“The test of people’s integrity comes, not through their successes, but when we are presented with failure, or challenge, or temptation.”
Commissioner Ann Vanstone QC joined IPAA SA in her first address to the broader public sector, in her role as Independent Commissioner Against Corruption, speaking to the topics of integrity and accountability and what this means for the public sector. With the Office for Public Integrity (OPI) and the ICAC now well established, expert staff of the OPI assess complaints and reports relating to allegations of corruption, misconduct or maladministration within South Australia’s public administration.
As highlighted by the Commissioner Only a fraction of the 1,200 plus complaints and reports that the OPI receives each year become the subject of an ICAC investigation, with many matters referred back to agencies for internal investigation. The core focus of the ICAC is addressing corruption. Commissioner Vanstone shares the need to dispel some of the misrepresentation and mystery around the purpose and functions of the ICAC
As described by the Commissioner, the ICAC serves multiple purposes, and highlights that for public servants, the ICAC is “your partner and not your enemy”. As well as addressing and investigating corruption the ICAC is a vital body in helping improve integrity culture across the sector. As noted by the Commissioner “we are not here to catch people for mistakes or minor transgressions… we are only interested when integrity failings are so grave that criminal conduct is occurring or may occur”.
The ICAC performs an essential role in protecting the culture of integrity for all public officers and as summarised by Commissioner Vanstone “you are here to report corruption and I am here to deal with it”.
“It’s the unsung acts of everyday reliability, credibility and account that imbue public administration with the integrity it needs.”
Commissioner Vanstone notes that we are all faced with challenges that will test our integrity and accountability. For anyone entrusted with public office and working for the public interest, effort must be made to act continuously and reliably in the best public interest. The ICAC plays a role in educating public officers on how to act with integrity, as well as in preventing corruption.
As part of this event audience members were invited to submit their questions to Commissioner Vanstone. The Q&A portion was led by Chief Executive, Attorney-General’s Department, Caroline Mealor, who along with exploring some of her own questions for the Commissioner, delivered the questions of public sector employees from across the sector.
As Commissioner Vanstone highlighted during this event, her ability to investigate corruption arrives from public officers coming forward and reporting. If you would like some further information on your reporting obligations, how to make a report or to ask any further questions the below resources may be helpful to you.
“The test of people’s integrity comes, not through their successes, but when we are presented with failure, or challenge, or temptation.”
Commissioner Ann Vanstone QC joined IPAA SA in her first address to the broader public sector, in her role as Independent Commissioner Against Corruption, speaking to the topics of integrity and accountability and what this means for the public sector. With the Office for Public Integrity (OPI) and the ICAC now well established, expert staff of the OPI assess complaints and reports relating to allegations of corruption, misconduct or maladministration within South Australia’s public administration.
As highlighted by the Commissioner Only a fraction of the 1,200 plus complaints and reports that the OPI receives each year become the subject of an ICAC investigation, with many matters referred back to agencies for internal investigation. The core focus of the ICAC is addressing corruption. Commissioner Vanstone shares the need to dispel some of the misrepresentation and mystery around the purpose and functions of the ICAC
As described by the Commissioner, the ICAC serves multiple purposes, and highlights that for public servants, the ICAC is “your partner and not your enemy”. As well as addressing and investigating corruption the ICAC is a vital body in helping improve integrity culture across the sector. As noted by the Commissioner “we are not here to catch people for mistakes or minor transgressions… we are only interested when integrity failings are so grave that criminal conduct is occurring or may occur”.
The ICAC performs an essential role in protecting the culture of integrity for all public officers and as summarised by Commissioner Vanstone “you are here to report corruption and I am here to deal with it”.
“It’s the unsung acts of everyday reliability, credibility and account that imbue public administration with the integrity it needs.”
Commissioner Vanstone notes that we are all faced with challenges that will test our integrity and accountability. For anyone entrusted with public office and working for the public interest, effort must be made to act continuously and reliably in the best public interest. The ICAC plays a role in educating public officers on how to act with integrity, as well as in preventing corruption.
As part of this event audience members were invited to submit their questions to Commissioner Vanstone. The Q&A portion was led by Chief Executive, Attorney-General’s Department, Caroline Mealor, who along with exploring some of her own questions for the Commissioner, delivered the questions of public sector employees from across the sector.
As Commissioner Vanstone highlighted during this event, her ability to investigate corruption arrives from public officers coming forward and reporting. If you would like some further information on your reporting obligations, how to make a report or to ask any further questions the below resources may be helpful to you.
The outstanding service and contribution of Erma Ranieri has been recognised in the Australia Day 2021 Honours list with a Public Service Medal.
