any initiatives achieved will be reported in our 2013/14 Annual Managers and staff are informed of, and required to comply with, the Report, as well as the Disability Access and Inclusion Plan (DAIP) Public Sector Standards in Human Resource Management. Actions Progress Report for the same period. to monitor and ensure compliance with public sector standards include: recruitment Selection and Appointment Standard is followed Compliance with Public Sector Standards and Ethical during any recruitment process Codes an open and competitive process exists for acting and Requirement under section 31(1) Public Sector Management Act secondment positions 1994 an individual performance development process is in place The Heritage Council and Heritage Office, together with the to ensure there are current performance management wider Department of Local Government, work to the Public Sector processes in place for all employees Accountability, Integrity and Ethics Framework. Together we ensure staff are advised of, and encouraged to report compliance with the: to, the Public Information Disclosure WA Public Sector Code of Ethics and Code of Conduct (PID)Officer. Public Sector Standards in Human Resources Management The following actions have been taken to ensure that all staff are Part IX of the Equal Opportunity Act 1984 aware of the Code of Ethics, including accountability, ethical decision-making, procurement guidelines and managing potential Heritage Office staff are employed under the employing conflict of interest issues. authority of the Department of Local Government and have therefore All staff are made aware of the conduct standards expected adopted the Department’s policies and formal guidelines that support within the public sector, the wider Department and the application of: specifically the State Heritage Office, during induction. The Department’s Code of Conduct staff induction program also includes policies, guidelines on Conflict of Interest Policy conflicts of interest (including declaration of secondary employment), and links to State Supply Commission The Heritage Council has its own Code of Conduct for all members purchasing guidelines. A checklist signed by all new staff of the Council. Where members may have a conflict of interest or ensures awareness of these compliance requirements. potential conflict of interest in items before Council, members must All relevant policies and procedures, as well as hyperlinks to declare that conflict of interest or potential conflict of interest to the other relevant policies or instructions, are available to all Chair and be excused from attendance, where determined, on those staff via the intranet. particular items. Each monthly staff meeting has a standing agenda item to put the spotlight on an element of the legislative framework, Actions to Ensure Compliance compliance instruments and devices and processes for
any initiatives achieved will be reported in our 2013/14 Annual Report, as well as the Disability Access and Inclusion Plan (DAIP) Progress Report for the same period. Compliance with Public Sector Standards and Ethical Codes Requirement under section 31(1) Public Sector Management Act 1994 The Heritage Council and Heritage Office, together with the wider Department of Local Government, work to the Public Sector Accountability, Integrity and Ethics Framework. Together we ensure compliance with the: WA Public Sector Code of Ethics and Code of Conduct Public Sector Standards in Human Resources Management Part IX of the Equal Opportunity Act 1984 Heritage Office staff are employed under the employing authority of the Department of Local Government and have therefore adopted the Department’s policies and formal guidelines that support the application of: Department’s Code of Conduct Conflict of Interest Policy The Heritage Council has its own Code of Conduct for all members of the Council. Where members may have a conflict of interest or potential conflict of interest in items before Council, members must declare that conflict of interest or potential conflict of interest to the Chair and be excused from attendance, where determined, on those particular items. Actions to Ensure Compliance Managers and staff are informed of, and required to comply with, the Public Sector Standards in Human Resource Management. Actions to monitor and ensure compliance with public sector standards include: recruitment Selection and Appointment Standard is followed during any recruitment process an open and competitive process exists for acting and secondment positions an individual performance development process is in place to ensure there are current performance management processes in place for all employees staff are advised of, and encouraged to report to, the Public Information Disclosure (PID)Officer. The following actions have been taken to ensure that all staff are aware of the Code of Ethics, including accountability, ethical decision-making, procurement guidelines and managing potential conflict of interest issues. All staff are made aware of the conduct standards expected within the public sector, the wider Department and specifically the State Heritage Office, during induction. The staff induction program also includes policies, guidelines on conflicts of interest (including declaration of secondary employment), and links to State Supply Commission purchasing guidelines. A checklist signed by all new staff ensures awareness of these compliance requirements. All relevant policies and procedures, as well as hyperlinks to other relevant policies or instructions, are available to all staff via the intranet. Each monthly staff meeting has a standing agenda item to put the spotlight on an element of the legislative framework, compliance instruments and devices and processes for
2012-13-heritage-council-annual-report-(word-document).docx