Strategic Directions Office of the Commissioner for Public Sector Employment - publicsector.sa.gov.au - Office of the ...
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Office of the Commissioner
for Public Sector Employment
Strategic Directions
2020 – 2022
publicsector.sa.gov.au
Image credit: South Australian Science Excellence Awards.
“It is a time to be confident,
focussed and bold, bringing
your ideas and your best
self to work every day.”
Erma Ranieri, Commissioner for Public Sector Employment
1 OFFICE OF THE COMMISSIONER FOR PUBLIC SECTOR EMPLOYMENT | STRATEGIC DIRECTIONS 2020 – 2022
Commissioner’s
foreword
The South Australian Public Sector is the largest and
one of the most diverse employers in South Australia.
We provide a range of services in health care, education, keeping We will continue to develop exceptional leaders at every level,
communities safe, protecting our environment, transport and strengthening behaviours and organisational practices that are grounded
infrastructure, looking after our heritage, culture and arts, and helping in integrity and underpinned by the South Australian Public Sector Values.
those in need.
Everyone in the South Australian Public Sector has a role in this
These things don’t just happen. They happen because of the many people dynamic future.
working in the public sector who dedicate their work to placing the
It is a time to be confident, focussed and bold, bringing your ideas
community at the heart of what we do.
and your best self to work every day.
Without a doubt, 2020 has been difficult year. The public sector should
I am proud of the work we do. I look forward to working with you
be proud of how we have supported our community and our workforce.
to make it happen.
We have adapted to new ways of working and continued to put the
wellbeing and safety first, ensuring that we are prepared to manage risk
and uncertainty for the future.
At the Office of the Commissioner for Public Sector Employment
(OCPSE) we believe fundamentally in a big future for the South Australian Erma Ranieri
Public Sector. Commissioner for Public Sector Employment
Our Strategic Directions 2020 – 2022 provides a roadmap to support the
sector navigate workforce recovery, with a strong focus on enhancing
mobilisation beyond COVID-19.
2 OFFICE OF THE COMMISSIONER FOR PUBLIC SECTOR EMPLOYMENT | STRATEGIC DIRECTIONS 2020 – 2022
OCPSE Strategic Directions 2020 – 2022
OUR VISION Serving a strong OUR PURPOSE Enabling the Public Sector to deliver
and healthy South Australia great results and outcomes for the community
OUR GOALS
1.
Enhance workforce
2.
Advance current
3.
Shape the future
4.
Advance systems
5.Inclusive, safe and
performance and and future leaders workforce and data ethical public sector
potential
Employment approaches Highly effective leaders We support the Public Decision makers have We lead a safe, diverse and
and guidance that enable who invest in their talent Sector plan for a resilient connected systems and inclusive workforce that
the workforce to deliver its and unleash workforce and future focussed data enabling insights for reflects the communities
best work potential workforce continuous improvement we serve
OBJECTIVES
• Support the public sector • Improve leadership • Reimagine the future of the • Provide workforce data and • Lead diversity strategies
through COVID-19 capabilities public sector information to measure and which provide all employees
• Review and enhance core • Review the recruitment • Build the fundamentals evaluate performance with a sense of belonging
people processes and selection practices for for strategic workforce • Facilitate Sector wide • Lead Work Health, Safety
• Provide workforce executive positions planning and resource employee engagement and Injury Management
performance advice, • Ensure all leaders are management surveys strategy, continuous
support and guidance effectively onboarded to • Provide attractive and • Improve corporate Human improvement and
the Public Sector accessible employment Resources and Work compliance
• Uphold high standards of
statutory advice pathways to optimise the Health Safety and Injury • Drive initiatives to build
workforce of the future Management systems and mentally healthy and
• Identify professions applications culturally safe workplaces
requiring the greatest • Continue to embed values
capability uplift and code of ethics in
everything we do
Our people are passionate, Vibrant and resilient team, collectively working to a clear purpose
We will inclusive and forward-thinking
make it We uphold a high standard Adaptive and inclusive culture, placing our wellbeing and safety at the centre of our actions
of service excellence for the
happen public sector Lead with integrity, deliver with sound governance and transparent communication
OUR VALUES Service | Professionalism | Trust | Respect | Collaboration & Engagement | Honesty & Integrity | Courage & Tenacity | SustainabilityOBJECTIVES
Enhance workforce performance and potential
Employment approaches and guidance that enable
the workforce to deliver its best work
ACTIONS 2020 – 2022
1.
