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.
An online learning module, Implementing the Commissioner’s Guideline – Volunteers, has been developed to assist those who are responsible for public sector volunteer programs or who provide advice about managing volunteers. This module supports the Guideline of the Commissioner for Public Sector Employment: Volunteers.
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Domestic and Family Violence Guideline
This Guideline is intended to outline good practice procedures and principles for recruitment. This Guideline has been written for application across the South Australian public sector irrespective of employment arrangements.
Public Sector Employee Mobility Guideline
This Guideline is intended to implement a centrally managed employee mobility strategy to actively prioritise Department of Human Services (DHS) ongoing employees for vacancies across the public sector as a result of the introduction of the National Disability Insurance Scheme (NDIS) and Commonwealth aged care reforms. Priority consideration will be following the consideration of work injured employees and employees declared excess to requirements. The Guideline provides a vision for workforce mobility in the South Australian public sector that is adaptable to the needs of public sector agencies and employees, supports the retention of skilled employees and minimises service disruption associated with the impacted of the reforms.
Eligibility For Former DHS Employees To Apply For Public Sector Jobs
Ongoing employees of the Department of Human Services (DHS), who were formerly employed in that agency in a role providing disability or domiciliary services and, who have taken up employment in a non-Government provider of disability or domiciliary care services may be eligible to apply for public sector vacancies which would otherwise only be available to current public sector employees. Eligibility will be for two years from the date a former employee commences employment in a non-Government provider. The Office of the Commissioner for Public Sector Employment will maintain a list of eligible employees. Agencies can confirm eligibility by contacting the Office for the Commissioner for Public Sector Employment’s – Workforce Transition Unit at OCPSEOPSWorkforceTransitionUnit@sa.gov.au
Review of Employment Decisions Guideline
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) Guideline
This Guideline is intended to assist human resources practitioners, decision makers and other managers in public sector agencies to manage the suspected, alleged and proven employee unsatisfactory performance, including misconduct.
- Management of Unsatisfactory Performance Including Misconduct (PDF) 994KB
- Attachment Flow Chart (PDF) 513KB
- Sample Correspondence A (DOCX) 22KB
- Sample Correspondence B (DOCX) 25KB
- Sample Correspondence C (DOCX) 24KB
- Sample Correspondence D (DOCX) 25KB
- Sample Correspondence E (DOCX) 24KB
- Sample Correspondence F (DOCX) 24KB
- Sample Correspondence G (DOCX) 24KB
Gifts and Benefits Guideline
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 Guideline
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 Guideline
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 Guideline
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 Guideline
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 Guideline
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.