As Commissioner for Public Sector Employment at the Office of the Commissioner for Public Sector Employment with the South Australian Government Erma has consistently demonstrated an unwavering commitment to shaping the future of South Australia’s public sector by driving sector-wide reform.
Erma is a strong advocate for diversity and gender equality in leadership in the public sector, and she challenges barriers to drive innovative, collaborative and connected services for the South Australian community.
The citation accompanying her Meritorious Service Award reads “for outstanding public service to people management, and to public sector reform, in South Australia”.
IPAA South Australia Vice President and Chief Executive of the Department of Treasury and Finance David Reynolds said:
“Erma embodies the public service values through her commitment to the people who work within it. This award is well deserved recognition for her leadership and drive for reform.”
Erma Ranieri is the IPAA South Australia President, a long-serving member of IPAA’s National Council, and a National Fellow.
Even in the midst of these challenging times, it’s vital to keep looking forward. IPAA SA is dedicated to supporting you in your work in the South Australian public sector, which is why the IPAA SA Team and Divisional Council are proud to present our Strategic Plan for 2020-23.
Over the next two years IPAA SA will continue in our ongoing aim of ‘supporting the public sector’, and through consultation with our members, we have identified 4 key areas that we will grow in. These four areas, include a strong focus on learning from the challenges of 2019 and 2020, from the bushfires that ravaged our state, to the ongoing COVID-19 pandemic. We are privileged to be working with a public sector that has risen, above and beyond in meeting these challenges, and with the future insight, we hope to leverage these opportunities to support the public sector in whatever new challenges may emerge.
As we exist solely for our members and to best serve the needs of the public sector your input is essential in implementing our Strategic Plan. We hope that you will contribute by sharing your input in a short survey.
IPAA SA 2021-23 Strategic Plan
It’s nearly time to say goodbye to 2020 (insert sigh of relief here) and with a new year on the horizon, now is the perfect time to start thinking about pursuing career goals that you may have been forced to put on hold.
Here we explore 10 things you can do to help you reach your career goals in 2021 and beyond.
Knowing yourself is a vital first step in planning how you will identify and achieve your career goals. Consider your strengths and weaknesses, your values and interests and ask yourself how these align to your career goals.
When it comes to making big decisions on your career direction, you should always consider the reasons behind ‘why’ you are pursuing this. Are you looking for a better work-life balance, seeking to increase your financial opportunities or looking for more responsibility and authority to make decisions and make a change? Whatever your reasons may be, make sure you understand how your own interests and values can play into your career journey.
You may have a good idea of where you want to be in 1 year or 5 years, but actually reaching your ‘big’ career goals can be daunting and leave you unsure where to begin.
Once you know where you want to be in your career, you can break down what you want to achieve into smaller, more manageable goals and milestones. This can be simple things from; researching opportunities and roles, freshening up your resume, tracking down proof of learning and training or even just updating your Linked In profile.
You may find it very helpful to make a list of things that will act as steppingstones in your career path, as well as noting any possible obstacles to overcome.
Finally, once you have broken down your bigger goals into more manageable steps, it’s time to take action on them. Be accountable to yourself here, flag reminders in your calendar, leave yourself a sticky note or plan a way to reward yourself upon completion of a goal.
Once you have an idea of what you would like to achieve and how you will do so, consulting with a mentor can give you valuable perspective and insight. A mentor is someone whose opinion and knowledge you value and is preferably someone who has a greater level of experience in your areas of interest.
Ask your mentor for their input on your career goals – they are sure to have insight on how they went about their own career journey and overcame obstacles. Hindsight is always a teacher and being able to learn indirectly from the mistakes and successes of a mentor is valuable in approaching a career move.
If you don’t yet have a mentor, there are several ways you can go about entering into this mutually beneficial arrangement. Some organisations and government departments will offer internal mentoring programs, so be sure to enquire with your HR representative or manager. You can also take part in the IPAA SA Mentorship Program, which will pair you with an experienced leader in the public sector.
As they always say ‘its who you know that matters”. Whilst you will be considered for future roles on your merit and capabilities, you should not underestimate the value of making valuable connections with both peers and those positioned at higher career levels.
A key benefit of networking is access to a wealth of knowledge and opportunity. Building your networks with peer groups will allow you to discuss common issues and ideas, whilst exposing yourself to leaders in the sector will put you foremost in mind for future opportunities.
One of the best ways to begin networking is through events and forums or by joining an association dedicated to your profession or interest area. For example, IPAA SA offers regular networking opportunities and exposure for its personal members, bringing them in contact with both peers and sector leaders.
