient will be kept informed on the expected timeframe for a response

1.1.2.2 Ethics Advisory Service: Client Service Charter: Telephone calls must be answered promptly. Email enquiries must be responded to within 2 business days. Where enquiries cannot be fully resolved in that timeframe an estimated time must be advised when the enquirer can expect a substantive response.

The basis for assessing the performance measure result as ‘achieved’, ‘substantially achieved’, ‘partially achieved’ or ‘not achieved’ has been captured in a detailed Performance Audit Trail.

Type

1.1.1 Quantitative/ Output as a proxy for effectiveness

1.1.2 Quantitative/ Output as a proxy for effectiveness.

Changes since previous year

Not Applicable - new Planned Performance Results for 2024-25.

Uphold high standards of conduct within the APS.

Why do we measure this?

To support demonstration of the Commission’s legislative functions* to promote and uphold high standards of integrity and conduct in the APS include driving reforms to workforce management, promoting the APS Values, Employment Principles and Code of Conduct, evaluating the extent to which Agencies incorporate and uphold the Values and Employment Principles and the adequacy of their systems and processes for ensuring compliance with the Code of Conduct, and providing advice and assistance to Agencies on public service matters.

*Under sections 41 (1)(b), and 41(2)(b), (e), (f), (h) and (l) of the Public Service Act 1999

Data source

1.2.1 Integrity, Performance and Employment Policy / Integrity Investigations and Conduct records of project tracking. In forward years, analysis of performance against indicators identified in the Evaluation Framework will be used.

1.2.2 Integrity, Performance and Employment Policy / Integrity Investigations and Conduct records of Agency engagement on Code of Conduct procedures compliance with section 15(4)&(7).

Methodology

1.2.1 Analysis of departmental records tracking project milestones will be undertaken. Project will be planned with appropriate project methodology to ensure Evaluation Framework is developed and approved by Executive in the first quarter of 2025. Completing the Framework in the 1st quarter of 2025 will allow for implementation to commence in the 2nd quarter of 2025.

1.2.2 Contact, and responses from all agencies are recorded in a central spreadsheet on Integrity Investigations and Conduct Share+ site. These records are analysed to determine the percentage of complying agencies. Non-complying agencies are engaged with at least quarterly to encourage compliance with section 15(4)&(7).

The basis for assessing the performance measure result as ‘achieved’, ‘substantially achieved’, ‘partially achieved’ or ‘not achieved’ has been captured in a detailed Performance Audit Trail.

Type

1.2.1 Quantitative/ Output (for the current reporting year only)

1.2.2 Quantitative/ Output as a proxy for effectiveness.

Changes since previous year

1.2.1 Not Applicable – new Planned Performance Result for 2024-25

1.2.2 Aligns with 2023-24 Planned Performance Result 1.1.