Integrity is a shared responsibility. Everyone plays a role through their everyday actions and descisions.
The South Australian public sector's commitment to integrity and accountability is reflected in the Code of Ethics and public sector values. We expect all employees to meet high standards of behaviour and conduct.
Integrity means acting honestly, treating others with respect, and following ethical principles at all times.
On this page
Integrity checklist
For individuals
- act with honesty, transparency and accountability at all times
- demonstrate appropriate and ethical conduct
- address behaviour that appears dishonest, disrespectful or inconsistent with public sector expectations
- seek advice if unsure about behaviour or decisions
- demonstrate respectful and inclusive behaviour
- understand reporting obligations, including those related to the Office for Public Integrity and Ombudsman SA.
For leaders
- hold individuals and teams accountable for behaviour and performance
- lead by example
- set clear expectations about duties and conduct
- create a safe and inclusive team environment
- seek and respond to feedback, and hold regular performance conversations
- ensure clear reporting structures are in place
- promote appropriate reporting of concerns
- support employees to seek advice and speak up
- identify, manage and report suspected misconduct
Integrity in decision-making
Decisions that seem reasonable to a decision-maker may be perceived differently by others. Consider how decisions may be viewed, and their potential impacts, to support transparency and trust.
Contracts and procurement
- maintain effective contract management and record-keeping practices
- design contracts that support compliance and clearly communicate expectations to suppliers
- apply appropriate scrutiny when approving purchases to ensure compliance with policies and procedures
Resources
Recruitment
- make decisions fairly and give equal consideration to all candidates
- ensure direct appointments are justified and transparent
- declare any conflicts of interest when involved in recruitment processes
Resources
Allowance and classification
- apply allowances appropriately and for their intended purpose
- provide equitable access to acting opportunities (for example, through informal expressions of interest)
- ensure classification reflects the duties of the role, not as a reward
- base increment acceleration on evidence of experience to avoid perceived favouritism
Resources
Outside employment
- do not use public resources or work time for secondary employment
- declare and manage any conflicts of interest
Performance
- give and receive feedback constructively and respectfully
- have timely and ongoing performance conversations
- address performance issues promptly and take appropriate action
- follow formal processes where required
Resources
Separation
- document clear and transparent reasons when contracts are not renewed
- provide consistent and appropriate explanations when decisions differ between employees