Support the public sector • Streamline COVID-19 mobilisation process and governance to • Develop workforce policy and guidance to manage the workforce
through COVID-19 facilitate rapid resource management impact of COVID-19
• Scope options for improved mobility pathways across the sector
Review and enhance core • Enhance workforce transitions within the current Enterprise • Simplify and standardise recruitment and selection processes for
people processes Agreement, in collaboration with the Industrial Relations and professional streams
Policy Branch (DTF)
• Continue to offer agencies centralised case management support
services that effectively manage talent across the sector
Provide workforce • Identify opportunities to enhance alignment, credibility and • Refresh HR Leaders training and induction for performance
performance advice, integration of unsatisfactory performance process management in partnership with agencies
support and guidance
Uphold high standards • Continue to deliver high quality advisory services for legislative, • Continuous improvement and review of determinations and
of statutory advice policy and effective workforce management to the sector guidelines
• Successful execution of the statutory powers of the Commissioner • Investigate and manage employment complaints and public
for Public Sector Employment, including advancing the objects and interest disclosure matters
principles of the Public Sector Act 2009
• Develop an integrity framework, aligning fundamental ethical
behaviors and practices for the workforce
4 OFFICE OF THE COMMISSIONER FOR PUBLIC SECTOR EMPLOYMENT | STRATEGIC DIRECTIONS 2020 – 2022OBJECTIVES
Advance current and future leaders
Highly effective leaders who invest in their
talent and unleash workforce potential
ACTIONS 2020 – 2022
2.
Improve leadership • Develop a leadership strategy, and revised whole of sector • Continue to evolve sector wide leadership capability through
capabilities leadership capability framework the delivery of the South Australian Leadership Academy (SALA)
Review the recruitment • Provide best practice recruitment and selection guidance and • Review opportunities to enhance and standardise recruitment and
and selection practices for support for leadership positions selection practices for executive positions
executive positions
Ensure all leaders are • Design and implement an online chief executive and executive • Develop an engaging chief executive and executive onboarding
effectively onboarded to induction platform experience to the South Australian Public Sector, empowering
the Public Sector leaders with the right information
5 OFFICE OF THE COMMISSIONER FOR PUBLIC SECTOR EMPLOYMENT | STRATEGIC DIRECTIONS 2020 – 2022OBJECTIVES
Shape the future workforce
We support the public sector plan for a
resilient and future focussed workforce
ACTIONS 2020 – 2022
3.
Reimagine the future of • Partner with DTF and DPC to deliver the Workforce • Develop HR Strategy and annual implementation plan to position
the public sector Transformation Roadmap the workforce for the future
Build the fundamentals • Develop practical resource planning tools for the sector. • Provide best practice workforce planning advice, support
for strategic workforce and guidance for the sector
planning and resource
management
Provide attractive and • Partner with Department for Innovation and Skills to deliver • Ensure content on the I WORK for SA Jobs Board reflects South
accessible employment the Skilling South Australia implementation agreement for the Australian public sector as an employer of choice
pathways to optimise the public sector
workforce of the future • Continue to promote and facilitate Aboriginal, youth and disability
employment programs
Identify professions • Partner with HR Leaders and operational managers to undertake • Develop training on mobility transition obligations and principles
requiring the greatest a HR Capability Assessment for excess employees
capability uplift • Develop a HR capability framework to bridge identified
capability gaps
6 OFFICE OF THE COMMISSIONER FOR PUBLIC SECTOR EMPLOYMENT | STRATEGIC DIRECTIONS 2020 – 2022OBJECTIVES
Advance systems and data
Decision makers have connected systems and data
enabling insights for continuous improvement
ACTIONS 2020 – 2022
4.
Provide workforce data • Develop and review the State of the Sector report, and work with • Continue to build the Enterprise Data Warehouse and further
and information to agencies to build on strengths and address areas for improvement develop workforce dashboard reporting
measure and evaluate • Provide valuable data and information to the sector through the
performance annual Workforce Information Report
Facilitate sector wide • Complete procurement, communication plan, and mapping of • Build diversity and inclusion data collection into the ‘I WORK FOR
employee engagement ‘I WORK FOR SA’ survey program requirements with agencies SA’ Your Voice Survey
surveys • Conduct ‘I WORK FOR SA’ Your Voice Survey to baseline current
state and identify cultural strengths and weaknesses
Improve capability • Partner with small agencies to deliver E-recruitment • Replace and enhance the Injury management system (SIMS)
of corporate Human • Partner with small agencies to design and implement • Continue to facilitate the Human Capital Management
Resources and Work a performance management and development system vendor panel
Health Safety and Injury
• Replace and enhance the work health and safety system • Continue to manage the Audit Verification System 2020
Management systems
(MySafety) program contract
and applications
7 OFFICE OF THE COMMISSIONER FOR PUBLIC SECTOR EMPLOYMENT | STRATEGIC DIRECTIONS 2020 – 2022OBJECTIVES
Inclusive, safe and ethical public sector
We lead a safe, diverse and inclusive workforce
that reflects the communities we serve
ACTIONS 2020 – 2022
5.
