To:
The Honourable Kyam Maher MLC
Deputy Premier
Minister for Aboriginal Affairs
Attorney-General
Minister for Industrial Relations and Public Sector
Special Minister of State
This annual report will be presented to Parliament to meet the statutory reporting requirements of the Public Sector Act 2009, the Public Sector Regulations 2010 and the Public Finance and Audit Act 1987 and the requirements of Premier and Cabinet Circular PC013 Annual Reporting.
This report is verified to be accurate for the purposes of annual reporting to the Parliament of South Australia.
Submitted on behalf of the OFFICE OF THE COMMISSIONER FOR PUBLIC SECTOR EMPLOYMENT by:
Erma Ranieri PSM
Commissioner for Public Sector Employment
The Office of the Commissioner for Public Sector Employment’s (OCPSE) vision is to build a responsive, inclusive and future-ready public sector that serves the people of South Australia with integrity and excellence. I’m proud of our achievements through strong partnerships, sector-wide collaboration and a commitment to high standards of service and leadership.
My team has supported me in fulfilling my statutory responsibilities under the Public Sector Act 2009, including my annual State of the Sector report to Parliament. The 2023-24 Workforce Information Report was also published, providing a comprehensive overview of the sector’s size and composition.
Following the results of the 2024 People Matter Employee Survey, my office led a sector-wide workshop to inform priority areas for action. We are working on a sector-wide engagement plan and I look forward to reporting on this next year.
We are committed to supporting agencies to foster safe and healthy workplaces. In 2024-25, we delivered SMART work design and job crafting events, and improved the GovSAfety system to help agencies identify and manage psychosocial hazards.
To develop the sector’s leadership capability, the South Australian Leadership Academy in my office delivered programs to more than 900 public sector leaders, a 48 per cent participation increase on the previous year. A new Next Execs Program, developed during the year in collaboration with Flinders University, launched in July 2025. The Aboriginal Leadership Program was delivered through our partnership with Tauondi Aboriginal College to support Aboriginal employees to step into leadership roles.
OCPSE continued to administer the Aboriginal Employment Register, which this year helped 87 Aboriginal job seekers gain employment in the public sector. My office is also committed to working towards the government’s objectives under South Australia’s Closing the Gap Implementation Plan. A proposal for a new Aboriginal Community Controlled Organisation (ACCO) Secondment Program was developed during the year, following the success of the 2023-24 pilot program.
The Anti-Racism Training Pilot, led through OCPSE, builds on our commitment to develop a public sector workforce that is culturally capable and rejects racism.
We updated the Guideline on Family and Domestic Violence to reflect legislative changes and further guide agencies. We also developed new e-learning training in Preventing Violence Against Women, and White Ribbon workplace accreditation is underway across the sector, with a total of 29 agencies aiming to be accredited by the end of 2025.
I am proud of the dedication and professionalism of my team at OCPSE. Our commitment to our purpose is reflected in the breadth and impact of our work. We look forward to continuing our partnerships across government in the year ahead to build a confident, capable and inclusive public sector.
Erma Ranieri PSM
Commissioner for Public Sector Employment
Overview: about the agency
- Our strategic focus
- Our organisational structure
- Changes to the agency
- Our Minister
- Our Executive team
- Legislation administered by the agency
The agency’s performance
- Performance at a glance
- Agency specific objectives and performance
- Corporate performance summary
- Employment opportunity programs
- Agency performance management and development systems
- Work health, safety and return to work programs
- Executive employment in the agency
Financial performance
- Financial performance at a glance
- Consultants disclosure
- Contractors disclosure
Risk management
- Risk and audit at a glance
- Fraud detected in the agency
- Strategies implemented to control and prevent fraud
- Public interest disclosure
Reporting required under any other act or regulation
- Reporting required under the Carers’ Recognition Act 2005
Public complaints
- Number of public complaints reported
- Additional Metrics
- Service Improvements
- Compliance Statement
Appendix: Audited financial statements 2024-25
Our strategic focus
Our Purpose | To be steadfast in building a confident and capable public sector to deliver sustainable results for our community. |
Our Vision | An agile, flexible and inclusive public sector that is enabled to serve a strong and healthy South Australia. |
Our Values | The Public Sector Values - Service, Professionalism, Trust, Respect, Collaboration & Engagement, Honesty & Integrity, Courage & Tenacity, Sustainability. |
Our functions, objectives and deliverables |
|
Our organisational structure
Changes to the agency
During 2024-25, some minor updates were made to the organisational structure of OCPSE to better align operational reporting lines.
