Guidelines of the Commissioner for Public Sector Employment provide guidance on the application of a number of public sector employment matters. They are not binding in nature.
The Commissioner is empowered under section 14(d) of the Act to issue guidelines relating to public sector employment matters.
This Guideline is intended as a basis to support public sector agencies in the design and implementation of effective induction systems.
Employee Exit Feedback Guideline
This Guideline is intended as a basis to support public sector agencies in the design and implementation of effective Employee Exit Feedback systems.
Performance Management and Development Guideline
This Guideline is intended as a basis to support public sector agencies in the design and implementation of effective performance management and development systems.
This Guideline has been developed as part of the Volunteering Strategy for South Australia 2014-2020 to acknowledge and take a consistent approach to the management and support of volunteers across the public sector and maximise the effective use of their skills and experience.
Domestic and Family Violence
Redeployment, Retraining and Redundancy (RRR) Weekly Paid
Management of excess employees: Practitioner's Kit
- Weekly Paid Practitioners Guideline April 2016 (PDF) 455KB
- Template Letter-calling for EOIs April 2016 (DOCX) 27KB
- Declaration Letter Weekly Paid April 2016 (DOCX) 28KB
- Employee Information Database Access April 2016 (DOC) 85KB
- Prior to Declaration Approval form checklist April 2016 (DOC) 161KB
- Excess Employee Suitablity April 2016 (DOC) 107KB
- Transition Plan April 2016 (DOC) 80KB
This Guideline and Determination is intended to help create a more flexible, diverse and inclusive South Australian public sector workforce, to generate productivity, increase workforce participation and improve workforce culture. It is also intended that this Guideline and Determination will improve awareness and understanding of how to consistently implement flexible working arrangements in the South Australian public sector.
Review of employment decisions
This Guideline is intended to inform and help employees and managers when dealing with grievances against reviewable employment decisions in the context of employment under Part 7 of the Public Sector Act 2009.
Management of unsatisfactory performance (including misconduct)
This Guideline is intended to help managers in the public service manage the unsatisfactory performance of public servants – including alleged incidences of misconduct. The general content of the Guideline will also help managers throughout the remainder of the public sector.
Gifts and benefits
This Guideline is primarily intended to help employees and agencies in the public sector decide what to do when offered gifts or benefits in the course of employment activities. This Guideline should also be considered by public sector employees when giving gifts to others.
Management of excess employees
This Guideline is intended to help agencies manage those employees who may be declared excess to the requirements of an agency (where the role assigned to them at their substantive classification/remuneration level is no longer required or they cannot perform the duties).
Extent of obligation on employees to report they have been charged with a criminal offence
This Guideline is intended to help employees understand their obligations to report that they have been charged with a criminal offence.
Women in leadership in the public sector
This Guideline is intended to inform, help achieve and maintain a 50% representation of women in executive roles in the South Australian public sector.
Power to require medical examination
This Guideline and the accompanying frequently asked questions document is intended to provide guidance to managers and employees when an employee is required to undergo a medical examination in accordance with section 56 of the Public Sector Act 2009.
Requests by members of parliament for briefings
This Guideline provides guidance for situations where members of parliament request information that is not publicly available from public servants, officers of statutory authorities and other public sector employees.
Where a Member of Parliament makes an enquiry that is not a request for a briefing on major policies or legislation and does not relate to confidential matters, the correspondence should be facilitated in a timely and professional way per usual practice. That is, any information that would be provided to a member of the public should also be provided to Members of Parliament.