Investor Presentaiton
Compliance reporting
Compliance with public sector standards and ethical codes
All department employees are responsible for ensuring their behaviour reflects
the standards of conduct embodied in the WA Health Code of Conduct. The WA
Health Code of Conduct complies with the standards of conduct and integrity
outlined in the Public Sector Code of Ethics.
To encourage understanding and compliance with the principles of workplace
behaviour and conduct, the department communicates with employees in a
variety of ways. New staff are required to acknowledge the code of conduct as
a part of the offer of employment and are further educated as part of induction.
Expectations are reinforced on an ongoing basis within relevant policy documents,
and through eLearning and face-to-face learning, available information on the
intranet, and scheduled news articles.
Assessment of compliance with the Code of Conduct is undertaken by:
•
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monitoring accountable and ethical decision making training
completion rates
reviewing and monitoring employee declarations of conflicts of interest
and gifts accepted
case management of misconduct and disciplinary cases
integrity reporting through the Department Integrity Group.
Mandatory accountable and ethical decision-making eLearning for new
employees forms an integral part of the department's integrity education. In
December 2022, the department mandated new refresher accountable and
ethical decision-making training to be completed by all staff every 2 years.
In 2022-23, 97 per cent of all department employees had completed
accountable and ethical decision-making training, and 81 per cent had completed
the refresher training.
Department employees declaration of acceptance of gifts is recorded via
an online register and support is provided to ensure requirements are met
when necessary.
The department is required to review and investigate all complaints alleging
non-compliance with the Code of Ethics or Code of Conduct in accordance with
the department's Discipline Policy. During 2022-23, 10 new misconduct matters
were raised and 5 matters were carried over from 2021-22. Of these 15 matters,
all were investigated internally with 10 being finalised, of which 5 resulted in a
finding of misconduct. Five matters are ongoing.
The department is committed to maintaining human resource practices that
meet the standards of merit, equity and probity as required by the Public Sector
Commissioner's Standards in Human Resource Management. To ensure this,
human resource policies, procedures and tools are aligned to the standards and
are designed to guide employees through effective and compliant processes.
To improve outcomes, educate managers, and ensure compliance with the
standards, the human resources team:
.
facilitates monthly recruitment, selection and appointment training that
supports understanding of public sector standards and how to ensure
processes are compliant
provides direct support to managers conducting recruitment and selection
processes in both process design and candidate assessment
undertake quality assurance checks on all selection reports prior to approval
being sought from the relevant delegated authority.
The department reviews all breach of standard claims and is committed to
making reasonable attempts to resolve them prior to referral to the Public Sector
Commission. There were 6 breach of standard claims received in 2022-23, with
3 related to the employment standard and 3 to the grievance resolution standard.
Two claims were referred to the Public Sector Standards Commissioner however
no breach of standard claims were upheld.
Contents About us
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Significant issues Report on operations Agency performance Operational disclosures ⚫Key performance indicators • Financial disclosures and compliance AppendixView entire presentation