Our Minister
The Honourable Kyam Maher MLC is the Minister for Industrial Relations and Public Sector. He is also the Deputy Premier, Minister for Aboriginal Affairs, Attorney-General, Special Minister of State and the Leader of Government Business in the Legislative Council.
Our Executive team
Erma Ranieri | As Chief Executive, Erma provides strategic leadership for the office and is accountable for its organisational performance. Erma is also the Commissioner for Public Sector Employment with statutory responsibilities under the Public Sector Act 2009 (SA). |
Josie Barbaro | As Director, Josie’s role is to develop, implement and review workforce policies, systems and strategies that enhance the performance of public sector employees and uphold standards set by the Commissioner through determinations, guidelines and resources. This includes the public sector Code of Ethics and Values, and the Integrity Framework to foster excellence in governance, leadership and performance. |
Legislation administered by the agency
Public Sector Act 2009
Public Sector (Honesty and Accountability) Act 1995
Performance at a glance
OCPSE continued to support the Commissioner in meeting obligations under the Public Sector Act 2009, including:
- providing the Commissioner’s annual report to Parliament (the State of the Sector report)
- maintaining the Commissioner’s determinations and guidelines and the Code of Ethics
- undertaking investigations into employment and industrial matters
Agency specific objectives and performance
During 2024-25, OCPSE also:
- published the sector-wide and agency-specific results of the 2024 People Matter Employee Survey
- coordinated the Premier’s Excellence Awards
- published the 2024 Workforce Information Report – the official record of the size and composition of the public sector workforce
- reviewed and updated the Commissioner’s Guideline on Family and Domestic Violence
- led chief executive recruitment and performance appraisal processes
- continued to deliver leadership development programs through the South Australian Leadership Academy (SALA)
- led an anti-racism training pilot for three agencies
- facilitated sector-wide workshops to build the public sector’s capability in managing psychosocial risks
- led the White Ribbon Workplace accreditation process on behalf of 29 agencies and launched new e-learning training to support accreditation
- continued to rollout myCareer HRM system modules across agencies and implemented improvements to GovSAfety and SIMS platforms
- provided case management services for over 100 excess employees
- supported staffing changes in ministerial offices and the Leader of the Opposition’s office
- reviewed and enhanced capability of the Workplace Investigation Services Panel
- promoted the Office for Autism’s training program through SALA
Agency objectives | Indicators | Performance |
|---|---|---|
Enhance and shape workforce performance | Attract the best talent by being the employer of choice. | Conducted four chief executive recruitment processes and assisted with the reappointment of five chief executive and statutory office holder positions. Coordinated the 2024 Premier’s Excellence Awards. Attended employment expos and Aboriginal community outreach events to promote the SA public sector as an employer of choice for Aboriginal job seekers. |
Set high standards, enhance capability and reporting to uphold the sector’s integrity. | Updated the Commissioner’s Guideline on Family and Domestic Violence. Prepared submissions to remake the Public Sector Regulations 2010 and the Public Sector (Honesty and Accountability) Regulations 2010. | |
Build capabilities for strategic workforce planning and resource management. | Continued the successful rollout of myCareer HRM system modules across agencies. Provided case management services for 102 excess employees. | |
Support the public sector to respond to major emergencies. | Provided advice to DPC on strengthening public sector mobilisation for emergency management. | |
Capture and measure data to understand the impact of gender pay gap. | Supported the Commissioner as a member of the Gender Pay Gap Taskforce with the final report delivered in November 2024. | |
Advance current and future leaders | Partner with CEs to enhance performance and capabilities. | Managed the public sector chief executive performance appraisal process. |
Succession planning and pathways for future leaders. | Delivered the following programs to public sector executives and managers through the SA Leadership Academy:
| |