Keep your ear to the ground for new opportunities to expand your skill portfolio or to demonstrate your capabilities. With your career goals firmly identified seek opportunities that will help you meet these goals. This might include putting yourself out there to volunteer as a leader in a project or committee or even getting involved in mentoring a less experienced colleague.
Saying ‘YES’ to new opportunities can be full of trepidation and uncertainty as they force us out of our comfort zone, however the reward almost always pays off.
In a world where the need for certain capabilities changes rapidly, it’s essential to engage in life-long learning throughout your career. As best-practice expectations change you will need to commit yourself to identifying learning and development to fill in any skill gaps which may emerge, or even better yet to go beyond expected capabilities and learn something that will give you the advantage in your role.
You can seek professional development through a number of avenues including through internal offerings in your organisation or department, or through external training providers such as IPAA SA. Often your employer will be willing to cover the cost of your training, however if they do not, consider investing in yourself and your career path with some well spent time and money on a growth opportunity. Most professional development that you pay for yourself is tax deductible along with your membership to a professional association related to your employment.
Once you have undertaken some professional development, don’t be afraid to showcase and share your knowledge with your team. Not only will you be imparting some valuable insight to your colleagues, you’ll highlight yourself as a team player.
A bit of hard work goes a long way in achieving your goals. If your next career move centers on promotion or gaining a sought after role, you will need to put the time and effort in.
Simply ticking the boxes on your performance and task checklist may not always be enough. You will find it very beneficial to approach those you report to for additional responsibilities for you to demonstrate you commitment not only to your role but to your department or organisation.
Make it a point to ask your managers and those you respect for their feedback. Feedback is an invaluable mechanism for enhancing your self-awareness and in understanding where you should see improvement.
Ideal times to ask for feedback from your managers or colleagues can coincide with the completion of milestones or goals, or even better yet, when you are struggling to meet deadlines or goals.
When you do receive feedback from others, keep in mind not to respond negatively. It’s easy to become defensive when we feel that we are being criticised. Remember that the feedback you are receiving is for your benefit, so try not to take it personally!
Being part of a board can be a great way of improving your skills and professional standing and a valuable addition to your resume. As a member of a board, you will expose yourself to a new understanding of all aspects of business operation and add to your repertoire of leadership and interpersonal skills.
Finding you first board appointment can be tasking, though some valuable places to begin include the BoardingCall portal available through the Government of South Australia, enabling you to register your interest to join the board of a government department or agency. Additionally, IPAA SA is led by a Council and Strategic Advisory Committee, which is open to Personal Members to apply to join. The IPAA SA Divisional Council and Strategic Committee are headed by some of the foremost public sector leaders and present the opportunity for you to gain vital experience and exposure in your career.
Sometimes we find that obstacles and unexpected challenges interrupt us achieving our career goals. When this happens to you (as it does to most of us) be prepared to hold a positive and resilient mindset to help you move past adversity and continue in reaching your goals.
Strategies for building your resilience focus on developing the four key fields of; physical, cognitive, behavioral and emotional resilience. These areas encourage you to:
You can seek professional development to help you build your capability in personal resilience. The IPAA SA ‘Personal Resilience’ short course will help understand the previously mentioned aspects of resilience in-depth, along with providing the all important tools for understanding and growing your resilience.
If you are ready to begin working towards your career goals, you will find it helpful to take time for reflection. IPAA SA offers ‘Career Development’ sessions, led by facilitator Scott Way, Director, BDO who is highly experienced in providing career direction for public sector employees. This course will give you the opportunity to identify and explore your goals along with in-depth exploration of other content in this article. Additionally, the IPAA SA team are happy to assist you in locating Professional Development suited to your goals.
Whatever your career goals look like, as we emerge from a challenging year, now is the time for you to make a positive step forward in your career.
It’s nearly time to say goodbye to 2020 (insert sigh of relief here) and with a new year on the horizon, now is the perfect time to start thinking about pursuing career goals that you may have been forced to put on hold.
Here we explore 10 things you can do to help you reach your career goals in 2021 and beyond.
Knowing yourself is a vital first step in planning how you will identify and achieve your career goals. Consider your strengths and weaknesses, your values and interests and ask yourself how these align to your career goals.
When it comes to making big decisions on your career direction, you should always consider the reasons behind ‘why’ you are pursuing this. Are you looking for a better work-life balance, seeking to increase your financial opportunities or looking for more responsibility and authority to make decisions and make a change? Whatever your reasons may be, make sure you understand how your own interests and values can play into your career journey.
You may have a good idea of where you want to be in 1 year or 5 years, but actually reaching your ‘big’ career goals can be daunting and leave you unsure where to begin.
