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Legislative Assembly for the ACT: 2011 Week 9 Hansard (25 August) . . Page.. 3923..


Public Place Names (Forrest) Determination 2011 (No 1)—Disallowable Instrument DI2011-182 (LR, 4 July 2011).

Public Place Names (Harrison) Determination 2011 (No 3)—Disallowable Instrument DI2011-210 (LR, 8 August 2011).

Public Place Names (Hume) Determination 2011 (No 1)—Disallowable Instrument DI2011-211 (LR, 8 August 2011).

Public Place Names (Wright) Determination 2011 (No 2)—Disallowable Instrument DI2011-183 (LR, 4 July 2011).

Race and Sports Bookmaking Act—Race and Sports Bookmaking (Sports Bookmaking Venues) Determination 2011 (No 1)—Disallowable Instrument DI2011-203 (LR, 20 July 2011).

Racing Act—Racing Appeals Tribunal Appointment 2011 (No 1)—Disallowable Instrument DI2011-196 (LR, 13 July 2011).

Road Transport (General) Act—Road Transport (General) (Pay Parking Area Fees) Determination 2011—Disallowable Instrument DI2011-200 (LR, 21 July 2011).

Tobacco Act—Tobacco (Compliance Testing Procedures) Approval 2011 (No 1)—Disallowable Instrument DI2011-194 (LR, 11 July 2011).

Training and Tertiary Education Act—Training and Tertiary Education (Fees) Determination 2011—Disallowable Instrument DI2011-201 (LR, 21 July 2011).

ACT public service

Discussion of matter of public importance

MR ASSISTANT SPEAKER (Mr Hargreaves): Mr Speaker has received letters from Dr Bourke, Ms Bresnan, Mr Coe, Mr Doszpot, Mr Hanson, Mr Hargreaves, Ms Hunter, Ms Le Couteur, Ms Porter, Mr Seselja and Mr Smyth proposing that matters of public importance be submitted to the Assembly. In accordance with standing order 79, Mr Speaker has determined that the matter proposed by Mr Doszpot be submitted to the Assembly, namely:

The importance of a positive culture in the ACT Public Service.

MR DOSZPOT (Brindabella) (3.17): Thank you for this opportunity to speak on the importance of a positive culture in the ACT public service. This is most certainly an important issue. In light of recent media reports and debates in this Assembly on whistleblowers and the reprisals that they have faced, today's MPI is very timely.

In my long and varied career prior to being a member of this Assembly, I have had the opportunity to work with a diverse range of organisations and to help them plan for the future. Some of these organisations were brimming with positive energy and happy staff, whilst others went to the other side of the equation, with unmotivated and dispirited employees.

What does a positive culture look like? Such organisations trust their staff; there is a shared vision, with an environment that supports two-way and up-down communication; there is positive reinforcement. These organisations are flexible; they


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