Improve leadership capabilities and opportunities. | Partnered with Flinders University to deliver the Next Execs program (launched July 2025). Delivered two workshops to chief executives on:
Collaborated with the Office for Autism to embed information and resources into leadership programs. | |
Reporting and engagement | Deliver the State of the Sector and Workforce Information Report annually to enable a data-rich overview of workforce trends within the sector. | Published the 2024 State of the Sector report. Published the 2023-24 Workforce Information Report. |
Leverage data to measure the quality of initiatives and programs. | Built data dashboard for agencies to leverage insights from the 2024 People Matter Employee Survey results. Included new questions in the State of the Sector data collection to measure implementation of the Anti-Racism Strategy. Worked with Shared Services to enhance public sector diversity data to inform decision making and policy development. Assisted agencies with data requests and reporting enhancements. | |
Facilitate whole-of-sector employee engagement surveys. | Hosted an across-government workshop in December 2024 to develop a sector-wide engagement plan to complement agency-specific plans in response to the 2024 People Matter Employee Survey results. | |
Improve capability of Work Health Safety and Injury Management systems and applications. | Improved GovSAfety to accommodate regulatory requirements for identification and management of psychosocial hazards. Developed new database to improve injury management reporting. | |
Build a confident and culturally capable public sector workforce | Provide the resources and frameworks required to build culturally safe workplaces to ensure the sector is an employer of choice for Aboriginal people. | Commenced planning and co-design for the 2025 Aboriginal Staff Forum, a professional development, wellbeing and cultural event for all public sector Aboriginal employees. Partnered with Tauondi Aboriginal College to coordinate:
|
Raise Aboriginal representation within the workforce so the public sector’s services and programs reflect and benefit all the state’s Aboriginal people. | Planned a proposal for an Aboriginal Community Controlled Organisation (ACCO) Secondment Program aligned to SA’s Implementation Plan for Closing the Gap. Continued to promote the Aboriginal Employment Register to agencies and job seekers, resulting in 87 reported placements from the register across 2024-25. | |
Work actively to end racism; supporting, empowering, and amplifying efforts to build a more equitable, diverse and inclusive South Australia. | Implemented and evaluated an anti-racism training pilot undertaken by three agencies. Participated in the Multicultural Ambassador Program to support embedding of the SA Multicultural Charter. | |
Inclusive, safe and ethical public sector | Continuously improve Work Health, Safety and Injury Management to lead policy and compliance. | Provided assurance of agencies’ Safety Management Systems to 10 agencies to meet Crown self-insured regulatory requirements. Delivered Actuarial Valuation for outstanding liabilities for workers compensation and additional compensation for agency financial reporting requirements. |
Build mentally healthy and culturally safe workplaces. | Delivered SMART work design and job crafting events to build agency capability in psychosocial risk management. Commenced review of the WHS Cultural Safety Procedure. | |
Promote the South Australian Public Sector Values and the Code of Ethics in everything we do. | Reviewed the Code of Ethics Awareness online training module. | |
Effectively engage all stakeholders to deliver the sector’s diversity and inclusion outcomes. | Led the White Ribbon Workplace reaccreditation process which will result in 29 agencies being accredited by the end of 2025. Developed new e-learning training, Preventing Violence Against Women, to support agencies seeking White Ribbon Workplace reaccreditation (and available to all agencies). | |
Continue to embed integrity into public sector decision-making. | Added PKF Integrity to the Workplace Investigations Services Panel. |
Corporate performance summary
Following machinery of government changes effective 1 July 2024, OCPSE became an attached office to the Department of the Premier and Cabinet (DPC).
During the 2024-25 financial year, most corporate services, including finance and human resources support, were transferred from the Attorney-General’s Department (AGD) to DPC.
AGD continues to support OCPSE with ICT and records management services.
