The Integrity Framework has 3 elements.
These are supported by policies, processes, systems and expectations that help embed integrity in everyday decision-making.
The examples below show how to build structural and behavioural integrity in a team or agency. Use them to identify focus areas for improvement.
Sector-wide direction, policies and systems
- directions are issued in line with legislation and relevant frameworks
- policies and practices support a culture of integrity across the employee lifecycle
- sector-wide training raises awareness of integrity risks
- systems support robust, transparent decision-making
- conflicts of interest, and gifts and benefits, are declared and managed appropriately.
Agency policies and systems
- agencies have policies that support robust and transparent decision-making
- employees use agency systems and policies, and are held accountable for their actions
- agencies maintain effective and current risk management plans to identify and address non-compliance
- recruitment processes support the selection of employees with high levels of integrity, and expectations are clearly communicated at onboarding
- employees understand and meet reporting requirements, including public officer obligations.
Respectful and appropriate behaviours
- employees understand expectations for behaviour and conduct
- employees provide frank and fearless advice, demonstrate courage and fairness, and speak up when needed
- employees understand how the public sector values relate to their role and apply them in everyday decision-making
- employees seek advice when needed and take accountability for their actions
- leaders model integrity through their behaviour and decision-making.