Lead diversity strategies • Continue to implement the Diversity and Inclusion Strategy 2019 - • Develop OCPSE Disability Access and Inclusion Plan (DAIP)
which provide all 2021 and the Disability Employment Strategy 2020 - 2023 • Oversee implementation of the Buthera Agreement
employees with a sense • Engage with key stakeholders through communities of practice, • Update flexible work guidance to enable new ways of working
of belonging strategic committees and HR Leaders to integrate diversity and
inclusion into organisational practices.
Lead Work Health, Safety • Protect the health and safety of the workforce, leading • Manage the launch and continuous improvement of MySAFETY
and Injury Management implementation of the WHSIM framework and Injury Management System (SIMS), including completion of
(WHSIM) strategy, • Complete Actuarial valuation of outstanding liabilities for worker’s risk and audit modules and webinar series
continuous improvement compensation • Accurate and timely WHSIM reporting to agencies, key
and compliance stakeholders and statutory authorities
• Develop South Australian Public Sector strategies and continuous
improvement programs aligned to National standards.
Drive initiatives to build • Support agencies to implement the Mentally Healthy Workplaces • Provide expert advice and guidance to the Suicide Prevention
mentally healthy and Framework including resource development and delivering training Issues Group
culturally safe workplaces and initiatives aimed at awareness raising and skill development • Provide expert advice guidance to the SA Health Culture Reform
• Support agencies to reduce bullying and harassment through Taskforce
supporting the design and delivery of assessment and intervention • Develop and pilot bullying and harassment training for SA Health,
programs and commence roll out for the sector
• Lead agencies to design and implement peer support programs
through the development of guidance materials, advice and
delivery of training programs for peer support officers
Continue to embed values • Continue to support agencies, leaders and key stakeholders • Continue to educate and develop employees on their
and code of ethics in integrate the South Australian Public Sector Values into responsibilities as outlined in the South Australian Public Sector
everything we do organisational practices and behaviours Code of Ethics
8 OFFICE OF THE COMMISSIONER FOR PUBLIC SECTOR EMPLOYMENT | STRATEGIC DIRECTIONS 2020 – 2022We will make it happen
Our people are passionate, inclusive and forward-thinking
We uphold a high standard of service excellence for the public sector
WAYS OF WORKING SUCCESS OUTCOMES
Vibrant and resilient team, collectively • Employees have completed formal performance • Leaders regularly engage with staff to reconnect on the
working to a clear purpose development plans and participate in regular performance OCPSE Strategic Plan deliverables, performance outcomes,
conversations with line managers values in action and employee wellbeing
• OCPSE Managers achieve standard key performance
indicators that drive best practice financial management,
procurement, people leadership and governance
Adaptive and inclusive culture, placing • Remote working forms are completed and reviewed • Employees have completed all mandatory training
our wellbeing and safety at the centre regularly for all remote working arrangements • New employees have completed internal induction
of our actions • Effective processes are established and evaluated to
support hybrid working arrangements
Lead with integrity, deliver with • Regular content management of information published on • Service Level Agreements are reviewed and managed
sound governance and transparent the OCPSE website. effectively with DTF and DPC
communication • Compliance with State Records Management Act achieved • Continuous improvement of project management, records
• All communication channels are delivered to high management and information sharing
standards including, social media, online activities and
WOGE emails
9 OFFICE OF THE COMMISSIONER FOR PUBLIC SECTOR EMPLOYMENT | STRATEGIC DIRECTIONS 2020 – 2022The Office of the Commissioner for Public Sector Employment welcomes
comments about this document and suggestions on how it may be improved.
Feedback and enquiries may be directed to:
The Office of the Commissioner for Public Sector Employment
Website: publicsector.sa.gov.au
Email: publicsector@sa.gov.au
Phone: 1800 317 333
Street address:
Ground Floor, State Administration Centre,
200 Victoria Square (Tarndanyangga), Adelaide SA 5000
Mailing address: GPO Box 1045, Adelaide SA 5001
©2020 South Australian Government. All rights reserved.
Use of the contents of this report should acknowledge the source and where
applicable provide a page and/or paragraph reference. Changes or additions to
any data or references should be clearly acknowledged.
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