Employment opportunity programs
Program name | Performance |
|---|---|
Aboriginal Employment Register | OCPSE administers the Aboriginal Employment Register, an employment opportunity program pursuant to section 65 of the Public Sector Act 2009, which allows Aboriginal people to apply for all advertised vacancies in the South Australian public sector. An OCPSE employee completed the Aboriginal Traineeship Program in November 2024. |
Internships | The Workforce Systems team engaged two interns during 2024-25. |
Agency performance management and development systems
Performance management and development system | Performance |
|---|---|
Performance plans are facilitated and documented through the DPC Connect learning management system. The formal performance discussion process occurs twice-yearly in line with the Premier’s Direction. | 78% of staff have had a documented performance and development discussion between January and June 2025. OCPSE staff also have regular performance discussions with their managers outside of the formal learning management system. |
Work health, safety and return to work programs
Program name | Performance |
|---|---|
Wellbeing and Engagement Committee | OCPSE’s Wellbeing and Engagement Committee meets monthly to progress wellbeing initiatives across the office. |
SMART Work Design | OCPSE managers have undertaken training in SMART work design and job crafting to build capability in the use of good work design to manage psychosocial risk. |
Placements for work-injured employees | OCPSE has demonstrated commitment to the recovery and return to work of injured workers unable to return to their pre-injury workplace, by providing suitable duties within OCPSE. |
Workplace injury claims | Current year | Past year 2023-24 | % Change |
|---|---|---|---|
Total new workplace injury claims | 0 | 0 | 0 |
Fatalities | 0 | 0 | 0 |
Seriously injured workers* | 0 | 0 | 0 |
Significant injuries (where lost time exceeds a working week, expressed as frequency rate per 1000 FTE) | 0 | 0 | 0 |
*number of claimants assessed during the reporting period as having a whole person impairment meeting the relevant threshold under the Return to Work Act 2014 (Part 2 Division 5)
Work health and safety regulations | Current year | Past year 2023-24 | % Change |
|---|---|---|---|
Number of notifiable incidents (Work Health and Safety Act 2012, Part 3) | 0 | 0 | 0 |
Number of provisional improvement, improvement and prohibition notices (Work Health and Safety Act 2012 Sections 90, 191 and 195) | 0 | 0 | 0 |
Return to work costs** | Current year | Past year 2023-24 | % Change |
|---|---|---|---|
Total gross workers compensation expenditure ($) | 0 | 0 | 0 |
Income support payments – gross ($) | 0 | 0 | 0 |
**before third party recovery
Data for previous years is available at: https://data.sa.gov.au/data/dataset/work-health-and-safety-and-return-to-work-performance-ocpse
Executive employment in the agency
Executive classification | Number of executives |
|---|---|
Chief Executive | 1 |
SAES1 | 1 |
Data for previous years is available at: https://data.sa.gov.au/data/dataset/executives-in-the-office-of-the-commissioner-for-public-sector-employment
The Office of the Commissioner for Public Sector Employment has a workforce information page that provides further information on the breakdown of executive gender, salary and tenure by agency.
Financial performance at a glance
The following is a brief summary of the overall financial position of the agency. The information is unaudited. Full audited financial statements for 2024-2025 are attached to this report.
Statement of Comprehensive Income | 2024-25 Budget $000s | 2024-25 Actual $000s | Variation $000s
| 2023-24 Actual $000s |
|---|---|---|---|---|
Total Income | 7 300 | 12 888 | 5 588 | 13 024 |
Total Expenses | 7 300 | 12 534 | (5 234) | 12 663 |
Net Result | 0 | 354 | 354 | 361 |
Total Comprehensive Result | 0 | 611 | 611 | 361 |
Statement of Financial Position | 2024-25 Budget $000s | 2024-25 Actual $000s | Variation $000s
| 2023-24 Actual $000s |
|---|---|---|---|---|
Current assets | 1 599 | 2 630 | 1 031 | 2 122 |
Non-current assets | 0 | 313 | 313 | 0 |
Total assets | 1 599 | 2 943 | 1 344 | 2 122 |
Current liabilities | 1 128 | 1 240 | (112) | 958 |
Non-current liabilities | 1 164 | 1 130 | 34 | 1 202 |
Total liabilities | 2 292 | 2 370 | (78) | 2 160 |
Net assets | (693) | 573 | 1 266 | (38) |
Equity | (693) | 573 | 1 266 | (38) |
Consultants disclosure
The following is a summary of external consultants that have been engaged by the agency, the nature of work undertaken, and the actual payments made for the work undertaken during the financial year.
Consultancies with a contract value below $10,000 each
Consultancies | Purpose | $ Actual payment |
|---|---|---|
All consultancies below $10,000 each - combined | Work value assessments and remuneration reviews. | $ 19,500 |
Consultancies with a contract value above $10,000 each
Consultancies | Purpose | $ Actual payment |
|---|---|---|
Finity Consulting | Provision of actuarial services including valuation of Crown self-insured agencies outstanding liabilities for workers compensation and additional compensation | $ 383,947 |
Nik&Co Consultancy | Strategic review of Aboriginal Leadership Program | $ 18,000 |
Total | $ 401,947 |
Data for previous years is available at: https://data.sa.gov.au/data/dataset/consultants-engaged-by-the-office-of-the-commissioner-for-public-sector-employment
See also the Consolidated Financial Report of the Department of Treasury and Finance for total value of consultancy contracts across the South Australian Public Sector.
