The State Procurement Board was proud to present the SA Government Procurement Forum- ICAC and the OIA: What do they mean for Procurement? The introduction of the Independent Commissioner Against Corruption (ICAC) and the Office of the Industry Advocate (OIA) will shape the landscape of procurement within the SA Government. What does this mean for you and your agency? What do you need to know about these important Government initiatives and how will you need to prepare yourselves?
With presentations from:
followed by a panel session where participants had the opportunity to ask questions of the speakers.
The MC for the forum was Judith Carr, Executive Director, Building Management, Department of Planning, Transport and Infrastructure (DPTI).
Program:
8:45 Registration (coffee/tea, networking)
9:30 Overview and welcome by Judith Carr MC and introduction of Chris Oerman
9:35 Chris Oerman, State Procurement Board presentation/overview
9:55 The Hon. Bruce Lander QC -ICAC
10:40 Ian Nightingale – Industry Participant Advocate
11:05 Panel consisting of above facilitated by MC – Q&A from audience
11:25 Final comments by MC
11:30 Concludes
As part of Dr Seligman’s final visit as Adelaide Thinker in Residence he presented and contributed to a panel in response to the question; “Can the science of positive psychology contribute to productive and positive workplaces?” Thérèse Rein drew on her extensive experience of implementing positive psychology across her global business to enable both clients and employees to reach their potential, and she will also be part of the panel discussion. Erma Ranieri, Chief Executive of SA’s Public Sector Renewal Program Taskforce, also discussed the central role of employees in enabling positive organisational change and better outcomes for citizens.
The panel discussion was especially tailored towards the public sector and human resource personnel from large organisations. The Facilitator for this event was Gabrielle Kelly, Director of Adelaide Thinkers in Residence, with Raymond J Spencer, Chair, Economic Development Board, South Australia opening the event.
As Premier of South Australia, Don Dunstan set new directions for public administration that had far-reaching national impacts. Shortly before his death in 1998, Don Dunstan entrusted to the Institute of Public Administration Australia (IPAA), the key advocate for effective public administration, the honour of carriage of the annual Don Dunstan Oration on Public Administration, and was in fact its first Orator.
Raymond Spencer is head of the SA Government’s leading economic advisory board and he will present this year’s Don Dunstan Oration on the future of culture and performance in the South Australian Public Sector.
Raymond has been a key figure in the establishment of the Public Sector Renewal Program. The Program aims to provide the South Australian Public Sector with the knowledge and change management tools needed to deliver better outcomes in economic, social and environmental policy; it is about embracing a culture of innovation, community empowerment, and sustainability. The Program is central to realising the policy ambitions of the Government and it will be rolled out across all major agencies during 2013.
Raymond will share with attendees his views on the future of the South Australian public sector, the fundamental thinking behind the Public Sector Renewal Program, and the critical role that each public servant will play in building a revitalised and empowered working culture.
Erma Ranieri is the Deputy Chief Executive of Department for Manufacturing, Innovation, Trade, Resources and Energy (DIMTRE) and Chief Executive of the Public Sector Renewal Program, and has been appointed by Premier Jay Weatherill to lead the Taskforce for the Public Sector Renewal Program and will be the Master of Ceremonies for this Oration.
Don’t miss the opportunity to hear this inspirational and influential speaker in the keynote address for IPAA SA’s 2012 season. A networking session including drinks and finger food will follow.
The Commissioner for Public Sector Employment Office of the Public Employment and Review in collaboration with the Institute of Public Administration Australia (IPAA) held a forum on Mental Health and the Workplace.
This forum considered mental health in the workplace, strategies to aid Employees and Managers and also covered relevant public sector legislation and policy. The South Australian Public Sector has a workforce of approximately 100,000 people. Based on Statistics from the Australian Bureau of Statistics 2008 (National Survey of Mental Health and Wellbeing) – this means that 6,200 of those people may be suffering from depression and 14,400 may be suffering from an anxiety disorder.
A mentally healthy workplace protects and promotes mental health and empowers people to seek help for depression and anxiety, for the benefits of the individual, organisation and community.
The Hon Minister O’Brien, Minister for the Public Sector and Minister for Finance will open this forum and the MC, speakers and panellists are as follows:
This forum considered strategies to aid employees and managers and also cover relevant Public Sector legislation and policy. Referring an employee for a medical examination, particularly in the case of mental incapacity, can be distressing for the employee and colleagues and sometimes for the family of the employee. It can however be a useful strategy to inform the formulation of management options best fitted to the circumstances and possible limitations of the employee.
Some questions that will be answered during the Mental health and the Workplace forum are:
Mr Warren McCann, Commissioner for Public Sector Employment will introduce the new Guidelines that have been prepared to assist Chief Executives and Managers involved in the consideration of possible reliance on Section 56.
Mental Health and the Workplace
Depression and anxiety disorders are common. Each year in Australia about one million adults experience depression and two million experience an anxiety disorder.
It can be difficult for people to admit they have depression or an anxiety disorder, and many people with these conditions are afraid to speak up at work in case they are treated differently. The actions of colleagues and managers can make a real difference to a person with a mental health problem.
The South Australian Public Sector has a workforce of approximately 100,000 people. Based on Statistics from the Australian Bureau of Statistics 2008 (National Survey of Mental Health and Wellbeing)- this means that 6,200 of those people may be suffering from depression and 14,400 may be suffering from an anxiety disorder.
A mentally healthy workplace protects and promotes mental health and empowers people to seek help for depression and anxiety, for the benefits of the individual, organisation and community.
The forum will consider mental health in the workplace, strategies to aid employees and managers and also cover relevant public sector legislation and policy. The forum is targeted at public sector human resource professionals and managers.
The Workplace
Legislation and Policy
Section 56 of the Public Sector Act 2009 enables the Chief Executive of an agency (or their delegate) to require an employee to undergo a medical examination by a medical practitioner in circumstances where they believe that the employee’s unsatisfactory performance may be caused by a mental or physical incapacity. Other public sector employment legislation in South Australia contains similar provisions. The power is a discretionary one.
The Commissioner for Public Sector Employment has prepared a guideline to assist Chief Executives and managers involved in the consideration of possible reliance on Section 56. Referring an employee for a medical examination, particularly in the case of mental incapacity, can be distressing for the employee and colleagues and sometimes for the family of the employee. It can however be a useful strategy to inform the formulation of management options best fitted to the circumstances and possible limitations of the employee.
How can this best be handled? Should a medical examination be an option of last resort or can it be a useful tool to provide support to employees? What about confidentiality, natural justice, process and procedural fairness?