Once you know where you want to be in your career, you can break down what you want to achieve into smaller, more manageable goals and milestones. This can be simple things from; researching opportunities and roles, freshening up your resume, tracking down proof of learning and training or even just updating your Linked In profile.
You may find it very helpful to make a list of things that will act as steppingstones in your career path, as well as noting any possible obstacles to overcome.
Finally, once you have broken down your bigger goals into more manageable steps, it’s time to take action on them. Be accountable to yourself here, flag reminders in your calendar, leave yourself a sticky note or plan a way to reward yourself upon completion of a goal.
Once you have an idea of what you would like to achieve and how you will do so, consulting with a mentor can give you valuable perspective and insight. A mentor is someone whose opinion and knowledge you value and is preferably someone who has a greater level of experience in your areas of interest.
Ask your mentor for their input on your career goals – they are sure to have insight on how they went about their own career journey and overcame obstacles. Hindsight is always a teacher and being able to learn indirectly from the mistakes and successes of a mentor is valuable in approaching a career move.
If you don’t yet have a mentor, there are several ways you can go about entering into this mutually beneficial arrangement. Some organisations and government departments will offer internal mentoring programs, so be sure to enquire with your HR representative or manager. You can also take part in the IPAA SA Mentorship Program, which will pair you with an experienced leader in the public sector.
As they always say ‘its who you know that matters”. Whilst you will be considered for future roles on your merit and capabilities, you should not underestimate the value of making valuable connections with both peers and those positioned at higher career levels.
A key benefit of networking is access to a wealth of knowledge and opportunity. Building your networks with peer groups will allow you to discuss common issues and ideas, whilst exposing yourself to leaders in the sector will put you foremost in mind for future opportunities.
One of the best ways to begin networking is through events and forums or by joining an association dedicated to your profession or interest area. For example, IPAA SA offers regular networking opportunities and exposure for its personal members, bringing them in contact with both peers and sector leaders.
Keep your ear to the ground for new opportunities to expand your skill portfolio or to demonstrate your capabilities. With your career goals firmly identified seek opportunities that will help you meet these goals. This might include putting yourself out there to volunteer as a leader in a project or committee or even getting involved in mentoring a less experienced colleague.
Saying ‘YES’ to new opportunities can be full of trepidation and uncertainty as they force us out of our comfort zone, however the reward almost always pays off.
In a world where the need for certain capabilities changes rapidly, it’s essential to engage in life-long learning throughout your career. As best-practice expectations change you will need to commit yourself to identifying learning and development to fill in any skill gaps which may emerge, or even better yet to go beyond expected capabilities and learn something that will give you the advantage in your role.
You can seek professional development through a number of avenues including through internal offerings in your organisation or department, or through external training providers such as IPAA SA. Often your employer will be willing to cover the cost of your training, however if they do not, consider investing in yourself and your career path with some well spent time and money on a growth opportunity. Most professional development that you pay for yourself is tax deductible along with your membership to a professional association related to your employment.
Once you have undertaken some professional development, don’t be afraid to showcase and share your knowledge with your team. Not only will you be imparting some valuable insight to your colleagues, you’ll highlight yourself as a team player.
A bit of hard work goes a long way in achieving your goals. If your next career move centers on promotion or gaining a sought after role, you will need to put the time and effort in.
Simply ticking the boxes on your performance and task checklist may not always be enough. You will find it very beneficial to approach those you report to for additional responsibilities for you to demonstrate you commitment not only to your role but to your department or organisation.
Make it a point to ask your managers and those you respect for their feedback. Feedback is an invaluable mechanism for enhancing your self-awareness and in understanding where you should see improvement.
Ideal times to ask for feedback from your managers or colleagues can coincide with the completion of milestones or goals, or even better yet, when you are struggling to meet deadlines or goals.
When you do receive feedback from others, keep in mind not to respond negatively. It’s easy to become defensive when we feel that we are being criticised. Remember that the feedback you are receiving is for your benefit, so try not to take it personally!
Being part of a board can be a great way of improving your skills and professional standing and a valuable addition to your resume. As a member of a board, you will expose yourself to a new understanding of all aspects of business operation and add to your repertoire of leadership and interpersonal skills.
Finding you first board appointment can be tasking, though some valuable places to begin include the BoardingCall portal available through the Government of South Australia, enabling you to register your interest to join the board of a government department or agency. Additionally, IPAA SA is led by a Council and Strategic Advisory Committee, which is open to Personal Members to apply to join. The IPAA SA Divisional Council and Strategic Committee are headed by some of the foremost public sector leaders and present the opportunity for you to gain vital experience and exposure in your career.