Contractors disclosure
The following is a summary of external contractors that have been engaged by the agency, the nature of work undertaken, and the actual payments made for work undertaken during the financial year.
Contractors with a contract value below $10,000
Contractors | Purpose | $ Actual payment |
|---|---|---|
All contractors below $10,000 each - combined | Various | $ 147,629 |
Contractors with a contract value above $10,000 each
Contractors | Purpose | $ Actual payment |
|---|---|---|
Ashurst Risk Advisory | Provision of Audit and Verification system for work health and safety management in public sector agencies | $ 380,324 |
CEO Advantage Advisory Service | Strategy Planning Workshop | $ 19,000 |
Deloitte Consulting Pty Ltd | MyCareer and SIMS penetration testing | $ 33,000 |
Hays Specialist Recruitment | Temporary staff for OCPSE | $ 71,458 |
Ipsos Public Affairs | Production of the 2024 People Matter Employee Survey highlight reports | $ 40,173 |
Kimberley Wanganeen | Facilitation of Aboriginal Leadership Program | $ 10,200 |
Merlin Post Production Pty Ltd | Filming and editing of WHS mock courtroom session | $ 15,332 |
Momenta Global Pty Ltd | Development and improvement of letters and language used in injury management across the Crown | $ 10,000 |
Pinpoint | Learning and performance for emergency services sector | $ 38,120 |
Pinpoint | Recruitment and Onboarding for the Environment Protection Authority | $ 35,940 |
Pinpoint | Recruitment and Onboarding for the Department of State Development | $ 35,950 |
Pinpoint | Standard Probation Task | $14,320 |
Qualtrics | SA Government Cloud Professional Dashboard and extension | $ 91,805 |
Shouwn Oosting | Facilitation of Aboriginal Leadership Program | $ 32,400 |
Tauondi Aboriginal Corporation | Delivery of manager training, Indigenous mentoring program and wrap around support services for Aboriginal trainees | $ 36,938 |
Tauondi Aboriginal Corporation | Facilitation of Aboriginal Leadership Program | $ 51,955 |
Total | $ 916,915 |
Data for previous years is available at: https://data.sa.gov.au/data/dataset/contractors-engaged-by-the-office-of-the-commissioner-for-public-sector-employment
The details of South Australian Government-awarded contracts for goods, services, and works are displayed on the SA Tenders and Contracts website. View the agency list of contracts.
The website also provides details of across government contracts.
Risk and audit at a glance
While attached to the Department of the Premier and Cabinet (DPC), OCPSE followed DPC’s risk management policies and practices.
The DPC Risk and Performance Committee (RPC) is responsible for providing independent assurance and assistance to the Chief Executive on the operation and effectiveness of risk management, internal controls, legislative compliance, and internal and external accountability for the department.
The RPC met four times during 2024-25.
DPC operates an internal Risk and Audit Services function which:
- provides objective assurance and consulting activities to advance the department’s ability to achieve its strategic objectives.
- assists the Chief Executive and the department in the effective discharge of responsibilities relating to risk management, governance, and internal control.
- provides support to the Risk and Performance Committee, one of the key governance committees supporting the Chief Executive.
The Risk and Audit Services function operates independently of the activities that it audits to ensure unbiased judgements which are essential to its proper conduct and impartial advice to management.
Fraud detected in the agency
In 2024-25, there were no instances of fraud reported.
Strategies implemented to control and prevent fraud
OCPSE is committed to the prevention, detection and control of fraud, corruption, maladministration and misconduct in connection with its activities.
OCPSE adopted DPC’s Fraud and Corruption Control Framework.
The Control Framework comprises of five key controls as provided for in the Australian Standard AS 8001-2021 Fraud and Corruption Control:
- Governance and Ethics
- Awareness and Training
- Fraud Prevention
- Detection and Investigation
- Monitoring and Reporting
OCPSE is also responsible for administering the South Australian public sector’s Fraud and Corruption Control Policy. This policy applies to all agencies and employees in the public sector employed in agencies covered by Treasurer’s Instructions (and may be adopted by agencies not covered by Treasurer’s Instructions) and is reviewed annually.
The policy provides the minimum standard that agency-specific policies must be at least equivalent to, tailored to the relative size and risk profile of the agency. It sets out the roles of key individuals and groups in the control of fraud, corruption and other criminal conduct, misconduct and maladministration within public sector agencies.
