One HR Platform for One Government
The South Australian Government is committed to improving public sector performance and productivity through a better, leaner, more efficient way of managing our people.
The Office for the Public Sector (OPS) in partnership with SA Public Sector Agencies will deliver the One HR for One Government Project. The Project will result in a new Human Capital Management model to support public sector employees and organisations to deliver the best outcomes for South Australia.
A new Human Capital Management model will provide a platform to create efficiencies in the way we manage our people. It will shift the focus away from transactional human resource approaches, to enable Human Resources teams to focus their services strategically and ensure alignment with business needs. Lifting professional standards, managing the performance of our people and driving leadership excellence will be key components of the model.
Under the new model, Human Resources teams will support agencies as responsive and valued business partners, providing tactical and strategic people solutions that enable teams and individuals to contribute to their full potential.
Will there be changes to performance management and development across the SA public sector?
A key objective of the One HR project, is to lift standards and participation of employees in performance management and development across the sector. This will include:
- Issue of a Premier’s Direction on Performance Management and Development under section 10 of the Public Sector Act 2009 that will prescribe minimum standards that SA public sector agencies must follow with regards to performance management and development.
- Issue of a Guideline of the Commissioner for Public Sector Employment: Performance Management and Development. The Guideline aims to achieve best practice outcomes in the design, resourcing, structure and administration of performance management and development systems in the SA public sector. The Guideline provides a basis for each agency to develop its own approach to best suit its own context, people and systems.
- Improved accountabilities for participation of employees in performance reviews at least biannually.
- Agency reporting of employee participation in performance reviews at least biannually through the Workforce Information Collection (WIC).
 With the exception of the Courts Administration Authority, the Legal Services Commission, the Independent Commissioner Against Corruption and Office for Public Integrity.
Will there be one performance management and development process across the SA public sector?
Under the Public Sector Act 2009, each public sector agency must establish and administer effective performance management and development systems in respect of the employees of the agency.
The draft Guideline of the Commissioner for Public Sector Employment: Performance Management and Development outlines principles, minimum requirements and essential components and elements of effective performance management and development systems. Agencies will be required to have regard to and apply the Guidelines of the Commissioner for Public Sector Employment, wherever practicable.
The responsibility for establishment and administration of an effective performance management and development system rests with the Chief Executive or Agency Head of each SA public sector agency. This includes the specific performance management and development process that is implemented within the agency, in-line with the documented policies and procedures of that agency.
When will the Premier’s Direction and proposed Commissioner for Public Sector Employment Guideline on performance management and development be available?
The proposed Premier’s Direction is expected to be finalized by the end of May 2016.
The proposed Guideline will be available for consultation prior to the end of May 2016.
What will the changes to performance management and development mean for reporting by agencies?
Currently all public sector agencies are required to report participation of employees in performance reviews annually, through the WIC.
Under the proposed new arrangements, this reporting requirement will change to biannual reporting.
It is the responsibility of individual agencies to accurately determine and verify employee participation levels in line with the performance management and development process in operation within agencies.
Will the OPS engage with the SA public sector throughout the One HR project?
Yes. The OPS are looking to engage with the public sector in a variety of ways.
The One HR project is being supported by an Advisory Group that is comprised of senior representatives from across agencies.
Many agencies are already partnering with the OPS to provide resources, expertise and/or good practice examples for One HR projects.
We are looking to communicate and engage with People & Culture professionals from across the sector throughout the One HR project. For more information, we encourage you to join our LinkedIn group.
Will the OPS liaise with the private sector throughout the One HR project?
Yes. We are looking to learn from the experience of others, including the private and non-government sectors.
The One HR Advisory Group includes representatives from private sector organisations.
How can I keep informed?
To keep up-to-date with the latest on the One HR project, we encourage you to join our LinkedIn group: SAPS People and Culture Network.