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Frequently Asked Questions Click on the following questions to access further information.
I'm 'in scope' for Shared Services. How will the draft Bill impact on me? Some matters are left to regulations and guidelines. How and when will they be developed? Tell me about the Public Sector Bill 2008 What do public sector principles mean for me? Will my employment conditions change? What does performance management mean for me? What does greater mobility mean for me? What are my rights of review under the draft Bill? What is the South Australian Executive Service (SAES)? What happens next? And how can I get involved? I'm 'in scope' for Shared Services. How will the draft Bill impact on me? The review of the current Act (the Public Sector
Management Act 1995) and the subsequent draft Bill to replace it is
not linked or related to the Shared Services initiative. Some matters are left to regulations and guidelines. How and when will they be developed? The Bill will be finalised following consultation taking into account comments and submissions arising from the process. Once this has occurred, regulations will be developed. It is envisaged that many of the regulations will be based on those which currently exist under the Public Sector Management Act 1995. What is an 'attached office'? The Bill provides for the establishment of administrative units in the form of departments and/or 'attached offices'. An 'attached office' will be attached to a department but will have its own chief executive. The chief executive of an attached office will report directly to the relevant Minister on matters of policy and to the chief executive of the department to which they are attached on administrative matters. What has happened to the Honesty and Accountability provisions inserted into the Public Sector Management Act 1995? Have they been retained? The Honesty and Accountability provisions in the existing Public Sector Management Act 1995 will be retained. It is proposed the Public Sector Management Act 1995 will be renamed the Public Sector (Honesty and Accountability) Act, and will be amended to only contain the provisions that were inserted by the Statutes Amendment (Honesty and Accountability in Government) in 2003.
It's simpler Everyone should be able to understand their rights and obligations when it comes to legislation affecting their employment conditions. The Public Sector Bill 2008 attempts to achieve this by expressing ideas simply and stripping out unnecessary complexity. The broad outline The draft Bill includes the following changes:
The aim of these changes is to provide a framework that allows for a high performing public sector, which is able to respond more quickly and effectively to changing needs, and which works as one Government. At the same time the Bill seeks to ensure that all the things that make working in the public sector attractive, are retained. Click here to view a summary of all the key features of the Public Sector Bill 2008.
The public sector principles set out public sector behaviours and responsibilities for both the employer and the employees in serving the community. They are: public focus, responsiveness, collaboration, excellence, employer of choice, ethical behaviour and legal requirements. Agencies will be obliged to make these principles central to their operating practice. As a public sector employee you will be expected to comply with, and display these principles when undertaking your responsibilities and delivering services.
No. The draft Bill does not change current legislated employment conditions - see Schedule 1 of the Bill. Your detailed conditions of employment will continue to be governed by the awards and agreements. The bill makes no change to the principle of tenure for non-executives. And the Government reaffirms its policy commitment to no forced redundancies. Provisions for flexible leave and working arrangements are strengthened in the draft Bill as well as simpler administration of sick leave.
In order to be a high performing public sector we need to manage our performance. We need to acknowledge success, maximise individual performance and bring under-performance up to standard. The quality of performance management practices is variable in the public sector depending on the issues and agencies involved. The Bill seeks to create more equitable, consistent and transparent approaches to performance management. It will be a requirement of each public sector agency to establish and administer effective performance management systems and to keep you fully informed of them.
We must be able to respond quickly to changes in community needs, and Government priorities. A key element in dealing with these challenges is greater flexibility in deployment of employees. This will enable the Government to effectively meet changing circumstances without compromising the notion of ongoing employment. It may present challenges, but increased mobility will also mean more opportunities for you to improve your skills and enhance job satisfaction.
The process of review of employment decisions has been streamlined, with most of the complexity removed. In the case of termination you can apply to the Industrial Relations Commission of South Australia (IRC) under the unfair dismissal provisions of the Fair Work Act 1994 as do all private sector employees. In relation to other employment decisions, agencies must endeavour to resolve grievances by conciliation. Where that is unsuccessful there is a two step process:
The SAES brings together South Australia's public sector leaders to promote a shared sense of purpose and direction. As a member of the SAES an executive will adopt a competency based job description and meet annual performance standards.
There is a consultation period until 25 January 2008, during which we welcome your input. Feedback from the consultation will be considered as part of the finalisation of the Bill prior the Government approving its introduction into Parliament in the first half of 2008. You can submit your comments by sending an email to: psbill@saugov.sa.gov.au Or in writing to: Public Sector Bill Before close of business 25 January 2008. No formal acknowledgement of submissions will be made. Submissions may be made public.
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