Data for previous years is available at: https://data.sa.gov.au/data/dataset/fraud-detected-in-the-office-of-the-commissioner-for-public-sector-employment
Public interest disclosure
Number of occasions on which public interest information has been disclosed to a responsible officer of the agency under the Public Interest Disclosure Act 2018:
Three
The Commissioner for Public Sector Employment is also a relevant authority under the Public Interest Disclosure Act 2018.
Data for previous years is available at: https://data.sa.gov.au/data/dataset/whistleblower-disclosures-in-the-office-of-the-commissioner-for-public-sector-employment
Note: Disclosure of public interest information was previously reported under the Whistleblowers Protection Act 1993 and repealed by the Public Interest Disclosure Act 2018 on 1/7/2019.
Act or Regulation | Requirement |
|---|---|
Public Sector Act 2009 | OCPSE supports the Commissioner for Public Sector Employment to prepare an annual report, as required by section 21 of the Public Sector Act 2009. Section 21 requires the Commissioner’s annual report to describe the extent of observance of the public sector principles in so far as they relate to public sector employment and measures taken by the Commissioner to promote observance of those principles. |
Act or Regulation | Requirement |
Public Sector Regulations 2010 | Regulation 11 requires the Commissioner’s annual report to include:
* repealed by the Public Interest Disclosure Act 2018 on 1/7/2019 |
The Commissioner’s annual report – known as the State of the Sector – is provided to the Minister by 30 September each year for tabling in Parliament within 12 sitting dates of receipt by the Minister.
The State of the Sector report can be found at: https://www.publicsector.sa.gov.au/about/Our-Work/Reporting/State-of-the-Sector
Reporting required under the Carers’ Recognition Act 2005
N/A
Number of public complaints reported
Complaint categories | Sub-categories | Example | Number of Complaints 2024-25 |
|---|---|---|---|
Professional behaviour | Staff attitude | Failure to demonstrate values such as empathy, respect, fairness, courtesy, extra mile; cultural competency | 0 |
Professional behaviour | Staff competency | Failure to action service request; poorly informed decisions; incorrect or incomplete service provided | 0 |
Professional behaviour | Staff knowledge | Lack of service specific knowledge; incomplete or out-of-date knowledge | 0 |
Communication | Communication quality | Inadequate, delayed or absent communication with customer | 0 |
Communication | Confidentiality | Customer’s confidentiality or privacy not respected; information shared incorrectly | 0 |
Service delivery | Systems/technology | System offline; inaccessible to customer; incorrect result/information provided; poor system design | 0 |
Service delivery | Access to services | Service difficult to find; location poor; facilities/ environment poor standard; not accessible to customers with disabilities | 0 |
Service delivery | Process | Processing error; incorrect process used; delay in processing application; process not customer responsive | 0 |
Policy | Policy application | Incorrect policy interpretation; incorrect policy applied; conflicting policy advice given | 0 |
Policy | Policy content | Policy content difficult to understand; policy unreasonable or disadvantages customer | 0 |
Service quality | Information | Incorrect, incomplete, | 0 |
Service quality | Access to information | Information difficult to understand, hard to find or difficult to use; not plain English | 0 |
Service quality | Timeliness | Lack of staff punctuality; excessive waiting times (outside of service standard); timelines not met | 0 |
Service quality | Safety | Maintenance; personal or family safety; duty of care not shown; poor security service/ premises; poor cleanliness | 0 |
Service quality | Service responsiveness | Service design doesn’t meet customer needs; poor service fit with customer expectations | 0 |
No case to answer | No case to answer | Third party; customer misunderstanding; redirected to another agency; insufficient information to investigate | 0 |
Total | 0 |
Additional Metrics | Total |
|---|---|
Number of positive feedback comments | 0 |
Number of negative feedback comments | 0 |
Total number of feedback comments | 0 |
% complaints resolved within policy timeframes | N/A |
Data for previous years is available at: https://data.sa.gov.au/data/dataset/public-complaints-received-by-the-office-of-the-commissioner-for-public-sector-employment
Service Improvements
Nil |
Compliance Statement
The Office of the Commissioner for Public Sector Employment is compliant with Premier and Cabinet Circular 039 – complaint management in the South Australian public sector | Yes |
The Office of the Commissioner for Public Sector Employment has communicated the content of PC 039 and the agency’s related complaints policies and procedures to employees. | Yes |