Sometimes we find that obstacles and unexpected challenges interrupt us achieving our career goals. When this happens to you (as it does to most of us) be prepared to hold a positive and resilient mindset to help you move past adversity and continue in reaching your goals.
Strategies for building your resilience focus on developing the four key fields of; physical, cognitive, behavioral and emotional resilience. These areas encourage you to:
You can seek professional development to help you build your capability in personal resilience. The IPAA SA ‘Personal Resilience’ short course will help understand the previously mentioned aspects of resilience in-depth, along with providing the all important tools for understanding and growing your resilience.
If you are ready to begin working towards your career goals, you will find it helpful to take time for reflection. IPAA SA offers ‘Career Development’ sessions, led by facilitator Scott Way, Director, BDO who is highly experienced in providing career direction for public sector employees. This course will give you the opportunity to identify and explore your goals along with in-depth exploration of other content in this article. Additionally, the IPAA SA team are happy to assist you in locating Professional Development suited to your goals.
Whatever your career goals look like, as we emerge from a challenging year, now is the time for you to make a positive step forward in your career.
The work of two Singapore-based researchers on the effects of ethical culture and ethical leadership on innovation as reported in the public sector has been published in the September 2020 Issue of the Australian Journal of Public Administration.
Examining the relationship between public sector ethics and public sector innovation is important because society has long expected employees and managers in public organisations to behave ethically, but increasingly also expects innovative and entrepreneurial behaviour. However, researchers have previously commented that these two behavioural expectations and the values they require may not necessarily align, and even compete in many cases.
Given that much of the evidence is rather anecdotal, and arguably outdated, Associate Professors Dr Zeger Van der Wal and Dr Mehmet Akif Demircioglu from the Lee Kuan Yew School of Public Policy at The National University of Singapore, have empirically examined how ethical culture and ethical leadership are associated with realised innovation using 84,222 responses from the Australian Public Service Commission’s 2017 APS agency survey. This research has produced robust findings across agency, work location, job level, tenure, education, and gender and across different samples.
The researchers used a definition of ethical leadership described in 2005 by Brown, Treviño and Harrison as:
‘The demonstration of normatively appropriate conduct through the personal actions and interpersonal relationships, and promotion of such conduct among followers through two-way communication, reinforcement, and decision-making processes’.
The researchers believed that the Australian public sector would provide a suitable environment for studying the effects of leadership and culture on public sector innovation for a number of reasons.
Firstly, the Australian government has been among the most highly ranked globally in terms of innovation and effectiveness for years (see the 2017 work of the OECD and Pollitt & Bouckaert). Secondly, it was also an early adaptor of New Public Management, implementing private sector practices and ideas from the 1980s onwards. And thirdly, the country’s public sector has consistently ranked highly in the Corruption Perception Index run by Transparency International.
Continue reading the full article and access the research paper via the IPAA National website.
The work of two Singapore-based researchers on the effects of ethical culture and ethical leadership on innovation as reported in the public sector has been published in the September 2020 Issue of the Australian Journal of Public Administration.
Examining the relationship between public sector ethics and public sector innovation is important because society has long expected employees and managers in public organisations to behave ethically, but increasingly also expects innovative and entrepreneurial behaviour. However, researchers have previously commented that these two behavioural expectations and the values they require may not necessarily align, and even compete in many cases.
Given that much of the evidence is rather anecdotal, and arguably outdated, Associate Professors Dr Zeger Van der Wal and Dr Mehmet Akif Demircioglu from the Lee Kuan Yew School of Public Policy at The National University of Singapore, have empirically examined how ethical culture and ethical leadership are associated with realised innovation using 84,222 responses from the Australian Public Service Commission’s 2017 APS agency survey. This research has produced robust findings across agency, work location, job level, tenure, education, and gender and across different samples.
The researchers used a definition of ethical leadership described in 2005 by Brown, Treviño and Harrison as:
‘The demonstration of normatively appropriate conduct through the personal actions and interpersonal relationships, and promotion of such conduct among followers through two-way communication, reinforcement, and decision-making processes’.
The researchers believed that the Australian public sector would provide a suitable environment for studying the effects of leadership and culture on public sector innovation for a number of reasons.
Firstly, the Australian government has been among the most highly ranked globally in terms of innovation and effectiveness for years (see the 2017 work of the OECD and Pollitt & Bouckaert). Secondly, it was also an early adaptor of New Public Management, implementing private sector practices and ideas from the 1980s onwards. And thirdly, the country’s public sector has consistently ranked highly in the Corruption Perception Index run by Transparency International.
Continue reading the full article and access the research paper via the IPAA National website.
