Page 3931 - Week 09 - Thursday, 25 August 2011
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other members. Then they have the nerve to come in here and lecture me on leadership on enforcing positive culture. Well done! That little five-minute interlude in the matter of public importance really has summed up, I think, the concerns of other members in this place and displayed for the ACT public service the standards that the Liberal Party set for themselves in this place.
There is, of course, a review of cross-directorate complaints handling underway across the public service that I have asked for in response to the Ombudsman’s concerns around complaint handling in the public service here. That will be led by the Head of Service. At the end of the day, what I want to see in place is a standard process for complaints handling across the ACT public service, making it easier for people to complain and also to understand how that grievance is going to be followed through. We are looking at ways to improve the complaints entry through Canberra Connect to make sure that the complaints are dealt with there and then redirected to directorates where appropriate.
In addition to clear expectations about the level of work that is performed are guidelines about how public servants behave towards each other and stakeholders in how that work is done. To this end, a re-examination of ACT public service values and behaviours is planned, building on the respect, equity and diversity framework to promote collaboration and innovation in the way that public servants fulfil their duties. This will be a particular focus of the new People and Performance Council comprising of senior officials within each directorate. It will involve extensive consultation with staff at all levels.
Members will be aware that the RED framework was launched last year as the foundation statement of how the ACT public service should work and behave. The revised framework highlights that the ACT public service aims to create a positive work environment that promotes respect, equity and diversity across the service. Part of the RED framework involves a network of contact officers and executive sponsors with whom officials can raise concerns. It is supported by an open door policy for executives to create opportunities for unacceptable behaviour to be reported. It is anticipated that the revised statement of values and behaviours will be included as part of the suite of changes to modernise the ACT public sector legislation as recommended in the Governing the city state report.
Mr Assistant Speaker, my government are committed to providing a workplace for our public servants that is safe, supportive and productive. We will not tolerate bullying and we are already on a path to ensuring that the culture within the new, single ACT public service agency is one that makes it a rewarding place to work and a place we all wish it to be.
In conclusion, the values that are important to me as a leader of the government, but also as a person, are around honesty, integrity and respect. I expect that people, when they come to work, are treated with dignity and the respect that they deserve. I expect that people are given the opportunity to have their grievances aired and for those grievances to be handled appropriately.
A workplace is not the place for people to conduct themselves in a way that they would not want to be treated themselves. I expect managers, right down to managers
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